David Stanley

Organizational Behavior and Human Resource Management · 2002–2012

A researcher in the Science corpus: 5 papers; trusts 5 researchers and is trusted by 63 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 53 citations into it; #453 of 8,741 by trust here, #117 by citations
• Social Psychology — 36 citations into it; #5,886 of 15,694 by trust here, #4,401 by citations
• Sociology and Political Science — 22 citations into it; #931 of 22,756 by trust here, #94 by citations
• Gender Studies — 19 citations into it; #2,707 of 4,924 by trust here, #321 by citations

Whom David Stanley trusts overall

Their strongest outbound trust, strongest first, inferred from their citations.

1. John P. Meyer
2. Lynne Herscovitch
3. Roger C. Mayer
4. David A. Harrison
5. Kibeom Lee
6. S. Wasti
7. Natalie J. Allen
8. Connie R. Wanberg

Who trusts David Stanley overall

1. Christian Vandenberghe
2. John P. Meyer
3. B. Kuvaas
4. Alexandre J. S. Morin
5. Xiaowen Hu
6. Yuxia Qian
7. P. Neves
8. Émilie Lapointe
9. E. Marescaux
10. Marylène Gagné

Papers from David Stanley's perspective

Ordered by how strongly the researchers David Stanley trusts endorse each paper. Same corpus, a different order for every researcher.

1. Predictors and outcomes of openness to changes in a reorganizing workplace. (Journal of Applied Psychology)
2. Construct Validation in Organizational Behavior Research: The Case of Organizational Commitment
3. An Integrative Model Of Organizational Trust
4. The Three‐Component Model of Organisational Commitment: An Application to South Korea
5. Commitment in the workplace: toward a general model
6. Impact of highly and less job-related diversity on work group cohesion and performance: a meta-analysis
7. Identity salience: a moderator of the relationship between group gender composition and work group conflict
8. Relational demography within groups: Past developments, contradictions, and new directions
9. MIXING STANDARD WORK AND NONSTANDARD DEALS: THE CONSEQUENCES OF HETEROGENEITY IN EMPLOYMENT ARRANGEMENTS
10. What (Not) to Expect When Surveying Executives

Their papers

• Employee Cynicism and Resistance to Organizational Change (2005) — 587 citations
• AFFECTIVE, CONTINUANCE, AND NORMATIVE COMMITMENT TO THE ORGANIZATION: A META-ANALYSIS OF ANTECEDENTS, CORRELATES, AND CONSEQUENCES (2002) — 7,248 citations
• Affective, normative, and continuance commitment levels across cultures: A meta-analysis (2012) — 285 citations
• Assessing the Impact of Nonresponse on Work Group Diversity Effects (2007) — 86 citations
• Assessing dissimilarity relations under missing data conditions: evidence from computer simulations. (2007) — 1,614 citations