A-C. Wang
Organizational Behavior and Human Resource Management · 2009
A researcher in the Science corpus: 1 paper; trusts 12 researchers and is trusted by 18 researchers here, as inferred from the citation graph.
Subfields
- Organizational Behavior and Human Resource Management — 10 citations into it; #1,335 of 8,741 by trust here, #2,867 by citations
- Experimental and Cognitive Psychology — 6 citations into it; #1,188 of 9,731 by trust here, #2,504 by citations
- Social Psychology — 5 citations into it; #2,003 of 15,694 by trust here, #4,401 by citations
Whom A-C. Wang trusts overall
Their strongest outbound trust, strongest first, inferred from their citations.
- Jing Zhou
- S. Shin
- Ekin K. Pellegrini
- Pamela Tierney
- Steven M. Farmer
- Christina E. Shalley
- Jiing-Lih Farh
- B. Cheng
- T. Scandura
- Yaping Gong
Who trusts A-C. Wang overall
- Simon C. H. Chan
- J. Robertson
- Julian Barling
- Alyson Byrne
- Jing Zhou
- R. Dhar
- H. Erkutlu
- Annamaria Di Fabio
- A. Dionisi
- Ying Chen
Papers from A-C. Wang's perspective
Ordered by how strongly the researchers A-C. Wang trusts endorse each paper. Same corpus, a different order for every researcher.
- When Job Dissatisfaction Leads to Creativity: Encouraging the Expression of Voice
- Transformational Leadership, Conservation, and Creativity: Evidence From Korea
- When is educational specialization heterogeneity related to creativity in research and development teams? Transformational leadership as a moderator. (Journal of Applied Psychology)
- A MODEL OF CREATIVITY AND INNOVATION IN ORGANIZATIONS
- Creative Self-Efficacy: Its Potential Antecedents and Relationship to Creative Performance
- Paternalistic Leadership: A Review and Agenda for Future Research
- Employee Creativity in Taiwan: An Application of Role Identity Theory
- Paternalistic Leadership and Subordinate Responses: Establishing a Leadership Model in Chinese Organizations
- The Effects of Personal and Contextual Characteristics on Creativity: Where Should We Go from Here?
- Individual-Level Cultural Values as Moderators of Perceived Organizational Support–Employee Outcome Relationships in China: Comparing the Effects of Power Distance and Traditionality