Janet P. Near

Social Psychology · 2002–2012

A researcher in the Science corpus: 11 papers; trusts 9 researchers and is trusted by 20 researchers here, as inferred from the citation graph.

Subfields

• Social Psychology — 58 citations into it; #6,557 of 15,694 by trust here, #2,505 by citations
• Organizational Behavior and Human Resource Management — 48 citations into it; #4,244 of 8,741 by trust here, #3,563 by citations
• Sociology and Political Science — 24 citations into it; #9,136 of 22,756 by trust here, #5,938 by citations
• Gender Studies — 16 citations into it; #4,330 of 4,924 by trust here, #3,006 by citations
• Information Systems and Management — 11 citations into it; #472 of 3,842 by trust here, #537 by citations
• Management Science and Operations Research — 10 citations into it
• Cognitive Neuroscience — 6 citations into it

Whom Janet P. Near trusts overall

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

1. R. Chiu
2. Marcia P. Miceli
3. Michael J. Gundlach
4. Fred Luthans
5. Jeong-Yeon Lee
6. Philip M. Podsakoff
7. Barry M. Goldman
8. D. Campbell
9. J. Crant
10. Michael T. Brannick

Who trusts Janet P. Near overall

1. Brita Bjørkelo
2. M. Kaptein
3. Marcia P. Miceli
4. Staale Einarsen
5. Pailin Trongmateerut
6. Ruth A. Baer
7. Abhijeet K. Vadera
8. S. B. Matthiesen
9. David M. Mayer
10. M. B. Nielsen

Papers from Janet P. Near's perspective

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

1. Common method biases in behavioral research: a critical review of the literature and recommended remedies. (Journal of Applied Psychology)
2. Beyond the Individual Victim: Linking Sexual Harassment, Team Processes, and Team Performance
3. Work–Family Conflict in the Organization: Do Life Role Values make a Difference?
4. WHAT DO PROACTIVE PEOPLE DO? A LONGITUDINAL MODEL LINKING PROACTIVE PERSONALITY AND CAREER SUCCESS
5. Multivariate Data Analysis (Technometrics)
6. Toward an Understanding of Employment Discrimination Claiming: An Integration of Organizational Justice and Social Information Processing Theories
7. Whistleblowing in Organizations: An Examination of Correlates of Whistleblowing Intentions, Actions, and Retaliation
8. Overlooked but not untouched: How rudeness reduces onlookers’ performance on routine and creative tasks
9. Sexual Harassment in the Federal Workplace
10. What Makes Whistle-Blowers Effective? Three Field Studies

Their papers

• The Subjective Well-being Construct: A Test of its Convergent, Discriminant, and Factorial Validity (2005) — 299 citations
• EMOTIONAL INTELLIGENCE AND INDIVIDUAL PERFORMANCE: EVIDENCE OF DIRECT AND MODERATED EFFECTS (2007) — 186 citations
• What Makes Whistle-Blowers Effective? Three Field Studies (2002) — 190 citations
• Antecedents and Outcomes of Retaliation Against Whistleblowers: Gender Differences and Power Relationships (2008) — 341 citations
• Standing Up or Standing By: What Predicts Blowing the Whistle on Organizational Wrongdoing? (2005) — 122 citations
• Blowing the Whistle on Sexual Harassment: Test of a Model of Predictors and Outcomes (2004) — 116 citations
• Ability and Personality Predictors of Salary, Perceived Job Success, and Perceived Career Success in the Initial Career Stage (2008) — 116 citations
• Predicting employee reactions to perceived organizational wrongdoing: Demoralization, justice, proactive personality, and whistle-blowing (2012) — 180 citations
• Whistle-Blowing in Organizations (2008) — 475 citations
• The Effect of Work/Family Conflict on Intention to Quit: The Mediating Roles of Job and Life Satisfaction (2007) — 95 citations
• Life Satisfaction and Student Performance. (2005) — 182 citations