Roland Pepermans

Organizational Behavior and Human Resource Management · 2008–2014

A researcher in the Science corpus: 13 papers; trusts 30 researchers and is trusted by 10 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 163 citations into it; #4,919 of 8,741 by trust here, #1,875 by citations
• Social Psychology — 73 citations into it
• Sociology and Political Science — 52 citations into it
• Gender Studies — 31 citations into it; #2,076 of 4,924 by trust here, #1,110 by citations
• Education — 24 citations into it; #4,744 of 11,309 by trust here, #4,981 by citations
• Applied Psychology — 20 citations into it
• Strategy and Management — 18 citations into it
• Safety Research — 15 citations into it; #2,332 of 5,829 by trust here, #2,764 by citations

Whom Roland Pepermans trusts overall

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

1. Edward L. Deci
2. Peter A. Heslin
3. Ghulam Nabi
4. Richard M. Ryan
5. D. Hall
6. Nicky Dries
7. Lorraine S. Dyke
8. J. Edwards
9. M. Arthur
10. Friedrich Leisch

Who trusts Roland Pepermans overall

1. Nicky Dries
2. Daniel Spurk
3. Anna Praskova

Papers from Roland Pepermans's perspective

Ordered by how strongly the researchers Roland Pepermans 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. Intrinsic Motivation and Self-Determination in Human Behavior
3. Inequity In Social Exchange
4. Evaluating Goodness-of-Fit Indexes for Testing Measurement Invariance
5. Towards an understanding of inequity
6. The Role of Autonomy Support and Autonomy Orientation in Prosocial Behavior Engagement
7. The Role of Justice in Organizations: A Meta-Analysis
8. A network model of organizational climate: Friendship clusters, subgroup agreement, and climate schemas
9. Employability: A psycho-social construct, its dimensions, and applications
10. The interplay of boundaryless and protean careers: Combinations and implications

Their papers

• Development and Validation of the Work Effort Scale (2009) — 100 citations
• Person–organization fit: Testing socialization and attraction–selection–attrition hypotheses (2009) — 195 citations
• Volunteer decisions (not) to leave: Reasons to quit versus functional motives to stay (2012) — 89 citations
• Talent management and organisational justice: employee reactions to high potential identification (2014) — 185 citations
• Effects of ideological and relational psychological contract breach and fulfilment on volunteers’ work effort (2014) — 106 citations
• Individual differences in the relationship between satisfaction with job rewards and job satisfaction (2013) — 121 citations
• The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda (2013) — 254 citations
• Volunteer engagement and intention to quit from a self‐determination theory perspective (2013) — 128 citations
• The role of learning agility and career variety in the identification and development of high potential employees (2012) — 146 citations
• How to identify leadership potential: Development and testing of a consensus model (2012) — 124 citations
• Exploring four generations' beliefs about career: Is “satisfied” the new “successful”? (2008) — 382 citations
• Career success: Constructing a multidimensional model (2008) — 295 citations
• The Career Satisfaction Scale: Response Bias among Men and Women. (2008) — 153 citations