L. Nishii

Organizational Behavior and Human Resource Management · 2006–2018

A researcher in the Science corpus: 9 papers; trusts 57 researchers and is trusted by 55 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 129 citations into it; #1,330 of 8,741 by trust here, #721 by citations
• Sociology and Political Science — 98 citations into it; #1,338 of 22,756 by trust here, #1,024 by citations
• Gender Studies — 87 citations into it; #180 of 4,924 by trust here, #480 by citations
• Social Psychology — 86 citations into it; #4,507 of 15,694 by trust here, #1,327 by citations
• Strategy and Management — 30 citations into it; #3,930 of 10,874 by trust here, #2,638 by citations
• Applied Psychology — 28 citations into it
• Clinical Psychology — 14 citations into it; #6,181 of 8,024 by trust here, #3,591 by citations
• Communication — 12 citations into it; #1,056 of 3,460 by trust here, #601 by citations

Whom L. Nishii trusts overall

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

1. P. Bliese
2. David A. Harrison
3. C. D. De Dreu
4. Katherine J Klein
5. J. Edwards
6. Karen A. Jehn
7. J. Colquitt
8. D. van Knippenberg
9. Quinetta Roberson
10. Shelley L. Brickson

Who trusts L. Nishii overall

1. T. Ashikali
2. L. Shore
3. Ali Ahmad Bodla
4. Beth G. Chung
5. Quinetta Roberson
6. D. van Knippenberg
7. Astrid C. Homan
8. Ella Miron-Spektor
9. Amy E. Randel
10. Leslie A. DeChurch

Papers from L. Nishii's perspective

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

1. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.
2. Common method biases in behavioral research: a critical review of the literature and recommended remedies. (Journal of Applied Psychology)
3. The Social Identity Theory of Intergroup Behavior.
4. The psychology of interpersonal relations
5. On the dimensionality of organizational justice: a construct validation of a measure. (Journal of Applied Psychology)
6. What's the difference? Diversity constructs as separation, variety, or disparity in organizations.
7. Task versus relationship conflict, team performance, and team member satisfaction: a meta-analysis. (Journal of Applied Psychology)
8. Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. (Journal of Applied Psychology)
9. Time, Teams, and Task Performance: Changing Effects of Surface- and Deep-Level Diversity on Group Functioning
10. FROM SENSEMAKING IN ORGANIZATIONS

Their papers

• Differences Between Tight and Loose Cultures: A 33-Nation Study (2011) — 2,830 citations
• On the nature and importance of cultural tightness-looseness. (2006) — 1,011 citations
• Negotiating Relationally: The Dynamics of the Relational Self in Negotiations (2006) — 293 citations
• A multi-level process model for understanding diversity practice effectiveness (2017) — 180 citations
• Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to turnover relationship. (2009) — 613 citations
• The Benefits of Climate for Inclusion for Gender-Diverse Groups (2013) — 1,108 citations
• The precursors and products of justice climates: Group leader antecedents and employee attitudinal consequences. (2007) — 236 citations
• Leaders as HR sensegivers: Four HR implementation behaviors that create strong HR systems (2018) — 97 citations
• EMPLOYEE ATTRIBUTIONS OF THE “WHY” OF HR PRACTICES: THEIR EFFECTS ON EMPLOYEE ATTITUDES AND BEHAVIORS, AND CUSTOMER SATISFACTION (2008) — 1,449 citations