Ian O. Williamson

Organizational Behavior and Human Resource Management · 2000–2012

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

Subfields

• Organizational Behavior and Human Resource Management — 42 citations into it; #3,577 of 8,741 by trust here, #3,770 by citations
• Sociology and Political Science — 33 citations into it; #22,103 of 22,756 by trust here, #4,122 by citations
• Social Psychology — 25 citations into it
• Strategy and Management — 23 citations into it; #3,055 of 10,874 by trust here, #1,356 by citations
• Clinical Psychology — 14 citations into it
• Gender Studies — 13 citations into it
• Accounting — 8 citations into it; #5,198 of 8,970 by trust here, #1,332 by citations

Whom Ian O. Williamson trusts overall

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

1. Daniel M. Cable
2. Mark S. Granovetter
3. J. Mullahy
4. J. Edwards
5. Carrie R. Leana
6. William H. Greene
7. Amy Kristof‐Brown
8. Joseph Broschak
9. J. Colquitt
10. Christopher L. Shook

Who trusts Ian O. Williamson overall

1. Melissa S. Cardon
2. Keith M. Hmieleski
3. Michael D. Ensley
4. Violina P. Rindova
5. Alexander Newman
6. Timothy G. Pollock
7. Antoaneta P. Petkova
8. Tom Vanacker
9. Kilian Moser
10. David Gomulya

Papers from Ian O. Williamson's perspective

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

1. The Strength of Weak Ties
2. A network model of organizational climate: Friendship clusters, subgroup agreement, and climate schemas
3. PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON-JOB AND PERSON-ORGANIZATION FIT
4. SOCIALIZATION TACTICS AND PERSON‐ORGANIZATION FIT
5. The effects of pre-entry experiences and socialization tactics on newcomer attitudes and turnover.
6. Explorations in Personality
7. Weighted kappa: Nominal scale agreement provision for scaled disagreement or partial credit.
8. Features of Similarity
9. The convergent and discriminant validity of subjective fit perceptions. (Journal of Applied Psychology)
10. Comparison processes in social judgment: mechanisms and consequences. (Psychology Review)

Their papers

• The phenomenology of fit: linking the person and environment to the subjective experience of person-environment fit. (2006) — 638 citations
• Justice in Self-Managing Teams: The Role of Social Networks in the Emergence of Procedural Justice Climates (2012) — 90 citations
• The interactive effect of collectivism and organizational rewards on affective organizational commitment (2009) — 115 citations
• Rethinking the 'War for Talent' (2008) — 121 citations
• Gone but Not Lost: The Different Performance Impacts of Employee Mobility Between Cooperators Versus Competitors (2008) — 310 citations
• Being good or being known: An empirical examination of the dimensions, antecedents, and consequences of organizational reputation (2005) — 1,605 citations
• Workplace Religious Expression, Religiosity and Job Satisfaction: Clarifying a Relationship (2005) — 126 citations
• Forgiveness in Cultural Context (2005) — 118 citations
• Predicting early career research productivity: The case of management faculty (2003) — 190 citations
• Smaller but not necessarily weaker: How small businesses can overcome barriers to recruitment (2002) — 154 citations
• Employer Legitimacy and Recruitment Success in Small Businesses (2000) — 257 citations