L. Porter

Organizational Behavior and Human Resource Management · with Tsui · 2002–2013

A researcher in the Science corpus: 5 papers; trusts 4 researchers and is trusted by 14 researchers here, as inferred from the citation graph.

Subfields

Whom L. Porter trusts overall

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

  1. Michael D. Mumford
  2. Mark G. Ehrhart
  3. Kevin S. Groves
  4. S. Webber
  5. Nadim Jahangir
  6. D. Jung
  7. Jane M. Howell
  8. Donald C. Hambrick
  9. J. Whittington
  10. J. Pastor

Who trusts L. Porter overall

  1. S. Hannah
  2. Dongkyu Kim
  3. Gail T. Fairhurst
  4. R. Liden
  5. John Antonakis
  6. Dongil Jung
  7. Herbert W. Ware
  8. Christian Vandenberghe
  9. Bruce J. Avolio
  10. Hilla Peretz

Papers from L. Porter's perspective

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

  1. The Social Identity Theory of Intergroup Behavior.
  2. Leading creative people: Orchestrating expertise and relationships
  3. ORGANIZATIONAL CITIZENSHIP BEHAVIOR: ITS NATURE AND ANTECEDENTS
  4. Linking Leader Skills, Follower Attitudes, and Contextual Variables via an Integrated Model of Charismatic Leadership
  5. Leadership and Procedural Justice Climate as Antecedents of Unit-Level Organizational Citizenship Behavior.
  6. Positive organizational behavior: Developing and managing psychological strengths
  7. Examining the relationship of leadership and physical distance with business unit performance.
  8. Integrating Justice and Social Exchange: The Differing Effects of Fair Procedures and Treatment on Work Relationships
  9. When Member Homogeneity is Needed in Work Teams
  10. Impact of highly and less job-related diversity on work group cohesion and performance: a meta-analysis

Their papers