Michael J. Tews

Organizational Behavior and Human Resource Management · 2004–2019

A researcher in the Science corpus: 12 papers; trusts 51 researchers and is trusted by 22 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 167 citations into it; #2,251 of 8,741 by trust here, #1,948 by citations
• Social Psychology — 109 citations into it; #4,611 of 15,694 by trust here, #4,757 by citations
• Sociology and Political Science — 67 citations into it; #3,592 of 22,756 by trust here, #2,977 by citations
• Applied Psychology — 44 citations into it; #1,377 of 3,868 by trust here, #1,610 by citations
• Gender Studies — 29 citations into it
• General Health Professions — 29 citations into it; #828 of 4,781 by trust here, #1,010 by citations
• Clinical Psychology — 26 citations into it; #5,495 of 8,024 by trust here, #5,789 by citations
• Education — 17 citations into it

Whom Michael J. Tews trusts overall

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

1. Katherine A. Karl
2. R. W. Griffeth
3. L. Shanock
4. Carl P. Maertz Jr.
5. Erin Rae Fluegge
6. Margaret C. Lohman
7. Sabine Sonnentag
8. Adam M. Grant
9. David P. MacKinnon
10. K. Mossholder

Who trusts Michael J. Tews overall

1. John W. Michel
2. David M. Mayer
3. Peerayuth Charoensukmongkol
4. Maribeth Kuenzi
5. G. Näring
6. Tipnuch Phungsoonthorn
7. Alicia A. Grandey
8. Mei-Lin Chang
9. Sheng-Hshiung Tsaur
10. Erin R. Fluegge-Woolf

Papers from Michael J. Tews's perspective

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

1. A comparison of methods to test mediation and other intervening variable effects. (Psychological methods)
2. The role of positive emotions in positive psychology. The broaden-and-build theory of positive emotions. (American Psychologist)
3. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.
4. Perceived organizational support: a review of the literature. (Journal of Applied Psychology)
5. Common method biases in behavioral research: a critical review of the literature and recommended remedies. (Journal of Applied Psychology)
6. Inequity In Social Exchange
7. Development and validation of brief measures of positive and negative affect: the PANAS scales.
8. Recovery, work engagement, and proactive behavior: a new look at the interface between nonwork and work. (Journal of Applied Psychology)
9. On the dimensionality of organizational justice: a construct validation of a measure. (Journal of Applied Psychology)
10. Consequences of Abusive Supervision

Their papers

• Emotional labor: A conceptualization and scale development (2004) — 475 citations
• Construct Validity of a General Training Climate Scale (2005) — 277 citations
• Individual differences and informal learning in the workplace (2013) — 230 citations
• The Impact of Coworker Support on Employee Turnover in the Hospitality Industry (2013) — 166 citations
• The Fundamental Role of Workplace Fun in Applicant Attraction (2012) — 124 citations
• The impact of abusive supervision and co-worker support on hospitality and tourism student employees’ turnover intentions in Ecuador (2018) — 108 citations
• Does Fun Pay? The Impact of Workplace Fun on Employee Turnover and Performance (2013) — 137 citations
• Fun in the workplace: A review and expanded theoretical perspective (2019) — 103 citations
• Does fun promote learning? The relationship between fun in the workplace and informal learning (2017) — 104 citations
• Fun and friends: The impact of workplace fun and constituent attachment on turnover in a hospitality context (2014) — 166 citations
• Learner Engagement: A New Perspective for Enhancing Our Understanding of Learner Motivation and Workplace Learning (2010) — 181 citations
• Beauty Revisited: The impact of attractiveness, ability, and personality in the assessment of employment suitability (2009) — 99 citations