David D. Dawley

Organizational Behavior and Human Resource Management · 2005–2020

A researcher in the Science corpus: 3 papers; trusts 5 researchers and is trusted by 1 researcher here, as inferred from the citation graph.

Subfields

Whom David D. Dawley trusts overall

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

  1. Raymond Loi
  2. Linda Rhoades
  3. R. Eisenberger
  4. Ngo Hang-yue
  5. John P. Meyer
  6. B. Raabe
  7. Stephanie C Payne

Who trusts David D. Dawley overall

  1. Stephen J. Jaros
  2. Mohammad Sulieman Awwad
  3. Gordon Liu

Papers from David D. Dawley's perspective

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

  1. Perceived supervisor support: contributions to perceived organizational support and employee retention. (Journal of Applied Psychology)
  2. Perceived organizational support: a review of the literature. (Journal of Applied Psychology)
  3. How can managers reduce employee intention to quit
  4. Formal mentoring versus supervisor and coworker relationships: differences in perceptions and impact
  5. Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model
  6. Career benefits associated with mentoring for protégeé: a meta-analysis. (Journal of Applied Psychology)
  7. A Longitudinal Examination of the Influence of Mentoring on Organizational Commitment and Turnover
  8. Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support
  9. The relationship between charismatic leadership behaviors and organizational commitment
  10. Inequity In Social Exchange

Their papers