Mark A. Morris

Organizational Behavior and Human Resource Management · 2001–2009

A researcher in the Science corpus: 4 papers; trusts 10 researchers and is trusted by 15 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 28 citations into it; #3,833 of 8,741 by trust here, #1,902 by citations
• Gender Studies — 24 citations into it; #1,799 of 4,924 by trust here, #423 by citations
• Sociology and Political Science — 13 citations into it; #5,490 of 22,756 by trust here, #2,977 by citations
• Social Psychology — 12 citations into it
• Management Science and Operations Research — 11 citations into it
• Statistics and Probability — 7 citations into it
• Applied Psychology — 5 citations into it

Whom Mark A. Morris trusts overall

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

1. Patrick F. McKay
2. Philip M. Podsakoff
3. Derek R. Avery
4. Linda Rhoades
5. P. Bliese

Who trusts Mark A. Morris overall

1. Herman Aguinis
2. Stefan T. Mol
3. Lisa N. Littrell
4. Kurt Kraiger
5. Ronald Fischer
6. Eduardo Salas
7. Stephan A. Boehm
8. Marise Ph. Born
9. Mark G. Ehrhart
10. Kok-Yee Ng

Papers from Mark A. Morris's perspective

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

1. Perceived organizational support: a review of the literature. (Journal of Applied Psychology)
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. A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium
5. Social Identity and Self-Categorization Processes in Organizational Contexts
6. Equivalence of the Mediation, Confounding and Suppression Effect (Prevention Science)
7. Social cognition
8. Being Both Too Liberal and Too Conservative: The Perils of Treating Grouped Data as though They Were Independent
9. RACIAL DIFFERENCES IN EMPLOYEE RETENTION: ARE DIVERSITY CLIMATE PERCEPTIONS THE KEY?
10. Evaluating Goodness-of-Fit Indexes for Testing Measurement Invariance

Their papers

• RACIAL DIFFERENCES IN EMPLOYEE RETENTION: ARE DIVERSITY CLIMATE PERCEPTIONS THE KEY? (2007) — 566 citations
• A meta‐analysis of the effects of cross‐cultural training on expatriate performance and adjustment (2001) — 269 citations
• MEAN RACIAL‐ETHNIC DIFFERENCES IN EMPLOYEE SALES PERFORMANCE: THE MODERATING ROLE OF DIVERSITY CLIMATE (2008) — 414 citations
• A TALE OF TWO CLIMATES: DIVERSITY CLIMATE FROM SUBORDINATES’ AND MANAGERS’ PERSPECTIVES AND THEIR ROLE IN STORE UNIT SALES PERFORMANCE (2009) — 241 citations