Brian R. Dineen

Organizational Behavior and Human Resource Management · 2004–2016

A researcher in the Science corpus: 6 papers; trusts 11 researchers and is trusted by 0 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 57 citations into it
• Social Psychology — 24 citations into it
• Strategy and Management — 23 citations into it
• Sociology and Political Science — 22 citations into it
• Gender Studies — 18 citations into it
• Clinical Psychology — 9 citations into it
• Accounting — 7 citations into it
• Economics and Econometrics — 7 citations into it

Whom Brian R. Dineen trusts overall

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

1. Jason D. Shaw
2. J. Colquitt
3. I. Fulmer
4. David A. Harrison
5. Daniel M. Cable
6. Rolf van Dick
7. Filip Lievens
8. Christophe Boone
9. B. Gerhart
10. Jay B. Barney

Who trusts Brian R. Dineen overall

1. Kaifeng Jiang
2. Michael S. Cole
3. John P. Hausknecht
4. L. Jia
5. David P. Lepak

Papers from Brian R. Dineen's perspective

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

1. The Essential Impact of Context on Organizational Behavior
2. On the dimensionality of organizational justice: a construct validation of a measure. (Journal of Applied Psychology)
3. The job satisfaction-job performance relationship: a qualitative and quantitative review. (Psychological bulletin)
4. An Integrative Model Of Organizational Trust
5. Relationship of core self-evaluations traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability--with job satisfaction and job performance: a meta-analysis. (Journal of Applied Psychology)
6. How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences
7. Time, Teams, and Task Performance: Changing Effects of Surface- and Deep-Level Diversity on Group Functioning
8. JUSTICE IN TEAMS: ANTECEDENTS AND CONSEQUENCES OF PROCEDURAL JUSTICE CLIMATE
9. PAY SYSTEM CHARACTERISTICS AND QUIT PATTERNS OF GOOD, AVERAGE, AND POOR PERFORMERS
10. The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: a policy-capturing approach. (Journal of Applied Psychology)

Their papers

• A Closer Look at Trust Between Managers and Subordinates: Understanding the Effects of Both Trusting and Being Trusted on Subordinate Outcomes (2009) — 325 citations
• The Road to Reconciliation: Antecedents of Victim Willingness to Reconcile Following a Broken Promise (2004) — 432 citations
• LEVEL AND DISPERSION OF SATISFACTION IN TEAMS: USING FOCI AND SOCIAL CONTEXT TO EXPLAIN THE SATISFACTION-ABSENTEEISM RELATIONSHIP (2007) — 106 citations
• Third Party Employment Branding: Human Capital Inflows and Outflows Following “Best Places to Work” Certifications (2016) — 173 citations
• Recruitment: A review of research and emerging directions. (2011) — 89 citations
• Employee-Organization Exchange Relationships, HRM Practices, and Quit Rates of Good and Poor Performers (2009) — 326 citations