Paul Boselie

Organizational Behavior and Human Resource Management · 2001–2015

A researcher in the Science corpus: 10 papers; trusts 15 researchers and is trusted by 19 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 49 citations into it; #1,338 of 8,741 by trust here, #1,150 by citations
• Strategy and Management — 34 citations into it; #4,364 of 10,874 by trust here, #4,931 by citations
• Accounting — 14 citations into it; #3,763 of 8,970 by trust here, #4,140 by citations
• Gender Studies — 10 citations into it; #3,753 of 4,924 by trust here, #1,584 by citations
• General Health Professions — 9 citations into it
• Social Psychology — 8 citations into it
• Applied Psychology — 7 citations into it
• Management of Technology and Innovation — 7 citations into it

Whom Paul Boselie trusts overall

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

1. J. Paauwe
2. D. Guest
3. Patrick M. Wright
4. A. Smith
5. Daniel M. Cable
6. J. Godard
7. B. Gerhart
8. Paul G. W. Jansen
9. Amy Kristof‐Brown
10. Constance E. Helfat

Who trusts Paul Boselie overall

1. J. Paauwe
2. Anastasia A. Katou
3. Sjoerd Beugelsdijk
4. K. Deininger
5. Sylvie Guerrero
6. H. Seeck
7. Abdelwahab Ait Razouk
8. Rūta Kazlauskaitė
9. Valérie Barraud-Didier
10. Elaine Farndale

Papers from Paul Boselie's perspective

Ordered by how strongly the researchers Paul Boselie 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. A network model of organizational climate: Friendship clusters, subgroup agreement, and climate schemas
3. PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON-JOB AND PERSON-ORGANIZATION FIT
4. Building a practically useful theory of goal setting and task motivation. A 35-year odyssey. (American Psychologist)
5. MEASUREMENT ERROR IN RESEARCH ON THE HUMAN RESOURCES AND FIRM PERFORMANCE RELATIONSHIP: FURTHER EVIDENCE AND ANALYSIS
6. CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META-ANALYSIS OF PERSON-JOB, PERSON-ORGANIZATION, PERSON-GROUP, AND PERSON-SUPERVISOR FIT
7. Communicating the psychological contract: an employer perspective
8. PERSON‐ORGANIZATION FIT: THE MATCH BETWEEN NEWCOMERS' AND RECRUITERS' PREFERENCES FOR ORGANIZATIONAL CULTURES
9. The convergent and discriminant validity of subjective fit perceptions. (Journal of Applied Psychology)
10. Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research

Their papers

• Back to the Future: Implications for the Field of HRM of the Multistakeholder Perspective Proposed 30 Years Ago (2015) — 295 citations
• The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit (2011) — 489 citations
• HRM and performance: What's next? (2005) — 550 citations
• ‘Best practices … in spite of performance’: just a matter of imitation? (2005) — 137 citations
• Performance management: A model and research agenda (2004) — 493 citations
• Human Resource Function Competencies in European Companies (2004) — 161 citations
• Human resource management, institutionalization and organizational performance: a comparison of hospitals, hotels and local government (2003) — 162 citations
• High Performance Work Systems (2002) — 207 citations
• Employee perceptions of HRM and TQM, and the effects on satisfaction and intention to leave (2002) — 94 citations
• Human resource management and performance: lessons from the Netherlands (2001) — 324 citations