Danielle D. van Jaarsveld
Organizational Behavior and Human Resource Management · 2010
A researcher in the Science corpus: 1 paper; trusts 12 researchers and is trusted by 3 researchers here, as inferred from the citation graph.
Subfields
- Organizational Behavior and Human Resource Management — 19 citations into it; #6,443 of 8,741 by trust here, #3,494 by citations
- Sociology and Political Science — 19 citations into it; #16,110 of 22,756 by trust here, #6,703 by citations
Whom Danielle D. van Jaarsveld trusts overall
Their strongest outbound trust, strongest first, inferred from their citations.
- Andrew F. Hayes
- Kristopher J Preacher
- Lilia M. Cortina
- P. Shrout
- M. S. Hershcovis
- David Holman
- Aaron B. Taylor
- David P. MacKinnon
- D. Rupp
- N. Bolger
Who trusts Danielle D. van Jaarsveld overall
- Shirish C. Srivastava
- Vui-Yee Koon
- Won‐Moo Hur
- Pauline Schilpzand
- Markus Groth
- Shalini Chandra
- Kara A. Arnold
Papers from Danielle D. van Jaarsveld's perspective
Ordered by how strongly the researchers Danielle D. van Jaarsveld trusts endorse each paper. Same corpus, a different order for every researcher.
- SPSS and SAS procedures for estimating indirect effects in simple mediation models (Behavoir research methods, instruments & computers)
- Mediation in experimental and nonexperimental studies: new procedures and recommendations. (Psychological methods)
- Emotional labor and burnout: Comparing two perspectives of "people work"
- The job demands-resources model of burnout. (Journal of Applied Psychology)
- Beyond Baron and Kenny: Statistical Mediation Analysis in the New Millennium
- Exploring the role of individual differences in the prediction of workplace aggression. (Journal of Applied Psychology)
- Job stress, incivility, and counterproductive work behavior (CWB): the moderating role of negative affectivity
- Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models (Behavior Research Methods)
- The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice
- Unseen Injustice: Incivility as Modern Discrimination in Organizations