Torsten Biemann

Organizational Behavior and Human Resource Management · 2009–2017

A researcher in the Science corpus: 8 papers; trusts 47 researchers and is trusted by 12 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 160 citations into it; #2,682 of 8,741 by trust here, #3,160 by citations
• Social Psychology — 59 citations into it
• Sociology and Political Science — 59 citations into it
• Gender Studies — 50 citations into it; #1,242 of 4,924 by trust here, #1,495 by citations
• Communication — 35 citations into it; #1,284 of 3,460 by trust here, #1,975 by citations
• Strategy and Management — 33 citations into it; #6,062 of 10,874 by trust here, #5,089 by citations
• Applied Psychology — 24 citations into it
• Education — 23 citations into it

Whom Torsten Biemann trusts overall

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

1. P. Bliese
2. G. Stewart
3. Thomas E. Becker
4. David A. Harrison
5. James M. LeBreton
6. Philip M. Podsakoff
7. D. Beal
8. Jens Rowold
9. D. Hall
10. C. Lance

Who trusts Torsten Biemann overall

1. Ines Herrero
2. Y. McNulty
3. Torben Schubert
4. Dongkyu Kim
5. Arménio Rego
6. H. Zacher
7. Maike Andresen
8. Jian Peng
9. D. Woehr
10. C. Brewster

Papers from Torsten Biemann's perspective

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

1. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.
2. Common method biases in behavioral research: a critical review of the literature and recommended remedies. (Journal of Applied Psychology)
3. LEADERSHIP AND PERFORMANCE BEYOND EXPECTATIONS
4. Inequity In Social Exchange
5. Consequences of Abusive Supervision
6. Transformational and transactional leadership: a meta-analytic test of their relative validity. (Journal of Applied Psychology)
7. Potential Problems in the Statistical Control of Variables in Organizational Research: A Qualitative Analysis With Recommendations
8. What's the difference? Diversity constructs as separation, variety, or disparity in organizations.
9. Self-Concordance at Work: Toward Understanding the Motivational Effects of Transformational Leaders
10. A Review and Synthesis of the Measurement Invariance Literature: Suggestions, Practices, and Recommendations for Organizational Research

Their papers

• How affective commitment to the organization changes over time: A longitudinal analysis of the reciprocal relationships between affective organizational commitment and income (2016) — 98 citations
• Human resource management systems and work attitudes: The mediating role of future time perspective (2017) — 106 citations
• Career Patterns: A Twenty-Year Panel Study (2012) — 172 citations
• What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation (2015) — 136 citations
• Empowering leadership and managers' career perceptions: Examining effects at both the individual and the team level (2015) — 96 citations
• Within-group agreement: On the use (and misuse) of rWG and rWG(J) in leadership research and some best practice guidelines. (2012) — 372 citations
• Self‐initiated foreign expatriates versus assigned expatriates: Two distinct types of international careers? (2010) — 197 citations
• Size Does Matter: How Varying Group Sizes in a Sample Affect the Most Common Measures of Group Diversity (2009) — 169 citations