M. Ong

Organizational Behavior and Human Resource Management · 2018

A researcher in the Science corpus: 1 paper; trusts 4 researchers and is trusted by 0 researchers here, as inferred from the citation graph.

Subfields

Whom M. Ong trusts overall

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

  1. Adam M. Grant
  2. Andrew F. Hayes
  3. D. Rupp
  4. M. Finkelstein
  5. Adam W. Meade
  6. F. Morgeson
  7. David A Jones
  8. Herman Aguinis
  9. James W. Berry
  10. Michael L. Barnett

Papers from M. Ong's perspective

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

  1. Relational Job Design and the Motivation to Make a Prosocial Difference
  2. Crafting a Job: Revisioning Employees as Active Crafters of Their Work
  3. Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. (Journal of Applied Psychology)
  4. Organizational citizenship behavior and workplace deviance: the role of affect and cognitions. (Journal of Applied Psychology)
  5. The Work Design Questionnaire (WDQ): developing and validating a comprehensive measure for assessing job design and the nature of work. (Journal of Applied Psychology)
  6. Giving Time, Time After Time: Work Design and Sustained Employee Participation in Corporate Volunteering
  7. Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach
  8. The causes of organizational citizenship behavior: a motivational analysis. (Journal of Applied Psychology)
  9. What Should we do About Motivation Theory? Six Recommendations for the Twenty-First Century
  10. Good soldiers and good actors: prosocial and impression management motives as interactive predictors of affiliative citizenship behaviors. (Journal of Applied Psychology)

Their papers