The scientist’s investigation covers issues in Social psychology, Job performance, Organizational behavior, Expatriate and Job satisfaction. His Organizational commitment, Interpersonal relationship, Big Five personality traits, Personality Assessment Inventory and Behavioral ethics study are his primary interests in Social psychology. His research in Interpersonal relationship intersects with topics in Telecommuting and Group cohesiveness.
His work is dedicated to discovering how Job performance, Social relation are connected with Social perception, Workplace relationships and Quality and other disciplines. His Organizational behavior study combines topics in areas such as Cognitive psychology and Diversity. David A. Harrison combines subjects such as Employee morale, Work environment and Econometrics with his study of Job satisfaction.
Social psychology, Organizational behavior, Public relations, Expatriate and Knowledge management are his primary areas of study. His Social psychology research integrates issues from Cognitive psychology, Construct and Turnover. His work in Organizational behavior addresses issues such as Diversity, which are connected to fields such as Social group.
His Public relations research focuses on subjects like Marketing, which are linked to Survey data collection and Process. David A. Harrison has researched Knowledge management in several fields, including Theory of planned behavior and Work environment. In Job performance, David A. Harrison works on issues like Social relation, which are connected to Interpersonal relationship.
David A. Harrison mainly investigates Social psychology, Public relations, Scale, Identity and Expatriate. His Social psychology study incorporates themes from Turnover, Construct and Task. His research investigates the link between Turnover and topics such as Job satisfaction that cross with problems in Sample.
His Task study combines topics from a wide range of disciplines, such as Social desirability, Cognitive psychology and Cultural adjustment. David A. Harrison has included themes like Top management, Affect and Diversity in his Public relations study. David A. Harrison studied Organizational citizenship behavior and Test theory that intersect with Organizational behavior.
His scientific interests lie mostly in Social psychology, Public relations, Task, Turnover and Affect. Social psychology is connected with Perspective and Expatriate in his research. His work on Organizational citizenship behavior as part of general Public relations study is frequently connected to Bridging, therefore bridging the gap between diverse disciplines of science and establishing a new relationship between them.
The various areas that David A. Harrison examines in his Organizational citizenship behavior study include Contextual performance, Meaning, Telecommuting, Job performance and Variety. His Task research includes elements of Cognitive psychology and Empathic concern. His Turnover research is multidisciplinary, relying on both Identity, Social identity theory, Uncertainty reduction theory, Job satisfaction and Sample.
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Ethical leadership: A social learning perspective for construct development and testing
Michael E. Brown;Linda K. Treviño;David A. Harrison.
What's the difference? Diversity constructs as separation, variety, or disparity in organizations.
David A. Harrison;Katherine J. Klein.
Academy of Management Review (2007)
Beyond Relational Demography: Time and the Effects of Surface- and Deep-Level Diversity on Work Group Cohesion
David A. Harrison;Kenneth H. Price;Myrtle P. Bell.
Academy of Management Journal (1998)
Time, Teams, and Task Performance: Changing Effects of Surface- and Deep-Level Diversity on Group Functioning
David A. Harrison;Kenneth H. Price;Joanne H. Gavin;Anna T. Florey.
Academy of Management Journal (2002)
Bad Apples, Bad Cases, and Bad Barrels: Meta-Analytic Evidence About Sources of Unethical Decisions at Work
Jennifer J. Kish-Gephart;David A. Harrison;Linda Klebe Treviño.
How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences
David A. Harrison;Daniel A. Newman;Philip L. Roth.
Academy of Management Journal (2006)
The good, the bad, and the unknown about telecommuting: meta-analysis of psychological mediators and individual consequences.
Ravi S. Gajendran;David A. Harrison.
Journal of Applied Psychology (2007)
Input-based and time-based models of international adjustment: Meta-analytic evidence and theoretical extensions
Purnima Bhaskar-Shrinivas;David A. Harrison;Margaret A. Shaffer;Dora M. Luk.
Academy of Management Journal (2005)
Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance.
Dan S. Chiaburu;David A. Harrison.
Journal of Applied Psychology (2008)
TIES, LEADERS, AND TIME IN TEAMS: STRONG INFERENCE ABOUT NETWORK STRUCTURE'S EFFECTS ON TEAM VIABILITY AND PERFORMANCE
Prasad Balkundi;David A. Harrison.
Academy of Management Journal (2006)
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