What is he best known for?
The fields of study he is best known for:
- Management
- Social psychology
- Marketing
Edward E. Lawler focuses on Job performance, Knowledge management, Job attitude, Marketing and Public relations.
Within one scientific family, Edward E. Lawler focuses on topics pertaining to Job analysis under Job performance, and may sometimes address concerns connected to Antecedent and Test.
His research in the fields of Organizational effectiveness, Organization development and Organizational architecture overlaps with other disciplines such as Reward system and Approaches of management.
Job attitude is a subfield of Social psychology that Edward E. Lawler studies.
In the subject of general Public relations, his work in Employee participation is often linked to Organizational hierarchy, thereby combining diverse domains of study.
Job design is a subfield of Job satisfaction that Edward E. Lawler explores.
His most cited work include:
- Employee reactions to job characteristics. (2001 citations)
- Managerial attitudes and performance (1746 citations)
- Motivation in Work Organizations (1152 citations)
What are the main themes of his work throughout his whole career to date?
The scientist’s investigation covers issues in Public relations, Knowledge management, Organizational effectiveness, Marketing and Job performance.
His work on Organizational architecture and Organizational learning as part of general Knowledge management research is frequently linked to Reward system, thereby connecting diverse disciplines of science.
His studies deal with areas such as Organizational performance, Organization development and Human resource management as well as Organizational effectiveness.
He interconnects Organizational behavior and Process management in the investigation of issues within Human resource management.
To a larger extent, Edward E. Lawler studies Job satisfaction with the aim of understanding Job performance.
His primary area of study in Job design is in the field of Personnel psychology.
He most often published in these fields:
- Public relations (16.74%)
- Knowledge management (15.88%)
- Organizational effectiveness (13.30%)
What were the highlights of his more recent work (between 2007-2020)?
- Knowledge management (15.88%)
- Public relations (16.74%)
- Human resource management (10.30%)
In recent papers he was focusing on the following fields of study:
His primary areas of study are Knowledge management, Public relations, Human resource management, Organizational effectiveness and Human resources.
His Knowledge management research is multidisciplinary, incorporating elements of Organizational dynamics, Information technology, Analytics, Likert scale and Competitive advantage.
Edward E. Lawler focuses mostly in the field of Public relations, narrowing it down to topics relating to Teamwork and, in certain cases, Shared leadership.
His Human resource management research includes elements of Marketing, Function and Financial capital.
Edward E. Lawler combines subjects such as Total quality management, Outlier, Talent management and Organizational architecture with his study of Organizational effectiveness.
His Organization development research incorporates elements of Management system and Job design.
Between 2007 and 2020, his most popular works were:
- Michigan Organizational Assessment Questionnaire (286 citations)
- Talent: Making People Your Competitive Advantage (124 citations)
- Information technology infrastructure, organizational process redesign, and business value: An empirical analysis (80 citations)
In his most recent research, the most cited papers focused on:
- Management
- Social psychology
- Finance
Edward E. Lawler mainly focuses on Knowledge management, Public relations, Organizational effectiveness, Human resource management and Process management.
His Knowledge management study incorporates themes from Employee research, Participatory management, Outlier and Strategic management.
His studies deal with areas such as Teamwork and Effective team as well as Public relations.
His Organizational effectiveness research includes elements of Total quality management, Performance management, Salary and Business process reengineering.
His research in Human resource management intersects with topics in Competitive advantage, General partnership, Human resources and Organizational learning.
He has researched Process management in several fields, including Set, Senior management, Pay for performance and Organizational architecture.
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