D-Index & Metrics Best Publications

D-Index & Metrics D-index (Discipline H-index) only includes papers and citation values for an examined discipline in contrast to General H-index which accounts for publications across all disciplines.

Discipline name D-index D-index (Discipline H-index) only includes papers and citation values for an examined discipline in contrast to General H-index which accounts for publications across all disciplines. Citations Publications World Ranking National Ranking
Psychology D-index 55 Citations 53,908 113 World Ranking 3148 National Ranking 1831

Research.com Recognitions

Awards & Achievements

1999 - Fellow of the American Psychological Association (APA)

Overview

What is he best known for?

The fields of study he is best known for:

  • Social psychology
  • Cognition
  • Psychotherapist

His main research concerns Social psychology, Perceived organizational support, Organizational commitment, Job performance and Organizational culture. His biological study deals with issues like Human resource management, which deal with fields such as Negative relationship and Employee retention. The various areas that Robert Eisenberger examines in his Perceived organizational support study include Job satisfaction and Social perception.

His Social perception research includes elements of Inference, Personal commitment, Absenteeism and Organization Relationship. The concepts of his Organizational commitment study are interwoven with issues in Social exchange theory and Well-being. His study in Organizational culture is interdisciplinary in nature, drawing from both Socioemotional selectivity theory and Supervisor.

His most cited work include:

  • Perceived organizational support: A review of the literature. (3913 citations)
  • Perceived organizational support. (3379 citations)
  • Perceived Organizational Support and Employee Diligence, Commitment, and Innovation (2148 citations)

What are the main themes of his work throughout his whole career to date?

Robert Eisenberger mainly focuses on Social psychology, Perceived organizational support, Organizational commitment, Cognitive psychology and Reinforcement. In his study, Work organization is strongly linked to Perception, which falls under the umbrella field of Social psychology. His Perceived organizational support study combines topics from a wide range of disciplines, such as Organizational behavior, Social support, Job satisfaction, Social exchange theory and Organizational culture.

His work deals with themes such as Social relation and Organizational effectiveness, which intersect with Organizational behavior. His studies deal with areas such as Supervisor, Organizational citizenship behavior, Human resource management and Social perception as well as Organizational culture. His work deals with themes such as Affective events theory, Well-being, Knowledge management, Organizational learning and Socioemotional selectivity theory, which intersect with Organizational commitment.

He most often published in these fields:

  • Social psychology (61.86%)
  • Perceived organizational support (38.98%)
  • Organizational commitment (19.49%)

What were the highlights of his more recent work (between 2013-2020)?

  • Social psychology (61.86%)
  • Perceived organizational support (38.98%)
  • Organizational commitment (19.49%)

In recent papers he was focusing on the following fields of study:

Robert Eisenberger mainly investigates Social psychology, Perceived organizational support, Organizational commitment, Perception and Social exchange theory. His Social psychology study integrates concerns from other disciplines, such as Facilitation and Well-being. Robert Eisenberger interconnects Structural equation modeling, Organization Relationship and Psychological contract in the investigation of issues within Perceived organizational support.

His Organizational commitment research incorporates themes from Job performance and Affective events theory. The Affective events theory study combines topics in areas such as Organizational behavior and human resources, Organization development, Organizational culture and Organizational learning. He combines subjects such as Cross-cultural and Job attitude with his study of Social exchange theory.

Between 2013 and 2020, his most popular works were:

  • Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence (72 citations)
  • The supervisor POS–LMX–subordinate POS chain: Moderation by reciprocation wariness and supervisor's organizational embodiment (63 citations)
  • Perceived organizational support and risk taking (57 citations)

In his most recent research, the most cited papers focused on:

  • Social psychology
  • Cognition
  • Psychotherapist

His primary areas of investigation include Social psychology, Perceived organizational support, Organizational commitment, Job performance and Supervisor. His studies link Structural equation modeling with Social psychology. Robert Eisenberger has included themes like Social information processing, Association and Counterproductive work behavior in his Perceived organizational support study.

His Organizational commitment research is multidisciplinary, relying on both Affective events theory, Procedural justice, Perception, Organization Relationship and Social exchange theory. His Job performance study combines topics from a wide range of disciplines, such as Work experience, Multilevel model and Competence. His Supervisor research includes elements of Pedagogy, Agency, Moderation, Social work and Reciprocity.

This overview was generated by a machine learning system which analysed the scientist’s body of work. If you have any feedback, you can contact us here.

Best Publications

Perceived organizational support: A review of the literature.

Linda Rhoades;Robert Eisenberger.
(2002)

9553 Citations

Perceived organizational support.

Robert Eisenberger;Robin Huntington;Steven Hutchison;Debora Sowa.
(1986)

6892 Citations

Reciprocation of perceived organizational support.

Robert Eisenberger;Stephen Armeli;Barbara Rexwinkel;Patrick D. Lynch.
(2001)

4141 Citations

Perceived Organizational Support and Employee Diligence, Commitment, and Innovation

Robert Eisenberger;Peter Fasolo;Valerie Davis-LaMastro.
(1990)

3878 Citations

Perceived supervisor support: contributions to perceived organizational support and employee retention.

Robert Eisenberger;Florence Stinglhamber;Christian Vandenberghe;Ivan L. Sucharski.
(2002)

3718 Citations

Affective commitment to the organization: the contribution of perceived organizational support.

Linda Rhoades;Robert Eisenberger;Stephen Armeli.
(2001)

3639 Citations

Perceived Organizational Support, Discretionary Treatment, and Job Satisfaction

Robert Eisenberger;Jim Cummings;Stephen Armeli;Patrick Lynch.
(1997)

2612 Citations

Detrimental effects of reward: Reality or myth?

Robert Eisenberger;Judy Cameron.
(1996)

1681 Citations

Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory:

James N. Kurtessis;Robert Eisenberger;Michael T. Ford;Louis C. Buffardi.
(2017)

1546 Citations

Perceived organizational support and psychological contracts: a theoretical integration

Justin Aselage;Robert Eisenberger.
(2003)

1503 Citations

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