Eean Crawford

8.1k total citations · 3 hit papers
18 papers, 6.0k citations indexed

About

Eean Crawford is a scholar working on Social Psychology, Organizational Behavior and Human Resource Management and Clinical Psychology. According to data from OpenAlex, Eean Crawford has authored 18 papers receiving a total of 6.0k indexed citations (citations by other indexed papers that have themselves been cited), including 8 papers in Social Psychology, 7 papers in Organizational Behavior and Human Resource Management and 4 papers in Clinical Psychology. Recurrent topics in Eean Crawford's work include Job Satisfaction and Organizational Behavior (7 papers), Team Dynamics and Performance (3 papers) and Personality Traits and Psychology (3 papers). Eean Crawford is often cited by papers focused on Job Satisfaction and Organizational Behavior (7 papers), Team Dynamics and Performance (3 papers) and Personality Traits and Psychology (3 papers). Eean Crawford collaborates with scholars based in United States, Netherlands and Bangladesh. Eean Crawford's co-authors include Jeffery A. LePine, Bruce Louis Rich, Marcie LePine, Yiwen Zhang, Jessica B. Rodell, Timothy A. Judge, Ryan Klinger, Lauren Simon, Brooke R. Buckman and Jessica R. Methot and has published in prestigious journals such as Academy of Management Review, Academy of Management Journal and PLoS ONE.

In The Last Decade

Eean Crawford

18 papers receiving 5.6k citations

Hit Papers

align trajectories

What are hit papers?

Hit papers significantly outperform the citation benchmark for their cohort. A paper qualifies if it has ≥500 total citations, achieves ≥1.5× the top-1% citation threshold for papers in the same subfield and year (this is the minimum needed to enter the top 1%, not the average within it), or reaches the top citation threshold in at least one of its specific research topics.

Job Engagement: Antecedents and Effects on Job Performance

2010 2.8k citations Bruce Louis Rich, Jeffery A. LePine et al. Academy of Management Journal profile →
Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test.

2010 2.1k citations Eean Crawford, Jeffery A. LePine et al. Journal of Applied Psychology profile →
Turning their Pain to Gain: Charismatic Leader Influence on Follower Stress Appraisal and Job Performance

2015 292 citations Marcie LePine, Yiwen Zhang et al. Academy of Management Journal profile →

Peers

Countries citing papers authored by Eean Crawford

Since Specialization

Citations

This map shows the geographic impact of Eean Crawford's research. It shows the number of citations coming from papers published by authors working in each country. You can also color the map by specialization and compare the number of citations received by Eean Crawford with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Eean Crawford more than expected).

Fields of papers citing papers by Eean Crawford

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Eean Crawford. Nodes represent research fields, and links connect fields that are likely to share authors. Colored nodes show fields that tend to cite the papers produced by Eean Crawford. The network helps show where Eean Crawford may publish in the future.

Co-authorship network of co-authors of Eean Crawford

This figure shows the co-authorship network connecting the top 25 collaborators of Eean Crawford. A scholar is included among the top collaborators of Eean Crawford based on the total number of citations received by their joint publications. Widths of edges represent the number of papers authors have co-authored together. Node borders signify the number of papers an author published with Eean Crawford. Eean Crawford is excluded from the visualization to improve readability, since they are connected to all nodes in the network.

All Works

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18 of 18 papers shown

#	Work	Indexed citations
1	For Better and Worse: How Proactive Personality Alters the Strain Responses to Challenge and Hindrance Stressors 2022 ·Organization Science ·Jordan Nielsen, Brady Firth, Eean Crawford	27
2	Getting along to get ahead: The role of social context in tournament promotion and reward systems 2021 ·PLoS ONE ·George C. Banks, Christopher E. Whelpley, Eean Crawford, Ernest H. O’Boyle, Sven Kepes	1
3	International experience as a microfoundation of foreign subsidiary performance: A multilevel model 2021 ·Academy of Management Proceedings ·(unknown), (unknown), Eean Crawford	1
4	Referents or role models? The self-efficacy and job performance effects of perceiving higher performing peers. 2020 ·Journal of Applied Psychology ·Patrick E. Downes, Eean Crawford, Scott E. Seibert, Adam C. Stoverink, Elizabeth M. Campbell	63
5	Exploring the Daily Relationship Between Envy and Well-Being Through Envy-Coping Behaviors at Work 2020 ·Academy of Management Proceedings ·(unknown), Michele Williams, Eean Crawford, Yu‐Ching Chiao	3
6	To link or not to link? Multiple team membership and unit performance. 2019 ·Journal of Applied Psychology ·Eean Crawford, Cody J. Reeves, Greg L. Stewart, (unknown)	38
7	Those with the Most Find It Hardest to Share: Exploring Leader Resistance to the Implementation of Team-based Empowerment 2017 ·Academy of Management Journal ·Greg L. Stewart, (unknown), Cody J. Reeves, Eean Crawford, Samantha L. Solimeo	42
8	The Value of Vulnerability: A Social Learning Perspective on Leader Humility 2016 ·Academy of Management Proceedings ·Daniel D. Goering, Eean Crawford, (unknown), Amy E. Colbert	2
9	Turning their Pain to Gain: Charismatic Leader Influence on Follower Stress Appraisal and Job Performance breakdown → 2015 ·Academy of Management Journal ·Marcie LePine, Yiwen Zhang, Eean Crawford, Bruce Louis Rich	292
10	A meta-analytic investigation of job engagement's role in the transformational leadership–job satisfaction–job performance relationship 2015 ·The HKU Scholars Hub (University of Hong Kong) ·Brooke R. Buckman, Eean Crawford, Jeffery A. LePine, (unknown)	3
11	What You See is How You Act: Perceived and Actual Centrality in Motivation and Performance 2015 ·Academy of Management Proceedings ·Patrick E. Downes, Sheryl L. Walter, Eean Crawford	1
12	Hierarchical representations of the five-factor model of personality in predicting job performance: Integrating three organizing frameworks with two theoretical perspectives. 2013 ·Journal of Applied Psychology ·Timothy A. Judge, Jessica B. Rodell, Ryan Klinger, Lauren Simon, Eean Crawford	291
13	A model of positive relationships in teams: The role of instrumental, friendship, and multiplex social network ties 2012 ·Jeffery A. LePine, Jessica R. Methot, Eean Crawford, Brooke R. Buckman	10
14	Psychological Conditions & Engagement: An Integrated Model of Transformational Leadership 2012 ·Academy of Management Proceedings ·Brooke R. Buckman, Jeffery A. LePine, Eean Crawford, Bruce Louis Rich	1
15	A Configural Theory of Team Processes: Accounting for the Structure of Taskwork and Teamwork 2012 ·Academy of Management Review ·Eean Crawford, Jeffery A. LePine	235
16	Job Engagement: Antecedents and Effects on Job Performance breakdown → 2010 ·Academy of Management Journal ·Bruce Louis Rich, Jeffery A. LePine, Eean Crawford	2769
17	Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. breakdown → 2010 ·Journal of Applied Psychology ·Eean Crawford, Jeffery A. LePine, Bruce Louis Rich	2109
18	A review of research on personality in teams: Accounting for pathways spanning levels of theory and analysis 2010 ·Human Resource Management Review ·Jeffery A. LePine, Brooke R. Buckman, Eean Crawford, Jessica R. Methot	124

Rankless uses publication and citation data sourced from OpenAlex, an open and comprehensive bibliographic database. While OpenAlex provides broad and valuable coverage of the global research landscape, it—like all bibliographic datasets—has inherent limitations. These include incomplete records, variations in author disambiguation, differences in journal indexing, and delays in data updates. As a result, some metrics and network relationships displayed in Rankless may not fully capture the entirety of a scholar's output or impact.

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