J. Jason Berman

572 total citations
11 papers, 425 citations indexed

About

J. Jason Berman is a scholar working on Social Psychology, Organizational Behavior and Human Resource Management and Sociology and Political Science. According to data from OpenAlex, J. Jason Berman has authored 11 papers receiving a total of 425 indexed citations (citations by other indexed papers that have themselves been cited), including 8 papers in Social Psychology, 8 papers in Organizational Behavior and Human Resource Management and 2 papers in Sociology and Political Science. Recurrent topics in J. Jason Berman's work include Job Satisfaction and Organizational Behavior (8 papers), Cultural Differences and Values (6 papers) and Customer Service Quality and Loyalty (4 papers). J. Jason Berman is often cited by papers focused on Job Satisfaction and Organizational Behavior (8 papers), Cultural Differences and Values (6 papers) and Customer Service Quality and Loyalty (4 papers). J. Jason Berman collaborates with scholars based in United States, Poland and Russia. J. Jason Berman's co-authors include Robert D. Costigan, Selim S. Ilter, Richard C. Insinga and David G. Zimpfer and has published in prestigious journals such as Review of Educational Research, Journal of Applied Social Psychology and Journal of World Business.

In The Last Decade

J. Jason Berman

11 papers receiving 374 citations

Peers

J. Jason Berman
Selim S. Ilter United States
Ron Sardessai United States
Mary Bambacas Australia
Rasidah Arshad Malaysia
Jane Yan Jiang China
Bonnie S. O’Neill United States
Natalie Ferres Australia
Uğur Yozgat Türkiye
Wai Ming Mak Hong Kong
Namra Mubarak Pakistan
Selim S. Ilter United States
J. Jason Berman
Citations per year, relative to J. Jason Berman J. Jason Berman (= 1×) peers Selim S. Ilter

Countries citing papers authored by J. Jason Berman

Since Specialization
Citations

This map shows the geographic impact of J. Jason Berman'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 J. Jason Berman with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites J. Jason Berman more than expected).

Fields of papers citing papers by J. Jason Berman

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by J. Jason Berman. 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 J. Jason Berman. The network helps show where J. Jason Berman may publish in the future.

Co-authorship network of co-authors of J. Jason Berman

This figure shows the co-authorship network connecting the top 25 collaborators of J. Jason Berman. A scholar is included among the top collaborators of J. Jason Berman 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 J. Jason Berman. J. Jason Berman is excluded from the visualization to improve readability, since they are connected to all nodes in the network.

All Works

11 of 11 papers shown
1.
Costigan, Robert D., et al.. (2013). The significance of direct-leader and co-worker trust on turnover intentions: A cross-cultural study. RePEc: Research Papers in Economics. 3(2). 98–124. 2 indexed citations
2.
Costigan, Robert D., et al.. (2012). A Four‐Country Study of the Relationship of Affect‐Based Trust to Turnover Intention. Journal of Applied Social Psychology. 42(5). 1123–1142. 21 indexed citations
3.
Costigan, Robert D., et al.. (2011). A cross‐cultural study of coworker trust. International Journal of Commerce and Management. 21(2). 103–121. 10 indexed citations
4.
Costigan, Robert D., et al.. (2010). Revisiting the relationship of supervisor trust and CEO trust to turnover intentions: A three-country comparative study. Journal of World Business. 46(1). 74–83. 47 indexed citations
5.
Costigan, Robert D., et al.. (2009). An Examination of the Relationship of a Western Performance-Management Process to Key Workplace Behaviours in Transition Economies. Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration. 22(3). 255–267. 9 indexed citations
6.
Costigan, Robert D., et al.. (2006). The Effect of Employee Trust of the Supervisor on Enterprising Behavior: A Cross-Cultural Comparison. Journal of Business and Psychology. 21(2). 273–291. 37 indexed citations
7.
Costigan, Robert D., et al.. (2006). A cross‐cultural study of supervisory trust. International Journal of Manpower. 27(8). 764–787. 31 indexed citations
8.
Costigan, Robert D., et al.. (2005). A study of Russian, Polish, and U.S. self and peer raters: Moderators of rating agreement. International Journal of Commerce and Management. 15(3/4). 205–220. 2 indexed citations
9.
Costigan, Robert D., Selim S. Ilter, & J. Jason Berman. (1998). A Multi-Dimensional Study of Trust in Organizations. Journal of managerial issues. 10(3). 303. 264 indexed citations
10.
Berman, J. Jason, et al.. (1981). Challenges in a Dialectical Conception of Career Evolution. The Personnel and Guidance Journal. 60(2). 92–96. 1 indexed citations
11.
Berman, J. Jason & David G. Zimpfer. (1980). Growth Groups: Do the Outcomes Really Last?. Review of Educational Research. 50(4). 505–505. 1 indexed citations

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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