John P. Hausknecht

4.1k total citations · 2 hit papers
19 papers, 2.8k citations indexed

About

John P. Hausknecht is a scholar working on Organizational Behavior and Human Resource Management, General Health Professions and Clinical Psychology. According to data from OpenAlex, John P. Hausknecht has authored 19 papers receiving a total of 2.8k indexed citations (citations by other indexed papers that have themselves been cited), including 17 papers in Organizational Behavior and Human Resource Management, 4 papers in General Health Professions and 4 papers in Clinical Psychology. Recurrent topics in John P. Hausknecht's work include Job Satisfaction and Organizational Behavior (13 papers), Employer Branding and e-HRM (5 papers) and Customer Service Quality and Loyalty (4 papers). John P. Hausknecht is often cited by papers focused on Job Satisfaction and Organizational Behavior (13 papers), Employer Branding and e-HRM (5 papers) and Customer Service Quality and Loyalty (4 papers). John P. Hausknecht collaborates with scholars based in United States. John P. Hausknecht's co-authors include Charlie O. Trevor, Scott Thomas, David V. Day, Peter W. Hom, Jason D. Shaw, Thomas Lee, Michael J. Howard, Jane A. Halpert, Robert J. Vance and Nathan J. Hiller and has published in prestigious journals such as Academy of Management Journal, Journal of Applied Psychology and Journal of Management.

In The Last Decade

John P. Hausknecht

18 papers receiving 2.6k citations

Hit Papers

align trajectories sort by overperformance

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.

One hundred years of employee turnover theory and research.

2017 599 citations Peter W. Hom, Thomas Lee et al. Journal of Applied Psychology profile →
Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis

2004 521 citations John P. Hausknecht, David V. Day et al. Personnel Psychology profile →

Peers — A (Enhanced Table)

Peers by citation overlap · career bar shows stage (early→late) cites · hero ref

Name	h						Papers	Cites
John P. Hausknecht United States	15	1.7k	571	425	364	328	19	2.8k
H. Jack Walker United States	22	1.4k 0.8×	588 1.0×	485 1.1×	315 0.9×	213 0.6×	35	2.3k
Ronald S. Landis United States	29	1.4k 0.8×	717 1.3×	761 1.8×	210 0.6×	401 1.2×	56	3.1k
Todd J. Maurer United States	31	1.7k 1.0×	571 1.0×	754 1.8×	306 0.8×	360 1.1×	68	3.6k
Jamie A. Gruman Canada	21	1.7k 1.0×	581 1.0×	715 1.7×	176 0.5×	278 0.8×	36	2.7k
Aharon Tziner Israel	30	1.8k 1.1×	685 1.2×	1.2k 2.7×	246 0.7×	272 0.8×	171	3.3k
Laura M. Graves United States	20	1.2k 0.7×	835 1.5×	617 1.5×	529 1.5×	249 0.8×	37	2.6k
John Arnold United Kingdom	29	1.4k 0.8×	524 0.9×	528 1.2×	367 1.0×	446 1.4×	122	3.2k
Andreas W. Richter United Kingdom	11	976 0.6×	629 1.1×	776 1.8×	212 0.6×	210 0.6×	19	2.5k
Jürgen Wegge Germany	30	1.5k 0.8×	801 1.4×	855 2.0×	484 1.3×	639 1.9×	86	2.9k
J. Bruce Tracey United States	28	2.5k 1.5×	979 1.7×	944 2.2×	354 1.0×	237 0.7×	64	4.5k

Countries citing papers authored by John P. Hausknecht

Since Specialization

Citations

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

Fields of papers citing papers by John P. Hausknecht

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by John P. Hausknecht. 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 John P. Hausknecht. The network helps show where John P. Hausknecht may publish in the future.

Co-authorship network of co-authors of John P. Hausknecht

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

All Works

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19 of 19 papers shown

Li, Huisi, John P. Hausknecht, & Lisa Dragoni. (2020). Initial and Longer-Term Change in Unit-Level Turnover Following Leader Succession: Contingent Effects of Outgoing and Incoming Leader Characteristics. Organization Science. 31(2). 458–476. 18 indexed citations

Hom, Peter W., Thomas Lee, Jason D. Shaw, & John P. Hausknecht. (2017). One hundred years of employee turnover theory and research.. Journal of Applied Psychology. 102(3). 530–545. 599 indexed citations breakdown →

Hausknecht, John P.. (2017). Collective Turnover. Annual Review of Organizational Psychology and Organizational Behavior. 4(1). 527–544. 32 indexed citations

Hausknecht, John P.. (2014). Collective Data on Collective Turnover: What Factors Most Affect Turnover Rates?. eCommons (Cornell University). 3 indexed citations

Hausknecht, John P., et al.. (2013). Causes and consequences of collective turnover: A meta-analytic review.. Journal of Applied Psychology. 98(3). 412–453. 233 indexed citations

Hausknecht, John P.. (2013). Applicant Reactions. Oxford University Press eBooks. 1 indexed citations

Hausknecht, John P., et al.. (2012). When Does Employee Turnover Matter? Dynamic Member Configurations, Productive Capacity, and Collective Performance. Organization Science. 24(1). 210–225. 136 indexed citations

Hausknecht, John P., Michael C. Sturman, & Quinetta M. Roberson. (2011). Justice as a dynamic construct: Effects of individual trajectories on distal work outcomes.. Journal of Applied Psychology. 96(4). 872–880. 91 indexed citations

Hausknecht, John P.. (2010). CANDIDATE PERSISTENCE AND PERSONALITY TEST PRACTICE EFFECTS: IMPLICATIONS FOR STAFFING SYSTEM MANAGEMENT. Personnel Psychology. 63(2). 299–324. 24 indexed citations

10.

Hausknecht, John P. & Charlie O. Trevor. (2010). Collective Turnover at the Group, Unit, and Organizational Levels: Evidence, Issues, and Implications. Journal of Management. 37(1). 352–388. 298 indexed citations

11.

Hausknecht, John P., Charlie O. Trevor, & Michael J. Howard. (2009). Unit-level voluntary turnover rates and customer service quality: Implications of group cohesiveness, newcomer concentration, and size.. Journal of Applied Psychology. 94(4). 1068–1075. 160 indexed citations

12.

Hausknecht, John P., et al.. (2009). Targeted employee retention: Performance‐based and job‐related differences in reported reasons for staying. Human Resource Management. 48(2). 269–288. 255 indexed citations

13.

Hausknecht, John P., Nathan J. Hiller, & Robert J. Vance. (2008). Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time. Academy of Management Journal. 51(6). 1223–1245. 145 indexed citations

14.

Hausknecht, John P., Nathan J. Hiller, & Robert J. Vance. (2008). ILR Impact Brief - Deconstructing Absenteeism: Satisfaction, Commitment, and Unemployment. eCommons (Cornell University).

15.

Hausknecht, John P., et al.. (2007). Retesting in selection: A meta-analysis of coaching and practice effects for tests of cognitive ability.. Journal of Applied Psychology. 92(2). 373–385. 250 indexed citations

16.

Trevor, Charlie O., John P. Hausknecht, & Michael J. Howard. (2007). Why High and Low Performers Leave and What They Find Elsewhere: Job Performance Effects on Employment Transitions. eCommons (Cornell University). 7 indexed citations

17.

Hausknecht, John P., et al.. (2006). Retesting in Selection: A Meta-Analysis of Practice Effects for Tests of Cognitive Ability. eCommons (Cornell University). 15 indexed citations

18.

Hausknecht, John P., David V. Day, & Scott Thomas. (2004). Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis. Personnel Psychology. 57(3). 639–683. 521 indexed citations breakdown →

19.

Hausknecht, John P., Charlie O. Trevor, & James L. Farr. (2002). Retaking ability tests in a selection setting: Implications for practice effects, training performance, and turnover.. Journal of Applied Psychology. 87(2). 243–254. 61 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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