Jone L. Pearce

13.2k total citations · 4 hit papers
87 papers, 9.8k citations indexed

About

Jone L. Pearce is a scholar working on Organizational Behavior and Human Resource Management, Sociology and Political Science and Strategy and Management. According to data from OpenAlex, Jone L. Pearce has authored 87 papers receiving a total of 9.8k indexed citations (citations by other indexed papers that have themselves been cited), including 38 papers in Organizational Behavior and Human Resource Management, 20 papers in Sociology and Political Science and 14 papers in Strategy and Management. Recurrent topics in Jone L. Pearce's work include Management and Organizational Studies (19 papers), Job Satisfaction and Organizational Behavior (17 papers) and Accounting and Organizational Management (8 papers). Jone L. Pearce is often cited by papers focused on Management and Organizational Studies (19 papers), Job Satisfaction and Organizational Behavior (17 papers) and Accounting and Organizational Management (8 papers). Jone L. Pearce collaborates with scholars based in United States, Russia and Ireland. Jone L. Pearce's co-authors include Denise M. Rousseau, Anne S. Tsui, Gregory A. Bigley, L. W. Porter, Lyman W. Porter, Laura Huang, Hal B. Gregersen, J. Richard Hackman, W. B. Stevenson and Greg R. Oldham and has published in prestigious journals such as Academy of Management Review, Academy of Management Journal and Journal of Applied Psychology.

In The Last Decade

Jone L. Pearce

86 papers receiving 8.7k 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.

Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements.

1998 1.7k citations Jone L. Pearce et al. Administrative Science Quarterly profile →
GUANXI: CONNECTIONS AS SUBSTITUTES FOR FORMAL INSTITUTIONAL SUPPORT.

1996 1.6k citations Jone L. Pearce et al. Academy of Management Journal profile →
ALTERNATIVE APPROACHES TO THE EMPLOYEE-ORGANIZATION RELATIONSHIP: DOES INVESTMENT IN EMPLOYEES PAY OFF?

1997 1.3k citations Jone L. Pearce et al. Academy of Management Journal profile →
Managing the Unknowable

2015 318 citations Laura Huang, Jone L. Pearce Administrative Science Quarterly profile →

Peers

Countries citing papers authored by Jone L. Pearce

Since Specialization

Citations

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

Fields of papers citing papers by Jone L. Pearce

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Jone L. Pearce. 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 Jone L. Pearce. The network helps show where Jone L. Pearce may publish in the future.

Co-authorship network of co-authors of Jone L. Pearce

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

All Works

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20 of 20 papers shown

#	Work	Indexed citations
1	Advocacy and the Search for Truth in Management Scholarship: Can the Twain Ever Meet? 2023 ·Journal of Management Inquiry ·Thomas A. Wright, Kyle J. Emich, Jone L. Pearce, Stratos Ramoglou, Neal M. Ashkanasy, Jean M. Bartunek, Sven Kunisch, David Denyer, Nicolai J. Foss, Peter G. Klein, (unknown), (unknown), (unknown), Peter D. Harms, Timothy P. Munyon, Gerard Seijts, Eric W. K. Tsang	3
2	Eyes wide open: perceived exploitation and its consequences 2019 ·London School of Economics and Political Science Research Online (London School of Economics and Political Science) ·(unknown), (unknown), Jone L. Pearce	1
3	How Non-Native Speakers Can Crack the Glass Ceiling 2014 ·Harvard business review ·Laura Huang, (unknown), Jone L. Pearce	27
4	Optimal Distinctiveness Theory and Work Group Identification: The Role of Identity Strength 2014 ·Academy of Management Proceedings ·Amy E. Randel, Christopher D. Zatzick, Jone L. Pearce	0
5	Political skill: Explaining the effects of nonnative accent on managerial hiring and entrepreneurial investment decisions. 2013 ·Journal of Applied Psychology ·Laura Huang, (unknown), Jone L. Pearce	82
6	Toward an Understanding of What Actionable Research Is 2012 ·Academy of Management Learning and Education ·Jone L. Pearce, Laura Huang	15
7	Organizational Behavior Real Research for Real Managers 2009 ·eScholarship (California Digital Library) ·Jone L. Pearce	21
8	The employment relationship: Examining psychological and contextual perspectives. 2004 ·Administrative Science Quarterly ·Jone L. Pearce	3
9	What Do We Know and How Do We Really Know It? 2004 ·Academy of Management Review ·Jone L. Pearce	34
10	Straining for Shared Meaning in Organization Science: Problems of Trust and Distrust 1998 ·Academy of Management Review ·Gregory A. Bigley, Jone L. Pearce	467
11	Person‐based reward systems: A theory of organizational reward practices in reform‐communist organizations 1994 ·Journal of Organizational Behavior ·Jone L. Pearce, (unknown), Gyula Bakacsi	81
12	Task interdependence and extrarole behavior: A test of the mediating effects of felt responsibility. 1991 ·Journal of Applied Psychology ·Jone L. Pearce, Hal B. Gregersen	410
13	From socialism to capitalism; the effects of Hungarian human resources practices 1991 ·Academy of Management Perspectives ·Jone L. Pearce	61
14	MANAGERIAL COMPENSATION BASED ON ORGANIZATIONAL PERFORMANCE: A TIME SERIES ANALYSIS OF THE EFFECTS OF MERIT PAY. 1985 ·Academy of Management Journal ·Jone L. Pearce, W. B. Stevenson, John L. Perry	110
15	The Concept of "Coalition" in Organization Theory and Research 1985 ·Academy of Management Review ·W. B. Stevenson, Jone L. Pearce, Lyman W. Porter	142
16	Initial reactions to federal merit pay. 1983 ·Personnel journal ·James L. Perry, Jone L. Pearce	7
17	Comparing Volunteers and Employees in a Test of Etzioni's Compliance Typology 1983 ·Journal of Voluntary Action Research ·Jone L. Pearce	9
18	Federal Merit Pay: A Longitudinal Analysis 1983 ·Public Administration Review ·Jone L. Pearce, James L. Perry	111
19	Leading and Following Volunteers: Implications for a Changing Society 1982 ·The Journal of Applied Behavioral Science ·Jone L. Pearce	17
20	Apathy or Self Interest? The Vollinteer's Avoidance of Leadership Roles 1980 ·Journal of Voluntary Action Research ·Jone L. Pearce	27

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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