L. A. Witt

8.6k citations

98 papers · 6.3k indexed · 1 hit paper · h-index 41

Impact in

Organizational Behavior and Human Resource Management top 0.1%
- Job Satisfaction and Organizational Behavior
- Customer Service Quality and Loyalty
Social Psychology top 0.5%
- Emotional Intelligence and Performance
- Workaholism, burnout, and well-being

Papers in

Organizational Behavior and Human Resource Management 69
- Job Satisfaction and Organizational Behavior 69
- Customer Service Quality and Loyalty 9
Social Psychology 38
- Emotional Intelligence and Performance 17
- Cultural Differences and Values 7

Co-authors: K. Michele Kacmar Wayne A. Hochwarter Dawn S. Carlson Murray R. Barrick Michael K. Mount Gerald R. Ferris Martha C. Andrews Lisa M. Penney
Journals: Journal of Applied Psychology (15 papers)The Journal of Social Psychology (11 papers)Journal of Organizational Behavior (6 papers)Journal of Applied Social Psychology (6 papers)Human Relations (4 papers)
Partner nations: United States China Australia

In The Last Decade

L. A. Witt

96 papers receiving 5.5k citations

Hit Papers

align trajectories log scale

Servant leaders inspire servant followers: Antecedents and outcomes for employees and the organization 2013 · 370 citations

Peers

Countries citing papers authored by L. A. Witt

Since Specialization

Citations

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

Fields of papers citing papers by L. A. Witt

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authors

The 25 scholars most cited alongside L. A. Witt, linked wherever they have co-authored with each other. Click a name or a connecting line to browse the papers they share.

Border = papers with L. A. Witt Line = papers co-authored together L. A. Witt links everyone, so they are left out of the graph.

All Works

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20 of 20 papers shown

#	Work
1	Enhancing engagement in workplace belonging efforts: Why moral processes matter Industrial and Organizational Psychology ·Kari Leinonen, M. Mendelson, Leanne Atwater, L. A. Witt	2025	0
2	The downside of goal-focused leadership: The role of personality in subordinate exhaustion. Journal of Applied Psychology ·Sara Jansen Perry, L. A. Witt, Lisa M. Penney, Leanne Atwater	2010	110
3	Service employees give as they get: Internal service as a moderator of the service climate–service outcomes link. Journal of Applied Psychology ·Karen Holcombe Ehrhart, L. A. Witt, Benjamin Schneider, Sara Jansen Perry	2010	80
4	P =f(Conscientiousness × Ability): Examining the Facets of Conscientiousness Human Performance ·Sara Jansen Perry, Emily M. Hunter, L. A. Witt, Kenneth J. Harris	2010	25
5	General job performance of first‐line supervisors: the role of conscientiousness in determining its effects on subordinate exhaustion Stress and Health ·Sara Jansen Perry, Cristina Rubino, L. A. Witt	2010	5
6	The role of goal-focused leadership in enabling the expression of conscientiousness. Journal of Applied Psychology ·Amy E. Colbert, L. A. Witt	2009	72
7	The work-family interface and job performance: Moderating effects of conscientiousness and perceived organizational support. Journal of Occupational Health Psychology ·L. A. Witt, Dawn S. Carlson	2006	257
8	The interaction of social skill and organizational support on job performance. Journal of Applied Psychology ·Wayne A. Hochwarter, L. A. Witt, Darren C. Treadway, Gerald R. Ferris	2006	210
9	The Role of Age in the Perceptions of Politics--Job Performance Relationship: A Three-Study Constructive Replication. Journal of Applied Psychology ·Darren C. Treadway, Gerald R. Ferris, Wayne A. Hochwarter, Pamela L. Perrewé, L. A. Witt, Joseph M. Goodman	2005	129
10	Social skill as moderator of the conscientiousness-performance relationship: Convergent results across four studies. Journal of Applied Psychology ·L. A. Witt, Gerald R. Ferris	2003	167
11	Dispositions and organizational politics perceptions: The influence of positive and negative affectivity Journal of Management and Research ·Matthew Valle, L. A. Witt, Wayne A. Hochwarter	2002	7
12	The interactive effects of conscientiousness and agreeableness on job performance. Journal of Applied Psychology ·L. A. Witt, Lisa A. Burke, Murray R. Barrick, Michael K. Mount	2002	336
13	The Moderating Effect of Teamwork Perceptions on the Organizational Politics-Job Satisfaction Relationship The Journal of Social Psychology ·Matthew Valle, L. A. Witt	2001	86
14	Interaction of social skill and general mental ability on job performance and salary. Journal of Applied Psychology ·Gerald R. Ferris, L. A. Witt, Wayne A. Hochwarter	2001	281
15	Perceptions of organizational politics as a moderator of the relationship between consciousness and job performance. Journal of Applied Psychology ·Wayne A. Hochwarter, L. A. Witt, K. Michele Kacmar	2000	144
16	Gender and the relationship between perceived fairness of pay or promotion and job satisfaction. Journal of Applied Psychology ·L. A. Witt, Lendell G. Nye	1992	159
17	Person—Situation Effects and Gender Differences in the Prediction of Social Responsibility The Journal of Social Psychology ·L. A. Witt	1990	16
18	Delay of Gratification and Locus of Control as Predictors of Organizational Satisfaction and Commitment: Sex Differences The Journal of General Psychology ·L. A. Witt	1990	23
19	Breadwinning Status as a Moderator of the Equity-Job Satisfaction Relationship Psychological Reports ·L. A. Witt, John Warren Wilson	1990	4
20	Factors Affecting Attitudes toward Persons with AIDS The Journal of Social Psychology ·L. A. Witt	1990	12

About L. A. Witt

L. A. Witt is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology, Gender Studies, Clinical Psychology and Sociology and Political Science, having authored 98 papers that have together received 6.3k indexed citations. Recurring topics across this work include Job Satisfaction and Organizational Behavior (69 papers), Emotional Intelligence and Performance (17 papers), Personality Traits and Psychology (16 papers), Gender Diversity and Inequality (16 papers), Social and Intergroup Psychology (10 papers), Customer Service Quality and Loyalty (9 papers), Emotional Labor in Professions (7 papers) and Cultural Differences and Values (7 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (4.0k citations), Social Psychology (2.0k citations), Gender Studies (568 citations), Communication (412 citations) and Applied Psychology (296 citations). L. A. Witt has collaborated with scholars based in United States, China and Australia. Frequent co-authors include K. Michele Kacmar, Wayne A. Hochwarter, Dawn S. Carlson, Murray R. Barrick, Michael K. Mount, Gerald R. Ferris, Martha C. Andrews, Lisa M. Penney, Sara Jansen Perry and Lendell G. Nye. Their work appears in journals such as Journal of Applied Psychology, The Journal of Social Psychology, Journal of Organizational Behavior, Journal of Applied Social Psychology and Human Relations.

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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