Marion B. Eberly

3.5k total citations · 2 hit papers
21 papers, 2.5k citations indexed

About

Marion B. Eberly is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Sociology and Political Science. According to data from OpenAlex, Marion B. Eberly has authored 21 papers receiving a total of 2.5k indexed citations (citations by other indexed papers that have themselves been cited), including 15 papers in Organizational Behavior and Human Resource Management, 8 papers in Social Psychology and 4 papers in Sociology and Political Science. Recurrent topics in Marion B. Eberly's work include Job Satisfaction and Organizational Behavior (14 papers), Cultural Differences and Values (4 papers) and Management and Organizational Studies (3 papers). Marion B. Eberly is often cited by papers focused on Job Satisfaction and Organizational Behavior (14 papers), Cultural Differences and Values (4 papers) and Management and Organizational Studies (3 papers). Marion B. Eberly collaborates with scholars based in United States, Switzerland and China. Marion B. Eberly's co-authors include Terence R. Mitchell, Thomas Lee, Brooks C. Holtom, Michael D. Johnson, Jiing‐Lih Farh, Bor‐Shiuan Cheng, Xiaoping Chen, Alex L. Rubenstein, Bruce J. Avolio and Morela Hernandez and has published in prestigious journals such as Academy of Management Review, Journal of Applied Psychology and American Psychologist.

In The Last Decade

Marion B. Eberly

20 papers receiving 2.4k 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.

5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future

2008 546 citations Brooks C. Holtom, Terence R. Mitchell et al. Academy of Management Annals profile →
Surveying the forest: A meta‐analysis, moderator investigation, and future‐oriented discussion of the antecedents of voluntary employee turnover

2017 310 citations Alex L. Rubenstein, Marion B. Eberly et al. Personnel Psychology profile →

Peers

Countries citing papers authored by Marion B. Eberly

Since Specialization

Citations

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

Fields of papers citing papers by Marion B. Eberly

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Marion B. Eberly. 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 Marion B. Eberly. The network helps show where Marion B. Eberly may publish in the future.

Co-authorship network of co-authors of Marion B. Eberly

This figure shows the co-authorship network connecting the top 25 collaborators of Marion B. Eberly. A scholar is included among the top collaborators of Marion B. Eberly 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 Marion B. Eberly. Marion B. Eberly 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	Navigating the Talent Retention Puzzle: The Role of Workgroup Identification and On‐the‐Job Embeddedness 2025 ·Human Resource Management ·(unknown), Marion B. Eberly	0
2	Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective. 2021 ·Journal of Applied Psychology ·(unknown), Terence R. Mitchell, Thomas Lee, Marion B. Eberly, Lihua Shi	11
3	It’s not me, it’s not you, it’s us! An empirical examination of relational attributions. 2017 ·Journal of Applied Psychology ·Marion B. Eberly, Erica C. Holley, Michael D. Johnson, Terence R. Mitchell	46
4	On the Next Decade of Research in Voluntary Employee Turnover 2017 ·Academy of Management Perspectives ·Thomas Lee, Peter W. Hom, Marion B. Eberly, (unknown), (unknown)	128
5	Managing employee retention and turnover with 21st century ideas 2017 ·Organizational Dynamics ·Thomas W. Lee, Peter W. Hom, Marion B. Eberly, (unknown)	58
6	Surveying the forest: A meta‐analysis, moderator investigation, and future‐oriented discussion of the antecedents of voluntary employee turnover breakdown → 2017 ·Personnel Psychology ·Alex L. Rubenstein, Marion B. Eberly, Thomas Lee, Terence R. Mitchell	310
7	Egocentric reciprocity and the role of friendship and anger 2017 ·The Journal of Social Psychology ·Xiao-Ping Chen, Marion B. Eberly, Daniel G. Bachrach, Keke Wu, (unknown)	1
8	A Multilevel Study on the Role of Team Turnover for Stayers’ Turnover Intention 2016 ·Academy of Management Proceedings ·(unknown), Marion B. Eberly, Bruno Staffelbach	2
9	Looking Beyond the Trees: A Meta-Analysis and Integration of Voluntary Turnover Research 2015 ·Academy of Management Proceedings ·Alex L. Rubenstein, Marion B. Eberly, (unknown), Terence R. Mitchell	16
10	The Embedding Effect of Transformational Leadership in Extreme Contexts 2015 ·Academy of Management Proceedings ·Marion B. Eberly, Dustin Bluhm, Cristiano L. Guarana, Bruce J. Avolio	1
11	When Do Turnover Intentions Fuel Workplace Deviance? A Cross-cultural Investigation 2014 ·Academy of Management Proceedings ·Dong Liu, Marion B. Eberly	4
12	An integrative process model of leadership: Examining loci, mechanisms, and event cycles. 2013 ·American Psychologist ·Marion B. Eberly, Michael D. Johnson, Morela Hernandez, Bruce J. Avolio	65
13	Attributions and Emotions as Mediators and/or Moderators in the Goal-Striving Process 2013 ·Marion B. Eberly, Dong Liu, Terence R. Mitchell	7
14	Leading via the heart and mind: The roles of leader and follower emotions, attributions and interdependence 2013 ·The Leadership Quarterly ·Marion B. Eberly, Christina T. Fong	78
15	BEYOND INTERNAL AND EXTERNAL: A DYADIC THEORY OF RELATIONAL ATTRIBUTIONS. 2011 ·Academy of Management Review ·Marion B. Eberly, Erica C. Holley, Michael D. Johnson, Terence R. Mitchell	15
16	Beyond Internal and External: A Dyadic Theory of Relational Attributions 2011 ·Academy of Management Review ·Marion B. Eberly, Erica C. Holley, Michael D. Johnson, Terence R. Mitchell	146
17	Affective Trust in Chinese Leaders 2011 ·Journal of Management ·Xiaoping Chen, Marion B. Eberly, (unknown), Jiing‐Lih Farh, Bor‐Shiuan Cheng	422
18	The loci and mechanisms of leadership: Exploring a more comprehensive view of leadership theory 2011 ·The Leadership Quarterly ·Morela Hernandez, Marion B. Eberly, Bruce J. Avolio, Michael D. Johnson	194
19	5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future 2008 ·Academy of Management Annals ·Brooks C. Holtom, Terence R. Mitchell, Thomas Lee, Marion B. Eberly	426
20	5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future breakdown → 2008 ·Academy of Management Annals ·Brooks C. Holtom, Terence R. Mitchell, Thomas Lee, Marion B. Eberly	546

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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