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Bruce Louis Rich
California State University San Marcos
13Publications
9H-index
3,138Citations
Publications 13
Newest
Published on Feb 12, 2018
Bruce Louis Rich9
Estimated H-index: 9
,
Jeffrey A. LePine16
Estimated H-index: 16
,
Eean R. Crawford3
Estimated H-index: 3
Source Cite
Published on Jun 1, 2016in Academy of Management Journal 6.70
Marcie LePine1
Estimated H-index: 1
(ASU: Arizona State University),
Yiwen Zhang2
Estimated H-index: 2
(HKU: University of Hong Kong)
+ 1 AuthorsBruce Louis Rich9
Estimated H-index: 9
(CSUSM: California State University San Marcos)
We develop and test a theoretical model that explores how individuals appraise different types of stressful job demands and how these cognitive appraisals impact job performance. The model also exp...
30 Citations Source Cite
Published on Oct 30, 2013
Eean R. Crawford4
Estimated H-index: 4
,
Bruce Louis Rich9
Estimated H-index: 9
+ 1 AuthorsJenny Bergeron1
Estimated H-index: 1
21 Citations Source Cite
Published on Jul 1, 2012
Yiwen Zhang (ASU: Arizona State University), Marcie LePine1
Estimated H-index: 1
(ASU: Arizona State University)
+ 1 AuthorsEean R. Crawford4
Estimated H-index: 4
(UI: University of Iowa)
We develop a theoretical model that describes how charismatic leaders influence the relationship between work stressors and job performance. Specifically, we propose a mediated moderation model in ...
Source Cite
Published on May 1, 2012in Journal of Management 8.08
John D. Kammeyer-Mueller25
Estimated H-index: 25
(UF: University of Florida),
Lauren S. Simon10
Estimated H-index: 10
(UF: University of Florida),
Bruce Louis Rich9
Estimated H-index: 9
(CSUSM: California State University San Marcos)
Many employees feel ethically conflicted at work, but research has yet to identify the specific mechanisms that give rise to this sense of ethical conflict. The authors propose that ethical conflicts occur when companies encourage employees to behave counter to their own sense of right and wrong during the process of organizational socialization. Employees who are subject to these pressures experience psychological distress. The authors’ study of 371 early career lawyers found that divestiture s...
30 Citations Source Cite
Published on Jan 1, 2012
Brooke R. Buckman4
Estimated H-index: 4
(ASU: Arizona State University),
Jeffery A. LePine19
Estimated H-index: 19
(ASU: Arizona State University)
+ 1 AuthorsBruce Louis Rich9
Estimated H-index: 9
Although transformational leadership scholars have focused on various motivational mechanism through which leaders influence follower performance, this stream of work has yet to fully integrate the two core components of motivation – the internal psychological processes experienced by followers, as well as the more behaviorally proximate drivers of effort. In drawing from Kahn’s theory of personal engagement, we propose that transformational leadership influences job performance because it inspi...
1 Citations Source Cite
Published on Jan 1, 2012in Journal of Applied Psychology 4.64
Jason A. Colquitt42
Estimated H-index: 42
(UGA: University of Georgia),
Jeffery A. LePine19
Estimated H-index: 19
(ASU: Arizona State University)
+ 2 AuthorsBruce Louis Rich9
Estimated H-index: 9
(CSUSM: California State University San Marcos)
Past research has revealed significant relationships between organizational justice dimensions and job performance, and trust is thought to be one mediator of those relationships. However, trust has been positioned in justice theorizing in 2 different ways, either as an indicator of the depth of an exchange relationship or as a variable that reflects levels of work-related uncertainty. Moreover, trust scholars distinguish between multiple forms of trust, including affect- and cognition-based tru...
186 Citations Source Cite
Published on Oct 1, 2010in Journal of Vocational Behavior 3.05
Timothy A. Judge98
Estimated H-index: 98
(UF: University of Florida),
Ronald F. Piccolo19
Estimated H-index: 19
(Rollins College)
+ 2 AuthorsBruce Louis Rich9
Estimated H-index: 9
(CSUSM: California State University San Marcos)
Abstract Whereas the motivational aspects of pay are well-documented, the notion that high pay leads to high levels of satisfaction is not without debate. The current study used meta-analysis to estimate the population correlation between pay level and measures of pay and job satisfaction. Cumulating across 115 correlations from 92 independent samples, results suggested that pay level was correlated .15 with job satisfaction and .23 with pay satisfaction. Various moderators of the relationship w...
253 Citations Source Cite
Published on Jun 1, 2010in Academy of Management Journal 6.70
Bruce Louis Rich9
Estimated H-index: 9
(CSUSM: California State University San Marcos),
Jeffrey A. LePine16
Estimated H-index: 16
(UF: University of Florida),
Eean R. Crawford3
Estimated H-index: 3
(UF: University of Florida)
We theorize that engagement, conceptualized as the investment of an individual’s complete self into a role, provides a more comprehensive explanation of relationships with performance than do well-known concepts that reflect narrower aspects of the individual’s self. Results of a study of 245 firefighters and their supervisors supported our hypotheses that engagement mediates relationships between value congruence, perceived organizational support, and core self-evaluations, and two job performa...
998 Citations Source Cite
Published on Jan 1, 2010in Journal of Applied Psychology 4.64
Eean R. Crawford3
Estimated H-index: 3
(UF: University of Florida),
Jeffery A. LePine19
Estimated H-index: 19
(UF: University of Florida),
Bruce Louis Rich9
Estimated H-index: 9
(CSUSM: California State University San Marcos)
We refine and extend the job demands-resources model with theory regarding appraisal of stressors to account for inconsistencies in relationships between demands and engagement, and we test the revised theory using meta-analytic structural modeling. Results indicate support for the refined and updated theory. First, demands and burnout were positively associated, whereas resources and burnout were negatively associated. Second, whereas relationships among resources and engagement were consistent...
889 Citations Source Cite
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