Benjamin Schneider
University of Maryland, College Park
Organization developmentService qualitySociologyBusinessPsychologyMarketingJob performanceOrganisation climateHuman resource managementJob satisfactionService climateService (business)Organizational behaviorPublic relationsKnowledge managementOrganizational cultureApplied psychologySocial psychologyOrganizational commitment
151Publications
73H-index
26.1kCitations
Publications 166
Newest
#1John P. MeyerH-Index: 65
#2Benjamin SchneiderH-Index: 73
#1John P. MeyerH-Index: 65
#2Benjamin SchneiderH-Index: 73
Source
#1Benjamin SchneiderH-Index: 73
#2John P. MeyerH-Index: 65
Source
#1Benjamin Schneider (UMD: University of Maryland, College Park)H-Index: 73
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#1Megan Martino (UCLA: University of California, Los Angeles)
#2Benjamin Schneider (UCLA: University of California, Los Angeles)H-Index: 73
Last. Tara S. Peris (UCLA: University of California, Los Angeles)H-Index: 27
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Although evidence-based treatments exist for a variety of youth mental health conditions, few of them have been developed and tested at higher levels of care, where characteristics of both the pati...
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#1Elaine D. PulakosH-Index: 24
#2Tracy KantrowitzH-Index: 1
Last. Benjamin Schneider (UMD: University of Maryland, College Park)H-Index: 73
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#1Benjamin Schneider (UMD: University of Maryland, College Park)H-Index: 73
#2David E. Bowen (ASU: Arizona State University)H-Index: 40
This commentary heartily endorses the organizational frontlines (OF) construct proposed in the special issue of Journal of Service Research. The central goal of the commentary is to facilitate the ...
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I have three issues I would like to add to Rotolo et al.’s ( 2018 ) arguments for research foci and with which academics must be concerned as we move forward. We must pay attention to all of what Rotolo et al. said plus at least my three additions if we are to compete with other fields playing in the talent management (TM) space. First, I will argue we have become overly concerned in our refereed outlets with theory to the detriment of validity against important organizational outcomes. Second, ...
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