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Timothy A. Judge
Researcher at Max M. Fisher College of Business
Publications - 214
Citations - 76399
Timothy A. Judge is an academic researcher from Max M. Fisher College of Business. The author has contributed to research in topics: Job satisfaction & Core self-evaluations. The author has an hindex of 113, co-authored 212 publications receiving 70640 citations. Previous affiliations of Timothy A. Judge include University College London & University of Notre Dame.
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The popularity contest at work: who wins, why, and what do they receive?
Brent A. Scott,Timothy A. Judge +1 more
TL;DR: Core self-evaluations and communication network centrality were positively related to popularity, and popular employees reported receiving more citizenship behaviors and fewer counterproductive work behaviors from their coworkers than less popular employees, even controlling for interpersonal liking.
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Interaction and intersection: the constellation of emotional stability and extraversion in predicting performance
Timothy A. Judge,Amir Erez +1 more
TL;DR: In this paper, the authors investigated the constellation of two Big Five traits (Emotional Stability and Extraversion) in predicting job performance and found that the combination of emotional stability and extraversion may be more important to performance than either trait in isolation.
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A daily investigation of the role of manager empathy on employee well-being
TL;DR: In this article, the authors investigated the top-down influence of manager empathy on a process model of employee well-being and found that employees who reported somatic complaints made less progress on their goals and felt lower levels of positive affect and higher levels of negative affect.
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Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS)
TL;DR: In this article, the authors developed a theory-driven and systematically validated multidimensional instrument, the perceived person-environment fit scale (PPEFS), consisting of four measures: the Person-Job Fit Scale (PJFS), the Person Organizational Fit Scale, the Person Group Fit Scale and the Person Supervisors Fit Scale.
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Validity of the dimensions of the pay satisfaction questionnaire: evidence of differential prediction
TL;DR: In this paper, the authors investigated the validity of the dimensions of the Pay Satisfaction Ouestionnaire (PSQ), in particular the degree to which the dimensions were differentially predicted by a number of antecedents.