Robert Eisenberger
Impact in
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- Job Satisfaction and Organizational Behavior
- Customer Service Quality and Loyalty
- Human Factors and Ergonomics top 0.01%
- Employee Performance and Management
Papers in
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- Job Satisfaction and Organizational Behavior 40
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- Creativity in Education and Neuroscience 16
- Co-authors
- Stephen R. Armeli (14 shared papers)Linda Rhoades (9 shared papers)Steven Hutchison (2 shared papers)Florence Stinglhamber (16 shared papers)Patrick D. Lynch (5 shared papers)Linda Rhoades Shanock (5 shared papers)Justin Aselage (7 shared papers)Ivan Laars Sucharski (5 shared papers)
- Journals
- Journal of Personality and Social Psychology (24 papers)Journal of Applied Psychology (23 papers)Journal of Organizational Behavior (7 papers)American Psychologist (4 papers)Psychological Bulletin (4 papers)
- Partner nations
- United StatesChinaPortugal
In The Last Decade
Robert Eisenberger
122 papers receiving 33.4k citations
Robert Eisenberger's Hit Papers
Peers
Comparison fields: 5 of 158
- Organizational Behavior and Human Resource Management 23.2k
- Human Factors and Ergonomics 2.1k
- Leadership and Management 522
- Social Psychology 9.0k
- Applied Psychology 1.7k
Countries citing papers authored by Robert Eisenberger
This map shows the geographic impact of Robert Eisenberger'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 Robert Eisenberger with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Robert Eisenberger more than expected).
Fields of papers citing papers by Robert Eisenberger
This network shows the impact of papers produced by Robert Eisenberger. 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 Robert Eisenberger. The network helps show where Robert Eisenberger may publish in the future.
Co-authors
The 25 scholars most cited alongside Robert Eisenberger, linked wherever they have co-authored with each other. Click a name or a connecting line to browse the papers they share.
All Works
Showing the 20 most-cited of 125 papers — load more, or switch the sort, to bring in the rest.
| # | Work | ||
|---|---|---|---|
| 1 | Perceived organizational support. Hit paper breakdown → | 1986 | 5647 |
| 2 | Perceived organizational support: A review of the literature. Hit paper breakdown → | 2002 | 5209 |
| 3 | Reciprocation of perceived organizational support. Hit paper breakdown → | 2001 | 2246 |
| 4 | Perceived organizational support and employee diligence, commitment, and innovation. Hit paper breakdown → | 1990 | 2239 |
| 5 | Perceived supervisor support: Contributions to perceived organizational support and employee retention. Hit paper breakdown → | 2002 | 2017 |
| 6 | Affective commitment to the organization: The contribution of perceived organizational support. Hit paper breakdown → | 2001 | 1787 |
| 7 | Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory Hit paper breakdown → | 2015 | 1635 |
| 8 | Perceived organizational support, discretionary treatment, and job satisfaction. Hit paper breakdown → | 1997 | 1351 |
| 9 | Perceived organizational support. Hit paper breakdown → | 1986 | 928 |
| 10 | When supervisors feel supported: Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Hit paper breakdown → | 2006 | 816 |
| 11 | Perceived organizational support: A review of the literature. Hit paper breakdown → | 2002 | 805 |
| 12 | 2003 | 703 | |
| 13 | 1996 | 547 | |
| 14 | Detrimental effects of reward: Reality or myth? Hit paper breakdown → | 1996 | 532 |
| 15 | Perceived organizational support: Fostering enthusiastic and productive employees. Hit paper breakdown → | 2011 | 509 |
| 16 | Leader–member exchange and affective organizational commitment: The contribution of supervisor's organizational embodiment. Hit paper breakdown → | 2010 | 504 |
| 17 | 1998 | 451 | |
| 18 | 1999 | 404 | |
| 19 | Perceived Organizational Support: Why Caring About Employees Counts Hit paper breakdown → | 2019 | 365 |
| 20 | 1992 | 347 |
About Robert Eisenberger
Robert Eisenberger is a scholar working on Organizational Behavior and Human Resource Management, Experimental and Cognitive Psychology, Social Psychology, Developmental and Educational Psychology and Applied Psychology, having authored 125 papers that have together received 36.8k indexed citations. Recurring topics across this work include Job Satisfaction and Organizational Behavior (40 papers), Creativity in Education and Neuroscience (16 papers), Behavioral and Psychological Studies (13 papers), Motivation and Self-Concept in Sports (12 papers), Behavioral Health and Interventions (9 papers), Workplace Violence and Bullying (9 papers), Workplace Health and Well-being (9 papers) and Emotional Labor in Professions (8 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (23.2k citations), Human Factors and Ergonomics (2.1k citations), Leadership and Management (522 citations), Social Psychology (9.0k citations) and Applied Psychology (1.7k citations). Robert Eisenberger has collaborated with scholars based in United States, China and Portugal. Frequent co-authors include Stephen R. Armeli, Linda Rhoades, Steven Hutchison, Florence Stinglhamber, Patrick D. Lynch, Linda Rhoades Shanock, Justin Aselage, Ivan Laars Sucharski, Patrick M. Lynch and Judy Cameron. Their work appears in journals such as Journal of Personality and Social Psychology, Journal of Applied Psychology, Journal of Organizational Behavior, American Psychologist and Psychological Bulletin.
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.