Caitlin M Porter
Biographic Data
| ID | 669299 |
|---|---|
| NAME | Caitlin M Porter |
| GIVEN NAMES | Caitlin M |
| FAMILY NAME | Porter |
| SIGNATURE | PORTER C M |
| AFFILIATIONS | Purdue University West Lafayette |
| ORCID | 0000-0002-4726-2871 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 7 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2011 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
A Tale of Two Job Searches: An Integrative Review of How Job Seeker Characteristics Shape Informal Job Search Effectiveness
Informal job search—the use of personal and professional networks for job search—is a popular job search method. Yet, answers to the questions of whether informal job search is effective (relative to formal job search) and why have not been clearly articulated, hindering research progress and limiting practical recommendations for job seekers and institutions. We endeavored to address these questions via an integrative, interdisciplinary review o…
On‐ and off‐the‐job embeddedness differentially shape stress‐related reactions to job insecurity
The prevalence of job insecurity is increasing due to technological, geopolitical, and environmental changes worldwide, leading to negative stress‐related reactions and health outcomes for employees and productivity loss for organizations. Despite these consequences, few recommendations exist for how people can effectively cope with perceived job insecurity to mitigate stress‐related reactions. Drawing from resource‐based stress theories, we high…
Why do people network? Professional networking motives and their implications for networking behaviors and career success
Red meat consumption, incident CVD and the influence of dietary quality in the Jackson Heart Study
Objectives: We investigated the prospective associations between meat consumption and CVD and whether these relationships differ by dietary quality among African American (AA) adults. Design: Baseline diet was assessed with a regionally specific FFQ. Unprocessed red meat included beef and pork (120 g/serving); processed meat included sausage, luncheon meats and cured meat products (50 g/serving). Incident total CVD, CHD, stroke and heart failure …
A meta-analysis of network positions and creative performance: Differentiating creativity conceptualizations and measurement approaches
The turnover contagion process: An integrative review of theoretical and empirical research
Employee turnover has long been considered a prominent concern for managers because it is associated with expenses, such as loss of productivity and replacement costs. Moreover, employee turnover is also detrimental to an organization because it may stimulate additional incidents of turnover within the workplace. That is, employee turnover can be “contagious” in that employees tend to imitate the turnover‐related attitudes and behaviors of their …
Relationship context and personality shape people's preferences for network relationship partners
This study investigates how people weight potential relationship partners' personal characteristics (i.e., warmth and competence) when deciding to initiate professional versus personal network relationships, and it also examines how certain personality traits (extraversion and conscientiousness) shape this process. Results from two samples indicate that people tend to value competence more highly when initiating professional relationships, wherea…
Getting off on the right foot: The role of openness to experience in fostering initial trust between culturally dissimilar partners
Cultural and Intellectual Openness Differentially Relate to Social Judgments of Potential Work Partners
OBJECTIVE: This study investigates the differential functioning of cultural and intellectual openness (the two aspects of Openness to Experience) in relation to social cognitive processes by examining how they influence people's perceptions and interpretations of social information when deciding to initiate working relationships. METHOD: Using a policy-capturing design, 681 adult participants were asked to rate their similarity to and preference …
Pathways to happiness: From personality to social networks and perceived support
Now for Me, Later for Us? Effects of Group Context on Temporal Discounting
Delayed rewards are less valuable than immediate rewards. This well-established finding has focused almost entirely on individual outcomes. However, are delayed rewards similarly discounted if they are shared by a group? The current article reports on three experiments exploring the effect of group context on delay discounting. Results indicate that discount rates of individual and group rewards were highly correlated, but that respondents were m…
The turnover contagion process: An integrative review of theoretical and empirical research
Employee turnover has long been considered a prominent concern for managers because it is associated with expenses, such as loss of productivity and replacement costs. Moreover, employee turnover is also detrimental to an organization because it may stimulate additional incidents of turnover within the workplace. That is, employee turnover can be “contagious” in that employees tend to imitate the turnover‐related attitudes and behaviors of their …
Getting off on the right foot: The role of openness to experience in fostering initial trust between culturally dissimilar partners
Now for Me, Later for Us? Effects of Group Context on Temporal Discounting
Delayed rewards are less valuable than immediate rewards. This well-established finding has focused almost entirely on individual outcomes. However, are delayed rewards similarly discounted if they are shared by a group? The current article reports on three experiments exploring the effect of group context on delay discounting. Results indicate that discount rates of individual and group rewards were highly correlated, but that respondents were m…
Now for Me, Later for Us? Effects of Group Context on Temporal Discounting
Delayed rewards are less valuable than immediate rewards. This well-established finding has focused almost entirely on individual outcomes. However, are delayed rewards similarly discounted if they are shared by a group? The current article reports on three experiments exploring the effect of group context on delay discounting. Results indicate that discount rates of individual and group rewards were highly correlated, but that respondents were m…
Pathways to happiness: From personality to social networks and perceived support
Cultural and Intellectual Openness Differentially Relate to Social Judgments of Potential Work Partners
OBJECTIVE: This study investigates the differential functioning of cultural and intellectual openness (the two aspects of Openness to Experience) in relation to social cognitive processes by examining how they influence people's perceptions and interpretations of social information when deciding to initiate working relationships. METHOD: Using a policy-capturing design, 681 adult participants were asked to rate their similarity to and preference …
Relationship context and personality shape people's preferences for network relationship partners
This study investigates how people weight potential relationship partners' personal characteristics (i.e., warmth and competence) when deciding to initiate professional versus personal network relationships, and it also examines how certain personality traits (extraversion and conscientiousness) shape this process. Results from two samples indicate that people tend to value competence more highly when initiating professional relationships, wherea…
Getting off on the right foot: The role of openness to experience in fostering initial trust between culturally dissimilar partners
A meta-analysis of network positions and creative performance: Differentiating creativity conceptualizations and measurement approaches
The turnover contagion process: An integrative review of theoretical and empirical research
Employee turnover has long been considered a prominent concern for managers because it is associated with expenses, such as loss of productivity and replacement costs. Moreover, employee turnover is also detrimental to an organization because it may stimulate additional incidents of turnover within the workplace. That is, employee turnover can be “contagious” in that employees tend to imitate the turnover‐related attitudes and behaviors of their …
Why do people network? Professional networking motives and their implications for networking behaviors and career success
Red meat consumption, incident CVD and the influence of dietary quality in the Jackson Heart Study
Objectives: We investigated the prospective associations between meat consumption and CVD and whether these relationships differ by dietary quality among African American (AA) adults. Design: Baseline diet was assessed with a regionally specific FFQ. Unprocessed red meat included beef and pork (120 g/serving); processed meat included sausage, luncheon meats and cured meat products (50 g/serving). Incident total CVD, CHD, stroke and heart failure …
On‐ and off‐the‐job embeddedness differentially shape stress‐related reactions to job insecurity
The prevalence of job insecurity is increasing due to technological, geopolitical, and environmental changes worldwide, leading to negative stress‐related reactions and health outcomes for employees and productivity loss for organizations. Despite these consequences, few recommendations exist for how people can effectively cope with perceived job insecurity to mitigate stress‐related reactions. Drawing from resource‐based stress theories, we high…
A Tale of Two Job Searches: An Integrative Review of How Job Seeker Characteristics Shape Informal Job Search Effectiveness
Informal job search—the use of personal and professional networks for job search—is a popular job search method. Yet, answers to the questions of whether informal job search is effective (relative to formal job search) and why have not been clearly articulated, hindering research progress and limiting practical recommendations for job seekers and institutions. We endeavored to address these questions via an integrative, interdisciplinary review o…
Psychology (10 works) · Social Psychology (10 works) · Computer Science (4 works) · Openness to experience (3 works) · Personality (3 works) · Social Psychology (3 works) · Sociology (3 works) · Agreeableness (2 works) · Big Five personality traits (2 works) · Business (2 works)