Christopher J. Meyer

1.2k total citations
14 papers, 778 citations indexed

About

Christopher J. Meyer is a scholar working on Social Psychology, Organizational Behavior and Human Resource Management and Sociology and Political Science. According to data from OpenAlex, Christopher J. Meyer has authored 14 papers receiving a total of 778 indexed citations (citations by other indexed papers that have themselves been cited), including 6 papers in Social Psychology, 6 papers in Organizational Behavior and Human Resource Management and 5 papers in Sociology and Political Science. Recurrent topics in Christopher J. Meyer's work include Team Dynamics and Performance (5 papers), Experimental Behavioral Economics Studies (4 papers) and Cultural Differences and Values (3 papers). Christopher J. Meyer is often cited by papers focused on Team Dynamics and Performance (5 papers), Experimental Behavioral Economics Studies (4 papers) and Cultural Differences and Values (3 papers). Christopher J. Meyer collaborates with scholars based in United States and Taiwan. Christopher J. Meyer's co-authors include Daniel R. Ilgen, Stephen E. Humphrey, Michael D. Johnson, John R. Hollenbeck, James W. Lloyd, Frederick P. Morgeson, Dustin K. Jundt, Federico Aime, Donald E. Conlon and Gerald R. Ferris and has published in prestigious journals such as Academy of Management Journal, Journal of Applied Psychology and Journal of Business Research.

In The Last Decade

Christopher J. Meyer

14 papers receiving 731 citations

Peers — A (Enhanced Table)

Peers by citation overlap · career bar shows stage (early→late) cites · hero ref

Name h Career Trend Papers Cites
Christopher J. Meyer United States 8 402 308 230 152 126 14 778
E. Sandra United States 7 606 1.5× 337 1.1× 227 1.0× 176 1.2× 97 0.8× 9 942
Kwok Leung Hong Kong 16 445 1.1× 272 0.9× 246 1.1× 134 0.9× 113 0.9× 33 884
Leigh Anne Liu United States 12 377 0.9× 314 1.0× 338 1.5× 178 1.2× 200 1.6× 35 882
Ruolian Fang United States 10 519 1.3× 211 0.7× 379 1.6× 141 0.9× 170 1.3× 13 992
Paul W. Mulvey United States 12 439 1.1× 269 0.9× 189 0.8× 98 0.6× 120 1.0× 18 784
B.J.M. Emans Netherlands 13 347 0.9× 334 1.1× 302 1.3× 122 0.8× 96 0.8× 39 886
Diane Bergeron United States 9 763 1.9× 352 1.1× 324 1.4× 134 0.9× 78 0.6× 23 1.1k
Daniel J. Svyantek United States 13 535 1.3× 286 0.9× 208 0.9× 131 0.9× 77 0.6× 29 992
David Antonioni United States 13 461 1.1× 342 1.1× 336 1.5× 85 0.6× 95 0.8× 17 1.1k
Alexandra Gerbasi United States 14 597 1.5× 344 1.1× 319 1.4× 119 0.8× 86 0.7× 27 1.1k

Countries citing papers authored by Christopher J. Meyer

Since Specialization
Citations

This map shows the geographic impact of Christopher J. Meyer'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 Christopher J. Meyer with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Christopher J. Meyer more than expected).

Fields of papers citing papers by Christopher J. Meyer

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Christopher J. Meyer. 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 Christopher J. Meyer. The network helps show where Christopher J. Meyer may publish in the future.

Co-authorship network of co-authors of Christopher J. Meyer

This figure shows the co-authorship network connecting the top 25 collaborators of Christopher J. Meyer. A scholar is included among the top collaborators of Christopher J. Meyer based on the total number of citations received by their joint publications. Widths of edges represent the number of papers authors have co-authored together. Node borders signify the number of papers an author published with Christopher J. Meyer. Christopher J. Meyer is excluded from the visualization to improve readability, since they are connected to all nodes in the network.

All Works

14 of 14 papers shown
1.
Meyer, Christopher J., et al.. (2018). Negotiation Lessons From Former Wiseguy, Michael Franzese. Journal of Management Inquiry. 28(4). 431–440. 1 indexed citations
2.
Meyer, Christopher J.. (2013). A new perspective on coalitions: What motivates membership?. Group Dynamics Theory Research and Practice. 17(2). 124–136. 2 indexed citations
3.
Meyer, Christopher J., et al.. (2012). Scissors cut paper: purposive and contingent strategies in a conflict situation. International Journal of Conflict Management. 23(4). 344–361. 6 indexed citations
4.
Wagner, John A., Stephen E. Humphrey, Christopher J. Meyer, & John R. Hollenbeck. (2011). Individualism–collectivism and team member performance: Another look. Journal of Organizational Behavior. 33(7). 946–963. 23 indexed citations
5.
Zinko, Robert, Gerald R. Ferris, Stephen E. Humphrey, Christopher J. Meyer, & Federico Aime. (2011). Personal reputation in organizations: Two‐study constructive replication and extension of antecedents and consequences. Journal of Occupational and Organizational Psychology. 85(1). 156–180. 83 indexed citations
6.
Humphrey, Stephen E., John R. Hollenbeck, Christopher J. Meyer, & Daniel R. Ilgen. (2011). Personality Configurations in Self-Managed Teams: A Natural Experiment on the Effects of Maximizing and Minimizing Variance in Traits. Journal of Applied Social Psychology. 41(7). 1701–1732. 31 indexed citations
7.
Aime, Federico, Christopher J. Meyer, & Stephen E. Humphrey. (2009). Legitimacy of team rewards: Analyzing legitimacy as a condition for the effectiveness of team incentive designs. Journal of Business Research. 63(1). 60–66. 37 indexed citations
8.
Ross, William H., et al.. (2009). Information Protection at Telecommunications Firms: Human Resource Management Strategies and their Impact on Organizational Justice. Journal of Information Privacy and Security. 5(1). 49–77. 7 indexed citations
9.
Humphrey, Stephen E., John R. Hollenbeck, Christopher J. Meyer, & Daniel R. Ilgen. (2007). Trait configurations in self-managed teams: A conceptual examination of the use of seeding for maximizing and minimizing trait variance in teams.. Journal of Applied Psychology. 92(3). 885–892. 103 indexed citations
10.
Johnson, Michael D., Frederick P. Morgeson, Daniel R. Ilgen, Christopher J. Meyer, & James W. Lloyd. (2006). Multiple professional identities: Examining differences in identification across work-related targets.. Journal of Applied Psychology. 91(2). 498–506. 209 indexed citations
11.
Johnson, Michael D., John R. Hollenbeck, Stephen E. Humphrey, et al.. (2006). Cutthroat Cooperation: Asymmetrical Adaptation To Changes In Team Reward Structures. Academy of Management Journal. 49(1). 103–119. 189 indexed citations
12.
Conlon, Donald E., et al.. (2005). How does organizational justice affect performance, withdrawal, and counterproductive behavior?. The Institutional Repository at DePaul University (DePaul University). 83 indexed citations
13.
Wagner, John A., Christopher J. Meyer, Stephen E. Humphrey, & John R. Hollenbeck. (2005). THE EFFECTS OF UTILITARIAN & ONTOLOGICAL INDIVIDUALISM-COLLECTIVISM ON MULTITASK PERFORMANCE IN TEAMS.. Academy of Management Proceedings. 2005(1). B1–B6. 2 indexed citations
14.
Jundt, Dustin K., et al.. (2004). The Impact of Hybrid Team Structures on Performance and Adaptation: Beyond Mechanistic and Organic Prototypes. Defense Technical Information Center (DTIC). 2 indexed citations

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.

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