David L. Ford

1.1k total citations
40 papers, 776 citations indexed

About

David L. Ford is a scholar working on Sociology and Political Science, Organizational Behavior and Human Resource Management and Social Psychology. According to data from OpenAlex, David L. Ford has authored 40 papers receiving a total of 776 indexed citations (citations by other indexed papers that have themselves been cited), including 12 papers in Sociology and Political Science, 11 papers in Organizational Behavior and Human Resource Management and 8 papers in Social Psychology. Recurrent topics in David L. Ford's work include Job Satisfaction and Organizational Behavior (11 papers), Cultural Differences and Values (5 papers) and Gender Diversity and Inequality (5 papers). David L. Ford is often cited by papers focused on Job Satisfaction and Organizational Behavior (11 papers), Cultural Differences and Values (5 papers) and Gender Diversity and Inequality (5 papers). David L. Ford collaborates with scholars based in United States, Canada and China. David L. Ford's co-authors include Orlando C. Richard, George W. Huber, Kiran M. Ismail, Harold Brown, Rabi S. Bhagat, Paul M. Nemiroff, Hao Chen, William A. Pasmore, Balaji Krishnan and Tejinder K. Billing and has published in prestigious journals such as SHILAP Revista de lepidopterología, Academy of Management Review and Journal of Applied Psychology.

In The Last Decade

David L. Ford

37 papers receiving 690 citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
David L. Ford United States 16 334 224 216 112 103 40 776
Peter Makin United Kingdom 10 389 1.2× 185 0.8× 128 0.6× 143 1.3× 81 0.8× 36 922
Daniel J. Svyantek United States 13 535 1.6× 208 0.9× 286 1.3× 99 0.9× 131 1.3× 29 992
John M. Ivancevich United States 16 548 1.6× 264 1.2× 161 0.7× 116 1.0× 101 1.0× 34 1.1k
Lawson K. Savery Australia 17 471 1.4× 167 0.7× 187 0.9× 89 0.8× 118 1.1× 72 879
Harold Lazarus United States 10 362 1.1× 124 0.6× 177 0.8× 75 0.7× 84 0.8× 26 805
Kenneth R. Jennings United States 8 654 2.0× 257 1.1× 237 1.1× 178 1.6× 196 1.9× 13 1.1k
Gary Johns Canada 11 372 1.1× 196 0.9× 166 0.8× 182 1.6× 96 0.9× 32 780
Michael J. Withey Canada 9 602 1.8× 379 1.7× 332 1.5× 107 1.0× 151 1.5× 14 1.2k
Wendy S. Harman United States 5 552 1.7× 257 1.1× 145 0.7× 104 0.9× 166 1.6× 5 949
Michael A. Abelson United States 12 535 1.6× 138 0.6× 147 0.7× 181 1.6× 139 1.3× 17 999

Countries citing papers authored by David L. Ford

Since Specialization
Citations

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

Fields of papers citing papers by David L. Ford

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by David L. Ford. 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 David L. Ford. The network helps show where David L. Ford may publish in the future.

Co-authorship network of co-authors of David L. Ford

This figure shows the co-authorship network connecting the top 25 collaborators of David L. Ford. A scholar is included among the top collaborators of David L. Ford 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 David L. Ford. David L. Ford is excluded from the visualization to improve readability, since they are connected to all nodes in the network.

All Works

20 of 20 papers shown
1.
Richard, Orlando C., et al.. (2020). Work engagement, emotional exhaustion, and counterproductive work behavior. Journal of Business Research. 114. 30–41. 115 indexed citations
2.
Ford, David L., et al.. (2018). Exploring Knowledge Sharing in a Professional Network: A Central Eurasian Case. SHILAP Revista de lepidopterología. 10(20). 1–22. 1 indexed citations
3.
Richard, Orlando C., et al.. (2018). Ethno-racial similarity, relationship conflict and trust in supervisor-subordinate dyads. International Journal of Conflict Management. 30(2). 246–269. 12 indexed citations
4.
Ford, David L., et al.. (2014). Leadership and motivation in Africa and the African Diaspora (LEAD): Summary and Epilogue. Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration. 31(4). 270–279. 2 indexed citations
5.
Chen, Hao, David L. Ford, Gurumurthy Kalyanaram, & Rabi S. Bhagat. (2011). Boundary conditions for turnover intentions: exploratory evidence from China, Jordan, Turkey, and the United States. The International Journal of Human Resource Management. 23(4). 846–866. 14 indexed citations
6.
Bhagat, Rabi S., et al.. (2010). Organizational stress, psychological strain, and work outcomes in six national contexts. IEEE Engineering Management Review. 38(4). 39–57. 2 indexed citations
7.
Bhagat, Rabi S., et al.. (2010). Organizational stress, psychological strain, and work outcomes in six national contexts. Cross Cultural Management An International Journal. 17(1). 10–29. 56 indexed citations
8.
9.
Bhagat, Rabi S., et al.. (1991). Organizational stress, personal life stress and symptoms of life strains: An inquiry into the moderating role of styles of coping.. Journal of social behavior and personality. 32 indexed citations
10.
Nelson, Sarah, et al.. (1987). An Interactive Computer Graphic Technique for Identifying Occupation Surfaces in Deep Archaeological Sites. Journal of Field Archaeology. 14(3). 353–358. 3 indexed citations
11.
Ford, David L.. (1985). Facets of Work Support and Employee Work Outcomes: An Exploratory Analysis. Journal of Management. 11(3). 5–20. 22 indexed citations
12.
Ford, David L.. (1984). Faculty Salary Differentials by Race: A Management School Case Study of Suspected Treatment Discrimination..
13.
Ford, David L., et al.. (1983). Exploratory Development and Validation of a Perceptual Job Burnout Inventory: Comparison of Corporate Sector and Human Services Professionals. Psychological Reports. 52(3). 995–1006. 18 indexed citations
14.
Ford, David L., et al.. (1978). Role Perceptions, Organizational Climate, and Satisfaction in Newly Created Organizational Subunits.. Academy of Management Proceedings. 1978(1). 64–68. 4 indexed citations
15.
Ford, David L., et al.. (1978). Correlates of Job Stress and Job Satisfaction for Minority Professionals in Organizations: An Examination of Personal and Organizational Factors. Group & Organization Studies. 3(1). 30–41. 3 indexed citations
16.
Brown, Harold & David L. Ford. (1977). An exploratory analysis of discrimination in the employment of Black MBA graduates.. Journal of Applied Psychology. 62(1). 50–56. 3 indexed citations
17.
Nemiroff, Paul M. & David L. Ford. (1976). Task Effectiveness and Human Fulfillment in Organizations: A Review and Development of a Conceptual Contingency Model. Academy of Management Review. 1(4). 69–82. 21 indexed citations
18.
Nemiroff, Paul M., William A. Pasmore, & David L. Ford. (1976). THE EFFECTS OF TWO NORMATIVE STRUCTURAL INTERVENTIONS ON ESTABLISHED AND AD HOC GROUPS: IMPLICATIONS FOR IMPROVING DECISION MAKING EFFECTIVENESS1. Decision Sciences. 7(4). 841–855. 40 indexed citations
19.
Nemiroff, Paul M. & David L. Ford. (1976). Task Effectiveness and Human Fulfillment in Organizations: A Review and Development of a Conceptual Contingency Model.. Academy of Management Review. 1(4). 69–82. 1 indexed citations
20.
Huber, George W., et al.. (1969). A study of subjective evaluation models. Systems Research and Behavioral Science. 14(6). 483–489. 39 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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