David M. Mayer

13.4k citations

67 papers · 10.0k indexed · 8 hit papers · h-index 42

Impact in

Organizational Behavior and Human Resource Management top 0.05%
- Job Satisfaction and Organizational Behavior
- Management and Organizational Studies
- Customer Service Quality and Loyalty
Information Systems and Management top 0.05%
- Ethics in Business and Education

Papers in

Organizational Behavior and Human Resource Management 44
- Job Satisfaction and Organizational Behavior 39
- Management and Organizational Studies 7
Information Systems and Management 22
- Ethics in Business and Education 22

Co-authors: Rebecca L. Greenbaum Maribeth Kuenzi Mary Bardes Adam M. Grant Lisa H. Nishii Rommel O. Salvador Benjamin Schneider Karl Aquino
Journals: Journal of Applied Psychology (15 papers)Organizational Behavior and Human Decision Processes (8 papers)Academy of Management Journal (5 papers)Personnel Psychology (5 papers)Journal of Business Ethics (3 papers)
Partner nations: United States Netherlands United Kingdom

In The Last Decade

David M. Mayer

64 papers receiving 9.4k citations

Hit Papers

8 papers align trajectories log scale

WHY EMPLOYEES DO BAD THINGS: MORAL DISENGAGEMENT AND UNETHICAL ORGANIZATIONAL BEHAVIOR 2012 · 760 citations

What are hit papers?

Hit papers significantly outperform the citation benchmark for their cohort. A paper qualifies if any of the following hold:

it has ≥500 total citations;
it reaches ≥1.5× the top-1% citation threshold for papers in the same subfield and year (the threshold is the minimum needed to enter the top 1%, not the average within it);
it reaches the top citation threshold in at least one of its specific research topics.

2012 Personnel Psychology
2012 Academy of Management Journal
2012 Personnel Psychology
2010 Organizational Behavior and Human Decision Processes
2009 Journal of Applied Psychology
2009 Journal of Applied Psychology
2008 Organizational Behavior and Human Decision Processes
2005 Academy of Management Journal

Peers

Countries citing papers authored by David M. Mayer

Since Specialization

Citations

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

Fields of papers citing papers by David M. Mayer

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authors

The 25 scholars most cited alongside David M. Mayer, linked wherever they have co-authored with each other. Click a name or a connecting line to browse the papers they share.

Border = papers with David M. Mayer Line = papers co-authored together David M. Mayer links everyone, so they are left out of the graph.

All Works

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20 of 20 papers shown

#	Work
1	Collectivistic Leadership in Context: An Examination of How and When Collective Charismatic Leadership Relates to Unit Functioning Journal of Leadership & Organizational Studies ·Jonathan C. Ziegert, David M. Mayer, Ronald F. Piccolo, Katrina A. Graham	2021	7
2	The money or the morals? When moral language is more effective for selling social issues. Journal of Applied Psychology ·David M. Mayer, Madeline Ong, Scott Sonenshein, Susan J. Ashford	2019	49
3	Leaders matter morally: The role of ethical leadership in shaping employee moral cognition and misconduct. Journal of Applied Psychology ·Celia Moore, David M. Mayer, Flora F. T. Chiang, Craig Crossley, Marie Kristin Priebe, Thomas A. Birtch	2018	194
4	More is less: Learning but not relaxing buffers deviance under job stressors. Journal of Applied Psychology ·Chen Zhang, David M. Mayer, Brian Belem	2017	82
5	When are do-gooders treated badly? Legitimate power, role expectations, and reactions to moral objection in organizations. Journal of Applied Psychology ·Ned Wellman, David M. Mayer, Madeline Ong, D. Scott DeRue	2016	57
6	Trickle-down effects of supervisor perceptions of interactional justice: A moderated mediation approach. Journal of Applied Psychology ·Maureen L. Ambrose, Marshall Schminke, David M. Mayer	2013	187
7	When Do Employees Speak up for Their Customers? A Model of Voice in a Customer Service Context Personnel Psychology ·Chak Fu Lam, David M. Mayer	2013	141
8	Cooperating when “you” and “I” are treated fairly: The moderating role of leader prototypicality. Journal of Applied Psychology ·David De Cremer, Marius van Dijke, David M. Mayer	2010	76
9	The role of authority power in explaining procedural fairness effects. Journal of Applied Psychology ·Marius van Dijke, David De Cremer, David M. Mayer	2010	79
10	When do procedural fairness and outcome fairness interact to influence employees’ work attitudes and behaviors? The moderating effect of uncertainty. Journal of Applied Psychology ·David De Cremer, Joel Brockner, Ariel Y. Fishman, Marius van Dijke, Woody van Olffen, David M. Mayer	2010	58
11	When do fair procedures not matter? A test of the identity violation effect. Journal of Applied Psychology ·David M. Mayer, Rebecca L. Greenbaum, Maribeth Kuenzi, Garriy Shteynberg	2009	34
12	When does self-sacrificial leadership motivate prosocial behavior? It depends on followers’ prevention focus. Journal of Applied Psychology ·David De Cremer, David M. Mayer, Marius van Dijke, Barbara C. Schouten, Mary Bardes	2009	132
13	Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader–member exchange in the diversity to turnover relationship. Journal of Applied Psychology ·Lisa H. Nishii, David M. Mayer Hit paper breakdown →	2009	450
14	Me or we? The role of personality and justice as other-centered antecedents to innovative citizenship behaviors within organizations. Journal of Applied Psychology ·Henry Moon, Dishan Kamdar, David M. Mayer, Riki Takeuchi	2008	168
15	Do servant-leaders help satisfy follower needs? An organizational justice perspective European Journal of Work and Organizational Psychology ·David M. Mayer, Mary Bardes, Ronald F. Piccolo	2008	228
16	Me or We? The Role of Personality and Justice as Other-Centered Antecedents to Innovative Citizenship Behaviors Within Organizations SSRN Electronic Journal ·Riki Takeuchi, Dishan Kamdar, David M. Mayer, Jerome Monahan	2007	6
17	THE PRECURSORS AND PRODUCTS OF JUSTICE CLIMATES: GROUP LEADER ANTECEDENTS AND EMPLOYEE ATTITUDINAL CONSEQUENCES Personnel Psychology ·David M. Mayer, Lisa H. Nishii, Benjamin Schneider, Harold W. Goldstein	2007	161
18	Understanding attitudes toward affirmative action programs in employment: Summary and meta-analysis of 35 years of research. Journal of Applied Psychology ·David A. Harrison, David A. Kravitz, David M. Mayer, Lisa M. Leslie, Dalit Lev-Arey	2006	259
19	Comments on Another Look at the New York City Voucher Experiment Mathematica Policy Research Reports ·David M. Mayer	2003	1
20	Index Metacarpal Fractures in Karate The Physician and Sportsmedicine ·Robert Stevens-Boyd, Michael J. Pitt, David M. Mayer	1980	2

About David M. Mayer

David M. Mayer is a scholar working on Organizational Behavior and Human Resource Management, Information Systems and Management, Gender Studies, Applied Psychology and Social Psychology, having authored 67 papers that have together received 10.0k indexed citations. Recurring topics across this work include Job Satisfaction and Organizational Behavior (39 papers), Ethics in Business and Education (22 papers), Social and Intergroup Psychology (17 papers), Cultural Differences and Values (8 papers), Psychology of Moral and Emotional Judgment (8 papers), Gender Diversity and Inequality (8 papers), Management and Organizational Studies (7 papers) and Experimental Behavioral Economics Studies (5 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (6.3k citations), Information Systems and Management (2.9k citations), Demography (1.7k citations), Social Psychology (2.2k citations) and Gender Studies (980 citations). David M. Mayer has collaborated with scholars based in United States, Netherlands and United Kingdom. Frequent co-authors include Rebecca L. Greenbaum, Maribeth Kuenzi, Mary Bardes, Adam M. Grant, Lisa H. Nishii, Rommel O. Salvador, Benjamin Schneider, Karl Aquino, Celia Moore and Linda Klebe Treviño. Their work appears in journals such as Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Academy of Management Journal, Personnel Psychology and Journal of Business Ethics.

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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