Gary L. May

444 total citations
14 papers, 333 citations indexed

About

Gary L. May is a scholar working on Applied Psychology, Education and Management of Technology and Innovation. According to data from OpenAlex, Gary L. May has authored 14 papers receiving a total of 333 indexed citations (citations by other indexed papers that have themselves been cited), including 6 papers in Applied Psychology, 5 papers in Education and 4 papers in Management of Technology and Innovation. Recurrent topics in Gary L. May's work include Human Resource Development and Performance Evaluation (6 papers), Management and Marketing Education (4 papers) and Evaluation of Teaching Practices (3 papers). Gary L. May is often cited by papers focused on Human Resource Development and Performance Evaluation (6 papers), Management and Marketing Education (4 papers) and Evaluation of Teaching Practices (3 papers). Gary L. May collaborates with scholars based in United States and Kenya. Gary L. May's co-authors include William M. Kahnweiler, Darren C. Short, Leah Robin, Karin Coyle, Jennifer Seymour, Margaret A. Thompson, Laura L. Bierema, Dale C. Brandenburg and Carol D. Hansen and has published in prestigious journals such as Personnel Psychology, Journal of School Health and Public Health Reports.

In The Last Decade

Gary L. May

14 papers receiving 288 citations

Peers

Gary L. May
Marijke Kehrhahn United States
Stuart A. Tross United States
Julia Milner Australia
Bridget N. O’Connor United States
Joshua J. Prasad United States
Helen Baron United Kingdom
Lauren J. Ramsay United States
Aaron W. Hughey United States
Jeffrey M. Keefer United States
Thaís Zerbini Brazil
Marijke Kehrhahn United States
Gary L. May
Citations per year, relative to Gary L. May Gary L. May (= 1×) peers Marijke Kehrhahn

Countries citing papers authored by Gary L. May

Since Specialization
Citations

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

Fields of papers citing papers by Gary L. May

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of Gary L. May

This figure shows the co-authorship network connecting the top 25 collaborators of Gary L. May. A scholar is included among the top collaborators of Gary L. May 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 Gary L. May. Gary L. May 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.
May, Gary L., et al.. (2012). A Process for Assessing and Improving Business Writing at the MBA Level. Business Communication Quarterly. 75(3). 252–270. 16 indexed citations
2.
Coyle, Karin, et al.. (2011). What Works? Process Evaluation of a School-Based Fruit and Vegetable Distribution Program in Mississippi. Journal of School Health. 81(4). 202–211. 31 indexed citations
3.
May, Gary L.. (2010). Strategic Planning: Fundamentals for Small Business. 2 indexed citations
4.
Coyle, Karin, et al.. (2009). Distributing Free Fresh Fruit and Vegetables at School: Results of a Pilot Outcome Evaluation. Public Health Reports. 124(5). 660–669. 36 indexed citations
5.
May, Gary L.. (2008). The Effect of Rater Training on Reducing Social Style Bias in Peer Evaluation. Business Communication Quarterly. 71(3). 297–313. 15 indexed citations
6.
May, Gary L.. (2007). Invited Reaction: Birds of a Feather? HRD and Business Schools Should Flock Together. Human Resource Development Review. 6(2). 127–131. 4 indexed citations
7.
May, Gary L.. (2005). Incorporating a Career Planning Lab into a Managerial Communications Course. Business Communication Quarterly. 68(3). 345–357. 8 indexed citations
8.
May, Gary L., et al.. (2004). Moving from practice to academia: three perspectives. Human Resource Development International. 7(3). 395–402. 7 indexed citations
9.
May, Gary L. & Darren C. Short. (2003). Gardening in Cyberspace: A Metaphor to Enhance Online Teaching and Learning. Organizational Behavior Teaching Review. 27(6). 673–693. 33 indexed citations
10.
May, Gary L., et al.. (2003). The Future: The Drive for Shareholder Value and Implications for HRD. Advances in Developing Human Resources. 5(3). 321–331. 11 indexed citations
11.
Short, Darren C., Dale C. Brandenburg, Gary L. May, & Laura L. Bierema. (2002). HRD: A voice to integrate the demands of system changes, people, learning, and performance. Human Resource Development Quarterly. 13(3). 237–242. 8 indexed citations
12.
Hansen, Carol D., et al.. (2002). The Effect of Gender on Thetransfer of Interpersonal Communication Skills Training to the Workplace: Three Theoretical Frames. Human Resource Development Review. 1(2). 167–185. 7 indexed citations
13.
May, Gary L., et al.. (2002). Collaborative Peer Evaluation: Best Practices for Group Member Assessments. Business Communication Quarterly. 65(1). 9–20. 92 indexed citations
14.
May, Gary L. & William M. Kahnweiler. (2000). THE EFFECT OF A MASTERY PRACTICE DESIGN ON LEARNING AND TRANSFER IN BEHAVIOR MODELING TRAINING. Personnel Psychology. 53(2). 353–373. 63 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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