Gary N. Burns

1.4k total citations
47 papers, 933 citations indexed

About

Gary N. Burns is a scholar working on Clinical Psychology, Social Psychology and Organizational Behavior and Human Resource Management. According to data from OpenAlex, Gary N. Burns has authored 47 papers receiving a total of 933 indexed citations (citations by other indexed papers that have themselves been cited), including 24 papers in Clinical Psychology, 22 papers in Social Psychology and 22 papers in Organizational Behavior and Human Resource Management. Recurrent topics in Gary N. Burns's work include Personality Traits and Psychology (22 papers), Job Satisfaction and Organizational Behavior (18 papers) and Social and Intergroup Psychology (8 papers). Gary N. Burns is often cited by papers focused on Personality Traits and Psychology (22 papers), Job Satisfaction and Organizational Behavior (18 papers) and Social and Intergroup Psychology (8 papers). Gary N. Burns collaborates with scholars based in United States, Canada and China. Gary N. Burns's co-authors include Neil Douglas Christiansen, Nathan A. Bowling, Mahesh Subramony, Nicole M. Krause, Steve Dunn, Steven C. Dunn, Stuart W. Quirk, Kevin J. Eschleman, Melissa L. Gruys and Jesse S. Michel and has published in prestigious journals such as Journal of Applied Psychology, Computers in Human Behavior and Personality and Individual Differences.

In The Last Decade

Gary N. Burns

45 papers receiving 868 citations

Peers

Gary N. Burns

SPS

OBHRM

ECP

Silvia Moscoso Spain

James G. Field United States

Chester Chun Seng Kam Macao

Rodney A. McCloy United States

Bennett E. Postlethwaite United States

Jinyan Fan United States

Brian G. Whitaker United States

Elizabeth M. Poposki United States

Peter Villanova United States

Shawn M. Bergman United States

Silvia Moscoso Spain

Gary N. Burns

332 ×0.9

426 ×1.2

209 ×0.7

SPS

451 ×1.7

OBHRM

249 ×1.9

ECP

Citations per year, relative to Gary N. Burns Gary N. Burns (= 1×) peers Silvia Moscoso

Countries citing papers authored by Gary N. Burns

Since Specialization

Citations

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

Fields of papers citing papers by Gary N. Burns

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of Gary N. Burns

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

All Works

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20 of 20 papers shown

Burns, Gary N., et al.. (2025). Different paths, same destination? Comparison of two approaches to developing situational judgment tests for cross‐cultural competence. Applied Psychology. 74(4).

Christiansen, Neil Douglas, et al.. (2024). Departures from linearity as evidence of applicant distortion on personality tests. International Journal of Selection and Assessment. 32(4). 521–534. 2 indexed citations

Burns, Gary N., et al.. (2024). Investigating the overlapping concepts of the Dark Core and the General Factor of Personality. Personality and Individual Differences. 225. 112650–112650. 2 indexed citations

Burns, Gary N., et al.. (2024). Emotional manipulation in the workplace: An investigation into the indirect effects of Machiavellianism on counterproductive work behaviors (CWBs). Personality and Individual Differences. 221. 112568–112568. 2 indexed citations

Bowling, Nathan A., et al.. (2022). Are curmudgeon personality scales resistant to response distortion?. International Journal of Selection and Assessment. 31(1). 163–174. 1 indexed citations

Wilder, David A., et al.. (2021). An Examination of Variables that Predict Turnover, Staff and Caregiver Satisfaction in Behavior-analytic Organizations. Journal of Organizational Behavior Management. 42(1). 36–55. 16 indexed citations

Lyons, Brian D., Nathan A. Bowling, & Gary N. Burns. (2020). Accentuating dark triad behavior through low organizational commitment: a study on peer reporting. Ethics & Behavior. 32(1). 32–43. 5 indexed citations

Burns, Gary N., et al.. (2020). Athletic Identity and Moral Development : An examination of collegiate athletes and their moral foundations. International journal of sport psychology. 51(2). 122–140. 5 indexed citations

Burns, Gary N., et al.. (2017). Putting applicant faking effects on personality tests into context. Journal of Managerial Psychology. 32(6). 460–468. 2 indexed citations

10.

Christiansen, Neil Douglas, Chet Robie, Gary N. Burns, & Andrew B. Speer. (2017). Using item-level covariance to detect response distortion on personality measures. Human Performance. 30(2-3). 116–134. 12 indexed citations

11.

Burns, Gary N., et al.. (2013). The Impact of Binaural Beat Technology on Vigilance Task Performance, Mental Workload, and Psychological Stress. Journal of Bioresource Management. 459. 1 indexed citations

12.

Eschleman, Kevin J. & Gary N. Burns. (2012). The utility of general and school-specific personality traits and an examination of their relationship over time. Learning and Individual Differences. 22(4). 537–543. 4 indexed citations

13.

Burns, Gary N. & Neil Douglas Christiansen. (2011). Self‐efficacy in the Workplace: Linking personality to domain‐specific efficacy beliefs. International Journal of Selection and Assessment. 19(4). 429–434. 11 indexed citations

14.

Burns, Gary N., et al.. (2011). Athlete identity and athlete satisfaction: The nonconformity of exclusivity. Personality and Individual Differences. 52(3). 280–284. 51 indexed citations

15.

Bowling, Nathan A., Gary N. Burns, & Terry A. Beehr. (2010). Productive and Counterproductive Attendance Behavior: An Examination of Early and Late Arrival to and Departure From Work. Human Performance. 23(4). 305–322. 9 indexed citations

16.

Burns, Gary N., et al.. (2010). Designing for Human-Centered Systems: Situational Risk as a Factor of Trust in Automation. Proceedings of the Human Factors and Ergonomics Society Annual Meeting. 54(25). 2130–2134. 39 indexed citations

17.

Burns, Gary N. & Nathan A. Bowling. (2009). Dispositional Approach to Customer Satisfaction and Behavior. Journal of Business and Psychology. 25(1). 99–107. 15 indexed citations

18.

Subramony, Mahesh, et al.. (2008). The relationship between human resource investments and organizational performance: A firm-level examination of equilibrium theory.. Journal of Applied Psychology. 93(4). 778–788. 56 indexed citations

19.

Burns, Gary N., et al.. (2008). Effects of Providing Pre‐Test Information and Preparation Materials on Applicant Reactions to Selection Procedures. International Journal of Selection and Assessment. 16(1). 73–77. 17 indexed citations

20.

Christiansen, Neil Douglas, et al.. (2005). Reconsidering Forced-Choice Item Formats for Applicant Personality Assessment. Human Performance. 18(3). 267–307. 182 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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