M. M. Petty

1.7k total citations
32 papers, 1.3k citations indexed

About

M. M. Petty is a scholar working on Organizational Behavior and Human Resource Management, Gender Studies and Social Psychology. According to data from OpenAlex, M. M. Petty has authored 32 papers receiving a total of 1.3k indexed citations (citations by other indexed papers that have themselves been cited), including 9 papers in Organizational Behavior and Human Resource Management, 6 papers in Gender Studies and 5 papers in Social Psychology. Recurrent topics in M. M. Petty's work include Job Satisfaction and Organizational Behavior (9 papers), Work-Family Balance Challenges (4 papers) and Labor Movements and Unions (4 papers). M. M. Petty is often cited by papers focused on Job Satisfaction and Organizational Behavior (9 papers), Work-Family Balance Challenges (4 papers) and Labor Movements and Unions (4 papers). M. M. Petty collaborates with scholars based in United States, Spain and Germany. M. M. Petty's co-authors include Gail W. McGee, James F. Cashman, Anson Seers, Robert H. Miles, Gordon K. Lee, Nealia S. Bruning, Christopher M. Lowery, Nicholas A. Beadles, Deborah F. Chapman and James Westfall Thompson and has published in prestigious journals such as Academy of Management Review, Academy of Management Journal and Journal of Applied Psychology.

In The Last Decade

M. M. Petty

31 papers receiving 1.1k citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
M. M. Petty United States 13 799 389 292 213 153 32 1.3k
K. Dow Scott United States 14 889 1.1× 423 1.1× 315 1.1× 115 0.5× 194 1.3× 30 1.4k
Suzanne Crampton United States 13 885 1.1× 364 0.9× 466 1.6× 193 0.9× 165 1.1× 25 1.7k
Mary C. Kernan United States 17 891 1.1× 429 1.1× 471 1.6× 134 0.6× 124 0.8× 24 1.5k
Dennis P. Bozeman United States 11 792 1.0× 256 0.7× 359 1.2× 97 0.5× 97 0.6× 15 1.2k
John T. Hazer United States 7 805 1.0× 263 0.7× 274 0.9× 69 0.3× 139 0.9× 17 1.2k
James B. Shaw Australia 21 771 1.0× 479 1.2× 345 1.2× 219 1.0× 192 1.3× 37 1.6k
Michael J. Withey Canada 9 602 0.8× 332 0.9× 379 1.3× 70 0.3× 107 0.7× 14 1.2k
Linda L. Neider United States 14 941 1.2× 470 1.2× 227 0.8× 123 0.6× 75 0.5× 22 1.4k
P. Gregory Irving Canada 17 1.1k 1.3× 359 0.9× 335 1.1× 106 0.5× 169 1.1× 33 1.4k
Titus Oshagbemi United Kingdom 21 1.1k 1.3× 525 1.3× 264 0.9× 127 0.6× 252 1.6× 25 1.8k

Countries citing papers authored by M. M. Petty

Since Specialization
Citations

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

Fields of papers citing papers by M. M. Petty

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of M. M. Petty

This figure shows the co-authorship network connecting the top 25 collaborators of M. M. Petty. A scholar is included among the top collaborators of M. M. Petty 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 M. M. Petty. M. M. Petty 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.
Freel, Stephanie A., Shirley Helm, Penelope Jester, et al.. (2022). Academic medical center clinical research professional workforce: Part 2 – Issues in staff onboarding and professional development. Journal of Clinical and Translational Science. 6(1). e81–e81. 9 indexed citations
2.
Lowery, Christopher M., et al.. (2002). An Empirical Examination of a Merit Bonus Plan. Journal of managerial issues. 14(1). 100. 12 indexed citations
3.
Lowery, Christopher M., M. M. Petty, & James Westfall Thompson. (1996). Assessing the Merit of Merit Pay: Employee Reactions to Performance-Based Pay. 19(1). 26. 15 indexed citations
4.
Petty, M. M., et al.. (1995). Relationships between Organizational Culture and Organizational Performance. Psychological Reports. 76(2). 483–492. 69 indexed citations
5.
Seers, Anson, M. M. Petty, & James F. Cashman. (1995). Team-Member Exchange Under Team and Traditional Management. Group & Organization Management. 20(1). 18–38. 322 indexed citations
6.
Lowery, Christopher M., M. M. Petty, & James Westfall Thompson. (1995). Employee Perceptions of the Effectiveness of a Performance-Based Pay Program in a Large Public Utility. Public Personnel Management. 24(4). 475–492. 8 indexed citations
7.
Petty, M. M., et al.. (1984). A Meta-Analysis of the Relationships Between Individual Job Satisfaction and Individual Performance. Academy of Management Review. 9(4). 712–721. 457 indexed citations
8.
9.
Petty, M. M., et al.. (1983). Supervisory Behavior and Sex Role Stereotypes in Human Service Organizations. The Clinical Supervisor. 1(2). 13–20. 1 indexed citations
10.
Petty, M. M. & Nealia S. Bruning. (1980). Relationship between Employees' Attitudes and Error Rates in Public Welfare Programs. Academy of Management Journal. 23(3). 556–561. 1 indexed citations
11.
Petty, M. M. & Nealia S. Bruning. (1980). A Comparison of the Relationships Between Subordinates' Perceptions of Supervisory Behavior and Measures of Subordinates' Job Satisfaction for Male and Female Leaders.. Academy of Management Journal. 23(4). 717–725. 40 indexed citations
12.
Petty, M. M., et al.. (1980). A COMPARISON OF LEVELS OF JOB SATISFACTION, ROLE STRESS, AND PERSONAL COMPETENCE BETWEEN UNION MEMBERS AND NONMEMBERS.. Academy of Management Journal. 23(1). 150–155. 27 indexed citations
13.
Petty, M. M. & Nealia S. Bruning. (1980). RELATIONSHIP BETWEEN EMPLOYEES' ATTITUDES AND ERROR RATES IN PUBLIC WELFARE PROGRAMS.. Academy of Management Journal. 23(3). 556–561. 11 indexed citations
14.
Petty, M. M., et al.. (1980). A COMPARISON OF LEVELS OF JOB SATISFACTION, ROLE STRESS, AND PERSONAL COMPETENCE BETWEEN UNION MEMBERS AND NONMEMBERS. Academy of Management Journal. 23(1). 150–155.
15.
16.
Petty, M. M., et al.. (1977). Leader Effectiveness in Small Bureaucracies.. Academy of Management Journal. 20(2). 238–250. 25 indexed citations
17.
Miles, Robert H. & M. M. Petty. (1975). Relationships Between Role Clarity, Need for Clarity, and Job Tension and Satisfaction for Supervisory and Nonsupervisory Roles. Academy of Management Journal. 18(4). 877–883. 47 indexed citations
18.
Petty, M. M.. (1974). Relative effectiveness of four combinations of oral and written presentations of job related information to disadvantaged trainees.. Journal of Applied Psychology. 59(1). 105–106. 2 indexed citations
19.
Petty, M. M., et al.. (1974). A note on the predictive validity of initiating structure and consideration in ROTC training.. Journal of Applied Psychology. 59(3). 383–385. 8 indexed citations
20.
Gordon, Michael E. & M. M. Petty. (1971). A NOTE ON THE EFFECTIVENESS OF RESEARCH CONDITIONS IN REDUCING THE MAGNITUDE OF DISSIMULATION ON A SELF‐REPORT CRITERION1. Personnel Psychology. 24(1). 53–61. 7 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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