Marcie A. Cavanaugh

2.9k total citations · 1 hit paper
13 papers, 2.2k citations indexed

About

Marcie A. Cavanaugh is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and General Health Professions. According to data from OpenAlex, Marcie A. Cavanaugh has authored 13 papers receiving a total of 2.2k indexed citations (citations by other indexed papers that have themselves been cited), including 6 papers in Organizational Behavior and Human Resource Management, 3 papers in Social Psychology and 2 papers in General Health Professions. Recurrent topics in Marcie A. Cavanaugh's work include Job Satisfaction and Organizational Behavior (6 papers), Cognitive Abilities and Testing (2 papers) and Human Resource Development and Performance Evaluation (2 papers). Marcie A. Cavanaugh is often cited by papers focused on Job Satisfaction and Organizational Behavior (6 papers), Cognitive Abilities and Testing (2 papers) and Human Resource Development and Performance Evaluation (2 papers). Marcie A. Cavanaugh collaborates with scholars based in United States and Russia. Marcie A. Cavanaugh's co-authors include Mark V. Roehling, Wendy R. Boswell, John W. Boudreau, Raymond A. Noe, Richard D. Arvey, Lisa M. Moynihan, Paul Taubman, Brian P. McCall, Thomas J. Bouchard and Alan Clardy and has published in prestigious journals such as Journal of Applied Psychology, Journal of Organizational Behavior and Personality and Individual Differences.

In The Last Decade

Marcie A. Cavanaugh

13 papers receiving 2.0k citations

Hit Papers

align trajectories

What are hit papers?

Hit papers significantly outperform the citation benchmark for their cohort. A paper qualifies if it has ≥500 total citations, achieves ≥1.5× the top-1% citation threshold for papers in the same subfield and year (this is the minimum needed to enter the top 1%, not the average within it), or reaches the top citation threshold in at least one of its specific research topics.

An empirical examination of self-reported work stress among U.S. managers.

2000 1.4k citations Marcie A. Cavanaugh, Wendy R. Boswell et al. Journal of Applied Psychology profile →

Peers — A (Enhanced Table)

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

Name	h						Papers	Cites
Marcie A. Cavanaugh United States	9	1.3k	742	607	515	317	13	2.2k
Kelly L. Zellars United States	20	1.6k 1.2×	998 1.3×	551 0.9×	953 1.9×	423 1.3×	27	2.4k
Gisela Mohr Germany	21	901 0.7×	595 0.8×	769 1.3×	399 0.8×	238 0.8×	39	1.9k
Cathy C. Durham United States	7	967 0.7×	837 1.1×	292 0.5×	475 0.9×	303 1.0×	9	1.9k
Clive Fullagar United States	23	806 0.6×	658 0.9×	412 0.7×	553 1.1×	228 0.7×	37	2.3k
Irene E. De Pater Netherlands	23	1.4k 1.0×	964 1.3×	408 0.7×	934 1.8×	270 0.9×	48	2.6k
Adam Barsky Australia	13	906 0.7×	766 1.0×	295 0.5×	751 1.5×	378 1.2×	20	2.1k
Bert Schreurs Belgium	30	1.6k 1.2×	925 1.2×	592 1.0×	698 1.4×	449 1.4×	88	2.7k
Dirk D. Steiner United States	25	1.5k 1.1×	962 1.3×	307 0.5×	1.1k 2.1×	236 0.7×	60	2.7k
Chang‐qin Lu China	26	1.5k 1.1×	882 1.2×	672 1.1×	849 1.6×	288 0.9×	44	2.3k
Ute‐Christine Klehe Germany	26	855 0.6×	846 1.1×	373 0.6×	548 1.1×	421 1.3×	67	2.6k

Countries citing papers authored by Marcie A. Cavanaugh

Since Specialization

Citations

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

Fields of papers citing papers by Marcie A. Cavanaugh

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Marcie A. Cavanaugh. 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 Marcie A. Cavanaugh. The network helps show where Marcie A. Cavanaugh may publish in the future.

Co-authorship network of co-authors of Marcie A. Cavanaugh

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

All Works

Sort: Min cites: Since: Top N: Style:

13 of 13 papers shown

1.

Roehling, Mark V. & Marcie A. Cavanaugh. (2000). Student Expectations of Employers at Job Fairs.. 60(4). 48–52. 6 indexed citations

2.

Cavanaugh, Marcie A., Wendy R. Boswell, Mark V. Roehling, & John W. Boudreau. (2000). An empirical examination of self-reported work stress among U.S. managers.. Journal of Applied Psychology. 85(1). 65–74. 1439 indexed citations breakdown →

3.

Cavanaugh, Marcie A., Wendy R. Boswell, Mark V. Roehling, & John W. Boudreau. (2000). An empirical examination of self-reported work stress among U.S. managers.. Journal of Applied Psychology. 85(1). 65–74. 139 indexed citations

4.

Cavanaugh, Marcie A., et al.. (2000). The Effective Use of Multimedia Distance Learning Technology: The Role of Technology Self-Efficacy, Attitudes, Reliability, Use and Distance in a Global Multimedia Distance Learning Classroom. eCommons (Cornell University). 6 indexed citations

5.

Roehling, Mark V., Marcie A. Cavanaugh, Lisa M. Moynihan, & Wendy R. Boswell. (2000). The nature of the new employment relationship: A content analysis of the practitioner and academic literatures. Human Resource Management. 39(4). 305–320. 102 indexed citations

6.

Cavanaugh, Marcie A. & Raymond A. Noe. (1999). Antecedents and consequences of relational components of the new psychological contract. Journal of Organizational Behavior. 20(3). 323–340. 229 indexed citations

7.

Cavanaugh, Marcie A. & Raymond A. Noe. (1999). Antecedents and consequences of relational components of the new psychological contract. Journal of Organizational Behavior. 20(3). 323–340. 18 indexed citations

8.

Cavanaugh, Marcie A. & Alan Clardy. (1999). Studying Your Workforce: Applied Research Methods and Tools for the Training and Development Practitioner.. Industrial and Labor Relations Review. 52(2). 318–318. 6 indexed citations

9.

Cavanaugh, Marcie A., Wendy R. Boswell, Mark V. Roehling, & John W. Boudreau. (1998). “Challenge” and “Hindrance” Related Stress Among U.S. Managers. eCommons (Cornell University). 13 indexed citations

10.

Welbourne, Theresa M., Marcie A. Cavanaugh, & Timothy A. Judge. (1998). Does the Leader Make a Difference? Relationship Between Executive Leader Personality and Entrepreneurial Firm Performance. eCommons (Cornell University). 5 indexed citations

11.

McCall, Brian P., Marcie A. Cavanaugh, Richard D. Arvey, & Paul Taubman. (1997). Genetic Influences on Job and Occupational Switching. Journal of Vocational Behavior. 50(1). 60–77. 22 indexed citations

12.

Arvey, Richard D. & Marcie A. Cavanaugh. (1995). Using Surveys to Assess the Prevalence of Sexual Harassment: Some Methodological Problems. Journal of Social Issues. 51(1). 39–52. 124 indexed citations

13.

Arvey, Richard D., Brian P. McCall, Thomas J. Bouchard, Paul Taubman, & Marcie A. Cavanaugh. (1994). Genetic influences on job satisfaction and work values. Personality and Individual Differences. 17(1). 21–33. 53 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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