Mark B. Gavin

5.3k total citations · 3 hit papers
20 papers, 4.1k citations indexed

About

Mark B. Gavin is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Management Information Systems. According to data from OpenAlex, Mark B. Gavin has authored 20 papers receiving a total of 4.1k indexed citations (citations by other indexed papers that have themselves been cited), including 10 papers in Organizational Behavior and Human Resource Management, 3 papers in Social Psychology and 3 papers in Management Information Systems. Recurrent topics in Mark B. Gavin's work include Job Satisfaction and Organizational Behavior (10 papers), Management and Organizational Studies (2 papers) and Employment and Welfare Studies (2 papers). Mark B. Gavin is often cited by papers focused on Job Satisfaction and Organizational Behavior (10 papers), Management and Organizational Studies (2 papers) and Employment and Welfare Studies (2 papers). Mark B. Gavin collaborates with scholars based in United States and Australia. Mark B. Gavin's co-authors include David A. Hofmann, Roger C. Mayer, Mark Griffin, S. G. Green, Lynda Aiman‐Smith, Connie R. Wanberg, Larry J. Williams, Margaret L. Williams, Wayne A. Hochwarter and Francis J. Yammarino and has published in prestigious journals such as Academy of Management Journal, Journal of Applied Psychology and Journal of Management.

In The Last Decade

Mark B. Gavin

20 papers receiving 3.9k 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.

Centering Decisions in Hierarchical Linear Models: Implications for Research in Organizations

1998 1.2k citations David A. Hofmann, Mark B. Gavin Journal of Management profile →
Trust in Management and Performance: Who Minds the Shop While the Employees Watch the Boss?

2005 866 citations Roger C. Mayer, Mark B. Gavin Academy of Management Journal profile →
The application of hierarchical linear modeling to organizational research.

2000 550 citations David A. Hofmann, Mark Griffin et al. profile →

Peers — A (Enhanced Table)

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

Name	h						Papers	Cites
Mark B. Gavin United States	17	2.2k	1.3k	1.1k	725	392	20	4.1k
Dwight D. Frink United States	24	2.3k 1.0×	993 0.8×	1.2k 1.0×	669 0.9×	305 0.8×	34	4.0k
Helen Williams United Kingdom	12	1.7k 0.8×	1.2k 0.9×	1.1k 0.9×	458 0.6×	390 1.0×	21	3.7k
Paul L. Koopman Netherlands	25	1.9k 0.8×	1.2k 0.9×	756 0.7×	864 1.2×	500 1.3×	72	3.6k
Michael Riketta Germany	18	2.6k 1.1×	1.2k 0.9×	1.2k 1.1×	690 1.0×	301 0.8×	25	3.8k
James H. Dulebohn United States	26	2.9k 1.3×	1.3k 1.0×	1.0k 0.9×	564 0.8×	408 1.0×	44	4.4k
Chun Hui Hong Kong	34	3.3k 1.5×	1.5k 1.2×	1.3k 1.1×	718 1.0×	512 1.3×	64	4.7k
Anit Somech Israel	37	2.4k 1.1×	1.7k 1.3×	891 0.8×	1.1k 1.5×	505 1.3×	84	5.1k
Simon S. K. Lam Hong Kong	28	3.5k 1.6×	1.5k 1.2×	1.6k 1.4×	750 1.0×	551 1.4×	50	5.3k
Chris J. Sablynski United States	13	3.0k 1.4×	951 0.7×	1.2k 1.0×	494 0.7×	363 0.9×	19	4.3k
Scott W. Lester United States	29	2.5k 1.1×	991 0.8×	1.1k 1.0×	430 0.6×	330 0.8×	60	3.7k

Countries citing papers authored by Mark B. Gavin

Since Specialization

Citations

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

Fields of papers citing papers by Mark B. Gavin

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Mark B. Gavin. 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 Mark B. Gavin. The network helps show where Mark B. Gavin may publish in the future.

Co-authorship network of co-authors of Mark B. Gavin

This figure shows the co-authorship network connecting the top 25 collaborators of Mark B. Gavin. A scholar is included among the top collaborators of Mark B. Gavin 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 Mark B. Gavin. Mark B. Gavin 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:

20 of 20 papers shown

1.

Rosen, Christopher C., K. Michele Kacmar, Kenneth J. Harris, Mark B. Gavin, & Wayne A. Hochwarter. (2016). Workplace Politics and Performance Appraisal. Journal of Leadership & Organizational Studies. 24(1). 20–38. 38 indexed citations

2.

Gooty, Janaki, et al.. (2014). The wisdom of letting go and performance: The moderating role of emotional intelligence and discrete emotions. Journal of Occupational and Organizational Psychology. 87(2). 392–413. 34 indexed citations

3.

Kessler, Stacey R., Paul E. Spector, & Mark B. Gavin. (2013). A Critical Look at Ourselves: Do Male and Female Professors Respond the Same to Environment Characteristics?. Research in Higher Education. 55(4). 351–369. 13 indexed citations

4.

Klotz, Anthony C., Serge P. da Motta Veiga, M. Ronald Buckley, & Mark B. Gavin. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior. 34(S1). 52 indexed citations

5.

Cogliser, Claudia C., William L. Gardner, Mark B. Gavin, & J. Christian Broberg. (2012). Big Five Personality Factors and Leader Emergence in Virtual Teams. Group & Organization Management. 37(6). 752–784. 85 indexed citations

6.

Gooty, Janaki, et al.. (2012). Use and misuse of levels of analysis in leadership research: An illustrative review of leader–member exchange. The Leadership Quarterly. 23(6). 1080–1103. 44 indexed citations

7.

Mayer, Roger C., Philip Bobko, James H. Davis, & Mark B. Gavin. (2011). The effects of changing power and influence tactics on trust in the supervisor: A longitudinal field study. The Cupola: Scholarship at Gettysburg College (Gettysburg College). 1(2). 177–201. 21 indexed citations

8.

Hochwarter, Wayne A., Gerald R. Ferris, Mark B. Gavin, et al.. (2006). Political skill as neutralizer of felt accountability—job tension effects on job performance ratings: A longitudinal investigation. Organizational Behavior and Human Decision Processes. 102(2). 226–239. 168 indexed citations

9.

Mayer, Roger C. & Mark B. Gavin. (2005). Trust in Management and Performance: Who Minds the Shop While the Employees Watch the Boss?. Academy of Management Journal. 48(5). 874–888. 866 indexed citations breakdown →

10.

Gavin, Mark B. & David A. Hofmann. (2002). Using hierarchical linear modeling to investigate the moderating influence of leadership climate. The Leadership Quarterly. 13(1). 15–33. 157 indexed citations

11.

Hofmann, David A., Mark Griffin, & Mark B. Gavin. (2000). The application of hierarchical linear modeling to organizational research.. 550 indexed citations breakdown →

12.

Klein, Katherine J., Paul D. Bliese, Steve W. J. Kozlowski, et al.. (2000). Multilevel Analytical Techniques: Commonalties, Differences, and Continuing Questions.. Scholarship - Claremont (Claremont Colleges). 214 indexed citations

13.

Wanberg, Connie R., et al.. (1999). PERCEIVED FAIRNESS OF LAYOFFS AMONG INDIVIDUALS WHO HAVE BEEN LAID OFF: A LONGITUDINAL STUDY. Personnel Psychology. 52(1). 59–84. 81 indexed citations

14.

Hofmann, David A. & Mark B. Gavin. (1998). Centering Decisions in Hierarchical Linear Models: Implications for Research in Organizations. Journal of Management. 24(5). 623–641. 1249 indexed citations breakdown →

15.

Wanberg, Connie R., et al.. (1997). Time structure and unemployment: A longitudinal investigation. Journal of Occupational and Organizational Psychology. 70(1). 75–95. 76 indexed citations

16.

Williams, Larry J., et al.. (1996). Investigating measurement and non-measurement processes with method effect variables: An example with negative affectivity and employee attitudes. Journal of Applied Psychology. 88–101. 3 indexed citations

17.

Williams, Larry J., Mark B. Gavin, & Margaret L. Williams. (1996). Measurement and nonmeasurement processes with negative affectivity and employee attitudes.. Journal of Applied Psychology. 81(1). 88–101. 132 indexed citations

18.

Williams, Larry J., Mark B. Gavin, & Margaret L. Williams. (1996). Measurement and nonmeasurement processes with negative affectivity and employee attitudes.. Journal of Applied Psychology. 81(1). 88–101. 3 indexed citations

19.

Green, S. G., Mark B. Gavin, & Lynda Aiman‐Smith. (1995). Assessing a multidimensional measure of radical technological innovation. IEEE Transactions on Engineering Management. 42(3). 203–214. 313 indexed citations

20.

Gavin, Mark B., Stephen G. Green, & Gail T. Fairhurst. (1995). Managerial Control Strategies for Poor Performance over Time and the Impact on Subordinate Reactions. Organizational Behavior and Human Decision Processes. 63(2). 207–221. 35 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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