Gary L. May
Impact in
- Applied Psychology top 10%
- Human Resource Development and Performance Evaluation
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- Job Satisfaction and Organizational Behavior
- Organizational Learning and Leadership
Papers in
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- Human Resource Development and Performance Evaluation 6
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- Evaluation of Teaching Practices 3
- Online and Blended Learning 1
- Co-authors
- William M. Kahnweiler (1 shared paper)Darren C. Short (2 shared papers)Karin Coyle (2 shared papers)Leah Robin (2 shared papers)Margaret A. Thompson (1 shared paper)Jennifer Seymour (1 shared paper)Carol D. Hansen (1 shared paper)Dale C. Brandenburg (1 shared paper)
- Journals
- Human Resource Development Review (2 papers)Human Resource Development Quarterly (1 paper)Human Resource Development International (1 paper)Organizational Behavior Teaching Review (1 paper)Personnel Psychology (1 paper)
- Partner nations
- United StatesKenya
In The Last Decade
Gary L. May
14 papers receiving 291 citations
Peers
Comparison fields: 5 of 66
- Applied Psychology 65
- Organizational Behavior and Human Resource Management 76
- Management of Technology and Innovation 42
- Architecture 7
- Education 127
Countries citing papers authored by Gary L. May
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
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-authors
The 9 scholars most cited alongside Gary L. May, linked wherever they have co-authored with each other. Click a name or a connecting line to browse the papers they share.
All Works
| # | Work | ||
|---|---|---|---|
| 1 | 2002 | 90 | |
| 2 | 2000 | 64 | |
| 3 | 2009 | 37 | |
| 4 | 2003 | 33 | |
| 5 | 2011 | 32 | |
| 6 | 2012 | 17 | |
| 7 | 2008 | 15 | |
| 8 | 2003 | 11 | |
| 9 | 2005 | 8 | |
| 10 | 2002 | 8 | |
| 11 | 2002 | 7 | |
| 12 | 2004 | 7 | |
| 13 | 2007 | 4 | |
| 14 | 2010 | 2 |
About Gary L. May
Gary L. May is a scholar working on Applied Psychology, Education, Management of Technology and Innovation, Organizational Behavior and Human Resource Management and Accounting, having authored 14 papers that have together received 335 indexed citations. Recurring topics across this work include Human Resource Development and Performance Evaluation (6 papers), Management and Marketing Education (4 papers), Evaluation of Teaching Practices (3 papers), Accounting Education and Careers (2 papers), Organizational Learning and Leadership (2 papers), Simulation-Based Education in Healthcare (1 paper), Obesity, Physical Activity, Diet (1 paper) and Online and Blended Learning (1 paper). The work is most often cited by research in Applied Psychology (65 citations), Organizational Behavior and Human Resource Management (76 citations), Management of Technology and Innovation (42 citations), Architecture (7 citations) and Education (127 citations). Gary L. May has collaborated with scholars based in United States and Kenya. Frequent co-authors include William M. Kahnweiler, Darren C. Short, Karin Coyle, Leah Robin, Margaret A. Thompson, Jennifer Seymour, Carol D. Hansen, Dale C. Brandenburg and Laura L. Bierema. Their work appears in journals such as Human Resource Development Review, Human Resource Development Quarterly, Human Resource Development International, Organizational Behavior Teaching Review and Personnel Psychology.
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.