Jay R. Schuster
Impact in
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- Job Satisfaction and Organizational Behavior
- Human Resource and Talent Management
- Management Theory and Practice
- Customer Service Quality and Loyalty
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- Human Resource Development and Performance Evaluation
Papers in
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- Human Resource and Talent Management 8
- Customer Service Quality and Loyalty 1
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- Competency Development and Evaluation 4
- Team Dynamics and Performance 1
Jay R. Schuster
35 papers receiving 221 citations
Peers
Comparison fields: 5 of 49
- Organizational Behavior and Human Resource Management 148
- Applied Psychology 33
- Management Information Systems 52
- Public Administration 19
- Strategy and Management 55
Countries citing papers authored by Jay R. Schuster
This map shows the geographic impact of Jay R. Schuster'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 Jay R. Schuster with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Jay R. Schuster more than expected).
Fields of papers citing papers by Jay R. Schuster
This network shows the impact of papers produced by Jay R. Schuster. 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 Jay R. Schuster. The network helps show where Jay R. Schuster may publish in the future.
Co-authors
The 2 scholars most cited alongside Jay R. Schuster, linked wherever they have co-authored with each other. Click a name or a connecting line to browse the papers they share.
All Works
Showing the 20 most-cited of 43 papers — load more, or switch the sort, to bring in the rest.
| # | Work | ||
|---|---|---|---|
| 1 | The New Pay: Linking Employee and Organizational Performance | 1992 | 66 |
| 2 | COMPETENCIES AND COMPETENCY MODELS: DOES ONE SIZE FIT ALL? | 1996 | 26 |
| 3 | 1971 | 24 | |
| 4 | 1973 | 19 | |
| 5 | 1970 | 15 | |
| 6 | 2003 | 14 | |
| 7 | 2000 | 12 | |
| 8 | 1995 | 10 | |
| 9 | High-performance pay : fast forward to business success | 2007 | 9 |
| 10 | WINNING THE TALENT GAME: TOTAL REWARDS AND THE BETTER WORKFORCE DEAL! | 2001 | 9 |
| 11 | BEST PRACTICES FOR SMALL-TEAM PAY | 1997 | 8 |
| 12 | 2005 | 7 | |
| 13 | 2008 | 6 | |
| 14 | 1995 | 6 | |
| 15 | How You Pay Is What You Get | 2001 | 5 |
| 16 | 2007 | 5 | |
| 17 | 1995 | 4 | |
| 18 | 1993 | 4 | |
| 19 | 2000 | 3 | |
| 20 | 2007 | 3 |
About Jay R. Schuster
Jay R. Schuster is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology, Strategy and Management, Education and Marketing, having authored 43 papers that have together received 290 indexed citations. Recurring topics across this work include Human Resource and Talent Management (8 papers), Competency Development and Evaluation (4 papers), Higher Education Learning Practices (2 papers), Management and Organizational Practices (2 papers), Management, Economics, and Public Policy (1 paper), Customer Service Quality and Loyalty (1 paper), Team Dynamics and Performance (1 paper) and Business Strategy and Innovation (1 paper). The work is most often cited by research in Organizational Behavior and Human Resource Management (148 citations), Applied Psychology (33 citations), Management Information Systems (52 citations), Public Administration (19 citations) and Strategy and Management (55 citations). Jay R. Schuster has collaborated with scholars based in United States, New Zealand and Bulgaria. Frequent co-authors include Patricia K. Zingheim and John B. Munson. Their work appears in journals such as Human Resource Management, Business Horizons, Academy of Management Journal, IT Professional and Public Personnel Management.
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.