Stephen J. Sauer
Impact in
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- Job Satisfaction and Organizational Behavior
- Gender Studies top 10%
- Gender Diversity and Inequality
Papers in
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- Team Dynamics and Performance 4
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- Social and Intergroup Psychology 3
- Co-authors
- Kevyn Yong (1 shared paper)Elizabeth A. Mannix (1 shared paper)Melissa C. Thomas-Hunt (4 shared papers)P. A. Morris (1 shared paper)Matthew Rodgers (3 shared papers)Chad A. Proell (4 shared papers)Scott A. Desmond (1 shared paper)Martin D. Heintzelman (1 shared paper)
- Journals
- Small Group Research (3 papers)Psychology of Women Quarterly (1 paper)Personnel Review (1 paper)Accounting and Finance (1 paper)Human Resource Management (1 paper)
- Partner nations
- United StatesChinaFrance
In The Last Decade
Stephen J. Sauer
14 papers receiving 303 citations
Peers
Comparison fields: 5 of 59
- Organizational Behavior and Human Resource Management 137
- Gender Studies 67
- Social Psychology 97
- Communication 33
- Strategy and Management 61
Countries citing papers authored by Stephen J. Sauer
This map shows the geographic impact of Stephen J. Sauer'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 Stephen J. Sauer with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Stephen J. Sauer more than expected).
Fields of papers citing papers by Stephen J. Sauer
This network shows the impact of papers produced by Stephen J. Sauer. 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 Stephen J. Sauer. The network helps show where Stephen J. Sauer may publish in the future.
Co-authors
The 16 scholars most cited alongside Stephen J. Sauer, 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 | 2014 | 104 | |
| 2 | 2011 | 103 | |
| 3 | 2010 | 34 | |
| 4 | 2009 | 32 | |
| 5 | 2014 | 11 | |
| 6 | 2013 | 11 | |
| 7 | 2014 | 11 | |
| 8 | The Effects of Goals and Pay Structure on Managerial Reporting Dishonesty | 2018 | 5 |
| 9 | 2019 | 3 | |
| 10 | 2013 | 3 | |
| 11 | 2011 | 2 | |
| 12 | 2024 | 1 | |
| 13 | Too Good to Be True? The Unintended Signaling Effects of Educational Prestige on External Expectations of Team Performance | 2009 | 1 |
| 14 | 2012 | 1 | |
| 15 | Why bossy is better for rookie managers. | 2012 | 0 |
| 16 | 2006 | 0 |
About Stephen J. Sauer
Stephen J. Sauer is a scholar working on Social Psychology, Sociology and Political Science, Organizational Behavior and Human Resource Management, Strategy and Management and Safety Research, having authored 16 papers that have together received 322 indexed citations. Recurring topics across this work include Experimental Behavioral Economics Studies (4 papers), Team Dynamics and Performance (4 papers), Innovation and Knowledge Management (3 papers), Corporate Finance and Governance (3 papers), Job Satisfaction and Organizational Behavior (3 papers), Gender Diversity and Inequality (3 papers), Social and Intergroup Psychology (3 papers) and Workplace Spirituality and Leadership (2 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (137 citations), Gender Studies (67 citations), Social Psychology (97 citations), Communication (33 citations) and Strategy and Management (61 citations). Stephen J. Sauer has collaborated with scholars based in United States, China and France. Frequent co-authors include Kevyn Yong, Elizabeth A. Mannix, Melissa C. Thomas-Hunt, P. A. Morris, Matthew Rodgers, Chad A. Proell, Scott A. Desmond, Martin D. Heintzelman, Nathan C. Pettit and Robert B. Lount. Their work appears in journals such as Small Group Research, Psychology of Women Quarterly, Personnel Review, Accounting and Finance and Human Resource 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.