What is he best known for?
The fields of study he is best known for:
- Social psychology
- Management
- Statistics
David G. Allen mostly deals with Social psychology, Turnover, Organizational commitment, Job satisfaction and Organizational behavior.
His Social psychology study often links to related topics such as Public relations.
His work on Voluntary turnover as part of general Turnover study is frequently linked to Embeddedness, therefore connecting diverse disciplines of science.
David G. Allen works mostly in the field of Organizational commitment, limiting it down to topics relating to Negative relationship and, in certain cases, Moderation and Organizational effectiveness, as a part of the same area of interest.
His studies in Job satisfaction integrate themes in fields like Organizational performance, Human resource management, Knowledge management and Retention Management.
He has included themes like Test and Mass media in his Organizational behavior study.
His most cited work include:
- Factor Retention Decisions in Exploratory Factor Analysis: a Tutorial on Parallel Analysis (1658 citations)
- The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process (1110 citations)
- The effects of perceived organizational support and perceived supervisor support on employee turnover (411 citations)
What are the main themes of his work throughout his whole career to date?
The scientist’s investigation covers issues in Social psychology, Turnover, Voluntary turnover, Public relations and Knowledge management.
His work on Organizational commitment, Job embeddedness, Job satisfaction and Personality as part of general Social psychology research is frequently linked to Embeddedness, thereby connecting diverse disciplines of science.
His specific area of interest is Organizational commitment, where David G. Allen studies Perceived organizational support.
His Job satisfaction study frequently intersects with other fields, such as Industrial and organizational psychology.
His Turnover study integrates concerns from other disciplines, such as Job performance, Demographic economics, Human resource management and Employee retention.
Public relations is closely attributed to Human capital in his work.
He most often published in these fields:
- Social psychology (50.71%)
- Turnover (26.43%)
- Voluntary turnover (14.29%)
What were the highlights of his more recent work (between 2018-2021)?
- Social psychology (50.71%)
- Voluntary turnover (14.29%)
- Job embeddedness (9.29%)
In recent papers he was focusing on the following fields of study:
His main research concerns Social psychology, Voluntary turnover, Job embeddedness, Turnover and Economic growth.
The study incorporates disciplines such as Nomological network and Scale in addition to Social psychology.
His Voluntary turnover research integrates issues from Identity, Conservation of resources theory and Moderation.
The Turnover study combines topics in areas such as Business administration, Centrality, Demographic economics and Employee retention.
His work carried out in the field of Employee retention brings together such families of science as Social network, Job performance, Job satisfaction, Organizational commitment and Social influence.
David G. Allen has researched Socialization in several fields, including Onboarding, Locus of control, Behavioral ethics and Best practice.
Between 2018 and 2021, his most popular works were:
- Corona Crisis and Inequality: Why Management Research Needs a Societal Turn (30 citations)
- Corona Crisis and Inequality: Why Management Research Needs a Societal Turn (30 citations)
- Conducting Management Research in Latin America: Why and What’s in It for You?: (25 citations)
In his most recent research, the most cited papers focused on:
- Social psychology
- Management
- Statistics
David G. Allen mainly investigates Economic growth, Latin Americans, Management research, Conceptualization and Work.
He has included themes like Customer needs and Knowledge management in his Conceptualization study.
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