World's Best Scientists 2026 revealed!

D-Index & Metrics

Business and Management

D-Index
55
Citations
23433
World Ranking
717
National Ranking
317

Psychology

D-Index
57
Citations
19760
World Ranking
3957
National Ranking
2218

David G. Allen publication distribution in Business and Management in 2026

The chart shows the distribution of publications by all Research.com ranked scientists in the field of Business and Management in 2026. The highlighted bar marks where David G. Allen sits on this spectrum.

35–39 publications: 2 scientists 40–44 publications: 2 scientists 45–49 publications: 5 scientists 50–54 publications: 20 scientists 55–59 publications: 39 scientists 60–64 publications: 66 scientists 65–69 publications: 52 scientists 70–74 publications: 80 scientists 75–79 publications: 83 scientists 80–84 publications: 116 scientists 85–89 publications: 94 scientists 90–94 publications: 111 scientists 95–99 publications: 122 scientists 100–104 publications: 104 scientists 105–109 publications: 113 scientists 110–114 publications: 96 scientists 115–119 publications: 97 scientists 120–124 publications: 112 scientists 125–129 publications: 93 scientists 130–134 publications: 79 scientists 135–139 publications: 69 scientists 140–144 publications: 80 scientists 145–149 publications: 81 scientists 150–154 publications: 85 scientists 155–159 publications: 50 scientists 160–164 publications: 74 scientists 165–169 publications: 61 scientists 170–174 publications: 40 scientists 175–179 publications: 44 scientists 180–184 publications: 47 scientists 185–189 publications: 59 scientists 190–194 publications: 35 scientists 195–199 publications: 37 scientists 200–204 publications: 49 scientists 205–209 publications: 48 scientists 210–214 publications: 34 scientists 215–219 publications: 31 scientists 220–224 publications: 37 scientists 225–229 publications: 34 scientists 230–234 publications: 25 scientists 235–239 publications: 28 scientists 240–244 publications: 34 scientists 245–249 publications: 28 scientists 250–254 publications: 23 scientists 255–259 publications: 22 scientists 260–264 publications: 11 scientists 265–269 publications: 16 scientists 270–274 publications: 23 scientists 275–279 publications: 12 scientists 280–284 publications: 16 scientists 285–289 publications: 10 scientists 290–294 publications: 12 scientists 295–299 publications: 12 scientists 300–304 publications: 8 scientists 305–309 publications: 13 scientists 310–314 publications: 13 scientists 315–319 publications: 6 scientists 320–324 publications: 10 scientists 325–329 publications: 9 scientists 330–334 publications: 7 scientists 335–339 publications: 10 scientists 340–344 publications: 10 scientists 345–349 publications: 7 scientists 350–354 publications: 4 scientists 355–359 publications: 10 scientists 360–364 publications: 3 scientists 365–369 publications: 7 scientists 370–374 publications: 2 scientists 375–379 publications: 8 scientists 380–384 publications: 4 scientists 385–389 publications: 5 scientists 390–394 publications: 5 scientists 395–399 publications: 2 scientists 400–404 publications: 2 scientists 405–409 publications: 4 scientists 410–414 publications: 3 scientists 415–419 publications: 2 scientists 420–424 publications: 5 scientists 425–429 publications: 3 scientists 430–434 publications: 1 scientists 435 publications: 1 scientists 436+ publications: 100 scientists
35 publications 436+

This scientist: 179 publications — 69th percentile

69% of scientists in this discipline score the same or lower.

The last bar groups every scientist with 436 publications or more.

David G. Allen D-index placement in Business and Management in 2026

The chart shows the D-index (discipline H-index) distribution of Business and Management scientists ranked by Research.com in 2026. The highlighted bar marks where David G. Allen sits on this spectrum.

30 D-Index: 156 scientists 31 D-Index: 159 scientists 32 D-Index: 171 scientists 33 D-Index: 161 scientists 34 D-Index: 135 scientists 35 D-Index: 124 scientists 36 D-Index: 114 scientists 37 D-Index: 111 scientists 38 D-Index: 103 scientists 39 D-Index: 89 scientists 40 D-Index: 81 scientists 41 D-Index: 97 scientists 42 D-Index: 80 scientists 43 D-Index: 69 scientists 44 D-Index: 68 scientists 45 D-Index: 63 scientists 46 D-Index: 54 scientists 47 D-Index: 69 scientists 48 D-Index: 50 scientists 49 D-Index: 58 scientists 50 D-Index: 54 scientists 51 D-Index: 62 scientists 52 D-Index: 54 scientists 53 D-Index: 43 scientists 54 D-Index: 49 scientists 55 D-Index: 35 scientists 56 D-Index: 40 scientists 57 D-Index: 44 scientists 58 D-Index: 34 scientists 59 D-Index: 29 scientists 60 D-Index: 48 scientists 61 D-Index: 32 scientists 62 D-Index: 30 scientists 63 D-Index: 22 scientists 64 D-Index: 22 scientists 65 D-Index: 19 scientists 66 D-Index: 20 scientists 67 D-Index: 18 scientists 68 D-Index: 17 scientists 69 D-Index: 21 scientists 70 D-Index: 20 scientists 71 D-Index: 19 scientists 72 D-Index: 14 scientists 73 D-Index: 10 scientists 74 D-Index: 16 scientists 75 D-Index: 24 scientists 76 D-Index: 13 scientists 77 D-Index: 19 scientists 78 D-Index: 8 scientists 79 D-Index: 6 scientists 80 D-Index: 4 scientists 81 D-Index: 12 scientists 82 D-Index: 7 scientists 83 D-Index: 7 scientists 84 D-Index: 6 scientists 85 D-Index: 10 scientists 86 D-Index: 4 scientists 87 D-Index: 11 scientists 88 D-Index: 6 scientists 89+ D-Index: 96 scientists
30 D-Index 89+

This scientist: 55 D-Index — 77th percentile

77% of scientists in this discipline score the same or lower.

The last bar groups every scientist with 89 D-Index or more.

Overview

David G. Allen is affiliated with Texas Christian University in the United States. Their research primarily focuses on the field of Business, Management, and Accounting, with a particular emphasis on Organizational Behavior and Human Resource Management.

The scientist's work covers various subfields including:

  • Organizational Behavior and Human Resource Management
  • Sociology and Political Science
  • General Health Professions
  • Economics and Econometrics
  • Management of Technology and Innovation

Key topics explored in their research include:

  • Job Satisfaction and Organizational Behavior
  • Entrepreneurship Studies and Influences
  • Gender Diversity and Inequality
  • Management and Organizational Studies
  • Work-Family Balance Challenges
  • Employment and Welfare Studies
  • Family Business Performance and Succession

David G. Allen has contributed frequently to several academic venues, including:

  • Academy of Management Proceedings
  • Journal of Management
  • Clinical and Experimental Pharmacology and Physiology
  • Personnel Psychology
  • Human Resource Management

Among recent papers associated closely with their research interests are:

  • Corona Crisis and Inequality: Why Management Research Needs a Societal Turn, 2020, Journal of Management
  • Conducting Management Research in Latin America: Why and What's in It for You?, 2020, Journal of Management
  • Role Theory Perspectives: Past, Present, and Future Applications of Role Theories in Management Research, 2022, Journal of Management
  • Entrepreneurial Fear of Failure: Scale Development and Validation, 2020, Journal of Business Venturing
  • Why do users trust algorithms? A review and conceptualization of initial trust and trust over time, 2022, European Management Journal

The scientist collaborates frequently with several co-authors, including:

  • Junping Liu
  • Jerzy Bełtowski
  • Daniel C. Chan
  • Hui Y. Lan
  • San Antonio

David G. Allen has contributed to book publications, with at least one known title:

  • Equity Visits: A New Approach to Supporting Equity-Focused School and District Leadership, published by Corwin eBooks in 2020

Best Publications

  • Factor Retention Decisions in Exploratory Factor Analysis: a Tutorial on Parallel Analysis

    James C. Hayton;David G. Allen;Vida Scarpello

  • The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process

    David G. Allen;Lynn M. Shore;Rodger W. Griffeth

  • Retaining Talent: Replacing Misconceptions With Evidence-Based Strategies

    David G. Allen;Phillip C. Bryant;James M. Vardaman

  • The effects of perceived organizational support and perceived supervisor support on employee turnover.

    Carl P. Maertz;Rodger W. Griffeth;Nathanael S. Campbell;David G. Allen

  • The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process

    Unknown

  • Meta-Analytic Review of Employee Turnover as a Predictor of Firm Performance

    Julie I. Hancock;David G. Allen;Frank A. Bosco;Karen R. McDaniel

  • Do Organizational Socialization Tactics Influence Newcomer Embeddedness and Turnover

    David G. Allen

  • Turnover intentions and voluntary turnover: the moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion.

    David G. Allen;Kelly P. Weeks;Karen R. Moffitt

  • Web-based recruitment: effects of information, organizational brand, and attitudes toward a Web site on applicant attraction.

    David G. Allen;Raj V. Mahto;Robert F. Otondo

  • Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees

    David G. Allen;Linda Rhoades Shanock

  • The effects of negative affectivity, hierarchical status, and self-determination on workplace victimization

    Karl Aquino;Steven L. Grover;Murray Bradfield;David G. Allen

  • Integrating justice constructs into the turnover process : a test of a referent cognitions model

    Karl Aquino;Rodger W. Griffeth;David G. Allen;Peter W. Hom

  • RECRUITMENT COMMUNICATION MEDIA: IMPACT ON PREHIRE OUTCOMES

    David G. Allen;James R. Van Scotter;Robert F. Otondo

  • Retaining talent : a guide to analyzing and managing employee turnover

    David G. Allen

  • Challenging behaviours: prevalence and topographies

    Unknown

  • The development of a multidimensional measure of job market cognitions: the Employment Opportunity Index (EOI).

    Rodger W. Griffeth;Robert P. Steel;David G. Allen;Norman Bryan

  • Corona Crisis and Inequality: Why Management Research Needs a Societal Turn

    Hari Bapuji;Charmi Patel;Gokhan Ertug;David G. Allen;David G. Allen

  • Compensation, Benefits and Employee Turnover HR Strategies for Retaining Top Talent

    Phil C. Bryant;David G. Allen

  • Role Theory Perspectives: Past, Present, and Future Applications of Role Theories in Management Research

    Unknown

  • Test of a mediated performance-turnover relationship highlighting the moderating roles of visibility and reward contingency.

    David G. Allen;Rodger W. Griffeth

  • MECHANISMS LINKING REALISTIC JOB PREVIEWS WITH TURNOVER: A META‐ANALYTIC PATH ANALYSIS

    David R. Earnest;David G. Allen;Ronald S. Landis

  • All you need is … resources: The effects of justice and support on burnout and turnover

    Nathanael S Campbell;Sara Jansen Perry;Carl P Maertz;David G Allen

  • Organizational embeddedness, turnover intentions, and voluntary turnover: The moderating effects of employee demographic characteristics and value orientations

    Vesa Peltokorpi;David Allen;Fabian Jintae Froese

  • DO ORGANIZATIONAL SOCIALIZATION TACTICS INFLUENCE NEWCOMER EMBEDDEDNESS AND TURNOVER

    David G. Allen

Frequent Co-Authors

Rodger W. Griffeth
Rodger W. Griffeth Ohio University
Peter W. Hom
Peter W. Hom Arizona State University
Ronald S. Landis
Ronald S. Landis Illinois Institute of Technology
Karl Aquino
Karl Aquino University of British Columbia
José Ernesto Amorós
José Ernesto Amorós Monterrey Institute of Technology and Higher Education
Ben L. Kedia
Ben L. Kedia University of Memphis
Prashant Palvia
Prashant Palvia University of North Carolina at Greensboro
Charles A. Pierce
Charles A. Pierce University of Memphis
Lynn M. Shore
Lynn M. Shore Colorado State University
Rebecca L. Greenbaum
Rebecca L. Greenbaum Rutgers, The State University of New Jersey

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