World's Best Scientists 2026 revealed!

D-Index & Metrics

Psychology

D-Index
43
Citations
16984
World Ranking
7080
National Ranking
3824

Kathryn M. Bartol publication distribution in Psychology in 2026

The chart shows the distribution of publications by all Research.com ranked scientists in the field of Psychology in 2026. The highlighted bar marks where Kathryn M. Bartol sits on this spectrum.

31–40 publications: 6 scientists 41–50 publications: 52 scientists 51–60 publications: 138 scientists 61–70 publications: 299 scientists 71–80 publications: 461 scientists 81–90 publications: 605 scientists 91–100 publications: 713 scientists 101–110 publications: 736 scientists 111–120 publications: 686 scientists 121–130 publications: 670 scientists 131–140 publications: 644 scientists 141–150 publications: 597 scientists 151–160 publications: 576 scientists 161–170 publications: 477 scientists 171–180 publications: 450 scientists 181–190 publications: 397 scientists 191–200 publications: 343 scientists 201–210 publications: 328 scientists 211–220 publications: 313 scientists 221–230 publications: 283 scientists 231–240 publications: 226 scientists 241–250 publications: 196 scientists 251–260 publications: 201 scientists 261–270 publications: 171 scientists 271–280 publications: 151 scientists 281–290 publications: 139 scientists 291–300 publications: 113 scientists 301–310 publications: 102 scientists 311–320 publications: 100 scientists 321–330 publications: 76 scientists 331–340 publications: 92 scientists 341–350 publications: 85 scientists 351–360 publications: 69 scientists 361–370 publications: 71 scientists 371–380 publications: 63 scientists 381–390 publications: 58 scientists 391–400 publications: 57 scientists 401–410 publications: 43 scientists 411–420 publications: 33 scientists 421–430 publications: 50 scientists 431–440 publications: 41 scientists 441–450 publications: 32 scientists 451–460 publications: 27 scientists 461–470 publications: 28 scientists 471–480 publications: 25 scientists 481–490 publications: 28 scientists 491–500 publications: 20 scientists 501–510 publications: 23 scientists 511–520 publications: 26 scientists 521–530 publications: 17 scientists 531–540 publications: 21 scientists 541–550 publications: 14 scientists 551–560 publications: 16 scientists 561–570 publications: 10 scientists 571–580 publications: 22 scientists 581–590 publications: 9 scientists 591–600 publications: 14 scientists 601–610 publications: 9 scientists 611–620 publications: 11 scientists 621–630 publications: 4 scientists 631–640 publications: 7 scientists 641–650 publications: 5 scientists 651–660 publications: 10 scientists 661–670 publications: 8 scientists 671–680 publications: 8 scientists 681–690 publications: 4 scientists 691–700 publications: 3 scientists 701–704 publications: 4 scientists 705+ publications: 100 scientists
31 publications 705+

This scientist: 84 publications — 10th percentile

10% of scientists in this discipline score the same or lower.

The last bar groups every scientist with 705 publications or more.

Kathryn M. Bartol D-index placement in Psychology in 2026

The chart shows the D-index (discipline H-index) distribution of Psychology scientists ranked by Research.com in 2026. The highlighted bar marks where Kathryn M. Bartol sits on this spectrum.

30–31 D-Index: 398 scientists 32–33 D-Index: 702 scientists 34–35 D-Index: 671 scientists 36–37 D-Index: 659 scientists 38–39 D-Index: 641 scientists 40–41 D-Index: 671 scientists 42–43 D-Index: 617 scientists 44–45 D-Index: 558 scientists 46–47 D-Index: 495 scientists 48–49 D-Index: 487 scientists 50–51 D-Index: 445 scientists 52–53 D-Index: 390 scientists 54–55 D-Index: 408 scientists 56–57 D-Index: 345 scientists 58–59 D-Index: 325 scientists 60–61 D-Index: 321 scientists 62–63 D-Index: 248 scientists 64–65 D-Index: 290 scientists 66–67 D-Index: 218 scientists 68–69 D-Index: 219 scientists 70–71 D-Index: 215 scientists 72–73 D-Index: 183 scientists 74–75 D-Index: 169 scientists 76–77 D-Index: 132 scientists 78–79 D-Index: 137 scientists 80–81 D-Index: 120 scientists 82–83 D-Index: 112 scientists 84–85 D-Index: 86 scientists 86–87 D-Index: 101 scientists 88–89 D-Index: 83 scientists 90–91 D-Index: 77 scientists 92–93 D-Index: 70 scientists 94–95 D-Index: 78 scientists 96–97 D-Index: 58 scientists 98–99 D-Index: 53 scientists 100–101 D-Index: 57 scientists 102–103 D-Index: 48 scientists 104–105 D-Index: 53 scientists 106–107 D-Index: 46 scientists 108–109 D-Index: 24 scientists 110–111 D-Index: 35 scientists 112–113 D-Index: 27 scientists 114–115 D-Index: 32 scientists 116–117 D-Index: 31 scientists 118–119 D-Index: 22 scientists 120–121 D-Index: 16 scientists 122–123 D-Index: 24 scientists 124–125 D-Index: 18 scientists 126–127 D-Index: 11 scientists 128–129 D-Index: 19 scientists 130–131 D-Index: 10 scientists 132–133 D-Index: 16 scientists 134–135 D-Index: 10 scientists 136–137 D-Index: 12 scientists 138–139 D-Index: 8 scientists 140–141 D-Index: 5 scientists 142–143 D-Index: 12 scientists 144+ D-Index: 98 scientists
30 D-Index 144+

This scientist: 43 D-Index — 38th percentile

38% of scientists in this discipline score the same or lower.

The last bar groups every scientist with 144 D-Index or more.

Research.com Recognitions

  • 1984 - Fellow of the American Psychological Association (APA)
  • Dean of Fellow, Academy of Management
  • Dean of Fellow, Academy of Management
  • Dean of Fellow, Academy of Management
  • Dean of Fellow, Academy of Management

Overview

Kathryn M. Bartol is affiliated with the University of Maryland, College Park in the United States. Their research primarily focuses on fields related to Business, Management, and Accounting.

The main subfields of study they contribute to include Organizational Behavior and Human Resource Management, Strategy and Management, Social Psychology, Management Science and Operations Research, as well as Communication.

Their work covers several key topics such as Job Satisfaction and Organizational Behavior, Team Dynamics and Performance, Construction Project Management and Performance, Knowledge Management and Sharing, Organizational Leadership and Management Strategies, Supply Chain Resilience, Risk Management, and Social and Intergroup Psychology.

Recent publications by Kathryn M. Bartol demonstrate a focus on leadership, social networks, and organizational processes. Selected recent papers include:

  • Shared leadership development and team performance: A new look at the dynamics of shared leadership, 2020, Personnel Psychology
  • Not very competent but connected: Leaders' use of employee social networks as prisms to make delegation decisions, 2021, Journal of Applied Psychology
  • Seeing value in novelty: Manager and employee social networks as keys in managers' idea evaluation and implementation decisions, 2024, Journal of Applied Psychology
  • Solving Paradox: Conflux Effects of Empowering and Directive Leadership on Change-Oriented Behaviors, 2022, Academy of Management Proceedings
  • Status Growth Rate and Work Behaviors: The Moderating Role of Internal Attribution of Status Gain, 2022, Academy of Management Proceedings

Kathryn M. Bartol often collaborates with several frequent co-authors, including:

  • Vijaya Venkataramani
  • Natalia Lorinkova
  • Xiaoming Zheng
  • Shuye Lu
  • Xin Liu

The venues where the scientist has published most frequently include:

  • Journal of Applied Psychology
  • Academy of Management Proceedings
  • Personnel Psychology
  • MIT Sloan Management Review

Kathryn M. Bartol has received recognition for their contributions to the field, including being a Fellow of the American Psychological Association since 1984 and holding the title of Dean of Fellow at the Academy of Management.

Best Publications

  • Linking Empowering Leadership and Employee Creativity: The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement

    Xiaomeng Zhang;Kathryn M. Bartol

  • Encouraging Knowledge Sharing: The Role of Organizational Reward Systems

    Kathryn M. Bartol;Abhishek Srivastava

  • Empowering Leadership in Management Teams: Effects on Knowledge Sharing, Efficacy, And Performance

    Abhishek Srivastava;Kathryn M. Bartol;Edwin A. Locke

  • A Multilevel Investigation of the Motivational Mechanisms Underlying Knowledge Sharing and Performance

    Narda R. Quigley;Paul E. Tesluk;Edwin A. Locke;Kathryn M. Bartol

  • Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual‐focused transformational leadership

    Yuntao Dong;Kathryn M. Bartol;Zhi-Xue Zhang;Chenwei Li

  • Money and subjective well-being: it's not the money, it's the motives.

    Abhishek Srivastava;Edwin A. Locke;Kathryn M. Bartol

  • Sex effects in evaluating leaders.

    K M Bartol;D A Butterfield

  • CEOS ON THE EDGE: EARNINGS MANIPULATION AND STOCK-BASED INCENTIVE MISALIGNMENT

    Xiaomeng Zhang;Kathryn M. Bartol;Ken G. Smith;Michael D. Pfarrer

  • Professionalism as A Predictor of Organizational Commitment, Role Stress, and Turnover: A Multidimensional Approach

    Kathryn M. Bartol

  • The Influence of Creative Process Engagement on Employee Creative Performance and Overall Job Performance: A Curvilinear Assessment.

    Xiaomeng Zhang;Kathryn M. Bartol

  • Networking Abroad: A Process Model of How Expatriates Form Support Ties to Facilitate Adjustment

    Crystal I. C. Farh;Kathryn M. Bartol;Debra L. Shapiro;Jiseon Shin

  • Virtual HR: The Impact of Information Technology on the Human Resource Professional

    Sharyn D Gardner;David P Lepak;Kathryn M Bartol

  • Turnover among DP personnel: a casual analysis

    Kathryn M. Bartol

  • A contingency framework for the delivery of HR practices

    David P. Lepak;Kathryn M. Bartol;Niclas L. Erhardt

  • Professionalism as a predictor of organizational commitment, role stress, and turnover: a multidim

    Unknown

  • Empowering Leadership and Effective Collaboration in Geographically Dispersed Teams

    N. Sharon Hill;Kathryn M. Bartol

  • No Pain, No Gain: An Affect-Based Model of Developmental Job Experience and the Buffering Effects of Emotional Intelligence

    Yuntao Dong;Myeong-Gu Seo;Kathryn M. Bartol

  • Is it pay levels or pay raises that matter to fairness and turnover

    Amanuel G. Tekleab;Kathryn M. Bartol;Wei Liu

  • The interactive effect of collectivism and organizational rewards on affective organizational commitment

    Ian O. Williamson;Meredith F. Burnett;Kathryn M. Bartol

  • Organizational context and face-to-face interaction: Influences on the development of trust and collaborative behaviors in computer-mediated groups

    N. Sharon Hill;Kathryn M. Bartol;Paul E. Tesluk;Gosia A. Langa

  • The Sex Structuring of Organizations: A Search for Possible Causes

    Kathryn M. Bartol

  • Networks and leadership development: Building linkages for capacity acquisition and capital accrual

    Kathryn M. Bartol;Xiaomeng Zhang

Frequent Co-Authors

Paul E. Tesluk
Paul E. Tesluk University at Buffalo, State University of New York
Edwin A. Locke
Edwin A. Locke University of Maryland, College Park
David P. Lepak
David P. Lepak University of Massachusetts Amherst
Gary N. Powell
Gary N. Powell University of Connecticut
Ken G. Smith
Ken G. Smith University of Maryland, College Park
Viswanath Venkatesh
Viswanath Venkatesh Virginia Tech
Debra L. Shapiro
Debra L. Shapiro University of Maryland, College Park

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