World's Best Scientists 2026 revealed!

D-Index & Metrics

Psychology

D-Index
65
Citations
69675
World Ranking
2748
National Ranking
1581

Lyman W. Porter 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 Lyman W. Porter 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: 167 publications — 57th percentile

57% of scientists in this discipline score the same or lower.

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

Lyman W. Porter 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 Lyman W. Porter 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: 65 D-Index — 76th percentile

76% of scientists in this discipline score the same or lower.

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

Overview

Lyman W. Porter was affiliated with the University of California, Irvine in the United States. Their academic career included research and contributions primarily within that institution.

There are no records of recent papers published by Lyman W. Porter in the provided data. Similarly, no frequent co-authors or frequent publication venues are documented for them.

Information regarding book publications, main fields of study, subfields of study, and main topics of work is not available in the data provided, so these aspects of their professional work cannot be detailed here.

There are no awards listed as having been won by Lyman W. Porter in the supplied information.

Best Publications

  • The Measurement of Organizational Commitment.

    Richard T Mowday;Richard M Steers;Lyman W Porter

  • Organizational commitment, job satisfaction, and turnover among psychiatric technicians.

    Lyman W. Porter;Richard M. Steers;Richard T. Mowday;Paul V. Boulian

  • Employee—Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover

    Richard T. Mowday;Lyman W. Porter;Richard M. Steers

  • Motivation and work behavior

    Richard M. Steers;Lyman W. Porter

  • Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay Off?

    Anne S. Tsui;Jone L. Pearce;Lyman W. Porter;Angela M. Tripoli

  • Managerial attitudes and performance

    Lyman W Porter;Edward E. Iii Lawler

  • Organizational, work, and personal factors in employee turnover and absenteeism.

    Lyman W. Porter;Richard M. Steers

  • Employee-Organization Linakges: The Psychology of Commitment, Absenteeism and Turnover

    Anil Verma;Richard T. Mowday;Lyman Porter;R. M. Steers

  • Behavior in Organizations

    Lyman W. Porter;Edward E. Lawler;J. Richard. Hackman

  • Management education and development : drift or thrust into the 21st century?

    Lyman W. Porter;Lawrence E. McKibbin

  • Handbook of Organizational Communication.

    Stewart L. Tubbs;Frederic M. Jablin;Linda L. Putnam;Karlene H. Roberts

  • The Effect of Performance on Job Satisfaction

    Edward E. Lawler;Lyman W. Porter

  • Factors Affecting the Context for Motivation in Public Organizations

    James L. Perry;Lyman W. Porter

  • Organizational commitment and managerial turnover: A longitudinal study

    Lyman W. Porter;William J. Crampon;Frank J. Smith

  • A study of perceived need satisfactions in bottom and middle management jobs.

    Lyman W. Porter

  • Handbook of Organizational Communication: An Interdisciplinary Perspective

    Fredric M. Jablin;Linda L. Putnam;Karlene Roberts;Lyman Porter

  • The snowball effect: Turnover embedded in communication networks.

    David Krackhardt;Lyman W. Porter

  • Leadership and the organizational context: Like the weather? ☆

    Lyman W. Porter;Grace B. McLaughlin

  • PROPERTIES OF ORGANIZATION STRUCTURE IN RELATION TO JOB ATTITUDES AND JOB BEHAVIOR.

    Lyman W. Porter;Edward E. Lawler

  • Employee—Organization Linkages: An Introduction

    Richard T. Mowday;Lyman W. Porter;Richard M. Steers

  • Employee Turnover and Post Decision Accommodation Processes.

    Richard M Steers;Richard T Mowday;Lyman W Porter

  • When friends leave: A structural analysis of the relationship between turnover and stayers' attitudes.

    David Krackhardt;Lyman W. Porter

  • Managerial Attitudes and Performance.

    Miles D. Kumnick;Lyman W. Porter;Edward E. Lawler

Frequent Co-Authors

Richard T. Mowday
Richard T. Mowday University of Oregon
Edward E. Lawler
Edward E. Lawler University of Southern California
Richard M. Steers
Richard M. Steers University of Oregon
Jone L. Pearce
Jone L. Pearce University of California, Irvine
Karlene H. Roberts
Karlene H. Roberts University of California, Berkeley
David Krackhardt
David Krackhardt Carnegie Mellon University
Anne S. Tsui
Anne S. Tsui Arizona State University
J. Richard Hackman
J. Richard Hackman Harvard University
Linda L. Putnam
Linda L. Putnam University of California, Santa Barbara

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Related Online Degrees & Career Pathways

Exploring a degree in Psychology opens the door to many rewarding professions, including social work, counseling, and human services. Many students opt for online degrees, offering flexibility while fulfilling core academic requirements. However, each state in the U.S. has specific guidelines for applying a Psychology degree to a social work career.

For instance, Alaska social work education requirements emphasize both degree completion and supervised work experience. Similarly, students interested in becoming a social worker in Arizona must complete state-approved coursework and licensure exams.

In Arkansas, Arkansas social work education requirements include field placements and continued professional development. Meanwhile, California social work education requirements demand graduate-level education and may require both clinical and non-clinical fieldwork.

Prospective students should research their state’s unique pathways to ensure their chosen online Psychology program meets all prerequisites for their intended career. This will maximize both licensure prospects and opportunities in diverse psychology-related fields.

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