World's Best Scientists 2026 revealed!

D-Index & Metrics

Psychology

D-Index
32
Citations
3885
World Ranking
10961
National Ranking
121

Martin Kleinmann 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 Martin Kleinmann 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: 99 publications — 19th percentile

19% of scientists in this discipline score the same or lower.

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

Martin Kleinmann 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 Martin Kleinmann 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: 32 D-Index — 6th percentile

6% of scientists in this discipline score the same or lower.

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

Overview

Martin Kleinmann is an academic affiliated with the University of Zurich in Switzerland. Their research primarily spans the fields of Business, Management, and Accounting, as well as Psychology. Within these domains, Kleinmann focuses on Organizational Behavior and Human Resource Management, Sociology and Political Science, Social Psychology, Clinical Psychology, and General Health Professions.

Kleinmann's work addresses key topics such as Job Satisfaction and Organizational Behavior, Personality Traits and Psychology, Employer Branding and e-HRM, Social and Intergroup Psychology, Emotional Intelligence and Performance, Gender Diversity and Inequality, and Employment and Welfare Studies.

Their recent papers include:

  • "Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities," 2021, European Journal of Work and Organizational Psychology
  • "I am nice and capable! How and when newcomers' self-presentation to their supervisors affects socialization outcomes," 2020, Journal of Applied Psychology
  • "Reacting to Perceived Overqualification: Uniting Strain-Based and Self-Regulatory Adjustment Reactions and the Moderating Role of Formal Work Arrangements," 2023, Journal of Business and Psychology
  • "Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview," 2020, Journal of Business and Psychology
  • "Do overall dimension ratings from assessment centres show external construct-related validity?" 2020, European Journal of Work and Organizational Psychology

Kleinmann frequently publishes in the following venues:

  • European Journal of Work and Organizational Psychology
  • Academy of Management Proceedings
  • Journal of Business and Psychology
  • Journal of Organizational Behavior
  • International Journal of Selection and Assessment

Collaborations play a substantial role in Kleinmann's research. Frequent co-authors include:

  • Pia V. Ingold, with whom Kleinmann has co-authored 15 papers
  • Anna Luca Heimann, 13 papers
  • Maike E. Debus, 8 papers
  • Valerie S. Schröder, 5 papers
  • Klaus G. Melchers, 3 papers

Best Publications

  • Reasons for Being Selective When Choosing Personnel Selection Procedures

    Cornelius J. König;Ute-Christine Klehe;Matthias Berchtold;Martin Kleinmann

  • Guidelines and Ethical Considerations for Assessment Center Operations

    Deborah E. Rupp;Deborah E. Rupp;Brain J. Hoffman;David Bischof;William Byham

  • Catch me if I fall! Enacted uncertainty avoidance and the social safety net as country-level moderators in the job insecurity-job attitudes link.

    Maike E. Debus;Tahira M. Probst;Cornelius J. König;Martin Kleinmann

  • Examining occupational self-efficacy, work locus of control and communication as moderators of the job insecurity--job performance relationship

    Cornelius J König;Maike E Debus;Stéphanie Häusler;Nora Lendenmann

  • A different look at why selection procedures work: The role of candidates’ ability to identify criteria

    Martin Kleinmann;Pia V. Ingold;Filip Lievens;Anne Jansen

  • A stitch in time saves nine: Behavioural decision-making explanations for time management problems

    Cornelius J. Koch;Martin Kleinmann

  • Are rating dimensions in assessment centers transparent for participants? consequences for criterion and construct validity

    Martin Kleinmann

  • Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures.

    Anne Jansen;Klaus G. Melchers;Filip Lievens;Martin Kleinmann

  • How and why do interviewers try to make impressions on applicants? A qualitative study.

    Annika Wilhelmy;Martin Kleinmann;Cornelius J. König;Klaus G. Melchers

  • Transparency in Structured Interviews: Consequences for Construct and Criterion-Related Validity

    Ute-Christine Klehe;Cornelius J. König;Gerald M. Richter;Martin Kleinmann

  • Candidates' Ability to Identify Criteria in Nontransparent Selection Procedures: Evidence from an assessment center and a structured interview

    Cornelius J. König;Klaus G. Melchers;Martin Kleinmann;Gerald M. Richter

  • Personal and Situational Determinants of Multitasking at Work

    Cornelius J. König;Lourdes Oberacher;Martin Kleinmann

  • Responding to Personality Tests in a Selection Context: The Role of the Ability to Identify Criteria and the Ideal-Employee Factor

    Ute-Christine Klehe;Martin Kleinmann;Thomas Hartstein;Klaus G. Melchers

  • EXERCISES AND DIMENSIONS ARE THE CURRENCY OF ASSESSMENT CENTERS

    Brian J. Hoffman;Klaus G. Melchers;Carrie A. Blair;Martin Kleinmann

  • The building blocks of job insecurity: The impact of environmental and person‐related variables on job insecurity perceptions.

    Maike E. Debus;Cornelius J. König;Martin Kleinmann

  • Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

    Pia V. Ingold;Martin Kleinmann;Cornelius J. König;Klaus G. Melchers

  • Transparency: A Necessary Requirement for the Construct Validity of Assessment Centres

    Martin Kleinmann;Constanze Kuptsch;Olaf Köller

  • I know what you want to know: the impact of interviewees' ability to identify criteria on interview performance and construct-related validity

    Klaus G. Melchers;Ute Christine Klehe;Gerald M. Richter;Martin Kleinmann

  • The Power of Doing: How Job Crafting Transmits the Beneficial Impact of Autonomy Among Overqualified Employees

    Maike E. Debus;Christian Gross;Martin Kleinmann

  • IS MORE STRUCTURE REALLY BETTER? A COMPARISON OF FRAME-OF-REFERENCE TRAINING AND DESCRIPTIVELY ANCHORED RATING SCALES TO IMPROVE INTERVIEWERS' RATING QUALITY

    Klaus G. Melchers;Nadja Lienhardt;Miriam Von Aarburg;Martin Kleinmann

  • Assessment Center for Pilot Selection: Construct and Criterion Validity and the Impact of Assessor Type

    Marc Damitz;Dietrich Manzey;Martin Kleinmann;Karsten Severin

Frequent Co-Authors

Cornelius J. König
Cornelius J. König Saarland University
Ute-Christine Klehe
Ute-Christine Klehe University of Giessen
Filip Lievens
Filip Lievens Singapore Management University
Olaf Köller
Olaf Köller Leibniz Association
Tahira M. Probst
Tahira M. Probst Washington State University Vancouver
Deborah E. Rupp
Deborah E. Rupp George Mason University
Mo Wang
Mo Wang University of Florida
Neil Anderson
Neil Anderson University of Bradford
Marise Ph. Born
Marise Ph. Born Erasmus University Rotterdam
Chad H. Van Iddekinge
Chad H. Van Iddekinge Florida State University

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Related Online Degrees & Career Pathways

Exploring a degree in psychology can open doors to a variety of related online degrees and rewarding career paths. One popular field closely linked to psychology is speech-language pathology, which focuses on helping individuals with communication and swallowing disorders.

Achieving a career in speech-language pathology involves meeting different certification requirements depending on your state. For example, those interested in practicing must review the Alabama speech pathologist certification requirements, as well as the unique Alaska speech pathologist certification requirements. Students hoping to work in Arizona should be aware of the Arizona slp certification requirements, while those interested in Arkansas can learn more about the process for becoming a speech therapist in Arkansas.

Many universities in the USA offer online programs that fulfill both the academic and clinical requirements for these professions. Pursuing such pathways can lead to dynamic careers in schools, healthcare, and private clinics, all rooted in a strong background in psychology.

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