World's Best Scientists 2026 revealed!

D-Index & Metrics

Psychology

D-Index
51
Citations
45416
World Ranking
5074
National Ranking
2783

Sandy J. Wayne 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 Sandy J. Wayne 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: 94 publications — 16th percentile

16% of scientists in this discipline score the same or lower.

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

Sandy J. Wayne 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 Sandy J. Wayne 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: 51 D-Index — 56th percentile

56% of scientists in this discipline score the same or lower.

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

Overview

Sandy J. Wayne is affiliated with the University of Illinois at Chicago in the United States. Their research primarily focuses on the field of Business, Management and Accounting, with specific attention to Organizational Behavior and Human Resource Management.

Their work spans several subfields, including Sociology and Political Science, Social Psychology, Experimental and Cognitive Psychology, and Clinical Psychology. The topics they frequently explore include Job Satisfaction and Organizational Behavior, Conflict Management and Negotiation, Team Dynamics and Performance, Mental Health Research Topics, Psychological Well-being and Life Satisfaction, Customer Service Quality and Loyalty, and Management and Organizational Studies.

Notable recent papers authored or coauthored by Sandy J. Wayne include:

  • "The cost of managing impressions for Black employees: An expectancy violation theory perspective," 2022, Journal of Applied Psychology
  • "Does manager servant leadership lead to follower serving behaviors? It depends on follower self-interest," 2020, Journal of Applied Psychology
  • "Two to Tango? Implications of Alignment and Misalignment in Leader and Follower Perceptions of LMX," 2020, Journal of Business and Psychology
  • "LMX differentiation as a double-edged sword: A social hierarchy perspective for understanding the beneficial and detrimental effects of LMX differentiation on team performance," 2022, Personnel Psychology
  • "When the Past and the Present Collide: Contrast Effect of Sequential Psychological Contract Breaches on Employee Outcomes," 2021, Journal of Management

Sandy J. Wayne has collaborated frequently with several coauthors, including:

  • Robert C. Liden
  • Jiaqing Sun
  • Haoying Xu
  • Donald H. Kluemper
  • Eric J. Michel

The researcher's publications appear often in venues such as:

  • Academy of Management Proceedings
  • Journal of Applied Psychology
  • Journal of Management
  • Journal of Business and Psychology
  • Personnel Psychology

Best Publications

  • Perceived Organizational Support And Leader-Member Exchange: A Social Exchange Perspective

    Sandy J. Wayne;Lynn M. Shore;Robert C. Liden

  • Servant leadership: Development of a multidimensional measure and multi-level assessment ☆

    Robert C. Liden;Sandy J. Wayne;Hao Zhao;David J. Henderson

  • Social Networks and the Performance of Individuals and Groups

    Raymond T. Sparrowe;Robert C. Liden;Sandy J. Wayne;Maria L. Kraimer

  • Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived organizational support.

    Lynn McFarlane Shore;Sandy J. Wayne

  • Leader-member exchange theory: The past and potential for the future.

    Robert C. Liden;Raymond T. Sparrowe;Sandy J. Wayne

  • An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes.

    Robert C. Liden;Sandy J. Wayne;Raymond T. Sparrowe

  • THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON WORK-RELATED OUTCOMES: A META-ANALYSIS

    Hao Zhao;Sandy J. Wayne;Brian C. Glibkowski;Jesus Bravo

  • A longitudinal study on the early development of leader-member exchanges.

    Robert C. Liden;Sandy J. Wayne;Dean Stilwell

  • The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange.

    Sandy J. Wayne;Lynn M. Shore;William H. Bommer;Lois E. Tetrick

  • Influence tactics, affect, and exchange quality in supervisor-subordinate interactions: A laboratory experiment and field study.

    Sandy J. Wayne;Gerald R. Ferris

  • Servant leadership and serving culture: Influence on individual and unit performance

    Robert C. Liden;Sandy J. Wayne;Chenwei Liao;Jeremy D. Meuser

  • Effects of impression management on performance ratings: A longitudinal study.

    Sandy J. Wayne;Robert C. Liden

  • SOURCES OF SUPPORT AND EXPATRIATE PERFORMANCE: THE MEDIATING ROLE OF EXPATRIATE ADJUSTMENT

    Maria L. Kraimer;Sandy J. Wayne;Ren Ata A. Jaworski

  • Leader-member exchange, differentiation, and task interdependence: implications for individual and group performance

    Robert C. Liden;Berrin Erdogan;Sandy J. Wayne;Raymond T. Sparrowe

  • Servant leadership: Validation of a short form of the SL-28

    Robert C. Liden;Sandy J. Wayne;Jeremy D. Meuser;Jia Hu

  • The role of human capital, motivation and supervisor sponsorship in predicting career success

    Sandy J. Wayne;Robert C. Liden;Maria L. Kraimer;Isabel K. Graf

  • NOT ALL RESPONSES TO BREACH ARE THE SAME: THE INTERCONNECTION OF SOCIAL EXCHANGE AND PSYCHOLOGICAL CONTRACT PROCESSES IN ORGANIZATIONS

    Tanguy Dulac;Jacqueline A. M. Coyle-Shapiro;David J. Henderson;Sandy J. Wayne

  • The Effects of Leader-Member Exchange on Employee Citizenship and Impression Management Behavior

    Sandy J. Wayne;Shawn A. Green

  • Antecedents and Outcomes of Organizational Support for Development: The Critical Role of Career Opportunities

    Maria L. Kraimer;Scott E. Seibert;Sandy J. Wayne;Robert C. Liden

  • A TRICKLE-DOWN MODEL OF ABUSIVE SUPERVISION

    Mary Bardes Mawritz;David M. Mayer;Jenny M. Hoobler;Sandy J. Wayne

  • Bosses' Perceptions of Family-Work Conflict and Women's Promotability: Glass Ceiling Effects

    Jenny M. Hoobler;Sandy J. Wayne;Grace Lemmon

Frequent Co-Authors

Robert C. Liden
Robert C. Liden University of Illinois at Chicago
Maria L. Kraimer
Maria L. Kraimer Rutgers, The State University of New Jersey
Jacqueline A-M. Coyle-Shapiro
Jacqueline A-M. Coyle-Shapiro London School of Economics and Political Science
Berrin Erdogan
Berrin Erdogan Portland State University
Lynn M. Shore
Lynn M. Shore Colorado State University
Gerald R. Ferris
Gerald R. Ferris Florida State University
K. Michele Kacmar
K. Michele Kacmar Texas State University
Talya N. Bauer
Talya N. Bauer Portland State University
Lois E. Tetrick
Lois E. Tetrick George Mason University
Scott E. Seibert
Scott E. Seibert University at Buffalo, State University of New York

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Related Online Degrees & Career Pathways

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Whether you pursue therapy, counseling, or broader psychology careers, understanding certification rules in your target state is essential for successful career planning.

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