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Faculty and Staff Profile

Kristin Scott

Associate Professor

Office: 121 Sirrine Hall
Phone: 864-656-3760
Fax: 864-656-2015

 Educational Background

Ph.D Doctorate in Human Resources and Organizational Behavior
University of Kentucky 2007

MHR Masters in Human Resources
University of South Carolina 1996

BSBA Bachelor of Science in Business Administration
Villanova University 1994

 Courses Taught

Introduction to Human Resources
Advanced Topics in Human Resources


Dr. Scott is an Associate Professor at Clemson University and teaches courses in the areas of business management with an emphasis on human resources management (e.g., Fundamentals of HR, Advanced HR Topics). Her current research interests focus on workplace exclusion and dysfunctional organizational behavior, employee rewards and motivation, and group dynamics. Her articles have been published in the Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Journal of Organizational Behavior and Research in Occupational Stress and Well-Being. Prior to obtaining her PhD, Dr. Scott worked as an HR Manager for several multinational corporations including General Electric Corporation, Computer Associates and Ingersoll-Rand Company.

 Research Interests

Dysfunctional Organizational Behavior, Group Dynamics, Reward Systems, Social Networks

 Research Publications

Scott, K.D., Ingram, A., & Zagenczyk, T.J. (In Press). Work-family Conflict and Social Undermining Behavior: An Examination of Gender Differences. Second revise and resubmit at the Journal of Occupational and Organizational Psychology. (2012 Impact Factor: 2.419).

Zagenczyk, T.J., Cruz, K.S., Chung, J., Scott, K.L., Kiewitz, C., & Galloway, B. (In Press). The moderating effect of power distance on employee responses to psychological contract breach., European Journal of Work and Organizational Psychology. (2013 Impact Factor: 2.094).

Scott, K.L., Zagenczyk, T.J., Schippers, M., Purvis, R.L. & Cruz, K.S. (In press). Coworker exclusion and employee outcomes: An investigation of the moderating roles of perceived organizational and social support. Journal of Management Studies. (2012 Impact Factor: 3.799).

Scott, K.L., Tams, S., Schippers, M. & Lee, K.Y. (In Press). Opening the Blackbox: Exploring the Link Between Workplace Exclusion, Perceptions of Envy and Worker Helping Behavior, Health and Turnover. European Journal of Work and Organizational Psychology. (2013 Impact Factor: 2.094).

Garcia, P.R.J.M., Restubog, S.L.D., Kiewitz, C., Scott, K.L. & Tang, R.L. (In Press). Roots Run Deep: Investigating the Role of Psychological States Linking Supervisors’ History of Family Aggression and Subordinates’ Perceptions of Abusive Supervision. Journal of Applied Psychology. (2012 Impact Factor: 4.758)

*Zagenczyk, T.J., Purvis, R.L., Shoss, M.K., Scott, K.L. & Cruz., K. S. (In Press). The Role of Trust in the Relationship between Social Network Ties and Similarity in Leader-Member Exchange. Journal of Business and Psychology. (2012 Impact Factor: 1.737). (*The first and second author contributed equally).

Scott, K.L., Restubog, S.D.L. & Zagenczyk, T.J. (2013). A Social Exchange-Based Model of the Antecedents of Workplace Exclusion. Journal of Applied Psychology. 98(1): 37-48. (2012 Impact Factor: 4.758).

Kiewitz, C., Restubog, S.D.L., Zagenczyk, T.J., Scott, K.D. & Tang, R. (2012) Sins of our Fathers: The Role of Supervisors’ Previous Experience of Family Undermining in Predicting Subordinates’ Perceptions of Abusive Supervision, Leadership Quarterly 23(5): 869-882. (2012 Impact Factor: 2.711).

Duffy, M.K, Scott, K.L., Shaw, J.S., Tepper, B.J., & Aquino, K. (2012). Envy and ethical behavior at work: the mediating role of moral disengagement between worker envy and social undermining behavior, Academy of Management Journal, 55(3): 643-666. (2012 impact factor: 5.906)

*Restubog, S.D.L., Scott, K.L., & Zagenczyk, T.J. (2011). When Distress Hits Home: The Role of Aggressive Culture in Predicting Abusive Supervision and the Effects on Employees and their Significant Others. Journal of Applied Psychology, 96(4): 713-729. *All authors contributed equally to this manuscript and are listed alphabetically. (2012 Impact Factor: 4.758).

Shaw, J.D., Zhu, J., Duffy, M.K., Scott, K.L., Shih, H. & Susanto, E. (2011). A Contingency Model of Conflict and Team Effectiveness. Journal of Applied Psychology, 96(2): 391-400. (2012 Impact Factor: 4.758).
Zagenczyk, T.J., Gibney, R., Few, W.T., & Scott, K.D. (2011). Psychological contracts and organizational identification: The mediating effect of perceived organizational support. Journal of Labor Research, 32: 254-281. (2010 Impact Factor: .467)

Zagenczyk, T.J., Scott, K.L., Gibney, R., Murrell, A.J. & Thatcher, J.B. (2010). Social Influence and Perceived Organizational Support: A Social Network Analysis. Organizational Behavior and Human Decision Processes, 111: 127-138. Recognized as OBHDP’s sixth most downloaded article since date of publication to present. (2012 Impact Factor: 3.129)

Scott, K.D., Shaw, J.D., & Duffy, M.K. (2008). On the relationship between merit pay raises and organization-based self-esteem. Journal of Organizational Behavior, 29(7): 967-980. (2012 impact factor: 3.854).


Scott, K.L. & Duffy, M.K., (2014). Social Exclusion in the Workplace. Invited publication In P. L. Perrewe & D. C. Ganster (Eds.), Research in occupational stress and well-being: Exploring Theoretical Mechanisms and Perspectives (Vol. XXXX). New York: JAI Press/Elsevier Science.

Scott, K.D., & Thau, S. (2013) Theory and Research on Social Exclusion in Work Groups (pp. 65-73). In DeWall, N. (Ed.) The Oxford Handbook of Social Exclusion. Oxford Press.

Grosser, T., Sterling, C. Scott, K.D., & Labianca, G., (2010). A Social Network Perspective on Social Exclusion. In Neider, L.L. & Chester A. Schriesheim, C.A. (Eds) Research in Management: The Dark Side Series (Vol 8: pp 143-191). Information Age Publishing