Download Adobe Reader

Faculty and Staff Profile

Kristin Scott

Associate Professor


Office: 121 Sirrine Hall
Phone: 864-656-3760
Fax: 864-656-2015
Email: KSCOTT3@clemson.edu
Vita: http://people.clemson.edu/~kscott3/cv.pdf
 

 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
Human Resources (Honors)
Advanced Topics in Human Resources
MBA Organizational Behavior
PhD Organizational Behavior

 Profile

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
Occupational Stress and Well-Being; Healthcare Focus

 Research Publications

Lee, K.Y., Duffy, M.K., Scott, K.L., & Schippers, M.C. (2018) "The Ambivalent Experience of Being Envied at Work: When and How Being Envied Shapes Employee Feelings and Motivation”. Personnel Psychology, 71(2): 181-200. (Impact Factor: 3.129), DOI: 10.1111/peps.12251

Zagenczyk, T.J., Smallfield, J., Scott, K.L., Galloway, B., & Purvis, R.L. (in press). The moderating effect of psychological contract violation on the relationship between narcissism and outcomes: An application of trait activation theory. Frontiers in Psychology. (Impact Factor: 2.463)

Tolentino, L., Restubog, S.D.L., Scott, K.L., & Garcia, P.R.J.M. (2016) Does Domestic Intimate Partner Aggression Affect Career Outcomes? The Role of Perceived Organizational Support. Human Resources Management, 55(3): 1-19. (Impact Factor: 1.78). DOI: 10.1002/hrm.21791

Zagenczyk, T.J., Cruz, K.S., Chung, J., Scott, K.L., Kiewitz, C., & Galloway, B. (2015). The moderating effect of power distance on employee responses to psychological contract breach, European Journal of Work and Organizational Psychology. 24, 853-865. (Impact Factor: 2.094).

Scott, K.D., Ingram, A., Zagenczyk, T.J., & Shoss, M.K. (2015). Work-family conflict and social undermining behavior: An examination of PO fit and gender differences. Journal of Occupational and Organizational Psychology, 88, 203-218. (Impact Factor: 2.419).
Scott, K.L., Tams, S., Schippers, M. & Lee, K.Y. (2015). 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, 24:2, 239-255. (Impact Factor: 2.094).
*Zagenczyk, T.J., Purvis, R.L., Shoss, M.K., Scott, K.L. & Cruz., K. S. (2015). Social influence and leader perceptions: Multiplex social network ties and similarity in leader-member exchange. Journal of Business and Psychology, 30, 105-117. (Impact Factor: 2.075). (*The first and second author contributed equally).

Scott, K.L., Zagenczyk, T.J., Schippers, M., Purvis, R.L. & Cruz, K.S. (2014). Coworker exclusion and employee outcomes: An investigation of the moderating roles of perceived organizational and social support. Journal of Management Studies. 51(8). 1235-1256. doi: 10.1111/joms.12099, (Impact Factor: 3.799).

Garcia, P.R.J.M., Restubog, S.L.D., Kiewitz, C., Scott, K.L. & Tang, R.L. (2014) Roots run deep: Investigating psychological mechanisms between history of family aggression and abusive supervision. Journal of Applied Psychology, Vol 99(5), Sep 2014, 883-897. http://dx.doi.org/10.1037/a0036463, (Impact Factor: 4.758),

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. (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. (Impact Factor: 2.711).

Duffy, M.K, Scott, K.L., Shaw, J.D., Tepper, B.J., & Aquino, K. (2012). Envy and social undermining: Exploring the roles of social identification and moral disengagement, Academy of Management Journal, 55(3): 643-666. (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. (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. (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. (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. (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. (Impact factor: 3.854).

Duffy, M.K., Shaw, J.D., Scott, K.D., & Tepper, B.J. (2006). The moderating roles of self-esteem and neuroticism in the relationship between group and individual undermining behavior. Journal of Applied Psychology, 91(5): 1066-1077. (Impact Factor: 4.758).

NON-REFEREED BOOK CHAPTER PUBLICATIONS

Scott, K.L. & Duffy, M.K., (2015) 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. 13). 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.

Duffy, M.K., Scott, K.L., O’Leary-Kelly, A. (2005). The radiating effects of intimate partner violence on occupational stress and well-being. In P. L. Perrewe & D. C. Ganster (Eds.), Research in occupational stress and well-being: Exploring Theoretical Mechanisms and Perspectives (Vol. 4). New York: JAI Press/Elsevier Science.