Executive Leadership Faculty

• Associate Professor, Clemson University, Wilbur O. and Ann Powers College of Business
• Instructor, Auburn University, Raymond J. Harbert College of Business

• Research Fellowship, Auburn University, Raymond J. Harbert College of Business

• B.S., MBA, Ph.D., Auburn University, Raymond J. Harbert College of Business 

• Business Strategy and Healthcare Consulting

• Connelly, B. C., Shi, W., Walker, H. J., Hersel, M. C. (2022). Searching for a sign: CEO successor selection in the wake of corporate misconduct. Journal of Management.
• Hersel, M. C., Helmuth, C. A., Zorn, M. L., Shropshire, C., & Ridge, J. W. (2019). The corrective actions organizations pursue following misconduct: A review and research agenda. Academy of Management Annals. 13(2), 547-585.
• Hersel, M. C., Gangloff, K. A., & Shropshire, C. (2022). Mixed messages: Crisis communication-dismissal (in)coherence and shareholder trust following misconduct. Academy of Management, 66(2).
• Heavey, C., Simsek, Z., Fox, B. C., & Hersel, M. C. (2022). Executive confidence: A multidisciplinary review, synthesis, and agenda for future research. Journal of Management, 48(6), 1430-1468.
• Hersel, M. C. (2020). Fighting with the fourth estate: A theoretical framework of organization-media rivalry for narrative control following a transgression. Academy of Management Review.

• Illinois Institute of Technology
  • Nambury S. Raju Professor of Psychology, Affiliate Professor of Business
  • Full Professor, Department of Psychology, 2011-2022
• University of Memphis
  • Professor of Psychology
  • Full Professor, Department of Psychology, 2006-2011
• Tulane University
  • Associate Professor of Psychology, Affiliate Professor of Business
  • Associate Professor, Department of Psychology, 1996-2006
• George Washington University
  • Assistant Professor of Psychology
  • Assistant Professor, Department of Psychology, 1994-1996

• Fellow, Society of Industrial and Organizational Psychology, 2012
• Fellow, American Psychological Association, 2012
• Best Paper of the Year, Organizational Research Methods, 2012
• Endowed Chair of Psychology, Illinois Institute of Technology, 2011

• Doctor of Philosophy, Industrial and Organizational Psychology, Michigan State University
• Master of Science, Industrial and Organizational Psychology, Michigan State University
• Bachelor of Arts, Psychology, Pennsylvania State University

• Chrysler Financial
• Ford Motor Company
• City of San Francisco
• City of New Orleans
• Equal Employment Opportunity Commission
• Navy Personnel Research, Studies and Technology

Ron's work has appeared in the field's highest-ranked academic journals, including:

• Organizational Research Methods
• Journal of Applied Psychology
• Personnel Psychology
• Academy of Management Learning & Education
• Journal of Business and Psychology

He has published more than 75 articles, book chapters, and entries in edited volumes and has an h-index of 35.

• Director of the Master of Science in Sports Business and Analytics, Wilbur O. and Ann Powers College of Business, Clemson University

• Clemson University's Phil Prince Innovation in Teaching Award, 2026

• Ph.D. Marketing, Northcentral University, 2020
• MBA General Business, Liberty University, 2005
• B.A. Operations Management, University of Central Oklahoma, 2001
• B.A. MIS, University of Central Oklahoma, 2001

Peyton has 20 years of experience in a wide variety of analytical platforms (including SAS, SAP, SPSS, Excel, Business Objects and Access) that have engaged managers and executives in high-profile business decisions. Portions of his analysis have been the foundation used for $14M-$3 Billion acquisitions, state legislation and numerous executive strategy decisions. As an IT implementation consultant, Peyton has engaged in the implementation of CRMs, HIMs, and Supply Chain software in the United States, Canada and Europe.

• Professor of Management, Clemson University
• Faculty Scholar in the Clemson University School of Health Research (CUSHR)

• Service Excellence Award, Wilbur O. and Ann Powers College of Business, 2020-2021
• Management Department Professor of Excellence in Research, 2019-2020
• Nominated: Clemson Board of Trustees Award for Excellence, Fall 2019
• Awarded Faculty Fellowship at Greenville Hospital System to study physician burnout. Selected as one of three Clemson University researchers to receive this award, Jan-Aug 2018
• Appointed as Faculty Scholar in the Clemson University School of Health Research (CUSHR), 2015-present
• Emerging Scholar Research Excellence Award, College of Business and Behavioral Science, Clemson University, 2012-2013

• Doctor of Philosophy, Business Administration, Management, University of Kentucky, 2007
• Master of Business Administration, Human Resources, University of South Carolina, 1996
• Bachelor of Science, Business Administration, Human Resources, Villanova University, 1994

• General Electric Co., Human Resources Manager
• Computer Associates International, Human Resources Manager
• Ingersoll Rand Co., Human Resources Generalist

• Snider, J. B., Scott, K. L., & Mulvey, P. W. (2025). The Hidden Costs of Pay Transparency: The Development of a Model. Compensation & Benefits Review, 0(0). https://doi-org.prox.lib.ncsu.edu/10.1177/08863687251399485
• Sava, G., Bichescu, B., Krivacek, S. & Scott, K.L. (2025). On Fostering Employee Participation in Voluntary Corporate-Sponsored Wellness Programs. Applied Psychology: Health and Wellbeing, Vol. 17 (1), e12647, https://doi.org/10.1111/aphw.12647.
• Scott, K. L., Ferrise, E., Sheridan, S., & Zagenczyk, T. J. (2024). Work-related resilience, engagement and wellbeing among music industry workers during the Covid-19 pandemic: A multiwave model of mindfulness and hope. Stress and Health, e3466. https://doi.org/10.1002/smi.3466
• Featured article for Scientific America, online news, November 29, 2024
• Featured in Psychology Today online blog, September 7, 2024
• Featured in Forbes online leadership and careers article, September 15, 2024
• Special mention in Inc. Magazine online article "Ways you Can Master your Self Leadership" by Marcel Shwantes of Inc. Magazine featuring Adam Grant, PhD. (Management expert), April 25, 2025.
• Sawyer, K., Thoroughgood, C., Stillwell, E., Duffy, M.K., Scott, K.L., & Adair, L. (2022). Being Present and Being Thankful: A Longitudinal Study of Mindfulness, Gratitude, Prosocial Motivation and Employee Helping Behavior. Journal of Applied Psychology, 107(2), 240-263. (Impact Factor: 5.851)
• Zagenczyk, T.J., Powell, E.E., & Scott, K.L. (2020). How exhausting!? An examination of the contagion effects of emotional exhaustion using social network analysis. Conditionally Accepted at the Journal of Management Studies. (Impact Factor: 3.799).
• Stewart, Jr., W.H., May, R.C., Scott, K.L. & Ingram, A.E. (2020). The ties that (un)bind: Change and organizational commitment in Ukraine. Conditionally accepted at Management and Organization Review.
• Scott, K.L., Zagenczyk, T.J., Li, S., Gardner, W., Cogliser, C., & Laverie, D. (2018). Social network ties and organizational citizenship behavior: Evidence of a curvilinear relationship. The first two authors contributed equally. European Journal of Work and Organizational Psychology. 27(6), 752-763. (Impact Factor: 2.094).
• 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).

• 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.

Shuffler is an associate professor of industrial/organizational psychology at Clemson University and director of Clemson's DIGITAL (Deriving Innovative & riGorous scIence for Teaming And Leading) Research Lab. She focuses on the study of scientifically derived, innovative interventions needed to develop, sustain and maximize inter- and intra-team functioning and wellbeing. Her work also addresses the challenges of leading and leadership development in high-risk and complex environments, including healthcare systems, the military, and spaceflight.

• Ph.D., Industrial and Organizational Psychology, University of Central Florida
• M.A., Industrial and Organizational Psychology, George Mason University
• B.A., Psychology, Organizational Communications, English, Pfeiffer University

Marissa Shuffler, Ph.D., has over a decade of experience conducting basic and applied research in team development, leadership and organizational effectiveness. Shuffler has served as scientific lead on numerous large-scale research projects, including an ongoing longitudinal study of over 15,000 employees and healthcare leaders, assessing the multilevel effects of relationship-oriented leadership and team climate on care coordination, patient experience and provider wellbeing. Furthermore, she is currently co-lead of a three-year NASA-funded effort to conduct a series of field studies that will uncover the key inter- and intra-team processes and relationship dynamics impacting long-duration spaceflight. To date, she has received over $4 million in grant funding as either a Principal Investigator or Co-Investigator from federal and private entities and served as a Collaborator on Clemson's interdisciplinary team that secured a five-year National Science Foundation Research Traineeship ($1.9 million). In 2017, Shuffler was awarded a prestigious National Science Foundation CAREER grant for her research exploring team development interventions and the use of latent profile analysis as a mechanism for better designing interventions for team effectiveness. Shuffler's published work includes an edited book, over 65 scholarly publications and over 200 presentations.

Shufller's research interests are in teamwork, team dynamics, leadership and team and leadership development, to name a few. She has published in many academic journals, including:

• Human Resource Management
• Industrial and Organizational Psychology
• Academy of Management Annals
• The Leadership Quarterly
• Journal of Organizational Behavior