About
18
Publications
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Introduction
My research broadly focuses on enhancing the understanding of leadership and its connection to employee well-being. I primarily study unhelpful workplace social support (i.e., workplace help that is ineffective or harmful; Gray et al., 2020). My existing and ongoing research introduces the construct, investigates its importance to organizational leadership, and evaluates associated intervention.
Skills and Expertise
Current institution
Education
August 2016 - May 2021
August 2012 - May 2016
Field of study
- Double Major in Psychology and Business Administration, Economics Minor
Publications
Publications (18)
Organizational leaders can make a large, positive impact on their employees during crises. However, existing research demonstrates that social support is not always effective in helping employees cope with stress, and existing research has not fully identified features of support attempts that determine their effectiveness. Using mixed methods, the...
While social support is generally considered a helpful resource for employees, it can also serve as a job stressor. Unhelpful workplace social support (UWSS) is any action taken by a supervisor and/or colleague that the recipient believes was intended to benefit him or her but is perceived as unhelpful or harmful. Two studies, one qualitative and o...
Recent occupational health research has begun exploring unhelpful workplace social support (UWSS). UWSS refers to actions taken by a colleague that the recipient believes are intended to be helpful but are perceived as ineffective. For example, a colleague may provide help that is not wanted or do something incorrectly while providing aid. Despite...
Organizational researchers have begun investigating the effects of unhelpful workplace social support (UWSS), which refers to social support that recipients believe was intended to be helpful but is perceived as unhelpful or harmful. UWSS has been associated with various negative outcomes, including frustration and burnout. However, existing resear...
The aim of the present commentary is to address what is helpful versus unhelpful when supporting women scholars as they navigate the complexities of pregnancy, postpartum, and caregiving demands of their children. Gabriel et al. (2023) provide real-world accounts which suggest that well-intentioned department heads and faculty may engage in “unhelp...
The COVID-19 pandemic threatened employees’ health and safety more than any event in recent years. Although millions of employees transitioned to working from home to mitigate infectious disease exposure, many worksites re-opened amid the pandemic as high infection rates persisted longer than expected. Safety guidelines were issued by the Centers f...
Despite converging theoretical arguments regarding non-linear relationships between workload and employee attitudes (i.e. job satisfaction) and mental well-being outcomes, prior empirical support for these curvilinear effects has been mixed. In this study we offer and test two potential explanations that may help to reconcile this discrepancy. Firs...
Widespread concern has been raised about the possibility of potential biasing factors influencing the measurement of organizational variables and distorting inferences and conclusions reached about them. Recent research calls for a measure-centric approach in which every measure is independently evaluated to assess what factor(s) may uniquely bias...
Remote work is rapidly increasing in popularity, and much remains to be known about this new means of working. Across three studies using disparate methodologies, this research investigates remote work stressors, their relations with employee burnout, and the role of supervisor support. Study 1 provides a qualitative investigation of stressors expe...
Within the wake of the COVID‐19 pandemic, we investigate work‐nonwork boundary management among workers who transitioned to remote work. Based on five waves of data and a sample of 155 remote workers we find that the preference for segmentation was associated with greater work‐nonwork balance. We also found that having a dedicated office space with...
Self-expansion is generally studied in the context of romantic relationships; however, self-expansion can also occur in a variety of non-relational settings. This chapter explores the opportunities for workplaces to promote self-expansion. People may experience self-expansion at work when their jobs provide them with novel experiences, challenges,...
Stigmas and incivility are common across all facets of sport, yet empirical examination is lacking, especially when it comes to women in leadership positions. In intercollegiate athletics, the senior woman administrator position is designated by the National Collegiate Athletic Association as the highest ranking woman serving the athletic departmen...
