@article{rapp_zagenczyk_davis_carsten_gilson_2024, title={The Group & Organization Management 2024 Special Conceptual Issue: Applying New Perspectives to Advance our Understanding of Traditional Organizational Relationships}, volume={3}, ISSN={["1552-3993"]}, DOI={10.1177/10596011241239465}, journal={GROUP & ORGANIZATION MANAGEMENT}, author={Rapp, Tammy L. and Zagenczyk, Thomas J. and Davis, Walter D. and Carsten, Melissa and Gilson, Lucy L.}, year={2024}, month={Mar} }
 @article{krivacek_thoroughgood_sawyer_smith_zagenczyk_2024, title={When There's No One Else to Blame: The Impact of Coworkers' Perceived Competence and Warmth on the Relations between Ostracism, Shame, and Ingratiation}, volume={2}, ISSN={["1573-0697"]}, DOI={10.1007/s10551-024-05614-1}, journal={JOURNAL OF BUSINESS ETHICS}, author={Krivacek, Sara Joy and Thoroughgood, Christian N. and Sawyer, Katina B. and Smith, Nicholas Anthony and Zagenczyk, Thomas J.}, year={2024}, month={Feb} }
 @article{eisenberger_wen_zheng_yu_liu_zhang_wang_kim_krivacek_zagenczyk_et al._2023, title={Does Felt Obligation or Gratitude Better Explain the Relationship Between Perceived Organizational Support and Outcomes?}, volume={6}, ISSN={["1552-3993"]}, url={https://doi.org/10.1177/10596011231180388}, DOI={10.1177/10596011231180388}, abstractNote={The employee-organization relationship (EOR) is a key component of organizational behavior. Researchers have consistently shown that employees who perceive that they are supported by their organizations (favorable EORs) tend to have positive attitudes and behave in a manner that helps the organization to reach its goals. For many years, the reciprocity norm (e.g. felt obligation) has been a widely accepted explanation for the EOR. Yet, despite calls to explore additional pathways, little work has examined other mediating mechanisms between favorable EORs and outcomes. We draw on the affect theory of social exchange to argue for the mediating effects of gratitude, felt obligation, and pride on the relationship between perceived organizational support (POS) and outcomes. Our results—from three field studies—show that (a) gratitude mediated the relationships of POS with extra-role performance aimed at aiding the organization, affective organizational commitment, and job satisfaction, (b) the mediating effect of gratitude was stronger than the mediating effect of felt obligation, and (c) gratitude made stronger contributions to extra-role performance and affective organizational commitment than did pride. We discuss theoretical and practical implications.}, journal={GROUP & ORGANIZATION MANAGEMENT}, author={Eisenberger, Robert and Wen, Xueqi and Zheng, Dianhan and Yu, Jia and Liu, Zihan and Zhang, Jing and Wang, Lei and Kim, Tae-Yeol and Krivacek, Sara and Zagenczyk, Thomas J. and et al.}, year={2023}, month={Jun} }
 @article{kiewitz_zagenczyk_shoss_cruz_2023, title={O' Coworker, Who Art Thou? The Conundrum of Not Knowing Who Is or Is Not One's Coworker and a Preliminary Definition}, volume={10}, ISSN={["1552-3993"]}, url={https://doi.org/10.1177/10596011231207733}, DOI={10.1177/10596011231207733}, journal={GROUP & ORGANIZATION MANAGEMENT}, author={Kiewitz, Christian and Zagenczyk, Thomas J. and Shoss, Mindy and Cruz, Kevin S.}, year={2023}, month={Oct} }
 @article{cruz_zagenczyk_griep_2022, title={(Re)introducing a New Section Generally and a Special Section in This Issue Specifically: GOMusings}, volume={8}, ISSN={["1552-3993"]}, DOI={10.1177/10596011221117436}, abstractNote={GOMusings were born of the first and second authors complain-, um, let’s say “discussing” for now (sounds more “academic,” right?), various aspects of management research and the publication process over the course of about a decade. These discussions often took the form of rants, and in some cases, it seemed like we might actually have had a point. As time passed and we became members of the GOM editorial team in various capacities, it occurred to us that (1) other people probably have similar discussions and (hopefully) more and better ideas; (2) we needed to come up with some ways to distinguish GOM from other journals; (3) we needed to get new, well-informed, and interesting ideas into the literature; and (4) that (2) and (3) might not happen through the typical article format. So, we came up with the idea of GOMusings because it seems to address 1-4. GOMusings are expected to be well-informed rants related to management research and/or the publication process that are written in the author’s voice rather than your typical academese (emphasis on well-informed and management–we do not want to hear about your department chair, although we’re sure that s/he is a jerk and it’s not just your hostile attribution bias – kidding (or maybe not?)!). Yannick Griep, moving into the Editor-in-Chief role next, thinks that it is a good idea to continue this section, at least until he learns how all of this could go wrong. So very, very wrong. Although Cruz (2021) devoted nearly an entire paragraph and Zagencyk (2021) devoted several complete sentences to introducing this new section (can you sense the sarcasm?), we think that now is an excellent time to (re) introduce it since quite a few GOMusings have made it through the}, journal={GROUP & ORGANIZATION MANAGEMENT}, author={Cruz, Kevin S. and Zagenczyk, Thomas J. and Griep, Yannick J. L.}, year={2022}, month={Aug} }
 @article{shanock_shoss_coyle-shapiro_shore_zagenczyk_buffardi_caesens_ford_joo_karagonlar_et al._2022, title={Remembering Robert W. Eisenberger: A Tribute to His Life and His Work on Perceived Organizational Support}, volume={6}, ISSN={["1552-3993"]}, url={http://dx.doi.org/10.1177/10596011221110650}, DOI={10.1177/10596011221110650}, number={4}, journal={GROUP & ORGANIZATION MANAGEMENT}, publisher={SAGE Publications}, author={Shanock, Linda Rhoade and Shoss, Mindy K. and Coyle-Shapiro, Jacqueline and Shore, Lynn M. and Zagenczyk, Thomas J. and Buffardi, Louis T. and Caesens, Gaetane and Ford, Michael T. and Joo, Min-Kyu and Karagonlar, Gokhan and et al.}, year={2022}, month={Jun} }
 @article{zagenczyk_powell_2022, title={Social networks and citizenship behavior: The mediating effect of organizational identification}, volume={9}, ISSN={["1099-050X"]}, url={https://doi.org/10.1002/hrm.22144}, DOI={10.1002/hrm.22144}, abstractNote={Abstract}, journal={HUMAN RESOURCE MANAGEMENT}, author={Zagenczyk, Thomas J. and Powell, E. Erin}, year={2022}, month={Sep} }
 @article{cruz_zagenczyk_kessler_2022, title={You, Me, and the Organization Makes Three: The Organization's (Adverse) Effect on Relationships among Coworkers}, volume={3}, ISSN={["1532-7043"]}, url={http://dx.doi.org/10.1080/08959285.2022.2047686}, DOI={10.1080/08959285.2022.2047686}, abstractNote={ABSTRACT Organizational leaders seek to cultivate close relationships among employees to positively impact employees’ workplace behaviors. However, to leaders’ detriment, they often do so without focusing on employees’ relationships with the organization itself. Grounded in social exchange theory and conservation of resources theory, we hypothesize that employees’ perceptions of their relationships with their organizations, in the forms of psychological contract breach (PCB) and perceived organizational support (POS), impact their behaviors (deviance and citizenship) toward their coworkers, even when employees have stronger relationships with their coworkers. Results from a sample of 266 employees across two time points suggest that employees who perceive a more positive relationship with their employers (i.e., lower PCB or higher POS) engage in more deviant behaviors toward their coworkers when they have stronger relationships with their coworkers. In contrast, employees engage in fewer deviant behaviors toward their coworkers when they perceive a more negative relationship with their employers (i.e., higher PCB or lower POS). We find no such effects for citizenship behaviors toward coworkers. We believe these results suggest that there may be different theoretical processes operating for interpersonal deviance and interpersonal citizenship toward coworkers.}, journal={HUMAN PERFORMANCE}, publisher={Informa UK Limited}, author={Cruz, Kevin S. and Zagenczyk, Thomas J. and Kessler, Stacey R.}, year={2022}, month={Mar} }
 @article{thoroughgood_lee_sawyer_zagenczyk_2021, title={Change is Coming, Time to Undermine? Examining the Countervailing Effects of Anticipated Organizational Change and Coworker Exchange Quality on the Relationship Between Machiavellianism and Social Undermining at Work}, volume={9}, ISSN={["1573-0697"]}, url={http://dx.doi.org/10.1007/s10551-021-04943-9}, DOI={10.1007/s10551-021-04943-9}, journal={JOURNAL OF BUSINESS ETHICS}, publisher={Springer Science and Business Media LLC}, author={Thoroughgood, Christian N. and Lee, Kiyoung and Sawyer, Katina B. and Zagenczyk, Thomas J.}, year={2021}, month={Sep} }
 @article{zagenczyk_purvis_cruz_thoroughgood_sawyer_2021, title={Context and social exchange: perceived ethical climate strengthens the relationships between perceived organizational support and organizational identification and commitment}, volume={32}, url={http://dx.doi.org/10.1080/09585192.2019.1706618}, DOI={10.1080/09585192.2019.1706618}, abstractNote={Abstract Effective human resource management involves maximizing the value gained from human resource practices and policies. Past research shows that practices and policies are beneficial because they strengthen the employer-employee relationship. We help contextualize research on this important relationship by exploring the moderating effect of perceived ethical climate on the relationships between perceived organizational support and three cognitive and affective employee outcomes: organizational identification, affective organizational commitment, and job-induced tension. We argue that ethical climate perceptions shape the attributions employees make about perceived organizational support and, consequently, how they respond to support perceptions. Drawing on a study of 254 employees from a health care organization, we find that perceived ethical climate strengthens the positive relationships between perceived organizational support and organizational identification and affective organizational commitment, respectively. These results suggest that employee perceptions of an organization’s ethical climate can be instrumental in their cognitive and affective organization-related responses, but not their affective job-related responses, to perceived organizational support. We discuss the theoretical and practical implications of our work.}, number={22}, journal={The International Journal of Human Resource Management}, publisher={Informa UK Limited}, author={Zagenczyk, T.J. and Purvis, R.L. and Cruz, K.S. and Thoroughgood, C.N. and Sawyer, K.B.}, year={2021}, pages={4752–4771} }
 @inproceedings{zagenczyk_krivacek_gardner_cruz_cogliser_laverie_2021, title={Friendship, Advice and Distant Ties with Leaders and Similarity in Citizenship Behavior}, DOI={10.5465/AMBPP.2021.15760abstract}, abstractNote={We adopt the view of leadership as a relational phenomenon and draw on social influence theories to investigate whether leaders motivate followers to engage in similar interpersonal citizenship behavior (ICB) as leaders. We argue that employees will demonstrate ICB similar to leaders with whom they have advice and distant ties (when employees consider coworkers to be leaders but do not have direct ties with those leaders), whereas employees will have dissimilar ICB to leaders with whom they have friendship ties. Results of a social network study of 132 employees in the business college of a large southwestern university indicate that employees have similar levels of interpersonal citizenship behavior to leaders with whom they have advice ties and dissimilar levels of interpersonal citizenship behavior to leaders with whom they have friendship ties. We find distant ties with leaders have no effect on interpersonal citizenship behavior. Theoretical and practical implications are discussed.}, booktitle={2021 Academy of Management Conference}, author={Zagenczyk, T.J. and Krivacek, S. and Gardner, W.L. and Cruz, K.S. and Cogliser, C. and Laverie, D.}, year={2021} }
 @article{zagenczyk_2021, title={Greetings from the new editor}, volume={46}, url={http://dx.doi.org/10.1177/10596011211057366}, DOI={10.1177/10596011211057366}, abstractNote={In January 2021, a new Editorial Team officially began its term at Group & Organization Management (GOM). My experience with GOM began in 2005 as a doc student, when my colleagues and I submitted a paper on social networks and citizenship behavior (Zagenczyk, Gibney, Murrell, & Boss, 2008), followed by a paper introducing the perceived organizational obstruction construct (Gibney, Zagenczyk, & Masters, 2009) which won the “best quantitative paper” award. Through my research and service to the journal—reviewing (2010), editorial board (2013), Associate Editor on Bill Gardner’s team (2017)—I came to identify quite strongly with GOM and noticed (at editorial board meetings primarily and through other interactions) that many others did as well. My own—and others’—identification made the decision to take on the role of Editor-in-Chief when it was offered in 2019 a relatively easy one, as did knowing that Bill and his team would be transferring to my team a journal that was in excellent health (Gardner, 2020). We will continue the service-oriented culture that Bill and his team fostered over the last 6 years by treating all stakeholders with fairness and respect. We continue to welcome empirical and conceptual papers that extend management/organization science with a focus on individual behavior, teams and groups, and strategy/organizational theory. We aim to provide constructive and actionable feedback on all manuscripts in a timely fashion. In the following sections, I describe some of our new initiatives, as well as some changes to the structure and operation of GOM resulting from its demonstrated growth and forecasted trajectory. We are looking for papers that make (1) a strong theoretical contribution (for example, see Shoss, Horan, DiStaso, LeNoble, & Naranjo (2021)); (2) a strong empirical contribution (for example, see Bernerth & Walker (2020)); or (3) some balance of both (for example, see Loignon, Woehr, Loughry, & Ohland (2019)). We are particularly excited to publish papers that draw on social network methodologies, make methodological contributions, explore}, number={6}, journal={Group & Organization Management}, publisher={SAGE Publications}, author={Zagenczyk, T.J.}, year={2021}, pages={967–971} }
 @article{cruz_zagenczyk_scott_purvis_2021, title={Perceptions of co-worker exclusion and performance outcomes: are different forms of support helpful or hurtful?}, volume={28}, ISSN={["1839-3527"]}, url={http://dx.doi.org/10.1017/jmo.2021.56}, DOI={10.1017/jmo.2021.56}, abstractNote={Abstract}, number={2}, journal={JOURNAL OF MANAGEMENT & ORGANIZATION}, publisher={Cambridge University Press (CUP)}, author={Cruz, Kevin S. and Zagenczyk, Thomas J. and Scott, Kristin L. and Purvis, Russell L.}, year={2021}, month={Nov} }
 @inproceedings{krivacek_zagenczyk_scott_2021, title={Self-and other-compassion: Moderating effects of emotional exhaustion and perceived receipt of help on interpersonal citizenship behavior}, booktitle={2021 Southern Management Association Meeting}, author={Krivacek, S. and Zagenczyk, T.J. and Scott, K.L.}, year={2021} }
 @inproceedings{zagenczyk_powell_2021, title={Social networks and citizenship behavior: The mediating effect of organizational identification}, DOI={10.5465/ambpp.2021.13149abstract}, abstractNote={Are employees more likely to identify with their organization and engage in helping behaviors on its behalf if the coworkers who make up their social networks identify strongly and help the organization? Despite origins in social psychological research, prior studies of the antecedents of organizational identification have focused primarily on individual-level psychological and perceptual factors. This has limited our understanding of how OI forms and how it relates to the attitudes and behaviors it shapes. We reconceptualize organizational identification as a social phenomenon influenced by structural (similarity with respect to structural position) and relational (advice and friendship ties) dimensions of social networks. This allows us to theorize two distinct social influence paths through which OI affects organizational citizenship behavior: a direct path whereby social information processing and social learning affect OCB, and an indirect path in which social influence affects OCB through its effect on OI. We conducted a social network study of employees in a construction company. The theory we develop departs from most prior work in arguing that OI is neither a matter of individual perceptions generated in isolation, nor a simple function of the number of ties that an employee has, but that it is in important ways instead an outcome of relations and interactions with co-workers, as reflected in the social structure of the employing organization. Our arguments thereby relocate a primary source of organizational identification from perceptual to structural and relational factors. We discuss important implications for both theory and practice.}, booktitle={2021 Academy of Management Conference}, author={Zagenczyk, T.J. and Powell, E.E.}, year={2021} }
 @article{zagenczyk_purvis_cruz_2021, title={Who matters to shared psychological climate perceptions? An investigation of social network tie types and attributes}, volume={9}, ISSN={["1466-4399"]}, url={https://doi.org/10.1080/09585192.2021.1986108}, DOI={10.1080/09585192.2021.1986108}, abstractNote={Abstract Psychological climate perceptions are related to important employee attitudes and behaviors, yet our knowledge of how such perceptions develop is relatively limited. Building upon work that has found that employees’ interaction with coworkers influences similarity in employees’ psychological climate perceptions, we focus on how network ties (advice, friendship) and their attributes (trust, expertise) are related to shared psychological climate perceptions. We use social information processing theory to argue that employees who have friendship and advice ties characterized by high levels of trust and expertise will have similar perceptions of the psychological climate. Using social network data from 61 employees in an information technology organization, we find that employees have psychological climate perceptions similar to those of friends whom they perceive to have high levels of trustworthiness and expertise, but not to those of low-trust or low-expertise friendship ties or advice ties. Our results challenge the notion that interaction in and of itself shapes psychological climate perceptions and instead suggest that certain ties with certain attributes are more important. In addition, we bring a sociological perspective into the highly ‘psychologized’ human resource management literature and contribute to social network research exploring social influence.}, journal={INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT}, publisher={Informa UK Limited}, author={Zagenczyk, Thomas J. and Purvis, Russell L. and Cruz, Kevin S.}, year={2021}, month={Sep} }
 @inproceedings{cruz_zagenczyk_kessler_2021, title={You, me and the organization makes three: The organization’s (adverse) effect on relationships among coworkers}, booktitle={2021 Southern Management Association Meeting}, author={Cruz, K.S. and Zagenczyk, T.J. and Kessler, S.R.}, year={2021} }
 @article{cruz_zagenczyk_hood_2020, title={Aggregate perceptions of intrateam conflict and individual team member perceptions of team psychological contract breach: The moderating role of individual team member perceptions of team support}, volume={36}, url={doi:}, DOI={10.5093/jwop2020a7}, abstractNote={We seek to contribute to our very limited knowledge base about a relatively new type of psychological contract: team psychological contracts. We argue that aggregate perceptions of intrateam task and relationship conflict are positively associated with individual team member perceptions of team psychological contract breach. We also argue that individual team member perceptions of team support mitigate the respective relationships between aggregate perceptions of intrateam task and relationship conflict and individual team member perceptions of team psychological contract breach. Using 306 team members across 76 teams from 18 organizations, we find that aggregate perceptions of intrateam task and relationship conflict are both positively associated with individual team member perceptions of team psychological contract breach. However, we find that individual team member perceptions of team support only mitigate the relationship between aggregate perceptions of intrateam relationship conflict and individual team member perceptions of team psychological contract breach. Theoretical and practical implications are discussed.}, number={1}, journal={Journal of Work and Organizational Psychology}, publisher={Colegio Oficial de Psicologos de Madrid}, author={Cruz, K.S. and Zagenczyk, T.J. and Hood, A.C.}, year={2020}, month={Apr}, pages={77–86} }
 @article{zagenczyk_powell_scott_2020, title={How Exhausting!? Emotion Crossover in Organizational Social Networks}, volume={57}, ISSN={["1467-6486"]}, url={http://dx.doi.org/10.1111/joms.12557}, DOI={10.1111/joms.12557}, abstractNote={Abstract}, number={8}, journal={Journal of Management Studies}, publisher={Wiley}, author={Zagenczyk, T.J. and Powell, E.E. and Scott, K.L.}, year={2020}, pages={1589–1609} }
 @inproceedings{cruz_zagenczyk_hood_2019, title={Aggregate perceptions of intrateam conflict and individual team member perceptions of team psychological contract breach: The moderating role of perceived team support}, booktitle={2019 INGroup Conference}, author={Cruz, K.S. and Zagenczyk, T.J. and Hood, A.}, year={2019} }
 @inproceedings{cruz_zagenczyk_scott_purvis_2019, title={Co-Worker Exclusion and Performance Outcomes: Are Different Forms of Support Helpful or Hurtful?}, DOI={10.5465/ambpp.2019.10220abstract}, abstractNote={We depart from the majority of existing research highlighting the benefits of supportive relationships by adopting a more nuanced perspective to argue that social support can be helpful or hurtful ...}, booktitle={2019 Academy of Management Conference}, author={Cruz, K.S. and Zagenczyk, T.J. and Scott, K. and Purvis, R.L.}, year={2019} }
 @inproceedings{adair_scott_zagenczyk_duffy_2019, title={Mindful or paranoid? Indirect effects of envy on anxiety and incivility}, booktitle={2019 Academy of Management Conference}, author={Adair, E.A. and Scott, K.L. and Zagenczyk, T.J. and Duffy, M.K.}, year={2019} }
 @inproceedings{zagenczyk_powell_2019, title={Social Networks as Structural and Relational Antecedents of Identification and Citizenship}, booktitle={2019 Academy of Management Conference}, author={Zagenczyk, T.J. and Powell, E.E.}, year={2019} }
 @inproceedings{scott_zagenczyk_powell_2018, title={Envious and envied: An identity perspective on predictors of workplace ostracism}, booktitle={2018 Academy of Management Conference}, author={Scott, K.L. and Zagenczyk, T.J. and Powell, E.E.}, year={2018} }
 @article{zagenczyk_powell_scott_nielubowicz_2018, title={How exhausting!? Social network ties, structural position and emotional exhaustion}, volume={2018}, ISSN={0065-0668 2151-6561}, url={http://dx.doi.org/10.5465/ambpp.2018.13508abstract}, DOI={10.5465/ambpp.2018.13508abstract}, abstractNote={We draw on social influence in organizations (social learning, social comparison, and social information processing) to argue that employees will report similar levels of emotional exhaustion to th...}, number={1}, journal={Academy of Management Proceedings}, publisher={Academy of Management}, author={Zagenczyk, Thomas Joseph and Powell, E. Erin and Scott, Kristin L. and Nielubowicz, Daniel}, year={2018}, month={Aug}, pages={13508} }
 @article{mindfulness in information technology use: definitions, distinctions, and a new measure_2018, volume={42}, url={http://dx.doi.org/10.25300/misq/2018/11881}, DOI={10.25300/misq/2018/11881}, abstractNote={Mindfulness is an important emerging topic. Individual mindfulness in IT use has not been studied systematically. Through three programmatic empirical studies, this paper develops a scale for IT mindfulness and tests its utility in the post-adoption system use context. Study 1 develops a measure of IT mindfulness and evaluates its validity and reliability. Study 2 employs a laboratory experiment to examine whether IT mindfulness can be manipulated and whether its influence is consistent across technological contexts. Study 3 places IT mindfulness in a nomological network and tests the construct’s utility for predicting more active system use (e.g., trying to innovate and deep structure usage) as well as more automatic system use (e.g., continuance intention). Our primary contribution includes the development and validation of a scale for IT mindfulness. In addition, we demonstrate that IT mindfulness (1) differs from important existing concepts such as cognitive absorption, (2) can be manipulated, (3) more closely relates to active system use than automatic system use, and (4) provides more predictive power within the IS context than general trait mindfulness.}, number={3}, journal={MIS Quarterly}, publisher={MIS Quarterly}, year={2018}, month={Mar}, pages={831–847} }
 @article{cruz_zagenczyk_scott_thoroughgood_cheung_2018, title={Perceptions of Psychological Contract Breach and Perceptions of Co-Worker Exclusion: The Moderating Effects of Collectivism and Individualism}, volume={2}, url={http://dx.doi.org/10.1007/s41542-018-0024-6}, DOI={10.1007/s41542-018-0024-6}, number={3}, journal={Occupational Health Science}, publisher={Springer Science and Business Media LLC}, author={Cruz, Kevin S. and Zagenczyk, Thomas J. and Scott, Kristin L. and Thoroughgood, Christian N. and Cheung, Janelle}, year={2018}, month={Sep}, pages={233–245} }
 @inproceedings{zagenczyk_cruz_scott_thoroughgood_cheung_2018, title={Psychological contract breach and coworker exclusion}, booktitle={2018 Society for Industrial and Organizational Psychology Conference}, author={Zagenczyk, T.J. and Cruz, K.S. and Scott, K.L. and Thoroughgood, C.N. and Cheung, J.H.}, year={2018} }
 @article{scott_zagenczyk_li_gardner_cogliser_laverie_2018, title={Social network ties and organizational citizenship behavior: evidence of a curvilinear relationship}, volume={9}, url={http://dx.doi.org/10.1080/1359432x.2018.1517115}, DOI={10.1080/1359432x.2018.1517115}, abstractNote={ABSTRACT We examine the relationships between employee friendship and advice network centrality and organizational citizenship behavior (OCB). Using social exchange theory as a basis, we argue that centrality within the workplace friendship network will be positively and linearly related to employee OCB. Further, we draw on conservation of resources theory and role theory to predict a curvilinear (inverse U) relationship between employees’ advice network centrality and OCB such that employees will engage in higher levels of OCB at moderate levels of advice centrality than at low and high levels. We test the theoretical model in an academic setting (using other reports of network ties and employee ratings of OCB) and a US-based organization (using other reports of network ties and supervisor ratings of OCB). The results support the idea of a curvilinear relationship between advice network centrality and OCB in both studies and a linear relationship between friendship centrality and OCB in Study 2. Practical implications and directions for future research are addressed.}, journal={European Journal of Work and Organizational Psychology}, publisher={Informa UK Limited}, author={Scott, Kristin L. and Zagenczyk, Thomas J. and Li, Siyuan and Gardner, William L. and Cogliser, Claudia and Laverie, Debbie}, year={2018}, month={Sep}, pages={1–12} }
 @inproceedings{purvis_li_zagenczyk_2018, title={The development of psychological climate with information systems development projects and its impact on information system development project performance}, booktitle={2018 European Conference on Information Systems}, author={Purvis, R.L. and Li, S. and Zagenczyk, T.J.}, year={2018} }
 @inproceedings{zagenczyk_powell_scott_nielubowicz_2017, title={How exhausting!? An examination of the contagion effects of emotional exhaustion using social networks analysis}, booktitle={2017 Southern Management Association Conference}, author={Zagenczyk, T.J. and Powell, E.E. and Scott, K.L. and Nielubowicz, D.}, year={2017} }
 @inproceedings{stewart_scott_zagenczyk_may_2017, title={Resistance to change and organizational commitment in Russia and Ukraine}, booktitle={2017 British Association for Slavonic and East European Studies}, author={Stewart, W.H., Jr. and Scott, K. and Zagenczyk, T.J. and May, R.}, year={2017} }
 @article{scott_zagenczyk_gardner_li_cogliser_laverie_2017, title={Social Network Ties and Organizational Citizenship Behavior:Evidence of a Curvilinear Relationship}, volume={2017}, ISSN={0065-0668 2151-6561}, url={http://dx.doi.org/10.5465/ambpp.2017.101}, DOI={10.5465/ambpp.2017.101}, abstractNote={We examine the relationships between employee expressive (friendship) and instrumental (advice) network centrality and employee organizational citizenship behavior (OCB). Based on social exchange theory, we argue that centrality within the workplace friendship network will be positively and linearly related to employee OCB. Further, we draw on conservation of resources (COR) theory to predict a curvilinear (inverse U) relationship between employees’ advice network centrality and OCB such that employees will engage in higher levels of OCB at moderate levels of advice centrality than at low and high levels. The theoretical model is tested in an academic setting (using other reports of network ties and employee ratings of OCB) and a US-based organization (using dyadic responses from employees and their supervisors). The results support for the curvilinear relationship between advice tie centrality and OCB in both studies and support for the linear relationship between friendship centrality and OCB in Study 2...}, number={1}, journal={Academy of Management Proceedings}, publisher={Academy of Management}, author={Scott, Kristin L. and Zagenczyk, Thomas Joseph and Gardner, William L and Li, Siyuan and Cogliser, Claudia and Laverie, Debbie}, year={2017}, month={Aug}, pages={12120} }
 @inproceedings{scott_zagenczyk_li_gardner_cogliser_laverie_2017, title={Social network ties and organizational citizenship behavior: Evidence of a Curvilinear Relationship}, booktitle={2017 Society for Industrial and Organizational Psychology Conference}, author={Scott, K.L. and Zagenczyk, T.J. and Li, S. and Gardner, W. and Cogliser, C. and Laverie, D.}, year={2017} }
 @article{zagenczyk_smallfield_scott_galloway_purvis_2017, title={The Moderating Effect of Psychological Contract Violation on the Relationship between Narcissism and Outcomes: An Application of Trait Activation Theory}, volume={8}, url={http://dx.doi.org/10.3389/fpsyg.2017.01113}, DOI={10.3389/fpsyg.2017.01113}, abstractNote={We use trait activation and psychological contracts theories to build the argument that narcissism is a personality trait that will manifest itself in the form of exit and neglect when employees experience psychological contract violation. To test our hypotheses, we surveyed 262 employees from a wide array of industries working in different organizations at two points in time. Our results indicate that violation moderated the relationship between narcissism and exit such that narcissistic employees who experienced high levels of violation had higher levels of exit. However, we did not find support for our prediction regarding neglect. The findings suggest that the importance of narcissism at work may be contingent on the situation. Our study contributes to research on narcissism in the workplace, trait activation theory, and the role that individual differences play in shaping employee responses to psychological contract violation.}, journal={Frontiers in Psychology}, publisher={Frontiers Media SA}, author={Zagenczyk, Thomas J. and Smallfield, Jarvis and Scott, Kristin L. and Galloway, Bret and Purvis, Russell L.}, year={2017}, month={Jun} }
 @inproceedings{zagenczyk_gardner_scott_cogliser_laverie_li_2017, title={The burden of social network ties: Exploring the curvilinear relationship between advice and friendship ties and interpersonal citizenship behavior}, booktitle={2017 European Association of Work and Organizational Psychology Conference}, author={Zagenczyk, T.J. and Gardner, W. and Scott, K.L. and Cogliser, C. and Laverie, D. and Li, S.}, year={2017} }
 @article{zagenczyk_2016, title={A psychological contract with your employees can be just as important as a written one}, journal={Upstate Business Journal}, author={Zagenczyk, T.J.}, year={2016}, month={Oct} }
 @inproceedings{eisenberger_zheng_zagenczyk_meshdaghinia_shoss_2016, title={Employee reactions to favorable job conditions: Contributions of gratitude and indebtedness}, booktitle={2016 Academy of Management Conference}, author={Eisenberger, R. and Zheng, D. and Zagenczyk, T.J. and Meshdaghinia, S. and Shoss, M.}, year={2016} }
 @article{zagenczyk_cruz_scott_cheung_2015, title={"Culture, Psychological Contract Breach and Co-Worker Exclusion"}, volume={2015}, ISSN={0065-0668 2151-6561}, url={http://dx.doi.org/10.5465/ambpp.2015.13404abstract}, DOI={10.5465/ambpp.2015.13404abstract}, abstractNote={Social exclusion has negative implications in the workplace, yet we know little about its causes. We argue that psychological contract breach from the organization (towards a focal employee) will serve as a signal to co-workers in that the focal employee should be excluded. We further suggest that the individual-level cultural value of collectivism/individualism of focal employees will play an important role in determining the degree to which focal employees experience exclusion. Using a sample of 265 employees across two points in time, we found a positive association between psychological contract breach and co-worker exclusion and that focal employees’ collectivistic orientations weaken this positive relationship, while focal employees’ individualistic orientations strengthen this positive relationship.}, number={1}, journal={Academy of Management Proceedings}, publisher={Academy of Management}, author={Zagenczyk, Thomas J. and Cruz, Kevin S. and Scott, Kristin L. and Cheung, Janelle H}, year={2015}, month={Jan}, pages={13404} }
 @inproceedings{eisenberger_zhen_zagenczyk_mesdaghinia_2015, title={Employee reactions to favorable treatment: Contributions of gratitude and indebtedness}, booktitle={2015 Society for Industrial and Organizational Psychology Conference}, author={Eisenberger, R. and Zhen, D. and Zagenczyk, T.J. and Mesdaghinia, S.}, year={2015} }
 @article{restubog_zagenczyk_bordia_bordia_chapman_2015, title={If You Wrong Us, Shall We Not Revenge? Moderating Roles of Self-Control and Perceived Aggressive Work Culture in Predicting Responses to Psychological Contract Breach}, volume={41}, url={http://dx.doi.org/10.1177/0149206312443557}, DOI={10.1177/0149206312443557}, abstractNote={The authors develop and test a moderated mediation model that accounts for employee emotions (psychological contract violation), employee motivation (revenge cognitions), employee personality (self-control), and context (perceived aggressive culture) in the relationship between psychological contract breach and workplace deviance. In Sample 1, involving 146 hospitality workers and their peers, the authors found support for a conditional indirect effect of psychological contract violation in predicting workplace deviance via revenge cognitions for those employees who perceive a high as opposed to low aggressive work culture. In addition, they found that at high levels of perceived aggressive work culture, the conditional indirect effects of psychological contract violation in predicting workplace deviance via revenge cognitions were statistically significant for those employees with low as opposed to high self-control. These results were replicated in Sample 2 using an independent sample of 168 hospitality workers in a different cultural context. Overall, the results suggest that self-control and perceived aggressive culture, taken together, influence the enactment of deviant acts. Implications for research and practice are discussed.}, number={4}, journal={Journal of Management}, publisher={SAGE Publications}, author={Restubog, Simon Lloyd D. and Zagenczyk, Thomas J. and Bordia, Prashant and Bordia, Sarbari and Chapman, Georgia J.}, year={2015}, month={May}, pages={1132–1154} }
 @inproceedings{zagenczyk_purvis_2015, title={Leader-member exchange, perceived organizational support and outcomes: Moderating effects of perceived ethical climate}, booktitle={2015 Corporate Responsibility Conference}, author={Zagenczyk, T.J. and Purvis, R.L.}, year={2015} }
 @article{zagenczyk_purvis_2015, title={Multiplex Social Network Ties and Psychological Climate}, volume={2015}, ISSN={0065-0668 2151-6561}, url={http://dx.doi.org/10.5465/ambpp.2015.17574abstract}, DOI={10.5465/ambpp.2015.17574abstract}, abstractNote={Structuration theory suggests that the social context influences employees, and employees in turn influence the social context. Social influence research argues that this occurs as a result of social interaction that occurs through social networks. We test these theories using a social network methodology to explore whether social network ties relate to similarity in psychological climate perceptions. We find that high-trust friendship ties (not high- expertise or advice ties) are related to similarity in perceptions of psychological climate among an organization of IT project management employees. Further, psychological climate perceptions were significantly related to information systems development project performance.}, number={1}, journal={Academy of Management Proceedings}, publisher={Academy of Management}, author={Zagenczyk, Thomas J. and Purvis, Russell L.}, year={2015}, month={Jan}, pages={17574} }
 @inproceedings{cruz_zagenczyk_scott_cheung_2015, title={Psychological contract breach and co-worker exclusion: The moderating effects of collectivism/individualism}, booktitle={2015 Southwest Academy of Management Conference}, author={Cruz, K.S. and Zagenczyk, T.J. and Scott, K.L. and Cheung, J.H.}, year={2015} }
 @article{zagenczyk_purvis_shoss_scott_cruz_2015, title={Social Influence and Leader Perceptions: Multiplex Social Network Ties and Similarity in Leader–Member Exchange}, volume={30}, url={http://dx.doi.org/10.1007/s10869-013-9332-7}, DOI={10.1007/s10869-013-9332-7}, number={1}, journal={Journal of Business and Psychology}, publisher={Springer Science and Business Media LLC}, author={Zagenczyk, Thomas J. and Purvis, Russell L. and Shoss, Mindy K. and Scott, Kristin L. and Cruz, Kevin S.}, year={2015}, month={Mar}, pages={105–117} }
 @article{zagenczyk_cruz_cheung_scott_kiewitz_galloway_2015, title={The moderating effect of power distance on employee responses to psychological contract breach}, volume={24}, url={http://dx.doi.org/10.1080/1359432x.2014.961432}, DOI={10.1080/1359432x.2014.961432}, abstractNote={Understanding how employees’ cultural values are related to their responses to promises broken by their organizations (i.e., psychological contract breach) is important given today’s global workplace. Although past research has found that psychological contract breach is positively associated with employee exit, voice and neglect and negatively associated with loyalty, we know little about the role that cultural values play in this process. We explore the role that power distance orientation—an employee’s acceptance of power differentials in society—plays in employee responses to breach. We argue that employees with high power distance orientations will be more likely to respond passively to breach (loyalty and neglect), whereas employees with low power distance orientations will be more likely to exhibit active responses to psychological contract breach (exit and voice). We tested our notions using a sample of 265 employees from different cultures across two points in time. Employees with high power distance orientations were less likely to respond to psychological contract breach with exit and voice than employees with low power distance orientations. However, power distance orientation did not significantly moderate the relationships between psychological contract breach and neglect or loyalty, respectively. We discuss theoretical and practical implications of our findings.}, number={6}, journal={European Journal of Work and Organizational Psychology}, publisher={Informa UK Limited}, author={Zagenczyk, Thomas J. and Cruz, Kevin S. and Cheung, Janelle H. and Scott, Kristin L. and Kiewitz, Christian and Galloway, Bret}, year={2015}, month={Nov}, pages={853–865} }
 @article{purvis_zagenczyk_mccray_2015, title={What's in it for me? Using expectancy theory and climate to explain stakeholder participation, its direction and intensity}, volume={33}, url={http://dx.doi.org/10.1016/j.ijproman.2014.03.003}, DOI={10.1016/j.ijproman.2014.03.003}, abstractNote={Expectancy theory explains motivation on the degree to which an effort is perceived to lead to performance, performance leads to rewards, and the rewards offered are desirable. In this article, we draw on expectancy theory along with psychological and organizational climate research to understand whether and to what degree stakeholders will participate in the implementation of project management systems and complimentary software technologies. We contend that psychological and organizational climate influence perceptions relevant to expectancy, that in turn determine: a) whether or not stakeholders will participate in a project, b) whether they will help or harm the project, and c) whether a stakeholder is motivated to complete these actions. Data for the article is from three in-depth case studies. Results support that stakeholders assess the direction and strength of the psychological climate and that their assessments shape their motivation to participate in active support, token support, or counter-implementation actions.}, number={1}, journal={International Journal of Project Management}, publisher={Elsevier BV}, author={Purvis, Russell L. and Zagenczyk, Thomas J. and McCray, Gordon E.}, year={2015}, month={Jan}, pages={3–14} }
 @article{scott_ingram_zagenczyk_shoss_2015, title={Work-family conflict and social undermining behaviour: An examination of PO fit and gender differences}, volume={88}, url={http://dx.doi.org/10.1111/joop.12091}, DOI={10.1111/joop.12091}, abstractNote={In this study, we develop and test a novel theoretical model that addresses the relationship between work–family conflict (WFC), sex, PO fit perceptions (PO fit) and social undermining behaviour. Drawing on the source attribution perspective and role theory, we hypothesize that WFC is positively associated with social undermining behaviour at a later point in time and this relationship is explained in part by diminished PO fit perceptions. Furthermore, we argue that female employees reporting high levels of WFC are more likely to engage in undermining behaviour relative to men when PO fit is considered as a mediating variable. Specifically, we assert that PO fit is depleted to a larger extent for female than for male workers and, subsequently, is associated with higher levels of undermining behaviour. In a sample of over 300 full‐time working adults employed across a variety of occupations, we found support for each of our predictions. Implications for research and practice are addressed.}, number={1}, journal={Journal of Occupational and Organizational Psychology}, publisher={Wiley}, author={Scott, Kristin L. and Ingram, Amy and Zagenczyk, Thomas J. and Shoss, Mindy K.}, year={2015}, month={Mar}, pages={203–218} }
 @article{co-worker exclusion and employee outcomes: an investigation of the moderating roles of perceived organizational and social support_2014, volume={51}, url={http://dx.doi.org/10.1111/joms.12099}, DOI={10.1111/joms.12099}, abstractNote={Abstract}, number={8}, journal={Journal of Management Studies}, publisher={Wiley}, year={2014}, month={Dec}, pages={1235–1256} }
 @article{scott_zagenczyk_schippers_purvis_2014, title={Coworker Exclusion and employee outcomes: Moderating roles of organizational and social support}, volume={2014}, ISSN={0065-0668 2151-6561}, url={http://dx.doi.org/10.5465/ambpp.2014.14594abstract}, DOI={10.5465/ambpp.2014.14594abstract}, abstractNote={We integrate belongingness and social support theories to simultaneously consider the influence of work-related support (i.e., perceived organizational support; POS) and non-work-related support (i...}, number={1}, journal={Academy of Management Proceedings}, publisher={Academy of Management}, author={Scott, Kristin L. and Zagenczyk, Thomas J. and Schippers, Michaéla C. and Purvis, Russell L.}, year={2014}, month={Jan}, pages={14594} }
 @article{zagenczyk_restubog_kiewitz_kiazad_tang_2014, title={Psychological Contracts as a Mediator Between Machiavellianism and Employee Citizenship and Deviant Behaviors}, volume={40}, url={http://dx.doi.org/10.1177/0149206311415420}, DOI={10.1177/0149206311415420}, abstractNote={Results from four studies in multiple contexts drawing on different data sources provide full support for the proposition that Machiavellian employees prefer forming transactional psychological contracts (schemas of their employee–employer relationship that are economic in nature) and that such contracts mediate the relationship between Machiavellianism and supervisor-rated (a) organizational citizenship behaviors and (b) deviant behaviors, respectively. The authors’ research contributes to scholars’ understanding of the theoretical underpinnings of the relationship between Machiavellianism and contextual performance as well as to the psychological contracts literature by demonstrating that Machiavellianism influences contextual performance because it affects the manner in which employees construe their employment relationships.}, number={4}, journal={Journal of Management}, publisher={SAGE Publications}, author={Zagenczyk, Thomas J. and Restubog, Simon Lloyd D. and Kiewitz, Christian and Kiazad, Kohyar and Tang, Robert L.}, year={2014}, month={May}, pages={1098–1122} }
 @inproceedings{cruz_zagenczyk_cheung_scott_galloway_2014, title={The moderating effect of power distance on employee responses to psychological contract breach}, booktitle={2014 Society for Industrial and Organizational Psychology Conference}, author={Cruz, K.S. and Zagenczyk, T.J. and Cheung, J. and Scott, K.L. and Galloway, B.}, year={2014} }
 @article{scott_restubog_zagenczyk_2013, title={A social exchange-based model of the antecedents of workplace exclusion.}, volume={98}, url={http://dx.doi.org/10.1037/a0030135}, DOI={10.1037/a0030135}, abstractNote={We conducted 2 studies of coworker dyads to test a theoretical model exploring why and under what circumstances employees are the targets of workplace exclusion. Adopting a victim precipitation perspective, we integrate belongingness and social exchange theories to propose that employees who display workplace incivility are distrusted and therefore are targets of workplace exclusion. Highlighting the importance of the context of the perpetrator-target relationship, we also find support for the postulation that this mediated relationship is strengthened when the target employee is perceived to be a weak exchange partner and is attenuated when he or she is viewed as a valuable exchange partner. Theoretical and practical implications are discussed.}, number={1}, journal={Journal of Applied Psychology}, publisher={American Psychological Association (APA)}, author={Scott, Kristin L. and Restubog, Simon Lloyd D. and Zagenczyk, Thomas J.}, year={2013}, month={Jan}, pages={37–48} }
 @article{shoss_eisenberger_restubog_zagenczyk_2013, title={Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor's organizational embodiment.}, volume={98}, url={http://dx.doi.org/10.1037/a0030687}, DOI={10.1037/a0030687}, abstractNote={Why do employees who experience abusive supervision retaliate against the organization? We apply organizational support theory to propose that employees hold the organization partly responsible for abusive supervision. Depending on the extent to which employees identify the supervisor with the organization (i.e., supervisor's organizational embodiment), we expected abusive supervision to be associated with low perceived organizational support (POS) and consequently with retribution against the organization. Across 3 samples, we found that abusive supervision was associated with decreased POS as moderated by supervisor's organizational embodiment. In turn, reduced POS was related to heightened counterproductive work behavior directed against the organization and lowered in-role and extra-role performance. These findings suggest that employees partly attribute abusive supervision to negative valuation by the organization and, consequently, behave negatively toward and withhold positive contributions to it.}, number={1}, journal={Journal of Applied Psychology}, publisher={American Psychological Association (APA)}, author={Shoss, Mindy K. and Eisenberger, Robert and Restubog, Simon Lloyd D. and Zagenczyk, Thomas J.}, year={2013}, pages={158–168} }
 @inproceedings{zagenczyk_smallfield_scott_galloway_purvis_2013, title={Narcissism, violation, workplace deviance, and exit: An application of trait activation theory}, booktitle={2013 Academy of Management Conference}, author={Zagenczyk, T.J. and Smallfield, J.K. and Scott, K.L. and Galloway, B. and Purvis, R.L.}, year={2013} }
 @article{gibney_zagenczyk_masters_2013, title={The Face(book) of Unionism}, volume={4}, url={http://dx.doi.org/10.4018/ijep.2013100101}, DOI={10.4018/ijep.2013100101}, abstractNote={Information Communication Technology (ICT) offers unions a greater capacity to build cohesion and expand membership. An important issue in assessing the potential benefits of ICT is the nature and scope of union members’ use of this technology. Unions must have an Internet presence. Using data from a 2010 Current Population Survey (CPS), the authors examine the extent to which union members have and use computers and the Internet. In addition, the authors review Facebook pages and Twitter accounts established by or for national labor organizations. The authors find that labor union usage of these social networks has not produced anticipated usage by members.}, number={4}, journal={International Journal of E-Politics}, publisher={IGI Global}, author={Gibney, Ray and Zagenczyk, Tom and Masters, Marick F.}, year={2013}, month={Oct}, pages={1–12} }
 @article{restubog_zagenczyk_bordia_tang_2013, title={When employees behave badly: the roles of contract importance and workplace familism in predicting negative reactions to psychological contract breach}, volume={43}, url={http://dx.doi.org/10.1111/j.1559-1816.2013.01046.x}, DOI={10.1111/j.1559-1816.2013.01046.x}, abstractNote={Abstract}, number={3}, journal={Journal of Applied Social Psychology}, publisher={Wiley}, author={Restubog, Simon Lloyd D. and Zagenczyk, Thomas J. and Bordia, Prashant and Tang, Robert L.}, year={2013}, month={Mar}, pages={673–686} }
 @inproceedings{scott_ingram_zagenczyk_2013, title={Work-family conflict and social undermining behavior: An examination of gender differences}, booktitle={2013 Academy of Management Conference}, author={Scott, K.L. and Ingram, A. and Zagenczyk, T.J.}, year={2013} }
 @inproceedings{shoss_eisenberger_restubog_zagenczyk_2012, title={Blaming the organization for abusive supervision}, booktitle={2012 Society for Industrial and Organizational Psychology Conference}, author={Shoss, M. and Eisenberger, R. and Restubog, S.L.D. and Zagenczyk, T.J.}, year={2012} }
 @article{kiewitz_restubog_zagenczyk_scott_garcia_tang_2012, title={Sins of the parents: Self-control as a buffer between supervisors' previous experience of family undermining and subordinates' perceptions of abusive supervision}, volume={23}, url={http://dx.doi.org/10.1016/j.leaqua.2012.05.005}, DOI={10.1016/j.leaqua.2012.05.005}, abstractNote={Drawing upon social learning theory, the intergenerational transmission of violence hypothesis, and research on self-control, we develop a model of the relationships among previous experiences of family undermining, self-control, and abusive supervision. We tested the model with data obtained from supervisor–employee matched pairs in Study 1 and matched triads in Study 2. Results revealed that: 1) supervisors who experienced higher levels of family undermining (whether reported by the immediate supervisor or a sibling) during childhood are more likely to engage in abusive supervisory behaviors as adults; and 2) this relationship is moderated such that it is stronger for supervisors with low self-control. Overall, our results highlight the role of self-control in mitigating the impact of supervisors' previous experiences of family undermining on subordinate perceptions of abusive supervision, even after controlling for previously established antecedents.}, number={5}, journal={The Leadership Quarterly}, publisher={Elsevier BV}, author={Kiewitz, Christian and Restubog, Simon Lloyd D. and Zagenczyk, Thomas J. and Scott, Kristin D. and Garcia, Patrick Raymund James M. and Tang, Robert L.}, year={2012}, month={Oct}, pages={869–882} }
 @article{zagenczyk_cruz_woodard_walker_few_kiazad_raja_2012, title={The Moderating Effect of Machiavellianism on the Psychological Contract Breach–Organizational Identification/Disidentification Relationships}, volume={28}, ISSN={0889-3268 1573-353X}, url={http://dx.doi.org/10.1007/s10869-012-9278-1}, DOI={10.1007/s10869-012-9278-1}, number={3}, journal={Journal of Business and Psychology}, publisher={Springer Science and Business Media LLC}, author={Zagenczyk, Thomas J. and Cruz, Kevin S. and Woodard, Angela M. and Walker, J. Craig and Few, W. Timothy and Kiazad, Kohyar and Raja, Mohammed}, year={2012}, month={Oct}, pages={287–299} }
 @article{gibney_masters_zagenczyk_amlie_brady_2012, title={Union participation: A social exchange perspective}, volume={13}, journal={Journal of Management Policy and Practice}, author={Gibney, R. and Masters, M. and Zagenczyk, T.J. and Amlie, T. and Brady, S.}, year={2012}, pages={35–49} }
 @inproceedings{scott_zagenczyk_2011, title={A model of the antecedents of workplace exclusion: Incivility, distrust, and social exchange}, booktitle={2011 Academy of Management Conference}, author={Scott, K.D. and Zagenczyk, T.J.}, year={2011} }
 @inbook{arsal_thatcher_zagenczyk_mcknight_ahuja_2011, place={Hershey, PA}, title={Commitment, trust, and autonomy: Tying perceptions of the organization and the job to perceptions of IT}, booktitle={Organizational and End-User Interactions: New Perspectives}, publisher={IGI Global}, author={Arsal, R. and Thatcher, J.B. and Zagenczyk, T.J. and McKnight, D.H. and Ahuja, M.}, editor={Clake, S. and Dwivedi, A.Editors}, year={2011}, pages={248–271} }
 @article{gibney_zagenczyk_fuller_hester_caner_2011, title={Exploring Organizational Obstruction and the Expanded Model of Organizational Identification}, volume={41}, url={http://dx.doi.org/10.1111/j.1559-1816.2011.00748.x}, DOI={10.1111/j.1559-1816.2011.00748.x}, abstractNote={We argue that perceptions of organizational support and obstruction will have unique implications for employees' cognitive association and disassociation with their employers. As expected, the results of 2 studies support the hypothesis that perceived organizational support is positively related to an overlap in individual and organizational identities (i.e., organizational identification). Further, perceptions of organizational obstruction predict cognitive separation in individual and organizational identities (i.e., disidentification, ambivalent identification, and neutral identification). Implications for research and practice are discussed.}, number={5}, journal={Journal of Applied Social Psychology}, publisher={Wiley}, author={GIBNEY, RAY and ZAGENCZYK, THOMAS J. and FULLER, J. BRYAN and HESTER, KIM and CANER, TURANAY}, year={2011}, month={May}, pages={1083–1109} }
 @article{zagenczyk_gibney_few_scott_2011, title={Psychological Contracts and Organizational Identification: The Mediating Effect of Perceived Organizational Support}, volume={32}, url={http://dx.doi.org/10.1007/s12122-011-9111-z}, DOI={10.1007/s12122-011-9111-z}, number={3}, journal={Journal of Labor Research}, publisher={Springer Science and Business Media LLC}, author={Zagenczyk, Thomas J. and Gibney, Ray and Few, W. Timothy and Scott, Kristin L.}, year={2011}, month={Sep}, pages={254–281} }
 @misc{bosman_zagenczyk_2011, title={Revitalize Your Teaching: Creative Approaches to Applying Social Media in the Classroom}, ISBN={9783642203916 9783642203923}, url={http://dx.doi.org/10.1007/978-3-642-20392-3_1}, DOI={10.1007/978-3-642-20392-3_1}, journal={Social Media Tools and Platforms in Learning Environments}, publisher={Springer Berlin Heidelberg}, author={Bosman, Lisa and Zagenczyk, Tom}, year={2011}, pages={3–15} }
 @article{restubog_scott_zagenczyk_2011, title={When distress hits home: The role of contextual factors and psychological distress in predicting employees' responses to abusive supervision.}, volume={96}, url={http://dx.doi.org/10.1037/a0021593}, DOI={10.1037/a0021593}, abstractNote={We developed a model of the relationships among aggressive norms, abusive supervision, psychological distress, family undermining, and supervisor-directed deviance. We tested the model in 2 studies using multisource data: a 3-wave investigation of 184 full-time employees (Study 1) and a 2-wave investigation of 188 restaurant workers (Study 2). Results revealed that (a) abusive supervision mediated the relationship between aggressive norms and psychological distress, (b) psychological distress mediated the effects of abusive supervision on spouse undermining, (c) abusive supervision had a direct positive relationship with supervisor-directed deviance, (d) the positive relationship between psychological distress and spouse undermining was stronger for men as opposed to women, and (e) employees engaged in relationship-oriented occupations reported greater levels of abusive supervision and psychological distress. Implications for theory and practice are discussed.}, number={4}, journal={Journal of Applied Psychology}, publisher={American Psychological Association (APA)}, author={Restubog, Simon Lloyd D. and Scott, Kristin L. and Zagenczyk, Thomas J.}, year={2011}, pages={713–729} }
 @inproceedings{restubog_zagenczyk_scott_chapman_garcia_2010, title={Aren’t I the greatest of them all? Linking supervisor’s narcissistic personality to subordinate’s perceptions of abusive supervision}, booktitle={2010 Academy of Management Conference}, author={Restubog, S.L.D. and Zagenczyk, T.J. and Scott, K.D. and Chapman, G.J. and Garcia, P.R.J.M.}, year={2010} }
 @article{loh_restubog_zagenczyk_2010, title={Consequences of workplace bullying on employee identification and satisfaction among Australians and Singaporeans}, volume={41}, url={http://dx.doi.org/10.1177/0022022109354641}, DOI={10.1177/0022022109354641}, abstractNote={This study responds to the call for cross-cultural investigations of workplace bullying by examining the relationship between workplace bullying and attitudes among employees from two countries. The authors argue that employees from societies that are less inclined to accept that power differences exist as a result of structure (low power distance countries, e.g., Australia) will respond to workplace bullying more negatively than will employees from cultures that accept that power differences exist as a result of structure (high power distance, e.g., Singapore). In all, 165 Singaporean and 152 Australian employees completed surveys designed to assess workplace bullying, workgroup identification, and job satisfaction. Results showed that workplace bullying was negatively related to both workgroup identification and job satisfaction among employees from both countries. Moreover, national culture influenced the relationship between bullying and job satisfaction and workgroup identification such that the negative relationships between bullying and these attitudinal outcomes were stronger for Australians than Singaporeans.}, number={2}, journal={Journal of Cross-Cultural Psychology}, publisher={SAGE Publications}, author={Loh, M.I. and Restubog, S.D.L. and Zagenczyk, T.J.}, year={2010}, pages={236–252} }
 @article{kiazad_restubog_zagenczyk_kiewitz_tang_2010, title={In pursuit of power: The role of authoritarian leadership in the relationship between supervisors’ Machiavellianism and subordinates’ perceptions of abusive supervisory behavior}, volume={44}, url={http://dx.doi.org/10.1016/j.jrp.2010.06.004}, DOI={10.1016/j.jrp.2010.06.004}, abstractNote={In this paper, we considered both supervisor (personality and leadership behavior) and victim characteristics (organization-based self-esteem) in predicting perceptions of abusive supervision. We tested our model in two studies consisting of supervisor–subordinate dyads from Australia and the Philippines. Specifically, we found that: (1) supervisor Machiavellianism was positively associated with subordinate perceptions of abusive supervision; (2) subordinate perceptions of authoritarian leadership behavior fully mediated the relationship between supervisor Machiavellianism and abusive supervision, and (3) organization-based self-esteem (OBSE) moderated the relationship between authoritarian leadership and abusive supervision, such that low-OBSE employees were more likely to perceive higher levels of authoritarian leadership as abusive. Implications for research and practice are discussed.}, number={4}, journal={Journal of Research in Personality}, publisher={Elsevier BV}, author={Kiazad, Kohyar and Restubog, Simon Lloyd D. and Zagenczyk, Thomas J. and Kiewitz, Christian and Tang, Robert L.}, year={2010}, month={Aug}, pages={512–519} }
 @article{zagenczyk_scott_gibney_murrell_thatcher_2010, title={Social influence and perceived organizational support: A social networks analysis}, volume={111}, url={http://dx.doi.org/10.1016/j.obhdp.2009.11.004}, DOI={10.1016/j.obhdp.2009.11.004}, abstractNote={We suggest that employees’ perceptions of organizational support (POS) are not solely a product of independent evaluations of treatment offered by the organization, but are also shaped by the social context. We argue that coworkers will directly (through inquiry via cohesive friendship and advice ties) and indirectly (through monitoring of employees structurally equivalent in advice and friendship networks) affect employees’ perceived organizational support. Network studies in the admissions department of a large public university and a private company specializing in food and animal safety products indicate that employees’ POS are similar to those of coworkers with whom they maintain advice relationships as well as to those who hold structurally equivalent positions in organizational friendship and advice networks. Our work contributes to organizational support theory by developing and testing a theoretical explanation for the relationship between the social context and perceptions of support among employees. Implications for research and practice are offered.}, number={2}, journal={Organizational Behavior and Human Decision Processes}, publisher={Elsevier BV}, author={Zagenczyk, Thomas J. and Scott, Kristin D. and Gibney, Ray and Murrell, Audrey J. and Thatcher, Jason Bennett}, year={2010}, month={Mar}, pages={127–138} }
 @article{masters_gibney_zagenczyk_shevchuk_2010, title={Union Members’ Usage of IT}, volume={49}, url={http://dx.doi.org/10.1111/j.1468-232x.2009.00588.x}, DOI={10.1111/j.1468-232x.2009.00588.x}, abstractNote={An important issue in assessing the potential benefits of information technology (IT) as a tool for increasing labor’s effectiveness is union members’ use of IT. Using 2003 Current Population Survey data, we examine the union members’ IT and Internet usage at home and work. We find that union members are more intense users of IT at work than nonunionized employees and that high‐intensity IT users constitute about one‐third of the union sample.}, number={1}, journal={Industrial Relations: A Journal of Economy and Society}, publisher={Wiley}, author={MASTERS, MARICK F. and GIBNEY, RAY and ZAGENCZYK, THOMAS J. and SHEVCHUK, IRYNA}, year={2010}, month={Jan}, pages={83–90} }
 @inproceedings{scott_zagenczyk_2009, title={Citizenship behavior of included and excluded employees: A social network analysis}, booktitle={2009 Southern Management Association Conference}, author={Scott, K.D. and Zagenczyk, T.J.}, year={2009} }
 @article{zagenczyk_murrell_2009, title={It is Better to Receive than to Give: Advice Network Effects on Job and Work-Unit Attachment}, volume={24}, url={http://dx.doi.org/10.1007/s10869-009-9095-3}, DOI={10.1007/s10869-009-9095-3}, number={2}, journal={Journal of Business and Psychology}, publisher={Springer Science and Business Media LLC}, author={Zagenczyk, Thomas J. and Murrell, Audrey J.}, year={2009}, month={Jun}, pages={139–152} }
 @article{zagenczyk_gibney_kiewitz_restubog_2009, title={Mentors, supervisors and role models: do they reduce the effects of psychological contract breach?}, volume={19}, url={http://dx.doi.org/10.1111/j.1748-8583.2009.00097.x}, DOI={10.1111/j.1748-8583.2009.00097.x}, abstractNote={Psychological contract breach has become a significant problem for many organisations in today's business environment because it fosters a belief within employees that the organisation does not support them. Accordingly, we examine whether organisations can diminish the negative impact of psychological contract breach on perceived organisational support (POS) by providing employees with mentors, supportive supervisors and role models. In Study 1, we found that mentor relationships moderated the relationship between psychological contract breach and POS six months later. In Study 2, we showed that mentor relationships and supervisor support reduced the negative impact of contract breach on POS. Contrary to expectations, employees who maintained relationships with role models reported lower levels of POS in response to psychological contract breach than those employees who reported that they did not have role models in their organisations. Implications for research and practice are discussed.}, number={3}, journal={Human Resource Management Journal}, publisher={Wiley}, author={Zagenczyk, Thomas J. and Gibney, Ray and Kiewitz, Christian and Restubog, Simon Lloyd D.}, year={2009}, month={Jul}, pages={237–259} }
 @article{arsal_thatcher_zagenczyk_mcknight_ahuja_2009, title={Organizational Factors and Information Technology Use}, volume={21}, url={http://dx.doi.org/10.4018/joeuc.2009070103}, DOI={10.4018/joeuc.2009070103}, abstractNote={Studies of information technology (IT) use have focused on numerous antecedents to behavioral intent to use. Although some antecedents (such as subjective norms) reflect aspects of the organizational environment, most antecedents reflect beliefs or attitudes about the technology itself. Using TAM, social exchange theory, and social information processing theories as conceptual bases, we posit that general beliefs about the organizational environment influence IT use on the job. Specifically, we propose that affective commitment, autonomy, and team member trust will directly influence behavioral intent to use IT. However, TAM variables (perceived usefulness, subjective norm, and perceived ease of use) will mediate the effects of organizational variables on behavioral intent to use IT. The results provide initial evidence that organizational variables are related to behavioral intent to use IT, but only when IT is perceived to be useful, and subjective norms favor its use. We suggest that when introducing IT, managers need to pay attention not only to technology-related issues, but also to the broader organizational environment in which IT will be used. Implications for researchers and practitioners are offered.}, number={3}, journal={Journal of Organizational and End User Computing}, publisher={IGI Global}, author={Arsal, Riza Ergun and Thatcher, Jason Bennett and Zagenczyk, Thomas J. and McKnight, D. Harrison and Ahuja, Manju K.}, year={2009}, month={Jul}, pages={37–59} }
 @inproceedings{kiewitz_restubog_kiazad_zagenczyk_tang_2009, title={Sins of the father: The role of supervisors’ prior experience of family undermining in predicting subordinates’ perceptions of abusive supervision}, booktitle={2009 Academy of Management Conference}, author={Kiewitz, C. and Restubog, S.L.D. and Kiazad, K. and Zagenczyk, T.J. and Tang, R.L.}, year={2009} }
 @inbook{gibney_zagenczyk_masters_2009, title={Social Capital and the Practice Lens Approach}, ISBN={9781599048833 9781599048840}, url={http://dx.doi.org/10.4018/978-1-59904-883-3.ch117}, DOI={10.4018/978-1-59904-883-3.ch117}, abstractNote={Internet technology has enhanced the efficiency of the human resource (HR) function in organizations by making the use of self-service technology (SST) functionality commonplace. SST allows employees to enter information directly into a human resource information system (HRIS). It has reduced the time spent on administrative tasks by HR personnel by enabling employees to directly change information (e.g., address changes, benefit plan enrollments, etc.) through employee self-service (ESS) modules. Manager selfservice (MSS) allows managers to perform performance evaluations, transfer and termination paperwork, and pay-rate changes online.}, booktitle={Encyclopedia of Human Resources Information Systems: Challenges in e-HRM}, publisher={IGI Global}, author={Gibney, Ray and Zagenczyk, Thomas J. and Masters, Marick F.}, editor={Torres-Coronas, T. and Arias-Olivia, M.Editors}, year={2009}, pages={797–802} }
 @article{kiewitz_restubog_zagenczyk_hochwarter_2009, title={The Interactive Effects of Psychological Contract Breach and Organizational Politics on Perceived Organizational Support: Evidence from Two Longitudinal Studies}, volume={46}, url={http://dx.doi.org/10.1111/j.1467-6486.2008.00816.x}, DOI={10.1111/j.1467-6486.2008.00816.x}, abstractNote={abstract}, number={5}, journal={Journal of Management Studies}, publisher={Wiley}, author={Kiewitz, Christian and Restubog, Simon Lloyd D. and Zagenczyk, Thomas and Hochwarter, Wayne}, year={2009}, month={Jul}, pages={806–834} }
 @article{gibney_zagenczyk_masters_2009, title={The Negative Aspects of Social Exchange: An Introduction to Perceived Organizational Obstruction}, volume={34}, url={http://dx.doi.org/10.1177/1059601109350987}, DOI={10.1177/1059601109350987}, abstractNote={The authors introduce the concept of perceived organizational obstruction (POO) to fill a theoretical gap in the social exchange literature. They draw on four different samples of employees working in various organizations to: (a) generate items to measure POO, (b) assess the psychometric properties of the POO scale, (c) replicate the factor structure and other psychometric properties of the scale, (d) assess the discriminant validity with respect to existing measures of the employer—employee relationship, and (e) determine whether POO explains additional variance beyond existing constructs (perceived organizational support, psycholosgical contract breach, organizational politics, procedural justice, and organizational frustration) in the exit, voice, loyalty, and neglect framework. The results of this study indicate that the POO scale is internally consistent and unidimensional, demonstrates discriminant validity with respect to existing employer— employee relationship constructs, and explains additional variance in the exit, voice, loyalty, and neglect framework.}, number={6}, journal={Group & Organization Management}, publisher={SAGE Publications}, author={Gibney, Ray and Zagenczyk, Thomas J. and Masters, Marick F.}, year={2009}, month={Dec}, pages={665–697} }
 @inproceedings{restubog_scott_zagenczyk_2009, title={When anger hits home: Effects of aggressive work culture}, booktitle={2009 Academy of Management Conference}, author={Restubog, S.L.D. and Scott, K.D. and Zagenczyk, T.J.}, year={2009} }
 @article{masters_gibney_zagenczyk_2009, title={Worker Pay Protection: Implications for Labor’s Political Spending and Voice}, volume={48}, url={http://dx.doi.org/10.1111/j.1468-232x.2009.00575.x}, DOI={10.1111/j.1468-232x.2009.00575.x}, abstractNote={Labor’s participation in politics requires money. Within legal restrictions, unions use compulsory dues to pay for much of their involvement. Such usage has continually raised controversy, leading to a host of U.S. Supreme Court decisions to give nonmember dues‐payers the right to object to union political spending. We examine the current legal framework and are the first to report comprehensive data on union political spending financed from dues. We estimate the potential impact of a national “worker paycheck protection” law on labor’s political spending. With the potential to reduce money available to finance union involvement in politics, such a law may lessen the ability of labor to have its voice heard by lawmakers, especially in the face of shrinking density in the workforce. The importance of this is demonstrated by the large role unions played in the 2008 congressional and presidential elections. Despite Democratic victories in that historic year, “paycheck protection” is likely to loom large, fueled by efforts to enact the Employee Free Choice Act.}, number={4}, journal={Industrial Relations: A Journal of Economy and Society}, publisher={Wiley}, author={MASTERS, MARICK F. and GIBNEY, RAYMOND and ZAGENCZYK, THOMAS J.}, year={2009}, month={Oct}, pages={557–577} }
 @article{zagenczyk_murrell_gibney_2008, title={Effects of the physical work environment on the creation of individual‐ and group‐level social capital}, volume={15}, url={http://dx.doi.org/10.1108/19348830710868275}, DOI={10.1108/19348830710868275}, abstractNote={PurposeThe aim of this article is to examine how office designs influence social capital or the value inherent in relationships. More specifically, this article attempts to better understand the level to which the value of social capital accrues, either to the individual or to the group.}, number={2}, journal={International Journal of Organizational Analysis}, publisher={Emerald}, author={Zagenczyk, Thomas J. and Murrell, Audrey J. and Gibney, Ray}, year={2008}, month={Mar}, pages={119–135} }
 @article{zagenczyk_gibney_murrell_boss_2008, title={Friends Don't Make Friends Good Citizens, But Advisors Do}, volume={33}, url={http://dx.doi.org/10.1177/1059601108326806}, DOI={10.1177/1059601108326806}, abstractNote={The authors explore whether employees' willingness to perform organization citizenship behavior (OCB), or go “above and beyond” what is required by their jobs, is affected by social influence. The authors draw on social information processing and social learning theories to argue that OCB is contagious, or affected by the OCB of employees with whom a focal employee maintains social network ties. A study of admissions department employees reveals that strong advice ties between employees are positively and significantly related to similarity in OCB, whereas strong friendship ties and weak ties are not. Implications for research and practice, including suggestions for influencing ethical behavior in organizations, are discussed.}, number={6}, journal={Group & Organization Management}, publisher={SAGE Publications}, author={Zagenczyk, Thomas J. and Gibney, Ray and Murrell, Audrey J. and Boss, Scott R.}, year={2008}, month={Dec}, pages={760–780} }
 @article{zagenczyk_gibney_kiewitz_restubog_2008, place={Anaheim, CA}, title={SUPERVISORS, MENTORS, AND ROLE MODELS: DO THEY REDUCE THE EFFECTS OF PSYCHOLOGICAL CONTRACT BREACH?}, volume={2008}, ISSN={0065-0668 2151-6561}, url={http://dx.doi.org/10.5465/ambpp.2008.33664670}, DOI={10.5465/ambpp.2008.33664670}, abstractNote={We suggest that supportive supervision, mentoring relationships, and role model relationships will mitigate the negative effects of psychological contract breach. Supervisor support and mentoring relationships buffered the negative effects of psychological contract breach on employees' perceived organizational support. However, employees with role models had stronger negative reactions to breach.}, number={1}, journal={Academy of Management Proceedings}, publisher={Academy of Management}, author={Zagenczyk, Thomas J. and Gibney, Ray and Kiewitz, Christian and Restubog, Simon Loyd D.}, year={2008}, month={Aug}, pages={1–6} }
 @misc{masters_gibney_shevchuk_zagenczyk_2008, title={The State as Employer}, url={http://dx.doi.org/10.4135/9781849200431.n16}, DOI={10.4135/9781849200431.n16}, journal={The SAGE Handbook of Industrial Relations}, publisher={SAGE Publications Ltd}, author={Masters, Marick F. and Gibney, Ray and Shevchuk, Iryna and Zagenczyk, Tom}, year={2008}, pages={305–324} }
 @inproceedings{zagenczyk_restubog_kiewitz_kiazad_tang_2008, title={The portrait of a Machiavellian employee: Interactive effects of Machiavellianism and psychological contract orientation in predicting work behaviors}, booktitle={2008 Academy of Management Conference}, author={Zagenczyk, T.J. and Restubog, S.L.D. and Kiewitz, C. and Kiazad, K. and Tang, R.L.}, year={2008} }
 @article{masters_gibney_zagenczyk_2007, title={Is union political action compatible with organizing? some preliminary evidence}, volume={10}, url={http://dx.doi.org/10.1108/ijotb-10-03-2007-b005}, DOI={10.1108/ijotb-10-03-2007-b005}, abstractNote={Unions face serious challenges, which raise questions about organizational priorities. An issue important to the recent breakup of the AFLCIO is the priority given political action vis-à-vis organizing. We examine competing theoretical perspectives on the potential relationship between union political action and organizing effectiveness. We present evidence on the scope of union political spending and conduct a preliminary analysis of its correlation with organizing. Our results indicate a negative relationship, but we urge a cautious interpretation. Theory raises substantial doubts about political activity as a motivation for joining a union. We urge more research.}, number={3}, journal={International Journal of Organization Theory & Behavior}, publisher={Emerald}, author={Masters, Marick F. and Gibney, Ray and Zagenczyk, Thomas J.}, year={2007}, month={Mar}, pages={367–385} }
 @inproceedings{zagenczyk_murrell_bruns_gibney_2007, title={Role models as social influence agents: Effects on organizational support, commitment, and job satisfaction}, booktitle={2007 Academy of Management Conference}, author={Zagenczyk, T.J. and Murrell, A.J. and Bruns, R. and Gibney, R.}, year={2007} }
 @inproceedings{gibney_zagenczyk_fuller_hester_caner_2007, title={Social exchange and organizational identification: The differing effects of organizational obstruction and support}, booktitle={2007 Academy of Management Conference}, author={Gibney, R. and Zagenczyk, T.J. and Fuller, J.B. and Hester, K. and Caner, T.}, year={2007} }
 @inproceedings{zagenczyk_gibney_murrell_2006, title={Do social networks influence employees’ perceptions of organizational support?}, booktitle={2006 Academy of Management Conference}, author={Zagenczyk, T.J. and Gibney, R. and Murrell, A.J.}, year={2006} }
 @inbook{murrell_zagenczyk_2006, place={Westwood, CT}, title={Gender, race, and role model status: The impact of informal mentoring relationships in management careers}, booktitle={Gender, Ethnicity and Race in the Workplace}, publisher={Greenwood/Praeger Publishers}, author={Murrell, A.J. and Zagenczyk, T.J.}, editor={Karsten, M.Editor}, year={2006} }
 @article{masters_gibney_zagenczyk_2006, title={The AFL-CIO v. CTW: The competing visions, strategies, and structures}, volume={27}, url={http://dx.doi.org/10.1007/s12122-006-1016-x}, DOI={10.1007/s12122-006-1016-x}, number={4}, journal={Journal of Labor Research}, publisher={Springer Science and Business Media LLC}, author={Masters, Marick F. and Gibney, Ray and Zagenczyk, Tom}, year={2006}, month={Dec}, pages={473–504} }
 @inproceedings{murrell_zagenczyk_2006, title={The gendered nature of role model status: An empirical study}, booktitle={2006 Academy of Management Conference}, author={Murrell, A.J. and Zagenczyk, T.J.}, year={2006} }
 @article{murrell_zagenczyk_2006, title={The gendered nature of role model status: an empirical study}, volume={11}, url={http://dx.doi.org/10.1108/13620430610692953}, DOI={10.1108/13620430610692953}, abstractNote={PurposeThe purpose of this paper is to understand better the gendered nature of role model status within organizations. The paper aims to argue that women require organizational legitimacy to be perceived as a role model, whereas men rely primarily on the strength of social ties within their friendship networks.}, number={6}, journal={Career Development International}, publisher={Emerald}, author={Murrell, Audrey J. and Zagenczyk, Thomas J.}, year={2006}, month={Oct}, pages={560–578} }
 @inproceedings{zagenczyk_2005, title={The moderating effect of POS on the relationship between psychological contract breach and outcomes}, booktitle={2005 Academy of Management Conference}, author={Zagenczyk, T.J.}, year={2005} }
 @inproceedings{zagenczyk_murrell_ptaszenski_2005, title={The ties that bind: Advice network centrality effects on job involvement and work-unit commitment}, booktitle={2005 Southwest Academy of Management Conference}, author={Zagenczyk, T.J. and Murrell, A.J. and Ptaszenski, M.}, year={2005} }
 @inproceedings{zagenczyk_2004, title={The effect of the physical work environment on the development of linking and communal social capital}, booktitle={2004 Academy of Management Conference}, author={Zagenczyk, T.J.}, year={2004} }
 @article{zagenczyk_2004, title={Using Social Psychology to Explain Stakeholder Reactions to an Organization's Social Performance}, volume={109}, url={http://dx.doi.org/10.1111/j.0045-3609.2004.00007.x}, DOI={10.1111/j.0045-3609.2004.00007.x}, abstractNote={No abstract available.}, number={1}, journal={Business and Society Review}, publisher={Wiley}, author={Zagenczyk, Thomas J.}, year={2004}, month={Mar}, pages={97–101} }
 @inproceedings{zagenczyk_murrell_2003, title={An attribution model of stakeholder perceptions of the firm}, booktitle={2003 Academy of Management Conference}, author={Zagenczyk, T.J. and Murrell, A.J.}, year={2003} }