Dr. Moss received her Ph.D. in 1991 from Florida State University. She joined the Babcock School in June 2005. Prior to her current position, she served as an associate professor in the department of management and international business and served for five years as the faculty director for the Executive MBA Program at Florida International University. Her research interests include attribution theory, feedback, abusive supervision, leader-member exchange, leader emergence and meaningful work. Her work has been published in various academic journals including Academy of Management Journal, Organizational Behavior and Human Decision Processes, Journal of Organizational Behavior, Journal of Management and Academy of Management Executive. Dr. Moss is actively involved in several professional organizations including the Academy of Management and Southern Management Association, where she served a 3-year term as Secretary and Membership Chair. She has consulted and conducted training workshops for a variety of local, national and multinational organizations. Most of her training focuses on improving performance and employee development through effective managerial decision making.

Organizational behavior; Meaningful work, Attribution Theory; Performance management; Performance feedback; Leadership & supervision; Abusive supervision; Gender and leader emergence; Meaningfulness of Work, multiple job holding

• Ph D, Florida State University (Organizational Behavior) - 1991
• BS, Florida State University (Management) - 1986

Research Interests

• meaningful work, multiple job holding, authenticity, feedback dynamics, abusive supervision

Teaching Interests

• MBA Organizational Behavior

• Moss, S. E., Kessler, S., Martinko, M. J.,  Mackey, J. (Forthcoming). The relationship between leader affect, presidential approval, and the adoption of COVID-19 personal protective behaviors. Journal of Leadership & Organizational Studies.
• Wang, Z., Song, L. J.,  Moss, S. E. (Forthcoming). Serving the customer, serving the family and serving the employee: Toward a comprehensive understanding of the effects of service-oriented high-performance work systems. International Journal of Human Resource Management.
• Song, M., Gok, K., Moss, S. E.,  Borkowski, N. (Forthcoming). The impact of perceived dissimilarity on feedback avoidance behavior: Testing a multiple mediation model. International Journal of Conflict Management.
• Moss, S. E. (2021). Causes of abusive supervision: The case of bullying in academic science.  Morteza Mahmoudi (Ed.), A Brief Guide to Academic Bullying (pp. 17-30). Singapore: Jenny Stanford Publishing.
• Moss, S. E. (2021). Possible solutions to academic bullying in higher education.  Morteza Mahmoudi (Ed.), A brief guide to academic bullying (pp. 77-96). : Jenny.
• Moss, S. E. (2021). Targets' responses to abusive supervision.  Morteza Mahmoudi (Ed.), A brief guide to academic bullying (pp. 31-44). Singapore: Jenny Stanford Publishing.
• Moss, S. E.,  Mahmoudi, M. (2021). STEM thebullying: An empirical investigation of abusive supervision in academic science. EClinicalMedicine
• Mahmoudi, M., Moss, S. E.,  Keashly, L. (2021). The absence of legal remedies following academic bullying. BioImpacts, 11
• Moss, S. E., Song, M., Hannah, S., Wang, Z.,  Sumanth, J. (2020). The duty to improve oneself: How duty orientation mediates the relationship between ethical leadership and followers' feedback seeking and avoiding behavior. Journal of Business Ethics  | more information
• Campion, E. D., Caza, B. B.,  Moss, S. E. (2020). Multiple Jobholding: A Systematic Literature Review and Future Research Agenda. Journal of Management, In press
• McAllister, C., Moss, S. E.,  Martinko, M. (2019). Why likable leaders seem more effective. HBR.org
• Mahmoudi, M.,  Moss, S. E. (2019). Expose institutions' bullying records. Nature, 572
• Mahmoudi, M.,  Moss, S. E. (2019). Scarcity of lab positions in high-ranked institutions creates a breeding ground for bullies. BioImpacts, 9 (4),  251.
• Caza, B. B., Moss, S. E.,  Vough, H. (2018). From synchronizing to harmonizing:The process of authenticating multiple work identities. Administrative Science Quarterly  | more information
• Khan, A., Moss, S. E., Quratulain, S.,  Hameed, I. (2018). When and How Subordinate Performance Leads to Abusive Supervision: A Social Dominance Perspective. Journal of Management
• Moss, S. E. (2018). Research is Set Up for Bullies to Thrive. Nature, 500,  529.  | more information
• Martinko, M. J., Mackey, J., Moss, S. E., Harvey, P., McAllister, C.,  Brees, J. (2018). An Exploration of the Role of Subordinate Affect in Leader Evaluations. Journal of Applied Psychology
• Moss, S. E. (2016). Why Some Bosses Bully Their Best Employees. HBR.org
• Tepper, B. J., Moss, S. E.,  Duffy, M. K. (2011). Predictors of abusive supervision: Supervisor perceptions of deep-level dissimilarity, relationship conflict and subordinate performance. Academy of Management Journal
• Moss, S. E., Sanchez, J. I., Brumbaugh, A. M.,  Borkowski, N. (2009). The Mediating Role of Feedback Avoidance Behavior in the LMX - Performance Relationship. Group and Organization Management, 34,  645-664.
• Moss, S. E., Tepper, B. J., Lockhart, D.,  Carr, J. C. (2007). Abusive supervision, upward maintenance communication, and subordinates' psychological distress. Academy of Management Journal, 50 (5),  1169-1180.
• Moss, S. E., Martinko, M. J., Douglas, S. C.,  Borkowski, N. (2007). Anticipating the inevitable: When leader and member atrribution styles clash. Organizational Behavior and Human Decision Processes, 104 (2),  158-174.  | more information
• Moss, S. E.,  Martinko, M. J. (2004).An exploratory study of workplace aggression. Attribution Theory in the Organizational Sciences.  | more information
• Moss, S. E.,  Sanchez, J. I. (2004). Are your employees avoiding you? Managerical strategies for closing the feedback gap. Academy of Management Executive, 18 (1),  32-46.  | more information
• Moss, S. E. (2004). Multiple dimensions of racioethnicity: Physioethnicity, socioethnicity and psychoethnicity. Journal of management Development,  500-517.  | more information
• Moss, S. E., Friday, S. S.,  Friday, E. (2004). Socioethnic explanations for racioethnic differences in job satisfaction. Journal of Management Development,  152-168.  | more information
• Moss, S. E., Valenzi, E. R.,  Taggart, W. (2003). Are you hiding from your boss? The development of a taxonomy and instrument to measure the feedback management behaviors of good and bad performers. Journal of Management, 29 (4),  487-510.
• Moss, S. E.,  Martinko, M. J. (1998). The effects of performance attributions and outcome dependence on leader feedback behavior following poor subordinate performance. Journal of Organizational Behavior, 19,  259-274.
• Moss, S. E.,  Lawrence, K. J. (1997). The effects of priming on the self-reporting of perceived stressors and strains. Journal of Organizational Behavior, 18
• Moss, S. E.,  Kent, R. L. (1994). The effects of sex and gender-role on leader emergence. Academy of Management Journal, 37 (2),  1335-1346.
• Mahmoudi, M.,  Moss, S. E. (). The absence of legal remedies following academic bullying. BioImpacts, 10 (2)
• Campion, E. D., Caza, B. B.,  Moss, S. E. (). Multiple jobholding: A systematic literature review and future research agenda. Journal of Management, 46 (1),  165-191.
• Mahmoudi, M., Ameli, S.,  Moss, S. E. (). The urgent need for modification of scientific ranking indexes to facilitate scientific progress and diminish academic bullying. BioImpacts, 9

• 2019 - High Impact Research Award, Wake Forest University
• 2018 - Benson Pruitt Professor in Business, Wake Forest University
• 2018 - Benson Pruitt Professor in Business
• 2012 - Social Science Research Grant, WFU Provost's Office
• 2008 - Cowan Research Award, Babcock Graduate School of Management
• - Kienzle Teaching Award, Fulll Time MBA Program Alumni
• - Service Award, School of Business

• June 1, 2018 - Multiple Work Identities , Parsing Science| more information
• May 2, 2018 - How having multiple jobs impacts your Identity , Quartz at Work| more information
• February 26, 2018 - The Why Factor: Bullies , BBC| more information
• January 8, 2018 - Bosses Behaving Badly , Charlotte Talks (NPR Affiliate WFAE)| more information
• June 20, 2013 - On Point with Tom Ashbrooke , National Public Radio (NPR)| more information
• November 9, 2012 - Scrappy People Find Meaning at Work , Huffington Post| more information
• June 20, 2012 - On Having Most of Both:Marissa Mayer's Choice , Huffington Post| more information
• February 24, 2011 - Finding Meaning in Working at WalMart , Huffington Post| more information
• February 3, 2011 - Why We Work:Finding Meaning in Your Job , Huffington Post| more information
• January 6, 2008 - Imparting Knowledge: WFU's Nicaragua Project shows Third World entrepreneurs how to improve their businesses , Winston-Salem Journal
• January 6, 2007 - Imparting Knowledge: WFU's Nicaragua Project shows Third World entrepreneurs how to improve their businesses , Winston-Salem Journal
• August 3, 2006 - Personality assessments help firms in hiring process , Business Journal-Triad