Stephanie C. Payne
I examine how individual differences facilitate (or inhibit) the effectiveness of human resource practices and how organizational initiatives can be implemented to be mutually beneficial for both the employee and the organization. Some specific topics of interest include: individual differences, performance appraisal and management, safety climate, family-friendly initiatives, predictors of turnover (commitment, mentoring, and work-family conflict).
Thompson, R. J., Payne, S. C., Alexander, A. L., Gaskins, V. A., & Henning, J. B. (in press). A taxonomy of employee motives for telework. Occupational Health Science.
Payne, S. C., Thompson, R. J., & Greer, T. W. (2021). A call for I-O psychologists to contribute to business continuity planning and assessment. Industrial-Organizational Psychology: Perspectives on Science and Practice.
He, Y., Zimmerman, C. A., Carter-Sowell, A. R., & Payne, S. C. (2020). It’s the reoccurring thoughts that matter: Rumination over workplace ostracism. Occupational Health Science, 4, 519-540. https://doi.org/10.1007/s41542-020-00076-z
He, Y., Walker, J. M., Payne, S. C., & Miner, K. N. (2020). Explaining the negative impact of workplace incivility on work and non-work outcomes: The roles of negative rumination and organizational support. Stress and Health, 37, 297-309. doi: 10.1002/smi.2988
Xu, X., & Payne, S. C. (2020). When do job resources buffer the effect of job demands? International Journal of Stress Management, 27(3), 226-240. doi: 10.1037/str0000146
He, Y., Payne, S. C., Yao, X., & Smallman, R. (2020). Improving workplace safety by thinking about what might have been: To what extent, why, and when does counterfactual thinking influence workplace safety behavior? Journal of Safety Research, 72, 153-164. doi: 10.1016/j.jsr.2019.12.010