Click the image for faculty bio.
|William Gillis, Ph.D.||MCOB 341
|Carl C. Moore, PhD|
|Marjorie Icenogle, Ph.D.|
|Paul Pietri, D.B.A.||MCOB 310
|Robert A. Shearer, J.D.|
|Ben May Chair of Business|
|Craig Pearce, Ph.D., Distinguished Professor of Management||MCOB 347
|Treena Finney, Ph.D.||MCOB 351
|Jeanne Maes, Ph.D.||MCOB 344
|Donald C. Mosley, Jr., Ph.D.||MCOB 123
|David Turnipseed, Ph.D.||MCOB 230
|Kelly Woodford, JD||MCOB 133
|Teresa Weldy, Ph.D.||MCOB 349
|Ronald Eastburn, DM||MCOB 340
|Thomas Nelson, Ph.D.||MCOB 116
|Mickey Smith, Ph.D.||MCOB 347
|Christina Wassenaar||MCOB 343
|Clinton King, MBA||MCOB 157
|Jennifer Edwards||MCOB 119
|David Smith||MCOB 327
|Cynthia Garey||MCOB 346
Ph.D. in Management – Oklahoma State University
M.A. in Industrial-Organizational Psychology – University of West Florida
B.A. in Psychology – University of South Alabama
Dr. Smith conducts research on various factors that predict and explain job performance and employee behaviors. Specifically, his research focuses on both individual-level and group-level predictors of performance. For instance, he examines individual differences (e.g., personality) and team-level climates (e.g., climate for involvement). His research has been published in various refereed journals that include Journal of Management, Journal of Organizational Behavior, Personality and Individual Differences, and International Journal of Human Resource Management. He has presented his research at several national and international professional conferences, and he has acted as a consultant for organizations in various industries (e.g., healthcare, government, chemical).
Smith, M.B., Hill, A.D., Wallace, J.C., Recendes, T., & Judge, T.A. (forthcoming, 2018). The upside to dark and downside to bright personality: A review and future research agenda. Journal of Management.
Smith, M.B., & Webster, B.D. (forthcoming, 2018). Narcissus the innovator? The relationship between grandiose narcissism, innovation, and adaptability. Personality and Individual Differences, 121, 67-73.
Smith, M.B., & Webster, B.D. (2017). A moderated mediation model of Machiavellianism, social undermining, political skill, and supervisor-rated job performance. Personality and Individual Differences, 104, 453-459.
Wallace, J.C., Butts, M., Stevens, F., Johnson, P.D., & Smith, M.B. (2016). A multilevel model of employee innovation: Understanding the effects of regulatory focus, thriving, and employee involvement climate. Journal of Management, 42, 982-1004.
Smith, M.B., Wallace, J.C., Vandenberg, R.J., & Mondore, S. (2016). Employee involvement climate, task and citizenship performance, and instability as a moderator. International Journal of Human Resource Management, 1-22.
Smith, M.B., Wallace, J.C., & Jordan, P. (2016). When the dark ones become darker: How promotion focus moderates the effects of the Dark Triad on supervisor performance ratings. Journal of Organizational Behavior, 37, 236-254.
Johnson, P.D., Smith, M.B., Wallace, J.C., Hill, A.D., & Baron, R.A. (2015). A review of multilevel regulatory focus in organizations. Journal of Management, 41, 1501-1529.
Academy of Management
Society of Industrial and Organizational Psychology
Southern Management Association