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Psychology

D-Index
39
Citations
15434
World Ranking
8375
National Ranking
4463

Overview

Maureen L. Ambrose is affiliated with the University of Central Florida in the United States and conducts research primarily within the social sciences. Their academic focus spans several interconnected subfields, including sociology and political science, social psychology, organizational behavior and human resource management, clinical psychology, and gender studies.

Their research topics cover a broad range of issues related to workplace dynamics and psychological well-being. Key areas of study include job satisfaction and organizational behavior, work-family balance challenges, psychological well-being and life satisfaction, emotional labor in professions, workplace violence and bullying, gender diversity and inequality, and counseling practices and supervision.

Ambrose has contributed to research published in several academic venues, with frequent publications appearing in the Journal of Applied Psychology, Journal of Management, Academy of Management Proceedings, Journal of Organizational Behavior, and Human Performance.

  • Lauren Rachel Locklear
  • Shannon G. Taylor
  • Todd Bodner
  • Sharon Sheridan
  • Deshani B. Ganegoda

Recent papers authored or co-authored by Ambrose include:

  • "Abusive according to whom? Manager and subordinate perceptions of abusive supervision and supervisors' performance," 2020, Journal of Organizational Behavior
  • "Coworker Fair Behavior Measure," 2021, PsycTESTS Dataset
  • "How a gratitude intervention influences workplace mistreatment: A multiple mediation model," 2020, Journal of Applied Psychology
  • "My Cup Runneth Over: A Daily Study of the Energy Benefits for Supervisors Who Feel Appreciated by Their Subordinates," 2020, Journal of Management
  • "Toxic Triads: Supervisor Characteristics, Subordinate Self-Esteem, and Supervisor Stressors in Relation to Perceptions of Abusive Supervision," 2023, Human Performance

Best Publications

  • Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs.

    Marie S. Mitchell;Maureen L. Ambrose

  • Old Friends, New Faces: Motivation Research in the 1990s:

    Maureen L. Ambrose;Carol T. Kulik

  • The role of overall justice judgments in organizational justice research: A test of mediation.

    Maureen L. Ambrose;Marshall Schminke

  • Sabotage in the workplace: The role of organizational injustice

    Maureen L Ambrose;Mark A Seabright;Marshall Schminke

  • Organization structure as a moderator of the relationship between procedural justice, interactional justice, perceived organizational support, and supervisory trust

    Maureen L. Ambrose;Marshall Schminke

  • Individual and corporate dispute resolution: Using procedural fairness as a decision heuristic.

    E. Allan Lind;Carol T. Kulik;Maureen Ambrose;Maria V. de Vera Park

  • The effect of leader moral development on ethical climate and employee attitudes

    Marshall Schminke;Maureen L. Ambrose;Donald O. Neubaum

  • Procedural and distributive justice are more similar than you think: A monistic perspective and a research agenda.

    Russell Cropanzano;Maureen L. Ambrose

  • The effect of organizational structure on perceptions of procedural fairness.

    Marshall Schminke;Maureen L. Ambrose;Russell S. Cropanzano

  • Personal and Situational Determinants of Referent Choice

    Carol T. Kulik;Maureen L. Ambrose

  • Individual Moral Development and Ethical Climate: The Influence of Person–Organization Fit on Job Attitudes

    Maureen L. Ambrose;Anke Arnaud;Marshall Schminke

  • Contemporary justice research: A new look at familiar questions

    Maureen L Ambrose

  • The relationship between justice and attitudes: An examination of justice effects on event and system-related attitudes

    Maureen Ambrose;Ronald L. Hess;Shankar Ganesan

  • A longitudinal analysis of organizational fairness: An examination of reactions to tenure and promotion decisions.

    Maureen L. Ambrose;Russell Cropanzano

  • The Effect of Ethical Frameworks on Perceptions of Organizational Justice

    Marshall Schminke;Maureen L. Ambrose;Terry W. Noel

  • Trickle-down effects of supervisor perceptions of interactional justice: a moderated mediation approach.

    Maureen L. Ambrose;Marshall Schminke;David M. Mayer

  • Relations Between Situational Factors and the Comparative Referents Used by Employees

    Greg R. Oldham;Carol T. Kulik;Lee P. Stepina;Maureen L. Ambrose

  • Relations between job facet comparisons and employee reactions.

    Greg R Oldham;Carol T Kulik;Maureen L Ambrose;Lee P Stepina

  • Cheating under pressure: A self-protection model of workplace cheating behavior.

    Marie S. Mitchell;Michael D. Baer;Maureen L. Ambrose;Robert Folger

  • Measuring Justice and Fairness

    Jason A. Colquitt;Jessica B. Rodell

  • Abusive supervision climate: : A multiple-mediation model of its impact on group outcomes

    Manuela Priesemuth;Marshall Schminke;Maureen L. Ambrose;Robert Folger

  • Personal and Situational Determinants of Referent Choice

    Unknown

  • RESEARCH REPORTS The Role of Overall Justice Judgments in Organizational Justice Research: A Test of Mediation

    Maureen L. Ambrose;Marshall Schminke

Frequent Co-Authors

Marshall Schminke
Marshall Schminke University of Central Florida
Carol T. Kulik
Carol T. Kulik University of South Australia
Robert Folger
Robert Folger University of Central Florida
Russell Cropanzano
Russell Cropanzano University of Colorado Boulder
Greg R. Oldham
Greg R. Oldham Tulane University
E. Allan Lind
E. Allan Lind Duke University
David M. Mayer
David M. Mayer University of Michigan–Ann Arbor
Aleksander P. J. Ellis
Aleksander P. J. Ellis University of Arizona
Bennett J. Tepper
Bennett J. Tepper The Ohio State University
Francesca Gino
Francesca Gino Harvard University

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