Mel Fugate
Biographic Data
| ID | 3477157 |
|---|---|
| NAME | Mel Fugate |
| GIVEN NAMES | Mel |
| FAMILY NAME | Fugate |
| SIGNATURE | FUGATE M |
| AFFILIATIONS | Southern Methodist University |
| ORCID | 0000-0001-6715-3245 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 17 |
| WORKS AS AUTHOR | 7 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2004 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Making Sense of Employee Responses to Organizational Change
How employees respond to organizational change is critical to the success of change initiatives. Scholars from diverse research communities have developed a wide range of theories to explain why some employees support while others resist organizational change. However, making sense of this theoretical diversity remains a key challenge for researchers aiming to advance both organizational change theory and practice across research communities. To …
Sustainable careers across the lifespan
Congruence work in stigmatized occupations
Although research has established that it is often difficult for individuals engaged in dirty work to adjust to stigma and the attributes giving rise to stigma, little theory or empirical work addresses how managers may help workers adjust to dirty work. Interviews with managers across 18 dirty work occupations—physically tainted (e.g., animal control), socially tainted (e.g., corrections), and morally tainted (e.g., exotic entertainment)—indicat…
Whistle While You Work
There has been a growing interest in leader emotion in organizational scholarship. Concomitantly, the body of research on self-leadership continues to expand. Nonetheless, relatively little work has focused on emotional self-leadership. We address this void by exploring intrapersonal and interpersonal aspects of emotional self-leadership and its inherent challenges and opportunities. Specifically, we examine how emotional self-leadership strategi…
Thoughts and Feelings About Organizational Change
This longitudinal field study examines the relationships among the three focal constructs within appraisal theory—appraisal, emotion, and coping—at the beginning of change and their relationship with employee withdrawal at the end of an organizational restructuring. New theory is used to integrate past theory and research to propose and test a model containing synchronous reciprocal relationships between negative appraisal and negative emotions. …
Attributional Style in Work Settings
We developed the Work Attributional Style Questionnaire to assess one's attributional propensities in work settings. In Study 1, a tendency to attribute positive events to internal, stable, global, and controllable causes was associated with positive work adjustment (i.e., low helplessness and depression). Study 2 revealed similar results; however, a factor structure comprised of only 2 dimensions (controllability/internality and stability/global…
Employability
Congruence work in stigmatized occupations
Although research has established that it is often difficult for individuals engaged in dirty work to adjust to stigma and the attributes giving rise to stigma, little theory or empirical work addresses how managers may help workers adjust to dirty work. Interviews with managers across 18 dirty work occupations—physically tainted (e.g., animal control), socially tainted (e.g., corrections), and morally tainted (e.g., exotic entertainment)—indicat…
Whistle While You Work
There has been a growing interest in leader emotion in organizational scholarship. Concomitantly, the body of research on self-leadership continues to expand. Nonetheless, relatively little work has focused on emotional self-leadership. We address this void by exploring intrapersonal and interpersonal aspects of emotional self-leadership and its inherent challenges and opportunities. Specifically, we examine how emotional self-leadership strategi…
Thoughts and Feelings About Organizational Change
This longitudinal field study examines the relationships among the three focal constructs within appraisal theory—appraisal, emotion, and coping—at the beginning of change and their relationship with employee withdrawal at the end of an organizational restructuring. New theory is used to integrate past theory and research to propose and test a model containing synchronous reciprocal relationships between negative appraisal and negative emotions. …
Employability
Attributional Style in Work Settings
We developed the Work Attributional Style Questionnaire to assess one's attributional propensities in work settings. In Study 1, a tendency to attribute positive events to internal, stable, global, and controllable causes was associated with positive work adjustment (i.e., low helplessness and depression). Study 2 revealed similar results; however, a factor structure comprised of only 2 dimensions (controllability/internality and stability/global…
Thoughts and Feelings About Organizational Change
This longitudinal field study examines the relationships among the three focal constructs within appraisal theory—appraisal, emotion, and coping—at the beginning of change and their relationship with employee withdrawal at the end of an organizational restructuring. New theory is used to integrate past theory and research to propose and test a model containing synchronous reciprocal relationships between negative appraisal and negative emotions. …
Whistle While You Work
There has been a growing interest in leader emotion in organizational scholarship. Concomitantly, the body of research on self-leadership continues to expand. Nonetheless, relatively little work has focused on emotional self-leadership. We address this void by exploring intrapersonal and interpersonal aspects of emotional self-leadership and its inherent challenges and opportunities. Specifically, we examine how emotional self-leadership strategi…
Congruence work in stigmatized occupations
Although research has established that it is often difficult for individuals engaged in dirty work to adjust to stigma and the attributes giving rise to stigma, little theory or empirical work addresses how managers may help workers adjust to dirty work. Interviews with managers across 18 dirty work occupations—physically tainted (e.g., animal control), socially tainted (e.g., corrections), and morally tainted (e.g., exotic entertainment)—indicat…
Sustainable careers across the lifespan
Making Sense of Employee Responses to Organizational Change
How employees respond to organizational change is critical to the success of change initiatives. Scholars from diverse research communities have developed a wide range of theories to explain why some employees support while others resist organizational change. However, making sense of this theoretical diversity remains a key challenge for researchers aiming to advance both organizational change theory and practice across research communities. To …
Job Satisfaction and Organizational Behavior (6 works) · Psychology (6 works) · Social Psychology (6 works) · Social Psychology (4 works) · Emotional Labor in Professions (3 works) · Empirical research (2 works) · Higher Education and Employability (2 works) · Political science (2 works) · Reciprocal (2 works) · Sensemaking (2 works)