Suzy Fox
Biographic Data
| ID | 3673358 |
|---|---|
| NAME | Suzy Fox |
| GIVEN NAMES | Suzy |
| FAMILY NAME | Fox |
| SIGNATURE | FOX S |
| AFFILIATIONS | Loyola University Chicago |
| VERIFIED | No |
| TOTAL WORKS | 18 |
| TOTAL CITATIONS | 19 |
| AUTHOR COUNT | 17 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 1999 |
| LATEST PUBLICATION YEAR | 2010 |
| H-INDEX | 2 |
Measurement artifacts in the assessment of counterproductive work behavior and organizational citizenship behavior: Do we know what we think we know?
An experiment investigated whether measurement features affected observed relationships between counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) and their relationships with other variables. As expected, correlations between CWB and OCB were significantly higher with ratings of agreement rather than frequency of behavior, when OCB scale content overlapped with CWB than when it did not, and with supervisor rather…
The battered apple: An application of stressor-emotion-control/support theory to teachers’ experience of violence and bullying
This study looked at factors that moderate responses to violence, bullying, and other stressors among public school teachers in the US. Grounded in stressor-emotion-control/ support (SEC/S) theory, the study emphasized the relevance of specific forms of control and support to specific stressors in analyzing moderation effects. A total of 779 teachers completed an online survey of their perceptions of their work environments. Pervasive bullying an…
Mentoring experiences of successful women across the Americas
Purpose The purpose of this paper is to compare women's mentoring experience in nine countries within the Americas, and to explore linkages between personal characteristics, mentoring practices, mentoring functions, and consequences of being mentee. Design/methodology/approach A total of 1,146 successful women are questioned about their mentoring experiences as a mentee: 105 from Argentina, 210 from Brazil, 199 from Canada, 84 from Chile, 232 fro…
Career success and satisfaction: A comparative study in nine countries
Purpose This project aims to examine levels of career and life satisfaction among successful women in nine countries in the Americas. Design/methodology/approach A structured survey and in‐depth interviews were used, and a variety of occupations, demographics, and personality characteristics assessed – 1,146 successful women from nine countries in the USA responded the survey: 105 from Argentina, 210 from Brazil, 199 from Canada, 84 from Chile, 2…
Professionally Successful Women: Some Evidence from the English-Speaking Caribbean
This article reports on a study of professionally successful women in three countries in the English-speaking Caribbean—Barbados, Jamaica, and St. Vincent & the Grenadines. The study is part of a larger study that includes countries throughout the Americas. The overall objective of the study was to identify personal and social characteristics of professionally successful women, and to consider these across nations, by incorporating cultural measu…
The dimensionality of counterproductivity: Are all counterproductive behaviors created equal?
Successful Professional Women of the Americas: From Polar Winds to Tropical Breezes
Argentina: Returning to its Glorious Past
The Stressor-Emotion Model of Counterproductive Work Behavior
Counterproductive work behavior: Investigations of actors and targets
Counterproductive work behavior (CWB) encompasses a spectrum of actions that harm employees or organizations. These behaviors include bullying, emotional abuse, revenge, retaliation, mobbing, and aggression. They can range from severe, systematic, abusive bullying to milder, ambiguous episodes of workplace incivility. This volume examines the conditions and events in modern organizations that contribute to CWB, as well as the steps organizations …
Racial/ethnic bullying: Exploring links between bullying and racism in the US workplace
Reducing subjectivity in the assessment of the job environment: Development of the Factual Autonomy Scale (FAS)
Self‐report measures of job stressors have been criticized for being too subjective, rendering relations with other variables inconclusive. The Factual Autonomy Scale (FAS) was developed to reduce subjectivity by careful choice of fact‐based items. Results of two studies showed that when compared to the Job Diagnostic Survey autonomy scale, the FAS demonstrated superior convergent validity with alternate sources (supervisors in Study 1 and cowork…
An emotion-centered model of voluntary work behavior
Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice: Some Mediator and Moderator Tests for Autonomy and Emotions
Using the Job-Related Affective Well-Being Scale (Jaws) to investigate affective responses to work stressors.
Prior research linking job stressors to psychological strains has been limited to a small number of emotional reactions. This article describes research linking job stressors to a wide range of affective states at work. In Study 1, a multidimensional scaling procedure was used on a matrix of similarity judgments by 51 employees of 56 job-related affective statements to support a 2-dimensional view of affective well-being. In Study 2, ratings of t…
Relations of emotional intelligence, practical intelligence, general intelligence, and trait affectivity with interview outcomes: It's not all just ?G
Emotional intelligence was conceptualized as competencies that may enable people to use emotions advantageously to achieve desired outcomes. Measures of three components of emotional intelligence (empathy, self-regulation of mood, and self-presentation) as well as affective traits (positive and negative affectivity) and general and practical intelligence were related to a major facet of work success, job interview performance. A sample of 116 und…
A model of work frustration–aggression
A model of work frustration-aggression
The current study was designed to investigate the situational, dispositional, and affective antecedents of counterproductive work behaviors. A model based on the organizational frustration–aggression work of Spector and colleagues was tested using structural equation modeling and zero-order correlational analysis. As expected, a positive relationship was found between employees' experience of situational constraints (events frustrating their achi…
The battered apple: An application of stressor-emotion-control/support theory to teachers’ experience of violence and bullying
This study looked at factors that moderate responses to violence, bullying, and other stressors among public school teachers in the US. Grounded in stressor-emotion-control/ support (SEC/S) theory, the study emphasized the relevance of specific forms of control and support to specific stressors in analyzing moderation effects. A total of 779 teachers completed an online survey of their perceptions of their work environments. Pervasive bullying an…
Reducing subjectivity in the assessment of the job environment: Development of the Factual Autonomy Scale (FAS)
Self‐report measures of job stressors have been criticized for being too subjective, rendering relations with other variables inconclusive. The Factual Autonomy Scale (FAS) was developed to reduce subjectivity by careful choice of fact‐based items. Results of two studies showed that when compared to the Job Diagnostic Survey autonomy scale, the FAS demonstrated superior convergent validity with alternate sources (supervisors in Study 1 and cowork…
Professionally Successful Women: Some Evidence from the English-Speaking Caribbean
This article reports on a study of professionally successful women in three countries in the English-speaking Caribbean—Barbados, Jamaica, and St. Vincent & the Grenadines. The study is part of a larger study that includes countries throughout the Americas. The overall objective of the study was to identify personal and social characteristics of professionally successful women, and to consider these across nations, by incorporating cultural measu…
A model of work frustration–aggression
A model of work frustration-aggression
The current study was designed to investigate the situational, dispositional, and affective antecedents of counterproductive work behaviors. A model based on the organizational frustration–aggression work of Spector and colleagues was tested using structural equation modeling and zero-order correlational analysis. As expected, a positive relationship was found between employees' experience of situational constraints (events frustrating their achi…
Using the Job-Related Affective Well-Being Scale (Jaws) to investigate affective responses to work stressors.
Prior research linking job stressors to psychological strains has been limited to a small number of emotional reactions. This article describes research linking job stressors to a wide range of affective states at work. In Study 1, a multidimensional scaling procedure was used on a matrix of similarity judgments by 51 employees of 56 job-related affective statements to support a 2-dimensional view of affective well-being. In Study 2, ratings of t…
Relations of emotional intelligence, practical intelligence, general intelligence, and trait affectivity with interview outcomes: It's not all just ?G
Emotional intelligence was conceptualized as competencies that may enable people to use emotions advantageously to achieve desired outcomes. Measures of three components of emotional intelligence (empathy, self-regulation of mood, and self-presentation) as well as affective traits (positive and negative affectivity) and general and practical intelligence were related to a major facet of work success, job interview performance. A sample of 116 und…
Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice: Some Mediator and Moderator Tests for Autonomy and Emotions
An emotion-centered model of voluntary work behavior
Reducing subjectivity in the assessment of the job environment: Development of the Factual Autonomy Scale (FAS)
Self‐report measures of job stressors have been criticized for being too subjective, rendering relations with other variables inconclusive. The Factual Autonomy Scale (FAS) was developed to reduce subjectivity by careful choice of fact‐based items. Results of two studies showed that when compared to the Job Diagnostic Survey autonomy scale, the FAS demonstrated superior convergent validity with alternate sources (supervisors in Study 1 and cowork…
Racial/ethnic bullying: Exploring links between bullying and racism in the US workplace
Counterproductive work behavior: Investigations of actors and targets
Counterproductive work behavior (CWB) encompasses a spectrum of actions that harm employees or organizations. These behaviors include bullying, emotional abuse, revenge, retaliation, mobbing, and aggression. They can range from severe, systematic, abusive bullying to milder, ambiguous episodes of workplace incivility. This volume examines the conditions and events in modern organizations that contribute to CWB, as well as the steps organizations …
The dimensionality of counterproductivity: Are all counterproductive behaviors created equal?
Successful Professional Women of the Americas: From Polar Winds to Tropical Breezes
Argentina: Returning to its Glorious Past
The Stressor-Emotion Model of Counterproductive Work Behavior
Career success and satisfaction: A comparative study in nine countries
Purpose This project aims to examine levels of career and life satisfaction among successful women in nine countries in the Americas. Design/methodology/approach A structured survey and in‐depth interviews were used, and a variety of occupations, demographics, and personality characteristics assessed – 1,146 successful women from nine countries in the USA responded the survey: 105 from Argentina, 210 from Brazil, 199 from Canada, 84 from Chile, 2…
Professionally Successful Women: Some Evidence from the English-Speaking Caribbean
This article reports on a study of professionally successful women in three countries in the English-speaking Caribbean—Barbados, Jamaica, and St. Vincent & the Grenadines. The study is part of a larger study that includes countries throughout the Americas. The overall objective of the study was to identify personal and social characteristics of professionally successful women, and to consider these across nations, by incorporating cultural measu…
Mentoring experiences of successful women across the Americas
Purpose The purpose of this paper is to compare women's mentoring experience in nine countries within the Americas, and to explore linkages between personal characteristics, mentoring practices, mentoring functions, and consequences of being mentee. Design/methodology/approach A total of 1,146 successful women are questioned about their mentoring experiences as a mentee: 105 from Argentina, 210 from Brazil, 199 from Canada, 84 from Chile, 232 fro…
Measurement artifacts in the assessment of counterproductive work behavior and organizational citizenship behavior: Do we know what we think we know?
An experiment investigated whether measurement features affected observed relationships between counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) and their relationships with other variables. As expected, correlations between CWB and OCB were significantly higher with ratings of agreement rather than frequency of behavior, when OCB scale content overlapped with CWB than when it did not, and with supervisor rather…
The battered apple: An application of stressor-emotion-control/support theory to teachers’ experience of violence and bullying
This study looked at factors that moderate responses to violence, bullying, and other stressors among public school teachers in the US. Grounded in stressor-emotion-control/ support (SEC/S) theory, the study emphasized the relevance of specific forms of control and support to specific stressors in analyzing moderation effects. A total of 779 teachers completed an online survey of their perceptions of their work environments. Pervasive bullying an…
Psychology (17 works) · Social Psychology (12 works) · Job Satisfaction and Organizational Behavior (11 works) · Clinical Psychology (7 works) · Political science (7 works) · Social Psychology (7 works) · Stressor (7 works) · Workplace Violence and Bullying (6 works) · Job satisfaction (5 works) · Counterproductive work behavior (4 works)