Tina Williams PhD
Associate Professor of Management
Department of Management
Office
SFHB State Farm Hall Of Business 250
Office Phone
Email
- About
- Education
- Research
Biography
Dr. Tina Williams is an Associate Professor in the MGT Department. She earned her Ph.D. in Organizational Behavior and Human Resource Management at Florida State University
Current Courses
MGT 221.002 Organizational Behavior And Administration
MGT 382.001 Organizational Leadership
Teaching Interests & Areas
Tina has taught courses in Organizational Behavior, Diversity, Equity and Inclusion, Cross Cultural Management, and Business in Multicultural Environments.
Research Interests & Areas
In her research, Dr. Williams examines the effects of underemployment, volition, and economic stressors on individuals and organizations. In addition to these topics, she has interests in workplace diversity, equity, inclusion, and access as well as the academic success and retention of students of color and first-generation students.
PhD
Florida State University
MBA
University of West Georgia
BS
Auburn University
Book, Chapter
Thompson, K., & Dustin, S. Guess who's coming to deliver?: A meaningful classroom conversation about microaggressions.. Suzanne de Janasz & Joanna Crossman (EDs), Teaching Human Resource Management: An Experiential Approach. Edward Elgar (2018)
Thompson, K., & Dustin, S. Two sides of the same coin: Considering overqualification from the employer and employee perspectives. Suzanne de Janasz & Joanna Crossman (EDs), Teaching Human Resource Management: An Experiential Approach. Edward Elgar (2018)
Journal Article
Fiorito, J., Gallagher, D., Russell, Z., & Thompson, K. Precarious work, young workers, and union-related attitudes: Distrust of employers, workplace collective efficacy, and union efficacy. Labor Studies Journal 46 (2021): 5-32.
Thompson, K., & Dustin, S. Guess Who's Coming to Deliver? Tough Decisions About Race in the Workplace. The Case Journal 15.5 (2019): 416-440.
Russell, Z., Ferris, G., Thompson, K., & Sikora, D. Overqualified human resources, career development experiences, and work outcomes: Leveraging an underutilized resource with political skill human resource management review. Human Resource Management Review 26.2 (2016): 125-135.
Munyon, T., Summers, J., Thompson, K., & Ferris, G. Political Skill and Work Outcomes: A Theoretical Extension, Meta-Analytic Investigation, and Agenda for the Future. Personnel Psychology 68 (2015): 143-184.
Thompson, K., Sikora, D., Perrewe, P., & Ferris, G. Employment qualifications, person - job fit, underemployment attributions, and hiring recommendations: A three-study investigation. International Journal of Selection and Assessment 23 (2015): 247-262.
Thompson, K., Shea, T., Sikora, D., & Ferris, G. Rethinking underemployment and overqualification in organizations: The not so ugly truth. Business Horizons (2013)
Hochwarter, W., & Thompson, K. Mirror, mirror on my boss's wall: Engaged enactment's moderating role on the relationship between perceived narcissistic supervision and work outcomes. Human Relations (2012)
Hochwarter, W., Summers, J., Thompson, K., Perrewe, P., & Ferris, G. Strain reactions to perceived entitlement behavior by others as a contextual stressor: Moderating role of political skill in three samples. Journal of Occupational Health Psychology (2010)
Thompson, K., & Gainey, T. Technology in the workplace: A human resource management perspective. Midwestern Business And Economic Review (2007)
Presentations
Examining Outcomes of Overqualified Individuals with the Protean Career Orientation. Society for Industrial and Organizational Psychology. (2018)
HR DIVISION MIDDLE-STAGE DOCTORAL CONSORTIUM This workshop is geared toward HR doctoral students in the middle of their program. The goal of this workshop is to help these students navigate the collection of career issues that begin to emerge when students are about halfway through a doctoral program. In many U.S. programs, the middle stage is a critical point. Students are expected to begin the transition into independent scholars, start building professional networks, move beyond the structure of courses and exams, and develop skills as an instructor. Workshop topics are designed to help these students develop the knowledge and skills required to be successful at this stage and continue their development into strong researchers and teachers. Through panel and round-table discussions led by leading HR scholars, students will reflect on the process and lessons of research, teaching, and life in academia. Sessions will focus on transitioning to teaching, developing a scholarly profile, and career development and career choices.. Academy of Management Annual Meeting. (2018)
HR DIVISION MIDDLE-STAGE DOCTORAL CONSORTIUM This workshop is geared toward HR doctoral students in the middle of their program. The goal of this workshop is to help these students navigate the collection of career issues that begin to emerge when students are about halfway through a doctoral program. In many U.S. programs, the middle stage is a critical point. Students are expected to begin the transition into independent scholars, start building professional networks, move beyond the structure of courses and exams, and develop skills as an instructor. Workshop topics are designed to help these students develop the knowledge and skills required to be successful at this stage and continue their development into strong researchers and teachers. Through panel and round-table discussions led by leading HR scholars, students will reflect on the process and lessons of research, teaching, and life in academia. Sessions will focus on transitioning to teaching, developing a scholarly profile, and career development and career choices.. Academy of Management Annual Meeting. (2017)
I served as the Co-organizer and Facilitator of the Doctoral Student Consortium at the Midwest Academy of Management Meeting in 2017.. Midwest Academy of Management. (2017)
Revisiting underemployment: Measure development and the role of volition. Academy of Management. (2017)
HR DIVISION MIDDLE-STAGE DOCTORAL CONSORTIUM This workshop is geared toward HR doctoral students in the middle of their program. The goal of this workshop is to help these students navigate the collection of career issues that begin to emerge when students are about halfway through a doctoral program. In many U.S. programs, the middle stage is a critical point. Students are expected to begin the transition into independent scholars, start building professional networks, move beyond the structure of courses and exams, and develop skills as an instructor. Workshop topics are designed to help these students develop the knowledge and skills required to be successful at this stage and continue their development into strong researchers and teachers. Through panel and round-table discussions led by leading HR scholars, students will reflect on the process and lessons of research, teaching, and life in academia. Sessions will focus on transitioning to teaching, developing a scholarly profile, and career development and career choices.. Academy of Management Annual Meeting. (2016)
Employment situation as an underemployment attribution. Society for Industrial and Organizational Psychology. (2015)
Age, precarious work, and union-related attitudes. Society for the Advancement of Socio-economics. (2014)
Employment Qualifications, Fit, Attributions, and Hiring Recommendation: A Three-Study Examination. Academy of Management Annual National Meeting. (2014)
Employment Qualifications, Fit, Attributions, and Hiring Recommendation: A Three-Study Examination. Academy of Management Annual Meeting. (2014)
Overqualified human resources, career development experiences, and work outcomes: Leveraging an underutilized resource. Southern Management Association Annual Meeting. (2014)
Subjective Underemployment: The Development of a Measure. Academy of Management Annual National Meeting. (2014)
Person-job fit as mediator of the relationship between employment under/over qualification level and hiring recommendations in Two Samples. Society of Industrial-Organizational Psychologists Annual Meeting. (2013)
Person-job fit as mediator of the relationship between employment under/over qualification level and hiring recommendations in Two Samples. Society for Industrial and Organizational Psychology. (2013)
Political Skill as a "Gateway Resource" in the Stressor-Strain Relationship: Theoretical and Meta-Analytic Development and Competitive Testing of Four Models. Academy of Management Annual National Meeting. (2013)
Political Skill as a "Gateway Resource" in the Stressor-Strain Relationship: Theoretical and Meta-Analytic Development and Competitive Testing of Four Models. Academy of Management. (2013)
The Underemployed as a Source of Strategic Human Capital for Competitive Advantage. Academy of Management Annual Meeting. (2013)
A meta-analytic investigation of political skill and employee performance. Academy of Management. (2012)
Antecedents and consequences of overqualification, job status and job field underemployment. Academy of Management. (2012)
Political skills' influence on work attitudes and strain: A meta-analysis. Academy of Management. (2012)
Affective and behavioral reactions to underemployment: An attributional perspective. Southern Management Association. (2011)
To fit or not to fit: The plight of the voluntarily underemployed. Southern Management Association. (2011)
An examination of relative deprivation among the underemployed, entitled, and politically-skilled. Academy of Management. (2010)
Mirror, mirror on the wall: The interactive effects of supervisor narcissism and enactment behavior on work outcomes. Southern Management Association. (2010)
The effects of supervisors' narcissistic entitlement on job tension and depressed mood at work. Academy of Management. (2010)