Maura Mills

Examines the implications of "invisible family load" for employee health, well-being, and job attitudes, as well as family-to-work spillover. Suggests that consequences of the invisible family load are not uniformly negative and highlights the need for further understanding of this concept and its implications for individuals, their families, and the organizations they work for.

Examines the indirect effect of illegitimate interruptions from work (IIWs) on work-to-family conflict (WFC). Findings demonstrate gender disparities in reactions to IIWs, and potential strategies to reduce IIWs and mitigate their impact are discussed. 

Discusses the need for research on workplace diversity, equity, and inclusion, specifically focusing on lactation issues for working mothers. Proposes a conceptual model that identifies factors influencing employee lactation behaviors and how work-related factors impact these relationships.

Addresses the lack of research on specific ways coworkers can support employees in balancing their work and family demands. Provides support for the Family-Supportive Coworker Behavior (FSCB) measure, and suggests that it can be used to advance research in the areas of work-family dynamics and team collaboration.

Explores relationships between employee fit and partner fit with work-to-family conflict, family-to-work conflict, life satisfaction, and turnover intentions. Findings suggest that employees’ experiences of work-to-family conflict and family-to-work conflict were lowest when their role involvement was aligned with both their role value and their partner’s role value.

Examines how mindfulness influences workplace interactions and the development of work relationships. Introduces the concept of mindful relating, and presents three approaches an individual may utilize during interpersonal interactions at work in order to enhance their work relationships.

Highlights the role of mindfulness in expatriate development and cross-cultural adjustment. Suggests that mindfulness is a key factor that facilitates development among expatriates by reducing biases and promoting knowledge sharing.

Unpacks employees' (in)ability to return to nonwork tasks after after-hours interruption from work, and the various negative consequences that such interruptions can have for employees.

Provides empirically-supported guidelines for organizations, leaders, and employees in supporting their transgender and gender-diverse coworkers and subordinates. Includes using gender-affirming pronouns/titles, discouraging derogatory comments, bathroom availability, and how each differentially predicts various outcomes such as job and life satisfaction.

Identifies and unpacks specific workplace resources (e.g., time, facilities, tools, access, support) that facilitate employee lactation ability & duration. Specifies the work-related challenges (occupational, organizational, leadership, employee) that hamper employee lactation, recommendations for leaders, organizations, & employees alike in improving practice.

Explores the engagement and loyalty of contingent workers, and utilizes an "anchoring model" to explain contingent workers’ attitudinal and behavioral responses to human resources initiatives (such as onboarding). Suggests that strong, positive events (anchoring events) can quickly establish socioemotional exchange relationships.

Puts multiple faces – male as well as female – on complex realities with interdisciplinary & cross-cultural awareness and research-based insight.  Examines & compares how women & men experience work-family conflict & its consequences for relationships at home as well as outcomes on the job.