Shannon G. Taylor

Associate Professor of Management, University of Central Florida
Chapter Member: Florida SSN
Areas of Expertise:

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About Shannon

Taylor’s research focuses on workplace mistreatment and leadership. Overarching themes in Taylor's writing include abusive supervision and workplace incivility and rudeness. Taylor's work reveals why individuals mistreat others and how employees make sense of their mistreatment experiences. Taylor's work examines the emotional, performance, and health-related effects of mistreatment. His research helps organizations prevent the spread of bad behavior.


An Open Letter to the TSA

In the News

Shannon G. Taylor's research on importance of exercise and sleep in improving mood in adverse work conditions discussed by Elizabeth Millard, "How to Stop Your Crappy Job from Ruining Your Life," Men's Health, March 29, 2019.
Shannon G. Taylor's research on avoiding work stress interfering with home life discussed by Amy Capetta, "There’s a Scientific Way to Leave Work Frustrations at the Office," Yahoo!, February 8, 2017.


"How Leaders Perceive Employee Deviance: Blaming Victims While Excusing Favorites" (with Donald H. Kluemper, W. Matthew Bowler, Mark N. Bing, and Jonathan R. B. Halbesleben). Journal of Applied Psychology 104, no. 7 (July 2019): 946-964.

Notes leaders are supposed to take reports of mistreatment seriously, get the facts, and punish offenders accordingly. Shows that leaders blame victims for their mistreatment, even when they’ve done nothing wrong.

"Breaking the cycle of abusive supervision: How Disidentification and Moral Identity Help the Trickle-Down Change Course" (with Matthew D. Griffith, Abhijeet K. Vadera, Robert Folger, and Chaim D. Letwin). Journal of Applied Psychology 104, no. 1 (January 2019): 164-182.

Notes that research shows that bad behavior “trickles down” to affect the behavior of employees at lower organizational levels. Finds that supervisors can “break the cycle” of abuse by seeing themselves as different from their manager and being proud to be nothing like them. Finds when they do, abused supervisors engage in more ethical and less abusive behavior with their own subordinates than supervisors who aren’t abused.

"A Self-Regulatory Perspective of Work-to-Home Undermining Spillover/Crossover: Examining the Roles of Sleep and Exercise" (with Larissa K. Barber, James P. Burton, and Sarah F. Bailey). Journal of Applied Psychology 102 (May 2017): 753-763.

Notes that employees who are mistreated by their bosses at work are more likely to mistreat family members at home. Finds that this happens because experiencing mistreatment reduces sleep quality, and that this “mistreatment spillover” doesn’t happen when employees exercise—specifically when they walk 10,000 steps or burn 2,000 calories per day.

"Developing and Testing a Dynamic Model of Workplace Incivility Change" (with Arthur G. Bedeian , Michael S. Cole, and Zhen Zhang). Journal of Management 43, no. 3 (March 2017): 645-670.

Shows that people are affected not just by the amount of rudeness they experience at work, but also by the extent to which rudeness levels change from week to week; even if two employees experience the same amount of mistreatment at a given moment, the one who sees the trajectory getting worse will be more likely to burnout and quit.