Contact InformationEccles Business Building 318J
Ph.D., Vanderbilt University, Nashville, TN, 2007
MBA, Vanderbilt University, Nashville, TN, 2002
B.S., Howard Payne University, Brownwood, TX, 1995
Dr. Merideth Thompson is a Professor in the Management Department of the Jon M. Huntsman School of Business at Utah State University.
She focuses her research on two main areas: bad employee behavior and the work-family interface. She is particularly interested in how abusive supervision and workplace incivility cross over to affect an employee’s family experiences. Thompson’s current research also investigates the impact of toxic workplaces on employee health and healthcare costs.
Thompson's research has been published in numerous journals including the Journal of Applied Psychology, and the Journal of Organizational Behavior.
She has been interviewed and quoted by ABC News, Fox News, the Daly Wrap on Wall Street Journal Radio, Boston Globe, Business Insider, Business News Daily, Business Week, CBS News Interactive, Business Network, CNBC.com, USA Today, US News & World Report (online), Village Voice, Financial Post, Harvard Business Review and MSNBC, among others.
Dr. Thompson earned her Ph.D. in Organization Studies from Vanderbilt University. She teaches the Introduction to Human Resources and Negotiation courses. Prior to coming to the Huntsman School, she taught negotiation at Baylor University.
The Big Picture (Huntsman Business Magazine - Fall 2020)
Teaching & Research (The Huntsman Alumni Magazine - Fall 2015)
Flexing Work Boundaries: The Spillover and Crossover of Workplace Support (Personnel Psychology)
Happiness: The Key to Reducing Turnover (The Huntsman Post - August 2014)
Toxic Work Environments (Huntsman Alumni Magazine Spring 2014)
3 surprising myths about the benefits of your mobile device - TEDxUSU
- Thompson, M., Carlson, D., Kacmar, M., Flourishing families yield flourishing (co)workers: Crossover effects of family functioning from job incumbents to coworkers. . Human Relations
- Carlson, D., Kacmar, M., Thompson, M., Andrews, M., Looking good and doing good: Family to work spillover through impression management.. Journal of Managerial Psychology
- Crawford, W., Thompson, M.J, Ashforth, B.E, Work-life events theory: Making sense of shock events in dual-earner couples.. Academy of Management Review
- Carlson, D., Thompson, M., Crawford, W., Boswell, W., Whitten, D., Your job is messing with mine! Mwork's impact on the spouse's work life. Journal of Occupational Health Psychology
- Zivnuska, S., Thompson, M., Carlson, D., Kacmar, K., (2016). Mindfulness at work: Impact on resources and outcomes. Career Development International
- Thompson, M., We all seek revenge: Incivility, personality and reactions to incivility. Journal of Behavioral and Applied Management
- Thompson, M., Carlson, D., Boswell, W., Whitten, D., Butts, M., Kacmar, M., (2016). Tethered to work: A family systems approach linking mobile device use to turnover intentions. Journal of Applied Psychology
- Thompson, M., Carlson, D., Kacmar, K., Halbesleben, J., (2015). The Supportive Spouse at Work: Does Being Work-Linked Help?. Journal of Occupational Health Psychology
- Carlson, D., Thompson, M., Kacmar, K., Boundary management tactics: An examination of the alignment with preferences in the work and family domains. Journal of Behavioral and Applied Management
- Carlson, D., Kacmar, K., Zivnuska, S., Thompson, M., (2014). Do the benefits of family-to-work transitions come at too great a cost?. Journal of Occupational Health Psychology
- Thompson, M., (2014). Flexing work boundaries: The spillover and crossover of workplace support.. Personnel Psychology
- Kacmar, K., Crawford, W.S, Carlson, D.S, Thompson, M., Whitten, D., (2014). A Short and Valid Measure of Work-Family Enrichment . Journal of Occupational Health Psychology, 19, 32-45.
- Thompson, M., Carlson, D., Hoobler, J., (2017). Spillover and Crossover of Workplace Aggression: Research and Theory of Workplace Aggression. Cambridge University Press
An asterisk (*) at the end of a publication indicates that it has not been peer-reviewed.