Troy Smith

Associate Professor of Management and International Business

McDonald Family Chair in Conscious Capitalism

About Smith

Troy Smith is an Associate Professor of the Management and International Business Division within the Michael F. Price College of Business at the University of Oklahoma. As a researcher, Smith examines the predictors and outcomes of (in)effective forms of leadership among individuals, teams, and organizations. He also studies how different facets of life and work spillover to impact each other. Finally, Smith explores the antecedents and outcomes of proactive and prosocial behaviors at work. He has been blessed to publish his research in multiple top-tier journals such as Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Journal of Management, among others. In addition, Smith has published his research in practitioner outlets, such as the Harvard Business Review.

Smith also serves on the editorial boards for the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and the Journal of Management. He was elected to serve a three-year term as a Rep-at-Large for the Human Resources Division within the Academy of Management. As an instructor, he has taught undergraduates, graduates, and executives about human resources, organizational behavior, negotiations, high performing teams, and leadership. Smith is an avid book reader and a huge sports fan, especially when it comes to college football. Above and beyond that, Smith loves to spend quality time with his wife and six children, traveling, playing sports and games, and enjoying the arts.

Research Areas

Leadership
Work-life interface
Proactive and prosocial behaviors

Publications

Smith, T. A., *Dennerlein, T., Courtright, S. H., Kirkman, B. L., Zhang, P. (Conditionally Accepted). Why Do Bootlickers Get Empowered More than Boat-Rockers? The Effects of Voice and Helping on Empowering Leadership through Threat and Goal Congruence Perceptions. Journal of Applied Psychology.

Williams, L., *Hanna, A. A., & Smith, T. A. (2025). Methods and Theory for Parceling in Management Research: An Overview and Guide for Improved Analysis. Journal of Management.

Dimotakis, N., Lambert, L. S., *Fu, S., Boulamatsi, A., Smith, T. A., Runnells, B., Corner, A. J., Tepper, B. J., & Maurer, T. (2023). Gaines and losses: Week-to-week changes in leader-follower relationships. Academy of Management Journal, 66(1), 248-275.

⁺Smith, T. A., ⁺*Boulamatsi, A., Dimotakis, N., Tepper, B. J., Runnalls, B., Reina, C. S., & Lucianetti, L. (2022). “How dare you?!”: A self-verification perspective on how performance influences the effects of abusive supervision on job embeddedness and subsequent turnover. Personnel Psychology, 75, 645-674.

Smith, T. A., Butts, M., Courtright, S. H., Duerden, M., & Widmer, M. (2022). Work-leisure blending: An integrative conceptual review and framework to guide future research. Journal of Applied Psychology, 107(4), 560-580.

View more of Smith's publications

Smith, T. A., *Dennerlein, T., Courtright, S. H., Kirkman, B. L., Zhang, P. (Conditionally Accepted). Why Do Bootlickers Get Empowered More than Boat-Rockers? The Effects of Voice and Helping on Empowering Leadership through Threat and Goal Congruence Perceptions. Journal of Applied Psychology.
Williams, L., *Hanna, A. A., & Smith, T. A. (2025). Methods and Theory for Parceling in Management Research: An Overview and Guide for Improved Analysis. Journal of Management.
Dimotakis, N., Lambert, L. S., *Fu, S., Boulamatsi, A., Smith, T. A., Runnells, B., Corner, A. J., Tepper, B. J., & Maurer, T. (2023). Gaines and losses: Week-to-week changes in leader-follower relationships. Academy of Management Journal, 66(1), 248-275.
⁺Smith, T. A., ⁺*Boulamatsi, A., Dimotakis, N., Tepper, B. J., Runnalls, B., Reina, C. S., & Lucianetti, L. (2022). “How dare you?!”: A self-verification perspective on how performance influences the effects of abusive supervision on job embeddedness and subsequent turnover. Personnel Psychology, 75, 645-674.
Smith, T. A., Butts, M., Courtright, S. H., Duerden, M., & Widmer, M. (2022). Work-leisure blending: An integrative conceptual review and framework to guide future research. Journal of Applied Psychology, 107(4), 560-580.
*Hanna, A. A., Smith, T. A., Kirkman, B. L., & Griffin, R. (2021). The emergence of emergent leadership: A comprehensive framework and directions for future research. Journal of Management, 47(1), 76-104.
McClean, S., Courtright, S. H., Smith, T. A., & & Yim, J. (2021). Stop making excuses for toxic bosses. Harvard Business Review.
*McClean, S., Courtright, S. H., *Yim, J, & Smith, T. A. (2020). Making nice or faking nice? Exploring supervisors’ two-faced response to their past abusive behavior. Personnel Psychology, 74, 693-719.
Rosen, C., Dimotakis, N., Taylor, S., Cole, M., Simon, L., Smith, T. A., & Reina, C. (2020). When challenges hinder: An investigation of when and how challenge stressors impact performance outcomes. Journal of Applied Psychology, 105(10), 1181-1206.
Chen, G., Smith, T. A., Kirkman, B. L., Zhang, P., Lemoine, G. J., & Farh, J. (2019). Multiple Team membership and empowerment spillover effects: Can empowerment processes cross team boundaries? Journal of Applied Psychology, 104(3): 321-340.
Smith, T. A., Kirkman, B. L., Chen, G., & Lemoine, G. J. (2018). When employees work on multiple teams, good bosses can have ripple effects. Harvard Business Review.
Courtright, S. H., Gardner, R. G., Smith, T. A., McCormick, B. W., & Colbert, A. E. (2016). My family made me do it: A cross-domain, self-regulatory perspective on antecedents to abusive supervision. Academy of Management Journal, 59(5): 1630-1652.
Schleicher, D. J., Smith, T. A., Casper, W. J., Watt, J. D., & Greguras, G. J. (2015). It’s all in the attitude: The role of job attitude strength in job attitude – outcome relationships. Journal of Applied Psychology, 100(4): 1259-1274.
Barrick, M. R., Thurgood, G. R., Smith, T. A., & Courtright, S. H. (2015). Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance. Academy of Management Journal, 58(1): 111-135.
Chiaburu, D. S., Harris, T. B., & Smith, T. A. (2014). Ideology and gender: Observers’ system justification and targets’ gender as interactive predictors of citizenship expectations. Journal of Social Psychology. 154(4): 283-298.
Chiaburu, D. S., Sawyer, K., Smith, T. A., Brown, N., & Harris, T. B. (2014). When civic virtue isn’t seen as virtuous: The effect of gender stereotyping on civic virtue expectations for women. Sex Roles, 70(5-6): 183-194.
Chiaburu, D. S., Smith, T. A., Wang, J., & Zimmerman, R. D. (2014). Relative importance of leader influences for subordinates’ proactive behaviors, prosocial behaviors, and task performance: A meta-analysis. Journal of Personnel Psychology, 13(2): 70-86.

⁺ = equal contribution; * = doctoral student when started

About OU's Price College of Business

The University of Oklahoma Michael F. Price College of Business has experienced significant growth over the past five years, becoming OU’s second-largest college with over 5,800 students. The college offers highly ranked undergraduate, master’s, executive and doctoral programs across six academic divisions. More information is available at price.ou.edu