Areas of Expertise
Human Resources Management
Ph.D. in Organizational Behavior & Human Resources Management, Florida State University (2014)
B.S. in Finance, University of Florida (2009)
Dr. Rachel Frieder is an Assistant Professor of Management within the Management Department of the Coggin College of Business. She holds a doctorate degree in Organizational Behavior and Human Resources Management from Florida State University and a Bachelor’s of Science in Finance from the University of Florida. Her primary research interests involve how individuals get ahead at work with an emphasis on topics such as adaptive (e.g., social skill) and maladaptive personality traits (e.g., psychopathy), constructive and destructive forms of leadership, organizational politics, and work relationship quality. She has published her research in top-tier journals such as the Journal of Applied Psychology, Journal of Management, The Leadership Quarterly, and The Journal of Occupational and Organizational Psychology. In addition, her study examining the speed with which interviewers make decisions about applicants has been featured in the news, on the radio, and by Harvard Business Review online.
2018 Best Paper, Human Resources Division, Academy of Management Annual Conference
2018 Organizational Behavior Division Outstanding Reviewer, Academy of Management Annual Conference
2017 Organizational Behavior Division Outstanding Reviewer, Academy of Management Annual Conference
2017 E.V.Williams Fellow (Overall Performance), Old Dominion University
2017 Nominee, Strome College of Business Faculty Teaching Award Old Dominion University
2016 Organizational Behavior Division Outstanding Reviewer, Academy of Management Annual Conference
2016 Nominee, ODU Alumni Association New Faculty Award, Old Dominion University
2014 Nominee and Top 5 Finalist, Human Relations Paper of the Year Award
2013 College of Business Doctoral Student Teaching Award Winner, Florida State University
Academy of Management
Southern Management Association
Society for Industrial and Organizational Psychology
Publications & Presentations
Frieder, R.E. (forthcoming). The rules of social exchange: Unchanged but more important than ever. Industrial and Organizational Psychology: Perspectives on Science and Practice.
Frieder, R.E., Wang, G., & Oh, I-S (in press). Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model. Journal of Applied Psychology.
Frieder, R.E., & Basik, K.J. (2017). Political skill, behavioral integrity, and work outcomes: Test of a multistage model. Journal of Leadership and Organizational Studies, 24, 65-82.
Mackey, J.D., Frieder, R.E., Brees, J.R., & Martinko, M. (2017). Abusive supervision: A meta-analysis and empirical review. Journal of Management, 43, 1940-1965.
Schütte, N., Blickle, G., Frieder, R.E., Schnitzler, F., Heupel, J. & Zettler, I. (forthcoming). The role of interpersonal influence in counterbalancing psychopathic personality trait facets at work. Journal of Management.
Frieder, R.E., Van Iddekinge, C.H., & Raymark, P.H. (2016). Do interviewers always jump to conclusions? An examination of factors that influence how quickly interviewers make decisions. Journal of Occupational and Organizational Psychology, 89, 223-248.
Frieder, R.E., Ma, S., & Hochwarter, W.A. (2016). Creating one’s reality: The interaction of politics perceptions and enactment. Journal of Social Psychology, 156, 74-97.
Frieder, R.E., Hochwarter, W.A., & DeOrtentiis, P.S. (2015). Attenuating the negative effects of abusive supervision: The role of proactive voice behavior and resource management ability. The Leadership Quarterly, 26, 821-837.
Mackey, J.D., Frieder, R.E., Perrewé, P.L, Gallagher, V.C., & Brymer, R.A. (2015). Empowered employees as social deviants: The role of abusive supervision. Journal of Business and Psychology, 30, 149-162.
Munyon, T.P. & Frieder, R.E. (2015). The politics of employment liability. Journal of Organizational Behavior, 36, 164-169.
Ewen, C., Wihler, A., Frieder, R.E., Blickle, G., Hogan, R., & Ferris, G.R. (2014). Leader advancement motive, political skill, leader behavior, and effectiveness outcomes: A mediated moderation extension of socioanalytic theory. Human Performance, 27, 373-392.
Kane-Frieder, R.E., Hochwarter, W.A., & Ferris, G.R. (2014). Terms of engagement: Political context boundaries of work engagement – work outcomes relationships. Human Relations, 67, 357-382.
Kane-Frieder, R.E., Hochwarter, W.A., Hampton, H.L., & Ferris, G.R. (2014). Supervisor political support as a buffer to subordinates’ reactions to politics perceptions: A three-sample investigation. Career Development International, 19, 27- 48.
Blickle, G., Kane-Frieder, R.E., Oerder, K., Wihler, A., von Below, A., Schütte, N., Matanovic, A., Mudlagk, D., Kokudeva, T., & Ferris, G.R. (2013). Leader initiating structure and consideration as mediators of the leader position power x political skill interaction - follower satisfaction relationship. Group & Organization Management, 38, 601-628.
Kane, R.E., Magnusen, M.J., & Perrewé, P.L. (2012). Differential effects of identification on extra-role behavior. Career Development International, 17, 25 – 42.
Martinez, A., Kane, R.E., Ferris, G.R., & Brooks, C.D (2012). Power in leader-follower work relationships. Journal of Leadership & Organizational Studies, 19, 140-149.