Steven Mellor

Associate Professor of Psychology
Department of Psychology
406 Babbidge Road
University of Connecticut
Storrs, CT 06269-1020PHONE: (860) 486-2553
FAX: (860) 486-2760
E-MAIL: steven.mellor AT uconn.edu
Steven's Photo

 

Education

  • Ph.D., Wayne State University

 

Research Interests

Current Research Interests

  • Union-management psychology
  • Self-evaluation in the workplace

Other Areas of Expertise

  • Work Motivation
  • Work Leadership
  • Survey Research
  • Field Methods

 

Teaching

Undergraduate Courses

  • PSYC 2100WQ: Principles of Research in Psychology
  • PSYC 2600: Industrial/Organizational Psychology

Graduate Courses

  • PSYC 5613: Organizational Psychology
  • PSYC 5611: Work Motivation
  • PSYC 5612: Leadership in the Workplace

 

Recent Publications

Mellor, S., Decker, R. (2019; under review). Financial support for family members and importance of performance quality interact as a source of motivation for multiple jobholding.

Mellor, S., Decker, R. (2019; under review). Multiple jobholders with families: A path from jobs held to psychological stress through work-family conflict and performance quality.

Mellor, S., Holzer, K. (2018). Humiliation at work and union interest: An empirical analysis of community union satisfaction as related to status enhancement. Employee Responsibilities and Rights Journal, 30, 99-118.

Mellor, S. (2018). Confidence at work and individualism-collectivism: An empirical demonstration of the distinctiveness of American union employees. Current Psychology, 37, 422-440.

Mellor, S., & Golay, L. M. (2017). Childhood and adulthood socioeconomic statuses in relation to union interest: Exploratory surface relationships. Current Psychology, 36, 260-275.

Mellor, S. (2016). Adulthood social class and union interest: A first test of a theoretical model.Journal of Psychology: Interdisciplinary and Applied, 150, 849-865.

Mellor, S., & Kath, L. M. (2016). Union revitalization: How women and men officers see the relationship between union size and union tolerance for sexual harassment. Employee Responsibilities and Rights Journal, 28, 45-59.

Mellor, S., & Golay, L. M. (2015). Gender as a boundary condition of models of union women’s mental health and participation in relation to perceived union tolerance for sexual harassment.  Employee Responsibilities and Rights Journal, 27, 81-100.

Mellor, S., & Golay, L.M. (2014).  The conditional indirect effect model of women’s union participation: The moderating effect of perceived union tolerance for sexual harassment.  The Journal of Psychology: Interdisciplinary and Applied, 148, 73-91.

Mellor, S., & Golay, L. M. (2014). Gender harassment and negative mental health: What Labor Unions can do to help union women. Employee Responsibilities and Rights Journal26, 21-34.

Mellor, S., Golay, L.M., & Tuller, M.D. (2012).  The character of American workers: Psychological predictors of union interest as tools for American union practitioners. Employee Responsibilities and Rights Journal, 24, 129-144.

Mellor, S., Kath, L.M. (2011).  Fear of reprisal for disclosing union interest: Assessing the effectiveness of perceived anti-unionism. Employee Responsibilities and Rights Journal,  23, 117-129.

Mellor, S. (2009). Self-evaluation and union interest: The empirical relevance of a mediated model.  Journal of Occupational and Organizational Psychology, 82, 369-390.

Mellor, S., Barclay, L. A., Bulger, C. A., & Kath, L. M. (2006). Augmenting the effect of verbal persuasion on self-efficacy to serve as a steward: Gender similarity in a union environment. Journal of Occupational and Organizational Psychology, 79, 121-129.