Positions

Overview

  • Dr. Scott Boyar is a Professor of Management at the University of Alabama at Birmingham. He teaches courses in leadership, management, and human resources. His areas of expertise include leadership, organizational staffing, turnover, work-family balance, and scale development. He is the 2015 President’s Award for Excellence in Teaching. Dr. Boyar earned a Bachelor of Science degree from Keene State College, a Master of Business Administration degree from the University of San Diego, and received his Ph.D. in Business Administration from Mississippi State University. He is a member of the Academy of Management Association, Southern Management Association, and the Society for Human Resource Management. He attends conferences where he presents his research ideas and/or findings. His research has been published in Journal of Management, Journal of Vocational Behavior, Education and Psychological Measurement, and Journal of Business Research, for example.
  • Selected Publications

    Academic Article

    Year Title Altmetric
    2019 A theory of work-family conflict episode processingJournal of Vocational Behavior.  115. 2019
    2018 A Call to Practitioners: You can play a bigger role in academia and share your experience with accounting students who are hungry for real-world knowledge. 2018
    2017 Implications for IFRS Principles-Based and U.S. GAAP Rules-Based Applications: Are Accountants' Decisions Affected by Work Location and Core Self-Evaluations?Journal of International Accounting, Auditing and Taxation2017
    2016 The impact of family roles on employee’s attitudes and behaviorsJournal of Management Development.  35:623-635. 2016
    2014 Development of a work/family social support measureJournal of Managerial Psychology.  29:901-920. 2014
    2014 Development and Validation of Within and Across Work and Family Domain Social SupportJournal of Managerial Psychology.  29:901-920. 2014
    2014 The Moderating Impact of Family Role ConfigurationsEmployee Responsibilities and Rights Journal.  26:115-133. 2014
    2013 The Effect of Personality Type on Accountant's Judgment: Implications for IFRS Application 2013
    2012 Linking turnover reasons to family profiles for IT/BPO employees in IndiaJournal of Indian Business Research.  4:6-23. 2012
    2012 Extending the 8 Forces Framework of Attachment and Voluntary Turnover 2012
    2012 Theory-driven development of a comprehensive turnover-attachment motive surveyHuman Resource Management.  51:71-98. 2012
    2011 Work-family conflict, enrichment, and balance under "levels" and "episodes" approachesJournal of Management.  37:68-98. 2011
    2008 A production self-efficacy scale: An exploratory studyJournal of Managerial Issues.  20:272-285. 2008
    2008 The impact of work/family demand on work-family conflictJournal of Managerial Psychology.  23:215-235. 2008
    2008 The moderating effect of work-family centrality on work-family conflict, organizational attitudes, and turnover behaviorJournal of Management.  34:244-262. 2008
    2008 An Evaluation of Self-Management, Empowerment, and Autonomy 2008
    2007 The relationship between core self-evaluations and work and family satisfaction: The mediating role of work-family conflict and facilitationJournal of Vocational Behavior.  71:265-281. 2007
    2007 The Relationship between Core Self-evaluations and Work-family Conflict and Facilitation VariablesJournal of Vocational Behavior.  71:265-281. 2007
    2007 The development and validation of scores on perceived work and family demand scalesEducational and Psychological Measurement: devoted to the development and application of measures of individual differences.  67:100-115. 2007
    2006 Assessment of the validity of Netemeyer et al.'s (1996) WFC and FWC scalesInternational Journal of Conflict Management.  17:34-44. 2006
    2006 Prior occupational experience, anticipatory socialization, and employee retentionJournal of Management.  32:343-359. 2006
    2006 Person Cultures Fit: Using a Multiple Cultures Perspective 2006
    2005 The effects of work-family conflict and family-work conflict on nonattendance behaviorsJournal of Business Research.  58:919-925. 2005
    2004 Goal orientation and supervisory behaviors: impacting SMWT effectivenessTeam Performance Management.  10:152-162. 2004
    2004 Performance gains through diverse top management teamsTeam Performance Management.  10:121-126. 2004
    2003 Work and Family Conflict: A Model of Linkages between Work and Family Domain Variables and Turnover IntentionsJournal of Managerial Issues.  15:175-190. 2003

    Chapter

    Year Title Altmetric
    2016 The relationship between organizational family support and burnout among women in the healthcare industry: Coreself-evaluation as moderator.  283-296. 2016
    2005 Study guide 2005

    Research Overview

  • Conducting scholarly research provides opportunities to learn about important ideas and relationships in the world that affect our lives. This knowledge can, and should, be transferred to both the business and academic communities through books, articles, scholarly meetings, and teaching. Advancing knowledge that positively impacts the lives of employees and the organizations where they work is an important part of his research philosophy. Dr. Boyar's research falls in the following areas: work-family interface, employee turnover, social support, scale development, and leadership.

    For the past two decades, he has focused much of research on the work-family interface to help better understand how these two important areas interact and impact our lives, both at home and work. In particular, he examined work-family conflict (WFC), work-family enrichment (WFE), and work-family balance. His research has explored potential factors that directly and indirectly impact WFC or WFE levels (e.g., stress, personality, social support) as well as outcomes (turnover, nonattendance, job and family satisfaction). More recently, he has been exploring work-family episodes and their impact on work-family balance and other important work and family outcomes.

    In support of this line of research, he has developed several scales (work and family demand, work-family social support, and turnover motives) to improve our ability to understand the work-family interface and to reduce employee turnover.

    He is also working a multi-year study examining several modern leadership theories (authentic, servant, and situational leadership) to learn about their relevance and impact on society. In particular, he is interested in evaluating the empirical relationship between relevant predictors (e.g., emotional intelligence, critical thinking, & personality) and situational leadership to assess the impact on performance. Modeling such relationship will hopefully help us better understand these leadership approaches and improve leadership training effectiveness.
  • Teaching Overview

  • Dr. Boyar's education, research, and work experience provide the basis for knowledge transfer, supporting his overall goal as a teacher to have students know and understand key concepts and apply such knowledge in appropriate ways to improve organizational effectiveness and to develop both personally and professionally. He finds teaching to be both rewarding and challenging. As he says, “teaching at the university level requires more than expert knowledge, it encompasses a level of responsibility to both students and the community who expect and need our graduates to be ready to meet the challenges of organizational life.

    He creates an environment, both in class and online, that encourages and supports learning. Because students have different learning styles, he utilizes a variety of traditional and innovative pedagogical approaches to teaching, including mini-lectures, classroom (and online) discussions, small group activities, technology, and video presentations. To reinforce student learning, he incorporates application-oriented approaches including case studies, reflection activities, and scenarios to allow students to apply concepts to solve problems that require critical thinking. He also utilizes technology to meet student expectations, stimulate and enhance learning, and improve accessibility to important course resources, including communicating with and between students. In addition to focusing on course content and applicability to the real world, he focuses on the whole person and prepare students for their careers by expecting students to present their work professionally and to communicate effectively.
  • Teaching Activities

  • HC114 - Honors Seminar in Business (Fall Term 2016)
  • MBA691 - MBA Internship (Spring Term 2013)
  • MG302 - Mgt Processes and Behavior (Fall Term 2010)
  • MG302 - Mgt Processes and Behavior (Fall Term 2011)
  • MG302 - Mgt Processes and Behavior (Fall Term 2022)
  • MG302 - Mgt Processes and Behavior (Fall Term 2022)
  • MG302 - Mgt Processes and Behavior (Spring Term 2010)
  • MG302 - Mgt Processes and Behavior (Spring Term 2011)
  • MG302 - Mgt Processes and Behavior (Spring Term 2012)
  • MG302 - Mgt Processes and Behavior (Summer Term 2012)
  • MG302 - Mgt Processes and Behavior (Summer Term 2012)
  • MG302 - Mgt Processes and Behavior (Summer Term 2013)
  • MG302 - Mgt Processes and Behavior (Summer Term 2014)
  • MG302 - Mgt Processes and Behavior (Summer Term 2014)
  • MG302 - Mgt Processes and Behavior (Summer Term 2015)
  • MG302 - Mgt Processes and Behavior (Summer Term 2015)
  • MG302 - Mgt Processes and Behavior (Summer Term 2016)
  • MG302 - Mgt Processes and Behavior (Summer Term 2016)
  • MG302 - Mgt Processes and Behavior (Summer Term 2017)
  • MG302 - Mgt Processes and Behavior (Summer Term 2017)
  • MG302 - Mgt Processes and Behavior (Summer Term 2018)
  • MG302 - Mgt Processes and Behavior (Summer Term 2019)
  • MG302 - Mgt Processes and Behavior (Summer Term 2019)
  • MG302 - Mgt Processes and Behavior (Summer Term 2020)
  • MG302 - Mgt Processes and Behavior (Summer Term 2020)
  • MG302 - Mgt Processes and Behavior (Summer Term 2021)
  • MG302 - Mgt Processes and Behavior (Summer Term 2021)
  • MG302 - Mgt Processes and Behavior (Summer Term 2022)
  • MG302 - Mgt Processes and Behavior (Summer Term 2022)
  • MG401 - Organizational Behavior (Fall Term 2009)
  • MG412 - Employee Select/Development (Fall Term 2009)
  • MG412 - Employee Select/Development (Fall Term 2010)
  • MG412 - Employee Select/Development (Fall Term 2011)
  • MG412 - Employee Select/Development (Fall Term 2012)
  • MG412 - Employee Select/Development (Fall Term 2013)
  • MG412 - Employee Select/Development (Fall Term 2014)
  • MG412 - Employee Select/Development (Fall Term 2015)
  • MG412 - Employee Select/Development (Fall Term 2016)
  • MG412 - Employee Select/Development (Spring Term 2010)
  • MG412 - Employee Select/Development (Spring Term 2011)
  • MG412 - Employee Select/Development (Spring Term 2012)
  • MG412 - Employee Select/Development (Spring Term 2013)
  • MG412 - Employee Select/Development (Spring Term 2014)
  • MG412 - Employee Select/Development (Spring Term 2015)
  • MG412 - Employee Select/Development (Spring Term 2016)
  • MG412 - Employee Select/Development (Spring Term 2016)
  • MG412 - Employee Select/Development (Spring Term 2017)
  • MG412 - Employee Select/Development (Spring Term 2017)
  • MG412 - Organizational Staffing (Fall Term 2017)
  • MG412 - Organizational Staffing (Fall Term 2018)
  • MG412 - Organizational Staffing (Fall Term 2019)
  • MG412 - Organizational Staffing (Fall Term 2019)
  • MG412 - Organizational Staffing (Fall Term 2019)
  • MG412 - Organizational Staffing (Fall Term 2020)
  • MG412 - Organizational Staffing (Fall Term 2021)
  • MG412 - Organizational Staffing (Fall Term 2021)
  • MG412 - Organizational Staffing (Spring Term 2018)
  • MG412 - Organizational Staffing (Spring Term 2019)
  • MG412 - Organizational Staffing (Spring Term 2019)
  • MG412 - Organizational Staffing (Spring Term 2020)
  • MG412 - Organizational Staffing (Spring Term 2020)
  • MG412 - Organizational Staffing (Spring Term 2021)
  • MG412 - Organizational Staffing (Spring Term 2021)
  • MG412 - Organizational Staffing (Spring Term 2022)
  • MG412 - Organizational Staffing (Spring Term 2022)
  • MG412 - Organizational Staffing (Summer Term 2018)
  • MG412 - Organizational Staffing (Summer Term 2018)
  • MG412 - Organizational Staffing (Summer Term 2020)
  • MG425 - Managing Through Leadership (Fall Term 2016)
  • MG425 - Managing Through Leadership (Fall Term 2017)
  • MG425 - Managing Through Leadership (Fall Term 2017)
  • MG425 - Managing Through Leadership (Fall Term 2017)
  • MG425 - Managing Through Leadership (Fall Term 2018)
  • MG425 - Managing Through Leadership (Fall Term 2018)
  • MG425 - Managing Through Leadership (Fall Term 2018)
  • MG425 - Managing Through Leadership (Fall Term 2019)
  • MG425 - Managing Through Leadership (Fall Term 2020)
  • MG425 - Managing Through Leadership (Fall Term 2020)
  • MG425 - Managing Through Leadership (Spring Term 2017)
  • MG425 - Managing Through Leadership (Spring Term 2018)
  • MG425 - Managing Through Leadership (Spring Term 2018)
  • MG425 - Managing Through Leadership (Spring Term 2019)
  • MG425 - Managing Through Leadership (Spring Term 2019)
  • MG425 - Managing Through Leadership (Spring Term 2020)
  • MG425 - Managing Through Leadership (Spring Term 2021)
  • MG425 - Mnging through Ldrship (Fall Term 2012)
  • MG425 - Mnging through Ldrship (Fall Term 2013)
  • MG425 - Mnging through Ldrship (Fall Term 2014)
  • MG425 - Mnging through Ldrship (Fall Term 2015)
  • MG425 - Mnging through Ldrship (Fall Term 2015)
  • MG425 - Mnging through Ldrship (Spring Term 2013)
  • MG425 - Mnging through Ldrship (Spring Term 2014)
  • MG425 - Mnging through Ldrship (Spring Term 2015)
  • MG425 - Mnging through Ldrship (Spring Term 2015)
  • MG425 - Mnging through Ldrship (Spring Term 2016)
  • MG425 - Mnging through Ldrship (Spring Term 2016)
  • MG425 - Mnging through Ldrship (Spring Term 2016)
  • MG499 - Directed Study in Mgt (Fall Term 2020)
  • Education And Training

  • Doctor of Philosophy in Business Administration and Management, Mississippi State University 2002
  • Master of Business Administration in Business Administration and Management, University of San Diego 1997
  • Bachelor of Science or Mathematics in Business Administration and Management, Keene State College 1990
  • Awards And Honors

    Full Name

  • Scott Boyar