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Maura Mills

Professor of Management, The University of Alabama
Chapter Leader: Alabama SSN
Areas of Expertise:

About Maura

Mills' research focuses on issues related to human resources and organizational behavior, including how organizations can best structure work to facilitate improved employee experiences as well as optimal organizational outcomes. Overarching themes in Mills' writings include considerations of employee attitudes, engagement, well-being, and the work-family interface (balance, conflict, enrichment), particularly insofar as how they relate to employee gender. Mills is an active member of various professional organizations, including the Academy of Management, and the Society for Industrial and Organizational Psychology.

In the News

Quoted by Jackie Mader in "Finding Child Care Is Still Impossible for Many Parents," The Hechinger Report, October 28, 2022.
Quoted by Bryan Henry in "Tuscaloosa PD Implements 4-Day Workweek for Some," WBRC, August 24, 2022.
Quoted by Amanda Peacher in "Omicron Creates Uncertainty for Women’s Labor Participation Rate," Alabama Public Radio, December 27, 2021.
Quoted by Katie Willem in "Online Aesthetics," Platform Magazine, August 7, 2017.


"Who’s Remembering To Buy the Eggs? The Meaning, Measurement, and Implications of Invisible Family Load" (with Julie Holliday Wayne, Yi-Ren Wang, and Russell A. Matthews & Marilyn V. Whitman). Journal of Business and Psychology (2023).

Examines the implications of "invisible family load" for employee health, well-being, and job attitudes, as well as family-to-work spillover. Suggests that consequences of the invisible family load are not uniformly negative and highlights the need for further understanding of this concept and its implications for individuals, their families, and the organizations they work for.

"Crossing the Line: The Violating Effects of Illegitimate Interruptions From Work and the Differential Impact on Work-to-Family Conflict by Gender" (with Angela R. Grotto). Journal of Organizational Behavior 44, no. 4 (2023): 700-716.

Examines the indirect effect of illegitimate interruptions from work (IIWs) on work-to-family conflict (WFC). Findings demonstrate gender disparities in reactions to IIWs, and potential strategies to reduce IIWs and mitigate their impact are discussed. 

"Employee Lactation: A Review and Recommendations for Research, Practice, and Policy" (with Candice L. Thomas, Lauren D. Murphy, Jing Zhang, and Gwenith G. Fisher & Rebecca L. Clancy). Human Resource Management Review 32, no. 3 (2022).

Discusses the need for research on workplace diversity, equity, and inclusion, specifically focusing on lactation issues for working mothers. Proposes a conceptual model that identifies factors influencing employee lactation behaviors and how work-related factors impact these relationships.

"In Good Company? Development and Validation of the Family-Supportive Coworker Behavior Scale" (with Leanne M. Tortez). Journal of Vocational Behavior 136 (2022).

Addresses the lack of research on specific ways coworkers can support employees in balancing their work and family demands. Provides support for the Family-Supportive Coworker Behavior (FSCB) measure, and suggests that it can be used to advance research in the areas of work-family dynamics and team collaboration.

"Unpacking Work–Family Conflict in the Marital Dyad: Interaction of Employee Fit and Partner Fit" (with Yeong-Hyun Hong and Yongwon Suh & Michael T Ford). Human Relations (2022).

Explores relationships between employee fit and partner fit with work-to-family conflict, family-to-work conflict, life satisfaction, and turnover intentions. Findings suggest that employees’ experiences of work-to-family conflict and family-to-work conflict were lowest when their role involvement was aligned with both their role value and their partner’s role value.

"A Mindful Relating Framework for Understanding the Trajectory of Work Relationships" (with Christopher S. Reina & Dana McDaniel Sumpter). Personnel Psychology (2022).

Examines how mindfulness influences workplace interactions and the development of work relationships. Introduces the concept of mindful relating, and presents three approaches an individual may utilize during interpersonal interactions at work in order to enhance their work relationships.

"Mindfulness As Facilitating Expatriate Development: Advancing Knowledge Sharing and Promoting Cultural Adjustment Abroad" (with Adam Pervez & Graham H. Lowman). Management International Review 62 (2022): 427-447.

Highlights the role of mindfulness in expatriate development and cross-cultural adjustment. Suggests that mindfulness is a key factor that facilitates development among expatriates by reducing biases and promoting knowledge sharing.

"Switching Gears: A Self-Regulatory Approach and Measure of Nonwork Role Re-Engagement Following After-Hours Work Intrusions" (with Angela R. Grotto and Erin M. Eatough). Journal of Business and Psychology 37 (2022): 491-507.

Unpacks employees' (in)ability to return to nonwork tasks after after-hours interruption from work, and the various negative consequences that such interruptions can have for employees.

"Workplace Support and Affirming Behaviors: Moving Toward a Transgender, Gender Diverse, and Non-Binary Friendly Workplace" (with Ann Hergatt Huffman, Satoris S. Howes, and M. David Albritton). International Journal of Transgender Health 22, no. 3 (2020): 225-242 .

Provides empirically-supported guidelines for organizations, leaders, and employees in supporting their transgender and gender-diverse coworkers and subordinates. Includes using gender-affirming pronouns/titles, discouraging derogatory comments, bathroom availability, and how each differentially predicts various outcomes such as job and life satisfaction.

"Employee Lactation: A Review and Recommendations for Research, Practice, and Policy" (with Candice L.Thomas, Lauren D. Murphy, Jing Zhang, Gwenith G.Fisher, and Rebecca L. Clancy). Human Resource Management Review (2021).

Identifies and unpacks specific workplace resources (e.g., time, facilities, tools, access, support) that facilitate employee lactation ability & duration. Specifies the work-related challenges (occupational, organizational, leadership, employee) that hamper employee lactation, recommendations for leaders, organizations, & employees alike in improving practice.

"Organizational Benefits of Onboarding Contingent Workers: an Anchoring Model Approach" (with Claire E. Smith, Russell A. Matthews, Yeong-Hyun Hong, and Stacy Sim). Journal of Business and Psychology 37 (2022): 525-541.

Explores the engagement and loyalty of contingent workers, and utilizes an "anchoring model" to explain contingent workers’ attitudinal and behavioral responses to human resources initiatives (such as onboarding). Suggests that strong, positive events (anchoring events) can quickly establish socioemotional exchange relationships.

"Gender and the Work-Family Experience" (Springer, 2015).

Puts multiple faces – male as well as female – on complex realities with interdisciplinary & cross-cultural awareness and research-based insight.  Examines & compares how women & men experience work-family conflict & its consequences for relationships at home as well as outcomes on the job.