Suzanne Masterson
Associate Professor of Management and Doctoral Program DirectorProfessional Summary
Dr. Masterson (Ph.D., University of Maryland), conducts research and teaches in the areas of organizational behavior and human resource management. She has published in many of her field's top journals.
Contact Information
Phone:
513-556-7125
Fax:
513-556-5499
Teaching Interest
- Organizational Behavior, Human Resource Management, Leadership
Research Interest
- Organizational Justice, Social Exchange Relationships, Performance Management, Quality Management
Organization:
University of Cincinnati
Title:
Doctoral Program Director, College of Business
Organization:
University of Cincinnati
Title:
Associate Professor of Management
Organization:
University of Cincinnati
Title:
Assistant Professor of Management
End Date:
2005-09-30
Organization:
University of Maryland
Title:
Research and Teaching Assistant
End Date:
1998-12-31
Organization:
GTS Duratek
Title:
Lead Recruiter
End Date:
1993-12-31
Organization:
Bell & Company
Title:
Special Projects Assistant to the Chairman
End Date:
1990-12-31
Description
Director of CoB Doctoral Program
Dates:
2007-06-01
Organization:
Decision Sciences Institute
Name:
Best Interdisciplinary Resaerch Paper Award
Year Received:
2010
Organization:
Darwin T. Turner Scholars Program
Name:
Recognized Faculty, Jerome Jackson Breakfast of Champions
Year Received:
2010
Organization:
Academy of Management Review
Name:
Outstanding Reviewer Award
Year Received:
2009
Organization:
Journal of Organizational Behavior
Name:
Outstanding Reviewer Award
Year Received:
2008
Organization:
Darwin T. Turner Scholars Program
Name:
Recognized Faculty, Jerome Jackson Breakfast of Champions
Year Received:
2008
Organization:
University of Cincinnati
Name:
Academy of Fellows for Teaching & Learning
Year Received:
2008
Organization:
College of Business
Name:
Undergraduate Excellence in Classroom Education and Learning Award
Year Received:
2005
Organization:
College of Business
Name:
College of Business Research Fellow
Year Received:
2001
Organization:
HR Division, Academy of Management
Name:
Ralph Alexander Best Dissertation Award
Year Received:
1999
Organization:
College of Business, University of Maryland
Name:
Allan N. Nash Award for Outstanding Doctoral Student
Year Received:
1996
Name:
Maryland State Senatorial Scholarship
Year Received:
1989
Name:
University of Pittsburgh Provost Scholarship
Year Received:
1984
Organization:
University of Maryland
Major:
Organizational Behavior
Dissertation:
A trickle-down model of organizational justice: Relating employees’ and customers’ perceptions of and reactions to fairness
Completed:
1998
Degree:
Ph D
Organization:
University of Maryland
Major:
Human Resource Management
Completed:
1992
Degree:
MBA
Organization:
University of Pittsburgh
Major:
Communication and Business
Completed:
1988
Degree:
BA
Published Contributions
Title:
Who and What is Fair Matters: A Multi-Foci Social Exchange Model of Creativity
Page(s):
86-106
Author(s):
Khazanchi, Shalini
Masterson, Suzanne
Masterson, Suzanne
Year Published:
2011
Publisher:
Journal of Organizational Behavior
Publicly available:
Yes
Title:
A typology of membership profiles: Understanding different membership relationships through the lens of social exchange.
Page(s):
303-328
Author(s):
Stamper, Christina
Masterson, Suzanne
Knapp, Joshua
Masterson, Suzanne
Knapp, Joshua
Year Published:
2009
Publisher:
Management and Organization Review
Publicly available:
Yes
Title:
The effects of national culture on the employer-employee relationship
Author(s):
L, Stamper
Masterson, Suzanne
Masterson, Suzanne
Year Published:
2009
Publisher:
Proceedings of the Southern Management Association Meeting
Publicly available:
Yes
Title:
How Do I Assess if My Supervisor and Organization Are Fair?: Identifying the Rules Underlying Entity-Based Justice Perceptions
Page(s):
1099 - 1116
Author(s):
Hollensbe, Elaine
Khazanchi, Shalini
Masterson, Suzanne
Khazanchi, Shalini
Masterson, Suzanne
Year Published:
2008
Publisher:
Academy of Management Journal
Publicly available:
Yes
Title:
Perceived organizational membership and work behavior: An examination of rights and responsibilities
Author(s):
Stamper, C.
Knapp, J.
Masterson, Suzanne
Knapp, J.
Masterson, Suzanne
Year Published:
2006
Publisher:
Proceedings of the Southern Management Association Meeting
Title:
Interpersonal and Informational Justice: Identifying the Differential Antecedents of Interactional Justice Behaviors
Page(s):
79-103
Author(s):
Masterson, Suzanne
Byrne, Z.
Mao, H.
Byrne, Z.
Mao, H.
Year Published:
2005
Publisher:
Research in Social Issues in Management, Information Age Publishing
Publicly available:
Yes
Title:
Perceived organizational membership: An aggregate framework representing the employee-organization relationship
Page(s):
473-490
Author(s):
Masterson, Suzanne
Stamper, C.
Stamper, C.
Year Published:
2003
Publisher:
Journal of Organizational Behavior/Wiley
Publicly available:
Yes
Title:
Goal directedness and personal identity as correlates of life outcomes
Page(s):
153-166
Author(s):
Goldman, B.
Masterson, Suzanne
Locke, E.
Groth, M.
Jensen, D.
Masterson, Suzanne
Locke, E.
Groth, M.
Jensen, D.
Year Published:
2002
Publisher:
Psychological Reports
Publicly available:
Yes
Title:
Insider or outsider? How employee perceptions of insider status affect their work behavior
Page(s):
875-894
Author(s):
Stamper, C.
Masterson, Suzanne
Masterson, Suzanne
Year Published:
2002
Publisher:
Journal of Organizational Behavior/Wiley
Publicly available:
Yes
Title:
A trickle-down model of organizational justice: Relating employees’ and customers’ perceptions of and reactions to fairness
Page(s):
594-604
Author(s):
Masterson, Suzanne
Year Published:
2001
Publisher:
Journal of Applied Psychology/American Psychological Association
Publicly available:
Yes
Title:
Perceived organizational citizenship as an organizing framework: Understanding the employee-organization relationship
Author(s):
Masterson, Suzanne
Stamper, C.
Stamper, C.
Year Published:
2001
Publisher:
Proceedings of the Southern Management Association Meeting
Title:
Insider or outsider? Understanding employees’ perceived inclusion in their work organizations
Author(s):
Stamper, C.
Masterson, Suzanne
Masterson, Suzanne
Year Published:
2000
Publisher:
Proceedings of the Southern Management Association Meeting
Title:
Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships
Page(s):
738-748
Author(s):
Masterson, Suzanne
Lewis, K.
Goldman, B.
Taylor, M.
Lewis, K.
Goldman, B.
Taylor, M.
Year Published:
2000
Publisher:
Academy of Management Journal
Publicly available:
Yes
Title:
Managers’ reactions to procedurally just performance management systems
Page(s):
568-579
Author(s):
Taylor, M.
Masterson, Suzanne
Renard, M.
Tracy, K.
Masterson, Suzanne
Renard, M.
Tracy, K.
Year Published:
1998
Publisher:
Academy of Management Journal
Publicly available:
Yes
Title:
Belief versus practice in management theory: Total quality management and Agency Theory
Page(s):
169-202
Author(s):
Masterson, Suzanne
Olian, J.
Schnell, E.
Olian, J.
Schnell, E.
Year Published:
1997
Publisher:
Advances in the Management of Organizational Quality ; JAI Press
Title:
Total quality management and performance appraisal: An integrative perspective
Page(s):
67-89
Author(s):
Masterson, Suzanne
Taylor, M.
Taylor, M.
Year Published:
1996
Publisher:
Journal of Quality Management/JAI Press
Publicly available:
Yes
Research in progress
Title:
Fair treatment and membership type: Why reactions to fairness may differ
Description:
Empirical study to be submitted for publication
Status:
Writing Results
Research Type:
Scholarly
Title:
Identification with leader as a moderator for the relationship between supervisor-focused justice and employee performance
Description:
This research investigates the boundary effect of identification with leader on the relationship between supervisor-focused justice and employees' attitudes and behaviors.
Status:
On-Going
Research Type:
Scholarly
Title:
Leadership, supervisor-focused justice, and follower values: A comparison of three leadership approaches in China
Description:
This research examines how supervisor-focused procedural, distributive, interpersonal and informational justice mediate the impact of transformational, transactional, and paternalistic leadership on followers’ in-role and extra-role performance. The moderating effect of the followers’ cultural values of traditionality and modernity on the relationships between leadership and justice is also considered.
Status:
Writing Results
Research Type:
Scholarly
Title:
Organizational learning and innovation in quality-oriented organizations: Examining the Ohio Award of Excellence applicants (working title)
Description:
Qualitative examination of applicants to the OAE
Status:
On-Going
Research Type:
Scholarly
Title:
Perceived job characteristics and psychological ownership: A longitudinal study of non-profit workers
Status:
Writing Results
Research Type:
Scholarly
Title:
Understanding Values for Fairness
Status:
Planning
Research Type:
Scholarly
Title:
Job characteristics and psychological ownership among non-profit workers.
Location:
San Diego, CA
Year:
2012
Title:
Beyond Need: Coworkers' Perception of Justice in Flexible Work Arrangements
Organization:
SIOP
Location:
Chicago, IL
Year:
2011
Title:
The Road to Maturity: Process Management and Integration of Strategic Human Resource Processes
Organization:
Decision Sciences Institute
Location:
San Diego
Year:
2010
Title:
The effects of national culture on the employer-employee relationship.
Organization:
Southern Management Association
Location:
Asheville, NC
Year:
2009
Title:
Beyond Performance Excellence: Challenges and Opportunities
Organization:
Baldrige Award Recipient Consortium Meeting
Location:
Cambridge, MA
Year:
2009
Title:
Why do managers behave unfairly?
Organization:
Academy of Management
Location:
Chicago, IL
Year:
2009
Title:
Paid employment vs. voluntary membership: Implications for the relationship between justice and trust
Organization:
Academy of Management
Location:
Philadelphia, PA
Year:
2007
Title:
Examining the elements perceived organizational membership with respect to justice and intentions to leave
Organization:
LIRHE & GRACCO CNRS - IAE University of Toulouse
Location:
Toulouse, France
Year:
2007
Title:
Perceived organizational membership and work behavior: An examination of rights and responsibilities
Organization:
SMA
Location:
Clearwater Beach, FL
Year:
2006
Title:
Channel selection and performance feedback in teams
Organization:
AoM
Location:
Honolulu, HI
Year:
2005
Title:
Social exchange and politics: Their positive effects on creativity
Organization:
AoM
Location:
Honolulu, HI
Year:
2005
Title:
New Job Entrants: Heuristics as a Source of Fairness Perceptions
Organization:
SIOP
Location:
Los Angeles, CA
Year:
2005
Title:
Communication medium and message: Effects on fairness perceptions and reactions.
Organization:
SIOP
Location:
Chicago, IL
Year:
2004
Title:
State vs. trait goal orientation: Is there truly a difference?
Organization:
SIOP
Location:
Chicago, IL
Year:
2004
Title:
Distinguishing the source effects of fairness: Incorporating the role of teams
Organization:
AoM
Location:
New Orleans, LA
Year:
2004
Title:
Emotion ambivalence in new job entrants: Responses to fair and unfair events
Organization:
AoM
Location:
New Orleans, LA
Year:
2004
Title:
Examining employee-organization relational ties using the perceived organizational membership model.
Organization:
AoM
Location:
New Orleans, LA
Year:
2004
Title:
A cultural simulation
Organization:
University of Cincinnati Division of Adult and Continuing Education
Location:
Cincinnati, Ohio
Year:
2003
Title:
Effects of communication medium and feedback direction on fairness perceptions
Organization:
SIOP
Location:
Orlando, FL
Year:
2003
Title:
Social exchange and justice: Further examining the source of justice
Organization:
SIOP
Location:
Orlando, FL
Year:
2003
Title:
Interpersonal and informational justice: Dispositional and situational sources of interactional justice?
Location:
Utrecht University, The Netherlands
Year:
2003
Title:
Trust in team members: The role of value congruence
Organization:
SIOP
Location:
Toronto, Canada
Year:
2002
Title:
Perceived organizational citizenship as an organizing framework: Understanding the employee-organization relationship
Organization:
SMA
Location:
New Orleans, LA
Year:
2001
Title:
Insider or outsider? Understanding employees’ perceived inclusion in their work organizations
Organization:
SMA
Location:
Orlando, FL
Year:
2000
Title:
Interactional and procedural justice: Type versus source of fairness
Organization:
SIOP
Location:
New Orleans, LA
Year:
2000
Title:
A “trickle-down” theory of organizational justice: Relating instructors’ and students’ perceptions of and reactions to organizational fairness
Organization:
AoM
Location:
San Diego, CA
Year:
1998
Title:
Differentiating antecedents and consequences of procedural and interactional justice: Empirical evidence in support of separate constructs
Organization:
AoM
Location:
Boston, MA
Year:
1997
Title:
Managers’ reactions to procedurally just human resource systems
Organization:
AoM
Location:
Boston, MA
Year:
1997
Title:
Organizational justice and social exchange: An empirical study of the distinction between interactional and formal procedural justice
Organization:
AoM
Location:
Boston, MA
Year:
1997
Title:
Goal directedness and personal identity as correlates of life outcomes
Organization:
SIOP
Location:
San Diego, CA
Year:
1996
Title:
Restoring the faith: The impact of a procedural justice intervention on the psychological contract
Location:
San Diego, CA
Year:
1996
Title:
The Relational Model: Do neutrality, trustworthiness, and standing indicate fairness?
Organization:
SIOP
Location:
San Diego, CA
Year:
1996
Title:
The broadening of procedural justice: Should interactional and procedural components be separate theories?
Organization:
AoM
Location:
Cincinnati, OH
Year:
1996
