Carl H. Lindner College of BusinessCarl H. Lindner College of BusinessUniversity of Cincinnati

Carl H. Lindner College of Business

Suzanne Masterson, PhD

Professor of Management and Doctoral Program Director
Professional Summary
Suzanne Masterson (MBA and Ph.D., Organizational Behavior, University of Maryland) is Professor of Management and Doctoral Program Director for the Lindner College of Business. Her research interests encompass organizational justice, employment relationships, and quality. In particular, Professor Masterson is interested in exploring the multiple effects of organizational and managerial actions and social influence processes as they impact employees' attitudes and behaviors in the workplace. She is also interested in better understanding the relationships that develop within organizations, including those between the organization and its employees, as well as between supervisors and their employees. Current projects focus on social influences on justice perception formation, the relationship between justice and leader-member exchange, the impact of mobile communication technology on employee-organization relationships, and the fairness perceptions of different types of workers, among others. Professor Masterson’s research appears in the Academy of Management Journal, Journal of Applied Psychology, and Journal of Organizational Behavior, among other journals, and she is Editor in Chief for the Journal of Organizational Behavior. Professor Masterson teaches executive, graduate, and undergraduate classes in organizational behavior and human resource management, and was awarded the 2005 EXCEL Undergraduate Teaching Award. She is a member of the Academy of Management and the Society for Industrial and Organizational Psychology, and served as an elected Representative-at-Large for the Organizational Behavior division of the Academy of Management (2009-2011). Professor Masterson is currently both a Research Fellow and a Teaching Fellow in the Carl H. Lindner College of Business, and a member of UC's Academy of Fellows for Teaching and Learning. In 2017, she received the Lindner Award for Excellence Service to Research, and the University of Cincinnati’s Excellence in Mentoring of Doctoral Students Award.
Contact Information
E-mail:
Office:
517 Carl H. Lindner Hall
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
History

Institution:
University of Cincinnati
Title:
Professor of Management


Institution:
University of Cincinnati
Title:
Doctoral Program Director, College of Business


Institution:
University of Cincinnati
Title:
Associate Professor of Management
End Date:
2015-08-31


Institution:
University of Cincinnati
Title:
Assistant Professor of Management
End Date:
2005-09-30


Institution:
University of Maryland
Title:
Research and Teaching Assistant
End Date:
1998-12-31


Institution:
GTS Duratek
Title:
Lead Recruiter
End Date:
1993-12-31


Institution:
Bell & Company
Title:
Special Projects Assistant to the Chairman
End Date:
1990-12-31


Assignments

Description
Director of LCoB Doctoral Program
Dates:
2007-06-01



Awards | Honors

Organization:
Carl H. Lindner College of Business
Name:
Lindner Excellence in Service to Research Award
Year Received:
2017


Organization:
University of Cincinnati
Name:
UC Excellence in Mentoring of Doctoral Students Award
Year Received:
2017


Organization:
Carl H. Lindner College of Business
Name:
Lindner College of Business Research Fellow
Year Received:
2013


Organization:
Carl H. Lindner College of Business
Name:
Lindner Teaching Fellow
Year Received:
2013


Organization:
Academy of Management Review
Name:
Outstanding Reviewer Award
Year Received:
2012


Organization:
Darwin T. Turner Scholars Program
Name:
Recognized Faculty, Jerome Jackson Breakfast of Champions
Year Received:
2012


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


Education

Institution:
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


Institution:
University of Maryland
Major:
Human Resource Management
Completed:
1992
Degree:
MBA


Institution:
University of Pittsburgh
Major:
Communication and Business
Completed:
1988
Degree:
BA


Published Contributions

Michael Urick, Elaine Hollensbe, Suzanne Masterson, Sean Lyons,  (2017). Understanding and managing intergenerational interactions: An examination of influences and strategies. Work, Aging, and Retirement, 166-185.


Jie Li, Stacie Furst-Holloway, Lawrence Gales, Suzanne Masterson, Brian Blume,  (2017). Transformational leadership and employees' taking charge: The impact of followers' identification with leader and modernity. Journal of Leadership and Organizational Studies, 318-334.


Marcia Lensges, Elaine Hollensbe, Suzanne Masterson,  (2016). The human side of restructures: The role of shifting identification. Journal of Management Inquiry, 382-396.


Suzanne Masterson,  (2015). Turning the page: JOB's chapter four. Journal of Organizational Behavior, 1-2.


Suzanne Masterson, Marcia Lensges,  (2015). Leader-Member Exchange and Justice.. The Oxford Handbook of Leader-Member Exchange, 67-84.


Suzanne Masterson, Nathan Tong,  (2015). Justice perception formation in social settings.. Oxford University Press, 291-308.


Matthew Ford, James Evans, Suzanne Masterson,  (2014). An information processing perspective of process management: Evidence from Baldrige award recipients.. Quality Management Journal, 25-41.


Sung Kim, Daniele Bologna, Stacie Furst-Holloway, Elaine Hollensbe, Suzanne Masterson, Therese Sprinkle,  (2014). Taking a break via technology? Triggers, nature, and effects of "online" work breaks. Academy of Management Annual Meetings Best Papers Proceedings, .


Suzanne Masterson,  (2013). Revisiting the 2008 JOB mission.. Journal of Organizational Behavior, 581-582.


James Evans, Suzanne Masterson,  (2012). Beyond Performance Excellence: Research Insights form Baldrige Recipient Feedback. Total Quality Management and Business Excellence, .


James Evans, Suzanne Masterson,  (2012). The Road to Maturity: Process Management and Integration of Strategic Human Resource Processes. Quality Management Journal, 30-46.


Shalini Khazanchi, Suzanne Masterson,  (2011). Who and What is Fair Matters: A Multi-Foci Social Exchange Model of Creativity. Journal of Organizational Behavior, 86-106.


Christina Stamper, Suzanne Masterson, Joshua Knapp,  (2009). A typology of membership profiles: Understanding different membership relationships through the lens of social exchange. . Management and Organization Review, 303-328.


Stamper L, Suzanne Masterson,  (2009). The effects of national culture on the employer-employee relationship. Proceedings of the Southern Management Association Meeting, .


Elaine Hollensbe, Shalini Khazanchi, Suzanne Masterson,  (2008). How do I assess if my supervisor and organization are fair?: Identifying the rules underlying entity-based justice perceptions. Academy of Management Journal, 1099 - 1116.


C. Stamper, J. Knapp, Suzanne Masterson,  (2006). Perceived organizational membership and work behavior: An examination of rights and responsibilities. Proceedings of the Southern Management Association Meeting, .


Suzanne Masterson, Z. Byrne, H. Mao,  (2005). Interpersonal and Informational Justice: Identifying the Differential Antecedents of Interactional Justice Behaviors. Research in Social Issues in Management, Information Age Publishing, 79-103.


Suzanne Masterson, C. Stamper,  (2003). Perceived organizational membership: An aggregate framework representing the employee-organization relationship. Journal of Organizational Behavior/Wiley, 473-490.


B. Goldman, Suzanne Masterson, E. Locke, M. Groth, D. Jensen,  (2002). Goal directedness and personal identity as correlates of life outcomes. Psychological Reports, 153-166.


C. Stamper, Suzanne Masterson,  (2002). Insider or outsider? How employee perceptions of insider status affect their work behavior. Journal of Organizational Behavior/Wiley, 875-894.


Suzanne Masterson,  (2001). A trickle-down model of organizational justice: Relating employees’ and customers’ perceptions of and reactions to fairness. Journal of Applied Psychology/American Psychological Association, 594-604.


Suzanne Masterson, C. Stamper,  (2001). Perceived organizational citizenship as an organizing framework: Understanding the employee-organization relationship. Proceedings of the Southern Management Association Meeting , .


C. Stamper, Suzanne Masterson,  (2000). Insider or outsider? Understanding employees’ perceived inclusion in their work organizations. Proceedings of the Southern Management Association Meeting, .


Suzanne Masterson, K. Lewis, B. Goldman, M. Taylor,  (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 738-748.


M. Taylor, Suzanne Masterson, M. Renard, K. Tracy,  (1998). Managers’ reactions to procedurally just performance management systems. Academy of Management Journal, 568-579.


Suzanne Masterson, J. Olian, E. Schnell,  (1997). Belief versus practice in management theory: Total quality management and Agency Theory. Advances in the Management of Organizational Quality ; JAI Press, 169-202.


Suzanne Masterson, M. Taylor,  (1996). Total quality management and performance appraisal: An integrative perspective. Journal of Quality Management/JAI Press, 67-89.



Accepted Contributions

Joshua Knapp, Suzanne Masterson,  (Accepted). The psychological contracts of undergraduate university students: Who do they see as exchange partners, and what do they think the deals are? . Research in Higher Education.


Joshua Knapp, Uma Kedharnath, Suzanne Masterson,  (Accepted). Where and how does fitting in matter? Examining new students’ perceived fit with their university, instructors, and classmates. . Journal of College Student Retention: Research, Theory, & Practice.


Zinta Byrne, Suzanne Masterson, Brian  Hurd,  (Accepted). Fairness in a Virtual World: The Implications of Communication Media on Employees' Justice and Trust Perceptions. Research in Management.


Jie Li, Suzanne Masterson, Therese Sprinkle,  (Accepted). Why Do Managers Act Unfairly?. Research In Management.




Research in progress

Title:
Employee Attitudes and Perceptions in the Workplace


Status:
On-Going

Research Type:
Scholarly


Title:
HR Systems and Dynamic Capabilities


Status:
Writing Results

Research Type:
Scholarly


Title:
Investigating the healthy adoption of mobile communication technologies to manage work demands: Implications for HR and beyond (working title).


Status:
On-Going

Research Type:
Scholarly


Title:
Justice & LMX

Description:
TOPIC Qualitative investigation of how supervisors think about their LMX relationships with employees, as well as an investigation of how supervisors think about, and enact, justice behaviors STATUS Preparing to begin interviews

Status:
Planning

Research Type:
Scholarly


Title:
LMX relationships in academia.


Status:
Planning

Research Type:
Scholarly


Title:
Making a move to open workspace: A qualitative study of an organizational pilot project (working title).


Status:
On-Going

Research Type:
Scholarly


Title:
Where do I fit in? Examining Employee Membership Profiles

Description:
Research examining working adults determines if there are distinct and interpretable employee membership profiles based on perceived organizational membership. Contrary to prior theorizing on employee membership typologies which suggests four different profiles, the current study suggests evidence of three. A method commonly used in economics research and quickly gaining popularity in organizational research—mixture modeling and latent profile analysis is used. We provide a description of each typology and explain why this information is crucial to organizations. Implications in practice include what may happen if employers do not understand differences between their employees when it comes to perceived organizational membership.

Status:
On-Going

Research Type:
Scholarly


Presentations

Title:
Did you get my message? A multi-stakeholder model of technology use and signaling behaviors
Organization:
IESE Business School
Location:
Barcelona, Spain
Year:
2017


Title:
Examining new students' perceived fit with their university, instructors, and classmates.
Organization:
Academy of Management
Location:
Atlanta, GA
Year:
2017


Title:
Form and function: The dual pathway influence of office space on work relationships.
Organization:
Academy of Management
Location:
Atlanta, GA
Year:
2017


Title:
How do leader-member exchange and leader identification differentially mediate leadership effects?
Organization:
Academy of Management
Location:
Atlanta, GA
Year:
2017


Title:
Where do I fit in? Examining employee membership profiles.
Organization:
Society for Industrial and Organizational Psychology
Location:
Orlando, FL
Year:
2017


Title:
Off-hours connectivity to work: The impact of boundary preference and organizational norms to be responsive
Organization:
Work and Family Researchers Network
Location:
Washington, DC
Year:
2016


Title:
Investigating the antecedents of work and home boundary permeability
Organization:
Academy of Management
Location:
Vancouver, BC
Year:
2015


Title:
Is that what I expected? The effects of anticipatory justice on supervisor-employee justice perspectives
Organization:
Academy of Management
Location:
Vancouver, BC
Year:
2015


Title:
Stepping up: Why do team members voluntarily choose to lead in shared leadership teams?
Organization:
Academy of Management
Location:
Vancouver, BC
Year:
2015


Title:
Utilization of mobile technologies to bridge the work and home borders: A cautionary tale
Location:
Barcelona, Spain
Year:
2015


Title:
Paternatlistic Leadership and Follower Performance: The Role of LMX and Identification with Leader
Organization:
Academy of Managemenet
Location:
Philadelphia, PA
Year:
2014


Title:
Taking a break via technology? Triggers, nature, and effects of online work breaks
Organization:
Academy of Management
Location:
Philadelphia, PA
Year:
2014


Title:
Unhooking and rehooking identification: A study of an organizational restructuring
Organization:
Academy of Management
Location:
Philadelphia, PA
Year:
2014


Title:
Strategic use of mobile technology to manage the work-family boundary.
Organization:
Work and Family Researchers Network
Location:
New York City, NY
Year:
2014


Title:
"Free range" workers: Organizational identification and justice perception formation in exterior workers.
Organization:
Academy of Management
Location:
Lake Buena Vista, FL
Year:
2013


Title:
An exploratory study of mobile technology use and its effects on perceived work-home boundaries, organizational membership, and job control.
Organization:
Academy of Management
Location:
Lake Buena Vista, FL
Year:
2013


Title:
Debriefing experiential exercises through the use of Kolb's learning styles.
Organization:
Academy of Management
Location:
Lake Buena Vista, FL
Year:
2013


Title:
Understanding and managing intergenerational tensions
Location:
Boston, MA
Year:
2012


Title:
An Information Processing Perspective of Process Management: Evidence from Baldrige Award Recipients
Organization:
Decision Sciences Institute
Location:
San Francisco
Year:
2012


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


Organization:
National Academy of Management Meeting
Location:
Honolulu, HI
Year:
2005


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


Organization:
National Academy of Management Meeting
Location:
Denver, CO
Year:
2002


Title:
Trust in team members: The role of value congruence
Organization:
SIOP
Location:
Toronto, Canada
Year:
2002


Organization:
National Academy of Management Meeting
Location:
Washington, DC
Year:
2001


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


Organization:
National Academy of Management Meeting
Location:
Chicago, IL
Year:
1999


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