Suzanne Masterson

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Suzanne Masterson, PhD link

Interim Associate Dean of Graduate Programs, Professor of Management

102 Carl H. Lindner Hall

513-556-7125

Suzanne Masterson (MBA and Ph.D., Organizational Behavior, University of Maryland) is Professor of Management and Interim Associate Dean of Graduate Programs 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.

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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

Interim Associate Dean of Graduate Programs, Carl H. Lindner College of Business

Dates: 2018-06-18

Director of LCoB Doctoral Program

Dates: 2007-06-01 - 2018-06-18

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

Shalini Khazanchi, Therese Sprinkle, Suzanne Masterson, Nathan Tong,  (2018). A spatial model of work relationships: The relationship-building and relationship-straining effect of workspace design. Academy of Management Review, 590-609.

Joshua Knapp, Suzanne Masterson,  (2018). 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, 650-679.

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

Li Jie, Stacie Furst-Holloway, Lawrence Gales, Suzanne Masterson, Brian  Blume,  (Accepted). “Leader-member exchange and leader identification: Comparison and integration". Journal of Managerial Psychology/Emerald Publishing Limited.

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