Suzanne S Masterson
Biographic Data
| ID | 6541512 |
|---|---|
| NAME | Suzanne S Masterson |
| GIVEN NAMES | Suzanne S |
| FAMILY NAME | Masterson |
| SIGNATURE | MASTERSON S S |
| AFFILIATIONS | University of Cincinnati |
| ORCID | 0000-0002-7284-0493 |
| VERIFIED | Yes |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 59 |
| WORKS AS AUTHOR | 9 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2000 |
| LATEST PUBLICATION YEAR | 2016 |
| H-INDEX | 4 |
Understanding and Managing Intergenerational Conflict
Popular press and academic research articles commonly suggest that intergenerational differences in the workplace are a potential source of conflict. However, there has been little effort to examine the nature, causes, and reactions to such conflict empirically. We address this gap through a qualitative study of 2 generationally diverse samples. Our findings reveal tensions arising among generations (values-based, behavior-based, and identity-bas…
Not All Transformational Leadership Behaviors Are Equal
This study investigates how each dimension of transformational leadership directly and indirectly influences followers’ change-oriented behaviors. Using a sample of 329 independent leader–follower dyads from a wide range of Chinese organizations, we examine followers’ identification with leader as an intervening variable between the four dimensions of transformational leadership (“core” transformational behaviors, high-performance expectations, i…
Turning the Page
Revisiting the 2008 JOB Mission
Who and what is fair matters
To better understand the role of fairness in creativity, we developed and tested a multi‐foci social exchange model of creativity. Specifically, we examined the effect of both the organization and supervisor as distinct sources of interpersonal and informational justice types on creativity through the mediating mechanisms of trust and social exchange relationships. The data were collected from 205 employees and their supervisors at a large chemic…
Perceived organizational membership
Organizational scholars have examined the relational ties between employees and organizations, often focusing on specific facets of the relationship. However, this approach has not generated an overall representation of the employee–organization relationship, nor has it facilitated the identification of interrelationships among the concepts. This paper seeks to address these two issues by developing an integrative framework labeled perceived orga…
Goal-Directedness and Personal Identity as Correlates of Life Outcomes
Although much research has been conducted on goal setting, researchers have not examined goal-directedness or propensity to set goals as a stable human characteristic in adults. In this study, a survey was developed and distributed to 104 adult participants to assess their goal-directedness, personal identity, and various life outcomes. A theoretical model was developed and tested using structural equation modeling that proposed that both goal-di…
Insider or outsider? how employee perceptions of insider status affect their work behavior
Many researchers have used the insider–outsider distinction when discussing employment relationships (e.g., Graen & Scandura, 1987; Pfeffer & Baron, 1988). However, there is no known empirical research directly assessing employees' perceptions of their status as organizational insiders. This article is intended as an initial step to theoretically and empirically explore the concept of perceived insider status (PIS). First, we build theoretical ar…
Integrating Justice and Social Exchange
This research investigated whether procedural and interactional justice affect work-related outcomes through different social exchange relationships. The findings extend previous research by demons...
Insider or outsider? how employee perceptions of insider status affect their work behavior
Many researchers have used the insider–outsider distinction when discussing employment relationships (e.g., Graen & Scandura, 1987; Pfeffer & Baron, 1988). However, there is no known empirical research directly assessing employees' perceptions of their status as organizational insiders. This article is intended as an initial step to theoretically and empirically explore the concept of perceived insider status (PIS). First, we build theoretical ar…
Perceived organizational membership
Organizational scholars have examined the relational ties between employees and organizations, often focusing on specific facets of the relationship. However, this approach has not generated an overall representation of the employee–organization relationship, nor has it facilitated the identification of interrelationships among the concepts. This paper seeks to address these two issues by developing an integrative framework labeled perceived orga…
Who and what is fair matters
To better understand the role of fairness in creativity, we developed and tested a multi‐foci social exchange model of creativity. Specifically, we examined the effect of both the organization and supervisor as distinct sources of interpersonal and informational justice types on creativity through the mediating mechanisms of trust and social exchange relationships. The data were collected from 205 employees and their supervisors at a large chemic…
Understanding and Managing Intergenerational Conflict
Popular press and academic research articles commonly suggest that intergenerational differences in the workplace are a potential source of conflict. However, there has been little effort to examine the nature, causes, and reactions to such conflict empirically. We address this gap through a qualitative study of 2 generationally diverse samples. Our findings reveal tensions arising among generations (values-based, behavior-based, and identity-bas…
Turning the Page
Integrating Justice and Social Exchange
This research investigated whether procedural and interactional justice affect work-related outcomes through different social exchange relationships. The findings extend previous research by demons...
Goal-Directedness and Personal Identity as Correlates of Life Outcomes
Although much research has been conducted on goal setting, researchers have not examined goal-directedness or propensity to set goals as a stable human characteristic in adults. In this study, a survey was developed and distributed to 104 adult participants to assess their goal-directedness, personal identity, and various life outcomes. A theoretical model was developed and tested using structural equation modeling that proposed that both goal-di…
Insider or outsider? how employee perceptions of insider status affect their work behavior
Many researchers have used the insider–outsider distinction when discussing employment relationships (e.g., Graen & Scandura, 1987; Pfeffer & Baron, 1988). However, there is no known empirical research directly assessing employees' perceptions of their status as organizational insiders. This article is intended as an initial step to theoretically and empirically explore the concept of perceived insider status (PIS). First, we build theoretical ar…
Perceived organizational membership
Organizational scholars have examined the relational ties between employees and organizations, often focusing on specific facets of the relationship. However, this approach has not generated an overall representation of the employee–organization relationship, nor has it facilitated the identification of interrelationships among the concepts. This paper seeks to address these two issues by developing an integrative framework labeled perceived orga…
Who and what is fair matters
To better understand the role of fairness in creativity, we developed and tested a multi‐foci social exchange model of creativity. Specifically, we examined the effect of both the organization and supervisor as distinct sources of interpersonal and informational justice types on creativity through the mediating mechanisms of trust and social exchange relationships. The data were collected from 205 employees and their supervisors at a large chemic…
Revisiting the 2008 JOB Mission
Turning the Page
Understanding and Managing Intergenerational Conflict
Popular press and academic research articles commonly suggest that intergenerational differences in the workplace are a potential source of conflict. However, there has been little effort to examine the nature, causes, and reactions to such conflict empirically. We address this gap through a qualitative study of 2 generationally diverse samples. Our findings reveal tensions arising among generations (values-based, behavior-based, and identity-bas…
Not All Transformational Leadership Behaviors Are Equal
This study investigates how each dimension of transformational leadership directly and indirectly influences followers’ change-oriented behaviors. Using a sample of 329 independent leader–follower dyads from a wide range of Chinese organizations, we examine followers’ identification with leader as an intervening variable between the four dimensions of transformational leadership (“core” transformational behaviors, high-performance expectations, i…
Psychology (9 works) · Job Satisfaction and Organizational Behavior (6 works) · Social Psychology (6 works) · Social Psychology (6 works) · Computer Science (4 works) · Management (3 works) · Organizational commitment (3 works) · Perception (3 works) · Sociology (3 works) · Citation (2 works)