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Dive into the research topics where Suzette Caleo is active.

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Featured researches published by Suzette Caleo.


Journal of Applied Psychology | 2012

Fairness at the collective level: a meta-analytic examination of the consequences and boundary conditions of organizational justice climate.

Daniel S. Whitman; Suzette Caleo; Nichelle C. Carpenter; Margaret T. Horner; Jeremy B. Bernerth

This article uses meta-analytic methods (k = 38) to examine the relationship between organizational justice climate and unit-level effectiveness. Overall, our results suggest that the relationship between justice and effectiveness is significant (ρ = .40) when both constructs are construed at the collective level. Our results also indicate that distributive justice climate was most strongly linked with unit-level performance (e.g., productivity, customer satisfaction), whereas interactional justice was most strongly related to unit-level processes (e.g., organizational citizenship behavior, cohesion). We also show that a number of factors moderate this relationship, including justice climate strength, the level of referent in the justice measure, the hierarchical level of the unit, and how criteria are classified. We elaborate on these findings and attempt to provide a clearer direction for future research in this area.


Group Processes & Intergroup Relations | 2018

Combatting gender discrimination: A lack of fit framework:

Madeline E. Heilman; Suzette Caleo

Gender inequalities in the workplace persist, and scholars point to gender discrimination as a significant contributor. As organizations attempt to address this problem, we argue that theory can help shed light on potential solutions. This paper discusses how the lack of fit model can be used by organizations as a framework to understand the process that facilitates gender discrimination in employment decisions and to identify intervention strategies to combat it. We describe two sets of strategies. The first is aimed at reducing the perception that women are not suited for male-typed positions. The second is aimed at preventing the negative performance expectations that derive from this perception of unsuitability from influencing evaluative judgments. Also included is a discussion of several unintentional consequences that may follow from enacting these strategies. We conclude by arguing for the importance of the interplay between theory and practice in targeting gender discrimination in the workplace.


Journal of Business and Psychology | 2011

Measuring Employee Engagement During a Financial Downturn: Business Imperative or Nuisance?

David L. Van Rooy; Daniel S. Whitman; Dennis Hart; Suzette Caleo


Journal of Applied Psychology | 2016

Are organizational justice rules gendered? Reactions to men's and women's justice violations.

Suzette Caleo


Archive | 2013

Gender stereotypes and their implications for women’s career progress

Suzette Caleo; Madeline E. Heilman


Journal of Experimental Social Psychology | 2010

Just the thought of it!: Effects of anticipating computer-mediated communication on gender stereotyping

Madeline E. Heilman; Suzette Caleo; May Ling Halim


Archive | 2014

Is this a man's world? Obstacles to women's success in male-typed domains

Suzette Caleo; Madeline E. Heilman


Journal of Applied Social Psychology | 2018

When distributive justice and gender stereotypes coincide: Reactions to equity and equality violations

Suzette Caleo


Industrial and Organizational Psychology | 2018

Research Framing, Victim Blaming: Toward an Empirical Examination of Victim Precipitation and Perpetrator Predation Paradigms

Suzette Caleo


Archive | 2015

Gender Discrimination in the Workplace

Madeline E. Heilman; Suzette Caleo

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Daniel S. Whitman

Louisiana State University

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May Ling Halim

California State University

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