Accessibility Skip to Global Navigation Skip to Local Navigation Skip to Content Skip to Search Skip to Site Map Menu

Dr Maja Graso

BS(Oregon State) MS PhD(Washington State)Maja_Graso_image

Senior Lecturer
Room: Commerce 612
Tel: +64 3 4798189
Fax: +64 3 4798173
Email: maja.graso@otago.ac.nz

Maja joined the Department of Management in June 2016, and previously taught at Zayed University in Abu Dhabi. Her dissertation, which focused on effects of experiencing organizational injustice and unfairness on cognitive rigidity, was completed in May of 2011. Maja has been an active teacher ever since she received her master's degree, instructing courses in the realms of organizational sciences and general psychology. At Otago she will be teach in the areas of business ethics and leadership. At Zayed University, she utilized her practical HR work experience, research, and her cross-cultural background to advance students' understanding of leadership from a multidisciplinary and systemic perspective. Maja’s research history reflects a wide range of her interests, including organizational justice and fairness issues, cross-cultural organizational psychology, job insecurity, workplace safety, and psychometrics. She has been a regular contributor to major international conferences in organizational psychology, and she has collaborated on a number of applied research projects.

Before moving to Dunedin, Maja lived in her native Croatia, Netherland Antilles, the United States' Pacific Northwest, and Abu Dhabi. She is an incurable traveller, scuba diver, and a travel photographer.

Research interests

  • Organizational justice
  • Occupational health and safety
  • Job insecurity
  • Scholarship of teaching and learning

Teaching responsibilities

Maja’s teaching responsibilities include:

Other responsibilities

  • Ethics advisor

^ Top of page

Publications

Graso, M., & Grover, S. L. (2017). Organizational justice comes of age [Review of the book Oxford handbook of justice in the workplace]. Social Justice Research, 30(2), 181-190. doi: 10.1007/s11211-017-0282-5

Probst, T. M., Jiang, L., & Graso, M. (2016). Leader–member exchange: Moderating the health and safety outcomes of job insecurity. Journal of Safety Research, 56, 47-56. doi: 10.1016/j.jsr.2015.11.003

Graso, M., Jiang, L., Probst, T. M., & Benson, W. L. (2014). Cross-level effects of procedural justice perceptions on faculty trust. Journal of Trust Research, 4(2), 147-166. doi: 10.1080/21515581.2014.966830

Tripp, T. M., Jiang, L., Graso, M., & Olson, K. J. (2014). Fair process effect in the classroom: Eliminating the grades and student-evaluations correlation. Academy of Management Proceedings, 16542. doi: 10.5465/AMBPP.2014.16542

Probst, T. M., & Graso, M. (2013). Pressure to produce = pressure to reduce accident reporting? Accident Analysis & Prevention, 59, 580-587. doi: 10.1016/j.aap.2013.07.020

Chapter in Book - Research

Probst, T. M., & Graso, M. (2011). Reporting and investigating accidents: Recognizing the tip of the iceberg. In R. J. Burke, S. Clarke & C. L. Cooper (Eds.), Occupational health and safety. (pp. 71-94). Gower.

^ Top of page

Journal - Research Article

Probst, T. M., Jiang, L., & Graso, M. (2016). Leader–member exchange: Moderating the health and safety outcomes of job insecurity. Journal of Safety Research, 56, 47-56. doi: 10.1016/j.jsr.2015.11.003

Graso, M., Jiang, L., Probst, T. M., & Benson, W. L. (2014). Cross-level effects of procedural justice perceptions on faculty trust. Journal of Trust Research, 4(2), 147-166. doi: 10.1080/21515581.2014.966830

Probst, T. M., & Graso, M. (2013). Pressure to produce = pressure to reduce accident reporting? Accident Analysis & Prevention, 59, 580-587. doi: 10.1016/j.aap.2013.07.020

Probst, T. M., Graso, M., Estrada, A. X., & Greer, S. (2013). Consideration of future safety consequences: A new predictor of employee safety. Accident Analysis & Prevention, 55, 124-134. doi: 10.1016/j.aap.2013.02.023

Graso, M., & Probst, T. M. (2012). The effect of consideration of future consequences on quality and quantity aspects of job performance. Journal of Applied Social Psychology, 42(6), 1335-1352. doi: 10.1111/j.1559-1816.2012.00901.x

König, C. J., Probst, T. M., Staffen, S., & Graso, M. (2011). A Swiss–US comparison of the correlates of job insecurity. Applied Psychology, 60(1), 141-159. doi: 10.1111/j.1464-0597.2010.00430.x

Estrada, A. X., Probst, T. M., Brown, J., & Graso, M. (2011). Evaluating the psychometric and measurement characteristics of a measure of sexual orientation harassment. Military Psychology, 23(2), 220-236. doi: 10.1080/08995605.2011.559394

^ Top of page

Journal - Research Other

Graso, M., & Grover, S. L. (2017). Organizational justice comes of age [Review of the book Oxford handbook of justice in the workplace]. Social Justice Research, 30(2), 181-190. doi: 10.1007/s11211-017-0282-5

^ Top of page

Conference Contribution - Published proceedings: Abstract

Tripp, T. M., Jiang, L., Graso, M., & Olson, K. J. (2014). Fair process effect in the classroom: Eliminating the grades and student-evaluations correlation. Academy of Management Proceedings, 16542. doi: 10.5465/AMBPP.2014.16542

^ Top of page

Working Paper; Discussion Paper; Technical Report

Probst, T., Benson, W., Graso, M., Jiang, L., & Olson, K. (2011). Effects of the budget cuts on faculty, staff, and administrative professionals: A feedback report to WSU. Vancouver, Canada: Department of Psychology, Washington State University. 109p.

^ Top of page

Awarded Doctoral Degree

Graso, M. (2011). Exploring the relationships between organizational justice, cognitive rigidity and cognitive complexity (PhD). Washington State University, Pullman, WA. Retrieved from http://hdl.handle.net/2376/2870

^ Top of page

Awarded Masters Degree

Graso, M. (2008). Effects of job insecurity and consideration of the future consequences on quality and quantity of job performance (MSc). Washington State University, Washington, WA. 83p.

More publications...