Deborah E. Rupp

Deborah E. Rupp

Deborah E. Rupp

Professor

Industrial/Organizational Psychology: - Workplace Bias and Employment-Related Legal Issues - Organizational Justice, Behavioral Ethics, Corporate Social Responsibility, Humanitarian Work Psychology - Emotions in the Workplace, Emotional Labor - The Assessment Center Method, Technology in Assessment, Legal Issues in Assessment - Cross-Cultural Issues Related to Workplace Justice and Assessment - The Science of Organizational Science, Research Ethics, and Integrity

Deborah E. Rupp, PhD, is pleased to have joined the George Mason faculty Fall 2019. She was formerly Professor and William C. Byham Chair in Industrial-Organizational Psychology and Research Integrity Officer at Purdue University; and previous to that, Associate Professor of Psychology, Labor/Employment Relations, and Law at the University of Illinois at Urbana-Champaign. She has been a Visiting Professor at Singapore Management University, University of Toronto, University of British Columbia, and Illinois Institute of Technology. She conducts research on legal issues surrounding human resource management and equal employment opportunity; organizational justice, behavioral ethics, and corporate social responsibility; as well as issues surrounding testing and assessment by organizations. Her research has been cited in U.S. Supreme Court proceedings, and she has consulted to myriad organizations around the world. Rupp is a Fellow of the American Psychological Association, the Association for Psychological Science, and the Society for Industrial and Organizational Psychology (SIOP). She has published six books and over 100 papers and chapters, and has served as a SIOP representative to the United Nations. Her work has appeared in outlets such as Academy of Management Journal, Academy of Management Review, Academy of Management Annals, Journal of Applied Psychology, and Personnel Psychology. She sits on the editorial boards of five journals, and is the former Editor-in-Chief of Journal of Management. She also served on the SIOP Executive Board as Publications Officer, overseeing a journal and three books series. She currently serves on SIOP’s Strategic Planning and Research Committee, and sits on the advisory boards of Amazon Conservation Team, Pinsight, the Thornton Institute for Assessment Centers, and the Georgia Tech Work Science Center.

Selected Publications

* Selected publications by topic area. See CV link (on right) for full list.

Legal Issues (Employment; Soft Law; Social Responsibility)

Thornton, G. C., Rupp, D. E., Gibbons, A., & Vanhove, A. J. (2019). Same-gender and same-race bias in assessment center ratings: Statistical significance and practical importance. International Journal of Selection and Assessment, 27, 54-71.

Conley, J. M., Smeehuijzen, L., Williams, C. A., & Rupp, D. E. (in press). Can soft regulation prevent financial crises?: The Dutch Central Bank's supervision of behavior and culture Cornell International Law Review.

Smeehuijzen, L., Conley, J. M., Rupp, D. E., & Williams, C. A. (2018). To catch a frisbee: A study of behavior and culture supervision by Dutch National Bank. Dutch Journal of Financial Law, 10, 469 – 476.

Monteith, M., Burns, M.D., Rupp, D.E., Mihalec-Adkins, B. (2015). Out of work and out of luck? Layoffs, system justification, and hiring decisions for people who have been laid off. Social Psychological and Personality Science, 7, 77-84.

Mulder, L., Rupp, D. E., & Arie D. (2015). When snacking is sinful: (Counter) moralizing obesity in the public discourse differentially affects food choices of those with high and low perceived body mass. Psychology & Health, 30, 233-251.

Santuzzi, A. M., Waltz, P. R., Rupp, D. E., Finkelstein, L. M. (2014). Invisible disabilities: Unique challenges for employees and organizations. Industrial and Organizational Psychology: Perspectives on Science and Practice, 7, 204-219.

Rupp, D. E., & Williams, C. A. (2011). The efficacy of regulation as a function of psychological fit: A re-evaluation of hard and soft law in the age of new governance. Theoretical Inquires in Law, 12(2), 581-602.  

Aguilera, R., Williams, C., Conley, J., & Rupp, D. E. (2006). Corporate governance and social responsibility: A comparative analysis of the UK and the US. Corporate Governance: An International Review, 14, 147-158.

The Psychology of Corporate Social Responsibility

McWilliams, A., Rupp, D. E., Seigel, D. S., Stahl, G., & Waldman, D. A. (in press). The Oxford Handbook of Corporate Social Responsibility: Psychological and Organizational Perspectives. Oxford, UK: Oxford University Press.

Jones, D. A. & Rupp, D.E. (2018). Social responsibility IN and OF organizations: The psychology of corporate social responsibility among organizational members. In, Ones, D. S., Anderson, N., Viswesvaran, C., Sinangil, H. K. (Eds.), The Handbook of Industrial, Work and Organizational Psychology (pp. 333-350), London, UK: Sage.

Opoku-Dakwa, A., Chen, C., & Rupp, D. E. (2018). Corporate social responsibility and experienced meaningfulness at work: A multi-level theory. Journal of Organizational Behavior, 39, 580-593.

Rupp, D. E., Shao, R., Skarlicki, D., Paddock, L., Kim, T., & Nadisic, T(2018). Corporate social responsibility and employee engagement: The moderating role of self-determination and individualism. Journal of Organizational Behavior, 39, 559-579.

Farooq, O., Rupp, D. E., & Farooq, M. (2017). The multiple pathways through which internal and external corporate social responsibility influence organizational identification and multifoci outcomes: The moderating role of cultural and social orientations. Academy of Management Journal, 60, 954-985.

Thornton, M. A. & Rupp, D. E. (2016). The joint effects of justice climate, group moral identity, and corporate social responsibility on the prosocial and deviant behaviors of groups. Journal of Business Ethics, 137, 677-697.

Rupp, D. E. & Mallory, D. B. (2015). Corporate social responsibility: Psychological, person-centric, and progressing. Annual Review of Organizational Psychology and Organizational Behavior, 2, 211-236.

Rupp, D. E., Shao, R., Thornton, M. A., Skarlicki, D. (2013). Applicants’ and employees reactions to corporate social responsibility: The moderating effects of first-party justice perceptions and moral identity. Personnel Psychology, 66, 895-933.

Rupp, D. E., Williams, C., Aguilera, R. (2011). Increasing corporate social responsibility through stakeholder value internalization (and the catalyzing effect of new governance): An application of organizational justice, self-determination, and social influence theories, In M. Schminke (Ed.). Managerial Ethics: Managing the Psychology of Morality. Routledge/Psychology Press (pp.71-90).

Aguilera, R., Rupp, D. E., Williams, C., & Ganapathi, J. (2007). Putting the S back in corporate social responsibility: A multi-level theory of social change in organizations. Academy of Management Review, 32, 836-863.

Organizational Justice

Lavelle, J.J., Harris, C.M., Rupp, D.E., Herda, D.N., Young, R.F., Hargrove, M.B., Thornton-Lugo, M., & McMahan, G.C. (2018). Multifoci effects of injustice on targets of counterproductive work behaviors and the moderating roles of symbolization and victim sensitivity. Journal of Organizational Behavior, 39, 1022-1039.

Rupp, D.E., Shapiro, D. L., Folger, R., Skarlicki, D. S., & Shao, R. (2017). A critical analysis of the conceptualization and measurement of organizational justice: Is it time for reassessment? Academy of Management Annals, 11, 915-959.

Rupp, D. E., Shao, R., Jones, K., & Liao, H. (2014). The utility of a multifoci approach to the study of organizational justice: A meta-analytic investigation into the consideration of normative rules, moral accountability, bandwidth-fidelity, and social exchange, Organizational Behavior and Human Decision Processes, 123, 159-185.

Shao, R., Rupp, D. E., Skarlicki, D. P., Jones, K. S. (2013). Employee justice across cultures: A meta-analytic review. Journal of Management, 39, 263-301.

Thornton, M. A. & Rupp, D. E. (2016). The joint effects of justice climate, group moral identity, and corporate social responsibility on the prosocial and deviant behaviors of groups. Journal of Business Ethics, 137, 677-697.

Rupp, D. E. (2011). An employee-centered model of organizational justice and social responsibility. Organizational Psychology Review, 1, 72-94.

Guo, J., Rupp, D. R., Weiss, H., & Trougakos, J.  (2011). Organizational justice: A person-centric approach. In S. Gilliland, D. Steiner, & D. Skarlicki (Eds.),  Emerging Perspectives on Organizational Justice and Ethics (Research in Social Issues in Management, Vol. 7, pp. 3-32). Information Age Publishing.

Rupp, D. E., †Bell, C. M. (2010). Extending the deontic model of justice: Moral self-regulation in third-party responses to injustice. Business Ethics Quarterly, 20, 89-106.

Rupp, D. E. & Paddock, E. L. (2010). From justice events to justice climate: A multilevel temporal model of information aggregation and judgment. In B. Mannix, M. Neal, & E. Mullen (Eds.). Research on Managing Groups and Teams: Fairness and Groups (Vol. 13: pp. 239-267). Bingley, UK: JAI Emerald.

Skarlicki, D., & Rupp, D. E. (2010). Dual processing and organizational justice: The role of rational versus experiential processing in third party reactions to workplace mistreatment. Journal of Applied Psychology, 95, 944-952.

Lavelle, J., Rupp, D. E., & Brockner, J. (2007). Taking a multifoci approach to the study of justice, social exchange, and citizenship behavior: The target similarity model. Journal of Management, 33, 841-866.

Rupp, D. E., Bashshur, M. R., & Liao, H. (2007). Justice climate past, present, and future: Models of structure and emergence. Research in Multilevel Issues, 6, 357-396.

Rupp, D. E., Bashshur, M., & Liao, H. (2007). Justice climate: Consideration of the source, target, specificity, and emergence. Research in Multilevel Issues, 6, 439-459.

Liao, H., & Rupp, D. E. (2005). The impact of justice climate, climate strength, and justice orientation on work outcomes: A multilevel-multifoci framework. Journal of Applied Psychology, 90, 242-256.

Rupp, D. E., & Cropanzano, R. (2002). Multifoci justice and social exchange relationships. Organizational Behavior and Human Decision Processes, 89, 925-946.

Schminke, M., Cropanzano, R., & Rupp, D. E. (2002). Organization structure and fairness perceptions: The moderating effects of organization level. Organizational Behavior and Human Decision Processes, 89, 881-905.

Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58, 164-209.

Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. E. (2001). Self-enhancement biases, laboratory experiments, Georg Wilhelm Friedrich Hegel, and the increasingly crowded world of organizational justice. Journal of Vocational Behavior, 58, 260-272.

Cropanzano, R., Rupp, D. E., Mohler, C. J., & Schminke, M. (2001). Three roads to organizational justice. Research in Personnel and Human Resource Management, 20, 1-113.

Emotions in the Workplace

Mallory, D. B. & Rupp, D. E. (2016). Focusing in on the emotion laborer: Emotion regulation at work. In R. Baumeister & K. Vohs, Handbook of Self-Regulation: Research, Theory, and Applications,3rd Edition, pp.323-342, New York: Gilford.

Grandey, A., Rupp, D. E., & Brice, W. (2015). Emotional labor threatens decent work: A proposal to eradicate emotional display rules. Journal of Organizational Behavior, 36, 770-785.

Grandey, A. Dieffendorf, J., Rupp, D. E. (2013). Emotional labor in the 21st century: Diverse perspectives on emotion regulation at work (Eds.). In A. Brief, K. D. Elsbach, and M. Frese's Organizational and Management Series. New York, New York: Psychology Press/Routledge. 

Grandey, A. A., Diefendorff, J. M., & Rupp, D. E. (2013). Bringing emotional labor into focus. In A. A. Grandey, J. M. Diefendorff, & D. E. Rupp (Eds.) Emotional Labor in the 21st Century: Diverse Perspectives on Emotion Regulation at Work (pp. 3-27) New York, NY: Routledge.

Spencer, S., & Rupp, D. E. (2009). Angry, guilty, and conflicted: Injustice toward coworkers heightens emotional labor through cognitive and emotional mechanisms. Journal of Applied Psychology, 94, 429-444.

Rupp, D. E., McCance, A. S., Spencer, S., & Sonntag, K. (2008). Customer (in)justice and emotional labor: The role of perspective taking, anger, and emotional regulation. Journal of Management, 34, 903-924.

Rupp, D. E., & Spencer, S. (2006). When customers lash out: The effect of customer interactional injustice on emotional labor and the mediating role of discrete emotions. Journal of Applied Psychology, 91, 971-978.

Behavioral Assessment

Thornton, G. C., Rupp, D. E., Gibbons, A., & Vanhove, A. J. (2019). Same-gender and same-race bias in assessment center ratings: Statistical significance and practical importance. International Journal of Selection and Assessment, 27, 54-71.

Gibbons, A. M. & Rupp, D. E. (2017). Exploring the interpersonal and dynamic nature of persons and situations through assessment center methods. European Journal of Personality, 31, 456-457.

Thornton, G. C., Hanson, R. M., & Rupp, D. E. (2017). Developing Organizational Simulations: A Guide for Practitioners, Students, and Researchers. New York, NY: Routledge.

International Taskforce on Assessment Center Guidelines (2015). Guidelines and ethical considerations for assessment center operations. Journal of Management, 41, 1244-1273 (task force chair and corresponding author).

Thornton, G. C., Rupp, D. E., & Hoffman, B. (2015). Assessment Center Perspectives for Talent Management Strategies. New York: Routlege.

Guidry, B., Rupp, D. E., Lanik, M. (2013). Tracing cognition with assessment center simulations: Using technology to see in the dark. In M. Fetzer and K. Tuzinski, Simulations for Personnel Selection. New York: Springer (pp. 231-257).

Thornton, G. C., & Rupp, D. E. (2012). Research into dimension-based assessment centers. In D. Jackson, C. Lance, & B. Hoffman, The Psychology of Assessment Centers. (pp.141-170) New York, NY: Routledge.

Reynolds, D. H. & Rupp, D. E. (2010). Advances in technology-facilitated assessment. In J. C. Scott & D. H. Reynolds (Eds.), Handbook of Workplace Assessment: Evidence-Based Practices for Selecting and Developing Organizational Talent (pp. 609-641). San Fransisco, CA: Jossey-Bass.

Brummel, B., Rupp, D. E., Spain, S. (2009). Constructing parallel simulation exercises for assessment centers and other forms of behavioral assessment. Personnel Psychology, 62. 135-170.

Gibbons, A. M. & Rupp, D. E. (2009). Dimension consistency as an individual difference: A new (old) perspective on the assessment center construct validity debate. Journal of Management, 35, 1154-1180.

International Task Force on Assessment Center Guidelines (2009). Guidelines and ethical considerations for assessment center operations. International Journal of Selection and Assessment, 17, 243-254.  (corresponding author and taskforce co-chair)

Woo, S., Sims, C., Rupp, D., & Gibbons, A. M. (2008). Development engagement within and following developmental assessment centers: Considering feedback favorability and self-assessor agreement. Personnel Psychology, 61, 727-759.

Thornton, G. C. III., & Rupp, D. E. (2005).  Assessment Centers in Human Resource Management: Strategies for Prediction, Diagnosis, and Development. Mahwah, NJ: Lawrence Erlbaum.

Research Practices, Methods, and Ethics

Garfinkle, S. Rupp, D. E., Qualkenbush, L., Lehmann, C. (in press). What your research integrity officer would like you to know. Nature, 569, 40.

Banks, G. C., Rogelberg, S. G., *Woznyj, H. M., Landis, R. S., & Rupp, D. E. (2016). Evidence on questionable research practices: The good, the bad, and the ugly. Journal of Business and Psychology, 31, 323-338.

Zyphur, M. J., Oswald, F. L., Rupp, D. E., (2015). Rendezvous overdue: Bayes analysis meets organizational research. Journal of Management, 41, 387-389.

Berka, G., Olien, J., Rogelberg, S., Rupp, D. E., Thornton, M.A. (2014). An inductive exploration of manuscript quality and publication success in small research teams. Journal of Business and Psychology. 29, 725-731.

Thornton, M.A., Stewart, O. J., Rupp, D. E., & Rogelberg, S. (2014). Catalyzing ethical behavior among journal editors in the organizational sciences and beyond. Journal of Information Ethics, 29 (2), 9-21.

Guo, J., Rupp, D. R., Weiss, H., & Trougakos, J.  (2011). Organizational justice: A person-centric approach. In S. Gilliland, D. Steiner, & D. Skarlicki (Eds.),  Emerging Perspectives on Organizational Justice and Ethics (Research in Social Issues in Management, Vol. 7, pp. 3-32). Information Age Publishing.

Rupp, D. E. (2011). An employee-centered model of organizational justice and social responsibility. Organizational Psychology Review, 1, 72-94.

Weiss, H. & Rupp, D. E. (2011). Experiencing work: An essay on a person-centric work psychology. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 83-97.

Weiss, H. & Rupp, D. E. (2011). Envisioning person-centric work psychology. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 138-143.

Grants and Fellowships

National Science Foundation. The micro-process of social responsibility in organizations: A bottom up perspective. 

Social Sciences and Humanities Research Council of Canada. Corporate social responsibility in employee ability, motivation, opportunity, and performance.

Purdue University Diversity Transformation Award. Building a positive campus diversity climate through the inclusion of individuals with concealable identities: A trifold curricular approach.

Douglas W. Bray and Ann Howard Grant, Society for Industrial and Organizational Psychology Foundation, Using technology to see in the dark: capturing and examining decision making strategies within managerial assessment and development centers.

State Farm Companies Foundation. Corporate gift to the University of Illinois Institute of Labor and Industrial Relations to fund the research being conducted by the Rupp DACLab

Social Sciences and Humanities Research Council of Canada. The transnational constitution of sustainability: Governance, finance and regulation.

Korean Psychological Testing Institute. Funding for research on the validity of global, long distance, and high tech developmental assessment centers. 

Douglas W. Bray and Ann Howard Award, Society for Industrial and Organizational Psychology Foundation, Validity evidence for developmental assessment centers.

Center for Human Resource Management, University of Illinois, Inconsistency in job performance:  Measurement error or something more?

Center for International Business Education and Research, University of Illinois, Corporate social responsibility: The mediating role of employee justice.

University of Illinois Campus Research Board, Organizational justice and corporate social responsibility: A multilevel cross-cultural investigation.

Center for Human Resource Management, University of Illinois. Maximizing human resource potential through corporate social responsibility.

University of Illinois Campus Research Board. Using assessment centers for employee development.

The University of West Florida Scholarly and Creative Activity Grant, Perceptions of age in the workplace: Job stereotypicality and attributions for performance.

Courses Taught

EEO Legal Issues

Personnel Selection

Education

Ph.D. Colorado State University, 2002

In the Media

How Getting Employees Involved in Giving can Produce Big Dividends

Supporting Social Science on Capitol Hill

Stories of Research to Reality--Social Science Space

Defending Org Research--Chicago Tribune

Workplace Justice--FABBS Foundation

Fairness--Virtue or Vice?--Psychology Today

Editor Ethics

Editor Ethics Press Release

Editor Ethics Featured in Inside Higher Ed