Industrial/Organizational Psychology: Employment Discrimination; Adverse Impact; Corporate Social Responsibility; DEI and Personnel Practices; Organizational Justice; Emotional Labor; Job Analysis, Selection, and Assessment; Assessment Centers
I plan to admit 1-2 incoming Ph.D. students for Fall 2024, and look forward to reviewing your application. For more information please review the following:
The GMU I-O Psychology Program website
Our graduate program profile on the SIOP website
The relevant portions of our I-O graduate student handbook
Best wishes on your application process!
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 (e.g., adverse impact, employment discrimination); organizational justice, 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 130 papers and chapters, and her work has appeared in outlets such as Academy of Management Journal, Academy of Management Review, Academy of Management Annals, Academy of Management Collections, 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; as chair of SIOP’s Strategic Planning and Research Committee, and as a SIOP representative to the United Nations.
Deborah Fashole-Luke
William Thilwind
Andrea Updegrove
Morgan Young
*Select publications by topic area. See CV link (on right) for full list
Employment Discrimination
Corporate Social Responsibility
DEI and Personnel Practices
Organizational Justice
Emotional Labor
Assessment
Vodanovich, S. J. & Rupp, D. E. (2022). Employment Discrimination: A Concise Review of the Legal Landscape. Oxford University Press.
Nottingham, A., Strah, N., Rupp, D. E. (2023). Pay equity/pay inequity issues. In D. C. Poff & A. C. Michalos (Eds.), Encyclopedia of Business and Professional Ethics. Springer Verlag (1445-1450).
Strah, N., Rupp, D. E., & Cannon, J. A., (2023). Disability-related adverse impact: Creating inclusive selection practices for individuals with disabilities. Research in Human Resource Management, Volume: Forgotten Minorities in Organizations, (D. L. Stone, B. Murray, K.M. Lukaszewski, J. H. Dulebohn, Eds.), 177-206.
Strah, N., Rupp, D. E., & Morris, S. (2022). Job analysis and job classification for addressing pay inequality in organizations: Adjusting our methods within a shifting legal landscape. Industrial and Organizational Psychology, 14, 1–45.
Rupp, D.E., Song, Q., Strah, N. (2020). Addressing the so-called validity-diversity trade-off: Exploring the practicalities and legal defensibility of pareto-optimization for reducing adverse impact within personnel selection. Industrial and Organizational Psychology, 13, 246–271.
Rupp, D. E., Aguinis, H., Siegel, D., Glavas, A., Aguilera, R.V. (in press). Corporate social responsibility: An ongoing and worthwhile journey. Academy of Management Collections.
McWilliams, A., Rupp, D. E., Siegel, D. S., Stahl, G., & Waldman, D. A. (2019). The Oxford Handbook of Corporate Social Responsibility: Psychological and Organizational Perspectives. Oxford, UK: Oxford University Press.
Opoku-Dakwa, A., Chen, C., & Rupp, D. E. (2018). CSR initiative characteristics and employee engagement: An impact-based perspective. Journal of Organizational Behavior, 39, 580–593.
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.
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.
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.
Nottingham, A., & Rupp, D. E. (in press). Inclusive leadership as an incrementally valid assessment center dimension. Industrial and Organizational Psychology: Perspectives on Science and Practice.
Gooty, J., Ruggs, E., Aguinis, H., Bergeron, D., Eby, L., van Knippenberg, D., Post, C., Rupp, D. E., Thatcher, S.M.B, Tonidandel, S., & Yammarino, F. J. (2023). Stronger together: A call for gender-inclusive leadership in business schools. Journal of Management, 49, 2531-2540.
Strah, N., & Rupp, D. E. (2022). Are there cracks in our foundation? An integrative review of diversity issues in job analysis. Journal of Applied Psychology, 107, 1031–1051.
Strah, N., Rupp, D. E., & Morris, S. (2022). Job analysis and job classification for addressing pay inequality in organizations: Adjusting our methods within a shifting legal landscape. Industrial and Organizational Psychology, 14, 1–45.
Rupp, D.E., Song, Q., Strah, N. (2020). Addressing the so-called validity-diversity trade-off: Exploring the practicalities and legal defensibility of pareto-optimization for reducing adverse impact within personnel selection. Industrial and Organizational Psychology, 13, 246–271.
Santuzzi, A., Keating, R. T., Martinez, J., Finkelstein, L., Rupp, D. E., Strah, N. (2019). Identity management strategies for workers with concealable disabilities: Antecedents and consequences. Journal of Social Issues, 75, 847–880.
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.
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.
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, 7, 204–219.
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.
Lavelle, J. J., Rupp, D. E., Herda, D. N., & Lee, J. (2023). Customer injustice and employee-customer social exchange: Effects on service employees’ customer-oriented citizenship behavior. Journal of Organizational Behavior, 44, 421-440.
Waldman, D., Balven, R., Vaulont, M, Siegel, D., Rupp, D. E. (2022). The role of justice perceptions in formal and informal university technology transfer. Journal of Applied Psychology, 107, 1397–1413.
Lavelle, J., Rupp, D.E., Herda, D.N., Pandey, A., & Lauck, J.R. (2021). Customer injustice and employee performance: The mediating roles of emotional exhaustion, surface acting, and demands-abilities fit. Journal of Management, 47, 654–682.
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., 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.
Rupp, D. E. (2011). An employee-centered model of organizational justice and social responsibility. Organizational Psychology Review, 1, 72–94.
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
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.
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.
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.
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.
Rupp, D. E., Thornton, G. C., Bisbey, T., Nottingham, A., Salas, E., & Murphy, K. R. (in press). An epistemology for assessment and development: How do we know what we know? Industrial and Organizational Psychology: Perspectives on Science and Practice.
Nottingham, A., & Rupp, D. E. (in press). Inclusive leadership as an incrementally valid assessment center dimension. Personnel Assessment and Decisions.
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.
Thornton, G. C., Hanson, R. M., & Rupp, D. E. (2017). Developing Organizational Simulations: A Guide for Practitioners, Students, and Researchers. New York, NY: Routledge.
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., Rupp, D. E., & Hoffman, B. (2015). Assessment Center Perspectives for Talent Management Strategies. New York: Routlege.
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.
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.
National Science Foundation. Computational modeling from narrative scenario development: A pedagogy for generating novel research questions to address critical societal issues.
Virginia Department of Corrections. Correctional officer trait assessment.
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.
Psychological and Legal Issues in Employment Discrimination
Personnel Selection
Psychological Tests and Measures
Ph.D. Colorado State University, 2002
Making Business School Leadership Gender-Exclusive
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