Psychological Sciences Faculty
Deborah E. Rupp
Professor and William C. Byham Chair in Industrial-Organizational Psychology
Department of Psychological Sciences
703 Third Street
West Lafayette, IN 47907-2081 USA
Psychological Sciences, Room 2114
Telephone: (217) 390-3048
Degree: Ph.D. Colorado State University, 2002
- SIOP Representative to the United Nations
- SIOP Publications Officer
- Fellow, Association for Psychological Science
- Fellow, American Psychological Association
- Fellow, Society for Industrial and Organizational Psychology
- Member, Society for Organizational Behavior
- Member, Personnel/Human Resources Research Group
- Former Editor-in-Chief, Journal of Management
Areas of Expertise: A major component of my professional portfolio surrounds research and practice in the areas of employee justice, behavioral ethics, emotional labor, and corporate social responsibility.
This is focused on isolating the motivations behind individuals’
justice concerns Rupp, 2011), and the extent to which
the experience of fair treatment at work influences the development of
strong, lasting, socio-emotional ties between employees and employers
(Rupp & Cropanzano, 2002). Following the work of
others, I argue that behavior
at work is driven not by self-interest alone, but also by moral
reasoning and a universal concern that justice is a fundamental human
right (Rupp & Bell, 2010). I have tested these notions both in the
lab (Rupp & Spencer, 2006; Skarlicki & Rupp, 2010) as well as in
the field (i.e., among bankers in Germany; Rupp et al., 2008; among
professionals in South Korea; Kwon & Rupp, 2011; in military
contexts; Rupp, Ng, Liao, & Drasgow, 2011; among unionized steel
workers, Rupp & M. Thornton, 2011; among those who care for the
developmentally disabled; Liao & Rupp, 2005; and via a meta analytic
exploration of field data from 32 nations, Shao, Rupp, Skarlicki, &
Jones, 2013). I have further extended this work to consider how
justice in the workplace influences the creation of climates within
workgroups (Rupp & Paddock, 2010; Kwon, & Rupp, 2013), as
well as how organizations’ socially responsible and irresponsible
behaviors impact employee functioning (Rupp & Williams, 2011; Rupp et al., 2011).
The second major component of my professional portfolio--behavioral assessment and development (i.e., assessment centers)--is very much aligned with my interests in justice and social responsibility. This work involves research on the assessment center method (Thornton, Rupp, & Hoffman, 2015), which has been cited in the Supreme Court proceedings for Ricci v. DeStefano et al., and informed the revised Guidelines and Ethical Considerations for Assessment Center Operations (2015). In these endeavors, I have worked with the South Korean government, SK, Doosan, Peking University, IACBE, and both the International Congress on Assessment Center Methods, and the National AC Congresses of South Africa and Indonesia. Recently, my graduate students and I have conducted assessment audits at the United Nations and the Emirates Group. I am currently exploring how the use of assessment centers has had an impact on positive social change, worldwide.
- 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, Publication Ethics
- Brett Guidry
- Drew Mallory
- William Brice
- Meghan Thornton (Assistant Professor, University of Texas-San Antonio)
- Michael Bashshur (Singapore Management University)
- Shuyin Chuai (McKinsey Corporation)
- Amanda Farthing (City of Champaign)
- Jyoti Ganapathi (New Delhi)
- Alyssa Gibbons (Assistant Professor, Colorado State University)
- Jing Guo (Bank of Montreal)
- Kisha Jones (Assistant Professor, Penn State University)
- Silke (Holub) McCance (Proctor & Gamble)
- Zhiwen Ng (Singapore Army)
- Sara Raouf Salama (Schlumberger Corporation)
- Paul Sledd (Microsoft Corporation)
- Jordan Stein (Senior Research Associate, Mather Lifeways Institute on Aging)
- Sharmin (Spencer) Tunguz (Associate Professor, DePauw University)
- Sang Woo (Assistant Professor, Purdue University)
Sample of Recent Publications*:
*see reprints link above for full list
Thornton, G. C., Rupp, D. E., & Hoffman, B. (2015). Assessment Center Perspectives for Talent Management Strategies. New York: Routlege.
Grandey, A. Dieffendorf, J., Rupp, D. E. (2013). Emotional labor in the 21st century: Diverse perspectives on emotion regulation at work (Eds.). New York, New York: Routledge.
Rupp, D. E. & Mallory, D. B. (2115). Corporate social responsibility: Psychological, person-centric, and progressing. Annual Review of Organizational Psychology and Organizational Behavior, 2, 211-236.
Jones, D. A. & Rupp, D.E. (in press). Social responsibility IN and OF organizations: The psychology of corporate social responsibility among organizational members. In Anderson, Ones, Sinangil, & Viswesvaran (Eds.), Handbook of Industrial, Work, and Organizational Psychology, 2nd Edition. Sage.
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.
Grandey, A., Rupp, D. E., & Brice, W. (in press). Emotional labor threatens decent work: A proposal to eradicate emotional display rules. Journal of Organizational Behavior.
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.
Mallory, D. B. & Rupp, D. E. (in press). Emotional labor: A person-centric perspective. In R. Baumeister & K. Vohs, Handbook of Self-Regulation: Research, Theory, and Applications, 3rd Edition. Gilford.
Rupp, D. E. (2011). An employee-centered model of organizational justice and social responsibility. Organizational Psychology Review, 1, 72-94.
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.
Kwon, K. W., Rupp, D. E., (2013). High-performer turnover and firm performance: The moderating role of human capital investment and firm reputation. Journal of Organizational Behavior, 34, 129-150.
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.
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.
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.