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
- 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
- Meghan Thornton
- 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: Psychology Press/Routledge.
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.
Mallory, D. & Rupp, D. E. (forthcoming). Emotional labor: A person-centric perspective. In R. Baumeister & K. Vohs, Handbook of Self-Regulation: Research, Theory, and Applications, 3rd Edition. Gilford.
Mulder, L., Rupp, D. E., & Arie D. (in press). 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 and Health.
Rupp, D. E. & Mallory, D. (in press). Corporate social responsibility: Psychological, person-centric, and progressing. Annual Review of Organizational Psychology and Organizational Behavior.
International Taskforce on Assessment Center Guidelines (2015). Guidelines and ethical considerations for assessment center operations. Journal of Management, 41. (task force chair and corresponding author).
Rupp, D. E., Wright, P. M., Aryee, S., Luo, Y. (2015). Organizational justice, behavioral ethics, and corporate social responsibility: Finally the three shall merge. Management and Organization Review, 11, 1-10.
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., Thornton, M.A., Rogelberg, S., Berka, G., & Olien, J. (2014). The characteristics of quality scholarly submissions: Considerations of author team composition and decision making. Journal of Management, 40, 1501-1510.
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.
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.
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.
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.
Rupp, D. E. (2011). An employee-centered model of organizational justice and social responsibility. Organizational Psychology Review, 1, 72-94.
Rupp, D. E. (2011). Research and publishing ethics: editor and reviewer responsibilities. Management and Organization Review, 7, 481-493.
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. (note: third ranked journal in the field of law)
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.
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.
Carmeli, A., Ben-Hador, B., Waldman, D. & Rupp, D. E. (2009). How leaders cultivate social capital and nurture employee vigor: Implications for job performance. Journal of Applied Psychology, 94, 1553-1561.
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.
Rupp, D. E., & Aquino, K. (2009). Nothing so practical as a good justice theory. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 205-210.
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.
Cropanzano, R., Paddock, L., Rupp, D.E., Bagger, J., & Baldwin, A. (2008). How regulatory focus impacts the process-by-outcome interaction for perceived fairness and emotions. Organizational Behavior and Human Decision Processes, 105, 36-51.
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.
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.
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.
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., Ganapathi, J., Aguilera, R. V., & Williams, C. A. (2006). Employee reactions to corporate social responsibility: An organizational justice framework. Journal of Organizational Behavior, 27, 537-543.
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.
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.
Cropanzano, R., Rupp, D. E., & Byrne, Z. S. (2003). The relationship of emotional exhaustion to job performance ratings and organizational citizenship behavior. Journal of Applied Psychology, 88 (1), 160-169.
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.