Robert L Dipboye
Biographic Data
| ID | 1661688 |
|---|---|
| NAME | Robert L Dipboye |
| GIVEN NAMES | Robert L |
| FAMILY NAME | Dipboye |
| SIGNATURE | DIPBOYE R L |
| AFFILIATIONS | Rice University |
| VERIFIED | No |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 1 |
| AUTHOR COUNT | 13 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 1975 |
| LATEST PUBLICATION YEAR | 2013 |
| H-INDEX | 1 |
Discrimination at Work: The Psychological and Organizational Bases
Reconsidering the Use of Personality Tests in Personnel Selection Contexts
Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high‐stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Jou…
Nontraditional Validity Calculations and Differential Interviewer Experience: Implications for Selection Interviews
The traditional way to calculate the criterion-related validity of selection interviews was compared to two nontraditional techniques. College admissions interview ratings were the predictors, and college GPAs were the criteria. Traditional interview-GPA correlations usually were not significant, whereas statistical techniques set forth by Dreher, Ash, and Hancock (1988) and Kenny and La Voie (1985) usually yielded significant validities. The dif…
The Incremental Contribution of an Interview to College Admissions
A study was conducted to investigate possible redundancies between interviewer judgments and applicant paper credentials, and the incremental contribution of interviewer judgments to the prediction of selection decisions and future performance. The motivation and oral communication of college applicants were assessed in a face-to-face interview and on the basis of paper credentials. Interviewer judgments provided unique information about applican…
College students' time management: Correlations with academic performance and stress.
Many college students may find the academic experience very stressful (Swick, 1987). One potential coping strategy frequently offered by university counseling services is time management. One hundred and sixty-five students completed a questionnaire assessing their time management behaviors and atti
Representativeness does have implications for the generalizability of laboratory and field research findings
Research settings in industrial and organizational psychology: "Are findings in the field more generalizable than in the laboratory"? Reply
Representativeness does have implications for the generalizability of laboratory and field research findings
Research settings in industrial and organizational psychology: "Are findings in the field more generalizable than in the laboratory"? Reply
Research settings in industrial and organizational psychology: Are findings in the field more generalizable than in the laboratory
The authors analyzed for content all empirical articles from 1966, 1970, and 1974 volumes of Journal of Applied Psychology, Organizational Behavior and Human Performance, and Personnel Psychology to determine types of organizations, subjects, and dependent measures studied. Contrary to common belief that field settings provide for more generalisation of research findings than settings do, field research appeared as narrow as research in actors, s…
Research settings in industrial and organizational psychology: Are findings in the field more generalizable than in the laboratory
Sex and physical attractiveness of raters and applicants as determinants of resumé evaluations.
Male and female student interviewers, classified as either high, moderate, or low on physical attractiveness, evaluated 12 bogus job applicants for whom sex, physical attractiveness, and qualifications had been varied. A 2 X 3 X 2 X 3 X 2 analysis of variance was computed, with the first two variables (interviewer sex and attractiveness) constituting between-group factors, and the last three variables (applicant sex, attractiveness, and qualifica…
Alternative approaches to deindividuation
There have been two different approaches to deindividuation research and theory. One approach has been to view deindividuation as a loss of restraints, afforded by anonymity and other forms of depersonalization. Theorists adopting this perspective, which has its origins in crowd theory, view the experience of deindividuation as a positively affective event. Theorists adopting the other view predict that deindividuation arouses negative affect and…
Relative importance of applicant sex, attractiveness, and scholastic standing in evaluation of job applicant resumes.
College students (« = 30) and professional interviewers (n ~ 30) rated and ranked bogus resumes on suitability for a managerial position. Applicant sex, physical attractiveness, and scholastic standing were systematically varied in the resumes. A 2 X 2 X 2 X 3 repeated measures analysis of variance on the ratings yielded four significant main effects (p < .OS), while the same analysis on the rankings yielded three significant main effects (p<.Q\)…
Alternative approaches to deindividuation
There have been two different approaches to deindividuation research and theory. One approach has been to view deindividuation as a loss of restraints, afforded by anonymity and other forms of depersonalization. Theorists adopting this perspective, which has its origins in crowd theory, view the experience of deindividuation as a positively affective event. Theorists adopting the other view predict that deindividuation arouses negative affect and…
Relative importance of applicant sex, attractiveness, and scholastic standing in evaluation of job applicant resumes.
College students (« = 30) and professional interviewers (n ~ 30) rated and ranked bogus resumes on suitability for a managerial position. Applicant sex, physical attractiveness, and scholastic standing were systematically varied in the resumes. A 2 X 2 X 2 X 3 repeated measures analysis of variance on the ratings yielded four significant main effects (p < .OS), while the same analysis on the rankings yielded three significant main effects (p<.Q\)…
Sex and physical attractiveness of raters and applicants as determinants of resumé evaluations.
Male and female student interviewers, classified as either high, moderate, or low on physical attractiveness, evaluated 12 bogus job applicants for whom sex, physical attractiveness, and qualifications had been varied. A 2 X 3 X 2 X 3 X 2 analysis of variance was computed, with the first two variables (interviewer sex and attractiveness) constituting between-group factors, and the last three variables (applicant sex, attractiveness, and qualifica…
Alternative approaches to deindividuation
There have been two different approaches to deindividuation research and theory. One approach has been to view deindividuation as a loss of restraints, afforded by anonymity and other forms of depersonalization. Theorists adopting this perspective, which has its origins in crowd theory, view the experience of deindividuation as a positively affective event. Theorists adopting the other view predict that deindividuation arouses negative affect and…
Research settings in industrial and organizational psychology: Are findings in the field more generalizable than in the laboratory
The authors analyzed for content all empirical articles from 1966, 1970, and 1974 volumes of Journal of Applied Psychology, Organizational Behavior and Human Performance, and Personnel Psychology to determine types of organizations, subjects, and dependent measures studied. Contrary to common belief that field settings provide for more generalisation of research findings than settings do, field research appeared as narrow as research in actors, s…
Research settings in industrial and organizational psychology: Are findings in the field more generalizable than in the laboratory
Representativeness does have implications for the generalizability of laboratory and field research findings
Research settings in industrial and organizational psychology: "Are findings in the field more generalizable than in the laboratory"? Reply
Representativeness does have implications for the generalizability of laboratory and field research findings
Research settings in industrial and organizational psychology: "Are findings in the field more generalizable than in the laboratory"? Reply
College students' time management: Correlations with academic performance and stress.
Many college students may find the academic experience very stressful (Swick, 1987). One potential coping strategy frequently offered by university counseling services is time management. One hundred and sixty-five students completed a questionnaire assessing their time management behaviors and atti
The Incremental Contribution of an Interview to College Admissions
A study was conducted to investigate possible redundancies between interviewer judgments and applicant paper credentials, and the incremental contribution of interviewer judgments to the prediction of selection decisions and future performance. The motivation and oral communication of college applicants were assessed in a face-to-face interview and on the basis of paper credentials. Interviewer judgments provided unique information about applican…
Nontraditional Validity Calculations and Differential Interviewer Experience: Implications for Selection Interviews
The traditional way to calculate the criterion-related validity of selection interviews was compared to two nontraditional techniques. College admissions interview ratings were the predictors, and college GPAs were the criteria. Traditional interview-GPA correlations usually were not significant, whereas statistical techniques set forth by Dreher, Ash, and Hancock (1988) and Kenny and La Voie (1985) usually yielded significant validities. The dif…
Reconsidering the Use of Personality Tests in Personnel Selection Contexts
Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high‐stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Jou…
Discrimination at Work: The Psychological and Organizational Bases
Psychology (14 works) · Social Psychology (12 works) · Applied Psychology (11 works) · Field (mathematics) (6 works) · Clinical Psychology (4 works) · Industrial and organizational psychology (4 works) · Psychology of Social Influence (4 works) · Computer Science (3 works) · Developmental psychology (3 works) · Engineering (3 works)