Deborah E Rupp

Biographic Data

ID319756
NAMEDeborah E Rupp
GIVEN NAMESDeborah E
FAMILY NAMERupp
SIGNATURERUPP D E
AFFILIATIONSUniversity of Illinois Urbana-Champaign
ORCID0000-0001-5992-3879
VERIFIEDYes
TOTAL WORKS29
TOTAL CITATIONS95
WORKS AS AUTHOR27
WORKS AS EDITOR2
FIRST PUBLICATION YEAR1999
LATEST PUBLICATION YEAR2025
H-INDEX5

  • Overall Organizational Justice Trajectories Among Newcomers

    Open AccessConstanze Eib, Yannick Griep et al.ARTICLEBusiness Ethics, the Environment…2025

    While organizational justice perceptions are often thought to be stable, empirical evidence highlights substantial within‐person fluctuations over time. The development of these justice fluctuations may have important implications for newcomers' enactment of organizational citizenship behaviors (OCB). Building on fairness heuristics theory to consider the perception of justice as a dynamic phenomenon, we predict that the developmental nature of o…

  • Why have we not detected gender differences in organizational justice perceptions?! An evidenced‐based argument for increasing inclusivity within justice research

    Open AccessNicole Strah, Deborah E Rupp et al.ARTICLEJournal of Organizational Behavior2024Cited by: 1References: 18

    While research from various disciplines shows that women continue to disproportionately face workplace injustices compared to men, OB research has not found meaningful gender differences in self‐reported workplace justice perceptions. This paradox has received little attention in the otherwise well‐established organizational justice literature. We applied an abductive approach to investigate this paradox by a) confirming its existence, and b) pro…

  • Corporate social responsibility and individual behaviour

    Open AccessHerman Aguinis, Deborah E Rupp et al.ARTICLENature Human Behaviour2024Cited by: 1References: 72

  • Customer injustice and service employees' customer‐oriented citizenship behavior

    Open AccessJames J Lavelle, Deborah E Rupp et al.ARTICLEJournal of Organizational Behavior2022References: 15

    Recent research has uncovered the debilitating effects that customers' unfair treatment of service workers has for both employees and their employers. These studies have largely explained the effects of customer mistreatment through a conservation of resources (COR) theory lens, arguing that customer injustice depletes the regulatory resources of service employees, thereby impairing their well‐being and ability to perform their jobs effectively. …

  • The Communication of Justice, Injustice, and Necessary Evils

    Open AccessMeghan A Thornton-Lugo, Deborah E RuppARTICLESAGE Open2021

    The prevailing approach to studying justice in the workplace has focused on recipients and observers of justice. This approach, however, fails to consider the experience of other parties including those who communicate justice. To understand the experience of communicating fairness, we investigated how justice, injustice, and necessary evils differentially affect guilt and stress. In addition, we explored how communicating bad news compares to th…

  • The Oxford Handbook of Corporate Social Responsibility

    Abagail Mcwilliams, Deborah E Rupp et al.EDITORBOOKOxford Handbook of Corporate…2019

    Corporate social responsibility (henceforth, CSR) continues to grow as a topic of interest in academia, business, and government. This handbook reflects recent developments in the field, incorporating new psychological and organizational perspectives on this important, interdisciplinary topic. Highlights of the handbook include chapters by leading scholars in entrepreneurship, international business, law, organizational behavior, psychology, soci…

  • Oxford Handbook of Corporate Social Responsibility

    Abagail Mcwilliams, David A Waldman et al.BOOKOxford Handbook of Corporate…2019

  • Identity Management Strategies for Workers with Concealable Disabilities

    Open AccessAlecia M Santuzzi, Robert T Keating et al.ARTICLEJournal of Social Issues2019Cited by: 11References: 71

    Twenty‐eight currently or recently employed adults with concealable impairments from a community in the United States completed semi‐structured interviews to capture workers’ perceptions of their internal and social experiences that contribute to their identity management decisions. Disability identity management strategies included effortful behaviors, such as avoiding relevant situations and using specific language to describe impairments. Part…

  • Multifoci effects of injustice on counterproductive work behaviors and the moderating roles of symbolization and victim sensitivity

    Open AccessJames J Lavelle, Christopher M Harris et al.ARTICLEJournal of Organizational Behavior2018Cited by: 4References: 9

    Past research suggests that employees, in response to workplace experiences, selectively engage in targeted counterproductive work behaviors (CWBs). Taking a retributive justice and target similarity perspective, we predict that employee perceptions of unfairness from the organization uniquely predict CWB specifically targeted at the organization whereas employee perceptions of supervisory unfairness uniquely predict CWB specifically targeted at …

  • Corporate social responsibility and employee engagement

    Open AccessDeborah E Rupp, Ruodan Shao et al.ARTICLEJournal of Organizational Behavior2018Cited by: 12References: 21

    Growing evidence suggests that employees' perceptions of their employer's corporate social responsibility (CSR) relate positively to employee work engagement. This is an important connection given the impact of work engagement on both employee health and organizational productivity, as well as the importance of CSR for society. In this paper, however, we argue that the CSR perceptions–work engagement relationship cannot be assumed to be universal…

  • CSR initiative characteristics and employee engagement

    Open AccessAkwasi Opoku-Dakwa, Chao C Chen et al.ARTICLEJournal of Organizational Behavior2018Cited by: 5References: 20

    Though corporations depend on the work of employees to achieve important humanitarian and environmental outcomes, research on employee engagement in corporate social responsibility initiatives (CSRIs) remains limited and fragmented. Building on existing studies, we develop a theoretical model explaining when and why CSRIs, on the basis of their distinctive characteristics, would be engaging to employees. Adopting the lens of social cognitive theo…

  • The Multiple Pathways through which Internal and External Corporate Social Responsibility Influence Organizational Identification and Multifoci Outcomes

    Omer Farooq, Deborah E Rupp et al.ARTICLEAcademy of Management Journal2017

    In this paper, we use a social identity theory perspective to study the mechanisms through which internal and external corporate social responsibility (CSR) influence employee identification and its subsequent outcomes, as well as the boundary conditions on these effects. We posit that CSR actions focusing on external stakeholders enhance perceived prestige whereas CSR actions focusing on employee welfare enhance perceived respect—both of which a…

  • Out of Work and Out of Luck? Layoffs, System Justification, and Hiring Decisions for People Who Have Been Laid Off

    Open AccessMargo J Monteith, Mason Burns et al.ARTICLESocial Psychological and…2016

    Are hiring decisions affected by knowledge that a job applicant was previously laid off? We expected decisional biases to be linked with the motivational tendency to believe that society is fair and outcomes are just and deserved (hereafter, system justifying beliefs [SJBs]). Indeed, hiring decisions were more likely to disadvantage a laid off applicant as SJBs increased both when detailed job application information was reviewed for one laid off…

  • Corporate Social Responsibility

    Deborah E Rupp, Drew B MalloryARTICLEAnnual Review of Organizational…2015

    Micro-CSR, or the psychological study of how corporate social responsibility (CSR) affects individuals, is gaining significant attention within industrial/organizational psychology and organizational behavior (IOOB). Although this research has the potential to offer insight into how CSR impacts individuals representing various stakeholder groups (e.g., consumers, shareholders), to date the term micro-CSR has generally been limited to describing r…

  • Emotional labor threatens decent work

    Open AccessAlicia A Grandey, Deborah E Rupp et al.ARTICLEJournal of Organizational Behavior2015Cited by: 18References: 12

    Emotional labor—the management of emotional displays as part of one's work role—has emerged as a growth area of study within organizational behavior and customer service research. In this article, we call attention to the human costs of “service with a smile” requirements with little benefits. We first review the evidence showing that requiring positive emotions from employees induces dissonance and depleted resources, which hinders task performa…

  • Emotional Labor in the 21st Century

    Batja Mesquita, Ellen Delvaux et al.EDITORBOOKEmotional labor in the 21st century2013

    status: Published

  • Applicants' and Employees' Reactions to Corporate Social Responsibility

    Open AccessDeborah E Rupp, Ruodan Shao et al.ARTICLEPersonnel Psychology2013

    This research explored individuals’ reactions to perceived corporate social responsibility (CSR) using a multimotive framework. In 2 studies, the authors explored the boundary conditions of CSR effects among job applicants and internal employees. A scenario‐based experiment ( N = 81) showed that the effect of CSR perceptions on job applicants’ job pursuit intentions was mitigated by applicants’ first‐party justice experiences, whereas it was ampl…

  • Emotional labor in the 21st century

    Alicia A Grandey, Alicia Grandey et al.BOOKEmotional labor in the 21st century2013

    Part 1: Overview 1. Bringing Emotional Labor into Focus: A Review and Integration of Three Research Lenses Alicia A. Grandey, James M. Diefendorff, Deborah E. Rupp Part 2: Person Perspectives: Within, Between, Dyadic And Group 2. Episodic Intrapersonal Emotion Regulation: Or, Dealing with Life as it Happens Daniel J. Beal, John P. Trougakos 3. Motivation, Fit, Confidence, and Skills: How Do Individual Differences Influence Emotional Labor? Jason …

  • High‐performer turnover and firm performance

    Open AccessKiwook Kwon, Deborah E RuppARTICLEJournal of Organizational Behavior2012Cited by: 3References: 15

    Research has shown a complex relationship between turnover and firm performance. Not only does it matter who leaves (e.g., high‐performing versus low‐performing employees), but the context also stands to influence this effect in complex ways. We apply human capital theory, social capital theory, and the cost–benefit perspective to propose two boundary conditions to the high‐performer turnover and firm performance relationship. Specifically, we pr…

  • How leaders cultivate social capital and nurture employee vigor

    Abraham Carmeli, Batia Ben-Hador et al.ARTICLEJournal of Applied Psychology2009

    This study examined how leader relational behaviors (i.e., relational leadership) cultivate bonding social capital among organizational members and the way bonding social capital augments feelings of vigor at work. In addition, the authors examined how vigor enhances employee job performance. Using a sample of 209 participants in Israeli community centers, the results of structural equation modeling indicate a 2-stage mediation model in which lea…

  • Nothing So Practical as a Good Justice Theory

    Open AccessDeborah E Rupp, Karl Aquino et al.ARTICLEIndustrial and Organizational…2009

    An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.

  • Taking a Multifoci Approach to the Study of Justice, Social Exchange, and Citizenship Behavior

    Open AccessJames J Lavelle, Deborah E Rupp et al.ARTICLEJournal of Management2007

    An emerging trend within the organizational justice, social exchange, and organizational citizenship behavior literatures is that employees maintain distinct perceptions about, and direct different attitudes and behaviors toward, multiple foci such as the organization, supervisors, and coworkers. However, these multifoci developments have progressed, for the most part, independently of one another. Thus, to gain a more complete conceptualization …

  • Putting the S back in corporate social responsibility

    R V Aguilera, Deborah E Rupp et al.ARTICLEAcademy of Management Review2007

    We provide a multilevel theoretical model to understand why business organizations are increasingly engaging in corporate social responsibility (CSR) initiatives and thereby exhibiting the potential to exert positive social change. Our model integrates theories of organizational justice, corporate governance, and varieties of capitalism to argue that organizations are pressured to engage in CSR by many different actors, each driven by instrumenta…

  • Employee reactions to corporate social responsibility

    Open AccessDeborah E Rupp, Jyoti Ganapathi et al.ARTICLEJournal of Organizational Behavior2006Cited by: 40References: 2

    We seek to bridge the macro concept of corporate social responsibility (CSR) with micro research in organizational justice. A theoretical model is presented whereby employees' perceptions of CSR impact their subsequent emotions, attitudes, and behaviors, mediated by instrumental, relational, and deontic motives/needs, as well as moderated by organizations' social accounts. Copyright © 2006 John Wiley & Sons, Ltd

  • The Impact of Justice Climate and Justice Orientation on Work Outcomes

    Hui Liao, Deborah E RuppARTICLEJournal of Applied Psychology2005

    In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They then tested for the effects of these variables on either organization-directed or supervisor-directed c…