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Papers by Robert Dipboye

Research paper thumbnail of Theme Track: Reducing Workplace Discrimination: Legalistic, Training, and Business-Case Perspectives

PsycEXTRA Dataset, 2000

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Research paper thumbnail of The Effectiveness of One-Sided and Two-Sided Appeals as a Function of Familiarization and Context

The Journal of Social Psychology, Jul 1, 2010

Page 1. The Journal of Social Psychology, 1977, 102, 125-131. THE EFFECTIVENESS OF ONE-SIDED AND ... more Page 1. The Journal of Social Psychology, 1977, 102, 125-131. THE EFFECTIVENESS OF ONE-SIDED AND TWO-SIDED APPEALS AS A FUNCTION OF FAMILIARIZATION AND CONTEXT* The University of Tennessee ROBERT L. DIPBOYE ...

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Research paper thumbnail of Effects of charismatic content and delivery: Support from experimental research?

PsycEXTRA Dataset, 2003

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Research paper thumbnail of Effects of students' expectations, instructor's expressiveness and students' motivation to learn on instructional outcomes

PsycEXTRA Dataset, 2004

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Research paper thumbnail of Getting to know your SIOP fellows

PsycEXTRA Dataset, 2000

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Research paper thumbnail of The diversity of organizational diversity: Generalizing findings across diverse groups

PsycEXTRA Dataset, 2000

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Research paper thumbnail of Theme Track: Reducing Workplace Discrimination: Legalistic, Training, and Business-Case Perspectives

PsycEXTRA Dataset, 2000

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Research paper thumbnail of Correlational tests of predictions from a process model of the interview

Journal of Applied Psychology, Jan 31, 1989

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Research paper thumbnail of Self-esteem as a moderator of the relationship between scientific interests and the job satisfaction of physicists and engineers

J Appl Psychol, 1978

APA PsycNET Our Apologies! - The following features are not available with your current Browser c... more APA PsycNET Our Apologies! - The following features are not available with your current Browser configuration. - alerts user that their session is about to expire - display, print, save, export, and email selected records - get My ...

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Research paper thumbnail of Attractiveness Bias in the Interview: Exploring the Boundaries of an Effect

Http Dx Doi Org 10 1207 S15324834basp1403_5, Jun 7, 2010

ABSTRACT Relationships were explored between interviewer evaluations of college applicants and th... more ABSTRACT Relationships were explored between interviewer evaluations of college applicants and the academic credentials, facial attractiveness, sex, and academic majors of applicants. Photographs of 506 randomly selected applicants were rated on attractiveness. Two criterion variables were examined: interviewer evaluations and the final admissions decision. There was a small but significant bias toward attractive applicants in interview evaluations but not in the actual admissions decisions. Scholastic Aptitude Test (SAT) scores and high-school rank were the best predictors of admissions decisions.

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Research paper thumbnail of Organizational barriers to implementing a rational model of training

Training for a rapidly changing workplace: Applications of psychological research., 1997

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Research paper thumbnail of Understanding and managing self-esteem in the workplace

PsycCRITIQUES, 1990

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Research paper thumbnail of Interviewer Experience and Expertise Effects

The Employment Interview Handbook, 1999

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Research paper thumbnail of Equal Employment and the Interview

Unstandardized and unstructured interviews can have an adverse impact on the hiring of minority g... more Unstandardized and unstructured interviews can have an adverse impact on the hiring of minority groups; the personnel interview does not substitute for well designed and valid objective tests as predictors of job success. (TA)

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Research paper thumbnail of Structured and Unstructured Selection Interviews: Beyond the Job-Fit Model

ABSTRAO Unstructured, intuitive processes still appear to dominate HRM practices, despite the evi... more ABSTRAO Unstructured, intuitive processes still appear to dominate HRM practices, despite the evidence in favor of more structured, rational approaches. The present paper is concerned with one example of this: the continued dominance of unstructured interviews in employee selection. Through structuring interview procedures, biases in information gathering, judgment, and decision making can be reduced and the reliability and validity of interviewer judgments improved. Despite the empirical support for the use of a structured interview process, organizations continue to rely primarily on unstructured interviews. The present paper proposes that the dominance of unstructured interviews can be attributed to the interviewer's attempts to achieve personal satisfaction, attain a good fit of employees to the job context, acquire and maintain power, make just decisions, and communicate the values of the organization. It is also suggested that a broader perspective is needed in the researc...

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Research paper thumbnail of Dipboye, R. L. (1997). Structured selection interviews: Why do they work? Why are they underutilized? In N Anderson & P. Herriott (eds). International Handbook of Selection and Assessment. London: J Wiley, pp. 455-474

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Research paper thumbnail of Dipboye, R. L. & Jackson, S. (1999). The influence of interviewer experience and expertise on selection decisions. In R. W. Eder & M. M. Harris (ed). The employment interview: theory, research, and practice (2nd ed). Beverly Hills: Sage

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Research paper thumbnail of Dipboye, R. L. (1995). How organizational politics can destructure human resource management in the interest of empowerment, support, and justice. In R. Cropanzano & M. Kacmar (eds).Organizational Politics, Justice and Support. Westport, Conn: Quorom Books

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Research paper thumbnail of Essentials of industrial and organizations psychology

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Research paper thumbnail of Dipboye, R. L. & Collela, A. (2005). The dilemmas of workplace discrimination. In R. Dipboye & A. Colella (eds). The Psychological and Organizational Bases of Discrimination at Work. Larence Erlbaum Associates

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Research paper thumbnail of Theme Track: Reducing Workplace Discrimination: Legalistic, Training, and Business-Case Perspectives

PsycEXTRA Dataset, 2000

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Research paper thumbnail of The Effectiveness of One-Sided and Two-Sided Appeals as a Function of Familiarization and Context

The Journal of Social Psychology, Jul 1, 2010

Page 1. The Journal of Social Psychology, 1977, 102, 125-131. THE EFFECTIVENESS OF ONE-SIDED AND ... more Page 1. The Journal of Social Psychology, 1977, 102, 125-131. THE EFFECTIVENESS OF ONE-SIDED AND TWO-SIDED APPEALS AS A FUNCTION OF FAMILIARIZATION AND CONTEXT* The University of Tennessee ROBERT L. DIPBOYE ...

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Research paper thumbnail of Effects of charismatic content and delivery: Support from experimental research?

PsycEXTRA Dataset, 2003

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Research paper thumbnail of Effects of students' expectations, instructor's expressiveness and students' motivation to learn on instructional outcomes

PsycEXTRA Dataset, 2004

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Research paper thumbnail of Getting to know your SIOP fellows

PsycEXTRA Dataset, 2000

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Research paper thumbnail of The diversity of organizational diversity: Generalizing findings across diverse groups

PsycEXTRA Dataset, 2000

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Research paper thumbnail of Theme Track: Reducing Workplace Discrimination: Legalistic, Training, and Business-Case Perspectives

PsycEXTRA Dataset, 2000

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Research paper thumbnail of Correlational tests of predictions from a process model of the interview

Journal of Applied Psychology, Jan 31, 1989

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Research paper thumbnail of Self-esteem as a moderator of the relationship between scientific interests and the job satisfaction of physicists and engineers

J Appl Psychol, 1978

APA PsycNET Our Apologies! - The following features are not available with your current Browser c... more APA PsycNET Our Apologies! - The following features are not available with your current Browser configuration. - alerts user that their session is about to expire - display, print, save, export, and email selected records - get My ...

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Research paper thumbnail of Attractiveness Bias in the Interview: Exploring the Boundaries of an Effect

Http Dx Doi Org 10 1207 S15324834basp1403_5, Jun 7, 2010

ABSTRACT Relationships were explored between interviewer evaluations of college applicants and th... more ABSTRACT Relationships were explored between interviewer evaluations of college applicants and the academic credentials, facial attractiveness, sex, and academic majors of applicants. Photographs of 506 randomly selected applicants were rated on attractiveness. Two criterion variables were examined: interviewer evaluations and the final admissions decision. There was a small but significant bias toward attractive applicants in interview evaluations but not in the actual admissions decisions. Scholastic Aptitude Test (SAT) scores and high-school rank were the best predictors of admissions decisions.

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Research paper thumbnail of Organizational barriers to implementing a rational model of training

Training for a rapidly changing workplace: Applications of psychological research., 1997

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Research paper thumbnail of Understanding and managing self-esteem in the workplace

PsycCRITIQUES, 1990

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Research paper thumbnail of Interviewer Experience and Expertise Effects

The Employment Interview Handbook, 1999

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Research paper thumbnail of Equal Employment and the Interview

Unstandardized and unstructured interviews can have an adverse impact on the hiring of minority g... more Unstandardized and unstructured interviews can have an adverse impact on the hiring of minority groups; the personnel interview does not substitute for well designed and valid objective tests as predictors of job success. (TA)

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Research paper thumbnail of Structured and Unstructured Selection Interviews: Beyond the Job-Fit Model

ABSTRAO Unstructured, intuitive processes still appear to dominate HRM practices, despite the evi... more ABSTRAO Unstructured, intuitive processes still appear to dominate HRM practices, despite the evidence in favor of more structured, rational approaches. The present paper is concerned with one example of this: the continued dominance of unstructured interviews in employee selection. Through structuring interview procedures, biases in information gathering, judgment, and decision making can be reduced and the reliability and validity of interviewer judgments improved. Despite the empirical support for the use of a structured interview process, organizations continue to rely primarily on unstructured interviews. The present paper proposes that the dominance of unstructured interviews can be attributed to the interviewer's attempts to achieve personal satisfaction, attain a good fit of employees to the job context, acquire and maintain power, make just decisions, and communicate the values of the organization. It is also suggested that a broader perspective is needed in the researc...

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Research paper thumbnail of Dipboye, R. L. (1997). Structured selection interviews: Why do they work? Why are they underutilized? In N Anderson & P. Herriott (eds). International Handbook of Selection and Assessment. London: J Wiley, pp. 455-474

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Research paper thumbnail of Dipboye, R. L. & Jackson, S. (1999). The influence of interviewer experience and expertise on selection decisions. In R. W. Eder & M. M. Harris (ed). The employment interview: theory, research, and practice (2nd ed). Beverly Hills: Sage

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Research paper thumbnail of Dipboye, R. L. (1995). How organizational politics can destructure human resource management in the interest of empowerment, support, and justice. In R. Cropanzano & M. Kacmar (eds).Organizational Politics, Justice and Support. Westport, Conn: Quorom Books

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Research paper thumbnail of Essentials of industrial and organizations psychology

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Research paper thumbnail of Dipboye, R. L. & Collela, A. (2005). The dilemmas of workplace discrimination. In R. Dipboye & A. Colella (eds). The Psychological and Organizational Bases of Discrimination at Work. Larence Erlbaum Associates

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Research paper thumbnail of Size, Functional Heterogeneity, and Teamwork Quality Predict Team Creativity and Innovation

Team size, heterogeneity, and an aggregate measure of teamwork quality predicted the effectivenes... more Team size, heterogeneity, and an aggregate measure of teamwork quality predicted the effectiveness of organizational problem solving teams in generating ideas and obtaining the acceptance of management for these ideas. The results of regression analyses revealed that large teams generated more total and implemented ideas than smaller teams. In addition to more total and implemented ideas, teams with higher functional heterogeneity and teamwork quality generated more total and implemented ideas per member. Team size also moderated the effects of self-reported teamwork quality such that larger teams showed a stronger positive relation of teamwork quality with total and implemented ideas than smaller teams. Management evaluations of the teams were unrelated to size, functional heterogeneity, and teamwork quality. The findings support the treatment of team size as an important predictor of effectiveness rather than relegating it to the status of a mere control variable. Also, the results support previous observations that subjective judgments of team effectiveness are not equivalent to objective measures and that researchers should use multiple criteria of team success. Finally, rather than relying on concurrent, cross-sectional designs, research is needed that uses predictive models to assess how well team characteristics forecast effectiveness.

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Research paper thumbnail of Stimulus Variability in Attractiveness Bias Exploring the Effects of Physical Attractiveness in Job Applicant Evaluations: Taking Into Account Stimulus Variability

Previous research on physical attractiveness bias in job applicant evaluations has ignored three ... more Previous research on physical attractiveness bias in job applicant evaluations has ignored three important issues. First, the sex-typing of the positions for which applicants are evaluated is usually weak despite the need to provide strongly male and female-typed positions in testing for beauty is beastly effects. Second, the samples of stimuli used in the manipulations of applicant sex, attractiveness, and sex-typing of the job are small. Third, the statistical analyses used in testing hypotheses fail to incorporate variability among both human participants and stimuli. The present research corrected for these three omissions in an experiment in which participants evaluated the suitability of applicants who were physically attractive or unattractive, male or female, and were applying for a male-typed or female-typed position. The experimental design was a within-person 2 (applicant sex) X 2 (applicant attractiveness) X 2 (sex-type of job) ANOVA. Each participant received a set of eight applicants with the photograph used in the manipulation of sex and attractiveness and the type of job randomly drawn from a pool of photographs and jobs. Consistent with the recommendations of Clark (1973), the hypotheses were tested using as subjects the human participants (F1 analyses), pictures (F2 analyses), positions (F2 analyses), and picture-position combinations (F2 analyses). Also, quasi-Fs were conducted to incorporate variability of both human participants and stimuli. All the analyses revealed an attractiveness bias in which the attractive candidates were evaluated more favorably than unattractive candidates. A job sex-type X applicant sex interaction revealed that males were evaluated more favorably for male-typed positions and females for female-typed positions. Also found were main effects for applicant sex and job-type, although these effects were subsumed by the job sex-type X applicant sex interaction. The analyses of the ratings of suitability were consistent with chi-square analyses of best- and worst-fit choices. The findings suggest that the bias against attractive applicants is robust across stimuli as well as human participants. No evidence was found for a beauty is beastly effect. Exploratory analyses suggested that a bias against attractive females is limited to a narrow domain of jobs.

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