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Biography
Dr. Robert Jones is Professor of Psychology at Missouri State University. His research and professional interests are in industrial and organizational psychology, and relate to management, prejudice and ethical decision making.
Industry Expertise (8)
Education/Learning
Research
Human Resources
Management Consulting
Professional Training and Coaching
Staffing and Recruiting
Training and Development
Writing and Editing
Areas of Expertise (8)
Ethics
Emotion
Nepotism
Prejudice and Inclusion
Management
Statistics
Psychology
Sustainable Living
Education (3)
Ohio State University: Ph.D., Industrial and Organizational (I/O) Psychology 1992
Ohio State University: M.A., Psychology 1989
St. Olaf College: B.A., Political Theory 1977
Affiliations (4)
- Personnel Psychology : Book Review Editor
- Springfield City Council : Member
- Society for I-O Psychology
- Academy of Management
Links (3)
Media Appearances (2)
Nepotism in the White House
WOSU Public Media radio
2017-06-14
Missouri State University’s Dr. Robert Jones, psychology professor, discusses whether nepotism is acceptable.
Eric Trump Offers Surprisingly Candid Thoughts On Nepotism
Forbes online
2017-04-04
The Trump administration has been under fire recently for claims of nepotism. Missouri State University’s Dr. Robert Jones, psychology professor, and an expert on the subject of nepotism, provides his opinion in this article.
Articles (5)
Policing Nepotism and Cronyism Without Losing the Value of Social Connection
Industrial and Organizational Psychology
2015 Antinepotism policies are common in work organizations. Although cronyism appears to be commonplace as well, official policing of cronyism is less common...
Why performance management will remain broken: Authoritarian communication
Industrial and Organizational Psychology
2011 We agree with Pulakos and O'Leary (2011) that the focus of efforts in performance appraisal should be on the relationship between managers and their employees. We also agree with their focus on relational processes rather than structures (eg, merit grids) or outcomes ...
Personnel psychology and nepotism: Should we support anti-nepotism policies
The Industrial-Organizational Psychologist
2008 Personnel psychologists often hear of the first testing program conducted by the Chinese Civil Service c. 1000 AD What we often do not learn, however, is that this approach to meritorious hiring failed and was replaced by the eunuch system for staffing of the imperial service...
Reducing job-irrelevant bias in performance appraisals: compliance and beyond
Journal of General Management
2008 Job-irrelevant discrimination seems as ubiquitous as the performance appraisals in which it is commonly detected. This paper explores both compliance-based and more proactive approaches that deal with the various possible sources of discrimination in performance appraisal ratings...
Narrow standards for efficacy and the research playground: Why either–or conclusions do not help
Industrial and Organizational Psychology
2008 Lance's (2008) article on assessment center (AC) construct validation has undertones of the long-standing ''lumper''versus ''splitter''discussions in biology. The controversy here is between breaking groups of animals into more categories...