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Robert Jones - Missouri State University. Springfield, MO, US

Robert Jones Robert Jones

Professor, Psychology | Missouri State University

Springfield, MO, UNITED STATES

Dr. Jones' research and professional interests include emotive perception, nepotism and rating and decision biases.



Robert Jones Publication Robert Jones Publication




Is sustainability a possibility?



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

Media Appearances (2)

Nepotism in the White House

WOSU Public Media  radio


Missouri State University’s Dr. Robert Jones, psychology professor, discusses whether nepotism is acceptable.

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Eric Trump Offers Surprisingly Candid Thoughts On Nepotism

Forbes  online


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.

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Articles (5)

Policing Nepotism and Cronyism Without Losing the Value of Social Connection Industrial and Organizational Psychology


Antinepotism policies are common in work organizations. Although cronyism appears to be commonplace as well, official policing of cronyism is less common...

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Why performance management will remain broken: Authoritarian communication Industrial and Organizational Psychology


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 ...

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Personnel psychology and nepotism: Should we support anti-nepotism policies The Industrial-Organizational Psychologist


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...

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Reducing job-irrelevant bias in performance appraisals: compliance and beyond Journal of General Management


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...

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Narrow standards for efficacy and the research playground: Why either–or conclusions do not help Industrial and Organizational Psychology


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...

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