Dianna L. Stone

Dianna L. Stone
University of New Mexico Virginia Tech

Ph.D.
Research interests: Diversity, unfair discrimination, electronic HRM, AI and HRM, Editor, Research in HRM

About

226
Publications
265,752
Reads
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4,200
Citations
Citations since 2016
72 Research Items
2275 Citations
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Introduction
Dianna Stone received her Ph.D. from Purdue University, and is a Research Professor at the University of New Mexico, visiting professor at the University at Albany, and affiliate professor at Virginia Tech. Her research focuses on diversity and stigmatization in organizations, culture and HRM, electronic human resource management, the digital divide, and privacy in organizations. She is currently the Editor of Research in HRM, and is a fellow of SIOP, APA, and APS. https://diannastone.com
Additional affiliations
November 2017 - present
University of New Mexico
Position
  • Professor
November 2013 - December 2016
University at Albany, State University of NY and Virginia Tech
Position
  • Visiting Professor of Research
August 1998 - June 2006
University of Central Florida
Position
  • Professor of Management and Psychology
Education
August 1977 - August 1981
Purdue University
Field of study
  • Organizational Behavior, Industrial and Organizational Psychology

Publications

Publications (226)
Article
Full-text available
In recent years, information technology has had a profound effect on human resources (HR) processes and practices. However, relatively little research has examined its effectiveness, and most of the existing studies have not assessed the degree to which these new systems enable organizations to reach their HR goals of attracting, motivating and ret...
Article
Full-text available
Today, the field of Human Resource Management (HR) is experiencing numerous pressures for change. Shifts in the economy, globalization, domestic diversity, and technology have created new demands for organizations, and propelled the field in some completely new directions. However, we believe that these challenges also create numerous opportunities...
Research
Full-text available
Call for Papers Native American and Indigeneous Persons' Work Issues Research in Human Resource Management The U. S. Bureau of the Census (2022) estimates that there are 6.79 million Native Americans in the U. S. which is 2.09% of the entire population. Further, there are about 574 federally recognized Native American tribes in the nation. In add...
Book
The Plight of Stigmatized Groups in Organizations Editors: Dianna L. Stone, Kimberly M. Lukaszewski, Julio Canedo, Brian Murray and James H. Dulebohn Table of Contents: 1. Influence of Public Stigmas and Self-Stigmas on the Exclusion of People with Anxiety and Depressive Disorders in Organizations Dianna L. Stone, Brian Murray, Kimberly Lukasze...
Chapter
This paper focuses on the influence of public and self-stigmas on the exclusion of those with anxiety and depressive disorders in organizations. It reviews the factors that are thought to affect public stigmatization including (a) the nature of the context (e.g., social versus organizational, nature of the stigmatizing condition), (b) the six dimen...
Chapter
Abstract People have long made invidious distinctions between individuals (e.g., the clean and the unclean, good and evil, black and white, sacred and profane, etc.) (Smith, 1995) and these distinctions affect the degree to which individuals experience prejudice, unfair discrimination, and oppression in organizations and society as a whole. Althoug...
Book
Full-text available
People have long made invidious distinctions between individuals (e.g., the clean and the unclean, good and evil, black and white, sacred and profane, etc.) (Smith, 1995) and these distinctions affect the degree to which individuals experience prejudice, unfair discrimination, and oppression in organizations and society as a whole. Although there...
Chapter
Full-text available
Organizations are increasingly using artificial intelligence (AI) to support human resources management (HR) processes and decision-making. Although AI has the potential to fundamentally transform the practice of HR, there exists a dearth of systematic research on how this transformation will affect micro-level HR processes in organizations (e.g.,...
Article
Full-text available
Human Resources Analytics (HRA) is drawing more attention every year, and will be crucial to human resource development. However, the literature around the topic would appear to be more promotional than descriptive. With this in mind, we conducted a systematic literature review and content analysis with the following objectives: first, to address t...
Chapter
Teamwork is undoubtably an important characteristic of the contemporary workplace that offers significant management challenges. In Deloitte’s 2019 Global Human Capital Trends survey, 31% of respondents reported that most or almost all work was done in teams and 65% reported that some work was done by cross-functional teams even though the organiza...
Book
Table of Contents CHAPTER 1 New Directions for Research on the Management of Teams Brian Murray, James H. Dulebohn, Dianna L. Stone PART ONE The Science of Teams CHAPTER 2 Applying Systems Science to Advance Research on Team Phenomena Joshua A. Strauss, James A. Grand CHAPTER 3 Machine Learning and the Science of Teams Patrick Rosopa PART TWO...
Chapter
Full-text available
Abstract There has been a dramatic rise in the use of virtual teams (VTs) in organizations (Driskell et al., 2003; Han & Beyerlein, 2016), and these teams are characterized by their geographic dispersion, use of electronic media to communicate, and diverse composition (Gibson et al., 2014). Research has shown that the use of electronic technology a...
Chapter
Full-text available
Native Americans in the U. S. experience recurring problems gaining and maintaining employment. Although there may be a number of reasons for these employment problems (e.g., low educational levels, remoteness of reservations) (Al-Asfour, 2019), previous research has suggested several basic reasons for them (Al-Asfour, 2019). For instance, one pote...
Chapter
The present study examined the relation between a “Best Employer Award for Hiring People with Disabilities” and non-winning managers’ beliefs and intentions to hire people with disabilities (hereinafter PDWs). We based our predictions on social learning theory that suggested hiring managers would emulate the winning company’s behaviors if they perc...
Chapter
Full-text available
Depression is the most pervasive mental illness in our society, and many of those with the disorder have difficulties gaining and maintaining employment. There are a number of bases for these problems, but one of the primary reasons is that employees with depression are often stereotyped negatively (e.g., weak, lacking abilities). These stereotypes...
Book
People are often stigmatized by virtue of their status on such dimensions as race, ethnicity, gender, age, weight, disability, or sexual orientation, and this book deals with the plight of those who are stigmatized in organizations. For example, they often experience prejudice, unfair discrimination, mistreatment, and exclusion from organizations a...
Chapter
Full-text available
This chapter considers privacy and security issues in HRIS. Many organizations mistakenly believe that the biggest threat to information security is from outside. This chapter explains the importance of employee information privacy, the threats to employee privacy, and the varying privacy protections afforded employees by laws. In addition, the cha...
Book
Leadership: Leaders, Follower, and Context Includes articles by top leadership scholars. Table of Contents: CHAPTER 1 LeadershInip Research at the Crossroads of Leaders, Followers, and Context Brian Murray, James H. Dulebohn, Dianna L. Stone CHAPTER 2 How Can We Do Management Research that is Valid and Useful? Edwin A. Locke, Gary P. Latham...
Chapter
Full-text available
As we enter the third decade of the twenty-first century, we are seeing a renaissance of context in studies of leadership, leader-follower relations, and leader effectiveness as well as a recognition of the tripartite nature of leadership. To fully understand and appreciate leadership, one must see the multiple parts of it as well as the connection...
Chapter
Full-text available
Many industrialized countries (e.g., Europe, Japan) need immigrants today because they have low population growth, and face shortages of workers with specialized skills (e.g., U. S.). In spite of these needs, immigrants experience unfair discrimination in the employment process, and have difficulty gaining or maintaining jobs. For instance, even th...
Chapter
Full-text available
Artificial intelligence (AI) is increasingly used in organizations to support a variety of human resources (HR) functions. Not surprisingly, research on the use of AI to support HR is growing as well. However, for AI vendors and organizations to make valid inferences about AI, researchers must ensure that their studies are properly designed so that...
Article
Full-text available
Purpose The hospitality and tourism industry faces a number of workforce challenges, especially the high turnover rates and associated replacement costs associated with continually identifying and hiring new employees. The purpose of this paper is to discuss how hospitality and tourism organizations can use electronic human resource management (eHR...
Book
In this volume we consider the overall validity of inferences stemming from empirical research in human resource management (HRM), industrial and organizational psychology, organizational behavior, and allied fields. The chapters address the overall validity of inferences as a function of four facets of validity, i.e., internal, external, construct...
Book
It is evident that organizations are becoming increasingly diverse because of the growing numbers of ethnic minorities in the U. S. and the rise in immigration around the world (U. S. Bureau of Census, 2019). This peer reviewed research series focuses on diversity and inclusion in organizations, and includes twelve cutting edge articles written by...
Chapter
Full-text available
Abstract Our experimental study considered work-relevant stereotypes of six ethnic groups (i.e., Anglo American, Native American, African American, Mexican American, Chinese American, East Indian American). Members of these groups were rated in terms of such attributes as status, reliability, emotional adjustment, skill, and cognitive ability. The...
Article
Many industrialized countries (e.g., Europe, Japan) need immigrants today because they have low population growth, and face shortages of workers with specialized skills (e.g., U. S.). In spite of these needs, immigrants experience unfair discrimination in the employment process, and have difficulty gaining or maintaining jobs. For instance, even th...
Chapter
Full-text available
The U. S. Census Bureau (2018a) has predicted that by the year 2060 ethnic minorities will constitute the majority of the population. One important implication of this change in the demographics of our society is that ethnic minorities differ from Anglos in key cultural values including collectivism, familism, power distance and time orientation. G...
Chapter
Full-text available
Stigmas are discrediting attributes of targets that stem from a negative discrepancy between their actual social identity (i.e., the way a target is perceived by an observer) and their virtual social identity (i.e., the observer’s beliefs about the ideal attributes of an individual in a role). Targets (e.g., job applicants) can be stigmatized on th...
Book
We have assembled a very interesting set of articles in this issue that considers some of the key challenges facing HRM research and practice today. There are a total of eight articles in the issue, and they focus on (a) theory development in HRM and organizational behavior, (b) the relative degree of stigmatization associated with individual attri...
Chapter
See https://diannastone.com A preview of the book can be seen at https://books.google.com/books/about/The_Only_Constant_in_HRM_Today_is_Change.html?id=qseSDwAAQBAJ&printsec=frontcover&source=kp_read_button#v=onepage&q&f=false
Preprint
Full-text available
In R. N. Landers (Ed.). Cambridge Handbook of Technology and Employee Behavior
Chapter
The Cambridge Handbook of Technology and Employee Behavior - edited by Richard N. Landers February 2019
Article
Full-text available
Purpose The purpose of this paper is to examine the degree to which job seekers’ cultural values moderate the relations between organizational values displayed on an e-recruiting websites and organizational attraction by adapting a Cultural Vales Model of Recruitment. The authors also assessed the moderating relation of collectivism on the relatio...
Article
Full-text available
The digital divide is putting older workers at a disadvantage in gaining access and maintaining job opportunities. Despite this concern, little research has examined the extent that the digital divide (i.e., the gap between those who have access and can use the Internet and those who do not) (Hoffman & Novak, 1998) affects employment-related outcom...
Book
The primary purpose of this issue is to review the results of research on a number of important eHRM practices including e-recruitment, e-selection, gamification, e- socialization, e-learning, and e-performance management. It also considers how technology can be used to manage task-based contingent workers, and examines the problems associated with...
Chapter
Full-text available
This article considers the evolution of the field of electronic human resource management (eHRM), and its impact on human resource management (HR). It also reviews the transformation of HR since the 1980s and the influence of computer technology and e-HRM in enabling HR to function as a core business function and play a strategic role in organizati...
Chapter
Purpose This chapter applies a model of Social Cognition to explain some of the underlying factors that influence unfair discrimination against immigrants in organizations. Design/Approach It (1) presents a model of the attributes of immigrants that influence the categorization, stereotyping, job expectancies, and employment decisions about immigr...
Chapter
Full-text available
This introduction presents an overview of key concepts covered in the subsequent chapters of this book. The book starts with a brief history of the Internet at work to understand the specific characteristics of Internet-based technologies that underlie different qualitative shifts in working conditions. It addresses implications of the Internet at...
Chapter
Full-text available
This chapter considers two key social issues associated with the widespread use of Internet-based work: the digital divide, and the extent to which it invades personal privacy. It discusses the results of research on these issues and offers suggestions for future research and practice on the topics. The chapter considers the limited research on nat...
Article
Full-text available
Research indicated that ethnic entrepreneurs are more likely to fail than their counterparts, and use of financial planning may be an important determinant. Thus, this study presented a model of factors (e.g., familism, beliefs, knowledge) thought to be related to Hispanic and Anglo entrepreneurs’ use of financial planning. Results revealed that Hi...
Article
Full-text available
Organizations are increasingly using human resource information systems (HRIS) to collect and store employee datato enhance employment decision making. In this paper, using a 2 x 2 x 2 experimental design, we 1) examine the effectsof three HRIS policies on employees’ perceptions of invasion of privacy, 2) assess the moderating effects of amount ofw...
Article
Full-text available
In this paper, we review the professional and academic development of the human resource information systems (HRIS) field to assess its progress and suggest ways for moving research forward. To do so, we examine the interplay between the evolution of technology and the HR field through four key eras of technology: 1) mainframe, 2) client server, 3)...
Article
Full-text available
Organizations are increasingly using human resource information systems (HRIS) to collect and store employee data to enhance employment decision making. In this paper, using a 2 x 2 x 2 experimental design, we 1) examine the effects of three HRIS policies on employees' perceptions of invasion of privacy, 2) assess the moderating effects of amount o...
Article
Full-text available
Organizations are increasingly using human resource information systems (HRIS) to collect and store employee data to enhance employment decision making. In this paper, using a 2 x 2 x 2 experimental design, we 1) examine the effects of three HRIS policies on employees' perceptions of invasion of privacy, 2) assess the moderating effects of amount o...
Article
Full-text available
This study provides a comprehensive test of the impact of CEO human capital on corporate strategic choice. Using a large panel data set in an emerging market context, we find that CEO prior international experience promotes EMFs’ internationalization. Corporate governance, CEO cognition, and government support are contingency factors that affect CE...