Friday AM Schedule

SIOP in its Second Century: Challenges, Threats, and Opportunities

Nancy T. Tippins, GTE, Chair

Angelo S. DeNisi, Texas A & M University, Presenter

Assessing the Prevalence and Impact of Applicant Faking

That people can distort responses when instructed indicates the susceptibility of measures to faking, however, it does not indicate the extent to which applicant faking actually occurs.  Symposium participants examine the pervasiveness of applicant faking, exploring methodologies for evaluating faking, and the impact this has on validity and hiring decisions.

David B. Schmidt, Aon Consulting, Chair

Tonya Baker, Aon Consulting, Stephen A. Dwight, Aon Consulting, Matthew W. Jones, Aon Consulting,

      Assessing Differences in Applicant and Incumbent Performance on a Biodata Test for Sales Positions

John J. Donovan, Virginia Tech, Stephen A. Dwight, Aon Consulting, Gregory M. Hurtz, SUNY, Albany, An

      Assessment of the Prevalence and Severity of Applicant Faking Using the Random Response Technique

Richard L. Griffith, Florida Institute of Technology, Tom Chmielowski, Florida Institute of Technology, Andrea F. Snell, University of Akron, Richard L. Frei, Temple University, Does Faking Matter? An Examination of Rank Order Changes in Applicant Data

Darin Wiechmann, Michigan State University, Neal W. Schmitt, Michigan State University, Appropriateness Fit and Criterion-Related Validity of Personality and Ability Tests

Howard Sisco, Assessment Alternatives, Richard R. Reilly, Stevens Institute of Technology, Biodata Predictors of the Five Factor Model: Reducing the Impact of Response Distortion

Ann Marie Ryan, Michigan State University, Discussant

Systemic Leadership Development: Conceptual Models and Best Practices

Organizations are experiencing profound strategic and environment complexity, as well as competitive pressures to continuously re-invent themselves.  As a result, leadership development has become an increasingly important concern at all organization levels.  This invited symposium presents state-of-the-art thinking and practices in systemic leadership development, defined as a lens for creating, enhancing, and maintaining sustainable leadership.

David V. Day, Pennsylvania State University, Chair

Cynthia D. McCauley, Center for Creative Leadership, A Systemic Approach to Leadership Development

Ben E. Dowell, Bristol-Myers Squibb, Integrating Leadership Development Within Bristol-Myers Squibb

Janet Matts, Johnson and Johnson, Challenges and Learnings for Leadership 2000 at Johnson and Johnson

Jeffrey J. McHenry, Microsoft Corporation, Leadership 2000: A Framework for Leadership Development at Microsoft

Morgan W. McCall, University of Southern California, Discussant

Early Career Choices: Tales from the Trenches

Many graduate students, while technically well trained, lack valuable information about the realities of certain career paths.  The purpose of this session is to provide information related to early career choices, the realities of such choices, and suggestions for success in different career tracks (e.g., practitioner versus academic).

Doug Quartetti, HumRRO, Co-Host

Philip L. Roth, Clemson University, Co-Host

Jennifer J. Deal, Center for Creative Leadership, Panelist

Michele J. Gelfand, University of Maryland, Panelist

Maura A. Stevenson, Merrill Lynch, Panelist

Chockalingam Viswesvaran, Florida International University, Panelist

Merging Organization Cultures: A Culture Assessment and
Integration Framework and Approach

Culture clash has been identified as the culprit behind the collapse of many mergers and acquisitions.  Panelists will present a recently developed organization cultural assessment framework and approach used by two large healthcare systems to guide their recent merger.  They will also explore the effectiveness of different culture integration strategies used and share learnings from their experience.

Ira M. Levin, Ernst & Young LLP, Chair

Lisa Felice, Ernst & Young LLP, Panelist

Deborah Proctor, Ascension Health, Panelist

Thomas Thibault, Ascension Health, Panelist

Cognitive Reactions to Performance Feedback

Because feedback rarely has straightforward, predictable effects on subsequent performance, it is important to understand recipients cognitive responses to performance feedback.  This symposium explores the effects of regulatory focus and various characteristics of multi-source ratings on such outcomes as feedback acceptance, feedback recall, and post-feedback intentions.

Jeff W. Johnson, Personnel Decisions Research Institutes, Co-Chair

Kerri L. Ferstl, PDRI/University of Minnesota, Co-Chair

Dina Van Dijk, Hebrew University, Avraham N. Kluger, Hebrew University, Positive (Negative) Feedback: Encouragement or Discouragement?

Kerri L. Ferstl, PDRI/University of Minnesota, Effects of Feedback Sign and Regulatory Focus on Post-Feedback Intentions

Kerri L. Ferstl, PDRI/University of Minnesota, Kenneth T. Bruskiewicz, Personnel Decisions Research Institutes, Self-Other Agreement and Cognitive Reactions to Multirater Feedback

Stphane Brutus, Concordia University, Gary J. Greguras, Louisiana State University, Recall of Multi-Source Feedback Information: What are Recipients Looking for?

James W. Smither, LaSalle University, Discussant

Progress and Opportunity Along the Frontiers of I-O Psychology (1986-1995)

The SIOP Frontiers Series was created to advance the scientific status of the field. The edited volumes have been successful in many regards, but there has been little effort to determine whether they have achieved that lofty standard.  Frontier editors (1986-1995) consider research progress and opportunity resulting from their volumes.

Kenneth G. Brown, University of Iowa, Chair

Sheldon Zedeck, University of California, Moderator

Douglas T. Hall, Boston University, Panelist

John P. Campbell, University of Minnesota, Panelist

Irwin L. Goldstein, University of Maryland, Panelist

Benjamin Schneider, University of Maryland, Panelist

Walter C. Borman, PDRI/University of South Florida, Panelist

Richard A. Guzzo, Wm. M. Mercer, Inc., Panelist

Ann Howard, DDI, Discussant

Sara L. Rynes, University of Iowa, Discussant

Enhancing Team Effectiveness

Teams are increasingly the organization design tool of choice in contemporary organizations.  This symposium examines a range of factors potentially influencing team effectiveness, including interpersonal trust, job design, team diversity, transformational leadership and procedural justice.  The aim is to promote moves towards more fine-grained models of team functioning.

John L. Cordery, University of Western Australia, Chair

Sandra Kiffin-Petersen, University of Western Australia, John L. Cordery, University of Western Australia, Interpersonal Trust and Job Characteristics as Predictors of Employee Resistance to Teamwork

Helen Williams, University of Sheffield, Sharon K. Parker, University of New South Wales, Understanding Why Self-Managing Teams Can Have Positive Consequences: The Importance of Considering Mediators and Moderators

Jean Phillips, Rutgers University, The Importance of Team Processes and Procedural Justice in Hierarchical Decision-Making Team Effectiveness

Bradley Kirkman, University of North Carolina-Greensboro, Paul Tesluk, University of Maryland, Benson Rosen, University of North Carolina, The Impact of Empowerment, Task Type, and Leader-Team Demographic Fit on the Relationship Between Team Demography and Effectiveness

Daniel R. Ilgen, Michigan State University, Discussant

Expatriate Selection: Stretching the Limits of Assessment

With global expansions, the increasing need for organizations to develop unique selection practices to accommodate international assignments is also increasing.  FBI experts will facilitate a discussion regarding the unique personal

qualifications required for international assignments and the impact of spouse and family adjustment on the success of these assignments.

Russell E. Lobsenz, FBI, Co-Host

Dickson Diamond, FBI, Co-Host

Delisa D. Walker, FBI, Co-Host

Current Issues and Challenges in the Use of Survey-Based Data

Just as companies and technology have become increasingly complex, so has the implementation of surveys.  This symposium highlights current practical and methodological challenges encountered when surveys are administered across multiple technologies, countries and work groups, and addresses issues of measurement equivalence and sub-group linking models.

Shon M. Magnan, Questar, Co-Chair

Tobin V. Anselmi, Frito-Lay, Inc., Co-Chair

Shon M. Magnan, Questar, Kyle M. Lundby, Questar, Kristofer J. Fenlason, Questar, Dual Media: The Art and Science of Paper and Internet Employee Survey Implementation

Sarah A. Hezlett, University of Minnesota, Employee Attitude Surveys in Multinational Organizations: An Investigation of Measurement Equivalence

Kristofer J. Fenlason, Questar, Multiple Data Collection Methods in 360 Feedback Programs: Implications for Use and Interpretation

Kyle M. Lundby, Questar, Shon M. Magnan, Questar, A Case for Multiple Linking Models? Employees with Direct Customer Contact vs. Employees without Direct Customer Contact

Allen I. Kraut, Kraut Associates/ Baruch College, Discussant

Patterns, Patterns, Everywhere! Application of Person-Oriented
Methodology to Problems in Industrial-Organizational Psychology

In contrast with the more common variable-oriented approach to research, person-oriented research implies a within-person examination of interactions and nonlinear relations.  These four presentations will explain what is meant by person-oriented research, showcase examples of person-oriented methodology, and discuss the whens, hows, and when-not-tos, of applying this type of methodology.

Dwayne G. Norris, American Institute for Research, Chair

S. Bartholomew Craig, Kaplan-DeVries, Inc., Jeffrey A. Smith, Personnel Decisions International, Integrity and Personality: A Person-Oriented Investigation

Daniel P. Russell, Aon Consulting, S. Bartholomew Craig, Virginia Tech, Development of a Pattern-based Selection System: An Example Using Cognitive Ability and Personality Predictors

Timothy P. McGonigle, American Institutes for Research, Sigrid B. Gustafson, American Institutes for Research,  Patterns of Occupational Skills in Mid-Life Career Transition

Jim Penny, Center for Creative Leadership, Robert L. Johnson, University of South Carolina, Using Rating Augmentation to Enhance Pattern Identification in Likert-Style Data

Making the Move to Internet-Based Surveys: Lessons from Experience

Organizations are continuing to move from paper-and-pencil based survey processes to electronic data collection and reporting, with some companies using paper and electronic systems simultaneously.  This forum offers practitioners the opportunity to learn from those who are making or have made the transition to internet-based surveys.

William H. Macey, Personnel Research Associates, Inc., Chair

Craig A. James, Allstate Insurance Company, The Impact of a New Survey Technology Platform on Employees and Survey Processes

Joe Colihan, IBM, Technology Advances and Employee Attitude Surveys

David A. Futrell, Eli Lilly & Company, Key Decisions for Implementing Electronic Surveys

Jody L. Toquam-Hatten, The Boeing Company, Impact of Surveying Using Two Processes

Carrie Christianson DeMay, Data Recognition Corporation, Scott Armstrong, Data Recognition Corp, Dual Process

      Surveying: A Technical Perspective

Scott D. Spera, NCR, Transitioning to Web Survey Methods: Lessons from a Cautious Adopter

Utilizing I-O Methods and Techniques as Means of
Impacting Higher Education Practices

These five presentations report ways in which I-O psychologists utilize traditional I-O methods and techniques to influence higher education practices.  This demonstrates how I-O psychologists can (and should) impact educational practices (and, potentially, educational policies) in university settings and beyond, enhancing both the public image and reputation of our field.

Milton D. Hakel, Bowling Green State University, Chair

Gilad Chen, George Mason University, Lisa M. Donahue, George Mason University, Deanna J. Banks, George Mason University, Training Undergraduates to Work in Organizational Teams

Lisa M. Donahue, George Mason University, Gilad Chen, George Mason University, Brian K. Griepentrog, George Mason University, Application of the Assessment Center Method for the Development of Teamwork Competencies

Ronald E. Riggio, Claremont-McKenna College, Bronston T. Mayes, California State University Fullerton, Using Assessment Center Methods for Outcome Assessment

Paul J. Hanges, University of Maryland, Marianne Higgins, University of Maryland, Alexandria Dominguez, University of Maryland, Applying I-O Research to Improve the Evaluation of Teaching

E. A. W. McCreery, Bowling Green State University, Springboard!

Katherine J. Klein, University of Maryland, Discussant

Police and Fire Assessment Center Testing:
Limitations and Suggestions for Improvement

The three presentations will explore the accuracy of raters in judging the performance of candidates in assessment center exercises, examine the existence of short term changes in assessment center exercise performance, and explore the value of providing candidate tutorial sessions.  Suggestions for improving the assessment center testing process will be made.

Janet Echemendia, SHL Landy-Jacobs, Chair and Discussant

Jay M. Silva, SHL Landy-Jacobs, Within-Candidate Stability in Performance Across a Short Time Interval: Possible Causes and Suggestions for Improvements in the Assessment Center Exercise Process

Nicole A. Windfelder, SHL Landy-Jacobs, Systematic Error in Ratings by Rater Race is Not Black and White: Suggestions for Improving Rating Accuracy

Iain M. MacKinnon-Slaney, SHL Landy-Jacobs, Candidate Tutorials: Do They Improve Candidate Assessment Center Performance?

Predicting Safe Occupational Driving

This symposium reviews the development and analysis of efforts to predict safe driving among occupational drivers.  Preliminary validation of predictors for safe driving in industry, part-time delivery drivers, and within the military will be presented.  Promising predictors include perceptual and psychomotor attributes, temperament scales, impulsivity, road rage, and emotional awareness.

Timothy D. Ludwig, Appalachian State University, Chair

Gina J. Medsker, HumRRO, Jennifer L. Burnfield, James Madison University, Deirdre J. Knapp, HumRRO, Peter J.  Legree, U.S. Army Research Institute, Individual and Situational Predictors of Accident Involvement and Severity:  Two Studies of Vehicle Operators in the U.S. Army

Timothy D. Ludwig, Appalachian State University, David Hairston, Appalachian State University, Evaluating Multiple Predictors with Safe Driving Behaviors of Part-Time Deliverers

Peter J. Legree, U.S. Army Research Institute, Daniel E. Martin, Howard University, Gina J. Medsker, HumRRO, Tacit Driving Knowledge, Emotional Awareness, Stressful Events, and Accident Risk

Steven W. Clarke, Virginia Tech, Jason P. DePasquale, Virginia Tech, E. Scott Geller, Virginia Tech, Identifying Aggressive Drivers: Development of the Propensity for Aggressive Driving Scale

Compensation Issues Within and Between Cultures

Compensation has long been a topic of interest to employees and employers alike.  In fact, the use of compensation as a motivator has been traced to antiquity (Peach & Wren, 1992).  This symposium examines four aspects of compensation ranging from theory to consequences. 

Shawn M. Carraher, Indiana University, Chair

Margaret L. Williams, Virginia Commonwealth University, Robert E. Gordon, Virginia Commonwealth University, Julie McManus, Virginia Commonwealth University, Michael A. McDaniel, Virginia Commonwealth University, A Meta-Analysis of the Antecedents and Consequences of Pay Satisfaction

Jorge L. Mendoza, University of Oklahoma, Lyle F. Schoenfeldt, Appalachian State University, Shawn M. Carraher, Indiana University, Charles Carraher, Florida Atlantic University, A Multi-Country and Multi-Culture Examination of a Biodata Measure of Felt Fair Pay with Entrepreneurs and Employees

Paul W. Mulvey, North Carolina State University, Marcia P. Miceli, Georgetown University, Cedric Dawkins, Ohio University, Consequences of Health Care Benefit Satisfaction: The Mediating Role of Perceived Organizational Support

Shawn M. Carraher, Indiana University, M. Ronald Buckley, University of Oklahoma, William T. Whitely, University of Oklahoma, Income and Motivational Differences Across Cultures: Entrepreneurs and Employees

Herbert G. Heneman, University of Wisconsin-Madison, Discussant

Professional Standards and SIOP

Four recent documents articulating American Psychological Association standards for research and practice, including the 1999 Standards for Psychological and Educational Testing, are reviewed.  Consistently, these documents take a health care perspective, appear cynical toward testing, and seem to ignore empirical data when it contradicts their presuppositions.

Mary L. Tenopyr, Consultant, Chair

Wayne J. Camara, The College Board, Implications of the Revised Test Standards on Test Developers and Users

Nancy T. Tippins, GTE, The Rights Responsibilities of Test Takers from an Employers Perspective

Robert M. Guion, Bowling Green State University, On the Draft Report of the Task Force on Test User Qualifications

Neal W. Schmitt, Michigan State University, Ethical Issues in the Conduct of Research

Fritz Drasgow, University of Illinois, Discussant

Implications of Recent Legal Developments for I-O Psychology

In the past few years, the Supreme Court has decided several cases significantly affecting how employers comply with employment law.  Attorneys and I-O practitioners will analyze the leading developments in disability law, sexual harassment, affirmative action, the role of the expert I-O witness, and other areas affecting I-O practice.

Donald L. Zink, Personnel Management Decisions, Chair

Donald L. Zink, Personnel Management Decisions, Employer Action to Prevent and Correct Sexual Harassment in the Workplace

Maureen E. Reilly, Morgan, Lewis & Bockius, LLP, Recent Supreme Court Decisions Concerning the Americans With Disabilities Act (ADA)

David W. Arnold, Reid Psychological Systems, The Effect of Punitive Damages Awards on Human Resources Practices

Arthur Gutman, Florida Institute of Technology, Recent Developments in Affirmative Action

James C. Sharf, Sharf and Associates, New Meanings for Job Related and Business Necessity?

Frank J. Landy, SHL: Litigation Support, What is Science in I-O Testimony?

Gerald V. Barrett, University of Akron/Barrett & Associates, Recommended Educational Experiences to Prepare an I-O Psychologist to be an Expert Witness

Examining Work and Family Research Through a Methodological Lens

Several scholars have noted problems with existing work-family research, including the over-reliance on cross-sectional, single-source survey-based methods, poorly defined and operationalized variables, and correlational research designs.  This symposium answers the call to more carefully consider methodological and measurement   issues in the study of work and family by assembling a group of researchers using innovative research methodologies and data analysis techniques in this area.

Lillian T. Eby, University of Georgia, Chair

Wendy J. Casper, Caliber Associates, Lillian T. Eby, University of Georgia, Applying Innovative Research Methodologies and Data Analysis Techniques to Work-Family Research

David P. Costanza, George Washington University, Bob Drago, Pennsylvania State University, Robert D. Caplan, George Washington University, A Multi-Level Approach to Investigating Work-Family Policies and Their Impact on Work and Family Outcomes

Carly Bruck, University of South Florida, Tammy D. Allen, University of South Florida, Another Look at the Relationship Between Work-Family Conflict and Job Satisfaction

Lillian T. Eby, University of Georgia, Tammy D. Allen, University of South Florida, Carrie L. Noble, University of Georgia, Cognitive Prototypes of the Ideal Employee for Job-Related Relocation

Julie Holliday-Wayne, Wake Forest University, Kelly A. Mollica, Wake Forrest University, Work-Family Conflict of Physicians-in-Training and Their Spouses/Partners

Kevin J. Williams, University at Albany, SUNY, Discussant

Few organizations have fully considered the technical, ethical, and legal issues surrounding Internet assessment administration.  Proponents speak about flexibility and ease of use while opponents speak about the ethical, legal, and psychometric drawbacks of Internet administration.  This panel is put together to rationally discuss the issues through focused questioning and audience participation. 

Jared D. Lock, Hogan Assessment Systems, Chair

Jeff Stoner, PDI, Panelist

Ryan A. Ross, Hogan Assessment Systems, Panelist

Nathan J. Mondragon, DDI, Panelist

Michael M. Harris, University of Missouri, Panelist

Larry Newman, Assessment Solutions, Inc., Panelist

Personality, Conflict, Miscellaneous Topics

Validity Evidence for the Conditional Reasoning Test of Employee Aggression

Susan M. Burroughs, University of Tennessee

James M. LeBreton, University of Tennessee

Mark N. Bing, University of Tennessee

Lawrence R. James, University of Tennessee

Construct validity evidence for the Conditional Reasoning Test (CRT) of employee aggression is presented.  The results from two field studies support the notion that the CRT is measuring a propensity to engage in aggressive acts that is not otherwise being assessed by contemporary self-report measures of aggression.

Clarifying the Process: Verbal Reports of Honest and
Faked Personality Test Responses

Neil M. A. Hauenstein, Virginia Tech

Kevin M. Bradley, Virginia Tech

P. Gavan O'Shea, Virginia Tech

Instructional set and item characteristics were found to affect the process of responding to personality test items.  Think-aloud verbal protocols suggest that fakers adopt different response strategies, and that item characteristics such as item social desirability and item transparency interact with instructional set to influence these strategies.

Affective Disposition and Personality Correlates of Goal Orientation

David Chan, National University of Singapore

Paul Tesluk, University of Maryland

Construct validity evidence for three dimensions of goal orientation (learning, proof performance, avoidance performance) were demonstrated via differential associations with affective dispositions and personality traits.

Linking Frames in Negotiations: Gains, Losses, and Conflict Frame Adoption

Maurice E. Schweitzer, University of Pennsylvania

Leslie A. DeChurch, Florida International University

Prior work has demonstrated that negotiator frames significantly influence bargaining behavior and negotiated outcomes, but definitions of what constitutes a frame have been inconsistent.  This paper classifies the literature on framing in terms of reference and conflict frames, and supports a link such that reference frames influence conflict frame adoption.

The Effects of Mood and Gender on Negotiation Outcomes

Angela D. Egbert, Southern Illinois University

Catherine S. Daus, Southern Illinois University

Mood, gender, and their impact, independently and collectively, on salary negotiation (expectation and actual outcome) were examined.  Sixty dyads of students from upper-level management-related courses completed a mood report, and then participated in mock negotiations for the salary of a management trainee.  Hypothesized main effects and interaction effects were found.

The Big Five, Task Type, and Group Performance: A Meta-Analysis

Hope Long, Northern Illinois University

Jennifer M. Lonergan, Northern Illinois University

Aaron U. Bolin, Northern Illinois University

George A. Neuman, Northern Illinois University

The Driskell, Hogan, and Salas (1988) framework, in which optimal group performance depends upon the combination of personality and task, was modified to include trait measurement strategy and the Big Five.  A meta-analysis of existing research revealed that personality and task account for nontrivial portions of variability in group performance.

Interest-Environment Congruence and Job Satisfaction: A Meta-Analysis

Charlie L. Reeve, Bowling Green State University

Meta-analysis of 33 studies assessed the interest-environment congruencyjob satisfaction (JS) hypothesis.  Results indicate a significant, reliable relationship (uncorrected mean r = .247), contradicting a previous meta-analysis (Tranberg et al., 1993).  Moderator analyses suggest that (a) 1-item criterion measures, compared with published JS scales (e.g., MSQ, JDI), yield attenuated correlations, (b) the correlation may be stronger for males than females, and (c) the type of congruence measure may have substantial impact on observed correlations. 

The Two Faces of Conscientiousness: Achievement-striving and
Dutifulness within Escalation Dilemmas

Henry Moon, Michigan State University

The author proposes that two sub-factors of Conscientiousness, dutifulness and achievement striving, impact decision-makers in opposite ways.  The responses to 360 subjects within an escalation of commitment decisiondilemma were analyzed and demonstrated a cooperative suppression effect.  Dutifulness was negatively correlated with level of commitment and achievement-striving was positively correlated with level of commitment when regressed together.

Justice at the Millennium: A Meta-Analytic Review of
25 Years of Organizational Justice Research

Jason A. Colquitt, University of Florida

Donald E. Conlon, Michigan State University

Michael Wesson, Michigan State University

Christopher O. L. H. Porter, Michigan State University

K. Yee Ng, Michigan State University

We conducted a meta-analytic review of 172 studies to summarize the existing literature on organizational justice.  Results reveal the strength of the relationships between different operationalizations of procedural justice and fairness perceptions.  They also show the overall and unique relationships between procedural and distributive justice and nine different organizational outcomes.

The Role of Cultural Values in the Devils Advocacy Process

K. Yee Ng, Michigan State University

Linn Van Dyne, Michigan State University

We proposed and tested effects of cultural values in the devils advocacy process.  Results demonstrated that individuals horizontal individualism and power distance affected their receptivity to the devils advocate.  Further, vertical individualism and power distance of the devils advocate influenced his/her role stress, which in turn affected his/her persuasiveness.

Differentiating Between Psychological Contract Obligations and
Normative Expectations

Matthew A. Liao-Troth, University of Arizona

Jill R. Kickul, DePaul University

Stephen W. Gilliland, University of Arizona

In two studies, we address the differences between normative expectations and psychological contract obligations (both face-to-face communication and social comparisons).  Underfulfillment of a social comparison has a greater impact than the underfulfillment of face-to-face obligations and normative expectations on the issues of interactional fairness, satisfaction, and likelihood to challenge decision.

Managing Wait Time: Effects of Different Types of Waiting Lines

Markus Groth, University of Arizona

Stephen W. Gilliland, University of Arizona

Two field studies tested the effects of single-line and multiple-line queuing systems on customers' perceived waiting time, perception of fairness, and affective responses.  Results showed that customers in a single-line system perceived the wait to be shorter.  Furthermore, customers in Study 1 perceived waiting in a single line as more acceptable.

Preliminary Tasks and Creative Performance on a Subsequent Task

Nora Y. Madjar, University of Illinois

Greg R. Oldham, University of Illinois

This study examines the effects of complex and simple preliminary tasks, amount of time devoted to those tasks and amount of information about a subsequent task on individuals subsequent task creativity.  Results showed that individuals exhibited the highest creativity in complex preliminary task/short time interval and simple task/long interval conditions.

Is the SciencePractice Gap Shrinking?

Thomas S. Brice, General Motors

Marie Waung, University of Michigan-Dearborn

The present study examined whether the gap between scientist and practitioner has changed in the past 12 years.  Data gathered from the 1988 and 1999 SIOP Conference Programs were compared, and we found that practitioner participation had increased, as had the number of joint scientist-practitioner presentations.  Specifically, joint participation had increased the most for symposia and the least for poster sessions.  This was explained by the different goals and submission requirements of each session type.

The Association Between Personality Preferences and
Behavioral Ratings for Physician Leaders

Deborah A. Olson, Claremont McKenna College

Kenneth S. Shultz, California State University-San Bernardino

F. Eugene Scott, Scott Consulting Associates

The present study assesses the association between personality types and 360-degree feedback ratings for a sample of physician leaders.  Results showed that the strongest association was between the introversion/extraversion dimension of the Myers-Briggs Type Indicator and the behavioral ratings.  Subordinates gave the highest ratings and superiors gave the lowest.

Personality and Justice as Predictors of
Survivors Reactions Following Downsizing

Aoife Brennan, IBM Corporate Headquarters

Daniel Skarlicki, University of British Columbia

We investigated whether personality predicts fairness perceptions and whether personality moderates the relationship between fairness and commitment, intent to stay, and organizational citizenship behavior among survivors following downsizing.  Data from 93 survivors from four organizations indicated that personality moderates the relationships between organizational fairness and all three organizational outcomes.

Raising the Stakes: Symptom Severity Effects on Patient Compliance

Carol T. Kulik, Arizona State University

Robert L. Holbrook, University of Central Arkansas

E. Allan Lind, Duke University

Organizations want to encourage compliance.  This is particularly true in the medical context.  We examined the role of physician competence, patient voice, interpersonal treatment, and the moderating effect of medical condition severity for predicting patient compliance.  Results suggest there may be tradeoffs between justice considerations and importance of the circumstance.

Staffing as Nested Decisions: A Framework for Integrating Research

Kevin D. Carlson, Virginia Tech

Mary Connerley, Virginia Tech

A nested decisions model of staffing is presented as a framework for organizing and integrating the extensive literature on staffing.  In this framework, all staffing processes are captured in a series of seven sequential decisions controlled alternatelynot mutuallyby potential jobholders and the organization.

Measurement of Newcomer Socialization:
Construct Validation of Three Dimension Scale

Jill A. Haueter,  ACT, Inc.

Therese H. Macan, University of Missouri-St Louis

A construct valid measure of newcomer socialization was developed.  Study 1 used SMEs to ensure content validity.  Studies 2 and 3 examined the scales psychometric properties using employed students and organizational newcomers as participants, respectively.  Results illustrate scale reliability, factor structure, convergent/discriminant validity and correlations to criterion variables.

Procedural Justice Intervention:
Restoring Psychological Contract Violations & Effects

Riki Takeuchi, University of Maryland

Amanuel G. Tekleab, University of Maryland

M. Susan Taylor, University of Maryland

We used a longitudinal design and causal modeling to examine the impact of a procedurally just performance management system on the psychological contract violations and subsequent reactions on a sample of 200 public employees.  Results support PJ as an intervention for reducing contract violations and subsequently, for improving employee reactions.

E-mail @ Work: The Effects of Computer-Mediated
Communication on Team Collaboration

Lori L. Foster, East Carolina University

Michael D. Coovert, University of South Florida

E-mail is an everyday communication medium that can affect workplace collaboration in subtle and important ways.  This study examines the impact of electronic communication on team process satisfaction, outcome satisfaction, discussion comprehension, and the accuracy with which individuals report collaborative decisions.  Alternative explanations for media effects are discussed and explored.

Interviewers Ratings of Personality:
Can These Ratings Predict Job Performance?

Kathryn Archuleta, Texas A&M University

Judith M. Collins, Michigan State University

The personality/performance relationship has usually been studied using self-report personality data.  The present study used interviewers ratings of an applicants personality.  Results showed that interviewers ratings of Conscientiousness can significantly predict job performance (rxy = .21, p < .05), can predict as well as self-ratings, and account for significant variance in total job performance beyond self-ratings alone (p = .05).

The Value of Organizational Reputation in a Recruitment Context

Daniel M. Cable, University of North Carolina

Daniel B. Turban, University of Missouri

We employed Signaling Theory, Social Identity Theory, and the brand equity perspective to develop and test a model of how organizational reputations produce value during recruitment.  Data were from an experimental design in which 368 individuals responded to a job posting.  Complementary predictions from all three theoretical perspectives were supported.

Alcohol Use and Workplace Aggression: A National Survey

Susan K. McFarlin, Old Dominion University

William Fals-Stewart, Old Dominion University

Debra A. Major, Old Dominion University

Elaine M. Justice, Old Dominion University

Employees (N = 300) selected from the U.S.  population via random digit dialing were interviewed with workplace aggression and alcohol use measures.  After controlling for sociodemographic variables, percentage of days of any drinking and heavy drinking during the last year were positively related to victimization from and perpetration of aggression at work.

The Proximal Impact of Proactive Personality on Newcomer Socialization

Victoria C. Stage, Old Dominion University

Debra A. Major, Old Dominion University

Jonathan E. Turner, Old Dominion University

Using a longitudinal design, this study examined the relationship between proactive personality and a variety of organizational socialization indicators.  As hypothesized, newcomer proactive personality was related to proximal outcomes (i.e., task learning, relationship building, newcomer performance) and unrelated to distal outcomes (i.e., commitment, satisfaction, and tenure intentions).

Procrastination and Personality

Piers Steel, University of Minnesota

Thomas Brothen, University of Minnesota

Catherine Wambach, University of Minnesota

This study analytically isolated the core components of procrastination, created observed and self-report measures, and used these measures to determine procrastinations personality correlates (i.e., neuroticism, locus of control, self-esteem, extraversion, psychoticism, dominance, self-monitoring, and defensiveness).  Results tend to diverge depending upon whether observed or self-report procrastination criteria are used.

Organizational Attraction Measures:
 Construct Delineation and Theoretical Framework

Evan F. Sinar, Bowling Green State University

Scott Highhouse, Bowling Green State University

Construct delineations within organizational attraction measures remain unexplored despite the range in content often encompassed by these instruments.  We address this issue by distinguishing attractiveness, social reputation, and behavioral intentions regarding a company and modeling their effects on job pursuit using the theory of reasoned action (Ajzen & Fishbein, 1980).

Perceived Fairness of Mentoring: Function, Gender, and Supervisory Role

Kimberly Barker Horton, Monsanto Employee Credit Union

Rosemary (Lowe) Hays-Thomas, University of West Florida

The fairness of mentoring was assessed in a laboratory experiment which varied supervisor/non-supervisor status, career/psychosocial roles, and protg gender.  Supervision was seen as more fair overall than mentoring, and career functions as more fair overall than psychosocial functions.  Supervision was rated higher than mentoring on procedural justice, but only for psychosocial functions.

Personality Correlates of Stress in Managers in
Socio Economical Transition: Romania's Case

Horia D. Pitariu, University Babes-Bolyai

Radical political changes in Romanian society after 1989 have resulted in economic and social turmoil.  One of the psychological effects has been an increase in stress level and its behavioral manifestations.  In the present research a model of occupational stress is analyzed and the relationship between stressors/strains and some personality dimensions are studied.

A Further Investigation of the Item Content of the MBTI

Kevin D. Keller, Virginia Tech

Robert J. Harvey, Virginia Tech

Traditionally unscored items assessing emotional stability from the MBTI (Form F; Briggs and Myers, 1976) were subjected to IRT analysis.  The psychometric properties of this subscale were compared to those evidenced by the four conventional scales.

Personality Inventories: Scale Investigation with Item Response Theory

Betty A. Bergstrom, Computer Adaptive Technologies

John A. Stahl, Computer Adaptive Technologies

William Winslow, Winslow Research Institute

Classical analysis of personality inventories, using raw scores to quantify the trait variable, is inadequate because of the non-linearity of the scale.  Item Response Theory (IRT) models can be used to construct actual linear measures from observations made on an ordinal rating scale.  By using the methodology and checks suggested in this presentation, developers of personality inventories can improve their trait scales and increase reliability.

The Relationship Between Person-Environment Congruence and Job Satisfaction

Sarah Owings, University of Central Florida

Barbara A. Fritzsche, University of Central Florida

This study investigated the relationship between congruence and job satisfaction, according to Hollands theory.  Significant relationships were found between congruence and the nature of work facet of job satisfaction, and a significant congruence social type interaction was found.  Implications for organizational practice and future research on Hollands theory are discussed.

Validation of the NEO PI-R Positive Presentation Management Scale

Heather L. Reid, University of Central Florida

Barbara A. Fritzsche, University of Central Florida

The validity of the NEO PI-R Positive Presentation Management scale (PPM) was examined in student and job incumbent samples.  Results suggest that PPM is more likely a measure of unintentional self-deception than overt impression management.  The usefulness of PPM for detecting response distortion on the NEO is discussed.

Sexual Harassment as an Organizational Stressor: A Meta-Analysis

Brian A. Johnson, Northern Illinois University

Rachel L. F. DeMuth, Northern Illinois University

Lisa A. Getta, Northern Illinois University

George A. Neuman, Northern Illinois University

Research on sexual harassment has typically only examined antecedents of sexual harassment (SH) while largely ignoring outcomes of sexually harassing behaviors.  The current meta-analysis tested a modified version of the integrative model proposed by Fitzgerald et al. (1997) including antecedents and consequences of SH.  All proposed relationships were supported.

A Program of Preferential Selection Affects Newcomer
Information Seeking Behavior

John Kulas, Northern Illinois University

Lisa Finkelstein, Northern Illinois University

An experimentally defined program of preferential selection was found to differentially affect patterns of information seeking behaviors by newcomers in a task group.  Preferentially selected newcomers with no similar others present tended to seek the most information.  Results have implications for both the affirmative action and newcomer socialization literatures.

Individual Differences in Proactive Socialization by New Faculty Members

Lisa Finkelstein, Northern Illinois University

John Kulas, Northern Illinois University

Kelly Higgins, Northern Illinois University

In a longitudinal study of new college faculty, proactive personality and newcomer age influenced information seeking styles, and information seeking styles during the first year influenced role clarity and job satisfaction at the end of the first year.  Covert information seeking had a negative impact on role clarity and satisfaction.

The Effects of Dual Employment on Temporary Employees

Kathleen Suckow, AT&T

Temporary employees were surveyed regarding their two employers: the organization to which assigned and the agency for which they work.  Both attitudes and behaviors were assessed.  Findings suggest the importance of developing positive agency attitudes and support the value of examining both organizational and agency variables when studying temporary employees.

Employee Innovation: The Roles of Idea Generation and Idea Implementation

Kerrie L. Unsworth, University of Sheffield

This study tested the hypothesis that motivation, job competence and creative personality indirectly influenced innovation via idea generation.  Results showed that the effects of creative personality and motivation on innovation were, indeed, mediated.  It is proposed that innovation is not a unitary construct, but one that is composed of at least two stages.

Workplace Aggression: A Qualitative Analysis of Employee Experiences

Theresa M. Glomb, University of Minnesota

Research on workplace aggression has typically looked at aggression from a general perspective by examining aggregate measures of workplace aggression via correlational questionnaire data.  This paper presents data from structured interviews and reports of specific incidents to explore the antecedents, behavioral components, and consequences of specific aggressive encounters in organizations.

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