Friday PM Schedule

SIOP and the APA: Where Weve Been and Where Were Headed

This panel examines the linkage between SIOP and the APA, both in the past and in anticipation of the future.  Panelists represent diverse perspectives and address issues surrounding the relationship between these organizations, the need for involvement in these organizations, important issues, and the impact of APAs initiatives on the practice of I-O psychology.

Jennifer Kaufman, Tulane University, Co-Chair

Frederick P. Morgeson, Texas A & M University, Co-Chair

Wayne J. Camara, The College Board, Panelist

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

William C. Howell, Arizona State University, Panelist

Heather Roberts Fox, APA Science Directorate, Panelist

Mary L. Tenopyr, Consultant, Panelist

Teamwork: A Global Phenomenon?

The panel will examine the extent to which teamwork is a global phenomenon.  Specifically, the panelists will discuss the universal nature of teamwork, identify critical issues associated with measuring teamwork cross-culturally, and describe key areas for future cross-cultural team research.

David P. Baker, AIR, Co-Chair

Lisa Horvath, George Washington University, Co-Chair

Michael A. Campion, Purdue University, Panelist

Miriam Erez, Technion, Panelist

Lynn R. Offermann, George Washington University, Panelist

Eduardo Salas, University of Central Florida, Panelist

New Questions and Methods at the Technology/I-O Research Interface

Examples of new possibilities that computer technology presents for I-O research are presented, demonstrated, and discussed.  New questions in interface design and training posed by Internet applications, changes in bargaining relationships as a function of computer mediation and video, and innovative methodologies such as combining survey and experimental methods are highlighted.

Sonia M. Goltz, Michigan Technological University, Chair

Erica Davis, Temple University, Donald A. Hantula, Temple University, I Cant Wait! Effects of Download Delay in Internet Training

Maryalice Citera, SUNY-New Paltz, Susan Berrill, SUNY-New Paltz, Examining the Effects of Video Support on Computer Negotiations

Ram Aditya, Louisiana Tech University, Survey and Experimental Designs in I-O Research with Computerized Measures

1999 Distinguished Professional Contributions Award
Building an I-O Psychology Business: The Development of PDI

Robert D. Pritchard, Texas A & M University, Chair

Lowell W. Hellervik, Personnel Decisions, International, Presenter

New Directions for Applicant Reactions Research

Research on applicant reactions has primarily examined test-taking attitudes or fairness perceptions, and has ignored the broader context of job choice and job/organizational attractiveness.  The presentations in this symposium provide evidence that applicant perceptions must be studied within the greater selection context to accurately assess how and when perceptions matter.

Robert E. Ployhart, University of Maryland, Chair

Ann Marie Ryan, Michigan State University, Robert E. Ployhart, University of Maryland, Research on Applicant Reactions: A Critical Review and Directions for the Future

Derek Chapman, University of Waterloo, Jane Webster, University of Waterloo, A Longitudinal Approach to Understanding Applicant Reactions and Job Choice: Does Procedural Justice Matter?

Darin Wiechmann, Michigan State University, Ann Marie Ryan, Michigan State University, The Effect of Explanations for Procedures on Applicant Reactions to Cognitive Ability and Personality Tests

Douglas C. Maynard, SUNY-New Paltz, Robert E. Ployhart, University of Maryland, Relationships Among Procedural and Distributive Justice, Job Attractiveness, and Job Choice

Stephen W. Gilliland, University of Arizona, Discussant

Whats Time Got to Do With It? Applications of Event
History/Survival Analysis in Applied Organizational Research

Event history/survival analysis has been shown to be a powerful set of statistical techniques.  Yet, organizational researchers have been slow to apply the techniques in their work.  This discussion will highlight issues surrounding the techniques and will focus on specific practical applications such as career mobility, turnover, and absenteeism.

Laird Rawsthorne, University of Rochester, Co-Host

Pauline Velez, Allstate Insurance Company, Co-Host

An Applied Look at Reducing Adverse Impact by
Differentially Weighting Selection Measures

Most studies on the topic of reducing adverse impact have been simulations.  Parameters established in simulations do not necessarily correspond to what is found in local validation studies.  This symposium presents the results of attempts to reduce subgroup differences, using data from several validation studies.  A practitioner perspective is emphasized.

Stephen A. Dwight, Aon Consulting, Chair

Dennis L. Jackson, Pizza Hut, Inc., Krystin E. Mitchell, Pizza Hut, Inc., Amy E. Mills, Aon Consulting, The Effect of Differential Weighting on the Adverse Impact and Validity of a Restaurant Manager Selection Test: A Case Study

Stephen A. Dwight, Aon Consulting, Catherine S. Clause, Aon Consulting, Matthew R. Smith, Michigan State University, The Effects of Selection System and Sample Characteristics on Adverse Impact

Kevin Plamondon, Michigan State University, Neal W. Schmitt, Michigan State University, Validity and Subgroup Differences of Combinations of Predictors as a Function of Research Design

Paul R. Sackett, University of Minnesota, Discussant

Applications of Computational Modeling to Group Decision Processes:
Modeling Process and Final Group Decisions

The focus of this symposium is on applying computational modeling to illuminate theory/data interfaces and test the usefulness of models in the area of information sharing, member opinion, and group decisions during discussion and decision making in small groups.

Charles L. Hulin, University of Illinois, Chair

Garold L. Stasser, Miami University, Participation Patterns in Decision-making Teams and Minority Influence

Andrew G. Miner, University of Illinois, Oleksandr Chernyshenko, University of Illinois, Stephen Stark, University of Illinois, A Dynamic Computational Model of Cue Weighting During Group Discussion.

Oleksandr Chernyshenko, University of Illinois, Andrew G. Miner, University of Illinois, Stephen Stark, University of Illinois, Computational Modeling of the Effects of Cue Repetition on the Individual and Group Judgment.

Daniel R. Ilgen, Michigan State University, Discussant

Executive Education as a Vehicle for Organizational Change

Executive education can be an effective intervention that changes an organizations cultural dynamics as well as individuals skills and behaviors.  Discussants will present a model, case study and evaluation findings that show the impact of this approach to change at the individual, group and organizational levels.

Wayne Casio, University of Colorado at Denver, Chair and Discussant

Michael Seitchik, RHR International, A Practitioners Model for Using Executive Education as a Change Intervention

Wayne Houston, Vulcan Materials Company, The Impact of Executive Education on Vulcans Culture

Joseph McGill, RHR International, RHR International, Measuring Behavioral Changes at the Individual Level

Classical/IRT Test Methods: Which do I use and When?

Although, many psychologists are not trained in Item Response Theory (IRT) and application, there has been unbridled enthusiasm with IRT.  Graduate programs are including IRT courses and journal editors often require IRT and classical test theory.  Practical guidance will be provided to researchers on using one or the other approach.

Ronald G. Downey, Kansas State University, Chair

Robert L. Hartford, SBC Communications, Panelist

Alan D. Mead, IPAT, Panelist

Randall C. Overton, State Farm Insurance, Panelist

Michael Zickar, Bowling Green State University, Panelist

Evaluating Multi-Rater Data and Value from a Firm-Level Perspective

Multi-rater data and value are addressed from the particular perspective of the firm.  A framework for economics of multi-rater decision making is provided.  Research papers on end-of-century trends in the differential importance of managerial skills for firms, firm strategy and skill mix, and multi-rater relations with organizational outcomes are discussed.

Mark J. Schmit, Personnel Decisions, International, Chair

Peter M. Ramstad, Personnel Decisions International, Decisions and the Economic Value of 360-Degree Feedback Data.

Kathleen Tuzinski, PDI/University of Minnesota, Nathan R. Kuncel, University of Minnesota/PDI, How Times Have Changed: A Longitudinal Study of Managerial Roles

Bart Victor, Vanderbilt University, Jim Dowd, Institute for Management Development, Andrew Boynton, Institute for Managment Development, Differential Profiles for Individual Success: The Effects of Firm Business

      Challenges

Linda M. Sinclair, University of Iowa, Michael K. Mount, University of Iowa, Timothy A. Judge, University of Iowa, Maynard Goff, Personnel Decisions International, Linkages Between 360-degree Ratings, Work Unit Job Satisfaction and Ratings of Management Potential

Michael K. Mount, University of Iowa, Discussant

Goal Orientation, Training Processes and Outcomes

Goal Orientation (GO) has received much interest recently as a trainee characteristic that moderates the effectiveness of training strategies.  This session describes four empirical studies that investigated the mechanisms through which GO impacts learning.  Implications for measuring GO and designing training that fosters an effective GO will be emphasized.

Kimberly A. Smith-Jentsch, Naval Air Warfare Center, Chair

Drte Heimbeck, University of Giessen, Goal Orientation: Comparing Two Instruments and Its Relationship with Motivation and Performance

Kimberly A. Smith-Jentsch, Naval Air Warfare Center, Lori Rhodenizer, Naval Air Warfare Center, Angelique M. Reynolds, Naval Air Warfare Center, State Goal Orientation and Team Training-Related Processes and Outcomes

Rebecca J. Toney, Michigan State University, Steve W. J. Kozlowski, Michigan State University, The Contribution of Goal Orientation to Discrepancies Between Goals and Performance

Bradford S. Bell, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Goal Orientation and Ability: Interactive Effects on Affective, Cognitive, and Behavioral Training Outcomes

John E. Mathieu, University of Connecticut, Discussant

Polychronicity: The Pros and Cons of Human Multi-Tasking in the Workplace

The effects of time on behavior in organizations have largely been ignored by I-O researchers.  This symposium focuses on the construct of polychronicity (the extent to which a person prefers to be engaged in two or more tasks simultaneously) and its application to micro- and macro-level issues in organizational behavior.

Richard L. Frei, Temple University, Chair

Allen C. Bluedorn, University of Missouri-Columbia, Polychronicity and Organizational Attractiveness

Jeffrey M. Conte, San Diego State University, Examining Relationships Among Polychronicity, The Big Five Personality Dimensions, Absence and Lateness

David K. Palmer, University of Nebraska at Kearney, F. David Schoorman, Purdue University, Polychronicity and Job Design: More Than What Initially Meets the Eye

Stacey E. Namm, Temple University, Richard L. Frei, Temple University, Polychronicity and Organizational Citizenship Behaviors

The E-Commerce Explosion: Are I-O Psychologists Prepared?

The purpose of this roundtable discussion is threefold.  First, the I-O research and practice opportunities in E-commerce will be discussed.  Next, members will be introduced to the new Journal of E-Commerce and Psychology (BPRI Press).  Finally, attendees will be able to develop contacts with people who have similar E-commerce experiences.

John W. Jones, NCS, Host

Examining Perspectives of Various Stakeholders in Large-Scale HR Projects

This forum will address different perspectives of professionals involved in the development and implementation of large-scale human resources initiatives.  The views and approaches of internal I-O psychologists, external I-O psychologists, HR generalists, and computer programmers will be discussed.  Audience members will be encouraged to share their experiences and opinions.

Nancy T. Tippins, GTE, Chair

David H. Oliver, GTE, Differences in Perspective of the Internal I-O Psychologist and the HR Generalist

Robert Driggers, GTE, Perspective of the Computer Programmer

Gary W. Carter, PDRI, The External Perspective and Advice for Working Together Effectively

Uncle Sam Serves You: Improving Customer Service in the Government

With the help of I-O Psychologists, government agencies have begun to provide high quality customer service to the American people.  The purpose of this forum is to focus on how I-O Psychology is impacting the Federal government in its push toward a customer-focused environment. 

Marilyn K. Gowing, U.S. Office of Personnel Management, Chair

Marilyn K. Gowing, U.S. Office of Personnel Management, Assessing Customer Service and Federal Government Initiatives

Rosemary S. Miller, U.S. Postal Service, Customer Service in Government - U.S. Postal Service Selection Systems

Robin Reizenstein Cohen, Assessment Solutions Inc., Going Postal: The Development and Validation of a Telephone Assessment in the U.S. Postal Service

Deborah L. Whetzel, U.S. Postal Service, U.S. Postal Service Training Programs and Customer Service Measurement

Paul Squires, Applied Skills & Knowledge, Hi! Im from the IRS, Im Here to Help You: Supervisor Training for Customer Satisfaction

Performance Management Issues in Networked Organizations

This symposium presents research on the impact of technology on performance management issues in networked organizations.  Three studies reveal how technology changes (a) what employees consider important in their jobs, (b) how they react to feedback, and (c) how likely they are to hear the truth about their performance.

Jeanne M. Wilson, Carnegie Mellon University, Chair

Stephanie Watts Sussman, Case Western Reserve University, Does Sugar-Coating Really Help the Medicine Go Down? An Investigation of Media Use for Feedback Delivery

Amanda Julian, Bowling Green State University, Jeffrey M. Stanton, Bowling Green State University, Shreya Sarkar-Barney, Bowling Green State University, Eric M. Greve, Bowling Green State University, Do Remote Monitoring Systems Affect Employee Performance?

Susan G. Straus, Carnegie Mellon University, Jeanne M. Wilson, Carnegie Mellon University, Hard to Face: The Effects of Media and Context on Feedback Delivery

Janet Barnes-Farrell, University of Connecticut, Discussant

Making Tacit Knowledge Explicit: Lessons Learned from Efforts to Empirically Examine Cognitive Variables in the Study of Individuals and Teams

The panelists will discuss the measurement techniques that they have utilized and how these techniques might be useful in the study of cognition at the individual and team levels of analysis.  Much of the discussion will focus on the aspects and results of studies that do not get published.

Joan R. Rentsch, University of Tennessee, Chair and Panelist

Richard J. Klimoski, George Mason University, Panelist and Facilitator

Robert G. Lord, University of Akron, Panelist

Kurt Kraiger, University of Colorado at Denver, Panelist

Susan Mohammed, Pennsylvania State University, Panelist

Factors of Change: Reflections and Predictions from
Three Past SIOP Presidents

In this session past presidents discuss three different factors for change.  Wayne Cascio will reflect on societal factors.  Frank Landy will discuss legal factors.  Milt Hakel will cover industrial/technological factors.  The session will contain some analysis, but most of the session will contain the Past Presidents personal recollections of what has happened, and musings on what they predict will be happening to us in the area of I-O.  Each person will have 20-25 minutes of talk time, with additional time for questions and discussion.

Lynda Aiman-Smith, North Carolina State University, Co-Chair

Laura L. Koppes, Eastern Kentucky University, Co-Chair

Wayne F. Cascio, University of Colorado, Graduate School of Business, Presenter

Frank J. Landy, SHL: Litigation Support, Presenter

Milton D. Hakel, Bowling Green State University, Presenter

From Insight to Action: Strengthening Development After
Delivery of 360 Feedback

The use of multi-rater (360-degree) feedback is increasing dramatically in organizational life.  Yet, unless users of such feedback follow through to develop plans for change and implement these plans, it is not likely that the feedback will result in the desired performance improvement.  Discussion in this session will focus on ways of presenting the feedback in ways that motivate the individual manager, as well as on appropriate post-feedback follow-up.

Susan B. Wilkes, Virginia Commonwealth University, Co-Host

Valerie Nellen, Conexant Systems, Inc., Co-Host

John Delcarmen, Virginia Commonwealth University, Co-Host

OCBs: Do They Matter, and Can We Select for Them?

This symposium describes the importance and viability of using organizational citizenship behaviors for selection.  We will discuss research demonstrating the relationship between OCBs and organizational outcomes as well as research on the effectiveness of structured interviews designed to measure OCBs.  Implications for future research and practice will be discussed.

John G. Veres, III, Center for Business & Economic Development, Chair

Philip M. Podsakoff, Indiana University, Scott M. MacKenzie, Indiana University, The Impact of Organizational Citizenship Behavior on Organizational Performance: A Review of the Extant Literature

Carolyn L. Facteau, Center for Business & Economic Development, Raquel M. Bordas, Auburn University, Katherine A. Jackson, Center for Business & Economic Development, Developing Structured Interviews to Assess Organizational Citizenship Behaviors

Jeffrey D. Facteau, Auburn University, Tammy D. Allen, University of South Florida, Rachel S. Tears, Auburn University, Structured Interviewing for OCBs: Construct Validity, Faking, and the Effects of Question Type

Raquel M. Bordas, Auburn University, Jeffrey D. Facteau, Auburn University, Carolyn L. Facteau, Center for Business & Economic Development, Philip M. Podsakoff, Indiana University, Scott M. MacKenzie, Indiana University, Ronald R. Sims, College of William and Mary, Structured Interviews to Assess Organizational Citizenship Behaviors: Predicting Who Will be Most Likely to Demonstrate Citizenship in a Team-Based Environment

Joel M. Lefkowitz, Baruch College, CUNY, Discussant

Individual Differences and Reactions to Affirmative Action

The papers of this symposium: (a) document the existence of relations between affirmative action attitudes and individual difference factors; (b) provide estimates of the strengths of these relations; (c) explore reasons for the relations by studying potential mediators; and (d) explore limitations of the relations by studying potential moderators.

David A. Kravitz, George Mason University, Chair

David A. Harrison, University of Texas-Arlington, David A. Kravitz, George Mason University, Angela Stahl, DDB Needham-Chicago, Individual Differences in Reactions to Affirmative Action Programs: A Theory-Driven Meta-Analysis

D. Ramona Bobocel, University of Waterloo, Leanne Son Hing, University of Waterloo, Mark P. Zanna, University of Waterloo, Understanding Justice-Based Opposition to Affirmative Action

Alison M. Konrad, Temple University, Linley Hartmann, University of South Australia, Janet Spitz, College of Saint Rose, Explaining Gender Differences in Attitudes toward Affirmative Action for Women:  An Australia-US Comparison

K. Denise Bane, Bloomfield College, Applying the Inoculation/Sensitivity Model to Reactions of Affirmative Action Plans

Dennis Doverspike, University of Akron, Winfred E. Arthur Jr., Texas A & M University, April Struchul, University of Akron, Mary Anne Taylor, Clemson University, The Cosmopolitan Personality

Bernardo M. Ferdman, California School of Professional Psychology, Discussant

Selection and Utility

Practical Effects of Faking on Job Applicant Attitude Test Scores

John A. Weiner, Psychological Services, Inc.

Wade M. Gibson, Psychological Services, Inc.

The impact of positive response distortion (PRD) upon attitude test scores is examined in job applicant settings.  Using data from three empirical studies, several issues are examined, including job applicant and incumbent base rates, impact on validity, and effects on hiring decisions under single-test and compensatory scoring models.

Ergonomic Principles and the Development of Physical Ability Standards

Oscar L. Spurlin, Ergometric & Applied Personnel Research

Carl Swander, Virginia Tech

This paper serves to define strength and stamina and the use of ergonomic principals to set job-related standards based on a safe margin of reserve capacity.  Research studies of stamina and strength demands from various occupations are summarized as well as the results from follow-up criterion related studies.

Construct Evaluation of Situational and
Behavior Description Interview Questions

Allen I. Huffcutt, Bradley University

Jeff A. Weekley, Paragon, Inc.

Willi H. Wiesner, McMaster University

Casey Jones, Paragon, Inc.

Construct analysis of data from two structured interviews developed for higher-level positions suggested that SI and BDI questions written to assess the same job characteristics do not tend to correspond.  Rather, these questions tend to group together by their format (SI or BDI), something possibly linked to the different mental processes involved.

A Meta-Analysis Investigating the Susceptibility of
Self-Report Inventories to Distortion

Pamela Stanush Edens, Jeanneret & Associates

Winfred E. Arthur, Texas A & M University

A meta-analysis was conducted to summarize the literature investigating the fakability of self-report inventories that are commonly used in personnel selection (e.g., personality, interest, and biographical inventories).  Moderator vari

ables that were investigated include design type, administration order of within-subjects designs, inventory type, and laboratory settings versus real-world settings.

Structured Interviews for Pre-Employment Integrity Screening

John Hollwitz, Loyola College-Maryland

Wayne Harrison, University of Nebraska at Omaha

Psychometric properties and the construct validity of behavioral and situational formats of a structured integrity interview were investigated.  Student participants (N = 154) completed an individual interview and several written measures.  Information theft was unobtrusively measured.  Both interview formats were supported for integrity screening, the behavioral format having some advantages.

Applicant Impression Management, Qualifications,
and Interviewer Self-Monitoring: Effects on Employability

Julie R. Jacobson, Indiana University Purdue University Indianapolis

John T. Hazer, Indiana University Purdue University Indianapolis

This study determined how the relationships among interviewer self-monitoring, applicant impression management, and applicant qualifications affected ratings of applicant employability.  Results indicated that employability ratings were affected by participant self-monitoring tendencies interacting with both applicant impression management and qualifications.  Moreover, applicant impression management had very powerful effects across conditions.

Selecting Healthcare Professionals: Development and
Validation of Reid Caregiving Attitudes Scale

Carrie Kersell, Reid Psychological Systems

Michael R. Cunningham, University of Louisville

A personnel selection instrument was developed to assess the caregiving attitudes of healthcare professionals.  Nurses responded to self-report items pertaining to their interpersonal skills, impulse control, optimism, motivation and empathy.  Supervisors evaluated the nurses on patient care and other performance criteria.  The Caregiving Attitudes Scale significantly predicted caregiving behaviors.

The Situational Versus the Patterned-Behavioral-Descriptive Interview for Predicting Customer-Service Performance

Jim Little, Western Kentucky University

Elizabeth L. Shoenfelt, Western Kentucky University

Reagan D. Brown, Western Kentucky University

A comparison of the validity of Situational (SI) and Patterned-Behavioral-Descriptive (PBDI) Interviews for predicting customer-service performance as measured by both BARS ratings and year-end performance appraisal (YEPA) ratings yielded significant correlations for all but the PBDI-YEPA combination.  For both criterion measures, the SI accounted for significant incremental validity beyond the PBDI.

Perceptions of Prior Disabilities in a Structured Selection Interview

Nora P. Reilly, Radford University

Shawn Bocketti, Radford University

Stephen Maser, Radford University

Steven Gregson, Radford University

Michael Records, Radford University

Cynthia Strickland, Radford University

Craig Wennet, U.S. Coast Guard

Though covered under the ADA, job candidates with a record of a disability may be adversely evaluated.  Two experiments demonstrate that subtle knowledge of a prior disability may create a bias; job candidates with prior depression or substance abuse were judged more negatively than a control, while cancer survivors were not.  A structured interview removed the bias observed.

A Psychometric Investigation of the Test Attitude Survey

Julie M. McCarthy, University of Western Ontario

Richard D. Goffin, University of Western Ontario

This study investigated the psychometric properties of the Test Attitude Surveya popular measure of test-taking attitudes that is used in the personnel selection domain.  Although results indicated strong convergent validity, there is room for improvement to the overall structural validity of this measure.

Further Analysis of Alternative Question Type in
the Structured Employment Interview

Jenny L. Gibb, University of Waikato

Paul Taylor, University of Waikato

Validities of past-experience and situational structured employment interview questions were compared using 130 social workers, purposely selected to represent a wide range of prior job experience levels.  The overall validity for situational questions was .60, and .40 for past-experience questions.  No evidence was found for prior job experience moderating validity.

A Meta-Analytic Comparison Of Situational and
Behavioral Description Interview Questions

Paul Taylor, University of Waikato

Bruce Small, University of Waikato

Thirty-one validity coefficients from employment interview studies using situational questions, and 17 coefficients from studies using behavioral description questions were compared meta-analytically.  While both question formats yielded high validity estimates, studies using past behavior questions, when used with descriptively anchored question rating scales, had a substantially higher estimated true validity. 

The Transparent Assessment Center: The Effect of
Revealing Dimensions to Applicants

Nanja J. Kolk, Vrije University-Amsterdam

Marise Ph. Born, Vrije University-Amsterdam

This study tested whether revealing dimensions to participants in an AC increases construct validity, and whether this effect is moderated by external variables.  CFA showed that discriminant and convergent validity did not improve after transparency, contrary to previous findings.  Moreover, faking and self-monitoring did not moderate this effect.

Validity Generalization for Video Tests for
Predicting Job Performance Ratings

Jesus F. Salgado, University of Santiago de Compostela

Mario Lado, University of Santiago de Compostela

This poster reports research on the criterion validity of video tests.  The results showed that video tests had an operational validity of .57 and that added validity over General Mental Ability (multiple R = .62).  The percentage of increase in validity from adding a video test was 42.91%.  Implications of these findings are commented on.

Comparing Computer and Paper Forms of the Wonderlic Personnel Test

Jennifer Dembowski, Wonderlic, Inc.

Michael Callans, Wonderlic, Inc.

Increased computerized testing prompts concern of its equivalency with paper administration.  This presentation will introduce a comparison of two administration modes of the Wonderlic Personnel Test (computer vs. paper) and two forms (IV vs. V) for equivalency.  Results revealed no significant differences in scores between administration types and between forms.

Effects of Assessee Performance Profiles on
Assessment Center Construct Validity

Filip Lievens, University of Ghent, Belgium

Assessors rated videotaped candidates whose performances varied according to cross-exercise consistency (i.e., relatively consistent vs. relatively inconsistent) and dimension differentiation (relatively differentiated vs. relatively undifferentiated).  Generalizability analysis results showed that assessor ratings were veridical and that evidence of convergent and discriminant validity varied according to the candidate profile rated.

An Examination of Person-Job Fit: Physical Appearance and Social Competence

Natale K. Polinko, Ohio University

Paula M. Popovich, Ohio University

The lack of fit model-revised (LOF-R) was proposed and supported as a model of organizational appearance bias.  For high, but not low, social competence jobs, perceived applicant social competence mediated the relationship between appearance and hiring decision.  The fit assessment mechanism was examined with a novel test of the conjunction rule.

The Impact of Warning on the Impression Management/
Response Latency Relationship

Nicholas L. Vasilopoulos, George Washington University

A field study was conducted to examine the impact of job familiarity on the relationship between impression management and response latencies when applicants were warned that their responses were subject to verification.  Results showed that impression management was associated with faster latencies regardless reported job familiarity.

Administration Mode, Test-taking Motivation, and Noncognitive Selection Tests

Aaron U. Bolin, Northern Illinois University

George A. Neuman, Northern Illinois University

Although many benefits are associated with administering tests via computer, research has not conclusively demonstrated that a paper-and-pencil noncognitive test can be computerized without altering its psychometric properties.  Administration mode and test-taking motivation are shown to affect personality scores for each of the Big Five.

Rating Process and Assessment Center Construct Validity

Chet Robie, University of Houston

Kimberly A. Adams, University of Houston

Hobart G. Osburn, University of Houston

Mark A. Morris, University of Houston

Jason Etchegaray, University of Houston

Assessment center dimensions in a laboratory setting were rated using either a within-exercise rating process in which an assessor rated all dimensions within one exercise or a within-dimension rating process in which an assessor rated one dimension across exercises.  Results indicated an increase in construct validity for the within-dimension rating process.

Effects of a Motivational Inducement on the
Psychometric Properties of a Cognitive Ability Test

Lorin M. Mueller, University of Houston

Chet Robie, University of Houston

James E. Campion, University of Houston

College students are a common source for test validation data.  Students may lack sufficient motivation to complete the instruments accurately, which may limit generalization to work settings.  This study examined the impact of providing a monetary incentive on the psychometric properties of the items when compared with a control group.  Results of differential item functioning analyses suggested that the cognitive ability test was essentially equivalent across the two groups.

Combining Cognitive Ability and Integrity Testing:
Economic and Social Advantage

John Avis, University of Southern Mississippi

Jeffrey D. Kudisch, University of Southern Mississippi

Vincent J. Fortunato, University of Southern Mississippi

The combination of cognitive ability and integrity testing in a selection setting was examined.  Results indicated that an integrity test provided incremental validity over cognitive ability in the prediction of several performance criteria.  However, the addition of the integrity test failed to ameliorate the adverse impact associated with cognitive ability.

Using Conscientiousness to Predict Productive and
Counterproductive Work Behaviors

Jana Bunkley Fallon, University of Southern Mississippi

Jeffrey D. Kudisch, University of Southern Mississippi

Vincent J. Fortunato, University of Southern Mississippi

The facets of a conscientiousness scale (pride, punctuality, perseverance, and perfectionism) were used to predict multiple factors of counterproductive and productive work behaviors.  Contextual performance was the most consistently predicted criterion.  Conscientiousness was found to adversely impact Hispanics, African Americans, and women.  Limitations and directions for future research are discussed.

The Predictive Validity of a Biodata Instrument Delivered Via
Interactive Voice Response (IVR) Technology

Chad Van Iddekinge, Clemson University

Carl E. Eidson, AlignMark

Andrew Goldblatt, University of Southern Mississippi

Jeffrey D. Kudisch, University of Southern Mississippi

Organizations are increasingly relying on technology to facilitate selection practices.  The validity and fairness of a biodata measure delivered via Interactive Voice Response (IVR) technology format was examined.  Data from a concurrent validation study showed that a 6-item predictor composite predicted performance was fair, and did not create adverse impact.

Incremental Validity of Multiple Selection Instruments: The Next Step

Michael S. Fetzer, University of Southern Mississippi

Carl E. Eidson, AlignMark

Jeffrey D. Kudisch, University of Southern Mississippi

Chad Van Iddekinge, Clemson University

The incremental validity of four selection instruments in relation to two sources of job performance was investigated.  Data from 152 customer service managers indicated that components of three selection instruments exhibited incremental validity over one another in pairs, but no significant incremental validity resulted from adding a third.

Organizational Familiarity, Organizational Image, Fit, and
Application Decisions

Michael Horvath, Michigan State University

Ann Marie Ryan, Michigan State University

S. David Kriska, City of Columbus, Ohio

Recruitment research has generally not focused on decisions to apply for jobs.  This study found fit and familiarity perceptions and race to relate to application behavior.

Racial Similarity and Composition Effects on
Structured Panel Interview Ratings

Lynn A. McFarland, Michigan State University

Joshua M. Sacco, Aon Consulting/Michigan State University

Ann Marie Ryan, Michigan State University

S. David Kriska, City of Columbus, Ohio

The study was conducted to examine the effect of race on ratings within a selection panel interview.  Applicant race and rater race interacted to influence initial ratings and change across initial and final ratings.  Additionally, the racial composition of interview panels predicted initial ratings.

Incorporating Frame-of-Reference (FOR) Training in a Selection Board Process

Ronald D. Porter, National Defence Headquarters

Lorne M. Sulsky, University of Calgary

This study extended frame-of-reference (FOR) research by examining a FOR training program designed to calibrate selection based assessments, and was conducted in a field setting.  The FOR training increased both the assessment accuracy and agreement of the 1998 Canadian Forces officer selection board members compared to rater error training.

Faking and Forced-choice Scales in Applicant Screening: A Meta-analysis

Nhung T. Nguyen, Virginia Commonwealth University

Michael A. McDaniel, Virginia Commonwealth University

A traditional belief in personnel selection is that fakability of a personality inventory can be reduced by using forced-choice techniques.  This meta-analysis supports the conclusion that forced-choice scales in applicant screening can be faked and that the degree of faking is moderated by scales content.

An Examination of Stereotype Threat Theory in an Applied Setting

Charles N. MacLane, U.S. Office of Personnel Management

J. Patrick Sharpe, U.S. Office of Personnel Management

Bernard J. Nickels, U.S. Office of Personnel Management

Research on stereotype threat (the threat individuals feel in situations for which there are associated negative stereotypes about a group with which they identify) has been conducted primarily in academic settings.  This study measured the effects of stereotype threat in an applied setting.  Results suggest the effect can be generalized.

Automated Content Analysis of Multiple-Choice Test Item Banks

John M. Ford, U.S. Office of Personnel Management

Thomas A. Stetz, U.S. Office of Personnel Management

Marilyn M. Bott, U.S. Office of Personnel Management

Brian S. OLeary, U.S. Office of Personnel Management

An automated content analysis implementation of Hillers (1998) verbal ambiguity scales and Laffals (1990) General Concept Dictionary of English is used to examine 576 multiple-choice test items.  Hillers scales detect some problems with item clarity.  Laffals categories detect content imbalance between forms but not inappropriate item content.

Effects of Test Modality and Response Format on Adverse Impact

Catherine Maraist, Tulane University

John R. Humphries, City of New Orleans Civil Service

This study used data collected from a police lieutenant promotional exam.  Results indicate that using a video-based test as an alternative to a written test reduces adverse impact for Blacks as compared to Whites.  Further, test response format (written vs. oral) did not have any effect on adverse impact.

Fakability of Biodata: Does Cognitive Ability Matter?

Doren L. Schott, Riverside County Sheriffs Department

Janet L. Kottke, California State University-San Bernadino

This research addressed two questions (a) Can biodata be faked? (b) Will higher ability applicants produce more faking? Consistent with past research, biodata questions could be faked.  Limited support was found for the supposition that higher ability participants would be able to produce more distortion in their answers.

Relationships Between the Big Five, Integrity, and Construct-Oriented Biodata

Andrew L. Solomonson, Irwing & Browning, Inc.

Relationships were examined between Big Five personality dimensions, overt- and personality-based integrity measures, and a construct-oriented biodata measure developed to predict contextual job performance.  Overall, convergent and discriminant validity results conformed to an expected pattern, with the strongest relationships involving a composite of Conscientiousness, Agreeableness, and Emotional Stability dimensions.

Understanding Race Differences on Situational Judgment Tests Using
Readability Statistics

Joshua M. Sacco, Aon Consulting/Michigan State University/

Christine Scheu, Michigan State University

Ann Marie Ryan, Michigan State University

Neal W. Schmitt, Michigan State University

This research examined the extent to which the reading level of seven situational judgment tests, measured via readability statistics, accounted for Black-White differences in test performance.  Data from 8,321 applicants for jobs in seven job families indicated that reading level of the situations consistently predicted Black-White differences in test performance.

Examining the Discriminant, Convergent, and Incremental Validity of Biodata

Joshua M. Sacco, Aon Consulting/Michigan State University

David B. Schmidt, Aon Consulting

Allison B. Shotland, Aon Consulting

Kirk L. Rogg, Aon Consulting

This research examines the convergent and discriminant validity of biodata in predicting specific dimensions of job performance, and its incremental validity in predicting contextual versus task performance above cognitive ability.  Results support targeting of biodata toward contextual performance dimensions, though results were less consistent for support rather than professional jobs. 

Assessment Centers in Organizations:
Lessons Learned and Suggestions for Success

Assessment centers play a key role in addressing organizations HR needs, from identifying effective managers to shifting toward development to improve skills of existing employees.  Presenters from three organizations will discuss their experiences developing, running, and getting support for assessment centers in their organizations.

John D. Morrison, Consulting Psychologist, Chair

John D. Morrison, Consulting Psychologist, Tina M. Everest, The Home Depot, Identifying Operational Leaders in a Retail Organization

Tina M. Everest, The Home Depot, Assessment Center as Intervention: Diagnosing Development Needs of Supervisors in a Distribution Center

John A. Leonard, Sprint Corp Consulting Group, Preparing Leaders for the 21st Century: A Look at Five Assessment Centers at Sprint

Marjorie L. Randall, American Express, Julie Ladet-Baiardi, American Express Company, Promotion to Exempt Level in a Call Center Using an Assessment Center

Ann Howard, DDI, Discussant

Joint Invited SIOP-EAWOP Symposium:
Current Research in Global Work Psychology

European Organization of Work and Organizational Psychology (EAWOP) is the equivalent of SIOP in Europe.  In this joint EAWOP-SIOP symposium, participants around the world (Europe, Australia, and the US) will present cutting edge research with global implications. 

Chockalingam Viswesvaran, Florida International University, Co-Chair

Deniz S. Ones, University of Minnesota, Co-Chair

Handan K. Sinangil, Marmara University/Bosphorous University, Juan I. Sanchez, Florida International University, Finding Common Ground for SIOP and EAWOP: Convergence of Work and Productivity Trends across the Atlantic?

Talya N. Bauer, Portland State University, Organizational Socialization: Toward an Understanding of the Roles of Culture and the Process of Learning

Andrew Neal, University of Queensland, Beryl L. Hesketh, Macquarie University, Productivity in Organizations: A Global Perspective

Deniz S. Ones, University of Minnesota, Chockalingam Viswesvaran, Florida International University, Personality in Service Economies: Validities of Customer Service Scales for a Variety of Criteria

Veronique De Keyser, University of Liege, Human Error Prevention Tools in the Frame of the Activity Theory

Extending Research on Stigmas in Organizations

This roundtable table discussion will focus on extending theory and research on a number of stigmas in organizations including: race/ethnicity, unattractiveness, sexual orientation, disability, gender, foreign accents and language, religious beliefs, and age.  The discussion will focus on current problems, interventions, and pressing research issues associated with each stigma.

Dianna L. Stone, University of Central Florida, Host

Eugene F. Stone-Romero, University of Central Florida, Race as a Stigma

Robert L. Dipboye, Rice University, Unattractiveness as a Stigma

Belle Rose Ragins, University of Wisconsin-Milwaukee, Sexual Orientation as a Stigma

Dianna L. Stone, University of Central Florida, Kimberly Lukaszewski, University at Albany, SUNY, Disability as a Stigma

Jeanette N. Cleveland, Colorado State University, Gender as a Stigma

Megumi Hosoda, San Jose State University, Elizabeth J. Muiz, University of Central Florida, Foreign Accents and Language

Carolyn Wiethoff, The Ohio State University, Fred A. Mael, American Institutes for Research, Religious Beliefs

Barbara A. Fritzsche, University of Central Florida, Harvey L. Sterns, University of Akron, Age as a Stigma.

Jerald Greenberg, Ohio State University, Panelist

Managing the Madness: Getting Survey Volume and Quality Under Control

With Intranets, Internet, and e-mail, conducting surveys within an organization has never been easier.  With this ease of surveying come several potential dangers including over surveying.  Presenters will discuss the processes they use for controlling surveys (whether formal or informal), why that process was selected, challenges, lessons learned, and recommendations.

Ellen M. Papper, Allstate Insurance Company, Chair

Sara P. Weiner, IBM, IBMs Worldwide Employee Survey Registry

Craig A. James, Allstate Insurance Company, Ellen M. Papper, Allstate Insurance Company, How Does Survey Governance Work When No One Group Owns Surveys?

Sarah R. Johnson, Eastman Kodak, Fewer Surveys, Greater Value: Managing Survey Volume at Eastman Kodak Company

Maura A. Stevenson, Merrill Lynch, Managing Surveys in a Free-Market Environment: The Consultancy Model at Merrill Lynch

Linking Employee, Customer, and Business Measures:
Longitudinal Insights and Implications

Linking employee and customer surveys to each other and to the bottom line is becoming more widespread as an organizational tool.  This session complements the growing body of concurrent research by highlighting four examples of how longitudinal studies enhance our understanding of organizational effectiveness.

Jack W. Wiley, Gantz Wiley Research, Chair

Scott M. Brooks, Gantz Wiley Research, Jack W. Wiley, Gantz Wiley Research, Longitudinal Versus Concurrent Linkage Research: A Tale of Two Methods

Joerg Dietz, University of Western Ontario, Linking Employee Attitudes and Customer Satisfaction over Time: The Roles of Climate for Service and Customers Service Experiences

Kenneth Graham, SHL, Scott M. Brooks, Gantz Wiley Research, Payless Linkage Research: Using Line Management Momentum to Drive the Business

Joe Colihan, IBM, Lise M. Saari, IBM, Linkage Research: A Global, Longitudinal Approach over 12 Web Years

Theory-Based Approaches To Improving
The Practice Of Mentoring In Organizations

Mentoring is one of the most pervasive methods of employee development used by organizations today.  However, the practice of mentoring is typically informal and its effectiveness inconsistent.  This session will describe research and development efforts that have taken a theoretically rooted approach to understanding and improving peer and traditional mentoring. 

Kimberly A. Smith-Jentsch, Naval Air Warfare Center, Chair

Kimberly A. Smith-Jentsch, Naval Air Warfare Center, Dana Milanovich, Naval Air Warfare Center, Angelique M. Reynolds, Naval Air Warfare Center, Danielle C. Merket, Naval Air Warfare Center, Erik R. Eddy, Group for Organizational Effectiveness, An Investigation Of The Unique Effects Of Peer And Traditional Mentoring

Rebecca M. Pliske, Klein Associates, Inc., Beth W. Crandall, Klein Associates, Inc., Stacey L. Green, Klein Associates, Inc., Caroline E. Zsambok, Klein Associates, Inc., The Collaborative Development of Expertise (CDE): A Training Program for Mentors

Dana Milanovich, Naval Air Warfare Center, Kimberly A. Smith-Jentsch, Naval Air Warfare Center, Wendi L.  Buff, Naval Air Warfare Center, Gwendolyn E. Campbell, Naval Air Warfare Center, Guided Team Self-Correction: A Strategy for Structured Peer Mentoring

Erik R. Eddy, Group for Organizational Effectiveness, Scott I. Tannenbaum, Group for Organizational Effectiveness, Steven Lorenzet, University at Albany, SUNY, The Influence of a Continuous Learning Environment on Peer Mentoring

      Behaviors

Raymond A. Noe, Ohio State University, Discussant

Understanding Adaptive Organizations:
Concepts, Methods, Findings from Military C2 Contexts

Capturing and understanding the processes that underlie organizational adaptation in complex environments represents a significant research challenge with a potentially high payoff in terms of organizational training, management, and assessment.  This symposium provides a forum for practitioners and researchers to discuss emerging issues in team performance in adaptive organizations.

Kathleen P. Hess, Aptima, Inc., Chair

John R. Hollenbeck, Michigan State University, Daniel R. Ilgen, Michigan State University, Henry Moon, Michigan State University, Aleks Ellis, Michigan State University, Lori Sheppard, Michigan State University, Bradley J. West, Michigan State University, Christopher Porter, Michigan State University, Human Performance in Teams with Adaptive Structures: A Structural Contingency Theory Approach

Susan P. Hocevar, Naval Postgraduate School, William G. Kemple, Naval Postgraduate School, Inter-Unit Autonomy Versus Inter-Unit Coordination: Effects on Performance of Simulated Military Mission Accomplishment Under Two Conditions of Uncertainty

Susan G. Hutchins, Naval Postgraduate School, Susan P. Hocevar, Naval Postgraduate School, William G. Kemple, Naval Postgraduate School, Comparison of High and Low Task Performance Via Assessment of Team Communications in a Joint Command and Control Environment

Kathleen P. Hess, Aptima, Inc., Stephen M. Hess, Aptima, Inc., The Impacts of Collaborative Technologies on the Function of Distributed Teams

John E. Mathieu, University of Connecticut, Discussant

Issues for Police Psychologists in Law Enforcement Selection

Psychologists working with law enforcement organizations are faced with a unique set of challenges.  They may include testing, evaluation, the professionals relationship with the department, and presenting recommendations.  This session features psychologists who discuss their experiences in working with law enforcement agencies at the national, state, and local levels. 

Scott Bedwell, IPAT, Co-Chair

Mary L. Kelly, IPAT, Co-Chair

Dennis Pearson, Colorado Department of Corrections, Selection Issues in Law Enforcement

Dennis Scholl, U.S. Department of Defense, Practicality and Efficacy in Assessing Suitability for Employment

Robin C. Ford, Maricopa County Sheriffs Office, Problems in Establishing Adequate Criteria in Assessing Law Enforcement Officer Performance

Thurston L. Cosner, Private Practice Psychologist, Development and Maintenance of an Effective Police Psychology Program

Kevin G. Love, Central Michigan University, Discussant

Sources of Inaccuracy in SME Judgments

Many areas of I-O psychology rely on the accuracy of data obtained from subject matter experts (SMEs).  However, the judgment processes used by SMEs are not well understood.  Research is presented on SME judgments in the areas of job analysis, Angoff cut score development, and test-criterion linkages.

Michael A. Campion, Purdue University, Co-Chair

Scott B. Morris, Illinois Institute of Technology, Co-Chair

Michael S. Henry, Stanard and Associates, Scott B. Morris, Illinois Institute of Technology, Incumbent Performance level as a Predictor of Job Analysis Ratings

Donald M. Truxillo, Portland State University, Joe Yum, FBI, Item Familiarity, Difficulty and Importance in Angoff Estimates

Mitchell W. Gold, Sprint Corp, Scott B. Morris, Illinois Institute of Technology, SME Judgments in the Angoff Procedure: The Impact of Content Relevance and Item Format

Jeff W. Johnson, Personnel Decisions Research Institutes, H. Kristl Davison, GTE, Accuracy of Expert Judgments of Relationships Between Employment Tests and Job Performance Dimensions

Robert J. Harvey, Virginia Tech, Discussant

Is There More to Life than Work and Family?

Work/family conflict is no longer a new phenomenon, and many studies have addressed this issue.  However, significantly less is known about the balancing of work and non-work in a broader context.  This symposium addresses the bigger picture by presenting research that moves beyond traditional work to family conflict.  Research presentations will each address work/life issues pertaining to non-work roles and time spent off the job.

Gwenith G. Fisher, Bowling Green State University, Co-Chair

Monica A. Hemingway, Dow Chemical Company, Co-Chair

Gwenith G. Fisher, Bowling Green State University, Jody Hoffman, Bowling Green State University, Lilly Lin, Bowling Green State University, Julie A. Fuller, Bowling Green State University, Maggie Laber, Bowling Green State University, Defining Work/Life Balance

Monica A. Hemingway, Dow Chemical Company, Roles Outside of Work: What is the Life in Work/Life Balance?

Janet Barnes-Farrell, University of Connecticut, Melissa A. Davis, University of Connecticut, Judith S. Bridges, University of Connecticut, Jessica H. Carlson, University of Connecticut, Balancing the Load: Allocation of Time to Off-the-Job Responsibilities

E. Jeffrey Hill, IBM/Brigham Young University,