Home Home | About Us | Sitemap | Contact  
  • Info For
  • Professionals
  • Students
  • Educators
  • Media
  • Search
    Powered By Google

 

Friday PM Schedule

22. Panel Discussion: Friday, 12:00 - 1:20                                Regency F

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

23. Panel Discussion: Friday, 12:00 - 1:20                           Regency G, H

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

24. Symposium: Friday, 12:00 - 1:20                                    Burgundy C, D

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


25. Special Event: Friday, 12:00 - 12:50                                     Cabildo A

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

26. Symposium: Friday, 12:00 - 1:20                                             Cabildo C

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

27. Roundtable: Friday, 12:00 - 12:50                                       Poydras A

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

28. Symposium: Friday, 12:00 - 1:20                                           Poydras B

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

29. Symposium: Friday, 12:00 - 12:50                                          Toulouse

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

30. Practitioner Forum: Friday, 12:00 - 1:20                             Audubon

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

31. Panel Discussion: Friday, 12:00 - 1:20                            Carrollton

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

32. Symposium: Friday, 12:00 - 1:20                                        Esplanade A

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

33. Symposium: Friday, 12:00 - 1:20                                        Esplanade B

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

34. Symposium: Friday, 12:00 - 1:20                                            Claiborne

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

35. Roundtable: Friday, 12:30 - 1:20                                  Burgundy A, B

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

36. Practitioner Forum: Friday, 12:30 - 1:20                           Cabildo B

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

37. Practitioner Forum: Friday, 12:30 - 1:50                   Elysian Fields

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

38. Symposium: Friday, 12:30 - 1:20                                              Gentilly

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

39. Panel Discussion: Friday, 12:30 - 1:50                            Esplanade C

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

40. Special Event: Friday, 1:00 - 2:50                                         Cabildo A

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


41. Roundtable: Friday, 1:00 - 1:50                                           Poydras A

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

42. Symposium: Friday, 1:00 - 2:20                                              Toulouse

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

43. Symposium: Friday, 1:00 - 2:50                                                Delgado

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

44. Poster Session: Friday, 1:00 - 2:20                           French Market

Selection and Utility

44-1

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.

44-2

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.

44-3

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.

44-4

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.

44-5

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.

44-6

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.

44-7

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.

44-8

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.

44-9

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.

44-10

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.

44-11

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.

44-12

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. 

44-13

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.

44-14

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.

44-15

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.

44-16

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.

44-17

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.

44-18

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.

 

44-19

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.

44-20

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.

44-21

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.

44-22

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.

44-23

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.

44-24

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.

44-25

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.

44-26

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.

44-27

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.

44-28

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.

44-29

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.

44-30

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.

44-31

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.

44-32

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.

 

44-33

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.

44-34

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.

44-35

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.

44-36

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. 

45. Practitioner Forum: Friday, 1:30 - 2:50                            Regency F

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

46. Special Event: Friday, 1:30 - 2:50                                   Regency G, H

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

47. Roundtable: Friday, 1:30 - 2:50                                    Burgundy A, B

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

48. Practitioner Forum: Friday, 1:30 - 2:50                     Burgundy C, D

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

49. Practitioner Forum: Friday, 1:30 - 2:50                             Cabildo B

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

50. Symposium: Friday, 1:30 - 2:50                                               Cabildo C

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

51. Symposium: Friday, 1:30 - 2:50                                             Poydras B

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

52. Practitioner Forum: Friday, 1:30 - 2:50                               Gentilly

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

53. Symposium: Friday, 1:30 - 2:50                                                Audubon

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

54. Symposium: Friday, 1:30 - 2:50                                          Carrollton

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, A Global Perspective on Work/Life Issues: Work/Life Surveys in Europe and Latin America

Leslie B. Hammer, Portland State University, Discussant

55. Symposium: Friday, 1:30 - 2:50                                          Esplanade A

Identification and Development of Top Level Organizational Leaders

Four empirical examinations of how to predict and develop performance in top-level leadership positions are presented.  Competency models are developed and validated in large samples drawn from public, private, and military sectors.  Tools for executive selection are described and implications for theory development are drawn.

Craig J. Russell, University of Oklahoma, Chair

Shane Connelly, University of Oklahoma, Helen Fung, University of Oklahoma, Brian Decker, University of Oklahoma, Whitney B. Helton, University of Oklahoma, The Path Leading to Leading at Executive Levels: Influences of Career Experiences, Temperament, and Maturity Factors

Robert N. Kilcullen, U.S. Army Research Institute, Leonard White, U.S. Army Research Institute, Stephen J. Zaccaro, George Mason University, Predicting Managerial and Executive Job Performance

Michael D. Mumford, University of Oklahoma, Rosemary Schultz, University of Oklahoma, Holly S. Thompson, University of Oklahoma, Taxonomies of Executive Skills: Development and Validation of a Cognitive Skills Taxonomy

Craig J. Russell, University of Oklahoma, A Longitudinal Study of Top-Level Executive Performance

Francis J. Yammarino, SUNY-Binghamton, Discussant

56. Symposium: Friday, 1:30 - 2:50                                          Esplanade B

New Approaches to Combining Multiple Assessments for
Predicting Criterion Outcomes

When combining multiple assessments for predicting future performance outcomes, the assessors judgment process and data combination methods can have a large effect on overall predictive validity.  This symposium presents new research and methods both for modeling and understanding assessors judgments and for improving the predictive validity of multi-measure assessments.

John P. Campbell, University of Minnesota, Chair

Nathan R. Kuncel, University of Minnesota/PDI, John P. Campbell, University of Minnesota, Use of the Clinical Synthesis in Personnel Selection: Can the Clinician Add to the Actuary?

Steven I. Richins, University of Houston, Maynard Goff, Personnel Decisions International, Configural Judgment Processes in Individual Psychological Assessment: The Role of Judge Experience

Tim Gardner, Cornell University, Aaron J. Ard, Cornell University, Marcie A. Cavanaugh, Cornell University, Martin T. Wells, Cornell University, New, Criterion Free, Rating Optimization Methods

Kathleen Tuzinski, PDI/University of Minnesota, Maynard Goff, Personnel Decisions International, Nathan R. Kuncel, University of Minnesota/PDI, Influence of Relevant and Irrelevant Assessee Characteristics on Final Assessment Center Ratings

Paul R. Sackett, University of Minnesota, Discussant

57. Symposium: Friday, 1:30 - 2:50                                             Claiborne

Predicting Sales Success: An Examination of Alternative Predictors

Salesperson performance often drives the success of any organization.  Given the unique nature of the job, success can also be evaluated in a variety of ways using both objective and subjective indicators.  Symposium participants will explore some alternative ways of predicting different types of sales criteria.

Matthew R. Smith, Michigan State University, Co-Chair

Jeffrey A. Ryer, Aon Consulting, Co-Chair

Carol A. Boyce, Aon Consulting, Neal W. Schmitt, Michigan State University, Prediction of Real Estate Salesperson Success with Personality and Cognitive Ability Predictors

Stephen A. Dwight, Aon Consulting, Matthew W. Jones, Aon Consulting, Inc., Tonya Baker, Aon Consulting, An Evaluation of Three Alternative Predictors of Salesperson Job Performance

Alan L. Colquitt, Eli Lilly & Company, Predictors of Turnover for Sales Representatives: The Fruits of an Exit Survey Process

Steven H. Brown, LIMRA International, Discussant

 

58. Roundtable: Friday, 2:00 - 2:50                                           Poydras A

Aligning Human Resource Programs and Business Strategy:
Building a Professional Evaluation Network

This session focuses on forming an ongoing group of practitioners and academicians who discuss best practices and cutting edge research related to the evaluation of training and organizational interventions.  The network will work to develop effective evaluations enabling human resource professionals to make links between organizational initiatives and business strategy. 

Jeanne Carsten, Chase Manhattan Bank, Co-Host

Jill Hubley, Chase Manhattan Bank, Co-Host

59. Special Event: Friday, 2:00 - 2:50                                 Elysian Fields

Meet the TIP Board

This session will provide SIOP members with an opportunity to meet, exchange ideas, provide feedback, discuss ways to increase member contributions, and generally, get involved in TIP.

Allan H. Church, W. Warner Burke Associates, Editor

60. Symposium: Friday, 2:00 - 2:50                                          Esplanade C

Personality Tests: Using Theory to Maximize Predictive Power

Research suggests that personality testing has a great deal of potential for selecting qualified job applicants, although validity estimates have been inconsistent across studies.  Scientist-practitioners will present recent research investigating factors that influence validity of personality measures and will discuss new approaches to maximizing validity of such measures.

Paige Porter Wolf, Aon Consulting, Chair

Robert E. Ployhart, University of Maryland, Ann Marie Ryan, Michigan State University, Integrating Personality Tests with Situational Judgment Tests for the Prediction of Customer Service Performance

Steven J. Lindner, The WorkPlace Group, Inc., The WorkPlace Group, Inc., Behaviorally Based Measurement of the Big-Five Personality Traits: Implications for Practitioners

Daniel P. Russell, Aon Consulting, Jeannette T. Oravec, Aon Consulting, Paige Porter Wolf, Aon Consulting, Big Five Versus Subscale Measurement of Personality for Selection

Coffee Break: Friday, 3:00 - 3:30       Regency Foyer/French Market

 

61. Conversation Hour: Friday, 3:30 - 4:20                             Regency F

Meet the Board of Organizational Research Methods

Organizational Research Methods (ORM) was established to bring relevant methodological developments to the attention of a broad range of researchers working in the general field of organizational studies.  ORMs Editor and Associate Editors will provide guidance and answer questions regarding how to maximize the chances of publishing in ORM

Larry J. Williams, Virginia Commonwealth University, Co-Host

Herman Aguinis, University of Colorado at Denver, Co-Host

Jeffrey R. Edwards, University of North Carolina, Co-Host

62. Symposium: Friday, 3:30 - 4:50                                        Regency G, H

The Role of I-O Psychology in Executive Assessment and Development

There is an acute shortage of executive talent in most organizations today, yet I-O psychologists often play minimal roles in many succession planning or development discussions.  This symposium will describe how executives view the world, what makes them tick, and how I-O psychologists can get a seat at the table. 

Gordon J. Curphy, Personnel Decisions International, Chair

Gina Hernez-Broome, Center for Creative Leadership, Katherine M. Beatty, Center for Creative Leadership, Dianne Nilsen, Center for Creative Leadership, Kristen Scott, Center for Creative Leadership, Judith Steed, Center for Creative Leadership, How Top Leadership Sees Top Leadership

Robert T. Hogan, Hogan Assessment Systems, Joyce C. Hogan, Hogan Assessment Systems, What They Do and Why They Do It

Dave Heine, Personnel Decisions International, Using I-O Psychology to Turn Around a Business

63. Roundtable: Friday, 3:30 - 4:20                                    Burgundy A, B

On-Line Management: How to Effectively Manage Employees Using
Computer-Mediated Communications

Technological developments have caused people to communicate differently.  Some evidence exists, for example, that social power is reduced in computer-mediated communications; people conform less and criticize more.  Industrial/organizational psychologists need to know what the implications are for interpersonal relationships in organizations.  Researchers and practitioners: Lets share findings.

Joanie B. Connell, University of California-Berkeley, Co-Host

Gerald A. Mendelsohn, University of California-Berkeley, Co-Host

64. Practitioner Forum: Friday, 3:30 - 4:50                     Burgundy C, D

Designing and Implementing Alternative Pay Systems:
Facilitating Pay Allocation Decisions

Organizations are making greater efforts to reward and motivate people in ways that are consistent with the organizations mission and goals.  This forum addresses measurement and implementation challenges inherent in alternative pay systems, and describes innovative ways in which pay allocation decisions can be facilitated.

Sandra L. Fisher, Personnel Decisions Research Institute, Chair

Eleanor Smith, Personnel Decisions Research Institute, Caroline Cochran, Personnel Decisions Research Institute, Pay for Contributions: Measurement and Implementation Issues

Robert Rue, SRA International, Inc., Paying for Contribution in the Federal Government: An Example in Two Organizations

Joseph J. Martocchio, University of Illinois, Discussant

65. Special Event: Friday, 3:30 - 5:20                                         Cabildo A

Does HR Matter? The Debate Continues

Research efforts designed to determine the impact human resource practices have on organizational performance have intensified.  In this symposium academic researchers and human resource professionals will face off to discuss key issues in strategic human resource management from both perspectives.

K. Michele Kacmar, Florida State University, Chair

Barry Gerhart, Vanderbilt University, Presenter

Samuel J. Bresler, Science Applications International, Panelist

Patrick Chaffin, Bank of America, Panelist

Marietta Cozzi, American Express, Panelist

John E. Delery, University of Arkansas, Panelist

Louis R. Forbringer, O.E. Solutions, Panelist

Mark N. Krauss, Southern Wine & Spirits, Panelist

Thornton Mason, Sprint, Panelist

Gary C. McMahan, University of Texas at Arlington, Panelist

Robert B. Newsome, Tropicana, Panelist

Lise M. Saari, IBM, Panelist

Arup Varma, Loyola University Chicago, Panelist

Lawrence A. Witt, University of New Orleans, Panelist

66. Symposium: Friday, 3:30 - 4:50                                               Cabildo B

Expanding the Role of Personality in Explaining Organizational Behavior:
New Horizons

In this symposium, we present a series of five papers that explore the new domains to which the explanatory role of personality can be expanded.  The role of personality in explaining nontraditional criteria such as turnover, peer and subordinate ratings, assessment center performance, leadership behaviors, and contextual performance are explored.

Chockalingam Viswesvaran, Florida International University, Chair

James M. Conway, Central Connecticut State University, Kristie L. Lowe, Central Connecticut State University, Kelley C.  Langley, Central Connecticut State University, Personality and Subordinate Ratings: A Meta-Analysis

David A. Waldman, Arizona State University West, Leanne E. Atwater, Arizona State University West, The Role of Rugged Individualism in Assessment Center Performance: Does John Wayne Make a Good Candidate?

Jesus F. Salgado, University of Santiago de Compostela, The Big Five Personality Dimensions as Predictors of Alternative Criteria

Joyce Bono, University of Iowa, Timothy A. Judge, University of Iowa, Who Are the Best Leaders? The Dispositional Source of Leadership

Juan I. Sanchez, Florida International University, Marie Williams, Florida International University, Chockalingam Viswesvaran, Florida International University, What Separates Contextual from Task Performance in Customer Service Jobs?

Deniz S. Ones, University of Minnesota, Discussant

67. Symposium: Friday, 3:30 - 5:20                                               Cabildo C

Building Workforce Excellence: Can Theory Provide a Map for Practice?

Although integrating theory and practice in I-O psychology is a worthy goal, it is seldom satisfactorily achieved.  This symposium identifies important guidance that theory has to offer for recruiting, interviewing, performance appraisal, compensation, and teamwork.  It also specifies areas in which practice is of necessity forging ahead, lacking needed theory.

Cathy C. Durham, California State University-Northridge, Co-Chair

Kathryn M. Bartol, University of Maryland, Co-Chair

M. Susan Taylor, University of Maryland, Christopher Collins, University of Maryland, Organizational Recruitment: Enhancing the Intersection of Research and Practice

Sara L. Rynes, University of Iowa, Alison E. Barber, Michigan State University, Gale H. Varma, Prudential Diversified Group, Opportunities for Transfer of Research to Practice in Interviewing

Gary P. Latham, University of Toronto, Soosan Latham, J. P. Morgan, Canada, Overlooking Theory and Research in Performance Appraisal at Ones Peril: Much Done, More to Do

Kathryn M. Bartol, University of Maryland, Cathy C. Durham, California State University-Northridge, Compensation System Design: How Theory Advises Practice

J. Richard Hackman, Harvard University, Ruth Wageman, Dartmouth College, Thinking Usefully About Teams

Edwin A. Locke, University of Maryland, Discussant

68. Roundtable: Friday, 3:30 - 4:50                                           Poydras A

Cutscores: How to Use All of That Validity Evidence

Practitioners continually struggle with establishing meaningful cutscores that are maximally beneficial to organizations.  The difficulties include competing organizational goals, adverse impact, validation strategies, and multiple-hurdle selection.  The roundtable discussion will include a model to address and resolve organizational, validation, and practical cutscore issues, and a discussion of applied research.

Jared D. Lock, Hogan Assessment Systems, Co-Host

Mark H. Strong, Jeanneret & Associates, Co-Host

69. Symposium: Friday, 3:30 - 4:20                                             Poydras B

International Perspectives on the Evolving Role of
Human Resource Management

The roles of human resource managers are becoming increasingly complex in a global business environment.  Three papers document the changing role of HRM in multinational organizations (e.g., imposition vs. accommodation), arguments for strong HRM functions in European settings, and examples of best HRM practices in a variety of countries.

Jeanette N. Cleveland, Colorado State University, Chair

Patrick Gunnigle, University of Limerick, Ireland, Jeanette N. Cleveland, Colorado State University, Noreen Heraty, University of Limerick, Ireland, Michael Morley, University of Limerick, Ireland, Kevin R. Murphy, Colorado State University, Human Resource Management Practices of Multinational Corporations in Europe: Accommodation or Imposition?

Wolfgang Mayrhofer, Vienna University of Economics & Business Administration, Austria, Chris Brewster, Cranfield University, UK, Finally on Their Own? The Changing Role of Functional Specialists in EuropeConceptual and Empirical Considerations

Wayne F. Cascio, University of Colorado Graduate School of Business, Taking the Pulse of Workers in a Changing World of Work

Susan E. Jackson, Rutgers University, Discussant

70. Practitioner Forum: Friday, 3:30 - 4:50                             Toulouse

Necessity is the Mother of Invention: Innovations in Practice

Practitioners are frequently confronted with a unique set of demands when it comes to implementing selection systems.  This panel will discuss their creative responses to these demands and demonstrate how both innovative methodology and creative application of technology has advanced their cause.

John C. Scott, Applied Psychological Techniques, Chair

John C. Scott, Applied PsychologicalTechniques, Necessity is the Mother of Invention: Innovations in Practice

Matthew Barney, Motorola University, The Job Analysis Wizard and Industrial Psychology Knowledge Management System

Kathleen Kappy Lundquist, Applied Psychological Techniques, Chris Raia, Applied Psychological Techniques, Recruitmetric: Or How to Teach Applicants to Love the Testing Process

James L. Outtz, Outtz & Associates, A Base Rate Study of Firefighter Selection

71. Practitioner Forum: Friday, 3:30 - 4:50                     Elysian Fields

Designing Competency-Based Applications

Competencies form the foundation of integrated human resource (HR) systems.  This presentation will focus on the development of competency-based occupational analysis inventories and associated competency-based products and applications.  An Internet-based system that provides job analysis results and competency-based applications will be discussed.

Donna Ashe Rodriguez, U.S. Office of Personnel Management, Chair

Leslie Pollack, U.S. Office of Personnel Management, Multipurpose Occupational Analysis: A Government-wide Initiative

Andrea Bright, U.S. Office of Personnel Management, Automated Data Delivery Systems

Craig Simons, U.S. Office of Personnel Management, Linking Public Sector Occupations to Competency-Based Occupational Profiles

Rita Patel, U.S. Office of Personnel Management, Human Resource Applications

72. Symposium: Friday, 3:30 - 5:20                                                Gentilly

Being Electronically Connected at Work:
Justice, Privacy and Other Implications

Organizations are increasingly relying on connective technologies to gather information about their employees.  This symposium explores employee reactions to being electronically connected to their employers.  Emphasis is placed on the justice and privacy implications of technology use in the collection and utilization of employee information.

Bradley J. Alge, Purdue University, Co-Chair

Elizabeth A. Douthitt, Rutgers University, Co-Chair

Bradley J. Alge, Purdue University, Privacy in the Name of Justice: Towards an Understanding of Individual Reactions to Information Gathering and Control Systems

Elizabeth A. Douthitt, Rutgers University, John R. Aiello, Rutgers University, The Effects of Computer Monitoring on Fairness Perceptions, Task Satisfaction, and Performance: The Role of Participation and Control 

Jeffrey M. Stanton, Bowling Green State University, Mentoring and Monitoring: Mitigating the Adverse Effects of Frequent Supervision

Jennifer L. Glenar, GEICO Direct, Dianna L. Stone, University of Central Florida, Eugene F. Stone-Romero, University of Central Florida,  Implications of Electronic Mail Policies for Perceived Fairness and Invasion of Privacy in Organizations

Dianna L. Stone, University of Central Florida, Eugene F. Stone-Romero, University of Central Florida, Strategies for Resolving Conflicting Views Concerning Privacy in Organizations

Terri L. Griffith, Washington University-St. Louis, Discussant

73. Symposium: Friday, 3:30 - 5:20                                                Audubon

Effective Mentoring Relationships: From Dysfunctional to
Functional and Everything in Between

This symposium represents investigations of the different factors and mentorship compositions that contribute to effective as well as ineffective mentoring relationships.  Results of four studies that incorporate multiple approaches and methods on this topic will be presented.

Tammy D. Allen, University of South Florida, Chair

Shana Simon, University of Georgia, Lillian T. Eby, University of Georgia, A Typology of Dysfunctional Mentoring Experiences: A Multidimensional Scaling Study

Lisa Finkelstein, Northern Illinois University, Tammy D. Allen, University of South Florida, Laura Rhoton, Northern Illinois University, An Examination of the Effects of Age Diversity in Mentoring Relationships

Belle Rose Ragins, University of Wisconsin-Milwaukee, John L. Cotton, Marquette University, The Rise (and fall?) of Formal Mentoring: A Comparison of Work and Career Attitudes Among Formally Mentored, Informally Mentored, and Nonmentored Employees

Phyllis Tharenou, Monash University, Consequences of Mentoring to Career Outcomes: Does Gender Make a Difference?

Belle Rose Ragins, University of Wisconsin-Milwaukee, Discussant

Joyce E. A. Russell, University of Tennessee, Discussant

74. Panel Discussion: Friday, 3:30 - 5:20                              Carrollton

Antecedents, Consequences, and Implications Associated with Job Burnout

Although much research has investigated job burnout, the lack of a theoretical framework has deterred its conceptual development.  This panel discusses antecedent and consequent conditions, and the dimensionality and sequencing of job burnout.  Informed discussion regarding these issues is intended to promote guidelines and suggestions for future burnout research.

Ronald G. Downey, Kansas State University, Chair

Richard G. Best, Kansas State University, Panelist

Cynthia L. Cordes, University of Miami, Panelist

Russell S. Cropanzano, Colorado State University, Panelist

Andrew N. Garman, Rush University, Panelist

David S. Gill, Kansas State University, Panelist

Alicia A. Grandey, Pennsylvania State University, Panelist

75. Symposium: Friday, 3:30 - 4:50                                          Esplanade A

If We Believe It, Can We Achieve It?  Sources and Influences of
Multi-Faceted Efficacy Perceptions on Collective Processes and Outcomes

Research indicates perceptions of collective capability have important influences on performance.  In this symposium we explore potential moderators and determinants of perceptions of collective capability, and their influences on processes and outcomes.  These studies provide the most recent findings regarding sources and influences of efficacy and potency in collective contexts.

Stanley M. Gully, Rutgers University, Chair

Dong I. Jung, SUNY-Binghamton, Mark C. Butler, San Diego State University, Ki Bok Baik, Kook Min University, The Effects of Transformational Leadership on Group Members Collective Efficacy and Perceived Performance

Bruce J. Avolio, SUNY-Binghamton, Bernard M. Bass, SUNY-Binghamton, Yair Berson, Polytechnic University, Team Leadership and Its Impact on Platoon Readiness and Joint Readiness Training Center (JRTC) Performance

Kristi M. Lewis, California School of Professional Psychology, Cristina B. Gibson, University of Southern California, The Efficacy Advantage: Observing and Modeling the Relationship Between Team Heterogeneity, Group-Efficacy, and Outcomes

Stanley M. Gully, Rutgers University, Jeffrey M. Beaubien, George Mason University, Kara Incalcaterra, George Mason University, Aparna Joshi, Rutgers University, A Meta-Analytic Investigation of the Relationship Between Perceived Collective Capability and Performance

Richard A. Guzzo, William. M. Mercer, Inc., Discussant

76. Symposium: Friday, 3:30 - 5:20                                          Esplanade B

Multilevel Theory in I-O Psychology:
Examples and Lessons for Theory Development

The benefits of multilevel research are dependent on the richness and rigor of the theories upon which such research is based.  The authors of theory chapters in the SIOP Frontiers Series volume, Multilevel Theory, Research, and Methods in Organizations, present new theoretical models of diverse I-O topics.  These models integrate micro and macro perspectives, suggest new topics for research, and exemplify emerging principles of multilevel theory development.

Katherine J. Klein, University of Maryland, Co-Chair

Steve W. J. Kozlowski, Michigan State University, Co-Chair

Benjamin Schneider, University of Maryland, Personnel Selection Psychology: Multi-Level Considerations

Angelo S. DeNisi, Texas A & M University, Performance Appraisal and Performance Management: A Multilevel Perspective

Steve W. J. Kozlowski, Michigan State University, Kenneth G. Brown, University of Iowa, Daniel A. Weissbein, Michigan State University, Janis A. Cannon-Bowers, Naval Air Warfare Center, Eduardo Salas, University of Central Florida, A Multi-Level Approach to Training Effectiveness: Enhancing Horizontal and Vertical Transfer

Cheri Ostroff, Arizona State University, David E. Bowen, American Graduate School of Management, Moving HR to a Higher Level: HR Practices and Organizational Effectiveness

Georgia T. Chao, Michigan State University, A Multilevel View of Culture: Implications for Intercultural Organizational Behavior  

Katherine J. Klein, University of Maryland, Shannon L. Palmer, University of Maryland, Amy Buhl Conn, University of Maryland, Inter-Organizational Relationships: A Multilevel Perspective

Denise Rousseau, Carnegie Mellon University, Discussant

77. Panel Discussion: Friday, 3:30 - 5:20                              Esplanade C

Realistic Career Previews in I-O: Academics, Business,
Consulting, and Government

Our focus is the presentation of realistic career previews to graduate students who are/will be seeking employment in the near future by a diverse panel of experienced I-O graduates.  Panelists will share experiences, advice, and concerns regarding career realities and expectations in the real world allowing time for Q&A.

Brian W. Schrader, Emporia State University, Chair

Drew B. Brock, Dash Consulting, Panelist

Mark S. Nagy, Radford University, Panelist

Melanie Gerrity, GTE, Panelist

Paul R. Damiano, Center for Creative Leadership, Panelist

Bruce W. Davis, Cooperative Personnel Services, Panelist

Stephen W. Gilliland, University of Arizona, Panelist

78. Symposium: Friday, 3:30 - 5:20                                                Delgado

Extending Our Understanding of Situational Judgment Test Performance

Situational Judgment Tests (SJTs) exhibit predictive validity with lower levels of adverse impact than other cognitive measures.  However, less is known about why SJTs exhibit these characteristics.  This symposium includes four papers that explore factors that may contribute to the predictive validity and the mechanisms that reduce adverse impact.

James P. Clevenger, Aon Consulting, Chair

Joshua M. Sacco, Aon Consulting/Michigan State University, David B. Schmidt, Aon Consulting, Kirk L. Rogg, Aon Consulting, Using Readability Statistics and Reading Comprehension Scores to Predict Situational Judgment Test Performance, Black-White Differences and Validity

Douglas H. Reynolds, DDI, Donald R. Scott, DDI, Jamie Winter, DDI, Eric Sydell, University of Akron, Factors Affecting Situational Judgment Test Characteristics

Cindy Wassenaar Parker, Aon Consulting, John H. Golden III, I-O Solutions, LLC, Daniel P. Russell, Aon Consulting, Matthew R. Redmond, Aon Consulting, Kimberly A. Hoffmaster, Aon Consulting, Enhancing Criterion-Related Validity

Cindy Wassenaar Parker, Aon Consulting, John H. Golden III, I-O Solutions, LLC, Daniel P. Russell, Aon Consulting, Matthew R. Redmond, Aon Consulting, Kimberly Hoffmaster, Aon Consulting, The Development of a Construct-Related Scoring Key of a Situational Judgment Inventory for Enhancing Criterion-Related Validity

James P. Clevenger, Aon Consulting, Douglas E. Haaland, Aon Consulting, Examining the Relationship Between Job Knowledge and Situational Judgment Test Performance

Michael A. McDaniel, Virginia Commonwealth University, Discussant

79. Poster Session: Friday, 3:30 - 4:50                           French Market

Groups and Leaders

79-1

1999 S. Rains Wallace Dissertation Award
Impact of TransformationalLeadership on Follower Development
and Performance:  A Training Field Experiment

Taly Dvir, Tel Aviv University

A longitudinal, randomized field experiment tested the impact of transformational leadership, enhanced by training, on follower development and performance.  Experimental leaders received transformational leadership training and control leaders got eclectic leadership training.  The sample included 54 leaders, 90 direct followers, and 724 indirect followers.  Results indicated the experimental leaders had a more positive impact on direct followers development and on indirect followers performance than did control leaders, and that transformational leadership was imparted through training.

79-2

Who Should you Put Together on a Work Team?

Matthew S. OConnell, Select International, Inc.

Dennis Doverspike, University of Akron

This study evaluated the relationship between team member ability and team performance in a work team environment.  Four models of team member ability were evaluated.  The results indicated that the conjunctive and variance models were most related to team performance.  Some support was found for team size as a moderator.

79-3

I Know You Can: Leadership, Occupational Commitment, and Self-Efficacy

Deanne N. Den Hartog, Free University Amsterdam

Two hundred sixty-seven employees of 3 organizations filled out questionnaires measuring inspirational, transactional, and passive leadership, generalized self-efficacy, and affective, continuance, and normative occupational commitment.  Results show inspirational leadership and self-efficacy correlate positively with affective commitment.  Self-efficacy correlates negatively with continuance commitment.  However, against expectations, leadership was not related to follower self-efficacy.

79-4

CEO Impression Management in the Annual Report

Cassie B. Barlow, Rice University

Robert L. Dipboye, Rice University

Poor firm performance led to more external and fewer internal attributions in the annual shareholder letter.  Unstable performance and outside and institutional shareholders moderated firm performance effects on the conveyance of favorable information.  Impressions of the CEO were more positive the fewer the external attributions and the more vision statements.

79-5

Group Beliefs, Capability, and Performance: The Potency of Group Potency

Tracy Hecht, University of Western Ontario

Natalie J. Allen, University of Western Ontario

Joy Klammer, Royal Military College of Canada

Elizabeth C. Kelly, University of Western Ontario

This study examined the impact of group potency and collective project commitment on group performance.  Both group potency and collective project commitment were positively related to group performance.  In addition, group potency contributed to the prediction of group performance over and above the average capability of group members.

79-6

Leader Motives and Performance in Service and Manufacturing Organizations

Shelley A. Kirkpatrick, American Institutes for Research

J. C. Wofford, University of Texas-Arlington

J. Robert Baum, University of Maryland

In an exploratory study, two datasets containing leaders vision statements were coded for motive imagery (achievement, affiliation, and power motives).  The affiliation motive significantly impacted group effectiveness, but not leader effectiveness, for a government service organization.  The achievement and power motives significantly impacted organizational growth for manufacturing organizations.

79-7

Observing Subordinates Reactions to Supervisors Monitoring and
Pseudo-monitoring

Mahmut Bayazit, Cornell University

Judith L. Komaki, Baruch College, CUNY

Thomas Redding, Baruch College, CUNY

Talia Haimovich, Hebrew University

Andrew Kalt, Bowker Consulting, Inc.

Given widely disparate views of supervisory monitoring, questions were classified as those necessitating an answer (monitoring) and those that are rhetorical and whose answers are known (pseudo-monitoring).  Based on observations of 180 subordinates, subordinates were more defensive and less proactive when reproached with a pseudo-monitor.

79-8

From Individuals to Groups: A Comparison of Positive and
Negative Experiences of Antarctic Winter Station Personnel

JoAnna Wood, Baylor College of Medicine

Sylvia J. Hysong, Rice University

Desmond J. Lugg, Australian Antarctic Division

Deborah L. Harm, NASA Johnson Space Center

This study analyzed the content of open-ended reports from 104 Australian Antarctic personnel at four stations during two austral winters.  Group-related themes were critical to the harmonious functioning of these work groups, an issue that has not been addressed in previous Antarctic literature.  Possible explanations and future directions are discussed.

79-9

Culture and Door-in-the-Face Negotiation Strategies

Alexandria Dominguez, University of Maryland

Michele J. Gelfand, University of Maryland

The current research examines cultural influences on negotiation behavior.  Specifically, we considered the possibility that culture would influence the propensity to use door-in-the face offer scripts in negotiation.  Two studies, including a laboratory study and a judgment study, conducted in Australia and Japan were supportive of this theory.

79-10

Change Agents at Work: Exploring the Motivation to Attempt Leadership

Laura L. Paglis, University of Evansville

Stephen G. Green, Purdue University

Many organizations are asking their managers to step up and push change within their units.  This research proposes leadership self-efficacy (LSE) as one source of a managers motivation for doing so.  For two of three LSE dimensions, results supported the hypothesis that high LSE managers engage in more leadership attempts.

79-11

Leader-Member Similarity and Interaction Patterns:
Supervisor Power and Employee Negotiation

Joellyn Townsend, Assessment Solutions, Inc.

Allan P. Jones, University of Houston

This study explored linkages between perceived leader-member similarity and dyadic interaction patterns.  Similarity ratings were related to the perceived use of supervisory power and subordinate negotiation behavior.  Subordinates chose behaviors enhancing closeness with similar leaders and distancing tactics with dissimilar leaders.  Finally, similarity was related to supervisor trust and LMX.

79-12

Management Support, Role Conflict, and Perceived Group Effectiveness

Jason M. Etchegaray, University of Houston

Kelley J. Slack, University of Houston

Allan P. Jones, University of Houston

Jean K. Latting, University of Houston

Mary H. Beck, University of Houston

Lois E. Tetrick, University of Houston

Nancy Da Silva, University of Houston

The present study hypothesized that management support for innovation, service quality, learning, and empowerment would influence group effectiveness directly and indirectly through role conflict.  The data generally supported these hypotheses, but suggested certain modifications to incorporate relationships with group innovation.

79-13

The Role of Implicit Personality and Behavioral Flexibility on
Leadership Impressions

Darrin Kass, University of Akron

Robert G. Lord, University of Akron

The goal of this research was to further the understanding of leadership impressions by integrating previous findings with current research on individual differences and behavioral flexibility.  Results revealed a complex interaction among variables, indicating that leadership ratings varied by the manner in which perceivers utilized performance information.

79-14

Delegation Decisions and Affective Outcomes in Autonomous Groups

Rebecca A. Henry, Purdue University

Alyson Landa, Purdue University

The impact of group delegation decisions on affective outcomes was investigated using a simulated course project.  Group members felt differently about the experience depending on whether they thought about their preferences, skills, or both.  Of particular importance were individuals preferences and whether they got assigned the role they wanted.

79-15

Counterproductive Behavior at the Team Level of Analysis

Craig L. Pearce, University of North Carolina-Charlotte

Roberta A. Gicalone, University of North Carolina-Charlotte

We examined counterproductive behavior at the team level of analysis in a sample of 71 change management teams.  Data were collected using a questionnaire methodology.  Results indicate that team leadership, team commitment and organization support, but not team size, are highly correlated (p 05) with team counterproductive behavior.

79-16

Multicultural Team Dynamics: Diverse Preferences for Team Processes

Peta S. Hellmann, George Washington University

Lynn R. Offermann, George Washington University

Mary Brady, The World Bank

Team members cultural values, personal values, and gender were significantly related to preferences for team processes including goal achievement, recognition of performance, conflict resolution, role/responsibility assignment, and coaching.  These results have practical implications for team effectiveness in multicultural organizations where employees hold diverse views towards carrying out fundamental work-related processes.

79-17

Extraversion On-Line: Performance and Preferences in
Electronically Mediated Teams

Stephanie Eller, George Washington University

Lynn R. Offermann, George Washington University

The present study examined the effects of extraversion in electronically mediated teams (EMTs).  As predicted, teams with three extraverted members were less satisfied with the decision reached than teams with no extraverted members.  There were no differences in satisfaction with the team, decision quality, decision time, or preference for communication medium.

79-18

Are More Heads Better? Electronic Brainstorming:
Meta-analysis and Probability Model

Karen E. Schnite, Northern Illinois University

Yohsuke Ohtsubo, Northern Illinois University

George A. Neuman, Northern Illinois University

Two separate meta-analyses investigated whether electronic brainstorming (EBS) groups can outperform nominal groups and the impact of anonymity during EBS.  First, results indicate performance for EBS is greater than nominal groups when the group size is large.  Second, performance tends to be greater for EBS groups whose participants are anonymous.

79-19

Models of Team Performance: The Effect of Processes on Performance

George A. Neuman, Northern Illinois University

Aaron U. Bolin, Northern Illinois University

Jennifer M. Lonergan, Northern Illinois University

Several different Input-Process-Outcome (IPO) models of team performance suggested by Hackman and Morris (1975) were tested with 81 work teams.  Team composition of skills and abilities, task design, and work-task norms predicted outcome measures when mediated by utilization of knowledge and skills, team effort, and task performance strategies, respectively.

79-20

Situational Factors Influencing The Effectiveness of Self-Managing Teams

Paul Tesluk, University of Maryland

Bradley Kirkman, University of North Carolina-Greensboro

John L. Cordery, University of Western Australia

Contextual factors influencing team effectiveness were examined in two field studies.  Study 1 results found that the positive relationship between leadership and self-management was stronger in less cynical units.  Study 2 demonstrated that relationships between self-management, leadership, skill development, and team effectiveness were stronger in plants with high resource/information support.

79-21

The Ideal Participative State: A Prelude to Work Group Effectiveness

Brett Wright, University of Western Australia

James R. Barker, U.S. Air Force Academy

John L. Cordery, University of Western Australia

In the present paper, we describe the ideal participative state as a process-orientated model of work group effectiveness and argue that the ideal participative state functions as the primary antecedent, or prelude, to work group effectiveness.

79-22

Leadership Self-Efficacy and Managerial Leadership Effectiveness

David W. Anderson, Towers Perrin

Taxonomic structures for leadership self-efficacy and leadership behavior were found in a study of 252 managers, using multi-source assessment (mean of 8.2 raters).  Analyses yielded 18 components of leadership self-efficacy and 9 components of leadership behavior.  Canonical analysis yielded 8 significant, interpretable relationships.  The role of self-efficacy in leadership behavior is discussed.

79-23

The Evolution of LMX Relationships: Development of a Temporal Scale

T. Michael Hepperlen, University of Nebraska-Omaha

Roni Reiter-Palmon, University of Nebraska-Omaha

Despite recent growing interest in leader-member exchange (LMX) theory, few researchers have examined the underlying processes involved in LMX development.  Based on Dienesch and Lidens (1986) developmental LMX model, the present study constructed and analyzed a psychometric instrument to measure the length of time it takes for leader-member relationships to solidify.

79-24

Preventing Groupthink: Further Implications from a
Social Identity Maintenance Perspective

Marlene E. Turner, San Jose State University

Anthony R. Pratkanis, University of California-Santa Cruz

We discuss a social identity maintenance perspective of groupthink as a collective effort directed at warding off negative images of the group induced by a shared threat.  An empirical study demonstrates the efficacy of this perspective for developing prescriptions for forestalling the faulty decision making associated with groupthink.

79-25

Leadership Emergence and Gender Roles: A Contextual Examination

Amy B. Gershenoff, Virginia Tech

Roseanne J. Foti, Virginia Tech

The effect of females gender role on leadership emergence was tested using a pattern approach and manipulating task-type.  In the consensus building task, partial support was found for the emergence of androgynous-intelligent

individuals, but not for feminine-intelligent individuals.  In the initiating structure task, both masculine-intelligent individuals and androgynous-intelligent individuals emerged.

79-26

Personality Patterns and Creative Task Performance in Teams

Laurie B. Buchanan, Personnel Decisions International

Roseanne J. Foti, Virginia Tech

We investigated group level personality patterns and relationship with team performance on a creative task.  We found that those teams possessing the Optimal personality pattern, consisting of moderate scores on Extraversion, high scores on Conscientiousness and high scores on Openness to Experience, outperformed teams with three different personality patterns.

79-27

Getting at leadership versatility:
The case of the forceful and enabling polarity

Robert B. Kaiser, Kaplan DeVries, Inc.

Robert E. Kaplan, Kaplan DeVries Inc.

Contemporary thinking about senior corporate leadership suggests that behavioral flexibility or versatility is key to executive effectiveness.  This paper describes a measurement system for and theoretical evaluation of a conceptualization of executive leadership versatility in terms of a polarity between self-assertive forceful and considerate enabling leadership style dimensions.

79-28

Closer to the Constructs: Evaluating a Four-factor
Managerial Performance Taxonomy

John D. Morrison Jr., Consulting Psychologist

Kingsley C. Ejiogu, Personnel Decisions International

Mark Rose, Wilson Learning Worldwide

Walter C. Borman, PDRI/University of South Florida

This study represents a continuation of research to identify the underlying structure of managerial performance.  To evaluate the construct validity of a four-factor taxonomy, the researchers examined competency-level assessment ratings on 1,131 managers from three assessment centers using confirmatory factor analysis.  Results supported the use of the four-factor taxonomy.

79-29

Implicit Leadership Theories in an Organisational Context:
Factor Structure, Generalizability, and Stability Across Time

Olga Epitropaki, Sheffield University

A longitudinal investigation of Implicit Leadership Theories (ILTs) in several organizational settings was undertaken, and six ILTs factors were identified.  ILTs generalizability across work groups and settings was also assessed with mixed findings.  Finally, evaluation of the gamma, beta, and alpha change in ILTs provided support for ILTs stability across time.

79-30

Leadership- and Goal-oriented Correlates of Leadership Self-Schema

Nancy Grsch, Auburn University

Robin S. Salter, Auburn University

Wendy Gradwohl Smith, Auburn University

Recent research has noted the importance of leadership self-schema and its potential impact within the work domain.  The current study found leadership self-schema was positively related to self-perceptions of leadership, implicit leadership theories and learning orientation, and negatively related to avoid (performance) orientation within a managerial sample.

79-31

Effects of Personality Compatibility in Decision-Making Teams

Kathleen M. Brandt, Indiana University Purdue University Indianapolis

Dennis J. Devine, Indiana University Purdue University Indianapolis

We examined the validity of a team-level personality compatibility index based on personality types in a low-fidelity managerial simulation.  The new index was negatively related to interpersonal conflict and produced incremental validity over trait indices.  A model of team performance involving several team-level composition variables was also derived and tested.

79-32

A Meta-Analysis of Team-Level Cognitive Ability and Team Performance

Dennis J. Devine, Indiana University Purdue University Indianapolis

Jennifer L. Philips, Indiana University Purdue University Indianapolis

We meta-analyzed the relationship between three operational definitions of team-level cognitive ability (mean, high, low score) and team performance.  All three indices yielded positive population estimates (.17.30), but the relationship was stronger and stable for unfamiliar and information processing tasks (r > .30), weaker and variable for familiar and behavioral tasks.

79-33

Feedback Environment Scale as a Diagnostic Tool for
Organizational Effectiveness

Richard T. Cober, University of Akron

Paul E. Levy, University of Akron

Alana Blumental, University of Akron

Little is known about the effect of feedback environment on work attitudes.  Using a cluster and discriminant analysis, data collected from an organization using the Feedback Environment Scale and various attitudinal measures were analyzed.  The results demonstrate a strong relationship between the perceptions of feedback environment and work attitudes.

79-34

Effect of Leadership Perceptions on Feedback Seeking Intentions

Paul E. Levy, University of Akron

Terry Miller, Barrett & Associates

Richard T. Cober, University of Akron

This paper differentiates the effects of transformational and transactional leadership on feedback seeking intentions.  Findings suggest that not only is exposure to a certain leader critical for feedback seeking intentions, but perceptions

of characteristics of a leaders behavior are also important.  These findings raise interesting implications for leadership coaching.

79-35

Team Performance: Integrative Dynamic Models Linking
Cognitive and Behavioral Components

Thomas R. Gordon, University of South Florida

Dawn L. Riddle, University of South Florida

Kimberly A. Hoffman, University of South Florida

Donald E. Miles, University of South Florida

Thomas S. King, University of South Florida

Michael D. Coovert, University of South Florida

Lori L. Foster, East Carolina University

Linda R. Elliott, Veridian Engineering

Sam Schiflett, Air Force Research Laboratory

This study examines team performance in the context of environmental complexity, using cognitive task analytic methodology to link cognitive and behavioral components of team performance.  Team and individual performance are modeled dynamically, using Petri nets.  The approach is very general and has application beyond the current context.

79-36

Leader-Member Exchange: A Moderator of
the Stressor-Satisfaction Relationship

Milla Kokotovich, University of Wisconsin-Oshkosh

Steve M. Jex, University of Wisconsin-Oshkosh

Gary A. Adams, University of Wisconsin Oshkosh

This study investigated the moderating effects of leader-member exchange (LMX) on the role stressor-job satisfaction relationship.  It was hypothesized that the role stressor-job satisfaction relationship would be more negative for subordinates with lower-quality leader-member exchanges.  The results indicated that LMX moderated the role stressor-satisfaction with work relationship, however not always in the manner predicted.

79-37

A Framework for Comparing Interpersonal Constructs in I-O: Supervisor Social Support, Leadership, LMX, and Perceived Organizational Support

Alicia D. Stevens, Wright State University

Kristin Ann Parker, Wright State University

Jean M. Edwards, Wright State University

A framework for comparing I-O constructs of interpersonal relationships is proposed.  Social support is a core aspect of interpersonal relations at work.  Social support research provides a framework to enrich our understanding of workplace relationships.  Leadership, leader-member exchange, and perceived organizational support are examined in relation to the proposed framework.

79-38

The Role of Team Process Behaviors in the Prediction of Team Performance in
a Dyadic Team-Based Training and Performance Task

Winfred E. Arthur, Texas A & M University

M. Kathleen Sheehan, Texas A & M University

Suzanne Bell, Texas A & M University

Travis C. Tubre, Texas A & M University

Kathryn Archuleta, Texas A & M University

The current study sought to investigate the relationship between team-process behaviors and team performance.  A sample of 126 males completed 12 dyadic team-based training sessions over a 2-week period.  Results indicated that teams that engaged in more team-process behaviors performed better than teams that engaged in less team- process behaviors.

79-39

The Relationship Between Team Mental Models and
Performance in Dyadic Teams

Winfred E. Arthur, Texas A & M University

Eric Day, Ohio State University

Bryan Edwards, Texas A & M University

Dennis Gettman, U.S. Air Force Academy

Don S. Paul, Texas A & M University

Winston Bennett, Airforce Research Lab

The results of the present study indicate that although the coherence and sharedness of team mental models did not differ as a function of team ability level, mental models were related to task performance.  Specifically, indices involving the coherence of the team members mental models were more related to performance than indices of simple association/sharedness.

79-40

A Partial Test of Cognitive Resource Theory in an Automotive Plant

Matthew S. OConnell, Select International, Inc.

Dennis Doverspike, University of Akron

Cognitive Resource Theorys hypothesis that leader directiveness moderates the relationship between the intellectual abilities of leaders and group performance was tested in an automotive assembly plant.  Partial support for the theory was found.  Results also indicated that leaders with higher cognitive ability also tended to be more directive.

80. Panel Discussion: Friday, 3:30 - 5:20                                  Claiborne

Out of Sight, Out of Mind?  Finishing the Ph.D. Long-distance

In this panel discussion, we will explore issues and concerns facing graduate students who finish their Ph.D.s long-distance.  We will discuss drawbacks and benefits of long-distance situations from both student and faculty perspectives, as well as share strategies for successfully finishing the dissertation from a distance.

Shannon L. Palmer, Center for Creative Leadership, Co-Chair

Amy Buhl Conn, Personnel Decisions International, Co-Chair

Daniel R. Ilgen, Michigan State University, Panelist

Harold W. Goldstein, Baruch College, CUNY, Panelist

Jenifer A. Kihm, Personnel Decisions International, Panelist

Lynn A. McFarland, Michigan State University, Panelist

81. Symposium: Friday, 4:30 - 5:50                                             Regency F

Measuring Behavioral Change: Methodological Considerations

Measuring change is a much-debated topic, but the reality is many organizations demand to know whether change in individual behaviors has resulted from developmental experiences.  This session will present two methods for measuring change, along with data, which provides some support for the methodological rigor of these methods.

Jennifer W. Martineau, Center for Creative Leadership, Chair

Jim Penny, Center for Creative Leadership, Robert L. Johnson, University of South Carolina, Jennifer W.

      Martineau, Center for Creative Leadership, A Framework for the Measure of Change: Where Fits the Retrospective Measure?

Bart Craig, Kaplan-DeVries, Inc., Chuck Palus, Center for Creative Leadership, Sharon Rogolsky, Center for Creative Leadership, Measuring Change Retrospectively: An Examination Based on Item Response Theory

Jennifer W. Martineau, Center for Creative Leadership, Melissa Gratias, Protective Life Corporation, Using Qualitative Data to Confirm Quantitative Measures of Change

Nicole M. Jalbert, Linkage, Inc., Charley C. Morrow, Linkage, Inc., Qualitative Analysis of the Factors Associated with Large Gains in 360 Scores

82. Roundtable: Friday, 4:30 - 5:50                                    Burgundy A, B

Faculty in an I-O Masters Degree Program: Strategies for Success

This session is an opportunity for SIOP members who work as faculty in I-O psychology masters degree programs to discuss issues, strategies, and new developments unique to working in their environments.  Participants should bring to the roundtable their ideas or problems related to teaching, research, student assessment, curriculum, practical training, and so forth.

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

Janelle Gilbert, California State University-San Bernardino, Co-Host

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

Steve M. Jex, University of Wisconsin-Oshkosh, Co-Host

Elizabeth L. Shoenfelt, Western Kentucky University, Co-Host

83. Panel Discussion: Friday, 4:30 - 5:50                                 Poydras B

Building the Better Soldier: An Intersection of Three Literatures

U.S. Army soldiers of the 21st century will face challenges and tasks unique to the military in U.S. history.  It is our contention that advances in ethical climate, citizenship performance and values based leadership will greatly benefit the development of this soldier.  Our panel will address key topics in each of these areas and then suggest directions that future research may take.

Michael Grojean, U.S. Military Academy West Point, Chair

Greg Dardis, U.S. Military Academy-West Point, Panelist

Joe LeBoeuf, U.S. Army, Panelist

Roderick R. Magee, U.S. Army War College, Panelist

Donald J. Campbell, U.S. Military Academy-West Point, Panelist

84. Master Tutorial: Friday, 5:00 - 5:50                             Regency G, H

Utilizing SEM: Linking Employee and Customer Attitude Surveys
with the Bottom Line

Using 360 survey, employee survey and financial performance data collected from 1,650 stores, researchers extended the 126 store pilot (SIOP 1999) to identify key leadership/management practices demonstrating the greatest influence on financial performancean impact of billions! Presenters will review key findings, methodological considerations, and how management has used results.

Carol A. Surface, Kmart Corporation, Chair

Kimberly R. Bishop Brossoit, Claremont Graduate School, Presenter

Douglas Klein, Sirota Consulting, Presenter

Vadim Pliner, Sirota Consulting, Presenter

Kim Stepanski, Wayne State University, Presenter

85. Practitioner Forum: Friday, 5:00 - 5:50                     Burgundy C, D

Coaching As An Organizational Intervention: Practitioner Perspectives

How do HR managers align coaching with strategic business priorities, building internal credibility for these services? What are some of the potential pitfalls as coaching programs expand? This practitioner forum features three

institutions working to answer these questions.  Each has generated strategies to deploy coaching and within a broader set of change initiatives.

Marc B. Sokol, Personnel Decisions International, Chair

Suzanne R. Hawes, Capital One Financial Services, Coaching as an Organizational Intervention: Practitioner Perspectives

Barbara Beizer, Freddie Mac, Coaching as an Organizational Intervention: Practitioner Perspectives

Kate Atchley, University of Tennessee, Knoxville, Establishing a Coaching Program as Part of an Executive MBA Curriculum

86. Practitioner Forum: Friday, 5:00 - 5:50                             Cabildo B

Attracting and Keeping Top Talent in the High-Tech Industry

We will present the issues that engineering students from across the country reported as key attraction factors and then the unique programs and policies at IBM and Microsoft designed to attract and retain top technical professional talent.  New challenges created by the current labor shortage will be discussed.

Peter D. Bachiochi, Eastern Connecticut State University, Chair

Shreya Sarkar-Barney, Bowling Green State University, Amanda Julian, Bowling Green State University, Peter D. Bachiochi, Eastern Connecticut State University, Recruiting From the Scarce Technical Workforce: An Applicants Perspective

Sara P. Weiner, IBM, Worldwide Technical Recruiting in IBM: Research and Action

Laura S. Hamill, Microsoft Corporation, Recruiting and Knowledge Management at Microsoft

87. Special Event: Friday, 5:00 - 5:50                                        Poydras A

New Member Social Hour

All SIOP members are invited to attend the New Member Social Hour.  Meet new acquaintances, renew old ones, and learn more about SIOP in an informal and relaxed atmosphere.

Adrienne J. Colella, Texas A & M University, Chair

88. Conversation Hour: Friday, 5:00 - 5:50                             Toulouse

Practical Issues in Designing and Implementing Assessments Across The Globe

Many organizations now operate in the global marketplace, and the systems by which they manage their talent need to adapt to the subtleties associated with geography, culture, nationality, and language.  The hosts will share their experiences and facilitate discussion among the audience on the issues, challenges, options, and lessons learned in designing and executing individual assessment, assessment and development center, and 360 feedback systems around the world.

Pete Hudson, SHL, Co-Host

Marlene A. Burchfield, SHL, Co-Host

89. Practitioner Forum: Friday, 5:00 - 5:50                        Esplanade A

Hiring in Todays Labor Market: More (or less) Than Ability

Labor market conditions pose a challenge for traditional selection methodologies.  Increasingly, employers are less concerned with job-related skill and knowledge and more concerned with fundamental job requirements.  This discussion will share organizational experiences across industries sectors trying to select the employable from shrinking labor pools.

Rick R. Jacobs, SHL, Chair

Steven T. Hunt, SHL, Lisa Keeping, SHL, Issues and Strategies for Staffing Entry Level Non-Skilled Manufacturing Jobs

Glenn Debiasi, Alex-Lee, Inc., Jurgen Bank, SHL, John Austin, SHL, Bryan C. Pigott, Intralect Solutions, Inc., Winning the War for Talent by Predicting Competency and Objective Job Performance Using a Biodata Interview at a Large Mid-Atlantic Grocery Chain

Thomas Urban, American Public Transit Association, Rick R. Jacobs, SHL, Laura J. Shankster-Cawley, SHL, Meredith A. Ryan, SHL, Entry Level Selection: When Ability Doesnt Predict Performance  

New Member reception 5:00 6:00                                              Regency A,B,C  

Evening Reception 6:00 8:00                                              Regency D, E  

 

SIOP 2000 Program Table of Contents || Conference Page || SIOP Home