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
Practical
Effects of Faking on Job Applicant Attitude Test Scores
John A. Weiner, Psychological Services, Inc.
Wade M. Gibson, Psychological Services, Inc.
The impact of positive response distortion (PRD) upon
attitude test scores is examined in job applicant settings.
Using data from three empirical studies, several issues are examined,
including job applicant and incumbent base rates, impact on validity, and
effects on hiring decisions under single-test and compensatory scoring models.
Ergonomic
Principles and the Development of Physical Ability Standards
Oscar L. Spurlin, Ergometric & Applied Personnel
Research
Carl Swander, Virginia Tech
This paper serves to define strength and stamina and the
use of ergonomic principals to set job-related standards based on a safe margin
of reserve capacity. Research
studies of stamina and strength demands from various occupations are summarized
as well as the results from follow-up criterion related studies.
Construct
Evaluation of Situational and
Behavior Description Interview Questions
Allen I. Huffcutt, Bradley University
Jeff A. Weekley, Paragon, Inc.
Willi H. Wiesner, McMaster University
Casey Jones, Paragon, Inc.
Construct analysis of data from two structured interviews
developed for higher-level positions suggested that SI and BDI questions written
to assess the same job characteristics do not tend to correspond.
Rather, these questions tend to group together by their format (SI or
BDI), something possibly linked to the different mental processes
involved.
A
Meta-Analysis Investigating the Susceptibility of
Self-Report Inventories to Distortion
Pamela Stanush Edens, Jeanneret & Associates
Winfred E. Arthur, Texas A & M University
A meta-analysis was conducted to summarize the literature
investigating the fakability of self-report inventories that are commonly used
in personnel selection (e.g., personality, interest, and biographical
inventories). Moderator vari
ables that were investigated include design type,
administration order of within-subjects designs, inventory type, and laboratory
settings versus real-world settings.
Structured
Interviews for Pre-Employment Integrity Screening
John Hollwitz, Loyola College-Maryland
Wayne Harrison, University of Nebraska at Omaha
Psychometric properties and the construct validity of
behavioral and situational formats of a structured integrity interview were
investigated. Student participants
(N = 154) completed an individual interview and several written measures.
Information theft was unobtrusively measured.
Both interview formats were supported for integrity screening, the
behavioral format having some advantages.
Applicant
Impression Management, Qualifications,
and Interviewer Self-Monitoring: Effects on Employability
Julie R. Jacobson, Indiana University Purdue University
Indianapolis
John T. Hazer, Indiana University Purdue University
Indianapolis
This study determined how the relationships among
interviewer self-monitoring, applicant impression management, and applicant
qualifications affected ratings of applicant employability.
Results indicated that employability ratings were affected by participant
self-monitoring tendencies interacting with both applicant impression management
and qualifications. Moreover, applicant impression management had very powerful
effects across conditions.
Selecting
Healthcare Professionals: Development and
Validation of Reid Caregiving Attitudes Scale
Carrie Kersell, Reid Psychological Systems
Michael R. Cunningham, University of Louisville
A personnel selection instrument was developed to assess
the caregiving attitudes of healthcare professionals. Nurses responded to self-report items pertaining to their
interpersonal skills, impulse control, optimism, motivation and empathy.
Supervisors evaluated the nurses on patient care and other performance
criteria. The Caregiving Attitudes
Scale significantly predicted
caregiving behaviors.
The
Situational Versus the Patterned-Behavioral-Descriptive Interview for Predicting
Customer-Service Performance
Jim Little, Western Kentucky University
Elizabeth L. Shoenfelt, Western Kentucky University
Reagan D. Brown, Western Kentucky University
A comparison of the validity of Situational (SI) and
Patterned-Behavioral-Descriptive (PBDI) Interviews for predicting
customer-service performance as measured by both BARS ratings and year-end
performance appraisal (YEPA) ratings yielded significant correlations for all
but the PBDI-YEPA combination. For
both criterion measures, the SI accounted for significant incremental validity
beyond the PBDI.
Perceptions
of Prior Disabilities in a Structured Selection Interview
Nora P. Reilly, Radford University
Shawn Bocketti, Radford University
Stephen Maser, Radford University
Steven Gregson, Radford University
Michael Records, Radford University
Cynthia Strickland, Radford University
Craig Wennet, U.S. Coast Guard
Though covered under the ADA, job candidates with a record
of a disability may be adversely evaluated.
Two experiments demonstrate that subtle knowledge of a prior disability
may create a
bias; job candidates with prior depression or substance abuse were judged more
negatively than a control, while cancer survivors were not.
A structured interview removed the bias observed.
A
Psychometric Investigation of the Test Attitude Survey
Julie M. McCarthy, University of Western Ontario
Richard D. Goffin, University of Western Ontario
This study investigated the psychometric properties of the
Test Attitude Surveya popular measure of test-taking attitudes that is used
in the personnel selection domain. Although
results indicated strong convergent validity, there is room for improvement to
the overall structural validity of this measure.
Further
Analysis of Alternative Question Type in
the Structured Employment Interview
Jenny L. Gibb, University of Waikato
Paul Taylor, University of Waikato
Validities of past-experience and situational structured
employment interview questions were compared using 130 social workers, purposely
selected to represent a wide range of prior job experience levels.
The overall validity for situational questions was .60, and .40 for
past-experience questions. No
evidence was found for prior job experience moderating validity.
A
Meta-Analytic Comparison Of Situational and
Behavioral Description Interview Questions
Paul Taylor, University of Waikato
Bruce Small, University of Waikato
Thirty-one validity coefficients from employment interview
studies using situational questions, and 17 coefficients from studies using
behavioral description questions were compared meta-analytically.
While both question formats yielded high validity estimates, studies
using past behavior questions, when used with descriptively anchored
question rating scales, had a substantially higher estimated true validity.
The
Transparent Assessment Center: The Effect of
Revealing Dimensions to Applicants
Nanja J. Kolk, Vrije University-Amsterdam
Marise Ph. Born, Vrije University-Amsterdam
This study tested whether revealing dimensions to
participants in an AC increases construct validity, and whether this effect is
moderated by external variables. CFA
showed that discriminant and convergent validity did not improve after
transparency, contrary to previous findings.
Moreover, faking and self-monitoring did not moderate this effect.
Validity
Generalization for Video Tests for
Predicting Job Performance Ratings
Jesus F. Salgado, University of Santiago de Compostela
Mario Lado, University of Santiago de Compostela
This poster reports research on the criterion validity of
video tests. The results showed
that video tests had an operational validity of .57 and that added validity over
General Mental Ability (multiple R = .62). The percentage of increase in validity from adding a video
test was 42.91%. Implications of
these findings are commented on.
Comparing
Computer and Paper Forms of the Wonderlic Personnel Test
Jennifer Dembowski, Wonderlic, Inc.
Michael Callans, Wonderlic, Inc.
Increased computerized testing prompts concern of its
equivalency with paper administration. This
presentation will introduce a comparison of two administration modes of the
Wonderlic Personnel Test (computer vs. paper) and two forms (IV vs. V) for
equivalency. Results revealed no
significant differences in scores between administration types and between
forms.
Effects
of Assessee Performance Profiles on
Assessment Center Construct Validity
Filip Lievens, University of Ghent, Belgium
Assessors rated videotaped candidates whose performances
varied according to cross-exercise consistency (i.e., relatively consistent vs.
relatively inconsistent) and dimension differentiation (relatively
differentiated vs. relatively undifferentiated). Generalizability analysis results showed that assessor
ratings were veridical and that evidence of convergent and discriminant validity
varied according to the candidate profile rated.
An
Examination of Person-Job Fit: Physical Appearance and Social Competence
Natale K. Polinko, Ohio University
Paula M. Popovich, Ohio University
The lack of fit model-revised (LOF-R) was proposed and
supported as a model of organizational appearance bias.
For high, but not low, social competence jobs, perceived applicant
social competence mediated the relationship between appearance and hiring
decision. The fit assessment
mechanism was examined with a novel test of the conjunction rule.
The
Impact of Warning on the Impression Management/
Response Latency Relationship
Nicholas L. Vasilopoulos, George Washington University
A field study was conducted to examine the impact of job
familiarity on the relationship between impression management and response
latencies when applicants were warned that their responses were subject to
verification. Results showed that
impression management was associated with faster latencies regardless reported
job familiarity.
Administration
Mode, Test-taking Motivation, and Noncognitive Selection Tests
Aaron U. Bolin, Northern Illinois University
George A. Neuman, Northern Illinois University
Although many benefits are associated with administering
tests via computer, research has not conclusively demonstrated that a
paper-and-pencil noncognitive test can be computerized without altering its
psychometric properties. Administration
mode and test-taking motivation are shown to affect personality scores for each
of the Big Five.
Rating
Process and Assessment Center Construct Validity
Chet Robie, University of Houston
Kimberly A. Adams, University of Houston
Hobart G. Osburn, University of Houston
Mark A. Morris, University of Houston
Jason Etchegaray, University of Houston
Assessment center dimensions in a laboratory setting were
rated using either a within-exercise rating process in which an assessor rated
all dimensions within one exercise or a within-dimension rating process in which
an assessor rated one dimension across exercises.
Results indicated an increase in construct validity for the
within-dimension rating process.
Effects
of a Motivational Inducement on the
Psychometric Properties of a Cognitive Ability Test
Lorin M. Mueller, University of Houston
Chet Robie, University of Houston
James E. Campion, University of Houston
College students are a common source for test validation
data. Students may lack sufficient
motivation to complete the instruments accurately, which may limit
generalization to work settings. This
study examined the impact of providing a monetary incentive on the psychometric
properties of the items when compared with a control group.
Results of differential item functioning
analyses suggested that the cognitive ability test was essentially
equivalent across the two groups.
Combining
Cognitive Ability and Integrity Testing:
Economic and Social Advantage
John Avis, University of Southern Mississippi
Jeffrey D. Kudisch, University of Southern Mississippi
Vincent J. Fortunato, University of Southern Mississippi
The combination of cognitive ability and integrity testing
in a selection setting was examined. Results
indicated that an integrity test provided incremental validity over cognitive
ability in the prediction of several performance criteria.
However, the addition of the integrity test failed to ameliorate the
adverse impact associated with cognitive ability.
Using
Conscientiousness to Predict Productive and
Counterproductive Work Behaviors
Jana Bunkley Fallon, University of Southern Mississippi
Jeffrey D. Kudisch, University of Southern Mississippi
Vincent J. Fortunato, University of Southern Mississippi
The facets of a conscientiousness scale (pride,
punctuality, perseverance, and perfectionism) were used to predict multiple
factors of counterproductive and productive work behaviors.
Contextual performance was the most consistently predicted criterion.
Conscientiousness was found to adversely impact Hispanics, African
Americans, and women. Limitations
and directions for future research are discussed.
The
Predictive Validity of a Biodata Instrument Delivered
Via
Interactive Voice Response (IVR) Technology
Chad Van Iddekinge, Clemson University
Carl E. Eidson, AlignMark
Andrew Goldblatt, University of Southern Mississippi
Jeffrey D. Kudisch, University of Southern Mississippi
Organizations are increasingly relying on technology to
facilitate selection practices. The
validity and fairness of a biodata measure delivered via Interactive Voice
Response (IVR) technology format was examined.
Data from a concurrent validation study showed that a 6-item predictor
composite predicted performance was fair, and did not create adverse impact.
Incremental
Validity of Multiple Selection Instruments: The Next Step
Michael S. Fetzer, University of Southern Mississippi
Carl E. Eidson, AlignMark
Jeffrey D. Kudisch, University of Southern Mississippi
Chad Van Iddekinge, Clemson University
The incremental validity of four selection instruments in
relation to two sources of job performance was investigated.
Data from 152 customer service managers indicated that components
of three selection instruments exhibited incremental validity over one
another in pairs, but no significant incremental validity resulted from adding a
third.
Organizational
Familiarity, Organizational Image, Fit, and
Application Decisions
Michael Horvath, Michigan State University
Ann Marie Ryan, Michigan State University
S. David Kriska, City of Columbus, Ohio
Recruitment research has generally not focused on
decisions to apply for jobs. This
study found fit and familiarity perceptions and race to relate to application
behavior.
Racial
Similarity and Composition Effects on
Structured Panel Interview Ratings
Lynn A. McFarland, Michigan State University
Joshua M. Sacco, Aon Consulting/Michigan State
University
Ann Marie Ryan, Michigan State University
S. David Kriska, City of Columbus, Ohio
The study was conducted to examine the effect of race on
ratings within a selection panel interview.
Applicant race and rater race interacted to influence initial ratings and
change across initial and final ratings. Additionally,
the racial composition of interview panels predicted initial ratings.
Incorporating
Frame-of-Reference (FOR) Training in a Selection Board Process
Ronald D. Porter, National Defence Headquarters
Lorne M. Sulsky, University of Calgary
This study extended frame-of-reference (FOR) research by
examining a FOR training program designed to calibrate selection based assessments, and was
conducted in a field setting. The
FOR training increased both the assessment accuracy and agreement of the 1998
Canadian Forces officer selection board members compared to rater error
training.
Faking
and Forced-choice Scales in Applicant Screening: A Meta-analysis
Nhung T. Nguyen, Virginia Commonwealth University
Michael A. McDaniel, Virginia Commonwealth University
A traditional belief in personnel selection is that
fakability of a personality inventory can be reduced by using forced-choice
techniques. This meta-analysis
supports the conclusion that forced-choice scales in applicant screening can be
faked and that the degree of faking is moderated by scales content.
An
Examination of Stereotype Threat Theory in an Applied Setting
Charles N. MacLane, U.S. Office of Personnel Management
J. Patrick Sharpe, U.S. Office of Personnel Management
Bernard J. Nickels, U.S. Office of Personnel Management
Research on stereotype threat (the threat individuals feel
in situations for which there are associated negative stereotypes about a group
with which they identify) has been conducted primarily in academic settings.
This study measured the effects of stereotype threat in an applied
setting. Results suggest the effect can be generalized.
Automated
Content Analysis of Multiple-Choice Test Item Banks
John M. Ford, U.S. Office of Personnel Management
Thomas A. Stetz, U.S. Office of Personnel Management
Marilyn M. Bott, U.S. Office of Personnel Management
Brian S. OLeary, U.S. Office of Personnel Management
An automated content analysis implementation of Hillers
(1998) verbal ambiguity scales and Laffals (1990) General Concept
Dictionary of English is used to examine 576 multiple-choice
test items. Hillers
scales detect some problems with item clarity.
Laffals categories detect content imbalance between forms but not
inappropriate item content.
Effects
of Test Modality and Response Format on Adverse Impact
Catherine Maraist, Tulane University
John R. Humphries, City of New Orleans Civil Service
This study used data collected from a police lieutenant
promotional exam. Results indicate
that using a video-based test as an alternative to a written test reduces
adverse impact for Blacks as
compared to Whites. Further,
test response format (written vs. oral) did not have any effect on adverse
impact.
Fakability
of Biodata: Does Cognitive Ability Matter?
Doren L. Schott, Riverside County Sheriffs Department
Janet L. Kottke, California State University-San
Bernadino
This research addressed two questions (a) Can biodata be
faked? (b) Will higher ability applicants produce more faking? Consistent with
past research, biodata questions could be faked. Limited support was found for the supposition that higher
ability participants would be able to produce more distortion in their answers.
Relationships
Between the Big Five, Integrity, and Construct-Oriented Biodata
Andrew L. Solomonson, Irwing & Browning, Inc.
Relationships were examined between Big Five personality
dimensions, overt- and personality-based integrity measures, and a
construct-oriented biodata measure developed to predict contextual job
performance. Overall, convergent
and discriminant validity results conformed to an expected pattern, with the
strongest relationships involving a composite of Conscientiousness,
Agreeableness, and Emotional Stability dimensions.
Understanding
Race Differences on Situational Judgment Tests Using
Readability Statistics
Joshua M. Sacco, Aon Consulting/Michigan State
University/
Christine Scheu, Michigan State University
Ann Marie Ryan, Michigan State University
Neal W. Schmitt, Michigan State University
This research examined the extent to which the reading
level of seven situational judgment tests, measured via readability statistics,
accounted for Black-White differences in test performance.
Data from 8,321 applicants for jobs in seven job families indicated that
reading level of the situations consistently predicted Black-White differences
in test performance.
Examining
the Discriminant, Convergent, and Incremental Validity of Biodata
Joshua M. Sacco, Aon Consulting/Michigan State
University
David B. Schmidt, Aon Consulting
Allison B. Shotland, Aon Consulting
Kirk L. Rogg, Aon Consulting
This research examines the convergent and discriminant
validity of biodata in predicting specific dimensions of job performance, and
its incremental validity in predicting contextual versus task performance above cognitive
ability. Results support targeting
of biodata toward contextual performance dimensions, though results were less
consistent for support rather than professional jobs.
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, |