Saturday PM Schedule

Building and Broadening an Internal I-O PracticeThree Case Studies

Using three case studies to illustrate, we will show how I-O practices are built and sustained in large organizations.  Discussion will center on factors contributing to the birth, growth, preservation and decline of I-O practice in these organizations and describe first-hand accounts of the changing nature of I-O psychology.

S. Richard Park, Georgia Pacific Corporation, Building Management Development and Selection Practices at the Georgia-Pacific CorporationFrom Managing a Wildfire to Fanning its Embers

Steven J. Robison, Dow Chemical Company, Irene A. Sasaki, Dow Chemical Company, From Clinical to I-O PsychologyYouve Got to Add Value to Survive

Dalene L. Masi, IBM, Tanya C. Clemons, IBM, I-O in Practice at IBMA Case Study in Remaining Relevant

Occupational Health Psychology: Launching a New Discipline

Rapidly changing conditions of work and employment have brought topics of work organization, stress, and health to the behavioral sciences.  Six universities received awards from APA to develop OHP training programs.  This symposium provides an overview of the APA/NIOSH role, followed by presentations from the universities responsible for curriculum development.

Heather Roberts Fox, APA Science Directorate, Chair

Heather Roberts Fox, APA Science Directorate, Building the Future of Occupational Health Psychology

Carlla S. Smith, Bowling Green State University, William H. OBrien, Bowling Green State University, Occupational Health Psychology at Bowling Green State University

Sue Ann Corell Sarpy, Tulane University, Michael J. Burke, Tulane University, Occupational Health Psychology: Course Development and Implementation at Tulane University

Lois E. Tetrick, University of Houston, Barbara B. Ellis, University of Houston, The University of Houstons Occupational Health Psychology Training Grant

Joseph J. Hurrell, National Institute for Occupational Safety & Health, Discussant

Michael L. Colligan, National Institute for Occupational Safety & Health, Discussant

Shootout at the I-O Corral: Debating the Accuracy of Job Analysis

Job analysis forms the foundation upon which human resource systems are built.  Unfortunately, the accuracy of this information is rarely questioned and there exists little consensus about job analysis accuracy.  This debate brings together researchers with divergent opinions about job analysis accuracy to debate the issues researchers and practitioners face.

John R. Hollenbeck, Michigan State University, Moderator

Michael A. Campion, Purdue University, Participant

Robert J. Harvey, Virginia Tech, Participant

Edward L. Levine, University of South Florida, Participant

Frederick P. Morgeson, Texas A & M University, Participant

Juan I. Sanchez, Florida International University, USA, Participant

Mark A. Wilson, North Carolina State University, Participant

New Technology in Assessment: Opportunities, Pitfalls, and Lessons

New technology presents many opportunities in employee assessment, but it may also present some unexpected problems.  This panel discussion focuses on the experiences of five practitioners who have applied new technology to the employee assessment process.  Audience participation will be encouraged.

Donald M. Truxillo, Portland State University, Chair

John Hunthausen, American Airlines, Panelist

Wayne S. Sellman, U.S. Department of Defense, Panelist

L. Rogers Taylor, State Farm Insurance Companies, Panelist

Mary L. Tenopyr, Consultant, Panelist

Nancy T. Tippins, GTE, Panelist

What Does it Mean to be Fair? Organizational Justice and
Effective Work Behaviors

Fair outcomes, fair procedures, and fair interpersonal treatment predict important work behaviors such as job performance, organizational citizenship behaviors, and commitment.  This symposium features researchers who have tested various justice models, enhancing our understanding of the dimensions of fairness and improving our ability to reliably predict work behaviors and attitudes.

Zinta S. Byrne, Colorado State University, Chair

Zinta S. Byrne, Colorado State University, Russell S. Cropanzano, Colorado State University, The Relationship of Organizational Justice to Commitment, Organizational Politics, and Citizenship Behaviors: A Test of Three Models

Paul Thurston, U.S. Air Force, Clarifying the Structure of Justice Using Fairness Perceptions of Performance Appraisal Practices

Robert H. Moorman, Creighton University, The Differing Sources of Fairness Perceptions of Contingent Workers and Their Influence on Organizational Citizenship Behavior Performance

Daniel Skarlicki, University of British Columbia, Robert G. Folger, Tulane University, Joanne Klimiuk, University of Calgary, Which Quid for What Pro Quo: Untangling the Relationship Between Fairness and Job Performance

Suzanne S. Masterson, University of Cincinnati, Kathryn M. Bartol, University of Maryland, Neta Moye, University of Maryland, Interactional and Procedural Justice: Type Versus Source of Fairness

Jerald Greenberg, Ohio State University, Discussant

Applications of Change Measurement in Practice

Organizations today demand that we measure change due to leadership development initiatives.  This session will present results from three different applications of change measurement, highlighting its value to both leadership development providers and their clients.

Jennifer W. Martineau, Center for Creative Leadership, Chair

Nicole M. Jalbert, Linkage, Inc., Charley C. Morrow, Linkage, Inc., Measuring Change with 360s: Using a Degree of Change Measure Versus Performance Ratings

Jennifer W. Martineau, Center for Creative Leadership, Melissa Gratias, Protective Life Corporation, Using Quantitative and Qualitative Methodologies to Assess Individual and Organizational Change

Gina Hernez-Broome, Center for Creative Leadership, Judith Steed, Center for Creative Leadership, Pairing Traditional Pretest-Posttest Methods with Retrospective Pretest-Posttest Methods: Learnings from the Field

Understanding the Multicultural Organization: An Examination of
Climate, Identity Development, and Stereotypes

This symposium incorporates multilevel perspectives and a mix of theoretical and empirical approaches to the development of multicultural organizations.  Presentations include: organizational factors that affect the development of a diversity climate; the interaction of individual and organizational ethnic identity development; and comparisons of ethnic and gender stereotypes of managers.

Beth Chung, Cornell University, Co-Chair

Melenie J. Lankau, Cornell University, Co-Chair

Quinetta M. Roberson, Cornell University, An Interactional Model of Diversity Climate: A Lens for Interpreting Diversity-Related Incidents in Organizations

Donna Chrobot-Mason, University of Colorado-Denver, Kecia M. Thomas, University of Georgia, The Intersection of Individual and Organizational Multicultural Identity Development

Beth Chung, Cornell University, Melenie J. Lankau, Cornell University, Do Minority Managers Fit the Successful Manager Prototype?

Donna Chrobot-Mason, University of Colorado-Denver, Randall H. Lucius, Turknett Leadership Group, Gender Differences in Managerial Self-Perceptions Versus Perceptions of Others

Martin N. Davidson, University of Virginia, Discussant

Personality in the Shadows: A Continuum of Destructiveness

The dark side of personality has received increasing attention in I-O psychology.  This symposium knits together the threads of previous SIOP presentations by addressing new theoretical, empirical and measurement issues concerning three personality types that have, rightly or wrongly, been labeled destructive: Machiavellians, aberrant self-promoters, and psychopaths.

Sigrid B. Gustafson, American Institutes for Research, Chair

Daniel P. Russell, Aon Consulting, Differences Between Negotiation Tactics of Machiavellians and Aberrant Self-Promoters

Daniel L. LeBreton, Virginia Tech, The Effects of Aberrant Self-Promotion and Motivation on Behavioral Accuracy

P. Gavan OShea, Virginia Tech, Sigrid B. Gustafson, American Institutes for Research, Improving the Measurement of Narcissism: A Revised Instrument

Sigrid B. Gustafson, American Institutes for Research, Out of Their Own Mouths II: Continuing Support for the Validity of a Conditional Reasoning Instrument for Identifying Aberrant Self-Promoters

Paul Babiak, Ciba Specialty Chemicals, Theres a Disturbance in the Force: Scanning for Psychopathy

Please Dont Do That To Me!

Psychologists working for consulting firms and client companies are dependent upon each other for the successful completion of projects.  The purpose of this workshop is to explore various aspects of the consultant-client relationship that can create difficulties, explain the problems created, and provide solutions.

Wanda J. Campbell, Edison Electric Institute, Chair

Wanda J. Campbell, Edison Electric Institute, Understanding and Meeting the Clients Need

Kathleen M. McNelis, Ohio State University, Dont Forget that Ive Got a Business to Run

Beverly A. Dugan, HumRRO, Managing Client Resources Effectively

Jill K. Wheeler, GEICO, Direct, Internal and External Consultants working Together:  How to Ruin the Relationship

Joyce D. Mattson, American Institutes for Research, Maintaining the Consultant/Client Relationship

John R. Turney, Human Systems Technology Corp, Consulting Life Without an Internal Consultant

Ken Yusko, Arlington County Government, Harold W. Goldstein, Baruch College, CUNY, Selecting the Right Consultant and Keeping Everyone Happy

Minimum Standards for Employment Tests

When does an employment test comply with legal and professional standards? Legal and professional standards are often unclear about ideal versus minimum acceptable standards, or provide no guidance on important issues.  Panelists will discuss how they evaluate employment tests and describe major flaws they have observed in practice.

Lance W. Seberhagen, Seberhagen & Associates, Chair

Kathleen Kappy Lundquist, Applied Psych Techniques, Panelist

James L. Outtz, Outtz & Associates, Panelist

Roland T. Ramsay, Ramsay Corporation, Panelist

James C. Sharf, Sharf and Associates, Panelist

How Industrial and Organizational Psychologists Can Impact Congress

In this session, we will discuss how I-O psychologists can help Congress, both in their personal offices and as a legislative body.  We will explore the peculiarities of the congressional culture, and how SIOP members can successfully provide services (as consultants, lobbyists, subject matter experts, or otherwise) within that environment.

William L. Horvath, Congressional Management Foundation, Co-Host

Oliver H. London, Congressional Management Foundation, Co-Host

Barriers to Diversity

Although there is growing diversity in the workplace, there are a number of individual and organizational factors that serve as barriers to diversity.  This symposium presents results of theoretical and empirical research on potential barriers to diversity in organizations including mismanagement of teams, human resources practices, stereotype threat, and organizational context.

Eugene F. Stone-Romero, University of Central Florida, Chair

Susan E. Jackson, Rutgers University, Mismanaged Work Teams as Barriers to Diversity

Robert L. Dipboye, Rice University, Do Current Trends in I-O and HRM Serve as Potential Barriers to Diversity?

Eugene F. Stone-Romero, University of Central Florida, Dianna L. Stone, University of Central Florida, Elizabeth J.  Muiz, University of Central Florida, The Influence of Stereotype Threat on the Test Performance of Hispanic-Americans and Anglo-Americans

Loriann Roberson, Arizona State University, Caryn J. Block, Teachers College, Columbia University, Arthur P. Brief, Tulane University, Elizabeth A. Deitsch, Tulane University, Stereotype Threat as a Barrier to Diversity

Lynn M. Shore, Georgia State University, Jeanette N. Cleveland, Colorado State University, Caren Goldberg, George Washington University, Work Attitudes and Decisions as a Function of Manager Age, Subordinate Age, and Their Interaction

Milton D. Hakel, Bowling Green State University, Discussant

1999 M. Scott Myers Award for Applied Research: Selection Solutions:
Entry Level Fire Service Job Analysis, Written Test Development,
and Validation Study

A 3-year statistical validation of a new firefighter test, that broadens the scope of traditional cognitive tests to include multiple intelligence measures of Practical, Emotional, and Interpersonal skills, will be presented.  Discussion will focus on design, methodology and results of the validation, including trade-offs between validity and adverse impact.

Kathryn A Fox, CWH Management Solutions, Chair and Presenter

Chris W. Hornick, CWH Management Solutions, Presenter

Ted R. Axton, Presenter

Beverly Wyatt, CWH Management Solutions, Presenter

Therese Revitte, SHL Landy Jacobs Presenter

Why Does Personality Predict Performance? Is Motivation the Answer?

Research generally supports the existence of relationships between some personality traits and performance.  However, only limited attention has been focused on enlightening our understanding about why these relationships exist.  This symposium specifically addresses this deficit.  We focus on motivational processes that potentially mediate relationships between personality traits and performance.

Greg L. Stewart, Brigham Young University, Chair

Eric D. Heggestad, HumRRO, Ruth Kanfer, Georgia Tech, Motivational Traits and Skills: Linking Personality to Performance

Don VandeWalle, Southern Methodist University, William L. Cron, Southern Methodist University, John W. Slocum, Southern Methodist University, A Longitudinal Study of Goal Orientation: What Leads to Success in the Classroom?

Joyce C. Hogan, Hogan Assessment Systems, Examining Personality Links to Work Motives for Getting Along and Getting Ahead

Greg L. Stewart, Brigham Young University, Murray R. Barrick, Michigan State University, Michael Piotrowski, Hartford Financial Services Group, Personality and Performance: Test of the Mediating Effects of Motivation

Gregory K. Patton, University of Iowa, Murray R. Barrick, Michigan State University, Michael K. Mount, University of Iowa, A Model of Personality, General Mental Ability, and Motivation for Predicting Driving Performance

Meaningful Action Can Follow Organizational Surveys: Some Success Stories

Many survey researchers say that poor follow-up or action afterwards is a major failing of organizational surveys.  Are efforts to survey employees doomed before they start? Not according to these practitioners, who use their experience to report how meaningful actions after surveys are stimulated in their organizations.

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

Allen I. Kraut, Baruch College/Kraut Associates, Survey Beauty Marks or Warts? The Practitioners Views

Janine Waclawski, W. Warner Burke Associates, Allan H. Church, W. Warner Burke Associates, Survey Lessons from the Consulting Realm: Strategies for Action Planning

Franz G. Deitering, SAP AG, SAPs Satisfaction and Performance Survey: The Power of Planning the Follow-Up

Susan A. Walker, Federal Express, Putting Action into a Survey-Feedback Action Program by Management Training

Nicholas E. Mills, Ford Motor, Survey Feedback and Action: The Might of Modeling and Incentives

Sarah R. Johnson, Eastman Kodak, Sharpening the Follow-Up Focus in Eastman Kodaks Survey

Automated Technologies for Biodata Prediction Systems

Biodata is well suited for advanced electronic delivery.  Panelists will describe automated systems in operational use.  Advantages of biodata compared to other predictors such as cognitive tests will be discussed.  Automated techniques include fax-based systems, voice systems (IVR), computer-based systems, dedicated hardware, kiosks, intranet, and Internet systems.

Terry W. Mitchell, MPORT, Inc., Chair

Steven H. Brown, LIMRA International, Panelist

John C. Callender, Procter & Gamble Company, Panelist

Alan L. Colquitt, Eli Lilly & Company, Panelist

Carl E. Eidson, AlignMark, Panelist

David A. Futrell, Eli Lilly & Company, Panelist

Steven M. Johnson, JCPenney Company, Panelist

Mark H. Ludwick, Capital One, Panelist

T. Scott McTague, Batrus Hollweg Ph.D.s, Inc., Panelist

Ellen M. Papper, Allstate Insurance Company, Panelist

Craig J. Russell, University of Oklahoma, Panelist

David J. Scarborough, Decision Point Systems, Inc., Panelist

Dennis L. Warmke, Circuit City Stores, Inc., Panelist

Culture, Motivation, Surveys, Change, and International

1999 Robert J. Wherry Award for Best Paper at the IO-OB Conference
Reactions to Transformational Leadership and Leaders Style:
A Followers Story

Michael Grojean, U.S. Military Academy

Followers reaction to particular leadership styles and transformational leadership factors are examined.  Data were collected from cadets in attendance at the United States Military Academy using a two by four experimental design.  Followers were found to differentially prefer transformational leadership factors, but not leadership style.  Ratings of transformational leadership, however, were affected by the leaders style.

Curmudgeons in the Workplace: Do Nice Guys Really Finish Last?

Chera L. Haworth, University of Akron

Richard T. Cober, University of Akron

David J. Snyder, University of Akron

This study hypothesized and found a significant moderating effect for dispositional affect on the relationship between (a) procedural justice (PJ) and performance of organizational citizenship behavior (OCB) and (b) PJ and the belief that OCBs are worthwhile to ones career.  Practical and theoretical implications are discussed.

Attributes Associated with Electronic Versus Paper Resumes

Peter D. Elgin, Drake University

Maria M. Clapham, Drake University

This study investigated whether different attributes are associated with job applicants who use electronic resumes and paper resumes.  Results showed that the paper resume applicant was perceived as more friendly while the electronic resume applicant was viewed as more intelligent, technologically advanced, and possessing better overall qualifications.

Assessing the Differential Functioning of Items and Test of
a Polytomous Employee Attitude Survey

Carl Swander, Virginia Tech

Robert J. Harvey, Virginia Tech

Dimensions of an attitude survey were examined for DIF and DTF utilizing Raju, van der Linden, and Fleers (1995) DFIT framework.  Two items were found to have significant DIF.  The DTF results indicated that one item could be removed to create dimensions free from DTF.

Performance Implications of Aligning Human Resource
Management and Business Strategies

Amos Engelbrecht, University of Stellenbosch

Nagaraj Sivasubramaniam, Binghamton University

This study investigated the performance implications of two types of fit in strategic human resource management (SHRM).  The results indicated that an organizations HR strategy had a moderating effect on the relationship between business strategy and performance.  Furthermore, organizations could be classified according to clusters of internally consistent HR practices.

Person-Job Fit and Adaptation: When Good Fit Isnt Good Enough

Robert C. Satterwhite, Applied Psychological Techniques

Jack M. Feldman, Georgia Tech

Linda L. Hoopes, ODR, Inc.

Breaking with previous person-job fit research, we predicted that more positive outcomes would result when incumbents adaptation-relevant dispositions exceeded their occupations transitional demands, especially in occupations characterized by relatively high rates of change.  Support for hypotheses suggested that higher levels of such dispositions may result in higher adaptability and, thus, higher affective/performance outcomes.

When Job Dissatisfaction Leads to Creativity:
Encouraging the Expression of Voice

Jing Zhou, Texas A & M University

Jennifer M. George, Rice University

This paper focuses on understanding the conditions under which job dissatisfaction will lead to employee creativity as an expression of voice.  Results showed that coworker feedback instrumentality, coworker helping, and organizational support for creativity would each interact with job dissatisfaction and continuous commitment to result in creativity.

The Impact of Goal Hierarchies, Progress, and
Anticipated Emotions on Goal Revision

John J. Donovan, Virginia Tech

Kevin J. Williams, University at Albany, SUNY

The present study examined how self-regulation processes operate within personal goal hierarchies.  Individuals set distinct short and long term goals and utilized goal discrepancy information from both goal sources to guide self-regulation through goal revision.  Size of discrepancy, rate of progress, and goal-related emotions were the strongest predictors of goal revision.

A Longitudinal Examination of Self-Regulatory Processes in
a Multiple-Goal Environment

David J. Radosevich, University at Albany, SUNY

Kevin J. Williams, University at Albany, SUNY

This study examined the dynamic self-regulation of behavior involved in multiple goal strivings over time.  Participants engaged in both discrepancy production and discrepancy reduction processes.  Goal revision was primarily a function of goal-performance discrepancies, valence, performance satisfaction, and efficacy.  Finally, individuals used proximal goals to help them attain distal goals.

The Relation Between Person-Organization Fit and Organizational Commitment

Harjinder Gill, University of Western Ontario

Joan E. Finegan, University of Western Ontario

Previous research has found person-organization value fit to be an important determinant of work attitudes.  The current study, however, found perceived values of the organization to be the single most important factor in determining employee commitment.  Person-organization fit was only important for values for which there was individual variability.

Tracking Organizational Performance During the
Transitional Period of Change

Louis Miller, Tennessee State University/Self-employed

Organizational change is often formulated as a three-stage process.  Empirical data regarding performance during stage two, implementation, is sparse.  This study tracked overall performance of an assembly-line operation during

successful introduction of new operating procedures.  Performance first dropped, then rose dramatically, then declined to a more sustainable level.

Individualism/Collectivism and the Exploration of Person-Organization Fit

Christopher Robert, University of Missouri-Columbia

S. Arzu Wasti, Sabanci University, Istanbul

A rigorous test of person-organization fit hypotheses drawing on the theory of individualism/collectivism to establish comparability of dimensions is described.  Measures of individualistic and collectivistic values are juxtaposed with newly developed measures of organizational culture individualism and collectivism.  Findings suggest that both fit and misfit are predictive of job attitudes.

Development and Validation of the Emotional Intelligence Scale

Scott Bedwell, IPAT

Matthew Hesson-McInnis, Illinois State University

John F. Binning, Illinois State University

The development and validation of a measure of emotional intelligence as put forth by Salovey and Mayer (1990) is described.  Results indicate support for the construct of emotional intelligence.  Recommendations for future research are discussed.

Working hours and health: the influence of choice

Cary L. Cooper, University of Manchester, UK

Paul E. Spector, University of South Florida

E. Brian Faragher, University of Manchester, UK

Kate Sparks, University of Manchester, UK

Georgina Stevens, University of Manchester, UK

The adverse effects of long working hours on health are well recognized.  This was confirmed as being a global problem.  The ability to choose to work overtime as opposed to being expected to do so was found to be a stronger risk to health than actual number of hours worked.

Longitudinal Examination of the Relationship between
Supplies-Values Fit and Work Outcomes

Ruben Taris, Vrije University, Amsterdam

Jan A. Feij, Vrije University, Amsterdam

In a longitudinal design, the relationship between supplies-values fit and work outcomes was investigated.  Results showed that the form of the relationship differed by the supplies-values fit dimension and the work outcome under investigation.  However, the functional forms of the relationships were very stable across a period of 4 years.

Individualism, Collectivism and Job Satisfaction as Antecedents of
Organizational Commitment: A Comparative Study of
the United States and India

Catherine T. Kwantes, Eastern Michigan University

The degree to which cultural factors, specifically individualism and collectivism, and job satisfaction differentially affect the affective, continuance, and normative components of organizational commitment was examined.  Different patterns of relationships emerged in the samples of engineers from the United States and India.

Human Resource Development of Business Organizations in Thailand:
A Comparison between High- and Low-Performance Organizations

Chuchai Smithikrai, Chiang Mai University

The purpose of this research was to compare human resource development (HRD) between high- and low- performance organizations in Thailand.  The research found that high-performance organizations had a higher level of values concerning HRD and better management in HRD than those of the low-performance organizations.

The Effect of Family Support on Expatriate Adjustment: A Meta-Analysis

Laura Galarza, Rice University

A meta-analysis was conducted to review the effect of family support on expatriate adjustment and to estimate population parameters.  As hypothesized, results showed positive effects of family support on adjustment.  Significant moderators of self-report versus external criteria and work versus non-work adjustment underscore the importance of measurement in expatriation research.

A Realistic Career Previews Impact on Psychological
Contract Congruence and Retention

Naomi G. Dyer, University of Maryland

This research examined the impact of a realistic career preview (RCP) on increasing expatriate employee psychological contract congruence, organizational commitment, and intentions to leave.  While the RCP did not increase congruence, it did impact organizational commitment.  In addition, changes to and current psychological contract beliefs were related to commitment.

Is Negative Affectivity a Wolf in Sheep Computer Anxietys Clothing?

Matthew S. OConnell, Select International, Inc.

Jalane Meloun, University of Akron

Shannon Gillikin, San Diego State University

Dennis Doverspike, University of Akron

A 16-item computer anxiety questionnaire was developed, factor analyzed, and reduced to 11 items.  The relationship between computer anxiety and a computerized assessment battery was tested.  This relationship is mainly explained by negative affectivity, although computer anxiety does explain unique variance.

Self-Ratings of Performance: A Three-Country Study

Robert D. Costigan, St. John Fisher College

Selim S. Ilter, St. John Fisher College

Grazyna Kranas, Warsaw University

J. Jason Berman, St. John Fisher College

This study tested Yu and Murphys (1993) proposition that Hofstedes (1980) power distance dimension will account for the modesty effect found in some countries self-ratings.  Contrary to this proposition, the results indicated self-ratings made in one of two high power distance countries (i.e., Poland) were lower than supervisory ratings.

Culture and Organizational Commitment in South Korea and the U. S

Chulguen Yang, Central Michigan University

Jo Ann Lee, University of North Carolina-Charlotte

Roger Baumgarte, Winthrop University

This study examined cultural values that might explain variations in aspects of organizational commitment, using employees in South Korea and the U.S.  Results suggest that differences in organizational commitment across cultures may depend on the type of commitment (i. e., normative or affective), and commitment may be related to the values of individualism/collectivism, power distance, and uncertainty avoidance.

Employee Involvement Groups: Do It Right or Not At All

Jonathan M. Canger, TMP Worldwide

Mark A. Smith, TMP Worldwide/University of South Florida

Scott Birkeland, University of South Florida

Following implementation of Employee Involvement (EI) groups, follow-up surveys revealed that EI participants viewing groups as not worthwhile had less favorable attitudes than other participants and non-participants.  Evidence for discriminant validity was also found.  Authors suggest organizations take steps to ensure participants perceive EI groups as worthwhile.

Consensus and Climate for Service: A Reanalysis of Schneider,
White, and Paul (1998)

Amy N. Salvaggio, University of Maryland

Benjamin Schneider, University of Maryland

Montse Subirats, University de Valencia, Spain

There is little research that explores the relationship between within-group variability and customer perceptions of service quality.  This poster defines climate strength as within-group variability in climate perceptions, and presents empirical support that compared to weak climates, strong climates for service have a greater effect on customer perceptions of service quality.

Perceptions of Work Politics: Meta-Analytic Investigation of
Individual Difference and Outcome Variables

Kim Stepanski, Wayne State University

Trace S. Kershaw, Wayne State University

Anthony Arkakelian, Wayne State University

The relationships of demographic variables (age, sex, and tenure) and work outcome variables (job satisfaction, organizational commitment, and job tension) on perceptions of work politics were investigated using meta-analytic procedures.  Job satisfaction, organizational commitment, and job tension were significantly related to perceptions of work politics.  Moderators were investigated. 

The Relationship Between Perceptions of Organizational
Survey Feedback and Attitudinal Change

Bradley J. West, Michigan State University

Michael Horvath, Michigan State University

Ann Marie Ryan, Michigan State University

Robert E. Ployhart, University of Maryland

L. Allen Slade, Microsoft Corporation

The relationships between attitude survey responses and perceptions of feedback receipt and survey-driven change were examined.  Job attitudes were positively related to perceived feedback and resultant change at the work group level.  Further, perceptions of survey use interacted with the work groups previous level of attitude in influencing attitudinal change.

Work-Family Conflict, Perceived Organizational
Support, and Organizational Commitment

Wendy J. Casper, Caliber Associates

Jennifer A. Martin, Towson State University

Louis C. Buffardi, George Mason University

Carol J. Erdwins, George Mason University

This study investigated 143 working mothers work-family conflict, organizational commitment, and perceived organizational support.  Results indicated work-family conflict was positively related to continuance commitment and unrelated to affective commitment, while perceived organizational support exhibited a main effect on affective commitment and buffered the relationship between work-family conflict and continuance commitment.

An Analysis of Historical Trends in Meta-Analytic Research

David Mohr, Bowling Green State University

Michael Zickar, Bowling Green State University

Steven Russell, Bowling Green State University

We coded 167 meta-analyses for different features related to how they were conducted.  It appears that over time the quality of meta-analyses tend to be increasing on most important criteria.  A few exceptions are noted, such as a decreasing number of primary studies in newer meta-analyses.

Cross-Cultural Perceptions of Coworker- and
Supervisor-Initiated Social-Sexual Behavior

Jennifer L. Case, George Washington University

Caren Goldberg, George Washington University

Patrick McHugh, George Washington University

Veronica Moreno-Tello, George Washington University

The impact of culture, gender, and work-group gender composition on perceptions of coworker- and supervisor-initiated social-sexual behavior was investigated.  MANOVA using U.S. and Ecuadorian subjects indicated that Ecuadorians perceived less sexual harassment than U.S. subjects.  Additionally, culture moderated the relationship between gender and supervisor-initiated social-sexual behavior perceptions.  Implications are discussed.

Expatriate Outcomes and Their Predictors:
A Review, Meta-analysis, and Structural Model

Regina H. Alampay, Central Michigan University

Terry A. Beehr, Central Michigan University

Neil D. Christiansen, Central Michigan University

 A meta-analysis of the predictors of expatriate adjustment, strain, job satisfaction, organizational commitment, performance and turnover intent is conducted.  Individual, job-related, organizational, environmental and family-related correlates of the different outcomes are summarized.  A structural equation model describing the relationship between the different outcomes is tested and indicates good fit.

Comparing Values, Goals, and Personality Characteristics in
Predicting Organizational Attraction

Joan R. Rentsch, University of Tennessee

Alicia H. McEwen, Work and Rehab CentersGreater Cincinnati

Values, goals, and personality dimensions were compared as predictors of attraction to organizations.  Value similarity was expected to be most predictive of attraction.  Results indicated that individuals are more attracted to organizations that are similar to them than to organizations that are dissimilar to them regardless of the point of comparison.

An Exploration of Critical Links between Transformational and
Strategic Leadership

Yair Berson, Polytechnic University

Bruce J. Avolio, SUNY-Binghamton

We examined several links between transformational and strategic leadership in this study.  Using multiple methods and sources, we provided initial support for the argument that transformational leaders exhibited more of a prospector strategy and were better disseminators of strategic goals as evidenced in a large telecommunication organization based in Israel.

Hierarchical Models of Psychological Climate: An Artifact of
Mood-Consistent Responding?

Chris P. Parker, Northern Illinois University

Boris B. Baltes, Wayne State University

Heather A. LaCost, Northern Illinois University

Robert Altmann, Northern Illinois University

Joseph Huff, Northern Illinois University

Scott A. Young, Northern Illinois University

Recently, studies examining the construct validity of James and James (1989) higher-order (PCg) model of psychological climate have found that the model may be an artifact of common method bias.  This study tested two mechanisms through which negative affect may influence climate survey responses and spuriously produce the PCg model.

Multicultural Examination of Sexual Harassment Attitudes

Yukiko Yoshita, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Japanese and U.S. subjects responded to a survey examining attitudes towards sexual harassment, retaliation against the harasser, and attitudes towards employment practices liability insurance.  The U.S. subject group reported higher means on all three sexual harassment behavior factors.  Results revealed that there are considerable cross-culture differences in sexual harassment attitudes between Japanese and US citizens.

Effects of Components of Protection Motivation Theory on
Workplace Behavior

Alison L. Duncan, Assessment Plus, Inc.

Sharon L. Wagner, Golden Gate University

Judith VanHein, Middle Tennessee State University

Michael B. Hein, Middle Tennessee State University

Protection motivation theory was applied to workplace safety training.  Police recruits (251) were presented with a safety threat.  Participants self-efficacy, coping response efficacy and threat likelihood perceptions were manipulated.  Multivariate analyses predicting behavioral intention showed main effects for social desirability and all manipulated variables along with interaction effects.

Cultural Values and HRM Decisions Among Americans and Chinese

Donald D. Davis, Old Dominion University

Liu Ying, Old Dominion University

Jenny Kuang, Old Dominion University

Susan K. McFarlin, Old Dominion University

The influence of cultural values on reactions to HRM decisions was examined among Chinese and Americans.  Chinese and Americans reported differences in power distance, individualism/collectivism, ascription/achievement of status, universalism/particularism, and harmony with nature.  Cultural differences influenced agreement with, satisfaction with, and perceived fairness of HRM decisions.

Development and Initial Validation of a Measure of Race Schematicity

Jennifer Runkle, The Gap

Scott B. Morris, Illinois Institute of Technology

Race schematicity of a ratee can influence the extent to which individuals are likely to be influenced by race when processing information.  In this study, participants completed a Measure of Race Schematicity (MORS) that was intended to measure the extent that individuals processed information on the basis of race.  In addition to the MORS, participants completed a measure of racism (the Modern Racism Scale) and two implicit measures of the tendency to process information on the basis of race: a word fragment completion task and a recognition memory test.  Major findings include that instead of people using racial stereotypes to describe themselves, the underlying structure paralleled personality research such as the Big Five.  There was a limited relationship between the MORS and (a) the measure of racism and (b) the two implicit measures of tendency to process information on the basis of race.  While previous research has shown that schematicity will increase the likelihood of stereotyping, no research has directly assessed race schematicity in relation to perceptual tendencies and the use of race as a social category.

Cross-Cultural Validation of Goal-Orientation,
Self-Efficacy, and Explanatory Style

Ludmila Praslova, University of Akron

Rosalie J. Hall, University of Akron

The cross-cultural validity of measures of goal orientation, self-efficacy, and explanatory style were examined for American and Russian samples.  Confirmatory factor analysis supported the essential factor equivalence of all three measures.  Cross-cultural differences in relationships with an achievement criterion are presented and discussed.

Applying Neural Networking Techniques to
Prediction Problems in I-O Psychology

Jeffrey M. Stanton, Bowling Green State University

Matthew Sederburg, Bowling Green State University

Patricia C. Smith, Bowling Green State University

Neural networking is a specialized technique arising from artificial intelligence research.  The technique has promising potential as an alternative to linear prediction in certain forecasting applications.  This paper describes an application where neural networking and multiple regression were compared.  Neural networking showed superiority in dealing with missing data.

Technology and Personnel Data: the Concerns of Managers and Employees

Elizabeth M. Weiss, Georgia Institute of Technology

Jeffrey M. Stanton, Bowling Green State University

New technology has enhanced the ability of human resources professionals to gather and process information about employees.  This interview study contrasts the concerns of HR managers and employees about this issue.  Results showed that managers and employees regard trust and justification as critical issues related to collection of personnel data.

Electronic Monitoring: Employees Experiences with New Types of Surveillance

Elizabeth M. Weiss, Georgia Institute of Technology

Jeffrey M. Stanton, Bowling Green State University

This study explored the ways in which electronic monitoring shaped employees behavior and ideas.  Behavior was influenced by capabilities of monitoring.  Attitudes about monitoring appeared to be dependent on the use of monitoring information.  A focus on sexual content on the Internet revealed that employees had concerns about organizational reputation.

Examining Organizational Survey Response Quality with
OCB Related Job Attitudes

David Youssefnia, Baruch College, CUNY

The role of OCB related job attitudes in explaining the quality of response and intention to respond to organizational surveys is examined.  Responses to an organizational survey were examined to reveal certain job attitudes related to OCB were also related to response quality and intention to respond.

Linking Career-Related Constructs with Personality

Whether you subscribe to the protean (individual) or traditional (organizational) approach to researching careers, or aspects of both, dispositional factors (personality) most likely affect the outcome.  In this symposium, career-related constructs (e.g., vocational interests, job search self-efficacy, job satisfaction, career success) are linked with personality.

 C. Douglas Johnson, University of Georgia, Co-Chair

Crissie M. Frye, Iowa State University, Co-Chair

P. Gail Wise, Irwin & Browning, Co-Chair

C. Douglas Johnson, University of Georgia, Dan A. Mack, University of Tennessee-Chattanooga, Janet E. Hecht, University of Georgia, Garnett S. Stokes, University of Georgia, Relating Hollands RIASEC and the Big Five Longitudinally: Can the Relationship Withstand the Test of Time?

Lisa M. Moynihan, Cornell University, Wendy R. Boswell, Cornell University, Mark V. Roehling, Western Michigan University, Marcie A. Cavanaugh, Cornell University, Personality, Job Search Self-Efficacy, and Job Search Outcomes

 Crissie M. Frye, Iowa State University, Disposition Does Matter! The Effect of Dispositional Traits on Job Satisfaction: A Meta-Analysis

Scott E. Seibert, Cleveland State University, Maria Kraimer, Cleveland State University, Personality, Work Behavior, and Career Outcomes: Examining the Linkages using the Five Factor Model of Personality

Lillian T. Eby, University of Georgia, Discussant

Frank L. Schmidt, University of Iowa, Discussant

From Welfare to Work: Moving Individuals to Self-Sufficiency

This symposium will highlight results from three large-scale research projects focused on the following critical issues: (a) What are the predictors of successful exits from welfare? (b) How can work readiness be measured and developed? and (c) What do adults need to know and do in the 21st century?

Connie Wanberg, University of Minnesota, Co-Chair

Kathy M. Jung, Terranova Consulting Group, Co-Chair

Amy E. Stellmack, University of Minnesota, Connie Wanberg, University of Minnesota, Transitioning from Welfare to Work: An Analysis of Situational and Motivational Predictors

Kurt Kraiger, University of Colorado at Denver, Tricia R. Arenz, HRAvantis, The Work Readiness Index: Interfacing Strategies for Screening, Workforce Development, and Individual Empowerment

John M. Cornwell, Loyola University New Orleans, Equipped for the Future: What Adults Need to Know and Do in the 21st Century

Virginia E. Schein, Gettysburg College, Discussant

Implementation of HR Systems: Exploring Key Issues and Impediments

HR system implementation occurs routinely in organizations.  Unfortunately, few concrete and practical guidelines exist, and even less research has been directed at identifying keys to success.  Panelists will draw on their practical experiences gained working in a variety of organizational settings to highlight implementation issues surrounding different types of HR systems.

Jerry W. Hedge, Personnel Decisions Research Institutes, Co-Chair

Elaine D. Pulakos, Personnel Decisions Research Institutes, Co-Chair

Nancy T. Tippins, GTE, Panelist

Mark S. Teachout, USAA, Panelist

Nancy L. Rotchford, Ingram Micro, Panelist

David W. Dorsey, Personnel Decisions Research Institutes, Panelist

Developments on Development: The Process and
Consequences of Continuous Learning

Recent economic, technological, and organizational changes have increased the importance of individual development in the workplace.  This symposium brings together academics and practitioners who use different models, methods, and instruments to investigate the process of continuous learning and its consequences.  The roles of gender, individual differences, and team-related constructs are examined.

Cynthia D. McCauley, Center for Creative Leadership, Chair

Cynthia D. McCauley, Center for Creative Leadership, Sarah A. Hezlett, University of Minnesota, Individual Development in the Workplace: Models and Practices

Sarah A. Hezlett, University of Minnesota, Deniz S. Ones, University of Minnesota, Nathan R. Kuncel, University of Minnesota/PDI, Participation in Development Activities and Its Correlates: An Investigation of Gender Differences

Maxine Dalton, Center for Creative Leadership, Silvia Swigert, University of California-Los Angeles, An Exploration of Learning Versatility Within a Model of Work Experience

Ethlyn A. Williams, University of Colorado, Terri A. Scandura, University of Miami, Team Leader Coaching and Personal Learning: Tools and Indicators of Individual Development

Todd J. Maurer, Georgia Institute of Technology, Discussant

Strategies to Minimize Applicant Distortion of Personality Measures

Evidence continues to emerge that faking threatens applicant personality assessment and that existing methods of combating the problem are not completely effective.  This symposium focuses on current research on ways to prevent distortion from compromising the use of personality tests for personnel selection.

Michael A. McDaniel, Virginia Commonwealth University, Chair

Michael A. McDaniel, Virginia Commonwealth University, Neil D. Christiansen, Central Michigan University, Using Differential Item Weighting to Reduce the Effects of Applicant Faking

Chet Robie, University of Houston, Patrick J. Curtin, University of Houston, Chris Foster, University of Houston, Henry Phillips, University of Houston, Michelle Zbylut, University of Houston, Lois E. Tetrick, University of Houston, Does Coaching Decrease the Utility of Response Latencies in Detecting Fakers?

Suzanne Farmer, Dell Computer Corporation, Reducing Response Distortion by Assessing Context-Specific Traits

Neil D. Christiansen, Central Michigan University, Utilizing Forced-Choice Item Formats to Enhance Criterion-Related Validity

Robert P. Tett, Wright State University, Discussant

Setting Cut Scores: Practical Considerations, Technical Difficulties,
and Innovative Solutions

Setting appropriate cut scores is one of the most difficult tasks personnel psychologists perform.  This forum includes practitioners who have developed innovative approaches to overcoming some of the psychometric, practical, and legal difficulties involved in setting cut scores for written and physical ability tests.

Hollie A. Levy, City of Los Angeles, Chair

Wade M. Gibson, Psychological Services, Inc., John A. Weiner, Psychological Services, Inc., Setting Passing Standards: Eclectic Lessons Learned by an Employment Test Publisher

Calvin C. Hoffman, Southern California Gas Company., Stacy Haase, Sempra Energy, Bernadette Babasa, Sempra Energy, Using JCV Predicted Scores in Setting Test Battery Cut Scores

Deborah L. Gebhardt, Human Performance Systems, Inc., Development of Cut Scores

Donna L. Denning, City of Los Angeles, Setting Cut Scores on Physical Ability Tests

Frank J. Landy, SHL: Litigation Support, Discussant

Multicultural Competencies for I-O Psychologists: Why and How?

A diverse group of experts explores the role of multicultural competencies in I-O training and practice, discussing (a) why multicultural competencies are critical for I-O psychologists and the field as a whole, (b) how such competencies might be obtained, and (c) what their key components are.

Bernardo M. Ferdman, California School of Professional Psych, Co-Chair

Donna Chrobot-Mason, University of Colorado-Denver, Co-Chair

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

Steven D. Jones, Jones & Associates Consulting, Panelist

Karen E May, Terranova Consulting Group, Panelist

Dana McDonald-Mann, Center for Creative Leadership, Panelist

Exploring Sexual Harassment Experiences of Seldom Researched Targets

Sexual harassment research typically focuses on the experiences of non-Latina White women.  However, their experiences may not be representative of sexual harassment experiences.  We address this dearth in the sexual harassment literature by focusing on sexual harassment targets who are not usually studied: Latinas, African-American women, men, and rape victims.

Louise F. Fitzgerald, University of Illinois, Chair

Lilia M. Cortina, Medical University of South Carolina, Measuring Sexual Harassment among Latina Women: Development of an Instrument

Nicole T. Buchanan, University of Illinois, Regina D. Langhout, University of Illinois, Louise F.  Fitzgerald, University of Illinois, Predictors of African American Womens Responses to Sexual Harassment

Mindy Bergman, University of Illinois, Regina D. Langhout, University of Illinois, Patrick A.  Palmieri, University of Illinois, Lilia M. Cortina, Medical University of South Carolina, Will He Tell? Mens Reporting of Their Sexual Harassment Experiences

Melanie Harned, University of Illinois, Alayne J. Ormerod, University of Illinois, Linda L.  Collinsworth, University of Illinois, Jessica Walters, University of Illinois, Patrick A. Palmieri, University of Illinois, Sexual Violence in the Workplace: Rape in the Military

Michele J. Gelfand, University of Maryland, Discussant

Folly in the Prophets of Samaria: Perspectives on Error Variance in I-O

Error is, in one way or another, present in everything we do as I-O psychologists.  In this symposium, different approaches to the identification and application of error variance are offered.  The papers included address issues of error variance in both single sample and meta-analytic studies. 

Jos M. Cortina, George Mason University, Chair

Jeffrey R. Edwards, University of North Carolina, Multidimensional Constructs in Organizational Behavior and Industrial-Organizational Psychology Research: A Conceptual and Methodological Critique

Jos M. Cortina, George Mason University, Dalit Lev-Arey, George Mason University, Order Out of C.A.O.S.: Benchmark Values for Meta-Analytic Moderators

Herman Aguinis, University of Colorado-Denver, Roger Millsap, Arizona State University, Systematic Underestimation of Sampling Variance of Correlations in Validity Generalization

Richard P. DeShon, Michigan State University, Generalizability Theory and You: A Review of Recent Advances and a Primer on Application

Lawrence R. James, University of Tennessee, Discussant

Early Career Twisters: Learning the Rules of the Game

This session provides a forum where new academicians and practitioners can discuss early career-related issues, problems, and solutions in an open, non-threatening environment.  The ultimate purpose is to help new I-O psychologists navigate through the initial days of their new careers.

Dawn L. Riddle, University of South Florida, Co-Host

Lori L. Foster, East Carolina University, Co-Host

Eduardo Salas, University of Central Florida, Co-Host

Tammy D. Allen, University of South Florida, Co-Host

1999 Distinguished Scientific Contributions Award

Personnel selection researchers and practitioners have often found the optimization of expected performance and workforce diversity in conflict when using various selection procedures.  Research efforts (e.g., use of alternate modes of test delivery, different combinations of tests, dif analysis, coaching) designed to understand and minimize this conflict are summarized.

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

Ann Marie Ryan, Michigan State University, Co-Chair

Neal W. Schmitt, Michigan State University, Presenter

Applying item response theory techniques to practical problems: New insights

Historically, applications of item response theory in industry have been limited.  This research demonstrates that both scientists and practitioners can use item response theory to improve the measurement and understanding of psychological constructs, while addressing specific concerns of organizations. 

Fritz Drasgow, University of Illinois, Chair

Stephen Stark, University of Illinois, Oleksandr Chernyshenko, University of Illinois, Wayne C. Lee, University of Illinois, New Insights in Personality Measurement: Application of an Ideal Point IRT Model.

Angela Lynch, IBM Global Employee Research, Gabriela Guerrero, IBM, Measurement Equivalence of Employee Attitude Surveys in Global Companies: Applying Simultaneous Factor Analysis and Item Response Theory

Cheryl J. Paullin, University of Minnesota, Gary W. Carter, Personnel Decisions Research Institutes, Oleksandr Chernyshenko, Univer