What is I-O?

Industrial-organizational (I-O) psychology is the scientific study of the workplace. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance.

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, University of Illinois, H.  Kristl Davison, GTE, Janis S. Houston, Personnel Decisions Research Institutes, Caroline Cochran, Personnel Decisions Research Institutes, Applying Item Response Theory in the Development of Selection Systems

Fritz Drasgow, University of Illinois, Discussant

21st Century Assessment: Development and Use of Web-Based Selection Systems

Demand for decreased hiring cycle time and increased quality of hires is driving many companies to the World Wide Web for administering, scoring and tracking assessments.  The steps, decisions, and roadblocks in developing a technologically advanced system for assessments will be discussed.  Both corporate and consultant perspectives will be presented.

Jennifer R. Burnett, Bank of America, Chair

Jennifer R. Burnett, Bank of America, Development and Use of a Web-Based Selection System: Practical Implications and Challenges

Kevin W. Cook, DDI, Utilizing Web-based Technology to Facilitate High Volume Assessment for Selection

 

Social Cognition and I-O: Widening or Narrowing the ResearchPractice Gap?

Recent empirical and conceptual social cognition work will be presented from several different areas of I-O (performance appraisal, leadership, strategy).  These papers will serve as a catalyst for the audience and discussants to debate the contribution (or lack thereof) of social cognition to the theory and practice of I-O psychology.

Deidra J. Schleicher, University of Tulsa, Chair

Malcolm R. Davies, Learning at Work, The Place of Social Cognition in Strategy

David V. Day, Pennsylvania State University, Lorne M. Sulsky, University of Calgary, Social Cognition in the Wild: Learning from Trait-based Appraisals

Olivia ONeill, University of Maryland, Paul J. Hanges, University of Maryland, Individual Values and the Structure of Leadership Schemas

Robert G. Lord, University of Akron, Social Cognitions and Leadership Perceptions

Jack M. Feldman, Georgia Tech, Discussant

Gary P. Latham, University of Toronto, Discussant

Business as Unusual? Are I-O Psychology Practices Applicable Across Cultures?

The principles on which I-O psychologists in organizations have developed HR systems typically rest on research carried out for the most part in the United States.  This symposium will focus on similarities, differences, and implementation issues with regards to the use of 360 degree data, employee survey data, and management development practices across several global organizations.

Stanley B. Silverman, University of Akron, Chair

James M. Diefendorff, Louisiana State University, Stanley B. Silverman, University of Akron, Differences and Similarities of 360 Degree Feedback across Multiple Countries

Lise M. Saari, IBM, Employee Surveys and Attitudes Across Cultures

Maxine Dalton, Center for Creative Leadership, Chris Ernst, Center for Creative Leadership, Jean B. Leslie, Center for Creative Leadership, Jennifer J. Deal, Center for Creative Leadership, Its All the Same but Everything is Different: The Implications of Globalization on Management Development Practices in Organizations

Kenneth N. Wexley, Wexley Consulting, HRD, Discussant

Utility of an I-O Masters Degree in the New Millennium

Industrial-Organizational Psychologists holding masters degrees make a distinctive and significant contribution to the workforce.  Professional masters-level psychologists will discuss their roles at the FBI, as well as, present findings from an extensive survey of masters-level psychologists, convey related thoughts and ideas, and solicit the opinions and perceptions of audience members.

Delisa D. Walker, FBI, Discussant

Michelle L. Gonder, FBI, Discussant

The Professional Practice Series Focuses on The Customer:
An Invitation and Opportunity

SIOPs Professional Practice Series (PPS) Editorial Board (EB) invites those who apply the findings, methods, and tools from I-O psychology in organizations to attend this forum.  It is an opportunity to engage in dialogue with PPS EB members and authors.  Learn about the Series and future volumes, and provide input to make the PPS useful and practical.

Eduardo Salas, University of Central Florida, Chair

Timothy T. Baldwin, Indiana University, Panelist

Wayne F. Cascio, University of Colorado, Panelist

Kenneth P. De Meuse, University of Wisconsin, Panelist

Jerry W. Hedge, Personnel Decisions Research Institutes, Panelist

A. Catherine Higgs, Allstate Insurance Company, Panelist

Kenneth Pearlman, Lucent Techologies, Panelist

James W. Smither, LaSalle University, Panelist

Scott I. Tannenbaum, Group for Organizational Effectiveness, Panelist

Millennial Debate on g in I-O Psychology

Cognitive ability has been used as a predictor in personnel selection for over 80 years.  However, the literature on cognitive ability is contentious.  In this debate, we bring together leading experts to explore the state of cognitive ability research and its future prospects in the next millennium.  The participants will debate the controversial issues around the use of general mental ability in I-O psychology.

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

Chockalingam Viswesvaran, Florida International University, Co-Chair

Frank L. Schmidt, University of Iowa, Presenter

Linda S. Gottfredson, University of Delaware, Presenter

Milton D. Hakel, Bowling Green State University, Presenter

Jerard F. Kehoe, AT&T, Presenter

Kevin R. Murphy, Colorado State University, Presenter

James L. Outtz, Outtz & Associates, Presenter

Malcolm Ree, Our Lady of the Lake University, Presenter

Beyond 360-Degrees: Contextual Considerations in Personnel Development

360-Degree feedback is one of the most widely used developmental tools in industry.  Unfortunately, feedback is too often provided without careful consideration of the training or development context.  This symposium will address the impact of organizational-, team-, and individual-level contextual variables on feedback design and administration.  Empirical research and practitioner recommendations will be discussed. 

Leanne E. Atwater, Arizona State University West, Chair

David M. Herold, Georgia Institute of Technology, Dail L. Fields, Regent University, 360-Degree Assessments:  Are We Measuring the Person or the Context?

David Antonioni, University of Wisconsin-Madison, 360-Degree Feedback Contextual Considerations: Coaching, Conversation, Just-in-time Training, and Recognition

K. Lee Kiechel, George Mason University, Sean Marsh, George Mason University, Lisa A. Boyce, George Mason University, Celia W. Chandler, George Mason University, Patrick Fleming, George Mason University, Stephen J. Zaccaro, George Mason University, Feedback in a Team Context: The Impact of Feedback Characteristics on Multiple Levels of Performance

Cynthia D. McCauley, Center for Creative Leadership, Using 360-Degree Feedback to Enhance Self-Understanding

Manuel London, SUNY-Stony Brook, Discussant

Practical Applications and Advances of the O*NET Database

Considerable research has been conducted to develop the O*NET content domains; however, it is equally important to study ways to utilize this comprehensive database of job-analytic information.  The papers presented during this symposium will address practical applications and advances of the O*NET methodology.

P. Richard Jeanneret, Jeanneret & Associates, Inc., Chair

Mary Ann Hanson, Personnel Decisions Research Institutes, U. Christean Kubisiak, Personnel Decisions Research Institutes/University of South Florida, Kristen Horgen, Personnel Decisions Research Institutes/University of South Florida, Daren E. Buck, Personnel Decisions Research Institutes, Laura Bunch, University of South Florida, Lori L. Foster, East Carolina University, Walter C. Borman, Personnel Decisions Research Institutes, Basic Research to Support Development of a Career Guidance System for Displaced Workers

Erika Lynn DEgidio, Jeanneret & Associates, Linking Job Analysis to Assessment

Wayne A. Baughman, American Institutes for Research, David W. Dorsey, Personnel Decisions Research Institutes, Ashley E. Cooke, American Institutes for Research/George Mason University, Rodney L. Rosse, Alternatives for People with Autism Inc., Using the O*NET Content Model as Metadata for Gathering and Organizing Work Information

John P. Campbell, University of Minnesota, Rodney A. McCloy, HumRRO, Michael Hubbard, Research Triangle Institute, Revisions to O*NET Instrumentation

Michael A. Campion, Purdue University, Discussant

Benchmarking Job and Work Characteristics

Benchmarking yields information that improves competitiveness and develops workers.  We first describe a broad, comparative approach, taking a management perspective.  Next we delve into refined benchmarking practices from the perspective of industrial psychologists.  We show how generalized work analysis is related to benchmarking, and we identify linkages to related constructs.

Jimmy L. Mitchell, Institute for Job & Occupational Analysis, Chair

Jimmy L. Mitchell, Institute for Job & Occupational Analysis, Benchmarking Technologies for Comparing Occupations: Learning Difficulty, Complexity, Actual Time Estimation

Edward J. Pavur, Management Service, Job Characteristics Benchmarking

Mark A. Wilson, North Carolina State University, Using the PAQ, CMQ, and O*NET for Benchmarking Work: Pros and Cons of the Generalized Approach

Melissa B. Gratias, Protective Life Corporation, Scale Anchor Development on Job Analytic Instruments

Edward L. Levine, University of South Florida, Discussant

Reinventing Government: Methods and Outcomes of a Government-Wide Survey

Organizational surveys are a common tool for helping management make databased decisions about innovations that affect business practices.  This forum discusses the challenge of surveying the entire federal government to help the White House assess perceptions of major innovations recommended by the National Partnership for Reinventing Government (NPR).

Thomas F. Hilton, National Institute-Drug Abuse, Chair

Thomas F. Hilton, National Institute-Drug Abuse, From Vision to Reality: Our Successful Climb to the Top of a Very Greasy Pole

Paul van Rijn, U.S. Merit Systems Protect Board, Juggling 49 Flaming Swords: How We Coordinated Successful Execution of NPRs Government-Wide Survey

William R. Chatlos, U.S. General Accounting Office, Thomas F. Hilton, National Institute-Drug Abuse, Reinventing the Kitchen Sink: Our Approach to Transforming a 120-item Survey into a 33-item Questionnaire

Brigitte W. Schay, U.S. Office of Personnel Management, Cynthia J. Maahs, U.S. Office of Personnel Management, The Ready For Prime Time Players: What We Told the Presidents Management Council

Lawrence R. James, University of Tennessee, Discussant

Coping with Sexual Harassment: Layers of Meaning

Focus on coping with sexual harassment has increased since the 1998 Supreme Court decisions (Burlington Industries, Inc. v. Ellereth; Faragher v. City of Boca Raton).  This symposium recognizes that coping responses (a) are not necessarily universally conceptualized, (b) unfold over time, and (c) can be gendered in nature.

Vicki Magley, DePaul University, Chair

Angela L. Bruch, DePaul University, Deborah L. Hanna, DePaul University, Lay Perspectives of Coping with Sexual Harassment

Vicki Magley, DePaul University, Louise F. Fitzgerald, University of Illinois, NiCole T. Buchanan, University of Illinois, Assessing Coping with Sexual Harassment Over Time

Margaret S. Stockdale, Southern Illinois University-Carbondale, The Effectiveness of Coping Strategies on Mens Sexual Harassment Experiences

Jeanette N. Cleveland, Colorado State University, Discussant

Organizations Care About Safety: Why Dont We?
Integrating Safety Into I-O Research

This international symposium features emerging theoretical and empirical perspectives on workplace safety.  The papers address antecedents and mechanisms that influence individual, group, and organizational safety outcomes.  Taken together, the presentations integrate approaches normally disconnected in safety research, and demonstrate how organizational practices can promote safety in a range of workplaces.

Nick Turner, University of Sheffield, Chair

Sharon K. Parker, University of New South Wales, Co-Chair

Nick Turner, University of Sheffield, Sharon K. Parker, University of New South Wales, Beyond Compliance: Promoting Active Safety Involvement Through Work Design

Julian I. Barling, Queens University, Catherine Loughlin, University of Toronto, E. Kevin Kelloway, Saint Marys University, Job Quality and Transformational Leadership Affect Safety Behaviors and Workplace Injuries via Perceived Safety Climate, Self-Efficacy, and Cognitive Distraction

Mark Griffin, Queensland University of Technology, Andrew Neal, University of Queensland, Work Group and Individual Influences on Workplace Accidents

David A. Hofmann, Michigan State University, Frederick P. Morgeson, Texas A & M University, An Information Processing Model of Collective Failure

David E. LeGrande, Communications Workers of America, Discussant

Roundtable Session: Ad Hoc Committee on Ethnic Minority Affairs (CEMA)

The hosts of this session will provide an update on the committees activities during the last year.  Following this presentation, new committee members will be selected and new agenda items will be discussed.  All SIOP conference participants interested in minority affairs are encouraged to attend.  A reception will follow.

Beth Chung, Cornell University, Co-Host

Dana McDonald-Mann, Center for Creative Leadership, Co-Host

Analysis Issues in the Detection of Age Discrimination

Since passage of ADEA in 1967, awareness and legal challenges based on allegations of age discrimination have increased and are expected to continue to rise.  This panel will examine issues related to methods for the analysis of age discrimination and explore differences between the provisions of ADEA and those of Title VII. 

Mary Anne Lahey, American Institutes for Research, Moderator

Kevin Gilmartin, American Institutes for Research, Panelist

Barbara L. Bessey, American Institutes for Research, Panelist

Berkeley Miller, American Institutes for Research, Panelist

Organization Justice in Chinese Organizations

China provides a unique testing ground for the cross-cultural generalization of justice theory.  This symposium brings together five research teams who collected data in numerous organizations to explore important aspects of Chinas economy, and provides evidence for generalizability of Western justice theories as well as findings specific to Chinese culture.

Kaiguang Liang, Old Dominion University, Co-Chair

Donald D. Davis, Old Dominion University, Co-Chair

Kan Shi, Chinese Academy of Sciences, Xiaoxuan Li, Chinese Academy of Sciences, Perceptions of Fairness During Downsizing in Chinese State Enterprises

Chao C. Chen, Rutgers University, Shu-Cheng Chi, National Taiwan University, Jaepil Choi, Rutgers University, Coping with Compensation Disparity: Justifications by Local Chinese in Sino-Foreign Joint Ventures

Zhi-Xue Zhang, The Hong Kong Polytechnic University, Sensing Contextual Cues in Reward Allocation: The Effect of Situational Factors

Grant Ackerman, Rutgers University, Cultures Influence on Preferences for and Reactions to Elements of Procedural Justice: The Effect of Power Distance in the Peoples Republic of China and the United States

Kaiguang Liang, Old Dominion University, Donald D. Davis, Old Dominion University, Chao C. Chen, Rutgers University, The Role of Distributive and Procedural Justice in Sino-Foreign Joint Ventures

Michele J. Gelfand, University of Maryland, Discussant

1999 Ernest J. McCormick Award for Early Career Contributions:
A self-regulation model of goal-oriented cognition, affect, and
behavior in achievement contexts

A large, but fragmented, body of research addresses the role of cognition, affect, and behavior in achievement contexts that results from the dynamic interaction of goals, personality, situations, and feedback.  I will present a self-regulation model that attempts to integrate this research and highlight research needs based on the model. 

Daniel R. Ilgen, Michigan State University, Chair

Richard P. DeShon, Michigan State University, Presenter

Beyond the Demo: The Empirical Nature of Technology-Based Assessments

This session will discuss issues that have been missing from past presentations on technology procedures.  Presenters will discuss the empirical data behind the systems content along with the business needs that drove the type of innovative system that was created and implemented.  The uniqueness of each system will be stressed.

Nathan J. Mondragon, DDI, Chair

Douglas H. Reynolds, DDI, Evan Sinar, Bowling Green State University, Donald R. Scott, DDI, Anita C. McClough, Bowling Green State University, Evaluation of a Web-Based Selection Procedure

Tanja Vlug, PricewaterhouseCoopers, LLP, John E. Furcon, PricewaterhouseCoopers, LLP, Nathan J. Mondragon, DDI, Catherine Q. Mergen, PricewaterhouseCoopers, LLP, Validation and Implementation of a Web-Based Screening System in the Netherlands

Michelle A. Donovan, Terranova Consulting Group, Web-Based Attitude Surveys: Data and Lessons Learned

Robert A. Jako, Kaiser Permanente, Using Technology to Support Physicians Who Manage Physicians

Steven M. Johnson, JCPenney Company, Damian J. Stelly, JCPenney Company, Web-Based Technology at JCPenney

Fritz Drasgow, University of Illinois, Discussant

Attitudes and Stress

Explication of the Coping Goal Construct:
Implications for Coping/Reemployment

Mel Fugate, Arizona State University

Gregory E. Prussia, Seattle University

Angelo J. Kinicki, Arizona State University

This study explicates the coping goal construct and explains its role in the coping with job loss process.  Several important predictors of the reemployment coping goal are also examined.  It was found that a reemployment coping goal is an important determinant of job-search intensity and subsequent reemployment.

Staff Burnout and Patient Satisfaction: A Team-Level Analysis

Andrew N. Garman, Rush University

Patrick W. Corrigan, University of Chicago

220 staff belonging to 30 behavioral health teams completed the Maslach Burnout Inventory (MBI), a measure of staff burnout.  Results, aggregated to the team level, corresponded to average levels of satisfaction reported by the patients they served.  These relationships, and their implications for improving customer service, are discussed.

The Role of Social Interaction in a Multiple Constituencies
Approach to Organizational Commitment

Tonia S. Heffner, University of Tennessee-Chattanooga

Joan R. Rentsch, University of Tennessee-Knoxville

Survey responses from 154 participants were used to examine and provide support for a multiple constituency process model of social interaction as a predictor of affective commitment.  Comparative analyses showed significant differences between affective and continuance commitment depending on the employees foci of commitment.

Affective Experience at Work: A Test of Affective Events Theory

Andrew G. Miner, University of Illinois

Charles L. Hulin, University of Illinois

A recent model of the operation of job attitudes and emotions, affective events theory (Weiss & Cropanzano, 1996), predicts that cognitive evaluations of work and affective reactions at work should be related to different kinds of work behaviors.  Empirical data were found to fit the predictions of this model.

Needs, Self-Regulation, and Risk Preference

Avraham N. Kluger, Hebrew University

The basic needs of security and self-actualization are argued to underline self-regulatory focus: prevention focus and promotion focus, respectively.  Prevention focus is linked with risk aversion and promotion focus with risk seeking, unless failure becomes salient.  Two experiments corroborated the hypotheses, thus linking works in industrial psychology with other fields.

Antecedents and Correlates of Three Components of Commitment:
A Meta-Analysis

David J. Stanley, University of Western Ontario

John P. Meyer, University of Western Ontario

Lynne Herscovitch, University of Western Ontario

Laryssa Topolnytsky, University of Western Ontario

We conducted meta-analyses to estimate relations for hypothesized antecedent and correlates of affective, continuance and normative organizational commitment.  Findings were generally consistent with prediction based on Meyer

and Allens (1991; 1997) three-component model.  Moderator analyses revealed both similarities and differences between studies conducted within and outside North America.

Commitment to Organizational Change: Extension of a Three-Component Model

Lynne Herscovitch, University of Western Ontario

John P. Meyer, University of Western Ontario

This research examined the generalizability of Meyer and Allens (1991, 1997) three component model of commitment to the domain of organizational change.  The new measures of affective, continuance, and normative commitment to change were reliable, reflected distinguishable constructs, and related differentially to employee behavior in the context of change.

Organizational Citizenship Behavior in the Employee and
Customer Satisfaction Relationship

Brian P. Adcock, University of South Florida

Organizational citizenship behavior (OCB) was posited as a possible behavioral connection between employee attitudes and customer satisfaction.  This hypothesis was tested using aggregated data from 147 retail stores.  Results provided support for a causal connection between OCB and organizational outcomes but did not support other hypotheses.

Normative and Contextual Antecedents of Organizational Citizenship Behavior

Melissa Gebbia,  Baruch College, CUNY

Joel M. Lefkowitz, Baruch College, CUNY

Donna E. Thompson, Baruch College, CUNY

Workgroup norms were significantly predictive of organizational citizenship behavior (OCB) after controlling for the effects of demographics, attitudinal, and dispositional variables.  Results were discussed in terms of the social-psychological work environment as a motivational influence on organizationally relevant behaviors, and the organizations potential for influencing OCB by means of normative expectations.

Job Affect, Organizational Citizenship Behavior, and Workplace Deviance

Kibeom Lee, University of Western Ontario

Natalie J. Allen, University of Western Ontario

Job affect was examined as a predictor of OCB and workplace deviance (WD).  As hypothesized, PA primarily correlated with OCB, whereas NA did so with WD.  In predicting WD, one discrete emotion, Hostility, played a far greater role than NA, suggesting the importance of measuring emotions along with general moods.

Effects on Police Officers Memories for a Simulated On-Duty Shooting Incident

Terry A. Beehr, Central Michigan University

Svetlana V. Ivanitskaya, Central Michigan University

Katherine Glaser, Central Michigan University

Dmitry A. Erofeev, Central Michigan University

Kris Canali, Central Michigan University

Experienced police officers memories were examined under three simulation conditions (participating in a shooting incident and viewing videotaped incidents with and without shooting) and two rehearsal conditions (rehearsal and no rehearsal).  Stress affected officers memories but not for the most job-relevant items (armed people); rehearsal significantly improved long-term memory.

Antecedents of Identification in Professional and Fraternal Organizations

Jorge A. Gonzalez, Texas A & M University

Lucinda Lawson, Texas A & M University

We explore the role perceived similarity with and external image of an organization has on identification in two different types of organizations: professional and fraternal.  Results indicate that external image is a significant predictor of identification in both organizational contexts; however, perceived similarity mediates this relationship in professional organizations.

Goal Orientation Effects: Roles of Depth of Processing and Task Complexity

Brad A. Chambers, Michigan State University

Debra Steele-Johnson, Wright State University

Phil Mangos, Wright State University

A laboratory study examined the joint effects of goal orientation and task complexity on performance and whether depth of processing mediated those effects.  As predicted, goal orientation and task complexity interacted in their effects, and these effects on performance were mediated by depth of processing.  Implications are discussed.

Method Effects of Positive Affectivity,
Negative Affectivity, and Impression Management

David Chan, National University of Singapore

The method effects of positive affectivity, negative affectivity, and impression management on estimation of substantive relationships among work attitudes were examined.  Latent variable model comparisons that provided direct tests for the impact of these three method effects indicated that the impact was trivial.

Achievement Motivation and the Five-Factor Model of Personality

Rose Mueller-Hanson, Colorado State University

George C. Thornton, Colorado State University

The relationship between achievement motivation and personality is examined.  Achievement motivation is found to be a multi-faceted construct that is not encompassed by the five-factor model of personality.  Evidence for the reliability and validity of a new measure of achievement motivation, the International Test of Achievement Motivation, is presented.

The Impact of Coping and Self-Efficacy on Stressor-Strain Relations

Steve M. Jex, University of Wisconsin-Oshkosh

Paul D. Bliese, Walter Reed Army Institute of Research

Sheri Buzzell, University of Wisconsin-Oshkosh

Jessica Primeau, University of Wisconsin-Oshkosh

The present study examined whether coping style influences the impact of self-efficacy on stressor-strain relations.  Data collected from 2,144 U.S. Army personnel revealed self-efficacy is most likely to moderate stressor-strain relations when accompanied by frequent use of active coping, and infrequent use of avoidance coping.

Augmenting Means Efficacy to Improve Service Performance
Among Computer Users

Dov Eden, Tel Aviv University

Rachel Granat-flomin, Tel Aviv University

Means efficacy is belief in the tools available.  Experimental employees were told they were getting a computer system proven to be the best; controls got the same new system with no treatment.  Means efficacy increased more among experimental employees.  The experimental branches surpassed the controls in posttest service time performance.

The Relationship of Emotional Exhaustion to
Performance and Citizenship Behaviors

Russell S. Cropanzano, Colorado State University

Zinta S. Byrne, Colorado State University

We investigated the relationship between emotional exhaustion and supervisory commitment, organizational commitment, turnover intentions, performance, and citizenship behaviors.  All of these relationships were significant except one.  In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and psychological well-being.

Self-Organizing Maps and Commitment Profiles

Mark J. Somers, New Jersey Institute of Technology/Rutgers University-Newark

Commitment profiles were studied using three forms of commitment to the organization (affective, continuance, and normative) and two clustering techniques (k-means clustering and self-organizing maps).  Meaningful commitment profiles were identified only by the self-organizing map and included four groups: committed stayers, moderately committed stayers, committed leavers, and the uncommitted.

Influences on Job Satisfaction for Workers with Hearing Loss

Paul D. Geyer, University of Arkansas

For workers with hearing loss (n = 194), a multivariate model accounted for 58% of job satisfaction variance.  Results suggest that antecedents of job satisfaction identified for the general population contributed to the prediction of job satisfaction for workers with hearing loss even though, for some variables, such generalizability was debatable.

Effects of Current Mood States on the Measurement of Job Satisfaction

Amanda Julian, Bowling Green State University

Shahnaz Aziz, Bowling Green State University

Jeffrey M. Stanton, Bowling Green State University

Patricia C. Smith, Bowling Green State University

Gwenith G. Fisher, Bowling Green State University

Paul Thoresen, Bowling Green State University

Previous literature has demonstrated that an individuals current mood state influences self-reports of various attitudes.  In the present study, we investigate the relationship between current mood state and behavioral responses to a facet job satisfaction questionnaire.  Results are discussed in terms of the heuristic-systematic model of attitude formation and change.

The Stress-in-General Scale: Exploration and Validation

Gwenith G. Fisher, Bowling Green State University

Jeffrey M. Stanton, Bowling Green State University

Paul Thoresen, Bowling Green State University

Amanda Julian, Bowling Green State University

Evan Sinar, Bowling Green State University

Shahnaz Aziz, Bowling Green State University

William K. Balzer, Bowling Green State University

Patricia C. Smith, Bowling Green State University

The stress-in-general (SIG) scale has appeared in published studies even though the scale itself has not had its own published validation.  The present research tests a new item, explores the role of negative affect in responses to SIG, and adds to the body of validation evidence about this measure.

An Investigation into the Dimensionality of Organizational Justice

Timothy P. McGonigle, American Institutes for Research

Neil M. A. Hauenstein, Virginia Tech

While research supports the importance of organizational justice, basic questions about the psychometric characteristics of justice remain.  This study compares four theoretical models of organizational justice, supporting none.  A three-factor exploratory model of justice (Procedural Justice, Distributive Injustice, General Justice) was uncovered.  Implications for future research are discussed.

A Dynamic Look at Union Commitment and Participation

Daniel A. Newman, Pennsylvania State University

Kimberly L. Erickson, Pennsylvania State University

Tracey E. Rizzuto, Pennsylvania State University

Using a 4-year longitudinal sample of schoolteachers, a series of multivariate nested models reveal differential interrelations of union participation with subscales of loyalty, responsibility, and willingness to participate (Kelloway, Catano, & Southwell, 1992) (N = 653).  Only willingness predicts future participation, consistent with the theory of behavioral intentions (Fishbein & Ajzen, 1975).

Acute and Chronic Job Stressors: Does Coping Style Buffer
Their Negative Outcomes?

Arla L. Day, Saint Marys University

Holly Livingstone, Saint Marys University

The joint effect of acute and chronic stressors on health symptoms, and the direct and moderating impact of positive and negative coping styles, were examined.  Stressors and negative coping styles were directly related to symptoms.  Overall, two coping interactions (role insufficiency by problem-focused; traumatic events by denial/disengagement) were significant.

Job Involvement: Job Attitude or Strength-Related Property of
Job Satisfaction?

Joseph Huff, Northern Illinois University

Chris P. Parker, Northern Illinois University

Robert Altmann, Northern Illinois University

Boris B. Baltes, Wayne State University

The I-O psychology literature has conceptualized job involvement as a distinct job-related attitude.  In contrast, traditional attitudes research has defined involvement as an attitudinal property that assesses attitude strength.  This study compares the efficacy of these two contradictory perspectives of job involvement in the prediction of work-related outcomes from job satisfaction.

Goal Orientation as a Moderator of the Feedback-Performance Relationship

Scott Tonidandel, Rice University

Robert L. Dipboye, Rice University

Task-involvement and ego-involvement were manipulated to determine the moderating effects of goal-orientation.  Task-involved individuals performed well regardless of the presence of feedback.  In contrast, ego-involved individuals only performed well when they received feedback.  Also, task-involved individuals were able to acquire task relevant information even when they did not receive feedback.

The Moderating Effect of Value of Voice: A Field Study

Derek R. Avery, Rice University

Miguel A. Quiones, Rice University

This study examines individuals values of voice as a potential moderator of the voice effect on fairness.  The relationships between procedural fairness and several facets of satisfaction are assessed.  Results show that value of voice moderates the voice effect and that fairness is significantly related to various facets of satisfaction.

The Antecedents of Accident Prevention Among Individuals at Risk

James D. Westaby, Columbia University Teachers College

Barbara C. Lee, Marshfield Medical Center

John M. Perez, Columbia University

This study examined the antecedents of accident prevention among 5,926 young adults at risk.  Results indicated that work, participation in safety campaigns, self-esteem, and leadership self-concept are significantly related to safety cognitions: safety knowledge, safety consciousness, and risk taking.  Safety cognition variables directly predicted accident prevention and mediated other variables.

Negative Affectivity and Job Satisfaction in Role Theory: A Meta-Analysis

Amy R. Cooper, Florida International University

Chockalingam Viswesvaran, Florida International University

Juan I. Sanchez, Florida International University

Correlations reported in the literature were cumulated to test alternate models for the effects of negative affectivity on the role conflict -(role ambiguity)-job satisfaction relationship.  Of the nine meta-analyses conducted, correlational data was found in support of direct effects and mediational models, but not of other models.

An International Study of Work Locus of Control and Well-Being

Paul E. Spector, University of South Florida, USA

Cary L. Cooper, University of Manchester, UK

Juan I. Sanchez, Florida International University, USA

Peggy Bernin, National Institute for Psychosocial Factors and Health, Sweden

Andr Buessing, Technical University of Munich

Peter M. Hart, University of Melbourne, Australia

Karen Miller, University of the Witwatersrand, South Africa

Michael P. ODriscoll, University of Waikato, New Zealand

Gabrielle M. Ostrognay, Social Research Consultants, Australia

Milan Pagon, University of Ljubljana, Slovenia

Horia D. Pitariu, University Babes-Bolyai, Romania

Steven Poelmans, University of Navarra, Spain

Phanikiran Radhakrishnan, University of Texas-El Paso

Vladimir Salamatov, Ukrainian Academy of Public Administration, Ukraine

Jesus F. Salgado, University of Santiago de Compostela, Spain

Satoru Shima, Tokyo Keizai University, Japan

Oi Ling Siu, Lingnan University, Hong Kong

Tres Theorell, Karolinska Institute Stockholm, Sweden

Peter Vlerick, University of Ghent, Belgium

Maria Widerszal-Bazyl, Central Institute for Labor Protection, Poland

Mina Westman, Tel Aviv University, Israel

Paul T. P. Wong, Trinity Western University, Canada

Shanfa Yu, Henan Institute of Occupational Medicine, China

Managers from 24 diverse countries/provinces were compared on their work locus of control, job satisfaction, psychological strain and physical strain.  Scales showed good internal consistencies across translations.  There were significant country differences on all four variables.  Locus of control correlations with the other variables were mostly consistent across countries/provinces.

Vacation, Burnout, and Absenteeism

Mina Westman, Tel Aviv University

Dalia Etzion, Tel Aviv University

Merav Aharon-Madar, Tel Aviv University

We examined the impact of vacation on strain on 87 employees who completed questionnaires before and after vacation and again 4-weeks later.  We found declines in burnout immediately after the vacation and a return to pre-vacation levels 4-weeks later.  We found a similar pattern with regard to absenteeism.

The Roles of Self-Efficacy and Task Complexity in the Relationships among Cognitive Ability, Conscientiousness, and Task Performance:
A Meta-Analytic Examination

Gilad Chen, George Mason University

Wendy J. Casper, Caliber Associates

Jos M. Cortina, George Mason University

This study examined meta-analytically the relationships among cognitive ability, conscientiousness, self-efficacy, and task performance, as moderated by task complexity.  Results indicated that self-efficacy mediates the relation

ships of cognitive ability and conscientiousness with performance on simple tasks, but not on complex tasks.  Implications and directions for future research are discussed.

The Influence of Job Satisfaction and Organizational Commitment on
Turnover Intentions of Employed Managers

Lisa M. Moynihan, Cornell University

Wendy R. Boswell, Cornell University

John W. Boudreau, Cornell University

This research examined the influence of job satisfaction and three dimensions of organizational commitment on the turnover intentions of high-level managers.  Job satisfaction and commitment dimensions were hypothesized to predict turnover intentions.  Results supported these hypotheses.  Continuance commitment and affective commitment predicted turnover intentions after accounting for the linear effects of satisfaction.

Organizational Outcomes of Stress: Role of Job Satisfaction and OCBs

Deidre Wasson, Michigan State University

Kerry A. Delbridge, Michigan State University

Employee stress has long been considered an important individual construct, but its links to organizational outcomes have been less carefully defined.  The results of this field study support a model where job satisfaction mediates the relationship between work and family stress and three types of organizational citizenship behaviors (OCBs).

The Impact of Situational and Dispositional Achievement Goals on Performance

Carolyn M. Jagacinski, Purdue University

Jennifer L. Hurt, Purdue University

Matthew H. Reider, Purdue University

In a laboratory study we investigated the effects of dispositional goal orientations, perceived ability, and task- versus ego-involving instructions on brainstorming performance.  As predicted, perceived ability interacted with instruction.  Perceived ability more strongly related to performance with ego-involving than task-involving instructions.  Task orientation also interacted with the instruction.  Implications are discussed.

Competitiveness, Not Competition, Appears to Matter in Goal-Setting Situations

Verlin B. Hinsz, North Dakota State University

Competition was manipulated and competitiveness was measured in a goal-setting situation.  The predicted influence of competition on performance and goal commitment was not found.  The competitiveness measure predicted performance and goal commitment.  The distinction between competition and competitiveness is important for reconciling inconsistent findings in goal research involving competition.

When Increasing Self-Efficacy Decreases Performance: An Experimental Study

Jeffrey B. Vancouver, Ohio University

Charles Thompson, Ohio University

A previous study (Vancouver, Williams, & Thompson, 1999) found a negative effect between self-efficacy and subsequent performance when the analysis was conducted within participants across time.  The present study comple

ments the previous by manipulating self-efficacy via past performance, providing strong evidence for a causal link for the negative relationship.

Assessing Equivalence of Subordinates Ratings of
Primary and Matrix Supervisors

Michael Horvath, Michigan State University

Robert E. Ployhart, University of Maryland

Ann Marie Ryan, Michigan State University

L. Allen Slade, Microsoft Corporation

The measurement equivalence of subordinates perceptions of direct and matrix supervisors was examined.  Results suggest subordinates develop distinct perceptions for each supervisor but on comparable metrics.  The same supervisor is evaluated differently depending on role (i.e. primary / matrix supervisor), but on comparable metrics.  Implications for matrix organizations are discussed.

Organizational Learning: Does It Lead to Employee Well-Being?

Lois E. Tetrick, University of Houston

Nancy Da Silva, University of Houston

Allan P. Jones, University of Houston

Jason Etchegaray, University of Houston

Kelley J. Slack, University of Houston

Jean K. Latting, University of Houston

Mary H. Beck, University of Houston

Initial evidence suggests organizational learning can have positive effects for employees by reducing role ambiguity and role conflict and increasing perceived well-being.  Shared vision, team learning, and personal mastery-general predicted role ambiguity.  Mental models and personal masterygeneral predicted role conflict.  Both personal masterygeneral and personal mastery-job predicted perceived well-being.

Positive and Negative Affectivity/Affect Relationships to
Stressors, Strain, and Outcomes

Lois E. Tetrick, University of Houston

Anika Gakovic, University of Houston

The relationships of positive (PA) and negative affectivity (NA) with autonomy, role perceptions, burnout, work exhilaration, work excitement, commitment, satisfaction, depression and anxiety were examined.  PA generally correlated with positive constructs; NA related with negative constructs.  However, PA correlated with several of the negative constructs and both correlated with depression and anxiety.

Driving Toward Scientist/Practitioner Alignment: Discussing the Undiscussibles

The potential impact of greater synergy amongst scientists and practitioners in I-O Psychology could be enormous.  However, the gap between these two groups continues to grow wider.  This session uses a unique discussion methodology to identify top barriers to synergy amongst scientists and practitioners, and to generate actionable solutions.

David L. Binder, Chase Manhattan Bank, Co-Host

Jack Gordon, Prudential Insurance, Co-Host

Reception: Ad Hoc Committee on Ethnic Minority Affairs (CEMA)

All SIOP conference participants are invited to attend this reception.  This is an excellent opportunity to meet others with similar interests and to learn more about this committee.

Beth Chung, Cornell University, Co-Host

Dana McDonald-Mann, Center for Creative Leadership, Co-Host

Perspectives on Team Coaching

This symposium focuses on team coachingthat is, on how team members can be helped to work together in ways that foster excellent performance through hands-on interactions with a coach.  The purpose of this symposium is to explore the areas of convergenceand the major divergencesamong four conceptually distinct approaches to the coaching of teams.  Special attention will be given to (a) the conceptual basis of each approach, (b) its behavioral focus, (c) how it deals with temporal issues, (d) and the state of empirical evidence about it.

J. Richard Hackman, Harvard University, Chair

Judith L. Komaki, Baruch College, CUNY, Presenter

Steve W. J. Kozlowski, Michigan State University, Presenter

James Phills, Yale University, Presenter

Ruth Wageman, Dartmouth College, Presenter

Student Conversation Hour: Meet the Executive Committee

All student SIOP conference participants interested in SIOP activities are encouraged to attend.  This session will provide SIOP student affiliates an opportunity to meet, exchange ideas, provide feedback, discuss ways to increase student contributions, and generally get involved in SIOP.

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

 

 

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