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Sunday Schedule

 

Coffee Break: Sunday, 7:30 - 8:00     Regency Foyer/French Market

 

176. Symposium: Sunday, 8:00 - 9:50                                           Cabildo B

The Occupational Information Network: Applications for Organizations

The Occupational Information Network (O*NET) has been developed by the Department of Labor to replace the Dictionary of Occupational Titles.  It provides a new structure for defining and assessing work and enables the investigation of a broad range of important HR issues.  This symposium addresses leading-edge applications of O*NET for addressing important organizational and worker effectiveness issues.

Ronald C. Page, Page & Associates, Chair

Stephen G. Atkins, O*Net, Donald W. Drewes, North Carolina State University, James W. Tarantino, Nortel, Displaced Workers and Outplacement Using the National Occupational Information Network

Rodney A. McCloy, HumRRO, Gordon W. Waugh, HumRRO, Gina J. Medsker, HumRRO, Gary W. Carter, Personnel Decisions Research Institute, David Rivkin, U.S. Department of Labor, Phil Lewis, U.S. Department of Labor, Development of Two Measures of Work Values

Soo Min Toh, Texas A & M University, Frederick P. Morgeson, Texas A & M University, Michael A. Campion, Purdue University, High Performance Work Practices: The Link to Organizational Values

Ronald C. Page, Page & Associates, The Application of O*NET Work Styles for Selection and Development

Edward L. Levine, University of South Florida, Discussant

177. Panel Discussion: Sunday, 8:00 - 9:50                          Esplanade B

Applied I-O Career Choices: An RJP

A graduate degree in I-O psychology prepares students for the technical expertise required in the business world.  Choosing a career in consulting or industry requires an understanding of the reality of each.  Panelists will present the benefits and challenges associated with the career choices they made and answer audience questions.

Catherine Q. Mergen, PricewaterhouseCoopers, LLP, Co-Chair

Brian J. Ruggeberg, Assessment Solutions, Inc., Co-Chair

Laura S. Hamill, Microsoft Corporation, Panelist

Johanna M. Merritt, GE Capital First Factors, Panelist

Christopher T. Rotolo, Sirota Consulting, Panelist

Lyse Wells, Conexant Systems, Inc., Panelist

Tonya A. Miller, Old Dominion University, Moderator

178. Symposium: Sunday, 8:30 - 9:50                                           Cabildo A

The Measurement of Complex Constructs in I-O Psychology:
Issues and Challenges

Four papers are presented that provide insight into the measurement of relatively complex constructs of recent interest in the I-O psychology literature.  Topics covered include an examination and evaluation of a frequency-based approach to personality measurement, an assessment of multiple methods for measuring team member schema similarity, the use of conditional reasoning to measure aggression, and concerns with the application of different measurement models in confirmatory factor analysis.

R. Thomas Ladd, University of Tennessee, Chair

David J. Woehr, University of Tennessee, Natasha A. Hudspeth, Texas A & M University, Bryan Edwards, Texas

      A & M University, Examination and Evaluation of Frequency Estimation Based Personality Measurement

Joan R. Rentsch, University of Tennessee, Darcy Menard, Wright State University, Multiple Methods for Assessing Team Member Schema Similarity: Measuring the Seemingly Unmeasurable

Lawrence R. James, University of Tennessee, Use of Conditional Reasoning to Measure Aggression

Charles E. Lance, University of Georgia, Steven E. Scullen, North Carolina State University, Have the Merits of the CU Model for MTMM Data Been Overstated?

Jos M. Cortina, George Mason University, Discussant

179. Symposium: Sunday, 8:30 - 9:50                                          Poydras A

Considering the Role of Identity in Organizations from Diverse
Vantage Points: Different Types, Different Levels of Analysis

Identity (e.g., ethnic, organizational) is an important variable to consider when examining organizational and individual responses to demographic changes and globalization.  Relationships between organizational outcomes and various types of identity are considered at diverse levels of analysis (e.g., dyadic, group, organizational). 

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

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

Donna Chrobot-Mason, University of Colorado-Denver, Understanding the Interaction Effect of Manager and Employee Ethnic Identity on the Quality of Cross-Race Dyadic Work Relationships

C. Douglas Johnson, University of Georgia, Dan A. Mack, University of Tennessee-Chattanooga, Kecia M. Thomas, University of Georgia, Anthony G. Parisi, University of Georgia, Troy Dwayne Green, University of Georgia, Looking at Ethnic Identity Across Groups for Measurement Equivalence

Christopher Robert, University of Missouri-Columbia, Organizational Reflections of Sociocultural Identity: Measuring Organizational Individualism and Collectivism

Kecia M. Thomas, University of Georgia, Discussant

180. Symposium: Sunday, 8:30 - 9:50                                          Poydras B

Employee, Manager, and Applicant Reactions to Human Resource Practices

While much research has examined applicant reactions to selection practices, reactions to other human resource practices remain under-researched.  This symposium brings together researchers examining employee, manager, and applicant reactions to human resource practices and provides directions for future research in this area. 

Wendy J. Casper, Caliber Associates, Co-Chair

Donald M. Truxillo, Portland State University, Co-Chair

Rita Lazzarini, George Mason University, Wendy J. Casper, Caliber Associates, Reactions to a Promotion System: Perceptions of Validity

Donald M. Truxillo, Portland State University, Talya N. Bauer, Portland State University, Matthew E. Paronto, Portland State University, Reactions to Employer Alcohol Treatment Programs

Lucy R. Ford, Virginia Commonwealth University, Karen Locke, College of William and Mary, Manager and

Wendy J. Casper, Caliber Associates, Reactions to Work/Life Benefits: Their Effects on Organizational Attractiveness

Ann Marie Ryan, Michigan State University, Discussant

181. Symposium: Sunday, 8:30 - 9:50                                             Gentilly

Approaches and Outcomes to Shiftwork Scheduling:
How will they Change in the New Millennium?

This panel of practitioners and academic researchers will question the efficacy of popular approaches to shiftwork research (i.e., circadian rhythm disruption).  Based on empirical data and insights from the field, possible multivariate models will be considered.  The opportunities for I-O psychologists to contribute to this area will be discussed.

Vishwanath Baba, Concordia University, Chair

Scott A. Davies, Ohio State University, Evaluating Shiftwork Schedules: More Than Sleep Disturbances

Donald I. Tepas, Connecticut Transportation Institute, Workwear: A Glimpse at the Tools Needed to Solve the Work Scheduling Problems of Today and Tomorrow

Susan A. Walker, Federal Express Corporation, Richard Diamant, Federal Express Corporation, Absolutely, Positively Overnight: A Practical Perspective on Shift Work Issues from Federal Express

182. Practitioner Forum: Sunday, 8:30 - 9:50                     Esplanade A

Making the Transition from Consulting to Corporate HR:
New Themes and Best Practices for a Brave New World

While making career changes is common, making a successful transition is not always easy.  In this forum, practitioners will discuss critical issues they face in their roles as corporate human resource executives that were not prevalent in their previous consulting roles.  Additionally, discussants will highlight the essential skills needed to be successful in this new arena. 

Darren E. Hart, Bearcom, Chair

Darren E. Hart, Bearcom, Parachute Landing on an Island Called Corporate Human Resources

Karen L. Kendrick, The Walt Disney Company, Moving at the Speed of Light: New HR Work & Skills for the

Anthony A. McBride, Bristol Myers Squibb, Generalist as Consultant

Susanne P. Reilly, Chase Manhattan Bank, The Internal Consultant: Using Strategic HR to Drive Results

183. Practitioner Forum: Sunday, 8:30 - 9:50                     Esplanade C

Societal Impact on Organizations: The Wave of the Future

Societal changes are impacting human resource programs.  Worker expectations and demands are continually evolving in accordance with societal events.  These papers will discuss how recruitment, selection, promotion, and retention strategies have been affected by the expectations of three generations, and will discuss how these processes must adapt for the future.

Elaine M. Engle, FBI, Chair

Gary Rice, FBI, Transformation of the Applicant Pool: Will the True Applicants Please Stand Up?

Russell E. Lobsenz, FBI, Kerrie Q. Baker, FBI, The Generation Y-Files: Clarifying Job Expectations for FBI

Patrick M. Maloy, FBI, Integrity in Law Enforcement: Are Our Expectations Too High or Too Low?

Elizabeth B. Kolmstetter, FBI, Discussant

184. Poster Session: Sunday, 8:30 - 9:50                        French Market

Gender, Aging, Absence, Careers, and Work/Family

184-1

2000 John Flanagan Award for Best Student Contribution to
the SIOP Conference: Leisure, Social, and Volunteer
Activities as Sources of Work-Related Skills

Kristen Horgen, Personnel Decisions Research Institute/University of South Florida

Mary Ann Hanson, Personnel Decisions Research Institute /University of South Florida

Walter C. Borman, Personnel Decisions Research Institute /University of South Florida

U. Christean Kubisiak, Personnel Decisions Research Institute /University of South Florida

This poster describes the development of a taxonomy to organize leisure, volunteer and social activities and research to link these activities with work-related skills.  Results indicated that there are work-related skills involved in many of these activities.  By examining these non-work experiences, additional work-related skills can be identified and used to help match people with jobs.

184-2

Job Search Behavior, Turnover Intentions, and Voluntary Employee Turnover

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

Dee Birnbaum, Rhodes College

The relative predictive efficacy of turnover intentions and job search behavior with respect to voluntary turnover was assessed.  Results indicated that only active job search behavior is directly predictive of turnover and raised questions about the use of turnover intentions as a surrogate for turnover behavior.

184-3

Predictors of Executive Job Search Across National Boundaries

Wendy R. Boswell, Cornell University

John W. Boudreau, Cornell University

This research investigates the influence of personality, motivational, human capital, and demographic variables on job search behaviors in a sample of employed Western European managers.  Results indicated that situational characteristics (e.g., tenure, compensation level) and enduring traits (e.g., extraversion) are important predictors of search behaviors.

184-4

Breaking the Glass Ceiling: The Effects of Powerful Communication

Lorraine K. Nettles, Illinois State University

Karen B. Williams, Illinois State University

Cynthia R. Nordstrom, Illinois State University

The glass ceiling was explored in an employment interview context.  Hotel employees viewed one of eight videotaped managerial interviews representing unique combinations of candidate race, gender, and communication style.  Respondents rated candidates managerial potential.  African American females using powerful communication were rated most favorably.  Implications for managerial development are discussed.

184-5

Legal Conceptualizations of Sexual Harassment:
Landmarks, Controversies, and Implications

Patrick M. McCarthy, George Mason University

While sexual harassment has received increasing attention, substantial confusion remains.  Its very existence as a topic of study and public policy is rooted in the law.  Further, this past year yielded an unprecedented number of Supreme Court decisions.  This paper examines ambiguities, potential paradigms, and implications of sexual harassment law.

184-6

Evaluating Sex Discrimination Claims: Is There a Same Sex Bias?

Teri J. Elkins, University of Houston

James S. Phillips, University of Houston

Robert Konopaske, University of Houston

Joellyn Townsend, Assessment Solutions, Inc.

A laboratory experiment examined same sex biases in mock jurors evaluations of discrimination allegations made by female and male plaintiffs.  Female jurors utilized information regarding the plaintiffs gender more than male jurors did in their evaluations.  This same sex bias among female jurors was greatest under conditions of evidential ambiguity.

184-7

Mental Disability Claims Under the Americans With Disabilities Act

Ted Shore, Kennesaw State University

Recent court cases that involved mental disability claims under the Americans with Disabilities Act were reviewed.  Overall, employers prevailed in the vast majority of cases.  Employees face several difficult challenges including demonstrating that they are both disabled and otherwise qualified.  Employer challenges and responsibilities and the role of human resources management were also discussed.

184-8

A Meta-Analytic Review of Gender Differences in
Perceptions of Sexual Harassment

Maria Rotundo, University of Minnesota

Dung-Hanh Nguyen, California State University-Long Beach

Paul R. Sackett, University of Minnesota

We report a meta-analysis of 66 studies of gender differences in harassment perceptions.  An overall d of .31 was found showing that women are more likely than men to perceive behaviors as harassing.  The male-female difference was larger for more ambiguous behaviors and when there was no power differential between harasser and harassee.

184-9

Internet Recruiting: An Agenda for Investigating Effectiveness and
Legal Implications

Stanley B. Malos, San Jose State University

Although the use of internet recruiting has expanded at a phenomenal rate in recent years, fairly little is known about its relative effectiveness for achieving desired organizational outcomes.  This paper offers a preliminary research agenda for investigating the effectiveness of internet recruiting from both legal and practical points of view.

184-10

The Role of Work-Related Factors in Retirement Adjustment

Mary Anne Taylor, Clemson University

Kenneth S. Shultz, California State University-San Bernardino

Peter E. Spiegel, California State University-San Bernardino

Robert F. Morrison, Navy Personnel Research & Development Center

Jenifer King Greene, Clemson University

Attachment to ones former occupation and expectations regarding retirement were proposed as predictors of the adjustment of military retirees.  While results suggested that occupational attachment had a minimal impact, expectations of civilian life emerged as significant predictors of satisfaction with life after military retirement.

184-11

Differences in Turnover Intentions Between First-Year Exempt and
Non-Exempt Employees

Robert Ball, Western Kentucky University

Alan G. Walker, First Tennessee Bank

Reagan D. Brown, Western Kentucky University

Research is presented revealing differences in determinants of turnover intentions between exempt and non-exempt employees.  Specifically, measured variable path analysis revealed overall satisfaction to be a direct determinant of turnover intentions for both groups.  However, differences were found for related support, pay, culture, training/advancement, leadership, and vision/mission.

184-12

Building an Employee-Friendly Workplace Through Climate
and Scheduling: Reducing Absenteeism

Adam Stetzer, Nucleus, LLC

Dru D. Fearing, Nucleus, LLC

Gary R. Cunningham, Nucleus, LLC

Edward L. Anderson, Nucleus, LLC

Recent literature has demonstrated that flexible scheduling and organizational climate interventions impact absenteeism.  In the current study, it was hypothesized that these factors would jointly influence absenteeism.  Data from 36 call center teams of a utility company suggest that an interaction between climate and flexible scheduling best predicts absence behavior.

184-13

After the Fall: Layoff Victims Trust and Cynicism in Re-Employment

S. Douglas Pugh, San Diego State University

Daniel Skarlicki, University of British Columbia

Brian S. Passell, University of Georgia

The impact of psychological contract breach by a former employer on attitudes toward a new employer was examined in a sample of layoff victims.  Breach was negatively related to trust in new employer, and positively related to employee cynicism.  Perceptions of contract violation fully mediated the relationship between breach and employee attitudes.

184-14

Exploring the Effects of Job Insecurity on Employee
Safety Motivation and Compliance

Tahira M. Probst, Washington State University

Ty LaRue Brubaker, Washington State University-Vancouver

Job insecurity research has primarily focused on attitudinal, behavioral, and psychological outcomes.  This study of 168 food-processing plant employees explores the relatively uncharted relationship between job insecurity and safety outcomes.  Results indicate employees who report high perceptions of job insecurity also exhibit decreased safety motivation and compliance.

184-15

Survivor Reactions to Organizational Downsizing:
An Application of Threat Rigidity

Amy L. Unckless, Towers Perrin

Survey methodology (N=74) was used to explore survivor reactions to downsizing from a threat rigidity perspective.  Psychological contract violation predicted job insecurity (i.e., threat), which in turn predicted attitudinal and behavioral rigidity responses (e.g., high organizational cynicism, low affective commitment, and low incidence of citizenship behavior).  Implications for research and practice are discussed.

184-16

The Effects of Outplacement on Reemployment of Laid Off Workers

Ans De Vos, Vlerick Leuven Gent Management School

Dirk Buyens, University of Gent/Vlerick Leuven Gent Management School

Although research on downsizing emphasizes the importance of counseling laid off workers in coping with their layoff, little is known about the effects outplacement programs can have.  Following an outplacement program after being laid off was found to be positively related to quantitative and qualitative indicators of reemployment. 

184-17

Gender Stereotypes and Leadership Effectiveness Ratings:
A Diagnostic Ratio Approach

Richard F. Martell, Montana State University

Aaron DeSmet, Columbia University

This study measured stereotypic judgments from a Bayesian perspective in an effort to identify the key leadership behaviors on which women managers are seen less favorably, more favorably and no differently than men managers.  To circumvent the changing standards problem endemic to evaluative ratings, diagnostic ratios were calculated.

184-18

Assessing the Nature of Perceptions of Disabled Workers

Adrian Thomas, Louisiana Tech University

Alison J. Donnell, Louisiana Tech University

Jerry K. Palmer, Southeastern Louisiana University

Past research and scale development assumes that perceptions of the disabled are unidimensional.  A modified policy capturing technique found that three dimensions (overtness, risk, and response) underlie students perceptions of the disabled.  These dimensions predicted various criteria across disabilities, but were much less predictive within disabilities.

184-19

Mid-Career Female MBA Graduates: Differences Between
Line and Staff Managers

Janice L. Kalin, MDA Consulting Group, Inc.

Differences between 253 mid-career female MBAs in line or staff positions were examined.  This study differs from most as it compares women only, examining differences in their work and personal lives and satisfaction derived from each.  A primary purpose was to examine the relationship between position and level attained.

184-20

Quiet Cooperator or Smooth Operator: Gender and OCBs

Chera L. Haworth, University of Akron

Daniel J. Svyantek, University of Akron

Scott A. Goodman, Saville & Holdsworth Ltd.

This paper examines gender-based differences in using climate variables to predict supervisor rated organizational citizenship behavior (OCB).  Some significant differences were found, and interesting trends are discussed.  Results are discussed in terms of social role theory (Eagly & Crowley, 1986).

184-21

Effects of Disability, Assistive Technology, and
Work Outcome on Performance Evaluation

Donald A. Hantula, Temple University

Christopher Winklespecht, Temple University

Steven E. Stern, University of Pittsburgh-Johnstown

Investigated disability, assistive technology, and outcome on attributions and performance evaluation.  Disability condition had mixed effects compared to non-disabled employees.  Technology use had a few weak effects on attributions and evaluation.  Successful outcome was strongly associated with higher ratings overall.

184-22

LMX Revisited: International Assignments and the Female Expatriate

Arup Varma, Loyola University Chicago

Linda K. Stroh, Loyola University Chicago

Stacey J. Valy, Loyola University Chicago

Over the years, researchers and practitioners have expressed concern at the low number of females in expatriate assignments.  Results of this initial empirical study suggest that LMX quality may play a major role in expatriate selection.  Implications for organizations and suggestions for future research are also presented.

184-23

Gay and Proud: A Field-Study Approach to Examining
Hiring Discrimination Against Homosexual Individuals

Jessica Bigazzi Foster, Rice University

Laura M. Mannix, Rice University

Michelle Hebl, Rice University

Much of the research documenting workplace discrimination against homosexual individuals has been through self-report data.  This research adopts a field study approach and examines the foundations of this discrimination.  Findings reveal that discrimination is present and detectable, but may be restricted to nonverbal indicators.

184-24

Effects of Sex Composition on Group Performance: Are They Experienced?

Jeffery A. LePine, University of Florida

Robert E. Wild, University of Florida

This study of 19 student groups examines effects of sex composition on group performance as a function of group experience (four projects over one semester).  Diversity in terms of members sex was negatively related to initial group performance.  Over time this effect was reversed such that diversity promoted group performance. 

184-25

Effects of Work Values on Interest-Job Preference Fit across Cultures

Star Soh, Ohio State University

Job preference and vocational choice studies have been dominated by person-vocation fit research based on Hollands (1959) vocational interest types.  Little is known about how work values and vocational interests compete to affect fit.  Cognitive/intrinsic work values were found to add incremental variance to fit across two culturally different samples.

184-26

Relations Between Coping and Important Work-Family Outcomes

Nancy B. McCarthy, George Mason University

Ted Gessner, George Mason University

Louis C. Buffardi, George Mason University

The relationships that exist between coping patterns and work-family conflict, general well-being, and job satisfaction were explored.  Significant differences were found among the coping patterns on all three variables.  Further, it was found that gender impacted some coping patterns and may moderate some relationships between coping and the outcome variables. 

184-27

Family Life Cycle and the Job Satisfaction-Life Satisfaction Relationship

Roy Gunnarsson, University at Albany, SUNY

Kevin J. Williams, University at Albany, SUNY

In this study, family life cycle was examined as a possible moderator of the relationship between job and life satisfaction.  Results showed that the job satisfaction-life satisfaction relationship was stronger for single workers than married workers with children.  This relationship was qualified by gender and geographic location.

184-28

The Effect of Work and Family Centrality on Role Boundary Permeability

Meredith A. Auerbach, University at Albany, SUNY

Kevin J. Williams, University at Albany, SUNY

This study examined the effect of role centrality on work and family boundary permeability and affective reactions to work to family and family to work intrusions.  Work centrality was positively related to family boundary permeability.  Role centrality also influenced the degree of positive and negative affect experienced during interrole conflict.

184-29

Career Success Differentials between Dual-Earner Males and Females:
The Importance of Family-Position Variables

Bryan S. Schaffer, University of Georgia

Christine M. Riordan, University of Georgia

Robert D. Gatewood, University of Georgia

Garnett S. Stokes, University of Georgia

The recent increase in dual-earner couples has prompted the need to examine career success differences between males and females within this group.  The current study identifies some specific family-position variables that are suggested to partially mediate the effects of gender on earnings and number of promotions.

184-30

Dependent Care Problems, Work Disruptions and Supportive Work Environment

Mary Ann Hannigan, Wayne State University

Donna L. Cochran, Wayne State University

Research on work/life supportive work environments and work disruptions is limited.   Demographic variables were differentially related to psychological and behavioral work disruptions for both child and elder care problems.  A work environment supportive of work/life balance was not related to different work disruptions for either child or elder care problems.

184-31

Change and Transfer of Change in Judgments of Workplace Dilemmas

Kelly Bouas Henry, Missouri Western State College

Judy Rouse Van Doorn, University of Oklahoma

Ethical dilemmas are frequently encountered in organizations.  An experiment examined the effect of persuasion on ethical judgments.  Results indicate persuasion produces change in the ethical judgments towards which it is targeted, and in other related ethical domains.  The amount of change depended on ones ethical ideology.  Organizational implications are discussed.

184-32

The Implications of Employee Turnover on Studies of Dynamic Performance

Charlie O. Trevor, Pennsylvania State University

Michael C. Sturman, Louisiana State University

We examine how the dynamic performance literature informs research on voluntary turnover.  We find that performance velocity (change from the previous month) and slope (trend over a longer time) had effects distinct from current performance.  We also find that velocity and slope interact with current performance to predict turnover.

184-33

A Qualitative Investigation of Job Relocation Intentions and Decisions

Cynthia A. Prehar, Colorado State University

Cindy Cindrich, Colorado State University

Relocation decisions and intentions were investigated using qualitative research methods.  Responses to open-ended questions about relocation decisions and future intentions to relocate were content analyzed.  The emerging categories were related to quantitative measures of actual relocation decisions and willingness to relocate one year later.

184-34

Coping with Sexual Harassment: Personal, Environmental, and
Cognitive Determinants

Adam Malamut, George Washington University

Lynn R. Offermann, George Washington University

The present study tested and supported the efficacy of a new multidimensional coping typology and a process model of coping. Choice of specific coping strategies used in response to sexual harassment varied significantly depending on gender, occupational status, climate, severity, and power differential; cognitive appraisal mediated the determinant-coping relationship.

184-35

Who Do We Help? Understanding Factors Influencing Success in
Seeking Reemployment

Shreya Sarkar-Barney, Bowling Green State University

Jeffrey M. Stanton, Bowling Green State University

Stephanie M. Kowal, Private Industry Council

The primary purpose of this study was to investigate the role of cognitive ability and environmental factors in predicting success in seeking reemployment.  Data were obtained regarding 425 individuals classified as economically disadvantaged or having barriers to employment.  Results suggest that reasoning ability, education level, and economic status predict reemployment outcomes.

184-36

Development of a Compact Measure of Job Satisfaction: The AJDI

Evan F. Sinar, Bowling Green State University

Jeffrey M. Stanton, Bowling Green State University

Amanda Julian, Bowling Green State University

Gwenith G. Fisher, Bowling Green State University

Shahnaz Aziz, Bowling Green State University

Paul Thoresen, Bowling Green State University

William K. Balzer, Bowling Green State University

Patricia C. Smith, Bowling Green State University

Luis F. Parra, William M. Mercer, Inc.

A national sample (n = 1512) and a sample of University workers (n = 636) supported development of an abridged version of the Job Descriptive Index (AJDI).  A systematic scale reduction technique was employed with the first sample to retain items in each scale.  The abridged scales were then validated in the second sample.

184-37

The Effects of Work-Family Coping Strategies on Work-Family Outcomes

Jeff Johnson, Portland State University

Leslie B. Hammer, Portland State University

Margaret B. Neal, Portland State University

Jonathan M. Mcleod, Portland State University

This study examined the relationships between coping strategies in response to work and family demands and corresponding work-family outcomes for dual-earner couples in the sandwiched generation.  Findings indicated that emotional coping strategies were positively related to work-family positive spillover and negative behavioral coping strategies were positively related to work-family conflict.

184-38

Relationship between Work-to-Family and Family-to-Work Conflict

Yueng-hsiang Huang, Portland State University

Leslie B. Hammer, Portland State University

Margaret B. Neal, Portland State University

Tina C. Lim, Portland State University

Relationship between work-to-family and family-to-work conflict was tested using a longitudinal research design with 221 dual-earner couples.  Results showed a direct causal relationship between the two forms of conflict for both genders, contrary to the indirect relationship suggested by Frone, Yardley and Markel (1997).

184-39

The Effect of Work-Family Conflict on Performance Ratings

Adam B. Butler, University of Northern Iowa

Amie L. Skattebo, Colorado State University

We examined the effect of work family conflict (WFC) on subjective performance ratings.  Overall, the experience of WFC was associated with lower performance ratings, and ratee sex moderated this relationship.  The results suggest that WFC may have a particularly negative effect on the performance ratings of males.

184-40

Anticipated Work/family Conflict: Effects on Applicant Attraction

Bradley J. West, Michigan State University

Ann Marie Ryan, Michigan State University

S. David Kriska, City of Columbus, Ohio

Joshua M. Sacco, Aon Consulting/Michigan State University

The influence of anticipated work/family conflict on job seeker opinions and family/applicant agreement was examined.  Further, the differing influences of multiple roles in the family, as well as gender were considered.  Many relationships appear and are discussed.  Applicant withdrawal decisions were not related to work/family conflict.

184-41

Perceived Organizational Family Support (POFS):
Rationale and Construct Validity Evidence

Eileen W. Jahn, St. Josephs College

Cynthia A. Thompson, Baruch College, CUNY

Richard E. Kopelman, Baruch College

Organizations offering family-friendly programs are not always perceived as supportive of employees family lives.  We present construct validity evidence for a measure of Perceived Organizational Family Support (POFS).  In addition to theoretical explication, empirical analyses were conducted.  Overall, there is solid evidence for the construct validity of the POFS scale.

Coffee Break: Sunday, 10:00 - 10:30 Regency Foyer/French Market

 

185. Panel Discussion: Sunday, 10:30 - 12:20                            Cabildo A

Entrepreneurship in I-O Psychology: The Good, Bad and
Ugly of Going out on Your Own

As I-O Psychology grows, many entrepreneurs are emerging in our field.  This panel of new and veteran entrepreneurs will address five themes facing new business ventures in I-O Psychology: (a) I-O-based business threats and opportunities, (b) Differentiating I-O and HR (c) Theory in I-O business ventures, (d) Professional Training, and (e) Innovation.

Michael A. Campion, Purdue University, Co-Chair

Dale S. Rose, 3-D Group, Co-Chair

Stephen A. Laser, Stephen A Laser Associates, PC, Panelist

Toni E. Lesowitz, The Lesowitz Group, Inc. (LGI), Panelist

Eileen Antonucci, Organizational Perspectives, Panelist

Geoffrey H. Smart, G.H. Smart & Company, Inc., Panelist

Jennifer Verive, White Rabbit Virtual, Inc., Panelist

186. Practitioner Forum: Sunday, 10:30 - 11:20                      Cabildo B

Conducting an Audit of an Organizations Selection Process

This forum will discuss a Risk Assessment Model designed to assist organizations in an on-going assessment of current testing functions by examining both the validity and legal defensibility of their preemployment selection practices.  The models four primary components include a Validation Study Review, Defensibility Filter, Risk Indices, and a Final Risk Assessment.

Erika Lynn DEgidio, Jeanneret & Associates, Inc., Chair

John R. Leonard, Jeanneret & Associates, Inc., Testing Function Audit: Implementation of the Risk Assessment Model

Erika Lynn DEgidio, Jeanneret & Associates, Inc., Use of the Risk Assessment Model to Evaluate Two Selection Processes

S. Morton McPhail, Jeanneret & Associates, Inc., Auditing Testing Programs: Some Legal Considerations

187. Practitioner Forum: Sunday, 10:30 - 11:50                     Poydras A

Managing Tomorrows Organization:
Emerging Issues in Training and Development

As we move into the new millennium, organizations are evolving from physical and regional entities to virtual and global enterprises.  In view of rapid advances in communication technology and the ever-increasing cultural diversity of organizations, I-O psychologists need to address the issue of training and developing the managers of tomorrow.

Ram Aditya, Louisiana Tech University, Co-Chair

Jose L. Garcia, HRDI, Co-Chair

Donald A. Hantula, Temple University, Professionals in a Networked Environment: A Case Study, and

Jose L. Garcia, HRDI, Aligning Corporate Strategy and Culture with Executive Training and Development Efforts: A Practitioners Approach

Paula M. Caligiuri, Rutgers University, Victoria Disanto, Warner-Lambert, Malleable Versus Immutable: What can Individuals Develop from a Global Leadership Development Program?

Robert T. Hogan, Hogan Assessment Systems, On the Measurement of SPIQ (Socio Political Intelligence) Aditya, Interpersonal Acumen: A Model and Framework for Management Development

188. Master Tutorial: Sunday, 10:30 - 11:50                           Poydras B

Getting Physical: The Union of I-O and Exercise Physiology

Physical ability testing presents a challenge for many I-O psychologists lacking significant backgrounds in exercise physiology.  This participative session will introduce the basic principles of exercise physiology and highlight issues I-O psychologist need to consider when developing, validating or overseeing physical ability testing.  ADA implications will be addressed.

Laura J. Shankster-Cawley, SHL, Chair

Frank J. Landy, SHL: Litigation Support, Presenter

Larry Kenney, The Pennsylvania State University, Presenter

189. Master Tutorial: Sunday, 10:30 - 11:20                              Gentilly

Ethical Issues in Consulting to Organizations

Practicing ethically is a defining characteristic of what it means to be a professional psychologist.  In this Master Tutorial, the presenter, the editor of SIOPs The Ethical Practice of Psychology in Organizations, extends that work by presenting new cases for discussion and debate.  Issues in the current revision of the Ethics Code are also presented.

Rodney L. Lowman, CSPP San Diego, Chair and Presenter

190. Symposium: Sunday, 10:30 - 11:50                                   Esplanade A

Leadership and Team Effectiveness

The role of leadership in initiating and maintaining team effectiveness has been recognized as an area in which our current levels of understanding leave something to be desired.  This symposium examines a number of ways in which research may help to clarify the role of internal and external team leadership.

John L. Cordery, University of Western Australia, Chair

Anson Seers, Virginia Commonwealth University, Leadership in Self-Directed Work Teams: Toward a Role-making Analysis of Leadership Emergence

Charlotte R. Gerstner, Applied Psychological Techniques, Paul Tesluk, University of Maryland, Peer Leadership in Self-managing Teams: Examining Team Leadership Through a Social Network Analytic Approach

Kevin B. Lowe, University of North Carolina-Greensboro, Ross Mecham, Virginia Tech, K. Galen Kroeck, Florida International University, Partitioning Dyad and Team Level Effects: The Impact of Team Diversity on LMX Quality and Individual/Team Outcomes

Frederick P. Morgeson, Texas A & M University, Team Leaders as Event Managers: Understanding Why Theyre Needed and What They Do

George B. Graen, University of Southwestern Louisiana, Discussant

191. Practitioner Forum: Sunday, 10:30 - 11:50                 Esplanade B

Cross-National Testing: Applying New Rules of Measurement

The globalization of organizations has increased the demand for cross-national testing.  However, practitioners may not be applying the most up-to-date methodologies in adapting tests that are administered cross-nationally.  Panelists present practical examples of the application of item response theory and generalizability theory in cross-national testing.

Barbara B. Ellis, University of Houston, Co-Chair

Angela Lynch, IBM Global Employee Research, Co-Chair

Heiko Dorenwendt, Illinois Institute of Technology, Nambury S. Raju, Illinois Institute of Technology, Measurement Equivalence of a Translated 360 Feedback Assessment in French and UK English

Alan D. Mead, IPAT, Barbara B. Ellis, University of Houston, Scott Bedwell, IPAT, How to Use the New Rules in Cross-Cultural Personality Scale Comparisons

Norbert K. Tanzer, University of Graz, Using New Rules and Experimental Designs to Identify Sources of DIF in Test Adaptations

Gabriela Guerrero, IBM, Angela Lynch, IBM Global Employee Research, Surveying Employee Attitudes

192. Symposium: Sunday, 10:30 - 11:50                                  Esplanade C

The Cognitive Basis of Training

What impact has 30 years of research in cognitive psychology had on the way we design and conduct training? We argue that findings from cognitive research should have an impact on the way that we train.  Papers in this symposium address different cognitive theories and their implications for training.

Janis A. Cannon-Bowers, Naval Air Warfare Center, Chair

Stephen M. Fiore, University of Pittsburgh, Florian Jentsch, University of Central Florida, Randall Oser, Naval Warfare Training Center, Janis A. Cannon-Bowers, Naval Air Warfare Center, Perceptual and Conceptual Processing in Expert/Novice Cue Pattern Recognition

Amy E. Bolton, Naval Warfare Training Center, Gwendolyn E. Campbell, Naval Air Warfare Center, Janis A.  Cannon-Bowers, Naval Air Warfare Center, A Critical Review of ITS

Morell E. Mullins, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Declarative and Strategic Knowledge: Effects on Transfer of Training

Eduardo Salas, University of Central Florida, Discussant

193. Symposium: Sunday, 11:30 - 12:50                                       Cabildo B

Workplace Trends: Implications for HRM

Due to influences such as technology and downsizing, todays workplaces are increasingly characterized by decreased loyalty, new requirements, and new ways of working.  This symposium focuses on the implications of these trends for effective HRM theory and practice.  The implications for HRM, staffing, and career development will be particular foci.

Robert L. Cardy, Arizona State University, Co-Chair

Janice S. Miller, University of Wisconsin-Milwaukee, Co-Chair

Janice S. Miller, University of Wisconsin-Milwaukee, Robert L. Cardy, Arizona State University, Technology and Managing People: Keeping the Human in Human Resources

Jonathan E. Dehlinger, Vernon, Roche & Hodgson, Inc., Strategic Staffing: Trends, Innovations or Desperation Tactics?

 

Anthony M. Townsend, University of Delaware, Samuel Demarie, Iowa State University, Anthony R. Hendrickson, Iowa State University, New Work, New Workers: An Analysis of the Impact of Evolving Trends in

Jerard F. Kehoe, AT&T, Career Management in Changing Organizations

Peter D. Villanova, Appalachian State University, Discussant

194. Conversation Hour: Sunday, 11:30 - 12:50                        Gentilly

The Multiple Roles of I-O Psychologists in Disasters

Disasters range from work-place violence to terrorism to earthquakes and tornadoes to industrial accidents.  These can totally disrupt the organization, its employees, and surrounding communities.  This session will deal with resources for disaster prevention and planning; crisis interventions and mitigations; and recovery from after effects of unforeseen catastrophic events.

James H. Morrison, The Company, Chair

195. Panel Discussion: Sunday, 12:00 - 12:50                          Poydras A

Cross-National Research on Managerial Stress: Issues and
Implications from an International Collaborative Research Enterprise

The panel will reflect upon experiences encountered in a cross-national research project on managerial stress.  We will focus on process issues which emerged during the research, consider their impact on the research enterprise and its outcomes, and explore mechanisms for addressing these process issues.  Practical guidelines for enhancing cross-national research in industrial-organizational psychology will be discussed.

Michael P. ODriscoll, University of Waikato, New Zealand, Chair

Paul E. Spector, University of South Florida, USA, Panelist

Mina Westman, Tel Aviv University, Israel, Panelist

Milan Pagon, University of Ljubljana, Slovenia, Panelist

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

Peter M. Hart, University of Melbourne, Australia, Panelist

Steven Poelmans, University of Navarra, Spain, Panelist

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

196. Symposium: Sunday, 12:00 - 12:50                                   Esplanade A

Practical Applications of Relative Importance Methodology in I-O Psychology

Although procedures to assess the relative importance of predictors in multiple regression are commonly used in customer satisfaction research, relative importance methodology is almost nonexistent in I-O psychology.  This symposium introduces the concept of relative importance and illustrates its application to common I-O research situations.

Jeff W. Johnson, Personnel Decisions Research Institutes, Chair

Frederick L. Oswald, Purdue University, Jeff W. Johnson, Personnel Decisions Research Institutes, David H. Oliver, GTE, The Importance of Relative Importance Weights: Statistical and Rational Considerations

Jeff W. Johnson, Personnel Decisions Research Institutes, Relative Importance of Task Versus Contextual Performance Dimensions to Supervisor Judgments of Overall Performance

Kyle M. Lundby, Questar, Kristofer J. Fenlason, Questar, An Application of Relative Importance Analysis to Employee Attitude Research

197. Conversation Hour: Sunday, 12:00 - 12:50                  Esplanade B

The War for Talent: Beginning a Dialogue About Executive Selection

Evidence suggests that there is a declining supply of future executives.  This session begins a dialogue with executives, consultants, search firm professionals, researchers, and others around executive selectionthe state that it is in, how to improve it, research topics, and how to communicate what we know to top-level executives. 

Valerie I. Sessa, Center for Creative Leadership, Co-Chair

Jodi J. Taylor, Summit Leadership Solutions, Co-Chair

198. Symposium: Sunday, 12:00 - 12:50                                  Esplanade C

New Psychometric Procedures for Examining Selection Bias

Identifying and eliminating bias are important components in the development of selection systems.  This symposium presents several new developments in the use of item response theory, confirmatory factor analysis and meta-analysis for the examination of measurement equivalence and adverse impact.

Bruce M. Fisher, Illinois Institute of Technology, Chair

Nambury S. Raju, Illinois Institute of Technology, Larry J. Laffitte, Wonderlic Inc., Barbara Byrne, University of Ottawa, Measurement Equivalence: A Comparison of Methods Based on Confirmatory Factor Analysis and Item Response Theory

Joseph A. Jones, Psychological Services, Inc., Nambury S. Raju, Illinois Institute of Technology, Differential Item and Test Functioning and Cutoff Scores in Personnel Decision Making

Scott B. Morris, Illinois Institute of Technology, Michael S. Henry, Stanard and Associates, Using Meta-Analysis to Estimate Adverse Impact

Barbara B. Ellis, University of Houston, Discussant

 

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