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INTRODUCING A NEW SESSION!
EXPANDED TUTORIALS

David Hofmann
Michigan State University

Ah, the new millenniumseems like everyone is using it as an opportunity to reflect on where they've been and where they're going. The SIOP Executive Committee is no different.

A little over a year ago, I was contacted by Elaine Pulakos to investigate the possibility of offering longer, more in-depth sessions at the annual SIOP conference. After a number of informal interviews with different SIOP members and after several conversations with the SIOP Executive Committee, we are pleased to announce the pilot test of Expanded Tutorials.

The goal of Expanded Tutorials is to provide a longer and more in-depth opportunity to explore a particular area of research or a particular statistical methodology in greater detail. As a result, these sessions will have several distinguishing characteristics:

Time: The sessions are 4 hours long.

Enrollment: Enrollment will be restricted to 30 individuals.

Cost: Each expanded tutorial will cost $50.

Three Expanded Tutorials have been scheduled for Sunday morning, April 16th from 8:30 a.m. to 12:30 p.m. To register, you must complete the Expanded Tutorials section of the Registration form and include payment in your total. You can register for only one Expanded Tutorial. A summary of the Expanded Tutorials follows.

Organizational Justice: Conceptual Background, Theoretical Issues, and Real Applications

Jerald Greenberg
Ohio State University

You've heard talk about organizational justice at various conferences. Maybe you've even read a journal article or two on the topic. You're beginning to think that the concept is interesting and that it may be relevant to your own interests. However, you're a bit uncertain because you don't know enough about the topic to fully appreciate it. If this describes your situation, then this session is for you.

The session will begin by providing an historical overview of such concepts as relative deprivation and distributive justice, and describe how they led to Adam's equity theory. Research on equity theory will be reviewed, and its limitations will be identified. This will lead to a discussion of how dissatisfaction with equity theory, in conjunction with socio-legal research, led to the development of procedural justice as an organizational concept. The major principles of procedural justice will be identified and described, as will the seminal research investigations bearing on them.

Key empirical studies and conceptual statements bearing on procedural justice will be described. This will be followed by an analysis of current conceptual debates, such as the role of interactional justice, the independence of various forms of justice, and problems associated with measuring perceptions of justice in the workplace. The session will conclude with a thorough review and analysis of various applications of organizational justice research. Special problems associated with conducting this research will be discussed.

Jerald Greenberg, PhD in I-O psychology, Wayne State University, 1975) is Abramowitz Professor of Business Ethics and Professor of Management and Organizational Behavior at the Ohio State University. Dr. Greenberg has been a consultant to many organizations, where he has specialized in reducing dysfunctional behavior, such as aggression and employee theft. In recognition of this work, he has been inducted as a Fellow of both the APA (Division 14, SIOP), and the APS.

He has authored over 130 publications, specializing in the topic of organizational ethics and justice. He has lectured extensively on this topic, with over 100 national and international professional presentations to his credit. His current research focuses on organizational justice and employee theft. Dr. Greenberg has published 15 books, including The Quest for Justice on the Job, Managing Behavior in Organizations, Organizational Behavior: The State of the Science, Behavior in Organizations (7th ed.) (with Baron), Controversial Issues in Social Research Methods (with Folger), Justice in Social Relations (with Bierhoff and Cohen), Antisocial Behavior in Organizations (with Giacalone); and Equity and Justice in Social Behavior (with Cohen). Dr. Greenberg actively serves on six professional editorial review boards.

 

Hierarchical Linear Modeling and Related Methodologies: An Overview of the Logic, Applications, and Software Options

David A. Hofmann
Michigan State University

By now, most SIOP members may have heard something about hierarchical linear models (HLM) or random coefficient regression models in the context of multiple levels of analysis. Several questions, however, still might be lingering. Such as, what exactly do these models do, what types of research questions do they answer, and how do I actually analyze data using these models? This session is designed to answer these questions.

This session will include: (a) an overview of the logic behind these models and when they are appropriate; (b) a discussion of the estimation theory underlying these models and how they differ from OLS regression models; (c) an in- depth presentation of the HLM software and sample hypotheses, data, and annotated output; (d) a discussion and illustration of other software options (e.g., using SAS to estimate these models); and (e) an opportunity to discuss your own research questions and how they may or may not be addressed by these methods.

David A. Hofmann (PhD in I-O psychology, The Pennsylvania State University) is currently an Associate Professor of Management at Michigan State University. Over the last several years, he has been quite active in introducing hierarchical linear models, and related methodologies, to both SIOP and the Academy of Management. He has published several papers on these techniques as well as used them in his substantive research. In addition to these methodologies, his current research interests focus on how individual, group/team, and leadership factors relate to safety problems, the interpretation of accident causes, and accident occurrence. Additional interests include organizational surveys and assessment methodologies, organizational change and accountability mechanisms within organizations. In 1992, he was awarded the Yoder-Heneman Personnel Research award by the Society for Human Resource Management. His research appears in a number of journals including Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Journal of Management, Organizational Behavior and Human Decision Process, and Personnel Psychology. He has also co-authored several book chapters and presented papers/workshops at a number of professional conferences.

 

Personality and Work

Timothy A. Judge
University of Iowa

Murray R. Barrick
Michigan State University

In the last 10 to 15 years, the study of the role of personality in I-O psychology has experienced a renaissance of interest and research activity. As recently as the mid-1980s, there appeared to be few demonstrations of the relevance of personality traits to individual adjustment, job performance, or other important applied outcomes. Today, there is widespread acceptance of the importance of dispositional variables in models of satisfaction and performance. Indeed, in sharp contrast to a decade ago, today it is not unusual to find as many articles investigating personality in an issue of Personnel Psychology or Journal of Applied Psychology as those that do not.

This workshop is designed to provide an in-depth understanding of the major research issues in personality at work. In addition to discussing the major conceptual frameworks for the study of personality variables in I-O psychology (in particular, the five-factor model), we will seek to answer the following questions:

Where did the five-factor model come from and is it sufficient?

Who is happywhat traits lead to job and life satisfaction, and how do they do so?

Who performs wellwhat traits lead to effective job performance, and how do they do so?

Who leads wellare there traits that separate leaders from nonleaders, effective leaders from less effective leaders?

If these questions are of interest to you, this is the workshop for you.

Tim Judge is the Stanley M. Howe Professor of Leadership, Department of Management and Organizations, Tippie College of Business, University of Iowa. Tim holds a Bachelor of Business Administration degree from the University of Iowa, and master's and doctoral degrees from the University of Illinois. Before joining the University of Iowa, Tim was an assistant and associate professor in the School of Industrial and Labor Relations, Cornell University. Tim's research interests are in the areas of personality and individual differences, leadership and influence behaviors, internal and external staffing, and job attitudes. He serves on the editorial review boards of Journal of Applied Psychology, Personnel Psychology, and Organizational Behavior and Human Decision Processes. Tim is former Program Chair for the SIOP, and currently is Program Chair Elect for the Human Resources Division of the Academy of Management. Tim is a SIOP Fellow and in 1995 received the Ernest J. McCormick Award for Distinguished Early Career Contributions from SIOP.

Murray Barrick is a professor of human resources management in the Broad Graduate School of Management at Michigan State University. He received his PhD from the University of Akron in industrial/organizational psychology. His research has been published in the Journal of Applied Psychology, Personnel Psychology, Academy of Management Journal, and Organizational Behavior and Human Decision Processes among others. Along with Michael Mount, he was recognized by the Academy of Management with the "Outstanding Published Paper Award" in 1992 by the Scholarly Achievement Award Committee of the Personnel/Human Resources Division. Furthermore, this paper, published in Personnel Psychology in 1991, was recognized as being the most frequently cited article in that journal during the past decade. In addition, in 1997, he was elected a SIOP and APA Fellow. Murray currently serves on the editorial boards of the Journal of Applied Psychology and Personnel Psychology, and is the Program Chair for SIOP.

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