INTRODUCING A NEW SESSION!
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
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
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
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
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
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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