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Content Index

This index shows the main title of every item accepted for the SIOP program, grouped by the primary content area as designated by its submitter.  Titles are shown in order of presentation within areas.  Numbers with dashes are posters or tech demos.  For presentation formats other than posters, that is, symposia, discussions, and so forth, only the main title is indexed and shown heresubsidiary presentation titles are not included.

Visit http://www.siop.org/ProgramOnWeb/ to search the electronic version of the Conference Program by keywords, all content area codes, and authors names.

Primary Content Areas (listed by session number; numbers following dashes are posters or tech demos)


                   33   Competitive Retention Techniques for a Competitive Industry

                46-6   Personality and Emotional Labor as Predictors of Turnover in Call Center Customer Service

              46-17   Reducing Absenteeism:  The Joint Impact of Job Stress and Age

                   50   Grassroots Efforts to Improve Employee Retention

                   83   Expanding Turnover Research: Exploring Individual, Group, and Organizational Linkages


                   51   Getting a Seat at the Table: Creating Opportunities to Drive Organizational Change

                 113   Why Should I-O Psychologists Be Studying Retirement?

            149-50   Key Antecedents to the Bridge Employment Decision among Early Retirees

Attitudes Toward Selection

                46-1   Applicant Reactions to the Use of GPA in Selection

                46-6   Test Familiarization:  Effects on Reactions to Written and Video Tests

              46-15   Background Determinants of Employment-Testing Self-Efficacy

              46-16   Motivational Mediators of the Stereotype Threat Effect

              46-20   Black Employees Affirmative Action Attitudes: Preferential Treatment, Discrimination, and Anticipated Effects

              46-28   An Attributional Look at the Interview Process: Interviewee Differences and Expectations

              46-29   Applicant Reactions to a Proposed Three-Option Multiple Choice Test

              46-30   Applicants Reactions to the Fairness of the Employment Interview

              46-31   Managerial Sex Role Stereotyping: A Cross-Cultural Analysis

              46-32   The Effects of Forbidden Information in Employee Selection

              46-34   Procedural Justice and Perceived Performance as Predictors of Test-Taking Motivation

              46-35   The Effects of Explanations on Applicants Perceptions of Fairness

              46-47   The Effects of Race and Self-Efficacy Beliefs on Actual and Perceived Cognitive Ability Test Performance

                 102   Presenting Selection Information to Applicants: Theoretical and Practical Implications

                 171   User Reactions and Stereotype Threat in Online and Traditional Assessments


                93-2   The Conflict Dynamics Profile: A Multirater Behavioral Measure Of Conflict

              93-14   Disentangling Sources of Egocentric Bias in Negotiation

              93-26   Comparing Outcomes to Hybrid Forms of Dispute Resolution Procedures

              93-32   Cooperation and Negotiation Outcomes in Virtual Negotiations : A Meta-Analysis

Consulting Practices and Issues

                   32   Marketing Industrial-Organizational Psychology to Businesses: Getting the Word Out

                   48   Did I Miss Something in Grad School?  Discussing Applied Issues

                 111   Service Quality in Business-to-Business Relationships

                 115   The Value of Licensure for I-O Psychologists:  Skeptics and Converts Unite!

                 124   The Roles of Psychologists in Mergers and Acquisitions


                   62   The Attraction-Selection-Attrition Model: Current Research and Theory

                71-4   Group Social Accounts in Executive Selection

              71-10   Development of an Instrument to Measure Organizational Trust

              71-16   Beyond Mean Scores: Socialization and the Crystallization of Psychological Climate

              71-20   Using Person-Organization Fit to Predict Job Departure in Call Centers

              71-28   Linking Work Unit Climates to Absenteeism

              71-37   Defining and Demonstrating Person-Organization Fit With Connectionist Explanatory Coherence

              71-38   Empowerment Climate:  A Multiple-Level Model of Empowerment

              71-42   An Empirical Investigation of the Relationship Between Organizational Culture and Organizational Performance in a Large Public Sector Organization

              71-43   The Effect of Person-Organization Fit on Job Satisfaction, Performance, and Intent to Leave

                 126   The Impact of Workplace Climate on Organizational Outcomes: A Tale of Two Levels

Decision Making

                   87   Person Perception in Organizations: The Heart and Mind of I-O Psychology

            149-23   Using Judgment Analysis to Investigate Assessment Center Ratings

            149-24   Good Feelings, Bad Decisions: Mood Induction and Escalation of Commitment

            149-25   The Effects of Cognitive Expenditure on the Ethical Decision-Making Process

            149-48   Context Effects on Starting Salary Expectations


                     9   Racial/Ethnic Discrimination and Harassment: Methodology, Measurement, and Results

                   28   Workshop on Multiculturalism and Diversity:  Implications for Research and Practice

                71-1   Perceptions of Male Sexual Harassment

                71-3   The Role of Ethnic Identity in Recruiting a Diverse Workforce

                71-6   Ethnic Composition of Groups:  Effects on Group and Member Outcomes

                71-7   Disability-Job Fit Perceptions of HR Generalists for Various Scenarios

              71-11   Ethnic Differences in Attitudes toward Houstons Affirmative Action Contracting Program

              71-12   Affirmative Action Attitudes: Curvilinear Interaction of Racism by AAP Strength

              71-15   Solo-Minority Managers Perceptions of Support for Diversity and Turnover Intentions

              71-22   Diversity Appreciation and Leadership Effectiveness:  Supervisor, Subordinate, and Associate Ratings

              71-23   Gender, Promotions, and Family Leaves as Predictors of Voluntary Turnover

              71-25   Responses to Business Justifications for the English-Only Workplace

              71-31   White Perceptions of Racial Harassment in the Workplace: Examining the Role of Gender and Organizational Climate

              71-32   Recruitment is Kidsplay:  Brochure Diversity and Organizational Attractiveness and Fairness

              71-33   Race and Gender in the Workplace: Racial and Gender Differences in Various Facets of Job Satisfaction

              71-34   Recruiting Diversity: The Race is On

              71-35   Perceptions of Affirmative Action Statements in Job Advertisements

              71-39   Disability and the Hiring Process: Do Biases Remain After ADA?

              71-40   Predicting Job-Related Expectancies of Disabled Employees from Previous Work Experience

              71-46   Does Personality Testing Lead to Gender Bias in Selecting Managers?

              71-47   Influence of Sexual Orientation and Gender Traits on Interview Recommendations

                   81   A Critical Examination of Zero-Tolerance Policies in the Workplace

                   82   Leaders of Diverse Work Groups: Understanding the Challenges and Exploring Strategies for Success


                   68   Job Loss and Reemployment Research: Critical New Directions

            149-17   The Development and Validation of Two Measures of Job Security

            149-19   An Examination of Career Progress in a Downsizing Organization

Employee Surveys

              46-15   Measurement Equivalence Between Paper and Web Survey Methods in a Multinational Company

              46-21   Linking Sales Employees Attitudes and Perceptions to Corporate Financial Performance

              46-24   Company Profiles of Employee Satisfaction: Using Money as a Tradeoff

                 119   Linking Employee Opinions to Business Performance: Soft Side Does Matter!

                 120   Practical Considerations in Using Linkage Research: Making it More Effective

                 139   Linking Employee Opinions to Organizational Effectiveness: Whose Opinions?  What Criteria?

Executive Coaching/Executive Development

                   16   Developing Global Managers and Leaders: An Integration of Perspectives

                   20   Executive Coaching:  Confluence of Clinical, I-O, Counseling and O.D. Psychology?

                   36   Maximizing the Impact of Executive Coaching

                   60   Developing Leaders and Leveraging Organizational Success

              93-23   Effectiveness of Combining Classroom and Distance Learning Modes for Executives

Global HR Practices/International I-O

                   15   What Can We Learn from Large-Scale Surveys?

                   73   Female Expatriates: New Insights and Trends

                   78   I-O Psychology in a Global Retail Environment

                 129   EAWOP-SIOP Joint Session: Global Needs and Local Realizations

                 132   Developing and  Deploying Global Selection  Programs: Conceptual and Practical Challenges

              149-9   Organizational Commitment in China: An Examination of Meyer and Allens Three-Component Model of Organizational Commitment in a Chinese Context

            149-11   Cross-Cultural Research: Judgment Calls, Rival Hypotheses, and Potential Solutions

            149-14   An Application of Realistic Job Previews to Expatriate Assignments

            149-28   Cultural Differences in Cognition: Implications for Multinational Collaboration

            149-30   The Relationship Between Role Ambiguity and Expatriate Adjustment: A Meta-Analysis

            149-40   Measurement Equivalence Across English- and Native Language-Speaking Employees

            149-46   A Host Country Perspective of the Factors Related to Expatriate Success

Group Processes/Dynamics

                   30   Practical and Research Implications of Assessment Center Methodology in Academia

              93-10   Need for Cognition as an Intrinsic Motivator in Collective Performance

              93-13   Effects of Cognitive Ability, Self-Monitoring, and Emotional Intelligence on Performance

              93-21   Towards a New Model of Perceptions of Intergroup Resource Allocation During Organizational Change

Innovation and Creativity

                 108   Surviving a Mid-Life Crisis: Innovations in Assessment Centers

              110-3   Enhancing Creative Performance: Effects of Expected Developmental Assessment Strategies and Creative Personality

              110-4   Childhood Home Experiences and Adult Creativity in the Workplace: The Role of Individuals Experiences at Work

              110-9   The Mediating Role of Psychological Empowerment for Employee Creativity

Job Analysis/Job Design/Competency Modeling

            149-20   An Exploratory Analysis of the Factors Underlying the Managerial and Leadership Competency Questionnaire (MLCQ)

            149-42   The Generalizability and Accuracy of Functional Job Analysis (FJA) Scale Ratings

            149-56   Not All Ability Data Are the Same: Job Clustering with GATB Data

Job Attitudes/Attitude Measurement

                46-2   Commitment and Reactions to Organizational Change:  Form and Focus Matter

                46-3   Self-Efficacy Intervention Effects on Job Attitudes: A Field Experiment

                46-5   Psychological Climate, Psychological Empowerment, and Job Satisfaction

                46-8   The Effects of Procedural and Distributive Justice:  A Meta-Analytic Review

                46-9   Using Uncertainty Avoidance to Predict Differential Item Functioning

                46-9   Meta-Analysis of P-O Fit Relationships to Three Work-Related Attitudes

              46-13   Beliefs Associated with Attitudes Toward Privatization in a Developing Nation

              46-14   Correlates of Mood at Work: An Experience Sampling Study

              46-18   Reactions to Supervisor Monitoring Behavior

              46-19   An Exploration of Organizational Justices Impact on Commitment and Satisfaction

              46-22   A Facet-Level Examination of the Underemployment-Job Satisfaction Relationship

              46-23   Trust in Leadership: Meta-Analytic Findings and Implications for Organizational Research

              46-27   Organizational Citizenship and Counterproductive Workplace Behaviors

              46-32   Paired-ComparisonsA Better Method for Exploring Performance Appraisal Fairness

              46-33   Pre- and Post-Termination Organizational Commitment and the Effects of Leaving

              46-36   Perceived Support and Discretionary Treatment from Organizations and Supervisors

              46-37   Managerial Perceptions of Employee Commitment: Multiple Bases and Foci

              46-39   How Obsession with Money Affects Perceptions and Attitudes Regarding Pay

              46-40   Job Attitudes of Full- and Part-Time Employees: A Meta-Analytic Review

              46-41   Affective and Continuance Commitment and Performance: A Closer Look

              46-42   Determinants of Employee Expectations of Coworker Deviance

              46-43   Employee Satisfaction and Theft: Testing Climate as a Mediator

              46-44   Job SatisfactionOutcome Relationships: The Moderating Role of Attitude Strength

              46-48   Employee Commitment and Temporary Workers: Test of a Model

                   88   Understanding Employee-Organization Relationships: Exchange Processes, Violation, and Psychological Contracts

                   98   The Three-Component Model of Commitment:  Advances in Theory and Research

Job Performance/Criteria/Extra-Role Behavior

                     2   Emotional Intelligence: Applications and Issues for Organizations

                   19   Task, Citizenship, and Counterproductive Performance: The Determination of Organizational Rewards

                   21   M. Scott Myers Award for Applied Research in the Workplace

                   39   Understanding and Assessing Contextual Performance

                   56   Distinguished Scientific Contributions Award: E = f (P, B) + e

              131-4   A Construct-Oriented Approach to Modeling Entry-level Job Performance

              131-6   Taking the Tech Out of Information Technology: A Meta-Analysis

              131-8   The Effects of Situational Constraints on Contextual Performance

            131-11   Second Order Meta-Analysis of Organizational Citizenship Behavior Antecedents

            131-12   Mediating Roles of Task and Contextual performance on Predictor Validity: A Meta-Analysis

            131-15   Evaluating Supervisors Personal Work Constructs: Are They Idiosyncratic or Consistent?

            131-20   Napping in the Workplace and the Stigma of Perceived Incompetence

            131-22   Distinguishing Between Employees Perceptions of Person-Job and Person-Organization Fit

            131-24   The Cross-Cultural Equivalence of Job Performance

            131-25   The Meaning and Dimensionality of Organizational Citizenship Behavior: A Meta-Analysis

            131-26   Interaction of Subordinate Reputation and Helpfulness on Rater Reward Decisions

            131-28   OCB: An Empirical Examination of the Contribution of Psychological Contracts

            131-31   The Mediating Role of Contextual Knowledge in Predicting Contextual Performance

            131-34   A Measure of Peer Responses to Low-Performing Group Members

            131-39   Factor Analytic and Construct Validity Evidence for Peer Reports of Workplace Deviance

            131-41   A Model of Job Performance

            131-43   Need Some Help? Gender-Specific Rewards for Organizational Citizenship Behaviors

            131-44   The Relative Reliability of Three Measures of Group OCB Engagement

            131-47   Do Raters Use the Availability Heuristic When Evaluating Worker Performance?

            131-48   Investigation of the Multitasking Process


                   14   Leadership and Team Adaptation: Examining the Attributes and Training Strategies that Promote Effective Performance in Dynamic Environments

                   31   Leadership: Whats Age Got to Do With It?

                   34   Creating Sustainable Leadership Capacity in Organizations

                   69   Distinguished Professional Contributions Award: How to Assess (and Develop) Leaders Better

                93-1   Leadership Style and Potency in Teams: A Field Study

                93-3   The Influence of the Temporal Nature of Relationship Development on LMX, OCBs, and Performance

                93-8   A Meta-Analytic Investigation of the Relationship Between Individual Differences and Leader Effectiveness

                93-9   Applying Social Cognitive Theory to Leadership: A New Paradigm

              93-12   Predicting Supervisor Support for Empowered Work Teams

93-16 Pygmalion Effects Among Outreach Supervisors and Tutors:  Extending Gender and Ethnic Generalizability       

93-17 An Experimental Study of Affect and Gender in Leader-Member Exchange

              93-18   The Acceptance of Femininity: Sex, Gender, Identification and Leadership

              93-22   Entrepreneurship and Leadership: Common Trends and Common Threads

              93-24   Antecedents of Job-Related Behavior Within Path-Goal Theory

              93-28   Using Biodata to Assess Adaptability Related Constructs in Leaders

              93-29   Empowerment at Work: The Role of Transformational Leadership and Relationships to Work Outcomes

              93-31   The Role of Transformational Leadership in Salespeoples Motivation

              93-34   Organizational Mentoring: What about Protg Needs?

              93-39   Role of Emotional Intelligence in the Leader-Member Exchange Relationship

              93-43   An Examination of the Multidimensionality of Supervisor Perceptions of Leader-Member Exchange

                 100   Applications of Pathfinder to Understanding Cognition in Organizational Psychology

                 106   New Directions for Leadership Theory and Research

                 109   Leadership Development: The Strategic and Systemic Use of  Job Assignments

                 125   Beyond the Method Section: Authors Discuss Their Innovative Leadership Methodologies

                 127   Leadership Emergence: Three Perspectives on Achieving Incremental Influence

                 151   The Use of Assessment Tools in Leadership Development

Legal Issues

                71-2   Legal Implications of Personnel Assessment: An Analysis of Court Cases

              71-17   Mock Juror Decisions in Sexual Harassment Cases: Does the Presence of Legal Definition, Legal Standard, or Organizational Policy Matter?

              71-19   Its All Your Fault! Attributions and Legal-Claiming

              71-26   Sexual Harassment as a Workplace Stressor: The Primary Appraisal Process

              71-27   Reactions of Multiple Stakeholders to Sexual Harassment: Situational and Contextual Influences

              71-45   Same-Sex Sexual Harassment: A Summary of Federal Cases After Oncale

                 103   SIOPs Licensure Policy:  Issues and Options

                 135   New Directions in Sexual Harassment Research

                 142   Developing Human Resource Systems in Legally Contentious Environments

                 154   European Union Data Protection Regulations and the I-O Psychologist


                   11   Action-State Orientation:  The Concept, its Measurement, and Implications for the Workplace

                   45   New Directions in Goal Orientation: Exploring the Construct and its Measurement

                   97   Raising and Extending Self-Efficacy Research to New Levels and Domains

                 114   Reconsidering the Assumption of Rational Self-Interest in Organizational Psychology

              131-1   Prioritization and Performance in Goal Hierarchies

              131-5   Individual Differences in Volitional Competencies: Examining the Volitional Components Inventory

              131-9   Effects of Goal Orientation on the Content of Free-Set Goals

            131-10   When Voice Doesnt Enhance Justice: Expectations versus Consistency Information

            131-14   Goal Orientation and Task Complexity Cues: Effects on Task Perceptions, Motivation, and Performance

            131-16   The Importance of Motivation for Socially Skilled Behavior

            131-18   The Effect of Rewards on Intrinsic Motivation: A Meta-Analysis

            131-19   The Variable Effects of Goal-Performance Discrepancies on Future Goal Setting: A Test of Three Moderators

            131-23   Goal Difficulty and Disposition on Performance and Task Attitudes

            131-27   A Hierarchical Model of General Learning Orientation and Performance

            131-38   Perceived Organizational Support: The Mediating Role of Self-Structures

            131-45   Longitudinal Relationships Among Goal Orientation, Goal-Setting, and Self-Efficacy

            131-49   The Impact of Self-Efficacy, Goal Commitment, and Conscientiousness on Goal Revision

Organizational Development and Change

                   92   Going Postal: The Truth About Violence in the Postal Service

              149-3   An Investigation of the Role of Mentoring Efficacy in Ones Intention to Mentor Others: A Motivational Framework

            149-36   Effects of Communication on Procedural Justice During Organizational Change

            149-47   The Impact of High Performance Work Practices on New Plant Performance

Other: _____________

                     1   Presidential Address and Plenary Session

                     4   Everything You Want to Know About Being an Expert Witness

                   10   A Comprehensive Model of Individual Adaptability

                   12   Forget What You Learned in School.  Do It Our Way

                   13   Selection and Recruitment

                   23   Teaching the Application of I-O Psychology

                   26   Leveraging Organizational Culture as a New Economy Strategic Tool

                   27   Mary P. Follett: Personal and Professional Influences on Her Work

                   35   Causes and Consequences of Emotions at Work:  Affective Events Theory (AET) and Beyond

                   38   Blending the Disciplines of Evaluation and I-O Psychology: Improving Organizational Research and Practice

                   42   Moving Beyond Individual Justice Perceptions: Exploring Fairness in Multilevel Contexts

                   43   Can I Come Over and Play?  I-O Meets Sport Psychology

                   46   Attitudes, Stress, and Withdrawal

                   55   Understanding the Sources of Heterogeneity in Service Encounters

                   57   Learn about Funding Opportunities from Representatives from NIH/NIDA and SHRM

                   61   Implications of the Results of a Multimethod Job Analysis of the Work of I-O Psychologists in Texas

                   63   Navigating the Path of Emotions in I-O Research:  Suggestions from People with a Working Compass

                   66   Nonacademics Publishing in an Academic World

                   67   Estimating the Impact of Illnesses and their Treatments on Productivity

                   71   Diversity, Family, and Organizational Culture

                   74   Ideas and Innovations for Teaching I-O Psychology and Related Topics

                   75   Extending Our Understanding of Customer Service Through Field Research

                   77   Roundtable Session:  Committee on Ethnic Minority Affairs (CEMA)

                   79   SIOP Foundation Recognition Hour:  A Tribute to Sidney A. Fine and Frank J. Landy

                   85   Is There a Role for Strategic Evaluation in I-O Interventions?

                   89   Soft Factors in a Soft Area: Emotions in Service Encounters

                   90   I-O Psychologists in Organizations: Making a Difference, Gaining Respect

                   93   Teams, Leadership, and Conflict

                 110   Personality, Creativity, and Research Methods

                 116   Measurement Issues in Customer Service:  Wheres the Problem?

                 117   Strategic Evaluation Network: Sharing Lessons Learned

                 130   Preeminent Women I-O Psychologists:  Historical and Contemporary Perspectives

                 131   Motivation and Performance Management

                 138   Confronting the Methodological Challenges of Studying Employee Deviance

                 145   A Realistic Job Preview: A Year Later

                 147   The Under-Researched I-O Psychology of Entrepreneurship

                 149   Human Resource Management and Change

              149-4   Best of Both Worlds:  Quantitative and Qualitative Approaches to Assessing Breach and Retaliation

              149-5   HIV/AIDSRelated Attitudes Among Supervisory and Management Personnel

              149-6   Institutional Representation in the SIOP Program: 19862000

              149-8   Psychological Contract: A Mediator of HRM PracticesEmployee Attitude Relationship

            149-10   Predictors of Substance Use Among Young Workers

            149-12   Equivalence of Traditional and Internet-Based Data Collection: Three Multigroup Analyses

            149-13   The Dimensionality of Deviant Employee Behavior in the Workplace

            149-16   Reactions to Organizational Drug Testing and Treatment Programs

            149-26   Board Assessments of Managerial Activity: An Examination of Attribution Processes

            149-27   Police Corruption: Is the MMPI Useful for Officer Selection?

            149-29   Assessing the Potential for Workplace Violence: Development and Validation of a Measure

            149-35   Top Management and Immediate Supervisors as Distinct Targets of Trust

            149-37   Cancer Survivorship: Implications for the Workplace

            149-38   The Psychological Contract, Fairness, and Citizenship: A Policy-Capturing Approach

            149-41   Out of Sight, Out of Mind: Recalling Virtual Team Contributions

            149-43   Romantic Relationships in Organizations:  A Test of a Model of Formation and Impact Factors

            149-51   Formal Mentoring Programs:  A Review and Survey of Design Features and Recommendations

            149-53   Effects of Timing of Disability Discussion on Ratings of Interviewees

            149-54   Precursors to Employee Compliance with a Participatory Performance Monitoring Program

            149-55   Coworker Procedural Justice Perceptions of Reasonable Accommodations for Disabilities

            149-57   Opposition to Inconsistent Procedures: Is it Inevitable?

            149-58   Disabling the Able: Stereotype Threat and Womens Workplace Performance

            149-59   Understanding Job Mobility Intentions: A Test of the Extended Investment Model

                 155   Student Conversation Hour with the SIOP Executive Committee

                 166   Technology

Performance Appraisal/360/Feedback

                   17   After the Rating Stops: Effecting Change with Multisource Feedback

                   24   Facilitating Strategic Change At The CIA:  Mission Impossible?

                   25   Has 360-Degree Feedback Really Gone Amok? New Empirical Data

                   58   Do You See What I See? Using Multisource Assessment Ratings to Investigate Employee Development, Advancement, and Derailment

                   86   Modern Analytic Techniques in the Study of 360-Degree Performance Ratings

                   96   Organizational Decision Making with Multirater Instruments

                 105   Did Our 360-Feedback Program Actually Change Behavior or Were the Surveys Just Fun to Complete?

                 118   Availability and Use of Indirect Sources of Performance Appraisal Information

              131-3   Values and Expectations: Examining the Legitimacy of Justice

              131-7   Differentiating Rater Accuracy Training Programs

            131-17   Rater Role and Rating Behavior: Individual and Contextual Variables

            131-30   Reducing the Effects of Gender Stereotypes on Performance Evaluations

            131-32   Impression Consequences of Seeking Job Performance Feedback

            131-33   Effects of Information Seeking on Performance Ratings

            131-35   When Negative Feedback Isnt So Negative

            131-36   Differences in Fairness Perceptions of Performance Appraisal Formats

            131-37   Impact of Rater Audience, Identifiability, and Conscientiousness on Rating Level

            131-40   Correlates of Rater Agreement in 360-Degree Feedback: Observability, Evaluativeness, and Acquaintance

            131-42   Group Polarization and Interview Decisions: Contrast Effects Revisited

            131-46   The Effect of Upward Feedback on Managerial Behavior


                 101   Recent Innovations in Personality Measurement

              110-7   Using Motives, Interests, and Interpersonal Derailers to Predict Feedback Receptivity

            110-11   The Mutual Suppression of Anxiety and Depression Within Escalation Dilemmas

            110-16   Gender Differences in Ability and Self-Estimates of Ability

            110-17   Evidence Against the Five-Factor Model of Personality for Job Applicants

            110-18   Facet Analysis of the NEO PI-R in an Applicant Sample

            110-19   Consistency of Personality Scale Scores Across Selection and Development Contexts

            110-20   Effects of Disposition and Positive Mood Induction on Teacher Evaluations

110-24     Individual Differences in Work Preferences: The Development of the Preferred Work Action Pattern Scale      

110-25    Personality and Job Satisfaction: A Meta-Analysis

            110-26   The Relationship between Personality and the Proclivity to Sexually Harass

            110-28   Toward Integrating Broad and Narrow Reasoning for Personality Effects in Problem-Solving Groups

            110-29   Sense of Humor on the Job

            110-30   The Interactive Effects of Conscientiousness and Agreeableness on Job Performance

            110-31   Extroverts Low in Conscientiousness Produce the Greatest Sales Volume

            110-32   Organizational Support and Agreeableness as Predictors of Organizational Citizenship

            110-33   Leader Effectiveness among Patterns of Personality Types and Creativity Styles

            110-34   The Role of Conscientiousness and Neuroticism in Predicting Police Corruption

            110-35   Bimodal Score Distribution and the MBTI: Fact or Artifact?

            110-36   Personality Profiles of Effective Service Providers

            110-37   Normative versus Ipsative Measures for Selection Purposes

            110-38   Some Questions About the Relationship Between Conscientiousness and Performance

            110-39   Moderators of the Openness to Experience-Job Performance Relationship

            110-40   Affectivity, Personality, and Competency Correlates of Proactive Personality

            110-41   The Measurement of the Social Desirability of Items:  A Reconceptualization

            110-42   Individual-Difference Constructs Associated with Rating Discomfort

            110-43   Relationships between Background Investigation Dimensions and MMPI-2 Scales

            110-44   Using Appropriateness Fit to Identify Faking on a Personality Test

            110-45   The Big Five as Predictors of Organizational Citizenship and Withdrawal

Power and Influence

                93-5   The Influence of Impression Management on Organizational Outcomes: A Meta-Analysis

              93-11   The Interactive Effects of Pro-Political Behavior and Politics Perceptions

              93-15   Restrictiveness and Effectiveness of Downward Influence Tactics

              93-19   A Reexamination of Interrelationships Among French and Ravens (1959) Power Bases


                13-8   Applicant Preferences for Web-Based Versus Traditional Job Postings

              13-11   A Typology of Job Seeker Employment Relationship Preferences

              13-15   Diversity Policy Statements in Job Advertising Affect Perceptions of Organizations

              13-16   Matching Recruitment Messages to Applicant Preferences

              13-35   Recruiting from the Recruiters Perspective: The Buffering Effects of Volition

                   84   Integrating Image and Fit in Applicant Attraction Research

                 140   New Approaches to Research on Job Search and Job Choice

Research Methodology

                   49   Voodoo Science:  A Creeping Menace in I-O Psychology

                   65   Human Subjects Issues for Data Serving Both Science and Practice

                   70   If I Could Put Time in a Model: Understanding Constructs Longitudinally

                   76   Method to our Madness or Madness in our Methods: A Look Back

                   95   Quasi-Experimentation in Organizations:  Results, Dilemmas, and Solutions

              110-5   Internet Versus Mail Work and Family Surveys: Comparing Demographics

              110-6   The Role of Qualitative Research in I-O Psychology

            110-27   The Variance Architecture Approach to the Study of Organizational Constructs

                 128   A Practical Guide to IRT: Introduction to Item Response Theory Analyses and Applications

                 133   Using Archival Data for I-O Research: Advantages, Pitfalls, Sources, and Examples

                 134   Practical Issues in Conducting a Large-Scale Meta-Analysis

                 136   Experience Sampling Methods (ESM) in Organizational Research

Reward Systems/Compensation

                   59   Taking Stock: Extending our Understanding of Employee Stock Option Programs

              131-2   Distributive Justice: A New Dimension?

            131-13   Performance Implications of Relative Wage Practices and Pay Structures

            131-21   Modeling Pay, Equity, Procedural Justice, Pay Satisfaction and Turnover Interrelationships

            131-29   An Examination of the Relationship Between Income and the Perceived Value of Fringe Benefits


                   29   Individual Differences in Safety Behavior

            149-18   Modeling Managerial Influence on Safety Climate

            149-22   Using Multiple Predictor Categories to Predict Motor Vehicle Crash Involvement

            149-31   Leader Influences on Subordinate Safety Role Definitions and Behavior

            149-49   The Effects of Safety Training Spacing on Safety-Related Performance

Selection/Testing Tools and Approaches

                     7   Situational Judgment Tests: What Constructs are We Measuring?

                13-2   When Do Response Distortion Scales Reflect Faking? A Meta-Analysis

                13-3   The Influence of Culture on Situational Judgment Test Responses

                13-4   Predictive and Incremental Validity in a Customer Service Setting

                13-5   The Criterion-Related Validity of Integrity Test Sub-Facets

                13-7   A Multimedia Situational Judgment Test for Social Intelligence

                13-9   Combining Predictor and Criterion Strategies to Reduce Adverse Impact

              13-10   Keeping Score: Empirical Versus Expert Weights on Situational Judgment Responses

              13-12   Video-Based and Written Situational Judgment Tests:  Method Effects and Construct Validity

              13-13   Participation in and Effectiveness of Mock Interviews in Campus Recruitment

              13-14   Questions About Adverse Impact Answered by Investigations Utilizing Computer Simulation

              13-17   Effects of Recommendation Forms With Missing Information on Judgments of Applicants

              13-18   Flanagan Award Winner: Comparison of Three Approaches for Dealing with Aberrant Angoff Judges

              13-19   Computer Adaptive Test Characteristics and Test Takers Reactions

              13-20   Toward An Integrated Model of Applicant Faking Behavior

              13-22   Constrained Estimation: Finding the Balance Between Competing Goals

              13-23   g as a Predictor of Performance for Computer Programmers

              13-24   The Effects of Range Restriction on Estimates of Criterion Reliability

              13-25   Influences and Outcomes of Applicant Impression Management Use in Interviews

              13-26   How Well Do Participants Fake on Occupational Personality Questionnaires?

              13-27   Preventing Employee Trade Secret Disclosure: Insights from Decision Making Theory

              13-28   Comparing the Validity of Rationally Derived and Empirically Derived Scoring Keys for a Situational Judgment Inventory

              13-29   A Meta-Analysis of Modifications to the Angoff Method and their Effects on Judges Mean Estimates of Item Difficulty

              13-30   Selecting Individuals for Teams: The Role of Teamwork and Personality

              13-31   Impression Management Tactics in Structured Interviews: A Function of Question Type?

              13-32   GPA and the Likelihood of Adverse Impact in Screening Decisions

              13-36   An Empirical Test of an Interactional Model of Faking

              13-37   Exploring the Criterion Validity of Two Alternate Forms of a Situational Judgment Test

              13-38   Design and Validation of an Assessment Center for Expatriate Selection

              13-39   Content Validation of an Equipment Driver Work Sample

              13-40   Emotional Intelligence in the Workplace

              13-41   Faking Personality Profiles: Job-Desirability or Social Desirability?

              13-42   Gender Bias in Mechanical Comprehension Measurement: A Question of Experience

              13-43   Personal Characteristics Measures to Predict Safety-Related Work Behaviors

              13-44   Hiring Recommendations as a Function of Evaluators Social Dominance Orientation

                   18   Cognitive Ability Testing: Techniques for Minimizing Adverse Impact

                   44   What Conclusions Can Be Drawn from Social Desirability Measure Research?

                   52   Reducing Adverse Impact While Maintaining Validity: The Public Sector Experience

                   53   Alternatives to Criterion-Related Validation in Public and Private Sectors

                   94   Predicting Performance:  The Interface of I-O Psychology and Educational Research

                 104   Innovative Selection Practices in a Fast-Growth Company: I Cant Drive Fifty-Five!

                 112   Assessing and Reducing Adverse Impact

                 123   The Role of Five-Factor Personality Data in the Interviewing Process

                 137   Hiring in a wired world: Meshing I-O Psychology with the Latest Technology

                 141   When Your Test Doesnt Make the Cut: Revisiting Cut Scores

                 143   Out With the Old, In With the New:  Looking Above and Beyond What We Know About Cognitive Predictors

                 150   Situational Judgment Tests: Assessing the Assessments

                 153   Ask the Selection Experts

Socialization/Career Management

              71-24   Newcomer Socialization and Job Satisfaction: A Meta-Analysis

              71-29   Outcomes of Organizational Socialization for Contingent versus Permanent Newcomers

                 152   The Bastardization of the Mentoring Construct and Other Challenges to Scholars

Statistical Techniques

                   47   Use of Relative Importance Methodologies in Organizational Research

              110-1   Comparing Meta-Analytic Moderator Search Techniques Under Realistic Conditions

              110-2   Causal Indicator Analysis: An Alternative Measurement Model for the Coping Construct

              110-8   Planning for Appropriate Sample Size: Precision or Power?

            110-10   Composite Dimensionality, Model Fit, and Parameter Recovery in SEM

            110-12   Exploratory Factor Analysis in Organizational Research

            110-13   Using Item Response Theory to Identify Beta Change over Time in Likert-Scale Job Satisfaction Data

            110-14   Group Size, ICC (2) Values, and the Magnitude of Cross-Level Correlations

            110-15   Comparing Item Equivalence Across Adaptive and Conventional Administration

            110-21   Modeling the Effects of Social Desirability on Goal Orientation

            110-22   Reducing Bias in the Schmidt-Hunter Meta-Analysis

            110-23   Comparison of Two Random-Effects Methods of Meta-Analysis

Strategic HR/Utility/Changing Role of HR

5    Strategic Evaluation: Methods for Assessing the Impact of I-O Interventions on Business Critical 

                   64   Taking the Human out of HR Management: Evaluating Information Technology

                   99   HR.COM: Human Resource Management Strategies for the Dot-Com World

              149-1   HR Practices and Customer Satisfaction: The Mediating Link of Commitment

              149-2   Customer Equity and HRM: The Potential for a New Framework

            149-34   Applying Utility Analysis to Tactical HRM Decisions

            149-45   Understanding Why Firms Adopt Certain Human Resource Practices


                46-4   Information and Efficacy as Predictors of Adjustment During Organizational Change

                46-6   Relations Between Stressors and Altruism: Commitment as a Moderator

                46-7   Supervisory Support and Stressor-Commitment Relations: A Multi-Level Investigation

              46-11   Can Affective Well-Being Alleviate the Effect of Stress on Job Satisfaction?

              46-32   Longitudinal Effects of Interpersonal Workplace Stressors on Employees with Arthritis

              46-45   A Transfer Function Analysis of Events, Stress, and Satisfaction

              46-48   Job Burnout: The Mediating Impact of States on Traits

                   91   Stress, Integrated Health and Well-Being in a Global Work Context

Student Affiliate Development and Issues

                     8   Collecting Organizational Data as a Student: Academic and Practitioner Perspectives

Technology and I/O (Internet, Video, Computer)

                     3   Computers = Good? How Test-User and Test-Taker Perceptions Affect Technology-Based Employment Testing

                   54   The Internet and I-O Psychology: Applications and Issues

                 156   Past Presidents Perspectives on Technology and I-O

              157-1   360Metrics:  Web-Based Multi-Source Feedback System Links Actionable Results to Position

              157-2   Web-Based Multi-Rater Survey Logistics Management and Data Collection

              157-3   Online Pre-employment Testing

              157-4   Saysm OLA

              157-5   Web-Based Employee Opinion Surveys

              157-6   New Workforce Inventory, Web-Based Surveys, and Web-Based Exit Interviews

              157-7   SkillPro Job Analysis Software from ACT WorkKeys

                 158   Information on XML

                 159   Human Resources Technology and PrivacyPart I

                 160   Design Considerations in Electronic Workplace Surveillance Systems

                 161   Surveys in Cyberspace: The Bits and Bytes

                 162   Web-Based HR Functions, Past, Present, and Future

                 163   Implications of New Technology for Graduate Students in I-O Psychology

              164-1   Business, Administrative and Psychometric Benefits of Web-Based 360

              164-2   Source 2 Hire

              164-3   16PFworld.com:  Multi-Language Personality Testing via the Internet

              164-4   Intranet-Based Career Management Center

              164-5   Survey Support Software

              164-6   gOEbase:  A Web-based PSS to Enhance Internal HR Consulting Capabilities

              164-7   Identifying Executive Potential Through a Cognitive Measure of Social Acumen

              164-8   Using the Position Analysis Questionnaire (PAQ) to Control Work Disability

              165-1   360 Web Assessments

              165-2   REPeValuator, Cyber U and Our Web & IVR Intake System for Employment Processing

              165-3   Internet Test Delivery:  Exam Delivery and Technical Feasibility Case Study

              165-4   Web-Based Pre-Employment Ability Tests: Successfully Partnering Technology and Psychology

              165-5   Mercer Survey Suite:  Using Technology to Facilitate the Survey Process

              165-6   On-line Version of the NYS Court Systems Performance Management Training Program

              165-7   Teach Better, Learn More:  Using the Human Resources Instructional eXchange

              165-8   SME-Interactive Test Item Selection Over The Web:  DrillDown Technique

              166-1   Performance with Intelligent Agent Technology: Implications for Implementation in Organizations

              166-2   Challenges in Computerizing Work Sample Measures: Testing the Equivalence of an In-Basket Exercise

              166-3   Service Businesses:  Issues Related to Going from Bricks to Bytes

              166-4   Exploring Temporal Dimensions of Virtual Teams

              166-5   Electronic Monitoring, Privacy, and Organizational Attraction: A Field Experiment

              166-6   Internet as a Job Source and Job Site Preference

              166-7   Using the Internet/Intranet to Collect Data for Organizational Research

              166-8   E-mail versus Face-to-Face: Performance Feedback Medium Effects

              166-9   21st Century Recruiting: A Model for Internet-Based Realistic Job Previews

              167-1   Data Recognition Corporations Online 360-Degree Assessment System

              167-2   Overview of ePredix Online Recruiting and Screening Solutions

              167-3   Transferring Voice Files Over Internet and Testing Database

              167-4   Internet-Based Applicant Screening

              167-5   Online Organizational Development via Survey Linkage Research

              167-6   Developmentor eAdvisor

              167-7   Applications of Virtual Reality Technology in the Workplace

              167-8   Skill Object Designer:  An Internet-Based Job Analysis Program

                 168   TechnologyNow That We Have It, Whats Next?

                 169   Human Resources Technology and Privacy- Part II

                 170   Challenges of Consulting in an E-business World

                 172   Web-Based and Virtual Reality Assessments:  Emerging Technologies in I-O Psychology

                 173   Technology in I-O: Issues, Experiences, and New Applications

              174-1   The Utilization of Internet-Based Organizational and 360-Degree Feedback Surveys

              174-2   ASSESS Expert System and SELECT Associate Screening System

              174-3   Web-Enabled Assessment Management System

              174-4   Internet Screening, Assessment & Verification

              174-5   Using Web-Based Technology in the Management of Complex, Multi-Level Data

              174-6   eWorkbench:  Web-Based Performance Management and Goal Alignment

              174-7   Multimedia PC Situational Judgment Test

              174-8   Internet Web Application and Computerized Cognitive Ability Test

              175-1   Web-Based Multirater Assessment Service

              175-2   e-Selex.com Internet Services

              175-3   Quik-Screen Recruiting System

              175-4   Creating Web-Based Surveys:  A Synopsis for the Technologically Challenged

              175-5   EZSurvey for the Internet Software Program and Interform Software Program

              175-6   Integrated Technology Solutions Versus Neat Tools

              175-7   VCC:  Unprecedented Multimedia Selection Tool Designed for Customer Contact Positions

              176-1   Web-Based Surveys and Multi-Rater Assessment

              176-2   Using Technological Resources to Improve Psychological Assessment

              176-3   Career Notes-Development on the Desktop

              176-4   Savvy Recruiter

              176-5   Electronic Feedback and Reporting

              176-6   Introduction to the Digital Journal of e.Commerce and Psychology

              176-7   Data Archival Retrieval System


                   22   Beyond Bells and Whistles: Using Computer Technology to Stimulate Active Learning

                 107   When Do Learning and Performance Orientations Enhance Learning Outcomes?  Interactions with Individual and Contextual Variables

                 122   Cognition and Cognitive Technology:  Maximizing Multimodality when Implementing Multimedia Training

              149-7   How do Learning Differences Arise Across Media?

            149-15   Goal Orientation and Errors in Training: A Social Cognitive Approach

            149-21   Making Pygmalion Training Effective: Greater Mastery Through Augmentation of Self-Efficacy and Means Efficacy

            149-32   Development of a Learning Preference Measure

            149-33   Effects of Charismatic Communication Training on Motivation, Behavior, and Attitudes

            149-39   Delivering Feedback in a Training System Using Mathematical Modeling Techniques

            149-44   The Role of Mentoring in an On-the-Job Training (OJT) Context

            149-52   Bang for the Buck?  Justifying Expenses for Customer Service Training


                13-1   Halo Effects in Ratings of Organizational Citizenship Behavior

                13-6   Three Barriers in External Construct Validation of Assessment Center Ratings

              13-21   Assessment Center Validity in a Downsizing Organization

              13-33   The Validity of Tacit Knowledge in a Graduate School Setting

              13-34   Development and Validation of a Continuous Learning Scale

                 146   Assessment Center Dimension Validation: Are We Asking the Wrong Questions?

                 148   Advances in the Application of Synthetic Validation

Work and Family

                   41   New Developments in Research on Family-Related HR Policies and Practice: Beyond Ward and June

                71-5   Telework, Gender, and WorkFamily Balance: A Re-Examination of Linkages

                71-8   Who is a Good Organizational Citizen? Perceptions of Males and Females Using Family Leave Benefits

                71-9   WorkFamily Conflicts and Work Performance:   Perspectives of Employees and Coworkers

              71-13   Relationship Between Perceived Control in the Workplace and WorkFamily Fit 

              71-14   The Relationship between Work Conditions and Work-to-Family Conflict

              71-18   Reactions to Employees Requesting Family Leave for Childcare and Eldercare

              71-21   The Incremental Impact of WorkFamily Organizational Support on Employee Outcomes

              71-30   Relationships Between Work/Life Variables, Organizational Commitment, and Intention to Leave

              71-36   Parental Status and Discrimination: The Extra Weight of Motherhood

              71-41   WorkFamily Conflict:  Does the Measure Affect the Results?

              71-44   Balancing Work and Family through Role Integration

              71-48   Further Examination of the Relationship Between WorkFamily Conflict and Personality

                   72   Work/Life Balance as Business Imperative: Why Companies are Taking Notice

                 121   New Theory-Based Advances in WorkFamily Research

Work Groups/Teams

                     6   Towards an Understanding of Variability Within Groups and Organizations

                   40   Back to the Basics: Revisiting the Role of the Task in Team Research

                93-4   Should I Stay or Should I Go? Predicting Team Viability

                93-6   Airline Employee Satisfaction and Airport Station Performance

                93-7   Assessing General Attitudes about Workgroups: Scale Development and Validation

              93-20   Verbal Communication and Performance in a Dyadic Training Protocol

              93-25   Techniques for Reducing Errors: Redundancy and Division of Labor

              93-27   Collectivism and Team Effectiveness: Mediators and Boundary Conditions

              93-30   The Effects of  Interdependence Efficacy on Group Goals and Performance

              93-33   Comparative Validity of Different Statistical Operationalizations of Team Ability as a Function of Task Type

              93-35   Autonomous Teamwork and Psychological Well-Being

              93-36   Attitudinal Diversity and Team Outcomes: Do Interdependence and Size Moderate?

              93-37   An Examination of the Leader Mood State and Team Performance Relationship

              93-38   Creating Cohesive Teams: Analyzing the Effects of Teamwork Skills Training

              93-40   Predicting Team Performance: Analytic Techniques for Assessing Shared Mental Models

              93-41   Military Work Team Personality Composition, Norms, and Effectiveness

              93-42   Member Perceptions of Workgroup Performance: A Validation of New Scales

              93-44   Group and Personality Influences on Withdrawal Behavior

              93-45   Team Coordination in High-Velocity High-Uncertainty Environments

                 144   Enhancing Team Performance: Emerging Theory, Instructional Strategies, and Evidence


Program Table of Contents