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)
Absenteeism/Turnover
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
Aging/Gerontology
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
Conflict/Negotiations
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
Culture/Climate
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
Diversity
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
Downsizing/Outplacement
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
Leadership
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
Motivation
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
Personality
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
Recruitment
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
Safety
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
Stress
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
Training
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
Validation
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