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Friday AM

Coffee Break:  Friday, 7:00 8:00                                                                       Multiple Locations

 

1. Plenary Session: Presidential Address and Presentation of
SIOP Award Winners, Fellows, and Election Results
Friday, 8:00 9:50                                                      Grande Ballroom A (E)

Who Are SIOPs Stakeholders and What Do They Want from Us?

William H. Macey, Personnel Research Associates, Inc., Chair

Nancy T. Tippins, Personnel Research Associates, Inc., Presenter

Coffee Break:  Friday, 10:00 10:30  Multiple Locations

 
   

2. Symposium: Friday, 10:30 12:20                   Grande Ballroom A (E)

Emotional Intelligence: Applications and Issues for Organizations

Issues in the definition and application of Emotional Intelligence (EI) will be addressed.  We will begin with a review of the case for EI, then an argument that it is nothing new and lacks validity.  Additional research and discussion will explore how I-O psychology can provide the rigorous analysis required to determine the validity of this popular construct.

Ronald C. Page, Page & Associates, Inc., Chair

Richard E. Boyatzis, Case Western Reserve University, Emotional Intelligence: What Is It and Can It Be Improved?

Gerald V. Barrett, Barrett & Associates, Inc., Emotional Intelligence: The Madison Avenue Approach to Professional Practice

Neal M. Ashkanasy, University of Queensland, The Case for Emotional Intelligence in Workgroups

Ronald C. Page, Page & Associates, Inc., Kenneth B. Little, Northern States Power Co., Emotional Intelligence: How Does It Relate to Managerial Effectiveness?

Steven H. Brown, LIMRA International, Discussant

Lyle Spencer, Spencer Research & Technology, Discussant

3. Symposium: Friday, 10:30 11:50                   Grande Ballroom B (E)

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

This symposium deals with technology-based employment testing, where the reality of accurate and time- and cost-efficient testing can either be advanced or hindered by the test perceptions of both applicant and employer.  Perceptions are shown to have a critical influence on the acceptability, validity, and utility of personnel selection systems.

Frederick L. Oswald, Michigan State University, Chair

Jeffrey M. Stanton, Bowling Green State University, Steven Rogelberg, Bowling Green State University, Challenges and Obstacles in Conducting Employment Testing via the Internet

Douglas H. Reynolds, DDI, Evan Sinar, Development Dimensions International, Applicant Reactions to Internet-Based Selection Techniques

Darin Wiechmann, Michigan State University, Ann Marie Ryan, Michigan State University, Applicant Reactions to Novel Selection Tools

Alan D. Mead, IPAT, How Well Does Web-Based Testing Work? Results of a Survey of Users of NetAssess

Jim McBride, HumRRO, Discussant

4. Panel Discussion: Friday, 10:30 12:20       Grande Ballroom C (E)

Everything You Want to Know About Being an Expert Witness

Panelists will provide information on the basic competencies required to perform well as an Expert Witness. Information will also be provided on the opportunities, challenges, and frustrations that Expert Witnesses face. Additionally, information that all Expert Witnesses should know (e.g., the Daubert Standard) will be discussed. 

Mary L. Connerley, Virginia Tech, Chair

Richard D. Arvey, University of Minnesota, Panelist

Wayne F. Cascio, University of Colorado, Graduate School of Business, Panelist

Michael M. Harris, University of Missouri, Panelist

Leaetta M. Hough, The Dunnette Group, Ltd., Panelist

P. Richard Jeanneret, Jeanneret & Associates, Inc., Panelist

5. Practitioner Forum: Friday, 10:30 11:50          Harbor Island I (E)

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

A growing trend in I-O psychology is to evaluate program effectiveness in business terms.  Evaluation methods are as varied as the programs themselves.  We present four unique cases where an I-O-based program was evaluated for business-related outcomes, and results were used for program enhancements and/or to expand the program.

Dale S. Rose, 3D Group, Chair

Diana Stewart, Nokia, The Impact of Assessment Center Feedback on Business Measures at a Retail Chain: A Case Study

Marco L. E. Cavazzoni, The Boeing Company, The Boeing Executive Program: A Study of its Impact on Leadership Behavior

Ronald W. Stoffey, Kutztown University, Katherine L. Bittner, PsyCor, Inc., Assessment of Performance Management Process at a Large Northeastern Utility: A Case Study

Mary Mannion-Plunkett, The Boeing Company, Paul R. Yost, The Boeing Company, Robert B. McKenna, Seattle Pacific University, Jim Eckels, Seattle Pacific University, Evaluating the Impact of Corporate Leadership Development Programs: Practitioner Perspectives from the Boeing Leadership Center  

Matthew J. Paese, Development Dimensions International, Discussant

6. Symposium: Friday, 10:30 12:20                           Harbor Island II (E)

Towards an Understanding of Variability Within Groups and Organizations

Variability among group or organization members attitudes, perceptions, personalities, and demographic characteristics may have important implications for group or organization effectiveness.  We explore conceptual and methodological issues arising from a focus on differences within groups and organizations and present new research findings on the topic.  

Katherine J. Klein, University of Maryland, Co-Chair

Jessica Lynne Saltz, University of Maryland, Co-Chair

Ellen G. Godfrey, University of Maryland, Co-Chair

Katherine J. Klein, University of Maryland, Jessica Lynne Saltz, University of Maryland, Ellen G. Godfrey, University of Maryland, Amy N. Salvaggio, University of Maryland, Studying Dispersion in Organizations: Common Perspectives, Questions, and Challenges

Michael K. Lindell, Texas A&M University, Lawrence R. James, University of Tennessee-Knoxville, Assessing Climate Consensus Effects Using Multiple Moment Analysis and WABA

Dora C. Lau, University of British Columbia, J. Keith Murnighan, Northwestern University, Exploring Compositional Dynamics of Demographic Faultlines: An Empirical Study

Joann Speer Sorra, Westat, A Subcultural Perspective on Work Unit Cooperation and Conflict

Jeffrey R. Edwards, University of North Carolina, Discussant

7. Symposium: Friday, 10:30 11:50                          Harbor Island III (E)

Situational Judgment Tests: What Constructs are We Measuring?

Although it seems obvious that situational judgment tests to a large extent assess judgment or cognitive ability, clear evidence is mounting that other constructs are being measured as well. In addition, the constructs that are assessed by situational judgment tests often vary among different tests.

Michael A. Campion, Purdue University, Chair

Deborah Ann Elias, Aon Consulting, Elizabeth L. Shoenfelt, Western Kentucky University, Use of a Situational Judgment Test to Measure Teamwork Components and Their Relationship to Overall Teamwork Performance

James C. Beaty, ePredix, Constructs Measured by a Situational Judgment Test Designed to Assess Management Potential

Nhung T. Nguyen, Virginia Commonwealth University, Michael A. McDaniel, Work Skills First, Inc., Constructs Assessed in Situational Judgment Tests: A Meta-Analysis

Robert E. Ployhart, University of Maryland, Mark Ehrhart, University of Maryland, Effects of Response Instructions on the Criterion-Related Validity, Construct Validity, and Reliability of Situational Judgment Tests

Frank L. Schmidt, University of Iowa, Discussant

8. Panel Discussion: Friday, 10:30 11:50         Executive Center 3 (E)

Collecting Organizational Data as a Student:
Academic and Practitioner Perspectives

This panel discussion will focus on issues that graduate students will face when collecting organizational data.  We will explore several topics, such as entry into the organization, negotiation tactics, potential pitfalls/problems, and efforts to maximize the benefits for both parties.

Cara Bauer, Wayne State University, Co-Chair

Jacki LaGanke, Wayne State University, Co-Chair

Marcus W. Dickson, Wayne State University, Co-Chair

Bernard G. Bedon, Towers Perrin, Panelist

Thomas R. Giberson, Wayne State University, Panelist

Marilyn K. Gowing, Assessment Solutions, Inc., Panelist

Greg R. Oldham, University of Illinois-Urbana Champaign, Panelist

David H. Oliver, GTE, Panelist

Neal W. Schmitt, Michigan State University, Panelist

9. Symposium: Friday, 10:30 12:20                                         Marina 2 (E)

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

Recent research has highlighted the seriousness of racial/ethnic harassment and discrimination.  To curtail this workplace problem, we need a better understanding of its basic issues including structure, differences across races, and antecedent factors and workplace effects.  These issues are examined within the context of the U.S. military.   

Fritz Drasgow, University of Illinois-Urbana Champaign, Chair

Jacquelyn Scarville, Defense Manpower Data Center, Timothy W. Elig, Defense Manpower Data Center, Anita Lancaster, Defense Manpower Data Center, Scott B. Button, American Institutes for Research, Jack E. Edwards, U.S. General Accounting Office, The U.S. Department of Defense Equal Opportunity Survey: Methodology and Findings

Alayne J. Ormerod, University of Illinois-Urbana Champaign, Mindy Bergman, University of Illinois-Urbana Champaign, Patrick A. Palmieri, University of Illinois-Urbana Champaign, Fritz Drasgow, University of Illinois-Urbana Champaign, Structure of Racial/Ethnic Harassment and Discrimination in the Military

Mindy Bergman, University of Illinois-Urbana Champaign, Patrick A. Palmieri, University of Illinois-Urbana Champaign, Fritz Drasgow, University of Illinois-Urbana Champaign, Alayne J. Ormerod, University of Illinois-Urbana Champaign, Assessing Racial and Ethnic Harassment in Diverse Populations

Patrick A. Palmieri, University of Illinois-Urbana Champaign, Alayne J. Ormerod, University of Illinois-Urbana Champaign, Fritz Drasgow, University of Illinois-Urbana Champaign, Mindy Bergman, University of Illinois-Urbana Champaign, A Model of Antecedents and Outcomes of Racial/Ethnic Harassment in the Workplace

Anita Lancaster, Defense Manpower Data Center, Discussant

10. Symposium: Friday, 10:30 11:50                                       Marina 5 (E)

A Comprehensive Model of Individual Adaptability

The extreme dynamism of a current time is forcing us to look at how individuals adapt to constant change. This symposium introduces a comprehensive model of adaptability and its relationship to the adaptation process and reports research involving and supporting elements of the model.

Robert F. Morrison, Chair

Robert F. Morrison, Douglas T. Hall, Boston University, Individual Adaptability and Its Antecedents

Douglas T. Hall, Boston University, Adaptation, Moderators of Its effectiveness, and Its Outcomes

Michael D. Mumford, University of Oklahoma, Validating Background Data Measures of Adaptability: A Multistudy Construct Validation Effort

Thomas Diamante, Veridian, Manuel London, SUNY-Stony Brook, External and Internal Expansiveness: Sources of Resilience in High-Tech Businesses

11. Symposium: Friday, 10:30 11:50                                       Marina 6 (E)

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

Action-state orientation, a stable individual difference factor that affects self-regulatory processing, offers a new approach to understanding motivation and performance.  In this symposium we provide an overview of the action-state orientation construct, discuss implications for the workplace, address measurement of the construct, and examine effects on work variables.

Debra Steele-Johnson, Wright State University, Co-Chair

Phil Mangos, Personnel Decisions Research Institutes, Co-Chair

Rosalie J. Hall, University of Akron, Carrie A. Schlauch, University of Akron, Chu-Hsiang Chang, University of Akron, Implications of Action-State Orientation and Action Control Theory for the Understanding of Autonomy Effects on Satisfaction and Performance

James M. Diefendorff, Louisiana State University, Robin Hughes, Louisiana State University, Allen Kamin, Applied Psychological Techniques, Development of an Action-State Orientation Measure for the Workplace

Johannes Rank, Hamburg University, Paul E. Spector, University of South Florida, The Relative Importance of Action-State Orientation in Predicting Role Innovation and Personal Initiative

Debra Steele-Johnson, Wright State University, Phil Mangos, Personnel Decisions Research Institutes, Paul Heintz Jr., Wright State University, Effects of Action-State Orientation on Task Perceptions, Motivation, and Performance

Robert G. Lord, University of Akron, Discussant

12. Panel Discussion: Friday, 10:30 11:50                        Spinnaker (E)

Forget What You Learned in School: Do It Our Way

How can I-O practitioners overcome the real-world organizational constraints that make implementing the best practices we learn seem impossible? Academics and practitioners discuss inconsistencies between the ideal or textbook way and the organization way, how they arise, and what to do when managers insist, Do it our way.

Andrea M. Markowitz, University of Baltimore, Chair

Mike G. Aamodt, Radford University, Panelist

Ilene F. Gast, Immigration & Naturalization Service, Panelist

Richard A. Guzzo, William M. Mercer, Inc., Panelist

Thomas E. Mitchell, University of Baltimore, Panelist

Joyce Silberstang, Fields Consulting Group, Panelist

 

13. Poster Session: Friday, 10:30 11:50                       Exhibit Hall (E)

Selection and Recruitment

13-1

Halo Effects in Ratings of Organizational Citizenship Behavior

Nina Keith, University of GiessenGermany

Doris Fay, University of GiessenGermany

To examine occurrence of halo effects in ratings of Organizational Citizenship Behavior, self- and peer-ratings were contrasted. Data from 468 Dutch students indicated that self-ratings were more differentiated than peer-ratings and that the extent of halo in peer-ratings differed depending on how well the ratee was known by the rater.

13-2

Legal Implications of Personnel Assessment: An Analysis of Court Cases

Scott Finlinson, Ohio University

Peter Y. Chen, Colorado State University

Casey Tischner, Ohio University

John Lyle, Ohio University

Paula M. Popovich, Ohio University

Based on 1,358 court cases (19681998) pertaining to personnel assessment, we identified 140 cases that involved litigation in the workplace.  Quantitative and qualitative analyses of court decisions revealed a number of findings that have important implications in the practice of personnel assessment. 

13-3

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

Jennifer M. Hurd, University of Akron

Relations between response distortion and personality were meta-analytically examined in presumably honest (i.e., respond honestly, incumbent) and faking samples (i.e., directed faking, applicants).  The primary studies were constrained to personality dimensions and samples relevant to personnel selection.  Results indicated response distortion and personality share primarily trait variance in both settings. 

13-4

The Influence of Culture on Situational Judgment Test Responses

Lisa H. Nishii, University of Maryland

Robert E. Ployhart, University of Maryland

Joshua M. Sacco, Michigan State/Aon Consulting

Darin Wiechmann, Michigan State University

Kirk L. Rogg, Aon Consulting

Situational judgment tests (SJTs) are an increasingly used selection method, but no research has examined whether they are susceptible to cultural influences.  A total of 1,323 participants from 8 countries were involved in this study.  Logistic regression analyses revealed that culture is indeed a predictor of SJT response choices.

13-5

Predictive and Incremental Validity in a Customer Service Setting

Michael S. Fetzer, University of Southern Mississippi

Vincent J. Fortunato, University of Southern Mississippi

Jeffrey D. Kudisch, University of Southern Mississippi

Carl E. Eidson, Wilson Learning Corporation

This study investigates individual and incremental predictive validities of four selection instruments using multiple performance criteria. Using a sample of 152 Customer Service Managers, results indicate that Agreeableness emerged as the only predictor of all six performance criteria and outperformed its cognitive ability, conscientiousness, and integrity counterparts.

13-6

The Criterion-Related Validity of Integrity Test Sub-Facets

Chad H. Van Iddekinge, Clemson University

Mary Anne Taylor, Clemson University

Carl E. Eidson, Wilson Learning Corporation

This study investigated the validity of the sub-factors of an overt integrity test.  A judgmental sort of test items identified six sub-factors of integrity, two of which predicted job performance.  Results suggest that integrity is a multifaceted construct, and that some sub-facets may be stronger predictors of performance than others.   

13-7

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

Robert R. Sinclair, Portland State University

Robert P. Michel, American Institutes for Research

We examined the relevance of several performance models for entry-level workers job performance.  A conceptual analysis of these models suggested eight distinct facets of entry-level performance.  Confirmatory factor analyses provided moderate support for our hypothesized model.   The dimensions also displayed different personality correlates, providing additional validity evidence for the model. 

13-8

Three Barriers in External Construct Validation of Assessment Center Ratings

Nanja J. Kolk, Vrije Universiteit Amsterdam

Marise Ph. Born, Vrije Universiteit Amsterdam

Henk Van Der Flier, Vrije Universiteit Amsterdam

Assessment centers correlate low with personality inventories. Three unintended method factors are hypothesized to decrease this correlation: rating source (other vs. self), domain (global vs. specific) and format (multi vs. single item). Ratings of measures varying on these factors were combined in a 2 x 2 x 2 design. Results supported the influence of each barrier.

13-9

A Multimedia Situational Judgment Test for Social Intelligence

Marise Ph. Born, Vrije Universiteit Amsterdam

Paul E.A.M. Van Der Maesen, Van der Maesen Personnel Cons.

Karen I. Van Der Zee, University of Groningen

This study describes the development and validation of a multimedia situational judgment test designed to measure social intelligence. Results from a sample of 180 employees indicate support for the underlying interpersonal model of Leary (1957), in which a control and an affiliation dimension are distinguished.

13-10

Combining Predictor and Criterion Strategies to Reduce Adverse Impact

Neil M. A. Hauenstein, Virginia Tech

Tammy L. Bess, Virginia Tech

Trevor G. Byrd, Virginia Tech

Dana E. Swartz, Virginia Tech

Teresa Ann Wagner, Virginia Tech

This study combined predictor (banding) and criterion-related (differential weighting) strategies to reduce adverse impact and investigated the possibility of eliminating adverse impact assuming perfect prediction of the criterion.  Results suggest that significant reduction is feasible using these two strategies, and that even with perfect prediction, adverse impact can be severe.

13-11

Keeping Score: Empirical Versus Expert Weights on
Situational Judgment Responses

Charles N. MacLane, U.S. Office of Personnel Management

Margaret Barton, U.S. Office of Personnel Management

Anne E. Holloway, Virginia Tech

Bernard J. Nickels, U.S. Office of Personnel Management

Several methodological aspects of situational judgment tests are in need of further research.  This study compares two common scoring protocols (empirical vs. expert judgment) and discusses the implications of each with respect to validity, minority/majority group differences, and incremental validity over cognitive ability tests.   

13-12

A Typology of Job Seeker Employment Relationship Preferences

Marcie A. Cavanaugh, Cornell University

Lisa Moynihan, Cornell University

Wendy R. Boswell, Texas A&M University

Mark V. Roehling, Western Michigan University

In a sample of 185 college job seekers, we examine whether subgroups of job seekers exist that prefer different employment relationships. The results of a cluster analysis support the existence of four subgroups congruent with dominant HR strategic types. There were no differences in applicant quality across subgroup.

 

 

13-13

Participation in and Effectiveness of Mock Interviews in Campus Recruitment

Chad Higgins, University of Washington

Sara L. Rynes, University of Iowa

Timothy A. Judge, University of Iowa

This study examines the characteristics of mock interview participants and the effects of participation on subsequent interview performance. Results suggest mock interview participants have better academic credentials, higher social anxiety, and are more likely to have been foreign-born. Results also suggest mock interviews did not improve subsequent interview performance.

13-14

Diversity Policy Statements in Job Advertising Affect
Perceptions of Organizations

Kerry R. Moechnig, Minnesota State UniversityMankato

Joan M. Ratz, Minnesota State UniversityMankato

We investigated the effect of five clauses indicating diversity policies on perceptions of procedural justice, organizational attractiveness, and the effectiveness of job advertising.  Subjects rated questions and rank-ordered job advertisements for the gender-neutral position: Laboratory Technician.   Results indicated significant differences between clauses and between genders for the organizational variables mentioned.

13-15

Matching Recruitment Messages to Applicant Preferences

Todd J. Thorsteinson, University of Idaho

Michael A. Billings, University of Idaho

Molly C. Joyce, University of Idaho

This study examined whether recruitment messages that emphasized job attributes that were important to individuals increased their perceptions of organizational attractiveness compared to individuals who viewed recruitment messages that did not emphasize those job attributes.  Students responded to a fictional employment advertisement that was either matched or mismatched to their attribute preference.  Results indicated a marginally significant effect on organizational attractiveness for matching the need in the advertisement to the need preference of the applicant.

13-16

Effects of Recommendation Forms With Missing Information on
Judgments of Applicants

Todd J. Thorsteinson, University of Idaho

Seth Schreiber, University of Idaho

Nanci Thaemert, University of Idaho

This research examined the effects of missing information in a recommendation form on judgments of a hypothetical applicant.  Results revealed that the recommendation form with missing information was perceived as providing the least useful information and the writer was perceived as the least credible compared to the other conditions.  However, there was no significant difference between the missing information condition and a complete information condition on judgments of the applicants suitability for the job.

13-17

2001 John Flanagan Award for Best Student Contribution to the
SIOP Conference: Comparison of Three Approaches for Dealing with
Aberrant Angoff Judges

Lisa M. Donahue, George Mason University

Donald M. Truxillo, Portland State University

Lisa Finkelstein, Northern Illinois University

This research compared three techniques for dealing with aberrant Angoff judgesthe selection, training, and elimination of judges. Results showed slightly higher levels of generalizability and accuracy for the elimination technique. The selection technique is discussed as providing the best overall balance between psychometric adequacy and stakeholder acceptability.  

13-18

Toward An Integrated Model of Applicant Faking Behavior

Lynn A. McFarland, George Mason University

Ann Marie Ryan, Michigan State University

This study tested a model that integrated the Theory of Planned Behavior with a model presented by McFarland and Ryan (in press) to predict applicant faking on a personality test.  The model predicted both the intention to fake and faking behavior and provides evidence that situational factors may alter faking.

13-19

Assessment Center Validity in a Downsizing Organization

Laura A. Gniatczyk, ArvinMeritor, Inc.

Robert T. Ladd, University of Tennessee

Two hypotheses examined the validity of the assessment center and six alternative predictors in a transitioning organization.  Results confirm the predictive validity of the assessment center, and also demonstrated the superiority of the assessment center for predicting career progress in a transitioning organization.

13-20

Constrained Estimation: Finding the Balance Between Competing Goals

John A. Henderson, University of Tennessee

Robert T. Ladd, University of Tennessee

This research explored the use of constrained linear programming in minimizing errors of estimation while simultaneously minimizing group mean differences. Results indicated that this type of programming culminated in the elimination of adverse impact while still preserving nearly all of the explained variance provided by Ordinary Least Squares regression.  

13-21

Using Judgment Analysis to Investigate Assessment Center Ratings

Scott Birkeland, University of South Florida

Walter C. Borman, University of South Florida/PDRI

Michael T. Brannick, University of South Florida

This investigation evaluates the judgment and decision-making policy of assessment center (AC) judges using a lens model design.  Results suggest that AC judges do not make optimal use of information when making overall assessment ratings and mechanical methods of integration should be employed.  Potential explanations for this suboptimal use of information are discussed.

13-22

g as a Predictor of Performance for Computer Programmers

Denise Potosky, Pennsylvania State University

This study examined the predictive validity of g and training and job performance for new employees in a software company.  Surprisingly, g was not related to computer training performance outcomes.  Although g was an excellent predictor of job performance for nontechnical employees, g failed to predict performance for technical employees.

13-23

The Effects of Range Restriction on Estimates of Criterion Reliability

Roxanne M. Laczo, University of Minnesota

Paul R. Sackett, University of Minnesota

Richard D. Arvey, University of Minnesota

Three mechanisms by which range restriction can affect criterion reliability estimates and, subsequently, validity estimates were modeled: truncation on the predictor, truncation on an unobserved variable, and truncation on the criterion. The three models were found to have substantial differences in their consequences for reliability and validity estimation.

13-24

Influences and Outcomes of Applicant Impression Management Use in Interviews

Amy L. Kristof-Brown, University of Iowa

Melinda Franke, Royal Neighbors of America

Murray R. Barrick, Michigan State University

Results from 73 applicants demonstrate extraverted applicants made more extensive use of self-promotion during interviews, while agreeableness was associated with greater nonverbal cues.   Recruiters perceptions of applicants personjob fit were most strongly related to self-promotion; whereas perceptions of applicantrecruiter similarity were predicted by applicants nonverbal impression management.

13-25

How Well Do Participants Fake on Occupational Personality Questionnaires?

Beth A. Martin, John Carroll University

Chieh-Chen Bowen, Cleveland State University

Steven T. Hunt, SHL

Whether respondents are able to fake equally well on normative and ipsative type scales was investigated. Results revealed a significant interaction such that the form (ipsative/normative) moderated the relationship between instructions (honest/faking) and the amount of agreement between participants ideal and managerial ratings of ideal personality profiles.

13-26

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

Ty L. Menna, University of Arkansas

Steven W. Kopp, University of Arkansas

The management of trade secrets is a pressing issue facing todays organizational psychologists and human resource managers.  Unfortunately, little academic attention has been paid to this issue.  In this paper we provide suggestions for the management of trade secrets based on theory and research from decision-making theory.

13-27

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

Cheryl J. Paullin, Personnel Decisions Research Institutes

Mary Ann Hanson, Independent Consultant

This research compares the validity of rational and empirical scoring methods for a Situational Judgment Inventory (SJI) developed to measure enlisted supervisory effectiveness in U.S. Army jobs. The results suggest that the scoring methods produce equal levels of validity.

13-28

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

Gregory M. Hurtz, Regents College

Meredith Auerbach, University at Albany

Meta-analytic theory and techniques were used to evaluate the systematic effects of procedural modifications of the Angoff (1971) method on outcomes of the judgment process.  The studys findings indicated the following: (a) a common definition of a minimally competent test-taker increased agreement among judges on cutoff scores (i.e., average probability estimates); (b) the provision of normative data to judges systematically lowered cutoff scores; and (c) group discussion among judges resulted in increased cutoff scores and reduced interjudge variability in estimates.

13-29

Selecting Individuals for Teams: The Role of Teamwork and Personality

Matthew H. Reider, Purdue University

Frederick P. Morgeson, Michigan State University

Michael A. Campion, Purdue University

Although work is commonly structured around teams, there is relatively little empirical research into how to select individuals in team-based settings. We examine the role teamwork knowledge, skills, and abilities and the personality characteristics of conscientiousness and agreeableness play in job performance. Results indicate these attributes independently and jointly predict job performance. 

13-30

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

Aleks Ellis, Michigan State University

Bradley J. West, Michigan State University

Ann Marie Ryan, Michigan State University

Richard P. DeShon, Michigan State University

Examined issues related to the use of impression management tactics in structured employment interviews. Found differences in the frequency of use of various tactics, and that question type was related to the amount and types of tactics used. A positive relationship was found between impression management and interviewer evaluations.

13-31

Recruitment is Kidsplay: Brochure Diversity and
Organizational Attractiveness and Fairness

Erika Ringseis, University of Calgary

Tina T. Chen, Pennsylvania State University

Successful organizations in this century will effectively recruit a diverse employee population.   Participants reviewed and rated recruitment brochures manipulated to depict differing levels of diversity for a fictional company, Kidsplay.  Results suggest an organization exhibiting diversity is considered fair and attractive by prospective employees.  Recruitment strategies and potential moderators are discussed. 

13-32

GPA and the Likelihood of Adverse Impact in Screening Decisions

Arlise P. McKinney, Virginia Tech

Ross L. Mecham, Virginia Tech

Nicholas C. DAngelo, Virginia Tech

Kevin D. Carlson, Virginia Tech

Mary L. Connerley, Virginia Tech

This study examines the widely held assumption that college grade point average (GPA) is strongly associated with initial screening decisions in organizations college recruiting, potentially causing adverse impact. Results from 548 actual screening decisions reveal an average correlation between college GPA and screening decisions of r = 0.07 (SDr = 0.213).  

13-33

The Effects of Forbidden Information in Employee Selection

Phillip N. Goernert, Minnesota State UniversityMankato

Kathryn M. Oien, Minnesota State UniversityMankato

We examined the effects of forbidden information on the selection process.  One of four applicants (the Target Applicant) provided a mixture of forbidden and job-relevant information on their application.  Participants instructed to disregard the forbidden information rated the Target Applicant more favorably and recalled more job-relevant information from their application.

13-34

The Validity of Tacit Knowledge in a Graduate School Setting

Wayne R. Edwards, University of Tulsa

Deidra J. Schleicher, University of Tulsa

This study provides evidence for the convergent and predictive validity of tacit knowledge (TK).   TK provided incremental validity beyond cognitive ability in predicting graduate school performance.   Assessing the generalizability and subtle criterion contamination of TK and examining the nomological net between TK and
other constructs strengthened the understanding of TK.

13-35

Development and Validation of a Continuous Learning Scale

David Mohr, Bowling Green State University

Michael Zickar, Bowling Green State University

This paper reports an initial attempt to develop a measure that could be useful in predicting employee ability to learn new skills quickly.  The findings show a positive relation between two dimensions of the continuous learning scale, motivation for improvement and enjoyment of learning, and other variables.

13-36

Recruiting from the Recruiters Perspective: The Buffering Effects of Volition

Sean Marsh, George Mason University

Kara Incalcaterra, George Mason University

Andrea B. Zucker, Defense Manpower Data Center

This research examined the relationships among goal pressures, efficacy, job satisfaction, and performance for recrui-ters.  Using a sample of 4,343 military recruiters, strong support was found for each of these relationships.  Volun-teering for recruiter duty was also found to play a buffering role between goal pressures and individual outcomes.

13-37

Perceptions of Affirmative Action Statements in Job Advertisements

Shannon L. Craig, Rensselaer Polytechnic Institute

Holly Traver, Rensselaer Polytechnic Institute

Statements of affirmative action in job ads revealed greater fairness perceptions for affirmative action employers
and diversity than for ads which encouraged women and minorities to apply. The perceived emphasis on gender
and attraction to the organization was influenced by participant gender, the job sex-type, and the ad phrase.

13-38

An Empirical Test of an Interactional Model of Faking

Sarah B. Lueke, University of Akron

Andrea F. Snell, University of Akron

Alfred James Illingworth, University of Akron

Stephanie M. Paidas, University of Akron

A cluster analysis was performed to investigate the scenarios under which different groups of individuals will distort their responses to employment tests, and to refute the assumption that all applicants approach faking similarly. Three clusters were found with different patterns of response distortion.  Possible motivating factors were examined. 

13-39

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

Carl Swander, Virginia Tech

Two alternate formats (video and written) of a situational judgment test were compared.  Performance was related to the video format but not the written format.  Unsupported evaluations were explored as an explanation.  Reading comprehension was only related to the written format.  However, the reading by format interaction was not significant. 

13-40

Design and Validation of an Assessment Center for Expatriate Selection

Filip Lievens, Ghent UniversityBelgium

Etienne Van Keer, SHL Belgium

This study investigates the predictive validity of an assessment center designed to select European executives for an intensive management development program in Japan.  The overall assessment rating correlated between .41 and .53 (corrected) with the overall training performance of the executives.  The group discussion emerged as the most important predictor.  

13-41

Content Validation of an Equipment Driver Work Sample

Steven E. Lammlein, Personnel Decisions Research Institutess

Robert J. Schneider, Personnel Decisions Research Institutess

Michael J. Bosshardt, Personnel Decisions Research Institutess

Toni S. Locklear, Applied Psychological Techniques

This paper describes the development and content validation of a work sample for selecting drivers for a large manufacturing company.  The methodology illustrates a targeted job analysis for content validation, emphasizes fidelity of test and scoring content to the job, and documents multiple validation linkages to strengthen the inference of validity.

13-42

Emotional Intelligence in the Workplace

Jay Janovics, Central Michigan University

Neil D. Christiansen, Central Michigan University

This study examined the validity of self-report versus more objective measures of Emotional Intelligence (EI). Results indicated that the two methods represent distinct factors and that performance-based EI scores correlated with job performance, cognitive ability, agreeableness, and openness. Self-report EI scores were related to personality but neither performance nor cognitive ability.
 

13-43

Faking Personality Profiles: Job Desirability or Social Desirability?

Steven R. Burnkrant, U.S. Office of Personnel Management

One-hundred-thirty-eight participants completed personality measures in either a high competition or low compe-tition condition, and in an honest condition, a journalist condition, and a certified public accountant condition.  Although competition had no effect, participants did alter their scores using job-desirable responding on job-relevant dimensions and social desirability on job-irrelevant dimensions.

13-44

Gender Bias in Mechanical Comprehension Measurement:
A Question of Experience

William Wooten, University of Central Florida

Kristin O. Prien, Assessment Resources Group

The Bennett Mechanical Comprehension Test and the Work Skills Test were analyzed to determine if differences in item orientation could be used to predict expected gender bias.  Data from 219 participants suggests that part of the traditional gender bias found in such measures is an artifact of differential experiences. 

13-45

Personal Characteristics Measures to Predict Safety-Related Work Behaviors

D. Apryl Rogers, Jeanneret & Associates, Inc.

Mark H. Strong, Jeanneret & Associates, Inc.

Michelle Zbylut, University of Houston

This study examined a customized measure of personal characteristics, experiences, and preferences for use in hiring production and maintenance workers.  The customized measure was found to be more effective than the NEO-FFI in terms of correlating with ratings of safety-related performance, as well as correlating with actual accident involvement.

13-46

                Hiring Recommendations as a Function of Evaluators      
Social Dominance Orientation

Christy Lynn McLendon, Tulane University

Janet B. Ruscher, Tulane University

This study examined the effects of raters social dominance orientation (SDO) and applicant competence on evaluations and hiring recommendations for female applicants.  As hypothesized, competence predicted female raters evaluations and hiring recommendations, whereas SDO did not.  For male raters, SDO and competence predicted evaluations, but only SDO predicted hiring recommendations. 

13-47

Key Antecedents to the Bridge Employment Decision among Early Retirees

Mark A. Davis, University of North Texas

This research investigates the decision to accept bridge employment in the context of early retirement.  Using a sample of 137 early retirees from the oil and gas services industry, the study looks at several potential predictors of the bridge employment decision including certainty about retirement plans, work involvement, and push versus pull factors.
 

13-48

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

Karen Van Dam, Tilburg UniversityThe Netherlands

This study focused upon the exchange relationship between the organization and the employee, and its effect on employees mobility intentions, by extending and improving Farrell & Rusbults (1981; Rusbult & Farrell, 1983) investment model. Data from 953 employees in three hospitals provided support for the extended investment model. 

14. Symposium: Friday, 10:30 11:50      Bel Aire Ballroom North (W)

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

Despite the emergence of adaptability as a critical performance requirement for most organizational leaders and teams, there is little or no research on the variables and processes that facilitate adaptive performance.  This symposium presents research findings on leader attributes, team processes, and training interventions that influence team adaptability. 

Stephen J. Zaccaro, Chair

Sean Marsh, George Mason University, K. Lee Kiechel, George Mason University, Lisa A. Boyce, U.S. Army Research Institutes/ George Mason University, Stephen J. Zaccaro, Leader Emergence and Functional Leadership: The Role of Leader Traits and Information Provision in Adaptive Situations

Deanna Banks, George Mason University, Paige Bader, George Mason University, Patrick Fleming, George Mason University, Stephen J. Zaccaro, Herbert F. Barber, U.S. Army War College, Leader Adaptability: The Role of Work Experiences and Individual Differences

Frederick J. Panzer, Florida International University, Michelle A. Marks, Florida International University, Leslie A. DeChurch, Florida International University, Kevin Brown, Florida International University, Annie Nguyen, Florida International University, Monitoring Training: An Examination of the Effects of Training Monitoring Skills on Team Performance

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

15. Panel Discussion: Friday, 10:30 11:50  Bel Aire Ballroom South (W)

What Can We Learn from Large-Scale Surveys?

In recent years, several long-term, large-scale surveys of organizations have been carried out.  These are often longitudinal in design and international in scope, and represent a unique source of data.  The panel will discuss the contribution of these surveys and a range of issues in their design and interpretation.

Kevin R. Murphy, Pennsylvania State University, Chair

William H. Macey, Personnel Research Associates, Inc., Panelist

Mary Ann Von Glinow, Florida International University, Panelist

Wolfgang Mayrhofer, Vienna University of Economics/Business Administration, Panelist

Michael L. Morley, University of Limerick, Ireland, Panelist

Patrick Gunnigle, University of Limerick, Ireland, Panelist

16. Symposium: Friday, 10:30 - 11:50                                   Terrace A (W)

Developing Global Managers and Leaders: An Integration of Perspectives

Organizations are struggling to develop managers able to be effective within a globalized economy. This symposium will present three perspectives on developing managers for global responsibilitiesthe influence of culture on perceptions of effectiveness; the antecedent conditions to global capability; and the nature of complex lessons learned from international experience.

Maxine Dalton, Center for Creative Leadership, Chair

Jean B. Leslie, Center for Creative Leadership, Christopher T. Ernst, Center for Creative Leadership, The Influence of Culture on Perceptions of Managerial Effectiveness in Global Organizations

Maxine Dalton, Center for Creative Leadership, Jennifer J. Deal, Center for Creative Leadership, The Relationship of Personality and Cosmopolitan Experience to Global Managerial Effectiveness  

George P. Hollenbeck, Hollenbeck Associates, Morgan W. McCall, University of Southern California, Rich Experiences and Perished Certainties: A Study of Global Leaders

17. Panel Discussion: Friday, 10:30 11:50                       Terrace B (W)

After the Rating Stops: Effecting Change with Multisource Feedback

Multisource feedback is a sophisticated technology that can be undercut by inattention to post-feedback efforts, participant accountability, and the resources needed to effect change. This panel will discuss the post-feedback practices that facilitate individual and organizational growth and protect the credibility and continuity of the multisource feedback program.

Fred A. Mael, American Institutes for Research, Co-Chair

David W. Bracken, Delta Consulting Group, Co-Chair

Amy Bladen, Merrill Lynch, Panelist

Kimberly Bishop Brossoit, Development Dimensions International, Panelist

Joseph S. Laipple, Aubrey Daniels International, Panelist

Walter G. Schneider, Constellation Energy Group, Panelist

18. Roundtable: Friday, 10:30 11:50                                   Catalina (W)

Cognitive Ability Testing: Techniques for Minimizing Adverse Impact

Research consistently shows the strong relationships between cognitive ability, job performance, and adverse impact.  Practitioners struggle with recommending cognitive measures that may improve employee selection but create significant adverse impact.  This roundtable will present techniques, case studies, and research regarding minimizing adverse impact while still utilizing highly valid cognitive measures.

Jared D. Lock, Hogan Assessment Systems, Co-Host

Mark H. Strong, Jeanneret & Associates, Inc., Co-Host

19. Symposium: Friday, 10:30 12:20                             Point Loma B (W)

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

Progress has been made in delineating the structure of job performance. A review of key research suggests three broad components: Task, Citizenship, and Counterproductive performance. However, the extent to which these are valued on the job is still unclear. This symposium examines the role that these components play in organizational decisions.

Maria Rotundo, University of Toronto, Chair

Maria Rotundo, University of Toronto, Paul R. Sackett, University of Minnesota, The Relative Importance of Task, Citizenship, and Counterproductive Performance to Global Ratings of Performance: A Policy-Capturing Approach

Julie Beth Paine, Indiana University, Dennis W. Organ, Indiana University, Systematic Variance in Managerial Perceptions of Organizational Citizenship Behavior

Jeff W. Johnson, Personnel Decisions Research Institutess, Karin M. Johnson, Personnel Decisions International, Rater Perspective Differences in Perceptions of Executive Performance

Andrea M. Olson, University of Minnesota, John P. Campbell, University of Minnesota, A Taxonomy of Individual Team Member Performance: Relationships With Task, Citizenship, and Counterproductive Behaviors

Stephan J. Motowidlo, University of Minnesota, Discussant

20. Practitioner Forum: Friday, 11:00 12:50                  Seabreeze (E)

Executive Coaching: Confluence of Clinical, I-O,
Counseling, and OD Psychology?

Executive Coaching is increasingly a key part of leader development here and abroadand the subject of controversy within SIOP.  Leading psychologist executive coaches from diverse backgrounds (I-O, Clinical, Counseling, OD) will share their perspectives and approaches, address the controversy, and engage the audience in active facilitated discussion.

Vicki V. Vandaveer, The Vandaveer Group, Inc., Chair

David B. Peterson, Personnel Decisions International, Psychological Science and Executive Coaching: Are We Neglecting Our Secret Weapon?

Karol M. Wasylyshyn, Leadership Development, Executive Coaching: Clinical and Business Perspective

Vicki V. Vandaveer, The Vandaveer Group, Inc., Executive Coaching: I-O and OD Perspective

Harry Levinson, The Levinson Institute, Coaching the Coaches

21. Special Event: Friday, 11:00 11:50                                 Marina 4 (E)

M. Scott Myers Award for Applied Research in the Workplace
Air Traffic Selection and Training (AT-SAT)

In a large-scale research project, computerized predictors of FAA Air Traffic Controllers were developed and validated.  The test battery included simulation, multitasking, scanning, memory, math, and personality tests to capture the unique set of abilities required by controllers.  The criteria consisted of multisource performance ratings and two computer simulations.  The unique job under investigation and organizational context issues presented many challenges to the researchers.  Statistically significant relations between predictor and criterion measures were found.

Timothy A. Judge, University of Iowa, Chair

Walter C. Borman, University of South Florida/Personnel Decisions Research Institutess, Representative of Award Recipients

Robert A. Ramos, HumRRO, Representative of Award Recipients

 

Program Table of Contents