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Friday PM

22. Symposium: Friday, 12:00 1:20                              Grande Ballroom B (E)

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

Recent evidence suggests that there has been a dramatic shift away from instructor-led, classroom training toward learner-centered, technology-delivered training.  The purpose of this symposium is present and test guidelines for the effective design of computer-based and Web-delivered training.

Kenneth G. Brown, University of Iowa, Chair

Kenneth G. Brown, University of Iowa, J. Kevin Ford, Michigan State University, Using Computer Technology in Training: Building an Infrastructure for Active Learning

Rebecca J. Toney, Organizational Effectiveness Strategies, J. Kevin Ford, Michigan State University, Leveraging the Capabilities of Web-Based Training to Foster Active Learning

Aaron M. Schmidt, Michigan State University, J. Kevin Ford, Michigan State University, Promoting Active Learning through Metacognitive Instruction

Kurt Kraiger, University of Colorado at Denver, Discussant

Irwin L. Goldstein, University of Maryland, Discussant

23. Panel Discussion: Friday, 12:00 12:50                         Harbor Island I (E)

Teaching the Application of I-O Psychology

This panel explores how we teach students to apply I-O psychology. What are the KSAs necessary to do it well, and how do we learn them? What mechanisms might assist faculty and supervisors to develop the skills needed to teach the application of psychology and to supervise applied work?

Rosemary Hays-Thomas, University of West Florida, Chair

William D. Siegfried, University of North CarolinaCharlotte, Co-Chair

Michael B. Hein, Middle Tennessee State University, Panelist

Edward L. Levine, University of South Florida, Panelist

Rodney L. Lowman, CSPP/Alliant University, Panelist

William D. Siegfried, University of North CarolinaCharlotte, Discussant

24. Practitioner Forum: Friday, 12:00 1:20                     Harbor Island III (E)

Facilitating Strategic Change At The CIA: Mission Impossible?

This practitioner forum will discuss and demonstrate a Web-enabled performance management system recently implemented at the CIA.  The system was specifically designed to drive organizational change by communicating expectations and reinforcing desired behaviors/results needed to support the Agencys strategic direction.  Qualitative and quantitative system evaluation data will be presented.

Elaine D. Pulakos, Personnel Decisions Research Institutes, Chair

Stephanie J. Platz-Vieno, Central Intelligence Agency, Patrick K. Quinn, U.S. Government, Managing Strategic Change at the CIA

Patrick K. Quinn, U.S. Government, Elaine D. Pulakos, Personnel Decisions Research Institutes, Sandra L. Fisher, Personnel Decisions Research Institutes, Stephanie J. Platz-Vieno, Central Intelligence Agency, Susan S. White, Personnel Decision Research Institutes, Design of Performance Management Tools to Drive Organizational Change

David W. Dorsey, Personnel Decisions Research Institutes, Sandra L. Fisher, Personnel Decisions Research Institutes, Patrick K. Quinn, U.S. Government, The Use of Information Technology as a Key Enabler of Change

Sandra L. Fisher, Personnel Decisions Research Institutes, Patrick K. Quinn, U.S. Government, Susan S. White,

Personnel Decision Research Institutes, Effectiveness of Performance Management Initiatives in Facilitating Change: A Systematic Evaluation

25. Symposium: Friday, 12:00 1:50                               Executive Center 3 (E)

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

360-degree feedback use has increased recently; however, research to support the efficacy of these systems has lagged behind. This symposium will provide empirical answers to concerns regarding these systems including the effects of the feedback environment and rating purpose, issues related to rating equivalence, reactions to discrepancies, and ratee accountability.

Jane Williams, Indiana University Purdue University Indianapolis, Chair

Lisa A. Steelman, Florida Institute of Technology/Burke Strategic Consulting, Paul E. Levy, University of Akron, The Feedback Environment and its Potential Role on 360-Degree Feedback  

Emily A. Leonard, Accenture, Jane Williams, Indiana University Purdue University Indianapolis, An Empirical Examination of the Effects of Perceptions of Accountability within a Multisource Feedback System

Gary J. Greguras, Louisiana State University, Chet Robie, Personnel Decisions International, Effects of Rating Purpose on the Quality of Multisource Ratings

Hope S. Ladner-Ray, Louisiana State University, Gary J. Greguras, Louisiana State University, Effects of Mean Rating Level, Interrater Agreement, and Self-Other Agreement on Ratee Reactions to Peer Feedback

James M. Diefendorff, Louisiana State University, Stanley B. Silverman, President of HRD, Inc., Examining the Equivalence of 360 Ratings Across Sources: Recommendations for Research and Practice

James W. Smither, LaSalle University, Discussant

26. Practitioner Forum: Friday, 12:00 12:50                               Marina 4 (E)

Leveraging Organizational Culture as a New Economy Strategic Tool

Practioners are consistently challenged to make the impact of I-O related issues salient to organizational decision makers.  The purpose of this forum is to examine diagnostic tools and research-based approaches that demonstrate how organizational culture contributes to economic success in the new economy.

Lynne M. Waldera, InMomentum, Inc., Chair

Michelle C. Paul, InMomentum, Inc., Christopher Lawson, Accenture, iCulture: Transforming Human Capital into Economic Value

Charles A. Handler, TMP Worldwide/Monster.com, Kristin Griffith, Rice University, Development and Research of the ePredix Culture Matching Tool

Ken Lahti, Colorado State University, Leadership Competencies for the New Economy

27. Conversation Hour: Friday, 12:00 12:50                                Marina 5 (E)

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

The leader of this conversation hour has recently completed a manuscript for a biography of Mary Follett.  The purpose of this session is to discuss how Folletts personal and professional life influenced her ideas and to assist scholars who are searching for primary sources relevant to Folletts life and work.

Joan C. Tonn, University of MassachusettsBoston, Host

28. Special Event: Friday, 12:00 12:50                                         Marina 6 (E)

Workshop on Multiculturalism and Diversity:
Implications for Research and Practice

Organizations continue to face ongoing challenges regarding multiculturalism and diversity that are driven not
only by the ongoing changes in U.S. demographics but also the global economy.  The proposed workshop would be designed to provide an interactive exploration of the organizational implications of multiculturalism and diversity.

Dana McDonald-Mann, Development Dimensions International, Chair

Martin N. Davidson, Presenter

29. Symposium: Friday, 12:00 1:20                                              Spinnaker (E)

Individual Differences in Safety Behavior

While safety has been a traditional concern in the workplace, much remains to be understood on the role of individual differences in safety behavior. We present theory and research on the measurement of individual differences in safety behavior and the role of gender, personality, and job knowledge in reducing safety incidents.

Alice F. Stuhlmacher, DePaul University, Chair

Carlla S. Smith, Bowling Green State University, Gary Silverman, Bowling Green State University, Teresa M. Heckert, Bowling Green State University, M.H. Brodke, Bowling Green State University, Bob Hayes, Bowling Green State University, M.K. Silverman, Bowling Green State University, Laura Mattimore, Bowling Green State University, A Comprehensive Method for the Assessment of Industrial Injury Events

Dennis Doverspike, University of Akron, Alana Blumental, University of Akron, Gender Issues in the Measurement of Physical and Psychological Safety  

Winfred E. Arthur, Texas A&M University, Dennis Doverspike, University of Akron, Predicting Motor Vehicle Crash Involvement from a Personality Measure and a Driving Knowledge Test

Douglas F. Cellar, DePaul University, Zachary Nelson, DePaul University, Candace Yorke, DePaul University, Cara Bauer, Wayne State University, Relationships Among Five-Factor Personality Variables, Self-Efficacy, and Accident Involvement in the Workplace

Bradford Forcier, NCS, Amy Walters, NCS, Eric E. Brasher, NCS, John W. Jones, NCS Pearson/BPRI Press,
Creating a Safer Working Environment through Psychological Assessment: A Review of a Measure of Safety Consciousness  

30. Symposium: Friday, 12:00 1:20                     Bel Aire Ballroom North (W)

Practical and Research Implications of Assessment Center
Methodology in Academia

This symposium explores the potential of using assessment center (AC) methodology in higher education.  AC methods have been used recently for outcome assessment, for student development, and for determining student career readiness, and each of these is discussed in this symposium.  Potential linkages between academia and employers is also explored.

Ronald E. Riggio, ClaremontMcKenna College, Chair

David A. Waldman, Arizona State University West, Theresa Cullen, Virginia Tech/Pinebrook Consulting, Using Academic Assessment Center Data in the Prediction of Early Career Progress

William H. Bommer, Georgia State University, Robert S. Rubin, Saint Louis University, Is It More Than g? An Assessment Center-Based Examination of Social Skills Role in Group Performance

Timothy T. Baldwin, Indiana University, Robert S. Rubin, Saint Louis University, Christine Mooney, Indiana University, Extracurricular Activities and Interpersonal Skill Development: A College Student Assessment Center Project

Deidra J. Schleicher, University of Tulsa, Ronald E. Riggio, Claremont-McKenna College, Bronson T. Mayes,
California State UniversityFullerton, The Validity of Student Assessment Centers for Predicting Future Job Performance

George C. Thornton, Colorado State University, Discussant

31. Practitioner Forum: Friday, 12:00 12:50    Bel Aire Ballroom South (W)

Leadership: Whats Age Got to Do With It?

Each generation entering organizations differs from previous ones in terms of education, values, aspirations, and work attitudes. The purpose of this forum is to focus on age and generational issues in organizational leadership development, succession planning, and executive coaching.

Katherine L. Bittner, PsyCor, Inc., Chair

Katherine L. Bittner, PsyCor, Inc., Coaching Executive Leaders Differently Based on Age: Some Practical Implications

Ronald W. Stoffey, Kutztown University, Age and Leadership Behavior: A Review of the Literature

Robert I. Kabacoff, Management Research Group, Examining Relationships Between Age and Leadership for Corporate Vice Presidents and Department Heads

Catherine McCarthy, MICA Org Psychologists, Generational Issues of Leadership in Closely Held Firms and Family Businesses

32. Panel Discussion: Friday, 12:00 1:20                                 Terrace A (W)

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

The promotion and marketing of industrial and organizational psychology is one of the primary concerns of many SIOP members and students today.  Panel members, representing various work arenas, will discuss the marketing strategies they and their organizations have employed and what other avenues could be explored.

Krista Brockwood, Portland State University, Chair

Gary W. Carter, Personnel Decision Research Institutes, Panelist

Joyce C. Hogan, Hogan Assessment Systems, Panelist

Janet L. Kottke, California State UniversitySan Bernardino, Panelist

L. Rogers Taylor, State Farm Insurance Companies, Panelist

Chris Wright, University of Tulsa, Panelist

Patt Zamary, Zamary & Associates, Panelist

33. Practitioner Forum: Friday, 12:00 1:20                             Terrace B (W)

Competitive Retention Techniques for a Competitive Industry

This forum will focus on a multiphase process for retaining employees in the technology industry.   Presenters will discuss tools for gathering information at various points in an employees tenure with an organization and how the information has been used by technology companies to enhance employee retention.

Elaine M. Engle, Burgess Levin & Company, Chair

Nathan T. Sloan, HumanR, Inc., Effective Recruiting in Technology Organizations

David Thornton, HumanR, Inc., Retaining Employees: Why do they Stay?

Suzanne Logan, HumanR, Inc., Exit Interviews as a Retention Tool

Jeff Smith, America Online, Inc., Retaining Top Talent at AOL

Linda S. Simon, America Online, Inc., Retaining Top Talent at AOL

Russell E. Lobsenz, Behavioral Insights, LLC, Discussant

34. Roundtable: Friday, 12:00 12:50                                           Catalina (W)

Creating Sustainable Leadership Capacity in Organizations

Organizations are seeking leadership capacity at all levels to enhance their flexibility, adaptability, and innovation.  These efforts require more than offering formal leadership training.  The roundtable discussion will focus on systems forces for development and will include an overview of a proposed model for creating sustainable leadership capacity in organizations.

David V. Day, Pennsylvania State University, Co-Host

Kevin R Liu, Center for Creative Leadership, Co-Host

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

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

This session presents current research measuring affective events and emotions experienced at work, and how affective traits and states impact work attitudes, stress, and performance. Across these papers, several theoretical frameworks (organizational justice, citizenship behaviors, emotional labor) are integrated with AET, and multiple methods (lab experiments, diary reports, surveys) are used.

Alicia A. Grandey, Pennsylvania State University, Chair

John Basch, Bond University, Cynthia D. Fisher, Bond University, Testing Affective Events Theory with Hassles and Uplifts

Alicia A. Grandey, Pennsylvania State University, Analea Brauburger, Pennsylvania State University, Anita Tam, Pennsylvania State University, Affective Events in the Workplace: Diary and Survey Data from Part-Time Employees

Suzy Fox, Loyola UniversityChicago, Paul E. Spector, University of South Florida, An Empirical Investigation of an Emotion-Centered Model of Voluntary Work Behavior: Parallels Between Counterproductive Work Behavior and Organizational Citizenship Behavior

Patricia J Krehbiel, Colorado Department of Transportation, Russell S. Cropanzano, Colorado State University, Procedural Justice and Emotion

Catherine S. Daus, Southern Illinois UniversityEdwardsville, Emotional Intelligence and Emotional Labor-Implications for Work Attitudes and Job Performance in a Customer Service Interaction

36. Practitioner Forum: Friday, 12:30 1:50                      Harbor Island II (E)

Maximizing the Impact of Executive Coaching

Executive coaching is a popular method of leadership development. A paucity of empirical research has left the field open to opinion.  A return-on-investment analysis conducted on 100 coaching cases delineated factors contributing to a successful coaching outcome, identified tangible and intangible business results, and demonstrated an average return-on-investment of 5.7.

Michael Lindemann, Manchester Consulting, Chair

Joy McGovern, Manchester Consulting, The Importance of Providing Empirical Evidence for the Effectiveness of Executive Coaching

Monica Vergara, George Mason University, The Challenges of Conducting Applied Research: ROI Methodology

Stacey Murphy, Manchester Consulting, Maximizing the Impact of Executive Coaching: Behavior Change

Linda Barker, C&W, Maximizing the Impact of Executive Coaching: Organizational Outcomes and ROI

Rodney Warrenfeltz, Hogan Assessment Systems, Suggestions for Maximizing the Impact of Executive Coaching

37. Special Event: Friday, 12:30 1:20                          Executive Center 1(E)

The Future of I-O in Psychology Departments: Open Meeting with the
Education and Training and Long Range Planning Committees

I-O psychologists generally receive their training in psychology departments.  The purpose of this meeting is to have an open discussion regarding the vitality of I-O programs in psychology departments, the training of I-O psychologists, and the career option of an academic job in a psychology department.  Directors of I-O programs in psychology departments are specifically invited to attend.

Ann Marie Ryan, Michigan State University, Co-Chair

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

Laura L. Koppes, Eastern Kentucky University, Co-Chair

38. Master Tutorial: Friday, 12:30 1:50                                      Marina 2 (E)

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

This tutorial is designed to inform participants on how knowledge and methodology from the discipline of evaluation can be systematically used to enhance organizational effectiveness. Presenters will engage the audience in specific applications of evaluation in the areas of continuous improvement feedback, organizational learning, executive development, and linkage research.

Michael Scriven, Claremont Graduate University, Presenter

Stewart I. Donaldson, Claremont Graduate University, Presenter

E. Jane Davidson, Alliant University, Presenter

Justin Menkes, Menkes Organizational Development, Inc., Presenter

Jennifer Mersman, Claremont Graduate University, Presenter

39. Symposium: Friday, 12:30 1:20                                         Point Loma B (W)

Understanding and Assessing Contextual Performance

This symposium advances our understanding of contextual performance by presenting empirical work that addresses two related themes: (a) stability and change in contextual performance, and (b) the measurement of contextual performance. These themes will be explored further through an interactive panel discussion.

Peter M. Hart, Insight SRC Pty Ltd, Chair

Peter M. Hart, Insight SRC Pty Ltd, Gabrielle M. Ostrognay, University of Melbourne, Dispositional and Situational Influences on Contextual Performance

Kristen Horgen, University of South Florida, Walter C. Borman, University of South Florida/Personnel Decision Research Institutes, Mary Ann Hanson, Independent Consultant, Predictive Validity of Task and Contextual Performance

Walter C. Borman, University of South Florida/Personnel Decisions Research Institutes, Daren E. Buck, Raymond James Financial, Stephan J. Motowidlo, University of Minnesota, Mary Ann Hanson, Independent Consultant, Computerized Adaptive Rating Scales (CARS) for Measuring Contextual Performance: More Research on the Formats Reliability and Validity

Gabrielle M. Ostrognay, University of Melbourne, Discussant

40. Symposium: Friday, 1:00 2:50                                Grande Ballroom C (E)

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

This symposium emphasizes the importance of task characteristics in team research.  The empirical studies presented highlight the task as a major, but often under-emphasized, driver of team inputs, processes, and outcomes.  Within this context, various aspects of team research will be discussed, and a diversity of team tasks will be featured.

Susan Mohammed, Pennsylvania State University, Chair

Joan R. Rentsch, University of Tennessee, Richard J. Klimoski, George Mason University, Dawn Burnett, University of Tulsa, The Effects of Team Member Schema Similarity on Team Effectiveness across Team Tasks: Results from Two Studies  

Christopher O. L. H. Porter, Michigan State University, John R. Hollenbeck, Michigan State University, Daniel R. Ilgen, Michigan State University, Aleks Ellis, Michigan State University, Henry Moon, Michigan State University, Bradley J. West, Michigan State University, Towards Understanding Backing Up Behaviors in Work Teams: The Role of Personality and the Legitimacy of Need for Backing Up Others

Susan Mohammed, Pennsylvania State University, The Importance of Task Characteristics in Team Composition Research: Examining Results Within and Across Studies  

Henry Moon, Michigan State University, Donald Conlon, Michigan State University, Stephen Humphrey, Michigan State University, Baby Steps: Incremental Escalation in Individual and Group Decision Making

Michael D. McNeese, Pennsylvania State University, Team-Task Developments in the Study of Team Cognition: An In-Depth Analysis of Four Research Tasks  

41. Symposium: Friday, 1:00 2:50                                       Harbor Island I (E)

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

Research on family-related HR policies and practices has largely examined issues from the perspective of heterosexual married couples with children. This symposium extends existing research by considering HR policies and practices from diverse vantage points, including gays and lesbians, cohabitating heterosexual couples, singles and single parents, and coworkers.

Lillian T. Eby, University of Georgia, Co-Chair

Carrie L. Noble, University of Georgia, Co-Chair

Belle Rose Ragins, University of WisconsinMilwaukee, John M. Cornwell, Loyola University New Orleans, We Are Family: The Influence of Gay Family-Friendly Policies on Gay Employees

Carrie L. Noble, University of Georgia, Lillian T. Eby, University of Georgia, Angie Lockwood, University of Georgia, Attitudes Toward Working Single Parents: The Development of a Measure

Lillian T. Eby, University of Georgia, Tammy D. Allen, University of South Florida, Carrie L. Noble, University of Georgia, Angie Lockwood, University of Georgia, HR Practices and Family Structure: Decision-Makers Actions Toward Singles and Single Parents

David Herst, University of South Florida, Tammy D. Allen, University of South Florida, Coworker Reactions to Maternity Leave: A Procedural Justice Perspective

42. Symposium: Friday, 1:00 1:50                                               Seabreeze (E)

Moving Beyond Individual Justice Perceptions:
Exploring Fairness in Multilevel Contexts

This symposium explores fairness in multilevel contexts as three papers investigate the effects of within-team variations in justice and group-level perceptions of fairness on team outcomes. Overall, the results suggest that the meaning of justice may be different in multilevel contexts and may have important implications for the management of workgroups.

Quinetta M. Roberson, Cornell University, Chair

Jason A. Colquitt, University of Florida, Procedural Justice in Team Contexts: The Effects of Process Control Variation on Cohesiveness and Performance

Quinetta M. Roberson, Cornell University, The Leveraging Effects of Team Contexts on Fairness Perceptions and Reactions

Stefanie E. Naumann, University of the Pacific, The Effects of Procedural Justice Climate on Work Group Performance

Mary A. Konovsky, Tulane University, Discussant

43. Panel Discussion: Friday, 1:00 2:20                                       Marina 4 (E)

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

Sport organizations are, indeed, organizations.  As such, I-O psychologists should be researching and consulting these organizations.  The purpose of this panel is to explore the opportunities for I-O psychologists to use their unique skills to get in the game and make an impact on the world of sport.

Steve Weingarden, Wayne State University, Co-Chair

Jeremy Borys, Wayne State University, Co-Chair

Boris Baltes, Wayne State University, Co-Chair

Wayne Burroughs, University of Central Florida, Panelist

Michelle Hebl, Rice University, Panelist

Terry Libkuman, Central Michigan University, Panelist

Brent Rushall, San Diego State University, Panelist

44. Panel Discussion: Friday, 1:00 2:50                                       Marina 5 (E)

What Conclusions Can Be Drawn from Social Desirability Measure Research?

Conclusions drawn from research concerning faking of personality selection measures range from faking has no effect to faking destroys validity. Underlying the debate is the measurement of social desirability.  Panelists will draw upon their experience as researchers, practitioners, and test developers in discussing misconceptions and future research needs.

Corey E. Miller, Wright State University, Chair

Gerald V. Barrett, Barrett & Associates, Inc., Panelist

Robert T. Hogan, University of Tulsa, Panelist

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

Douglas N. Jackson, Sigma Assessment Systems/University of Western Ontario, Panelist

Deniz S. Ones, University of Minnesota, Panelist

45. Symposium: Friday, 1:00 2:50                                                  Marina 6 (E)

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

This symposium explores the dimensionality of state and trait aspects of goal orientation, its measurement, its relationship with other motivational constructs, and its role in the learning/training processes. Finally, a model of the goal orientation process specifying the antecedents and consequences of the construct will be presented.

Richard P. DeShon, Michigan State University, Chair

Don VandeWalle, Southern Methodist University, Goal Orientation: Advances in Construct Conceptualization

Michael Horvath, Michigan State University, Christine Scheu, Michigan State University, Richard P. DeShon, Michigan State University, Goal Orientation: Integrating Theory and Measurement

Alcira Granados, University of GiessenGermany, Michael Frese, University of GiessenGermany, The Differential Impact of Two Training Methods on Goal Orientation

Dina Van Dijk, Hebrew UniversityJerusalem, Avraham N. Kluger, Hebrew UniversityJerusalem, Learning
Orientation Versus Self-Regulation: Different Labels or Different Constructs?

Jennifer Z. Carr, Michigan State University, Richard P. DeShon, Michigan State University, Heather W. Dobbins, Michigan State University, A Model of State and Trait Goal Orientation in Achievement Contexts

John E. Mathieu, University of Connecticut, Discussant

46. Poster Session: Friday, 1:00 2:20                                     Exhibit Hall (E)

Attitudes, Stress, and Withdrawal

 

46-1

Applicant Reactions to the Use of GPA in Selection

Jenifer King Greene, Clemson University

Mary Anne Taylor, Clemson University

Philip L. Roth, Clemson University

Fred S. Switzer, Clemson University

Procedural justice theory was used as a framework to examine perceived fairness of GPA as a selection device. Type of GPA and selection outcome were manipulated. Job relevance of GPA and personal control over GPA were expected to mediate the GPA-fairness relationship. Results provided some support for this assumption. 

46-2

Commitment and Reactions to Organizational Change: Form and Focus Matter

Laryssa Topolnytsky, University of Western Ontario

Lynne Herscovitch, University of Western Ontario

John P. Meyer, University of Western Ontario

David Stanley, University of Western Ontario

We examined the relation between employee commitment and behavior during organizational change.  Organizational commitment was a better predictor of turnover intention, whereas commitment to the change was a better predictor of behavioral support for the change initiative.  Qualitative differences were found in the behaviors associated with affective, continuance, and normative commitment to change.  

46-3

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

D. Brian McNatt, University of Georgia

Timothy A. Judge, University of Iowa

This study tested the effectiveness and effect duration of a nonfictitious, psychological efficacy intervention on the work attitudes of professionals in an ongoing work setting, and the moderating effect of time on the job.  Results showed that the intervention temporarily raised job attitudes of established employees.

46-4

Information and Efficacy as Predictors of Adjustment
During Organizational Change

Nerina Jimmieson, Queensland University of Technology

Deborah J. Terry, University of Queensland

Victor J. Callan, University of Queensland

Information and efficacy as predictors of adjustment during organizational change were examined in a 2-year longitudinal study.  At Time 1, efficacy mediated the positive effects of information on psychological well-being, (low) depersonalization, and job satisfaction.  For Time 2 job satisfaction, Time 1 efficacy buffered the negative effects of the Time 1 work stressors. 

46-5

Psychological Climate, Psychological Empowerment, and Job Satisfaction

Sally A. Carless, Monash University

Danielle Jeffs, Tanner Menzies

This study examined (a) the dimensionality of Spreitzers measure of empowerment, (b) the psychological climate antecedents of empowerment, and (c) whether empowerment mediated the relationship between climate and job satisfaction.  Data were obtained from 174 customer service employees.

46-6

Relations Between Stressors and Altruism: Commitment as a Moderator

Steve M. Jex, University of WisconsinOshkosh

Gary A. Adams, University of WisconsinOshkosh

Daniel G. Bachrach, Indiana University

Sarah Rosol, University of WisconsinOshkosh

The present study investigated relations between three work-related stressors (role ambiguity, role conflict, and organizational constraints) and altruistic behavior in the workplace.  All stressors were weakly and negatively related to altruism.  Two of these relations, however, were moderated by affective organizational commitment.  Implications of these findings are discussed. 

46-7

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

Paul D. Bliese, Walter Reed Army Institute of Research

Darren R. Ritzer, Walter Reed Army Institute of Research

Jeffrey L. Thomas, Walter Reed Army Institute of Research

Steve M. Jex, University of WisconsinOshkosh/Walter Reed

This research examined the role of supervisory support in the relationship between work stressors and organizational commitment.  The level of supervisory support in a group acted as a moderator of the stressor-commitment relationship.  Specifically, individuals in groups with high support had high continuance commitment even if work stressors were high.  

46-8

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

Linda Skitka, University of Illinois at Chicago

Jennifer Winquist, Valparaiso University

Susan Hutchinson, University of Illinois at Chicago

This meta-analysis investigated the effect procedural and distributive justice have on performance, turnover, retaliation, decision acceptance, evaluation of authority, affect, organizational commitment, and citizenship. Analysis of 437 effect sizes revealed that both types of justice affected all variables. However, the degree of the relationship depended on the type of justice.

46-9

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

Michelle Verquer, Central Michigan University

Terry A. Beehr, Central Michigan University

A meta-analytical review examined the effects of person-organization fit on satisfaction, organizational commitment, and turnover intention from 15 studies and 16 effect sizes. Mean effect sizes ranged from .15 for turnover intentions to .23 for organizational commitment. Four variables were found to moderate effect sizes, including subjective measures of fit.

46-10

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

Alissa Kramen, University of Akron

Darrin Kass, University of Akron

Philip J. Moberg, University of Akron

An examination of stress, affective well-being, and job satisfaction for managers revealed that affect moderated the relationship between stress and job satisfaction.  Affect was found to alleviate the negative effects of stress for those high in affect. These effects were more pronounced for the threat dimension of stress.

46-11

The Dimensionality of Deviant Employee Behavior in the Workplace

Melissa L. Gruys, Washington State UniversityVancouver

Paul R. Sackett, University of Minnesota

Eleven categories of behavior were examined: (a) Theft and Related Behavior, (b) Destruction of Property, (c) Misuse of Information, (d) Misuse of Time and Resources, (e) Unsafe Behavior, (f) Poor Attendance, (g) Poor Quality Work, (h) Alcohol Use, (i) Drug Use, (j) Inappropriate Verbal Actions, and (k) Inappropriate Physical Actions. Multidimensional scaling analysis suggests categories vary on Personalness and Task-Relevance dimensions. 

46-12

Beliefs Associated with Attitudes Toward Privatization in a Developing Nation

Guillermo Wated, Florida International University

Juan I. Sanchez, Florida International University

This study attempted to understand the structure of attitudes toward privatization by uncovering the beliefs associated with privatization.  A two-factor model of positive and negative beliefs underlying attitudes toward privatization among Ecuadorian employees was tested (n = 944).  Positive beliefs explained attitudes above and beyond negative beliefs.

46-13

Correlates of Mood at Work: An Experience Sampling Study

Andrew G. Miner, University of Illinois

Theresa M. Glomb, University of Minnesota

Charles L. Hulin, University of Illinois

Palmtop computers were used to sample work experiences in real-time and examine within-person relationships among job events, mood, and job behaviors. Two dimensions of mood at work were found to relate differentially to events and behaviors: hedonic tone of mood related to positive and negative events, activation of mood related to OCB and work withdrawal.
 

46-14

Background Determinants of Employment-Testing Self-Efficacy

Carl P. Maertz, Mississippi State University

Talya N. Bauer, Portland State University

Donald C. Mosley, University of South Alabama

Richard Posthuma, University of Texas at El Paso

Michael A. Campion, Purdue University

Examining background determinants of employment-testing self-efficacy, past success, and education were positively related to pre-test self-efficacy; race and gender were not. A gender effect emerged after test administration. Failing the test was found to have more negative effects on womens self-efficacy than on mens and marginally more negative effects on Whites.

46-15

Reactions to Organizational Drug Testing and Treatment Programs

Matthew E. Paronto, Portland State University

Michael Leo, Portland State University

Donald M. Truxillo, Portland State University

Talya N. Bauer, Portland State University

Using an organizational justice framework, we explored reactions to organizational drug treatment programs among employed individuals. Safety-sensitivity predicted fairness of drug treatment.  Drug use and treatment policy interacted to predict fairness. Drug users were less attracted to organizations with treatment policies. Implications for organizations are discussed.

46-16

Motivational Mediators of the Stereotype Threat Effect

Tonya L. Dodge, University at Albany, SUNY

Kevin J. Williams, University at Albany, SUNY

Hart Blanton, University at Albany, SUNY

Face-validity perceptions, test-taking motivation and self-efficacy were examined as mediators of the stereotype threat effect.  When a test was portrayed as diagnostic of ability, African Americans scored lower on the test and reported lower levels of face validity than Whites.  However, face-validity perceptions failed to mediate the stereotype threat effect.

46-17

Reducing Absenteeism: The Joint Impact of Job Stress and Age

Deborah Ladd, Nucleus, LLC

Mike Moss, Nucleus LLC

Dru Fearing, Nucleus LLC

Adam Stetzer, Nucleus, LLC

Job stress and age have been found to independently impact absenteeism. Thirty-nine call center teams were studied to examine the joint impact of these factors on absenteeism. Results suggest that the effect of job stress on absence may be moderated by age.

46-18

Reactions to Supervisor Monitoring Behavior

Jason Etchegaray, University of Houston

Allan P. Jones, University of Houston

The present study examined the influence of justice, attributions of intent, and supervisor monitoring on subordinate trust in the supervisor and organizational citizenship behaviors displayed by the subordinate.  Attributing supervisor behavior to an intent to control the subordinate was associated with lower levels of trust and organizational citizenship behaviors.

46-19

An Exploration of Organizational Justices
Impact on Commitment and Satisfaction

Sylvia Roch, Illinois Institute of Technology

Ken Zlatoper, Illinois Institute of Technology

We explored the impact of justice on job satisfaction and commitment.  Results showed that interpersonal justice is the strongest predictor of job satisfaction, affective commitment, and normative commitment, and that distributive justice is the strongest predictor of continuance commitment.  The impact of worker type, contract versus employee, was also explored.

46-20

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

Carrie A. Bulger, Quinnipiac University

Lisa Kath, University of Connecticut

Peter D. Bachiochi, Eastern Connecticut State University

Black employees attitudes toward affirmative action are poorly understood.  Preferential treatment and workplace discrimination were significantly related to Black employees ratings of the favorability of affirmative action plans.  Level of preferential treatment was also related to anticipated positive and negative effects of various affirmative action plans.    

46-21

Linking Sales Employees Attitudes and Perceptions to
Corporate Financial Performance

Michael Mueller, Minnesota State UniversityMankato

Daniel Sachau, Minnesota State UniversityMankato

The purpose of this study was to replicate and extend previous research linking employee attitudes and perceptions to financial performance with a multinational sample of sales professionals.  Results indicate significant positive relationships between employee perceptions of service climate, employee satisfaction and financial performance.

46-22

A Facet-Level Examination of the Underemployment
Job Satisfaction Relationship

Douglas C. Maynard, SUNYNew Paltz

Sean M. Kumpf, SUNYNew Paltz

Amanda M. Maynard, Bard College

Ana C. Luna, SUNYNew Paltz

We examined relationships among various facets of underemployment and job satisfaction using a diverse employee sample (N = 238). As expected, the underemploymentsatisfaction relationships were generally negative; strongest relationships were found when type of underemployment and facet of satisfaction were conceptually linked (e.g., overqualification and satisfaction with the nature of work). 

46-23

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

Kurt Dirks, Simon Fraser University

Don Ferrin, SUNYBuffalo

This study reports a meta-analysis of the research on trust in leadership (k = 91, n = 23,616), including its ante-cedents, consequences, and correlates. We also provide theory and evidence suggesting that there is utility in
recognizing different types of trust and different leadership referents; these factors act as moderators. 

46-24

Company Profiles of Employee Satisfaction: Using Money as a Tradeoff

Allen I. Kraut, Baruch College/Kraut Associates

Pamela Manfredo Curtis, PMC Associates

Susan K. H. Kelley

Cluster analysis of 30 companies employee survey data reveals five types of firms.  These are called coal mines, gold mines, schoolhouses, clubhouses, and great places to work.  All appear to use compensation as a tradeoff for other satisfactions.  Companies seem to influence extrinsic satisfaction more than they influence intrinsic satisfaction.

46-25

The Effects of Cognitive Expenditure on the Ethical Decision Making Process

Marc D. Street, University of Tulsa

Scott C. Douglas, University of Montana

Scott W. Geiger, University of South Florida

Mark J. Martinko, Florida State University

In this paper we describe the role that cognitive expenditure is expected to play in the ethical decision making process. In doing so, we developed an integrated model of ethical decision making and related hypotheses that indicate how cognitive expenditure influences the ethical decision process and moral behavior.

46-26

Police Corruption: Is the MMPI Useful for Officer Selection?

Michael J. Cullen, University of Minnesota

Deniz S. Ones, University of Minnesota

The purpose of this study was to investigate the utility of the Minnesota Multiphasic Personality Inventory as a predictor of one of the most important, but least studied, forms of counterproductive police officer behavior: corruption. Results indicated that the psychopathic deviate, hypochondriases, and psychasthenia scales were useful predictors of this criterion.

46-27

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

Marie-Helene Daigle, University of Waterloo

Patricia M. Rowe, University of Waterloo

This study examined how interviewees expectations and individual differences affect their causal interpretations of the outcome of an interview and in turn influence their expectations regarding future interviews. Some individual differences were found to moderate the use of the self-serving bias.  Furthermore, certain attributional dimensions may also affect post-interview expectations. 

46-28

Organizational Citizenship and Counterproductive Workplace Behaviors

Catherine Loughlin, University of Toronto

Julian I. Barling, Queens University

E. Kevin Kelloway, Saint Marys University

Alison Nault, Queens University

We explored the construct validity of organizational citizenship behaviors and counterproductive workplace behaviors by separating item content from item wording through confirmatory factor analysis.  Across two independent samples (N = 475 and N = 173), method variance although present did not compromise the substantive interpretation of these scales.

46-29

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

Manon M. LeBlanc, St. Marys University

E. Kevin Kelloway, St. Marys University

The authors developed and assessed the psychometric properties of an instrument measuring risk for workplace violence based on job characteristics. Using data from 254 employees representing 71 different occupations, the measure demonstrated known groups and criterion-related validity as well as substantial within-occupation and one-month testretest reliability. Implications for future research and practice are discussed.

46-30

Applicant Reactions to a Proposed Three-Option Multiple Choice Test

Thomas Stetz, U.S. Office of Personnel Management

Three-option multiple-choice items offer many potential advantages over 4-option items.   Candidates from a promotional job knowledge test were surveyed about their reactions to a suggested 3-option item test.  Candidate reactions were fairly neutral.  Furthermore, there was a slight tendency for lower scoring candidates to prefer a 3-option test. 

46-31

Applicants Reactions to the Fairness of the Employment Interview

Maria Rotundo, University of Toronto

Ai-Chia Chuang, University of Minnesota

This study presents a longitudinal investigation into applicants reactions to the employment interview. We find that internal locus of control, interview structure, distributive justice, and the extent to which the applicant agrees with feedback predict their fairness perceptions. These perceptions then predict individual and organizational outcomes.

46-32

Managerial Sex Role Stereotyping: A Cross-Cultural Analysis

Clive Fullagar, Kansas State University

Hayriye Canan Sumer, Middle East Technical University

Magnus Sverke, Stockholm University

Renee F. Slick, Kansas State University

Sex role stereotyping of middle managers was investigated in two culturally distinct samples from Turkey and Sweden. The results indicated a predominant male stereotype associated with successful middle management. Although the nature of sex stereotypes differed for the two countries, the profile of successful managers was similar.

46-33

Longitudinal Effects of Interpersonal Workplace Stressors
on Employees with Arthritis

Phillip Potter, U.S. Air Force

Bruce W. Smith, Arizona State University

Kari R. Strobel, Old Dominion University

The within-person influence of interpersonal workplace stressors on affective and physical well being was investigated for persons with and without arthritis.  The social environment of the workplace demonstrated complex longitudinal effects.  The impact of workplace stressors on negative affect levels was more pronounced for those without arthritis.  However, arthritis symptoms worsened in conjunction with the occurrence of such stressful events.

46-34

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

Lauren J. Manheim, University of Puget Sound

Sarah Moore, University of Puget Sound

Leon Grunberg, University of Puget Sound

Edward S. Greenberg, University of Colorado, Boulder

This longitudinal study examines effects of commitment and termination experience on post-termination attitude, addressing the paucity of related research.  In a sample of 171 former employees, post-termination commitment was predicted by organizational commitment while employed, perception of procedural justice in layoff, palatability of termination reason, and ownership of termination decision.

46-35

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

David LaHuis, University of Connecticut

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

This study estimated a model of test-taking motivation that combined the justice and self-serving bias frameworks.  Applicants perceptions of procedural justice rules were hypothesized to influence their test-taking motivation.  Perceived performance was thought to influence applicants procedural justice perceptions and test-taking motivation.  Results provide partial support for the model.

46-36

The Effects of Explanations on Applicants Perceptions of Fairness

David LaHuis, University of Connecticut

Norman E. Perreault, Starwood Hotels and Resorts

Matthew W. Ferguson, University of Connecticut

This study investigated the effects of explaining why selection tests were being used on simulated applicants
perceptions of fairness.  Results indicate that general explanations increased fairness perceptions but specific explanations did not.  This relationship was fully mediated by perceptions of predictive validity. 

46-37

Perceived Support and Discretionary Treatment
from Organizations and Supervisors

Florence Stinglhamber, Catholic University of Louvain

Christian Vandenberghe, Catholic University of Louvain

We examined the relationship between job conditions favorableness and perceived organizational (POS) and
supervisory (PSS) support. The organizations control over intrinsically satisfying (IS) job conditions moderated
the relationship between IS job conditions and POS while the supervisors control over IS job conditions moderated the relationship between IS job conditions and PSS.  

46-38

Managerial Perceptions of Employee Commitment: Multiple Bases and Foci

Kathleen Bentein, Catholic University of Louvain

Christian Vandenberghe, Catholic University of Louvain

Supervisor-rated scales of affective, continuance, and normative commitment to the organization, supervisor, and customers were developed and validated against parallel measures of extra-role behaviors. Managers (N = 317) perceptions of employee commitment were distinguishable across bases and foci, and nonorganizational commitment contributed unique variance in extra-role behaviors.

46-39

How Obsession with Money Affects Perceptions and Attitudes Regarding Pay

H. Kristl Davison, University of TennesseeChattanooga

William C. Roedder, University of TennesseeKnoxville

Personality can affect perceptions of a situation, reactions to a situation, or both. This study examined the influence of obsession with money on relationships between pay equity, feelings of entitlement, and pay satisfaction from this perspective. Results indicated that obsession with money impacts both perceptions of and reactions to a situation.

46-40

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

Todd J. Thorsteinson, University of Idaho

A meta-analysis was conducted (k = 39, N = 39,989) to examine the size of the difference between full- and part-time employees on job attitudes.  Results indicated that there was little difference between full-time and part-time employees on job satisfaction, organizational commitment, intentions to leave, and facets of job satisfaction.  Full-time employees were found to be more involved with their jobs than part-time employees. 

46-41

Affective and Continuance Commitment and Performance: A Closer Look

Thomas E. Becker, University of Delaware

Mary C. Kernan, University of Delaware

Past research on affective and continuance commitment and performance has ignored foci of commitment and has not controlled for cognitive ability.  This study demonstrates that affective and continuance commitment to supervisors explains variance in in-role and extra-role performance beyond that accounted for by commitment to organizations and cognitive ability.

46-42

Determinants of Employee Expectations of Coworker Deviance

Henry Phillips, University of Houston

Lois E. Tetrick, University of Houston

Steven C. Currall, Rice University

An interaction between perceived supervisory discipline and coworker integrity in predicting expected coworker deviance was significant, but inconsistent with hypothesis.  For coworkers with low integrity, discipline and

expected deviance were unrelated, but for coworkers with high integrity, discipline and expected deviance were negatively related.  Data from 261 employed undergraduates were analyzed.

46-43

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

Charles A. Pierce, Montana State University

Herman Aguinis, University of Colorado at Denver

We collected questionnaire data from 465 employees to test a model containing some of the hypothesized formation and impact factors from Pierce, Byrne, and Aguiniss (1996) theory-based model of workplace romance.  Results provide support for Pierce et al.s model with respect to factors that explain the formation and impact of workplace romances. 

46-44

Employee Satisfaction and Theft: Testing Climate as a Mediator

Joanne Roberts, Northern Illinois University

John Kulas, Northern Illinois University

Rachel L. F. DeMuth, Northern Illinois University

Christopher P. Parker, Northern Illinois University

Climate for theft was tested as a mediator between employee job satisfaction and theft. A confirmatory factor analysis was performed on data from 847 supermarket employees. Subsequently, both partial- and full-mediated models were tested. Climate for theft as a full mediator provided the best fit.

46-45

Job SatisfactionOutcome Relationships: The Moderating
Role of Attitude Strength

Joseph W. Huff, University of North Texas

Christopher P. Parker, Northern Illinois University

Job satisfaction is related to many organizationally relevant outcomes, yet these relationships are generally modest. Attitude strength was proposed to moderate these job satisfactionoutcome relationships. As predicted, job satisfaction had significantly stronger relationships with outcome variables when attitude strength was high in comparison to attitude strength being low.

46-46

A Transfer Function Analysis of Events, Stress, and Satisfaction

Julie A. Fuller, Bowling Green State University

Jeffrey M. Stanton, Bowling Green State University

Gwenith G. Fisher, Bowling Green State University

Christiane Spitzmueller, Bowling Green State University

Steven Russell, Bowling Green State University

Patricia C. Smith, Bowling Green State University

Using daily reports of stressor events, perceived strain, mood, and job satisfaction from n = 14 workers, the present study collected n = 1,060 cases/occasions.  We used a generalized version of interrupted time series analysis to examine the data for causal relationships among the measured variables. 

46-47

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

Dalit Lev-Arey Margalit, George Mason University

Karin Orvis, George Mason University

Michael Ingerick, George Mason University

The present study examined the effects of race and cognitive ability self-efficacy on actual and perceived cognitive ability test performance.  Data collected from 249 undergraduate participants suggest that race predicts self-efficacy beliefs, which in turn influence actual test performance.  These findings may partially explain BlackWhite differences in test performance. 

46-48

Employee Commitment and Temporary Workers: Test of a Model

Michael A. Barr, Illinois Institute of Technology

James Sweet, Human Resource Management Systems, LLC

Robert Smallwood, Claim Strategies, Inc.

Susan Smallwood, Claim Strategies, Inc.

We tested Vandenberg et al.s (1999) model of business practices and organizational commitment in a temporary staffing agency.  Our results indicate that business practices impact more directly on employee commitment when the organization is a temporary staffing company than when it is a traditional employer.

46-49

Opposition to Inconsistent Procedures: Is it Inevitable?

Camilla Holmvall, University of Waterloo

Agnes Zdaniuk, University of Waterloo

Leanne Son Hing, University of Guelph

D. Ramona Bobocel, University of Waterloo

We hypothesized that people might be less likely to oppose inconsistent treatment if they perceive it to enhance the fairness of subsequent outcome allocations (i.e., distributive justice).  Data collected from 41 undergraduate participants who were exposed to a merit-based rewardallocation situation were consistent with this idea.

47. Symposium: Friday, 1:00 2:50                       Bel Aire Ballroom South (W)

Use of Relative Importance Methodologies in Organizational Research

Determining the relative importance of predictors in multiple regression has been a source of debate and controversy for over 70 years.  This symposium discusses a number of theoretical, empirical, and practical issues associated with measures of importance using both real and simulated data.

James M. LeBreton, University of TennesseeKnoxville, Co-Chair

Jeff W. Johnson, Personnel Decisions Research Institutes, Co-Chair

Jeff W. Johnson, Personnel Decisions Research Institutes, Correcting for Measurement Error Before Calculating Relative Weights: Does It Matter?

James M. LeBreton, University of TennesseeKnoxville, Robert E. Ployhart, University of Maryland, Robert T. Ladd, University of Tennessee, Determining Relative Importance via Dominance Analysis: A Monte Carlo Examination

Frederick L. Oswald, Michigan State University, Weighting Tables: Results Comparing Different Multiple Regression Weighting Methods

Robert T. Ladd, University of Tennessee, E. Kate Atchley, University of TennesseeKnoxville, Jennifer R. D. Burgess, University of TennesseeKnoxville, What Good is Importance if You Dont Know How to Use It? A Comparison of Various Relative Importance Indices and a Heuristic for Their Use in Selecting Predictor Variables

Jos M. Cortina, George Mason University, Discussant

48. Roundtable: Friday, 1:00 2:50                                              Catalina (W)

Did I Miss Something in Grad School?  Discussing Applied Issues

Practitioners often encounter scenarios in which the textbook processes taught in graduate school are inadequate or impossible to employ.  This roundtable will provide the opportunity for participants to discuss some of these issues and scenarios and generate practical solutions.  Participants are encouraged to bring their own examples to the session.

Lisa Keeping, SHL Canada, Chair

Michael A. Campion, Purdue University, Co-Host

Debra J Cohen, SHRM/George Washington University, Co-Host

Steven T. Hunt, SHL, Co-Host

Matthew W. Jones, Aon Management Consulting, Co-Host

Michael A. McDaniel, Work Skills First, Inc., Co-Host

49. Panel Discussion: Friday, 1:30 2:50                     Grande Ballroom B (E)

Voodoo Science: A Creeping Menace in I-O Psychology

Voodoo science has been a major concern in the physical sciences.  Witness cold fusion, alien sightings, and magnetic pillows.  Bad science is an increasing menace in educational research and the social sciences.  The effects of bad science will be discussed from a number of perspectives, including publishing, setting professional standards, forensics, and practice.

Deirdre J. Knapp, HumRRO, Chair

James L. Farr, Pennsylvania State University, Panelist

Paul R. Sackett, University of Minnesota, Panelist

Mary L. Tenopyr, Private Consultant, Panelist

Nancy T. Tippins, Personnel Research Associates, Panelist

Melissa G. Warren, American Psychological Association, Panelist

50. Practitioner Forum: Friday, 1:30 2:50                       Harbor Island III (E)

Grassroots Efforts to Improve Employee Retention

Given a healthy economy, many companies are having a difficult time finding and keeping employees.   This forum focuses on the grassroots efforts of several companies and an industry to increase employee retention by improving employee selection procedures and making systemic organizational changes that impact employee retention.

Blake A. Frank, University of Dallas, Chair

R. Stephen Wunder, Kingwood Group, Inc., The Flight Crew Opinion Inventory: Fit or Personality

Clyde C. Mayo, Management & Personnel Systems, Truck Driver Retention

Susan W. Stang, Performance-Based Selection, Turning Around Turnover: One Employers Strategy

Blake A. Frank, University of Dallas, Development of an Industry-Wide Strategy for Increasing Supermarket Employee Retention  

51. Practitioner Forum: Friday, 1:30 2:50                                 Spinnaker (E)

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

Our team of consultants will discuss how, as I-O professionals, we gained traction with the organizations top
decision makers.  We will discuss our structure and how processes and people ensure influential relationships.

Judith A. Solecki, Conexant Systems, Inc., Co-Chair

Lyse M. Wells, Conexant Systems, Inc., Co-Chair

Lyse M. Wells, Conexant Systems, Inc., An Organizational Structure for Strategic Input

Angela F. Dew, Conexant Systems, Inc., The Challenges of Change

Amy A. Fitzgibbons, Conexant Systems, Inc., Large-Scale Change

Valerie C. Nellen, Conexant Systems, Inc., The Tools for Change

52. Practitioner Forum: Friday, 1:30 2:50        Bel Aire Ballroom North (W)

Reducing Adverse Impact While Maintaining Validity:
The Public Sector Experience

Adverse impact receives particular attention in the public sector.  Public hiring usually is mandated to be based on merit, and is scrutinized by newspapers, unions, and so forth.  This forum presents successful approaches and promising theories.  The presenters are public sector practitioners who have little opportunity to publish in the scholarly literature.

Joel P. Wiesen, Applied Personnel Research, Chair

Joel P. Wiesen, Applied Personnel Research, Some Possible Reasons for Adverse Impact

T.R. Lin, Los Angeles Unified School District, The Los Angeles Unified School Districts Office Assistant Selection Program

S. David Kriska, City of Columbus, Ohio, The ValidityAdverse Impact Trade-off: Real Data and Mathematical Model Estimates

53. Panel Discussion: Friday, 1:30 2:50                                   Terrace A (W)

Alternatives to Criterion-Related Validation in Public and Private Sectors

Local validation studies can be impractical because of budget, sampling, or time constraints.  Although discussed infrequently, viable alternatives exist that can overcome obstacles associated with criterion-related validation.  This discussion brings together practitioners from diverse backgrounds to describe their experience with alternative validation strategies and to point out pitfalls and best

Brent Holland, Hogan Assessment Systems, Co-Chair

Suzan L. McDaniel, Hogan Assessment Systems, Co-Chair

Carolyn L. Facteau, Panelist

Seth Zimmer, BellSouth, Panelist

David E. Smith, AnheuserBusch Companies, Inc., Panelist

Anne Marie Carlisi, Carlisi & Associates, Panelist

54. Practitioner Forum: Friday, 1:30 2:50                               Terrace B (W)

The Internet and I-O Psychology: Applications and Issues

Unlike many other areas, there appears to be much less discussion and writing regarding the application of the Internet to I-O psychology.  This forum focuses on the experiences of several I-O psychologists with the Internet, lessons that they have learned, and strategies for greater involvement by I-O psychologists.   

Michael M. Harris, University of Missouri, Chair

Mark J. Schmit, ePredix, Assessments on the Internet

Lynn S. Summers, Performaworks, Inc., The Whole Enchilada: Using the Web to Manage Performance, Not Just to Administer Appraisals

Jody Toquam-Hatten, The Boeing Company, Carrie C. DeMay, Data Recognition Corp, 360-Degree Assessment at The Boeing Company: DRCs Dual-Process (Web/Paper) Approach

John W. Jones, NCS Pearson/BPRI Press, New Frontiers for I-O Psychologists in the Internet Economy

55. Symposium: Friday, 1:30 2:50                                          Point Loma B (W)

Understanding the Sources of Heterogeneity in Service Encounters

This symposium explores various human sources of heterogeneity in service encounters.  Specifically the presentations examine intra- and inter-personal processes of both employees and customers and how these processes affect customer satisfaction and other outcome variables.

Beth G. Chung, San Diego State University, Chair

J. Bruce Tracey, Cornell University, Michael J. Tews, University of Minnesota, The Role of Training Needs and Development Climate in the Service Profit Chain

Beth G. Chung, San Diego State University, Nadav Goldschmidt, Cornell University, K. Doug Hoffman, Colorado State University, Customer and Employee Views of Critical Service Incidents

Alexandria Dominguez, University of Maryland, Michele J. Gelfand, University of Maryland, The Importance of Values and Context in Understanding Customer Reactions to Service Encounters

David E. Bowen, Thunderbird, Discussant

56. Special Event: Friday, 2:00 2:50                                 Harbor Island II (E)

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

A framework for understanding organizational behavior based on the attributes of people and the work they do is presented.  Multilevel hypotheses as well as analytic strategies for handling research data are presented.  Preliminary evidence supporting some of the hypotheses is also presented.

Irwin L. Goldstein, University of Maryland, Co-Chair

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

Benjamin Schneider, University of Maryland, E = f (P, B) + e

57. Conversation Hour: Friday, 2:00 2:50                                 Seabreeze (E)

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

This conversation hour introduces a new program of research support available to researchers offered by the National Institute on Drug Abuse at the National Institute of Health (NIH) and SHRM. It will inform attendees about the various support vehicles offered by NIH and SHRM and offer advice on how to apply for grants successfully.

Thomas F. Hilton, National InstituteDrug Abuse, Presenter

Terry C. Blum, Georgia Technical University, Presenter

Debra J Cohen, SHRM/George Washington University, Presenter

Samuel J. Bresler, Science Applications International Corporation, Presenter

58. Symposium: Friday, 2:00 2:50                                 Executive Center 3 (E)

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

The proliferation of multisource assessment processes in organizations has created the opportunity for researchers to investigate relationships between ratings provided by multiple sources (e.g., self, supervisor, peers, direct reports, customers) and various important organizational outcomes.  The three articles presented in this symposium extend the literature in the areas of employee development, career advancement, and derailment.

Paul R. Damiano, Center for Creative Leadership, Chair

Stuart A. Tross, Bristol-Myers Squibb Company, Ben E. Dowell, Bristol-Myers Squibb, Self and Others Assessments, Career Advancement Potential, and Career Mobility: An Analysis Across Level, Across Dimension, and Over Time

Todd J. Maurer, Georgia Institute of Technology, Debora Mitchell, Sprint, Francisco Gabriel Barbeite, Georgia Institute of Technology, Predictors of Development Activity and Attitudes in Response to 360-Degree Feedback

Kelly Hannum, Center for Creative Leadership, Ross L. Mecham, Virginia Tech, The Association Between Benchmarks Derailment Scales and MBTI Preferences

 

 

 

Coffee Break:  3:00 3:30                                                                                                     Multiple Locations

 


 

59. Panel Discussion: Friday, 3:30 4:50                     Grande Ballroom A (E)

Taking Stock: Extending our Understanding of Employee Stock Option Programs

Stock option programs are one of the most significant compensation trends in the past decade and their use is continuing to increase. Panelists will share applied research, explore the psychological constructs surrounding employee stock ownership and recommend ways that psychological knowledge can be better applied to stock option implementation.

Steven C. Currall, Rice University, Chair

Judith A. Solecki, Conexant Systems, Inc., Panelist

Patrick M. Wright, Cornell University, Panelist

Patrick R. Shannon, William M. Mercer, Inc., Panelist

60. Practitioner Forum: Friday, 3:30 4:50                 Grande Ballroom B (E)

Developing Leaders and Leveraging Organizational Success

Organizations use leadership development initiatives to equip executives with the skills needed to achieve business outcomes.  This practitioner forum will discuss various leadership development initiatives that promote personal and career growth and influence organizational change.  Practitioners discuss best practices and offer suggestions for success.   

Suzan L. McDaniel, Hogan Assessment Systems, Chair

Lynn Badaracco, SprintUniversity of Excellence, Innovative Approaches to Executive and Leadership Development  

John R. Adcock, American Airlines, Sowing the Seeds of Leadership Development

Eric D. Elder, Bristol-Myers Squibb, Strategic Sourcing for Executive Coaching:  Harnessing the Collective Power of Executive Coaches to Achieve Organizational Change

David L. Dotlich, CDR International, Action Learning and Action Coaching:  Effective Executive Development

61. Symposium: Friday, 3:30 4:50                                Grande Ballroom C (E)

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

Often decisions as to the training, supervision, performance appraisal, licensing, and selection of industrial-organizational psychologists are made without data as to the real nature of the I-O job.  This symposium focuses on the results of a new study of the job conducted by the Texas Industrial Organizational Psychologists (TIOP) and its implications for the personnel processes referred to above.

Clyde C. Mayo, Management & Personnel Systems, Chair

Roger N. Blakeney, University of Houston, Implications for Performance Appraisal

Douglas A. Johnson, University of North Texas, Implications for Training and Development

Blake A. Frank, University of Dallas, Implications for Licensing

John W. Dyck, University of Houston, Discussant

62. Symposium: Friday, 3:30 4:50                                       Harbor Island I (E)

The AttractionSelectionAttrition Model: Current Research and Theory

Schneiders (1987) AttractionSelectionAttrition model has had a significant impact on the study of organizational climate, organizational culture, and person-environment fit. This symposium focuses on current research and theory on the ASA model, including examination of the model as a whole and of specific aspects that have not previously been tested.

Marcus W. Dickson, Wayne State University, Chair

Jonathan Ziegert, University of Maryland, Benjamin Schneider, University of Maryland, Do Women Make the Sorority? ASA Applied to Sorority Recruitment

Greg Haudek, Competency Management, Inc., A Culture Variance Test of the ASA Homogeneity Hypothesis

Thomas R. Giberson, Wayne State University, Christian Resick, Wayne State University, Transferring Leader Values: Using ASA to Understand Organizational Culture Creation

Kevin Ruminson, NYS Unified Court System, Harold W. Goldstein, Baruch CollegeCUNY, Achieving Organizational Change in an ASA Framework

D. Brent Smith, Cornell University, Discussant

63. Panel Discussion: Friday, 3:30 5:20                           Harbor Island II (E)

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

Recently there has been an explosion of interest in workplace emotions and a movement to integrate affective states into established I-O theories.  Panelists with a diverse interest in emotions at work will brainstorm with the audience about theoretical approaches, methodologies, and current hot topics in an effort to explore the utility of emotions for theory and practice. 

Alicia A. Grandey, Pennsylvania State University, Chair

Richard D. Arvey, University of Minnesota, Panelist

Robert A. Baron, Rensselaer Polytechnic Institute, Panelist

Russell S. Cropanzano, Colorado State University, Panelist

Cynthia D. Fisher, Bond University, Panelist

Avraham N. Kluger, Hebrew UniversityJerusalem, Panelist

Robert G. Lord, University of Akron, Panelist

64. Panel Discussion: Friday, 3:30 4:50                           Harbor Island III (E)

Taking the Human out of HR Management: Evaluating Information Technology

HR and IT specialists describe benefits and costs of introducing computer technology in both managing human resource functions and managing the organizations human resources. Panelists will give practical guidance on topics that include new technology introduction, Internet applications, worker KSAOs, cooperation, job satisfaction, and how to increase efficiency and effectiveness. 

Andrea M. Markowitz, University of Baltimore, Chair

Michael D. Coovert, University of South Florida, Panelist

Rita L. Ennis, PHH/Arval, Panelist

Lori Foster Thompson, East Carolina University, Panelist

Michael A. McDaniel, Work Skills First, Inc., Panelist

Valerie Nichols, U.S. Department of the Treasury, Panelist

65. Panel Discussion: Friday, 3:30 4:20                                    Seabreeze (E)

Human Subjects Issues for Data Serving Both Science and Practice

I-O psychology data that serve both science and practice face difficulty being approved for research in spite of the fact that human participants are rarely at risk.  This panel discussion is to raise awareness of changes in human subjects review that may inhibit our ability to conduct research.   

Daniel R. Ilgen, Michigan State University, Chair

Bradford S. Bell, Michigan State University, Panelist

Kevin R. Murphy, Pennsylvania State University, Panelist

Elaine D. Pulakos, Personnel Decisions Research Institutes, Panelist

Joseph G. Ross, University of Colorado, Panelist

66. Panel Discussion: Friday, 3:30 5:20                      Executive Center 3 (E)

Nonacademics Publishing in an Academic World

This panel will examine the challenges of publishing as a nonacademic and consider whether or not the lack of nonacademic research is problematic for the field of I-O psychology. Recommendations will be provided at the end of the discussion as to how best to resolve these and other related issues.

David P. Baker, American Institutes for Research, Chair

Steven H. Brown, LIMRA International, Panelist

Allan H. Church, PepsiCo, Inc., Panelist

Fred A. Mael, American Institutes for Research, Panelist

Kimberly A. Smith-Jentsch, Naval Air Warfare Center, Panelist

Lois E. Tetrick, University of Houston, Panelist

67. Symposium: Friday, 3:30 5:20                                                  Marina 2 (E)

Estimating the Impact of Illnesses and their Treatments on Productivity

We will present the development and application of a model for estimating productivity losses due to employee
illnesses. Utility analysis is used to estimate the dollar costs of lost productivity caused by one common illness, seasonal allergic rhinitis, and the side effects associated with its treatment.

Lance E. Anderson, Caliber Associates, Chair

Jeffrey Wilken, Veterans Administration Medical Center, Using Clinical Trials to Assess the Impact of an Illness and Its Treatments on the Use of Abilities

Nita R. French, French & Associates, Andrew G. Neiner, French & Associates, Development of an Objective Measure of Individual Productivity

Lance E. Anderson, Caliber Associates, Ray A. Morath, Caliber Associates, Estimating the Dollar Costs of
Productivity Losses
Due to Seasonal Allergic Rhinitis and Its Treatments

Walter F. Stewart, Innovative Medical Research, Judith A. Ricci, Innovative Medical Research, Elsbeth Chee, Innovative Medical Research, Carol Leotta, Innovative Medical Research, Innovative Medical Research.
Measuring Lost Productivity Time By Phone: A Comparison of Six Different Interviews

Michael K. Judiesch, Manhattan College, Discussant

68. Symposium: Friday, 3:30 4:50                                                  Marina 4 (E)

Job Loss and Reemployment Research: Critical New Directions

Job loss continues to be a persistent experience for American workers, despite record economic expansion. This symposium focuses on the impact of job loss on individuals lives, factors that affect how displaced workers cope, as well as elements that influence job search behaviors and reemployment.

Mel Fugate, Arizona State University, Chair

Frances M. McKee-Ryan, West Virginia University, Angelo J. Kinicki, Arizona State University, The Life Facet Impact of Job Loss

Ruth Kanfer, Georgia Institute of Tech, Connie Wanberg, University of Minnesota, Tracy Kantrowitz, Georgia Institute of Technology, Job Search and Reemployment: A PersonalityMotivational Analysis and Meta-Analytic Review

James D. Westaby, Columbia University Teachers College, Kenneth N. Braithwaite, Columbia University, Job Search Behavior Over the Internet: Antecedents and Consequences

Connie Wanberg, University of Minnesota, Leaetta M. Hough, The Dunnette Group, Ltd., Zhaoli Song, University of Minnesota, New Directions for the Selection and Referral of Job-Seekers to Reemployment Services  

Angelo J. Kinicki, Arizonia State University, Discussant

69. Special Event: Friday, 3:30 4:20                                            Marina 6 (E)

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

We know how to assess and develop leadership talent, but it is how we do it that will matter.  Based on his career of using assessment centers to evaluate leadership in complex business environments, Joel examines some traditional assumptions about the selection and development of executives and offers alternative suggestions for future applications.  Using Henry Murrays Diagnostic Council as a model, he suggests creating more robust integration sessions in assessing leadership for the future.

Milton D. Hakel, Bowling Green State University, Chair

Joel Moses, Applied Research Corporation, Presenter

70. Symposium: Friday, 3:30 5:20                                                Spinnaker (E)

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

Researchers and practitioners are beginning to understand and appreciate fully how organizationally relevant constructs may change over time, predictors of change, and real-world implications of change.   This symposium spans

 a variety of statistical methods and measurement approaches toward understanding and modeling constructs longitudinally.  Symposium presenters discuss predictor and criterion constructs.

Frederick L. Oswald, Michigan State University, Chair

Rudolph J. Sanchez, Portland State University, Talya N. Bauer, Portland State University, Donald M. Truxillo, Portland State University, Jeremy Short, Portland State University, Using Hierarchical Linear Modeling to Examine Test-Taking Motivation Over Time

Mark Ehrhart, University of Maryland, Robert E. Ployhart, University of Maryland, Methodological Issues Involving the Test-Retest Reliability of Noncognitive Measures

Kenneth T. Bruskiewicz, Personnel Decision Research Institutes, Examining the Nature of Raters Rating Policies Over Time: A Longitudinal Study

Karin M. Johnson, Personnel Decisions International, Jeff W. Johnson, Personnel Decisions Research Institutes,
The Influence of SelfOther Agreement on Performance Improvement Following Feedback from Multiple Perspectives

Charles E. Lance, University of Georgia, Hettie Richardson, University of Georgia, Robert J. Vandenberg, University of Georgia, Latent Growth Models of Incomplete Longitudinal Sequences

David Chan, National University of Singapore, Discussant

71. Poster Session: Friday, 3:30 4:50                                     Exhibit Hall (E)

Diversity, Family, and Organizational Culture

71-1

Perceptions of Male Sexual Harassment

Margaret S. Stockdale, Southern Illinois UniversityCarbondale

Cyndi Gandolfo, Southern Illinois UniversityCarbondale

Robert Schneider, Southern Illinois UniversityCarbondale

This research examined perceptions of male sexual harassment in which the harasser gender and motive (approach vs. rejection) were manipulated, and respondent sexism was measured. Women were more likely to view the cases as harassing. Sexists saw the target as least positive when a male with a rejection motive harassed him.

71-2

The Role of Ethnic Identity in Recruiting a Diverse Workforce 

Sandra Kim, University of Maryland

Michele J. Gelfand, University of Maryland

This study predicted that ethnic identity (EI) moderates the impact of recruitment sources on recruitment outcomes.  Data from 238 students illustrated that high EI individuals made more positive inferences about organizations and had greater job pursuit intentions when recruited with brochures that had diversity initiatives than brochures without diversity initiatives.

71-3

Group Social Accounts in Executive Selection

David V. Day, Pennsylvania State University

Valerie Sessa, Center for Creative Leadership

This study examined the social accounts provided by executive selection committees to explain their candidate preferences.  Results from a sample of 145 groups of top-level executives indicated that both the number and content of the causal accounts were related to how four candidates were rank-ordered in terms of hiring preference.


  

71-4

Ethnic Composition of Groups: Effects on Group and Member Outcomes

Diana I. Jimeno, University of IllinoisUrbana Champaign

Brennis Lucero-Wagoner, California State UniversityNorthridge

Jennifer Berdahl, University of CaliforniaBerkeley

We investigated the effects of the ethnic composition of groups (majority Caucasian and majority Latino) on decision making comparing two models, Numerical Distinctiveness and Ethnic Status, with competing predictions regarding group and member outcomes. Findings indicated that the Ethnic Status model can be used to explain variability in the results.

71-5

DisabilityJob Fit Perceptions of HR Generalists for Various Scenarios

Debra Lynn Casey, Rutgers University

Barbara A. Lee, Rutgers University

This research examined how disability stereotypes and perceptions of jobs predicted performance expectations for individuals with disabilities.  Data from 54 human resources generalists ranking 56 potential disabilityjob scenarios indicated that perceptions of both the nature of the disability and the nature of the job jointly predicted performance expectations for employment.

71-6

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

Bryanne Cordeiro, University of Rhode Island

Julie Holliday Wayne, Wake Forest University

Investigated the impact of taking family leave to care for a newborn, sick child, or sick parent on perceptions of organizational citizenship. Females were not penalized when taking leave compared to not. Males who took leave for birth or eldercare were perceived as less altruistic and conscientious than males who did not take leave.

71-7

WorkFamily Conflicts and Work Performance:  Perspectives of Employees
and Coworkers

Elisa Grant-Vallone, California State UniversitySan Marcos

The effects of workfamily conflict on the job performance, attendance, and organizational citizenship behavior of 342 nonprofessional employees were examined. Measures of performance were collected from both employees (self-reports) and from coworkers. The results revealed that workfamily conflict was related to self and coworker reports of attendance and job performance and self-reports of conscientiousness at work. That is, employees who experienced high levels of workfamily conflict had lower levels of performance as reported by himself or herself and by a coworker.

71-8

Ethnic Differences in Attitudes toward Houstons
Affirmative Action Contracting Program

Stephen L. Klineberg, Rice University

David A. Kravitz, George Mason University

Residents evaluated Houstons affirmative action program 8 months before, 4 months after, and 16 months after a referendum on the program. Hispanic approval varied with year and political party affiliation. Black support varied with church attendance, gender, and SES. Anglo approval varied with party affiliation and views on poverty programs.  

71-9

Affirmative Action Attitudes: Curvilinear Interaction
of Racism by AAP Strength

David A. Kravitz, George Mason University

Attitudes toward affirmative action plans (AAPs) were predicted by a curvilinear interaction of racism by strength of AAP. The negative correlation between racism and attitude was stronger for AAPs of intermediate strength than for weak or strong AAPs. Corresponding curvilinear interactions of political orientation by AAP strength were not observed.

71-10

Relationship Between Perceived Control in the Workplace and WorkFamily Fit  

Jeff Johnson, Portland State University

Leslie B. Hammer, Portland State University

This study examined relationships between perceived control in the workplace and workfamily outcomes for 178 members of dual-earner couples in the sandwiched generation. Findings indicated that perceived control in the workplace was positively related to workfamily positive spillover and negatively related to workfamily conflict.    

71-11

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

Yueng-Hsiang Huang, Portland State University

Leslie B. Hammer, Portland State University

Margaret B. Neal, Portland State University

Relationships between work conditions and work-to-family conflict were tested using a longitudinal research design with 234 dual-earner couples. Multiple regression analyses for testing mediating effects and structural equation modeling for testing causal models were conducted separately for husbands and wives and were used to examine the hypothesized relationships. Results, limitations, and implications are discussed.

71-12

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

Stephen H. Wagner, Central Michigan University

Renee F. Rozek, Central Michigan University

Angelique DePuy, Central Michigan University

Christopher P. Parker, Northern Illinois University

Jennifer M. Lonergan, Northern Illinois University

Lisa Ann Getta, Northern Illinois University

This research examined factors associated with solo-minority managers perception of support for diversity (PSD) and the relationship between solos PSD and their turnover intentions. Solos PSD was negatively related to racial dissimilarity with supervisors and peers. Distinctiveness of minority status moderated the relationship between solos PSD and their turnover intentions.   

71-13

Beyond Mean Scores: Socialization and the Crystallization
of Psychological Climate

Adam Malamut, George Washington University

Nicholas L. Vasilopoulos, George Washington University

This study found that the standard deviation (SD) of item responses on psychological climate (PC) scales added to the prediction of job outcomes beyond scale means; socialization was associated with a decrease in SDs. We argue that the SD provides valuable information when implementing OD interventions. A model of PC formation is proposed.   

71-14

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

Scott Wowra, Wake Forest University

Julie Holliday-Wayne, Wake Forest University

Elizabeth Smith, University of Tennessee

Sexual harassment (SH) verdicts were examined as a function of legal standard (reasonable person, reasonable woman, personal opinion), legal definition (present, absent), and organizational policy (present, absent). Participant gender differences were greatest when using personal opinion and smallest when using the reasonable person standard. Legal and organizational implications are discussed. 

71-15

Its All Your Fault!
 Attributions and Legal-Claiming

Markus Groth, University of Arizona

Barry M. Goldman, University of Arizona

Stephen W. Gilliland, University of Arizona

Robert J. Bies, Georgetown University

Four-hundred-thirty-five individuals were surveyed in offices of the Equal Employment Opportunity Commission following termination by their employer. Results show that individuals who blamed their supervisor or organization had higher commitment to legal claiming. Social guidance and organizational tenure were significant moderators of the attribution-claiming relationship.

71-16

Using PersonOrganization Fit to Predict Job Departure in Call Centers

Malcolm C. McCulloch, LIMRA International

Daniel B. Turban, University of Missouri

This study investigated the relationship between personorganization fit (PO fit) and three forms of job departurequitting, promotion, and transfersin 14 call centers. PO fit predicted actual job departure in all three categories. Implications for use as a selection tool to reduce employee turnover were discussed. 

71-17

The Incremental Impact of WorkFamily Organizational
Support on Employee Outcomes

Scott J. Behson, Fairleigh Dickinson University

Investigated the relative effects of general organizational context and workfamily climate on employee outcomes.  Results indicate that workfamily context explains unique variance in workfamily conflict and familywork conflict but fail to explain unique variance in satisfaction and commitment after controlling for broader indicants of organizational context (POS, PFIT, and trust).

71-18

Diversity Appreciation and Leadership Effectiveness:
Supervisor, Subordinate, and Associate Ratings

Ly U. Phan, George Washington University

Lynn R. Offermann, George Washington University

Leader acceptance and appreciation of diversity was found to be significantly related to ratings of leadership effectiveness as reported by subordinates, supervisors, and associates.  Factor analysis results provide support for the construct of diversity appreciation as an additional identifiable component of leadership behavior.

71-19

Gender, Promotions, and Family Leaves as Predictors of Voluntary Turnover

Karen S. Lyness, Baruch College, CUNY

Michael K. Judiesch, Manhattan College

Using Cox regression, we found that female managers voluntary turnover rates were slightly lower than those of male managers. Relationships of promotions to turnover varied depending on the recency of the promotion, and promoted women were less likely to resign than promoted men. Family leaves were positively related to turnover.

71-20

Newcomer Socialization and Job Satisfaction: A Meta-Analysis

Craig Haas, Florida International University

Chockalingam Viswesvaran, Florida International University

Correlations between measures of newcomer socialization and job satisfaction were meta-analyzed.  Across 479 correlations, the average was 0.31.  Socialization programs had more impact for (a) entry-level than for veteran managers, and (b) newcomers in the services sector.  Cross-sectional studies showed a stronger effect than longitudinal studies.

71-21

Responses to Business Justifications for the English-Only Workplace

S. Douglas Pugh, San Diego State University

Joerg Dietz, University of Western Ontario

This study examined the impact of business justifications on attitudes toward an English-only workplace policy.  Business justifications influenced the attitudes of White participants, but not the attitudes of minority participants.  White and minority participants did not differ in the degree to which they felt the policy was discriminatory.  

71-22

Sexual Harassment as a Workplace Stressor: The Primary Appraisal Process

Jennifer Hurt, George Washington University

This research evaluates the role of stress theory in sexual harassment research, specifically addressing the primary appraisal (PA) process. This process is defined as subjective evaluations of sexual behaviors, and measured with a revised SEQ. Results support full mediation of PA for the impact of sexual behaviors on negative outcomes. 

71-23

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

Jennifer H. Frame, Colorado State University

George C. Thornton, Colorado State University

This multiple-stakeholder research examined the effects of workplace sexual harassment on female victims.  Females, lawyers, and human resource professionals responded to written depictions of workplace harassment.  All indicated a higher likelihood of legal action and provictim court decisions when procedural and interpersonal justice were lacking in the complaint process.

71-24

Linking Work Unit Climates to Absenteeism

Nathan Hiller, Pennsylvania State University

Robert J. Vance, Pennsylvania State University

This study examines group-level climate influences on absenteeism behavior in a state department of transportation.  Strong relationships between aggregated attitudes and sick leave behavior were found suggesting the utility of considering sick leave as a group-level phenomenon.  Discriminant analyses of linkages allow actionable best-practices for managers to consider. 

71-25

Relationships Between WorkLife Variables, Organizational
Commitment, and Intention to Leave  

Leah P. Toney, University of Houston

Aaron J. Graczyk, University of Houston

Barbara B. Ellis, University of Houston

This study examined relationships between organizational worklife culture, worklife conflict, worklife benefits, organizational commitment, and intention to leave. Survey data from 90 working students living with spouse/significant other and/or children reported that worklife culture was significantly related to commitment, worklife conflict, and benefits.

71-26

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

Donna Chrobot-Mason, University of ColoradoDenver

Kurt Kraiger, University of ColoradoDenver

White employees perceptions of the occurrence of racial harassment in the workplace was examined.  Results suggest that Whites who believe racial harassment exists at work are more likely to be female, feel less supported by the organization, and perceive that politics plays an important role in organizational decision making. 

71-27

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

Megumi Hosoda, San Jose State University

Diane Y. Chen, San Jose State University

Dianna L. Stone, University of Central Florida

Using a sample of 7,074 employees in a company, the present study examined gender and race differences in various facets of job satisfaction. Among the four racial groups of employees (White, Black, Hispanic, and Asian Americans), Asian Americans were found to be the least satisfied with various facets of job satisfaction.

71-28

Recruiting Diversity: The Race is On

Morela Hernandez, Rice University

Derek R. Avery, Rice University

Michelle Hebl, Rice University

This study examines the effect of recruiter race on perceptions of organizational attractiveness.  The results suggest that minorities (Blacks and Hispanics) are more attracted to organizations when recruiters are of their same race, whereas White applicants do not display this tendency. Ramifications for organizations seeking to increase workforce diversity are discussed.

71-29

Parental Status and Discrimination: The Extra Weight of Motherhood

Jessica Bigazzi Foster, Rice University

Michelle Hebl, Rice University

This experiment examined the relation between parental status and discrimination in the workplace.  Evaluations of a fictitious job candidate by 195 undergraduate participants indicated that female candidates who were pregnant or had young children were rated as significantly less capable of handling job responsibilities than women with no children. 

71-30

Defining and Demonstrating PersonOrganization Fit With
Connectionist Explanatory Coherence

Daniel W. Bredeson, University of Akron

Ronald F. Nigro, University of Akron

Robert G. Lord, University of Akron

This research examines how the conventional notion of personorganization fit can be defined and demonstrated using the Theory of Explanatory Coherence (TEC).  Data from 341 military officer trainees suggest: TEC-derived fit parallels perceived fit and TEC-derived fit is superior in the prediction of supervisor-observed contextual behavior.

71-31

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

Mary Kirchoff, Auburn University

Sharon Oswald, Auburn University

Empirical findings regarding the employment evaluation decisions of 164 Fortune 1000 HR professionals are presented. The most compelling finding was that when the applicant was female and disabled, respondents were less likely to hire the applicant.  No further evidence of disability bias in the hire decision was found.

71-32

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

Charles Scherbaum, Ohio University

Karen Larrimer, Ohio University

Casey Tischner, Ohio University

Paula M. Popovich, Ohio University

The relationship between quality of previous work experience and job-related expectancies of disabled employees was investigated.  Data from individuals who worked with a disabled individual were collected via an Internet-based survey. A negative relationship was found between increases in negativity of experience and decreases in job-related expectancies of disabled individuals.

71-33

WorkFamily Conflict: Does the Measure Affect the Results?

Dawn M. B. Palace, Market Strategies, Inc.

Sebastiano A. Fisicaro, Wayne State University

We examined the factorial, convergent, divergent, and concurrent predictive validity of three measures of work-family conflict.  Summary measures of bidirectional workfamily conflict (WFC) and work-to-family conflict (W‑>FC) exhibited convergent and discriminant validity.  Results support modeling distinct measures of W->FC and family-to-work conflict (F->WC).

71-34

Empowerment Climate: A Multiple-Level Model of Empowerment

Scott E. Seibert, Cleveland State University

Seth Silver, George Washington University

Marshall Sashkin, George Washington University

A multiple-level model of empowerment was tested on a sample of 285 employees in 48 work teams. Empowerment climate was shown to be distinct from psychological empowerment.  Empowerment climate was positively related to project team performance, and HLM analyses showed that psychological empowerment mediated the empowerment climate-job satisfaction relationship. 

71-35

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

Thomas E Sawner, George Washington University & River Oak Association

Marshall Sashkin, George Washington University

This study provides a comprehensive assessment of the culture of a major public sector organization and relates measures of organizational culture (OCAQ) to a variety of non-fiscal performance indicators.  Overall, a statistically significant relationship was hypothesized between measures of culture and organizational performance.  This hypothesis was strongly supported.  The results also support the existence of performanceculture relationships consistent with Parsons (1951, 1960) Action Theory.    

71-36

Development of an Instrument to Measure Organizational Trust

Marshall Sashkin, George Washington University

Sharon L. Levin, Trinity College

This study reports the development and validation of a new measure of organizational trust.  The 50-item instrument assesses the climate of trust that exists in organizations as created by the actions and behaviors of senior- and executive-level managers.  The instrument was tested to assess whether it measures trust as an individual or an organizational-level construct.  The study also reports on the relationship between trust and financial performance of the organization as perceived by employees.   The psychometric data strongly indicate that the MBCA is a reliable instrument that measures trust as an organizational-level construct.  The findings also demonstrate a significant relationship between trust and perceived financial performance.

71-37

The Effect of PersonOrganization Fit on Job Satisfaction,
Performance, and Intent to Leave

Jodi Schneiderman, Harley Davidson Motor Company

Daniel Sachau, Minnesota State UniversityMankato

This study extended the body of research on personorganization fit, defined by how similar an individuals values fit his/her work culture.  Data from 61 salespeople in the retail furniture industry indicates that personorganization fit may influence work outcomes associated with job satisfaction and performance; however, it does not seem to influence intentions to leave.

71-38

Balancing Work and Family through Role Integration

Tonya A. Miller, GE Card Services, Inc.

Debra A. Major, Old Dominion University

Two dimensions of workfamily role integration were considered: the transportability of values, beliefs, and attitudes (VBA) and applicability of knowledge, skills, and experiences (KSE) across domains.  Data were collected from 433 participants. VBA predicted home stress, job stress, and job satisfaction.  KSE predicted job satisfaction, life satisfaction, and workfamily conflict. 

71-39

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

Richard L. Frei, Temple University

Carolyn Ahlstrom, Temple University

Stacey Namm, Temple University

This paper reviews federal court cases of same-sex sexual harassment since Supreme Courts 1998 landmark decision Oncale v. Sundowner Offshore Services. In particular, the paper examines three issues related to Oncale: sexual orientation, altering conditions of employment, and equal opportunity harassers.  

71-40

Does Personality Testing Lead to Gender Bias in Selecting Managers?

David W. Anderson, Towers Perrin

Richard D. Goffin, University of Western Ontario

This research investigated gender bias when personality testing is used for managerial selection.  Using managers from a financial organization (60 males, 144 females), evidence of gender moderation of the relationship between a priori-chosen personality traits and job performance was found. Females performance was predicted better than was males.

71-41

Influence of Sexual Orientation and Gender Traits
on Interview Recommendations

Brian Welle, New York University

This study examined whether an applicants sexual orientation would impact the likelihood of his being interviewed for jobs.  As expected, homosexual males were favored for a female sex-typed job.  However, no distinctions were made between homosexual and heterosexual applicants for the male job.  Effects were moderated by applicants gender-related traits.

71-42

Further Examination of the Relationship Between WorkFamily
Conflict and Personality

Carly S. Bruck, University of South Florida

Tammy D. Allen, University of South Florida

We examined the relationships between negative affectivity, Type A, and the Big Five personality variables with both the form and direction of workfamily conflict (WFC).  Negative affectivity and agreeableness were significant predictors of WFC.  The results also demonstrated that different aspects of WFC are predicted by different antecedents. 

71-43

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

Tammy D. Allen, University of South Florida

Rachel Day, University of South Florida

Elizabeth Lentz, University of South Florida

This study provides a review and integration of current recommendations for the design and development of formal mentoring programs within organizations.  We also report the results of a study investigating common design features of existing programs.  Results indicate there is a great degree of variation in formal mentoring programs across organizations.  

71-44

Effects of Timing of Disability Discussion on Ratings of Interviewees

Lisa Roberts, University of MissouriSt. Louis

Therese H. Macan, University of MissouriSt. Louis

This research sought to determine the time during an employment interview that is optimal for discussing ones
disability.  Additionally, it compared the effects for persons with visible and nonvisible disabilities.  Participants
(n = 121) viewed videotaped interviews.  Results indicate significant differences between visible and nonvisible disabilities on hiring rating, comfort, and liking.

71-45

Coworker Procedural Justice Perceptions of Reasonable
Accommodations for Disabilities

Ramona L. Paetzold, Texas A&M University

Adrienne J. Colella, Texas A&M University

Employers must provide reasonable accommodation to qualified employees with disabilities. The ADA constrains the degree to which organizations can follow or be perceived as following PJ rules (e.g., bias suppression, accuracy). We explore the legal, individual, accommodation, and organizational factors that may affect coworker PJ perceptions when disability-related accommodations are made.

71-46

Disabling the Able: Stereotype Threat and Womens Workplace Performance

Diane Bergeron, Columbia University Teachers College

B. Alan Echtenkamp, Columbia University Teachers College

Caryn J. Block, Columbia University Teachers College

This research examined the effect of stereotype threat on performance. Specifically, the stereotype that women are less competent than men in male sex-typed activities was investigated. Male and female participants performed an executive task in a stereotypically masculine or feminine sex-typed condition. Women underperformed men only in the masculine sex-typed condition.    

72. Symposium: Friday, 3:30 4:50                       Bel Aire Ballroom North (W)

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

Worklife balance initiatives used to be simple acts of corporate goodwill.  Now many companies see them as true business imperatives, as a flexible and innovative work environment is required to attract and retain talent.  This symposium provides evidence of this trend and offers examples of creative approaches companies are taking.

Amy L. Unckless, Towers Perrin, Chair

Gwenith G. Fisher, Bowling Green State University, Work/Life Balance: Development, Measurement, and
Relation to Business Outcomes

Bernard G. Bedon, Towers Perrin, Work/Life Balance as Competitive Advantage

Sandra L. Fisher, Personnel Decisions Research Institutes, David W. Dorsey, Personnel Decisions Research Institutes, Gunna Yun, George Mason University, Michael E. Wasserman, George Mason University, Work/Life Balance of Embedded Outsourced Workers

Cristina G. Banks, Terranova Consulting Group, Michelle A. Donovan, Intel Corporation, The Meaning of Work/Life Balance in High Tech

Monica Hemingway, The Dow Chemical Company, Discussant

Kathleen L. Mosier, San Francisco State University, Discussant

73. Symposium: Friday, 3:30 4:50                       Bel Aire Ballroom South (W)

Female Expatriates: New Insights and Trends

This symposium will discuss how recent trends in globalization are affecting womens international careers.  Departing from the traditional research in this area, the presenters offer papers addressing real differences that exist in the selection, adjustment, and careers of female expatriates.  The format for this symposium will encourage audience participation.

Paula M. Caligiuri, Rutgers University, Chair

Christiane Erten-Buch, Vienna University of Economics/Business Administration, Anett Hermann, Vienna University of Economics/ Business Administration, Wolfgang Mayrhofer, Vienna University of Economics/ Business Administration, A Habitus-Based Perspective of Female Expatriates Careers

James P. Guthrie, University of Kansas, Ronald A. Ash, University of Kansas, Charles D. Stevens, North Dakota State University, Are Women Better than Men? The Implications of Personality Differences in Hiring for Expatriate Assignment

Mila Lazarova, Rutgers University, Paula M. Caligiuri, Rutgers University, The Influence of Social Interaction and Social Support On Female Expatriates Cross-Cultural Adjustment  

74. Symposium: Friday, 3:30 5:20                                              Terrace A (W)

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

The panelists in this session have all been recognized for their excellence in teaching.  Each will discuss a unique perspective or approach to teaching I-O, OB, or HRM.  Using principles, addressing ethics, active learning techniques, and other strategies will be discussed.  Audience input/participation will also be encouraged.

Laura L. Koppes, Eastern Kentucky University, Co-Chair

Peter D. Bachiochi, Eastern Connecticut State University, Co-Chair

Edwin A. Locke, University of Maryland, Teaching I-O Psychology and OB Through Principles

Jeffrey M. Stanton, Bowling Green State University, Materials for Teaching Ethics in Undergraduate I-O, OB, and HRM Courses

Steven Rogelberg, Bowling Green State University, Active Learning and Student Ownership in the Classroom

Laura L. Koppes, Eastern Kentucky University, Using the Jigsaw Classroom to Teach the History of I-O Psychology

Paul M. Muchinsky, University of North CarolinaGreensboro, Break Out the Crystals: The Teaching of Undergraduate I-O Psychology

Janet L. Barnes-Farrell, University of Connecticut, Discussant

75. Symposium: Friday, 3:30 4:50                                              Terrace B (W)

Extending Our Understanding of Customer Service Through Field Research

This symposium contains papers that investigate factors that influence customer service quality.  Using field samples, different jobs, diverse theoretical perspectives, different levels of analyses, and different types of service relationships, each paper takes a unique look at organizational or service provider factors that influence the quality of service delivered.   

Gary J. Greguras, Louisiana State University, Co-Chair

Eric P. Braverman, AT&T, Co-Chair

Deidra J. Schleicher, University of Tulsa, Wayne R Edwards, University of Tulsa, Sarah A. Strupeck, University of Tulsa, The Role of Customer Service in Funeral Business

Aletta Merz Barnard, IBM, Gary J. Greguras, Louisiana State University, Feedback Seeking in Customer Service Relationships

Lisa M. Polly, Louisiana State University, Irving M. Lane, Louisiana State University, Eric P. Braverman, AT&T, Social Exchange and Customer Service: The Relationship Between Perceived Organizational Support, LeaderMember Exchange, and Customer Service

Robert C. Baker, Intellinex, LLC, Eric P. Braverman, AT&T, Customers Perception of the Service They Receive: The Influence of Employee Extra-Role Job Behaviors

Scott M. Brooks, Gantz Wiley Research, Discussant

76. Symposium: Friday, 3:30 5:20                                          Point Loma B (W)

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

The presenters take a look back at where our discipline has been with respect to a variety of quantitative/
methodological topics.  Recent literature on everything from difference scores to d-values, from MMR to meta-analysis, is examined in an attempt to see more clearly the direction that future literature might take.

Jos M. Cortina, George Mason University, Chair

Jeffrey R. Edwards, University of North Carolina, Ten Difference Score Myths

Richard P. DeShon, Michigan State University, Modeling Data with Dependent Observations

Jos M. Cortina, George Mason University, The Prophets Prophesy Falsely, But What Will You Do in the End?

Gilad Chen, George Mason University, Paul D. Bliese, Walter Reed Army Institute of Research, Towards a Framework for Conducting Multilevel Construct Validation

Herman Aguinis, University of Colorado at Denver, Michael C. Sturman, Cornell University, Charles A. Pierce, Montana State University, Comparison of Three Meta-analytic Procedures for Estimating Moderating Effects of Categorical Variables

Lawrence R. James, University of TennesseeKnoxville, Discussant

77. Special Event: Friday, 4:00 4:50                                            Marina 5 (E)

Roundtable Session: Committee on Ethnic Minority Affairs (CEMA)

The host of this session will provide an update on the committees activities during the last year.   Following this presentation, new committee members will be selected and new agenda items will be discussed.  All SIOP conference participants interested in minority affairs are encouraged to attend.  A reception will follow.

Dana McDonald-Mann, Development Dimensions International, Host 

78. Practitioner Forum: Friday, 4:30 5:20                                Seabreeze (E)

I-O Psychology in a Global Retail Environment

Approximately 5 years ago, a major retail organization entered the international market to expand its growth.  As the number of employees increased and the complexity of the business grew, it became necessary to implement various I-O psychology initiatives to help sustain the business.  Three major change efforts are discussed: organizational development, multi-rater feedback, and managerial effectiveness.

Jennifer Runkle, Gap, Inc., Chair

Jennifer Runkle, Gap, Inc., Going Global with Organizational Development  

Pamela D. Rogers, Gap, Inc., Launching a Worldwide Multirater Feedback System: Accolades and Pitfalls

Jamen G. Graves, Gap, Inc., Assessing the Performance of IT Management in a Retail Environment  

79. Special Event: Friday, 5:00 5:50                                 Harbor Island I (E)

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

SIOP and the SIOP Foundation will honor Sidney A. Fine for his contributions to I-O psychology and for the establishment of the Sidney A. Fine Award for Research on Job Analysis. Frank J. Landy will be recognized for his contributions to I-O psychology and his major gift to the Foundation.  New programs being established by SIOP and the SIOP Foundation for the benefit of our membership will be described.

Irwin L. Goldstein, University of Maryland, Co-Chair

Paul W. Thayer, North Carolina State University, Co-Chair

Milton D. Hakel, Bowling Green State University, Presenter

Rick R. Jacobs, SHL North America/Pennsylvania State University, Presenter

80. Special Event: Friday, 5:00 5:50                                            Marina 6 (E)

Reception: Committee on Ethnic Minority Affairs (CEMA)

All SIOP conference participants are invited to attend this reception.  This is an excellent opportunity to meet others with similar interests and to learn more about this committee.

Dana McDonald-Mann, Development Dimensions International, Host 

Evening Reception: Friday, 6:30 8:30                            Grande Ballroom (E)

 

Program Table of Contents