What is I-O?

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

The research presented in this session addresses (a) previously under investigated aspects of the Three-Component Model of organizational commitment, including the development of normative commitment and the interactive effects of the components on behavior, and (b) the generalizability of the model to other commitment foci, including supervisors, work groups, and organizational change.

John P. Meyer, University of Western Ontario, Chair

Greg Irving, Wilfrid Laurier University, D. Ramona Bobocel, University of Waterloo, The Ties That Bind: Psychological Contracts and Normative Commitment

Ian R. Gellatly, University of Alberta, Andrew A. Luchak, Memorial University of Newfoundland, Commitment and Propensity to Withhold Effort: Evidence for Interaction Effects

Christian Vandenberghe, Catholic University of Louvain, Kathleen Bentein, Catholic University of Louvain, Florence Stinglhamber, Catholic University of Louvain, Application of the Three-Component Model to Multiple Commitment Foci

Lynne Herscovitch, University of Western Ontario, John P. Meyer, University of Western Ontario, Commitment to Organizational Change:  An Extension of the Three-Component Model

Lynn M. Shore, Georgia State University, Discussant

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

Internet- and intranet-based communication is quickly transforming the practice of human resource management.  These studies examine the effect of information technology on human resource managers and employees, with particular attention to training and recruiting functions.

Carolyn Wiethoff, Ohio State University, Chair

Sharyn Gardner, University of Maryland, David Lepak, University of Maryland, Kathryn M. Bartol, University of Maryland, Virtual HR: The Impact of Information Technology on the Human Resource Professional

Kenneth G. Brown, University of Iowa, Theresa M. Ironside, University of Iowa, Christopher F. Linn, University of Iowa, Bridget L. Johnson, University of Iowa, An Inductive Exploration of Barriers to Participation and Completion of E-Learning Opportunities

Marcia J. Simmering, Lousiana State University, Gabriele Piccoli, Cornell University, Motivation to Learn in an Online Course: What Predicts Training Effectiveness?

Brian R. Dineen, Ohio State University, Steven R. Ash, Franklin University, Raymond A. Noe, Ohio State University, Internet-Based Recruitment: Does Interactive P-O Fit Feedback Matter?

Daniel M. Cable, University of North Carolina, Discussant

Applications of Pathfinder to Understanding Cognition in
Organizational Psychology

The purpose of this symposium is to describe applications of the Pathfinder scaling program (Schvaneveldt, 1990) to the study of cognition in I-O Psychology.  The presentations will focus on diverse areas in I-O, including leadership, negotiation, and culture, each of which has its theoretical basis in connectionist architectures.

Paul J. Hanges, University of Maryland, Chair

Michele J. Gelfand, University of Maryland, Chair

Lisa H. Nishii, University of Maryland, Michele J. Gelfand, University of Maryland, Culture and Leadership Schemas: The Structure of Schemas in the U.S., Germany, Singapore, and Thailand

Beng Chong Lim, University of Maryland/Ministry of Defense, Relationship Between Leadership Schema Structure and Leader Behavior

Ellen G. Godfrey, University of Maryland, Lisa H. Nishii, University of Maryland, Jana L. Raver, University of Maryland, Michele J. Gelfand, University of Maryland, Metaphoric Maps in Negotiation

Paul J. Hanges, University of Maryland, Marianne Higgins, University of Maryland, Virginia Smith-Major, University of Maryland, Naomi G. Dyer, University of Maryland, Peter W. Dorfman, New Mexico State University, Felix C. Brodbeck, University of Munich, Jon P. Howell, New Mexico State University, Leonel Prieto, New Mexico State University, Influence of Cultural Values on Leadership Schema Structure

Recent Innovations in Personality Measurement

Researchers have begun deriving alternative personality measurement systems that can be used in place of, or to complement, existing self-report systems.  This symposium introduces 4 new measurement systems and demonstrates how existing measurement systems (e.g., self-reports) may be integrated with these new systems.

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

Michael D. McIntyre, University of TennesseeKnoxville, Co-Chair

James C. Whanger, University of TennesseeKnoxville, Conditional Reasoning and Performance Appraisal  

William R. Walton, University of TennesseeKnoxville, Justification of Antisocial Behavior: Development of a Conditional Reasoning Reading Comprehension Test  

James M. LeBreton, University of TennesseeKnoxville, Michael D. McIntyre, University of TennesseeKnoxville, Use of Differential Framing to Measure Personality

Leonard White, U.S. Army Research Institutes, Mark C. Young, U.S. Army Research Institutes, Validation of a Faking-Resistant Measure of Temperament Constructs

Mark N. Bing, University of TennesseeChattanooga, James M. LeBreton, University of TennesseeKnoxville, Debrah Z. Migetz, University of TennesseeKnoxville, David Vermillion, University of TennesseeKnoxville, H. Kristl Davison, University of Tennessee Chattanooga, Lawrence R. James, University of TennesseeKnoxville, The Integrative Model of Personality Assessment for Achievement Motivation and Fear of Failure: Implications for the Prediction of Effort, Attribution, and Performance

Lawrence R. James, University of TennesseeKnoxville, Discussant

Presenting Selection Information to Applicants:
Theoretical and Practical Implications

Presenting information to applicants about the selection process could provide a practical strategy for organizations who want to improve applicant perceptions.  This symposium explores how different approaches to presenting selection information affect applicant reactions and considers what the limits of such approaches might be.

Robert E. Ployhart, University of Maryland, Co-Chair

Donald M. Truxillo, Portland State University, Co-Chair

Russell S. Cropanzano, Colorado State University, Discussant David Ostberg, Portland State University, Donald M. Truxillo, Portland State University, Talya N. Bauer, Portland State University, Effects of Pre-Test Information on Applicants Perceptions of Selection Fairness

Seth Hayes, University of Maryland, Robert E. Ployhart, University of Maryland, Karen Ehrhart, University of Maryland, Using Attributions to Understand the Effects of Explanations on Applicant Reactions

Derek S. Chapman, University of Calgary, Robert E. Ployhart, University of Maryland, Gender and Perceptions of Justice Violations in the Magnitude of Perceived Injustice

Donald M. Truxillo, Portland State University, Talya N. Bauer, Portland State University, Michael A. Campion, Purdue University, Matthew E. Paronto, Portland State University, Selection Information, Personality, and Applicant Reactions: A Field Quasi-Experiment  

SIOPs Licensure Policy: Issues and Options

In the wake of developments in various states and potential action by APA on recommendations from its Commission on Education and Training Leading to Licensure in Psychology, the Executive Committee appointed this Task Force charged with reviewing SIOPs policy on licensure.  The Task Forces charge includes (a) defining acceptable licensure requirements for I-O, (b) drafting an implementation plan, and (c) developing a strategy to respond to decisions already taken by APA and State Boards.  The panel members will discuss their work to date on these issues.  The co-chairs will moderate a discussion with audience participation to facilitate (a) responding to questions regarding the existing situation and SIOPs options for response and (b) providing an opportunity for the Task Force to receive feedback from interested SIOP members.

Miguel A. Quiones, Rice University, Co-Chair

S. Morton McPhail, Jeanneret & Associates, Inc., Co-Chair

Laura L. Koppes, Eastern Kentucky University, Panelist

Richard J. Klimoski, George Mason University, Panelist

Ann Marie Ryan, Michigan State University, Panelist

Kevin R. Murphy, Pennsylvania State University, Panelist

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

Todays fast-paced, high-growth business environment presents I-O psychologists and HR professionals with many challenges. We need creative solutions that balance the psychometric and legal standards of sound assessment processes with the business need for speed. The purpose of this forum is to share one companys learnings in striking that balance.

Amy Powell Yost, Capital One Financial Corp., Chair

Mark H. Ludwick, Capital One Financial Corp., Daniel A. Fontaine, Capital One Financial Corp., Development, Implementation, and Validation of a High-Fidelity Call Center Job Simulation: Measurement Principles Enabling High-Growth Business Strategy

Richard L. Hense, Capital One Financial Corp., Sharon Millhouse, Capital One Financial Corp., Implementation and Quality Assurance for a Front Line Manager Selection Process

Ivan Kulis, Capital One Financial Corp., Development and Implementation of an Internet-Based Biodata Screening Tool in a Financial Services Organization

Nancy D. Rusinak, Capital One Financial Corp., Going Global: Learnings from One Companys Whirlwind
International Start-Ups

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

360-degree feedback programs are rarely evaluated to document changes in participant behavior.  Three unique case studies will demonstrate how evaluation can be useful for organizations implementing such programs.  Specifically, organizations can use systematic evaluation to decide how to improve the existing 360 feedback processes in a way that maximally impacts participant behavior.

Dale S. Rose, 3D Group, Chair

Mark C. Healy, 3D Group, Benchmarking North American 360 Feedback Practices:  What is Really Going On Out There?

Jennifer Mattocks, Questar/Claremont Graduate University, Using a Linking Model to Evaluate a 360-Feedback Intervention from a Systems Perspective

Dale S. Rose, 3D Group, Nils P. Moe, 3D Group, Evaluating 360-Degree Feedback: Using Process Results to
Increase Program Impact

Lisa Sandora, Microsoft, Microsoft Competency 360: Uncovering Opportunities for Improvement  

Katherine E. Holt, Peak Insight, Discussant

New Directions for Leadership Theory and Research

A superstructure for assessing the state of the leadership field is integrated with a recent literature review.  Then three promising areas for the future are presented including new avenues for cognitive leadership research, a framework for developing and sustaining organizational leadership capacity, and a definition and approach to studying e-leadership. 

Kevin B. Lowe, UNCGreensboro, Chair

James G. Hunt, Texas Tech University, Kevin B. Lowe, University of North CarolinaGreensboro, William L. Gardner, University of Mississippi, Zeitgeist and the New Leadership

Robert G. Lord, University of Akron, Cynthia G Emrich, Purdue University, Future Directions in Cognitive Leadership Research

David V. Day, Pennsylvania State University, Understanding Systems Forces for Sustainable Leadership

Bruce J. Avolio, SUNYBinghamton, Surinder Kahai, Binghamton University, George E. Dodge, Texas A&M University, E-leadership: What is it and How will it Impact How We Study and Practice Leadership

Ramon J. Aldag, University of WisconsinMadison, Discussant

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

Goal orientation theory has been used to explain learning outcomes in a number of recent studies.  This symposium includes five empirical papers that investigated interactions among traitgoal orientations, individual and contextual variables in predicting goal orientation states, and attitudinal, cognitive, and behavioral outcomes.

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

Lori Rhodenizer, Co-Chair

Phil Mangos, Personnel Decisions Research Institutes, Debra Steele-Johnson, Wright State University, Paul Heintz Jr., Wright State University, Goal Orientation Effects on Task Motivation: Moderating Influences of Task Demands and Ability

William L. Cron, Southern Methodist University, John W. Slocum Jr., Southern Methodist University, Don VandeWalle, Southern Methodist University, The Role of Goal Disconfirmation, Emotion and Goal Orientation on Goal Setting

Bradford S. Bell, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Heather W.
Dobbins, Michigan State University, Creating the Balanced Learner: Interactive Effects of Goals and Goal
Orientation on Multiple Training Outcomes

Kimberly A. Smith-Jentsch, Naval Air Warfare Center, Lori Rhodenizer, Angelique M. Reynolds, N, The Moderating Effect of Leader Goals on the Relationship Between Team Member Traits and States During Training  

Aaron M. Schmidt, Michigan State University, Brad A. Chambers, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Richard P. DeShon, Michigan State University, Can I Do It and Do I Care? Examining the Antecedents of State Goal Orientations

Stanley M. Gully, Rutgers University, Discussant

Surviving a Mid-Life Crisis: Innovations in Assessment Centers

Since their birth approximately 50 years ago, assessment centers have demonstrated a strong track record of success.  However, some consider assessment centers outdated: yesterdays tool measuring yesterdays competencies at yesterdays slow pace.  This forum will focus on key innovations in assessment center methodology from both a research and applied perspective.

Barbara Gaugler-Blais, Organizational Development Strategies, Chair

Jeffrey D. Kudisch, University of Southern Mississippi, A Survey of Assessment Center Practices in Organizations Worldwide: Maximizing Innovations or Business as Usual?

Wayne Burroughs, University of Central Florida, Assessment Center Skills: How Quickly Can They Be Learned?

Douglas H. Reynolds, Development Dimensions International, Moving Assessment Centers to the Web

Stephanie Butler, Wilson Learning Corporation, Assessment Centers as an Integral Part of Organizational Change Efforts

Barbara Gaugler-Blais, Organizational Development Strategies, Discussant

Leadership Development: The Strategic and Systemic Use of Job Assignments

Research indicates the impact of standard classroom training is limited; the bulk of management development happens within the context of on-the-job experiences.  This symposium addresses the individual, organizational, and systemic factors that should be considered to best capture and maximize on-the-job leadership development opportunities.

Robert B. McKenna, Seattle Pacific University, Chair

Paul R. Yost, The Boeing Company, Mary Mannion Plunkett, The Boeing Company, Robert B. McKenna, Seattle Pacific University, Lessons of Experience: Personal and Situational Factors that Drive Growth

Ellen Van Velsor, Center for Creative Leadership, Christina A. Douglas, Center for Creative Leadership, Lessons of a Diverse Workforce: Comparing the Lessons of Experience of African-American and White Managers

Vidula V. Bal, Center for Creative Leadership, Laura Quinn, Center for Creative Leadership, The Development Dilemma: How Organizational Systems and Cultures Affect Sustainable Leadership Capacity  

Personality, Creativity, and Research Methods

Comparing Meta-Analytic Moderator Search Techniques
Under Realistic Conditions

Piers Steel, University of Minnesota

John Kammeyer-Mueller, University of Minnesota

One of the most problematic issues in meta-analysis is the detection and interpretation of moderating effects. Using Monte Carlo analyses, the almost completely neglected weighted least square multiple regression is shown to be significantly superior to all other explored continuous moderator search methods, especially the predominantly used hierarchical subgrouping method.

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

Shreya Sarkar-Barney, Bowling Green State University

Michael Zickar, Bowling Green State University

Jeffrey M. Stanton, Bowling Green State University

There has been a limited use of causal indicator models in the published literature. This technique can be useful for establishing construct validity of variables that do not fit traditional effect indicator models, which are the basic assumptions of conventional approaches such as internal consistency and factor analysis. Using one such construct, the coping response, this paper demonstrates the use of the technique.   

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

Jing Zhou, Texas A&M University

Greg R. Oldham, University of IllinoisUrbana Champaign

This study examined the independent and joint effects of expected developmental assessment strategies (self-administered, other-administered, and no assessment) and creative personality on individuals creativity.  Data from 68 participants indicated that individuals exhibited the highest creativity when they expected a self-administered assessment and had creative personalities.

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

Greg R. Oldham, University of IllinoisUrbana Champaign

Jing Zhou, Texas A&M University

Anne Cummings, University of Pennsylvania

Based on adaptation-level theory, we predicted that individuals workplace creativity would be enhanced when their relevant childhood home experiences (harmony, number of residents, bedroom privacy) matched their analogous workplace experiences (coworker harmony, number of coworkers, work area privacy). Results obtained from 75 office employees provided general support for our predictions.

Personality and Emotional Labor as Predictors of Turnover in Call
Center Customer Service John F. Binning, Illinois State University

Anthony J. Adorno, The DeGarmo Group, Inc.

Call center customer service representatives were screened for (a) the extent to which they are likely to experience emotional labor at work, and (b) their general negative and positive affectivity.  Both job-specific emotional labor and general emotional stability were significant predictors of various indices of withdrawal cognitions, job satisfaction, and withdrawal behaviors.

The Role of Qualitative Research in I-O Psychology

Monica Hemingway, The Dow Chemical Company

This study examined attitudes among 215 I-O psychologists towards the use of qualitative methods, experience using qualitative techniques, beliefs about published qualitative research, and familiarity with, use of, and teaching of specific techniques. Results revealed an appreciation for the value of qualitative research, but a lack of familiarity and use of qualitative techniques.

Using the Internet/Intranet to Collect Data for Organizational Research

Steven Rogelberg, Bowling Green State University

Jeffrey M. Stanton, Bowling Green State University

This paper discusses the key issues to consider when planning and executing a research project involving Internet/Intranet data collection.  Some of the issues discussed include construction of materials; contacting and
recruiting research participants; authenticating participant responses; protecting the confidentiality and anonymity
of respondents; and avoiding spurious multiple responses.    

Using Motives, Interests, and Interpersonal Derailers to
Predict Feedback Receptivity

Kimberly R. Brinkmeyer, CDR Assessment Group

Fortune 500 technology company employees (N = 246) completed the Motives, Values, Preferences Inventory, the Hogan Development Survey, and the Feedback Opinion Survey.  Correlational analyses indicated that higher self-

confidence, attention-seeking tendencies, financial motives, and lower neuroticism and cynicism may lead to higher rates of acceptance of performance feedback.

Planning for Appropriate Sample Size: Precision or Power?

Matt L. Riggs, Loma Linda University

Jette L. Warka, Loma Linda University

Mark G. Haviland, Loma Linda University

As researchers learn to interpret practical as well as statistical significance, the simple goal of getting enough subjects to reach p < .05 becomes less adequate.  While power is relevant for statistical significance, precision is more appropriate if the goal is the accuracy of our estimates of effect magnitude. 

Using Uncertainty Avoidance to Predict Differential Item Functioning

Michael Horvath, Michigan State University

Brad A. Chambers, Michigan State University

Ann Marie Ryan, Michigan State University

L. Allen Slade, Microsoft Corporation

Select items in three employee attitude scales administered to a large multinational organization were hypothesized to function differently between cultures differing in uncertainty avoidance.  Analyses showed some support for the utility of cross-cultural frameworks to predict DIF. 

The Mediating Role of Psychological Empowerment for Employee Creativity

Pamela Tierney, Portland State University

This study examined the mediating role of psychological empowerment in relation to locus of control, LMX, work climate (learning, job ownership, vision), and creative performance among 197 employees in a field setting.  The impact empowerment dimension fully mediated LMX and creativity and partially mediated locus of control and creativity.

Composite Dimensionality, Model Fit, and Parameter Recovery in SEM

William M. Rogers, Grand Valley State University

Neal W. Schmitt, Michigan State University

This simulation study assessed the effects of composite multidimensionality and choice of indicator-formation rules on model fit and recovery of true structural relationships.  Results suggest that indicator-formation rules largely determine overall model fit, whereas parameter recovery is partly an interactive function of unmodeled structural relationships and sample size.

The Mutual Suppression of Anxiety and Depression Within Escalation Dilemmas

Henry Moon, Michigan State University

Stephen Humphrey, Michigan State University

Brian Maue, Michigan State University

We find evidence of a mutual suppression effect between anxiety and depression upon level of commitment to escalation dilemmas. On the one hand, our results demonstrate that a positive relationship between anxiety and level of

commitment is reliant upon the partialling of depression. On the other hand, our results demonstrate that a negative relationship between depression and level of commitment is reliant upon the partialling of anxiety. 

Exploratory Factor Analysis in Organizational Research

James M. Conway, Central Connecticut State University

Allen I. Huffcutt, Bradley University

To update and extend Ford, MacCallum, and Taits 1986 review, we surveyed exploratory factor analysis practices in three major organizational journals from 1985 to 1999.  Ford et al. concluded that researchers had often applied factor analysis poorly, but our results for 369 studies show reason for greater optimism.

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

Adam Meade, University of Georgia

Janet E. Hecht, University of Georgia

Gary J. Lautenschlager, University of Georgia

Claudia R. Barroso, University of Georgia

Garnett S. Stokes, University of Georgia

Recently, researchers have had considerable success establishing measurement equivalence of longitudinal measures using confirmatory factor analytic (CFA) techniques.  However, the use of item response theory (IRT) techniques can provide additional information regarding longitudinal measurement equivalence that is not attainable with CFA techniques.  This paper illustrates a promising new technique for identifying beta change over time with IRT methods utilizing a longitudinal assessment of job satisfaction.  

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

Amy N. Salvaggio, University of Maryland

Mina Huang, University of Maryland

Seth Hayes, University of Maryland

Benjamin Schneider, University of Maryland

This study investigated the effect of group size on cross-level correlations.  We found that group mean reliability (ICC (2) values) increased as group size increased.  Furthermore, small group sizes attenuated the cross-level correlation.  Implications for designing cross-level studies and analyzing data based on unequal group sizes will be presented.

Gender Differences in Ability and Self-Estimates of Ability

Margaret E. Beier, Georgia Tech

Kristy R. Bowen, Georgia Tech

Phillip L. Ackerman, Georgia Tech

Gender differences in self-concept and self-estimates of abilities are examined in the context of correlates with, and gender differences in, objective measures of ability and knowledge.  Three studies of adults (total N = 550), aged 1869 are reviewed, and implications for self-assessment and selection/recruitment are addressed.

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

Mark A. Smith, University of South Florida/TMP Worldwide

Karen O. Moriarty, University of South Florida/TMP Worldwide

Jonathan M. Canger, TMP Worldwide

A large sample of job applicants (n = 7,788) took the NEO PI-R during the hiring process.  Initial analyses provided some evidence in support of the five-factor model.  However, specific item-level factor analyses did not support the traditional five-factor structure.  Two of the 5 factors were clearly impression management factors.

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

Mark A. Smith, University of South Florida/TMP Worldwide

Erica C. Lutrick, University of South Florida/TMP Worldwide

A large sample of job applicants (n = 7,788) took the NEO PI-R during the application process.  Exploratory factor analysis of all 240 personality items showed unique factors for 18 of 30 facets.   However, clear impression management factors also emerged, obscuring measurement of other facets (including most facets from Conscientiousness and Neuroticism).

Consistency of Personality Scale Scores Across
Selection and Development Contexts

Jill E. Ellingson, Ohio State University

Paul R. Sackett, University of Minnesota

This study investigated whether scale scores change as a function of the context in which personality measures are completed. Using a within-subjects organizational data set, we compared personality scale scores within and across contexts. Results suggest that individuals respond similarly to personality measures whether in a selection or development context. 

Effects of Disposition and Positive Mood Induction on Teacher Evaluations

Mark D. Mincy, University of Southern Mississippi

Vincent J. Fortunato, University of Southern Mississippi

The present study was designed to examine the effects of disposition and a positive mood induction on student evaluations of teachers. Findings indicate that positive affectivity and a positive mood induction both related positively with evaluation measures. Implications for organizations and suggestions for future research are discussed. 

Modeling the Effects of Social Desirability on Goal Orientation

James A. Tan, University of Akron

Rosalie J. Hall, University of Akron

This research examined the extent to which social desirability contaminates the goal orientation construct. Our results indicated that social desirability biases both the learning and performance-avoid goal orientation scales but not the performance-prove scale. Also, our results indicated that social desirability differentially affects the relationship between goal orientation constructs.

Reducing Bias in the Schmidt-Hunter Meta-Analysis

Michael T. Brannick, University of South Florida

Steven M. Hall, Embry-Riddle Aeronautical University

The Schmidt-Hunter method of meta-analysis tends to overestimate the amount of variance due to sampling error.  We introduce a simple correction for the number of studies in the meta-analysis.  Monte-Carlo simulation is used to compare unit-weighted, Schmidt-Hunter uncorrected, and Schmidt-Hunter corrected variance estimates.  With small numbers of studies, the corrected formula is appreciably less biased than the original.

Comparison of Two Random-Effects Methods of Meta-Analysis

Michael T. Brannick, University of South Florida

Steven M. Hall, Embry-Riddle Aeronautical University

Monte Carlo methods were used to compare the Schmidt-Hunter method of meta-analysis with the method described by Hedges and Vevea (1998).  We examined the accuracy of estimates of the mean, standard deviation, and credibility intervals of underlying (true, unattenuated) correlations for both methods.  The Schmidt-Hunter estimates were more accurate except when the number of studies and population variance of effect size were small.

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

Tracy Kantrowitz, Georgia Institute of Technology

Ruth Kanfer, Georgia Institute of Technology

The Work Orientation Inventory (WOI) is developed based upon Predigers (1982) conceptualization of vocational interests as people, things, data, and ideas and shows initial validity evidence in relation to personality, ability, and work preference measures in a sample of 177 adults.   The WOI scales are suggested to provide more proximal measurement of person determinants of performance than cross-situational personality measures.    

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

Ellyn G. Brecher-Kellerman, Temple University

Donald A. Hantula, Temple University

This research investigated the effects of mood on escalation of commitment. Escalation of commitment occurs when decision-makers continue to invest resources in a failing course of action.  Participants who experienced a positive mood state and received highly equivocal feedback on prior decisions invested more money than other participants did.

Personality and Job Satisfaction: A Meta-Analysis

Timothy A. Judge, University of Iowa

Daniel Heller, University of Iowa

Michael K. Mount, University of Iowa

Using the five-factor model as an organizing framework, this study cumulated 271 correlations from 116 studies in meta-analyzing the relationship between the Big Five traits and job satisfaction. The estimated population correlations with job satisfaction were: Neuroticism =  .29, Extraversion = .26, Openness to Experience = .02, Agreeableness = .18, and Conscientiousness = .28.

The Relationship between Personality and the Proclivity to Sexually Harass

Karen Larrimer, Ohio University

Paula M. Popovich, Ohio University

The current research examined the relationship between personality and the proclivity to sexually harass. Specifically, the personality constructs of Narcissism and the Big Five were investigated.  Data from 197 students revealed that there was a relationship between several of these personality variables and ones proclivity to sexually harass.

Moderators of the Openness to ExperienceJob Performance Relationship

Lisa Burke, Louisiana State University

Lawrence A. Witt, Tulane University

Contrary to expectation, the relationship between openness to experience and performance has been nonsignificant in prior research.  We proposed and ultimately demonstrated, using a sample of 114 financial services employees, that other personality variablesincluding extraversion and emotional stabilitymoderate this relationship and help to account for prior findings.

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

Chantell Nicholls, University of Western Ontario

Mitchell Rothstein, University of Western Ontario

We used a construct-oriented approach to develop hypotheses relating personality to theoretically relevant work group variables. The results of a study with 57 problem-solving groups indicated that, in some cases, facet traits may be better predictors than the Big Five of work group variables.

The Interactive Effects of Conscientiousness and Agreeableness
on Job Performance

Lawrence A. Witt, Tulane University

Lisa Burke, Louisiana State University

Murray R. Barrick, Michigan State University

Michael K. Mount, University of Iowa

We hypothesized that the conscientiousnessjob performance relationship is stronger among persons high than low in agreeableness in jobs characterized by cooperative interaction.  Results indicated that among the highly conscientious workers in five samples requiring cooperative interaction, those high in agreeableness received higher performance ratings than those low in agreeableness.

Extroverts Low in Conscientiousness Produce the Greatest Sales Volume

Lawrence A. Witt, Tulane University

Meta-analytic results suggest that the extroversion-sales performance relationship cannot be distinguished from zero (Barrick, Mount, & Judge, in press).  Analyses of matched data on 491 sales representatives indicated that conscientiousness moderated the relationship between extroversion and objectively measured sales volume.  Extraverts low in conscientiousness produced the greatest volume of sales.

Organizational Support and Agreeableness as Predictors of
Organizational Citizenship

Lawrence A. Witt, Tulane University

K. Michele Kacmar, Florida State University

Moderated multiple regression analyses of matched data on 66 male and 27 female employees of a private sector organization indicated that agreeableness moderated the relationship between perceptions of organizational support and supervisor ratings of organizational citizenship behavior (OCB).  The supportOCB relationship was stronger among individuals high in agreeableness.

Leader Effectiveness among Patterns of Personality
Types and Creativity Styles

Melissa Gratias, Protective Life Corporation

Roseanne J. Foti, Virginia Tech

A person-centered approach was taken to the examination of the relation between multisource ratings of leader effectiveness and personality patterns based on MBTI and KAI preferences.  The pattern-focused approach suggested that indicators other than what would be predicted based on variable-centered studies also contribute to perceptions of leader effectiveness.   

The Role of Conscientiousness and Neuroticism in Predicting Police Corruption

Michael J. Cullen, University of Minnesota

Deniz S. Ones, University of Minnesota

This study was conducted to test the hypotheses that the personality variables related to conscientiousness and neuroticism are effective predictors of police officer corruption. The results generally support the conclusion that these two personality dimensions are effective predictors of corruption.  The results also suggest that more specific traits such as impulsivity, intolerance, and pessimism are effective predictors of police officer corruption.

Bimodal Score Distribution and the MBTI: Fact or Artifact?

Tammy L. Bess, Virginia Tech

Robert J. Harvey, Virginia Tech

Examination of item-response theory scores from 12,000 managers on the Myers-Briggs Type Indicator (MBTI) revealed that past reports of distribution bimodality were essentially artifacts caused by using a small number of quadrature points in BILOG.  This finding raises questions regarding the MBTIs type-based view of the structure of personality.

Personality Profiles of Effective Service Providers

Ho-Chul Shin, Hogan Assessment Systems/University of Tulsa

This research attempted to identify personality profiles of effective service providers. The Hogan Personality Inventory (HPI) served as the predictor, and a composite of performance scales was used as the criterion.  Results indicate that service performance is associated with a distinct personality profile.

Normative Versus Ipsative Measures for Selection Purposes

Chieh-Chen Bowen, Cleveland State University

Beth A. Martin, John Carroll University

Steven T. Hunt, SHL

The study uses empirical data comparing responses on ipsative and normative versions of a 30-scale Occupational Personality Questionnaire (OPQ). The results of profile analysis support the proposition that ipsative and normative measures could get very similar results. Ipsative measures showed high effectiveness in guarding against response distortions in selection situations.

Some Questions About the Relationship Between
Conscientiousness and Performance

Barbara Griffin, University of Sydney

Beryl Hesketh, University of Sydney

This research examined the relationship of domain and facet levels of conscientiousness with adaptability. Data on 260 university students showed that, unlike overall conscientiousness and other facets, Order and Deliberation did not predict adaptability in performance and did not correlate with other predictors of flexibility.

The Variance Architecture Approach to the Study of
Organizational Constructs

Dan J. Putka, Ohio University/Development Dimensions International

Jeffrey B. Vancouver, Ohio University

A novel approach for studying and classifying organizational constructs is introduced.  The approach focuses on delineating the relative dispersion of variance in constructs across the multiple levels on which they vary.  Unlike most methods in I-O psychology, single constructs are of focal interest, rather than the relationship among multiple constructs.

Affectivity, Personality, and Competency Correlates of Proactive Personality

Hsien-Yao Swee, National University of Singapore

Yee-Shiun Hong, National University of Singapore

David Chan, National University of Singapore

In order to establish the construct validity of proactive personality, this study examined associations between proactive personality and several individual difference variables (affective dispositions, personality, and competencies).  Convergent and discriminant validity evidence confirmed the hypothesized associations between proactive personality and the individual difference variables examined.

The Measurement of the Social Desirability of Items: A Reconceptualization

Nathan R. Kuncel, University of Minnesota

Auke Tellegen, University of Minnesota

This paper calls into question traditional methods of measuring the social desirability of items.   Results indicate that trait level often has nonlinear relationships with social desirability such that no general model of item desirability can be adopted that will accurately represent the relationship across all items, traits, and trait levels.

Individual-Difference Constructs Associated with Rating Discomfort

Thomas P. Sawyer, Elmhurst College

Lisa A. Hollis-Sawyer, Northeastern Illinois University

Amanda Pokryfke, Elmhurst College

The purpose of this study was to assess the relationships between personality constructs, social-evaluative anxieties, and rating discomfort. Neuroticism was significantly related to rating discomfort in the positive feedback condition only, while the opposite pattern was found for extraversion. Significant relationships were found between two social distress measures and discomfort. 

Relationships between Background Investigation Dimensions and MMPI2 Scales

Mark A. Mishken, NYS Unified Court System

Kevin Ruminson, NYS Unified Court System

Background investigations are often used as screening tools in law enforcement agencies. Ratings of personal characteristics based on background investigation data may be viewed as a method measuring personality dimensions.  This paper examines relationships between several MMPI2 scales and ratings of personal characteristics obtained from background investigation data.    

Using Appropriateness Fit to Identify Faking on a Personality Test

Lynn A. McFarland, George Mason University

Darin Wiechmann, Michigan State University

Celia W. Chandler, George Mason University

We examined if a measure of aberrance (based on IRT models) would successfully identify individuals faking on a popular personality selection test.  Although it was found that individuals did significantly increase their scores through faking, the measure of aberrance did not adequately identify those who faked.  

The Big Five as Predictors of Organizational Citizenship and Withdrawal

Kimberly Planansky, Minnesota State UniversityMankato

Daniel Sachau, Minnesota State UniversityMankato

Douglas Molitor, 3M

We examined the relationships among the Big Five personality factors and extra-role work behaviors.  Seven hundred forty-five hospital employees completed Goldbergs Big Five scale and Molitors Nonwork role Behaviors Rating Form (NWB).  Supervisors also provided NWB ratings for employees.  Conscientiousness was related to self and supervisor ratings of citizenship and withdrawal. 

Job Burnout: The Mediating Impact of States on Traits

Kelly Cellars, University of North CarolinaCharlotte

Wayne Hochwarter, University of Alabama

Pamela L. Perrew, Florida State University

Nicole Hoffman, University of Alabama

Extending research on the effects of personality and moods, this study examines the impact of traits and states in job burnout. LISREL analyses indicated that positive moods mediated the relationship between Extraversion and burnout while negative moods mediated between Neuroticism and burnout.  Suggestions for future research are offered.

Service Quality in Business-to-Business Relationships

Numerous I-O psychologists operate as business-to-business relationship managers, yet how they build, maintain, and even rebuild these relationships remains a researcher and practitioner question yet to be completely understood. The premise of this symposium is to bridge academia with practice to better understand how to effectively build and sustain business-to-business partnerships.

Richard J. Klimoski, George Mason University, Chair

David E. Bowen, Thunderbird, Developing High-Performance Customers as a Source of Sustainable Competitive Advantage

Beverly A. Dugan, HumRRO, Relationship Management in I-O Consulting Partnerships

Thomas W. Mason, Personnel Decisions International, Customer Service in I-O Consulting from an Applied Perspective

Sheila Simsarian Webber, Concordia University, Building Client Trust Through Effective Client Management

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

Assessing and Reducing Adverse Impact

Minimizing adverse impact in personnel selection decisions is an important goal for personnel researchers.  The purpose of this symposium is to present methodological issues in the assessment of adverse impact, and to discuss strategies for reducing group differences in test performance.

Scott B. Morris, Illinois Institute of Technology, Chair

Scott B. Morris, Illinois Institute of Technology, Michael W. Collins, Illinois Institute of Technology, Testing for Adverse Impact When Sample Size is Small

Philip L. Roth, Clemson University, Philip Bobko, Gettysburg College, Fred S. Switzer, Clemson University, Michelle A. Dean, University of North Texas, The Influence of Range Restriction on Estimates of Ethnic Group Differences: An Analysis and Monte Carlo Simulation

Chad H. Van Iddekinge, Clemson University, Philip L. Roth, Clemson University, Allen I. Huffcutt, Bradley University, Carl E. Eidson, Wilson Learning Corporation, Structured Interview Ethnic Group Differences: Greater than We Thought?

Dennis Doverspike, University of Akron, Rosanna F. Miguel-Feruito, Barrett & Associates, Test-Wiseness Training as a Mechanism for Reducing Adverse Impact: Effects on Responses to Reading Comprehension Test Items with Omitted Passages

Ann Marie Ryan, Michigan State University, Discussant

Why Should I-O Psychologists Be Studying Retirement?

There are two primary goals for the roundtable: (a) to discuss ways in which I-O psychologists can contribute to our scientific understanding of retirement, and (b) to identify some of the barriers to entry faced by those wishing to pursue research in this area and discuss ways to overcome them.

Gary A. Adams, University of Wisconsin Oshkosh, Co-Host

Kenneth S. Shultz, California State UniversitySan Bernardino, Co-Host

Mary Anne Taylor, Clemson University, Co-Host

 

Reconsidering the Assumption of Rational Self-Interest
in Organizational Psychology

This symposium examines the insufficiency of rational self-interest as an explanation for attitudes and behavior in the workplace.  Four papers address a range of outcomes and theoretical perspectives, including job satisfaction, violation of expectations, intergroup conflict and negotiation, and fairness.   The findings suggest motivational and cognitive mechanisms beyond rational self-interest. 

M. Audrey Korsgaard, University of South Carolina, Chair

Bruce M. Meglino, University of South Carolina, M. Audrey Korsgaard, University of South Carolina, The
Assumption of Self-Interest in Models of Job Satisfaction

M. Audrey Korsgaard, University of South Carolina, Bruce M. Meglino, University of South Carolina, David C. Thomas, Simon Fraser University, Kevin Au, Chinese University Hong Kong, How Deliberative Are
Employees Responses to Violations?

Susan E. Brodt, Duke University, Waxing And Waning of Self-Interest: Cognitive and Motivational Aspects of Negotiations  

Robert G. Folger, Tulane University, Carmen Turillo, Jim Lavelle, Tulane University, Julie Gee, Tulane University, Beyond Cheap Talk: Third-Party, Self-Sacrificial Punishment of Unfairness

Avraham N. Kluger, Hebrew UniversityJerusalem, Discussant

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

This panel discussion is designed to both educate SIOP members with regard to the ambiguities surrounding I-O licensure and to identify and debate the issues underlying the Shoulds of licensure for I-O psychologists.  Panelists will share their own experiences and insight bearing on these issues.

Deidra J. Schleicher, University of Tulsa, Co-Chair

Robert P. Tett, University of Tulsa, Co-Chair

Angelo S. DeNisi, Texas A&M University, Panelist

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

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

S. Morton McPhail, Jeanneret & Associates, Inc., Panelist

Neal W. Schmitt, Michigan State University, Panelist

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

Measurement Issues in Customer Service: Wheres the Problem?

During this roundtable session we will discuss how customer service is, and should be, conceptualized and measured.  Advances, challenges, and conceptual paradigms (or lack thereof) will be addressed along with LOA, criterion, and definitional issues.  Results of a customer service benchmarking study will be presented for illustration at appropriate points.

Brian J. Ruggeberg, Assessment Solutions Inc., Co-Chair

William S. Battle, Assessment Solutions, Inc., Co-Chair

Strategic Evaluation Network: Sharing Lessons Learned

Network with others interested in evaluating the effectiveness and utility of I-O interventions. Explore ways to apply a systems framework to evaluating I-O programs that links the program to business strategy and desired outcomes.  Discuss the factors that facilitate and impede evaluation, and share lessons learned while conducting strategic evaluations.

Jeanne Carsten, Chase Manhattan Bank, Host