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Saturday PM

118. Symposium: Saturday, 12:00 1:20              Bel Aire Ballroom South (W)

Availability and Use of Indirect Sources of Performance Appraisal Information

Most models of the performance appraisal process fail to consider that raters may acquire performance information through means other than direct observations. This symposium will address the extent to which indirect sources of performance information may be available to, and used by, raters when evaluating performance.

Patrick H. Raymark, Clemson University, Chair

Patrick H. Raymark, Clemson University, Craig Ryon Dawson, Clemson University, Jennifer Gage, Clemson University, Relationships Between Organizational Structure and the Availability and Perceived Credibility of Indirect Sources of Performance Appraisal

Peter E. Mascharka, University of Connecticut, Janet L. Barnes-Farrell, University of Connecticut, The Influence of Direct and Indirect Observation on Judgments of Work Effectiveness

Krista Uggerslev, University of Calgary, Lorne M. Sulsky, University of Calgary, Indirect Performance Information: Performance Appraisal Ratings, Rater Reactions, and Memory, by Modality of Indirect Information and Level of Performance

Jeanette N. Cleveland, Pennsylvania State University, Discussant

119. Symposium: Saturday, 12:30 1:50                       Grande Ballroom A (E)

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

Nowadays, employee and customer surveys are conducted in many organizations.  However, measuring opinions is not a goal in itself. Frequently, management wants evidence that opinions influence the companys bottom line. This symposium empirically demonstrates that employee and customer opinions are interconnected and represent important determinants of business success.

Dimitri Liakhovitski, Mercer Delta Consulting/International Survey Research, Co-Chair

Eugene F. Stone-Romero, University of Central Florida, Co-Chair

Patrick Kulesa, International Survey Research, Winifred Lopez, International Survey Research, Dimitri Liakhovitski, Mercer Delta Consulting /International Survey Research, Customer Perceptions of Courtesy and Competence as Mediators in the Service-Profit Chain

David E. Hyatt, DeCotiisErhard, Inc., Brent Ruge, DeCotiisErhard, Inc., Mark D. Fulford, DeCotiisErhard, Inc., The Service-Profit Chain: Do Employee Attitudes Really Matter?

Garry Gelade, International Survey Research, Patrick Gilbert, International Survey Research, William Seager, International Survey Research, David Kuykendall, International Survey Research, Patrick Kulesa, International Survey Research, From Opinions to Profits: Mediating Role of Customer Behaviors

Allen I. Kraut, Baruch College/Kraut Associates, Discussant

120. Panel Discussion: Saturday, 12:30 1:50            Grande Ballroom C (E)

Practical Considerations in Using Linkage Research: Making it More Effective

The linking of employee opinions, customer opinions, and business performance has become a feature of many survey programs.  Because developing elegant, sound models is not enough, this panel will address the organizational development side of linkage researchhow to put it to work in organizations.

Scott M. Brooks, Gantz Wiley Research, Chair

Joe Colihan, IBM Global Employee Research, Panelist

Paul Erdahl, Medtronic, Inc., Panelist

Robert J. Vance, Pennsylvania State University, Panelist

Jack W. Wiley, Gantz Wiley Research, Panelist

121. Symposium: Saturday, 12:30 2:20                              Harbor Island II (E)

New Theory-Based Advances in WorkFamily Research

New theoretical perspectives and theoretically-based empirical workfamily research is presented.  Theoretical gaps in the literature and empirical examples addressing such gaps are described.  Presentations go beyond the individual-level of analysis, extend longitudinally, use national samples, and bridge disciplines in theorizing, all consistent gaps noted in the workfamily literature. 

Leslie B. Hammer, Portland State University, Co-Chair

Ellen Ernst Kossek, Michigan State University, Co-Chair

Ellen Ernst Kossek, Michigan State University, Karen Markel, Michigan State University, Resource-Based and Psychological Views of Organizational Support of WorkLife Integration: Competing Perspectives and a Typology

Leslie B. Hammer, Portland State University, Krista Brockwood, Portland State University, A Systems Theory Approach to WorkFamily Research

Eileen W. Jahn, St. Josephs College, New York, Cynthia A. Thompson, Baruch College, CUNY, Richard E. Kopelman, Baruch College, CUNY, The Impact of Perceived Organizational and Supervisory Family Support on Organizational Commitment: A Longitudinal and Multilevel Analysis

Mina Westman, Tel Aviv University, The Impact of Downsizing on the Crossover Process

Ellen Ernst Kossek, Michigan State University, Discussant

122. Symposium: Saturday, 12:30 2:20                        Executive Center 3 (E)

Cognition and Cognitive Technology: Maximizing Multimodality
when Implementing Multimedia Training

Computer-based training tools appear to offer a number of advantages over traditional methods.   However, while this technology offers tremendous promise, it is clear that our current understanding is insufficient to use this technology effectively.  These papers discuss how cognitive theory can have an important impact on the way advanced training systems are designed. 

Stephen M. Fiore, University of Central Florida, Chair

Stephen M. Fiore, University of Central Florida, Haydee M. Cuevas, University of Central Florida, Randell L. Oser, Naval Air Warfare Center, TSD, A Picture is Worth a Thousand Connections: The Facilitative Effects of Diagrams on Task Performance and Mental Model Development

John J. Burns, Sonalysts, Inc., Anthony Cowden, Sonalysts, Inc., James Patrey, Naval Air Warfare Center, TSD, Theory and Virtual Environment Technology R&D: Putting the Horse Back in Front of the Cart?

Jennifer E. Fowlkes, University of Central Florida, Maria Coiro, University of Central Florida, Laura Martin-Milham, University of Central Florida, Schema-Based Learning Principles Applied to Computer-Based Training

James E. McCarthy, Sonalysts, Inc., Michael Hannafin, University of Georgia, Paul Radtke, Naval Air Warfare Center, TSD, TRIAD: Tactical Readiness Instruction, Authoring, and Delivery

Eduardo Salas, University of Central Florida, Discussant

123. Practitioner Forum: Saturday, 12:30 1:20                           Marina 2 (E)

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

An approach combining the results of a five-factor personality assessment with a structured interview to make selection decisions is outlined.  Case studies from two organizations are presented highlighting the effectiveness and challenges of this approach.  Results are discussed in the context of a robust economy and competition for talented employees.

John D. Morrison, Consulting Psychologist, Chair

Rodney Warrenfeltz, Hogan Assessment Systems, A Model for Using Five-Factor Assessment Data in the Interviewing Process

Doug Klippel, CSX Corporation, Selecting Transportation Professionals Using Structured Interview Questions Based on Five-Factor Assessment Data

Mary Koenig, Schering-Plough Corporation, Combining a Five-Factor Personality Assessment and Structured Interviewing to Select Pharmaceutical Sales Representatives  

124. Practitioner Forum: Saturday, 12:30 1:50                          Marina 5 (E)

The Roles of Psychologists in Mergers and Acquisitions

The presentation discusses the roles and actions of psychologists who have been involved in various aspects of a merger process: the due diligence phase in assessing cultural fit, advising senior management, assessing and developing managers for the merged company, and aiding the rapid integration of merged work groups.

Judith Blanton, RHR International, Chair

Jevon K. Powell, RHR International, Pre-Acquisition Analysis: Will This Marriage Work?

Susan A. Marcinelli, RHR International, Multilevel Interventions of Psychologists in Both Sides of a Merger  

Henry H. Tufts, RHR International, Internal Challenges of Consulting Firms in Implementing a Merger Project

Mitchell L. Marks, Independent Organizational Consultant, Discussant

125. Symposium: Saturday, 12:30 1:50                                     Terrace A (W)

Beyond the Method Section: Authors Discuss Their
Innovative Leadership Methodologies

Authors of studies using innovative leadership methodologiesthe actor method, content coding, the triangulation approach, and the historiometric approachwill give a behind the scenes view of their methodology.  They will describe how they carried out their methodology, discuss its advantages and disadvantages, and provide lessons learned.

Shelley A. Kirkpatrick, American Institutes for Research, Chair

Jane M Howell, The University of Western Ontario, Shelley A. Kirkpatrick, American Institutes for Research, The Actor Methodology

Cassie B. Barlow, U.S. Air Force, Robert L. Dipboye, Rice University, Coding the Antecedents, Moderators, and Consequences of CEO Vision and Impression Management Variables

Yair Berson, Polytechnic University, Bruce J. Avolio, SUNYBinghamton, The Contribution of Triangulating Qualitative, Quantitative, and Unobtrusive Methods to the Measurement of Charismatic/Transformational Leadership

Ronald J. Deluga, Bryant College, Historiometric Research: A Brief Overview of Lessons Learned

Bernard M. Bass, SUNYBinghamton, Discussant

Bruce J. Avolio, SUNYBinghamton, Discussant

126. Symposium: Saturday, 12:30 2:20                                  Point Loma B (W)

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

This symposium addresses the limitations of the existing climate research by (a) attempting to gain a better understanding of the impact of individual perceptions of workplace climate on work outcomes and (b) empirically investigating the relationship of workplace climate and work performance at the group level.

Richard P. DeShon, Michigan State University, Chair

Jennifer Z. Carr, Michigan State University, J. Kevin Ford, Michigan State University, An Integrative Review of Climate Research: Where Have We Been, Where Do We Need to Go?

Aaron M. Schmidt, Michigan State University, Richard P. DeShon, Michigan State University, The Impact of Workplace Climates on Work Outcomes: A Meta-Analytic Perspective

Karen Ehrhart, University of Maryland, Mark Ehrhart, University of Maryland, Benjamin Schneider, University of Maryland, Theres More to Life than Service Climate: Service Climate in Context

Lisa Ann Getta, Northern Illinois University, Christopher P. Parker, Northern Illinois University, Jolene Skinner, Northern Illinois University, Jennifer M. Lonergan, Northern Illinois University, Stephen H. Wagner, Central Michigan University, Organizational Climate as Mediator of Diversity to Organizational Performance Relationships

Dov M. Zohar, Technion Institute of Technology, Israel, Gil Luria, Technion Institute of Technology, Israel, Climate Strength: Identifying Boundary Conditions for Organizational Climate

Cheri Ostroff, Columbia University Teachers College, Discussant

127. Symposium: Saturday, 1:00 2:20                                Harbor Island I (E)

Leadership Emergence: Three Perspectives on Achieving Incremental Influence

Research has examined leadership emergence from several perspectives, and these different perspectives have resulted in some conceptual confusion in determining how individuals achieve incremental influence.  This symposium considers three perspectives, focusing on the source of incremental influence implied by each.  The presenters analyze the associated conceptual and practical issues, and consider the implications for programs of leadership development.

Donald J. Campbell, U.S. Military AcademyWest Point, Chair

Kathleen M. Campbell, U.S. Military AcademyWest Point, Character and Personal Values as Incremental Influence

Scott Bemis, U.S. Military AcademyWest Point, Four Critical Skills as Incremental Influence

Greg Dardis, U.S. Military AcademyWest Point, Sink or Swim? The Role of Early Job Events in Incremental Influence

Scott Petersen, U.S. Military AcademyWest Point, An Integrative View: A Basis for Leadership Development Programs?

128. Symposium: Saturday, 1:00 2:50                                        Seabreeze (E)

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

Todays environment requires rigorous procedures for constructing tests and examining potential bias.  IRT procedures are well suited for these purposes.  This symposium is a tutorial that addresses the selection of an IRT model, examination of fit, detection of bias, and construction of parallel tests.  Emphasis is placed on the use of computer programs that implement these methods, as well as the interpretation of results.

Fritz Drasgow, University of IllinoisUrbana Champaign, Chair

Fritz Drasgow, University of IllinoisUrbana Champaign, Introduction to the Item Response Theory Tutorial Symposium

Wayne C. Lee, University of Illinois, Stephen Stark, Sasha Chernyshenko, Selecting IRT Models for Cognitive and Noncognitive Data

Stephen Stark, Sasha Chernyshenko, Examining Model-Data Fit Using Graphical and Statistical Methods

Sasha Chernyshenko, Stephen Stark, Using IRT Methods for Test Construction: Creating Parallel Forms

Stephen Stark, Sasha Chernyshenko, Methods for Detecting Differential Item/Test

Siang Chee Chuah, Boston University, Wayne C. Lee, University of Illinois, Patrick Wadlington, University of
Illinois, The UIUCIRT Web Tutorial 

129. Symposium: Saturday, 1:00 2:50                                           Marina 6 (E)

EAWOPSIOP Joint Session: Global Needs and Local Realizations

EAWOP is the European Association of Work and Organizational Psychology, an organization similar to SIOP.  In this joint EAWOPSIOP symposium, research needs and issues in application will be discussed by participants from five countries.  The exchange begun in this symposium will continue at the EAWOP conference in Prague, May 1416, 2001.

Milton D. Hakel, Bowling Green State University, Co-Chair

Handan K. Sinangil, Marmara University, Co-Chair

Jose M. Peiro, University of Valencia, Vincente Martinez-Tur, University of Valencia, Jose Ramos, University of Valencia, Impact of Congruence of Employee and Customer Perception of Service Quality on Customer
Satisfaction and Loyalty

Handan K. Sinangil, Marmara University, Globalization and Managing Organizational Culture Change in
Organizations

Herman Aguinis, University of Colorado at Denver, Charles A. Pierce, Montana State University, Pitfalls in
Estimating Moderating Effects:  Implications for I-O Psychology Research and Practice

Gary P. Latham, University of TorontoFaculty of Management, The Use of Self-Regulation Strategies in
Organizational Settings

Milton D. Hakel, Bowling Green State University, Accelerating Ones LearningA Global Challenge

Neil R. Anderson, University of London, Discussant

130. Panel Discussion: Saturday, 1:00 2:50                              Spinnaker (E)

Preeminent Women I-O Psychologists:
Historical and Contemporary Perspectives

Extensive knowledge about I-O psychologys history will be gained from eight distinguished psychologists.  We will learn about developments in the field, factors of change, the blending of science and practice, and success strategies.  These women are role models for the new generation of I-O psychologists and their insights are invaluable.

Laura L. Koppes, Eastern Kentucky University, Chair

Lorraine D. Eyde, U.S. Office of Personnel Management, Panelist

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

Ann Howard, Development Dimensions International, Panelist

Elaine D. Pulakos, Personnel Decisions Research Institutes, Panelist

Virginia E. Schein, Gettysburg College, Panelist

Patricia C. Smith, Bowling Green State University, Panelist

Mary L. Tenopyr, Private Consultant, Panelist

Nancy T. Tippins, Personnel Research Associates, Panelist

131. Poster Session: Saturday, 1:00 2:20                              Exhibit Hall (E)

Motivation and Performance Management

131-1

Prioritization and Performance in Goal Hierarchies

Susan S. White, Personnel Decisions Research Institutes

Within the framework of goal-setting theory (GST), this study examined how people balance multiple subgoals in order to achieve a higher-order, superordinate goal.  The effects of the type of goals assigned (difficultspecific, easyspecific, do-your-best) and self-efficacy on prioritization strategies and performance were examined.

131-2

Values and Expectations: Examining the Legitimacy of Justice

Bradford S. Bell, Michigan State University

Darin Wiechmann, Michigan State University

Ann Marie Ryan, Michigan State University

Cori A. Davis, Michigan State University

Kerry A. Delbridge, Aon Consulting

Deidre Wasson, Michigan State University

This study examined the relationship between three work-related variables and the legitimacy employees assigned to specific justice dimensions in a performance appraisal context.  Results revealed that all three variables exhibited significant and positive relationships with employees expectations of justice and the importance they assigned to different justice elements.

131-3

Individual Differences in Volitional Competencies:
Examining the Volitional Components Inventory

Robin Hughes, Louisiana State University

Anja Schmitz, Louisiana State University

Hope S. Ladner-Ray, Louisiana State University

James M. Diefendorff, Louisiana State University

The primary purpose of the present investigation was to examine the factor structure and item performance of the Volitional Components Inventory (VCI), an assessment of self-control and self-regulation developed by Kuhl and Fuhrman (1998). Exploratory factor analyses were performed on the VCI.  The new 14-factor solution and results of correlations between the VCI and other individual difference measures are discussed.  

131-4

Differentiating Rater Accuracy Training Programs

Andrea Sinclair, Virginia Tech

Neil M. A. Hauenstein, Virginia Tech

This study builds upon prior rater-training research by incorporating finer-grained distinctions in rating stimuli and including a second control group receiving quantitative accuracy feedback void of a substantive training lecture.  Results suggest that rater variability training improves differential elevation accuracy and that accuracy feedback is sufficient for improving stereotype accuracy.

131-5

The Effects of Situational Constraints on Contextual Performance

Jay H. Steffensmeier, Clemson University

Robert R. Sinclair, Portland State University

We examined the influence of situational constraints (i.e., material resources, support, and job characteristics) on contextual performance.  Consistent with our hypotheses, several constraints influenced contextual performance.  Moreover, the findings demonstrated the importance of expanding the traditional situational constraint domain to include job characteristics and social support.

131-6

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

Rebecca J. Reichard, Southwest Missouri State University

Thomas D. Kane, Southwest Missouri State University

Carol F. Shoptaugh, Southwest Missouri State University

Goal content was examined within the framework of goal orientation theory.  Regardless of goal orientation, students set more performance goals. Those with a learning orientation tended to set more quality goals than those with a performance orientation. The role of self-efficacy was also examined.  Practical implications are presented.

131-7

When Voice Doesnt Enhance Justice:
Expectations Versus Consistency Information

Joanna Heathcote, University of Western Ontario

Susan Pepper, University of Western Ontario

To understand the recent finding that unexpectedly receiving voice was rated as less just than expecting and receiving no voice (Van den Bos, Vermunt & Wilke, 1996) we studied how expectations versus consistency influence the effect of voice on perceptions of procedural and interactional justice. 

131-8

Second Order Meta-Analysis of Organizational
Citizenship Behavior Antecedents

Neil E. Fassina, University of Toronto

The first meta-analysis presented summarizes research regarding attitudinal, dispositional and situational antecedents of Organs (1988) five-factor model of OCB from 19952000. A second order meta-analysis synthesizes the findings for altruism and general compliance of the first meta-analysis and Organ and Ryan (1995) to correct for second order sampling bias.  

131-9

Mediating Roles of Task and Contextual Performance on
Predictor Validity: A Meta-Analysis

Alexander Alonso, Florida International University

Chockalingam Viswesvaran, Florida International University

Juan I. Sanchez, Florida International University

The validity of Big Five personality factors and cognitive ability for predicting task and contextual performance as well as inter- and intra-rater correlation between the two performance dimensions were meta-analyzed.  Mediating effects of the two dimensions (task and contextual) on the validities for predicting the other rating were investigated.

131-10

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

Phil Mangos, Personnel Decisions Research Institutes

Debra Steele-Johnson, Wright State University

Paul Heintz Jr., Wright State University

We examined the effects of goal orientation, objective task complexity, ability, and task complexity cues on task perceptions, motivation, and performance for 291 undergraduates.  Subjects performed a computerized simulation of a class scheduling task.  Results indicated that subjective task complexity can be manipulated using task complexity cues.  In addition, learning and performance goal orientation interacted with task complexity cues in their effects on task perceptions and motivation.   Implications for theory and practice are discussed.  

131-11

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

Chris Kubisiak, Personnel Decisions Research Institutes

Walter C. Borman, University of South Florida/Personnel Decisions Research Institutes

This study investigated the consistency of job performance constructs among a sample of first-line supervisors from a variety of industries and occupations. Many criterion measurement efforts rely on the implicit assumption that raters conceptualize job performance similarly, and this research demonstrated empirically that there is evidence of agreement across supervisors.

131-12

The Importance of Motivation for Socially Skilled Behavior

Tara Carpenter, George Mason University

Michelle M. Zazanis, U.S. Army Research Institute

Robert N. Kilcullen

Despite the importance of social skill in the workplace, the role of motivation in socially skilled behavior has been neglected. Motivational social skill constructs were developed based on an expectancy theory framework and evidence regarding their psychometric properties, including convergent, discriminant, and predictive validity, is presented.

131-13

Rater Role and Rating Behavior: Individual and Contextual Variables

Melinda E. Kerst, Colorado State University

Jeanette N. Cleveland, Pennsylvania State University

Research has not examined multirater evaluation processes from the perspective of the rater.   Research using 179 undergraduate students supported an effect of rater role (self, peer, subordinate, and supervisor) and rating purpose on rating behavior. Individual and contextual variables were found to be important to both self and other roles.

131-14

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

Kyle E. Brink, University of Georgia

Kecia M. Thomas, University of Georgia

This field study investigated the variable effects of goal-performance discrepancies on self-efficacy change and self-set goal change.  Performance judgment accuracy, learning goal orientation, and performance goal orientation were tested as moderators of these relationships.  The results clarify the goal setting process over time.  Implications for goal setting theory are discussed. 

131-15

Napping in the Workplace and the Stigma of Perceived Incompetence

Hannah-Hanh D. Nguyen, Michigan State University

David J. Whitney, California State UniversityLong Beach

Despite past research indicating that napping can enhance work performance, Americans often associate napping with negative personal attributes.  This study found that employed undergraduates devalued the perceived competence of a worker who napped during their lunch period, independent of the workers ethnicity. Status within the organizational hierarchy moderated these findings.

131-16

Modeling Pay, Equity, Procedural Justice, Pay Satisfaction,
and Turnover Interrelationships

Wei Liu, University of Maryland

Amanuel G. Tekleab, University of Maryland

Kathryn M. Bartol, University of Maryland

An examination of three equity perception facets showed that internal equity fully mediated the relationship between pay and pay satisfaction, while this effect was nonsignificant for external and individual equity. By investigating three competing models, we found that pay satisfaction positively predicted procedural justice, which was negatively related to turnover.

131-17

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

Kristy Lauver, University of Iowa

Amy L. Kristof-Brown, University of Iowa

Survey data from 237 employees show a low correlation (r = .18) between perceptions of P-O and P-J fit.  Both types of fit had a unique impact on job attitudes.  No relationship was found between P-J fit and task performance; however, there was a positive relationship between P-O fit and contextual performance.   

131-18

Goal Difficulty and Disposition on Performance and Task Attitudes

Vincent J. Fortunato, University of Southern Mississippi

The effects of goal difficulty, negative affectivity (NA), and positive affectivity (PA) on complex task performance and task attitudes were examined. Data from 135 participants who played an air traffic controller simulation indicated that NA and PA moderated relationships between goal difficulty and performance and task attitudes.   

131-19

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

Jeffery A. LePine, University of Florida

Amir Erez, University of Florida

Diane E. Johnson, University of Alabama

Although scholars assume that the dimensions of organizational citizenship behavior are distinct, research has not assessed this assumption beyond factor analysis.  Using meta-analysis, we demonstrate strong relationships between dimensions and also that the dimensions have equivalent relationships with the most popular predictors (job satisfaction, organizational commitment, fairness, conscientiousness, leader support).  

131-20

A Measure of Peer Responses to Low-Performing Group Members

Christine L. Jackson, University of Florida

Jeffery A. LePine, University of Florida

Robert Eric Wild, University of Florida

Linn VanDyne, Michigan State University

Data from 219 individuals indicated four peer responses (compensation, training, active rejection, passive rejection)

to low-performing team members. Correlations with low performer attributes, peer attributions, and peer affect were consistent with expectations for three of the four dimensions based on attributional theory predictions.

131-21

Interaction of Subordinate Reputation and Helpfulness on
Rater Reward Decisions

D. Scott Kiker, University of South Carolina

Diane E. Johnson, University of Alabama

Amir Erez, University of Florida

We investigated the interaction between helpfulness and reputations on reward allocations.  Reputations were manipulated and findings indicated that helpful employees with good reputations received more rewards than did helpful employees with bad reputations. Further, helpful employees with bad reputations received more rewards than did unhelpful employees with good reputations.

131-22

A Hierarchical Model of General Learning Orientation and Performance

Robert R. Hirschfeld, University of Georgia

Lucinda Lawson, Texas A&M University

The authors specified challenge seeking and achievement striving as distinct context-specific manifestations of general learning orientation and tested a structural model of performance with data from 358 college students. Challenge seeking and achievement striving, though equally reflective of general learning orientation, had contrary relationships with performance. 

131-23

OCB: An Empirical Examination of the Contribution of
Psychological Contracts

Jackie Coyle-Shapiro, London School of Economics

The relationship between the psychological contract and OCB was examined in a sample of public sector employees (N = 500) surveyed on three occasions. The psychological contract explained additional variance in OCB above that accounted for by alternative social exchange constructs.   Organizational justice was not found to moderate the psychological contract-OCB relationship.

131-24

Reducing the Effects of Gender Stereotypes on Performance Evaluations

Cara Bauer, Wayne State University

Boris Baltes, Wayne State University

This study examined whether a structured free recall intervention (SFRI) could decrease the influence of gender-stereotypes (traditional/nontraditional) on the performance evaluations of women.   Results indicated that without the intervention raters with traditional stereotypes evaluated females less accurately and more negatively.  However, the SFRI successfully eliminated these effects. 

131-25

The Mediating Role of Contextual Knowledge in
Predicting Contextual Performance

Robert J. Schneider, Personnel Decisions Research Institutes

Jeff W. Johnson, Personnel Decisions Research Institutes

A partial test of the Motowidlo, Borman, and Schmit (1997) individual differences theory of task and contextual performance was conducted. Based on that theory, we hypothesized that contextual knowledge would mediate the relationship between personality and cognitive ability predictors and contextual job performance measures. Results were mixed.  

131-26

Impression Consequences of Seeking Job Performance Feedback

Karen R. Milner, Michigan State University

Richard P. DeShon, Michigan State University

Feedback seeking is a critical behavior by which employees assess and develop their knowledge and skills.  However, employees are reluctant to seek feedback because of anticipated negative impression costs.  Several styles of feedback seeking were examined.  Results indicate that feedback seeking creates positive, not negative, impressions and that style matters. 

131-27

Effects of Information Seeking on Performance Ratings

Karen R. Milner, Michigan State University

Richard P. DeShon, Michigan State University

Matthew R. Smith, Aon Consulting

Jeremy A Henson, Michigan State University

Anthony Boyce, Michigan State University

Information seeking is a crucial skill underlying adaptive performance.  Several types of information seeking were related to three dimensions of assessment center performance.  Organizations may wish to consider explicitly assessing information seeking to select employees. 

131-28

Paired ComparisonsA Better Method for Exploring
Performance Appraisal Fairness

Daniel Kuang, Portland State University

Walter Reichman, Baruch College, CUNY

This study demonstrates a more construct-valid and parsimonious approach to performance appraisal fairness research-paired-comparisons. Using this method as an exploratory forensics tool, underlying cognitive dynamics of justice perception were explored. Performance criterion awareness and feedback opportunities were more important to performance appraisal fairness than appraiser competency. 

131-29

When Negative Feedback Isnt So Negative

Lisa A. Steelman, Florida Institute of Technology/Burke Strategic Consulting

Kelly A. Rutkowski, Florida Institute of Technology

Paul E. Levy, University of Akron

This study examined the extent to which contextual variables impact the effects of unfavorable feedback. Results indicate that employees are more motivated to improve their job performance based on unfavorable feedback when the feedback source is perceived to be credible, the feedback is of high quality and the feedback is delivered in a considerate manner.

131-30

Differences in Fairness Perceptions of Performance Appraisal Formats

Angela M. Sternburgh, Illinois Institute of Technology

Sylvia Roch, Illinois Institute of Technology

Differences in fairness perceptions of performance appraisal formats, three absolute formats and three relative formats, were explored.  Results indicated that not only are absolute formats perceived as more fair than relative formats, but that the different absolute and relative formats are also perceived differently in terms in fairness.

131-31

Impact of Rater Audience, Identifiability, and Conscientiousness on Rating Level 

Sylvia Roch, Illinois Institute of Technology

Roya Ayman, Illinois Institute of Technology

Noelle K. Newhouse, Illinois Institute of Technology

Michelle Connor, Illinois Institute of Technology

The present study investigated three motivational factors that may influence rating level: (a) to whom one feels accountable (audience), (b) identifiability, and (c) conscientiousness.  Results indicate that identifiability and conscientiousness interact: Low conscientious individuals were more influenced by identifiability than high conscientious individuals, resulting in higher ratings.  Implications are discussed.

131-32

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

Glen E. Kreiner, Arizona State University

Donna Maria Blancero, Arizona State University

This study explores the effects of an individuals anticipatory psychological contract (APC)the perceived reciprocal employment obligations developed before being hired. A policy-capturing design was used to successfully predict how the APC affected intended organizational citizenship behaviors and how fairness perceptions mediated that relationship.

131-33

Perceived Organizational Support: The Mediating Role of Self-Structures

Geneva M. Phillips, University of Akron

Rosalie J. Hall, University of Akron

The current study proposes and tests a mediator model of the relationship of Perceived Organizational Support with Affective, Normative, and Continuance Commitment, and Turnover Intentions. Results support the mediating effects of: (a) employee obligation, (b) organization-based self-esteem, and (c) organization-based self-concept. Discussion focuses on the benefits of including self-structure variables.

131-34

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

Susan M. Burroughs, Roosevelt UniversityChicago

David J. Woehr, University of TennesseeKnoxville

Mark N. Bing, University of TennesseeChattanooga

Michael D. McIntyre, University of TennesseeKnoxville

This paper reexamines the factor structure of Bennett and Robinsons (2000) measure of workplace deviance utilizing peer-ratings rather than self-reports.  Exploratory factor analysis indicated that a two-factor structure had acceptable fit, and the items loading on each factor were similar to those presented by these researchers.  Confirmatory factor analysis utilizing a different sample of peer-ratings verified our findings.  Construct validity evidence is also presented. 

131-35

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

Jennifer R. D. Burgess, University of TennesseeKnoxville

Katie R. Helland, University of TennesseeKnoxville

Michael C. Rush, University of TennesseeKnoxville

Two characteristics of 360-degree feedback items (i.e., observability and evaluativeness) and one characteristic of dyads (i.e., acquaintance) were proposed as correlates of rater agreement.  Unlike previous studies using interclass correlations to measure agreement, this study utilized RWG (James, Demarree, & Wolf, 1984).  Agreement indices were high, but unrelated to observability and acquaintance.  Counter to hypotheses, evaluativeness was negatively related to agreement.  Alternative explanations and implications are discussed.  

131-36

A Model of Job Performance

David Chan, National University of Singapore

Data from 160 civil service employees supported a model of job performance that distinguishes adaptive performance, task performance, motivational contextual and interpersonal contextual performance, and incorporates predictor effects from adaptability, cognitive ability, conscientiousness, and extraversion, respectively. Implications were discussed in terms of the emerging interest in adaptability and adaptive performance.

131-37

Group Polarization and Interview Decisions: Contrast Effects Revisited

James Loveland, Southeastern Louisiana University

Jerry K. Palmer, Southeastern Louisiana University

The effect of group discussion on performance judgments was investigated using the paradigm used for studying contrast effects.  Group discussion exacerbated contrast, made ratings less accurate, and reduced positive halo.  Results indicate discussion strengthens raters preexisting notions of ratee performance levels while directing attention to dimension and performance level differences.

131-38

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

Julie Chen, New York University

Madeline E. Heilman, New York University

In this study, we proposed that gender stereotypes would dictate different organizational citizenship expectations for men and women and result in differential outcomes. Results indicate that men (but not women) are given organizational rewards for being good citizens, whereas women (but not men) are punished for not being good citizens.

131-39

The Relative Reliability of Three Measures of Group OCB Engagement

Dan J. Putka, Ohio University/Development Dimensions International

Jeffrey B. Vancouver, Ohio University

Generalizability Theory was employed to examine the relative reliability of three methods for assessing workgroups OCB engagement under varying conditions of measurement.  Results suggest that unreliability arose more from individuals sampled, rather than OCBs, and that the assumed size of workgroups in the population had little effect on reliability estimates. 

131-40

Longitudinal Relationships Among Goal Orientation,
GoalSetting, and Self-Efficacy

Michael Horvath, Michigan State University

Christine Scheu, Michigan State University

Richard P. DeShon, Michigan State University

Goal orientations (i.e., mastery, prove, and avoid), self-efficacy, and self-set goals were studied.   People with high mastery and prove orientations reported higher goals and self-efficacy.  The opposite case existed for avoid individuals.  Prove orientation was related to changes in goals over time, and interacted with performance feedback in predicting self-efficacy.

131-41

The Effect of Upward Feedback on Managerial Behavior

Peter Heslin, University of Toronto

Gary P. Latham, University of Toronto

Upward feedback from subordinates was provided to Australian managers (n = 35) in an international professional services firm. Subordinate ratings of job performance were significantly higher than those in the comparison group (n = 35) 6 months later. Self-efficacy moderated this finding.  Learning goal orientation correlated significantly with subsequent ratings of managerial performance (r = .56).

131-42

Do Raters Use the Availability Heuristic When
Evaluating Worker Performance?

Chad H. Van Iddekinge, Clemson University

Fred S. Switzer, Clemson University

This study examined whether raters rely on the availability heuristic when appraising work performance.  Results indicated that availability did not influence evaluations.  However, data suggested that instruments that require raters to estimate the frequency with which worker behaviors occur, such as behavior observation scales, may be vulnerable to availability effects.

131-43

Context Effects on Starting Salary Expectations

Scott Highhouse, Bowling Green State University

Margaret E. Laber, Bowling Green State University

Lilly Lin, Bowling Green State University

Christiane Spitzmueller, Bowling Green State University

Although considerable research has focused on perceptions of salary fairness, very little attention has been given to how salary expectations are formed or how the job search context may influence such expectations.  Two experiments are presented that examined the effects of the shape of a salary distribution on starting salary expectations. 

131-44

Investigation of the Multitasking Process

Kerry A. Delbridge, Aon Consulting

Steve W. J. Kozlowski, Michigan State University

The current study fills a gap in multitasking research by deepening our understanding of the multitasking process.  Results support a view of multitasking that includes uncertainty, urgency and an increased awareness of task switching and leads to increased stress levels, withdrawal, process losses and lower performance levels.

131-45

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

John J. Donovan, Virginia Tech

Carl Swander, Virginia Tech

The present study sought to examine the impact of goal-performance discrepancies (GPDs), self-efficacy, goal commitment, and conscientiousness on the goal revision process.  The results revealed that goal revision was a function of GPDs, and that the GPDgoal revision relationship was significantly moderated by self-efficacy, goal commitment and conscientiousness.

131-46

Precursors to Employee Compliance with a Participatory Performance
Monitoring Program

Norman E. Perreault, Starwood Hotels & Resorts

Janet L. Barnes-Farrell, University of Connecticut

Participatory performance monitoring (PPM) is an employee involvement technique that entails employees tracking their own work performance.  Several antecedents to employee compliance with PPM are hypothesized, including employee perceptions of fairness and managerial support.  A path analytic approach found a modified model to be an adequate representation of the data.   

132. Panel Discussion: Saturday, 1:00 2:20     Bel Aire Ballroom North (W)

Developing and Deploying Global Selection Programs:
Conceptual and Practical Challenges

One of the emerging topics in personnel selection identified by Hough & Oswalds (2000) annual review is global selection. However, our understanding of the new demands and challenges involved in developing and deploying global selection programs is still limited. This panel discusses key methodological and practical challenges involved in global selection and offers solutions and lessons learned. 

Sharon Arad, Personnel Decisions Research Institutes, Co-Chair

Richard D. Arvey, University of Minnesota, Co-Chair

Miriam Erez, Technion, Panelist

Tanya Delany, IBM, Panelist

Monica Hemingway, The Dow Chemical Company, Panelist

Mark J. Schmit, ePredix, Panelist

Ann Marie Ryan, Michigan State University, Panelist

133. Roundtable: Saturday, 1:00 1:50                                       Catalina (W)

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

Obtaining access to organization-based samples is often difficult (especially for graduate students), and use of laboratory or student samples may be inappropriate. What alternatives do I-O researchers have? In this roundtable we will discuss the promises and pitfalls of using archival/existing data for completing theses, dissertations, and applied I-O research.

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

Calvin C. Hoffman, Alliant University, Co-Chair

Roni Reiter-Palmon, University of NebraskaOmaha, Co-Chair

134. Master Tutorial: Saturday, 1:30 2:50               Grande Ballroom B (E)

Practical Issues in Conducting a Large-Scale Meta-Analysis

Meta-analysis is a valuable tool increasingly used by I-O psychologists.  Courses and books review the statistical issues, but do not often address the organizational and logistic challenges researchers must overcome.  This session will provide researchers with practical guidance on how to conduct a large meta-analysis efficiently.

Deniz S. Ones, University of Minnesota, Co-Chair

Nathan R. Kuncel, University of Minnesota, Co-Chair

John P. Campbell, University of Minnesota, Co-Chair

Allison Ahart, University of Minnesota, Presenter

Jennifer Benka, University of Minnesota, Presenter

Meredith Vey, University of Minnesota, Presenter

Sarah A. Hezlett, University of Minnesota, Presenter

135. Symposium: Saturday, 1:30 2:50                               Harbor Island III (E)

New Directions in Sexual Harassment Research

This symposium focuses on new directions in sexual harassment research. Examined are same-sex harassment, female perpetrators of harassment, organizational leadership prevention efforts, and characteristics of judges in harassment court cases. Each of these topics is discussed in terms of its novel perspective on the problem of sexual harassment.

Jennifer Hurt, George Washington University, Chair

Caren Goldberg, George Washington University, Gender, Gender Context, and Same-Sex Harassment: Re-Evaluating our Theoretical Understanding of Social-Sexual Behavior

Jennifer Hurt, George Washington University, Female Harassers: A Comparison of the Likelihood to Sexually Harass in Males and Females

Adam Malamut, George Washington University, The Role of Organizational Leadership in Preventing Sexual Harassment: Is Top-Down the Best Approach?

Elissa L. Perry, Teachers College, Columbia University, Carol T. Kulik, Arizona State University, Anne C. Bourhis, Ecole des Hautes Etudes Commerciales, Here Comes the Judge: The Influence of Judge Personal Characteristics on Federal Sexual Harassment Cases

Jeanette N. Cleveland, Pennsylvania State University, Discussant

136. Symposium: Saturday, 1:30 2:50                                           Marina 2 (E)

Experience Sampling Methods (ESM) in Organizational Research

Experience Sampling Methods increasingly are being used throughout psychology as alternatives to recollective, summary assessments of experiences. However, their use in I-O psychology is still limited.  This symposium presents papers using ESM techniques to examine various topics of I-O psychology, discussing their conceptual and methodological advantages and disadvantages.

Howard M. Weiss, Purdue University, Chair

Andrew G. Miner, University of Illinois, Theresa M. Glomb, University of Minnesota, Charles L. Hulin, University of Illinois, Mood at Work: Experience Sampling Using Palmtop Computers

Kevin J. Williams, University at Albany, SUNY, Using ESM to Examine the Dynamic Nature of Work and
Family Experiences

Timothy A. Judge, University of Iowa, Remus Ilies, University of Iowa, Relevance of Experience Sampling to the Dispositional Source of Job Satisfaction: The Role of Personality and Mood

Katherine E. Kurek, Purdue University, Benjamin Le, Purdue University, Howard M. Weiss, Purdue University, Studying Affective Climates Using Web-Based Experience Sampling Methods

Ruth Kanfer, Georgia Institute of Technology, Discussant

Jeffrey R. Edwards, University of North Carolina, Discussant

137. Practitioner Forum: Saturday, 1:30 2:50  Bel Aire Ballroom South (W)

Hiring in a Wired World: Meshing I-O Psychology with the Latest Technology

In an increasingly technological society, I-O psychologists face the challenge of merging their psychological expertise with high-tech solutions.  This forum addresses implications for researchers, consulting psychologists, and internal human resource professionals on the implementation of Web-based solutions now and in the future.  We present our experiences, lessons learned, and insights into the future of Web-based selection.

Jo Ann Johnson McMillan, Bigby, Havis & Associates, Chair

Jana Bunkley Fallon, ePredix, Inc., Selection in an Internet World: A Discussion of Where We Are Today  

Carolyn Jenkins, Bigby, Havis & Associates, Jo Ann Johnson McMillan, Bigby, Havis & Associates, Going Online: Implementing Online solutions for Recruitment and Selection

Thomas Braun, Pure Carbon, Web-Based Assessment: Where Are We Headed?

138. Roundtable: Saturday, 2:00 2:50                                       Catalina (W)

Confronting the Methodological Challenges of Studying Employee Deviance

Deviant behavior in organizations has become a popular research topic in recent years despite the inherent difficulties associated with studying these behaviors.  Audience members are encouraged to bring their questions, concerns, and creative solutions to the session for open discussion.

Rebecca J. Bennett, University of Toledo, Co-Host

Jerald Greenberg, Ohio State University, Co-Host

Coffee Break:  Saturday, 3:00 3:30       Multiple Locations

 
   

139. Practitioner Forum: Saturday, 3:30 4:50          Grande Ballroom A (E)

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

Linking employee and customer surveys to each other and to the bottom line is becoming more widespread as an organizational tool.  This session examines two questions to further our understanding of organizational dynamics: Whose opinions relate best to effectiveness? What criteria define effectiveness?

Jack W. Wiley, Gantz Wiley Research, Chair

Joerg Dietz, University of Western Ontario, S. Douglas Pugh, San Diego State University, Scott M. Brooks, Gantz Wiley Research, Jack W. Wiley, Gantz Wiley Research, The Importance of Closeness to the Customer: Boundary-Spanning Position as a Moderator of Employee-Customer Linkages

Kyle Lundby, Questar Data Systems, Kristofer J. Fenlason, 3M, Front-Line and Back-Office Employees: Service Climate Strength Ties Them Together

Joe Colihan, IBM Global Employee Research, Customer Satisfaction Relative to Competition: Superior Criterion in Linkage Research?

 

Robert J. Vance, Pennsylvania State University, Short-Term Sick Leave as a Leading Indicator of Workplace Morale?

Scott M. Brooks, Gantz Wiley Research, Discussant

140. Symposium: Saturday, 3:30 4:50                         Grande Ballroom B (E)

New Approaches to Research on Job Search and Job Choice

Participants will share new approaches to the study of job search and job choice.  These approaches range from controlled experimentation in the laboratory to longitudinal observation in the field.  The objective of the symposium is to stimulate research activity on a topic that has been neglected in recent years.

Scott Highhouse, Bowling Green State University, Chair

Margaret E. Laber, Bowling Green State University, Steven Russell, Bowling Green State University, Scott Highhouse, Bowling Green State University, Considering More Than Just Final Choice:  An Application of the Phased Narrowing Technique

Cynthia Kay Stevens, University of Maryland, Daniel B. Turban, University of Missouri, Impact of Job Seekers Search Strategies and Tactics on Search Success

Charlie L. Reeve, Bowling Green State University, Scott Highhouse, Bowling Green State University, Jeffrey M. Stanton, Bowling Green State University, A Micro-Analytic Perspective on Reactions to Company Recruitment Information

Richard T. Cober, University of Akron, Douglas J. Brown, The University of Waterloo, Alana Blumental, University of Akron, Paul E. Levy, University of Akron, What the Best Companies Do: A Qualitative Analysis of Internet Recruiting Practices

James A. Breaugh, University of MissouriSt Louis, Discussant

141. Panel Discussion: Saturday, 3:30 4:50              Grande Ballroom C (E)

When Your Test Doesnt Make the Cut: Revisiting Cut Scores

Setting cut scores has been discussed at length, yet revisiting and adjusting cut scores has not.  Individuals from consulting, academia and applied arenas will discuss experiences, providing examples of when and how adjustment of cut scores may (not) be appropriate, and the practical, legal, and organizational implications of doing so.

Amy Dawgert Grubb, FBI, Co-Chair

Kerrie Q. Baker, FBI, Co-Chair

Todd Baker, Panelist

Donald M. Truxillo, Portland State University, Panelist

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

Seth Zimmer, BellSouth, Panelist

142. Panel Discussion: Saturday, 3:30 5:20                     Harbor Island I (E)

Developing Human Resource Systems in Legally Contentious Environments

The application of industrial-organizational psychology in certain employment contexts has become increasingly contentious in nature. A panel of experts who have extensive public and private sector experience working within legally contentious environments will discuss the challenges associated with these settings and offer strategies and practical recommendations for overcoming these challenges.

Frederick P. Morgeson, Michigan State University, Chair

Michael A. Campion, Purdue University, Panelist

Irwin L. Goldstein, University of Maryland, Panelist

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

Elizabeth B. Kolmstetter, National Skills Standards Board, Panelist

Keith M. Pyburn, McCalla, Thompson, Pyburn, Hymowitz & Shapiro, Panelist

William W. Ruch, Psychological Services, Inc., Panelist

James C. Sharf, Sharf and Associates, Panelist

143. Symposium: Saturday, 3:30 5:20                               Harbor Island II (E)

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

It is well known that cognitive ability is a strong predictor of overall job performance.  However, less is known about cognitive abilitys role in predicting other types of performance and alternative criteria.   Presenters in this symposium examine different cognitive predictor tests and examine the predictive validity of these tests relative to multidimensional performance and various criteria.   

Jos M. Cortina, George Mason University, Chair

Michael Ingerick, George Mason University, Celia W. Chandler, George Mason University, Dalit Lev-Arey
Margalit, George Mason University, Nicole M. Dudley, George Mason University, Relating Cognitive Ability to the Changing Nature of Performance: A Meta-Analytic Investigation

Michelle M. Zazanis, U.S. Army Research Institute, Tara Carpenter, George Mason University, Disappearing
Validities: Behind the Mask of Higher Order Performance Dimensions

Jennifer Hedlund, Yale University, Kevin Plamondon, Towers Perrin, Jeanne Wilt, University of Michigan, Kris Nebel, University of Michigan, Susan J. Ashford, University of Michigan, Robert J. Sternberg, Yale University, Practical Intelligence for Business: Going Beyond the GMAT

Douglas J. McCormick, AT&T, Lowering Employee Illness Rates and Rates of On-the-Job Accidents by Screening for Mental Ability

Judith M. Collins, Michigan State University, John E. Hunter, Michigan State University, Problems with the WAIS Intelligence Test: A Qualitative and Meta-Analytic Review

Milton D. Hakel, Bowling Green State University, Discussant

144. Symposium: Saturday, 3:30 4:50                               Harbor Island III (E)

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

As organizations continue to shift toward work structured around teams, attention focuses on enhancing team performance. Although there are many potential tools available, training is principal among them.  This symposium will address three key issuestheory, intervention methods, and evidence for effectivenesswith respect to training to enhance team performance.

Steve W. J. Kozlowski, Michigan State University, Co-Chair

Richard P. DeShon, Michigan State University, Co-Chair

Michael J. Paley, Jean Macmillan, Aptima Inc., Daniel Serfaty, Aptima, Inc., A Framework to Support the Development of Team Performance Enhancement Methods

Kimberly A. Smith-Jentsch, Naval Air Warfare CTSD, Dana Milanovich, Naval Air Warfare CTSD, Danielle C. Merket, Naval Air Warfare CTSD, Guided Team Self-Correction: A Field Validation Study

Richard P. DeShon, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Aaron M. Schmidt, Michigan State University, Darin Wiechmann, Michigan State University, Karen R. Milner, Michigan State University, Developing Team Adaptability: Shifting Regulatory Focus Across Levels

C. Shawn Burke, Institute for Simulation and Training/University of Central Florida, Katherine A. Wilson, Eduardo Salas, University of Central Florida, Clint A. Bowers, University of Central Florida, Team Training in the Skies: Does It Really Work?

Eduardo Salas, University of Central Florida, Discussant

145. Panel Discussion: Saturday, 3:30 5:20                             Seabreeze (E)

A Realistic Job Preview: A Year Later

Choosing a career in consulting or industry requires an understanding of the reality of each.  Panelists will present a follow-up to last years successful session by discussing the benefits and challenges associated with the career choices they have made, their career experiences of the past year, and related audience questions.

Catherine Q. Mergen, PricewaterhouseCoopers, Co-Chair

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

Laura S. Hamill, Microsoft, Panelist

Johanna Merritt Wu, GE Capital Commercial Services, Panelist

Christopher T. Rotolo, Behavioral Insights, LLC, Panelist

Lyse M. Wells, Conexant Systems, Inc., Panelist

Tonya A. Miller, GE Card Services, Inc., Discussant

146. Symposium: Saturday, 3:30 5:20                          Executive Center 3 (E)

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

The popularity of the assessment center does not appear to have suffered as a result of the persistent criticism of dimension ratings for their apparent lack of construct-related validity. This symposium sheds new light on the current wisdom that these dimensions lack validity: We may be asking the wrong questions.

Marise Ph. Born, Vrije Universiteit Amsterdam, Chair

Nanja J. Kolk, Vrije Universiteit Amsterdam, Marise Ph. Born, Vrije Universiteit Amsterdam, Henk Van Der Flier, Vrije Universiteit Amsterdam, Construct Validity of the Assessment Center: Why the Campbell and Fiske MTMM Criterion Does Not Apply

Winfred E. Arthur, Texas A&M University, Theresa L. McNelly, Texas A&M University, Pamela Stanush Edens, Jeanneret & Associates, Eric Anthony Day, Ohio State University, Distinguishing Between Methods and Constructs: The Criterion-Related Validity of Assessment Center Dimensions

Filip Lievens, Ghent UniversityBelgium, Filip De Fruyt, Ghent UniversityBelgium, Karen Van Dam, Tilburg UniversityThe Netherlands, Assessors Use of Personality Traits in Descriptions of Assessment Center Candidates: A Five-Factor Model Perspective

Robert P. Tett, University of Tulsa, Deidra J. Schleicher, University of Tulsa, Assessment Center Dimensions as Traits: New Concepts in AC Design

Ann Howard, Development Dimensions International, Discussant

Robert G. Jones, Southwest Missouri State University, Discussant

147. Symposium: Saturday, 3:30 5:20                                           Marina 2 (E)

The Under-Researched I-O Psychology of Entrepreneurship

The field of entrepreneurship has become enormously important in recent years, and our symposium wants to put the entrepreneur back in entrepreneurship. The papers use a mediator model with mediators between personality and firm success. Examples of mediators studied are cognitive processes, goals, self-efficacy, planning, and proactivity.

Michael Frese, University of GiessenGermany, Chair

Robert A. Baron, Rensselaer Polytechnic Institute, Putting the Entrepreneur Back in Entrepreneurship: Recent Contributions from Industrial-Organizational Psychology

J. Robert Baum, University of Maryland, Motivation Mediators: Pathways for the Causal Relation Between
Entrepreneurs Personal Characteristics and New Venture Performance
 

Andreas Rauch, London Business School, Characteristics of Business Owners and Small-Scale Business Success

Michael Frese, University of GiessenGermany, Stefanie Krauss, University of GiessenGermany, Micro-Business Owners Characteristics and Their Success: The Role of Psychological Action Strategy Characteristics in an African Environment

Edwin A. Locke, University of Maryland, Discussant

148. Symposium: Saturday, 3:30 4:50                                         Spinnaker (E)

Advances in the Application of Synthetic Validation

We discuss methods of assembling test batteries and/or calculating validity coefficients for jobs in which there are too few incumbents to conduct a traditional criterion-related validity study or when necessary data are otherwise unavailable. We demonstrate that synthetic validation is a useful technique with a number of practical benefits.

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

Gary W. Carter, Personnel Decisions Research Institutes, Co-Chair

Jeff W. Johnson, Personnel Decisions Research Institutes, Gary W. Carter, Personnel Decisions Research Institutes, Nancy T. Tippins, Personnel Research Associates, A Synthetic Validation Approach to the Development of a Selection System for Multiple Job Families

Erika Lynn DEgidio, Jeanneret & Associates, Developing a Job Component Validation Model for the O*NET

Rodney A. McCloy, HumRRO, Predicting Job Performance in Jobs Lacking Criterion Data

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

149. Poster Session: Saturday, 3:30 4:50                              Exhibit Hall (E)

Human Resource Management and Change

149-1

HR Practices and Customer Satisfaction: The Mediating Link of Commitment

Lisa Moynihan, Cornell University

Timothy M. Gardner, Cornell University

Hyeon Jeong Park, Cornell University

Patrick M. Wright, Cornell University

This research examined organizational commitment as a mediator between HR practices and customer satisfaction of 35 job groups from 13 service firm business units. Both commitment level and consensus were predicted to influence customer satisfaction. Results found that commitment level mediated the relationship between HR practices and customer satisfaction.  

149-2

Leadership Style and Potency in Teams: A Field Study

Mina Huang, University of Maryland

Beng Chong Lim, University of Maryland/Ministry of Defense

This study examined the relationships among leadership style, potency, and team performance.  Transformational and transactional leadership was positively related to potency, passive management-by-exception was negatively related to potency, and potency predicted team performance.  However, we did not find support for the augmentation effect of transformational over transactional leadership on potency. 

149-3

Distributive Justice: A New Dimension?

Arup Varma, Loyola UniversityChicago

Patricia Simpson, Loyola UniversityChicago

Research in distributive justice has classified allocative standards into three distinct categories: equity, need, and equality. Using a sample of 240 individuals (119 managers and 121 union activists), we empirically support our argument that equality should be further divided into two distinct constructs: absolute and bounded equality, thus leading to four distinct categories of distributive justice.   

149-4

Customer Equity and HRM: The Potential for a New Framework

Robert L. Cardy, Arizona State University

Janice S. Miller, University of WisconsinMilwaukee

This paper provides an overview of the marketing construct of customer equity and applies it to the domain of human resource management (HRM).  Customer equity is presented as an alternative framework for designing, analyzing, and evaluating HRM efforts.  Major implications of this alternative framework for research are presented.

149-5

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

Rebecca L. Romano, Illinois Institute of Technology

Roya Ayman, Illinois Institute of Technology

One-hundred-ninety-two employees of a health organization participated in a study of factors contributing to the motivation to mentor.  The results indicated that individuals reporting high levels of mentoring efficacy and perceiving benefit from the mentoring relationship were more likely to be mentors and expressed intentions to mentor in the future.

149-6

HIV/AIDSRelated Attitudes Among Supervisory and Management Personnel

Steven I. Richins, University of Houston

Melanie Zirbel, University of Texas at El Paso

Barbara B. Ellis, University of Houston

Employed managers (n = 193) completed a bio-data form, a knowledge of HIV/AIDS questionnaire, and an attitudes toward coworkers with HIV/AIDS scale.  Anglos had more HIVrelated knowledge than Hispanics, and females had more positive attitudes than males toward coworkers with HIV/AIDS.   HIV/AIDS knowledge was positively correlated with attitudes toward HIVinfected persons. 

149-7

Institutional Representation in the SIOP Program: 19862000

Stephanie C. Payne, Texas A&M University

Carol A. Succa, George Mason University

Tyler D. Maxey, George Mason University

Fifteen years of SIOP programs were examined for institutional representation. Both academic and practitioner-oriented institutions were considered. Institutions were ranked within each program as well as across all programs. 90 institutions including 22 nonacademic were among the top 25 across the 15-year time span. 14 academic institutions appeared in the top 25 at least 10 times.

149-8

Psychological Contract: A Mediator of
HRM PracticesEmployee Attitude Relationship

Amanuel G. Tekleab, University of Maryland

David Lepak, University of Maryland

Kathryn M. Bartol, University of Maryland

This paper addresses the psychological contract as a mediator of the relationship between human resource management practices and employee attitudes.  Results from structural equation modeling supported the hypotheses that equity perceptions are positively related to psychological contract perceptions, which, in turn, predict affective commitment and intent to turnover.  

149-9

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

Yuqiu (Amy) Cheng, Southern Illinois UniversityCarbondale

Margaret S. Stockdale, Southern Illinois UniversityCarbondale

This research examined the generalizability of Meyer and Allens Three-Component Model of Organizational Commitment in a Chinese context by using Structural Equation Modeling. Data from approximately 300 subjects showed that a five-factor oblique model fit the data best, and the three components proposed by Meyer and Allen lack discriminant validity.

149-10

Predictors of Substance Use Among Young Workers

Michael R. Frone, Research Institute on Addictions

This study explored the relation of six domains of predictor variables to employees substance use overall and at work.  The predictor domains considered were demographics, personality, substance use outcome expectancies, work-related availability, work-related social control, and work stressors.  All six domains of predictors were related to employee substance use.

149-11

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

Jana L. Raver, University of Maryland

Michele J. Gelfand, University of Maryland

Karen Ehrhart, University of Maryland

As the interest in culture among I-O psychologists grows, the need for conceptually and methodologically sound research strategies has increased.  We discuss numerous methodological judgment calls researchers must make during 10 stages of the cross-cultural research process and discuss the implications of these choices.

149-12

Performance Implications of Relative Wage Practices and Pay Structures

Mark Brown, Louisiana State University

This research examined the organizational performance implications of the interaction between relative wage levels and pay structures. Using a six year longitudinal sample of 394 hospitals, results indicated that relative wage levels and pay structures interact to influence both operational and financial measures of organizational performance.

149-13

An Application of Realistic Job Previews to Expatriate Assignments

Paula M. Caligiuri, Rutgers University

Jean Phillips, Rutgers University

The influence of a realistic job preview (RJP) was examined in the context of the expatriate candidates decision-making process. The RJP was related to greater self-efficacy and perceived ability to make an informed decision whether to accept a global assignment and unrelated to participants interest in a future global assignment.

149-14

Goal Orientation and Errors in Training: A Social Cognitive Approach

Steven Lorenzet, Rider University

Gary A. Yukl, University at Albany, SUNY

Scott I. Tannenbaum, gOE, Inc.

Eduardo Salas, University of Central Florida

Kevin J. Williams, University at Albany, SUNY

Erik Eddy, gOE, Inc.

The main and interactive effects of goal orientation and the use of errors in training on intrinsic motivation and multidimensional learning outcomes were examined.  Results revealed benefits associated with both the use of errors in training and approaching learning evaluation from a multidimensional perspective.

149-15

The Development and Validation of Two Measures of Job Security

Tahira M. Probst, Washington State University

This study describes the development and validation of two scales measuring job security: the Job Security Index (JSI) and the Job Security Satisfaction (JSS) scale.  IRT and classical test theory analyses indicate the scales are highly reliable and exhibit good discriminant, factorial, and criterion-related validity. 

149-16

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

Dimitri Liakhovitski, Mercer Delta/International Survey Research

An up-to-date meta-analysis of 73 studies examining the effect of extrinsic rewards on intrinsic motivation showed that, while under different conditions intrinsic motivation may be enhanced or diminished by rewards, overall, intrinsic motivation does decrease with the introduction of rewards except when the rewards are verbal communication or feedback.   

149-17

Reactions to Employees Requesting Family Leave for Childcare and Eldercare

Genevieve Hollmann Hendrix, Colorado State University

Jeanette N. Cleveland, Pennsylvania State University

This research investigated perceptions of men and women who request family leave to care for either a child or an elder.  Data from 194 employed persons indicated a perception that men might not be as entitled to family leave as women.  Subject gender differences were also found.  

149-18

Modeling Managerial Influence on Safety Climate

Steven James Yule, University of Aberdeen

Rhona Flin, University of Aberdeen

Andy J. Murdy, Powergen UK plc

Safety climate data were collected from 1,023 energy sector employees using a new tool developed by the UK safety regulator. A theoretical model, tested using EQS, indicated that two layers of management hold a formative influence on workforce safety climate. 

149-19

An Examination of Career Progress in a Downsizing Organization

Laura A. Gniatczyk, ArvinMeritor, Inc.

The present research was pursued to identify the individual characteristics that were related to employee success in a changing organizational environment. Specifically, the career progress of 173 individuals was examined in this study.  Results suggest that individuals who were capable problem solvers and demonstrated strong initiative experienced the greatest career progress.   

149-20

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

James B. Shaw, Bond University

Samir Shrivastava, Bond University

Christine Velde, Queensland University of Technology

This paper describes a study examining the factor structure of the Managerial and Leadership Competency Questionnaire (MLCQ). The MLCQ contains 116 items that were selected to measure 14 broad managerial and leadership competencies. Data from 397 respondents were analyzed to examine the underlying dimensions of these 14 broad competencies.   

149-21

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

Dov Eden, Tel Aviv University

Roni Sulimani, Tel Aviv University

Eight randomly assigned instructors got a Pygmalion workshop emphasizing means efficacy (i.e., belief in the utility of the tools available for performing a job); 8 control instructors got a communication workshop.  The trainees of the experimental instructors reported higher levels of self-efficacy, means efficacy, and motivation, and outperformed the controls.

149-22

Using Multiple Predictor Categories to Predict
Motor Vehicle Crash Involvement

Amber Hanson Tubr, Texas A&M University

Travis C. Tubr, University of Southern Mississippi

Winfred E. Arthur, Texas A&M University

Eric Anthony Day, Ohio State University

We examined whether an empirical combination of three predictor categories improved prediction of crash involvement over the use of individual variables or categories.  Results suggested that the combination contributed little.  Specific personality variables, conscientiousness in particular, accounted for the majority of explained variance in the criteria.

149-23

The Cross-Cultural Equivalence of Job Performance

Robert E. Ployhart, University of Maryland

Darin Wiechmann, Michigan State University

Neal W. Schmitt, Michigan State University

Joshua M. Sacco, Michigan State University/Aon Consulting

Kirk L. Rogg, Aon Consulting

The study examined the cross-cultural invariance of manifest and latent job performance, and cultural differences in correlates of performance ratings, across three cultures.  Overall, these results suggest that job performance measures are at least partially invariant across cultures.

149-24

Board Assessments of Managerial Activity:
An Examination of Attribution Processes

Bryan Schaffer, University of Georgia

This paper examines the attribution processes boards of directors experience when assessing firm performance. Facing social constraints, inside directors will tend to attribute poor performance to industry or environmental factors. Facing primarily cognitive constraints, outside directors will use informational cues in making attributions. Implications and suggestions for research are provided.   

149-25

Cultural Differences in Cognition: Implications for
Multinational Collaboration

Anna Pongonis McHugh, Wright State University

Helen Altman Klein, Wright State University

National differences in cognition hinder successful planning, decision making, and coordination in multinational corporate and military teams.  Differences in uncertainty avoidance, hypothetical thinking, dialectical reasoning, time orientation, and activity orientation are all barriers to multinational team effectiveness.  The Cultural Lens model holds promise for strengthening common ground in multinational teams.

149-26

Sense of Humor on the Job

Theodore L. Gessner, George Mason University

Francine Kapello, George Mason University

An e-mail survey was used to investigate the relationship between sense of humor and satisfaction in two organizations.  The results indicate that ones own positive sense of humor has some relationship to satisfaction, but perceptions of ones supervisors positive sense of humor are more strongly related to satisfaction.

149-27

Outcomes of Organizational Socialization for
Contingent versus Permanent Newcomers

Melissa S. Cardon, Columbia University

Socialization has a strong and potentially lasting effect on behaviors and attitudes of employees.   Current models of socialization assume that all newcomers are permanent employees, yet many new recruits are contingent workers who may experience different socialization processes and outcomes.  I examine organizational, task, and social accommodation, and discuss five outcomes of these accommodation processes, including job performance, work satisfaction, affective commitment, acceptance, and mutual influence.

149-28

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

Bart Weathington, Development Dimensions International

Lois E. Tetrick, University of Houston

The relationship between income level and the perceived value of fringe benefits has many implications for employee selection.  This study tested the economic concept of income elasticity in relation to employee benefits.  Results suggest that employees distinguish between benefits that increase in value with compensation and those that do not. 

149-29

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

Laura Galarza, Wyle Laboratories

A meta-analysis was conducted to study the role ambiguityexpatriate adjustment relationship.   Results showed a negative correlation between role ambiguity and expatriate adjustment.  Moderator analyses showed stronger predictor-adjustment correlations for work-related than for nonwork measures of expatriate adjustment.  The findings demonstrate the importance of criterion measurement and multidimensionality to expatriation adjustment research.

149-30

Leader Influences on Subordinate Safety Role Definitions and Behavior

David A. Hofmann, Michigan State University

Frederick P. Morgeson, Michigan State University

Stephen J. Gerras, U.S. Army

Recently, researchers have looked at the role leadership and social exchange can play as precursors to safety outcomes. The present study integrates social exchange, role theory, and organizational citizenship behavior research to investigate how employees come to expand their role definition to include safety-related behaviors.

149-31

Development of a Learning Preference Measure

Annette Towler, Rice University

Robert L. Dipboye, Rice University

Trainees are hypothesized to differ in their preferences for learning strategies and these differences can moderate training effectiveness.  Previous learning style/preference measures have not yielded valid, reliable measures.  In this research, we developed a new learning preference measure.  Both studies revealed five distinct, reliable learning preferences and convergent validity evidence.   

149-32

Effects of Charismatic Communication Training on
Motivation, Behavior, and Attitudes

Annette Towler, Rice University

Robert L. Dipboye, Rice University

This study examined the effects of charismatic communication training. Forty-eight business students received charismatic communication training, presentation training, or no training.  Participants receiving charismatic communication training used more animated gestures, more stories and analogies, and were seen as more effective communicators than those who received presentation training or no training. 

149-33

Applying Utility Analysis to Tactical HRM Decisions

Kevin D. Carlson, Virginia Tech

Mary L. Connerley, Virginia Tech

Utility Analysis (UA) is extended beyond programmatic decisions to tactical HRM decisions that managers face more frequently. UA equations for staffing utility are decomposed and relevant components are overlaid on key staffing decisions to develop a framework of cost and benefit considerations capable of supporting decision making and staffing evaluation. 

149-34

Top Management and Immediate Supervisors as Distinct Targets of Trust

Rebecca Butz, Tulane University

Joerg Dietz, University of Western Ontario

Mary A. Konovsky, Tulane University

We studied a neglected aspect of trust research: specific targets of trust within one organization.  Trust in immediate supervisor and top management independently predicted job satisfaction.  In addition, an interaction occurred such that trust in immediate supervisor affected job satisfaction only when trust in top management was low.

149-35

Effects of Communication on Procedural Justice During Organizational Change

Janelle Gilbert, California State UniversitySan Bernardino

Anton J. Villado, California State UniversitySan Bernardino

Ted La Beur, California State UniversitySan Bernardino

Kristina L. Mueller, California State UniversitySan Bernardino

Patricia M. Hinkley, California State UniversitySan Bernardino

Quantity of information provided during organizational change can impact employees.  Research suggests a curvilinear relationship between quantity of information and perceptions of procedural justice.  This study found a linear relationship.  However, participants indicated a preference for a medium amount of information.  Design limitations and implications of the results are discussed.

149-36

Cancer Survivorship: Implications for the Workplace

Mark A. Morris, University of Houston

Shawn E. Davis, University of Houston

Mary J. Naus, University of Houston

Lois E. Tetrick, University of Houston

An improved outlook for cancer survivors will impact organizations, as individuals with cancer will maintain employment or return to work at higher rates. Tactics for reducing negative perceptions in the workplace are reviewed and three implications are discussed with which to organize existing literature, and highlight areas for future research.

149-37

Delivering Feedback in a Training System Using
Mathematical Modeling Techniques

David O. Holness, Naval Air Warfare CTSD

Wendi Buff, University of Central Florida/ Naval Air Warfare CTSD

Amy Bolton, University of Central Florida/ Naval Air Warfare CTSD

Gwendolyn E. Campbell, Naval Air Warfare CTSD

Modeling decision-making processes may provide diagnostic information that facilitates the development of effective training feedback.  Historically, psychologists have used regression techniques.  However, fuzzy logic may provide a more cognitively valid model of decision-making processes.  This research compares the predictive validity and diagnostic utility of regression and fuzzy-logic modeling approaches.

149-38

Measurement Equivalence Across English- and
Native Language-Speaking Employees

Gabriela Guerrero, University of Texas at El Paso

Angela Lynch, IBM Global Employee Research

English- and native language-speaking employees from seven European countries were compared on their responses to a global employee attitude survey. Both simultaneous factor analysis in several populations (SIFASP) and differential item functioning (DIF) showed no differences between the groups. 

149-39

Member Perceptions of Workgroup Performance: A Validation of New Scales

Tracy Hecht, University of Western Ontario

Natalie J. Allen, University of Western Ontario

This study delineated 10 core components of workgroup performance and examined new measures of those components.  Two hundred and twenty-nine individuals working in 108 groups participated in this study.  The new measures, which were all unidimensional, showed good internal consistencies, and evidence of criterion-related validity.  

149-40

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

Steven F. Cronshaw, University of Guelph

Greg A. Chung-Yan, University of Guelph

Aaron C.H. Schat, University of Guelph

Generalizability analyses conducted on independent and consensus ratings of Functional Job Analysis (FJA) scales resulted in higher interrater reliabilities for the consensus than for the independent ratings.  However, contrary to predictions, the accuracy of the FJA ratings did not drop under the consensus condition.  Implications of the findings are discussed.

149-41

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

Michelle A. Marks, Florida International University

Alexander Alonso, Florida International University

Jaqueline Royer, Florida International University

Jennifer S. Kantrowitz, Florida International University

We examined the benefits of the mentoring process in an on-the-job training (OJT) context.  Perceived trainee competence was found to be a key predictor of mentoring.  In addition, mentoring during OJT was correlated significantly with training outcomes such as performance, autonomy, and trainee satisfaction. 

149-42

Understanding Why Firms Adopt Certain Human Resource Practices

Soo Min Toh, Texas A&M University

Frederick P. Morgeson, Michigan State University

Michael A. Campion, Purdue University

The present study examines the factors related to the adoption of human resource practices. We find that environmental volatility, organizational structure, management philosophy, and managerial values are related to both the range and the types of HR practices adopted by the organization.

149-43

A Host Country Perspective of the Factors Related to Expatriate Success

Soo Min Toh, Texas A&M University

A model of the antecedents of expatriate adjustment that adopts the host country perspective is presented. Leader-member exchange theory is applied to provide the theoretical framework for examining the effects of host country national subordinates on the process of expatriate adjustment.  

149-44

The Impact of High Performance Work Practices on New Plant Performance

Wendy S. Becker, SUNYAlbany

High performance work practices impact greenfield performance in a study of 33 organizations.  Work practices are significantly related to productivity outcomes, employee outcomes and labor costs, but not process outcomes or customer outcomes. Business environment characteristics (foreign competition, growing and declining markets, short production cycles, and rapid change) are described. 

149-45

The Effects of Safety Training Spacing on Safety-Related Performance

Christy Lynn McLendon, Tulane University

Rebecca Butz, Tulane University

Rebecca R. Zusman, Tulane University

This study examined the effects of a previously unexplored training design factor, the spacing in time between newly presented training material, on retention and transfer of trained knowledge and skills to safety performance. As hypothesized, more spacing between newly presented safety material was positively related to better safety performance.   

149-46

Bang for the Buck? Justifying Expenses for Customer Service Training

Aaron S. Becker, Montclair State University

Jennifer D. Bragger, Temple University

This study examined trainings influence for customer service representatives by level and retention across time.  Five job performance measures analyzed the impact of training.  Work performance improved significantly for subjects in the 2-training group versus the control group.  Additionally, the targeted behaviors were maintained one year after receiving training.

149-47

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

Patrick D. Converse, Michigan State University

Frederick L. Oswald, Michigan State University

Relevant to organizations and the O*NET, types of ability data may affect how job profiles are clustered.  This study compares job clustering for three types of General Aptitude Test battery (GATB) data: actual data, regression-estimated data, and field-analyst-rated data.  Analyses indicate substantial differences between these data-based job clusters.   

150. Symposium: Saturday, 3:30 4:50                Bel Aire Ballroom North (W)

Situational Judgment Tests: Assessing the Assessments

Recent research has highlighted interest in situational judgment test (SJT) methodology.  This symposium explores characteristics and properties of SJTs such as fakability, the extent to which other constructs can predict SJT scores, and the incremental validity of SJTs for predicting job performance in addition to personality and cognitive ability measures.

L. Rogers Taylor, State Farm Insurance Companies, Chair

Suzie Juraska, University of IllinoisUrbana Champaign, Fritz Drasgow, University of IllinoisUrbana Champaign, Faking Situational Judgment: A Test of the Conflict Resolution Skills Assessment

Randall C. Overton, State Farm Insurance Companies, A Study of Situational Judgment Items: What Lies Beneath?

Mindy Bergman, University of IllinoisUrbana Champaign, Michelle A. Donovan, Intel Corporation, Fritz Drasgow, University of IllinoisUrbana Champaign, Situational Judgment, Personality, and Cognitive Ability: Are We Really Measuring Different Constructs?

Fritz Drasgow, University of IllinoisUrbana Champaign, Discussant

151. Practitioner Forum: Saturday, 3:30 4:50  Bel Aire Ballroom South (W)

The Use of Assessment Tools in Leadership Development

Leadership development processes require an assessment of a candidates personal strengths and weaknesses to identify developmental goals.  This forums presentations offer practical ideas for using assessment tools in leadership development and coaching, with a special focus on the descriptions of each measure and evaluation of outcomes from the development processes.

Mary L. Kelly, IPAT, Co-Chair

Mary T. Russell, IPAT, Co-Chair

Robert B. Kaiser, Kaplan DeVries Inc., Robert E. Kaplan, Kaplan DeVries Inc., A New Look at Leadership Versatility: Assessing the Forceful and Enabling Polarity in Executive Development

Matthew R. Smith, Aon Consulting, Kirk L. Rogg, Aon Consulting, Pam Collins, Aon Consulting, Applying Internet-Based Business Simulations to Individual Assessment: Some Results and Implications

David G. Watterson, Watterson and Associates, Using Personality Assessment as a Provocative Piece in Leadership Development

Bertram C. Edelstein, The Edelstein Group, Executive Coaching Program: Does it Work? What Makes it Work? What Benefits do Participants and Corporations Derive?

Bernard M. Bass, SUNYBinghamton, Discussant

Bruce J. Avolio, SUNYBinghamton, Discussant

152. Panel Discussion: Saturday, 3:30 5:20                            Terrace A (W)

The Bastardization of the Mentoring Construct and Other Challenges to Scholars

This panel discussion will focus on the multitude of challenges and issues facing scholars interested in studying mentoring relationships.  Topics will include clarifying the mentoring construct, addressing methodological difficulties and measurement concerns, broadening target populations for study, and theory building within this domain.  Audience participation is welcome and encouraged.

Stacy E. McManus, Harvard Business School, Chair

Tammy D. Allen, University of South Florida, Panelist

George F. Dreher, Indiana University, Panelist

Lillian T. Eby, University of Georgia, Panelist

Monica C. Higgins, Harvard Business School, Panelist

Belle Rose Ragins, University of WisconsinMilwaukee, Panelist

David A. Thomas, Harvard Business School, Panelist

153. Roundtable: Saturday, 3:30 5:20                                       Catalina (W)

Ask the Selection Experts

This session is designed to answer SIOP member questions.  Experts on personnel selection are available as resources, to help members solve their own research and practice problems in the areas of personality testing, interviewing, cognitive ability assessment, Internet and biodata, situational judgment, adverse impact concerns, and methodological issues in selection.

Philip L. Roth, Clemson University, Chair

Murray R. Barrick, Michigan State University, Deniz S. Ones, University of Minnesota, Mark J. Schmit, ePredix, Personality

Allen I. Huffcutt, Bradley University, Tom T. Janz, Personnel Decisions International, Interviews

Malcom Ree, Our Lady of the Lake University, Michael A. McDaniel, Work Skills First, Inc., Cognitive Abilities

Craig J. Russell, University of Oklahoma, Michelle A. Dean, University of North Texas, Internet & Biodata Prediction

Robert E. Ployhart, University of Maryland, Jeff A. Weekley, Paragon, Inc., Situational Judgment

Chockalingam Viswesvaran, Florida International University, Fred S. Switzer, Clemson University, Methods Issues

Philip L. Roth, Clemson University, Jill E. Ellingson, Ohio State University, Adverse Impact

154. Practitioner Forum: Saturday, 3:30 4:50                     Point Loma B (W)

European Union Data Protection Regulations and the I-O Psychologist

Recent data protection standards strictly regulate the processing of individual-level data originating in the European Union.  The convergence of these standards and the expanded globalization of HR practices suggests critical implications for many I-O psychologists.  This session integrates practitioner and legal perspectives to review and provide guidance on relevant regulations.

Evan Sinar, Development Dimensions International, Chair

Douglas H. Reynolds, Development Dimensions International, Evan Sinar, Development Dimensions International, European Data Security and US HR Practice: Options for Compliance

Malcolm Mason, Morgan, Lewis & Bockius LLP, A Legal Overview of the European Union Data Security Directive

155. Special Event: Saturday, 5:00 5:50                              Harbor Island III

Student Conversation Hour with the SIOP Executive Committee

All student SIOP conference participants interested in SIOP activities are encouraged to attend.  This session will provide SIOP student affiliates an opportunity to meet, exchange ideas, provide feedback, discuss ways to increase student contributions, and generally get involved in SIOP.

Nancy T. Tippins, Personnel Research Associates, Inc., Co-Chair

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

Reception for International Members, 5:00 5:50                        Marina 6 (E)

 

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

 

Program Table of Contents