Saturday PM

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

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

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

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

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

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  

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

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

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

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?

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 

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

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

Motivation and Performance Management

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.

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.

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.  

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.

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.

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.

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. 

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.  

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.

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.  

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.

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.

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.

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. 

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.

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.

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.   

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.   

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).  

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.

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.

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. 

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.

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. 

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.  

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. 

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. 

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. 

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.

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.

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.

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.

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.

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. 

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.  

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.

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.

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.

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. 

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.

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).

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.

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. 

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.

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.

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.   

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

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

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

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

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