What is I-O?

Absenteeism/Turnover

5 Absence Research in Work Organizations: A Look Ahead

54 Talent Management in Todays Workforce: Employee Perspectives and Organization Practices

66 Every Employee, EverydayHow USPS Saved $75 Million...and Counting

177 New Directions and Considerations in Research Examining Voluntary Turnover

186-6 Boredom as a Moderator of the Job Satisfaction-Turnover Relationship

186-7 Empirically Keying an Existing Personality Measure to Improve Predictive Validity

186-15 Relationships of Emotional Stability and Organizational Support With Interpersonal         Facilitation

186-16 Interactive Justice Effects on Retail Employees Voluntary Turnover

186-18 Perceptions of Human Resource Practices and Affective Organizational Commitment

186-20 The Impact of Age and Organizational Climate on Absenteeism

186-22 The Benefits of Performing Exit Interviews: A Review and Demonstration

186-27 A Continuing Look at Continuance Commitment

186-30 Fitness and Health Promotion Programs and Workplace Outcomes: A Meta-Analysis

186-31 The Relationship Between Cognitive Ability and Voluntary/Involuntary Turnover

188 Enhancing the Strategic Retention of Engaged Employees and Top Performers

199 Keeping Our Most Valuable Asset: Applied Employee Retention Strategies

Aging/Gerontology

152 Our Aging Workforce: Three Alternative Perspectives for I-O Psychologists

161 Addressing Projected Workforce Shortages by Recruiting and Retaining Older Workers

171-24 Is There a Technology Age Gap?

171-42 Collaborative Relationships Among Older Workers: Compensating for Age-Related Deficits

Attitudes Toward Selection

46-6 Applicant Reactions to Technology-Mediated Interviews: A Field Investigation

46-11 A Contingency Model of Attitudes Toward Affirmative Action Programs

46-14 Perceived Fairness of Situational- Versus Experience-Based Structured Interviews

46-16 The Impact of Interpersonal Effectiveness on Procedural Justice Reactions

46-19 An Examination of Interviewer-Related Factors that Discourage Structured Interview Usage

46-23 Consequences of Warning Against Faking on a Personality Test

46-28 In Search of the Beauty is Beastly Effect

46-33 Employment Interview Questions: Comparative Analyses of Respondent Thought Processes

46-34 The Development of the Applicant Reactions Scales (ARS)

46-35 Factors Related to Personality Test Response Processes and Response Endorsements

46-44 Examining Dimensions of Applicant Reactions to the Employment Interview

46-46 Reactions to Adaptive Testing: Effects of Test Length and Explanation

108 Understanding the Nature, Antecedents, and Moderators of Test-Related Perceptions

139 Stereotype Threat in Testing Contexts: A Critical Examination

Conflict/Negotiations

95-3 Effects of Viewing Power as Expandable or Limited: Influencing Performance

95-5 Interpersonal Conflict Resolution Styles: Are There Really Five Dimensions?

95-6 Strike Threats: Predictors of Strain Outcomes in Affected Third Parties

95-33 Cusp, Quasi-Cusp, and Butterfly Catastrophe Models of Employee Strike Willingness

95-35 Negotiation: Meta-Analyses and a Path Model

95-40 Organizational Conflict as a Proximal Source of Job Satisfaction

95-48 Meta-Analysis of Conflict Resolution Instruments

Consulting Practices and Issues

41 24/7: When Theory and Reality Clash in Consulting Practices

111 Increasing the Usefulness of Organizational Survey Research Programs: Emerging Trends

171-22 The Manager-Consultant Relationship: Implementation Success of Organizational Change

179 Workforce 2000: The Changing Demands on Our Occupation

 Culture/Climate

25 Ernest J. McCormick Award For Early Career Contributions: Organizational Entry and Interactionism

71 Quality of Work Life Modeling in Department of the Navy

75-1 Measuring Perceived PO Fit Directly and Indirectly: Does Method Matter?

75-14 Leadership Effectiveness and Organizational Culture: An Exploratory Study

75-16 Interrelationships Between Climate and Multiple Constituency Commitment

75-19 Which Instrument for Measuring Core Dimensions of Organizational Culture?

75-25 Linking Shared Personality and Values to Organizational Culture

75-28 Culture on the Web: Do Potential Applicants Get the Message?

75-32 Psychological Climate Crystallization: A New Look at Employee Perceptions

75-37 Employees Psychological Climate for Organizational Learning and Supervisory Performance Ratings

124 From Personality to Profits

138 The Wake of Disaster: Impact on the Nations Workplace

149 Linking Organizational Culture to Bottom Line Business Performance

158 Missing Links in Value Chains: Linkage Research Starting Further Upstream

204 Diagnosis of a Service Organization: Aligning Climate, Culture, and Strategy

Decision Making

171-2 Information Search and Personnel Selection Expertise: Effects of Information Relevance

171-6 When Success Breeds Failure: History, Hysteresis, and Delayed Exit Decisions

171-15 Anticipated Regret in Risky Decisions: Risk Preference as a Moderator

171-27 Assessing Job Applicants: The Influence of Selection Methods and Constructs

171-29 Can Conscientiousness Help Explain Escalation of Commitment Behavior?

171-31 Effects of Group Size and Problem Difficulty on Decision Accuracy

171-46 Pre-Discussion Dissent Improves Decision Quality in Groups

Diversity

4 Beyond Intra-Organizational Harassment: Legal/Psychological Perspectives on Client Harassment

15 From Bias to Exclusion: Why So Few Women at the Top?

33 Sexual Harassment in Organizations: Multilevel Perspectives for Theory and Research

38 The Role of Diversity Leader: Defining and Ensuring Success

40 Integrating Theory and Practice in Gender Diversity Initiatives

53 Cultivating a Diverse Workforce: Pitfalls and Potential Treasure

75-6 Perceived Reasonableness of Employment Testing Accommodations for Persons With Disabilities

75-8 Ethnicity and Gender Differences in Organizational Experiences: A Field Study

75-9 Job-Related Outcomes of Discrimination: A Study of Nontraditional Workers

75-10 Racial Differences in Responses to Starting Salaries: An Exploratory Analysis

75-23 Stereotypes of Black Male Managers and Professors: Scale Development

75-24 Leadership Preferences, Organizational Culture, and Womens Advancement in Organizations

75-30 How Demographics, Personality, and Contact Relate to Cultural Diversity Attitudes

75-33 Assessing Stereotypes of Black and White Managers: A Diagnostic-Ratio Approach

75-38 Predicting Team Member Exchange and Perceived Group Performance With Diversity

75-41 Value For Diversity as a Moderator of Organizational Relationships

75-42 Exploring the Female Mentoring Experience: A Field Study

75-43 The Influence of Framing on Attitudes Toward Diversity Training

75-47 Gender Fit and Ratings of Upper-Level Line and Staff Managers

75-50 Stereotypes of Individuals with Disabilities and Successful Managers: Perceptual Incongruence

75-51 Interactions and Curvilinear Effects in Affirmative Action Attitudes

105 Workplace Diversity: Implications for Assessment, Perceptions, and Performance

113 Leadership Across Differences: Reconciling Ethnicity, Religion, Gender, and Culture

121 Defining, Measuring, and Creating a Positive Climate for Diversity

195 Contradictions in Promoting Diversity: What Works When?

Downsizing/Outplacement

77 Downsizing and Restructuring: Practical and Legal Perspectives

146 Why Do People Become Outplaced?

171-4 Layoffs and Tradeoffs: Production, Quality, and Safety Under Job Insecurity

171-8 Procedural Justice and Layoff Survivors Commitment: A Quantitative Review

Employee Surveys

46-7 The Value of a Buck: Monetary Incentives Improve Response Rates

46-13 Measuring the Job Satisfaction of Telecommuting Employees

46-50 IndividualismCollectivism: A Predictor of Job Satisfaction and OCB

56 Making Surveys Matter: Lessons From the Real World

142 Current Issues in Employee Survey Research

147 EOS Follow-up Strategies to Impact Change: Pitfalls and Best Practices

Executive Coaching/Executive Development

19 Executive Coaching: Concerns and Advice We Can Offer Each Other

82 Models of Executive Education

100 Employee Development Programs: One Size Does Not Fit All

145 Executive/Leadership Education: New Models, New Challenges

166 Leadership Development in High-Tech CompaniesThe Latest, Best Thinking

174 Approaches to Executive Coaching: Interaction of Individual and Organizational Dynamics

Global HR Practices/International I-O

32 Global Assessment: Research and Practice

37 East Meets West: New Directions of Chinese Management Research

81 HRM Across Cultures: From Selection Through Adaptation to Performance Appraisal

98 Challenges and Strategies in International I-O Practice

126 Exporting American I-O Psychology: Lessons From Abroad

171-47 Nations Under Stress: Masculinity/Femininity and Stress Responses

Group Processes/Dynamics

95-26 Evaluation of Task Performance: Do Groups Make a Difference?

95-31 Individual Team-Member Ability and Group-Level Metacognition

95-43 Computer-Mediated Versus Face-to-Face Communication: Investigating Outcomes Across Task Types

169 Group Learning: The Concept and Its Measurement

Human Factors and Ergonomics

171-25 Comprehension of Complex Data Under Different Display Conditions

171-39 Environmental Control and Workplace Design on Performance, Effectiveness, and Collaboration

171-45 Evaluating an Upper-Extremity Functioning Measure for Students

Innovation and Creativity

95-12 Leadership Style and Group Creativity

171-3 Enhancing Creative Problem Solving in Organizations

171-20 Personality and Company Culture: Contributions to Innovation for Small Businesses

171-21 Effects of Job-Related Variables on Positive and Negative Creativity

171-33 The Development of a Creativity Instrument for Organizations

171-48 Effects of Definitional Explicitness and Rating Method on Creativity Assessment

171-49 Transformational Leadership, Individual Values, and Creativity: Evidence from Korea

Job Analysis/Job Design/Competency Modeling

8 The O*NET: Mend It or End It?

31 Understanding and Predicting Performance in Future Jobs

64 The Multi Ways of Multi-Grades

131 Its New and Its Used: Applications of O*NET

186-8 An Analysis of Job Analysis Rating Scale Anchors Through IRT

186-9 Using IRT-Calibrated Job Task Analyses to Develop Structured Interviews

186-25 Perceived Relevance and Performance on Contextual Dimensions

186-26 A Decomposed Rating Strategy to Scaling O*NET Ability Requirements

186-28 Adaptive Analysis and Classification of Occupations Using Bayesian Belief Networks

194 Recent Developments in Cognitive and Personality Approaches to Job Analysis

197 Describing IT Jobs/Occupations: Challenges, Approaches, and Implications for Occupational Analysis

Job Attitudes/Attitude Measurement

9 Can I Help You?: Studies of Call Center Service Representatives

17 Employee-Employer Reciprocity: Where Do We Go From Here?

46-1 Interaction With Disabled Persons Scale Factor Structure and Differential Validity

46-2 Assessing Job Affects and Job Satisfactions Influence on Job Behaviors

46-3 The Role of Unmet Expectations in the Psychological Contract

46-5 Organizational Cynicism: A Mediated Model of Organizational Support and Commitment

46-8 Using Biodata to Assess Attitudes of Dependability in Temporary Employees

46-17 Intercorrelations Among Dimensions of Pay Satisfaction: A Meta-Analysis

46-20 Assessing Change in Organizational Commitment: A Latent Growth Modeling Approach

46-21 Antecedents and Outcomes of Affective Organizational, Supervisor, and Work Group Commitments

46-26 Affect in the Workplace

46-27 Aggregating Union Socialization, Commitment, and Participation: Tests of Multilevel Homology

46-37 Affective and Continuance Commitment: Assessing Item and Test Information Functions

46-38 Discriminant Validity of Foci of Exchange: Organization, Team, and Leader

46-41 Organizational Strategy and Employee Outcomes: A PersonOrganization Fit Perspective

46-42 Development and Validation of a Measure of Task Satisfaction

46-43 The Effects of Social Information on Fairness Evaluations and Retaliation

95-39 Commitment to Nested Collectives in Special Operations Forces

120 Social and Emotional Influences on Job Satisfaction: Complementary Puzzle Pieces

144 Perceived Organizational Support: New Directions

Job Performance/Criteria/Extra-Role Behavior

6 The Criterion...A Review of the Last Thirty Years

148 News from the Dark Side: The Next Decades Counterproductivity Research

186-21 Ratee Race Effects in Performance: Task Performance Versus Contextual Performance

186-24 Job Satisfaction and Job Performance Revisited: Task Versus Contextual Performance?

186-29 A Meta-Analytic Review of Shift Work

186-32 In-Role Versus Extra-Role Organizational Citizenship Behavior: Which Are We Measuring?

186-33 A Structural Equation Model of the Effects of Multidimensional LMX on Task and Contextual

186-34 The Interrelationship Between OCBs, LMX, and Supervisory Performance Evaluations

186-35 Beyond Linearity: Motivational Configurations of Job Performance and Citizenship Behavior

186-36 A Taxonomy of Individual Team Member Performance: An Inductive Approach

186-37 Affective Constituency Commitment and Organizational Participation and Loyalty

186-38 Collectivist Antecedents of Organizational Citizenship Behaviors: The Russian Case

186-39 The Impact of Performance Appraisal on Knowledge Sharing Among Employees

186-40 Exploring a Dimensionality of Situational Judgment: Task and Contextual Knowledge

186-41 Personality and Prosocial Organizational Behavior: An Evolutionary Perspective

186-42 How Mentors Affect Workers Interests and Involvement at Work

186-43 Relationships Between Interpersonal Skills, Goal Orientation, and Organizational Citizenship

186-44 Customer Ratings of Performance: A Useful Criterion for Validation Research?

186-46 The Effects of Self-Level Goal Maintenance on Task Performance

186-48 Work Experience and Adaptive Performance

186-49 Respect for Task-Performance and Interpersonal Facilitation: Effects on Group-Relevant Behavior

186-50 Polychronicity as a Predictor of Task-Specific Job Performance

186-51 Understanding the Influence of Raters on Ratings of Contextual Performance

Leadership

39 Constructive-Developmental Approaches to Leadership Development

49 Distinguished Professional Contributions Award: Optimism: Free and Cost Effective

61 Developmental Experiences and Growing Leadership Capacities: Theoretical and Empirical Perspectives

75-21 Evaluation of Female Leaders: The Role of Attitudes and Motivation

78 Women as CEOs: Challenges of Crisis Management

86 Enhancing Leadership Effectiveness Within Organizations: Strategies for Growing High Potential

88 Leading the Way: The Role of Leadership in Organizational Effectiveness

89 Differentiation of Self: A Systemic Approach to Leadership in Organizations

95-4 CEO Leadership and Compensation

95-8 Transformational Followership: Longitudinal Study of Follower Characteristics as Predicting

95-9 Character Education and Assessment at the U.S. Air Force Academy

95-15 Leadership Support in an Austere and Dangerous Environment

95-16 The Influence of Gender and the Pygmalion Effect on Group Performance

95-18 Transformational Leadership Through Empowerment, Cohesiveness, and Collective-Efficacy

95-19 SelfOther Agreement on Charismatic Leadership, Impression Management, and Performance

95-21 The Dispositional Source of Leadership: Investigating the Processes

95-22 E-Leaders Versus Traditional Leaders: A Qualitative Biographical Analysis

95-25 Examining the Influence of Supervisor-Subordinate Agreement on LMX Relationships

95-27 Proof at Last: Empirical Support for Spontaneous Leadership Perceptions

95-32 Remote Transformational Leadership

95-36 VDL: A Leadership Theory of Work Group Level Performance

95-38 Transformational Leadership: Relations to the FFM, Typical and Maximum Performance

95-41 Toward a Three-Factor Model of Organizational Leadership

95-46 Development of an Experience Measure: The Leadership Experience Inventory (LEI)

95-47 Destructive Leader Behavior: The Role of Personal Values

95-49 Exploring Transformational and Transactional Leadership From a Pattern-Oriented Perspective

95-50 Patterns and Variables: Evidence From Leadership Emergence and Effectiveness

118A Generational Differences: What We Know and What We Are Learning

141-39 Flanagan Award Winner: Individual Differences in Leadership Emergence

160 Speeding Leader Effectiveness

175 Team Leadership: Current Theoretical and Research Perspectives

176 Leadership and Emotions: A Multiple Perspective Approach

Legal Issues

30 Responding to EEOC Investigations

65 Legal and Professional Guidelines: What They Do Not Tell Us

75-20 Employer Liability for Workplace Violence

75-39 The Role of Justice in Litigation Decisions

Motivation

21-7 Motivational Antecedents of Goal Revision and Resource Allocation

46-52 Antecedents and Consequences of Emotional Display Rule Perceptions

83 An Examination of the Motivational Consequences of Goal Orientation

95-2 Situational Goal Orientation: An Antecedent and Outcome of Goal Setting

95-10 Self-Determination Theory as a Framework for Understanding Organizational Commitment

95-13 The Antecedents of Effort: A Multilevel Perspective

95-23 Testing Two Explanations for Goal-Setting Effects: A Persistent Question

95-51 Effects of Action-State Orientation and Goal Orientation on Performance

95-52 Moderating Role of Goal Orientation on Self-Regulatory Processes

97 Control Theory Versus Goal Theory: Which is the Proper Model?

110 Airing Contrary Views on Efficacy Beliefs Nature, Meaning, and Application

134 New Directions in Research on Motivational Traits

137 Goal-Perception Discrepancy Production: Current Practical and Theoretical Issues

141-2 Assessing Three Measures of Free-Set Goal Difficulty

141-3 Effects of Compelling Personal Vision on Hierarchical Goal Structures

141-4 Learning Goal Orientation, Self-Efficacy, and Goal level: A Multispecificity Perspective

141-7 How Equity Sensitivity Affects Attitudes and Behaviors

141-15 Situational Goal Orientation: Enhancing Our Understanding of the Goal-Setting Process

141-19 The Dynamics of State Goal Orientations

141-20 Feelings About Feedback: Predicting Affective Reactions From Work Goal Orientation

141-30 The Influence of Implicit Theories on Performance Attributions and Expectancies

141-36 Self-Efficacy Domain Relatedness and Intra-Role Criterion Specificity

141-37 Predicting Sources of Self-Efficacy Using Goal Orientation

141-38 Self-Efficacy Interventions in Businesses: The Boundaries of the Galatea Effect

141-41 Meta-Analysis and Test for Partial Mediation Involving Goal Commitment

141-42 Incremental Contribution of Trait Goal Orientation in Explaining Performance Variability

186-47 Self-Efficacy and Resource Allocation Planning: A Discontinuous Model

Organizational Development and Change

2 Translating Business Imperatives Into OD Interventions

10 Conceptualizing and Studying Alignment in Organizations

13 Knowledge Management: A People-Focused Implementation Approach

58 Managing Knowledge in Organizations: Are I-O Psychologists in the Loop?

67 Nonlinear Dynamics in Work Organizations: The First 20 Years

115 Linkages in Organizations: Making Complexity Friendly and Manageable

118 Transforming Leadership at Motorola: A Case Study in Organization Change

125 Current State of Total Quality Management: Neither Fad nor Panacea

127 Integrating Career Development, Performance Management, and Compensation: Lessons Learned

143 Merger of Equals: Implications for the I-O Practitioner

164 Realities, Insights, and Actions During Times of Economic Downturn and Change

171-1 A Multilevel Study of the Personal Impact From Organizational Change

171-17 Employee Commitment Under Conditions of Change: A Longitudinal Study

171-19 Exploring Factors Related to Energy Conservation Behaviors in Organizations

196 Integrating I-O Technology with Strategy Implementation: Marriages Made in Heaven

205 It Takes Two: I and O Collaborate for Organizational Change

Other

1 Scientist-Practioner-Entrepreneur: A Perspective on the Business of I-O Psychology

16 Emotional Labor: Emerging From Murky Waters With Multimethod, Multimeasure Approaches

21 Recruitment and Selection

21-16 The Relationship Between Job Search Objectives and Job Search Behavior

21-35 A Longitudinal Examination of Biodata Subgroup Stability

21-38 Finding Assessment Center Construct Validity: Try Behaviors Instead of Dimensions

24 What Are the Ethics and Values of Industrial-Organizational Psychology?

46 Attitudes and Stress

46-9 Emotion as a Mediator of Work Attitudes and Behavioral Intentions

46-32 Explaining Job Satisfaction Based on Ethic of Care Opportunity

46-36 Removing Barriers: Attitudes Towards People With Disabilities in the Workplace

46-39 Fulfillment of the Psychological Contract: Measurement Issues

46-45 Linking Climate, Job Satisfaction, and Contextual Performance to Customer Experience

46-48 Trust and Social Exchange in Psychological ContractPerformance Relations

46-49 A Regression-Based Analysis of Psychological Contract Breach Effects

47 Multifoci Justice: Empirical Tests and Conceptual Advances

48 Long-Term Scientific Collaboration: What Makes it Work?

51 The Employer of Choice Concept: Applied Research and Case Studies

57 Implementing Organizational Interventions: Steps, Processes, and Best Practices

63 Grassroots I-O Psychology: Challenges and Opportunities for Local I-O Organizations

70 Dialogue on Diversity and Inclusion in Organizations: SIOP and Beyond

75 Diversity, Organizational Culture, and WorkFamily

75-7 Accountability in Organizational Justice: A Policy-Capturing Approach

75-22 Integration Level Effects During a Corporate Merger

75-34 Individual Differences and Barrier Characteristics on Perceptions of Career Barriers

75-46 Understanding Negative Attitudes Toward Affirmative Action Promotion Decisions

76 Cross-Cultural Leadership: A 62-Nation Study

79 Developing Skill Standards for Competent Workers in High Performance Organizations

80 Mergers and Acquisitions: Measuring Their Impact on Employee Performance

85 Incorporating Implicit Social Cognitions Into Industrial and Organizational Psychology

90 Now That Were Grown UpChallenges Facing Mid-Career I-O Psychologists

93 New Perspectives on Trust in Work Relations: Outcomes and Implications

95 Conflict, Leadership, and Teams

96 Local I-O Groups: Program Director Meeting

117 Creativity, Personality, and Research Methods

117-3 Nonuniform Differential Item Functioning and Reliability

117-51 Customer Satisfaction: A Function of Emotionally Intelligent Customer Service Behaviors

123 Distinguished Scientific Contributions Award: Dilemmas in I-O Psychology: A Search for Balance

135 Back to Square One: Lessons that Graduate School Left Out

136 Frontiers Series Invited Symposium: The Dark Side of Organizational Behavior

141 Motivation and Performance Management

151 Meet the New SIOP Solutions Editorial Board

153 Revision of SIOPs Principles: Process, Outcomes, Q & As

154 The Canadian All Stars

156 Education and Training in I-O Psychology: Issues, Concerns, Questions: Open Meeting with the Education and Training and Long Range Planning Committees

157 I-O Industry Careers: A Sneak Peek Into Womens Career Choices

159 Organizational Trauma and Recovery

163 Roundtable Session: Committee on Ethnic Minority Affairs (CEMA)

170 Underlying Processes Responsible for Beneficial Mentorships: Implications of Emerging Research

171 Human Resource Management and Change

171-38 Greenfield Plants: Catalysts of Change

171-40 Industrial-Organizational Psychology Programs Comprehensive Exam Procedures and Practices

171-50 Predicting Workplace Aggression in Part-Time Teenage Employees

178 New Directions in Research on Reactions to Affirmative Action

180 What I-Os Need to Know About the Skill Standards Movement

185 Exploring the Relationship Between Person-Organization Fit, Value Congruence, and Work Outcomes

186 Job Performance Issues

186-2 Inhibition as a Mediator of Memory and Complex Task Performance

186-5 Forgiving Coworkers Who Commit Transgression: The Reason and Repentance Matter

186-10 Forecasting Hospital Staffing Needs Using Regression and Neural Network Approaches

186-11 Emotional Labor and Burnout: Potential Implications of Service Work

186-17 Customer Citizenship Behavior on the Internet: Scale Development and Validation

186-19 Time Management and Discounted Utility

186-23 Antecedents of Abusive and Respectful Managerial Behaviors at Work

189 Moderated Structural Equation Modeling

190 Theoretical and Methodological Issues in Cross-Cultural I-O Psychology

191 Emotions at Work: Research Findings and Practical Implications

192 Experiential Learning in Organizational Sciences: The Artful Practice of Getting Students Involved in Learning in I-O and OB Courses

193 M. Scott Myers Award for Applied Research in the Workplace:

How to Make a Team of Experts an Expert Team: Guidelines for Improving Team Decision Making Under Stress

202 Perspectives on September 11th

Performance Appraisal/360/Feedback

3 Technology-Facilitated Performance Management: Trends, Issues, and Its Future

52 An Innovative Approach to 360-Degree Feedback at American Express

55 Linking 360-Degree Feedback to Measures of Individual and Organizational Behavior

84 Contextual and Motivational Influences in Performance Appraisal

141-5 Gender Stereotypes and Performance Evaluation: The Impact of Individual-Difference Measures

141-6 Multisource Feedback Practices That Enhance Organizational Outcomes

141-8 Practitioners Rate Performance Appraisal Uses and Barriers

141-9 SelfOther Agreement on a 360-Degree Leadership Evaluation

141-10 Differences in Self- and Superior-Ratings of Performance: Personality Provides Clues

141-11 Position Management: A Broader Definition of Performance Appraisal System Effectiveness

141-12 Does Discussing Multisource Feedback With Raters Enhance Performance Improvement?

141-13 Personality and Leaders Reactions to and Use of Multisource Feedback

141-14 Group Performance Appraisal: Increasing Rating Accuracy

141-16 The Effect of Implicit Beliefs on Performance Appraisal Ratings

141-17 Factors Underlying the Selection of Raters in Multisource Assessment

141-18 Goal Orientation and Employee Satisfaction with the Performance Appraisal System

141-21 An Organizational Justice Explanation of Feedback Reactions in LMX Relationships

141-22 Self-Ratings and Reactions: Asking for Input Isnt Always Enough

141-23 The Feedback Environment and Work Outcome Variables

141-24 BARS and Those Mysterious, Missing Middle Anchors

141-25 A Closer Look at Cronbachs Accuracy Components as Dependent Variables

141-27 NBADSA Conceptually New Rating Scale Format

141-28 Understanding Self-Regulatory Responses to Performance Feedback

141-29 Training Nontraditional Rating Sources for Improved Interrater Agreement and Accuracy

141-31 Implicit Theories of Ability and Performance Appraisal Processes

141-32 Developmental Assessment Centers: Who Wants Feedback?

141-33 Interrater Agreement in Judging Managerial Performance: Effects of Competency Importance

141-35 Predicting Executive Performance with Multirater Surveys: Who You Ask Matters

141-40 Test of a Path Model for Contextual Antecedents of Accountability

141-43 360 Feedback Evaluation and Turnover: Is There a Relationship?

141-44 Effects of Grouped Appraisal Feedback on High Performers

141-45 Measurement Equivalence of Executives Performance: Does Direct Report Gender Matter?

141-46 SelfOther Rating Agreement in Multisource Feedback: Antecedents and Correlates

162 Web-Based 360 Feedback is Old News: Where Do We Go Next?

165 Does Classical Measurement Theory Apply to I-O Psychology? The Reliability of Job Performance

186-45 Research Answers to Common Questions in Implementing 360-Degree Feedback Programs

186-52 The Effects of Subordinate and Peer Feedback on Subsequent Self-Ratings

187 Using 360-Degree Surveys to Predict Leader Success and Derailment

198 The Perils of Ranking: Overcoming Legal, Measurement, and Organizational Issues

Personality

27 Personality and Work

60 Personality at Work in a Cross-Cultural Context

73 360-Degree Feedback and Personality at the Crossroads

91 Dispositional Influences on Work-Related Attitudes

95-11 Predicting Managers Influence Tactic Strategies

99 Compound Traits: The Next Frontier of I-O Personality Research

104 Core Self-Evaluations: New Developments and Research Findings

117-1 Personality and the Likelihood to Sexually Harass

117-4 Development of the Resistance-to-Change Scale

117-7 Situational and Personality Influences on Contextual Performance in Organizations

117-8 Need for Cognition in Self-Improvement Programs

117-9 Item Response Theory Comparison of the IPIP and NEO-PI-R

117-10 Indirect Effects of Conscientiousness on Performance Mediated Through Goal Setting

117-11 The Five-Factor Model of Personality and Goal Orientation

117-17 Proactive Personality as a Predictor of Optimism, Well-Being, and Coping

117-19 Situational Judgment Effectiveness x Proactive Personality Interaction on Job Performance

117-20 A Case for Homogeneity of Personality at the Occupational Level

117-21 Incremental Validity of Personality and AC Performance for Police Sergeants

117-22 Social Skill Awareness and Conscientiousness: Predictors of Organizational Citizenship Behavior

117-23 Conscientiousness and Intellect: Both Necessary for Performance?

117-25 Personnel Selection Meets College Admissions: Personality, Ability, and College Performance

117-28 How Dark Side Personality Factors Impact Performance Ratings: A Meta-Analysis

117-29 Big Five Personality and Hollands Typology: A Meta-Analytic Review

117-30 Identifying Those Who Prefer to Do More With Less

117-31 Subordinate-Supervisor Fit Using the Big Five Personality Constructs

117-32 Supervisor Big Five Personality and Subordinate Attitudes

117-33 An Investigation of the Job Performance Validity of Optimism

117-34 Personality, Fit, and Effectiveness in Work Groups

117-35 Predicting Group Conflict: Personality Similarity, Value Differences, and Task Relevance

117-37 Profiling New Business Development: Personality Correlates of Ideation and Implementation

117-38 The Good Judge Revisited: Individual Differences in Accurate Personality Judgments

117-41 The Relationships Between Proactive Personality, General Self-Efficacy, and Academic Success

117-42 Personality and Job Performance: Contextual Self-Ratings and Observer Ratings

117-43 Predicting Unreliable Behavior in a Student Sample: A Field Study

117-44 Self-Efficacy and Performance: Moderators of Experimental Effect Sizes

117-45 A Meta-Analysis of the Big Five and Performance in Korea

117-48 Procrastination and Performance

117-50 Participant Personality Characteristics That Influence Feedback Acceptance in Assessment Centers

171-5 Linking Personality to Effective Leader Behavior

171-18 Assessing Goldbergs International Personality Item Pool: A Multitrait-Multimethod Examination

186-13 Cognitive Style and Plebe Turnover at the U.S. Naval Academy

186-14 Personality and Job Performance: The Mediating Role of Workplace Deviance

Power and Influence

95-7 Supervisor Support and Employee Performance: The Role of Perceived Values

95-20 Influence Tactics and Work Outcomes: A Meta-Analysis

95-42 Cognitive Bases of Sexual Harassment Proclivities in Men and Women

Recruitment

21-1 How Do Applicants Form an Impression of an Organization?

21-3 Direct Estimates Versus Policy-Capturing in Job Choice Research

21-9 Examining the Instrumental and Symbolic Attributes That Affect Company Attractiveness

21-15 Using Policy Capturing to Examine Factors Affecting Job Choice

21-21 Recruitment and Job Choice: How Important Fit Perceptions?

21-26 Gender Differences and Job Search Behavior in The Netherlands

21-27 Job Search Behavior Among Employed and Non-Employed People

21-28 Characteristics of Internet Recruits: An Exploratory Study

21-39 PersonJob Fit and PersonOrganization Fit as Predictors of Job Choice Intentions

21-48 Free Agency Career Demographics: Internet Recruiting and the Digital Divide

21-49 Racial Tolerance and Job Advertisements: Its a Matter of Fit

46-24 The Effects of Job-Seeker Reactions to Corporate Employment Websites

140 Do Common Recruitment Strategies Effectively Increase Organizational Workforce Diversity?

171-32 Importance of Learning and Development Opportunity to Job Choice Decisions

171-34 Effects of Alternative Presentations of Negative Information on Job Expectations

 Research Methodology

22 Ernest J. McCormick Award for Early Career Contributions:  Methodology Contributions by I-O: The Blind Leading the Visually Acute?

69 Using DIF/DTF Methodology to Address Organizational Assessment Problems

109 The Real A.I.: Artificial Neural Networks, Statistics, and Psychological Theory

117-2 Evaluating the Unmatched Count Technique as a Measure of Counterproductivity

117-5 A Comparison of the Button and VandeWalle Goal Orientation Measures

117-13 SelfVersus Boss Ratings as Anchors in Measurement Equivalence Research

117-27 Personality Test Validation Research: Present-Employee and Job-Applicant Samples

117-36 A Comparison of Single-Item and Traditional Measures of Self-Efficacy

117-46 The Measurement (and Multidimensionality?) of the Equity Sensitivity Construct

117-52 Ranking Graduate Programs: A Comparison of Strategies and Recommendations for Research

Reward Systems/Compensation

23 Pay Equity is Still Alive and Living in Ontario

141-34 Literature Review of Acceptable or Just Noticeably Different Pay Increases

201 Merit Pay Revisited: Is It Effective, Is It Fair?

Safety

43 Applying I-O Psychology to Research on Medical Error/Patient Safety

171-44 A Causal Model of Accident Frequency and Severity

186-4 Can Accidents and Industrial Mishaps Be Predicted? Investigating Workplace Performance

186-12 Work and Well-Being in Young Workers: Exposure Versus Attachment

Selection/Testing Tools and Approaches

7 The Validity of Logic-Based Measurement for Selection and Promotion Decisions

18 Selection Testing in the Federal Sector: Wheres It Headed?

20 Applicant Faking: New Perspectives on an Old Issue

21-0 S. Rains Wallace Dissertation Research Award:  Situational Judgment Tests: Validity Evidence for an Alternative Development Method

21-2 Boundary Conditions on Context Effects in Selection Decision Making

21-4 Implications of Trait-Activation Theory for Evaluating Assessment Center Construct Validity

21-5 Comparing Person-Organization Fit and Cognitive Ability in a Selection Battery

21-8 The Effects of Nonverbal Behavior in the Interview

21-10 Construct Validity Evidence for an Alternative Structured Interview Scoring Process

21-11 Distractor Similarity and Premise Structure: Effects on Item Difficulty

21-12 Applicant Fit: A Three-Dimensional Investigation of Recruiter Perceptions

21-13 In Selection, Does Trust Between Raters Affect Rating Outcomes?

21-14 Personality and the Assessment Center: The Moderating Effect of Age

21-17 Do Warnings Moderate the Relationship Between Personality and Cognitive Ability?

21-18 The Effect of Different Types of Fakers on Validity Coefficients

21-19 Situational Judgment: Are Most and Least Likely Responses the Same?

21-20 Applicants Faking Good: Item Bias in the NEO-PI Conscientiousness Scale

21-22 Using Personality Constructs to Predict Performance: Narrow or Broad Bandwidth

21-23 Test Modality and Subgroup Differences: A Theoretical Framework

21-24 Revisiting Differential Prediction Methodology: The Omitted Variables Problem

21-25 Assessor Cognitive Processes in an Operational Assessment Center (AC)

21-29 Consensus in Assessment Centers: The Procedural Impact on Construct Validity

21-30 Modeling Writing Sample Scores Using Automated Content Analysis

21-31 Impression Management Tactics in the Resume: Are They Effective?

21-32 Development and Validation of a Computerized Multitasking Simulation

21-33 The Effects of Individual Differences and Situational Variables on Faking

21-36 Factor Stability of Owens Biodata Questionnaire Across Four Cohorts

21-37 An Examination of Differences Between Telephone and Face-to-Face Employment Interviews

21-40 The Impact of Situational Characteristics Within a Video-Based SJT

21-41 Video-Based Situational Judgment Test Characteristics

21-42 Teaching Old Dogs New Tricks: Learning to Love Computerized Simulations?

21-43 Nonvolitional Faking: Testing the Influence of Unconscious Processes

21-44 Test Information Functions and the Predictive Accuracy of Shortened Tests

21-45 Using a Process-Based Test of Intelligence to Predict Skill Acquisition

21-46 The Big Five in Employment Interviews: Moderating Effects of Structure

21-47 Test Composite Weighting: The Impact on Subgroup Differences and Validity

21-50 The Impact of Faking on Selection Decisions

21-51 Differences in Biodata and Personality Tests in Measuring Five-Factor Model

21-52 Interviewer Training, Structure, and Focus: Effects on Interviewer Perceptions of Selection and Recruiting Efficacy

26 Work Experience MeasuresMost Used, Least Validated, Often Overlooked

36 Can Ipsative Personality Instruments Be Used for Selection?

42 Equifinality of Setting Cut Scores: Organizational, Legal, and Statistical Implications

44 Alternate Approaches to Examining Assessment Center Construct Validity

75-15 Minority and Majority Performance on Alternative Paper-and-Pencil Test Formats

112 Alternate Methods in Developing Alternate Forms

133 Selection for Teams: A Tale of Five Approaches

141-26 Personality and Training Proficiency: Issues of Bandwidth-Fidelity, Validity, and Curvilinearity

167 Situational Judgment Tests: Constructs, Validity, and Faking

171-51 Applicants Failing Drug Tests: Desirable or Undesirable Predictor Scores?

182 Assessing the Assessor: Implications for Selection and Training

184 Developing Defensible Written Test Questions: Art, Science, and Some Guidelines Socialization/Career Management

75-2 Mentorship Quality: The Role of Relational Characteristics and Expectations

75-3 Interpersonal Comfort in Mentoring Relationships: A Mediating Mechanism

75-4 Outcomes Associated With Mentoring for Proteges: A Meta-Analysis

75-31 Organizational Socialization: Supervisors Perceived Usefulness of Information Domains

75-40 Evaluating Factors Affecting Traditional Career Success with a Not-so-Traditional Sample

75-48 Psychological Contract-Related Information Seeking and the Role of Individual Dispositions

75-52 Career Management Fundamentals: Metaphors in the History of Vocational Psychology

95-14 Mentor Function and Proteges Psychological Contracts: An Exchange Theory Perspective

203 Revising Mid- and Late-Career Research Models

Statistical Techniques

14 Time Series Analysis in Industrial-Organizational Psychology

35 Application of Relative Importance Methodologies to Organizational Research

117-6 Applying Multidimensional IRT Analysis to the Measurement of Meta-Perspective

117-14 Power of Logistic and Linear Regression for Detecting Interactions

117-15 Accurate Tests of Statistical Significance for Interrater Agreement Indexes

117-16 Analysis of Acquisition Data via Orthogonal Principal Components

117-18 Bias in the Correlated Uniqueness Model for MTMM Data

117-24 Testing for Measurement Invariance: Lack of Fit for the Methodology?

117-26 Analyzing Interrater Agreement With and Without Disattenuation

117-40 Accuracy of Confidence Intervals on the Adverse Impact Ratio

117-47 Issues and Improvements in Tests of Mediation

150 Rethinking Artifact Corrections in Meta-Analysis: Innovations and Extensions

168 . . . In the Hidden Part, You Will Make Me to Know Wisdom

Strategic HR/Utility/Changing Role of HR

34 Hispanic Americans and Human Resources Practices

102 Human Resources in Canada: The Workplace and Employee Survey Results

119 I-O Psychologists Strategic Role in 21st-Century Corporations

128 Old Dogs, New Tricks: Traditional Methodologies Applied to Public Policy

171-10 An Investigation of How Managers Respond to Utility Analysis Information

171-37 Issues in Implementing Tactical Utility Analysis

171-43 Understanding The Strategic Motivations For Outsourcing HR Activities

Stress

46-4 Examining Ambient Stress Effects on Military Readiness, Attachment, and Well-Being

46-10 Stress and Organizational Change: Test of a Dynamic Process Model

46-12 The Role of Negative Affectivity in Job Stress Research

46-15 Job Demands and Social Support on Stress: A Longitudinal Study

46-18 Employee Envy: Mediators and Moderators

46-22 A Further Look at the Happy/Productive Worker Thesis

46-29 The Role of Coping Within the Theoretical Framework of Burnout

46-30 Generalizability of the MBI Measures to South Korea

46-51 Psychometric Assessment of a Scale Measuring Somatic Health

59 Performance: The Forgotten Criterion Variable in Occupational Stress Research

101 Intersections of Workplace Mistreatment, Gender, and Occupational Health

103 Minimizing Negative Stress Responses: Lessons Learned From High Stress Occupations

132 I-O Psychologys Role in Response to Workplace Trauma

155 Coping with Incivility, Hostility, and Abuse in Work Interactions

200 Negative Experiences in the Workplace: Discrimination, Harassment, and Aggression

Student Affiliate Development and Issues

29 What the Scientist-Practitioner and Clinical-Scientist Can Learn From Each Other

45 Teaching Your First Doctoral Seminar: A Conversation About Teaching Excellence

173 The Path to Executive CoachingWhere Do I Begin?

Succession Planning

122 Talent Management Strategies for Leadership Growth and Continuity

171-7 Peer Nominations Easily Rival Peer Ratings in Predicting Managerial Success

Technology and I-O (Internet, Video, Computer)

11 I-O Psychology and the Monster

46-25 Survey.org: Examining Employees Reactions to Web-Based Personnel Surveys

46-31 Beliefs About Computers and Organizational Implications

46-40 The Longitudinal Effects of Internet Implementation on Work Attitudes

46-47 Technology During Interviewing: Effects on Applicant Reactions to Interview Strategy

62 Virtually Hired?: The Implications of Web Testing for Personnel Selection

68 Turning I-O Ideas into E-Reality

92 Practical Issues with Technology-Based Assessments

107 Computerized Assessment in Selection: Critical Issues with Emerging Applications

114 Defining Job Specifications Online: The Future of Job Analysis

117-12 Web Data Collection: Reminders and Their Effects on Response Rates

117-39 Internet Versus Paper Selection Tests: Exploring Comparability Issues

117-49 Wired Versus Wireless Surveys: E-mail, Internet, SMS, and WAP

130 Should We Use the Unproctored Internet to Collect Applicant Data?

171-11 Conformity in Face-to-Face and Computer-Mediated Decision-Making Groups

171-23 The Changing Nature of Sexual Harassment

183 Protecting Your Data and Your Job: Testing Your Technology

186-1 Exploring Facets and Correlates of Counterproductive Computer Use at Work

186-3 Examining Employee Compliance with Surveillance and Monitoring Policies and Practices

Training

12 Advances in Training Effectiveness: Traits, States, Learning Processes, and Outcomes

87 What Happens Before Training?: The Impact of Pre-Training Processes/Experiences

106 Web-Based Training: Best Practices and Research Directions

116 Current Issues in Training Design and Evaluation

129 Cross-Cultural Implications for Instructional Design, Delivery, and Evaluation

141-1 The Frame-of-Reference Training Protocol: All Feedback is Not Created Equal

171-9 Attentional Advice: Effects on Immediate, Delayed, and Transfer Task Performance

171-12 Modes of Measuring Self-Regulation: Appropriate Assessment of the Construct?

171-14 Enhancing Transfer of Training: The Role of Situational Factors

171-26 Relationships Between Conscientiousness, Self-Efficacy, Self-Deception, and Learning Over Time

171-28 Emerging Themes in Distance Learning: Some Food for Thought

171-30 Predicting Transfer of Training: A Four-Country Study

171-35 Sex Differences in Self-Efficacy: Effects of Training Delivery Context

171-41 The Use of Simulation and Training Effectiveness: A Meta-Analysis

171-52 Effectiveness of Distance Learning for Army Battle Staff Training

181 E-Learning Participation and Outcomes: Evidence from the Field

Validation

21-6 Validation of the Extended Version of the Influence Behavior Questionnaire

21-34 Individual Differences in Fuzzy Thinking

50 Cross-Situational Validity of Cognitive Ability: The Rest of What We Needed to Know

171-13 Assessing the Construct Validity of a Measure of Learning Agility

Work and Family

28 Cross-Cultural Research on Work and Family

75-5 Factors Related to Supervisor WorkFamily Support and Flexibility

75-11 The Effects of WorkFamily Fit on Depression: A Longitudinal Study

75-12 WorkFamily Conflict Among Gay and Lesbian Dual-Earner Couples

75-13 Informal Organizational Support and Work and Family Outcomes

75-17 The Effectiveness of Strategies for Coping with WorkFamily Conflict

75-18 Gender, Outcome Expectancies, and the Use of Family-Friendly Programs

75-26 WorkFamily Fit: A Social-Systems Perspective on WorkFamily

75-27 Drawing the Line: Developing a Measure of Work/Non-Work Boundary Strength

75-29 Relationships of the Big Five to WorkFamily Conflict and Facilitation

75-35 The Influence of Business Travel on the Family

75-36 WorkFamily Conflict: Theory Integration and Model Extension

75-44 ParentChild Attachment: Relationships With Employer Attachment and Satisfaction

75-45 An Experience Sampling Methodology Study of the Antecedents of Vitality

75-49 Fairness Perceptions of Organizational Family-Responsive Policies

171-16 Faculty Barriers to Family-Friendly Policies: Snapshots from the Ivory Tower

Work Groups/Teams