Coffee Break: Friday 7:008:00 Multiple Locations
1. Plenary Session: Presidential Address and Presentation of SIOP Award Winners, Fellows, and Election Results
Friday, 8:009:50 Grand Ballroom
ScientistPractionerEntrepreneur: A Perspective on the Business of I-O Psychology
Ann Marie Ryan, Michigan State University, Chair
William H. Macey, Personnel Research Associates, Presenter
Coffee Break: Friday 10:0010:30 Sheraton Hall
2. Practitioner Forum: Friday, 10:3011:20 Grand West
Translating Business Imperatives Into OD Interventions
This practitioner forum describes three large-scale efforts aimed at helping organizations respond to their changing business landscape. For each project, a variety of I-O tools (e.g., competency modeling, job analysis,
O.D. interventions, etc.) were used to efficiently address organizational needs.
Edward L. Levine, University of South Florida, Chair
Ren Nygren, Delta Air Lines, Presenter
Don C. Allen, Home Depot, Presenter
Alan G. Frost, Home Depot, Presenter
Craig J. Russell, University of Oklahoma, Discussant
Submitted by Ren Nygren, firstname.lastname@example.org
3. Practitioner Forum: Friday, 10:3011:50 Grand Centre
Technology-Facilitated Performance Management: Trends, Issues, and Its Future
The application of technology to performance management (PM) practices is rapidly evolving. We will report on a survey of current practices, highlight legal issues relating to technology-facilitated PM, consider its effect on managers motivation to appraise employees, and identify issues to be resolved if this evolution is to proceed successfully.
Lynn Summers, Performaworks, Chair
Elizabeth OKeefe, Performaworks, Amanda Seidler Pokryfke, Performaworks, Inc., The Use of Technology in Support of Performance Management Systems: Results of a Practitioner Survey
James C. Sharf, Employment Risk Advisors, Common Criteria and Canned Ratings: The Common Denominators of Class Actions
Michael M. Harris, University of MissouriSt. Louis, Rater Motivation and Technology-Assisted Performance Management Systems
Lynn Summers, Performaworks, The Future of Technology-Facilitated Performance Management
Submitted by Lynn Summers, LSummers@performaworks.com
4. Panel Discussion: Friday, 10:3011:50 Grand East
Beyond Intra-Organizational Harassment:
Legal/Psychological Perspectives on Client Harassment
Despite intensifying interest in the legal and business arenas, sexual harassment by clients has been virtually ignored in academia. This panel brings together psychological, legal, and business experts to investigate various perspectives on this complicated issue and help bring it to the attention of both practitioners and academics.
Michele J. Gelfand, University of Maryland, Co-Chair
Hilary J. Gettman, University of Maryland, Co-Chair
Hilary J. Gettman, University of Maryland, Panelist
Louise F. Fitzgerald, University of Illinois at UrbanaChampaign, Panelist
Leslie M. Fine, Fischer College of Business,The Ohio State University Panelist
Submitted by Hilary J. Gettman, email@example.com
5. Symposium: Friday, 10:3012:20 Conference B/C
Absence Research in Work Organizations: A Look Ahead
The purpose of this symposium is to offer theoretical and methodological directions for future absence research. All authors take a multidisciplinary approach to understand the social psychology of absence and to unravel the many forms of absence. Conceptual and empirical papers are included in the symposium.
Joan R. Rentsch, University of Tennessee, Co-Chair
Robert P. Steel, University of MichiganDearborn, Co-Chair
Joseph J. Martocchio, University of Illinois at UrbanaChampaign, Diana I.
Jimeno-Ingrum, University of Illinois at UrbanaChampaign, Employee Absenteeism as an Affective Event
Joan R. Rentsch, University of Tennessee, Robert P. Steel, University of MichiganDearborn, What is the Meaning of Unit-Level Absence?
Gary W. Johns, Concordia University, How Methodological Diversity Has Improved Our Understanding of Absenteeism From Work
David A. Harrison, Pennsylvania State University, Kenneth H. Price, University of TexasArlington, Context and Consistency in Absenteeism: Studying Social and Dispositional Influences Across Multiple Settings
Robert P. Steel, University of MichiganDearborn, Discussant
Submitted by Joan R. Rentsch, firstname.lastname@example.org
6. Panel Discussion: Friday, 10:3012:20 Conference D/E
The CriterionA Review of the Last Thirty Years
One of the most important variables to I-O psychologists is job performance. The last 30 years have seen progress in defining job performance, in determining its underlying structure, and in measuring job performance. This panel session will discuss significant prior research on the structure and measurement of job performance, unresolved issues, and directions for future research.
Maria Rotundo, University of Toronto, Chair
John P. Campbell, University of Minnesota, Panelist
Angelo S. DeNisi, Texas A&M University, Panelist
Kevin R. Murphy, Penn State University, Panelist
David J. Woehr, The University of Tennessee, Panelist
Submitted by Maria Rotundo, email@example.com
7. Symposium: Friday, 10:3012:20 Conference F
The Validity of Logic-Based Measurement for
Selection and Promotion Decisions
Logic-based measurement systems assess individuals reasoning skills. These work-related written assessments require test-takers to develop objective inferences. Presenters will demonstrate the construct, content, and criterion-related validity of this approach and its flexibility for use in entry-level selection and management assessment, and for reducing score differences between race/national origin groups.
Theodore L. Hayes, U.S. Immigration & Naturalization Service, Chair
Robert W. Simpson, U.S. Immigration & Naturalization Service, Mary Anne Nester, U.S. Immigration & Naturalization Service, The Construct and Content Validity of Logic-Based Tests of Reasoning for Personnel Selection
Theodore L. Hayes, U.S. Immigration & Naturalization Service, Susan M. Reilly, U.S. Immigration & Naturalization Service, The Criterion-Related Validity of Logic-Based Measurement Assessments and Reasoning Tests
Julia A. Leaman, U.S. Immigration & Naturalization Service, Ilene F. Gast, U.S. Immigration & Naturalization Service, Content Validation of a Logic-Based Assessment of Thinking Skills for Managerial and Supervisory Positions
Patricia A. Harris, U.S. Customs Service, Henry Busciglio, U.S. Customs Service, Norma Callen, U.S. Customs Service, Transportability of the Logic-Based Measurement Approach for Law Enforcement Selection within the U.S. Customs Service
Frank L. Schmidt, University of Iowa, Discussant
Submitted by Theodore L. Hayes, firstname.lastname@example.org
8. Symposium: Friday, 10:3012:20 Conference G
The O*NET: Mend It or End It?
A number of concerns regarding the design and implementation of the O*NET system (i.e., the online replacement for the DOT) will be addressed by a panel of researchers and practitioners. Presenters will pay particular attention to the question of what measures would be needed in order to solve these problems.
Mark A. Wilson, North Carolina State University, Chair
Robert J. Harvey, Virginia Tech, Eran Hollander, Virginia Tech, Assessing Interrater Agreement in the O*NET
Shanan Gibson, East Carolina University, Holistic versus Decomposed Rating of O*NET Dimensions
Eran Hollander, Virginia Tech, Robert J. Harvey, Virginia Tech, Generalizability Theory Analysis of Item-Level O*NET Database Ratings
Eran Hollander, Virginia Tech, Robert J. Harvey, Virginia Tech, Comparison of O*NET Holistic versus Graphic Rating Formats
Stephen G. Atkins, Massey University, Discussant
Sylvia Karman, Social Security Administration, Discussant
Submitted by Robert J. Harvey, email@example.com
9. Symposium: Friday, 10:3011:20 Essex
Can I Help You? Studies of Call Center Service Representatives
While organizations have publicly made customer service a top priority, they need a more thorough understanding of how to truly impact CSR job performance and attitudes. The papers, together, examine linkages between affective dispositions, climate, tenure, job attitudes, and performance of customer service representatives.
Miriam T. Nelson, Aon Consulting, Chair
Miriam T. Nelson, Aon Consulting, Clifford R. Jay, Aon Consulting, Seymour Adler, Aon Consulting, Individual-Level Change in Customer Service Behavior
Seymour Adler, Aon Consulting, Miriam T. Nelson, Aon Consulting, Rebecca Butz, Tulane University, Barry M.
Staw, University of CaliforniaBerkeley, Arthur P. Brief, Tulane University, Robin R. Cohen, Avon Products, Inc., Predictors of Cognitive and Affective Service Performance
Barry M. Staw, University of CaliforniaBerkeley, Rebecca Butz, Tulane University, Arthur P. Brief, Tulane University, The Toll of Tenure: Service-Related Burnout and the Moderating Role of Personality
Submitted by Miriam T. Nelson, firstname.lastname@example.org
10. Symposium: Friday, 10:3012:20 Windsor
Conceptualizing and Studying Alignment in Organizations
This symposium deals with the important issue of alignment in organizations. Contributions include a framework for conceptualizing alignment, a new approach to measuring cognitive alignment in senior teams, and empirical studies of determinants of structural alignment and individual-organization goal alignment. The symposium integrates theoretical work, case studies, and empirical research.
Terry A. Beehr, Central Michigan University, Co-Chair
David W. Bracken, Mercer Delta, Co-Chair
Michel A. Buffet, Mercer Delta, Dimitri Liakhovitski, Mercer Delta, Adam T. Carroll, Mercer Delta, Conceptualizing and Measuring Alignment
Jonathan A. Rhoades, Mercer Delta, Dimitri Liakhovitski, Mercer Delta, Jennifer A. White, Mercer Delta, Using Quantitative Assessments of Executive Team Consensus to Drive Organization Change
Terry A. Beehr, Central Michigan University, Larissa L Phillips, Central Michigan University, Curtiss P. Hansen, Timken Company, Sharon Glazer, San Jose State University, Predicting Structural Alignment in Organizations
Mahesh V. Subramony, Whirlpool Corporation, Communicating the Change: The Impact of Different Methods of Communication on Employee Understanding of Change and Goal Alignment
David A. Nadler, Mercer Delta, Discussant
Submitted by Dimitri Liakhovitski, email@example.com
11. Practitioner Forum: Friday, 10:3011:20 York
I-O Psychology and the Monster
I-O is involved in arenas valued by businessemployee selection, retention, and development. We have not fully capitalized on technology, addressed the needs of individuals nor small businesses. This forum discusses Monster.com work developing assessments and using tools like O*NET, to make these available to practitioners and individuals globally.
Jonathan M. Canger, TMP Worldwide, Chair
Jonathan M. Canger, TMP Worldwide, I-O Psychology and the Monster
Jonathan D. Levine, North Carolina State University, Occupational Classification, SOC, and the Monster
Mark Alan Smith, University of South Florida / TMP Worldwide, Assessment of Personality on the Internet: A Monster Task
Erica C. Lutrick, TMP Worldwide/Monster.Com, e P-O Fit: Matching Candidates to Companies with Monster.com
Submitted by Erica C. Lutrick, firstname.lastname@example.org
12. Symposium: Friday, 10:3012:20 Dominion North
Advances in Training Effectiveness: Traits, States, Learning Processes, and Outcomes
The complexity of todays workplace places a premium on effective learning and on the learner as an active participant in the process. This symposium highlights research that enhances understanding of the role of learner traits and situational states in learning processes and training outcomes, with implications for improving training effectiveness.
Steve W. J. Kozlowski, Michigan State University, Chair
Aaron M. Schmidt, Michigan State University, Brad A. Chambers, Michigan State University, Moderating Effects of Goal Orientations on Reactions to Performance-Goal Discrepancies
Bradford S. Bell, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Heather W. Dobbins, Michigan State University, Effects of Learning Frame, Goal Content, and Goal Sequence on Learning Processes and Training Outcomes
Steve W. J. Kozlowski, Michigan State University, Richard P. DeShon, Michigan State University, Aaron M. Schmidt, Michigan State University, Brad A. Chambers, Michigan State University, Effects of Feedback and Goal Orientation on Individual and Team Regulation, Learning, and Performance
Kenneth G. Brown, University of Iowa, Satisfaction with Computer-Delivered Instruction: Dispositional or Situational?
Eduardo Salas, University of Central Florida, Discussant
Submitted by Steve W. J. Kozlowski, email@example.com
13. Master Tutorial: Friday, 10:3011:20 Dominion South
One CE Credit Available for Attending!
Register at the Session
Knowledge Management: A People-Focused Implementation Approach
Companies are considering improving flexibility and profits through management of knowledge resources. Implementation results suggest management of knowledge is 80% people solution and 20% technical solution. This session will review a multiphased model that outlines a practical approach and discussion regarding critical success factors for implementation.
Ann Fontenot-Getz, Cap Gemini Ernst & Young LLC, Presenter
Esther Dyer, Fluor Corporation, Presenter
Submitted by Ann Fontenot-Getz, firstname.lastname@example.org
14. Master Tutorial: Friday, 10:3011:50 Elgin
Time Series Analysis in Industrial-Organizational Psychology
I-O psychology has largely ignored autoregressive integrated moving average analyses
(ARIMA), despite its usefulness for assessing intervention effects and relationships among time-measured variables. This tutorial will provide an overview of its fundamentals, and provide relevant examples of time series analysis. Participants are invited to send exemplar data sets to
email@example.com for ARIMA demonstrations during the presentation.
Robert M. McIntyre, Old Dominion University, Presenter
Submitted by Robert M. McIntyre, firstname.lastname@example.org
15. Symposium: Friday, 10:3012:20 Wentworth
From Bias to Exclusion: Why So Few Women at the Top?
Why do women remain underrepresented in the executive suite? We address this question by examining the effects of gender bias on womens organizational mobility. Recent developments in theory and research methodology will illuminate the mechanisms through which gender bias leads to the exclusion of women at the top of organizations.
Richard F. Martell, Montana State University, Chair
Alice H. Eagly, Northwestern University, Steven J. Karau, Southern Illinois UniversityCarbondale, Role Congruity Theory of Prejudice Toward Female Leaders
Richard F. Martell, Montana State University, James Robison-Cox, Montana State University, Gender Bias and Organizational Mobility: A Computer Simulation
Monica Biernat, University of Kansas, Shifting Standards in the Workplace: Complexity in Patterns of Gender Bias
Barbara A. Gutek, University of Arizona, Social Networks as a Source of Cumulative Bias in Information Technology
Robert L. Dipboye, Rice University, Discussant
Linda Carli, Wellesley College, Discussant
Submitted by Richard F. Martell, email@example.com
16. Symposium: Friday, 10:3012:20 Kenora
Emotional Labor: Emerging From Murky Waters With Multimethod, Multimeasure Approaches
Research in the area of emotional labor suffers due to different conceptualizations and measurement of it. This symposium provides a forum to discuss emotional labor researchers points of convergence and divergence and presents substantive findings to elucidate the personal and organizational antecedents and outcomes while emphasizing methodological and measurement issues.
Catherine S. Daus, Southern Illinois UniversityEdwardsville, Co-Chair
Theresa M. Glomb, University of Minnesota, Co-Chair
Robert S. Rubin, St. Louis University, Vicki M. Staebler Tardino, St. Louis University, Catherine S.
Daus, Southern Illinois UniversityEdwardsville, David C. Munz, St. Louis University, A Reconceptualization of the Emotional Labor Construct: On the Development of an Integrated Theory of Perceived Emotional Load and Emotional Labor
Scott A. Davies, American Institutes for Research, Robert S. Billings, The Ohio State University, Emotional Labor in Academia: Development and Initial Validation of a New Measure
Robert G. Jones, Southwest Missouri State University, Ann T. Rohrer, St. Louis University, Perceived Display Rules and Burnout: A Matter of Disposition?
Alicia A. Grandey, Pennsylvania State University, Emotional Labor as Emotion Regulation: Test of a Framework
Theresa M. Glomb, University of Minnesota, Andrew Miner, University of Minnesota, Michael J. Tews, Cornell University, Experience Sampling Emotional Dissonance at Work
Ron Humphrey, Virginia Commonwealth University, Discussant
Submitted by Catherine S. Daus, firstname.lastname@example.org
17. Panel Discussion: Friday, 10:3012:20 Huron
Employee-Employer Reciprocity: Where Do We Go From Here?
This panel discussion (a) evaluates reciprocity as a basic way to understand employee-employer relationships, (b) compares strengths and weaknesses of specific reciprocity accounts taking the employee perspective (leader-member exchange, psychological contracts, perceived organizational support), (c) explores reciprocity from the employers perspective, and (d) considers new directions for research and practice.
Lois E. Tetrick, University of Houston, Co-Chair
Robert Eisenberger, University of Delaware, Co-Chair
Robert C. Liden, University of IllinoisChicago, Panelist
Lyman W. Porter, University of CaliforniaIrvine, Panelist
Lynn M. Shore, Georgia State University, Panelist
Anne S. Tsui, Hong Kong University of Science and Technology, Panelist
Submitted by Robert Eisenberger, email@example.com
18. Panel Discussion: Friday, 10:3011:50 Kent
Selection Testing in the Federal Sector: Wheres It Headed?
Adverse impact is the bane of selection testing. In some cases, tests have been abandoned altogether; in others, noncognitive tests are used or requirements are altered. Panelists discuss the present and future of selection testing in their organizations, as well challenges to practitioners and researchers.
Ann M. Quigley, National Skill Standards Board, Chair
Jane Arabian, Personnel Psychologist, Panelist
Rosemary S. Miller, U.S. Postal Service, Panelist
Charles N. MacLane, U.S. Office of Personnel Management, Panelist
Submitted by Ann M. Quigley, firstname.lastname@example.org
19. Roundtable: Friday, 10:3011:50 Simcoe/Dufferin
Executive Coaching: Concerns and Advice We Can Offer Each Other
Executive Coaching is a growing sector in I-O practice yet just what constitutes good practice is still being defined. This Roundtable describes how several practitioners formed an Executive Coaching Consortium to help develop this definition and assess and improve their personal effectiveness. Roundtables will expand and refine this work.
Janis M. Ward, Independent Management Consultant, Co-Host
Sandra Hartog, Sandra Hartog & Associates, Co-Host
Submitted by Janis M. Ward, email@example.com
20. Symposium: Friday, 10:3011:50 Civic Ballroom
Applicant Faking: New Perspectives on an Old Issue
These papers examine techniques that can be used to detect and deter applicant faking on self-report selection measures. The goals are to get a better sense of how intentional distortion can best be assessed, and to describe methods employers may use to reduce this type of responding.
Lynn A. McFarland, George Mason University, Chair
Chad H. Van Iddekinge, HumRRO, Patrick H. Raymark, Clemson University, Philip L. Roth, Clemson University, Using a Selection Interview to Minimize Response Distortion on Big Five Personality Dimensions
Rodney A. McCloy, HumRRO, Eric D. Heggestad, Colorado State University, Charlie L. Reeve, Purdue University, A Silk Purse from the Sows Ear: Retrieving Normative Information from Multidimensional Forced-Choice Items
Corey E. Miller, Wright State University, Esteban Tristan, Wright State University, Expanding the Definition of Faking Beyond Social Desirability: The Case for Job Desirability
Nicholas L. Vasilopoulos, George Washington University, Lynn A. McFarland, George Mason University, Jeffrey M Cucina, George Washington University, Michael Ingerick, George Mason University, A Comparison of Measures of Faking Across Types of Warnings and Levels of Job Familiarity
Ann Marie Ryan, Michigan State University, Discussant
Submitted by Lynn A. McFarland, firstname.lastname@example.org
21. Poster Session: Friday, 10:3011:50 Sheraton Hall
Recruitment and Selection
21-0 S. Rains Wallace Dissertation Research Award
Situational Judgment Tests: Validity Evidence for an Alternative Development Method
This study illustrates an alternative SJT development method whereby dispositional constructs can be built into a SJT a priori. The results of a construct validity study and test-retest study suggest that, to a degree, SJT items can be written to reflect specific constructs without sacrificing criterion-related validity.
Robert E. Ployhart, George Mason University
21-1 How Do Applicants Form an Impression of an Organization?
This paper presents a model of the process by which applicants form impressions of organizations. According to social cognition research, organizations may vary in the extent to which they are perceived as coherent social entities. This variation has important implications for the way applicants form judgments about organizations.
Thomas A. Timmerman, Tennessee Tech University
Submitted by Thomas A. Timmerman, email@example.com
21-2 Boundary Conditions on Context Effects in Selection Decision Making
One potential reason for the slowness of I-O in applying JDM research is that complexity of the real world is a boundary condition on context effects. Our results suggested that one phenomenon is robust to conditions designed to weaken its effects. Implications for such effects in personnel selection are discussed.
Jerel Slaughter, Louisiana State University
Nikos Constantinou, Louisiana State University
Submitted by Jerel Slaughter, firstname.lastname@example.org
21-3 Direct Estimates Versus Policy Capturing in Job Choice Research
A major implicit assumption of direct-estimate (DE) and policy capturing (PC) research on job attributes is that measured preferences are related to job choice. Results suggested that weights derived from PC were generally significant predictors of choices among job offers. DE weights were also predictive, but to a much lesser extent.
Jerel Slaughter, Louisiana State University
Erin M. Richard, Louisiana State University
Submitted by Jerel Slaughter, email@example.com
21-4 Implications of Trait-Activation Theory for Evaluating
Assessment Center Construct Validity
Convergence of assessment center ratings was evaluated within the context of the five-factor model by examining the within-dimension correlations of exercises differing in the opportunity to observe trait-relevant behavior. Ratings from exercises high in activation potential displayed stronger convergence (mean r = .30) than those low in activation potential (mean r = .15).
Stephanie A. Haaland, Central Michigan University
Neil D. Christiansen, Central Michigan University
Stephen H. Wagner, Central Michigan University
Submitted by Stephanie A. Haaland, firstname.lastname@example.org
21-5 Comparing PersonOrganization Fit and Cognitive Ability in a Selection Battery
A measure of personorganization (PO) fit was examined as a selection predictor along with a cognitive ability test. PO fit provided incremental validity over cognitive ability in predicting training performance and turnover, but not with job performance. Findings suggest that a PO fit test is a promising predictor in selection.
Malcolm C. McCulloch, LIMRA International
Daniel B. Turban, University of Missouri
Submitted by Malcolm C. McCulloch, email@example.com
21-6 Validation of the Extended Version of the Influence Behavior Questionnaire
A series of studies was conducted to validate the revised and extended version of the Influence Behavior Questionnaire. The psychometric analyses provided support for the construct validity of the 11 proactive influence tactics and the reliability of the tactic scales. The findings have practical applications for management development.
Gary A. Yukl, University at AlbanySUNY
Charles F. Seifert, Siena College
Submitted by Gary A. Yukl, firstname.lastname@example.org
21-7 Motivational Antecedents of Goal Revision and Resource Allocation
This longitudinal study examined motivational antecedents of goal revision and resource allocation in a multiple goal environment. Over 10 weeks, participants engaged in discrepancy reduction processes. Goal revision was primarily a function of goal-performance discrepancies, valence, performance satisfaction, and efficacy. Resource allocation was a function of performance satisfaction and valence.
David J. Radosevich, The Ohio State University
Vandana Vaidyanathan, The Ohio State University
Sheau-yuen Yeo, The Ohio State University
Jacquelin Galyk, The Ohio State University
Submitted by David J. Radosevich, email@example.com
21-8 The Effects of Nonverbal Behavior in the Interview
The purpose of this study was to examine the effect of nonverbal behavior in the interview. Meta-analysis was used to examine physical attractiveness, smiling, and eye contact. All correlations were significant at the .05 level. The results of this meta-analysis suggest a more comprehensive study of nonverbal behavior is needed.
Pat J. Curtin, Caliber Associates
Submitted by Pat J. Curtin, firstname.lastname@example.org
21-9 Examining the Instrumental and Symbolic Attributes
That Affect Company Attractiveness
The instrumentalsymbolic framework was borrowed from the marketing literature to classify variables as reflecting instrumental functions (job and organizational attributes) versus symbolic functions (personality trait inferences). Results showed that personality inferences about organizations explained incremental variance over instrumental attributes and that these inferences made it easier to differentiate among organizations.
Filip Lievens, Ghent University
Scott Highhouse, Bowling Green State University
Submitted by Filip Lievens, email@example.com
21-10 Construct Validity Evidence for an Alternative
Structured Interview Scoring Process
This study examined the construct validity of structured interview ratings acquired using a novel scoring design, the across questionacross dimension method. Ratings acquired using this design appear to exhibit construct validity when assessed by convergent validity, discriminant validity, and confirmatory factor analysis. Implications for research and practice are discussed.
Ryan Shaemus OLeary, Auburn University
Jeffrey D. Facteau, Right Management Consultants
Katherine A. Jackson, Center for Business, Auburn UniversityMontgomery
Submitted by Ryan Shaemus OLeary, firstname.lastname@example.org
21-11 Distractor Similarity and Premise Structure: Effects on Item Difficulty
A mock multiple-choice drivers examination was administered to high school students with items whose premises were either open-ended or in question form and whose distractors were structured to be either similar or dissimilar to the correct answer. Similarly structured distractors raised the mean difficulty level by .12.
M. Evelina Ascalon, University of Tulsa
Lawrence S. Meyers, California State UniversitySacramento
Bruce W. Davis, Cooperative Personnel Services
Submitted by M. Evelina Ascalon, email@example.com
21-12 Applicant Fit: A Three-Dimensional Investigation of Recruiter Perceptions
Tests of an exploratory model confirmed that recruiter judgments of applicants were predicted by personjob, persongroup, and personorganization fit. Work value congruence between applicants and organizations or groups predicted PG and PO fit. Polynomial regression analyses and three-dimensional response surfaces explored the value congruence relationships.
Dawn Ebe Haptonstahl, Louisiana State University
Timothy Buckley, U.S. Office of Personnel Management
Submitted by Dawn Ebe Haptonstahl, firstname.lastname@example.org
21-13 In Selection, Does Trust Between Raters Affect Rating Outcomes?
This research investigated how trust between raters affected their ratings of candidates in an organizational selection context. Results showed rater dyads with higher trust were more likely to have agreement in ratings, give more high extreme ratings, and less likely to make central tendency ratings than dyads with lower trust.
Candace E. Blair, Pennsylvania State University
Susan Mohammed, Pennsylvania State University
Submitted by Candace E. Blair, email@example.com
21-14 Personality and the Assessment Center: The Moderating Effect of Age
Previous research has shown personality and Assessment Center (AC) scores to be largely orthogonal. The current study hypothesized that managerial candidates age moderates and thereby obscures the personalityAC relationship as a function of two distinct processes. Results tended to support hypotheses and provided evidence that both processes may be operating.
Henryk T. Krajewski, University of Western Ontario
Richard D. Goffin, University of Western Ontario
Norman G. Johnston, Private Practice
Mitchell Rothstein, University of Western Ontario
Submitted by Henryk T. Krajewski, firstname.lastname@example.org
21-15 Using Policy Capturing to Examine Factors Affecting Job Choice
Policy capturing was used to examine the influence of five predetermined organizational attributes on the willingness to apply for and accept a job offer in law enforcement. Starting salary exerted the most influence. Relocation requirements, advancement opportunities, image, and retirement plan followed respectively.
John G. Cope, East Carolina University
Crystal L. Williamson, Branch Bank and Trust
Lori Foster Thompson, East Carolina University
Karl Wuensch, East Carolina University
Submitted by John G. Cope, email@example.com
21-16 The Relationship Between Job Search Objectives and Job Search Behavior
This research expands the notion of job search beyond traditional models of searching for an alternative yet similar job, arguing that motivations for search are varied. Specifically, we investigate whether search objectives associate with use of different search processes. A study of high-level managers found mixed support for the hypotheses.
Wendy R. Boswell, Texas A&M University
John W. Boudreau, Cornell University
Benjamin B. Dunford, Cornell University
Submitted by Wendy R. Boswell, firstname.lastname@example.org
21-17 Do Warnings Moderate the Relationship Between
Personality and Cognitive Ability?
This paper presents the results of a field study demonstrating a significant Warning x Cognitive Ability interaction for three of six personality scales. For most scales, a significant correlation between personality and cognitive ability was found only when applicants received a warning that responses were subject to verification by others.
Jeffrey M. Cucina, George Washington University
Nicholas L. Vasilopoulos, George Washington University
Julia McElreath, U.S. Immigration and Naturalization Service
Submitted by Jeffrey M. Cucina, email@example.com
21-18 The Effect of Different Types of Fakers on Validity Coefficients
Previous work suggests individuals can be classified into three clusters based on perceptions of employment testing. The current study extended this work by examining responses under honest (context free) and incentive (applicant context) conditions. Differences in validity coefficients were found based on cluster membership. Implications for the meaning of applicant responses are discussed.
Sarah B. Lueke, University of Akron
Andrea F. Snell, University of Akron
Alfred James Illingworth, University of Akron
Submitted by Alfred James Illingworth, firstname.lastname@example.org
21-19 Situational Judgment: Are Most and Least Likely Responses the Same?
Situational judgment tests have been found to be related to cognitive measures and to performance criteria. However, this study shows that the judgments of most and least likely actions are differentially related to cognitive ability and to job and training performance. Implications for future research and practice are discussed.
Julia McElreath, U.S. Immigration and Naturalization Service
Nicholas L. Vasilopoulos, George Washington University
Submitted by Julia McElreath, email@example.com
21-20 Applicants Faking Good: Item Bias in the NEO-PI Conscientiousness Scale
Faking good by applicants threatens the validity of using personality measures in selection. Structural equation modeling was used to assess the effect of faking on the six facets of the NEO-PI R conscientiousness scale. Differential item functioning was found on four of the facets when comparing applicant with student responses.
Barbara Griffin, University of Sydney
Beryl L. Hesketh, University of Sydney
Submitted by Beryl L. Hesketh, B.Hesketh@scifac.usyd.edu.au
21-21 Recruitment and Job Choice: How Important Are Fit Perceptions?
This study examined (a) the relationship between objective fit (job and organizational attribute congruence) and subjective perceptions of PJ and PO fit and (b) the relationship between subjective perceptions of PJ and PO fit and attraction, intentions to stay, and acceptance intentions at multiple time points.
Sally A. Carless, Monash University
Submitted by Sally A. Carless, Sally.Carless@sci.monash.edu.au
21-22 Using Personality Constructs to Predict Performance: Narrow or Broad Bandwidth
The bandwidth of selection measures can influence predictive validity. Some researchers argue that broad traits are better predictors; others provide evidence for narrower traits. In this study, narrow measures based on a job analysis had higher validities than broad measures and were more accepted by applicants.
Margaret Jenkins, Brevard Community College
Richard L. Griffith, Florida Institute of Technology
Submitted by Richard L. Griffith, firstname.lastname@example.org
21-23 Test Modality and Subgroup Differences: A Theoretical Framework
Results from analyses of data collected from a police sergeant promotional examination indicate that a video-based test had smaller BlackWhite subgroup differences than a written test. However, a more complex pattern of results emerged from analyses of specific knowledge, skills, and abilities (KSAs) across both video and written tests.
Catherine C. Maraist, IPAT
Submitted by Catherine C. Maraist, email@example.com
21-24 Revisiting Differential Prediction Methodology: The Omitted Variables Problem
Moderated regression is widely used to examine differential prediction by race or gender in the use of selection tests. We document that the possibility of an omitted predictor is rarely considered in the literature and show that the inclusion of additional variables may change conclusions about differential prediction.
Roxanne M. Laczo, University of Minnesota
Paul R. Sackett, University of Minnesota
Zach Lippe, University of Minnesota
Submitted by Paul R. Sackett, firstname.lastname@example.org
21-25 Assessor Cognitive Processes in an Operational Assessment Center
This study (a) replicates previous findings that Assessment Center Exercise effects represent cross-situational specificity in candidate performance, not method bias, and (b) shows that assessors within-exercise dimensional ratings are based on their general impressions of candidate performance within exercises and not judgments of candidates performance with respect to the most salient performance dimension(s) within exercises.
Charles E. Lance, University of Georgia
Mark R. Foster, University of Georgia
William Allen Gentry, University of Georgia
Submitted by Charles E. Lance, email@example.com
21-26 Gender Differences and Job Search Behavior in The Netherlands
This study explores gender differences in antecedents and consequences of job search behavior in The Netherlands, based on Ajzens (1985) theory of planned behavior. Gender moderated the relationship between job search behavior and success at the labor market. Especially informal job-search strategies appeared to be less effective for women.
Edwin A. J. Van Hooft, Free UniversityAmsterdam
Marise Born, Erasmus UniversityRotterdam
Toon W. Taris, Nijmegen University
Henk van der Flier, Free UniversityAmsterdam
Submitted by Edwin A. J. Van Hooft, firstname.lastname@example.org
21-27 Job Search Behavior Among Employed and Non-Employed People
This study compares job-search behavior and its determinants among employed and unemployed people using Ajzens (1985) theory of planned behavior (TPB). Furthermore, we investigated indirect effects of several other variables. Data were collected in a longitudinal design, using a Dutch representative sample. The TPB was supported in both groups.
Edwin A. J. Van Hooft, Free UniversityAmsterdam
Marise Born, Erasmus UniversityRotterdam
Toon W. Taris, Nijmegen University
Henk van der Flier, Free UniversityAmsterdam
Submitted by Edwin A. J. Van Hooft, email@example.com
21-28 Characteristics of Internet Recruits: An Exploratory Study
Candidates for financial services sales positions recruited via the Internet and through more traditional means were compared. Internet recruits scored higher than impersonal and lower than personal recruits on measures of quality. Internet recruits differ from personal and impersonal recruits in terms of demographic characteristics. Implications for recruiters are discussed.
Margaret A. McManus, LIMRA International
Matthew W. Ferguson, University of Connecticut
Submitted by Margaret A. McManus, firstname.lastname@example.org
21-29 Consensus in Assessment Centers: The Procedural Impact on Construct Validity
Problems with finding discriminant validity in assessment center dimension ratings abound. It is hypothesized that the use of a double consensus procedure will lead to greater construct validity of ratings. Results indicate that while use of the double consensus procedure may increase convergent validity, it also decreases discriminant validity.
Michelle Laird, University of Tennessee
Robert T. Ladd, University of Tennessee
Submitted by Michelle Laird, email@example.com
21-30 Modeling Writing Sample Scores Using Automated Content Analysis
Automated scoring procedures have advantages of speed, efficiency, and increased measurement reliability, but are proprietary and difficult to evaluate. Automated content analysis has accessible methods, available software, and straightforward statistical analysis techniques. An examination of 848 writing samples identified 10 content categories which capture important features of writing sample content.
John Ford, U.S. Office of Personnel Management
Brian S. OLeary, U.S. Office of Personnel Management
Thomas A. Stetz, NIMA
Marilyn M Bott, NARA
Submitted by Brian OLeary, firstname.lastname@example.org
21-31 Impression Management Tactics in the Resume: Are They Effective?
The current study investigated the use of impression management (IM) tactics in the resume and their impact on selection outcomes (e.g., receiving interviews). Results indicated that positive self-descriptions are the most frequently used tactic and that the link between IM and selection outcomes might be job specific.
Kristyn A. Scott, University of Waterloo
Patricia M. Rowe, University of Waterloo
Submitted by Kristyn A. Scott, email@example.com
21-32 Development and Validation of a Computerized Multi-tasking Simulation
This research focuses on developing and validating a multi-tasking simulation for the manufacturing environment. The results supported our convergent and divergent validity hypotheses. Additionally, performance on the simulation was significantly related to overall and task job performance ratings. These results provide construct and content-related validation evidence for the simulation.
Matthew S. OConnell, Select International, Inc.
Amie D. Lawrence, Select International, Inc.
Kevin Klinvex, Select International, Inc.
Submitted by Amie D. Lawrence, firstname.lastname@example.org
21-33 The Effects of Individual Differences and Situational Variables on Faking
The purpose of this study was to test the importance of situational and individual differences influences on socially desirable responding of actual job applicants in a job assessment setting. The results of our study indicated that individual differencesconscientiousness and emotional stabilityoverwhelmed the effects of situational variables studied.
Ann Swanson, University of Minnesota
Deniz S. Ones, University of Minnesota
Submitted by Ann Swanson, email@example.com
21-34 Individual Differences in Fuzzy Thinking
This study provided validity evidence for the new construct of Fuzzy Thinking, defined as a mode of thinking that thrives on ambiguities and apparent contradictions. Fuzzy Thinking predicted role ambiguity adaptation and provided incremental validity over established individual difference constructs. It also affected the magnitude and direction of affectivity-performance relationships.
David Chan, National University of Singapore
Cher Huey Sim, National University of Singapore
Submitted by David Chan, firstname.lastname@example.org
21-35 A Longitudinal Examination of Biodata Subgroup Stability
The relationship of biodata subgroups formed in adolescence were compared to personality, work attitudes, and nonwork measures assessed during the midlife/midcareer stage of development. The findings demonstrated that biodata subgroups could be differentiated by personality and nonwork measures assessed more than 20 years later.
Janet E. Hecht, University of Georgia
David M. Finch, University of Georgia
Harriet Landau, University of Georgia
Garnett S. Stokes, University of Georgia
Submitted by Janet E. Hecht, email@example.com
21-36 Factor Stability of Owens Biodata Questionnaire Across Four Cohorts
The stability of three life history factors from Owens Biodata Questionnaire (BQ) administered in 1968, 1977, 1990, and 2000 was investigated using confirmatory factor analysis (CFA) tests of measurement equivalence. Results indicate a relatively stable 3-factor solution across time and cohorts. Implications for biodata research and practice are discussed.
Carrie L. Noble, University of Georgia
Gary J. Lautenschlager, University of Georgia
Garnett S. Stokes, University of Georgia
Chang-Ya Hu, University of Georgia
Amanda D. Gray, University of Georgia
Tracy Lambert, University of Georgia
Sarah Stanley Fallaw, University of Georgia
Submitted by Gary J. Lautenschlager, firstname.lastname@example.org
21-37 An Examination of Differences Between Telephone and
Face-to-Face Employment Interviews
This study compared applicant responses in telephone and face-to-face interviews. Telephone-interview responses were lower in quality, more disjointed, and less socially desirable than face-to-face interview responses, and Whites scored higher than non-Whites in telephone interviews. Results suggest the importance of studying the validity and adverse impact of telephone interviews.
Danielle C. Merket, University of Central Florida
Barbara A. Fritzsche, University of Central Florida
Submitted by Danielle C. Merket, MerketDC@navair.navy.mil
21-38 Finding Assessment Center Construct Validity: Try Behaviors Instead of Dimensions
This study used actual assessor behavior ratings instead of behaviors aggregated into dimension ratings to investigate the construct validity of a large-scale assessment center. Results indicated that analyzing dimension ratings produced only exercise factors while the analysis of the behaviors comprising the dimensions revealed both trait and exercise factors.
Robert L. Lovler, Wilson Learning Corporation
Mark Rose, Wilson Learning Corporation
Scott Wesley, Wilson Learning Corporation
Submitted by Scott Wesley, Scott_Wesley@wlcmail.com
21-39 PersonJob Fit and PersonOrganization Fit as
Predictors of Job Choice Intentions
This study examined whether job seekers fit with organizational attributes (PO fit) was more predictive of job choice intentions, than perceived fit with job attributes (PJ fit). Using EQS, results indicated that perceived PO fit was a predictor of job choice intentions. PJ fit did not predict job choice intentions.
Janelle A. Gilbert, California State UniversitySan Bernardino
Carrie Rodgers, Southern California Edison
Submitted by Janelle A. Gilbert, Janelle@CSUSB.edu
21-40 The Impact of Situational Characteristics Within a Video-Based SJT
In a SJT, character manipulations (e.g., rudeness, aggressiveness, pleasantness, cooperativeness) had a significant impact on overexertion of control. Information manipulations (e.g., warrants, complaints, and laws being broken) also had impact on overexertion of control. The findings suggest that the character manipulations may actually override the effect of other provocations.
Carl J. Swander, Ergometrics
Submitted by Carl J. Swander, email@example.com
21-41 Video-Based Situational Judgment Test Characteristics
Ratings from law enforcement experts were utilized to identify appropriate exertion of control on items within a video-based situational judgment test (VBSJT) for police officers. The items scored toward overexertion of control were significantly related to performance (r = .23; N = 334). Situational variables (level of officer provocation and gender, ethnicity, and likeability of suspect or contact) were evaluated for effectiveness.
Carl J. Swander, Ergometrics
Submitted by Carl J. Swander, firstname.lastname@example.org
21-42 Teaching Old Dogs New Tricks: Learning to Love Computerized Simulations?
Applicant reactions to computer simulations were less positive than for more traditional tests. Discriminant validity of the constructs measured and resistance to social desirability effects were found. Simulation scores were related to computer experience, but that bias is a logical extension of the nature of the media used.
Rebecca A. Uhlmann, Michigan State University
Neal W. Schmitt, Michigan State University
Casey B. Schurkamp, Michigan State University
Submitted by Rebecca A. Uhlmann, email@example.com
21-43 Nonvolitional Faking: Testing the Influence of Unconscious Processes
Experimental conditions involving personality feedback and thoughts of personal mortality altered faking amongst individuals directed to fake good on measures of social desirability. Nonconscious motives to maintain self-identity and reduce existential anxiety explained variance in responding beyond that of (and sometimes in contradiction to) test-taking instructions.
Greg Lemmond, Virginia Tech
Neil M. A. Hauenstein, Virginia Tech
Submitted by Greg Lemmond, firstname.lastname@example.org
21-44 Test Information Functions and the Predictive Accuracy of Shortened Tests
This study tested the predictive accuracy of a 32-item cognitive ability test with five shortened forms of the same test. The forms were developed to approximate the test information function (TIF) of the total test. Results suggested that some discrepancy between TIFs is permitted before predictive accuracy is affected.
David M. LaHuis, U.S Office of Personnel Management
John M. Avis, U.S. Office of Personnel Management
Margaret G. Barton, U.S. Office of Personnel Management
Anne E. Holloway-Lundy, U.S. Office of Personnel Management
Submitted by David M. LaHuis, email@example.com
21-45 Using a Process-Based Test of Intelligence to Predict Skill Acquisition
This study examined the criterion-related validity of a newly developed intelligence test that is based on a theory of underlying cognitive processes. Results showed that the Das-Naglieri Cognitive Assessment System predicted knowledge and complex skill acquisition, and also yielded incremental validity beyond a test of general cognitive ability.
Erich Christian Fein, The Ohio State University
Eric Day, University of Oklahoma
Eric Bearfield, The Ohio State University
Submitted by Erich Christian Fein, firstname.lastname@example.org
21-46 The Big Five in Employment Interviews: Moderating Effects of Structure
Meta-analyses were conducted to explore the relation between the Big Five and selection interviews. The moderating effect of the structure level was examined. Interviews were divided as low-medium and high-structure interviews. The results showed that low-structure interviews assessed all the Big Five while high-structure interviews did not assess personality.
Silvia Moscoso Ruibal, Universidad de Santiago de Compostela
Jesus F. Salgado Velo, Universidad de Santiago de Compostela
Submitted by Silvia Moscoso Ruibal, email@example.com
21-47 Test Composite Weighting: The Impact on Subgroup Differences and Validity
Test composite weighting strategies can use job analysis data so resulting weights reflect how central a test component is for measuring job competencies. However, any biases inherent in job analysis may affect resulting BlackWhite differences. This study examines the impact of this weighting method on resulting subgroup differences and validity.
Harold W. Goldstein, Baruch College, CUNY
Kevin C. Ruminson, California State UniversityOffice of the Chancellor
Ken Yusko, Arlington City VA Government
Submitted by Harold W. Goldstein, firstname.lastname@example.org
21-48 Free Agency Career Demographics: Internet Recruiting and the Digital Divide
Although Internet recruiting has grown rapidly in recent years, there has been no systematic analysis of its potential to generate adverse impact discrimination against minority, female, older, or disabled workers. This paper offers a preliminary investigation of relationships among the use of Internet recruiting, demographic factors, and individual career orientations.
Stanley B. Malos, San Jose State University
Submitted by Stanley B. Malos, email@example.com
21-49 Racial Tolerance and Job Advertisements: Its a Matter of Fit
We examined how job seekers tolerance for diversity might affect their perceptions of target organizations and subsequent pursuit intentions. Results indicated that tolerance for diversity is significantly related to the organizational perceptions and pursuit intentions of job seekers and that this effect is mediated through perceptions of fit.
Doug J. Brown, University of Waterloo
Richard T. Cober, University of Akron
Lisa M. Keeping, Wilfrid Laurier University
Paul E. Levy, University of Akron
Submitted by Doug J. Brown, firstname.lastname@example.org
21-50 The Impact of Faking on Selection Decisions
Personality test scores and subsequent performance of individuals who were either motivated to respond honestly or distort their scores were compared. Results demonstrate faking negatively impacts the quality of selection decisions; individuals motivated to distort were selected at higher rates and their subsequent performance was worse than their honest counterparts.
Rosemarie A. Mueller-Hanson, Colorado State University
Eric D. Heggestad, Colorado State University
George C. Thornton, Colorado State University
Submitted by Rosemarie A. Mueller-Hanson, email@example.com
21-51 Differences in Biodata and Personality Tests in Measuring Five-Factor Model
Paper is intended to clarify differences between biodata measurement of personality and that of a traditional personality test within context of five-factor model. Findings supported a model where both approaches were similar in measuring constructs; however, the contextualization of biodata items within general work activities may offer unique information.
Gregory Manley, University of Oklahoma
Jonathon R. Halbesleben, University of Oklahoma
Michael D. Mumford, University of Oklahoma
Submitted by Gregory Manley, firstname.lastname@example.org
21-52 Interviewer Training, Structure, and Focus: Effects on Interviewer Perceptions of Selection and Recruiting Efficacy
Responses from interviewers (n = 161) demonstrated (a) only 28% of interviewers had any formal training, (b) interviewer training and a selection focus increased interview structure, (c) interviewer training and interview structure elements predicted interviewer perceptions of interview recruiting/selection efficacy and (d) interview structure consists of five continuous factors.
Derek S. Chapman, University of Calgary
Submitted by Derek S. Chapman, email@example.com
22. Special Event: Friday, 11:3012:20 Grand West
Ernest J. McCormick Award for Early Career Contributions
Methodology Contributions by I-O: The Blind Leading the Visually Acute?
Traditionally, I-O has led the way with respect to research methodology in the behavioral sciences. Recently, however, we have shown a preference for quick and dirty methodological solutions. As a result, many of our habits are inferior to those of other areas. I will describe examples of this phenomenon and suggest reasons and solutions.
Neal W. Schmitt, Michigan State University, Chair
Jose M. Cortina, George Mason University, Presenter
23. Conversation Hour: Friday, 11:3012:20 York
Pay Equity is Still Alive and Living in Ontario
This session addresses mechanisms for reducing the wage gap between womens and mens jobs. Guests are the Commissioner of the Ontario Pay Equity Commission and an Ontario lawyer who works in pay equity. Two SIOP members will lead the conversation about implementation of the 1988 Pay Equity Act, including job-to-job, proportional value, and proxy comparison methods and both Canadian and U.S. private and public sector applications.
Dr. Rosemary Hays-Thomas, University of West Florida, Co-Host
Dr. Ann Peers, Ontario Pay Equity Commission, Co-Host
Victoria Reaume, Cavalluzzo Hayes Shilton McIntyre & Cornish, Co-Host
Steven F. Cronshaw, University of Guelph, Co-Host
Submitted by Dr. Rosemary Hays-Thomas, firstname.lastname@example.org
24. Symposium: Friday, 11:3012:50 Dominion South
What Are the Ethics and Values of Industrial-Organizational Psychology?
I-O psychology prides itself on being scientific- and values-free. Several participants argue such a position is not possible, and has never been true. Our values are shaped more by those of business than of social science and we have consequently failed to make ethics a prominent feature of our discipline.
Joel M. Lefkowitz, Baruch College, CUNY, Chair
Joel M. Lefkowitz, Baruch College, CUNY, What Are the Values and Ethics of Industrial & Organizational Psychology?
Rodney L. Lowman, Alliant International University, Value Conflicts in Industrial & Organizational Psychology
Michael J. Zickar, Bowling Green State University, Servants of Power Revisited: Dreams of a Progressive Industrial Psychology
James L. Outtz, Outtz and Associates, The Impact of Social Context on the Science of I-O Psychology
Daniel R. Ilgen, Michigan State University, Special Demands on I-O Psychologists for the Ethical Treatment of Research Participants
Submitted by Joel M. Lefkowitz, Joel_Lefkowitz@baruch.cuny.edu