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Friday PM

25. Special Event: Friday, 12:0012:50 Grand Centre

Ernest J. McCormick Award for Early Career Contributions 
Organizational Entry and Interactionism

This talk covers some reasons for being interested in research on the interaction between people and organizations, focusing specifically on the organizational entry process. The talk also considers the phenomenology of personorganization fit, or what fit means to real people who experience it and make decisions based on it.

Timothy A. Judge, University of Florida, Chair

Daniel M. Cable, University of North Carolina, Presenter


26. Symposium: Friday, 12:001:50 Grand East

Work Experience MeasuresMost Used, Least Validated, Often Overlooked

Work experience information is commonly used as an initial employment screen. While research points to its effectiveness, information on construct and criterion-related validity is limited. Development procedures, content, and legal requirements are in question. This symposium promotes a better understanding of these measures and offers effective development and implementation approaches.

Matthew R. Redmond, Aon Consulting, Chair

Charles N. MacLane, U.S. Office of Personnel Management, Bernard J. Nickels, U.S. Office of Personnel Management, Harold L. Hendrick, U.S. Office of Personnel Management, Christelle LaPolice, U.S. Office of Personnel Management, Brian OLeary, U.S. Office of Personnel Management, J. Patrick Sharpe, U.S. Office of Personnel Management, Screening Federal Employees Through the Evaluation of Accomplishments

Frederick P. Morgeson, Michigan State University, Matthew H. Reider, Purdue University, Michael A. Campion, Purdue University, Using a Scored Background Questionnaire for Selection: Construct and Criterion-Related Validity

Daniel P. Russell, Aon Consulting, Kimberly Hoffmaster, Aon Consulting, Matthew R. Redmond, Aon Consulting, Development of a Task-Specific Measure of Work Experience

Arthur Gutman, Florida Institute of Technology, Review of Legal Case Law and Implications for Work Experience Screens

Michael A. Campion, Purdue University, Discussant

Edward L. Levine, University of South Florida, Discussant

Submitted by Matthew R. Redmond, Matt_Redmond@aoncons.com


27. Symposium: Friday, 12:001:50 Essex

Personality and Work

This symposium investigates the effect of personality traits on work behavior from multiple perspectives. Presenters discuss personalitys impact on affective experiences at work, its role in personorganization fit, in team settings, through various motivational (state) determinants of performance, across different situational demands and opportunities, and changing work demands.

Murray R. Barrick, University of Iowa, Chair

Howard M. Weiss, Purdue University, Katherine E. Kurek, Purdue University, Dispositional Influences on Affective Experiences at Work

Ann Marie Ryan, Michigan State University, Amy L. Kristof-Brown, University of Iowa, Personalitys Role in PersonOrganization Fit: Unresolved issues

Greg L. Stewart, Brigham Young University, A Multilevel Theory of Personality in Team Settings

Murray R. Barrick, University of Iowa, Kennon Sheldon, University of Missouri, Terence R. Mitchell, University of Washington, Greg L. Stewart, Brigham Young University, Relationships Between Personality, Situational Demands, Motivation, and Performance

Leaetta M. Hough, Dunnette Group, Ltd., Emerging Trends and Needs in Personality Research and Practice

Submitted by Murray R. Barrick, m-barrick@uiowa.edu


28. Symposium: Friday, 12:001:50 Elgin

Cross-Cultural Research on Work and Family

Cross-cultural research on work and family is scarce. Most studies have been developed in Anglo-Saxon countries. The objective of this symposium is to gather scholars from four continents to discuss how different legislative, cultural, and organizational contexts and value differences between cultures influence the experience of work-family conflict.

Virginia E. Schein, Gettysburg College, Chair

Mina Westman, Tel Aviv University, WorkFamily Conflict: A Cross-Cultural Perspective

Laura den Dulk, Erasmus University, Organizational Responses to WorkFamily Issues in Europe: A Cross-National Comparison

Susan Lewis, Manchester Metropolitan University, Janet Smithson, Manchester Metropolitan University, Peter Brennan, Manchester Metropolitan University, WorkFamily Conflict and Flexible Working Arrangements Among Accountants in Britain

Aminah Ahmad, Universiti Putra Malaysia, Conflict Between Work and Family Roles of Employed Women in Malaysia

Steven A.Y. Poelmans, IESE Business School, Tammy D. Allen, University of South Florida, Paul E. Spector, University of South Florida, Carly S. Bruck, University of South Florida, A 9-Nation Study of WorkFamily Conflict and Job Satisfaction

Nini Yang, San Francisco State University, Effects of IndividualismCollectivism on Perceptions and Outcomes of WorkFamily Interfaces: A Sino-U.S. Comparison

Steven A.Y. Poelmans, IESE Business School, Discussant

Submitted by Steven A.Y. Poelmans, poelmanssteven@iese.edu


29. Roundtable: Friday, 12:0012:50 Simcoe/Dufferin

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

A consequence of the balkanization between health care providers and other psychologists is the loss of dialogue regarding synergies between clinical and I-O training and praxis. The roundtable participants will share their experiences integrating clinical and I-O psychology in their academic programs as well as their consulting practices.

Margaret A. Diddams, Seattle Pacific University, Co-Host

Jay Skidmore, Seattle Pacific University, Co-Host

Robert McKenna, Seattle Pacific University, Co-Host

Submitted by Margaret A. Diddams, mdiddams@spu.edu


30. Panel Discussion: Friday, 12:001:20 Civic Ballroom

Responding to EEOC Investigations

Most practitioners find themselves caught off guard when they are notified that their selection procedures are being investigated by the EEOC. A speaker representing EEOC, a former EEOC commissioner, and panelists with vast experience in employment litigation will share their perspectives on how best to respond.

John D. Arnold, Aon Consulting, Chair

Dave Copus, Jones, Day, Reavis & Pogue, Panelist

James C. Sharf, Employment Risk Advisors, Panelist

Joyce Tucker, Tucker, Spearman, & Associates, Panelist

Hilary R. Weiner, EEOC, Panelist

Submitted by Shin-Chin Lee, shinchinlee@netscape.net


31. Symposium: Friday, 12:302:20 Grand West

Understanding and Predicting Performance in Future Jobs

This symposium describes a research program designed to (a) identify likely changes in a set of U.S. Army noncommissioned officer jobs and (b) develop tools for a human resource system to identify and develop individuals with the knowledge, skills, and aptitudes to excel in these jobs in the future.

Deirdre J. Knapp, HumRRO, Chair

Deirdre J. Knapp, HumRRO, Charlie L. Reeve, Purdue University, NCO21 Research Program Overview

John P. Campbell, University of Minnesota, Laura A. Ford, HumRRO, Roy C. Campbell, HumRRO, Job Analysis in Support of a Future Promotion System

Gordon Waugh, HumRRO, Developing a Situational Judgment Test

Christopher E. Sager, HumRRO, Dan J. Putka, HumRRO, Jennifer L. Burnfield, Bowling Green State University, Validating Predictors of Current and Future Job Performance

Tonia S. Heffner, U.S. Army Research Institute, Discussant

Stephan J. Motowidlo, University of Minnesota, Discussant

Submitted by Christopher E. Sager, csager@humrro.org


32. Symposium: Friday, 12:302:20 Conference B/C

Global Assessment: Research and Practice

This symposium examines several different issues in global assessment, including expatriate selection and assessment, performance management and evaluation, and coaching. The results suggest that I-O psychology research should be applied with caution. Discussants will comment from both an applied and academic perspective on the papers.

Michael M. Harris, University of MissouriSt. Louis, Chair

Paula M. Caligiuri, Rutgers University, Best Practices in Expatriate Selection and Assessment

Jean B. Leslie, Jim Penny, Center for Creative Leadership, Assessing Individual Managerial Skill across Cultures: The Influence of Language and Rater on 360-Degree Feedback

Darrell Hartke, Assessment Solutions, Inc., Cross-Cultural Comparison of Self-Ratings and Performance Scores

Joseph A. Gier, Assessment Solutions, Inc., Effectiveness of Executive Coaching and Development in a Global Organization

Michael M. Harris, University of MissouriSt. Louis, Discussant

Lorraine C. Stomski, Aon-ASI, Discussant

Submitted by Michael M. Harris, mharris@umsl.edu


33. Symposium: Friday, 12:301:50 Conference F

Sexual Harassment in Organizations:  Multilevel Perspectives for Theory and Research

This session presents research on sexual harassment that spans the individual, group, unit, and organizational levels of analysis. These papers illustrate how the adoption of perspectives at different levels of analysis can highlight new research questions and provide insights into the antecedents and consequences of harassment.

Michele J. Gelfand, University of Maryland, Co-Chair

Jana L Raver, University of Maryland, Co-Chair

Carra S. Sims, University of Illinois at Urbana-Champaign, Fritz Drasgow, University of Illinois at UrbanaChampaign, The Effects of Sexual Harassment on Attrition: Time Dependent Modeling

Jana L. Raver, University of Maryland, Michele J. Gelfand, University of Maryland, Sexual Harassment in Work Groups: An Examination of Group-Level Antecedents and Consequences

Cari A. Cohorn, University of Illinois at UrbanaChampaign, Carra S. Sims, University of Illinois at UrbanaChampaign, Fritz Drasgow, University of Illinois at UrbanaChampaign, Leadership Efforts, Organizational Climate, and Sexual Harassment on United States Military Bases

Patrick Wadlington, University of Illinois at UrbanaChampaign, The Generalizability of a Sexual Harassment Model Across Organizations

Louise F. Fitzgerald, University of Illinois at UrbanaChampaign, Kurt Kraiger, University of ColoradoDenver, Discussant

Submitted by Jana L. Raver, jraver@psyc.umd.edu


34. Panel Discussion: Friday, 12:302:20 Conference G

Hispanic Americans and Human Resources Practices

Organizations are faced with the challenge of attracting and retaining the rapidly growing number of Hispanic workers. This panel discussion considers (a) the extent to which current human resources practices are effective with Hispanics and (b) ways of aligning human resources practices with the needs of a multicultural workforce.

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

Herman Aguinis, University of ColoradoDenver, Panelist

Donna Blancero, Arizona State University, Panelist

Robert A. Ramos, NACFAM/MSSC, Panelist

Eduardo Salas, University of Central Florida, Panelist

Juan I. Sanchez, Florida International University, Panelist

Dianna L. Stone, University of Central Florida, Panelist

Submitted by Eugene F. Stone-Romero, wolfcub@bellsouth.net


35. Symposium: Friday, 12:302:20 Windsor

Application of Relative Importance Methodologies to Organizational Research

How best to determine the relative importance of predictors in regression has been debated for over 70 years. Recently, new methods have been proposed that appear superior to traditional approaches. The current session describes how these new methodologies may be incorporated into a number of substantive areas within I-O psychology.

James M. LeBreton, Wayne State University, Co-Chair

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

Jeff W. Johnson, Personnel Decisions Research Institutes, Karin M. Johnson, Personnel Decisions International, What is Important to Overall Managerial Performance: Differences Across Functional Areas, Organizations, and Industries

James M. LeBreton, Wayne State University, Brian Griepentrog, George Mason University, Michael B. Hargis, Wayne State University, Robert E. Ployhart, George Mason University, Beyond Incremental Validity: Use of Relative Importance in Personnel Selection

James C. Whanger, University of Tennessee, The Application of Multiple Regression Dominance Analysis to Organizational Behavior Variables

Boris B. Baltes, Wayne State University, Rob Altmann, American Guidance Service, Joseph Huff, University of North Texas, Importance of Psychological Climate Dimensions in Predicting Outcomes using Dominance Analysis

John F. Binning, Illinois State University, James M. LeBreton, Wayne State University, Anthony J. Adorno, The DeGarmo Group, Inc., Kathleen Melcher, Illinois State University, Importance of Personality and Emotional Labor in Predicting Job Attitudes and Behavior

Frederick L. Oswald, Michigan State University, Discussant

Submitted by James M. LeBreton, jlebreto@sun.science.wayne.edu


36. Symposium: Friday, 12:301:50 York

Can Ipsative Personality Instruments Be Used for Selection?

This session highlights the historical critique of ipsative measures for selection and aims at revisiting the current preference of normative instruments for selection. Domestic and international research will point out the practical benefits of ipsative measures. Legal risks of deploying ipsative selection measures will be assessed as well.

Rick R. Jacobs, Pennsylvania State University, Chair

Meredith A. Ramsey, SHL, Frank J. Landy, SHL, The Legal Implications of Using Ipsative Measures for Selection

Adam W. Meade, Cahners-TRACOM Group, Problems and Issues Involved with Creating and Using Ipsative Measures for Selection

Helen Baron, SHL, Working with Ipsative Measures

Jurgen Bank, SHL, Comparison of Ipsative and Normative Selection Data and its Relevance to Performance Prediction

Douglas N. Jackson, Sigma Assessment Systems, Inc, Discussant

Submitted by Jurgen Bank, jurgen.bank@shlgroup.com


37. Special Event: Friday, 12:302:20 Dominion North

East Meets West: New Directions of Chinese Management Research

Cross-cultural research in general, and Chinese management research in particular, is at a crossroad. In this session, top scholars from the East and the West will address issues related to opportunities and challenges in Chinese management research, and emphasize new research directions (e.g., creative theorizing, indigenous research, and multilevel considerations).

Jing Zhou, Texas A&M University, Chair

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

Michael A. Hitt, Arizona State University, Presenter

Kaiping Peng, University of CaliforniaBerkeley, Presenter

Anne S. Tsui, Hong Kong University of Science and Technology, Presenter

Lei Wang, Peking University, Presenter

38. Conversation Hour: Friday, 12:301:50 Wentworth

The Role of Diversity Leader: Defining and Ensuring Success

This conversation hour will explore the behavioral competencies required of individuals working within diversity leader roles. An interactive discussion will be facilitated in which the audience will have the opportunity to hear and discuss key example incidents of successes and challenges encountered by diversity leaders while working on diversity initiatives.

Gregory Pennington, RHR International, Co-Host

Wanda V. Chaves, Independent Consultant, Co-Host

Submitted by Wanda V. Chaves, Dwvchaves@aol.com


39. Symposium: Friday, 12:301:50 Kenora

Constructive-Developmental Approaches to Leadership Development

Constructive-developmental psychology pays particular attention to the underlying knowledge principles by which people make sense of themselves and their experience. The presenters demonstrate, through theory development and research findings, how this perspective can enhance our traditional understanding and practice of leadership development.

Cynthia D. McCauley, Center for Creative Leadership, Chair

David V. Day, Penn State University, Social Constructivist Perspectives on Leadership Development

Craig Bullis, United States Military Academy, Philip M. Lewis, Auburn University, Paul Bartone, United States Military Academy, George B Forsythe, United States Military Academy, Scott Snook, United States Military Academy, A Longitudinal Study of Kegan Developmental Level and Leader Effectiveness

Ellen Van Velsor, Center for Creative Leadership, Reflective Leadership Conversations: Using Constructive-Developmental Theory for Leadership Development

Bill Drath, Center for Creative Leadership, The Evolving Meaning of Leadership

Submitted by Cynthia D. McCauley, mccauley@leaders.ccl.org


40. Symposium: Friday, 12:301:50 Huron

Integrating Theory and Practice in Gender Diversity Initiatives

There has been a proliferation of gender diversity initiatives in organizations with little regard to psychological theory. This symposium unites individuals from academic and applied perspectives to present a review of diversity models, efforts to integrate theory with initiatives, and new theory. An academician and a practitioner will be discussants.

Mark D. Agars, California State UniversitySan Bernardino, Co-Chair

Janet L. Kottke, California State UniversitySan Bernardino, Co-Chair

Rosemary Hays-Thomas, University of West Florida, Approaches to Diversity Management: Solutions in Search of Theory

Robert S. Done, University of Arizona, Barbara A. Gutek, University of Arizona, What Makes a Sexual Harassment Policy Effective?

Amy L. Unckless, Towers Perrin, Mary Cianni, Towers Perrin, Using Theory to Manage Diversity: Some Case Examples

Mark D. Agars, California State UniversitySan Bernardino, Janet L. Kottke, California State UniversitySan Bernardino, An Integrative Model of Diversity

Margaret S. Stockdale, Southern Illinois UniversityCarbondale, Discussant

Mary Cianni, Towers Perrin, Discussant

Submitted by Janet L. Kottke, jkottke@csusb.edu


41. Practitioner Forum: Friday, 12:301:50 Kent

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

Todays clients demand quicker turnaround on deliverables and increased flexibility, balanced with the need to be cost effective. This panel of consultants will discuss how technology, tools, and practical constraints impact their practice. Emphasis will be placed on balancing theory and practice in light of todays constraints and environment.

Cheryl S. Toth, IBM, Chair

Michelle Page-Rivera, IBM Corp, Vicki L. Flaherty, IBM, Test Development Challenges in a Technology

Randall H. Lucius, Fitability Systems, A Scientist/Practitioner Working in a .com World: Triumphs and Tribulations

William H. Newbolt, Burke Strategic Consulting Group, Is the Pendulum Swinging Back? Should It?

Andrew L. Solomonson, Right Management Consultants, P. Gail Wise, Right Management Consultants, From the Trenches: Selection and Competency Modeling Challenges

Cheryl S. Toth, IBM, Discussant

Submitted by Cheryl S. Toth, ctoth@us.ibm.com


42. Practitioner Forum: Friday, 1:002:20 Grand Centre

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

This forum will explore cut scores in the public and private sectors in terms of communicating the need for cut scores to key stakeholders, evaluating the impact of cut scores on organizational outcomes, and using statistical procedures to set and evaluate cut scores for selection and training.

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

Wanda J. Campbell, Edison Electric Institute, Providing Organizations with Information Necessary to Establish and Modify Cutoff Scores

William Shriner, Oakland County, Michigan, Evolution of Cut Score Methodologies in a Public-Sector Environment

Amy K. Shriner, DTE Energy, Cut Scores in Training: Who Makes the Grade?

Julia McElreath, U.S. Immigration & Naturalization Service, J. Anthony Bayless, U.S. Immigration & Naturalization Service, Susan M. Reilly, U.S. Immigration & Naturalization Service, Lisa M. Malik, U.S. Immigration & Naturalization Service, Projecting the Impact of Cut Scores on Organizational Outcomes

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

Submitted by Julia McElreath, julia.m.mcelreath@usdoj.gov


43. Panel Discussion: Friday, 1:002:50 Conference D/E

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

The 1999 Institute of Medicine report raised public awareness about the need for research on preventing medical error, but where are the I-O psychologists? This panel will discuss the application of I-O research to the medical setting in areas like safety climate/culture, leadership, error management, and causal attributions of error.

David A. Hofmann, University of North Carolina, Co-Chair

Joann Speer Sorra, Westat, Co-Chair

David A. Hofmann, University of North Carolina, Panelist

Joann Speer Sorra, Westat, Panelist

Michael Frese, University of Giessen, Panelist

Bradford S. Bell, Michigan State University, Panelist

Daniel R. Ilgen, Michigan State University, Panelist

Submitted by Joann Speer Sorra, joannsorra@westat.com


44. Symposium: Friday, 1:002:50 Dominion South

Alternate Approaches to Examining Assessment Center Construct Validity

Despite their continued popularity, there is still much debate about what assessment centers (ACs) actually measure. The search for AC construct validity has recently stimulated various streams of research activity. This symposium brings together presenters from the various streams who address more promising approaches for reexamining this 20-year-old issue.

Jeffrey D. Kudisch, University of Southern Mississippi, Chair

David J. Woehr, University of Tennessee, Winfred Arthur, Texas A&M University, Mark C. Bowler, University of Tennessee, An Examination of the Impact of Methodological Factors on Assessment Center Validity

Jeffrey D. Kudisch, University of Southern Mississippi, Brian Hoffman, University of Southern Mississippi, Examining the Relationship Between AC Final Dimension Ratings and External Measures of Cognitive Ability and Personality

Ronald E. Riggio, Claremont McKenna College, Deidra J. Schleicher, University of Tulsa, Bronston T. Mayes, California State UniversityFullerton, Exploring Construct Validity in a Student Assessment Center

Sarah A. Strupeck, University of Tulsa, Wayne R. Edwards, University of Tulsa, Deidra J. Schleicher, University of Tulsa, Maynard Goff, Personnel Decisions International, A Facet Approach to Assessment Center Construct Validity

Robert T. Ladd, University of Tennessee, Erin K. P. Atchley, University of TennesseeKnoxville, Laura A. Gniatczyk, Arvin Meritor, Inc., Lauren B. Baumann, Cincinnati Center-Management/Exec Dev, An Evaluation of the Construct Validity of an Assessment Center Using Multiple Regression Importance Analysis

George C. Thornton, Colorado State University, Discussant

Submitted by Jeffrey D. Kudisch, j.kudisch@usm.edu


45. Roundtable: Friday, 1:002:20 Simcoe/Dufferin

Teaching Your First Doctoral Seminar:  A Conversation About Teaching Excellence

Few graduate programs provide training in teaching doctoral seminars. This roundtable will thus focus on seminar preparation and execution. Each host (teaching award winners and curriculum experts) has prepared a sample course pack of a syllabus, assignments, and exams, which can be used as models in preparing ones own first seminar.

Marcus W. Dickson, Wayne State University, Co-Host

Paul J. Hanges, University of Maryland, Co-Host

Jeffrey M. Stanton, Syracuse University, Co-Host

Janet L. Barnes-Farrell, University of Connecticut, Co-Host

Submitted by Marcus W. Dickson, marcus.dickson@wayne.edu


46. Poster Session: Friday, 1:002:20 Sheraton Hall

Attitudes and Stress

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

An exploratory factor analysis (N = 358) found 3 factors (social discomfort, empathy, fear of having a disability) underlying the Interaction with Disabled Persons Scale (Gething, 1991). A confirmatory factor analysis conducted on an independent sample (N = 272) confirmed the model. Further, these factors were found reliable and differentially predictive of relevant criteria.

Adrian Thomas, Western Kentucky University

Jerry K. Palmer, Eastern Kentucky University

Carla Coker-Juneau, Louisiana Tech University

Mellie Pries, Southeastern Louisiana University

Submitted by Adrian Thomas, adrian.thomas@wku.edu  

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

After modifying the affective events theory (AET; Weiss & Cropanzano, 1996) model, it was tested using structural equation modeling on two different samples. The results suggest that job affect influences spontaneous behaviors, as expected. However, contrary to the predictions of AET, job affect also predicts job withdrawal intentions.

Liberty Munson, Boeing Company

Submitted by Liberty Munson, Liberty.J.Munson@Boeing.com  

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

This study examined the mediational role of unmet expectations, trust, and job satisfaction in the relationship between psychological contract violation and negative employee behaviors. Using a sample of employees from a number of different industries, evidence was found for the existence of unmet expectations and trust in the relationship.

Judy Eaton, York University

Ward Struthers, York University

Submitted by Judy Eaton, jeaton@yorku.ca  

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

We propose ambient stress as a new group-level stress construct. We compared individual and ambient stressor effects on soldier readiness, attachment, and well-being in a large military sample. Both types of stressors accounted for unique variance in several individual outcomes. We discuss implications for research and military personnel management.

Jennifer Sommers, Portland State University

Jeffrey L. Thomas, U.S. Army Medical Research UnitEurope

Robert R. Sinclair, Portland State University

Submitted by Jennifer Sommers, jsommers@pdx.edu  

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

Data were gathered from university students in three studies. Correlations among cynicism, affective commitment, and perceived organizational support (POS) were computed. Cynicism mediated the relation between POS and affective commitment. Implications include the notion that cynicism toward an organization is a function of a lack of POS.

Craig V. King, POPULUS

Karen Dietz, Boise State University

Steven Thurber, Boise State University

Clive Fullagar, Kansas State University

Submitted by Craig V. King, CVKing@POPULUS.com  

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

This field study examined applicant reactions (N = 970) toward face-to-face as compared to technology-mediated interviews (through videoconferencing or by telephone) at over 300 organizations. Face-to-face interviews were perceived as fairer and led to higher job acceptance intentions than videoconferencing and telephone interviews; perceived interview difficulty did not differ across interview medium.

Derek S. Chapman, University of Calgary

Krista L. Uggerslev, University of Calgary

Jane Webster, Queens School of Business

Submitted by Krista L. Uggerslev, kuggersl@ucalgary.ca  

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

Monetary incentives have been shown to increase survey return rates in public surveys. No research has demonstrated this finding for internal company-wide surveys. A total of 7,268 employees at an international retailer were sent a training-needs survey, some of whom received a dollar. The $1 incentive increased response rates by 37%.

Stuart D. Sidle, DePaul University

Dale S. Rose, 3-D Group

Kristin Griffith, Rice University

Submitted by Dale S. Rose, drose@3Dgroup.net  

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

This study proposes that temporary workers attitudes toward dependability can be predicted by using biodata. Six of seven biodata variables tested were consistent with our hypotheses on one or more of four dependability measures. Attitudes towards dependability were associated with education level and parental or guardian upbringing practices.

Andrea M. Markowitz, OB&D, Inc.

Emily Anzalone, University of Baltimore

Submitted by Andrea M. Markowitz, ammarkowitz@att.net  

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

Affective events theory posits that the relationship between work events and attitudes is mediated by affective reactions to those events. Using an experimental model, where events were manipulated to generate emotional reactions, we show that the effects of events on task satisfaction and behavioral intentions are mediated by affective reactions.

Michael E. OShea, University of QueenslandAustralia

Neal M. Ashkanasy, University of QueenslandAustralia

Cynthia Gallois, University of QueenslandAustralia

Charmine E. J. Hartel, University of QueenslandAustralia

Submitted by Neal M. Ashkanasy, n.ashkanasy@gsm.uq.edu.au  

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

The present study tested a transactional stress model for organizational change including the interaction effect of sex. Data consisted of self-report surveys from 804 Veteran Affairs employees. Study results supported the proposed model and sex as a moderator. Further investigation of the model using multiple measures and methods is needed.

Jennifer M. Kohler, St. Louis University

David C. Munz, St. Louis University

Submitted by Jennifer M. Kohler, Kohlerjm@slu.edu  

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

This study examined the role of discrimination perceptions in determining affirmative action attitudes from a justice perspective. A structural equations model (n = 345) supported prejudice as an antecedent and found that perceived discrimination was negatively related to fairness judgments of opportunity enhancement programs but positively to evaluations of preferential treatment programs.

Larissa L. Phillips, Central Michigan University

Neil D. Christiansen, Central Michigan University

Submitted by Larissa L. Phillips, phill1ll@cmich.edu  

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

This study investigated the role of negative affectivity (NA) in job-stress research, using a sample of 2,929 public sector middle managers. Two hypotheses were tested: that NA acts as a biasing variable, and that NA acts as a substantive variable operating through the hyper-responsivity mechanism. Neither hypothesis was supported.

Aimee Williamson, Saville and Holdsworth Ltd.

Jane Carstairs, Macquarie University

Submitted by Jane Carstairs, jane.carstairs@mq.edu.au  

46-13 Measuring the Job Satisfaction of Telecommuting

The purpose of this study is to examine the relevance and representativeness of traditional measures of job satisfaction such as the JDI and the MSQ for telecommuting employees and create a job-satisfaction measure tailored to telecommuting employees.

Tina J. Swenson, Christopher Newport University

Diane Catanzaro, Christopher Newport University

Submitted by Diane Catanzaro, catanzar@cnu.edu  

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

We compared fairness reactions to situational and experience-based interviews among a sample of 115 college students in a simulated hiring scenario. Although participants preferred the experience-based interview in terms of process fairness, work experience moderated the effects of interview type on outcome fairness.

Donald M. Truxillo, Portland State University

Talya N. Bauer, Portland State University

Daniel C. Kuang, Portland State University

David E. Ostberg, Unicru, Inc./Portland State University

Submitted by Donald M. Truxillo, truxillod@pdx.edu  

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

This study examined the longitudinal effects of job demands and social support on employees stress and health among 496 employees in China. Results show that job demands had curvilinear relationships with stress and health. Moreover, the study found that social support moderated the relationship between job demands and health consequences.

Jia L. Xie, University of Toronto

John Schaubroeck, Drexel University

Submitted by Jia L. Xie, xiejL@rotman.utoronto.ca  

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

The effect of gender, interpersonal effectiveness, and their interaction on applicants reactions was investigated. Results indicated a significant main effect of interpersonal effectiveness on perceptions of the test administrator, impressions of the organization, and self-esteem, but no gender or interactive effects.

Casey B. Schurkamp, Michigan State University

Neal W. Schmitt, Michigan State University

Submitted by Casey B. Schurkamp, schurkam@msu.edu  

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

Six meta-analyses were conducted to estimate the correlation across four dimensions of pay satisfaction as assessed by the Pay Satisfaction Questionnaire (PSQ). Across 24 to 28 samples (Ns ranging from 9,236 to 10,926), mean observed correlations ranged from .39 to .70, and reliability corrected correlations ranged from .43 to .83.

Amy Rachelle Cooper, Florida International University

Chockalingam Viswesvaran, Florida International University

Submitted by Amy Rachelle Cooper, cutcoqueen@aol.com  

46-18 Employee Envy: Mediators and Moderators

Although a common phenomenon, explanations of workplace envy are rare. Four hypotheses were derived for understanding employee envy. Results for employed MBA students (on self-esteem, sense of control, and envy) with mediator and moderator analyses supported predicted relationships. Findings indicate the utility of envy for explaining reactions to interpersonal stress.

Robert P. Vecchio, University of Notre Dame

Submitted by Robert P. Vecchio, Vecchio.1@nd.edu  

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

This study tests hypotheses regarding interviewer-related factors that discourage structured interview usage among HR representatives. Concerns regarding discretion, personal contact, time efficiency, and self-perceptions of being good judges of character are negatively related to structured interview usage, whereas participation in interviewing workshops and being conventional have positive relations.

Filip Lievens, Ghent University

Anneleen De Paepe, Ghent University

Submitted by Filip Lievens, filip.lievens@rug.ac.be  

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

Using a multivariate second order factor latent growth modeling approach, we examined (a) the true change in the dimensions of organizational commitment and how the intraindividual change in commitment levels across time predicted turnover and (b) how change in each commitment dimension is related to change in the other dimensions.

Kathleen Bentein, Catholic University of Louvain

Robert J. Vandenberg, University of Georgia

Christian Vandenberghe, Catholic University of Louvain

Florence Stinglhamber, Catholic University of Louvain

Submitted by Christian Vandenberghe, delobbe@rehu.ucl.ac.be  

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

Three longitudinal studies investigated the usefulness of distinguishing among employees affective commitments to the organization, supervisor, and workgroup. Study 1 found these commitments to relate differentially to theorized antecedents. Organizational commitment was a strong predictor of turnover (Study 2) and commitment to the supervisor of job performance (Study 3).

Christian Vandenberghe, Catholic University of Louvain

Kathleen Bentein, Catholic University of Louvain

Florence Stinglhamber, Catholic University of Louvain

Submitted by Christian Vandenberghe, delobbe@rehu.ucl.ac.be  

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

We tested the happy/productive worker thesis by (a) assessing the relationship between job satisfaction and performance and (b) assessing the relationship between psychological well-being and performance. Results were supportive. Hierarchical regression analyses determined that both psychological well-being and job satisfaction accounted for incremental amounts of variance in job-related performance ratings.

Thomas A. Wright, University of NevadaReno

Russell S. Cropanzano, Colorado State University

Submitted by Russell S. Cropanzano, russell@lamar.colostate.edu  

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

This study tests a model that integrates the faking literature with organizational justice theory in selection contexts. Results indicate that perceptions of the process fairness of a selection procedure relate to applicant faking behavior, such that those who have more favorable perceptions of fairness are less likely to fake.

Lynn A. McFarland, George Mason University

Submitted by Lynn A. McFarland, lmcfarla@gmu.edu  

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

The effects of aesthetic and semantic characteristics of corporate Web sites on job-seeker attraction was examined. Participant reactions to the aesthetic properties of corporate Web sites accounted for a larger proportion of variance in employment-pursuit intentions than perceptions of organizational characteristics. This finding is consistent with prior theoretical work.

Richard T. Cober, University of Akron

Doug J. Brown, University of Waterloo

Paul E. Levy, University of Akron

Alana J. Blumental, University of Akron

Jen Kermes, University of Akron

Daniel Baznik, University of Akron

Submitted by Richard T. Cober, rcober@uakron.edu  

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

Many organizations are putting their employee surveys online. We investigated workers reactions to this trend by examining a military organizations transition to Web-based personnel surveys. Despite some initial anonymity concerns, opinion data from military and civilian employees, which were gathered before and during implementation, suggested the electronic survey was well-received.

Lori Foster Thompson, East Carolina University

Eric A. Surface, North Carolina State University

Don L. Martin, Consolidated University Consortium

Michael G. Sanders, U.S. Army Research Institute

Submitted by Lori Foster Thompson, FosterL@mail.ecu.edu  

46-26 Affect in the Workplace

In support of affective events theory, the present research found that some job behaviors (organizational citizenship behavior and work withdrawal) are primarily consequences of affect, while others (job withdrawal) are primarily consequences of job attitudes. We also present preliminary evidence that emotional labor is related to affect and job attitudes.

Sharmin Spencer, University of Illinois

Reeshad S Dalal, University of Illinois

Submitted by Fritz Drasgow, fdrasgow@uiuc.edu  

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

Relationships among union experiences, pro-union attitudes and pro-union behaviors at both individual and local-district levels of analysis were hypothesized and tested. Evidence from individuals and aggregates supports homologous constructs and processes at the two levels.

Daniel A. Newman, Pennsylvania State University

Paul Tesluk, University of Maryland

James L. Farr, Pennsylvania State University

Submitted by Daniel A. Newman, dan148@psu.edu  

46-28 In Search of the Beauty is Beastly Effect

Conflicting heuristics in the physical attractiveness bias literaturethe what is beautiful is good stereotype, and the beauty is beastly effect were tested in a stimulus sampling procedure using over 200 photographs. Stimuli were rated on attractiveness and on employment suitability for male and female sex-typed jobs.

Ken E. Podratz, Rice University

Robert L. Dipboye, Rice University

Submitted by Ken E. Podratz, podratz@rice.edu  

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

Student contact and personality factors were significantly related to job burnout. However, coping had a significant moderating effect on these relationships. Results of the current study indicated that the effectiveness of coping strategies on reducing job burnout varied by the type of individual and the surrounding pressures from the environment.

Terrance W. Gaylord, BellSouth

David S. Gill, Kansas State University

Ronald G. Downey, Kansas State University

Submitted by Ronald G. Downey, downey@ksu.edu  

46-30 Generalizability of the MBI Measures to South Korea

Antecedents and consequences of burnout were investigated using 267 South Koreans. Customer Contact and MBI were translated into Korean and had similar measurement characteristics and structures to U.S. samples. Work overload and customer contact were found to be related to burnout which was related to involvement and turnover intention.

Kang-Hyun Shin, Kansas State University

Ronald G. Downey, Kansas State University

Submitted by Ronald G. Downey, downey@ksu.edu  

46-31 Beliefs About Computers and Organizational Implications

Different aspects of computer self-efficacy beliefs are linked to important outcome variables affecting use of and resistance to information technology. The implications of these findings regarding training and technology support in organizations are discussed, and avenues for future research are suggested.

Michael J. Gundlach, Florida State University

Jason B. Thatcher, Florida State University

Submitted by Michael J. Gundlach, mjg1052@garnet.acns.fsu.edu  

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

Job satisfaction is one of the most researched variables in industrial-organizational psychology, yet the research has produced few answers. A fresh approach was taken in this study, based on the theorizing of Carol Gilligan. Regression analyses revealed a significant three-way interaction between ethic of care opportunity, gender, and relational self-definition.

Jessica H. Carlson, University of Connecticut

Steven Mellor, University of Connecticut

Submitted by Jessica H. Carlson, Jessica.Carlson@uconn.edu  

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

This study used a thought listing protocol to compare situational and behavioral structured interview questions in terms of interviewee thought processes and interviewee reactions to the interview questions. Results suggest that there are substantial differences in the respondents cognitive processes evoked by these interview question types.

Kevin M. Bradley, Virginia Tech

Submitted by Kevin M. Bradley, kbradley@vt.edu 

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

The current study assessed the psychometric properties of the 83 items in the Applicant Reaction Scales. Based on principal components analyses and reliability analyses, 13 scales emerged. Scales demonstrated distinct factor loads and solid internal consistency estimates. Convergent validity was assessed by comparing the ARS with the Selection Fairness Survey.

Jana Bunkley Fallon, ePredix

Stephen W. Gilliland, University of Arizona

Markus Groth, University of New South Wales

Jennifer Ferreter, ePredix

Submitted by Jennifer Ferreter, jennifer.ferreter@epredix.com 

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

There is evidence that predictive validity can be enhanced by designing personality tests that evoke particular cognitive response processes. This study utilized a simulated selection setting to examine the effect of item characteristics and warnings against faking on the thought processes underlying personality-test responses and item-response alternative endorsements.

Kevin M. Bradley, Virginia Tech

Patrick Gavan OShea, American Institutes for Research

Neil M. A. Hauenstein, Virginia Tech

Submitted by Kevin M. Bradley, kbradley@vt.edu 

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

Using a measure being developed for the workplace, this study examined the prevalence of negative attitudes towards people with disabilities along two dimensions: general affect and work and policy issues. The findings indicate that negative attitudes are most prevalent among males and new business and law graduates entering the workforce.

Greg A. Barnett, Hogan Assessment Systems

William D. Fleming, Hogan Assessment Systems

Submitted by Greg A. Barnett, drpanker@home.com 

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

Item response theory was used to examine item parameters and item and test information functions for shortened versions of Allen and Meyers (1990) affective and continuance commitment scales. Results indicated acceptable item parameters; however item information was not available for a broad range of the affective and continuance commitment continua.

Jason M. Etchegaray, University of Houston

Barbara B. Ellis, University of Houston

Submitted by Jason M. Etchegaray, JasonEtchegaray@yahoo.com 

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

The present study examined whether employees differentiate between three social exchange variables: perceived organizational support, team-member exchange, and leader-member exchange. The results demonstrated that team-member exchange is distinct from perceived organizational support and leader-member exchange, and accounts for unique variance in predicting the altruism dimension of organizational citizenship behavior.

Jason M. Etchegaray, University of Houston

Leah Paige Toney, University of Houston

Lacey L. Schmidt, University of Houston

Edwin de Jose Sellas, University of Houston

Lois E. Tetrick, University of Houston

Submitted by Jason M. Etchegaray, JasonEtchegaray@yahoo.com 

46-39 Fulfillment of the Psychological Contract: Measurement Issues

Two studies explore how measures of psychological contract fulfillment (expectations, met-expectations, perceived organizational inducements and sufficiency) are related to affective organizational commitment. Most support was found for a measure in terms of perceived organizational inducements and sufficiency. Sufficiency functioned as mediator in the relationship between inducements and commitment.

Brigitte E. H. Ten Brink, Vrije Universiteit

Deanne N. Den Hartog, Vrije Universiteit

Paul L. Koopman, Vrije Universiteit

Jaap J. VanMuijen, LTP

Submitted by Brigitte E. H. Ten Brink, beh.ten.brink@psy.vu.nl 

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

This study looks at an organizations adaptation to Internet access over time (pre-, during-, and post-implementation). Unit-level stress, workload management, and job satisfaction are analyzed at three periods. The 72 work units displayed decreasing levels of stress from pre-implementation. Job satisfaction perceptions improved consistently across time.

Tracey E. Rizzuto, Pennsylvania State University

Robert J. Vance, Vance & Renz, LLC

Susan Mohammed, Pennsylvania State University

Submitted by Tracey E. Rizzuto, ter128@psu.edu 

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

This study adopted a person-organization fit framework to examine whether employees perceptions of organizational strategy for adaptation predicted (a) their commitment to the organization and (b) their intentions to stay and whether these two relationships were moderated by perceived alternative jobs. Support was found for both hypotheses.

Nancy Da Silva, San Jose State University

Andrew Thomas, San Jose State University

Leticia Mayoral, San Jose State University

Mariko Yoshihara, San Jose State University

Jennifer Hutcheson, Dell Computer Corporation

Submitted by Nancy Da Silva, ndasilva@email.sjsu.edu 

46-42 Development and Validation of a Measure of Task

Although task satisfaction is commonly used as a variable in various laboratory experiments, a consistent and unified approach to measuring the construct across settings (and disciplines) does not exist. This study used a theoretically driven, multistep validation process to create a widely applicable measure of satisfaction with laboratory tasks.

Steven S. Russell, Bowling Green State University

Jeffrey M. Stanton, Syracuse University

Eyal Grauer, Bowling Green State University

Julie A. Fuller, Bowling Green State University

Craig Crossley, Bowling Green State University

Patricia C. Smith, Bowling Green State University

Submitted by Steven S. Russell, sruss@bgnet.bgsu.edu 

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

We studied the effects of social information on fairness perceptions and reactions. Participants overheard peers discussing an authoritys reputation (unfair, fair, or control). The authority then either did or did not provide a social account for an unfavorable event. Peers fairness perceptions interacted with authoritys treatment to predict participants retaliation.

David A. Jones, University of Calgary

Daniel Skarlicki, University of British Columbia

Submitted by David A. Jones, dajone@ucalgary.ca 

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

This study evaluated the simultaneous effects of a number of situational and dispositional factors related to reactions to the employment interview. Results established support for the effects of interview structure and procedural justice as predictors of reactions, and a moderating effect of self-efficacy on the structure-reactions relation.

Eric M. Dunleavy, University of Houston

Sylvia J. Hysong, University of Houston

Submitted by Eric M. Dunleavy, edunleavy@hotmail.com 

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

In this study, we examined a theoretical model that integrates organizational climate, job satisfaction, contextual performance behaviors, and customer satisfaction. Structural equation analyses showed that turnover intentions and the extent to which employees focused on helping one another, rather than customers, influenced customers satisfaction with the organizations products and services.

Peter M. Hart, Insight SRC Pty Ltd

Rachael H. Palmer, Insight SRC Pty Ltd

Stephanie Christie, Royal Automobile Club of Victoria

Deirdre Lander, Royal Automobile Club of Victoria

Submitted by Peter M. Hart, hart@insightsrc.com.au 

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

Participants took a computer-adaptive test (CAT) that varied in length. The results suggest that extremely short CATs are viewed more unfairly because examinees do not feel they had sufficient opportunity to perform on the test. However, providing information regarding how CATs work ameliorates some of the negative effects.

Scott Tonidandel, Rice University

Miguel A. Quinones, Rice University

Submitted by Scott Tonidandel, sctonid@rice.edu 

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

Reactions of 272 future job applicants to either a face-to-face or videoconferencing strategy were measured. Results suggest a preference for the face-to-face vignette, possibly due to lack of cues perceived during the interview, leading to a negative effect on perceptions. Individuals level of self-consciousness did not play a moderating role.

Victoria C. Quintero, California State UniversitySacramento

Oriel J. Strickland, California State UniversitySacramento

Submitted by Oriel J. Strickland, ojstrick@csus.edu 

46-48 Trust and Social Exchange in Psychological Contract-Performance Relations

Using a social-exchange framework, we explored the impact of trust on the mediating effect of psychological contracts in relations between organizational inducements and both in-role and extra-role performance. High-trust employees reactions to inducements differed from those of low-trust employees with stronger links to relational contracts and performance.

Greg Irving, Wilfrid Laurier University

Ian R. Gellatly, University of Alberta

Submitted by Greg Irving, girving@wlu.ca 

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

Hierarchical multiple regression analysis was used to assess the joint and separate effects of perceived employer obligations and perceived employee experiences on a variety of work attitudes. This approach to assessing psychological contract breach suggested that experiences alone influence overall levels of attitudes, although breach might predict temporal attitudinal changes.

Samantha Montes, University of Waterloo

Greg Irving, Wilfrid Laurier University

D. Ramona Bobocel, University of Waterloo

Submitted by Greg Irving, girving@wlu.ca 

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

The main purpose of the survey study was to examine if individualismcollectivism (IC) could predict job satisfaction and OCB. Participants were 162 employees of several organizations in the southeastern area of the United States. Collectivism was found to have significant relationships with both job satisfaction and OCB.

Shaobang Sun, HumRRO

Submitted by Shaobang Sun, ssun@humrro.org

46-51 Psychometric Assessment of a Scale Measuring Somatic Health

We evaluated the psychometric properties of a somatic health scale. Exploratory and confirmatory factor analyses of the measure revealed four dimensions of somatic health. The factor structure, along with correlations between the somatic health dimensions and a measure of psychological health, provide evidence of the scales construct validity.

Aaron Schat, University of Guelph

E. Kevin Kelloway, St. Marys University 

Submitted by Aaron Schat, aschat@uoguelph.ca 

46-52 Antecedents and Consequences of Emotional Display Rule Perceptions

Display rules define the emotional displays that are appropriate at work. Study results showed that perceived display rules are influenced by occupational differences, supervisor display rule perceptions, and individual personality. Perceived display rules, in turn, impact job satisfaction and coworker ratings of emotional display management behaviors on the job.

James M. Diefendorff, Louisiana State University

Erin M. Richard, Louisiana State University

Submitted by James M. Diefendorff, jdiefen@lsu.edu 

47. Symposium: Friday, 1:302:50 Civic Ballroom

Multifoci Justice: Empirical Tests and Conceptual Advances

This symposium will explore the impact of different foci or sources of (in)justice. Taken together, the four empirical papers presented here examine the effect of the supervisor, the structure of the organization, and the immediate work team on effective job performance and organizational citizenship behaviors.

Russell S. Cropanzano, Colorado State University, Chair

Steven Blader, New York University, How do Employees Define Procedural Justice? Procedural Function and Source as Dimensions of Procedural Justice Evaluations

Marshall Schminke, University of Central Florida, Organization Structure and Fairness Perceptions: The Moderating Effects of Organization Level

Jason A. Colquitt, University of Florida, On the Meaning of Justice in Individual Versus Team Contexts

Deborah E. Rupp, Colorado State University, Multifoci Organizational Justice and Psychological Contracts

Submitted by Russell S. Cropanzano, russell@lamar.colostate.edu


48. Panel Discussion: Friday, 2:002:50 Conference F

Long-Term Scientific Collaboration: What Makes it Work?

Long-term collaboration between scholars is relatively rare. In this panel discussion, Lyman Porter will host a discussion with Ed Locke and Gary Latham concerning the reasons behind their successful 25-year collaboration. Porter will pose a series of questions to each panelist and then discuss his own 12-year collaboration with Ed Lawler.

Lyman W. Porter, University of CaliforniaIrvine, Chair

Gary P. Latham, University of Toronto, Panelist

Edwin A. Locke, University of Maryland, Panelist

Lyman W. Porter, University of CaliforniaIrvine, Discussant

Submitted by Edwin A. Locke, elocke@rhsmith.umd.edu


49. Special Event: Friday, 2:002:50 Essex

Distinguished Professional Contributions Award Optimism: Free and Cost Effective

When data from psychological surveys are arranged in an appropriate manner within organizations, a Hierarchy Effect inevitably appears. People in more favored situations, such as higher ranks or pay grades, respond more optimistically. The effect is particularly prominent among individuals in leadership positions. While the most apparent explanation, Being at the top leads to optimism, is quite seductive, an alternative explanation,Optimistic people more often make it to the top, is also quite appealing.

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

David P. Campbell, Center for Creative Leadership, Presenter


50. Symposium: Friday, 2:002:50 York

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

Cognitive ability is an important predictor of individual job performance. Presented here are validity generalization analyses from European countries, a second order meta-analyses of the existing meta-analyses on American samples, the applicability of cognitive ability tests developed in educational settings for predicting job performance, and bias analyses in European contexts.

Chockalingam Viswesvaran, Florida International University, Chair

Jesus F. Salgado Velo, University. Santiago, Neil R. Anderson, Goldsmiths College, International Validity Generalization of GMA in the European Community Countries

Jan te Nijenhuis, University of Amsterdam, Use of Cognitive Ability Tests for the Assessment of Third World Immigrants

Nathan R. Kuncel, University of Minnesota, Sarah A. Hezlett, Questar Data Systems, Deniz S. Ones, University of Minnesota, The Validity of the Miller Analogies Test in Educational and Work Settings: A Meta-Analysis

Frank L. Schmidt, University of Iowa, Discussant

Submitted by Chockalingam Viswesvaran, vish@fiu.edu


51. Practitioner Forum: Friday, 2:002:50 Elgin

The Employer of Choice Concept: Applied Research and Case Studies

Explores Employer of Choice (EoC) via applied research and case studies. Papers present definition in organization research and common drivers of EoC, desired employment branding factors, creating EoC through job design, using EoC as a means to other strategic ends, and changes in desired EoC factors over time.

Jeffrey A. Jolton, Genesee Survey Services, Inc., Chair

Jeffrey A. Jolton, Genesee Survey Services, Inc., Paul M. Mastrangelo, University of Baltimore, Wendi J. Everton, Eastern Connecticut State University, Determinants of Employer of Choice: Cross Industry Comparisons of Definitions and Models

Andrew L. Solomonson, Right Management Consultants, Employment Brand Attributes: What Brand is Desired by High-Value Talent and How Well are Organizations Delivering?

Toni E. Lesowitz, Lesowitz Group, Inc. (LGI), William J. Kosik, OWP&P Engineers, Inc., Integrating Employer of Choice into Organizational Design: A Case Study

DeeAnn Gehlauf, Gehlauf & Associates, Inc., Employer of Choice to Provider of Choice: Creating Value in the Healthcare Industry

Peter D. Bachiochi, Eastern Connecticut State University, Various and Varying Factors in Attraction to Employers of Choice

Paul M. Mastrangelo, University of Baltimore, Discussant

Submitted by Jeffrey A. Jolton, jeff.jolton@gensurvey.com


52. Practitioner Forum: Friday, 2:002:50 Wentworth

An Innovative Approach to 360-Degree Feedback at American Express

In todays economic environment, leadership is more important then ever. American Express recently redesigned 360-degree feedback process has resulted in substantial cost savings, a streamlined process and greater developmental value. Through innovative technical solutions, response rates and user satisfaction have increased and leadership feedback development has improved.

Mary J. Delaney, American Express, Chair

Anne Marrelli, American Express, Discussant

Marjorie L. Randall, American Express, Discussant

Submitted by Mary J. Delaney, Mary.J.Delaney@aexp.com


53. Symposium: Friday, 2:002:50 Kenora

Cultivating a Diverse Workforce: Pitfalls and Potential Treasure

Personnel psychologists often find that the goal of cultivating a diverse workforce can compete with the goal of hiring the most skilled workers. This symposium presents research which points out a potential pitfall as well as potential treasure when reconciling these goals, as well as suggestions for future research.

Corey E. Miller, Wright State University, Chair

Nicole M. Dudley, George Mason University, Lynn A. McFarland, George Mason University, Scott A. Goodman, SHL, Social Desirability Scales: Do Race Differences Exist?

Patrick F. McKay, University of WisconsinMilwaukee, Dennis Doverspike, University of Akron, Doreen Bowen-Hilton, Fayetteville State University, Quintonia D. McKay, Elmbrook Memorial Hospital, An Application of Stereotype Threat Theory to Personnel Selection

Corey E. Miller, Wright State University, Anupama Narayan, Wright State University, Mark Palumbo, Wright State University, Esteban Tristan, Wright State University, An Examination of the Antecedents of Commitment to Diversity

Dennis Doverspike, University of Akron, Discussant

Submitted by Corey E. Miller, corey.miller@wright.edu


54. Practitioner Forum: Friday, 2:002:50 Kent

Talent Management in Todays Workforce:  Employee Perspectives and Organization

In the past few years, market conditions have forced an increased focus on strategies for managing talent in organizationsprimarily to retain and motivate key employees. This forum will discuss research on three labor market trends as well as evolving strategies to retain key talent in two Fortune 500 organizations.

Edie L. Goldberg, EL Goldberg & Associates, Chair

Edie L. Goldberg, EL Goldberg & Associates, Talent Management: Understanding the Perspective of Todays Workforce

Linda S. Simon, America Online Inc., Jeffrey A. Smith, Personnel Decisions International, Recruitment and Retention Strategies at America Online

Rebecca L. Anhalt Borden, Sun Microsystems, Inc., Adapting Strategies for Talent Management In a Dynamic Economy

Submitted by Rebecca L. Anhalt Borden, rebecca.borden@sun.com


Coffee Break: Friday 3:003:30 Multiple Locations

55. Symposium: Friday, 3:304:50 Grand West

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

Despite its widespread use, not enough is known about what 360-degree feedback really measures and relates to in the workplace. This symposium presents applied research that provides insight into the meaning and usefulness of 360-degree feedback by linking 360 ratings to other measures of individual and organizational behavior.

Toni S. Locklear, Applied Psychological Techniques, Chair

Suzan L. McDaniel, Bristol-Myers Squibb, Steven A. Kortick, Wyeth-Ayerst Pharmaceuticals, John C. Scott, Applied Psychological Techniques, Kevin Tomczak, Applied Psychological Techniques, Leadership Behavior and Organization Culture: A 360 View

Steven R. Gordon, Wilson Learning Corporation, Michael B. Zia Mian, Wilson Learning Corporation, Lisa L. Gabel, An Exploratory Analysis of the Validity of Multi-Rater Feedback and Assessment Center Ratings

Jody Toquam-Hatten, Boeing Company, Joan M. Glaman, Boeing Company, Janis S. Houston, Personnel Decisions Research Institutes, Caroline Cochran, Personnel Decisions Research Institutes, Do Assessment Center Scores Predict Scores from 360 Manager Evaluations?

David W. Bracken, Mercer Delta, Discussant

Submitted by Toni S. Locklear, Tlocklear@appliedpsych.com


56. Practitioner Forum: Friday, 3:305:20 Grand Centre

Making Surveys Matter: Lessons From the Real World

Despite the widespread use of organizational surveys, many people still question their value beyond being simply an expensive barometer check. Drawing on a wide range of internal and external experiences and applied research, this session will explore several different perspectives on making survey efforts more effective in organizational settings.

Allan H. Church, PepsiCo, Chair

Janine Waclawski, PricewaterhouseCoopers, The Role of the Survey Practitioner in Debunking Survey Myths

Robert A. Jako, Kaiser Permanente, Measuring Physician Opinions: Aligning Opinion Surveys with their Organizational Data Market

Jennifer H. Frame, Dow Chemical Company, Michele L. Ehler, The Dow Chemical Company, Conducting Employee Surveys During Mergers and Acquisitions: Pitfalls and Opportunities

Allan H. Church, PepsiCo, David H. Oliver, Frito-Lay, Inc., Does Survey Action Planning Really Make a Difference? The Impact of Taking Action on Employee Attitudes and Business Outcomes

John K. Kennedy, The EmpowerGroup, Ltd., Using Surveys to Institutionalize Values

Leo F. Brajkovich, International Survey Research LLC, Patrick Kulesa, International Survey Research, Efficacious Action Planning: Mapping Your Survey Measures to Your Management User Groups

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

Submitted by Allan H. Church, AllanHC@aol.com


57. Practitioner Forum: Friday, 3:305:20 Grand East

Implementing Organizational Interventions:  Steps, Processes, and Best Practices

While considerable attention has been devoted to the development of technically sound interventions, little attention has been paid to ensuring their survival in organizations. If the benefits associated with these interventions are ever to be fully realized, implementation complexities must be resolved. This forum offers practical guidance for implementation success.

Jerry W. Hedge, Personnel Decisions Research Institutes, Chair

Ben E. Dowell, Bristol-Myers Squibb, Implementing a Succession Planning Process

Mavee V. Park, World Bank, Lennox Joseph, The World Bank, Carolyn Gallagher, The World Bank, Implementing Organizational Change

Paul W. Mulvey, North Carolina State University, Gerald E. Ledford, Sibson & Company, Implementing Reward Systems

Scott Eggebeen, Booz-Allen & Hamilton, Cross-Cultural Implementation

Elaine D. Pulakos, Personnel Decisions Research Institutes, The Role of Organizational Culture in Implementing Interventions

Submitted by Jerry W. Hedge, JerryH@pdi-corp.com


58. Panel Discussion: Friday, 3:304:20 Conference B/C

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

Knowledge management is a hot trend in organizations today. Yet despite its clear role as an organizational change effort, I-O psychologists are surprisingly uninvolved. This panel discussion addresses current trends in knowledge management, as well as how I-O psychologists can help organizations with their knowledge management challenges.

Frank I. Moore, University of Texas Health Science Center, Chair

Sylvia J. Hysong, University of Houston, Panelist

Elizabeth Gibson, RHR International, Panelist

Richard G. Best, University of Texas Health Science CenterSan Antonio, Panelist

Submitted by Sylvia J. Hysong, shysong@uh.edu


59. Symposium: Friday, 3:304:50 Conference D/E

Performance: The Forgotten Criterion Variable in Occupational Stress Research

Working from the premise that too little attention has focused on the impact of job-related stressors on employee performance, this symposium will explore some of the complexities of examining relations between stressors and performance, highlight relevant empirical research being done, and examine directions this research may take in the future.

Gary A. Adams, University of WisconsinOshkosh, Chair

Steve M. Jex, University of WisconsinOshkosh, Greta Lax, University of WisconsinOshkosh, Stress and Performance: A Multiple Criterion Approach

Jeffrey L. Thomas, U.S. Army Medical Research Unit-Europe, Steve M. Jex, University of WisconsinOshkosh, Relations Between Stressors and Job Performance: An Aggregate-Level Investigation Using Multiple Criterion Measures

Paul D. Bliese, Walter Reed Army Institute of Research, Jeffrey L. Thomas, U.S. Army Medical Research UnitEurope, Steve M. Jex, University of WisconsinOshkosh, Job Strain as a Mediator Between Stressors and Performance: Evidence from the Field

Marcie Lepine, Cornell University, Jeffery A. LePine, University of Florida, Christine Jackson, University of Florida, Effects of Challenge and Hindrance Stress on Performance and Strains

Dimitri van der Linden, University of Amsterdam, Michael Frese, University of Giessen, Fatigue, Strategies, and Performance

Carlla S. Smith, Bowling Green State University, Discussant

Submitted by Gary A. Adams, Adamsg@uwosh.edu


60. Symposium: Friday, 3:305:20 Conference F

Personality at Work in a Cross-Cultural Context

Contributions from Belgium, France, South Africa, Spain, and the USA to the study of personality at work in a cross-cultural context are presented. The relationship between the Big Five personality dimensions and job performance and other organizational criteria are analyzed as well as the leadership and customer-service orientation characteristics. The development of an inventory for assessing personality across cultures is illustrated.

Deniz S. Ones, University of Minnesota, Chair

Jesus F. Salgado Velo, University of Santiago de Compostela, Big Five Maximizing the Prediction of Organizational Criteria by Using Composites

Jean-Pierre Rolland, Paris X University, Personality Dimensions and Maladaptative Traits as Predictors of Trait-Like Affects

Filip De Fruyt, Ghent University, Store-Managers Leadership and Customer Service Orientation Characteristics

Joy Fisher Hazucha, Personnel Decisions International, Mark J. Schmit, ePredix, Maynard Goff, Personnel Decisions International, Variations in Personality at Work Across Cultures

Sebastiaan Rothmann, Potchefstroom UniversitySouth Africa, Deon Meiring, South African Police Services, Murray R. Barrick, University of Iowa, Predicting Job Performance Using Personality Measures in South Africa

Murray R. Barrick, University of Iowa, Discussant

Submitted by Jesus F. Salgado Velo, psjesal@usc.es


61. Symposium: Friday, 3:305:20 Conference G

Developmental Experiences and Growing Leadership Capacities: Theoretical and Empirical Perspectives

Developmental work experiences have become increasingly recognized as powerful means of growing key leader attributes. However, a paucity of research exists detailing the influence and moderators of such experiences on leadership criteria. This symposium presents conceptual and empirical research on developmental work experiences, leader attributes, and leadership outcomes.

Stephen J. Zaccaro, George Mason University, Co-Chair

Deanna Banks, Sytex/George Mason University, Co-Chair

Paul Tesluk, University of Maryland, Lisa Dragoni, University of Maryland, Joyce E. A. Russell, University of Maryland, Utilizing Work Experiences to Develop Managerial Talent and the Role of Learning Orientation in Maximizing On-the-Job Learning

Paige Bader, George Mason University, Patrick J. Fleming, George Mason University, Stephen J. Zaccaro, George Mason University, Herbert F. Barber, U.S. Army War College, The Development of Work Experiences on Adaptability

Patricia J. Ohlott, Center for Creative Leadership, Marian N. Ruderman, Center for Creative Leadership, Learning from Life: Turning Lifes Lessons into Leadership Experience

Gilad Chen, Georgia Tech, Richard J. Klimoski, George Mason University, Modeling Early Newcomer Role Performance: The Roles of Distal Individual Differences and Proximal Motivational and Interpersonal Processes

Ellen Van Velsor, Center for Creative Leadership, Discussant

Submitted by Stephen J. Zaccaro, szaccaro@gmu.edu


62. Symposium: Friday, 3:305:20 Essex

Virtually Hired? The Implications of Web Testing for Personnel Selection

Accompanying the obvious conveniences of Internet employment testing are other important concerns, issues, and implications. The following presentations address effects of Internet selection systems on corporate image, Web and paper-and-pencil equivalence of personality tests and biodata, and effects of unsupervised Web testing on cheating and socially desirable test responding.

Frederick L. Oswald, Michigan State University, Co-Chair

Jeffrey M. Stanton, Syracuse University, Co-Chair

Evan F Sinar, Development Dimensions International, Douglas H. Reynolds, Development Dimensions International, Nothing but Net? Corporate Image and Web-Based Testing

Alan D. Mead, Aon Consulting, Mary E. Coussons-Read, University of ColoradoDenver, The Equivalence of Paper- and Web-Based Versions of the 16PF Questionnaire

Kerrie L. Vanden Bosch, Michigan State University, Frederick L. Oswald, Michigan State University, Aaron M. Schmidt, Michigan State University, How Supervision and Web-Based Testing Affect Social Desirability

James C. Beaty, BHC, Inc., Jana Bunkley Fallon, ePredix, William Shepherd, ePredix, Proctored Versus Unproctored Web-Based Administration of a Cognitive Ability Test

Robert E. Ployhart, George Mason University, Jeff A. Weekley, Kenexa, Brian C. Holtz, George Mason University, Cary F. Kemp, George Mason University, Web-Based Versus Paper-and-Pencil Testing: A Comparison of Factor Structures Across Applicants and Incumbents

Michael M. Harris, University of MissouriSt. Louis, Discussant

Submitted by Frederick L. Oswald, foswald@msu.edu


63. Roundtable: Friday, 3:304:50 Windsor

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

This session will inform the audience about the services that local I-O organizations offer, as well as provide a forum for members of local I-O organizations to network and learn both from the improvements these organizations have made and the challenges they face in leading and growing their organizations.

Michelle A. Donovan, Intel Corporation/Bay Area Applied Psychologists, Co-Host

Gary W. Carter, Personnel Decisions Research Institutes/SIOP Visibility Committee, Co-Host

Dale S. Rose, 3-D Group/Bay Area Applied Psychologists, Co-Host

Clyde C. Mayo, Management & Personnel Systems/Texas Industrial-Organizational Psychologists, Co-Host

Richard D. Olson, Olson Consulting Group/Minnesota Professionals for Psychology Applied to Work, Co-Host

Michael C. Helford, Roosevelt University/Chicago Industrial-Organizational Psychologists, Co-Host

Suzanne Tsacoumis, HumRRO/Personnel Testing Council Metropolitan Washington, Co-Host

Janis M. Ward, Independent Management Consultant/Metropolitan New York Association for Applied Psychology, Co-Host

Submitted by Michelle A. Donovan, michelle.a.donovan@intel.com


64. Practitioner Forum: Friday, 3:304:50 York

The Multi Ways of Multi-Grades

Job classification will be discussed integrating research and practice of classification methods and addressing issues facing practitioners. Previous research and new field data on job classification will be presented. Methods used in two government agencies will be compared. Dr. Kenneth Pearlman will integrate discussions and comment on various classification approaches.

Lance E. Anderson, Caliber Associates, Chair

Rebecca R. Harris, Pennsylvania State University, Job Classification Techniques: A Review of the Literature

Candace E. Blair, Pennsylvania State University, The Scoop on Multi-Grade Job Classifications in Organizations

Brian E. Cronin, Pennsylvania State University, Multi-Grade Procedures for a State Personnel Department

Timothy P. McGonigle, Caliber Associates, Factors in Designing Multi-Grade Job Classification Studies

Kenneth Pearlman, Independent Consultant, Discussant

Submitted by Candace E. Blair, ceb190@psu.edu


65. Panel Discussion: Friday, 3:305:20 Dominion North

Legal and Professional Guidelines: What They Do Not Tell Us

This panel discussion will address topics related to common employment process issues for which there is little to no guidance from legal or professional guidelines. The discussion will be focused on best practices related to testing policies, contract workers, transportability, internal/external applicants, and other relevant topics.

P. Richard Jeanneret, Jeanneret & Associates, Inc., Co-Chair

Erika DEgidio, Jeanneret & Associates, Inc., Co-Chair

Wanda J. Campbell, Edison Electric Institute, Panelist

Carol M. Milberger, Self-Employed, Panelist

Vicki S. Packman, Salt River Project, Panelist

Thomas Rauzi, Wachovia, Panelist

Nancy T. Tippins, Personnel Research Associates, Inc., Panelist

Seth Zimmer, BellSouth Corporation, Panelist

Submitted by Erika DEgidio, erikad@jeanneret.com


66. Panel Discussion: Friday, 3:305:20 Dominion South

Every Employee, EverydayHow USPS Saved $75 Millionand Counting

The U.S. Postal Service spent $1.2 billion on sick leave last year. Unscheduled leave is particularly costly. By enhancing supervisors skills and using innovation information technology tools, USPS is reducing absenteeism by up to 50%. Productivity and morale are increased as employees are held more accountable for attendance and performance.

Ann M. Quigley, National Skill Standards Board, Chair

Ronald Henderson, U.S. Postal Service, Panelist

Michael Paolella, U.S. Postal Service, Panelist

Rich Peterson, U.S. Postal Service, Panelist

Carolyn Napier, U.S. Postal Service, Panelist

Submitted by Ann M. Quigley, aquigley@email.usps.gov


67. Master Tutorial: Friday, 3:304:50 Elgin

Nonlinear Dynamics in Work Organizations: The First 20 Years

A nonmathematical presentation of concepts such as attractors, bifurcations, chaos, self-organization, catastrophe, and fractal dimension, and how they have advanced knowledge concerning organizational change, motivation, creativity, coordination, leadership emergence, hierarchical processes, and the control of dynamics. Applications with the strongest empirical support and strongest internal connectivity are emphasized.

Stephen J. Guastello, Marquette University, Presenter

Submitted by Stephen J. Guastello, stephen.guastello@marquette.edu


68. Practitioner Forum: Friday, 3:304:50 Wentworth

Turning I-O Ideas into e-Reality

As the practice of I-O psychology becomes more and more reliant on information technology, I-O practitioners must deal with many issues that arise when developing and implementing an IT solution. Presenters in this forum will discuss lessons learned from their experiences, and provide recommendations for future development efforts.

Sandra L. Fisher, Personnel Decisions Research Institutes, Chair

Matthew R. Smith, Aon Consulting, IT & I-O: Lessons Learned from the Trenches

Susan S. White, Personnel Decisions Research Institutes, David W. Dorsey, Personnel Decisions Research Institutes, Designing I-O Interventions: The Power of Prototypes

Ann Williams Howell, Strategic Interactive, Sandra L. Fisher, Personnel Decisions Research Institutes, Tradeoffs in the Design of IT Solutions: More to Consider than Time and Money?

Kevin W. Cook, Development Dimensions International, Information Security and Privacy Issues Involved in Web-Based Selection Systems

Submitted by Sandra L. Fisher, sandy.fisher@personneldecisions.com


69. Symposium: Friday, 3:305:20 Kenora

Using DIF/DTF Methodology to Address Organizational Assessment Problems

This symposium illustrates various applications of DIF/DTF methodology to study the comparability of performance ratings, tests administered across different media, and the effects of bias on educational and organizational selection decisions. We propose two methods for evaluating the magnitude of bias in an organizational context.

Fritz Drasgow, University of Illinois at Urbana-Champaign, Chair

Siang Chee Chuah, Boston University, Fritz Drasgow, University of Illinois at UrbanaChampaign, Brent Roberts, University of Illinois, Practical Applications of DIF/DTF: The Equivalence of Internet and Paper-and-Pencil Personality Assessments

Casey Mulqueen, American Institutes for Research, Nambury S. Raju, Illinois Institute of Technology, Identification of Latent Constructs and Assessment of Measurement Equivalence Across Rating Sources on a 360-Degree Feedback Instrument

Allan Fromen, Illinois Institute of Technology, Nambury S. Raju, Illinois Institute of Technology, Measurement Equivalence and Black/White Mean Differences on a 360-Degree Feedback

Sasha Chernyshenko, University of Illinois at UrbanaChampaign, Stephen Stark, University of IllinoisUrbana Champaign, Fritz Drasgow, University of Illinois at UrbanaChampaign, Identifying Causes of Differential Item Functioning Using Optimal Appropriateness Measurement

Stephen Stark, University of Illinois at UrbanaChampaign, Sasha Chernyshenko, University of Illinois at UrbanaChampaign, Fritz Drasgow, University of Illinois at UrbanaChampaign, Examining the Effects of Differential Item/Test Functioning (DIF/DTF) on Selection Decisions: When do Statistically Significant Effects Become Practically Important?

Angela Lynch, IBM, Discussant

Submitted by Fritz Drasgow, fdrasgow@uiuc.edu


70. Panel Discussion: Friday, 3:305:20 Huron

Dialogue on Diversity and Inclusion in Organizations: SIOP and Beyond

What might full inclusion look and feel like at SIOP and elsewhere? How can we ensure that each of us, with our differences, is highly valued and fully included? In this dialogue session, sponsored by CEMA, we can jointly discover our collective wisdom on these topics.

Bernardo M. Ferdman, Alliant International University, Chair

Bernardo M. Ferdman, Alliant International University, Panelist

Martin N. Davidson, University of Virginia, Panelist

Robert L. Dipboye, Rice University, Panelist

Michele J. Gelfand, University of Maryland, Panelist

Dana G. McDonald-Mann, Development Dimensions International, Panelist

Ann Marie Ryan, Michigan State University, Panelist

Submitted by Bernardo M. Ferdman, bferdman@alliant.edu


71. Symposium: Friday, 3:304:50 Kent

Quality of Work Life Modeling in Department of the Navy

Presentations in this symposium will describe recent research efforts that the Department of the Navy has undertaken to quantify Quality of Work Life (QOWL). Implications of this research for future research and for current and future practice will be discussed.

William L. Farmer, Navy Personnel Command, Co-Chair

Mary Sue Hay, Navy Personnel Research, Studies & Technology, Co-Chair

Murrey Olmsted, Navy Personnel Research, Studies & Technology, Non-Multiplicative Model of Sailor Job Satisfaction

Paul G. Michael, University of Memphis, Murrey Olmsted, Navy Personnel Research, Studies & Technology, Affective Organizational Commitment, Retention Intent, and Retention Behavior: Investigation of a Path

Regina Hindelang, University of Memphis, William L. Farmer, Navy Personnel Command, Development and Validation of a QOL Model for Predicting Reenlistment Intentions

Submitted by William L. Farmer, Bill.Farmer@persnet.navy.mil


72. Symposium: Friday, 3:304:50 Simcoe/Dufferin

Work Group Composition and Effectiveness:  Personality, Diversity, and Citizenship

The rising prevalence of work teams highlights the need for the effective staffing of teams. Key for team staffing is group composition, or mix of members individual characteristics, such as personality and behavior. This symposium includes four empirical studies of group composition in relation to indicators of work team effectiveness.

Tjai M. Nielsen, RHR International, Co-Chair

Terry R. Halfhill, University of North Texas, Co-Chair

Terry R. Halfhill, University of North Texas, Eric Sundstrom, University of Tennessee, Jessica Lahner, University of North Texas, Wilma Calderone, University of North Texas, Tjai M. Nielsen, RHR International, Personality Composition and Group Effectiveness: A Meta-Analysis

Susan Mohammed, Penn State University, Linda Angell, Victoria University of Wellington, Demographic and Psychological Diversity in Workgroups: Examining the Moderating Effects of Team Orientation and Leadership on Conflict over Time

Dawn D. Burnett, University of Tulsa, Joan R. Rentsch, University of Tennessee, Jacqueline A. Zelno, University of Tennessee, Composing Great Teams: The Role of Person-Perception in Building Team Member Schema Similarity

Tjai M. Nielsen, RHR International, Eric Sundstrom, University of Tennessee, Terry R. Halfhill, University of North Texas, Organizational Citizenship Behavior and Work Team Performance: A Field Study

Greg L. Stewart, Brigham Young University, Discussant

Submitted by Terry R. Halfhill, halfhill@unt.edu


73. Symposium: Friday, 3:304:50 Civic Ballroom

360-Degree Feedback and Personality at the Crossroads

The explosive growth of 360-degree feedback has happened alongside revived interest in personality. This session is targeted to those who use both tools. Topics include nonlinear personality-performance relationships; rater personality, rating format, and context effects on accuracy; interpersonal incompetence and performance ratings; and guidance for using the MBTI alongside 360s.

Robert B. Kaiser, Kaplan DeVries Inc., Co-Chair

S. Bartholomew Craig, Kaplan DeVries Inc., Co-Chair

David V. Day, Pennsylvania State University, John Hausknecht, Pennsylvania State University, Non-Linearity in Personality-Performance Relationships: An Examination of Source Effects

Gunna Yun, George Mason University, Nicole M. Dudley, George Mason University, Lisa M. Donahue, George Mason University, Lynn A. McFarland, George Mason University, Rater Personality, Rating Format, and Social Context: Implications for Performance Appraisal Accuracy

Brent D. Holland, Hogan Assessment Systems, William D. Fleming, Hogan Assessment Systems, Flawed Interpersonal Strategies and Multi-Source Feedback

Robert B. Kaiser, Kaplan DeVries Inc., S. Bartholomew Craig, Kaplan DeVries Inc., Construct Validity and Invalidity of the MBTI in Management Development: A Tale of Two Interpretations

Robert T. Hogan, Hogan Assessment Systems, Discussant

Submitted by Robert B. Kaiser, rkaiser@triad.rr.com


75. Poster Session: Friday, 3:304:50 Sheraton Hall

Diversity, Organizational Culture, and WorkFamily


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

Two samples of incumbents in a large, multinational organization completed both direct and indirect measures of Person-Organization fit. Multiple regression analyses suggest that the two methods are not necessarily equivalent measures, and that both methods account for unique variance in criterion measures of affective commitment, turnover intentions, and job satisfaction.

Erica C. Lutrick, TMP Worldwide/Monster.Com

Karen O. Moriarty, TMP Worldwide

Submitted by Erica C. Lutrick, erica_lutrick@yahoo.com

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

We examined communication, respect, and perceived similarity as mediating the relationships between gender similarity with mentorship quality and age differences with mentorship quality using data collected from mentors and proteges. Some evidence for mediation was found. Results also indicated met expectations moderated the relationship between psychosocial mentoring and mentorship quality.

Lisa Finkelstein, Northern Illinois University

Tammy D. Allen, University of South Florida

Matt S. Montei, S. C. Johnson

Submitted by Lisa Finkelstein, lisaf@niu.edu 

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

This research examined interpersonal comfort as a potential mediating mechanism in mentoring relations. Interpersonal comfort mediated the relationship between gender similarity and mentoring provided and between gender similarity and relationship quality. Contrary to prediction, interpersonal comfort did not mediate relationships involving mentorship type (i.e,. formal versus informal).

Tammy D. Allen, University of South Florida

Rachel Day, University of South Florida

Elizabeth Lentz, University of South Florida

Submitted by Tammy D. Allen, tallen@luna.cas.usf.edu 

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

The present study provides a meta-analytic review of the benefits associated with mentoring for the protege. Findings include that career mentoring and psychosocial mentoring differ in their relationship to the benefits studied in that career mentoring demonstrated generally stronger effects, particularly as related to objective career success indicators.

Tammy D. Allen, University of South Florida

Lillian T. Eby, University of Georgia

Mark L. Poteet, Organization Research & Solutions, Inc.

Elizabeth Lentz, University of South Florida

Submitted by Tammy D. Allen, tallen@luna.cas.usf.edu 

75-5 Factors Related to Supervisor WorkFamily Support and Flexibility

Data collected from both supervisors and their direct reports was used to examine supervisor demographic and trait variables associated with supervisor work-family support and flexibility. Results indicated that supervisor gender, parental responsibility, wanted control, and consideration each demonstrated links with supervisor workfamily support.

Lauren B. Parker, JPMorgan Chase

Tammy D. Allen, University of South Florida

Submitted by Tammy D. Allen, tallen@luna.cas.usf.edu 

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

We examined how the origin of an applicants disability, the status of the job he/she was applying for and the level of test accommodation provided, influenced perceptions of HR professionals in terms of what was a reasonable preemployment testing accommodation. Results revealed significant interaction effects for all three factors.

Bridget A. Styers, California State UniversitySan Bernardino

Kenneth S. Shultz, California State UniversitySan Bernardino

Submitted by Kenneth S. Shultz, kshultz@csusb.edu 

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

We used a policy-capturing methodology to investigate the role of accountability; whether a manager is personally to blame for unfair interpersonal treatment in predicting fairness judgments, resentment, and retaliatory intentions. Some initial support was found for our hypotheses.

Deborah Miller, University of Guelph

Daniel Skarlicki, University of British Columbia 

Submitted by Deborah Miller, demiller@uoguelph.ca 

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

Using a sample of 7,074 employees in a company, the present study examined potential differences in organizational experiences (e.g., perceived diversity, employee development) among men and women of four ethnic groups (White, Black, Hispanic American, and Asian American). Results showed that these four groups of employees differed in their organizational experiences.

Diane Y. Chen, San Jose State University

Megumi Hosoda, San Jose State University 

Submitted by Megumi Hosoda, mhosoda@email.sjsu.edu 

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

Extending previous research, the current study surveys women in a male-dominated industry and their supervisors. Both organizational and personal discrimination are associated with self-reported negative outcomes including job stress, satisfaction, and turnover intentions. Discrimination is also related to supervisor reports of interpersonal behaviors, but not job performance.

Eden King, University of Texas

Michelle (Mikki) Hebl, Rice University

Jennifer M. George, Rice University

Sharon E. Matusik, Rice University

Submitted by Eden King, edenk@mail.utexas.edu 

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

Recent research suggests that there may be racial differences in the attraction of starting salaries. The present study examined the interaction between race and starting salary on salary perceptions and organizational attractiveness. Hispanics, Asian Americans, and Whites exhibited positive effects of salary whereas Blacks exhibited no effect.

Derek R. Avery, Saint Josephs University

Submitted by Derek R. Avery, davery@sju.edu 

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

This national study assessed the longitudinal relationship between workfamily fit (i.e., work-to-family conflict, family-to-work conflict, work-to-family positive spillover, and family-to-work positive spillover) and depression among 234 dual-earner couples. Results indicate that changes in workfamily fit predict changes in depression over time. Implications for theory and practice are discussed.

Leslie B. Hammer, Portland State University

Jennifer C. Cullen, Portland State University

Suzanne L. Caubet, Portland State University

Jeff Johnson, Portland State University

Margaret B. Neal, Portland State University

Robert R. Sinclair, Portland State University

Submitted by Leslie B. Hammer, hammerl@pdx.edu 

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

Twenty-six gay and lesbian and 24 heterosexual couples participated in a field study examining work and family issues. Relationships between family involvement and workfamily conflict were found among gays and lesbians. Furthermore, partners workfamily conflict accounted for significant variance in individuals workfamily conflict for heterosexual couples, but not for gay and lesbian couples.

Leslie B. Hammer, Portland State University

Krista Brockwood, Portland State University

Yueng-Hsiang E. Huang, Liberty Mutual Research Center for Safety & Health

Matthew Nice, Multnomah County

Submitted by Leslie B. Hammer, hammerl@pdx.edu 

75-13 Informal Organizational Support and Work and Family Outcomes

Recognizing the distinction between formal and informal organizational support for work and family, the current study examines the relationship between two forms of informal support, workfamily culture and supervisor support, on several outcomes, including workfamily conflict; positive spillover; commitment; and job, life, and family satisfaction among a national sample.

Cari L. Colton, Portland State University

Leslie B. Hammer, Portland State University

Margaret B. Neal, Portland State University

Submitted by Cari L. Colton, c.colton@worldnet.att.net 

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

This paper investigated relationships between leadership effectiveness as measured by 360-degree ratings and responses to an organizational culture survey. Significant correlations were found among the scales of the instruments. Relationships were strongest for upper-level managers and significant correlations were found across rater groups. Implications for research and practice are are discussed.

John W. Fleenor, Center for Creative Leadership

Carl Bryant, Center for Creative Leadership

Submitted by John W. Fleenor, fleenorj@leaders.ccl.org 

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

We investigated subgroup differences on two paper-and-pencil test formats on a promotional exam designed to measure the same content in a sample of African-American and White firefighters. Subgroup differences and, consequently, adverse impact were lower for the write-in/mark-in than the multiple-choice test format.

Winfred Arthur, Texas A&M University

Bryan D. Edwards, Texas A&M University

Gerald V. Barrett, Barrett & Associates, Inc.

Submitted by Bryan D. Edwards, bedwards@tamu.edu 

75-16 Interrelationships Between Climate and Multiple Constituency Commitment

The relationship between a constituency-based model of commitment and 10 aspects of organizational climate was examined. While significant results were found between each commitment constituency and the organizational climate characteristics, there were not significant differences between them as was hypothesized.

Kevin E. Fox, University of Tulsa

Christopher Wright, Corporate Survey.com 

Chris Bordeaux, University of Tulsa

Submitted by Christopher Wright, cwright@corporatesurvey.com 

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

Workfamily conflict is associated with a variety of strain indicators, yet there are few identified moderators of those relationships. We found that problem-focused and emotion-focused coping both attenuated the effects of work interference with family (WIF) on job satisfaction. Neither coping strategy moderated the effect of WIF on somatic complaints.

Adam B. Butler, University of Northern Iowa

Michael B. Gasser, University of Northern Iowa

Submitted by Adam B. Butler, adam.butler@uni.edu 

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

Little is known about factors influencing the use of family-friendly programs. We found that actual use of family-friendly programs was quite low, but women intended to use them more than men. There were significant effects for work- and family-outcome expectancies, and work-outcome expectancies moderated the effect of gender on intentions to use the programs.

Adam B. Butler, University of Northern Iowa

Lona Marie Smart, University of Northern Iowa

Michael B. Gasser, University of Northern Iowa

Andrew Li, University of Northern Iowa

Submitted by Adam B. Butler, adam.butler@uni.edu 

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

The review of current organizational culture questionnaires reveals the difficulty to identify a set of cultural dimensions sufficiently relevant across a large range of organizations. Moreover, few instruments satisfy psychometrics requirements recommended for cultural measures. Consequently, this study aims at developing and validating a new generic instrument to assess culture.

Christian Vandenberghe, Catholic University of Louvain

Robert R. Haccoun, York University

Christian Vandenberghe, Catholic University of Louvain

Submitted by Christian Vandenberghe, delobbe@rehu.ucl.ac.be 

75-20 Employer Liability for Workplace Violence

This paper addresses the increasingly important issue of employer liability for workplace violence. We examine different theories of legal liability and a variety of scenarios in which employers may be held liable under those theories, with an eye to providing useful information for both researchers and employers.

Ramona L. Paetzold, Texas A&M University

Submitted by Ramona L. Paetzold, rpaetzold@tamu.edu 

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

This study examines two factors which may influence individuals evaluation of female leaders. In general, we found that the assessment of stereotypical attitudes using implicit measures as opposed to explicit measures as well as individuals motivation to control these stereotypical attitudes play important roles in the determinants of ratings.

Jonathan C. Ziegert, University of Maryland

Paul J. Hanges, University of Maryland

Submitted by Jonathan C. Ziegert, jziegert@psyc.umd.edu 

75-22 Integration Level Effects During a Corporate Merger

This investigation focused on integration-level effects during a corporate acquisition. Results indicated that within the acquirer, employees in business units undergoing a high level of integration activities reported significantly lower ratings on supervisor effectiveness and workload approval than employees in low integration units. Potential explanations and implications are discussed.

Eric J. Schaffner, Personnel Decisions International

Submitted by Eric J. Schaffner, eric.schaffner@personneldecisions.com 

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

Recent research has demonstrated that the measurement of specific race/gender stereotypes is needed to examine the issue of biased performance ratings. This paper describes the development of two scales that measure stereotypes of Black males in two professions (professors and managers). Usefulness of the scales in performance appraisal is discussed.

April M. Boyce, Wayne State University

Angela Pratt, Wayne State University

Cara C. Bauer, Wayne State University

Samuel L. Amelio, Wayne State University

Boris B. Baltes, Wayne State University

Submitted by April M. Boyce, April.Boyce@wayne.edu 

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

The results of this cross-cultural study indicate that organizationally shared leadership preferences for feminine leadership characteristics are related to higher proportions of women in management. More importantly, the findings suggest that having an organizational culture supportive of gender equity is more important for womens advancement than organizationally shared leadership preferences.

Linda M. Bajdo, Wayne State University

Marcus W. Dickson, Wayne State University

Submitted by Linda M. Bajdo, l.bajdo@wayne.edu 

75-25 Linking Shared Personality and Values to Organizational Culture

Using Schneiders (1987) ASA framework, this paper examines the relationship between organizationally shared personality and culture, along with the moderating role of organizational age. Data from 467 individuals in 32 organizations indicated that culture values predicted specific shared personality traits or values. Relationships tended to weaken as organizational age increased.

Christian J. Resick, Wayne State University

Tomas R. Giberson, Wayne State University

Marcus W. Dickson, Wayne State University

Submitted by Christian J. Resick, cresick@sun.science.wayne.edu 

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

A model of fit between work and family social systems is developed. Workfamily fit incorporates conflict but expands on organizational psychology research on workfamily to include other perspectives and integrates research from other social sciences. Implications over time are discussed, and 25 testable research propositions are developed.

Teresa J. Rothausen, University of St. Thomas

Submitted by Teresa J. Rothausen, tjrothausen@stthomas.edu 

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

A measure of boundary strength between work and nonwork domains was developed. CFAs revealed that a two-factor model provided an acceptable fit to the data, confirming the importance of differentiating work-to-home and home-to-work boundaries. The results of a scenario study reinforced the importance of maintaining a strong work-to-home boundary.

Tracy Hecht, University of Western Ontario

Natalie J. Allen, University of Western Ontario

Submitted by Tracy Hecht, thecht@uwo.ca 

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

Advanced management students browsed a company Web site and rated the organizations culture. Student ratings (n = 202) were compared to incumbent ratings (n = 435). Student and incumbent ratings differed significantly for 8 of 12 culture dimensions measured. After additional exploratory analyses, implications of this study are discussed.

April R. Cantwell, North Carolina State University

Lynda Aiman-Smith, North Carolina State University

Submitted by April R. Cantwell, acantwell@nc.rr.com 

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

Using a national, random sample, this study investigated the relationship between the Big Five and conflict and facilitation between work and family roles. Results indicated that different personality traits were related to the degree of conflict and facilitation and that conflict predicted negative work outcomes whereas facilitation predicted positive outcomes.

Julie Holliday-Wayne, Wake Forest University

Nicholas Musisca, Wake Forest University

William Fleeson, Wake Forest University

Submitted by Julie Holliday-Wayne, waynej@wfu.edu 

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

This study evaluates relationships between demographics (gender, race), personality (five-factor model), contact (degree of heterogeneity in ones environment), and cultural diversity attitudes (universaldiverse orientation; UDO). Results of hierarchical regression procedures demonstrate that race, agreeableness, openness, and contact relate to universaldiverse orientation. Furthermore, gender and openness interact to predict UDO attitudes.

Judy P. Strauss, California State UniversityLong Beach

Mary L. Connerley, Virginia Tech

Submitted by Judy P. Strauss, jstrauss@csulb.edu 

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

Socialization research has attempted to identify relevant information domains (types) and evaluated differential perceived usefulness (Bauer, Morrison, & Callister, 1998). The current primary findings suggest that retail supervisors perceive job-related domains as more useful to successful socialization than nonjob-related domains, also political and social domains are perceived as less useful.

Alicia D. Stevens, Wright State University

Jean M. Edwards, Wright State University

Valerie L. Shalin, Wright State University

Submitted by Alicia D Stevens, alicia.stevens@target.com 

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

Recently, the within-rater variance of psychological climate perceptions has been found to moderate the relationship between climate and organizational outcomes. This study replicates and extends previous findings with a new sample, a different climate operationalization, and additional outcomes. Implications on understanding psychological climates cognitive structure are discussed.

Joseph Huff, University of North Texas

Submitted by Joseph Huff, huffj@unt.edu 

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

Diagnostic ratios obtained from ratings of 45 characteristics evidenced race stereotyping of Black and White middle managers and specified components of these stereotypes. Although providing defining information reduced race stereotyping, race stereotypes of successful Black and White middle managers still emerged.

Amy H. Chelin, Teachers College Columbia University

Caryn J. Block, Teachers College, Columbia University

Submitted by Caryn J. Block, cjb17@columbia.edu 

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

The impact of individual differences and career barrier characteristics on perceptions of barriers was investigated. Career barriers were manipulated in a 2 x 2 design (high/low on difficulty and suddenness). Individual differences and barrier characteristics were found to be important in shaping perceptions of career barriers.

Bridget E. Boyle, University of Georgia

Gary J. Lautenschlager, University of Georgia

Brandy Jackson, University of Georgia

Submitted by Bridget E Boyle, bridget@negia.net 

75-35 The Influence of Business Travel on the Family

This paper studied the relationship between the influence of business travel on the family and family cohesion, flexibility and communication, and perception of business travel. The results indicated that families with moderate family characteristics and positive perception would be less influenced by business travel than those families without.

James Zhu, Binghamton University

William D. Spangler, Binghamton University

Bruce J. Avolio, Binghamton University

Audrey Chia, NUS

Submitted by William D. Spangler, spangler@binghamton.edu 

75-36 WorkFamily Conflict: Theory Integration and Model Extension

Using a management sample from a large U.S. retailer, this paper integrates theories of workfamily conflict into a single theory based on three common components: reciprocity, balance, and limited resources presenting a more parsimonious conceptualization. The integrated theory is tested using an extension of the Bedeian et al. (1988) model.

Kim M. Stepanski, Kmart Corporation

Sebastiano A. Fisicaro, Wayne State University

Submitted by Kim M. Stepanski, kstepans@kmart.com 

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

Psychological climate for organizational learning and employee performance was examined. The results suggest that disciplines of organizational learning may reflect multiple levels of climate ranging from the organization to the individual. Individual management of mental models was the only discipline that predicted employee job performance. No disciplines predicted contextual performance.

Nancy Da Silva, San Jose State University

Lois E. Tetrick, University of Houston

Kelley J. Slack, University of Houston

Jason M. Etchegaray, University of Houston

Jean Kantambu Latting, University of Houston

Mary H. Beck, University of Houston

Allan P. Jones, University of Houston

Submitted by Nancy Da Silva, ndasilva@email.sjsu.edu 

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

Survey data collected from different teams and organizations is analyzed to determine if team diversitys effects on TMX and PGP are mediated by time teams have been together, and if TMX adds to the prediction of PGP beyond the variance predicted by team diversity and the time spent in teams.

Lacey L. Schmidt, University of Houston
Edwin de Jose Sellas, University of Houston
Leah Paige Toney, University of Houston
Jason M. Etchegaray, University of Houston
Lois E. Tetrick, University of Houston

Submitted by Lacey L. Schmidt, laceys@pdq.net 

75-39 The Role of Justice in Litigation Decisions

This study investigated the role of organizational justice in an individuals decision to initiate legal action against his/her firm based on a termination due to performance appraisal ratings. Distributive, procedural, and interactional justice were predictive of the likelihood and expected success of pursuing legal action.

Jacquelyn DeMatteo Jacobs, University of Tennessee

Lillian T. Eby, University of Georgia

Marcus Butts, University of Georgia

Submitted by Jacquelyn DeMatteo Jacobs, JJacobs1@utk.edu 

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

Two hundred forty-seven participants responded to a Web-based survey assessing factors affecting the traditional career success of college-educated African American men. Further, dominance analysis was used to assess the relative importance of four sets of factors predicting career success in an exploratory mode. Interesting insights were found for this not-so-traditional sample.

C. Douglas Johnson, Winthrop University

Lillian T. Eby, University of Georgia

Submitted by C. Douglas Johnson, johnsond@winthrop.edu 

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

This study examines the extent to which the value for diversity moderated relationships involving diversity management among female African Americans. Relationships of organizational commitment and intent to leave to perceived organizational fairness and perceived organizational inclusion were stronger among those employees with higher value for diversity. Implications for diversity management issues are discussed.

Quionna S. Caldwell, University of TennesseeChattanooga

Dan A. Mack, University of TennesseeChattanooga

C. Douglas Johnson, Winthrop University

Michael Biderman, University of TennesseeChattanooga

Submitted by Michael Biderman, Michael-Biderman@utc.edu 

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

The current field study examined the female mentoring experience focusing on mentor/protege characteristics that predicted relationship quality and outcome attainment. Results suggested that when mentors were powerful, knowledgeable, influential, and supportive, proteges benefited. However, African-American proteges perceived their mentors as less helpful and instrumental in obtaining important organizational outcomes.

Cynthia R. Nordstrom, Southern Illinois UniversityEdwardsville

Tammalette Mattison, Illinois State University

Karen B. Williams, Illinois State University

Jeremy Wright, Southern Illinois UniversityEdwardsville

Submitted by Cynthia R. Nordstrom, cnordst@siue.edu 

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

Although diversity training is fast becoming an integral component of organizations, no empirical research has examined the effects of framing on pretraining reactions. The present study (N = 160) revealed that different types of framing interact with gender to determine attitudes toward diversity initiatives.

Courtney L. Holladay, Rice University

Jennifer L. Knight, Rice University

Danielle L. Paige, Rice University

Miguel A. Quinones, Rice University

Submitted by Jennifer L. Knight, jknight@rice.edu 

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

This study examines how the parentchild relationship relates to the supervisoremployee relationship and examines how an employees attachment style may relate to job satisfaction. We found that parentchild attachment style is related to supervisoremployee attachment style and secure supervisoremployee attachment is positively correlated with job satisfaction.

Kursten Johnson, George Mason University

Lynn A. McFarland, George Mason University

Submitted by Lynn A. McFarland, lmcfarla@gmu.edu 

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

Fifty-two multiple role occupants participated in an experience-sampling study examining the antecedents of vitality in both the work and family domains. Goal progress was positively related to vitality at both the immediate and end-of-day levels of experience. Task demands and aggregated negative affective experiences both influenced vitality levels.

Meredith Auerbach, University at AlbanySUNY

Kevin J. Williams, University at AlbanySUNY

Submitted by Kevin J. Williams, kevinw@csc.albany.edu 

75-46 Understanding Negative Attitudes Toward Affirmative Action Promotion Decisions

This study attempts to understand negative attitudes toward affirmative action promotion decisions with a goal of mitigating some of the associated problems. Problems that may be experienced by organizations utilizing affirmative action plans are stigmatization of beneficiaries of affirmative action decisions and perceptions of unfairness on the part of nonbeneficiaries.

Nicole M. Kierein, University at AlbanySUNY

Kevin J. Williams, University at AlbanySUNY

Submitted by Nicole M. Kierein, nkierein@hotmail.com 

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

Consistent with predictions based on gender typing of management positions, a study of 485 upper-level mangers found that in line jobs women received lower performance evaluations than men and in staff jobs women received higher evaluations than men. Also, womens ratings differed more than did mens ratings due to job type.

Karen S. Lyness, Baruch CollegeCUNY

Madeline E. Heilman, New York University

Submitted by Karen S. Lyness, karen_lyness@baruch.cuny.edu 

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

This paper explores the information-seeking behaviors newcomers engage in relating to their psychological contract and addresses the impact of work values (autonomy, advancement, group orientation and economic rewards) and work locus of control. The results of a two-wave longitudinal study are presented, which largely support the proposed relationships.

Ans De Vos, Vlerick Leuven Gen Management SchoolGhent University

Dirk Buyens, Vlerick Leuven Gen Management SchoolGhent University

Ren Schalk, Tilburg University

Submitted by Dirk Buyens, dirk.buyens@vlerick.be 

75-49 Fairness Perceptions of Organizational Family-Responsive Policies

In this study, we explore individual, organizational, and cultural factors that may affect peoples perceptions of the fairness of family-responsive policies (FRPs)specifically: (a) perceptions of fairness of equity, equality, and equity as allocation norms; (b) impact of requestor control over circumstances surrounding the need for benefits on allocator willingness to allocate benefits; and (c) impact of allocator collectivistic focus. Results indicate that people believe that equality followed by need are the fairest norms for FRP allocation, and are less willing to allocate need-based work/family benefits when the recipient is responsible for the circumstances surrounding the need than when the circumstances are out of the recipients control.

Kathleen L. Mosier, San Francisco State University

Emmy Lourdes Naranjo, San Francisco State University

Derick Yasuda, San Francisco State University

Submitted by Kathleen L. Mosier, kmosier@sfsu.edu 

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

To investigate the relationship between stereotypes of individuals with disabilities and successful managers, 136 graduate and undergraduate business students completed the Schein Descriptive Index. As hypothesized, perceptions of individuals with mental disabilities were highly dissimilar to those of successful managers. Results also demonstrated social preference toward individuals with physical disabilities.

J. Todd Hennessy, Bi-State Development Agency

Lynn K. Bartels, Southern Illinois UniversityEdwardsville

Submitted by J. Todd Hennessy, aquarian272@yahoo.com 

75-51 Interactions and Curvilinear Effects in Affirmative Action Attitudes

Associations between respondent race and attitudes toward affirmative action plans (AAPs) increased with AAP strength. Among Whites, correlations of AAP attitudes with racial prejudice and political orientation were strongest for AAPs of intermediate strength. A predicted curvilinear effect of AAP strength on attitudes was found among higher-income Blacks.

David A. Kravitz, George Mason University

Stephen L. Klineberg, Rice University

Submitted by David A. Kravitz, dkravitz@gmu.edu 

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

This paper presents a metaphor analysis of theories in vocational psychology. By tracing the evolution of career theory over the past 100 years four distinct constellations of theory are identified. Each constellation embraces a unique underlying metaphor that shapes the research questions and interventions that are developed.

Ralph W. Lubbers, University of Toronto

Submitted by Ralph W. Lubbers, rlubbers@oise.utoronto.ca 

76. Special Event: Friday, 4:305:20 Conference B/C

Cross-Cultural Leadership: A 62-Nation Study

Robert J. House will present the major findings resulting from the Global Leadership and Organizational Behavior Effectiveness Research Program (GLOBE). GLOBE is a cross-cultural study of societal institutional practices and values, organizational practices and values, and leadership in 62 cultures. The findings to be presented concern (a) relationships between nine dimensions of societal culture and six dimensions of culturally endorsed leader behaviors and attributes in 62 cultures, and (b) relationships between the dimensions of cultures and culturally endorsed leader behaviors and attributes and observed leader behavior and effectiveness of CEOs in 30 cultures. These findings help to explain how cultures influence the way people in 62 different cultures think about leadership, and the way cultures influence the observed leader behavior and effectiveness of over 1,000 CEOs in 30 of the cultures studied.

Adrienne J. Colella, Texas A&M University, Chair

Robert J. House, University of Pennsylvania, Presenter

Submitted by Adrienne J.Colella, acolella@cgsb.tamu.edu 


International Members Reception: Friday, 5:306:30 Windsor

Come and meet I-O psychologists from around the world.


Evening Reception: Friday, 6:308:30 Grand Ballroom


Program Table of Contents