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Sunday AM


Coffee Break: Sunday 7:308:00 Multiple Locations

174. Practitioner Forum: Sunday, 8:008:50 Grand West

Approaches to Executive Coaching: Interaction of Individual and Organizational Dynamics

Designing strategies that include organizational as well as individual dynamics can enhance the overall success of executive coaching. A systems approach, a multidisciplined approach, and an internal organization coaching model will be presented. The presentation of an innovative coaching assessment tool and case discussion will follow.

Gloria L. Donaldson, Reed Organization, Co-Chair

Lucinda I. Doran, Corporate Advisory Group, Co-Chair

Harry Hudson, Corporate Advisory Group, Lucinda I. Doran, Corporate Advisory Group, Cases in Coaching in Context (TM Pending): Challenges and Opportunities

Cheryl A. Tibus, DSC Logistics, Executive Coaching and Development Utilizing an Internal Consultant Approach

Gloria L. Donaldson, Reed Organization, An Assessment Focus Utilizing Multi-Disciplined Solutions and Referrals to Executive Coaching

Lucinda I. Doran, Corporate Advisory Group, Harry Hudson, Corporate Advisory Group, Coaching in Context

(TM Pending): A Systems Tool for Greater Executive and Team Effectiveness

Submitted by Gloria L. Donaldson, jenniferschrank@aol.com


175. Symposium: Sunday, 8:009:50 Grand Centre

Team Leadership: Current Theoretical and Research Perspectives

Research on team processes, diversity, and effectiveness has burgeoned as teams become increasingly common in organizations. However, relatively neglected within this growing literature are studies of team leadership. Thus, the purpose of this symposium is to highlight current theoretical models and studies of team leadership.

Jonathan C. Ziegert, University of Maryland, Co-Chair

Katherine J. Klein, University of Maryland, Co-Chair

Amy Edmondson, Harvard University, Leading for Learning: How Leaders Enable Learning in Action Teams

Katherine J. Klein, University of Maryland, Jonathan C. Ziegert, University of Maryland, Yan Xiao, Action Team Leadership: A Multimethod Examination of Emergency Medical Teams

Paul Tesluk, University of Maryland, Charlotte R. Gerstner, Personnel Decisions International, Leading Self-Managing Work Groups: Effects on Processes and Performance

Stephen J. Zaccaro, George Mason University, Andrea L. Rittman, George Mason University, Karin A. Orvis, George Mason University, Michelle A. Marks, Florida International University, John E. Mathieu, University of Connecticut, Leadership Processes in Multi-Team Systems

C. Shawn Burke, University of Central Florida, Eduardo Salas, University of Central Florida, Kevin C. Stagl, University of Central Florida, Jennifer Fowlkes, University of Central Florida, Leading Multi-Cultural Distributed Teams: Maintaining Shared Cognition From a Distance

Steve W. J. Kozlowski, Michigan State University, Discussant

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


176. Symposium: Sunday, 8:009:50 Grand East

Leadership and Emotions: A Multiple Perspective Approach

This symposium examines the role of emotions in charismatic and transformational leadership process. Theoretical and empirical papers examine the emotions expressed by transformational leaders, the role of follower emotional states in leadership attributions, and the role of emotions in the link between charismatic leaders and their followers.

Joyce E. Bono, University of Minnesota, Chair

Cindy G. Emrich, Purdue University, Holly Brower, Jack M. Feldman, Georgia Institute of Technology, Imagery and Emotions in Leader Communication

Robert J. House, University of Pennsylvania, The Effects of Charismatic Leaders on Emotions of Followers

Joyce E. Bono, University of Minnesota, Remus Ilies, University of Florida, The Transference of Positive Emotions: From Leader to Follower?

James R. Meindl, State University of New York at Buffalo, Margarita Mayo, Instituto de Empresa, Juan-Carlos Pastor, Instituto de Empresa, The Search for Leadership: Arousal and Charisma

Ramon J. Aldag, University of Wisconsin-Madison, Discussant

Submitted by Joyce E. Bono, jbono@umn.edu


177. Symposium: Sunday, 8:009:50 Conference B/C

New Directions and Considerations in Research Examining Voluntary Turnover

In this symposium, new perspectives on studying turnover are offered. Presentations include discussions on the unfolding model, the use of social psychological theories to predict turnover, the development of a new classification system for intention to quit items, and the use of organizational identification to predict turnover.

Jeffrey M. Stanton, Syracuse University, Co-Chair

Craig Crossley, Bowling Green State University, Co-Chair

Lilly Lin, Bowling Green State University, Co-Chair

Thomas W. Lee, University of Washington, Terence R. Mitchell, University of Washington, The Unfolding Model

Nathan D. Ainspan, Hewitt Associates, The Geek Shall Inherit or Leave the Money and Run? Identities and Turnover Decisions Among Software Programmers and Other High Technology Employees

Lilly Lin, Bowling Green State University, Jeffrey M. Stanton, Syracuse University, Predicting IT Workers Job Search Behavior Using the Theory of Reasoned Action and the Theory of Planned Behavior

Craig Crossley, Bowling Green State University, Lilly Lin, Bowling Green State University, Jeffrey M. Stanton, Syracuse University, Assessing the Content Validity of Intention to Quit Scales

Peter W. Hom, Arizona State University, Discussant

Submitted by Lilly Lin, lflin@bgnet.bgsu.edu


178. Symposium: Sunday, 8:009:50 Conference D/E

New Directions in Research on Reactions to Affirmative Action

This symposium is a collection of new studies that examine various structural and individual differences factors as well as cognitive and physiological processes that may underlie beneficiaries and nonbeneficiaries reactions to affirmative action plans. A theoretical paper uses an organizational justice theory framework to explain nonbeneficiaries reactions.

Jerel Slaughter, Louisiana State University, Chair

David A. Harrison, Pennsylvania State University, Stephen L. Klineberg, Rice University, Whites Affirmative Action Attitudes: Effects of AAP Strength and Anticipated Impact

Jerel Slaughter, Louisiana State University, Carrie A. Bulger, Quinnipiac University, Peter D. Bachiochi, Eastern Connecticut State University, Expanding Previous Models of Black Applicants Reactions to Affirmative Action Plans: Mediators, Moderators, and Message Framing

Christine A. Barrett, California State UniversitySan Bernardino, Mark D. Agars, California State UniversitySan Bernardino, Reactions to Affirmative Action Plans: Effects on Recruitment and Applicant Attraction

Kimberly Matheson, Carleton University, Karen Majka, Carleton University, Maria Giglio, Carleton University, The Untold Story: Self-Report and Neuroendocrine Reactions to Simulated Preferential Treatment Selection Procedures

Mary Anne Taylor, Clemson University, Procedural, Distributive, and Interactional Justice: A Theoretical Approach to Understanding Reactions to Affirmative Action

David A. Harrison, Pennsylvania State University, Discussant

Submitted by Jerel Slaughter, jslau@lsu.edu


179. Practitioner Forum: Sunday, 8:009:20 Conference F

Workforce 2000: The Changing Demands on Our Occupation

Researchers and visionaries in 1987 indicated the American workforce would change dramatically in the 21st century. Consequently, the hiring process must adjust to the growing demands of the new workforce. The time has come for practitioners to find new methods to fill the gaps left by traditional selection processes.

Ryan A. Ross, Hogan Assessment Systems, Chair

Ryan A. Ross, Hogan Assessment Systems, Changing Demands

Mark H. Strong, Jeanneret & Associates, Selecting Entry-Level Personnel Using Cognitive Ability and Situational Judgment Tests

Joyce C. Hogan, Hogan Assessment Systems, Generalized Use of Occupational Personality Scales for Selecting Entry-Level Personnel

Robert T. Hogan, Hogan Assessment Systems, Ron Moser, First Union Corporation, High Volume Selection

Seth Zimmer, BellSouth Corporation, Discussant

Submitted by Ryan A. Ross, rross@hoganassessments.com


180. Panel Discussion: Sunday, 8:009:50 Essex

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

Most I-O psychologists are unaware of the major movement underway resulting from the National Skill Standards Act, despite the clear relevance to our practice and science. A panel of well-known experts intimately involved in this movement will describe skill standards, the national movement, and opportunities for I-O psychologists.

Michael A. Campion, Purdue University, Chair

Kenneth Pearlman, Independent Consultant, Panelist

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

Kathleen Kappy Lundquist, Applied Psychological Techniques, Panelist

Elizabeth B. Kolmstetter, National Skill Standards Board, Panelist

Robert A. Ramos, NACFAM/MSSC, Panelist

Submitted by Michael A. Campion, campionm@mgmt.Purdue.edu


181. Symposium: Sunday, 8:009:50 Windsor

e-Learning Participation and Outcomes: Evidence from the Field

This session offers results from four studies that directly examine the outcomes of organizationally sponsored, technology-delivered training. Each presentation uses theory and field data to answer practical questions about participation and learning through network technology. Two discussants will share their views and facilitate questions from the audience.

Kenneth G. Brown, University of Iowa, Chair

Michael E. Wasserman, George Mason University, Karin A. Orvis, George Mason University, Sandra L. Fisher, Personnel Decisions Research Institutes, Tim Barry, EVO Knowledge, Trainee Reactions to Learner Control Features: An Important Link in the e-Learning Equation

Christina K. Curnow, Caliber Associates, Robert A. Wisher, U.S. Army Research Institute, Social Interactions, Learning Styles, and Training Outcomes in Distance Learning and Traditional Training

Rebecca K. Spiros, George Washington University, Self-Efficacy, Goal Orientation, and Training Motivation: Individual Level Influences on Distance Training Effectiveness

Kenneth G. Brown, University of Iowa, Effects of Situational Characteristics on e-Learning Activity

Kurt Kraiger, University of ColoradoDenver, Discussant

J. Kevin Ford, Michigan State University, Discussant

Submitted by Kenneth G. Brown, kenneth-g-brown@uiowa.edu


182. Symposium: Sunday, 8:009:50 York

Assessing the Assessor: Implications for Selection and Training

Although assessment center research and practice are ubiquitous, systematic investigations into what factors make for a good assessor are not. Several multifaceted and unique approaches to understanding assessor performance (criteria and context) are presented, and implications of these findings for selecting and training assessors will be discussed.

Deidra J. Schleicher, University of Tulsa, Co-Chair

Sarah A. Strupeck, University of Tulsa, Co-Chair

Ann Howard, Development Dimensions International, Douglas H. Reynolds, Development Dimensions International, Assuring Assessor Reliability and Accuracy: A Multimethod Approach

Sarah A. Strupeck, University of Tulsa, Deidra J. Schleicher, University of Tulsa, Lorne M. Sulsky, University of Calgary, The Effect of Training on the Assessor Criterion Space

John F. Binning, Illinois State University, Laura A. Gniatczyk, Arvin Meritor, Inc., James M. LeBreton, Wayne State University, Kathleen Melcher, Illinois State University, The Moderating Effect of Assessors Judgment Processes on the Criterion-Related Validity of Judgmental Ratings in an Operational Assessment Center

Richard J. Klimoski, George Mason University, A Socio-Cognitive Interpretation of Assessor Behavior and Decision Making

Stuart S. Crandell, Personnel Decisions International, Amy Buhl Conn, Personnel Decisions International, Ensuring Consistency and Quality Among Global Assessors

George C. Thornton, Colorado State University, Discussant

Submitted by Deidra J. Schleicher, deidra-schleicher@utulsa.edu


183. Practitioner Forum: Sunday, 8:009:20 Dominion North

Protecting Your Data and Your Job: Testing Your Technology

Scientific backgrounds teach the importance of pilot testing to ensure strong psychometric properties and solid results. Yet few fully rely on this knowledge with their technology. This session provides information regarding how to test survey and assessment Web applications. Testing ensures data accuracy, solid performance, and the credibility of the researcher/practitioner.

Kathleen J. Suckow, Microsoft Corporation, Chair

L. Allen Slade, Microsoft Corporation, Lessons from Survey System Testing at Microsoft: The Good, The Bad and The Ugly

Nicholas E. Mills, Ford Motor Company, Systems Testing Web-Based Surveys at Ford Motor Company

Garth Martin Davidson, SHL USA Inc., Nigel J. Lock, SHL USA Inc., Jurgen Bank, SHL USA Inc., The Role of System Testing in Internet-Based Assessment

Lisa Sandora, Microsoft Corporation/IIT, Testing Web-Based Systems: A Framework for Getting Started

Submitted by Kathleen J. Suckow, katesu@microsoft.com


184. Practitioner Forum: Sunday, 8:009:20 Dominion South

Developing Defensible Written Test Questions:  Art, Science, and Some Guidelines

Individual test questions can be the focus of intense scrutiny in court cases and the media. Writing defensible test questions is partly art, partly science, and mostly learned through experience. The presenters will share their experiences and give practical advice, with some emphasis on cultural fairness of written test questions.

Joel P. Wiesen, Applied Personnel Research, Chair

Ilene F. Gast, U.S. Immigration & Naturalization Service, Enhancing Job-Relatedness Through The Assessment Review Process

David Hamill, U.S. Immigration & Naturalization Service, Multiple-Choice Test Item Analysis: A New Look At The Basics

Joel P. Wiesen, Applied Personnel Research, Review of Written, Multiple-Choice Test Items, With Some Emphasis on Cultural Bias

Submitted by Joel P. Wiesen, Wiesen.apr@personnelselection.com


185. Symposium: Sunday, 8:309:50 Civic Ballroom

Exploring the Relationship Between PersonOrganization Fit, Value Congruence, and Work Outcomes

This symposium will explore the relationship between personorganization fit, defined as the congruence among the values of employees and the values espoused by their organization or the culture of their expatriate assignment country, and affective and job outcomes such as performance, satisfaction, commitment, intention to leave, organizational citizenship behavior, and adaptability.

Edward L. Levine, University of South Florida, Chair

C. Harry Hui, University of Hong Kong, Kevin H. C. Cheng, University of Hong Kong, Client-Centered Service Value: Is it Required in all Service Organizations?

Wanda V. Chaves, Independent Consultant, Edward L. Levine, University of South Florida, Testing the Limits of PersonOrganization Fit: Effects of Value Congruence in a Sales Organization

Elizabeth C. Ravlin, University of South Carolina, Bruce M. Meglino, University of South Carolina, Arzu Ilsev, University of South Carolina, PersonOrganization Fit and Adaptability and Change

Annelies E. M. Van Vianen, University of Amsterdam, Irene de Pater, University of Amsterdam, Amy L. Kristof-Brown, University of Iowa, Erin C. Johnson, University of Iowa, The Impact Of ValueFit On Expatriates Adjustment, Affective Outcomes and Performance

Miriam Erez, Technion, Discussant

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


186. Poster Session: Sunday, 8:309:50 Sheraton Hall

Job Performance Issues


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

Counterproductive computer use (CCU) was operationalized through 41 items administered online. The 169 participants responses link indecent CCU with the novelty of Internet access and with being a male employee. Younger employees engage in more socially connecting and personal task-oriented CCU, and only the latter is related to compulsive use.

Paul M. Mastrangelo, University of Baltimore

Wendi J. Everton, Eastern Connecticut State University

Jeffrey A. Jolton, Genesee Survey Services, Inc.

Submitted by Paul M. Mastrangelo, pmastrangelo@ubmail.ubalt.edu 

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

Inhibition was hypothesized to mediate the relation between memory and skill acquisition. After completing individual difference measures, participants performed a simulation five times. Data partially support the mediating role of inhibition, and illustrate that static mediation models often described in the literature may not apply to all skill acquisition situations.

Richard Perlow, University of Manitoba

Submitted by Richard Perlow, rperlow@ms.umanitoba.ca 

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

Although the prevalence of employee monitoring and surveillance systems is increasing, little research has investigated employees compliance intentions and behaviors towards these systems. An expectancy-value model was tested in a field setting (n = 257). Results indicate that acceptance of monitoring systems is shaped by organizational and individual difference variables.

Christiane Spitzmueller, Bowling Green State University

Jeffrey M. Stanton, Syracuse University

Submitted by Christiane Spitzmueller, spit@bgnet.bgsu.edu 

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

The present study examines the relationship between the Cognitive Failures Questionnaire (CFQ), accidents, and performance ratings. Electricians (N = 240) completed the CFQ and provided information about driving habits, work habits, and job performance. Results indicated that CFQ scores significantly predicted all variables. Implications, limitations, and future research are discussed.

J. Craig Wallace, Georgia Institute of Technology

Stephen J. Vodanovich, University of West Florida

Submitted by J. Craig Wallace, CraigWallace@mediaone.net 

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

The purpose of this research was to test Weiners (1993) theory of social motivation as a viable model for explaining coworker forgiveness and repentance following a transgression at work. Two studies supported Weiners theory as a good fitting model and that causes, forgiveness, and repentance mediate the social motivation process.

Ward Struthers, York University

Judy Eaton, York University

Rejeanne Dupuis, York University

Mihailo Perunovic, University of Waterloo

Submitted by Ward Struthers, struther@yorku.ca 

186-6 Boredom as a Moderator of the Job SatisfactionTurnover Relationship

Despite an extensive literature on turnover, surprisingly few studies have examined potential moderators of the job satisfactionturnover relationship. In this study, a measure of trait boredom was predicted to moderate this relationship. Results indicated that the job satisfactionturnover relationship was significantly stronger among workers high in boredom proneness.

John D. Watt, University of Central Arkansas

Submitted by John D. Watt, JohnWatt@mail.uca.edu 

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

This study tested the benefit of using empirical keying to maximize validity. A surrogate personality measure of the Big Five was keyed using traditional and empirical approaches to predict turnover. Results from three data sets showed that validities were maximized for all five dimensions when empirical keying was employed.

Bruce W. Davis, Cooperative Personnel Services

Submitted by Bruce W. Davis, bruce@cps.ca.gov 

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

We investigated the psychometric properties of an importance scale for task-oriented and worker-oriented job analysis. Three separate data sets were analyzed using the Rasch rating scale model. Results showed raters were able to distinguish between the four anchors of the rating scale; however, a 3-option format may provide better measurement.

Bruce W. Davis, Cooperative Personnel Services

Holly C. Smith, California State UniversitySacramento

Submitted by Bruce W. Davis, bruce@cps.ca.gov 

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

A job-task survey was administered online to 134 customer service representatives. An IRT analysis was performed on job-task items rated on both frequency and importance. Calibrated measures were then subjected to principal components analyses to identify task clusters for use in developing structured interview prompts.

David Blitz, Computer Adaptive Technologies

Betty A. Bergstrom, Computer Adaptive Technologies

John A. Stahl, Computer Adaptive Technologies

Arthur S. Battle, Houghton Mifflin Company

Submitted by David Blitz, dblitz@catinc.com 

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

Because hospital staffing patterns are a direct function of patient census, accurately forecasting census can improve staffing and substantially reduce personnel costs. Regression and neural network approaches were used to develop forecasting models, using a combination of patient characteristics and historical census data. Results and their financial implications are described.

Andrew N. Garman, Rush University

Kristi Finnegan, Solucient, Inc.

Submitted by Andrew N. Garman, agarman@rushu.rush.edu 

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

One hundred twenty-six (126) employees in positions involving customer interactions completed surveys of personality, emotional demands of the position, job satisfaction, and emotional exhaustion. Main hypotheses predicted that emotional dissonance mediates the relationship between emotional demands and emotional exhaustion (burnout). Results primarily supported these hypotheses. However, moderating effects of personality were not found.

Mark Alan Smith, University of South Florida/TMP Worldwide

Edward L. Levine, University of South Florida

Submitted by Mark Alan Smith, mark.smith@tmp.com 

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

We compared the moderating effects of work quantity and attachment (i.e., job involvement) in predicting the physical and psychological health of 319 young workers. Whereas work quantity moderated the relation between exposure to environmental hazards and physical health, job involvement moderated the relation between intrinsic work quality and psychological health.

Catherine Loughlin, University of Toronto

Julian I. Barling, Queens University

Michael R. Frone, Research Institute on Addictions

Submitted by Catherine Loughlin, loughlin@mgmt.utoronto.ca 

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

Entering students (N = 1,134) at the U.S. Naval Academy tested on the KAI were found to be, on average, substantially less innovative in cognitive style than students from four nonmilitary universities. Further, the 95 plebes who withdrew from Plebe Summer were, on average, more innovative in cognitive style than those remaining.

Alice Cahill, University of Baltimore

Thomas E. Mitchell, University of Baltimore

Submitted by Thomas E. Mitchell, tmitchell@ubmail.ubalt.edu 

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

Results of a path analysis showed that interpersonal deviance, but not organizational deviance, mediated the relations between relevant personality traits and job performance (n = 142 employees). Specifically, agreeableness had a strong negative relationship to interpersonal deviance, which in turn had a strong negative relationship to performance.

Michael K. Mount, University of Iowa

Erin C. Johnson, University of Iowa

Remus Ilies, University of Florida

Murray R. Barrick, University of Iowa

Submitted by Erin C. Johnson, erin-johnson@uiowa.edu 

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

Consistent with the personsituation interaction perspective (Lewin, 1936), we examined the joint relationship of emotional stability and perceived organizational support with peer ratings of interpersonal facilitation. Data collected from 182 workers indicated that the emotional stabilityinterpersonal facilitation relationship was stronger among workers perceiving low than high levels of organizational support.

Lawrence A. Witt, University of New Orleans

Michael K. Mount, University of Iowa

Submitted by Lawrence A. Witt, lwitt@uno.edu 

186-16 Interactive Justice Effects on Retail Employees Voluntary Turnover

We examined the interactive effects of distributive, procedural, and interactional justice on turnover among 159 retail employees. The relationship between distributive justice and turnover was stronger when interactional justice was low rather than high. Our findings also suggest that disproportionate turnover base-rates favoring stayers over leavers affect justiceturnover research.

David A. Jones, University of Calgary

Daniel Skarlicki, University of British Columbia

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

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

Using a framework of organizational citizenship behavior, this research examines two types of customer behavior in Internet service deliveries: required customer coproduction behaviors and voluntary customer citizenship behaviors (CCB). A measure of CCB was developed using the Q-Sort technique and validated with a sample of 200 adults.

Markus Groth, University of New South Wales

Submitted by Markus Groth, markusg@agsm.edu.au 

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

The affective organizational commitment literature lacks a cohesive, theory-based model that accurately depicts how systems of human resources might impact affective commitment. The present authors propose a model of (a) perceptions of human resource systems, (b) perceived organizational support, (c) trust in employer, and (d) affective organizational commitment.

Carolyn C. Sagi, Carley Corporation

William Wooten, University of Central Florida

Randy Fisher, University of Central Florida

Edwin C. Shirkey, University of Central Florida

Elizabeth J. Muniz, University of Central Florida

Submitted by Carolyn C. Sagi, Spartan-Knight@cfl.rr.com 

186-19 Time Management and Discounted Utility

If the utility of time-management decisions can be experienced only in the future, such a utility is discounted. We manipulated the discounted utility in vignettes of typical time-management situations (Study 1) and in the laboratory (Study 2). The results confirmed that differences in discounted utility affect time management.

Cornelius Koch, PhilippsUniversitat Marburg

Martin Kleinmann, PhilippsUniversitat Marburg

Diana Mucha, PhilippsUniversitat Marburg

Katrin Waldeyer, PhilippsUniversitat Marburg

Submitted by Cornelius Koch, kochc@mailer.uni-marburg.de 

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

Recent literature has demonstrated that age and organizational climate impact absenteeism. In the current study, it was hypothesized that these factors would jointly influence absenteeism. Data from 41 call center teams of a utility company suggest that an interaction between climate and age best predict absence behavior.

Dru D. Fearing, Nucleus Technologies

Adam Stetzer, Nucleus Technologies

Deborah Ladd, Nucleus Technologies

Mike Moss, Nucleus Technologies

Submitted by Dru D. Fearing, fearing@nucleusweb.com 

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

With the advent of the distinction between task and contextual performance there is a need to reexamine ratee race differences on job performance. A meta-analysis indicated that race effects are strongest for task-performance dimensions. However, Whites are also rated higher than Blacks on most dimensions of contextual performance.

Neil M. A. Hauenstein, Virginia Tech

Andrea L. Sinclair, Virginia Tech

Victoria Robson, Virginia Tech

Yvette Quintella, Virginia Tech

John J. Donovan, Virginia Tech

Submitted by Neil M. A. Hauenstein, nhauen@vt.edu 

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

This study documents a recent exit interview conducted at a large retail organization. Our purpose is to document the best practices for developing exit interviews and to demonstrate the utility of exit interviews, especially when conducted in conjunction with turnover/wage surveys of competing organizations.

Dana E. Swartz, Virginia Tech

Nadine LeBarron McBride, Virginia Tech

Neil M. A. Hauenstein, Virginia Tech

Submitted by Neil M. A. Hauenstein, nhauen@vt.edu 

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

Job satisfaction, affective well-being, and stress were examined as antecedents of abusive and respectful managerial work behavior using a criterion measure. Job satisfaction with supervisor and with the work itself significantly predicted abusive behaviors whereas respectful behaviors were predicted by global stress, affective well-being, pressure, and supervisor satisfaction.

Barbara A. Ritter, University of Akron

Rebecca Fischbein, University of Akron

Philip J. Moberg, University of Akron

Submitted by Barbara A. Ritter, britter@uakron.edu 

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

We investigated the satisfactionperformance relationship within the context of the task and contextual performance framework in a sample of 463 employees at a manufacturing plant. The results showed the satisfactioncontextual performance relationship (r = .15) to be equal to the satisfactiontask performance relationship (r = .15).

Arlette D. Decuir, The Home Depot

Winfred Arthur, Texas A&M University

Bryan D. Edwards, Texas A&M University

Suzanne Bell, Texas A&M University

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

186-25 Perceived Relevance and Performance on Contextual Dimensions

A sample of 287 U.S. Air Force technicians and their immediate supervisors provided perceived dimension relevance and job-performance ratings on six non-task-related dimensions. Results indicated little agreement between rating sources for either perceived relevance or dimension performance. Perceived relevance and performance ratings were significantly correlated for both technician and supervisor ratings.

Travis C. Tubre, University of WisconsinRiver Falls

Winfred Arthur, Texas A&M University

Winston Bennett, Air Force Research Laboratory

Submitted by Travis C. Tubre, travis.tubre@uwrf.edu 

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

O*NET ability requirements were bootstrapped using the average and the standard deviation of task ratings in three jobs. The successful bootstrapping and the generally high levels of interrater agreement on task ratings led us to advocate a decomposed rating strategy to scaling O*NET ability requirements.

Juan I. Sanchez, Florida International University

Kevin Brown, Florida International University

Diana M. Viscarra, Florida International University

Marie Williams, Broward County Sheriffs Office

Submitted by Juan I. Sanchez, sanchezj@fiu.edu 

186-27 A Continuing Look at Continuance Commitment

Two types of continuance commitment were found to relate differentially to intention to leave. Close examination of the intention-to-leave construct revealed factors that may explain the inconsistency in past research on the relationship between continuance commitment and intention to leave.

Aaron J. Graczyk, University of Houston

Barbara B. Ellis, University of Houston

Submitted by Aaron J. Graczyk, agraczyk@mail.uh.edu 

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

This paper investigates the use of artificial intelligence in the analysis and classification of occupations. A Web-based program was created to categorize occupations adaptively based on responses to work-related questions. Results indicate moderate success at selecting applicable classifications. Other results and applications for future use are discussed.

Scott T. Bublitz, North Carolina State University.

Mark A. Wilson, North Carolina State University

Submitted by Scott T. Bublitz, scottb@writeme.com 

186-29 A Meta-Analytic Review of Shift Work

Meta-analytic procedures were used to examine the effects of rotating and fixed work shifts on work and personal outcomes. Overall, rotating shift schedules had a negative effect on these outcomes. However, job type, culture, and type of fixed shift moderated the effect of rotating shifts on the outcome criteria.

Swati Buddhavarapu, Wayne State University

Jeremy N. Borys, Wayne State University

Michael Homant, Wayne State University

Boris B. Baltes, Wayne State University

Submitted by Jeremy N. Borys, jborys@sun.science.wayne.edu 

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

Meta-analytic techniques were used to estimate the effects of worksite health promotion and fitness programs on several work-related criteria (job satisfaction, job performance, absenteeism, turnover, and health care costs). In general, the effects of both programs were positive. Further, several variables were found to be moderators of worksite health interventions.

Cara C. Bauer, Wayne State University

Samuel L. Amelio, Wayne State University

Jacki LaGanke, Wayne State University

Boris B. Baltes, Wayne State University

Submitted by Cara C. Bauer, carab20@aol.com 

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

Examined moderators of the relationship between the Wonderlic Personnel Test and voluntary/involuntary turnover across a diverse sample of jobs. WPT scores predicted voluntary turnover, but only for jobs without performance-contingent pay. WPT scores were negatively related to involuntary turnover for high-complexity jobs, particularly when pay was contingent on performance.

Jennifer M. Dembowski, Wonderlic, Inc.

Scott B. Morris, Illinois Institute of Technology

Submitted by Jennifer M. Dembowski, jenmd555@cs.com 

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

Raters categorized behaviors tapping OCB dimensions of Altruism and Civic Virtue as extra-role while labeling Courtesy, Conscientiousness, and Sportsmanship behaviors in-role. The relationships between In-Role Citizenship Orientation and the individual differences of supervisory experience, gender, and personality are estimated. Implications for future research and OCB scale use are discussed.

Meredith A. Vey, University of Minnesota

John P. Campbell, University of Minnesota

Submitted by Meredith A. Vey, mvey@hotmail.com 

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

A model that captured the different antecedents and outcomes of task and contextual performance was developed. The results indicated that different dimensions of multidimensional LMX predicted task performance and contextual performance respectively. Supervisory ratings of task and contextual performance predicted the promotability of employees, and task performance influenced the employees turnover intention.

Hui Wang, Hong Kong University of Science and Technology

Kenneth S. Law, Hong Kong University of Science and Technology

George Z. Chen, Hong Kong Baptist University

Submitted by Kenneth S. Law, mnlaw@uxmail.ust.hk 

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

Although prior research has established that both OCBs and LMX affect supervisory performance ratings, little work has examined how these variables may interact. Based on an applied sample, the present study determined that helping OCBs mediate the relationship between LMX and performance ratings. Practical implications of this research are discussed.

Michael Hepperlen, University of NebraskaOmaha

Roni Reiter-Palmon, University of NebraskaOmaha

Submitted by Michael Hepperlen, mhepperl@unomaha.edu 

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

Using a configural approach, our study examines the synergistic effects of motivational antecedents on performance. We developed six profiles consisting of scores on personality and organizational commitment measures. Comparison of the profiles indicated that differences existed on task performance and organizational citizenship behaviors. Implications for personnel managers are discussed.

Jennifer Sommers, Portland State University

Michael Leo, Portland State University

Jennifer C. Cullen, Portland State University

Ken Kozachok, Portland State University

Robert R. Sinclair, Portland State University

Cynthia Banas, Market Measures Interactive

Submitted by Jennifer Sommers, jsommers@pdx.edu 

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

The purpose of this research was to identify and specify the dimensions of individual performance in the role of team member. An inductive approach was used: twenty subject-matter judges sorted 200 critical incidents into categories they created. Data were analyzed using principal components analysis, and results yielded eight dimensions.

Andrea M. Olson, The College of St. Catherine

Submitted by Andrea M. Olson, olsonandrea@yahoo.com 

186-37 Affective Constituency Commitment and Organizational Participation and Loyalty

Relationships among affective constituency commitment and aspects of contextual performance were examined. Two organizations, a drilling corporation, and a banking institution, were surveyed. Affective commitment to the global organization was positively correlated to organizational participation/loyalty, and more positively related to organizational participation/loyalty than affective commitment to supervisor or work team.

Chris Bordeaux, University of Tulsa

Christopher Wright, Corporate Survey.com 

Kevin E. Fox, University of Tulsa

Submitted by Christopher Wright, cwright@corporatesurvey.com 

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

The extent to which collectivist attitudes, values, and self-construals predicted organizational citizenship behavior was studied in a Russian working sample. Multiple regression analysis showed significant unique prediction of collectivism indicators above the personality and organizational factors for both self-reported (N = 175) and supervisor-reported (N = 120) OCBs.

Ludmila Praslova, University of Akron

Rosalie J. Hall, University of Akron

Submitted by Rosalie J. Hall, rhall@uakron.edu 

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

This experiment found that recognition of knowledge sharing in an appraisal system had strong effects on employees willingness to share knowledge with coworkers and friends. However, these effects were moderated by dispositional factors. Machiavellians responded instrumentally, whereas impression managers responses were consistent with a desire to maintain a public image.

Dishan Kamdar, National University of Singapore

Ho-Beng Chia, National University of Singapore

Glenn Nosworthy, National University of Singapore

Yue-Wah Chay, Singapore Management University

Submitted by Glenn Nosworthy, fbang@nus.edu.sg 

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

This paper investigated the suggestion that situational judgment is a multidimensional evaluation methodology that assesses task and/or contextual job knowledge. Results from 233 subjects supported the hypothesis suggesting personality significantly predicts contextual knowledge over and above cognitive ability. Implications and directions for future research are suggested.

Tammy L. Bess, Virginia Tech

Morell E. Mullins, Bowling Green State University

Submitted by Tammy L. Bess, tlbess@mindspring.com 

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

The current meta-analysis examines the relationship between personality and prosocial organizational behavior. The importance of helping behavior to organizations is articulated, and evolutionary theory is invoked as a metatheory with which to explain findings from the existing literature, generate hypotheses, and make sense of the current results.

Anthony F. Abalos, University of Tulsa

Submitted by Anthony F. Abalos, anthony-abalos@utulsa.edu 

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

Survey data about experiences with mentors were collected from 95 workers. Whereas much existing research has focused on mentors impact on technical or organizational knowledge, this analysis focused on the shaping of proteges work interests. The strength of attributed influence was associated with the proteges experience of flow at work.

Howard C. Fero, Jet Propulsion Lab/California Institute of Technology

Jeanne Nakamura, Quality of Life Research Center

Submitted by Howard C. Fero, Howard.Fero@cgu.edu 

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

The purpose of the present study was to investigate several variables thought to capture citizenship skills and habits and relate them to organizational citizenship behavior (OCB). Results indicated individuals with high tolerance for ambiguity and a learning-goal orientation were more likely to engage in OCB.

Tammy D. Allen, University of South Florida

David Coole, University of South Florida

Lizzette Lima, University of South Florida

Carolyn L. Facteau, Independent Consultant

Jeffrey D. Facteau, Right Management Consultants

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

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

Customer ratings as a criterion of customer service performance in validation studies was examined using biodata validity estimates from 4,548 employees. Results show biodata predicts customer ratings (r = .31), however number of ratings impacted observed validity. These results indicate that insufficient numbers of customer ratings will result in lower coefficient estimates.

Chaitra M Hardison, University of Minnesota

Paul R. Sackett, University of Minnesota

Terry W. Mitchell, e-Selex.com

Submitted by Paul R. Sackett, psackett@tc.umn.edu 

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

The answers to practical issues faced when implementing a 360-degree feedback system are reviewed. The answers are grounded in both academic- and practitioner-oriented research dealing with the development, implementation, administration, and evaluation of such multisource feedback programs.

Troy V. Mumford, Purdue University

Frederick P. Morgeson, Michigan State University

Michael A. Campion, Purdue University

Submitted by Troy V. Mumford, troy@troymumford.com 

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

A study was conducted to examine Kluger and DeNisis claim that the maintenance of self-system goals can result in the depletion of cognitive resources, which adversely affects performance on a focal task. The findings suggest that self-system discrepancies can steal resources and interfere with performance on complex tasks.

Eric Casey Tischner, The Ohio University

Jeffrey B. Vancouver, The Ohio University

Submitted by Eric Casey Tischner, et297490@oak.cats.ohiou.edu 

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

A discontinuous segmented model of the relationship between self-efficacy and resource allocation was tested. The nonmonotonic model was largely supported based on 138 undergraduate students participating in a computer game. Discussion focuses on the implications regarding the distinction of goal processes and the interpretation of experimental research with self-efficacy.

Jeffrey B. Vancouver, The Ohio University

Karen L. Scherbaum, The Ohio University

Submitted by Karen L. Scherbaum, kl305290@ohio.edu 

186-48 Work Experience and Adaptive Performance

Results from 121 employees showed that task amount experience may enhance or inhibit adaptive performance, depending on type of task experience. Specifically, the study found a positive linear relationship between adaptive task amount experience and adaptive performance but a nonmonotonic curvilinear relationship between routine task amount experience and adaptive performance.

David Chan, National University of Singapore

Cindy Chang, National University of Singapore

Submitted by David Chan, davidchan@nus.edu.sg 

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

Respect for task performance and respect for interpersonal facilitation were manipulated in task groups (N = 159) working within an individualistic or collectivistic organizational culture. Results show that these different forms of respect influence group-relevant behaviors like pride in group membership, group identification, team commitment, effort on behalf of the group, and job dedication.

Ed Sleebos, Leiden University

Submitted by Ed Sleebos, Sleebos@fsw.Leidenuniversity.nl 

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

To investigate the relationship between polychronicity (propensity to perform multiple tasks simultaneously) and task performance, 50 resident assistants completed a polychronicity inventory. Supervisors rated performance on several tasks. As hypothesized, disciplinary duties were significantly correlated with polychronicity. However, correlations between polychronicity and administrative and programming duties failed to support hypotheses.

Carter L. Smith, Temple University

Richard L. Frei, Temple University

Submitted by Carter L. Smith, carters@astro.temple.edu 

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

The present study examines the influence of rater individual values on perceived importance of contextual performance. We develop a contextual performance scale based on behaviors provided by raters representing various job levels and industries. We find that individual values predict the perceived importance of various facets of contextual performance.

SooMin Toh, Texas A&M University

Shung Jae Shin, Texas A&M University

Arup Varma, Loyola UniversityChicago

Submitted by SooMin Toh, smtoh@cgsb.tamu.edu 

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

Managers rated themselves and received subordinate and peer ratings on 12 leadership competencies across 3 years (N = 188). Observed variable path analyses were conducted to assess the effects of ratings on subsequent self-ratings. The paths from self- and subordinate ratings to subsequent self-ratings were statistically significant and sustained over 3 years.

Kimberly A. Adams, American Institutes for Research

Hobart G. Osburn, University of Houston

Carol W. Timmreck, Shell Oil Company

Submitted by Kimberly A. Adams, kadams@air.org 


187. Practitioner Forum: Sunday, 9:009:50 Grand West

Using 360-Degree Surveys to Predict Leader Success and Derailment

Building and developing strong leaders has become an organizational imperative. This forum will provide attendees with insight into how I-O psychologists are currently using 360-degree feedback to highlight both the bright and dark sides of leadership. It will provide attendees with current best practices on the use of 360-degree feedback.

James W. Smither, La Salle University, Chair

Deborrah Himsel, Avon Products, Inc., Robin R. Cohen, Avon Products, Inc., Peter C. Cairo, CDR International, Christopher Geczy, University of Pennsylvania, Amy S. Taylor Bianco, Teachers College, Columbia University, Leadership Performance as a Function of Multisource Survey Feedback

Suzan L. McDaniel, Bristol-Myers Squibb, Steven A. Kortick, Wyeth-Ayerst Pharmaceuticals, Multisource Feedback and Derailment: Predicting the Dark Side of Leadership

Seymour Adler, Aon Consulting, Lorraine C. Stomski, Aon-ASI, Integrating Multisource Survey and Assessment Center Feedback in Leadership Development

Submitted by Robin R. Cohen, robin.cohen@avon.com


188. Symposium: Sunday, 9:009:50 Conference G

Enhancing the Strategic Retention of Engaged Employees and Top Performers  

This symposium presents research findings on the development and validation of an employee engagement measure. Research findings are also presented from a study assessing factors influencing the attraction, retention, and satisfaction of top performers.

Jaci Jarrett Masztal, Burke Strategic Consulting Group, Co-Chair

Bruce M. Fisher, Illinois Institute of Technology, Co-Chair

Jaci Jarrett Masztal, Burke Strategic Consulting Group, Lisa A. Steelman, Florida Institute of Technology, William H. Newbolt, Burke Strategic Consulting Group, Lee Brent Churchwell, University of Georgia, The Development and Validation of an Employee Engagement Index

Lee Brent Churchwell, University of Georgia, Jaci Jarrett Masztal, Burke Strategic Consulting Group, Understanding Key Factors in Attracting and Retaining Top Performers

Bruce M. Fisher, Illinois Institute of Technology, Michael W. Collins, Illinois Institute of Technology, Factors Driving Organization Commitment and Behavioral Intentions of Top Performers

Elaine B. Sloan, Personnel Decisions International, Discussant

Submitted by Jaci Jarrett Masztal, jmasztal@burke.com 

expanded tutorials require advance registration as well as an additional fee!

189. Expanded Tutorial: Sunday, 9:0012:00 Wentworth

Moderated Structural Equation Modeling

Jose M. Cortina, George Mason University, Presenter

Robert E. Ployhart, George Mason University, Coordinator


expanded tutorials require advance registration as well as an additional fee!

190. Expanded Tutorial: Sunday, 9:0012:00 Kenora

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

Michele J. Gelfand, University of Maryland, Presenter

Sharon Arad, Personnel Decisions Research Institutes, Presenter

Paul J. Hanges, University of Maryland, Coordinator


expanded tutorials require advance registration as well as an additional fee!

191. Expanded Tutorial: Sunday, 9:0012:00 Huron

Emotions at Work: Research Findings and Practical Implications

Howard M. Weiss, Purdue University, Presenter

Robert R. Sinclair, Portland State University, Coordinator


expanded tutorials require advance registration as well as an additional fee!

192. Expanded Tutorial: Sunday, 9:0012:00 Kent

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

Laura L. Koppes, Eastern Kentucky University, Presenter

Jeffrey M. Stanton, Syracuse University, Presenter

Leslie B. Hammer, Portland State University, Coordinator


Coffee Break: Sunday 10:0010:30 Multiple Locations


193. Special Event: Sunday, 10:3011:20 Grand West

M. Scott Myers Award For Applied Research in the Workplace How to Make a Team of Experts an Expert Team:  Guidelines for Improving Team Decision Making Under Stress

The presentations in this session will describe a series of empirical studies that investigated methods for measuring and training team performance under stress. Practical guidelines derived from this research will be offered and applied examples will be used to illustrate those guidelines.

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

Kimberly A. Smith-Jentsch, Naval Air Warfare Center, Presenter

Joan Johnston, Naval Air Warfare Center, Presenter

Janis A. Cannon-Bowers, Naval Air Warfare Center, Presenter

Eduardo Salas, University of Central Florida, Presenter

Carol Paris, Presenter

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


194. Symposium: Sunday, 10:3011:50 Grand Centre

Recent Developments in Cognitive and Personality Approaches to Job Analysis 

Cognitive task analysis and personality-oriented job analysis seek to identify directly the personal characteristics needed to perform a job, and offer critically unique insights into the nature of job performance. Conceptual and empirical analysis is presented in introducing those methods and raising important issues for future inquiry.

Robert P. Tett, University of Tulsa, Co-Chair

Joyce C. Hogan, Hogan Assessment Systems, Co-Chair

Thomas R. Gordon, University of South Florida, Michael D. Coovert, University of South Florida, Donald Miles, University of South Florida, Dawn Riddle, University of South Florida, Kimberly A. Hoffman, University of South Florida, Thomas Starr King, University of South Florida, Linda R. Elliott, Veridian, Samuel G. Schiflett, U.S. Air Force Research Laboratory, Scott Chaiken, Air Force Research Laboratory, Integrating Cognitive Task Analysis with Verbal Protocol Analysis: A Typology for Describing Jobs

Joyce C. Hogan, Hogan Assessment Systems, Brent D. Holland, Hogan Assessment Systems, Evaluating Personality-Based Job Requirements

Robert P. Tett, University of Tulsa, Brent D. Holland, Hogan Assessment Systems, Joyce C. Hogan, Hogan Assessment Systems, Validity of Trait-Based Job Analysis Using Moderator Correlations

Rosemarie Reynolds, University of South Florida, Michael T. Brannick, University of South Florida, Thinking About Work/Thinking at Work: Cognitive Task Analysis

Sidney A. Fine, Self-employed, Discussant

Robert J. Harvey, Virginia Tech, Discussant

Submitted by Robert P. Tett, robert-tett@utulsa.edu 


195. Symposium: Sunday, 10:3011:50 Grand East

Contradictions in Promoting Diversity: What Works When?

How should organizations promote diversity? At best, the literatures answers to this question are unclear and, at worst, they are contradictory, especially when one considers the efficacy of different diversity-promoting techniques for different groups. We will highlight contradictory perspectives in an effort to better understand this important issue.

Jennifer Z. Carr, Michigan State University, Co-Chair

Jerald Greenberg, The Ohio State University, Co-Chair

Madeline E. Heilman, New York University, Brian Welle, New York University, Disadvantaged by Diversity? The Effects of Diversity Objectives on Evaluations

Audrey J. Murrell, University of Pittsburgh, Ray Jones, University of Pittsburgh, Tom Zagenczyk, University of Pittsburgh, Does Contact Help or Hurt Intergroup Relations: Lessons from Research on Team Diversity Within Organizations

Belle Rose Ragins, University of WisconsinMilwaukee, John M. Cornwell, Loyola UniversityNew Orleans, Its Not What You Say, Its What You Do: The Impact of Organizational Policies and Practices on Heterosexism in the Workplace

Dianna L. Stone, University of Central Florida, Eugene F. Stone-Romero, University of Central Florida, Emotional Reactions to Persons with Disabilities: Insights from Terror Management Theory

Jerald Greenberg, The Ohio State University, Discussant

Submitted by Jennifer Z. Carr, carrjenn@msu.edu


196. Practitioner Forum: Sunday, 10:3011:50 Conference D/E

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

Business leaders are now recognizing the critical role that I-O psychology can play in the successful implementation of business strategy. The presenters will discuss three cases in which I-O practices were integrated with strategy implementation. Following the presentation, the panel will address questions from the audience.

Stephanie Butler, Wilson Learning Corporation, Chair

Steven R. Gordon, Wilson Learning Corporation, Thomas J. Griffin, US Cellular, Using Measurement Technology to Support and Motivate Implementation of Business Strategy

Stuart S. Crandell, Personnel Decisions International, Using Assessment-Based Development to Drive Strategic Organizational Change

Matthew J. Paese, Development Dimensions International, Use of Assessment and Development to Support Executive Resource Deployment

Submitted by Jason Myers, jason_myers@wlcmail.com


197. Symposium: Sunday, 10:3011:50 Conference F

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

The dynamic nature of existing and emerging information technology (IT) jobs/occupations presents many challenges to our current systems of occupational analysis. The purpose of this session is to describe research aimed at identifying and describing IT jobs/occupations using approaches that contribute to the relevance and usefulness of these systems.

Robert J. Vance, Vance & Renz, LLC, Chair

Ray A. Morath, Caliber Associates, Lisa M. Donahue, George Mason University, Lance E. Anderson, Caliber Associates, Developing a Taxonomy of IT Occupations

Gary W. Carter, Personnel Decisions Research Institutes, David W. Dorsey, Personnel Decisions Research Institutes, Kara A. Incalcaterra, George Mason University, Michael E. Wasserman, George Mason University, O*NET and IT Occupations

Elizabeth B. Kolmstetter, National Skill Standards Board, Paul Squires, Applied Skills & Knowledge, National Skill Standards for the IT/Telecommunications Frontline Worker

Michael L. Brown, SkillsNET Corporation, Darrel Sandal, SkillsNET Corporation, Roni Reiter-Palmon, University of NebraskaOmaha, Defining Work with Fidelity: O*NET-Centric Navy IT Worker Requirements

Kenneth Pearlman, Independent Consultant, Discussant

Submitted by Lisa M. Donahue, ldonahu1@gmu.edu


198. Panel Discussion: Sunday, 10:3011:20 Conference G

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

Employers perceptions of performance have always been used, implicitly or explicitly, programmatically or informally, carefully or thoughtlessly, to make employment decisions, because employment decisions must and will be made. The panel provides an expertise-supported, question-and-answer format for discussion of the challenges faced as firms implement employee ranking in performance management.

Walter C. Borman, Personnel Decisions Research Institutes, Chair

Ronald A. Schmidt, ClassActionStrategy.com Inc., Panelist

Joe Pallischeck, Visteon Corporation, Panelist

Maynard Goff, Personnel Decisions International, Panelist

Submitted by Maynard Goff, maynardg@personneldecisions.com


199. Symposium: Sunday, 10:3011:50 Essex

Keeping Our Most Valuable Asset:  Applied Employee Retention Strategies

Practitioners from four organizations discuss applied methods for measuring and understanding employee turnover, identifying issues influencing employees decisions to leave, and getting leaders to acknowledge and address employee retention. The approaches used by each organization are reviewed by an academician with extensive experience studying retention and job

Steven T. Hunt, SHL, Chair

Alan L. Colquitt, Eli Lilly & Company, Getting Systematic about Retention in One Company: Strategy, Tactics, and Learnings

Steven T. Hunt, SHL, Nicole M. Dudley, George Mason University, Michael J. Hudy, SHL, Why People Work: A Taxonomy for Guiding Employee Retention Strategies

L. Allen Slade, Microsoft Corporation, Lisa Sandora, Microsoft Corporation/IIT, Laura S. Hamill, Microsoft Corporation, Kathleen J. Suckow, Microsoft Corporation, Integrating Research to Create Retention Intelligence at Microsoft

Thomas B. Walk, Merrill Lynch, Data-Gathering Methods and their Uses in Retaining Employees

Peter W. Hom, Arizona State University, Discussant

Submitted by Steven T. Hunt, steventhunt@aol.com


200. Symposium: Sunday, 10:3011:50 Windsor

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

This symposium examines multiple negative experiences in the workplace. The papers examine sexual discrimination in relationship to sexual harassment; the effects of ethnic and sexual harassment on employees outcomes; and the contributions of workplace aggression, sexual harassment, and discrimination to outcomes and the contributions of methodology to findings.

Alayne J. Ormerod, University of Illinois at UrbanaChampaign, Chair

Cari A Cohorn, University of Illinois at UrbanaChampaign, Sasha Chernyshenko, University of Illinois at UrbanaChampaign, Louise F. Fitzgerald, University of Illinois at UrbanaChampaign, The Development and Validation of Gender-Related Work Discrimination Scale

Armando X. Estrada, University of TexasEl Paso, Kimberly T. Schneider, Illinois State University, Robert Hitlan, University of TexasEl Paso, The Effects of Multiple Harassment Stressors on Female Hispanic Employees

Wayne C. Lee, University of Illinois at UrbanaChampaign, Alayne J. Ormerod, University of Illinois at UrbanaChampaign, Maggie E. Reed, University of Illinois at UrbanaChampaign, Jorja Jamison, University of Illinois at UrbanaChampaign, The Contributions of Sexual Harassment, Aggressive Experiences, and Work Discrimination on PTSD and Job Withdrawal Intentions

Theresa M. Glomb, University of Minnesota, Discussant

Submitted by Alayne J. Ormerod, aormerod@uiuc.edu


201. Symposium: Sunday, 10:3011:50 York

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

The lack of systematic evaluation research on the effectiveness of merit pay has been amply documented, with most of the research consisting of one-shot case studies. This symposium will present longitudinal results of a series of merit pay demonstration projects, tested in DoD research laboratories during the past 20 years.

Robert L. Heneman, The Ohio State University, Chair

Brigitte W. Schay, U.S. Office of Personnel Management, The History of Merit Pay Experiments in the Federal Government

Christelle LaPolice, U.S. Office of Personnel Management, Pay for Performance: A Five-Year Evaluation of a Contribution-Based Pay System

Steven R. Burnkrant, U.S. Office of Personnel Management, Linking Merit Pay to Motivation, Performance, and Turnover

Alexis Adams-Shorter, U.S. Office of Personnel Management, The Effects of a Merit Pay System on Individual and Organizational Performance

Robert L. Heneman, The Ohio State University, Discussant

Submitted by Brigitte W. Schay, bwschay@OPM.GOV


202. Special Event: Sunday, 10:3011:50 Dominion North

Perspectives on September 11th

In this session, five SIOP presidents will share their perspectives on the implications of September 11th for the science and practice of I-O psychology. Frames of reference will range from personal experience and observation to research agendas relevant to the events and their aftermath.

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

Angelo DeNisi, Texas A&M University, Presenter

Elaine Pulakos, Personnel Decisions Research Institutes, Presenter

Ann Marie Ryan, Michigan State University, Presenter

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

William H. Macey, Personnel Research Associates, Inc., Presenter


203. Symposium: Sunday, 10:3011:50 Dominion South

Revising Mid- and Late-Career Research Models

The lack of research on mid- and late-career development issues can be partially attributed to a paucity of well-developed theories. Therefore, in this symposium, four models of mid- and late-career development will be presented. Issues of aging, spirituality and values, employability and lifestyle, and work and family will be discussed.

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

Teresa J. Rothausen, University of St. Thomas, Co-Chair

Alexander Lellatchitch, University of Vienna, New Career Forms and the Decline of Chronological Age

Karin Klenke, Regent University, Centrality/Peripheriality of Spiritual Values in Mid- and Late-Career Transitions

Sally J. Power, University of St. Thomas, Teresa J. Rothausen, University of St. Thomas, A Work and Life Oriented Career Development Model

Martin M. Greller, University of Wyoming, Linda K. Stroh, Loyola University Chicago, A WorkFamily Balance Approach to Mid- and Late-Career Research

Cheri Ostroff, Columbia University, Discussant

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


204. Symposium: Sunday, 10:3011:50 Elgin

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

The current session provides an in-depth presentation of the logic, method, and analysis of climate, culture, and strategy that reveal how an organization can effectively align its internal components to achieve strategic effectiveness. We achieve this end through the discussion of several aligned organizational practices from a single service organization.

Benjamin Schneider, University of Maryland, Chair

Jana L. Raver, University of Maryland, Tradition

Ellen Godfrey, University of Maryland, Learning and Development

Seth Hayes, University of Maryland, Teamwork

Beng-Chong Lim, University of Maryland, Goals and Rewards

Jonathan C. Ziegert, University of Maryland, People

Mina Huang, University of Maryland, Employee Identification

Lisa H. Nishii, University of Maryland, Change

Michael Beer, Harvard University, Discussant

Submitted by Benjamin Schneider, ben@psyc.umd.edu


205. Roundtable: Sunday, 10:3011:50 Simcoe/Dufferin

It Takes Two: I and O Collaborate for Organizational Change

Several practitioners collaborated on a workforce development project that required culture change for successful implementation. The practitioners found that balancing both strong I and strong O techniques was necessary. We offer our example for a discussion of the necessity and practices in blending the two facets of our field.

Joelle D. Elicker, University of Akron, Co-Host

Sandra Lionetti, L. A. Dreyfus Company, Co-Host

Submitted by Suzanne M. Miklos, mikloss@oestrategies.com 


Program Table of Contents