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Content Index

Primary Content Areas (listed by session number; numbers following hyphens are posters)

This index shows the main title of every item accepted for the SIOP program, grouped by the primary content area as designated by its submitter. Titles are shown in order of presentation within areas. Numbers with hyphens are posters. For presentation formats other than posters, that is, symposia, discussions, et cetera, only the main title is indexed and shown heresubsidiary presentation titles are not included. Visit http://www.siop.org/ProgramOnWeb/?year=2004 to search the electronic version of the Conference Program by keywords, all content area codes, and authors names.

Absenteeism/Turnover

37 Creative Approaches for Examining Employee Retention

87 Understanding Retention Issues in a Diverse Workforce

111 Reducing Absenteeism in a Represented Environment

140-2 The Effects of Supervisory Positions on Absence Frequency Among Teachers

140-3 Reducing Attrition by Decision-Making Training: Social Exchange or Self-Determination?

140-5 Effects of Night and Mixed Shift Work on Turnover 

140-6 Effects of Variability and Feedback on Team Adaptability Training

140-10 An Event History Analysis of First-Term Soldier Attrition

140-17 PersonGroup Fit as a Correlate of Aggregate OCB and Turnover

Aging/Gerontology

58 The Aging Workforce: Advancements in Training, Development, and Lifelong Learning

184-15 Retirement Decision-Making: The Influence of WorkRole Attachment Theory

Attitudes Toward Selection

27-1 Personality Differences in Accepting Selection Procedure Decisions

27-3 A Qualitative Field Study of Applicant Reactions to Selection

27-9 Applicant Reactions to Employment Interview Structure: A Policy-Capturing Investigation

27-10 Procedural Antecedents of Test Motivation and Test Performance

27-27 Construction of a Fairness Theory Counterfactuals Measure

45-2 Affirmative Action Versus Diversity Versus Women/Minorities: Does It Matter?

45-3 Impact of Affirmative Action Knowledge on Fairness Evaluations and Attitudes

45-4 Demographic Differences in Banding Reactions: A Policy-Capturing Approach

71 Understanding the Consequences of Applicant Reactions

210-29 The Effect of Explanation Framing on Applicants Reactions

217 Perceptions of Justice in Personnel Selection: International and Minority Perspectives

Conflict/Negotiations

236-4 Goal Orientations and Their Effects on Bargaining Behavior and Attitudes

236-5 Adding Insult to Injury: Procedural Justice in Monetary Equity Restoration

Consulting Practices and Issues

31 Practicing I-O Psychology: Theres No Business Like I-O Business

126 Another I-O: Keys to Successful InsiderOutsider Practitioner Collaboration

129 Demonstrating the Impact and ROI of Assessment Programs: Issues, Challenges, and Approaches

236-7 Independent Consulting: Is it a Choice Between Satisfaction or Success?

236-11 HR Professionals Commitment Towards Consultancy Firms in Personnel Selection

Culture/Climate

79 Organizational Culture Surveys: Moving From Diagnosis to Action

95 New Perspectives on Cross-Cultural Issues in Organizations

150 Conceptualization and Measurement of Organizational Climate: Safety Climate as Exemplar

164-4 Collective Climate: Another Look at the Validity of the Construct

164-9 Organizational Culture and Customer Satisfaction: The Impact of Organizational Level

164-11 Are Reactions to Justice Cross-Culturally Invariant? A Meta-Analytic Review

164-13 Effect of Proactive Climate: When Staff Compensates Managers Weakness

164-14 PO Fit and Work Attitudes: Examining Multiple-Value Dimensions

164-15 The Influence of Project Team Culture on Project Success

164-17 CollectivismIndividualism and Cooperation: A Cross-Cultural and Cross-Level Examination

164-21 Predicting Affective Commitment From Individual Culture and Organizational Value Congruence

164-25 The Usefulness of Organizational Climate Profiles in Predicting Work-Related Attitudes

240 The Silent Killer: Preventing Errors in Healthcare Through I-O Interventions

Decision Making

116-3 Scenario Use in Managerial Explanation Tasks

116-5 Overcoming Cognitive Load in the Interview: The Effect of Introversion/Extraversion

116-12 The Decision to Trust: Which Antecedents are Most Important?

116-16 Can a Decoy Boldly Go Where None has Gone Before?

116-26 The Theory of Planned Behavior: An Examination Across Racial Groups

169 The University of Michigan Court Cases: Promises and Problems

Diversity

22-3 Relations of Stereotype Threat Effects to Assessment Domains and Self-Identity

29 Managing Diversity and Creating Inclusion

45-1 Perceptions of Asians as Beneficiaries of Affirmative Action: A Validation Study

78 Managing Diversity in Turbulent Times: A SWOT Analysis

81 Individual Differences in Diversity Initiatives

108 Women in the Executive Suite: Barriers to Equal Workplace Advancement

110 Employees With Disabilities: Employer Misconceptions Versus Data and Practices

127 Emerging Workplace Diversity Issues: Ethnicity, Bilingualism, and Workplace Exclusion

142 Diversity Beliefs and Attitudes and the Effects of Group Diversity

148 Strategies for the Advancement of Women in the Workplace

157 Discrimination in Personnel Assessment: Whats To Be Done?

172 Managing Diversity: Searching for Organizational Best Practices

204-3 Perceived Job Suitability as a Function of Ethnicity

204-4 Racial Differences in Job Satisfaction: A Multiracial Perspective

204-6 The Effect of Preferential Selection on Beneficiaries Self-Evaluations

204-10 How Do Qualifications, Job, Race, and Mood Impact Obesity Discrimination?

204-11 Multiple-Hurdle and Compensatory-Model Adverse Impact: A Case Study

204-12 A Multimethod/Multilevel Study of Diversity Attitudes in the Workplace

204-13 The Relationship Between Economic Threat and Attitudes Toward Affirmative Action

204-14 Stigma at Work: A Multilevel, Dual-Perspective Theory

204-16 Self-Perceived Minority Status and Diversity Attitudes: An Exploratory Investigation

204-17 Personality, Attitudes Toward Diversity, and Propensity to Trust

204-18 Diversity and Bottom-Line Performance: The Moderating Role of Leader-Member Exchanges

204-22 Cultural Diversity Beliefs Scale: Construct Validity and Factor Structure Analysis

204-23 Age and Gender Stereotypes With Regard to Adaptive Performance

204-24 Impact of Language Diversity on Team-Members Self-Feelings,Team-Perceptions, and Individual Performance

204-30 Differences in Perceptions of Leadership Between the U.S. and Japan

206 Committee on Ethnic Minority Affairs (CEMA)

212 Committee on Ethnic Minority Affairs (CEMA)

225 Community of Interests: Diversity 

237 Stigmas as a Basis of Unfair Discrimination in 
Organizations

Downsizing/Outplacement

184-6 Predictors of Networking Intensity and Quality Among White-Collar Job Seekers

228 Resizing the Organization: Using Research to Improve Practice

Employee Surveys

41 Redesign of Large-Scale Employee Surveys: Challenges and Opportunities

44 Pulse Surveys in Organizations: Useful or Waste of Resources?

83 Addressing Common Questions and Challenges for the Survey Practitioner

135 Designing and Implementing Successful Survey Initiatives in Global Settings

164-2 Development and Validation of a Team Orientation Biographical Inventory

164-5 Measurement Equivalence of a Job Satisfaction Survey Used Worldwide

164-19 Promoting Favorable Attitudes Toward Employee Surveys: The Role of Follow-up

167 Complex Employee Survey Challenges: Survival Tales and Strategies

177 Perspectives on Pulse Surveys

Ethics, Values in I-O Psychology

70 The Values of Industrial-Organizational Psychology: Who Are We?

90 Community of Interests: Organizational Justice 

104 Ethical Dilemmas in Organizational 
Psychology: Discussion of Circumstances, Impact, Outcomes

138 Ethics in the Practice of Industrial and Organizational Psychology

201 Received Doctrines: Scientific, Professional, Ethical, and Legal Issues

248 Mock Ethics Hearing: The Hand That Rocks the Licensing Law

Executive Coaching/Executive Development

62 Implementing High-Potential Development Processes: A Front-Line Perspective

124 Teaching Workplace Coaching, Applying Blooms Taxonomy

133 Creating Great Coaches at Motorola: A Cascading Model

141 Community of Interests: Individual Assessment 

196 The Application of Sociomapping to Executive Team Development

227 Filling the Pipe I: Studying Management Development Across the Hierarchy

236-14 Implicit-Person Theory Effects on Employee Coaching

236-16 The Role of Open-Ended Comments in Multisource Feedback Programs

236-22 The More, the Better: Multiple Instructional Media Increase Executive Learning

245 Filling the Pipe II: Best Practices in Organization-Wide Management Development

Global HR Practices/International I-O

30 Leadership: What can Europeans and Americans Learn From Each Other?

47 Community of Interests: Cross-Cultural Issues in I-O 

77 Leadership Assessment and Development in Chinese Organizations

91 International Members Reception

130 Do Borders Really Matter? Issues in Multinational Selection

174 Beyond Translations and Time Zones: Best Practices in Global Surveying

187 International Development: You Mean it Isnt the Same Everywhere?

204-1 Multiple Crossover Effects and Nonlinear Effects on Socio-Cultural Adjustment

204-2 The Pervasive Role of Stress for Expatriates During International Assignments

204-5 Cross-Cultural Variation in Employee Attitudes 19902003

204-7 Perceived Organizational Support and Well-Being as Predictors of Expatriates Success

204-8 Locus of Control and Well-Being: A Reexamination of Cross-Cultural Generalizability

204-9 WorkFamily Conflict for Expatriates: Domain-Specific and Domain-Spanning Stressors and Outcomes

204-19 Factors Influencing Employees Desire to Accept an International Assignment

204-20 Best Practices in Cross-Cultural Training: Can They Be Improved?

204-27 Job Burnout/Engagement: Opposite Ends of a Continuum or Independent?

204-28 Host-Country National Helping on the Adjustment of Expatriates

204-29 Validity of Context-Specific Versus Broad Characteristics in International Assignments

204-31 Selection Discrimination in Spanish HR Officers

235-1 Predicting Expatriate Success: A Look at Some New Variables

235-2 Cultural Intelligence: Development and Cross-Validation of a Multifaceted Measure

235-3 Predicting Expatriate Job Performance for Selection Purposes: A Quantitative Review

235-4 Profiling the Effective Expatriate: Individual Differences as Predictors of Success

Group Processes/Dynamics

145-4 Organizational Values and Procedures for Goal Interdependence and Interdepartmental Effectiveness

145-7 An Alternative Framework for Understanding When Membership Changes Impede Teamwork

145-9 Shared Values as a Moderator of the Turnover-Performance Relationship

145-10 Crafting a Model of Error Identification in Transactive Memory Systems

145-11 Will They Share? Team Problem Solving in Computer-Mediated Environments

145-12 You Cant Always Get What You Want

145-18 Decision Change and the Devils Advocate in Group Decision Making

145-22 Mood and Pooling of Unshared Information in Group Decision Making

145-24 The Nature of Tasks: Taking Group Brainstorming to New Levels

163-2 Effects of Identity Salience on the Cohesion of Diverse Groups

163-3 Team Composition and Team Performance: The Role of Personality

163-4 Is There a Big Five in Teamwork?

Human Factors and Ergonomics

164-8 Detecting Medication Errors: Important Issues and Directions for Research

164-16 Is Organizational Survey Response an OCB? An Exploration

164-27 Managing Multiple Workplace Tasks: Tactile Cues and Task-Switching Performance

Innovation and Creativity

145-3 The Effects of Goal Orientation and Expected Evaluation on Creativity

145-5 Breaking Routines: A Study on Time Pressure

145-16 What if Being Oneself Isnt Very Funny?

145-26 Predicting Innovation: Synergies Between 
Leadership and Self-Related Variables

244 New Directions in Creativity Research: Teams and Rewards

Job Analysis/Job Design/Competency Modeling

6 Individual and Subgroup Differences on Job Analysis and Competency Ratings

11 Developing and Deploying Leadership Competency Models That Work

27-4 Nonrandom Response in Job Analysis Surveys: A Cause for Concern?

27-6 Personality-Based Job Analysis and the Self-Serving Bias

27-14 IRT and Job Analysis: Do Polytomous Models Fit the Data?

27-17 Holistic Versus Decomposed Ratings of General Dimensions of Work Activity

27-25 Tenure Effects on the Quality of Incumbent Job Analysis Ratings

53 Applications of Competency Modeling: Overcoming Barriers to Implementation

120 Things, Data, and People: Fifty Years of a Seminal Theory

137 Recent Enhancements to the Job Analysis Process

215 Job Analysis: New Innovations for an Old Topic

Job Attitudes/Attitude Measurement

32 Perceived Organizational Support: The Roles of Coworkers, Supervisors, and Workgroups

66 Virtual Office: The Good, Bad, and Ugly

85-1 Politics and Organizational Support Perceptions: Dimensionality and Discriminant Validity

85-2 Employers and Psychological Contracts in Small Business

85-3 Self-Esteem Moderates Relationships Between Abusive Supervision and Workplace Deviance

85-4 A New Interactional Justice Measure: Clarifying Interpersonal and Interactional Justice

85-5 Perceived Similarity and Complementarity as Predictors of Subjective PO Fit

85-6 Perceived Support and Performance: Relationships Across Levels of Cynicism

85-7 An Investigation of Self-Insight in Reactions to Interview Structure

85-8 Satisfaction Effects on Mood State, Withdrawal Intentions, and OCB

85-9 Development of a Measure of Cultural Mistrust

85-10 Managers Responses to Bribery in Organizations

85-11 Explaining Turnover Intentions With Organizational Identification and Job Satisfaction

85-12 Preparing for War: An Investigation of Soldiers Combat Readiness Perceptions

85-13 Interaction of Positive Affectivity and Job Attitudes During Organizational Change

85-14 Does Negative Affectivity Moderate the Job CharacteristicsJob Satisfaction Relationship?

85-15 An Examination of Three-Component Conceptualization of Commitment to Change

85-16 Predicting Food Safety and Security Behaviors in Turkey-Processing Workers

85-17 Students and Parents Attitudes Toward Unions

85-18 The Perceived Exchange Quality Scales (PEQS): An Initial Validation Study

85-19 Bored and Underemployed: Antecedents and Consequences of Underemployment Among Firefighters

85-20 The Strength of Job Satisfaction Attitudes

85-21 Disentangling Contributions of Process Elements to the Fair-Process Effect

85-22 Incremental Validity of PersonOrganization and PersonGroup Fit on Work Attitudes

85-23 Commitment and Turnover Intention: Subgroup Analyses Using Latent Growth Modeling

85-24 The Effects of Justice and Support on Job Burnout

85-25 A Reexamination of the Utility of the Organizational Commitment Construct

99 Organizational Commitment: Construct Refinement and Expansion

105-1 Situational and Dispositional Factors in Job and Life Satisfaction

105-2 Core Self-Evaluations in Japan: Effects on Job and Life Satisfaction

105-3 Measurement Equivalence of the JDI Across Chinese and American Workers

105-4 Development of the Coworker Satisfaction Index Using CTT and IRT

125 The How and Why of Fairness: Mediators/Moderators of Justice Effects

183-2 An Attributional Perspective of Psychological Contract Breach and Violation

183-3 Trait Mood and Its Impact on Processing Organizational Justice Information

183-4 Negative Affectivity in Procedural Justice-Job Satisfaction Relations

239 Implicit Measurement in I-O Psychology: Empirical Realities and Theoretical Possibilities

Job Performance/Criteria/Extra-Role Behavior

64-1 Working Hard and Smart During Typical and Maximum Performance

64-2 The Job Characteristics-Organizational Citizenship Behavior Relationship: Testing Competing Models

64-4 Organizational Roles and Perceptions of Organizational Citizenship Behavior

64-6 Intrinsic Work Motivation as a Direct Antecedent of Citizenship Performance

64-9 Understanding Organizational Citizenship Behaviors: Do Motives Make a Difference?

64-10 Social Capital and Cultural Predictors of OCBs and Performance

64-12 Antecedents and Consequences of Trust in Organization and Manager

64-13 The Stability of Citizenship and Counterproductive Job Performance

64-14 Autonomy and Capability as Predictors of Role Breadth and Performance

64-15 A Meta-Analytic Investigation into the Structure of Work Behavior

64-16 The Components of Contextual Performance in Korean Work Organizations

64-17 Individual Differences, Procedural Justice, and Role Definitions Predicting OCB

64-18 Easier to Help (than Voice): Roles, LMX, Motives, and OCB

64-19 Organizational Citizenship Behavior in Part- and Full-Time Work

64-20 A Triarchic Model of Performance: Task, Contextual, and Adaptive Performance

64-21 OCB and Salary: Moderating Effects of Race, Gender, and Level

64-22 The Antecedents of OCB: Motives as Mediators

64-23 The Interactive Effects of Conscientiousness, Intensity, and Climate on 
Performance

64-24 Initiating Action: A Motivational Model of Proactive Behaviors

64-25 An Analysis of Performance-Appraisal Ratings of Older Workers

64-26 Modeling Second Language Proficiency Change for U.S. Special Operations Personnel

64-27 OCB, Task Performance, and Rating Format: Influences on Performance Judgments

88-1 According to Whom? Revisiting OCBs Categorization, Appraisal, and Reward

88-2 Considering OCB in Performance Evaluations: Who Thinks Its Fair?

88-3 Organizational Citizenship and Workplace Deviant Behavior: Are they Distinct?

88-4 Citizenship and Counterproductive Work Behavior: Single Continuum or Distinct 
Constructs?

176 The Substantive Nature of Performance Change: New Conceptualizations and Findings

Leadership

9 Following the Leader: Examining Antecedents of Effective Leadership

10 Leveraging Leader-Led Learning to Drive Culture Change

46-1 Assessing the Behavioral Flexibility of Managers: A Comparison of Methods

46-2 Adaptation and Environmental Mastery as Approaches to Leadership Environments

46-3 Leadership Strategic Styles: Behavioral Chameleons and Situational Engineers

46-4 Effects of Charismatic Leadership and Organizational Performance on Attributional Bias

46-5 Predicting Performance From Self-Engagement and Perceptions of Task Skill

46-6 Do You See What I See? Bias in Leadership Perceptions

46-7 Leadership, Follower Emotions, and Performance: An Experimental Examination

46-8 The Curvilinear Relationship Between Relationship Quality and Turnover Intentions

46-9 Predicting Leader Adaptability With Leader Trait Patterns

46-10 Toward a Grounded Theory of Female Leadership Development

46-11 Work Values and Job Involvement in Relation to LMX

46-12 The LMX and Job Tension Form Across Levels of Disposition

46-13 Team Leadership Theory: Towards a Unified Understanding of Leading Teams

46-14 The Effect of Empowerment on Organizational Effectiveness Moderated by Leadership

46-15 Using Organizational Support and Job Characteristics to Explain Transformational Leadership

46-16 Leadership Style and Performance in Telework: Examining Affect-Based Trust

46-17 Leader-Member Exchange, Group-level Processes, and Group Performance

46-18 Leader-Member Exchange (LMX) Theory: Reintroducing the Construct of Differentiation

46-19 Cognitive, Social, and Dispositional Influences on Leader Adaptability

46-20 Developing an Empirical Link Between Leader Mental Models and Performance

46-21 SelfOther Agreement on Charismatic Leadership: Influence Tactics and Performance

46-22 Beyond Gender: Relational Self-Definition as a Predictor of Interactive Leadership

46-23 Predicting Leadership Effectiveness: Contributions of Critical Thinking, Personality, and Derailers

46-24 Structural Equation Modeling Analysis of Off-the-Job Interactions

46-25 The Role of Basic Psychological Needs in LMX Relationships

46-26 Justice and Leader Performance: Views From Managers and Their Subordinates

46-27 Situational Leadership Theory: A Meta-Analysis of the Matching Hypothesis

46-28 Predicting Follower Reactions to Leaders: Self-Concept, ILT, and Situational Characteristics

46-29 Effects of Leadership on Teleworker Job Satisfaction, Commitment, and Turnover

50 Talent Management: How I-O Psychologists Can (Fail to) Add Value?

74 An Exploration of the Dynamics of Adaptive Leadership

84-1 Training Transformational Leadership: A Field Experiment in the Nonprofit Sector

84-2 Impression Management and 
Transformational Leaders: New Perspectives on Tactic Use

84-3 Multiple Intelligences of Transformational Leaders: An Empirical Examination

84-4 Transformational Leadership, Job Characteristics, and Organizational Citizenship

101 Leaders in a Global Economy: Challenges and Benefits for Executives

132 Traditional Versus Virtual Assessment Centers: Case Studies in Organizational Change

147 Why Cant Leaders Lead?

156 Developmental Work Experiences and Stretch Assignments: Pathways for Growing Leaders

185 Community of Interests: Emerging Leadership Theories 

219 E-Leadership: Diverse Perspectives on Leadership at a Distance

Legal Issues

25 Expert Witness Discussion Hour

143 Three Dimensions for Assessing Supreme Court Affirmative Action Rulings

190 Fundamentals of Employment Law: Concepts and Applications

236-2 Experiences of Sexual Harassment Scale: Evidence of Reliability and Validity

236-15 The Human Resource Implications of the Sarbanes-Oxley Act of 2002

236-17 Gender Stereotyping as a Heuristic for Evaluating Expert Testimony Credibility

236-23 Applying U.S. Employment Discrimination Laws to Multinational Enterprises

Motivation

42 Goal-Setting, Goal-Orientation, and Self-Regulatory FocusAn Integration

65 Community of Interests: Emotions 

73 Individual Differences in Self-Regulatory Effectiveness: Action-State Orientation, Volitional Competencies, and Performance

116-1 Domain Specificitys Effect on the Validity of Goal Orientation Measures

116-2 Goal Orientation and Feedback Sign as Predictors of Self-Efficacy Changes

116-4 Performance Feedback Interacts With Motivational Orientations in Predicting Intrinsic Motivation

116-6 Personality-Motivational Pathways to Performance: PersonMotivational Underpinnings of Showing Up

116-7 High Skill and Challenge at Work: Optimal Experience for Whom?

116-8 The Affective-Cognitive Process and Situational Influences Underlying Interpersonal Facilitation

116-9 Motivational Spillover in a Dual-Task Setting

116-11 An Examination of Moderators of the Hesitation and Performance Relationship

116-13 A Motivational Model of Product Safety and Security Behaviors

116-14 An Integration of Promotion/Prevention Focus and Action-State Orientation

116-15 An Integrative Model of Motivation Predicting Change in Performance

116-17 Task Demands Moderate Goal-Orientation Effects on Cognitive Appraisals

116-18 Goal Revision in a Simultaneous Multiple-Goal Environment

116-19 Temporal and Hierarchical Considerations in Predicting Subsequent Self-Set Goals

116-20 Changes in Effortful Performance in Response to Goal-Performance Discrepancies

116-21 Goal Revision Processes in an Organizational Context

139-1 What is Goal Orientation Anyway?: Disentangling Goals, Traits, and Situations

139-2 Examining the Factor Structure and Nomological Network of Goal Orientation

139-3 Perceived Competence, Trait-Goal Orientation, and Self-Set Goal Level

139-4 Goal Orientation, Task Interest, and Task Difficulty: An HLM Analysis

153 Subconscious Priming: A New Approach to Goal-Setting Research

195 What to Do? Multiple Goals, Resource Allocation, and Self-Regulation

Occupational Health, Safety, & Response

211 Community of Interests: Occupational Health Psychology 

224-2 Anxiety as a Mediator of the Goal Orientation-Performance Relationship

224-5 Dangerous Risk Taking and Injury Among Adolescent Employees

224-9 Organizational Support and Return-to-Work Policies: Associations With Post-Injury Job Satisfaction

224-10 A Comparison of Employer and Union Concern for OHP-Related Issues

224-11 Organizational Wellness Programs: A Meta-Analysis

224-12 Conflict Resolution Tactics and Employee Perceptions of Safety at Work

224-16 First-Night Shift Simulation: Effects on Performance, Effort, and Stress

224-19 Occupational Safety: The Job DemandControl Model Strikes Again

224-21 A Study of Personality and Conflict at Work Using Nurses

224-23 The Relationship Between Alignment, Decentralization, Legitimization, and Organizational Safety

224-25 Individual Differences, Risk, and Accidents Outcomes in the Nuclear Industry

224-28 Investment in Workforce Health: Examining Implications for Safety and Commitment

224-29 Person-Job Fit: Extroversion, Social Interaction, and Blood Pressure

238 Current Issues in the Conceptualization and Measurement of Workplace Incivility

249 The Use of Occupational Information in Disability Determination Contexts

250 Preventing Burnout Through Better Management: Building Engagement With Work

252-2 Roles of Safety Control and Supervisory Support in Work Safety

Organizational Development and Change

3 Organizational Change and the Business of Government

17 Building Accountability Mechanisms into Culture-Change Initiatives

18 Adapting Your Change Management Methods to Fit Your Companys Strategy

23 Community of Interests: Organizational Change/Change Management 

82 Challenges in Strategic Evaluation

136 Mergers and Acquisitions: Employee Impact and Creating Smooth Integration

149 Organization Values: Maintaining Continuity in the Midst of Organization Change

164-6 Predicting Resistance to Change: Complementary Roles of Personality and Context

164-12 Resistance to Change as a Source of Learning in Organizations

164-20 An Empirical Test of an Innovation Implementation Model

Other

1 Making the World Safer: The Role of I-O Psychology

7 Toward an Understanding of the Motivation Behind Emotional Labor

20 Examining Emotions at Work: Some Recent Empirical Investigations

21 Interactive Posters: Training, Legal, Practice Issues

22 Personnel Selection I

22-27 Developing a Promotion Algorithm for Navy Enlisted Advancement

22-28 Interviewing Self-Efficacy Over Time and Causal Attributions in Job Search

22-29 PersonEnvironment Fit and its Effects on University Students

26 Interactive Posters: Personnel Selection I

27 Recruitment, Selection Practice

33 I-O Psychology in Medicine: Some Recent Empirical Applications

36 Vendor Selection: Matching High Quality With Low Cost

39 Distinguished Scientific Contributions Award: Measuring and Modeling Counterproductive Work Behavior

45 Interactive Posters: Recruitment, Selection Practice

46 Leadership

51 SIOP Organizational Frontiers Series: Upcoming Volumes

52 Business Leaders Insights into I-O Psychologys Image, Visibility, and Identity

54 Distinguished Scientific Contributions Award: The Organizational Citizenship Construct: Where it Came From, What's its Future

59 HR Outsourcing: The Role of I-O Psychologists

63 Interactive Posters: Personnel Selection II

64 Job Performance

64-3 Fairness, LMX, and Job Performance: A Fairness Heuristic Approach

64-5 Discrimination Against Overweight and Obese Workers: A Meta-Analytic Investigation

64-7 Fit With Multiple Rhythms of the Work Environment

64-8 Stressful Events, Affect, and Work Attitudes: Testing Affective Events Theory

64-11 Interpersonal Skills: What They Are and How To Acquire Them

64-28 Personality Moderators of the Relationship Between Workplace Incivility and CWB

84 Interactive Posters: Leadership

85 Job Attitudes

85-26 Display Rules and Emotional Labor: The Moderating Role of Commitment

85-27 The Influence of Gender on Responses to Sexual Harassment Complaints

85-28 The Role of Ethical Ideology in Workplace Deviance

88 Interactive Posters: Job Performance

89 Personality

92 LGBT Reception

98 Old Wine, New Bottles: Sexual Harassment and Womens Career Development

102 Studying Counterproductive Workplace Behavior: Overcoming Challenges and Offering Future Directions

105 Interactive Posters: Job Attitudes

106 Statistics, Research Methods, Technology

106-18 Differential Item Functioning and Item Information

106-19 Item Information for the Multidimensional Three-Parameter Logistic Model

106-20 Development of the Learner Characteristics Scale

106-21 New Methodologies and Insight into I-O Psychology Program Ranking

106-22 Conflict and Cooperation: Occupational Subculture of IT Employees

109 Positive I-O Psychology: A Discussion of Approaches and Directions

112 Applying I-O Psychology in Higher Education Administration: Opportunities and Challenges

115 Interactive Posters: Statistics, Research Methods, Technology

116 Motivation, Decision Making

116-10 Are Emotional Display Rules Perceived as Formal Job Requirements?

116-22 Self-Esteem, Affectivity, and Deprivation: Predictors of Well-Being in the Unemployed

116-23 Efficient and Representative Designs for Judgment Analysis

116-24 The Effects of Cognitive Appraisals on Justice Perceptions

116-25 The Interactive Effects of Goal Orientation and Accountability on Performance

134 P-O Fit: Recent Advances in Theoretical Perspectives and Research Methodology

139 Interactive Posters: Motivation, Decision Making

140 Performance Appraisal, 360 Degree, Withdrawal

140-21 Sources of Silence: Why Subordinates Dont Voice Concerns to Management

140-23 Affective Reactions to Performance Feedback: The Role of Self-Esteem

140-26 Factors Affecting Assessment Center Feedback Acceptance: An Expanded View

144 Interactive Posters: Performance Appraisal, 
360 Degree, Withdrawal

145 Groups, Teams

145-25 Paradigm Shifts and Age of Adopters

145-28 Determinants of Accurate Perception of Facial Expressions in the Boardroom

155 Growing your Career: the Range of Careers for I-O Graduates

160 Early Career Contributions Award: Modeling Longitudinal Processes

162 Job-Search: Tactics, Processes, and Outcomes

163 Interactive Posters: Groups, Teams

164 Surveys, Climate, Culture

164-1 Procedural Justice as Moderator of Psychological Contract Breach Effects

164-22 Cultural Fairness Differences: Testing Four Models for Hong Kong Employees

164-23 The Effect of Service Recovery on Customer Satisfaction and Loyalty

164-24 Integrating Social Exchange Relationship Constructs: Evaluation of Antecedents and Outcomes

168 Gaps and Bridges Between I-O and Medical Practice

183 Interactive Posters: Surveys, Climate, Culture

183-1 Customer Service Interests: Effects of Satisfaction, Commitment and Fairness

184 Work and Family, Career Management, Socialization

184-27 Responding to Sexual Harassment Complaints: Effects of a Dissolved Workplace Romance on Decision-Making Standards

186 Distinguished Professional Contributions Award: Executive CoachingAt the Crossroads

189 Disabilities in Organizational Settings

194 Victims Responses to Injustice: New Frontiers in Workplace Justice

199 Critical Issues to Consider in Conducting Research on Lesbian, Gay, Bisexual, and Transgender (LGBT) Issues

203 Interactive Posters: Work and Family, Career Management, Socialization

204 Diversity, Global

207 Sidney Fine Award: Improvability Ratings of KSAOs

209 Interactive Posters: Personality

210 Personnel Selection II

213 Education and Training in I-O Psychology: Issues, Concerns, Questions?

216 Theoretical Advancements in the Study of Antisocial Behavior at Work

221 Bullying in The Workplace: Foundations, Forms, and Future Directions

223 Opportunities and Challenges Conducting Organizational Research in Medical Settings

224 OHP/Stress

230 Sunday Plenary: Public Safety and Occupational Health: Opportunities for I-O Research and Health

231 Expanded Tutorial 1: Organizational Research

232 Expanded Tutorial 2: Work Motivation

233 Expanded Tutorial 3: Measurement Invariance

234 Expanded Tutorial 4: Conditional Reasoning

235 Interactive Posters: Diversity, Global

236 Training, Legal, Practice Issues

236-25 An Empirical Comparison of I-O 
Psychologys Internal and External Identities

236-26 Executive Development: Characteristics of the Adult Interpersonal Acumen Scale

236-27 Predicting Customer Intent to Renew

243 The Nuts and Bolts of Obtaining External Research Funding

247 Can We Detect Deception?

251 Applying I-O to Healthcare: Challenges and Successes

252 Interactive Posters: OHP/Stress

Performance Appraisal/360 Feedback

96 Understanding the Effectiveness of 360-Degree Feedback

123 360, the Next Generation: Innovations in Multisource Performance Assessment

128 Challenges and Opportunities Designing and Implementing New Performance Management Systems

140-1 Electronic Performance Monitoring: The Effect of Age and Task Difficulty

140-4 What Does it all Mean? Differences in Multisource Ratings

140-7 The Influence of Values on Feedback-Seeking Behaviors

140-8 Influence of Perceptions of Fairness on Performance Appraisal Effectiveness

140-9 The Effect of Training in Self-Persuasion on Incremental Implicit Beliefs

140-11 Longitudinal Effects of Feedback on Self-Efficacy and Performance

140-12 What Do You Want to Know? Feedback Seeking About Self-Related Attributes

140-13 Assessing Performance: Investigation of the Influence of Item Context Using IRT

140-14 Feedback-Sending Behavior: The Role of Implicit Theories of Human Abilities

140-15 Performance Evaluation: Assimilation Effects, Source Credibility, and Field Dependence/Independence

140-16 An Empirical Examination of Accountability for Performance Development

140-18 A Meta-Analytic Investigation of Moderators of Performance Appraisal Reliability

140-19 Number of Performance Appraisal Dimensions and Reliability of Global Ratings

140-20 Cronbachs Accuracy Components and Concerns about the Performance Appraisal Literature

140-22 Group Performance Ratings: Investigating Behavioral and Rating Accuracy

140-24 Investigation of 360 Ceiling Effects: An Exploratory RASCH Approach

140-25 Relationship Between Rater Negative Affect and Performance Rating Accuracy

144-1 The Influence of Groups in the Multirater Feedback Process

144-2 Factors Affecting the Emphasis Placed on Multisource Feedback Ratings

144-3 Individual Differences and Peer Feedback: Personalitys Impact on Behavior Change

144-4 Multisource Feedback: A Confirmatory Factor Analysis Approach to Measurement Equivalence

166 360-Feedback in the Real World: Practical Answers to Difficult Questions

Personality

8 Reconsidering the Outcomes of a Positive Self-Concept

56 Making Conditional Reasoning Tests Work: Reports From the Frontier

89-1 Higher-Order Dimensions of Personality Traits and Vocational Interests

89-2 Impact of Situation Strength on Emotional StabilityWork Outcomes Relationships

89-3 A Closer Look at Social Comparison Orientation

89-4 Moderator Effects of Job Complexity on the Big Five Validity

89-5 Exploring the Dark Days of Personality Testing in Industry

89-6 Relationships Between Background Investigation Dimensions, the CPI and MMPI-2 
Scales

89-7 Proactive Personality, WorkFamily Conflict, and Life Satisfaction

89-8 Negative Affectivity as Moderator of the AccountabilityTension Relationship

89-9 Validity Evidence Linking Polychronicity and Personality Dimensions to Sales Performance

89-10 Self-Monitoring as a Moderator of PersonalityPerformance Relationships

89-11 Predicting Employees Role Definition Breadth Using Personality And Job Satisfaction

89-12 Affectivity Dispositions and Work-Related Outcomes: A Meta-Analysis

89-13 Multisample Examination of Goal-Orientation Profiles Using Cluster Analysis

89-14 Goal Orientation, Stress, and Job Attitudes among Customer Service Personnel

89-15 Establishing: A Personality Predictor of Change Leadership

89-16 Can Opposites Attract? Predicting Subordinate Outcomes Based Upon Personality

89-17 Evaluating Alternatives to the GLM in Applied Personality Assessment

89-18 State Versus Trait Goal Orientation: Is There Truly a Difference?

89-19 Individual Differences in Leadership Derailment

89-20 Coached Faking With the Conditional Reasoning Test for Aggression

89-21 Playing Favorites in the Workplace: Personality, Emotions and Behavioral Outcomes

89-22 Predicting Self-Efficacy, Goals, and Test Performance: The Motivational Trait

89-23 Achievement Test Scores and Personality: Joint Predictors of Academic Performance

89-24 Rater-Target Personality Similarity and the Relationship to Evaluation Outcome

89-25 Predicting Lying, Cheating, and Defiance in an Internet-Based Testing Environment

89-26 Narcissism: Relationship of Self-Love to Task and Contextual Performance

89-27 Roles of Self-Esteem and Neuroticism in Responses to Group Undermining

89-28 P-O Fit as a Moderator of Personality-Job Performance Relations

89-29 Goal Orientation: Stability and Relationships With the Five-Factor Model

89-30 Conscientiousness and Performance: Negative Relationships With a Creative Group Task

89-31 Predisposition Toward Social Skill: A Three-Way Interaction Study

89-32 Cognitive and Personality Correlates of Self-Rating Accuracy

146 Community of Interests: Adaptability 

175 Beyond Folk Psychology: Conceptual and 
Theoretical Advances in Conscientiousness

197 Wont Get Fooled Again? Editors Discuss Faking in Personality Testing

209-1 Using IRT to Examine Differential Item Functioning Across Personality Judgments

209-2 Gender Differences in Big Five Factors and Facets: A Meta-Analysis

209-3 Race and Personality: Meta-Analyses Comparing Five U.S. Racial Groups

209-4 Trait Consistency and The Big Five

220 Beyond Social Desirability in Research on Applicant Response Distortion

Power and Influence

60 Making a Good Impression: Antecedents and Consequences of Impression Management

164-3 Interactive Effects of Politics and Justice on Individual Job Outcomes

164-7 Felt Accountability and Political Skill: Their Impact on Job Performance

164-10 Examining Forms of Legitimate Power From an Attributional Perspective

164-18 Rater Selection, Number of Raters, and Rating Accuracy

164-26 Effects of Perceived Organizational Politics, Agreeableness, and Self-Monitoring on 
OCBs

Recruitment

27-2 Building Trust From the Beginning: The Psychological Process of Recruitment

27-5 Effects of RJPs on Applicant Judgments of Organizational Attractiveness

27-7 Organizational-Level Recruiting Sources: Implications for Worker Quality, Turnover, and Diversity

27-11 From Attraction to Applying: The Effects of Initial Face-to-Face Contacts

27-13 State and Trait Negative Affect as Predictors of Job-Search Success

27-18 Internet Recruitment: Job Seekers Viewing of Company Web Sites

27-19 The Elaboration Likelihood Model, Job Ads, and Application Decisions

27-21 PO Fit and Specific Values in Community Service Organizations

27-23 Trust and Use of Job Boards and Employment Web Sites

27-26 Examining Outcome Differences for Internet and Traditional Recruiting Sources

76 Current Person-Based and Message-Based Approaches to Understanding Recruitment

Research Methodology

4 Issues and Advances in Measurement Equivalence/Invariance (ME/I) Research

14 Estimating Interrater Reliability: Conquering the Messiness of Real-World Data

15 Using Analogue Behavioral Assessment for Assessing Intrapersonal and Interpersonal Skills

68 Integration of Science and Practice in Industrial-Organizational Psychology

86 Community of Interests: Multilevel Methods 

106-4 Exploratory Factor Analysis: Avoiding Four 
Common Mistakes

106-6 Time-Independent Repeated Measures Data: Examples of Alternative Models

106-10 Initial Monte Carlo Findings on Maximum Likelihood Meta-Analysis

106-11 Examination of Agreement Among Consensus- Versus Mechanically Derived Assessment Center Ratings

106-12 The Positives and Negatives of Negatively Worded Items in Scales

106-13 Impact of State Negative Affect on Self-Reported Trait Negative Affect

106-14 Scoring Situational Judgment Tests Using Examinee Responses Without Criterion Data

106-15 Assessing Interrater Agreement When the Number of Raters is Small

106-16 Estimates of Error Variance Attributable to Various Components of Unreliability

115-4 Are Online and Paper-and-Pencil Personality Tests Truly Comparable?

181 Advancing Personality, Performance, and Biodata Measurement Using Modern Statistical Methods

202 We know in Part and Prophesy in Part: Supporting Complex Inferences in I-O

Reward Systems/Compensation

67 Compensation Reform: The I-O Perspective

113 Maximizing Diversity in Talent Management: The I-O Practitioners Perspective

Selection/Testing Tools and Approaches

22-1 The Adult Interpersonal Acumen Scale: Psychometric Properties and Discriminant Validity

22-2 The Relation Between Practice Effects, Scale Properties, and Test-Taker Characteristics

22-4 Scenario-Based Formats for Measuring Conscientiousness

22-5 An Examination of the Role Job Fit Plays in Selection

22-6 Person-Environment Fit: Assessing Validity, Adverse Impact, and Test-Taker Reactions

22-7 Pro-sociability as a Predictor of Task and Citizenship Performance

22-8 Development of the Knowledge of Test-Taking Strategies (KOTTS) Measure

22-9 Does Giving Job Experts Answers Result in Better Job Experts?

22-10 Do Personality Measures Interact in Predicting Performance? A Statistical Examination

22-11 Elaboration and Face-to-Face Delivery Attenuate Socially Desirable Responding

22-12 Using Specific Personality Construct to Predict Specific Dimension of Performance

22-13 The Use of Person-Organizational Fit in Employment Decision Making

22-14 Selecting Hourly, Entry-Level Employees: A Benchmarking Study

22-15 Examining the Effectiveness of Empirical Keying: A Cross-Cultural Perspective

22-16 Investigating Curvilinear Conscientiousness-Job Performance Relationships for Clerical Employees

22-17 Assessing Truth and Deception Types in Verbal Statements

22-18 The Predictive Validity of the GMAT and UGPA: A Meta-Analysis

22-19 PersonEnvironment Fit: A Meta-Analytic Review of Outcomes and Moderators

22-20 Validity of Broad Versus Specific Personality Scales: A Test

22-21 Assessment Center Criterion-Related Validity: A Meta-Analytic Update

22-22 Written Communication and Writing Skill: Confusion or Combination

22-23 The Effect of Speededness on MCAT Scores: An Initial Examination

22-24 Meta-Analysis of Practical Intelligence: Contender to the Throne of g?

22-25 Are We Under- or Overcorrecting for Restriction of Range?

22-26 The Structured Interview: Reducing Biases Towards Disabled Job Applicants

24 Problems and Possibilities With Biodata

26-1 An Examination of Strategies to Increase 
Interviewer Accuracy

26-2 Using Verbal Analysis to Discriminate Truthful From Deceptive Interview Responses

26-3 Deception in Employment Interviews: A Verbal Analytic Systems Comparison

26-4 What Can We Predict From the Hiring Interview?

34 Front End Alignment: Selection Aligned With Company Strategies and Culture

38 Internet Prescreening: Does It Lead to Better Hiring Decisions?

63-1 Structural Equation Models of Faking Ability in Repeated Measures Designs

63-2 The Impact of Faking on the Big-Five Factor Structure

63-3 Faking on Personality-Based Measures: SJTs Compared to a Traditional Format

63-4 Identifying Fakers Using a Bogus-Item Approach

69 New Developments in SJTs: Scoring, Coaching, and Incremental Validity

75 Emotional Intelligence: Practical Questions for I-O Psychologists

93 Complementary Tests for Admissions to Academic Institutions: Beyond Cognitive Ability

114 Its a Dirty Job: Staffing and Retaining for Undesirable Jobs

118 Last Line of Defense: Arming Pilots to Defend the Cockpit

119 Effects of Applicant Faking on Validity: Toward a Better Understanding

154 Using Structured Employment Interviews to Predict Multiple Dimensions of Performance

159 Practical Implications of Selection Retesters on Testing Development and Policy

161 Practical Considerations Regarding Applicant Response Distortion on Noncognitive Selection

165 Community of Interests: Situational Judgment Methods 

173 When Bad Things Happen to Good Validation Studies

193 Why Dont Assessment Centers Measure What Theyre Supposed to Measure?

210-1 Educational Attainment as a Proxy for Cognitive Ability in Selection

210-2 Revisiting a Motivational Explanation for Ethnic Differences in Test Performance

210-3 Making Your Words Count: Using Text Analysis in Selection

210-4 Using Random Coefficients Regression to Assess Criterion-Related Validity

210-5 Context Effects on Group-Based Personnel Selection Decisions

210-6 Weighting Content-Valid Composites: A Cautionary Note on Unit Weight

210-7 Validity of Faking in Predicting Customer Service Training Criteria

210-8 Assessment Center Construct-Related Validity

210-9 Experience, Cognitive Ability, and Personality: Differential Validity and Interaction

210-10 Job-Component Validation Using CMQ and O*NET: Assessing the Additivity Assumption

210-11 Predicting Supervisory Effectiveness Using an In-basket Assessment Suitable for Selection

210-12 Empirical Keying of Situational Judgment Tests: Rationale and Some Examples

210-13 Motivation and Impression Management on Overt Integrity Tests and Subtests

210-14 Does Practice Change the Constructs Measured by Ability Tests?

210-15 Are You Sure You Want to Do This?

210-16 Gender Bias in Work Sample Ratings of Manufacturing Applicants

210-17 Scoring Situational Judgment Tests: Does the Middle Matter?

210-18 Rational Versus Empirical: Development and Validation of Construct-Based Biodata

210-19 Benefits of Physical Ability Test Preparation for Firefighter Applicants

210-20 Group Differences in Emotional Intelligence Scores: Theoretical and Practical Implications

210-21 An Examination of Financial History and Misconduct in the Workplace

210-22 Effects of Framing and Outcome Knowledge on Item-Difficulty Estimates

210-23 Development and Validation of a Scenarios-Based Measure of Employee Integrity

210-24 Six GPA Decision Rules and Adverse Impact in Initial Screening

210-25 Race-Based Subgroup Differences on a Constructed Response Paper-and-Pencil Test

210-26 Applying Item Response Theory to Scoring Personality Measures

210-27 A Procedure for Selecting Predictors Considering Validity and Adverse Impact

210-28 Investigation of Credit History Validity at Predicting Performance and Turnover

214 Rasch Measurement Applications in Industrial and Organizational Psychology

218 Emotional Intelligence: An Unemotional but Intelligent Evaluation of Research

229 Federal Flight Deck Officer Program: An Integrated Internet-Based Assessment System

241 Designing and Implementing a Management Promotion System at the FBI

242 Selection Research for Public Safety-Related Positions: Contributions and Challenges

246 New Directions in Navy Selection and Classification Research

Socialization/Career Management

28 Community of Interests: Retirement 

122 Formal Mentoring Programs: Bridging the Gap Between Research and Practice

152 Employee Socialization and Onboarding: Applied Research and Practice

184-2 Doing Things Right or Doing the Right Thing

184-3 Multiple Tenure Measures as Moderators of the LMX-Promotability Relationship

184-4 Socialization Efforts, Content, and Outcomes: A Mediational Approach

184-14 A Randomized Experimental Study on Formal Mentoring Effectiveness

184-20 Proactive Personality, Conscientiousness, and the Successful Job Search

184-23 The Relationship Between Formal Mentoring Program Characteristics and Program Outcomes

184-25 Proactive New Hire Socialization: Information-Seeking Content Domains and Strategies

188 Newcomers in Action: The Role of Proactive Behavior in Socialization

Statistical Techniques

49 Recent Advances in Item Response Theory Research

106-1 Ensemble Estimation: A New Method for Assessing Validity Transport

106-2 Robustness of rwg and ADM Interrater Agreement Indices

106-5 Benchmarking rwg Interrater Agreement Indices: Lets Drop the .70 Rule-Of-Thumb

106-8 Problems With Statistical Control in Management Research: Analysis and 
Recommendations

106-9 How Should we Meta-Analyze Reliability Coefficients?

106-17 Extending an Approach to Developing Parallel Test Forms

121 Assumptions and Conventions in Data Analysis: Toward New Approaches

131 Making Meta-Analysis Easier and More Accurate

Strategic HR/Utility/Changing Role of HR

12 Strategic People Metrics: The Economic Impact of Employee Workplace Perceptions

16 Driving Strategic Impact: From Transactional to Transformational With I-O Interventions

103 HR MetricsContinuing the Journey

158 Attracting and Keeping the Best and the Brightest

204-15 Using Priority Information in Performance Feedback for Strategic Alignment

204-21 Effects of Service Climate, Attitudes, and Behaviors on the HR-Performance Relationship

204-25 Human Resource Strategy and Entrepreneurial Firm Performance

204-26 Strategic HRM: Middle-Level Managers Contributions and Influences of Organizational Culture

Stress

205 Community of Interests: Sexual Harassment 

224-1 Abusive Supervision and Employee Alcohol Usage: The Impact on Performance

224-3 China Versus the U.S.: Difference on Job Control and Interpersonal Conflict

224-4 Testing the Job ControlJob Strain Relation With Multiple Data

224-6 Multilevel Effects of Occupational Stress Among Activated National Guard Soldiers

224-7 Coping With Work-School Conflict Through Social Support

224-8 Sources of Conflict at Work and Targets of Counterproductive Behaviors

224-13 Neutralizing the Dysfunctional Impact of NA: Role of Political Skill

224-14 Effects of Weekend Experiences on Work Engagement and Performance

224-15 Emotional Exhaustion, Work Relationships, and Health Effects on Organizational Outcomes

224-17 U.S.-China Comparative Study on Pathways to Managing Stress

224-18 Impact of Information Technology Stressors on Employee Strain Outcomes

224-20 Is Workplace Harassment Hazardous to Your Health?

224-22 Benefits of Social Support: The Effect of Gender

224-24 A Meta-Analysis of Stress and Performance: Assessing the Challenge-Hindrance Framework

224-26 Cognitive and Temporal Effects in Emotional Labor: A Diary Study

224-27 Moderating Stressor-Strain Relationships With Efficacy and Altruism: A Multilevel Study

224-30 Retirement and Spillover: Does Workplace Stress Affect Retirement Drinking Outcomes?

224-31 The Influence of Emotional Intelligence on Performance During Stress

252-1 Self-Efficacy in Social Supports Moderating Effects of Stressor-Strain Relationships

252-3 Social Support and Retention in High-Stress Correctional Environments

252-4 Antecedents to Giving and Receiving Social Support at Work

Succession Planning

191 Developing and Implementing Succession Planning Programs

222 An Integrated Approach to Managing Talent @ Dell

Teaching I-O Psychology

13 Facilitating Deep Learning Through Alternative Teaching Methods

170 Faculty Strategies That Help Undergraduates Gain Research Experience

178 Successful Teaching Tools to Make I-O Classes Sexier

182 Undergraduate I-O Psychology: Teaching for Engaged and Enhanced Learning Experience

198 Structuring Internship Experiences to Ensure Learning and Professional Development

200 Curriculum and Outcomes Assessment: Does Your Program Work?

208 Educational Training for a Masters Degree in Industrial-Organizational Psychology

236-18 Training I-O Psychologists: What Is and What Should Be?

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

48 HR in the Palm of Your Hand: Science and Practice

57 Unproctored Internet Testing: Issues and Opportunities

94 Technologys Role in the Evolution of Acceptable Test Validation Strategies

106-3 E-Recruitment and the Benefits of Organizational Web Appeal

106-7 Effects of Electronic Monitoring Type on Organizational Justice and Privacy

115-1 (Practically In)Significant: The Difference Between Internet and Paper Feedback Ratings

115-2 Technology and Applicant Screening: Do IVR and Paper-and-Pencil Formats Differ?

115-3 The Impact of Data Collection Methodology on Popular Data-Reporting Indices

117 Community of Interests: High-Tech Recruitment and Selection 

151 Implementing Innovations in Computerized Testing

179 Beyond the Message: Communication Media, Fairness Perceptions, and Employee Reactions

180 Automated Text Analysis in I-O Psychology: Research to Practice

Training

2 Advances in Research on Individual Difference Effects in Training Contexts

21-1 Predicting Online Course-Taking Behavior: The Theory of Planned Behavior

21-2 Determinants of Motivation to Learn in Alternative Delivery Modes

21-3 Enhancing E-Learning Effectiveness through Learner Engagement

35 Advancements in Technology-Delivered Instruction: Research Synthesis and Novel 
Approaches

192 Assessing the Impact of Training and Development: Four Case Studies

236-1 A Proposed ATI Model for the Field of Training

236-3 The Influence of Incentives and Timing on Error Training

236-6 Predictors of Motivation to Learn When Training Is Mandatory

236-8 Exploring Alternative Approaches to the Evaluation of Learning in Training

236-10 Self-Management Training: Investigating the Influence of Fish Training

236-12 Trainability and Training Performance: Basic skills, Cognitive Ability, or Both?

236-13 Reactions to Diversity Training: An International Comparison

236-19 Blocked Versus Random Training of Three-Dimensional Spatial Memory

236-20 Individual Differences, Extended Practice, and the Development of Skill Proficiency

236-21 Cognitive and Dispositional Predictors of Training Performance

236-24 Creativity Training: More Effective for Some?

Validation

27-8 Development of the Sphere Overlap Scale (SOS)

27-12 The Influence of Item Wording on Questionnaire Scale Scores

27-15 Are Personality Scale Correlations Inflated in Job Applicant Samples?

27-16 Do Incumbent Samples Overestimate Personality Inventory Validities in Applicant Settings?

27-20 Comparing Similar Jobs Across Organizations: Implications for Test Transport

27-22 Efficacy of a Multimethod Test Battery for Selecting Correctional Officers

27-24 The Accuracy of Alternative Validation Strategies in Single Settings

61 Transporting Validity Evidence: Who, What, When, and How

210-30 The Influence of Culture on Criterion-Related Validity and Job Performance

Work and Family

5 Individual Differences in Work and Life Integration: New Theoretical Directions

19 Collaborative International Research on Work and Family: A Process Perspective

40 The WorkFamily Interface Over Time: Longitudinal Studies of WorkFamily Relationships

55 Achieving Work/Life Balance and Organizational Effectiveness With Alternative Work

72 Coming of Age: The New Era of WorkFamily Research

80 Examining Work/Life Research Literature in Comparison to Real-Life Experiences

97 Holding Multiple Roles and Using Family Policies: Benefits and Costs

100 Cross-Cultural Approaches to WorkFamily Conflict: 10-Country Investigation

171 The Impact of Telework on WorkFamily Conflict, Recruitment, and Performance

184-1 Understanding the Antecedents of Participating in an Alternative Work Arrangement

184-5 Using SOC to Reduce Job/Family Stressors: Effective When it Matters

184-7 Correlates and Consequences of Being Tied to an Electronic Leash

184-8 Drawing the Line: Validating a Measure of Work/Nonwork Boundary Strength

184-9 Exploring the Nomological Network of Work/Nonwork Boundary Strength

184-10 The Influence of Autonomy on WorkFamily Conflict and Job Satisfaction

184-11 Convergence Between Bidirectional Measures of WorkFamily Conflict: A Meta-Analysis

184-12 Antecedents of WorkFamily Conflict: A Review and Meta-Analysis

184-13 Reassessing WorkFamily Conflict as a Mediating Variable

184-16 Antecedents and Consequences of Perceived Family Discrimination in the Workplace

184-17 Family-Supportive Organization Perceptions, Family-Related Benefits And Organizational Attitudes

184-18 Leadership, WorkFamily Conflict and Work Climate: A Multilevel Analysis

184-19 The Frequency and Impact of Daily Childcare Disruptions

184-21 Shiftwork and Family Status: Effects on Life and Job Satisfaction

184-22 The Relationship of Ethnicity With Social Support and WorkFamily Conflict

184-24 Measuring Role Conflict in the Work and Nonwork Domains

184-26 Cross-Cultural Measurement Invariance of WorkFamily Conflict Scales Across

184-28 Nonself-Report Measures of Working Conditions and WorkFamily Conflict

203-1 Antecedents of Negative and Positive Spillover From Work to Family

203-2 Effects of Work-to-Family Interface on Job Performance

203-3 Dispositional Antecedents of WorkHome Interference

203-4 Antecedents of WorkFamily Conflict: A Meta-Analytic Review

Work Groups/Teams

43 Defining Group Viability

107 Community of Interests: Team Performance 

145-1 Development and Initial Validation of a Team Task-Analysis Questionnaire

145-2 Meeting Deadlines in Work Groups: Implicit and Explicit Mechanisms

145-6 The Effects of Reactions to Feedback on Team Performance

145-8 On the Hunt for Teamwork: The Role of Planning Processes

145-13 Understanding Team Adaptability: A Conceptual Framework

145-14 Managing Distance by Interdependence: Successful Management Practices in Virtual Teams

145-15 Cyclical Group Development and Team Leadership Emergence: An Integrated Model

145-17 When Teams are More Effective than Workgroups

145-19 Antecedents and Consequences of Team-Member Exchange

145-20 Effects of Mood Similarity on Belief Similarity in Teams

145-21 Team Attitudes and Social Loafing: Moderating Effects of Competitiveness 
Dimensions

145-23 Dispositional Trust and Team-Member Exchange in the Virtual Environment

145-27 Effects of Team Inputs and Processes on Embryonic Venture Perseverance

163-1 Working in Interdisciplinary Research Teams: Why Heterogeneity Matters

 

Program Table of Contents