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 |