Home Home | About Us | Sitemap | Contact  
  • Info For
  • Professionals
  • Students
  • Educators
  • Media
  • Search
    Powered By Google

Sunday AM


Special Sunday morning programming has been selected on the topic of emergency response, occupational health, and safety. This follows the theme of Michael Burke's Presidential Address. There are 12 themed sessions, plus a plenary session, a poster session, and an interactive poster session. These themed sessions are marked with the following symbol:


223. Panel Discussion: Sunday, 8:009:50 Mayfair (Level 3)

Opportunities and Challenges Conducting Organizational Research in Medical Settings

This panel brings together five organizational researchers who conduct research in medical settings. They will discuss their research, its multidisciplinary nature, the opportunities and challenges of studying medical settings, funding mechanisms, potential publication outlets, as well as provide lessons learned and guidance about conducting research in medical settings.

Joann S. Sorra, Westat, Chair

Katherine J. Klein, University of Maryland, Panelist

Dawn L. Riddle, University of South Florida, Panelist

Eduardo Salas, University of Central Florida, Panelist

Amy Edmondson, Harvard University, Panelist

Submitted by Joann S. Sorra, joannsorra@westat.com

224. Poster Session: Sunday, 8:008:50 River Exb Hall A (Level 1)


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

We investigated whether abusive supervision perceptions and alcohol usage were related and what effect alcohol use had on supervisor perceptions of subordinate performance. Results point to the exacerbation effect of higher alcohol usage on performance in the presence of abusive supervision. We conclude with implications for theory and future research.

Jenny M. Hoobler, Northern Illinois University

Jolene L. Skinner, Northern Illinois University

Submitted by Jolene L. Skinner, skinn30@hotmail.com

224-2 Anxiety as a Mediator of the Goal OrientationPerformance Relationship

Goal orientation framework was explored using structural equation modeling, with subjective and objective anxiety measures as mediators; these were mathematics anxiety and emotionality, respectively. Although results showed limited support for the models, findings provide the basis for further research on the incongruence between subjective and objective measures of anxiety.

Linda Jean McMullen, Bowling Green State University

Michael Horvath, Clemson University

James A. McCubbin, Clemson University

Cynthia Pury, Clemson University

Submitted by Linda Jean McMullen, jeaniemc_2000@yahoo.com

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

We used both quantitative and qualitative approaches to investigate cultural-specific job stressors for Chinese and American employees. We found that lack of job control was an important stressor for Americans but not Chinese. Interpersonal conflict was important for both. However, the two cultural groups tended to have different conflict styles.

Cong Liu, Illinois State University

Paul E. Spector, University of South Florida

Lin Shi, Beijing Normal University

Submitted by Cong Liu, cliu@ilstu.edu

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

To provide greater insight into the connections between the objective work environment and job strains, we used the O*NET database to measure job control. We found that objectively measured controls were related to physical strain, suggesting that something in the work environment plays a role in an employees physical health.

Cong Liu, Illinois State University

Paul E. Spector, University of South Florida

Steve M. Jex, Bowling Green State University

Submitted by Cong Liu, cliu@ilstu.edu

224-5 Dangerous Risk Taking and Injury Among Adolescent Employees

A dangerous risk-taking model of adolescent injury was tested using structural equation modeling. Results from 2,542 working adolescents indicated that demographic, family modeling, self-esteem, and work characteristics influenced key safety-cognition mediators (dangerous risk taking, safety consciousness, and risk taking at work), which, in turn, predicted longitudinal injury.

James D. Westaby, Columbia University

Krister Lowe, Columbia University

Submitted by James D. Westaby, westaby@columbia.edu

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

We conducted a multilevel study of stress among National Guard soldiers activated for security duty on U.S. military installations. We found both individual and group-level effects of traditional (e.g., predictability) and newer stressors (e.g., fears about terrorism) in relation to soldiers well-being and combat readiness.

Robert R. Sinclair, Portland State University

Jennifer A. Sommers, Portland State University

Paul D. Bliese, Walter Reed Army Institute of Research

Doris B. Durand, Walter Reed Army Institute of Research

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

Alison Dezsofi, Portland State University

Submitted by Robert R. Sinclair, sinclair@pdx.edu

224-7 Coping With WorkSchool Conflict Through Social Support

In a survey of 148 employed college students, we found that workschool conflict (WSC) was negatively related to job satisfaction and positively related to somatic complaints. Social support from coworkers and supervisors was marginally related to reduced WSC. In addition, coworker support moderated the relationship between WSC and job satisfaction.

Kyle Gerjerts, University of Northern Iowa

Adam B. Butler, University of Northern Iowa

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

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

The impact of different sources of conflict at work on the target of counterproductive work behaviors (CWB) was investigated. Data were obtained from 133 dyads of full-time working participants representing a variety of occupations at a large southeastern university. Direct relationships between conflict and CWBs supported the proposed hypotheses.

Valentina Bruk Lee, Personnel Decisions Research Institutes, 

Paul E. Spector, University of South Florida

Submitted by Valentina Bruk Lee, bruk@helios.acomp.usf.edu

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

This study explores the relationship between employer responses to injuries (i.e., organizational support and return-to-work policies) and post-injury job satisfaction. Survey data were collected from 1,438 employees. Results suggest needs for understanding organizational responses to injuries, employee perceptions of those injury responses, and the impact of both on organizational outcomes.

Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for 

William S Shaw, Liberty Mutual Research Institute for Safety

Peter Y. Chen, Colorado State University

Submitted by Yueng-Hsiang E. Huang, yueng-hsiang.huang@Libertymutual.com

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

The extent of employer and union concern for various OHP-related issues was investigated. Data from 136 employers and 27 unions revealed that the extent of organizational concern was linked to issue type (i.e., tangible/intangible) and organization type. Neither frequency of interventions provided nor organizational structure were related to OHP concerns.

Dana M. Glenn, University of Houston

Submitted by Dana M. Glenn, danaglenn29@hotmail.com

224-11 Organizational Wellness Programs: A Meta-Analysis

A meta-analysis was conducted to examine the conflicting results associated with the utilization of organizational wellness programs (Condrad, 1987; Kirkcaldy, Cooper, Shephard, & Brown, 1994). It was found that organizational wellness programs are associated with lower absenteeism and higher job satisfaction.

Kizzy Marie Parks, Brevard Community College

Lisa A. Steelman, Florida Institute of Technology/Burke Inc.

Submitted by Kizzy Marie Parks, Kizwiz@hotmail.com

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

The present study found that conflict resolution tactics used in organizations (reasoning, verbal aggression, and physical aggression) were related to type of disputants involved in disagreements and to employees feelings of being safe at work. The findings suggest that some work contexts may be characterized as more aggressive than others.

Anika Gakovic, UBS Financial Services, Inc.

Nancy Da Silva, San Jose State University

Lois E. Tetrick, George Mason University

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

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

We examined the neutralizing effects of political skill on NAjob-strain relationships (i.e., tension, dissatisfaction, and EMG). Results supported moderating effects of political skill such that greater political skill reduced negative effects of NA on job tension and job dissatisfaction and increased EMG for those high in NA.

Pamela L. Perrewe, Florida State University

Kelly Zellars, University of North CarolinaCharlotte

Ana Maria Rossi, Clinica De Stress E Biofeedback

Wayne A. Hochwarter, Florida State University

Gerald R. Ferris, Florida State University

Charles J Kacmar, Florida State University

Submitted by Pamela L. Perrewe, pperrew@cob.fsu.edu

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

This study examined the extent to which experiences during the weekend contribute to job-related variables after the weekend. Data from 85 emergency service workers indicate that private hassles, positive work reflection, and social activity during the weekend predicted work engagement as well as in-role and extra-role performance after the weekend.

Sabine Sonnentag, Technical UniversityBraunschweig, Germany

Charlotte Fritz, Technical UniversityBraunschweig, Germany

Submitted by Charlotte Fritz, c.fritz@tu-bs.de

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

Results from 2,287 participants (1997 National Study of the Changing Workforce) revealed that work relationships partially mediated the relationship between emotional exhaustion and job effort, turnover, job satisfaction, and absenteeism. Furthermore, frequency of health problems reported by an individual partially mediated the effects of emotional exhaustion on these same outcomes.

Carolyn J. Mohler, Colorado State University

Zinta S. Byrne, Colorado State University

Russell S. Cropanzano, University of Arizona

Submitted by Carolyn J. Mohler, cmohler@lamar.colostate.edu

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

The current study simulates a first night shift to determine effects of 24-hour sleep deprivation on performance, perceived effort, and stress on both a challenging task and simple task. Performance decreased on the simple task, but increased on the complex task. Larger stress increases were reported for the simple task.

Heather N. Odle-Dusseau, Clemson University

Jessica Bradley, Clemson University

June J. Pilcher, Clemson University

Submitted by Heather N Odle-Dusseau, hnicole77@yahoo.com.au

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

This paper examines the relationship between individualismcollectivism and work locus of control, social support, and familywork conflict. American employees (individualists) reported higher internal work locus of control, familywork conflict, and stress. The effect of familywork conflict on stress was mediated by social support and active coping.

Abhishek Srivastava, West Virginia University

Gerald L. Blakely, West Virginia University

Frances M. McKee-Ryan, Oregon State University

Martha C. Andrews, University of North 

Submitted by Abhishek Srivastava, abhishek.srivastava@mail.wvu.edu

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

Although technology is a growing part of many jobs, few studies have examined its impact on employees well-being. We developed a scale assessing 11 factors of technology stressors. This scale demonstrated good internal reliability and predicted perceived stress and strain outcomes after controlling for traditional job-role stressors.

Arla L. Day, Saint Marys University

Stephanie L. Paquet, University of Calgary

Laura Hambley, University of Calgary

Colleen Lucas, University of Calgary

Nicholas Borodenko, University of Calgary

Submitted by Stephanie L. Paquet, spaquet@ucalgary.ca

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

The Job DemandControl model was applied to the occupational safety domain. Using safety-specific demands (situational constraints), control (safety control), and well-being criteria (safety performance, injuries), the strain and buffer hypotheses were tested. Partial support for the strain hypothesis and significant interactions between demand and control were found for both criteria.

Autumn D. Krauss, Colorado State University

Peter Y. Chen, Colorado State University

Scott Finlinson, The Ohio University

Lori Anderson, Colorado State University

Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for 

Kevin B. Tamanini, The Ohio University

Submitted by Lori Anderson, lori@lamar.colostate.edu

224-20 Is Workplace Harassment Hazardous to Your Health?

We examined cross-sectional and lagged effects of sexual harassment (SH) and generalized workplace harassment (GWH) on incidence of self-reported past-year illness/injury/assault in a sample of over 1,500 university employees. SH and GWH, but not other job stressors, were related to increased odds of illness or injury.

Kathleen Rospenda, University of Illinois at Chicago

Judith A. Richman, University of Illinois at Chicago

Jennifer L.Z. Ehmke, University of Illinois at Chicago

Kenneth W. Zlatoper, University of Illinois at Chicago

Submitted by Kathleen Rospenda, krospenda@psych.uic.edu

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

This research study examined the role that personality plays in predicting the amounts of conflict that nurses experience while at work. Conflict was evaluated by source (nurse, doctor, supervisor, or patient) with significant effects found for Agreeableness, Openness to Experience, and Neuroticism.

Ashley M. Guidroz, Minnesota State UniversityMankato

Lisa M. Perez, Minnesota State UniversityMankato

Submitted by Ashley M. Guidroz, aguidro@bgnet.bgsu.edu

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

The social supportstrain relationship was moderated by gender. Psychological strain, work-to-family conflict, and job-withdrawal intentions were negatively correlated with levels of coworkers support in women, but not in men. Men and women did not differ in quantity of social support they received, but women benefited more from it.

Olga L. Clark, Bowling Green State University

Christiane Spitzmueller, University of Houston

Charlie L. Reeve, Purdue University

Steven G. Rogelberg, University of North Carolina at 

Alan G. Walker, Bowling Green State University

Natalie DiGiacomo, Humane Society of the United States

Lisa Schultz, Purdue University

Submitted by Olga L. Clark, oclark@bgnet.bgsu.edu

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

This study examines the relationship of alignment, decentralization, and legitimacy of safety practices, and organizational safety outcomes. Findings indicate that both alignment ( = -.286, CI = -.518, -.054) and decentralization (;= -.366, CI = -.586, -.146) have a relationship with numbers of injuries per 100 employees.

Kristy J. Lauver, University of Wisconsin

Submitted by Kristy J. Lauver, lauverkj@uwec.edu

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

Using meta-analysis, we found that stress associated with hindrances at work (e.g., role conflict, role ambiguity) is more negatively related to performance than stress associated with challenges at work (e.g., workload, job demands). Results also indicate that the nature of the stress influences relationships with job satisfaction and withdrawal.

Nathan P. Podsakoff, University of Florida

Jeffery A. LePine, University of Florida

Marcie LePine, University of Florida

Submitted by Nathan P. Podsakoff, podsakof@ufl.edu

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

We tested models of accident outcomes with data from 181 employees from a southeastern-based nuclear power facility. Models incorporated multiple sources and multiple conceptualizations of accident criteria. Tests of the models provided partial support for the hypothesis that job-relevant risk moderates the relationship between personality and accident outcomes.

Michael J. Garrity, Aptima, Inc.

Patrick H. Raymark, Clemson University

Submitted by Patrick H. Raymark, praymar@clemson.edu

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

This study employs a longitudinal design to test the temporal order of emotion regulation processes at work. Results elucidate the cognitive processes involved in, and differential effects of, regulation strategies in a sample of university administrative staff. Qualitative data on deep-acting strategies are also presented.

Jennifer L. Burnfield, Bowling Green State University

Submitted by Jennifer L. Burnfield, jburnfi@bgnet.bgsu.edu

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

Given the multilevel structures of organizations, it is important for research in occupational health psychology to examine group-level moderators of stress-strain relationships. We examined collective efficacy and altruism as cross-level moderators of stress-strain relationships. Results indicated that collective perceptions may influence how employees react to stressors in the workplace.

Michael A. Lodato, Bowling Green State University

Steve M. Jex, Bowling Green State University

Mo Wang, Bowling Green State University

Submitted by Michael A. Lodato, mlodato@bgnet.bgsu.edu

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

The current study, conducted in the offshore oil industry (N = 1,374), sought to examine whether investment in workforce health reaps organizational benefits beyond improved health. Results suggest that health investment manifests in positive evaluations of health and safety climate and is associated with fewer risk-taking behaviors and greater workplace commitment.

Lorraine Hope, University of Aberdeen

Kathryn Mearns, University of Aberdeen

Alistair Cheyne, Loughborough University

Submitted by Lorraine Hope, l.hope@abdn.ac.uk

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

Nonclinical white-collar employees participated in a combined laboratory-field study. Introverts who encountered frequent social interactions as well as extroverts with only few social interactions at work showed elevated habitual ambulatory systolic blood pressure levels. Participants with a person-job fit displayed normal systolic blood pressure levels.

Klaus J. Templer, Nanyang Technological University

Submitted by Kok-Yee Ng, akyng@ntu.edu.sg

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

This research extends spillover, stress, and social control theory by examining the extent to which workplace experiences impact well-being in retirement. Longitudinal data from 2,305 employees show a workerretiree spillover effect in which workplace stressors (sexual harassment, general abuse, job characteristics) predicted drinking (frequency and quantity) in retirement.

Kenneth W. Zlatoper, University of IllinoisChicago

Judith A. Richman, Univeristy of IllinoisChicago

Jennifer L.Z. Ehmke, Univeristy of IllinoisChicago

Kathleen Rospenda, University of IllinoisChicago

Submitted by Kathleen Rospenda, krospenda@psych.uic.edu

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

This research examined the relationship between emotional intelligence, stress appraisals, and performance. Participants (N = 77) performed a mental math task and a videotaped speech. EI was related to challenge appraisals and performance. The four facets of EI had differential effects depending on the time and type of task performed.

Joseph B. Lyons, Wright State University

Tamera R. Schneider, Wright State University

Tamara L. April, Wright State University

Liz K. Stevens, Wright State University

Submitted by Joseph B. Lyons, lyons.28@wright.edu

229. Practitioner Forum: Sunday, 8:309:20 Michigan B (Level 2)

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

This forum describes how Internet technology was used to develop a complex assessment system to qualify commercial airline pilots to be armed through participation in the Federal Flight Deck Officer program. An online system collects, integrates, analyzes, and monitors multisource data obtained nationwide including application forms, testing, and clinical interviews.

Reid E. Klion, Performance Assessment Network, Chair

Ann M. Quigley, Transportation Security Administration, Arming Pilots Through the FFDO Program: Legal and Technical Considerations

Ryan A. Ross, Hogan Assessment Systems, Using Synthetic and Transport Validation for Assessing FFDO Volunteers

James Fico, Private Practice, Psychological Interview and Test Feedback Process: Development and Implementation

Submitted by Reid E. Klion, reid@pantesting.com

230. Special Event: Sunday, 9:009:50 Chicago VI (Level 4)

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

This Plenary session considers the opportunities for I-O psychologists to contribute to some of the dominant issues of our timefighting terrorism and ensuring safety/health (public, occupational, national) across multiple levels of analysis. The panel of experts will increase awareness of the research, practice, and funding opportunities currently available.

Michael J. Burke, Tulane University, Chair

Daniel R. Ilgen, Michigan State University, Presenter

Elizabeth B. Kolmstetter, Transportation Security Administration, Presenter

Sue Ann Corell Sarpy, Tulane University, Presenter

Submitted by Michael J. Burke, mburke1@tulane.edu

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

238. Symposium: Sunday, 10:3011:50 Chicago VII (Level 4)

Current Issues in the Conceptualization and Measurement of Workplace Incivility

Despite the high level of interest in workplace incivility, major issues remain regarding the conceptualization and measurement of this construct. This symposium addresses the multidimensional view of incivility, the link between incivility and discrimination (e.g., based on race/gender), and includes a discussion of cross-cultural issues in conceptualizing and measuring incivility/deviance.

Vincent J. Fortunato, University of Southern Mississippi, Chair

Jennifer L. Burnfield, Bowling Green State University, Co-Chair

Jennifer L. Burnfield, Bowling Green State University, Olga L. Clark, Bowling Green State University, Shelby Devendorf, Bowling Green State University, Steve M. Jex, Bowling Green State University, Understanding Workplace Incivility: Scale Development and Validation

Lilia M. Cortina, University of Michigan, Vicki J. Magley, University of Connecticut, Kimberly A. Lonsway, National Center for Women and Policing, Reconceptualizing
Workplace Incivility Through the Lenses of Gender and Race

Carra S. Sims, University of Illinois at UrbanaChampaign, Reeshad S. Dalal, Purdue University, Michael R. Bashshur, University of Illinois at UrbanaChampaign, Scott Bedwell, IPAT, Deborah E. Rupp, University of Illinois at UrbanaChampaign, A Common Measure for a Common Problem: Generalized Discrimination

Rebecca J. Bennett, University of Toledo, Measurement Issues in Cross-Cultural Studies of Employee Deviance

Paula L. Grubb, NIOSH, Discussant

Submitted by Jennifer L. Burnfield, jburnfi@bgnet.bgsu.edu


240. Panel Discussion: Sunday, 10:3011:50 Sheraton I (Level 4)

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

It is becoming increasingly important for healthcare organizations to identify the key factors which contribute to organizational effectiveness in reducing errors. Although many organizations have changed systems, processes, or structures, these approaches are incomplete without a requisite assessment of the organizational safety climate and culture.

Russell E. Lobsenz, viaPeople, Inc., Chair

Amanda Seidler Pokryfke, viaPeople, Inc., Co-Chair

David Rosenbloom, McMaster University, Panelist

Chris P. Parker, Northern Illinois University, Panelist

Serge Gagnon, McGill University Health Center, Panelist

Zachary Nelson, Advocate Healthcare, Panelist

Cara C. Bauer, Wayne State University, Panelist

Submitted by Amanda Seidler Pokryfke, apokes@usa.net

241. Practitioner Forum: Sunday, 10:3011:20 Sheraton II (Level 4)

Designing and Implementing a Management Promotion System at the FBI

The FBI faced the challenge of developing, validating, and implementing a promotional system for its managers. Working in partnership with various stakeholders, a comprehensive system was designed and over 3,500 assessments conducted within 10 months. Various challenges accompanying this project are discussed and successful approaches are presented for similar situations.

Joseph A. Gier, Aon Consulting, Chair

Amy Dawgert Grubb, Federal Bureau of Investigation, The New Mid-Management Promotion System at the FBI

Jennifer M. Hurd, Aon Consulting, Designing a Cognitive Ability Test for FBI Leaders: Working Within a Multiple-Requirement, Multiple-Stakeholder Environment

Matthew Dreyer, Aon Consulting, Seymour Adler, Aon Consulting, Joseph A. Gier, Aon Consulting, Development and Validation of Realistic Telephone Assessment Programs for Midlevel Managerial Positions at the FBI

Seymour Adler, Aon Consulting, Matthew Dreyer, Aon Consulting, Delivering Management Assessment to the Masses

Submitted by Joseph A. Gier, Joseph_A_Gier@aoncons.com

242. Practitioner Forum: Sunday, 10:3011:50 Sheraton III (Level 4)

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

This session will highlight examples of I-O research devoted to selection for public-safety and support jobs. Presenters will draw from personal experience in describing selection research in a variety of public-safety settings spanning cognitive, personality, physical ability, and medical domains, as well as future research challenges.

John A. Weiner, Psychological Services, Inc., Chair

Shelley W. Spilberg, California Commission on POST, Co-Chair

Chockalingam Viswesvaran, Florida International University, Deniz S. Ones, University of Minnesota, Eyran Kraus, City of Miami, Mary E. Leckband, City of Miami, Alexander Alonso, Florida International University, The Role of Applicant Ability and Conscientiousness in Reliability of Assessments

John A. Weiner, Psychological Services, Inc., Cognitive Ability Assessment for Public Safety Positions: Applications and Impact

Shelley W. Spilberg, California Commission on POST, Deniz S. Ones, University of Minnesota, Chockalingam Viswesvaran, Florida International University, Michael J. Cullen, University of Minnesota, Stephan Dilchert, University of Minnesota, Shelly A. Wiemann, University of Minnesota, The Development of Preemployment Psychological Screening Procedures for California Peace Officers: An Arranged Marriage With No Prenup

Donna L. Denning, City of Los Angeles, Public-Safety Support Staff: The Challenge of Selection for Scientific Investigation Positions

Deborah Gebhardt, Human Performance Systems, Inc., Issues Related to Implementation of Physical Performance Tests and Medical Guidelines in a Public-Safety Setting

Submitted by John A. Weiner, john@psionline.com

243. Panel Discussion: Sunday, 10:3011:50 Sheraton IV (Level 4)

The Nuts and Bolts of Obtaining External Research Funding

Institutional pressure to obtain external funding is increasing for academic I-O psychologists. The purpose of this panel discussion is to provide an overview of the funding process. Topics to be discussed include sources for external funding, strategies for writing an attractive proposal, and balancing grant writing with other competing demands.

Tammy D. Allen, University of South Florida, Chair

Leslie B. Hammer, Portland State University, Panelist

Thomas F. Hilton, National InstituteDrug Abuse, Panelist

John R. Hollenbeck, Michigan State University, Panelist

Eduardo Salas, University of Central Florida, Panelist

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

246. Symposium: Sunday, 10:3011:50 Michigan A (Level 2)

New Directions in Navy Selection and Classification Research

Presentations in this symposium will describe recent efforts that Navy personnel researchers have undertaken in the area of selection and classification. Implications of this work for future policy, practice, and research will be discussed.

William L. Farmer, Navy Personnel Command, Chair

Paul G. Michael, Alliant International University, JOIN: Jobs and Occupational Interest in the Navy

Jacqueline A. Mottern, Navy Personnel Research, Studies, & Technology (NPRST), Retention and Attrition Among New Recruits

Jerry W. Hedge, Independent Consultant, Research Directions for the Future of Navy Selection/Classification

Walter C. Borman, Personnel Decisions Research Institutes, Discussant

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

247. Special Event: Sunday, 10:3011:20 Michigan B (Level 2)

Can We Detect Deception?

A number of methods have been proposed for detecting or inferring deception. Some of these detect deception at better-than-chance rates, but virtually all methods are constrained by a combination of weak theoretical support, limited validity studies, often of dubious quality, or severe practical constraints. Prospects for the reliable detection of deception are discussed.

Kevin R. Murphy, Pennsylvania State University, Presenter

Submitted by Kevin R. Murphy, krmurphy@psu.edu

249. Panel Discussion: Sunday, 10:3011:20 Superior B (Level 2)

The Use of Occupational Information in Disability Determination Contexts

National occupational information systems play a crucial role in federal and private sector disability determinations. However, concerns persist regarding the ability of existing systems (DOT and O*NET) to fulfill the unique requirements associated with this context. The panel will discuss this dilemma and offer suggestions regarding how to address it.

Patrick Gavan OShea, American Institutes for Research, Chair

Susan K. R. Heil, American Institutes for Research, Co-Chair

Sylvia Karman, Social Security Administration, Panelist

Les Kertay, UnumProvident, Panelist

Lorin M. Mueller, American Institutes for Research, Panelist

Lois E. Tetrick, George Mason University, Panelist

Juan I. Sanchez, Florida International University, Panelist

Sigrid B. Gustafson, American Institutes for Research, Panelist

Andrew M. Rose, American Institutes for Research, Discussant

Submitted by Patrick Gavan OShea, goshea@air.org

250. Symposium: Sunday, 10:3011:50 Huron (Level 2)

Preventing Burnout Through Better Management: Building Engagement With Work

This symposium addresses the strong alliances necessary between researchers and management to implement organization interventions to prevent burnout and build engagement with work. It also considers the target of such interventions by examining the nature of engagement with work and their implications for practitioners and researchers.

Michael P. Leiter, Acadia University, Chair

Esther Greenglass, York University, Predictors of Work Engagement

Mina Westman, Tel Aviv University, A New Research Agenda: Positive Crossover

Christina Maslach, University of CaliforniaBerkeley, Michael P. Leiter, Acadia University, Professional Efficacy: Contrasts Between Management and Front-Line Staff Members

Michael P. Leiter, Acadia University, A New Approach to Changes in Burnout Over Time: Identifying Subgroups Likely to Change

Christina Maslach, University of CaliforniaBerkeley 

Submitted by Michael P. Leiter, michael.leiter@acadiau.ca

251. Practitioner Forum: Sunday, 10:3011:20 Mayfair (Level 3)

Applying I-O to Healthcare: Challenges and Successes

I-O psychologists can, and do, play a key role in healthcare settings. The purpose of this practitioner forum is to explore the ways in which traditional I-O skills can help to improve the programs and practices employed by government agencies charged with overseeing our nations healthcare.

Nancy Matheson, American Institutes for Research, Chair

David P. Baker, American Institutes for Research, Jeffrey M. Beaubien, American Institutes for Research, Amy K. Holtzman, American Institutes for Research, Eduardo Salas, University of Central Florida, Applying I-O to Healthcare: Investigating the Requirements for Team Training

Fred A. Mael, American Institutes for Research, Quality of Care and Organizational Culture in Substance-Abuse Treatment Settings

Joyce D. Mattson, American Institutes for Research, Application of I-O Psychology to Medical Regulatory and Oversight Functions

Laura A. Steighner, American Institutes for Research, Developing Structured Guidance to Assess the Severity of Deficient Nursing Home Practices

Submitted by Nancy Matheson, nmatheson@air.org

252. Interactive Posters: Sunday, 10:3011:20 Parlor A (Level 3)

Interactive Posters: OHP/Stress

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

Occupational research offers inconsistent findings on social supports moderating effects on the stressor-strain relationship. We contribute to this literature by using longitudinal data showing how social supports moderating effect is dependent on ones self-efficacy. Social support buffered the relationship with high self-efficacy and reverse buffered the relationship with low self-efficacy.

Melba C. Stetz, U.S. Army Medical Research and Materiel Command

Thomas A. Stetz, National Imagery and Mapping Agency

Paul D. Bliese, Walter Reed Army Institute of Research

Submitted by Melba C. Stetz, melba.stetz@us.army.mil

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

This paper describes the roles of safety control and supervisory safety support in predicting safety performance and injuries. We investigate the process of safety control, in which understanding of why injuries occur leads to prediction of when injuries are likely, which leads to control over the circumstances that cause injuries.

Lori Anderson, Colorado State University

Peter Y. Chen, Colorado State University

Scott Finlinson, The Ohio University

Autumn D. Krauss, Colorado State University

Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for Safety

Submitted by Lori Anderson, lori@lamar.colostate.edu


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

Social support is an important variable in occupational stress research, yet little is known about the antecedents of giving and receiving support at work. In a sample of 108 diversely employed participants, reciprocity and personality (extraversion and agreeableness, but not neuroticism) each predicted the giving and receiving of social support.

Nathan A. Bowling, Central Michigan University

Terry A. Beehr, Central Michigan University

William M. Swader, Central Michigan University

Submitted by Nathan A. Bowling, nathan.a.bowling@cmich.edu


Program Table of Contents