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Friday AM

Coffee Break: Friday, 7:308:30 Sheraton Chicago Ballroom Promenade (Level 4)

1. Plenary Session: Presidential Address and Presentation of SIOP Award Winners, Fellows, and Election Results

Friday, 8:3010:00 Chicago VI/VII (Level 4)

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

Michael J. Burke, Tulane University, Chair
Fritz Drasgow, University of Illinois at Urbana-Champaign, President-Elect

Coffee Break: Friday, 10:0010:30 River Exb Hall A (Level 1)

2. Symposium: Friday, 10:3012:20 Chicago VI (Level 4)

Advances in Research on Individual Difference Effects in Training Contexts

Research on the effects of individual differences in training has proliferated in the last decade. This symposium highlights advances in research in this area and addresses issues surrounding the mechanisms underlying individual difference effects on learning, relationships among state- and trait-like constructs, and individual difference effects on team training effectiveness.

Bradford S. Bell, Cornell University, Chair

Jaclyn M. Nowakowski, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Goal Orientation and Feedback Seeking During Learning: Processes and Prospects

Leslie Shayne, University of Iowa, Kenneth G. Brown, University of Iowa, Daniel B. Turban, University of Missouri, Kirk Witzberger, University of Iowa, The 2 x 2 Goal Orientation Framework: A Study of its Predictive Validity and Causal Mechanisms

Anupama Narayan, Wright State University, Debra Steele-Johnson, Wright State University, Charlene K. Stokes, Wright State University, Interacting Effects of Gender, Goal Orientation, and Prior Experience With Training on Training Attitudes

Bradford S. Bell, Cornell University, Steve W. J. Kozlowski, Michigan State University, Jaclyn M. Nowakowski, Michigan State University, An Examination of the Influence of Enduring and Transitory Individual Differences on Training Effectiveness

Tonia S. Heffner, U.S. Army Research Institute, John E. Mathieu, University of Connecticut, Gerald F. Goodwin, U.S. Army Research Institute, Eduardo Salas, University of Central Florida, Individual Versus Intact Team Training Programs: An Aptitude-by-Treatment Interaction Approach

Submitted by Bradford S. Bell, bb92@cornell.edu

3. Practitioner Forum: Friday, 10:3011:20 Chicago VII (Level 4)

Organizational Change and the Business of Government

The basic principles of the HPO Change Model are outlined by one of the models founders. Retrospective case studies are also presented for HPO-based change programs at the inspector generals office of the EPA, and NAVAIRs China Lake facility. Methods for evaluating the impact of HPO training are discussed.

Bruce L. Brown, Brigham Young University, Chair

Gerald Brokaw, Commonwealth Center for HPO, John W. Pickering, Commonwealth Center for HPO, The High Performance Organization (HPO) Model: Introduction, Conceptual Outline, and History

Nikki Tinsley, Inspector General, EPA, Impact of HPO at the Office of the Inspector General, EPA: A Retrospective Case Study

Joan Goppelt, Navair Naval Air Systems Command, Keith Ray, Navair Naval Air Systems Command, HPO Training and Software Systems Improvement at Navair Systems Engineering, China Lake

Philip D. Harnden, Commonwealth Center for HPO, Bruce L. Brown, Brigham Young University, Measurement and Evaluation of the Process: How Would We Know That We are HPO?

David D. Hatch, Thomson Learning, Discussant

Submitted by Bruce L. Brown, bruce_brown@byu.edu

4. Symposium: Friday, 10:3012:20 Chicago X (Level 4)

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

ME/I can be defined in terms of the extent to which a nominally identical measurement instrument also exhibits functionally equivalent measurement properties across populations. The papers in this symposium present advanced perspectives on, and some solutions to, a number of problems and issues faced by ME/I researchers.

Charles E. Lance, University of Georgia, Chair

Robert J. Vandenberg, University of Georgia, Co-Chair

David Chan, National University of Singapore, Modeling Construct Integration of Organization Citizenship Behaviors

Neal W. Schmitt, Michigan State University, The Influence of Reactions on the Measurement of Constructs: Using the MIMIC Model to Explore Subgroup Differences

Gordon Cheung, Chinese University of Hong Kong, Cross-Cultural Comparison of Latent Means With Partial Measurement Invariance

Adam W. Meade, North Carolina State University, Gary J. Lautenschlager, University of Georgia, Same Question, Different Answers: CFA and Two IRT Approaches to Measurement Invariance

Robert J. Vandenberg, University of Georgia, Discussant

Charles E. Lance, University of Georgia, Discussant

Submitted by Charles E. Lance, clance@uga.edu  

5. Symposium: Friday, 10:3011:50 Sheraton I (Level 4)

Individual Differences in Work and Life Integration: New Theoretical Directions

Workfamily research has underexamined the interactive effects of individual differences and work and family environments. The purpose of this symposium is to share theoretical perspectives on the nature of these interactions including examinations of how personality, PE fit, boundary management, and success definition relate to the workfamily interface.

Ellen E. Kossek, Michigan State University, Chair

Alyssa Friede, Michigan State University, Co-Chair

Alyssa Friede, Michigan State University, Ann Marie Ryan, Michigan State University, The Importance of the Individual: How Self-Evaluations Influence the WorkFamily Interface

Jeffrey R. Edwards, University of North Carolina, Nancy P. Rothbard, University of PennsylvaniaWharton School, Work and Family Stress and Well-Being: An Integrative Model of PersonEnvironment Fit Within and Between the Work and Family Domains

Ellen E. Kossek, Michigan State University, Brenda A. Lautsch, Simon Fraser University, Susan C. Eaton, Harvard University, Navigating Boundaries Between Work and Home

Jeanette N. Cleveland, Pennsylvania State University, What is Success? Who Defines It? Diverse Perspectives on the Criterion Problem as It Relates to Work and Family

Susan J. Lambert, University of Chicago, Discussant

Submitted by Alyssa Friede, friedeal@msu.edu  

6. Symposium: Friday, 10:3011:50 Sheraton II (Level 4)

Individual and Subgroup Differences on Job Analysis and Competency Ratings

Identifying sources of influence on job analysis ratings (e.g., subgroup, social, cognitive) is gaining increasing attention. The four studies in this symposium enhance our understanding of job analysis rating accuracy, and factors influencing the rating process, by investigating unexplored theoretical questions affecting job analysis practice.

Deborah K. Ford, CPS Human Resource Services, Chair

Robert E. Ployhart, George Mason University, Co-Chair

Deborah K. Ford, CPS Human Resource Services, Robert E. Ployhart, George Mason University, Deirdre E. Lozzi, George Mason University, Patricia Young, CPS-Human Resource Services, An Evaluation of Individual Attributes and Perceptions on Job Analysis Ratings

Frederick P. Morgeson, Michigan State University, Kelly Delaney-Klinger, Michigan State University, Donald M. Truxillo, Portland State University, Investigating the Relationship Between O*NET Skill and Ability Ratings and Job Analyst Cognitive Ability and Conscientiousness

Robert E. Ployhart, George Mason University, Deborah K. Ford, CPS Human Resource Services, Deirdre E. Lozzi, George Mason University, Tara M. Ricci, U.S. Office of Personnel Management, Chris Wright, San Francisco State University, Donna Ashe Rodriguez, U.S. Office of Personnel Management, Subgroup Differences in Competency Ratings: A Meta-Analysis Across Jobs

Robert J. Harvey, Virginia Tech, Quantifying Job Analysis Rater Quality Using IRT Appropriateness Indices

Michael A. Campion, Purdue University, Discussant

Submitted by Deborah K. Ford, debbief@cps.ca.gov  

7. Symposium: Friday, 10:3012:20 Sheraton III (Level 4)

Toward an Understanding of the Motivation Behind Emotional Labor

A set of five studies explore answers to the question, What motivates individuals to regulate their emotions at work? Qualitative, laboratory, and field methodologies are employed to test the roles of display rules, hostile customers, and beliefs or perceived rewards in predicting whether customer service employees engage in emotional labor.

Alicia A. Grandey, Pennsylvania State University, Chair

James M. Diefendorff, Louisiana State University, Co-Chair

Gregory A. Vinson, University of Minnesota, Joyce E. Bono, University of Minnesota, Reasons for Emotional Labor: Beyond the Customer Service Role

Alicia A. Grandey, Pennsylvania State University, Glenda M. Fisk, Pennsylvania State University, Dirk D. Steiner, Universit de Nice-Sophia Antipolis, Investigating French and American Service Workers Reactions to Service with a Smile

Lori A. Sideman, Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University, Emotional Labor as a Function of Display Rules and Hostile Customers

Sharmin Spencer, University of Illinois at UrbanaChampaign, Deborah E. Rupp, University of Illinois at UrbanaChampaign, The Effects of Customer Interactional Justice and Supervisor Distributive Justice on Emotional Labor: A Person-Situation Approach

Meredith H. Croyle, Louisiana State University, James M. Diefendorff, Louisiana State University, Commitment to Displaying Positive Emotions at Work: An Examination of Individual Difference and Situational Antecedents

Submitted by Alicia A. Grandey, aag6@psu.edu

8. Symposium: Friday, 10:3011:50 Sheraton IV (Level 4)

Reconsidering the Outcomes of a Positive Self-Concept

The current symposium includes four papers that take a fresh look at the role of self-concept on work outcomes. While most research of the past century has confirmed the positive role of self-concept on performance, these studies offer alternative perspectives on self-concept, suggesting that traditional views should be reconsidered.

Ronald F. Piccolo, University of Florida, Chair

Aaron M. Schmidt, University of Akron, Brad A. Chambers, Personnel Decisions Research Institutes, Inc., Richard P. DeShon, Michigan State University, A Goal Discrepancy Perspective on the Relationship Between Self-Efficacy and Performance

Timothy A. Judge, University of Florida, Christine Jackson, University of Florida, John C. Shaw, University of Florida, Brent Scott, University of Florida, Bruce Louis Rich, University of Florida, Is the Effect of Self-Efficacy on Job/Task Performance an Epiphenomenon?

John D. Kammeyer-Mueller, University of Florida, Timothy A. Judge, University of Florida, Ronald F. Piccolo, University of Florida, Self-Esteem and Career Success: Examining Reciprocal Effects

Gary N. Burns, Central Michigan University, Neil D. Christiansen, Central Michigan University, Regina Hechanova, Ateneo de Manila University, Douglas E. Haaland, Development Dimensions International, Jay Janovics, Denison Consulting, Personality and Self-Efficacy in the Workplace

Edwin A. Locke, University of Maryland, Discussant

Submitted by Ronald F. Piccolo, rpiccolo@ufl.edu

9. Symposium: Friday, 10:3011:50 Sheraton V (Level 4)

Following the Leader: Examining Antecedents of Effective Leadership

Leadership effectiveness has become an increasingly important area of research in recent years. This symposium will contribute to current research by taking a closer look at specific traits associated with leadership effectiveness in addition to exploring which of these lead to success in various occupational settings.

Janet L. Barnes-Farrell, University of Connecticut, Chair

Jessica H. Carlson, University of Connecticut, Co-Chair

Jessica H. Carlson, University of Connecticut, Jessica A. Gallus, University of Connecticut, Judgments of Managerial Effectiveness: Does Assertiveness Matter?
Nancy Wallis, Chapman University, Leadership Effectiveness: The Role of Support in the LeaderFollower Relationship

Paul H. Jacques, Western Carolina University, Francis J. Yammarino, Binghamton University, Bruce J. Avolio, University of Nebraska, The Developmental Trajectory of Male and Female Cadets in a Military Academy Setting

Robert J. Sternberg, Yale University, Anna T. Cianciolo, Global Information Systems Technology, Inc., Cynthia Matthew, Columbia University, The Importance of Developing Tacit Knowledge in Military Leadership Effectiveness

Sandi L. Dinger, The College of Saint Rose, Discussant

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

10. Practitioner Forum: Friday, 10:3011:50 Arkansas (Level 2)

Leveraging Leader-Led Learning to Drive Culture Change

This practitioner forum will bring together several organizations at different stages of using leader-led learning interventions to help drive culture change. We will discuss how the methods were introduced, specific applications of leader-led learning, and techniques for design, selection, and execution of such programs.

Belinda Hyde, Dell Inc., Chair

Belinda Hyde, Dell Inc., The Leadership Imperative: Leaders Developing Leaders at Dell

Robin R. Cohen, Avon Products, Inc., Aligning Leaders to Leaders: Using Leaders as Key Drivers for Organizational and Individual Transformation

Suzan L. McDaniel, Bristol-Myers Squibb, Melissa K. Hungerford, Bristol-Myers Squibb, Leaders Developing Leaders: A Foundation for Organizational Change

Van M. Latham, PathPoint Consulting, Inc., Carolyn M. Deckinger, PathPoint Consulting Inc., Driving Culture Change Through Leader-Led Executive DevelopmentAn Organizing Framework and Best Practice Design Principles

Submitted by Belinda Hyde, belinda_hyde@dell.com

11. Practitioner Forum: Friday, 10:3011:50 Colorado (Level 2)

Developing and Deploying Leadership Competency Models That Work

Internal I-O practitioners from four diverse organizations will discuss development and implementation of core leadership competency models. Each presenter will discuss unique challenges and lessons learned.

Shane Douthitt, Bank of America, Chair

Thomas E. Powell, GlaxoSmithKline, Leadership Essentials at GlaxoSmithKline: Global Implementation and Validation

Leslie W. Joyce, The Home Depot, Driving Organizational Transformation Through Leadership Essentials: The Home Depot Case Study

Christina L. Sarabia, United Parcel Service, Core Competencies and Beyond: The UPS Case Study

Thomas L. Killen, Bank of America, Lorrina J. Eastman, Bank of America, From Growth Through Acquisitions to Organic Growth: Leading the Change Through Competencies at Bank of America

Submitted by Shane Douthitt, shane.douthitt@bankofamerica.com

12. Practitioner Forum: Friday, 10:3012:20 Missouri (Level 2)

Strategic People Metrics: The Economic Impact of Employee Workplace Perceptions

Many organizations have implemented strategic measurement systems, but few have used such systems to their full potential in driving behavioral change. This session will both share research and demonstrate by case examples how leading organizations are deploying measurement systems to link employee perceptions with operational, customer, and financial indicators.

William A. Schiemann, Metrus Group, Inc., Chair

Jeana Wirtenberg, Public Service Enterprise Group (PSEG), Employee Satisfaction, Customer Satisfaction, and the Bottom LinePrivate Sector

Rita Kowalski, Department of Veterans Affairs, Employee Satisfaction, Customer Satisfaction, and the Bottom LinePublic Sector

Brian S. Morgan, Metrus Group, Inc., Strategic Surveys for Managing and Measuring People Assets

William A. Schiemann, Metrus Group, Inc., Linking Employee Perceptions to Business Results

William A. Schiemann, Metrus Group, Inc., Discussant

Walter W. Tornow, The Tornow Partnership, Discussant

Submitted by William A. Schiemann, wschiemann@metrus.com

13. Education Forum: Friday, 10:3011:50 Michigan A (Level 2)

Facilitating Deep Learning Through Alternative Teaching Methods

To facilitate deep learning, instructors should incorporate reflection, active practice, feedback, and identical elements into their coursework, and, as a result, positive transfer between classroom and workplace should occur. This education forum presents four teaching methods that attempt to bring about deep learning.

Wendy C. Gradwohl, Wittenberg University, Chair

James A. Tan, University of WisconsinStout, Teaching an Online Course: Lessons Learned From the Cyberspace Classroom

Piers Steel, University of Calgary, Experiential Learning Techniques

Lisa M. Keeping, Wilfrid Laurier University, The Application of Cases to the Teaching of I-O Psychology

Wendy C. Gradwohl, Wittenberg University, Clients, and Students, and Teams, Oh My: How to Make the Most of Client Projects

Submitted by Wendy C. Gradwohl, wgradwohl@wittenberg.edu

14. Master Tutorial: Friday, 10:3012:20 Michigan B (Level 2)

1.5 CE Credits Available for Attending!
Register at the Session!

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

Most applied researchers and practitioners encounter ratings more frequently than any other measure. This tutorial will review the state of the art in estimating the reliability of (and agreement in) ratings. Participants will learn cutting-edge, theoretically grounded approaches to estimating reliability and agreement that consider constraints imposed by messy real-world data.

Rodney A. McCloy, HumRRO, Presenter

Dan J. Putka, HumRRO, Presenter

Submitted by Rodney A. McCloy, rmccloy@humrro.org 

15. Roundtable: Friday, 10:3011:50 Superior A (Level 2)

Using Analogue Behavioral Assessment for Assessing Intrapersonal and Interpersonal Skills

This roundtable discussion is designed to demonstrate the use of a novel method for assessing interpersonal and intrapersonal behavioral skills. Borrowing from clinical psychology, the method assesses the growth that takes place in students following a diversity skills training program instituted by the Defense Equal Opportunity Management Institute (DEOMI).

Robert M. McIntyre, Old Dominion University, Host

Hope Hanner, Old Dominion University, Co-Host

Lara Tedrow, Old Dominion University, Co-Host

James R. Camic, Old Dominion University, Co-Host

Submitted by Hope Hanner, Hhann002@odu.edu

16. Practitioner Forum: Friday, 10:3012:20 Superior B (Level 2)

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

This forum is designed to help I-Os align their efforts with senior executive expectations. Through the use of metrics that impact the bottom line, presenters will discuss actual successful large-scale strategic change initiatives. Focus will be given to techniques that have increased buy-in and resulted in substantial firm-wide achievements.

Scott Eggebeen, Booz-Allen & Hamilton, Chair

Russell E. Lobsenz, viaPeople, Inc., Making an Impact: Linking HR Metrics to Financial Performance

Christopher T. Rotolo, Behavioral Insights, LLC, Executive and Organization Development Strategy at IBM: From Huh? To Ha!

Jill K. Wheeler, Sears, Roebuck & Company, Impacting the Bottom Line Through Culture Change and Associate Turnover Reduction

Elizabeth B. Kolmstetter, Transportation Security Administration, An Integrated Human Capital Strategy: Linking Employee and Organizational Performance at TSA

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

Submitted by Russell E. Lobsenz, rlobsenz@yahoo.com

17. Roundtable: Friday, 10:3011:20 Erie (Level 2)

Building Accountability Mechanisms into Culture-Change Initiatives

A key component in sustaining cultural-change efforts is the need to build in accountability mechanisms. This Roundtable focuses on cultural change initiatives and how to build accountability into the process. Change agents describe how they have incorporated accountability into change initiatives and lead a discussion of effective strategies.

David L. Binder, JP MorganChase, Host

J. Kevin Ford, Michigan State University, Co-Host

Sean A. Murphy, JP MorganChase, Co-Host

Submitted by J. Kevin Ford, FordJK@msu.edu

18. Practitioner Forum: Friday, 10:3012:20 Huron (Level 2)

Adapting Your Change Management Methods to Fit Your Companys Strategy

In this practitioners forum, participants will hear four, true-life examples of organizations at various stages of change. Presenters will focus on the stage of change that their organization was going through and will provide examples of methods they used to help their companies manage the change. 

Edward L. Levine, University of South Florida, Chair

Tammy L. Bess, The Home Depot, Inc., Alan G. Frost, Delta, Don C. Allen, The Home Depot, Inc., Amy Fitzgibbons, Washington Mutual, Adapting Your Change Management Methods to Fit Your Companys Strategy

W. Warner Burke, Teachers College, Columbia University, Discussant

Submitted by Don C. Allen, Don_Allen@Homedepot.com

19. Symposium: Friday, 10:3011:50 Ontario (Level 2)

Collaborative International Research on Work and Family: 
A Process Perspective

Three collaborative international research (CIR) projects are presented, initiated independently with the purpose of conducting cross-cultural research on work and family. This symposium covers different theoretical and methodological approaches to collaborative cross-cultural research and delves into the dilemmas, choices, and constraints of these projects, offering inspiration for cross-cultural workfamily researchers.

Virginia E. Schein, Gettysburg College, Chair

Zeynep Aycan, Koc University, Roya Ayman, Illinois Institute of Technology, Anne Bardoel, Monash University, Tripti Pande Desai, Institute for Intergrated Learning in Management, Leslie B. Hammer, Portland State University, Ting-Pang Huang, Soochow University, Karen Korabik, University of Guelph, Donna S. Lero, University of Guelph, Artiawati Mawardi, University of Surabaya, Steven A. Y. Poelmans, IESE Business School, Ujvala Rajadhyaksha, Indian Institute of TechnologyBombay, Margarita V. Shafiro, Portland State University, Anit Somech, University of Haifa, Anat Drach-Zahavy, University of Haifa, WorkFamily Conflict in Cultural Context: A 10-Country Investigation

Steven A.Y. Poelmans, IESE Business School, Paul E. Spector, University of South Florida, Cary L. Cooper, UMIST, Tammy D. Allen, University of South Florida, Michael P. ODriscoll, University of Waikato, Juan I. Sanchez, Florida International University, A Cross-National Comparative Study of WorkFamily Demands and Resources: Research Choices and Constraints

Janice R. Joplin, University of Texas at El Paso, Margaret A. Shaffer, Hong Kong Baptist University, Anne Marie C. Francesco, Hong Kong Baptist University, Theresa Lau, Hong Kong Polytechnic University, Work and Family Interface in Five Countries: The Challenges, Choices, and Rewards of a Cross-Cultural Research Project

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

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

20. Symposium: Friday, 10:3011:50 Mayfair (Level 3)

Examining Emotions at Work: Some Recent Empirical Investigations

Building on increasing interest in the role of emotions in the workplace, this symposium offers four papers addressing the latent structure of emotional intelligence and its contributions to team effectiveness and individuals job performance, and the role of psychological well-being in mediating relations between perceived justice and extra-role behavior.

Kevin E. Fox, University of Tulsa, Chair

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

Robert P. Tett, University of Tulsa, Kevin E. Fox, University of Tulsa, Factor Structure of Self-Report EI Measures in Student and Worker Samples

Jay Janovics, Denison Consulting, Neil D. Christiansen, Central Michigan University, Emotional Intelligence in a Selection Context: Criterion-Related Validity and Vulnerability to Response Distortion

Peter J. Jordan, Griffith University, Neal M. Ashkanasy, University of Queensland, Emotional Intelligence and Team Effectiveness: A Study of Self-Versus Peer-Assessed Emotional Intelligence in Groups

Vicente Martinez-Tur, University of Valencia, Jose M. Peiro, University of Valencia, Jose Ramos, University of Valencia, Russell S. Cropanzano, University of Arizona, Organizational Justice and Extra-Role Customer Service: The Mediating Role of Well-Being at Work

Howard M. Weiss, Purdue University, Discussant

Submitted by Kevin E. Fox, Kevin-Fox@utulsa.edu

21. Interactive Posters: Friday, 10:3011:20 Parlor A (Level 3)

Interactive Posters: Training in Alternative Delivery Modes

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

Our purpose is to understand why learners choose an online learning environment versus a traditional classroom setting as modeled through The Theory of Planned Behavior (Ajzen, 1991). Results indicated that Ajzens theory provides a useful framework for answering this question, and that learners slightly prefer the traditional classroom.

Ryan P. Robinson, University of Akron

Dennis Doverspike, University of Akron

Submitted by Ryan P. Robinson, robinsry22@yahoo.com

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

This naturally occurring quasi-experiment examined how trainee characteristics (age, learning goal orientation), delivery mode, and the perception of factors as enablers affected motivation to learn and, in turn, learning outcomes. Results, based on 600 students enrolled in either traditional or blended distance learning courses, were largely supportive of the hypothesis.

Howard J. Klein, The Ohio State University

Raymond A. Noe, The Ohio State University

Chongwei Wang, The Ohio State University

Submitted by Howard J. Klein, klein_12@cob.osu.edu

21-3 Enhancing E-Learning Effectiveness Through Learner Engagement

This study examines the role of two learner engagement variables, interest and off-task attention, in predicting affective and learning outcomes of an e-learning program. Results suggest that interest and off-task attention did affect trainee satisfaction and knowledge acquisition, although the existence of learner control tools did not impact engagement.

Sandra L. Fisher, Clarkson University

Michael E. Wasserman, Clarkson University

Karin A. Orvis, George Mason University

Submitted by Sandra L. Fisher, sfisher@clarkson.edu

22. Poster Session: Friday, 10:3011:20 River Exb Hall A (Level 1)

Personnel Selection I

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

In this study we examined the structure and discriminant validity of the adult interpersonal acumen (IA) scale (Aditya, 2000), with a sample of working and nonworking adults (N = 428) drawn from a university student population. Results confirm the scales hierarchical structure and the independence of IA from personality traits.

Tina M. Burns, Florida International University

Ram N. Aditya, Florida International University

Katherine Hamilton, Florida International University

Andrea Saravia, Florida International University

Submitted by Tina M. Burns, tmarie458@hotmail.com


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

This study examines the efficacy of test and test-taker characteristics for explaining variance in practice effects. Results show practice-effects magnitudes are negatively associated with the degree of g-saturation of the scales, and show small to moderate positive correlations with beliefs in tests, self-efficacy, test-taking motivation, and test-taker ability.

Charlie L. Reeve, Purdue University

Holly Lam, Purdue University

Submitted by Charlie L. Reeve, creeve@psych.purdue.edu

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

This study examined cross-gender stereotype threat effects on math performance, perception of stereotype threat, and engagement in defense mechanisms against a gender-based threat activated in a simulated employment setting. Labels of assessment domain (job, intellectual/math, or no information) were manipulated. Relations of gender- and domain-identity to responses were investigated. 

Hannah-Hanh Dung Nguyen, Michigan State University

Smriti Shivpuri, Michigan State University

Kari M. Langset, Michigan State University

Ann Marie Ryan, Michigan State University

Submitted by Hannah-Hanh Dung Nguyen, nguyen67@msu.edu

22-4 Scenario-Based Formats for Measuring Conscientiousness

This study extends Tristan, Miller, and Leasher (2003), which found the conditional reasoning format was less susceptible to faking, but resulted in adverse impact. Two scenario-based measures developed were reliable, less susceptible to faking, and had less adverse impact against minorities than the Conditional Reasoning Test of Achievement Motivation.

Megan Leasher, Wright State University

Corey E. Miller, Wright State University

Tamara L. April, Wright State University

Kevin M. Gildea, Wright State University

Christine Rees, Wright State University

Daniel H. Schwartz, Wright State University

Esteban Tristan, Wright State University

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

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

This research investigated personjob fit and its role in the selection process. The findings provided evidence for relationships between personjob fit and commitment, turnover, and performance. In addition, the results indicated that fit added incremental variance, above traditional predictors, in the prediction of performance and commitment in one sample.

Amie D. Lawrence, Select International, Inc.

Dennis Doverspike, University of Akron

Matthew S. OConnell, Select International, Inc.

Submitted by Amie D. Lawrence, alawrence@selectintl.com

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

The current study examined a personenvironment (PE) fit test as a selection tool. Using concurrent validation data from 218 job incumbents, we found that a 14-item fit instrument predicted performance, did not cause adverse impact when the cutoff score was set at the mean, and was perceived favorably by test takers.

Cara Lundquist, University of Southern Mississippi

Jeffrey D. Kudisch, University of Maryland

Kara L. Fleming, University of Southern Mississippi

Vincent J. Fortunato, University of Southern Mississippi

Submitted by Jeffrey D. Kudisch, JKudisch@rhsmith.umd.edu

22-7 Prosociability as a Predictor of Task and Citizenship Performance

Employees citizenship performance (CP) is vital to the success of organizations. Therefore, organizations will benefit from selecting individuals whose performance is exemplary. This study proposes that attitudes toward CP predict performance, and also adds incremental validity evidence above and beyond the predictive effects of personality.

Jennifer D. Kaufman, DeCotiisErhard, Inc.

Heather W. Dobbins, DecotiisErhard, Inc.

Robert C. Baker, DecotiisErhard, Inc.

Erica C. Lutrick, TMP Worldwide/Monster.Com

Michael J. Najar, DeCotiisErhard, Inc.

Submitted by Michael J. Najar, mnajar@decotiiserhard.com

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

The KOTTS was developed and evaluated to assess individual differences in declarative knowledge of test-taking strategies (TTS). A series of reliability, confirmatory, and exploratory analyses resulted in a reliable and valid measure of 11 dimensions. The criterion-related validity and practical use of KOTTS in the employment selection context was discussed.

Hannah-Hanh Dung Nguyen, Michigan State University

Ann Marie Ryan, Michigan State University

Submitted by Hannah-Hanh Dung Nguyen, nguyen67@msu.edu

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

There is some indication that providing job experts test answers prior to an Angoff task benefits the accuracy of these judgments. Building on this work, the current study examines the impact of providing correct answers to job experts on both Angoff judgments and item difficulty ratings in an applied setting.

Jennifer M. Hurd, Aon Consulting

Joshua M. Sacco, Aon Consulting

Submitted by Jennifer M. Hurd, jennifer_m_hurd@aoncons.com

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

This report examines the potential value of crossing two personality measures in predicting job performance. A series of analyses conducted on the Big Five personality dimension scores and job performance suggests that interactions may be useful in increasing the validity of personality tests.

Jeff Foster, University of MissouriSt. Louis

Therese H. Macan, University of MissouriSt Louis

Submitted by Jeff Foster, s1036682@admiral.umsl.edu

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

Two studies replicate and expand upon findings that requests for response elaborations and face-to-face interaction with the test administrator can lead to less socially desirable scores on noncognitive measures. The motivational mechanisms behind the effect are explored.

Pablo Cruz, Rice University

Robert L. Dipboye, Rice University

Submitted by Pablo Cruz, pcruz@rice.edu

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

In todays increasingly competitive market for customers and employees, there is enormous pressure to innovate and develop novel ways to make an enterprise more attractive from many unique perspectives. The current study examines the validity of using specific personality constructs to predict specific dimensions of job performance.

Robert C. Baker, DecotiisErhard, Inc.

Fung (John) M. Chan, Sprint

Submitted by Fung (John) M. Chan, fchan@utk.edu

22-13 The Use of PersonOrganizational Fit in Employment Decision Making

We assessed the criterion-related validity of personorganization fit. Despite its use in selection, a review of the literature revealed few studies consider the PO fit/task performance relationship, and a meta-analysis of these studies resulted in an estimated true criterion-related validity of 0.07 (k = 12, N = 1,967).

Winfred Arthur, Texas A&M University

Suzanne T. Bell, Texas A&M University

Anton J. Villado, California State UniversitySan Bernardino

Dennis Doverspike, University of Akron

Janie Yu, Texas A&M University

Submitted by Suzanne T. Bell, sbell@tamu.edu

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

This benchmarking study examined selection procedures for a range of hourly, entry-level jobs across 39 U.S. companies with a large workforce at this level. Data are provided on components used, characteristics measured, and development, administration, and evaluation procedures. The prototypical selection system observed, best practices, and innovative practices are discussed.

Sarah S. Fallaw, Qwiz, Inc.

Andrew L. Solomonson, Right Management Consultants

Amy Montagliani, Right Management Consultants

P. Gail Wise, Right Management Consultants

Eric Gerber, University of Georgia

Jeffrey D. Facteau, Hogan Assessment Systems

Submitted by Sarah S. Fallaw, sfallaw@qwiz.com

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

Empirical keying has received significant attention, but very little research examines its usefulness across cultures. In this study, 782 managers completed a biodata and situational judgment inventory for a cross-cultural validation. Results demonstrate empirical keying produces larger holdout validities than rational keying, and behaviors predicting performance are similar across cultures.

Matthew J. Such, Aon Consulting

David B. Schmidt, Aon Consulting

Submitted by Matthew J. Such, matt_j_such@aoncons.com

22-16 Investigating Curvilinear ConscientiousnessJob Performance Relationships for Clerical Employees

We present results from two studies that suggest a curvilinear relationship between conscientiousness and job performance for clerical employees. In Study 1, we found a curvilinear relationship using biodata and situational judgment items. In Study 2, we found similar results using a traditional conscientiousness measure and controlling for cognitive ability.

David M. LaHuis, Wright State University

Nicholas R. Martin, U.S. Office of Personnel Management

John M. Avis, U.S. Office of Personnel Management

Submitted by David M. LaHuis, david.lahuis@wright.edu

22-17 Assessing Truth and Deception Types in Verbal Statements 

In an attempt to detect deception, verbal analysis criteria were developed based on models of truth telling and deception. An experiment was conducted to test whether the new criteria discriminate three types of deceptive statements from truthful ones. Criteria from three of six categories of VA criteria were effective discriminators.

Lyle E. Leritz, University of Oklahoma

Matthew T. Allen, University of Oklahoma

Gregory A. Ruark, University of Oklahoma

Ethan P. Waples, University of Oklahoma

Mary Shane Connelly, University of Oklahoma

Michael D. Mumford, University of Oklahoma

Submitted by Mary Shane Connelly, sconnelly@ou.edu

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

A meta-analysis of the relationship between business school performance and both GMAT scores and UGPA (N = 33,689, k = 213, r = 640) shows that both GMAT scores and UGPA are valid predictors of GPA in business school. A combination of GMAT-V and GMAT-Q is shown to be a better predictor than UGPA.

Nathan R. Kuncel, University of Illinois at Urbana-Champaign

Marcus Crede, University of Illinois at Urbana-Champaign

Lisa Lynn Thomas, University of Illinois

Submitted by Lisa Lynn Thomas, llthomas@s.psych.uiuc.edu

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

The purpose of this paper is to examine the relationship between personorganization and personjob fit and outcome variables focusing on potential methodological moderators. Meta-analytic results indicate that while personenvironment fit is related to a variety of outcomes, this relationship is moderated by both the conceptual and operational definition of fit.

Brian J. Hoffman, University of Tennessee

David J. Woehr, University of Tennessee

Submitted by David J. Woehr, djw@utk.edu

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

This research investigated the relative merits of broad and specific personality scales. Scores on Prudence and performance ratings were obtained from a sample of 416 sales and service employees. Results indicated that one of the subscales, Avoids Trouble, was just as valid as the overall scale in predicting performance.

Ted R. Axton, Wachovia Corporation

Matthew Sederburg, Wachovia Corporation

Carolyn M. Wolf, Wachovia Corporation

Submitted by Ted R. Axton, ted.axton@wachovia.com

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

Thirty-two new assessment center criterion-related validation studies were meta-analyzed, compared to, and combined with the Gaugler et al. (1987) estimates. Results showed the current population estimate for criterion-related validity (.33) was moderated by type of criteria (job performance, training, promotion, sales, and turnover).

Chaitra M. Hardison, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitted by Chaitra M. Hardison, hard0211@umn.edu

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

The effects of writing skill and other extrinsic variables on the evaluation of written content in procedures such as accomplishment records and portfolios have not been specifically investigated. This study found substantial construct-relevant and irrelevant effects of writing skill, application mode, and cognitive ability on the evaluation of written accomplishments. 

Charles N. MacLane, U.S. Office of Personnel Management

Nicholas R. Martin, U.S. Office of Personnel Management

Benjamin E. Liberman, New York University

Bernard J. Nickels, U.S. Office of Personnel Management

Submitted by Charles N. MacLane, cnmaclan@opm.gov

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

Effects of speededness on MCAT examinee performance were examined to determine whether examinees taking the test at its current length would benefit from additional test administration time. Scale scores based on extended test administration time were significantly greater than the corresponding scores based on the standard operational test administration time. 

Scott H. Oppler, American Institutes for Research

Scott A. Davies, American Institutes for Research

Brian D. Lyons, University of TennesseeKnoxville

Lori Nathanson, American Institutes for Research

Wen-Hung Chen, American Institutes for Research

Submitted by Scott A. Davies, sdavies@air.org

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

Practical intelligence is a proposed alternative to cognitive ability tests used in selection. The nomological net of practical intelligence measures was meta-analytically examined. Although practical intelligence correlated moderately with job performance, it was strongly related to g and added negligible incremental validity in predicting job and academic performance.

Stephan Dilchert, University of Minnesota

Deniz S. Ones, University of Minnesota

Submitted by Deniz S. Ones, Deniz.S.Ones-1@tc.umn.edu

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

Monte Carlo evaluation of seven formulas for correction for range restriction, three for direct, and four for indirect restriction, shows slight undercorrection of correlations in most cases. Inaccuracy caused by sampling error poses a risk of overcorrection with low r and moderate selection ratios. With two exceptions all correction formulas perform well.

Robert A. Roe, University of Maastricht

Submitted by Robert A. Roe, r.roe@os.unimaas.nl

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

The structured interview has been credited with enhancing the traditional interview in terms of reliability, validity, and inhibition of biases. Participants rated disabled or nondisabled applicants in structured or unstructured videotaped interviews. Results supported that structured interviews reduced a leniency bias in favor of applicants with disabilities.

Ellyn G. Brecher, The College of New Jersey

Jennifer D. Bragger, Montclair State University

Eugene J. Kutcher, Virginia Tech

JulieAnn Miller, The College of New Jersey

Submitted by Ellyn G. Brecher, brecher@tcnj.edu

22-27 Developing a Promotion Algorithm for Navy Enlisted Advancement

The Navy is in the process of revolutionizing and revitalizing its training, development, and promotional systems. As part of this effort, this study used a policy-capturing methodology to develop a promotion algorithm that will be implemented for all Navy enlisted personnel.

Kenneth T. Bruskiewicz, Personnel Decisions Research Institutes

Jerry W. Hedge, Independent Consultant

Walter C. Borman, Personnel Decisions Research Institutes

Mark J. Bourne, Navy Personnel Command

Submitted by Jerry W. Hedge, jerwhedge@aol.com

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

Matched data from 247 graduating seniors, firms, and university records, over 6 months, demonstrated that interviewing self-efficacy predicted interview success. Results also demonstrated that interview outcomes influenced subsequent interviewing self-efficacy and that attributions (internal and controllable) for job search outcomes moderated the relationship between job search outcomes and subsequent efficacy.

Cheryl Tay, Nanyang Technological University

Linn Van Dyne, Michigan State University

Soon Ang, Nanyang Technological University

Submitted by Cheryl Tay, actay@ntu.edu.sg

22-29 PersonEnvironment Fit and its Effects on University Students 

This research investigated studentuniversity fit and its relationship with satisfaction and well-being. We assessed studentuniversity fit by developing 18 fit factors and measuring needs for and supplies of those factors. Data from 228 students suggest that studentuniversity fit is predictive of students satisfaction with their university and psychological well-being.

Brad Gilbreath, Indiana UniversityPurdue University Fort Wayne

Tae-Yeol Kim, University of North Carolina

Brooke Nichols, Indiana UniversityPurdue University Fort Wayne

Submitted by Tae-Yeol Kim, kimt@bschool.unc.edu

23. Community of Interests: Friday, 10:3011:20 River Exb Hall A (Level 1)

Community of Interests: Organizational Change/Change Management 

Participants can come and go as they like, and chat with others conducting similar projects.

24. Symposium: Friday, 11:301:20 Chicago VII (Level 4)

Problems and Possibilities with Biodata

Biographical data inventories (biodata) have historically been used in selection contexts to gather historical and personality-related information on job applicants. This symposium identifies critical issues in using biodata (e.g., providing warnings to respond honestly). Possibilities are explored for biodata to reduce adverse impact and predict a broader range of criteria.

Frederick L. Oswald, Michigan State University, Chair

Lauren J. Ramsay, Michigan State University, Co-Chair

Lauren J. Ramsay, Michigan State University, Neal W. Schmitt, Michigan State University, Frederick L. Oswald, Michigan State University, Brian H. Kim, Michigan State University, Michael A. Gillespie, Michigan State University, Score Inflation in Biodata Items: A College Admissions Quandary

Michael A. Gillespie, Michigan State University, Brian H. Kim, Michigan State University, Lauren J. Ramsay, Michigan State University, Alyssa Friede, Michigan State University, Neal W. Schmitt, Michigan State University, Frederick L. Oswald, Michigan State University, The Effect of Required Elaboration on Means and Validity of a Biographical Data Inventory

Michelle A. Dean, San Diego State University, Assessment of Biodata Item-Level Adverse Impact and Differential Prediction

Fred A. Mael, American Institutes for Research, Objective Biodata Informing Career and Developmental Choices

Richard J. Klimoski, George Mason University, Discussant

Submitted by Lauren J. Ramsay, ramsayl@msu.edu

25. Roundtable: Friday, 11:3012:20 Erie (Level 2)

Expert Witness Discussion Hour

This session is designed to allow SIOP members direct access to seasoned psychologists who serve as expert witnesses. Several concurrent roundtable discussions will allow participants to discuss topics such as proactive avoidance of legal challenges, working with judges and lawyers, working for plaintiffs and defendants, and career advice.

Mark J. Schmit, SHL USA, Inc, Host

Wayne F. Cascio, University of Colorado, Co-Host

Joel M. Lefkowitz, Baruch College, CUNY, Co-Host

Frank J. Landy, SHL, Co-Host

James C. Sharf, Employment Risk Advisors, Inc., Co-Host

Kevin R. Murphy, Pennsylvania State University, Co-Host

Lance W. Seberhagen, Seberhagen & Associates, Co-Host

Submitted by Mark J. Schmit, mschmit@shlgroup.com

26. Interactive Posters: Friday, 11:3012:20 Parlor A (Level 3)

Interactive Posters: Personnel Selection I

26-1 An Examination of Strategies to Increase Interviewer Accuracy 

This study examines how interviewer note taking and the number of dimensions rated influence the accuracy of interview ratings and the incidence of race bias in structured interviews. Ratings are more accurate and race bias is reduced when interviewers take detailed notes and provide ratings on only a few performance dimensions.

Lynn A. McFarland, George Mason University

Dalit Lev-Arey Margalit, George Mason University

Michael Ingerick, George Mason University

Crystal Michele Harold, George Mason University

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

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

Verbal analysis criteria were used in an experimental study to discriminate truthful from fabricated responses to an employment interview under low, moderate, or high structure conditions. Discriminant function analyses showed that VA criteria were useful in discriminating truth and fabrication for moderate structure but not for low and high groups.

Gregory A. Ruark, University of Oklahoma

Ethan P. Waples, University of Oklahoma

Matthew T. Allen, University of Oklahoma

Lyle E. Leritz, University of Oklahoma

Leslie Kay Allison, University of Oklahoma

Mary Shane Connelly, University of Oklahoma

Michael D. Mumford, University of Oklahoma

Submitted by Gregory A. Ruark, gruark@ou.edu

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

This study was conducted to assess the effectiveness of two verbal analysis approaches, CBCA and IDA, for detecting truthful and deceptive statements in an interview context. Results show CBCA is more effective for discriminating truth tellers and deceivers than IDA, but the criteria do not always work as expected.

Ethan P. Waples, University of Oklahoma

Lyle E. Leritz, University of Oklahoma

Gregory A. Ruark, University of Oklahoma

Matthew T. Allen, University of Oklahoma

Mary Shane Connelly, University of Oklahoma

Michael D. Mumford, University of Oklahoma

Submitted by Mary Shane Connelly, sconnelly@ou.edu

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

The current study hypothesized and found that the relationship between nonverbal and verbal behavior in the interview and speech performance is mediated by ones nonverbal and verbal behavior while performing that speech. Also, we found that nonverbal and verbal behavior only predicted performance for tasks that required communication.

Stefanie K. Halverson, Rice University

Robert L. Dipboye, Rice University

Maria B. Arboleda, Rice University

Submitted by Stefanie K. Halverson, skh@rice.edu

27. Poster Session: Friday, 11:3012:20 River Exb Hall A (Level 1)
Recruitment, Selection Practice

27-1 Personality Differences in Accepting Selection Procedure Decisions 

This study looked at the role of individual differences in predicting variations in applicant reactions. The personality characteristics of self-esteem and conformity orientation were expected to differentiate between the applicants who appealed versus those who did not appeal a rejection decision. Partial support was found for the role of conformity orientation.

Krisztina Juhasz, NYS Office of Court Administration

Mark A. Mishken, NYS Office of Court Administration

Submitted by Mark A. Mishken, mmishken@pace.edu

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

This paper proposes a framework that models the importance of considering trust dynamics in recruitment and examines the recruiting process from a relational perspective. Specifically, we identify the organizational and applicant characteristics that may influence applicants initial and continued trust in the organization throughout the recruitment process.

Chongwei Wang, The Ohio State University

Jill E. Ellingson, The Ohio State University

Submitted by Chongwei Wang, wang.619@osu.edu

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

This field study incorporates three related research streams in the areas of recruitment, applicant reactions, and organizational image to help explain job incumbents attitudes towards recruitment and selection activities. Qualitative interviews with 13 financial sales representatives provided some convergence with existing frameworks and provide new directions for future research. 

John Hausknecht, DePaul University

Submitted by John Hausknecht, jhauskne@depaul.edu

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

This study examines nonrandom responding in a job analysis survey. The results showed that 150 out of 349 incumbents (44%) returned completed surveys. Race, job performance, and employee grade were significantly related to survey return. The implications of these findings and directions for future research are discussed.

Thomas A. Stetz, National Imagery and Mapping Agency

Jeffrey M. Beaubien, American Institutes for Research

Michael J. Keeney, American Institutes for Research

Brian D. Lyons, University of TennesseeKnoxville

Submitted by Jeffrey M. Beaubien, jbeaubien@air.org

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

Whereas the majority of research on realistic job previews (RJPs) has focused on posthire outcomes, considerably less research has focused on the effects of RJPs on organizational attraction. The current study extended previous research by comparing the effects of RJPs on attraction among students and employed persons.

Natalie T. Bourgeois, Louisiana State University

Jerel E. Slaughter, University of Arizona

Submitted by Natalie T. Bourgeois, Natalie_Bourgeois@hotmail.com

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

This study tested the hypothesis that Personality-Based Job Analysis (PBJA) ratings are correlated with SME personality (through a self-serving bias). Some support was found for the hypothesis. However, PBJA ratings were somewhat predictive of the criterion-related validity of the Big Five personality dimensions.

Jeffrey M. Cucina, George Washington University

Nicholas L. Vasilopoulos, George Washington University

Kashi G. Sehgal, Georgia Institute of Technology

Submitted by Jeffrey M. Cucina, jcucina@gwu.edu

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

This study develops a framework to distinguish among the different recruiting sources 
that combines formalinformal source with degree of information richness. Results support the new framework and suggest that both dimensions, formalinformal and information richness, are critical to understanding the influence of recruiting on outcomes such as worker quality, turnover, and diversity.

Steffanie L. Wilk, University of Pennsylvania

Submitted by Steffanie L. Wilk, wilk@wharton.upenn.edu

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

A short, reliable, single-factor measure of work-to-home spillover called the Sphere Overlap Scale (SOS) was developed by selecting 10 items from a pool of 119 items rated by 623 employed students. The SOS possesses discriminant validity and is better at predicting psychological strain than existing measures of spillover.

Tina M. Burns, Florida International University

James Rotton, Florida International University

Submitted by Tina M. Burns, tmarie458@hotmail.com

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

This study evaluated the effects of interview structure on applicant reactions, which are an important concern to hiring organizations. Results indicated that interviewer prompting, ancillary information, and applicant question opportunity were most predictive of applicant reactions. Hypotheses concerning interviewer note taking and job relevancy of questions were not supported.

Eric M. Dunleavy, University of Houston

James E. Campion, University of Houston

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

27-10 Procedural Antecedents of Test Motivation and Test Performance

This study provides an examination of situational antecedents of applicants test motivation and their impact on test performance. Results revealed that procedural characteristics, namely selection information and face validity, enhance applicants test motivation. Furthermore, test motivation partially mediated the relationship between face validity and test performance.

Eva Derous, Erasmus UniversityRotterdam

Marise Born, Erasmus UniversityRotterdam

Karel De Witte, University of Leuven

Submitted by Eva Derous, derous@fsw.eur.nl

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

This study examined potential applicant reactions to career office personnel in the Belgian military. We found that the relationship between career consultant characteristics and intentions toward the organization was fully mediated by attitude toward the organization, and that intentions fully mediated the relationship between career consultant characteristics and application behavior. 

Bert Schreurs, University of Leuven

Eva Derous, Erasmus UniversityRotterdam

Karel De Witte, University of Leuven

Karin Proost, University of Leuven

Submitted by Eva Derous, derous@fsw.eur.nl

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

Using the NEO-PI, we examined the impact of negatively worded items on measurement invariance. Approximately 230 people responded to the original and four reworded versions of the NEO-PI. Confirmatory factor analysis evaluated five hypotheses pertaining to measurement invariance. Results show that negative wording affects several measurement properties of scales.

Nicole Anne Benn, Old Dominion University

Terry L. Dickinson, Old Dominion University

Submitted by Nicole Anne Benn, nbenn@odu.edu

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

This study examines negative affectivity and distress as predictors of job-search success. Job-search self-efficacy and job-search intensity are also examined as mediators of the negative affectjob-search success relation. Results suggested that NA was negatively related to interview and job-search success, and that job-search self-efficacy partially mediated this relationship.

Craig D. Crossley, Bowling Green State University

Jeffrey M. Stanton, Syracuse University

Mo Wang, Bowling Green State University

Submitted by Craig D. Crossley, craigdc@bgnet.bgsu.edu

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

Job analysis data were analyzed to determine if a polytomous IRT model would fit task and job dimension ratings from a sample of job incumbents. Results indicated partial fit for one dimension of tasks, and poor to marginal fit for the job dimension data. 

Kemp Ellington, North Carolina State University

Adam W. Meade, North Carolina State University

Erich C. Dierdorff, DePaul University

Mark A. Wilson, North Carolina State University

Submitted by Kemp Ellington, kemp_e@hotmail.com

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

Contextual differences between job incumbents and job applicants are examined for personality measures. Meta-analyses of correlations between personality constructs were conducted, and test-taking status was examined as a moderator of personality construct intercorrelations. Results of the meta-analyses suggest personality construct intercorrelations yield little evidence of moderation by sample type.

Kevin M. Bradley, Virginia Tech

Neil M. A. Hauenstein, Virginia Tech

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

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

Using meta-analytic techniques, the criterion-related validities of seven personality constructs were estimated and the potential moderating effect of sample type was investigated. Results indicate that the moderating effect of sample type on validity estimates is generally small and is supportive of the use of incumbent samples in personality-test validation research.

Kevin M. Bradley, Virginia Tech

Neil M. A. Hauenstein, Virginia Tech

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

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

Confirmatory factor analysis of holistic Occupational Information Network (O*NET) general work activity (GWA) ratings indicated poor discriminant validity and significant halo; comparisons with decomposed Common-Metric Questionnaire (CMQ) ratings revealed low convergence, low interrater agreement, and leniency in O*NET incumbents. These results question the O*NETs planned reliance on volunteer incumbent ratings.

Shanan Gibson, East Carolina University

Robert J. Harvey, Virginia Tech

Yvette Quintela, Virginia Tech

Submitted by Robert J. Harvey, rj@pstc.com

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

Organizations are using Internet recruitment at an increasing rate. This research used eye-tracking equipment to examine viewing patterns of 26 users seeking employment information on Web sites. Results suggest that site features attended to first, longest, and most often provide valuable information regarding the design and implementation of Internet recruitment.

David G. Allen, University of Memphis

Marian Elizabeth Lane, University of Memphis

Aykut H. Turan, University of Memphis

Mitzi G. Pitts, University of Memphis

Robert F. Otondo, University of Memphis

James R. Van Scotter, University of Memphis

Submitted by Marian Elizabeth Lane, mlane@memphis.edu

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

We investigated whether application decisions are affected by how deeply individuals process recruitment messages (i.e., elaboration likelihood, EL). As hypothesized, participants in lower (vs. higher) EL conditions chose more job ads containing cues unrelated to the job (e.g., graphics, bold print) and fewer ads containing higher quality arguments.

Jonas William Shultz, University of Calgary

David A. Jones, University of Calgary

Derek S. Chapman, University of Calgary

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

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

The present study examines both personality-based and organizationally derived characteristics to determine if jobs transport based on personality and/or value congruence. Results have clear implications for the practice of conducting criterion-related and transport validation studies.

Nicole R. Bourdeau, University of Tulsa

Jared D. Lock, Hogan Assessment Systems

Submitted by Nicole R. Bourdeau, nicole-bourdeau@utulsa.edu

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

Value importance was compared in different contexts, including community service, based on the prediction that different values are more relevant in certain organizations. Results indicated significant relationships between PO fit, intent to apply, and follow-up behavior, as well as interactions of value-based fit and organization type on intent to apply.

James M. Dickinson, Clemson University

Michael Horvath, Clemson University

Submitted by James M. Dickinson, jdickin@clemson.edu

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

A multimethod test battery was used to predict entry-level correctional officers training success and job performance. A cognitive ability test with an audio portion, a video SJT, and personality measure predicted training scores while a biodata instrument predicted performance. The battery maximized validity while minimizing adverse impact.

Thomas E. Mitchell, University of Baltimore

Steve Serra, Maryland State Department

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

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

Data from 591 online job seekers suggest that employment Web sites are perceived to 
maintain the privacy of personal information and are viewed as more trustworthy recruitment sources than Internet job boards. Data also suggests employment Web sites are perceived to be more instrumental for facilitating job search success.

Richard T. Cober, Booz Allen Hamilton

Douglas J. Brown, University of Waterloo

Submitted by Richard T. Cober, cober_rich@bah.com

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

This study tests hypotheses that the alternative validation strategies of meta-analytic validity generalization, transportability of validity, and synthetic validity produce results equivalent to criterion-related validation. Results support the hypotheses and suggest that alternative validation strategies can substitute for criterion-related validation when criterion-related strategies are not feasible.

Christina R. Van Landuyt, Hogan Assessment Systems

Brent D. Holland, Hogan Assessment Systems

Submitted by Christina R. Van Landuyt, chris@hoganassessments.com

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

We examined several indices of job analysis reliability (intrarater and interrater) and validity (distractor and veracity scores). Results of our study generally support the idea that incumbents with moderate levels of experience (job tenure in the 9- to 15-year range) provide the highest quality job analysis data.

Erich C. Dierdorff, DePaul University

Mark A. Wilson, North Carolina State University

Lycia A. Carter, North Carolina State University

Submitted by Erich C. Dierdorff, ec_dierdorff@msn.com

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

Production and turnover outcomes for financial services representatives are examined across Internet, impersonal, and personal recruiting sources. Personal sources yield the most positive outcomes. Internet recruits have lower retention rates than personal or impersonal sources. Different outcomes are observed for corporate Web page recruits versus recruits from other Internet sources.

Margaret A. McManus, LIMRA International

Tommie Mobbs, LIMRA International

Submitted by Margaret A. McManus, pmcmanus@limra.com

27-27 Construction of a Fairness Theory Counterfactuals Measure

Fairness Theory (Folger & Cropanzano, 1998; 2001) states that employees react to organizational agents based on Would, Should, and Could counterfactuals. A measure of these counterfactuals will facilitate empirical investigation of Fairness Theory. We report on the development and initial psychometric evaluation of such a measure.

Michael Horvath, Clemson University

Erica L. Mabry, Clemson University

Laurie Wasko, Clemson University

Submitted by Michael Horvath, mhorvat@clemson.edu

28. Community of Interests: Friday, 11:3012:20 River Exb Hall A (Level 1)

Community of Interests: Retirement 

Participants can come and go as they like, and chat with others conducting similar projects.

Program Table of Contents