Saturday AM
Coffee Break: Saturday, 7:308:00 Multiple Locations
93. Symposium: Saturday, 8:009:50 Chicago VI (Level 4)
Complementary Tests for Admissions to Academic Institutions: Beyond Cognitive Ability
The use of cognitive academic admissions tests (e.g., GMAT, MCAT, SAT, ACT, and LSAT) has become the focus of concern as institutions attempt to increase prediction of success as well as increase diversity in the schools and occupations. The challenges in identifying, developing, and validating complementary tests will be discussed.
Wayne J. Camara, College Board, Chair
Jennifer Hedlund, Central Connecticut State University, Robert J. Sternberg, Yale University,
Developing a Supplement to the GMAT in MBA Admissions
Ellen Julian, Association of Medical Colleges, Assessing the Personal Characteristics of Premedical Students
Patrick Kyllonen, ETS, Standardized Letter of Recommendation
Neal W. Schmitt, Michigan State University, Frederick L. Oswald, Michigan State University, Brian H. Kim, Michigan State University, Lauren J. Ramsay, Michigan State University, Michael A. Gillespie, Michigan State University,
Biodata and Situational Judgment: Complements to Standardized Tests in Academic Prediction
Sheldon Zedeck, University of CaliforniaBerkeley, Marjorie M. M. Shultz, University of CaliforniaBerkeley, Jamie H. Clark, University of CaliforniaBerkeley,
Effectiveness Factors for Lawyering Performance
Wayne J. Camara, College Board, Discussant
Submitted by Sheldon Zedeck, zedeck@socrates.berkeley.edu
94. Panel Discussion: Saturday, 8:009:50 Chicago VII (Level 4)
Technologys Role in the Evolution of Acceptable Test Validation Strategies
This panel discussion brings together representatives from companies currently creating and deploying new technology-driven validation models with representatives from companies utilizing online testing and assessment for the purpose of discussing the broad-based impact of technology on the science of validation and the acceptability of specific technology-related validation models.
Charles A. Handler, rocket-hire.com, Chair
James C. Beaty, ePredix, Panelist
David G. Bigby, Bigby, Havis & Associates, Panelist
Mitchell W. Gold, Sprint, Panelist
Steven T. Hunt, Independent Consultant, Panelist
David L. Mayfield, Georgia-Pacific, Panelist
Submitted by Charles A. Handler, chandler@rocket-hire.com
95. Symposium: Saturday, 8:009:50 Chicago X (Level 4)
New Perspectives on Cross-Cultural Issues in Organizations
New perspectives on cross-cultural issues in organizations are considered, including a cross-cultural model of role-taking in organizations, a model of cultural change in multicultural organizations, cultural differences in responses to stress, cultural determinants of preferences for rewards, and the influence of social identity on emotional responses in multicultural organizations.
Dianna L. Stone, University of Central Florida, Chair
Eugene F. Stone-Romero, University of Central Florida, Dianna L. Stone, University of Central Florida,
Role-Taking in Culturally Heterogeneous Organizations
Miriam Erez, Technion, The Dynamic Nature of Culture From a Multilevel Perspective
Rabi S. Bhagat, University of Memphis, Karen South Moustafa, University of Memphis,
Cultural Variations in Coping with Organizational Stress
Joseph J. Martocchio, University of Illinois at UrbanaChampaign, Compensation and Reward Systems in a Multicultural Context
Patricia Garcia-Prieto, University of Geneva, Susan Schneider, University of Geneva,
Interpreting Diversity Issues in Organizations: The Role of Social Identity
Harry C. Triandis, University of Illinois, Discussant
Submitted by Eugene F. Stone-Romero, roughrock@bellsouth.net
96. Symposium: Saturday, 8:009:50 Sheraton II (Level 4)
Understanding the Effectiveness of 360-Degreee Feedback Programs
Four presentations and a discussion offer research results and insights on the effectiveness of 360-degree feedback and how to improve the use of 360-degree programs in organizations. The panelists represent academics, practitioners, and an international perspective on 360-degree feedback.
Joan F. Brett, Arizona State UniversityWest, Chair
Leanne E. Atwater, Arizona State UniversityWest,
Co-Chair
James W. Smither, La Salle University, Manuel London, SUNYStony Brook, Richard R. Reilly, Stevens Institute of Technology,
A Meta-Analysis of Longitudinal Studies of Multisource Feedback
Leanne E. Atwater, Arizona State UniversityWest, Joan F. Brett, Arizona State UniversityWest,
360-Degree Feedback to Managers: Does It Result in Changes in Employee Attitudes?
Patrick R. Powaser, Oxy Inc., Marc C. Marchese, Kings College, Cultural Influences on 360-Degree Feedback
Alma McCarthy, National University of IrelandGalway, Thomas N. Garavan, University of Limerick,
Recipient Acceptability of Multisource Feedback: An Investigation of Rater, Ratee, and Contextual Variables
Allan H. Church, PepsiCo, Discussant
Submitted by Joan F. Brett, jbrett@asu.edu
97. Symposium: Saturday, 8:009:50 Sheraton III (Level 4)
Holding Multiple Roles and Using Family Policies: Benefits and Costs
The papers in this symposium examine nontraditional outcomes of the workfamily intersection. Specifically, the positive effects of engaging in multiple roles and the potential difficulties of using family-friendly policies are investigated. Strategies to maximize worklife balance and minimize family-friendly policy backlash are empirically tested.
Bryanne L. Cordeiro, Pennsylvania State University, Chair
Alicia A. Grandey, Pennsylvania State University, Co-Chair
Ellen E. Kossek, Michigan State University, Brenda A. Lautsch, Simon Fraser University, Susan C. Eaton, Harvard University, Kerrie L. Vanden Bosch, Michigan State University,
Managing WorkHome Boundaries,
Performance, and Well-Being: The Effects of Formal Access to Telework and Flexibility Enactment
Jeffrey H. Greenhaus, Drexel University, Tammy D. Allen, University of South Florida, Sharon Foley, Drexel University,
WorkFamily Balance: Exploration of a Concept
Rebecca H. Mulvaney, Caliber Associates/Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University,
Off-the-Job Training: A New Model of Nonwork-to-Work Facilitation
Candace B. Cronin, Caliber Associates/Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University,
Do You Think Your Family is My Responsibility? Evaluating the Fairness of a Family-Responsive Policy
Julie Holliday Wayne, Wake Forest University, Discussant
Submitted by Bryanne L. Cordeiro, blc194@psu.edu
98. Symposium: Saturday, 8:009:50 Sheraton V (Level 4)
Old Wine, New Bottles: Sexual Harassment and Womens Career Development
This symposium examines the impact of sexual harassment on womens career progress and development, including the buffering effects of a mentor; harassment by clients and customers; career impact of discrimination on professional women; and a longitudinal study of the ongoing effects of harassment on womens career development over time.
Louise F. Fitzgerald, University of Illinois at
UrbanaChampaign, Chair
Hilary J. Gettman, University of Maryland, Michele J. Gelfand, University of Maryland,
Bringing Sexual Harassment Research in Line with the Service Economy: A Measure and Model of Sexual Harassment by Clients
Patrick Wadlington, University of Illinois at UrbanaChampaign, Fritz Drasgow, University of Illinois at UrbanaChampaign, Louise F. Fitzgerald, University of Illinois at UrbanaChampaign,
An Examination of the Moderation Effects of Mentoring on the Relationship Between Sexual Harassment and its Resulting Negative Outcomes on Women Within the Military
Louise F. Fitzgerald, University of Illinois at Urbana-Champaign, Linda L. Collinsworth, University of Illinois at UrbanaChampaign, Carra S. Sims, University of Illinois at UrbanaChampaign, Alayne J. Ormerod, University of Illinois UrbanaChampaign,
White Collar Blues: The Causes and Consequences of Sex Discrimination Against Professional Women
Nancy E. Betz, The Ohio State University, Louise F. Fitzgerald, University of Illinois at UrbanaChampaign,
Dead Ends and Detours: The Long-Term Impact of Sexual Harassment and Discrimination on the Career Development of Professional Women
Jeanette N. Cleveland, Pennsylvania State University, Discussant
Kimberly T. Schneider, Illinois State University, Discussant
Submitted by Louise F. Fitzgerald, Lfitzger@s.psych.uiuc.edu
99. Symposium: Saturday, 8:009:50 Arkansas (Level 2)
Organizational Commitment: Construct Refinement and Expansion
Commitment research has been maturing beyond articulation of basic theoretical components and measurement development. These papers contribute to this further development by examining the underlying nature of commitment, its predictiveness, and relationships among constituent components.
Mindy E. Bergman, Texas A&M University, Chair
Pedro Ignacio Leiva, Texas A&M University, Katherine Marie Gaulke, Texas A&M University, Kristen M. Watrous, Texas A&M University, Ann H. Huffman, Texas A&M University, Stephanie C. Payne, Texas A&M University, Sheila Simsarian Webber, University of Southern Maine,
Personality Correlates of Commitment: An Investigation of Two Foci of Commitment
Kristen M. Watrous, Texas A&M University, Mindy E. Bergman, Texas A&M University,
Organizational Commitment: An Attempt at Construct Refinement
Arzu Wasti, Sabanci UniversityIstanbul, Commitment Profiles: The Combined Influence of Commitment Forms on Job Outcomes
Ian R. Gellatly, University of Alberta, John P. Meyer, University of Western Ontario, Andrew A Luchak, University of Alberta,
Organizational Commitment and Behavior: Its the Nature of the Commitment Profiles that Count!
John Bingham, Texas A&M University, Internally Bound: An Examination of Ideological Commitment and the Covenantal Relationship
Natalie J. Allen, University of Western Ontario, Discussant
Submitted by Mindy E. Bergman, meb@psyc.tamu.edu
100. Symposium: Saturday, 8:009:50 Colorado (Level 2)
Cross-Cultural Approaches to WorkFamily Conflict: A 10-Country Investigation
This symposium presents findings of a 10-country cross-cultural research project on workfamily conflict. Emic results are grouped in three cultural contexts: Anglo-Saxon/European (Spain, Ukraine, Australia), Asian (Taiwan, Indonesia, India), and Middle-Eastern (Turkey, Israel). Data include analysis of the cultural context, workfamily policies, and findings of the focus group discussions.
Zeynep Aycan, Koc University, Chair
Roya Ayman, Illinois Institute of Technology, Karen Korabik, University of Guelph, Donna S. Lero, University of Guelph,
Advancing Knowledge on WorkFamily Interface Through a Cross-Cultural Approach: A Multilevel and Multinational Project
Steven A.Y. Poelmans, IESE Business School, Leslie B. Hammer, Portland State University, Margarita V. Shafiro, Portland State University, Anne Bardoel, Monash University,
WorkFamily Conflict in Anglo-Saxon and European Cultural Context: The Cases of Spain, Ukraine, and Australia
Ting-Pang Huang, Soochow University, Artiawati Mawardi, University of Surabaya, Ujvala Rajadhyaksha, Indian Institute of Technology Bombay, Tripti Pande Desai, Institute for Intergrated Learning in Management,
WorkFamily Conflict in Asian Cultural Context: The Cases of Taiwan, Indonesia, and India
Zeynep Aycan, Koc University, Anat Drach-Zahavy, University of Haifa, Anit Somech, University of Haifa,
WorkFamily Conflict in Middle-Eastern Cultural Context: The Cases of Turkey and Israel
Submitted by Zeynep Aycan, zaycan@ku.edu.tr
101. Practitioner Forum: Saturday, 8:009:50 Missouri (Level 2)
Leaders in a Global Economy: Challenges and Benefits for Executives
Leaders in a Global Economy is a study of executives that covered leadership, development, rewards, connections, work-life, and retention. A total of 10 major global companies participated in the study. The principal researcher will describe the study and representatives from four companies will discuss how the study was applied in their organizations.
Michele L. Ehler, Dow Chemical Company, Chair
Sara P. Weiner, IBM, Maria Ferris, IBM, IBM and the Leaders in a Global Economy Study
Ginnie Hough, Dow Chemical Company, Jennifer H. Frame, Dow Chemical Company, Global Benchmarking: Comparing Senior Leaders Views on Diversity, Inclusion, and WorkLife
Alan L. Colquitt, Eli Lilly & Company, Candi Lange, Eli Lilly & Company,
Gender Diversity at Eli Lilly and Company: Follow-Up on the Leaders in a Global Economy Study
Kelly ONeil, JP Morgan Chase, Katherine Anne McAllister, JP Morgan Chase, A Call to Action: Improving WorkLife Integration and Advancing the Womens Agenda at JP Morgan Chase
Ellen Galinsky, Families and Work Institute, Discussant
Submitted by Michele L. Ehler, Mehler@dow.com
102. Roundtable: Saturday, 8:008:50 Erie (Level 2)
Studying Counterproductive Workplace Behavior: Overcoming Challenges and Offering Future Directions
The scientific study of counterproductive workplace behavior has become an increasingly prominent issue among academicians and practitioners alike. This session will allow audience members to openly discuss the challenges associated with conducting research on this topic, address recent developments, and share ideas as a point of departure for future inquiry.
Melissa L. Gruys, Washington State UniversityVancouver, Host
Susan M. Burroughs, Washington State UniversityVancouver, Co-Host
Submitted by Melissa L. Gruys, gruys@vancouver.wsu.edu
103. Panel Discussion: Saturday, 8:009:50 Ontario (Level 2)
HR MetricsContinuing the Journey
I-O psychologists are increasingly participating in the creation and evaluation of HR measures in organizations. The aim of this panel is to continue the healthy and meaningful dialogue between academics and practitioners (started at SIOP 2003) to assess the state of the art in HR metrics and share best practices
Wayne F. Cascio, University of Colorado, Chair
Venkat Bendapudi, The Ohio State University, Panelist
Scott M. Brooks, Gantz Wiley Research, Panelist
Laura A. Gniatczyk, ArvinMeritor, Inc., Panelist
Michele E.A. Jayne, Ford Motor Company, Panelist
Nathan T. Sloan, HumanR, Inc., Panelist
Mahesh V. Subramony, University of WisconsinOshkosh, Panelist
Submitted by Mahesh V. Subramony, subramon@uwosh.edu
104. Conversation Hour: Saturday, 8:008:50 Mayfair (Level 3)
Ethical Dilemmas in Organizational Psychology:
Discussion of Circumstances, Impact, Outcomes
This conversation hour provides opportunities to discuss real-life ethical dilemmas in the practice of I-O psychology: what is salient and the reasons they occur. This session will examine case studies submitted by psychologists working in three work contexts: internal/organization, independent practitioners, and consultants in consulting firms.
Welyne M. Thomas, Personnel Decisions International, Host
Joy E. McCarthy, McCarthy Consulting, Co-Host
Jaci Jarrett Masztal, Burke, Inc., Co-Host
Submitted by Welyne M. Thomas, Welyne.Thomas@personneldecisions.com
105. Interactive Posters: Saturday, 8:008:50 Parlor A (Level 3)
Interactive Posters: Job Attitudes
105-1 Situational and Dispositional Factors in Job and Life Satisfaction
Both situational (job characteristics, role stressors, treatment by supervisors and coworkers) and dispositional variables (positive affectivity, negative affectivity and core self-evaluations) were related to job and life satisfaction in 364 university employees. Hypothesized predictors explained 48% and 32% of the variance in job and life satisfaction, respectively.
Nathan A. Bowling, Central Michigan University
Connie P. Watson, Delta College
Terry A. Beehr, Central Michigan University
Submitted by Nathan A. Bowling,
nathan.a.bowling@cmich.edu
105-2 Core Self-Evaluations in Japan: Effects on Job and Life Satisfaction
This study tested the relative validity of four dispositional measures in predicting job and life satisfaction. In a professional Japanese sample, the core self-evaluations concept displayed, in general, higher correlations with satisfaction than each of the concepts lower-order traits, and explained incremental variance beyond PA, NA, and the NOSQ.
Ronald F. Piccolo, University of Florida
Timothy A. Judge, University of Florida
Submitted by Ronald F. Piccolo, rpiccolo@ufl.edu
105-3 Measurement Equivalence of the JDI Across Chinese and American Workers
Despite increased usage of job attitude surveys within global organizations, few studies have addressed the issue of measurement equivalence across western and eastern cultures. Therefore, we examined the functioning of the Job Descriptive Index across Chinese and American workers. CFA and IRT techniques confirmed the appropriateness of JDI score comparisons.
Steven S. Russell, Bowling Green State University
Mo Wang, Bowling Green State University
Submitted by Steven S. Russell, sruss@bgnet.bgsu.edu
105-4 Development of the Coworker Satisfaction Index Using CTT and IRT
Measures of colleague satisfaction in the workplace often do not capture the intricacies of coworker relationships. In this study, the importance of coworker interactions and the limitations of existing measures were examined. The Coworker Satisfaction Index was developed using a combination of Classical Test Theory and Item Response Theory frameworks.
Michael A. Lodato, Bowling Green State University
Erin Thornbury, Bowling Green State University
Submitted by Michael A. Lodato, mlodato@bgnet.bgsu.edu
106. Poster Session: Saturday, 8:008:50 River Exb Hall A (Level 1)
Statistics, Research Methods, Technology
106-1 Ensemble Estimation: A New Method for Assessing Validity Transport
The current study compares three methods for assessing the viability of validity transport: SchmidtHunter, HedgesVevea, and Louiss Ensemble methods. Results of the study suggest the Ensemble method is a comparable nonparametric alternative to the SchmidtHunter method. Both the Ensemble and Schmidt-Hunter methods worked better than the HedgesVevea method.
Jennifer L. Kisamore, University of Oklahoma
Michael T. Brannick, University of South Florida
Submitted by Jennifer L. Kisamore, jkisamore@ou.edu
106-2 Robustness of rwg and ADM Interrater Agreement Indices
The statistical performance of two interrater agreement indices used to rate single targets was compared. ADM was more robust under conditions of skew and variance, while rwg was more robust under conditions of platykurtosis. The implications of these findings with respect to judges ratings of a single target are discussed.
Kristin Smith-Crowe, Tulane University
Michael J. Burke, Tulane University
William P. Dunlap, Tulane University
Submitted by Kristin Smith-Crowe, ksmith5@tulane.edu
106-3 E-Recruitment and the Benefits of Organizational Web Appeal
Reactions to online job advertisements were examined. Although both the formatting and user-friendliness of online recruitment materials influenced participants inclinations to pursue associated jobs, formatting was more important than user-friendliness. Impressions of the employer mediated the relationship between satisfaction with the Web site and inclinations to pursue employment with the organization.
Lori Foster Thompson, East Carolina University
Phillip W. Braddy, North Carolina State University
Karl Wuensch, East Carolina University
Submitted by Lori Foster Thompson, FosterL@mail.ecu.edu
106-4 Exploratory Factor Analysis: Avoiding Four Common Mistakes
Exploratory factor analysis (EFA) is a complex, multistep process. Applied researchers often use the computer software defaults rather than making informed choices from the available options. This paper provides practical information on making decisions regarding (a) extraction, (b) rotation, (c) the number of factors to interpret, and (d) sample size.
Blandy Costello, North Carolina State University
Jason W. Osborne, North Carolina State University
Submitted by Blandy Costello, blandy_costello@ncsu.edu
106-5 Benchmarking rwg Interrater Agreement Indices:
Lets Drop the .70 Rule-Of-Thumb
Variance-based interrater agreement indices in the rwg
family are often interpreted using rules of thumb derived for reliabilities (e.g.,
≥ .70 = acceptable). Monte Carlo results suggest that far more stringent standards are needed, especially for maximum-variance
rwg, as values > .70 can routinely be obtained from totally random ratings.
Robert J. Harvey, Virginia Tech
Eran Hollander, Virginia Tech
Submitted by Robert J. Harvey, rj@pstc.com
106-6 Time-Independent Repeated Measures Data: Examples of Alternative Models
Most discussions of multilevel (hierarchical) models for the analysis of repeated measures data emphasize time-dependent models. This paper outlines several examples in which time is not the most relevant predictor, even when it appears otherwise. Our goal is to broaden the conceptual framework of data analysts who use multilevel models.
Aaron S. Wallen, New York University
David Rindskopf, City University of New YorkGraduate
Center
Submitted by Aaron S. Wallen, asw218@nyu.edu
106-7 Effects of Electronic Monitoring Type on Organizational Justice and Privacy
This study investigated the effect of different types of electronic performance monitoring and control systems (EPMCSs) on perceptions of procedural justice, interpersonal justice, and privacy. Results from 246 college students indicated significant differences in perceptions of fairness and privacy depending on EPMCS type.
Laurel A. McNall, University at Albany, SUNY
Sylvia G. Roch, University at Albany, SUNY
Submitted by Laurel A. McNall, lm5865@albany.edu
106-8 Problems with Statistical Control in Management Research: Analysis and Recommendations
I examine statistical control in a sample of 60 articles published during 20002002. Authors basis for including control variables, clarity regarding methods, and reporting of results were coded. Potential problems included lack of explanations for inclusion, unclear descriptions of methods, and incomplete reporting. Recommendations for addressing these problems are offered.
Thomas E. Becker, University of Delaware
Submitted by Thomas E. Becker, beckert@lerner.udel.edu
106-9 How Should We Meta-Analyze Reliability Coefficients?
We compared three methods of meta-analysis for reliability data: Vacha-Haase, Hunter, and Schmidt (1990), and Lipsey and Wilson (2001). Results suggested that a hybrid procedure works best; Hunter and Schmidt should be used to estimate the mean and random-effects variance component but weighted regression should be used for modeling moderators.
Corinne D. Mason, CPS
Submitted by Corinne D. Mason, Corinne_222@hotmail.com
106-10 Initial Monte Carlo Findings on Maximum Likelihood Meta-Analysis
This study examined Raju and Drasgows (2003) recently derived maximum likelihood estimation procedures for validity generalization research. Initial results based on simulated data indicated that these techniques produced some inaccuracies, although further investigation is needed to confirm these findings.
Patrick D. Converse, Michigan State University
Frederick L. Oswald, Michigan State University
Submitted by Patrick D. Converse, convers8@msu.edu
106-11 Examination of Agreement Among Consensus- Versus Mechanically Derived Assessment Center Ratings
Standardized methods for aggregating assessment center dimension ratings remain a source of debate. This paper questions assertions that the mechanical integration of assessment center dimension ratings is a viable alternative to traditional consensus discussions. Results based on intraclass correlation coefficients suggest that mechanically derived ratings lack necessary agreement with consensus-derived ratings.
Michelle Bush, University of Tennessee
Maria R. Louis-Slaby, University of Tennessee
Robert T. Ladd, University of Tennessee
Submitted by Michelle Bush, mlaird@utk.edu
106-12 The Positives and Negatives of Negatively Worded Items in Scales
This study looked at two well-defined scales to determine if negative wording influenced factor structures and internal consistency for people with different reading ability (ACT reading subscores), high and low Need for Cognition, and different decision-making styles. Factor structures did vary across groups when items were phrased negatively.
Craig V. King, POPULUS
Richard J. Fogg, Kansas State University
Ronald G. Downey, Kansas State University
Submitted by Craig V. King, CVKing@populus.com
106-13 Impact of State Negative Affect on Self-Reported Trait Negative Affect
Results of two studies using different research designs indicated that individuals who were induced into state negative affect reported higher levels of fear, hostility, sadness, and guilt on a frequently used self-report measure of trait affect. Implications for the results are discussed as they relate to organizational research.
Angela K. Pratt, Wayne State University
Nicholas Cannon, Wayne State University
Anthony O. June, Wayne State University
James M. LeBreton, Wayne State University
Submitted by Angela K. Pratt, apratt@sun.science.wayne.edu
106-14 Scoring Situational Judgment Tests Using Examinee Responses Without Criterion Data
Data are summarized demonstrating substantial convergence between situational judgment tests scored using expert- and examinee-based scoring standards computed without reference to criterion data for which substantial expert and examinee data are available. The convergence indicates that examinee response distributions may be used to score situational judgment tests.
Pete Legree, U.S. Army Research Institute
Joseph Psotka, U.S. Army Research Institute
Submitted by Tonia S. Heffner, heffnert@ari.army.mil
106-15 Assessing Interrater Agreement When the Number of Raters is Small
The present paper examined the consequences of estimating interrater agreement with
rwg, utilizing a small number of raters. Three issues were pointed out and discussed: dependency of
rwg on n; ambiguity regarding zero-agreement; the discreteness of
rwg. Implications of low-n agreement were pointed out and recommendations regarding practice were made.
Leifur Geir Hafsteinsson, Virginia Tech
Neil M. A. Hauenstein, Virginia Tech
Submitted by Leifur Geir Hafsteinsson, lgh@vt.edu
106-16 Estimates of Error Variance Attributable to Various Components of Unreliability
Different types of reliability estimates (testretest, alternate form, internal consistency) account for different sources of error variance. By obtaining a sample of different types of reliability estimates for the same tests we provide estimates of the amount of error variance different sources of error account for.
Corey E. Miller, Wright State University
Carl L. Thornton, Wright State University
Submitted by Corey E. Miller, corey.miller@wright.edu
106-17 Extending an Approach to Developing Parallel Test Forms
We developed parallel forms of a situational judgment inventory predicting college performance. After generating 10,000 tests by randomly selecting items from within 12 content domains, we extend the Gibson and Weiner (1998) approach by selecting parallel tests using their criterion-related validity with GPA, in addition to their classical test statistics.
Alyssa Friede, Michigan State University
Frederick L. Oswald, Michigan State University
Neal W. Schmitt, Michigan State University
Brian H. Kim, Michigan State University
Lauren J. Ramsay, Michigan State University
Submitted by Alyssa Friede, friedeal@msu.edu
106-18 Differential Item Functioning and Item Information
This research established a link between differential item functioning (DIF) and item information in item response theory. A method of measuring DIF in terms of item information was proposed. Several examples were presented. The proposed index was highly related to other measures of DIF. Implications for research were discussed.
Damon U. Bryant, University of Central Florida
David Williamson, Educational Testing Service
William Wooten, University of Central Florida
Dahlia S. Forde, University of Central Florida
Submitted by Damon U. Bryant, dbryant@pegasus.cc.ucf.edu
106-19 Item Information for the Multidimensional 3-Parameter Logistic Model
The item information function in a specified direction for the multidimensional 3-parameter logistic (M3-PL) model was derived. The M3-PL item information function was shown as a general case of item information for several unidimensional and multidimensional models. A sufficient condition for maximizing information was given. Research implications were discussed.
Damon U. Bryant, University of Central Florida
Submitted by Damon U. Bryant, dbryant@pegasus.cc.ucf.edu
106-20 Development of the Learner Characteristics Scale
A scale was developed to assess characteristics of engagement, involvement, and self-regulated learning, which are related yet distinct areas of research that address how learners acquire knowledge. Undergraduates performed a card-sorting task or responded to the scale. Consistent results support the proposed characteristics, which correlated with academic performance measures.
Nancy J. Stone, Creighton University
Submitted by Nancy J. Stone, nstone@creighton.edu
106-21 New Methodologies and Insight into I-O Psychology Program Ranking
Over the past 2 decades, there has been an interest in ranking I-O psychology doctoral programs. This study expands upon the previous research and presents an alternative method for ranking such programs.
Brian L. Parry, Brigham Young University
Sean D. Otto, Brigham Young University
Bruce L. Brown, Brigham Young University
Submitted by Bruce L. Brown, bruce_brown@byu.edu
106-22 Conflict and Cooperation: Occupational Subculture of IT Employees
IT supports the effective functioning of most organizations. Individuals supporting these technologies have become critically important. In the present study, we interviewed these and other employees to explore their work, intragroup communication, and intergroup communication. Analysis using Trices (1993) framework suggested that cultural conflict contributed to dysfunction within the organizations.
Cavinda Caldera, Syracuse University
Indira Guzman, Syracuse University
Kathryn R. Stam, Syracuse University
Vibha Vijayasri, Syracuse University
Isabelle Yamodo, Syracuse University
Jeffrey M. Stanton, Syracuse University
Submitted by Jeffrey M. Stanton, jmstanto@syr.edu
107. Community of Interests: Saturday, 8:008:50 River Exb Hall A (Level 1)
Community of Interests: Team Performance
Participants can come and go as they like, and chat with others conducting similar projects.
108. Symposium: Saturday, 8:309:50 Sheraton I (Level 4)
Women in the Executive Suite:
Barriers to Equal Workplace Advancement
Barriers to the advancement of women to the most senior ranks of corporations are explored in studies drawing on both experimental and survey research methodologies. Findings indicate that the key barriers include female executives management styles, perceived lack of empowerment, and inadequate expertise in senior line management.
Jason P. DePasquale, CNA Corporation, Chair
Mary Johannesen-Schmidt, Oakton Community College,
Marloes van Engen, Tilburg University, Claartje Vinkenberg, Vrije Universtiteit,
Transformational Versus Transactional Leadership as a Route to Career Advancement: Doing the Right Thing Varies for Male and Female Leaders
Kim T. Morris, International Survey Research, Patrick Kulesa, International Survey Research, Katherine M. Simonds, International Survey Research, Rebecca C. Masson, International Survey Research,
Gender Gaps in the Opinions of Senior Leaders
Brian Welle, Catalyst, Whats Holding Women Back? Barriers to Womens
Advancement as Perceived by Top Executives
Alice H. Eagly, Northwestern University, Discussant
Submitted by Jason P. DePasquale, jason_depasquale@msn.com
109. Symposium: Saturday, 8:309:50 Sheraton IV (Level 4)
Positive I-O Psychology: A Discussion of Approaches and Directions
The purpose of this session is twofold: (a) to present the current work of individuals doing research in positive I-O psychology, examining work utilizing a variety of approaches, and (b) to create a discussion among the participants and the audience about the future directions of positive psychology in the industrial-organizational field.
Megan Gerhardt, Miami University, Chair
Timothy A. Judge, University of Florida, Joyce E. Bono, University of Minnesota, Amir Erez, University of Florida, Edwin A. Locke, University of Maryland,
Core Self-Evaluations and Job Satisfaction: The Role of Self-Concordance
Suzanne J. Peterson, Miami University, Fred Luthans, University of Nebraska, Positive Psychological Capital States as Predictors of Executive Performance and Attitudes
Daniel Heller, University of Waterloo, David Watson, University of Iowa, Remus Ilies, Michigan State University,
The Role of Person Versus Situation in Life Satisfaction: A Critical Examination
Brent Scott, University of Florida, Remus Ilies, Michigan State University, Timothy A. Judge, University of Florida,
The Influence of Personal Traits and Experienced States on Satisfaction with Job, Marriage, and Life
Bruce J. Avolio, University of Nebraska, Discussant
Submitted by Megan Gerhardt, gerharmm@muohio.edu
110. Master Tutorial: Saturday, 8:309:50 Ohio (Level 2)
One CE Credit Available for Attending!
Register at the Session
Employees With Disabilities: Employer Misconceptions Versus Data and Practices
More than a decade after the Americans with Disabilities Act passed, most people with disabilities are still unable to find adequate employment. This tutorial will present accurate data and practical examples to counter employers misconceptions and suggest ways to change inaccurate perceptions and attitudes of managers, coworkers, and business leaders.
Nathan D. Ainspan, U.S. Department of LaborODEP,
Presenter
Peter Blanck, Law, Health Policy and Disability Center, Presenter
Joyce A. Bender, Bender Consulting Services, Inc., Presenter
Kris Libertucci, UnumProvident, Presenter
Molly Ray, BankNorth, Presenter
Submitted by Nathan D. Ainspan, Nathan@Ainspan.com
111. Practitioner Forum: Saturday, 8:309:50 Mississippi (Level 2)
Reducing Absenteeism in a Represented Environment
This forum will address some of the challenges of organizational diagnosis and change in a represented environment. We will discuss I-O based techniques used to impact absenteeism in two unionized settings. All of the implemented techniques were within the scope of bargained-for policies and contracts.
Dru D. Fearing, Nucleus Solutions, Chair
Kelly J. Strom, Nucleus Solutions, Deborah Ladd, Nucleus Solutions, Chera L. Haworth, Nucleus Solutions, Annemarie C. Johnson, Work Strategy LLC,
Reducing Absenteeism in a Represented Environment
Submitted by Deborah Ladd, ladd@nucleusweb.com
112. Panel Discussion: Saturday, 8:309:50 Huron (Level 2)
Applying I-O Psychology in Higher Education Administration: Opportunities and Challenges
Panelists will discuss higher education administration as a forum for the practice of I-O psychology. Using question-and-answer format, the session will show how an I-O background prepares one for this work and address necessary or desirable skill sets and information that are not part of standard I-O training.
Rosemary Hays-Thomas, University of West Florida, Co-Chair
William D. Siegfried, University of North
CarolinaCharlotte, Co-Chair
John M. Cornwell, Loyola UniversityNew Orleans, Panelist
Irwin L. Goldstein, University System of Maryland, Panelist
Milton Hakel, Bowling Green State University, Panelist
Laura L. Koppes, Eastern Kentucky University, Panelist
Submitted by Rosemary Hays-Thomas, rlowe@uwf.edu
113. Roundtable: Saturday, 9:009:50 Erie (Level 2)
Maximizing Diversity in Talent Management:
The I-O Practitioners Perspective
Many organizations are striving to increase the diversity in their top ranks; however, when reviewing key leadership in many organizations, diverse talent remains sparse. In this roundtable, representatives from Dell and Wachovia will present their challenges and successes in building a stronger pipeline of diverse talent through talent management.
Lucy Wenzel Dahl, Dell Computer Corporation, Host
Kim M. Stepanski, Pfizer, Inc, Co-Host
Rhonda K. Kidwell McGown, Wachovia, Co-Host
Submitted by Lucy Wenzel Dahl, lucy_dahl@dell.com
114. Practitioner Forum: Saturday, 9:009:50 Mayfair (Level 3)
Its a Dirty Job: Staffing and Retaining for Undesirable Jobs
The organizations featured in this forum have trouble filling difficult jobs, hiring qualified people, and retaining employees. The jobs might entail unpleasant work conditions, harsh work hours, heavy travel, or lack of social contact. This forum examines strategies used by three organizations to select and retain talent in difficult positions.
Gloria M. Pereira, University of HoustonClear Lake, Chair
Elizabeth M. Haley, University of NebraskaOmaha, Gloria M. Pereira, University of HoustonClear Lake,
Working at the Railroad: Hiring for Train Service Positions at Union Pacific Railroad
Pete Hudson, Waste Management, Derrick Hamilton, Waste Management, Hauling Trash to a Dump: Hiring and Retaining Drivers at Waste Management
Lauren Manning Salomon, MD Anderson Cancer Center, Making Cancer History: Recruiting and Retaining Clinical Coding Specialists
Submitted by Gloria M. Pereira, pereira@cl.uh.edu
115. Interactive Posters: Saturday, 9:009:50 Parlor A (Level 3)
Interactive Posters: Statistics, Research Methods, Technology
115-1 (Practically In) Significant: The Difference Between Internet and Paper Feedback Ratings
One prominent process improvement to feedback ratings is allowing them via computer (e.g., Internet). However, similarity between Internet and paper rating mediums remains unclear. Ratings were analyzed to assess comparability between Internet and paper-based response mediums. Although Internet ratings were higher, the size of those differences was practically insignificant.
Carey L. Peters, Tennessee Valley Authority
Stephen Gaby, University of Tennessee
Submitted by Carey L. Peters, clpeters@tva.gov
115-2 Technology and Applicant Screening:
Do IVR and Paper-and-Pencil Formats Differ?
With the increased use of technology in screening contexts, organizations may administer the same prescreen content via different formats. Does format change the construct being measured and/or the applicants entering the next step of the selection process? The current study addresses these questions in regards to IVR/telephone and paper-and-pencil formats.
Jennifer M. Hurd, Aon Consulting
Joshua M. Sacco, Aon Consulting
Submitted by Jennifer M. Hurd, jennifer_m_hurd@aoncons.com
115-3 The Impact of Data Collection Methodology on Popular Data-Reporting Indices
Using a within-subjects design, this study examined the impact of survey administration method (paper-and-pencil vs. Internet) on two popular methods of reporting organizational data (means analysis and percent-favorable/unfavorable responses). Data from 117 participants demonstrated factorial invariance and no significant mean differences. However, percent-favorable responses differed by administration method.
Brian G. Whitaker, University of Akron
Submitted by Brian G. Whitaker, bgw111@yahoo.com
115-4 Are Online and Paper-and-Pencil Personality Tests Truly Comparable?
Confirmatory factor analysis was used to test for measurement invariance between nineteen commercially available online and paper-and-pencil personality scales. Furthermore, respondents were either randomly assigned or allowed to choose their response format. Results indicated that while conscientiousness tended to be invariant across conditions, many other scales were not.
Adam W. Meade, North Carolina State University
Lawrence Michels, University of Georgia
Gary J. Lautenschlager, University of Georgia
Submitted by Adam W. Meade, adam_meade@ncsu.edu
116. Poster Session: Saturday, 9:009:50 River Exb Hall A (Level 1)
Motivation, Decision Making
116-1 Domain Specificitys Effect on the Validity of Goal Orientation Measures
Existing measures of goal orientation (GO) assess a general or a domain-specific construct, although the impact of this distinction is unknown. The present study used a sample of 584 undergraduates to show that the domain specificity of the GO measure influenced the extent to which it correlated with other constructs.
Michael Horvath, Clemson University
Christine Scheu, Michigan State University
Richard P. DeShon, Michigan State University
Submitted by Michael Horvath, mhorvat@clemson.edu
116-2 Goal Orientation and Feedback Sign as Predictors of Self-Efficacy Changes
Goal orientation was examined as a moderator of the effects of feedback on self-efficacy changes. Self-efficacy was assessed throughout learning, and the extent to which feedback and goal orientation predicted these changes was examined. Self-efficacy changes were less influenced by feedback sign when individuals were high in learning orientation.
Erin M. Richard, Louisiana State University
James M. Diefendorff, Louisiana State University
Submitted by Erin M. Richard, erinrichard@hotmail.com
116-3 Scenario Use in Managerial Explanation Tasks
Attempts to reduce overconfidence in explanation tasks often encourage individuals to sequentially consider alternatives to an initial explanation. However, individuals may underweight alternatives. Scenario planning encourages the simultaneous generation of multiple initial explanations. We adapt this logic from planning tasks to explanation tasks and present results from a laboratory study.
Robert C. Litchfield, Washington & Jefferson College
Jinyan Fan, The Ohio State University
Submitted by Robert C. Litchfield, rlitchfield@washjeff.edu
116-4 Performance Feedback Interacts With Motivational Orientations in Predicting Intrinsic Motivation
The results of this longitudinal field study support hypothesized interactive effects of performance feedback and select motivational orientations in predicting intrinsic motivation. For individuals who performed poorly, strong learning and achievement orientations sustained intrinsic motivation, whereas a strong orientation toward avoiding poor performance diminished intrinsic motivation. Implications are discussed.
Lucinda Lawson, Lehigh University
Robert R. Hirschfeld, University of Georgia
Submitted by Robert R. Hirschfeld, rhirschf@uga.edu
116-5 Overcoming Cognitive Load in the Interview:
The Effect of Introversion/Extraversion
Introverted and extraverted participants were randomly assigned to interview (high cognitive load-HCL) or observe (low cognitive load-LCL) a job-candidate interview. Consistent with predictions, extraverted observers (LCL) adjusted their impressions of the job candidate most. Impression differences occurred even though participants demonstrated similar recall for job candidate information.
Lynn K. Bartels, Southern Illinois UniversityEdwardsville
Cynthia R. Nordstrom, Southern Illinois
UniversityEdwardsville
Submitted by Cynthia R. Nordstrom, cnordst@siue.edu
116-6 PersonalityMotivational Pathways to Performance: PersonMotivational Underpinnings of Showing Up
This study examined personalitymotivational influences on class attendance and the role of attendance in training performance. As expected, attendance contributed significantly to the prediction of performance, beyond that of cognitive abilities. Results support the personalitymotivation pathways of influence on attendance and show that Conscientiousness and avoidance motivation significantly influenced attendance.
Steven D. Caldwell, Georgia Institute of Technology
Ruth Kanfer, Georgia Institute of Technology
Manuel Voelkle, University of Mannheim
Submitted by Steven D. Caldwell, steven.caldwell@mgt.gatech.edu
116-7 High Skill and Challenge at Work: Optimal Experience for Whom?
Applying Csikszentmihalyis (1990) flow theory to the workplace, two studies demonstrated that among achievement-oriented employees only, the combination of high skill and challenge produced greater positive mood, task interest, and performance than other skill-challenge combinations. Additionally, positive mood mediated the interactive relationship of skill/challenge and need for achievement with performance.
Jason R. Jones, University of Delaware
Robert Eisenberger, University of Delaware
Florence Stinglhamber, Maastricht University
Linda R. Shanock, University at AlbanySUNY
Amanda A. Tenglund, Towers Perrin
Submitted by Jason R. Jones, jrjones@udel.edu
116-8 The Affective-Cognitive Process and Situational Influences Underlying Interpersonal Facilitation
We found that perceived organizational support moderated the relationships between interpersonal facilitation and two dimensions of the Big Five model of personalityEmotional Stability and Conscientiousness; the relationships were stronger among workers reporting low support. More importantly, the Conscientiousness
x support interaction mediated the Emotional Stability x support interaction.
Lawrence A. Witt, University of New Orleans
Michael K. Mount, University of Iowa
Submitted by Lawrence A. Witt, lwitt@uno.edu
116-9 Motivational Spillover in a Dual-Task Setting
The present study examined how motivational processes spill over across task boundaries in a dual-task setting. The results indicated that failure on a given task impacted self-efficacy and self-set performance goals for a subsequent task, and that this effect was partially mediated by positive and negative affect.
Yvette Quintela, Virginia Tech
John J. Donovan, Virginia Tech
Submitted by Yvette Quintela, yquintel@vt.edu
116-10 Are Emotional Display Rules Perceived as Formal Job Requirements?
This study explores the extent to which employees and their supervisors categorize emotional display rules as required behaviors (termed display rule breadth). Results show relatively low agreement between employees and supervisors on display rule role definitions. Predictors of display rule breadth include interpersonal interaction requirements of jobs and job attitudes.
James M. Diefendorff, Louisiana State University
Erin M. Richard, Louisiana State University
Meredith H. Croyle, Louisiana State University
Submitted by James M. Diefendorff, jdiefen@lsu.edu
116-11 An Examination of Moderators of the Hesitation and Performance Relationship
Job attitudes and job characteristics were examined as moderators of the relationship between the action-state orientation dimension of hesitation and supervisor ratings of performance in two samples. Routineness, job satisfaction, and job involvement were significant moderators of the relationship between hesitation and self-management performance.
James M. Diefendorff, Louisiana State University
Erin M. Richard, Louisiana State University
Robin H. Gosserand, IBM/Louisiana State University in
Shreveport
LaToya Hardman, Southern University
Submitted by James M. Diefendorff, jdiefen@lsu.edu
116-12 The Decision to Trust: Which Antecedents are Most Important?
This study employed policy-capturing methodology to examine which antecedents to workplace trust are weighed most heavily in individuals decisions to trust. Results suggest that, in general, perceived trustworthiness, followed by expectations and attributions, were more important than the degree of organizational control and task importance.
Dana E. Sims, University of Central Florida
Barbara A. Fritzsche, University of Central Florida
Eduardo Salas, University of Central Florida
Submitted by Dana E. Sims, Abbey386@aol.com
116-13 A Motivational Model of Product Safety and Security Behaviors
Safety and security are critical to the products and services many organizations offer. We test a model of factors contributing to workers motivation to keep food products safe. Results support a revised model indicating that work routines, behavioral intentions, attention, and constraining conditions influence self-reports of safety and security behaviors.
Verlin B. Hinsz, North Dakota State University
Gary S. Nickell, Minnesota State UniversityMoorhead
Submitted by Verlin B. Hinsz, Verlin.Hinsz@NDSU.NoDak.edu
116-14 An Integration of Promotion/Prevention Focus and Action-State Orientation
This study integrated action-state orientation with a motivational focus within the framework of the Action Phases Model. Results indicated that time spent considering options was indicative of the deliberative and implemental mindsets. Disengagement tended to mediate the interactive effect of motivational focus and action-state orientation on overall performance.
Chu-Hsiang Chang, University of Akron
Jennifer P. Bott, University of Akron
Submitted by Chu-Hsiang Chang, cchang@uakron.edu
116-15 An Integrative Model of Motivation Predicting Change in Performance
The current study examines change in performance by applying aspects of expectancy and goal setting theory. A model that contains distal and proximal indicators of motivation is proposed. Data from 133 undergraduate students indicate that the relationship between change in effort and change in performance was moderated by ability.
Jeffrey R. Labrador, Central Michigan University
Neil D. Christiansen, Central Michigan University
Submitted by Jeffrey R. Labrador, jefflabrador@hotmail.com
116-16 Can a Decoy Boldly Go Where None has Gone Before?
We investigate whether the decoy effect generalizes to a 4-attribute decision task, and which of two posited heuristics is responsible for the effect. Results from within- and between-persons analyses (a) suggest the decoy effect does generalize, though somewhat weakened, and (b) are consistent with the dominance heuristic explanation.
Silvia Bonaccio, Purdue University
Charlie L. Reeve, Purdue University
Submitted by Silvia Bonaccio, silvia@psych.purdue.edu
116-17 Task Demands Moderate GoalOrientation Effects on Cognitive Appraisals
We examined effects of goal orientation on cognitive appraisals of threat and challenge and whether task demands moderated those effects. Results indicated differential effects for goal orientations on challenge and threat appraisals. Moreover, task demands moderated mastery goal-orientation effects on challenge appraisals, revealing stronger effects under high-demand conditions.
Paul R. Heintz, Wright State University
Debra Steele-Johnson, Wright State University
Anupama Narayan, Wright State University
Submitted by Paul R. Heintz, heintz.2@wright.edu
116-18 Goal Revision in a Simultaneous Multiple-Goal Environment
This study examined self-regulation in a multiple-goal environment. It was proposed that goal revision is influenced by GPDs and causal attributions. Results showed GPDs predicted revision direction and magnitude and that controllability attributions moderated this relation. Although results were not in the anticipated direction, they fit with modern motivational frameworks.
Trevor G. Byrd, Virginia Tech
John J. Donovan, Virginia Tech
Submitted by Trevor G. Byrd, trbyrd@vt.edu
116-19 Temporal and Hierarchical Considerations in Predicting Subsequent Self-Set Goals
This study examined how past performance and past goals influence subsequent self-set goals and how those relationships depend on the hierarchical level and the temporality of the goal with its life span. Results showed that the joint relationship of past goals and performance is quite complex in predicting subsequent goals.
Howard J. Klein, The Ohio State University
Brian R. Dineen, University of Kentucky
Bradley J. Alge, Purdue University
Submitted by Howard J. Klein, klein_12@cob.osu.edu
116-20 Changes in Effortful Performance in Response to
Goal-Performance Discrepancies
This research examined how the level of effort exerted by individuals in a training program changed as a function of the goal-performance discrepancies (GPDs) they encountered. The results indicated that changes in effortful performance were related to GPDs and that this relationship was moderated by self-efficacy and performance goal orientation.
John J. Donovan, Virginia Tech
Stephen A. Dwight, Bristol-Myers Squibb
Dan Schneider, Sepracor Inc.
Submitted by John J. Donovan, donovan@vt.edu
116-21 Goal Revision Processes in an Organizational Context
The present study examined how individuals in an organizational setting revised their goals in response to goal-performance discrepancies (GPDs) and the potential influence of causal attributions on this relationship. The results indicated that goal revision was primarily a function of GPDs and that this relationship was moderated by stability attributions.
John J. Donovan, Virginia Tech
Stephen A. Dwight, Bristol-Myers Squibb
Dan Schneider, Sepracor Inc.
Submitted by John J. Donovan, donovan@vt.edu
116-22 Self-Esteem, Affectivity, and Deprivation:
Predictors of Well-Being in the Unemployed
The influence of deprivation of the latent benefits of employment on the psychological well-being of a sample of unemployed individuals was examined. Hierarchical regression analysis revealed that, after controlling for individual differences, employment commitment, and financial strain, the latent benefits were unable to significantly predict well-being.
Patricia N. Hoare, University of Southern Queensland
Michael A. Machin, University of Southern Queensland
Submitted by Michael A. Machin, machin@usq.edu.au
116-23 Efficient and Representative Designs for Judgment Analysis
Efficient and representative designs are compared across five different methods of judgment analysis (JA), a.k.a. policy capturing. The objective is to reduce the ratio of judgment cases to cues sufficient for acceptable results, and to save time. This may allow for easier and wider use of JA in organizations.
Kristophor G. Canali, University of Connecticut
R. James Holzworth, University of Connecticut
Submitted by Kristophor G. Canali, kristophor.canali@uconn.edu
116-24 The Effects of Cognitive Appraisals on Justice Perceptions
To increase our understanding of how people form justice perceptions, this study provides a cognitive appraisal model. Specifically, it discusses how social comparison (i.e., comparison of ones experienced treatment to the treatment a referent other receives) and normative comparison (i.e., comparison of ones experienced treatment to ones deserved treatment) affect justice perceptions.
Tae-Yeol Kim, University of North Carolina
Submitted by Tae-Yeol Kim, kimt@bschool.unc.edu
116-25 The Interactive Effects of Goal Orientation and Accountability on Performance
The current study investigated the interaction effects of the individual difference variables learning orientation, performance orientation, and avoidance orientation and accountability conditions on individual task performance. Data indicates that an interaction effect exists between accountability condition and learning and avoidance orientation for performance.
Walter D. Davis, University of Mississippi
Neal P. Mero, University of Central Florida
Joseph M. Goodman, University of Mississippi
Submitted by Joseph M. Goodman, jgoodman@bus.olemiss.edu
116-26 The Theory of Planned Behavior: An Examination Across Racial Groups
The theory of planned behavior (TPB) has been used to predict a wide range of behaviors. We examine how well this theory predicts faking behavior across racial groups. Results indicate that the TPB predicts the behavior of Black and White individuals better than it does Asian individuals.
Deirdre E. Lozzi, George Mason University
Lynn A. McFarland, George Mason University
Submitted by Deirdre E. Lozzi, dlozzi@gmu.edu
117. Community of Interests: Saturday, 9:009:50 River Exb Hall A (Level 1)
Community of Interests: High-Tech Recruitment and Selection
Participants can come and go as they like, and chat with others conducting similar projects.
Coffee Break: Saturday, 10:0010:30 Multiple Locations
118. Panel Discussion: Saturday, 10:3012:20 Chicago VI (Level 4)
Last Line of Defense: Arming Pilots to Defend the Cockpit
The Arming Pilots Against Terrorism Act required the Transportation Security Administration to establish the Federal Flight Deck Officer program in which pilots would be trained and armed to defend the flight deck against terrorism and air piracy. This panel discusses the assessment issues faced in creating a process to arm pilots.
Ann M. Quigley, Transportation Security Administration, Chair
Joyce C. Hogan, Hogan Assessment Systems, Panelist
James Fico, Private Practice, Panelist
Ryan A. Ross, Hogan Assessment Systems, Panelist
Deborah Gebhardt, Human Performance Systems, Inc., Panelist
Alana B. Cober, Transportation Security Administration, Discussant
Submitted by Joyce C. Hogan, jhogan@hoganassessments.com
119. Symposium: Saturday, 10:3012:20 Chicago VII (Level 4)
Effects of Applicant Faking on Validity: Toward a Better Understanding
The papers in this symposium investigate a wide range of potential effects that the intentional distortion of noncognitive measures may have on validity. Collectively, the research presented demonstrates that effects of faking on validity are more complicated than typically characterized.
Eric D. Heggestad, Colorado State University, Chair
Crystal Michele Harold, George Mason University, Lynn A. McFarland, George Mason University, Nicole M. Dudley, George Mason University, Eric Odin, George Mason University,
Personality and Faking Behavior: Does Warning Moderate Validity?
Gary N. Burns, Central Michigan University, Neil D. Christiansen, Central Michigan University, Effects of Faking on the Linear Construct Relationships of Personality Test Scores
Dan J. Putka, HumRRO, Chad H. Van Iddekinge, HumRRO, Carl E. Eidson, Wilson Learning Corporation, Patrick H. Raymark, Clemson University,
Demographic Moderators of ApplicantIncumbent Differences on the Big Five
Theodore L. Hayes, Transportation Security Administration, Nicholas L. Vasilopoulos, George Washington University, Jeffrey M. Cucina, George Washington University,
Further Examinations of Cognitive Ability and Strategic Impression Management
Neil D. Christiansen, Central Michigan University, Renee F. Rozek, Central Michigan University,
Effects of Socially Desirable Responding on Hiring Judgments
Chet Robie, Wilfrid Laurier University, Discussant
Submitted by Eric D. Heggestad, heggesta@lamar.colostate.edu
120. Symposium: Saturday, 10:3012:20 Chicago X (Level 4)
Things, Data, and People: Fifty Years of a Seminal Theory
The impact of the Things, Data, People (TDP) taxonomy in Fines Functional Job Analysis (FJA) theory has been far-reaching (e.g., the Dictionary of Occupational Titles). A half-century later, FJA remains highly relevant to researchers and practitioners, particularly given the retirement of DOT and the limitations of its replacement, the O*NET.
Edwin A. Fleishman, George Mason University, Chair
Sidney A. Fine, Independent Consultant, The Theory
Steven F. Cronshaw, University of Guelph, Use of TDP Concepts in Theory
Development, Research, and Practice
Robert J. Harvey, Virginia Tech, Empirical Foundations for the ThingsDataPeople Taxonomy of Work
Sidney A. Fine, Indepedent Consultant, Robert J. Harvey, Virginia Tech, Steven F. Cronshaw, University of Guelph,
FJA Strategies for Addressing O*NET Limitations in a Post-DOT Environment
Milton Hakel, Bowling Green State University, Discussant
Miguel A. Quinones, University of Arizona, Discussant
Submitted by Robert J. Harvey, rj@pstc.com
121. Symposium: Saturday, 10:3011:50 Sheraton I (Level 4)
Assumptions and Conventions in Data Analysis: Toward New Approaches
Current analytic techniques (e.g., multiple regression and SEM) require assumptions about data, such as multivariate normality and interval-level measurement. This symposium offers analytic alternatives for circumstances where conventional uses are untenable. Approaches reviewed address nonnormal data in SEM, missing data in longitudinal designs, interpreting correlated predictors, and poor scale calibration.
Daniel A. Newman, Pennsylvania State University/Alliant International University,
Chair
James L. Farr, Pennsylvania State University, Co-Chair
Hock-Peng Sin, Pennsylvania State University, David A. Harrison, Pennsylvania State University,
Assessing Fit in Covariance Structure Analysis When Data are Nonnormal
William M. Rogers, Grand Valley State University, Using Optimal Scaling Techniques to Detect Erroneous Scale-Point Definitions
James M. LeBreton, Wayne State University, Robert T. Ladd, University of Tennessee,
Some Monte Carlo Comparisons of Relative Importance Statistics
Daniel A. Newman, Pennsylvania State University/Alliant International University,
Missing Data in Longitudinal Designs: Enhancing Imputation with Auxiliary Variables
David Chan, National University of Singapore, Discussant
Submitted by Daniel A. Newman, dan148@psu.edu
122. Symposium: Saturday, 10:3012:20 Sheraton II (Level 4)
Formal Mentoring Programs: Bridging the Gap Between Research and Practice
An increasing number of organizations are implementing formal mentoring programs. However, there is little existing empirical research to guide the design of these programs. This symposium assembles four papers on formal mentoring that address this gap. Discussion will focus on stimulating a dialogue between mentoring researchers and practitioners.
Tammy D. Allen, University of South Florida, Chair
John J. Sosik, Pennsylvania State UniversityGreat Valley,
Veronica Godshalk, Pennsylvania State UniversityGreat Valley, Effects of Formality, Gender, and Supervisory Status in Mentoring Relationships
Tammy D. Allen, University of South Florida, Kimberly OBrien, University of South Florida,
Do Formal Mentoring Programs Enhance Attraction to the Organization?
Connie R. Wanberg, University of Minnesota, John D. Kammeyer-Mueller, University of Florida, Marc C. Marchese, Kings College,
Antecedents and Outcomes of Formal Mentoring Quality
Lillian T. Eby, University of Georgia, Angie Lockwood, University of Georgia, Proteges and Mentors Reactions to Participating in Formal Mentoring Programs
Lisa Finkelstein, Northern Illinois University, Discussant
Matthew S. Montei, S. C. Johnson, Discussant
Submitted by Tammy D. Allen, tallen@luna.cas.usf.edu
123. Symposium: Saturday, 10:3011:50 Sheraton III (Level 4)
360, the Next Generation: Innovations in Multisource Performance Assessment
360 performance assessment lives! Far from having stagnated, 360 continues to evolve with creative extensions of the basic concept emerging regularly. Presenters will use real data to demonstrate four innovations in multisource performance assessment, discuss the promises and pitfalls of each, and consider the future of 360 assessment.
S. Bartholomew Craig, North Carolina State University, Chair
Andrew N. Garman, Rush University, Increasing the Sensitivity of 360-Feedback Systems to Individual Needs
Jennifer W. Martineau, Center for Creative Leadership, Measuring the Impact of Leadership Training: How can it be Best Accomplished?
Robert B. Kaiser, Kaplan DeVries Inc., Robert E. Kaplan, Kaplan DeVries, Inc.,
Overlooking Overkill: On the Folly of Linear Rating Scales for a Nonlinear World
S. Bartholomew Craig, North Carolina State University, Robert J. Harvey, Virginia Tech,
Using CAT to Reduce Administration Time in 360 Performance Assessment
Cynthia D. McCauley, Center for Creative Leadership, Discussant
Submitted by S. Bartholomew Craig, bart_craig@ncsu.edu
124. Education Forum: Saturday, 10:3011:50 Sheraton IV (Level 4)
Teaching Workplace Coaching, Applying Blooms Taxonomy
Coaching is becoming an essential tool for I-O psychologists. Educators are challenged to facilitate student learning in acquiring the knowledge and skills of effective coaching. Blooms taxonomy of cognitive and affective domains offers a conceptual framework from which to build a class that integrates the theory, practice, and application.
Jennifer Thompson, Chicago School of Professional Psychology, Chair
Nancy Newton, Chicago School of Professional Psychology, Co-Chair
Nancy J. Davis, Chicago School of Professional Psychology, Co-Chair
Fiona Moane, Chicago School of Professional Psychology, Discussant
Hilary Gallanter, Chicago School of Professional Psychology, Discussant
Submitted by Jennifer Thompson, jthompson@csopp.edu
125. Symposium: Saturday, 10:3012:20 Sheraton V (Level 4)
The How and Why of Fairness: Mediators/Moderators of Justice Effects
While the effects of organizational justice have been well-documented, two questions remain unexplored: how does justice affect attitudinal and behavioral reactions, and when are those effects strongest? The papers in this symposium examine these questions by identifying mediators and moderators of justice effects, including social exchange, stress, personality, and emotions.
Timothy A. Judge, University of Florida, Chair
Jason A. Colquitt, University of Florida, Co-Chair
Michael R. Bashshur, University of Illinois at UrbanaChampaign, Deborah E. Rupp, University of Illinois at Urbana-Champaign,
Social Exchange as a Mediator of Justice Effects Across Cultures
Catherine S. Daus, Southern Illinois UniversityEdwardsville, Stress as a Mediator of Justice Effects on Job Satisfaction
Jason A. Colquitt, University of Florida, Timothy A. Judge, University of Florida, Brent Scott, University of Florida, John C. Shaw, University of Florida,
Broad and Narrow Personality Traits as Moderators of Justice Effects
Zinta S. Byrne, Colorado State University, Deborah E. Rupp, University of Illinois at UrbanaChampaign, Krista D. Mattern, University of Illinois at UrbanaChampaign, Tasha Leigh Eurich, Colorado State University,
Emotions and Affectivity as Moderators of Justice Effects
Jerald Greenberg, The Ohio State University, Discussant
Submitted by Jason A. Colquitt, colquitt@ufl.edu
126. Panel Discussion: Saturday, 10:3012:20 Ohio (Level 2)
Another I-O: Keys to Successful InsiderOutsider Practitioner Collaboration
Increasingly, I-O practitioners have to create and implement simple but highly effective ways to strategically impact the business. Accomplishing this often involves insideroutsider partnerships. A panel of six diverse, seasoned practitioners will discuss particular challenges and keys to successful collaboration between these groups, highlighting the changing role of I-O practitioners.
Leo F. Brajkovich, Mindful Leadership Solutions, Inc., Chair
Allan H. Church, PepsiCo, Co-Chair
Ricardo Aparicio, General Mills, Panelist
David W. Bracken, Mercer Delta, Panelist
Paul H. De Young, Deloitte & Touche, Panelist
Michelle Thomas, Abbott Laboratories, Panelist
Janine Waclawski, Pepsi-Cola Company, Panelist
William E. Werhane, International Survey Research LLC, Panelist
Submitted by Leo F. Brajkovich, brakenship@astound.net
127. Symposium: Saturday, 10:3012:20 Mississippi (Level 2)
Emerging Workplace Diversity Issues:
Ethnicity, Bilingualism, and Workplace Exclusion
Workplace conflict based on employee ethnicity is the focus of this symposium. We discuss employees ethnic harassment experiences, exclusion due to ethnicity, and conflict based on employees use of non-English languages in the workplace. We also present an integrative paper describing aspects of organizational climate that affect employee social cognition.
Kimberly T. Schneider, Illinois State University, Chair
Jennifer L. Berdahl, University of Toronto, Celia Moore, University of Toronto, Phani Radhakrishnan, University of Toronto,
Ethnic Harassment: A Male-on-Male Project?
Mindy E. Bergman, Texas A&M University, Kristen M. Watrous, Texas A&M University, Katherine Marie Gaulke, Texas A&M University,
Bilingualism in the Workplace
Robert Hitlan, University of Northern Iowa, Jennifer Harden, University of Northern Iowa,
The Impact of Workplace Exclusion and Personality on Workplace Attitudes and Behaviors
Lisa M. Leslie, University of Maryland, Michele J. Gelfand, University of Maryland,
The Effect of Organizational Climate on the Attribution to Discrimination Process
Lilia M. Cortina, University of Michigan, Discussant
Submitted by Kimberly T. Schneider, ktschne@ilstu.edu
128. Practitioner Forum: Saturday, 10:3011:50 Arkansas (Level 2)
Challenges and Opportunities Designing and Implementing New Performance Management Systems
The forum presents current thinking and best practices related to designing and implementing a best-in-class performance management system. Critical legal and measurement issues related to the performance management system design will be discussed. Practitioners who were actively involved in two recent ongoing large-scale implementation interventions will discuss their lessons learned.
Stephen A. Dwight, Bristol-Myers Squibb, Chair
Janet L. Barnes-Farrell, University of Connecticut, How Are We Doing?
Important Considerations for Evaluation of Performance Appraisal Programs
Kathleen Kappy Lundquist, Applied Psychological Techniques, John C. Scott, Applied Psychological Techniques,
Legal Considerations When Auditing Your Performance Management System
Tina M. Everest, Home Depot, Implementing Performance Management to
Attract, Motivate, and Retain a High-Performing, Diverse Workforce
Stephen A. Dwight, Bristol-Myers Squibb, Dennis Walls, Bristol-Myers Squibb, Jane Luciano, Bristol-Myers Squibb,
Lessons Learned While Implementing a New Global Performance Management System
Submitted by Stephen A. Dwight, stephen.dwight@bms.com
129. Panel Discussion: Saturday, 10:3011:50 Colorado (Level 2)
Demonstrating the Impact and ROI of Assessment Programs: Issues, Challenges, and Approaches
I-O psychologists often implement assessment programs for personnel selection and promotion. The purpose of this panel is to discuss how I-O psychologists demonstrate the impact and return on investment (ROI) of such programs to their customersthe decision makers who evaluate such interventionsand the associated issues and challenges.
Ken Lahti, Colorado State University, Chair
James C. Beaty, ePredix, Panelist
Paul D. DeKoekkoek, Sprint, Panelist
Joel B. Vaslow, Sprint, Panelist
Jana Fallon, American Express, Panelist
Craig J. Russell, University of Oklahoma, Panelist
Submitted by Ken Lahti, ken.lahti@epredix.com
130. Panel Discussion: Saturday, 10:3011:20 Missouri (Level 2)
Do Borders Really Matter? Issues in Multinational Selection
As corporations shift focus from domestic to global markets, knowledge of international business practices and employment laws is no longer a specialty but a necessity. Without an understanding of the legal context and other factors that impact selection, practitioners will face many challenges when working with diverse and multinational organizations.
Jamie L. Borich, Hogan Assessment Systems, Chair
Stephen T. Murphy, Hogan Assessment Systems, Co-Chair
Rostaslav Benak, University of Prague, Panelist
Sally A. Carless, Monash University, Panelist
Filip De Fruyt, Ghent University, Panelist
Hunter Mabon, Stockholm University, Panelist
Jean-Pierre Rolland, Paris X University, Panelist
Submitted by Jamie L. Borich, jborich@hoganassessments.com
131. Symposium: Saturday, 10:3012:20 Michigan A (Level 2)
Making Meta-Analysis Easier and More Accurate
Meta-analysis is an invaluable methodology for summarizing and advancing our scientific understanding. However, it is a technique that continues to evolve. This symposium introduces programs that make it easier and techniques that improve its accuracy. These innovations range from a computerized coding platform to a maximum-likelihood validity generalization technique.
John D. Kammeyer-Mueller, University of Florida, Chair
Piers Steel, University of Calgary, Co-Chair
John D. Kammeyer-Mueller, University of Florida, MetaExel Analysis and MetaExcel Coding
Scott B. Morris, Illinois Institute of Technology, Estimating the
Standardized Mean Difference With Heterogeneous Variance
Nambury S. Raju, Illinois Institute of Technology, An Evaluation of Maximum-Likelihood Estimation in Validity Generalization
Allen I. Huffcutt, Bradley University, Assessing the Stability of Meta-Analytic Mean Estimates
Kevin R. Murphy, Pennsylvania State University, Discussant
Submitted by Piers Steel, Piers.Steel@Haskayne.UCalgary.ca
132. Practitioner Forum: Saturday, 10:3011:50 Michigan B (Level 2)
Traditional Versus Virtual Assessment Centers:
Case Studies in Organizational Change
Sprint and Toyota have both recently shifted to distance learning models and introduced virtual assessment centers. Assessment centers are embedded in Sprints culture but new to Toyota. Practical and research-based issues will be discussed from these unique perspectives including the business case for change, participant reaction, and lessons learned.
Kirk L. Rogg, Aon Consulting, Chair
Matthew R. Smith, Aon Consulting, Jessica L. Kane, Aon Consulting, The History and Recent Trends in the Use of Virtual Assessments
Ben Terrill, Sprint, Traditional and Virtual Assessment Centers in Sprints University of Excellence
Jay H. Steffensmeier, Clemson University, Traditional and Virtual Assessment Center Effectiveness: Let the Data Speak!
John Azzara, Toyota Financial Services, Its the Communication, Stupid! Organizational Change and Virtual Assessment
Submitted by Kirk L. Rogg, Kirk_Rogg@aon.com
133. Practitioner Forum: Saturday, 10:3011:50 Superior A (Level 2)
Creating Great Coaches at Motorola: A Cascading Model
Motorola developed an innovative program that trains and certifies internal master coaches in nine countries on four different continents. This practitioner forum examines three components of Motorolas Global Coaching Project: (a) the conceptual framework; (b) the process; and (c) the execution of a complex global initiative.
Tjai M. Nielsen, RHR International Company, Chair
Alejandro Reyes, Motorola, The Conceptual Model: Motorolas Business Rationale and the Three Pillars
Anna Marie Buchmann, RHR International Company, The Process: Certifying Master Coaches and Developing Change Agents
Zenglo Chen, Motorola, Execution: Challenges in Implementing a Global Consulting Partnership
Eric Sundstrom, University of Tennessee, Discussant
Submitted by Tjai M. Nielsen, tnielsen@rhrinternational.com
134. Symposium: Saturday, 10:3011:50 Superior B (Level 2)
PO Fit: Recent Advances in Theoretical
Perspectives and Research Methodology
The degree to which individuals fit within their organizational contexts has important consequences for individuals and organizations. Shedding light on some of the complexities, new research presented in this session explores methodological and cultural factors along with the particular variable sets that may serve as the basis for assessing fit.
Edward L. Levine, University of South Florida, Chair
Michael T. Brannick, University of South Florida, Co-Chair
Karen J. Jansen, Pennsylvania State University, Amy L. Kristof-Brown, University of Iowa, Judd H. Michael, Pennsylvania State University,
The Role of Enabling Environments for PersonGroup Fit
Mark Alan Smith, University of South Florida, Edward L. Levine, University of South Florida,
Effects of SubordinateSupervisor Personality Fit on Subordinate Attitudes and Turnover Propensity
Erica C. Lutrick, TMP Worldwide/Monster.Com, Michael T. Brannick, University of South Florida,
Selecting for Fit in Organizational Culture/Climate
Kevin H. C. Cheng, University of Hong Kong, C. Harry Hui, University of Hong Kong,
Congruency Between Organizational Service Climate and Personal Value to Service: A Study of the Service Industry in Hong Kong
Jeffrey R. Edwards, University of North Carolina, Discussant
Submitted by Michael T. Brannick, mbrannic@luna.cas.usf.edu
135. Roundtable: Saturday, 10:3011:20 Erie (Level 2)
Designing and Implementing Successful Survey Initiatives in Global Settings
With continued economic globalization, an increasing number of companies have employee populations crossing national boundaries. This session brings together experts from corporate, consulting, and academic settings to share and discuss issues that can impact multinational survey initiatives. Challenges in survey development, implementation, communication, and action planning will be addressed.
Joseph D. Abraham, A&M Psychometrics, LLC, Host
M. Evelina Ascalon, Erasmus UniversityRotterdam, Co-Host
Steven R. Gordon, Wilson Learning Corporation, Co-Host
Jerry Halamaj, John Deere, Co-Host
Linda L. Hoopes, ODR, Co-Host
Thomas Rauzi, Dell Inc., Co-Host
Lisa Sandora, Microsoft Corporation/IIT, Co-Host
Submitted by Joseph D. Abraham, JAbraham@ppicentral.com
136. Practitioner Forum: Saturday, 10:3011:20 Huron (Level 2)
Mergers and Acquisitions: Employee Impact and Creating Smooth Integration
Three practitioners discuss the impact of mergers and acquisitions on employees. They examine various aspects: employee opinion results and implications for action; organizational interventions that should help; and the reality of what is effective. The discussant will provide a critique of the presentations as well as discussion of related work.
Rhonda L. Gutenberg, Gantz Wiley Research, Chair
Rhonda L. Gutenberg, Gantz Wiley Research, To Be, or Not to BeAcquiredThat is the Question
Robert C. Barnett, MDA Consulting Group, Judy OHagan, Novartis Pharmaceuticals,
Organizational Change Practices That Work in Mergers and Acquisitions
Michael Beer, Harvard University, Discussant
Submitted by Rhonda L. Gutenberg, rgutenberg@gantzwiley.com
137. Practitioner Forum: Saturday, 10:3011:20 Ontario (Level 2)
Recent Enhancements to the Job Analysis Process
In this forum, several practitioners will present practical advice for obtaining helpful job analytic information. Tips for incorporating interviews, observational methods, and large-scale surveys will be presented. In addition, the panelists will discuss methods for collecting data over the Internet and solving measurement problems related to job analysis.
Allison M. Ahart, University of Minnesota, Chair
Timothy P. McGonigle, Caliber Associates, Co-Chair
Sid Teske, Hennepin County, Minnesota HR, Utilizing Interviews and Observations as Tools for Conducting Job Analyses
Allison M. Ahart, University of Minnesota, Administering Large-Scale Surveys to Obtain Job Analytic Information
Jeanne Makiney, CPS Human Resource Services, Collecting Job Analysis Data Over the Internet
Timothy P. McGonigle, Caliber Associates, Measurement Problems in Small N Job Analysis Projects
Submitted by Allison M. Ahart, AMAhart@aol.com
138. Panel Discussion: Saturday, 10:3011:50 Mayfair (Level 3)
One CE Credit Available for Attending!
Register at the Session
Ethics in the Practice of Industrial and Organizational Psychology
This panel is designed to provide I-O practitioners with information on how the Ethics Code applies to the practice of I-O psychology. After a brief review of the current Ethics Code, a panel of experts will be presented with ethical dilemmas drawn from practitioners and suggest appropriate responses.
Nancy T. Tippins, Personnel Research Associates, Inc., Chair
Wanda J. Campbell, Edison Electric Institute, Panelist
Blake A. Frank, University of Dallas, Panelist
Alberto J. Galue, Verizon Communications, Panelist
Deirdre J. Knapp, HumRRO, Panelist
John R. Murray, Attitude Resources, Inc., Panelist
Submitted by Nancy T. Tippins, ntippins@pra-inc.com
139. Interactive Posters: Saturday, 10:3011:20 Parlor A (Level 3)
Interactive Posters: Motivation, Decision Making
139-1 What is Goal Orientation Anyway? Disentangling Goals, Traits, and Situations
We present and empirically test a conceptual model, which identifies three goal orientation domains and their respective constructs. Motivational traits and goal-oriented situations exerted main effects on contextualized goals. Partial support was found for predictions that goal-oriented situations would moderate the relationships between motivational traits and contextualized goals.
Ragan Ward, Colorado State University
Eric D. Heggestad, Colorado State University
Submitted by Ragan Ward, ragan@lamar.colostate.edu
139-2 Examining the Factor Structure and Nomological Network of Goal Orientation
This study examined the factor structure and nomological network surrounding the goal-orientation construct. Exploratory factor analyses supported the factor structure of extant goal-orientation measures and correlational analyses indicated that the various goal-orientation factors were differentially related to both the global Big Five personality traits and their facets.
Michael B. Hargis, Wayne State University
Jenell L. Senter, Wayne State University
James M. LeBreton, Wayne State University
Submitted by Michael B. Hargis, michaelbhargis@wayne.edu
139-3 Perceived Competence, Trait-Goal Orientation, and Self-Set Goal Level
Two hundred and seventy-one Chinese college students participated in this longitudinal survey study. We found that trait-like general self-efficacy moderated, while state-like task self-efficacy mediated the relationship between trait-goal orientation and self-set goals at various time points.
Jinyan Fan, The Ohio State University
Hui Meng, East China Normal University
Robert S. Billings, The Ohio State University
Robert C. Litchfield, Washington & Jefferson College
Submitted by Jinyan Fan, fan.61@osu.edu
139-4 Goal Orientation, Task Interest, and Task Difficulty: An HLM Analysis
We measured self-set goals, task interest, and task difficulty for each class taken by 181 students. Using HLM, we found that performance-approach goal orientation enhanced the positive effect of task interest on normative goals, whereas performance-avoidance goal orientation enhanced the negative effect of task difficulty on nonnormative goals.
Michael Horvath, Clemson University
Hailey L. Ahlfinger, Clemson University
Robert L. McKie, Clemson University
Submitted by Michael Horvath, mhorvat@clemson.edu
140. Poster Session: Saturday, 10:3011:20 River Exb Hall A (Level 1)
Performance Appraisal, 360 Degree, Withdrawal
140-1 Electronic Performance Monitoring: The Effect of Age and Task Difficulty
Older and younger participants performed a simple or
difficult computer data-entry task under two conditions: monitored or not monitored. Results indicated that EPM decreased performance and induced higher stress levels compared to nonmonitored conditions. In addition, older adults showed a trend of being more impacted by EPM compared to younger adults.
Anthony Traxler, Southern Illinois UniversityEdwardsville
Jason R. Mallo, Southern Illinois UniversityEdwardsville
Cynthia R. Nordstrom, Southern Illinois
UniversityEdwardsville
Lynn K. Bartels, Southern Illinois UniversityEdwardsville
Submitted by Cynthia R. Nordstrom, cnordst@siue.edu
140-2 The Effects of Supervisory Positions on Absence Frequency Among Teachers
Does holding or being promoted to a supervisory position affect absenteeism? We analyzed government records of 52,056 Israeli schoolteachers in 2000 and 2001. Controlling for school year 2000 absenteeism, objective workload, and demographic variables, holding a supervisory position or having been promoted to one reduced school year 2001 absence spells.
Zehava Rosenblatt, University of Haifa
Arie Shirom, University of Tel Aviv
Submitted by Zehava Rosenblatt,
zehavar@construct.haifa.ac.il
140-3 Reducing Attrition by Decision-Making Training:
Social Exchange or Self-Determination?
This field experiment replicated the finding that decision-making training for job choice administered during entry reduced attrition among new entrants in the Air Force. The results favored the self-determination explanation for the DMT effect over the social exchange explanation. The benefits of decision-making training during socialization are discussed.
Asya Pazy, Tel Aviv University
Submitted by Asya Pazy, asyap@post.tau.ac.il
140-4 What Does It All Mean? Differences in Multisource Ratings
The purpose of this study was to test if ratings made by different rater groups (i.e., supervisors, peers, and subordinates) were related to different criteria. Results suggested that rater groups offer unique and meaningful evaluations of the targets behavior because each group attended to different, but overlapping sets of behaviors.
Katie Helland, University of Tennessee
Brian J. Hoffman, University of Tennessee
Elizabeth M. Smith, University of Tennessee
Submitted by Katie Helland, khelland@utk.edu
140-5 Effects of Night and Mixed Shift Work on Turnover
We examined turnover differences among employees working traditional and nontraditional work schedules (e.g., night work, mixed shift work). Turnover was higher among evening and night-shift workers. Perceived job opportunities (but not supervisor support) moderated the relationship between shift worked (day vs. evening/night) and turnover.
Kristin Charles, Portland State University
Robert R. Sinclair, Portland State University
James E. Martin, Wayne State University
Submitted by Kristin Charles, kristinc@pdx.edu
140-6 Effects of Variability and Feedback on Team Adaptability Training
We investigated the effects of variability and feedback on collective efficacy, SMMs, action processes, and performance in a team-adaptability training exercise. Variability contributed strongly to adaptive performance only when paired with constructive feedback, but had negative effects on some outcomes. A process model is proposed to guide future research.
Cary F. Kemp, George Mason University
Gabrielle M. Wood, George Mason University
Meredith Cracraft, George Mason University
Zachary Horn, George Mason University
Stephen J. Zaccaro, George Mason University
Submitted by Cary F. Kemp, ckemp1@gmu.edu
140-7 The Influence of Values on Feedback-Seeking Behaviors
This study aims to test the influence of cultural values on feedback-seeking behaviors. A set of hypotheses are outlined and tested empirically using samples from China, Canada, Mexico, the Netherlands, Spain, and the U.S. Results indicate that significant aspects of feedback seeking were predicted by values.
Stephane Brutus, Concordia University
Elizabeth Fraser Cabrera, Universidad Carlos III
Submitted by Stephane Brutus, brutus@jmsb.concordia.ca
140-8 Influence of Perceptions of Fairness on Performance Appraisal Effectiveness
This study examined the influence of fairness perceptions on performance appraisal effectiveness using data from 89 subordinates from a retail chain. Results indicated that fairness perceptions (distributive, procedural, interpersonal, informational justices) significantly, but differentially, influenced behavioral intentions and behavior change and accounted for significant variance in predicting behavioral intentions.
Cara Lundquist, University of Southern Mississippi
Jeffrey D. Kudisch, University of Maryland
Vincent J. Fortunato, University of Southern Mississippi
Submitted by Cara Lundquist, CaraLundquist@aol.com
140-9 The Effect of Training in Self-Persuasion on Incremental Implicit Beliefs
Incremental implicit theories about the malleability of personal attributes (e.g., ability and personality) positively affect both self-regulation and judgments about others. A 6-week longitudinal experiment found that, using principles of self-persuasion, entity theorists acquired and sustained incremental implicit beliefs.
Peter A. Heslin, Southern Methodist University
Gary P. Latham, University of Toronto
Submitted by Peter A. Heslin, pheslin@mail.cox.smu.edu
140-10 An Event History Analysis of First-Term Soldier Attrition
This research was designed to assess the influence of attitude ambivalence on the prediction of U.S. Army soldier attrition from self-reported confidence that one would complete ones term of service. Evaluation of temporal changes in the strength of prediction showed that prediction was significant through the 3-year period of observation.
Jennifer K. Lee, George Mason University
Trueman R. Tremble, U.S. Army Research Institute
Submitted by Jennifer K. Lee, jles@gmu.edu
140-11 Longitudinal Effects of Feedback on Self-Efficacy and Performance
A longitudinal study examined the effect of feedback sign on performance. Participants perception of test result feedback was measured at Time 1 and their performance about 4 weeks later. Feedback sign showed a positive effect to test performance, and this effect was fully mediated by self-efficacy.
Veronica Marie Dendinger, University of
WisconsinOshkosh
Simon Moon, University of WisconsinOshkosh
Gary A. Adams, University of WisconsinOshkosh
Submitted by Simon Moon, moonm@uwosh.edu
140-12 What Do You Want to Know? Feedback Seeking About Self-Related Attributes
A lab experiment was set up in which 129 students could decide on which self-related attributes they sought feedback. People especially sought feedback about their best and most important skills. Interestingly, people were equally interested in feedback about certain and uncertain skills.
Frederik Anseel, Ghent University
Filip Lievens, Ghent University
Submitted by Filip Lievens, filip.lievens@ugent.be
140-13 Assessing Performance: Investigation of the Influence of Item Context Using IRT
IRT methods for DIF detection were applied to the investigation of rating bias on task and contextual performance. Responding to contextual items first decreased the relatedness of task items to its underlying construct. Traditional methods lack the sensitivity to detect the item-level bias that we identified using IRT methods.
Daniel C. Kuang, American Institutes for Research
Lynne Steinberg, Portland State University
Submitted by Daniel C. Kuang, danielk@pdx.edu
140-14 Feedback-Sending Behavior: The Role of Implicit Theories of Human Abilities
This study investigates the dynamics of informal feedback sending in organizations. Using 160 supervisors-employees dyads, the role of the implicit theories of supervisors were found to be related to feedback giving. However, this effect was opposite to what was hypothesized. These results are discussed.
Caroline E. Marchionni, Town of Mount Royal
Stephane Brutus, Concordia University
Submitted by Stephane Brutus, brutus@jmsb.concordia.ca
140-15 Performance Evaluation: Assimilation Effects, Source Credibility,
and Field Dependence/Independence
Field dependent (FD) and independent (FI) participants received previous performance information indirectly from sources differing in credibility before observing a lecturers performance, or did not receive indirect performance information. When source credibility was low, no assimilation effects occurred; when source credibility was high, FIs exhibited weaker assimilation effects than FDs.
Sebastiano A. Fisicaro, Wayne State University
Karen Jagatic, GuideStar Research
Swati Buddhavarapu, Wayne State University
Scott M. Reithel, Wayne State University
Submitted by Swati Buddhavarapu, ag4546@wayne.edu
140-16 An Empirical Examination of Accountability for Performance Development
The current study provides an empirical examination of
London, Smither, and Adsits (1997) model of
accountability. A lack of research on accountability suggests the developmental nature of feedback systems lowers individual accountability. The path model analyzed examines variables associated with the actor, forces, and mechanisms and their effects on accountability.
Kelly Rutkowski, Florida Institute of Technology
Richard L. Griffith, Florida Institute of Technology
Lisa A. Steelman, Florida Institute of Technology/Burke Inc.
Submitted by Lisa A. Steelman, lsteelma@fit.edu
140-17 PersonGroup Fit as a Correlate of Aggregate OCB and Turnover
This study examined if an aggregate measure of persongroup fit predicted unit-level organizational citizenship behavior and group turnover rates. Furthermore, it examined if unit OCB predicted turnover rates. Data from 197 grocery departments supported these hypotheses; however, the relationship between OCB and turnover was moderated by task interdependence.
Amy Nicole Salvaggio, University of Tulsa
Submitted by Amy Nicole Salvaggio,
amy-salvaggio@utulsa.edu
140-18 A Meta-Analytic Investigation of Moderators of
Performance Appraisal Reliability
This meta-analysis of performance appraisal literature finds
three moderators of performance appraisal reliability: job complexity (unskilled/semiskilled, skilled, professional, managerial), appraisal method (ratings, rankings, BARS), and measure of reliability (alpha or test-retest). Job complexity accounted for the most variance. More complex jobs were generally had less reliable performance appraisals.
Carl L. Thornton, Wright State University
Corey E. Miller, Wright State University
Submitted by Corey E. Miller, corey.miller@wright.edu
140-19 Number of Performance Appraisal Dimensions and Reliability of Global Ratings
The current study analyzed previous research concerning performance appraisals and found a relationship between the number of dimensions and global reliability. These findings suggest that increasing the number of dimensions rated leads to an improvement of global rating reliability. Cognitive processes that might cause this effect are discussed.
Corey E. Miller, Wright State University
Carl L. Thornton, Wright State University
Megan Leasher, Wright State University
Esteban Tristan, Wright State University
Submitted by Corey E. Miller, corey.miller@wright.edu
140-20 Cronbachs Accuracy Components and Concerns About the Performance Appraisal Literature
Cronbachs accuracy components are the most frequently used measures of rating accuracy. However, conceptual concerns about their validity have been raised. Twenty-three studies were meta-analyzed to provide empirical evidence of these concerns. Results indicate that conclusions based on Cronbachs components of accuracy are likely biased, especially for differential accuracy.
Neil M. A. Hauenstein, Virginia Tech
Eugene J. Kutcher, Virginia Tech
Submitted by Eugene J. Kutcher, ekutcher@vt.edu
140-21 Sources of Silence: Why Subordinates Dont Voice Concerns to Management
Although three whistleblowers from Worldcom, the FBI, and Enron were named Times 2002 Persons of the Year, recent events (e.g., 9/11, Columbia explosion) suggest that many employees still fail to speak up. This paper reviews several reasons why subordinates hold back (e.g., fear of reprisal, workload, groupthink, and bureaucratic barriers).
Renee Eileen DeRouin, University of Central Florida
Dana E. Sims, University of Central Florida
Kaoruko M. Nakano, University of Central Florida
Eduardo Salas, University of Central Florida
Submitted by Renee Eileen DeRouin, renee@derouin.com
140-22 Group Performance Ratings: Investigating Behavioral and Rating Accuracy
This study explores the role of group discussion and consensus in determining the behavioral and rating accuracy of performance ratings. Results suggest that the anticipation of discussion increases behavioral but not rating accuracy and that discussion improves behavioral and rating accuracy only if groups are required to reach consensus.
Sylvia G. Roch, University at Albany, SUNY
Submitted by Sylvia G. Roch, roch@albany.edu
140-23 Affective Reactions to Performance Feedback: The Role of Self-Esteem
This study shows that performance feedback influenced both positive and negative affect within individuals and that feedback indicating goal nonattainment (i.e., negative feedback) influenced negative affect more strongly than it influenced positive affect. Weak support is found for the moderating role of self-esteem in the relationship between feedback and affect.
Remus Ilies, Michigan State University
Irene E. de Pater, University of Amsterdam
Timothy A. Judge, University of Florida
Submitted by Irene E. de Pater, i.e.depater@uva.nl
140-24 Investigation of 360 Ceiling Effects: An Exploratory RASCH Approach
A 360-degree assessment was investigated for the presence of a ceiling effect. Through application of RASCH item and person calibration, it was determined that item-difficulty distributions did not parallel manager-ability distributions across five rating categories. This effect is thought to be even more pronounced in other rating instruments.
John Kulas, Saint Cloud State University
Kelly Hannum, Center for Creative Leadership
Submitted by John Kulas, jtkulas@stcloudstate.edu
140-25 Relationship Between Rater Negative Affect and Performance Rating Accuracy
The purpose of this research was to extend previous work on the relationship between affect and performance evaluation ratings. Although none of the correlations between negative affect (NA) and performance rating accuracy measures were significant, results showed that self-monitoring and positive affect moderate the relationship between trait NA and accuracy.
Angela K. Pratt, Wayne State University
Boris B. Baltes, Wayne State University
Submitted by Angela K. Pratt, apratt@sun.science.wayne.edu
140-26 Factors Affecting Assessment Center Feedback Acceptance: An Expanded View
This study examined a variety of dimensions that have been suggested as being important to the acceptance of assessment center feedback. Results indicated that the dimension Insight Added by Feedback Giver had the strongest relationship to feedback acceptance with the dimension Perceived Favorability of Feedback being the weakest.
Mark Rose, Wilson Learning Corporation
Carl E. Eidson, Wilson Learning Corporation
Jay H. Steffensmeier, Clemson University
Jeffrey D. Kudisch, University of Maryland
Submitted by Carl E. Eidson, carl_eidson@WLCmail.com
141. Community of Interests: Saturday, 10:3011:20 River Exb Hall A (Level 1)
Community of Interests: Individual Assessment
Participants can come and go as they like, and chat with others conducting similar projects.
142. Symposium: Saturday, 11:3012:50 Missouri (Level 2)
Diversity Beliefs and Attitudes and the Effects of Group Diversity
Beliefs about the extent to which there is value in diversity and attitudes towards diversity may influence the effects of work group diversity. The four presentations in this symposium explore the impact of diversity beliefs and attitudes and the value of these concepts for diversity theory and organizational practice.
Daan Van Knippenberg, Erasmus UniversityRotterdam, Chair
Daan Van Knippenberg, Erasmus UniversityRotterdam, Work Group Diversity, Group Identification, and Group Functioning: The Moderating Role of Value-in-Diversity Beliefs
Astrid C. Homan, University of Amsterdam, Daan Van Knippenberg, Erasmus UniversityRotterdam, Gerben A. van Kleef, University of Amsterdam, Carsten K. W. De Dreu, University of Amsterdam,
Managing Group Diversity Beliefs to Increase Performance in Diverse Teams
Paul B. Paulus, University of Texas at Arlington, Toshi Nakui, University of Texas at Arlington, Nivi Parthasarathy, University of Texas at Arlington, Joshua Baruah, University of Texas at Arlington,
Preference for Diverse Workgroups and its Relationship to Perceptions and Performance in Diverse Groups
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