Saturday PM
147. Symposium: Saturday, 12:001:20 Sheraton III (Level 4)
Why Cant Leaders Lead?
There has been substantial renewed interest in leadership theory and practice due to solidification of some initially controversial leadership concepts and theories such as transactional, transformational, and charismatic leadership. We will present conceptual and empirical evidence that demonstrates that a consideration of emotions in leadership is now warranted and critical.
Catherine S. Daus, Southern Illinois UniversityEdwardsville, Chair
Ron Humphrey, Virginia Commonwealth University, Leaders Should Have Both Hearts and Minds
Herman M. Tse, University of Queensland, Marie T. Dasborough, University of Queensland, Neal M. Ashkanasy, University of Queensland,
The Role of Emotion in Team-Member Social Exchange
Robert S. Rubin, DePaul University, Lynn K. Bartels, Southern Illinois UniversityEdwardsville, William H. Bommer, Georgia State University,
The Influence of Emotion Recognition on Leadership Emergence
Loren J. Naidoo, University of Akron, Robert G. Lord, University of Akron, Emotions and Perceptions of Leadership: Cognitive and Emotional Effects on Dynamic Ratings of Charisma
Ronald E. Riggio, Claremont McKenna College, Discussant
Submitted by Catherine S. Daus, cdaus@siue.edu
148. Panel Discussion: Saturday, 12:001:20 Sheraton IV (Level 4)
Strategies for the Advancement of Women in the Workplace
Research has identified several best-practice strategies for the advancement of women within the workplace. Panel members will discuss these strategies and the extent to which they believe these strategies work. Additional challenges and barriers facing women today will also be discussed.
Christopher Wright, Corporate Survey.com, Chair
Nicole R. Bourdeau, University of Tulsa, Co-Chair
Barbara L. Shwom, Northwestern University, Panelist
Debra Foreman, Foreman and Associates, Panelist
Johanna Glode, Johnstone Supply, Inc., Panelist
Lee Johns, Strategic Communications, Panelist
Angela D. Rowe, University of Tulsa, Discussant
Dayna L. Tomlin, University of Tulsa, Discussant
Submitted by Christopher Wright, cwright@corporatesurvey.com
149. Practitioner Forum: Saturday, 12:001:20 Arkansas (Level 2)
Organization Values: Maintaining Continuity in the Midst of Organization Change
Few large-scale organization change efforts are successful. Organizations implementing large-scale change are challenged to maintain continuity in the midst of the upheaval/uncertainty inherent in major change. This practitioners forum will examine how two organizations used their core values to ground, guide, and energize their change efforts.
Michael Blazyck, EVP, CFO, Catholic Healthcare West, Chair
Submitted by Ira M. Levin, ilevinconsulting@sbcglobal.net
150. Master Tutorial: Saturday, 12:001:20 Colorado (Level 2)
One CE Credit Available for Attending!
Register at the Session
Conceptualization and Measurement of Organizational Climate: Safety Climate as Exemplar
Research on organizational climate and culture is characterized by conceptual ambiguity, evident in the fact that many authors fail to discriminate between them. The purpose of this tutorial is to increase conceptual clarity for the participants by focusing on unique attributes of the climate construct, including methodological and measurement implications.
Dov M. Zohar, Technion Institute of Technology Israel/Institute for Work & Health,
Presenter
Submitted by Dov M. Zohar, dzohar@tx.technion.ac.il
151. Symposium: Saturday, 12:001:20 Michigan B (Level 2)
Implementing Innovations in Computerized Testing
These presentations describe overcoming implementation issues for a sample of four diverse, cutting-edge assessments created to solve a variety of organizational customers. Covering a broad range of topics, these presentations should be of interest to practitioners and researchers who are creating innovative assessments in many different contexts.
Alan D. Mead, AICPA, Chair
David B. Schmidt, Aon Consulting, Neil Schulman, Aon Consulting, An
Innovative Method for Perceptual Speed Testing on the Web
David B. Schmidt, Aon Consulting, Matthew R. Smith, Aon Consulting, Daniel P. Russell, Aon Consulting,
Methods for Enhancing Measurement in High-Fidelity Technology Assessments
Alan D. Mead, AICPA, Peter D. Brittingham, AICPA, Krista Breithaupt, AICPA, Ahava Goldman, AICPA,
Automated Scoring for High-Fidelity Accounting Simulations
Krista D. Mattern, University of Illinois at UrbanaChampaign, Fritz Drasgow, University of Illinois at UrbanaChampaign,
Incorporating Innovative Items into a Licensing Exam: An Analysis of Psychometric Properties of Simulations
Siang Chee Chuah, University of Illinois, Fritz Drasgow, University of Illinois at UrbanaChampaign,
Thwarting Cheaters on Computerized Tests
Fritz Drasgow, University of Illinois at UrbanaChampaign, Discussant
Submitted by Alan D. Mead, cubrewer@yahoo.com
152. Practitioner Forum: Saturday, 12:001:20 Superior A (Level 2)
Employee Socialization and Onboarding: Applied Research and Practice
We present the results of applied research and company practices related to employee onboarding within three large companies. The research presentations will examine the honeymoon effect in early employment and the effects of supervisor continuity on employee satisfaction. Best practices from two newly implemented socialization programs will also be presented.
David Futrell, Eli Lilly & Company, Chair
Nancy DeLay, Eli Lilly & Company, Impact of Supervisor Continuity on Organizational Socialization/Onboarding
Mathian (Mat) Osicki, IBM Corporation, Have You Drank the Big Blue Kool-Aid
Yet? Assimilating and Listening to New IBMers
Sandra R. Fiaschetti, DaimlerChrysler, Onboarding at DaimlerChrysler: What New Recruits Want and How Were Changing
David Futrell, Eli Lilly & Company, How Long Does the Honeymoon Last? (Not as Long as You Think)
Submitted by David Futrell, Dfutrell@Lilly.com
153. Master Tutorial: Saturday, 12:001:20 Mayfair (Level 3)
One CE Credit Available for Attending!
Register at the Session
Subconscious Priming: A New Approach to Goal-Setting Research
Goal-setting theory postulates that goals are direct regulators of behavior. The emphasis is on conscious choice and control of behavior. Recent research in psychology suggests that goals can be activated outside of conscious control with the same effect on behavior. We critically discuss research on subconscious goal activation.
Alex Stajkovic, University of WisconsinMadison, Presenter
Edwin A. Locke, University of Maryland, Presenter
Submitted by Alex Stajkovic, astajkovic@bus.wisc.edu
154. Special Event: Saturday, 12:302:20 Chicago VII (Level 4)
Using Structured Employment Interviews to Predict Multiple Dimensions of Performance
Using original data from field studies, actual interviews, and meta-analytic techniques, these studies investigate how structured interviews may be used to predict multiple dimensions of the performance domain. Implications for both researchers and practitioners will be provided.
Chad H. Van Iddekinge, HumRRO, Chair
Richard Posthuma, University of TexasEl Paso, Co-Chair
James M. Conway, Central Connecticut State University, Interview Dimensions: Validity for Predicting Performance Dimensions: A Construct-Level Analysis
Allen I. Huffcutt, Bradley University, Chad H. Van Iddekinge, HumRRO, A Closer Look at Differences in Interviewer Validity and Reliability
Christopher E. Sager, HumRRO, Jennifer L. Burnfield, Bowling Green State University, Tonia S. Heffner, U.S. Army Research Institute, Christina Sue-Chan, City University of Hong Kong,
IQ and Emotional Intelligence: Mediating the Validity of Situational Interviews
Gary P. Latham, University of Toronto, Richard Posthuma, University of TexasEl Paso,
Structured Interviews and Multiple Dimensions of Performance
Michael A. Campion, Purdue University, Discussant
Martina J. Curtis, Texas Department of Transportation, Discussant
Philip L. Roth, Clemson University, Discussant
Submitted by Richard Posthuma, rposthuma@utep.edu
155. Practitioner Forum: Saturday, 12:301:20 Chicago X (Level 4)
Growing your Career: the Range of Careers for I-O Graduates
This forum is for those interested in learning about the widespread opportunities with an I-O degree. Four current practitioners will describe their vastly different jobs, yet all came from a similar educational background. The intention is to encourage people to look broadly for employment, thinking outside the traditional I-O box.
Jason Lebsack, The Nebraska Medical Center, Chair
Lindsay A. Bousman, University of NebraskaOmaha/Microsoft Corporation, Co-Chair
Mamiko Fujita, REDAC, Inc., Discussant
Valerie Keller, Self Employed, Discussant
Submitted by Jason Lebsack, jlebsack@nebraskamed.org
156. Symposium: Saturday, 12:301:50 Sheraton II (Level 4)
Developmental Work Experiences and Stretch Assignments: Pathways for Growing Leaders
Developmental work experiences have become increasingly recognized as powerful means of growing leader attributes. Empirical research has begun to focus on the influence and moderators of DWEs on leadership criteria. This symposium presents field studies with middle- and upper-level leaders on developmental work experiences, leader attributes, and leadership outcomes.
Stephen J. Zaccaro, George Mason University, Chair
Cary F. Kemp, George Mason University, Co-Chair
Deanna Banks, HumanR, Stephen J. Zaccaro, George Mason University, Developmental Work Experiences and Stretch Assignments: Providing Pathways for Growing Todays Leaders
Paul E. Tesluk, University of Maryland, Paul T. Van Katwyk, Personnel Decisions International, Lisa Dragoni, University of Maryland,
Work Experiences and Developmental Outcomes in Middle Managers and Executives
Lisa Dragoni, University of Maryland, Paul E. Tesluk, University of Maryland, Joyce E. A. Russell, University of Maryland,
Mentoring in Contemporary Organizations: The Role of Job-Based and Individual Factors in Career Mentoring
Kerry A. Bunker, Center for Creative Leadership, Developing Executives for Extraordinary Times: The Paradoxical Demands of Authentic Leadership
Ellen Van Velsor, Center for Creative Leadership, Discussant
Submitted by Cary F. Kemp, ckemp1@gmu.edu
157. Symposium: Saturday, 12:301:20 Ohio (Level 2)
Discrimination in Personnel Assessment: Whats To Be Done?
Labor market diversity has shifted the focus of personnel assessment research from compliance with antidiscrimination laws toward proactive attempts to reduce the systematic error effects of social identity in assessment. The papers in this symposium examine research, theory, and practice designed to understand and reduce job-irrelevant employment discrimination.
Susan E. Jackson, Rutgers University, Chair
Kathlyn Y. Wilson, Florida International University, An Exploration of the Underlying Meaning of Job-Performance Ratings
Dianna L. Stone, University of Central Florida, Eugene F. Stone-Romero, University of Central Florida,
Social-Identity-Based Predictions of Performance Ratings and Related Outcomes
Arjun Bhardwaj, University of Western Ontario, Joerg Dietz, University of Western Ontario, Victoria Esses, University of Western Ontario, The Role of Prejudice in the Discounting of Immigrant Skills
Kathlyn Y. Wilson, Florida International University, Robert G. Jones, Southwest Missouri State University,
Understanding and Reducing Stereotyping Effects in P.A.s: Recommendations From the UK
Robert L. Dipboye, Rice University, Discussant
Submitted by Robert G. Jones, RobertJones@smsu.edu
158. Symposium: Saturday, 12:301:20 Mississippi (Level 2)
Attracting and Keeping the Best and the Brightest
As a result of the changes in the work world the psychological contract, loyalty, and trust are history. How will a viable workforce be recruited and kept to meet the needs of industry and government? The symposium will describe the strategies of Human Resources experts.
Walter Reichman, Sirota Consulting, Chair
Craig Ramsay, Intuit, How Intuit Attracts and Keeps the Best and the Brightest
Marcia Marsh, Partnership for Public Service, Creating an Employer-of-Choice Environment in the Federal Government
Don M. Moretti, Motorola, The Best and the Brightest: Issues and Answers at Motorola
Douglas A. Klein, Sirota Consulting, Discussant
Submitted by Walter Reichman, walter_reichman@baruch.cuny.edu
159. Practitioner Forum: Saturday, 12:301:50 Michigan A (Level 2)
Practical Implications of Selection Retesters
on Testing Development and Policy
Three papers will be presented that discuss the practical implications of allowing applicants to retake selection tests. Implications of retesters on testing policy and test development will be discussed. Data from one private-sector and two public-sector organizations will be described.
Jill K. Wheeler, Sears, Roebuck & Company, Chair
Julia McElreath, U.S. Department of Homeland Security, J. Anthony Bayless, U.S. Department of Homeland Security, Susan M. Reilly, U.S. Department of Homeland Security, Theodore L. Hayes, Transportation Security Administration,
Applicant Retesters: Who Gets a Second Chance?
Wanda J. Campbell, Edison Electric Institute, A Pragmatic Evaluation of Retests
Patricia A. Harris, U.S. Customs Service, Henry Busciglio, U.S. Customs Service, Rebecca Goldenberg, Bureau of Customs and Border Protection,
An Investigation of the Effects of Applicant Retesting on Assessment Effectiveness: A Look at Practical Implications within the Bureau of Customs and Border Protection
Jill K. Wheeler, Sears, Roebuck & Company, Discussant
Submitted by J. Anthony Bayless, anthony.bayless@dhs.gov
160. Special Event: Saturday, 12:301:20 Superior B (Level 2)
Distinguished Early Career Contributions Award: Modeling Longitudinal Processes
This presentation shows how recent advances in latent variable techniques could provide a unified framework for describing and explaining the different aspects of change over time that may occur in longitudinal processes. Examples of substantive research will be discussed.
Neal W. Schmitt, Michigan State University, Chair
David Chan, National University of Singapore, Presenter
161. Roundtable: Saturday, 12:301:20 Erie (Level 2)
Practical Considerations Regarding Applicant Response Distortion on Noncognitive Selection Instruments
Noncognitive assessment tools offer considerable benefits when included in selection systems but can be susceptible to applicant response distortion. This session offers corporate, academic, and consulting perspectives on addressing response distortion in real-world settings. Company policies, warnings, detection, and feedback are among the issues to be addressed.
John D. Morrison, A&M Psychometrics LLC, Host
Robert F. Goldsmith, Robert Goldsmith & Associates, Co-Host
Theodore L. Hayes, Transportation Security Administration, Co-Host
Sean Robson, Radford University, Co-Host
John A. Weiner, Psychological Services, Inc., Co-Host
Submitted by John D. Morrison, jmorrison@ppicentral.com
162. Symposium: Saturday, 12:301:20 Ontario (Level 2)
Job Search: Tactics, Processes, and Outcomes
Researchers are rapidly moving to include self-regulatory and motivational constructs as predictors of how people search for new jobs. The studies in this symposium build on this foundation by investigating personality traits and motivational processes as antecedents of job-search tactics, search intensity, and job-search success.
John D. Kammeyer-Mueller, University of Florida, Chair
Dana L. Haggard, University of MissouriColumbia, Daniel B. Turban, University of Missouri, Cynthia Kay Stevens, University of Maryland,
Effects of Extraversion and Conscientiousness on Job-Search Tactics and Outcomes
Stephane Cote, University of Toronto, Alan M. Saks, University of Toronto, Jelena Zikic, University of Toronto,
An Examination of the Motivational-Self-Regulatory Model of Job Search
Connie R. Wanberg, University of Minnesota, Zhaoli Song, University of Minnesota, Theresa M. Glomb, University of Minnesota, Sarah Sorenson, University of Minnesota,
Job-Search Persistence: A Time Series Investigation
Edwin A. J. Van Hooft, Free University Amsterdam, Marise Born, Erasmus UniversityRotterdam, Toon W. Taris, Nijmegen University, Henk van der Flier, Free UniversityAmsterdam, Roland W. Blonk, TNO
Work and Employment, Bridging the Gap Between Intentions and Behavior: Implementation Intentions, Action Control, and Procrastination
Ruth Kanfer, Georgia Institute of Technology, Discussant
Submitted by John D. Kammeyer-Mueller, kammeyjd@ufl.edu
163. Interactive Posters: Saturday, 12:301:20 Parlor A (Level 3)
Interactive Posters: Groups, Teams
163-1 Working in Interdisciplinary Research Teams: Why Heterogeneity Matters
In an exploratory study of seven interdisciplinary research teams, the effects of functional heterogeneity were analyzed by means of quantitative and qualitative methods. Whereas high heterogeneity was found to impair team performance, qualitative analyses revealed reasons for this negative relation. Furthermore, strategies and behaviors facilitating interdisciplinary teamwork were identified.
Petra S. Bayerl, Justus-Liebig University of Giessen
Brigitte Steinheider, University of OklahomaTulsa
Submitted by Brigitte Steinheider, bsteinheider@ou.edu
163-2 Effects of Identity Salience on the Cohesion of Diverse Groups
Based on assumptions of social identity theory (Tajfel & Turner, 1986) and self-categorization theory (Turner, 1985) increased identity salience at the superordinate/subordinate group level was expected to influence perceptions of similarities among demographically diverse group members, group cohesion, and group performance. The results provided partial support for the anticipated relationships.
Michael Glenn Anderson, University of Tulsa
Helen C. Harton, University of Northern Iowa
Submitted by Michael Glenn Anderson, andymga@hotmail.com
163-3 Team Composition and Team Performance: The Role of Personality
This study examined the relationships among the five-factor model of personality in the aggregate, team processes, and team performance. Results found that team personality was significantly related to team processes and these processes in turn were significantly related to team performance.
Beng-Chong Lim, Ministry of Defense Singapore
Katherine J. Klein, University of Maryland
Submitted by Beng-Chong Lim, lim_b_c@yahoo.com
163-4 Is There a Big Five in Teamwork?
This paper argues that it is possible to condense what we know about teamwork into five key components, which we put forth as the Big Five in teamwork. Further, we examine how these factors will vary in their importance over the life of the team and team task.
Dana E. Sims, University of Central Florida
Eduardo Salas, University of Central Florida
C. Shawn Burke, University of Central Florida
Submitted by Dana E. Sims, Abbey386@aol.com
164. Poster Session: Saturday, 12:301:20 River Exb Hall A (Level 1)
Surveys, Climate, Culture
164-1 Procedural Justice as Moderator of Psychological Contract Breach Effects
A three-wave longitudinal study of 314 short-term employees was conducted to test Morrison and Robinsons (1997) suggestions that justice perceptions moderate psychological contract breach effects. Using procedures recommended by Edwards (1991, 1996), we found that relations between psychological contract components and outcomes differed depending on justice perceptions.
Greg Irving, Wilfrid Laurier University
Samantha D. Montes, University of Waterloo
D. Ramona Bobocel, University of Waterloo
Submitted by Greg Irving, girving@wlu.ca
164-2 Development and Validation of a Team Orientation Biographical Inventory
As teams become an increasingly important component of organizations (Ancona, 1990), it is necessary to understand workers attitudes toward teams and the impact those attitudes have on other outcomes. The current research develops and validates a biographical data instrument to assess attitudes toward working in teams.
Stefanie K. Halverson, Rice University
Robert L. Dipboye, Rice University
Pamela A. Kennedy, P. Kennedy and Associates
Matt Gallagher, Rice University
Submitted by Stefanie K. Halverson, skh@rice.edu
164-3 Interactive Effects of Politics and Justice on Individual Job Outcomes
In this paper, we investigated the interactive effects of politics, distributive justice, and procedural justice on intentions to turnover and job satisfaction. Six hypotheses of the 3-way interactions were tested in an organizational sample of 311 employees. We found support for five of the studys hypotheses.
Kenneth J. Harris, Florida State University
Martha C. Andrews, University of North
CarolinaWilmington
K. Michele Kacmar, Florida State University
Submitted by Kenneth J. Harris, kennyjharris@hotmail.com
164-4 Collective Climate: Another Look at the Validity of the Construct
Collective climate has been criticized for its method-driven approach and the inability of researchers to map collective climates onto meaningful social collectives. Results of this study add to the evidence in support of collective climate and demonstrate that the prudent use of cluster analysis is indeed appropriate in climate research.
Eric Gerber, University of Georgia
Karl W. Kuhnert, University of Georgia
Submitted by Eric Gerber, Egerber@arches.uga.edu
164-5 Measurement Equivalence of a Job Satisfaction Survey Used Worldwide
This paper tests equivalence of a global job satisfaction survey with Structural Equation Modeling (SEM). Data were collected from 18 countries/areas. Findings indicate that the survey maintains high transportability across countries with cultural similarity. Cultural distance affects the degree of ME cross-culturally. The results support Schwartzs (1999) culture model.
Cong Liu, Illinois State University
Ingwer Borg, University of Giessen
Paul E. Spector, University of South Florida
Submitted by Cong Liu, cliu@ilstu.edu
164-6 Predicting Resistance to Change:
Complementary Roles of Personality and Context
The study examined antecedents and consequences of employees behavioral, affective, and cognitive reactions to a particular organizational change. Information from 177 employees demonstrated that both personality and context were significant at predicting employees attitudes towards the change and, in turn, that these attitudes were significant at predicting several work-related outcomes.
Shaul Oreg, University of Haifa
Submitted by Shaul Oreg, oreg@soc.haifa.ac.il
164-7 Felt Accountability and Political Skill: Their Impact on Job Performance
We examined the interactive relationship of felt accountability and political skill on performance for survivors of a corporate layoff. Results suggested accountability led to higher performance when coupled with high levels of political skill and led to lower performance when accountability was coupled with low levels of political skill.
Wayne A. Hochwarter, Florida State University
Angela Tania Hall, Florida State University
Pamela L. Perrewe, Florida State University
Gerald R. Ferris, Florida State University
Dwight D. Frink, University of Mississippi
Submitted by Pamela L. Perrewe, pperrew@cob.fsu.edu
164-8 Detecting Medication Errors: Important Issues and Directions for Research
Over 7 years of laboratory and field research, influential factors have been identified that can contribute to the problem of medication errors. These factors will be listed and discussed, as will future directions for research so that I-O psychology can help to prevent mishaps in medication dispensing.
Kraig L. Schell, Angelo State University
Anthony Grasha, University of Cincinnati
Sean P. Reilley, Morehead State University
Submitted by Kraig L. Schell, kraig.schell@angelo.edu
164-9 Organizational Culture and Customer Satisfaction:
The Impact of Organizational Level
This study examined the relationships between organizational culture, customer satisfaction, and organizational level. Management and nonmanagement employees perceptions of organizational culture demonstrated a strong, positive relationship with customer satisfaction ratings. However, nonmanagements organizational culture perceptions were significantly stronger predictors of customer satisfaction ratings than were managements culture perceptions.
Stephanie A. Haaland, Linfield College
Daniel R. Denison, International Institute for Management
Development
Douglas E. Haaland, Development Dimensions International
Submitted by Douglas E. Haaland, doug.haaland@ddiworld.com
164-10 Examining Forms of Legitimate Power From an Attributional Perspective
We conducted a factorial experiment and found that causality derived from legitimacy of reciprocity and dependence was perceived to be more internal and more controllable than that derived from formal legitimacy and legitimacy of equity. Following good outcomes, these attributions led to higher degrees of positive reactions.
Mahfooz A. Ansari, University of ScienceMalaysia
Siew Fong Chaw, University of ScienceMalaysia
Rehana Aafaqi, University of ScienceMalaysia
Submitted by Mahfooz A. Ansari, mahfooz@usm.my
164-11 Are Reactions to Justice Cross-Culturally Invariant? A Meta-Analytic Review
Cultural influences on justice perceptions were examined in this meta-analysis using 35 studies conducted in non-North American cultures. Results indicated that although justice perceptions were related to employee attitudes, the magnitude of the correlations varied across cultures. Moreover, the moderating role of power distance was not supported in this study.
Andrew Li, University of Arizona
Submitted by Andrew Li, andrew@eller.arizona.edu
164-12 Resistance to Change as a Source of Learning in Organizations
This research examines the potential of emergences of resistance to change to function as a source of organizational learning. Data from an exploratory case study of an organization-wide software implementation indicate the need for a functional understanding of resistance to take full advantage of its diagnostic and pragmatic qualities.
Gregor Jost, London School of Economics
Submitted by Gregor Jost, g.jost@lse.ac.uk
164-13 Effect of Proactive Climate: When Staff Compensates Managers Weakness
This study explores the interactive effect of proactive climate and managers entrepreneurial attributes on center performance in 35 cost centers using multiple sources of data. We hypothesized that climate should enhance managers effect. Moderated regression analyses revealed significant interactions. However, results indicated that the proactive climate played a compensatory role.
Doris Fay, Aston University
Harald Luehrmann, Accenture
Submitted by Doris Fay, d.fay@aston.ac.uk
164-14 PO Fit and Work Attitudes: Examining Multiple-Value Dimensions
Using a large public-sector sample, this study investigated the relationship between PO Fit and work attitudes on several different value dimensions. Results suggest that fit is related to positive work attitudes (measured directly/indirectly) and that affect-related values are stronger predictors of attitudes. Surprisingly, fit was negatively related to tenure.
Christelle C. LaPolice, Personnel Decisions Research
Institutes
J. Patrick Sharpe, U.S. Office of Personnel Management
Submitted by Christelle C. LaPolice, christelle.lapolice@pdri.com
164-15 The Influence of Project Team Culture on Project Success
We explored the influence of project culture on project success criteria (client satisfaction, overall success, increase in project knowledge). Results derived from 222 project members and managers of 71 project teams suggest that project culture influences project success. Leader implications for driving project success by controlling project culture are provided.
Zvi H. Aronson, Stevens Institute of Technology
Thomas G. Lechler, Stevens Institute of Technology
Peter G. Dominick, Stevens Institute of Technology
Submitted by Zvi H. Aronson, zaronson@stevens-tech.edu
164-16 Is Organizational Survey Response an OCB? An Exploration
The role of OCB in explaining organizational survey response behavior and intention to respond to is examined. OCB, intent to respond, attitudes toward surveys, and past survey behavior were measured in a cross-section of the workforce to reveal that certain OCB dimensions and attitudes toward surveys are related to response behavior.
David Youssefnia, Mercer HR Consulting
Submitted by David Youssefnia, david.youssefnia@mercer.com
164-17 CollectivismIndividualism and Cooperation:
A Cross-Cultural and Cross-Level Examination
This study examines the influence of three levels (i.e., societal, organizational, and individual) of collectivismindividualism on peoples cooperative behaviors in workgroups. We hypothesized interaction effects among those levels. Partial supports for the hypotheses were found, indicating the need for an integrative, cross-level approach to better understand determinants of cooperative behaviors.
Huy Le, University of Iowa
Hannah-Hanh Dung Nguyen, Michigan State University
Terry L. Boles, University of Iowa
Submitted by Huy Le, huy-le@uiowa.edu
164-18 Rater Selection, Number of Raters, and Rating Accuracy
Raters who were selected by ratees were comparable to raters who were not selected, in terms of their ability to discriminate the performance of different ratees. Accuracy was measured by correlating the ratings with a criterion. Rating accuracy increased with the number of raters who rated each ratee.
Jennifer Nieman, Hofstra University
William Metlay, Hofstra University
Ira T. Kaplan, Hofstra University
Submitted by William Metlay, psywzm@hofstra.edu
164-19 Promoting Favorable Attitudes Toward Employee Surveys: The Role of Follow-up
Military and civilian workers attitudes toward a recurrent climate survey were examined. Perceptions of past surveys resulting in follow-up and change predicted survey satisfaction. Employees who witnessed feedback, problem identification, and survey-driven actions were particularly inclined to deem the survey useful, and action was a more important predictor than feedback.
Lori Foster Thompson, East Carolina University
Eric A. Surface, SOFLO/Army Research Institute
Don L. Martin, North Carolina State University
Gary B. Barrett, U.S. Army Special Operations Command
Submitted by Lori Foster Thompson, FosterL@mail.ecu.edu
164-20 An Empirical Test of an Innovation Implementation Model
A model for innovation implementation success that highlights the role of manager and supervisors, as well as personnel attitudes toward change was tested based on aggregated data from 66 innovation projects. The data supported the relationship between managerial attitudes toward change and innovation implementation success.
Pedro Ignacio Leiva, Texas A&M University
Satoris S. Youngcourt, Texas A&M University
Robert D. Pritchard, University of Central Florida
Submitted by Pedro Ignacio Leiva, pleiva@neo.tamu.edu
164-21 Predicting Affective Commitment from Individual Culture and Organizational Value Congruence
The study addressed the relation between individual culture orientation (i.e., collectivismindividualism), organizational culture, and affective commitment from a personorganization fit perspective. Polynomial regression was used to assess fit. Data from 288 working students partially supported hypotheses and revealed that value congruence was associated with greater levels of affective commitment.
Dana M. Glenn, University of Houston
Alejandro J. Tyler, University of Houston
Lois E. Tetrick, George Mason University
Submitted by Dana M. Glenn, danaglenn29@hotmail.com
164-22 Cultural Fairness Differences: Testing Four Models for Hong Kong Employees
This study tested four different structural equation models of the relationship between distributive and procedural justice, in addition to their relation to systemic and individual outcome variables, using data from Fields, Pang, and Chiu (2000). It was found that the distributive halo model fit the data best.
Scott M. Reithel, Wayne State University
Boris B. Baltes, Wayne State University
Submitted by Scott M. Reithel, smreithe@hotmail.com
164-23 The Effect of Service Recovery on Customer Satisfaction and Loyalty
Organizational justice-based service recovery strategies were manipulated after a simulated live service failure. Although no statistically significant effects were found, a useful percentage of variance in loyalty, and positive and negative word of mouth was found. Implications for future research are
discussed.
Terri Shapiro, Hofstra University
Comila Shahani-Denning, Hofstra University
Jennifer Ferris, Hofstra University
Submitted by Terri Shapiro, terri.shapiro@hofstra.edu
164-24 Integrating Social Exchange Relationship Constructs: Evaluation of Antecedents and Outcomes
Using confirmatory factor analysis, we found support for the distinctiveness of social exchange relationship constructs, (i.e., organizational supports, trust, and psychological contracts). Furthermore, analyzing data from a sample of 448 employees using structural equation modeling, we examined these constructs as mediators and determined their respective predictive utility of work outcomes.
Amanuel G. Tekleab, Clarkson University
Dan Chiaburu, Washington Metropolitan Area Transit Authority
Submitted by Amanuel G. Tekleab, atekleab@clarkson.edu
164-25 The Usefulness of Organizational Climate Profiles in Predicting
Work-Related Attitudes
This study examined elevation, variability, and shape of organizational climate profiles in predicting branch-level attitudes. Data from 120 bank branches indicated that scatter information (variability, shape) had incremental value beyond the overall climate level in predicting satisfaction, commitment, and intention to stay.
Mathis Schulte, Columbia University
Cheri Ostroff, Columbia University
Angelo Kinicki, Arizona State University
Submitted by Mathis Schulte, ms2187@columbia.edu
164-26 Effects of Perceived Organizational Politics, Agreeableness,
and Self-Monitoring on OCBs
We examined the role of individual differences in moderating the relationship between perceptions of organizational politics and organizational citizenship behaviors (OCBs). Data from supervisorsubordinate pairs were analyzed. Results indicated that in response to perceptions of politics, employees demonstrate different levels of OCBs depending on their levels of self-monitoring and agreeableness.
Christopher C. Rosen, University of Akron
Chu-Hsiang Chang, University of Akron
Paul E. Levy, University of Akron
Submitted by Christopher C. Rosen, ccr3uakron@hotmail.com
164-27 Managing Multiple Workplace Tasks:
Tactile Cues and Task-Switching Performance
This research examined the effects of attention-directing tactile cues on task-switching performance. Data indicate that tactile cues enabled participants to respond to more interrupting tasks faster than a control group while not interfering with primary task performance or negatively affecting workload perceptions.
Pamela J. Hopp, Colorado State University
C.A.P. Smith, Colorado State University
Benjamin Clegg, Colorado State University
Eric D. Heggestad, Colorado State University
Submitted by Pamela J. Hopp, phopp@lamar.colostate.edu
165. Community of Interests: Saturday, 12:301:20 River Exb Hall A (Level 1)
Community of Interests: Situational Judgment Methods
Participants can come and go as they like, and chat with others conducting similar projects.
166. Panel Discussion: Saturday, 1:002:50 Sheraton V (Level 4)
360-Feedback in the Real World: Practical Answers to Difficult Questions
360-degree feedback practitioners face many challenging decisions not adequately addressed in the literature. This panel will address topics related to implementation, organizational issues, and technology by sharing views of how 360 should be done. The discussant will use a study of ninety 360 programs to compare expert opinions with actual practice.
Dale S. Rose, 3D Group, Chair
Carol W. Timmreck, The Timmreck Group, Panelist
Robert A. Jako, Kaiser Permanente, Panelist
Allan H. Church, PepsiCo, Panelist
William C. Byham, Development Dimensions International, Panelist
David W. Bracken, Mercer Delta, Panelist
Mark C. Healy, 3-D Group, Discussant
Submitted by Dale S. Rose, drose@3Dgroup.net
167. Practitioner Forum: Saturday, 1:001:50 Missouri (Level 2)
Complex Employee Survey Challenges: Survival Tales and Strategies
Three case studies present the different challenges faced in complex employee survey projects. Xerox found resistance while changing its survey initiatives, HP worked to create a successful survey program following a major merger, and Johnson & Johnson used its survey to promote its corporate credo throughout its businesses worldwide.
Jeffrey A. Jolton, Genesee Survey Services, Inc., Chair
Jeffrey A. Jolton, Genesee Survey Services, Inc., Charissa Roberts, Xerox Corporation,
Xeroxs Employee Engagement Survey: Bringing It Back Together
John Mutschink, HP, Jeffrey A. Jolton, Genesee Survey Services, Inc., HPs Voice of the Workforce Survey: Challenges and Learnings
Paul M. Mastrangelo, Genesee Survey Services, Inc., Charles Corace, Johnson & Johnson, Johnson & Johnson:
Lessons from the Credo Survey
Submitted by Jeffrey A. Jolton, jeff.jolton@gensurvey.com
168. Panel Discussion: Saturday, 1:002:50 Huron (Level 2)
Gaps and Bridges Between I-O and Medical Practice
Facing increasing legal, social, and financial demands, the medical industry more than ever stands to benefit from the services of I-O psychologists. Five diverse experts address key questions exploring the specific needs and concerns of the medical community, toward advancing the social relevance of I-O psychology as an applied science.
Robert P. Tett, University of Tulsa, Chair
Kevin E. Fox, University of Tulsa, Co-Chair
Eduardo Salas, University of Central Florida, Panelist
Debra A. Major, Old Dominion University, Panelist
Terrance Michael Donnelly, M.D. Anderson Cancer Center, Panelist
Kevin R. Brady, Advocate Health Care, Panelist
Douglas N. Jackson, Sigma Assessment Systems, Inc, Panelist
Submitted by Kevin E. Fox, Kevin-Fox@utulsa.edu
169. Panel Discussion: Saturday, 1:302:50 Chicago VI (Level 4)
The University of Michigan Court Cases: Promises and Problems
The Supreme Court decisions in the University of Michigan cases give rise to several issues regarding the future of selection practices. We will focus on understanding holistic assessment and the decision-making processes in admissions and organization staffing.
Milton Hakel, Bowling Green State University, Chair
Michael Doherty, Bowling Green State University, Panelist
Mary L. Tenopyr, Independent Consultant, Panelist
Michael D. Mumford, University of Oklahoma, Panelist
Michael A. Campion, Purdue University, Panelist
Submitted by Milton Hakel, mhakel@bgnet.bgsu.edu
170. Education Forum: Saturday, 1:302:50 Chicago X (Level 4)
Faculty Strategies That Help Undergraduates Gain Research Experience
Most undergraduates only conduct research as part of their required research methods course. We think it is important for undergraduates, especially those interested in industrial-organizational psychology, to get further involved in the research process and this forum will cover strategies that faculty can use to help undergraduates gain research experience.
Jennifer L. Lucas, Agnes Scott College, Chair
Jennifer L. Lucas, Agnes Scott College, Conducting Research with Undergraduate Students Using Elective Senior-Level Research Courses
Patrick A. Knight, Kansas State University, Advising in Preparation for Undergraduate Research
Amber B. Raley, Agnes Scott College, Creating Research Opportunities as an Undergraduate Student: One Students Perspective
Deborah E. Rupp, University of Illinois at UrbanaChampaign, Opportunities for Undergraduate Research at a Large Research University
Stephen J. Vodanovich, University of West Florida, Involving Undergraduate Students in Research at a Medium-Sized University
Rosemary Hays-Thomas, University of West Florida, Discussant
Submitted by Jennifer L. Lucas, jlucas@agnesscott.edu
171. Symposium: Saturday, 1:302:50 Sheraton I (Level 4)
The Impact of Telework on WorkFamily Conflict, Recruitment, and Performance
This symposium examines the relationship between telework and organizational outcomes. It will be demonstrated that the introduction of telework and flexible scheduling can positively impact recruitment for individuals who experience work-to-family conflict. In addition, once employees telework, the establishment of interaction between leaders and followers is associated with lower workfamily conflict.
Nancy DeLay, Eli Lilly & Company, Chair
Donald D. Davis, Old Dominion University, Janet L. Bryant, Old Dominion University, Rebecca D. Vandever, Old Dominion University, Katherine Selgrade, Old Dominion University,
LeaderMember Exchange, WorkFamily Conflict, and Performance Among Teleworkers
Cathleen A. Swody, University of Connecticut, Russell A. Matthews, University of Connecticut, Janet L. Barnes-Farrell, University of Connecticut,
Telework and Flextime as Recruitment Incentives for New Professionals: Anticipating the Impending WorkFamily Crunch
Timothy Golden, University of Connecticut, Telecommuting and WorkFamily Conflict: Is it Hype, Myth, or Reality?
Submitted by Nancy DeLay, Delay_Nancy@lilly.com
172. Practitioner Forum: Saturday, 1:302:50 Sheraton III (Level 4)
Managing Diversity: Searching for Organizational Best Practices
In the next 5 years, 40% of the entrants to Americas workforce will identify as minority group members. This demographic shift presents great challenges and opportunities. Our forum focuses on methods to assist practitioners in leveraging the benefits of diversity through organizational best practices, training methods, and methodological assessment.
Rhonda L. Gutenberg, Gantz Wiley Research, Chair
Nicole Krzmarzick, Gantz Wiley Research, Kerry R. Moechnig, Gantz Wiley Research, Elizabeth A. Repko, Gantz Wiley Research,
Designing an Organizational Practice Profile to Manage a Diverse Workforce
Carol T. Kulik, University of Melbourne, Effective Diversity Management: The PracticeResearch Gap
Richard S. Tallarigo, U.S. Department of Defense, How Do Senior Leaders Think About Diversity?
Pamela J. Hopp, Colorado State University, George C. Thornton, Colorado State University,
Indicators and Correlates of Diversity Enhancement Acceptance Activities Among Staff
John C. Peoples, Global Lead Management Consulting, Discussant
Submitted by Kerry R. Moechnig, kmoechnig@gantzwiley.com
173. Panel Discussion: Saturday, 1:302:50 Sheraton IV (Level 4)
When Bad Things Happen to Good Validation Studies
At times, validation studies produce unexpected results or challenges. Selection experts from government, internal and external consulting, and academia were presented a series of selection dilemmas and asked what they would do in these situations. Their answers will be summarized and presented, highlighting similarities and differences across the four groups.
Mark LoVerde, Personnel Research Associates, Inc., Co-Chair
Michael Olson, Personnel Research Associates, Inc., Co-Chair
Timothy Buckley, U.S. Office of Personnel Management, Panelist
Mary L. Kelly, Personnel Research Associates, Inc., Panelist
Nancy L. Rotchford, Ingram Micro, Panelist
Michael J. Zickar, Bowling Green State University, Panelist
Emily G. Solberg, Personnel Research Associates, Inc., Contributor
Scott A. Young, Personnel Research Associates, Inc., Contributor
Submitted by Mary L. Kelly, mkelly@pra-inc.com
174. Practitioner Forum: Saturday, 1:302:50 Ohio (Level 2)
Beyond Translations and Time Zones: Best Practices in Global Surveying
Cultural and geographic differences can dramatically impact the successful rollout of any program in a global organizationand that includes surveys. Practitioners from three companies with flourishing global employee opinion and 360-feedback survey programs will share their insights, best practices, and lessons learned about effective global survey administration.
Anna R. Erickson, Questar, Chair
Mariangela Battista, Starwood Hotels & Resorts, Tia Whitlock, Questar, Establishing a Global 360-Degree Feedback Program at Starwood Worldwide
Jayson Shoemaker, 3M, Douglas D. Molitor, 3M, Global Survey Administration at 3M
Andrea M. Konz, S. C. Johnson, Deploying Global Employee Opinion and 360 Feedback Processes
Submitted by Anna R. Erickson, Anna-Erickson@mn.rr.com
175. Symposium: Saturday, 1:302:50 Mississippi (Level 2)
Beyond Folk Psychology: Conceptual and Theoretical Advances in Conscientiousness
Conscientiousness is an important trait, predicting performance across all jobs. However, our understanding of it is conflicting and mostly descriptive. Addressing this, we highlight recent clarifying advances: separating it from a sixth personality factor, precisely identifying its most useful facets, and developing a mathematical model explaining its relationship to performance.
Carolyn M. Parish, College of William and Mary, Chair
Piers Steel, University of Calgary, Co-Chair
Kibeom Lee, University of Calgary, Michael C. Ashton, Brock University, Task-Related Conscience and Moral Conscience: They are Two Different Factors
Carolyn M. Parish, College of William and Mary, Development of a Hierarchical Model of Conscientiousness
Piers Steel, University of Calgary, A Meta-Analysis of Procrastination and a Mathematical Model of Motivation
Avraham N. Kluger, Hebrew University, Discussant
Submitted by Carolyn M. Parish, cmpari@wm.edu
176. Symposium: Saturday, 1:302:50 Arkansas (Level 2)
The Substantive Nature of Performance Change: New Conceptualizations and Findings
Despite the plethora of research on the dynamic nature of job performance, we still know little about the substantive nature of performance change. This symposium extends previous work by conceptualizing the construct of performance change and by testing its nomological network across levels of analysis in a variety of settings.
Gilad Chen, Georgia Institute of Technology, Chair
Gilad Chen, Georgia Institute of Technology, Robert E. Ployhart, George Mason University,
Time for a Change: Towards a Theory of Performance Change
Lynn A. McFarland, George Mason University, Crystal Michele Harold, George Mason University, Deirdre E.
Lozzi, George Mason University, Job Performance Changes: The Relative Contribution of Ability and Training
John E. Mathieu, University of Connecticut, Lisa Blough, University of Connecticut, Michael
Ahearne, University of Connecticut, Team Influences on Performance Trajectories Following a Sales Automation Intervention
Erin Page, Georgia Institute of Technology, Gilad Chen, Georgia Institute of Technology,
Team Performance Change: The Roles of Team Composition Variables
Kevin R. Murphy, Pennsylvania State University, Discussant
Submitted by Gilad Chen, gilad.chen@psych.gatech.edu
177. Practitioner Forum: Saturday, 1:302:50 Colorado (Level 2)
Perspectives on Pulse Surveys
Pulse surveys are increasingly used as a complement to, or replacement for, more traditional EOS efforts. The session provides a conceptual overview (e.g., definition, use, similarities/differences vs. traditional surveys) and explores the history, implementation issues, advantages/disadvantages, and key learnings about Pulse surveys through three practitioner perspectives.
Kyle Lundby, Data Recognition Corp, Chair
Kristofer J. Fenlason, Data Recognition Corp, Terry Gaylord, Payless ShoeSource, Inc., Carrie Christianson
DeMay, Data Recognition Corp, Pulse Surveys: An Overview
Joe Colihan, IBM, The IBM Global Pulse Survey: Making the Move Toward Frequent, Small-Sample Surveys
Frederick M. Siem, Boeing Company, Jody Toquam-Hatten, Boeing Company, Description and Evaluation of a Pulse Survey at the Boeing Company
Tom Rauzi, Dell, Inc., The Evolution of Employee Surveying at Dell: Variations on the Pulse Survey Theme
Submitted by Kristofer J. Fenlason, kfenlason@datarecognitioncorp.com
178. Education Forum: Saturday, 1:302:50 Michigan B (Level 2)
Successful Teaching Tools to Make I-O Classes Sexier
Much of industrial-organizational psychology is conceptual and can sound tedious and dull to the naive undergraduate ear. We offer a collection of tools, some original, that have a track record of engaging students and creating an active classroom. You will leave this session prepared to use all of them.
Wendi J. Everton, Eastern Connecticut State University, Chair
Wendi J. Everton, Eastern Connecticut State University, Adapting the Critical Incidents Technique to Understand Professor Behaviors
Elise L. Amel, University of St. Thomas, Resume Critiques as a Means to Understanding Job Analysis
Peter D. Bachiochi, Eastern Connecticut State University, Illustrating Criterion Relevance, Deficiency, and Contamination with Teaching Evaluation Forms
Christopher W. LeGrow, Marshall University, Performance Improvement and Conflict Avoidance: An Exercise in Providing Negative Performance Appraisal Feedback to Employees
Carrie A. Bulger, Quinnipiac University, Class Activity to Introduce Leadership Research in an I-O Psychology Course
Jeffrey M. Stanton, Syracuse University, Multigroup, Multistage Prisoners Dilemma as an Exercise to Explore Interteam Cooperation and Competition
Kimberly K. Buch, University of North CarolinaCharlotte, Steven G. Rogelberg, University of North CarolinaCharlotte,
A Quick Briefing About Fast Feedback in the Classroom
Submitted by Wendi J. Everton, evertonw@easternct.edu
179. Symposium: Saturday, 1:302:50 Superior A (Level 2)
Beyond the Message: Communication Media,
Fairness Perceptions, and Employee Reactions
Organizations have multiple communication channel alternatives but little information about how employees will respond to the use of these various communication media. This symposium integrates a conceptual overview and three empirical studies examining the interrelationships among communication channels, fairness perceptions, and other employee reactions to organizational communication.
Suzanne S. Masterson, University of Cincinnati, Chair
Zinta S. Byrne, Colorado State University, Co-Chair
Suzanne S. Masterson, University of Cincinnati, Zinta S. Byrne, Colorado State University,
Communication Channels, Fairness Perceptions, and Employee Reactions: Identifying the Links
Zinta S. Byrne, Colorado State University, Suzanne S. Masterson, University of Cincinnati, D. Apryl Rogers, Colorado State University,
Communication Medium and Message: Effects on Fairness Perceptions and Reactions
David L. Patient, University of British Columbia, Daniel Skarlicki, University of British Columbia,
Communication Channel: When and Why it Matters to Interpersonal Justice
Christopher D. Zatzick, Simon Fraser University, Marta M. Elvira, University of CaliforniaIrvine,
Channel Richness and Employee Outcomes: The Mediating Role of Justice
Jerald Greenberg, The Ohio State University, Discussant
Submitted by Suzanne S. Masterson, suzanne.masterson@uc.edu
180. Symposium: Saturday, 1:302:50 Superior B (Level 2)
Automated Text Analysis in I-O Psychology: Research to Practice
Computer software is used to identify key information in job announcements, summarize content patterns in performance appraisals, match qualified employees to job tasks, and score essays written by job applicants. The potential for automated text analysis to solve current selection and training problems faced by the federal government is discussed.
John M. Ford, U.S. Merit Systems Protection Board, Chair
Gary W. Carter, Personnel Decisions Research Institutes, David W. Dorsey, Personnel Decisions Research Institutes, William J.
Niehaus, SRA International, The Use of Transactional Data in Occupational Analysis: Textmining of Online Job Listings
Alix L. Roberts, U.S. Office of Personnel Management, John M. Ford, U.S. Merit Systems Protection Board, Thomas A.
Stetz, National Imagery and Mapping Agency, Automated Content Analysis of Promotion Recommendations
Darrell Laham, Knowledge Analysis Technologies, Winston Bennett, Air Force Research Laboratory, Thomas K.
Landauer, University of ColoradoBoulder, Matching Jobs, People, and Instructional Content: An Innovative Application of a Latent Semantic Analysis-Based Technology
Michael Littman, Brainbench, Phillip Shelton, Brainbench, Automated Scoring of Written English Language Proficiency Assessments
Ernest M. Paskey, U.S. Office of Personnel Management, Discussant
Submitted by John M. Ford, johnf@us.net
181. Symposium: Saturday, 1:302:50 Ontario (Level 2)
Advancing Personality, Performance, and Biodata Measurement Using Modern Statistical Methods
The changing nature of organizations, an aversive economic climate, and the increased use of noncognitive tests give rise to a number of unique challenges for personnel testing and selection. This symposium presents four empirical studies that address these challenges through the development and application of modern statistical methods.
Joselito C. Lualhati, Global Skills X-Change, Chair
Stephen Stark, University of South Florida, Oleksandr Chernyshenko, University of Canterbury,
Computerized Adaptive Measures of Performance and Personality: Improvements in Item Selection and Scoring
Wayne C. Lee, University of Illinois at UrbanaChampaign, Decision Tree Methodology: A Tool for Test Development and Validation
Oleksandr Chernyshenko, University of Canterbury, Stephen Stark, University of South Florida,
Investigating the Measurement and Relational Equivalence of Conscientiousness Facets Between the United States (U.S.) and New Zealand
(N.Z.)
Kate Walton, University of Illinois, Brent Roberts, University of Illinois, Studying Personality Change Over Time Using Item Response Theory
Fritz Drasgow, University of Illinois at UrbanaChampaign, Discussant
Andrew Miner, Target Corporation, Discussant
Submitted by Joselito C. Lualhati, jlualhati@gskillsxchange.com
182. Education Forum: Saturday, 1:302:50 Mayfair (Level 3)
Undergraduate I-O Psychology: Teaching for Engaged and Enhanced Learning Experience
For most students an I-O course is the first time they get exposed to our field. We will share different strategies, approaches, and techniques used to teach such a course, to enhance learning, to fully engage the students in learning, and to accommodate different audiences and learning environments.
Gloria M. Pereira, University of HoustonClear Lake, Chair
Michelle (Mikki) Hebl, Rice University, Teaching I-O Psychology With Active Learning and Classroom Sensitivity
Sylvia J. Hysong, University of Houston, Not Your Mothers I-O PsychTeaching I-O Psychology Over the Web
Gloria M. Pereira, University of HoustonClear Lake, Michelle Howison, Burr Wolff LTD,
Teaching I-O with a Practical, Hands-On Approach
Scott Tonidandel, Davidson College, Putting I-O Back in I-O: Integrating I-O Applications in an Undergraduate Survey Course
Submitted by Gloria M. Pereira, pereira@cl.uh.edu
183. Special Event: Saturday, 1:302:20 Parlor A (Level 3)
Interactive Posters: Surveys, Climate, Culture
183-1 Customer Service Interests: Effects of Satisfaction, Commitment, and Fairness
Five of six facets of satisfaction, two of three components of organizational commitment, and perceptions of fairness were related to customer service interests for fast food employees
(N = 128). Affective commitment, satisfaction with work, and satisfaction with pay predicted 60% of the variance in customer service interests in a stepwise regression.
Sheri Daniel, Western Kentucky University
Adrian Thomas, Auburn University
Submitted by Adrian Thomas, thomaa6@auburn.edu
183-2 An Attributional Perspective of Psychological Contract Breach and Violation
This study examined the process through which breaches of the psychological contract influence feelings of psychological contract violation. Causal, responsibility, and blame attributions were explored as mediators of this cognitionemotion relationship. The relationship between psychological contract violation, organizational cynicism, and organizational citizenship behaviors was also examined.
Michael A. Zottoli, Nationwide Insurance
John P. Wanous, The Ohio State University
Submitted by Michael A. Zottoli, zottoli.1@osu.edu
183-3 Trait Mood and Its Impact on Processing Organizational Justice Information
The current study examined the dual influence of trait mood on employees fairness perceptions. First, mood was used as information when judging different aspects of organizational justice. Second, the different information processing strategies associated with different moods (i.e., chronic PA versus NA) moderated focal justiceattitude relationships.
Russell E. Johnson, University of Akron
Submitted by Russell E. Johnson, rej1@uakron.edu
183-4 Negative Affectivity in Procedural JusticeJob Satisfaction Relations
We examined the moderating effect of negative affectivity in the relation between perceptions of procedural justice and job satisfaction in a two-wave panel study of 173 employees. Results indicated that procedural justicejob satisfaction relations were stronger for those individuals low in negative affectivity than for those high in negative affectivity.
Greg Irving, Wilfrid Laurier University
D. Ramona Bobocel, University of Waterloo
Samantha D. Montes, University of Waterloo
Submitted by Greg Irving, girving@wlu.ca
184. Poster Session: Saturday, 1:302:20 River Exb Hall A (Level 1)
Work and Family, Career Management, Socialization
184-1 Understanding the Antecedents of Participating in an Alternative Work Arrangement
This research examined the beliefs employees have about participating in an alternative work arrangement (AWA) and how those beliefs influence an employees decision to participate in an AWA. Results supported the prediction that employees are reluctant to utilize AWAs because they fear there will be negative career consequences.
Alyson Landa Margulies, McDonalds Corporation
Submitted by Alyson Landa Margulies, alyson.margulies@mcd.com
184-2 Doing Things Right or Doing the Right Thing
The performance of specific tasks, namely developmental tasks, positively influences ones career opportunities. This study shows that women choose to perform less developmental tasks than men. Furthermore, men choose their tasks to show their capabilities; women choose their tasks to avoid failure. These motives and self-efficacy influence task choice.
Irene E. de Pater, University of Amsterdam
Annelies E. M. Van Vianen, University of Amsterdam
Agneta H. Fischer, University of Amsterdam
Wendy Van Ginkel, University of Amsterdam
Submitted by Irene E. de Pater, i.e.depater@uva.nl
184-3 Multiple Tenure Measures as Moderators of the
LMX-Promotability Relationship
We examined the moderating effects of relationship, job, and organizational tenure on the link between relationship quality and promotability. Using a matched set of 187 supervisorsubordinate dyads, we found that individuals in high (low)-quality relationships received higher (lower) promotability ratings when they had either long relationships or organizational tenure.
Kenneth J. Harris, Florida State University
K. Michele Kacmar, Florida State University
Dawn S. Carlson, Baylor University
Submitted by Kenneth J. Harris, kennyjharris@hotmail.com
184-4 Socialization Efforts, Content, and Outcomes: A Mediational Approach
This longitudinal field study examined how socialization efforts affect new-employee mastery of socialization content and, in turn, important socialization outcomes. Results, based on 185 new employees, were highly supportive as the mastery of socialization content mediated, either partially or completely, the hypothesized relationships between socialization efforts and outcomes.
Howard J. Klein, The Ohio State University
Jinyan Fan, The Ohio State University
Kristopher J. Preacher, University of North Carolina
Jinyan Fan, The Ohio State University
Submitted by Howard J. Klein, klein_12@cob.osu.edu
184-5 Using SOC to Reduce Job/Family Stressors: Effective When It Matters
Results indicate that in high resource demand situations there is a larger relationship between the use of selection, optimization, and compensation (SOC) behaviors and reduced amounts of job/family stressors than found in previous research. Thus, SOC behaviors appear effective in reducing job/family stressors in the most demanding work-family conflict situations.
Angela K. Pratt, Wayne State University
Lindsey Marie Young, Wayne State University
Boris B. Baltes, Wayne State University
Submitted by Angela K. Pratt, apratt@sun.science.wayne.edu
184-6 Predictors of Networking Intensity and Quality Among White-Collar Job Seekers
This research examined individual differences as predictors of networking intensity among a group of white-collar job seekers. Perceived network quality is also examined as a new and potentially important aspect of networking. Results suggest that proactive personality and age are important predictors of both network quality and networking intensity.
Tracy A. Lambert, University of Georgia
Melissa A. Payton, University of Georgia
Lillian T. Eby, University of Georgia
Submitted by Tracy A. Lambert, lamberta@uga.edu
184-7 Correlates and Consequences of Being Tied to an Electronic Leash
Communication technologies have made it increasingly feasible for employees to stay connected to work when they are not in the office. In this study, we investigate how the use of communication technologies after traditional work hours relates to individual characteristics and employee worklife conflict.
Julie B. Olson-Buchanan, California State UniversityFresno
Wendy R. Boswell, Texas A&M University
Submitted by Wendy R. Boswell, wboswell@tamu.edu
184-8 Drawing the Line: Validating a Measure of Work/Nonwork Boundary Strength
The psychometric properties of a measure of work/nonwork boundary strength were examined. CFAs confirmed the two-factor structure of the measure and the importance of differentiating work-to-home boundary strength from home-to-work boundary strength. CFAs also provided evidence that boundary strength and workfamily conflict are distinct constructs.
Tracy D. Hecht, University of Manitoba
Natalie J. Allen, University of Western Ontario
Submitted by Tracy D. Hecht, hechttd@ms.umanitoba.ca
184-9 Exploring the Nomological Network of Work/Nonwork Boundary Strength
This study explored relations between work/nonwork boundary strength, job performance ratings, work attitudes, and employee well-being. Support was found for distinguishing between work-to-home boundary strength and home-to-work boundary strength, as the two constructs had different patterns of correlates. In both cases, significant relations were found with other work-related variables.
Tracy D. Hecht, University of Manitoba
Natalie J. Allen, University of Western Ontario
Submitted by Tracy D. Hecht, hechttd@ms.umanitoba.ca
184-10 The Influence of Autonomy on WorkFamily Conflict and Job Satisfaction
This study examined the moderating influence of autonomy on workfamily conflict and job satisfaction, a relationship not thoroughly evaluated in existing research. Results indicated support for a model incorporating both workfamily conflict and autonomy as predictors of job satisfaction.
Laura Wheeler Poms, George Mason University
Submitted by Laura Wheeler Poms, lpoms@gmu.edu
184-11 Convergence Between Bidirectional Measures of
WorkFamily Conflict: A Meta-Analysis
The overlap between measures of work-to-family and family-to-work conflict and their pattern with external correlates were meta-analytically investigated. The sample size weighted mean observed correlation across 25 samples was .38 (the reliability corrected correlation was .48). Implications are outlined for the discriminant validity of bidirectional measures.
Jessica R. Mesmer-Magnus, Florida International University
Chockalingam Viswesvaran, Florida International University
Submitted by Jessica R. Mesmer-Magnus, jessica.mesmer@fiu.edu
184-12 Antecedents of WorkFamily Conflict: A Review and Meta-Analysis
This meta-analytic review examines the relative effects of proposed antecedents on work interference (WIF) with family and family interference with work (FIW). Work-related antecedents are more strongly related to WIF; whereas nonwork-related antecedents have a stronger effect on FIW. Demographic variables have a congruently low relationship to WIF and FIW.
Kristin Lynn Byron, Rochester Institute of Technology
Submitted by Kristin Lynn Byron, kbyron@cob.rit.edu
184-13 Reassessing WorkFamily Conflict as a Mediating Variable
Using two employee samples surveyed 5 years apart, we found no support for workfamily conflict as a mediator of relationships between organizational workfamily supports and employee attitudes. Instead, supportive workfamily cultures were directly related to employees satisfaction and commitment to their organizations, and satisfaction was negatively related to turnover intentions.
Michael K. Judiesch, Manhattan College
Karen S. Lyness, Baruch College, CUNY
Cynthia A. Thompson, Baruch College, CUNY
Laura L. Beauvais, University of Rhode Island
Submitted by Michael K. Judiesch, michael.judiesch@verizon.net
184-14 A Randomized Experimental Study on Formal Mentoring Effectiveness
This paper reports results from a pretestposttest randomized experiment study with control group comparing the impact of high and low mentoring programs. Results indicated increases in performance and other outcomes by both high and low mentoring program participants with larger gains made by the high facilitated group.
Toby M. Egan, Texas A&M University
Zhaoli Song, University of Minnesota
Submitted by Zhaoli Song, zsong@csom.umn.edu
184-15 Retirement Decision Making: The Influence of Work-Role Attachment Theory
This study examined three dimensions of work-role attachment theory, and their relationship with retirement decisions. Individuals with high levels of career commitment were less likely to retire. No relationship was found between organizational commitment and retirement decisions, and those with higher levels of job involvement were more likely to retire.
Jamie D. Jacobson, University of WisconsinOshkosh
Gary A. Adams, University of WisconsinOshkosh
Simon Moon, University of WisconsinOshkosh
Submitted by Jamie D. Jacobson, jamie_fonfara@hotmail.com
184-16 Antecedents and Consequences of Perceived Family Discrimination in the Workplace
Little is known about the organizational factors influencing perceptions of family discrimination in the workplace. Findings indicated that perceived family discrimination generally mediated the relationship between workplace antecedents and outcomes. Family supportive policies and practices positively impacted perceived family discrimination, and perceived family discrimination negatively impacted employee outcomes.
Christine Dickson, City of San Diego Wastewater Department
Submitted by Christine Dickson, cdickson@san.rr.com
184-17 Family-Supportive Organization Perceptions,
Family-Related Benefits and Organizational Attitudes
A model of the relationship between family-related benefits, perceptions of the organization as family-friendly and attachment to the organization was proposed and tested. Results support both family supportive organization perceptions and perceived organizational support mediate the relationship between organizational supports for work and family and attachment to the organization.
Mary Ann Hannigan, DTE Energy
Submitted by Mary Ann Hannigan,
hanniganm@dteenergy.com
184-18 Leadership, WorkFamily Conflict, and Work Climate: A Multilevel Analysis
This study examined the effects of supervisor personality on subordinate workfamily conflict: predicted results were not found. Further analyses found relationships between subordinate LMX and family-supportive work climate, and between LMX and strain-based work interference with family. Findings show that good leaders create climates that support employees and their families.
Mark Alan Smith, University of South Florida
Elizabeth M. Lentz, University of South Florida
Submitted by Mark Alan Smith, masmit10@mail.usf.edu
184-19 The Frequency and Impact of Daily Childcare Disruptions
This study used an Experience Sampling Method approach to examine full-time, working mothers daily experiences of balancing caregiving and work demands. Results indicated that mothers experienced a considerable number of childcare disruptions, which were directly related to lower work performance and more negative psychological functioning.
Jessica Bigazzi Foster, Purdue University
Submitted by Jessica Bigazzi Foster, jfoster@purdue.edu
184-20 Proactive Personality, Conscientiousness, and the Successful Job Search
A model specifying the antecedents of a successful job search was tested using data from 183 college job seekers. Results demonstrate the unique effects of proactive personality on job-search outcomes through a series of mediating variables. These findings are discussed within the context of the proactive personality literature.
Douglas J. Brown, University of Waterloo
Richard T. Cober, Booz Allen Hamilton
Jarrett H. Shalhoop, University of Akron
Paul E. Levy, University of Akron
Kevin Kane, University of Waterloo
Submitted by Douglas J. Brown, djbrown@watarts.uwaterloo.ca
184-21 Shift Work and Family Status: Effects on Life and Job Satisfaction
We investigated life and job satisfaction in 207 shift-work employees. Results indicated that married shift workers with and without children had higher levels of life and job satisfaction compared to single shift workers without children. The results question the belief that shift work may be detrimental for married employees.
Sarah H. Ipsa, OKI Systems Limited
Mark S. Nagy, Xavier University
Submitted by Mark S. Nagy, nagyms@xu.edu
184-22 The Relationship of Ethnicity With Social Support and WorkFamily Conflict
African-American and White women managers (n = 239) in a large healthcare organization were surveyed about their experience of workfamily conflict and social support in work and family domains. Significant differences were found in which African-American women experienced less family-to-work conflict, as well as less coworker support for work issues.
Amy K. Antani, Illinois Institute of Technology
Roya Ayman, Illinois Institute of Technology
Submitted by Amy K. Antani, amy.antani@advocatehealth.com
184-23 The Relationship Between Formal Mentoring Program Characteristics and Program Outcomes
The present study examined characteristics of formal mentoring programs and outcomes from mentor and protege perspectives. Findings indicate training, training quality, subjective time spent together, and matching input related to program outcomes. In addition, mentor commitment and program understanding serve as mediators of the relationship between program structure and effectiveness.
Tammy D. Allen, University of South Florida
Elizabeth M. Lentz, University of South Florida
Lillian T. Eby, University of Georgia
Rachel Day, University of South Florida
Raymond Charles Ottinot, University of South Florida
Submitted by Tammy D. Allen, tallen@luna.cas.usf.edu
184-24 Measuring Role Conflict in the Work and Nonwork Domains
The current study examined two measures that represent two related yet unique constructs; worklife conflict and workfamily conflict. Results indicated that workfamily conflict was more predictive of turnover intentions when measuring employees with families and worklife conflict was more predictive of turnover intentions when measuring employees with no families.
Ann H. Huffman, Texas A&M University
Satoris S. Youngcourt, Texas A&M University
Carl A. Castro, Walter Reed Army Institute of Research
Submitted by Ann H. Huffman, annhuffman@tamu.edu
184-25 Proactive New Hire Socialization:
Information-Seeking Content Domains and Strategies
It was hypothesized that newcomers would rely on certain strategies (direct inquiry, reflective appraisal, comparative appraisal, trial and error, and written documents) when seeking information in various content domains (role information, technical information, performance feedback, groups norms, social feedback, and organizational goals, norms, and values). Most hypotheses received support.
Kyle E. Brink, Personnel Board of Jefferson County, Alabama
Charles E. Lance, University of Georgia
Submitted by Kyle E. Brink, brinkk@jcpb.co.jefferson.al.us
184-26 Cross-Cultural Measurement Invariance of WorkFamily Conflict
Scales Across English-Speaking Samples
Multisample confirmatory factor analysis was used to determine cross-cultural measurement invariance of the Carlson, Kacmar, & Williams (2000) workfamily conflict scale. Invariance was found between U.S. and Australian/New Zealand sets of men and women for factor patterns, but not for item loadings. Implications for workfamily conflict measurement standardization are discussed.
David E. Herst, University of South Florida
Michael T. Brannick, University of South Florida
Submitted by David E. Herst, dherst@luna.cas.usf.edu
184-27 Responding to Sexual Harassment Complaints:
Effects of a Dissolved Workplace Romance on Decision-Making Standards
Two field experiments were conducted to examine effects of a dissolved workplace romance on raters responses to a sexual harassment complaint. Data from 475 employees provide support for an ethical decision-making framework as an explanation for how individuals make decisions about sexual harassment complaints that stem from prior workplace romances.
Charles A. Pierce, Montana State University
Herman Aguinis, University of ColoradoDenver
Submitted by Charles A. Pierce, capierce@montana.edu
184-28 Nonself-Report Measures of Working Conditions and WorkFamily Conflict
The role of nonself-report and self-report measures of working conditions as predictors of work-to-family conflict was examined. It was found that both types of measures predicted work-to-family conflict and that self-reports mediated the relationship between job demands and work-to-family conflict.
Emily M. Lyle, Fiskars Brands
Gary A. Adams, University of WisconsinOshkosh
Steve M. Jex, Bowling Green State University
Simon Moon, University of WisconsinOshkosh
Submitted by Gary A. Adams, Adamsg@uwosh.edu
185. Community of Interests: Saturday, 1:302:20 River Exb Hall A (Level 1)
Community of Interests: Emerging Leadership Theories
Participants can come and go as they like, and chat with others conducting similar projects.
186. Special Event: Saturday, 2:002:50 Sheraton II (Level 4)
Distinguished Professional Contributions Award: Executive CoachingAt the Crossroads
Executive coaching has rapidly gained space in the toolkit of many I-O psychologists. Where has it come from, where is it now? Will it be just another passing fad, or will it become a fixture of leadership development? Do I-O psychologists have useful expertise, or will they be just one of many, undifferentiated providers?
Joseph L. Moses, Applied Research Corporation, Chair
George P. Hollenbeck, Hollenbeck Associates, Presenter
187. Panel Discussion: Saturday, 2:002:50 Missouri (Level 2)
International Development: You Mean it Isnt the Same Everywhere?
As a result of the globalization of the economy, the frequency of international interaction has expanded. Consultants worldwide are finding new challenges when approaching international development projects. Instead of learning by trial and error, we should all share our experiences.
Jamie L. Borich, Hogan Assessment Systems, Chair
Stephen T. Murphy, Hogan Assessment Systems, Co-Chair
Rostaslav Benak, University of Prague, Panelist
Filip De Fruyt, Ghent University, Panelist
Charmine E. J. Hartel, Monash University, Panelist
Duncan Jackson, Massey University, Panelist
Hunter Mabon, Stockholm University, Panelist
Submitted by Jamie L. Borich, jborich@hoganassessments.com
Coffee Break: Saturday, 3:003:30 Multiple Locations
188. Symposium: Saturday, 3:305:20 Chicago VI (Level 4)
Newcomers in Action: The Role of Proactive Behavior in Socialization
Recent socialization research increasingly highlights the proactive role of newcomers. However, several gaps exist in our understanding of newcomer proactive behavior. This symposium strives to specify the nature of newcomer proactivity, exploring a variety of conceptualizations of proactive behavior and examining potential antecedents and consequences associated with such behavior.
M. Susan Taylor, University of Maryland, Chair
Jennifer A. Marrone, University of Maryland, Co-Chair
Jennifer A. Marrone, University of Maryland, M. Susan Taylor, University of Maryland,
Understanding Change During Newcomer Socialization: A Proposed Theoretical Model of Newcomer Proactive Behavior and Proximal Socialization Outcomes
Tae-Yeol Kim, University of North Carolina, Daniel M. Cable, University of North Carolina, Sang-Pyo Kim, Jinju National University,
Socialization Tactics, Employee Proactivity, and PersonOrganization Fit
Alan M. Saks, University of Toronto, Simon Taggar, Wilfred Laurier University, Blake E. Ashforth, Arizona State University,
A Self-Regulatory Conceptualization of Newcomer Proactive Socialization
Robert C. Liden, University of IllinoisChicago, Talya N. Bauer, Portland State University, Berrin Erdogan, Portland State University, Sandy J. Wayne, University of IllinoisChicago,
An Examination of the Role of Personality in Socialization
Amanuel G. Tekleab, Clarkson University, Taking a Different Perspective: Does Proactive Socialization Lead to Work Outcomes? The Role of Psychological Contract Violations
Mike Crant, University of Notre Dame, Discussant
Elizabeth W. Morrison, New York University, Discussant
Submitted by Jennifer A. Marrone, jmarrone@rhsmith.umd.edu
189. Symposium: Saturday, 3:305:20 Chicago VII (Level 4)
Disabilities in Organizational Settings
Persons with disabilities often face unique obstacles at work. This symposium examines new lines of research concerning employees with disabilities. Participants will discuss a range of disability-related topics, from selection and accommodation issues to understanding why some employees continue to work in the face of severe illness.
James D. Westaby, Columbia University, Chair
Run L. Ren, Texas A&M University, Adrienne J. Colella, Texas A&M University, Ramona L. Paetzold, Texas A&M University,
A Meta-Analysis of Disability Effects on Personnel Decisions: To What Extent is There Discrimination?
David C. Baldridge, Rochester Institute of Technology, John F. Veiga, University of Connecticut,
The Everyday ADA: The Influence of Requestors Assessments on Decisions to Ask for Needed Accomodation
David A. Harrison, Pennsylvania State University, Karen J. Jansen, Pennsylvania State University, Anna T. Florey,
Independent Consultant, Support and Stigma in Requesting Accommodations for Disabilities: Suspending the Normal Rules of Exchange
Arup Varma, Loyola UniversityChicago, Doug Mahony, University of South Carolina, Marl Albarillo, Loyola UniversityChicago,
Selection of Individuals with Disabilities for Expatriate Assignments: The Impact of Stereotypical Fit and Clear Standards
James D. Westaby, Columbia University, Andrea Versenyi, ALS Association Greater New York Chapter, Robert C. Hausmann, Columbia University,
The Decision to Work During Severe Illness and Disability
Adrienne J. Colella, Texas A&M University, Discussant
Submitted by James D. Westaby, westaby@columbia.edu
190. Master Tutorial: Saturday, 3:305:20 Chicago X (Level 4)
1.5 CE Credits Available for Attending!
Register at the Session
Fundamentals of Employment Law: Concepts and Applications
An advanced introduction to employment law as it affects the
practice of I-O psychology. It assumes some understanding of the major laws, primarily enforced by the EEOC. The tutorial focuses on legal concepts and vocabulary, the sources of employment law, and how employment law has developed through court decisions.
Donald L. Zink, Personnel Management Decisions, Presenter
Submitted by Donald L. Zink, donlzink@aol.com
191. Practitioner Forum: Saturday, 3:304:20 Sheraton II (Level 4)
Developing and Implementing Succession Planning Programs
With the recent spate of public executive failures (Enron, WorldCom, etc.), along with the well-publicized dearth of new executive talent, organizations are looking to I-O psychologists for help with succession-planning processes. This practitioners forum will provide a framework for thinking about and implementing objective succession-planning programs.
Jared D. Lock, Hogan Assessment Systems, Chair
Brent D. Holland, Hogan Assessment Systems, Stacia J. Familo-Hopek, UPS, Who Should Lead? Characteristics That Derail the Ascendance of Tomorrows Leaders
Miya Maysent, Personnel Decisions International, John R. Leonard, Valero Energy Corporation,
Postacquisition Succession Planning: Starting From Scratch
Gordon J. Curphy, Curphy Consulting Corporation, Leadership Transitions
and Succession Planning
Jared D. Lock, Hogan Assessment Systems, Company-Wide Succession Planning Across a Multinational Organization
Submitted by Jared D. Lock, Jlock@HoganAssessments.com
192. Practitioner Forum: Saturday, 3:304:50 Sheraton III (Level 4)
Assessing the Impact of Training and Development: Four Case Studies
A focus on and investment in training and development initiatives is of increasing importance for todays organizations. Each presentation will provide a case study of a training evaluation program that includes ideas and lessons learned for ways to effectively manage the challenges of evaluating training impact.
M. Evelina Ascalon, Erasmus UniversityRotterdam, Chair
Deanna Banks, HumanR, Co-Chair
Deanna Banks, HumanR, Using Archival Data to Evaluate Leadership Development Initiatives
Paul R. Bernthal, Development Dimensions International, Practical Approaches to Training Assessment: Linking
Level-4 Data to Training
Abigail D. Toner, HumanR, Inc., An Indirect Look at Skill and Knowledge Improvement: Evaluating Training Through Perceived Improvement and Proficiency
M. Evelina Ascalon, Erasmus UniversityRotterdam, Meena Wilson, Center for Creative Leadership, Ellen Van
Velsor, Center for Creative Leadership, Assessing the Impact of Leadership Development in a European Context
Submitted by Abigail D. Toner, uncabbyt@hotmail.com
193. Symposium: Saturday, 3:305:20 Sheraton IV (Level 4)
Why Dont Assessment Centers Measure What Theyre Supposed to Measure?
Despite their continued popularity, there is still much debate about what assessment centers actually measure. The search for assessment center construct validity has stimulated multiple streams of research activity. This symposium brings together presenters who posit and examine different explanations for findings of a lack of assessment center construct validity.
Jeffrey D. Kudisch, University of Maryland, Chair
Charles E. Lance, University of Georgia, Why Assessment Centers Dont Work the Way Theyre Supposed To
Filip Lievens, Ghent University, Christopher S. Chasteen, University of Oklahoma, Eric Day, University of Oklahoma, Neil D. Christiansen, Central Michigan University,
A Large-Scale Investigation of the Role of Trait Activation Theory
Michelle Bush, University of Tennessee, Robert T. Ladd, University of Tennessee,
An Extension of Trait Activation Theory
David J. Woehr, University of Tennessee, Brian J. Hoffman, University of Tennessee,
Impact of Analytic Approach on Assessment Center Construct Validity
Jeffrey D. Kudisch, University of Maryland, Discussant
Submitted by David J. Woehr, djw@utk.edu
194. Symposium: Saturday, 3:305:20 Sheraton V (Level 4)
Victims Responses to Injustice: New Frontiers in Workplace Justice
Justice research is in need of a better understanding of victims responses to injustice. The proposed symposium presents five empirical studies that seek to enhance our understanding of four aspects of victims responses: the structure of injustice, factors explaining reactions to injustice, factors moderating reactions, and the resolution of injustices.
D. Ramona Bobocel, University of Waterloo, Chair
Deborah E. Rupp, University of Illinois at UrbanaChampaign, Co-Chair
Russell S. Cropanzano, University of Arizona, Marshall Schminke, University of Central Florida, Layne Paddock, University of Arizona,
Revisiting the Structure of Overall Organizational Justice
Deborah E. Rupp, University of Illinois at UrbanaChampaign, Michael R.
Bashshur, University of Illinois at UrbanaChampaign, R. Stephen Smith, George Washington University, Krista D.
Mattern, University of Illinois at UrbanaChampaign, Sharmin Spencer, University of Illinois at UrbanaChampaign, Andrea Silke
Holub, University of Illinois at UrbanaChampaign, Marcus Crede, University of Illinois at UrbanaChampaign, Amanda M. Baldwin, University of Illinois at UrbanaChampaign,
Person and Situational Antecedents to Social Exchange-Based Justice Effects: A Consideration of Multiple Perpetrators
Marie S. Mitchell, University of Central Florida, Maureen L. Ambrose, University of Central Florida,
Is Workplace Deviance a Victims Response to Unfair Exchange?
Camilla M. Holmvall, St. Marys University, D. Ramona Bobocel, University of Waterloo,
Are Fair Procedures Threatening or Reassuring? The Moderating Role of Self-Identity in Reactions to Negative Events
Laurie Barclay, University of British Columbia, James J. Lavelle, University of TexasArlington, Daniel
Skarlicki, University of British Columbia, Robert G. Folger, University of Central Florida,
Repairing Violations of Justice: What Managers Think Victims Want Versus What Victims Want
Debra L. Shapiro, University of Maryland, Discussant
Submitted by Deborah E. Rupp, derupp@s.psych.uiuc.edu
195. Symposium: Saturday, 3:305:20 Ohio (Level 2)
What to Do? Multiple Goals, Resource Allocation, and Self-Regulation
This symposium examines the dynamic allocation of resources (e.g., time, effort) over time. Taking a within-person approach, the studies comprising this symposium reveal important aspects of motivation often neglected or obscured by traditional approaches. In addition, this symposium provides a rare look at resource allocation in simultaneous multiple goal contexts.
Aaron M. Schmidt, University of Akron, Chair
Steve W. J. Kozlowski, Michigan State University, Co-Chair
Jeffrey B. Vancouver, The Ohio University, Laura Nicole Kendall, The Ohio University,
Does Self-Efficacy Negatively Affect Motivation in a Learning Context?
Trevor G. Byrd, Virginia Tech, John J. Donovan, Virginia Tech, Task Prioritization in a Multiple-Goal Setting: What Determines our Division of Resources Between Simultaneous Goals?
Aaron M. Schmidt, University of Akron, Richard P. DeShon, Michigan State University,
The Role of Discrepancies and Superordinate Goal Framing on Dynamic Goal Prioritization
Richard P. DeShon, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Aaron M. Schmidt, University of Akron, Anthony S. Boyce, Michigan State University, Brad A. Chambers, Personnel Decisions Research Institutes, Inc.,
Effects of Implementation Intentions on Individual and Team-Oriented Behavior
Robert G. Lord, University of Akron, Discussant
Submitted by Aaron M. Schmidt, aschmidt@uakron.edu
196. Master Tutorial: Saturday, 3:304:50 Mississippi (Level 2)
The Application of Sociomapping to Executive Team Development
Sociomapping is a new method for analyzing socioeconomic systems that reveals hidden structures within complex systems and monitors their dynamics. Session participants will learn about the development of sociomapping, how to conduct the process, its application in understanding complex social units, and its use in executive team development.
Radvan Bahbouh, Qed & Quod Consulting, Presenter
Rodney Warrenfeltz, Hogan Assessment Systems, Presenter
Submitted by Rodney Warrenfeltz, rodney@hoganassessments.com
197. Panel Discussion: Saturday, 3:304:50 Arkansas (Level 2)
Wont Get Fooled Again? Editors Discuss Faking in Personality Testing
A criticism of personality tests is that they can be faked. Given the impact of selection decisions on organizations and applicants, an open dialogue about the issue of faking is needed. As such, a panel of editors of The Journal of Applied Psychology and Personnel Psychology has been assembled to discuss these issues.
Frederick P. Morgeson, Michigan State University, Chair
Michael A. Campion, Purdue University, Panelist
Robert L. Dipboye, Rice University, Panelist
John R. Hollenbeck, Michigan State University, Panelist
Kevin R. Murphy, Pennsylvania State University, Panelist
Ann Marie Ryan, Michigan State University, Panelist
Neal W. Schmitt, Michigan State University, Panelist
Submitted by Frederick P. Morgeson, morgeson@msu.edu
198. Education Forum: Saturday, 3:304:20 Colorado (Level 2)
Structuring Internship Experiences to Ensure Learning and Professional Development
Internship experiences vary across I-O programs with respect to faculty and student involvement, student experiences, program requirements, and scholarly expectations of this experience. This forum will serve as a professional exchange of ideas to discuss how internships can be structured to maximize student learning and professional development.
Kenneth Sumner, Montclair State University, Chair
Valerie I. Sessa, Montclair State University, Co-Chair
Jennifer D. Bragger, Montclair State University, Co-Chair
Kenneth Sumner, Montclair State University, Valerie I. Sessa, Montclair State University, Jennifer D. Bragger, Montclair State University,
Structuring Internship Experiences to Ensure Learning and Professional Development
Submitted by Kenneth Sumner, sumnerk@mail.montclair.edu
199. Special Event: Saturday, 3:304:20 Missouri (Level 2)
Critical Issues to Consider in Conducting Research on Lesbian, Gay, Bisexual, and Transgender (LGBT) Issues
This program uses an audience-participative format to address LGBT issues. Breakout groups will address: (a) critical LGBT issues in I-O research related to knowledge, theory, and practice; (b) barriers to conducting research (e.g., methodologies, samples, stigma of conducting LGBT research); (c) strategies for overcoming these barriers; and (d) networking possibilities to support LGBT researchers. Groups will reconvene and small group facilitators will summarize results to entire audience.
Michelle (Mikki) Hebl, Rice University, Co-Chair
Scott B. Button, Personnel Decisions Research Institutes, Co-Chair
John M. Cornwell, Loyola UniversityNew Orleans, Small Group Facilitator
Belle Rose Ragins, University of WisconsinMilwaukee, Small Group Facilitator
Brian Welle, Catalyst, Small Group Facilitator
Submitted by Michelle (Mikki) Hebl, Hebl@Rice.edu
200. Education Forum: Saturday, 3:305:20 Huron (Level 2)
Curriculum and Outcomes Assessment: Does Your Program Work?
As I-O psychologists, we expect that organizations will evaluate their training programs. How should we assess I-O programs for their effectiveness? Four panelists will present their experiences and recommendations for evaluating I-O curricula and their outcomes at the undergraduate and graduate level. We encourage the audience to share their experiences.
Janet L. Kottke, California State UniversitySan Bernardino, Chair
John T. Hazer, Indiana University-Purdue University, Indiana, Assessing Curricula: Linking I-O Competencies to Coursework
Richard G. Moffett III, Middle Tennessee State University, Curriculum Assessment for I-O Psychology Graduate Programs: A Multisource Approach
Nancy J. Stone, Creighton University, Assessment in Undergraduate Psychology Departments With an I-O or HR Emphasis
Roni Reiter-Palmon, University of NebraskaOmaha, Outcome Assessment for the I-O Psychology Graduate Program at the University of Nebraska at Omaha
Submitted by Janet L. Kottke, jkottke@csusb.edu
201. Symposium: Saturday, 3:304:50 Ontario (Level 2)
Received Doctrines: Scientific, Professional, Ethical, and Legal Issues
In this symposium, we discuss received doctrines within the context of four ideas that have been accepted on faith, rather than an examination of empirical evidence: the relationship between sex stereotypes and workplace discrimination, the relationship between workplace diversity and organizational performance, groupthink, and the conclusions drawn from meta-analysis.
Rosanna F. Miguel, Barrett & Associates, Inc., Chair
Christopher C. Rosen, University of Akron, Co-Chair
Gerald V. Barrett, Barrett & Associates, Inc., Alfred James Illingworth, University of Akron, Christopher C. Rosen, University of Akron,
Received Doctrines: The Case of Sex Stereotypes and Workplace Discrimination
Daniel J. Svyantek, Auburn University, Jennifer P. Bott, University of Akron, Received Doctrine and the Relationship Between Diversity and Organizational Performance
Ramon J. Aldag, University of WisconsinMadison, Groupthink as Received Doctrine
Eugene F. Stone-Romero, University of Central Florida, Threats to the Validity of Meta-Analyses-Based Inferences
Richard D. Arvey, University of Minnesota, Discussant
Submitted by Christopher C. Rosen, ccr3uakron@hotmail.com
202. Symposium: Saturday, 3:305:20 Mayfair (Level 3)
We know in Part and Prophesy in Part: Supporting Complex Inferences in I-O
As our science progresses, the inferences that we wish to draw become more complex. These complex inferences (e.g., cross-level, moderated mediation) require new analytical techniques and deeper understandings of existing techniques. The papers in this symposium describe efforts to provide such techniques and understandings.
Jose M. Cortina, George Mason University, Chair
John E. Mathieu, University of Connecticut, Scott Taylor, University of Connecticut, David A. Kenny, University of Connecticut,
A Framework for Testing Meso-Mediational Relationships in Organizational
Behavior
Jose M. Cortina, George Mason University, Gilad Chen, Georgia Institute of Technology,
Validity Versus Validation: Distinguishing Between Inference and Evidence
Herman Aguinis, University of ColoradoDenver, James C. Beaty, ePredix, Robert Boik, Montana State University, Charles A. Pierce, Montana State University,
Effect Size and Power in Assessing Moderating Effects of Categorical Variables Using Multiple Regression: A 30-Year Review
Brian H. Kim, Michigan State University, Richard P. DeShon, Michigan State University, Frederick L. Oswald, Michigan State University,
Response Surface Methodology: How Can Interpreting 3-Dimensional Surfaces Improve Our Understanding of Fit?
Jeffrey R. Edwards, University of North Carolina, Lisa Schurer Lambert, University of North Carolina,
An Integrative Framework for Analyzing Moderated Mediation and Mediated Moderation
Lawrence R. James, University of Tennessee, Discussant
Submitted by Jose M. Cortina, jcortina@gmu.edu
203. Interactive Posters: Saturday, 3:304:20 Parlor A (Level 3)
Interactive Posters: Work and Family, Career Management, Socialization
203-1 Antecedents of Negative and Positive Spillover From Work to Family
This study focuses on job- and personality-related antecedents of positive and negative spillover from work to family. The results show that the dimensions of the job demand-control-support model of Karasek predicts negative spillover, whereas job involvement predicts positive spillover. In addition, moderator effects were found for type-A behavior.
Karin Proost, University of Leuven
Hans De Witte, University of Leuven
Tharsi Taillieu, University of Leuven
Karel De Witte, University of Leuven
Submitted by Eva Derous, derous@fsw.eur.nl
203-2 Effects of Work-to-Family Interface on Job Performance
The authors conducted a comprehensive examination of the relationships of workfamily conflict and facilitation with three measures of performance. Results collected on data from a matched set of 151 supervisorsubordinate dyads indicated that conflict has a direct impact on performance, while facilitation directly impacts supervisor recognition but not performance.
Dawn S. Carlson, Baylor University
Lawrence A. Witt, University of New Orleans
Submitted by Lawrence A. Witt, lwitt@uno.edu
203-3 Dispositional Antecedents of WorkHome Interference
This study examined the impact of adaptive and maladaptive perfectionism, self-efficacy, and self-esteem on three forms of workhome interference (WHI). Significant main effects of personality on WHI were obtained. Results indicate that dispositional variables have more predictive power for home interference with work than for work-to-home or behavior-based interference.
Alexandra Beauregard, London School of Economics
Submitted by Alexandra Beauregard, A.Beauregard@lse.ac.uk
203-4 Antecedents of WorkFamily Conflict: A Meta-Analytic Review
The current study is a meta-analysis investigating 31 antecedents of workfamily conflict, specifically within the realm of work characteristics, family characteristics, and individual differences. Findings are discussed and integrated into the current body of literature.
Lindsey Marie Young, Wayne State University
Jesse Michel, Wayne State University
Jacqueline K. Mitchelson, Wayne State University
Boris B. Baltes, Wayne State University
Submitted by Jacqueline K. Mitchelson, jmitch@wayne.edu
204. Poster Session: Saturday, 3:304:20 River Exb Hall A (Level 1)
Global/Diversity Perspectives
204-1 Multiple Crossover Effects and Nonlinear Effects
on Socio-Cultural Adjustment
We propose a model of multiple crossover effects where the effects of spousal adjustment are compounded by several mediating processes that influence an expatriates early return intention. The results of the analyses provide strong support for multiple crossover effects and nonlinear findings regarding parental demands and cultural novelty.
Riki Takeuchi, University of Maryland
David P. Lepak, University of Maryland
Sophia Marinova, University of Maryland
Seokhwa Yun, Montclair State University
Submitted by Riki Takeuchi, rtakeuch@rhsmith.umd.edu
204-2 The Pervasive Role of Stress for Expatriates During International Assignments
Despite the importance of stress, previous expatriate research has not examined the role of stress during the cross-cultural adjustment process in detail. In the present study, we incorporate findings from the stress literature in expatriate adjustment research to propose relationships between stress and adjustment, job performance, and premature return intentions.
Riki Takeuchi, University of Maryland
Mo Wang, Bowling Green State University
Sophia Marinova, University of Maryland
Submitted by Riki Takeuchi, rtakeuch@rhsmith.umd.edu
204-3 Perceived Job Suitability as a Function of Ethnicity
This study examines the effect of candidate race, as revealed through language accent, on perceptions of job suitability, competence, social status, solidarity traits, educational level, and salary potential. The results suggest intergroup differences between minority candidates may be influenced by stereotypes linked to their racial groups socioeconomic status.
Morela Hernandez, Duke University
Submitted by Morela Hernandez, mh31@duke.edu
204-4 Racial Differences in Job Satisfaction: A Multiracial Perspective
This study confirms that racial subgroup differences exist in job satisfaction, but also helps understand why they exist. A sample of federal employees was used to determine which antecedents of job satisfaction resulted in subgroup differences. Results indicate that intrinsic work satisfaction and pay satisfaction have the most meaningful differences.
Deirdre E. Lozzi, George Mason University
Laura Wheeler Poms, George Mason University
Submitted by Deirdre E. Lozzi, dlozzi@gmu.edu
204-5 Cross-Cultural Variation in Employee Attitudes 19902003
Research on multinational companies revealed differences in employee attitudes across regions, with North Americans not the most positive. Organizational leadership was a more important determinant of overall satisfaction than the immediate supervisor. There were determinants of satisfaction that were important across countries and others that were local determinants.
Martin Brockerhoff, Sirota Consulting
Jeanine Andreassi, Baruch College, CUNY/Sirota Consulting
Submitted by Walter Reichman, walter_reichman@baruch.cuny.edu
204-6 The Effect of Preferential Selection on Beneficiaries Self-Evaluations
This study aims to extend previous research on affirmative action and its potentially deleterious effects on gender and racial minorities by testing the hypothesis that self-evaluations are negatively affected by preferential selection. Although results did not support this hypothesis, an interesting effect of qualification information on self-evaluations was found.
Amaira-ni Moros, Hogan Assessment Systems
Submitted by Amaira-ni Moros, ammoros@hotmail.com
204-7 Perceived Organizational Support and Well-Being as Predictors of Expatriates Success
Incorporating organizational support theory, the happy-productive worker hypothesis, and major findings from previous expatriate research, a model was proposed to examine the effects of perceived organizational support, job and life well-being, and organizational commitment on the expatriates performance and premature return intentions. Results support the model.
Mo Wang, Bowling Green State University
Craig D. Crossley, Bowling Green State University
Alan G. Walker, Bowling Green State University
Jessica Blackburn, Bowling Green State University
Submitted by Mo Wang, wangmo@bgnet.bgsu.edu
204-8 Locus of Control and Well-Being:
A Reexamination of Cross-Cultural Generalizability
Meta-analysis was used to quantitatively test whether the locus of controlwell-being relationships generalize across cultures and to estimate the strength of these relationships. Individualismcollectivism was assessed as a moderator, considering both the mean level and variance within 23 cultures.
Emily E. Duehr, University of Minnesota
Deniz S. Ones, University of Minnesota
Submitted by Emily E. Duehr, dueh0005@umn.edu
204-9 WorkFamily Conflict for Expatriates:
Domain-Specific and Domain-Spanning Stressors and Outcomes
We examine domain-specific and domain-spanning antecedents and outcomes of workfamily conflict experienced by expatriates. Using multiple source data (expatriates and spouses), our results demonstrate that time-based work and family variables contribute most to workfamily conflict. Major outcomes include variables indicative of lower performance effort on the job.
Margaret A. Shaffer, Hong Kong Baptist University
David A. Harrison, Pennsylvania State University
Janice R. Joplin, University of Texas at El Paso
Submitted by David A. Harrison, dharrison@psu.edu
204-10 How do Qualifications, Job, Race, and Mood Impact Obesity Discrimination?
We investigated the impact of candidate weight on ratings following a taped interview. We manipulated qualifications, job, race, and weight, and considered rater race and mood effects on ratings. Weight, qualifications, job, and race had some impact on ratings of hireability, performance capacity, flexibility, and interpersonal skills, in varying combinations.
Lisa Finkelstein, Northern Illinois University
Rachel L. F. DeMuth, Northern Illinois University
Donna L. Sweeney, SC Johnson
Submitted by Lisa Finkelstein, lisaf@niu.edu
204-11 Multiple-Hurdle and Compensatory-Model Adverse Impact: A Case Study
The effect of compensatory and six noncompensatory (multiple-hurdle) selection procedures on adverse impact for a police sergeants job (N = 310) was investigated. All procedures had adverse impact against African Americans and procedures with a technical knowledge test as the final hurdle resulted in adverse impact against females.
Martinique Alber, Auburn University
Adrian Thomas, Auburn University
Submitted by Adrian Thomas, thomaa6@auburn.edu
204-12 A Multimethod/Multilevel Study of Diversity Attitudes in the Workplace
This study used multiple measures of diversity and a cross-level model to investigate potential relationships between diversity and attitudes about the climate for diversity in the workplace. Mixed results were found suggesting that the relationship between current organizational diversity and employee attitudes may differ by race.
Bradley J. West, Michigan State University
Ann Marie Ryan, Michigan State University
Submitted by Bradley J. West, westbrad@pilot.msu.edu
204-13 The Relationship Between Economic Threat and Attitudes Toward Affirmative Action
Realistic group conflict theory posits that people support policies that promote their interests. As expected, survey results (N = 827) indicated that in four ethnic groups the strongest predictor of attitudes toward affirmative action was the perceived effect of the plan on opportunities for employees of the respondents ethnicity.
Jennifer L. Knight, Rice University
Stephen L. Klineberg, Rice University
Eden B. King, Rice University
Michelle (Mikki) Hebl, Rice University
Submitted by Jennifer L. Knight, jknight@rice.edu
204-14 Stigma at Work: A Multilevel, Dual-Perspective Theory
No model yet exists through which stigmatization in the workplace can be analyzed and incorporated into I-O psychology. As such, we propose a model that describes the antecedents, manifestations, and consequences of stigmatization at individual, group, and organizational levels from the perspective of the stigmatizer and the target of stigmatization.
Jennifer L. Knight, Rice University
Eden B. King, Rice University
Michelle (Mikki) Hebl, Rice University
Submitted by Eden B. King, eking@alumni.rice.edu
204-15 Using Priority Information in Performance Feedback for Strategic Alignment
Information employees receive in order to align their behavior with strategic objectives is substantial and complex. We examined whether such information is used when provided. Data from multiple organizations over time showed that when priority improvement information is provided, it is related to actual performance improvements, suggesting employees use such complex information.
Satoris S. Youngcourt, Texas A&M University
Joel Philo, Texas A&M University
David C. McMonagle, Texas A&M University
Jose H. David, Texas A&M University
Robert D. Pritchard, University of Central Florida
Submitted by Satoris S. Youngcourt, syoungcourt@tamu.edu
204-16 Self-Perceived Minority Status and Diversity Attitudes: An Exploratory Investigation
The study investigates the relationship between self-perceived minority status (SPMS) and diversity attitudes. SPMS in gender related significantly and positively with diversity attitudes. Race and SPMS in race interacted to predict comfort with difference. Evidence also suggests SPMS for nonminority groups (Whites, men) relates negatively with diversity attitudes.
Judy P. Strauss, California State UniversityLong Beach
Submitted by Judy P. Strauss, jstrauss@csulb.edu
204-17 Personality, Attitudes Toward Diversity, and Propensity to Trust
This study explores relationships between agreeableness, openness to experience, attitudes toward diversity, and propensity to trust. Agreeable people are more likely to trust other people and social institutions. Attitudes toward diversity related positively and significantly to trust in other people but negatively and significantly to trust of social institutions.
Judy P. Strauss, California State UniversityLong Beach
Judith Sparks, California State UniversityLong Beach
Florence Peyre-Hashemi, California State UniversityLong
Beach
Submitted by Judy P. Strauss, jstrauss@csulb.edu
204-18 Diversity and Bottom-Line Performance:
The Moderating Role of LeaderMember Exchanges
This study examines the relationships between diversity and profits, customer satisfaction, and turnover in 348 departments within an organization. The quality of leadermember exchanges was examined as a moderator in these relationships. Results suggest that the diversityoutcome relationships are most favorable for departments with high-quality leadermember exchanges.
Lisa H. Nishii, Cornell University
David M. Mayer, University of Maryland
Harold W. Goldstein, Baruch College, CUNY
Orly Dotan, Baruch College, CUNY
Submitted by Orly Dotan, odotan@gc.cuny.edu
204-19 Factors Influencing Employees Desire to Accept an International Assignment
Analysis of 110 executives indicated that the perception of the influence of an international assignment has a negative impact on desire for an employee to accept an international assignment. Further, both need for achievement and perseverance have a positive impact on desire for an international assignment.
Weichun Zhu, University of NebraskaLincoln
Irene Chew, Nanyang Technological University
Cuifang Li, University of NebraskaLincoln
Submitted by Weichun Zhu, wzhu0@bigred.unl.edu
204-20 Best Practices in Cross-Cultural Training: Can They Be Improved?
The purpose of this paper is to present the best practices of cross-cultural training in terms of what organizations can do and what they are doing. A synthesized set of guidelines regarding the improvement of current practices will be provided.
Lisa N. Littrell, University of Central Florida
Eduardo Salas, University of Central Florida
Submitted by Lisa N. Littrell, li981280@ucf.edu
204-21 Effects of Service Climate, Attitudes,
and Behaviors on the HR-Performance Relationship
We examine service climate, job attitudes, and behaviors as possible mechanisms for the HR practices and firm performance relationship in a sample of 22 supermarkets using data from store employees, store directors, and store performance measures. Results suggest HR practices, service climate, job attitudes, and behaviors are associated with performance.
Theresa M. Glomb, University of Minnesota
Sarah Sorenson, University of Minnesota
Elizabeth Davis, University of Minnesota
Submitted by Theresa M. Glomb, tglomb@csom.umn.edu
204-22 Cultural Diversity Beliefs Scale:
Construct Validity and Factor Structure Analysis
This study examined the factor structure and construct validity of the Cultural Diversity Beliefs Scale. Confirmatory factor analyses, based on two independent samples, provide support for the three-factor solution originally suggested. In addition, correlational analyses indicated that the three factors were positively related to openness, self-efficacy, and attitudes about affirmative action.
Michael B. Hargis, Wayne State University
Eliza W. Wicher, Wayne State University
James M. LeBreton, Wayne State University
Submitted by Michael B. Hargis, michaelbhargis@wayne.edu
204-23 Age and Gender Stereotypes With Regard to Adaptive Performance
This study investigates age, gender, and the interaction of the two types of stereotypes on eight dimensions of adaptive performance. Results give reason for hope and concern with regard to age and gender stereotypes. Legal ramifications, implications for human resources, and future research on stereotypes are discussed.
Sarah DeArmond, Colorado State University
Mary G. Tye, Colorado State University
Peter Y. Chen, Colorado State University
Autumn D. Krauss, Colorado State University
D. Apryl Rogers, Colorado State University
Emily Sintek, Colorado State University
Submitted by Sarah DeArmond, dearm1se@colostate.edu
204-24 Impact of Language Diversity on Team-Members Self-Feelings, Team Perceptions, and Individual Performance
In an experiment, we examined the impact of working with team members who intermittently spoke a foreign language (i.e., Linguistic-Ostracism) or consistently spoke English (i.e., Linguistic-Inclusion). Linguistically-ostracized participants felt more rejected, disliked their coworkers, and perceived lower team potency. Impact on performance depended on personality (extraversion) and work condition (collective/individual).
Orly Dotan, Baruch College, CUNY
Yonata Rubin, Baruch College, CUNY
Kristin L. Sommer, Baruch College, CUNY
Submitted by Orly Dotan, odotan@gc.cuny.edu
204-25 Human Resource Strategy and Entrepreneurial Firm Performance
Interest in the strategic role of human resources in organizations has increased in both scholarly and practical circles. This paper discusses differentials in firm performance, the antecedents of which, we propose, rest in large part with strategic HR practices as mediated by dynamic capabilities.
Joy Karriker, Virginia Commonwealth University
Duane Ireland, University of Richmond
Joseph Coombs, University of Richmond
Submitted by Joy Karriker, karrikerje@vcu.edu
204-26 Strategic HRM: Middle-Level Managers Contributions and Influences of Organizational Culture
This paper suggests that involvement of middle-level managers in strategy formulation improves the external fit (the fit between strategy and HR) and internal fit (the fit among HR practices) in strategic HRM. Further, we discuss how organizational culture can affect the effectiveness of strategic involvement of middle-level managers in strategic HRM.
Thomas Ng, University of Georgia
Jill A. Brown, University of Georgia
Weiwei Yang, University of Georgia
Submitted by Weiwei Yang, wwyang@uga.edu
204-27 Job Burnout/Engagement: Opposite Ends of a Continuum or Independent?
The relationship between burnout and engagement and their generalizability to South Koreans were the focus. Data were collected from a sample of 555 South Koreans. Evidence suggested that burnout and engagement have similar internal structures for South Korean workers. Further, the results suggest a complex overlap between burnout and engagement.
KangHyun Shin, Kansas State University
Ronald G. Downey, Kansas State University
Submitted by Ronald G. Downey, downey@ksu.edu
204-28 Host-Country National Helping on the Adjustment of Expatriates
We examine how ingroupoutgroup categorization influences host-country nationals (HCN) willingness to help socialize expatriates. Consistent with theory, group categorization was negatively related to providing social support. The effects of justice perceptions on willingness to share information were also examined.
Soo Min Toh, University of Toronto
Arup Varma, Loyola UniversityChicago
Angelo S. DeNisi, Texas A&M University
Submitted by Soo Min Toh, stoh@utm.utoronto.ca
204-29 Validity of Context-Specific Versus Broad
Characteristics in International Assignments
Drawing from the literature on expatriate management, a measure named the Global Characteristics Self-Assessment was created involving context-specific personality facets deemed important for international assignments. These context-specific predictors were better predictors of performance than the broad-based five factors of personality.
Julio E. Fernandez de Cueto, Florida International University
Juan I. Sanchez, Florida International University
Submitted by Julio E. Fernandez de Cueto,
julfern@hotmail.com
204-30 Differences in Perceptions of Leadership Between the U.S. and Japan
One hundred twenty-eight Americans were compared to 203 Japanese in leadership perception. Results indicated that Americans perceive personality characteristics as more important for leadership, whereas Japanese perceive skills and behaviors as more important for leadership. Implications for cross-cultural research and multinational organizations were discussed.
Noriko Watanabe, Emporia State University
George B. Yancey, Emporia State University
Submitted by Noriko Watanabe, wnoriko718@yahoo.com
204-31 Selection Discrimination in Spanish HR Officers
This study investigated a variety of factors to determine if discrimination occurred while Spanish HR officers were making selection decisions. Sex was the least important factor in making the selection decisions while communication skills and experience were the most important. In addition, family-friendly organizational cultures were less likely to discriminate.
Steven A.Y. Poelmans, University of Navarra
Miguel A. Canela, University of Barcelona
Carly S. Bruck, Verizon
Nuria Chinchilla, University of Navarra
Submitted by Carly S. Bruck, cbruck@helios.acomp.usf.edu
205. Community of Interests: Saturday, 3:304:20 River Exb Hall A (Level 1)
Community of Interests: Sexual Harassment
Participants can come and go as they like, and chat with others conducting similar projects.
206. Special Event: Saturday, 4:004:50 Sheraton I (Level 4)
Committee on Ethnic Minority Affairs (CEMA)
The host of this session will provide an update on the committees activities during the last year. Following this presentation, new committee members will be selected and new agenda items will be discussed. All SIOP conference participants interested in minority affairs are encouraged to attend. A reception will follow.
Kecia M. Thomas, University of Georgia, Chair
Submitted by Kecia M. Thomas, kthomas@arches.uga.edu
207. Special Event: Saturday, 4:305:20 Colorado (Level 2)
Sidney A. Fine Award for Research on Analytic Strategies to Study Jobs: Improvability Ratings of KSAOs
To what extent do people believe it is possible to improve various KSAOs? These improvability ratings may relate to responses to job analysis surveys, reactions to performance appraisals and selection procedures, and motivation toward learning/development. In addition, improvability ratings of leadership may relate to judgments and administrative recommendations relevant to leader behavior.
Todd J. Maurer, Georgia State University, Chair and Presenter
Michael Lippstreu, Georgia Institute of Technology, Presenter
Todd J. Maurer, Georgia State University, Michael Lippstreu, Georgia Institute of Technology,
Improvability Ratings of KSAOs: Relevance to the Study of Jobs
Michael Lippstreu, Georgia Institute of Technology, Todd J. Maurer, Georgia State University,
Improvability Ratings: Relevance to Implicit Theories and Judgments About Leaders
208. Education Forum: Saturday, 4:305:20 Missouri (Level 2)
Educational Training for a Masters Degree in
Industrial-Organizational Psychology
Two program directors share their insights and experiences regarding several educational training issues for the masters degree in industrial-organizational psychology. Discussion issues include the content of the psychological core, recruitment and selection strategies, the content of the I-O curriculum, and the advantages and disadvantages of requiring a thesis.
Mark S. Nagy, Xavier University, Chair
Brian W. Schrader, Emporia State University, Co-Chair
Submitted by Mark S. Nagy, nagyms@xu.edu
209. Interactive Posters: Saturday, 4:305:20 Parlor A (Level 3)
Interactive Posters: Personality
209-1 Using IRT to Examine Differential Item
Functioning Across Personality Judgments
Hogans socioanalytic theory differentiates between how we view our own personalities and how we view others personalities. This distinction was empirically examined using item response theory methods. A likelihood-ratio approach clarified whether DIF across rating targets was caused by differences in item discrimination, differences in item thresholds, or both.
Steven S. Russell, Bowling Green State University
Michael J. Zickar, Bowling Green State University
Submitted by Steven S. Russell, sruss@bgnet.bgsu.edu
209-2 Gender Differences in Big Five Factors and Facets: A Meta-Analysis
The current study examines the extent to which men and women differ across the Big Five, using cross-cultural samples and multiple instruments. Meta-analytic results of 2,071 gender comparisons indicate that at the facet level there were small differences, however, these differences are rendered negligible when cumulated at the factor level.
Emily E. Duehr, University of Minnesota
Hannah L. Jackson, University of Minnesota
Deniz S. Ones, University of Minnesota
Submitted by Emily E. Duehr, dueh0005@umn.edu
209-3 Race and Personality: Meta-Analyses Comparing Five U.S. Racial Groups
This study examines the extent to which racial groups differ across Big Five personality factors, with implications for personnel selection. This supplements existing research by including multiple personality instruments and understudied racial group comparisons, particularly Asians and American Indians. Effect sizes were mostly negligible, but some moderate values were found.
Hannah L. Jackson, University of Minnesota
Emily E. Duehr, University of Minnesota
Deniz S. Ones, University of Minnesota
Submitted by Hannah L. Jackson, hannahj@ureach.com
209-4 Trait Consistency and the Big Five
An assumption of latent trait theory is stability. However, individuals exhibit personality characteristics that vary across situations. The current study examined the rated consistency of behaviors comprising the Big Five personality traits. Extraversion was rated as the most consistent trait followed by Openness to Experience, Conscientiousness, Agreeableness, and finally Neuroticism.
Andrew English, Florida Tech
Submitted by Richard L. Griffith, griffith@fit.edu
210. Poster Session: Saturday, 4:305:20 River Exb Hall A (Level 1)
Personnel Selection II
210-1 Flanagan Award Winner:Educational Attainment as a Proxy for Cognitive Ability in Selection
This paper outlines differences in cognitive ability and adverse impact that can be expected when selecting employees solely on educational attainment versus selecting employees directly on cognitive ability. While selection using cognitive ability worked as a more efficient cognitive screen, selection using educational attainment resulted in reduced adverse impact.
Christopher M. Berry, University of Minnesota
Melissa L. Gruys, Washington State UniversityVancouver
Paul R. Sackett, University of Minnesota
Submitted by Paul R. Sackett, psackett@tc.umn.edu
210-2 Revisiting a Motivational Explanation for Ethnic
Differences in Test Performance
This study examined the mediating role of test-taking motivation in explaining ethnic differences on test performance. Results indicated that ethnicity, test-taking motivation, and GPA all significantly predicted test performance. Further, planned comparisons identified ethnic differences with regard to outcome desirability and test-taking motivation.
Christopher D. Barr, University of Houston
Aaron J. Graczyk, University of Houston
Eric M. Dunleavy, University of Houston
Submitted by Christopher D. Barr, cbarr@mail.uh.edu
210-3 Making Your Words Count: Using Text Analysis in Selection
This research quantitatively compares writing samples from applicants selected into a highly competitive scholarship program with applicants not selected into the program. Results revealed significant differences between the two selection groups regarding positive words, with selected applicants using a significantly higher percentage of positive affect words.
Torrey Rieser, North Carolina State University
Submitted by Torrey Rieser, terieser@nc.rr.com
210-4 Using Random Coefficients Regression to Assess Criterion-Related Validity
In criterion-related validity studies, supervisors are often asked to rate multiple employees, creating a clustered data set. This presents problems for traditional approaches such as ordinary least squares regression (OLS). In the present study, we propose the random coefficient (RC) regression approach. Results suggest differences between the two approaches.
David M. LaHuis, Wright State University
John M. Avis, U.S. Office of Personnel Management
Submitted by David M. LaHuis, david.lahuis@wright.edu
210-5 Context Effects on Group-Based Personnel Selection Decisions
The decoy effect occurs when the manipulation of the characteristics of an inferior option causes preferences to reverse between two superior options. Results of two studies designed to test boundary conditions on this phenomenon in personnel selection suggested that it is robust to disparate social information and to group discussion.
Jerel E. Slaughter, University of Arizona
Jessica Bagger, University of Arizona
Andrew Li, University of Arizona
Submitted by Jerel E. Slaughter, jslaught@eller.arizona.edu
210-6 Weighting Content-Valid Composites: A Cautionary Note on Unit Weight
This study examines the effects of three weighting strategies for components of content-valid test composites on BlackWhite subgroup difference. Judgmental weights resulted in the lowest group difference, as compared to traditional job analysis and unit weights. Interestingly, unit weights frequently resulted in the largest BlackWhite subgroup difference.
Ryan Shaemus OLeary, Auburn University
Brian S. OLeary, U.S. Office of Personnel Management
Charles N. MacLane, U.S. Office of Personnel Management
Submitted by Ryan Shaemus OLeary, roleary@mindspring.com
210-7 Validity of Faking in Predicting Customer Service Training Criteria
This applied study examined the faking scale used in the ViewPoint inventory, which assesses employee attitudes regarding work. The relationship between faking and three different customer service training criteria was examined for two separate samples (incumbents and applicants). Faking predicted training performance for applicants but not for incumbents.
Thi Bui, Alliant International University
Calvin C. Hoffman, Alliant International University
Nurcan Ensari, Alliant International University
Submitted by Calvin C. Hoffman, choffman@alliant.edu
210-8 Assessment Center Construct-Related Validity
The construct-related validity of assessment centers was investigated meta-analytically with the generation of a single multitraitmultimethod matrix representing data from 20 matrices. Results indicated that both dimensions and exercises play a crucial role in assessment center functioning. Furthermore, specific superordinate dimensions were found to be more construct valid than others.
Mark C. Bowler, University of Tennessee
David J. Woehr, University of Tennessee
Submitted by Mark C. Bowler, mbowler@utk.edu
210-9 Experience, Cognitive Ability, and Personality:
Differential Validity and Interaction
This study investigates the use of task experience as a predictor of task and contextual performance and finds support for an interaction between cognitive ability and agreeableness in predicting contextual performance and an interaction between cognitive ability, conscientiousness, and experience when predicting task performance.
Andrew J. Slaughter, Texas A&M University
Stephanie C. Payne, Texas A&M University
Submitted by Andrew J. Slaughter, bratslavia@hotmail.com
210-10 Job-Component Validation Using CMQ and O*NET: Assessing the Additivity Assumption
For over 30 years, job-component validation (JCV) models assuming additive relations have been used to predict competency requirements from job analysis data. Predicting O*NET abilities from CMQ and O*NET GWAs, we found significant interactions, suggesting that main-effects-only models may not be adequate for modeling the linkages between job activities and worker traits.
Teresa A. Wagner, Virginia Tech
Robert J. Harvey, Virginia Tech
Submitted by Robert J. Harvey, rj@pstc.com
210-11 Predicting Supervisory Effectiveness Using an In-Basket Assessment Suitable for Selection
To assess whether an in-basket tapping managers supervisory behaviors would predict effectiveness, in-baskets were given to a sample of 35 investment bankers. As expected in the Operant Model of Effective Supervision, monitoring via work samplingseeing the productand providing positive consequences, or feedback, were related to effectiveness.
Michelle L. Minnich, Baruch College, CUNY
Judith L. Komaki, Baruch College, CUNY
Corinne Donovan, Baruch College, CUNY
Submitted by Judith L. Komaki, judith_komaki@baruch.cuny.edu
210-12 Empirical Keying of Situational Judgment Tests: Rationale and Some Examples
There has been increased interest in the use of situational judgment tests (SJTs) for employee selection and promotion. We provide a much needed theoretical rationale for empirical keying of SJTs. Empirical results indicate that some empirical keying approaches are more advantageous than subject-matter-expert SJT scoring.
Kelley J. Krokos, North Carolina State Highway Patrol
Adam W. Meade, North Carolina State University
April R. Cantwell, North Carolina State University
Samuel B. Pond, North Carolina State University
Mark A. Wilson, North Carolina State University
Submitted by Adam W. Meade, adam_meade@ncsu.edu
210-13 Motivation and Impression Management on Overt Integrity Tests and Subtests
The degree to which test-taking motivation influenced impression management (IM) across different types of overt integrity test items was examined. Regardless of motivation, variability in IM across item types was low. Furthermore, neither IM nor motivation mediated the relationship between item type and overall test or subtest score.
Janie Yu, Texas A&M University
David J. Whitney, California State UniversityLong Beach
Stephanie C. Payne, Texas A&M University
Submitted by Janie Yu, JanieYu@tamu.edu
210-14 Does Practice Change the Constructs Measured by Ability Tests?
Using a construct-level approach, we investigate the impact of practice on the properties of ability tests. Results show evidence for (a) structural and measurement invariance, (b) equivalence of derived g-factors, and (c) stable factor score reliability estimates. Implications for validity inferences, employment testing, and future research are discussed.
Charlie L. Reeve, Purdue University
Holly Lam, Purdue University
Submitted by Charlie L. Reeve, creeve@psych.purdue.edu
210-15 Are You Sure You Want to Do This?
A self-assessment tool (SAT) is described that enables potential employees to assess not just whether they have the necessary skills for a particular role, but also whether they have the right attitude and appropriate personality characteristics. Furthermore, they can examine the ability of the employing organization to support them.
Chris F. Smewing, Interactive Skills
Ray Randall, Institute of Work Health and Organisations
Jonathan Houdmont, Institute of Work Health and
Organisations
Pat Cantrill, National Health Service University
Vince Ion, National Health Service University
Claire Allen, National Health Service University
Submitted by Chris F. Smewing, chris.smewing@interactiveskills.co.uk
210-16 Gender Bias in Work-Sample Ratings of Manufacturing Applicants
Gender bias of male-dominated (MDT) and female-dominated (FDT) assessor triads in ratings of manufacturing assembler applicant performance within a multiphase work sample was investigated. Contrary to previous research, MDTs rated both male and female applicants significantly higher than FDTs. FDTs rated female applicants significantly lower than males.
Kevin G. Love, Central Michigan University
Rachel Meredith, Illinois Institute of Tecnology
Submitted by Kevin G. Love, Kevin.Love@cmich.edu
210-17 Scoring Situational Judgment Tests: Does the Middle Matter?
Multiple means of scoring an SJT (pick the best, pick the best/pick the worst, and rank-ordering) were compared in terms of validity and reliability. While none of the methods produced acceptable levels of reliability, the rank-ordering method produced slightly but significantly greater validity than the other two approaches.
Jeff A. Weekley, Kenexa
Richard Harding, Kenexa
Ame Creglow, Kenexa
Robert E. Ployhart, George Mason University
Submitted by Jeff A. Weekley, jeff.weekley@kenexa.com
210-18 Rational Versus Empirical: Development and Validation of Construct-Based Biodata
This poster will present research on the development, validation, and comparison of empirically derived and rationally derived biodata scales. Results will be presented in terms of validity, reliability, and defensibility of these biodata measures in a competency-based selection environment. Implications for practice and for future test development will be discussed.
Julia McElreath, U.S. Department of Homeland Security
Theodore L. Hayes, Transportation Security Administration
Submitted by Julia McElreath, julia.mcelreath@dhs.gov
210-19 Benefits of Physical Ability Test Preparation for Firefighter Applicants
This research examined the impact of a physical conditioning and test preparation program on performance on a physical abilities test. Objective and self-report evidence suggest that the program helped all applicants improve their performance and was especially beneficial for female applicants.
Cheryl J. Paullin, Personnel Decisions Research Institutes
Submitted by Cheryl J. Paullin, cheryl.paullin@pdri.com
210-20 Group Differences in Emotional Intelligence Scores: Theoretical and Practical Implications
The study used a common measure of emotional intelligence (EI) to examine group differences on scores. Differences were compared for gender, ethnicity, and age. Results indicated that females scored slightly higher than males and EI scores tended to increase with age. Group differences existed for ethnicity but favored minority groups.
David L. Van Rooy, Florida International University
Chockalingam Viswesvaran, Florida International University
Alexander Alonso, Florida International University
Submitted by David L. Van Rooy, dvanro01@fiu.edu
210-22 Effects of Framing and Outcome Knowledge on Item-Difficulty Estimates
Two studies were conducted to investigate the effects of framing on judgments of item difficulty. In the first study, framing significantly affected judges estimates of item difficulty, but outcome knowledge had no effect. The second study provides some evidence for why the framing effect occurs.
Todd J. Thorsteinson, University of Idaho
Rachael R. Dahl, University of Idaho
Sara Bennett, University of Idaho
Submitted by Todd J. Thorsteinson, tthorste@uidaho.edu
210-23 Development and Validation of a Scenarios-Based
Measure of Employee Integrity
A new 20-scenario integrity instrument is described and evaluated. Study 1 demonstrates that the measure is reasonably reliable and relatively unsusceptible to social desirability bias, and Study 2 reveals that employees integrity scores are correlated with managerial ratings of performance, work relationships, career progress, and business success. Implications are discussed.
Thomas E. Becker, University of Delaware
Submitted by Thomas E. Becker, beckert@lerner.udel.edu
210-24 Six GPA Decision Rules and Adverse Impact in Initial Screening
Evidence that decision makers use of GPA extends beyond simple minimum cut-score decision rules precludes simple statements about whether the use of GPA in applicant screening causes adverse impact. Simulations were conducted to examine whether six different GPA decision rules identified in prior research are likely to produce adverse impact.
Kevin D. Carlson, Virginia Tech
Mary L. Connerley, Virginia Tech
Arlise P. McKinney, University of North
CarolinaGreensboro
Ross L. Mecham, III, Virginia Tech
Submitted by Mary L. Connerley, maryc@vt.edu
210-25 Race-Based Subgroup Differences on a Constructed Response Paper-and-Pencil Test
We obtained a reduction in White/African-American differences on a constructed response test compared to a multiple-choice test of achievement. This reduction in subgroup differences was partially explained by differences in reading load, susceptibility to testwiseness, and fairness perceptions between the two test formats.
Bryan D. Edwards, Tulane University
Winfred Arthur, Texas A&M University
Submitted by Bryan D. Edwards, bryaedwards@yahoo.com
210-26 Applying Item Response Theory to Scoring Personality Measures
The present study examined whether the application of Item Response Theory to the scoring of personality profiles would improve on Classical Test Theory scoring with regard to criterion-related validity and selection decisions. No differences in criterion validity were found, but some discrepancy in selection decisions was observed.
Leifur Geir Hafsteinsson, Virginia Tech
Submitted by Leifur Geir Hafsteinsson, lgh@vt.edu
210-27 A Procedure for Selecting Predictors Considering Validity and Adverse Impact
Personnel selection researchers and practitioners often must choose a set of predictors from a larger set of potential predictors for the purpose of creating a selection test battery. We present an automated procedure for selecting predictors for composites that considers both criterion-related validity and adverse impact.
Jeff W. Johnson, Personnel Decisions Research Institutes
Norman Abrahams, RGI
Janet Held, U.S. Navy
Submitted by Jeff W. Johnson, jeff.johnson@pdri.com
210-28 Investigation of Credit History Validity at
Predicting Performance and Turnover
We investigated the validity of applicant credit report data at predicting subsequent performance and termination for 178 employees at a large corporation. Predictors extracted from credit reports had no validity at predicting either of the criteria. We recommend caution in the use of credit report data for making selection decisions.
Jerry K. Palmer, Eastern Kentucky University
Laura L. Koppes, Eastern Kentucky University
Submitted by Jerry K. Palmer, Jerry.Palmer@eku.edu
210-29 The Effect of Explanation Framing on Applicants Reactions
This study examined how the manner in which the selection ratio is framed (i.e., positive or negative) influences test-taking motivation and test performance. Participants in a positive framing condition and a competitive selection ratio showed higher test-taking motivation, which affected perceived test performance.
Robert E. Ployhart, George Mason University
Gunna (Janet) Yun, George Mason University
Submitted by Gunna (Janet) Yun, gyun1@gmu.edu
210-30 The Influence of Culture on Criterion-Related Validity and Job Performance
This study examines the validity generalization of cognitive and noncognitive predictors across 10 cultures, as well as mean performance differences. Hofstedes (1980) framework was used to generate cultural scores. Using random coefficient modeling, the results indicate cultural differences in average performance, but considerable generalizability in validity across cultures.
Robert E. Ployhart, George Mason University
Joshua M. Sacco, Aon Consulting
Lisa H. Nishii, Cornell University
Kirk L. Rogg, Aon Consulting
Submitted by Joshua M. Sacco, Joshua_M_Sacco@aoncons.com
211. Community of Interests: Saturday, 4:305:20 River Exb Hall A (Level 1)
Community of Interests: Occupational Health Psychology
Participants can come and go as they like, and chat with others conducting similar projects.
212. Special Event: Saturday, 5:005:50 Sheraton I (Level 4)
Committee on Ethnic Minority Affairs (CEMA)
All SIOP conference participants are invited to attend this reception. This is an excellent opportunity to meet others with similar interests and to learn more about this committee.
213. Conversation Hour: Saturday, 5:005:50 Ontario (Level 2)
Education and Training in I-O Psychology: Issues, Concerns, Questions?
For past conferences, an open meeting for individuals involved in educating the next generation of I-O psychologists has been well-attended and positively received. Once again, members of the E&T and LRP Committees want to hear SIOP members concerns, issues, or questions with regard to education and training in the field.
Robert L. Dipboye, Rice University, Co-Host
Janet L. Barnes-Farrell, University of Connecticut, Co-Host
Jose M. Cortina, George Mason University, Co-Host
Dawn L. Riddle, University of South Florida, Co-Host
Ann Marie Ryan, Michigan State University, Co-Host
Submitted by Robert L. Dipboye, Dipboye@Rice.edu
Evening Reception: Saturday, 6:008:00 Chicago VI/VII (Level 4)
Program Table
of Contents