Sunday AM
Coffee Break: Sunday, 7:308:00 Multiple Locations
214. Practitioner Forum: Sunday, 8:009:50 Chicago X (Level 4)
Rasch Measurement Applications in Industrial and Organizational Psychology
Rasch models of measurement have become increasingly popular in the past 10 years. Recent advances in measurement make it possible to apply Rasch models to problems faced by I-O psychologists. This forum will provide an overview of Rasch models and applications of them in testing, training, and job analysis.
Brian J. Ruggeberg, Aon Consulting, Chair
Everett Smith, University of Illinois at Chicago, Solving Measurement Problems With Rasch Models
Sandra Lionetti, LA Dreyfus Company, New Methods in Training Assessments
Robert Harris, Applied Skills and Knowledge, Development of an Item Bank for a Lotus Notes Assessment
Paul Squires, Applied Skills and Knowledge, The Use of Rasch Models for Analyzing Job Analysis Data
Brian J. Ruggeberg, Aon Consulting, Discussant
Submitted by Paul Squires, paul_squires@appliedskills.com
215. Panel Discussion: Sunday, 8:009:50 Sheraton I (Level 4)
Job Analysis: New Innovations for an Old Topic
Although job analysis is the cornerstone of all human resource activity, very little is written about (and few seem interested in) the topic. This panel discussion assembles I-O psychology leaders in the field to discuss the present and future state of job analysis.
Jared D. Lock, Hogan Assessment Systems, Chair
P. Richard Jeanneret, Jeanneret & Associates, Inc., Panelist
Joyce C. Hogan, Hogan Assessment Systems, Panelist
Seth Zimmer, BellSouth Corporation, Panelist
Submitted by Jared D. Lock, Jlock@HoganAssessments.com
216. Symposium: Sunday, 8:009:50 Sheraton II (Level 4)
Theoretical Advancements in the Study of Antisocial Behavior at Work
This symposium discusses recent advancements in the study of interpersonal aggression in the workplace. These studies examine how social factors in the workplace relate to the contagiousness of aggressive behaviors, as well as reactions to mistreatment. The development of a measure of aggressiveness is discussed. Practical implications will be discussed.
Rebecca J. Bennett, University of Toledo, Chair
Craig D. Crossley, Bowling Green State University, Co-Chair
Michelle K. Duffy, University of Kentucky, Jonathan L. Johnson, University of Arkansas, Jason D. Shaw, University of Kentucky,
Structural Dynamics of Social Undermining at Work
Roy J. Lewicki, The Ohio State University, Brian R. Dineen, University of Kentucky, Ed Tomlinson, The Ohio State University,
Walking the Talk: A Field Study Examining Supervisory Coaching and Modeling Behaviors as Antecedents of Employee Discretionary Behavior
Karl Aquino, University of Delaware, Jennifer L. Berdahl, University of Toronto, Scott Douglas, Binghamton University,
Self-Esteem and Social Status as Predictors of Emotional Responses to a Workplace Offense
Kirk K. Larsen, Roosevelt University, Susan M. Burroughs, Washington State University, Vancouver, Michael C. Helford, Roosevelt University,
Mistreatment of Students in Industrial-Organizational Psychology PhD Programs
Karl Aquino, University of Delaware, Thomas M. Tripp, Washington State University Vancouver, Robert J. Bies, Georgetown University,
Making Up and Moving On: Procedural Justice and Status Variables as Predictors of Forgiveness and Reconciliation in Organizations
Joel H. Neuman, SUNYNew Paltz, Loraleigh Keashly, Wayne State University, Development of the Workplace Aggression Research Questionnaire (WAR-Q): Preliminary Data From the Workplace Stress and Aggression Project
Submitted by Craig D. Crossley, craigdc@bgnet.bgsu.edu
217. Symposium: Sunday, 8:009:50 Sheraton III (Level 4)
Perceptions of Justice in Personnel Selection:
International and Minority Perspectives
Four studies, involving individuals from Korea, the United States, and France and considering AsianAmerican, Black, and North African minority groups, extend the application of organizational justice in selection to new populations. Reactions to various tests and affirmative action programs, as well as test performance, are influenced by specific group membership.
Dirk D. Steiner, Universit de NiceSophia Antipolis, Chair
Heather W. Dobbins, DecotiisErhard, Inc., Robert C. Baker, DecotiisErhard, Inc., Jennifer D. Kaufman, DeCotiisErhard, Inc., David E. Hyatt, DeCotiisErhard, Inc., Park Roelse, De Cotiis Erhard, Inc.,
The Influence of Culture on Fairness Perceptions
Vaunne M. Weathers, Portland State University, Donald M. Truxillo, Portland State University,
Target Ethnicity and Affirmative Action: Whites and Asians Perceptions
Russell S. Cropanzano, University of Arizona, Jerel E. Slaughter, University of Arizona, Peter D. Bachiochi, Eastern Connecticut State University,
Black Applicants Reactions to Affirmative Action Plans: The Interactive Role of Distributive, Procedural, and Interactional Justice
Marilena Bertolino, Universit de Nice-Sophia Antipolis, Dirk D. Steiner, Universit de Nice-Sophia Antipolis,
Applicant Reactions and Test Performance in French Majority and Minority Populations
Stephen W. Gilliland, University of Arizona, Discussant
Submitted by Dirk D. Steiner, steiner@unice.fr
218. Symposium: Sunday, 8:009:50 Sheraton IV (Level 4)
Emotional Intelligence: An Unemotional but Intelligent Evaluation of Research
Past research has shown that emotional intelligence (EI) may have long-term viability as a construct and research should continue in order to better understand what is and is not part of EI. In this symposium, researchers extend the field of EI and present the results of new and unique empirical research.
David L. Van Rooy, Florida International University, Chair
Chockalingam Viswesvaran, Florida International University, Co-Chair
Corey E. Miller, Wright State University, Esteban Tristan, Wright State University, Megan Leasher, Wright State University,
Can Emotional Intelligence be Useful to Personnel Psychology?
Hazel-Anne M. Johnson, University of South Florida, Paul E. Spector, University of South Florida,
An Investigation of the Relationship Between Emotional Intelligence and Emotional Labor
Peter Salovey, Yale University, Paulo N. Lopes, Yale University, Marc Brackett, Yale University, Stephane Cote, University of Toronto, David R. Caruso, Work-Life Strategies, John D. Mayer, University of New Hampshire,
The Validity of Emotional Intelligence Measured with the MSCEIT in Organizational Contexts
David L. Van Rooy, Florida International University, Alexander Alonso, Florida International University, Chockalingam Viswesvaran, Florida International University,
The Susceptibility of Emotional Intelligence to Faking: A Solomon 4-Group Design
Alexander Alonso, Florida International University, David L. Van Rooy, Florida International University, Chockalingam Viswesvaran, Florida International University, Sylvia Collier, Florida International University,
Emotional Intelligence and an Examination of Self- and Peer Ratings
Submitted by David L. Van Rooy, dvanro01@fiu.edu
219. Symposium: Sunday, 8:009:50 Sheraton V (Level 4)
E-Leadership: Diverse Perspectives on Leadership at a Distance
In recent years, the concept of e-leadership has gained popularity in both research and practice. E-leadership encompasses leading from a distance, leading virtual teams, and technology-mediated leadership. This symposium presents multiple perspectives on e-leadership suggesting directions for future work in order to extend research, theory, and practice.
Julie S. Lyon, University of Maryland, Chair
Suzanne Weisband, University of Arizona, Co-Chair
Julie S. Lyon, University of Maryland, Benjamin Schneider, University of Maryland,
Effect of Virtual Leadership on Performance and Satisfaction
Surinder Kahai, SUNYBinghamton, Bruce J. Avolio, University of Nebraska, Leadership, Anonymity, and Discussion of Ethical Issues in Electronic Groups
Kara L. Orvis, George Mason University, Stephen J. Zaccaro, George Mason University,
The Importance of Leadership Processes in Collocated and Distributed Teams
Jonathan C. Ziegert, University of Maryland, Katherine J. Klein, University of Maryland, Yan Xiao, University of Maryland School of Medicine,
Virtual Leaders: The Impact of Distance and Leadership on Teams
Suzanne Weisband, University of Arizona, Rebecca McCarthy, University of Arizona,
Views From Leaders in a Global Organization
Submitted by Julie S. Lyon, jlyon@psyc.umd.edu
220. Symposium: Sunday, 8:009:50 Superior A (Level 2)
Beyond Social Desirability in Research on Applicant Response Distortion
The papers in this symposium investigate factors other than socially desirable responding that impact how applicants distort responses to noncognitive measures used for personnel selection. The research presented demonstrates that faking is a complex function of the person and situation that will require more sophisticated models to explain and predict.
Neil D. Christiansen, Central Michigan University, Chair
Patrick H. Raymark, Clemson University, Tracey L. Shilobod, Clemson University, Jay H. Steffensmeier, Clemson University,
An Examination of Job-Relevant Pattern Faking
Esteban Tristan, Wright State University, Corey E. Miller, Wright State University,
Job Desirability: A More Sensitive Measure of Faking than Social Desirability
Sarah B. Lueke, CFI Group, Andrea F. Snell, University of Akron, Effects of Procedural Justice Rules on Noncognitive Test Responses and Test
Sheri Chaney, Decision Support Services, Inc., Neil D. Christiansen, Central Michigan University,
Disentangling Applicant Faking From Personality: Using Covariance to Detect Response Distortion
Richard L. Griffith, Florida Institute of Technology, Andrew English, Florida Institute of Technology, Yukiko Yoshita, Florida Institute of Technology, Matthew J. Monnot, Florida Institute of Technology,
Individual Differences and Applicant Faking Behavior: One of These Applicants is Not Like the Others
Michael A. McDaniel, Virginia Commonwealth University, Discussant
Submitted by Neil D. Christiansen, chris1nd@cmich.edu
221. Symposium: Sunday, 8:009:50 Superior B (Level 2)
Bullying in the Workplace: Foundations, Forms, and Future Directions
Academicians, psychologists, and managers have recently recognized bullying as a significant concern within organizations. This symposium will examine the various forms of workplace bullying, report recent theoretical conceptualizations and empirical research findings, discuss future directions, and offer tips on how managers can control this harassing behavior to better protect employees.
Susan M. Burroughs, Washington State UniversityVancouver, Chair
Melissa L. Gruys, Washington State UniversityVancouver, Co-Chair
Suzy Fox, Loyola UniversityChicago, Lamont E. Stallworth, Loyola UniversityChicago,
Racial/Ethnic Bullying: Exploring Links Between Bullying and Racism in the U.S. Workplace
Mark N. Bing, Naval Submarine Medical Research Laboratory, Kristl Davison, University of Hartford,
The Instantaneous Creation of a Downward Social Comparison: One Explanation for Verbal Incivility in the Workplace
Susan M. Burroughs, Washington State UniversityVancouver, Melissa L. Gruys, Washington State UniversityVancouver,
Establishing Law and Order in Cyberspace: Understanding and Controlling E-Mail Bullying
Nathan A. Bowling, Central Michigan University, Terry A. Beehr, Central Michigan University, Bryan Gibson, Central Michigan University, Stephen H. Wagner, Central Michigan University,
Meta-Analysis of the Antecedents and Consequences of Workplace Harassment
Loraleigh Keashly, Wayne State University, Joel H. Neuman, SUNYNew Paltz, Laurela Burnazi, Wayne State University,
Persistent Hostility at Work: What Really Hurts?
Jack M. Feldman, Georgia Institute of Technology, Discussant
Submitted by Melissa L. Gruys, gruys@vancouver.wsu.edu
222. Practitioner Forum: Sunday, 8:009:50 Huron (Level 2)
An Integrated Approach to Managing Talent @ Dell
A critical challenge for businesses today is managing talent. Increasingly, organizations understand that the ability to build people capability will afford them strategic advantage. Dells Talent Management strategy provides a simple integrative framework for many processes including: talent acquisition, talent assessment, performance management, competency assessment, and leadership development processes.
MaryBeth Mongillo, Dell Inc., Chair
MaryBeth Mongillo, Dell Inc., Dells Global Talent Management Strategy
Belinda Hyde, Dell Inc., Integrating Talent Management With Leadership Development Programs
MaryBeth Mongillo, Dell Inc., Talent Direct: Dells Integrated Talent Management System
Kim M. Stepanski, Pfizer, Inc, Enabling Managers to Effectively Manage Talent
John R. Adcock, Dell, Taking Talent Management to the Field
Submitted by MaryBeth Mongillo, MaryBeth_Mongillo@Dell.com
_________________________________________________
Special Sunday morning programming has been selected on the topic of emergency response, occupational health, and safety. This follows the theme of Michael Burke's Presidential Address. There are 12 themed sessions, plus a plenary session, a poster session, and an interactive poster session. These themed sessions are marked with the following symbol:
_________________________________________________
223. Panel Discussion: Sunday, 8:009:50 Mayfair (Level 3)
Opportunities and Challenges Conducting Organizational Research in Medical Settings
This panel brings together five organizational researchers who conduct research in medical settings. They will discuss their research, its multidisciplinary nature, the opportunities and challenges of studying medical settings, funding mechanisms, potential publication outlets, as well as provide lessons learned and guidance about conducting research in medical settings.
Joann S. Sorra, Westat, Chair
Katherine J. Klein, University of Maryland, Panelist
Dawn L. Riddle, University of South Florida, Panelist
Eduardo Salas, University of Central Florida, Panelist
Amy Edmondson, Harvard University, Panelist
Submitted by Joann S. Sorra, joannsorra@westat.com
224. Poster Session: Sunday, 8:008:50 River Exb Hall A (Level 1)
OHP/Stress
224-1 Abusive Supervision and Employee Alcohol Usage: The Impact on Performance
We investigated whether abusive supervision perceptions and alcohol usage were related and what effect alcohol use had on supervisor perceptions of subordinate performance. Results point to the exacerbation effect of higher alcohol usage on performance in the presence of abusive supervision. We conclude with implications for theory and future research.
Jenny M. Hoobler, Northern Illinois University
Jolene L. Skinner, Northern Illinois University
Submitted by Jolene L. Skinner, skinn30@hotmail.com
224-2 Anxiety as a Mediator of the Goal OrientationPerformance Relationship
Goal orientation framework was explored using structural equation modeling, with subjective and objective anxiety measures as mediators; these were mathematics anxiety and emotionality, respectively. Although results showed limited support for the models, findings provide the basis for further research on the incongruence between subjective and objective measures of anxiety.
Linda Jean McMullen, Bowling Green State University
Michael Horvath, Clemson University
James A. McCubbin, Clemson University
Cynthia Pury, Clemson University
Submitted by Linda Jean McMullen, jeaniemc_2000@yahoo.com
224-3 China Versus the U.S.: Difference on Job Control and Interpersonal Conflict
We used both quantitative and qualitative approaches to investigate cultural-specific job stressors for Chinese and American employees. We found that lack of job control was an important stressor for Americans but not Chinese. Interpersonal conflict was important for both. However, the two cultural groups tended to have different conflict styles.
Cong Liu, Illinois State University
Paul E. Spector, University of South Florida
Lin Shi, Beijing Normal University
Submitted by Cong Liu, cliu@ilstu.edu
224-4 Testing the Job ControlJob Strain Relation With Multiple Data
To provide greater insight into the connections between the objective work environment and job strains, we used the O*NET database to measure job control. We found that objectively measured controls were related to physical strain, suggesting that something in the work environment plays a role in an employees physical health.
Cong Liu, Illinois State University
Paul E. Spector, University of South Florida
Steve M. Jex, Bowling Green State University
Submitted by Cong Liu, cliu@ilstu.edu
224-5 Dangerous Risk Taking and Injury Among Adolescent Employees
A dangerous risk-taking model of adolescent injury was tested using structural equation modeling. Results from 2,542 working adolescents indicated that demographic, family modeling, self-esteem, and work characteristics influenced key safety-cognition mediators (dangerous risk taking, safety consciousness, and risk taking at work), which, in turn, predicted longitudinal injury.
James D. Westaby, Columbia University
Krister Lowe, Columbia University
Submitted by James D. Westaby, westaby@columbia.edu
224-6 Multilevel Effects of Occupational Stress Among Activated National Guard Soldiers
We conducted a multilevel study of stress among National Guard soldiers activated for security duty on U.S. military installations. We found both individual and group-level effects of traditional (e.g., predictability) and newer stressors (e.g., fears about terrorism) in relation to soldiers well-being and combat readiness.
Robert R. Sinclair, Portland State University
Jennifer A. Sommers, Portland State University
Paul D. Bliese, Walter Reed Army Institute of Research
Doris B. Durand, Walter Reed Army Institute of Research
Jeffrey L. Thomas, U.S. Army Medical Research UnitEurope
Alison Dezsofi, Portland State University
Submitted by Robert R. Sinclair, sinclair@pdx.edu
224-7 Coping With WorkSchool Conflict Through Social Support
In a survey of 148 employed college students, we found that workschool conflict (WSC) was negatively related to job satisfaction and positively related to somatic complaints. Social support from coworkers and supervisors was marginally related to reduced WSC. In addition, coworker support moderated the relationship between WSC and job satisfaction.
Kyle Gerjerts, University of Northern Iowa
Adam B. Butler, University of Northern Iowa
Submitted by Adam B. Butler, adam.butler@uni.edu
224-8 Sources of Conflict at Work and Targets of Counterproductive Behaviors
The impact of different sources of conflict at work on the target of counterproductive work behaviors (CWB) was investigated. Data were obtained from 133 dyads of full-time working participants representing a variety of occupations at a large southeastern university. Direct relationships between conflict and CWBs supported the proposed hypotheses.
Valentina Bruk Lee, Personnel Decisions Research Institutes,
Inc.
Paul E. Spector, University of South Florida
Submitted by Valentina Bruk Lee, bruk@helios.acomp.usf.edu
224-9 Organizational Support and Return-to-Work Policies: Associations With Post-Injury Job Satisfaction
This study explores the relationship between employer responses to injuries (i.e., organizational support and return-to-work policies) and post-injury job satisfaction. Survey data were collected from 1,438 employees. Results suggest needs for understanding organizational responses to injuries, employee perceptions of those injury responses, and the impact of both on organizational outcomes.
Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for
Safety
William S Shaw, Liberty Mutual Research Institute for Safety
Peter Y. Chen, Colorado State University
Submitted by Yueng-Hsiang E. Huang, yueng-hsiang.huang@Libertymutual.com
224-10 A Comparison of Employer and Union Concern for OHP-Related Issues
The extent of employer and union concern for various OHP-related issues was investigated. Data from 136 employers and 27 unions revealed that the extent of organizational concern was linked to issue type (i.e., tangible/intangible) and organization type. Neither frequency of interventions provided nor organizational structure were related to OHP concerns.
Dana M. Glenn, University of Houston
Submitted by Dana M. Glenn, danaglenn29@hotmail.com
224-11 Organizational Wellness Programs: A Meta-Analysis
A meta-analysis was conducted to examine the conflicting results associated with the utilization of organizational wellness programs (Condrad, 1987; Kirkcaldy, Cooper, Shephard, & Brown, 1994). It was found that organizational wellness programs are associated with lower absenteeism and higher job satisfaction.
Kizzy Marie Parks, Brevard Community College
Lisa A. Steelman, Florida Institute of Technology/Burke Inc.
Submitted by Kizzy Marie Parks, Kizwiz@hotmail.com
224-12 Conflict Resolution Tactics and Employee Perceptions of Safety at Work
The present study found that conflict resolution tactics used in organizations (reasoning, verbal aggression, and physical aggression) were related to type of disputants involved in disagreements and to employees feelings of being safe at work. The findings suggest that some work contexts may be characterized as more aggressive than others.
Anika Gakovic, UBS Financial Services, Inc.
Nancy Da Silva, San Jose State University
Lois E. Tetrick, George Mason University
Submitted by Nancy Da Silva, ndasilva@email.sjsu.edu
224-13 Neutralizing the Dysfunctional Impact of NA: Role of Political Skill
We examined the neutralizing effects of political skill on NAjob-strain relationships (i.e., tension, dissatisfaction, and EMG). Results supported moderating effects of political skill such that greater political skill reduced negative effects of NA on job tension and job dissatisfaction and increased EMG for those high in NA.
Pamela L. Perrewe, Florida State University
Kelly Zellars, University of North CarolinaCharlotte
Ana Maria Rossi, Clinica De Stress E Biofeedback
Wayne A. Hochwarter, Florida State University
Gerald R. Ferris, Florida State University
Charles J Kacmar, Florida State University
Submitted by Pamela L. Perrewe, pperrew@cob.fsu.edu
224-14 Effects of Weekend Experiences on Work Engagement and Performance
This study examined the extent to which experiences during the weekend contribute to job-related variables after the weekend. Data from 85 emergency service workers indicate that private hassles, positive work reflection, and social activity during the weekend predicted work engagement as well as in-role and extra-role performance after the weekend.
Sabine Sonnentag, Technical UniversityBraunschweig, Germany
Charlotte Fritz, Technical UniversityBraunschweig, Germany
Submitted by Charlotte Fritz, c.fritz@tu-bs.de
224-15 Emotional Exhaustion, Work Relationships, and Health Effects on
Organizational Outcomes
Results from 2,287 participants (1997 National Study of the Changing Workforce) revealed that work relationships partially mediated the relationship between emotional exhaustion and job effort, turnover, job satisfaction, and absenteeism. Furthermore, frequency of health problems reported by an individual partially mediated the effects of emotional exhaustion on these same outcomes.
Carolyn J. Mohler, Colorado State University
Zinta S. Byrne, Colorado State University
Russell S. Cropanzano, University of Arizona
Submitted by Carolyn J. Mohler, cmohler@lamar.colostate.edu
224-16 First-Night Shift Simulation: Effects on Performance, Effort, and Stress
The current study simulates a first night shift to determine effects of 24-hour sleep deprivation on performance, perceived effort, and stress on both a challenging task and simple task. Performance decreased on the simple task, but increased on the complex task. Larger stress increases were reported for the simple task.
Heather N. Odle-Dusseau, Clemson University
Jessica Bradley, Clemson University
June J. Pilcher, Clemson University
Submitted by Heather N Odle-Dusseau, hnicole77@yahoo.com.au
224-17 U.S.China Comparative Study on Pathways to Managing Stress
This paper examines the relationship between individualismcollectivism and work locus of control, social support, and familywork conflict. American employees (individualists) reported higher internal work locus of control, familywork conflict, and stress. The effect of familywork conflict on stress was mediated by social support and active coping.
Abhishek Srivastava, West Virginia University
Gerald L. Blakely, West Virginia University
Frances M. McKee-Ryan, Oregon State University
Martha C. Andrews, University of North
CarolinaWilmington
Submitted by Abhishek Srivastava, abhishek.srivastava@mail.wvu.edu
224-18 Impact of Information Technology Stressors on Employee Strain Outcomes
Although technology is a growing part of many jobs, few studies have examined its impact on employees well-being. We developed a scale assessing 11 factors of technology stressors. This scale demonstrated good internal reliability and predicted perceived stress and strain outcomes after controlling for traditional job-role stressors.
Arla L. Day, Saint Marys University
Stephanie L. Paquet, University of Calgary
Laura Hambley, University of Calgary
Colleen Lucas, University of Calgary
Nicholas Borodenko, University of Calgary
Submitted by Stephanie L. Paquet, spaquet@ucalgary.ca
224-19 Occupational Safety: The Job DemandControl Model Strikes Again
The Job DemandControl model was applied to the occupational safety domain. Using safety-specific demands (situational constraints), control (safety control), and well-being criteria (safety performance, injuries), the strain and buffer hypotheses were tested. Partial support for the strain hypothesis and significant interactions between demand and control were found for both criteria.
Autumn D. Krauss, Colorado State University
Peter Y. Chen, Colorado State University
Scott Finlinson, The Ohio University
Lori Anderson, Colorado State University
Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for
Safety
Kevin B. Tamanini, The Ohio University
Submitted by Lori Anderson, lori@lamar.colostate.edu
224-20 Is Workplace Harassment Hazardous to Your Health?
We examined cross-sectional and lagged effects of sexual harassment (SH) and generalized workplace harassment (GWH) on incidence of self-reported past-year illness/injury/assault in a sample of over 1,500 university employees. SH and GWH, but not other job stressors, were related to increased odds of illness or injury.
Kathleen Rospenda, University of Illinois at Chicago
Judith A. Richman, University of Illinois at Chicago
Jennifer L.Z. Ehmke, University of Illinois at Chicago
Kenneth W. Zlatoper, University of Illinois at Chicago
Submitted by Kathleen Rospenda, krospenda@psych.uic.edu
224-21 A Study of Personality and Conflict at Work Using Nurses
This research study examined the role that personality plays in predicting the amounts of conflict that nurses experience while at work. Conflict was evaluated by source (nurse, doctor, supervisor, or patient) with significant effects found for Agreeableness, Openness to Experience, and Neuroticism.
Ashley M. Guidroz, Minnesota State UniversityMankato
Lisa M. Perez, Minnesota State UniversityMankato
Submitted by Ashley M. Guidroz, aguidro@bgnet.bgsu.edu
224-22 Benefits of Social Support: The Effect of Gender
The social supportstrain relationship was moderated by gender. Psychological strain, work-to-family conflict, and job-withdrawal intentions were negatively correlated with levels of coworkers support in women, but not in men. Men and women did not differ in quantity of social support they received, but women benefited more from it.
Olga L. Clark, Bowling Green State University
Christiane Spitzmueller, University of Houston
Charlie L. Reeve, Purdue University
Steven G. Rogelberg, University of North Carolina at
Charlotte
Alan G. Walker, Bowling Green State University
Natalie DiGiacomo, Humane Society of the United States
Lisa Schultz, Purdue University
Submitted by Olga L. Clark, oclark@bgnet.bgsu.edu
224-23 The Relationship Between Alignment, Decentralization, Legitimization, and Organizational Safety
This study examines the relationship of alignment, decentralization, and legitimacy of safety practices, and organizational safety outcomes. Findings indicate that both alignment ( = -.286, CI = -.518, -.054) and decentralization (;= -.366, CI = -.586, -.146) have a relationship with numbers of injuries per 100 employees.
Kristy J. Lauver, University of Wisconsin
Submitted by Kristy J. Lauver, lauverkj@uwec.edu
224-24 A Meta-Analysis of Stress and Performance:
Assessing the ChallengeHindrance Framework
Using meta-analysis, we found that stress associated with hindrances at work (e.g., role conflict, role ambiguity) is more negatively related to performance than stress associated with challenges at work (e.g., workload, job demands). Results also indicate that the nature of the stress influences relationships with job satisfaction and withdrawal.
Nathan P. Podsakoff, University of Florida
Jeffery A. LePine, University of Florida
Marcie LePine, University of Florida
Submitted by Nathan P. Podsakoff, podsakof@ufl.edu
224-25 Individual Differences, Risk, and Accidents Outcomes in the Nuclear Industry
We tested models of accident outcomes with data from 181 employees from a southeastern-based nuclear power facility. Models incorporated multiple sources and multiple conceptualizations of accident criteria. Tests of the models provided partial support for the hypothesis that job-relevant risk moderates the relationship between personality and accident outcomes.
Michael J. Garrity, Aptima, Inc.
Patrick H. Raymark, Clemson University
Submitted by Patrick H. Raymark, praymar@clemson.edu
224-26 Cognitive and Temporal Effects in Emotional Labor: A Diary Study
This study employs a longitudinal design to test the temporal order of emotion regulation processes at work. Results elucidate the cognitive processes involved in, and differential effects of, regulation strategies in a sample of university administrative staff. Qualitative data on deep-acting strategies are also presented.
Jennifer L. Burnfield, Bowling Green State University
Submitted by Jennifer L. Burnfield, jburnfi@bgnet.bgsu.edu
224-27 Moderating Stressor-Strain Relationships With Efficacy and Altruism: A Multilevel Study
Given the multilevel structures of organizations, it is important for research in occupational health psychology to examine group-level moderators of stress-strain relationships. We examined collective efficacy and altruism as cross-level moderators of stress-strain relationships. Results indicated that collective perceptions may influence how employees react to stressors in the workplace.
Michael A. Lodato, Bowling Green State University
Steve M. Jex, Bowling Green State University
Mo Wang, Bowling Green State University
Submitted by Michael A. Lodato, mlodato@bgnet.bgsu.edu
224-28 Investment in Workforce Health:
Examining Implications for Safety and Commitment
The current study, conducted in the offshore oil industry (N = 1,374), sought to examine whether investment in workforce health reaps organizational benefits beyond improved health. Results suggest that health investment manifests in positive evaluations of health and safety climate and is associated with fewer risk-taking behaviors and greater workplace commitment.
Lorraine Hope, University of Aberdeen
Kathryn Mearns, University of Aberdeen
Alistair Cheyne, Loughborough University
Submitted by Lorraine Hope, l.hope@abdn.ac.uk
224-29 PersonJob Fit: Extroversion, Social Interaction, and Blood Pressure
Nonclinical white-collar employees participated in a combined laboratory-field study. Introverts who encountered frequent social interactions as well as extroverts with only few social interactions at work showed elevated habitual ambulatory systolic blood pressure levels. Participants with a person-job fit displayed normal systolic blood pressure levels.
Klaus J. Templer, Nanyang Technological University
Submitted by Kok-Yee Ng, akyng@ntu.edu.sg
224-30 Retirement and Spillover: Does Workplace Stress Affect Retirement Drinking Outcomes?
This research extends spillover, stress, and social control theory by examining the extent to which workplace experiences impact well-being in retirement. Longitudinal data from 2,305 employees show a workerretiree spillover effect in which workplace stressors (sexual harassment, general abuse, job characteristics) predicted drinking
(frequency and quantity) in retirement.
Kenneth W. Zlatoper, University of IllinoisChicago
Judith A. Richman, Univeristy of IllinoisChicago
Jennifer L.Z. Ehmke, Univeristy of IllinoisChicago
Kathleen Rospenda, University of IllinoisChicago
Submitted by Kathleen Rospenda, krospenda@psych.uic.edu
224-31 The Influence of Emotional Intelligence on Performance During Stress
This research examined the relationship between emotional intelligence, stress appraisals, and performance. Participants (N = 77) performed a mental math task and a videotaped speech. EI was related to challenge appraisals and performance. The four facets of EI had differential effects depending on the time and type of task performed.
Joseph B. Lyons, Wright State University
Tamera R. Schneider, Wright State University
Tamara L. April, Wright State University
Liz K. Stevens, Wright State University
Submitted by Joseph B. Lyons, lyons.28@wright.edu
225. Community of Interests: Sunday, 8:008:50 River Exb Hall A (Level 1)
Community of Interests: Diversity
Participants can come and go as they like, and chat with others conducting similar projects.
227. Symposium: Sunday, 8:309:50 Ohio (Level 2)
Filling the Pipe I: Studying Management Development Across the Hierarchy
Although there is a shortage of managerial talent today, there is no shortage of opinions about how to develop managers and leaders at every level. What is needed most is research-based guidance. This symposium features four field studies that contribute to the literature and help point the way.
Robert B. Kaiser, Kaplan DeVries Inc., Chair
S. Bartholomew Craig, North Carolina State University, Co-Chair
Jennifer J. Deal, Center for Creative Leadership, Ross DePinto, Center for Creative Leadership,
Differences in the Developmental Needs of Managers at Multiple Levels
Stephen J. Zaccaro, George Mason University, Deanna Banks, HumanR, Developmental Work Assignments for Middle and Upper Level Organizational Leaders
Robert B. Kaiser, Kaplan DeVries Inc., S. Bartholomew Craig, North Carolina State University,
What Gets You There Wont Keep You There: Managerial Behaviors Related to Effectiveness at the Bottom, Middle, and Top
Robert T. Hogan, Hogan Assessment Systems, Managerial Incompetence Across the Hierarchy
David V. Day, Pennsylvania State University, Discussant
Submitted by Robert B. Kaiser, rkaiser@kaplandevries.com
228. Symposium: Sunday, 8:309:50 Michigan A (Level 2)
Resizing the Organization: Using Research to Improve Practice
The purpose of this symposium is to investigate gaps between research findings and actual organizational resizing practices. Two field studies explore how companies have implemented various resizing activities and their resulting performance. In addition, a national survey program is used to examine the impact of layoffs on employee attitudes.
Kenneth P. De Meuse, University of WisconsinEau Claire, Chair
Wayne F. Cascio, University of Colorado, Managing a Downsizing Process
Todd J. Hostager, University of WisconsinEau Claire, Responses of Customers and Competitors to Organizational Resizing
Jack W. Wiley, Gantz Wiley Research, The Effects of Downsizing on Organizational Climate
Submitted by Kenneth P. De Meuse, demeukp@uwec.edu
229. Practitioner Forum: Sunday, 8:309:20 Michigan B (Level 2)
Federal Flight Deck Officer Program: An Integrated Internet-Based Assessment System
This forum describes how Internet technology was used to develop a complex assessment system to qualify commercial airline pilots to be armed through participation in the Federal Flight Deck Officer program. An online system collects, integrates, analyzes, and monitors multisource data obtained nationwide including application forms, testing, and clinical interviews.
Reid E. Klion, Performance Assessment Network, Chair
Ann M. Quigley, Transportation Security Administration, Arming Pilots Through the FFDO Program: Legal and Technical Considerations
Ryan A. Ross, Hogan Assessment Systems, Using Synthetic and Transport Validation for Assessing FFDO Volunteers
James Fico, Private Practice, Psychological Interview and Test Feedback Process: Development and Implementation
Submitted by Reid E. Klion, reid@pantesting.com
230. Special Event: Sunday, 9:009:50 Chicago VI (Level 4)
Sunday Plenary: Public Safety and Occupational Health: Opportunities for I-O Research and Practice
This Plenary session considers the opportunities for I-O psychologists to contribute to some of the dominant issues of our timefighting terrorism and ensuring safety/health (public, occupational, national) across multiple levels of analysis. The panel of experts will increase awareness of the research, practice, and funding opportunities currently available.
Michael J. Burke, Tulane University, Chair
Daniel R. Ilgen, Michigan State University, Presenter
Elizabeth B. Kolmstetter, Transportation Security Administration, Presenter
Sue Ann Corell Sarpy, Tulane University, Presenter
Submitted by Michael J. Burke, mburke1@tulane.edu
Expanded tutorials require advance registration as well as an additional fee!
231. Expanded Tutorial: Sunday, 9:0011:50 Mississippi (Level 2)
Expanded Tutorial 1: Getting Your Hands Dirty:
Academic and Applied Perspectives on Conducting Organizational Research
Elaine D. Pulakos, Personnel Decisions Research Institutes, Presenter
Ann Marie Ryan, Michigan State University, Presenter
Susan White, Personnel Decisions Research Institutes, Coordinator
Expanded tutorials require advance registration as well as an additional fee!
232. Expanded Tutorial: Sunday, 9:0011:50 Arkansas (Level 2)
Expanded Tutorial 2: Work Motivation in the 21st Century: Mapping New Directions for Theory and Research
Ruth Kanfer, Georgia Institute of Technology, Presenter
Gilad Chen, Georgia Institute of Technology, Coordinator
Expanded tutorials require advance registration as well as an additional fee!
233. Expanded Tutorial: Sunday, 9:0011:50 Colorado (Level 2)
Expanded Tutorial 3: Measurement Invariance:
Conceptual and Data Analysis Issues
David Chan, National University of Singapore, Presenter
Steven Scullen, North Carolina State University, Coordinator
expanded tutorials require advance registration as well as an additional fee!
Expanded tutorials require advance registration as well as an additional fee!
234. Expanded Tutorial: Sunday, 9:0011:50 Missouri (Level 2)
Expanded Tutorial 4: Using Conditional Reasoning in Organizational Research
Lawrence R. James, University of Tennessee, Presenter
Michael McIntyre, University of Tennessee, Presenter
Jose M. Cortina, George Mason University, Presenter
James LeBreton, Wayne State University, Coordinator
235. Interactive Posters: Sunday, 9:009:50 Parlor A (Level 3)
Interactive Posters: Diversity, Global
235-1 Predicting Expatriate Success: A Look at Some New Variables
Previous research has identified several unique individual and organizational factors that explain success on expatriate assignments. However, we propose that these factors operate through their impact on individual locus of control and expectancy. We present a new process model and several propositions to study success in expatriate assignments.
Arup Varma, Loyola UniversityChicago
Shaun Pichler, Loyola UniversityChicago
Fiona Nelson, Loyola UniversityChicago
Submitted by Arup Varma, avarma@luc.edu
235-2 Cultural Intelligence: Development and Cross-Validation of a Multifaceted Measure
This series of studies introduces the concept of cultural intelligence and describes the development and initial validation of a four-faceted measure of cultural intelligence (CQ) including meta-cognition, cognition, motivation, and behavior. Empirical analyses demonstrate factor equivalence in two samples, acceptable reliability, and cross-validation in a second cultural setting.
Soon Ang, Nanyang Technological University
Linn Van Dyne, Michigan State University
Christine Koh, Nanyang Technological University
Submitted by Soon Ang, asang@ntu.edu.sg
235-3 Predicting Expatriate Job Performance for Selection Purposes: A Quantitative Review
Meta-analyses on 23 primary studies (N = 2973) revealed that extraversion, emotional stability, conscientiousness, local language ability, cultural sensitivity, and flexibility are predictive of expatriate job performance; agreeableness and openness were unconfirmed. A negative relationship emerged for prior international experience. Predictive validities of personality on performance are compared with those found intraculturally.
Stefan T. Mol, Erasmus UniversityRotterdam
Marise Born, Erasmus UniversityRotterdam
Madde E. Willemsen, GITP Research, GITP International BV
Henk T. Van Der Molen, Erasmus UniversityRotterdam
Submitted by Stefan T. Mol, mol@fsw.eur.nl
235-4 Profiling the Effective Expatriate:
Individual Differences as Predictors of Success
This research examined the impact of cultural flexibility and ethnocentrism on expatriate effectiveness. Data from 380 Japanese and Korean expatriates not only indicate that these competencies affect expatriate adjustment, withdrawal cognitions, and performance, but that these impacts vary according to expatriates previous overseas work experience.
Lori A. Ferzandi, Pennsylvania State University
Margaret A Shaffer, Hong Kong Baptist University
Hal B. Gregersen, Brigham Young University
J. S. Black, University of Michigan
Submitted by Lori A. Ferzandi, laf192@psu.edu
236. Poster Session: Sunday, 9:009:50 River Exb Hall A (Level 1)
Training, Legal, Practice Issues
236-1 A Proposed ATI Model for the Field of Training
In the 50 years since Cronbachs call for increased attention to aptitude-treatment interactions, researchers from many diverse fields, including educational, social, and clinical psychology have attempted to apply the logic of ATI to their fields. This paper represents an attempt to develop an ATI model for the field of training.
Michael J. Cullen, University of Minnesota
Submitted by Michael J. Cullen, cull0061@tc.umn.edu
236-2 Experiences of Sexual Harassment Scale: Evidence of Reliability and Validity
This research examines the newly developed Experiences of Sexual Harassment (ESH) scale, which more clearly measures the legal definition of sexual harassment (EEOC, 1997). Ninety-nine employees completed the ESH and the SEQ/SHOM. Data analysis included validation of the ESH (e.g. confirmatory factor analysis), and comparing the ESH and the SEQ/SHOM.
Stephanie Swindler, Southern Illinois UniversityCarbondale
Margaret S. Stockdale, Southern Illinois
UniversityCarbondale
Submitted by Stephanie Swindler, steph_swindler@yahoo.com
236-3 The Influence of Incentives and Timing on Error Training
To improve the task performance of low-ability trainees, incentives were combined with error training instructions presented either early or late in training on a complex task. Results indicated that presenting the instructions late significantly boosted performance, but adding an incentive to those instructions hurt performance.
Michael E. Stiso, Texas A&M University
Stephanie C. Payne, Texas A&M University
Submitted by Stephanie C. Payne, scp@psyc.tamu.edu
236-4 Goal Orientations and Their Effects on Bargaining Behavior and Attitudes
Goal orientations a person possessed influenced person choice of negotiation strategies and outcomes. Process orientation led to integrative strategies and to integrative attitudes toward negotiation, while an outcome goal led to the use of distributive strategies during the bargaining process and to holding distributive attitudes toward negotiation.
Tal Katz, The Interdisciplinary Center, Herzliya
Chanan Goldschmidt, The Interdisciplinary Center, Herzliya
Submitted by Tal Katz, katzt@idc.ac.il
236-5 Adding Insult to Injury: Procedural Justice in Monetary Equity Restoration
In this experimental study, respondents who were offered monetary compensation for distributive inequities were less satisfied when the recompense implied a lack of concern for procedural fairness, even though the compensation itself was perceived as equitably fair. Results suggest that reparations may be undermined by the absence of procedural considerations.
Tyler G. Okimoto, New York University
Tom R. Tyler, New York University
Submitted by Tyler G. Okimoto, tgo203@nyu.edu
236-6 Predictors of Motivation to Learn When Training is Mandatory
Few studies have focused on the factors that predict motivation to learn when training is mandatory. The influence of individual (work locus of control, perceived benefits of training) and organizational (negative transfer climate, supervisor support) factors on motivation to learn was entirely mediated by the individuals level of organizational commitment.
Michael A. Machin, University of Southern Queensland
Cherylee A. Treloar, Blue Care
Submitted by Michael A. Machin, machin@usq.edu.au
236-7 Independent Consulting: Is it a Choice Between Satisfaction or Success?
A systemic model predicting the job satisfaction and financial success of independent consultants was examined. Psychological work experiences, personality, financial solvency, client base, business activities, and networks all significantly contributed towards job satisfaction and financial success. Cumulatively, the findings suggest that independent consultants satisfaction and financial success are intimately linked.
Cara T. Jones, University of Melbourne
Submitted by Cara T. Jones, c.jones9@pgrad.unimelb.edu.au
236-8 Exploring Alternative Approaches to the Evaluation of Learning in Training
We examined two approaches to test development for the purpose of evaluating learning during training. The resulting tests measured task knowledge (content-oriented approach) and task understanding (cognitively oriented approach). Results demonstrated that task understanding mediated task-knowledge effects on performance and provided empirical evidence for the benefits of cognitively oriented test design.
Mark V. Palumbo, Wright State University
Debra Steele-Johnson, Wright State University
Valerie L. Shalin, Wright State University
Lynn-Michelle N. Sassoon, Wright State University
Submitted by Mark V. Palumbo, palumbo.2@wright.edu
236-10 Self-Management Training: Investigating the Influence of Fish Training
This field experiment examined self-management training outcomes in an organizational setting. Intrinsic motivation, customer service, altruism, autonomy, and an overall measure of work motivation outcomes were examined. Survey data gathered at Time 1 and immediately after training at Time 2, revealed significant increases on several dependent variables.
Nkeiruka I. Mbah, University of Northern Iowa
Submitted by Nkeiruka I. Mbah, nimbah@uni.edu
236-11 HR Professionals Commitment Towards Consultancy Firms in Personnel Selection
This study develops and tests a model of the determinants of HR professionals commitment towards a consultancy firm in selection. Results among 177 HR professionals showed that specific investments predicted continuance commitment, whereas shared values predicted affective commitment. Only affective commitment was related to the percentage of selection activities outsourced.
Filip Lievens, Ghent University
Liesbet Roose, Ghent University
Submitted by Filip Lievens, filip.lievens@ugent.be
236-12 Trainability and Training Performance: Basic Skills, Cognitive Ability, or Both?
Noe and Colquitts (2002) concept of trainability, which is purported to include basic skills and cognitive ability, was examined relative to the Kraiger, Ford, and Salas (1993) 3-factor training performance model. Basic skills and cognitive ability were found to predict preselection screening outcomes and subsequent training performance.
Erich C. Dierdorff, DePaul University
Eric A. Surface, SOFLO/Army Research Institute
Submitted by Erich C. Dierdorff, ec_dierdorff@msn.com
236-13 Reactions to Diversity Training: An International Comparison
In response to workplace diversity, organizations implement diversity training programs. The present study examined reactions to diversity training conducted by a multinational corporation in nine countries classified on the individualistic/collectivist continuum. Results showed that trainee culture as well as trainer culture and gender influenced perceptions of usefulness and trainer effectiveness.
Courtney L. Holladay, Rice University
Miguel A. Quinones, University of Arizona
Submitted by Courtney L. Holladay, holladay@rice.edu
236-14 Implicit-Person Theory Effects on Employee Coaching
A persons implicit-person theory (IPT) reflects their implicit beliefs about the malleability of personal attributes
(C. S. Dweck, 1991, 1999). An experimental study found that an induced incremental IPT predicts willingness to coach a poor-performing employee, as well as the quantity and quality of performance improvement suggestions provided.
Peter A. Heslin, Southern Methodist University
Gary P. Latham, University of Toronto
Don VandeWalle, Southern Methodist University
Submitted by Peter A. Heslin, pheslin@mail.cox.smu.edu
236-15 The Human Resource Implications of the Sarbanes-Oxley Act of 2002
This paper seeks to increase HR professionals awareness of the HR issues associated with the Sarbanes-Oxley Act and to provide guidance that will assist them in developing organizational approaches to effectively address those issues.
Mark V. Roehling, Michigan State University
Tyler Allen, Michigan State University
Submitted by Mark V. Roehling, roehling@msu.edu
236-16 The Role of Open-Ended Comments in Multisource Feedback Programs
Executive development continues to increase in popularity. Accordingly, multisource or 360-degree feedback programs are widely used in todays organizations. This study examines the benefits of including open-ended feedback within 360-degree feedback assessment programs, explores ways to analyze and improve rater comments, and discusses areas for future research.
Maria R. Louis-Slaby, University of Tennessee
Katherine R. Helland, University of Tennessee
Submitted by Maria R. Louis-Slaby, mlouis@utk.edu
236-17 Gender Stereotyping as a Heuristic for Evaluating Expert Testimony Credibility
This study investigated whether individuals would differentially rate the testimony of male and female expert witnesses testifying in a masculine domain of expertise. Ratings from 61 students indicate that testimony is rated as less credible when presented by a female than by a male, but only when testimony is complex.
Christine Stanford, New York University
Submitted by Christine Stanford, ces255@nyu.edu
236-18 Training I-O Psychologists: What Is and What Should Be?
The purpose of this research was to investigate the perceptions and views of I-O psychologists as to the relevancy and importance of the competencies that the Society for I-O Psychology (SIOP) suggests be included in the training of I-O psychologists at the doctoral level.
Joel T. Lundstrom, Kansas State University
Patrick A. Knight, Kansas State University
Submitted by Joel T. Lundstrom, joell@ksu.edu
236-19 Blocked Versus Random Training of Three-Dimensional Spatial Memory
In a cubic chamber, representing a space station node, participants learned to recognize a 3D layout from multiple perspectives. Participants received either blocked or random sequencing for trials in an initial learning phase. Blocked sequencing was superior on initial learning measures, but random sequencing produced superior transfer and memory performance.
Travis Tubre, University of WisconsinRiver Falls
Amber Hanson Tubre, University of WisconsinRiver Falls
Wayne Shebilske, Wright State University
Timothy J. Willis, University of South Florida
B. Anthony Thomas, Georgia Institute of Technology
Submitted by Travis Tubre, travis.tubre@uwrf.edu
236-20 Individual Differences, Extended Practice, and the
Development of Skill Proficiency
We conducted a laboratory study involving a complex computer task and demonstrated how extended practice after training was essential to the attainment of expertise. Furthermore, our findings indicated that ability and learning orientation were related to extended practice through the mediating roles of skill acquisition and task enjoyment.
Paul R Boatman, University of Oklahoma
Eric Day, University of Oklahoma
Jazmine Espejo, University of Oklahoma
Lauren E Jackson, University of Oklahoma
Sheri L Holloway, University of Oklahoma
Submitted by Eric Day, eday@ou.edu
236-21 Cognitive and Dispositional Predictors of Training Performance
This field study integrates learning goal orientation, performance goal orientation, self-efficacy, goal commitment, cognitive ability, and goal setting into a conceptual model to explain sales training performance. Path analytic results indicated that all but cognitive ability and performance goal orientation positively correlated with performance, providing support for the integrated model.
Stephen A. Dwight, Bristol-Myers Squibb
John J. Donovan, Virginia Tech
Dan Schneider, Sepracor Inc.
Submitted by Stephen A. Dwight, stephen.dwight@bms.com
236-22 The More, the Better: Multiple Instructional Media Increase Executive Learning
This paper examined the impact of learning styles and multiple instructional techniques on learning in executive education. The results suggest it is advantageous to use multiple methods when delivering executive education. However, the differences could not be explained by learning styles.
Jillian A Peat, University of Tennessee
Robert T. Ladd, University of Tennessee
Michael J Stahl, University of Tennessee
Submitted by Jillian A Peat, jpeat@utk.edu
236-23 Applying U.S. Employment Discrimination Laws to Multinational Enterprises
Federal court cases (N = 81) were examined to identify eight general guidelines that determine when U.S. employment discrimination statutes apply to the workforce of multinational enterprises (MNEs). The cases apply to U.S. and foreign-based employers operating inside and outside the U.S. Practical guidance for MNEs is provided.
Richard Posthuma, University of TexasEl Paso
Mark V. Roehling, Michigan State University
Michael A. Campion, Purdue University
Submitted by Richard Posthuma, rposthuma@utep.edu
236-24 Creativity Training: More Effective for Some?
This paper investigates whether creativity training is more effective in individuals who exhibit higher levels of creativity prior to training. Using data collected from individuals undergoing creativity training, results suggest a positive relationship between a trainees level of creativity prior to training and the effectiveness of the training.
Shani Silverman, Binghamton University
Joseph W. Harder, University of Virginia
Elizabeth Carroll, Binghamton University
Nurdan Korkmaz, Binghamton University
Kim Jaussi, Binghamton University
Shelley Dionne, Binghamton University
Submitted by Kim Jaussi, kjaussi@binghamton.edu
236-25 An Empirical Comparison of I-O Psychologys Internal and External Identities
The nature of I-O psychologys identity has recently been the topic of much discussion within the discipline. However, little empirical work has examined the fields identity, particularly from multiple perspectives. We compare I-Os identity from both internal and external perspectives, identify discrepancies between them, and examine possible courses of action.
Timothy P. McGonigle, Caliber Associates
Patrick Gavan OShea, American Institutes for Research
Christina K. Curnow, Caliber Associates
Kenneth G. Brown, University of Iowa
Submitted by Timothy P. McGonigle, mcgonigt@calib.com
236-26 Executive Development: Characteristics of the Adult Interpersonal Acumen Scale
This study examined the scale structure and criterion validity coefficients of the adult interpersonal acumen scale using an organizational sample. Participants were personnel from a large nationally operative corporation in the United States. Results confirm the ordinal structure of the scale and raise several issues for further research.
Ram N. Aditya, Florida International University
Christopher J. Johnson, University of Louisiana at Monroe
Submitted by Ram N. Aditya, adityar@fiu.edu
236-27 Predicting Customer Intent to Renew
Customers of a large service organization rated that organization and its chief competitor. Satisfaction with the organization predicted customers intent to renew. Ratings of the competition improved the prediction slightly, but significantly. Additional analyses targeted different areas for improvement for customers with high and low intention to renew.
Terri Shapiro, Hofstra University
Comila Shahani-Denning, Hofstra University
Submitted by Terri Shapiro, terri.shapiro@hofstra.edu
Coffee Break: Sunday, 10:0010:30 Multiple Locations
237. Symposium: Sunday, 10:3011:50 Chicago
VI (Level 4)
Stigmas As a Basis of Unfair Discrimination in Organizations
Members of various social outgroups are stigmatized, resulting in unfair access- and treatment-related discrimination in organizations. This symposium considers a social identity theory-based model dealing with such discrimination and the results of recent research on three factors that may lead to it (i.e., unattractiveness, foreign accents, and sexual orientation).
Irwin L. Goldstein, University System of Maryland, Chair
Eugene F. Stone-Romero, University of Central Florida, Dianna L. Stone, University of Central Florida,
Effects of Ingroup Versus Outgroup Status on Unfair Treatment in Organizations
Robert L. Dipboye, Rice University, Kenneth E. Podratz, Rice University, Stefanie K. Halverson, Rice University, The Role of Physical Attractiveness as a Moderator of Employment Discrimination
Megumi Hosoda, San Jose State University, Eugene F. Stone-Romero, University of Central Florida, Jennifer N. Walter, San Jose State University,
The Effects of Foreign Accent and Gender on Employment-Related Decisions
Belle Rose Ragins, University of WisconsinMilwaukee, Carolyn Wiethoff, Indiana University,
Heterosexism in the Workplace: What You See is Not Always What You Get
Irwin L. Goldstein, University System of Maryland, Discussant
Submitted by Eugene F. Stone-Romero, roughrock@bellsouth.net
238. Symposium: Sunday, 10:3011:50 Chicago VII (Level 4)
Current Issues in the Conceptualization and Measurement of Workplace Incivility
Despite the high level of interest in workplace incivility, major issues remain regarding the conceptualization and measurement of this construct. This symposium addresses the multidimensional view of incivility, the link between incivility and discrimination (e.g., based on race/gender), and includes a discussion of cross-cultural issues in conceptualizing and measuring incivility/deviance.
Vincent J. Fortunato, University of Southern Mississippi, Chair
Jennifer L. Burnfield, Bowling Green State University, Co-Chair
Jennifer L. Burnfield, Bowling Green State University, Olga L. Clark, Bowling Green State University, Shelby Devendorf, Bowling Green State University, Steve M. Jex, Bowling Green State University,
Understanding Workplace Incivility: Scale Development and Validation
Lilia M. Cortina, University of Michigan, Vicki J. Magley, University of Connecticut, Kimberly A. Lonsway,
National Center for Women and Policing, Reconceptualizing
Workplace Incivility Through the Lenses of Gender and Race
Carra S. Sims, University of Illinois at UrbanaChampaign, Reeshad S. Dalal, Purdue University, Michael R. Bashshur, University of Illinois at UrbanaChampaign, Scott Bedwell, IPAT, Deborah E. Rupp, University of Illinois at UrbanaChampaign,
A Common Measure for a Common Problem: Generalized Discrimination
Rebecca J. Bennett, University of Toledo, Measurement Issues in Cross-Cultural Studies of Employee Deviance
Paula L. Grubb, NIOSH, Discussant
Submitted by Jennifer L. Burnfield, jburnfi@bgnet.bgsu.edu
239. Symposium: Sunday, 10:3011:50 Chicago X (Level 4)
Implicit Measurement in I-O Psychology: Empirical Realities and Theoretical Possibilities
Implicit measurement is an indirect method that assesses response latencies to speeded categorization tasks to measure attitudes, stereotypes, and self-concepts. This controversial measurement approach is discussed and demonstrated in this symposium, along with papers discussing empirical findings of interest to I-O psychologists concerned with personality measurement and workplace attitudes.
Kenneth Sumner, Montclair State University, Chair
Elizabeth Haines, William Paterson University, Co-Chair
Elizabeth Haines, William Paterson University, Kenneth Sumner, Montclair State University,
The What, Why, and How of Implicit Measurement: A Primer
Jonathan C. Ziegert, University of Maryland, Paul J. Hanges, University of Maryland,
Examination of Explicit, Implicit, and Conditional Reasoning Personality Measurement
Lindsey Marie Young, Wayne State University, David Kuttnauer, Wayne State University, Boris B. Baltes, Wayne State University,
Implicit and Explicit Racial Attitudes: Relationship to Performance Ratings
Kenneth Sumner, Montclair State University, Elizabeth Haines, William Paterson University,
Measuring Implicit Work Satisfaction: Empirical Findings and Theoretical Possibilities
Submitted by Kenneth Sumner, sumnerk@mail.montclair.edu
240. Panel Discussion: Sunday, 10:3011:50 Sheraton I (Level 4)
The Silent Killer: Preventing Errors in Healthcare Through I-O Interventions
It is becoming increasingly important for healthcare organizations to identify the key factors which contribute to organizational effectiveness in reducing errors. Although many organizations have changed systems, processes, or structures, these approaches are incomplete without a requisite assessment of the organizational safety climate and culture.
Russell E. Lobsenz, viaPeople, Inc., Chair
Amanda Seidler Pokryfke, viaPeople, Inc., Co-Chair
David Rosenbloom, McMaster University, Panelist
Chris P. Parker, Northern Illinois University, Panelist
Serge Gagnon, McGill University Health Center, Panelist
Zachary Nelson, Advocate Healthcare, Panelist
Cara C. Bauer, Wayne State University, Panelist
Submitted by Amanda Seidler Pokryfke, apokes@usa.net
241. Practitioner Forum: Sunday, 10:3011:20 Sheraton II (Level 4)
Designing and Implementing a Management Promotion System at the FBI
The FBI faced the challenge of developing, validating, and implementing a promotional system for its managers. Working in partnership with various stakeholders, a comprehensive system was designed and over 3,500 assessments conducted within 10 months. Various challenges accompanying this project are discussed and successful approaches are presented for similar situations.
Joseph A. Gier, Aon Consulting, Chair
Amy Dawgert Grubb, Federal Bureau of Investigation, The New Mid-Management Promotion System at the FBI
Jennifer M. Hurd, Aon Consulting, Designing a Cognitive Ability Test for FBI Leaders: Working Within a Multiple-Requirement, Multiple-Stakeholder Environment
Matthew Dreyer, Aon Consulting, Seymour Adler, Aon Consulting, Joseph A. Gier, Aon Consulting,
Development and Validation of Realistic Telephone Assessment Programs for Midlevel Managerial Positions at the FBI
Seymour Adler, Aon Consulting, Matthew Dreyer, Aon Consulting, Delivering
Management Assessment to the Masses
Submitted by Joseph A. Gier, Joseph_A_Gier@aoncons.com
242. Practitioner Forum: Sunday, 10:3011:50 Sheraton III (Level 4)
Selection Research for Public Safety-Related Positions: Contributions and Challenges
This session will highlight examples of I-O research devoted to selection for public-safety and support jobs. Presenters will draw from personal experience in describing selection research in a variety of public-safety settings spanning cognitive, personality, physical ability, and medical domains, as well as future research challenges.
John A. Weiner, Psychological Services, Inc., Chair
Shelley W. Spilberg, California Commission on POST, Co-Chair
Chockalingam Viswesvaran, Florida International University, Deniz S. Ones, University of Minnesota, Eyran Kraus, City of Miami, Mary E. Leckband, City of Miami, Alexander Alonso, Florida International University,
The Role of Applicant Ability and Conscientiousness in Reliability of Assessments
John A. Weiner, Psychological Services, Inc., Cognitive Ability Assessment for Public Safety Positions: Applications and Impact
Shelley W. Spilberg, California Commission on POST, Deniz S. Ones, University of Minnesota, Chockalingam Viswesvaran, Florida International University, Michael J. Cullen, University of Minnesota, Stephan Dilchert, University of Minnesota, Shelly A. Wiemann, University of Minnesota,
The Development of Preemployment Psychological Screening Procedures for California Peace Officers: An Arranged Marriage With No Prenup
Donna L. Denning, City of Los Angeles, Public-Safety Support Staff: The Challenge of Selection for Scientific Investigation Positions
Deborah Gebhardt, Human Performance Systems, Inc., Issues Related to Implementation of Physical Performance Tests and Medical Guidelines in a Public-Safety Setting
Submitted by John A. Weiner, john@psionline.com
243. Panel Discussion: Sunday, 10:3011:50 Sheraton IV (Level 4)
The Nuts and Bolts of Obtaining External Research Funding
Institutional pressure to obtain external funding is increasing for academic I-O psychologists. The purpose of this panel discussion is to provide an overview of the funding process. Topics to be discussed include sources for external funding, strategies for writing an attractive proposal, and balancing grant writing with other competing demands.
Tammy D. Allen, University of South Florida, Chair
Leslie B. Hammer, Portland State University, Panelist
Thomas F. Hilton, National InstituteDrug Abuse, Panelist
John R. Hollenbeck, Michigan State University, Panelist
Eduardo Salas, University of Central Florida, Panelist
Submitted by Tammy D. Allen, tallen@luna.cas.usf.edu
244. Symposium: Sunday, 10:3011:50 Sheraton V (Level 4)
New Directions in Creativity Research: Teams and Rewards
Two contextual factors receiving little empirical attention with regards to creativity are teams and rewards. This symposium includes papers investigating the effect of team personality composition on creativity, and how teams engagement in creative processes impact team effectiveness. In addition, two studies hypothesize and find that rewards can enhance individuals creativity.
Christina E. Shalley, Georgia Institute of Technology, Chair
Markus Baer, University of Illinois, Gwendolyn H. Costa, University of Illinois, Andrea Hollingshead, University of Illinois, Greg R. Oldham, University of Illinois,
The Personality Composition of Teams and Creativity
Lucy L. Gilson, University of Connecticut, John E. Mathieu, University of Connecticut, Christina E. Shalley, Georgia Institute of Technology, Tom Ruddy, Siemens Corporation,
Creativity and Standardization: Complimentary or Conflicting Drivers of Team Effectiveness?
Reut Livne-Tarandachm, Technion, Miriam Erez, Technion, Ido Erev, Technion,
Turning Enemies into AlliesThe Effects of Performance-Contingent Rewards and Goal Type on Creativity
Justin Aselage, University of Delaware, Robert Eisenberger, University of Delaware, Ivan L Sucharski, University of Delaware,
Reward and Creativity: Mediating Roles of Self-Determination
Michael D. Mumford, University of Oklahoma, Discussant
Submitted by Christina E. Shalley, Christina.Shalley@dupree.gatech.edu
245. Practitioner Forum: Sunday, 10:3011:50 Ohio (Level 2)
Filling the Pipe II: Best Practices in Organization-Wide Management Development
The big question facing talent management professionals today is, How to build an integrated system for churning out homegrown managers and leaders at every organizational level? This practitioner forum brings together veteran consultants and practitioners with best-practice models, state-of-the-art benchmarking, and sage advice for developing managers across the hierarchy.
Robert B. Kaiser, Kaplan DeVries Inc., Chair
Arthur M. Freedman, American University, Pathways and Crossroads to Executive Leadership
H. Skipton Leonard, Personnel Decisions International, When Leadership Development Fails Managers: Making a Clearer Distinction Between Management Training and Leadership Development
Patricia M. Weik, RHR International Company, Practices in the Development of Future Leaders for Key Roles
Jennifer W. Martineau, Center for Creative Leadership, Creating Synergy and Difference in Development: One Organizations Competencies for Three Organizational Levels
Submitted by Robert B. Kaiser, rkaiser@kaplandevries.com
246. Symposium: Sunday, 10:3011:50 Michigan A (Level 2)
New Directions in Navy Selection and Classification Research
Presentations in this symposium will describe recent efforts that Navy personnel researchers have undertaken in the area of selection and classification. Implications of this work for future policy, practice, and research will be discussed.
William L. Farmer, Navy Personnel Command, Chair
Paul G. Michael, Alliant International University, JOIN: Jobs and Occupational Interest in the Navy
Jacqueline A. Mottern, Navy Personnel Research, Studies, & Technology (NPRST),
Retention and Attrition Among New Recruits
Jerry W. Hedge, Independent Consultant, Research Directions for the Future of Navy Selection/Classification
Walter C. Borman, Personnel Decisions Research Institutes, Discussant
Submitted by William L. Farmer, William.L.Farmer@navy.mil
247. Special Event: Sunday, 10:3011:20 Michigan B (Level 2)
Can We Detect Deception?
A number of methods have been proposed for detecting or inferring deception. Some of these detect deception at better-than-chance rates, but virtually all methods are constrained by a combination of weak theoretical support, limited validity studies, often of dubious quality, or severe practical constraints. Prospects for the reliable detection of deception are discussed.
Kevin R. Murphy, Pennsylvania State University, Presenter
Submitted by Kevin R. Murphy, krmurphy@psu.edu
248. Panel Discussion: Sunday, 10:3011:50 Superior A (Level 2)
Mock Ethics Hearing: The Hand That Rocks the Licensing Law
This audience-interactive demonstration is a mock disciplinary hearing by a fictional ethics panel. The objective is to inform attendees about the applicability of the 2002 Ethical Principles of Psychologists and Code of Conduct. Issues include the practice of I-O psychology by an unlicensed academic and the claim of confidentiality.
Greg Gormanous, Louisiana State UniversityAlexandria, Chair
Judith S. Blanton, RHR International, Co-Chair
Darrell Hartke, Aon Consulting, Co-Chair
Warren C. Lowe, Lafayette Psychotherapy Group, Panelist
Linda Jean McMullen, Bowling Green State University, Panelist
S. Morton McPhail, Jeanneret & Associates, Inc., Panelist
M. Peter Scontrino, Scontrino & Associates, Panelist
Tracey L. Shilobod, Clemson University, Panelist
Aeslya A. Slay, Hunter & Morton, Panelist
Rodney L. Lowman, Alliant International University, Discussant
Kari R. Strobel, Old Dominion University, Discussant
Submitted by Greg Gormanous, gg@Lsua.edu
249. Panel Discussion: Sunday, 10:3011:20 Superior B (Level 2)
The Use of Occupational Information in Disability Determination Contexts
National occupational information systems play a crucial role in federal and private sector disability determinations. However, concerns persist regarding the ability of existing systems (DOT and O*NET) to fulfill the unique requirements associated with this context. The panel will discuss this dilemma and offer suggestions regarding how to address it.
Patrick Gavan OShea, American Institutes for Research, Chair
Susan K. R. Heil, American Institutes for Research, Co-Chair
Sylvia Karman, Social Security Administration, Panelist
Les Kertay, UnumProvident, Panelist
Lorin M. Mueller, American Institutes for Research, Panelist
Lois E. Tetrick, George Mason University, Panelist
Juan I. Sanchez, Florida International University, Panelist
Sigrid B. Gustafson, American Institutes for Research, Panelist
Andrew M. Rose, American Institutes for Research, Discussant
Submitted by Patrick Gavan OShea, goshea@air.org
250. Symposium: Sunday, 10:3011:50 Huron (Level 2)
Preventing Burnout Through Better Management: Building Engagement With Work
This symposium addresses the strong alliances necessary between researchers and management to implement organization interventions to prevent burnout and build engagement with work. It also considers the target of such interventions by examining the nature of engagement with work and their implications for practitioners and researchers.
Michael P. Leiter, Acadia University, Chair
Esther Greenglass, York University, Predictors of Work Engagement
Mina Westman, Tel Aviv University, A New Research Agenda: Positive Crossover
Christina Maslach, University of CaliforniaBerkeley, Michael P. Leiter, Acadia University,
Professional Efficacy: Contrasts Between Management and Front-Line Staff Members
Michael P. Leiter, Acadia University, A New Approach to Changes in Burnout Over Time: Identifying Subgroups Likely to Change
Christina Maslach, University of CaliforniaBerkeley
Submitted by Michael P. Leiter, michael.leiter@acadiau.ca
251. Practitioner Forum: Sunday, 10:3011:20 Mayfair (Level 3)
Applying I-O to Healthcare: Challenges and Successes
I-O psychologists can, and do, play a key role in healthcare settings. The purpose of this practitioner forum is to explore the ways in which traditional I-O skills can help to improve the programs and practices employed by government agencies charged with overseeing our nations healthcare.
Nancy Matheson, American Institutes for Research, Chair
David P. Baker, American Institutes for Research, Jeffrey M. Beaubien, American Institutes for Research, Amy K. Holtzman, American Institutes for Research, Eduardo Salas, University of Central Florida,
Applying I-O to Healthcare: Investigating the Requirements for Team Training
Fred A. Mael, American Institutes for Research, Quality of Care and Organizational Culture in Substance-Abuse Treatment Settings
Joyce D. Mattson, American Institutes for Research, Application of I-O Psychology to Medical Regulatory and Oversight Functions
Laura A. Steighner, American Institutes for Research, Developing Structured Guidance to Assess the Severity of Deficient Nursing Home Practices
Submitted by Nancy Matheson, nmatheson@air.org
252. Interactive Posters: Sunday, 10:3011:20 Parlor A (Level 3)
Interactive Posters: OHP/Stress
252-1 Self-Efficacy in Social Supports Moderating Effects of Stressor-Strain Relationships
Occupational research offers inconsistent findings on social supports moderating effects on the stressor-strain relationship. We contribute to this literature by using longitudinal data showing how social supports moderating effect is dependent on ones self-efficacy. Social support buffered the relationship with high self-efficacy and reverse buffered the relationship with low self-efficacy.
Melba C. Stetz, U.S. Army Medical Research and Materiel Command
Thomas A. Stetz, National Imagery and Mapping Agency
Paul D. Bliese, Walter Reed Army Institute of Research
Submitted by Melba C. Stetz, melba.stetz@us.army.mil
252-2 Roles of Safety Control and Supervisory Support in Work Safety
This paper describes the roles of safety control and supervisory safety support in predicting safety performance and injuries. We investigate the process of safety control, in which understanding of why injuries occur leads to prediction of when injuries are likely, which leads to control over the circumstances that cause injuries.
Lori Anderson, Colorado State University
Peter Y. Chen, Colorado State University
Scott Finlinson, The Ohio University
Autumn D. Krauss, Colorado State University
Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for Safety
Submitted by Lori Anderson, lori@lamar.colostate.edu
252-4 Antecedents to Giving and Receiving Social Support at Work
Social support is an important variable in occupational stress research, yet little is known about the antecedents of giving and receiving support at work. In a sample of 108 diversely employed participants, reciprocity and personality (extraversion and agreeableness, but not neuroticism) each predicted the giving and receiving of social support.
Nathan A. Bowling, Central Michigan University
Terry A. Beehr, Central Michigan University
William M. Swader, Central Michigan University
Submitted by Nathan A. Bowling, nathan.a.bowling@cmich.edu
Program Table
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