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Content Index

Primary Content Areas (listed by session number; numbers following hyphens are posters)

This index shows the main title of every item accepted for the SIOP program, grouped by the primary content area as designated by its submitter. Titles are shown in order of presentation within areas. Numbers with hyphens are posters. For presentation formats other than posters, that is, symposia, discussions, et cetera, only the main title is indexed and shown heresubsidiary presentation titles are not included. Visit http://www.siop.org/ProgramOnWeb/ to search the electronic version of the Conference Program by keywords, all content area codes, and authors names.


Absenteeism/Turnover

84 Cognitive, Affective, and Social Influences on Work Withdrawal
96-4 Job Stress in China and the US: The Demographic Effects
184-18 Organizational Commitment in a Direct-Hire Contingent Worker Sample
184-27 Religiosity and Diversity: Are Religious People More Accepting of Diversity?
203-29 Turnover Intentions and Political Behavior as Related to Organizational Injustice
212 Employee Turnover Research: Prediction and Assessment Challenges
245-23 Investigating Employees Turnover Intentions From a Time Perspective
245-24 Predicting Voluntary Turnover Through Prehire Attitude Assessment: An Empirical Study
245-25 Hostile Attributional Style as a Predictor of Stress and Turnover
245-26 Effect of Situational Judgment Test Response Instructions on Validity
245-27 Effects of Multiple Employment Mobility Measures on Retail Employee Turnover


Aging/Gerontology

28-8 Successful Aging: Instrumentality of Self-Directed Development Strategies
28-11 Age, Prior Knowledge, Ability, and Learning: Implications for Training Design
28-29 Age Effects on Continuous Learning of Unemployed Individuals
70-22 Importance of Demographic Predictors in a Retirement Planning Decision Task


Attitudes Toward Selection

191 Giving Feedback to Applicants: Advantageous or Adverse?
233-1 Perceived Fairness of a Biodata Form and Job Knowledge Test
233-20 The Development of an Applicant Reaction Questionnaire for the Military
233-21 Critical Components of Pretest Explanations for Novel Selection Instruments
233-22 Applicants Reactions to Drug Testing: An Application of Fairness Theory
233-23 What Were You Thinking?! Cognitive Bias in Applicant Responding
233-24 Proctored Versus Unproctored Testing: Differences in Applicant Reactions by Location
233-25 An Affective Events Model of Applicant Responses to Selection Systems
233-26 The Framing Effect of Explanations on Applicants Attribution Processes
233-27 Applicants Justice and Performance Perceptions as Predictors of Reapplication Decisions
233-28 Effects of Test Preparation on Applicant Reactions to Selection
233-29 Affective Applicant Reactions to Selection Procedure Duration and Outcome
253 Measuring and Changing Attitudinal Barriers Toward Hiring People With Disabilities


Conflict/Negotiations

28-13 Improving the Productivity of Organizational Interventions Through Proactive Measures
70-11 Test of a Process Model of Emotional Conflict in Groups
70-28 Emotion in the Negotiation Process: A Model
80 The Anatomy of Revenge: Recent Theoretical and Empirical Advances


Consulting Practices and Issues

11 Models of AcademicPractitioner Collaboration
12 In Search of Talent Management
105 Entry-Level Jobs: Critical or Throw-Away? Issues Surrounding Entry-Level Employment
106 Human Capital Due Diligence for Venture Capital Decisions
173 The Portfolio: An Innovative Approach to Assessment, Development, and Evaluation
195 Outcome Measurements in Leadership Assessments
250 You Want Me To Do What? Internet-Age Consulting Challenges
258-5 Reducing Hindsight Bias: Debiasing Methods in Applied Organizational Research


Culture/Climate

153 Climate Research in the USA and Europe: Traditional Approaches and Research Synthesis
157-6 Assessing Impact of an Organizational Development Initiative on Organizational Culture
157-7 Influence of Innovative Climate on Organizational Consequences of Demanding Work
157-10 Psychological Climate: Differences Between Organizational and Individual Referents
157-12 The Development of a Scale to Measure Fun at Work
157-13 Relationships Between Organizational Climate Profiles, Employee Attitudes, and Financial


Performance

157-14 Employment Implications of Disability Around the World: A Cross-Cultural Perspective
157-17 The Moderating Effects Of Climate Strength on Organizational Outcomes
157-18 The Effect of Culture of Honor on Counterproductive Work Behaviors
157-22 Linking Organizational Culture and Performance: Creation of Employees Social Capital
157-24 Organizational Culture and Climate and Attitudes Toward Innovation Adoption
221 Driving Strategic Change With Technology
235-1 Influence of Leader Attitudes on Customer Orientation: A Multilevel, Multifunctional


Investigation

235-2 Emotional Mechanisms That Link Climate for Service and Customer Outcomes
235-4 OCB and Service Climate: Examining Multilevel Antecedents of Customer Satisfaction

Decision Making

70-4 Considering Alternatives in Managerial Explanation Tasks
70-5 Attribute Diagnosticity, Choice Set Complexity, and the Decoy Effect

Diversity

5 Scaling the Slippery Slope: Toe Holds for Women in Academe
21-7 How Racial and Positional Cues Affect Initial Perceptions of Leadership
21-4 The Influence of Economic Threat on Attitudes Toward Diversity Policies
21-5 Assessors Perceptions Explaining Ethnic Score Differences in Selection: Dutch Findings
21-6 Ethnic Score Differences on Cognitive Ability and Personality: Dutch Findings
21-1 S. Rains Wallace Dissertation Award: A Longitudinal Study of the Relationship Between Racial Diversity and Profitability
21-10 Values, Demographics, and Diversity Attitudes in the United Kingdom
21-11 Culture Variation and Psychological Contracts in the United States
21-12 Individual Differences and Racial Prejudice in Performance Evaluation Accuracy
21-13 Anxiety and Experience in Heterosexuals Responses to Gay Coworkers
21-14 Gender Composition: A Predictor of Formal Mentoring Processes and Outcomes
21-15 An Empirical Test of the Glass Ceiling for Asian Americans
21-16 The Role of Protege Disability and Competence in Mentoring Relationships
21-17 Moderators of the Demographic DiversityUnit Performance Relationship
21-18 Effects of Demographic Differences on Creativity in Virtual Dyads
21-19 Indexing Diversity Under Missing Data Conditions
21-21 The Impact of Motivational Predictors on Diversity in Student Selection
21-22 Perceptions of Relational Practices in the Workplace
21-23 Reducing the Ill Effects of Thought Suppression Through Structured Interviews
21-25 Discrimination Against Asian Americans: How do Model Minorities Fare?
21-26 Assessing Dissimilarity From the Group: Evidence From Computer Simulations
21-27 Student Status and Age Effects on Sexual Harassment Perceptions
53 Workplace Diversity: Exploring the Work Experiences of LGBT Employees
56 Frontiers Series: Workplace Discrimination
77 Predicting Diversity-Related Outcomes: Examining the Roles of Justice
92 Telework as an Option for Employees With Disabilities
97 LGBT Meeting
100-21 Mentor and Peer Relationships: Impact on Racial Stressors
101 Community of Interests: Aging and Work/Retirement
103 AcademicPractitioner Collaborations: Diversity and Organizational Performance as an Example
109 LGBT Reception
205-1 Glass Ceiling Bias: Effects of Nonstandard Accent on Management Hiring
205-2 AA/EO Statements and Whites Job Attitudes: A Social-Identity Perspective
205-3 Diversity Information in Recruitment Advertisements and Organizational Attraction
205-4 Prejudice in Employment Decisions: Role of Interview Content and Race
209 Not the Usual Suspects: Expanding Our Conception of Workplace Stigma
219 Diversity and Decision Making
228 Committee on Ethnic Minority Affairs (CEMA)
231-1 Making Mentoring Meaningful: The Role of Similarity and Mentor Leadership
232 Committee on Ethnic Minority Affairs (CEMA) Reception

Downsizing/Outplacement

100-8 Job Insecurity and Well-Being in the Context of Employment
100-9 Job Insecurity and Commitment: Perceived Organizational Support as a Mediator
157-21 Guanxi in China: A Help or Hindrance in Insecure Times?

Employee Surveys

39 Grappling with Write-In Comments in a Web-Enabled Survey World
40 When Survey Respondents Dont Respond: Unit and Item Nonresponse
64 Linkage Research in the Real World: Lessons From the Field
68 The Art and Science of Creating an Exit Survey
81 Linkage Research: Communication Strategies for Obtaining Management Buy-In and Action
104 Personal Identifiers: Boon or Bane of Survey Research
157-25 The Impact of Cultural Distance on Cross-Cultural Measurement Equivalence/Invariance
157-27 Exploring Relations Between Employee Opinion and Exit Interview Questionnaire Data
157-28 Assessing the Enemy: A History of I-O Psychologists Union-Busting Efforts
157-29 An Examination of Social Exchange Antecedents of Survey Nonresponse
163-4 An Investigation of Cross-Cultural Power Distance and Quality Focus
207 Remembrance of Surveys Past: The Evolution of the Employee Survey
220 Have You Ever Wondered? Research Ponderables From Employee Survey Experiences
242 Getting Action From Organizational Surveys: A Discussion of New Methodologies
272 Global Employee Surveying: Past, Present, and Future
273 Comments: Where Have We Been? Where Are We Going?

Ethics, Values in I-O Psychology

28-14 Psychometric Properties of the Reidenbach-Robin (1990) Multidimensional Ethics Scale (MES)
28-24 Ethical Climate in the Role of Stressor
141 Giving (I-O) Psychology AwayBut to Whom?
157-2 Recognizing Ethical Dilemmas in Organizational Scenarios
162 Community of Interests: WorkFamily Issues
166 Justice, the Elusive Concept: Three Perspectives, Consultant, Lawyer, Ethicist
189 The Case for Ethical Cultures: What Convinces Organizations to Change?

Executive Coaching/Executive Development

28-17 Funny Math, Serious Misinterpretation: Zenger and Folkmam (2002) on Leadership
28-28 A Longitudinal Quasi-Experiment on the Impact of Executive Coaching
87 Coaching Leaders Around Critical Choices
112 Strategic Coaching: Designing and Implementing Effective Executive Coaching Programs
179 Executive Coaching: A Deeper Look
196 Coaching Impact: Identifying Individual and Organizational Outcomes of Coaching
199 Building and Developing Leaders for the Future: Managing Executive Talent
215 What Value Does Psychology Add to Executive Coaching?
230 Community of Interests: Cross-Cultural Issues

Global HR Practices/International I-O

21-2 Interaction Effects of Expatriates Parent Company and Foreign Subsidiary Commitments
21-3 A Social Exchange Perspective on Expatriation: An Empirical Examination
21-8 A Goal-Orientation Perspective on Expatriation: An Empirical Examination
21-9 Examining Different Types of Work Experience on Expatriate Longitudinal Performance
21-20 Supervisor Integrity and Supervisory Commitment: A Cultural Investigation
21-24 Procedural Justice and Performance Evaluations in French and American Organizations
21-28 The Relationship Between Culture and Labor/Employment Laws Across 57 Countries
21-29 An Integrated Model of Cross-Cultural Training
21-30 The Effect of Culture Distance on Expatriate Adjustment: A Meta-Analysis
58 Internal HR Client Satisfaction Surveys: Best Practices & Opportunities
93 International Connections: International Affairs Subcommittee Open Meeting
99 International Members Reception
126 Levels of Analysis in Cross-Cultural Organizational Research
160 Distinguished Professional Contributions Award: The Globalization of I-O Psychology: Is Culture the Same as CULTURE?
163-3 Culture and Work Values: A Comparison Across Countries and Companies
182 Do Borders Really Matter? Issues in Multinational Selection
201 On Global Work: Predicting the Success of International Assignments
203-2 Predicting Job Satisfaction and Contextual Performance: A Chinese Study
246 Community of Interests: Emotions

Group Processes/Dynamics

186-3 Shared Cognition: Can We all Get on the Same Page?
229-7 Team Stability, Team Outcomes, and Departmental Performance: An Empirical Investigation
229-10 The Role of Core and Noncore Team Members in Performance
229-15 Effects of Altering Group Goal Content on Group Processes
229-18 Task Complexity and Transactive Memory Systems
229-22 The Role of Analytic-Holistic Thinking on Sensemaking

Human Factors and Ergonomics

203-25 Workload History Effects on Task Performance: A Closer Look
229-13 Understanding Coordination in Computer-Mediated Versus Face-to-Face Groups
258-1 Focused Attention and Error Detection in a Prescription Checking Task
258-14 Adapting the Computer System Usability Questionnaire for Evaluating Web Sites
258-21 Tactile Interruption Management: A Resource-Efficient Method for Managing Multiple Tasks
258-28 Verbal Protocols and Demonstrating Performance of a Complex Skill
263 Robots in the Workplace: What Lies Ahead?

Innovation and Creativity

48-3 Career Experiences and Scientific Performance
70-16 Reconceptualizing Creativity Through an Exploration/Exploitation Framework
130-19 How Openness to Experience and Charismatic Leadership Influence Creative Performance
229-3 Capitalizing on Diversity: A Multisample Study on Team Innovation

Job Analysis/Job Design/Competency Modeling

14 The Conceptualization and Measurement of Adaptive Skill
42 Cutting-Edge Tools for Traditional Job Analysis: How Technology Maximizes Efficiency
116 Applying Validity Generalization: A View From the Job-Analysis Trenches
124 A Master Tutorial by Sidney A. Fine
177 The Changing Nature of Work: Longitudinal Analyses With the PAQ
233-4 A Pseudogrouping Method for Evaluating Similarity of Work Categorizations
233-8 Successfully Managing Mergers and Acquisitions: The Role of Managerial Behaviors
233-9 Aligning Managerial Behaviors With Strategic Organizational Outcomes: A Validation Study
233-12 Law Enforcement Leadership Competencies: A Multirater Validation Study
233-13 Agreement in Ratings on a Practice Analysis
233-14 An Experimental Study of Work Design, Stress, Creativity, and Personality
233-17 Expanding Job Analysis Accuracy: A Strategic Criterion-Related Validity Approach
233-19 JCV Predicting DOT Worker-Trait Requirements From CMQ Job Analysis Ratings
266 New Evidence on Individual Differences in Job Analysis Ratings

Job Attitudes/Attitude Measurement

19 Dispositional Factors in Job Attitudes and Affective Reactions to Work
55 Work-Related Social Interactions and Mood: Tests of Affective Events Theory
70-19 Confirmed Expectations, Fairness, and Emotional Reactions: Testing the Egoism Hypothesis
100-6 No More Meetings! Meeting Time Demands and Employee Well-Being?
132-1 PA, NA, Cognitive Versus Affective Job Satisfaction: A Meta-Analytic Investigation
132-2 Positive and Negative Affectivity and Facet Satisfaction: A Meta-Analysis
132-3 Cross-Cultural Generalizability of Affective, Continuance, and Normative Commitment: A Meta-Analysis
132-4 Theory and Satisfaction: Examining Affect, Cognition, and Affective Cognitive Consistency
184-1 Beyond Balanced Reciprocity: Generalized and Negative Reciprocity in Psychological Contracts
184-2 Reciprocation Wariness and Negative Reciprocity: Relationships With Breach and Violation
184-3 Conflicting Cues and Individual Differences in Social Information Processing
184-8 Explaining Variations in the Temporal Stability of Job Satisfaction
184-9 9/11 Revisited: Were Employee Attitudes Really Unaffected?
184-10 Attachment Style as a Predictor of IndividualOrganization Attachment
184-11 Money Motives, Achievement Orientation, and Motivation to Work Among Youths
184-12 The Discriminant Validity of Job Satisfaction, Commitment, and Justice Perceptions
184-13 IRT Analysis of the Influence of RJP and Tenure
184-14 Measuring General Job Satisfaction: Are All Measures Created Equal?
184-15 The Leadership Direction Scale: Development and Initial Validation
184-16 Effect of Centralization and Formalization on Individual Outcomes
184-17 The Validation and Cross-Validation of a New Job Insecurity Measure
184-19 Negative Asymmetry and Coworker Relations
184-20 An Investigation of the Antecedents and Consequences of Job Attitudes
184-21 Contemporary Social-Exchange Theory: Whatever Happened to Exchange Ideology?
184-22 Proximal Versus Distal Aspects of Job Satisfaction in Professional Workers
184-23 The Job SatisfactionJob Performance Link Revisited: Specificity Matters
184-24 Social Network and Dispositional Bases of Job Autonomy
184-26 A Dispositional Approach to the JobLife Satisfaction Relationship

Job Performance/Criteria/Extra-role Behavior

102-1 Not-So-Random Acts of Kindness: Impression Management and Citizenship Behavior
102-2 Multifocal Perspective on Justice, Support, OBSE, and OCB
102-3 Antecedents of Team Citizenship Behaviors: Leader Behaviors and Affective Tone
157-23 Testing the Effects of Community in Organizational Citizenship Behavior
159-1 Are More Successful Salespersons Better Able to Read Emotions?
163-1 U.S.-China Comparative Study on Role Definitions
203-1 Affect and Organizational Citizenship Behavior: The Impact of LeaderMember Exchange
203-3 A Multilevel Analysis of Hostility, Job Attitudes, and Workplace Deviance
203-4 Using Self-Determination Theory to Understand the Motives Underlying Citizenship Behavior
203-5 Linking O*NET to Occupational Literacy Requirements Using Job Component Validation
203-6 Effects of Accepting Repeated Negative Feedback on Performance and Affect
203-8 Job Performance May Not Provide Warning of Psychological Contract Violation
203-14 Organizational Citizenship Behavior and Gender: Expectations and Attributions for Performance
203-15 Applying Microworlds to Investigate OCB Influences on Efficacy Development
203-16 Perfectionists Are Not Always Dysfunctional Employees
203-18 A Preliminary Investigation Between the Wonderlic and NFL Performance
203-22 Experienced Job Challenge and Overchallenge: Conceptualization, Antecedents, and Consequences
203-24 Social Facilitation and Inhibition During Maximum Versus Typical Performance Situations
203-27 Schemas for Organizational Citizenship Behavior in Gender-Stereotyped Jobs
203-28 Role-Definition Antecedents: Attitudinal, Dispositional, and Contextual Influences
203-30 Person Predictors of Academic and Work Performance
204 Community of Interest: Nonprofit Organizations
240 Modeling Dynamic Criteria: New Insights for Theories Involving Longitudinal Change
243 Off the Beaten Path: Investigations Into Neglected OCB Topics

Leadership

10 New Lenses on Leadership
29 Community of Interests: Incivility at Work
44 Generational Perspectives on Leadership: Who They are, What They Want
45 Leadership Development: Integrating Individual and Organization Development
60 Developing Leaders via Action Learning: A Primer for I-O Psychologists
75 Leader Development Theory and Research in the United States Army
96-1 Relations Between Leadership Styles and Subordinates Perceptions of Leaders Trustworthiness
96-2 Power Motives and Core Self-Evaluation as Correlates of Managerial Morality
96-3 Leaders Behaving Badly: The Relationship Between Narcissism and Unethical Leadership
117 Leadership, Affect, and Emotions
118 Then and Now: Influences Generated and Sustained by Organizational Leaders
130-1 Leadership Style and the Link With Counterproductive Work Behavior (CWB)
130-2 Here Today, Gone Tomorrow: Leader Departure and a Lingering Vision
130-4 Leadership and Employee Development: The Mediating Role of Employees Self-Efficacy
130-5 Relative Usefulness of MLQ and ELQ in Predicting Leadership Outcomes
130-6 Personal Values and Task-Oriented Versus Relationship-Oriented Leader Emergence
130-7 Evaluation and Assessment of the Effects of Adversity on Leadership
130-8 The Effects of Emotion on Followers During Vision Implementation
130-9 Tough Calls: Apologies and Transformational Leadership
130-10 Transformational Leadership in the Eye of the Beholder?
130-11 Commitment to Self-Improvement as a Predictor of Leader Credibility
130-12 An Examination of Motivational Antecedents to Transformational Leadership Behavior
130-13 Examining the Female Leadership Advantage Across Multiple Rating Sources
130-14 Influence of Leader Trust on Policy Agreement
130-15 Relationships Between Leader and Follower Identification and Followers Attitudes
130-16 Male and Female Managers Nonverbal Ability and Others Ratings
130-18 Organizational Tenure Moderates the Impact of Leadership on Work Attitudes
130-20 Personality and Leadership Emergence in Leaderless Group Discussions: A Meta-Analysis
130-21 Consideration, Initiating Structure, and Transformational Leadership
130-22 The Role of Leaders and Organizational Adjustments on Organizational Performance
130-23 Effects of Leadership Self-Efficacy on Goal Structures
130-25 The Interrelationship Between Abusive Supervision, LeaderMember Exchange, and Various Outcomes
130-26 Leadership Transference: The Generalization of Leader Characteristics and Associated Attributions
130-27 Individual Differences in the Leadership and Organizational Identification Relation
130-28 A Quantitative Review of the Structural Validity of the MLQ
159-4 Specific Emotions Influence Evaluations of Leader EQ and Transformational Leadership
163-2 Implicit Personality Theories and Cultural Differences in Leadership Perception
183 Illuminating the Dark Side: Tools for Assessing Destructive Leadership
193 How High-Growth Companies Balance Growing Versus Buying Talent
203-7 Linking Leadership Emergence to Leadership Effectiveness in a Military Context
210 Making Leadership Research More Relevant
239 Accelerating High Potential Development at Dell
241 The Future of Leadership Development and Selection: What Lies Ahead?
251 Leadership as a Driver of Engagement and Performance at Motorola
270 Types of Outstanding Leadership: Advancements From a Sensemaking Approach
274 Emotional Intelligence and its Impact on Job Performance

Legal Issues

28-2 The Legal Standards of Sexual Harassment
28-3 Sexual Harassment Legal Standards: Employees Understanding of Sexual Harassment Law
28-5 A Review of Cognitive Ability Testing Court Decisions Since 1991
28-12 Individual and Jury Perceptions of Sexual Harassment: Effects of Intoxication
28-21 Measuring Sexual Harassment of Adolescents in Early Labor Force Experience
76 The Views of Lawyers and Judges on I-O Expert Testimony
88 Wal-Mart, Costco, and UPS: I-O Psychology and Class-Certification Lawsuits
122 Fundamentals of Employment Law: Concepts and Applications
174 Defining the Internet Applicant: Current Guidance and Issues
176 Retrospective Research in Complex Organizations for Legal Defensibility
197 Sexual Harassment: Legal Issues and Implications for Employer Policies
213 Major Issues in Employment Litigation Discrimination
225 Sexual Harassment Law and Psychology: Agreements and Disagreements
236 Cut Scores in Employment Discrimination Cases: Where We Are Today

Motivation

25 Work Motivation: A Changing of the Guard for Motivational Processes
57 Feedback Interventions and Feedback Seeking: Implications for Self-Regulation
70-3 Measuring General Self-Efficacy: A Comparison of Three Measures Using IRT
70-12 The Role of Action-State Orientation in Goal-Setting Processes
70-15 Beneficial and Detrimental Effects of Goal Attainment and Goal Disengagement
70-17 The Impact of Goal Orientations on Challenge Seeking
70-18 Self-Deception, Intrinsic and Extrinsic Self-Regulatory Dispositions, and Learning
70-20 Manipulating Self-Efficacy Through Enacted Mastery: More Negative Effects on Motivation
70-21 Hope and Task Performance: A Test of Process Model
70-24 The Impact of Goal Conflict Strategies on Performance and Stress
70-25 Exploring the Differences Between Promotion- and Prevention-Focused Employees
70-26 The Relationship of Motivational Traits With Counterproductive Work Behaviors
70-27 Motivation Systems, Affective Dispositions, and Information Processing: A Mediated Model
70-29 Within-Person Self-Efficacy and Performance: Further Evidence for a Positive Relationship
95 Community of Interests: Multilevel Modeling
146 The Effects of Subconscious Trait and State Motivation on Performance
156 Goal Orientation in Context: Advances in Theory and Research

Occupational Health, Safety, & Response

36 Occupational Health Psychology: Developmental Trends, Current Directions, Future Vision
63 Hiring Safe Workers: Improving Job Safety Through Better Selection
100-1 Can Safety Climate Predict Company Accident Rates?
100-2 Safety Climate, Employee Safety Control, and Self-Reported Injury
100-3 Factors Affecting the Organizational Responses of Employers to Injured Workers
100-4 Personality Predictors of Aggressive Driving Behavior
100-5 A Review of Interpersonally Directed Organizational Deviance
100-7 Conflict and Strain: Young Workers Proactive Personality as a Moderator
100-10 Meta-Analysis of the Antecedents and Consequences of Occupational Sexual Harassment
100-11 Alcohol and Drug Use in the Workplace: A National Study
100-12 The Customer is Always Right, But at What Price?
100-13 Family Socialization of Young Workers Safety Attitudes
100-14 An Integrated Safety Model: Understanding the Impact of Leadership
100-16 The Role of Work Engagement in the WorkLife Interface
150 Enhancing Training in Occupational Health Psychology: Views From the Trenches
185 Community of Interests: Being the Lone SIOP Member in an Organization
203-17 Personal Characteristics to Predict Job Performance, Safety, Accidents, and Turnover

Organizational Development and Change

16 Success Factors and Pitfalls in Large-Scale Change Management Initiatives
46 Managing Organizational Transitions: Going Beyond the Basics
91 Strategies for Developing, Engaging, and Retaining a High-Performing Workforce
152 Competency Modeling as a Tool for Change
157-19 Integrating Change Content, Context, Process, and Individual Differences
172 Challenges to Implementation and Evaluation of Psychologically Healthy Workplace Practices
184-5 Enhancing Commitment to Organizational Change: A Quasi-Experiment
184-7 Support for Employee Development May Not Always Enhance Organizational Commitment
203-19 The Effect of Agreement on Managerial Expectations and Performance Change
234 Community of Interests: Mentoring/Socialization
258-29 Corroborating Self-Report With Empirical Data to Assess an Organizational Program

Organizational Justice

70-1 Effects of Cognitive Appraisal on Justice Judgments: USAsia Comparison
70-7 Whistleblowing in Organizations: Can We Predict Actions From Intentions?
70-8 Retesting the Shape-of-Voice Value Function
70-9 The Effects of Interdependence and Fairness on Justice Climate Emergence
70-10 Dampening the Impact of Justice Outcomes and Procedures on Self-Esteem
70-14 Trust as a Mediator Between Justice and Commitment in Acquisitions
70-30 Fairness Perceptions of Developers and Survivors of Restructuring
107 Employee Reactions to Corporate Social Responsibility: An Organizational Justice Framework
133 Managerial Justice Training: An Application of Developmental Assessment Centers
136-1 Testing Event-Based and Social Entity Justice Judgments
136-2 Mortality and Morality: Integrating Organizational Justice and Terror Management
136-3 Implicit Effects of Organizational Justice: Moving Beyond SocialExchange Frameworks
136-4 Integrating Applicant Attraction and Organizational Justice: An Uncertainty-Based Perspectives
138 Practical Applications of Organizational Justice: Putting Fairness to Work
180 What IS Organizational Justice? Augmenting and Consolidating the Justice Construct
203-9 Justice Climate as a Moderator of the Conscientiousness-Contextual Performance
244 Who Cares Most About Justice? A Theoretically Based Individual Difference Perspective

Other

1 Computerized Testing and Assessment: Boon or Boondoggle?
6 Homology Models: Generalizing Organizational Theories and Practices to New Levels
41 Roundtable Discussion: Meet the TIP Editor and Editorial Board
43 How the Conference Works: SIOP Conference Committee Members Answer Your Questions
70-13 Justice Perceptions, Adjustment, and Turnover of United States-Based Expatriates
86 Making Mergers and Acquisitions Work: A Twenty-Year Perspective
94-30 To Label or Not to Label (Discrimination): Does It Matter?
110 Developmental Assessment Centers: Special Considerations for Researchers and Practitioners
111 Organizational Psychology, 19862005: What a Difference a Generation Makes
123 The Credentialing Process: What I-O Psychologists Need to Know
125 Measuring Affect in Organizations: New Measures, Controversies, and Recent Findings
127 Managing Errors in Organizations
128 Benefits of Mentoring for Mentors: New Directions in Research
130-3 Toward a Dynamic Theory of Crisis Leadership Emergence: A Beginning
130-24 Addressing Gender Disparity in Union Leadership: Influences on Self-Efficacy
134-9 Building Self-Confidence: A Meta-Analysis of the Effectiveness of Self-Efficacy
134-11 Emotionally Intelligent Machiavellians: The Relationship Between EI, Machiavellianism, and Power
134-25 Personality Validity: The Role of Schemas and Motivated Reasoning
134-26 Retirement and Drinking Outcomes: Moderating Effects of Occupation and Narcissism
137 Continuous Learning at the Individual, Group, and Organizational Levels
148 Selecting Managers to Lead During Acquisitions
157-3 Dispositional and Situational Predictors of Cynicism About Organizational Change
157-4 Felt Accountability in Organizations
157-8 Corporate Image Evaluations: Do We Follow Our Heads or Hearts?
157-9 An Examination of Sources of Peer Review Bias
157-11 Types, Sources, and Moderators of Workplace Deviance Norms
157-15 Affective Service Display and Customer Mood
157-20 Perceptual Congruence of an Organizations Social Structure
159-2 Emotional Labor, Gender, and Wages : A Longitudinal Study
159-3 Gender and Autonomy: Moderators in the Emotional Labor Process
175 Affective Experiences at Work: The Role of Self-Regulation
178 Past Presidents Reflect on SIOPs Past, and Project its Future
184-6 The Effects of Internal and External Attributions on Trust Repair
184-25 Working After Retirement: Predictors of Bridge Employment
188 Gaining Visibility for Your Work: Learn From the Experts
192 Performance Feedback: Where Do We Go Next?
203-10 Developable Assessment Centers Dimensions: A Korean Investigation
203-11 The Relationship Between Organizational Centralization and Productivity Improvement
203-12 The Effects of Organizational Structure and Environmental Uncertainty on Performance
217 Evolutionary Psychologys Relevance to I-O Psychology
218 Toward a Better Understanding of Emotion Regulation At Work
223 U.S., German, and Canadian Perspectives on Employment Discrimination Against Immigrants
231-4 Expectations in Mentoring: How Race and Gender Influence Prerelationship Expectations
235-3 Remediation Strategies and Consequences of Interpersonal Discrimination Toward Obese Customers
258-17 Assessing the Construct Validity of Three Neglected Work Values Scales
258-19 Effect-Size Reporting in Applied Psychology Journals and Beyond
260-2 Diagnosing the Maturity of Human Resource Management in the Organization
264 Alternative Careers for I-O Psychologists: An Emerging Trend?
267 Should SIOP Develop a Masters Student Consortium?
271 New Ventures: A Fertile Ground for Testing and Refining I-Os Theories

Performance Appraisal/360 Feedback

33 Clarifying the Message: How Can We Improve 360-Degree Feedback?
47 Best Practices in Large-Scale Performance Management Systems
70-2 The Anchoring Effect in Performance Appraisals
70-23 Self- and Peer-Rater Agreement of Counterproductive Performance
140 Distinguished Scientific Contributions Award: Performance Appraisal Isnt Performance Measurement: Why Poor Workers Receive Good Ratings
157-16 Development and Evaluation of a Climate for Performance Appraisal Measure
198 SelfOther Agreement and Disagreement: New Directions and New Interpretations
203-26 A Feedback EnvironmentRole Clarity Model of Job Performance
245-1 Predicting Goal Attainment From Administrative and Developmental Multisource Feedback
245-2 Weighting Criteria: The Impact on Validity and Subgroup Differences
245-3 Understanding Peer Ratings of Performance: Applying the Social Relations Model
245-4 Disentangling the Effect of Race on SupervisorSubordinate Agreement
245-5 Measurement Equivalence and Gender Differences on a 360-Degree Feedback Instrument
245-6 Why is Big Brother Watching? Examining the Purpose Behind EPM
245-7 Some People Never Change! Predicting Anchoring on Initial Employee Performance
245-8 Judgment Analysis of Faculty Performance Appraisal
245-9 Working Memory Effects on Accuracy and Halo in Performance Ratings
245-10 The Mediating Effect of Reactions to Multisource Feedback
245-11 Evaluation of 360-Degree Feedback: Criterion-Related Validity of a Multisource Instrument
245-12 Understanding Performance Appraisal Leniency: Antecedents and Consequences of Rating
245-13 Self-View Certainty as a Moderator of Feedback Reactions
245-14 I Can Handle the Truth! Impact of Objectives Statements on Multirater Feedback
245-15 Importance of Accountability, Group Discussion, and Consensus in Rater Groups
245-16 An Investigation of Behavioral Specificity and Rater Agreement
245-17 Beyond Measurement Invariance: Investigating Performance Ratings Covariates Using MIMIC
245-18 Performance Appraisal Congruency: An Important Aspect of PersonOrganization Fit
245-19 A Meta-Analytic Review of the Performance-Cue Bias
245-20 Leadership and Same-Gender Bias: Content Analysis of Promotion Recommendations
245-21 Evaluation of a 360-Feedback Program: Implications for Best Practices
245-22 360 Feedback and Change: Effort to Change is the Key

Personality

3 The Usefulness of Personality Variables at Work
32 Usefulness of Social Desirability Scales, Faking Scores, and Potential Alternatives
134-2 The Big Five Personality Factors in the US and Japan
134-3 Trait Competitiveness and Sales Performance: Moderating Effects of Trait Interdependence
134-5 Social Desirability and the Criterion Validity of Personality Variables
134-6 The Balanced Inventory of Desirable Responding (BIDR): A Reliability Generalization
134-7 Narcissism: Relationship of Inflated Self-Perceptions to Organizational Outcomes
134-8 DIF by Sex and Race in an Employment-Oriented Personality Inventory
134-10 Relations Among General and Narrow Dimensions of Intelligence and Personality
134-12 Confirmatory Factor Analysis of the NEO-PI-R Equivalent IPIP Inventory
134-13 Linking the Big Five Personality Constructs to Organizational Commitment
134-14 The Influence of Employee Involvement and Conscientiousness on Helping Behaviors
134-15 Do Personality Traits Determine Application Success Through Biographical Information?
134-16 A Comparison and Self- and Peer Ratings of Social Competence
134-18 Faking Ability as a Predictor of Training Success and Rehire
134-19 Putting the Purpose Back Into Personality: A MultitraitMultigoal Approach
134-20 Cross-Cultural Social Intelligence: Development of a Theoretically Based Measure
134-21 Effects of Workload History and Extraversion on Task Performance
134-22 Interaction of Social Skills and Goal Orientation on Feedback-Seeking Behavior
134-23 Interactive Effects of Situational Judgment Effectiveness and Proactive Personality
134-24 Evaluating Applicant Faking Via Bright and Dark-Side Measures of Personality
134-27 Cognitive Mapping Strategies of Responses to Multidimensional Forced-Choice Personality Items
134-28 Personality and Training Performance: Examining Moderation and Curvilinearity
134-29 Modeling the Individual Difference Determinants of Faking: Integration and Extension
135 Community of Interests: OHP
155 Is Personality Research Culture-Bound? Examining Personality Effects Across Cultures
164 Power of Personality: Longitudinal Studies and Meta-Analyses
203-13 Influence of Action-State Orientation and Procrastination on Performance
203-20 The Search for Curvilinearity in PersonalityJob Performance Relationships
211 Faking Research: New Methods, New Samples, and New Questions
260-3 CEO PersonalityFirm Strategy Fit and Firm Performance

PersonEnvironment Fit

51 M. Scott Myers Award for Applied Research in the Workplace: PDRIs Adaptability Research
59 Elucidating This Thing Called Fit: Toward a Multidimensional Approach
94-11 PersonOrganization Fit: The Role of Symbolic Factors
94-25 Overqualification: A Review of the Construct and a Proposed Measure
134-1 When Do Proactive Individuals Feel Successful? The Role of Fit
134-4 Personality and Vocational Interests Predicting PersonJob and PersonVocation Fit
134-17 Personality Moderators of the Political Influence CompatibilityWork Outcomes
157-1 The Attitudinal and Behavioral Outcomes of PersonOrganization Fit: A Meta-Analysis
184-4 Work Values Fit and Organizational Commitment Among Medical Doctors
249 Evolutions of Fit: Understanding the Temporal Nature of PersonEnvironment Fit
258-12 Construct Validity of Fit Measures: Conceptual Ambiguity and Empirical Reality

Power and Influence

62 Making the Right Impression: Impression Management in the Employment Interview
130-17 Power, Voice, and Hierarchy: Antecedents of Speaking Up in Groups

Recruitment

50-1 Organizational Attraction After Negative Publicity: Effects of Advertising and Word of Mouth
50-2 Applicant Attraction: Why One Employer Size Doesnt Fit All
50-3 Development and Validation of a Measure of Employer Image Consciousness
147 Enhancing Recruitment Utility: A Stage Perspective
194 Where Recruitment is @: Current Approaches to Web-Based Attraction Research
233-2 Money Matters: The Role of Financial Need in Early Job Search
233-3 An Exploration of Procedural Justice Perceptions Across the Recruitment Cycle
233-5 Recruiters Inferences and Their Relationship to Hiring Recommendations
233-6 Recruiters Perceptions and Use of Applicant Resume Information
233-7 Applicant Personality Characteristics as Predictors of Job Pursuit Decisions
233-10 The Role of Initial Favorites in Job Search and Choice
233-11 Emotional Reactions to Employment Advertisements: Test of a Mediation Model
233-15 Patterns of Recruitment Source Use Among Job Applicants
233-16 Attracting Applicants Via WorkLife Policies: Who Values Which Benefits?
233-18 Personality and Goal Orientation as Predictors of Job Preferences

Research Methodology

49 Community of Interests: Organizational Change/Change Management
65 Examining Invariance Using IRT: Applications and New Developments
206 Research Funding and I-O Psychology
227 Let the Wicked Fall, While I Escape Safely: Avoiding Methodological Pitfalls in I-O
258-2 Problems of Item Parceling with CFA Tests of Measurement Invariance
258-4 Sample Size and Tests of Measurement Invariance
258-8 Experience Sampling Methodology and Industrial-Organizational Psychology
258-9 A Test of Slope Differences for Three-Way Interactions
258-13 Research Progress: A Cumulative Knowledge Perspective
258-18 One is the Lonliest Number: A Meta-Analytic Look at Single Item Measure Validities
258-26 The Assumed Linearity of Organizational Phenomena
258-27 Violations of Trait Unidimensionality on Differential Item Functioning Identification

Reward Systems/Compensation

70-6 Pay Compression and Pay Dispersion: An Application of EquityTheory

Selection/Testing Tools and Approaches

2 Practically Speaking, Does Stereotype Threat Really Matter?
8 Assessing PersonEnvironment Fit for Selection
18 Predicting Multitasking Performance Using Measures of Ability and Personality
26 Traditional Assessment Centers Versus Technology-Enhanced Assessments: Pros and Cons
30-1 Factors Related to Faking Ability: A Structural Equation Model Application
30-2 Faking and the Validity of Personality: A Monte Carlo Investigation
30-3 Antecedents of Faking Personality Selection Measures: Cognitive Ability and Self-Monitoring
30-4 Faking and Self-Report Personality Assessments: Replication, Continuation, and Exploration
54 References and Recommendation Letters: Psychometric, Ethical, Legal, and Practical Issues
61 Personnel Selection With Multiple Predictors: Issues and Frontiers
71 Community of Interests: Graduate Education
72-1 Equivalence of Online and Traditional Five-Factor Model Measure
72-3 An Investigation of Applicant Reactions to Internet-Based Selection Procedures
78 New Directions in Research on Structured Interview Validity
85 Credibility Assessment: New Approaches to an Old Problem
94-1 S. Rains Wallace Dissertation Award: Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis
94-2 Issues in Repeated Testing: Test Attitudes and Applicant Reactions
94-3 The Importance of Test Administration Characteristics in Forming Applicant Reactions
94-4 Validity Evidence for a Computer-Administered Interest Inventory for the Navy
94-5 Assessment Center Participants as Evaluators
94-6 Measuring Job Knowledge: Its Impact in the AbilityPerformance Relationship
94-7 Panel Ratings of Tape-Recorded Interview Responses: Interrater Reliability? Racial Differences?
94-8 Impact of Integrity Test Response Format on Respondent Reactions
94-9 Effect of Competency Demands on Impression Management Use and Effectiveness
94-10 An Evaluation of Construct Validity: What is this EI Thing?
94-12 A Comparison of Different Empirical Keying Methods for Biodata Inventories
94-13 Honesty Test Score and Test Validity: Predictors of Applicant Reactions
94-14 Impact of Response Distortion on Cognitive and Personality Test Retake
94-15 Application Patterns When Applicants Know the Odds
94-16 A Construct Validity Comparison of Alternative Structure Interview Scoring Methodologies
94-17 Optimism and Pessimism: Predictors of Success in the Workplace?
94-18 Differential Person Functioning Related to Biodata Item Attributes
94-19 On the Development of Measures of the O*NET Work Styles
94-20 Retaking Promotion Exams: Effects on Test Performance
94-21 Another Trouble With Social Desirability Scales: g-Fueled Race Differences
94-22 CAT Item Exposure Control for the Wagner Assessment Test (WAT)
94-23 Stereotype Threat and the Race Gap on Ravens APM
94-24 A Review of Recent Developments in Integrity Test Research
94-26 Meta-Analysis of Work Sample Criterion-Related Validity: Revisiting Anomalous Findings
94-27 Criterion Validity of Cognitive Ability Tests and Assessment Centers
94-28 Faking and Coaching SJTs: A Critical Review of the Literature
94-29 The Effects of Rejected Job Offers on Banding-Based Selection
114 Faking It: Insights and Remedies for Applicant Faking
129 Understanding and Improving Situational Judgment Tests
139 Validity and Diversity Goals: Innovative Approaches to Adverse Impact Reduction
145 Experience-Based Prescreens: Suggestions for Improved Practice
149 Online Assessment is a Valid Enhancement of the Selection Process
161-1 The Big Five and Selection: An Appropriate Frame of Reference
161-5 Internet Testing: Equivalence Between Proctored Lab and Unproctored Field Conditions
161-6 Physical Attractiveness and Selection Decisions in India and the US
161-7 Placing Integrity Tests in a Nomological Network
161-9 Opportunities for Repeat Testing: Practice Doesnt Always Make Perfect
161-10 Investigating Letter-of-Recommendation Biases in Personnel Selection
161-12 Measuring Dispositional Stress Reactions: A New Measure
161-13 Individual Differences in Academic Growth Patterns: Can We Predict Them?
161-14 Career Assessment Reports: The Differences Between I-O Psychologists
161-16 Interviewers Awareness of Susceptibility to Impression Management: A Policy-Capturing Approach
161-17 Assessment Center Construct Validity Models: True or False?
161-19 Detecting Deception During a Structured Interview
161-20 The Effect of Accountability on Assessor Ratings
161-22 Expected A Posteriori Estimation of Multiple Latent Traits
161-24 A Review of Stereotype Threat-Effect Moderators on Test Performance
161-28 Demographic and Contextual Influences on the Accuracy of Interviewer Ratings
190 Maintaining Test Security in a Cheating Culture
202 Adverse Impact in Predictors and Criteria of Performance
208 Organizational Needs and Innovative Implementation of Proctored Versus Unproctored Assessments
226 Preparing Tests for Traveling: Pitfalls and Remedies in Multicultural/Multilingual Testing
269 Selection Strategies for Maximizing Performance and Ethnic Diversity

Socialization/Career Management

48-1 Mentor Individual Differences and Behavior Within a Facilitated Mentoring Program
48-4 The Differences in Career-Related Variables Between Temporary and Permanent Employees
48-12 Face-to-Face and Distance Mentoring: Effects on Stress, Self-Efficacy, and Absenteeism
48-14 Newcomers in Academia: Does Social Capital Matter?
48-15 What Influences Continuous Employee Development Decisions?
48-21 Organizational Versus Individual Responsibility for Career Management: Complements or Substitutes?
48-23 Seeking Reciprocity in Socialization Theory and Research: What Models Reveal
48-25 Reactions to Assessment Center Dimension Versus Exercise Feedback
50-4 Reactions to Plateaus: Examining Role Ambiguity and Distance From Goals
121 Experiencing Career Transition in I-O: Challenges, Benefits, and Insights
167 Personal ROI: Making the Most of Your I-O Career
231-2 An Investigation of Personality as a Predictor of Mentoring Behavior
231-3 Protege Goal Orientation as a Predictor of Learning and Mentor Satisfaction
259 Community of Interests: Self-Regulation

Statistical Techniques

27 Advances in Meta-Analysis: New Approaches to Artifact Correction
82 Recent Developments in the Detection of Mediator and Moderator Variables
187 Applications and Extensions of Relative Importance Statistics in Organizational Research
258-3 Sensitivity of DFIT Tests of Measurement Invariance for Likert Data
258-6 Use of rwg Versus SEM and a Variance Ratio VRwg
258-7 Confirmatory Factor Analyses of the Equity Preference Questionnaire
258-10 Correcting Profile Similarity Scores for Range Restriction
258-11 A Within-Person Test of Image Theorys Screening-Stage Model
258-16 Methods of Estimating Battery Norms Using Individual Test Norms
258-20 A Cautionary Note on Range Restriction and Predictor Intercorrelations
258-22 Factors Affecting the Utility of Artificial Neural Networks

Strategic HR/Utility/Changing Role of HR

52 HR Metrics-Measuring What Matters
108 Six Sigma Applications by I-O Psychologists
169 HRs Split Personality: Operational Efficiency and Strategic Partner
214 Moving From Laboratory to Field: Investigating Situation in Faking Research
248 Symposium: The Changing Face of Work
260-1 Customer-Driven HRM: A Consideration of Criteria
260-4 Managing Knowledge Requires That We Understand How We Use It

Stress

22 Community of Interests: PO Fit
100-15 Creativity and Role Conflict: Social Self-Efficacy as a Moderator
100-17 The Recovery Paradox: Why We Dont Exercise After Stressful Days
100-18 Variations on the DemandsControl Model: Examining Role Clarity and Gender
100-19 Does Social Support Moderate Work-Related Stress in Single Mothers?
100-20 Post-Deployment Reintegration: Another Look at a Multidimensional Measure
100-22 Personality, Emotion, and Stress: Testing an Emotion-Based Model
100-23 Burnout and Performance Ratings: Moderating Role of LeaderMember Exchange
100-24 Nonlinear Effects of Work Stressors: Comparing Strain to Pressure
100-25 Hypothesizing DTF of Work Stress Across Chinese and American Workers
100-26 Values as Moderators of Role Stressor and Physiological Strain Relationships
100-27 Can Stress Reduce Withdrawal? A Meta-Analysis Using the Hindrance-Challenge Framework
157-26 Organizational Climate and Job Burnout for Human Service Professionals
203-23 Shiftwork, Strain and Performance: A Diary Assessment of Two Waves
247-1 Models of Social Support and WorkSchool Conflict
247-2 Personality and Coping Strategies as Predictors of Counterproductive Work Behaviors
247-3 Deal With It: Coping Style and Occupational Stress
247-4 Affectivity, Social Support, and Job Burnout Among High School Teachers

Succession Planning

143 Career Paths From Start to Finish: Implementing Successful Programs
144 TysonWere Not Just About Chicken Anymore: Merger Issues

Teaching I-O Psychology

9 Educational Training for a Masters Degree in Industrial-Organizational Psychology
13 New Ways to Create Interactive Learning in the Classroom
24 Distinguished Teaching Contributions Award: Dont Be Foolish
28-6 Realistic Job Previews in the Classroom: Application of Discrepancy Theory
28-15 Ranking of the U.S. I-O Graduate Programs
38 Successful Teaching Tools to Make I-O Classes Even Sexier
89 The Evolution of Applying Technology to Teaching: Chalkboard to PowerPoint
119 Web-Based Instruction: Practical Guidance From the Field
151 Teaching I-O Concepts More Effectively: Experiential and Service-Learning Pedagogy
170 Education and Training in I-O Psychology: Open Meeting of Educators
200 Successful Internships: A Discussion From Academic and Practitioners Experiences
238 Teaching Diversity: Building Multicultural Competence for the Next 20 Years
252 Doctoral Training in I-O Psychology: Current Trends and Future Needs
261 Panel Discussion: The Future of I-O Psychology
268 I-O Undergraduate Education: Identity, Challenges, and New Directions

Technology and I-O (Internet, Video, Computer)

4 Facilitating Response and Understanding Nonresponse to Internet/Intranet Questionnaire Efforts
20 Test Security and Digital Asset Protection in the Internet Age
35 eHR: The Impact of Technology on Human Resources Processes
37 Unproctored Internet-Based TestingEmerging Issues and Challenges
69 I-O or I, Robot? The Intersection of Science and Technology
72-2 Administering Online Testing: A Benchmarking Study
72-4 Withholding Participation in Web-Based Surveys: Attitudes, Nonresponse, and Data Representativeness
73 Legal and Data Security Issues Affecting Internet-Based Selection Methods
74 Using Technology to Drive Selection Efficiency and Effectiveness
79 HR Technology ApplicationsNow and Tomorrow
83 Innovations in Computerized Assessment: Research on Practical Issues
98 Technological Advancements in Selection: A Look at Video-Based Testing
113 Technology Use in Selection: Past, Present, and Future
158 Community of Interests: Grant Writing
181 Designing Software and Training to Support Older Adults Using PDAs
222 Getting Started With Computer-Based Testing
258-15 An Examination of Electronic Performance Monitoring, Procedural Justice, and Stress
258-23 Organizational Web Site Usability and Attractiveness Effects on Viewer Impressions
258-24 Affective Variables and the Learning Process During Web-Based Training
258-25 The Internet Knowledge (iKnow) Scale
258-30 Workplace Technology and the Myth About Older Workers

Training

23-1 A Meta-Analytic Review of Behavior Modeling Training
23-2 On-the-Job Training: A Review for Researchers and Practitioners
23-3 Case Features and Individual Attributes in Case-Based Training
23-4 Frame-of-Reference Training: More Accurate Ratings, but Accurate Enough?
28-1 An Investigation of Individual and Contextual Factors Influencing Training Variables
28-4 Evaluating Diversity Training: Effects of Trainer Characteristics and Training Focus
28-7 Gender Effects in Computer-Based Research
28-9 Responses to Feedback and Social Support in a Training Environment
28-10 Differential Effects of Pretraining Influences on Readiness to Change
28-16 Role of the Context and the Individual in Predicting Training
28-18 Stigma-Induced Self-Fulfilling Prophecies in Training Interactions
28-19 Work Smarter, Not Harder: Applying ACT-R to Training Research
28-20 A Case-Based Approach to Developing Leadership
28-22 Complex Nonmotor Skill Acquisition, Retention, Transfer, and Reacquisition
28-23 Does Capturing Web-Based Training Data Adversely Affect e-Learners?
28-25 Constructivism in Training: A Comparison of Two Interactive Training Tools
28-26 Mental Models and Collaborative Learning With a More Experienced Partner
28-27 The Effects of Rotational Leadership Development Programs on Employee Retention
28-30 Strategies in Work: The Role of Individual and Situational Factors
31 Training Principles: The Influence of Training Research on Training Practice
66 Then and Now: The Science and Practice of Simulation-Based Training
120 Beyond the Classroom: Training and Development in the 21st Century
142 Training the Next Generation of Doctors
154 Frame-of-Reference Training: Insights and Best Practices
168 Research Collaboration Between Academics and Practitioners: Challenges and Opportunities
203-21 Motivational Antecedents and Performance Outcomes of Continuous Learning

Validation

161-2 Construct Validation of Common Format Biodata Within the Public Sector
161-3 Construct and Concurrent Validity of the Korean Career Indecision Inventory
161-4 Design and Validation of an Employees Perceived Risk Scale
161-8 Psychometric Properties of the Chinese Self-Directed Search (1994 Edition)
161-11 Is the Validity Paradox Illusory?
161-15 Emotional Competence Inventory Self-Ratings: Discriminant and Criterion-Related Validity
161-18 A Validity Transport Procedure Using O*NET Job Analysis Information
161-21 Opportunity to Observe: Implications for Validity
161-23 Development and Correlates of the Workplace Hostile Attribution Bias Scale
161-25 Applying Incumbent-Derived Prediction Equations to Job Applicant Samples
161-26 Using Personality to Predict Outbound Call Center Job Performance
161-27 Development and Validation of a Learning-Styles Measure
165 Validation Studies: Working With Difficult Clients or Data

Work and Family

48-2 Multimethod Approach to Investigate WorkFamily Conflict
48-5 Exploratory Study of Perfectionism Clusters as Predictor of WorkFamily Conflict
48-6 The Effect of WorkFamily Conflict on Work-Related Outcomes Among Teleworkers
48-7 Blurring Boundaries: Integration and Segmentation Between Work and Nonwork
48-8 WorkFamily Conflict and Career Success Among Academic Professionals
48-9 Comparison and Additional Construct-Validation of Two Measures of WFC
48-10 Contributions of WorkFamily Culture in Predicting Perceived Organizational Support
48-11 Differences in Well-Being Between Employed and Stay-at-Home Mothers: A Meta-Analysis
48-13 Hours Spent in WorkFamily Activities and WIF/FIW
48-16 An Examination of the Consequences of WorkFamily Conflict
48-17 Perceived Organizational Family Supportiveness and the Psychological Contract
48-18 Influence of Organizational Support on WorkFamily Benefits and Organizational Performance
48-19 Factors Affecting Employee Knowledge of WorkFamily Programs
48-20 Cross-Domain Effects Between Work and Family Domains: A Meta-Analysis
48-22 Flexible Scheduling Options Moderate Job Demands and WorkFamily Conflict
48-24 Leadership, Family-Supportive Organizational Perceptions, and WorkFamily Conflict
48-26 WorkFamily Conflict: An Examination of Three Models
48-27 Promotional Bias and Use of the Family Medical Leave Act
90 Understanding Organizational Support and its Influence on WorkFamily Outcomes
171 Govermental Policies Encouraging Organizational Initiatives in Implementing WorkFamily Policies
224 Finding the Balance: Innovative Research on Reducing WorkFamily Conflict
237 New Theoretical Approaches Linking the WorkFamily Interface and OHP
262 WorkFamily Issues and Job Insecurity in an International Context

Work Groups/Teams

15 Contextual Influences on Knowledge Sharing in Technology-Mediated Groups
17 ONRs Collaboration and Knowledge Management Program: A Successful AcademicPractitioner Alliance
34 Distinguished Early Career Contributions Award: Research on Team Composition From Two Perspectives
67 Best Practices in Making Virtual Teams That Work
115 Keys to High Team Performance on Complex Tasks
131 Community of Interests: Diversity
157-5 Impact of Cultural Composition and Personality on Teamwork
186-1 Team Cognition: Antecedents and Outcomes of Schema Agreement and Accuracy
186-2 Effects of Task Mental Model Similarity on Decision Accuracy
186-4 Cognitive Ability, Personality, and Shared Mental Models in Teams
216 Examining Meso-Mediation Relationships in Industrial-Organizational Psychology
229-1 Personality and Team-Member Exchange in a Virtual Environment
229-2 Internal and External Fit in Decentralized Team Structures: Beyond Empowerment
229-4 Team Communication and Performance During Sustained Working Conditions
229-5 Social Exchange and Transformational Leadership as Work Unit Phenomena
229-6 Share and Share Alike! Emergent Shared Leadership in Teams
229-8 Us or Them? Group Identification and Cross-Level Efficacy Relationships
229-9 The Influence of Intragroup Trust on Team Performance
229-11 Virtual Distance and Team Performance: A Preliminary Study
229-12 Group Interdependence, Type of Feedback, and Changes in Productivity
229-14 Relationship Between Trust and Perceived Effectiveness in Virtual Teams
229-16 Group Diversity and Group Functioning: Disentangling Objective and Subjective Diversity
229-17 The Role of Team Leadership in Enhancing Team Reflexivity
229-19 Developing a Taxonomy of Team Leadership Behavior in Self-Managing Teams
229-20 The Role of Emotional Stability in Hierarchical Decision-Making Teams
229-21 Deviation From Explicit Team Norms: Personality Matters
229-23 Tradeoffs in Rewarding Teams: Enhancing Teamwork and Taskwork
229-24 Action-State Orientation at the Team Level of Analysis
229-25 Team Composition Variables and Team Performance: A Comprehensive Meta-Analysis
229-26 Moderators Explaining the Effects of Teamwork on Team Performance
229-27 The Softer Side of Teams: Teamwork and the WorkFamily Interface
229-28 The Impact of Hybrid Team Structures on Performance and Adaptation
265 Emerging Multicultural Team Theory and Research
275 Team-Based Working and Organizational Effectiveness

Program Table of Contents