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Friday PM

31. Panel Discussion: Friday, 12:001:20  San Jose (Level 2)

Training Principles: The Influence of Training Research on Training Practice

Panelists will identify the barriers that I-O researchers and practitioners create to the application of sound training principles in training programs. Avenues to change will be identified and showcased as panelists highlight their recent training successes.

Kelley J. Krokos, American Institutes for Research, Chair

Eduardo Salas, University of Central Florida, Panelist

David P. Baker, American Institutes for Research, Panelist

Kimberly A. Smith-Jentsch, University of Central Florida, Panelist

Kurt Kraiger, University of Tulsa, Panelist

Submitted by Kelley J. Krokos, kkrokos@air.org

32. Symposium: Friday, 12:001:50 San Francisco (Level 2)

Usefulness of Social Desirability Scales, Faking Scores, and Potential Alternatives

Researchers and practitioners alike continue to be concerned about faking on noncognitive selection measures. Social desirability (SD) scales continue to be used as indicators of faking. This symposium evaluates the usefulness of SD scales, highlights controversial problems, and presents research on some potential alternatives.

Deniz S. Ones, University of Minnesota, Chair

Chockalingam Viswesvaran, Florida International University, Co-Chair

Neil D. Christiansen, Central Michigan University, On the Use of Social Desirability Scores in Selection and Assessment

D. Brent Smith, Rice University, A Broader Context for Social Desirability and Impression Management Research

Anthony S. Boyce, Michigan State University, An Investigation of Faking: Its Antecedents and Impacts in Applicant Settings

David L. Van Rooy, Burger King Corporation, Alexander Alonso, Florida International University, Chockalingam Viswesvaran, Florida International University, Fakability of a Measure of EI and the Cognitive Ability of Individuals

Stephan Dilchert, University of Minnesota, Deniz S. Ones, University of Minnesota, Race Differences in Social Desirability Scores Partly Due to g

Christopher M. Berry, University of Minnesota, Ronald C. Page, Human Resource Consultants, Paul R. Sackett, University of Minnesota, Role of Self-Deceptive Enhancement in Personality Testing for Personnel Selection

Mark Alan Smith, American Institutes for Research, Jonathan M. Canger, HRMC, Inc, Social Desirability Scales and Faking: A Within-Person, Longitudinal Study

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

33. Symposium: Friday, 12:001:20 Sacramento (Level 2)

Clarifying the Message: How Can We Improve 360-Degree Feedback?

Cumulative research on 360-degree rating has painted a discouraging picture. Varied studiesof interrater reliability, rating source effects, etc.converge in suggesting that the ratings say more about the raters than those being rated. This session features rigorous scholarship to suggest how practitioners can improve the quality of 360-degree feedback.

Robert B. Kaiser, Kaplan DeVries Inc., Chair

Jennifer T. Lindberg, North Carolina State University, Co-Chair

Angelo S. DeNisi, Texas A&M University, Ever the Twain Shall Meet? Importing Lessons Learned From Performance Appraisal Research to 360-Degree Feedback

S. Bartholomew Craig, North Carolina State University, Jennifer T. Lindberg, North Carolina State University, Robert B. Kaiser, Kaplan DeVries Inc., Ramzi B. Baydoun, Motorola, Virtually Error-Free 360 Effects of Web-Based Multimedia Rater Training

Vincent J. Fortunato, Boise State University, Austin Smith, Pine Grove Recovery Center, Factors Related to Employee Motivation to Provide Accurate Upward Feedback Ratings

Leanne E. Atwater, Arizona State University-West, Joan F. Brett, Arizona State University-West, How You Present 360 Results Matters: Effects of Format on Ratee Reactions

Cynthia D. McCauley, Center for Creative Leadership, Discussant

Submitted by Robert B. Kaiser, rkaiser@kaplandevries.com

34. Special Event: Friday, 12:0012:50 Avalon (Level 3)

Distinguished Early Career Contributions Award: 
Research on Team Composition From Two Perspectives

In this presentation, I will describe team composition research from two alternative perspectives with respect to theory, measurement, and findings. I will describe factors that have impeded progress of both perspectives. Finally, I will suggest future research that could potentially overcome these obstacles.

John R. Hollenbeck, Michigan State University, Chair

Jeffery A. LePine, University of Florida, Presenter

35. Symposium: Friday, 12:001:20 Emerald Bay (Level 3)

eHR: The Impact of Technology on Human Resources Processes

Human resources systems are changing rapidly, propelling the field in some entirely new directions, one being eHR. This session will (a) consider the impact of eHR on recruitment, selection, and performance management, (b) discuss the influence of culture on system success, and (c) offer implications for research and practice.

Dianna L. Stone, University of Central Florida, Chair

Jerard F. Kehoe, Selection & Assessment Consulting, David N. Dickter, PSI, Daniel P. Russell, Aon Consulting, Joshua M. Sacco, Aon Consulting, e-Selection

Dianna L. Stone, University of Central Florida, Kimberly Lukaszewski, State University of New York-New Paltz, Linda Isenhour, University of Central Florida, e-Recruiting: Online Strategies for Attracting Talent

Robert L. Cardy, Arizona State University, Janice S. Miller, University of Wisconsin-Milwaukee, eHR and Performance Management: Positive Promise and Negative Potential

Eugene F. Stone-Romero, University of Central Florida, The Effects of Culture on eHR System Acceptance and Effectiveness

Submitted by Dianna L. Stone, Shashcub@bellsouth.net

36. Symposium: Friday, 12:001:20 Santa Anita A (Lobby Level)

Occupational Health Psychology: Developmental Trends, Current Directions, Future Vision

This symposium addresses developments in occupational health psychology (OHP). Three presentations outline gaps in the nomological network of OHP science and needs in OHP education and practice. The presenters and discussant analyze trends in the science and application of OHP and articulate a vision for the future of the field. 

Keith James, Colorado State University, Chair

Peter Y. Chen, Colorado State University, Co-Chair

Lois E. Tetrick, George Mason University, Past and Current Research Foci in Occupational Health Psychology

Clive Fullagar, Kansas State University, Joshua D. Hatfield, Kansas State University, Occupational Health Psychology: Charting the Field

Keith James, Colorado State University, Peter Y. Chen, Colorado State University, Lara Summers, Metro State College of Denver, Managers Mental Maps of Health and Work

Leslie B. Hammer, Portland State University, Discussant

Submitted by Keith James, Kjames@lamar.colostate.edu

37. Panel Discussion: Friday, 12:001:20 Santa Anita B (Lobby Level)

Unproctored Internet-Based TestingEmerging Issues and Challenges

As the use of automated test delivery systems continues to grow, a groundswell of interest in unproctored testing of candidates is emerging. The purpose of this panel discussion is to identify and discuss critical issues, research, practical experience, and future challenges pertaining to unproctored administration of online instruments.

John A. Weiner, Psychological Services, Inc., Chair

Douglas H. Reynolds, Development Dimensions International, Panelist

Theodore L. Hayes, The Gallup Organization, Panelist

Dennis Doverspike, University of Akron, Panelist

John A. Weiner, Psychological Services, Inc., Panelist

Submitted by John A. Weiner, john@psionline.com

38. Education Forum: Friday, 12:001:20  Santa Anita C (Lobby Level)

Successful Teaching Tools to Make I-O Classes Even Sexier

Isnt it difficult to find fresh new ways to teach I-O material in your classes? It is for us, too. In this session we will share the techniques and demonstrations that work for us. You will leave the session with a mini-instructors manual containing material you can use right away.

Wendi J. Everton, Eastern Connecticut State University, Chair

Elise L. Amel, University of St. Thomas, Service Learning in I-O: Understanding Low-Wage Workers and the Unemployed Through Mock Interviewing

Peter D. Bachiochi, Eastern Connecticut State University, Kick-Starting the Intro I-O Course on the First Day

Carrie A. Bulger, Quinnipiac University, Diversity Issues Arent Just Black and White Anymore: Using Sticky Situations to Illuminate Fairness, Employment Laws, and Ethics in I-O Psychology

James M. Conway, Central Connecticut State University, Using Primary Research Sources in Lower-Level Undergraduate I-O Courses

Wendi J. Everton, Eastern Connecticut State University, Using a 1943 Guide to Hiring Women to Tie Multiple Concepts Together

Christopher W. LeGrow, Marshall University, Applying the Americans with Disabilities Act to Psychiatric Disabilities: An Exercise in Developing Job Accomodation Strategies for Employees with Psychiatric Disabilities

Cynthia A. Prehar, Framingham State College, Work Around the World

Steven G. Rogelberg, University of North Carolina Charlotte, Techniques to Enhance Teaching and Research Effectiveness Synergistically

Submitted by Wendi J. Everton, evertonw@easternct.edu

39. Practitioner Forum: Friday, 12:001:20   Palos Verdes (Lobby Level)

Grappling with Write-In Comments in a Web-Enabled Survey World

The spread of Web-based technology for employee surveys has greatly enhanced our ability to ask and process write-in comments. The experienced, international-practiced panelists will report on lexicon processing techniques and recent study findings that will help our ability to ask better open-ended questions and truly understand the answers.

Allen I. Kraut, Baruch College/Kraut Associates, Chair

Ingwer Borg, ZUMA, Who Writes What Kinds of Comments? Some New Findings

Patrick Kulesa, International Survey Research, Ralph J. Bishop, ISR, What Did They Really Mean? Using Lexicons to Find Themes in Open-Ended Comments

Franz G. Deitering, SAP AG, The (Non-) Sense of Including Open-Ended Questions in Employee Surveys

Submitted by Allen I. Kraut, allenkraut@aol.com

40. Symposium: Friday, 12:001:20   San Fernando (Lobby Level)

When Survey Respondents Dont Respond: Unit and Item Nonresponse

Unit and item nonresponse on organizational climate surveys is examined with respect to organizational climate variables, trust, demographics, and job attitudes. A scale measuring climate to voice will be proposed. Results provide insight into survey practice and respondent psychology.

Brigitte W. Schay, U.S. Office of Personnel Management, i

Kathryn L. Baughman, George Mason University, Louis C. Buffardi, George Mason University, Kate Morse, George Mason University, Responding to Open-Ended Questions: A Demographic and Work Attitude Analysis

Heather M. Prather, U.S. Office of Personnel Management, Sidney F. Fisher, U.S. Office of Personnel Management, Tarl Kudrick, U.S. Office of Personnel Management, Asking Whos Voicing Before Acting: Predicting Who Comments on Organizational Climate Surveys

Tarl Kudrick, U.S. Office of Personnel Management, Heather M. Prather, U.S. Office of Personnel Management, When No Response is the Response: Missing Demographic Data in Organizational Climate Surveys

Michael J Wilson, Westat, Elizabeth Westin, Westat, Shelley Perry, Westat, Sherman Tsien, U.S. Office of Personnel Management, Assessing the Sources and Effects of Unit Nonresponse in a Large Federal Organizational Survey

Marilyn K. Gowing, Aon Consulting, Discussant

Submitted by Heather M. Prather, hprather@gwu.edu

41. Special Event: Friday, 12:0012:50 San Gabriel B (Lobby Level)

Roundtable Discussion: Meet the TIP Editor and Editorial Board

TIP, The Industrial-Organizational Psychologist, is an official publication of SIOP. The purpose of TIP is to provide news, reports, and noncommercial information related to fundamental practice, science, and teaching issues in industrial and organizational psychology. Given that the publication is for SIOP members, we invite SIOP members to attend this session to share their expectations, ideas, and suggestions for TIP with the editorial board.

Laura L. Koppes, Eastern Kentucky University, Editor, Host

Natalie J. Allen, University of Western Ontario, Discussant

Adrienne Bauer, Eastern Kentucky University, Discussant

Michelle A. Donovan, Intel Corporation, Discussant

Jaime R. Durley, University of Georgia, Discussant

Arthur Gutman, Florida Institute of Technology, Discussant

Michael M. Harris, University of Missouri-St. Louis, Discussant

Neil M. A. Hauenstein, Virginia Tech, Discussant

Andrea B. Kimbrough, University of Georgia, Discussant

Frank J. Landy, SHL, Discussant

William H. Macey, Personnel Research Associates, Discussant

Scott L. Martin, Payless ShoeSource, Inc., Discussant

Lynn A. McFarland, Clemson University, Discussant

Paul M. Muchinsky, University of North Carolina-Greensboro, Discussant

Corey S. Munoz, University of Georgia, Discussant

Miguel A. Quinones, University of Arizona, Discussant

Lori Foster Thompson, North Carolina State University, Discussant

R. Jason Weiss, DDI, Discussant

42. Practitioner Forum: Friday, 12:0012:50   San Gabriel C (Lobby Level)

Cutting-Edge Tools for Traditional Job Analysis: How Technology Maximizes Efficiency

This Practitioner Forum examines electronic methods of conducting job analysis and the implications. The presenters will address the issue of maintaining best practices in conducting job analysis and competency models while implementing technological advances that are newly available, such as online databases and the Web.

Kasey Harboe Guentert, SHL, Chair

Carol Ogletree, ACT, Inc., Tamera L. McKinniss, ACT, Inc., ACT SkillMap
Perry Alter, Novations, SkilAnalyzer: The Novations Online Interview Generation Tool

Andrew C. Day, SHL, SHL Work Profiling System

Kasey Harboe Guentert, SHL, Discussant

Submitted by Kasey Harboe Guentert, kasey.harboe@shlgroup.com

43. Special Event: Friday, 12:0012:50 San Pedro (Lobby Level)

How the Conference Works: SIOP Conference Committee Members Answer Your Questions

The purpose of this informal session is to answer SIOP members questions about the SIOP conference planning process and how decisions regarding the conference are made. After a brief overview of the conference planning process, SIOP Conference Committee members will take questions from the audience. 

Donald M. Truxillo, Portland State University, Chair

Steven D. Ashworth, San Diego Gas & Electric, Presenter

Fritz Drasgow, University of Illinois at Urbana-Champaign, Presenter

Lisa Finkelstein, Northern Illinois University, Presenter

Liberty J. Munson, Boeing Company, Presenter

Luis F. Parra, Mercer Human Resource Consulting, Presenter

Irene A. Sasaki, Dow Chemical Company, Presenter

Michael J. Burke, Tulane University, Presenter

44. Academic-Practitioner Collaborative Forum: Friday, 12:0012:50    Santa Barbara A (Lobby Level)

Generational Perspectives on Leadership: Who They are, What They Want

Myths abound regarding how generational cohorts differ in organizations. This forum targets one area to explore: how generational cohorts differ in their perceptions of leadership. It features a review of the literature, two large-scale field studies, and a discussion on what generational differences in leadership looks like in one organization.

Valerie I. Sessa, Montclair State University, Chair

Heather Brown, Montclair State University, Christopher Pingor, Montclair State University, Valerie I. Sessa, Montclair State University, A Review of the Generational Perspectives on Leadership

Jennifer J. Deal, Center for Creative Leadership, Do Older and Younger Workers Want Different Attributes in their Leaders?

Robert I. Kabacoff, Management Research Group, Comparing the Leadership Approaches of Managers in Different Generations: A Large Sample Study

Maura A. Stevenson, Starbucks Coffee Co., Discussant

Submitted by Valerie I. Sessa, sessav@mail.montclair.edu

45. Practitioner Forum: Friday, 12:001:20   Beaudry A (Lobby Level)

Leadership Development: Integrating Individual and Organization Development

The effective practice of leadership development is increasingly calling for the integration of individual and organization development. In this forum, practitioners will share examples of how they have utilized strategies and tools from individual development and from organization learning and development to help advance leadership in an organization.

David V. Day, Pennsylvania State University, Chair

Paul R. Yost, The Boeing Company, Mary Mannion Plunkett, The Boeing Company, Building Individual and Organizational Leadership Capacity at Boeing

Robert McKenna, Seattle Pacific University, Differentiation of Self: A Systemic Approach to Leadership in Organizations

Gina Hernez-Broome, Center for Creative Leadership, John McGuire, Center for Creative Leadership, Change Leadership for Organization Culture Transformation 

Patricia M. G. OConnor, Center for Creative Leadership, Building Organizational Capacity for Leadership in the Context of Complex Challenges

Submitted by Cynthia D. McCauley, mccauley@leaders.ccl.org

46. Practitioner Forum: Friday, 12:001:20   Beaudry B (Lobby Level)

Managing Organizational Transitions: Going Beyond the Basics

Most organizational transitions fail to achieve their desired results. This session goes beyond the basics of transition management advice, offering new insights into overcoming roadblocks to designing and implementing transformations. Panel and audience members will discuss their experiences, challenges, and successes in implementing true and meaningful organizational transition and transformation.

Mitchell L. Marks, JoiningForces.org, Chair

Kenneth P. De Meuse, University of Wisconsin-Eau Claire, Corporate Transitions and Transformations: Problems, Issues, Concerns, and Answers

Mitchell L. Marks, JoiningForces.org, Workforce Recovery After Mergers, Restructurings, Downsizings, and Other Major Transitions

Brandon Lee, RHR International, Jennifer Nevitt, Pepperdine University, Overcoming Culture Clash: A Case Study of an Acquisition

Jack W. Wiley, Gantz Wiley Research, Kerry R. Moechnig, Gantz Wiley Research, The Effects of Mergers and Acquisitions on Organizational Climate

Submitted by Mitchell L. Marks, mitchlm@aol.com

47. Practitioner Forum: Friday, 12:301:20 San Gabriel A (Lobby Level)

Best Practices in Large-Scale Performance Management Systems

Three organizations share best practices in developing systems for setting work objectives and driving performance discussions between employee and managercreating the right process, selecting the right features, embedding systems in an integrated program for talent management, and tracking the reactions of employees.

Glenn Hallam, Creative Metrics, LLC, Chair

Michael T. Barriere, Citigroup, Co-Chair

Nancy L. Rotchford, Ingram Micro, Performance Management at Ingram Micro: Enhancing the Quality and Frequency of ManagerEmployee Communication

Michael T. Barriere, Citigroup, Joe Ryan, Citigroup Private Bank, Performance Management at Citigroup Private Bank: Embedding Performance Management in an Integrated System of Talent Management

Glenn Hallam, Creative Metrics, LLC, The Human Impact of Performance Management Systems

Glenn Hallam, Creative Metrics, LLC, Discussant

Submitted by Glenn Hallam, ghallam@creativemetrics.com

48. Poster Session: Friday, 12:301:20 Pasadena (Lower Level)

Work and Family, Career Management, Socialization

48-1. Mentor Individual Differences and Behavior Within a Facilitated Mentoring Program

We examined the extent mentor personality and motives for mentoring predicted mentoring behavior within the 
context of an academic-facilitated mentoring program. Reports of mentoring behavior were obtained from mentors, proteges, and trained observers. Findings support the point of view that mentor personality and motivational characteristics affect mentoring behavior.

Lizzette Lima, ePredix, Inc.

Tammy D. Allen, University of South Florida

Kimberly A. Smith-Jentsch, University of Central Florida

Submitted by Tammy D. Allen, tallen@luna.cas.usf.edu

48-2. Multimethod Approach to Investigate WorkFamily Conflict

We investigated the phenomena of workfamily conflict using two methodologies. First, a qualitative approach was undertaken using focus groups. Second, a survey was used to investigate insights reported by participants previously. The paper emphasizes the importance of a multimethod approach for better understanding intricacies of the construct under investigation.

Sofiya Velgach, Illinois Institute of Technology

Nahren Ishaya, Illinois Institute of Technology

Roya Ayman, Illinois Institute of Technology

Submitted by Sofiya Velgach, v_sonya79@hotmail.com

48-3. Career Experiences and Scientific Performance

The present study attempted to identify the career events and dispositional characteristics contributing to creative achievement in the sciences though the use of 499 scientific obituaries. Comparisons of high and low achieving scientists with regard to these variables indicated that multiple events contributed to career achievement in a dynamic fashion.

Sam T. Hunter, University of Oklahoma

Jazmine Espejo, University of Oklahoma

Ginamarie Millar Scott, Psychological Consultants

Katrina Elizabeth Bedell, University of Oklahoma

Laura Sohl, University of Oklahoma

Mary Shane Connelly, University of Oklahoma

Michael D. Mumford, University of Oklahoma

Submitted by Sam T. Hunter, shunter@psychology.ou.edu

48-4. The Differences in Career-Related Variables Between Temporary and Permanent Employees

This research found significant interaction effects in explaining career commitment and career satisfaction between employment status (temporary vs. permanent employees) and job type (professional vs. nonprofessional employees). These findings suggested that professionalism increases career commitment for temporary employees.

Jinkook Tak, Kwangwoon University

Beom-sik Lim, Kwangwoon University

Submitted by Jinkook Tak, tak@kw.ac.kr

48-5. Exploratory Study of Perfectionism Clusters as Predictor of WorkFamily Conflict

This study considers the role perfectionism may have with workfamily conflict. A situational component to perfectionism (at work and at home) was found. Findings suggest those with a more adaptive form of perfectionism at work experience lower family interfering with work conflict compared to nonperfectionists. Further findings will be discussed.

Jacqueline K. Mitchelson, Wayne State University

Submitted by Jacqueline K. Mitchelson, jmitch@wayne.edu

48-6. The Effect of WorkFamily Conflict on Work-Related Outcomes Among Teleworkers

We used structural equation modeling to investigate the influence of workfamily conflict on telework satisfaction, affective commitment, and turnover intentions among teleworkers. We found that workfamily conflict influences the work-related outcomes and that these outcomes are interrelated. We conclude with a discussion of the findings and implications for future research.

Katherine A. Selgrade, Old Dominion University

Donald D. Davis, Old Dominion University

Submitted by Katherine A Selgrade, kselgrad@odu.edu

48-7. Blurring Boundaries: Integration and Segmentation Between Work and Nonwork

We investigate interrelations among role integration-segmentation, role identification, reactions to interruptions, and worklife conflict. Results suggest highly identified roles relate to high integration, high role integration relates to less negative reactions to interruptions, and employees who integrate work into nonwork set fewer boundaries during nonwork and report higher worklife conflict.

Julie B. Olson-Buchanan, California State University-Fresno

Wendy R. Boswell, Texas A&M University

Submitted by Julie B. Olson-Buchanan, julie_olson@csufresno.edu

48-8. WorkFamily Conflict and Career Success Among Academic Professionals

The relationship between workfamily conflict and career success was investigated within a sample of academic industrial-organizational psychologists. Strain-based family-interfering-with-work was associated with decreased feelings of success, and strain-based work-interfering-with-family with decreased scholarly productivity. Unexpectedly, strain-based family-interfering-with-work was positively associated with publishing in higher quality journals.

Christopher J. Cunningham, Bowling Green State University

Steve M. Jex, Bowling Green State University

L. Jean Whinghter, Bowling Green State University

Submitted by Christopher J. Cunningham, ccunnin@bgnet.bgsu.edu

48-9. Comparison and Additional Construct-Validation of Two Measures of WFC

This study compares the Netemeyer, Boles, and McMurrian (1996) and Carlson, Kacmar, and Williams (2000) measures of workfamily conflict (WFC) using a sample of industrial-organizational psychologists. Results support the value of multidimensional conceptualizations of WFC like that afforded by the Carlson et al. measure.

Christopher J. Cunningham, Bowling Green State University

Steve M. Jex, Bowling Green State University

Submitted by Christopher J. Cunningham, ccunnin@bgnet.bgsu.edu

48-10. Contributions of WorkFamily Culture in Predicting Perceived Organizational Support

Workfamily culture, perceived organizational family support (POFS), and family-supportive organizational perceptions (FSOP) were examined as predictors of perceived organizational support (POS) above the established antecedents. All three workfamily variables were found to contribute uniquely to POS above the traditional antecedents and should be considered viable antecedents to POS.

Beth Kikta, George Mason University

Lois E. Tetrick, George Mason University

Submitted by Beth Kikta, bkikta@gmu.edu

48-11. Differences in Well-Being Between Employed and Stay-at-Home Mothers: A Meta-Analysis 

A meta-analysis addressed differences in the psychological well-being of employed versus stay-at-home mothers. Contrary to assertions in the popular press, results indicate no substantial difference in overall adjustment between these groups of mothers (r = -0.06). Modest effects of moderators based on income and age of children were found.

Janet McCarten, Clemson University

Mary Anne Taylor, Clemson University

Fred S. Switzer, Clemson University

Patricia Connor-Greene, Clemson University

Patrick H. Raymark, Clemson University

DeWayne Moore, Clemson University

Submitted by Mary Anne Taylor, TaylorM@Clemson.edu

48-12. Face-to-Face and Distance Mentoring: Effects on Stress, Self-Efficacy, and Absenteeism

This study empirically investigated the effects of communication mode on the processes and outcomes of a formal peer-mentoring program. Results suggest that distance mentoring may provide benefits comparable to that of face-to-face mentoring. Mentoring processes provided were associated with increases in postprogram self-efficacy, greater stress reduction, and decreases in absenteeism.

Patrick J. Rosopa, University of Central Florida

Kimberly A. Smith-Jentsch, University of Central Florida

Moshe Feldman, University of Central Florida

Submitted by Patrick J. Rosopa, prosopa@aol.com     

48-13. Hours Spent in WorkFamily Activities and WIF/FIW

We investigated factors that influence ones time allotment in both family- and work-related activities and their effects on WIF/FIW. Results show that hours spent in work activities, gender, gender-role stereotypic attitude, and ones proportional contribution to the total family income were significant predictors of time spent in family activities.

Jaewon Ko, University of Arizona

Barbara A. Gutek, University of Arizona

Russell S. Cropanzano, University of Arizona

Submitted by Jaewon Ko, jaeko@email.arizona.edu

48-14. Newcomers in Academia: Does Social Capital Matter?

Research in the area of careers and newcomer socialization has cast social capital in a central light. Based on a sample of pretenure faculty in a large university, this study examined the dispositional antecedents (i.e., self-monitoring and proactive personality) and socialization and productivity-related outcomes of social capital.

Aparna Joshi, University of Illinois at Urbana-Champaign

Hui Liao, Rutgers University

Dae Yong Jeong, University of Illinois at Urbana-Champaign

Kandice Kapinos, University of Illinois at Urbana-Champaign

Submitted by Aparna Joshi, aparnajo@uiuc.edu

48-15. What Influences Continuous Employee Development Decisions?

Changes in organizations creating a preference for adaptive pretrained workers also create a need for ongoing employee-directed career development. Based on prior theory and research, a model of continuous employee development is proposed to understand the factors and processes involved. Research propositions are given and organizational recommendations are discussed.

Christina M. Garofano, University of Central Florida

Eduardo Salas, University of Central Florida

Submitted by Christina M. Garofano, cgarofan@ist.ucf.edu

48-16. An Examination of the Consequences of WorkFamily Conflict

Work, nonwork, and stress-related consequences of workfamily conflict were examined in a sample of high school teachers. The results indicated that workfamily conflict was associated with higher levels of job and life stress, and that these variables were related to job-related attitudes, intentions to quit, and life satisfaction.

Patrice L. Esson, Virginia Tech

John J. Donovan, Virginia Tech

Submitted by Patrice L. Esson, pesson@vt.edu

48-17. Perceived Organizational Family Supportiveness and the Psychological Contract

This study examined how supervisor psychological contract breach, or unspecified broken promises, interacts with supervisor violation, or betrayal, to predict perceptions of organizational family supportiveness. We also examined how fulfillment of workfamily obligations interacts with perceived organizational family supportiveness to predict performance. High organizational time demands did not predict performance.

Kate Morse, George Mason University

Lois E. Tetrick, George Mason University

Lindsey Firme, Personnel Decisions Research Institutes, Inc.

Submitted by Kate Morse, kmorse1@gmu.edu

48-18. Influence of Organizational Support on WorkFamily Benefits and Organizational Performance

Perceived organizational support has been studied in North America but has been largely ignored in the European context. This paper examines the mediating role of perceived organizational support on workfamily benefits and perceived organizational performance in Spain. The results confirm the mediator relationship.

Steven A.Y. Poelmans, IESE Business School

Khatera Sahibzada, Portland State University

Barbara Beham, IESE Business School

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

48-19. Factors Affecting Employee Knowledge of WorkFamily Programs

Workfamily benefits that are unknown to employees are a double loss: Neither employees nor organizations can reap the potential benefits. Using data from 2 studies, we posited and found that knowledge of workfamily programs was highest among individuals for whom, a priori, such programs should be the most salient.

David J. Prottas, Baruch College, CUNY

Cynthia A. Thompson, Baruch College, CUNY

Richard E. Kopelman, Baruch College, CUNY

Eileen Jahn, St. Josephs College

Submitted by David J. Prottas, david_prottas@baruch.cuny.edu

48-20. Cross-Domain Effects Between Work and Family Domains: A Meta-Analysis

A meta-analytic path analysis was conducted looking at the effects of work and family stressors and supports on cross-domain satisfaction, with workfamily conflict as a mediator. Results indicate both work and family stressors explain variance in satisfaction in the other domain. Workfamily conflict appears to partially mediate this process.

Michael T. Ford, George Mason University

Beth Kikta, George Mason University

Krista L. Langkamer, George Mason University

Submitted by Michael T. Ford, mford3@gmu.edu

48-21. Organizational Versus Individual Responsibility for Career Management: Complements or Substitutes?

This paper explores the relationship between organizational career management and career self-management and addresses their impact on employee outcomes. The results of a study among employees and linemanagers are presented, which partly support our hypotheses. The interaction between organizational and individual career management in explaining employee outcomes is discussed.

Ans De Vos, Ghent University

Dirk Buyens, Ghent University

Submitted by Dirk Buyens, dirk.buyens@vlerick.be

48-22. Flexible Scheduling Options Moderate Job Demands and WorkFamily Conflict

Job demands, flexible work options and workfamily conflict were examined. We found that job demands are positively related to workfamily conflict, flexible work options are negatively related to workfamily conflict, and that the negative relationship between job demands and workfamily conflict is weaker with greater use of flexible work options.

Jamie Woolf, University of Wisconsin-Oshkosh

Gary A. Adams, University of Wisconsin Oshkosh

Submitted by Gary A. Adams, Adamsg@uwosh.edu

48-23. Seeking Reciprocity in Socialization Theory and Research: What Models Reveal

Many theories of socialization describe self-regulating mechanisms with negative feedback loops. If these mechanisms are accurate, actions by managers and employees should be negatively related to outcomes like role clarity and competency, which research shows they are not. A model was developed to reconcile the theories and the findings.

Jeffrey B. Vancouver, Ohio University

Kevin B. Tamanini, Ohio University

Ryan J. Yoder, Ohio University

Submitted by Jeffrey B. Vancouver, vancouve@ohio.edu    

48-24. Leadership, Family-Supportive Organizational Perceptions and WorkFamily Conflict

We examined relationships among leadership behavior, family supportive organizational perceptions (FSOP), and workfamily conflict (WFC). In a sample of 228 married employees, we found that leadership behavior is related to subordinates perceptions of FSOP. The effect of leadership behavior on WFC occurred indirectly through FSOP.

Gary A. Adams, University of Wisconsin-Oshkosh

Jamie Woolf, University of Wisconsin-Oshkosh

Carl A. Castro, Walter Reed Army Institute of Research

Amy B. Adler, U.S. Army Medical Research Unit-Europe

Submitted by Gary A. Adams, Adamsg@uwosh.edu

48-25. Reactions to Assessment Center Dimension Versus Exercise Feedback

After participating in a managerial assessment center, business students received feedback based on exercises or dimensions. Participants who received exercise feedback reported less negative emotions and self-consciousness. Exercise feedback mitigated some negative feedback outcomes. Thus, both assessment center construct validity and feedback research point toward exercise superiority over dimensions.

Lynn K. Bartels, Southern Illinois University-Edwardsville

Submitted by Lynn K. Bartels, LBartel@siue.edu

48-26. WorkFamily Conflict: An Examination of Three Models

This study examines 3 models of workfamily conflict using both meta-analytic and structural equation modeling techniques. Findings provide more support for the model put forth by Aryee, Fields, and Luk (1999), though there is room for improvement in model fit. Implications of these findings to the literature will be discussed.

Jesse S. Michel, Wayne State University

Alicia Marie Gramzow, Wayne State University

Jacqueline K. Mitchelson, Wayne State University

Lindsey Marie Young, Wayne State University

Boris B. Baltes, Wayne State University

James M. LeBreton, Wayne State University

Submitted by Jesse S. Michel, jmichel@wayne.edu

48-27. Promotional Bias and Use of the Family Medical Leave Act

This study was conducted to determine how use of the Family Medical Leave Act impacts career advancement. A 2 3 between-subject factorial design was used to examine the impact of gender and use of FMLA (i.e., never, 1-time, 2-times) on promotional decisions.

Kecia Lynee Bingham, University of Georgia

Kecia M. Thomas, University of Georgia

Submitted by Kecia Lynee Bingham, kbingham@uga.edu

49. Community of Interests: Friday, 12:301:20  Pasadena (Lower Level)

Organizational Change/Change Management

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

50. Interactive Posters: Friday, 12:301:20 Los Feliz (Lobby Level)

Organizational Image and Attractiveness

50-1. Organizational Attraction After Negative Publicity: Effects of Advertising and Word of Mouth

This recruitment study found that the effects of negative publicity on applicant attraction were not irreparable, as both recruitment advertising and positive word-of-mouth significantly increased organizational image and attractiveness after exposure to negative publicity. In addition, word-of-mouth was perceived as a more credible information source than recruitment advertising.

Greet Van Hoye, Ghent University

Filip Lievens, Ghent University

Submitted by Greet Van Hoye, greet.vanhoye@ugent.be

50-2. Applicant Attraction: Why One Employer Size Doesnt Fit All

Marketing and social identity theories are used to potentially explain variation in applicant attraction to small and large employers. Consideration of a potential employer is explored as a proximal outcome. Understanding attraction to various size employers is important given the historic focus on large employers (Barber, in press).

Janice Molloy, Ohio State University

Judith W. Tansky, Ohio State University

Robert L. Heneman, Ohio State University

Submitted by Robert L. Heneman, heneman.1@osu.edu

50-3. Development and Validation of a Measure of Employer Image Consciousness

Previous research has identified honor and prestige as two important components of image as an employer that are related to organizational attraction. The present study contributes to the literature by developing and validating a measure to identify individual differences in employer image consciousness, comprised of the facets honor and prestige.

Erin E. Thornbury, Bowling Green State University

Ian S. Little, Bowling Green State University

Scott Highhouse, Bowling Green State University

Submitted by Erin E. Thornbury, erint@bgnet.edu

50-4. Reactions to Plateaus: Examining Role Ambiguity and Distance From Goals

Most research examining the outcomes of career plateaus has revealed a negative relationship between plateauing and work reactions such as job satisfaction. The current study explores the possibility of less negative outcomes, revealing role ambiguity and distance from career goals as moderators of the plateauing-work reaction relationship.

Carrie S. McCleese, University of Georgia

Lillian T. Eby, University of Georgia

Submitted by Carrie S. McCleese, mccleese@uga.edu

51. Special Event: Friday, 1:001:50 Avalon (Level 3)

M. Scott Myers Award for Applied Research in the Workplace
PDRIs Adaptability Research Program

The need for adaptive workers has become increasingly important in todays organizations. PDRIs adaptability research program has addressed this need by developing a model of adaptive performance, developing and validating predictors of adaptive performance, designing training to facilitate learning of adaptive skills, and developing a model of team adaptive performance.

Elaine D. Pulakos, Personnel Decisions Research Institutes, Chair

David W. Dorsey, Personnel Decisions Research Institutes, Presenter

Rose A. Mueller-Hanson, Personnel Decisions Research Institutes, Presenter

52. Roundtable: Friday, 1:002:50    San Gabriel B (Lobby Level)

HR Metrics-Measuring What Matters

The development and implementation of strategic human resource measures presents unique opportunities and challenges for I-O psychologists. Participants in this interactive session will gain clarity about key issues surrounding the implementation of HR metrics programs. Issues include selecting appropriate metrics, obtaining organizational support, and driving managerial decisions using metrics.

Wayne F. Cascio, University of Colorado, Host

Scott M. Brooks, Gantz Wiley Research, Co-Host

Laura Gniatczyk Byars, ArvinMeritor, Inc., Co-Host

Michele E. A. Jayne, Ford Motor Company, Co-Host

Mahesh V. Subramony, University of Wisconsin, Oshkosh, Co-Host

Submitted by Mahesh V. Subramony, subramon@uwosh.edu

53. Symposium: Friday, 1:002:50   San Gabriel C (Lobby Level)

Workplace Diversity: Exploring the Work Experiences of LGBT Employees

LGBT issues in the workplace are an important, yet unexplored, topic in the literature. This symposium consists of 4 presentations examining workplace stressors relevant to LGBT employees, including worklife conflict, employee attitudes, harassment, and stigma. We attempt to create greater understanding of and interest in LGBT employees unique workplace experiences.

Kristen M. Watrous, Texas A&M University, Chair

Walter Reichman, Sirota Consulting, Co-Chair

Ann H. Huffman, Texas A&M University, Kristen M. Watrous, Texas A&M University, Understanding Employee WorkLife Conflict in a Diverse Workforce

Shawn Del Duco, Sirota Consulting, Joyce Chan, Sirota Consulting, Justin Black, Sirota Consulting, Walter Reichman, Sirota Consulting, Sexual Orientation and Organizational Climate: A Tale of Two Companies

Tamara Bruce, Michigan State University, Ann Marie Ryan, Michigan State University, The Nature of Sexual Orientation Harassment in the Workplace

Eden B. King, Rice University, Michelle (Mikki) Hebl, Rice University, Antecedents, Consequences, and Manifestations of the Stigma of Homosexuality at Work: Applying a Dual-Perspective, Multilevel Theory

Scott B. Button, C2 Technologies, Inc., Discussant

Submitted by Kristen M. Watrous, kristen-watrous@tamu.edu

54. Symposium: Friday, 1:002:50 San Pedro (Lobby Level)

References and Recommendation Letters: Psychometric, Ethical, Legal, and Practical Issues

We will discuss the use of references and recommendation letters. Presentations will include data on the reliability, validity, and adverse impact of recommendations, advice on what should and should not be included in references, and discussions on the ethical and legal issues that can arise when serving as a reference.

Mike G. Aamodt, Radford University, Chair

Mike G. Aamodt, Radford University, Felice A. Williams, DCI Consulting, Reliability, Validity, and Adverse Impact of References and Letters of Recommendation

Julie M. McCarthy, University of Toronto, David Zweig, University of Toronto-Scarborough, Richard D. Goffin, University of Western Ontario, From the Referees Perspective: The Impact of Personal Characteristics and Referee Reactions to Letters of Recommendation

Mark S. Nagy, Xavier University, Practical Suggestions in Providing and Asking for References and Letters of Recommendation

Donald L. Zink, Personnel Management Decisions, Arthur Gutman, Florida Institute of Technology, Legal Issues Involved With Asking for and Providing References

Bobbie L. Raynes, New River Community College, Ethical Issues Involving Employment and Academic References

Submitted by Mike G. Aamodt, maamodt@radford.edu

55. Symposium: Friday, 1:002:50 Santa Barbara A (Lobby Level)

Work-Related Social Interactions and Mood: Tests of Affective Events Theory

Social interactions represent important work-related events that impact employee affective states. This symposium presents the results of 4 empirical studies that outline the important interplay between social interactions and mood at work. The studies all utilize experience sampling methodology to gather multiple repeated measures of these variables.

Remus Ilies, Michigan State University, Chair

Michael Johnson, Michigan State University, Co-Chair

Timothy A. Judge, University of Florida, Kevin Miliffe, University of Florida, Shelly Gable, UCLA, Capitalizing on Positive Events at Work: The Impact of Positive Work Events on Mood and Job Attitudes

Gregory A. Vinson, University of Minnesota, Hannah L. Jackson, University of Minnesota, Joyce E. Bono, University of Minnesota, John Muros, University of Minnesota, Felt and Expressed Emotions at Work: Examining the Role of Interaction Partners 

Tatana M. Olson, United States Navy, Rustin D. Meyer, Purdue University, Reeshad S. Dalal, Purdue University, Contributions of Different Types of Events to Mood at Work

Remus Ilies, Michigan State University, Michael Johnson, Michigan State University, Timothy A. Judge, University of Florida, Interpersonal Interactions at Work: Their Influence on Employee Well-Being and Organizational Outcomes

Howard M. Weiss, Purdue University, Discussant

Submitted by Michael Johnson, john1781@msu.edu

56. Special Event: Friday, 1:002:50 Santa Barbara B (Lobby Level)

Frontiers Series: Workplace Discrimination

This panel discussion presents the newest Frontiers edition, Discrimination at Work: The Psychological and Organizational Bases. Panelists representing 5 chapters from the book will discuss research and theory on workplace discrimination from individual, group, organizational, and legal perspectives. The editors, Robert Dipboye and Adrienne Colella, will facilitate the discussion.

Robert D. Pritchard, University of Central Florida, Chair

Adrienne J. Colella, Texas A&M University, Co-Chair

Robert L. Dipboye, University of Central Florida, Co-Chair

Donna Chrobot-Mason, University of Colorado-Denver, Panelist

Michele J. Gelfand, University of Maryland, Panelist

Michelle (Mikki) Hebl, Rice University, Panelist

Lisa H. Nishii, Cornell University, Panelist

Ramona L. Paetzold, Texas A&M University, Panelist

Jana L. Raver, Queens University, Panelist

Lynn M. Shore, University of California-Irvine, Discussant

Kecia M. Thomas, University of Georgia, Discussant

Submitted by Adrienne J. Colella, acolella@tamu.edu

57. Symposium: Friday, 1:002:50 Santa Barbara C (Lobby Level)

Feedback Interventions and Feedback Seeking: Implications for Self-Regulation

The feedback intervention and feedback-seeking literatures have tended to be distinctive, although there are emerging themes linking factors that influence reactions to feedback provided to factors that influence feedback sought. This symposium brings together research papers that begin to span these two perspectives on feedback and goal striving.

Jaclyn M. Nowakowski, Michigan State University, Chair

Steve W. J. Kozlowski, Michigan State University, Co-Chair

Aaron M. Schmidt, University of Akron, Richard P. DeShon, Michigan State University, Chad Michael Dolis, University of Akron, Adam P. Tolli, University of Akron, Another Look at the Relationship Between Self-Efficacy and Performance: The Moderating Effects of Performance Ambiguity

Richard P. DeShon, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Aaron M. Schmidt, University of Akron, Anthony S. Boyce, Michigan State University, Guihyun Park, Michigan State University, Effect of Velocity Feedback on Individual and Team Performance

Jaclyn M. Nowakowski, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Effects of Feedback Content on Goal-Directed Behavior and Self-Regulation

Christina Norris-Watts, APT, Inc, Paul E. Levy, University of Akron, Motivational Context Effects on Feedback-Seeking Behavior

Peter A. Heslin, Southern Methodist University, Don VandeWalle, Southern Methodist University, Self-Regulation Derailed: Implicit Person Theories and Feedback Seeking

Submitted by Jaclyn M. Nowakowski, nowako18@msu.edu

58. Practitioner Forum: Friday, 1:002:50   San Bernardino (Lobby Level)

Internal HR Client Satisfaction Surveys: Best Practices and Opportunities

Internal Human Resource Client Satisfaction Surveys are conducted by companies to measure the effectiveness of HR services and support provided to leaders and employees. A panel of four global companies and one nonprofit benchmarking firm will discuss best practices in the design and development, implementation, benchmarking, and action planning.

Michele L. Ehler, The Dow Chemical Company, Chair

Sara P. Weiner, IBM, Co-Chair

Sara P. Weiner, IBM, IBMs HR Client Satisfaction Survey: Design, Implementation, and Taking Action

Michele L. Ehler, The Dow Chemical Company, Human Resource Client Satisfaction Surveys: Challenges and Opportunities

Frederick M. Siem, Boeing Company, Jody Toquam-Hatten, Boeing Company, Design, Development, Delivery, and Deployment of HR Customer Satisfaction Surveys at Boeing

David Futrell, Eli Lilly & Company, Development and Implementation of a Global HR Effectiveness Survey

Michele L. Ehler, The Dow Chemical Company, How The Mayflower Group is Taking Action to Create Benchmarks for Human Resource Client Satisfaction Surveys

Submitted by Michele L. Ehler, Mehler@dow.com

59. Symposium: Friday, 1:302:50 San Jose (Level 2)

Elucidating This Thing Called Fit: Toward a Multidimensional Approach

Personenvironment fit is one of the most researched phenomena in I-O psychology. Current conceptualizations of fit as a multidimensional construct have facilitated the need for research to adopt a more complex and multifaceted approach. This symposium presents findings that provide further insights into the multidimensionality of fit and resultant outcomes.

Robert E. Ployhart, University of South Carolina, Chair

Crystal Michele Harold, George Mason University, Co-Chair

Jonathan C. Ziegert, University of Maryland, Karen Holcombe Ehrhart, San Diego State University, David M. Mayer, University of Maryland, Do Perceptions Mirror Reality? Examining Conceptualizations and Measurements of Fit

Brian R. Dineen, University of Kentucky, Raymond A. Noe, Ohio State University, Job Seeker Goal Orientation and the Relative Weighing of PO and DemandsAbilities Fit Perceptions in Making Application Decisions

Crystal Michele Harold, George Mason University, Lynn A. McFarland, Clemson University, Investigating PersonEnvironment Fit: The Role of Instrumental and Symbolic Factors

Michael Kennedy, University of North Texas, Joseph W. Huff, University of North Texas, Exploring the Conceptual Framework of Subjective Fit Perceptions

Benjamin Schneider, Personnel Research Associates, Inc., Discussant

Submitted by Crystal Michele Harold, charold@gmu.edu

60. Practitioner Forum: Friday, 1:302:50   Sacramento (Level 2)

Developing Leaders Via Action Learning: A Primer for I-O Psychologists

Imported from Europe, Action Learning is gaining popularity in the US as a powerful leadership development vehicle. Curiously, the I-O community has been slow to embrace the technique. This session features pioneers, practitioners, and organizational users who will explain Action Learning and both strategies and tactics for using it effectively.

Robert B. Kaiser, Kaplan DeVries Inc., Chair

Arthur M. Freedman, American University, Action Learning: What it is and Where it Fits inNow and in the Future

Michael J. Marquardt, George Washington University, Illustrating the Unique Role of the Action Learning Coach

H. Skipton Leonard, Personnel Decisions International, Cori Hill, Personnel Decisions International, Integrating Action Learning into Larger Leadership Development Initiatives

Frank Andracchi, Constellation Energy Group, Discussant

Submitted by Robert B. Kaiser, rkaiser@kaplandevries.com

61. Symposium: Friday, 1:302:50 Emerald Bay (Level 3)

Personnel Selection With Multiple Predictors: Issues and Frontiers

Combining cognitive and noncognitive predictors when making selection decisions is a widespread practice. We introduce 4 strategies for maximizing the advantages of this approach: targeted recruiting to reduce adverse impact, synthetic validity with the Big Five, validity-enhancing weighting schemes, and robust relative importance indices. Practical recommendations for multiple-predictor staffing are provided.

Daniel A. Newman, University of Maryland, Chair

Calvin C. Hoffman, Alliant International University, Co-Chair

Julie S. Lyon, University of Maryland, Daniel A. Newman, University of Maryland, Recruiting Solutions for Adverse Impact: Targeting Applicant Pool Characteristics

James M. LeBreton, Wayne State University, Lindsey Marie Young, Wayne State University, Robert T. Ladd, University of Tennessee, Effects of Specification Error on Estimates of Predictor Relative Importance

Boris Rashkovsky, Alliant International University, Calvin C. Hoffman, Alliant Interenational University, Extending the Job Component Validity Model to Include Personality Predictors

Cyrell Williams, Alliant International University, Daniel A. Newman, University of Maryland, When NOT to Use Unit Weighting: A Meta-Analytic Approach

Kevin R. Murphy, Pennsylvania State University, Discussant

Submitted by Daniel A. Newman, dan@psyc.umd.edu

62. Symposium: Friday, 1:302:50 Santa Anita A (Lobby Level)

Making the Right Impression: Impression Management in the Employment Interview

This symposium examines impression management (IM) use in the interview. The individual studies help increase our understanding of why IM tactics are used, who is most likely to use them, and how and why targets of IM are affected by their use.

Lynn A. McFarland, Clemson University, Chair

Kelly Delaney-Klinger, Michigan State University, Identification of a Desired Image in the Employment Interview Context

Krista L. Langkamer, George Mason University, Lynn A. McFarland, Clemson University, Personality and Situational Factors as Predictors of Impression Management Use

Helga Peeters, Ghent University, Filip Lievens, Ghent University, Interviewers Susceptibility to Impression Management Tactics in Structured Interviews

Patrick H. Raymark, Clemson University, Chad H. Van Iddekinge, HumRRO, Heather N. Odle-Dusseau, Clemson University, Jessica Bradley, Clemson University, Matthew Richard Millard, Clemson University, Lynn A. McFarland, Clemson University, Do Interviewee Impression Management Tactics Bias Interviewer Judgments?

K. Michele Kacmar, University of Alabama, Discussant

Submitted by Lynn A. McFarland, lmcfarl@clemson.edu

63. Practitioner Forum: Friday, 1:302:50   Santa Anita B (Lobby Level)

Hiring Safe Workers: Improving Job Safety Through Better Selection

There are over 4 million occupational injuries yearly in the United States, with associated costs of over $100 billion. Practitioners and researchers representing several organizations will share experiences of implementing selection systems that identify individuals less likely to be involved in accidents and more likely to be safe and effective.

Ann M. Quigley, Transportation Security Administration, Chair

P. Richard Jeanneret, Jeanneret & Associates, Inc., Co-Chair

Joyce C. Hogan, Hogan Assessment Systems, Personality Correlates of Occupational Accidents and Injuries

Dennis Doverspike, University of Akron, Lindsey Tomaszewski, Avatar Management Services, Predictors of Risk Aversive and Safety Behaviors for Professional Drivers

Mark H. Strong, Jeanneret & Associates, Inc., Using Bio-Data and Personality to Select Safe Employees

Submitted by Mark H. Strong, mhstrong@jeanneret.com

64. Practitioner Forum: Friday, 1:302:50   Santa Anita C (Lobby Level)

Linkage Research in the Real World: Lessons From the Field

Under the best conditions, linking employee, customer, and financial metrics is challenging. However, as Lundby, Fenlason, and Magnan (2001) noted in a summary of the steps in linkage research, the effort is justified. Practitioners first review the steps in an ideal situation, then discuss real-world cases, challenges, and recommended solutions.

Kyle Lundby, Gantz Wiley Research, Chair

Kyle Lundby, Gantz Wiley Research, Kerry R. Moechnig, Gantz Wiley Research, Linkage Research in the Ideal World Versus the Real World

Terrance W. Gaylord, Payless ShoeSource, Linkage Research at Payless: Challenges with Strategy and Field Support

Shon Magnan, GfK Custom Research, Inc., Michael Conklin, GfK Custom Research, Inc., Exploiting the Bayesian Revolution to Revolutionize Linking Research

Jack W. Wiley, Gantz Wiley Research, Bruce H. Campbell, Gantz Wiley Research, Small n Linkage Research

Submitted by Kyle Lundby, klundby@gantzwiley.com

65. Symposium: Friday, 1:302:50 Palos Verdes (Lobby Level)

Examining Invariance Using IRT: Applications and New Developments

This symposium focuses on the application and evaluation of a range of methods for examining item and person invariance in the context of organizational research. Each presentation illustrates a different approach, empirical findings, and how the technology can be used to advance the field of personnel testing and selection.

Oleksandr Chernyshenko, University of Canterbury, Chair

Paul J. Hanges, University of Maryland, Futoshi Yumoto, University of Maryland, Using LLTM Models to Assess Response Style and DTF in Cross-Cultural Research

Robert J. Harvey, Virginia Tech, Mark A. Wilson, North Carolina State University, Renee Hansen, Piedmont Natural Gas, Detecting CPI Faking in a Police Sample: A Cautionary Note

Steven S. Russell, PDRI, Michael J. Zickar, Bowling Green State University, Tony Dietrich, Bowling Green State University, Lauren Mock, Bowling Green State University, A Comparison of Differential Test Functioning Techniques for Organizational Research

Stephen Stark, University of South Florida, Oleksandr Chernyshenko, University of Canterbury, Fritz Drasgow, University of Illinois at Urbana-Champaign, Are CFA and IRT Equally Viable Methods for Detecting Biased Items? Toward a Unified Strategy for DIF Detection

Michael J. Zickar, Bowling Green State University, Discussant

Submitted by Oleksandr Chernyshenko, sasha.chernyshenko@canterbury.ac.nz

66. Symposium: Friday, 1:302:50   San Fernando (Lobby Level)

Then and Now: The Science and Practice of Simulation-Based Training

Much research has gone into simulation-based training in the past 2 decades; however, many unresolved issues still linger. This symposium will act to describe simulation-based training: its advantages/disadvantages, design issues, practical applications, and implications for future simulators and simulations. 

Janis A. Cannon-Bowers, University of Central Florida, Chair

Nic Bencaz, University of Central Florida, Co-Chair

Joan H. Johnston, Naval Air Warfare Center, Phillip M. Mangos, NAVAIR Orlando Training Systems Division, Current and Future Trends in Simulation-Based Training

Moshe Feldman, University of Central Florida, Florian G. Jentsch, University of Central Florida, Neal Finkelstein, U.S. Army Research, Development, and Engineering Command, Back to the Future: Physical Scale Models for Simulation-Based Training

Kimberly A. Smith-Jentsch, University of Central Florida, Janis A. Cannon-Bowers, University of Central Florida, Carlos Schmidt, NAVAI Orlando/UCF, Alicia Sanchez, Institute for Simulation and Training, Computer-Based Simulation to Support the Transition from Welfare-to-Work

Submitted by Nic Bencaz, nicbencaz23@hotmail.com

67. Symposium: Friday, 1:302:50 San Gabriel A (Lobby Level)

Best Practices in Making Virtual Teams That Work

As dispersed teams find an increasingly important role in organizations, communication via technology raises the complexity of team member interaction. In response to research findings that detect problems with virtual team efficiency, the present symposium addresses several key issues as well as training strategies that may enhance virtual team effectiveness.

Stephen J. Zaccaro, George Mason University, Chair

Zachary N. J. Horn, George Mason University, Co-Chair

Bryan Wiggins, George Mason University, Co-Chair

Bryan Wiggins, George Mason University, Zachary N. J. Horn, George Mason University, Explaining the Effects of Task Complexity in Computer-Mediated Communication Dynamics: A Meta-Analysis

Kara L. Orvis, Consortium of Universities/U.S. Army Research Institute, The Influence of Leadership and Member Diversity on Trust and Cohesion in Collocated and Dispersed Teams

Bryan Wiggins, George Mason University, Catherine D. Cramton, George Mason University, Communication Training: Its Impact on Dispersed Team Members Attributions and Performance

Andrea L. Rittman Lassiter, Minnesota State University, Applying Team Training Strategies to Dispersed Environments

Eduardo Salas, University of Central Florida, Discussant

Submitted by Zachary N. J. Horn, zhorn@gmu.edu

68. Practitioner Forum: Friday, 1:302:50  Beaudry A (Lobby Level)

The Art and Science of Creating an Exit Survey

Exit surveys and interviews are useful tools for identifying why talent is leaving and what might have kept them. There are many different approaches an organization can take to design and manage an exit survey process. This forum presents 3 case studies from organizations which adopted 3 very different approaches.

Stephen A. Dwight, Bristol-Myers Squibb, Chair

Jay R. Biles, Wachovia Human Resources, Richard Harding, Kenexa Technologies, Inc., Design and Implementation of an Integrated Exit Interview Process at Wachovia

Linda S. Leonard, Bristol-Myers Squibb Company, Stephen A. Dwight, Bristol-Myers Squibb, Leaving So Soon? Evolution of the Bristol-Myers Squibb Exit Survey Process

Linda S. Carr, Sun Microsystems, Using Six Sigma to Develop and Implement a Global Exit Survey

Submitted by Stephen A. Dwight, stephen.dwight@bms.com

69. Practitioner Forum: Friday, 1:302:50   Beaudry B (Lobby Level)

I-O or I, Robot? The Intersection of Science and Technology

Advances in technology have revolutionized the practice of I-O psychology and the implementation of our interventions. This forum will examine 4 practice areas (selection, performance appraisal, 360 feedback, and training) to discuss how technology had added value. In addition, panelists will discuss the implications of leaving decisions to the programmers.

Erica I. Desrosiers, PepsiCo, Chair

Dale S. Rose, 3D Group, 360-Degree Feedback Design Features: Can Do Versus Should Do

Nick C. Leonard, United Airlines, Learning Management Systems and Automation: Removing the Human from HR

Erica I. Desrosiers, PepsiCo, Leanne Buehler, DeCotiis Erhard, Automating Performance Appraisal: The Balance of Technology and Good Practice

Joel Quintela, Performance Assessment Network (pan), Assessment and Selection Technology: The Web is the Future

William H. Macey, Personnel Research Associates, Discussant

Submitted by Erica I. Desrosiers, erica.desrosiers@pepsi.com

70. Poster Session: Friday, 1:302:20 Pasadena (Lower Level)

Motivation, Decision Making

70-1. Effects of Cognitive Appraisal on Justice Judgments: USAsia Comparison

This study examined what cognitive appraisals are more likely to be used by Asians compared to U.S. Americans in making justice judgments and why. Based on 544 completed surveys, results provide some support for country as a moderator for the relationship between cognitive appraisals and justice perceptions.

Tae-Yeol Kim, City University of Hong Kong

Jeffrey R. Edwards, University of North Carolina

Submitted by Tae-Yeol Kim, bestkty@cityu.edu.hk

70-2. The Anchoring Effect in Performance Appraisals
A correlational study suggested that there is an anchoring effect of ones appraisal from a superior on the subsequent appraisals of ones subordinates. In a follow-up experiment, those who received hypothetical excellent feedback subsequently evaluated an employee significantly higher than did their colleagues who received hypothetical negative feedback.

Gary P. Latham, University of Toronto

Marie-Helene Budworth, University of Toronto

Submitted by Marie-Helene Budworth,  Budworth@rotman.utoronto.ca

70-3. Measuring General Self-Efficacy: A Comparison of Three Measures Using IRT

The psychometric properties of measures of general self-efficacy (GSE) have been continually criticized. This study examines the psychometric properties of three GSE measures using item response theory. Contrary to the criticisms, all three measures of GSE demonstrate acceptable psychometric properties. Implications for GSE research are discussed.

Charles A. Scherbaum, Baruch College, CUNY

Yochi Cohen-Charash, Baruch College, CUNY

Michael J. Kern, Baruch College, CUNY

Submitted by Charles A. Scherbaum, charles_scherbaum@baruch.cuny.edu

70-4. Considering Alternatives in Managerial Explanation Tasks

Attempts to reduce biases in explanation tasks often encourage individuals to sequentially consider alternatives, but individuals may fall victim to primacy effects. We present results from a laboratory study that addresses this issue through the logic of scenario planning.

Robert C. Litchfield, Washington & Jefferson College

Jinyan Fan, Hofstra University

Submitted by Robert C. Litchfield, rlitchfield@washjeff.edu

70-5. Attribute Diagnosticity, Choice Set Complexity, and the Decoy Effect

We investigate how attribute diagnosticity and choice set complexity influence the decoy effect. Results suggest that (a) decision makers prefer the option targeted according to the diagnosticity explanation and (b) set complexity can enhance or obscure the decoy effect depending on which dimension of set complexity is extended.

Silvia Bonaccio, Purdue University

Charlie L. Reeve, University of North Carolina-Charlotte

Submitted by Silvia Bonaccio, silvia@psych.purdue.edu

70-6. Pay Compression and Pay Dispersion: An Application of Equity Theory

Equity theory explained how pay compression, pay with few differences among employees, pay dispersion, and pay with large differences affected employees. Com-pression had negative effects; dispersion had mixed effects. With high pay and/or the ability to move up the pay scale, compression had little effect and dispersion had positive effects.

James E. Martin, Wayne State University

April M. Boyce, Wayne State University

Submitted by April M. Boyce, April.Boyce@wayne.edu

70-7. Whistleblowing in Organizations: Can We Predict Actions From Intentions?

We employed meta-analysis to examine the predictors and correlates of whistleblowing on organizational wrongdoing. Whistleblowing data is often gathered from individuals who have not actually blown the whistle but intend to do so. We assessed the feasibility of drawing conclusions about the whistleblowing process using intentions rather than actions.

Jessica R. Mesmer-Magnus, Florida International University

Chockalingam Viswesvaran, Florida International University

Submitted by Jessica R. Mesmer-Magnus, jessica.mesmer@fiu.edu

70-8. Retesting the Shape-of-Voice Value Function

This 9-country study focuses on the value of employee voice in workplace decision making. Findings demonstrate that the value of voice relates to a neutral reference point. Initial voice increments away from this reference point have a strong impact on fairness, while later increments produce more marginal effects.

Jaewon Ko, University of Arizona

Layne Paddock, University of Arizona

Kees Van den Bos, Utrecht University

Gary J. Greguras, Singapore Management University

Kidok Nam, Korea Military Academy

Assaad El Akremi, ISG Tunis & LIRHE Toulouse

Julie Camerman, Universite Catholique de Louvain

Carolina Moliner, University Miguel Hernandez

Antonio Mladinic, Pontifical Catholic University of Chile

Kjell Tornblom, University of Skovde

Jessica Bagger, University of Arizona

Russell S. Cropanzano, University of Arizona

Submitted by Jaewon Ko, jaeko@email.arizona.edu

70-9. The Effects of Interdependence and Fairness on Justice Climate Emergence

This study explores the influences of team interdependence and fair treatment on referent choice and justice climate strength. The results showed that interdependent teams were more likely to make intergroup justice comparisons and that group identification partially mediated this relationship. Interdependent teams were also found to have stronger justice climates.

Quinetta M. Roberson, Cornell University

Submitted by Quinetta M. Roberson, qmr3@cornell.edu

70-10. Dampening the Impact of Justice Outcomes and Procedures on Self-Esteem

Research has shown that interactions between procedural fairness and outcome favorability affect self-esteem. This study explored whether explanations and self-concept clarity dampen the potentially negative effects of fairness perceptions on state self-esteem. Evidence was found that self-concept clarity dampened, while explanations augmented the effects of justice perceptions on state self-esteem.

Beth A. Grefe, University of Akron

Venette Koumbis, University of Akron

Paul E. Levy, University of Akron

Submitted by Beth A. Grefe, bag11@uakron.edu

70-11. Test of a Process Model of Emotional Conflict in Groups

A causal model of antecedents and consequences of emotional conflict in groups was tested. Results supported the hypothesized effect of group personality tendency as an antecedent of emotional conflict and reductions in contextual performance as a consequence of emotional conflict. Implications of the findings for group effectiveness research are discussed.

Otmar E. Varela, Nicholls State University

Michael J. Burke, Tulane University

Submitted by Otmar E. Varela, otmar.varela@nicholls.edu

70-12. The Role of Action-State Orientation in Goal-Setting Processes

The present study examined how Kuhls (1986) construct of action-state orientation (ASO) impacts processes related to goal setting and dynamic self-regulation in individuals completing a cognitive task. The results indicated that ASO moderated both the relationship between goals and performance and the relationship between goal attainment and goal revision.

John J. Donovan, Virginia Tech

Kristina A. Meacham, Virginia Tech

Trevor G. Byrd, Virginia Tech

Submitted by John J. Donovan, donovan@vt.edu

70-13. Justice Perceptions, Adjustment, and Turnover of United States-Based Expatriates

Distributive, procedural, and interpersonal justice moderated relationships between general adjustment and expatriates turnover intentions. Exploratory mediational analyses suggested satisfaction partially mediates relationships between distributive, procedural, and interpersonal justice variables and turnover intentions. Satisfaction also partially mediated relationships between adjustment (work and interaction) and turnover intentions.

Brian Siers, Central Michigan University

Submitted by Brian Siers, photograph@rocketmail.com

70-14. Trust as a Mediator Between Justice and Commitment in Acquisitions

We examined the relationships among distributive, procedural, interpersonal, and informational fairness, trust, instrumental evaluations, and organizational commitment in 22 European mergers and acquisitions. Our results show that trust is a strong mediator of the relationship between organizational justice and organizational commitment.

Ruth Klendauer, University of Lueneburg

Juergen Deller, University of Applied Sciences, Lueneburg

Submitted by Ruth Klendauer, klendauer@aol.com

70-15. Beneficial and Detrimental Effects of Goal Attainment and Goal Disengagement

This studys findings show that work goal efficacy and controllability influence the relationship between goal attainment/goal disengagement on the one hand and nurses job satisfaction, work stress, and emotional exhaustion on the other. Goal attainment and goal disengagement had either beneficial or detrimental effects on well-being depending on goal appraisals.

Georgia Pomaki, University of British Columbia

Stan Maes, Leiden University

Submitted by Georgia Pomaki, gpomaki@psych.ubc.ca

70-16. Reconceptualizing Creativity Through an Exploration/Exploitation Framework

We argue for two distinct types of creativity. We find that exploratory creativity is more strongly related to internal sources of motivation (intrinsic motivation, self-efficacy), whereas exploitative creativity is more strongly related to an external source of motivation (supportive supervision). Mixed results were found for extrinsic rewards.

Neta Moye, Vanderbilt University

Lucy L. Gilson, University of Connecticut

Jill E. Perry-Smith, Emory University

Submitted by Neta Moye, neta.moye@owen.vanderbilt.edu

70-17. The Impact of Goal Orientations on Challenge Seeking

This study was conducted to determine to what extent goal orientations could predict choice of difficulty level under conditions that focused on testing or learning. In general, both mastery and performance-approach orientations were positively associated with challenge seeking, whereas a performance-avoidance orientation was negatively associated with choice of difficulty.

Carolyn M. Jagacinski, Purdue University

Shamala Kumar, Purdue University

Irini Kokkinou, Purdue University

Submitted by Carolyn M. Jagacinski, jag@psych.purdue.edu

70-18. Self-Deception, Intrinsic and Extrinsic Self-Regulatory Dispositions, and Learning Performance

In a higher order structural model (n = 429), self-deception was positively related to intrinsic self-regulatory disposition (β = .48) and negatively related to extrinsic self-regulatory disposition (β = .24). Self-deception (β = .27), extrinsic (β = .18), and intrinsic (β = .13) self-regulatory dispositions predicted learning performance.

Robert R. Hirschfeld, University of Georgia

Chris H. Thomas, University of Georgia

D. Brian McNatt, University of Georgia

Submitted by Chris H. Thomas, chthomas@uga.edu

70-19. Confirmed Expectations, Fairness, and Emotional Reactions: Testing the Egoism Hypothesis

We determined which was more appropriate for predicting reactions to exceeded, confirmed, and disappointed expectations, the matching or egoism hypothesis. Results from 329 participants supported the egoism hypothesis. Participants rated general fairness, positive affect, and distributive justice higher, and negative affect lower when they scored higher than expected on exams.

Tasha L. Eurich, Colorado State University

Brandy M. Eldridge, Colorado State University

Zinta S. Byrne, Colorado State University

Submitted by Tasha L. Eurich, teurich@lamar.colostate.edu

70-20. Manipulating Self-Efficacy Through Enacted Mastery: More Negative Effects on Motivation

Study continues a line of research examining a discontinuous model between self-efficacy and resource allocation. Self-efficacy was manipulated via enacted mastery. Enacted mastery was negatively related to resources allocated and interacted with a difficulty manipulation of self-efficacy such that the sign of the relationship depended on level of difficulty.

Kristen M. More, Ohio University

Ryan J. Yoder, Ohio University

Jeffrey B. Vancouver, Ohio University

Submitted by Jeffrey B. Vancouver, vancouve@ohio.edu

70-21. Hope and Task Performance: A Test of Process Model

This study represents the first attempt to explain the process by which hope transmits its effects on individual performance and suggests that hope as a motivational construct should be given more weight in organizational settings. Using an experimental design, we examine the relationships between hope, goal orientation, and task performance.

Suzanne J. Peterson, Miami University

Megan W. Gerhardt, Miami University

Joseph Rode, Miami University

Submitted by Suzanne J. Peterson, peterssj@muohio.edu

70-22. Importance of Demographic Predictors in a Retirement Planning Decision Task

The relative importance of various demographic predictors related to retirement planning was examined, as well as the relationship between psychological variables and the decisions. Results suggest that younger and older adults use information differently when making investment decisions. Implications for workers, future research, and application are discussed.

Guyla D. Davis, Bowling Green State University

Yiwei Chen, Bowling Green State University

Submitted by Mo Wang, wangmo@bgnet.bgsu.edu

70-23. Self- and Peer-Rater Agreement of Counterproductive Performance

This study investigated agreement between self- and peer-ratings of counterproductive performance (n = 283). The degree of variance in self- and peer reports of counterproductive performance depends on the correlation between rater and ratee conscientiousness, values toward integrity, and actual counterproductive behavior. Implications of these findings for research and practice are discussed.

Sara L. Mann, University of Toronto

Marie-Helene Budworth, University of Toronto

Submitted by Sara L. Mann, smann@rotman.utoronto.ca

70-24. The Impact of Goal Conflict Strategies on Performance and Stress

This study examines how different strategies for dealing with goal conflict, namely integration and prioritization, impact performance and stress. Time pressure and action-state orientation were explored as potential moderators. Results indicated that the strategy used had a significant impact on participants stress level. Action-state orientation emerged as a moderator.

Mano Ramakrishnan, University of Akron/O.E. Strategies

Beth A. Grefe, University of Akron

Robert G. Lord, University of Akron

Submitted by Mano Ramakrishnan, mr_akron@yahoo.com

70-25. Exploring the Differences Between Promotion- and Prevention-Focused Employees

Regulatory focus theory was applied in a work setting. Promotion focus was found to predict positive work attitudes, intentions, and self-reported behaviors, while prevention focus predicted weaker intentions and difficulties in maintaining task focus. The unique contribution of regulatory focus theory to work motivation research and its potential applications are discussed.

Ernest S. Park, North Dakota State University

Verlin B. Hinsz, North Dakota State University

Gary S. Nickell, Minnesota State University-Moorhead

Submitted by Verlin B. Hinsz, Verlin.Hinsz@ndsu.nodak.edu

70-26. The Relationship of Motivational Traits With Counterproductive Work Behaviors 

Relationships between motivational traits and counterproductive work behaviors (CWB) were examined. Results showed that achievement-oriented approach motivation was negatively related to CWB and avoidance motivation was positively related to CWB. In addition, a more general measure of approach motivation (Behavioral Activation System) was positively related to CWB.

James M. Diefendorff, University of Colorado-Denver

Kajal R. Mehta, Booz Allen Hamilton, Inc.

Submitted by James M. Diefendorff, james.diefendorff@cudenver.edu

70-27. Motivation Systems, Affective Dispositions, and Information Processing: A Mediated Model

We developed and tested a framework that describes existing relationships among motivation systems, personality, affect, and information accessibility. Results of this study indicate that the effects of physiologically based motivation systems on information processing are mediated by affective dispositions, which are comprised of personality traits and trait affect. 

Christopher C. Rosen, University of Akron 

Chu-Hsiang Chang, University of Akron

Russell E. Johnson, University of Akron 

Laura Begue, Kent State University

Submitted by Christopher C. Rosen, ccr3uakron@hotmail.com

70-28. Emotion in the Negotiation Process: A Model

The present paper describes the formation of a new model of emotions in the negotiation process. This model discusses the impact of emotions at multiple stages in the negotiation process, including the decision to negotiate, the negotiations themselves, and the outcome of the negotiations.

Shannon Webb, PSI

Elizabeth M. Lentz, University of South Florida

Submitted by Shannon Webb, webbs@mail.usf.edu

70-29. Within-Person Self-Efficacy and Performance: Further Evidence for a Positive Relationship

The present study revisited the current debate on the relationship between self-efficacy, goals, and performance using a novel puzzle-performance task. The results indicate that self-efficacy and goals are positively related to subsequent performance at the within-person level of analysis when using a performance task where knowledge transfer is possible.

Yvette Quintela, Virginia Tech

Leifur Geir Hafsteinsson, Reykjavik University

B. Tyson Breland, Marriott International

Submitted by Yvette Quintela, yquintel@vt.edu

70-30. Fairness Perceptions of Developers and Survivors of Restructuring

The effectiveness of organizational interventions is typically evaluated using changes in mean levels. However, Golembiewski, Billingsley, and Yeager (1976) proposed the existence of 3 types of change: alpha, beta, and gamma. This paper applies the tripartite conceptualization of change to the evaluation of fairness in the context of workplace restructuring.

Kelly Sorensen, University of Georgia

Thomas Ng, University of Georgia

Submitted by Kelly Sorensen, kelsoren@arches.uga.edu

71. Community of Interests: Friday, 1:302:20   Pasadena (Lower Level)

Graduate Education

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

72. Interactive Posters: Friday, 1:302:20  Los Feliz (Lobby Level)

Internet-Based Measurement

72-1. Equivalence of Online and Traditional Five-Factor Model Measure

This study evaluates the measurement invariance of Web-based and traditional paper-and-pencil forms of a FFM personality measure. In general, results from both CFA and IRT analyses indicated that the measure is invariant at the scale level. IRT analyses reveal a number of individual items that function differentially across testing modality.

D. Matthew Trippe, Virginia Tech

Submitted by D. Matthew Trippe, dtrippe@vt.edu

72-2. Administering Online Testing: A Benchmarking Study

The purpose of this study was to determine how companies implement and administer online testing. Representatives from 80 organizations provided information regarding their testing procedures, including planning, administration, communication, and security. The results of this study provide a review of how companies implement online testing into their hiring systems.

Sarah S. Fallaw, Qwiz, Inc.

Corey S. Munoz, University of Georgia

Craig R. Dawson, Qwiz, Inc.

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

72-3. An Investigation of Applicant Reactions to Internet-Based Selection Procedures

This study examined the potential for disparate impact resulting from Web-based selection systems and suggested that sole reliance on the Internet to deliver the entire selection process could result in decreased minority applicant representation. Evidence of the benefits of computer training was also examined and found.

Lilly Lin, Bowling Green State University

Milton Hakel, Bowling Green State University

Submitted by Lilly Lin, lflin@bgnet.bgsu.edu

72-4. Withholding Participation in Web-Based Surveys: Attitudes, Nonresponse, and Data Representativeness

Results from a field study of military and civilian workers revealed that a substantial proportion of those examined offline did not feel comfortable taking Web-based employee surveys. Although these aversions to Web-based surveys predicted nonresponse, they did not taint the representativeness of the data that was ultimately collected online.

Lori Foster Thompson, North Carolina State University

Eric A. Surface, Surface, Ward & Associates

Submitted by Lori Foster Thompson, lfthompson@ncsu.edu

73. Practitioner Forum: Friday, 2:002:50  San Francisco (Level 2)

Legal and Data Security Issues Affecting Internet-Based Selection Methods

The Internet has fueled tremendous growth in the use of psychometric assessment tools to select job candidates. These tools and the data they create are coming under increasing public scrutiny. This session explores legal and data security issues affecting use of Internet-based selection tools in the US and abroad.

Steven T. Hunt, Unicru, Inc., Chair

Michael M. Harris, University of Missouri-St. Louis, Co-Chair

Steven T. Hunt, Unicru, Inc., Jerry Adamowicz, Unicru Inc., David J. Scarborough, Unicru, Inc., Research Opportunities and Data Security Challenges Associated with Closed Loop Validation of Online Staffing Assessments Using Streaming Post-Hire Performance Criteria

Dave Bartram, SHL Group PLC, Legal Issues Affecting Internet Recruitment in Europe: The Impact of Data Protection Legislation

Michael M. Harris, University of Missouri-St. Louis, Nathan J. Mondragon, Taleo, Disparate Impact and Internet Recruitment and Assessment Systems

Charles A. Handler, rocket-hire.com, Establishing Job Relevance of Selection Tools in an Open Internet Testing Environment

Submitted by Steven T. Hunt, shunt@unicru.com

74. Practitioner Forum: Friday, 2:002:50   Avalon (Level 3)

Using Technology to Drive Selection Efficiency and Effectiveness

Increasingly, organizations use technology to accomplish industrial psychology objectives (e.g., testing, interviewing, training) once completed by manual methods. Catalysts for technology implementations include downsizing, outsourcing, and globalization. Practitioners from 3 companies share their insights about using technology to increase both organizational efficiency and effectiveness.

Ken Lahti, ePredix, Chair

Angela M. Sternburgh, Bank of America, Utilizing Technology to Increase the Effectiveness of Interviewing Practices After Outsourcing

Michael Vacchiano, Luxottica Retail, Increasing Hiring Efficiency by Using Telephone-Based Assessment

Jana Fallon, American Express, Using Technology to Enhance the Efficiency of Selection Practices Across the Globe

Tara J. Dresen, ePredix, Inc, Discussant

Submitted by Ken Lahti, ken.lahti@epredix.com

Coffee Break   Friday, 3:003:30   Multiple Locations

75. Symposium: Friday, 3:305:20   San Jose (Level 2)

Leader Development Theory and Research in the United States Army

The U.S. Army is facing a number of complex challenges that require different approaches to leader development. In particular, these challenges require accelerated leader development across all organizational levels. This symposium will report on several projects designed to influence both research and practice related to Army leader development.

David V. Day, Pennsylvania State University, Chair

Stanley M. Halpin, U.S. Army Research Institute, Co-Chair

David V. Day, Pennsylvania State University, Michelle M. Harrison, Pennsylvania State University, An Integrative Theory of Army Leader Development

Jon J. Fallesen, Center for Army Leadership, Rebecca J. Reichard, U.S. Army Research Institute, Leadership Competencies: Building a Foundation for Army Leader Development

Daniel J. Watola, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Leader Competencies for Developing Adaptive Teams

C. Shawn Burke, University of Central Florida, Gerald F. Goodwin, U.S. Army Research Institute, Eduardo Salas, University of Central Florida, Stanley M. Halpin, U.S. Army Research Institute, Army Leaders in Teams: Knowns, Unknowns, and a Map for the Future

Stephen J. Zaccaro, George Mason University, Zachary N. J. Horn, George Mason University, Meredith L. Cracraft, George Mason University, Gabrielle M. Wood, George Mason University, Krista L. Langkamer, George Mason University, Justin Lebiecki, George Mason University, Beth Kikta, George Mason University, Characteristics of Developmental Work Experiences and Their Connections to Leader Adaptability Attributes

Robert G. Lord, University of Akron, Discussant

Submitted by David V. Day, dvd1@psu.edu

76. Symposium: Friday, 3:305:20   San Francisco (Level 2)

The Views of Lawyers and Judges on I-O Expert Testimony

I-O psychologists are playing more visible roles in employment discrimination litigation. Standards have been adopted by the courts to determine what testimony will be permitted. Judges and lawyers apply these standards, resulting in scrutiny of I-O testimony. This symposium will present the views of judges and lawyers regarding such testimony.

Frank J. Landy, SHL, i

George C. Thornton, Colorado State University, Industrial and Organizational Psychologists as Expert Witnesses: Impacting Employment Discrimination Litigation Post Daubert

Frank J. Landy, SHL, Observations of Federal Judges on I-O Psychologists as Expert Witnesses

David Copus, Ogletree Deakins, Expert Testimony by Psychologists in Employment Cases: The Curious History of Stereotyping

Paul W. Grimm, U.S. Courts, The Judicial View of Expert Testimony

Barbara A. Gutek, University of Arizona, Discussant

Submitted by Frank J. Landy, Frank.Landy@shlgroup.com

77. Symposium: Friday, 3:304:50 Sacramento (Level 2)

Predicting Diversity-Related Outcomes: Examining the Roles of Justice

Although closely related, little research has integrated our knowledge of workplace diversity with that of organizational justice/fairness. This symposium presents 4 papers exploring the relationship between various conceptions of justice and a set of outcomes related to organizational diversity (discrimination claim filing, attitudes toward affirmative action, and reward allocation decisions).

Lori Anderson Snyder, University of Oklahoma, Chair

Mark J. Schmit, SHL USA, Inc., Barry M. Goldman, University of Arizona, Jerel E. Slaughter, University of Arizona, Jack W. Wiley, Gantz Wiley Research, Scott M. Brooks, Gantz Wiley Research, Relationship of Organizational Fairness and Intent to File Discrimination Charges

Edward George Bitzer, Colorado State University, Lori Anderson Snyder, University of Oklahoma, George C. Thornton, Colorado State University, Discrimination Claim Filing: The Roles of Procedural Injustice and Supervisor/Administration Support of Diversity

Aparna Joshi, University of Illinois at Urbana-Champaign, Deborah E. Rupp, University of Illinois at Urbana-Champaign, R. Stephen Smith, George Washington University, The Effects of Demographic and Justice Orientation Dissimilarity on Reward Allocation Behavior

Sarah DeArmond, Colorado State University, Does Treatment by Supervisors Affect Attitudes Toward Diversity Enhancement Activities?

Barry M. Goldman, University of Arizona, Discussant

Submitted by Lori Anderson Snyder, lsnyder@psychology.ou.edu

78. Symposium: Friday, 3:305:20 Avalon (Level 3)

New Directions in Research on Structured Interview Validity

This symposium will provide new evidence concerning the construct- and criterion-related validity of structured selection interviews. Presenters will discuss research results based on primary and meta-analytic studies, conducted in experimental and applied settings, using data from American and European samples. Two discussants will highlight the theoretical and applied implications.

Ute-Christine Klehe, University of Zurich, Chair

Chad H. Van Iddekinge, HumRRO, Co-Chair

Allen I. Huffcutt, Bradley University, Piers Steel, University of Calgary, Assessing the Stability of Employment Interview Meta-Analytic Research

Chad H. Van Iddekinge, HumRRO, Philip L. Roth, Clemson University, Christopher E. Sager, HumRRO, Tonia S. Heffner, U.S. Army Research Institute, A Construct-Oriented Investigation of a Structured Employment Interview

Klaus Melchers, University of Zurich, Ute-Christine Klehe, University of Zurich, Gerald Richter, Chiron Vaccines, Martin Kleinmann, University of Zurich, Cornelius Koenig, University of Zurich, Identification of Evaluation Criteria and Interview Performance and Construct Validity

Cornelius Koenig, University of Zurich, Ute-Christine Klehe, University of Zurich, Gerald Richter, Chiron Vaccines, Martin Kleinmann, University of Zurich, Klaus Melchers, University of Zurich, Transparency in Structured Interviews: Consequences for Construct- and Criterion-Related Validity

Robert L. Dipboye, University of Central Florida, Discussant

Jerard F. Kehoe, Selection & Assessment Consulting, Discussant

Submitted by Chad H. Van Iddekinge, cvaniddekinge@humrro.org

79. Practitioner Forum: Friday, 3:304:50  Emerald Bay (Level 3)

HR Technology ApplicationsNow and Tomorrow

Practitioners representing diverse perspectives will present case studies and research illustrating how rapid advances in technology and the changing world of work have spurred innovations in the application of HR systems, along with key challenges that I-O practitioners face now and will face in future research and practice.

John A. Weiner, Psychological Services, Inc., Chair

Julie Anne Caplinger, Jeanneret & Associates, Inc., Mark H. Strong, Jeanneret & Associates, Inc., Technological Solutions for Role-Based Human Resource Systems

Lisa A. Malley, DDI, R. Jason Weiss, DDI, Web-Delivered AssessmentAn Innovative Enhancement for Traditional Assessment Centers

Jamie Madigan, San Diego Gas & Electric, David C. Morris, San Diego Gas & Electric, Steven D. Ashworth, San Diego Gas & Electric, Developing an Offline Testing System That Still Benefits from Information Technology

David N. Dickter, PSI, Technology as an Aid to Self-Service in Selection

Submitted by John A. Weiner, john@psionline.com

80. Symposium: Friday, 3:305:20 Santa Anita A (Lobby Level)

The Anatomy of Revenge: Recent Theoretical and Empirical Advances

Although the ubiquity of revenge in the workplace is well documented, its antecedents, moderators, and consequences have received little attention. This symposium will address recent theoretical and empirical advances in the study of revenge, ranging from revenge triggers, individual and organizational consequences of revenge, and numerous situational moderators.

Michele J. Gelfand, University of Maryland, Chair

Gary Shteynberg, University of Maryland, Co-Chair

David A. Jones, University of Vermont, Workplace Revenge: A Calculated Response to Mistreatment

Stefan Thau, University of Groningen, Karl Aquino, University of Delaware, Rafael Wittek, University of Groningen, The Interplay of Formal and Informal Power on Workplace Revenge

Michelle K. Duffy, University of Kentucky, Jason D Shaw, University of Kentucky, John Schaubroeck, Drexel University, Envy, Self-Esteem, and Work-place Outcomes: Getting Sick or Getting Even?

Gary Shteynberg, University of Maryland, Michele J. Gelfand, University of Maryland, The Anatomy of Workplace Revenge: The Role of Cultured Self-Construals

Theresa M. Glomb, University of Minnesota, Predicting Workplace Aggression: Reciprocal Aggression, Organizational and Individual Antecedents

Deborah E. Rupp, University of Illinois at Urbana-Champaign, Discussant

Submitted by Gary Shteynberg, gshteynberg@psyc.umd.edu

81. Practitioner Forum: Friday, 3:304:50   Santa Anita B (Lobby Level)

Linkage Research: Communication Strategies for Obtaining Management Buy-In and Action

Finding stable, interesting relationships between employee opinions, customer satisfaction, and business performance is hard enough. Then what? Usefulness as an intervention demands linkage research be compelling to management. Presenters from academic, corporate, and consulting positions will share examples of strategies used to obtain management buy-in and promote action.

Scott M. Brooks, Gantz Wiley Research, Chair

Scott M. Brooks, Gantz Wiley Research, Linkage Illustrations: A Little Analysis, A Lot of Impact

Daniel V. Lezotte, Illinois Institute of Technology, Mark Frankel, Bridgestone/Firestone, Inc., Turning Linkage Research Results Into Action: A Case Study

Michael J. Howard, Harrahs Entertainment, Virginia Bryant Whelan, Harrahs Entertainment, John P. Hausknecht, DePaul University, Driving Organizational Improvement Through Linkage Research

Joe Colihan, IBM, A Leap of Faith: Using Linkage Research as a Foundation for Delivering Climate Assessments

Submitted by Scott M. Brooks, Sbrooks@gantzwiley.com

82. Symposium: Friday, 3:304:50 Santa Anita C (Lobby Level)

Recent Developments in the Detection of Mediator and Moderator Variables

Controversies surrounding the detection of mediator variables and moderator variables are considered. We cover tests of moderation using (a) a contrast-based procedure, and (b) latent growth modeling techniques. In addition, we cover mediation tests (a) using hierarchical multiple regression and (b) based upon data from nonexperimental research.

John R. Hollenbeck, Michigan State University, Chair

Eugene F. Stone-Romero, University of Central Florida, Patrick J. Rosopa, University of Central Florida, Problems With a Contrast-Based Procedure for Testing Ordinal Interactions

Charles E. Lance, University of Georgia, Exogenous Effects on Latent Change Variables Are Moderators in Disguise

Lawrence R. James, Georgia Tech, Use of Separate Tests for Complete and Partial Mediation

Eugene F. Stone-Romero, University of Central Florida, Patrick J. Rosopa, University of Central Florida, Problems With Tests of Mediation Using Data From Nonexperimental Research

Nambury S. Raju, Illinois Institute of Technology, Discussant

Submitted by Eugene F. Stone-Romero, roughrock@bellsouth.net

83. Symposium: Friday, 3:304:50 Palos Verdes (Lobby Level)

Innovations in Computerized Assessment: Research on Practical Issues

This symposium presents empirical research to address practical issues utilizing innovative computerized assessment. Concerns and implementation issues with assessment administration modes (Web vs. phone), measurement equivalence across proctored versus unproctored testing, experience sampling using handheld computer, and scoring simulations of a new item type in a computerized testing are addressed.

Fritz Drasgow, University of Illinois at Urbana-Champaign, Chair

William Shepherd, PsyMax Solutions, Chet Robie, Wilfrid Laurier University, Equivalence of Tests Administered on Computer Versus Interactive Voice Response (IVR)

Ben-Roy Do, University of Illinois at Urbana-Champaign, William Shepherd, PsyMax Solutions, Fritz Drasgow, University of Illinois at Urbana-Champaign, Measurement Equivalence Across Proctored Versus Unproctored Testing With Job Incumbents

Daniel J. Beal, Rice University, Howard M. Weiss, Purdue University, Using the Purdue Momentary Assessment Tool in Organizational Research

Krista D. Mattern, University of Illinois at Urbana-Champaign, Fritz Drasgow, University of Illinois at Urbana-Champaign, Issues With Innovative Assessment: Scoring Simulations

Julie B. Olson-Buchanan, California State University-Fresno, Discussant

Submitted by Ben-Roy Do, benroydo@uiuc.edu

84. Symposium: Friday, 3:305:20    San Fernando (Lobby Level)

Cognitive, Affective, and Social Influences on Work Withdrawal

This symposium will take a broad view in examining the psychological processes underlying employee withdrawal from work. Addressing absenteeism, tardiness, and turnover, 5 presentations based on empirical studies will outline several cognitive, affective, and social processes that influence withdrawal behaviors. Methodological issues affecting withdrawal research will also be discussed.

Frederick P. Morgeson, Michigan State University, Chair

Michael Johnson, Michigan State University, Co-Chair

Michael Johnson, Michigan State University, Adam Stetzer, Nucleus Technologies, Deborah Ladd, Nucleus Solutions, Frederick P. Morgeson, Michigan State University, Blame It on the Family: Effects of an Organizational Intervention on Casual and FMLA Absence

Carl P. Maertz, Jr., Saint Louis University, Rodger W. Griffeth, University of New Orleans, Nathanael S. Campbell, Mississippi State University, The Interactive Effects of POS and PSS on Turnover Behavior

David E. Ostberg, Unicru, Inc., Donald M. Truxillo, Portland State University, Talya N. Bauer, Portland State University, The Effects of Personality and Biodata on Job Tenure and Performance of Hourly Retail Sports Customer Service Representatives

Orly Shapira-Lapinsky, University of Haifa, Zehava Rosenblatt, University of Haifa, Organizational Ethics as Predictors of Work Absence and Lateness: Gender Differences

Wendy Darr, Concordia University, Gary W. Johns, Concordia University, Stress and Absenteeism: A Meta-Analytic Research Synthesis

Joseph J. Martocchio, University of Illinois at Urbana-Champaign, Discussant

Submitted by Michael Johnson, john1781@msu.edu

85. Symposium: Friday, 3:305:20  San Gabriel A (Lobby Level)

Credibility Assessment: New Approaches to an Old Problem

Assessing credibility and deception in organizations continues to be a difficult problem. The papers in this symposium focus on how verbal statements can reveal something about credibility and how individual differences in verbal deception processes and features of communication media and interactions influence our ability to detect deceit.

Mary Shane Connelly, University of Oklahoma, Chair

Andrew Ryan, DoD-PI, Co-Chair

Mary Shane Connelly, University of Oklahoma, Matthew T. Allen, University of Oklahoma, Vykinta Kligyte, University of Oklahoma, Gregory A. Ruark, University of Oklahoma, Ethan P. Waples, University of Oklahoma, Michael D. Mumford, University of Oklahoma, Examining a Process Model of Verbal Deception Using a Think Aloud Protocol

Ethan P. Waples, University of Oklahoma, Vykinta Kligyte, University of Oklahoma, Gregory A. Ruark, University of Oklahoma, Matthew T. Allen, University of Oklahoma, Mary Shane Connelly, University of Oklahoma, Michael D. Mumford, University of Oklahoma, Verbal Analysis and Credibility Assessment: Transcribed Versus Videotaped Statements

Judee Burgoon, University of Arizona, Karl Wiers, University of Arizona, Christopher Diller, University of Arizona, Joel Helquist, University of Arizona, Tiantian Qin, University of Arizona, John Peter Blair, University of Texas at San Antonio, Doug Twitchell, University of Arizona, Detecting Deception Via Text and Nonverbal Analysis

Judee Burgoon, University of Arizona, Fang Chen, University of Manitoba, Testing the Interactivity Principle: Effects of Mediation, Proximity, and Synchronicity on Communication, Credibility, and Decision Quality in Deceptive Computer-Mediated Interactions

Michael D. Mumford, University of Oklahoma, Discussant

Submitted by Mary Shane Connelly, sconnelly@ou.edu

86. Roundtable: Friday, 3:304:20   San Gabriel B (Lobby Level)

Making Mergers and Acquisitions Work: A Twenty-Year Perspective

Mergers and acquisitions (M&A) are frequently occurring events in business today. This roundtable will review the various ways in which I-O psychologists have contributed to M&A management over the past 20 years and engage audience members in determining how M&A can be better managed in the next 20 years.

Mitchell L. Marks, JoiningForces.org, Host

Philip H. Mirvis, Self-employed, Co-Host

Submitted by Mitchell L. Marks, mitchlm@aol.com

87. Master Tutorial: Friday, 3:305:20 San Gabriel C (Lobby Level)

Two CE Credits Available for Attending!  Register at the Session

Coaching Leaders Around Critical Choices

Leaders today face a number of critical choices with significant implications for profitability, ethics, employee well-being, and even long-term organizational success. This session outlines distinctive ways that executive coaches can apply psychological theory and research to help leaders make better decisions as they face increasingly complex and ambiguous situations.

David B. Peterson, Personnel Decisions International, Presenter

Marc B. Sokol, Personnel Decisions International, Presenter

Submitted by David B. Peterson,  david.peterson@personneldecisions.com

88. Practitioner Forum: Friday, 3:304:50  San Pedro (Lobby Level)

Wal-Mart, Costco, and UPS: I-O Psychology and Class-Certification Lawsuits

Wal-Mart, Costco, and UPS are companies that have recently been involved in class action discrimination cases. We review issues in this regard where I-O psychologists may be called upon to render an opinion, including statistics, compensation discrimination, stereotyping, and subjective decision making. Implications for practitioners are addressed as well.

Michael M. Harris, University of Missouri-St. Louis, Chair

Lisa Grant Harpe, Peopleclick, Statistical Support for Class Certification

Wayne F. Cascio, University of Colorado, Analyzing Compensation Practices for Class Certification

Kevin R. Murphy, Pennsylvania State University, Subjective Decision Making

Michael M. Harris, University of Missouri-St. Louis, Stereotyping and Class Certification

Submitted by Michael M. Harris, mharris@umsl.edu

89. Education Forum: Friday, 3:305:20 Santa Barbara A (Lobby Level)

The Evolution of Applying Technology to Teaching: Chalkboard to PowerPoint

Technology has been widely embraced in both the business and educational domains. In this panel, we will present how as educators we have used that technology, how technology has aided us in our teaching mission, and how we have evaluated that technology.

Janet L. Kottke, California State University-San Bernardino, Chair

Nancy J. Stone, Creighton University, Co-Chair

R. Jason Weiss, DDI, Technology for Teaching I-O: A Guide for the Perplexed

Scott Shadrick, U.S. Army Research Institute, Technology Integration in Training and Education

Nancy J. Stone, Creighton University, Evolving Technology in an Undergraduate Industrial Psychology Course

Janet L. Kottke, California State University-San Bernardino, Kenneth S. Shultz, California State University-San Bernardino, Teaching with Technology: True Score Variance? Method Variance? Error Variance?

Rosemary Hays-Thomas, University of West Florida, Discussant

Submitted by Janet L. Kottke, jkottke@csusb.edu

90. Symposium: Friday, 3:305:20 Santa Barbara B (Lobby Level)

Understanding Organizational Support and its Influence on WorkFamily Outcomes

Research shows that perceptions of organizational support are linked to reduced workfamily conflict. This symposium expands our understanding by examining specific forms of organizational support, interrelationships among various forms of organizational support, predictors of organizational support perceptions, and the combined influence of multiple organizational supports on workfamily conflict.

Debra A. Major, Old Dominion University, Chair

Lisa Germano, Old Dominion University, Co-Chair

David Stewart, University of Tulsa, Wendy J. Casper, University of Texas at Arlington, Amy B. Henley, University of Texas at Arlington, The Effects of Work Flexibility and WorkFamily Conflict on Perceptions of Organizational Support

Jeanette N. Cleveland, Pennsylvania State University, Bryanne L. Cordeiro, Pennsylvania State University, Glenda M. Fisk, Pennsylvania State University, Rebecca H Mulvaney, Caliber Associates/Pennsylvania State University, Erica Chando, West Chester University, The Influence of Person, Spouse, and Organizational Factors on Ratings of Role Conflict, WFC, FWC, and Time-Energy Imbalance

Tammy D. Allen, University of South Florida, Jeffrey H. Greenhaus, Drexel University, Sharon Foley, Drexel University, Family-Supportive Work Environments: Further Investigation of Mechanisms and Benefits

Debra A. Major, Old Dominion University, Thomas D. Fletcher, Old Dominion University, Donald D. Davis, Old Dominion University, Lisa Germano, Old Dominion University, The Influence of Culture and Workplace Relationships on WorkFamily Conflict: A Multilevel Model of Mediated Effects

Ellen E. Kossek, Michigan State University, Discussant

Submitted by Debra A. Major, dmajor@odu.edu

91. Practitioner Forum: Friday, 3:304:50  Santa Barbara C (Lobby Level)

Strategies for Developing, Engaging, and Retaining a High-Performing Workforce

Organizations interested in developing, engaging, and retaining their employees can greatly benefit from effective organization development strategies. We present research addressing practical issues involving leadership development, cultural change, and retention of key talent. Unique and innovative approaches are linked to the competitive advantage achieved in applied settings.

Ren Nygren, Development Dimensions International, Chair

Alan G. Frost, Darden Restaurants, Karen R. West, RHR International, The War for Talent Part II: Developing Internal Leaders at Darden Restaurants, Inc.

Michael R. Dolen, The Home Depot, Leslie W. Joyce, The Home Depot, Agents of Change: The Unique Characteristics and Talents of Individuals Most Capable of Driving Organizational and Cultural Change

Chris L. Lovato, The Home Depot, Tina M. Everest, The Home Depot, Targeted Talent Retention Utilizing a Broad Approach

Submitted by Ren Nygren, ren.nygren@ddiworld.com

92. Theoretical Advancement: Friday, 3:305:20  San Bernardino (Lobby Level)

Telework as an Option for Employees With Disabilities

Telework is one solution that can help individuals with disabilities enter the workforce. However, the telework research has been criticized for not being supported by adequate theory. This panel will describe the current state of the theoretical basis of the telework research and provide the theoretical development of the research.

Nathan D. Ainspan, Department of Labor, Chair

Douglas L. Kruse, Rutgers University, Co-Chair

Susan M. Bruyere, Cornell University, Nathan D. Ainspan, Department of Labor, Julie Rennecker, Case-Western Reserve University, Maureen Scully, Simmons College, Stephanie L Woerner, Massachusetts Institute of Technology, Telework as an Option for Employees with Disabilities

Douglas L. Kruse, Rutgers University, Discussant

Jane Anderson, Midwest Institute for Telecommuting Education, Discussant

Submitted by Nathan D. Ainspan, Nate@Ainspan.com

93. Special Event: Friday, 3:304:20 Beaudry A (Lobby Level)

International Connections: International Affairs Subcommittee Open Meeting

All international members, affiliates, guests, and other who are interested in SIOPs international activities are encouraged to attend this open meeting. Topics to be discussed include the newly launched International Directory, exploring ways to better connect international members and communities to SIOP, and capturing the wants and needs of SIOP members related to SIOPs international affairs.

Sharon Arad, IBM, Chair

94. Poster Session: Friday, 3:304:20 Pasadena (Lower Level)

Personnel Selection I

94-1. S. Rains Wallace Dissertation Award: 
Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis

Interest has grown in examining selection from the applicants perspective. An updated conceptual model of applicant reactions to selection is presented and tested using meta-analysis to provide empirical answers to questions about the theoretical and practical value of studying selection from the applicants perspective.

John P. Hausknecht, DePaul University

94-2. Issues in Repeated Testing: Test Attitudes and Applicant Reactions

Score gains are commonly found when candidates are retested. We replicated this effect and tested the hypotheses that anxiety, motivation, and self-efficacy predict score gains, and the opportunity to retest produces positive reactions. Test anxiety was negatively associated with score gains, and retesting did not enhance applicant reactions.

John P. Hausknecht, DePaul University

Jane A. Halpert, DePaul University

Bridgette Harder, DePaul University

Goran Kuljanin, DePaul University

Meghan Moriarty, DePaul University

Submitted by John P. Hausknecht, jhauskne@depaul.edu

94-3. The Importance of Test Administration Characteristics in Forming Applicant Reactions

Researchers examined 6 procedural justice characteristics related to how tests are administered and their roles in important outcomes. Applicants in 9 locations provided reactions before and after testing. Results show that these 6 characteristics are related to perceptions of fairness and that these perceptions are related to the outcomes examined.

Harold J. Madigan, Sempra Energy Utilities

Submitted by Harold J. Madigan, jmadigan@semprautilities.com

94-4. Validity Evidence for a Computer-Administered Interest Inventory for the Navy

This research centered on the testing of an interest measure, called Jobs and Occupational Interest in the Navy (JOIN). Measures of personjob fit were established and analyzed with additional measures (e.g., AFQT, satisfaction with job classification, etc.) to provide evidence of construct and criterion-related validity.

Paul G. Michael, Alliant International University

Hubert T. Chen, Navy Personnel Research, Studies, & Technology

Jessica B. Janega, Navy Personnel Research, Studies, & Technology

William L. Farmer, Navy Personnel Command

Edward D. Eller, Navy Personnel Research, Studies, & Technology

Aditi Nayak, Aspirant Technologies Pte Ltd

Submitted by Paul G. Michael, pmichael2@alliant.edu

94-5. Assessment Center Participants as Evaluators

This case study outlines an innovative use of the assessment center as a selection tool. Participants evaluated themselves and one another. The approach led to more useful feedback and greater buy-in to the candidate selection. This approach is recommended for assessment centers for selection and for development. 

Donald S. Grayson, Alliant International University 

Gary R. Entwistle, Group 7 West

Submitted by Paul G. Michael, pmichael2@alliant.edu

94-6. Measuring Job Knowledge: Its Impact in the AbilityPerformance Relationship

We compared 2 job knowledge tests for predicting performance to assess the impact of each in the cognitive abilityperformance relationship. One test measured task content knowledge, the other, overall task understanding. Results demonstrated that understanding predicts better than content knowledge and completely mediates cognitive ability effects on performance.

Mark V. Palumbo, Wright State University

Corey E. Miller, Wright State University

Valerie L. Shalin, Wright State University

Debra Steele-Johnson, Wright State University

Lynn-Michelle N. Sassoon, Wright State University

Submitted by Mark V. Palumbo, palumbo.2@wright.edu

94-7. Panel Ratings of Tape-Recorded Interview Responses: Interrater Reliability? Racial Differences?

The authors examined whether an interview that minimized raterinterviewee contact would increase interrater reliability and reduce racial effects on interview ratings. High interrater reliabilities of interview ratings were obtained, with a mean intraclass correlation of .98. There were minimal BlackWhite and HispanicWhite mean racial differences in interview ratings.

Patrick F. McKay, University of Wisconsin-Milwaukee

John R. Curtis, Applied Psychological Techniques

David J. Snyder, Applied Psychological Techniques

Robert C. Satterwhite, Applied Psychological Techniques

Submitted by Patrick F. McKay, pmckay@uwm.edu

94-8. Impact of Integrity Test Response Format on Respondent Reactions

The current study attempted to integrate psychometric and justice literatures to obtain a better understanding of perceptions of test fairness. Participants received 1 of 2 forms of an integrity test. Tests with a 5-point response scale were perceived as more fair and face valid than those with a dichotomous scale.

Jaclyn M. Polson, Xavier University

Morell E. Mullins, Xavier University

Submitted by Morell E. Mullins, mullins@xavier.edu

94-9. Effect of Competency Demands on Impression Management Use and Effectiveness

This study examines candidate impression management (IM) use across 2 assessment exercises that differ in competency demands. Results indicate that IM use was greater in the exercise assessing interpersonal competencies than an exercise assessing technical competencies. However, effects of IM use on assessor ratings were not limited to interpersonal dimensions.

Lynn A. McFarland, Clemson University

Gunna (Janet) Yun, George Mason University

Crystal Michele Harold, George Mason University

Luciano Viera, George Mason University

Lorie G. Moore, Human Resources Department, Arlington, VA

Submitted by Lynn A. McFarland, lmcfarl@clemson.edu

94-10. An Evaluation of Construct Validity: What is this EI Thing?

Presents a meta-analytic review of emotional intelligence (EI) based on 2 proposed models of the construct. Mixed model measures overlap extensively with each other (.71) whereas mixed and ability measures are relatively distinct (.14). Differing relationships were found between the 2 models in comparison to cognitive ability and personality.

David L. Van Rooy, Burger King Corporation

Chockalingam Viswesvaran, Florida International University

Paul E. Pluta, Florida International University

Submitted by David L. Van Rooy, dvanro01@fiu.edu

94-11. PersonOrganization Fit: The Role of Symbolic Factors

The present study applied the instrumentalsymbolic marketing framework to explore factors that influence individuals PO fit perceptions. Results revealed symbolic attributes contributed incremental variance in the prediction of PO fit perceptions beyond instrumental attributes. Further, PO fit perceptions in turn mediated the relationship between instrumentalsymbolic factors and organizational attraction.

Crystal Michele Harold, George Mason University

Lynn A. McFarland, Clemson University

Submitted by Crystal Michele Harold, charold@gmu.edu

94-12. A Comparison of Different Empirical Keying Methods for Biodata Inventories

The cross-validities of several empirical keying methods for a biodata inventory were compared using an instrument designed to predict job performance in a variety of occupations. Results suggest that there is little practical difference in the different methods tested. However, stepwise regression weighting of items did yield slightly higher cross-validities.

Jeffrey M. Cucina, George Washington University

Henry F. Thibodeaux, U.S. Office of Personnel Management

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

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

94-13. Honesty Test Score and Test Validity: Predictors of Applicant Reactions

We examined the interaction between honesty test score and test validity as predictors of withdrawal from the application process and fairness perceptions of the firm and test. Results suggest that honesty testing may deter those who believed they scored low on the inventories from continuing the application process.

Sara Andrews, Spherion

Mary Anne Taylor, Clemson University

Michael Horvath, Clemson University

Thomas W. Britt, Clemson University

Submitted by Mary Anne Taylor, TaylorM@Clemson.edu

94-14. Impact of Response Distortion on Cognitive and Personality Test Retake

Retail managers (N = 459) chose to retake a cognitive and personality test. Some managers engaged in a new kind of extreme response distortion that led to score increases a full SD higher than the group not engaging in that strategy. Implications for retake policies in organizations are discussed.

Kathleen A. Tuzinski, Personnel Decisions International

Roxanne M. Laczo, Personnel Decisions International

Paul R. Sackett, University of Minnesota

Submitted by Kathleen A. Tuzinski, kathleen.tuzinski@personneldecisions.com

94-15. Application Patterns When Applicants Know the Odds

Unlike previous research that found small differences between test manual standard deviations and applicant pool standard deviations, this study reveals a 23% disparity for LSAT scores of law school applicants. This study also illustrates robust applicant self-selection behavior across different law school ranks.

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

David M. Klieger, University of Illinois at Urbana-Champaign

Submitted by Nathan R. Kuncel, nkuncel@uiuc.edu

94-16. A Construct Validity Comparison of Alternative Structure Interview Scoring Methodologies

This study examined the effects of 3 structured interview scoring methodologies (within question-across dimension, within dimension-across question, and across question-across dimension) on the construct validity of acquired ratings. Ratings were assessed for the presence of construct validity within the measure and across independent measures assessing the same and different dimensions.

Ryan Shaemus OLeary, PDRI

Katherine A. Jackson, Auburn University-Montgomery

John G. Veres, Auburn University-Montgomery

Jeffrey D. Facteau, Hogan Assessment Systems

Submitted by Ryan Shaemus OLeary, roleary@mindspring.com

94-17. Optimism and Pessimism: Predictors of Success in the Workplace?

Because jobs involve encounters with change, obstacles, and difficulties, we investigated the effects of optimism and pessimism on predicting job performance. Both correlated with performance. Pessimism, however, remained a significant predictor after controlling for variance accounted for by existing selection measures. We conclude with implications for selection and future research.

Therese H. Macan, University of Missouri at St Louis

Laura L. Heft, Fontbonne University

Lisa Roberts, University of Missouri at St. Louis

Submitted by Therese H. Macan, Therese.Macan@UMSL.edu

94-18. Differential Person Functioning Related to Biodata Item Attributes

Differential person functioning (DPF) is a technique for detecting differential responding on biodata inventories as a function of item attributes. We used Maels (1991) taxonomy of biodata attributes and a sample of employees to demonstrate DPF. We found DPF on every dimension with the greatest frequency for the historic/future dimension.

Charles A. Scherbaum, Baruch College, CUNY

Ken Yusko, Arlington County Government

Harold W. Goldstein, Baruch College, CUNY

Michael J. Kern, Baruch College

Submitted by Charles A. Scherbaum, charles_scherbaum@baruch.cuny.edu

94-19. On the Development of Measures of the O*NET Work Styles

A measure of the O*NET work styles was developed by conducting construct validity studies in several large and diverse samples. Overall results support the hypothesized structure and indicate several of the scales demonstrate criterion-related validity. Our discussion provides recommendations for using the scales in future research and practice.

Jeff A. Weekley, Kenexa

Robert E. Ployhart, University of South Carolina

Amy Cooper Hakim, Office Depot

Submitted by Jeff A. Weekley, jeff.weekley@kenexa.com

94-20. Retaking Promotion Exams: Effects on Test Performance

The effects of repeat test taking on promotion exam performance were examined across 4 exam administrations in a law enforcement agency. Hierarchical Linear Modeling was used to investigate intra- and interindividual performance differences. Repeated testing attempts increased performance, while performance changes varied across individuals. White candidates experienced greater performance increment.

Hock-Peng Sin, Pennsylvania State University

Lori A. Ferzandi, Pennsylvania State University

Jodi L. Buffington, Pennsylvania State University

James L. Farr, Pennsylvania State University

Jeanette N. Cleveland, Pennsylvania State University

Anita Tam, Pennsylvania State University

Submitted by Hock-Peng Sin, hpsin@psu.edu

94-21. Another Trouble With Social Desirability Scales: g-Fueled Race Differences

Large scale evidence (N = 19,401) is presented that (a) there are race differences on social desirability scales, and (b) among applicants, scores on these scales are related to cognitive ability. 

Stephan Dilchert, University of Minnesota

Deniz S. Ones, University of Minnesota

Submitted by Stephan Dilchert, dilc0002@umn.edu

94-22. CAT Item Exposure Control for the Wagner Assessment Test (WAT)

The performance of the Wagner Assessment Test (a critical-thinking inventory modeled after the Watson-Glaser) when administered using computer-adaptive testing (CAT) was examined using the original 103-item pool and an expanded 263-item pool. Results indicated that the b-blocking a-stratified (BAS) item-selection method produced much better item-exposure rates than maximum-information item selection.

Teresa A. Wagner, University of South Alabama

Robert J. Harvey, Virginia Tech

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

94-23. Stereotype Threat and the Race Gap on Ravens APM

We address recent criticisms aimed at stereotype threat research as well as methodological weaknesses of previous studies examining race differences on Ravens Advanced Progressive Matrices. Using an improved methodology and statistical approach, we obtained results that supported the stereotype threat interpretation of race differences in cognitive ability test scores.

Ryan P. Brown, University of Oklahoma

Eric A. Day, University of Oklahoma

Submitted by Eric A. Day, eday@ou.edu

94-24. A Review of Recent Developments in Integrity Test Research

We review developments in integrity testing research since the Sackett and Wanek (1996) review. We summarize and discuss developments in a variety of areas, including (a) new types of tests, (b) criterion-related validity, (c) construct understanding, (d) legal developments, and (e) faking and coaching.

Christopher M. Berry, University of Minnesota

Shelly A. Wiemann, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitted by Paul R. Sackett, psackett@tc.umn.edu

94-25. Overqualification: A Review of the Construct and a Proposed Measure 

Perceptions of overqualification are common among todays employees, but little research on this experience has been conducted. We review the features and correlates of overqualification, place the construct within the personjob fit framework, describe our measure of perceived overqualification, and provide suggestions for future research in this area.

Douglas C. Maynard, SUNY New Paltz

Todd Allen Joseph, University of South Florida

Iain E. Barbato, SUNY New Paltz

Submitted by Douglas C. Maynard, maynardd@newpaltz.edu

94-26. Meta-Analysis of Work Sample Criterion-Related Validity: Revisiting Anomalous Findings

Schmidt and Hunter (1998) cite average work sample criterion-related validity (ρ = .54) from a 1974 review (which does not report mean validity). We meta-analyzed articles in the review to test their .54 value and examine moderators. Our estimate (ρ = 40), corrected for sampling error and criterion unreliability, is noticeably lower than theirs.

Chaitra M. Hardison, University of Minnesota

Dong Jin Kim, University of Minnesota

Paul R. Sackett, University of Minnesota

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

94-27. Criterion Validity of Cognitive Ability Tests and Assessment Centers

This study examined the extent to which assessment center (AC) ratings provided incremental predictive validity of training success over and above cognitive ability scores in a sample of German police officers. Results indicated that AC ratings were an important predictor of success, even after accounting for cognitive ability.

Diana E. Krause, Colorado State University

Martin Kersting, Aachen RWTH Technical University

Eric D. Heggestad, Colorado State University

George C. Thornton, Colorado State University

Submitted by Diana E. Krause, dkrause@lamar.colostate.edu

94-28. Faking and Coaching SJTs: A Critical Review of the Literature

Although several recent field and lab studies have explored the susceptibility of situational judgment tests (SJTs) to faking and coaching, results across studies have varied widely, making integration of the literature difficult. This paper critically discusses the literature on the fakability and coachability of SJTs.

Amy C. Hooper, University of Minnesota

Michael J. Cullen, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitted by Amy C. Hooper, dies0018@umn.edu

94-29. The Effects of Rejected Job Offers on Banding-Based Selection

Previous research regarding the relative utility and adverse impact of banding (as compared to strict top-down selection) assumed all job offers were accepted. We found that when some job offers are rejected the benefits associated with banding are not as great as previously believed.

Reagan D. Brown, Western Kentucky University

Joshua Daniel, Western Kentucky University

Submitted by Reagan D. Brown, Reagan.brown@wku.edu

94-30. To Label or Not to Label (Discrimination): Does It Matter?

Definitions of discrimination differ over whether people experiencing behavior consistent with discrimination must additionally self-label these experiences as discrimination. Using employee appraisals, attitudes, and behavior as outcomes, we confirmed that the experience of workplace discrimination was highly detrimental. Labeling, however, had little incremental effect. Implications and exceptions are discussed.

Carra S. Sims, University of Illinois at Urbana-Champaign

Reeshad S. Dalal, Purdue University

Scott Bedwell, IPAT/University of Illinois at Urbana-Champaign

Michael R. Bashshur, University of Illinois at Urbana-Champaign

Krista D. Mattern, University of Illinois at Urbana-Champaign

Submitted by Reeshad S. Dalal, rsdalal@psych.purdue.edu

95. Community of Interests: Friday, 3:304:20   Pasadena (Lower Level)

Multilevel Modeling

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

96. Interactive Posters: Friday, 3:304:20  Los Feliz (Lobby Level)

Correlates of Leader Trust and Morality

96-1. Relations Between Leadership Styles and Subordinates Perceptions of Leaders Trustworthiness

The study examined the relations between transformational and transactional leadership styles and antecedents of trust. Ability and integrity were significant predictors of trust in the leader. Furthermore, transformational and transactional leadership styles exhibited differential patterns of relations with ability, benevolence, and integrity. Finally, some mediation effects were found.

Kathleen Boies, Concordia University

Rosemary Corbett, University of Western Ontario

Submitted by Kathleen Boies, kboies@jmsb.concordia.ca

96-2. Power Motives and Core Self-Evaluation as Correlates of Managerial Morality

This study showed that managerial morality is defined as a higher order construct explained by the concepts of honesty, integrity, and justice. It was found that power motive mediates the relationship between core self-evaluation and morality. Power motive was proposed as an ill-fated strategy to enhance ones self-concept.

Aline Delgado Masuda, University at Albany, SUNY

Submitted by Aline Delgado Masuda, am9303@albany.edu

96-3. Leaders Behaving Badly: The Relationship Between Narcissism and Unethical Leadership

This study used CPI-narcissism scale scores to predict un-ethical leadership behavior. Specifically, scores on the narcissism scale correlated positively with behaviors associated with unethical leadership, including 1-way communication, control of power, insensitivity to others, manipulative communication, and pseudotransformational behavior.

Katie Helland, University of Tennessee-Knoxville

Carrie A. Blair, University of Tennessee-Knoxville

Submitted by Katie Helland, khelland@utk.edu

96-4. Job Stress in China and the US: The Demographic Effects

This study examined the function of gender, age, and tenure on employees job stress perceptions in both China and the United States. Significant differences were found between employees from these countries on the function of the demographic variables.

Cong Liu, Illinois State University

Lin Shi, Beijing Normal University

Paul E. Spector, University of South Florida

Submitted by Cong Liu, cliu@ilstu.edu

97. Special Event: Friday, 4:004:50 Beaudry B (Lobby Level)

LGBT Meeting

We will discuss past goals of our committee, issues facing our group, and work we are currently doing to meet these goals. In addition, a panel of LGBT members will discuss a few controversial issues in LGBT research and practice. All interested SIOP members are encouraged to attend and participate!

Scott B. Button, C2 Technologies, Inc., Co-Chair

Michelle (Mikki) Hebl, Rice University, Co-Chair

98. Roundtable: Friday, 4:305:20   San Gabriel B (Lobby Level)

Technological Advancements in Selection: A Look at Video-Based Testing

With organizations searching for innovative ways to satisfy selection objectives beyond the use of traditional assessment options, exploration into the development and implementation of innovative cutting-edge technology also increases. CBP experts will share information regarding CBPs new video-based test and facilitate a discussion regarding other technological advancements in selection.

Delisa D. Walker, Bureau of Customs and Border Protection, Host

Rebecca Goldenberg, Bureau of Customs and Border Protection, Co-Host

Submitted by Rebecca Goldenberg, Rebecca.Goldenberg@dhs.gov

99. Special Event: Friday, 4:305:30 Beaudry A (Lobby Level)

International Members Reception

Open to all international members, those who conduct research on international issues, and who support international-related issues and members.

Sharon Arad, IBM, Host

100. Poster Session: Friday, 4:305:20 Pasadena (Lower Level)

Occupational Health Psychology/Stress

100-1. Can Safety Climate Predict Company Accident Rates?

The current study summarizes existing data, using meta-analysis, to indicate the extent to which safety climate is predictive of occupational accidents. Safety climate (measured at team level) emerged as a valid and generalizable predictor but not when measured at organizational level. Practical implications of the results are discussed.

Sharon Clarke, University of Manchester Institute of Science and Technology

Submitted by Sharon Clarke, sharon.clarke@umist.ac.uk

100-2. Safety Climate, Employee Safety Control, and Self-Reported Injury

This study examines 4 dimensions of safety climate: management commitment to safety, return-to-work policies, post-injury administration, and safety training. A mediating model is then proposed to link safety climate with self-reported injury through employee safety control. Results provide supports for these proposed relationships.

Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for Safety

Michael Ho, Johns Hopkins University School of Public Health

Gordon S. Smith, Liberty Mutual Research Institute for Safety

Peter Y. Chen, Colorado State University

Submitted by Yueng-Hsiang E. Huang, yueng-hsiang.huang@Libertymutual.com

100-3. Factors Affecting the Organizational Responses of Employers to Injured Workers

This study systemically explored factors that might influence the organizational responses of employers to injured workers. Cross-sectional survey data were collected from 2,943 injured workers. Age, gender, job dissatisfaction before injury, prior difficulty performing job tasks, injury severity, back injury, and lost time were associated with negative organizational responses.

Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for Safety

Glenn S. Pransky, Liberty Mutual Research Institute for Safety

William S. Shaw, Liberty Mutual Research Institute for Safety

Katy L. Benjamin, University of Massachusetts Medical School

Submitted by Yueng-Hsiang E. Huang, yueng-hsiang.huang@Libertymutual.com

100-4. Personality Predictors of Aggressive Driving Behavior

Using self-report data from 364 participants, we examined the relationships between personality variables and aggressive driving behavior. Results indicated that trait driving anger, extraversion, neuroticism, agreeableness, openness to experience, and narcissism were significant predictors of aggressive driving. All hypothesized predictors explained 39% of the variance in aggressive driving.

Bryan D. Edwards, Tulane University

Travis Tubre, University of Wisconsin-River Falls

Becky Hoffner, University of Wisconsin-River Falls 

Michael J. Zyphur, Tulane University

Christopher R. Warren, Tulane University

Submitted by Bryan D. Edwards, bryaedwards@yahoo.com

100-5. A Review of Interpersonally Directed Organizational Deviance

We examined interpersonally directed behavior that violates social norms but is not severe enough to violate laws. The label given to this construct is Interpersonally Directed Organizational Deviance (IDOD). Meta-analyses between IDOD and occupational-health related outcomes showed a significant correlation in each case.

Brad A. Lenz, University of Wisconsin-Milwaukee

Gary A. Adams, University of Wisconsin-Oshkosh

Mahesh V. Subramony, University of Wisconsin-Oshkosh

Simon Moon, University of Wisconsin-Oshkosh

Submitted by Brad A. Lenz, bradlenz@uwm.edu

100-6. No More Meetings! Meeting Time Demands and Employee Well-Being?

Using an interruptions framework, this paper tests a model of the relationship of meeting time demands with job attitudes and well-being (JAWB). Task interdependence, meeting experience quality, and accomplishment striving moderated the relationship between meeting time demands and JAWB. Meeting experience quality had a strong, direct relationship with JAWB.

Steven G. Rogelberg, University of North Carolina-Charlotte

Desmond J. Leach, University of Sheffield

Peter B. Warr, University of Sheffield

Jennifer L. Burnfield, Bowling Green State University

Submitted by Steven G. Rogelberg, sgrogelb@email.uncc.edu

100-7. Conflict and Strain: Young Workers Proactive Personality as a Moderator

Young workers experiencing interpersonal conflict at work have been known to report decreased well-being, job satisfaction, and school performance. This study found evidence that these relationships may be moderated by the students proactive personality. It appears that those high on this trait may fare worse on these outcomes.

Steve Harvey, Bishops University

Caroline Blouin, Bishops University

Dale Stout, Bishops University

Submitted by Steve Harvey, sharvey@ubishops.ca

100-8. Job Insecurity and Well-Being in the Context of Employment

Both latent and manifest benefits of employment (Fryer, 1986; Jahoda, 1979) mediated the relationship between subjective job insecurity and psychological well-being. Latent benefits were stronger predictors than the manifest benefit of pay. Subjective job insecurity itself was predicted by objective job insecurity, breach of the psychological contract, and neuroticism.

Kelley J. Slack, University of Houston

Submitted by Kelley J. Slack, kslack3@uh.edu

100-9. Job Insecurity and Commitment: Perceived Organizational Support as a Mediator

Relations among job insecurity, perceived organizational support (POS), commitment, and citizenship behavior were examined for reemployed clients of an outplacement firm. Job insecurity was related to POS and continuance commitment. POS fully mediated the relationship between job insecurity and affective commitment. Affective commitment was related to organizational citizenship behaviors.

Kelley J. Slack, University of Houston

Lois E. Tetrick, George Mason University

Submitted by Kelley J. Slack, kslack3@uh.edu

100-10. Meta-Analysis of the Antecedents and Consequences of Occupational Sexual Harassment

This meta-analysis provides a comprehensive statistical synthesis of the antecedents and consequences of workplace sexual harassment, which was found to have a substantive negative impact on mental/physical health and work attitudes toward coworkers, supervisors, and em-ployers. In addition, organizational tolerance for harassment played an important role in facilitating such incidents.

Chelsea R. Willness, University of Calgary

Kibeom Lee, University of Calgary

Submitted by Kibeom Lee, kibeom@ucalgary.ca

100-11. Alcohol and Drug Use in the Workplace: A National Study

This national study represents the first attempt to examine the prevalence of substance use and impairment at work in the U.S. workforce. The findings show that substance use and impairment during the workday are reported by 2.1 to 10.1 million workers. The implications for practice and future research are discussed.

Michael R. Frone, State University of New York at Buffalo

Submitted by Michael R. Frone, Frone@ria.buffalo.edu

100-12. The Customer is Always Right, But at What Price?

We examined the relationship between customer-related incivility and employee self-reports of deviant behavior and psychological outcomes. Results indicate that customer-related incivility, depending on its form, was differentially related to behavioral and psychological outcomes. Negative affectivity moderated some of these relationships. Implications and areas for future research are discussed.

Jennifer L. Burnfield, Bowling Green State University

Olga L. Clark, Bowling Green State University

Erin E. Thornbury, Bowling Green State University

Michael A. Lodato, Bowling Green State University

Steve M. Jex, Bowling Green State University

Joyce Christopher, Bowling Green State University

Submitted by Jennifer L. Burnfield, jburnfi@bgnet.bgsu.edu

100-13. Family Socialization of Young Workers Safety Attitudes

Young workers (N = 232) safety attitudes and injuries were predicted by safety climate, safety training, and perceptions of parental safety attitudes. Parents attitudes moderated the prediction such that the effects of safety climate on safety attitudes and injuries were enhanced when parents were seen as having positive safety attitudes.

E. Kevin Kelloway, St. Marys University

Lori Francis, University of Guelph

Aaron Schat, McMaster University

Rick Iverson, Simon Fraser University

Submitted by E. Kevin Kelloway, kevin.kelloway@smu.ca

100-14. An Integrated Safety Model: Understanding the Impact of Leadership

This study examined the influence that leaders have on the safety climate in their work groups and, ultimately, on the employee injury rate in those groups. Survey data from 49 work groups in a large shipbuilding company revealed the potential importance of multiple levels of leadership for safety initiatives.

Kevin J. Sears, Amgen

Mark G. Ehrhart, San Diego State University

Submitted by Mark G. Ehrhart, mehrhart@sunstroke.sdsu.edu

100-15. Creativity and Role Conflict: Social Self-Efficacy as a Moderator

Our study examines the potential moderating effect of social self-efficacy on the relationship between creativity and perceptions of role conflict. Results suggest that high levels of social self-efficacy can reduce the amount of role conflict and stress perceived by creative individuals while increasing job satisfaction.

Paul Harvey, Florida State University

M. Todd Royle, Florida State University

Submitted by Paul Harvey, nph02@fsu.edu

100-16. The Role of Work Engagement in the WorkLife Interface

This study examined the role of work engagement in the worklife interface. Results indicate that the 3 components of engagementdedication, vigor, and absorptionare differentially related with workfamily conflict, job, and life satisfaction. In addition, path analyses suggest that engagement may mediate the job satisfactionlife satisfaction relationship.

Michael T. Ford, George Mason University

Laura Wheeler Poms, George Mason University

Submitted by Michael T. Ford, mford3@gmu.edu

100-17. The Recovery Paradox: Why We Dont Exercise After Stressful Days

Following the limited resources model of self-regulation, we examined the relationship between job stressors and off-job time activities. Hierarchical linear modelling of daily survey data showed that police employees spend little time on sport activities after stressful daysalthough they perceive sport as highly useful for recovery.

Sabine Sonnentag, University of Konstanz

Stefanie Jelden, University of Konstanz

Submitted by Sabine Sonnentag, sabine.sonnentag@uni-konstanz.de

100-18. Variations on the DemandsControl Model: Examining Role Clarity and Gender

This study examined the demands-control model by assessing role clarity as a moderator of demandsstrain relationships and by extending the model to include gender. Participants were 1,795 Army cadets attending a 35-day assessment center. Role clarity buffered demands-strain relationships; Only partial support was found from including gender in the model.

Jessica Ippolito, U.S. Army Medical Research Unit-Europe

Jeffrey L. Thomas, U.S. Army Medical Research Unit-Europe

Paul D. Bliese, Walter Reed Army Institute of Research

Amy B. Adler, U.S. Army Medical Research Unit-Europe

Submitted by Jeffrey L. Thomas, jeffrey.l.thomas@us.army.mil

100-19. Does Social Support Moderate Work-Related Stress in Single Mothers?

This study examined the moderating effect of social support on work-related stress in single mothers. As hypothesized, a bivariate correlation revealed that support was negatively related to work-related stress. Hierarchical regression analysis indicated that social support moderated the relationship between work-interfering-with-family and work-related stress.

Candice Young, University of Akron

Morell E. Mullins, Xavier University

Submitted by Candice Young,  young_candice@hotmail.com

100-20. Post-Deployment Reintegration: Another Look at a Multidimensional Measure

This research addresses a measure of postdeployment reintegration reflecting the experience of Canadian Forces (CF) soldiers. In the present study, 474 CF personnel completed our revised instrument. We present evidence for its factor structure, the internal consistency of its scores, and its validity with respect to related constructs.

Ann-Renee Blais, Defence Research and Development Canada-Toronto

Megan M. Thompson, Defence Research and Development Canada-Toronto

Don R. McCreary, Defence Research and Development Canada-Toronto

Submitted by Ann-Renee Blais,  Ann-Renee.Blais@drdc-rddc.gc.ca

100-21. Mentor and Peer Relationships: Impact on Racial Stressors

Effects of peer and mentor relationships on discriminatory experience and academic success were assessed within an African-American college sample. Social supportiveness from mentors and peers were associated with higher achievement. While mentor relationships were associated with higher academic achievement, same-race peer relationships were associated with lower academic achievement.

Marisa Spann, George Washington University

Lynn R. Offermann, George Washington University

Catina M. Smith, George Washington University

Spencer Biel, George Washington University

Submitted by Catina M Smith, cate474@aol.com

100-22. Personality, Emotion, and Stress: Testing an Emotion-Based Model

The mechanisms through which personality influences stress reactivity are unclear. Participants (n = 152) personality, stress appraisals, and state affect were assessed prior to performing 2 stress tasks. Emotional stability influenced appraisals primarily through its relationship with negative affect, whereas extroversion and openness predicted appraisals independently from affect.

Joseph B. Lyons, Wright State University

Tamera R. Schneider, Wright State University

Tamara L. April, Wright State University

Tara A. Rench, Wright State University

Submitted by Joseph B. Lyons, lyons.28@wright.edu

100-23. Burnout and Performance Ratings: Moderating Role of LeaderMember Exchange

In 2 samples, LMX moderated the relationship between burnout and performance, where high LMX followers were more likely to receive higher supervisor performance ratings regardless of burnout. This relationship did not exist for self-ratings. Implications and directions for research are discussed, and guidance to managers is provided.

Claudia C. Cogliser, University of Oklahoma

Jonathon R. B. Halbesleben, University of Oklahoma

Wm. Matthew Bowler, University of North Texas

Submitted by Claudia C. Cogliser, cogliser@ou.edu

100-24. Nonlinear Effects of Work Stressors: Comparing Strain to Pressure

Two components of stressor appraisal, pressure and threat, were found to have distinct relationships with a variety of work outcomes in a sample of 505 animal sheltering employees. For pressure, the relationships with outcomes were nonlinear, whereas, for threat, the relationships tended to follow a linear model.

Olga L. Clark, Bowling Green State University

Christiane Spitzmueller, University of Houston

Steven G. Rogelberg, University of North Carolina Charlotte

Charlie L. Reeve, University of North Carolina-Charlotte

Alan G. Walker, Bowling Green State University

Lisa Schultz, Purdue University

Natalie DiGiacomo, Humane Society of the United States

Submitted by Olga L. Clark, oclark@bgnet.bgsu.edu

100-25. Hypothesizing DTF of Work Stress Across Chinese and American Workers

The measurement equivalence of the popular Stress in General scale was examined across Chinese and American workers. An item response theory (IRT) approach was used to examine differential test functioning (DTF) at the facet level. As predicted by the cushion hypothesis, the pressure scale showed equivalent measurement properties across culture, but the threat scale did not.

Ian S. Little, Bowling Green State University

Mo Wang, Bowling Green State University

Steven S. Russell, PDRI

Submitted by Ian S. Little, iansl@bgnet.bgsu.edu

100-26. Values as Moderators of Role Stressor and Physiological Strain Relationships

This study was conducted to identify the extent to which human values moderate the stressor-strain relationship among a sample of 250 elementary school teachers. Moderated regression analyses showed that benevolence and stimulation values moderated the relationship between certain role stressors and self-reported physiological strain.

Troy Buchanan, San Jose State University

Sharon Glazer, San Jose State University

Submitted by Sharon Glazer, sglazer@email.sjsu.edu

100-27. Can Stress Reduce Withdrawal? A Meta-Analysis Using the Hindrance-Challenge Framework

This study considers 2 forms of stressors as predictors of withdrawal behaviors. Meta-analytic regressions indicate that hindrance stressors were positively related to withdrawal behaviors (e.g., absence and tardiness) while challenge stressors were negatively related to these behaviors. Furthermore, these effects were mediated by strains and job attitudes.

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

101. Community of Interests: Friday, 4:305:20   Pasadena (Lower Level)

Aging and Work/Retirement

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

102. Interactive Posters: Friday, 4:305:20  Los Feliz (Lobby Level)

Organizational Citizenship Behavior

102-1. Not-So-Random Acts of Kindness: Impression Management and Citizenship Behavior

The authors applied the functional approach to augment personality- and attitude-based explanations of citizenship behavior. In a study of 486 workers in 2 organizations, they found that impression management behavior is more strongly related to person-focused and task-focused interpersonal citizenship behavior among employees reporting high rather than low impression management motives.

Suzanne Zivnuska, Florida State University

Lawrence A. Witt, University of New Orleans

Submitted by Lawrence A. Witt, lwitt@uno.edu

102-2. Multifocal Perspective on Justice, Support, OBSE, and OCB

This study examines how employee experiences of fair treatment from their organizations, supervisors, and coworkers are associated with citizenship behavior directed towards these referent groups through support perceptions and organization-based self-esteem. Empirical findings from a field study of 240 manager-subordinate dyads provide strong support for the mediated model hypothesized.

Daniel J. McAllister, National University of Singapore

Dishan Kamdar, Indian School of Business

Gregory A. Bigley, University of Washington

Submitted by Dishan Kamdar, dishan_kamdar@isb.edu

102-3. Antecedents of Team Citizenship Behaviors: Leader Behaviors and Affective Tone

In a team-level field study, we examined several antecedents to team citizenship behaviors (TCBs) including abusive supervision, supervisor support for teamwork, and positive and negative affective tone. All variables were directly or indirectly associated with TCBs. Negative affective tone mediated the effects of supervisor abuse and supervisor support on TCBs.

Jana L. Raver, Queens University

Mark G. Ehrhart, San Diego State University

Submitted by Jana L. Raver, jraver@business.queensu.ca

103. AcademicPractitioner Collaborative Forum: Friday, 5:005:50 
Emerald Bay (Level 3)

AcademicPractitioner Collaborations: Diversity and Organizational Performance as an Example

This academicpractitioner collaborative forum discusses research that examines the relationship between employee racial diversity and business unit level outcomes. Also discussed are issues making diversity especially amenable to academicpractitioner collaboration, as well as some challenges and lessons learned from this and other academicpractitioner collaborations.

Joshua M. Sacco, Aon Consulting, Chair

Joshua M. Sacco, Aon Consulting, Robert E. Ployhart, University of South Carolina, Lisa H. Nishii, Cornell University, AcademicPractitioner Collaborations: Diversity and Organizational Performance as an Example

Submitted by Lisa H. Nishii, lhn5@cornell.edu

104. Practitioner Forum: Friday, 5:005:50  Santa Anita B (Lobby Level)

Personal Identifiers: Boon or Bane of Survey Research

Using personal identifiers in employee opinion surveys is an increasing trend among organizations desiring the capability to link attitudes with employee demographics. Four companies discuss the advantages and disadvantages of the use of this survey methodology.

Carly S. Bruck, Sirota Consulting, Chair

John S. Mallozzi, MetLife, Carly S. Bruck, Sirota Consulting, Joyce Chan, Sirota Consulting, Personal Identifiers Versus Anonymity: A Consulting Firms Perspectives

Tom Rauzi, Dell Inc., Driving Process Efficiency and Utility Through Respondent Precoding

Laurie B. Zaugg, UnitedHealth Group, Seymour Uranowitz, UnitedHealth Group, Using Employee ID as the Access Code in Employee Surveys

Craig S. Ramsay, Intuit Inc., Precoding Demographic Information at Intuit

Douglas A. Klein, Sirota Consulting, Discussant

Submitted by Walter Reichman, wr57750@newton.baruch.cuny.edu

105. Practitioner Forum: Friday, 5:005:50  Santa Anita C (Lobby Level)

Entry-Level Jobs: Critical or Throw-Away? Issues Surrounding Entry-Level Employment Decisions

Entry-level jobs are often perceived as high turnover, low impact jobs. Yet, these jobs play an important role in many organizations and the overall economy. Practitioners from 3 companies will offer practical strategies for selecting, training, and retaining entry-level employees, based on their area of expertise.

Ilianna H. Kwaske, Stephen A. Laser Associates, Chair

Stephen A. Laser, Stephen A. Laser Associates, Co-Chair

Ilianna H. Kwaske, Stephen A. Laser Associates, Halina Polak, Stephen A. Laser Associates, Identifying Attributes Needed for Entry-Level Jobs

Amy K. Antani, Advocate Christ Medical Center, Beyond OJT: The Necessity for Additional Training

Greg Olson, Wonderlic, Inc., Retention Strategies For Entry-Level Employees

Submitted by Ilianna H. Kwaske, kwaske@laser76.com

106. Practitioner Forum: Friday, 5:005:50 Palos Verdes (Lobby Level)

Human Capital Due Diligence for Venture Capital Decisions

Venture capital decisions may fail because acquired companies have the wrong human capital mix. Venture capital firms now evaluate human capital within organizations being considered for venture capital opportunities. This practitioner forum brings together individuals from venture capital organizations, I-O consulting firms, and academics to discuss how this is done.

Daniel J. Svyantek, Auburn University, Chair

Lionel Ferguson, American Capital, The Investment Firms Use of I-O Psychologists in Due Diligence

Andrew J. Passen, OBrien, Passen & Associates, Inc., A Practitioners Approach to Due Diligence of Executives

Jay C. Thomas, Pacific University, The Due Diligence of Executives: The Perspective of an Academic I-O Psychologist

Submitted by Daniel J. Svyantek, svyandj@auburn.edu

107. Theoretical Advancement: Friday, 5:005:50   San Pedro (Lobby Level)

Employee Reactions to Corporate Social Responsibility: An Organizational Justice Framework

We integrate the research on corporate social responsibility (CSR) with that of organizational justice, proposing a theoretical model whereby justice judgments are based on organizational CSR efforts, and these judgments serve to fill employees instrumental, relational, and deontic needs. Fulfillment of such needs then leads to several important workplace outcomes.

Jyoti Ganapathi, University of Illinois at Urbana-Champaign, Chair

Jyoti Ganapathi, University of Illinois at Urbana-Champaign, Deborah E. Rupp, University of Illinois at Urbana-Champaign, Ruth Aguilera, University of Illinois at Urbana-Champaign, Cynthia Williams, University of Illinois at Urbana-Champaign, Employee Reactions to Corporate Social Responsibility: An Organizational Justice Framework

Submitted by Deborah E. Rupp, derupp@uiuc.edu

108. Practitioner Forum: Friday, 5:006:20  Santa Barbara C (Lobby Level)

Six Sigma Applications by I-O Psychologists

Over the last couple of years, Bank of America has seen enterprise-wide adoption of the Six Sigma business management system. Presenters will discuss how I-O psychology integrates with Six Sigma processes and the key lessons learned in facilitating its success in workforce management applications with diverse audiences.

Matthew R. Smith, Bank of America, Chair

Matthew R. Smith, Bank of America, Jennifer R. Burnett, Bank of America, Andy Beaulieu, Results for a Change, LLC, Applying Six Sigma to Job Analysis/Competency Modeling

Angela M. Sternburgh, Bank of America, Marrying I-O Psychology and Six Sigma Methodology in Staffing: Conducting a Greenbelt Project to Design a Six Sigma Selection Assessment

Michael L. Trusty, Bank of America, Donna Carol, Bank of America, Driving and Evaluating Training Utilization With the Help of Six Sigma

Thomas L. Killen, Bank of America, Using Six Sigma for Talent Planning

Submitted by Matthew R. Smith, matthew.r.smith@bankofamerica.com

109. Special Event: Friday, 5:006:00 Beaudry B (Lobby Level)

LGBT Reception

Open to all individuals who are LGBT, who conduct research on LGBT issues, and who support LGBT-related issues and people.

Scott B. Button, C2 Technologies, Inc., Host

Michelle (Mikki) Hebl, Rice University, Host

Evening Reception: Friday, 6:008:00   Pool Plaza (Level 4)

Weather permitting, otherwise reception will be held in Sacramento/San Francisco (Level 2) 

Program Table of Contents