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