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Saturday AM

Coffee Break Saturday, 7:308:00  Multiple Locations


110. Symposium: Saturday, 8:009:50 San Jose (Level 2)

Developmental Assessment Centers: Special Considerations for Researchers and Practitioners

This symposium focuses on issues surrounding the design, implementation, and validation of developmental assessment centers (DACs). A general model of the method will be discussed, followed by 5 empirical papers covering dimensions, gamma change on dimension meaning, the creation of parallel exercises, multisource agreement, and DAC validity overall.

Lori Anderson Snyder, University of Oklahoma, Chair

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

Lori Anderson Snyder, University of Oklahoma, Alyssa Mitchell Gibbons, University of Illinois at Urbana-Champaign, Sang Eun Woo, University of Illinois at Urbana-Champaign, Myung Joon Kim, Korean Psychological Testing Institute, An Examination of the Developability of Dimensions in DACs

Bradley James Brummel, University of Illinois at Urbana-Champaign, Seth Spain, University of Illinois at Urbana-Champaign, Constructing Parallel Simulation Exercises for Developmental Assessment Centers

Sang Eun Woo, University of Illinois at Urbana-Champaign, Carra S. Sims, University of Illinois at Urbana-Champaign, The Impact of Agreement Between Self- and Assessor Ratings on DAC Engagement

D. Apryl Rogers, CorVirtus/Colorado State University, Alpha, Beta, and Gamma Change on Assessees Understanding of DAC Dimensions

Alyssa Mitchell Gibbons, University of Illinois at Urbana-Champaign, Deborah E. Rupp, University of Illinois at Urbana-Champaign, Amanda M. Baldwin, University of Illinois at Urbana-Champaign, Andrea Silke Holub, University of Heidelberg, DAC Validation: Evidence for DACs as Effective Training Interventions

George C. Thornton, Colorado State University, Discussant

Submitted by Deborah E. Rupp, derupp@uiuc.edu

111. Symposium: Saturday, 8:009:50 San Francisco (Level 2)

Organizational Psychology, 19862005: What a Difference a Generation Makes

Where has organizational psychology been and where will it be going? Answers will be presented by the most visible and influential scholars in our field. Each panelist will address a key topic in organizational psychology, including teams, personality, culture and climate, motivation, organizational attachment, and organizational justice.

Jerald Greenberg, The Ohio State University, Chair

Terence R. Mitchell, University of Washington, Thomas W. Lee, University of Washington, Organizational Attachment: Decisions About Staying and Leaving

Benjamin Schneider, Personnel Research Associates, Inc., Organizational Climate and Culture: Two Perspectives Separated by a Common Construct

Jerald Greenberg, The Ohio State University, Organizational Justice: Journey From Discovery to Consolidation in Two Decades

Timothy A. Judge, University of Florida, Personality and Organizational Behavior: Resurrection and Remaining Entanglements

Daniel R. Ilgen, Michigan State University, Teams in Organizations: The Last Twenty Years

Gary P. Latham, University of Toronto, Craig Pinder, University of Victoria Faculty of Business, Workplace Motivation: Top Ten Advances in the Past Twenty Years

Lyman W. Porter, University of California-Irvine, Discussant

Submitted by Jerald Greenberg, greenberg.1@osu.edu

112. Panel Discussion: Saturday, 8:009:50  Sacramento (Level 2)

Strategic Coaching: Designing and Implementing Effective Executive Coaching Programs

Some of todays top companies are building on the success of executive coaching for individual development by leveraging their coaches to build high-potential leadership bench strength, align with and drive strategy, and support culture change. Presenters discuss their experiences, obstacles, and lessons learned in implementing their own organizations strategic coaching programs.

Ellen Kumata, Cambria Consulting, Chair

Derek A. Steinbrenner, Cambria Consulting, Co-Chair

Chappy Bradner, Deloitte & Touche USA, LLP, Panelist

Wendy A. Gabriel, Deloitte & Touche USA, LLP, Panelist

Colleen Gentry, Wachovia Corporation, Panelist

Dolon Gundoju, MetLife, Panelist

Jeffrey Wentling, Credit Suisse First Boston, Panelist

Submitted by Derek A. Steinbrenner, derek_steinbrenner@alumni.tufts.edu

113. Panel Discussion: Saturday, 8:009:50 Avalon (Level 3)

Technology Use in Selection: Past, Present, and Future

Over the past 20 years, technology usage in selection systems has been increasing. Tests may be computer-based, Internet-based, or video-based. This session will explore how far we have come using technology in selection over the past 20 years, where we are now, and where we might be in 2025.

Catherine C. Maraist, Personnel Research Associates, Inc., Chair

Mary Doherty Kelly, Personnel Research Associates, Inc., Co-Chair

Donna L. Denning, City of Los Angeles, Panelist

P. Richard Jeanneret, Jeanneret & Associates, Inc., Panelist

James L. Outtz, Outtz and Associates, Panelist

Nancy T. Tippins, Personnel Research Associates, Inc., Panelist

Wade M. Gibson, W. M. Gibson & Associates, Inc., Discussant

Submitted by Catherine C. Maraist, cmaraist@pra-inc.com

114. Symposium: Saturday, 8:009:20 Emerald Bay (Level 3)

Faking It: Insights and Remedies for Applicant Faking

Research is presented that suggests that faking does occur and that it adversely affects the criterion validity and measurement structure of selection tools. In addition, new insights are provided as to the types of faking and the conditions that help promote faking. Finally, a new approach to combating faking is presented.

Stephen A. Dwight, Bristol-Myers Squibb, Chair

John J. Donovan, Virginia Tech, Stephen A. Dwight, Bristol-Myers Squibb, Dan Schneider, Sepracor Inc., 
Prevalence and Impact of Faking in an Organizational Setting

Justin E. Lebiecki, George Mason University, Lynn A. McFarland, Clemson University, Do Negative Test Reactions Contribute to Faking on Personality Measures?

Gregory M. Hurtz, California State University-Sacramento, Shannon Q. Hurtz, California State University-Sacramento, A Qualitative Examination of Deceptive Applicant Behaviors and Perceived Outcomes

Gary N. Burns, Central Michigan University, Neil D. Christiansen, Central Michigan University, Richard L. Griffith, Florida Institute of Technology, Use of Social Desirability as a Suppressor Versus Moderator

Eric D. Heggestad, Colorado State University, Discussant

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

115. Symposium: Saturday, 8:009:50 Santa Anita A (Lobby Level)

Keys to High Team Performance on Complex Tasks

In order for work teams to successfully complete complex tasks, team members must maximize their interdependence by integrating their expertise. This symposium assembles 4 empirical papers on the effects of team leadership, team cognition, team processes, and information processing on team performance. Discussion will focus on future research and applications.

Joan R. Rentsch, University of Tennessee, Chair

Debra Steele-Johnson, Wright State University, Co-Chair

Shaun W. Davenport, University of Tennessee, Erika E. Small, University of Tennessee, Jacqueline A. Zelno, University of Tennessee, Joan R. Rentsch, University of Tennessee, Sharing the Wealth...of Information: The Role of Shared Responsibility in Team Decision Making

John E. Mathieu, University of Connecticut, Tom Ruddy, Siemens Corporation, External Leadership and Statistical Process Control Influences on Team Processes and Performance: A Quasi-Experiment

Paul R. Heintz, Wright State University, Debra Steele-Johnson, Wright State University, Team Leader Communication of Perceptions, Attitudes, and Motivation

Nancy Cooke, Arizona State University East, Preston A. Kiekel, Arizona State University East, Jamie C. 
Gorman, Arizona State University East, Team Communication as a Team Cognition Barometer

Eduardo Salas, University of Central Florida, Discussant

Submitted by Joan R. Rentsch, jrentsch@utk.edu

116. Practitioner Forum: Saturday, 8:009:50 Santa Anita B (Lobby Level)

Applying Validity Generalization: A View From the Job-Analysis Trenches

This forum will address issues practitioners commonly face when attempting to apply validity generalization (VG) theories to practice. In particular, job analysis will be highlighted as the fundamental building block of the VG approach, both from a legal and applied perspective, and best practices in this area will be emphasized.

Michael Hepperlen, ePredix, Chair

Craig J. Russell, University of Oklahoma, Review of Legal and Theoretical Foundations of the VG Paradigm: An Applied Perspective

James C. Beaty, ePredix, Eyal Grauer, ePredix/Bowling Green State University, Pamela Schultz, ePredix, Transportable Validity: Debunking Myths and Defining Best Practices

Richard A. McLellan, ePredix, Empirical and Consultative Approaches for Linking Jobs to an Established Job Family Structure: Two Related Case Studies

Ulf Chris Kubisiak, Personnel Decisions Research Institutes, Applying O*NET-Type Systems in VG Settings

Submitted by Michael Hepperlen, michael.hepperlen@epredix.com

117. Symposium: Saturday, 8:009:50 Santa Anita C (Lobby Level)

Leadership, Affect, and Emotions

Earlier theoretical analyses have recognized that affect and emotions may play an important role in leadership effectiveness, but leadership research only recently started to systematically study the role of affect and emotions. The presentations in this symposium provide a state of the art sample of research in this emerging field.

Daan Van Knippenberg, Erasmus University-Rotterdam, Chair

Joyce E. Bono, University of Minnesota, Remus Ilies, Michigan State University, Linking Leader Emotions to Follower Responses: Alternative Explanations?

Frederic Damen, Erasmus University-Rotterdam, Barbara Van Knippenberg, Free University-Amsterdam, Daan Van Knippenberg, Erasmus University-Rotterdam, Leader Emotions and Follower Behavior: Emotion, Valence of Message, and Positive Affectivity

Remus Ilies, Michigan State University, Frederick P. Morgeson, Michigan State University, Stephen E. Humphrey, Florida State University, Scott Derue, Michigan State University, LeaderFollower Emotional Contagion in Small Teams: A Longitudinal Study of Team Formation and Performance

Loren J. Naidoo, University of Akron, Nicole Walters, University of Akron, Robert G. Lord, University of Akron, David A. DuBois, Psychological Systems and Research, Inc., Seeing is Retrieving: Recovering Emotional Content in Leadership Processes

Daan Van Knippenberg, Erasmus University-Rotterdam, Barbara Van Knippenberg, Free University-Amsterdam, Frederic Damen, Erasmus University-Rotterdam, Gerben A. Van Kleef, University of Amsterdam, Leader Self-Relevant Emotions and Follower Collective Self-Evaluations

Timothy A. Judge, University of Florida, Discussant

Submitted by Daan Van Knippenberg, dvanknippenberg@fbk.eur.nl

118. Panel Discussion: Saturday, 8:009:50 Palos Verdes (Lobby Level)

Then and Now: Influences Generated and Sustained by Organizational Leaders

The purpose of this panel is to discuss the path of leadership using a Then & Now perspective, with emphasis on the multiple dimensions used to describe leaders and the interactions they encounter. Topics to be discussed include relevant research questions in the field, needs for conceptual foundations, and methodological issues.

Richard D. Arvey, University of Minnesota, Chair

Deborah DiazGranados, University of Central Florida, Co-Chair

Nic Bencaz, University of Central Florida, Co-Chair

Richard D. Arvey, University of Minnesota, Panelist

Julian I. Barling, Queens University, Panelist

George B. Graen, University of Louisiana-Lafayette, Panelist

Michael D. Mumford, University of Oklahoma, Panelist

Mary Uhl-Bien, University of Central Florida, Panelist

Submitted by Deborah DiazGranados, de712800@pegasus.cc.ucf.edu

119. Education Forum: Saturday, 8:009:50 San Fernando (Lobby Level)

Web-Based Instruction: Practical Guidance From the Field

Due to many forces (e.g., cost, flexibility, convenience, and pedagogical advantage), many professors of I-O psychology are adapting their traditional classroom teaching to using varying levels of online support. Presenters in this forum will discuss their formats, experiences, challenges, and assessment of the Web-based strategies they utilize.

Paige Porter Wolf, George Mason University, i

Roseanne J. Foti, Virginia Tech, Teaching Industrial-Organizational Psychology as a Partial-Distance Course

Sylvia J. Hysong, Veterans Health Administration, Keeping Your Touch and Keeping Your Sanity: Best Practices for Large Online Courses

Michelle A. Marks, George Mason University School of Management, Blended Approach to Delivering Graduate Education in Organizational Behavior

Todd C. Harris, PI Worldwide, Teaching Team Dynamics at the University of Phoenix: A Distance-Based Learning Approach

Heather Roberts Fox, Towson University, Navigating the Uncharted Waters of Distance Learning in a Graduate HRD Program

Submitted by Paige Porter Wolf, pwolf1@gmu.edu

120. Practitioner Forum: Saturday, 8:008:50 San Gabriel A (Lobby Level)

Beyond the Classroom: Training and Development in the 21st Century

During the past decade, training researchers have made theoretical advances. However, many of these advances have not been widely applied in either public or private organizations. The participants in this forum describe innovative training and development projects that combine advanced technology with applied psychology research and principles.

Gerald F. Goodwin, U.S. Army Research Institute, Chair

Lisa A. Boyce, U.S. Air Force Academy, Lynn A. Streeter, Pearson Knowledge Technologies, Karen Lochbaum, Pearson Knowledge Technologies, Noelle Lavoie, Pearson Knowledge Technologies, Joseph Psotka, U.S. Army Research Institute, Employing Automated Web-Based Systems to Develop Leader Tacit Knowledge

Tara D. Carpenter, Federal Management Partners, Development of a Distributed Commander-Controlled Interpersonal Skill Training System

Charles T. Keil, Personnel Decisions Research Institutes, David W. Dorsey, Personnel Decisions Research Institutes, Susan S. White, Personnel Decisions Research Institutes, Steven S. Russell, Personnel Decisions Research Institutes, Amy Bolton, NAVAIR Orlando/UCF, Wendi Buff, NAWCTSD/UCF, Applying Intelligent Tutoring in Team Training Environments

Submitted by Lisa A. Boyce, Boycela@msn.com

121. Panel Discussion: Saturday, 8:009:50 San Gabriel B (Lobby Level)

Experiencing Career Transition in I-O: Challenges, Benefits, and Insights

This session will feature a diverse group of panelists who will share their experiences of different career transitions within the field of industrial-organizational psychology. The panel will provide an open forum where panelists and audience participants can openly discuss the challenges and benefits of various career transitions.

Lyse Wells, Colarelli, Meyer & Associates, Inc., Chair

Rick R. Jacobs, Pennsylvania State University, Panelist

Sandra L. Lee, Invitrogen, Panelist

Christopher T. Rotolo, Behavioral Insights, LLC, Panelist

Paul W. Thayer, North Carolina State University, Panelist

Anna Marie Valerio, Executive Leadership Strategies, LLC, Panelist

Submitted by Lyse Wells, lyse@the-wells.com

122. Master Tutorial: Saturday, 8:009:50 San Gabriel C (Lobby Level)

Two CE Credits Available for Attending!  Register at the Session

Fundamentals of Employment Law: Concepts and Applications

An advanced introduction to exployment law as it affects the practice of I-O psychology. It assumes some understanding of the major laws, primarily enforced by EEOC. The tutorial focuses on legal concepts and vocabulary, the sources of employment law, and how employment law has developed through court decisions.

Donald L. Zink, Personnel Management Decisions, Presenter

Submitted by Donald L. Zink, donlzink@aol.com

123. Practitioner Forum: Saturday, 8:009:20  San Pedro (Lobby Level)

The Credentialing Process: What I-O Psychologists Need to Know

Practicing in the credentialing arena requires an understanding of the differences between certification and licensure and more traditional I-O functions. The goals of this forum are to educate participants about the unique challenges posed by credentialing and highlight what they need to know to practice successfully in this domain.

Patrick Gavan OShea, American Institutes for Research, Chair

Deirdre J. Knapp, HumRRO, Working as an I-O Psychologist in the Credentialing World

Kelley J. Krokos, American Institutes for Research, Daniel C. Kuang, American Institutes for Research, Practical Issues Regarding Item Development for Credentialing

Cynthia A. Searcy, Federation of State Boards of Physical Therapy, Timothy P. McGonigle, Caliber Associates, Administration and Psychometric Decisions in Credentialing

Dwayne G. Norris, American Institutes for Research, Janet Duffy Carson, Independent Consultant, Putting Credentialing in Context

Submitted by Patrick Gavan OShea, goshea@air.org

124. Master Tutorial: Saturday, 8:009:50  Santa Barbara A (Lobby Level)

Two CE Credits Available for Attending! 
Register at the Session

A Master Tutorial by Sidney A. Fine

Functional job analysis (FJA) is a widely used job analysis method that draws heavily on the Things Data People (TDP) concept. The originator of FJA and TDP, Sidney A. Fine, presents a 2-hour master tutorial to cover both. It is especially aimed toward graduate students and young career professionals.

Sidney A. Fine, Self-employed, Presenter

Submitted by Steven F. Cronshaw, cronshaw@psy.uoguelph.ca

125. Symposium: Saturday, 8:009:50 Santa Barbara B (Lobby Level)

Measuring Affect in Organizations: New Measures, Controversies, and Recent Findings

This symposium addresses current thinking about the measurement of affect in organizations. Papers included cover important constructs including emotional intelligence and affective commitment, a new measure of specific emotions, and a consideration of cultural influences. A theme cutting across all the papers is whether self-report adequately captures affect.

Edward L. Levine, University of South Florida, Chair

Neal M. Ashkanasy, University of Queensland, Claire E. Ashton-James, University of New South Wales, Marie T. Dasborough, University of Queensland, Measuring Affect in Experimental Research in Organizations

David R. Caruso, WorkLife Strategies, An Intelligent Way to Assess Emotional Intelligence

Andrea Fischbach, University of Gottingen, Johannes D. Rank, University of South Florida, Ozgun Burcu Rodopman, University of South Florida, Cross-Cultural Affect Measurement: General Issues and the U.S.-German Example

Edward L. Levine, University of South Florida, Xian Xu, University of South Florida, Development and Validation of the State Trait Emotion Measure (STEM)

Soni K. Basi, International Survey Research, Rebecca C. Masson, International Survey Research, Patrick Kulesa, International Survey Research, Affective Commitment: Bringing Harmony to a Three-Part Model of Employee Engagement

Howard M. Weiss, Purdue University, Daniel J. Beal, Rice University, Shelley M. McDermid, Military Family Research Institute at Purdue, An Affective Component for Affective Commitment: Development of a Scale

Cynthia D. Fisher, Bond University, Discussant

Submitted by Edward L. Levine, elevine@luna.cas.usf.edu

126. Symposium: Saturday, 8:009:50 Santa Barbara C (Lobby Level)

Levels of Analysis in Cross-Cultural Organizational Research

Levels of analysis issues are inherent to organizational research. These issues are further complicated when organizational researchers venture to study culture. A panel of theorists and researchers explores a diverse range of topics to demonstrate how close attention to levels issues can improve organizational theory and research on culture.

Andrew P. Knight, University of Pennsylvania, Chair

Lisa M. Leslie, University of Maryland, Co-Chair

Michele J. Gelfand, University of Maryland, Co-Chair

Lisa M. Leslie, University of Maryland, Andrew P. Knight, University of Pennsylvania, Culture and Organizational Research: Whats the Construct? Wheres the Variance?

Miriam Erez, Technion, Top-Down and Bottom-Up Processes in Understanding Culture

Michele J. Gelfand, University of Maryland, Jana L. Raver, Queens University, Lisa H. Nishii, Cornell University, Lili Duan, University of Maryland, Beng-Chong Lim, Ministry of Defense-Singapore, A Multilevel Theory of Cultural Tightness-Looseness

Paul J. Hanges, University of Maryland, Felix C. Brodbeck, Aston University, Marcus W. Dickson, Wayne State University, Cross-Level Interactions: Industry and Cultures Influence on Organizational Practices

Steve W. J. Kozlowski, Michigan State University, Discussant

Cristina B. Gibson, University of California-Irvine, Discussant

Submitted by Andrew P. Knight, knighta@wharton.upenn.edu

127. Symposium: Saturday, 8:009:50 San Bernardino (Lobby Level)

Managing Errors in Organizations

Organizations must take great care as they develop policies and procedures targeting error-free performance. While substantial research focuses on the causes of errors, less research addresses theoretical and practical issues about managing errors after they occur. The research presented in this symposium seeks to inform issues on error management.

David A. Hofmann, University of North Carolina at Chapel Hill, Chair

Zhike Lei, University of North Carolina at Chapel Hill, Co-Chair

Nina Keith, University of Giessen, Michael Frese, University of Giessen, Performance Effects of Error Management Training: A Meta-Analysis

Ranga Ramanujam, Purdue University, Subrahmaniam Tangirala, Purdue University, Voluntary Reporting of Impermissible Errors

Zhike Lei, University of North Carolina at Chapel Hill, Towards a Model of Error Identification in Work Teams

David A. Hofmann, University of North Carolina at Chapel Hill, Barbara Mark, University of North Carolina at Chapel Hill, Michael Belyea, University of North Carolina at Chapel Hill, Errors, Violations, and Climates for Error and Safety

Katherine J. Klein, University of Pennsylvania, Discussant

Submitted by Zhike Lei, zlei@email.unc.edu

128. Symposium: Saturday, 8:009:50 Beaudry A (Lobby Level)

Benefits of Mentoring for Mentors: New Directions in Research

It is widely recognized that involvement in mentoring relationships leads to numerous positive outcomes for proteges, but far less research has examined the benefits of mentoring for mentors. This symposium presents 4 empirical papers, which together identify specific predictors and outcomes of these benefits of mentoring for mentors.

Lillian T. Eby, University of Georgia, Chair

Jaime R. Durley, University of Georgia, Co-Chair

Elizabeth M. Lentz, University of South Florida, Tammy D. Allen, University of South Florida, Mentoring and the Career PlateauAddressing the Empirical Gap

Lillian T. Eby, University of Georgia, Jaime R. Durley, University of Georgia, Sarah C. Evans, University of Georgia, Kristen Shockley, University of Georgia, What Predicts the Benefits of Mentoring for Mentors?

Melenie J. Lankau, University of Georgia, Robert R. Hirschfeld, University of Georgia, Chris H. Thomas, University of Georgia, Dyadic Dispositional Characteristics as Determinants of Mentors Personal Learning

John J. Sosik, Pennsylvania State University-Great Valley, Veronica Godshalk, Pennsylvania State University-Great Valley, The Benefits of the Social Judgment of Mentors

Daniel B. Turban, University of Missouri, Discussant

Submitted by Jaime R. Durley, jdurley@uga.edu

129. Symposium: Saturday, 8:009:50 Beaudry B (Lobby Level)

Understanding and Improving Situational Judgment Tests

This symposium explores methods for improving the administration and use of situational judgment tests (SJTs). Research compares different media for administration, different experts used for scoring, and different scoring algorithms. Comparisons are made in light of psychometric standards (high reliability, validity) and practical goals (reducing cost and testing time).

Frederick L. Oswald, Michigan State University, Chair

Filip Lievens, Ghent University, Effects of Administration Medium on the Predictive Validity of Situational Judgment Tests

Alyssa Friede, Michigan State University, Anna Imus, Michigan State University, Frederick L. Oswald, Michigan State University, Using Shorter Items in a Situational Judgment Inventory

Robert E. Ployhart, University of South Carolina, Jeff A. Weekley, Kenexa, Crystal Michele Harold, George Mason University, Amy Cooper Hakim, Office Depot, Influence of Subject Matter Experts on SJT Validity

Gordon Waugh, HumRRO, Teresa L. Russell, Self-Employed, A Comparison of Situational Judgment Test Formats, Scoring Key Developers, and Scoring Algorithms

Jeff W. Johnson, Personnel Decisions Research Institutes, Comparing Situational Judgment Test Scoring Algorithms: Effects on Criterion-Related Validity and Adverse Impact

Stephan J. Motowidlo, University of Minnesota, Discussant

Submitted by Frederick L. Oswald, foswald@msu.edu

130. Poster Session: Saturday, 8:008:50  Pasadena (Lower Level)

Leadership


130-1. Leadership Style and the Link With Counterproductive Work Behavior (CWB)

Relations among job stressors, leadership style, emotional reactions to work, counterproductive work behavior (CWB), and autonomy were investigated. Participants representing a wide variety of jobs were surveyed. Results indicate that transactional leadership style is related to negative emotions and occurrence of CWB. Relationships between variables were mediated by emotions.

Kari Bruursema, University of South Florida

Paul E. Spector, University of South Florida

Submitted by Kari Bruursema, karib@mail.usf.edu

130-2. Here Today, Gone Tomorrow: Leader Departure and a Lingering Vision

This study examines ramifications of a leaders departure during the height of vision implementation. Through qualitative analysis of 19 interviews, we explore followers identification, internalization, and commitment to a vision before and after a leaders exit. Results indicate postdeparture followers see the vision as more closely associated with the leader.

Melissa K. Carsten, Claremont Graduate University

Michelle C. Bligh, Claremont Graduate University

Submitted by Melissa K. Carsten, melissa.carsten@cgu.edu

130-3. Toward a Dynamic Theory of Crisis Leadership Emergence: A Beginning

The contingency approach to leadership states that the individual characteristics related to emergent leadership will depend on the situation in which the potential leader is placed. This paper presents propositions related to the emergence of leaders in dynamic, life-threatening crisis situations. Cognitive ability, sex, gender, and personality are examined. 

Stephanie M. Drzakowski, Michigan State University

Submitted by Stephanie M. Drzakowski, merrit44@msu.edu

130-4. Leadership and Employee Development: The Mediating Role of Employees Self-Efficacy

We investigated whether employees self-efficacy mediated the relationships between various leadership characteristics and employee development. Results suggested that goal setting is directly related, LMX is positively and indirectly related, and feedback is negatively and indirectly related to employee development. Inspirational leadership was related to neither employee development nor employees self-efficacy.

Xander Bezuijen, Tilburg University

Henk Thierry, Tilburg University

Karen Van Dam, Tilburg University

Peter T. Van den Berg, Tilburg University

Submitted by Xander Bezuijen, x.m.bezuyen@uvt.nl

130-5. Relative Usefulness of MLQ and ELQ in Predicting Leadership Outcomes

The current study examines the relationship among leadership dimensions as measured by two inventories: the Multifactor Leadership Questionnaire (MLQ) and the Empowering Leadership Questionnaire (ELQ). In various organizational samples, the relative usefulness of each measure in predicting leader outcomes such as performance, job satisfaction, and commitment is explored.

Hannah L. Jackson, University of Minnesota

Emily E. Duehr, University of Minnesota

Joyce E. Bono, University of Minnesota

Submitted by Hannah L. Jackson, jack0364@umn.edu

130-6. Personal Values and Task-Oriented Versus Relationship-Oriented Leader Emergence

This study explored the relationship between personal values and leader emergence in college students. Different values predicted task-oriented leader emergence and relationship-oriented leader emergence. Results also indicated that individuals solved leadership problems differently depending upon the type of problem presented and their emerging style of leadership (task vs. relationship).

Jody J. Illies, St. Cloud State University

Roni Reiter-Palmon, University of Nebraska-Omaha

Jennifer A. Nies, St. Cloud State University

Jenny Merriam, St. Cloud State University

Submitted by Jody J. Illies, jjillies@stcloudstate.edu

130-7. Evaluation and Assessment of the Effects of Adversity on Leadership

Due to the changing, often chaotic environment of business today, the nature of leadership is riddled with adversity. However, there is little, if any, empirical modeling of successful adversity coping strategies. When fit to a proposed model, including coping strategies and personal characteristics, findings indicated that transformational leadership qualities emerge.

Brian L. Parry, San Juan College

Submitted by Brian L. Parry, parryb@sanjuancollege.edu

130-8. The Effects of Emotion on Followers During Vision Implementation

Examined the effects of leader emotions on follower willingness to endorse a vision, as indicated by congruence ratings, trust, performance, and perceptions of leader effectiveness. Active positive and negative emotions resulted in higher performance than passive ones. Negative emotions increased congruence, trust, and perceptions for followers low in emotional intelligence.

Ethan P. Waples, University of Oklahoma

Mary Shane Connelly, University of Oklahoma

Submitted by Ethan P. Waples, ewaples@psychology.ou.edu

130-9. Tough Calls: Apologies and Transformational Leadership

In a randomized field experiment involving 94 hockey coaches, we investigated the relationship between apologizing and transformational leadership perceptions. When referees apologized for mistakes that they made during games, coaches rated them as more transformational than when no apology was offered. Perceptions of interpersonal justice mediated this relationship.

Sean Tucker, Queens University

Julian I. Barling, Queens University

Nick Turner, Queens University

Submitted by Sean Tucker, stucker@business.queensu.ca

130-10. Transformational Leadership in the Eye of the Beholder?

This study examined the efficacy of experimenter observation as an alternate method of measuring transformational leadership. It demonstrated that subordinate ratings of transformational leadership and direct observations of transformational behaviors are distinct constructs with discrete patterns of structural validity and different relationships with outcomes.

Brian J. Hoffman, University of Tennessee-Knoxville

Carrie A. Blair, University of Tennessee-Knoxville

Katie Helland, University of Tennessee-Knoxville

Submitted by Carrie A. Blair, cblair5@utk.edu

130-11. Commitment to Self-Improvement as a Predictor of Leader Credibility

This study explored the relationship between leaders commitment to self-improvement and their credibility using 360-degree feedback data. Across 4 unique samples, results indicated that the more committed a leader was to their own development, the more credible they appeared to constituents. Implications for leaders and future research are discussed.

Robert K. Gable, Leadership Research Institute

Steven M. Rumery, Leadership Research Institute

Cathleen A. Swody, University of Connecticut

Submitted by Cathleen A. Swody, cathleen.swody@uconn.edu

130-12. An Examination of Motivational Antecedents to Transformational Leadership Behavior

Few researchers have examined motivation as an antecedent to transformational leadership behavior. This study tested the relationship between variables thought to have motivating properties (i.e., the dimensions of psychological empowerment and job involvement) and transformational leadership. In support of our hypotheses, competence and job involvement were related to transformational behavior.

Katie Helland, University of Tennessee-Knoxville

Jillian A. Peat, University of Tennessee-Knoxville

Submitted by Katie Helland, khelland@utk.edu

130-13. Examining the Female Leadership Advantage Across Multiple Rating Sources

This study examined gender differences in leadership style across multiple rating sources for organizational leaders, addressing limitations in previous research (Eagly, Johannesen-Schmidt, & van Engen, 2003; Eagly & Johnson, 1990). Results indicate a female leadership advantage in subordinate and peer ratings but not in self-, supervisor, or assessment center ratings.

Katie Helland, University of Tennessee-Knoxville

Cheryl D. Barksdale, University of Tennessee-Knoxville

Jillian A. Peat, University of Tennessee-Knoxville

Submitted by Cheryl D. Barksdale, cbarksd1@utk.edu

130-14. Influence of Leader Trust on Policy Agreement

The study examined the relationship between leader trust and policy (teacher certification) agreement with a sample of teachers. Results indicated the higher the level of trust with the principal, the higher the extent of agreement of subordinate agreement regardless of position taken by the principal.

John P. Steele, Morningside College 

John N. Pinto, Morningside College

Submitted by John N. Pinto, pinto@morningside.edu

130-15. Relationships Between Leader and Follower Identification and Followers Attitudes

The results of a 2-sample multilevel study illustrate a significant relationship between leader identification and follower identification. Moreover, indirect relations between leader identification and followers satisfaction and self-reported citizenship behaviors mediated by follower identification have been predicted and supported by the data.

Rolf Van Dick, Aston University

Giles Hirst, Aston University

Michael Grojean, Aston University

Andreas W. Richter, Aston University

Submitted by Rolf Van Dick, r.vandick@aston.ac.uk

130-16. Male and Female Managers Nonverbal Ability and Others Ratings

I hypothesized that sex moderates the relation between managers nonverbal emotional decoding ability and others ratings. Perhaps due to gender stereotypes regarding emotional sensitivity, female but not male managers who more accurately decoded nonverbal emotional expressions received higher performance ratings by their supervisor and higher satisfaction ratings by their subordinates.

Kristin Lynn Byron, Rochester Institute of Technology

Submitted by Kristin Lynn Byron, kbyron@cob.rit.edu

130-17. Power, Voice, and Hierarchy: Antecedents of Speaking Up in Groups

We study the effects of interpersonal power and social dominance orientation on voice behavior. We propose, and results support, that power and voice are related through social dominance orientation (SDO), such that high levels of SDO lead to power-consistent voice behavior. Implications and future directions are then discussed.

Gazi Islam, Tulane University

Michael J. Zyphur, Tulane University

L. Paul Lewis, Tulane University

Submitted by Michael J. Zyphur, mzyphur@tulane.edu

130-18. Organizational Tenure Moderates the Impact of Leadership on Work Attitudes

Based on data collected from 285 employees in 4 companies in China, we found that psychological empowerment partially mediated the link between participative leadership behavior and organizational commitment. The impact of participative leadership behavior was stronger for short-tenure employees than for long-tenure employees.

Herman M. Tse, University of Queensland

Submitted by Herman M. Tse, H.Tse@business.uq.edu.au

130-19. How Openness to Experience and Charismatic Leadership Influence Creative Performance

We tested the effect of openness to experience and charismatic leadership on creativity. Data was collected from 167 employeesupervisor pairs. Openness to experience was positively related to creativity, and this relationship was partially mediated by creative self-efficacy. Open-to-experience subordinates had high creative performance when leader charisma was high.

Susan Strickland, University of Colorado-Denver

Annette Towler, Illinois Institute of Technology

Submitted by Annette Towler, towler@iit.edu

130-20. Personality and Leadership Emergence in Leaderless Group Discussions: A Meta-Analysis

The leaderless group discussion (LGD) is a commonly used technique to assess leadership emergence. To identify the important personality variables (e.g., Extraversion, Openness) with the strongest relationship to leadership emergence in LGDs, we used meta-analysis to combine and compare results from 45 studies that produced 196 effect sizes.

Nurcan Ensari, Alliant International University

Ronald E. Riggio, Claremont McKenna College

Submitted by Nurcan Ensari, nensari@hotmail.com

130-21. Consideration, Initiating Structure, and Transformational Leadership

The current study tested the relative predictive validity of consideration, initiating structure, and transformational leadership. Using meta-analytic regression, results suggest that transformational leadership is strongly related to both consideration (r =.46) and structure (r = .27). In addition, consideration and initiating structure each explained variance in satisfaction and performance beyond transformational leadership.

Kevin Miliffe, University of Florida

Ronald F. Piccolo, University of Florida

Timothy A. Judge, University of Florida

Submitted by Kevin Miliffe, kevin.miliffe@cba.ufl.edu

130-22. The Role of Leaders and Organizational Adjustments on Organizational Performance

The purpose of this study is to examine the role of leadership styles (transformational/transactional) and organizational adjustments (high/low) on perceived organizational success. As predicted, we found that when changes are frequent, the organization is perceived as more successful when these changes are undertaken by a transformational leader.

Ilir Boga, Alliant International University

Nurcan Ensari, Alliant International University

Submitted by Nurcan Ensari, nensari@hotmail.com

130-23. Effects of Leadership Self-Efficacy on Goal Structures

The structure of leadership goals was used to investigate factors that predict the complexity of leadership planning. Leadership self-efficacy, social intelligence, aptitude, and experience predicted goal structure complexity. Results supported the validity and utility of studying relations among distal and proximal goals to advance studies of leader cognition.

Thomas D. Kane, Southwest Missouri State University

Leighann E. Volentine, Southwest Missouri State University

Philip T. Walmsley, Southwest Missouri State University

Kimberlee M. Kassel, Southwest Missouri State University

Michael J. McCormick, Texas A&M University

Submitted by Thomas D. Kane, tdk464F@smsu.edu

130-24. Addressing Gender Disparity in Union Leadership: Influences on Self-Efficacy

We sought to address gender disparity in union leadership by studying the effects of gender similarity between union members and their stewards. We found that gender similarity augmented the effects of verbal persuasion and vicarious experience on self-efficacy to be a steward.

Lisa Kath, University of Connecticut

Steven Mellor, University of Connecticut

Lizabeth A. Barclay, Oakland University

Carrie A. Bulger, Quinnipiac University

Submitted by Lisa Kath, lisa.kath@uconn.edu

130-25. The Interrelationship Between Abusive Supervision, LeaderMember Exchange, and Various Outcomes

We extend research on abusive supervision by examining different outcomes and exploring relationship quality (LMX) as a mediator. Using a matched sample of 175 supervisors and subordinates, we found that abusive supervision had a negative impact on most outcomes, but the best representation was when LMX served as a mediator.

Kenneth J. Harris, Bradley University

K. Michele Kacmar, University of Alabama

Ranida Boonthanom, Indiana University Southeast

Submitted by Kenneth J. Harris, kjharris@bradley.edu

130-26. Leadership Transference: The Generalization of Leader Characteristics and Associated Attributions

This research demonstrated that follower perceptions of new leaders are affected by leader transference, a cognitive process whereby mental representations of leaders are stored and later accessed when encountering new, similar leaders. Exposure to a leader similar to a previous leader led to the erroneous generalization of leader characteristics and attributions.

Barbara A. Ritter, Coastal Carolina University

Robert G. Lord, University of Akron

Submitted by Barbara A. Ritter, britter50@hotmail.com

130-27. Individual Differences in the Leadership and Organizational Identification Relation

Examined the relationship between leadership and organizational identification and the moderating role of self-esteem, separatenessconnectedness self-schema, and positive/negative affectivity. Results indicated positive effects of transformational leadership on affective and cognitive organizational identification but no effects for transactional leadership. Support was also found for the moderating role of affectivity and self-schema.

Olga Epitropaki, Athens Laboratory of Business Administration, Greece

Robin Martin, University of Queensland

Submitted by Robin Martin, r.martin@psy.uq.edu.au

130-28. A Quantitative Review of the Structural Validity of the MLQ

This study provides a quantitative review of the structural validity of the Multifactor Leadership Questionnaire. Based on a meta-analytic correlation matrix, 4 leadership models are compared using CFA. Results yield limited support for a transformational/ transactional distinction. Instead, the meta-analytic data support a 3-factor model including active-positive, active-negative, and passive leadership.

Brian J. Hoffman, University of Tennessee-Knoxville

Joy Oliver, University of Tennessee-Knoxville

David J. Woehr, University of Tennessee-Knoxville

Submitted by Carrie A. Blair, cblair5@utk.edu

131. Community of Interests: Saturday, 8:008:50 Pasadena (Lower Level)

Diversity

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


132. Interactive Posters: Saturday, 8:008:50 Los Feliz (Lobby Level)

Affective Attitudes and Outcomes


132-1. PA, NA, Cognitive Versus Affective Job Satisfaction: A Meta-Analytic Investigation

In this study, we meta-analytically examined whether the relationships between both positive affect (PA) and negative affect (NA) and job satisfaction differ as a function of the satisfaction measure being primarily affective or cognitive in nature. Results revealed that the effect sizes were very similar across both types of measures.

Seth A. Kaplan, Tulane University

Christopher R. Warren, Tulane University

Carl J. Thoresen, Cornerstone Management Resource Systems, Inc.

Submitted by Seth A. Kaplan, skaplan@tulane.edu

132-2. Positive and Negative Affectivity and Facet Satisfaction: A Meta-Analysis

Although several studies have investigated the dispositional approach to global job satisfaction, less attention has been given to the relationship between dispositions and facet satisfaction. The current meta-analysis found that positive and negative affectivity yielded modest to moderately strong relationships with facet satisfaction. Moderators of these relationships were also discovered.

Nathan A. Bowling, Central Michigan University

Elizabeth A. Hendricks, Central Michigan University

Stephen H. Wagner, Central Michigan University

Submitted by Nathan A. Bowling, nathan.a.bowling@cmich.edu

132-3. Cross-Cultural Generalizability of Affective, Continuance, and Normative Commitment: A Meta-Analysis

We used meta-analysis to examine the cross-cultural generalizability of Meyer and Allens 3-component model of organizational commitment. Specifically, we examined the extent to which the magnitude of commitment relations varied across cultures with respect to Hofstedes (2001) culture dimensions. Results supported the model but suggested slight cultural moderation.

David Stanley, University of Guelph

John P. Meyer, University of Western Ontario

Deborah Powell, University of Western Ontario

Harjinder Gill, University of Western Ontario

Joanna Heathcote, University of Western Ontario

Timothy A. Jackson, University of Western Ontario

Submitted by David Stanley, dstanley@uoguelph.ca

132-4. Theory and Satisfaction: Examining Affect, Cognition, and Affective Cognitive Consistency

Polynomial regression is used to investigate whether affective-cognitive consistency moderates job satisfactions relationship with several different employee outcomes. Although support for affective-cognitive consistency is mixed, statistical issues associated with the measurement of affective-cognitive consistency are illustrated, and independent effects of affect and cognition on several work outcomes are also demonstrated.

Kristian M. Veit, Northern Illinois University

Chris P. Parker, Northern Illinois University

Submitted by Kristian M. Veit, kveit@niu.edu

133. Theoretical Advancement: Saturday, 9:009:50 San Gabriel A (Lobby Level)

Managerial Justice Training: An Application of Developmental Assessment Centers

Developmental assessment centers (DACs) are proposed as an effective means for training managers to practice justice in their interactions with employees, consequently impacting subordinate attitudes/behaviors. Justice constructs are defined and then translated into explicit behavioral dimensions. The DAC method is presented. A description of a managerial justice DAC ensues.

Amanda M. Baldwin, University of Illinois at Urbana-Champaign, Chair

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

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

Submitted by Deborah E. Rupp, derupp@uiuc.edu

134. Poster Session: Saturday, 9:009:50 Pasadena (Lower Level)

Personality


134-1. When Do Proactive Individuals Feel Successful? The Role of Fit

Using a sample of teachers in Turkey, we found that proactive personality was positively related to job satisfaction only for individuals with high personorganization fit. Furthermore, proactive personality was positively related to career satisfaction only for those with high personorganization fit and personjob fit.

Berrin Erdogan, Portland State University

Talya N. Bauer, Portland State University

Submitted by Talya N. Bauer, TalyaB@Sba.pdx.edu

134-2. The Big Five Personality Factors in the US and Japan

Big Five factor structure and relative importance of the Big Five with overall assessment ratings as a criterion were compared across U.S. and Japanese managerial samples. Factor structures were comparable. Relative importance analyses suggested that the importance placed on the different personality factors may well differ across cultures.

Chet Robie, Wilfrid Laurier University

Douglas J. Brown, University of Waterloo

Paul R. Bly, Personnel Decisions International

Submitted by Chet Robie, crobie@wlu.ca

134-3. Trait Competitiveness and Sales Performance: Moderating Effects of Trait Interdependence

We examined the degree to which trait interdependence moderated the relationship between trait competitiveness and two different measures of sales performance. Trait interdependence moderated this relationship for one of the sales performance measures such that trait competitiveness predicted sales performance more strongly for those who scored low in trait interdependence.

Chet Robie, Wilfrid Laurier University

William Shepherd, PsyMax Solutions

Douglas J. Brown, University of Waterloo

Submitted by Chet Robie, crobie@wlu.ca

134-4. Personality and Vocational Interests Predicting PersonJob and PersonVocation Fit

This study tested the hypotheses that personality predicts perceived fit with job characteristics (personjob fit), and vocational interests predict perceived fit with occupations (personvocation fit). Results indicated that vocational interests were better predictors of both types of fit than personality.

Guido Makransky, San Diego State University

Karen Holcombe Ehrhart, San Diego State University

Submitted by Karen Holcombe Ehrhart, kehrhart@sunstroke.sdsu.edu

134-5. Social Desirability and the Criterion Validity of Personality Variables

This meta-analysis examined the effects of 2 social desirability factors (impression management and self-deception) on the criterion validity of personality variables. The results indicated that impression management and self-deception had specific associations with personality variables. Removing impression management or self-deception did not substantially attenuate the criterion validity of personality variables.

Andrew Li, University of Arizona

Jessica Bagger, University of Arizona

Submitted by Andrew Li, andrew@eller.arizona.edu

134-6. The Balanced Inventory of Desirable Responding (BIDR): A Reliability Generalization

This study examined the score reliability of the Balanced Inventory of Desirable Responding (BIDR). Results of a reliability generalization suggested acceptable mean reliability coefficients for the overall BIDR and IM scores (a subscale of the BIDR). Several study characteristics were related to variation of reliability coefficients across studies.

Andrew Li, University of Arizona

Jessica Bagger, University of Arizona

Submitted by Andrew Li, andrew@eller.arizona.edu

134-7. Narcissism: Relationship of Inflated Self-Perceptions to Organizational Outcomes

This manuscript reports the results of a field study which assesses the extent to which narcissism is related to inflated self-ratings of leadership, workplace deviance, contextual performance, and task (job) performance. Results revealed that narcissism was related to inflated leadership self-perceptions and self-ratings of workplace deviance and contextual performance.

Bruce Louis Rich, University of Florida

Timothy A. Judge, University of Florida

Jeffery A. LePine, University of Florida

Submitted by Bruce Louis Rich, BLRich@ufl.edu

134-8. DIF by Sex and Race in an Employment-Oriented Personality Inventory

This study was conducted to examine measurement bias in an employment-oriented personality inventory. Differential item functioning (DIF) across sex and 2 racial groups was compared, and bias correspondence across race and sex was examined. 

Richard Sheppard, Central Michigan University 

Stephen M. Colarelli, Central Michigan University

Kyunghee Han, Central Michigan University

Guangrong Dai, Central Michigan University

Daniel W. King, National Center for Posttraumatic Stress Disorder

Submitted by Guangrong Dai, dai1g@cmich.edu

134-9. Building Self-Confidence: A Meta-Analysis of the Effectiveness of Self-Efficacy Interventions

To determine the relative magnitude of self-efficacy intervention effects within work-related contexts, we conducted a meta-analysis of 43 relevant studies (222 effect sizes; N = 3,058). Results indicated relatively large effects (d = .80), although corrected population mean effect estimates varied based on type of criterion, organization, study setting, and intervention method.

D. Brian McNatt, University of Georgia 

Stacy Campbell, University of Georgia

Robert R. Hirschfeld, University of Georgia

Submitted by D. Brian McNatt, bmcnatt@terry.uga.edu

134-10. Relations Among General and Narrow Dimensions of Intelligence and Personality

We estimate abilitypersonality relations while correcting for many of the shortcomings of the existing literature; most notably, the failure to appropriately separate the variance in observed scores due to g and that due uniquely to narrow abilities. By modeling this variance appropriately, we demonstrate several unique abilitypersonality relations.

Charlie L. Reeve, University of North Carolina-Charlotte

Rustin D. Meyer, Purdue University

Silvia Bonaccio, Purdue University

Submitted by Charlie L. Reeve, clreeve@email.uncc.edu

134-11. Emotionally Intelligent Machiavellians: The Relationship Between EI, Machiavellianism, and Power

This study examined the relationships between emotional intelligence (EI), Machiavellianism (Mach), and power. Results indicated that participants who scored high on the Mach and EI scales viewed themselves as effective in manipulating others, believed themselves to be successful in social situations, and used positive power bases when influencing others.

Adam C. Bandelli, University of South Florida

Submitted by Adam C. Bandelli, abandell@mail.usf.edu

134-12. Confirmatory Factor Analysis of the NEO-PI-R Equivalent IPIP Inventory

A confirmatory factor analysis of the 300-item NEO-PI-R equivalent IPIP scale was performed and personality factor intercorrelations were examined. The results showed that the 5-factor model poorly fit the data. Intercorrelations between the 5 broad personality factors and complex relationships among the facets and factors were observed.

Jeffrey M. Cucina, George Washington University

Rebecca Goldenberg, Bureau of Customs and Border Protection

Nicholas L. Vasilopoulos, George Washington University

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

134-13. Linking the Big Five Personality Constructs to Organizational Commitment

The relationships between the Big Five personality constructs and affective, continuance, and normative commitment were investigated. Results indicated that Extraversion significantly related to all 3 forms of commitment; Neuroticism, Conscientiousness, and Openness to Experience significantly related to continuance commitment; and Agreeableness significantly related to normative commitment.

Jesse Erdheim, Bowling Green State University

Mo Wang, Bowling Green State University

Submitted by Jesse Erdheim, jerdhei@bgnet.bgsu.edu

134-14. The Influence of Employee Involvement and Conscientiousness on Helping Behaviors

Although person-by-situation models of human behavior have been advocated since the 1930s, contemporary studies typically focus on either situational factors or individual factors to predict workplace behaviors. This study examines and discusses the importance of considering both the person and the situation variables together for research in prosocial organizational behavior.

Sarah Chan, University of Texas at Arlington

George Benson, University of Texas at Arlington

Submitted by Sarah Chan, schan@exchange.uta.edu

134-15. Do Personality Traits Determine Application Success Through Biographical Information?

Structural equation modeling on matched data from 418 graduating seniors, recruiting firms, and university records demonstrated that personality (Conscientiousness, Extraversion, and Agreeableness) predicted academic achievement and leadership, which in turn predicted application success. Results support biographical information as potential source of corroborative evidence on interviewer perceptions of applicant personality.

Cheryl Tay, Nanyang Technological University

Submitted by Cheryl Tay, actay@ntu.edu.sg

134-16. A Comparison and Self- and Peer Ratings of Social Competence 

Organizations increasingly use self-report measures of social competence for purposes of diagnosis, training, and performance evaluation. Self-serving biases may hinder accurate self-report measurement. Structural equation modeling (SEM) multigroup analyses and self-peer agreement were examined to determine whether self-ratings are accurate indicators of the construct.

Morgan Morrison, Colorado State University

Eric D. Heggestad, Colorado State University

Submitted by Morgan Morrison, morganm@holly.colostate.edu

134-17. Personality Moderators of the Political Influence CompatibilityWork Outcomes Relationship

Our objectives were to confirm how political influence compatibility (PIC) explained incremental variance in work outcomes in an applied setting and to determine whether Agreeableness or Extraversion moderated this relationship. PIC explained incremental variance in work outcomes above political climate, whereas extraversion only partially moderated this relationship.

John P. Meriac, University of Tennessee

Peter D. Villanova, Appalachian State University

Submitted by John P. Meriac, johnmeriac@yahoo.com

134-18. Faking Ability as a Predictor of Training Success and Rehire

Correctional officers instructed to fake on an IPIP personality inventory produced a job desirability pattern rather than a general social desirability one, thus confirming prior research. Surprisingly, only for fakers did traits predict success in training and likelihood for rehire. Several explanations for the findings were discussed.

Thomas E. Mitchell, University of Baltimore

Aron J. Thune, University of Baltimore

Submitted by Thomas E. Mitchell, tmitchell@ubmail.ubalt.edu

134-19. Putting the Purpose Back Into Personality: A MultitraitMultigoal Approach

This study identified behavioral patterns within the domains of the 5-factor model (FFM) that share goals with regard to status- and acceptance-seeking. Evidence supported the 10 distinct dimensions, showing the goal facets within each FFM dimension were discriminable, converged with observer ratings, and differentially correlated with behavioral criteria.

Jacquelyn Renee Steele, Central Michigan University

Gary N. Burns, Central Michigan University

Neil D. Christiansen, Central Michigan University

Submitted by Gary N. Burns, burns1gn@cmich.edu

134-20. Cross-Cultural Social Intelligence: Development of a Theoretically Based Measure

This paper details the rationale for and development of an SJT measure designed to assess cross-cultural social intelligence and its 2 main dimensions (empathy and ethnocentrism). Content analysis findings (using evaluators from 5 countries) support the quality of the scenarios and alternatives.

M. Evelina Ascalon, Erasmus University-Rotterdam

Deidra J. Schleicher, Purdue University

Marise Born, Erasmus University-Rotterdam

Submitted by M. Evelina Ascalon, ascalon@fsw.eur.nl

134-21. Effects of Workload History and Extraversion on Task Performance

This study manipulated workload levels and used a technique examining workload history to test Eysencks (1967) theory of extraversion. Participants consisted of 71 undergraduates who performed an auditory vigilance task. A repeated measures ANOVA revealed that extraverts and introverts respond differently to sudden decreases in workload levels. Implications are discussed.

Amanda D. Angie, University of Oklahoma

Luz-Eugenia Cox-Fuenzalida, University of Oklahoma

Submitted by Amanda D. Angie, aangie@psychology.ou.edu

134-22. Interaction of Social Skills and Goal Orientation on Feedback-Seeking Behavior

Goal orientation has been shown to influence feedback seeking in past research. However, little research has studied the influence of social skills on this relationship. In the present study, social skills moderated the goal orientation feedback seeking relationship, implying that training of social skills should positively influence feedback seeking.

Jason Dahling, University of Akron

Brian G. Whitaker, University of Akron

Submitted by Jason Dahling, jjd12@uakron.edu

134-23. Interactive Effects of Situational Judgment Effectiveness and Proactive Personality

As hypothesized, proactive personality (PAP) predicts work perceptions and work outcomes positively for individuals with high situational judgment effectiveness (SJE) but negatively for those with low SJE. The findings challenge the assumption that PAP is always adaptive and caution against direct interpretations of bivariate associations between PAP and work-relevant criteria.

David Chan, National University of Singapore

Submitted by David Chan, davidchan@nus.edu.sg

134-24. Evaluating Applicant Faking Via Bright and Dark-Side Measures of Personality

Despite recent and consistent findings supporting the predictive and construct validity of personality assessments, faking is still considered an issue within employee selection contexts. This paper evaluates whether positive response distortion represents faking or, conversely, valid and interpretable variance by assessing profile correspondence on measures of bright- and dark-side personality.

Nicole R. Bourdeau, Hogan Assessment Systems

Jared D. Lock, Hogan Assessment Systems

Submitted by Nicole R. Bourdeau, nicole@hoganassessments.com


134-25. Personality Validity: The Role of Schemas and Motivated Reasoning

We investigated whether applying for a specific job leads applicants to adopt a schema. Once adopting the schema, respondents use that schema in a way that inaccurately reflects what their behavior is. Consequently, as hypothesized, there is a lowering of validities. Implications for optimizing personality assessment for selection are provided.

Zvi H. Aronson, Stevens Institute of Technology

Richard R. Reilly, Stevens Institute of Technology

Submitted by Zvi H. Aronson, zaronson@stevens.edu

134-26. Retirement and Drinking Outcomes: Moderating Effects of Occupation and Narcissism

We investigated the relationship between occupation, retirement, and narcissistic tendencies in predicting drinking outcomes. Results show that drinking increases the most for highly narcissistic retirees exiting high status occupations. Highly narcissistic retirees exiting lower status occupations drank less. We conclude with suggestions for practice and future research.

Kenneth W. Zlatoper, University of Illinois at Chicago

Judith A. Richman, University of Illinois at Chicago

Kathleen Rospenda, University of Illinois at Chicago

Jennifer L. Z. Ehmke, Univeristy of Illinois at Chicago

Joseph A. Flaherty, University of Illinois at Chicago

Submitted by Kathleen Rospenda, krospenda@psych.uic.edu

134-27. Cognitive Mapping Strategies of Responses to Multidimensional Forced-Choice Personality Items

We used verbal protocol analysis to examine how respondents compare their standing on traits to those assessed by statements on multidimensional forced-choice personality scales. All strategies were consistent with an unfolding model, thereby confirming the assumptions of the process model in question. Practical and theoretical implications are also discussed.

Rustin D. Meyer, Purdue University

Charlie L. Reeve, University of North Carolina-Charlotte

Eric D. Heggestad, Colorado State University

Rodney A. McCloy, HumRRO

Submitted by Rustin D. Meyer, meyer@psych.purdue.edu

134-28. Personality and Training Performance: Examining Moderation and Curvilinearity

This study examined the association between personality and training performance, focusing specifically on the interrelations between achievement motivation and emotional stability. In a linear model, an interaction between the 2 variables predicted performance. However, adding quadratic effects indicated that emotional stability is a spurious moderator of the achievementperformance relationship.

Arwen Elizabeth Hunter, George Washington University

Nicholas L. Vasilopoulos, George Washington University

Courtney L. Morewitz, George Washington University

Susan M. Reilly, U.S. Department of Homeland Security

Submitted by Arwen Elizabeth Hunter, arwen_hunter@yahoo.com

134-29. Modeling the Individual Difference Determinants of Faking: Integration and Extension

This paper describes an integrated model of individual difference determinants of faking on personality tests. Results indicate that at least 2 factors are involved in predicting faking behavior. This study extends the literature on individual differences as determinants of faking and provides a validation of a measure of these determinants.

Stephanie N. Seiler, University of Illinois at Urbana-Champaign

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

Submitted by Stephanie N. Seiler, sseiler@cyrus.psych.uiuc.edu

135. Community of Interests: Saturday, 9:009:50  Pasadena (Lower Level)

Occupational Health Psychology

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

136. Interactive Posters: Saturday, 9:009:50 Los Feliz (Lobby Level)

New Directions in Organizational Justice


136-1. Testing Event-Based and Social Entity Justice Judgments

Cropanzano, Byrne, Bobocel, & Rupp (2001) suggested that there are 2 justice paradigms: event judgments (i.e. specific occurrences) and social entity judgments (i.e. person, group, organization). We provide evidence that event-based and social entity justice judgments are distinct and have differential outcomes. Implications for science and practice are discussed. 

Tasha L. Eurich, Colorado State University

Zinta S. Byrne, Colorado State University

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

136-2. Mortality and Morality: Integrating Organizational Justice and Terror Management Frameworks

This study examined the relationship between mortality salience and the need for justice. It was hypothesized that this relationship would be moderated by individual differences in moral maturity. Hypotheses were partially supported. Mortality salience interacted with morality to predict need for distributive justice.

Jordan Stein, Anheuser-Busch, Inc.

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

Submitted by Deborah E. Rupp, derupp@uiuc.edu

136-3. Implicit Effects of Organizational Justice: Moving Beyond Social-Exchange Frameworks

We examined implicit effects of organizational justice via an experimental design where participants received fair or unfair treatment. Results showed that experienced (un)fairness is related to activation of regulatory foci and happysad and anxiouscalm affect dimensions. These findings have implications for considering nonsocial exchange perspectives.

Russell E. Johnson, University of Akron

Chu-Hsiang Chang, University of Akron

Christopher C. Rosen, University of Akron

Submitted by Russell E. Johnson, rej1@uakron.edu

136-4. Integrating Applicant Attraction and Organizational Justice: An Uncertainty-Based Perspective

Drawing on signaling theory and uncertainty management theory, we integrate applicant attraction and organizational justice research. In 2 separate studies, participants were more attracted to fair organizations. Further, consistent with the theoretically derived hypotheses, individuals high in need for closure perceived better fit and were more attracted to fairer organizations.

David M. Mayer, University of Maryland

Jonathan C. Ziegert, University of Maryland

Karen Holcombe Ehrhart, San Diego State University

Submitted by David M. Mayer, dmayer@psyc.umd.edu

Coffee Break   Saturday, 10:0010:30   Multiple Locations


137. Theoretical Advancement: Saturday, 10:3012:20 San Jose (Level 2)

Continuous Learning at the Individual, Group, and Organizational Levels

Continuous learning is vital in todays organizationsfor individuals, groups, and organizations. The goal of this forum is to communicate a new systems model of learning that pulls together the divergent literatures on learning and then to provide research and commentary addressing the whole and each component of the model.

Valerie I. Sessa, Montclair State University, Chair

Manuel London, SUNY-Stony Brook, Co-Chair

Manuel London, SUNY-Stony Brook, Valerie I. Sessa, Montclair State University, A Systems Approach to 
Learning


Cynthia D. McCauley, Center for Creative Leadership, Organizational Environment for Individual Learning

Michael West, University of Aston, Group Learning

David V. Day, Pennsylvania State University, What Do We Talk About When We Talk About Organizational Learning?

Robert B. Mintz, R.B. Mintz & Co, LLC, The Intersection of Organizational Learning Theory and Practice: Why Its So Often a Twenty-Car Pile-Up

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

138. Symposium: Saturday, 10:3012:20  San Francisco (Level 2)

Practical Applications of Organizational Justice: Putting Fairness to Work

Four novel applications of organizational justice are presented: (a) fairness of disabled peoples use of accommodative procedures, (b) interpersonal justice as a moderator of cruise ship passengers repatronage decisions, (c) interactional justice in the performance of cross-functional product development teams, and (d) the contribution of various HR practices to justice perceptions.

Jerald Greenberg, The Ohio State University, Chair

Adrienne J. Colella, Texas A&M University, Ramona L. Paetzold, Texas A&M University, Maria Fernanda Garcia, Texas A&M University, Perceptions of People With Disabilities: When is Reasonable Accommodation Fair?

Donald E. Conlon, Michigan State University, Michael Johnson, Michigan State University, Linn Van Dyne, Michigan State University, Effects of Interactional Justice and Voice on Experiences of Cruise-Ship Passengers

Tianjiao Qiu, University of Illinois at Urbana-Champaign, Deborah E. Rupp, University of Illinois at Urbana-Champaign, William Qualls, University of Illinois at Urbana-Champaign, Interactional Justice in Cross-Functional-Product-Development Teams

Layne Paddock, University of Arizona, Stephen W. Gilliland, University of Arizona, Which Better Predicts Fairness: Benefits, Compensation, Training, or Performance Appraisal?

Jerald Greenberg, The Ohio State University, Discussant

Submitted by Jerald Greenberg, greenberg.1@osu.edu

139. Symposium: Saturday, 10:3011:50 Sacramento (Level 2)

Validity and Diversity Goals: Innovative Approaches to Adverse Impact Reduction

Presently, many organizations have dual goals of developing selection systems that are valid and that promote diversity. These goals are often in competition because commonly used cognitive-based selection tests show adverse impact. The 4 papers in this symposium provide innovative approaches to developing valid selection systems that reduce adverse impact.

David M. Mayer, University of Maryland, Chair

James L. Outtz, Outtz and Associates, Paul J. Hanges, University of Maryland, Seth Hayes, University of Maryland, Archie L. Bates, University of Maryland, Mina Sipe, University of Maryland, Testing Context and g: Item Familiarity and Adverse Impact

James L. Outtz, Outtz and Associates, Harold W. Goldstein, Baruch College-CUNY, Jennifer Ferreter, Baruch College-CUNY, Divergent and Convergent Thinking: Test Response Format and Adverse Impact

Kathleen Kappy Lundquist, Applied Psychological Techniques, John R. Curtis, Applied Psychological Techniques, David J. Snyder, Applied Psychological Techniques, Blind Judgment: An Attempt to Reduce Adverse Impact in Interviews

Rick R. Jacobs, Pennsylvania State University, Validity, Diversity and Legal Challenges: Multiple Predictors and Adverse Impact

Elaine D. Pulakos, Personnel Decisions Research Institutes, Discussant

Submitted by David M. Mayer, dmayer@psyc.umd.edu

140. Special Event: Saturday, 10:3011:20 Avalon (Level 3)

Distinguished Scientific Contributions Award:  
Performance Appraisal Isnt Performance Measurement: Why Poor Workers Receive Good Ratings

One of the persistent mysteries in performance appraisal is determining what role ratees actual job performance plays in the performance ratings they receive. It is difficult to form accurate judgments about job performance, but motivation probably plays a greater role than cognitive limitations in limiting the accuracy of appraisals.

Angelo S. DeNisi, Texas A&M University, Chair

Kevin R. Murphy, Pennsylvania State University, Presenter

141. Panel Discussion: Saturday, 10:3011:50  Emerald Bay (Level 3)

Giving (I-O) Psychology AwayBut to Whom?

George Millers famous APA address advocated giving psychology away to promote human welfare. Have we accepted this responsibility? The panel discusses populations, organizations, and institutions not served/studied by us, why that might be so, what it tells us about our profession, and whatif anythingwe should do about it.

Joel M. Lefkowitz, Baruch College-CUNY, Chair

Judith S. Blanton, RHR International, Panelist

Steven J. Noble, Noble Consulting Associates, Panelist

Jay M. Finkelman, Alliant International University, Panelist

Michael J. Zickar, Bowling Green State University, Panelist

Submitted by Joel M. Lefkowitz, Joel_Lefkowitz@baruch.cuny.edu

142. Panel Discussion: Saturday, 10:3011:50   Santa Anita A (Lobby Level)

Training the Next Generation of Doctors


The purpose of this panel discussion is to examine the role that I-O psychology has been playing in medical training and patient safety and to discuss the need for continued research and practice. Topics to be discussed include team training, simulation, and competency modeling in the training of physicians.

Rachel Day, American Institutes for Research, Chair

David P. Baker, American Institutes for Research, Co-Chair

Paul Barach, University of Miami-Jackson Memorial Hospital, Panelist

David M. Gaba, VA Palo Alto Health Care System, Panelist

Eduardo Salas, University of Central Florida, Panelist

Robert P. Tett, University of Tulsa, Panelist

Submitted by Rachel Day, rday@air.org

143. Practitioner Forum: Saturday, 10:3011:50  Santa Anita B (Lobby Level)

Career Paths From Start to Finish: Implementing Successful Programs


Combining the dearth of new executive talent with the looming retirement of 70 million people in the next 5 years, organizations are looking to I-O psychologists for help with company-wide career path programs. This practitioners forum will provide a framework for thinking about and implementing objective career path programs.

Jared D. Lock, Hogan Assessment Systems, Chair

Jared D. Lock, Hogan Assessment Systems, Nicole R. Bourdeau, Hogan Assessment Systems, The Path of Least Resistance: Understanding Career Path Implications


Stacia J. Familo-Hopek, UPS, Designing Leadership Development Initiatives in a Multinational Organization

John R. Leonard, Valero Energy Corporation, Liana Knudsen, Valero Energy Corporation, Leaders, Leaders, Leaders: What About the Rest of the Organization?

Michelle E. Combs, Booz Allen Hamilton, John Tindal, Booze Allen Hamilton, Richard T. Cober, Booz Allen Hamilton, Abigail D. Toner, Booz Allen Hamilton, Where Do We Go Now? Using Career Paths in the Federal Government

Alana B. Cober, Transportation Security Administration, Ryan A. Ross, Hogan Assessment Systems, Case Study: Selection to Development in the Transportation Security Administration

Submitted by Jared D. Lock, Jlock@HoganAssessments.com

144. Practitioner Forum: Saturday, 10:3011:50   Santa Anita C (Lobby Level)

TysonWere Not Just About Chicken Anymore: Merger Issues

Tyson Foods had a unique challenge when it acquired a beef and pork company that was twice its size. Practitioners from Tyson and Psychological Associates share their experience in objectively reviewing the new officer population, further developing their skills, and creating a leadership pool and succession plan for the future.

Melinda F. Bremley, Psychological Associates, Inc., Chair

Ann Beatty, Psychological Associates, Inc., Co-Chair

Melinda F. Bremley, Psychological Associates, Inc., Presenter

Ann Beatty, Psychological Associates, Inc., Presenter

Larry G. Hopkins, Tyson Foods, Inc., Presenter

Rayna K. Henderson, Tyson Foods, Inc., Presenter

Submitted by Melinda F. Bremley, mbremley@Q4solutions.com


145. Practitioner Forum: Saturday, 10:3011:50 Palos Verdes (Lobby Level)

Experience-Based Prescreens: Suggestions for Improved Practice

Prescreens are a common component of many personnel selection systems. However, they are often not perceived as valid. This forum will discuss the use of prescreens, common criticisms of them, and guidelines for enhancing their validity and effectiveness. The panel will also provide data on the effectiveness of these guidelines.

Timothy P. McGonigle, Caliber Associates, Chair

Christine Parker, CPS Human Resource Services, What Are Prescreens? How Are They Used? How Should They be Used?

Timothy P. McGonigle, Caliber Associates, Developing Effective Prescreen Items

Margaret G. Barton, U.S. Office of Personnel Management, Paul J. Katanik, U.S. Postal Service, Results From the Field: Three-Year Use of an Online Prescreen

Charles A. Handler, rocket-hire.com, Screening and Legal Issues

Submitted by Timothy P. McGonigle,tmcgonigle@caliber.com

146. Symposium: Saturday, 10:3012:20  San Fernando (Lobby Level)

The Effects of Subconscious Trait and State Motivation on Performance


Research on subconscious motivation has flourished in social psychology over the past decade. However, similar work is just beginning to (re)emerge in I-O psychology. This symposium will bring together leading researchers on subconscious trait and state motivation to discuss previous work, present recent findings, and offer suggestions for future research.

Gary P. Latham, University of Toronto, Chair

Edwin A. Locke, University of Maryland, Two Studies of Subconscious Priming

Alex Stajkovic, University of Wisconsin-Madison, Subconscious and Conscious Goals: Do They Help Each Other in Effecting Performance?

John B. Miner, Self-employed, Unconscious Motivation, Projective Techniques, and Performance

Ann Howard, Development Dimensions International, Subconscious and Conscious Motives in Long-Term Managerial Success

Gary P. Latham, University of Toronto, Discussant

Submitted by Alex Stajkovic, astajkovic@bus.wisc.edu

147. Symposium: Saturday, 10:3011:50 San Gabriel A (Lobby Level)

Enhancing Recruitment Utility: A Stage Perspective

Recruitment practices play a key role in ensuring organizational effectiveness. To fully appreciate the complexities of this longitudinal process, researchers must be cognizant of the stage of recruitment being studied. The goal of this symposium is toward understanding the effects of organizational activities across stages of recruitment.

Michelle A. Marks, George Mason University, Chair

Crystal Michele Harold, George Mason University, Co-Chair

Quan Co, University of Calgary, Derek S. Chapman, University of Calgary, Effects of Negative Information on the Early Recruiting Process

Talya N. Bauer, Portland State University, Donald M. Truxillo, Portland State University, Jennifer A. Sommers, U.S. Army Research Institute/Portland State University, Vaunne M. Weathers, Portland State University, Justice Perceptions During Initial Online Screening: The Role of Privacy Concerns in Applicant Reactions

Michelle A. Marks, George Mason University, Crystal Michele Harold, George Mason University, Gunna (Janet) Yun, George Mason University, The Truth About Job Negotiations: Who, When, and Why People Negotiate For Jobs

Ana B. Costa, CPS Human Resource Services, Deborah K. Ford, CPS Human Resource Services, An Evaluation of Applicant Reactions Within a Promotional Setting

Robert E. Ployhart, University of South Carolina, Discussant

Submitted by Crystal Michele Harold, charold@gmu.edu

148. Roundtable: Saturday, 10:3011:50 San Gabriel B (Lobby Level)

Selecting Managers to Lead During Acquisitions

The proposed roundtable will discuss the selection of managers who will survive an acquisition and provide leadership during the transition. Presenters will provide key attributes of acquired managers who successfully adjust during major reorganizations. Participants will discuss best practices in selection during acquisitions.

Edward J. Pavur, Management Service, Host

Robert F. Goldsmith, Robert Goldsmith & Associates, Co-Host

Submitted by Edward J. Pavur, pagsip@netscape.net

149. Practitioner Forum: Saturday, 10:3011:50 San Gabriel C (Lobby Level)

Online Assessment is a Valid Enhancement of the Selection Process

Unsupervised online administration of personality, technical knowledge, and ability assessments are a growing source of applicant data. We will demonstrate valid and pragmatic examples that illustrate feasibility and challenges. Some unanticipated results when using the Internet for testing will also be documented. Professional guidelines for online testing will be discussed.

Jurgen Bank, SHL, Chair

Tanya C. Delany, IBM, John J. Pass, Iona College, Design and Validation of an Unproctored Cognitive Ability Test

Anna Brown, SHL, Dave Bartram, SHL Group PLC, Jane R. Carstairs, Macquarie University, Gustav Holtzhausen, SHL, George Mylonas, Macquarie University, Online Personality and Motivation Testing: Is Unsupervised Administration an Issue?

Jurgen Bank, SHL, Gender Differences in the Perception of Ability Screening Online

Dave Bartram, SHL Group PLC, The International Test Commission Guidelines on Computer-Based Testing and Testing on the Internet 

Douglas D. Molitor, 3M, Discussant

Submitted by Jurgen Bank, jurgen.bank@shlgroup.com

150. Education Forum: Saturday, 10:3011:50   San Pedro (Lobby Level)

Enhancing Training in Occupational Health Psychology: Views From the Trenches

Graduate students from emerging and existing occupational health psychology (OHP) programs present issues and recommendations to maximize OHP training opportunities. Attendees will gain, and be encouraged to share, information on starting a program, building community partnerships, gaining applied experience, and obtaining grants. Future directions in OHP training are also presented.

Leslie B. Hammer, Portland State University, Co-Chair

Jennifer L. Burnfield, Bowling Green State University, Co-Chair

Kate Morse, George Mason University, Michael T. Ford, George Mason University, Shaping Research Group Interest Into a Formal OHP Training Program

Kristin Charles, Portland State University, Building Community Connections in OHP Programs

Lynda Villanueva, University of Houston, Lacey L. Schmidt, University of Houston, An Innovative Design for OHP Internships: Recommendations and Lessons Learned

Ashley M. Guidroz, Bowling Green State University, Jennifer L. Burnfield, Bowling Green State University, L. Jean Whinghter, Bowling Green State University, Alison A. Broadfoot, Bowling Green State University, Patricia Barger, Bowling Green State University, Gabriel M. De La Rosa, Bowling Green State University, From Good to Great: Tips for Obtaining Grants and Samples

Sarah DeArmond, Colorado State University, Autumn D. Krauss, Colorado State University, Future Directions for Graduate Training in Occupational Health Psychology

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

151. Education Forum: Saturday, 10:3011:50   Santa Barbara A (Lobby Level)

Teaching I-O Concepts More Effectively: Experiential and Service-Learning Pedagogy

Dedicated faculty members regularly update their courses in an attempt to better train students in the complex and often difficult concepts of I-O psychology. Participants will discuss the value of experiential techniques in both teaching and learning this material and specifically, the use of service-learning pedagogy to provide relevant experiences.

Laura L. Wolfe, Louisiana State University, Chair

Lillian T. Eby, University of Georgia, Application of Service Learning to Teach Advanced Industrial Psychology at the Graduate Level

Elizabeth L. Shoenfelt, Western Kentucky University, Experiential and Service Learning in an Advanced Training in Business and Industry Graduate Course

Sarah C. Evans, University of Georgia, Cristina Williams, University of Georgia, Service-Learning in the Graduate I-O Course: The Student Perspective on What Worked and Why

Tracy A. Lambert, University of Georgia, Observations on Several Service-Learning Courses and the Service-Learning Grant Writing Process From a Students Viewpoint

Kecia M. Thomas, University of Georgia, Discussant

Submitted by Laura L. Wolfe, Lwolfe@Lsu.edu

152. Practitioner Forum: Saturday, 10:3011:50   Santa Barbara B (Lobby Level)

Competency Modeling as a Tool for Change

Competency modeling is a valuable methodology that can help organizations respond to todays rapidly changing business environment. This forum will discuss how competency modeling can be used to drive organizational change, focusing on case studies from a variety of industries.

Erica I. Desrosiers, PepsiCo, Chair

B. Lynn Ware, Integral Talent Systems, Inc., Using Job Competencies as Drivers for Business Plan Execution

Michael G. Lehman, Right Management Consultants, Driving Change Through Competencies

Leanne Buehler, DeCotiis Erhard, Erica I. Desrosiers, PepsiCo, Using Competency Models to Enhance Organizational Effectiveness

Ronald R. Halverson, Halverson Consulting, Shelby L. Hoult, Halverson Consulting, Trevor Kunkle, Halverson Consulting, Building Accountability for Behavior: Integration of Competencies Into a Performance Management System

Syed Saad, Wachovia Corporation, Natasha Tharp, Wachovia Corporation, Uniting a Culture and Lifting Performance With Competencies

Anjani Panchal, Pepsi Americas, The Use of Competency Modeling at PepsiAmericas

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

153. Symposium: Saturday, 10:3012:20   Santa Barbara C (Lobby Level)

Climate Research in the the USA and Europe: Traditional Approaches and Research Synthesis

This symposium on climate in organizations will bring together research traditions from Europe and America, with the purpose of illustrating how cultural context impacts the conceptualisation of climate and methodology for its study. The implications of differences in research traditions for future research and professional practice will be discussed.

Fred Zijlstra, University of Surrey, Chair

Michael J. Burke, Tulane University, Co-Chair

Michael J. Burke, Tulane University, Studying Organizational Safety Climate Within a Meta-Analytic Framework

Alessia DAmato, University of Surrey, Fred Zijlstra, University of Surrey, The Sand-Clock of the Organization: Climate and Individual Factors as Antecedents of Organizational Outcomes in a Comprehensive Model

Jeremy F. Dawson, Aston University, Michael West, Aston University, Climate, Climate Strength, and Performance in UK Hospitals

Vicente Gonzalez-Roma, University of Valencia, Jose M. Peiro, University of Valencia, Lina Fortes, University of Valencia, Nuria Gomero, University of Valencia, Work-Team Climate, Climate Strength, and Team Performance: A Two-Wave Panel Study

Daniel R. Denison, International Institute for Management Development, William S. Neale, Denison Consulting, Linking Organizational Culture and Business Performance Contrasting American and Global Perspectives

Submitted by Alessia DAmato, a.damato@surrey.ac.uk

154. Practitioner Forum: Saturday, 10:3011:50   San Bernardino (Lobby Level)

Frame-of-Reference Training: Insights and Best Practices

Frame-of-reference (FOR) training is an effective approach for increasing rating accuracy, but there has been little guidance on best practices for using FOR training in the field. Three case studies across different industries describe FOR training programs for a variety of assessment purposes, emphasizing results, best practices, and lessons learned.

Stephen A. Dwight, Bristol-Myers Squibb, Chair

Catherine S. Clause, Bristol-Myers Squibb, Co-Chair

Darin Wiechmann, Bristol-Myers Squibb, Stephen A. Dwight, Bristol-Myers Squibb, Randall H. Lucius, APT, Inc., Frame-of-Reference Training at Bristol-Myers Squibb

Krista L. Uggerslev, University of Manitoba, Frame-of-Reference Training at the Brain Injury Rehabilitation Centre

Lorne M. Sulsky, Wilfrid Laurier University, Ronald D. Porter, Canadian ForcesRoyal Military College of Canada, Using Frame-of-Reference Training With the Canadian Armed Forces

Neil M. A. Hauenstein, Virginia Tech, Discussant

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

155. Symposium: Saturday, 10:3012:20   Beaudry A (Lobby Level)

Is Personality Research Culture-Bound? Examining Personality Effects Across Cultures


Research on personality in organizations is thriving, yet most of this research has been conducted in Western cultures. The papers examine culture and personality assessment, negotiation, teams, and performance. A key theme that emerges across many of the papers is that personality does not have the same effects across cultures.

Michele J. Gelfand, University of Maryland, Chair

Ann Marie Ryan, Michigan State University, Co-Chair

Tamara Bruce, Michigan State University, Lisa M. Leslie, University of Maryland, Michele J. Gelfand, University of Maryland, Ann Marie Ryan, Michigan State University, C. Harry Hui, University of Hong Kong, Mark Radford, Hokkaido University, A Cultural Perspective on Frame-of-Reference Effects

Leigh Anne Liu, University of South Carolina, Ray Friedman, Vanderbilt University, Culture and Negotiator Personality in Distributive Bargaining

Lynn Imai, University of Maryland, Kirsten M. Keller, University of Maryland, Michele J. Gelfand, University of Maryland, An Examination of Personality Composition and Team Effectiveness Across Cultures

Ute-Christine Klehe, University of Zurich, Neil R. Anderson, University of Amsterdam, The Moderating Influence of Personality and Culture on Motivation in Typical Versus Maximal Performance Situations

Murray R. Barrick, University of Iowa, Discussant

Submitted by Michele J. Gelfand, mgelfand@psyc.umd.edu

156. Symposium: Saturday, 10:3012:20   Beaudry B (Lobby Level)

Goal Orientation in Context: Advances in Theory and Research

Although goal orientation has become a popular construct in understanding individuals achievement motives, researchers have often ignored the issue of the effects of specific contexts. Presentations in this symposium include theoretical discussions of this issue as well as empirical studies that shed light onto it.

Frederick L. Oswald, Michigan State University, Chair

Alyssa Friede, Michigan State University, Co-Chair

Aaron M. Schmidt, University of Akron, J. Kevin Ford, Michigan State University, Dynamic Stability? Reconsidering State and Trait Issues in Goal Orientation

Michael Horvath, Clemson University, Laurie Wasko, Clemson University, Moira Hanna, Clemson University, 
Hailey A. Herleman, Clemson University, John R. Diehl, Clemson University, Investigating the Role of Affect in Goal Orientation

Jennifer K. Lee, George Mason University, Louis C. Buffardi, George Mason University, Jessica R. McCarty, PowerTrain, Goal-Orientation Profiles Across Domains: A Cluster Analysis

Alyssa Friede, Michigan State University, Frederick L. Oswald, Michigan State University, Stephanie M. Drzakowski, Michigan State University, Neal W. Schmitt, Michigan State University, A Situational Judgment Measure of Goal Orientation 

Jeff A. Weekley, Kenexa, Don VandeWalle, Southern Methodist University, Work Domain Goal Orientation as a Predictor of Sales Knowledge for Sales Performance

Don VandeWalle, Southern Methodist University, Discussant

Submitted by Alyssa Friede, friedeal@msu.edu

157. Poster Session: Saturday, 10:3011:20  Pasadena (Lower Level)

Surveys, Climate, Culture


157-1. The Attitudinal and Behavioral Outcomes of PersonOrganization Fit: A Meta-Analysis
This meta-analytic study examined the relationship between personorganization fit and attitudinal and behavioral outcomes. The results indicated that the degree to which an individual fits into an organization is a strong indicator of important individual and organizational outcomes. Moderators of these relationships and future implications of these findings are discussed.

Marta E. Brown, University of Memphis

Submitted by Marta E. Brown, mherrmnn@memphis.edu

157-2. Recognizing Ethical Dilemmas in Organizational Scenarios

This research evaluates the impact of moral intensity (magnitude-of-consequences, social-consensus, probability-of-effect, temporal-immediacy, proximity, concentration-of-effect) on the recognition of ethical dilemmas. Organizational scenarios varying in intensity were rated by 188 business students. Results indicate a linear relationship between moral intensity and the ethical-recognition scores. No effect was found for social desirability.

Edward J. Sabin, Saint Louis University

Kyle David Herrman, Saint Louis University

Submitted by Edward J. Sabin, sabin@slu.edu

157-3. Dispositional and Situational Predictors of Cynicism About Organizational Change

This research examined the relationships between cynicism about organizational change (CAOC) and several dispositional and situational predictors. Data from 137 employees from various organizations who were attending college courses indicated that CAOC is positively related to negative affectivity and petty tyranny but is unexpectedly related negatively to organizational change programs.

Adam L. Johnson, Central Michigan University

Terry A. Beehr, Central Michigan University

Submitted by Adam L. Johnson, johns4al@cmich.edu

157-4. Felt Accountability in Organizations

Accountability is a fundamental element in the successful operation of organizations. However, scholars have yet to offer a model of subjectively experienced or felt accountability in organizations. In this paper, we address these limitations by proposing a meso-level theory that addresses fundamental components of the felt-accountability process in organizations.

Angela T. Hall, Florida State University

Wayne A. Hochwarter, Florida State University

Gerald R. Ferris, Florida State University

Pamela L. Perrewe, Florida State University

Submitted by Angela T. Hall, ath6462@cob.fsu.edu

157-5. Impact of Cultural Composition and Personality on Teamwork

We used multiple regression to examine how teamwork is predicted by the cultural composition of teams and personality traits of Americans and Chinese working together in simulated flight crews. Results showed that cultural composition and personality were related to various teamwork behaviors among pilotcopilot dyads at 3 levels of analysis.

Donald D. Davis, Old Dominion University

Janet L. Bryant, Old Dominion University

Heather J. Downey, Old Dominion University

Katherine A. Selgrade, Old Dominion University

Submitted by Katherine A Selgrade, kselgrad@odu.edu

157-6. Assessing Impact of an Organizational Development Initiative on Organizational Culture

The purpose of the present study was to determine the impact of an organizational development (OD) initiative on school culture. Results found that schools involved in an OD initiative had significantly lower culture scores than schools not involved in any type of OD initiative.

Anna Tolentino, University of South Florida

Reginald Lee, University of South Florida

Submitted by Anna Tolentino, alt3878@aol.com

157-7. Influence of Innovative Climate on Organizational Consequences of Demanding Work

Extending the job demands-resource model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), we predicted and found that among a sample of 24,205 employees from 136 healthcare organizations, work demands had negative consequences for organizational performance. Moreover, organizational climate for innovation moderated this relationship and alleviated the negative effects of work demands.

Eden B. King, Rice University

Kelly De Chermont, Rice University

Michael West, Aston University

Jeremy F. Dawson, Aston University

Michelle (Mikki) Hebl, Rice University

Submitted by Eden B. King, eking@alumni.rice.edu

157-8. Corporate Image Evaluations: Do We Follow Our Heads or Hearts?

Cognitive and affective components of attitudes have been identified, but not considered in past research on organizational attraction. An adjective-based measure for each component of organizational image evaluations was developed and tested across 2 studies. Results suggest that much is gained by considering evaluations at this more specific level.

Shelby Devendorf, Bowling Green State University

Christopher J. Cunningham, Bowling Green State University

Scott Highhouse, Bowling Green State University

Submitted by Shelby Devendorf, sdevend@bgnet.bgsu.edu

157-9. An Examination of Sources of Peer Review Bias

This study examined potential sources of bias in the peer review process for submissions to an annual conference. Reviewers who authored a poster gave lower ratings than reviewers who did not author a poster. Authors who were also reviewers received higher ratings than nonreviewing authors. Implications are discussed.

Jessica Blackburn, Bowling Green State University

Milton Hakel, Bowling Green State University

Anne K. Gordon, Bowling Green State University

Submitted by Jessica Blackburn, blackjl@bgnet.bgsu.edu

157-10. Psychological Climate: Differences Between Organizational and Individual Referents

Psychological climate (PC) is defined as employee descriptions of the organizational environment. PCo refers to an organizational referent whereas PCi refers to an individual referent. This study found that individuals rate their own situation (PCi) more negatively. Furthermore, discrepancies between PCi and PCo were found to impact job satisfaction.

Ludmila Zhdanova, Wayne State University

Boris B. Baltes, Wayne State University

Chris P. Parker, Northern Illinois University

Submitted by Ludmila Zhdanova, lucia@wayne.edu

157-11. Types, Sources, and Moderators of Workplace Deviance Norms

Data from 226 employees support that employee perceptions of organizational and interpersonal deviance norms derive from supervisors and coworkers. Further, norms toward specific kinds of deviance map onto participation in that type of deviance. Finally, social bonds (organizational commitment, moral disengagement) moderate the effects of organizational and interpersonal deviance norms.

Chris A. Henle, University of North Carolina-Charlotte

Bennett J. Tepper, University of North Carolina-Charlotte

Robert A. Giacalone, University of North Carolina-Charlotte

Michelle K. Duffy, University of Kentucky

Submitted by Chris A. Henle, cahenle@email.uncc.edu

157-12. The Development of a Scale to Measure Fun at Work

Little research has been conducted on fun at work. In this study, a scale to measure a fun work climate was developed and tested. Socializing with coworkers, celebrating at work, personal freedoms, and global fun were found to be the factors that impacted a persons experience of fun at work.

Tiffany McDowell, Alliant International University

Submitted by Tiffany McDowell, tmcdowell@alliant.edu

157-13. Relationships Between Organizational Climate Profiles, Employee Attitudes, and Financial Performance

We examined the relationships between characteristics of organizational climate profiles and unit-level employee affect, perceptions of service quality, and financial performance. Data from a multinational food distribution company suggest that profile elevation is strongly related to employee affect and perceptions of service quality whereas shape is related to financial performance.

Mathis Schulte, Columbia University

Svetlana Shmulyian, Columbia University

Submitted by Mathis Schulte, ms2187@columbia.edu

157-14. Employment Implications of Disability Around the World: A Cross-Cultural Perspective

In this paper, we discuss cognitive dimensions that research has suggested differ between cultures. We then propose how these dimensions affect the employment of individuals with disabilities. We close by asserting the need for research in this area, as corporations could use this information to better serve their international clients.

Megan Leasher, Wright State University

Corey E. Miller, Wright State University

Submitted by Megan Leasher, leasher.2@wright.edu

157-15. Affective Service Display and Customer Mood

Using video-based stimuli to manipulate the affect displayed by service providers, this study examined participants moods before and after viewing friendly or neutral service. Results indicated higher positive and lower negative moods after viewing friendly versus neutral service display, even with prior mood controlled. Emotional expressivity served as a moderator.

Alexandra Luong, University of Minnesota-Duluth

Submitted by Alexandra Luong, aluong@d.umn.edu

157-16. Development and Evaluation of a Climate for Performance Appraisal Measure

We used a framework based on the organizational justice literature to integrate previous performance appraisal research. We then developed and evaluated a climate for performance appraisal measure. Results indicate that perceptions of the appraisal process can be reliably assessed with respect to 3 factors comprised of 12 key characteristics.

Stephen H. Gaby, University of Tennessee-Knoxville

David J. Woehr, University of Tennessee-Knoxville

Submitted by David J. Woehr, djw@utk.edu

157-17. The Moderating Effects of Climate Strength on Organizational Outcomes

This study extended the climate strength work of Schneider, Salvaggio, & Subirats (2002) to a different industry and expanded the organizational outcome variables to include employee turnover and profitability. Partial support was reported for the hypothesis that climate strength would moderate the relationship between climate level and organizational outcomes.

David Sowinski, Illinois Institute of Technology

Daniel V. Lezotte, Illinois Institute of Technology

Kristen A. Fortmann, Illinois Institute of Technology

Submitted by Daniel V. Lezotte, lezotte@iit.edu

157-18. The Effect of Culture of Honor on Counterproductive Work Behaviors

The present study examined the effects of an Adherence to the Culture of Honor (ACOH) on counterproductive workplace behaviors (CWB) and sexual harassment attitudes. ACOH is positively correlated with CWB but is moderated by gender and the feminine sex role as well as benevolent sexism.

Kimberly E. OBrien, University of South Florida

Andrew Michael Biga, University of South Florida

Joseph Vandello, University of South Florida

Submitted by Kimberly E. OBrien, ko9152@hotmail.com

157-19. Integrating Change Content, Context, Process, and Individual Differences

We attempt to integrate 4 change factors (i.e. change content, context, process, and individual differences) with the potential to influence change success. Results using SEM indicated change context mediated the relationship between individual differences and change process. Similarly, change process mediated the relationship between change context and organizational commitment.

Harvell Jackson Walker, Auburn University

Achilles A. Armenakis, Auburn University

Jeremy B. Bernerth, Auburn University

Submitted by Harvell Jackson Walker, walkeh1@auburn.edu

157-20. Perceptual Congruence of an Organizations Social Structure

This study examines how similarity in certain demographic characteristics and certain formal and informal organizational structures affect the degree to which individuals tend to perceive similar networks of relationships in the organization. The study finds that shared departments, hierarchical level, and mutual friendship ties can predict levels of perceptual congruence.

Janie Yu, Texas A&M University

Andrew J. Slaughter, Texas A&M University

Laura M. Koehly, Texas A&M University

Submitted by Janie Yu, JanieYu@tamu.edu

157-21. Guanxi in China: A Help or Hindrance in Insecure Times?

Data from 633 Chinese employees were used to examine the moderating effect of guanxi (a form of network) on the relationship between employee job insecurity and job-related outcomes. Findings suggest that employees with high levels of guanxi are more adversely affected by the perception of job insecurity than employees with lower levels of guanxi.

Tahira M. Probst, Washington State University-Vancouver

Xiang (Anne) Yi, Western Illinois University

Submitted by Tahira M. Probst, probst@vancouver.wsu.edu

157-22. Linking Organizational Culture and Performance: Creation of Employees Social Capital

The current study incorporates the social capital theory into a framework of organizational culture to examine how organizational culture affects performance. We suggest that organizational culture, as defined by Hofstedes (1980) typology of culture, influences employees accumulation of social capital, which in turn impacts organizational performance. 

Thomas Ng, University of Georgia

Kelly Sorensen, University of Georgia

Submitted by Thomas Ng, twhng@uga.ed

157-23. Testing the Effects of Community in Organizational Citizenship Behavior

This study examines how sense of community affects the organizational citizenship behavior at a health care facility. Results indicate that distributive justice directly relates to altruism. Sense of community fully mediates between organizational commitment and altruism. Job satisfaction was the only reliable predictor of compliance. The resulting model is discussed.

Anita Blanchard, University of North Carolina-Charlotte

Erin B. Eklund, University of North Carolina-Charlotte

Megan Boone, Sullivan University

Submitted by Erin B. Eklund, erin@inexplicable.com

157-24. Organizational Culture and Climate and Attitudes Toward Innovation Adoption

Adoption of evidence-based practice in medicine and social services is a developing practice area for organizational psychologists. Organizational culture and climate may impact worker attitudes toward innovation adoption. This study examines the association of organizational culture and climate with attitudes toward adopting evidence-based innovations in public-sector organizations.

Gregory A. Aarons, Childrens Hospital San Diego

Angelina Carmazzi, Childrens Hospital San Diego

Submitted by Gregory A. Aarons, gaarons@ucsd.edu

157-25. The Impact of Cultural Distance on Cross-Cultural Measurement Equivalence/ Invariance

Using IRT method, the purpose of this study was to examine the cultural distance hypothesis in the cross-cultural ME/I. Equivalence of subscales of German Job Satisfaction Scale (GJSS) administered in the US, Canada, and Germany was assessed. The moderator effect of cultural distance on ME/I was supported.

Cong Liu, Illinois State University

Paul E. Spector, University of South Florida

Ingwer Borg, ZUMA

Submitted by Cong Liu, cliu@ilstu.edu

157-26. Organizational Climate and Job Burnout for Human Service Professionals

Job burnout, characterized by emotional exhaustion, depersonalization, and low personal accomplishment, is a problem in many human services professions. This study examined the relationship between organizational climate and job burnout. Employees who perceived higher levels of organizational teamwork, respect, innovation, and better conflict management reported lower levels of emotional exhaustion.

Elisa Grant-Vallone, California State University-San Marcos

Julie Stogsdill, California State University-San Marcos

Submitted by Elisa Grant-Vallone, evallone@csusm.edu

157-27. Exploring Relations Between Employee Opinion and Exit Interview Questionnaire Data

This study reports on exploratory analyses combining employee opinion and exit interview questionnaire data. Canonical correlation and multiple regression were used to predict employees ratings of various factors influencing their decision to voluntarily leave the organization from census employee opinion survey data. Suggestions for specific action steps are provided.

Martha E. Hennen, United States Postal Service

Submitted by Martha E. Hennen, mehennen@juno.com

157-28. Assessing the Enemy: A History of I-O Psychologists Union-Busting Efforts

Throughout industrial and organizational psychologys history, scientists and practitioners have taken a promanagement stance on labor relation issues. The current article is a historical review of I-O psychologys use of organizational surveys, specifically those assessing attitude and morale, to stifle the attempts of unions to organize and increase membership.

Matthew J. Monnot, Central Michigan University

Michael J. Zickar, Bowling Green State University

Submitted by Matthew J. Monnot, monno1mj@cmich.edu

157-29. An Examination of Social Exchange Antecedents of Survey Nonresponse

Survey nonresponse poses a major threat to the generalizability of organizational survey research findings. This paper proposes a social exchange model as framework for understanding nonresponse. In particular, the role of reciprocation wariness, social exchange, and OCBs is examined. Results support the hypotheses; implications for organizational survey research are discussed.

Christiane Spitzmueller, University of Houston

Dana M. Glenn, University of Houston

Christopher D. Barr, University of Houston

Patrick Daniel, University of Houston

Submitted by Christiane Spitzmueller, christiane.spitzmueller@mail.uh.edu

158. Community of Interests: Saturday, 10:3011:20 Pasadena (Lower Level)

Grant Writing

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

159. Interactive Posters: Saturday, 10:3011:20 Los Feliz (Lobby Level)

Emotions at Work


159-1. Are More Successful Salespersons Better Able to Read Emotions?

I examined whether salespersons who more accurately recognize nonverbal emotional expressions are more successful. The results suggest that salespersons who are better at nonverbal emotion recognition earn higher average annual salary increases. In addition, high-ability female, but not male, salespersons rate themselves as more successful at their job.

Kristin Lynn Byron, Rochester Institute of Technology

Submitted by Kristin Lynn Byron, kbyron@cob.rit.edu

159-2. Emotional Labor, Gender, and Wages: A Longitudinal Study

The wage effects of emotional labor demands were examined using individual-level longitudinal data. We find that individuals in occupations involving high emotional labor receive a wage penalty. Further, our results show that males in these occupations receive a 6% wage penalty, but females do not receive a statistically significant one.

Devasheesh Bhave, University of Minnesota

Theresa M. Glomb, University of Minnesota

Alexandru M. Lefter, University of Minnesota

Submitted by Devasheesh Bhave, dbhave@csom.umn.edu

159-3. Gender and Autonomy: Moderators in the Emotional Labor Process

We investigated emotional exhaustion and affective well-being as consequences of performing emotional labor and examined gender and autonomy as moderators of these relationships. Surface acting resulted in more negative effects for women than men, and autonomy buffered the effects of emotional labor on emotional exhaustion and affective well-being.

Hazel-Anne M. Johnson, University of South Florida

Paul E. Spector, University of South Florida

Submitted by Hazel-Anne M. Johnson, hazel_anne_m_johnson@yahoo.com

159-4. Specific Emotions Influence Evaluations of Leader EQ and Transformational Leadership

This experiment examined the effect of emotions displayed by leaders on follower perceptions of leader EI and transformational leadership. Findings showed that positive active emotions (challenge) led to better perceptions than positive passive emotions (happiness), while the reverse was true for negative active and negative passive emotions. Implications are discussed.

Gregory A. Ruark, University of Oklahoma

Mary Shane Connelly, University of Oklahoma

Submitted by Gregory A. Ruark, gruark@ou.edu

160. Special Event: Saturday, 11:3012:20  Avalon (Level 3)

Distinguished Professional Contributions Award: 
The Globalization of I-O Psychology: Is Culture the Same as CULTURE?

Since I-O psychology has firm roots in differential psychology, we have had a tendency to ignore issues related to broad constructs such as culture, but work is now multicultural, requiring us to incorporate models of national culture into our theory, research, and application. The presentation will address this issue.

Timothy A. Judge, University of Florida, Chair

Frank J. Landy, SHL, Presenter

161. Poster Session: Saturday, 11:3012:20 Pasadena (Lower Level)

Personnel Selection II


161-1. The Big Five and Selection: An Appropriate Frame of Reference

Noncognitive measures are sometimes used to select employees. A major concern among researchers, as well as employers, has been ways to improve the overall validity of these measures. Results of the present study indicate that the addition of an at work cue to personality items will significantly enhance construct validity.

Matthew J. Monnot, Central Michigan University

Richard L. Griffith, Florida Institute of Technology

Submitted by Matthew J. Monnot, monno1mj@cmich.edu

161-2. Construct Validation of Common Format Biodata Within the Public Sector

Our major purpose was to employ confirmatory factor analysis (CFA) and criterion-related strategies to gather construct validity evidence for a common format biodata (CFB) inventory. CFA results provided mixed support for the proposed 4-factor model. In addition, the CFB inventory predicted structured oral interview and written job knowledge test scores.

James F. Baxter, California State University-San Bernardino

Kenneth S. Shultz, California State University-San Bernardino

Submitted by Kenneth S. Shultz, kshultz@csusb.edu

161-3. Construct and Concurrent Validity of the Korean Career Indecision Inventory

This study examined construct and concurrent validity of the Korean Career Indecision Inventory. Results of confirmatory factor analysis confirmed the original 5- factor model. As hypothesized, the KCII was significantly related to various variables. Finally, career undecided students had higher scores on the KCII than career decided students.

Jinkook Tak, Kwangwoon University

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

161-4. Design and Validation of an Employees Perceived Risk Scale

This study assessed the behaviors and social contexts that employees might perceive risky when they interacted with supervisors at jobs. As a result, items clearly indicated employees concerns of being lack of control and their possible loss. Gender or race difference had no effect on perceived risk.

Grace W. Davis, Marshall University

Max H. McDaniel, Personnel Assessment and Research Center

Submitted by Grace W. Davis, davisg@marshall.edu

161-5. Internet Testing: Equivalence Between Proctored Lab and Unproctored Field Conditions

This study examined the equivalence of proctored and unproctored Web-based psychological testing. 171 students participated in a combined laboratory-field and between-subject/within-subject design with 2 experimental conditions and 2 control conditions. Results do not indicate any evidence that test conditions affect the test results.

Klaus J. Templer, Nanyang Technological University

Submitted by Klaus J. Templer, akjtempler@ntu.edu.sg

161-6. Physical Attractiveness and Selection Decisions in India and the US

The impact of physical attractiveness and gender on selection decisions was examined in India and the United States. Significant interactions and main effects were seen in the Indian sample on ratings of qualifications, hiring, and salary. There was a significant main effect of attractiveness on hiring for the American sample.

Comila Shahani-Denning, Hofstra University

Purvi Dudhat, Villanova University

Sandra Fox, Hofstra University

Terri Shapiro, Hofstra University

Submitted by Comila Shahani-Denning, psyczs@hofstra.edu

161-7. Placing Integrity Tests in a Nomological Network

We investigated the relationship between integrity tests and conformity across ego development, moral reasoning, and psychopathy. Integrity was negatively correlated with psychopathy and weakly but positively correlated with moral reasoning. Our findings suggest that integrity tests measure conformity to rules but are not related to conformist levels of cognition.

Brian Connelly, University of Minnesota

Scott O. Lilienfeld, Emory University

Kelly M. Schmeelk, Florida State University

Submitted by Brian Connelly, conne122@umn.edu

161-8. Psychometric Properties of the Chinese Self-Directed Search (1994 Edition)

The present study demonstrated (a) the measurement equivalence of the Chinese Self-Directed Search (SDS) across gender and geographic regions (Mainland China vs. Hong Kong); (b) the construct validity of the Chinese SDS using Widamans (1985) MTMM framework, and (c) that like-named interests were not measured equivalently by Chinese SDS subtests.

Weiwei Yang, University of Georgia

Charles E. Lance, University of Georgia

C. Harry Hui, University of Hong Kong

Submitted by Charles E. Lance, clance@uga.edu

161-9. Opportunities for Repeat Testing: Practice Doesnt Always Make Perfect

We investigated the effects of repeated testing opportunities on score gains with a sample of real estate licensee candidates (N = 9,226). Contrary to expectations, score gains were minimal. In addition, responding to the same items on multiple occasions did not aide score gains, but length of time between retakes did.

Allison M. Geving, Psychological Services Incorporated

Shannon Webb, Psychological Services Incorporated

Bruce W. Davis, Psychological Services Incorporated

Submitted by Allison M. Geving, ageving@psionline.com

161-10. Investigating Letter-of-Recommendation Biases in Personnel Selection

This study investigated the interaction of recommendation letters with physical attractiveness and gender on hiring and predicted success. Applicants with inflated letters were more likely to be hired and predicted to become more successful. Women were predicted to become more successful only when attractive and paired with a noninflated letter.

Jessica M. Nicklin, University at Albany-SUNY

Sylvia G. Roch, University at Albany-SUNY

Submitted by Sylvia G. Roch, roch@albany.edu

161-11. Is the Validity Paradox Illusory?

The current study examined the construct- and criterion-related validity evidence for a set of assessment center ratings used for selection, promotion, and development. Data were collected from 600 supervisory candidates with performance data gathered from 56. There was support for the criterion-related validity of these ratings, but not construct-related evidence.

Scott C. Thomas, MICA Management Resources

David Sowinski, Illinois Institute of Technology

Jacqueline LaGanke, MICA Management Resources

Submitted by Scott C. Thomas, sthomas7@depaul.edu

161-12. Measuring Dispositional Stress Reactions: A New Measure

We developed a measure of dispositional stress reactions, which we call the Sangfroid disposition. We used exploratory and confirmatory analyses on 2 large samples for scale construction. We employed correlations and path modelling with a further sample to show validity and utility. Applications for organizations and individuals are described.

Nigel Guenole, Victoria University of Wellington

Oleksandr Chernyshenko, University of Canterbury

Stephen Stark, University of South Florida

Keith McGregor, Personnel Psychology NZ Ltd.

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

161-13. Individual Differences in Academic Growth Patterns: Can We Predict Them?

Noncognitive measures may add to the incremental validity of cognitive measures in predicting college performance by assessing a broader range of performance dimensions. Results from this paper indicate that noncognitive measures can add to the prediction of GPA beyond cognitive measures and that individual differences exist in academic growth patterns.

Smriti Shivpuri, Michigan State University

Neal W. Schmitt, Michigan State University

Frederick L. Oswald, Michigan State University

Brian H. Kim, Michigan State

Submitted by Smriti Shivpuri, shivpuri@msu.edu

161-14. Career Assessment Reports: The Differences Between I-O Psychologists

This research presents a qualitative and quantitative analysis of 83 career assessment reports written by 42 
I-O psychologists. The correspondence analysis yielded 3 factors from 25 criteria. The interpretation of these factors allows us to understand the individual styles of the I-O psychologists and provides recommendations for training and research.

Jean-Luc Bernaud, Rouen University

Submitted by Jean-Luc Bernaud, bernaud.jl@wanadoo.fr

161-15. Emotional Competence Inventory Self-Ratings: Discriminant and Criterion-Related Validity

Self-ratings on the Emotional Competence Inventory (ECI) had (a) small relationships with, but a distinct factor structure from, the Big Five personality dimensions, and (b) significant, albeit small, correlations with 4 measures of work performance and skills. However, with 1 exception, these relationships disappeared after controlling for personality and age.

John C. Byrne, Pace University

James W. Smither, La Salle University

Richard R. Reilly, Stevens Institute of Technology

Peter G. Dominick, Stevens Institute of Technology

Submitted by Richard R. Reilly, rreilly@stevens.edu

161-16. Interviewers Awareness of Susceptibility to Impression Management: A Policy-Capturing Approach

We examined interviewers awareness of the importance they attach to relevant selection criteria and IM cues by comparing self-reports with relative regression weights. Interviewers seemed to have limited to moderate insight into their own decision policies and they tended to overestimate their IM susceptibility. Furthermore, experience even reduced their awareness. 

Helga Peeters, Ghent University

Filip Lievens, Ghent University

Submitted by Helga Peeters, Helga.peeters@ugent.be

161-17. Assessment Center Construct Validity Models: True or False? 

Using simulated data, this study examines situations under which models of assessment center ratings may provide misleading results. Results indicate that some assessment center models erroneously indicate good model fit even when other models were used to generate the data. Results underscore the importance of theory in model selection.

Charles E. Lance, University of Georgia

David J. Woehr, University of Tennessee

Adam W. Meade, North Carolina State University

Submitted by Charles E. Lance, clance@uga.edu

161-18. A Validity Transport Procedure Using O*NET Job Analysis Information

A validity transport procedure was created using generalized work behavior (GWA) ratings from the O*NET job analysis database, combined with a privately held database of cognitive test validity studies for 4 broad job families. The development of the process and its utility for industrial-organizational psychologists are discussed.
David N. Dickter, Psychological Services Inc.

Submitted by David N. Dickter, ddickter@psionline.com

161-19. Detecting Deception During a Structured Interview

This study was conducted to determine if an interviewer could be trained to detect deception while conducting an interview. Participants were trained with deception detection criteria and interviewed another person who was being honest or deceptive. Performance was evaluated in terms of accuracy in applying deception criteria.

Lyle E. Leritz, PAQ Services, Inc.

Submitted by Matthew T. Allen, mattallen@ou.edu

161-20. The Effect of Accountability on Assessor Ratings

This study examines how accountability demands placed on assessors can affect the quality of assessment center (AC) ratings (i.e., accuracy, reliability, and predictive validity). Expectations of assessor accountability to assessees, assessors, and clients were manipulated in an AC. In certain cases, accountable assessors made higher quality ratings.

Sarah A. Strupeck, Personnel Decisions International

Deidra J. Schleicher, Purdue University

Submitted by Sarah A. Strupeck, sarah.strupeck@personneldecisions.com

161-21. Opportunity to Observe: Implications for Validity

The opportunity to observe ratees has been assumed to be important for accurate performance rating but has not been tested. We compared the validities of a biodata measure across the differing levels of the opportunity to observe. Validities were statistically and practically different across levels.

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

Jeffrey M. Cucina, George Washington University

Submitted by Charles N. MacLane, cnmaclan@opm.gov

161-22. Expected A Posteriori Estimation of Multiple Latent Traits

The purpose of this study was to present formulas for estimating multiple latent traits and a latent trait composite using the expected a posteriori (EAP) approach. Formulas for the error associated with the estimates of the latent traits and the composite were provided. Implications for computer-adaptive testing are discussed.

Damon U. Bryant, IBM

Ashley K. Smith, University of Tulsa

Sandra G. Alexander, University of North Texas

Kathlea Vaughn, University of Connecticut

Kristophor G. Canali, University of Connecticut

Submitted by Damon U. Bryant, damonbry@us.ibm.com

161-23. Development and Correlates of the Workplace Hostile Attribution Bias Scale

The creation and validation of the 11-item Workplace Hostile Attribution Bias Survey (WHABS) is described. HAB correlates with outcomes that are important to organizations and its employees, such as organizational citizenship behavior, counterproductive work behavior, and mobbing, and accounts for variance above and beyond that of similar variables.

Kimberly E. OBrien, University of South Florida

Sarah E. Loch, University of South Florida

Submitted by Kimberly E. OBrien, ko9152@hotmail.com

161-24. A Review of Stereotype Threat-Effect Moderators on Test Performance

Theoretically, a group-based negative stereotype handicaps the performance of target members of a social group. This paper reviewed factors that might mitigate stereotype threat effects on 1 behavioral outcome: cognitive ability test performance. The factors included some characteristics of a test, a testing situation, and test takers. Empirical evidence was mixed.

Hannah-Hanh Dung Nguyen, Michigan State University

Submitted by Hannah-Hanh Dung Nguyen, nguyen67@msu.edu

161-25. Applying Incumbent-Derived Prediction Equations to Job Applicant Samples

The current study uses meta-analyses and simulations to investigate the consequences of using prediction models based on incumbent samples to hire applicants. Results indicated that Conscientiousness and Optimism predict performance. Furthermore, prediction models based on incumbent samples are likely to underestimate the validity and utility of Conscientiousness and Optimism.

Kevin M. Bradley, Lexington Fayette Urban County Government

Neil M. A. Hauenstein, Virginia Tech

Submitted by Kevin M. Bradley, kbradley@alum.rpi.edu

161-26. Using Personality to Predict Outbound Call Center Job Performance

This study investigates the usefulness of the Big Five personality variables in predicting objective measures of employee productivity and subjective measures of training performance in an outbound call center. Conscientiousness and Emotional Stability correlated significantly with an index of productivity and with training performance. Implications for future research are discussed.

Pamela Y. Skyrme, Skyrme & Associates, Inc.

Lisa Wilkinson, University of South Florida

Joseph D. Abraham, A&M Psychometrics, LLC

John D. Morrison, A&M Psychometrics LLC

Submitted by Lisa Wilkinson, lvwilkin@helios.acomp.usf.edu

161-27. Development and Validation of a Learning-Styles Measure

The study attempts to develop a modified version of Honey and Mumfords learning styles inventory in order to expel concerns of reliability validity and factor structure. The results found strong positive relationships between the predictors and criterion, high reliability, and a strong 2-factor structure.

Tommie Mobbs, Presidio Sciences

Matthew W. Ferguson, University of Connecticut

Amy L. Reese, University of Connecticut

Janet L. Barnes-Farrell, University of Connecticut

R. James Holzworth, University of Connecticut

Submitted by Matthew W. Ferguson, matthew.ferguson@uconn.edu

161-28. Demographic and Contextual Influences on the Accuracy of Interviewer Ratings

We assessed whether interviewer demographic characteristics and interview context variables were predictive of the accuracy of interview ratings. Male interviewers produced interview ratings that more accurately distinguished between interviewees and between dimensions than did female interviewers. In contrast, videotape technology did not significantly enhance the accuracy of interview ratings.

Patrick H. Raymark, Clemson University

Chad H. Van Iddekinge, HumRRO

Heather N. Odle-Dusseau, Clemson University

Laura McClelland, Clemson University

Matthew Richard Millard, Clemson University

Barbara S. Rizzo, Clemson University

Jessica Bradley, Clemson University

Submitted by Patrick H. Raymark, praymar@clemson.edu

162. Community of Interests: Saturday, 11:3012:20 Pasadena (Lower Level)

WorkFamily Issues

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

163. Interactive Posters: Saturday, 11:3012:20 Los Feliz (Lobby Level)

Cultural Differences


163-1. USChina Comparative Study on Role Definitions

A survey of 155 Chinese and 109 U.S. managers indicated that the former were more likely to include OCB as part of their job definitions. Work locus of control mediated the relationship between nationality and role definition. Role definition and OCB performance were also related.

Gerald L. Blakely, West Virginia University

Abhishek Srivastava, West Virginia University

Robert H. Moorman, Creighton University

Submitted by Abhishek Srivastava, abhishek.srivastava@mail.wvu.edu

163-2. Implicit Personality Theories and Cultural Differences in Leadership Perception

It is established that the content of leadership prototypes varies across cultures. The studies presented here, however, look at the process of leadership perception and show that cultural variation in leadership categorisation is influenced by the individuals implicit personality theory.

Regina Herzfeldt, Aston University

Felix C. Brodbeck, Aston University

Veronika Brandstaetter, University of Zurich

Submitted by Regina Herzfeldt, herzferh@aston.ac.uk



163-3. Culture and Work Values: A Comparison Across Countries and Companies

This research compared the work values of employees of multinational organizations across nations and organizations. In contrast to previous research using direct ratings of values, the present research observed equivalence in relationships between facet satisfactions and overall satisfaction, suggesting that when measured indirectly, work values appear universal.

Keith Hattrup, San Diego State University

Karsten Mueller, University of Mannheim

Ingela Joens, University of Mannheim

Keith Hattrup, khattrup@psychology.sdsu.edu      

163-4. An Investigation of Cross-Cultural Power Distance and Quality Focus

This study was conducted using employee opinion data from 12 countries of a large United States-based multinational company. The relationship between supervisory feedback, empowerment, and perceptions of quality as they relate to overall job satisfaction was explored using power distance as a cultural dimension to inform research questions (Hofstede, 1980).

Christine L. Stanek, Amgen

Lisa M. Perez, Minnesota State University-Mankato

Scott M. Brooks, Gantz Wiley Research

Jack W. Wiley, Gantz Wiley Research

Submitted by Christine L. Stanek, stanekchristine@aol.com

Program Table of Contents