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Saturday PM

164. Symposium: Saturday, 12:001:20 Sacramento (Level 2)

Power of Personality: Longitudinal Studies and Meta-Analyses

The usefulness of personality measures in decision making for selection continues to be hotly debated. This symposium examines the value of personality in occupational and educational settings, using new, methodologically rigorous longitudinal studies and meta-analyses.

Leaetta M. Hough, Dunnette Group, Ltd., Chair

Deniz S. Ones, University of Minnesota, Co-Chair

Scott A. Davies, Hogan Assessments Systems, Joyce C. Hogan, Hogan Assessment Systems, Recombinant Personality Measures for Predicting Leadership Competence

Nathan R. Kuncel, University of Illinois at Urbana-Champaign, Sarah A. Hezlett, University of Illinois at Urbana-Champaign, Deniz S. Ones, University of Minnesota, Marcus Crede, University of Illinois at Urbana-Champaign, Jennifer R. Vannelli, University of Minnesota, Lisa Lynn Thomas, University of Illinois at Urbana-Champaign, Emily E. Duehr, University of Minnesota, Hannah L. Jackson, University of Minnesota, A Meta-Analysis of Personality Determinants of College Student Performance

Brent Roberts, University of Illinois at Urbana-Champaign, Personality Influences on Work Outcomes: Three Longitudinal Studies Across Decades

Filip Lievens, Ghent University, Stephan Dilchert, University of Minnesota, Deniz S. Ones, University of Minnesota, Personality Validity Increases in Medical School: A Seven-Year Longitudinal Investigation

Chockalingam Viswesvaran, Florida International University, Discussant

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

165. Panel Discussion: Saturday, 12:001:20  Emerald Bay (Level 3)

Validation Studies: Working With Difficult Clients or Data

I-O psychologists sometimes work with difficult clients or difficult data during validation studies. Unexpected situations arise because of challenging client expectations or unusual results. These situations are explored by a group of selection experts from government, internal and external consulting, and academia. Their answers will be summarized and presented.

Mark LoVerde, Personnel Research Associates, Inc., Chair

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

Susan H. Coverdale, Personnel Research Associates, Inc., Panelist

Timothy Buckley, U.S. Office of Personnel Mgmt, Panelist

Nancy L. Rotchford, Ingram Micro, Panelist

Michael J. Zickar, Bowling Green State University, Panelist

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

Michael Olson, Personnel Research Associates, Inc., Panelist

Emily G. Solberg, Personnel Research Associates, Inc., Panelist

Submitted by Mary Doherty Kelly, mkelly@pra-inc.com

166. Panel Discussion: Saturday, 12:001:20   Santa Anita A (Lobby Level)

Justice, the Elusive Concept: Three Perspectives, Consultant, Lawyer, Ethicist

An I-O psychologist, a business lawyer, and an ethicist will resolve business dilemmas from their own perspective and debate the merits of their solution. The dilemmas are drawn from current consulting cases that raise questions of justice and ethical behavior. The audience will be invited to participate.

Walter Reichman, Sirota Consulting, Chair

Joel M. Lefkowitz, Baruch College-CUNY, Panelist

Michael I. Meltzer, Sirota Consulting, Panelist

Louis A Mischkind, Sirota Consulting, Panelist

Submitted by Walter Reichman, wr57750@newton.baruch.cuny.edu

167. Practitioner Forum: Saturday, 12:0012:50  Santa Anita B (Lobby Level)

Personal ROI: Making the Most of Your I-O Career

In June 2004, 3 practitioners sent a survey to members of SIOP regarding salaries and a variety of related topics of interest. This forum explores 3 key areas of the survey results, including salary progression, the impact of graduate programs on initial careers, and the importance of networking.

Elizabeth M. Haley, Union Pacific Railroad, Chair

Kristin M. Curtis, Union Pacific Railroad, Discussant

Ronda Smith, Union Pacific Railroad, Discussant

Submitted by Elizabeth M. Haley, emhaley@up.com

168. Academic-Practitioner Collaborative Forum: Saturday, 12:001:20    
Santa Anita C (Lobby Level)

Research Collaboration Between Academics and Practitioners: Challenges and Opportunities

Research collaboration between academics and practitioners represents an important source of information for I-O psychologists, yet such collaborations are often difficult to develop and maintain. This forum discusses several of the issues related to the formation and operation of such collaborations Examples from a 2-year research partnership will be presented.

Dan Schneider, Sepracor Inc., Chair

John J. Donovan, Virginia Tech, Co-Chair

Stephen A. Dwight, Bristol-Myers Squibb, Co-Chair

Dan Schneider, Sepracor Inc., John J. Donovan, Virginia Tech, Stephen A. Dwight, Bristol-Myers Squibb, Research Collaboration Between Academics and Practitioners: Challenges and Opportunities

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

169. Panel Discussion: Saturday, 12:001:20   Palos Verdes (Lobby Level)

HRs Split Personality: Operational Efficiency and Strategic Partner

HR functions struggle to balance tensions of becoming more efficient while simultaneously becoming more strategic. They are pulled in opposite directions such as systemization versus unique solutions, customer responsiveness versus thought leadership. This panel, representing executive, consulting, and academic perspectives, will discuss these contradictions, plus implications for driving toward success.

Scott M. Brooks, Gantz Wiley Research, Chair

Robert S. Mayer, Weis Builders, Panelist

Mahesh V. Subramony, University of Wisconsin-Oshkosh, Panelist

Tim L. Reynolds, Whirlpool Corporation, Panelist

Stephanie D. Kendall, Gantz Wiley Research, Panelist

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

170. Special Event: Saturday, 12:001:20   San Gabriel A (Lobby Level)

Education and Training in I-O Psychology: Open Meeting of Educators

Each year, the Education and Training Committee and Long Range Planning Committee host an open meeting with directors of I-O graduate programs and others who have an interest in educating the next generation of I-O psychologists. Plan to bring your issues, concerns, and questions and participate in the discussion.

Janet L. Barnes-Farrell, University of Connecticut, Host

Steven G. Rogelberg, University of North Carolina-Charlotte, Co-Host

Jose M. Cortina, George Mason University, Co-Host

Kurt Kraiger, University of Tulsa, Co-Host

Submitted by Janet L. Barnes-Farrell, Janet.Barnes-Farrell@uconn.edu

171. Roundtable: Saturday, 12:001:20 San Gabriel B (Lobby Level)

Govermental Policies Encouraging Organizational Initiatives in Implementing WorkFamily Policies

Organizations have started implementing family-supportive human resource policies to facilitate worklife balance for their employees. Public workfamily policy provision differs by country and welfare regime and influences the adoption of workfamily arrangements by employers. The impact of governmental policies in different countries on organizational initiatives is discussed in this roundtable.

Donna S. Lero, University of Guelph, Host

Suzan Lewis, Manchester Metropolitan University, Co-Host

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

172. Panel Discussion: Saturday, 12:001:20  San Gabriel C (Lobby Level)

Challenges to Implementation and Evaluation of Psychologically Healthy Workplace Practices

Practices focused on improving the psychological health of workers (e.g., employee involvement, stress initiatives) have increased over the past 20 years. This panel discussion will address implementation and evaluation issues. Topics to be discussed include obtaining commitment from management and employees, evaluation challenges, and contextual factors that influence program effectiveness.

Matthew J. Grawitch, Saint Louis University, Chair

David W. Ballard, APA, Panelist

Gerald E. Ledford, Ledford Consulting Network, Panelist

James Campbell Quick, University of Texas-Arlington, Panelist

Submitted by Matthew J. Grawitch, grawitch@slu.edu

173. Practitioner Forum: Saturday, 12:001:20  San Pedro (Lobby Level)

The Portfolio: An Innovative Approach to Assessment, Development, and 

Portfolios have been used successfully in educational settings as a tool for learning and assessment; however, they have not been used extensively in organizations. This forum will address how portfolios have been successfully used for assessment, development, and evaluation in organizational settings and provide practical advice for their implementation.

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

David W. Dorsey, Personnel Decisions Research Institutes, Co-Chair

George C. Thornton, Colorado State University, The Application of Assessment Center Principles to the Evaluation of Portfolios and Employment Experiences

Deborah E. Rupp, University of Illinois at Urbana-Champaign, Stephen J. Vodanovich, University of West Florida, Portfolios as a Component of a Developmental Assessment Center

David W. Dorsey, Personnel Decisions Research Institutes, The Portfolio as a Multipurpose Tool: Part 1Using the Portfolio for Leadership Development

Rose A. Mueller-Hanson, Personnel Decisions Research Institutes, Susan S. White, Personnel Decisions Research Institutes, The Portfolio as a Multipurpose Tool: Part 2Using the Portfolio for Program Evaluation

Submitted by Rose A. Mueller-Hanson, rose.hanson@pdri.com

174. Panel Discussion: Saturday, 12:001:20   Santa Barbara A (Lobby Level)

Defining the Internet Applicant: Current Guidance and Issues

The U.S. government recently released guidance regarding how to define applicants sourced through Internet technologies; SIOP reviewed and commented on these documents. In this session, panelists involved with the construction of the guidance, and SIOPs response, will discuss these documents and their potential impact on selection practice and compliance procedures.

Douglas H. Reynolds, Development Dimensions International, Chair

Michael A. Campion, Purdue University, Panelist

Michele E. A. Jayne, Ford Motor Company, Panelist

Carol R. Miaskoff, U.S. Equal Employment Opportunity Commission, Panelist

S. Morton McPhail, Jeanneret & Associates, Inc., Panelist

Submitted by Douglas H. Reynolds, doug.reynolds@ddiworld.com

175. Symposium: Saturday, 12:001:20 Santa Barbara B (Lobby Level)

Affective Experiences at Work: The Role of Self-Regulation

This symposium presents research on affective and cognitive processes at work by studying self-regulation on and off the job. The papers presented examine self-regulation in the laboratory and the field context. The focus of the symposium is on the replenishment of job-relevant resources during off-job time.

Sabine Sonnentag, University of KonstanzGermany, Chair

Charlotte Fritz, Technical University-Braunschweig, Co-Chair

Russell E. Johnson, University of Akron, Robert G. Lord, University of Akron, Moving Beyond Discrepancies: The Importance of Progress Rate

Howard M. Weiss, Purdue University, Daniel J. Beal, Rice University, Daily Studies of Recovery

Charlotte Fritz, Technical University-Braunschweig, Sabine Sonnentag, University of KonstanzGermany, Vacation, Well-Being, and Job Performance: The Role of Workload and Specific Leisure Experiences

Mina Westman, Tel Aviv University, A New Research Agenda: Positive Crossover

Dov Eden, Tel Aviv University, Discussant

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

176. Panel Discussion: Saturday, 12:001:20  San Bernardino (Lobby Level)

Retrospective Research in Complex Organizations for Legal Defensibility

This panel will discuss the potential for retrospective research to be used as an approach to support existing, but possibly unorthodox, documentation and research in complex, bureaucratic entities engaged in legal challenges. Panelists will share experiences, in addition to discussing both prepared questions and questions from the audience.

Mark J. Schmit, SHL USA, Inc, Chair

Elaine D. Pulakos, Personnel Decisions Research Institutes, Panelist

James L. Farr, Pennsylvania State University, Panelist

Donna L. Denning, City of Los Angeles, Panelist

Mark J. Schmit, SHL USA, Inc, Panelist

Arthur Gutman, Florida Institute of Technology, Panelist

Michael Kirkpatrick, Public Citizen Litigation Group, Panelist

Submitted by Mark J. Schmit, mark.schmit@shlgroup.com

177. Symposium: Saturday, 12:301:50 San Jose (Level 2)

The Changing Nature of Work: Longitudinal Analyses With the PAQ

This symposium presents 3 longitudinal studies using a large database of job characteristics data to explore the changing nature of work demands and skill-pay relationships over past decades. These papers quantify how jobs have changed and provide insight into the kinds of changes to expect in the future.

Alan D. Mead, Baker Thomsen Associates, Chair

Miguel A. Quinones, University of Arizona, P. Richard Jeanneret, Jeanneret & Associates, Inc., Annie Adams, Norfolk Southern Corporation, Are Jobs Really Changing? Results From 20 Years of PAQ Data

Lyle E. Leritz, PAQ Services, Inc., Alan D. Mead, Baker Thomsen Associates, Christopher S. Chasteen, Economic Research Institute, Relating Job Characteristics to Compensation: A Longitudinal Study

Alan D. Mead, Baker Thomsen Associates, A Longitudinal Evaluation of Latent Semantic Analysis for Job Matching

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

Submitted by Alan D. Mead, amead@alanmead.org

178. Special Event: Saturday, 12:301:20 San Francisco (Level 2)

Past Presidents Reflect on SIOPs Past, and Project its Future

This panel of past SIOP presidents will reflect on how the field of I-O psychology and the SIOP organization have evolved over the past 20 years. The panel will also discuss current challenges SIOP as an organization and I-O psychology as a field face and project how various ways of dealing with these challenges could affect the future of SIOP and the field of I-O psychology.

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

Wayne F. Cascio, University of Colorado, Presenter

Irwin L. Goldstein, University System of Maryland, Presenter

Richard J. Klimoski, George Mason University, Presenter

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

179. Panel Discussion: Saturday, 12:301:50   Avalon (Level 3)

Executive Coaching: A Deeper Look

A diverse panel of experienced coaches draws upon their experience to discuss issues that reach beyond the basics of coaching. The session is expected to increase understanding of the complexities and challenges of coaching, and to stimulate thinking, dialogue, and research that will enhance scientific knowledge and professional practice.

Carol W. Timmreck, The Timmreck Group, Chair

Robert J. Lee, Management Consultant, Panelist

David B. Peterson, Personnel Decisions International, Panelist

Anna Marie Valerio, Executive Leadership Strategies, LLC, Panelist

Vicki V. Vandaveer, Vandaveer Group, Inc, Panelist

Submitted by Carol W. Timmreck, ctimmreck@houston.rr.com

180. Symposium: Saturday, 12:302:20 San Fernando (Lobby Level)

What IS Organizational Justice? Augmenting and Consolidating the Justice Construct

Organizational justice as a construct is still developing, where new conceptualizations are introduced to clarify the construct, and controversies over current conceptualizations are debated and resolved. This symposium includes 2 presentations, which examine new conceptualizations of how justice perceptions are formed, and 3 presentations challenging some of our current understandings.

Zinta S. Byrne, Colorado State University, Chair

Tasha L. Eurich, Colorado State University, Zinta S. Byrne, Colorado State University, Social Entity and Event-Based Justice Judgments: A Qualitative Study

Shal Khazanchi, University of Cincinnati, Elaine C Hollensbe, University of Cincinnati, Suzanne S. Masterson, University of Cincinnati, New Job Entrants: Heuristics as a Source of Fairness Perceptions

Vijaya Venkataramani, Purdue University, Deidra J. Schleicher, Purdue University, Frederick P. Morgeson, Michigan State University, Michael A. Campion, Purdue University, So You Didnt Get the Job: Now What Do You Think?

David A. Jones, University of Vermont, Derek S. Chapman, University of Calgary, Four Factors Of Justice? Evidence for a Fifth Factor

Danielle Jouglard Tritschler, University of Nice-Sophia Antipolis, Dirk D. Steiner, University of Nice-Sophia Antipolis, Validation of the Four-Factor Model of Organizational Justice in France

Debra L. Shapiro, University of Maryland, Discussant

Submitted by Zinta S. Byrne, zinta.byrne@colostate.edu

181. AcademicPractitioner Collaborative Forum: Saturday, 12:301:20  
Santa Barbara C (Lobby Level)

Designing Software and Training to Support Older Adults Using PDAs

Cognitive Task Analysis provides a methodology for the design of training older adults to use technology. CTA was applied to develop a training curriculum and design software for a PDA. 50 older adults were successfully trained to use a PDA as well as 2 programs for medication reminding and surveying.

Anthony Sterns, Creative Action LLC, Chair

Dennis Doverspike, University of Akron, Cognitive Task Analysis

Anthony Sterns, Creative Action LLC, Training Older Adults to Use Personal Digital Assistants

Scott C. Collins, TrollTech AS, Accessible Software for Older Adults: Design, Tools, and Chapter 508

Harvey L. Sterns, University of Akron, Discussant

Submitted by Anthony Sterns, drtone@gwis.com

182. Panel Discussion: Saturday, 12:301:20  Beaudry A (Lobby Level)

Do Borders Really Matter? Issues in Multinational Selection

As corporations shift focus from domestic to global markets, knowledge of international business practices and employment laws are a necessity. Without an understanding of the legal context, societal influences, and other factors that impact selection, practitioners will face many challenges when implementing selection systems across borders and within multinational organizations.

Jamie L. Borich, Hogan Assessment Systems, Chair

Nicole R. Bourdeau, Hogan Assessment Systems, Co-Chair

Sally A. Carless, Monash University, Panelist

Filip De Fruyt, Ghent University, Panelist

Jean-Pierre Rolland, Paris X University, Panelist

Ryan A. Ross, Hogan Assessment Systems, Discussant

Submitted by Jamie L. Borich, jborich@hoganassessments.com

183. Symposium: Saturday, 12:301:50 Beaudry B (Lobby Level)

Illuminating the Dark Side: Tools for Assessing Destructive Leadership

There is a growing recognition that a complete understanding of leadership requires consideration of both desirable and undesirable factors, but assessing dark or destructive leadership presents significant measurement challenges. These studies highlight 4 different approaches to measuring destructive leadership behaviors and their antecedents.

S. Bartholomew Craig, North Carolina State University, Chair

Jeffrey D. Facteau, Hogan Assessment Systems, Christina R. Van Landuyt, Hogan Assessment Systems, Dysfunctional Personality Dispositions and Leader Effectiveness: Bad and Good News

Paul Babiak, HRBackOffice, B-Scan 360: Development of a Measure of Psychopathy for Organizational Research

Sigrid B. Gustafson, American Institutes for Research, Out of Their Own Mouths III: Field-Study Evidence for the Validity of a Conditional Reasoning Instrument for Identifying Aberrant Self-Promoters

Anasuya Datta, North Carolina State University, Florina A. Trapero, Tecnolgico de Monterrey, S. Bartholomew Craig, North Carolina State University, Assessing Destructive Leadership in Spanish-Speaking Populations: Adapting the Perceived Leader Integrity Scale

Robert T. Hogan, Hogan Assessment Systems, Discussant

Submitted by S. Bartholomew Craig, bart_craig@ncsu.edu

184. Poster Session: Saturday, 12:301:20 Pasadena (Lower Level)

Job Attitudes

184-1. Beyond Balanced Reciprocity: Generalized and Negative Reciprocity in Psychological Contracts

The relation between reciprocity and psychological contracts was investigated. Data from 348 employed students indicated that multiple reciprocity strategies govern exchange relationships at work. In fact, 2 types of unbalanced reciprocitygeneralized and negative reciprocityexplained incremental variance in transactional and relational obligations among employees and employers beyond balanced reciprocity.

Dana M. Glenn, University of Houston

Lois E. Tetrick, George Mason University

Submitted by Dana M. Glenn, danaglenn29@hotmail.com

184-2. Reciprocation Wariness and Negative Reciprocity: Relationships With Breach and Violation

This study examined the relationships of reciprocation wariness, negative reciprocity, and perceived contract breach with feelings of violation. Reciprocation wariness was positively related to negative reciprocity, and all 3 variables were positively associated with violation. Predictors interacted such that the breach-violation relationship was stronger at higher levels of negative reciprocity.

Jennifer K Lee, George Mason University

Lois E. Tetrick, George Mason University

Submitted by Jennifer K Lee, jles@gmu.edu

184-3. Conflicting Cues and Individual Differences in Social Information Processing

The study confirmed social information processing theory in that positive and negative social cues affect participant attitudes. The study extended previous research by including a condition of conflicting cues and measuring degree of change with pre- and posttreatment measures on multiple dimensions of attitude. Individual differences were also addressed.

Stefani L. Yorges, West Chester University

Submitted by Stefani L. Yorges, syorges@wcupa.edu

184-4. Work Values Fit and Organizational Commitment Among Medical Doctors

Drawing a sample of 350 Malaysian medical doctors, we studied the relationship between work values fit and organizational commitment. Using polynomial regression and response surface methodology, we found that the higher the work values fit, the greater the organizational commitment of doctors. Implications and directions for future research are discussed.

Gim W. Lee, University Science Malaysia

Zainal A. Ahmad, University Science Malaysia

Mahfooz A. Ansari, University Science Malaysia

Rehana Aafaqi, University Science Malaysia

Submitted by Mahfooz A. Ansari, mahfooz@usm.my

184-5. Enhancing Commitment to Organizational Change: A Quasi-Experiment

This study examined the effects of an intervention (identifying personal and organizational benefits to change) on commitment to change levels. Findings indicate that participants increased their change-related behavior but did not significantly increase their commitments to the change. Theoretical explanations and implications for change management are discussed.

Adam S. Kling, Alliant International University

Michael H. Vinitsky, Alliant International University

Calvin C. Hoffman, Alliant International University

Daniel A. Newman, University of Maryland

Submitted by Adam S. Kling, adam.kling@verizon.net

184-6. The Effects of Internal and External Attributions on Trust Repair

This study examines the implications of apologizing with an internal versus external attribution. The results presented here resolve discrepancies in prior research on apology by revealing that trust was repaired more successfully when parties apologized with an internal attribution for competence violations and an external attribution for integrity violations.

Peter H. Kim, University of Southern California

Kurt T. Dirks, Washington University in St. Louis

Cecily D. Cooper, University of Miami

Donald L. Ferrin, Singapore Management University

Submitted by Kurt T. Dirks, dirks@wustl.edu

184-7. Support for Employee Development May Not Always Enhance Organizational Commitment

A prevailing notion in the literature is that support for employee development leads to organizational commitment. While this notion had some validity, employee learning orientation moderated this relationship. For some employees, support for development by an organization was not associated with greater commitment and was even negatively associated with commitment.

Todd J. Maurer, Georgia State University

Michael Lippstreu, Georgia Institute of Technology

Submitted by Todd J. Maurer, tmaurer@gsu.edu

184-8. Explaining Variations in the Temporal Stability of Job Satisfaction 

Although several studies have examined the temporal stability of job satisfaction, little is known about individual differences in job satisfaction stability. The current study found that positive and negative affectivity, attitude extremity, age, and tenure, but not work centrality, were related to the temporal stability of job satisfaction.

Nathan A. Bowling, Central Michigan University

Terry A. Beehr, Central Michigan University

Connie P. Watson, Delta College

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

184-9. 9/11 Revisited: Were Employee Attitudes Really Unaffected?

The purpose of this study was to test the effects of the terrorist attacks of 9/11/01 on employee attitudes. In contrast to previous findings, results indicated that there were significant pre-/postimprovements in employee attitudes, particularly for non-U.S. employees.

Aleksander P. J. Ellis, University of Arizona

Mathian (Mat) Osicki, IBM

Jerel E. Slaughter, University of Arizona

Submitted by Jerel E. Slaughter, jslaught@eller.arizona.edu

184-10. Attachment Style as a Predictor of IndividualOrganization Attachment

The relationship between adult attachment and 2 conceptualizations of individualorganization attachment, psychological contract and organizational commitment, was examined. Attachment style was revealed as a significant predictor of perceived psychological contract violations and affective commitment. Perceived psychological contract violation mediates the relationship between attachment style and commitment.

Gordon B. Schmidt, Michigan State University

Bradford S. Bell, Cornell University

Submitted by Bradford S. Bell, bb92@cornell.edu

184-11. Money Motives, Achievement Orientation, and Motivation to Work Among Youths

Hierarchical regression analysis of survey data from 185 college students in Singapore and 177 in the U.S. found support for the hypothesized relationship between the 3 major money motives (positive, freedom of action, and negative) and motivation to work. The results were less consistent for the subscales of achievement orientation. 

Vivien K. Lim, National University of Singapore

Abhishek Srivastava, West Virginia University

Qing Si Sng, National University of Singapore

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

184-12. The Discriminant Validity of Job Satisfaction, Commitment, and Justice Perceptions

The discriminant validity of job satisfaction, justice perceptions, and organizational commitment are examined using meta-analytic estimates and primary data. The incremental validity of justice perceptions over job satisfaction and commitment is low for job performance, OCBs, and withdrawal cognitions. A hierarchical structure of job attitudes is tested with primary data.

Marcus Crede, University of Illinois-Urbana Champaign

Amanda M. Baldwin, University of Illinois-Urbana Champaign

Bradley James Brummel, University of Illinois-Urbana Champaign

Lisa Lynn Thomas, University of Illinois-Urbana Champaign

Submitted by Marcus Crede, crede@s.psych.uiuc.edu

184-13. IRT Analysis of the Influence of RJP and Tenure

IRT methods for DIF detection were applied to the investigation of the influence of RJP on satisfaction. Employees with RJP exhibited less adjustment between the 1st and 5th year of employment. IRT analyses revealed critical item-level phenomenon that traditional methods lack the sensitivity to detect.

Daniel C. Kuang, American Institutes for Research

Dwayne G. Norris, American Institutes for Research

Submitted by Daniel C. Kuang, danielk@pdx.edu

184-14. Measuring General Job Satisfaction: Are All Measures Created Equal?

Job satisfaction has been a core I-O construct for 70 years. Multiple definitions and measures have been advanced, yet job satisfaction is treated unidimensionally when relationships with outcome criteria are investigated. We examined 7 models of job satisfaction and the patterns of relationships between these models and criterion variables.

Joseph W. Huff, University of North Texas

Jeremy Tekell, University of North Texas

Terence Yeoh, University of North Texas

Submitted by Joseph W. Huff, huffj@unt.edu

184-15. The Leadership Direction Scale: Development and Initial Validation

Top management direction is critical, yet no paper-and-pencil measure exists to assess subordinates perceptions of the ability of top leadership to communicate such direction. The development and initial validation study of the Leadership Direction Scale are presented. Both internal psychometric properties and construct validation evidence are promising.

Janet L. Kottke, California State University-San Bernardino

Mark D. Agars, California State University-San Bernardino

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

184-16. Effect of Centralization and Formalization on Individual Outcomes

Considerable research has examined the relationships among organizational structure variables and individual characteristics; virtually none has examined how centralization and formalization might relate to the individual outcomes of turnover and advancement perceptions. We found centralization to be related to advancement perceptions but not significantly so to turnover intentions.

Janet L. Kottke, California State University-San Bernardino

Mark D. Agars, California State University-San Bernardino

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

184-17. The Validation and Cross-Validation of a New Job Insecurity Measure

This study explores the dimensionality of job insecurity and provides evidence for the construct validity of a new JI measure. Confirmatory factor analyses with tests of invariance supported a 3-factor structure comprising Employment Uncertainty, Managerial Distance, and Financial Climate. Intercorrelational analyses with important outcomes substantiate the instruments predictive validity. 

Patrick Brennan ONeill, Curtin University of Technology

Submitted by Patrick Brennan ONeill, patrick32@sympatico.ca

184-18. Organizational Commitment in a Direct-Hire Contingent Worker Sample

The current study investigates a multifactor model of organizational commitment in a direct-hire contingent worker sample. Surprisingly, low alternatives, which have not been shown to predict turnover in full-time employees, predicted return intentions, suggesting their usefulness in contingent workforce studies. Normative commitment did not significantly predict either intentions or behaviors.

Lance Ferris, University of Waterloo

Patricia M. Rowe, University of Waterloo

Submitted by Lance Ferris, dlferris@watarts.uwaterloo.ca

184-19. Negative Asymmetry and Coworker Relations

Positive and negative peer relations in the workplace can affect job satisfaction, commitment, OCBs, and turnover. Data were collected on 589 employed individuals. In contrast to predictions of negative asymmetry, quality of relations with abrasive coworkers did not explain more variance than did quality of relations with close coworkers.

Carmen Nelson, Michigan State University

Ann Marie Ryan, Michigan State University

Submitted by Ann Marie Ryan, ryanan@msu.edu

184-20. An Investigation of the Antecedents and Consequences of Job Attitudes

The current study hypothesized a model wherein organizational support factors simultaneously impact the 3 major job attitudes, which impact effort, which subsequently impacts employee behavior (i.e., in-role performance and OCBs). Employeesupervisor dyads were surveyed (N = 279), and results indicated that the hypothesized model fit the data well.

Keith D. McCook, Bigby, Havis & Associates

Gary J. Greguras, Singapore Management University

Submitted by Gary J. Greguras, garygreguras@smu.edu.sg

184-21. Contemporary Social-Exchange Theory: Whatever Happened to Exchange Ideology?

Contemporary research on social-exchange relationships involving perceived organizational support (POS) has strayed from previous research suggesting a moderated relationship between POS and organizational outcomes. This study examines the moderating influence of exchange ideology, as well as the associations among outcome variables that may also clarify the nature of these relationships.

Jarrett H. Shalhoop, Jeanneret & Associates

Rosalie J. Hall, University of Akron

Richard T. Cober, Booz Allen Hamilton

Submitted by Jarrett H. Shalhoop, shalhoop@hotmail.com

184-22. Proximal Versus Distal Aspects of Job Satisfaction in Professional Workers

Herzbergs (1959) 2-factor motivator-hygiene theory of job satisfaction is widely known among managers around the world, but severely criticized by academics (Dunnette et al., 1967). Using Spectors (1985) 9-dimensional Job Satisfaction Questionnaire (JSQ), we discovered and confirmed a 2-factor second order solution with proximal and distal factors versus motivator-hygiene factors.

LeAnne Coder, University of Kansas

Ronald A. Ash, University of Kansas

Submitted by Ronald A. Ash, rash@ku.edu

184-23. The Job SatisfactionJob Performance Link Revisited: Specificity Matters

This study assessed whether the relations between dimensions of job satisfaction (e.g., satisfaction with supervisor) and targeted contextual performances (e.g., counterproductive work behaviors directed at supervisor) are stronger than the relation between overall job satisfaction and overall job performance. Our findings provide initial support for the targeted relations.

Krista D. Mattern, University of Illinois-Urbana Champaign

Michael R. Bashshur, University of Illinois-Urbana Champaign

Scott Bedwell, IPAT/University of Illinois-Urbana Champaign

Carra S. Sims, University of Illinois-Urbana Champaign

Submitted by Krista D. Mattern, kmattern@uiuc.edu

184-24. Social Network and Dispositional Bases of Job Autonomy

Social information processing theory holds that job attributes are perceived under interpersonal influence. Tracing patterns of at-work friendships provides evidence that job autonomy (JDS) perceptions have a social basis. Inter-personal effects are moderated by self-monitoring personality, while departures of perceived from factual autonomy are grounded in affectivity and core self-evaluations.

Daniel A. Newman, University of Maryland

Lisa M. Leslie, University of Maryland

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

184-25. Working After Retirement: Predictors of Bridge Employment

This study examined predictors of bridge employment, which occurs when older workers take employment after they retire from their main career. Predictors from the nonwork domain were more important than those in the work domain in predicting bridge employment and differentiating it from continued employment and retirement.

Misty M. Bennett, Central Michigan University

Terry A. Beehr, Central Michigan University

Lawrence R. Lepisto, Central Michigan University

Submitted by Misty M. Bennett, tribb1mm@cmich.edu

184-26. A Dispositional Approach to the JobLife Satisfaction Relationship

We elaborate on traditional approaches to the joblife satisfaction relationship by incorporating measures of personality and emotions as indicators of happiness in both domains. An experience sampling study with 147 executives revealed both top-down (trait and emotional) and bottom-up (emotional and social) contributions to happiness in work and home life.

Steven A. Murphy, Carleton University

John M. Zelenski, Department of Psychology

Submitted by Steven A. Murphy, murphy@sprott.carleton.ca

184-27. Religiosity and Diversity: Are Religious People More Accepting of Diversity?

The study investigates relationships between religiosity and diversity attitudes. Contrary to expectations, people who saw themselves as religious had more positive diversity attitudes than those who did not see themselves as religious, controlling for country, race, gender, and age, and with 4 higher order value types in the model.

Judy P. Strauss, California State University-Long Beach

Olukemi O. Sawyerr, California State Polytechnic University-Pomona

Adegoke Oke, Cranfield University

Submitted by Judy P. Strauss, jstrauss@csulb.edu

185. Community of Interests: Saturday, 12:301:20   Pasadena (Lower Level)

Being the Lone SIOP Member in an Organization

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

186. Interactive Posters: Saturday, 12:301:20

Los Feliz (Lobby Level) Team Cognition

186-1. Team Cognition: Antecedents and Outcomes of Schema Agreement and Accuracy

We examined 2 components of team cognition, schema agreement and schema accuracy. Schema agreement and schema accuracy predicted different team outcomes (effectiveness and performance), and they were differentially predicted by antecedents (experience, ability, and goal orientation). Results highlight the complexity of team cognition and team-level implications of individual-level constructs.

Paul R. Heintz, Wright State University

Debra Steele-Johnson, Wright State University

Joan R. Rentsch, University of Tennessee

Submitted by Paul R. Heintz, heintz.2@wright.edu

186-2. Effects of Task Mental Model Similarity on Decision Accuracy

Previous research has provided mixed results regarding the effects of task mental model similarity on decision accuracy. This research provides a theoretical model that accounts for these inconsistent findings by examining team knowledge coverage as a moderator of the relationship between task mental model similarity and decision accuracy.

Ece Tuncel, University of Illinois-Urbana Champaign

Submitted by Ece Tuncel, etuncel@uiuc.edu

186-3. Shared Cognition: Can We all Get on the Same Page?

This paper offers a clarification of the constructs involved in shared cognition. We provide definitions of these constructs, along with an original framework of the connections that exist between them. The efficiency that shared mental models offer and the importance of the clarification that we provide are presented.

Brooke C. Kelly, University of Central Florida

Allison Marie Badum, University of Central Florida

Eduardo Salas, University of Central Florida

C. Shawn Burke, University of Central Florida

Submitted by Brooke C. Kelly, bckelly@gmail.com

186-4. Cognitive Ability, Personality, and Shared Mental Models in Teams

This study investigated the relationship between team composition factors and mental model similarity in teams. Across 62 3-person action teams, team-level cognitive ability, agreeableness, and openness to experience were predictors of task-focused mental model similarity. Relationships were also significant after controlling for task experience, team familiarity, and gender composition.

Christian J. Resick, Florida International University

Marcus W. Dickson, Wayne State University

Jacqueline K. Mitchelson, Wayne State University

Submitted by Christian J. Resick, resickc@fiu.edu

187. Symposium: Saturday, 1:002:50 Santa Anita B (Lobby Level)

Applications and Extensions of Relative Importance Statistics in Organizational Research

Recently, 2 statistics have been derived that permit researchers to make more accurate inferences concerning the relative importance of correlated predictors. The current session illustrates how these statistics may be applied to substantive areas of I-O psychology and discusses how these statistics may be extended to multivariate multiple regression designs.

James M. LeBreton, Wayne State University, Chair

Jenell L. Senter, Wayne State University, Co-Chair

James M. LeBreton, Wayne State University, Michael Ingerick, George Mason University, Mark C. Bowler, University of Tennessee, Robert E. Ployhart, University of South Carolina, Relative Importance of General Versus. Facet Intelligence in Predicting Job Performance

Lillian T. Eby, University of Georgia, Sarah C. Evans, University of Georgia, Jaime R. Durley, University of Georgia, Individual, Dyadic, and Organizational Predictors of Mentors Problems with Protgs

Michael B. Hargis, Wayne State University, Lindsey Marie Young, Wayne State University, Ludmila Zhdanova, Wayne State University, Boris B. Baltes, Wayne State University, The Relative Importance of Antecedents of Work Family Conflict

Scott Tonidandel, Davidson College, James M. LeBreton, Wayne State University, Extending Relative Importance to Multivariate Designs

Jeff W. Johnson, Personnel Decisions Research Institutes, Discussant

Frederick L. Oswald, Michigan State University, Discussant

Submitted by James M. LeBreton, jlebreto@wayne.edu

188. Panel Discussion: Saturday, 1:302:50  San Francisco (Level 2)

Gaining Visibility for Your Work: Learn From the Experts

Gaining visibility for ones work is difficult. Experts who have been successful promoting who they are and what they do will share advice. Two topics specific to industrial-organizational psychologists will be addressed: the visibility problem and potential solutions. Strategies for increasing visibility in the business community will be discussed.

Wendy S. Becker, University at Albany-SUNY, Chair

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

William C. Byham, Development Dimensions International, Panelist

Frank J. Landy, SHL, Panelist

Eduardo Salas, University of Central Florida, Panelist

Benjamin Schneider, Personnel Research Associates, Inc., Panelist

Leaetta M. Hough, Dunnette Group, Ltd., Panelist

Submitted by Wendy S. Becker, w.becker@albany.edu

189. Panel Discussion: Saturday, 1:302:50  Sacramento (Level 2)

The Case for Ethical Cultures: What Convinces Organizations to Change?

With lapses of organizational ethics highlighted in the media, as well as the general need for more research documenting how ethics helps promote organizational outcomes, there can be a stronger role for I-O psychologists in supporting, through research and consulting, senior executives as they promote ethics within their own organizations.

Jack W. Wiley, Gantz Wiley Research, Chair

Ron James, Center for Ethical Business Cultures, Panelist

Joel M. Lefkowitz, Baruch College, CUNY, Panelist

Patricia R. Hedberg, University of St. Thomas, Panelist

Scott M. Brooks, Gantz Wiley Research, Panelist

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

190. Practitioner Forum: Saturday, 1:302:50  Emerald Bay (Level 3)

Maintaining Test Security in a Cheating Culture

I-O psychologists are finding it increasingly challenging to outwit purposeful, highly organized, often ingenious attempts to gain access to test materials and scoring keys. This Practitioner Forum will present a structured approach for addressing test security concerns and practical advice on how organizations can maintain test security.

Cheryl J. Paullin, Personnel Decisions Research Institutes, Chair

Martha E. Hennen, United States Postal Service, Maintaining Security When Attacked From Many Sides: A Case Study on Test Security Issues

James C. Beaty, ePredix, Joel Philo, ePredix, Ensuring Test Security and Combating Cheating in Internet-Based Testing

S. Morton McPhail, Jeanneret & Associates, Inc., Beyond Cheating: Additional Issues in Test Security in the Public Sector

Cheryl J. Paullin, Personnel Decisions Research Institutes, Just How Big is the Test Preparation Industry, and What are Organizations Doing to Counter It?

Submitted by Cheryl J. Paullin, cheryl.paullin@pdri.com

191. Symposium: Saturday, 1:302:50 Santa Anita A (Lobby Level)

Giving Feedback to Applicants: Advantageous or Adverse?

This symposium combines scientific and practical perspectives on applicant reactions to feedback. 2 presenters report empirical data on providing feedback after test taking; 2 consider implications for providing applicants with feedback given recent developments in assessment tools and technology.

Ann Marie Ryan, Michigan State University, Chair

Sonja Schinkel, University of Amsterdam, Co-Chair

Sonja Schinkel, University of Amsterdam, Ann Marie Ryan, Michigan State University, Neil R. Anderson, University of Amsterdam, Dirk van Dierendonck, Rotterdam School of Management, Does it Pay to Know Why? Applicant Reactions to Performance Feedback in Rejection Situations

William H. Macey, Personnel Research Associates, Inc., Nancy T. Tippins, Personnel Research Associates, Inc., Applicant Reactions and Web-Based Screening Systems: Opportunities and Challenges for Systems Architecture

Brian C. Holtz, George Mason University, Robert E. Ployhart, University of South Carolina, Deirdre E. Lozzi, TARP, Jennifer Ferreter, Baruch College, CUNY, Reactions to Feedback About Performance on Web-Based Tests

Monica A. Hemingway, The Dow Chemical Company, Giving Performance Feedback: What Students Want and What We Can Give Them

Derek S. Chapman, University of Calgary, Discussant

Submitted by Sonja Schinkel, s.schinkel@uva.nl

192. Panel Discussion: Saturday, 1:302:50  Santa Anita C (Lobby Level)

Performance Feedback: Where Do We Go Next?

The purpose of this panel discussion is to discuss the path that future research on performance feedback should take, with special focus on complex jobs. Topics to be discussed include the most important research questions to be addressed, needs for conceptual foundations, and methodological issues.

Robert D. Pritchard, University of Central Florida, Chair

Deborah Diaz Granados, University of Central Florida, Co-Chair

Melissa J. Sargent, University of Central Florida, Co-Chair

Satoris S. Youngcourt, Texas A&M University, Co-Chair

Susan J. Ashford, University of Michigan, Panelist

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

Robert D. Pritchard, University of Central Florida, Panelist

Susan Taylor, University of Maryland, Panelist

Submitted by Deborah Diaz Granados, de712800@pegasus.cc.ucf.edu

193. Practitioner Forum: Saturday, 1:302:50   Palos Verdes (Lobby Level)

How High-Growth Companies Balance Growing Versus Buying Talent

The practitioner forum will bring together organizations that are experiencing rapid growth resulting in a need to accelerate internal leadership development. We will discuss the question of growing versus buying talent, the factors that contribute to the mix, and discuss how formulating a talent management strategy can help achieve results.

Cheryl Heitzler, Chair

John R. Adcock, Dell, Janel Joseph, Dell Inc., Growing Versus Buying Talent: Understanding Contributing Factors and Strategies to Achieve Business Results

Miya Maysent, Valero Energy Corporation, When Good is Good, but Could it be Better? An Exploration of Executive Development in a Highly Entrepreneurial Organization 

Submitted by John R. Adcock, john_adcock@dell.com

194. Symposium: Saturday, 1:302:50 San Gabriel A (Lobby Level)

Where Recruitment is @: Current Approaches to Web-Based Attraction Research

As technology is increasingly influencing the practice of recruitment, extending attraction research to the context of Web-based recruitment is critical. This symposium presents 4 studies that examine the contribution of (a) Web-site content and/or (b) Web-site design characteristics to applicant attraction and provides support for the importance of both.

Karen Holcombe Ehrhart, San Diego State University, Chair

David M. Mayer, University of Maryland, Co-Chair

Jonathan C. Ziegert, University of Maryland, Co-Chair

Brian R. Dineen, University of Kentucky, Juan Ling, University of Kentucky, Steven Ash, University of Akron, Substance Versus Style: Customization and Aesthetic Effects on Recruitment Outcomes

Karen Holcombe Ehrhart, San Diego State University, David M. Mayer, University of Maryland, Jonathan C. Ziegert, University of Maryland, Web-Based Recruitment: Exploring the Effects of Web-Site Content and Characteristics

Greet Van Hoye, Ghent University, Filip Lievens, Ghent University, Recruitment Web Sites: Effects of Employee Testimonials on Organizational Attraction

Richard T. Cober, Booz Allen Hamilton, Douglas J. Brown, University of Waterloo, Paul E. Levy, University of Akron, Role of Individual Differences in Online Applicant Attraction

Scott Highhouse, Bowling Green State University, Discussant

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

195. Roundtable: Saturday, 1:302:50 San Gabriel B (Lobby Level)

Outcome Measurements in Leadership Assessments

The objective of the proposed roundtable is to engage in a discussion of the theoretical importance of establishing appropriate outcome measures that are related to leadership selection assessment as well as discuss their practical application. Experienced practitioners who use assessments to guide leadership selection decisions will facilitate the discussion.

Lois Glasgow, Bigby, Havis & Associates, Host

Jo Ann Johnson McMillan, Bigby, Havis & Associates, Co-Host

Michelle Collins, HRD Solutions, Co-Host

Nicole DeJarnett, HRD Solutions, Co-Host

Submitted by Nicole DeJarnett, nicdejarnett@yahoo.com

196. Academic-Practitioner Collaborative Forum: Saturday, 1:302:50 
San Gabriel C (Lobby Level)

Coaching Impact: Identifying Individual and Organizational Outcomes of Coaching

Despite current and growing popularity of executive coaching, no published research study truly validates the number of intensely positive assertions made about coaching outcomes. Ongoing research presented at this forum will, however, provide insight, supported by data, into the actual impact of coaching on the individual and the organization.

Derek A. Steinbrenner, Cambria Consulting, Chair

Colleen Gentry, Wachovia Corporation, Presenter

James M. Hunt, Babson College, Presenter

Ellen Kumata, Cambria Consulting, Presenter

Barry Schlosser, Sigma Group of America, Presenter

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

197. Master Tutorial: Saturday, 1:302:50  San Pedro (Lobby Level)

1.5 CE Credits Available for Attending!  Register at the Session

Sexual Harassment: Legal Issues and Implications for Employer Policies

Supreme Court sexual harassment rulings from Meritor (1986) to Suders (2004) are analyzed using five major issues: (a) quid pro quo versus hostile environment harassment, (b) reasonable person/victim in hostile harassment, (c) employer liability, (d) same-sex harassment and (e) constructive discharge. Policies to protect employers and victims are presented.

Arthur Gutman, Florida Institute of Technology, Presenter

Submitted by Arthur Gutman, artgut@aol.com

198. Symposium: Saturday, 1:302:50 Santa Barbara A (Lobby Level)

SelfOther Agreement and Disagreement: New Directions and New Interpretations

We investigated methods for assessing agreement, the use of multisource performance ratings, the links between agreement and leadership, as well as the associations with outcome variables. In the process, we have developed some interesting conclusions about the use of multisource performance ratings applicable to the development leadership.

Roya Ayman, Illinois Institute of Technology, Chair

William David Rigdon, University of Texas-Arlington, Co-Chair

Erica Hartman, Stanard & Associates/Illinois Institute of Technology, Roya Ayman, Illinois Institute of Technology, Mayari S. Pritzker, Illinois Institute of Technology, The Relationship Between CEO and Direct Report Agreement of Empowering Leadership Behaviors and Outcomes

Jeffrey Becker, Motorola, Roya Ayman, Illinois Institute of Technology, Multisource Performance Ratings: The Role of Self-Monitoring

Mark C. Frame, University of Texas-Arlington, Roya Ayman, Illinois Institute of Technology, A Study of Agreement, Gender, and Outcomes

Leanne E. Atwater, Arizona State University West, Discussant

Submitted by William David Rigdon, daverigdon@hotmail.com

199. Practitioner Forum: Saturday, 1:302:50   Santa Barbara B (Lobby Level)

Building and Developing Leaders for the Future: Managing Executive Talent

Building and developing strong leaders has become an organizational imperative in todays society. This forum will provide attendees with insight on how 3 diverse companies are attempting to develop and build strong leaders and leadership pipelines in uncertain financial times.

Erika DEgidio, Bristol-Myers Squibb, Chair

Joan Gutkowski, Time Warner, Inc., Vera Vitels, Columbia University Teachers College, Building an Executive Talent Management Strategy

Robin R. Cohen, Bristol-Myers Squibb, Melissa K. Hungerford, Bristol-Myers Squibb, Erika DEgidio, Bristol-Myers Squibb, Enhancing Executive Effectiveness to Sustain Competitive Advantage

Matthew R. Redmond, Starwood Hotels & Resorts, Mariangela Battista, Starwood Hotels & Resorts, Michelle M. Crosby, Starwood Hotels & Resorts, Achieving Business Success One Effective Leader at a TimeThe Role of Executive Talent Management Programs in Building a Strong Leadership Bench

Submitted by Erika DEgidio, erika.degidio@bms.com

200. Education Forum: Saturday, 1:302:50  Santa Barbara C (Lobby Level)

Successful Internships: A Discussion From Academic and Practitioners Experiences

Internships are important parts of I-O graduate training programs. This forum presents academic and practitioner perspectives on the components of an effective internship experience. In addition, the results from a recent practitioner survey will be presented. Topics include finding interns and internships, good intern characteristics, supervision issues, and intern evaluation.

Anita Blanchard, University of North Carolina-Charlotte, Chair

Donald M. Truxillo, Portland State University, Graduate Internships: Issues and Solutions

Anita Blanchard, University of North Carolina-Charlotte, Lessons Learned from Masters I-O Internships

Rose A. Mueller-Hanson, Personnel Decisions Research Institutes, Making the Most of Internships: A Practitioners Perspective

Liberty J. Munson, Boeing Company, What You Need to Know About Internships: Results from SIOPs Survey

Submitted by Anita Blanchard, ALBlanch@email.uncc.edu

201. Symposium: Saturday, 1:302:50 San Bernardino (Lobby Level)

On Global Work: Predicting the Success of International Assignments

This symposium presents qualitative and quantitative (meta-analytic) studies on predictors of success in global assignments. The symposium also analyzes recent research advancements on predictors of expatriate adjustment. The symposium will consist of 3 presentations and a lively discussion of international research focused on organizational and cultural predictors of global success.

Laura Galarza, University of Puerto Rico, Chair

Patrick Kulesa, International Survey Research, Going Global: An Emerging Model for Leveraging Cross-Cultural Differences in Multinational Organizations

Laura Galarza, University of Puerto Rico, Organizational and Cultural Predictors of Expatriate Adjustment: A Meta-Analysis

Chockalingam Viswesvaran, Florida International University, Laura Galarza, University of Puerto Rico, Cultural Intelligence and Culture Distance: Emerging Predictors of Global Success?

Bernardo M. Ferdman, Alliant International University, Discussant

Submitted by Laura Galarza, lgalarza@adelphia.net

202. Symposium: Saturday, 1:302:50 Beaudry A (Lobby Level)

Adverse Impact in Predictors and Criteria of Performance

Little research has been done to address the adverse impact potential in both predictors and criteria of job and academic performance. This symposium seeks to explain why such adverse impact potential exists and what can be done to reduce adverse impact potential in SJTs as well as job performance.

Michael A. McDaniel, Virginia Commonwealth University, Chair

Anna Imus, Michigan State University, Neal W. Schmitt, Michigan State University, Brian H. Kim, Michigan State University, Alyssa Friede, Michigan State University, Frederick L. Oswald, Michigan State University, Using DIF to Understand SJTs as Predictors of College Success

Nhung T. Nguyen, Lamar University, Michael A. McDaniel, Virginia Commonwealth University, Deborah L. Whetzel, Work Skills First, Inc., Subgroup Differences in SJT Performance: A Meta-Analysis

Patrick F. McKay, University of Wisconsin-Milwaukee, Michael A. McDaniel, Virginia Commonwealth University, Cognitive Load of Criteria and Racial Differences in Job Performance

Linda S. Gottfredson, University of Delaware, Discussant

Submitted by Nhung T. Nguyen, nhung.nguyen@lamar.edu

203. Poster Session: Saturday, 1:302:20  Pasadena (Lower Level)

Job Performance

203-1. Affect and Organizational Citizenship Behavior: The Impact of LeaderMember Exchange

Drawing upon a Malaysian sample of 216 managers, we examined the impact of affect (positive and negative) and its interaction with leadermember exchange (LMX) on organizational citizenship behavior (OCB). While the direct impact of affect was nil, it significantly interacted with two dimensions of LMXaffect and contributionin predicting OCB.

Foo Hoon Lee, University Science Malaysia

Mahfooz A. Ansari, University Science Malaysia

Submitted by Mahfooz A. Ansari, mahfooz@usm.my

203-2. Predicting Job Satisfaction and Contextual Performance: A Chinese Study

This study surveyed about 100 employees from an organization in Beijing, China. Results of this study showed that collectivism was positively related to both job satisfaction and contextual performance. The study also revealed that job satisfaction was a mediator of the relationship between collectivism and supervisor-rated contextual performance.

Shaobang Sun, HumRRO

Submitted by Shaobang Sun, ssun@humrro.org

203-3. A Multilevel Analysis of Hostility, Job Attitudes, and Workplace Deviance

We examined the dynamic nature of emotions at work, work attitudes, and workplace deviance. Over half of the total variance in workplace deviance was within-individual, and this intraindividual variance was predicted by momentary hostility, interactional justice, and job satisfaction. Moreover, trait hostility moderated the interactional justicestate hostility relationship.

Brent A. Scott, University of Florida

Timothy A. Judge, University of Florida

Remus Ilies, Michigan State University

Submitted by Brent A. Scott, brent.scott@cba.ufl.edu

203-4. Using Self-Determination Theory to Understand the Motives Underlying Citizenship Behavior

Using self-determination theory (Deci & Ryan, 1985), this research investigated the motives underlying individuals decisions to engage in citizenship behaviors and examined the extent to which these motives are unique from those underlying technical behavior. Results indicated that overall, intrinsically oriented motives were more strongly associated with citizenship than technical behavior.

Tatana M. Olson, United States Navy

Charlie L. Reeve, University of North Carolina-Charlotte

Submitted by Tatana M. Olson, tatana@psych.purdue.edu

203-5. Linking O*NET to Occupational Literacy Requirements Using Job Component Validation

We used a job component validity strategy to predict mean scores on prose, document, and quantitative literacy from O*NET descriptors at the occupation level. Using our models, we were able to derive literacy estimates for all O*NET-SOC occupations. Results showed that literacy was highly predictable from the O*NET descriptors.

Christelle C. LaPolice, Personnel Decisions Research Institutes

Gary W. Carter, Personnel Decisions Research Institutes

Jeff W. Johnson, Personnel Decisions Research Institutes

Submitted by Christelle C. LaPolice, christelle.lapolice@pdri.com

203-6. Effects of Accepting Repeated Negative Feedback on Performance and Affect
This study examined the effects of accepting repeated negative feedback on individuals subsequent performance and affective responses. Results of an experimental study indicated that accepting repeated negative feedback led to the lowest level of performance. However, we did not find similar effects on individuals happiness.

Andrew Li, University of Arizona

Jessica Bagger, University of Arizona

Russell S. Cropanzano, University of Arizona

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

203-7. Linking Leadership Emergence to Leadership Effectiveness in a Military Context

This study examined leadership emergence as the critical process variable linking both individual differences and subsequent leader effectiveness. Pattern (high intelligence, high dominance, high general self-efficacy, high self-monitoring) was correlated with both leadership emergence and effectiveness ratings. Ratings of emergence provided the strongest mediation of the patternpromotion relationship.

Roseanne J. Foti, Virginia Tech

Neil M. A. Hauenstein, Virginia Tech

Submitted by Roseanne J. Foti, rfoti@vt.edu

203-8. Job Performance May Not Provide Warning of Psychological Contract Violation

Examined whether anger is related to importance of goals that have been frustrated, whether apology and explanation reduce the anger, and whether the violation affects job performance. Frustration of more important goals produced greater anger; apology and explanation did not change it. Job performance was not significantly effected.

Michael J. Keeney, American Institutes for Research

Daniel J. Svyantek, Auburn University

Submitted by Michael J. Keeney, mkeeney@air.org

203-9. Justice Climate as a Moderator of the ConscientiousnessContextual Performance Relationship

A multilevel analysis examined cross-level moderation of justice climate on the conscientiousnesscontextual performance relationship. Random coefficient modeling showed moderating effects for organization-focused justice climate, particularly with job dedication, and dutifulness. No effects were found for individual-level justice conscientiousness interactions. Results suggest the utility of cross-level theorizing in organizational behavior.

Zhi-Wen Ng, University of Illinois at Urbana-Champaign

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

Fritz Drasgow, University of Illinois at Urbana-Champaign

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

203-10. Developable Assessment Centers Dimensions: A Korean Investigation

This study identifies potentially appropriate dimensions for developmental assessment centers in Korea. South Korean managers were surveyed about the importance and developability of 24 dimensions. Responses were comparable to those of U.S. managers in an earlier study, suggesting some agreement between cultures but respondents indicated few opportunities to develop.

Alyssa Mitchell Gibbons, University of Illinois at Urbana-Champaign

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

Myungjoon Kim, Korean Psychological Testing Institute

Sang Eun Woo, University of Illinois at Urbana-Champaign

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

203-11. The Relationship Between Organizational Centralization and Productivity Improvement

Organizational centralization is found to influence the effect of a participative intervention on work-unit performance such that the higher the centralization, the greater the performance improvement. 2 moderators of this relationship are supported: amount of trust between management and personnel and number of serious problems in the organization.

Melissa J. Sargent, University of Central Florida

Robert D. Pritchard, University of Central Florida

Submitted by Melissa J. Sargent, sargmel@iit.edu

203-12. The Effects of Organizational Structure and Environmental Uncertainty on Performance

We examined whether the organizational structure dimensions formalization and centralization were related to productivity gains following a feedback intervention. Consistent with structural contingency theory, we considered environmental uncertainty as a moderator. Results indicate positive relationships between dimensions and productivity; no moderation was found. Implications for theory and practice are discussed.

Jessica Moroge, University of Central Florida

Robert D. Pritchard, University of Central Florida

Submitted by Jessica Moroge, je325002@pegasus.cc.ucf.edu

203-13. Influence of Action-State Orientation and Procrastination on Performance

We examined behavioral procrastination as a mediator of action-state orientation effects on performance. Results indicated that behavioral procrastination mediated hesitation effects on performance. In addition, convergent validity for the types of trait procrastination was also observed. This self-regulatory understanding of procrastination can have applications in student counseling and training.

Lynn-Michelle N. Sassoon, Wright State University

Debra Steele-Johnson, Wright State University

Mark V. Palumbo, Wright State University

Submitted by Lynn-Michelle N. Sassoon, lynn_sassoon@yahoo.com

203-14. Organizational Citizenship Behavior and Gender: Expectations and Attributions for Performance

We predicted that observers expect employees to participate in, and make internal attributions for, gender-congruent OCB. Overall, we found that OCBs are expected more of women and internal attributions for OCB performance are more often made for women than for men. We discuss implications and future research suggestions.

Sara K. Farrell, Northern Illinois University

Lisa Finkelstein, Northern Illinois University

Submitted by Sara K. Farrell, SaraKfarrell@hotmail.com

203-15. Applying Microworlds to Investigate OCB Influences on Efficacy Development

A microworld simulation was used to investigate the effects of organizational citizenship behaviors on efficacy development. Results confirmed expectations that individuals who perform more OCBs are more likely to develop higher self-efficacy. Hypotheses for collective efficacy were only partially supported. Implications for future research relating these 2 concepts are discussed.

Joel T. Lundstrom, Kansas State University

Patrick A. Knight, Kansas State University

Jeffrey D. Mark, Kansas State University

Submitted by Joel T. Lundstrom, joell@ksu.edu

203-16. Perfectionists Are Not Always Dysfunctional Employees

The authors applied trait activation theory to identify when perfectionism leads to performance. They found that perceived organizational support moderated the relationship between perfectionism and task-focused interpersonal citizenship behavior among 164 workers. Perfectionism was more strongly related to citizenship behavior among workers reporting high rather than low levels of organizational support.

John W. Wilson, U.S. Office of Personnel Management

Lawrence A. Witt, University of New Orleans

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

203-17. Personal Characteristics to Predict Job Performance, Safety, Accidents, and Turnover

In a validation study, both the Hogan Personality Inventory and the Workplace Attitude and Behavior Inventory (WABI) were significantly related to job performance criteria, including accidents. After implementation of the WABI, there was a significant reduction in at-fault accident rates, and WABI-Teamwork scores were negatively related to employee turnover.

Courtney L. Holladay, University of Texas, MD Anderson Cancer Center

Mark H. Strong, Jeanneret & Associates

Submitted by Courtney L. Holladay, CLHolladay@mdanderson.org

203-18. A Preliminary Investigation Between the Wonderlic and NFL Performance

This research attempted to establish a quantitative link between Wonderlic scores gathered during the NFL Combine and future NFL performance. Results indicated that scores on the Wonderlic are not predictive of NFL performance and overall selection in the NFL Draft. In addition, the use of this measure produced significant ethnic discrepancies.

Brian D. Lyons, University at Albany, SUNY

John W. Michel, University at Albany, SUNY

Brian J. Hoffman, University of Tennessee

Submitted by Brian D. Lyons, bl536526@albany.edu

203-19. The Effect of Agreement on Managerial Expectations and Performance Change

Using a feedback-oriented intervention, the present study examined the effects of agreement of organizational goals on the relationship of managerial expectations and organizational performance change. Results indicated that although expectations were not directly related to performance change, agreement was identified as a moderator of this relationship.

Moshe Feldman, University of Central Florida

Shannon A. Irving, University of Central Florida

Robert D. Pritchard, University of Central Florida

Submitted by Robert D. Pritchard, RDPritchard@compuserve.com

203-20. The Search for Curvilinearity in PersonalityJob Performance Relationships

Even though previous studies have found evidence of nonlinearity in personalityjob performance relationships, these studies have lacked generalizability because the results were based on small samples. This study represents the first large-scale research endeavor to utilize meta-analysis and trend analysis to investigate nonlinear personalitycontextual job performance relationships.

Greg A. Barnett, Hogan Assessment Systems

Submitted by Greg A. Barnett, gbarnett@hoganassessments.com

203-21. Motivational Antecedents and Performance Outcomes of Continuous Learning

This study examined antecedents and outcomes of continuous learning activity (CLA) in a sample of Korean workers. Workers who reported high levels of CLA received significantly higher performance ratings from supervisors. Mastery goal orientation predicted CLA through its effects on feedback seeking and learning self-efficacy.

Tae Young Han, Kwangwoon University

Kevin J. Williams, University at Albany, SUNY

Submitted by Tae Young Han, tyounghan@kw.ac.kr

203-22. Experienced Job Challenge and Overchallenge: Conceptualization, Antecedents, and Consequences

Individual and job-contextual antecedents, and employee affective and behavioral consequences of experienced challenge and overchallenge in the job, are conceptually explored and tested in a sample of 511 employeesupervisor dyads. Structural equation modeling reveals differential relationships between these 2 constructs and the proposed antecedents and consequences.

Koen Dewettinck, Ghent University

Dirk Buyens, Ghent University

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

203-23. Shiftwork, Strain and Performance: A Diary Assessment of Two Waves

The influence of shiftwork on job strain and job performance was assessed using a diary methodology across a nursing sample. Results showed that shiftwork might not necessarily contribute to negative work outcomes. Implications of the results and future recommendations are highlighted.

Roxane L. Gervais, University of Manchester

Robert G. Hockey, University of Leeds

Submitted by Roxane L. Gervais, roxane_gervais@alumni.fdu.edu

203-24. Social Facilitation and Inhibition During Maximum Versus Typical Performance Situations

This study tested the importance of a theoretical overlap between typical and maximum performance and social facilitation and inhibition. Results revealed a social inhibition effect in the maximum performance condition for participants of the low self-efficacy conditions. Implications and directions for future research are discussed.

Ute-Christine Klehe, University of Zurich

Neil R. Anderson, University of Amsterdam

Esther A. E. Hoefnagels, University of Amsterdam

Submitted by Ute-Christine Klehe, u.klehe@psychologie.unizh.ch

203-25. Workload History Effects on Task Performance: A Closer Look 

Effects of sudden shifts in workload on performance were investigated using a vigilance task. Results supported previous research suggesting a decrease in workload results in performance decrement. More importantly, this study reports that a sudden increase or decrease could lead to a loss in accuracy and a slowing of response.

Luz-Eugenia Cox-Fuenzalida, University of Oklahoma

Amanda D. Angie, University of Oklahoma

Laura Sohl, University of Oklahoma

Benn Carr, University of Oklahoma

Anne Vorndran, University of Oklahoma

Submitted by Luz-Eugenia Cox-Fuenzalida, cox-fuenzalida@ou.edu

203-26. A Feedback EnvironmentRole Clarity Model of Job Performance

This study, involving 170 subordinatesupervisor dyads, presents a model which demonstrates that subordinates who perceive a supportive feedback environment indicate more feedback seeking, higher role clarity, and had higher supervisory performance ratings. Furthermore, results suggest that effort costs may moderate the relationship between the feedback environment/feedback seeking link.

Brian G. Whitaker, University of Akron

Jason Dahling, University of Akron

Submitted by Brian G. Whitaker, bgw111@yahoo.com

203-27. Schemas for Organizational Citizenship Behavior in Gender-Stereotyped Jobs

We tested whether there was a relationship between gender-typed jobs and OCB schema content. In general, differences in schema content between gender-typed jobs were consistent with differences found in past research between genders. Results varied to some extent based on the type of job and the gender of the rater.

Mark G. Ehrhart, San Diego State University

Ellen Godfrey, Campbell Soup Company

Silvia Morales, San Diego State University

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

203-28. Role-Definition Antecedents: Attitudinal, Dispositional, and Contextual Influences

A field study based on data from 204 line and supervisory employees examined dispositional, contextual, and attitudinal predictors of role definition. Results indicated that both contextual (trust in organization) and dispositional (employee exchange ideology) variables predicted broader roles. Implications for research and practice are highlighted.

Dan S. Chiaburu, Washington Metropolitan Area Transit Authority

Kathryn L. Baughman, George Mason University

Submitted by Kathryn L. Baughman, kbaughma@gmu.edu

203-29. Turnover Intentions and Political Behavior as Related to Organizational Injustice

Drawing upon a sample of 201 Malaysian managers, we examined the mediating impact of frustration on the relationship of perceived injustice with turnover intentions and political behavior. Results showed that organizational injustice relates positively to fight/flight behavior. Frustration partially mediates the relationship of distributive injustice with turnover intentions and political behavior.

Rehana Aafaqi, University Science Malaysia

Mahfooz A. Ansari, University Science Malaysia

May Sim Chow, University Science Malaysia

Zainal A. Ahmad, University Science Malaysia

Submitted by Mahfooz A. Ansari, mahfooz@usm.my

203-30. Person Predictors of Academic and Work Performance

Cognitive ability, knowledge, and nonability measures were administered to 105 cooperative education students. Composite trait factor scores were used to predict academic and job performance. All trait domains were significant predictors of academic performance, but only the nonability trait composite factors predicted job performance.

Ruth Kanfer, Georgia Institute of Technology

Mark B. Wolf, Georgia Institute of Technology

Tracy Kantrowitz, Georgia Institute of Technology

Submitted by Ruth Kanfer, rk64@prism.gatech.edu

204. Community of Interests: Saturday, 1:302:20  Pasadena (Lower Level)

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

205. Interactive Posters: Saturday, 1:302:20   Los Feliz (Lobby Level)

CEMA Sponsored Session: Diversity Issues in Recruitment and Selection

205-1. Glass Ceiling Bias: Effects of Nonstandard Accent on Management Hiring

Speakers of standard English received higher recommendations for managerial positions than did the speaker of nonstandard English. These American subjects judged the nonstandard accented candidate to be significantly lower in Interpersonal Influence, and as hypothesized, the bias works through the assumed lower influence of nonstandard accented speakers.

Marcia Frideger, Holy Names University

Jone L. Pearce, University of California-Irvine

Submitted by Jone L. Pearce, jlpearce@u.washington.edu

205-2. AA/EO Statements and Whites Job Attitudes: A Social-Identity Perspective

We conducted a scenario-based laboratory study to understand Whites reactions to Affirmative Action/ Equal Opportunity (AA/EO) statements in recruitment materials. Grounding our work in social identity theory, we hypothesized that in-group attitudes, out-group attitudes, and the race-specificity of AA/EO statements interact to predict job-related attitudes. Our results generally support our hypotheses.

Gary Shteynberg, University of Maryland

Lisa M. Leslie, University of Maryland

Andrew P. Knight, University of Pennsylvania

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

205-3. Diversity Information in Recruitment Advertisements and Organizational Attraction

We investigated job seekers reactions to diversity information in recruitment advertisements. The results showed that job seekers reacted more positively to an inclusion rather than representation strategy and were more attracted to brochures that included diverse rather than homogeneous photographs. Further, the results highlighted the moderating effects of gender.

Quinetta M. Roberson, Cornell University

Christopher Collins, Cornell University

Sarah Yeung, Cornell University

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

205-4. Prejudice in Employment Decisions: Role of Interview Content and Race

The purpose of the present study was to identify the role of prejudice on cognitive-based and interpersonal-based structured interviews. The results suggested that cognitive-based interviews create less favorable attitudes toward the Black applicants than the interpersonal-based questions.

Erron Pipkin, Alliant International University

Calvin C. Hoffman, Alliant International University

Nurcan Ensari, Alliant International University

Submitted by Nurcan Ensari, nensari@hotmail.com

206. Special Event: Saturday, 2:002:50 San Jose (Level 2)

Research Funding and I-O Psychology

This panel of experts will highlight the importance of research funding for I-O psychology, both in terms of enhancing the capability of I-O psychologists to conduct meaningful basic and applied research projects, and in terms of improving the status and prestige of I-O psychology within the broader scientific community. Panelists will also provide an overview of available funding sources for both academic and applied projects, and highlight specific strategies for obtaining funding and managing relationships with funding agencies.

John R. Hollenbeck, Michigan State University, Chair

Daniel R. Ilgen, Michigan State University, Panelist

Rodney A. McCloy, HumRRO, Panelist

Jeffrey M. Stanton, Syracuse University, Panelist

Stephen J. Zaccaro, George Mason University, Panelist

207. Practitioner Forum: Saturday, 2:002:50   Avalon (Level 3)

Remembrance of Surveys Past: The Evolution of the Employee Survey

Employee surveys have evolved from novelties used in forward-thinking companies to standard tools for employee input. Over the years every aspect of the survey, including the role of the survey professional, has changed. This forum will assess these changes and speculate on the future of employee surveys.

Paul M. Mastrangelo, Genesee Survey Services, Chair

Charles Corace, Johnson & Johnson, The Evolution of the Johnson & Johnson Credo Survey

Sarah R. Johnson, Genesee Survey Services, Karen B. Paul, 3M, The Changing Role of the Survey Professional

W. Warner Burke, Teachers College, Columbia University, Trends in Organizational Surveys: Past, Present, Future

Submitted by Sarah R. Johnson, sarah.johnson@gensurvey.com

208. Practitioner Forum: Saturday, 2:002:50   Beaudry B (Lobby Level)

Organizational Needs and Innovative Implementation of Proctored Versus Unproctored Assessments

Traditional practices teach that selection assessments should be proctored. However, expanding technologies give organizations the option to administer unproctored selection assessments, often lowering costs and administrative burden. In this session, practitioners address the major advantages and disadvantages of both modes, presenting case studies and trends in program design, management, and outcomes.

Jennifer Mattocks, ePredix, Inc., Chair

Anjani Panchal, Pepsi Americas, Striking a Balance Between the Preferred Way and the Practical Way: A PepsiAmericas Case Study

Jana Fallon, American Express, Moving from Proctored to Unproctored Assessments: An American Express Case Study

Mitchell W. Gold, Sprint, Proctored Testing at Sprint: A New Model and Partnership

Lizzette Lima, ePredix, Inc., Discussant

Submitted by Jennifer Mattocks, jennifer.mattocks@epredix.com

Coffee Break   Saturday, 3:003:30   Multiple Locations

209. Symposium: Saturday, 3:304:50 San Jose (Level 2)

Not the Usual Suspects: Expanding Our Conception of Workplace Stigma

This session will explore the applicability of stigma theory to the devaluing of individuals in the workplace on the basis of attributes that have received little or no research attention. The attributes that will be the focus of discussion are disagreeable personalities, contingent worker status, transgender employees, and linguistic accent.

Ann Marie Ryan, Michigan State University, Chair

Frederick P. Morgeson, Michigan State University, Co-Chair

Anthony S. Boyce, Michigan State University, Ann Marie Ryan, Michigan State University, Anna Imus, Michigan State University, Frederick P. Morgeson, Michigan State University, Temporary Worker, Permanent Loser?: A Model of the Stigmatization of Contingent Workers

Brian Welle, Harvard University, The Stigmatization of Transgender Employees

Murray R. Barrick, University of Iowa, Stigma Due to Your Own Personality?

Guillermo Wated, Florida International University, Juan I. Sanchez, Florida International University, Beliefs Associated With English Speakers Who Have a Spanish Accent

Robert L. Dipboye, University of Central Florida, Discussant

Submitted by Ann Marie Ryan, ryanan@msu.edu

210. Symposium: Saturday, 3:304:50 San Francisco (Level 2)

Making Leadership Research More Relevant

Some say leadership is the most studied but least understood area in I-O psychology. Hyperbole aside, we could have a greater impact on how leadership is practiced. This session provides 4 perspectives on making our research more relevant to industry along with commentary from a corporate consumer of leadership research.

Robert B. Kaiser, Kaplan DeVries Inc., Chair

Stephen J. Zaccaro, George Mason University, The Direct and Indirect Influences of Organizational Leaders: Bridging the Gap Between Leadership Research and Practice

Robert B. Kaiser, Kaplan DeVries Inc., Stuart G Ferrell, Kaplan DeVries Inc., What Do We Mean by Leadership Effectiveness?

David V. Day, Pennsylvania State University, Identifying, Evaluating, and Using Indigenous Leadership Theories in Organizations

Robert T. Hogan, Hogan Assessment Systems, The Secret Life of Organizations

Ben E. Dowell, Bristol-Myers Squibb, Discussant

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

211. Symposium: Saturday, 3:304:50 Sacramento (Level 2)

Faking Research: New Methods, New Samples, and New Questions

In this symposium, the 4 papers investigate questions related to faking on personality tests using novel data sets and novel techniques. Large samples of longitudinal data, real applicant testretest data, computer simulations, and covariance modeling are used to investigate questions related to the nature, prevalence, and consequences of faking.

Michael J. Zickar, Bowling Green State University, Chair

Scott A. Davies, Hogan Assessments Systems, Dwayne G. Norris, American Institutes for Research, Cheating, Guessing Faking, and Self-Presentation in Assessment Responses

Neil D. Christiansen, Central Michigan University, Chet Robie, Wilfrid Laurier University, Paul R. Bly, Personnel Decisions International, Using Covariance to Detect Applicant Response Distortion of Personality Measures

Jeffrey D. Facteau, Hogan Assessment Systems, How Often Does Faking Affect Actual Selection Decisions?

Frederick L. Oswald, Michigan State University, Neal W. Schmitt, Michigan State University, The Impact of Faking Corrections on Measures Used in Selection Settings

Michael J. Zickar, Bowling Green State University, Discussant

Submitted by Michael J. Zickar, mzickar@bgnet.bgsu.edu

212. Symposium: Saturday, 3:304:50 Avalon (Level 3)

Employee Turnover Research: Prediction and Assessment Challenges

Recent empirical research addressing the prediction of turnover will be presented, focusing largely on attitudinal measures. This session reflects a broad range of research perspectives, including academic, consulting, large national government, and local government. Along with key research findings, presenters will discuss implications and challenges for research and practice.

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

Amy Cooper Hakim, Office Depot, Chockalingam Viswesvaran, Florida International University, Different Commitment Forms Predicting Turnover and Turnover Intentions: An Integrative Review

John A. Weiner, Psychological Services, Inc., Targeting TurnoverDevelopment and Validation of a Preemployment Attitude Assessment

J. Peter Leeds, U.S. Department of Army, Civilian Personnel, Murray J. Mack, U.S. Department of the Army, Attitudinal Predictors of Turnover and the Incremental Contribution of Job Performance

Donna L. Denning, City of Los Angeles, The Dimensionality of Attrition

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

213. Symposium: Saturday, 3:304:50 Emerald Bay (Level 3)

Major Issues in Employment Litigation Discrimination

This symposium marks publication of the latest book in SIOPs Practitioner Series. The presentations are by 4 of the 22 authors, with topics focusing on sex and race discrimination, most notably, sexual harassment, exclusionary rules, institutionalized racism, and new rules affecting adverse impact and pattern or practice claims.

Frank J. Landy, SHL, Chair

Donald L. Zink, Personnel Management Decisions, Trends in Employment Discrimination Charges Alleging Sexual Harassment

Margaret S. Stockdale, Southern Illinois University-Carbondale, Disparate Treatment Sex Discrimination: More Than Meets the Eye

James L. Outtz, Outtz and Associates, Race Discrimination Cases: Past, Present, and Future

Arthur Gutman, Florida Institute of Technology, Internet Recruitment and Selection: New Rules?

Wayne F. Cascio, University of Colorado, Discussant

Submitted by Arthur Gutman, artgut@aol.com

214. Symposium: Saturday, 3:305:20 Santa Anita A (Lobby Level)

Moving From Laboratory to Field: Investigating Situation in Faking Research

The importance of the situation in influencing faking on personality tests has been virtually overlooked. Research aimed at increasing theoretical understanding of the importance of situational perceptions, as well as results supporting the use of warnings as a situational remedy to the negative outcomes associated with response distortion, are presented.

Jennifer P. Bott, Ball State University, Chair

Christopher C. Rosen, University of Akron, Co-Chair

Jennifer P. Bott, Ball State University, Christopher C. Rosen, University of Akron, Moving From the Laboratory to the Field: An Investigation of the Situation in Faking Research

Jennifer P. Bott, Ball State University, Andrea F. Snell, University of Akron, Jason Dahling, University of Akron, Predicting Within-Person Elevation: A Comparison of Individual Differences and Situational Perceptions

Alfred James Illingworth, University of Akron, Andrea F. Snell, University of Akron, Christopher C. Rosen, University of Akron, Effects of Warnings and Individual Differences on the Criterion-Related Validity of Noncognitive Tests

Victoria Pace, University of South Florida/Personnel Decisions Research Institutes, Xian Xu, University of South Florida, Lisa M. Penney, University of Houston, Walter C. Borman, Personnel Decisions Research Institutes, 
Ronald M. Bearden, Navy Personnel Command, Using Warnings to Discourage Personality Test Faking: An Empirical Study

Andrew D. English, ThoughtLink, Inc., Richard L. Griffith, Florida Institute of Technology, Yukiko Yoshita, Florida Institute of Technology, Abhishek Gujar, Florida Institute of Technology, Tina Malm, Florida Institute of Technology, Randolph Jerome Socin, Oakland University, Its All How You Frame It: The Impact of Instructional Sets on Applicant Faking Behavior

Stephen A. Dwight, Bristol-Myers Squibb, Discussant

Submitted by Richard L. Griffith, griffith@fit.edu

215. Academic-Practitioner Collaborative Forum: Saturday, 3:304:50   Santa Anita B (Lobby Level)

What Value Does Psychology Add to Executive Coaching?

In theory, psychological training should be a substantial benefit to executive coaching, although little research has addressed this question. 2 teams engaged in research on this topic will present their studies, share lessons learned, and engage the audience in exploring implications and next steps for research.

David B. Peterson, Personnel Decisions International, Chair

John Muros, University of Minnesota, Co-Chair

Joyce E. Bono, University of Minnesota, David B. Peterson, Personnel Decisions International, Radostina Purvanova, University of Minnesota, John Muros, University of Minnesota, Annette Towler, Illinois Institute of Technology, Sarah K. Stoever, University of Minnesota-Twin Cities, A Comparison of the Practices of Psychologist and Nonpsychologist Executive Coaches, A Study of the Variability in Achieving Change through Executive Coaching

Submitted by John Muros, muro0008@umn.edu

216. Symposium: Saturday, 3:305:20 Santa Anita C (Lobby Level)

Examining Meso-Mediation Relationships in Industrial-Organizational Psychology

Meso-mediation involves modeling cross-level relationships that are mediated by one or more variables that may reside at different levels of analysis. We present four empirical examples of such relationships in I-O psychology and discuss theoretical, methodological, and analytic challenges that they present along with implications for practice.

John E. Mathieu, University of Connecticut, Chair

Gilad Chen, Texas A&M University, Modeling the Cross-Level Interplay Between Individual and Team Motivation

Mark B. Gavin, Oklahoma State University, Janaki Gooty, Okahoma State University, The Impact of Leader, Team, and Individual Mood on Helping: Testing a Complex, Moderated, Meso-Mediational Model

Mark Griffin, Queensland University of Technology, Claire Mason, Queensland University of Technology, Sharon K. Parker, University of New South Wales, Transforming Groups Through Leadership

John E. Mathieu, University of Connecticut, Travis Maynard, University of Connecticut, Scott R. Taylor, University of Connecticut, Lucy L. Gilson, University of Connecticut, Tom Ruddy, Siemens Corporation, A Meso-Mediational Model of Contextual and Work Design Influences on Team Processes and Performance

Richard P. DeShon, Michigan State University, Discussant

Submitted by John E. Mathieu, Jmathieu@business.uconn.edu

217. Theoretical Advancement: Saturday, 3:305:20  Palos Verdes (Lobby Level)

Evolutionary Psychologys Relevance to I-O Psychology

Although evolutionary psychology is becoming an important, integrative theoretical framework in many areas of psychology, it has made fewer inroads into applied psychology. We describe its basic tenets, discuss possible applications to I-O psychology, and present examples of theory and research in I-O psychology that employ an evolutionary psychological perspective.

Stephen M. Colarelli, Central Michigan University, Chair

Stephen M. Colarelli, Central Michigan University, Evolutionary Psychology and I-O Psychology

Xiao T. Wang, University of South Dakota, Evolutionary Psychology and Risk Management in Organizational Contexts

Kingsley Browne, Wayne State University, Evolutionary Psychology and the Glass Ceiling

Jennifer Spranger, Central Michigan University, Genetic Density as a Predictor of Nepotism in the Family Firm

Chulguen Yang, Central Michigan University, Stephen M. Colarelli, Central Michigan University, Kyunghee Han, Central Michigan University, The Psychological Contract and Organizational Commitment from an Evolutionary Perspective

David Funder, University of California, Riverside, Discussant

Monica A. Hemingway, The Dow Chemical Company, Discussant

Submitted by Stephen M. Colarelli, colar1sm@cmich.edu

218. Symposium: Saturday, 3:305:20 San Fernando (Lobby Level)

Toward a Better Understanding of Emotion Regulation At Work

Five papers examine emotion regulation at work. A variety of emotion regulation strategies are considered, with an emphasis on understanding the individual and situational factors that lead to their use. These papers also explore the psychological experience of emotion regulation and its effects on employee and customer outcomes.

Robin H. Gosserand, The Olinger Group, Chair

James M. Diefendorff, University of Colorado-Denver, Co-Chair

Simon Moon, University of Wisconsin-Oshkosh, Preconscious Emotional Regulation Processes in Emotional Labor

James M. Diefendorff, University of Colorado-Denver, Erin M. Richard, Louisiana State University, Jane Yang, Louisiana State University, Emotion Regulation: Linking Strategies to Affective Events and Discrete Emotions

Stephane Cote, University of Toronto, Do Emotionally Intelligent People Manage Their Emotions Wisely?

Erin M. Richard, Louisiana State University, Natalie T. Bourgeois, Louisiana State University, James M. Diefendorff, University of Colorado-Denver, A Process Model of the Psychological Experience of Emotional Labor

Thorsten Hennig-Thurau, Bauhaus-University of Weimar, Markus Groth, University of New South Wales, Michael Paul, Bauhaus-University of Weimar, Emotional Contagion in Service Delivery: How Employee Emotions Impact Customers

Theresa M. Glomb, University of Minnesota, Discussant

Submitted by Robin H. Gosserand, rgosserand@olingergroup.com

219. Symposium: Saturday, 3:305:20 San Gabriel A (Lobby Level)

Diversity and Decision Making

Diversity has great potential benefits for group decision making processes. Research and practice suggest, however, that diversity may be detrimental as well as beneficial to group performance on such tasks. Tackling this issue, this symposium identifies a range of contingencies of the relationships between diversity and decision-making performance.

Daan Van Knippenberg, Erasmus University-Rotterdam, Chair

Wendy van Ginkel, Erasmus University-Rotterdam, Daan Van Knippenberg, Erasmus University-Rotterdam, Knowledge of Informational Diversity and Group Decision Making: The Role of Shared Mental Models

Hanneke J. M. Kooij-de Bode, Erasmus University-Rotterdam, Daan Van Knippenberg, Erasmus University-Rotterdam, Group Composition and Group Decision Making: (Un)Balancing Diversity by Focus on Consensus

Susan Mohammed, Pennsylvania State University, Tracey Rizzuto, Louisiana State University, Kim Erickson, Pennsylvania State University, Nathan J. Hiller, Florida International University, Daniel A. Newman, University of Maryland, Tina T. Chen, Sempra Energy Utilities, Individual Differences and Group Negotiation: The Role of Polychronicity, Dominance, and Decision Rule

Astrid C. Homan, University of Amsterdam, John R. Hollenbeck, Michigan State University, Stephen E. Humphrey, Florida State University, Daan Van Knippenberg, Erasmus University-Rotterdam, Dustin Jundt, Michigan State University, Christopher J. Meyer, Michigan State University, Daniel R. Ilgen, Michigan State University, Diversity in Teams: How Reward Structure and Openness to Experience Can Influence Categorization and Performance

Felix C. Brodbeck, Aston University, Yves R. F. Guillaume, Aston University, Nick Lee, Aston University, Diversity as a Multilevels Construct: Ethnic Diversity in Student Learning Groups and Individual Learning Outcome

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

220. Panel Discussion: Saturday, 3:305:20 San Gabriel B (Lobby Level)

Have You Ever Wondered? Research Ponderables From Employee Survey Experiences

Panel and audience discussion on 7 research inquiries inspired by practitioner experiences and implications for survey design and analysis. Topics include norm differences by industry, influence of anonymity, differences between those who do and dont make comments, influence of extreme ratings on comments, group size effects, and early versus late responders.

Jeffrey A. Jolton, Genesee Survey Services, Chair

Sarah R. Johnson, Genesee Survey Services, Co-Chair

Larry D. Eldridge, Genesee Survey Services, Panelist

Sara P. Weiner, IBM, Panelist

Kathleen J. Suckow, Microsoft Corporation, Panelist

Jeffrey A. Jolton, Genesee Survey Services, Panelist

Lindsay A. Bousman, University of Nebraska-Omaha; Microsoft Corporation, Panelist

Paul M. Mastrangelo, Genesee Survey Services, Panelist

Stella Kaplow Lee, Memorial Sloan-Kettering Cancer Center, Panelist

Submitted by Jeffrey A. Jolton, jeff.jolton@gensurvey.com

221. Practitioner Forum: Saturday, 3:304:50  San Gabriel C (Lobby Level)

Driving Strategic Change With Technology

This practitioner forum will bring together 3 organizations that have used technology innovations as a key driver in creating strategic change in the way they engage, develop, and manage talent. We will discuss the strategic goals of introducing the new technologies, the impact of the technology, and lessons learned.

Belinda G. Hyde, Dell Inc., Chair

Belinda G. Hyde, Dell Inc., Driving Employee Engagement and Building Bench Strength With Talent Management Technology

Rhonda K. Kidwell McGown, Wachovia Corporation, Understanding Employee Engagement and Driving Action Through Engagement Survey, Data Analysis, and Reporting Technology

Norman E. Perreault, Starwood Hotels & Resorts, Michelle M. Crosby, Starwood Hotels & Resorts, Leveraging Technology for Strategic Talent Management

Submitted by Belinda G. Hyde, belinda_hyde@dell.com

222. Master Tutorial: Saturday, 3:305:20 San Pedro (Lobby Level)

Two CE Credits Available for Attending! Register at the Session

Getting Started With Computer-Based Testing

Computers offer test developers a great opportunity for innovation. The purpose of this tutorial is to show that developing computerized tests can be manageable for industrial-organizational psychologists. This tutorial includes presenters from academia, the professional testing industry, and the end-user to provide a comprehensive perspective.

Bradley James Brummel, University of Illinois-Urbana Champaign, Presenter

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

Alan D. Mead, Baker Thomsen Associates, Presenter

Siang Chee Chuah, University of Illinois-Urbana Champaign, Presenter

Douglas D. Molitor, 3M, Presenter

Submitted by Siang Chee Chuah, chuah@uiuc.edu

223. Symposium: Saturday, 3:304:50 Santa Barbara A (Lobby Level)

U.S., German, and Canadian Perspectives on Employment Discrimination Against 

The United States, Germany, and Canada welcome immigrants, who, because of their skills, can contribute to the national economies. Paradoxically, however, immigrants often face discrimination that undermines their economic contribution and lowers their psychological well-being. The symposium presents 4 research projects on antecedents of discrimination against immigrants in these countries.

Joerg Dietz, University of Western Ontario, Chair

Arjun Bhardwaj, University of Western Ontario, Co-Chair

Chetan Joshi, University of Western Ontario, Co-Chair

Dianna L. Stone, University of Central Florida, Eugene F. Stone-Romero, University of Central Florida, T. Nichole Philips, University of Central Florida, The Relationships Between Race, Differences in Cultural Values, and Experienced Discrimination of Immigrants in the U.S.

Lars Petersen, University of Halle-Wittenberg, Joerg Dietz, University of Western Ontario, Escalation of Commitment and Employment Discrimination Against Immigrants

Joerg Dietz, University of Western Ontario, Victoria Esses, University of Western Ontario, Arjun Bhardwaj, University of Western Ontario, Chetan Joshi, University of Western Ontario, Employment Discrimination Against Ethnic Immigrants: The Role of Foreign Credentials

Tatjana Ilic, University of Western Ontario, Susan Pepper, University of Western Ontario, Work Values and Job Satisfaction: A Study of Immigrants from Former Yugoslavia

Adrienne J. Colella, Texas A&M University, Discussant

Submitted by Joerg Dietz, jdietz@ivey.uwo.ca

224. Symposium: Saturday, 3:305:20 Santa Barbara B (Lobby Level)

|Finding the Balance: Innovative Research on Reducing WorkFamily Conflict

A recent surge of research related to workfamily conflict (WFC) and workers challenge to create balance has emerged. Negative consequences associated with WFC for both individuals and organizations are evident. Research presented in this symposium includes provocative research examining strategies aimed at reducing WFC.

Angela K. Pratt, Wayne State University, Chair

April M. Boyce, Wayne State University, Co-Chair

Boris B. Baltes, Wayne State University, Co-Chair

Leslie B. Hammer, Portland State University, Margaret B. Neal, Portland State University, An Examination of Crossover Effects of WorkFamily Coping Strategies on Spouses WorkFamily Conflict and Well-Being

Lindsey Marie Young, Wayne State University, Angela K. Pratt, Wayne State University, April M. Boyce, Wayne State University, Lucy Zhadanova, Wayne State University, Boris B. Baltes, Wayne State University, A Closer Look at SOC: Examining the Role of Specific SOC Strategies in Reducing WorkFamily Conflict

Denise Rotondo, Salisbury University, Joel F. Kincaid, Salisbury University, WorkFamily Conflict, WorkFamily Enhancement, and Individual Coping Style: Toward an Understanding of Organizational and Personal Sustainability

Melenie J. Lankau, University of Georgia, Suzanne de Janasz, University of Mary Washington, Scott J. Behson, Fairleigh Dickinson University, An Examination of Individual-Level Variables as Antecedents of Perceptions of WorkFamily Culture in an Organization

Ellen E. Kossek, Michigan State University, Discussant

Submitted by Angela K. Pratt, apratt@sun.science.wayne.edu

225. Symposium: Saturday, 3:305:20 Santa Barbara C (Lobby Level)

Sexual Harassment Law and Psychology: Agreements and Disagreements

Recent sexual harassment research has detailed the way situational and dispositional variables may affect the judgments about alleged hostile work environments. These papers will focus on agreements and disagreements between the law governing sexual harassment and factors (such as situational context and individual differences) that shape liability and damage judgments.

Richard L. Wiener, University of Nebraska-Lincoln, Chair

Roni Reiter-Palmon, University of Nebraska-Omaha, Co-Chair

Richard L. Wiener, University of Nebraska-Lincoln, Roni Reiter-Palmon, University of Nebraska-Omaha, Ryan Winter, City University of New York, Lucy Arnot, City University of New York, Submissive Sexual Harassment Complainants: Protecting or Blaming the Victim?

Roni Reiter-Palmon, University of Nebraska-Omaha, Richard L. Wiener, University of Nebraska-Lincoln, Ronda Smith, Union Pacific Railroad, Greg C. Ashley, University of Nebraska-Omaha, The Effect of Empathy in Judgments of Sexual Harassment Complaints

Charles A. Pierce, University of Memphis, Herman Aguinis, University of Colorado-Denver, Ethical Standards Versus Legal Standards: Responses to Sexual Harassment Claims Stemming From Dissolved Workplace Romances

William Foote, Assessing Damages in Sexual Harassment Cases

Jane Delahunty-Goodman, University of New South Wales, Discussant

Barbara A. Gutek, University of Arizona, Discussant

Submitted by Roni Reiter-Palmon, rreiter-palmon@mail.unomaha.edu

226. Master Tutorial: Saturday, 3:305:20    San Bernardino (Lobby Level)

Two CE Credits Available for Attending!  Register at the Session

Preparing Tests for Traveling: Pitfalls and Remedies in Multicultural/Multilingual Testing

For scholars and practitioners in personnel selection and related fields, this Master Tutorial addresses issues, pitfalls, and remedies in dealing with multicultural/multilingual testing and test adaptations. Participants competence will be enhanced in an interactive learning environment through lecturettes, case illustrations, and experiential exercises.

Catherine Quee Eng Sim, Alliant International University 

Submitted by Catherine Quee Eng Sim, csim@alliant.edu

227. Symposium: Saturday, 3:304:50 Beaudry A (Lobby Level)

Let the Wicked Fall, While I Escape Safely: Avoiding Methodological Pitfalls in I-O

As our science progresses, the inferences that we wish to draw become more complex. These complex inferences (e.g., cross-level, moderated structural) require a deeper understanding of the limitations of analytic techniques. The papers in this symposium describe efforts to identify and redress such limitations.

Jose M. Cortina, George Mason University, Chair

Jeffrey R. Edwards, University of North Carolina, Enno Siemsen, University of North Carolina, Tae-Yeol Kim, City University of Hong Kong, Inevitable Data Redundancies in Moderated and Curvilinear Structural Equation Models

Tine Koehler, George Mason University, Jose M. Cortina, George Mason University, What if You Cant Find What You Know is There? Interactions in I-O

Scott R. Taylor, University of Connecticut, John E. Mathieu, University of Connecticut, Susan Mohammed, Pennsylvania State University, Examining Theoretical and Methodological Issues in Upward Influence Models Through Relational Selected Scores

Jose M. Cortina, George Mason University, Gilad Chen, Texas A&M University, Supporting Inferences From the Observational Design

Lawrence R. James, Georgia Tech, Discussant

Submitted by Jose M. Cortina, jcortina@gmu.edu

228. Special Event: Saturday, 3:304:20 Beaudry B (Lobby Level)

Committee on Ethnic Minority Affairs (CEMA)

All SIOP conference participants interested in minority affairs are encourage to attend this session to discuss past and future activities of CEMA. A presentation of past CEMA activities will be followed by a discussion of future initiatives and projects to be undertaken by the committee. This session also provides the opportunity for students and professionals to meet and develop mentoring relationships.

Miguel A. Quinones, University of Arizona, Chair

229. Poster Session: Saturday, 3:304:20    Pasadena (Lower Level)

Groups, Teams

229-1. Personality and Team-Member Exchange in a Virtual Environment

170 students participated in a semester-long virtual team simulation as part of a required business core course. The personality constructs of dispositional trust, extraversion, agreeableness, and intellect were related to team-member exchange (TMX). TMX was related to perceived performance, actual performance, and satisfaction with the virtual experience.

Rudolph J. Sanchez, California State University-Fresno

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

Paula L. Rechner, California State University-Fresno

James M. Schmidtke, California State University-Fresno

Submitted by Rudolph J. Sanchez, rjsanchez@csufresno.edu

229-2. Internal and External Fit in Decentralized Team Structures: Beyond Empowerment

The present study examines issues of external and internal fit with regard to centralized and decentralized team structures. Results suggest that the positive effects of decentralization are contingent upon an external fit with the demands of the task and an internal fit with team leaders and staffs personality.

Aleksander P. J. Ellis, University of Arizona

John R. Hollenbeck, Michigan State University

Daniel R. Ilgen, Michigan State University

Stephen E. Humphrey, Florida State University

Andrew Li, University of Arizona

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

229-3. Capitalizing on Diversity: A Multisample Study on Team Innovation

Task-related diversity is assumed to contribute positively to team outcomes such as innovation. Empirical results, however, are inconsistent. We tested in 2 samples of healthcare workers (n = 66 and n = 56 teams) whether the effect of task-related diversity is contingent on the quality of team processes. Results support the hypothesis.

Doris Fay, Aston University

Carol S. Borrill, Aston University

Submitted by Doris Fay, d.fay@aston.ac.uk

229-4. Team Communication and Performance During Sustained Working Conditions

There have been few controlled studies on the effects of prolonged conditions on complex decision making or team performance. This report describes a systematic investigation of team communication and performance during prolonged, high-tempo conditions. With an emphasis on measurement, the approach, issues, measures, findings, and lessons learned are described.

Donald L. Harville, Air Force Research Laboratory

Linda R. Elliott, U.S. Army Research Lab

Christopher Barnes, Michigan State University

Nadia Lopez, Air Force Research Laboratory

Submitted by Donald L. Harville, Harville@ix.netcom.com

229-5. Social Exchange and Transformational Leadership as Work Unit Phenomena

We examined whether aggregated organizational support and transformational leadership relate to absenteeism and service quality at the work unit level of analysis. Results showed that POS and transformational leadership were negatively related to work unit absenteeism and suggested that perceptions of support and leadership may be meaningful work unit phenomena.

Anika Gakovic, UBS Financial Services, Inc.

Lois E. Tetrick, George Mason University

Henry L. Phillips, Naval Aerospace Medical Institute

Submitted by Anika Gakovic, agakovic@yahoo.com

229-6. Share and Share Alike! Emergent Shared Leadership in Teams

In complex team settings, single leaders are unlikely to exhibit the variety of behaviors necessary to facilitate team effectiveness. Thus, the team itself is an important source of leadership. The purpose of the present study was to examine the effect of emergent shared leadership on team processes and outcomes.

Jacqueline A. Zelno, University of Tennessee

Erika E. Small, University of Tennessee

Shaun W. Davenport, University of Tennessee

Joan R. Rentsch, University of Tennessee

Shawn Bergman, University of Tennessee

Submitted by Jacqueline A. Zelno, jzelno@utk.edu

229-7. Team Stability, Team Outcomes, and Departmental Performance: An Empirical Investigation

This study examines the relationships between team stability, team outcomes, and departmental performance following a team-designed intervention. A significant positive relationship was found between team stability and team efficiency. Interestingly, a significant negative relationship was found between team stability and departmental performance improvement. Research and practical implications are discussed.

Renee Eileen DeRouin, University of Central Florida

Lisa N. Littrell, University of Central Florida

Robert D. Pritchard, University of Central Florida

Submitted by Renee Eileen DeRouin, renee@derouin.com

229-8. Us or Them? Group Identification and Cross-Level Efficacy Relationships

This study extends social cognitive theory to multilevel contexts by exploring the cross-level effects of group potency on the self-efficacy of individuals performing managerial tasks in groups over time. Group identification moderated cross-level efficacy relationships, such that the relationship between potency and self-efficacy was higher when group identification was higher.

Katrina A. Zalatan, Hartwick College & University at Albany

Kevin J. Williams, University at Albany SUNY

Submitted by Katrina A. Zalatan, zalatank@hartwick.edu

229-9. The Influence of Intragroup Trust on Team Performance

Role ambiguity and interdependence were examined as moderators of the relationship between intragroup trust and 3 indicators of team performance (perceived, aggregated individual, global). Trust had a significant, positive relationship with all 3 types of performance, and was more strongly related to aggregated individual performance for teams higher in interdependence.

Michelle M. Harrison, Pennsylvania State University

Susan Mohammed, Pennsylvania State University

Judd H. Michael, Pennsylvania State University

Zoe Barsness, University of Washington-Tacoma

Submitted by Michelle M. Harrison, mmh218@psu.edu

229-10. The Role of Core and Noncore Team Members in Performance

We develop a theory of core team membership, which suggests that certain team members have a greater impact on performance. We test this theory by examining 3 experience factors and task ability. Our results demonstrate that these characteristics had a greater impact on performance for core rather than noncore members.

Stephen E. Humphrey, Florida State University

Frederick P. Morgeson, Michigan State University

Michael J. Mannor, Michigan State University

Submitted by Stephen E. Humphrey, stephen.humphrey@fsu.edu

229-11. Virtual Distance and Team Performance: A Preliminary Study

A distance construct is developed with implications for trust, citizenship, and other important outcomes for teams. Our model showed a good fit to a small dataset providing some preliminary evidence for the constructs validity. Virtual distance can be applied to better understand and manage teams that include virtual interactions.

Richard R. Reilly, Stevens Institute of Technology

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

229-12. Group Interdependence, Type of Feedback, and Changes in Productivity

This study tested the proposition that there would be a negative relationship between group member interdependence and productivity gains following an intervention to improve productivity. Results indicated support for this hypothesis, and moderators of this relationship were also explored. Implications for team training and self-managing teams are discussed.

Christina M. Garofano, University of Central Florida

Dana L. Kendall, University of Central Florida

Robert D. Pritchard, University of Central Florida

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

229-13. Understanding Coordination in Computer-Mediated Versus Face-to-Face Groups

Groups performed intellective and judgmental tasks in face-to-face (FTF) or computer-mediated (CMC) settings after receiving or not receiving teamwork training. Performance was lower in CMC than FTF groups, but training increased CMC group performance. Teamwork behaviors varied depending on the media used and task performed, and training affected seeking behaviors.

Nancy J. Stone, Creighton University

Matthew Posey, Creighton University

Submitted by Nancy J. Stone, nstone@creighton.edu

229-14. Relationship Between Trust and Perceived Effectiveness in Virtual Teams

This study explored the relationship between trust and perceived effectiveness in virtual teams. Results of the study showed a strong relationship between trust and perceived team effectiveness. Cognitive-based trust had an especially strong relationship to perceived team effectiveness. The study concludes with implications for virtual teams and future research.

Kimberly K. Walters, Hewitt Associates

Submitted by Kimberly K. Walters, kkgwalters@ameritech.net

229-15. Effects of Altering Group Goal Content on Group Processes

The content of group goals was tested for effects on group member interaction and performance. During planning, teams assigned learning goals discussed more strategic information than performance goal teams. Goal type affected the accurate formation of collective efficacy, whereby, performance groups formed efficacy based on task performance; learning groups did not.

Steve L. Winton, Saint Louis University

Thomas D. Kane, Southwest Missouri State University

Submitted by Steve L. Winton, wintonsl@slu.edu

229-16. Group Diversity and Group Functioning: Disentangling Objective and Subjective Diversity

Group diversity research has failed to include perceptions of diversity as a construct, distinct from traditional measurement-based conceptualization. This research addresses the need for this differentiation and examines the independent effects of subjective and objective diversity on group functioning. Results highlight the role of subjective diversity in group processes.

Kelly De Chermont, Rice University

Miguel A. Quinones, University of Arizona

Submitted by Kelly De Chermont, kellyd@rice.edu

229-17. The Role of Team Leadership in Enhancing Team Reflexivity

We investigated whether team reflexivity can be enhanced in work teams. In a field study among 32 work teams, we found support for a model in which transformational team leadership led to the adoption of a shared vision, leading to more team reflexivity and enhanced team performance.

Michaela C. Schippers, Erasmus University-Rotterdam

Deanne N. Den Hartog, Erasmus University-Rotterdam

Paul Koopman, Free University-Amsterdam

Daan Van Knippenberg, Erasmus University-Rotterdam

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

229-18. Task Complexity and Transactive Memory Systems

This research examined the extent to which groups with different transactive memory systems differ in performance of the same task. Contrary to prediction, data from 22 student groups suggest that groups perform better on a divisible high complexity task when they have an integrated rather than differentiated transactive memory system.

Naina Gupta, University of Illinois at Urbana-Champaign

Submitted by Naina Gupta, ngupta5@uiuc.edu

229-19. Developing a Taxonomy of Team Leadership Behavior in Self-Managing Teams

This paper develops a taxonomy of leadership behaviors that team leaders perform in the context of self-managing teams. A review of the leadership and team effectiveness literature identified 517 unique behavioral items. These items were classified into 15 behavioral categories that will serve as a new measure of team leadership.

Daniel Scott Derue, Michigan State University

Frederick P. Morgeson, Michigan State University

Submitted by Daniel Scott Derue, derue@msu.edu

229-20. The Role of Emotional Stability in Hierarchical Decision-Making Teams

The widespread use of hierarchical decision-making teams (HDMTs) has been emphasized in many organizations. Meanwhile, the role of personality in teams has recently received much attention. This study addresses the importance of personality dimensions (e.g., emotional stability) that facilitate interdependence in HDMTs and the possible mediating role of intragroup processes.

Marcus M. Butts, University of Georgia

Lillian T. Eby, University of Georgia

Carrie S. McCleese, University of Georgia

Submitted by Marcus M. Butts, mmbutts@uga.edu

229-21. Deviation From Explicit Team Norms: Personality Matters

Deviance below norms were investigated at individual and group levels. Extraversion and conscientiousness predicted deviance below norms. A norm of structuring and constraining the behavior of other team members (metanorm) reduced the deviation below group conflict resolution, goal-setting/performance management, and planning/task coordination norms.

Simon Taggar, Wilfrid Laurier University

Robert Ellis, Wilfrid Laurier University

Greg Irving, Wilfrid Laurier University

Submitted by Simon Taggar, staggar@wlu.ca

229-22. The Role of Analytic-Holistic Thinking on Sensemaking

Organizations manage information in complex situations. This study found holistic thinking to be positively correlated with the situational but not the dispositional recognition of information supporting its role in attention. It also found correlations with situational and dispositional attribution. Together, attention and attribution relates to organizational problem identification and sensemaking.

Mei-Hua Lin, Wright State University

Helen Altman Klein, Wright State University

Submitted by Mei-Hua Lin, lin.8@wright.edu

229-23. Tradeoffs in Rewarding Teams: Enhancing Teamwork and Taskwork

The assertion that rewarding teams involves the tradeoffs between teamwork and taskwork was investigated in a lab study of 80 3-member teams. Reward interdependence was found to have positive effect on teamwork and negative effect on taskwork over and above the effects of task interdependence. Implications for team designs were discussed.

Chi Dang, Michigan State University

Daniel R. Ilgen, Michigan State University

Submitted by Chi Dang, dangchi@msu.edu

229-24. Action-State Orientation at the Team Level of Analysis

The purpose of this study was to investigate the effect of variability on action-state orientation on collective efficacy and team performance. Results revealed that intragroup variability on the hesitation/initiation dimension was negatively related to collective efficacy, and intragroup variability on the volatility/persistence dimension was negatively related to team performance.

Susan Mohammed, Pennsylvania State University

Lori A. Ferzandi, Pennsylvania State University

Michelle M. Harrison, Pennsylvania State University

Jodi L. Buffington, Pennsylvania State University

Submitted by Lori A. Ferzandi, laf192@psu.edu

229-25. Team Composition Variables and Team Performance: A Comprehensive Meta-Analysis

A meta-analysis of the relationships between team composition variables and performance was conducted. In lab settings, GMA and task-relevant expertise were strong predictors of performance, while personality variables had weak or no relationship with performance. In contrast, agreeableness and conscientiousness were the strongest predictors of performance in field settings.

Suzanne T. Bell, DePaul University

Submitted by Suzanne T. Bell, sbell11@depaul.edu

229-26. Moderators Explaining the Effects of Teamwork on Team Performance

Results of this study (n = 69 teams) suggest that team processes influence team task performance. Legitimacy of need and stage of teams development moderate these effects such that task performance is higher when there is a high legitimate need and when teams are in early stages of their development.

Christopher O. L. H. Porter, Texas A&M University

Jenny Keng, Texas A&M University

Cheinfeng Yu, Texas A&M University

Celile I. Gogus, Texas A&M University

Submitted by Christopher O. L. H. Porter, colhp@tamu.edu

229-27. The Softer Side of Teams: Teamwork and the WorkFamily Interface

We examine teamworks ability to reduce interrole workfamily conflict. Survey results show job interdependence (JI) was directly negatively related to workfamily conflict, and JI and coworker backup interactively affected workfamily conflict. Basically, working in highly interdependent jobs provides the strongest interrole strain relief when coworkers frequently engage in backup behavior.

Jessica R. Mesmer-Magnus, Florida International University

Juanita A. Lopez, Florida International University

Leslie A. DeChurch, Florida International University

Milani Jimenez, Florida International University

Gregory Hyman, Florida International University

Diana Keith, Florida International University

Marta Leon, Florida International University

Submitted by Leslie A. DeChurch, dechurch@fiu.edu

229-28. The Impact of Hybrid Team Structures on Performance and Adaptation

We focused on structural ways to maximize both initial team performance and structural adaptability. Based on 64 teams that completed a command and control simulation, our results suggest that hybrid structured teams performed well initially and successfully adapted to structural change, while teams structured mechanistically or organically did not.

Dustin Jundt, Michigan State University

Daniel R. Ilgen, Michigan State University

John R. Hollenbeck, Michigan State University

Stephen E. Humphrey, Florida State University

Michael Johnson, Michigan State University

Christopher J. Meyer, Michigan State University

Submitted by Dustin Jundt, jundtdus@msu.edu

230. Community of Interests: Saturday, 3:304:20   Pasadena (Lower Level)

Cross-Cultural Issues

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

231. Interactive Posters: Saturday, 3:304:20  Los Feliz (Lobby Level)


231-1. Making Mentoring Meaningful: The Role of Similarity and Mentor Leadership

We investigated the effects of mentorprotege similarity and mentors leadership effectiveness on the amount of mentoring received and proteges performance. Results indicated that similarity increased the amount of mentoring and that a mentors leadership effectiveness predicted protege performance. Leadership effectiveness moderated the effects of similarity and mentoring received on performance.

Scott Tonidandel, Davidson College

Derek R. Avery, Saint Josephs University

McKensy T. Gruelle, Davidson College

Submitted by Scott Tonidandel, sctonidandel@davidson.edu

231-2. An Investigation of Personality as a Predictor of Mentoring Behavior

The present study tested relationships between personality, using the 5-factor model (FFM), and mentoring behavior in the context of a formal peer-mentoring program. Openness to Experience consistently emerged as a significant predictor of both academic career development and psychosocial support across three rating sources.

Dana L. Kendall, University of Central Florida

Kimberly A. Smith-Jentsch, University of Central Florida

Lizzette Lima, ePredix, Inc.

Tammy D. Allen, University of South Florida

Submitted by Dana L. Kendall, dana1976@juno.com

231-3. Protege Goal Orientation as a Predictor of Learning and Mentor Satisfaction

We investigated the relationship between protege goal-orientation, interactivity of mentorprotege discussions, and knowledge-based learning. 212 freshmen were randomly assigned to mentors. The results suggest that interactivity impacts learning above and beyond psychosocial and career development functions and that avoid goal orientation moderates gains in knowledge.

Moshe Feldman, University of Central Florida

Kimberly A. Smith-Jentsch, University of Central Florida

Charyl Staci Singleton, University of Central Florida

Submitted by Charyl Staci Singleton, charylstaci2@aol.com

231-4. Expectations in Mentoring: How Race and Gender Influence Prerelationship Expectations

The present study investigated effects of demographic variables on prerelationship expectations using policy capturing. Amounts of supportive and advancement functions a protege expected to receive were related to race and gender of a mentor. Satisfaction with the pairing was linked with the amounts of mentoring functions proteges expected to receive.

Alicia Sanchez, Institute for Simulation and Training

Kimberly A. Smith-Jentsch, University of Central Florida

Steven Lorenzet, Rider University

Gabriel E. Lopez, NAVAIR Orlando/University of Central Florida

Nic Bencaz, University of Central Florida

Submitted by Kimberly A. Smith-Jentsch, kjentsch@mail.ucf.edu

232. Special Event: Saturday, 4:305:30 Beaudry B (Lobby Level)

Committee on Ethnic Minority Affairs (CEMA) Reception

All SIOP conference participants are invited to attend this reception. This is an excellent opportunity to meet others with similar interests and to learn more about this committee.

Miguel A. Quinones, University of Arizona, Host

233. Poster Session: Saturday, 4:305:20  Pasadena (Lower Level)

Recruitment, Selection Practice

233-1. Perceived Fairness of a Biodata Form and Job Knowledge Test

Job applicants were asked to provide their perceptions of procedural justice and face validity for a biodata form and a written job knowledge test. Significant mean differences, by job type, in candidates perceptions were obtained with engineering aides favoring the biodata as more just and the plumbers the written exam.

Anna Forsberg, California State University-San Bernardino

Kenneth S. Shultz, California State University-San Bernardino

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

233-2. Money Matters: The Role of Financial Need in Early Job Search

This longitudinal study examined the role of financial need in the job-search process. Support was found for the moderating role of job-search locus of control and the mediating role of psychological distress on job-search success. Results suggest that distress experienced early in the search process may enhance job search intensity.

Craig D. Crossley, Bowling Green State University

Ashley M. Guidroz, Bowling Green State University

Submitted by Ashley M. Guidroz, aguidro@bgnet.bgsu.edu

233-3. An Exploration of Procedural Justice Perceptions Across the Recruitment Cycle

This longitudinal study examined the influence of justice rules on fairness perceptions at three critical stages of a recruitment cycle. Results revealed that fairness perceptions change across the recruitment cycle and the importance of any particular justice rule may be dependent on the stage at which perceptions are assessed.

Crystal Michele Harold, George Mason University

Brian C. Holtz, George Mason University

Submitted by Crystal Michele Harold, charold@gmu.edu

233-4. A Pseudogrouping Method for Evaluating Similarity of Work Categorizations

Developed an analysis method to examine the similarity of jobs. The method provides a way to evaluate the degree to which job requirements are similar enough to be considered a random sample of incumbents with the same job.

Michael J. Keeney, American Institutes for Research

Wayne A. Baughman, Department of Defense

Submitted by Michael J. Keeney, mkeeney@air.org

233-5. Recruiters Inferences and Their Relationship to Hiring Recommendations

Using data collected from 244 recruiters and 122 job applicants, we found type of job opening moderated relationships between recruiter inferences of applicant personality traits and recruiter judgments of applicant employability. Results showed Conscientiousness correlated with employability ratings for Conventional jobs while Extra-version was associated with ratings for Enterprising jobs.

Michael Cole, University of St. Gallen, Switzerland

Hubert S. Feild, Auburn University

William F. Giles, Auburn University

Stanley G. Harris, Auburn University

Jeremy B. Bernerth, Auburn University

Submitted by Jeremy B. Bernerth, bernejb@auburn.edu

233-6. Recruiters Perceptions and Use of Applicant Resume Information

Although resumes are used as an initial step in most employment decisions, researchers have not adequately examined the influence of applicants resume qualifications on initial impressions of employability. Experienced recruiters evaluated 122 actual resumes. Results indicate the interactive effects of resume activity on employability ratings.

Michael Cole, University of St. Gallen, Switzerland

Hubert S. Feild, Auburn University

William F. Giles, Auburn University

Jeremy B. Bernerth, Auburn University

Submitted by Jeremy B. Bernerth, bernejb@auburn.edu

233-7. Applicant Personality Characteristics as Predictors of Job Pursuit Decisions

This study examined the effects of the Big Five personality dimensions on applicant decision making among job seekers who registered with an online recruitment company. Results indicate small effects of Extraversion (positive) and Agreeableness (negative) on job pursuit, after having controlled for the effects of person-organization fit, location, and recruitment delay.

Edwin A. J. Van Hooft, Free University-Amsterdam

Robert G. Jones, Southwest Missouri State University

Marise Born, Erasmus University-Rotterdam

Submitted by Edwin A. J. Van Hooft, eaj.van.hooft@psy.vu.nl

233-8. Successfully Managing Mergers and Acquisitions: The Role of Managerial Behaviors

The link between behavioral competencies and ratings of managerial success during times of mergers and acquisitions was investigated. Competencies related to contextual and task performance dimensions as well as flexibility and tolerance significantly differentiated between successful and unsuccessful managers. Managerial competencies for times of mergers and acquisitions are discussed.

Juergen Deller, University of Applied Sciences-Lueneburg

Sebastian Laube, University of Lueneburg

Ruth Klendauer, University of Lueneburg

Submitted by Sebastian Laube, laube@fhnon.de

233-9. Aligning Managerial Behaviors With Strategic Organizational Outcomes: A Validation Study

The linkage between managerial competency models (Borman & Brush, 1993; Tett et al. 2000) and a multidimensional performance criterion, measuring general, task, and contextual outcomes is investigated. Applied multisource data (subordinates, managers, directors) indicate that different behavioral competencies significantly account for large portion of variance in the multifaceted performance outcome.

Sebastian Laube, University of Lueneburg

Juergen Deller, University of Applied Sciences-Lueneburg

Submitted by Sebastian Laube, laube@fhnon.de

233-10. The Role of Initial Favorites in Job Search and Choice

This study contributes to the recruitment literature by exploring the role of initial favorite status in an employees job choice decision. We explore whether receiving an offer from a favorite changes ones job search behaviors, whether individuals reject favorites (and why), and the role of dissonance reduction in the process.

Wendy R. Boswell, Texas A&M University

Mark V. Roehling, Michigan State University

Lisa Moynihan, London Business School

Marcie LePine, University of Florida

Submitted by Wendy R. Boswell, wboswell@tamu.edu

233-11. Emotional Reactions to Employment Advertisements: Test of a Mediation Model

We investigate the process by which employment advertisements influence attitudes and intentions. Tests of a mediation model suggest that the intensity of immediate emotional reactions to specific information within the advertisement influences memory for that information, which in turn impacts organizational attraction and intentions to pursue.

Charlie L. Reeve, University of North Carolina-Charlotte

Jan L. Boe, Jeanneret and Associates, Inc.

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

233-12. Law Enforcement Leadership Competencies: A Multirater Validation Study

Todays police leaders must possess an extraordinary range of skills and competencies in todays complex environment. This paper (a) examined the psychometric properties of a 360 competency assessment of police leaders, and (b) investigated the criterion validity of the 360 tool. The 360 instrument was highly reliable and reasonably valid.

Connie S. Weiss, Center for Creative Leadership

Charles Tatum, National University

Submitted by Charles Tatum, ctatum@nu.edu

233-13. Agreement in Ratings on a Practice Analysis

A fundamental step in the development of a credentialing examination is the establishment of content validity. This paper examines job analysis procedures used to establish content validity for a credentialing examination, comparing mean task ratings provided by a committee of subject matter experts with a field sample of professionals.

Nadine LeBarron McBride, Virginia Tech/CASTLE Worldwide, Inc.

Submitted by Nadine LeBarron McBride, nmcbride@nc.rr.com

233-14. An Experimental Study of Work Design, Stress, Creativity, and Personality

This experiment manipulates time pressure, complexity, autonomy, and support, work design characteristics that have been identified as important predictors of both stress and creativity. Results indicated that many effects of work design are contingent on levels of complexity. Neuroticism and openness to experience also moderated some work design effects.

Ben J. Searle, Macquarie University

Submitted by Peter H. Langford, peter.langford@mq.edu.au

233-15. Patterns of Recruitment Source Use Among Job Applicants

We know little about how applicants use of different sources covaries. In this study, 54 applicants reported which sources they used and their perceptions of the organization. Principal components analysis showed three source categories, although these categories differed from traditional categorizations. Furthermore, these categories correlated with applicant experience and perceptions.

Michael Horvath, Clemson University

Matthew Richard Millard, Clemson University

James M. Dickinson, Clemson University

Submitted by Michael Horvath, mhorvat@clemson.edu

233-16. Attracting Applicants Via WorkLife Policies: Who Values Which Benefits?

This policy capturing study examined the influence of worklife benefits on job choice. Overall, childcare benefits were significantly more influential than flextime, telecommuting, and eldercare benefits. A marginally significant gender effect suggested that childcare benefits were especially appealing to women. As expected, Internet self-efficacy predicted the attractiveness of telecommuting opportunities.

Kimberly M. Robbins, RTI International

Lori Foster Thompson, North Carolina State University

Submitted by Lori Foster Thompson, lfthompson@ncsu.edu

233-17. Expanding Job Analysis Accuracy: A Strategic Criterion-Related Validity Approach

This study compared three approaches to job analysis accuracy: (a) criterion-related validity approach (i.e., correlating KSAO ratings by department managers to the strategic criterion of interestdepartment customer satisfaction), (b) the traditional accuracy approach (e.g., interrater reliability), and (c) the commonly used practitioner criticality approach (e.g., mean plus s.d.).

Julie S. Lyon, University of Maryland

Anu Ramesh, University of Maryland

David M. Mayer, University of Maryland

Benjamin Schneider, Personnel Research Associates, Inc.

Submitted by Julie S. Lyon, jlyon@psyc.umd.edu

233-18. Personality and Goal Orientation as Predictors of Job Preferences

We examined relationships between personality and goal orientation and an individuals job preferences. A model was tested linking the dispositional variables to four categories of job preferences. Results showed that some dispositional variables can indeed predict job preferences, which can provide organizations information on how to target and improve recruitment efforts.

Satoris S. Youngcourt, Texas A&M University

Pedro Ignacio Leiva, Texas A&M University

Jaime Henning, Texas A&M University

Submitted by Satoris S. Youngcourt, syoungcourt@tamu.edu

233-19. JCV Predicting DOT Worker-Trait Requirements From CMQ Job Analysis Ratings

We used job-component validity (JCV) to predict worker-trait ratings for Dictionary of Occupational Titles (DOT) occupations using job dimension scores collected via the Common-Metric Questionnaire (CMQ). Results indicated that worker-requirement ratings were generally quite predictable via JCV, giving practitioners a new tool to cope with the loss of the DOT.

Teresa A. Wagner, University of South Alabama

Robert J. Harvey, Virginia Tech

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

233-20. The Development of an Applicant Reaction Questionnaire for the Military

This study reports on the development of an applicant reaction questionnaire for the Belgian military. First, items were formulated on the basis of existing applicant reaction models and interviews with 250 applicants. Then, 53 selection officers sorted and labeled all items. Multidimensional scaling and additive tree modeling revealed good fits.

Eva Derous, Erasmus University-Rotterdam

Bert Schreurs, Belgian Ministry of Defense

Submitted by Eva Derous, derous@fsw.eur.nl

233-21. Critical Components of Pretest Explanations for Novel Selection Instruments

This study examined whether information about face validity and the participative elements of a computer adaptive test affects examinees reactions. Results indicate that information included in a pretest explanation affects important personnel selection outcomes like test anxiety, perceptions of job attractiveness, and affective reactions to the test.

Starr L. Daniell, University of Georgia

Scott Tonidandel, Davidson College

Submitted by Starr L. Daniell, stdaniell@hotmail.com

233-22. Applicants Reactions to Drug Testing: An Application of Fairness Theory

We investigated the effects of explanations on reactions to drug testing. Based on fairness theory, we predicted that explanations would affect counterfactual thoughts and perceptions of fairness. Results revealed some effect of explanations on counterfactual thoughts but no significant effect on perceptions of fairness.

Michael D. Sutton, University of Idaho

Todd J. Thorsteinson, University of Idaho

Submitted by Todd J. Thorsteinson, tthorste@uidaho.edu

233-23. What Were You Thinking?! Cognitive Bias in Applicant Responding

A new measure of peoples cognitive bias was developed inspired by conditional reasoning methodology. It was found to predict their perceptions of employment testing, which have been linked to patterns of contextual responding or faking. This study relates patterns of contextual responding to different ways of thinking or cognitive biases.

Aarti Shyamsunder, University of Akron

Andrea F. Snell, University of Akron

Submitted by Aarti Shyamsunder, as31@uakron.edu

233-24. Proctored Versus Unproctored Testing: Differences in Applicant Reactions by Location

Few researchers have examined applicant reactions in terms of proctored/unproctored environments. The current study examined 257 applicants reactions in proctored versus unproctored settings. The results supported the idea that reactions are more favorable in proctored settings. Organizations should carefully consider the use of unproctored testing in hiring situations.

Sarah S. Fallaw, Qwiz, Inc.

Craig R. Dawson, Qwiz, Inc.

Corey S. Munoz, University of Georgia

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

233-25. An Affective Events Model of Applicant Responses to Selection Systems

An affective events model of job applicant responses to selection systems is proposed which incorporates justice perceptions and affective responses during the selection process. The model draws upon research on organizational justice, attitudes, and cognitive appraisal theories of emotion. Specific hypotheses regarding antecedents and consequences of applicant responses are proposed.

Gunnar Schrah, Booth Research Group

Submitted by Gunnar Schrah, gschrah@hotmail.com

233-26. The Framing Effect of Explanations on Applicants Attribution Processes

Role-playing applicants in the 50% selection ratio condition were more likely to attribute their failure to external and uncontrollable causes than those in the 10% selection ratio condition when the selection ratio was negatively framed. However, the opposite was true when it was positively framed. 

Gunna (Janet) Yun, George Mason University

Louis C. Buffardi, George Mason University

Submitted by Gunna (Janet) Yun, gyun1@gmu.edu

233-27. Applicants Justice and Performance Perceptions as Predictors of Reapplication Decisions

We investigated applicants procedural justice perceptions and perceived performance as predictors of their reapplication decisions. Results suggested that neither procedural justice nor perceived performance were significant predictors. However, they did interact: The relationship between procedural justice and the probability of reapplying was stronger when perceived performance was higher.

David M. LaHuis, Wright State University

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

Brad Schlessman, Wright State University

Submitted by David M. LaHuis, david.lahuis@wright.edu

233-28. Effects of Test Preparation on Applicant Reactions to Selection

The effects of providing applicants with a test preparation packet on applicant reactions were examined within an organizational justice framework. Evidence indicated that the packet had minimal influence overall. However, amongst those who failed the test, providing information markedly improved perceptions of fairness and satisfaction with the testing process.

Brian Siers, Central Michigan University

Gary N. Burns, Central Michigan University

Neil D. Christiansen, Central Michigan University

Emily Bailey, Central Michigan University

Geeta C. DSouza, Central Michigan University

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

233-29. Affective Applicant Reactions to Selection Procedure Duration and Outcome

This study was conducted to clarify the factors that influence an applicants perception of the hiring process and decision. Focusing on the duration of the selection process, the relationship between the duration of an application and the hiring decision that followed was compared for those hired versus not hired.

Alicia Stachowski, St. Cloud State University

John Kulas, St. Cloud State University

Yuko Miyaji, St. Cloud State University

Submitted by John Kulas, jtkulas@stcloudstate.edu

234. Community of Interests: Saturday, 4:305:20   Pasadena (Lower Level)


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

235. Interactive Posters: Saturday, 4:305:20  Los Feliz (Lobby Level)

Customer Service

235-1. Influence of Leader Attitudes on Customer Orientation: A Multilevel, Multifunctional Investigation

Leader attitudes toward customers influence the formation of customer-oriented climates, which in turn positively influence employee attitudes toward customers. This and related propositions were tested by collecting data from 612 leaders and 11,360 employees working in 130 business units of a multinational corporation. Significant support was found for all propositions.

Mahesh V. Subramony, University of Wisconsin-Oshkosh

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

235-2. Emotional Mechanisms That Link Climate for Service and Customer Outcomes

We present a model where employees affective service delivery serves as an intermediary through which positive emotionality generated from climate for service leads to favorable customer outcomes. We propose 3 mechanisms through which service organizations can help employees deliver affective service effectively: motivation, carryover, and compensation. Model implications are discussed.

Jane Yang, Louisiana State University

Yongmei Liu, Florida State University

Kevin W. Mossholder, Louisiana State University

Submitted by Jane Yang, jyang4@lsu.edu

235-3. Remediation Strategies and Consequences of Interpersonal Discrimination Toward Obese Customers

Using a customer service paradigm, confederates portrayed as heavy or average weight entered stores and asked for assistance. Results indicate that heavy shoppers face more interpersonal discrimination than average-weight individuals and that removing perceivers justification for prejudice (controllability) decreases interpersonal discrimination. A third study demonstrates negative bottom-line consequences of interpersonal discrimination.

Stacey L. Turner, Rice University

Sarah L. B. Singletary, Rice University

Jenessa Shapiro, Arizona State University

Eden B. King, Rice University

Michelle (Mikki) Hebl, Rice University

Submitted by Stacey L. Turner, staceyt@rice.edu

235-4. OCB and Service Climate: Examining Multilevel Antecedents of Customer Satisfaction

This study takes a multilevel approach to investigate the relationships between OCB and service climate to customer satisfaction. Drawing on theory and research on multilevel issues, OCB, and service climate, results from 2 studies demonstrate the incremental validity of store-level OCB and service climate in predicting department-level customer satisfaction.

David M. Mayer, University of Maryland

Mark G. Ehrhart, San Diego State University

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

Evening Reception: Saturday, 6:008:00

Pool Plaza (Level 4)

Weather permitting, otherwise reception will be held in Sacramento/San Francisco (Level 2)

Program Table of Contents