Sunday AM
Coffee Break Sunday, 7:308:00 Multiple Locations
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Special Sunday morning programming has been selected on the topic of The Future of I-O Psychology Research, Teaching, and Practice: What Lies Ahead for the Next 20 Years? These 22 themed sessions are marked with the following symbol:
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236. Symposium: Sunday, 8:009:50 Avalon (Level 3)
Cut Scores in Employment Discrimination Cases: Where We Are Today
The past 5 years of employment discrimination cases has engendered debate about selection cut scores. This symposium reviews key issues in recent court decisions and evaluates existing cut score methods against emerging legal criteria. Implications are discussed for methodology and human resource policy.
Jerard F. Kehoe, Selection & Assessment Consulting, Chair
Angie L. Olson, SHL, A Historical Review of Key Cases and Court Decisions Regarding Cut Scores
Jerard F. Kehoe, Selection & Assessment Consulting, A Review of Key Methodological Issues
P. Richard Jeanneret, Jeanneret & Associates, Inc., Reflections on the Delaware Case: Authorities and Reverse Regression
Bernard R. Siskin, LECG, Statistical Issues in Setting Cutoff Scores
Wayne S. Flick, Latham & Watkins, L.L.P., The View From Counsels Table
Frank J. Landy, SHL, The Socio-Political and Policy Context of Cut Scores
Submitted by Jerard F. Kehoe, jkehoe@selectionconsulting.com
237.
Symposium: Sunday, 8:009:20 San Gabriel A (Lobby Level)
New Theoretical Approaches Linking the WorkFamily Interface and OHP
This symposium explores theoretical and methodological approaches that can help the field of occupational health psychology advance in understanding complex relationships between work and family. Theoretical and empirical studies that examine the workfamily interface from the perspectives of individual, dyad, and organizational level phenomena will be presented.
Janet L. Barnes-Farrell, University of Connecticut, Chair
Russell A. Matthews, University of Connecticut, Co-Chair
Jennifer C. Cullen, Portland State University, Leslie B. Hammer, Portland State University,
WorkFamily Conflict and Employee Safety Performance: Presentation of a
Theoretical Model
Nancy Yanchus, University of Georgia, Lillian T. Eby, University of Georgia, Sabrina Drollinger, University of Georgia,
The Impact of Emotional Labor on WorkFamily Balance Outcomes
Russell A. Matthews, University of Connecticut, Regan Del Priore, University of Connecticut, Linda K. Acitelli, University of Houston,
Partner Perceptions of Work-to-Family Conflict as a Crossover Moderator: A Dyadic Study Design
Alicia A. Grandey, Pennsylvania State University, Bryanne L. Cordeiro, Pennsylvania State University, Candace Blair Cronin, Pennsylvania State University,
Breaking Down the Barriers: The Moderating Role of Family-Friendly Culture on the Family Needs-Policy Use Relationship
Julian I. Barling, Queens University, Discussant
Submitted by Russell A. Matthews, Russell.Matthews@uconn.edu
238. Education Forum: Sunday, 8:009:50
San Gabriel C (Lobby Level)
Teaching Diversity: Building Multicultural Competence for the Next Twenty Years
This forum will focus on building multicultural competence through diversity instruction. Brief presentations will identify unique issues involved in diversity instruction and provide techniques to facilitate diversity instruction in diversity courses as well as throughout the curriculum. An extended question and answer period will also allow for audience interaction.
Kecia M. Thomas, University of Georgia, Chair
C. Douglas Johnson, Michelin North America, Resistance to Integrating Diversity into I-O and OB Courses
Derek R. Avery, Saint Josephs University, Dealing With Political Correctness in Diversity Management Education
Wendy Reynolds-Dobbs, University of Georgia, Amanda G. Gewin, University of Georgia, Kecia M. Thomas, University of Georgia,
Confronting Diversity Resistance: Identifying Diversity-Related Fears and Hopes
Donna Chrobot-Mason, University of Colorado-Denver, Diversity Drama: Developing Multicultural Competence Through Interactive Theatre
Peter D. Bachiochi, Eastern Connecticut State University, Demonstrating Social Class and Addressing Stereotypes of the Poor
Mark D. Agars, California State University-San Bernardino, The Benefits of Integrating Diversity Concepts in Core I-O Courses
Jimmy Davis, University of Georgia, Discussant
Submitted by Kecia M. Thomas, kthomas@uga.edu
239. Practitioner Forum: Sunday, 8:009:20 San Pedro (Lobby Level)
Accelerating High Potential Development at Dell
Increasingly, organizations understand that the ability to build leadership capability will afford them strategic advantage in the marketplace. Given Dells aggressive growth strategy, we are emphasizing accelerated development of our leadership pipeline at the local, regional, and global levels. This forum details these programs, critical success factors, and lessons learned.
MaryBeth Mongillo, Dell, Inc., Chair
Cheryl Heitzler, Dell, Inc., Co-Chair
John R. Adcock, Dell, Inc., Key Talent-High Potential Development: A Local Program
Jennifer Hutcheson, Dell, Inc., Belinda G. Hyde, Dell Inc., Key Talent-High Potential Development: The Leadership Excellence Program
Angela G. McDermott, McDermott Consulting, Kathleen Woodhouse, Dell, Inc., Global Key Talent-High Potential Development: The EMEA Leadership3 Programme
MaryBeth Mongillo, Dell, Inc., Leadership Edge: Accelerated Executive Development at Dell
Submitted by MaryBeth Mongillo, MaryBeth_Mongillo@Dell.com
240. Symposium: Sunday, 8:009:50 Santa Barbara A (Lobby Level)
Modeling Dynamic Criteria: New Insights for Theories Involving Longitudinal Change
This symposium presents 4 unique studies utilizing longitudinal data to examine dynamic criteria. Results illustrate how typical criterion measures taken at a single point in time fail to capture important effects related to team dynamics, employee turnover intentions, individual contribution to organizations, and performance relationships with cognitive tests by race.
Greg L. Stewart, University of Iowa, Chair
John E. Mathieu, University of Connecticut, Tammy L. Woods, University of Connecticut,
Laying the Foundation for Successful Team Performance Trajectories: The Roles of Team Charters and Deliberate Plans
Gilad Chen, Texas A&M University, Robert E. Ployhart, University of South Carolina, Paul D. Bliese, Walter Reed Army Institute of Research,
Explaining Turnover Intentions: Changes Over Time in Job Attitudes Matter
Greg L. Stewart, University of Iowa, Amit K. Nandkeolyar, University of Iowa, Understanding Situational Factors as Explanations for Unsystematic Variation in Intraindividual Performance Outcomes
Donald G. Gardner, University of Colorado-Colorado Springs, Diana L. Deadrick, Old Dominion University,
Moderating Effects of Race on the AbilityPerformance Relationship Over Time
Paul J. Hanges, University of Maryland, Discussant
Submitted by Greg L. Stewart, Greg-Stewart@uiowa.edu
241. Academic-Practitioner Collaborative Forum: Sunday, 8:009:50
Santa Barbara B (Lobby Level)
The Future of Leadership Development and Selection: What Lies Ahead?
The past several years have seen an increased interest in leadership selection and development at both the academic and professional levels. This forum offers the opportunity to discover if there is currently alignment and congruence between leadership academies and the competencies required and desired in the business and corporate environment. A discussion on past, current, and future collaborative efforts between academics, leadership academies, and practitioners in regards to leadership selection and development will be presented.
Mark C. Frame, University of Texas-Arlington, Chair
Ashley Tipton, University of Texas-Arlington, Co-Chair
Dale Thompson, Leadership Worth Following, Discussant
Scott C. Erker, DDI, Discussant
James Campbell Quick, University of Texas-Arlington, Discussant
Andrew A. Rivers, Bowling Green State University, Discussant
Jay Conger, Claremont McKenna College, Discussant
Submitted by Ashley Tipton, ashley@lifeexpeditions.com
242. Practitioner Forum: Sunday, 8:009:50
Santa Barbara C (Lobby Level)
Getting Action From Organizational Surveys: A Discussion of New Methodologies
Authors from the New Methods section of Allen Krauts upcoming (2005) SIOP Professional Practices Series book,
Getting Action From Organizational Surveys: New Concepts, Methods, and Applications, will highlight their findings. Each presenter will discuss new methodologies at a different stage (planning, administration, analysis, and reporting/follow-up) of the typical survey program.
Kyle Lundby, Gantz Wiley Research, Chair
Joe Colihan, IBM, Janine Waclawski, Pepsi-Cola Company, Pulse Surveys: The Era of Modern Polling Enters the Workplace
Kristofer J. Fenlason, Data Recognition Corp, Kathleen J. Suckow, Microsoft Corporation,
Leveraging Web Functionality to Improve Surveys
Jeff W. Johnson, Personnel Decisions Research Institutes, Kyle Lundby, Gantz Wiley Research,
Relative Weights of Predictors: What is Important When Many Forces are Operating
Marc C. A. Berwald, Clear Picture Corporation, Planning, Taking, and Managing Action to Improve Survey Results
Allen I. Kraut, Baruch College/Kraut Associates, Discussant
Submitted by Kyle Lundby, klundby@gantzwiley.com
243. Symposium: Sunday, 8:009:50 Beaudry A (Lobby Level)
Off the Beaten Path: Investigations Into Neglected OCB Topics
Although organizational citizenship behavior (OCB) has been widely studied, important topics have been slighted. This session involves investigations into neglected topics including negative consequences of OCB; relationships between OCB, group process variables, and team performance; and links between OCB theory and transaction cost economics. Attendees may find the results surprising.
Dennis W. Organ, Indiana University, Chair
Linn Van Dyne, Michigan State University, Jennifer B. Ellis, Michigan State University,
Job Creep, Complaints, and Criticism: Reactance and Defensive Voice as Consequences of OCB
Thomas E. Becker, University of Delaware, Negative Consequences of Prosocial Behaviors in Organizations
Dennis W. Organ, Indiana University, Jeong-Yeon Lee, Indiana University, Organizational Citizenship Behavior and Transaction Cost Economics
Ronald F. Piccolo, University of Florida, Jeffery A. LePine, University of Florida, Christine Jackson, Purdue University,
Group Processes and Group Performance: Not Much More Than Members Organizational Citizenship Behavior
Stephan J. Motowidlo, University of Minnesota, Discussant
Submitted by Thomas E. Becker, beckert@lerner.udel.edu
244. Symposium: Sunday, 8:009:20 Beaudry B (Lobby Level)
Who Cares Most About Justice? A Theoretically Based Individual Difference Perspective
Despite the plethora of research on organizational justice, presently there is limited knowledge regarding boundary conditions of justice effects. All papers in this symposium take a theoretical approach to understand how individual differences affect justice perceptions and behaviors, thus helping to explain when and for whom justice is most important.
David M. Mayer, University of Maryland, Chair
M. Susan Taylor, University of Maryland, Co-Chair
D. Ramona Bobocel, University of Waterloo, Katrina Louise Goreham, University of Waterloo, Dispositional Determinants of Justice: The Roles of Self- and Other Focus
John C. Shaw, Mississippi State University, Cindy P. Zapata, University of Florida, Jason A. Colquitt, University of Florida, Personality Moderators of Explanation Effects: Fairness Theory as a Guide
Hui Liao, Rutgers University, Deborah E. Rupp, University of Illinois at Urbana-Champaign, Jaewon Ko, University of Arizona, Kidok Nam, Korea Military Academy, Michael R. Bashshur, University of Illinois at Urbana-Champaign, Justice Climate: The Effects of Moral Values and Measurement Strategies
David M. Mayer, University of Maryland, M. Susan Taylor, University of Maryland, A Needs-Based Theory of Justice and Individual Differences
Jerald Greenberg, The Ohio State University, Discussant
Submitted by David M. Mayer, dmayer@psyc.umd.edu
245. Poster Session: Sunday, 8:008:50 Pasadena (Lower Level)
Performance Appraisal, 360 Degree, Withdrawal
245-1. Predicting Goal Attainment From Administrative and Developmental Multisource Feedback Ratings
This study examined the external validity of multisource feedback ratings made for developmental purposes compared to administrative purposes. Results for a sample of 396 managers showed that both ratings demonstrated external validity. Contrary to expectations, ratings made for administrative purposes had stronger relationships with external criterion measures than developmental ratings.
Ryan D. Zimmerman, University of Iowa
Michael K. Mount, University of Iowa
Maynard Goff, University of Minnesota
Submitted by Ryan D. Zimmerman, ryan-zimmerman@uiowa.edu
245-2. Weighting Criteria: The Impact on Validity and Subgroup Differences
This study examines how weighting criteria by job importance affects predictorcriterion relationships and subgroup differences in performance ratings. Results reveal that weighted criteria result in less racial subgroup differences than the use of unweighted criteria, with no loss in criterion-related validity.
Lynn A. McFarland, Clemson University
Paige Porter Wolf, George Mason University
Jackie Diem Nguyen, George Mason University
Submitted by Lynn A. McFarland, lmcfarl@clemson.edu
245-3. Understanding Peer Ratings of Performance: Applying the Social Relations Model
The present research takes a new approach to examining peer ratings of performance. The Social Relations Model is utilized to determine if variance in ratings is attributed to characteristics of the rater or the ratee. Results demonstrate that for all performance dimensions examined variance was present due to both sources.
Meredith L. Cracraft, George Mason University
Krista L. Langkamer, George Mason University
Jat Thompson, Horizon Performance
Submitted by Meredith L. Cracraft, mcracraf@gmu.edu
245-4. Disentangling the Effect of Race on SupervisorSubordinate Agreement
This study was conducted to examine the effects of race and Confucian work dynamism on the congruency between self- and supervisor ratings. Results indicated that race (Asian vs. Caucasian) and Confucian work dynamism moderated the relationship between self- and supervisor ratings.
Samantha Le Chau, University of Akron
Paul E. Levy, University of Akron
Submitted by Samantha Le Chau, samantha_le_chau@hotmail.com
245-5. Measurement Equivalence and Gender Differences on a 360-Degree Feedback Instrument
This study was conducted to assess the measurement equivalence of a 360-degree feedback instrument between males and females. Once the assumption of measurement equivalence was substantiated, the extent and direction of mean differences in performance ratings were then assessed between gender groups.
Daniel J. Wilman, Hewitt Associates/IIT
Nambury S. Raju, Illinois Institute of Technology
Mark C. Frame, University of Texas-Arlington
Paul R. Bly, Personnel Decisions International
Submitted by Daniel J. Wilman, wilmdan1@iit.edu
245-6. Why is Big Brother Watching? Examining the Purpose Behind EPM
This study examined whether the reason offered for electronic performance monitoring (EPM) influenced participants performance and reactions. Participants performed a data-entry task in 1 of 5 experimental conditions (unmonitored, no explanation, research, development, and administrative). Administrative condition participants had higher motivation and performance yet relatively low stress and dissatisfaction levels.
Lynn K. Bartels, Southern Illinois University-Edwardsville
Cynthia R. Nordstrom, Southern Illinois University-Edwardsville
Jason R. Mallo, Dale Carnegie & Associates, Inc.
Submitted by Lynn K. Bartels, LBartel@siue.edu
245-7. Some People Never Change! Predicting Anchoring on Initial Employee Performance
When required to make judgments of others, people are often anchored by their first impressions. An experimental study found that managers implicit person theory (IPT) regarding the malleability of personal attributes (e.g., personality and ability) predicted the extent to which they anchored on their initial impressions of employee performance.
Peter A. Heslin, Southern Methodist University
Don VandeWalle, Southern Methodist University
Submitted by Peter A. Heslin, heslin@cox.smu.edu
245-8. Judgment Analysis of Faculty Performance Appraisal
The purpose of this study is to examine the performance judgments faculty members make on a typical academic performance appraisal with some systematic elements. This research allows us to identify the cue weightings used by raters completing faculty performance evaluations and compare them to given performance dimension weights.
Jessica L. Swink, Clemson University
Mary Anne Taylor, Clemson University
Fred S. Switzer, Clemson University
Thomas W. Britt, Clemson University
Submitted by Jessica L. Swink, jessicalsp@bellsouth.net
245-9. Working Memory Effects on Accuracy and Halo in Performance Ratings
Raters who know what the rating dimensions are before observing performance make more accurate ratings, presumably because they can update dimensional judgments while observing performance episodes. Raters who are distracted with a secondary task while recalling performance information make more haloed ratings, presumably because they cannot suppress overall impressions.
Radostina Purvanova, University of Minnesota
Stephan J. Motowidlo, University of Minnesota
Submitted by Radostina Purvanova, purva002@umn.edu
245-10. The Mediating Effect of Reactions to Multisource Feedback
This study examined the relationships between multisource feedback characteristics, reactions to feedback, and goal setting in a sample of 390 managers. Findings revealed that managers reactions to feedback mediated the relationships between rating discrepancies, source credibility, rater observational opportunity, and internal performance attributions and the outcome measure of goal setting.
Lori Anderson Snyder, University of Oklahoma
George C. Thornton, Colorado State University
Rob Edwards, The Home Depot
Submitted by Lori Anderson Snyder, lsnyder@psychology.ou.edu
245-11. Evaluation of 360-Degree Feedback: Criterion-Related Validity of a Multisource Instrument
This study evaluates self-, peer, and supervisor ratings of 195 employees in a Dutch public organization. Overall interrater agreement between and within rater categories was moderate. Using an intelligence test, an AC exercise, and a personality questionnaire as external criteria, little evidence was found for the criterion-related validity of the 360-degree ratings.
Edwin A. J. Van Hooft, Free University-Amsterdam
Henk van der Flier, Free University-Amsterdam
Marjolein R. Minne, Free University-Amsterdam
Submitted by Edwin A. J. Van Hooft, eaj.van.hooft@psy.vu.nl
245-12. Understanding Performance Appraisal Leniency: Antecedents and Consequences of Rating
Discomfort
We examined leniency as a response to rater discomfort with providing negative performance feedback. As hypothesized, expectations of ratee challenge and ratee feedback acceptance were associated with rater discomfort, which mediated rating leniency. In addition, direct effects of appraisal purpose and incentive to rate accurately on rating leniency were replicated.
Kristophor G. Canali, University of Connecticut
Stephanie Alton, University of Connecticut
Norman E. Perreault, University of Connecticut
David Rusbasan, University of Connecticut
Amy L. Reese, University of Connecticut
Janet L. Barnes-Farrell, University of Connecticut
Submitted by Kristophor G. Canali, kristophor.canali@uconn.edu
245-13. Self-View Certainty as a Moderator of Feedback Reactions
The present study investigated whether employees react favorably to positive feedback or to feedback that confirms their self-views and if these reactions are moderated by self-view certainty. Results showed that feedback scores were the main determinant of feedback reactions. Self-view certainty moderated perceived utility of feedback for the competency Decisiveness.
Frederik Anseel, Ghent University
Filip Lievens, Ghent University
Submitted by Frederik Anseel, Frederik.Anseel@ugent.be
245-14. I Can Handle the Truth! Impact of Objectives Statements on Multirater Feedback
A content analysis of a voluntary objective statement was evaluated for 158 participants in a multirater feedback process. Requesting negative feedback was related to decreased response rates and increased rating variability but not to mean rating.
Tom Rauzi, Dell Inc.
Alan D. Mead, Baker Thomsen Associates
Brandy Orebaugh Agnew, Dell Inc.
Submitted by Alan D. Mead, amead@alanmead.org
245-15. Importance of Accountability, Group Discussion, and Consensus in Rater Groups
This study explores the role of accountability, group discussion, and consensus in determining behavioral accuracy. Results, based on 213 raters, suggest that accountability correlates with behavioral accuracy, involvement in group discussion influences accountability, and that the process of reaching consensus significantly improves behavioral accuracy. Implications are discussed.
Sylvia G. Roch, University at Albany, SUNY
Submitted by Sylvia G. Roch, roch@albany.edu
245-16. An Investigation of Behavioral Specificity and Rater Agreement
This study empirically investigated the relationship between behavioral specificity and rater agreement, performance rating, and difficulty perceptions. The results, based on 312 raters, suggest that raters agree more on nonspecific items. Also, on the dimension level, rater agreement was higher on dimensions perceived as more difficult to rate.
Sylvia G. Roch, University at Albany, SUNY
Anthony R. Paquin, Western Kentucky University
Submitted by Sylvia G. Roch, roch@albany.edu
245-17. Beyond Measurement Invariance: Investigating Performance Ratings Covariates Using MIMIC Modeling
This study assessed the measurement invariance of self- and supervisor ratings. Moreover, MIMIC modeling was used to examine potential covariates of task and contextual performance ratings. Results demonstrated measurement invariance across rates. However, both subordinate and supervisor demographic variables (age, sex, and tenure) were found to influence latent performance ratings.
Brian G. Whitaker, University of Akron
Jason Dahling, University of Akron
Samantha Le Chau, University of Akron
Hsien-Yao Swee, University of Akron
Submitted by Brian G. Whitaker, BGW111@yahoo.com
245-18. Performance Appraisal Congruency: An Important Aspect of PersonOrganization Fit
This paper reports on an instrument to assess employee perceived performance appraisal congruency. An Internet survey completed by 135 individuals showed performance appraisal congruency predicted overall system satisfaction, perceived usefulness, and fairness. Also, the less respondents knew about their performance appraisal system, the less satisfied they were with it.
Hal J. Whiting, University of Calgary
Theresa J. B. Kline, University of Calgary
Lorne M. Sulsky, Wilfrid Laurier University
Submitted by Hal J. Whiting, hjwhitin@ucalgary.ca
245-19. A Meta-Analytic Review of the Performance-Cue Bias
A meta-analytic review of research on the performance-cue bias (PCB) revealed that the PCB is of a sufficient magnitude to exert influence on ratings of leaders, groups, and the self. Importantly, the subjectiveobjective nature of the rating instrument and the amount of individuating information provided to raters moderated the PCB.
Annie Moody, Montana State University
Julie Maertens, Montana State University
Richard F. Martell, Montana State University
Jennifer Boldry, Montana State University
Submitted by Richard F. Martell, martell@montana.edu
245-20. Leadership and Same-Gender Bias: Content Analysis of Promotion Recommendations
Analysis of promotion recommendations from a federal agency revealed no gender discrimination. Content analysis of promotion recommendation narratives revealed a same-gender bias. Female supervisors use more task leadership and people leadership language when describing female subordinates. Male supervisors use more of both types of language when describing male subordinates.
Thomas A. Stetz, National Geospatial-Intelligence Agency
John M. Ford, U.S. Merit Systems Protection Board
Submitted by John M. Ford, john.ford@mspb.gov
245-21. Evaluation of a 360-Feedback Program: Implications for Best Practices
Managers (67) and raters (127) participating in a corporate leadership program utilizing a 360-feedback instrument were asked about reactions 1 year later. Participants reported that positive and negative feedback was largely expected; the feedback increased motivation to make behavior changes largely on development areas (82.1%) as opposed to strengths (18.9%).
Kenneth M. Nowack, Organization Performance Dimensions
Submitted by Kenneth M. Nowack, knowack@opd.net
245-22. 360 Feedback and Change: Effort to Change is the Key
65 managers who had previously participated in 360 feedback were surveyed to measure change in self-ratings on leadership dimensions, effort to improve, and participation in follow-up development activities over a 23 year period. Participants changed between Time 1 and Time 2. Effort to improve was predictive of Time 2 self-ratings.
Sarah J. Murphy, MDA Leadership Consulting
Robert C. Barnett, MDA Leadership Consulting
Submitted by Robert C. Barnett, bbarnett@mdaleadership.com
245-23. Investigating Employees Turnover Intentions From a Time Perspective
The motives underlying employees intentions to leave the organization at different time periods were studied using the investment model, expectancy theory, and theory of planned behavior. Both similar and different motives appeared important with the largest difference between intention to stay and intentions to leave at some point in time.
Karen Van Dam, Tilburg University
Submitted by Karen Van Dam, K.vanDam@uvt.nl
245-24. Predicting Voluntary Turnover Through Prehire Attitude Assessment: An Empirical Study
Prehire assessments of job applicant work attitudes were examined as predictors of subsequent voluntary turnover in customer service representative positions. This longitudinal study examined turnover at 2 time intervals and explored the utility of attitude assessments in predicting both turnover and job performance, as well as relationships between these criteria.
John A. Weiner, Psychological Services, Inc.
Martha Reed Helland, Citigroup
Submitted by John A. Weiner, john@psionline.com
245-25. Hostile Attributional Style as a Predictor of Stress and Turnover
This study investigates the influence of hostile attribution styles on stress levels and turnover intentions. Specifically, stress is predicted to mediate the relationship between attributions and turnover intentions. Results support the hypothesized model, suggesting that attribution style may be a predictor of both stress levels and turnover.
Paul Harvey, Florida State University
Submitted by Paul Harvey, nph02@fsu.edu
245-26. Effect of Situational Judgment Test Response Instructions on Validity
This study investigated the effects of response instructions (i.e., most/least likely and most/least effective) for situational judgment tests (SJT). Effective SJT scores were more strongly related to reasoning ability than the likely SJT scores. However, the likely SJT scores (but not the effective SJT scores) predicted supervisory ratings of professionalism.
Nicholas L. Vasilopoulos, George Washington University
Rebecca Goldenberg, Bureau of Customs and Border Protection
Jeffrey M. Cucina, George Washington University
Theodore L. Hayes, The Gallup Organization
Julia McElreath, U.S. Department of Homeland Security
Submitted by Nicholas L. Vasilopoulos, nlv@gwu.edu
245-27. Effects of Multiple Employment Mobility Measures on Retail Employee Turnover
Unionized retail workers (N = 3,645) perceptions of 3 employment mobility factors were examined utilizing an objective measure of turnover. All 3 elements of employment mobility predicted turnover, while utility analyses revealed unique contributions of the costs of turnover and quality of economic alternatives.
Kristin Charles, Portland State University
J. Alison Dezsofi, Portland State University
Robert R. Sinclair, Portland State University
James E. Martin, Wayne State University
Submitted by J. Alison Dezsofi, dezsofi@pdx.edu
246. Community of Interests: Sunday, 8:008:50
Pasadena (Lower Level)
Emotions
Participants can come and go as they like, and chat with others with similar interests.
247. Interactive Posters: Sunday, 8:008:50 Los Feliz (Lobby Level)
Coping and Social Support
247-1. Models of Social Support and WorkSchool Conflict
In a survey of 255 employed college students, we found that workschool conflict (WSC) was negatively related to job satisfaction and positively related to anxiety. Instrumental support, but not emotional support, was related to reduced WSC. Neither form of support moderated WSCs relationship with job satisfaction and anxiety.
Adam B. Butler, University of Northern Iowa
Katie Viet, University of Northern Iowa
Elissa Narigon, University of Northern Iowa
Emily Taylor, University of Northern Iowa
Submitted by Adam B. Butler, adam.butler@uni.edu
247-2. Personality and Coping Strategies as Predictors of Counterproductive Work Behaviors
The present study examined the relationship between personality and coping strategies and the performance of counterproductive work behaviors (CWBs). We found significant relationships between CWBs, selected personality variables, and various methods of coping. Furthermore, results of moderated regression analyses indicated that personality variables and coping strategies interact to predict CWBs.
John Zehr, MDA Leadership Consulting
Lisa M. Perez, Minnesota State University-Mankato
Submitted by Ryan Riley, Ryan.Riley@mnsu.edu
247-3. Deal With It: Coping Style and Occupational Stress
In 2 separate organizations, the potential moderating effects of 3 employee coping styles (active, emotion-focused, avoidance) and exercise exertion on the relationship between chronic job stress and 4 organizational outcomes (job satisfaction, physical health, emotional well-being, energy level) were assessed. Moderating effects of active and emotion-focused coping styles were identified.
L. Jean Whinghter, Bowling Green State University
Christopher J. Cunningham, Bowling Green State University
Mo Wang, Bowling Green State University
Submitted by L. Jean Whinghter, lmcmull@bgnet.bgsu.edu
247-4. Affectivity, Social Support, and Job Burnout Among High School Teachers
Two competing models linking burnout experiences, positive and negative affectivity, and emotional social support were tested. Data from high school teachers indicated that burnout may mediate the relationship between affectivity and seeking social support, rather than emotional social support acting as a mediator of affectivity and burnout.
Kimberly T. Schneider, Illinois State University
Jeffrey H. Kahn, Illinois State University
Theresa M. Jenkins, Illinois State University
Laura L. Moyle, Illinois State University
Submitted by Kimberly T. Schneider, ktschne@ilstu.edu
248. Special Event: Sunday, 8:309:50 San Jose (Level 2)
Symposium: The Changing Face of Work
This session is designed to discuss upcoming trends likely to impact the management of people in organizations in the next 20 years. Presenters will discuss technology, legal, and a variety of other workforce trends expected to influence future organizational practices in the private and public sectors.
Wayne F. Cascio, University of Colorado, Chair
Leo Brajkovich, Gantz Wiley Research, Presenter
R. Jason Weiss, DDI, Presenter
Brian S. OLeary, U.S. Office of Personnel Management, Presenter
David W. Arnold, NCS Pearson, Inc., Presenter
249. Symposium: Sunday, 8:309:50 Sacramento (Level 2)
Evolutions of Fit: Understanding the Temporal Nature of PersonEnvironment Fit
Although theories of personenvironment fit emphasize its interactive nature over time, much of the research in this domain is cross-sectional. This leaves a dearth of knowledge regarding changes in fit over time. This session seeks to inform, through conceptual advances and empirical analysis, research on the temporal nature of fit.
Annelies E. M. Van Vianen, University of Amsterdam, Chair
Amy L. Kristof-Brown, University of Iowa, Co-Chair
Abbie J. Shipp, University of North Carolina, Jeffrey R. Edwards, University of North Carolina,
The Moving Window of Fit: The Meaning and Effects of Past, Present, and Future PE Fit
Todd Darnold, University of Iowa, Amy L. Kristof-Brown, University of Iowa, Timothy A. Judge, University of Florida,
Antecedent, Evolution, and Consequences of Goal-Based PO Fit
Scott Derue, Michigan State University, Frederick P. Morgeson, Michigan State University, Remus Ilies, Michigan State University, Stephen E. Humphrey, Florida State University,
Changes in PersonTeam Fit as a Function of Positive Affect: A Longitudinal Study of Fit in the Team Context
Annelies E. M. Van Vianen, University of Amsterdam, Jan Stoelhorst, University of Amsterdam,
The Theoretical Foundations of PE Fit and the Attraction-Selection-Attrition Model: An Evolutionary Perspective
Karen J. Jansen, Pennsylvania State University, Discussant
Submitted by Amy L. Kristof-Brown, amy-kristof-brown@uiowa.edu
250. Panel Discussion: Sunday, 8:309:50
Emerald Bay (Level 3)
You Want Me to do What? Internet-Age Consulting Challenges
New technologies and business demands influence how organizations deploy staffing systems. In this environment, traditional best-practice guidance may not meet clients needs. This session will examine common requests from business and present best-practice suggestions from panelists representing several I-O firms. Issues will focus on assessment quality, efficiency, and legal risk.
Douglas H. Reynolds, DDI, Chair
James C. Beaty, ePredix, Panelist
Sarah S. Fallaw, Qwiz, Inc., Panelist
Nathan J. Mondragon, Taleo, Panelist
Mark J. Schmit, SHL USA, Inc, Panelist
Evan F. Sinar, DDI, Panelist
Submitted by Douglas H. Reynolds, doug.reynolds@ddiworld.com
251. Practitioner Forum: Sunday, 8:309:50
San Fernando (Lobby Level)
Leadership as a Driver of Engagement and Performance at Motorola
Organizational intangibles such as the quality of senior management, culture, and the ability to attract world-class talent can account for as much as 35% of a companys valuation. A team of scientist-practitioners will review research conducted on the effect leadership effectiveness has on driving employee engagement and actual business performance.
Jeffrey Becker, Motorola, Chair
David Rider, Motorola, Presenter
David Tan, Motorola, Presenter
Andrew N. Odze, Motorola, Presenter
Submitted by Andrew N. Odze, Andrew.N.Odze@Motorola.com
252. Panel Discussion: Sunday, 8:309:50
San Gabriel B (Lobby Level)
Doctoral Training in I-O Psychology: Current Trends and Future Needs
Represented by SIOP membership, and the number of graduate programs, I-O psychology has grown over the past 20 years. Continued success of I-O psychology as a discipline depends largely on training and education. This panel will discuss current and future needs of doctoral training in I-O psychology from multiple perspectives.
Jesse S. Michel, Wayne State University, Co-Chair
Jenell L. Senter, Wayne State University, Co-Chair
Michael B. Hargis, Wayne State University, Co-Chair
James M. LeBreton, Wayne State University, Co-Chair
Milton Hakel, Bowling Green State University, Panelist
Sigrid B. Gustafson, American Institutes for Research, Panelist
Jeffrey D. Facteau, Hogan Assessment Systems, Panelist
Thomas W. Mason, Personnel Decisions International, Panelist
Nancy T. Tippins, Personnel Research Associates, Inc., Panelist
Julia McElreath, U.S. Department of Homeland Security, Panelist
Submitted by Jesse S. Michel, jmichel@wayne.edu
253. Symposium: Sunday, 8:309:50 San Bernardino (Lobby Level)
Measuring and Changing Attitudinal Barriers Toward Hiring People With Disabilities
Many Americans with disabilities have not received employment parity with the rest of the population because many employers hold negative attitudes about people with disabilities. The papers in this symposium describe recent research projects that address this need by exploring the reliability and validity of different attitudinal measures to disability.
Nathan D. Ainspan, Department of Labor, Chair
Megan Leasher, Wright State University, Corey E. Miller, Wright State University,
Rater Effects and Attitudinal Barriers Affecting People with Disabilities in Personnel Selection
Izabela Schultz, University of British Columbia, Employer Attitudes Towards Psychological/
Neuropsychological Disabilities and Job Accommodation in Mental Health Conditions
James D. Westaby, Columbia University, Matt Kleinman, Columbia University, Avina Gupta, Columbia University,
The Role of Work on Quality of Life for Individuals With Disabilities
Adrian Thomas, Auburn University, Andrea L. Doyle, Tennessee Department of Personnel,
Development of an Implicit Association Test Measuring Attitudes Toward Individuals with Disabilities
Susanne M. Bruyere, Cornell University, Discussant
Submitted by Nathan D. Ainspan, Nate@Ainspan.com
254. Sunday Seminar: Sunday, 9:0012:00 Santa Anita A (Lobby Level)
Sunday Seminar 1: Collecting and Analyzing Data Using Experience Sampling Methods
SUNDAY SEMINARS REQUIRE ADVANCE REGISTRATION AS WELL AS AN ADDITIONAL FEE! (3 hrs. CE credit earned)
Howard M. Weiss, Purdue University, Presenter
David A. Hofmann, University of North Carolina, Presenter
Daniel J. Beal, Rice University, Coordinator
255. Sunday Seminar: Sunday, 9:0012:00 Santa Anita B (Lobby Level)
Sunday Seminar 2: Item Response Theory
SUNDAY SEMINARS REQUIRE ADVANCE REGISTRATION AS WELL AS AN ADDITIONAL FEE! (3 hrs. CE credit earned)
Nambury S. Raju, Illinois Institute of Technology, Presenter
Oleksandr Chernyshenko, University of Canterbury, Presenter
Stephen Stark, University of South Florida, Presenter
Herman Aguinis, University of Colorado-Denver, Coordinator
256. Sunday Seminar: Sunday, 9:0012:00 Santa Anita C (Lobby Level)
Sunday Seminar 3: Emerging Perspectives of Work and Family Interfaces
SUNDAY SEMINARS REQUIRE ADVANCE REGISTRATION AS WELL AS AN ADDITIONAL FEE! (3 hrs. CE credit earned)
Jeanette N. Cleveland, Pennsylvania State University, Presenter
Debra A. Major, Old Dominion University, Presenter
Deborah K. Ford, CPS Human Resource Services, Coordinator
257. Sunday Seminar: Sunday, 9:0012:00 Palos Verdes (Lobby Level)
Sunday Seminar 4: I-O Participation in Federal Research Grants
SUNDAY SEMINARS REQUIRE ADVANCE REGISTRATION AS WELL AS AN ADDITIONAL FEE! (3 hrs. CE credit earned)
Thomas F. Hilton, National Institutes of HealthNIDA, Presenter
Eduardo Salas, University of Central Florida, Presenter
Boris B. Baltes, Wayne State University, Coordinator
258. Poster Session: Sunday, 9:009:50 Pasadena (Lower Level)
Statistics, Research Methods, Technology
258-1. Focused Attention and Error Detection in a Prescription-Checking Task
43 participants completed a 40-minute simulated prescription-checking task. Focused attention was measured using the d2 Test of Attention. Hit ratios, false-alarm ratios, and work pace were the dependent measures. As expected, results showed that d2 test performance predicted hit ratios on the checking task.
Kraig L. Schell, Angelo State University
Cory Hunsaker, Angelo State University
Kyle Kelley, Angelo State University
Submitted by Kraig L. Schell, kraig.schell@angelo.edu
258-2. Problems of Item Parceling with CFA Tests of Measurement Invariance
Combining items into parcels in confirmatory factor analysis can improve model estimation and fit. The impact of using parcels in tests of measurement invariance was examined with simulated data. Models using parcels as indicators erroneously indicated that measurement invariance existed more often than models using items as indicators.
Adam W. Meade, North Carolina State University
Christy Kroustalis, North Carolina State University
Submitted by Adam W. Meade, adam_meade@ncsu.edu
258-3. Sensitivity of DFIT Tests of Measurement Invariance for Likert Data
While popular, few studies have assessed the efficacy of the Differential Functioning of Items and Tests (DFIT) methodology for assessing measurement invariance with Likert data. Monte-Carlo analyses indicate a lack of sensitivity of the DFIT methodology for identifying lack of measurement invariance under some conditions of differential functioning.
Adam W. Meade, North Carolina State University
Gary J. Lautenschlager, University of Georgia
Submitted by Adam W. Meade, adam_meade@ncsu.edu
258-4. Sample Size and Tests of Measurement Invariance
Though widely used, confirmatory factor analysis tests of measurement invariance are not well understood. Results of a simulation study indicated that the power of invariance tests varied widely depending on sample size, factor overdetermination, and item communality. Accurate estimation of parameters provide a possible explanation for these results.
Adam W. Meade, North Carolina State University
Submitted by Adam W. Meade, adam_meade@ncsu.edu
258-5. Reducing Hindsight Bias: Debiasing Methods in Applied Organizational Research
This study investigated whether hindsight bias or knew-it-all-along effect could be reduced in organizational research and consulting by using a debiasing technique that builds on predictions. Findings indicate that individuals perceive research results as less obvious, more surprising, and more interesting when they have previously made predictions about outcomes.
Ingwer Borg, ZUMA
Christiane Spitzmueller, University of Houston
Alex Milam, University of Houston
Submitted by Christiane Spitzmueller, christiane.spitzmueller@mail.uh.edu
258-6. Use of rwg Versus SEM and a Variance Ratio
VRwg
New light is shed on rwg versus SEM and the type of inference that each index addresses. An index
Pxx is reviewed that assesses SEM relative to a predetermined standard. Next it is proposed that the variance ratio underlying
rwg be interpreted directly rather than converted to a reliability-like form.
Gregory M. Hurtz, California State University-Sacramento
Submitted by Gregory M. Hurtz, ghurtz@csus.edu
258-7. Confirmatory Factor Analyses of the Equity Preference Questionnaire
The Equity Preference Questionnaire (Sauley & Bedeian, 2000) is subjected to confirmatory factor analysis resulting in a 2-factor solution that is cross-validated in another sample. Samples are then combined
(n = 857), poorly performing items are identified, and an 8-item revised questionnaire shows better fit to the data.
Brian Keith Miller, James Madison University
Sara J. Finney, James Madison University
Submitted by Brian Keith Miller, millerbk@jmu.edu
258-8. Experience Sampling Methodology and Industrial-Organizational Psychology
Many variables treated as stable by industrial psychologists do fluctuate within-person over time. This variation raises concerns about the accuracy of global retrospective reports of behavior and affect. It also offers opportunities to build new theory about within-person processes. Experience sampling methodology is recommended to address these concerns and opportunities.
Cynthia D. Fisher, Bond University
Submitted by Cynthia D. Fisher, cynthiaf@bigpond.net.au
258-9. A Test of Slope Differences for Three-Way Interactions
A significance test for slope differences for 3-way interactions is developed, and its importance for testing psychological hypotheses illustrated. Using Monte Carlo simulations, we examined how sample characteristics affect the tests power. We conclude with a discussion of the tests applicability and usefulness for psychological research.
Jeremy F. Dawson, Aston University
Andreas W. Richter, Aston University
Submitted by Jeremy F. Dawson, j.f.dawson@aston.ac.uk
258-10. Correcting Profile Similarity Scores for Range Restriction
To date, there has been little research regarding correcting for range restriction when using profile similarity indices as a selection methodology. This study demonstrates a method for correcting profile similarity indices for range restriction by comparing past applicants to a profile for which they did not take the assessment.
William C. Roedder, Corporate Psychology Resources
Jelena Crawford, Corporate Psychology Resources
James M. LeBreton, Wayne State University
Jesse S. Michel, Wayne State University
Submitted by William C. Roedder, croedder@corporatepsych.com
258-11. A Within-Person Test of Image Theorys Screening-Stage Model
This study employed the use of within-person analyses to examine the postulates of Image Theorys (Beach & Mitchell, 1987) screening-stage model in the context of making initial job pursuit decisions. The overall pattern of results provided little support for Image Theorys propositions. Implications of these results are discussed.
Lisa Schultz, Purdue University
Charlie L. Reeve, University of North Carolina-Charlotte
Submitted by Lisa Schultz, lschultz@psych.purdue.edu
258-12. Construct Validity of Fit Measures: Conceptual Ambiguity and Empirical Reality
Employing multitrait, multimethod methodologies, we assess the extent to which correlations among measures of workenvironment fit provide evidence for or against the construct validity of currently utilized alternative approaches to fit measurement. Results demonstrate that even after accounting for differences in fit conceptualizations, different measurement approaches are not equivalent.
Kevin D. Carlson, Virginia Tech
Andrew O. Herdman, Virginia Tech
Submitted by Kevin D. Carlson, KevinC@Vt.edu
258-13. Research Progress: A Cumulative Knowledge Perspective
We propose a modified approach to research that employs measures of the precision and generalizability of our predictions of important outcomes as the core metrics of research progress. We discuss how this approach supports cumulative knowledge development and examine why current research practices are likely to hinder such efforts.
Kevin D. Carlson, Virginia Tech
Donald E. Hatfield, Virginia Tech
Submitted by Kevin D. Carlson, KevinC@Vt.edu
258-14. Adapting the Computer System Usability Questionnaire for Evaluating Web Sites
Responses from 1,089 participants were used to analyze the validity of the Computer System Usability Questionnaire (CSUQ). The analysis reveled a valid 1-factor solution instead of the 3-factor solution reported by the original author. This demonstrates that usability questionnaires for complete computer systems do not necessarily translate well to Web sites.
Kyle Huff, North Carolina State University
Joan Michael, North Carolina State University
Submitted by Kyle Huff, kchuff@unity.ncsu.edu
258-15. An Examination of Electronic Performance Monitoring, Procedural Justice, and Stress
This study examined the effects of electronic performance monitoring (EPM) characteristics on procedural justice and stress among call center workers in 3 service organizations. The results indicated that mean levels of fairness and stress were different among organizations that employed EPM systems with different characteristics.
Joseph Cohen, Alliant International University
Mazyar Baniasadi, Alliant International University
Joy Womble, Alliant International University
Devin Flot, Alliant International University
Paul G. Michael, Alliant International University
Submitted by Paul G. Michael, pmichael2@alliant.edu
258-16. Methods of Estimating Battery Norms Using Individual Test Norms
This study examines the effectiveness of 2 methods for estimating battery norm tables from individual test norms. Results in 4 applicant samples suggest that both methods are effective, with error levels low enough to be acceptable in most settings. Practical applications of these estimation methods are discussed.
Victor Jockin, Psychological Services, Inc.
Submitted by Victor Jockin, tory@psionline.com
258-17. Assessing the Construct Validity of Three Neglected Work Values Scales
Work values researchers have just begun to examine how diverse work values constructs interrelate and empirically map the range of work values. In this spirit, this study reports the initial development and validation of new scales to measure 3 lesser researched work values: humanistic, Marxist, and social work values.
Ian S. Little, Bowling Green State University
Michael J. Zickar, Bowling Green State University
Submitted by Ian S. Little, iansl@bgnet.bgsu.edu
258-18. One is the Loneliest Number: A Meta-Analytic Look at Single-Item Measure Validities
The debate on single-item reliability has brought the use of these measures to the forefront of measurement theory. The current study investigates how validity coefficients between 2 affective variables and an organizational outcome. Meta-analytic results support the view that single-item measures may not be the best choice for achieving maximum effect sizes.
Christopher R. Warren, Tulane University
Ronald S. Landis, Tulane University
Submitted by Christopher R. Warren, cwarren@tulane.edu
258-19. Effect-Size Reporting in Applied Psychology Journals and Beyond
This study examined effect-size reporting across a number of psychological subdisciplines. Empirical articles from 5 journals were coded with regard to quantitative practices. Frequency and logit analyses indicated that articles in applied psychology journals were more likely to report effect sizes than were journals from other disciplines.
Eric M. Dunleavy, American Institutes for Research
Christopher D. Barr, University of Houston
Kristina Renee Miller, University of Houston
Dana M. Glenn, University of Houston
Submitted by Eric M. Dunleavy, edunleavy@air.org
258-20. A Cautionary Note on Range Restriction and Predictor Intercorrelations
A unique form of range restriction can have dramatic effects on predictor intercorrelations when both predictors are combined into a composite and used for selection. Three approaches are used to illustrate the issue: simulation, a concrete applied example, and a reanalysis of a meta-analysis of abilityinterview correlations.
Christopher M. Berry, University of Minnesota
Paul R. Sackett, University of Minnesota
Filip Lievens, Ghent University
Richard N. Landers, University of Minnesota
Submitted by Paul R. Sackett, psackett@tc.umn.edu
258-21. Tactile Interruption Management: A Resource-Efficient Method for Managing Multiple Tasks
We examined the idea that tactile interruption management transforms task-switching from a resource-intensive, time-based prospective memory task to an event-based prospective memory task, requiring fewer cognitive resources. Tactile cues efficiently directed attention to interruptions, enabling participants to allocate more resources to task performance, resulting in superior performance on both tasks.
Pamela J. Hopp, Colorado State University
C. A. P. Smith, Colorado State University
Benjamin A. Clegg, Colorado State University
Eric D. Heggestad, Colorado State University
Submitted by Pamela J. Hopp, phopp@lamar.colostate.edu
258-22. Factors Affecting the Utility of Artificial Neural Networks
A Monte Carlo simulation was conducted comparing the performance of artificial neural networks versus regression analysis in detecting nonlinear relationships. Type of nonlinearity (intrinsic vs. simple), amount of random error, degree of missing data, and sample size were manipulated. Neural networks outperformed regression for intrinsic, but not simple, nonlinear data.
Lisa M. Leslie, University of Maryland
Paul J. Hanges, University of Maryland
Submitted by Lisa M. Leslie, lleslie@psyc.umd.edu
258-23. Organizational Web Site Usability and Attractiveness Effects on Viewer Impressions
Viewers reactions to several Fortune 500 company recruitment Web sites were evaluated. Results indicated that viewers ratings of company familiarity and favorability and attractiveness of the organization as an employer were affected by its recruitment Web site. Moreover, these changes were directly related to the usability and visual attractiveness of the Web sites.
Phillip W. Braddy, North Carolina State University
Adam W. Meade, North Carolina State University
Christy Kroustalis, North Carolina State University
Submitted by Adam W. Meade, adam_meade@ncsu.edu
258-24. Affective Variables and the Learning Process During Web-Based Training
This study examined the impact of affective variables on the learning process of 236 participants during a Web-based training course. Results indicate that emotional engagement and training satisfaction have an influence on training outcomes.
Ann Williams Howell, Denison Consulting
Submitted by Ann Williams Howell, ahowell@alumni.rice.edu
258-25. The Internet Knowledge (iKnow) Scale
This paper presents a new, internally consistent, 17-item self-report measure of individuals general knowledge and proficiency regarding the Internet. Correlations between Internet ability, computer experience, Internet self-efficacy, and biographical characteristics are presented. Initial results support the construct validity of the iKnow measure.
Denise Potosky, Pennsylvania State University
Submitted by Denise Potosky, dxp16@psu.edu
258-26. The Assumed Linearity of Organizational Phenomena
Theory followed by statistical techniques should model the true nature of proposed relationships. However, implicit scholarly assumptions can create knowledge bases that do not accurately reflect theory. We argue that assumptions of linearity have driven both theory and method, creating a body of organizational scholarship that is, at best, incomplete.
Gerald R. Ferris, Florida State University
Michael G. Bowen, University of South Florida
Darren C. Treadway, University of Mississippi
Wayne A. Hochwarter, Florida State University
Angela T. Hall, Florida State University
Pamela L. Perrewe, Florida State University
Submitted by Angela T. Hall, ath6462@cob.fsu.edu
258-27. Violations of Trait Unidimensionality on Differential Item Functioning Identification
This study explored the relationship between itemtrait association and DIF identification using a real-world data set. Implementing Zumbos (1999) extension of the binary logistic regression model to the polytomous case, DIF effect size was found to become increasingly inflated as violations of trait unidimensionality increased.
John Kulas, St. Cloud State University
Jenny Merriam, St. Cloud State University
Yuko Miyaji, St. Cloud State University
Submitted by John Kulas, jtkulas@stcloudstate.edu
258-28. Verbal Protocols and Demonstrating Performance of a Complex Skill
This study addresses the paucity of research on the use of concurrent verbal protocols for the cognitive task analysis of complex skills by demonstrating how procedures affect the performance and verbalizations produced by subject matter experts. Preliminary support for the use of verbal protocols for complex skill analysis is demonstrated.
Lauren E. McEntire, University of Oklahoma
Eric A. Day, University of Oklahoma
Jazmine Espejo, University of Oklahoma
Paul R. Boatman, University of Oklahoma
Vanessa Kowollik, University of Oklahoma
Andrew M. Vert, University of Oklahoma
Submitted by Lauren E. McEntire, ljack0102@yahoo.com
258-29. Corroborating Self-Report With Empirical Data to Assess an Organizational Program
We conducted pre-/postassessments of knowledge, attitudes, social norms, and behaviors regarding energy consumption. In addition, meter readings regarding water and electricity consumption were collected and compared to a 3-year baseline. Results indicated that energy consumption was reduced and energy conservation knowledge and behaviors increased.
Kevin B. Tamanini, Ohio University
Ryan J. Yoder, Ohio University
Scott Finlinson, Ohio University
Paula M. Popovich, Ohio University
Submitted by Ryan J. Yoder, ry133003@ohio.edu
258-30. Workplace Technology and the Myth About Older Workers
The present study explores individual characteristics (willingness to change and learn), commitment to technology change, and implementation satisfaction in the context of a multiorganization technology initiative. Analyses include relationships among these variables as well and hypotheses testing ageist stereotypes about older workers motivations to learn and technology.
Tracey E. Rizzuto, Pennsylvania State University
Susan Mohammed, Pennsylvania State University
Submitted by Tracey E. Rizzuto, ter128@psu.edu
259. Community of Interests: Sunday, 9:009:50 Pasadena (Lower Level)
Self-Regulation
Participants can come and go as they like, and chat with others with similar interests.
260. Interactive Posters: Sunday, 9:009:50 Los Feliz (Lobby Level)
Strategic HR
260-1. Customer-Driven HRM: A Consideration of Criteria
A framework for HRM based on the marketing construct of customer equity is presented. Value, brand, and retention equities are presented as conceptual criteria for the management of employees. The implications of this framework for operational criteria to measure the effectiveness of employees and of the HRM function are explored.
Robert L. Cardy, Arizona State University
Janice S. Miller, University of Wisconsin-Milwaukee
Sushil S. Nifadkar, Arizona State University
Submitted by Robert L. Cardy, Robert.cardy@asu.edu
260-2. Diagnosing the Maturity of Human Resource Management in the Organization
The study was conducted to create a diagnostic tool for HR maturity based on survey data on international HR practices collected by CRANET. To validate the tool, outside evaluations of company performance were correlated with HR maturity. Organizational performance tends to be better for higher stages of HR maturity.
Asta Bjarnadottir, Reykjavik University
Finnur Oddsson, Reykjavik University
Submitted by Asta Bjarnadottir, asta@ru.is
260-3. CEO PersonalityFirm Strategy Fit and Firm Performance
In this study we propose a conceptual model with CEO characteristics (self-regulatory focus) on one axis and firm strategy on the other. We argue that there is a value from fit which will lead to growth in organizational performance.
Sankalp Chaturvedi, National University of Singapore
Submitted by Sankalp Chaturvedi, g0301021@nus.edu.sg
260-4. Managing Knowledge Requires That We Understand How We Use It
How we conceptualize knowledge influences how we attempt to manage it, and common definitions of knowledge do not support most knowledge management (KM) efforts. An alternative problem-centered conceptualization of knowledgethe knowledge matrixis proposed. Knowledge matrixes view knowledge functionally rather than descriptively and offer greater support for KM efforts.
Kevin D. Carlson, Virginia Tech
Submitted by Kevin D. Carlson, KevinC@Vt.edu
Coffee Break Sunday, 10:0010:30 Multiple Locations
261. Special Event: Sunday, 10:3011:20
San Jose (Level 2)
Panel Discussion: The Future of I-O Psychology
This session is designed to discuss the future of I-O psychology. Panelists will discuss where I-O psychology as a whole is heading as well as prospects for specific aspects of the field, such as teaching, research, and practice. Discussion will be informed by results of a survey of SIOP members.
Fritz Drasgow, University of Illinois at Urbana-Champaign, Chair
Robert T. Hogan, Hogan Assessment Systems, Presenter
William H. Macey, Personnel Research Associates, Presenter
Kevin R. Murphy, Pennsylvania State University, Presenter
Lois E. Tetrick, George Mason University, Presenter
262. Symposium: Sunday, 10:3011:50 Sacramento (Level 2)
WorkFamily Issues and Job Insecurity in an International Context
Research has examined job insecurity and its consequences on job attitudes, behaviours, and health, both in a national and in an international context. However, only a small number of studies have looked at job insecurity and workfamily. The symposium would like to address this issue in a global context.
Steven A.Y. Poelmans, IESE Business School, Chair
Suzan Lewis, Manchester Metropolitan University, Janet Smithson, Manchester Metropolitan University, Siyka
Kovacheva, Paissii Hilendarski State University, Bram Peper, Erasmus University-Rotterdam,
Job Insecurity and WorkFamily Boundaries in Changing European Organisations
Khatera Sahibzada, Portland State University, Leslie B. Hammer, Portland State University,
The Mediating Role of Job Insecurity on the Relationship Between WorkFamily Conflict and Type of Employment Contracts
Zehava Rosenblatt, University of Haifa, Inbal Unger, University of Haifa, Explaining the Relationship Between Job Insecurity and Organizational Commitment: Organizational Support Versus Organizational Justice
Steven A.Y. Poelmans, IESE Business School, Discussant
Submitted by Steven A.Y. Poelmans, poelmans@iese.edu
263. Panel Discussion: Sunday, 10:3011:50
Avalon (Level 3)
Robots in the Workplace: What Lies Ahead?
This panel discussion presents the emerging field of humanrobot interaction as a potential research area in industrial-organizational psychology over the next 20 years. Topics to be discussed include the cognitive, social, and emotional issues that impact humanrobot interaction and the potential impact of robotic technology in the workplace.
Jennifer L. Burke, University of South Florida, Chair
Michael D. Coovert, University of South Florida, Co-Chair
Clifford J. Nass, Stanford University, Co-Chair
Robin R. Murphy, University of South Florida, Panelist
Erika Rogers, California Polytechnic State University, Panelist
Submitted by Jennifer L. Burke, jlburke4@mail.usf.edu
264. Conversation Hour: Sunday, 10:3011:20
Emerald Bay (Level 3)
Alternative Careers for I-O Psychologists: An Emerging Trend?
As our discipline has gained a reputation for generating good research methodologists, some I-O psychologists have found opportunities to work in other disciplines. This conversation hour provides opportunities for current and future I-O psychologists to discuss research and funding opportunities that are outside the normal bounds of our discipline.
Mark Alan Smith, American Institutes for Research, Host
David P. Baker, American Institutes for Research, Co-Host
Fred A. Mael, American Institutes for Research, Co-Host
Scott H. Oppler, American Institutes for Research, Co-Host
Submitted by Mark Alan Smith, msmith@air.org
265. Symposium: Sunday, 10:3011:50 San Fernando (Lobby Level)
Emerging Multicultural Team Theory and Research
Global economic, political, and social interdependencies are driving an emphasis on multicultural teamwork. This symposium reports on cutting-edge theory building and research undertaken to investigate the nature of multicultural teams. Specifically, we present the findings from 2 predominately theoretical initiatives as well as the results from 2 empirical studies.
C. Shawn Burke, University of Central Florida, Chair
Janet Sutton, Army Research Lab, Linda G. Pierce, Army Research Laboratory-Aberdeen, Eduardo Salas, University of Central Florida, C. Shawn Burke, University of Central Florida, Cultural Adaptability
C. Shawn Burke, University of Central Florida, Eduardo Salas, University of Central Florida, Kevin C. Stagl, University of Central Florida, Katherine A. Wilson-Donnelly, Institute for Simulation & Training, Linda G. Pierce, Army Research Laboratory-Aberdeen, Team Adaptation in Multicultural Teams: A Theoretical Forum
Donald D. Davis, Old Dominion University, Janet L. Bryant, Old Dominion University, Katherine A. Selgrade, Old Dominion University, Heather J. Downey, Old Dominion University, Impact of Cultural Composition and Cultural Values on Teamwork
Karen Goh, University of Southern California, Emotion Suppression and Conflict Management in Virtual Teams
Cristina B. Gibson, University of California-Irvine, Discussant
Submitted by Kevin C. Stagl, kcs224488@hotmail.com
266. Symposium: Sunday, 10:3011:50 San Gabriel A (Lobby Level)
New Evidence on Individual Differences in Job Analysis Ratings
Researchers from academic and applied settings will present new findings on a variety of individual and group differences in job analysis ratings. Variables to be addressed include rater demographics, position level, tenure, and conscientiousness. Implications for rater selection and the reliability and accuracy of job information will be discussed.
Chad H. Van Iddekinge, HumRRO, Chair
Robert E. Ployhart, University of South Carolina, Deborah K. Ford, CPS Human Resource Services,
Meta-Analytic Estimates of Subgroup Differences in Job Analysis Ratings
Kristin Freund Murphy, Nortel Networks, Mark A. Wilson, North Carolina State University,
Factors Affecting the Accuracy, Reliability, and Validity of Task Ratings
Chad H. Van Iddekinge, HumRRO, Patrick H. Raymark, Clemson University, Carl E. Eidson, Wilson Learning Corporation,
The Accuracy and Incremental Value of Needed at Entry Ratings
Robert J. Harvey, Virginia Tech, IRT Strategies for Identifying Rater Quality in Job Analysis Ratings
Edward L. Levine, University of South Florida, Discussant
Submitted by Chad H. Van Iddekinge, cvaniddekinge@humrro.org
267. Roundtable: Sunday, 10:3011:50 San Gabriel B (Lobby Level)
Should SIOP Develop a Masters Student Consortium?
Directors of I-O and I-O HRM masters programs, MA/MS students and faculty, masters level practitioners, and job placement directors are invited to consider the desirability, feasibility, and potential content of a SIOP Masters Consortium. Data from a national survey of program directors and students will serve as the basis for discussion.
Timothy J. Huelsman, Appalachian State University, Host
Geneva M. Phillips, The Boeing Company, Co-Host
Gwenith G. Fisher, Institute for Social ResearchUniversity of Michigan, Co-Host
Nora P. Reilly, Radford University, Co-Host
Submitted by Nora P. Reilly, nreilly@radford.edu
268. Education Forum: Sunday, 10:3011:20
San Gabriel C (Lobby Level)
I-O Undergraduate Education: Identity, Challenges, and New Directions
While SIOP provides guidelines for graduate education in I-O, undergraduate exposure to I-O varies. Presenters will discuss I-O education in introductory psychology, as presented in popular I-O and OB textbooks, and as a possible undergraduate concentration. I-O identity and the benefits of systematic undergraduate I-O education will be discussed.
Alice F. Stuhlmacher, DePaul University, Chair
Douglas C. Maynard, SUNY New Paltz, Exposing Introductory Psychology Students to I-O: Challenges and Resources
Maryalice Citera, SUNY New Paltz, Alice F. Stuhlmacher, DePaul University, Anne-Sophie Deprez-Sims, DePaul University,
I-O by the Book: A Review of I-O and OB Undergraduate Textbooks
Jane A. Halpert, DePaul University, I-O Psychology at the Bachelors Degree Level: Effective Education for Most of our Students
Submitted by Alice F. Stuhlmacher, astuhlma@depaul.edu
269. Symposium: Sunday, 10:3011:50 San Pedro (Lobby Level)
Selection Strategies for Maximizing Performance and Ethnic Diversity
Outside of predictor development and score adjustment, little research has been directed toward alternative means of maximizing validity and diversity in employee selection. This symposium investigates 4 strategies for achieving these outcomes: utilizing content-valid minimum qualifications, applicant test orientation, applicant pretest preparation time, and video presentation of test content.
Kyle E. Brink, Personnel Board of Jefferson County AL, Chair
Jeffrey L. Crenshaw, DePaul University, Co-Chair
Stacey C. Lange, Central Michigan University, Content Validity of Minimum Qualifications: Does it Reduce Adverse Impact?
Kyle E. Brink, Personnel Board of Jefferson County AL, Libby Miller, Personnel Board of Jefferson County AL,
Selection Test Orientation: Characteristics of Attendees and the Influence on Subgroup
Brian L. Bellenger, Personnel Board of Jefferson County AL, Robert M. Jones, Personnel Board of Jefferson County AL,
Pretest Exposure and Preparation Time and the Effects on Subgroup Test Performance
Jeffrey L. Crenshaw, DePaul University, The Use of Video in the Structured Interview Process
Submitted by Kyle E. Brink, brinkk@pbjcal.org
270. Theoretical Advancement: Sunday, 10:3011:50
Santa Barbara A (Lobby Level)
Types of Outstanding Leadership: Advancements From a Sensemaking Approach
We propose a new theoretical model exploring 3 alternative pathways to outstanding leadership: charismatic, ideological, and pragmatic. Based largely on sensemaking following a crisis, we propose that the 3 alternative types represent distinct, yet equally viable pathways. Empirical results from initial model testing and future research opportunities will be discussed.
Michael D. Mumford, University of Oklahoma, Chair
Ginamarie Millar Scott, Psychological Consultants, Co-Chair
Jill Mowry Strange, Self-Employed, Co-Chair
Michael D. Mumford, University of Oklahoma, Ginamarie Millar Scott, Psychological Consultants, Jill Mowry Strange, Self-Employed, Katrina Elizabeth Bedell, University of Oklahoma, Sam T. Hunter, University of Oklahoma,
Types of Outstanding Leadership: Advancements From a Sensemaking Approach
Submitted by Jill Mowry Strange, jill_strange@hotmail.com
271. Symposium: Sunday, 10:3011:50 Santa Barbara B (Lobby Level)
New Ventures: A Fertile Ground for Testing and Refining I-Os Theories
Entrepreneurship researchers have increasingly drawn on the findings and theories of I-O psychology in studying the entrepreneurial process. However, I-O psychologists have largely overlooked new ventures as a potentially useful research setting. This symposium focuses on the potential benefits to I-O psychology of working in this new context.
Robert A. Baron, Rensselaer Polytechnic Institute, Chair
J. Robert Baum, University of Maryland, New Ventures: A Beneficial Setting for Motivation Research
Edwin A. Locke, University of Maryland, The Relationship Between General Traits and Situationally Specific Goals in New Ventures
Michael Frese, University of Giessen, Towards a Concept of Planning: A Facet of Success in Entrepreneurship
Robert A. Baron, Rensselaer Polytechnic Institute, New Ventures: A Useful Arena for Research on Individual Difference Factors
Angelo S. DeNisi, Texas A&M University, Discussant
Submitted by J. Robert Baum, jrbaum@rhsmith.umd.edu
272. Practitioner Forum: Sunday, 10:3011:50
Santa Barbara C (Lobby Level)
Global Employee Surveying: Past, Present, and Future
The globalization of organizations today has drastically impacted all aspects of business, including employee surveys. Practitioners from 4 global
Fortune 500 organizations, each with flourishing survey programs, will share their experiences, insights, and observations regarding global employee opinion surveying in the past, present, and into the future.
Mathian (Mat) Osicki, IBM, Chair
Allan H. Church, PepsiCo, The Changing Nature of Surveys
Mathian (Mat) Osicki, IBM, The Evolution of Employee Surveying at IBM
Linda S. Carr, Sun Microsystems, The Application of Sun Sigma Tools in a Global Survey Program
Michele L. Ehler, Dow Chemical Company, Jennifer H. Frame, Dow Chemical Company,
Generating Income as an Internal Consultant: Licensing of a Global Survey to Joint Ventures
Submitted by Mathian (Mat) Osicki, mosicki@us.ibm.com
273. Practitioner Forum: Sunday, 10:3011:50
San Bernardino (Lobby Level)
Comments: Where Have We Been? Where Are We Going?
A look backward at comments is provided through histories of comment use and lessons learned in various organizational survey/360-feedback programs (e.g., rater training, safeguards). A look forward is provided by reporting on the application of new analyses and speculation about future improvements and technology options to increase comment utility.
Kristofer J. Fenlason, Data Recognition Corp, Chair
Kelly A. Burke, Payless ShoeSource, Inc., Terrance W. Gaylord, Payless ShoeSource, Inc.,
Using 360 Comments to Direct and Impact Development Plans
Frederick M. Siem, The Boeing Company, Liberty J. Munson, The Boeing Company, History of Survey Comments at The Boeing Company
Tom Rauzi, Dell Inc., Two Attempts to Improve the Quality of 360 Survey Comments
Carrie Christianson DeMay, Data Recognition Corporation, Anna Chandonnet, Data Recognition Corporation, Kristofer J. Fenlason, Data Recognition Corporation,
Realizing the Full Potential of Open-Ended Comments: Leveraging Online Technology
Submitted by Anna Chandonnet, achandonnet@datarecognitioncorp.com
274. Symposium: Sunday, 10:3011:50 Beaudry A (Lobby Level)
Emotional Intelligence and its Impact on Job Performance
The purpose of the symposium is to expose the audience to the Bar-On approach to assessing emotionally and socially intelligent behavior. This approach provides the theoretical basis for the EQ-i, which is an instrument measures social and emotional functioning. Specifically, the symposium will examine how emotional intelligence impacts job performance.
Peter Papadogiannis, Multi-Health Systems, Inc., Chair
Steven J. Stein, Multi-Health Systems, Inc., Co-Chair
Reuven Bar-On, University of Texas Medical Branch, The Impact of Emotional Intelligence on Leadership
Suzanne M. Miklos, O.E. Strategies, Inc., Emotional Intelligence, Customer Service Aptitude, and Problem Solving as Predictors of Service Behavior
Steven J. Stein, Multi-Health Systems, Inc., Emotional Intelligence and Performance of CEOs of High-Growth Companies
Peter Papadogiannis, Multi-Health Systems, Inc., Creation of a Leadership Report Using an Emotional Intelligence Framework
Submitted by Steven J. Stein, ceo@mhs.com
275. Symposium: Sunday, 10:3011:50 Beaudry B (Lobby Level)
Team-Based Working and Organizational Effectiveness
Many organizations encourage team working. However, there is little empirical research to guide those wishing to implement team-based working (TBW) across whole org-anizations. This symposium assembles 4 papers on team-based working that addresses this gap. Discussion will focus on practicalities of TBW and theory development.
Michael West, Aston University, Chair
Michael West, Aston University, Jeremy F. Dawson, Aston University, Team-Based Working and Organizational Health and Safety in Hospitals
Helen Shipton, Aston University, Michael West, Aston University, Jeremy F. Dawson, Aston University,
Teams, HRM, and Innovation: An Organizational-Level Analysis
Carol S. Borrill, Aston University, Andreas W. Richter, Aston University, Michael West, Aston University,
Does Team-Development Training Work? A Comparative Study
Kelly De Chermont, Rice University, Eden B. King, Rice University, Michael West, Aston University, Jeremy F. Dawson, Aston University, Michelle (Mikki) Hebl, Rice University,
Extent of Team -Based Working: Linking Use of Teams to Organizational Success
Submitted by Michael West, m.a.west@aston.ac.uk
Program Table of Contents