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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