Saturday AM
Coffee Break Saturday, 7:308:00 Lonestar Preconvene
115. Symposium: Saturday, 8:009:20 San Antonio A (3rd floor-CC)
Testing Strategies for Reducing Adverse Impact
The use of cognitive ability tests for selection results in substantial degrees of adverse impact. The 3 empirical studies in this symposium explore the utility of alternative strategies for reducing adverse impact on cognitive ability and reading comprehension tests.
Lili Duan, University of Maryland, Chair
Ken Yusko, Arlington County Government, Co-Chair
Lili Duan, University of Maryland, David M. Mayer, University of Central Florida,
Time Limits and Adverse
Impact: Time Management as a Moderator
Mina Sipe, DDI, Harold W. Goldstein, Baruch College, CUNY, BlackWhite Differences in Reading Comprehension: The Measure Matters
Anu Ramesh, University of Maryland, Paul J. Hanges, University of Maryland, Michael Daugherty, University of Maryland,
Measuring Working Memory in Firefighter Applicants: Validity and Adverse Impact
Sheldon Zedeck, University of California-Berkeley, Discussant
Submitted by Paul J. Hanges, Hanges@psyc.umd.edu
116. Symposium: Saturday, 8:009:50 Houston A (3rd floor-CC)
Perceived Organizational Support: The Key Role of the Supervisor
We examine supervisors contributions to perceived organizational support (POS), addressing 4 questions: (a) What factors affect supervisors impact on POS? (b) Do supervisors or coworkers contribute more to POS? (c) How do supervisors influence employees reciprocation of POS? (d) How can supervisors maintain employees POS when employees are treated unfavorably?
Robert Eisenberger, University of Delaware, Chair
Justin Aselage, University of Delaware, Ivan L. Sucharski, University of Delaware, Robert Eisenberger, University of Delaware, Florence Stinglhamber, HECLiege, Belgium,
Supervisors Organizational Embodiment: Why Supervisor Support Contributes to Perceived Organizational Support
Tanguy Dulac, Universite Catholique de Louvain, Jackie Coyle-Shapiro, London School of Economics,
LeaderMember Exchange and Perceived Organizational Support During Organizational Socialization
Linda R. Shanock, University of Albany, SUNY, Sylvia G. Roch, University at Albany, SUNY,
Perceived Organizational Support: Relationships With Supervisor and Coworker Support
Lawrence A. Witt, University of New Orleans, Perceived Organizational Support and Empowerment in the Work Unit
Jason R. Jones, University of Delaware, Perceived Organizational Support: Managers Explanations for Unfavorable Treatment of Employees
Lynn Shore, San Diego State University, Discussant
Submitted by Robert Eisenberger, eisenber@udel.edu
117. Symposium: Saturday, 8:009:50 Houston B (3rd floor-CC)
Making Ivory-Tower Job Analysis Useful in the Real World
Leveraging academic research to assist practitioners in solving real-world problems remains an ongoing challenge. This symposium describes 4 projects that attempted to bridge the gap between academic work-dimensionality research and practice, focusing on using job analysis information to identify cross-functional skills, personality requirements, occupational preferences, and ability-trait requirements.
Mark A. Wilson, North Carolina State University, Chair
Charles E. Lance, University of Georgia, Tracy A. Lambert, The University of Georgia, R. Bruce Gould, Self-employed,
Task Taxonomy to Support Research on Cross-Job Transferability of Skills
Stephen G. Atkins, Massey University, Stuart C. Carr, Massey University, Richard Fletcher, Massey University/Auckland Campus , Robin McKay, PsycAssess, Ltd.,
Worker Vocational Fit From the Perspective of Personality-Focused Job Analysis
Robert J. Harvey, Virginia Tech, Teresa A. Wagner, University of South Alabama, Does Gender Moderation in Job-Component Validity Make a Bottom-Line Difference?
Leslie A. Thomas, Selection Science, Robert J. Harvey, Virginia Tech, Using CMQ/2 Work Dimensions to Facilitate Military Occupational Exploration
Milton Hakel, Bowling Green State University, Discussant
Submitted by Robert J. Harvey, rj@pstc.com
118. Symposium: Saturday, 8:009:50 Houston C (3rd floor-CC)
Publication Bias in I-O Psychology: The Elephant in the Room?
Publication bias occurs when some studies do not make their way into the literature, and these missing studies are systematically different from those that do appear in the literature. This symposium introduces methods of publication bias detection developed in the medical literature and applies them to 3 I-O data sets.
Elaine D. Pulakos, Personnel Decisions Research Institutes, Chair
Hannah R. Rothstein, Baruch College, CUNY, An Overview of Publication Bias Methods
Michael A. McDaniel, Virginia Commonwealth University, Patrick F. McKay, University of Wisconsin-Milwaukee, Hannah R. Rothstein, Baruch College, CUNY,
Publication Bias and Racial Effects on Job Performance: The Elephant in the Room
Deborah L. Whetzel, Work Skills First, Inc., Publication Bias in the Validity of Customer Service Measures
Michael A. McDaniel, Virginia Commonwealth University, Gregory M. Hurtz, California State University-Sacramento, John J. Donovan, Virginia Tech,
An Evaluation of Publication Bias in Big Five Validity Data
Timothy A. Judge, University of Florida, Discussant
Submitted by Michael A. McDaniel, mamcdani@vcu.edu
119. Symposium: Saturday, 8:009:50 State Room 1 (3rd floor-CC)
Sensemaking and Tacit Knowledge in Organizations
This symposium addresses critical issues and outlines innovative approaches to sensemaking and tacit knowledge in the military context. Data from novices and several echelons of military leaders will be presented and discussed with respect to these concepts and recommendations for training of military leaders given.
Celestine Ntuen, North Carolina Agricultural and Technological State University,
Chair
Alan K. Goble, Bennett College, Tristan Marsh, Bennett College, Anthony R. Perry, North Carolina Agricultural and Technological State University, Stephanie Woods, North Carolina Agricultural and Technological State University,
Measurement and Documentation of Tacit Knowledge in Organizations
Anthony R. Perry, North Carolina Agricultural and Technological State University, Stephanie Woods, North Carolina Agricultural and Technological State University, Alan K. Goble, Bennett College, Tristan Marsh, Bennett College,
Tacit Knowledge Formation, Structure, and Sharing in Organizational Settings
Xiaochun Jiang, North Carolina Agricultural and Technological State University, Younho Seong, North Carolina Agricultural and Technological State University, Daniel Mountjoy, North Carolina Agricultural and Technological State University,
Tacit Knowledge Alignment Within an Organization
Younho Seong, North Carolina Agricultural and Technological State University, Xiaochun Jiang, North Carolina Agricultural and Technological State University, Eui H. Park, North Carolina Agricultural and Technological State University, Dennis Leedom, Evidence Based Research Inc.,
Windows of Decision Opportunities and Decision Modality in a Dynamic Environment
Tonya L Smith-Jackson, Virginia Tech, Boon K. Soh, Virginia Tech, Gina Mollet, Virginia Tech, Tanner Baterman, Virginia Tech, Individual Differences and the Role of Socialization in Sensemaking
Submitted by S. Bartholomew Craig, bart_craig@ncsu.edu
120. Practice Forum: Saturday, 8:009:50 State Room 2 (3rd floor-CC)
Across Cultural Barriers: Validity of Personality in Non-Western Cultures
This forum presents leading-edge research and findings regarding issues in cross-cultural personality assessment. Issues in the definition, measurement, and the validation of personality constructs (work styles) in non-Western cultures are addressed. Practical issues, such as the role of response distortion in predicting work performance, will also be addressed.
Ronald C. Page, Human Resource Consultants, Chair
Hennie J. Kriek, SHL, Personality Assessment: Group Differences, Language Proficiency, and Fairness
Ronald C. Page, Human Resource Consultants, Brian Connelly, University of Minnesota,
Development of the Work Behavior Inventory for Cross-Cultural Applications
Thomas L. Payne, Human Resource Consultants Southeast Asia, Arunee Vittayasirinun, Human Resource Consultants Southeast Asia,
Construct Validation of Personality Assessment With the WBI in Thailand
Kaiguang Liang, C&D Management Consulting, Xin Yang, C&D Management Consulting,
Personality Assessment in China
William H. Mobley, China Europe International Business School, Lena Wang, Mobley Group Pacific,
Construct and Predictive Validation of Personality Measures in China
Submitted by Ronald C. Page, ronald.page@hrconsultantsinc.com
121. Symposium: Saturday, 8:009:50 State Room 3 (3rd floor-CC)
Nontraditional, Understudied Populations in WorkFamily Research
Research shows that perceptions of organizational support are linked to reduced workfamily conflict. This symposium expands our understanding by examining the role of supervisory, family, and organizational support among understudied populations, linking supervisory support with perceptions of leadership and identifying specific leader behaviors that shape perceptions of supportive supervisors.
Jeanette N. Cleveland, Pennsylvania State University, Chair
April Jones, Pennsylvania State University, Jeanette N. Cleveland, Pennsylvania State University, Alma McCarthy, National University of Ireland,
The Moderating Effects of Managerial Support on the Experience of WorkFamily Conflict Among Single Hotel Employees
Bryanne Cordeiro, Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University, Michael Judd, Pennsylvania State University,
Intentions to Use Family Leave Policies: Do Gender, Occupational Status, and LMX Matter?
Carrie A. Bulger, Quinnipiac University, Janet L. Barnes-Farrell, University of Connecticut,
Age Matters: Age Effects on the Relationships Between Role Overload, Support, and Work-to-Family Conflict
Whitney E. Botsford, George Mason University, Lois E. Tetrick, George Mason University,
International Comparison (19882002) of Attitudes Towards Women Working
Leslie B. Hammer, Portland State University, Ellen E. Kossek, Michigan State University, Shelly Alexander, Portland State University,
Identifying Family-Supportive Supervisory Behaviors for Work and Family
Submitted by Jeanette N. Cleveland, janc@psu.edu
122. Practice Forum: Saturday, 8:009:50 Lone Star C1 (2nd floor-CC)
Talent Management: Will the High Potentials Please Stand Up?
The ability to accurately identify and develop high-potential talent in an organization is critically important for meeting business needs. This session brings together internal and external practitioners who focus on talent assessment and management to discuss current trends, issues to consider, and learnings from 3 different talent management applications.
Allan H. Church, PepsiCo, Chair
Rodney Warrenfeltz, Hogan Assessment Systems,
Scott A. Davies, Hogan Assessments Systems, Assessing Leadership Talent: Past Trends and Current Practices
Robert F. Silzer, Human Resource Assessment & Development, Making a Difference in Talent Management
Allan H. Church, PepsiCo,
Erica I. Desrosiers, PepsiCo, Bring on the High PotentialsTalent Assessment at PepsiCo
Michael T. Barriere, Citigroup,
Amie J. Nelson, The Citigroup Private Bank, Joe Ryan, Citigroup Private Bank, Determining Success Factors for Developing Talent at Citigroup Private Bank
David H. Oliver, PepsiCo International,
Paige Ross, PepsiCo,
Translating Assessment Results Into Development at PepsiCo
Ben E. Dowell, Bristol-Myers Squibb, Discussant
Submitted by Allan H. Church, allan.church@pepsi.com
123. Symposium: Saturday, 8:009:50 Lone Star C2 (2nd floor-CC)
Factors Affecting the Success of eHR Systems in Organizations
This symposium considers factors associated with the success of eHR systems including the role of (a) industrial and organizational psychology in the implementation of eHR, (b) individual and system characteristics that may influence the acceptance and effectiveness of eHR, and (c) human resources metrics used to enhance organizational effectiveness.
Dianna L. Stone, University of Central Florida, Chair
Jerard F. Kehoe, Selection & Assessment Consulting, David N. Dickter, PSI, Industrial and Organizational Psychologys Role in eHR
Enrique G. Melon, U.S. Navy Human Performance Center, Environmental and Learner-Related Factors Affecting the Success of e-Learning
Dianna L. Stone, University of Central Florida, Richard Johnson, University of Central Florida, Eugene F. Stone-Romero, University of Central Florida, Gergana Markova, University of Central Florida,
Employees Reactions to Human Resources Information Systems
Kimberly Lukaszewski, State University of New York-New Paltz, Dianna L. Stone, University of Central Florida, Eugene F. Stone-Romero, University of Central Florida,
Individuals Reactions to Human Resources Information Systems Policies and Practices
James H. Dulebohn, Michigan State University, Janet Marler, University at Albany-SUNY,
HR Metrics: An Integrative Model for eHR
Submitted by Dianna L. Stone, shashcub@cfl.rr.com
124. Panel Discussion: Saturday, 8:009:50
Lone Star C3 (2nd floor-CC)
Validity Generalization at Work: Is it Legal to be Scientific?
The scientific community has embraced validity generalization evidence supporting the cross-situational validity of cognitive and noncognitive tests. However, there is a lack of clarity in practice regarding specific methodologies that are acceptable both scientifically and legally. This session will explore legal and professional issues in the practical application of VG.
John A. Weiner, Psychological Services, Inc., Chair
Frank L. Schmidt, University of Iowa, Panelist
James C. Sharf, Employment Risk Advisors, Inc., Panelist
Keith M. Pyburn, Fisher & Phillips, LLP, Panelist
William W. Ruch, Psychological Services, Inc., Panelist
David Copus, Ogletree Deakins, Panelist
Submitted by John A. Weiner, john@psionline.com
125. Panel Discussion: Saturday, 8:009:50
Lone Star C4 (2nd floor-CC)
Executive Coaching: How Do We Know the Value We Add?
Following the showing of the 25-minute DVD, The Psychology of Executive Coaching: The State of the Art, a diverse panel of executive coaches will discuss some of the provocative questions arising from the practice of executive coaching. The session is expected to stimulate insight, encourage dialogue, and highlight research needs.
J. David Brewer, Leadership Consulting Group of San Francisco, Chair
Gregory Pennington, RHR International, Panelist
David B. Peterson, Personnel Decisions International, Panelist
Anna Marie Valerio, Executive Leadership Strategies, LLC, Panelist
Denise P. Verolini, Wells Fargo Private Client Services, Panelist
Submitted by Anna Marie Valerio, annamarievalerio@aol.com
126. Symposium: Saturday, 8:009:50 Austin 1 (2nd floor-H)
Recent Developments in Efficacy Research: Interventions and Temporal Relationships
Results from longitudinal and experimental studies of efficacyperformance relationships are reported. Both self- and team efficacy are shown to be influenced by various interventions. The longitudinal results, however, suggest that such relationships are not stable over time. Team composition and development variables are featured as potential moderators of effects.
Catherine Collins, University of New South Wales, Chair
John E. Mathieu, University of Connecticut, Co-Chair
Yoav Ganzach, Tel Aviv University, Dov Eden, Tel Aviv University, Tal Zigman, Tel Aviv University,
Augmenting Means Efficacy to Improve Performance: A Field Experiment
Lisa Kath, University of Connecticut, John E. Mathieu, University of Connecticut,
Longitudinal Analyses of the Relationships Between Collective Efficacy and Performance
Narda Quigley, Villanova University, Paul E. Tesluk, University of Maryland, The Moderating Influence of Average Team Member Emotional Stability on the Team Performance FeedbackTeam Efficacy Relationship
Catherine Collins, University of New South Wales, Sharon K. Parker, Australian Graduate School of Management,
Enhancing Team Efficacy: A Longitudinal Evaluation of a Mentoring and Data Feedback Intervention
Gilad Chen, Texas A&M University, Discussant
Submitted by Catherine Collins, cathc@agsm.edu.au
127. Symposium: Saturday, 8:009:50 Austin 2 (2nd floor-H)
Test Security and Cheating: Research on Practical Issues
In continuously administered employment tests, test security may be compromised by examinees revealing test items to future test candidates. This symposium presents empirical research on how item memorization differs across administration and item types, the effects of item preknowledge on performance and individual difference variables, and methods to detect breaches.
Stephen Stark, University of South Florida, Chair
Siang Chee Chuah, AICPA, Co-Chair
Ben-Roy Do, University of Illinois, Urbana-Champaign, Co-Chair
Siang Chee Chuah, AICPA, Ben-Roy Do, University of Illinois, Urbana-Champaign, Test Administration as a Means for Improving Test Security: CAT Versus Paper and Pencil
Alan D. Mead, PAQ Services, Inc, A Comparison of Traditional and Simulation Assessment Memorability and Security
Ben-Roy Do, University of Illinois, Urbana-Champaign, Bradley James Brummel, University of Illinois, Urbana-Champaign,
Item Preknowledge on Test Performance and Item Confidence
Bradley James Brummel, University of Illinois, Urbana-Champaign, Siang Chee Chuah, AICPA,
Individual Differences in Cheating Ability and Likelihood
Bruce Biskin, American Institute of Certified Public Accountants, Security in a High Stakes Computer-Based Testing Environment: Risks and Findings
Fritz Drasgow, University of Illinois, Urbana-Champaign, Discussant
Submitted by Ben-Roy Do, benroydo@uiuc.edu
128. Symposium: Saturday, 8:009:50 Austin 3 (2nd floor-H)
Service With a Smile, Regardless: Emotions and Customer Service Work
Employees in service roles must be able to accurately read the emotions of customers, regulate their own emotions according to organizational expectations, and react appropriately. This process and the burnout and service performance outcomes that result will be examined. Several new moderators will be tested (e.g., cognitive ability, racial identity).
Steffanie L. Wilk, The Ohio State University, Chair
Nancy P. Rothbard, University of Pennsylvania-Wharton School, Co-Chair
Lorna M. Doucet, University of Illinois at Urbana-Champaign, Greg R. Oldham, University of Illinois at
Urbana-Champaign, I Know How You Feel, But It Doesnt Always Help: Emotional Accuracy and The Effectiveness Of Customer Service Representatives
Radostina Purvanova, University of Minnesota, Joyce E. Bono, University of Minnesota,
Customer Service Performance: Be Enthusiastic or Be Yourself?
Steffanie L. Wilk, The Ohio State University, Nancy P. Rothbard, University of Pennsylvania-Wharton School,
Emotional Dissonance, Burnout, and Job Performance: An Experience-Sampling Study of Call Center Workers
Anat Rafaeli, Technion-Israel Institute of Technology, Shy Ravid, Technion-Israel Institute of Technology, Ravit Rozilio, Technion-Israel Institute of Technology,
The Effects of Anger of Self and Others
Julie Kern, Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University,
Does Racial Identity Buffer or Exacerbate the Relationship of Workplace Mistreatment With Anger and Burnout?
Theresa M. Glomb, University of Minnesota, Discussant
Submitted by Steffanie L. Wilk, wilk@cob.osu.edu
129. Master Tutorial: Saturday, 8:009:50 Seminar Theater (2nd floor-H)
Two CE Credits Available for Attending! Register at the Session
SIOP Goes to Washington: Advocating for I-O Psychology
In this interactive session, led by one of APAs senior science lobbyists, participants will learn more about the federal context for funding of psychological science and opportunities for industrial-organizational psychologists to become more directly involved in translating their research for policymakers.
Heather OBeirne Kelly, American Psychological Association, Presenter
130. Symposium: Saturday, 8:009:50 Majestic 1 (37th floor-H)
Creativity and Innovation in Work Organizations: Multilevel Approaches
Knowledge concerning the similarities and differences of factors affecting work-related creativity and innovation at different levels of analysis is limited. The papers presented in this symposium provide empirical and conceptual advances in understanding multilevel and cross-level effects related to the amount and quality of creativity and innovation in organizations.
James L. Farr, Pennsylvania State University, Chair
Priya Bains, Pennsylvania State University, Veronique Tran, Pennsylvania State University,
Creativity and Innovation: Taking It to the Next Level
Michael D. Mumford, University of Oklahoma, Sam T. Hunter, University of Oklahoma,
Innovation and
Creativity: Cross-Level Paradoxes
Michelle M. Harrison, Pennsylvania State University, Nicole Neff, Pennsylvania State University, Alexander R. Schwall, Pennsylvania State University, Xinyuan Zhao, Pennsylvania State University,
A Meta-Analytic Investigation of Individual Creativity and Innovation in the Workplace
Carsten K. W. De Dreu, University of Amsterdam, Minority Dissent in Organizational Teams: From Creative Thoughts to Innovative Products and Services
Christina E. Shalley, Georgia Institute of Technology, Discussant
Submitted by James L. Farr, J5F@psu.edu
131. Symposium: Saturday, 8:009:50 Majestic 4-5 (37th floor-H)
The Expatriate Lifecycle: Insights From Selection to Repatriation
Research insights from studies of various phases of the expatriate experience are presented. Findings point to tolerance for stress, workplace strain, and role conflict as among the attributes impacting expatriate successbefore, during, and after assignment. Results also challenge the traditional notion that greater cultural distance is inherently negative.
Kelly R. Harkcom, ISR, Chair
Mary G. Tye, Colorado State University, Peter Y. Chen, Colorado State University,
Selection of Expatriates: Decision-Making Models of Human Resources Professionals
Patrick Kulesa, ISR, Leslie A. Bethencourt, ISR, Ralph J. Bishop, ISR, Katherine Schardt, ISR, Jolene L. Skinner, ISR,
Cultural Distance: Is Value Congruency Inevitably Better?
Riki Takeuchi, HKUST, Mo Wang, Portland State University, Yaping Gong, Hong Kong University of Science & Technology,
Mediating Effects of Self-Efficacy and Psychological Workplace Strain for Expatriates
Maria L. Kraimer, University of Melbourne, Margaret A. Shaffer, University of Wisconsin at Milwaukee, David A. Harrison, Pennsylvania State University, Hong Ren, Pennsylvania State University,
A Role Identity
Perspective for Repatriation Effectiveness
Laura Galarza, University of Puerto Rico, Discussant
Submitted by Kelly R. Harkcom, kelly.harkcom@isrinsight.com
132. Roundtable: Saturday, 8:008:50 Majestic 6 (37th floor-H)
Comparing People Across the Globe: The Challenge of International Norms
Personality tests have typically been normed and used within a given country. But increasingly, we face the need to compare personality test results across countries. We address complications of ensuring that test norms are fair across cultures and preserve cultural strengths and still provide a standard of comparison.
Robert E. Lewis, Personnel Decisions International, Host
Anna Brown, SHL Group plc, Co-Host
Dave Bartram, SHL Group plc, Co-Host
Steven Fleck, SHL Group plc, Co-Host
Ilke Inceoglu, SHL Group plc, Co-Host
Submitted by Robert E. Lewis, blewis@PersonnelDecisions.com
133. Practice Forum: Saturday, 8:009:50
Majestic 7 (37th floor-H)
Dynamic Testing: An Essential Ingredient in Personnel Selection
As psychological testing in personnel selection continues to increase dramatically, dynamic testing has become essential for test developers to ensure that their personnel assessment tools are competent and valid. This forum addresses the necessity, utility, and legality of dynamic testing. Also, the components of dynamic testing systems will be examined.
Patrick L. Wadlington, Hogan Assessment Systems, Chair
Reid E. Klion, Performance Assessment Network, Dynamic Testing: Technical Considerations and
Developments
Patrick L. Wadlington, Hogan Assessment Systems,
Scott A. Davies, Hogan Assessments Systems, Necessity, Advantages, and Requirements of Dynamic Testing in Personnel Selection
Jill V. Turner, Hogan Assessment Systems, Item Banking: An Applied Perspective
Rick R. Jacobs, Pennsylvania State University, When Science Outpaces Practice: New Applications for Computer Adaptive Testing
Ryan A. Ross, Hogan Assessment Systems, Discussant
Submitted by Patrick L. Wadlington, pwadlington@hoganassessments.com
134. Symposium: Saturday, 8:009:50 Majestic 3 (37th floor-H)
The Rules of Attraction: What, When, and Why Applicants Choose
To attract and secure qualified job applicants, organizations must understand the content and processes underlying applicant decision making. The present symposium provides insight into applicant job choice by elucidating (a) which attributes are important to job seekers; and (b) when, why, and to whom certain attributes are most important.
Crystal M. Harold, Indiana University-Purdue University Indianapolis, Chair
Michael Ingerick, HumRRO, Co-Chair
Derek S. Chapman, University of Calgary, Nicholas Borodenko, University of Calgary,
Targeting Recruiting
Efforts at the Individual, Occupational, or Universal Level
Scott Highhouse, Bowling Green State University, Social-Identity Functions of Organizational Attraction
Crystal M. Harold, Indiana University-Purdue University Indianapolis, Michael Ingerick, HumRRO, Ted Diaz, HumRRO, Zachary J. Steiner, Indiana University-Purdue University Indianapolis,
The Organization Offereth and the Applicant Taketh? Group- and Individual-Level Differences in Fit Preferences and Their Effects on Organizational Choice
Margaret E. Brooks, Wayne State University, Milton D. Hakel, BGSU/ORD, Attribute Importance Across the Job Choice Process
Filip Lievens, Ghent University, The Importance of Instrumental and Symbolic Beliefs for Potential Applicants, Actual Applicants, and Employees
Connie R. Wanberg, University of Minnesota, Discussant
Submitted by Crystal M. Harold, charold@iupui.edu
135. Interactive Posters: Saturday, 8:008:50 Majestic 8 (37th floor-H)
Cross-Cultural
Joselito C. Lualhati, Global Skills X-Change, Facilitator
135-1. Cross Cultural Variations in Climate, Stress and Organizational Productivity Relationships
We examined the relationships between organizational climate, employee stress and organizational productivity in a cross-national study of 51 UK and 104 Chinese manufacturing organizations. The results indicated divergence between contexts. Climates that facilitate employee autonomy displayed a differing pattern of relationships with employee stress and productivity across contexts.
Giles Hirst, Aston University
Pawan Budhwar, Aston Business School
Helen Shipton, Aston Business School
Michael A. West, University of Aston
Xu Chongyuan, Chinese Academy of Sciences
Chen Long, Chinese Academy of Sciences
Submitted by Sally A. Carless, sally.carless@med.monash.edu.au
135-2. Cross-Cultural Differences in the Impact of a Productivity Intervention
The study examined the impact of horizontal-collectivism on the success of ProMES. Results indicated that power distance and collectivism interact in predicting ProMES success. In countries low in power distance, collectivism played an important role in predicting ProMES success. In countries high in power distance, however, collectivism did not matter.
Anthony R. Paquin, Western Kentucky University
Sylvia G. Roch, University at Albany, SUNY
Maria L. Sanchez-Ku, Select International, Inc.
Submitted by Sylvia G. Roch, roch@albany.edu
135-3. The Development of Cross-Cultural Interpersonal Conflict at Work Scale
The purpose of this study is to develop a cross-cultural interpersonal conflict at work scale (CC-ICS), which addresses both direct conflict and indirect conflict. The CC-ICS would be validated by ICAWS (Spector & Jex, 1998) in both China and the United States.
Cong Liu, Illinois State University
Margaret M. Nauta, Illinois State University
Paul E. Spector, University of South Florida
Chaoping Li, Renmin University of China
Altovise Rogers, Illinois State University
Submitted by Cong Liu, cliu@ilstu.edu
135-4. A Biodata Inventory for Expatriate Selection: Assessing Cross-Cultural Adaptability
This study set out to develop and validate a biographical data inventory called BICCA for assessing cross-cultural adaptability in expatriate managers. Results from 202 expatriates suggest that the BICCA is an effective alternative to commonly used personality inventories in measuring cross-cultural adaptability. We conclude with practical implications.
Nancy Groesch, EADS
Submitted by Nancy Groesch, nancy.groesch@eads.net
136. Poster Session: Saturday, 8:008:50 Lone Star A-B (2nd floor-CC)
Selection
136-1. Assessment Centers: Current Practices in the United States
Our primary goal was to describe the state of the art of assessment center (AC) practices in the U.S. In addition, we evaluated whether ACs follow the
Guidelines for AC Operations (2000). Finally, we compared our findings to a prior study (Spychalski et al., 1997) to determine current trends.
Tasha L. Eurich, Colorado State University
Diana E. Krause, University of Western Ontario
Konstantin Cigularov, Colorado State University
George C. Thornton, Colorado State University
Submitted by Tasha L. Eurich, teurich@lamar.colostate.edu
136-2. Adverse Impact Prediction: Implications of Using the Eighty Percent Rule
This study examined the implications of modeling adverse impact via linear regression as a continuous ratio and via logistic regression as an 80% rule decision. Results indicated differential prediction across adverse impact measures for varying selection ratios and percentages of focal group applicants.
Eric M. Dunleavy, American Institutes for Research
Karla K. Stuebing, FSD Data Services, Inc.
James E. Campion, University of Houston
Submitted by Eric M. Dunleavy, edunleavy@air.org
136-3. Longitudinal Changes in Testing Applicants and Labor Productivity Growth
Longitudinal reviews of surveys on the incidences of using ability, personality, and other tests for applicants, are reported in the framework of
Griggs v. Duke Power (1971). Models of selection utility are reviewed, and expected relationships between testing incidences and national labor productivity (output per hour) are stated and explored.
Donald L. Harville, Air Force Research Laboratory
Submitted by Donald L. Harville, Harville@ix.netcom.com
136-4. A Multifaceted Comparison of Situational Judgment and Biodata Keying Methods
Our research evaluated the impact of development sample size on the effectiveness of various situational judgment and biodata empirical keying methods. Effectiveness metrics included criterion-related validity, validity shrinkage with cross-validation, and race/ethnicity subgroup differences. We discuss potential implications for researchers considering the appropriateness of empirical keying for these content types.
Evan F. Sinar, Development Dimensions International
Joseph A. Jones, Development Dimensions International
Submitted by Evan F. Sinar, evan.sinar@ddiworld.com
136-5. Letters of Recommendation: Controversy and Consensus From Expert Perspectives
This study investigated the opinions and usage of letters of recommendation (LORs) by personnel-related professionals. The results demonstrated that LORs are still relied upon in academia; however, appear to be phasing out in applied professions. All professionals identified inflation as a problem with LORs that may never be resolved.
Jessica M. Nicklin, University at Albany, SUNY
Sylvia G. Roch, University at Albany, SUNY
Submitted by Jessica M. Nicklin, jn0702@albany.edu
136-6. Changes in Test Anxiety Before a Work Sample Test
Previous research has found negative relationships between test anxiety and performance on cognitive exams. The present study examined the relationship between test anxiety and performance on a work sample test. HLM analyses found differences in the pattern of anxiety for individuals who passed and individuals who failed the exam.
Nathan Schneeberger, Excelsior College
Submitted by Nathan Schneeberger, ns9529@albany.edu
136-7. Exploring the Processes of Self-Awareness
Study 1 outlined self-awareness processes by examining its cognitive structure. Interviews with 21 assessment center participants surfaced 8 performance strategies. In Study 2, these strategies were validated on a postgraduate sample. Using only numerical indices of self-awareness fails to reflect how effective performance strategies may be used in selection.
Suat Hui A. Lim, Pennsylvania State University
James L. Farr, Pennsylvania State University
Ray Randall, Institute of Work Health and Organisations
Submitted by Suat Hui A. Lim, sal263@psu.edu
136-8. Impression Management and Dimensional Structured Interview Performance
This study examined the influence of impression management (IM) on interview ratings in a structured interview for the position of entry-level fire fighter. Relationships were uncovered between IM and several performance areas; the relationships were maintained after controlling for length of applicant response, a potential confound identified in prior research.
Craig R. Dawson, Previsor, Inc.
Patrick H. Raymark, Clemson University
Michael Horvath, Clemson University
Submitted by Craig R. Dawson, craiganddelilah@juno.com
136-9. The Write Stuff: Preliminary Assessment of a Writing Proficiency Test
The importance of foreign language skills is clearly on the rise in the U.S., largely due to economic expansion, national security, and workforce demographic shifts. This study examines the psychometric properties of a newly created writing proficiency test designed by the American Council for the Teaching of Foreign Languages.
Eric A. Surface, Surface, Ward & Associates
Erich C. Dierdorff, DePaul University
Reanna M. Poncheri, NC State/Surface, Ward & Assoc.
Submitted by Eric A. Surface, esurface@swa-consulting.com
136-10. Effects of Personality Test Format on Faking, Validity, and Reactions
Recent research suggests that forced-choice personality measures are more resistant to faking than Likert-type measures. This study examined practical issues associated with the use of forced-choice measures, focusing on faking, criterion-related validity, and test-taker reactions. Results indicated forced-choice measures demonstrate incremental validity over cognitive ability and produce limited negative reactions.
Patrick D. Converse, Florida Institute of Technology
Frederick L. Oswald, Michigan State University
Anna Imus, Michigan State University
Cynthia A. Hedricks, Caliper, Inc.
Hilary Butera, Caliper, Inc.
Radha Roy, Caliper Management, Inc.
Submitted by Patrick D. Converse, pconvers@fit.edu
136-11. Construct Validation of a Personality-Based Safety Assessment
This study explores the construct validity of the personality-based safety measure through exploratory and confirmatory factor analyses and assessment of internal consistency. Results supported a 33-item measure with 7-factor solution and scale reliability acceptable at .82. The factors include positive affect, thrill seeking, negative affect, dependability, trouble making, empathy, and commitment.
Nisreen H. Pedhiwala, Portland State University
George E. Paajanen, Unicru, Inc.
Submitted by Nisreen H. Pedhiwala, nisreen@pdx.edu
136-12. Construction and Validation of the Interview Faking Behaviors Scale
A typology of faking behaviors is proposed. Candidates will fake in order to create images, protect images, and ingratiate. The Interview Faking Behavior (IFB) scale was developed, and then tested with several independent samples of job candidates
(Ntotal = 1,075). This study demonstrates evidence of the construct validity of the scale.
Julia Levashina, Purdue University
Michael A. Campion, Purdue University
Submitted by Julia Levashina, levashin@purdue.edu
136-13. The Role of SES in the Ability Performance Relationship
This paper examines the relationship between socioeconomic status, ability tests, and their joint relationship with subsequent performance using the data from a variety of national longitudinal samples. In general, the evidence presented supports our hypothesis that the predictive power of standardized tests is not appreciably reduced when SES is controlled.
Sara Cooper, University of Illinois-Urbana Champaign
Nathan R. Kuncel, University of Minnesota
Paul R. Sackett, University of Minnesota
Justin Arneson, University of Minnesota
Shonna Waters, University of Minnesota
Submitted by Nathan R. Kuncel, nkuncel@uiuc.edu
136-14. Are Nonverbal Cues Used to Make Personality Attributions in Interviews?
This study examines Big 5 personality attributions in understanding the relationships between nonverbal cues and interview scores. Results indicate that raters can make personality attributions using only 1 channel of information and these personality perceptions help explain the relationship between visual (and vocal) cues and interview ratings.
Timothy G. DeGroot, Oklahoma State University
Janaki Gooty, Okahoma State University
Submitted by Timothy G. DeGroot, degrotg@okstate.edu
136-15. Prediction of College Academic Performance: The Role of Study Habits
This study increased understanding of college academic performance by demonstrating that study skills account for unique variance in college performance over and above high school GPA, the ACT, and Conscientiousness. These findings increase our conceptual understanding of how cognitive and personality variables are related to performance.
N. Tyler Day, Wright State University
Corey E. Miller, Wright State University
Charles N. Thompson, Wright State University
Debra Steele-Johnson, Wright State University
Bryan A. Calkin, Wright State University
Pam R. Dowling, Wright State University
Candace L. Eshelman-Haynes, Wright State University
Elizabeth A. Lerner, Wright State University
Katie M. Meckley, Wright State University
Shannon M. Posey, Wright State University
Marjorie F. Task, Wright State University
Submitted by Corey E. Miller, corey.miller@wright.edu
136-16. Type of Overt Integrity Item, Faking, and Performance
The prevalence of faking across different types of integrity items was investigated. Certain types of overt integrity tests were more frequently faked than others, and faking on certain items improved integrity scores. Moreover, locus of control was found to affect performance and faking on specific types of items.
David J. Whitney, California State University-Long Beach
Janie Yu, Texas A&M University
Kelly Kaminski, Southern California Edison
Submitted by David J. Whitney, dwhitney@CSULB.edu
136-17. Cognitive Load and Gender Bias in a Simulated Selection Decision
Gender stereotypes have been shown to influence person perception, but research is mixed on whether stereotypes impact employment decisions. A simulated selection decision showed no direct evidence of bias but revealed subtle effects of stereotypes on the interpretation of information about job applicants, particularly for decision makers under cognitive load.
Michael Matyasik, Wonderlic, Inc.
Scott B. Morris, Illinois Institute of Technology
Submitted by Scott B. Morris, scott.morris@iit.edu
136-18. The Prevalence of Faking Among Icelandic Job Applicants
The prevalence of several faking behaviors was assessed, using a sample of Icelandic job applicants. Serious faking such as fabrication of data was almost nonoccurring, and about a quarter of the applicants engage in mild faking. The faking base rates are compared to the results of Donovan et al., (2003).
Leifur Geir Hafsteinsson, Reykjavik University
Submitted by Leifur Geir Hafsteinsson, lgh@ru.is
136-19. Comparing IVR and Web-Based Approaches for Preemployment Screening
This study evaluated the effects of test modality on responses to items used for simple prescreening of job applicants. Over 50,000 participants completed an initial application using either interactive voice responses (IVR) or the World Wide Web. After controlling for demographic differences, item responses did not differ across tests modalities.
Keith Hattrup, San Diego State University
Matthew S. OConnell, Select International, Inc.
Jenine R. Yager, San Diego State University
Submitted by Keith Hattrup, khattrup@psychology.sdsu.edu
136-20. Practicing What We Preach: Recommendation Letter Usage in I-O Programs
LOR are an integral component of I-O graduate admissions. Research suggests implementation of standardized forms can improve LOR validity and reliability. In order to further understand LOR prevalence and use, the present study investigated 50 I-O doctoral programs application process. Implications and recommendations for future research on LOR are discussed.
Anna L. Tolentino, University of South Florida
Ashley A. Gray, University of South Florida
Submitted by Anna L. Tolentino, alt3878@aol.com
136-21. Susceptibility of Angoff Method to Judgmental Errors: A Laboratory Experiment
The Angoff method is the most recommended judgmental approach for creating cutoff scores. However, the methods high subjectivity may lead to inaccuracy and unreliability in judgments generated. This study identifies mood as contributing to the unreliability and inaccuracy of Angoff judgments and proposes techniques to deal with these issues.
Daren S. Protolipac, St. Cloud State University
Lisa Finkelstein, Northern Illinois University
Submitted by John Kulas, jtkulas@stcloudstate.edu
136-22. Reexamination of the Effects of Test-Preparation Methods on the SAT
The present study involved a reanalysis of an existing dataset to determine whether gains seen in coaching are confounded by time investment of the test taker, such that once time spent preparing is controlled for, formal coaching provides no benefit beyond gains that could be obtained through self-motivated home study.
Paul R. Sackett, University of Minnesota
Shonna D. Waters, University of Minnesota
Submitted by Shonna D. Waters, wate0120@umn.edu
136-23. Validation of a School Teacher Selection System
This poster describes the development, validity, utility, and fairness of an automated preemployment K-12 teacher selection instrument. The test assesses the likelihood that a teacher will be successful in the teaching role, with success defined as performance ratings. Implications are discussed.
Dee W. Drozd, The Gallup Organization
Theodore L. Hayes, The Gallup Organization
Submitted by Theodore L. Hayes, ted_hayes@gallup.com
136-24. Do Warnings Lead to Lower and More Honest Personality Scores?
This study examined the impact of warnings on Conscientiousness self-ratings in a selection context. Results suggest that warnings led to lower and more honest ratings. Different types of warnings may also have different effects. Warnings that emphasized embedded lie items led to lower ratings than warnings that emphasized social verification.
Mano Ramakrishnan, The George Washington University
Andrea F. Snell, University of Akron
Submitted by Mano Ramakrishnan, mr_akron@yahoo.com
136-25. The Effect of Temporal Context on Personality Measures Used in Personnel Selection
This research examined the effect of the temporal context in the elevation of applicant scores obtained on a measure of Conscientiousness. Data from 91 applicants suggested that judgments of the self, made in the future context, were significantly higher than in the past context but similar to an applicant context.
Abhishek Gujar, Florida Tech
Richard Griffith, Florida Tech
Yukiko Yoshita, Florida Tech
Submitted by Yukiko Yoshita, yyoshita@fit.edu
136-26. Personnel Screening Decisions: Devaluating Critical Incomplete Information (Missing Vs. Hidden)
Integrating devaluation hypothesis with attribution theory, results of this study demonstrate that HR managers and graduating HR seniors rate applicants with critical missing information as equal only to average applicants with complete information and applicants with critical hidden information as no better than poor applicants with complete information.
Soon Ang, Nanyang Technological University
Linn Van Dyne, Michigan State University
Submitted by Linn Van Dyne, vandyne@msu.edu
136-27. Developing Personality-Based Biodata Integrity Measures
Biodata questionnaire developed/validated by generating items targeting constructs predicting ethical decision making (EDM): control locus and Conscientiousness. EDM was assessed by in-basket measuring managerial responses regarding business decisions. Correlation-analysis revealed convergent
(rs = .41, .50) and discriminant (rs = .21, .24) validity of biodata scales with established scales and criterion-related validity with EDM
(rs = .42, .40).
Gregory G. Manley, University of Texas-San Antonio
Kristen M. Dunn, University of Texas-San Antonio
Juan Benavidez, Oklahoma Office of Personnel Management
Michael Beech, University of Texas-San Antonio
Submitted by Gregory G. Manley, gmanley@utsa.edu
136-28. Does Test Anxiety Induce Measurement Bias in Ability Tests?
Though both state and trait anxiety are negatively related to intelligence test scores, scant evidence exists concerning whether anxiety results in actual measurement bias (i.e., differential measurement functions across people). Using structural equation modeling to explicitly test for measurement invariance, our results show that anxiety does not lead to measurement bias.
Silvia Bonaccio, Purdue University
Charlie L. Reeve, University of North Carolina-Charlotte
Submitted by Silvia Bonaccio, silvia@psych.purdue.edu
136-29. The Impact of Response Scale on ConscientiousnessPerformance Relationships: A Meta-Analysis
The current meta-analysis examined whether response format (i.e., dichotomous vs. continuous) moderates the relationship between Conscientiousness and supervisor ratings of performance. As hypothesized, a higher validity estimate was obtained for the Conscientiousness scales that included a continuous item response format.
Nicholas L. Vasilopoulos, George Washington University
Kenneth Matos, George Washington University
Nicholas R. Martin, George Washington University
Arwen Elizabeth Hunter, George Washington University
Theodore L. Hayes, The Gallup Organization
Submitted by Nicholas L. Vasilopoulos, nlv@gwu.edu
137. Symposium: Saturday, 8:309:50 San Antonio B (3rd floor-CC)
Devoting Rashly Something as Holy, Ye Must Then Reconsider: Revisiting Methodological Sacred Cows
Many of our methodological practices are accepted uncritically. The papers in this symposium revisit methodological sacred cows associated with the study of congruence, moderators, MANOVA, and adverse impact. Alternatives to traditional methods are described and evaluated.
Jose M. Cortina, George Mason University, Chair
Jeffrey R. Edwards, University of North Carolina, Mark E. Parry, University of Missouri-Kansas City,
Applications and Extensions of Spline Regression
Scott Tonidandel, Davidson College, James M. LeBreton, Wayne State University, Jessica Perkins, Davidson College,
Applying Relative Importance to Multivariate Analysis of Variance
Herman Aguinis, University of Colorado-Denver, Marlene Smith, University of Colorado-Denver,
A New Framework for Understanding the Impact of Test Validity and Bias on Selection Errors and Adverse Impact
Katherine Elder, George Mason University, Tine Koehler, George Mason University, Jose M. Cortina, George Mason University,
Power to the People: Detecting More Interactions in I-O
Lawrence R. James, Georgia Tech, Discussant
Submitted by Jose M. Cortina, jcortina@gmu.edu
138. Roundtable: Saturday, 9:009:50 Majestic 6 (37th floor-H)
Telework and Dependent Care: Is Standard Practice Best Practice?
Research shows that caring for dependents is a primary motivator for participation in telework programs. Yet, most organizations prohibit this very practice. This roundtable discussion will provide an opportunity to brainstorm ideas on how remote work programs can be modified to better accommodate this emerging trend.
Jennifer M. Verive, White Rabbit Virtual, Inc., Host
May A. Flores, Big Brothers Big Sisters of North Texas, Co-Host
Timothy Golden, Rensselaer Polytechnic Institute, Co-Host
Submitted by Jennifer M. Verive, jverive@wrvinc.com
139. Interactive Posters: Saturday, 9:009:50
Majestic 8 (37th floor-H)
Aggression at Work
Melissa L. Gruys, Washington State University-Vancouver, Facilitator
139-1. Do Mobility, Influence Tactics, and Abusive Supervison Impact OCBs?
Using 192 workers in an automotive firm, 66 state employees, and their immediate supervisors, we predicted and found significant 3-way interactions in both samples. Specifically, the moderating effects of influence tactics on the abusive supervisionOCB relationship were moderated by subordinates perceptions of job mobility.
Daniel Bachrach, University of Alabama
K. Michele Kacmar, University of Alabama
Kenneth J. Harris, Indiana University Southeast
Submitted by K. Michele Kacmar, mkacmar@cba.ua.edu
139-2. Perceptions of Abuse in Aggressive Work Behavior
Although targets of work abuse, bullying, and aggression have identified sources, incidents, and reactions, little research has examined factors that may shape these subjective responses. This study investigates the impact of actor work role and gender and target gender on perceptions of abuse in 4 types of aggressive behavior.
Philip J. Moberg, Northern Kentucky University
Christine L. Ehrbar, MeyerTool, Inc.
Submitted by Philip J. Moberg, mobergp1@nku.edu
139-3. Harsh Critics: Aggressive Attributions for Failure
This study tested the relationship between trait aggression and attributions of failure in work scenarios. Analyses indicated that aggressive people were much more likely than nonaggressive people to (a) attribute failure to personal characteristics rather than task or circumstances, and (b) respond more harshly to people who failed.
Mark C. Bowler, University of Tennessee
Michael D. McIntyre, University of Tennessee
David J. Woehr, University of Tennessee
Submitted by Mark C. Bowler, mbowler@utk.edu
139-4. Sources of Leader Violence: Comparison of Ideological and Nonideological Leaders
Recent events have called attention to the potential of ideological leaders to incite violence. The present study examined 80 historically notable leaders. Violent and nonviolent leaders were compared to violent and nonviolent ideological leaders in a historiometric analysis examining multilevel variables that might predispose ideological leaders to violence.
Katrina E. Bedell, University of Oklahoma
Sam T. Hunter, University of Oklahoma
Dawn Eubanks, University of Oklahoma
Jazmine Espejo, University of Oklahoma
Mary Shane Connelly, University of Oklahoma
Michael D. Mumford, University of Oklahoma
Submitted by Katrina E. Bedell, kbedell@psychology.ou.edu
140. Community of Interest: Saturday, 9:009:50
Live Oak (2nd floor-H)
Emerging Topic #3 in I-O Psychology
See registration desk for more information.
141. Poster Session: Saturday, 9:009:50 Lone Star A-B (2nd floor-CC)
Global Diversity
141-1. Group Differences in Applicant Scores on an Emotional Intelligence Test
Emotional intelligence (EI) scores for 907 job applicants were used to examine ethnic and gender group differences. Results indicate that Whites and Hispanics scored significantly higher than Blacks. No gender differences were found. Implications of these findings are discussed for organizations considering or using a measure of EI for selection.
Daniel S. Whitman, Florida International University
David L. Van Rooy, Marriott International
Chockalingam Viswesvaran, Florida International University
Eyran Kraus, City of Miami
Tina M. Burns, Florida International University
Submitted by Daniel S. Whitman, dwhitman@yahoo.com
141-2. Gender Differences in Importance Ratings in 360 Feedback Surveys
Based on gender role theory, it was hypothesized that male bosses and self-targets would rate instrumental factors as higher in importance to a job, where female bosses and self-targets would rate expressive factors higher. Overall, these hypotheses were not supported; however, a few were partially supported.
Katherine Roberto, Organizational Wellness and Learning Systems
Celesta Taylor, University of Texas-Arlington
Ashleigh Schwab, University of Texas-Arlington
Lloyd Lin, University of Texas-Arlington
Taylor Paige Drummond, University of Texas-Arlington
Kristi Murray, Texas A&M University
Mark C. Frame, University of Texas-Arlington
Submitted by Katherine Roberto, kjr_tx@msn.com
141-3. Validation of an American Social Self-Efficacy Inventory in Chinese Population
This paper reports the validation of an American social self-efficacy inventory developed by Smith and Betz (2000) within a Chinese population. Empirical evidence indicates that this modified Chinese translation version of the measure has adequate psychometric properties, supporting the utility of this measure in future research in Chinese contexts.
Jinyan Fan, Hofstra University
Hui Meng, East China Normal University
Felix James Lopez, Lopez and Associates, Inc.
Xiaofang Li, Shanghai Teachers University
Xiangping Gao, Shanghai Teachers University
Submitted by Jinyan Fan, fanjinyan@yahoo.com
141-4. Asian Variability in Performance Rating Modesty Bias
Self- and supervisor, peer, and subordinate ratings were compared within 6 Asian countries. Japanese, and to a lesser extent Korean and Singaporean, managers exhibited modesty bias compared to other ratings; Chinese and Indian managers did not. Findings fail to support the ability of individualismcollectivism to explain differences in modesty/leniency bias.
Laura G. Barron, University of Minnesota
Paul R. Sackett, University of Minnesota
Roxanne M. Laczo, United Health Group
Submitted by Laura G Barron, barro090@umn.edu
141-5. The Draw of Diversity: How Diversity Climates Affect Job Pursuit
In this study, we used diversity climate perceptions to explicate racial differences in job pursuit intentions. Results
(N = 194) indicated that prodiversity climate perceptions help to attract those who personally value diversity or who identify with racial groups that are likely to be affirmed in pro-diversity climates.
Derek R. Avery, Rutgers University
Patrick F. McKay, University of Wisconsin-Milwaukee
Morela Hernandez, Duke University
Michelle (Mikki) Hebl, Rice University
Mark A. Morris, JCPenney
Submitted by Derek R. Avery, davery@camden.rutgers.edu
141-6. The Influence of Sex-Role Stereotypes and Sex Typing on Performance Evaluations
This study was conducted to examine the influence of gender-role stereotypes and the sex typing of the professor job on performance evaluations of university educators in actual classroom performance evaluation situations. Intraclass correlation coefficients and multiple hierarchical regression were employed to determine the extent and direction of these relationships.
Jay M. Dorio, University of South Florida
Submitted by Jay M. Dorio, jdorio@mail.usf.edu
141-7. Its Not Black and White: Reactions to Minority Recruitment Efforts
Organizations often use targeted recruitment strategies to attract minority applicants to increase diversity. However, results detailing how Black and White job applicants react to such tactics are inconclusive. We reviewed theories and empirical studies to explain the reactions of these job seekers and provided propositions to stimulate future research.
Marla Baskerville Watkins, Tulane University
Flannery G. Stevens, Tulane University
Bryan D. Edwards, Tulane University
Submitted by Bryan D. Edwards, bryaedwards@yahoo.com
141-8. Still Sexist: The Relationship Between Sexism and Applicant Evaluations
The purpose of this study was to examine the relationship between sexism and the evaluation of female job candidates. Participants who endorsed subtle forms of sexism provided more negative evaluations of a female versus a male job applicant; results for participants who endorsed overtly sexist attitudes, however, were more complex.
Amy Nicole Salvaggio, University of Tulsa
Michelle Streich, University of Tulsa
Jenna R. Fitzke, University of Tulsa
Rebecca A. Denney, Samsung Austin Semiconductor
Submitted by Amy Nicole Salvaggio, amy-salvaggio@utulsa.edu
141-9. Testing Stereotype Threat Theory Predictions for Math Majors by Gender
This study tested the generalizability of stereotype threat theory findings from laboratory to real-world contexts using a measure of domain identification separate from domain ability. Results were not supportive of stereotype threat theory predictions, reinforcing the need for caution in generalizing stereotype threat theory lab findings to real-world testing environments.
Shonna D. Waters, University of Minnesota
Michael J. Cullen, Personnel Decisions Research Institutes, Inc.
Paul R. Sackett, University of Minnesota
Submitted by Michael J. Cullen, michael.cullen@pdri.com
141-10. What Blinds the Diversity Lens in Vertical Dyads?
We predicted the positive effect of dyadic similarity in cooperative orientation and contrasted the moderating effects of length of relationship and mutual trust. Multilevel analyses supported that length of relationship strengthened, and mutual trust weakened the positive effect of similarity. Similarityattraction paradigm was supported only when mutual trust was low.
Xu Huang, The Hong Kong Polytechnic University
Joyce Iun, The Hong Kong Polytechnic University
Submitted by Xu Huang, mshuangx@polyu.edu.hk
141-11. Employee Disability: Its Effect on the Performance Evaluation Process
We explored whether amount of contact with disabled persons and disabilityjob fit stereotypes were related to job performance evaluations of disabled persons. Results suggest possible bias against disabled persons when performance is good and bias in favor of disabled persons when performance is poor. We conclude with future research questions.
Joel E. Lynch, Northern Illinois University
Lisa Finkelstein, Northern Illinois University
Submitted by Joel E. Lynch, joelelynch@hotmail.com
141-12. Motives, Intentions To Stay, and Acculturation Among Asian International Students
In a sample of Asian international students, a relationship between motives and acculturation was mediated by post-degree residency intentions. Motives associated with permanent residency intentions were associated with greater acculturation. The findings are discussed for their impact on international students adjustment. Parallels with organizational expatriates are also discussed.
Kevin Hy, California State University-San Bernardino
Mark D. Agars, California State University-San Bernardino
Janet L. Kottke, California State University-San Bernardino
David Chavez, California State University, San Bernardino
Submitted by Mark D. Agars, Magars@csusb.edu
141-13. Predicting Organizational Attitudes from Ethnic Identity and Perceptions of Diversity
The relation between ethnic identity and organizational attitudes was investigated. Data from 230 students indicated that ethnic identity explains incremental variance beyond minority status in organizational identification and peer social support. In addition, the magnitude of effect for ethnic identity on organizational identification and perceived organizational support depended on perceived diversity.
Dana M. Glenn, University of Houston
Kristina Renee Miller, University of Houston
Kathryn Keeton, University of Houston
Amy Canevello, University of Houston
Submitted by Dana M. Glenn, danaglenn29@yahoo.com
141-14. Pursuit and Adjustment of Goals During Unemployment: Age Matters
This longitudinal study investigated the antecedents (work experiences, social support) of self-regulatory skills, namely goal pursuit and adjustment, and their predictive value for well-being (mental health, life satisfaction) and reemployment success. Our sample included 87 job seekers. Results revealed that both antecedents and consequences of self-regulation varied across age.
Cornelia Niessen, University of Konstanz
Nina Heinrichs, Technical University of Braunschweig
Submitted by Cornelia Niessen, cornelia.niessen@uni-konstanz.de
141-15. Impact of Manager Versus Team Members Demography on Organizational Commitment
The current study explores the impact of manager versus team members race, gender, and age on members reported organizational commitment. Using survey data collected from an information technology company, we found no relationship between relational demography and organizational commitment. Limitations and direction for future study are provided.
Shawn Del Duco, Sirota Survey Intelligence
Angela Grotto, Baruch College
Justin G. Black, Sirota Survey Intelligence/Baruch-CUNY
Submitted by Justin G. Black, justin.black@gmail.com
141-16. Heterosexuals Responses to Gay Co-Workers, Incorporating Gender Differences
This study examined participants willingness to partner with a sexual minority coworker on a visible, important, and developmental job assignment. Participants previous contact experiences, intergroup anxiety towards sexual minorities, and job level of the coworker were also examined as influences on their partnering decisions. Results, implications, and future research are discussed.
Corey S. Munoz, Human Resources Research Organization
Darrin M. Grelle, The University of Georgia
Lauren S. Harris, University of Georgia
Kecia M. Thomas, University of Georgia
Submitted by Corey S. Munoz, munozcorey@hotmail.com
141-17. Using SJTs to Evaluate Equal Opportunity and Diversity Training Programs
We discuss the inadequacies associated with currently used methods for evaluating diversity training outcomes in the context of organizational effectiveness and suggest Situational Judgment Tests (SJT) as a viable, more comprehensive, and more credible alternative. This study addresses the construction of a SJT as well as the associated methodological challenges.
Neil M. A. Hauenstein, Virginia Tech
Patrice L. Esson, Virginia Tech
Rolanda Findlay, Virginia Tech
Julie Kalanick, Virginia Tech
Submitted by Patrice L. Esson, pesson@vt.edu
141-18. The Effect of Racialized Jobs on Promotion Decisions
Some non-White candidates for promotion were more likely to be placed in racialized jobs. Candidate qualifications had a strong effect on job placement, but participants also considered the race of the applicant and the type of position when assigning candidates to jobs.
Miriam C. Bane, Middle Tennessee State University
Judith L. Van Hein, Middle Tennessee State University
Glenn E. Littlepage, Middle Tennessee State University
Michael B. Hein, Middle Tennessee State University
Submitted by Judith L. Van Hein, jvanhein@mtsu.edu
141-19. Adverse Impact: Four-Fifths Rule Versus Statistical Significance Tests in Courtrooms
This study examined the use of the 4/5ths rule as compared to significance tests to establish prima facie evidence of adverse impact in courtrooms. Results indicated that minorities are more likely to establish the prima facie case and win cases using statistical significant testing instead of the 4/5ths rule.
Patrice L. Esson, Virginia Tech
Neil M. A. Hauenstein, Virginia Tech
Submitted by Patrice L. Esson, pesson@vt.edu
141-20. Workplace Romance: Examining Sexual Orientation, Power Differences, and Organizational Culture
Little research has examined how observers react to workplace romances and what they think management should do. This experimental study examined sexual orientation of romance participants (homosexual/heterosexual), power (lateral/hierarchical romance), and organizational culture (conservative/liberal). There were more negative reactions toward hierarchical romances and homosexual couples and different relationship motives ascribed.
Amy K. Sandberg, Southern Illinois University-Edwardsville
Cynthia R. Nordstrom, Southern Illinois University-Edwardsville
Submitted by Cynthia R. Nordstrom, cnordst@siue.edu
141-21. Coming Home: A Reservist Perspective on the Repatriation Process
A longitudinal, qualitative study was conducted with Army reservists to examine the process of returning to the civilian workforce after a combat deployment. A process model of reintegration emerged consisting of 4 stages. This study contributes to the literature on general repatriation as well as repatriation work adjustment.
Katherine E. Wiegand, Georgia Southern University
Rebecca A. Bull, Purdue University
Stephen G. Green, Purdue University
Shelley M. MacDermid, Purdue University
Submitted by Katherine E. Wiegand, kewiegand@georgiasouthern.edu
141-22. The Effects of Accent on Perceptions of a Medical Doctor
This study investigated respondents initial perceptions of hypothetical medical doctors differing on accent type (Anglo, Chinese, Asian Indian, and Spanish) and sex. Results showed that foreign-accented doctors evoked more negative affect but were perceived as favorably as Anglo-accented doctors on social status, solidarity, and trustworthiness.
Megumi Hosoda, San Jose State University
Pamela M. Wells, San Jose State University
Submitted by Megumi Hosoda, mhosoda@email.sjsu.edu
141-23. Women Managers: Self-Imposed Barriers to Career Advancement
In this study the authors compare networking comfort levels of male (n = 32) and female
(n = 33) senior executives with female mid-level (n = 88) managers. Although both male and female senior executives were quite similar and comfortable with networking activities, the mid-level female managers reported significantly higher levels of networking discomfort.
Shannon L. Goodson, Behavioral Sciences Research Press
George W. Dudley, Behavioral Sciences Research Press
William A. Weeks, Baylor University
Submitted by Shannon L. Goodson, bsrpslg@msn.com
141-24. Do Cross Cultural Values Affect Multisource Feedback Dynamics?
This study tests the effect of cultural values on multisource feedback utilizing a sample of 501 managers from Venezuela, a collectivistic and high power distance country. Results indicate that cultural values distort bosssubordinates feedback, focus evaluation on collectivist behaviors, and facilitate consensus among sources. Theoretical and practical implications are discussed.
Otmar E. Varela, Nicholls State University
Submitted by Otmar E. Varela, otmar.varela@nicholls.edu
141-25. The Impact of Personal Comfort With Diversity on Group Functioning
We examine personal comfort with diversity as a moderator of age, gender, and race dissimilarity effects and 3 aspects of group functioning. Results showed that individuals who have low personal comfort with diversity were strongly affected by being different than others in their work group. Asymmetrical subgroup effects were found.
Christine M. Riordan, Texas Christian University
Melenie C. Lankau, University of Georgia
Marcus Stewart, Bentley College
Submitted by Christine M. Riordan, c.riordan@tcu.edu
141-26. The Validity of IAT of Attitudes Towards Individuals With Disabilities
The current study was the 2nd to attempt to use the implicit association test (IAT) to measure attitudes towards individuals with disabilities. The IAT was related to the best paper-and-pencil measure of the construct (Interaction with Disabled Persons Scale) but was, surprisingly, found susceptible to socially desirable responding.
Adrian Thomas, Auburn University
Daly Vaughn, Auburn University
Daniel J. Svyantek, Auburn University
Submitted by Adrian Thomas, thomaa6@auburn.edu
141-27. The Bill Cosby Effect: Does Audience Race Influence Evaluations/Criticism?
The racial audience (experimenter race) was found to influence both Black and White raters in their evaluations of a Black applicant. In front of a Black audience, Black raters lower ratings of good performances and increase ratings of bad performances. White raters were less influenced by audience race.
Andrew Michael Biga, University of South Florida
Submitted by Andrew Michael Biga, abiga@mail.usf.edu
141-28. Comparing Telephonic and Face-to-Face Speaking Proficiency Interviews
Two samples of military personnel (N = 32; N = 2,037) completed interviews assessing foreign language proficiency either in person or telephonically. Comparisons supported the study hypothesis: Telephonic examinees received less favorable scores than their face-to-face counterparts even after controlling for interview year, language difficulty, cognitive ability, and language aptitude.
Lori Foster Thompson, North Carolina State University
Eric A. Surface, Surface, Ward & Associates
Submitted by Lori Foster Thompson, lfthompson@ncsu.edu
141-29. Criterion-Related Validity and Ethnic Differences of Dutch Police Officer Selection
This study investigated the criterion-related validity of Dutch police selection measures and differences between ethnic majority and minority applicants. The predictive power of cognitive measures was largely comparable to the predictive power of other (noncognitive ability) measures, but the latter showed much less adverse impact on employment opportunities.
Lonneke A. L. de Meijer, Erasmus University-Rotterdam
Marise Ph. Born, Erasmus University-Rotterdam
Gert Terlouw, Police Academy of The Netherlands
Henk T. Van Der Molen, Erasmus University-Rotterdam
Submitted by Lonneke A. L. de Meijer, demeijer@fsw.eur.nl
Coffee Break Saturday, 10:0010:30 Multiple Locations
142. Special Event: Saturday, 10:3011:50 San Antonio A (3rd floor-CC)
Getting More Respect: Informing Multiple Constituents About I-O Scientific Contributions
I-O psychologists can benefit from increased recognition of our scientific and societal contributions. The purpose of this invited panel is thus to discuss how we as a field could communicate I-O psychologys accomplishments and contributions to multiple constituents, including other fields of psychology, prospective and current students, and work organizations.
Gilad Chen, Texas A&M University, Chair
Frank J. Landy, Landy Litigation Support Group, Panelist
Elaine D. Pulakos, Personnel Decisions Research Institutes, Panelist
Eduardo Salas, University of Central Florida, Panelist
Neal W. Schmitt, Michigan State University, Panelist
143. Symposium: Saturday, 10:3011:50 San Antonio B (3rd floor-CC)
Testing Interaction Effects: Problems and Procedures
Procedures for testing moderator hypotheses (i.e., XY relationship depends upon Z) suffer a variety of shortcomings. We discuss these shortcomings and offer new techniques for evaluating interactions. Topics include effect size calculation, controlling heterogeneity of variance, mathematical restrictions in factorial ANOVA, and the effects of missing data on moderated regression.
Daniel A. Newman, Texas A&M University, Chair
Herman Aguinis, University of Colorado-Denver, Charles A. Pierce, University of Memphis,
Computation of Effect Size for Moderating Effects of Categorical Variables in Multiple Regression
Patrick J. Rosopa, University of Central Florida, An Alternative Solution for Heterogeneity of Variance Across Categorical Moderators in Moderated Multiple Regression
William M. Rogers, Grand Valley State University, Monotonicity Constraints on Interaction Effects in Factorial ANOVA
Jeremy F. Dawson, Aston University, Daniel A. Newman, Texas A&M University, Pairwise Deletion Problems With Moderated Multiple Regression
Jose M. Cortina, George Mason University, Discussant
Submitted by Daniel A. Newman, d5n@tamu.edu
144. Symposium: Saturday, 10:3012:20 Houston A (3rd floor-CC)
Gender and Culture: Emerging Directions for Organizational Citizenship Research
Despite the abundance of organizational citizenship behavior (OCB) research, little is known regarding the role that gender and culture play in understanding this behavior and its consequences. The research presented examines differential reactions to OCB across gender and similarities, as well as differences, in the dynamics of OCB across cultures.
Tammy D. Allen, University of South Florida, Chair
Lisa Wilkinson, University of South Florida, Tammy D. Allen, University of South Florida,
The Influence of Gender Stereotypes of Citizenship Performance on Organizational Rewards
Julie J. Chen, New York University, Madeline E. Heilman, New York University, Ordinary Versus Extraordinary: A Closer Examination of the Differential Reactions to Mens and Womens Altruistic Citizenship Behavior
Laurent M. LaPierre, University of Ottawa, The Effects of Supervisor Behaviors Denoting Trustworthiness on Subordinate Motivation to Demonstrate Extra-Role Behaviors: Experimental Evidence From Canada and China
Pablo Cardona, IESE Business School, Alvaro Espejo, IESE Business School, Organizational Citizenship Behaviors Across Cultures: An Exchange Perspective
Mark G. Ehrhart, San Diego State University, Discussant
Submitted by Tammy D. Allen, tallen@luna.cas.usf.edu
145. Symposium: Saturday, 10:3012:20 Houston B (3rd floor-CC)
Potentially Negative Effects of Corporate Culture on People With Disabilities
Research suggests that corporate cultures may create situations where organizations can discriminate against people with disabilities. This panel will explore the history and development of corporate cultures, how they have negatively impacted the employment prospects of people with disabilities, and what changes in policies and programs can improve this situation.
Nathan D. Ainspan, Department of Labor, Chair
Nathan D. Ainspan, Department of Labor, Current Statistics and Attitudes on the Employment of People With Disabilities
Bonnie ODay, Cornell University Institute for Policy Research, From Old Paradigms to New Perceptions: Paternalism and Disability Policy for the 21st Century
Robert Stensrud, Drake University, Dennis Gilbride, Syracuse University, Corporate Cultures and Disabilities: The Employment Opportunity Survey (EOS)
Lisa Schur, Rutgers University, Douglas L. Kruse, Rutgers University, Corporate Culture and the Attitudes of People With Disabilities in Organizations
Eugene F. Stone-Romero, University of Central Florida, Dianna L. Stone, University of Central Florida, Kimberly Lukaszewski, State University of New York-New
Paltz, Culture and Role Taking by People With Disabilities in Organizations
Susanne M. Bruyere, Cornell University, Ramona L. Paetzold, Texas A&M University,
Workplace Discrimination Lawsuits as Evidence of Corporate Culture
Adrienne J. Colella, Tulane University, Discussant
Submitted by Nathan D. Ainspan, ainspan.nathan@dol.gov
146. Symposium: Saturday, 10:3011:50 Houston C (3rd floor-CC)
Leadership and Evolutionary Psychology: New Perspectives on an Old Topic
History has taught us much about leadership, but questions remain. This session considers how evolutionary psychology provides a framework for integrating, reconsidering, and advancing the vast and fragmented literature on leadership. Darwins dangerous idea has influenced other disciplines in the human sciences; we discuss what it offers students of leadership.
Robert B. Kaiser, Kaplan DeVries Inc., Chair
Robert B. Kaiser, Kaplan DeVries Inc., Why an Evolutionary View of Leadership?
Richard D. Arvey, University of Minnesota, Genetic Influences on
Leadership
Mark Van Vugt, University of Kent at Canterbury, What Evolution Teaches Us About Leadership: Some Lessons From the Past
Robert T. Hogan, Hogan Assessment Systems, Evolutionary Theory and Applied Psychology
Adrian Furnham, London University, Discussant
Submitted by Robert B. Kaiser, rkaiser@kaplandevries.com
147. Panel Discussion: Saturday, 10:3011:50 State Room 1 (3rd floor-CC)
Have You Ever Wondered...Ponderables About Using Employee Survey Results
The success of any employee survey hinges on what happens after the survey has been completed. In this session survey professionals discuss their findings to commonly asked survey questions on using employee survey data in organizations.
Sarah R. Johnson, Genesee Survey Services, Chair
Ingwer Borg, ZUMA, Panelist
Lindsay A. Bousman, University of Nebraska-Omaha; Microsoft Corporation, Panelist
Shauna Cour, Microsoft Corporation, Panelist
Paul M. Mastrangelo, Genesee Survey Services, Panelist
Kristin Chase, Universal Orlando, Panelist
Anjani Panchal, Pepsi Americas, Panelist
Submitted by Sarah R. Johnson, sarah.johnson@gensurvey.com
148. Symposium: Saturday, 10:3012:20 State Room 2 (3rd floor-CC)
Personality at Work: New Applications of Trait Activation Theory
Trait activation theory offers a rich personalitysituation interactionist foundation for improving the use of personality data in fitting people with their work environments. Four new studies are presented that apply aspects of the theory in varying contexts, including SJTs, team member compatibility, and leadership.
Patrick L. Wadlington, Hogan Assessment Systems, Chair
Jeffrey R. Labrador, Central Michigan University, Neil D. Christiansen, Central Michigan University, Gary N. Burns, Central Michigan University,
Measuring Personality Using Situational Judgment Tests
Dawn Lambert, Psychological Associates, Robert P. Tett, University of Tulsa, Personality Trait Activation and Coworker Preference
Michael Glen Anderson, University of Tulsa, Robert P. Tett, University of Tulsa,
Who Prefers to Work With Whom? Trait Activation in Classroom Teams
Lawrence A. Witt, University of New Orleans, Kenneth J. Harris, Indiana University Southeast, K. Michele Kacmar, University of Alabama,
An Examination of How LMX Activates Conscientiousness
David V. Day, Pennsylvania State University, Discussant
Submitted by Robert P. Tett, robert-tett@utulsa.edu
149. Symposium: Saturday, 10:3011:50 State Room 3 (3rd floor-CC)
Current Issues in Training Effectiveness
The papers in this symposium focus on identifying which situational factors, including learning principles employed, and dispositional factors, including trainees motivation to learn and cultural values, enable trainees to learn instructional material and to transfer these learned principles to their jobs.
Annette Towler, Illinois Institute of Technology, Chair
Eyal Ronen, Illinois Institute of Technology, Annette Towler, Illinois Institute of Technology,
Cultural Differences in Reactions to Feedback in Training
Matthew Pearsall, University of Arizona, Miguel A. Quinones, University of Arizona,
The Role of Training in the Adoption of New Innovation
Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Kenneth G. Brown, University of Iowa, Kurt Kraiger, Colorado State University,
The Impact of Anticipated Reactions and Core Self-Evaluations on Motivation to Learn, Posttraining Reactions, and Learning
Michael J. Tews, Cornell University, J. Bruce Tracey, Cornell University, An Empirical Examination of Interventions for Enhancing the Effectiveness of Interpersonal Skills Training
Raymond A. Noe, Ohio State University, Discussant
Submitted by Annette Towler, towler@iit.edu
150. Practice Forum: Saturday, 10:3011:50 State Room 4 (3rd floor-CC)
Technology Innovations in Human Capital Development
How will technology integration help meet human capital development needs? How do you select the optimal solution? What are common challenges? What does the future hold? In this forum, discussants from 3 top companies present how their innovative technology solutions meet traditional human capital management and development needs.
Timothy S. Kroecker, Cambria Consulting, Presenter
Ann Gowdy, United Technologies, Presenter
Raymond Elman, Cambria Consulting, Presenter
Jackie Fitzgerald, Manheim Auctions, Presenter
Submitted by Timothy S. Kroecker, tkroecker@cambriaconsulting.com
151. Special Event: Saturday, 10:3012:20
Lone Star C1 (2nd floor-CC)
Ethics Reconsidered: Reflections From Inside and Outside I-O Psychology
How do psychologists identify and handle ethical issues in their work? How can the APA Code of Ethics help? How do psychologists with different backgrounds, competence areas, and perspectives reason through an ethical dilemma? This interactive session will answer such questions uniquelyfrom within and outside of I-O psychology.
Robin R. Cohen, Bristol-Myers Squibb, Chair
Robert Kinscherff, Department of Mental Health, Panelist
Rodney L. Lowman, Alliant International University, Panelist
William H. Macey, Valtera, Panelist
Vicki V. Vandaveer, Vandaveer Group, Inc, Panelist
Deirdre J. Knapp, HumRRO, Co-Discussant
Stephen Behnke, American Psychological Association, Co-Discussant
152. Symposium: Saturday, 10:3012:20 Lone Star C2 (2nd floor-CC)
Advances in Research in Situational Judgment Tests: Content and Constructs
Although situational judgment tests (SJTs) have been demonstrated as valid predictors of job performance, we do not know much about what they measure. The 5 papers in this symposium address key issues concerning SJT content and constructs including situation specificity, decision-making strategies, content factors, construct-ability interaction, and creating parallel forms.
Gordon Waugh, HumRRO, Chair
Frederick L. Oswald, Michigan State University, Alyssa Friede, Michigan State University, Neal W. Schmitt, Michigan State University, Stephanie M. Drzakowski, Michigan State University, Anna Imus, Michigan State University, Smriti Shivpuri, Michigan State University,
Trait and Situational Variance in a Situational Judgment Measure of Goal Orientation
Kelley J. Krokos, American Institutes for Research, The Situational Nature of Situational Judgment
Robert J. Schneider, Personnel Decisions Research Institutes, Jeff W. Johnson, Personnel Decisions Research Institutes, Pete Legree, U.S. Army Research Institute,
Do SJTs Measure the Same Construct Above and Below the Median?
Gordon Waugh, HumRRO, Teresa L. Russell, Self-Employed, The Effects of Content and Empirical Parameters on the Predictive Validity of a Situational Judgment Test
Filip Lievens, Ghent University, Situational Judgment Tests in High Stakes Testing: An Examination of Different Procedures for Creating Parallel Forms
David Chan, Singapore Management University, Discussant
Submitted by Gordon Waugh, gwaugh@humrro.org
153. Symposium: Saturday, 10:3011:50 Lone Star C3 (2nd floor-CC)
Learn N Play: Effectiveness of Videogame-Based Simulations for Training and Development
Videogames are emerging as an increasingly popular training tool. This symposium presents theoretical and empirical research on individual, environmental, and pedagogical factors that maximize the effectiveness of game-based training. Together, the papers offer suggestions regarding how game-based training can be better implemented and utilized to enhance training outcomes.
Janis A. Cannon-Bowers, University of Central Florida, Chair
Karin A. Orvis, George Mason University, Co-Chair
Kara L. Orvis, Aptima, Inc., Co-Chair
Kara L. Orvis, Aptima, Inc., Michael J. Garrity, Aptima, Inc., Diane Miller, Aptima, Inc.,
Maximizing Learning Outcomes in Game-Based Training Environments
James Belanich, U.S. Army Research Institute, Laura Mullin, The Catholic University of America,
Training Game Design Characteristics That Promote Learning
Karin A. Orvis, George Mason University, James Belanich, U.S. Army Research Institute, Daniel B. Horn, U.S. Army Research Institute,
The Impact of Trainee Characteristics on Game-Based Training Success
Janis A. Cannon-Bowers, University of Central Florida, Adams Greenwood-Erickson, University of Central Florida, Alicia Sanchez, University of Central Florida,
Toward a Comprehensive Research Agenda for Game-Based Learning and Synthetic Learning Environments
Stephen J. Zaccaro, George Mason University, Discussant
Submitted by Karin A. Orvis, Korvis1@gmu.edu
154. Symposium: Saturday, 10:3012:20 Lone Star C4 (2nd floor-CC)
New Insights Into Constructs Underlying Structured Interview Performance and Validity
This symposium will provide new evidence concerning the construct- and criterion-related validity of structured selection interviews. Presenters will discuss research results based on primary studies and meta-analyses, conducted in experimental and applied settings, using data from American and European samples. A discussant will highlight the theoretical and applied implications.
Kerri L. Ferstl, Personnel Decisions Research Institutes, Chair
Ute-Christine Klehe, University of Amsterdam, Co-Chair
Christopher M. Berry, University of Minnesota, Paul R. Sackett, University of Minnesota, Richard N. Landers, University of Minnesota,
Comprehensive Meta-Analysis of InterviewAbility Correlations: Less Related Than We Thought
Chad H. Van Iddekinge, Florida State University, Michael S. Henry, Stanard & Associates, Inc./ITT,
Are Facets of Cognitive Ability Differentially Predictive of Interview Performance?
Ute-Christine Klehe, University of Amsterdam, Cornelius Koenig, University of Zurich, Klaus G. Melchers, University of Zurich, Martin Kleinmann, University of Zurich, Gerald Richter, Chiron Vaccines,
Candidates Ability to Identify Criteria in Structured Interviews and its Predictive Power of Performance in an Assessment Center
Patrick Mussel, University of Hohenheim, Heinz Schuler, University of Hohenheim, Andreas Frintrup, HR-Diagnostics.com,
Construct Validity of the Multimodal Interview
Patrick H. Raymark, Clemson University, Chad H. Van Iddekinge, Florida State University, Laura McClelland, Clemson University, Heather N. Odle-Dusseau, Clemson University, Matthew Richard Millard, Clemson University, Jessica L. Bradley, Clemson University,
Influence of Interviewee Faking on the Accuracy of Interviewer Judgments
Robert E. Lewis, Personnel Decisions International, Discussant
Submitted by Ute-Christine Klehe, u.klehe@uva.nl
155. Panel Discussion: Saturday, 10:3011:50 Austin 1 (2nd floor-H)
That Wasnt in The I-O Handbook! RJP For Consulting Careers
In this panel discussion, consultants from Fortune 100 corporations, small and large consulting firms, and a government agency offer their perspectives on career-related topics of interest for each position. For those who are considering a career in consulting, this presentation will offer comprehensive advice and lessons learned.
Michael A. Campion, Purdue University, Chair
Jerard F. Kehoe, Selection & Assessment Consulting, Panelist
Julia McElreath, U.S. Department of Homeland Security, Panelist
Jeffrey Gust, American Express, Panelist
Matthew Dreyer, Verizon, Panelist
Christine E. Corbet, Verizon, Panelist
Allison B. Hoffman, Aon Consulting, Panelist
Submitted by Allison B Hoffman, abshotland@yahoo.com
156. Special Event: Saturday, 10:3011:20 Austin 2 (2nd floor-H)
Distinguished Scientific Contributions Award
The Subjective Nature of Objective Measures of Performance
Objective criterion measures are viewed as superior to subjective measures, but these objective measures still suffer from criterion deficiency and contamination. This presentation uses data to illustrate how the researchers choice to focus on any 1 aspect of the ultimate criterion can bias results in predictable ways.
Robert D. Pritchard, University of Central Florida, Chair
Angelo S. DeNisi, Tulane University, Presenter
157. Master Tutorial: Saturday, 10:3012:20 Austin 3 (2nd floor-H)
Two CE Credits Available for Attending! Register at the Session
Introduction to the Generalized Graded Unfolding Model and its Estimation
This tutorial will introduce unfolding item response theory (IRT) models. These models are appropriate for attitude, personality, and preference measurement. The focus will be on graded unfolding models. The GGUM2004 shareware will also be introduced and used to demonstrate parameter estimation for all models in the graded unfolding model family.
James S. Roberts, Georgia Institute of Technology, Presenter
Submitted by Paul J. Hanges, Hanges@psyc.umd.edu
158. Symposium: Saturday, 10:3011:50 Seminar Theater (2nd floor-H)
The Measurement, Causes, and Consequences of Facet Satisfaction
Although global job satisfaction has been the focus of more studies in industrial and organizational psychology than has any other topic, far less attention has been given to theory and research on facet satisfaction. This symposium focuses on the measurement, causes, and consequences of several job satisfaction facets.
Terry A. Beehr, Central Michigan University, Chair
Nathan A. Bowling, Wright State University, Co-Chair
Mo Wang, Portland State University, Co-Chair
Drew B. Brock, DASH Consulting, Important Facets of Satisfaction: An Exploratory Factor Analytic Investigation
Mo Wang, Portland State University, Steven S. Russell, PDRI, The Relationship Between Facet and General Job Satisfaction: A Comparison Using Chinese and American Workers
Nathan A. Bowling, Wright State University, Terry A. Beehr, Central Michigan University,
Dispositional Approach to Satisfaction With Social Facets of Work
Patrick R. Draves, University of South Florida, Paul E. Spector, University of South Florida,
An Examination of Potential Moderating Effects of Personality on the Relationship Between Job Attitudes and Organizational Citizenship Behaviors
Joseph D. Mayer, Xavier University, Mark S. Nagy, Xavier University, Beyond Individual Job Satisfaction: An Examination of Organizational Level Outcomes
Chris P. Parker, Northern Illinois University, Discussant
Submitted by Nathan A. Bowling, psybowling@yahoo.com
159. Symposium: Saturday, 10:3012:20 Majestic 1 (37th floor-H)
Processes Linking Work and Family Domains: Taking a Dynamic Approach
Emotional spillover is considered an important mechanism linking work and family. This symposium introduces 1 conceptual piece linking work and family and 3 empirical studies investigating various spillover effects across work and family. The studies all utilize experience sampling methodology to gather multiple, momentary or real-time measures of the variables.
Remus Ilies, Michigan State University, Chair
Kelly M. Schwind, Michigan State University, Co-Chair
Kevin J. Williams, University at Albany-SUNY, Maria Arboleda, University at Albany-SUNY,
Affective Dynamics in Work and Family: A Goal Perspective
Brent A. Scott, University of Florida, Timothy A. Judge, University of Florida, Tired and Cranky? The Effects of Insomnia on Employee Emotions and Job Satisfaction
Nancy P. Rothbard, University of Pennsylvania-Wharton School, Steffanie L. Wilk, The Ohio State University,
Waking Up on the Right Side of the Bed: The Influence of Mood on Work Attitudes and Performance
Remus Ilies, Michigan State University, Kelly M. Schwind, Michigan State University, David T. Wagner, Michigan State University, Daniel R. Ilgen, Michigan State University,
The Influence of Work Overload on Well-Being: A Dynamic WorkFamily Study
Jeffrey R. Edwards, University of North Carolina, Discussant
Submitted by Remus Ilies, ilies@msu.edu
160. Symposium: Saturday, 10:3012:20 Majestic 4-5 (37th floor-H)
Sexual Harassment of Special and Vulnerable Populations in the Workforce
Sexual harassment research has documented the forms, antecedents, and consequences of sexual harassment affecting the mainstream workforce. This symposium presents 5 studies that examine special populations in the workforcethose that are particularly vulnerable, distinct, or otherwise overlooked in mainstream research.
Margaret S. Stockdale, Southern Illinois University-Carbondale, Chair
Armando Estrada, Washington State University Vancouver, Osvaldo F. Morera, University of Texas at El Paso,
A Test of Fitzgerald, Hulin, and Drasgows (1995) Model of Sexual Harassment in Mexico
Stephanie Swindler, Wright-Patterson AFRL,
Sexual Harassment in the Workplace: An In-Depth Examination of Gender, RaceEthnicity, and Measurement Issues
Julie Konik, University of Michigan, Lilia M. Cortina, University of Michigan, Davidson Hook, University of Michigan,
Intersections of Sex-Based Mistreatment in the Workplace: Modeling the
Structure of Sexual Harassment and Heterosexist Harassment
Margaret S. Stockdale, Southern Illinois University-Carbondale, T. K. Logan, University of Kentucky,
Sexual Harassment Experiences of Vulnerable Women: A Comparison of Rural and Urban Women With Domestic Violence Protection Orders
Charles A. Pierce, University of Memphis, Ivan S. Muslin, University of Memphis, Tobias Huning, University of Memphis, Herman Aguinis, University of Colorado-Denver, Critical Review of Sexual Harassment Legal Cases Involving Workplace Romance
Jennifer L. Berdahl, University of Toronto, Discussant
Submitted by Margaret S. Stockdale, PStock@siu.edu
161. Roundtable: Saturday, 10:3011:50 Majestic 6 (37th floor-H)
Creating Inclusive I-O Program Cultures: Best Practices at UGA, UCF
Thomas and Clark (2003), based on a symposium held at the 2003 SIOP meeting, discussed the barriers and bridges to inclusion for minority graduate students in
I-O psychology. This session will discuss best practices I-O programs can adopt to create an inclusive culture for diversity, highlighting 2 successful examples.
Bernardo M. Ferdman, Alliant International University, Host
Kecia M. Thomas, University of Georgia, Co-Host
Jimmy Davis, University of Georgia, Co-Host
Matthew S. Harrison, University of Georgia, Co-Host
Barbara A. Fritzsche, University of Central Florida, Co-Host
LaKeesha Flowers, University of Central Florida, Co-Host
Charles Levi Wells, Wayne State University, Co-Host
Submitted by Bernardo M. Ferdman, bferdman@alliant.edu
162. Symposium: Saturday, 10:3011:50 Majestic 7 (37th floor-H)
Standardized Job Analysis Tools: State of the Science
We review current job analysis techniques and instruments and how different approaches can be used to meet specific organizational objectives. We present validity evidence supporting the use of deductive job analyses and an innovative new Web-based approach for combining job and individual information for the identification of applicant pools.
Jeff Foster, Hogan Assessment Systems, Chair
Jenna R. Fitzke, University of Tulsa, Michelle Streich, University of Tulsa, Deductive Job Analysis Systems: A Comparative Review
Calvin C. Hoffman, Alliant International University, Recent Developments in JCV: Cognitive, Physical, and Personality Domains
Jeff Foster, Hogan Assessment Systems, Michael Glen Anderson, University of Tulsa,
The Validity of Structured Job Analysis Instruments
Jeff W. Johnson, Personnel Decisions Research Institutes, Gary W. Carter, Personnel Decisions Research Institutes,
The Development of a Prototype Tool to Identify Labor Pools
Dwayne G. Norris, American Institutes for Research, Discussant
Submitted by Jeff Foster, jfoster@hoganassessments.com
163. Symposium: Saturday, 10:3011:50 Majestic 3 (37th floor-H)
Culture-Strategy Alignment: Refreshing the Purpose of the Employee Survey
For human resources to become a stronger corporate partner, greater emphasis is needed on how organization culture can support business strategy. This session presents a research-based model showing which aspects of culture, as measured through employee surveys, are critical to achieving specific strategic priorities. Two business applications are discussed.
Camille Gallivan Nelson, ISR, Chair
Patrick Kulesa, ISR, Aligning Organization Culture With Company Strategic Priorities: A Proposed Model
Caroline Hanover, HGS, Susan McKay, HGS, Aligning Work Culture With Changing Organizational Goals at HGS
Adam Zuckerman, ISR, Aligning Culture and Strategy: A Case Study From a High-Technology Company
Dan Rubin, ISR, Discussant
Submitted by Kelly R. Harkcom, kelly.harkcom@isrinsight.com
164. Interactive Posters: Saturday, 10:3011:20 Majestic 8 (37th floor-H)
Mentoring
Deborah K. Ford, CPS Human Resource Services, Facilitator
164-1. Mentoring, Organizational Commitment, and Organizational Sense of Community
This study tests the effects of high-quality mentoring on organizational sense of community and organizational commitment. As expected, mentors psychosocial support increased protgs sense of community. However, career support had no effect. Contrary to expectations, neither psychosocial support nor career support had any effect on organizational commitment.
Anita Blanchard, University of North Carolina-Charlotte
Annie M. Rosso, University of North Carolina-Charlotte
Submitted by Anita Blanchard, ALBlanch@email.uncc.edu
164-2. Racial and Gender Differences in Mentoring: A Meta-Analysis
We examined the effects of gender and race on experience as a protg or mentor, career-related mentoring, and psychosocial mentoring from both the protgs and mentors perspectives. Results showed female protgs report receiving more psychosocial mentoring. Male mentors report more experience as a mentor and giving more career-related mentoring.
Andrew Michael Biga, University of South Florida
Kimberly E. OBrien, University of South Florida
Stacey Kessler, University of South Florida
Tammy D. Allen, University of South Florida
Michael T. Brannick, University of South Florida
Submitted by Andrew Michael Biga, abiga@mail.usf.edu
164-3. Protg Characteristics Associated With Volunteer Participation in Formal Mentoring
Participants in a voluntary formal mentoring program designed for organizational newcomers scored lower on self-efficacy and self-monitoring and higher on emotional stability than did those who chose not to participate. Self-efficacy increased for these participants during the same time period in which self-efficacy dropped for those choosing not to participate.
Shannon A. Irving, University of Central Florida
Kimberly A. Smith-Jentsch, Univerity of Central Florida
Helen Boudreaux, Mentoring and Workforce Development Lab
Catherine Kiley, Mentoring and Workforce Development Lab
Submitted by Shannon A. Irving, Amerilda1@aol.com
164-4. Positive and Negative Mentoring Experiences: Impact on Protg Outcomes
This study examined the impact of positive mentoring and negative mentoring on protg outcomes. Results revealed that negative mentoring experiences, specifically those that are maliciously motivated, are more predictive of protgs intentions to leave the mentoring relationship and stress than positive mentoring. Implications for practice and research are discussed.
Sarah C. Evans, University of Georgia
Submitted by Sarah C. Evans, scevans@uga.edu
165. Community of Interest: Saturday, 10:3011:20 Live Oak (2nd floor-H)
Issues in Multilevel Research
Robert E. Ployhart, University of South Carolina, Facilitator
166. Poster Session: Saturday, 10:3011:20
Lone Star A-B (2nd floor-CC)
Work Groups & Career Management
166-1. Understanding the Existence of Groups: Developing a Measure of Entitativity
This paper develops a measure of entitativitya construct recently popularized in social psychology that relates to the degree that a group is viewed as a coherent social entity. We provide single and multilevel convergent validity in the form of relationships between group cohesion, group identity, and climate strength.
Gazi Islam, IBMEC
Michael J. Zyphur, Tulane University
Submitted by Michael J. Zyphur, zyphurmj@yahoo.com
166-3. Prevalence of Proactive Acculturation Behaviors Among a Representative Random Sample
The prevalence of proactive socialization behaviors aimed at learning organizational values was assessed among a representative sample of working adults. Results show prevalence differences across behaviors in general, across occupational types, and over time; however, within-person behavioral consistency was high. Only directly asking questions of superiors impacted acculturation.
Charlie L. Reeve, University of North Carolina-Charlotte
Steven G. Rogelberg, University of North Carolina-Charlotte
Submitted by Charlie L. Reeve, clreeve@email.uncc.edu
166-4. Improving the Launch of Self-Managed Teams With a Process Intervention
We examined whether a process intervention provided to self-managed teams at project launch would enhance quality of performance and members affective reaction to the experience. We found that our intervention did lead to teams paying more attention to processes. Teams that attended more to processes also had better team outcomes.
Christina E. Shalley, Georgia Institute of Technology
Wendy J. Walker, Georgia Institute of Technology
David M. Herold, Georgia Institute of Technology
Submitted by Wendy J. Walker, wendy.walker@mgt.gatech.edu
166-5. Explicit Coordination and Declarative Commitment in Leaderless Project Team Communication
Content and time-series analyses done on asynchronous collective electronic communication reveal that high performing project teams are more effective at coordination than low performing teams. Content and sequence analysis of declarative commitments show that task-related public and voluntary commitments foster a better understanding of the project and more commitments.
Francois Chiocchio, University of Montreal
Submitted by Francois Chiocchio, f.chiocchio@umontreal.ca
166-6. The Effects of Multiple Emergent Leaders on Team Performance
The present study contributes to the understanding of team functioning and performance by demonstrating the positive influence of multiple emergent leaders in self-directed teams. Shared leadership impacted team performance directly and through the development of accurate, but not more similar team mental models.
Roseanne J. Foti, Virginia Tech
Heather Hayes, Virginia Tech
Submitted by Roseanne J. Foti, rfoti@vt.edu
166-7. The Role of Individual and Industry Characteristics on Employee Marketability
The relationship of corporate reputation and organizational prestige on employee marketability was investigated. Multiple perspectives of marketability were obtained from 485 employees and 176 coworkers. Results confirmed the importance of human capital variables and highlighted the role of company reputation on staying marketable and employable in todays volatile business environment.
Rachel Day, American Institutes for Research
Tammy D. Allen, University of South Florida
Submitted by Rachel Day, rday@air.org
166-8. Litigation Intentions to Lawsuits: Procedural Justice Climate as a Moderator
We examine the link between litigation intentions and litigation filing and the moderating effect of procedural justice climate. Organizational data demonstrated a positive relationship between intentions and filing as well as support for the moderating role of procedural justice climate such that when climate was high, lawsuits were low.
J. Craig Wallace, Tulane University
Bryan D. Edwards, Tulane University
Scott Mondore, United Parcel Service
Erin Page, Georgia Institute of Technology
Submitted by J. Craig Wallace, jwallace@tulane.edu
166-9. Evaluating Shared Mental Model Measurement
Despite widespread interest in shared mental models (SMM), studies comparing SMM measurement are sparse. Our flight-simulator study showed that various approaches to eliciting mental models and assessing sharedness reflect different constructs, participants felt more negatively towards some elicitation methods over others, and skill predicted performance beyond that of SMM measures.
Sarah J. Ross, University of Western Ontario
Natalie J. Allen, University of Western Ontario
Submitted by Sarah J. Ross, sjirwin@uwo.ca
166-10. Reflexivity, Development of Shared Task Representations, and Group Decision Making
We examined effects of reflexivity on shared task representations in decision-making groups. An experiment showed that reflexivity led to better group decision making by affecting sharedness. Furthermore, reflexivity was found to have a stronger effect under conditions of diversity of representations than under conditions of homogeneity.
Wendy van Ginkel, Erasmus University Rotterdam
Daan van Knippenberg, Erasmus University Rotterdam
Submitted by Daan van Knippenberg, dvanknippenberg@rsm.nl
166-11. A Meta-Analytic Examination of Information Sharing in Work Teams
Results of the meta-analysis of 39 independent studies (2,501 teams; N = 9,076) suggest teams will share more information when a correct solution is possible, when instructed to share, and when members are amicable during discussion. Information sharing was also correlated with cohesion, satisfaction with discussion, and task knowledge.
Jessica Mesmer-Magnus, University of North Carolina-Wilmington
Leslie A. DeChurch, Florida International University
Submitted by Jessica Mesmer-Magnus, magnusj@uncw.edu
166-12. Learning From Errors: The Case of Medication Administration
The study aimed to identify learning mechanisms nursing units use to learn from errors and to test their effectiveness. Data were collected from 32 units using observations, interviews, and questionnaires. Results revealed the mechanisms employed to learn from errors and pointed at the superiority of integrated mechanisms that allow team learning and change.
Anat Drach-Zahavy, University of Haifa
Submitted by Tal Katz-Navon, katzt@idc.ac.il
166-13. Global Virtual Teams: A Review and Proposed Research Agenda
Global virtual teams (GVT) are prevalent in most transnational corporations. This review examines recent research on GVTs according to an inputsprocessemergent state-output model. The contributions of this paper are the review and integration of results, the identification of conflicting findings, and the proposal of a GVT research agenda.
Marieke Schilpzand, Georgia Institute of Technology
Submitted by Marieke Schilpzand, maria.schilpzand@mgt.gatech.edu
166-14. Partner and Personal Information Interaction Effects on Team Member Outcomes
We examined the interaction effects of partner and personal information on team member outcomes. Interactions involving partners effort, performance identifiability, and reward information affected individuals goal adoption and subsequent task performance. Results highlight the complexities of influencing goal adoption and task performance using multiple types of information.
Paul R. Heintz, Wright State University
Debra Steele-Johnson, Wright State University
Charlene K. Stokes, Wright State University
Submitted by Paul R. Heintz, heintz@edisonohio.edu
166-15. Group Attachment and the Big Five Predicting Group Tightness
The relationships between 2 personality frameworks (group attachment and the Big 5) and group tightness (group cohesion and norms) were investigated. Group attachment was strongly related to the criteria and provided incremental validity over the Big 5. The effects of team interdependence and level of analysis were also explored.
Marc Fogel, St.Vincent Health, Indianapolis
John T. Hazer, Indiana University-Purdue University Indiana
Submitted by Marc Fogel, mhfogel@stvincent.org
166-16. The Impact of Personality and Value Diversity on Team Performance
We examined the impact of team diversity on team processes and performance. Diversity in terms of personality affected task performance and cohesion, whereas diversity in terms of values related to perceptions of conflict and team self-efficacy. Enhanced team processes and performance was generally associated with less variability among teammates.
Taylor L. Poling, University of Tennessee
David J. Woehr, University of Tennessee
Luis M. Arciniega, Instituto Tecnologico Autonomo de Mexico
C. Allen Gorman, University of Tennessee
Submitted by Taylor L. Poling, tpoling@utk.edu
166-17. Effects of Self-Esteem and Group Forming on Work Group Performance
The performance of small decision-making groups was significantly influenced by the relative strength of self-esteem of their best versus their worst performing member. A forming exercise prior to group activity interacted with the self-esteem difference to limit the poor performance of groups with poor performing, high self-esteem members.
Jessica Marsh, Western Oregon University
David A. Foster, Western Oregon University
Submitted by Jessica Marsh, Jmarsh15@hotmail.com
166-18. On-Boarding Employees: A Model Examining Manager Behavior, Socialization, and
Commitment
This study tests a model proposing that individualized manager behavior (providing a department orientation subsequent to the organizational orientation) influences employee socialization, which in turn influences commitment. It appears that the additional department orientation by the manager serves an important role in increasing employee socialization and, ultimately, commitment.
Courtney L. Holladay, University of Texas, M. D. Anderson Cancer Center
Stefanie K. Halverson, University of Wisconsin-Madison
Terrance Michael Donnelly, M. D. Anderson Cancer Center
Steven Murray, University of Texas, M. D. Anderson Cancer Center
Submitted by Courtney L. Holladay, CLHolladay@mdanderson.org
166-19. Collective Efficacy Formation: A Field Study in China
We investigated how collective efficacy is formed. Results point to the mediating role of interpersonal group trust in the relationships between the 4 main antecedents of collective efficacy (i.e., past performance, vicarious learning, social persuasion, and group affect) and collective efficacy. We conclude with implications for future research.
Dongseop Lee, University of Tulsa
Alex Stajkovic, University of Wisconsin-Madison
Submitted by Dongseop Lee, dongseop-lee@utulsa.edu
166-20. Effects of Emotional Stability and Feedback on Work Group Performance
The objective performance of small decision-making groups was significantly influenced by performance feedback. The impact of feedback on group performance, however, was moderated by the groups level of emotional stability. Groups low in emotional stability made poorer decisions after receiving performance feedback compared to groups high in emotional stability.
Sarah Adelhart, Pacific University
David A. Foster, Western Oregon University
Vic Savicki, Western Oregon University
Rachel Daniels, Portland State University
Jamie Fetter, Western Oregon University
Kat Hughes, Western Oregon University
Jessica Marsh, Western Oregon University
Submitted by David A. Foster, fosterd@wou.edu
166-21. Who Is Your Ideal Mentor?
We coded open-ended statements concerning what individuals envision as qualities in an ideal mentor and looked at differences depending on ethnicity and gender. We discuss the importance of investigating the specific expectations people have regarding the physical image of their mentors and how question wording can impact stated demographic preferences.
Lisa Finkelstein, Northern Illinois University
Andrea Zimmerman, Northern Illinois University
Irene Kostiwa, University of Louisville
Kristina Matarazzo, Northern Illinois University
Submitted by Lisa Finkelstein, lisaf@niu.edu
166-22. Multiple-Perspective Taking in Team-Member Exchange in a Virtual Environment
Ninety-nine teams participated in a 16-week long virtual team simulation as part of a required business core course. Team-level multiple-perspective taking was related to team-member exchange (TMX). TMX was related to peer performance evaluations, satisfaction with the virtual experience, and likelihood of recommending the experience to others.
Rudolph J. Sanchez, California State University-Fresno
Julie B. Olson-Buchanan, California State University-Fresno
James M. Schmidtke, California State University-Fresno
Paula L. Rechner, Texas State University-San Marcos
Submitted by Rudolph J. Sanchez, rjsanchez@csufresno.edu
166-23. The Effects of Feedback and Leadership on Virtual Team Performance
The current study examined the effects of leadership and peer evaluations on virtual team performance. Although there were no leadership effects on performance, there was a positive relationship between peer evaluations and performance. Also, our results further suggest that peer evaluations did reflect contributions made to the team.
James M. Schmidtke, California State University-Fresno
Paula L. Rechner, Texas State University-San Marcos
Julie B. Olson-Buchanan, California State University-Fresno
Rudolph J. Sanchez, California State University-Fresno
Submitted by Julie B. Olson-Buchanan, julie_olson@csufresno.edu
166-24. Composition of Teams and Computer-Based Tasks: Effects of Gender
Gender as a team composition variable has received sparse attention (Stephenson, 1994). We elucidate the complicated nature of gender composition as an influence on computer-based task performance. Results indicated that the assumption of the superior performance of matched gender teams is likely attributable to the matching of male/male teams only.
Charlene K. Stokes, Wright State University
Debra Steele-Johnson, Wright State University
Anupama Narayan, Wright State University
Paul R. Heintz, Wright State University
Submitted by Charlene K. Stokes, stokes.10@wright.edu
166-25. Virtual Teams: The Application of Critical Thinking Interventions
To evaluate the impact of critical thinking training on virtual teams, 67 teams were randomly assigned to conditions, crossing training type (critical thinking or control) and critical thinking probes (none, during planning stage, during task). Results indicate that team-level (probes) and individual-level (intelligence) factors influenced performance on a computer-mediated task.
Rebecca H. Klein, University of South Florida
Ashley A. Gray, University of South Florida
Matthew S. Prewett, University of South Florida
Timothy J. Willis, University of South Florida
Frederick R. B. Stilson, University of South Florida
Jared Freeman, Aptima Inc.
Kathleen P. Hess, Aptima, Inc.
Michael D. Coovert, University of South Florida
Submitted by Rebecca H. Klein, rhklein@mail.usf.edu
166-26. Simulation Training Evaluation for NASAs Mission Management Team
This research evaluates 2 distinct simulation-based training events at the National Aeronautics and Space Administration. Changes in mission management team members competency-specific team efficacy beliefs were assessed via self-report. Moreover, observers rated team performance in critical competency areas during the simulations. Results suggest positive changes in team members affective states.
Cameron Klein, University of Central Florida
Kevin C. Stagl, University of Central Florida
Eduardo Salas, University of Central Florida
Chris P. Parker, Northern Illinois University
Donald F. Van Eynde, Trinity University
Submitted by Cameron Klein, cameronklein@hotmail.com
166-27. Perceived Organizational Support and Work Group Processes
Employees form a perception concerning the degree that their organization values and cares for them (perceived organizational support or POS). This theoretical paper considers how group processes would influence employees POS. In addition, the paper describes how the level of POS in the work group affects group processes and group performance.
Justin Aselage, University of Delaware
Robert Eisenberger, University of Delaware
Submitted by Justin Aselage, jaselage@udel.edu
166-28. Group Cohesion, Choice Shift, and Temporal Processes in Escalation of Commitment
Groups and individuals made repeated allocations of R&D funds in a computerized version of the A&S case. During failure, individuals and groups escalated commitment, but group escalation was related to choice shift, decision time, and group size, and not to group cohesiveness. Later, deescalation and group effects were temporally dependent.
Donald A. Hantula, Temple University
David Landman, Goldman Sachs
Submitted by Donald A. Hantula, hantula@temple.edu
166-29. Methods Used to Study Mentoring: Review and Future Research Implications
Research regarding mentoring relationships has flourished during the past 20 years. This article reviews the methodological content of 109 published mentoring articles. Findings suggest that many of the criticisms leveled against mentoring research, such as dependence on cross-sectional, single-source studies, are justified. Implications and suggestions for future research are offered.
Kimberly E. OBrien, University of South Florida
Elizabeth M. Lentz, University of South Florida/PDRI
Tammy D. Allen, University of South Florida
Lillian T. Eby, University of Georgia
Submitted by Tammy D. Allen, tallen@luna.cas.usf.edu
167. Special Event: Saturday, 11:3012:20 Austin 2 (2nd floor-H)
Distinguished Teaching Contributions Award
I-O Teachers: Druids in the Desert, or the Invisible Man?
Arrowsmith (1967), [U]niversities are as uncongenial to teaching as the Mojave Desert to Druid priests. In many psychology departments today that situation remains unchanged. Elsewhere, I-O doesnt even exist in the curriculumit is the invisible aspect of psychology. How can I-O educators survive and thrive in this environment?
Boris B. Baltes, Wayne State University, Chair
Marcus W. Dickson, Wayne State University, Presenter
168. Interactive Posters: Saturday, 11:3012:20 Majestic 8 (37th floor-H)
360 Feedback
Amy Hayes, Russell Reynolds Associates, Facilitator
168-1. Development of 360 Assessment for Executives
The Leadership Navigator for Executives Survey, organized into 12 competencies with 2 factors, was developed to assess performance of vice president-level employees. This study provides evidence that the assessment is reliable, that it is measuring executive performance, and that the competencies are appropriate for a wide range of executives.
Greg Robinson, 3D Group
Dale S. Rose, 3D Group
Submitted by Dale S. Rose, drose@3Dgroup.net
168-2. Applying Discrepancy Based Behavior Observation Scales to 360 Performance Appraisals
200 employees participated in a 360 performance appraisal that used actual and preferred ratings of performance. We found higher interrater agreement among the preferred ratings than actual ratings. The results suggest that one should consider including preferred ratings to increase the reliability of 360 performance appraisal instruments.
Kevin P. Richie, Memorial Health Care System
Mark S. Nagy, Xavier University
Sue R. Dyrenforth, VHA National Center for Organization Development
Joseph D. Mayer, Xavier University
Submitted by Mark S. Nagy, nagyms@xu.edu
168-3. Narrative Comments in 360 Feedback: Who Says What?
This study investigated the usefulness of qualitative comments made by raters in a 360 feedback process. Results indicated that comment usefulness differed by source, with peers providing the least clear feedback. In addition, usefulness differed by competency area. Practical implications and future research directions are discussed.
Treena L. Gillespie, California State University-Fullerton
Dale S. Rose, 3D Group
Greg Robinson, 3D Group
Submitted by Treena L. Gillespie, tgillespie@fullerton.edu
168-4. Building a Better Difference Score in Developmental Multirater Feedback Processes
Kluger and DeNisi found that feedback interventions sometimes lead to decreased performance (1996). We suggest that the positive influence of feedback has been underestimated and found that shading raters Time 1 ratings on Time 2 surveys produced a more precise measure of change. Implications for scientists and practitioners are discussed.
Steven M. Rumery, Leadership Research Institute
Cathleen A. Swody, University of Connecticut
Vipanchi Mishra, University of Hartford
Doug Trainor, Pfizer Inc
Submitted by Cathleen A. Swody, cathleen.swody@uconn.edu
169. Community of Interest: Saturday, 11:3012:20
Live Oak (2nd floor-H)
New OFCCP Rules on Internet Job Applicants
Doug Reynolds, Development Dimensions International, Facilitator
170. Poster Session: Saturday, 11:3012:20
Lone Star A-B (2nd floor-CC)
Personality & Emotions
170-1. The Role of Emotional Intelligence in Integrity and Ethics Perceptions
We surveyed 198 undergraduate students about their tendency to engage in unethical behaviors and their perceptions others engaged in such behaviors. Results suggest emotional intelligence predicts self-ethics and other-ethics perceptions. EI explained significant incremental variance in other-ethics perceptions, over that explained by self-ethics. Implications for research and practice are discussed.
Jessica Mesmer-Magnus, University of North Carolina-Wilmington
Chockalingam Viswesvaran, Florida International University
Satish Deshpande, Western Michigan University
Jacob Joseph, University of Alaska-Fairbanks
Submitted by Jessica Mesmer-Magnus, magnusj@uncw.edu
170-2. The Effects of Biodata on the Prediction of Domain Knowledge
This study examined the relationship between biodata and domain knowledge. It was hypothesized that biodata would be positively correlated with domain knowledge, providing incremental predictive validity over trait measures for domain knowledge. Results showed that biodata had significant predictive validity for domain knowledge.
Stacey D. Wolman, Georgia Institute of Technology
Phillip L. Ackerman, Georgia Institute of Technology
Submitted by Stacey D. Wolman, stacey.wolman@psych.gatech.edu
170-3. The Workplace Arrogance Scale: Development and Validation of a Measure
Despite anecdotal evidence of arrogance being an important workplace construct, there has been no attempt to systematically study it. This study documents the development and construct validation of the Workplace Arrogance Scale (WAS). Results indicated that the unidimensional 25-item measure was reliable and displayed convergent and discriminant validity as expected.
Aarti Shyamsunder, University of Akron
Stanley B. Silverman, University of Akron
Submitted by Aarti Shyamsunder, as31@uakron.edu
170-4. Examining Measurement Invariance of the Chinese Version NEO-PI-R Conscientiousness
Scale
Based upon Hofstedes cultural dimensions, the current study hypothesized the items on the NEO-PI-R Conscientiousness scale that may function differently across 2 national samples (American and Chinese). Most of the predictions were confirmed. Although a substantial proportion of items exhibited DIF, the entire conscientiousness scale functioned quite fairly across samples.
Guangrong Dai, Central Michigan University
Kyunghee Han, Central Michigan University
Huiqin Hu, Data Recognition Corporation
Stephen M. Colarelli, Central Michigan University
Submitted by Guangrong Dai, dai1g@cmich.edu
170-5. Beyond Big Five: A Taiwanese Workplace Personality Study
This study examined an indigenous Interpersonal Relatedness construct beyond the 5-factor model of personality in the workplace setting. The results indicated that a 6-factor model was superior in explaining personality traits in the Taiwanese sample. The Interpersonal Relatedness construct was independent of the work-specific constructs from the universal Big 5.
Chia-Lin Ho, University of Tulsa
Jennifer Welbourne, University of North Carolina-Charlotte
Pierce J. Howard, Center for Applied Cognitive Studies
Submitted by Chia-Lin Ho, chia-lin-ho@utulsa.edu
170-6. Personality Profiles of North American Professional Football Players
This study used a sample of 812 North American professional football players who completed the CPI 260 assessment. Average profiles for selected groups of players were evaluated. Logistic regression and discriminant function analyses were used to examine personality differences among groups of players, including several positions and offense versus defense.
Nancy Schaubhut, CPP, Inc.
David A. Donnay, CPP, Inc.
Richard C. Thompson, Consulting Psychologists Press
Submitted by Nancy Schaubhut, nas@cpp.com
170-7. On the Possibility of Using Configural Scoring to Enhance Prediction
Multiple calls for the exploration of configural scoring methods in personnel selection have been made in recent years. The present study used data collected in Sackett, Wiemann, Berry, & Laczo (2004) and applied 3 configural approaches to the Big 5 personality factors for predicting 2 facets of job performance.
Shonna D. Waters, University of Minnesota
Paul R. Sackett, University of Minnesota
Submitted by Shonna D. Waters, wate0120@umn.edu
170-8. Testing Gender and Ethnic Factor Structure Equivalence of the IPIP
We tested the factor structure of the 50-item international personality item pool 5-factor model measure using a sample of 1,001 participants. The model fit was generally good, although slightly lower for 2 ethnic minority groups, and the factor structure was largely invariant across gender and ethnic groups.
Karen Holcombe Ehrhart, San Diego State University
Scott C. Roesch, San Diego State University
Mark G. Ehrhart, San Diego State University
Britta Kilian, University of Mannheim
Submitted by Karen Holcombe Ehrhart, kehrhart@sunstroke.sdsu.edu
170-9. Comparisons at Work: The Role of Culture, Context, and Gender
The present study examined the role of social comparison among workers from private and public organizations in 2 cultures. Results showed evidence for differences at self-enhancement and self-improvement motives of comparisons at work.
Carmen Carmona Rodriguez, University of Groningen
Abraham P. Buunk, University of Groningen
Jose M. Peiro, University of Valencia
Arie Dijkstra, University of Groningen
Submitted by Carmen Carmona Rodriguez, c.carmona@rug.nl
170-10. Dispositional Approach to Customer Satisfaction and Behavior: An Interdisciplinary Perspective
Marketing researchers and I-O psychologists alike have shown interest in the study of customer satisfaction. Borrowing from ideas found in the job attitude literature, the dispositional components of customer satisfaction were examined. Data collected from 160 customers suggests that positive affectivity but not negative affectivity is related to customer satisfaction.
Gary N. Burns, Central Michigan University
Nathan A. Bowling, Wright State University
Submitted by Gary N. Burns, burns1gn@cmich.edu
170-11. The Use of Interactions Between Personality Variables to Predict Performance
We examined the use of interactions for predicting job performance. We identified 2 variable pairs that have been found to interact in previous research (Conscientiousness/ Agreeableness and Extraversion/Openness). Analyses on 3 independent samples
(N > 80) supported the use of the first variable pair, Conscientiousness/Agreeableness, for predicting job performance.
Jeff Foster, Hogan Assessment Systems
Therese H. Macan, University of Missouri-St Louis
Submitted by Jeff Foster, jfoster@hoganassessments.com
170-12. Identifying the Underpinnings of Addiction: A Measure of Addiction Proneness
This study describes the development and initial validation of an indirect measure of cognitive biases associated with addiction. Data were collected and analyzed on 628 participants from 2 distinct populations (known addicts vs. a random sample). Results indicated that addictive behavior is supported by a unique set of cognitive biases.
Jennifer L. Bowler, University of Tennessee, Knoxville
Lawrence R. James, Georgia Tech
Submitted by Jennifer L. Bowler, jlpalmer@utk.edu
170-13. Consistency in Personality Assessment Across Selection and Development Contexts
Two studies (N = 708 and 76) examined the change and consistency of personality scores for individuals assessed twice. Each assessment occurred in a context providing high motivation to fake (selection) or no motivation to fake (development). Differences in context produced no differences in change or consistency suggestive of faking.
Brian Connelly, University of Minnesota
Jill E. Ellingson, Ohio State University
Paul R. Sackett, University of Minnesota
Submitted by Brian Connelly, conne122@umn.edu
170-14. Goal Orientation and Responses to Negative and Descriptive Feedback
Goal orientation and responses toward feedback were examined. 70 participants received negative feedback regarding task performance; half also received descriptive feedback. Descriptive feedback significantly improved performance. Learning goal orientation was positively related to performance, and an interaction was found between feedback use and performance-prove goal orientation in predicting performance.
Jaime B. Henning, Texas A&M University
Pedro Ignacio Leiva, Texas A&M University
Carol F. Shoptaugh, Missouri State University
Thomas D. Kane, Missouri State University
Submitted by Jaime B. Henning, jhenning@tamu.edu
170-15. Influence of Trainer Affect and Emotional Contagion on Training Outcomes
A model of training effectiveness with individual and training characteristics is proposed and tested. We found that trainer positive affect led to more positive reactions toward the trainer and training and greater levels of positive affect in trainees. In turn, trainees affect influenced their reactions and performance.
Stefanie K. Halverson, University of Wisconsin-Madison
Courtney L. Holladay, University of Texas, M. D. Anderson Cancer Center
Miguel A. Quinones, University of Arizona
Submitted by Stefanie K. Halverson, shalverson@bus.wisc.edu
170-16. Within-Person Inconsistency of Personality Scores Between Applicant and Volunteer Situations
This study investigated the within-person consistency of personality ratings between applicant and volunteer situations. Results showed good consistency within the same situation but more inconsistency when a person completed it as an applicant and later as a volunteer. These results raise important construct validity questions about applicant self-ratings of personality.
Mark Alan Smith, American Institutes for Research
Jonathan M. Canger, Verizon Wireless
Submitted by Mark Alan Smith, msmith@air.org
170-17. Entrepreneurial Attributes During the Life Stages of Enterprise and Entrepreneur
Investigating the relationship between entrepreneurial attributes and entrepreneurs and enterprises life stages
(N = 276) revealed that most attributes remain constant across the enterprises life stages but become less characteristic across the life stages of entrepreneurs. The latter disconfirms the maturity model of personality development but concords with organizational choice models.
Marise Ph. Born, Erasmus University-Rotterdam
Sharda S. Nandram, Nyenrode University
Submitted by Marise Ph. Born, born@fsw.eur.nl
170-18. Genetic Influences on Core Self-Evaluations Using a Female Twins Sample
This study investigates the genetic influence on core self-evaluations with a sample of identical and fraternal female twins. Modeling procedures were used to estimate genetic influences showing that 35% of the variance in core self-evaluations can be accounted for by genetic factors, with the remaining 65% attributable to environmental factors.
Jing Zhu, University of Minnesota
Richard D. Arvey, University of Minnesota
Submitted by Jing Zhu, jzhu1@csom.umn.edu
170-19. Core of Fair and Stable Leadership Personality Constellation: Emotional Stability
Substantial evidence has accumulated demonstrating the associations between leadership and the personality traits of Emotional Stability, Extraversion, and Conscientiousness. These traits comprise a compound trait, fair and stable leadership, whose relationship to emotional stability is examined meta-analytically
(k = 25, N = 6,557) to better understand its construct underpinnings.
Adib Birkland, University of Minnesota
Deniz S. Ones, University of Minnesota
Submitted by Adib Birkland, abirkland@csom.umn.edu
170-20. Influence of Volitional Arrangements and Personality on Attitudes and Performance
This research examines the independent and interactive effects of personality and work arrangements on job attitudes and performance. Responses of 625 women in the construction industry and their supervisors suggest that the positive effects of Conscientiousness and Openness to Experience depend on whether employees are in their preferred work arrangement.
Eden B. King, Rice University
Margaret E. Beier, Rice University
Sharon E. Matusik, Rice University
Jennifer M. George, Rice University
Michelle (Mikki) Hebl, Rice University
Submitted by Eden B. King, eking@alumni.rice.edu
170-21. Faking Personality Tests in Selection Settings: Tailoring Responses to Jobs?
In the present study, the view is challenged that faking is a 1-dimensional construct. Subjects were instructed to fake for 2 widely differing jobs. It was shown that faking generalized for Neuroticism and Conscientiousness but depended on the characteristics of the job for Extroversion and Openness to Experience.
Matthias Unterhuber, University of Salzburg
Submitted by Matthias Unterhuber, Matthias.Unterhuber@sbg.ac.at
170-22. What is Beautiful is Good...Most of the Time
We conducted 2 studies that investigated the effects of physical attractiveness on employment decisions. Results of Study 1 showed that applicants attractiveness and qualifications interacted to influence ratings of overall performance. Study 2 showed that rater self-monitoring, applicant qualifications, and attractiveness interacted to influence ratings of applicants career progress.
Jason D. Goodchild, University of Iowa
Michael K. Mount, University of Iowa
Laura Parks, University of Iowa
Submitted by Laura Parks, laura-parks@uiowa.edu
170-23. Emotional Labor: The Effect of Individual Characteristics on Consequences
This study examined the impact of individual characteristics on the consequences of emotional labor. Healthcare workers were surveyed to determine the effect of self-monitoring, role internalization, and faking in good faith/bad faith on emotional exhaustion and job satisfaction. Results supported an integrative model that helps resolve discrepancies in previous research.
Laila Beaven, Eidetik, Inc.
Patrick M. McCarthy, Middle Tennessee State University
Michael B. Hein, Middle Tennessee State University
Submitted by Laila Beaven, lbeaven@eidetikinc.net
170-24. Exploring the Dispositional Source of Risk Preference
The current study examined relationships between personality and preferences for risk. Contrary to the assumption that preferences are subject only to situational contingencies, we asserted that the risk assessments may have a dispositional source. Results suggest that risk preferences are consistent across context and are strongly associated with individual differences.
Ronald F. Piccolo, University of Central Florida
Beth Livingston, University of Florida
Pauline Schilpzand, University of Florida
Timothy A. Judge, University of Florida
Submitted by Ronald F. Piccolo, rpiccolo@bus.ucf.edu
170-25. Taxometric Investigation of the Latent Structure of Personality
This study investigated the latent structure of Extraversion Introversion (EI) personality. Meehls taxometric techniques such as MAXCOV reveal that the structure of personality is best explained along a continuum rather than as discrete types. Additional correlational analyses yielded stronger predictive relationships with a dimensional measure of personality. Implications are discussed.
Carrie L. Kersell, County of San Diego
Submitted by Carrie L. Kersell, carrie.kersell@safeway.com
170-26. Five-Factor Model of Personality and Job Satisfaction: Results from Singapore
With Asian study participants, this research replicates Judge et als (2002) meta-analytic findings that the Big 5 traits Extroversion, Neuroticism, and Conscientiousness are related to job satisfaction. In addition, this study informs that in Asian collectivistic societies Agreeableness might play a more prominent role in affecting job satisfaction than in the West.
Klaus J. Templer, Nanyang Technological University
Submitted by Klaus J. Templer, akjtempler@ntu.edu.sg
170-27. Locus of Control and Work, Career, and Personal Outcomes
This study meta-analyzed the relationships between locus of control and work, career, and personal outcomes. Variables were categorized according to 3 theoretical perspectives: locus of control as well-being, as motivation, and as behavioral orientation. Hypotheses reflecting these 3 perspectives were proposed. We found support for these hypotheses in a meta-analysis.
Thomas Ng, University of Georgia
Kelly Sorensen, University of Georgia
Lillian T. Eby, University of Georgia
Submitted by Thomas Ng, twhng@uga.edu
170-28. The Effects of Personality on Individuals Earnings
Personality was shown to predict earnings measured 6 years apart. The mechanism was explored through the mediating effect of individuals leadership role occupancy. Results indicated partial mediation, and those high in the personality trait of social potency had higher earnings than those low, even when they occupied similar leadership positions.
Zhen Zhang, University of Minnesota
Richard D. Arvey, University of Minnesota
Submitted by Zhen Zhang, zzhang@csom.umn.edu
Program Table of Contents