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Content Index

Primary Content Areas (listed by session number; numbers following hyphens are posters)

This index shows the main title of every item accepted for the SIOP program, grouped by the primary content area as designated by its submitter. Titles are shown in order of presentation within areas. Numbers with hyphens are posters. For presentation formats other than posters, that is, symposia, discussions, and so forth, only the main title is indexed and shown here. Subsidiary presentation titles are not included. Visit http://www.siop.org/ProgramOnWeb/ to search the electronic version of the Conference Program by keywords, all content area codes, and authors names.



Absenteeism/Turnover

23-1 The Ties That Bind: Perceived Job Embeddedness and Voluntary Turnover
23-4 Part-Timers Retention, Perceived Organizational Support, and Economy Using HLM
23-10 Factors Affecting Turnover in Different Groups of Part-Time Workers
23-11 The Effects of Commitment Attitudes on Retirement and Turnover Intentions
23-14 Performance and Intent to Quit: A Meta-Analysis and Path Model
23-18 Employee Referral Programs: From Short-Term Outcomes to Return on Investment
23-23 The Multifoci Social Exchange Model of Justice: A Japanese Investigation
23-26 Understanding the Career Decisions of Sailors: Factors Influencing Reenlistment Intentions
52-27 Turnover in High-Performing Employees: Do Antecedents Depend on Age?
55 Media Training Workshop: Preparing for the Media Interview
192 Adaptation, Withdrawal, and Turnover: Current Issues and Directions

Aging/Gerontology

52-2 Retirement Transition and Adjustment Process: Examining Psychological Well-Being Change
52-8 Why Retirees Work: Differential Prediction of Bridge Employment Type
52-17 Attitudes Toward Older Workers: Empirical Evidence for a Climate Measure
52-21 Bridge Employment: Can Occupational Self-Efficacy Determine Which Bridges Are Crossed?
52-23 Importance Ratings: Does Rater Age Make a Difference?
238-1 Meta-Analysis of Age/Job Performance Relation: Is Job Complexity a Moderator?
238-2 Successful Aging at Work: Testing a Structural Model of Adaptation
238-3 Age, Ability, Prior Knowledge, and Personality in Learning
238-4 Age Differences in Bosses Performance Ratings

Attitudes Toward Selection

5 Culture and Applicant Perceptions of Selection Procedures
50-2 Does Test-Taking Motivation Result in More Faking?
240-1 Job Relatedness and Selection Information Explanations on Perceptions of Fairness
245-8 Applicant Reactions to Multiple Selection Procedures for the Police Force
245-10 Development of the Applicants Self- Versus Other-Referenced Anxiety Questionnaire (SOAQ)
245-11 Applicant Expectancies: Developing a Measure (Not Only) for the Military
245-12 Explanation of Computer-Adaptive Tests, Perceived Test Performance, and Test-Taker Reactions
245-17 Using Explanations for Test Use to Increase Applicants Test Performance
245-24 Reactions to a Situational Judgment Test
245-26 Applicant Reactions to Selection Systems: Discrimination Policies and Biased Tests
245-28 Testing 1, 2, 3, 4? The Personality of Repeat SAT Test Takers


Career Management/Socialization

81 Organizational Socialization Research: Summary, Redefinition, and New Research Directions
164-1 Mentoring, Organizational Commitment, and Organizational Sense of Community
164-2 Racial and Gender Differences in Mentoring: A Meta-Analysis
164-3 Protg Characteristics Associated With Volunteer Participation in Formal Mentoring
166-3 Prevalence of Proactive Acculturation Behaviors Among a Representative Random Sample
166-7 The Role of Individual and Industry Characteristics on Employee Marketability
166-18 On-Boarding Employees: A Model Examining Manager Behavior, Socialization, and Commitment
166-21 Who Is Your Ideal Mentor?
207 Intentions, Goal Orientations, and Social Networks in the Job Search

Community of Interest

22 Issues in IRT
29 Emerging Topic #1 in I-O Psychology
51 Emerging Topic #2 in I-O Psychology
68 Justice
140 Emerging Topic #3 in I-O Psychology
165 Issues in Multilevel Research
169 New OFCCP Rules on Internet Job Applicants
194 Executive Assessment & Selection
210 Test-Score Banding
239 Leadership Talent Management 
244 Theory Development

Conflict/Negotiations

43 Gender, Conflict, and Influence: New Directions and Findings
135-3 The Development of Cross-Cultural Interpersonal Conflict at Work Scale
240-3 How Generational Conflict and Self-Regulation Effect Job Tension
240-27 Effects of Conflicts and Resistance on the Implementation of Innovations


Consulting Practices and Issues

7 Making the Cut: Practical Guidance for Setting Cut-Off Scores
70 Helping Practitioners Get the Most From Academic Collaborations
97 Optimizing Subject Matter Expert Input: A Collaborative Approach
155 That Wasnt in The I-O Handbook! RJP For Consulting Careers
214 Credentialing and Licensing Issues in Industrial and Organizational Psychology
234 Postcards From the Edge: Practical Experiences of Recent I-O Graduates

Counterproductive Behavior & Workplace Deviance

30-9 Assertive Coping With Workplace Incivility
44 Citizenship and Counterproductivity: Using Innovative Methods to Explore Difficult Questions
103 Dont Say a Word: Explaining Withholding of Knowledge From Coworkers
114-5 John C. Flanagan Award for Outstanding Student Contribution to the SIOP Conference: A Closer Look at CWB: Emotions, Targets, and Outcomes
139-1 Do Mobility, Influence Tactics, and Abusive Supervison Impact OCBs?
139-2 Perceptions of Abuse in Aggressive Work Behavior
139-3 Harsh Critics: Aggressive Attributions for Failure
170-1 The Role of Emotional Intelligence in Integrity and Ethics Perceptions
173 Revising the Five-Factor Model: A New Six-Dimensional Model of Personality
240-4 Perceived Organizational Support: Overcoming Deviant Work Group Influence
240-5 Exploring Targets Perceived Experiences of Workplace Incivility
240-6 Meta-Analysis of Interpersonal Deviance, Organizational Deviance, and Their Common Correlates
240-8 Attributional Style as a Mediator Between Personality and Performance
240-10 Peer Reporting of Counterproductive Work Behavior: A Policy Capturing Study
240-11 Deception in Organizations: The Effect of Motives and Power Distance
240-15 Facet-Level Interaction of Conscientiousness and Agreeableness on Counterproductive Work
240-16 Multilevel Effects of Occupational Stress on Soldiers Counterproductive Work Behavior
240-17 Credibility Assessment in Work Situations Using Theoretical Verbal Analysis Criteria
240-21 Narrow Personality Traits of Counterproductive Work Behavior
240-24 Retaliation or Exhaustion? Burnout as a Factor in Performing Incivility
240-26 Individual and Organizational Antecedents of Misconduct in Organizations

Culture/Climate

52-6 Creating Profit by Keeping Promises to Employees
52-10 Relations Between Climate Strength, Individual Function, and Deviant Perceptions
52-11 Making Fun of Coworkers: Analyzing the Content of Workplace Humor
52-12 National Culture Compatibility and Merger and Acquisition Performance
52-14 The Relationship Between Employee Participation and Organizational Outcomes Revisited
52-15 Multilevel Analysis: Selling Style, Gender, Culture & Exaggeration by Salespeople
52-18 Evaluating the Relative Contribution of Distal Antecedents of Safety
114-11 S. Rains Wallace Dissertation Research Award: A Mediation Model of Goal Congruence, Service Climate, and Outcomes
135-1 Cross Cultural Variations in Climate, Stress and Organizational Productivity Relationships
193-3 Personal Values and the Safety ClimateSafety Behavior Relationship

Decision Making

52-13 Evolving Mental Models for Retirement
119 Sensemaking and Tacit Knowledge in Organizations
166-17 Effects of Self-Esteem and Group Forming on Work Group Performance
166-28 Group Cohesion, Choice Shift, and Temporal Processes in Escalation of Commitment
245-6 Deviations From Rational Decision Making: An Interactive Approach
245-27 Explaining Escalation of Commitment: The Integrative Threat-Evaluation Model
268 Multiphase and Single-Phase Management Models: A Comparison of Traditional and Tribal

Diversity

18 Diversity and Intergroup Relations Within Organizations
32 Modern-Day Sexism at Work: Forgotten, but not Gone
58 Perceptions of Discrimination at Work: Prevalence, Correlates, and Consequences
83 From Deployment to Employment: Research and Practices on Employing Veterans
89 Meeting for the Committee on Lesbian, Gay, Bisexual, and Transgender Issues
141-5 The Draw of Diversity: How Diversity Climates Affect Job Pursuit
141-7 Its Not Black and White: Reactions to Minority Recruitment Efforts
141-8 Still Sexist: The Relationship Between Sexism and Applicant Evaluations
141-9 Testing Stereotype Threat Theory Predictions for Math Majors by Gender
141-10 What Blinds the Diversity Lens in Vertical Dyads?
141-11 Employee Disability: Its Effect on the Performance Evaluation Process
141-13 Predicting Organizational Attitudes From Ethnic Identity and Perceptions of Diversity
141-15 Impact of Manager Versus Team Members Demography on Organizational Commitment
141-16 Heterosexuals Responses to Gay Co-Workers, Incorporating Gender Differences
141-17 Using SJTs to Evaluate Equal Opportunity and Diversity Training Programs
141-18 The Effect of Racialized Jobs on Promotion Decisions
141-19 Adverse Impact: Four-Fifths Rule Versus Statistical Significance Tests in Courtrooms
141-20 Workplace Romance: Examining Sexual Orientation, Power Differences, and Organizational Culture
141-22 The Effects of Accent on Perceptions of a Medical Doctor
141-23 Women Managers: Self-Imposed Barriers to Career Advancement
141-25 The Impact of Personal Comfort with Diversity on Group Functioning
141-26 The Validity of IAT of Attitudes towards Individuals With Disabilities
141-27 The Bill Cosby Effect: Does Audience Race Influence Evaluations/Criticism?
141-29 Criterion-Related Validity and Ethnic Differences of Dutch Police Officer Selection
145 Potentially Negative Effects of Corporate Culture on People With Disabilities
160 Sexual Harassment of Special and Vulnerable Populations in the Workforce
161 Creating Inclusive I-O Program Cultures: Best Practices at UGA, UCF
180 The Advancement and Success of Women of Color in Organizations
209-18 Glass Ceiling: Lawsuit Threats Influence Decisions for Top Jobs
209-21 Manager-Subordinate Racial Similarity and Work Outcomes: Examining Possible Moderators
209-28 Analyzing Judgments of Ethnically Diverse Applicants: Dutch Police Selection Findings
209-29 Diversity Climate Perceptions and Racial Differences in Managerial Retention
211-16 Supervisor and Organizational Support Perceptions in Latinos Versus Non-Latinos
231 Committee on Ethnic Minority Affairs (CEMA) Meeting
242 Committee on Ethnic Minority Affairs (CEMA) Reception

Downsizing/Outplacement

23-13 The Difference Between Cognitive and Affective Job Insecurity
52-16 The Impact of Job Insecurity on Employee Creativity and Counterproductivity
114-13 Job Insecurity and Accident Underreporting

Emotions in Organizations

13 Emotional Intelligence and Workplace Training Interventions
21-1 Emotional Transfer in Teams: Antecedents, Processes, and Outcomes
21-3 Effects of Emotions Used in Organizational Planning
21-4 Emotions as Triggers for Idea Generation and Implementation
79 The Impact of Emotional Intelligence on Leadership and Workplace Performance
114-9 Preliminary Validation of an Emotional Intelligence Measure for Employee Development
128 Service With a Smile, Regardless: Emotions and Customer Service Work
141-1 Group Differences in Applicant Scores on an Emotional Intelligence Test
170-15 Influence of Trainer Affect and Emotional Contagion on Training Outcomes
170-23 Emotional Labor: The Effect of Individual Characteristics on Consequences
186 Toward Better Understanding and Measurement of Emotional and Social Intelligence
219 New Directions in Emotional Labor Research

Employee Surveys

26 Extending the Knowledge: Corporate Wide Actions From Employee Research
37 Patterns Across Global Organizational Surveys: Timeliness, Norms, Structural Equation Models
42 Starting With Your Objective: A Framework for Strategic Organizational Surveys
52-5 Measurement Invariance of a Global Survey Across Six Cultural Regions
69-4 Identifying Key Drivers From Survey Data: Comparing Regression to CHAID
71 Trends & Trend-Busters: Understanding Change in Employee Attitudes Over Time
74 Utilizing Survey Results for Organizational Change
99 Beyond Linkage: Leveraging Survey Data for Organizational Decisions and Changes
102 Staying on Your High Horse: Ethical Challenges in Employee Surveys
112 Employee Engagement: Does it Make a Difference in Business Performance?
114-2 A Comment on Employee Surveys: Examining Open-Ended Responses
147 Have You Ever Wondered...Ponderables About Using Employee Survey Results
163 Culture-Strategy Alignment: Refreshing the Purpose of the Employee Survey
171 Improving the Use and Usefulness of Multisource Comments
197 Defining and Measuring Employee Engagement: Old Wine in New Bottles?
200 Geographic Differences in Employee Surveys: Comparison of Four Global Organizations
225 Strategic People Measures, Strategic Surveys and Business Decision Making

Ethics, Values in I-O Psychology

63 Resolved: The APA Ethics Code is Inadequate for I-O Psychology
108 Positive Organizational Scholarship: The Past, The Future and SIOP Opportunities
218 A Conversation With the APA Ethics Director
240-18 Explorations of Unethical Behavior in Organizations
263-4 Measuring Work Ethic: An Application of Polytomous Item Response Theory
263-10 Ethical Leadership Through Ethical Scandal, Intervention and Post Intervention Periods

Executive Coaching/Executive Development

56 Supporting Executives in Transition: An Integrated Cross-Disciplinary Approach
85 Measuring and Maximizing the ROI of Executive Coaching
87 The Lifecycle of a Dell Executive: Integrated Executive Talent Management
125 Executive Coaching: How Do We Know the Value We Add?
188 What Exactly is Executive Coaching Anyway? Graduate Students Question Experts
263-16 Coaching Managers and Junior Executives: Goals, Performance, and Adherence

Global HR Practices/International I-O

2 Global Talent Management: Challenges and Opportunities
31 Selecting Effective Expatriates: Translating Research Into Practice
57 Managing Cross-Cultural Assessment Challenges: Guidance From Experienced Practitioners
100 International Affairs Meeting
114-16 An Evaluation of the Cross-Cultural Generalizability of Organizational Commitment
131 The Expatriate Lifecycle: Insights From Selection to Repatriation
135-4 A Biodata Inventory for Expatriate Selection: Assessing Cross-Cultural Adaptability
141-4 Asian Variability in Performance Rating Modesty Bias
141-12 Motives, Intentions To Stay, And Acculturation Among Asian International Students
141-21 Coming Home: A Reservist Perspective on the Repatriation Process
141-28 Comparing Telephonic and Face-to-Face Speaking Proficiency Interviews
184 Chinas Rising Economic Tide: Are I-O Psychologists Missing the Boat?
221 Global at Work, but Local at Heart!
249 Applying I-O Psychology Cross-Culturally: The Case of Saudi Aramco
252 Globalization Impact on I-O Psychologists
263-7 Effect of Language Ability on Expatriate Adjustment: A Meta-Analysis

Human Factors and Ergonomics

105-2 An SDT Analysis of Error Detection in a Simulated Pharmacy Environment

Innovation and Creativity

52-1 Efficacy Beliefs and Group Members Motivation toward Group Creative Processes
52-4 Factor Structure of the KEYS Climate for Creativity Scale
52-9 Group-Level Analysis of Innovation Implementation Effectiveness
61 Personal Characteristics and Creativity: Traditional and New Factors
104-1 Predicting Creativity With Alternative Biodata Question Types
104-2 A Multilevel Investigation of the Organizational Learning Factors Influencing Creativity
104-3 The Influence of Leaders Regulatory Focus Modeling on Employee Creativity
104-4 Climate for Creativity: A Quantitative Review
130 Creativity and Innovation in Work Organizations: Multilevel Approaches

Item Response Theory

69-1 Cautions Regarding Sample Characteristics When Using the Graded Response Model
69-26 Use of Item Response Theory Methods for Establishing Measurement Invariance
157 Introduction to the Generalized Graded Unfolding Model and Its Estimation
179 Advances in Measurement Equivalence: New Item Parameter Replication (IPR) Approach

Job Analysis/Job Design/Competency Modeling

82 Innovations in Work Design: Going Beyond the Usual Suspects
105-6 The Effect of Web-Based Training on Personality-Based Job Analysis Responses
105-21 Limits on Leadership and Job Design: Importance of Error Criticality
105-22 The Establishment of Visual Requirements for White-Collar Jobs
105-24 Updating Work Roles Using Criticality and the Jaccard Similarity Coefficient
117 Making Ivory-Tower Job Analysis Useful in the Real World
141-2 Gender Differences in Importance Ratings in 360 Degree Feedback Surveys
162 Standardized Job Analysis Tools: State of the Science
181 Integrating HR Systems Using Job-Related Competencies
236 Purpose Driven Job Analysis: Analyzing Jobs by Job Families

Job Attitudes/Attitude Measurement

19 Resistance to Change: Definitions, Antecedents and Outcomes
28-4 Trust in Organizations: A Multi-Bases, Multi-Foci Investigation
52-28 Factors Affecting Employee Satisfaction With Disability Accommodation: A Field Study
60 Time and Job Satisfaction
96-2 Job Reactions of Nontraditional or Contingent Professional Workers
96-3 Does Normative Commitment Develop Through Team Processes? Implications for Turnover
96-4 Job Satisfaction Among Healthcare Employees: Does Time of Year Matter?
96-5 Outcomes Associated With Perceptions of Organizational Politics: A Meta-analysis
96-6 Discrepancy, Velocity, and Job Satisfaction: Temporal Orientation as a Moderator
96-7 Validation of the Index of Organizational Reactions (IOR) Short Form
96-8 Predictability and Consequences of Employee Engagement
96-9 Understanding the Variability of Job Satisfaction
96-10 Consequences of Nepotism in the Family Firm: Its All Relative
96-11 A Longitudinal Unit-Level Test of the Employee SatisfactionPerformance Link
96-12 A Meta-Analytic Investigation of the Unit-Level Employee Satisfaction-Performance Link
96-13 Situation Strength and the Dispositional Approach to Job Satisfaction
96-14 Interactive Effects of Organizational Politics and Role Conflict on Turnover
96-15 Personality and a Typology of Job Involvement and Organizational Commitment
96-16 Investigation of Multi-Level Relationships Between Supervisor and Subordinate Attitudes
96-17 Does Demographic Item Nonresponse Relate to Job Attitudes?
96-18 Cynicism Towards Coworkers, Immediate Supervisors and Upper-Level Management
96-19 Post-Deployment Reintegration Experiences: Their Relationship to Organizational Outcomes
96-20 Double Trouble or Twice Nice: Municipal Elected Officials Juggling Jobs
96-21 Assessing Trust in Leadership at Dyadic and Organizational Levels
96-22 The Role of Individual Differences and Motives in Psychological Ownership
96-23 FFM Facet-Level Personality Correlates of Job Satisfaction for Childcare Workers
96-25 Personality and Organizational Commitment: Mediational Role of Job Characteristics
96-26 Job Autonomy: A Meta-Analysis of Autonomy and Emplyoee Outcomes
96-27 Construct Validation of Equity Sensitivity: New Evidence of Multidimensionality
96-29 Evaluating Job Satisfaction: On the Inclusion of Affective, Cognitive, and Evaluative Components
114-15 Concept Redundancy Among Forms and Bases of Commitment
116 Perceived Organizational Support: The Key Role of the Supervisor
158 The Measurement, Causes, and Consequences of Facet Satisfaction
217 Understanding Employee Engagement: A Discussion of the Construct
255 Social Identity Theory: Implications for I-O Psychology

Job Performance/Criteria/Extra-Role Behavior

105-1 Outcomes of Perceived Organizational Support: The Role of Pay Context
105-3 Personality and Motivational Predictors of Soft Skills Performance
105-4 Introducing Hope as a Workplace Construct
105-7 Organizational Support, Contract Fulfillment, Preferred Status and Outcomes Among Part Timers
105-8 A General Model of Job Performance: A Ten-Factor Solution
105-9 The Wonderlic-NFL Performance Relationship Revisited: Positional Analyses and Generalizability
105-10 Alternative Performance Frameworks: Directions for Research and Practice
105-12 Effect of Motivational Fit on Satisfaction With Organizational Citizenship Behaviors
105-13 Knowledge and Skills in the Prediction of Organizational Helping
105-14 Defining Productivity as the Product of Efficiency and Effectiveness
105-15 OCB Redeemed: A Qualitative Study of Discretionary Contributions at Work
105-16 Adaptability: A Distinct Dimension of Leader Performance?
105-18 Learning Goal Orientation, Monitoring, and Creativity: Mediating Role of Scouting
105-19 Relative Importance of Antecedents to Voluntary Workplace Behaviors
105-20 Perceived Requirement as a Mediator of PersonalityContextual Performance Relationships
105-23 Control and Anticipation of Social Interruptions: Reduced Stress, Improved Performance
105-26 In College Basketball, Performance Consistency Is Measurable and It Matters
105-27 Momentary Versus Retrospective Reports of Mood, Behavior, and Performance
105-28 Regulatory Failure in High Fidelity Simulations
105-29 Rater Personality and Ability in the Performance Appraisal Process
105-30 Ability, Personality, Performance over Time: A Censored Latent Growth Model
114-3 Expanding the Criterion Domain? A Meta-Analysis of the OCB Literature
271 Antecedents of Proactive Behavior: The Role of Person-Related Variables

Leadership

4 Leadership and Practical Science: Advancing Knowledge, Improving Organizations
14 What Makes a Great Leader? Refining the PersonalityLeadership Relationship
21-2 Leader Emotions, Transfer of Arousal, and Attribution of Charisma
28-1 Top Management Credibility and Employee Cynicism
47 Team Leaders: Who Are They and What Do They Do?
75 To Conform or Deny: Gender Stereotypes and Female Leaders Behavior
86 Creating Change Through Leadership Development
105-25 Execution Behaviors as Predictors of Performance for Leaders in Transition
114-7 Gene-Environmental Effects on Leadership Emergence: Examining Interactions
139-4 Sources of Leader Violence: Comparison of Ideological and Non-Ideological Leaders
146 Leadership and Evolutionary Psychology: New Perspectives on an Old Topic
178 The Qualitative Study of Leadership: Research Methods and Substantive Findings
211-1 Understanding, Predicting, and Supporting Performance of Leader Self-Development
211-2 Charismatic Leadership Development: Role of Work Values
211-3 Leadership Competencies and Organizational Outcomes: A Longitudinal Study
211-4 The Effects of Gender on Perceptions of Emergent Leaders
211-5 Regulatory Focus Fit: Influences on LeaderMember Exchange
211-6 Follower Self-Concept Activation as the Process Underlying Leadership Effects
211-7 Effects of Leader Emotion and Response on Evaluations of Leadership
211-8 Managing Dreams and Ambitions: Possible Selves and Visionary Leadership
211-9 Social Responsibility, Ethical Leadership and Performance
211-10 LeaderMember Exchange and Subordinate-Related Outcomes: Test of a Mediation Model
211-11 Building Shared Vision: Investigating the Importance of Value Congruence
211-12 Extending Socialized Charismatic Leadership Research: A Theoretical Model Integrating Humility
211-13 Implicit Leadership Theories: An Investigation of Performance Cue Influence
211-14 Transactional/Transformational Leadership and Innovative Behavior: Empowerment as a Moderator
211-15 Development of a Situational Judgment Test to Assess Educational Outcomes
211-17 Transformational Leadership, Follower Cultural Orientation, and Team Performance
211-18 Transformational and Transactional Leadership and Attitudes Toward Innovation Adoption
211-19 Effects of Leader Verbal and Nonverbal Behavior on Follower Performance
211-20 Leaders Role in Removing Effective Performance Barriers: A Qualitative Approach
211-21 Latent Growth Curve Modeling of the Development of Leadership Performance
211-23 Developing Leaders Using a Model and Criterion Reflecting Everyday Complications
211-24 Examining the Process of Transactional Leadership: An SEM Approach
211-25 Impact of Rater Personality on Transformational and Transactional Leadership Ratings
211-26 Leadership Behaviors and Effectiveness in Context: The Case of Telecommuting
211-27 Virtual Team Leadership: Perspectives From the Field
211-28 A Multidimensional Understanding of LeaderFollower Distance in Organizations
211-29 Air Force Post-Deployment Reintegration Research: Implications for Leadership
215 Leadership Role TransitionsScientific and Practical Considerations
229 Leaders and Followers: How Social Exchanges and Influence Impact Outcomes
262-1 LeaderMember Exchange: Analyzing Levels, Gender Match, LMX Tenure, and Support
262-2 Gender Dyad Composition Moderated LMX and Subordinates Organizational Attitudes
262-3 Putting the Exchange Back in LMX: Valued Outcomes and Resources
262-4 LeaderMember Exchange and Citizenship Behaviors: A Meta-Analysis
273 Use of Time Series in Leadership Research

Legal Issues

3 Recent Developments in Employment Discrimination Law and I-O Psychology
113 Implications for Personality Testing: 7th Circuits Decision: Karraker vs. RAC
136-2 Adverse Impact Prediction: Implications of Using the Eighty Percent Rule
166-8 Litigation Intentions to Lawsuits: Procedural Justice Climate as a Moderator
206 Expert Witness Discussion Hour
232 Recent Trends in Adverse Impact Litigation
245-13 Predicting the Outcome of Race and Sex Discrimination Cases
274-1 The Implications of Frequent Appliers on Adverse Impact Analyses
274-3 Modeling Adverse Impact Via Organizational and Applicant Characteristics

Motivation

52-3 The Role of Affect and Judgment in Goal Regulation
52-7 Work Habits Role in the Motivation of Food Safety Behaviors
52-19 An Integration of Two Complex Concepts of Achievement Motivation
52-22 Task Characteristics as Predictors of Procrastination in an Applied Setting
52-24 Framing Effects of Distal Goals on Proximal Goal Processes
52-25 Measurement Invariance for the 2 x 2 Achievement Goal Framework
52-26 Influences of Discrepancies, Attributions, and Self-Efficacy in Explaining Goal Revision
52-29 Implicit Theory of Intelligence: Interaction With Cognitive Ability and Conscientiousness
94-1 Comparing Two, Three, and Four-Dimensional Measures of Goal Orientation
94-2 Trait-Based Goal Orientation and Performance: A Meta-Analysis
94-3 A Preliminary Investigation of the Work Avoidance Goal-Orientation Construct
94-4 Are They Really the Same? Convergence of Goal-Orientation Measures
126 Recent Developments in Efficacy Research: Interventions and Temporal Relationships
172 The Evolution and Utilization of Personal Resources in Self-Regulation
237 The Contextual Connection: Rethinking Context in Motivational and Leadership Processes

Occupational Health, Safety, & Response

30-1 Workplace Safety: Decision Policies for the Self and Typical Other
30-4 Flow Among Architecture Students: Promoting Well-Being at Work
30-11 Attitudinal Determinants of Support for National Smoking Ban
30-13 Predicting Aggressive Driving Using the Five-Factor Model Personality Variables
30-16 Critical Incidents at Work: Development of the Workplace Perceptions Questionnaire
30-18 The Effects of Physiological Arousal on an Applied Vigilance Task
30-19 When Does Employee Exercise Benefit the Employing Organization?
30-20 Oculomotor Measures as Predictors of Performance Uunder Sleep Deprivation Conditions
30-21 Work Overload, Stigma of Psychological Problems, and Health
30-22 Linking Training to Musculoskeletal Symptoms, Job Dissatisfaction, and Job Insecurity
30-23 Theory of Planned Behavior, Occupational Stress, Implementation Intentions, and Health
114-4 Investment in Workforce Health: Implications for Workforce Safety and Commitment
176 Employee Well-Being in Small Businesses: Health Promotion, Climate, and Stress
193-1 Corporate Financial Decision Makers View of Safety
193-2 An Investigation into the Generic Factor Structure of Safety Climate
193-4 Improving Safety Outcomes: A Multilevel Analysis
202 New Directions in Organizational Safety Climate Research

Organizational Development and Change

24 On Demand I-O: Leveraging I-O to Enable IBMs New Strategy
135-2 Cross-Cultural Differences in the Impact of a Productivity Intervention

Organizational Justice

114-12 Whos Procedurally Just? The Role of Managers Implicit Personal Theory
208 Justice and Individual Differences: New Research Findings, Directions, and Questions
227 Taking Account of Measurement Issues Regarding Organizational Justice
240-2 An Identity LevelEmotional Intelligence Model of Procedural Justice
240-7 Is Fairness Truly in the Eye of the Beholder?
240-9 Interactional Justice and Discipline Delivery: The Importance of Explanations
240-12 Role of Dispositional Uncertainty in Employees Responses to Procedural Justice
240-13 Organizational Justice and Employee Health: A Meta-Analytic Integration
240-14 Examining the Link Between Customer Interactional Injustice and Employee Attitudes
240-20 Justice and Corporate Social Responsibility: A Social Exchange Model
240-22 Fairness Perceptions: Is Whats Considered Just Equivalent for All?
240-23 Comparing Organizational Justice Issues Across the U.S. and India
240-28 Reactions to Unfairness: Differences Between Americans and Asians
240-29 Social Comparison and Justice Perceptions
243-2 Personality as a Moderator of the JusticeCommitment Relationship

Other

8 Telework Today: The Latest Research From the Front Lines
10 Internally Designed High-Potential Development Programs: Best Practices for Success
17 Mentoring Relationships Across Developmental Contexts: Bridging Multidisciplinary Divides
23-6 Effects of Work Environment on Organizational Commitment in Changing Careers
23-15 Job-Search Behavior and Two Tests of Mediation
30-24 A Meta-Analysis Of Workaholism Antecedents and Outcomes
30-27 Temporary Workers Coping Responses to Sexual Harassment: A Preliminary Model
30-29 Time Management, Circadian Type, and Psychological Well-Being
34 Education and Training in I-O Psychology: Open Meeting of Educators
39 Employee Attachment and Deviance in Organizations
52-20 Making Theories User-Friendly: Translating Motivation Theory Into Management Practice
52-30 Exploring the Longitudinal Role of Psychological Climate in Sexual Harassment
73 Internal Versus External Consulting: Pros, Cons, and Lessons Learned
93 At Your Service: Applying I-O Psychology to Customer Service Issues
95 Assessment Centers for Multiple Purposes: Prediction, Diagnosis, and Development
96-24 Job Satisfaction and Union Participation: Cross-Level and Group-Level Interactions
96-30 Motivational Goals, Norms, Attitudes, and Behavior Prediction: A Meta-Analytic Synthesis
105-5 Interactive Effects of Social Exchanges on Employee Behavior
106 Leaving HR: I-O Psychologists Working in Business
114-1 The Role of Employee Attributions of HR Practices in SHRM
129 SIOP Goes to Washington: Advocating for I-O Psychology
134 The Rules of Attraction: What, When, and Why Applicants Choose
144 Gender and Culture: Emerging Directions for Organizational Citizenship Research
164-4 Positive and Negative Mentoring Experiences: Impact on Protg Outcomes
166-29 Methods Used to Study Mentoring: Review and Future Research Implications
170-21 Faking Personality Tests in Selection Settings: Tailoring Responses to Jobs?
187 Enduring Challenges in Linkage Research: Some Lessons From the Field
190 Measuring Organizational Productivity Using ProMES (Productivity Measurement and 
Enhancement System)
191 Publishing in Psychological Bulletin, Psychological Review, etc.: Strategies and Tactics
196 Effects of Religion on Employee Well-Being
223 Perpetrators of Organizational Delinquency and the Whistle Blowers Who Report Them
224 The Fish Ate the Whale: Driving Dramatic Acquisitions to Win
245-1 Preference for Politics: An Individual Difference Approach to Organizational Politics
245-25 A Dynamic Model of Job-Search Behavior
245-29 The Influence of g, Education and PersonVocation Fit on Income
245-30 The Influence of ApplicantEmployee Similarity on Perceptions of Organizational
250 Crossing Disciplinary Boundaries: Insights for I-O Psychology Practice, Research, Teaching
253 Linkage Research in Customer Service: Connecting Levels, Stakeholders, and Disciplines
263-9 Volunteer Motivation, Satisfaction, and Continuance: The Role of Training
263-23 Learning From Error: The Influence of Error Incident Characteristics
263-27 Union Participation: A Meta Analysis
263-28 Quality Management Through Human Resources: A Case in Healthcare
264 Expanding Our Influence: How I-O Psychologists Can Improve Education
266 Evolutionary I-O Psychology: Emprical Studies in Decision Making, Leadership, Personality
267 Applying the Social Network Approach to I-O Psychology
272 Psychological Contracts at Work: Social Exchange Foundations and Practical Considerations

Performance Appraisal/360 Feedback

23-3 Benefits of Rater Teams: Role of Consensus and Rater Motivation
23-5 The Influence of Emotional Intelligence on Feedback Seeking Behavior
23-7 Measurement Invariance in Performance Appraisal Ratings of U.S. Army Soldiers
23-8 Feedback Discounting: A Mediator of Justice Effect on OCBs
23-9 Reactions to the Performance Appraisal Process: Effects of Self-Appraisals
23-12 Managers Reactions to Performance Appraisals: A Meta-Analysis
23-16 Value of Employees: Typical Performance, Maximal Performance, and Performance Variability
23-17 Managerial Feedback Seeking: The Influence of Perceived Face Loss Costs
23-19 Self-Monitoring and the Acceptance of External Feedback
23-22 Effects of Feedback Seeking on Affective Commitment and Performance Ratings
23-24 Attribution Style and the Negative FeedbackPerceptions of Politics Relationship
23-25 Role Clarity, Social Skills and the Feedback Seeking/Organizational Outcomes Link
23-27 The Influence of Personality on Contextual and Task Performance Ratings
23-28 Findings From the Public Sector: Performance Ratings and Promotional Progression
23-29 The Effect of Rater Selection on Rating Accuracy
46 The Evolution of 360 Feedback: What Hath We Wrought?
91 Theoretical and Practical Issues of Negative Performance Appraisals
96-1 The Impact of the Feedback Environment on Job Satisfaction
105-11 The Role of Social Discomfort in Understanding Performance Appraisal Anxiety
105-17 Differences in Raters Sensitivity to Constraints on Ratee Performance
141-6 The Influence of Sex-Role Stereotypes and Sex-Typing on Performance Evaluations
141-24 Do Cross Cultural Values Affect Multisource Feedback Dynamics?
168-1 Development of 360-Degree Assessment for Executives
168-2 Applying Discrepancy Based Behavior Observation Scales to 360 Performance Appraisals
168-3 Narrative Comments in 360-Degree Feedback: Who Says What?
168-4 Building a Better Difference Score in Developmental Multirater Feedback Processes
203 The Four Rs of 360 Feedback: Determinants of Its Effectiveness
211-22 Different Perspectives on LMX: An Investigation in USA and India
222 Toward a Better Understanding of 360 Feedback Processes

Personality

6 New Directions in Core Self-Evaluations Research
33 Innovative Response Formats in Personality Assessments: Psychometric and Validity
50-3 Personality, Faking, and Convergent Validity: A Warning Concerning Warning Statements
50-4 Do People Fake On Personality Inventories? A Verbal Protocol Analysis
59 A Closer Look at Applicant Faking Behavior
69-8 A Lexical Study of Communication Styles
88 Linking Personality to Decision Making in Recruitment and Selection
107 Deceptively Simple: Applicant Faking Behavior and Prediction of Job Performance
120 Across Cultural Barriers: Validity of Personality in Non-Western Cultures
132 Comparing People Across the Globe: The Challenge of International Norms
148 Personality at Work: New Applications of Trait Activation Theory
170-2 The Effects of Biodata on the Prediction of Domain Knowledge
170-3 The Workplace Arrogance Scale: Development and Validation of a Measure
170-4 Examining Measurement Invariance of the Chinese Version NEO-PI-R Conscientiousness Scale
170-5 Beyond Big Five: A Taiwanese Workplace Personality Study
170-6 Personality Profiles of North American Professional Football Players
170-7 On the Possibility of Using Configural Scoring to Enhance Prediction
170-8 Testing Gender and Ethnic Factor Structure Equivalence of the IPIP
170-9 Comparisons at Work: The Role of Culture, Context and Gender
170-10 Dispositional Approach to Customer Satisfaction and Behavior: An Interdisciplinary Perspective
170-11 The Use of Interactions Between Personality Variables to Predict Performance
170-12 Identifying the Underpinnings of Addiction: A Measure of Addiction Proneness
170-13 Consistency in Personality Assessment Across Selection and Development Contexts
170-14 Goal Orientation and Responses to Negative and Descriptive Feedback
170-16 Within-Person Inconsistency of Personality Scores Between Applicant and Volunteer
170-17 Entrepreneurial Attributes During the Life Stages of Enterprise and Entrepreneur
170-18 Genetic Influences on Core Self-Evaluations Using a Female Twins Sample
170-19 Core of Fair and Stable Leadership Personality Constellation: Emotional Stability
170-20 Influence of Volitional Arrangements and Personality on Attitudes and Performance
170-22 What is Beautiful is Good...Most of the Time
170-24 Exploring the Dispositional Source of Risk Preference
170-25 Taxometric Investigation of the Latent Structure of Personality
170-26 Five-Factor Model of Personality and Job Satisfaction: Results From Singapore
170-27 Locus of Control and Work, Career, and Personal Outcomes
170-28 The Effects of Personality on Individuals Earnings
175 The Validity of Selection Instruments: Single Scales Versus Configurations
230 Using Personality Questionnaires Cross-Culturally: Issues and Practice in Test Translations
245-16 Meta-Analytic Investigation of Personality and Hollands RIASEC Model
269 Bringing the Implicit Personality into I-O Psychology

PersonEnvironment Fit

23-2 Linking Personality to College Student Success Through RIASEC Task Environments
23-20 Assessing PersonJob Fit in Selection: An Objective Approach
228 Fit Happens: The Impact of Selection-Based Job Fit Measures
245-2 Increasing PO Fit Through Socialization: Individual and Organizational Characteristics
245-9 Individual Differences in the Importance of PersonJob and PersonOrganization Fit
245-19 Organizational Characteristics, Goal Orientation, and Organizational Attractiveness: A Fit Perspective
245-20 A Hierarchical Framing of PersonWork Environment Fit Constructs

Power and Influence

20 Political Skill, Influence Behavior, and Work Outcomes
263-2 Political Skill in Organizations
263-6 Relationships Between Need for Achievement, Impression Management, and Work Strain
263-8 Politics, Stress, and Satisfaction: Personal and Situational Buffers
263-13 Reputation as Moderator of Political Behavior-Work Outcomes Relationships
263-26 Self-Presentation and Positive Affect as Buffers Against Abusive Supervision

Recruitment

40 Toward an Understanding of the Antecedents of Initial Organizational Attraction
182 Global RecruitmentPossible, Probable, or Present Here And Now?
199 Roping in Talent on the Virtual Frontier: Lessons and Victories
245-3 Organizational Image Goes to School: Testing a Method of Image Assessment With Universities
245-4 Effects of Pro-Environmental Recruiting Messages: The Role of Organizational Reputation
245-7 Identifiers of Ethnicity and Discrimination Against Arabs
245-14 A Multi-Stage, Multi-Attribute Study of New Applicant Decision Making
245-15 The Importance of Knowledge to Organizational Attraction Toward the Military
245-18 The Effects of Third-Party Publicity on Recruitment Outcomes
245-21 Gaining Precision in Prediction of Job Acceptance
245-23 Assessing the Influence of Preapplication Mentoring on Organizational Attractiveness

Research Methodology

69-12 Correcting Missing Data Bias in ICC(1) and ICC(2)
69-18 Multilevel Scale Reliability for Multi- and Single-Item Scales
69-19 Response Rates in I-O Psychology, Management, and Marketing: A Meta-Analysis
69-20 Profiling Nonresponse: An Analysis of Job Stressors and Strain
69-24 Testing Invariance in Risk Taking: English- and French-Speaking Samples
69-27 Number of Factors Decision: Parallel Analysis Is Not the Panacea
118 Publication Bias in I-O Psychology: The Elephant in the Room?
137 Devoting Rashly Something as Holy, Ye Must Then Reconsider: Revisiting Methodological Sacred Cows
220 Practical and Theoretical Issues in Conducting a Meta-Analysis

Reward Systems/Compensation

23-21 Employee Ownership and Organizational Commitment: A Meta-Analysis

Selection/Testing Tools and Approaches

12 Impression Management and Faking in the Employment Interview
25 Unproctored Internet Testing: What do the Data Say?
41 Cross-Cultural Employment Testing: Applications, Challenges and Research
50-1 A Structural Equation Model Measuring Faking Propensity and Faking Ability
54 A Frank Discussion of Adverse Impact
64 A Juggling Act: Devising Personnel Selection Systems
65 Staffing the Entry Level Workforce: Selection, Fit, and Climate Considerations
67-1 Do Structured Interviews Eliminate Bias? A Meta-Analysis of Interview Structure
67-2 Interview Panels: The Impact of Personality and Rating Scale Format
67-3 Social Blunders in the Employment Interview: A Cross-Cultural Examination
67-4 The Effect of Interview Format on Personality Judgment and Nonverbal Behavior
69-5 Prediction of Cross-Situationally Consistent and Specific Aspects of Assessment Center
69-9 Comparing Empirical Keying Methods at Different Sample Sizes
69-13 Examining the Relationship Between Differential Item Functioning and Item Difficulty
69-28 The Validity of Study Habits, Skills, and Attitudes: A Meta-Analysis
69-29 SES and Test Validity: A Meta-Analysis
78 Developing and Using Norms: Why, How, and Whats New
111 Noncognitive Predictors of School Success
114-8 Middle Response Category Functioning in Graphic Rating Scale Applications
114-10 Expanding Predictor/Criterion Space in Public Sector to Reduce Adverse Impact
114-14 Accountability Influences Decoy Effects on Group-Based Selection Decisions
115 Testing Strategies for Reducing Adverse Impact
127 Test Security and Cheating: Research on Practical Issues
133 Dynamic Testing: An Essential Ingredient in Personnel Selection
136-1 Assessment Centers: Current Practices in the United States
136-3 Longitudinal Changes in Testing Applicants and Labor Productivity Growth
136-4 A Multi-Faceted Comparison of Situational Judgment and Biodata Keying Methods
136-5 Letters of Recommendation: Controversy and Consensus From Expert Perspectives
136-6 Changes in Test Anxiety Before a Work Sample Test
136-7 Exploring the Processes of Self-Awareness
136-8 Impression Management and Dimensional Structured Interview Performance
136-9 The Write Stuff: Preliminary Assessment of a Writing Proficiency Test
136-10 Effects of Personality Test Format on Faking, Validity, and Reactions
136-11 Construct Validation of a Personality-Based Safety Assessment
136-12 Construction and Validation of the Interview Faking Behaviors Scale
136-13 The Role of SES in the Ability Performance Relationship
136-14 Are Nonverbal Cues Used to Make Personality Attributions in Interviews?
136-15 Prediction of College Academic Performance: The Role of Study Habits
136-17 Cognitive Load and Gender Bias in a Simulated Selection Decision
136-18 The Prevalence of Faking Among Icelandic Job Applicants
136-19 Comparing IVR and Web-Based Approaches for Pre-Employment Screening
136-20 Practicing What We Preach: Recommendation Letter Usage in I-O Programs
136-21 Susceptibility of Angoff Method to Judgmental Errors: A Laboratory Experiment
136-22 Reexamination of the Effects of Test-Preparation Methods on the SAT
136-23 Validation of a School Teacher Selection System
136-24 Do Warnings Lead to Lower and More Honest Personality Scores?
136-25 The Effect of Temporal Context on Personality Measures Used in Personnel Selection
136-26 Personnel Screening Decisions: Devaluating Critical Incomplete Information (Missing Vs. Hidden)
136-27 Developing Personality-Based Biodata Integrity Measures
136-28 Does Test-Anxiety Induce Measurement Bias in Ability Tests?
136-29 The Impact of Response Scale on Conscientiousness-Performance Relationships: A Meta-Analysis
152 Advances in Research in Situational Judgment Tests: Content and Constructs
154 New Insights into Constructs Underlying Structured Interview Performance and Validity
183 Technology and Selection System Design: Challenges and Best Practices
216 Structured Interviews: Current Practices and Investigations of Scoring Issues
226 Situational Judgment Tests: Construct Validity and Directions for Future Research
235 In-House Selection: Challenges and Best Practices in Different Sized Organizations
240-25 Integrity Tests and Impression Management: Differences Across Item Categories
241 High Fidelity Assessments: Benefits, Challenges, and Innovations
245-5 Do Test Preparation and Strategies Reduce the BlackWhite Performance Gap?
245-22 Practitioners Dilemma: Selecting a High Performing and Diverse Workforce?
256 The Future of Personnel Selection: Evolution of Science and Practice
257 Empirical Investigations of Unproctored Personality Measures Used for Employee Selection
270 The Juggling Act: Understanding and Predicting Multitasking
274-2 Broad Versus Narrow Traits: Advantages for Adverse Impact Against Women
274-4 Effects of Veterans Preference on Adverse Impact and Job Performance

Special Events

1 Shaping Our Destiny
11 The Making of a Coach 
15 SIOP Organizational Frontiers Series: Situational Judgment TestsTheory, Measurement, and Application
16 Distinguished Scientific Contributions Award: Deonance: Toward a New Organizational Justice Paradigm
27 Distinguished Professional Contributions Award: Applied Psychology in the Executive Suite: Elegant Theory and Ugly Practice 
38 Plans for a New SIOP-Sponsored Journal
45 Making Connections: Strategies for Communicating I-O to Non-I-O Audiences
48 Distinguished Early Career Contributions Award: Justice in Teams: Lessons Learned and Future Directions
62 TIP-Topics Roundtable Discussion: Facilitating Collaboration Among Graduate Students
90 Distinguished Professional Contributions Award: 30 Years of Biodata: Lessons Learned
114 Top PostersEvening Reception
142 Getting More Respect: Informing Multiple Constituents About I-O Scientific Contributions
151 Ethics Reconsidered: Reflections From Inside and Outside I-O Psychology
156 Distinguished Scientific Contributions Award: The Subjective Nature of Objective Measures of Performance
167 Distinguished Teaching Contributions Award: I-O Teachers: Druids in the Desert, or the Invisible Man?
189 M. Scott Myers Award for Applied Research in the Workplace: Project GLOBE: Original Goals, Current Critiques, and Future Directions
213 Executive Leadership: The Leading Edge and Beyond
250 Crossing Disciplinary Boundaries: Insights for I-O Psychology Practice, Research, Teaching 

Statistical Techniques

69-2 Multilevel Homology Tests Are Easiest With Multilevel Structural Equation Modeling
69-3 Generalized Multilevel Structural Equation Modeling for Research in Organizations
69-7 Using the Chow Test for Regression Analysis of Compensation Discrimination
69-11 Alternate Cutoff Values and DFIT Tests of Measurement Invariance
69-21 Examining Faking on Personality Inventories Using Unfolding IRT Models
69-22 On the Use of Partial Covariances in Structural Equation Modeling
69-23 Evaluation of the SAMD-z Statistic for Detecting Outliers in Meta-Analysis
69-25 Applying Meta-Analysis to Adverse Impact Assessment: A Monte Carlo Simulation
76 Testing Causal Models in Nonexperimental Research
92 Applications of Conjoint Analysis in Industrial-Organizational Psychology
143 Testing Interaction Effects: Problems and Procedures
205 Using Statistical Techniques to Correct Rater Bias in Multi-Source Ratings

Strategic HR/Utility/Changing Role of HR

66 Investigating the Leadership Pipeline: Selection and Development Implications

Stress

9 On the Front Line at Home: Helping Military Recruiters Cope
30-2 Correlates of Three Stress Reactions: A Conceptual and Meta-Analytical Comparison
30-3 Social Stressors, Core Self-Evaluations, and Work Outcomes
30-5 The Role of Collective Identity in the Organizational Stress Process
30-6 Frustration in Graduate School: The Role of Goal Orientation
30-8 Conflict and Emotional Exhaustion: Another Look at the Burnout Progression
30-10 Interaction of Job-Limiting Pain and Perceived Support on Work Contributions
72 HR Best Practices in the Aftermath of Hurricane Katrina
254 Recovery From Job Stress During Off-Job Time


Student Affiliate Development and Issues

109 Graduate Student Seeking Applied Position: Strategies for Success
198 Career Panel: So You Want to Be a Consultant?
248 Early Careers in I-O Psychology: It Aint Easy Being Green
265 Strategic and Interdisciplinary Use of Internship Opportunities for Organizational Effectiveness

Succession Planning

36 Continuing the Search for Talent Management
122 Talent Management: Will the High Potentials Please Stand Up?

Teaching I-O Psychology

35 Leaving the Psychology Tower: Nontraditional Programs in I-O Psychology
185 Making the Move From Psychology to B-Schools: Issues to Consider
201 Challenging the ScientistPractitioner Model: Questions and Alternatives
247 Getting Your Students Hands Dirty: Active Learning in I-O Courses
251 Teaching Practice and Practicing Science: I-O Psychology Beyond the Classroom
263-5 Business Leaders Perception of the Value of Empirical/Statistical Evaluation

Technology and I-O (Internet, Video, Computer)

28-3 A Model of Employee Reactions to Electronic Performance Monitoring
30-7 Testing a Model Of Sense Of Virtual Community
30-12 Face-to-Face Versus Virtual Team-Member Selection Decisions
30-14 The Team Machine: A Decision Support Tool for Team Formation
30-17 An Exploratory Examination of the Determinants of Knowledge Sharing
30-25 Communications Technology and Person Perception: Distance Makes the Heart Grow Fonder
30-26 Empirical Support for a New Approach to Computer-Based Simulation
30-28 Effects of Self-Monitoring During Face-to-Face and Online Interviews
80 Implementing Web-Based Assessment Programs: Conceptual and Practical Considerations
123 Factors Affecting the Success of eHR Systems in Organizations
150 Technology Innovations in Human Capital Development
233 Cutting-Edge Selection: Turning Applicant Tracking Into Talent Acquisition

Training

53 Strategic Approach to On-the-Job Learning: Beyond Trial and Error
149 Current Issues in Training Effectiveness
153 Learn N Play: Effectiveness of Videogame-Based Simulations for Training and Development
166-26 Simulation Training Evaluation for NASAs Mission Management Team
177 Theoretical Advancements in E-Learning Research
204 Mentoring: Extending Research and Practice to Access Under-Utilized Workforce Populations
263-1 Learner Control in a Web-Based Course: Pace Yourself!
263-3 Effectiveness of Web-Based Instruction Relative to Classroom Instruction: A Meta-Analysis
263-11 Do Strategy and High-Performance Work Practices Predict Training Culture?
263-12 Assessing Training Needs: Do Raters Work Experience and Capability Matter?
263-15 Assessing Change in Perceived Organizational Support Due to Training
263-17 Examining Knowledge Structure Development and Predictors of Performance
263-18 Self-Efficacy, Collaborative Learning, and Complex Skill Acquisition: An AttributeTreatment Interaction
263-19 Sexual Harassment Training: Man Versus Machine
263-20 The Comparative Effectiveness of Human Versus Intelligent Agent Training Partners
263-21 Modeling the Links Between Need for Cognition and Skill Acquisition
263-22 Effects of Training Utility Perceptions and Organizational Support on Transfer
263-24 Effects of Pretraining Influences on Static and Dynamic Change Phases
263-25 Knowledge Structures and Complex Skill Acquisition: A Replication and Extension

Validation

69-6 Relationship of PDI Employment Inventory Scores to Criminal Behaviors
69-10 The Changing Nature of Clerical Job Performance: Revisiting Validity Estimates
69-14 Differences of SI and BDI: Is it Really Predictive Validity?
69-15 An Explication of Statistical Significance Testing Applied to Lawshes CVR
69-16 Understanding the Relationship Between Critical Thinking and Job Performance
69-17 Validity of Personality Measures and the Quality of the Criterion
124 Validity Generalization at Work: Is it Legal to be Scientific?
141-3 Validation of an American Social Self-Efficacy Inventory in Chinese Population
263-14 Examination of Big Five Predictive Validity Across Training Performance Criteria

Work and Family

49 The Intersection of Work and Family Roles: A Crossover and Dyadic Perspective
77 What I-O Psychology Needs to Know About Family Caregiver Discrimination
96-28 WorkFamily Conflict, Emotions, and Satisfaction: Effects at Work and Home
114-6 Advancing Measurement of WorkFamily Boundary Management Practices
121 Nontraditional, Understudied Populations in WorkFamily Research
138 Telework and Dependent Care: Is Standard Practice Best Practice?
159 Processes Linking Work and Family Domains: Taking a Dynamic Approach
195-1 Personality and Separation Anxiety in Employed Mothers
195-2 A Longitudinal Study of Faculty Pregnancy Leave Practices: 19952005
195-3 Effects of Gender Match on LeaderMember Exchange and WorkFamily Conflict
195-4 Work and Home Boundary Management: Testing the SegmentationIntegration Continuum
195-5 Work-Induced Guilt and Conservation of Resources on Satisfaction
195-6 WorkFamily Conflict: Work Group Crossover and Work Group Similarity
195-7 International and Multisource Perspectives on WorkLife Balance and Career Derailment
195-8 Pruning of the WorkFamily Climate Construct
195-9 Polychronicity as a Mediator of the Multiple RolesOverload Relationship
195-10 Comparing the Efficacy of Various WorkFamily Conflict Measures: A Meta-Analysis
195-11 Correlates of Family-Supportive Benefits: A Meta-Analysis
195-12 Does Autonomy at Work Make You Happy at Home?
195-13 Transitioning Between Work and Family: Why the Commute Matters
195-14 Telework and WorkFamily Conflict: The Role of Interruptions and Support
195-15 Assessing Applicant Fit: Combining Individual, Job, and Organizational Characteristics
195-16 ActualDesired Time Discrepancies in Work, Family, and Personal Domains
195-17 Individual Differences and Perceived Organizational Support: Predictors of WorkSchool Conflict
195-18 A Review of Several Measurement Issues in WorkFamily Conflict Research
195-19 Air Force Deployment Reintegration Research: A Qualitative Study
195-20 Effects of Work Schedule Fit: A Test of Competing Hypotheses
195-21 Continuing the Investigation Into Personality Traits and WorkFamily Conflict
195-22 Commitment and WorkFamily Interface: Predictions from Socioemotional Selectivity Theory
195-23 Examining Mediators of the Telework/WorkFamily Conflict Relationship
195-24 Its Not Just About Sex: Gender-Specific Roles Predict WorkFamily Conflict
195-25 A Qualitative Investigation of the Nature of Workaholism
195-26 Family-Supportive Supervisors and the Use of Family-Friendly Benefits
212 WorkLife Balance in Corporations: Theoretical, Legal, and Applied Perspectives

Work Groups/Teams

28-2 The Effect of Trust and Information Sharing on Team Performance
98 Team Adaptation to Environmental Forces: Current Research and Theory
166-1 Understanding the Existence of Groups: Developing a Measure of Entitativity
166-4 Improving the Launch of Self-Managed Teams With a Process Intervention
166-5 Explicit Coordination and Declarative Commitment in Leaderless Project Team Communication
166-6 The Effects of Multiple Emergent Leaders on Team Performance
166-9 Evaluating Shared Mental Model Measurement
166-10 Reflexivity, Development of Shared Task Representations, and Group Decision Making
166-11 A Meta-Analytic Examination of Information Sharing in Work Teams
166-12 Learning From Errors: The Case of Medication Administration
166-13 Global Virtual Teams: A Review and Proposed Research Agenda
166-14 Partner and Personal Information Interaction Effects on Team Member Outcomes
166-15 Group Attachment and the Big Five Predicting Group Tightness
166-16 The Impact of Personality and Value Diversity on Team Performance
166-19 Collective Efficacy Formation: A Field Study in China
166-20 Effects of Emotional Stability and Feedback on Work Group Performance
166-22 Multiple-Perspective Taking in Team-Member Exchange in a Virtual Environment
166-23 The Effects of Feedback and Leadership on Virtual Team Performance
166-24 Composition of Teams and Computer-Based Tasks: Effects of Gender
166-25 Virtual Teams: The Application of Critical Thinking Interventions
166-27 Perceived Organizational Support and Work Group Processes
243-1 Personality Antecedents to Virtual Team Member Performance
243-3 Influence of Beliefs About Team Personality on Team Performance Ratings
243-4 Conscientiousness and Creative Task Performance: Does Thinking Style Matter?

Program Table of Contents