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Friday AM

Coffee Break  Friday, 7:308:30  Grand Hall (1st floor-CC)

1. Plenary Session: Presidential Address, Presentation of SIOP Award Winners, Fellows, and Election Results, and Bylaws Amendments Vote

Friday, 8:009:50 

Dallas B-C (1st floor-CC)

Shaping Our Destiny

Jeffrey J. McHenry, Microsoft Corporation, Host

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

Coffee Break    Friday, 10:0010:30   Lonestar A-B

2. Practice Forum: Friday, 10:3011:50 San Antonio A (3rd floor-CC)

Global Talent Management: Challenges and Opportunities

Representatives from Dell, Inc.s 3 business regions (Americas, EMEA, Asia-Pacific) will describe the challenges and opportunities in driving globally consistent yet locally relevant talent management processes and programs. Presenters will focus on the global challenges to developing leaders, defining career development, identifying key talent, and maintaining a strong corporate culture.

Mike Summers, Dell, Inc., Chair

Tobin V. Anselmi, Dell, Inc., Building Leadership Capability Across Europe, Middle East, & Africa

James D. Eyring, Dell, Inc., Economic, Cultural and Practical Challenges to Talent Management in Asia-Pacific

Mark D. Harris, Dell, Inc., Talent Management and the Employee Value Proposition in Latin America and Canada

Submitted by Tom Rauzi, Tom_Rauzi@Dell.com  

3. Practice Forum: Friday, 10:3012:20 San Antonio B (3rd floor-CC)

Recent Developments in Employment Discrimination Law and I-O Psychology

This session will address recent developments in employment discrimination as they relate to I-O psychology. Specific topics include issues in testing, assessment centers, and cutoff scores. A 4th presentation will review legal decisions regarding overweight employees and applicants. We conclude with a presentation on Daubert issues and I-O psychology.

Michael M. Harris, University of Missouri-St. Louis, Chair

Jerard F. Kehoe, Selection & Assessment Consulting, Cut Scores in Court: Judges, Employers, and Psychologists

David W. Arnold, Wonderlic, Inc., Current Trends and Issues in Testing

George C. Thornton, Colorado State University, Employment Discrimination Litigation Involving Assessment Center Practices

Wayne F. Cascio, University of Colorado, Weight-Based Discrimination in Employment: Legal and Psychological Considerations

Michael M. Harris, University of Missouri-St. Louis, Daubert and I-O Psychology in the Courtroom: An Update

Submitted by Michael M. Harris, mharris@umsl.edu    

4. AcademicPractitioner Collaborative Forum: Friday, 10:3011:50 
Houston A (3rd floor-CC)

Leadership and Practical Science: Advancing Knowledge, Improving Organizations

Two teams will describe separate collaborations of theoretical and applied interest in leadership. Each is an example of researchers and practitioners working together on real organizational problems. Both scientific and applied perspectives will be discussed to illustrate mutual benefitsmaking research more relevant and practice more disciplined.

Robert B. Kaiser, Kaplan DeVries Inc., Chair

Robert B. Kaiser, Kaplan DeVries Inc., Pam Mayer, Granite Construction, Inc., Identifying and Developing Engaging Leader Behaviors at Granite

Stephen J. Zaccaro, George Mason University, Eric Weiss, Command and General Staff College, Michael D. Matthews, United States Military Academy, Assessing and Developing Small-Unit Adaptive Leadership: An Example of a Research-Practice Symbiosis

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

5. Symposium: Friday, 10:3012:20 Houston B (3rd floor-CC)

Culture and Applicant Perceptions of Selection Procedures

System acceptability across cultures is a key concern of selection designers. The purpose of this symposium is to describe what various selection system designers are doing to unravel the role of culture in applicant reactions to selection tools and what they have found in cross-country differences in tool acceptability.

Ann Marie Ryan, Michigan State University, Chair

Robert E. Gibby, Procter & Gamble, Nathan J. Sestak, University of Akron, Angela K. Pratt, Wayne State University, Jennifer L. Irwin, Procter & Gamble, Candidate Reactions to Messaging and Assessments of a Global Selection System

Dustin Jundt, Michigan State University, Gordon B. Schmidt, Michigan State University, Sonia Ghumman, Michigan State University, Anthony S. Boyce, Michigan State University, Ann Marie Ryan, Michigan State University, The Role of Culture in Selection Tool Perceptions

Joy Fisher Hazucha, Personnel Decisions International, Roxanne M. Laczo, United Health Group, Hannah L. Jackson, University of Minnesota, Seonaid Farrell, Personnel Decisions International, Cultural Differences in Satisfaction With Simulation-Based Assessment: Separating Response Bias From True Differences in Perceptions

Smriti Shivpuri, Michigan State University, Ann Marie Ryan, Michigan State University, Culture and Reactions to Inconsistency, Insensitivity and Lack of Explanations in Selection

Kristophor G. Canali, University of Connecticut, Tanya C. Delany, IBM, Relationship Between Test Validity Practices and Cultural Differences in Applicants Test Reactions

Submitted by Ann Marie Ryan, ryanan@msu.edu   

6. Symposium: Friday, 10:3011:50 Houston C (3rd floor-CC)

New Directions in Core Self-Evaluations Research

Research on core self-evaluations (CSE; Judge, Locke, & Durham, 1997) has largely focused on the internal validity of the construct. Now an established construct, the next wave of CSE research has begun. The purpose of the current symposium is to highlight new directions in which CSE research can proceed.

Daniel Heller, University of Waterloo, Chair

Lance Ferris, University of Waterloo, Co-Chair

Charlice Hurst, University of Florida, Timothy A. Judge, University of Florida, Remus Ilies, Michigan State University, The Benefits and Costs of Positive Core Self-Evaluations

Kelly M. Schwind, Michigan State University, Remus Ilies, Michigan State University, Core Self-Evaluations and Psychological Well-Being: Further Validation Using Multiple Methodologies and Rating Perspectives

Douglas J. Brown, University of Waterloo, Daniel Heller, University of Waterloo, Lance Ferris, University of Waterloo, Lisa M. Keeping, Wilfrid Laurier University, Core Self-Evaluations and Job Attitudes and Behaviors: The Mediating Role of Social Comparisons

Russell E. Johnson, University of Akron, Christopher C. Rosen, University of Akron, Paul E. Levy, University of Akron, Getting to the Core of Core Self-Evaluations: A Critical Review

David V. Day, Pennsylvania State University, Discussant

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

7. Practice Forum: Friday, 10:3011:50 State Room 1 (3rd floor-CC)

Making the Cut: Practical Guidance for Setting Cut-Off Scores

Implementing cut-off scores in preemployment testing programs can be a complicated process that is characterized by multiple, conflicting goals. This forum will provide attendees with guidance from selection practitioners representing 4 different consulting firms about the processes and procedures that are available for establishing and implementing cut-off scores.

Jeffrey D. Facteau, Previsor, Inc., Chair

Lorin M. Mueller, American Institutes for Research, Scott H. Oppler, American Institutes for Research, Tracy E. Costigan, American Institutes for Research, Wayne A. Baughman, National Security Agency/Central Security Service, Using Simulated Contrasting Groups in Setting Cut Scores

Fabian Elizondo, Hogan Assessment Systems, Using Archival Data to Establish and Evaluate Cut-Off Scores

Thomas G. Snider-Lotz, Previsor, Inc., After Angoff: Putting the Finishing Touches on a Passing Score

Richard A. McLellan, ePredix, Inc., Modeling Cut Score Effects on Validity, Utility, and Other Outcomes

Submitted by Jeffrey D. Facteau, jfacteau@previsor.com

8. Symposium: Friday, 10:3011:50 State Room 2 (3rd floor-CC)

Telework Today: The Latest Research From the Front Lines

Working remotely is no longer just about avoiding crowded highways or providing perks to star employees. We share the latest research in remote work, including keys to telework success and insights into the teleworkersupervisory relationship. Novel insights and practical advice assures an informative session for practitioners and academics alike.

Jennifer M. Verive, White Rabbit Virtual, Inc., Chair

Allan Fromen, IBM, Co-Chair

Allan Fromen, IBM, The Key to Telework Success? Location, Location, Location

Jennifer M. Verive, White Rabbit Virtual, Inc., Michelle Paul Heelan, Heelan Growth Systems, Using Telework to Achieve Organizational Outcomes: The Effects of Program Formality

Timothy Golden, Rensselaer Polytechnic Institute, John F. Veiga, University of Connecticut, Superior Subordinate Relationships and the Role of Virtual Work

Donald D. Davis, Old Dominion University, Debra A. Major, Old Dominion University, Katherine A. Selgrade, Old Dominion University, Lisa M. Germano, Old Dominion University, LeaderMember Exchange and Telework in Information Technology

Roya Ayman, Illinois Institute of Technology, Discussant

Submitted by Allan Fromen, allan@fromen.com

9. Symposium: Friday, 10:3012:20 State Room 3 (3rd floor-CC)

On the Front Line at Home: Helping Military Recruiters Cope

In highly competitive recruiting environments, a key aspect of the recruiting process that is often overlooked is the impact of recruiting on the recruiter. Military recruiters are often subjected to punishing working conditions, and in this symposium, research describing how these demands affect personal and organizational outcomes will be presented.

Lois E. Tetrick, George Mason University, Chair

Kara Marsh, Fors Marsh Group, Co-Chair

Brian K. Griepentrog, George Mason University/Fors Mars Group, Being a Military Recruiter: Challenges and Obstacles to Engaging the Youth Market

Whitney Botsford, George Mason University, Jordan M. Robbins, George Mason University, Lois E. Tetrick, George Mason University, Job Demands and Resources: Prevention of Exhaustion and Disengagement

Jordan M. Robbins, George Mason University, Whitney Botsford, George Mason University, Lois E. Tetrick, George Mason University, Kara Marsh, Fors Marsh Group, Luciano Viera, George Mason University, Andrea B. Zucker, Joint Advertising, Market Research and Studies, The Effects of Fairness Perceptions on Strain in Military Recruiters

Kara Marsh, Fors Marsh Group, Jose M. Cortina, George Mason University, Lois E. Tetrick, George Mason University, Psychological Contract Breach and Retaliation: An Investigation of How Assignment of Blame Affects Military Recruiters Reactions to Breach

Lois E. Tetrick, George Mason University, Discussant

Submitted by Kara Marsh, marshka@osd.pentagon.mil

10. Roundtable: Friday, 10:3011:50 State Room 4 (3rd floor-CC)

Internally Designed High-Potential Development Programs: Best Practices for Success

With talent in short supply, many organizations have customized their own internal high-potential development programs as a means of retaining and developing their best employees. This roundtable provides an opportunity to discuss the challenges and best practices for customizing, running, and managing successful internally designed high-potential development programs.

Greg A. Barnett, Hogan Assessment Systems, Host

Eric Gerber, Home Depot, Co-Host

Laura Ann Preston, Bank of America, Co-Host

Holly Magnuson, Genworth Financial, Co-Host

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

11. Special Event: Friday, 10:3012:20 Lone Star C1 (2nd floor-CC)

The Making of a Coach

This panel explores how 5 experienced coaches each found their own ways to becoming effective coaches. Starting with training in various fields of psychology or other behavioral sciences and continuing with decisions about careers and work style, the panel discusses how professional, scientific, personal, and commercial factors combine into a practice.

Robin R. Cohen, Bristol-Myers Squibb, Chair

David B. Peterson, Personnel Decisions International, Panelist

Raymond P. Harrison, Executive TransforMetrics, LLC, Panelist

Mitchell Karp, Karp Consulting Group, Panelist

Anna Marie Valerio, Executive Leadership Strategies LLC, Panelist

Robert J. Lee, Management Consultant, Discussant

12. Symposium: Friday, 10:3012:20 Lone Star C2 (2nd floor-CC)

Impression Management and Faking in the Employment Interview

Although little recent research has explored impression management during the employment interview, there is almost no research that deals with faking during the interview. The present symposium brings together several studies to address the definition of faking in the interview, relationships, and antecedents of impression management and faking.

Michael A. Campion, Purdue University, Chair

Julia Levashina, Purdue University, Co-Chair

Murray R. Barrick, University of Iowa, Susan Dustin, University of Iowa, Greg L. Stewart, University of Iowa, Todd Darnold, University of Iowa, The Effect Skill and Motivation Have on Influence Tactics in the Interview

Chad H. Van Iddekinge, Florida State University, Lynn A. McFarland, Clemson University, Patrick H. Raymark, Clemson University, A Trait-Situation Approach to Understanding Interviewee Impression Management

Julia Levashina, Purdue University, Michael A. Campion, Purdue University, Faking Behaviors During the Structured Interview: A Function of Question Type and Follow-Up Questioning

Mary Shane Connelly, University of Oklahoma, Gregory A. Ruark, University of Oklahoma, Matthew T. Allen, University of Oklahoma, Ethan P. Waples, University of Oklahoma, Lyle E. Leritz, PAQ Services, Inc., Michael D. Mumford, University of Oklahoma, Verbal Analysis and Assessing Interview Credibility

Richard Posthuma, University of Texas-El Paso, Discussant

Paul Green, Behavioral Technologies, Discussant

Submitted by Julia Levashina, levashin@purdue.edu

13. Symposium: Friday, 10:3011:50 Lone Star C3 (2nd floor-CC)

Emotional Intelligence and Workplace Training Interventions

Emotional intelligence continues to be controversial in I-O psychology with many differing models being presented as representations of the EI construct. Presenters in this symposium, who comprise a mix of academics and practitioners, will discuss the potential benefits of utilizing differing models of emotional intelligence in training interventions.

Neal M. Ashkanasy, University of Queensland, Chair

Jane P. Murray, Griffith Business School, Co-Chair

Steven J. Stein, Multi-Health Systems, Inc., Gill Sitarenios, Multi-Health Systems, Inc., The Application of Emotional Intelligence to the Selection and Training of NHL Hockey Players

Tiffani Cage, Southern Illinois University-Edwardsville, Catherine S. Daus, Southern Illinois University-Edwardsville, An Examination of Emotional Intelligence and Retail Performance

Vergil Metts, Impact Associates, Catherine S. Daus, Southern Illinois University-Edwardsville, Enhancing Emotional Efficacy Within the Framework of the Four-Branch Model of Emotional Intelligence

Jane P. Murray, Griffith Business School, Peter J. Jordan, Griffith University, Emotional Intelligence Training: Theoretical and Practical Issues

Cary Cherniss, Rutgers University, Discussant

Submitted by Neal M. Ashkanasy, n.ashkanasy@uq.edu.au

14. Symposium: Friday, 10:3012:20 Lone Star C4 (2nd floor-CC)

What Makes a Great Leader? Refining the PersonalityLeadership Relationship

At present, we know more definitively the overall relevance of personality to predicting leadership outcomes. However, we continue to know comparatively less about which traits are most relevant, when, and why. To address these gaps, this symposium assembles 5 papers that seek to refine our understanding of the personalityleadership relationship.

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

Michael Ingerick, HumRRO, Co-Chair

Jeff Foster, Hogan Assessment Systems, Joyce C. Hogan, Hogan Assessment Systems, Profile Analyses of PersonalityLeadership Performance Relations 

Jacqueline K. Mitchelson, Wayne State University, Marcus W. Dickson, Wayne State University, Personality and Leadership Style: The Abridged Big Five Circumplex (AB5C) of Personality Traits as Predictor of Transformational Leadership Factors

Emily E. Duehr, University of Minnesota, Twin Cities, Joyce E. Bono, University of Minnesota, Mark Snyder, University of Minnesota, Twin Cities, Leadership Outside the Organization: A Longitudinal Study of Personality and Motivational Predictors of Volunteer Community Leadership

Daniel S. Whitman, Florida International University, Christian J. Resick, Florida International University, Steve Weingarden, BCBSM, Nathan J. Hiller, Florida International University, Personality and Transformational Leadership Among Major League Baseball Organization Presidents

Michael Ingerick, HumRRO, Paul Sticha, HumRRO, Daniel Furr, HumRRO, Whats Beyond the Big Five? Plenty for Predicting Leadership at the Top

Timothy A. Judge, University of Florida, Discussant

Submitted by Michael Ingerick, mingerick@humrro.org

15. Special Event: Friday, 10:3012:20 Austin 1 (2nd floor-H)

SIOP Organizational Frontiers Series: Situational Judgment TestsTheory, Measurement, and Application

Authors of chapters in the upcoming SIOP Frontiers Series volume, Situational Judgment Tests: Theory, Measurement, and Application, address a variety of topics related to the study of situational judgment. The session is structured around broad questions facing SJT research and practice. The session will be interactive with audience participation.

Robert D. Pritchard, University of Central Florida, Chair

Jeff A. Weekley, Kenexa, Chair

Robert E. Ployhart, University of South Carolina, Chair

Talya N. Bauer, Portland State University, Panelist

Margaret E. Brooks, Wayne State University, Panelist

Barbara A. Fritzsche, University of Central Florida, Panelist

Filip Lievens, Ghent University, Panelist

Michael A. McDaniel, Virginia Commonwealth University, Panelist

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

Neal W. Schmitt, Michigan State University, Panelist

Donald M. Truxillo, Portland State University, Panelist

16. Special Event: Friday, 10:3011:20 Austin 2 (2nd floor-H)

Distinguished Scientific Contributions Award
Deonance: Toward a New Organizational Justice Paradigm

The concept of deonance as an internalized moral ought draws from the Greek root, deon, which refers to obligation and duty. Implications include (a) fairness reactions beyond self interest; (b) third-party indignation alongside victims anger; (c) a revisiting overpayment guilt alongside its potential darker side shame and defensive hostility.

Maureen L. Ambrose, University of Central Florida, Chair

Robert G. Folger, University of Central Florida, Presenter

17. Symposium: Friday, 10:3012:20 Austin 3 (2nd floor-H)

Mentoring Relationships Across Developmental Contexts: Bridging Multidisciplinary Divides

It is frequently suggested that different perspectives be used to examine topics of mutual interest. The purpose of this symposium is to gather scholars that study mentoring relationships from various perspectives and contexts. Scholars from multiple disciplines will present a set of papers investigating workplace, studentfaculty, and youth mentorships.

Tammy D. Allen, University of South Florida, Chair

Belle Liang, Boston College Lynch School of Education, Deirdre Brogan, Boston College Lynch School of Education, Macarena Corral, Boston College, Renee Spencer, Boston University School of Social Work, Youth Mentoring Relationships Across Three Developmental Periods: A Qualitative Analysis

Gail L. Rose, The University of Vermont, Effects of Demographic and Academic Variables on the Mentoring Preferences of Doctoral Students

Tammy D. Allen, University of South Florida, Lillian T. Eby, University of Georgia, Formal Workplace Mentoring Relationships: The Importance of Mentor Commitment

Lillian T. Eby, University of Georgia, Jean Rhodes, University of Massachusetts, Integrating Mentoring Research Across Contexts

Submitted by Tammy D. Allen, tallen@luna.cas.usf.edu

18. Symposium: Friday, 10:3011:50 Seminar Theater (2nd floor-H)

Diversity and Intergroup Relations Within Organizations

One of the key questions for our society is how diversity is celebrated as a social asset rather than lamented as a source of prejudice. The aim of this symposium is to assemble cutting-edge empirical and theoretical work that addresses the broad issue of diversity in workgroups.

Nurcan Ensari, Alliant International University, Chair

Nurcan Ensari, Alliant International University, The Application of the Personalization Model in Diversity Management

Floor Rink, Leiden University, What Can You Expect? The Influence of Gender Diversity in Dyads on Work Goal Expectancies and Subsequent Work Commitment

Kyra Luijters, University of Groningen, The Dual Identity at Work and the Role of Emotional Stability

Robin Martin, University of Queensland, The Effects of Different Levels of Diversity on Group Conflict and Employee Reactions: The Moderating Role of Tolerance for Diversity

Submitted by Nurcan Ensari, nensari@hotmail.com

19. Symposium: Friday, 10:3011:50 Majestic 1 (37th floor-H)

Resistance to Change: Definitions, Antecedents, and Outcomes

The term resistance to change is frequently used to explain why organizational change initiatives often fail. Despite the popularity of the term, it has not been extensively researched and no consensus exists concerning the definition of the term. The symposium brings together different approaches to the investigation of the phenomenon.

Shaul Oreg, University of Haifa, Chair

Karen Van Dam, Tilburg University, Schyns Birgit, University of Twente, Shaul Oreg, University of Haifa, Daily Work Contexts and Resistance to Organizational Change: The Mediating Role of the Change Process

E. S. Srinivas, Xavier Labour Relations Institute (XLRI), India, Sudakshina Tyagi, Hewitt Associates, The Role of Positive Psychology in Resistance to Change: An Examination of Outcomes and Correlates in the Indian Context

Sandra Ohly, Technical University of Braunschweig, Resistance to Change and Rates of Routinization

Noga Sverdlik, The Open University of Israel, Shaul Oreg, University of Haifa, Ambivalence Towards Change: Analyzing Resistance to Organizational Change Through a Personal Values Perspective

Richard J. Klimoski, George Mason University, Discussant

Submitted by Shaul Oreg, oreg@soc.haifa.ac.il

20. Symposium: Friday, 10:3011:50 Majestic 4-5 (37th floor-H)

Political Skill, Influence Behavior, and Work Outcomes

This symposium explores 2 relatively unstudied leadership constructs: political behavior and Machiavellianism. Two of the papers show that political skill may be a much more positive and effective characteristic than is sometimes thought. The other 2 papers clarify the Machiavellianism construct and its relationship with other leadership constructs.

Walter C. Borman, Personnel Decisions Research Institutes, Chair

Gerald R. Ferris, Florida State University, Co-Chair

David R. Coole, Louis de la Parte Florida Mental Health Institute, Expansion and Validation of the Political Skill Inventory (PSI): An Examination of the Link Between Charisma, Political Skill, and Performance

Adam C. Bandelli, University of South Florida, Stacey Kessler, University of South Florida, Walter C. Borman, Personnel Decisions Research Institutes, Carnot E. Nelson, University of South Florida, Identifying the Corporate Machiavellian: The Development and Validation of an Organizational-Based Machiavellian Scale

Katrina E. Bedell, University of Oklahoma, Sam T. Hunter, University of Oklahoma, Amanda D. Angie, University of Oklahoma, Andrew M. Vert, University of Oklahoma, Charismatic Leaders Are Not the Only Ones: An Examination of Machiavellianism and Alternative Forms of Outstanding Leadership

Darren C. Treadway, University of Mississippi, Allison B. Duke, University of Mississippi, Dr. Garry L. Adams, Auburn University, Political Skill, Networking Activity, and the Impact of Future Time Perspective: Predictions From Socioemotional Selectivity

Pamela L. Perrewe, Florida State University, Discussant

Submitted by David R. Coole, dcoole@tampabay.rr.com

21. Interactive Posters: Friday, 10:3011:20  Majestic 8 (37th floor-H)

Effects of Emotions

Jim Diefendorff, University of Colorado-Denver, Facilitator

21-1. Emotional Transfer in Teams: Antecedents, Processes, and Outcomes

We examine the antecedents, processes, and outcomes of emotional transfer in teams. Utilizing a hierarchical linear modeling framework, we analyze intraindividual fluctuations in individual emotion and how emotions are transferred from other team members to the focal individual. We further analyze moderators and outcomes of the processes of emotional transfer.
David T. Wagner, Michigan State University

Remus Ilies, Michigan State University

Frederick Morgeson, Michigan State University

Submitted by David T. Wagner, WagnerD@bus.msu.edu

21-2. Leader Emotions, Transfer of Arousal, and Attribution of Charisma

We argue that leaders enthusiasm leads to higher charisma perceptions of followers than leaders anger, relaxation, or sadness (low arousal and/or negative valence). Importantly, we suggest that this effect is mediated by the transfer of arousal. Data from a scenario experiment and a survey strongly support our model.

Frederic Damen, Erasmus University Rotterdam

Barbara van Knippenberg, Free University Amsterdam

Daan van Knippenberg, Erasmus University Rotterdam

Submitted by Daan van Knippenberg,  dvanknippenberg@rsm.nl

21-3. Effects of Emotions Used in Organizational Planning

The purpose of the study was to assess the effects of emotions on evaluative and generative organizational planning processes. Results show that individuals experiencing a positive emotion perform better at identifying opportunities for plan implementation, whereas people experiencing a negative emotion are better at identifying obstacles in plan execution. 

Vykinta Kligyte, University of Oklahoma

Mary Shane Connelly, University of Oklahoma

Submitted by Vykinta Kligyte, vkligyte@psychology.ou.edu

21-4. Emotions as Triggers for Idea Generation and Implementation

Emotional conditions of innovativeness have thus far been neglected in innovation research. We therefore develop a model that explains how emotions affect innovative behaviors (idea generation, testing, and implementation) and subsequently test the explanatory power of this model on a sample of managers from different organizations.

Diana E. Krause, University of Western Ontario

Submitted by Diana E. Krause, dkrause2@uwo.ca

22. Community of Interests: Friday, 10:3011:20 
Live Oak (2nd floor-H)

Issues in IRT

Stephen Stark, University of South Florida, Facilitator

Oleksandr Chernyshenko, University of Canterbury, Facilitator

23. Poster Session: Friday, 10:3011:20 Lone Star A-B (2nd floor-CC)

Withdrawal & Job Performance

23-1. The Ties that Bind: Perceived Job Embeddedness and Voluntary Turnover

This study extended research suggesting that people become embedded in their job and community by factors such as marital status. Guided by tenets of field theory and research on perceived control and job fit, findings suggested that perceived embeddedness both mediated and moderated the relation between contextual embeddedness and organizational withdrawal.

Craig D. Crossley, University of Nebraska-Lincoln

Jennifer L. Burnfield, HumRRO

Joseph Mazzola, University of South Florida

Steve M. Jex, Bowling Green State University

Rebecca J. Bennett, Louisiana Tech University

Submitted by Craig D. Crossley, ccrossley2@unl.edu

23-2. Linking Personality to College Student Success Through RIASEC Task Environments

Recent advances in theories of personality trait expression as dynamic processes present new opportunities for understanding better the role of personality and behavior in the workplace. The current study examines the interactive effect of personality and environment on performance in a college setting using Tett and Burnetts (2003) trait-activation hypothesis.

Nicholas P. Salter, Bowling Green State University

Michael A. Gillespie, Bowling Green State University

Submitted by Nicholas P. Salter, nsalter@bgnet.bgsu.edu

23-3. Benefits of Rater Teams: Role of Consensus and Rater Motivation

This study explores how using rater teams can improve behavioral accuracy. Results, based on 111 teams, suggest that an anticipated discussion can improve behavioral accuracy. Requiring consensus, however, improves behavioral accuracy, regardless of whether raters can anticipate group discussion. Lastly, rater motivation plays an important role in discussion-only teams.

Sylvia G. Roch, University at Albany, SUNY

Submitted by Sylvia G. Roch, roch@albany.edu

23-4. Part Timers Retention, Perceived Organizational Support, and Economy Using HLM

Using hierarchical linear modeling (HLM), the perceived organizational support of part-time employees at both Level 1 (district) and Level 2 (region) were related to higher district retention rates. In addition, economic factors at Level 2 also predicted retention rates. Implications for these findings and future research opportunities are also included.

William A. Gentry, Center for Creative Leadership

Karl W. Kuhnert, University of Georgia

Scott Mondore, United Parcel Service

Erin Page, Georgia Institute of Technology

Submitted by William A. Gentry, gentryb@leaders.ccl.org

23-5. The Influence of Emotional Intelligence on Feedback Seeking Behavior

We examined the influence of subordinates perceptions of the emotional intelligence of their supervisor on feedback seeking. Subordinates who perceive their supervisor as high on emotional intelligence sought feedback more frequently than subordinates who perceive their supervisor as low on emotional intelligence. Further, the feedback environment mediated this relationship.

Jaclyn P. Pittman, Florida Institute of Technology

Lisa A. Steelman, Florida Institute of Technology

Submitted by Jaclyn P. Pittman, JaclynPPittman@aol.com

23-6. Effects of Work Environment on Organizational Commitment in Changing Careers

A key way to elicit employee loyalty today is to enhance situated and deep structure identification. Based on this assertion, we examined management communication, opportunity for learning, and work schedule flexibility as antecedents of organizational commitment. These variables had positive effects on organizational commitment. They also interacted to affect employees.

Thomas Ng, University of Georgia

Marcus M. Butts, University of Georgia

Robert J. Vandenberg, University of Georgia

Mark G. Wilson, University of Georgia

David DeJoy, University of Georgia

Submitted by Thomas Ng, twhng@uga.edu

23-7. Measurement Invariance in Performance Appraisal Ratings of U.S. Army Soldiers

This study was intended to examine the superiors mental models of job performance in ratings of subordinates, specifically, whether the rating instrument used was invariant between supervisory rater groups. Confirmatory factor analysis (CFA) and item response theory (IRT) techniques were used with results suggesting similar performance references between rater groups.

Penny Koommoo-Welch, GlaxoSmithKline

Submitted byPenny Koommoo-Welch, penny_koommoo@ncsu.edu

23-8. Feedback Discounting: A Mediator of Justice Effect on OCBs

Feedback discounting was introduced as a potential mediator of the relationship between interactional justice and OCBs. Specifically, those who perceived low interactional justice discounted feedback more. Those more likely to discount feedback were less likely to report intentions to use feedback or to engage in OCBs.

Boin Chang, University of Akron

Marisa Gianvito, University of Akron

Wendy Muller, University of Akron

Paul E. Levy, University of Akron

Submitted by Boin Chang, boin67@hotmail.com

23-9. Reactions to the Performance Appraisal Process: Effects of Self-Appraisals

The effect of completing self-appraisals on reactions to the performance appraisal process was examined. Participants who were told their self-appraisals had been used to make ratings reacted more positively than those told their self-appraisals were not used. Also, participants receiving a favorable outcome reacted more positively than those receiving an unfavorable outcome.

Brian M. Bonness, EASI-Consult, LLC

Therese H. Macan, University of Missouri-St Louis

Submitted by Therese H. Macan, Therese.Macan@UMSL.edu

23-10. Factors Affecting Turnover in Different Groups of Part-Time Workers

Past research has failed to consider part-time (PT) employees as a heterogeneous group. Partial inclusion theory can explain how PT groups have different attachments outside the organization and thus, different attitudes and behavior. Commitment, job satisfaction, and quality of alternatives can then differentially predict turnover for the different PT groups.

Jenell L. Senter, Wayne State University

James E. Martin, Wayne State University

Submitted by Jenell L. Senter, jsenter@wayne.edu

23-11. The Effects of Commitment Attitudes on Retirement and Turnover Intentions

This study examined how 4 work-related commitment constructs and 3 nonwork commitment constructs were associated with voluntary retirement intentions and organizational turnover intentions. Results demonstrated that the commitment constructs differentially relate to retirement and turnover. The implications for revising the definition of work-role attachment theory are also discussed. 

Joe A. Schmidt, University of Calgary

Kibeom Lee, University of Calgary

Submitted by Kibeom Lee, kibeom@ucalgary.ca

23-12. Managers Reactions to Performance Appraisals: A Meta-Analysis

Managers dual role as raters and ratees provide them with a broader perspective of performance appraisal systems. Managers reactions toward their own appraisals were meta-analyzed in an organizational justice framework. Results indicated that fairness perceptions were strongly related to attitudes toward appraisal but outcome favorability showed only a small relationship.

Gary N. Burns, Central Michigan University

Geeta C. DSouza, Central Michigan University

Stephen H. Wagner, Central Michigan University

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

23-13. The Difference Between Cognitive and Affective Job Insecurity

Researchers have largely ignored the difference between cognitive and affective job insecurity. Our data shows their independence and a significant difference between the correlational pattern of affective job insecurity with job attitudes, performance, turnover intention, and absenteeism and the correlational pattern of cognitive job insecurity with the same variables.

Cornelius J. Koenig, University of Zurich

Thomas Staufenbiel, University of Osnabrueck

Submitted by Cornelius J. Koenig, c.koenig@psychologie.unizh.ch

23-14. Performance and Intent to Quit: A Meta-Analysis and Path Model

Utilizing results from other meta-analyses along with the estimate between performance and intent to quit (ITQ) found in this study ( ρ = .12), path analysis showed that job satisfaction and ITQ did not fully mediate the relationship between performance and turnover. Analyses demonstrated a weak positive indirect relationship between performance and ITQ.

Todd Darnold, University of Iowa

Ryan D. Zimmerman, University of Iowa

Submitted by Ryan D. Zimmerman, ryan-zimmerman@uiowa.edu

23-15. Job-Search Behavior and Two Tests of Mediation

The study examined the mixed test results of mediation in job-search studies and compared 2 tests of mediation by using meta-analytic results to construct a series of path models. The results supported mediation and the self-regulatory model of job search. Revised steps for testing for mediation are proposed.

Mark B. Wolf, Georgia Institute of Technology

Submitted by Mark B. Wolf, yeswin1@aol.com

23-16. Value of Employees: Typical Performance, Maximal Performance, and Performance Variability

This paper further extends the construct of performance, adding performance variability to the existing topics of typical and maximal performance. In addition, we show how each of these conceptualizations of performance predicts unique variance in how organizations value and compensate their employees.

Christopher M. Barnes, Michigan State University

Frederick P. Morgeson, Michigan State University

Submitted by Christopher M. Barnes, barnes@bus.msu.edu

23-17. Managerial Feedback Seeking: The Influence of Perceived Face Loss Costs

Research has found that feedback seeking behaviors and intentions are influenced by individual characteristics and source characteristics. The current study focuses on how the relationship between the individual seeker and the feedback source contribute to perceptions of face loss costs and how those perceptions subsequently affect intentions to seek feedback.

Sarah Gordon, University of Akron

Paul E. Levy, University of Akron

Submitted by Sarah Gordon, sgordon@barrett-associates.com

23-18. Employee Referral Programs: From Short-Term Outcomes to Return on Investment

We investigated the effectiveness of a referral program for a customer contact position in a communications company. Results indicate that the referral program was effective in reducing early turnover, but over time, this effect diminished. A threshold ROI analysis indicated that the program pays for itself after 2 new hires.

Jessica Osedach, Verizon

Matthew Dreyer, Verizon

Christine E. Corbet, Verizon

Submitted by Christine E. Corbet, christine.e.corbet@verizon.com

23-19. Self-Monitoring and the Acceptance of External Feedback

This study attempted to identify the relationship between level of self-monitoring and use of feedback regarding self-evaluations of performance. A significant interaction was found indicating that level of self-monitoring influences the use of feedback. Findings are consistent with prior research on product evaluations and evaluations of others.

Cheryl L. Comer, Kansas State University

Patrick A. Knight, Kansas State University

Submitted by Cheryl L. Comer, comer@ksu.edu

23-20. Assessing PersonJob Fit in Selection: An Objective Approach

An objective approach to the measurement of personjob fit in predicting turnover was examined. The results showed that personjob fit explained incremental variance over and above biographical measures in employee turnover status as well as job performance. Implications for personnel selection practices were discussed.

Dennis Doverspike, University of Akron

Mei-Chuan Kung, Select International, Inc.

Matthew S. OConnell, Select International, Inc.

Ann B. Durham, PPG Industries

Submitted by Mei-Chuan Kung, mkung@selectintl.com

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

A meta-analysis of 16 studies was conducted to examine the relationship between employee ownership and organizational commitment. Moderator analyses were conducted for the type of employee ownership plan (cooperative vs. employee stock ownership plan) and the number of organizations included in each primary study (single vs. multiple organizations).

Emily Bailey, Central Michigan University

Catherine Bush, Central Michigan University

Monica R. Filipkowski, The Dow Chemical Company

Stephen H. Wagner, Central Michigan University

Submitted by Stephen H. Wagner, wagne1sw@cmich.edu

23-22. Effects of Feedback Seeking on Affective Commitment and Performance Ratings

This study examined the effects of subordinate feedback seeking on supervisor perceptions of employees. Specifically, we investigated the interaction between the sign (positive vs. negative) and focus (task vs. self) of the feedback. Results showed that sign and focus interact to influence perceptions of both affective commitment and job performance.

Hsien-Yao Swee, University of Akron

Samantha Le Chau, University of Akron

Paul E. Levy, University of Akron

Submitted by Samantha Le Chau, slc17@uakron.edu

23-23. The Multifoci Social Exchange Model of Justice: A Japanese Investigation

We investigated whether multifoci justice affects work-related outcomes via social exchange in a Japanese context. Findings indicated that multifoci justice effects were mediated by multifoci social exchange. In addition, we found that these casual relationships were influenced by justice orientation. Implications for the theory and future research are discussed.

Yoichiro Hayashi, University of Illinois at Urbana-Champaign

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

Shin-Ichiro Hizume, Waseda University

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

23-24. Attribution Style and the Negative FeedbackPerceptions of Politics Relationship

This study tests the interactive effect of attribution style and negative feedback on perceptions of organizational politics. Results indicate that individuals with a hostile attribution style are more likely to attribute negative feedback to organizational politics than are individuals with nonhostile attribution styles. Implications of this finding are discussed.

Mary Dana Laird, Florida State University

Paul Harvey, Florida State University

Submitted by Paul Harvey, nph02@fsu.edu

23-25. Role Clarity, Social Skills and the Feedback Seeking/Organizational Outcomes Link

This study presented a model of feedback seeking that identified role clarity as an important mediator of the relationship between feedback-seeking behavior and both job performance and satisfaction. In addition, social skill was shown to moderate the relationship between feedback seeking and role clarity. Implications are discussed.

Jason Dahling, University of Akron

Brian G. Whitaker, University of Akron

Submitted by Brian G. Whitaker, BGW111@yahoo.com

23-26. Understanding the Career Decisions of Sailors: Factors Influencing Reenlistment Intentions

We examined factors that influence retention decisions of enlisted sailors in the U.S. Navy. Results show that levels of fit with the organization, commitment, and satisfaction with the job influence intentions to stay or leave. Findings provide insight into our understanding of first-term retention and attrition.

Rorie Harris, Navy Personnel Research, Studies, and Technology

Michael A. White, Navy Personnel Command

Naina Eshwar, University of Memphis

Jacqueline A. Mottern, Navy Personnel Research, Studies, and Technology

Submitted by Rorie Harris, rorie.harris@navy.mil

23-27. The Influence of Personality on Contextual and Task Performance Ratings

We examined the relationship between rater personality and rating errors on an expanded performance criterioncontextual and task. Using this approach, we detected complex relationships between interactions in rater personality and rating behaviors that previous research failed to detect: Conscientiousness moderated the relationship between rater Agreeableness and contextual performance ratings.

Daniel C. Kuang, American Institutes for Research

Lynne Steinberg, University of Houston

Donald M. Truxillo, Portland State University

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

23-28. Findings From the Public Sector: Performance Ratings and Promotional Progression

This study examined the relationship between performance appraisal ratings and promotional progression in a government agency. Job performance ratings were significantly correlated with organizational progression. However, as predicted, the relationship between performance and progression was weaker for promotions based on knowledge-based exams than for other procedures. 

Mark A. Mishken, NYS Office of Court Administration

Kevin C. L. Ruminson, CSU-Office of the Chancellor

Krisztina Juhasz, NYS Office of Court Administration

Submitted by Krisztina Juhasz, Kjuhasz@yahoo.com

23-29. The Effect of Rater Selection on Rating Accuracy

This study investigated how the practice of allowing ratees to select their own raters affects rating accuracy. Ratings provided by selected and nonselected raters were compared using multiple accuracy measures. Results indicated that selected raters were as accurate, or more accurate, than raters who were not selected by the ratee.

Jennifer Nieman, Hofstra University

William Metlay, Hofstra University

Ira T. Kaplan, Hofstra University

Kevin Wolfe, New York Medical College

Submitted by William Metlay, psywzm@hofstra.edu

24. Practice Forum: Friday, 10:3012:20 Dallas A1 (1st floor-CC)

On Demand I-O: Leveraging I-O to Enable IBMs New Strategy

IBMs new on demand strategy created a new agenda not only for the business but also for IBM workforce. A group of experienced internal IBM I-O psychologists will present the research, design, and deployment efforts they led that helped transform the company toward realizing its on demand vision.

Sharon Arad, IBM, Chair

Christopher T. Rotolo, Behavioral Insights, LLC, Co-Chair

Christopher T. Rotolo, Behavioral Insights, LLC, Leadership Requirements in an On Demand World

Sharon Arad, IBM, Kari E. Yoshimura, North Carolina State University, Reinventing People Development in IBM

Tanya C. Delany, IBM, Kathlea Vaughn, University of Connecticut, Damon U. Bryant, IBM, Selection in an On-Demand Era

Mathian (Mat) Osicki, IBM, Understanding Workplace Stress in IBM Using Climate Survey Data

George W. Norris, IBM, Providing On-Demand Customer Feedback to Improve Organizational Performance

Submitted by Sharon Arad, arads1@us.ibm.com

25. Practice Forum: Friday, 10:3011:50  Dallas A2 (1st floor-CC)

Unproctored Internet Testing: What Do the Data Say?

Is unproctored Internet testing valid? Opponents and proponents disagree, but what do the data say? Do test means rise over time? Are unproctored cognitive tests valid? Does the digital divide reduce minority access? Is there utility in moving to an unproctored testing program? Data-based answers to these questions are presented.

James C. Beaty, Previsor-ePredix, Chair

Jana Fallon, American Express, Jay Janovics, Previsor-ePredix, An Early Adopters View: Data From a One-Year Unproctored Internet Testing Study at American Express 

Jason R. Read, Cingular Wireless, Unproctored Internet Testing at Cingular Wireless

James C. Beaty, ePredix, Eyal Grauer, Previsor-ePredix/ Bowling Green State University, Josh Davis, University of Oklahoma, Unproctored Internet Testing: Important Questions and Empirical Answers

Ken Lahti, Previsor-ePredix, Paul D. DeKoekkoek, Sprint, ROI for Proctored Versus Unproctored Assessment Programs: Estimates From Multiple Utility Models and Identification of Moderators

Submitted by James C. Beaty, jim.beaty@epredix.com

26. Practice Forum: Friday, 10:3011:50 

Dallas A3 (1st floor-CC)

Extending the Knowledge: Corporate Wide Actions From Employee Research

Practitioners from 4 companies with different types of employee opinion survey programs (culture survey, pulse surveys, linkage to customers) will present how their research has been used to make corporate-wide changes in their companies.

Lindsay A. Bousman, University of Nebraska-Omaha/Microsoft Corporation, Chair

Linda S. Carr, Sun Microsystems, Co-Chair

Lindsay A. Bousman, University of Nebraska-Omaha/Microsoft Corporation, Culmination of Results Leading to Broader Culture Change: Microsoft Corporation

Linda S. Carr, Sun Microsystems, The Design and Implementation of a Pulse Survey to Assess Employee Perceptions of Corporate Strategy and Priorities

Craig James, Allstate Insurance, Paul Tsagaroulis, Allstate Insurance, Tyler M. Vander Meeden, Allstate Insurance, Patrick D. McLinden, Illinois Institute of Technology, Using Linkage Research as a Catalyst for Change: Allstate Insurance Co.

Lyse Wells, Payless ShoeSource, Measuring Dramatic Culture Change Through Pulse Survey Results

Submitted by Lindsay A. Bousman, lbousman@microsoft.com

27. Special Event: Friday, 11:3012:20 Austin 2 (2nd floor-H)

Distinguished Professional Contributions Award
Applied Psychology in the Executive Suite: Elegant Theory and Ugly Practice

For more than a quarter of a century, David Nadler has worked as a consultant and advisor to CEOs and boards of major corporations. In this talk, he will reflect on his experiences, lessons learned, and implications for the practice of I-O psychology in general.

Allen I. Kraut, Baruch College/Kraut Associates, Chair

David A. Nadler, Mercer Delta Consulting, LLC, Presenter

28. Interactive Posters: Friday, 11:3012:20 
Majestic 8 (37th floor-H)


Rudolph J. Sanchez, California State University-Fresno, Facilitator

28-1. Top Management Credibility and Employee Cynicism

We examined how management credibility influences employee cynicism, commitment, and job performance, and what kinds of managerial behaviors affect management credibility. Results suggest that different components of cynicism predict different outcomes, credibility negatively predicts cynicism, and different sets of managerial behaviors generate attributions of the different components of (non)credibility.

Tae-Yeol Kim, City University of Hong Kong

Thomas S. Bateman, University of Virginia

Brad Gilbreath, IPFW

Lynne Andersson, Temple University

Submitted by Tae-Yeol Kim, bestkty@cityu.edu.hk

28-2. The Effect of Trust and Information Sharing on Team Performance

We link team trust to information sharing and decision making on a hidden profile task. Trust was positively related to information sharing and performance, and information sharing mediated this relationship. The implications of these findings for teams charged with making high-stakes decisions are discussed.

Candace Atamanik-Dunphy, Florida International University

Constanza Berger, Florida International University

Eugenia I. Perez-Cerini, Florida International University

Jamie M. McCarthy, Florida International University

Submitted by Constanza Berger, cb12481@aol.com

28-3. A Model of Employee Reactions to Electronic Performance Monitoring

The goal of this study was to develop and test a model of employee reactions to electronic performance monitoring (EPM) from an organizational justice perspective. This study examined potential antecedents and consequences of interpersonal and informational justice. Results from 257 call center representatives were generally supportive of the proposed model.

Laurel A. McNall, The Group for Organizational Effectiveness

Sylvia G. Roch, University at Albany, SUNY

Submitted by Laurel A. McNall, laurel.mcnall@groupoe.com

28-4. Trust in Organizations: A Multibases, Multifoci Investigation

Simultaneously measuring trust bases (cognitive, affective) and foci (management, supervisor, coworkers), we examined the effects of trust within organizations. Results showed that the 6 variants of trust made unique contributions in explaining global outcomes (job satisfaction). When trust variants corresponded with specified outcomes (e.g., coworker communication), more variance was explained. 

Jane Yang, City University of Hong Kong

Kevin W. Mossholder, Louisiana State University

Submitted by Jane Yang, mgyang@cityu.edu.hk

29. Community of Interests: Friday, 11:3012:20 
Live Oak (2nd floor-H)

Emerging Topic #1 in I-O Psychology

See registration desk for more information.

30. Poster Session: Friday, 11:3012:20 Lone Star A-B (2nd floor-CC)

OHP/Stress, Technology

30-1. Workplace Safety: Decision Policies for the Self and Typical Other

A policy capturing approach was used to look at factors associated with safe behavior in workplace situations. Results showed that response efficacy, perceived risk, and perceived costs were important factors. When compared to themselves, individuals thought others were less safe and less affected by risk severity.

Michael T. Ford, George Mason University

Lois E. Tetrick, George Mason University

Submitted by Michael T. Ford, mford3@gmu.edu

30-2. Correlates of Three Stress Reactions: A Conceptual and Meta-Analytical Comparison

Felt job stress, mental strain, and physical strain are commonly examined stress reactions. The specificity hypothesis posits that felt job stress relates more closely to job-domain variables, whereas mental and physical strain relate more closely to variables that are broad based. We found support for the specificity hypothesis in a meta-analysis.

Thomas Ng, University of Georgia

Kelly Sorensen, University of Georgia

Submitted by Thomas Ng, twhng@uga.edu

30-3. Social Stressors, Core Self-Evaluations, and Work Outcomes

We examined the relationships between social stressors, job satisfaction, and turnover intentions, and the moderating impact of core self-evaluations on these relationships. Results indicated that social stressors were negatively related to satisfaction and positively related to turnover intentions and that positive core self-evaluations buffered the negative influence of social stressors.

Paul Harvey, Florida State University

Kenneth J. Harris, Indiana University Southeast

K. Michele Kacmar, University of Alabama

Submitted by Paul Harvey, nph02@fsu.edu

30-4. Flow Among Architecture Students: Promoting Well-Being at Work

The study used experienced sampling methodology to track the studio work experiences of 40 architectural students over a 15 week period. Results indicated that core job dimensions facilitated the experience of flow and that flow had a positive impact on both mood (hedonic well-being) and perceptions of performance (eudaimonic well-being).

Clive Fullagar, Kansas State University

Submitted by Clive Fullagar, fullagar@ksu.edu

30-5. The Role of Collective Identity in the Organizational Stress Process

The purpose of this paper is to examine the role of collective identity in the organizational stress process. We use the elements of collective identity to understand why employees react differently to similar organizational stimuli and illustrate how collective identity is an integral part of individuals coping with organizational stress.

Jason Stoner, Florida State University

Pamela L. Perrewe, Florida State University

Submitted by Pamela L. Perrewe, pperrew@cob.fsu.edu

30-6. Frustration in Graduate School: The Role of Goal Orientation

The purpose of the present study was to investigate whether goal orientation moderates the relationship between quantitative workload associated with both graduate coursework and assistantship duties, and frustration. Results indicated that 2 forms of goal orientation, performance avoidance and mastery orientations, significantly moderated this relationship.

L. Jean Whinghter, Bowling Green State University

Christopher J. Cunningham, Bowling Green State University

Mo Wang, Portland State University

Jennifer L. Burnfield, HumRRO

Submitted by L. Jean Whinghter, lmcmull@bgnet.bgsu.edu

30-7. Testing a Model Of Sense Of Virtual Community

Sense of virtual community (SOVC; i.e., feelings of membership, belonging, identity, and attachment) was examined in 267 members of 7 online groups. Passively and actively exchanging support, perceiving that other members meet face-to-face, and perceiving norms of behavior increase SOVC. Implications for organizational online groups are discussed.

Anita Blanchard, University of North Carolina-Charlotte

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

30-8. Conflict and Emotional Exhaustion: Another Look at the Burnout Progression

This study is an empirical examination of the effect of conflict at work on the development of burnout for a sample of nurses. Results indicate that emotional exhaustion fully mediated the development of a number of personal and organizational outcomes and partially mediated the development of depersonalization.

Ashley M. Guidroz, Bowling Green State University

Mo Wang, Portland State University

Lisa M. Perez, Minnesota State University-Mankato

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

30-9. Assertive Coping With Workplace Incivility

The current study examines the role of assertiveness in coping with workplace incivility. We proposed that the congruency between personality and gender role with actual coping would impact the incivilitynegative outcome relationship. Implications regarding our findings and ideas for future research are discussed.

Jessica A. Gallus, University of Connecticut

Vicki J. Magley, University of Connecticut

Submitted by Jessica A. Gallus, jessica.gallus@uconn.edu

30-10. Interaction of Job-Limiting Pain and Perceived Support on Work Contributions

We conducted 3 studies to examine the interactive effect of perceived organizational support (POS) and job limiting pain (JLP) on performance-related outcomes. POS x JLP explained criterion variance for effectiveness and extra-role behavior in Study 1; effectiveness, work intensity, and citizenship in Study 2; and supervisor-rated task-performance in Study 3.

Zinta S. Byrne, Colorado State University

Wayne A. Hochwarter, Florida State University

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

30-11. Attitudinal Determinants of Support for National Smoking Ban

We studied predictors of bar manager support for legislation banning workplace smoking in New Zealand. Results suggest justice considerations are stronger determinants of support than rational/economic factors. Within-cohort comparison showed increased support for the ban 6 months later. Our research has implications for a broad spectrum of social initiatives.

Nigel Guenole, Victoria University of Wellington

Oleksandr Chernyshenko, University of Canterbury

Kiri Milne, New Zealand Health Sponsorship Council

Stephen Stark, University of South Florida

Submitted by Stephen Stark, sstark@cas.usf.edu

30-12. Face-to-Face Versus Virtual Team-Member Selection Decisions

The influence of 5 team-member characteristics on selection decisions for face-to-face and virtual teams was examined. Task skills had a greater impact on selection decisions for virtual teams, and gender influenced face-to-face team selection decisions more. The impact of race, physical attractiveness, and attitudinal similarity did not differ between team types.

Geeta DSouza, Central Michigan University

Stephen M. Colarelli, Central Michigan University

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

30-13. Predicting Aggressive Driving Using the Five-Factor Model Personality Variables

Using self-report data from a representative sample of 308 drivers, we examined the relationships between the 5-factor model personality variables and aggressive driving. Results indicated that Neuroticism and Agreeableness were significant predictors of aggressive driving and explained significant incremental variance in aggressive driving over a measure of trait driving anger.

Travis Tubr, University of Wisconsin-River Falls

Bryan D. Edwards, Tulane University

Mike Zyphur, Tulane University

Chris R. Warren, Tulane University

Submitted by Travis Tubr, travis.tubre@uwrf.edu

30-14. The Team Machine: A Decision Support Tool for Team Formation

This work integrates research from I-O psychology, decision science, operations research, and information systems. We discuss a decision-support tool to facilitate creating equally diverse teams and its use in a graduate program. The decision-support tool is designed to provide users with the built-in capability to easily create diverse balanced teams.

Paul K. Bergey, North Carolina State University

Lynda Aiman-Smith, North Carolina State University

Submitted by Lynda Aiman-Smith, Lynda_Aiman-Smith@NCSU.edu

30-15. The Generalizability of Leadership Across Domains and Time Periods

We investigated the degree to which leadership behavior of individuals is generalizable across leadership domains and time periods. We found that 32% of the variance in leadership role occupancy was associated with a person effect, indicating that leadership behavior is indeed generalizable. We conclude with the implications of our findings.

Kyoung W. Park, University of Minnesota

Submitted by Richard D. Arvey, rarvey@csom.umn.edu

30-16. Critical Incidents at Work: Development of the Workplace Perceptions Questionnaire

This research investigated perceptions of critical incidents at work using the Workplace Perceptions Questionnaire (WPQ), a measure developed specifically for this study. Reliability analyses indicated internal consistency for most subscales. Regression analyses indicated the risk factor set significantly predicted outcome variables. Considered individually, most factors did not contribute unique variance.

Debra L. Bruns, University at Albany-SUNY

Kevin J. Williams, University at Albany-SUNY

Submitted by Debra L. Bruns, debrabruns@yahoo.com

30-17. An Exploratory Examination of the Determinants of Knowledge Sharing

Using a lab and a field experimental study, we investigated how personality characteristics and accountability mechanisms influence knowledge sharing via a knowledge management system. Results showed that accountability mechanisms had positive effects on knowledge sharing. The personalitysituation interactions were discussed. Implications and future research were suggested.

Sheng Wang, University of Nevada-Las Vegas

Raymond A. Noe, Ohio State University

Zhong-Ming Wang, Zhejiang University

Submitted by Sheng Wang, sheng.wang@ccmail.nevada.edu

30-18. The Effects of Physiological Arousal on an Applied Vigilance Task

Current literature on physiological arousal and vigilance suggests that vigilance may be improved by increasing physiological activity. This hypothesis was tested with an applied sample of lifeguards by utilizing an existing but untested physiologically based scanning strategy. Results indicated higher levels of vigilance with physiologically active strategies.

Jonas P. Johnson, Clemson University

Eric S. McKibben, Clemson University

Submitted by Jonas P. Johnson, jonasj@clemson.edu

30-19. When Does Employee Exercise Benefit the Employing Organization?

Level of exercise, perceived energy and effectiveness, job/ life satisfaction, and organizational commitment were examined for individuals in various jobs and with different previous exercise experience. According to the study results, exercise benefits the employing organization and its employees, especially those in less physically demanding jobs.

Lana V. Ivanitskaya, Central Michigan University

Kimberly J. LeGro, State Farm Insurance

Nathan A. Bowling, Wright State University

Kimberly J. LeGro, State Farm Insurance

Submitted by Kimberly J. LeGro, legrokj@hotmail.com

30-20. Oculomotor Measures as Predictors of Performance Under Sleep Deprivation Conditions

This study examined whether oculomotor measures could predict performance on a variety of tasks under sleep deprivation and nonsleep deprivation conditions. Oculomotor measures best predicted performance on vigilance-related tasks when individuals were sleep deprived. Results have implications for work environments as a way to assess fitness for duty.

Laura McClelland, Clemson University

June J. Pilcher, Clemson University

James A. McCubbin, Clemson University

Submitted by Laura McClelland, lmcclel@clemson.edu

30-21. Work Overload, Stigma of Psychological Problems, and Health

Examined work overload and perceiving a stigma associated with admitting a psychological problem as predictors of psychological and physical health symptoms. Perceptions of work overload were a stronger predictor of symptoms when soldiers perceived a stigma of admitting a problem, indicating that stigma may potentiate the effects of organizational stressors.

Tiffany M. Greene, Clemson University

Thomas W. Britt, Clemson University

Carl A. Castro, Walter Reed Army Institute of Research

Charles Hoge, Walter Reed Army Institute of Research

Submitted by Tiffany M. Greene, tmgreen@clemson.edu

30-22. Linking Training to Musculoskeletal Symptoms, Job Dissatisfaction, and Job Insecurity

The results of this study demonstrate that inadequate job training is associated with increased job demands and task ambiguity. Further, increased job demands were associated with greater musculoskeletal symptoms, and decreased job satisfaction and task ambiguity were associated with decreased job satisfaction and increased job insecurity. Implications will be presented.

Jennifer C. Cullen, WA Department of Labor & Industries, SHARP

Barbara Silverstein, WA Department of Labor & Industries, SHARP

Ninica Howard,WA Department of Labor & Industries, SHARP

Christy Curwick,WA Department of Labor & Industries, SHARP

Submitted by Jennifer C. Cullen, culj235@lni.wa.gov

30-23. Theory of Planned Behavior, Occupational Stress, Implementation Intentions, and Health

The present study examined the theory of planned behavior, occupational stress, and the impact of implementation intentions on an exercise intentionbehavior relationship. Results identified past behavior, intention, and attitude as the most important determinants of exercise, but implementation intentions had a backfire effect. Future research is discussed.

Jill S. Budden, Northern Illinois University

Submitted by Jill S. Budden, jbudden@niu.edu

30-24. A Meta-Analysis Of Workaholism Antecedents and Outcomes

This meta-analysis examines antecedents and outcomes of workaholism, as well as the most commonly used workaholism scales. Results suggest that organizations should be aware of the possible negative outcomes of employee workaholic behavior. Moderator analysis suggests that there are differences across scale type, highlighting the need for additional systematic research.

Ludmila Zhdanova, Wayne State University

Leslie Kay Allison, Wayne State University

Shuang Yueh Pui, Wayne State University

Malissa A. Clark, Wayne State University

Submitted by Ludmila Zhdanova, lucia@wayne.edu

30-25. Communications Technology and PersonPerception: Distance Makes the Heart Grow Fonder

Individuals were perceived by their peer-mentors to be more similar and more extraverted if they communicated with them solely through electronic chat than if they communicated face-to-face or through video-teleconferencing. Perceptions of extraversion and similarity explained unique variance in ratings of competence and peer mentors desire to continue their relationships.

Kimberly A. Smith-Jentsch, University of Central Florida

Moshe Feldman, University of Central Florida

Patrick J. Rosopa, University of Central Florida

Nic Bencaz, University of Central Florida

Submitted by Moshe Feldman, mofeld@yahoo.com

30-26. Empirical Support for a New Approach to Computer-Based Simulation

A new approach to computer-based simulation was developed to measure complex interpersonal skills (i.e. assertiveness). Our computer-based assessment in first-person perspective requires oral responses to simulated events that unfold as a continuous story. Results indicate a positive relationship between self-assessed assertiveness and speech characteristics captured by the simulation.

Kimberly A. Smith-Jentsch, University of Central Florida

Amy Griffin, University of Central Florida

Ugochi U. Onyejiaka, University of Central Florida

Submitted by Shannon A. Irving, Amerilda1@aol.com

30-27. Temporary Workers Coping Responses to Sexual Harassment: A Preliminary Model

A model of the coping strategies of temporary workers to sexual harassment is proposed. It is suggested that 
the coping strategies used by temporary workers will vary depending on the characteristics of the worker and 
the employment situation.

Kate Rowbotham, University of Toronto

Submitted by Kate Rowbotham, rowbotham@Rotman.Utoronto.Ca

30-28. Effects of Self-Monitoring During Face-to-Face and Online Interviews

This study compared face-to-face and online interviews. Results showed that applicants felt less pressure online. High self-monitors expressed decreased procedural justice perceptions when interviews were conducted online instead of face to face. Face-to-face applicants self-monitoring predicted interviewers ratings of their qualifications; however, this effect did not extend to the online interviewing environment.

Brad Pearce, East Carolina University

Lori Foster Thompson, North Carolina State University

Submitted by Lori Foster Thompson, lfthompson@ncsu.edu

30-29. Time Management, Circadian Type, and Psychological Well-Being

This correlational study examined the relationships among the behavioral and attitudinal dimensions of time management (TM), circadian type, and the Big 5 personality traits. Positive relationships were found between TM, morningness, and dispositional indicators of psychological well-being. Implications for the dispositional nature of TM and TM training are discussed.

Pablo Cruz, Rice University

Heidi Krause, University of Sydney

Jennifer Rodriguez, Rice University

Richard D. Roberts, ETS

Submitted by Pablo Cruz, pcruz@rice.edu

Program Table of Contents