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Friday PM

31. Panel Discussion: Friday, 12:001:20 San Antonio A (3rd floor-CC)

Selecting Effective Expatriates: Translating Research Into Practice

As companies continue to expand into multinational organizations, international mergers and joint ventures continue to proliferate, and human resources continue to constitute an organizations most valuable commodity, practitioners must possess an excellent understanding of the predictors, criteria, and other variables associated with successful expatriate outcomes.

Nicole R. Bourdeau, Hogan Assessment Systems, Chair

Jamie L. Bomer, Hogan Assessment Systems, Co-Chair

John R. Leonard, Valero Energy Corporation, Panelist

Jared D. Lock, Hogan Assessment Systems, Panelist

Stefan T. Mol, Erasmus University-Rotterdam, Panelist

Submitted by Nicole R. Bourdeau,  nicole@hoganassessments.com

32. Symposium: Friday, 12:001:20 Houston A (3rd floor-CC)

Modern-Day Sexism at Work: Forgotten, but not Gone

This symposium examines the nature, prevalence, and consequences of modern-day sexism in the workplace. Utilizing various theoretical perspectives, the papers collectively demonstrate that although sexism now manifests in subtle and seemingly benign ways, its pernicious effects on individuals and organizations remains pervasive.

Seth A. Kaplan, Tulane University, Chair

Jill C. Bradley, Tulane University, Co-Chair

Jana L. Raver, Queens University, Co-Chair

Marla B. Watkins, Tulane University, Seth A. Kaplan, Tulane University, Arthur P. Brief, Tulane University, Amanda Shull, Tulane University, Joerg Dietz, University of Western Ontario, Marie-Therese Mansfield, Tulane University, Robin R. Cohen, Bristol-Myers Squibb, Does it Pay to Be a Sexist?

Jill C. Bradley, Tulane University, Seth A. Kaplan, Tulane University, The Influence of Job Competence on Ratings of Physical and Interpersonal Attractiveness

Jana L. Raver, Queens University, Lisa H. Nishii, Cornell University, Interactive Effects of Gender Harassment and Ethnic Harassment on Targets

Laura Riedel, Texas A&M University, Maria Fernanda Garcia, University of Texas-El Paso, Adrienne J. Colella, Tulane University, Mary Triana, Texas A&M University, The Effects of Gender and Sexism on Reaction to Paternalism

Submitted by Seth A. Kaplan, sethakap@yahoo.com

33. Symposium: Friday, 12:001:20 Houston C (3rd floor-CC)

Innovative Response Formats in Personality Assessments: Psychometric and Validity Investigations

This symposium describes and compares 3 different approaches to constructing forced choice tests for personality assessment. Simulation results demonstrating the ability to recover normative information from multidimensional forced choice items is presented, along with actual predictive validity evidence from studies conducted in university and military settings.

Oleksandr Chernyshenko, University of Canterbury, Chair

Oleksandr Chernyshenko, University of Canterbury, Stephen Stark, University of South Florida, Matthew S. Prewett, University of South Florida, Ashley A. Gray, University of South Florida, Frederick R. B. Stilson, University of South Florida, Matthew D. Tuttle, University of South Florida, Normative Score Comparisons From Single Stimulus, Unidimensional Forced Choice, and Multidimensional Forced Choice Personality Measures Using Item Response Theory

Robert J. Schneider, Personnel Decisions Research Institutes, Janis S. Houston, Personnel Decisions Research Institutes, Walter C. Borman, Personnel Decisions Research Institutes, Kerri L. Ferstl, Personnel Decisions Research Institutes, Ronald M. Bearden, Navy Personnel Command, William L. Farmer, FedEx Express, Integrating CAT, IRT, and Paired Comparison Methodology to Improve Personality Assessment

Len White, U.S. Army Research Institute, Mark C. Young, U.S. Army Research Institute, Validation of a Multidimensional Forced-Choice Measure of Temperament Constructs

Stephen Stark, University of South Florida, Oleksandr Chernyshenko, University of Canterbury, Fritz Drasgow, University of Illinois at Urbana-Champaign, Toward Increased Utilization of Multidimensional Forced Choice Measures in Personality Assessment

Alan D. Mead, PAQ Services, Inc, Discussant

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

34. Special Event: Friday, 12:001:20 State Room 1 (3rd floor-CC)

Education and Training in I-O Psychology: Open Meeting of Educators

Each year, the Education and Training Committee and Long Range Planning Committee host an open meeting with directors of I-O graduate programs and others who have an interest in educating the next generation of I-O psychologists. Plan to bring your issues, concerns, and questions and participate in the discussion.

Steven G. Rogelberg, University of North Carolina-Charlotte, Host

Jose M. Cortina, George Mason University, Co-Host

35. Education Forum: Friday, 12:001:20 State Room 2 (3rd floor-CC)

Leaving the Psychology Tower: Nontraditional Programs in I-O Psychology

This forum will focus on challenges, opportunities, and solutions in the development and implementation of nontraditional programs in I-O psychology. Brief, interactive presentations will address specific issues inherent in the administration of nontraditional programs. Interaction by audience members will be encouraged throughout the forum.

Brigitte Steinheider, University of Oklahoma-Tulsa Graduate College, Presenter

David P. Costanza, George Washington University, Presenter

Jennifer L. Kisamore, University of Oklahoma, Presenter

Roni Reiter-Palmon, University of Nebraska-Omaha, Presenter

Submitted by Jennifer L. Kisamore, jkisamore@ou.edu

36. Roundtable: Friday, 12:001:20 State Room 4 (3rd floor-CC)

Continuing the Search for Talent Management

Talent management is a term used extensively in the popular literature and by many consulting firms populated with I-O psychologists. Yet, the application of talent management solutions is varied and not well measured. This roundtable will focus on progress in defining, selling, and implementing TM solutions.

Robert E. Lewis, Personnel Decisions International, Host

R. J. Heckman, Personnel Decisions International, Co-Host

Submitted by Robert E. Lewis, blewis@PersonnelDecisions.com

37. Practice Forum: Friday, 12:001:20 Lone Star C3 (2nd floor-CC)

Patterns Across Global Organizational Surveys: Timeliness, Norms, Structural Equation Models

Companies have been surveying their employees for over 50 years, but in the past decade, leaders of survey programs have been faced with increasingly complex survey data due to globalization. We examine cross-cultural differences in the timing of employees participation, their responses, and how they consider satisfaction and commitment.

Paul M. Mastrangelo, Genesee Survey Services, Inc., Chair

Ingwer Borg, ZUMA, Early and Later Respondents in Two Global Employee Surveys

Charles Corace, Johnson & Johnson, Paul M. Mastrangelo, Genesee Survey Services, Inc., Comparing Survey Responses From the GLOBE Survey to One Global Organizations Survey

Sarah R. Johnson, Genesee Survey Services, Inc., Renee Smith, Harris Interactive Service Bureau, Taking the Worlds Pulse: Implications of the Ongoing Internet-Based Global Work Opinion Survey

Leslie Jefferson, Xerox Corporation, A Global Comparison of Employer of Choice Drivers Using Structural Equation Modeling

Franz G. Deitering, SAP AG, Discussant

Submitted by Paul M. Mastrangelo, paul@gensurvey.com

38. Special Event: Friday, 12:0012:50 Seminar Theater (2nd floor-H)

Plans for a New SIOP-Sponsored Journal

The SIOP Executive Committee has endorsed the creation of a new journal with a focus on interactive exchanges. A focal article on a key issue would be followed by a series of peer commentaries reflecting multiple perspectives (e.g., science, practice, international). The session will present plans for the new journal.

Michael J. Burke, Tulane University, Participant

Paul R. Sackett, University of Minnesota, Participant

39. Panel Discussion: Friday, 12:001:20  Majestic 1 (37th floor-H)

Employee Attachment and Deviance in Organizations

Workplace deviance has tremendous costs to both individuals and organizations. The purpose of this panel discussion is to examine specific ways in which employee attachment (commitment and identification) may affect, and perhaps remedy, theft, victimization, violence, and other deviant behaviors. Outcomes will include a research agenda and recommendations for practice.

Richard J. Klimoski, George Mason University, Chair

Thomas E. Becker, University of Delaware, Panelist

Rebecca J. Bennett, Louisiana Tech University, Panelist

Robert Eisenberger, University of Delaware, Panelist

Fred A. Mael, American Institutes for Research, Panelist

Submitted by Thomas E. Becker, beckert@lerner.udel.edu

40. Symposium: Friday, 12:001:20 Majestic 4-5 (37th floor-H)

Toward an Understanding of the Antecedents of Initial Organizational Attraction

Researchers are increasingly recognizing the criticality of early recruitment practices, as failing to initially attract the most qualified applicants limits the effectiveness of later recruitment efforts. To this end, the present symposium presents a series of papers that provide greater insights into what factors influence applicants early attraction to organizations.

Crystal M. Harold, Indiana University-Purdue University Indianapolis, Chair

Michael Horvath, Clemson University, Co-Chair

Michael Horvath, Clemson University, Matthew Richard Millard, Clemson University, James M. Dickinson, Clemson University, Patterns and Effects of Recruitment Source Use Among Job Applicants

Jerel E. Slaughter, University of Arizona, Andrew Li, University of Arizona, The Origin of Trait Inferences About Organizations

Todd J. Thorsteinson, University of Idaho, Trait Inferences About Organizations: A Person Organization Fit Approach to Initial Attraction

David M. Mayer, University of Central Florida, Jonathan C. Ziegert, Drexel University, Karen Holcombe Ehrhart, San Diego State University, The Effects of Cultural Mistrust on Diversity-Related Attributions and Attraction

Daniel B. Turban, University of Missouri, Discussant

Submitted by Crystal M. Harold, charold@iupui.edu

41. Practice Forum: Friday, 12:001:20
Dallas A2 (1st floor-CC)

Cross-Cultural Employment Testing: Applications, Challenges, and Research

As labor markets become increasingly diverse, employers face growing demand for selection programs to accommodate a variety of languages and cultures. This forum brings together a broad collection of practitioners who will discuss real world issues and research applied to employment testing across cultures in the U.S. and globally.

John A. Weiner, Psychological Services Inc., Chair

Nita R. French, French & Associates, Anne Marie Carlisi, Carlisi & Associates, Selection for U.S. Jobs That Require Languages Other Than English

John A. Weiner, Psychological Services Inc., Testing ESL Job Candidates in the US: Measurement Issues and Findings

Theodore L. Hayes, The Gallup Organization, Joseph Streur, The Gallup Organization, Anna Truscott-Smith, The Gallup Organization, Yongwei Yang, The Gallup Organization, Transnational Test Development, Implementation, and Validation Experiences

Scott A. Davies, Hogan Assessments Systems, Ian S. Little, Hogan Assessment Systems, Ryan A. Ross, Hogan Assessment Systems, Ensuring Measurement Equivalence and Appropriate Use of Personality Assessments Across Cultures

Douglas H. Reynolds, Development Dimensions International, Principles and Guidelines for Adapting Assessments Across Cultures

Submitted by John A. Weiner, john@psionline.com

42. Panel Discussion: Friday, 12:001:20 Dallas A3 (1st floor-CC)

Starting With Your Objective: A Framework for Strategic Organizational Surveys

Employee surveys have long been used for organizational improvement, but their scope and potential impact are changing. They can be classified along a continuum from defensive to offensive. Understanding ones goals and position on the continuum is critical. Seasoned practitioners explore challenges and keys to success through a moderated discussion.

Leo Brajkovich, Gantz Wiley Research, Chair

Kyle Lundby, Gantz Wiley Research, Panelist

Jennifer L. Irwin, Procter & Gamble Company, Panelist

Mark T. Rohricht, American Healthways, Panelist

Melinda Shiek, Medtronic Vascular, Panelist

Submitted by Kyle Lundby, klundby@gantzwiley.com

43. Symposium: Friday, 12:301:50 Houston B (3rd floor-CC)

Gender, Conflict, and Influence: New Directions and Findings

This symposium discusses theoretical and practical implications of gender differences in responding to conflict at work. Communication patterns, stereotypes, and the organizational situation affect mens and womens responses in these situations. The authors discuss the implications of how specific differences in handling conflict influence tangible and intangible outcomes in organizations.

Alice F. Stuhlmacher, DePaul University, Chair

Hilary J. Gettman, University of Maryland, Deborah Small, University of Pennsylvania, Michele J. Gelfand, University of Maryland, Linda Babcock, Carnegie Mellon University, Who Goes to the Bargaining Table? Understanding Gender Variation in the Initiation of Negotiations

Maryalice Citera, SUNY-New Paltz, Diane Grimaldi, SUNY-New Paltz, Jaymie Lowitt, SUNY-New Paltz, Toni Willis, SUNY-New Paltz, Stolen Ideas: The Misattribution of Womens Ideas in the Workplace

Alice F. Stuhlmacher, DePaul University, Maryalice Citera, SUNY-New Paltz, Toni Willis, SUNY-New Paltz, Gender Differences in Virtual Negotiations: A Meta-Analysis

Steven J. Karau, Southern Illinois University-Carbondale, Eric Hansen, Malardalen University, Cultural and Gender Stereotyping of Managerial Roles in Sweden and the U.S.

Deborah Kolb, Simmons College, Discussant

Submitted by Alice F. Stuhlmacher, astuhlma@depaul.edu

44. Symposium: Friday, 12:301:50 State Room 3 (3rd floor-CC)

Citizenship and Counterproductivity: Using Innovative Methods to Explore Difficult Questions

These 4 papers use innovative research methods to advance our understanding of important topics related to citizenship and counterproductive behavior. Specifically, questions concerning these constructs relationships with each other and with antecedents (including temporal precedence considerations) are addressed, as are measurement issues pertaining to levels of analysis and social networks.

Reeshad S. Dalal, Purdue University, Chair

Rustin D. Meyer, Purdue University, Conscientiousness, Situations and Organizational Citizenship Behavior: An Interactional Meta-Analysis

Peter D. Harms, University of Illinois at Urbana-Champaign, Brent Roberts, University of Illinois, Terri E. Moffitt, Kings College, UK/University of Wisconsin Madison, Avshalom Caspi, Kings College, UK/University of Wisconsin Madison, Can We Predict the Counterproductive Employee? Evidence From a 23-Year Longitudinal Study

Vijaya Venkataramani, Purdue University, Reeshad S. Dalal, Purdue University, Interpersonal Citizenship and Counterproductive Behavior: A Social Networks Perspective

Holly Lam, Purdue University, Reeshad S. Dalal, Purdue University, Howard M. Weiss, Purdue University, Eric R. Welch, Purdue University, Charles L. Hulin, University of Illinois, Experience Sampling Work Behavior and Performance

Submitted by Reeshad S. Dalal, rsdalal@psych.purdue.edu

45. Special Event: Friday, 12:302:20 Lone Star C1 (2nd floor-CC)

Making Connections: Strategies for Communicating I-O to Non-I-O Audiences

Four practitioners discuss the challenges inherent in presenting complex I-O concepts and results to non-I-O audiences. Strategies for communicating the value of I-O activities to executives, selling psychological products to professionals and nonprofessionals, translating I-O research in court, and conducting a communication makeover of I-O presentations are demonstrated.

Wendy S. Becker, University at Albany-SUNY, Co-Chair

Jeffrey A. Jolton, Kenexa, Co-Chair

Leslie Joyce, The Home Depot, I-O for the XO

John W. Jones, IPAT, Ethically Selling Psychological Products and Services to Professionals and Nonprofessionals

Kathleen Kappy Lundquist, Applied Psychological Techniques, Making Your Case: Judicious Tips for Communicating With Judges, Juries, and Attorneys

Jeffrey A. Jolton, Kenexa, Clear Eye for the I-O Guy (and Gal): An Extreme Presentation Makeover

Donna Uchida, Arysta LifeScience, Presenter

Lori Carrell, University of Wisconsin-Oshkosh, Presenter

Andrea Watkins, Kenexa, Presenter

46. Panel Discussion: Friday, 12:302:20 Lone Star C4 (2nd floor-CC)

The Evolution of 360 Feedback: What Hath We Wrought?

On the 5th anniversary of the publication of The Handbook of Multisource Feedback, some of the contributors offer their perspectives on what has changed since writing their chapters and where the field of multisource feedback seems to be heading.

David W. Bracken, Kenexa Corporation, Chair

Carol W. Timmreck, The Timmreck Group, Co-Chair

W. Warner Burke, Teachers College, Columbia University, Panelist

James L. Farr, Pennsylvania State University, Panelist

John W. Fleenor, Center for Creative Leadership, Panelist

Marshall Goldsmith, Marshall Goldsmith Partners, Panelist

Manuel London, SUNY-Stony Brook, Panelist

David B. Peterson, Personnel Decisions International, Panelist

Walter W. Tornow, The Tornow Partnership, Panelist

Angelo S. DeNisi, Tulane University, Discussant

Submitted by David W. Bracken, david.bracken@kenexa.com

47. Symposium: Friday, 12:301:50 Austin 1 (2nd floor-H)

Team Leaders: Who Are They and What Do They Do?

Although teams are a popular way to design work, many questions remain about how to best lead them. This symposium presents diverse empirical research that identifies the roles of team leaders and the behaviors that team leaders engage in to foster team effectiveness.

Frederick P. Morgeson, Michigan State University, Chair

Daniel Scott Derue, Michigan State University, Co-Chair

C. Shawn Burke, University of Central Florida, Kevin C. Stagl, University of Central Florida, Cameron Klein, University of Central Florida, Gerald F. Goodwin, U.S. Army Research Institute, Eduardo Salas, University of Central Florida, Stanley M. Halpin, U.S. Army Re-search Institute, Does Leadership in Teams Matter? A Meta-Analytic Investigation of Leadership Behavior, Team Characteristics, and Team Performance

Frederick P. Morgeson, Michigan State University, Daniel Scott Derue, Michigan State University, A Behavioral Model of Team Leadership

Ingrid Smithey Fulmer, Michigan State University, Greg L. Stewart, University of Iowa, Perceptual Accuracy Regarding Leadership Roles in Leaderless Teams

Michelle A. Marks, George Mason University School of Management, Dave Luvison, Alliance Vista Corporation, Team Leadership of Strategic Alliances

John E. Mathieu, University of Connecticut, Discussant

Submitted by Frederick P. Morgeson, morgeson@msu.edu

48. Special Event: Friday, 12:301:20 Austin 2 (2nd floor-H)

Distinguished Early Career Contributions Award
Justice in Teams: Lessons Learned and Future Directions

This session will provide an overview of the justice in teams literature, emphasizing lessons learned and future research directions that need to be explored. The session will focus on how justice is experienced by individual group members as well as how fairness operates at the group level of analysis.

John R. Hollenbeck, Michigan State University, Chair

Jason A. Colquitt, University of Florida, Presenter

49. Symposium: Friday, 12:302:20 Austin 3 (2nd floor-H)

The Intersection of Work and Family Roles: A Crossover and Dyadic Perspective

Workfamily research has been criticized for an overemphasis on the individual. This symposium answers the call for more research examining couples and crossover effects from 1 spouse to another. Results of 3 empirical studies that include dual-earner couple data and a comprehensive review of the crossover literature will be presented.

Tammy D. Allen, University of South Florida, Chair

Michelle Streich, University of Tulsa, Wendy J. Casper, University of Texas at Arlington, Amy Nicole Salvaggio, University of Tulsa, Commitment and WorkFamily Conflict in Dual Earner Couples

Jeffrey H. Greenhaus, Drexel University, Tammy D. Allen, University of South Florida, The Relationship Between WorkFamily Conflict and Marital Quality: A Crossover Perspective

Lillian T. Eby, University of Georgia, Crossover Effects and Role Reversal: Gender and the Trailing Spouse

Mina Westman, Tel Aviv University, Thirty Years of Cross-Over Research: Where Were We and Where Are We Now?

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

50. Interactive Posters: Friday, 12:301:20  Majestic 8 (37th floor-H)


Amy Hayes, Russell Reynolds Associates, Facilitator

50-1. A Structural Equation Model Measuring Faking Propensity and Faking Ability

Measures of several personality variables were obtained in a repeated measures design employing honest, incentive, and instructed-faking conditions. Application of a structural equation model found faking propensity and faking ability latent variables to be uncorrelated. Faking propensity was related to emotional stability. Faking ability was related to cognitive ability.

John Michael Clark, University of Tennessee-Chattanooga

Michael Biderman, University of Tennessee-Chattanooga

Submitted by Michael Biderman, Michael-Biderman@utc.edu

50-2. Does Test-Taking Motivation Result in More Faking?

This study examines the relationships between test reactions, test-taking motivation, faking behavior, and personality test scores. Results reveal that test takers who are most motivated to do well on the test are also less inclined to fake. Implications of this finding for both the applicant reactions and faking literatures are discussed.

Lynn A. McFarland, Clemson University

Tiffany Bludau, George Mason University

Crystal M. Harold, Indiana University-Purdue University Indianapolis

Submitted by Lynn A. McFarland, lmcfarl@clemson.edu

50-3. Personality, Faking, and Convergent Validity: A Warning Concerning Warning Statements

Personality measures continue to be criticized for their susceptibility to faking and socially desirable responding. The present study examined the effects of warning applicants against faking on convergent validity of selfobserver ratings. Results indicated the warning statements did not improve convergent validity for any of the personality dimensions.

Sean Robson, Radford University

Andrew Jones, Danaher Motion

Joseph D. Abraham, A&M Psychometrics, LLC

Submitted by Sean Robson, smrobson@radford.edu

50-4. Do People Fake on Personality Inventories? A Verbal Protocol Analysis

Verbal protocol analysis of simulated applicants to a personality test suggested that individuals do fake on personality inventories, that individuals can be classed into 1 of 3 faking classes and that honest fakers take less time to complete and make fewer corrections to their personality inventories than faking responders.

Chet Robie, Wilfrid Laurier University

Douglas J. Brown, University of Waterloo

James C. Beaty, Previsor-ePredix

Submitted by Chet Robie, crobie@wlu.ca

51. Community of Interest: Friday, 12:301:20 
Live Oak (2nd floor-H)

Emerging Topic #2 in I-O Psychology

See registration desk for more information.

52. Poster Session: Friday, 12:301:20 Lone Star A-B (2nd floor-CC)

Aging, Motivation, & Culture

52-1. Efficacy Beliefs and Group Members Motivation Toward Group Creative Processes

This paper examines how efficacy beliefs influence group creative processes. Specifically, it is proposed that self- and group efficacies are positively related to each group members motivation to engage in group creative processes. Moderators are also considered in the relationship between efficacy beliefs and the motivation toward group creative processes. 

Kwanghyun Kim, Texas A&M University

Submitted by Kwanghyun Kim, Kkim@mays.tamu.edu

52-2. Retirement Transition and Adjustment Process: Examining Psychological Well-Being Change Patterns

This study adopted a theory-driven approach to examine retirement transition and adjustment process. Using longitudinal data from Health and Retirement Survey, three patterns of retirees psychological well-being changes were found. Reconciling previous inconsistent findings, this result suggests the existence of multiple retiree subgroups corresponding to different psychological well-being change patterns.

Mo Wang, Portland State University

Submitted by Mo Wang, mw@pdx.edu

52-3. The Role of Affect and Judgment in Goal Regulation

In an Internet-based stock investment simulation, participants adjusted their goals in synchrony with the feedback they received. The feedbackgoals relationship was mediated by expectancy/valence judgments. In addition, positive affect partially mediated the feedbackexpectancy and feedbackvalence relationships, and the 2 judgments fully mediated the impact of positive affect on future goals.

Myeong-Gu Seo, University of Maryland

Remus Ilies, Michigan State University

Submitted by Remus Ilies, ilies@msu.edu

52-4. Factor Structure of the KEYS Climate for Creativity Scale

We investigated the factor structure of the KEYS Climate for Creativity Scale. Support for an 8-factor 
structure was found through exploratory and confirmatory factor analyses. Results are discussed in terms of comparisons with the previously identified factor structure and possible reduction of the KEYS scales length.

Daniel Rosenberg, North Carolina State University

S. Bartholomew Craig, North Carolina State University

Submitted by Daniel Rosenberg, Dan_Rosenberg@ncsu.edu

52-5. Measurement Invariance of a Global Survey Across Six Cultural Regions

We examined the measurement equivalence of an organizational survey across 26 countries in 6 cultural regions. Per region, the survey exhibited form and metric invariance, suggesting that people used the same frame of reference and interpreted the scale intervals similarly. Besides the English-speaking region, no evidence for scalar invariance was found.

Alain De Beuckelaer, Radboud University Nijmegen

Filip Lievens, Ghent University

Submitted by Filip Lievens, filip.lievens@ugent.be

52-6. Creating Profit by Keeping Promises to Employees

Using a large restaurant company, we tested a model of enterprise success to determine the impact the employee experience had upon the customer experience and the impact the customer experience had upon profit. We found that the employee experience predicted the customer experience and that the customer experience predicted profit.

Brian D. Cawley, CorVirtus

Bobby Baker, CorVirtus

Submitted by Brian D. Cawley, BCawley@CorVirtus.com

52-7. Work Habits Role in the Motivation of Food Safety Behaviors

Work habits at a turkey processing plant were considered in an integrated framework for motivated behavior based on models of intentions. Attitudes and subjective norms toward food safety were able to predict food safety intentions. These intentions along with work habits and perceived behavior control predicted food safety behaviors.

Verlin B. Hinsz, North Dakota State University

Gary S. Nickell, Minnesota State University-Moorhead

Ernest S. Park, North Dakota State University

Submitted by Verlin B. Hinsz, verlin.hinsz@ndsu.edu

52-8. Why Retirees Work: Differential Prediction of Bridge Employment Type

This study examines personal and environmental predictors of 2 types of bridge employment: career bridge jobs and bridge jobs in fields different from ones career. Multinomial logistic regression was used to test differential predictors of either type of bridge employment and full retirement. 

Kirsten T. Gobeski, Central Michigan University

Terry A. Beehr, Central Michigan University

Submitted by Kirsten T. Gobeski, gobes1kt@cmich.edu

52-9. Group-Level Analysis of Innovation Implementation Effectiveness

We examined antecedents and mediators of innovation implementation effectiveness, (group perceptions of supervisor fairness, supervisor support for change, and implementation procedures). Results indicated supervisor support as a mediating variable for the supervisor fairnessimplementation effectiveness link as well as the partial mediation of supervisor supportimplementation effectiveness link via implementation procedures.

Katy Mohler Fodchuk, Old Dominion University

Donald D. Davis, Old Dominion University

Heather J. Downey, Old Dominion University

Submitted by Katy Mohler Fodchuk, kfodchuk@odu.edu

52-10. Relations Between Climate Strength, Individual Function, and Deviant Perceptions

This study looked at relations between climate strength and climate level, and the association between the functions individuals serve in an organization and the extent to which they share the perceptions of their coworkers. Results support the notion that there are differences in the perceptions of worksite subgroups.

Michael T. Ford, George Mason University

Lois E. Tetrick, George Mason University

Kathryn Mearns, University of Aberdeen

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

52-11. Making Fun of Coworkers: Analyzing the Content of Workplace Humor

We investigated the content, tone, frequency, and offensiveness of humor witnessed and/or personally used to make fun of coworkers by 170 employees working primarily in service industries. Employee perceptions of the potential positive and negative organizational, group, and individual employee-level influences of workplace humor were also examined.

Christopher W. LeGrow, Marshall University

Angella Anderson, Marshall University

Submitted by Christopher W. LeGrow, legrow@marshall.edu

52-12. National Culture Compatibility and Merger and Acquisition Performance

Although many researchers indicate that culture clash plays a major role in the high failure rate of M&As, little empirical research has been conducted. This study found mixed results regarding the impact of national culture differences on the short-term and long-term stock price fluctuations of related cross-border M&As.

Vasiliki (Kiki) Nicolopoulos, Baruch College, CUNY

Harold W. Goldstein, Baruch College, CUNY

Submitted by Harold W. Goldstein, harold_goldstein@baruch.cuny.edu

52-13. Evolving Mental Models for Retirement

This research proposes a more complex model of retirement than previous research has examined, thereby explaining some of the underlying processes involved in choice of retirement age. A large sample of employees enables the model to be tested across different age groups to show differential relationships with expected retirement age.

Barbara Griffin, University of Sydney

Beryl L. Hesketh, University of Sydney

Submitted by Beryl L. Hesketh, pvc@cst.usyd.edu.au

52-14. The Relationship Between Employee Participation and Organizational Outcomes Revisited

Using a large sample from a midwest industrial organization, this research demonstrated employee involvement in decision making affects job satisfaction and turnover intentions directly and via an increase in role clarity and perceptions of justice. Analyses suggested outcomes are most strongly affected by employee involvement directly and through justice perceptions.

Barbara A. Ritter, Coastal Carolina University

Carrie A. Schlauch, The Timken Company

Curtiss P. Hansen, The Timken Company

Submitted by Barbara A. Ritter, britter@coastal.edu

52-15. Multilevel Analysis: Selling Style, Gender, Culture, and Exaggeration by Salespeople

A multilevel analysis was computed to examine the influence of selling style, gender, and country on the tendency of 18,327 salespeople from 141 companies and several countries to exaggerate. Rapport-oriented sellers exaggerated less than salespeople using other styles, but gender was not significant. U.S. salespeople exaggerated the most.

Ira H. Bernstein, University of Texas at Arlington

George W. Dudley, Behavioral Sciences Research Press

Shannon L. Goodson, Behavioral Sciences Research Press

Submitted by Shannon L. Goodson, bsrpslg@msn.com

52-16. The Impact of Job Insecurity on Employee Creativity and Counterproductivity

This study examined the effects of job insecurity on employee creativity and counterproductivity using 144 employees. Results suggest that job insecurity (a) has a detrimental effect on employee creativity, and (b) is related to decreases in counterproductive work behaviors. Implica-tions, limitations, and future research ideas are presented.

Melissa L. Gruys, Washington State University-Vancouver

Susan M. Stewart, University of Puget Sound

Tahira M. Probst, Washington State University-Vancouver

Submitted by Melissa L. Gruys, gruys@vancouver.wsu.edu

52-17. Attitudes Toward Older Workers: Empirical Evidence for a Climate Measure

Organizations are facing a potential skill gap loss due to the impending retirement of the baby-boom generation. The success of retention programs is hypothesized to be influenced by a climate that encompasses employee attitudes toward older workers. This study describes evidence re-garding the development and validity of a climate measure.

Michael J. Kavanagh, University at Albany, SUNY

Brian D. Lyons, University at Albany, SUNY

John W. Michel, University at Albany, SUNY

Submitted by Brian D. Lyons, bl536526@albany.edu

52-18. Evaluating the Relative Contribution of Distal Antecedents of Safety

This study examines the relative utility of safety related constructs, including safety climate, to provide empirical support for a reduced set of predictive constructs. Results suggest that safety climate accounts for the majority of variance in safety behavior. We conclude with theoretical implications for safety climate research.

Catherine Hetherington, University of Aberdeen

Rhona Flin, University of Aberdeen

Kathryn Mearns, University of Aberdeen

Submitted by Catherine Hetherington, c.hetherington@abdn.ac.uk

52-19. An Integration of Two Complex Concepts of Achievement Motivation

We examined the theoretical and empirical similarity in the conceptualization and measurement of achievement motivation as postulated by the onion model of achievement motivation (Schuler, 1998) and the motivational traits and skills model (Kanfer & Heggestad, 1997). Empirical evidence on the construct validity of the Achievement Motivation Inventory is presented.

Konstantin Cigularov, Colorado State University

George C. Thornton III, Colorado State University

Submitted by Konstantin Cigularov, kcigular@lamar.colostate.edu

52-20. Making Theories User Friendly: Translating Motivation Theory Into Management Practice

We propose 1 method to address the lack of information sharing between researchers and managers through effective communication of well-validated theories. We demonstrate this experimentally by adding communication tools to motivation theory descriptions, which produced more satisfactory theories that were more likely to be applied on the job.

Emily M. Hunter, University of Houston

Sara K. Jansen, University of Houston

Christiane Spitzmueller, University of Houston

Submitted by Emily M. Hunter, emhunte2@central.uh.edu

52-21. Bridge Employment: Can Occupational Self-Efficacy Determine Which Bridges Are Crossed?

Bridge employment is becoming more and more prominent, yet, we know little in terms of its antecedents. Therefore, in the present study we examined the role of a variety of demographic and psychological variables, including occupational self-efficacy, to determine the predictors of older workers intentions to engage in bridge employment.

Alex Brody, California State University-San Bernardino

Kenneth S. Shultz, California State University-San Bernardino

Submitted by Kenneth S. Shultz, kshultz@csusb.edu

52-22. Task Characteristics as Predictors of Procrastination in an Applied Setting

This study identified potential predictors of procrastination using a workplace sample. Task difficulty, ambiguity, significance, autonomy, and identity were all found to account for variance in multiple measures of task procrastination. In addition, job enlargement moderated the relationship between task ambiguity and task procrastination.

Laurie Wasko, Clemson University

Michael Horvath, Clemson University

Submitted by Laurie Wasko, lwasko@clemson.edu

52-23. Importance Ratings: Does Rater Age Make a Difference?

This study explored the relationship between rater age and importance ratings. In this study, 4,494 participants completed a multisource feedback measure. Younger raters placed more importance on the Communication and Self-Management factors, but older raters placed more importance on the Thinking factor. Practical and theoretical implications are discussed.

Nathan A. Surley, University of Texas at Arlington

Carlina Cinciripini, University of Texas at Arlington

Kristin Orsak, University of Texas at Arlington

Alison Cooper, University of Texas at Arlington

Kristi M. Addington, University of Texas at Arlington

Lloyd Lin, University of Texas at Arlington

Mark C. Frame, University of Texas at Arlington

Submitted by Mark C. Frame, Frame@uta.edu

52-24. Framing Effects of Distal Goals on Proximal Goal Processes

Proposals that distal goals frame proximal goal processes have gained little research attention. We examined effects of distal goal content on the commitment to and difficulty of proximal goals. Goal orientation and career goal content predicted proximal goal difficulty and commitment; however, framing effects became weaker over time.

Jenene N. Pulley, Missouri State University

Thomas D. Kane, Missouri State University

Lizabeth S. Barber, Missouri State University

Carol F. Shoptaugh, Missouri State University

Submitted by Thomas D. Kane, tdk464F@missouristate.edu

52-25. Measurement Invariance for the 2 x 2 Achievement Goal Framework

Configural, metric, and scalar measurement invariances were found between students and employees on a measure assessing the 2 x 2 framework of achievement goals. A latent means analysis indicated that employees reported higher levels of mastery-approach and lower levels of performance-approach, performance-avoidance, and mastery-avoidance goals than students.

Lisa Baranik, University of Georgia

Charles E. Lance, University of Georgia

Abigail R. Lau, James Madison University

Kenneth E. Barron, James Madison University

Submitted by Lisa Baranik, lbaranik@gmail.com

52-26. Influences of Discrepancies, Attributions, and Self-Efficacy in Explaining Goal Revision

This study investigated the mediating role of self-efficacy in the interaction of causal attributions and feedback on goal revision. A significant interaction was observed between attributions and feedback on goal revision, a relationship explained both conceptually and empirically by the intervening effects of self-efficacy. Research and practice implications are discussed.

Adam P. Tolli, University of Akron

Aaron M. Schmidt, University of Akron

Submitted by Adam P. Tolli, apt1@uakron.edu

52-27. Turnover in High-Performing Employees: Do Antecedents Depend on Age?

Recent research suggests that the causes of voluntary turnover differ by age groups. This paper, resulting from a field study, finds support for that assertion and offers insights regarding relative roles of supervisor support and job satisfaction on voluntary turnover across different age groups.

Kimberly Jaussi, Binghamton University

Michael Palanski, Binghamton University

Walter Reichman, Sirota Consulting

Submitted by Kimberly Jaussi, kjaussi@binghamton.edu

52-28. Factors Affecting Employee Satisfaction With Disability Accommodation: A Field Study

This paper examines the satisfaction of employees with disabilities with workplace accommodations. Employee input into the accommodation process and receipt of the accommodation requested were direct and positive predictors of satisfaction. Employee race was indirectly related to satisfaction; minority employees were less satisfied. Employee gender was not a significant predictor.

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

Deborah Balser, University of Missouri-St. Louis

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

52-29. Implicit Theory of Intelligence: Interaction with Cognitive Ability and Conscientiousness

This study examined the interactive effects of implicit theory of intelligence with cognitive ability and Conscientious-ness on performance. Implicit theory of intelligence provided unique contribution in predicting performance. The correlation between entity theory of intelligence and performance was moderated by cognitive ability. This 2-way interaction was further moderated by Conscientiousness.

Guangrong Dai, Central Michigan University

Hui Meng, East China Normal University

Jinyan Fan, Hofstra University

Submitted by Guangrong Dai, dai1g@cmich.edu

52-30. Exploring the Longitudinal Role of Psychological Climate in Sexual Harassment

Considering climate as the day-to-day establishment of contingencies for sexual harassment within organizations suggests that, via its similarity to aspects of secondary appraisal, it may mediate harassmentoutcomes relationships. We investigate this question using a longitudinal sample and determine that climate should not be limited to its already substantiated antecedent role.

Carra S. Sims, University of Illinois at Urbana-Champaign

Fritz Drasgow, University of Illinois at Urbana-Champaign

Louise F. Fitzgerald, University of Illinois at Urbana-Champaign

Submitted by Reeshad S. Dalal, rsdalal@psych.purdue.edu

53. Practice Forum: Friday, 12:301:50 Dallas A1 (1st floor-CC)

Strategic Approach to On-the-Job Learning: Beyond Trial and Error

Little is documented in the literature about how to structure on-the-job learning (OJL) activities and ensure its impact. A group of experienced practitioners will discuss the need for lifecycle approach to provide structure and best practices for development and deployment of OJL, a key component of an organizations learning portfolio.

Sharon Arad, IBM, Chair

David W. Dorsey, Personnel Decisions Research Institutes, Co-Chair

Sharon Arad, IBM, The Business Case for On-the-Job Learning at IBM

Kari E. Yoshimura, North Carolina State University, Blue Opportunities: Experiential Learning at IBM

David W. Dorsey, Personnel Decisions Research Institutes, Susan S. White, Personnel Decisions Research Institutes, Marcie Lowrance, U.S. Government, OJL for Developing Future Leaders

Scott I. Tannenbaum, Group for Organizational Effectiveness, OJL Tools and Practices: Rigor and Reality

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

54. Symposium: Friday, 1:002:50 Lone Star C2 (2nd floor-CC)

A Frank Discussion of Adverse Impact

One of the most vexing problems faced by an organization is identifying and minimizing the adverse impact of its selection procedures. The 4 papers in this symposium provide a comprehensive overview of what adverse impact is, causal factors, and the decision-making process for addressing it.

Sheldon Zedeck, University of California-Berkeley, Chair

Nancy T. Tippins, Valtera, Adverse Impact From the Perspective of an Organizational Cosultant

Paul J. Hanges, University of Maryland, A Frank Discussion of Adverse Impact: Core Issues

James L. Outtz, Outtz and Associates, Adverse Impact: What Is It and What Can be Done About It?

Paul R. Sackett, University of Minnesota, A Program of Research on the Effectiveness of Adverse Reduction Strategies

Kevin R. Murphy, Pennsylvania State University, Discussant

Submitted by James L. Outtz, jlouttz@aol.com

55. Master Tutorial: Friday, 1:002:50 Seminar Theater (2nd floor-H)

Two CE Credits Available for Attending!Register at the Session

Media Training Workshop: Preparing for the Media Interview

The program includes a discussion about what media outlets want from news sources. Also covered will be the best way to prepare for an interview and how to develop message points for news interviews. Interviews from national news programs will be reviewed and critiqued.

Rhea K. Farberman, APA, Host

56. Practice Forum: Friday, 1:302:50 San Antonio A (3rd floor-CC)

Supporting Executives in Transition: An Integrated Cross-Disciplinary Approach

The transition of leaders into influential executive roles can have a substantial impact on an organization. Participants will discuss an integrated, cross-disciplinary approach to support new corporate officers as they transitioned to their executive roles. The program incorporated a curriculum on transitions, social network analysis, and customized coaching.

Marnie S. Crawford, Self-employed, Chair

Carole Tilmont, Fannie Mae, Laura Marchiori, Fannie Mae, New Officer Transition Program: Need and Overview 

Rob Cross, University of Virginia, Salvatore Parise, Babson College, Social Networks and the New Officer: An 
Important Factor

Marnie S. Crawford, Self-employed, Integration of Customized Coaching With the Program Curriculum

Shubha Shivapurkar, Fannie Mae, New Officer Perspective on the Transition and the Program

Submitted by Marnie S. Crawford, marniecrawford@verizon.net

57. Practice Forum: Friday, 1:302:50 San Antonio B (3rd floor-CC)

Managing Cross-Cultural Assessment Challenges: Guidance From Experienced Practitioners

Cross-cultural assessment systems are a major strategic imperative for many large corporations and consulting firms. Deployment of such systems requires recognition and management of a range of complex issues. This session integrates the perspectives of presenters from corporate and consultant settings to share lessons learned and best-practice guidance.

Evan F. Sinar, Development Dimensions International, Chair

Robert E. Gibby, Procter & Gamble, Angela K. Pratt, Wayne State University, Jennifer L. Irwin, Procter & Gamble Company, Challenges of Developing and Deploying a Global Assessment System

Rex C. Backes, Exploring the Impact of English Second Language Candidates on Assessment Pass Rates

Kevin W. Cook, Development Dimensions International, Cindy McGovern, Development Dimensions International, Multilingual Enterprise Hiring in a North American Organization

Joseph A. Jones, , Michael S. Fetzer, PreVisor, Inc., Lisa Schultz, Development Dimensions International, Learning the Ropes: Lessons from the World of Cross-National Test Adaptation

Submitted by Evan F. Sinar, evan.sinar@ddiworld.com

58. Symposium: Friday, 1:302:50 Houston A (3rd floor-CC)

Perceptions of Discrimination at Work: Prevalence, Correlates, and Consequences

Although a significant body of research on workplace discrimination exists, comprehensive understanding of the factors surrounding perceptions of workplace discrimination by targets has not been achieved. This symposium explores individual and organizational level contributors and consequences to workplace discrimination perceptions and proposes practical and theoretical implications based on research findings.

Lori Anderson Snyder, University of Oklahoma, Chair

Lori Anderson Snyder, University of Oklahoma, Jeanette N. Cleveland, Pennsylvania State University, An Exploration of the Experience of Subtle Discrimination at Work

Eden B. King, Rice University, Michelle (Mikki) Hebl, Rice University, Jennifer M. George, Rice University, Sharon E. Matusik, Rice University, Understanding Tokenism: Antecedents and Consequences of Psychological Climate for Gender Inequity

Corey S. Munoz, Human Resources Research Organization, Kecia M. Thomas, University of Georgia, A Multilevel Examination of Discrimination for Sexual Minorities Employees

Dianna L. Stone, University of Central Florida, Eugene F. Stone-Romero, University of Central Florida, T. Nichole Phillips, University of Central Florida, Keisha Wicks, University of Central Florida, Factors Affecting Perceived Discrimination Against Immigrants

Robert L. Dipboye, University of Central Florida, Discussant

Submitted by Lori Anderson Snyder, lsnyder@psychology.ou.edu

59. Panel Discussion: Friday, 1:302:50 Houston C (3rd floor-CC)

A Closer Look at Applicant Faking Behavior

Although personality measures have become a staple in selection procedures, concerns about applicant faking persist. The invited group of expert panelists will attempt to tease out and question the assumptions that have been the basis of contemporary research and discuss how changes in these conceptualizations may impact future efforts.

Richard L. Griffith, Florida Institute of Technology, Chair

Neil D. Christiansen, Central Michigan University, Panelist

Robert T. Hogan, Hogan Assessment Systems, Panelist

Andrea F. Snell, University of Akron, Panelist

Nicholas L. Vasilopoulos, George Washington University, Panelist

Michael J. Zickar, Bowling Green State University, Panelist

Submitted by Richard L. Griffith, griffith@fit.edu

60. Symposium: Friday, 1:302:50 State Room 1 (3rd floor-CC)

Time and Job Satisfaction

Recent advances in theory and research on job satisfaction explicitly consider how attitudes unfold over time. We review these advances and present data on (a) the importance of when satisfaction is measured, (b) using satisfaction trends as predictors of behavioral intentions, and (c) establishing the time-ordering of satisfaction and behavior.

Daniel A. Newman, Texas A&M University, Chair

Daniel Heller, University of Waterloo, Remus Ilies, Michigan State University, Memories of Satisfaction: Prospective Versus Retrospective Job Satisfaction Ratings

Gilad Chen, Texas A&M University, Robert E. Ployhart, University of South Carolina, Helena D. Cooper Thomas, University of Auckland, Neil R. Anderson, University of Amsterdam, Paul D. Bliese, US Army Medical ResearchEurope, Can Job Satisfaction Change Predict Turnover Inclination?

Nathan J. Hiller, Florida International University, John P. Hausknecht, Cornell University, Robert J. Vance, Vance & Renz, LLC, Daniel A. Newman, Texas A&M University, Temporal Priority in the Attitude-Behavior Relationship: A Unit Level Analysis

Daniel A. Newman, Texas A&M University, Paul J. Hanges, University of Maryland, Which Comes First, Job Satisfaction or Performance? Temporal Precedence Methodology

David Chan, Singapore Management University, Discussant

Submitted by Daniel A. Newman, d5n@tamu.edu

61. Symposium: Friday, 1:302:50  State Room 2 (3rd floor-CC)

Personal Characteristics and Creativity: Traditional and New Factors

With the changing nature of work it has been argued that creativity is an important factor in firm survival. This symposium will explore 1 important factor contributing to creativityindividual differences. The 5 papers will explore a range of personality and cognitive style variables and their effect on creativity.

Christina E. Shalley, Georgia Institute of Technology, Chair

Roni Reiter-Palmon, University of Nebraska-Omaha, Co-Chair

Joseph M. James, University of North Carolina-Charlotte, Roni Reiter-Palmon, University of Nebraska-Omaha, Marcy Young, University of Nebraska-Omaha, Justin Yurkovich, University of Nebraska-Omaha, Jody J. Illies, Saint Cloud State University, Creativity and the Five Factor Model: Do Instructions and Measures of Creativity Make a Difference

Marieke Schipzand, Georgia Institute of Technology, David M. Herold, Georgia Institute of Technology, Christina E. Shalley, Georgia Institute of Technology, Members Openness to Experience and Teams Creative Performance

Keith James, Portland State University, Kimberly C. Hastey, Colorado State University, Russell S. Cropanzano, University of Arizona, Dispositional Affectivity, Trait and State Cynicism, and Organizational Justice as Influences on Positive and Negative Creativity

Erik Dane, University of Illinois at Urbana-Champaign, Markus Baer, University of Illinois, Michael G. Pratt, University of Illinois at Urbana-Champaign, Greg R. Oldham, University of Illinois, The Effects of Thinking Styles on Creative Idea Generation and Evaluation

Michael D. Mumford, University of Oklahoma, Katrina E. Bedell, University of Oklahoma, Temporal Frames and Creative Thought

Submitted by Roni Reiter-Palmon, rreiter-palmon@mail.unomaha.edu

62. Special Event: Friday, 1:302:50 State Room 4 (3rd floor-CC)

TIP-Topics Roundtable Discussion: Facilitating Collaboration Among Graduate Students

Methods for fostering communication among I-O graduate students will be discussed. Suggestions to enhance TIP-TOPics columns and additional ideas will be gathered, such as a Web site, the Graduate Information Network (G*NET). Students from I-O programs, subject matter experts (e.g., Walter C. Borman), and others involved with SIOPs Web site are invited.

Adam C. Bandelli, University of South Florida, Presenter

Gabriel E. Lopez Rivas, University of South Florida, Presenter

Raymond Charles Ottinot, University of South Florida, Presenter

Laura L. Koppes, LK Associates, Presenter

63. Debate: Friday, 1:302:50  Lone Star C3 (2nd floor-CC)

Resolved: The APA Ethics Code is Inadequate for I-O Psychology

An ethical code of conduct is a professions foremost statement regarding its moral and professional values, ethical concerns, and its aspirations. It indicates who we are and want to be. To what extent does APAs code, representing 53 heterogeneous divisions of psychologists, adequately represent I-O psychology to the world?

Joel M. Lefkowitz, Baruch College, CUNY, Moderator

Jerald Greenberg, The Ohio State University, Presenter

Robert M. McIntyre, United States Navy, Presenter

Deirdre J. Knapp, HumRRO, Presenter

Rodney L. Lowman, Alliant International University, Presenter

P. Richard Jeanneret, Jeanneret & Associates, Inc., Presenter

Stephen Behnke, American Psychological Association, Presenter

Submitted by Joel M. Lefkowitz, Joel_Lefkowitz@baruch.cuny.edu

64. Panel Discussion: Friday, 1:302:50 Austin 2 (2nd floor-H)

A Juggling Act: Devising Personnel Selection Systems

When designing selection systems, human resource practitioners are expected to produce practical solutions that are legally, economically, and psychometrically sound. How are practitioners juggling these factors? What can we learn from their experiences, and how can we better equip practitioners of the future?

Jamie L. Bomer, Hogan Assessment Systems, Chair

Nicole R. Bourdeau, Hogan Assessment Systems, Co-Chair

Nita R. French, French & Associates, Panelist

Michael Klein, Fortune 100 Financial Services, Panelist

Ryan A. Ross, Hogan Assessment Systems, Panelist

Sharmila Venaka, Regions Financial Corporation, Panelist

Seth Zimmer, BellSouth Corporation, Panelist

Submitted by Jamie L. Bomer, jbomer@hoganassessments.com

65. Symposium: Friday, 1:302:50 Majestic 1 (37th floor-H)

Staffing the EntryLevel Workforce: Selection, Fit, and Climate Considerations

Our presentations examine 4 issues related to staffing entry-level jobs: selecting entry-level workers using Conscientiousness measures, personenvironment fit in jobs with undesirable working conditions, the effects of family income on the work climateretention relationship, and identifying successful managers of entry-level workers using financial performance and job attitude criteria.

Robert R. Sinclair, Portland State University, Chair

Steven T. Hunt, Unicru, Inc., Co-Chair

Kristin Charles, Portland State University, David E. Ostberg, Unicru, Inc., You Want Me to Do What!?! Exploring PersonJob Fit for Hourly Workers

Steven T. Hunt, Unicru, Inc., Risks Associated With the Use of Measures of Conscientiousness as Predictors of Hourly Job Performance

Robert R. Sinclair, Portland State University, James E. Martin, Wayne State University, Examining Some Assumptions About Lower Income Entry-Level Workers

Alyson Landa Margulies, McDonalds Corporation, Daniel P. Russell, Aon Consulting, K. D. Zaldivar, Aon Consulting, Managing Entry-Level Workers: Selecting Managers With This Special Talent

Adam B. Malamut, Marriott International Inc., Discussant

Submitted by Robert R. Sinclair, sinclair@pdx.edu

66. AcademicPractitioner Collaborative Forum: Friday, 1:302:50 Majestic 4-5 (37th floor-H)

Investigating the Leadership Pipeline: Selection and Development Implications

We address several implications of The Leadership Pipeline, namely, the validity of the level transitions, the implications of using personality traits in selection, and the leadership development prescriptions. Moreover, we present data gathered from outside the U.S. in an effort to test the application of pipeline concepts globally.

H. Skipton Leonard, Personnel Decisions International, Chair

Roxanne M. Laczo, United Health Group, Validating the Pipeline: Investigating Behavior and Trait Characteristics of Pipeline Levels

Robert E. Lewis, Personnel Decisions International, S. Bartholomew Craig, North Carolina State University, It Takes All Kinds: Types of Leaders at the Bottom, Middle, and Top

Robert B. Kaiser, Kaplan DeVries Inc., David V. Day, Pennsylvania State University, Letting Go to Develop: Theoretical and Practical Perspectives

Patricia M. G. OConnor, Center for Creative Leadership, John R. Fulkerson, Fulkerson & Associates, The Leadership Pipeline: A Practitioners Perspective

Submitted by Robert E. Lewis, blewis@PersonnelDecisions.com

67. Interactive Posters: Friday, 1:302:20  Majestic 8 (37th floor-H)


Deborah K. Ford, CPS Human Resource Services, Facilitator

67-1. Do Structured Interviews Eliminate Bias? A Meta-Analysis of Interview Structure

A meta-analysis revealed that both unstructured (d = .59) and structured interviews ( = .23) were affected by sources of bias such as interviewee race, sex, pregnancy, and use of nonverbal cues. Though both interview types were affected, unstructured interviews were significantly more susceptible to bias than were structured interviews.

Mike G. Aamodt, Radford University

Ellyn G. Brecher, The College of New Jersey

Eugene J. Kutcher, Virginia Tech

Jennifer D. Bragger, Montclair State University

Submitted by Mike G. Aamodt, maamodt@radford.edu

67-2. Interview Panels: The Impact of Personality and Rating Scale Format

This study examined the impact that 3 personality traits and 2 rating scale formats had on an interview panels consensus discussion. Results indicated that rating scale format moderated the relationship between personality and the influence exerted during the consensus discussion, as well as the relationship between personality and rating accuracy.

Brian Katz, HumRRO

David P. Costanza, George Washington University

Suzanne Tsacoumis, HumRRO

Submitted by Brian Katz, bkatz@humrro.org

67-3. Social Blunders in the Employment Interview: A Cross-Cultural Examination

We investigated the impact violations of specific conversational rules have on interview ratings. Results indicate that violating conversational rules impacts interview ratings and that certain rule violations were more damaging than others. Moreover, the impact of these violations on interview ratings differed across cultures. Implications of these results are discussed.

Michael A. Lodato, Bowling Green State University

Filip Lievens, Ghent University

Scott Highhouse, Bowling Green State University

Submitted by Michael A. Lodato, mlodato@bgnet.bgsu.edu

67-4. The Effect of Interview Format on Personality Judgment and Nonverbal Behavior

We investigated the effect of the structured, unstructured, and informal interview format on personality judgment and nonverbal behavior. Results indicate the informal interview had more accurate personality judgment and higher levels of NVB than other interview types. We conclude with implications for theory and future research. 

Robert J. Townsend, University of Delaware

Melinda Blackman, California State University-Fullerton

Submitted by Robert J. Townsend, rj@udel.edu

68. Community of Interest: Friday, 1:302:20  Live Oak (2nd floor-H)


Robert G. Folger, University of Central Florida, Facilitator

69. Poster Session: Friday, 1:302:20 Lone Star A-B (2nd floor-CC)

Statistics, Methods, Validation, Selection

69-1. Cautions Regarding Sample Characteristics When Using the Graded Response Model

We examine the performance of the GRM applied to idealized polytomous questionnaire data under conditions of varying scale length, sample size, and distribution form. Comparisons with previous work on dichotomous data are drawn. The findings should help guide the study of differential item functioning and measurement equivalence.

Gary J. Lautenschlager, University of Georgia

Adam W. Meade, North Carolina State University

Seock-Ho Kim, University of Georgia

Submitted by Gary J. Lautenschlager, garylaut@uga.edu

69-2. Multilevel Homology Tests Are Easiest with Multilevel Structural Equation Modeling

This article shows the usefulness of multilevel SEM for testing multilevel homology, as these tests graft easily onto a traditional SEM approach and exposes a flaw of many multilevel analyses using HML/MRCM: They assume multilevel homology. Multilevel SEM is explained, multilevel homology is tested, and sample program code is provided. 

Michael J. Zyphur, Tulane University

Submitted by Michael J. Zyphur, zyphurmj@yahoo.com

69-3. Generalized Multilevel Structural Equation Modeling for Research in Organizations

This paper explores a generalized framework for multilevel research in organizations. This framework has the SEM and the HLM/MRCM as special cases with the possibility of many underlying variable distributions. The framework is explained and examples given of multilevel CFA, multilevel SEM, and multilevel mixture modeling.

Michael J. Zyphur, Tulane University

Submitted by Michael J. Zyphur, zyphurmj@yahoo.com

69-4. Identifying Key Drivers From Survey Data: Comparing Regression to CHAID

We investigated 2 vastly different methodologies for identifying key drivers in a large dataset of employee opinion data. CHAID worked as well as, if not better than, linear regression. The key drivers identified by the 2 methods overlapped but not completely. The results suggest wider use of the CHAID methodology.

Alan D. Mead, PAQ Services, Inc

Tom Rauzi, Dell, Inc.

Submitted by Alan D. Mead, amead@alanmead.org

69-5. Prediction of Cross-Situationally Consistent and Specific Aspects of Assessment Center Performance

AC performance is frequently characterizable in terms of a cross-situationally consistent general performance (GP) factor and cross-situationally specific Exercise factors. We show that, as predicted, (a) stable Big 5 personality dimensions relate to the GP factor but not Exercise factors, and (b) job knowledge relates to Exercise factors and GP.

Charles E. Lance, University of Georgia

Mark R. Foster, University of Georgia

Yvette M. Nemeth, University of Georgia

William A. Gentry, Center for Creative Leadership

Sabrina Marie Drollinger, University of Georgia

Submitted by Charles E. Lance, clance@uga.edu

69-6. Relationship of PDI Employment Inventory Scores to Criminal Behaviors

This study contrasted the PDI Employment Inventory performance and tenure scores of 796 offenders and 893 nonoffenders. The hypothesis that offenders would score lower than nonoffenders received mixed support, and evidence showed that there were few score differences between property offenders and other offenders.

Yue Lin, University of North Texas

Douglas A. Johnson, University of North Texas (Retired)

Kathy Keith, University of North Texas

Submitted by Douglas A. Johnson, pairodocs@yahoo.com

69-7. Using the Chow Test for Regression Analysis of Compensation Discrimination

The OFCCP (2004) recently provided new proposed compensation analysis guidelines that involve multiple regression and identifying similarly situated employee groups (SSEGs). They suggest the Chow test for determining whether regression equations should be pooled across SSEGs. We explain the Chow test and describe some alternatives that may be more appropriate.

Gregory M. Hurtz, California State University-Sacramento

Dan Biddle, Biddle Consulting Group

Submitted by Gregory M. Hurtz, ghurtz@csus.edu

69-8. A Lexical Study of Communication Styles

One of the main problems in current interpersonal communication research is the lack of an encompassing framework that captures the different communication styles. This paper provides such a framework using a multiphase lexical study. The content and interrelations of the 7 main communication style dimensions uncovered are described.

Reinout E. de Vries, Vrije Universiteit Amsterdam

Submitted by Gert J. Homsma, gj.homsma@psy.vu.nl

69-9. Comparing Empirical Keying Methods at Different Sample Sizes

The cross-validities of several empirical keying methods for a biodata inventory were compared at different samples sizes. Results suggest that differences in empirical keying methods exist predominantly at smaller samples sizes. Although stepwise regression weighting of items does yield slightly higher cross-validities, it requires larger samples.

Jeffrey M. Cucina, George Washington University

Pat M. Caputo, University at Albany, SUNY

Henry F. Thibodeaux, U.S. Office of Personnel Management

Charles N. MacLane, U.S. Office of Personnel Management

Submitted by Jeffrey M. Cucina, jcucina@gwu.edu

69-10. The Changing Nature of Clerical Job Performance: Revisiting Validity Estimates

The current meta-analytic study assesses the validity of several knowledges, skills, and abilities as predictors for clerical job performance. Due to technological changes in office work, it was argued that criterion-related validity coefficients have changed since the publication of Pearlman, Schmidt, and Hunters (1980) comprehensive meta-analysis.

Tine Koehler, George Mason University

Dalit Lev-Arey Margalit, Edison Electric Institute

Submitted by Tine Koehler, tkoehler@gmu.edu

69-11. Alternate Cutoff Values and DFIT Tests of Measurement Invariance

Few studies have assessed the efficacy of the differential functioning of items and tests (DFIT) methodology for assessing measurement invariance with Likert data. Monte-Carlo analyses indicate large improvements in the sensitivity of the DFIT methodology for identifying lack of measurement invariance when using appropriate, empirically derived, cutoff values.

Adam W. Meade, North Carolina State University

Gary J. Lautenschlager, University of Georgia

Emily C. Johnson, North Carolina State University

Submitted by Adam W. Meade, adam_meade@ncsu.edu

69-12. Correcting Missing Data Bias in ICC(1) and ICC(2)

Missing data bias in intraclass correlations is assessed. Using empirical and analytical methods, a nonlinear bias in ICC(1) is revealed, which worsens under low within-group and high between-group response rates. ICC(2) estimates decline nonlinearly with within-group response but are legitimately reduced (not biased) by missing data. Correction formulae are provided.

Hock-Peng Sin, Pennsylvania State University

Daniel A. Newman, Texas A&M University

Submitted by Hock-Peng Sin, hpsin@psu.edu

69-13. Examining the Relationship Between Differential Item Functioning and Item Difficulty

This study examines the generalizability of previous research that has found a relationship between item difficulty and differential item functioning (DIF) such that easy test items disadvantage minority test takers. The results replicate the relationship between item difficulty and DIF using alternative standardized tests and DIF analyses based on IRT.

Charles A. Scherbaum, Baruch College, CUNY

Lilia Hayrapetyan, City University of New York

Harold W. Goldstein, Baruch College, CUNY

Submitted by Charles A. Scherbaum, charles_scherbaum@baruch.cuny.edu

69-14. Differences of SI and BDI: Is It Really Predictive Validity?

Results from a predictive validity study are reported for situational interviews (SI) and behavior description interviews (BDI) for 4 jobs on different complexity levels. Results indicate that both interview formats are highly correlated with job performance (N = 617). However, comprehensive internal and external construct analysis revealed differences in construct validity.

Patrick Mussel, University of Hohenheim

Yvonne Gorlich, University of Hohenheim

Heinz Schuler, University of Hohenheim

Submitted by Heinz Schuler, schuler@uni-hohenheim.de

69-15. An Explication of Statistical Significance Testing Applied to Lawshes CVR

This paper examines several issues concerning the use of minimum content validity ratio (CVR) values (Lawshe, 1975) for test development and provides a previously undemonstrated link between minimum CVR values and an underlying statistical distribution. An expanded table including specific statistical probabilities is presented as a tool for test developers.

Damian J. Stelly, Jeanneret & Associates, Inc.

Submitted by Damian J. Stelly, dstelly@jeanneret.com

69-16. Understanding the Relationship Between Critical Thinking and Job Performance

This study was conducted to evaluate the relationship between a measure of critical thinking ability and job performance as measured by supervisors ratings. Results indicated that the measure of critical thinking ability is related to several important aspects of job performance.

Kingsley C. Ejiogu, Harcourt Assessment, Inc.

Zhiming Yang, Harcourt Assessment, Inc.

John D. Trent, Harcourt Assessment, Inc.

Mark Rose, PsychCorp/Harcourt Assessment, Inc.

Submitted by Kingsley C. Ejiogu, kingsley_ejiogu@harcourt.com

69-17. Validity of Personality Measures and the Quality of the Criterion

Three studies are presented in which an occupational personality questionnaire is used to predict job performance based on line-manager ratings. This paper demonstrates how validities are affected by how specific the criterion is, use of different criterion scales, and criterion response format.

Ilke Inceoglu, SHL Group PLC

Dave Bartram, SHL Group PLC

Submitted by Dave Bartram, dave.bartram@shlgroup.com

69-18. Multilevel Scale Reliability for Multi- and Single-Item Scales

We discuss multilevel reliability by couching the concept within a multilevel structural equation modeling framework. We then present an example, using Mplus, computing multilevel reliability estimates for a multi- and a single-item measure. Results demonstrate this methods superiority over single-level reliability analyses with multilevel data.

Seth A. Kaplan, Tulane University

Michael J. Zyphur, Tulane University

Submitted by Michael J. Zyphur, zyphurmj@yahoo.com

69-19. Response Rates in I-O Psychology, Management, and Marketing: A Meta-Analysis

A meta-analysis (N = 709) summarized response rates and response enhancing techniques of survey studies published in 12 journals during 19952000. An average response rate of 53% was found, although significant differences across disciplines and journal prestige were observed. Several techniques (e.g., advance notice) to increase the response rate were identified.

Frederik Anseel, Ghent University

Filip Lievens, Ghent University

Katrien Vermeulen, Ghent University

Submitted by Frederik Anseel, Frederik.Anseel@ugent.be

69-20. Profiling Nonresponse: An Analysis of Job Stressors and Strain

This study examined the relations of role overload, role ambiguity, role conflict, and strain with survey response behavior. Results indicated that role overload resulted in a reduced likelihood of survey completion, but role ambiguity increased the likelihood of survey completion. Role conflict and strain did not predict survey response.

Christopher D. Barr, University of Houston

Christiane Spitzmueller, University of Houston

Karla K. Stuebing, FSD Data Services, Inc.

Submitted by Christopher D. Barr, cbarr@mail.uh.edu

69-21. Examining Faking on Personality Inventories Using Unfolding IRT Models

A generalized graded unfolding IRT model was used to examine changes in item location parameters when individuals fake personality items. Results indicate that Conscientiousness and Agreeableness items are perceived as reflecting higher levels of the trait when individuals fake. The direction of change in item location parameters varied across subfactors.

Jennifer Ferreter, Baruch College, CUNY

Charles A. Scherbaum, Baruch College, CUNY

Michael J. Kern, Baruch College, CUNY

Submitted by Charles A. Scherbaum, charles_scherbaum@baruch.cuny.edu

69-22. On the Use of Partial Covariances in Structural Equation Modeling

The use of control variables is more common in regression than in structural equation modeling (SEM). There are theoretical and methodological reasons for this divide. Two simulations were conducted to assess the effects of using partial covariances in SEM. Results indicate structural equation models can be simplified under certain conditions.

Thomas D. Fletcher, University of Missouri-St. Louis

Lisa M. Germano, Old Dominion University

Katherine A. Selgrade, Old Dominion University

Submitted by Thomas D. Fletcher, FletcherT@umsl.edu

69-23. Evaluation of the SAMD-z Statistic for Detecting Outliers in Meta-Analysis

Due to the potential for bias in the SAMD statistic for determining outliers in correlational meta-analyses, an alternate statistic, the SAMD-z, was developed and evaluated. Results of Monte Carlo simulations indicated that under identical situations the SAMD-z statistic was more accurate than the SAMD for identifying outlier studies.

Daniel J. Beal, Rice University

Amber B. Raley, Rice University

David M. Corey, Tulane University

Submitted by Amber B. Raley, araley@rice.edu

69-24. Testing Invariance in Risk Taking: English- and French-Speaking Samples.

We present the results of 2 studies conducted in order to develop a French version of the Domain-Specific Risk-Taking (DOSPERT) Scale (Weber, Blais, & Betz, 2002). We report evidence for the invariance (i.e., English- vs. French-speaking participants) of the instruments used, and we discuss the implications of our findings.

Ann-Renee Blais, Defence Research and Development Canada Toronto

Submitted by Ann-Renee Blais, Ann-Renee.Blais@drdc-rddc.gc.ca

69-25. Applying Meta-Analysis to Adverse Impact Assessment: A Monte Carlo Simulation

Adverse impact analysis is often based on small sample data, which is subject to considerable sampling error. Meta-analysis can be applied to adverse impact analysis to provide more precise conclusions. Simulation research was used to evaluate a method for meta-analyzing the adverse impact ratio.

John F Skinner, Illinois Institute of Technology

Scott B. Morris, Illinois Institute of Technology

Submitted by Scott B. Morris, scott.morris@iit.edu

69-26. Use of Item Response Theory Methods for Establishing Measurement Invariance

The Likelihood Ratio (LR) test and differential functioning of items and tests (DFIT) methodology were compared in their sensitivity to detecting differential item functioning (DIF) in a 21-item leadership development measure. Results demonstrated that the LR test was much more sensitive to identifying existing DIF than was DFIT.

Phillip W. Braddy, North Carolina State University

Adam W. Meade, North Carolina State University

Emily C. Johnson, North Carolina State University

Submitted by Phillip W. Braddy, pwbraddy@ncsu.edu

69-27. Number of Factors Decision: Parallel Analysis Is Not the Panacea

Parallel analysis (PA) has recently been touted as the most accurate method to decide number of factors to retain in exploratory factor analysis. We argue conceptually that PA does not solve the factor retention problem and demonstrate empirically that exclusive reliance on PA could lead to less than optimal decisions.

Jinyan Fan, Hofstra University

Felix James Lopez, Lopez and Associates, Inc.

Jennifer Nieman, Hofstra University

Robert C. Litchfield, Washington & Jefferson College

Robert S. Billings, Ohio State University

Submitted by Jinyan Fan, fanjinyan@yahoo.com

69-28. The Validity of Study Habits, Skills, and Attitudes: A Meta-Analysis

A meta-analysis of the relationship between study skills, study habits, and study attitudes and college academic performance (N = 72,043, k = 342) is presented. Study motivation and study skills exhibit the strongest relationship with GPA and grades. Significant variation in the validity of specific inventories is illustrated and discussed.

Marcus Crede, University of Illinois at Urbana-Champaign

Nathan R. Kuncel, University of Minnesota

Submitted by Nathan R. Kuncel, nkuncel@uiuc.edu

69-29. SES and Test Validity: A Meta-Analysis

Some have argued that socioeconomic status is related to important variables in the education domain, such as college grades and scores on standardized tests. The present meta-analysis examines the predictive validity of standardized tests after controlling for the effects of socioeconomic status. 

Justin Arneson, University of Minnesota

Shonna Waters, University of Minnesota

Paul R. Sackett, University of Minnesota

Nathan R. Kuncel, University of Minnesota

Sara Cooper, University of Illinois-Urbana Champaign

Submitted by Justin Arneson, arne0063@umn.edu

70. Symposium: Friday, 1:302:50 Dallas A2 (1st floor-CC)

Helping Practitioners Get the Most From Academic Collaborations

This symposium will highlight a range of academicpractitioner collaborations, focusing on collaborations that involve graduate students. Presenters will emphasize the benefits of such collaborations for both practitioners and graduate students. Presenters will also discuss how to develop such relationships and address challenges in connecting across the academicpractice gap.

Lisa M. Perez, Minnesota State University-Mankato, Presenter

Andrea L. Rittman Lassiter, Minnesota State University, Presenter

Anna R. Erickson, QuestarOrganizational Insights Group, Presenter

Justin Michael Bethke, Minnesota State University Mankato, Presenter

Ashley M. Guidroz, Bowling Green State University, Presenter

Gerald F. Goodwin, U.S. Army Research Institute, Presenter

Jeffrey L. Herman, George Mason University, Presenter

Submitted by Andrea L. Rittman Lassiter, andrea.lassiter@mnsu.edu

71. Symposium: Friday, 1:302:50 Dallas A3 (1st floor-CC)

Trends and Trend-Busters: Understanding Change in Employee Attitudes Over Time

Observing, interpreting, and communicating trends over time is an important component of employee attitude survey programs. The purpose of this session is to provide a unique mix of empirical research and applied perspectives to highlight ways to better communicate and use trend data in ongoing employee survey efforts.

Ann Marie Ryan, Michigan State University, Chair

Michele E. A. Jayne, Ford Motor Company, Co-Chair

Richard L. Smith, Ford Motor Company, John M. Rauschenberger, Ford Motor Company, Margareth Walsh Bastos, Ford Motor Company, Michele E. A. Jayne, Ford Motor Company, Nicholas E. Mills, Ford Motor Company, Robert E. Tripp, Ford Motor Company, Ford Motor Company Pulse Trend AnalysisMaking and Breaking Trends

Goran Kuljanin, Michigan State University, Ann Marie Ryan, Michigan State University, Identifying Correlates of Changes in Trends in Employee Attitudes

Sara P. Weiner, IBM, Driving Change With IBMs Bimonthly Global Pulse Survey

Stephanie M. Drzakowski, Michigan State University, Ann Marie Ryan, Michigan State University, Murray J. Mack, U.S. Department of the Army, J. Peter Leeds, U. S. Department of Army, Civilian Personnel, Neal W. Schmitt, Michigan State University, Using Latent Growth Modeling to Understand Trends in Survey Data

Submitted by Ann Marie Ryan, ryanan@msu.edu

72. Conversation Hour: Friday, 2:002:50 Houston B (3rd floor-CC)

HR Best Practices in the Aftermath of Hurricane Katrina

The unprecedented disaster of Hurricane Katrina revealed the best and worst in people and organizations. Although the government response was slow and uncertain, many companies became safety nets for affected employees by providing immediate aid and assurance. Examples of best practices and lessons learned from these companies will be discussed.

Laura L. Wolfe, Louisiana State University, Host

Stacie A. Furst, Louisiana State University, Co-Host

Jennifer A. Raeder, Entergy, Co-Host

Submitted by Laura L. Wolfe, Lwolfe@Lsu.edu

73. Panel Discussion: Friday, 2:002:50 State Room 3 (3rd floor-CC)

Internal Versus External Consulting: Pros, Cons, and Lessons Learned

Nonacademic SIOP membership is roughly divided between internal consultants (35.6%) and external consultants (30.0%). The purpose of this panel discussion is to explore differences between internal and external consulting positions. Topics to be discussed include client relationships, organizational politics, billing, credibility, compensation/benefits, differences in job duties, and worklife issues.

Monica A. Hemingway, Valtera, Chair

Pete Hudson, Time Warner Inc., Panelist

Mark LoVerde, W. W. Grainger, Panelist

Hannah Olsen, SHL USA, Inc., Panelist

Mark J. Schmit, APT, Inc., Panelist

Submitted by Monica A. Hemingway, mhemingway@valtera.com

74. Practice Forum: Friday, 2:002:50   Austin 1 (2nd floor-H)

Utilizing Survey Results for Organizational Change

Climate factors associated with survey utilization across 6 organizations (5,395 units, N = 144,080) are assessed and found to be analogous to those factors associated with general effective leadership. Further, 3 organizations provide unique perspectives through their own experiences with successful utilization of surveys to bring about positive change.

Peter A. Stathatos, Sirota Survey Intelligence, Chair

Justin G. Black, Sirota Survey Intelligence/Baruch-CUNY, Co-Chair

Justin G. Black, Sirota Survey Intelligence/Baruch-CUNY, Patrick K Hyland, Sirota Survey Intelligence, Lou Mischkind, Sirota Survey Intelligence, Joyce Chan, Sirota Survey Intelligence, Correlates of Survey Utilization Across Organizations

Tripp Welch, Mayo Clinic, Mayo Clinics All Staff Survey Follow-up Process

Marilyn Ardito, ESPN, Peter A. Stathatos, Sirota Survey Intelligence, Using Survey Data at ESPN

Craig S. Ramsay, Intuit Inc., Chip Paddock, Intuit Inc., Survey Utilization at Intuit

Submitted by Justin G. Black, justin.black@gmail.com

75. Symposium: Friday, 2:002:50 Dallas A1 (1st floor-CC)

To Conform or Deny: Gender Stereotypes and Female Leaders Behavior

Despite advances, there remains a dearth of women in elite leadership positions. One reason is the apparent conflict between gender role stereotypes and expectations for how leaders should behave. The research presented in this symposium examines the causes and consequences of female leaders violation or confirmation of gender roles stereotypes.

Stefanie K. Halverson, University of Wisconsin-Madison, Chair

Susan E. Murphy, Claremont McKenna College, Co-Chair

Michelle C. Bligh, Claremont Graduate University, Jeffrey Kohles, California State University-San Marcos, Exploring Gender Role Stereotypes: Rhetorical Leadership of Female Senators

Stefanie K. Halverson, University of Wisconsin-Madison, Selamawit Zewdie, University of Wisconsin-Madison, Susan E. Murphy, Claremont McKenna College, The Strong, Sensitive Type: Evidence for Gender Specific Leadership Prototypes

Crystal Hoyt, University of Richmond, Stefanie K. Halverson, University of Wisconsin-Madison, The Impact of Solo Status and Stereotype Activation on Female Leaders

Michelle C. Bligh, Claremont Graduate University, Michele M. Schlehofer-Sutton, Claremont Graduate University, Bettina J. Casad, Claremont Graduate University, Angela Grotto, Baruch College, Gender Stereotypes and Media Influences on Perceptions of Female Senators

Submitted by Stefanie K. Halverson, shalverson@bus.wisc.edu

Coffee Break  Friday, 3:003:30  Multiple Locations

76. Symposium: Friday, 3:305:20 San Antonio A (3rd floor-CC)

Testing Causal Models in Nonexperimental Research

Controversies surrounding tests of causal models in nonexperimental research are examined. Symposium considers (a) problems with the hierarchical multiple regression (HMR) strategy for assessing mediation, (b) a structural equation modeling alternative to HMR, (c) assessing mediation in longitudinal research, and (d) inappropriate causal inferences in articles based on nonexperimental research.

This symposium honors the memory of Dr. Nambury Raju, a leader in our field.

Diana Stone, University of Central Florida, Chair

Patrick J. Rosopa, University of Central Florida, Eugene F. Stone-Romero, University of Central Florida, Detecting Mediation Using Hierarchical Multiple Regression

Lawrence R. James, Georgia Tech, New Steps in Testing for Mediation

Andrew J. Slaughter, Texas A&M University, Daniel A. Newman, Texas A&M University, Paul J. Hanges, University of Maryland, A Time-Sensitive Sobel Test: Assessing Mediation in Longitudinal Data

Eugene F. Stone-Romero, University of Central Florida, Laura Gallaher, University of Central Florida, Inappropriate Use of Causal Language in Reports of Nonexperimental Research

Submitted by Eugene F. Stone-Romero, wolfcub@cfl.rr.com

77. Panel Discussion: Friday, 3:304:50 San Antonio B (3rd floor-CC)

What I-O Psychology Needs to Know about Family Caregiver Discrimination

Successful lawsuits by employees suing for family caregiver discrimination have doubled since 2000. The purpose of this panel discussion is to provide I-O psychologists with an overview of this new form of employment discrimination. Topics to be discussed include what it is, why it occurs, and how to prevent it.

Boris B. Baltes, Wayne State University, Chair

Joan C. Williams, UC Hastings College of Law, Panelist

Christine Dickson, Worklife Management Consulting, Panelist

Adam B. Butler, University of Northern Iowa, Panelist

Submitted by Christine Dickson, cdicksonphd@yahoo.com

78. Symposium: Friday, 3:305:20 Houston A (3rd floor-CC)

Developing and Using Norms: Why, How, and Whats New

This symposium presents 4 papers that draw from the educational and psychological testing literature and modern psychometric advancements to discuss best practices and new developments in norming across assessment genres using 3 seasoned and widely used organizational assessment tools in their respective areas: The Watson-Glaser, HPI, and JDI. 

Patrick L. Wadlington, Hogan Assessment Systems, Chair

Ian S. Little, Hogan Assessment Systems, Co-Chair

Mark Rose, PsychCorp/Harcourt Assessment, John D. Trent, Harcourt Assessment, Zhiming Yang, Harcourt Assessment, Inc., Kingsley C. Ejiogu, Harcourt Assessment, Inc., Judy Chartrand, Consulting Psychologists Press, Development and Use of Cognitive Ability Norms in Personnel Selection

Robert P. Tett, University of Tulsa, Patrick L. Wadlington, Hogan Assessment Systems, Scott A. Davies, Hogan Assessments Systems, Michael Glen Anderson, University of Tulsa, Personality Profiles: Effects of Normative

Patrick L. Wadlington, Hogan Assessment Systems, Scott A. Davies, Hogan Assessments Systems, Gary Phillips, American Institute of Research, Distributional Projection: Solution to Small Sample Size

Alison A. Broadfoot, Bowling Green State University, Jessica Blackburn, Bowling Green State University, Ashley M. Guidroz, Bowling Green State University, Michael J. Zickar, Bowling Green State University, Norms in Job Attitudes: Why and How, a JDI Example

Vince MacManus, CPS Human Resource Services, Discussant

Submitted by Ian S. Little, ilittle@hoganassessments.com   

79. Symposium: Friday, 3:305:20 Houston B (3rd floor-CC)

The Impact of Emotional Intelligence on Leadership and Workplace Performance

The purpose of the symposium is to expose the audience to both the Mayer-Salovey and Bar-On approaches to assessing emotionally intelligent behavior. The symposium will examine the use and application of the MSCEIT (Mayer-Salovey approach) and the BarOn EQ-i (BarOn approach) in the areas of leadership and workplace performance.

Peter Papadogiannis, Multi-Health Systems, Inc., Chair

Steven J. Stein, Multi-Health Systems, Inc., Gill Sitarenios, Multi-Health Systems, Inc., Relationship of Emotional Intelligence Test Scores To Performance of Wireless Telephone Sales Specialists in a National Electronics Chain

Stephane Cote, University of Toronto, Paulo N. Lopes, Yale University, Peter Salovey, Yale University, Emotional Intelligence and Leadership Emergence

Suzanne M. Miklos, O.E. Strategies, Inc., Thomas P. Sawyer, Elmhurst College, Mona A. Stronsick, Progressive Insurance, Emotional Intelligence: A Unique Contribution Over Cognitive Ability and Personality in Predicting Job Satisfaction and Performance

Peter Papadogiannis, Multi-Health Systems, Inc., Stephen Gallant, Multi Health Systems, Inc., Diana Durek, Multi-Health Systems, Inc., Emotional Intelligence and Leader Performance

Submitted by Steven J. Stein, ceo@mhs.com

80. Practice Forum: Friday, 3:305:20 Houston C (3rd floor-CC)

Implementing Web-Based Assessment Programs: Conceptual and Practical Considerations

Organizations are increasingly interested in developing Internet-based assessment programs. This session explores the underlying motivational factors as well as the organizational, technical, and psychometric issues involved in implementing these systems. Practitioners who have developed and introduced Web-based assessment programs will share their experiences and anticipations for the future.

Reid E. Klion, Performance Assessment Network, Chair

David L. Mayfield, Georgia-Pacific, Integrating On-Line Testing Strategies Into Traditional Paper and Pencil Selection Systems: Challenges and Solutions

Mark H. Ludwick, Capital One, Behind-the-Scenes Complexities of Computerized Testing: Leveraging Multiple Vendors to Deliver an Integrated Web-Based Testing Program

Martha E. Hennen, United States Postal Service, Implementing Web-Based Versions of Computer Based Tests for Large Scale Administration

Francois Chiocchio, Universite de Montreal, Managing Web-Enabled Testing Implementation Projects: A Communication Focussed Stage-Gate Process

James Olsen, Alpine Testing Solutions, Discussant

Submitted by Reid E. Klion, reid@pantesting.com

81. Symposium: Friday, 3:304:50  State Room 1 (3rd floor-CC)

Organizational Socialization Research: Summary, Redefinition, and New Research Directions

The goal of the symposium is to stimulate socialization research by showing where weve been, redefining what socialization means, and blazing new research trails. We present 2 meta-analyses of the socialization literature, a reconceptualization of the most widely used measure of socialization, and research on socialization in virtual teams.

Talya N. Bauer, Portland State University, Chair

Alan M. Saks, University of Toronto, Krista L. Uggerslev, University of Manitoba, Neil E. Fassina, Rotman School of Management, Meta-Analysis of Socialization Tactics and Newcomer Adjustment

Talya N. Bauer, Portland State University, Todd Bodner, Portland State University, Berrin Erdogan, Portland State University, Donald M. Truxillo, Portland State University, Jennifer S. Tucker, U.S. Army Research Institute/Portland State University, The Role of Time in Socialization Research: A Meta-Analytic Investigation

Howard J. Klein, The Ohio State University, Aden E. Heuser, The Ohio State University, Kyra L. Sutton, The Ohio State University, The Dimensions and Levels of Socialization Content

Kimberly Wells, U.S. Office of Personnel Management., Enabling Tacit Knowledge Sharing in Virtual Teams: The Role of Socialization

Connie R. Wanberg, University of Minnesota, Discussant

Submitted by Talya N. Bauer, TalyaB@Sba.pdx.edu

82. Symposium: Friday, 3:304:50  State Room 2 (3rd floor-CC)

Innovations in Work Design: Going Beyond the Usual Suspects

The majority of work design research in I-O psychology is based on motivational theories. Given the limitations in such approaches, it is important to go beyond these usual suspects to examine new work characteristics, theories, and contexts. This symposium highlights current innovations in work design that extend beyond traditional approaches.

Frederick P. Morgeson, Michigan State University, Chair

Jennifer D. Nahrgang, Michigan State University, Co-Chair

Frederick P. Morgeson, Michigan State University, Stephen E. Humphrey, Florida State University, The Work Design Questionnaire (WDQ): Developing and Validating a Comprehensive Measure for Assessing Job Design and the Nature of Work

Sharon K. Parker, Australian Graduate School of Management, A Broaden-and-Build Model of Work Design: How Job Enrichment Broadens ThoughtAction Repertoires via Positive Affect

John Cordery, University of Western Australia, One More Time: How Do You Motivate...Customers? Applying Work Design Principles to Co-Production Arrangements in Service Organizations

Stephen E. Humphrey, Florida State University, Jennifer D. Nahrgang, Michigan State University, Frederick P. Morgeson, Michigan State University, Case Closed? Toward A New Conceptualization of Work Design: A Meta-Analytic Summary and Theoretical Extension

Michael A. Campion, Purdue University, Discussant

Submitted by Frederick P. Morgeson, morgeson@msu.edu

83. Practice Forum: Friday, 3:305:20 State Room 3 (3rd floor-CC)

From Deployment to Employment: Research and Practices on Employing Veterans
An unprecedented number of veterans are interested in working but may find employers that do not appreciate the applicability or their ability to work with a physical or psychological disability. This panel will describe the benefits of hiring veterans and describe how employers locate, train, and accommodate veterans.

Nathan D. Ainspan, Department of Labor, Presenter

Corey E. Miller, Wright State University, Presenter

Megan K Leasher, Wright State University, Presenter

Drew Myers, RecruitMilitary LLC, Presenter

Mary A. Jansen, Department of Veterans Affairs, Presenter

Kendra Duckworth, Job Accomodations Network, Presenter

Walter Penk, Texas A&M University, Presenter

Paul Hicks, Central Texas VA Health Care Services, Presenter

Kathryn Kotrla, Central Texas VA Health Care Services, Presenter

Submitted by Nathan D. Ainspan, ainspan.nathan@dol.gov

84. Roundtable: Friday, 3:304:50  State Room 4 (3rd floor-CC)

Ask the Selection Experts

This session is designed to answer SIOP member questions about personnel selection-related topics. Experts on personnel selection are available, as resources, to help members solve their own research and practice problems in the areas of personality testing, interviewing, Internet testing, situational judgment, adverse impact concerns, and selection litigation issues.

Allen I. Huffcutt, Bradley University, Chad H. Van Iddekinge, Florida State University, Richard Posthuma, University of Texas-El Paso, Interviews

Mark J. Schmit, APT, Inc., Denise Potosky, Pennsylvania State University, Internet Testing

Robert E. Ployhart, University of South Carolina, Deborah L. Whetzel, Work Skills First, Inc., Situational Judgment

Deniz S. Ones, University of Minnesota, Chockalingam Viswesvaran, Florida International University, Personality

Philip L. Roth, Clemson University, Maury Buster, State of Alabama, Fred S. Switzer, Clemson University, Adverse Impact

Philip Bobko, Gettysburg College, Alice Ann Byrne, State of Alabama, Litigation in Personnel Selection

Submitted by Philip L. Roth, rothp@clemson.edu

85. Master Tutorial: Friday, 3:304:50 Lone Star C1 (2nd floor-CC)

1.5 CE Credits Available for Attending! Register at the Session

Measuring and Maximizing the ROI of Executive Coaching

Executive coaching is increasing in popularity. Faced with skyrocketing costs, companies are questioning the return on investment (ROI) in coaching. This master tutorial presents a 5-step framework to evaluate the impact of coaching engagements and measure ROI. We will explore how coaching compares to other forms of executive development.

Katherine E. Holt, Peakinsight LLC, Presenter

David B. Peterson, Personnel Decisions International, Presenter

Submitted by Katherine E. Holt,  katherine@peakinsight.com

86. Practice Forum: Friday, 3:304:50 Lone Star C2 (2nd floor-CC)

Creating Change Through Leadership Development

Leadership is a key component of any organizational change. In this forum, practitioners will discuss their efforts to create change through leadership development. Challenges included creating a leadership culture, realigning leadership after restructuring, and improving a CEOs effectiveness in order to improve performance.

Ann Williams Howell, Denison Consulting, Chair

Ann Williams Howell, Denison Consulting, Leadership Development and Assessment: Practical Strategies and Innovative Approaches

Deborah McCuiston, JetBlue Airways, Shawn Overcast, JetBlue Airways, Overcoming Leadership Development Challenges in an Airline Start-Up

Dwayne Munneke, State of Michigan, Nancy Foltz-Adams, Office of Great Workplace Development, Making Michigan a Great Workplace: Design and Implementation of Values Based Culture Change and Leadership Development in State Government

Caroline Fisher, Fisher Group, Leadership Development and Organizational Culture: Case Study of a Northeastern Power Company

Submitted by Ann Williams Howell, ahowell@denisonculture.com

87. Practice Forum: Friday, 3:304:50 Lone Star C3 (2nd floor-CC)

The Lifecycle of a Dell Executive: Integrated Executive Talent Management

The executive lifecycle at Dell is explored including Dells Executive Success Profile, executive on-boarding process, executive development, and executive promotion. This lifecycle is created through an integration executive talent management process targeted at building both a winning culture and a winning company.

Lucy H. Dahl, Dell Inc., Chair

Lucy H. Dahl, Dell Inc., Dell Executive Success Profile

Kimberly Arnold, Dell, Inc., Dell Executive On-Boarding & Assimilation

Laura M. Guenther, Dell, Inc, Jennifer Hutcheson, Dell, Inc., Dell Executive Development

Laura M. Guenther, Dell, Inc, Lucy H. Dahl, Dell Inc., Dell Executive Career Development & Promotions

Submitted by Lucy H. Dahl, lucy_dahl@dell.com

88. Symposium: Friday, 3:305:20   Lone Star C4 (2nd floor-CC)

Linking Personality to Decision Making in Recruitment and Selection

Decision-making research has often focused on general processes with limited ability to account for individual differences in decision-making tasks. Research in this symposium focuses on how personality affects judgment and decision making in the area of recruitment and selection from the perspective of job seekers and organizational decision makers.

Patrick H. Raymark, Clemson University, Chair

Gary N. Burns, Central Michigan University, Neil D. Christiansen, Central Michigan University, Personality and Self-Efficacy in Job Choice

Edwin A. J. Van Hooft, Erasmus University Rotterdam, Vanessa Blokland, Free University Amsterdam, Henk Van der Flier, Free University Amsterdam, Tailoring Job Advertisements: The Effects of Content and Wording on Job Pursuit Intentions

Bert Schreurs, Belgian Ministry of Defense, Celina Druart, Belgian Ministry of Defense, The Moderating Role of Personality in the Relationship Between Trait Inferences and Organizational Attraction

James P. OBrien, Richard Ivey School of Business, Mitchell Rothstein, University of Western Ontario, Employment Interviewer Cognitive Styles and Decision Making

Neil D. Christiansen, Central Michigan University, Gary N. Burns, Central Michigan University, Personality Judgments From Resume Content and Style

Scott Highhouse, Bowling Green State University, Discussant

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

89. Special Event: Friday, 3:304:20 Austin 1 (2nd floor-H)

Meeting for the Committee on Lesbian, Gay, Bisexual, and Transgender Issues

Michelle (Mikki) Hebl, Rice University, Host

90. Special Event: Friday, 3:304:20 Austin 2 (2nd floor-H)

Distinguished Professional Contributions Award
Thirty Years of Biodata: Lessons Learned

Reviews over 30 years pursuing the use of biodata to identify high-quality candidates while reducing subgroup differences observed for mental ability tests. Includes a description of procedures and decision rules. Suggests that a focus on life historys circumstances will lead to a better understanding of individual differences.

Paul W. Thayer, North Carolina State University, Chair

Frank W. Erwin, ePredix, Presenter

91. Symposium: Friday, 3:304:20 Seminar Theater (2nd floor-H)

Theoretical and Practical Issues of Negative Performance Appraisals

This symposium will highlight 3 studies of poor job performance: (a) a theoretical model describing how and when worker responses to negative performance evaluations will result in retaliatory counterproductive behaviors; (b) a taxonomy of poor job performance; and (c) a 6-sigma study about leaders who delay addressing poor job performance.

Tina M. Everest, The Home Depot, Chair

Kristophor G. Canali, University of Connecticut, Janet L. Barnes-Farrell, University of Connecticut, Workplace Retaliation in Response to Negative Performance Evaluations

Pam Levine, Colorado State University, Developing a Taxonomy of Substandard Job Performance Behaviors

Tina Everest, The Home Depot, Performance Improvement Plan Cycle Time: A Six Sigma Study

Submitted by Tina M. Everest, tina_everest@homedepot.com

92. Symposium: Friday, 3:304:50 Majestic 1 (37th floor-H)

Applications of Conjoint Analysis in Industrial-Organizational Psychology

Conjoint analysis is an analytic technique not normally used in I-O psychology. The symposium will describe conjoint analysis, identify the steps in doing these analyses including the design issues to consider, and demonstrate potential applications.

Robert D. Pritchard, University of Central Florida, Chair

Melissa J. Sargent, NASA, Kennedy Space Center, Co-Chair

Deborah DiazGranados, University of Central Florida, Co-Chair

Robert D. Pritchard, University of Central Florida, Symposium Introduction: What is Conjoint Analysis?

Heiko Grossmann, Universitat Muenster, Steps Involved in Conjoint Analysis: A Gentle Introduction

Heinz Holling, Universitat Muenster, Experimental Design of Conjoint Analysis Studies

Melissa J. Sargent, NASA, Kennedy Space Center, Applications of Conjoint Analysis in I-O Psychology I

Deborah DiazGranados, University of Central Florida, Applications of Conjoint Analysis in I-O Psychology II

Neal W. Schmitt, Michigan State University, Discussant

Submitted by Melissa J. Sargent, melissa.j.sargent@nasa.gov

93. Symposium: Friday, 3:304:50 Majestic 4-5 (37th floor-H)

At Your Service: Applying I-O Psychology to Customer Service Issues

Providing quality customer service is imperative for most organizations survival, yet relatively little I-O research has addressed this issue. This symposium presents a series of empirical papers by academics and practitioners that apply the principles of I-O psychology to resolve organizational issues in the delivery of customer service.

Terri Shapiro, Hofstra University, Chair

Miriam T. Nelson, Aon Consulting, Co-Chair

Rebecca Butz Williamson, Personnel Decisions, International, Barry M. Staw, University of Calif-Berkeley, Arthur P. Brief, Tulane University, Miriam T. Nelson, Aon Consulting, The Toll of Tenure: Service Work, Personality, and Job Attitudes

Terri Shapiro, Hofstra University, Jennifer Nieman, Hofstra University, Customer Service Recovery: A Laboratory Experiment

Miriam T. Nelson, Aon Consulting, Meredith A Walker, Aon Consulting, Terri Shapiro, Hofstra University, Customer Service Recovery: A Field Study

Miriam T. Nelson, Aon Consulting, Clifford R. Jay, Aon Consulting, Cultural Differences in Call Center Representatives Performance: A Changing Story

Submitted by Terri Shapiro, terri.shapiro@hofstra.edu

94. Interactive Posters: Friday, 3:304:20 
Majestic 8 (37th floor-H)

Goal Orientation

Michael Horvath, Clemson University, Facilitator 

94-1. Comparing Two, Three, and Four-Dimensional Measures of Goal Orientation

The present study compared measures of 2-, 3-, and 4-dimensional models of goal orientation. The results showed that, in general, these measures possessed good psychometric qualities (factorial validity, reliability, convergent and divergent validity) and that they were meaningfully related to proactive personality, intrinsic motivation, and fear of failure.

Karen Van Dam, Tilburg University

Submitted by Karen Van Dam, K.vanDam@uvt.nl

94-2. Trait-Based Goal Orientation and Performance: A Meta-Analysis

The relationship between trait-based measures of goal orientation and performance in work motivation and other achievement contexts was examined. Meta-analytic analysis revealed a positive relationship between learning goal orientation and performance. The various relationships found between performance goal orientation and performance were also investigated and discussed.

Kathleen M. Arnold, DePaul University

Douglas F. Cellar, DePaul University

Alice F. Stuhlmacher, DePaul University

Kendra Palmer, DePaul University

Bethany Lynn Denning, DePaul University

Devon Riester, DePaul University

Sanja Licina, DePaul University

Kathleen M. Arnold, DePaul University

Submitted by Kathleen M. Arnold, karnold6@depaul.edu

94-3. A Preliminary Investigation of the Work Avoidance Goal-Orientation Construct

A new work avoidance goal-orientation scale was developed that captures the desire to minimize effort at work. The construct was related to alienation and perceiving ones job as meaningless and uninteresting. Work avoidance demonstrated usefulness in predicting job perceptions when combined with more traditional goal orientations as predictors.

Carolyn M. Jagacinski, Purdue University

Shamala Kumar, Purdue University

Silvia Bonaccio, Purdue University

Holly Lam, Purdue University

Submitted by Carolyn M. Jagacinski, jag@psych.purdue.edu

94-4. Are They Really the Same? Convergence of Goal Orientation Measures

We examined convergent validity of 3 goal-orientation measures, 2 trait goal-orientation measures, and 1 measure of state goal orientation. In addition, we investigated mastery-avoidance goal orientation, a 4th goal-orientation construct, in both trait and state measures. Results and implications for theory and future research are discussed.

Suzanne E. Juraska, Personnel Decisions Research Institutes

Erin Swartout, Personnel Decisions Research Institutes

Submitted by Erin Swartout, eswartou@gmu.edu

95. Community of Interest: Friday, 3:304:20  Live Oak (2nd floor-H)

Assessment Centers for Multiple Purposes: Prediction, Diagnosis, and Development

George C. Thornton, Colorado State University, Facilitator

96. Poster Session: Friday, 3:304:20 Lone Star A-B (2nd floor-CC)

Job Attitudes

96-1. The Impact of the Feedback Environment on Job Satisfaction

This study uses a longitudinal design to examine the relationship between the feedback environment and job satisfaction. Results from a sample of 155 employees showed that a favorable feedback environment was related to higher levels of job satisfaction and that this relationship was mediated by the quality of leadermember exchange.

Frederik Anseel, Ghent University

Filip Lievens, Ghent University

Submitted by Frederik Anseel, Frederik.Anseel@ugent.be

96-2. Job Reactions of Nontraditional or Contingent Professional Workers

This research distinguishes several forms of nontraditional work and assesses respondents various motives for working in those arrangements. Performing temporary or contract work results in less commitment to the organization, and workers who obtained jobs on their own had greater organizational commitment than those placed by a staffing firm. 

Joel M. Lefkowitz, Baruch College, CUNY

Jay M. Finkelman, Alliant International University, C.S.O.S.

Brian Redmond, Baruch College, CUNY

Submitted by Joel M. Lefkowitz, Joel_Lefkowitz@baruch.cuny.edu

96-3. Does Normative Commitment Develop Through Team Processes? Implications for Turnover

This study looked at how team processes impact the normative commitmentturnover relationship. Results indicated that perceptions of team cohesion partially mediated the relationships between global normative commitment and turnover intention and local normative commitment and turnover intention. Team size was also found to negatively correlate with both foci of commitment.

Jesse Erdheim, Bowling Green State University

Submitted by Jesse Erdheim, jerdhei@bgnet.bgsu.edu

96-4. Job Satisfaction Among Healthcare Employees: Does Time of Year Matter?

The study explored how differences in measurement influenced job satisfaction ratings. Results showed that using facet measures of job satisfaction may not necessarily always be worthwhile. In addition, the time in which satisfaction was measured was found to be a significant factor yielding many interesting implications that are further discussed.

Eyal Ronen, Illinois Institute of Technology

Nahren Ishaya, Illinois Institute of Technology

Karen Kozminski, Illinois Institute of Technology

Submitted by Nahren Ishaya, ishanah@iit.edu

96-5. Outcomes Associated With Perceptions of Organizational Politics: A Meta-Analysis

Meta-analytic correlations from 53 samples were obtained for relationships between perceptions of organizational politics (POP) and job satisfaction, job anxiety, turnover intentions, organizational commitment, and job performance. POP is associated negatively with job satisfaction and organizational commitment, positively with job anxiety and turnover intentions, and nonsignificantly with job performance.

Brian K. Miller, Texas State University-San Marcos

Matthew A Rutherford, James Madison University

Robert W. Kolodinsky, James Madison University

Submitted by Brian K. Miller, bkmiller@txstate.edu

96-6. Discrepancy, Velocity, and Job Satisfaction: Temporal Orientation as a Moderator

This study proposed and tested a dynamic perspective of job satisfaction that discrepancy and velocity information jointly predict job satisfaction. It also demonstrates that discrepancy information has stronger effects on job satisfaction for those with high present orientation, whereas velocity information was more important for those with high future orientation.

Chu-Hsiang Chang, Roosevelt University

Russell E. Johnson, University of Akron

Submitted by Chu-Hsiang Chang, changc1@rcn.com

96-7. Validation of the Index of Organizational Reactions (IOR) Short Form

Participants completed the short form IOR, AJDI, and a condensed MSQ. The short form IOR demonstrated construct validity and accounted for incremental variance in job performance and turnover intentions beyond the AJDI and MSQ, suggesting that it may be a viable alternative to other abbreviated measures of facet job satisfaction.

James W. Badaglia, Big Red Rooster

Mark S. Nagy, Xavier University

Submitted by Mark S. Nagy, nagyms@xu.edu

96-8. Predictability and Consequences of Employee Engagement

We investigated the relationships of personality-based measures with employee engagement and the impact of employee engagement levels on job performance. Our findings indicated several strong personality correlates of engagement and moderate links between engagement and performance on interpersonally oriented work activities. 

Evan F. Sinar, Development Dimensions International

Joseph A. Jones, Development Dimensions International

Submitted by Evan F. Sinar, evan.sinar@ddiworld.com

96-9. Understanding the Variability of Job Satisfaction

The intraindividual variability of different facets of job satisfaction was measured daily over a 1 month period. Results suggest that individuals job satisfaction (JS) significantly varies over shorter time frames but mean levels of satisfaction remain fairly consistent and that this variability is a unique predictor of workplace outcomes.

Lindsey Marie Young, Wayne State University

Boris B. Baltes, Wayne State University

Submitted by Lindsey Marie Young, lmyoung@wayne.edu

96-10. Consequences of Nepotism in the Family Firm: Its All Relative

The current investigation focuses on the effects of nepotistic behaviors in family-owned businesses. Both family and nonfamily member perceptions were compared. It was found that preferential treatment toward kin lead nonfamily members to perceive these nepotistic practices as unfair and perceive those who administer such acts as untrustworthy.

Jennifer Spranger, Grand Valley State University

Submitted by Jennifer Spranger, sprangej@gvsu.edu

96-11. A Longitudinal Unit-Level Test of the Employee SatisfactionPerformance Link

We present an integrated unit-level model of organizational performance using data collected during each of 4 quarters over a 1-year period of time. Responses from 8,535 employees and nearly 180,000 customers in 558 units were used. Employee satisfaction, turnover, efficiency, guest satisfaction, and financial performance are included in the model.

David L. Van Rooy, Marriott International

Chockalingam Viswesvaran, Florida International University

Submitted by David L. Van Rooy, dvanrooy@hotmail.com

96-12. A Meta-Analytic Investigation of the Unit-Level Employee SatisfactionPerformance Link

We present meta-analytic results linking unit-level employee satisfaction to several variables including job performance, withdrawal behaviors, leadership, commitment, and customer satisfaction. After correction for attenuation, the correlation between employee satisfaction and job performance was .30. We provide separate analyses based on rating source, performance domain, and organizational type.

David L. Van Rooy, Marriott International

Daniel S. Whitman, Florida International University

Chockalingam Viswesvaran, Florida International University

Submitted by David L. Van Rooy, dvanrooy@hotmail.com

96-13. Situation Strength and the Dispositional Approach to Job Satisfaction

The current study examines whether situation strength moderates the relationships between dispositions and job satisfaction. Data from 466 university employees indicated that negative affectivity and core self-evaluations, but not positive affectivity, were more strongly associated with job satisfaction for individuals working in weak rather than strong work environments.

Nathan A. Bowling, Wright State University

Terry A. Beehr, Central Michigan University

Submitted by Nathan A. Bowling, psybowling@yahoo.com

96-14. Interactive Effects of Organizational Politics and Role Conflict on Turnover

In a study of professors, we examined the interactive effects of 2 stressors, role conflict and perceived organizational politics (at 3 levels: peer, department chair, dean) on turnover intentions. Results show that high chair politics exacerbates the effects of role conflict on turnover intentions.

Zinta S. Byrne, Colorado State University

Michele Baranczyk, Colorado State University

Rachel M. Johnson, Colorado State University

Susan P. James, Colorado State University

Omnia El-Hakim, Colorado State University

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

96-15. Personality and a Typology of Job Involvement and Organizational Commitment

This paper investigates the relationship between personality and employee attachment to the job and to the organization using a typology of job involvement and organizational commitment. The results show that Emotional Stability, Extraversion, and Conscientousness have a significant impact on individual classifications according to the attachment typology.

Anders R. Sjoberg, Psykologiforlaget AB

Sofia Ruden, Psykologiforlaget AB

Magnus Sverke, Stockholm University

Submitted by Sofia Ruden, s.ruden@psykologiforlaget.se

96-16. Investigation of Multilevel Relationships Between Supervisor and Subordinate Attitudes

The purpose of this study was to examine whether supervisors job satisfaction and turnover intentions influence their subordinates perceptions of organizational support and positive mood. Hierarchical linear modeling was used to demonstrate that supervisor attitudes related to subordinate mood and that subordinate POS mediates these relationships.

Jamie S. Donsbach, University of Albany, SUNY/U.S. Office of Personnel Management

Linda R. Shanock, University of Albany, SUNY

Submitted by Jamie S. Donsbach, jd5247@albany.edu

96-17. Does Demographic Item Nonresponse Relate to Job Attitudes?

Nonresponse to demographic items can be due to purposeful omission (e.g. to protect ones identity) or forgetfulness. This study examines whether nonresponse to demographic items (n = 773 employees) relates to job attitudes. Results support the hypotheses: Missing demographic data was related to lower satisfaction with management and lower perceived job security.

Christiane Spitzmueller, University of Houston

Ingwer Borg, ZUMA

Kayo Sady, University of Houston

Christopher D. Barr, University of Houston

Matthias Spitzmueller, Michigan State University

Submitted by Christiane Spitzmueller, christiane.spitzmueller@mail.uh.edu

96-18. Cynicism Towards Coworkers, Immediate Supervisors and Upper-Level Management

This study assesses the effects of politics perceptions on cynicism towards individuals in 3 distinct levels of the organization. Psychological contract violation is investigated as moderator of each relationship. Findings related to the direct effects of politics perceptions and the moderating effects of psychological contract violation are discussed. 

Matrecia L. James, Jacksonville University

Wayne A. Hochwarter, Florida State University

Gerald R. Ferris, Florida State University

Submitted by Matrecia L. James, mjames2@ju.edu

96-19. Post-Deployment Reintegration Experiences: Their Relationship to Organizational Outcomes

This research addresses the postdeployment reintegration experiences of Canadian Forces (CF) military personnel (N = 519) who completed the 36-item Post-Deployment Reintegration Scale. We provide further support for its factor structure and investigate its relationship to measures of organizational outcomes, including commitment to the military, job-related affect, and career intentions.

Ann-Renee Blais, Defence Research and Development Canada-Toronto

Megan M. Thompson, Defence Research and Development Canada-Toronto

Don R. McCreary, Defence Research and Development Canada-Toronto

Submitted by Ann-Renee Blais, Ann-Renee.Blais@drdc-rddc.gc.ca

96-20. Double Trouble or Twice Nice: Municipal Elected Officials Juggling Jobs

We examined how elected municipal officials juggled their council duties with their primary job duties. In a nation-wide sample of city council members, we found that role boundary strength was an important factor in predicting whether council duties would interfere with primary job duties. 

Mahyulee C. Colatat, Bowling Green State University

Michael J. Zickar, Bowling Green State University

Submitted by Mahyulee C. Colatat, mcolata@bgnet.bgsu.edu

96-21. Assessing Trust in Leadership at Dyadic and Organizational Levels

We qualitatively examined the multidimensional nature of trust in leadership for both dyadic (i.e., supervisor) and organizational (i.e., top management) referents. Working adults generated adjectives that characterize trust in leadership for both referents. Results revealed a consistent 4-dimensional structure of trust in leadership across dyadic and organizational levels. 

Mahyulee C. Colatat, Bowling Green State University

Craig D. Crossley, University of Nebraska-Lincoln

Ian S. Little, Hogan Assessment Systems

Submitted by Mahyulee C. Colatat, mcolata@bgnet.bgsu.edu

96-22. The Role of Individual Differences and Motives in Psychological Ownership

Researchers developed scales for measuring the underlying motives (effectance, self-identity, and place to live) of psychological ownership. Structural equation analysis of survey data (Time 1 and Time 2) from 109 employees indicated that the motives mediated the relationship between individual differences (internal locus of control and collectivism) and psychological ownership.

Nancy H. Leonard, West Virginia University

Abhishek Srivastava, West Virginia University

Jack A. Fuller, West Virginia University

Submitted by Abhishek Srivastava, abhishek.srivastava@mail.wvu.edu

96-23. FFM Facet-Level Personality Correlates of Job Satisfaction for Childcare Workers

Four dimensions of job satisfaction (work itself, coworkers, supervision, and pay/benefits) were individually regressed on FFM personality factors (Step 1) and their constituent facets (Step 2) in a series of hierarchical regression analyses. Data from 135 childcare workers revealed that different FFM factors relate differentially to dimensions of job satisfaction.

Andre L. Couto, Illinois State University

Dusty McEwen, Illinois State University

Jared C. Bartels, Illinois State University

Phillip N. Getchell, Illinois State University

John F. Binning, Illinois State University

Kimberly T. Schneider, Illinois State University

Andrew T. Daly, Illinois State University

Monica Zborowski, Illinois State University

Submitted by John F. Binning, jbinning@ilstu.edu

96-24. Job Satisfaction and Union Participation: Cross-Level and Group-Level Interactions

This study proposes that job satisfaction impacts union participation more strongly when satisfaction is conceptualized at the group level. Results also confirm group- and cross-level interactions between job satisfaction and union commitment, with opposite moderator effects at the individual versus group level of aggregation.

Alexander R. Schwall, Pennsylvania State University

Daniel A. Newman, Texas A&M University

Submitted by Alexander R. Schwall, ars214@psu.edu

96-25. Personality and Organizational Commitment: Mediational Role of Job Characteristics Perceptions

We examined whether perceptions of job characteristics mediated the relationship between personality (5-factor model) and organizational commitment. Results indicate perceptions of job characteristics mediated the relationship between personality (Neuroticism, Extraversion, Agreeableness, and Conscientiousness) and affective, and personality (Extraversion, Agreeableness, and Conscientiousness) and normative, but not continuance, commitment.

Daren S. Protolipac, St. Cloud State University

Lisa Finkelstein, Northern Illinois University

Paul Stiles, St. Cloud State University

Submitted by John Kulas, jtkulas@stcloudstate.edu

96-26. Job Autonomy: A Meta-Analysis of Autonomy and Emplyoee Outcomes

The current meta-analysis examines the relationships between job autonomy and 10 outcome variables. This review includes articles from 19862003, includes 118 data points, and analyzes the data using the method suggested by Hunter and Schmidt (1990). Results found were similar to those of Spector (1986).

James R. Davison, University of Houston

Kathryn Keeton, University of Houston

Kayo Sady, University of Houston

Submitted by Kathryn Keeton, KathrynEKeeton@earthlink.net

96-27. Construct Validation of Equity Sensitivity: New Evidence of Multidimensionality

Huseman, Hatfield, and Miles (1985) equity sensitivity instrument utilizes a forced distribution to allocate points between benevolent and entitlement statements, which results in the measurement of equity sensitivity as unidimensional. We provide an empirical demonstration that a single-stimulus format allows for multidimensionality and investigate the construct validity of this alternative measurement.

Kristl Davison, University of Mississippi

Mark N. Bing, University of Mississippi

Submitted by Kristl Davison, kdavison@bus.olemiss.edu

96-28. WorkFamily Conflict, Emotions, and Satisfaction: Effects at Work and Home

Using experience-sampling methodology, we investigated the effects of family-to-work conflict experienced at work and work-to-family conflict experienced at home on emotions (hostility and guilt) and job and marital satisfaction, as well as the moderating role of trait hostility on the conflictemotion relationships. Results generally were supportive of the hypotheses.

Brent A. Scott, University of Florida

Timothy A. Judge, University of Florida

Remus Ilies, Michigan State University

Submitted by Brent A. Scott, brent.scott@cba.ufl.edu

96-29. Evaluating Job Satisfaction: On the Inclusion of Affective, Cognitive, and Evaluative 

Job satisfaction continues to be heavily researched by organizational scientists, yet an agreed upon definition of the construct is still lacking. This current study identifies 3 major components of job satisfaction (affect, cognition, and evaluation) and argues for their use in future measures of job satisfaction.

Jeremy Tekell, University of North Texas

Terence Yeoh, University of North Texas

Joseph W. Huff, University of Illinois-Springfield

Submitted by Jeremy Tekell, TekellJ@gmail.com

96-30. Motivational Goals, Norms, Attitudes, and Behavior Prediction: A Meta-Analytic Synthesis

The effectiveness of social norms for behavior prediction has been limited by conceptual and operational problems. We present a tripartite model of motivational goals underlying norm conformity. The results of a meta-analysis of attitudebehavior prediction studies support our hypotheses and reveal that motives moderate the relationship between norms and behavior.

Gregory J. Pool, St. Marys University

Elizabeth Chanoine, St. Marys University

Submitted by Mark C. Frame, Frame@uta.edu

97. Practice Forum: Friday, 3:304:50 Dallas A1 (1st floor-CC)

Optimizing Subject Matter Expert Input: A Collaborative Approach

Because subject matter experts are the backbone of I-O initiatives, optimizing SME input is critical to ensure project success. This forum will discuss a variety of practical ways to facilitate SME interactions, including technological applications and the unique circumstances faced when working with executive-level SMEs.

Erica C. Lutrick, Aon Consulting, Chair

Christine E. Corbet, Verizon, Co-Chair

Christine E. Corbet, Verizon, Erica C. Lutrick, Aon Consulting, Optimizing Subject Matter Expert Input: A Collaborative Approach

Matthew Dreyer, Verizon, Christine E. Corbet, Verizon, David S. Gill, Verizon, Amy C. Hirsch, Verizon, Jessica Osedach, Verizon, Remote Facilitation of Subject Matter Expert Meetings

Amy Dawgert Grubb, Federal Bureau of Investigation, Political Considerations in SME Workshops

Meredith A. Walker, Aon Consulting, Effective Subject Matter Expert Strategies: An External Perspective

Erica C. Lutrick, Aon Consulting, Theresa L. McNelly, Aon Consulting, Daniel P. Russell, Aon Consulting, Leveraging Insight From Executive SMEs

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

98. Symposium: Friday, 3:305:20 Dallas A2 (1st floor-CC)

Team Adaptation to Environmental Forces: Current Research and Theory

Recently, organizational researchers have begun to focus on the linkages between team functioning and environmental contexts, yet, relatively little is known about the factors that enable successful team adaptation. This symposium brings together a collection of conceptual and empirical papers that examine team adaptation from a diverse range of perspectives.

Christian J. Resick, Florida International University, Chair

Leslie A. DeChurch, Florida International University, Co-Chair

Steve W. J. Kozlowski, Michigan State University, Dynamic Team Leadership: Developing Adaptive Teams

Aleksander P. J. Ellis, University of Arizona, Andrew Li, University of Arizona, John R. Hollenbeck, Michigan State University, Daniel R. Ilgen, Michigan State University, Stephen E. Humphrey, Florida State University, The Asymmetrical Nature of Structural Changes in Teams

Kenneth Randall, Florida International University, Christian J. Resick, Florida International University, Leslie A. DeChurch, Florida International University, Teamwork in Turbulent Environments: What Factors Enable Teams to Adapt?

Michael Johnson, Michigan State University, John R. Hollenbeck, Michigan State University, Daniel R. Ilgen, 
Michigan State University, Christopher M. Barnes, Michigan State University, Team Adaptation to Structural Misalignment: Determinants of Alternative Change Mechanisms

Joan R. Rentsch, University of Tennessee, Lisa Delise, University of Tennessee-Knoxville, Adaptation to Multinational Teamwork in Networked Environments

Stephen J. Zaccaro, George Mason University, Katherine Hildebrand, George Mason University, Marissa L. Shuffler, George Mason University, Adaptive Team Leadership

Submitted by Christian J. Resick, resickc@fiu.edu

99. Practice Forum: Friday, 3:304:50 Dallas A3 (1st floor-CC)

Beyond Linkage: Leveraging Survey Data for Organizational Decisions and Changes

Linkage research has consistently demonstrated a connection between employee and customer attitudes to financial outcomes. Beginning with an example of linkage research, presenters from diverse industries will share how they have gone beyond linkage research and have used survey data to inform organizational decisions and promote change through action plans.

Bryan C. Hayes, Kenexa, Chair

Peter D. Timmerman, Kenexa, Co-Chair

Matt Valenti, Starwood Hotels & Resorts, Christine Schrader, Starwood Hotels & Resorts , Mariangela Battista, Starwood Hotels & Resorts, Michelle M. Crosby, Starwood Hotels & Resorts, Tracing Financial Performance Back to the Leader

Thomas E. Powell, GlaxoSmithKline, Penny Koommoo-Welch, GlaxoSmithKline, Organizational Insight at GlaxoSmithKline: Employee Surveys and Beyond

Arlette D. Guthrie, The Home Depot, Michael R. Dolen, Kenexa, Data Driven Decisions: Using Survey Data at The Home Depot

Ginger Whelan, Harrahs Entertainment, Inc., Michael J. Howard, Harrahs Entertainment, Harrahs Pulse Engagement Index (HPEI) Survey

Peter D. Timmerman, Kenexa, Bryan C. Hayes, Kenexa, Turning Survey Results Into Action: Factors that Promote Action Planning

Submitted by Peter D. Timmerman, peter.timmeman@kenexa.com

100. Special Event: Friday, 4:004:50 Austin 3 (2nd floor-H)

International Affairs Meeting

Sharon Arad, IBM, Host

101. Special Event: Friday, 4:305:20 Austin 1 (2nd floor-H)

Reception for Lesbian, Gay, Bisexual, and Transgender Committee and Allies

Michelle (Mikki) Hebl, Rice University, Host

102. Panel Discussion: Friday, 4:305:50 Austin 2 (2nd floor-H)

Staying on Your High Horse: Ethical Challenges in Employee Surveys

Two sets of scenarios presenting ethical issues found in employee survey research are discussed by a panel of survey experts. The nuances that influence decision making and strategies related to the scenarios presented will be discussed. Audience members will be given a chance to pose their own ethical questions.

Sarah R. Johnson, Genesee Survey Services, Inc., Chair

Alan L. Colquitt, Eli Lilly & Company, Panelist

Paul M. Mastrangelo, Genesee Survey Services, Inc., Panelist

Sara P. Weiner, IBM, Panelist

Wendi J. Everton, Eastern Connecticut State University, Discussant

Submitted by Sarah R. Johnson, sarah.johnson@gensurvey.com

103. Symposium: Friday, 4:305:50 Seminar Theater (2nd floor-H)

Dont Say a Word: Explaining Withholding of Knowledge From Coworkers

The presentations in this symposium explain why employees keep their knowledge to themselves. Empirical results of 3 separate perspectives are offered: territorial behaviors, knowledge hiding behaviors, and secrecy. Our discussant will facilitate an engaged discussion on multilevel predictors and outcomes of secrecy in organizations. The implications for research and practice will also be discussed.

David Zweig, University of Toronto-Scarborough, Chair

Sandra Robinson, University of British Columbia, Graham Brown, Singapore Management University, Territoriality in Organizations: Impediment to Knowledge Sharing

Catherine Connelly, McMaster University, David Zweig, University of Toronto-Scarborough, Jane Webster, Queens School of Business, Knowledge Hiding in Organizations

Susan E. Brodt, Queens University, Sim B. Sitkin, Fuqua School of Business, Duke University, The Paradox of Secrecy Norms in Organizations

Belle Rose Ragins, University of Wisconsin-Milwaukee, Discussant

Submitted by David Zweig, zweig@utsc.utoronto.ca

104. Interactive Posters: Friday, 4:305:20   Majestic 8 (37th floor-H)


Tatana M. Olson, United States Navy, Facilitator

104-1. Predicting Creativity with Alternative Biodata Question Types

We predicted creativity using 3 constructs: openness, achievement motivation, and verbal skills. Each construct was measured 3 times using biodata questions focusing on the exposure to, outcome of, or reaction to specific past experiences. Prediction of creative performance was strongest when the constructs were assessed using the reaction questions.

Jody J. Illies, Saint Cloud State University

Roni Reiter-Palmon, University of Nebraska-Omaha

Lisa Kobe Cross, Taleo

Submitted by Jody J. Illies, jjillies@stcloudstate.edu

104-2. A Multilevel Investigation of the Organ-izational Learning Factors Influencing Creativity

This research develops a multilevel model of organizational learning assessing the influence of these factors on employee creativity. We test this model in a cross-national sample of 25 teams comprising 198 R&D employees.

Claudia A. Sacramento, Aston University

Giles Hirst, Aston University

Giles Hirst, Aston University

Submitted by Sally A. Carless, sally.carless@med.monash.edu.au

104-3. The Influence of Leaders Regulatory Focus Modeling on Employee Creativity

This study investigates the relationship between leadership role modeling and employee creativity and innovation in a Chinese organization. Specifically, we examined whether immediate supervisors regulatory focus influenced employee creativity and innovation. Results indicated that both creativity and innovation are positively associated with promotion-focused leadership behavior. Implications are discussed. 

Ju-Chien Cindy Wu, Baylor University

Jeffery S McMullen, Baylor University

Mitchell J. Neubert, Baylor University

Xiang Yi, Western Illinois University

Submitted by Ju-Chien Cindy Wu, Cindy_Wu@baylor.edu

104-4. Climate for Creativity: A Quantitative Review

A meta-analysis was conducted using 42 prior studies where the relationships between climate and various indices of creative performance were examined. These climate dimensions were found to be effective predictors of creative performance across criteria, samples, and settings. The implications of these findings for understanding creativity and innovation are discussed.

Sam T. Hunter, University of Oklahoma

Katrina E. Bedell, University of Oklahoma

Michael D. Mumford, University of Oklahoma

Submitted by Sam T. Hunter, shunter@psychology.ou.edu

105. Poster Session: Friday, 4:305:20 Lone Star A-B (2nd floor-CC)

Job Analysis & Performance

105-1. Outcomes of Perceived Organizational Support: The Role of Pay Context

Two studies examined how pay structures influence the degree to which perceived support affects performance and commitment. With higher contingency of pay on performance, the effect of perceived organizational support on performance decreased, and the effect of perceived supervisor support on performance increased. Commitment was not affected by pay structure.

Asya Pazy, Tel Aviv University

Yoav Ganzach, Tel Aviv University

Submitted by Asya Pazy, asyap@post.tau.ac.il

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

Eighty-five participants completed a detection task under different decision payoff conditions. The task mimicked prescription checking in a pharmacy. Errors varied across high, medium, and low saliences. Hit rate was associated with error salience in the payoff condition, and selective attention was associated with hit rate in the control condition. 

Kraig L. Schell, Angelo State University

Elizabeth L. Bankhead, Angelo State University

Cory Hunsaker, Angelo State University

Kyle Kelley, Angelo State University

Submitted by Kraig L. Schell, kraig.schell@angelo.edu

105-3. Personality and Motivational Predictors of Soft Skills Performance

The dimensionality of soft skills performance is investigated within a nomological network of nonability individual differences. The soft skills performance questionnaire (SSPQ) is developed based on a series of studies to develop a taxonomy of skills. Results showed that nonability traits predicted performance through their influence on proximal motivational processes.

Tracy Kantrowitz, PreVisor

Ruth Kanfer, Georgia Institute of Technology

Michael Lippstreu, Georgia Institute of Technology

Submitted by Tracy Kantrowitz, tmk76@aol.com

105-4. Introducing Hope as a Workplace Construct

Drawing on hope theory, we examined the relationship between hope and job performance in 3 studies. We found that more hopeful retail sales employees, mortgage brokers, and management executives tended to have higher job performance a year later, even after controlling for their self-efficacy and cognitive ability.

Suzanne J. Peterson, Arizona State University

Kristin Lynn Byron, Rochester Institute of Technology

Submitted by Kristin Lynn Byron, kbyron@cob.rit.edu

105-5. Interactive Effects of Social Exchanges on Employee Behavior

This study examines the interactive effects of social exchanges on employee behaviors. Using data from 448 employees, this study showed that trust in the organization enhanced the effect of POS on employee extra-role, in-role, and withdrawal behaviors, and trust in the supervisor enhanced the effect of LMX on these outcomes.

Amanuel G. Tekleab, Clarkson University

Dan S. Chiaburu, Penn State University

Submitted by Amanuel G. Tekleab, atekleab@clarkson.edu

105-6. The Effect of Web-Based Training on Personality-Based Job Analysis Responses

This study was conducted to assess the impact of Web-based training on actual job incumbent ratings on the Personality-Related Personnel Requirements Form. The results showed that training led to different PPRF ratings and different relationships between self-reported personality and ratings on the PPRF.

Mark Mazurkiewicz, Colorado State University

Eric D. Heggestad, University of North Carolina-Charlotte

Herman Aguinis, University of Colorado-Denver

Submitted by Mark Mazurkiewicz, mazurk3@lamar.colostate.edu

105-7. Organizational Support, Contract Fulfillment, Preferred Status, and Outcomes Among Part Timers

We investigated the moderating effect of organizational support and psychological contract fulfillment on relationships between preferred work status and 2 measures of job performance. We found employees whose work status pre-ference was not met engaged in more extra-role behaviors when they had a high level of POS or contract fulfillment.

Jennica Webster, University of Wisconsin-Oshkosh

Gary A. Adams, University of Wisconsin-Oshkosh

Submitted by Jennica Webster, webstj91@uwosh.edu

105-8. A General Model of Job Performance: A Ten-Factor Solution

Utilizing job analysis techniques, 2 models of performance were tested with a sample of 553 employees from 3 Latin-American countries. Although results were unable to replicate none of the models, a 10-factor solution similar to 1 of the hypothesized structures emerged from exploratory analysis. Theoretical and practical implications are discussed. 

Otmar E. Varela, Nicholls State University

Elvira Salgado, UNIANDES

Virginia Lazio, ESPOL

Submitted by Otmar E. Varela, otmar.varela@nicholls.edu

105-9. The WonderlicNFL Performance Relationship Revisited: Positional Analyses and Generalizability

This research reexamined the relationship between the Wonderlic and NFL performance by accumulating data from another draft class. Results indicated that scores on the Wonderlic are not predictive of future NFL performance overall or by position. In addition, the use of this measure produced significant racial discrepancies.

Brian D. Lyons, University at Albany, SUNY

Brian J. Hoffman, University of Tennessee, Knoxville

John W. Michel, University at Albany, SUNY

Submitted by Brian D. Lyons, bl536526@albany.edu

105-10. Alternative Performance Frameworks: Directions for Research and Practice

Frameworks for conceptualizing and measuring performance in organizations are identified and explored. The 3 frameworks, task, role, and values, are described and contrasted. The strategic context is presented as a critical factor in the choice of a performance framework. Directions for research are offered.

Robert L. Cardy, Arizona State University

Aimee D. Ellis, Arizona State University

Submitted by Aimee D. Ellis, aimee.ellis@asu.edu

105-11. The Role of Social Discomfort in Understanding Performance Appraisal Anxiety

Because anxiety experienced by raters during performance appraisal is associated with inflated performance ratings, this study examines factors that contribute to appraisal anxiety. The results supported our central hypothesis that high social discomfort magnifies the effect of anticipated feedback rejection on the anxiety raters experience when they appraise work performance.

Kristophor G. Canali, University of Connecticut

W. Robert Lewis, University of Connecticut

Jonathan Ferris, University of Connecticut

Janet L. Barnes-Farrell, University of Connecticut

Submitted by Kristophor G. Canali, kristophor.canali@uconn.edu

105-12. Effect of Motivational Fit on Satisfaction With Organizational Citizenship Behaviors

This study investigated the satisfaction based on 2 organizational citizenship behaviors (OCB): compliance and voice. Type of goals (approach vs. avoidance) predicted satisfaction with OCB. Individual differences in approach/avoidance temperaments (Behavioral Inhibitory Scale/Behavioral Activation Scale) predicted affect and satisfaction when doing OCB. We discuss theoretical and practical implications. 

Guihyun Park, Michigan State University

Linn VanDyne, Michigan State University

Submitted by Guihyun Park, parkguih@msu.edu

105-13. Knowledge and Skills in the Prediction of Organizational Helping

This study tested the incremental validity of knowledge and skills in the prediction of the helping dimension of citizenship beyond previously identified predictors. Findings demonstrate the importance of knowledge and skills beyond traits, motives, and attitudes in the prediction of helping. Implications for future research and practice are discussed.

Nicole M. Dudley, Shaker Consulting Group

Submitted by Nicole M. Dudley, nikki.dudley@shakercg.com

105-14. Defining Productivity as the Product of Efficiency and Effectiveness

The purpose of this paper is to define in objective, measurable terms individual employee productivity. The authors contrast an additive and a multiplicative model with varying levels of efficiency and effectiveness to determine the best way to quantify individual productivity and conclude that the multiplicative model is superior.

Saurabh S. Deshpande, Texas A&M University

Stephanie C.. Payne, Texas A&M University

Submitted by Saurabh S. Deshpande, saurabhd@tamu.edu

105-15. OCB Redeemed: A Qualitative Study of Discretionary Contributions at Work

We use qualitative research methods (grounded theory) to reexamine the discretionary nature of organizational citizenship behavior and the factors influencing employee decisions about withholding and making citizenship contributions. We show that OCB can be discretionary in nature and highlight the practical and research implications that follow.

Sankalp Chaturvedi, National University of Singapore

Daniel J. McAllister, National University of Singapore

Submitted by Sankalp Chaturvedi, sankalp@nus.edu.sg

105-16. Adaptability: A Distinct Dimension of Leader Performance? 

Adaptability has received recent attention as an important factor of employees job performance. We investigated whether adaptability is distinct from task and contextual performance and contributes uniquely to overall performance. Our results demonstrated that adaptability was closely related to some leadership behaviors but was an important dimension of leader performance.

Jennifer S. Tucker, U.S. Army Research Institute/ Portland State University

Robert J. Pleban, U.S. Army Research Institute

Submitted by Jennifer S. Tucker, Jennifer.S.Tucker@us.army.mil

105-17. Differences in Raters Sensitivity to Constraints on Ratee Performance

This study examines the antecedents and consequences of supervisors consideration of situational influences when making performance ratings. Results found raters who considered situational influences were more likely to give higher ratings. Such raters also tended to be more innovative, sociable, adaptable, and self-controlled.

Jeff A. Weekley, Kenexa

Robert E. Ployhart, University of South Carolina

Submitted by Jeff A. Weekley, jeff.weekley@kenexa.com

105-18. Learning Goal Orientation, Monitoring, and Creativity: Mediating Role of Scouting

Using survey data from 3 sources (157 employees and their coworkers and supervisors), researchers found that creativity had a direct relationship with supervisor close monitoring (negative) and learning goal orientation (positive). The effects of supervisor close monitoring and learning goal orientation on creativity were completely mediated by scouting behavior. 

Abhishek Srivastava, West Virginia University

Seokhwa Yun, Montclair State University

Mark Allyn, Montclair State University

Submitted by Abhishek Srivastava, abhishek.srivastava@mail.wvu.edu

105-19. Relative Importance of Antecedents to Voluntary Workplace Behaviors

A model of voluntary behaviors is tested using dominance analysis. Environmental and individual characteristics that have been previously supported as antecedents to both OCB and CWB were analyzed to determine the relative importance of these variables. Hypotheses were contrary to previously published multiple regressions, but clear patterns can be discerned. 

Kimberly E. OBrien, University of South Florida

Tammy D. Allen, University of South Florida

Submitted by Kimberly E. OBrien, ko9152@hotmail.com

105-20. Perceived Requirement as a Mediator of PersonalityContextual Performance Relationships

We examined whether the extent to which employees perceive contextual performance as required influences their engagement in these behaviors and whether differences in perceived requirement affect the relationship between personality and contextual performance. Results suggest that perceived requirement predicts contextual performance and mediates the effects of personality on contextual performance. 

Irini Kokkinou, Purdue University

Reeshad S. Dalal, Purdue University

Submitted by Reeshad S. Dalal, rsdalal@psych.purdue.edu

105-21. Limits on Leadership and Job Design: Importance of Error Criticality

Motivational work design and leadership are generally thought of as positive aspects of a job. We propose that there are cases in which generally motivating features of work are less appealing. Results show that error criticality attenuates the positive effects of self-determination supportive leadership and motivational work design.

David T. Wagner, Michigan State University

Frederick P. Morgeson, Michigan State University

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

105-22. The Establishment of Visual Requirements for White-Collar Jobs

Job analyses of white-collar positions rarely examine physical or sensory abilities (Guion, 1998). However, some white-collar jobs have valid physical and/or sensory requirements. This study describes how visual standards were established for white-collar positions in 5 occupational groups at a large federal agency.

Thomas A. Stetz, National Geospatial-Intelligence Agency

Scott B. Button, C2 Technologies, Inc. 

Deborah Gebhardt, Human Performance Systems, Inc.

Brian K. Griepentrog, George Mason University/Fors Mars Group

W. Benjamin Porr, C2 Technologies, Inc

Submitted by Scott B. Button, sbutton@c2ti.com

105-23. Control and Anticipation of Social Interruptions: Reduced Stress, Improved Performance

Little research has investigated the impact of social interruptions on individuals. In a laboratory study, participants engaged in a computer task were exposed to social interruptions. Participants who could control whether interruptions occurred experienced reduced stress levels. Participants who were able to anticipate the interruptions had better performance levels. 

Drew Carton, Duke University

John R. Aiello, Rutgers University

Submitted by John R. Aiello, jraiello@rci.rutgers.edu

105-24. Updating Work Roles Using Criticality and the Jaccard Similarity Coefficient

In some organizations, dynamic work roles are taking the place of traditional job descriptions. Previous work has failed to take into account certain job analytic data in creating the competencies in these work roles. The current study takes these aspects into account by utilizing a statistical correction formula. 

W. Benjamin Porr, C2 Technologies, Inc.

Dustin W. Scott, C2 Technologies, Inc.

Thomas A. Stetz, National Geospatial-Intelligence Agency

Julie A. Cincotta, C2 Technologies, Inc.

Scott B. Button, C2 Technologies, Inc.

Submitted by W. Benjamin Porr, WPorr@gmu.edu

105-25. Execution Behaviors as Predictors of Performance for Leaders in Transition

We proposed and tested a 3-prong model of execution behavior as a predictor of leaders performance during a role transition. Data were collected from 1,443 ratings of 109 leaders. Execution behavior at Time 1 was significantly related to transition performance at Time 2. We discuss implications from a scientistpractitioner standpoint.

Steven M. Rumery, Leadership Research Institute

Cathleen A. Swody, University of Connecticut

W. Robert Lewis, University of Connecticut

Curtis Walker, University of Connecticut

Stephen M. Lambert, Pfizer, Inc.

Submitted by Cathleen A. Swody, cathleen.swody@uconn.edu

105-26. In College Basketball, Performance Consistency Is Measurable and It Matters

Within-person variability in performance is generally considered measurement error, but recent personality research has found stable individual differences in variability. Using an archival data set (NCAA Division I mens basketball statistics), we find (a) reliable individual differences in performance consistency and (b) consistency incrementally predicts team success above individual performance.

Alyssa Mitchell Gibbons, University of Illinois at Urbana-Champaign

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

Submitted by Alyssa Mitchell Gibbons, amitchll@uiuc.edu

105-27. Momentary Versus Retrospective Reports of Mood, Behavior, and Performance

The congruence between momentary and retrospective reports of mood, OCBs, CWBs, task, and overall performance were examined. Correlations indicated fairly good recall; however, the congruence decreased when within-person variance increased. In addition, the proportion of variance in retrospective reports predicted by between-person variables increased when within-person variance decreased. Implications are discussed.

Holly Lam, Purdue University

Reeshad S. Dalal, Purdue University

Howard M. Weiss, Purdue University

Eric R. Welch, Purdue University

Submitted by Reeshad S. Dalal, rsdalal@psych.purdue.edu

105-28. Regulatory Failure in High Fidelity Simulations

This study extends previous literature on self-regulation by employing a high fidelity customer-service simulation as a resource-depleting manipulation (Study 1) and by using performance on a naval combat simulator as a dependent measure (Study 2), following classic ego depletion processes. Results confirm the tangible resource utilized for self-regulation in these situations.

Christopher R. Warren, Tulane University

Michael J. Zyphur, Tulane University

Ronald S. Landis, Tulane University

Carl J. Thoresen, Cornerstone Management Resource Systems, Inc.

Submitted by Christopher R. Warren, christopherrwarren@hotmail.com

105-29. Rater Personality and Ability in the Performance Appraisal Process

Raters vary in the relative weights they assign to task, citizenship (OCB), and counterproductive behavior (CWB) when they rate overall performance. This study investigated whether rater personality and general mental ability (GMA) explain these differences. Results indicate that agreeable raters emphasize OCB and raters high in GMA emphasize task performance.

Maria Rotundo, University of Toronto

Jia Lin Xie, University of Toronto

Submitted by Maria Rotundo, rotundo@rotman.utoronto.ca

105-30. Ability, Personality, Performance Over Time: A Censored Latent Growth Model

This study examined relations among cognitive ability, personality, and performance over time. Theoretical underpinnings were rooted in literature on dynamic performance; a censored latent growth model (LGM) procedure was used. Results show cognitive ability is a better predictor of initial performance, and personality is a better predictor of performance change.

Michael J. Zyphur, Tulane University

Ronald S. Landis, Tulane University

Jill C. Bradley, Tulane University

Carl J. Thoresen, Cornerstone Management Resource Systems, Inc.

Submitted by Michael J. Zyphur, zyphurmj@yahoo.com

106. Conversation Hour: Friday, 5:005:50 State Room 1 (3rd floor-CC)

Leaving HR: I-O Psychologists Working in Business

I-O psychologists employed by large corporations dont have to limit themselves to HR careers and should consider expanding their experience by working in business functions such as marketing, marketing intelligence, and internal auditing. Well discuss our jobs, the transition, and provide advice for those interested in a nontraditional work experience.

Irene A. Sasaki, Dow Chemical Company, Host

Matthew S. Montei, S. C. Johnson, Co-Host

Allan Fromen, IBM, Co-Host

Submitted by Irene A. Sasaki, isasaki@dow.com

107. Symposium: Friday, 5:005:50 State Room 2 (3rd floor-CC)

Deceptively Simple: Applicant Faking Behavior and Prediction of Job Performance

The effect of faking on hiring decisions has long been a concern of practitioners. Research has investigated the effect of faking on the criterion validity of personality measures; however, these studies resulted in a wide range of conclusions. The current symposium will discuss whether applicant faking behavior attenuates criterion validity.

Richard L. Griffith, Florida Institute of Technology, Chair

Yukiko Yoshita, Florida Institute of Technology, Co-Chair

Len White, U.S. Army Research Institute, Arwen Elizabeth Hunter, George Washington University, Social Desirability Effects on the Predictive Validity of Personality Constructs

Matthew Nordlund, University of Akron, Andrea F. Snell, University of Akron, Improving Criterion-Related Validities With Instructions to Applicants: A Good Idea That Actually Worked

Matthew S. OConnell, Select International, Inc., Mei-Chuan Kung, Select International, Inc., Esteban Tristan, Wright State University, Beyond Impression Management: Evaluating Three Measures of Response Distortion and Their Relationship to Job Performance

Richard L. Griffith, Florida Institute of Technology, Yukiko Yoshita, Florida Institute of Technology, Mitchell H. Peterson, Florida Institute of Technology, Tina Malm, Florida Institute of Technology, Addressing Elusive Questions: Investigating the FakingPerformance Relationship

Nicholas L. Vasilopoulos, George Washington University, Discussant

Submitted by Richard L. Griffith, griffith@fit.edu

108. Roundtable: Friday, 5:005:50 State Room 4 (3rd floor-CC)

Positive Organizational Scholarship: The Past, The Future, and SIOP Opportunities

The area of positive organizational scholarship (POS) has been gaining strength in both psychological and business realms of interest. It crosses disciplines and focuses research and practitioner content to the aspects of human life that are affirming, virtuous, and positive. Where does it come from and where should it go?

Jeanne K. J. Enders, Portland State University, Host

Submitted by Jeanne K. J. Enders, endersj@pdx.edu

109. Conversation Hour: Friday, 5:005:50 Lone Star C1 (2nd floor-CC)

Graduate Student Seeking Applied Position: Strategies for Success

Attaining applied experience in I-O psychology often proves a daunting challenge for graduate students. Four I-O professionals holding consulting positions share strategies for finding, securing, and succeeding in applied internships and first jobs. Emphasis is placed on leveraging the SIOP Placement Center, JobNet, salary survey, and networking.

Holly S. Payne, PreVisor, Inc., Host

Craig R. Dawson, PreVisor, Inc., Co-Host

Ryan Shaemus OLeary, PDRI, Co-Host

Michael S. Fetzer, PreVisor, Inc., Co-Host

R. Jason Weiss, Development Dimensions International, Presenter

Submitted by Holly S. Payne, hpayne@qwiz.com

110. Special Event: Friday, 5:005:50 Austin 3 (2nd floor-H)

International Members Reception

Sharon Arad, IBM, Host

111. Symposium: Friday, 5:005:50 Majestic 1 (37th floor-H)

Noncognitive Predictors of School Success

Universities have continually sought more equitable, yet valid, predictors of student success beyond achievement tests. In this symposium, research on noncognitive predictors of school success (e.g., personality, learning approaches, and tacit knowledge) will be presented as alternatives or supplements to achievement tests as predictors of school success and student retention.

Craig D. Haas, Hogan Assessment Systems, Chair

James H. Martin, University of Missouri-Rolla, Robert L. Montgomery, University of Missouri-Rolla, Longitudinal Analysis of Personality-Academic Performance Relationships

Adrian Furnham, London University, Personality and Approaches to Learning Predict Preference for Different Teaching Methods

Wayne R. Edwards, Bank of America, Augmenting the Selection Process for Psychology Graduate Students: Validity Evidence for a Test of Tacit Knowledge and Practical Considerations

Submitted by Craig D. Haas, craighaas@yahoo.com

112. Practice Forum: Friday, 5:005:50 Dallas A1 (1st floor-CC)

Employee Engagement: Does it Make a Difference in Business Performance?

Many organizations are investing a considerable amount of time and money in employee engagement programs. How-ever, there is little research showing that engagement makes a difference to the business. This practice forum includes 3 studies evaluating the relationship between engagement and performance at 3 levels: employee, team, and store.

Carla K. Shull, Coors Brewing Company, Chair

Sean McDade, PeopleMetrics, Inc., The Nonlinear Relationship Between Employee Engagement and Financial Performance: A Case Study

Carla K. Shull, Coors Brewing Company, The Relationship Between Employee Engagement and Sales Team Performance at Molson Coors Brewing Company

Paul R. Bernthal, Development Dimensions International, Tom Labadie, CompUSA, Employee Engagement as a Predictor of Store Turnover and Financial Performance at CompUSA

Submitted by Carla K. Shull, carla.shull@coors.com

113. Panel Discussion: Friday, 5:005:50 Dallas A3 (1st floor-CC)

Implications for Personality Testing: 7th Circuits Decision: Karraker vs. RAC

With the 7th Circuits decision in Karraker vs. Rent-A-Center, companies using personality assessments for hiring and promotion may question the use of personality assessments in general and if they are using them in accordance to EEOC guidelines. Discussion will focus dialogue between personality testing experts, practitioners, and session participants.

Julianna M. Otremba, ePredix, Inc., Chair

James C. Sharf, Employment Risk Advisors, Inc., Panelist

Craig J. Russell, University of Oklahoma, Panelist

Ken Lahti, ePredix, Panelist

Jeffrey D. Facteau, PreVisor, Inc., Panelist

Submitted by Julianna M. Otremba, julianna.otremba@epredix.com

114. Evening Reception: Friday, 6:008:00 Lone Star Preconvene (2nd floor-CC)

Top PostersEvening Reception

114-1. The Role of Employee Attributions of HR Practices in SHRM

S. Rains Wallace Dissertation Research Award

To address the dearth of research on the link between employee experiences of HR practices and unit/organizational effectiveness, I introduce the construct of HR attributions and show that the attributions employees make about why management adopts the HR practices that it does influences their attitudes, behaviors, and ultimately, unit effectiveness. 

Lisa H. Nishii, Cornell University

114-2. A Comment on Employee Surveys: Examining Open-Ended Responses

Technological advances are changing the role of open-ended comments in organizational survey initiatives. Meanwhile, little is known about the characteristics of these comments, the attitudes of those providing them, and the relationship between quantitative and qualitative responses. This study uses data from an employee survey (N = 661) to examine these issues.

Reanna M. Poncheri, North Carolina State University/ Surface, Ward & Associates

Jennifer T. Lindberg, North Carolina State University

Lori Foster Thompson, North Carolina State University

Eric A. Surface, Surface, Ward & Associates

Submitted by Reanna M. Poncheri, rmponche@ncsu.edu

114-3. Expanding the Criterion Domain? A Meta-Analysis of the OCB Literature

We meta-analytically examine the relations among 5 dimensions of OCB, task performance and several work-related attitudes. Results of meta-analytic structural modeling indicate that OCB is (a) best viewed as a unidimensional construct, (b) empirically distinct from task performance, and (c) more strongly related to attitudes than is task performance.

Brian J. Hoffman, University of Tennessee-Knoxville

Carrie A. Blair, University of Tennessee-Knoxville

John P. Meriac, University of Tennessee

David J. Woehr, University of Tennessee

Submitted by Brian J. Hoffman, bhoffma2@utk.edu

114-4. Investment in Workforce Health: Implications for Workforce Safety and Commitment

The current study examined the effects of organizational-level health investment for safety climate, health climate, coworker support for health and individual level workplace commitment and risk-taking behavior. Organizational-level effects were found for safety climate and coworker support. Individual-level effects were found for safety and health climate and support.

Kathryn Mearns, University of Aberdeen

Lorraine Hope, University of Portsmouth

Michael T. Ford, George Mason University

Lois E. Tetrick, George Mason University

Submitted by Lois E. Tetrick, ltetrick@gmu.edu

114-5. A Closer Look at CWB: Emotions, Targets, and Outcomes

John C. Flanagan Award for Outstanding Student Contribution to the SIOP Conference

Using a qualitative research design, we investigated the nature of CWB from the actors perspective. Findings highlight the need for further research into emotions leading to CWB, positive outcomes of CWB, and intentions and motives behind the performance of CWB using a wider range of behaviors than typically studied.

Meagan M. Tunstall, University of Houston

Lisa M. Penney, University of Houston

Emily M. Hunter, University of Houston

Evan L. Weinberger, University of Houston

Submitted by Meagan M Tunstall, mmt00b@cs.com

114-6. Advancing Measurement of WorkFamily Boundary Management Practices

Using 2 independent samples of working adults, we report on the refinement of 4 workfamily boundary flexibility measures and the development of 2 interdomain transitions measures. Initial results support the argument that domain boundaries and interdomain transitions are both theoretically and empirically relevant to the assessment of the workfamily interface.

Russell A. Matthews, University of Connecticut

Janet L. Barnes-Farrell, University of Connecticut

Submitted by Russell A. Matthews, Russell.Matthews@uconn.edu

114-7. Gene-Environmental Effects on Leadership Emergence: Examining Interactions

Previous research found genetic influence on leadership emergence. We extend these findings by examining the environmental moderators. Results indicated negative moderating effects: Individuals opportunities to participate in extracurricular activities and parental support during high school can significantly reduce the strength of the genetic influence on leadership emergence at work.

Zhen Zhang, University of Minnesota

Remus Ilies, Michigan State University

Richard D. Arvey, University of Minnesota

Submitted by Zhen Zhang, zzhang@csom.umn.edu

114-8. Middle Response Category Functioning in Graphic Rating Scale Applications

This study examined whether the middle response option in graphic rating scales indicates a moderate standing on a trait/item or rather a dumping ground for unsure or nonapplicable responses. Results indicate that although respondents sometimes use it as an N/A proxy, this misuse may not adversely affect reliability and validity.

John Kulas, Saint Cloud State University

Alicia Stachowski, George Mason University

Brad A. Haynes, Meyecon.com

Submitted by John Kulas, jtkulas@stcloudstate.edu

114-9. Preliminary Validation of an Emotional Intelligence Measure for Employee Development

This study describes the development and initial validation of a 24-item measure of emotional intelligence that overcomes the conceptual and practical limitations of other measures based upon Mayer and Saloveys (1997) model. Data from 474 participants across 3 studies demonstrated the measures psychometric properties and utility for employee development applications.

Kevin Groves, California State University

Mary Pat McEnrue, California State University-Los Angeles

Winny Shen, PepsiCo FritoLay Leadership Center/California State University-Los Angeles 

Submitted by Winny Shen, winnyshen@gmail.com

114-10. Expanding Predictor/Criterion Space in Public Sector to Reduce Adverse Impact

The current study attempts to maximize criterion validity while minimizing adverse impact by expanding the predictor and criterion space in a public sector environment. Logistic regression results were encouraging, with an alternative composite having greater criterion validity than a cognitive-based composite, while having no practical significant subgroup mean differences.

Juan Benavidez, Oklahoma Office of Personnel Management

Gregory G. Manley, University of Texas-San Antonio

Tommie Mobbs, Presidio Sciences

Mary Shane Connelly, University of Oklahoma

Submitted by Gregory G. Manley, gmanley@utsa.edu

114-11. A Mediation Model of Goal Congruence, Service Climate, and Outcomes

Using a sample of 36 bank branches, we supported a fully mediated model in which branch employees agreement on the prioritization of branch goals predicted their perceptions of the branchs service climate, which in turn predicted branch customers ratings of service quality and branch revenue in terms of loan sales.

Lawrence A. Witt, University of New Orleans

Karen Holcombe Ehrhart, San Diego State University

Benjamin Schneider, Valtera

Submitted by Karen Holcombe Ehrhart, kehrhart@sunstroke.sdsu.edu

114-12. Whos Procedurally Just? The Role of Managers Implicit Personal Theory

Strong employee reactions to procedural injustice have inspired interventions aimed at increasing managers procedural justice. In the present study, managers holding the incremental implicit theory (i.e., belief that people tend to change) predicted employee perceptions of procedural justice and subsequent organizational citizenship behavior, as mediated by employees organizational commitment.

Peter A. Heslin, Southern Methodist University

Don VandeWalle, Southern Methodist University

Submitted by Peter A. Heslin, heslin@cox.smu.edu

114-13. Job Insecurity and Accident Underreporting

Data from 359 employees located in 4 organizations suggest that perceptions of job insecurity may serve to inhibit the reporting of accidents to supervisors. Analyses indicate that when job security is high, there is little difference be-tween reported and unreported accidents. However, as job security decreases, employees underreport more accidents.

Tahira M. Probst, Washington State University-Vancouver

Submitted by Tahira M. Probst, probst@vancouver.wsu.edu

114-14. Accountability Influences Decoy Effects on Group-Based Selection Decisions

The decoy effect occurs when preferences between 2 alternatives reverse as a result of the manipulation of an inferior 3rd alternative. This research showed that when decisions were made by groups, the decoy effect held only when decision makers knew they would have to justify their decision processes. 

Jerel E. Slaughter, University of Arizona

Jessica Bagger, University of Arizona

Andrew Li, University of Arizona

Submitted by Jerel E. Slaughter, jslaught@eller.arizona.edu

114-15. Concept Redundancy Among Forms and Bases of Commitment

This study examines concept redundancy among forms (affective, normative, continuance) and bases (compliance, identification, internalization) of commitment. Confirmatory factor analyses supported a 4-factor model combining affective commitment, normative commitment, and identification. This model fit the data well, and a 6-factor model fit no better and contained extremely high correlations. 

Thomas E. Becker, University of Delaware

Submitted by Thomas E. Becker, beckert@lerner.udel.edu

114-16. An Evaluation of the Cross-Cultural Generalizability of Organizational Commitment

This study evaluated similarities and differences across national boundaries in the measurement of organizational commitment, its mean levels, and its relationships with job satisfaction. Aside from measurement nonequivalence arising from item wording complexities, universality was observed in the measurement of commitment, mean levels of commitment, and in relationships with satisfaction. 

Keith Hattrup, San Diego State University

Karsten Mueller, University of Mannheim

Pancho Aguirre, San Diego State University

Submitted by Keith Hattrup, khattrup@psychology.sdsu.ed  


Program Table of Contents