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)
Faking
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)
Interviews
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
(d = .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)
Justice
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
Components
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)
Creativity
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