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Sunday AM


Coffee Break  Sunday, 7:308:00    Multiple Locations

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Special Sunday morning programming has been selected on the topic of Crossing Disciplinary Boundaries. These eight themed sessions are marked with the following symbol: 

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250. Special Event: Sunday, 8:009:50 Houston C (3rd floor-CC)


Crossing Disciplinary Boundaries: Insights for I-O Psychology Practice, Research, Teaching


Three distinguished scholars from outside the field of I-O psychology (engineering, educational psychology, and law) will discuss how their disciplines approach various research topics (safety, testing, worklife) studied by I-O psychologists. There will be an emphasis on how divergent fields can benefit from cross-disciplinary methods, theories, and perspectives.

 

Wendy R. Boswell, Texas A&M University, Chair

 

Sam Mannan, Texas A&M University, Measuring and Improving Safety Climate in the Chemical Process Industry

 

Ric Luecht, UNC-Greensboro, Engineering the Test: Principled Item Design to Automated Test Assembly

 

Joan C. Williams, UC Hastings College of Law, The Maternal Wall: Workplace Bias Triggered by Family Care-Giving Responsibilities

 

Richard J. Klimoski, George Mason University, Discussant

 


251. Education Forum: Sunday, 8:009:50 Austin 1 (2nd floor-H)


Teaching Practice and Practicing Science: I-O Psychology Beyond the Classroom

Growing interest in applied aspects of I-O psychology has made teaching applied skills to graduate students vital. This diverse panel will discuss a range of existing programs and techniques utilized to teach masters and doctoral students applied skills, the competencies and skills taught, and what organizations seek in graduating students.


Eyal Grauer, ePredix, Inc./ Bowling Green State University, Presenter


John D. Arnold, Polaris Assessment Systems, Presenter


Marcus W. Dickson, Wayne State University, Presenter


Rick R. Jacobs, Pennsylvania State University, Presenter


Daniel Sachau, Minnesota State University-Mankato, Presenter


Suzanne Tsacoumis, HumRRO, Presenter


John D. Arnold, Polaris Assessment Systems, Presenter


Submitted by Eyal Grauer, eyal@bgnet.bgsu.edu

 

 

252. Practice Forum: Sunday, 8:009:50 Austin 3 (2nd floor-H)


Globalization Impact on I-O Psychologists

Presenters share their perspective and advice regarding I-O psychology practices in an increasing global environment. These include specific areas in terms of knowledge and skills that need to be developed in practitioners, the adaptation of I-O practices, and the avenues to expand I-Os role in helping businesses expand globally.


Michelle L. Biro, Whirlpool Corporation, Chair


Michael M. Harris, University of Missouri-St. Louis, Going Global: Some Critical Issues for I-O Psychologists in the 21st Century 


Monica A. Hemingway, Valtera, Applying the Bread and Butter of I-O Practices in a Global Setting


Beverly A. Dugan, HumRRO, Shaobang Sun, HumRRO, Applying I-O Psychology in China


Jennifer W. Martineau, Center for Creative Leadership, Globalization: Impact on Leadership Development


Michelle L. Biro, Whirlpool Corporation, Applying I-O to the Expansion of a Corporations Global Operating Platform


Submitted by Michelle L. Biro, michelle_l_biro@whirlpool.com

 


253. Symposium: Sunday, 8:009:50 Majestic 1 (37th floor-H)


Linkage Research in Customer Service: Connecting Levels, Stakeholders, and Disciplines

Although we are in a service economy, we still have disjointed knowledge about how to improve customer service. The studies in this symposium integrates I-O psychology, management and marketing research, link information from multiple sources, and present a comprehensive examination of how organizational internal functioning transforms into external customer outcomes.


Hui Liao, Rutgers University, Chair


Hui Liao, Rutgers University, Aichia Chuang, National Taiwan University, Serving Customers and Building Customer Relationships: A Multilevel Multisource Examination of the Role of Leadership


John P. Hausknecht, Cornell University, Charlie O. Trevor, University of Wisconsin-Madison, Michael J. Howard, Harrahs Entertainment, Ginger Whelan, Harrahs Entertainment, Inc., Unit-Level Antecedents of Customers Perceptions of Service Quality


Benjamin Schneider, Valtera, William H. Macey, Valtera, Scott A. Young, Valtera, Wayne C. Lee, Valtera, Service Climate and Service Engagement as Correlates of the American Customer Satisfaction Index


Joerg Dietz, University of Western Ontario, S. Douglas Pugh, University of North Carolina-Charlotte, Jack W. Wiley, Gantz Wiley Research, Scott M. Brooks, Gantz Wiley Research, Managers and Their Employees as Forecasters of Customer Satisfaction: Who Does Better?


Karen Holcombe Ehrhart, San Diego State University, Lawrence A. Witt, University of New Orleans, Benjamin Schneider, Valtera, Managing Networked Organizations: The Role of Internal Service


Submitted by Hui Liao, huiliao@smlr.rutgers.edu

 

 

254. Symposium: Sunday, 8:009:50 Majestic 4-5 (37th floor-H)


Recovery From Job Stress During Off-Job Time


This symposium includes 4 empirical papers on recovery from job stress. The papers demonstrate that recovery episodes and particular recovery experiences such as positive social interactions, uplifts, and psychological detachment from work are beneficial for recovery as expressed in indicators of well-being, work behavior, and reduced crossover of strain between spouses.


Sabine Sonnentag, University of KonstanzGermany, Chair


Charlotte Fritz, Bowling Green State University, Co-Chair


Adam B. Butler, University of Northern Iowa, Joseph G. Grzywacz, Wake Forest School of Medicine, Brenda L. Bass, University of Northern Iowa, Quality of Daily Family Interactions and WorkFamily Facilitation


Charlotte Fritz, Bowling Green State University, Sabine Sonnentag, University of KonstanzGermany, Paul E. Spector, University of South Florida, Jennifer McInroe, Bowling Green State University, Relationships Between Weekend Experiences and Performance-Related Behaviors


Dalia Etzion, Tel Aviv University, Mina Westman, Tel Aviv University, The Impact of Vacation on the WorkFamily Interface


Sabine Sonnentag, University of KonstanzGermany, Charlotte Fritz, Bowling Green State University, Recovery Experiences as Predictors of Well-Being


Howard M. Weiss, Purdue University, Discussant


Submitted by Sabine Sonnentag,  sabine.sonnentag@uni-konstanz.de

 


255. Symposium: Sunday, 8:009:50 Majestic 7 (37th floor-H)


Social Identity Theory: Implications for I-O Psychology


Social identity theory has proven to be a very useful framework for understanding and explaining behavior in both social psychological and organizational research. This symposium presents the results of 4 new empirical studies that highlight the value of social identity perspectives for I-O psychology.


Michael Johnson, Michigan State University, Chair


Daan van Knippenberg, Erasmus University Rotterdam, Co-Chair


Brian Griepentrog, Fors Marsh Group, Richard J. Klimoski, George Mason University, Sean Marsh, Fors Marsh Group, Is It Right for Me: The Function and Consequence of Organizational Identification in Maintaining Applicant Status


Steven L. Blader, New York University, Identity Matters: The Relationship Between Employee Social Identity and Work Performance


Rudolf Kerschreiter, Ludwig-Maximilians-University Munich, Dieter Frey, Ludwig-Maximilians-University Munich, Rolf Van Dick, Aston University, Daan van Knippenberg, Erasmus University-Rotterdam, Susana Tavares, ISCTE, Interactive Effects of Personal Identification With Supervisor and Perceived Supervisor Support on Employee Performance


Michael Johnson, Michigan State University, Frederick P. Morgeson, Michigan State University, Remus Ilies, Michigan State University, Identifying With the Workgroup: Implications for Task and Contextual Performance


Fred A. Mael, American Institutes for Research, Discussant


Submitted by Michael Johnson, johnson@bus.msu.edu

 


256. Panel Discussion: Sunday, 8:009:50 Majestic 3 (37th floor-H)


The Future of Personnel Selection: Evolution of Science and Practice


This session explores 3 forces driving changes in organizationsglobalization, demographic trends, and technologyand considers their current and potential future impact on personnel selection. Five experts representing various perspectives will discuss how these trends influence assessment programs, challenges they create, and the impact of new developments on assessment practices.


Jay Janovics, ePredix, Chair


Holly S. Payne, PreVisor, Co-Chair


Craig J. Russell, University of Oklahoma, Panelist


Rex C. Backes, Bank of America, Panelist


R. Jason Weiss, DDI, Panelist


Melanie Blunt, University of Missouri-St. Louis, Panelist


Ken Lahti, ePredix, Panelist


Submitted by Jay Janovics, jay.janovics@epredix.com

 


257. Practice Forum: Sunday, 8:309:50 Austin 2 (2nd floor-H)


Empirical Investigations of Unproctored Personality Measures Used for Employee Selection


Four empirical studies, most using actual applicant data, examined issues related to administering personality measures to candidates in an unproctored, unsupervised setting (e.g., allowing candidates to complete measures off-site or at home). Issues related to validity, applicant faking, and level of supervision are discussed.


Steven T. Hunt, Unicru, Inc., Chair


Scott A. Davies, Hogan Assessments Systems, Patrick L. Wadlington, Hogan Assessment Systems, Factor & Parameter Invariance of a Five Factor Personality Test Across Proctored/Unproctored Computerized Administration


Anne Thissen-Roe, Unicru, Inc., David J. Scarborough, Unicru, Inc., Bjorn Chambless, Unicru, Inc., Inadvertent Honesty: Occurrence and Meaning of Applicant Faking in Unproctored Personality Tests


John A. Weiner, Psychological Services, Inc., William W. Ruch, Psychological Services, Inc., Effects of Cheating in Unproctored Internet-Based Testing: A Monte Carlo Investigation


Ilke Inceoglu, SHL Group, Dave Bartram, SHL Group, Is Unproctored Online Personality Assessment Valid?


Eric D. Heggestad, University of North Carolina-Charlotte, Discussant


Submitted by Steven T. Hunt, shunt@unicru.com

 


258. Sunday Seminar: Sunday, 9:0011:50 State Room 1 (3rd floor-CC)


Sunday Seminar: Interdisciplinary Research

 

SUNDAY SEMINARS REQUIRE ADVANCE REGISTRATION AS WELL AS AN ADDITIONAL FEE! (3 hrs. CE credit earned)


Jennifer D. Kaufman, Dell Inc, Coordinator


Jeanette N. Cleveland, Pennsylvania State University, Presenter


Kevin R. Murphy, Pennsylvania State University, Presenter

 

 

259. Sunday Seminar: Sunday, 9:0011:50 State Room 2 (3rd floor-CC)


Sunday Seminar: Strategies for Enhancing the Collection of Intenet-Based Data

 

SUNDAY SEMINARS REQUIRE ADVANCE REGISTRATION AS WELL AS AN ADDITIONAL FEE! (3 hrs. CE credit earned)


Charles A. Handler, rocket-hire.com, Coordinator


Robert C. Satterwhite, Applied Psychological Techniques, Presenter


John C. Scott, Applied Psychological Techniques, Presenter

 


260. Sunday Seminar: Sunday, 9:0011:50 State Room 3 (3rd floor-CC)


Sunday Seminar: Cutting-Edge Topics in Team Research

 

SUNDAY SEMINARS REQUIRE ADVANCE REGISTRATION AS WELL AS AN ADDITIONAL FEE! (3 hrs. CE credit earned)


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


John E. Mathieu, University of Connecticut, Presenter


Steve W. J. Kozlowski, Michigan State University, Presenter

 


261. Sunday Seminar: Sunday, 9:0011:50 State Room 4 (3rd floor-CC)


Sunday Seminar: Counterproductive Work Behavior: A ScientistPractitioner Workshops

 

SUNDAY SEMINARS REQUIRE ADVANCE REGISTRATION AS WELL AS AN ADDITIONAL FEE! (3 hrs. CE credit earned)


Melissa L. Gruys, Washington State University Vancouver, Coordinator


Jerald Greenberg, The Ohio State University, Presenter

 


262. Interactive Posters: Sunday, 9:009:50 Majestic 8 (37th floor-H)


LeaderMember Exchange


Cecily D. Cooper, University of Miami, Facilitator

 


262-1. LeaderMember Exchange: Analyzing Levels, Gender Match, LMX Tenure, and Support


We examined the antecedents and impact of leadermember exchange (LMX) in the Malaysian context. Gender match influenced LMX-Affect, which in turn led to organizational support (POS). Supervisory support affected both dimensionscontribution and affectof LMX and POS. LMX tenure did not influence LMX-Affect, and LMX-contribution did not influence POS.


Kanika T. Bhal, Indian Institute of Technology Delhi


Mahfooz A. Ansari, University Science Malaysia


Rehana Aafaqi, University Science Malaysia


Submitted by Mahfooz A. Ansari, mahfooz@usm.my

 


262-2. Gender Dyad Composition Moderated LMX and Subordinates Organizational Attitudes Relationship


Participants were members of 120 leadersubordinate dyads. A significant interaction effect was found for mixed gender dyads on the relationship between subordinates perceptions of LMX and their satisfaction. Female subordinates who reported moderate LMX were significantly less satisfied with their male leaders than their male counterparts were. 


Roya Ayman, Illinois Institute of Technology


Melissa Rinchiuso, Illinois Institute of Technology


Karen Korabik, University of Guelph


Submitted by Roya Ayman, ayman@iit.edu

 


262-3. Putting the Exchange Back in LMX: Valued Outcomes and Resources


LMX research has highlighted benefits that accrue to members in a high-quality relationship with their leader. Less is known about the outcomes for leaders. This paper presents a social exchange based argument to understand outcomes and resources available to a leader based on the reciprocal nature of LMX.


Anjali Chaudhry, University of Illinois at Chicago


Submitted by Anjali Chaudhry, achaud2@uic.edu

 


262-4. LeaderMember Exchange and Citizenship Behaviors: A Meta-Analysis


This article provides a meta-analytic review of the relationship between leadermember exchanges (LMX) and citizenship behaviors. Results based on 50 independent samples (total N = 9,324) indicated a moderately strong, positive relationship between LMX and citizenship behaviors (ρ = .37). LMX predicted individual-targeted behaviors more strongly than organizational-targeted behaviors (ρ =.38 vs. ρ =.31), and the difference was statistically significant.


Jennifer D. Nahrgang, Michigan State University


Remus Ilies, Michigan State University


Frederick P. Morgeson, Michigan State University


Submitted by Jennifer D. Nahrgang, nahrgang@msu.edu

 


263. Poster Session: Sunday, 9:009:50 Lone Star A-B (2nd floor-CC)


Training, Power, Ethics


263-1. Learner Control in a Web-Based Course: Pace Yourself!


In a Web-based course, learners were randomly assigned to receive more or less learner control over the pace of the course and context of examples provided. Greater control over pacing resulted in better learning outcomes, especially for low procrastinators. Implications for the design of e-learning programs are discussed.


Barbara A. Fritzsche, University of Central Florida


Karen E. Mottarella, University of Central Florida


Renee Eileen DeRouin, University of Central Florida


Eduardo Salas, University of Central Florida


Submitted by Barbara A. Fritzsche, bfritzsc@mail.ucf.edu

 


263-2. Political Skill in Organizations


Political skill is a construct that was introduced more than 2 decades ago as a necessary competency enabling effectiveness in organizations. The present paper defines and characterizes political skill and then proposes a conceptualization of how political skill operates to exercise effects on both others and the self in organizations.


Gerald R. Ferris, Florida State University


Robyn L. Brouer, Florida State University


Pamela L. Perrewe, Florida State University


Wayne A. Hochwarter, Florida State University


Ceasar Douglas, Florida State University


Darren C. Treadway, University of Mississippi


Submitted by Robyn L. Brouer, rlb03f@fsu.edu

 


263-3. Effectiveness of Web-Based Instruction Relative to Classroom Instruction: A Meta-Analysis


Meta-analytic techniques were used to examine the effectiveness of Web-based instruction (WBI) relative to classroom instruction (CI) and to examine moderators of training effectiveness. The 2 delivery media are equally effective for teaching declarative knowledge when controlling for the instructional methods. Guidance on designing more effective Web-based courses is provided.


Traci Sitzmann, Advanced Distributed Learning Co-Laboratory


David Stewart, University of Tulsa


Kurt Kraiger, Colorado State University


Robert A. Wisher, Department of Defense


Submitted by Traci Sitzmann, sitzmant@adlnet.org

 


263-4. Measuring Work Ethic: An Application of Polytomous Item Response Theory


We apply polytomous item response theory to develop a short form of the Multidimensional Work Ethic Profile (MWEP; Miller, Woehr, & Hudspeth, 2002). The original MWEP is reduced by approximately 50% while psychometric properties are maintained. Emphasis is placed on providing an illustration of the IRT-based scale development process.

John P. Meriac, University of Tennessee


Taylor Poling, University of Tennessee


David J. Woehr, University of Tennessee


Submitted by John P. Meriac, johnmeriac@yahoo.com

 


263-5. Business Leaders Perception of the Value of Empirical/Statistical Evaluation


Empirical evaluation is a bedrock of I-O psychology, yet few business leaders are familiar with I-O or quantitative techniques. We found a mismatch between the emphasis given empirical evaluation in I-O graduate programs and the value placed on it by business leaders. Implications for I-O training and jobs are discussed.


Benjamin M. Walsh, Center for Social and Behavioral Research


Michael B. Gasser, University of Northern Iowa


Adam B. Butler, University of Northern Iowa


Submitted by Benjamin M. Walsh, bwalsh@uni.edu

 


263-6. Relationships Between Need for Achievement, Impression Management, and Work Strain


The purpose of this paper was to examine need for achievement as a dispositional antecedent to impression management behaviors and how impression management behaviors relate to work strain. The findings showed that need for achievement is an antecedent to 4 impression management behaviors, and intimidation did predict work strain. 


Robyn L. Brouer, Florida State University


Kenneth J. Harris, Indiana University Southeast


Submitted by Robyn L. Brouer, rlb03f@fsu.edu

 


263-7. Effect of Language Ability on Expatriate Adjustment: A Meta-Analysis


A meta-analysis was conducted to examine the effect of language ability on expatriate adjustment and to estimate population parameters. As hypothesized, the results showed positive effects of language ability on expatriate adjustment. The significance of the moderator of work versus nonwork criteria underscores the importance of measurement in expatriation research.


Laura Galarza, University of Puerto Rico


Submitted by Laura Galarza, lagalarza@hotmail.com

 


263-8. Politics, Stress, and Satisfaction: Personal and Situational Buffers


We examined how personal and situational characteristics moderate the effect of politics perceptions on job-related stress, which in turn mediate these interaction effects on satisfaction. Results indicated that (a) psychological hardiness and perceived organizational support moderated the politics-stress relationship, and (b) stress mediated the effects of these interactions on satisfaction.


Christopher C. Rosen, University of Akron

 

Chu-Hsiang Chang, Roosevelt University

 

Russell E. Johnson, University of Akron

 

Submitted by Christopher C. Rosen, ccr3uakron@hotmail.com

 


263-9. Performance Feedback: A Catalyst of High Quality Employee Self Development


The present paper investigates the effect of supervisory performance feedback on employee decisions and behaviors with respect to engagement in high-quality self-development. A conceptual model is presented that explicates the self-regulatory mechanisms underlying the relationship between performance feedback and quality of self-development. Implications are discussed.


Karin A. Orvis, George Mason University


Submitted by Karin A. Orvis, Korvis1@gmu.edu

 


263-10. Ethical Leadership Through Ethical Scandal, Intervention and Post Intervention Periods


This study examines one countys emergence from an ethical scandal to identify leadership lessons that other companies can use to do the same. Preliminary analysis of newspaper articles indicates that the further the agency moved from the ethics scandal, the more ethical leadership characteristics were reported.


Wendy OConnell, Claremont Graduate University


Michelle C. Bligh, Claremont Graduate University


Kathie L. Pelletier, County of San Bernardino


Submitted by Wendy OConnell, Wendy.Oconnell@cgu.edu

 


263-11. Do Strategy and High-Performance Work Practices Predict Training Culture?


Few researchers have investigated organizational culture in relation to training. Using 4 years of data (n = 5209), the results show that strategy and high-performance work practices predict training culture, operationalized as the level and variance, or persistence of training offered by an organization over a period of time.


Sara L. Mann, University of Toronto


Anil Verma, University of Toronto


Submitted by Sara L. Mann, smann@rotman.utoronto.ca

 


263-12. Assessing Training Needs: Do Raters Work Experience and Capability Matter?


A frequently neglected area of personnel training research is training needs assessment. We specifically examined the impact of individuals work experience, self-efficacy, and levels of skill proficiency on their subsequent ratings of training needs. Results indicate that self-efficacy and skill proficiency are influential, with proficiency displaying a more potent impact.


Erich C. Dierdorff, DePaul University


Eric A. Surface, Surface, Ward & Associates


Jack Donnelly, United States Special Operations Command


Submitted by Erich C. Dierdorff, ec_dierdorff@msn.com



263-13. Reputation as Moderator of Political BehaviorWork Outcomes Relationships


The 2-study research hypothesized, and found support, for reputation as a moderator of the relationships between political behavior and the work outcomes of uncertainty, exhaustion, and job performance. For individuals with favorable reputations, the demonstration of political behavior was associated with decreased uncertainty and emotional exhaustion, and increased job performance.


Wayne A. Hochwarter, Florida State University


Breda Arnell, Florida State University


Gerald R. Ferris, Florida State University


Robert Zinko, Florida State University


Kmat Kja, Jacksonville University


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

 


263-14. Examination of Big Five Predictive Validity Across Training Performance Criteria


This study examined relationships among the Big 5, cognitive ability, and training performance in a sample of 370 Marines attending recruiter training. Big 5 personality dimensions predicted performance on simulation-based criteria but not paper and pencil-based criteria. Several personality dimensions provided incremental validity over cognitive ability in predicting training performance.


Michelle A. Dean, San Diego State University


Jeffrey M. Conte, San Diego State University


Tom R. Blankenhorn, San Diego State University


Submitted by Michelle A. Dean, michelle.dean@sdsu.edu

 


263-15. Assessing Change in Perceived Organizational Support Due to Training


This study examined how perceptions of organizational support for training were influenced by job-related foreign language training using a pretestposttest design. Trainees included 194 participants in a large military organization. Results were indicative of gamma change, supporting the hypothesis that the training influenced perceptions of organizational support among the trainees.


Torrey Rieser Mullen, North Carolina State University


Christy Kroustalis, North Carolina State University/ Surface, Ward & Associates


Adam W. Meade, North Carolina State University


Eric A. Surface, Surface, Ward & Associates


Submitted by Torrey Rieser Mullen, trmullen@nc.rr.com

 


263-16. Coaching Managers and Junior Executives: Goals, Performance, and Adherence


A coaching program for lower-level managers (n = 30) and junior executives (n = 29) involved in military recruiting was evaluated. Outcomes included goal achievement, adherence, competencies, and subordinate unit performance. Coached but inexperienced participants outperformed noncoached but experienced previous managers/junior executives. Performance-related benefits were most evident at the level of managers.


Stephen V. Bowles, U.S. Army Recruiting Command


James Picano, Department of Veterans Affairs Northern California


Gabriel M. De La Rosa, Bowling Green State University


Christopher J. Cunningham, Bowling Green State University


Submitted by Christopher J. Cunningham, ccunnin@bgnet.bgsu.edu

 


263-17. Examining Knowledge Structure Development and Predictors of Performance


This longitudinal study investigated the validity of knowledge structure development as a measure of complex cognitive learning over 15 weeks, as well as examining declarative knowledge, metacognition, motivation, and cognitive ability. Similarity of expert and trainee knowledge structures predicted performance over and above cognitive ability, as did motivation and metacognition.


Madeline Campbell, Rice University


Margaret E. Beier, Rice University


Submitted by Madeline Campbell, madeline@rice.edu

 


263-18. Self-Efficacy, Collaborative Learning, and Complex Skill Acquisition: An AttributeTreatment Interaction


This laboratory study showed that collaborative training with a more experienced partner versus individual training enhanced the acquisition of a complex skill for trainees with low pretraining self-efficacy but not for trainees with high pretraining self-efficacy. Collaborative training is discussed in relation to research on behavioral modeling and behavioral plasticity.


Eric A. Day, University of Oklahoma


Rachel S. Sherwin, University of Oklahoma


Paul R. Boatman, University of Oklahoma


Vanessa Kowollik, University of Oklahoma


Jazmine Espejo, University of Oklahoma


Lauren E. McEntire, University of Oklahoma


Paula K. Albers, University of Oklahoma


Submitted by Eric A. Day, eday@ou.edu

 


263-19. Sexual Harassment Training: Man Versus Machine


This study investigated whether computer-based sexual harassment training is effective in terms of reactions and learning outcomes compared to traditional instructor-led training. The results suggested that both types of training 
increased learning among the university employee participants. Reactions to both types of training were positive.


Melissa K. Preusser, Southern Illinois University-Edwardsville


Lynn K. Bartels, Southern Illinois University-Edwardsville


Cynthia R. Nordstrom, Southern Illinois University-Edwardsville


Submitted by Melissa K Preusser, mpreuss@siue.edu

 


263-20. The Comparative Effectiveness of Human Versus Intelligent Agent Training Partners


We investigated the effectiveness of humans versus intelligent agents as training partners during complex skill acquisition. Our results indicate participants had more favorable reactions to human partners, but we observed no learning or self-efficacy differences. Thus, the use of intelligent agents can address the administrative/scheduling challenges of team training.


Winfred Arthur, Texas A&M University


Jonathan H. Whetzel, Sandia National Laboratories


Richard A. Volz, Texas A&M University


Anton J. Villado, Texas A&M University


Alok Bhupatkar, Texas A&M University


Submitted by Anton J. Villado, antonvillado@tamu.edu

 


263-21. Modeling the Links Between Need for Cognition and Skill Acquisition


This laboratory study tested a causal model of how need for cognition (NFC) is linked to the acquisition of a complex skill. Results showed that NFC was associated with, but distinguishable from, general cognitive ability and linked to skill acquisition through the mediating roles of learning orientation and self-efficacy.


Jazmine Espejo, University of Oklahoma


Vanessa Kowollik, University of Oklahoma


Eric A. Day, University of Oklahoma


Paul R. Boatman, University of Oklahoma


Lauren E. McEntire, University of Oklahoma


Submitted by Jazmine Espejo, jespejo@psychology.ou.edu

 


263-22. Effects of Training Utility Perceptions and Organizational Support on Transfer


This longitudinal study examined the interaction between trainee characteristics and trainees perceptions of organizational support. We examined and found that perceptions of utility mediated the relation between perceived organizational support and transfer to the workplace. We also looked at how individual differences affect perceptions of utility and organizational support.


Juan Madera, Rice University


Stacey L. Turner, Rice University


Anna Hardigree, Rice University


Margaret E. Beier, Rice University


Submitted by Juan Madera, jmadera@rice.edu

 


263-23. Learning From Error: The Influence of Error Incident Characteristics


This study investigated whether severity of consequences and personal control were related to learning after error occurrence. Results show that learning from error is triggered when severity of consequences is high and personal control over the error cause is low. We conclude with implications for practitioners.


Gert J. Homsma, Free University Amsterdam


Cathy Van Dyck, Free University Amsterdam


Dick De Gilder, Free University Amsterdam


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

 


263-24. Effects of Pretraining Influences on Static and Dynamic Change Phases


We examined pretraining influences on the static and dynamic phases of readiness to change under nonoptimal training conditions. Results indicated differentials role of goal orientation, self-efficacy, motivation to learn, and social support in these models. Results provided preliminary evidence regarding increasing training effectiveness under adverse training conditions.


Anupama Narayan, Wright State University


Debra Steele-Johnson, Wright State University


Kristin M. Delgado, Wright State University


Phyllis A. Cole, Wright State University


Submitted by Anupama Narayan, narayan.3@wright.edu

 


263-25. Knowledge Structures and Complex Skill Acquisition: A Replication and Extension


This laboratory study extends previous training research by demonstrating how knowledge structures predict complex skill acquisition beyond a test of declarative knowledge. Knowledge structures early in training also showed incremental validity beyond early levels of skill acquisition in the prediction of skill acquisition levels at the end of training.


Lauren E. McEntire, University of Oklahoma


Paul R. Boatman, University of Oklahoma


Eric A. Day, University of Oklahoma


Jazmine Espejo, University of Oklahoma


Submitted by Lauren E. McEntire, ljackson@ou.edu

 

 

263-26. Self-Presentation and Positive Affect as Buffers Against Abusive Supervision


This study tests the interactive effects of abusive supervision, self-presentation, and positive affect (PA) on strain and turnover intentions. We hypothesized that self-presentation would neutralize the adverse effects of abusive supervision for individuals with high PA but not for those with low levels of PA. Findings supported each hypothesis.


Paul Harvey, Florida State University


Jason Stoner, Florida State University


Wayne A. Hochwarter, Florida State University


Submitted by Paul Harvey, nph02@fsu.edu

 


263-27. Union Participation: A Meta Analysis


This article combines popular models of individual antecedents and union participation to form 1 overall model. A meta-analysis was conducted to summarize relationships between antecedents and union participation. Recommendations for future research are made, including congruency of constructs, inclusion of psychometric information, and a theoretical basis for research.


Matthew J. Monnot, Central Michigan University


Stephen H. Wagner, Central Michigan University


Terry A. Beehr, Central Michigan University


Submitted by Matthew J. Monnot, monno1mj@cmich.edu

 


263-28. Quality Management Through Human Resources: A Case in Healthcare


This paper examined the relationship of quality management through human resources (HR) to organizational performance outcomes. Derived from Baldrige criteria, implementation of quality management through HR included the areas of leadership, knowledge management, strategic management, process management, general human resource functions, and customer and employee focus. Organizational performance outcomes included employee satisfaction, customer satisfaction, and clinical and financial outcomes.


Mesut Akdere, University of Wisconsin-Milwaukee


Submitted by Mesut Akdere, akdere@uwm.edu

 

263-29.  Volunteer Motivation, Satisfaction, and Continuance: The Role of Training

This study tested the hypotheses that training components (i.e., reaction, knowledge retention, and transfer) would predict volunteer satisfaction and intention to continue to volunteer, beyond altruistic motivation.  Results indicated that only training reaction predicted volunteer satisfaction beyond altruistic motivation. Altruistic motivation predicted volunteer satisfaction and intention to continue to volunteer.

Pamela M. Wells, San Jose State University

Megumi Hosoda, San Jose State University

Submitted by Megumi Hosoda, mhosoda@email.sjsu.edu

 

263-30. Maintaining Successful Outsourcing Relationships

The information age has enabled corporations to outsource service, information, and technology jobs, especially to India. However, there is a paucity of research on how to maintain a successful outsourcing operation. This study examines strategies used to meet five concerns identified by Indian and American managers.

Vicki A Walia,  Alliant International University 

Catherine Sim,  Alliant International University

Norber Tanzer, Alliant International University

Submitted by Vicki A. Walia, vwalia@alliant.edu


Coffee Break     Sunday, 10:0010:30    Multiple Locations

 


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


Expanding Our Influence: How I-O Psychologists Can Improve Education


In this session, we present different perspectives on using I-O psychology to improve teaching and schools. Much research needs to be done on this subject, and we believe that I-O can play an integral role in it. As such, we discuss the advantages and challenges of this nontraditional area.


Mark Alan Smith, American Institutes for Research, Chair


Alexander Alonso, Florida International University, Mark Alan Smith, American Institutes for Research, David P. Baker, American Institutes for Research, Using I-O Psychology to Measure Teacher Knowledge and Performance


Mary Ann Hanson, Center for Career and Community Research, Michael T. Brannick, University of South Florida, Walter C. Borman, Personnel Decisions Research Institutes, Using Job Analysis to Improve Education and Future Workforce Development


Andrea L. Sinclair, HumRRO, Rodney A. McCloy, HumRRO, Using I-O Psychology to Address Practical Issues in Student Assessments


Heather Meikle, University of South Florida, Mary Ann Hanson, Center for Career and Community Research, Kathryn M. Borman, University of South Florida, Reginald Lee, University of South Florida, Will Tyson, University of South Florida, Ted Micceri, University of South Florida, Using I-O Psychology to Help Schools Build the Technical Workforce


Tracy E. Costigan, American Institutes for Research, An Alternative View of I-O Psychology in Education


Lauress Wise, Human Resources Research Organization (HumRRO), Discussant


Submitted by Mark Alan Smith, msmith@air.org

 


265. Panel Discussion: Sunday, 10:3011:50 San Antonio B (3rd floor-CC)


Strategic and Interdisciplinary Use of Internship Opportunities for Organizational Effectiveness


This unique panel discussion brings together internship providers and interns to explore how internship experiences allow organizations to strategically utilize interns knowledge and training for competitive advantage, and how the activities and experiences that interns have had that have allowed them to become strategic resources for the organization.


Mark C. Frame, University of Texas at Arlington, Chair


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


Joel Bennett, Organizational Wellness & Learning Systems, Panelist


William David Rigdon, University of Texas at Arlington, Panelist


Katherine Roberto, University of Texas at Arlington, Panelist


Melissa J. Sargent, NASA, Kennedy Space Center, Panelist


A. Dale Thompson, Leadership Worth Following, PLLC, Panelist


Satoris S. Youngcourt, Personnel Decisions International, Panelist


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

 


266. Theoretical Advancement: Sunday, 10:3011:50 Houston A (3rd floor-CC)


Evolutionary I-O Psychology: Empirical Studies in Decision Making, Leadership, Personality


Evolutionary psychology is leading to new insights across much of psychology and has recently begun to enter I-O psychology. This symposium features empirical papers by researchers who are integrating evolutionary psychology theory into studies of longstanding I-O questions in decision making, leadership, and personality.


Donald A. Hantula, Temple University, Chair


Donald A. Hantula, Temple University, Foraging Theory and its Implications for Decision Making in Organizations


Richard D. Arvey, University of Minnesota, Behavioral Genetics and Organizational Psychology


Stephen M. Colarelli, Central Michigan University, Kyunghee Han, Central Michigan University, Guangrong Dai, Central Michigan University, Richard Sheppard, Central Michigan University, Evolved Adaptations and Sex and Race Measurement Bias in Personality Inventories


Submitted by Donald A. Hantula, hantula@temple.edu

 


267. Symposium: Sunday, 10:3011:50 Houston B (3rd floor-CC)


Applying the Social Network Approach to I-O Psychology


Social network theory and methods have been applied to a wide range of organizational topics across various levels of analysis. However, the field of I-O psychology has paid limited attention to the network approach until recently. The purpose of this symposium is to enhance researchers awareness of social network studies.


Lili Duan, University of Maryland, Chair


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


Anu Ramesh, University of Maryland, Lynne M. Waldera, InMomentum, Inc., Perceived Assets and Liabilities of Network Centrality Following Organizational Change


Craig L. Pearce, Claremont Graduate University, Shared Leadership and Social Networks


Lili Duan, University of Maryland, Michele J. Gelfand, University of Maryland, Understanding Leadership Through Guanxi Networks: A Chinese Perspective


Jonathan Pinto, University of Pittsburgh, Selecting Members of the Network Organization


Andrew J. Slaughter, Texas A&M University, Daniel A. Newman, Texas A&M University, Janie Yu, Texas A&M University, Laura M. Koehly, National Institutes of Health, Alternative Measurement of Cognitive Social Structures: Indexing Demographic Bias


Katherine J. Klein, University of Pennsylvania, Discussant


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

 


268. Practice Forum: Sunday, 10:3011:50 Houston C (3rd floor-CC)


Multiphase and Single-Phase Management Models: A Comparison of Traditional and Tribal Management Processes


In our work with tribal-run gaming organizations, we have observed management differences that provide striking contrasts to those of traditional operations. Results of these studies will interest all who consult in organizations, for the new insights and understanding provided, as well as the questions raised about traditional approaches.


Billie G. Blair, Leading and Learning, Inc., Chair


John E. Langhorne, Langhorne Associates, Working Within a Culture Where the Decision Making is Tribal not Traditional


Billie G. Blair, Leading and Learning, Inc., Multiphase Management Processes: A Model


Larry Miranda, Pechanga Resort and Casino, Discussion of the Multiphase Management Model: Realities of Tribal Leadership Applied to Traditional Expectations


Walton A. Henderson, Leading and Learning, Inc., Facilitating Key Business Change Issues Within the Leadership Structure of Tribal Operations


Larry Miranda, Pechanga Resort and Casino, Discussant


Submitted by Billie G. Blair, blair@leadingandlearninginc.com

 


269. Symposium: Sunday, 10:3011:50 Austin 1 (2nd floor-H)


Bringing the Implicit Personality Into I-O Psychology


Research has focused on explicit personality, as commonly assessed by self-reports. However, the indirect measurement used to assess implicit personality (e.g., conditional reasoning) has shown efficacy in explaining organizational behavior. This symposium features the integration of implicit and explicit personality and the contributions of this integration to theory and practice.


James M. LeBreton, Wayne State University, Chair


Lawrence R. James, Georgia Tech, Integrating the Implicit With the Explicit Personality


Brian Frost, Independent Contractor, A Test of the Channeling Hypothesis/Integrative Model of Aggression


Chia-Huei Emily Ko, Georgia Institute of Technology, Matthew K. Minton, Georgia Institute of Technology, Testing Models for the Relationship Between Implicit and Explicit Personality


Chris J. Sablynski, California State University-Sacramento, Terence R. Mitchell, University of Washington, Post-Hoc Analyses of Interactions Between the Aggression Questionnaire and Conditional Reasoning Test of Aggression


Paul J. Hanges, University of Maryland, Discussant


Submitted by Chia-Huei Emily Ko, chiahuei.ko@psych.gatech.edu

 


270. Symposium: Sunday, 10:3011:50 Austin 2 (2nd floor-H)


The Juggling Act: Understanding and Predicting Multitasking


Jobs are becoming increasingly complex, requiring employees at all levels to handle multiple tasks simultaneously and to rapidly switch from task to task. Key findings and alternate approaches to understanding and predicting multitasking performance will be presented, drawing on theory and research from multiple domains.


Seymour Adler, Aon Consulting, Chair


K. D. Zaldivar, Aon Consulting, Multitasking: An Overview of the Research


Daniel P. Russell, Aon Consulting, Joshua M. Sacco, Aon Consulting, Selecting Workers who Can Multitask: The State of Our Practice


Allen Bluedorn, University of Missouri-Columbia, On the Relationship Between Polychronicity and Multitasking


Seth Zimmer, BellSouth Corporation, Discussant


Submitted by Seymour Adler, Seymour_Adler@Aoncons.com

 


271. Symposium: Sunday, 10:3011:50 Austin 3 (2nd floor-H)


Antecedents of Proactive Behavior: The Role of Person-Related Variables


This symposium presents 4 studies on the role of person-related variables in proactive behaviors at work. The research designs include cross-sectional and longitudinal designs; self-, coworker and costumer reports of proactivity; and different approaches to data analysis. Results indicate that dispositional, motivational, and affective variables are associated with proactivity at work.


Mike Crant, University of Notre Dame, Co-Chair


Sandra Ohly, Technical University of Braunschweig, Co-Chair


Sandra Ohly, Technical University of Braunschweig, Charlotte Fritz, Bowling Green State University, Motivation for Proactive Behavior at Work: The Role of Intrinsic Motivation, Role Orientation, and Job and Role Breadth Self-Efficacy


Mike Crant, University of Notre Dame, Kevin Bradford, University of Notre Dame, Predicting Relationship-Building Behaviors in a Sales Environment: The Unique Contributions of the Big Five and Proactive Personality


Charlotte Fritz, Bowling Green State University, Sabine Sonnentag, University of KonstanzGermany, Effects of Mood on Proactivity: Results From Multilevel Analyses


Catherine Collins, University of New South Wales, Sharon K. Parker, Australian Graduate School of Management, How is Proactivity Fostered Over the Team Lifespan? An Investigation of Motivation and Behavioural Antecedents


Michael Frese, University of Giessen, Discussant 


Submitted by Mike Crant, jcrant@nd.edu

 


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


Psychological Contracts at Work: Social Exchange Foundations and Practical Considerations


The topic of this symposium is the role of psychological contracts in the workplace. Included in this session is a discussion of various forms of psychological contracts, antecedents and precursors to the formation of these contracts, and outcomes related to the maintenance and breach of psychological contracts.


Jarrett H. Shalhoop, Jeanneret & Associates, Chair


Lacey L. Schmidt, Jeanneret & Associates, Co-Chair


Lynda Villanueva, University of Houston, Lois E. Tetrick, George Mason University, Lynn Shore, San Diego State University, Application of Resource Theory to the Study of Psychological Contracts


Dana M. Glenn, University of Houston, Christopher D. Barr, University of Houston, Christiane Spitzmller, The University of Houston, Development of Social Exchange Relationships: The Role of Job Characteristics and Strain in Nursing Students Exchange Relationships With Their Organizations


Tine Koehler, George Mason University, Katherine Elder, George Mason University, A Peek Into the Black Box of Psychological Contract Violation


Jarrett H. Shalhoop, Jeanneret & Associates, Psychological Contracts: An Organizational Justice and Social-Exchange Perspective


Lacey L. Schmidt, Jeanneret & Associates, Reductions in Force: Has a Psychological Contract Been Violated? 


Jackie Coyle-Shapiro, London School of Economics, Discussant


Submitted by Jarrett H. Shalhoop, shalhoop@hotmail.com

 

 

273. Roundtable: Sunday, 10:3011:20 Majestic 6 (37th floor-H)


Use of Time Series in Leadership Research


Time series analysis (TSA) has a history in such fields as clinical, social, and child psychology, but leadership researchers have not used it despite a common call for longitudinal studies. This interactive session focuses on conceptual foundations of TSA, leadership applications, and potential solutions to TSAs practical constraints.


Karin Klenke, Regent University, Host


Robert M. McIntyre, United States Navy, Co-Host


Judith Johnson, Regent University, Co-Host


Submitted by Karin Klenke, karikle@regent.edu

 


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


Adverse Impact


Tatana M. Olson, United States Navy, Facilitator


274-1. The Implications of Frequent Appliers on Adverse Impact Analyses


Technological advances have notably reduced the applicants investment required to apply for a job. This study demonstrates the implications of allowing the same unqualified applicant into multiple pools for adverse impact analysis. Simulations indicated that frequent appliers can bias analyses of statistical disparity.


Ash Buonasera, University of Kansas


Daniel C. Kuang, American Institutes for Research


Eric M. Dunleavy, American Institutes for Research


Lorin M. Mueller, American Institutes for Research


Submitted by Ash Buonasera, abuonasera@air.org

 


274-2. Broad Versus Narrow Traits: Advantages for Adverse Impact Against Women


We investigated the effect of using Big 5 versus narrow personality traits with respect to adverse impact on women in a selection context. Generally, there was less adverse impact when using Big 5 traits. Using broad traits for selection is discussed as a way to deal with male/female differences.


Deborah M. Powell, University of Western Ontario


Richard D. Goffin, University of Western Ontario


Ian R. Gellatly, University of Alberta


Submitted by Deborah M. Powell, dpowell@uwo.ca

 


274-3. Modeling Adverse Impact Via Organizational and Applicant Characteristics


This study examined adverse impact across a number of organizational interventions and applicant pool characteristics. Adverse impact was modeled via linear regression from different selection ratios, subgroup representation, criterion weighting schemes, predictor mean differences, variance differences, and normality differences. Results indicated meaningful adverse impact reduction under some conditions.


Eric M. Dunleavy, American Institutes for Research


Karla K. Stuebing, FSD Data Services, Inc.


Dana M. Glenn, University of Houston


James E. Campion, University of Houston


Submitted by Eric M. Dunleavy, edunleavy@air.org

 


274-4. Effects of Veterans Preference on Adverse Impact and Job Performance


Using Monte Carlo simulations, we manipulated key selection system characteristics to test the effects of veterans preference (VP) across a range of situations encountered in practice. Results suggest VP may reduce adverse impact against racial minorities but result in lower job performance and present an obstacle to female applicants.


Brian C. Holtz, University of Calgary


Robert E. Ployhart, University of South Carolina


Submitted by Brian C. Holtz, bholtz@ucalgary.ca    



Program Table of Contents