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