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Content Index

Primary Content Areas (listed by session number; numbers following hyphens are posters)

This index shows the main title of every item accepted for the SIOP program, grouped by the primary content area as designated by its submitter.  Titles are shown in order of presentation within areas.  Numbers with hyphens are posters.  For presentation formats other than posters (symposia/forums, discussions, and so forth) only the main title is indexed, not subsidiary presentation titles. Visit http://www.siop.org/programsearch to search the electronic version of the conference program by keywords, all content area codes, and authors’ names.


5 Shopping for Success: I-Os and Retail, 204, 10:30 AM
15-1 Modesty, Political Skill, and Career Success: A Predictive Study, Galleria, 10:30 AM
15-2 The Temporal Dynamics of Unemployment on Psychological Well-Being: Gender Effects, Galleria, 10:30 AM
15-3 Bases of Commitment to Academic Majors and Expected Career Outcomes, Galleria, 10:30 AM
15-4 Onboarding Externally Hired Executives in Six Critical Areas, Galleria, 10:30 AM
15-5 An Experimental Investigation of an Interactive Model of Academic Cheating, Galleria, 10:30 AM
15-6 Perception or Reality? How Early Protégé Expectations Predict Subsequent Perceptions, Galleria, 10:30 AM
15-7 Development of the Mexican Organizational Citizenship Behavior: A Cross-Cultural Study, Galleria, 10:30 AM
15-8 Self-Directed Career Management: Towards an Integrative Framework, Galleria, 10:30 AM
15-9 Relative Importance of Abilities–Demands and Needs–Supplies Fit, Galleria, 10:30 AM
15-10 Behavioral Integrity, Mentoring Behavior, and Interpersonal Citizenship Behaviors, Galleria, 10:30 AM
15-11 A Qualitative Study Investigating the Onboarding of the Hourly Workforce, Galleria, 10:30 AM
15-12 Work History and Job Search Process for Older Job Seekers, Galleria, 10:30 AM
15-13 Examining the Role of Change in Stressors During Organizational Socialization, Galleria, 10:30 AM
15-14 Mentoring Relationship Perceptions and Behaviors: Attempting to Understand the Discrepancies, Galleria, 10:30 AM
15-15 Adaptability and Newcomer Outcomes: The Mediating Role of P–O Fit, Galleria, 10:30 AM
15-16 Career Motivation and Mentoring Readiness: The Moderating Role of Personality, Galleria, 10:30 AM
15-17 Development and Validation of a Multidimensional Measure of Mentoring Readiness, Galleria, 10:30 AM
38 Social Network Analysis in Organizations: Insights and Applications, Crystal Ballroom C/D, 12:00 PM
67-1 Meeting Expectations: The Connection to Outcomes in Mentoring Relationships, 213-214, 2:00 PM
67-2 The Efficacious Employee: The Effects of Mentorship and Supervisor Fit, 213-214, 2:00 PM
67-3 Mentoring Functions Provided by Supervisory Mentors: An Interactionist Approach, 213-214, 2:00 PM
67-4 Do Mentor and Protégé Personality Predict Relationship Quality?, 213-214, 2:00 PM
100-1 E-Mentoring in the Classroom: Enhancing Career Planning and Developmental Initiation, 213-214, 8:00 AM
111 Essential Competencies for Early-Career Success as an Applied Industrial-Organizational Psychologist, Crystal Ballroom A/F, 8:30 AM
113 Career Development in “Today’s” Organizations: Research Perspectives on Contemporary Practice, Grand Ballroom B, 8:30 AM
172 Underemployment, 205, 1:30 PM
178 Business-Driven Career Development Programs, Salon A, 1:30 PM
206 The Science–Practice Gap: A Fishbowl Exercise Focused on Changing the Future, Salon B, 3:30 PM
224 Dynamics of Contemporary Career Success, 208-209, 8:30 AM
225 Building and Retaining the Science and Technology Workforce, 210-211, 8:30 AM
228 New Theoretical and Research Perspectives in Workplace Mentoring, Crystal Ballroom B/E, 8:30 AM
242 Bridging the Science–Practice Gap, 205, 10:30 AM
269 Mentoring and Underexamined Populations (The Military and Marginalized Workforce), Crystal Ballroom A/F, 12:00 PM
287 Gender-Related Individual Differences in Career Choices, Crystal Ballroom C/D, 1:00 PM
317 Theme Track Closing Keynote: Leading Well and Living Well in Challenging Times, Salon E, 3:30 PM

Coaching/Leadership Development

22 Pathways to Coach Development: How Executive Coaches Learn Their Craft, Grand Ballroom B, 11:00 AM
28-1 Personal Development During Job Loss: Turning Crisis Into Opportunity, Galleria, 11:30 AM
28-2 Employee Coaching Relationships: Enhancing Construct Clarity and Measurement, Galleria, 11:30 AM
28-3 Taming the Wild West: A Control Theory Approach to Coaching, Galleria, 11:30 AM
28-4 Coaching Style, Implicit Theory of Ability, Goals, and Transfer Performance, Galleria, 11:30 AM
28-5 Gender Demography Effects on Developmental Assessment Center Performance, Galleria, 11:30 AM
28-6 Structuring and Understanding the Coaching Industry: A Belgian Study, Galleria, 11:30 AM
46 The Trouble With the Strengths Fad, Grand Ballroom A, 12:30 PM
69 Leadership Pipeline: Innovative Practices for Leader Identification and Development, Grand Ballroom A, 2:00 PM
70 Innovative Approaches to Simulation-Based Learning and Development Programs, Grand Ballroom B, 2:00 PM
91 Leadership Development in a Recession, Salon D, 3:30 PM
105 Coach and Client Characteristics: The Individual Impact on Leadership Coaching, Salon B, 8:00 AM
112 Using Assessments to Build Leadership Competence in MBA Programs, Crystal Ballroom B/E, 8:30 AM
133 Weathering the Storm—Developing Thriving Leaders in a Down Economy, Crystal Ballroom B/E, 10:30 AM
137 The Missing Link in Strategic Talent Management: Managing Executive Transitions, Grand Ballroom B, 10:30 AM
164 Seeing Around Corners: Best Practices in Executive Coaching, Salon D, 12:00 PM
196 Master Collaboration: Leadership Development and Safety—Two Case Studies in Collaboration, 212, 3:30 PM

Consulting Practices/Ethical Issues

33 Clinical Versus I-O Executive Coaching Boundaries: Mock Ethics Board Hearing, 204, 12:00 PM
48 Envisioning the Next Twenty-Five Years of I-O Practice—An Exercise, Grand Ballroom C, 12:30 PM
68 Sharing of Test Data and Ethical Responsibility, Crystal Ballroom A/F, 2:00 PM
76 Pasteur’s Quadrant: The Place of Collaborative Research in I-O Psychology, 204, 3:30 PM
142 Organizational and Group Differences in Environmentally Responsible Employee Behaviors, Salon C, 10:30 AM
156 Applying Six Sigma for Building World-Class Selection Programs, Crystal Ballroom A/F, 12:00 PM
265 The Impact of Generational Differences in Talent Management Practices, 203, 12:00 PM

Counterproductive Behavior/Workplace Deviance

95-1 Self-Monitoring, Personality Traits, and Counterproductive Work Behavior, Grand Ballroom A, 6:00 PM
99 The Power of Sex: The Gendered Nature of Workplace Maltreatment, 212, 8:00 AM
132 Novel Interactive Approaches to Understanding Counterproductive Work Behavior, Crystal Ballroom A/F, 10:30 AM
157 Workplace Incivility and Support: Broadening Our Perspective on Targets, Crystal Ballroom B/E, 12:00 PM
175-1 An Empirical Comparison of Different Cyberloafing Typologies, Galleria, 1:30 PM
175-2 Action and Reaction: Employee Discipline in the National Basketball Association, Galleria, 1:30 PM
175-3 Feedback Environment and Counterproductive Behaviors: Does Feedback Orientation Matter?, Galleria, 1:30 PM
175-4 Gendered Reactions to Counterproductive Work Behavior, Galleria, 1:30 PM
175-5 Taking a Virtual Break: Cyberloafing as On-the-Job Recovery Mechanism, Galleria, 1:30 PM
175-6 Clarifying the Justice–Deviance Relationship: The Moderating Role of Values, Galleria, 1:30 PM
175-7 Negative Impression Management and Machiavellianism, Galleria, 1:30 PM
175-8 Why Do Overqualified Incumbents Deviate? Examining Multiple Mediators, Galleria, 1:30 PM
175-9 Trust as an Antecedent of CWB, as Moderated by Race, Galleria, 1:30 PM
175-10 Blowing the Whistle: The Role of Ethical Leadership and Coworkers, Galleria, 1:30 PM
175-11 The Effect of Mentor Gender on Protégé Counterproductive Workplace Behaviors, Galleria, 1:30 PM
175-12 Individual and Situational Characteristics Predicting Work Personal Web Usage, Galleria, 1:30 PM
175-13 Job Stressors and Counterproductive Work Behavior: A Meta-Analysis, Galleria, 1:30 PM
186-1 Anger, Workplace Stressors, and Counterproductive Work Behaviors: A Longitudinal Investigation, 213-214, 2:00 PM
186-2 Workplace Bullying: Examining Self-Monitoring and Organizational Chaos, 213-214, 2:00 PM
186-3 Validation of the Hostile Attributional Style Short Form, 213-214, 2:00 PM
186-4 Observing Workplace Aggression: What Intervention Strategies Should I Use?, 213-214, 2:00 PM
189 Sexual Harassment: Some New Perspectives on an Old Problem, 202, 3:30 PM
216 Workplace Mistreatment: Advances on Understanding Perpetration, Effects, and Interventions, 204, 8:00 AM
247-1 Short-Timer’s Syndrome: The Downside of Autonomy, 213-214, 10:30 AM
250 An Examination of the Sources and Targets of Workplace Deviance, Crystal Ballroom C/D, 10:30 AM

Emotions/Emotional Labor

95-2 The Relationship Between Explicitness of Display Rules and Sales, Grand Ballroom A, 6:00 PM
165 New Directions for Studying Individual Differences in Affect, Salon E, 12:00 PM
198 Understanding Emotion Regulation in Context, Crystal Ballroom B/E, 3:30 PM
257 Assessing Emotional Intelligence With Multimedia and a Broader Criteria Space, Salon B, 10:30 AM
271 Between- and Within-People Investigations of Affect and Behavior at Work, Crystal Ballroom C/D, 12:00 PM
284 Leaders, Followers, and Emotion Regulation: Processes and Outcomes, 204, 1:00 PM
297-1 A Multilevel Investigation of Emotional Labor, Affect, Withdrawal, and Gender, Galleria, 1:30 PM
297-2 Understanding Turnover Propensity via Job-Specific and Identity-Based Emotional Beliefs, Galleria, 1:30 PM
297-3 Green-Eyed Monster at Work: An Integrated Model of Workplace Envy, Galleria, 1:30 PM
297-4 Faking It Well: Effects of Surface Acting on Task Performance, Galleria, 1:30 PM
297-5 The Initial Validation of the Workplace Emotion Regulation Preference Inventory, Galleria, 1:30 PM
297-6 An Experience Sampling Investigation of Workplace Interactions, Affect, and Well-Being, Galleria, 1:30 PM
297-7 Are the Negative Effects of Emotional Labor Exacerbated Among Machiavellians?, Galleria, 1:30 PM
297-8 Sweet Success: The Nature and Implications of Savoring Personal Achievement, Galleria, 1:30 PM
297-9 Negative Affect and Job Performance: A Density Distribution Approach, Galleria, 1:30 PM
297-10 The Role of Humor in the Workplace: A Meta-Analysis, Galleria, 1:30 PM
297-11 How Will It Feel: Affective Forecasts and Feeback-Seeking Behavior, Galleria, 1:30 PM
314 Training for Emotional Labor: Impact on Performance and Well-Being, Crystal Ballroom C/D, 3:30 PM

Employee Withdrawal (e.g., absence, turnover)/Retention

3 Recent Advances in Voluntary Turnover Research: Expanding the Horizon, 202, 10:30 AM
31 Maximizing the Value of Your Exit Survey Process, 201, 12:00 PM
192 P–E/P–O/P–J Fit, 205, 3:30 PM
218-1 The Influence of Weather on the Motivation to Attend, 213-214, 8:00 AM
218-2 Meditational Effects of Burnout on the Job Satisfaction–Family Satisfaction Relationship, 213-214, 8:00 AM
218-3 Testing Competing Models of Interrelationships Between Withdrawal Behaviors: A Meta-Analysis, 213-214, 8:00 AM
218-4 A Self-Determination Perspective on Turnover: Examining Personality and Context Predictors, 213-214, 8:00 AM
247-2 Who Are the Hobos? Personality of Frequent Quitters in Korea, 213-214, 10:30 AM

Global/International/Cross-Cultural Issues

18 Taking Competency Models Global: A Practitioner Perspective, Salon C, 10:30 AM
44 International Perspectives on the Practice of I-O Psychology, Crystal Ballroom A/F, 12:30 PM
45-1 Entrepreneurial Orientation: Testing a Framework in Chinese and U.S. Contexts, Galleria, 12:30 PM
45-2 Guanxi Quality and Knowledge Transfer: An Interpersonal Trust Perspective, Galleria, 12:30 PM
45-3 Prior Intercultural Experience: Moving From Quantity to Quality, Galleria, 12:30 PM
45-4 A Team Effectiveness (IMO) Framework for Unique Expatriate Team Challenges, Galleria, 12:30 PM
45-5 Validating the Cultural Intelligence Scale: What Does It Really Measure?, Galleria, 12:30 PM
45-6 The Cross-Cultural Generalizability of the CRT-RMS to Korean Samples, Galleria, 12:30 PM
45-7 Individualism–Collectivism and Cooperative Behavior in Workgroups: A Meta-Analysis, Galleria, 12:30 PM
45-8 Cross-Cultural Differences in Business Request E-Mails, Galleria, 12:30 PM
45-9 Continued Validation of a U.S. Social Self-Efficacy Inventory in China, Galleria, 12:30 PM
45-10 A Cross-National Examination of the Technology Acceptance Model, Galleria, 12:30 PM
45-11 Cross-National Differences in Cultural Positivity and Organizational Commitment, Galleria, 12:30 PM
45-12 Culture’s Role in the Relationship Between Climate Strength and Commitment, Galleria, 12:30 PM
45-13 Family Involvement in Chinese and German Small Businesses, Galleria, 12:30 PM
45-14 Self-Construal and Morality, Galleria, 12:30 PM
45-15 Development and Initial Validation of the Cross-Cultural Competence Inventory, Galleria, 12:30 PM
45-16 The Relationship Between Personality, Cross-Cultural Adjustment, and Turnover Intentions, Galleria, 12:30 PM
61 Balancing Globalization With Localization: Successfully Implementing Global Talent Management Programs, Salon C, 1:30 PM
63 Global Leadership Assessment and Development: Challenges and Lessons Learned, 202, 2:00 PM
80 Capturing the Global Mindset: Current Definitions, Metrics, and Directions, 210-211, 3:30 PM
110 Developing a Global Mindset in Future Leaders, 210-211, 8:30 AM
114 Global Mindset as a Key Competency for Global Leadership Effectiveness, Salon A, 8:30 AM
125 Understanding Humanitarian Work Psychology Through Case Studies and Student Opportunities, 204, 10:30 AM
139 Going Global: Ensuring Successful Adaptation and Implementation of Preemployment Assessments, Grand Ballroom D, 10:30 AM
183 The Global Task Force for Humanitarian Work Psychology, 208-209, 2:00 PM
194 The Birth of the International Affairs Committee: Goals and Actions, 208-209, 3:30 PM
215 An Applicant Reactions Research Incubator: Expanding the Cross-Cultural Frontier, 203, 8:00 AM
240 I-O Psychology Practices in China: East Meets West, 203, 10:30 AM
249 Going Global: Nuggets of Wisdom From the Professional Practice Series, Crystal Ballroom B/E, 10:30 AM
281 Advancing Cultural Intelligence Research: Moderating Influences of Person and Context, Grand Ballroom D, 12:30 PM
307 Native Americans and Organizational Assessments: Exploring Diversity Issues, 206-207, 3:30 PM
310 Optimizing Global Resources in a Recession: Outsourcing I-O Work Offshore, 212, 3:30 PM


14 Team Effectiveness: Concepts, Causes, Correlates, and Consequences, Crystal Ballroom C/D, 10:30 AM
28-7 The Effects of Shared Leadership on Team Learning, Galleria, 11:30 AM
35 Multiteam Imperatives for Leadership and Organization, 210-211, 12:00 PM
62 Theme Track Symposium: Building and Managing Virtual Teams in a Global Environment: Moving Forward Through Matching Insights, Tools,    and Technology, Salon E, 1:30 PM
78 Team Processes and Outcomes: Relationships Across Levels and Cultures, 206-207, 3:30 PM
95-3 The Role of Sex Composition in Team Training Performance, Grand Ballroom A, 6:00 PM
108 New Ideas in Team Development, 205, 8:30 AM
141 Advances in the Science and Practice of Team Composition, Salon B, 10:30 AM
162 Forging the Way Forward for Team Mental-Model Research, Salon B, 12:00 PM
166-1 Selection in Teams: Examining Knowledge, Personality, and Cognitive Ability, Galleria, 12:30 PM
181 Current Perspectives on Leadership in Collective Work Arrangements, Salon D, 1:30 PM
205 A Discussion of Current Research on Multiteam Systems, Salon A, 3:30 PM
217 High-Risk Teams: Transferability of Findings Between Domains, 206-207, 8:00 AM
226 Predicting Virtual Team Effectiveness: Focusing on the Micro Level, 212, 8:30 AM
230 Taking a Structural Approach to Understanding and Managing Team Performance, Grand Ballroom B, 8:30 AM
258 Using Situational Judgment Tests to Measure Teamwork and Communication, Salon C, 10:30 AM
262-1 An Application of the Punctuated Equilibrium Model to Team Processes, Galleria, 11:30 AM
262-2 Predictors of Collective Efficacy, Galleria, 11:30 AM
262-3 Development and Validation of the TeamSTEPPS Teamwork Perceptions Questionnaire, Galleria, 11:30 AM
262-4 The Cohesion and Performance Relationship Revisited: A Meta-Analysis, Galleria, 11:30 AM
262-5 Team-Level Leader–Member Exchange and a Trickle-Down Model of Exchange Relationships, Galleria, 11:30 AM
262-6 Team Members and Social Comparisons: A Comprehensive Literature Review, Galleria, 11:30 AM
262-7 Examining Potential Moderators on the Behavioral Processes–Outcomes Relation: A Meta-Analysis, Galleria, 11:30 AM
262-8 Antecedents of Team Potency and Team Effectiveness, Galleria, 11:30 AM
262-9 Norm Type and Strength: Group Potency, Cohesion, and Performance Implications, Galleria, 11:30 AM
262-10 Adaptive Coordination Makes Better Anesthesia Crews, Galleria, 11:30 AM
262-11 Reactions to Unique and Shared Information in Groups, Galleria, 11:30 AM
262-12 Team Process Measurement: Comparing Team Member and Observer Ratings, Galleria, 11:30 AM
262-13 The Influence of Group Characteristics on Leadership Schema Congruence, Galleria, 11:30 AM
262-14 Predicting Team Processes: Feedback Sign and Computer Mediation, Galleria, 11:30 AM
262-15 The Relationship Between Team Personality Composition and Teamwork Processes, Galleria, 11:30 AM
262-16 Interpersonal Aggression and Team Effectiveness: Test of a Mediation Model, Galleria, 11:30 AM
262-17 Trust in Temporary Teams: It’s About the Trustor, Galleria, 11:30 AM
262-18 Virtual Team Communication Behaviors and Cognitive Outcomes, Galleria, 11:30 AM
274 Information Sharing in Teams and Multiteam Systems, Salon C, 12:00 PM
286 Making Matrix Management Work: Emerging and Innovative Approaches, Crystal Ballroom A/F, 1:00 PM
312 The Importance of Collegial Relationships in Burnout and Work Behaviors, Crystal Ballroom A/F, 3:30 PM

Human Factors/Ergonomics

86-1 Extending the Resource Depletion Model of Vigilance, Galleria, 3:30 PM

Inclusion/Diversity (e.g., sexual orientation, race, gender)

6 Diversity and Inclusion, 205, 10:30 AM
11-1 Attitudes About Pregnant Employees: Change Over Twenty Years, 213-214, 10:30 AM
11-2 Investigating Pregnancy and Marital Status Discrimination in Employee Performance Appraisals, 213-214, 10:30 AM
11-3 The Psychology of Female Quick-Service Restaurant Franchisees, 213-214, 10:30 AM
45-17 Workplace Experiences of Bilingual Employees: A Replication and Extension, Galleria, 12:30 PM
45-18 Double Jeopardy Upon Resumé Screening: Is Aïsha Less Employable Than Achmed?, Galleria, 12:30 PM
45-19 The Correspondence Between Asian-American Stereotypes and Successful Leader Attributes, Galleria, 12:30 PM
45-20 See No Evil: Colorblindness, Meritocratic Worldview, and Microaggression Perceptions, Galleria, 12:30 PM
45-21 Employment Decisions as a Function of an Applicant’s Accent, Galleria, 12:30 PM
47 Diversity in a Changing Workplace: Policies and Climates, Grand Ballroom B, 12:30 PM
64 Recruitment and Adverse Impact: Vocational Interests, Advertisements, and Job Acceptance, 204, 2:00 PM
89 Diversity Ideology of Choice: Multiculturalism or Colorblindness, Salon B, 3:30 PM
93-1 Resolving the Fairness Paradox: Successfully Navigating Diversity Change Management, Galleria, 4:30 PM
93-2 Gender Differences in Faculty Turnover: Disparate Views and Paths, Galleria, 4:30 PM
93-3 Effects of Sexual Orientation Antidiscrimination Legislation on Interpersonal Discrimination, Galleria, 4:30 PM
93-4 Workplace Paternalism, Galleria, 4:30 PM
93-5 Effects of Perceived Diversity on Justice Perception via Social Networks, Galleria, 4:30 PM
93-6 A Scholarly Investigation of Generational Workforce Differences: Debunking the Myths, Galleria, 4:30 PM
93-7 Bias in Mock Juror Decisions: Harassment of Blacks and Latinas, Galleria, 4:30 PM
93-8 Diversity Climate Dimensionality: Relationships With Organizational Support and Commitment, Galleria, 4:30 PM
93-9 Diversity Framed as an Ethical Issue, Galleria, 4:30 PM
93-10 Employment Discrimination Against Minority Immigrants: Decision Context and Applicant Characteristics, Galleria, 4:30 PM
93-11 Doubly Damned: Effects of Stereotypicality and Race on Blacks’ Social Networks, Galleria, 4:30 PM
93-12 Is It Offensive or Funny? Reporting Sexual and Sexist Humor, Galleria, 4:30 PM
93-13 The Role of Individuating Information on Perceived Diversity Trainer Effectiveness, Galleria, 4:30 PM
93-14 Applicant Acknowledgement of Visible Physical Disabilities in Employment Interviews, Galleria, 4:30 PM
93-15 Diversity Training: Examining Minority Employees’ Organizational Attitudes, Galleria, 4:30 PM
93-16 Managerial Diversity Attributions: Why We Should Care, Galleria, 4:30 PM
93-17 Diversity and Turnover Intentions: Can Tenure Moderate Differential Racioethnic Effects?, Galleria, 4:30 PM
93-18 Dissatisfied and Overworked: Effects of Structural Integration on Racioethnic Minorities, Galleria, 4:30 PM
93-19 Observers’ Responses to Racial Harassment in the Workplace, Galleria, 4:30 PM
93-20 Leadership Style Preferences and Gender Stereotyping in Generation Y, Galleria, 4:30 PM
93-21 Race-Related Beliefs Shape Perceptions of White Disadvantage and Policy Unfairness, Galleria, 4:30 PM
93-22 Investigation of Attitudinal Differences Among Individuals of Differing Employment Status, Galleria, 4:30 PM
93-23 Implicit Measures of Attitudes Toward Persons With Disabilities: Current Status, Galleria, 4:30 PM
93-24 The Selection of Leaders: The Influence of Social Dominance Orientation, Galleria, 4:30 PM
93-25 Sexual Orientation Discrimination in the Workplace: Examining the Victims’ Perspectives, Galleria, 4:30 PM
93-26 Racioethnic Similarity, Support, and Work–Family Enrichment, Galleria, 4:30 PM
93-27 Reading Between the Lines: Reactions to Gendered Managerial Communications, Galleria, 4:30 PM
93-28 Differentiating Cognitive Subtests to Minimize Adverse Impact, Galleria, 4:30 PM
95-4 Valuing Diversity Attitudinal Variables: A Structural Equation Modeling Study, Grand Ballroom A, 6:00 PM
95-5 The Role of Diversity Climate Perceptions Among Employees With Disabilities, Grand Ballroom A, 6:00 PM
115 ”Let’s Talk”: Bridging the Gap Between Diversity Researchers and Practitioners, Salon C, 8:30 AM
126 Multigenerational Issues in Organizations, 205, 10:30 AM
150 Furthering LGBT Leadership and Employee Resource Group Development, 203, 12:00 PM
175-14 Does Individuating Information Reduce Gender Bias? A Meta-Analysis, Galleria, 1:30 PM
176 Situational Moderators of Gender-Based Backlash, Grand Ballroom B, 1:30 PM
208 Leadership and Diversity: Science Meets Practice, Salon D, 3:30 PM
243 Relational Influences on Race and Sex Discrimination in Organizations, 206-207, 10:30 AM
264 LGBT Working Professionals: Perceptions, Policies, and Enhancing Engagement, 202, 12:00 PM
280 Trials, Tribulations, and Joys: Challenges of Teaching Diversity Management, Grand Ballroom B, 12:30 PM
316 Race Still Matters: Racial Identity, Perceived Discrimination, and Organizational Attraction, Salon C, 3:30 PM


29 Lighting the Spark: Organizational Practices That Ignite Innovation, Salon A, 11:30 AM
135-1 How Creativity Relevant Attitudes Trigger Behaviors, Skills, and Performance, Galleria, 10:30 AM
135-2 Daily Creativity: The Interplay Between Affect, Stressors, and Job Control, Galleria, 10:30 AM
135-3 Development of a Dimensionalized Measure of Innovative Performance, Galleria, 10:30 AM
135-4 Creative Climate in Virtual Environments, Galleria, 10:30 AM
135-5 Creative Identity, Creativity, and Fairness for Others in the Workplace, Galleria, 10:30 AM
135-6 Creative Performance and the Conscientiousness Components of Achievement and Dependability, Galleria, 10:30 AM
135-7 Ties With Potential: Linking Social Network Structure and Innovation Orientation, Galleria, 10:30 AM
135-8 Is Self-Evaluation of Creativity a Useful Criterion?, Galleria, 10:30 AM
135-9 The Paradox of Innovation Championing: Deviating From the Social Context, Galleria, 10:30 AM
135-10 Relationship Among Cognitive Style, Person–Organization Fit, and Innovative Behavior, Galleria, 10:30 AM
152 Technology in the Workplace, 205, 12:00 PM
212 Do You Tweet? Social Media and the Implications for I-O Psychology, Crystal Ballroom C/D, 4:30 PM
219 Human Resource Management Interventions for Innovation, Crystal Ballroom C/D, 8:00 AM
248 Contexts of Creativity: Challenging the Assumptions, Crystal Ballroom A/F, 10:30 AM
313 Between Cognitive Structure and Organizational Chaos: Quo Vadis Innovation Research?, Crystal Ballroom B/E, 3:30 PM

Job Analysis/Job Design/Competency Modeling

21 Legal Issues in Job Analysis: Avoiding Lawsuits Without Breaking Budgets, Grand Ballroom A, 11:00 AM
66 Industry Spotlight: Applying I-O to Aviation, 212, 2:00 PM
147-1 Discriminant Validity Concerns With the O*NET Holistic Rating Scales, Galleria, 11:30 AM
147-2 Work Design and Performance: Learning and Development as a Mediator, Galleria, 11:30 AM
147-3 Creative Job Analysis Techniques of Astronaut Using Archival Data, Galleria, 11:30 AM
147-4 An Empirical Test of Situational Strength’s Functional Mechanisms, Galleria, 11:30 AM
147-5 Identification of Effective Behaviors of Reemployment Counselors: A Critical Incident Study, Galleria, 11:30 AM
147-6 Competency Modeling and Gender Perceptions in Managerial Positions, Galleria, 11:30 AM
147-7 A Combinatorial Method for Judging the Similarity of Jobs, Galleria, 11:30 AM
147-8 The Changing Nature of Job Characteristics: A Cross-Temporal Meta-Analysis, Galleria, 11:30 AM
291 Job Analysis in the Real World: Perspectives From the Trenches, 203, 1:30 PM

Job Attitudes/Engagement

10 Innovation in Benchmarking Employee Survey Results, 212, 10:30 AM
11-4 Job Insecurity and Sexual Harassment on Swedish Women’s Work Outcomes, 213-214, 10:30 AM
23 Work Conditions That Maximize the Performance of Engaged Employees, Grand Ballroom C, 11:00 AM
59 Engagement and Related Constructs: Antecedents and Outcomes, Crystal Ballroom C/D, 1:30 PM
82-1 Work Engagement: Are Some Workers Predisposed to Become Engaged?, 213-214, 3:30 PM
82-2 An Implicit Theory Perspective on Understanding and Fostering Employee Engagement, 213-214, 3:30 PM
82-3 Work Engagement as a Mediator Between Personality and Citizenship Behavior, 213-214, 3:30 PM
82-4 Personality and Employee Attitudes: Role of Engagement and Job Characteristics, 213-214, 3:30 PM
95-6 Industry Membership and Outcomes Related to Trust in Management, Grand Ballroom A, 6:00 PM
95-7 A Meta-Analytic Review of the Core Self-Evaluations Scale, Grand Ballroom A, 6:00 PM
95-8 Moderators of Relationships With Perceived Organizational Support: A Meta-Analysis, Grand Ballroom A, 6:00 PM
95-9 Personality and Participative Climate: Predictors of Distinct Voice Behaviors, Grand Ballroom A, 6:00 PM
104 Navigating the Recession: Managing Human Capital During the Economic Downturn, Grand Ballroom D, 8:00 AM
121-1 Age and Psychological Contract Fulfillment in Relation to Work Outcomes, Galleria, 9:00 AM
121-2 Second-Class Citizens? Contractor Employee Perceptions of Status and Commitment, Galleria, 9:00 AM
121-3 Final Four Fever and Traditional Work Attitudes: A Longitudinal Investigation, Galleria, 9:00 AM
121-4 Personality, Negative Social Behaviors, and Satisfaction: A Moderated-Mediation Model, Galleria, 9:00 AM
121-5 Multifoci Commitment, Organizational Citizenship Behavior, and Performance in Teams, Galleria, 9:00 AM
121-6 Perceived Overqualification: An Exploration of Outcomes, Galleria, 9:00 AM
121-7 Private Eyes Are Watching You: Reactions to Location-Sensing Technologies, Galleria, 9:00 AM
121-8 Controlling Polychronicity: Implications for Person–Job Fit, Galleria, 9:00 AM
121-9 Manipulating Polychroncity: Implications for Person–Job Fit, Galleria, 9:00 AM
121-10 Mediating Role of Engagement on the Relationship Between POS-OCB, Galleria, 9:00 AM
121-11 Deep Structured Organizational Identification in Army OCS Candidates, Galleria, 9:00 AM
121-12 The Effects of Office Gossip on Workplace Cognitions and Behaviors, Galleria, 9:00 AM
121-13 Generalizing Meyer and Allen’s Three-Component Model to Foci, Galleria, 9:00 AM
121-14 Job Attitudes, Employee Effectiveness, and the Mediating Role of Proactivity, Galleria, 9:00 AM
121-15 Can Learning Goal Orientation Decrease Student Withdrawal?, Galleria, 9:00 AM
144 Invited Speaker: Arnold Bakker, EAWOP President: Engaged Employees Create Their Own Great Place to Work, Salon E, 10:30 AM
147-9 Interplay Among Core Self-Evaluation, Motivation Orientations, and Job Performance, Galleria, 11:30 AM
163 Identified Employee Surveys: Pros, Cons, What We Know/Don’t Know, Salon C, 12:00 PM
187 Beyond Engagement! What’s Next in the New Economic Climate?, Salon E, 2:00 PM
195 Multilevel Perspectives on Perceived Organizational Support, 210-211, 3:30 PM
246 Role of Surveys in Maintaining a Positive Employee Relations Climate, 212, 10:30 AM
259 To Share or Not to Share Survey Data With Employees, Salon D, 10:30 AM
261-1 Implicit Job Satisfaction, 213-214, 11:30 AM
261-2 Evaluating the Validity of Implicit Association Tests of Job Satisfaction, 213-214, 11:30 AM
261-3 Measuring Person–Organization Fit With Values as Supplements to Satisfaction, 213-214, 11:30 AM
288 Job Demands and Worker Well-Being, Salon B, 1:00 PM
295-1 Components of Organizational Attachment and the Potential for Ambivalence, 213-214, 1:30 PM
295-2 Values Fit and Age, 213-214, 1:30 PM
315 Employee Engagement…Who Cares?, Salon B, 3:30 PM

Job Performance/Citizenship Behavior

8 Distinguished Early Career Contributions Award: A Multilevel Approach to Service Quality, Justice, and Diversity Research, 208-209, 10:30 AM
39 The Dangers of Helping: When OCB Can Hurt Employees, Salon C, 12:00 PM
106 Proactivity at Work: Applying Positive Psychology to Organizations, 201, 8:30 AM
121-16 Perceived Organizational Support, Affective Commitment, and Performance: A Meta-Analytic Mediation, Galleria, 9:00 AM
121-17 Social Interaction Motivations and Employees’ Discretionary Behaviors, Galleria, 9:00 AM
121-18 Gender and Organizational Citizenship Behavior: An Implicit Association Approach, Galleria, 9:00 AM
121-19 Proactivity and Promotability: The Mediating Effects of Interpersonal Leadership Skills, Galleria, 9:00 AM
121-20 Situational Constraints and Organizational Outcomes: A Meta-Analysis, Galleria, 9:00 AM
121-21 The Effects of Subliminal Stimuli on Task Satisfaction and Performance, Galleria, 9:00 AM
121-22 Collective Citizenship Behavior: Theoretical Explication and a Cross-Level Examination, Galleria, 9:00 AM
121-23 Perceptions of Politics, Proactive Personality, and Performance, Galleria, 9:00 AM
121-24 Uncovering the Upward Ingratiation Process: Roles of Political Skill, Galleria, 9:00 AM
121-25 Citizenship Performance: Development of a Culturally Universal Measure, Galleria, 9:00 AM
121-26 Impression Management Motives, Positive Affective Tone of a Team, and Organizational Citizenship Behaviors, Galleria, 9:00 AM
121-27 Effects of Organizational Citizenship Behaviors on Interviewer Evaluations, Galleria, 9:00 AM
121-28 Antecedents and Outcomes of Proactive Customer Service: A Cross-Level Model, Galleria, 9:00 AM
121-29 Managerial Social Power Differentially Influences Organizational Citizenship Behaviors, Galleria, 9:00 AM
121-30 Do Good Soldiers Equal Good Intentions? Measuring OCB Motives, Galleria, 9:00 AM
121-31 Voluntary Work Behavior: Relationship With Stressors, Job Satisfaction and Affective Commitment, Galleria, 9:00 AM
121-32 Determinants of Interpersonal Trust and OCB—A Social Network Perspective, Galleria, 9:00 AM
147-10 A Multilevel Investigation of Overall Job Performance Ratings, Galleria, 11:30 AM
147-11 Interactive Effects of Regulatory Fit and Challenge-Hindrance Stressors on Performance, Galleria, 11:30 AM
147-12 Proposing an Integrative Model of Task-Specific Performance, Galleria, 11:30 AM
147-13 Developing a Model of First-Line Supervisor Performance, Galleria, 11:30 AM
147-14 Impact of HR Practices and Psychological Contracts on Perceived Performance, Galleria, 11:30 AM
147-15 Multiplex Ties and Job Performance: Beyond Instrumental and Friendship Networks, Galleria, 11:30 AM
147-16 Model of Dynamic Job Performance: Theoretical and Methodological Suggestions, Galleria, 11:30 AM
154 Rethinking Role Breadth: Relationships to Antecedents and Outcomes, 210-211, 12:00 PM
247-3 The Impact of Multilevel Identifications on OCBs and Turnover Intentions, 213-214, 10:30 AM
261-4 How Person–Organization Fit Impacts Job Satisfaction and Performance, 213-214, 11:30 AM

Judgment/Decision Making

77 Linking I-O Principles to Managerial Decisions, 205, 3:30 PM
213-1 Effect of Supervisors’ Personality on Evaluations of Subordinate Effectiveness, Galleria, 4:30 PM
213-2 Antecedents to Escalation of Commitment: A Meta-Analysis, Galleria, 4:30 PM
213-3 Investigating the Relationship Among Political Skill, Trust, and Negotiation Outcomes, Galleria, 4:30 PM
213-4 A Criterion-Related Validation Study of the Advice-Seeking Tendency Scale, Galleria, 4:30 PM
213-5 Understanding the Individual-Level Adaptation Process: A Dynamic Approach, Galleria, 4:30 PM
213-6 A Multitrait–Multimethod Approach to Isolating Judgment From Situational Judgment, Galleria, 4:30 PM
213-7 Working Memory as a Predictor of Error Capture and Monitoring, Galleria, 4:30 PM
213-8 Control Charts: Minimizing Fundamental Attribution Error in Appraisal Decisions, Galleria, 4:30 PM
213-9 Effects of Precise Salary Offers on Counteroffers and Perceptions, Galleria, 4:30 PM
213-10 Self-Regulatory Control and Moral Behavior in the Workplace, Galleria, 4:30 PM
213-11 Felt Stress Mediates the Relationship Between Stressors and Performance, Galleria, 4:30 PM


1 Opening Plenary Session, Grand Ballroom A, 8:30 AM
16 Front-Line Supervisors: Getting Selection and Development Right, Salon A, 10:30 AM
28-8 Psychological Health Effects of Supervisory Pressure to Behave Unethically, Galleria, 11:30 AM
28-9 Leader Influence on Intrinsic Motivation and Performance: Self-Determination Theory Applied, Galleria, 11:30 AM
28-10 Psychometric Characteristics of Transformational Bosses’ Performance Evaluations, Galleria, 11:30 AM
28-11 Social and Economic Exchanges With Organizations: Do Leader Behaviors Matter?, Galleria, 11:30 AM
28-12 Leadership Errors in M&As: Impact on Employee Behaviors, Galleria, 11:30 AM
28-13 Are Different Generations Showing Different Managerial Derailment Signs?, Galleria, 11:30 AM
28-14 Effects of Transformational Leadership on Follower Self-Efficacy and Self-Esteem, Galleria, 11:30 AM
28-15 The Interplay Between Follower Core Self-Evaluation and Leadership, Galleria, 11:30 AM
28-16 Leader–Member Exchange (LMX) and Trait Activation, Galleria, 11:30 AM
28-17 Predisposed to Derail: The Personality Correlates of Risk for Derailment, Galleria, 11:30 AM
28-18 Preferred Managerial Tactics of Health Care Organization Employees, Galleria, 11:30 AM
28-19 The Structure and Characteristics of Supervisor Dyadic Attachment Relationships, Galleria, 11:30 AM
28-20 Environmentally Specific Transformational Leadership, Modeling, and Subordinates’ Pro-Environmental Behaviors, Galleria, 11:30 AM
28-21 Narcissism Levels and Ratings of Executive Leadership Potential, Galleria, 11:30 AM
28-22 Leading Change Through the Minds not the Hearts of Followers, Galleria, 11:30 AM
28-23 A Process Perspective on the Personality—Leader–Member Exchange Relationship, Galleria, 11:30 AM
28-24 Progressing by Stepping Back: An Assessment of Negative Leader Behavior, Galleria, 11:30 AM
28-25 Understanding the Effects of Authentic Leadership: A Cross-Level Investigation, Galleria, 11:30 AM
55 Teaching Leadership, 205, 1:30 PM
57 Early Identification and Acceleration of Talent for Critical Leadership Roles, 210-211, 1:30 PM
79 S. Rains Wallace Dissertation Award: Power to the People: Exploring Personal Agency in Leadership Development, 208-209, 3:30 PM
101 Leading the Way: Establishing the Right Path for Leadership Research, Crystal Ballroom C/D, 8:00 AM
102 SIOP’s Next 25 Years: What Lies Ahead?, Grand Ballroom A, 8:00 AM
109 Measuring Adaptability and Its Development: New Findings and Innovations, 206-207, 8:30 AM
129 Leadership Behaviors in Context: Considering Organizational Culture and Individual Differences, 210-211, 10:30 AM
130 Collective Leadership: Disentangling Collective Leadership From Collective Performance, 212, 10:30 AM
167 Evolution and the Problem With Modern Leadership, Grand Ballroom D, 12:30 PM
180 High-Potential Talent: Defining, Identifying, Assessing and Developing Future Talent., Salon C, 1:30 PM
203 Character: What Is It Good for?, Grand Ballroom C, 3:30 PM
231 The Role of Leaders’ Self-Regulation in Determining Follower Outcomes, Grand Ballroom D, 8:30 AM
239 Misguided Leadership Training, 202, 10:30 AM
241 Leadership Succession and Retention: What Do We Know?, 204, 10:30 AM
251-1 Perceptions and Expressions of Affect as Follower-Centric Collective Action, Galleria, 10:30 AM
251-2 Culture, Gender, and Leadership Enactment: Determinants of Leadership Success, Galleria, 10:30 AM
251-3 Negative Leadership Characteristics and Leadership Effectiveness in 360° Feedback, Galleria, 10:30 AM
251-4 Leader-Induced Emotion Episodes: Impact on Follower Attitude-Driven Behavior Over Time, Galleria, 10:30 AM
251-5 The Theoretical Implications of Leading Employees With Autism Spectrum Disorders, Galleria, 10:30 AM
251-6 Leader Caregiving: An Investigation of Follower Experiences and Outcomes, Galleria, 10:30 AM
251-7 Transformational Leadership Behavior and Outcomes: Role of Supervisor’s Organizational Embodiment, Galleria, 10:30 AM
251-8 Selecting Leaders: Race, Gender, and Age and the 2008 Election, Galleria, 10:30 AM
251-9 Leader Deception Influences on Leader–Member Exchange and Subordinate Organizational Commitment, Galleria, 10:30 AM
251-10 Creating Person–Organization Fit for the Generations, Galleria, 10:30 AM
251-11 Developing a Shared and Vertical Leadership Short Scale, Galleria, 10:30 AM
251-12 LMX and Turnover Intentions: The Mediating Role of Job Satisfaction, Galleria, 10:30 AM
251-13 Destructive Leadership: Definition and Clarification of the Nomological Network, Galleria, 10:30 AM
251-14 How Transformational Leaders Increase Team Performance: Advice Centrality and Trust, Galleria, 10:30 AM
251-15 Investigation of Motive Between Transformational Leadership and Prosocial Voice, Galleria, 10:30 AM
251-16 Moderators of the Relationship Between Abusive Supervision and Job Satisfaction, Galleria, 10:30 AM
251-17 Does Leadership Experience Affect the Characteristics Valued in Other Leaders?, Galleria, 10:30 AM
251-18 Estimating the Subjective Nature of Job Perceptions, Galleria, 10:30 AM
251-19 The Leadership Circumplex, Galleria, 10:30 AM
251-20 Transformational Leader? Look for Committed Employees, Galleria, 10:30 AM
251-21 To Agree or To Disagree? Predicting LMX Disagreement, Galleria, 10:30 AM
251-22 When Leader Confidence Is Detrimental: Influence of Overconfidence on Performance, Galleria, 10:30 AM
251-23 Are Happy Leaders Engaged Leaders? Affect and Leadership Style, Galleria, 10:30 AM
251-24 Coworkers’ Leader–Member Exchange Relationships and Emotions: A Social Comparison Perspective, Galleria, 10:30 AM
251-25 Vision Content and Leader Emotion Interact in Impacting Vision Effectiveness, Galleria, 10:30 AM
251-26 Interpersonal Leadership and Identification: Roles in Employee Engagement, Galleria, 10:30 AM
251-27 The Influence of Physical Attractiveness on Perceptions of Transformational Leadership, Galleria, 10:30 AM
251-28 Incremental Validity of Emotional Intelligence Predicting Leadership Effectiveness: A Meta-Analysis, Galleria, 10:30 AM
251-29 An Examination of Leader Self-Development: A Moderated Mediation Model, Galleria, 10:30 AM
251-30 Transformational Leadership, Psychological Empowerment, and Organizational Identification, Galleria, 10:30 AM
251-31 What Leaders Say and How They Say It, Galleria, 10:30 AM
253 Boundary-Spanning Leadership: Challenges, Capabilities, and Strategies, Grand Ballroom B, 10:30 AM
276 Teaching Leadership: Questions, Approaches, and New Directions, 201, 12:30 PM
282 Lead Us Out of This Mess! Leadership in Difficult Economic Times, Salon A, 12:30 PM
309 Leadership Development in Practice: Unique Challenges, Unique Solutions, 210-211, 3:30 PM
318 Closing Plenary Session, Grand Ballroom A, 4:30 PM

Legal Issues/Employment Law

25 Politics, Values, and the Supreme Court Ruling in Ricci, 203, 11:30 AM
88 The 4/5ths Is Just a Fraction: Alternative Adverse Impact Methodologies, Salon A, 3:30 PM
96 Validity Versus Adverse Impact: Has Anything Changed?, 203, 8:00 AM
143 New Haven Discrimination Case: What Does It Mean for Us?, Salon D, 10:30 AM
148 At Odds Over Adverse Impact: Perils and Pitfalls in Statistical Reasoning Involving Discrimination, 201, 12:00 PM
166-2 Legal Risk in Selection: An Analysis of Processes and Tools, Galleria, 12:30 PM
193 The OFCCP Curtain Unveiled: Time to Click Your I-O Heels, 206-207, 3:30 PM
222 Thugs and Drugs in the Workplace: Debating Employment Prescreening Procedures, 202, 8:30 AM
237-1 You Sent Me What? Perceptions of Online Sexual Harassment, Galleria, 9:00 AM
237-2 A Multilevel Model of Justice Climate and Legal Claiming Behaviors, Galleria, 9:00 AM
237-3 Sexual Harassment: Implications for Counterproductive Work Behavior, Galleria, 9:00 AM
237-4 Exploration of the Antecedents to Reporting Discrimination and Sexual Harassment, Galleria, 9:00 AM
244 Understanding Sexual Harassment Judgments: Social, Cognitive, and Cultural Factors, 208-209, 10:30 AM
275 Legal Update: Ricci, OFCCP Enforcement, and Implications for Selection, Salon D, 12:00 PM

Measurement/Statistical Techniques

13 Measurement Decision Theory: Theory, Validation, and Application, Crystal Ballroom B/E, 10:30 AM
36 Issues in Applying IRT to Real-World Problems, 212, 12:00 PM
43-1 Believing You’re Socially Skilled Even When Others Don’t Think So, 213-214, 12:30 PM
60-1 Procedures for Cross Validity Estimation With a Criterion Unreliability Adjustment, Galleria, 1:30 PM
60-2 Verification of a Procedure for Evaluating Unidimensionality in Unfolding Responses, Galleria, 1:30 PM
60-3 Careless Responding in Surveys: Applying Traditional Techniques to Organizational Settings, Galleria, 1:30 PM
60-4 Using Secondary Ratings to Account for Rater Uncertainty, Galleria, 1:30 PM
60-5 New Dimensionality Assessment Tool for Generalized Graded Unfolding Model, Galleria, 1:30 PM
60-6 Allowing Correlated Errors in Structural Equation Modeling: A Meta-Analysis, Galleria, 1:30 PM
60-7 Statistical Power of Structural Equation Models in Work–Family Research, Galleria, 1:30 PM
60-8 Assessing Employees’ Regulatory Focus Using Implicit Measurement Techniques, Galleria, 1:30 PM
60-9 Controlling for Common Method Variance Using Statistical Remedies, Galleria, 1:30 PM
60-10 Does “CSE” Mean Core Self-Evaluations or Common Source Effects?, Galleria, 1:30 PM
60-11 Cohen’s d and the Homoscedasticity Assumption: Does Heteroscedastictiy Matter?, Galleria, 1:30 PM
60-12 Application of Dyadic Analysis to Leader–Member Exchange (LMX) Research, Galleria, 1:30 PM
60-13 An Examination of Fit Indices for the Graded Response Model, Galleria, 1:30 PM
60-14 On the Meta-Analysis of Nonrandom, Quasi-Experimental Data, Galleria, 1:30 PM
60-15 The OOR as an Effect Size Index for Logistic Regression, Galleria, 1:30 PM
60-16 Reliability Generalization of the Core Self-Evaluation Scale (CSES), Galleria, 1:30 PM
60-17 A Simple, Parsimonious Overview of Interrater Agreement for Industrial-Organizational Psychologists, Galleria, 1:30 PM
60-18 More Than a Violated Assumption: A Theoretical Review of Heteroscedasticity, Galleria, 1:30 PM
60-19 Psychometric and Normative-Focused Reduction Strategies for the 2009 aJDI, Galleria, 1:30 PM
60-20 Trends in Use of Statistical Analyses: Perceptions of Methodological Alternatives, Galleria, 1:30 PM
60-21 Obtaining Measurement-Invariant Latent Classes Across Hierarchical Units, Galleria, 1:30 PM
60-22 A Practical Approach to Identifying and Creating Subgroup Survey Norms, Galleria, 1:30 PM
60-23 Tournament Tenure: Applying March Madness Methodology to Organizational Tenure, Galleria, 1:30 PM
60-24 A Meta-Analytic Investigation of Self-Rated Social Skill, Galleria, 1:30 PM
84 Exercise-Driven Variance in Assessment Centers: Alternate Approaches, New Insights, Crystal Ballroom B/E, 3:30 PM
95-10 An Examination Empirical Cutoffs for the NCDIF Index, Grand Ballroom A, 6:00 PM
95-11 Prevalence of and Correction for Common Method Effects, Grand Ballroom A, 6:00 PM
124 Independence Day? New Developments in Dealing With Nested Data, 203, 10:30 AM
151 Using Surface Response Graphs to Visualize Interactions in Multidimensional Data, 204, 12:00 PM
170-1 Differential Item Functioning: Effects of Group Membership and Bias Correspondence, 213-214, 1:00 PM
170-2 Can Mixed-Measurement IRT Improve the Prediction of Relevant Performance Outcomes?, 213-214, 1:00 PM
170-3 An Examination of Item Response Theory in I-O Psychology, 213-214, 1:00 PM
170-4 A Comparison of IRT Item Fit Statistics for Dichotomous Responses, 213-214, 1:00 PM
175-15 An Ideal Point Account of the JDI Work Satisfaction Scale, Galleria, 1:30 PM
184 More Measurement Concerns for the I-O Practitioner (and Researcher), 210-211, 2:00 PM
200-1 Reference Group Effects in the Measurement of Personality and Attitudes, Galleria, 3:30 PM
200-2 DIF in Personality Assessment: Does Cognitive Ability Influence Item Interpretation?, Galleria, 3:30 PM
267 New Developments in Modeling Longitudinal and Dynamic Data, 210-211, 12:00 PM


12 New Findings in Goal-Setting Research, Crystal Ballroom A/F, 10:30 AM
28-26 Helplessness of Empowerment: Participative Leadership and Controllability Attribution, Galleria, 11:30 AM
45-22 Lost in Translation: Cultural Interpretations of Performance Pay, Galleria, 12:30 PM
50 Means Efficacy: A Motivational Construct Whose Time Has Come, Salon D, 12:30 PM
93-29 Sex Differences in Job Consideration: Implications for the Wage Gap, Galleria, 4:30 PM
134 Why Do We Put Things Off? Self-Regulation, Task Characteristics, and Procrastination, Crystal Ballroom C/D, 10:30 AM
149 Self-Regulation in Work: The Why, Where, and How of Motivation, 202, 12:00 PM
213-12 Perceptions of Procedural Justice in Compensation Negotiation, Galleria, 4:30 PM
262-19 Reexamining Training Motivation: A Meta-Analytic Investigation of Differential Validity, Galleria, 11:30 AM
262-20 Overall Self-Efficacy Moderates Within-Person Effects on Performance, Galleria, 11:30 AM
262-21 Intrinsic Motivation, Goal Orientation, and Performance: Testing Self-Determination Theory, Galleria, 11:30 AM
262-22 A Within-Person Evaluation of the Regulatory Resource Model, Galleria, 11:30 AM
262-23 Motivational Traits as Predictors of Task Self-Efficacy, Galleria, 11:30 AM
262-24 Influence of Regulatory Focus on Performance Feedback and Motivation, Galleria, 11:30 AM
262-25 Perceived Organizational Support: An Antecedent of Autonomous Motivation, Galleria, 11:30 AM
262-26 Personality, Self-Efficacy, and Planning Effects on Performance: A Process Model, Galleria, 11:30 AM
262-27  Psychological Ownership: The Importance of Having a Say, Galleria, 11:30 AM
262-28 Let’s Not Get Personal: Power Orientation and Aversive Conflict Management, Galleria, 11:30 AM
262-29 Positive and Negative Self-Efficacy Effects Revisited: A Longitudinal Field Study, Galleria, 11:30 AM
262-30 Examining the Stability of Trait Goal Orientation During Long-Term Training, Galleria, 11:30 AM
263 Aging and Work Motivation: Future Research Directions, Salon B, 11:30 AM
311-1 Values in Motivation: Support for a Self-Regulatory Approach, 213-214, 3:30 PM
311-2 Self-Regulation of Goals and Performance: Effects of Discrepancy Feedback, 213-214, 3:30 PM
311-3 Interactive Effects of Regulatory Fit and Goal Characteristics on Performance, 213-214, 3:30 PM
311-4 Trait-Like Goal Orientation, Self-Regulation, and Performance: A Meta-Analysis, 213-214, 3:30 PM

Occupational Health/Safety/Stress & Strain/Aging

9 Shades of Green: Individual Differences in Environmentally Responsible Employee Behaviors, 210-211, 10:30 AM
41 Thirty Years of Safety Climate Research: Evidence From High-Risk Industries, 206-207, 12:30 PM
45-23 Cross-Cultural Examination on Job Autonomy and Conflicts With Supervisors, Galleria, 12:30 PM
81 An Aging Workforce: Processes, Outcomes, and Solutions, 212, 3:30 PM
86-2 Physiological Stress Responses to Regulatory Focus (Mis)Match, Galleria, 3:30 PM
86-3 Counterproductive Work Behaviors in Response to Emotional Exhaustion, Galleria, 3:30 PM
86-4 Predictors of Treatment Seeking Among Reserve Component Combat Veterans, Galleria, 3:30 PM
86-5 Commitment as a Mediator Between Morale Age and Withdrawal Intentions, Galleria, 3:30 PM
86-6 Individual and Occupational Predictors of Multidimensional Well-Being: A Longitudinal Examination, Galleria, 3:30 PM
86-7 Effects of Role Stressors on Organizational Citizenship Behavior: A Meta-Analysis, Galleria, 3:30 PM
86-8 LMX as a Buffer of Role Stress in Nurse Managers, Galleria, 3:30 PM
86-9 The Relationship Between Health and Work Performance: A Quantitative Review, Galleria, 3:30 PM
86-10 Prosocial Motivations, Violence Climate, and Employee Strains, Galleria, 3:30 PM
86-11 Personality Resilience: Addition of Personality to the Job Demands–Control Model, Galleria, 3:30 PM
86-12 Examining Relationships Between Recovery Experiences, Goal Orientation, and Life Satisfaction, Galleria, 3:30 PM
86-13 Take Your Vacation: Work, Vacation, and Respite From Job Stress, Galleria, 3:30 PM
86-14 Work-Safety Tension, Perceived Risk, and Worker Accidents: A Meso-Mediational Model, Galleria, 3:30 PM
86-15 Thriving at Work: A Diary Study, Galleria, 3:30 PM
86-16 Demands–Abilities Fit and Psychological Strain: Moderating Effects of Personality, Galleria, 3:30 PM
86-17 Perceived Job Mobility Benefits on Life Satisfaction of Age-Discriminated Workers, Galleria, 3:30 PM
86-18 Wellness Programs: Relationship to Job Satisfaction, Manager, and Cultural Support, Galleria, 3:30 PM
86-19 Pressure to Produce = Pressure to Reduce Accident Reporting?, Galleria, 3:30 PM
86-20 Learning Opportunities as a Buffer Against Unmet Expectations, Galleria, 3:30 PM
86-21 Preparing for War: Activation and Training in the National Guard, Galleria, 3:30 PM
86-22 Fit With Nursing: A Longitudinal Study Examining Fit and Health, Galleria, 3:30 PM
86-23 A Decision Tree Approach to the Analysis of Accidents, Galleria, 3:30 PM
86-24 A Quasi-Experimental Study of Expressive Writing and Nurses’ Job Attitudes, Galleria, 3:30 PM
86-25 Differences in Traditional and Nontraditional Work Hours on Conflict, Galleria, 3:30 PM
86-26 Job Characteristics and Employee Well-Being in the Technology Sector, Galleria, 3:30 PM
86-27 Core Self-Evaluations as Moderators: A Longitudinal Study, Galleria, 3:30 PM
86-28 Can Commitment to Change Increase Employees Vulnerability to Burnout?, Galleria, 3:30 PM
95-12 Changes in Stressors and Affective-Oriented Criteria: A Longitudinal Assessment, Grand Ballroom A, 6:00 PM
127 Work Schedules and I-O Psychology: Industry, Organizational, and Employee Perspectives, 206-207, 10:30 AM
146-1 Conservation of Resource Theory and Burnout: A Meta-Analysis, 213-214, 11:30 AM
146-2 Exploring the Relationship Between Burnout and Affective Personality, 213-214, 11:30 AM
146-3 An Examination of Burnout Over Time: Antecedents and Moderators, 213-214, 11:30 AM
146-4 Coping With Workplace Burnout: The Role of Political Skill, 213-214, 11:30 AM
158 Beneficial Forms of Social Support and Implications for Employee Well-Being, Crystal Ballroom C/D, 12:00 PM
207 Age in the Workplace: Positive Implications of an Older Workforce, Salon C, 3:30 PM
227 Organizational Assessment and Development in Construction Safety and Health, Crystal Ballroom A/F, 8:30 AM
300 Theme Track Symposium: It’s All About Me: The Issues of Renewal and Revitalization on an Individual Level, Salon E, 1:30 PM

Organizational Culture/Climate

122 The Impact of Internal Customer Service on Organizations, Grand Ballroom D, 9:00 AM
135-11 Gender Biases and Evaluations: The Moderating Effect of Performance Level, Galleria, 10:30 AM
135-12 Safety Climate Perceptions Across the Organizational Hierarchy, Galleria, 10:30 AM
135-13 Embedding the Organizational Culture Profile Into a Universal Value Theory, Galleria, 10:30 AM
135-14 Do Incentive Rewards Increase Incentive?  A Cross-Cultural Examination, Galleria, 10:30 AM
135-15 Proximal and Longitudinal Outcomes of Fit: A Positive Psychological Approach, Galleria, 10:30 AM
135-16 Interpreting Organizational Survey Results: An Application of Self-Serving Bias, Galleria, 10:30 AM
135-17 A Meta-Analysis of the Narrow Dimensions of Psychological Climate, Galleria, 10:30 AM
135-18 Adaptability: Does a Manager’s Competency Matter After Culture Is Controlled?, Galleria, 10:30 AM
135-19 The Business of Ideology: Organizational Structure Determinants of Performance, Galleria, 10:30 AM
135-20 Social Undermining, Employee Involvement, and the Influences on Customer Service, Galleria, 10:30 AM
135-21 Factor Structure and Time Invariance of a Civility Survey Instrument, Galleria, 10:30 AM
135-22 Delta and Northwest Airlines: Managing Culture Change, Galleria, 10:30 AM
135-23 Seven Higher Order Factors of Climate: Generalizable or Culture Specific?, Galleria, 10:30 AM
135-24 Organizational Structure’s Relationship to Job Satisfaction: Moderating Effects of Personality, Galleria, 10:30 AM
135-25 The Role of Diversity Climate in Preventing Sexual Harassment, Galleria, 10:30 AM
135-26 Learning From Mistakes: Learning Orientation Key to Patient Safety, Galleria, 10:30 AM
135-27 Individual Differences in Electronic Performance Monitoring, Galleria, 10:30 AM
153 Earth and I-O: Implications for a Sustainable Workforce, 206-207, 12:00 PM
245 Aligning Business and Functions for Customer Service, 210-211, 10:30 A

Organizational Justice

95-13 Linking the Justice Facets, Overall Justice, Strain, and Turnover Intent, Grand Ballroom A, 6:00 PM
182 Are Justice and Injustice Qualitatively Distinct Concepts?, 206-207, 2:00 PM
188 Third Parties’ Reactions to Bad Behavior in Organizations, 201, 3:30 PM
221 Service Behaviors and Customer Reactions:  Justice, Satisfaction, and Loyalty, Salon B, 8:00 AM
278-1 Justice and OCB: Do Emotions and Self-Esteem Matter?, 213-214, 12:30 PM
278-2 A Multifoci Integration of Justice, Commitment, and Positive Affective Well-Being, 213-214, 12:30 PM
278-3 Organizational Justice, Discrete Emotions, and Counterproductive Work Behaviors, 213-214, 12:30 PM
278-4 Who Cares About Justice? Trait Moderators of Justice–Counterproductivity Relationships, 213-214, 12:30 PM
297-12 Sexual Harassment Policies and Justice Perceptions, Galleria, 1:30 PM
297-13 Interaction of Personality and Justice on Leadership Perceptions, Galleria, 1:30 PM
297-14 Moderating Effects of Turnover Intentions on Justice and Job Performance, Galleria, 1:30 PM
297-15 Context Matters: How Organizational Structure Moderates the Fair Process Effect, Galleria, 1:30 PM
297-16 Investigating Empathy, Sex, and Situational Ambiguity in Justice Perception Formation, Galleria, 1:30 PM
297-17 Effects of Environmental Policies on Individual Perceptions of Corporate Personality, Galleria, 1:30 PM
297-18 Explanations and Prior Relationship on Organizational Outcomes Following Service Failures, Galleria, 1:30 PM
297-19 What Happened to Distributive Justice? An Extension of Equity Theory, Galleria, 1:30 PM
297-20 The Role of Participation and Organizational Support on Justice Perceptions, Galleria, 1:30 PM

Organizational Performance/Change/Downsizing/OD

24 Paging Dr. I-O: Improving Healthcare Quality Through I-O Psychology Research, Grand Ballroom D, 11:00 AM
32 Building Organizational Resilience During Financial Crisis: Multiple Pathways and Perspectives, 202, 12:00 PM
52 Green Matters: Corporate Social Responsibility (CSR) in Recruiting and Selection, Salon A, 1:00 PM
71 Hitting the Mark on Talent Management When the Target’s Moving, Grand Ballroom D, 2:00 PM
138 Building Successful OD Programs. Lessons Not Learned in School, Grand Ballroom C, 10:30 AM
175-16 Testing Alternative Predictions About the Performance Consequences of Managers’ Discretion, Galleria, 1:30 PM
175-17 Fairness Effect and Social Influence on Change Management Behavior, Galleria, 1:30 PM
175-18 Achieving Adaptive Performance: The Interactive Effects of Ability and Leadership, Galleria, 1:30 PM
175-19 Factors Contributing to Business Recovery Four Years After Hurricane Katrina, Galleria, 1:30 PM
175-20 Resources for Organizational Change: Individual Resilience and the Employment Relationship, Galleria, 1:30 PM
296 Managing Organizational Change—Experience and Learning From Practical Applications, Crystal Ballroom B/E, 1:30 PM

Performance Appraisal/Feedback/Performance Management

26 Distinguished Professional Contributions Award: Performance Management—What Works and What Doesn’t, 208-209, 11:30 AM
54 Round Two: Using 360-Degree Feedback to Create Organization Change, 203, 1:30 PM
95-14 Participation in the Development of Performance Appraisal Systems: A Quasi-Experiment, Grand Ballroom A, 6:00 PM
95-15 Personality Antecedents of Self–Other Rating Discrepancy, Grand Ballroom A, 6:00 PM
97 A Cross-Cultural Strategic Performance Management Research Incubator, 204, 8:00 AM
147-17 A Meta-Analytic Review of 25 Years of Feedback-Seeking Research, Galleria, 11:30 AM
147-18 Electronic Performance Monitoring and Performance: A Longitudinal Study, Galleria, 11:30 AM
147-19 Antecedents and Outcomes of the Feedback Environment, Galleria, 11:30 AM
147-20 The Complex Role of Rater Perceptual Self-Monitoring in Evaluating Performance, Galleria, 11:30 AM
147-21 Antecedents and Consequences of Feedback Orientation in Organizations, Galleria, 11:30 AM
147-22 Judicial References to Performance Appraisal Evidence in Racial Discrimination Cases, Galleria, 11:30 AM
147-23 A Multidimensional Measure of Feedback Acceptance, Galleria, 11:30 AM
147-24 An Equity-Based Approach to Rating Discrepancy, Galleria, 11:30 AM
147-25 The Effect of Dynamic Performance Characteristics on Evaluative Judgments, Galleria, 11:30 AM
147-26 The Social Context of Performance Appraisals and Employee Reactions, Galleria, 11:30 AM
147-27 Frame of Reference Training: An Updated Meta-Analysis, Galleria, 11:30 AM
147-28 Enhancing Performance in Sports Teams With ProMES, Galleria, 11:30 AM
147-29 Evaluating Dynamic Performance: A Field Replication and Extension, Galleria, 11:30 AM
147-30 Meta-Analysis of the Influence of Rater Affect on Performance Ratings, Galleria, 11:30 AM
147-31 Maximizing Controllability in Performance Measures, Galleria, 11:30 AM
202 Adapting Performance Management Systems to Changing Times, Grand Ballroom B, 3:30 PM
292 Executive Assessment, 205, 1:30 PM


34 Current Issues in Personality Testing, 205, 12:00 PM
43-2 Narcissistic Entitlement: Implications for Organizational Attraction, 213-214, 12:30 PM
43-3 The Interaction of Test Anxiety and Personality on Employee Commitment, 213-214, 12:30 PM
43-4 Investigating the Dark Triad and Destructive Deviant Work Behavior, 213-214, 12:30 PM
56 Distinguished Scientific Contributions Award: Twenty Years Investigating Personality–Performance Relationships: Looking Back, Looking    Forward, 208-209, 1:30 PM
60-25 Big Five Personality Research in the Military: A Meta-Analysis, Galleria, 1:30 PM
60-26 Large Scale Meta-Analytic Evidence for a General Factor of Personality, Galleria, 1:30 PM
60-27 Gender Differences in the Variability of Personality Traits: A Meta-Analysis, Galleria, 1:30 PM
73 Applicant Faking Behavior: Prevalence, Consequences, and Remedies, 201, 3:30 PM
95-16 Trait and Method Effects in Personality Ratings: A Meta-Analytic Approach, Grand Ballroom A, 6:00 PM
95-17 Personality Variability Across Situations Can Be Captured With Frequency-Based Measurement, Grand Ballroom A, 6:00 PM
200-3 Sex-Based Differential Prediction in Employment-Oriented Five-Factor Model Personality Measures, Galleria, 3:30 PM
200-4 An Investigation of Major Personality Traits Underlying Self-Monitoring, Galleria, 3:30 PM
200-5 Trait and State Determinants of Reported Fatigue Levels, Galleria, 3:30 PM
200-6 Practice Makes Perfect: Extracting Personality Data From Resumés, Galleria, 3:30 PM
200-7 Empirical Keying of Personality Scales to Reduce Faking, Galleria, 3:30 PM
200-8 Trait Self-Control at Work: Relating Self-Control to Contextual Performance, Galleria, 3:30 PM
200-9 Narrow Personality Predictors of Technical Sales Performance, Galleria, 3:30 PM
200-10 Do Warnings on Personality Tests Result in Honest Responses?, Galleria, 3:30 PM
200-11 Further Investigation of an IAT for Workplace Integrity, Galleria, 3:30 PM
200-12 Validating Self-Monitoring as a Class Variable in Predicting Performance, Galleria, 3:30 PM
200-13 Identity Incongruence: Construct Definition and Scale Development, Galleria, 3:30 PM
200-14 Proactive Personality, Self-Control, and Career Success, Galleria, 3:30 PM
200-15 Predictors of Behavior and Attitudes: The Big Five Factors, Galleria, 3:30 PM
200-16 Predicting Interests in Organizing Positions From Personality Profiles, Galleria, 3:30 PM
200-17 Profiling the Faker: The Individual Differences Behind Applicant Faking Behavior, Galleria, 3:30 PM
200-18 Interpersonal Identification-Based Versus Collective Identification-Based Group Identity: A Field Investigation, Galleria, 3:30 PM
200-19 Implicit and Explicit Measures: A Dissociative Model of Aggression, Galleria, 3:30 PM
200-20 Employee Goal Orientation, LMX, and Task Performance, Galleria, 3:30 PM
200-21 Self-Monitoring as a Compound Trait: Relationships With Personality and Values, Galleria, 3:30 PM
200-22 Personality, School, and Life Satisfaction: The Mediational Role of Effort, Galleria, 3:30 PM
200-23 Person–Organization Congruence and Network Position: A Social Capital Perspective, Galleria, 3:30 PM
200-24 Does Openness Predict Job Performance? Yes, on a Facet Level!, Galleria, 3:30 PM
200-25 The Role of Traitedness in the Contextualization of Personality Assessments, Galleria, 3:30 PM
200-26 HEXACO Personality Traits and Job Performance, Galleria, 3:30 PM
200-27 A Comparison of General and Work-Specific Measures of Core Self-Evaluations, Galleria, 3:30 PM
200-28 Comparing MMPI-2, PRF-E, and CRT-A Law Enforcement Applicant Scores, Galleria, 3:30 PM
200-29 Navy SEALS BUD/S Training: Predicting Success With Conditional Reasoning, Galleria, 3:30 PM
251-32 Personality as a Predictor of Performance Across Levels of Leadership, Galleria, 10:30 AM
277 Stop Being So Self-Centered! Researching and Applying Personality via Observer Reports, 206-207, 12:30 PM

Research Methodology (e.g., surveys)

7 Research Design and Statistical Issues in Tests of Mediation Models, 206-207, 10:30 AM
85 Studying Collective Leadership: Methodological Issues, Crystal Ballroom C/D, 3:30 PM
95-18 Self-Report Bias in the Observed Correlation: A Meta-Analysis, Grand Ballroom A, 6:00 PM
107 When Begging Is Not Enough: Detecting and Dealing With Nonresponse Bias to Organizational Surveys, 202, 8:30 AM
160 Interdisciplinary Research: Challenges and Solutions, Grand Ballroom C, 12:00 PM
174 Reading Between Lines: Analyzing and Visualizing Organizational Text/Qualitative Data, Crystal Ballroom C/D, 1:30 PM
175-21 State of Science in Industrial-Organizational Psychology: A Review of Self-Reported Limitations, Galleria, 1:30 PM
175-22 Validation of a Workplace Social Self-Efficacy Inventory: A Pilot Study, Galleria, 1:30 PM
175-23 Mandatory Items in an Internet Survey, Galleria, 1:30 PM
175-24 Agreement or Frequency? Does This Decision Affect Occupational Stress Research?, Galleria, 1:30 PM
175-25 Reviewers’ Perspectives on Method Variance: Intractable Problem or Overemphasized Complaint?, Galleria, 1:30 PM
175-26 Development of a Brief Measure of Error-Related Motivational Tendencies, Galleria, 1:30 PM
175-27 Cut-Off Value for the Adjusted Chi Squared/df Ratio Test, Galleria, 1:30 PM
175-28 Power Estimates for Three Item Response Theory Fit Indices, Galleria, 1:30 PM
211 Temporal Illusions in Cross-Sectional Research, 208-209, 4:30 PM
234 Statistical and Methodological Myths and Urban Legends: Part V, Salon D, 8:30 AM
238 Archiving Data: Pitfalls and Possibilities, 201, 10:30 AM
254 Successful Field Experiments:  Getting In, Getting the Data, Getting Published, Grand Ballroom C, 10:30 AM
266 Issues in Multilevel Research, 205, 12:00 PM
298 Pattern-Oriented Methodology in I-O Psychology: Taking the Next Step, Grand Ballroom A, 1:30 PM

Staffing (e.g., recruitment, applicant reactions, selection system design, succession planning, workforce planning)

4 Web 2.0 and Technology Innovation: Friends and Foes, 203, 10:30 AM
40 Online Recruiting and Selection: New Challenges and Strategies, 203, 12:30 PM
53 CEOs, Scientists, and Generals: Understanding Industry and Government Succession Management, 201, 1:30 PM
65 Networking Opportunity on Uses of Social Networking Web Sites in HR, 206-207, 2:00 PM
93-30 How Diversity Statements Affect Perceived Discrimination Among Rejected Job Applicants, Galleria, 4:30 PM
93-31 Job Promotions, Rater Gender, and the Attractiveness Bias, Galleria, 4:30 PM
95-19 Further Test of a New Faking-Mitigation Procedure: A Field Experiment, Grand Ballroom A, 6:00 PM
119 Leading Edge Consortium 2009 Reunion: Global Selection and Assessment, 208-209, 9:00 AM
123 Restructuring Organizations: Multiple and Multidisciplinary Perspectives, Salon B, 9:00 AM
136 Staffing High-Stakes Jobs: Implications of the Ricci Case, Grand Ballroom A, 10:30 AM
147-32 Development of a Competency Model for Entry-Level Selection, Galleria, 11:30 AM
166-3 Developing g-Loaded Selection Tests Without Adverse Impact, Galleria, 12:30 PM
166-4 Development and Validation of a Selection Tool That Predicts Engagement, Galleria, 12:30 PM
166-5 Applicant Withdrawal: The Effect of Accessibility on Reason for Withdrawal, Galleria, 12:30 PM
166-6 Development of a Classification Method for Advanced Aircraft Training, Galleria, 12:30 PM
166-7 Attracting Racioethnic Minorities: A Social Cognitive Perspective, Galleria, 12:30 PM
166-8 Hiring Discrimination Against Arabs: Skin Tone and Job Type Matter, Galleria, 12:30 PM
166-9 Generation Y Hide Your Secrets? The E.Impression and Interview Ratings, Galleria, 12:30 PM
166-10 Implicit Beliefs and the Research–Practice Gap in Employee Selection, Galleria, 12:30 PM
166-11 Toward a New Model of Interviewer Decision Making, Galleria, 12:30 PM
166-12 Examination of the Time-Lag Effect Between Organizational Commitment and Turnover, Galleria, 12:30 PM
166-13 Strategic Recruitment Using Marketing and Vocational Behavior Theory, Galleria, 12:30 PM
166-14 Investigating Determinants of Fairness Reactions to Selection Criteria, Galleria, 12:30 PM
166-15 Resumé Screening: A Policy-Capturing Study of Recruiter Judgments, Galleria, 12:30 PM
166-16 Does an Economic Recession Affect Personality and Cognitive Ability Scores?, Galleria, 12:30 PM
166-17 Appropriate Input Estimates in Personnel Selection Simulations, Galleria, 12:30 PM
166-18 The Role of Anticipated Organizational Support in Applicant Reactions, Galleria, 12:30 PM
166-19 Establishing Minimum Qualifications Using Multiple Lines of Validation Evidence, Galleria, 12:30 PM
166-20 Job Advertisements: Combined Influence of Central and Peripheral Processing, Galleria, 12:30 PM
166-21 E-Screening: The Consequences of Using “Smileys” When E-Mailing Prospective Employers, Galleria, 12:30 PM
166-22 The Effects of Video and Paper Resumés on Candidate Evaluation, Galleria, 12:30 PM
168 Defining Quality Hires: Evaluating Talent to Maximize Business Results, 204, 1:00 PM
177 Advancing Workforce Planning: Opportunities and Challenges, Grand Ballroom C, 1:30 PM
197 Solutions for Solving the Adverse Impact-Validity Dilemma, Crystal Ballroom A/F, 3:30 PM
201 User Reactions to and Perceptions of Computer-Mediated Assessment Tools, Grand Ballroom A, 3:30 PM
220 Meta-Analysis and Beyond: Extending the EI Nomological Network, Grand Ballroom C, 8:00 AM
236-1 Personality Test Faking in Applicants Based on Web Site Fit Information, 213-214, 9:00 AM
236-2 Increasing the Validity of Personality Questionnaires, 213-214, 9:00 AM
236-3 Coaching and Speeding Effects on Personality and Impression Management Scores, 213-214, 9:00 AM
247-4 An Evaluation of Realistic Job Previews and Mechanisms of Turnover, 213-214, 10:30 AM
255 Rethinking Everything: Acquiring and Retaining Talent Amid an Economic Crisis, Grand Ballroom D, 10:30 AM
279-1 Modeling the Employee Promotion Decision-Making Process, Galleria, 12:30 PM
279-2 Test-Taker Reactions to Item Formats Used in Online Selection Assessments, Galleria, 12:30 PM
289 Internal–External Candidate Differences in Selection/Promotion: Insights From Research and Practice, Salon C, 1:00 PM
295-3 How Interviewees Consider Content and Context Cues to Person–Organization Fit, 213-214, 1:30 PM
295-4 Applicant Attraction to Eco-Friendly Organizations, 213-214, 1:30 PM
303 There’s More to Selection Than Correlation Coefficients: r You Serious?, 202, 3:30 PM

Strategic HR/Utility/Changing Role of HR

20 Theme Track Introduction & Opening Panel: Where the Rubber Meets the Road: Real-World Challenges to Virtually Connected Work,
  Salon E, 10:30 AM
30 Theme Track Symposium: e-HR, Virtual HR, and Other Things Like It: Implications of Technology for HR Theory, Research, and Practice,    Salon E, 11:30 AM
51 From Fantasy to Reality: Talent Management Lessons From Fantasy Baseball, Grand Ballroom D, 1:00 PM
58 Evolving Human Capital Research and Analytics, Crystal Ballroom B/E, 1:30 PM
83 Public-Sector I-O Psychology: Directions for Research and Practice, Crystal Ballroom A/F, 3:30 PM
92 Theme Track Symposium: Telework as an Evolving Form of Virtual Work: Where Have We Been and Where Are We Going?, Salon E, 3:30 PM
94 Theme Track Closing Roundtable, Salon E, 4:30 PM
103 SIOP 2035—The Next 25 Years: Visions for the Future, Grand Ballroom C, 8:00 AM
116 Talent Management in the Turbulent Economy: Trends, Observations, and Prospects, Salon D, 8:30 AM
161 Implementing HR Solutions—How Can We Improve?, Salon A, 12:00 PM
166-23 Getting the “Brain” Firing: Cultures of Genius and Talent Management, Galleria, 12:30 PM
179 Getting Ready for the Economic Recovery: Opportunities and Insights, Salon B, 1:30 PM
210 The SHRM HR Education Survey: 2010 Update and Roundtable, 203, 4:30 PM
235 Theme Track Introduction and Opening Panel: Shape of Things to Come: What Is the New World of Work?, Salon E, 8:30 AM
260 Theme Track Symposium: Shift Happens—The Changed Workforce and Employment Relationship, Salon E, 10:30 AM
262-31 Socially Responsible Supply Chains and I-O Psychology, Galleria, 11:30 AM
262-32 Causal Chain Analysis as an Alternative to Single-Attribute Utility Analysis, Galleria, 11:30 AM
270 Environmental Sustainability: Exploring the Dimensions and Prediction of Green Behavior, Crystal Ballroom B/E, 12:00 PM
283 Theme Track Symposium: People Analytics, Salon E, 12:30 PM

Teaching I-O Psychology/Student Affiliate Issues/Professional Development

15-18 The Language of Success: Words, Personality, Web-Based Course Performance, Galleria, 10:30 AM
15-19 Team Selection Exercise, Galleria, 10:30 AM
15-20 Developing Efficacy Beliefs for Ethics and Diversity Management, Galleria, 10:30 AM
15-21 Action Learning in Academia: Opportunity or Oxymoron?, Galleria, 10:30 AM
17 The SIOP Conference Past and Present: A Retrospective and Critique, Salon B, 10:30 AM
42 Distringuished Teaching Contributions Award: Toward a Bolder Model: Reflections on the Teaching of I-O Scientist–Practitioners, 208-209, 12:30 PM
75 Engaging Students in Applied Work: Lessons From University-Based Consulting Centers, 203, 3:30 PM
98 Town Hall, 208-209, 8:00 AM
145 Educating I-O Psychologists for Consulting and Business: A Skills-Based Perspective, 208-209, 11:30 AM
169 Supporting Practitioners and Those They Serve, 208-209, 1:00 PM
191 The Making of a Book in SIOP’s Professional Practice Series, 204, 3:30 PM
209 Navigating the Beltway: Early Career Path Perspectives From Washington Insiders, Salon E, 3:30 PM
232 The Data-Driven Classroom: Scholarly Teaching and Scholarship of Teaching, Salon A, 8:30 AM
273 GRA to 401K: Navigating Your First I-O Psychology Job, Grand Ballroom C, 12:00 PM
304 Meet the TIP Editorial Board!, 203, 3:30 PM

Testing/Assessment (e.g., selection methods, validation, predictors)

19 Adverse Impact: Implications for Organizational Staffing and High-Stakes Selection, Salon D, 10:30 AM
27-1 Advantages of Differential Validity Analyses Over Differential Prediction Analyses, 213-214, 11:30 AM
27-2 Retesting Effects for Personality and Cognitive-Based Selection Tests, 213-214, 11:30 AM
27-3 Measurement Equivalence of Proctored and Unproctored Internet Testing on Race, 213-214, 11:30 AM
27-4 The Impact of Socially Desirable Responding on Personality Assessment Validity, 213-214, 11:30 AM
37 Assessments in a Global Workforce: Cross-Cultural Variation in Response Distortion, Crystal Ballroom B/E, 12:00 PM
45-24 Evidence of Factorial Similarity Across Cultures Using the CPI260® Assessment, Galleria, 12:30 PM
49 Cool Assessment Tools, Salon B, 12:30 PM
74 Views on Sensitivity Reviews: Who, How, and What’s Next, 202, 3:30 PM
86-29 A Single-Response Situational Judgment Test for Human Factors Professionals, Galleria, 3:30 PM
87 Assessment Center 2.0: Holes, Fixes, and Projections, Grand Ballroom C, 3:30 PM
90 Individual Assessment: Where We Are; Where Should We Be?, Salon C, 3:30 PM
95-20 Social Desirability: New Insights From a Novel Context, Grand Ballroom A, 6:00 PM
95-21 Approaches to Empirical Keying of International Biodata Instruments, Grand Ballroom A, 6:00 PM
95-22 Interactive Multimedia Simulations: Criterion-Related and Incremental Validity, Grand Ballroom A, 6:00 PM
95-23 A Comparison of Methods for Conducting Generalization of Validity Studies, Grand Ballroom A, 6:00 PM
95-24 Moderating Effects of Tenure on the Predictive Validity of Personality, Grand Ballroom A, 6:00 PM
95-25 A Comparison of MCAT Validity Across Standard and Accommodated Administrations, Grand Ballroom A, 6:00 PM
95-26 Considering SES in the Use of Standardized Tests for Selection, Grand Ballroom A, 6:00 PM
118 Practice Meet Science, Science Meet Practice: Assessment Center Research Collaboration, 203, 9:00 AM
128 Revision of the Standards for Educational and Psychological Testing, 208-209, 10:30 AM
131-1 Evidence for Stereotype Threat in a Simulated Selection Setting, 213-214, 10:30 AM
131-2 Stereotype Threat in the Real World: Evidence From Employment Testing, 213-214, 10:30 AM
131-3 Black–White–Hispanic Differences in the Impact of Skill Transparency, 213-214, 10:30 AM
131-4 Modified Multiple-Choice Test Format: An Attempt to Reduce Male–Female Differences, 213-214, 10:30 AM
159 Cognitive Ability Testing: Exploring New Models, Methods, and Statistical Techniques, Grand Ballroom B, 12:00 PM
171 Selection System Obstacles: What Do I Do Now?, 203, 1:30 PM
173 Upgrading Your Assessment Practice, Crystal Ballroom A/F, 1:30 PM
185 Practical and Methodological Considerations for Medium-of-Administration Research, 212, 2:00 PM
204 Automated T&E Questionnaires: Practical Outcomes and Development Considerations, Grand Ballroom D, 3:30 PM
214 Frame-of-Reference Effects in Personality Assessment: New Techniques and Directions, 201, 8:00 AM
223 Explanatory Mechanisms and Boundary Conditions Underlying Assessment Center Validity, 205, 8:30 AM
229 Federal Government Selection: Resumés Versus KSA Statements Versus Assessments, Grand Ballroom A, 8:30 AM
233 Assessment Trends in Organizations: How Companies Measure Talent, Salon C, 8:30 AM
236-4 Personality and Managerial Derailment: Testing an Empirical Scale Development Strategy, 213-214, 9:00 AM
252 Conducting International Validation Research: Overcoming Logistic, Legal, and Cultural Challenges, Grand Ballroom A, 10:30 AM
272 Lessons Learned in Validating and Implementing Technology-Based Front-Line Manager Assessments, Grand Ballroom A, 12:00 PM
279-3 Research Versus Organizational Performance Ratings: Are Practitioner Assumptions Correct?, Galleria, 12:30 PM
279-4 The Predictive Validity of Implicit Policies in Situational Judgment Tests, Galleria, 12:30 PM
279-5 Development and Validation of a Practitioner-Oriented Impression Management Scale, Galleria, 12:30 PM
279-6 Antecedents, Correlates, and Outcomes of Adjustment to College: A Meta-Analysis, Galleria, 12:30 PM
279-7 The Influence of Class Attendance on College Grades: A Meta-Analysis, Galleria, 12:30 PM
279-8 Predicting Employee Performance: Pattern Versus Variable Approach, Galleria, 12:30 PM
279-9 Working Memory at Work: Relations With Motivation, Learning, and Performance, Galleria, 12:30 PM
279-10 Assessment Centers Can Measure Dimensions: Evidence From Leadership Development, Galleria, 12:30 PM
279-11 An Indirect Measure of Writing Proficiency: More Than Face Validity, Galleria, 12:30 PM
279-12 Range Shrinkage of Cognitive Ability Test Scores in Applicant Pools, Galleria, 12:30 PM
279-13 Development of a Situational Judgment Test to Assess Leader Counterproductivity, Galleria, 12:30 PM
279-14 Criterion-Related Validity of the General Mental Ability Measure for Adults, Galleria, 12:30 PM
279-15 Predicting Multitasking Performance: Stress Tolerance, Affect, and Locus of Control., Galleria, 12:30 PM
279-16 So Much to Do, So Little Time: Multitasking and Performance, Galleria, 12:30 PM
279-17 Biodata Response Elaboration: A Large-Scale Field Experiment, Galleria, 12:30 PM
279-18 A Novel Look at Behavior Elicitation in Assessment Center Exercises, Galleria, 12:30 PM
279-19 Are Role Players Able to Use Prompts in Assessment Center Exercises?, Galleria, 12:30 PM
279-20 Optimizing the Efficiency–Adverse Impact Trade-Off in Personnel Classification Decisions, Galleria, 12:30 PM
279-21 Situational Judgments Tests, Self-Insight, and Personality: A Suppression Situation, Galleria, 12:30 PM
279-22 More Than 2%! Incremental Validity of an AC Beyond GMA, Galleria, 12:30 PM
279-23 The Smart or Right Choice: Exploring Job-Related Intelligence and Faking, Galleria, 12:30 PM
279-24 The Situational Specificity of Assessors’ Ratings, Galleria, 12:30 PM
279-25 What Are the Best Predictors of Medical School Performance?, Galleria, 12:30 PM
279-26 Individual-Difference Predictors of African-American Academic Achievement at PWIs and HBCUs, Galleria, 12:30 PM
279-27 The Effect of Applicant Uniqueness in Selection Interviews, Galleria, 12:30 PM
279-28 Moving Beyond Validity Generalization: What About the Remaining Variance?, Galleria, 12:30 PM
279-29 Employee Anger Influences the Validity of Situational Judgment Tests, Galleria, 12:30 PM
279-30 Asian–White Differential Validity of the SAT: Accounting for Criterion Contamination, Galleria, 12:30 PM
279-31 Meta-Analysis Clerical Performance Predictors: Pearlman, Hunter, and Schmidt Update, Galleria, 12:30 PM
279-32 When Searching for Multiple Accurate Mental Models Test for Interactions, Galleria, 12:30 PM
290 Executive Assessment Validity:  Earning a “Seat at the Table”, 202, 1:30 PM
294 Never the Twain Shall Meet? New Cognitive Ability–Personality Relationships, 212, 1:30 PM
299 New Directions and Developments in Interpersonal Skills Assessment, Grand Ballroom C, 1:30 PM
301 Leveraging Technology to Engage Candidates and Deepen Assessments, 201, 2:00 PM
302 Verification of Unproctored Online Testing: Considerations and Research, 206-207, 2:00 PM
306 First-Line Supervisor Selection: Roadblocks, Triumphs, and Revelations, 205, 3:30 PM


100-2 Design Control and Intelligent Agents: Effects on Training Outcomes, 213-214, 8:00 AM
100-3 Trainee–Trainer Similarity in E-learning: Effects With Computerized Trainers, 213-214, 8:00 AM
100-4 Game On: The Impact of Game Features in Computer-Based Training, 213-214, 8:00 AM
117 Advances in Training Evaluation Techniques, Salon E, 8:30 AM
140 Designing Quality Training Games: Moving From Research to Practice, Salon A, 10:30 AM
155 Transfer of Training: New Findings and New Directions, 212, 12:00 PM
190 From Terminal Master’s to PhD: Answering the Basic Questions, 203, 3:30 PM
213-13 Feedback Timing in Team Training: Moderating Effects of Goal Orientation, Galleria, 4:30 PM
213-14 Generational Differences in Training-Related Variables and Outcomes, Galleria, 4:30 PM
213-15 Behavior Modeling and Complex Skill Acquisition: Coping Versus Mastery Models, Galleria, 4:30 PM
213-16 The Interaction Between Ability and Training Structure: A Meta-Analysis, Galleria, 4:30 PM
213-17 The Effects of Feedback Type on Task Performance Over Time, Galleria, 4:30 PM
213-18 Ending the Negative Effects of Remedial Training Through Word Choices, Galleria, 4:30 PM
213-19 Negative Pretraining Events and Personality Interact to Affect Training Motivation, Galleria, 4:30 PM
213-20 Workforce Preparation: Academic Attitudes and Their Antecedents, Galleria, 4:30 PM
213-21 Developing the Unemployed: The Role of Trainee Goal Orientation, Galleria, 4:30 PM
213-22 The Impact of Forming Implementation Intentions on Training Effectiveness, Galleria, 4:30 PM
213-23 Massed Versus Semi-Spaced Long-Term Training in Organizational Settings, Galleria, 4:30 PM
213-24 Measurement Invariance in Training Evaluation: Old Question, New Context, Galleria, 4:30 PM
213-25 Evaluation of a Training Program for Direct Care Workers, Galleria, 4:30 PM

Work and Family/Non-Work Life/Leisure

2 Relating Decision-Making Processes to Individuals’ Navigation of the Work–Family Interface, 201, 10:30 AM
72 Leadership and Work–Life Effectiveness in Universities, Salon B, 2:00 PM
120-1 Key Mediators of the Work–Family Conflict and Job Performance Relationship, 213-214, 9:00 AM
120-2 Work–Family Conflict and Social Emotions, 213-214, 9:00 AM
120-3 Autonomy and the Relationship Between OCB and Work–Family Conflict, 213-214, 9:00 AM
120-4 The Behavioral Antecedents of Different Forms of Work–Family Conflict, 213-214, 9:00 AM
199 Going Beyond Traditional Conceptualizations Within Work–Family Research, Crystal Ballroom C/D, 3:30 PM
237-5 The Role of Justice and Support in Reducing Work–Family Conflict, Galleria, 9:00 AM
237-6 Work–Life Fit: Flexibility and Jeopardy in the Effective Workplace, Galleria, 9:00 AM
237-7 Do Family-Friendly Benefits and Policies Attract Potential Employees?, Galleria, 9:00 AM
237-8 Changing Roles: Are Millennials Redefining Work–Life Balance?, Galleria, 9:00 AM
237-9 Relationships Between Organizational Support, Work–Family Balance, and Work Outcomes, Galleria, 9:00 AM
237-10 Explanatory Mechanisms Underlying the Relationship Between Family-Friendly Climate and Burnout, Galleria, 9:00 AM
237-11 Boundary Management Strategies and Work–Family Balance, Galleria, 9:00 AM
237-12 The Consequences of Work–Family Policy Satisfaction on Employee Job Attitudes, Galleria, 9:00 AM
237-13 Family–Organization Fit: An Extension on Person–Organization Fit, Galleria, 9:00 AM
237-14 Workplace Predictors of Family-Facilitative Emotional and Instrumental Coworker Support, Galleria, 9:00 AM
237-15 Personality and Work–Family Conflict: Situation Strength as Moderator, Galleria, 9:00 AM
237-16 The Effect of Perfectionism on Self-Efficacy for Work–Family Conflict, Galleria, 9:00 AM
237-17 Work–Family Enrichment as a Mediator of Support on Job–Family Satisfaction, Galleria, 9:00 AM
237-18 Work and Nonwork Boundary Management Using Communication and Information Technology, Galleria, 9:00 AM
237-19 Caregiver Convenience: Expanding and Understanding Childcare Satisfaction and Work–Family Conflict, Galleria, 9:00 AM
237-20 The Need for Integrated Models of Work–Family Conflict Antecedents, Galleria, 9:00 AM
237-21 A Cross-Cultural Comparison of the Work–Family Interface and Organizational Commitment, Galleria, 9:00 AM
237-22 The Effects of Organizational Childcare on Turnover Intentions and Commitment, Galleria, 9:00 AM
237-23 In Good Company? An Investigation of Coworker Relationships and Well-Being, Galleria, 9:00 AM
237-24 Linking Achievement Motivation and Work–Family Balance, Galleria, 9:00 AM
237-25 Work–Family Psychological Contract: Mediating Work Interference With Family and Outcomes, Galleria, 9:00 AM
256 Antecedents and Outcomes of Family-Supportive Supervision, Salon A, 10:30 AM
285 Filling in the Gaps: Individual Differences and the Work–Family Interface, 208-209, 1:00 PM
293 Designing Effective Longitudinal Work–Family Research: Practical Lessons Learned, 210-211, 1:30 PM
305 Measurement of Work–Family Integration: U.S., Spain, and Sweden, 204, 3:30 PM