Participants who attend Master Tutorial sessions are eligible for varying amounts of CE credits for psychology purposes (see each listing for specific credit amount). These sessions are designed to appeal to practitioners and academics at all levels. There is no additional cost to attend any Master Tutorial beyond the cost of basic conference registration. SIOP is approved by the American Psychological Association to sponsor continuing education for psychologists. SIOP maintains responsibility for this program and its content.
Organization Culture Realignment: Solving The Enigma (2 credits)
Ira M. Levin
Friday, April 27, 2012, 8:00-10:00am
This master tutorial will use two client case studies from the tutorial leader’s consulting practice to illustrate the application of a culture realignment roadmap. Throughout the session the key challenges, issues, and risks for both the client system and consultant associated with each step of the roadmap will be examined. Real life examples from the case studies will be used to demonstrate effective and less effective actions taken to address these challenges, issues, and risks. Theory that has influenced the development and application of the roadmap will be highlighted throughout. The session will be designed in a highly interactive and experiential learning approach that queries participants as to what actions they would pursue or recommend to the client system to take to manage both common and emergent issues associated with culture realignment efforts.
After attending this tutorial participants will be able to:
- Articulate a working definition of organization culture, explain the key factors that influence its development over time, and describe the psycho-social theories that explain how it operates and why it is so difficult to change.
- Describe the principal steps of the culture realignment roadmap including the sequence of major tasks/activities, issues to address, risks to mitigate and deliverables produced during each step.
- Identify the key levers for facilitating and sustaining culture change and the key components that comprise an integrated culture realignment action plan.
- List the current gaps between theory, research, and practice in the area of culture realignment and change and identify actions for helping bridge such gaps.
Dr. Ira Levin's background includes over 28 years of successful achievements consulting with boards and senior executive management in the following areas: organization culture transformation and realignment; organization design, deployment of innovations and new technologies, leadership and executive development; team and board development; human resources strategy and human resources transformation; and business process redesign. In addition, experience includes over 14 years in management and 18 years of doctoral level teaching and research supervision experience.
Methods for the Masses: Demystifying Multilevel (or Hierarchical Linear) Modeling (1.5 credits)
Lisa M. Kath, Christopher J. L. Cunningham, and Alan D. Mead
Friday, April 27, 2012, 1:30-3:00pm
The goal of this tutorial is to provide a non-intimidating introduction to multilevel modeling (a.k.a., hierarchical linear modeling) for application-minded industrial-organizational (I-O) psychologists.
- Discuss common situations in organizational research and practice which benefit from multilevel modeling
- List important research design considerations that incorporate multilevel perspectives
- Select appropriate techniques to analyze common multilevel models
Lisa Kath is a long-time user of MLM in her own research at San Diego State University, has presented symposia on methods topics in the past, and has recently coauthored a chapter on MLM in an upcoming book on research methods in occupational health psychology.
Chris Cunningham teaches statistics and research methods to undergraduate and graduate students at The University of Tennessee at Chattanooga and The University of Tennessee College of Medicine. He has also co-authored a well-received textbook on research methods and presented numerous symposia and workshops on other methods topics in the past.
Alan Mead teaches methodological and individual difference topics at the Illinois Institute of Technology. He can address practitioner perspectives, having practiced as an I-O consultant for the past 19 years.
Transforming Limiting Borders Into New Frontiers Through Boundary Spanning Leadership (2 credits)
Saturday, April 28, 2012, 8:00-10:00am
The most important challenges we face today can only be solved by groups working collaboratively. Today’s successful leaders therefore must develop boundary spanning leadership skills. In this highly interactive tutorial, participants will learn about a research-based model for boundary spanning that includes three strategies and six leadership practices.
- Identify boundaries in one’s work environment
- Describe and apply a research based model for leading across boundaries
- Identify boundary spanning leadership practices and tactics
- Develop one’s own Boundary Spanning Leadership Action Plan
Donna Chrobot-Mason is an associate professor and Director of the Center for Organizational Leadership at the University of Cincinnati (UC). She holds a PhD and M.A. in Applied Psychology from the University of Georgia, and is an Adjunct Research Scholar at the Center for Creative Leadership (CCL). Donna teaches graduate courses for the Masters of Human Resources program at UC and conducts research in the areas of organizational diversity, multicultural leadership, and social identity development. She has published articles in journals such as the International Journal of Human Resource Management, the Journal of Cross-Cultural Management, the Journal of Organizational Behavior, Group and Organization Management, and the International Journal of Conflict Management. Donna also serves on the editorial review board for the Journal of Management and the Journal of Business and Psychology. She published her first book by McGraw-Hill Professional in 2010 entitled Boundary Spanning Leadership: Six Practices for Solving Problems, Driving Innovation, and Transforming Organizations.
Using Biodata for Retention and Productivity in an Emerging Market (1.5 credits)
Terry W. Mitchell and David A. Futrell
Thursday, April 26, 2012, 1:30-3:00pm
This session presents a practical approach for implementing a selection tool in China. A case-study approach will illustrate how a biodata-based selection tool was created, validated, and implemented, achieving substantial reduction in turnover while improving job performance of pharmaceutical sales representatives in the People’s Republic of China.
- Recognize methods of measuring turnover and identifying its causes.
- List a three-step methodology for effectively defining critical organizational outcomes, and for developing corresponding criterion measures and corresponding Biodata predictors for those outcomes.
- Describe a comprehensive twelve-step process for developing, validating and implementing global applications of Biodata prediction programs.
- Design a concurrent validation strategy for developing and validating predictors for employee retention.
Dr. Terry W. Mitchell has conducted, directed, and managed large scale personnel research programs through positions in both academics and industry. He is founder and owner of e-Selex.com (formerly MPORT), a human resource management consulting firm. The firm has provided a variety of national and international programs for measuring and predicting a broad range of critical organizational outcomes. Dr. Mitchell is internationally known for developing assessment programs to predict job criteria such as trainability, retention, promotion, and job performance factors including teamwork, leadership, problem solving, customer service, and work ethics. He is a leading author and speaker on personnel research, and has provided workshops for regional PTC Chapters, SDIOP, and national meetings of APA, IPMAAC and SIOP. Dr. Mitchell is nationally recognized as the leading authority on the use of Biodata for personnel selection. He conducted a Master Tutorial on Biodata development for the Annual Conference of the Society for Industrial and Organizational Psychology in April 1996, and he gave the opening address at the First National Biodata Conference held in October 1996 at the University of Georgia.
David Futrell is a Workforce Research Advisor at Eli Lilly and Company. He received his PhD in I-O from the University of Tennessee/Knoxville in 1992. His areas of expertise include employee selection and retention, survey research, and data analysis. He is an adjunct faculty member at Butler University where he teaches organizational behavior and statistics in the MBA program. His previous work experience includes 6 years as a process improvement consultant at QualPro and three years at Saturn Corporation, where he helped design and implement the system used to select the first 5,000 manufacturing employees.
Computerized Adaptive Testing: A Primer on Benefits, Design, and Implementation (1.5 credits)
Anthony S. Boyce and Nathan Thompson
Friday, April 27, 2012, 1:30-3:00pm
Computerized adaptive testing (CAT) has received an increasing amount of attention by organizations and practitioners due to a number of important psychometric and practical benefits. This tutorial provides a background on key features of CAT, how they lead to specific benefits, and practical issues in design and implementation.
- Identify the key benefits of CAT.
- Describe the fundamental psychometric principles and assumptions of CAT.
- List several key design and implementation considerations, which will help to determine whether CAT is appropriate for different tests and contexts.
Dr. Anthony (Tony) Boyce is a Senior Consultant with Aon Hewitt and is currently located in the Washington, D.C., office. He is member of the Selection & Assessment team and spends much of his time on research and development work focused on computer adaptive testing, unproctered internet testing, and next generation job simulations. He has worked with a number of federal government agencies and Fortune 500 companies providing external and internal consulting services. His work has predominately focused on the development, validation, and implementation of innovative, impactful and legally defensibly selection assessments administered both proctored and unproctored. The type of assessments he has been responsible for developing and implementing include work simulations, job knowledge, biographical data, situational judgment, criterion-referenced personality, and various types of traditional and computer adaptive cognitive tests. Additionally, Dr. Boyce’s experience includes extensive work in competency modeling, job and needs analysis, and ROI analysis. Dr. Boyce received his PhD in I-O from Michigan State University. He has published research in both the Journal of Management and Applied Psychology: an International Review and presented numerous research studies at the annual meetings of the Society for Industrial and Organizational Psychology and the Academy of Management.
Nathan Thompson is the vice president of Assessment Systems Corporation, a leading provider of technology and psychometric solutions to the testing and assessment industry. He has a decade of experience in psychometrics and test development, having worked both at a client testing organization and in the consultant’s role. He oversees consulting and business development activities at ASC, but is primarily interested in the development of software tools that make test development more efficient and defensible. He is also interested in the education of psychometrics, and is adjunct faculty at the University of Cincinnati. Dr. Thompson received a PhD in Psychometric Methods from the University of Minnesota, with a minor in I-O. He also holds a BA from Luther College in Decorah, IA, with a triple major in Latin, Mathematics, and Psychology. He is a member of the National Council on Measurement in Education, the International Association for Computerized Adaptive Testing, and maintains a research program on computerized testing.
Conducting Subconscious Priming Research: Developing Design, Measures, and Procedures (1.5 credits)
Alex Stajkovic, Jessica Greenwald, and Maria Triana
Saturday, April 28, 2012, 8:30-10:00am
Subconscious priming research has recently proliferated in social psychology, and is emerging in I-O psychology. An open question is, what are the best ways to conduct this new research? This Master Tutorial brings together the latest research on developing design, measures, and procedures to most accurately examine subconscious constructs and processes.
- Summarize priming research in psychology
- Describe how priming research relates to I-O psychology and organizational environments
- Identify major research design, measurement, and analysis considerations associated with priming research
Alex Stajkovic is the Procter and Gamble Chair in Business and associate professor of Organizational Behavior at the University of Wisconsin-Madison. Recently (2007-08) he was a visiting scholar at Stanford University (department of psychology). Alex received a distinguished research award in 2007 (UW-Madison), and two excellence in teaching awards (2005 at the UW-Madison, and 1998 at the University of California-Irvine). His research focuses on work motivation and leadership, and is published in premier journals as Psychological Bulletin, Journal of Applied Psychology, Academy of Management Journal, Personnel Psychology. This research generated over 2400 cites. Alex has served on the editorial boards of Journal of Applied Psychology, Academy of Management Journal, Organizational Behavior and Human Decision Processes, South African Journal of Human Resource Management, Organizational Dynamics, and is also a member of the Advisory Council of Harvard Business Review. He received his PhD and MA degrees in Organizational Behavior and Management from the University of Nebraska-Lincoln. Alex has given over 60 presentations at the professional and academic conferences globally.
Jessica Greenwald is an assistant professor in managerial studies at St. Ambrose University. She received her PhD in organizational behavior from the University of Wisconsin-Madison. Jessica's research interests lie in the field of work motivation, specifically core confidence, self-efficacy, attribution theory, and subconscious motivation. Her work has been presented at a number of annual meetings of the Society for Industrial and Organizational Psychology and Academy of Management.
Maria Triana is an assistant professor in the Management and Human Resources department at the University of Wisconsin-Madison. Her research interests include workplace discrimination and diversity, organizational justice, and human resources selection. She has published in a number of journals, including Personnel Psychology, Journal of Applied Psychology, Journal of Management Studies, Journal of Organizational Behavior, Journal of Business Ethics, and others. She earned her PhD in Management from Texas A&M University. She also holds an MBA from the University of Arizona and a BBA from the University of Texas at Austin.