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Master Tutorials

Participants who attend Master Tutorial sessions are eligible for 1.5 CE credits for psychology purposes per session attended. 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 these programs and their content.

The Science and Practice of Social Media Use in Organizations
Presented by Lynn A. McFarland, Robert E. Ployhart, and Mark Schmit

Thursday, April 11, 2013

Social media has revolutionized the way people share information and has the potential to change a variety of organizational functions (e.g., selection). The goal of this tutorial is to provide guidance to those trying to use social media by outlining best practices and future research directions.

Learning Objectives:

  1. Describe the state of scientific research on social media relevant to organizations.
  2. List the benefits and risks of using social media in recruitment; selection; training and knowledge sharing; leadership; and socialization and mentoring.
  3. Identify best practices to help avoid pitfalls and realize benefits of social media use.
  4. Provide directions for future research that will improve understanding and applicability of social media in the workplace.

Presenter Biographies:
Dr. Lynn McFarland’s research is in the areas of staffing, social influence in organizations, and workplace diversity. She has published in leading journals such as the Journal of Applied Psychology, Personnel Psychology, and Journal of Management, and has presented over 50 papers at national conferences. Dr. McFarland is a recognized expert in the areas of her research and has received the Best Paper Awards from both the Journal of Management in 2004 and the HR Division of the Academy of Management in 2005. She also received the Walter G. Klopfer Award for Distinguished Contribution in 2005. She serves on the editorial boards of the Journal of Applied Psychology, Journal of Business and Psychology, and Human Performance. She is also the President of Human Capital Solutions, Inc., an HR consulting firm specializing in staffing and performance management. It was founded in 2004 and serves clients from both the private and public sector.

Robert Ployhart is the Bank of America Professor of Business Administration and a Moore Research Fellow in the Management Department of the Darla Moore School of Business at the University of South Carolina. He received his Ph.D. from Michigan State University. Dr. Ployhart has published in numerous outlets such as the Academy of Management Review, Academy of Management Journal, Journal of Applied Psychology, Journal of Management, Personnel Psychology, and Organizational Behavior and Human Decision Processes. He is associate editor for the Journal of Applied Psychology and has previously served as an invited Co-Editor for Organizational Research Methods. He has served on the editorial boards of six scientific journals. He has received numerous awards, including the APA Distinguished Scientific Award for Early Career Contribution to Applied Psychology, the Best Paper Award in 2006 from the Journal of Management, and is a Fellow of SIOP, APA, and APS.

Mark Schmit is the Executive Director of the Society for Human Resource Management (SHRM) Foundation. He has a Ph.D. in Industrial and Organization Psychology and is a certified Senior Professional in Human Resources. Mark has more than 25 years experience in the field of human resources where he has been a HR generalist, an internal and external consultant to both public and private organizations, an academic, and an applied researcher. He has published more than 25 professional journal articles and book chapters and delivered more than 50 presentations at professional meetings on HR topics.

Ethical and Legal Issues in Individual Assessment and Intervention
Presented by Rodney L. Lowman

Friday, April 12, 2013

Increasingly I-O psychologists are involved in individual assessment and coaching activities. Many ethical issues can arise, however, in such work including training, assessment tools and techniques and interventions. This presentation will also consider some legal concerns that may arise in such work.

Learning Objectives:

  1. Identify ethical issues relevant to individual assessment and coaching.
  2. Describe some emerging legal issues in delivering services at the individual level.     
  3. Define training requirements, listing expectations associated with individual level assessment and intervention activities.

Presenter Biography:
Rodney L. Lowman, PhD, ABAP, is Distinguished Professor, Alliant International University and President, Lowman & Richardson/Consulting Psychologists. He has previously served as the President of Lake Superior State University and in numerous other leadership roles at Alliant International University, The Development Laboratories, and elsewhere. He holds a Ph.D. in Industrial-Organizational and Clinical Psychology from Michigan State University.

Replacing Culture Change with Culture Alignment for a Corporate Win
Presented by Natalie Baumgartner

Friday, April 12, 2013

Culture change initiatives fail 70% of the time. This study proposes that failures stem from focus on comprehensively changing the hard-wired behavior of employees. Personality and business research suggest culture change should be replaced by a culture alignment process designed to consistently align organizations around existing or modified culture values.

Learning Objectives:

  1. Explain the root causes of culture change initiative failure.
  2. Describe an alternative approach to achieving organizational effectiveness by driving culture alignment.
  3. Select strategies from a behavioral toolbox to engage an organization around cultural value alignment.

Presenter Biography:
Dr. Natalie Baumgartner is a Co-Founder and the Chief Psychologist at RoundPegg. RoundPegg is The Culture Company, providing a web-based culture intelligence platform that quantifies the unique culture of organizations and then provides tools to culturally align hiring, development, and engagement. Natalie has been the human form of RoundPegg for over a decade, consulting on culture fit with investors, senior executives and boards of directors. She holds a Ph.D. in Clinical Psychology and serves on the board of the Consulting Psychology Division of the American Psychological Association. She is a popular speaker on culture and recently did a TEDx talk on culture fit. Natalie is a culture evangelist and is passionate about the power that culture fit has to revolutionize how we work.

MQ/PQ Best Practices: Valid Selection at the First Hurdle
Presented by Lisa J. Lewen, Ph.D., and A. James Illingworth, Ph.D.

Friday, April 12, 2013

There is little practical information regarding the development and validation of legally defensible minimum and preferred qualifications (MQs/PQs). In this tutorial, the audience will learn about: 1) MQ/PQ case law and legal guidelines, 2) best practices for developing MQs/PQs, and 3) MQ/PQ content validation methodologies.

Learning Objectives:

  1. Describe relevant case law and legal guidelines pertaining to the development and validation of MQs/PQs.
  2. Develop MQs/PQs according to accepted legal and professional standards.
  3. Identify appropriate and inappropriate MQs/PQs from applied examples.
  4. Describe methods to content validate customized MQs/PQs in order to meet accepted legal and professional standards.

Presenter Biographies:
Lisa J. Lewen, Ph.D., is a Consultant at Aon Hewitt, providing legal defensibility and technical expertise as well as financial and project management. Dr. Lewen has over 10 years of experience in selection and assessment, including job analysis & competency modeling, development & validation of minimum and preferred qualifications, test development and validation, survey design and analysis, structured interview development, litigation support, project management, and focus group facilitation. She holds a Ph.D. in Industrial-Organizational Psychology from the Georgia Institute of Technology.

A. James Illingworth, Ph.D., is Associate Director at APTMetrics, Inc.. He is an experienced manager with more than 8 years experience in areas such as talent management, assessment, job analysis and selection, performance management, executive-level interaction, relationship building, statistics and research design, report writing, and employment litigation. Dr. Illingworth received his Ph.D. in Industrial-Organizational Psychology and Statistics at the University of Akron.

In the Line of Accommodation Duty: Legal and Practical Implications
Presented by Victor V. Wright and Erika Ringseis

Friday, April 12, 2013

The legal duty to accommodate employees on the basis of disability and other criteria in the United States and Canada will be addressed. Participants will also participate in case study analysis and apply the legal principles learned to reduce employer liability and promote successful workplace diversity.

Learning Objectives:

  1. Describe the legal test of the duty to accommodate.
  2. Identify the factors associated with undue hardship in accommodation.
  3. Apply legal principles to factual scenarios and policy development.

Presenter Biographies:
Victor V. Wright is Associate General Counsel at TransCanada Corporation, one of the largest energy infrastructure companies in North America. At TransCanada, Mr. Wright leads a cross-border team of attorneys and paralegals responsible for providing human resources and immigration legal support to the Company’s Canadian, U.S. and Mexico oil and gas pipeline, gas storage and energy businesses. Prior to joining TransCanada, Mr. Wright was an associate in the labor and employment practice group at Haynes and Boone, LLP. He has also served on active duty as an Air Force Judge Advocate and presently serves in the Air Force Reserve JAG Corp in the rank of Lieutenant Colonel. Mr. Wright received his Juris Doctorate magna cum laude from the University of Houston Law Center. He earned his Master of Business Administration from St. Mary’s University in San Antonio, Texas, and his Bachelor of Science from the United States Air Force Academy.

Dr. Erika Ringseis is Senior Legal Counsel and Team Lead at TransCanada, working on Victor Wright’s team on the Canadian side of the business.  Dr. Ringseis provides advice to TransCanada on all employment-related legal issues, including discrimination, harassment, privacy, dismissals, pensions and business immigration. Prior to joining TransCanada, Erika Ringseis was an associate at a major national law firm, McCarthy Tétrault LLP, practicing in the labour and employment group.  Prior to commencing legal studies, her interest in employment matters led her to Penn State where she obtained her Ph.D. in Industrial/Organizational psychology. In addition to maintaining a busy legal practice, Dr. Ringseis continues to provide articles to the quarterly Canadian SIOP newsletter.

The Art of Experimentation in Organizations: Practical and Ethical Considerations
Presented by Jerald Greenberg and Daniel C. Ganster

Friday, April 12, 2013

Practical guidelines are presented for conducting experiments in organizations that advance science without disrupting host organizations or putting participants at risk. Using successful practices as illustrations, facilitators suggest ways to get a foot in the door, and to meet ethical standards before, during, and after the research is conducted.

Learning Objectives:

  1. Define the roles and purposes of organizational experiments in the toolkit of organizational scholars.
  2. Explain research design options and minimum design requirements for conducting experiments in the workplace.
  3. Describe methods to secure organizational research sites in which to conduct experiments and how to clarify and meet obligations to them.
  4. Identify ethical considerations to company sponsors and employee participants when conducting an experiment in a workplace setting.

Presenter Biographies:
Jerald Greenberg was granted a Ph.D. in Psychology (Industrial/Organizational and Social) in 1975 from Wayne State University. Currently, he is Senior Psychologist at the RAND Corporation’s Institute for Civil Justice, Center for Corporate Ethics and Governance. He also was Honorary Professor at the University of Queensland Business School in Australia. In 2007, Greenberg retired from his position as Abramowitz Professor of Business Ethics and Professor of Management at the Ohio State University’s Fisher College of Business. Greenberg has been researching matters of justice in groups and organizations for almost 40 years. In fact, the authors of one publication on the history of this topic refer to him as, “the founding father” of the field of “organizational justice.” Indeed, in one of his most widely cited articles (published in 1987 in the prestigious Academy of Management Review) he named and launched this field.

Daniel C. Ganster (Ph.D. Purdue University) is the Senior Associate Dean for Administration for the College of Business at Colorado State University.  He joined the faculty of CSU in June 2009, and previously was on the faculty at the University of Arkansas and the University of Nebraska.  His research broadly concerns the impact of work life experiences on the mental and physical well being of organizational members.  His goal is to help organizations become both more productive and supportive of worker health and well being. He is on the editorial review boards of the Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Journal of Management, and the Journal of Occupational Health Psychology.  He previously served on the boards of Journal of Organizational Behavior and Stress and Health.  Dr. Ganster also served as a member of the Behavioral Sciences Research Review Committee for the National Institute of Mental Health.  His research has been supported by grants from the National Institute of Mental Health, the National Institute for Occupational Safety and Health, and Dillard’s, Inc.  He co-edited the series Research in Occupational Stress and Well Being, whose ninth volume came out in 2011.  In 2006 he was elected to membership in the Society for Organizational Behavior.

New Procedures for Measuring Correlation: Introducing MIC and MINE
Presented by David J. Scarborough

Friday, April 12, 2013

The Maximal Information Coefficient (MIC) and Maximal Information Non-parametric Estimation (MINE) are new data mining techniques for identifying and describing linear and non-linear dependencies in many dimensional, large sample data sets. Advantages of these techniques include simplicity of interpretation, analytic efficiency, generality and equitability.  MIC and MINE are described and applied.

Learning Objectives:

  1. Explain how the Maximum Information Coefficient (MIC) is a significant analytic innovation for efficiently discovering and describing structural dependencies in large sample, multidimensional behavioral data collected from online sources.
  2. Explain how Maximal Information Non-parametric Estimation (MINE) statistics describe and visualize nonlinear correlation between variables.
  3. Demonstrate the use of MIC an MINE in a behavioral data set.
  4. Apply these procedures, including reviewing sources of software and other technical information.

Presenter Biography:
David Scarborough serves as Professor of Human Resource Management at Black Hills State University and is a former Chief Scientist at Kronos Talent Management.  He is the lead author, with Mark Somers, of "Neural networks in organizational research: Applying pattern recognition to the analysis of organizational behavior" which was published by APA Books in 2006.  He and the Kronos team hold seven patents in the area of HRIS data mining. Dr. Scarborough holds a Ph.D. in Human Resource Management and Organizational Psychology from the University of North Texas.

The WOW! Factor: Design 101 for Technology-Delivered Tests
Presented by Tami Licht, Eric Sydell, and Kim Karanovich

Saturday, April 13, 2013

Innovative item types are becoming more prevalent among electronically delivered assessments. Practitioners are wooed by the wide range of possibilities in terms of graphical enhancement of items. Adding too much pizzazz, or “Wow”, however, can have unintended consequences. Experienced panelists provide an overview of UI design principles.

Learning Objectives:

  1. Identify key principles in graphical user interface design that are relevant to the creation and maintenance of innovative item types for technology-delivered tests.
  2. List common pitfalls made by inexperienced practitioners.
  3. Offer recommendations for the overall design process when building innovative item types.

Presenter Biographies:
Tami Licht is a Director within DDI’s software development organization (E-Systems), overseeing the Professional Services Group.  In Tami’s fifteen years with DDI, she has led and/or participated in every facet of software development, starting with a System Analyst position on the Design team. She currently leads the configuration and support of complex client software solutions.  Recent strategic initiatives she’s led include the formation of a new Project Management Office (PMO) and the reorganization of the Professional Services Group, both aimed at streamlining technical product/solution development and liaising with internal and external customers.  Tami has also accelerated the implementation of agile methodologies (SCRUM), replacing former waterfall methods.  Test-driven development (TDD) and white box testing are the newest techniques being used by her quality assurance teams in that paradigm. Tami’s background includes a B.S. in Computer Science with a Math minor, a M.S. in Information Systems, and a Project Management Professional (PMP) certification.

Eric Sydell is a Principal of Shaker Consulting Group, based in Cleveland, Ohio. He has twelve years of experience, working within and as a consultant to organizations, as well as in university-level teaching and research capacities. Eric works with clients to determine human resource management strategies that support business objectives, including working with them to implement Virtual Job Tryout hiring solutions. He has extensive experiencing creating advanced online simulations, and analyzing assessment data against organizational metrics. Eric has conducted human capital projects at the corporate, division, and field operating levels for organizations such as PNC, Sherwin-Williams, Starbucks, Green Mountain Coffee Roasters, AAA Insurance, and many other Fortune 500 and mid-sized organizations.

Kim Karanovich is a Principal User Experience Designer within DDI’s software development organization (E-Systems), overseeing the user interface and user experience design for DDI’s software products.  Kim has been working in UX and UI design for over 15 years, and has led design projects and design teams to create innovative user experiences that conform to industry standards, utilize latest technology, meet business and user requirements, and adhere to section 508 guidelines, while serving a global user base. She is an evangelist for user-centered design, ensuring that users and their tasks are highest priority by developing user personas and conducting rigorous rounds of usability testing. Kim and her team utilize a variety of design tools and techniques (including developing user personas, task flows, use cases, wireframes, clickable prototypes, information architectures, activity diagrams, mood boards, and design comps) when working with fast-paced Agile software development teams to effectively design web sites and rich internet applications. Kim’s extensive background in design and technical writing have helped shape DDI’s products and solutions, ensuring they are efficient, satisfying, and user-friendly. 

Applications of Bifactor Models to Big Five Data
Presented by Michael D. Biderman

Saturday, April 13, 2013

The application of bifactor models to personality data, focusing on the Big Five, will be covered. The tutorial will include types of data appropriate for bifactor models, alternative models, computer programs, potential problems, and an overview of research on the impact of bifactor models on relationships among personality variables.

Learning Objectives:

  1. Differentiate bifactor models for Big Five data from simple CFAs, higher order factor models, and correlated uniqueness models.
  2. Recognize how bifactor models can be applied using Amos, EQS, and Mplus.
  3. Describe the use of factor scores in the analysis of data from CFA models.
  4. Explain major results from application of bifactor models to Big Five data.

Presenter Biography:
Michael David Biderman, Ph.D. is Professor of Psychology at the University of Tennessee at Chattanooga, where he has taught since 1972. He also serves as Statistical Consultant for the Department of Surgery at Erlanger Hospital. He holds a Ph.D. in Psychology from the University of Iowa.

Data Analysis and Visualization with R
Presented by Robert I. Kabacoff

Saturday, April 13, 2013

The open source R language is rapidly becoming the sine qua non for data analysis in academic and business settings around the world. Through numerous examples, this master tutorial will provide a gentle introduction to R, while simultaneously providing a roadmap for future learning.

Learning Objectives:

  1. Provide an overview of R, including its strengths and limitations for social scientists.
  2. Summarize a variety of methods for getting one’s data in R.
  3. Provide examples of how to conduct common statistical analyses in R.
  4. Demonstrate R’s graphic capabilities.

Presenter Biography:
Dr. Robert I. Kabacoff is Vice President of Research for Management Research Group, where he has planned, executed, and analyzed more than 150 research studies. He has expert knowledge of analysis of variance models, the prediction of continuous outcomes, the prediction of discrete outcome, latent variable modeling, nonparametric statistics and robust methods, and a wide range of data mining techniques. He is a licensed psychologist in the state of Florida and holds a Ph.D. in Clinical Psychology from the University of Missouri-St. Louis.

Introduction to Bayesian Statistics
Presented by Donald L. Zink, J.D.

Saturday, April 13, 2013

Bayesian statistical methods are infrequently used in psychological research, since Bayes seldom is taught in graduate quantitative methods classes. This tutorial will review the major concepts of Bayesian analysis (e.g. prior and posterior distributions) and is an overview of what might be taught in a first year graduate course.

Learning Objectives:

  1. Explain the key differences between Bayesian and NHST approaches in philosophy and methods of data analysis.
  2. Define the key concepts of Bayesian theory, such as prior and posterior distributions; improper, proper and conjugate priors; likelihood ratios and Bayes factors; and credible intervals.
  3. Explain why Bayesians believe researchers should express their opinions as probabilities prior to conducting a study.

Presenter Biography:
Donald L. Zink, J.D. is Principal at Personnel Management Decisions, where he conducts human resources consulting for clients concerning procedures for employee selection, development and utilization, and training for antidiscrimination programs. He also has extensive teaching experience in adjunct positions at graduate and undergraduate levels for several institutions including: University of Colorado at Denver; Rutgers, the State University, New Jersey; University of Dayton, Ohio; University of Phoenix; and Arapahoe Community College, Colorado.  He holds a J.D. from the University of Denver, Sturm College of Law.

Qualitative Investigation of Context: Staff Rides for Research and Practice
Presented by Wendy S. Becker and Michael J. Burke

Saturday, April 13, 2013

This interactive session builds participant knowledge for conducting qualitative investigations of context in staff rides. Using a wilderness exemplar we demonstrate observational, analytic and dialogic processes and discuss publication and institutional review board issues. The popular method is repositioned to yield unique contributions for I/O research and practice.

Learning Objectives:

  1. Explain the qualitative methodological foundation of the staff ride.
  2. Describe the three phases of staff ride: the preliminary study, the field visit, and the integration.
  3. Identify methods to examine and analyze decisions made during a staff ride. 
  4. Discuss the strengths and limitations of the method, including recommendations for Institutional Review Board (IRB) concerns and the publication of qualitative cases.

Presenter Biographies:
Wendy S. Becker is Associate Professor of Management, John L. Grove College of Business, Shippensburg University. In 2010 she received the Research Excellence Award from the Academy of Human Resource Development and Research Awards from Shippensburg University in 2008, 2010, 2011 and 2012. She is current principle and co-owner of Becker-Dale Consulting. She is an Officer on the Executive Board of Metropolitan New York Area Association of Applied Psychology and past editor of The Industrial-Organizational Psychologist. Previously, she served in leadership positions at HRStrategies and Development Dimensions International. She earned her Ph.D. in Industrial-Organizational Psychology from the Pennsylvania State University.

Michael J. Burke is the Lawrence Martin Chair in Business in Tulane University’s Freeman School of Business and he holds an adjunct appointment in the Department of Environmental Health Sciences in Tulane’s School of Public Health and Tropical Medicine. Prior to coming to Tulane University, Professor Burke was a tenured Associate Professor of Management at New York University’s Stern School of Business. He has held full-time positions in management consulting, and was a Visiting Professor at the University of Sheffield’s Institute of Work Psychology during 2004. Currently, he serves as the Chair of Tulane University’s Social-Behavioral Institutional Review Board. He holds a Ph.D. in Psychology from the Illinois Institute of Technology.