What is I-O?

Kick off the Annual SIOP conference with Kevin Murphy’s Presidential Address and the presentation of SIOP award winners, new fellows, and the results of the 1998 SIOP election

Human resource experts have identified many problems with recent performance appraisal research and its lack of applicability to practice. Five empirical papers are presented in this symposium which focus on the effectiveness of performance appraisal and ways in which appraisals can be made more effective.

Paul E. Levy, University of Akron, Chair
David V. Day, Pennsylvania State University, Deidra J. Schleicher, Pennsylvania State University, Tests of
            the Aptitude-Treatment Interaction Assumption in Frame-of-Reference Rater Training
M. Audrey Korsgaard, University of South Carolina, Empathy and Justice in Performance Appraisals
Jane Williams, Indiana University Purdue University Indianapolis, Sarah Leuke, Indiana University Purdue
            University Indianapolis, 360-Degree Feedback System Effectiveness: Examination of Participant
            Reactions
Frances Gross, University of Akron, Paul E. Levy, University of Akron, Do 360-Degree Feedback Appraisals
            Predict Managerial Effectiveness?
Lisa Keeping, University of Akron, Paul E. Levy, University of Akron, Performance Appraisal Attitudes:
            What Are We Really Measuring?
Robert L. Cardy, Arizona State University, Discussant

Meta-analysis and validity generalization are important methodological tools which have greatly aided research in I-O psychology. However, many difficulties are encountered when conducting meta-analyses and poor decisions made at any stage of the process may lead to inaccurate results. The purpose of this symposium is to highlight potential problems associated with the use of meta-analysis and to provide improvements for future use.

Richard P. DeShon, Michigan State University, Chair
Eugene F. Stone-Romero, SUNY at Albany, Philip Bobko, Gettysburg College, Validity Issues in
            Meta-Analytic Research
Scott B. Morris, Illinois Institute of Technology, Richard P. DeShon, Michigan State University, Effect Size
            Estimates for Meta-Analysis with Repeated-Measures Designs
Adrian Thomas, Lousiana Tech University, Nambury S. Raju, Illinois Institute of Technology, An
            Examination and Evaluation of James et al.’s (1992) VG Estimation Procedure when Artifacts Are
            Correlated
Lawrence R. James, University of Tennessee, Robert T. Ladd, University of Tennessee, Validity
            Generalization: Twenty Years of Suspended Judgment
Paul J. Hanges, University of Maryland, Discussant

Recent business trends such as the movement toward teams and the use of competency modeling have provided important challenges to traditional job analytic methods. Responses of I-O psychologists to these trends have not surfaced widely in published research, and some important opportunities may be missed as a result. This panel will discuss these challenges and opportunities.

Robert G. Jones, Southwest Missouri State University, Chair
Robert J. Harvey, Virginia Tech, Panelist
Edward L. Levine, University of South Florida, Panelist
Juan I. Sanchez, Florida International University, Panelist
Michael Stevens, Psychological Associates, Panelist

Research regarding cognitive ability measures and the selection of minority group members is extensive. This is not true for personality tests used in selection. This symposium includes methodological, empirical, and conceptual discussions of personality testing and the selection of minority group members.

Paul R. Sackett, University of Minnesota, Chair
Syed Saad, University of Minnesota, Paul R. Sackett, University of Minnesota, Differential Prediction by
            Gender in Personality Measurement: Methodological and Substantive Issues
Richard A. McLellan, Personnel Decisions International, Mark J. Schmit, Personnel Decisions International,
            Timothy Hansen, Personnel Decisions International, Hannah E. Olsen, Personnel Decisions
            International, Issues With Personality Tests Used for Personnel Selection: Mean Differences,
            Adverse Impact and Test Fairness
Judith M. Collins, Texas A & M University, David Gleaves, Texas A & M University, Race, Job Applicants,
            and the Five-Factor Model of Personality: Implications for Black Psychology, I-O Psychology,
            and the Five-Factor Theory
Douglas Jackson, University of Western Ontario, Group Differences in Personality: Construct Validity
            Issues
Jos M. Cortina, George Mason University, Discussant
Steffanie L. Wilk, University of Pennsylvania, Discussant

Recent advances in computerized assessments incorporate adaptive capabilities and multimedia technologies such as full-motion video. These assessments have many applications to important HR functions (e.g., selection, evaluation, and training). Each presentation will discuss the development of a new computerized assessment and present research on its application to applied HR problems.

Fritz Drasgow, University of Illinois, Chair
Wendy L. Richman, University of Illinois, Julie B. Olson-Buchanan, California State University at Fresno,
            Fritz Drasgow, University of Illinois, Does the Medium of Administration Matter?
Michelle A. Donovan, University of Illinois, Fritz Drasgow, University of Illinois, Mindy E. Bergman,
            University of Illinois, Can a Multimedia Computerized Assessment of Leadership Skills Predict
            Job Performance Beyond g?
Mary Ann Hanson, Personnel Decision Research Institutes, Walter C. Borman, University of South Florida,
            Henry Mogilka, Federal Aviation Administration, Carol Manning, Federal Aviation Administration,
            Laura B. Bunch, University of South Florida, Kristen Horgen, University of South Florida,
            Computerized   Assessment of Skill in a Highly Technical Job
Walter C. Borman, University of South Florida, Mary Ann Hanson, Personnel Decision Research Institutes,
            Stephan J. Motowidlo, University of Florida, Fritz Drasgow, University of Illinois, Lori L. Foster,
            University of South Florida, U. Christean Kubisiak, University of South Florida, Computerized
            Adaptive Ratings Scales that Measure Contextual Performance
L. Rogers Taylor, State Farm Insurance Companies, Discussant

Research on cohesion and diversity leads to conflicting predictions for group performance. Both cohesion and diversity can improve performance on a cooperative task, but diversity can inhibit cohesion, reducing the positive effects. This symposium presents new theoretical and empirical work relevant to fostering cohesion in diverse work groups.

Kelly Bouas Henry, University of Oklahoma, Chair
Holly Arrow, University of Oregon, Kelly Bouas Henry, University of Oklahoma, Barbara Carini,
            University of Oregon, Theoretical Extensions and Organizational Applications of the Tripartite
            Model of Group Identification
Ellen Shupe, Grand Valley State University, Cultures Clashing: Intercultural Conflict as a Workplace
            Stressor
Kristine Rand, Amoco Corporation, Vicki Magley, DePaul University, The Measurement of Effectiveness
            in Dealing with Diversity: Construction and Use of a New Scale for Work Groups

A debate is rapidly emerging concerning applicant faking on non-cognitive tests. The dominant view argues that faking does not harm the utility of non-cognitive tests. The opposing view asserts that faking causes substantial harm to the utility and validity of non-cognitive tests. This symposium brings new data and paradigms to the debate.

Michael A. McDaniel, University of Akron, Chair
Andrea F. Snell, University of Akron, Michael A. McDaniel, University of Akron, Faking: Getting Data
            to Answer the Right Question
Michael Zickar, Bowling Green State University, Chet Robie, University of Houston, Modeling Faking
            Good on Personality Items: An Item-level Analysis
Robert Kilcullen, Army Research Institute, Leonard White, US Office of Personnel Management, How
            Socially Desirable Responding Affects the Criterion-Related Validity of Self Report Measures
Neil M. A. Hauenstein, Virginia Tech, Faking Personality Tests and Selection: Does it Matter?
Charles L. Hulin, University of Illinois, Discussant
Robert T. Hogan, University of Tulsa, Discussant