What is I-O?

In practice, many organizations use categorical scales to assess employees’ job performance (i.e., criterion). Therefore, using logistic regression, a new model of utility analysis appropriate for categorical (or polytomous) criterion measure has been proposed and tested. Also addressed are the questions of judgment and accuracy of estimation in utility analysis.

Nambury S. Raju, Illinois Institute of Technology, Chair
Liang-Yu Dai, Georgia Tech, Nambury S. Raju, Illinois Institute of Technology, Development and Application of
            Polytomous Utility Model
Kenneth S. Law, Hong Kong University of Science & Technology, Brett Myors, Macquarie University, Two
             Applications of Utility Analysis in Australia
Brett Myors, Macquarie University, Jane Carstairs, Macquarie University, Natasha Todorov, Macquarie
            University, How Serious Is the Problem of Judgment in Utility Analysis?
Doug Quartetti, HumRRO, Nambury S. Raju, Illinois Institute of Technology, A Monte Carlo Assessment of
            Estimation in Utility Analysis
Michael J. Burke, Tulane University, Discussant
Robert A. Ramos, HumRRO, Discussant

Job analysis forms the foundation upon which virtually all human resource management systems are built. Although many assume job analysis information is accurate, there is growing evidence suggesting that this may not be the case. This symposium presents recent theoretical and empirical work which examines issues of job analysis inaccuracy.

Michael A. Campion, Purdue University, Co-Chair
Frederick P. Morgeson, Purdue University, Co-Chair
Frederick P. Morgeson, Purdue University, Michael A. Campion, Purdue University, Framework of Social and
            Cognitive Sources of Potential Job Analysis Inaccuracy
Edward L. Levine, University of South Florida, Juan I. Sanchez, Florida International University, Sources of
            Inaccuracy in Job Analysis and Suggestions for Remediation
Mark A. Wilson, North Carolina State University, The Ergometric Study of Tasks: Review and
            Recommendations
Marilyn K. Gowing, US Office of Personnel Management, Accuracy Across Job Analysis Methodologies
Kenneth Pearlman, Lucent Techologies, Discussant
Michael D. Mumford, American Institutes for Research, Discussant

Most graduate programs require GRE scores for admission. Recently the validity of the GRE has come under intense scrutiny. The purpose of our symposium is to examine the current validity evidence for the GRE. The influences of range restriction, criterion conceptualization and measurement, and sampling error will also be highlighted.

John P. Campbell, University of Minnesota, Co-Chair
Deniz S. Ones, University of Minnesota, Co-Chair
Olelsandr Chesyneshenko, University of Illinois, Deniz S. Ones, University of Minnesota, How Selective Are I-O
            Psychology Graduate Programs: The Effect of the Selection Ratio on the GRE Validity
Jerilee Grandy, ETS, Graduate Record Exam Validity at ETS
John P. Campbell, University of Minnesota, Nathan R. Kuncel, University of Minnesota, Frederick L. Oswald,
            University of Minnesota, Predicting Performance in Graduate School: The Criterion Problem
Nathan R. Kuncel, University of Minnesota, Sarah A. Hezlett, University of Minnesota, Deniz S. Ones, University
            of Minnesota, The Predictive Validity of the Graduate Record Examination: A Meta-Analysis
Wayne J. Camara, The College Board, Discussant

In 1997, APA and NIOSH entered into a 5-year agreement to implement graduate-level curricula in a new field called occupational health psychology. APA will call upon psychology departments to develop proposals for funding to develop a course of study. Participants will share ideas about I-O involvement in this project.

Heather Roberts Fox, American Psychological Association, Host
Michael Colligan, NIOSH, Host

Our goal is to initiate programmatic research at Aon on various topics that involves researchers working in different areas at different universities. The discussion will focus on the identification of worthy research areas, problems and ways to confront and solve them, and the solicitation of potential collaborators in this effort.

Neal W. Schmitt, Michigan State University, Host
John D. Arnold, Aon Consulting, Host

This symposium focuses on data from field studies assessing the impact of racial climate and experiences of racial discrimination and harassment. Taken together, the papers report similar outcomes of racial discrimination and harassment experiences in samples as diverse as university students, organizational employees, and community members.

Kimberly T. Schneider, University of Texas at El Paso, Chair
Landon Reid, University of Illinois, Fact to Factor: Race, Self-Perceptions of Competence, and the Mediating
            Role of Racial Climate
Sharon Goto, Pomona College, Predicting Asian American Experiences with Racism: The Role of
            Demographics, Occupation, and Workplace Composition
Phanikiran Radhakrishnan, University of Texas at El Paso, The Effect of Racial Climate on Psychological and
            Health Outcomes: The Mediating Role of Racial Discrimination and Harassment
Keith James, Colorado State University, Discussant

Understanding the constant changes in the workplace and the implications this has on organizations is of significant importance to many I-O psychologists. This symposium will specifically address the notion of how the changing nature of work and working makes an impact on us as I-O psychologists and the way we do business.

Richard J. Klimoski, George Mason University, Chair
Ann Howard, Development Dimensions International, Gearing Up for the Future: I-O Psychology for a
            Changing Workplace
Vicki V. Vandaveer, The Vandaveer Group, I-O Practice Strategy in a Era of Rapid and Multi-Faceted Change
Michael G. Rumsey, US Army Research Institute, Sheila T. Simsarian Webber, George Mason University, Henry
            Busciglio, US Office of Personnel Management, Foretelling the Future with Science: NCO Jobs in the
            21st Century
Robert J. Vance, Pennsylvania State University, Information Technology Applied to Work Force Transitions

These four studies address two unresolved issues in the growing self-efficacy literature. A theoretical issue concerns individual versus collective levels of self-efficacy, whereas a methodological issue concerns process versus outcome levels of measurement. Each study employs longitudinal data collection and analyses to extend our understanding of self-regulation.

Mark A. Mone, University of Wisconsin-Milwaukee, Chair
Michelle Marks, Florida International University, Does Collective Efficacy Help Teams Perform in Unfamiliar
            Situations?
Amy L. Unckless, Pennsylvania State University, John E. Mathieu, Pennsylvania State University, Jennifer W.
            Martineau, Center for Creative Leadership, Motivational and Dispositional Predictors of Performance: A
            Comparison of Static and Dynamic Conceptualizations of Performance
Thomas D. Kane, Southwest Missouri State University, Tim Baltes, Southwest Missouri State University,
            Efficacy Assessment in Complex Social Domains: Leadership Efficacy in Small Task Groups
Gilad Chen, George Mason University, Robert Kilcullen, US Army Research Institute, Jon-Andrew Whiteman,
            George Mason University, A Longitudinal Examination of the Unique Roles of Trait-Like and
            State-Like Individual Differences in Self Regulation
Dov Eden, Tel Aviv University, Discussant
Ruth Kanfer, Georgia Tech, Discussant

Cognitive ability is espoused as the single most reliable predictor of job performance, but cognitive skills do not represent many critical job performance areas. Using cognitive tests results in high adverse impact against minorities. This forum presents alternative strategies for developing selection instruments with high prediction and low adverse impact.

Ted R. Axton, CWH Management Solutions, Measuring the Importance of "Multiple Intelligence" in
            Firefighter and Police Positions
Jack M. Feldman, Georgia Tech, Conditional Reasoning Approaches to Measuring Motivational Constructs
Kurt Kraiger, University of Colorado at Denver, Herman Aguinis, University of Colorado at Denver, Kristin
            Taylor, University of Colorado at Denver, Work Readiness as a Predictor of Employee Acceptability and
            Effectiveness
Kevin R. Murphy, Colorado State University, Discussant
Chris Hornick, CWH Management Solutions, Discussant

Following the April 1998 issue of The Industrial-Organizational Psychologist, the editorship passes from Michael Coovert to current board member Allan Church. This session will provide SIOP members with an opportunity to meet, exchange ideas, provide feedback, discuss ways to increase member contributions, and generally get involved in TIP.

This discussion group will explore challenges and opportunities associated with using the Internet as a research tool. Discussion topics will include: duplicate publishing, the lack of peer reviewers, standards for on-line research, data warehousing/public domain measures, and pay-for-use publications.

J. Philip Craiger, University of Nebraska at Omaha, Chair
Michael D. Coovert, University of South Florida, Panelist
Jeffrey M. Beaubien, George Mason University, Panelist
Deanna Banks, George Mason University, Panelist

Many companies have found themselves on the leading edge in addressing issues related to executing integrated performance management systems. This practitioner forum will cover future trends in performance management systems and discuss several areas in which companies are currently expanding their performance management processes.

Kalen F. Pieper, Pepsi Cola, Chair
Ann Maurer, Towers Perrin, Strategic Performance Management for the Future
Lisa M. Collings, Harris Methodist Health System, The Performance Management Process at Harris Methodist
            Health System
James D. Eyring, Pizza Hut, Simplifying and Integrating Performance Systems: Too Many Systems, Not Enough
            Time
Kalen F. Pieper, Pepsi Cola, Integrating Function Specific Competencies into the Performance Management
            Process

Meta-analysis was used to investigate the effects of various performance appraisal characteristics on ratee reactions to performance appraisal. Hypotheses regarding these relationships are supported. Evidence for the discriminant validity between perceived accuracy and fairness is also revealed. Finally, rating favorability was substantially correlated with performance appraisal characteristics. Implications are discussed.

This study examined the relationship between personal values and the performance domains of interpersonal effectiveness, organizational involvement, and task performance. The results suggest that specific values are differentially related to performance domains.

This study investigated the impact of using three versus five categories or "buckets" for performance evaluation. Results indicated that the five-bucket system motivates greater performance improvements, but its use may result in lower perceptions of fairness among lower-rated participants who would receive a middle rating in a three-bucket system.

We extend past pay system fit research beyond the realm of organizational entry. Results indicated that pay system fit (fit between contingent pay and employees’ tolerance for ambiguity) affected employees’ perceptions of how well they fit the organization. This study extended the person-organization fit research literature by demonstrating that fit processes operate after organization entry.

Results of the present study demonstrated that, in a dyadic training protocol, a participant’s performance is related to their partner’s general cognitive ability (g). In addition, both high and low g trainees are equally influenced by their partner’s level of g. Implications for the forming of "optimal" training groups are discussed.

Despite the wealth of information on the "how to’s" of workplace diversity, relatively little attention has been paid to developing measures of workplace diversity itself. In our research paper, we propose a multi-level conceptual framework to measure workplace diversity and develop an instrument to assess an individual’s perceptions and reactions to workplace diversity. This measure can be used to help trainers diagnose an organization’s diversity culture, tailor diversity training to the specific needs of employees, and measure the efficacy of training efforts.

We examine inconsistencies in past research on appraisal of employees with disabilities. Ratee disability, appraisal purpose, and performance level were manipulated in a laboratory experiment. Results indicated bias in favor of disabled ratees when ratings were for research purposes. Raters discounted good performance by disabled ratees when ratings were for administrative purposes.

Two-wave multi-rater feedback (MRF) data were used to investigate the factor structure of an MRF measure in development and performance appraisal conditions. Longitudinal relations with performance appraisals (PA) were examined. Comparable factor structures were found across conditions. Correlations with PA were largely, but not exclusively, halo related.

This study tested for the measurement equivalence of a multi-source performance appraisal instrument across self-, peer, supervisor, and subordinate raters. Several ways in which the measurement properties of the instrument differed across sources were identified. Implications for understanding rating source differences and the practice of multi-source performance appraisal are discussed.

I-O psychologists have long sought to accurately assess employee performance and productivity. Computer performance monitoring (CPM) is pervasively used in today’s organizations. However, users of CPM should be aware of their advantages as well as disadvantages. We review research-based conclusions regarding positive and negative effects of using CPM.

The study examined whether a subordinate’s understanding of the performance appraisal system predicted the agreement between self- and supervisor ratings. While perceived system knowledge (PSK) predicted rater agreement, actual system knowledge did not. Low PSK led to inflated self-ratings, while high PSK led to deflated self-ratings, relative to supervisors.

Analyses based on the Social Relations Model (Kenny & La Voie, 1984) were used to explore meta-accuracy, the ability to estimate others’ impression of self, in performance appraisal. Results showed that within group settings participants could estimate a general evaluation, but had trouble specifying how performance was differentially evaluated.

Undergraduates (N = 81) trained with FOR or control procedures were exposed to ratees who performed either consistently or inconsistently on specific performance dimensions. As predicted, dimensional performance inconsistency led to (a) either negativity biases or contrast effects depending upon the specific dimension, and (b) an attenuation of FOR training effectiveness.

Nontraditional and multi-source viewpoints within a 360-degree feedback system designed for school principals were investigated with respect to how their ratings compare with ratings from more traditional or single-source viewpoints. Results indicate that both nontraditional and multi-source viewpoints offer unique feedback.

Evidence was found supporting the proposition that the relationship between employer turnover intentions and fringe or nonwage benefit provision is in part a function of how benefits are measured. Specifically, employer reports, employee perceptions, and difference scores garnered varying results. Similar results were found between benefit level and cash earnings.

The effects of training on the accuracy of ratings of both performance and situational constraints was examined. Frame-of-reference training was effective in increasing the accuracy of observed performance and situational constraint ratings. Task Information training was effective in increasing the accuracy of deserved performance ratings.

Research on honesty testing has been accused, unfairly, of being atheoretical in nature. This paper outlines how three theories implicitly frame the issues surrounding honesty in the workplace. Trait theory, agency theory, and psychological contracts theory all contribute to our understanding of (dis)honest behaviors at work.

The effects of prior impressions, retention interval, and cognitive processes on accuracy of ratings were investigated. There was a three-way interaction between retention interval, cognitive processes, and prior impressions. Specifically, raters in the immediate, on-line good prior impression conditions were better at identifying specific behaviors than participants in delay conditions.

Data obtained on over 1,500 first-term enlisted airmen indicated that administrators’ rating of work sample performance substantially reflect actual ratee behavior in the work sample, and not potentially biasing factors (e.g., race, gender, amount of recent experience), support the "folk wisdom" that work samples are high fidelity, valid measures of performance.

This study tested causal models of job knowledge, job proficiency and supervisor ratings (n = 838 enlisted airmen). Results indicated that (a) effects of ability and experience were linear, not interactive, (b) different conceptualizations of "experience" play somewhat different causal roles, (c) general support for the mediational roles of job knowledge and job proficiency, and (d) supervisor ratings reflect both "can-do" and "will-do" aspects of performance.

Compared to a control condition in which no contextual information was provided, field dependent raters rated a lecturer’s performance more leniently when provided with positive contextual behaviors but not more severely when provided with negative contextual behaviors, whereas field independent raters rated the lecturer’s performance more severely in both conditions.

This study tested hypotheses directed at the differential prediction of task and contextual performance criteria by cognitive ability and personality factors. Using a sample of managers working in interdependent work teams, we found that cognitive ability predicted task but not contextual performance; additionally, agreeableness predicted contextual but not task performance.

Job evaluation is presumed to improve pay satisfaction, yet there are few demonstrations. A quasi-experimental study examined the effects of job evaluation on pay satisfaction among 200 salaried manufacturing employees. No effect was demonstrated based on analyses of treatment and control groups, level of participation, or differential effects on criteria.

This study examined organizational and individual factors that influenced employees’ perceptions about the accuracy of their feedback and intentions to use feedback to improve work performance. Data was collected from 85 department managers who worked in 15 grocery stores. Perceived accuracy of feedback and capacity to improve influenced intentions.

Although cross-sectional job design research highlights a tradeoff between satisfaction and efficiency-oriented outcomes, the redesign literature is more equivocal. A theoretically based methodology is developed which provides a way to influence both independently. Differential predictions from a longitudinal, quasi-experimental field study strongly support the study’s hypotheses over a 2-year period.

The study examined the effectiveness of rule-memorization and rule-understanding training in a fire problem involving interactive effects of temperature, windspeed and slope on rate of spread. Rule-training was not superior to no training, with all trainees massively underestimating interactive effects involving transfer to a different area of the problem space.

Four datasets from prior studies on contrast effects were combined (N = 620). A strong performance context was found to produce halo in addition to contrast effects; this effect was strongest for a poor performance context. In addition, the "V" relationship (Fisicaro, 1988) between halo and accuracy was found to occur across all performance contexts.

The goal of this study was to determine if the variability observed in the degree of impact of ProMES on productivity could be attributed to the incremental informational value of ProMES feedback over prior feedback. Results indicated incremental informational value of ProMES feedback was significantly related (r = .60) to productivity gain.

Organizational justice theories can provide a basis for understanding workers’ fairness reactions to supervisory activities. Two experimental studies examined the role of supervisory behavioral consistency and social accounts on individuals’ perceptions of fair treatment. Results indicated that these factors influenced workers’ perceptions of procedural and interactional fairness.

The substantive nature of intraindividual performance variability over time was examined using latent growth curve methodology. Sales performance for securities analysts (n = 303) was measured at eight quarters. A cubic model best explained intraindividual performance, although measures from a biodata inventory accounted for little variance in these change parameters.

The purpose of this study was to extend prior research examining managerial training effectiveness across various content areas and methods (e.g., Burke & Day, 1986). Findings of the current meta-analysis identified significant moderator variables that may impact managerial training results. Implications for future research and industry training are discussed.

The validity of training need assessments provided by managers of seven facilities was evaluated by (a) a known-group approach and (b) convergence with independent assessments and related hard criteria. It was concluded that aggregation at substantially distinct units of analysis (i.e., plants) may be needed to identify meaningful training needs.

We contend that instrumentality perceptions predict performance, citizenship, and commitment. Study 1 examined the structure and correlates of 18 instrumentality items. Study 2 replicated Study 1 and examined correlations between instrumentality, the FFM, and social desirability. Study 3 reports correlations between self- and supervisor ratings of performance and instrumentality.

Byrne hypothesized that similarity leads to positive evaluations and that an affective response mediates the relationship. This study investigated actual and perceived personality similarity effects on performance ratings with liking as the mediating variable. Results indicate that perceived similarity (not actual) related significantly to performance and liking mediated the relationship.

We examined whether organizational citizenship behaviors (OCBs) performed by ratees would influence supervisor ratings of in-role behavior and attenuate the effectiveness of frame-of-reference (FOR) training for improving performance rating accuracy. Results indicated that OCBs influenced in-role ratings and affected the efficacy of FOR training for improving accuracy.

Our literature review cataloged 100 different OCBs proposed by researchers. The behaviors were inductively content-sorted by multiple raters, then analyzed using agglomerative hierarchical clustering. The analyses identified new forms of citizenship behavior, confirmed OCB types proposed by theorists, and suggested modifications to others. Identifying distinct clusters of OCBs may help clarify the motivational bases of each type.

This study compared the effects of training using self-generated strategies on a complex task to having those strategies explicitly provided on self-efficacy, performance, and transfer. Results showed that generation was superior to the explicitly provided strategies on performance and transfer. However, no differences were found for self-efficacy. Implications for training are discussed.

This study compares the effects of two types of benefits programs on fairness perceptions, climate, and health in two organizations, one using a traditional program and the other using a new program where employees are differentially charged for health insurance based on their overall health.

Research has documented the significant transfer of training problem experienced in organizations and has further established the significance of post-training environment variables as hindering or optimizing positive transfer of training. This study extends the research by developing and validating a transfer of lateral cross-job retraining climate scale.

Prior research has not successfully mitigated the performance cue effect (PCE). This study addressed this shortcoming by testing a structured free recall intervention strategy. The intervention was successful at reducing the PCE, and future uses of this intervention are discussed.

I-O as a profession has the opportunity to make unique and important contributions to organizations working in a global marketplace. To help corporations address their critical business issues in today’s global environment, I-O psychology needs to apply and adapt traditional methodologies.

Karen Schneider, Motorola, Co-Chair
William H. Mobley, Personnel Decisions International Global Research Consortia, Co-Chair
Daniel B. Turban, University of Missouri, Recruiting College Graduates in the People’s Republic of China
Alison R. Eyring, Caltex Petroleum Corp, Integrating HR Systems with a Competency Framework: A Case in
            Asia and the Middle East and Africa
Karen Schneider, University of Houston, Linking Cross-cultural Competence with Expatriate Selection: It’s
            About Time
William H. Mobley, Personnel Decisions International Global Research Consortia, I-O Psychology and
            International Joint Ventures

This symposium focuses on methods and techniques for defining job domains and for creating sensible and useful job families. Practical advice will be offered to guide applied researchers through the challenging (and often seemingly mystical) process of developing job title structures and job families.

Gary W. Carter, Personnel Decision Research Institutes, Chair
Leissa Nelson, University of Minnesota, Gary W. Carter, Personnel Decision Research Institutes, Alberto J.
            Galu, GTE Telephone Operations, An Application of a Model for Defining the Job Domain
S. Morton McPhail, Jeanneret & Associates, Mark H. Strong, Jeanneret & Associates, Practical Considerations
            for Job Grouping Analyses
U. Christean Kubisiak, University of South Florida, Walter C. Borman, University of South Florida, Mary Ann
            Hanson, Personnel Decision Research Institutes, Job Clustering Using the O*NET
Mary Ann Statman, HumRRO, Tirso Diaz, HumRRO, Robert A. Ramos, HumRRO, Application of a Cluster
            Analysis Validation Method to Form Job Families in a Telecommunications Setting
Michael D. Coovert, University of South Florida, Alisa Dobbins, University of South Florida, Uncovering Job
            Classification Decisions
Kenneth Pearlman, Lucent Techologies, Discussant

The wealth of articles about teams illustrates the diversity of conceptual models, methods, and measurements used to study teams. Panelists will present current methods and measures used in their respective research programs, offer their perspectives on methodology and measurement issues critical to team research, and discuss challenges for future research.

Sharon Arad, Personnel Decision Research Institutes, Co-Chair
Michael A. Campion, Purdue University, Co-Chair
Eduardo Salas, Naval Air Warfare Center, Panelist
John R. Hollenbeck, Michigan State University, Panelist
Michael West, Institute of Work Psychology, Panelist
Diane Bailey, University of Southern California, Panelist

Early theorists (Hull, Thurstone) and contemporary writers (Azjen, Wicker) have argued that single behaviors tell us little about individuals’ orientations toward an object. The affective value of patterns of behaviors, not single behaviors, reveals individuals’ orientations toward an object that should generalize across situations and time.

Daniel R. Ilgen, Michigan State University, Chair
Charles L. Hulin, University of Illinois at Urbana-Champaign, Presenter

The purpose of this symposium is to address a variety of "sticky" issues that arise in data analytic procedures such as mediated regression, SEM, power analysis, and other procedures commonly used by SIOP members. The papers presented will be of interest to anyone, be they academic or nonacademic, who employs these procedures.

Jos M. Cortina, George Mason University, Chair
Stanley M. Gully, George Mason University, Michael R. Frone, Research Institute on Addictions, Jeffrey R.
            Edwards, University of North Carolina, Problems and Pitfalls in Mediational Tests
Jeffrey R. Edwards, University of North Carolina, Richard P. Bagozzi, University of Michigan, The Nature and
                Direction of the Relationship Between Latent and Manifest Variables: Implications for Construct
                Validation
Richard P. DeShon, Michigan State University, Do Structural Equation Models Correct for Measurement Error
Jos M. Cortina, George Mason University, On the Inferences Drawn from Statistical Power Values
Herman Aguinis, University of Colorado at Denver, Robert J. Boik, Montana State University, Charles A. Pierce,
                Montana State University, Estimating the Statistical Power of Differential Prediction Analysis
Lawrence R. James, University of Tennessee, Discussant

Training in I-O psychology allows many career paths. This panel discussion explores the career alternatives some of our more successful women and men have taken during their professional lives. The panel members will answer a series of questions related to career choices and issues. Audience participation will be encouraged.

Ronald G. Downey, Kansas State University, Chair
Nita R. French, French & Associates, Panelist
Laura L. Koppes, Tri-State University, Panelist
Manuel London, SUNY-Stony Brook, Panelist
Frank L. Schmidt, University of Iowa, Panelist
Mary L. Tenopyr, AT&T, Panelist
Nancy T. Tippins, GTE Telephone Operations, Panelist
Vicki V. Vandaveer, The Vandaveer Group, Panelist

I-O psychologists have long debated about the causes of employee behavior. In this symposium we present current research on how the person, the situation, and Person-Organization (P-O) fit influence behavior in organizations. The effects of dispositions, personal identity, and climate on employee behavior will be discussed.

Barry M. Staw, University of California at Berkeley, Chair and Discussion Facilitator
Jennifer M. George, Texas A & M University, Positive Affectivity, Negative Affectivity, and Emotional
            Intelligence
Robert T. Hogan, University of Tulsa, Personality and Organizational Behavior
David V. Day, Pennsylvania State University, Paul Tesluk, Tulane University, Person-Organization Fit and the
            Interpersonal Circumplex
Sandra Kim, University of Maryland, Amy N. Salvaggio, University of Maryland, Benjamin Schneider, University
            of Maryland, Personality, Behavior and Organizational Climate

Psychological contracts are increasingly the focus of the popular press as well as the scientific literature. Panelists will (a) discuss existing conceptual and empirical literature on psychological contracts, (b) identify issues that haven’t been addressed well or at all and (c) propose new directions for research, theory, and practice.

Lois E. Tetrick, University of Houston, Co-Chair
Lynn M. Shore, Georgia State University, Co-Chair
Russell S. Cropanzano, Colorado State University, Panelist
Jone L. Pearce, University of California, Irvine, Panelist
Sandra Robinson, University of British Columbia, Panelist
M. Susan Taylor, University of Maryland, Panelist

Technological advances continue to improve the quality and reduce the costs of human resource assessment systems. This symposium will review recent research in this area including administering tests over the telephone, using image scanning to distribute written responses to remote raters, and using the computer to score written responses.

Scott L. Martin, NCS/London House, Chair
W. Grant Pierce, NCS/London House, Scott L. Martin, NCS/London House, Examining the Validity of a
            Telephone-Administered Selection Instrument
Wayne J. Camara, The College Board, Generational Changes in Future Assessments: Capabilities Emerging
            from New Technologies
R. Robert Rentz, R & R Research, StarNET’s Image Scoring Intranet
Fritz Drasgow, University of Illinois, Discussant

Researchers, practitioners, and researcher/practitioner teams working from different theoretical perspectives report innovative field studies in occupational safety from the individual to market level of analysis. Suggestions for successful interventions, new measurement strategies and theoretical advances are developed from these research and application programs.

Jennifer D. Bragger, Montclair State University, Chair
Josh Williams, Virginia Tech, Jason P. DePasquale, Safety Performance Solutions, E. Scott Geller, Virginia Tech,
            The Impact of Global Versus Specific Behavioral Feedback in Influencing Organizational Safety
            Performance
Michael O’Toole, Purdue University - Calumet, Successful Safety Committees: Participation, not Legislation
David A. Hofmann, Texas A & M University, Frederick P. Morgeson, Purdue University, Safety-Related
            Behavior as a Social Exchange: The Role of Leader-Member Exchange and Perceived Organizational
            Support
Donald A. Hantula, Temple University, Jonathan Krispin, Prestolite Wire Corporation, R. Wayne Clifton, CIGNA,
            The 12 Pillars of Safety Climate
Dee T. Smoot, Liberty Mutual Group, Increasing Safe Performance that Decreases the Cost of Risk: A
            Correlation Model

The hosts of this session will provide a brief history of the SIOP Committee on Ethnic Minority Affairs and discuss 1997-98 developments. Following this brief presentation, roundtable participants will discuss future directions for the Committee. The main goal of this discussion is to place volunteer names alongside specific proposed projects. All minority and non-minority conference participants interested in ethnic minority issues are encouraged to attend. It is anticipated that informal dialogue on the issues will continue in a reception that will follow the roundtable.

Robert A. Ramos, HumRRO, Co-Host
Jim Outtz, Outtz & Associates, Co-Host
Beth Chung, Cornell University, Co-Host

All SIOP members are invited to attend the "New Member" Social Hour. Meet new acquaintances, renew old ones, and learn more about SIOP in an informal and relaxed atmosphere.

All minority and non-minority conference participants are invited to attend a reception that will follow a roundtable discussion on ethnic minority issues. We anticipate a lively informal dialogue on the diversity issues facing SIOP.

Come join colleagues and friends in remembering the life of Richard Campbell, past SIOP president and scientist/practitioner deluxe.

George P. Hollenbeck, Hollenbeck Associates, Chair