SIOP Annual Conference 1999 Friday AM

A multi-disciplinary team of I-O psychologists, exercise physiologists, and occupational physicians were asked to consider issues of aging and job performance for public safety officers. After extensive research, the team concluded that public safety officers should be treated like all other occupations with respect to retirement possibilities. If they could demonstrate fitness for duty, they should be permitted to keep their jobs regardless of age. This recommendation led to some interesting legislative and policy debate. The research and ensuing debate will be reviewed in this presentation, as well as an update on current policy in selected public safety departments.

Frank J. Landy, SHL Landy Jacobs, Inc., Chair

Edwin A. Fleishman, George Mason University, Presenter

Robert J. Vance, Pennsylvania State University, Presenter

Frank J. Landy, SHL Landy Jacobs, Inc., Presenter

James L. Farr, Pennsylvania State University, Discussant

3. Symposium: Friday, 10:30 - 12:20 Marquis III

From Both Sides of the Desk: Applicant and Interviewer Perspectives

Decisions made in selection interviews have considerable ramifications for both organizations and applicants. This symposium brings together a variety of interview researchers to examine the processes and factors underlying interview decisions by both applicants and interviewers. Applicant reactions to novel interview approaches such as internet-based interviews and videoconference-based interviews are also explored.

Robert L. Dipboye, Rice University, Chair

Allen I. Huffcutt, Bradley University, Philip L. Roth, Clemson University, James M. Conway, Central Connecticut University, David Schmitt, Bradley University, Identification and Correlates of Interview Constructs

Tom T. Janz, Personnel Decisions Inc., Greg Mooney, Behavior Description Technologies, Designing a Behavior Description Interview for the Internet: Candidate Process Options and Initial Reactions

Derek Chapman, University of Waterloo, Patricia M. Rowe, University of Waterloo, Jane Webster, University of Waterloo, Modeling Applicant Reactions to Selection Interview Structure and Communication Media: Signal Detection, Justice or Meta-Perception?

Sylvia J. Hysong, Rice University, Robert L. Dipboye, Rice University, Individual Differences in Applicant’s Evaluations of Employment Interview Elements

4. Symposium: Friday, 10:30 - 11:50 Marquis IV

Attaining Excellence in Customer Service: Contemporary
Theory, Research, and Interventions

Practitioners commonly utilize I-O based interventions to enhance customer service quality. A variety of contemporary customer service interventions, such as the use of customer focus groups, service-oriented selection systems, and organizational design and redesign strategies will be reviewed. In addition, the bottom-line impact and real world implications will be discussed.

John W. Jones, National Computer Systems, Chair

Sourushe Zandvakili, University of Cincinnati, Thomas E. Murphy, Miami University (Ohio), Using Customers to Support Human Resource Practices

Scott L. Fraser, Florida International University, Juan I. Sanchez, Florida International University, Beyond Personality: The Role of Employee Practical Service Intelligence in Service Quality

Susan S. White, University of Maryland, Michelle C. Paul, University of Maryland, Benjamin Schneider, University of Maryland, Building the Total Service Oriented Organization

Joseph Huff, Northern Illinois University, Brian Dreschler, National Computer Systems, Steven W. Billings, NCS/London House, Robert Altmann, Northern Illinois University, Confirming Service Excellence: Bottom Line Impact of Customer Service Interventions

Gary Brandt, Internal Revenue Service, Discussant

Alan G. Frost, The Home Depot, Discussant

5. Symposium: Friday, 10:30 - 11:50 Copenhagen

Answers to Lingering Questions About Personality Research

A meta-analysis of meta-analyses examines the divergent conclusions of previous quantitative reviews. A new meta-analysis explores Five Factor relationships with performance and turnover. A primary study illustrates tradeoffs between broad and narrow trait measures. A final meta-analysis assesses core self-evaluations as a broad construct capable of predicting job satisfaction and performance.

Murray R. Barrick, University of Iowa, Co-Chair

Greg L. Stewart, Vanderbilt University, Co-Chair

Murray R. Barrick, University of Iowa, Michael K. Mount, University of Iowa, Timothy A. Judge, University of Iowa, The FFM Personality Dimensions and Job Performance: A Meta-Analysis of Meta-Analyses

Jesus F. Salgado, University of Santiago, Predicting Job Performance Using Personality Measures Based Explicitly on the Five-Factor Model

Greg L. Stewart, Vanderbilt University, Assessing the Differential Validity of Conscientiousness and its Subtraits Across Stages of Job Performance

Timothy A. Judge, University of Iowa, Joyce Bono, University of Iowa, Core Self-Evaluations and Construct Breadth: Effects on Job Satisfaction and Job Performance

6. Panel Discussion: Friday, 10:30 - 11:50 Madrid/Trinidad

Complying With the ADA: Progress, Problems, and Practical Advice

The ADA has implications for many areas of concern to I-O practitioners and scholars. This panel brings together legal, corporate, consulting, and public policy experts to discuss current court interpretations of the ADA and their impact on HR practices, organizational problems and solutions, and advice for ADA compliance.

Adrienne J. Colella, Texas A&M University, Chair

Peter David Blanck, University of Iowa, Panelist

Barbara A. Lee, Rutgers University, Panelist

Scott L. Martin, NCS/London House, Panelist

Dianna L. Stone, University of Central Florida, Panelist

Nancy T. Tippins, GTE, Panelist

7. Practitioner Forum: Friday, 10:30 - 11:50 Consulate

Creative Job Analysis Approaches for Non-Traditional Occupations

The importance of systematic job analysis as a prerequisite for selection research and other personnel management initiatives cannot be overstated. In many occupations traditional approaches to collecting job analysis data may not always be feasible. This panel will discuss creative approaches to obtaining key job analysis data for unique occupations.

Elizabeth B. Kolmstetter, FBI, Co-Chair

Todd Baker, Human Performance Systems, Co-Chair

Russell E. Lobsenz, FBI, Kerrie Q. Baker, FBI, How to Identify What it Takes to be a Special Teams Member at the FBI: Unique Job Analysis Methods for High-Risk Positions

Suzanne Tsacoumis, HumRRO, Conducting a Job Analysis of Special Agent Positions

Al Holland, NASA Johnson Space Center, Mission Demand Analysis

Douglas Molitor, 3M, A New Frame Work for Job Analysis Information: Tying Jobs to Core Technologies

8. Roundtable: Friday, 10:30 - 11:50 Sydney

Understanding the Link Between Workplace Romance and Sexual Harassment

The goal of this roundtable is to discuss the link between romantic relationships and sexually harassing behavior in organizations. We will combine the knowledge and experience of (a) researchers in I-O psychology whose expertise is in workplace romance and sexual harassment, and (b) I-O psychologists and HR practitioners who often face the challenge of managing romantic relationships and sexual harassment at work.

Charles A. Pierce, Montana State University, Co-Host

Herman Aguinis, University of Colorado–Denver, Co-Host

9. Symposium: Friday, 10:30 - 12:20 Intl Salon A

Shared Cognition in Teams: Predictors, Processes, and Consequences

This symposium offers six empirical studies which examine the development and consequences of shared cognition (shared frames, knowledge, and mental models) in teams. Evidence from different settings and group tasks suggests that shared cognition is related to team member expectations, perspectives, role differentiation, training, accuracy, accountability, and performance.

Kimberly A. Smith-Jentsch, Naval Air Warfare Center Training Systems Division, Co-Chair

Laurie L. Levesque, Carnegie Mellon University, Co-Chair

Susan Mohammed, Pennsylvania State University, Erika Ringseis, Pennsylvania State University, The Development of Shared Frames in Decision Making: The Role of Group Process

Elizabeth Blickensderfer, Naval Air Warfare Center Training Systems Division, Janis A. Cannon-Bowers, Naval Air Warfare Center Training Systems Division, Eduardo Salas, Naval Air Warfare Center Training Systems Division, The Relationship Between Shared Knowledge and Team Performance: A Field Study

Lisa M. Donahue, George Mason University, Sheila Simsarian Webber, George Mason University, Jon-Andrew Whiteman, Human Technology, Inc., Hugh Rosen, George Mason University, Facilitating Cognitive Convergence: An Examination of Collaborative Learning in a Classroom Environment

Laurie L. Levesque, Carnegie Mellon University, Jeanne Wilson, Carnegie Mellon University, Douglas Wholey, University of Minnesota, Mental Models in Software Development Teams

Robert E. Kraut, Carnegie Mellon University, Susan R. Fussell, Carnegie Mellon University, F. Javier Lerch, Carnegie Mellon University, J. J. Cadiz, Shared Mental Models in Work Groups: A Controlled Field Study

Kimberly A. Smith-Jentsch, Naval Air Warfare Center Training Systems Division, Dana M. Milanovich, Naval Air Warfare Center Training Systems Division, Angelique M. Reynolds, Naval Air Warfare Center Training Systems Division, Steven M. Hall, Naval Air Warfare Center Training Systems Division, Fostering The Development of Shared Mental Models Through Computer-Based Training

Richard J. Klimoski, George Mason University, Discussant

10. Symposium: Friday, 10:30 - 11:20 Intl Salon B

The Theory of Work Adjustment: Implications and
Extensions for I-O Psychology

In the 1950s and 1960s, researchers at the University of Minnesota began investigating factors related to successful outcomes of vocational rehabilitation efforts. The result of their empirical efforts was a model defining vocational adjustment as a mutually satisfying, transactional relationship between the individual and the work environment. Three papers discuss current applications of the Theory of Work Adjustment to studies of rater policy capturing, affective reactions to work, and adaptation to change.

Richard D. Arvey, University of Minnesota, Chair

Rene V. Dawis, University of Minnesota, Sharon A. Sackett, MDA Consulting Group, Rex Blake, MDA Consulting Group, Pleasing Some of the People, Some of the Time: The Influence of Positive and Negative Affectivity on Responses to the Minnesota Satisfaction Questionnaire

Rex Blake, MDA Consulting Group, Sharon A. Sackett, MDA Consulting Group, The Relevance of Citizenship Behaviors to Appraisals of Worker Satisfactoriness: A Policy Capturing Study

Beryl L. Hesketh, Macquarie University, Elizabeth Allworth, Macquarie University, The Theory of Work Adjustment and Adaptive Performance: Cognitive, Personality and Style Contributions

Robert T. Hogan, Hogan Assessment Systems, Discussant

11. Symposium: Friday, 10:30 - 12:20 Intl Salon C

Technology and Assessment: Opportunities and Challenges

Recent advances in multimedia technology have provided a variety of ways in which test stimuli can be presented and test responses collected, scored and reported. Five widely different applications of such technologies along with the opportunities, challenges, and research issues generated by the use of these technologies will be described.

Neal W. Schmitt, Michigan State University, Chair

Allison B. Shotland, University at Albany, SUNY, George M. Alliger, University at Albany, SUNY, Maximizing Applicant Reactions: Advantages of Using a Face Valid Multimedia Selection Device

Kirk L. Rogg, Aon Consulting, Barbara Gore, University of Georgia, Amy E. Mills, Aon Consulting Inc., David B. Schmidt, Aon Consulting, Barbara L. Kruse, LOMA, Beyond a Page-Turner: Multi-Tasking Through a Dynamic, Computerized In-Basket

F. Jay Breyer, The Chauncey Group, Robert J. Mislevy, Educational Testing Service, Linda S. Steinberg, Educational Testing Service, Russell G. Almond, Educational Testing Service, Designing Technology-Based Assessments: It’s the Evidence for the Inferences that are Important

Steven D. Ashworth, Microsoft Corporation, Keith M. Rettig, multirater.com, Computerized Multi-Rater or 360 Degree Feedback

Fritz Drasgow, University of Illinois–Urbana-Champaign, Discussant

12. Symposium: Friday, 10:30 - 12:20 Intl Salon D

The Psychology of Job Classification: Theory, Jobs, and Descriptors

Organizations often need to group jobs into broad occupations. The resulting job classification structures serve a number of human resource functions. This symposium seeks to take a programmatic step towards a theory that drives the development of job structures based on the integration of job taxonomies and job descriptors.

Norman G. Peterson, American Institutes for Research, Co-Chair

Christopher E. Sager, American Institutes for Research, Co-Chair

David W. Dorsey, American Institutes for Research, Dwayne G. Norris, American Institutes for Research, Wayne A. Baughman, American Institutes for Research, The Role of Knowledge and Knowledge Taxonomies as a Descriptive System for Classifying Work

Cheryl L. Hendrickson, American Institutes for Research, Brian J. O’Connell, American Institutes for Research, Shelley A. Kirkpatrick, American Institutes for Research, Comparisons of Cluster Solutions with Large and Restricted Numbers of Descriptors and Their Utility to the Target Organization

Wayne A. Baughman, American Institutes for Research, Daniel P. Russell, American Institutes for Research/Aon Consulting, David W. Dorsey, American Institutes for Research, Ashley E. Cooke, American Institutes for Research, Kevin M. Bradley, Virginia Polytechnic Institute, Maximizing Information Gain for Job Classification: The Utility of Qualitative and Indirect Information

Christopher E. Sager, American Institutes for Research, K. Victoria Threlfall, American Institutes for Research, Ashley E. Cooke, American Institutes for Research, Latent Skills Differentiating Among Positions Within Technical vs. Non-Technical Professions

Elaine D. Pulakos, Personnel Decisions Research Institutes, Discussant

13. Panel Discussion: Friday, 10:30 - 12:20 Intl Salon E

The I-O Psychologist as HR Generalist

Panel members, all I-O psychologists, will discuss their roles as Human Resource Generalists in their respective organizations. Some of the topics to be discussed include: challenges and obstacles faced by I-O psychologists in generalist positions, pros and cons of being an HR generalist for an I-O career, the value I-O psychologists bring to an HR generalist position. Audience participation is encouraged.

Mariangela Battista, The Pepsi Bottling Group, Chair

Kalen F. Pieper, Bristol Myers Squibb, Panelist

Joyce Mardenfeld Herlihy, Citibank, Panelist

Jeffrey J. McHenry, Microsoft Corporation, Panelist

Tom Vitro, The Pepsi Bottling Group, Panelist

14. Symposium: Friday, 10:30 - 12:20 Intl Salon F

New Developments Using Conditional Reasoning
to Measure Employee Reliability

Employee unreliability is a pervasive and expensive problem for organizations. A new, indirect measurement system, conditional reasoning, has been developed to detect whether individuals have a cognitive system in place to justify unreliable behavior. This symposium presents both theoretical developments and empirical research that utilize conditional reasoning to assess employee unreliability.

Larry J. Williams, Purdue University, Co-Chair

Susan M. Burroughs, University of Tennessee–Knoxville, Co-Chair

Lawrence R. James, University of Tennessee–Knoxville, Use of Conditional Reasoning to Distinguish Between Reliable and Unreliable Employees

Susan M. Burroughs, University of Tennessee–Knoxville, Mark N. Bing, University of Tennessee–Knoxville, Lawrence R. James, University of Tennessee–Knoxville, Reconsidering How to Measure Employee Reliability: An Empirical Comparison of Self-Report and Conditional Reasoning Methodologies

Chris Hornick, CWH Management Solutions, Kathryn A. Fox, CWH Management Solutions, The Relative Contribution of Conditional Reasoning and Multiple Intelligence Measures in Predicting Firefighter and Law Enforcement Officer Job Performance

Philip D. Green, University of Tennessee–Knoxville, Lawrence R. James, University of Tennessee–Knoxville, The Use of Conditional Reasoning to Predict Deceptive Behavior

Timothy W. Patton, AllState Insurance Company, William R. Walton, University of Tennessee–Knoxville, Measuring Personal Reliability Via Conditional Reasoning: Identifying People Who Will Work

Debrah Z. Migetz, University of Tennessee–Knoxville, Michael D. McIntyre, University of Tennessee–Knoxville, Lawrence R. James, University of Tennessee–Knoxville, Measuring Reliability Among Contingent Workers

Jack M. Feldman, Georgia Institute of Technology, Discussant

15. Master Tutorial: Friday, 10:30 - 11:50 Intl Salon G

Linking Employee and Customer Attitude Surveys With the Bottom-Line

This tutorial explores ways to use employee and customer survey data to maximize organizational effectiveness and business performance. Presenters will review relevant research findings demonstrating linkages between employee attitudes, customer attitudes, and business performance; explore key methodological and analytical considerations in conducting such research; and examine how results can be used to drive the HR agenda and promote substantive culture change.

John R. Fulkerson, Kmart, Co-Chair

Carol A. Surface, Kmart Corporation, Co-Chair

Kimberly R. Bishop, Claremont Graduate School, Presenter

Doug Klein, Sirota Consulting, Presenter

Toby Slonim Vitek, Personnel Decisions International, Presenter

16. Roundtable: Friday, 10:30 - 11:50 Sydney

Career Options, Realities, and Expectations for I-O Graduate Students

With a panel of recent graduates, our focus is presenting career options (academia, consulting, and business and industry) to graduate students who are/will be seeking employment in the near future. Discussants will share experiences and concerns regarding career realities and expectations in the "real world" (e.g., pay, workload, travel, hours).

Brian W. Schrader, Emporia State University, Host and Discussant

Mark S. Nagy, Radford University, Discussant

Melanie J. Gerrity, GTE, Discussant

Drew Brock, Our Lady of the Lake Regional Medical Center, Discussant

Paul R. Damiano, SSA Consultants, Inc., Discussant

Stephanie S. Winters, Andersen Consulting, Discussant

17. Practitioner Forum: Friday, 11:30 - 1:20 Imperial A

Integrating HR Systems Conceptually and Technologically
With Business Objectives

Increasingly I-O psychologists are strategic partners with leaders of corporations. This forum will describe conceptual approaches to integrated HR system design that align HR tools and information with organizational goals and reinforce needed organizational change. Lessons learned from three organizations will be described and discussed.

Leaetta M. Hough, The Dunnette Group, Ltd., Chair

Anna Marie Valerio, Sony Electronics, Inc., New Models for HR Strategy and Competitive Advantage: The Sony Experience

Eden B. Alvarez-Backus, Sony Electronics, Inc., Sony Feedback 360

Andrew W. Cella, Pathmark Stores, Inc., Performance Appraisal and Career Management on the Intranet: Competency-Based Tools to Support Organizational Strategy

Douglas McKenna, Microsoft Corporation, On-Line Organizational Health Index as Catalyst for Organizational Change at Microsoft

Robert B. Most, Mind Garden, Inc., Web Lessons Learned: Practical Advice for Building Web Systems

18. Panel Discussion: Friday, 11:30 - 12:50 Intl Salon B

SIOP’s Guidelines for Education and Training:
Developing Competent I-O Psychologists

Individuals hold different perspectives on what topics or components should be emphasized in the training of I-O psychologists. This panel will explore the knowledge, skills, and abilities thought to be most relevant to new I-O psychologists. SIOP’s new Guidelines for Education and Training will be used as a starting point for discussion.

Karen Jagatic, Wayne State University, Co-Chair

Marcus W. Dickson, Wayne State University, Co-Chair

Janet L. Barnes-Farrell, University of Connecticut, Panelist

Marcus W. Dickson, Wayne State University, Panelist

Scott Highhouse, Bowling Green State University, Panelist

P. Richard Jeanneret, Jeanneret & Associates, Panelist

Christopher R. Leupold, Personnel Decisions International, Panelist

Debra A. Major, Old Dominion University, Panelist

19. Symposium: Friday, 11:30 - 1:20 Intl Salon H

Resistance to Change: Multilevel Influences on Organizational Cynicism

Today’s competitive economy imposes relentless pressure on organizations to become more efficient. Change initiatives, essential to survival, directly affect employees and often require their compliance to be successful. This symposium will present recent multilevel and longitudinal field research on the phenomenon of resistance to change and its measurement.

Robert J. Vance, Pennsylvania State University, Chair

Peter M. Hart, University of Melbourne, Mark A. Griffin, University of Queensland, Melinda J. Norris, University of Melbourne, Individual and Organizational Determinants of Work-Related Cynicism: A Multi-Level and Covariance Structure Approach

Scott M. Brooks, Gantz Wiley Research, Robert J. Vance, Pennsylvania State University, Paul Tesluk, Tulane University, Longitudinal and Multilevel Effects on Cynical Climates and Resistance to Change

Paul Tesluk, Tulane University, Jennifer Kaufman, Tulane University, Organizational Change Efforts and Employee Cynicism: Initial Evidence on Factors Related to Managing Attitudes Toward Change

Hettie Richardson, University of Georgia, Robert J. Vandenberg, University of Georgia, Measurement of Inclusionary Practices and Policies and the Issue of Rating Source Equivalence