What is I-O?

Air Traffic Selection and Training Project

Robert A. Ramos, HumRRO, Chair

Robert A. Ramos, HumRRO, AT-SAT: Overview of an Ambitious Project

Ned Reese, Federal Aviation Administration, AT-SAT: Organizational Context Issues

Walter C. Borman, University of South Florida/Personnel Decisions Research Institutes, Jerry W. Hedge, Personnel Decisions Research Institutes, Mary Ann Hanson, Personnel Decisions Research Institutes, Kenneth T. Bruskiewicz, Personnel Decisions Research Institutes, Henry Mogilka, Federal Aviation Administration, Carol Manning, Federal Aviation Administration, Laura Bunch, University of South Florida/Personnel Decisions Research Institutes, Kristen Horgen, University of South Florida/Personnel Decisions Research Institutes, Development and Construct Validation of Air Traffic Controller Criterion Measures

Lauress Wise, HumRRO, William F. Kieckhaefer, RGI, Inc., Janis S. Houston, Personnel Decisions Research Institutes, Development of Air Traffic Controller Predictor Battery

Ray Morath, Caliber Associates, J. Anthony Bayless, Caliber Associates, Claudette Archambault, Caliber Associates, Linkage of AT-SAT Predictors to Controller Worker Requirements

Gordon Waugh, HumRRO, Lauress Wise, HumRRO, Doug Quartetti, HumRRO, Robert A. Ramos, HumRRO, Validation of the Air Traffic Controller Predictor Tests

Michael C. Heil, Federal Aviation Administration, Rebecca Agen, Federal Aviation Administration, Clara Williams, Federal Aviation Administration, The Effects of Practice and Coaching on Personnel Selection Decision Making

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29. Panel Discussion: Friday, 1:00 - 2:50 Intl Salon B

Mergers, Acquisitions, and the Human Resource Function in Organizations

Barbara L. Kruse, LOMA, Chair

Dennis Adsit, Rath & Strong, Panelist

David P. Jones, Aon Consulting, Panelist

Lisa Bordinat, Aon Consulting, Panelist

Bruce N. Barge, Aon Consulting, Panelist

Nancy T. Tippins, GTE, Panelist

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30. Symposium: Friday, 1:00 - 2:50 Intl Salon D

Recent Advances in Knowledge About Retirement Decisions and Behaviors

Janet L. Barnes-Farrell, University of Connecticut, Co-Chair

Kenneth S. Shultz, California State University–San Bernardino, Co-Chair

Gary A. Adams, University of Wisconsin–Oshkosh, Julie Prescher, University of Wisconsin–Oshkosh, Terry A. Beehr, Central Michigan University, Lawrence Lepisto, Central Michigan University, Applying Work-Role Attachment Theory to Retirement Decision-making

Janet L. Barnes-Farrell, University of Connecticut, Angela Lynch, IBM Global Employee Research, R. James Holzworth, University of Connecticut, The Decision to Retire Early: A Social Judgment Analysis

Kenneth S. Shultz, California State University–San Bernardino, The Influence of Health and Voluntariness on Retirement Decisions

Thomas Stetz, U.S. Office of Personnel Management, Terry A. Beehr, Central Michigan University, Environment and Retirement: Environmental Munificence, Dynamism, and Local Area Unemployment Rate as Predictors of Women’s Retirement

Tracy L. Lindbo, California State University–San Bernardino, Kenneth S. Shultz, California State University–San Bernardino, Modeling Individuals’ Post-Retirement Behaviors Toward Their Former Organization

James L. Farr, Pennsylvania State University, Discussant

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31. Symposium: Friday, 1:00 - 2:50 Intl Salon E

Criterion-Related Validation Puzzles: Understanding
Predictor Constructs in Context

Robert G. Jones, Southwest Missouri State University, Chair

Michael J. Stevens, Psychological Associates, Inc., Discussant

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32. Poster Session: Friday, 1:00 - 2:50 Intl Hall South Foyer

Performance Appraisal, Statistics, and Research Methods

Chris Kubisiak, Personnel Decisions Research Institutes/University of South Florida

Mary Ann Hanson, Personnel Decisions Research Institutes

Daren E. Buck, Personnel Decisions Research Institutes

This poster describes the evaluation of several algorithms used to match workers to occupations using quantitative job-descriptive data. The results suggest that an innovative, flexible, two-stage methodology that incorporates score profile and level information at separate points in the analysis yielded the best potential person-job matches.

Arup Varma, Loyola University

Linda K. Stroh, Loyola University–Chicago

In a field study, the authors explored the hypothesis that females are often rated lower than male employees as a result of the dyad composition, rather than simply a case of male discrimination against female subordinates. Results confirmed that both male and female supervisors exhibit positive bias toward subordinates of the same sex.

Michael K. Lindell, Texas A&M University

Interrater agreement in multi-item rating scales was examined by using the variance of respondents’ mean scale scores as the numerator and four different random response terms as the denominator. All four variants were inferior to the r^*_WG index, which divides the average item variance by the variance of uniformly distributed responses across items.

Martha Andrews, Florida State University

K. Michele Kacmar, Florida State University

This paper presents a scale development effort for indirect impression management tactics identified and conceptualized by Cialdini (1989). The scale was designed to measure the connection-focused tactics of boasting, blurring, blaring, and burying. Factor analyses of two separate data collections indicated four factors representing each of the a priori components.

K. Michele Kacmar, Florida State University

Dawn S. Carlson, University of Utah

A general model of impression management was used to test three different impression management scales that encompassed a variety of impression management tactics. Results from 203 matched pairs of supervisors and
subordinates showed that similar measures of tactics across the three scales did not always work in the same way. Implications of these differences and opportunities for future research are discussed.

Ronald S. Landis, Tulane University

William P. Dunlap, Tulane University

This paper demonstrates how the form of the interaction term impacts results in moderated multiple regression (MMR). Examples illustrate that alternative analyses in which predictor and criterion terms are inverted are not symmetrical and that a significant interaction may be observed in one case but not the other.

Benjamin B. Dunford, Cornell University

Jane Williams, Indiana University–Purdue University Indianapolis

This study examined the influence of feedback seeking on the relationship between self- and supervisory performance ratings of 200 nurse-supervisor dyads. Contrary to predictions, results suggested that the relationship was strongest for individuals who sought feedback less frequently. Tenure and the self-regulation process are used as explanatory mechanisms for this finding.

Jami Thomas, Indiana University–Purdue University Indianapolis

Jane Williams, Indiana University–Purdue University Indianapolis

The current research study examined the feedback-seeking process to clarify how managerial behaviors influence feedback-seeking costs and feedback-seeking frequency. Results suggested that a source who promotes and is supportive of feedback-seeking can positively influence perceptions of feedback-seeking costs and feedback-seeking frequency, even for participants with negative performance expectancies.

Charles E. Lance, University of Georgia

Robert J. Vandenberg, University of Georgia

The current study examined the work adjustment of newcomers over a 6-month period. Adjustment was operationalized as individual change using a latent growth modeling approach. Antecedents to as well as consequences of adjustment were introduced into the model using second-order factoring procedures. Substantive and methodological implications are discussed.

M. Kathleen Sheehan, Texas A&M University

David J. Woehr, Texas A&M University

Winston R. Bennett, Air Force Research Laboratory

Relations among ratings of multiple performance dimensions by multiple rating sources are examined. Confirmatory factor analysis is used to evaluate a series of models representing levels of measurement equivalence across rating sources. Results indicate the relative impact of dimension, rating source, and unique effects on ratings. Implications for practice (e.g., 360 feedback systems) are considered.

James H. Brooks, DePaul University

Alice F. Stuhlmacher, DePaul University

The congruence of managerial self-ratings with supervisor and peer ratings was compared for overall performance, contextual performance and task performance. Underraters received the highest ratings for nearly all performance ratings. Overraters scored higher on conscientiousness than in-agreement or underraters. No difference in extraversion between congruence categories was found.

Brian J. O’Sullivan, Illinois Institute of Technology

Sylvia Roch, Illinois Institute of Technology

The effect of FOR and FOR/Observational training on rating accuracy and behavioral recall were examined. Results suggest that FOR training is a robust procedure that increases rating accuracy and allows for effects to be maintained over time. In addition, the inclusion of observational training may increase behavioral recall.

Neil M. A. Hauenstein, Virginia Polytechnic Institute and State University

Jeffrey D. Facteau, Auburn University

Jean-Anne H. Schmidt, Virginia Polytechnic Institute and State University

A new rater training paradigm, rater variability training (RVT), was evaluated against frame-of-reference training (FOR), rater error training (RET), and structure of training (SOT) using Cronbach’s (1955) deviational accuracy components. Results indicate that RET is detrimental to dimensional accuracy. Results indicate no empirical distinction between RVT and FOR. Implications for rater training programs are discussed.

Timothy P. McGonigle, Virginia Polytechnic Institute and State University

Neil M. A. Hauenstein, Virginia Polytechnic Institute and State University

Influences on performance appraisal accuracy have been categorized as ability-based and motivation-based. This study investigates the effects of rater ability and motivation (goal orientation) on self-appraisal accuracy. Results indicate that rater training strategies (i.e., FOR Training) can serve to improve self-appraisal accuracy.

Stacy L. Jackson, Washington University in St. Louis

The current study investigated the moderating effects of role conflict and feedback seeking on the relationship between self and other responses to a 360-degree assessment. Data from 350 participants produced 839 assessments (86% return rate). Results indicated partial support for effects of role conflict and weak support for effects of feedback seeking.

Delbert M. Nebeker, California School of Professional Psychology

Paul Christensen, California School of Professional Psychology

Lee E. Maes, California School of Professional Psychology

Christopher Stephens, California School of Professional Psychology

What can be done to eliminate or reduce rater bias in performance appraisal and rating systems? Bias within rating systems is one of the most persistent criticisms of performance appraisal systems. Linear regression was found to be a remarkably robust means to identify and correct systematic rater bias in multiple raters systems.

William M. Rogers, Grand Valley State University

By reconceptualizing the interval-ordinal scale dichotomy as a continuum of precision, this study demonstrates that the interpretability of interaction effect size is based on the measurement precision of both predictor and criterion. The use of non-interval measurement scales in interactive models poses problems for the meaningful interpretation of moderator effects.

Gary J. Greguras, Louisiana State University

William K. Balzer, Bowling Green State University

Several models of supervisory performance ratings exist. These models generally have not been cross-validated or replicated. The current study assessed their robustness by testing their structural models using a different sample and data collection design. Results differed depending upon the criterion used for assessing model fit.

Gary J. Greguras, Louisiana State University

William K. Balzer, Bowling Green State University

To better understand the factors that influence supervisory performance ratings, the current study hypothesized a model that integrated previous supervisory rating models and expanded them to include a more comprehensive set of ratee, rater, and contextual characteristics. Results indicated that the hypothesized model fit the data reasonably well.

Evan F. Sinar, Bowling Green State University

Amanda L. Julian, Bowling Green State University

Jeffrey M. Stanton, Bowling Green State University

William K. Balzer, Bowling Green State University

Patricia C. Smith, Bowling Green State University

Luis F. Parra, William M. Mercer, Inc.

Despite the benefits of instrument brevity, literature is scarce on optimal methods for reducing scale length. Using the JDI Norming Sample (N = 1512), we explicate conceptual and empirical frameworks for item evaluation and propose alternative strategies for scale reduction. We discuss implications for researchers or practitioners shortening psychological instruments.

Chera L. Haworth, University of Akron

Paul E. Levy, University of Akron

This study investigated the relationships among procedural justice (PJ), perceived system knowledge (PSK), and Beliefs about OCBs, and their relationships with OCBs. Results extended previous research to show that the effect of PJ on OCBs is not simple, but rather interacts with both system knowledge and OCB Beliefs to affect exhibition of OCBs.

Lisa Keeping, University of Akron

Paul E. Levy, University of Akron

Douglas J. Brown, University of Akron

Employees who were asked to formally self-appraise were compared to those who informally engaged in self-appraisal. Results indicated that those who formally self-appraised expressed more positive appraisal reactions than informal self-appraisers, but these effects were attenuated when employees did not expect their self-ratings to be considered by their managers.

Kim Stepanski, Wayne State University

Sebastiano A. Fisicaro, Wayne State University

Five types of raters provided feedback ratings to managers. Ratees selected client raters in 1996 and 1997; ratees selected peer and subordinate raters in 1996, but not 1997. Self, supervisor, and client ratings did not vary from 1996 to 1997; however, peer and subordinate ratings were higher for 1996 than 1997.

Jamie Kieffer, Our Lady of the Lake Regional Medical Center

Brian W. Schrader, Emporia State University

Examined the effects of six differential comparison standards on the level of inter-rater agreement between self- and supervisory performance ratings within the context of a subjectively evaluated occupation. Results indicated differential comparison standards did cause inter-rater agreement to change when evaluating occupations that rely on subjective criteria.

James M. Wilkerson, Georgia Institute of Technology

Christina E. Shalley, Georgia Institute of Technology

This research addresses how motivated reasoning and bias correction impact performance appraisal accuracy and leniency. Ninety-one participants rated an instructor’s performance under variable strengths of pitted rating goals. Support for the notion of accuracy goals enhancing biased reasoning was found, as well as some support for bias correction hypotheses.

Daniel P. Russell, American Institutes for Research/Aon Consulting

The present study examines many of the techniques currently used to deal with missing data. Those considered here are: listwise deletion, pairwise deletion, mean imputation, hot deck imputation, regression imputation, and maximum likelihood estimation via the EM algorithm. Factors affecting the estimation of missing data are examined and discussed.

Kerry A. Delbridge, Michigan State University

Richard P. DeShon, Michigan State University

This study examined the effect of rater-ratee similarity on performance appraisal, mediated by rater attributions. Results indicated the use of actual similarity alone was problematic whereas a model incorporating perceived similarity and liking better fit the data. The mediating effects of attributions allow a better understanding of the underlying processes.

Timothy D. Golden, University of Connecticut

Janet L. Barnes-Farrell, University of Connecticut

Increasingly supervisors are forced to rely upon indirect performance information when constructing ratings. This study investigates the relative contribution of directly and indirectly observed performance to evaluations of the overall performance of workers. Results reveal a bias in the direction of information observed directly, regardless of the level of performance.

Denise Haeggberg, The Ohio University

Peter Y. Chen, The Ohio University

Scott Finlinson, The Ohio University

Rowland P. Hanley, The Ohio University

Observational and rating accuracy of upward appraisal under the conditions of accountability and expected future interaction was investigated utilizing a team decision simulation. Anonymous team members were more accurate on observational accuracy indexes but made more errors on rating accuracy indexes than accountable team members.

Wayne A. Hochwarter, University of Alabama

Allison W. Harrison, Mississippi State University

Gerald R. Ferris, University of Illinois

Pamela L. Perrew, Florida State University

David A. Ralston, University of Connecticut

This article reexamines a taxonomy originally presented by Kipnis, et al. (1980) and modified by Schriesheim and Hinkin (1990). We assess the factor structure, convergent, and discriminant validity of the 18-item, six-factor measure. Although concerns regarding lower than acceptable reliability estimates and item cross loadings surface, overall findings generally support the validity of the measure.

Scott B. Morris, Illinois Institute of Technology

Describes a method for computing the minimum sample size needed to test for adverse impact with adequate statistical power. The required sample size is often extremely large, particularly when the overall selection rate and the proportion of minority applicants are small.

Kathleen Tuzinski, University of Minnesota

Deniz S. Ones, University of Minnesota

Previous research on race effects in performance ratings have examined Black-White differences. We explore whether Black results generalize to Asians and Hispanics. 44,925 managers were rated by 231,350 supervisors, peers, and subordinates. Hispanic results approximated Black results; differences were found for Asians. Researchers must be cautious generalizing Black and Hispanic research findings to Asians.

Chieh-Chen Bowen, Cleveland State University

This study examines gender biases on job performance in work settings where confounding variables were cautiously taken into consideration to ensure fair comparisons. Overall, we found very little evidence of gender bias in performance appraisals. However, individual moderators, such as measure-specific gender stereotypicality and raters’ gender showed significant gender bias in performance appraisals.

Shanan Gibson, Virginia Polytechnic Institute and State University

Robert J. Harvey, Virginia Polytechnic Institute and State University

Item Response Theory methodologies were used to examine the potential for scale-level bias on multiple versions of the Armed Services Vocational Aptitude Battery. Although substantial levels of differential item functioning were found, results at the scale level were mixed, with some tests favoring the majority and some the minority group.

Stacy E. McManus, University of Tennessee

Joyce E. A. Russell, University of Tennessee

Robert T. Ladd, University of Tennessee–Knoxville

This paper investigated the effects of social power on peer rating behavior. Dominance analysis results indicate that individuals with coercive power generally gave performance appraisal ratings with less halo and leniency, but greater discrimination between teammates’ performance. Referent power was related to greater halo and leniency, and less discriminability.

Caroline Cochran, Personnel Decisions Research Institutes

Kenneth T. Bruskiewicz, Personnel Decisions Research Institutes

Jeff W. Johnson, Personnel Decisions Research Institutes

This paper compared explicit and implicit measures of the importance of individual performance dimensions to ratings of overall performance and advancement potential. The results suggest that raters may actually be more aware of how individual dimensions of performance relate to overall job performance than previously thought.

Lori L. Foster, University of South Florida

Michael D. Coovert, University of South Florida

An established technique for improving face-to-face team decision quality was extended to computer-mediated teams. Results revealed partial support for the use of the stepladder technique across different communication media. Patterns and perceptions of team member influence and team member satisfaction were also examined.

Michael J. Howard, Pennsylvania State University

Social network analysis examines relationships between individuals. Despite the importance of maintaining relationships to many of today’s jobs, I-O psychologists have typically overlooked the social network perspective. This paper presents a brief overview of network analysis and illustrates its potential application to I-O psychology using data from a psychology department.

Neta Moye, University of Maryland

Jennifer E. Joseph, University of Maryland

Kathryn M. Bartol, University of Maryland

This study investigated the impact of two feedback characteristics, cue (task-oriented or ego-oriented) and sign (positive or negative). Negative feedback resulted in higher negative self-reactions and output, but more mistakes. Interactions between negative sign and ego-orientation led to lower levels of performance evaluation concern, supervisor satisfaction, and interactional justice perceptions.

Stephen A. Dwight, Aon Consulting

Paige Porter Wolf, Aon Consulting

John H. Golden, III, Aon Consulting

It has been hypothesized that taking into consideration the relevance of a trait (i.e., traitedness) for a person would enhance predictions about trait behaviors. Consistent with this hypothesis, traitedness moderated the relationship between personality and an objective criterion and provided incremental validity, above personality, for a subjective criterion.

James M. LeBreton, University of Tennessee–Knoxville

D. Lawrence LeBreton, Virginia Polytechnic Institute and State University

John Deville, Illinois State University

Hypotheses relating affect and the five-factor model of personality were extracted from the literature. Models were tested using confirmatory factor analysis and path analysis. A hierarchical model with the source traits of positive and negative affect causing the five-factor model had the best fit to the data.

Bradford S. Bell, Michigan State University

Daniel R. Ilgen, Michigan State University

This research compared the reactions of Human Subjects Review Board members to typical test validation studies to the reactions of human resource managers, job applicants, and university faculty members. Overall, review board members were more stringent on consent procedures and less sensitive to the demands of work settings.

Developing Organizational Fitness: Toward a Theory
and Practice of Organizational Alignment

Benjamin Schneider, University of Maryland, Chair

Michael Beer, Harvard Graduate School of Business, Presenter

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34. Practitioner Forum: Friday, 1:30 - 2:50 Marquis III

Relating Employee and Customer Opinions: Drilling Into the Dynamics

Jack W. Wiley, Gantz Wiley Research, Chair

Robert J. Vance, Pennsylvania State University, Scott M. Brooks, Gantz Wiley Research, Paul Tesluk, Tulane University, Effects of Climate for Change on Work Unit Customer Service

Joerg Dietz, Tulane University, Jack W. Wiley, Gantz Wiley Research, Serving Employees in Service Organizations: Effects of an Organizational Climate for Employee Well-Being on Customer Satisfaction

Scott M. Brooks, Gantz Wiley Research, Terrence Guth, Payless Shoe Source, When Service Support Means More: Its Impact on Customer Opinions Across Work Environments

Stephanie D. Kendall, Gantz Wiley Research, Carmen Barker Lemay, Gantz Wiley Research, When Does Service Matter? Linking Employee Service Emphasis to Customer Satisfaction within Heavy, Lapsed, and Light Customer Segments

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35. Symposium: Friday, 1:30 - 2:50 Marquis IV

Learning to Fail or Failing to Learn? The Role of Errors,
Failures, and Feedback in Learning Environments

Stanley M. Gully, Rutgers University, Co-Chair

Steve W. J. Kozlowski, Michigan State University, Co-Chair

Rebecca J. Toney, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Shifting Feedback from Positive to Negative: Benefits of Evaluative Feedback on Learning and Training Performance

Shelda Debowski, Murdoch University, Robert Wood, University of New South Wales, The Role of Errors in Electronic Search Skill Development

Doerte Heimbeck, University of Amsterdam, Michael Frese, University of Amsterdam, Error Training and the Role of Goal Orientation

Stanley M. Gully, Rutgers University, Stephanie C. Payne, George Mason University, K. Lee Kiechel, George Mason University, Jon-Andrew Whiteman, Human Technology, Inc., Affective Reactions and Performance Outcomes of Error-Based Training

Michael Frese, University of Amsterdam, Discussant

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36. Symposium: Friday, 1:30 - 2:50 Madrid/Trinidad

Current Issues in Organizational Socialization Research

Debra A. Major, Old Dominion University, Chair

Jessica M. Sterling, University at Albany, SUNY, Kevin J. Williams, University at Albany, SUNY, Newcomer Socialization: The Impact of Goal Orientation, Self-Efficacy, and Desire for Control on Proactive Behaviors

Debra A. Major, Old Dominion University, Jonathan E. Turner, Old Dominion University, Victoria Cole, Old Dominion University, The Role of Supervisors in Newcomer Organizational Socialization

Jerel E. Slaughter, Bowling Green State University, Michael Zickar, Bowling Green State University, Climates for Socialization and Effective Career-Entry Facilitation Activities

David Chan, National University of Singapore, Understanding Newcomer Adaptation: A Unified Data Analytic Approach

Talya N. Bauer, Portland State University, Discussant

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37. Symposium: Friday, 1:30 - 2:50 Consulate

Coaching Interviewees for Structured Employment Interviews:
Scientific and Practical Perspectives

Todd J. Maurer, Georgia Institute of Technology, Chair

Jerry M. Solamon, City of Atlanta, Developing Structured Interview Tutorial Programs for Public Safety Promotional Candidates

Todd J. Maurer, Georgia Institute of Technology, Jerry M. Solamon, City of Atlanta, Deborah Troxtel, City of Atlanta, Kimberly Andrews, Georgia Institute of Technology, Coaching and Situational Employment Interviews

Stuart A. Tross, Towers Perrin/Georgia Institute of Technology, Todd J. Maurer, Georgia Institute of Technology, Effect of Interviewee Coaching on Structured Experience-Based Interview Processes and Outcomes

Michael A. Campion, Purdue University, Discussant

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38. Roundtable: Friday, 1:30 - 2:50 Sydney

Distance Graduate Programs in I-O Psychology: Challenges and Solutions

Patrick A. Knight, Kansas State University, Co-Host

Clive Fullagar, Kansas State University, Co-Host

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39. Symposium: Friday, 1:30 - 2:50 Intl Salon C

Cross-Cultural Research in Industrial and Organizational Psychology

Eugene F. Stone-Romero, University at Albany, SUNY, Chair

George B. Graen, University of Southwestern Louisiana, Chen Hui, Hong Kong University of Science and Technology, Cross-Cultural Leadership

Dirk D. Steiner, Universit de Nice–Sophia Antipolis, Jeffrey M. Conte, San Diego State University, Sylvie Guirard, Universit de Nice–Sophia Antipolis, Independent Development Versus Translation of the French Time Orientation Scale

Mary Gowan, University of Central Florida, Melanie Trevino, University of Texas at El Paso, A Comparative Analysis of Mexican National and Anglo-American Attitudes Toward Work and Family

Dianna L. Stone, University of Central Florida, Stephanie Newell, Eastern Michigan University, Dimitri Lyakhovitzky, University at Albany, SUNY, Eugene F. Stone-Romero, University at Albany, SUNY, A Comparison of Eastern European and North American Managers’ Negotiation Strategies.

Eugene F. Stone-Romero, University at Albany, SUNY, Discussant

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40. Practitioner Forum: Friday, 1:30 - 2:50 Intl Salon F

An Integrated, Global HR System: Competency Profiles,
Development, Deployment, Compensation

Irene A. Sasaki, Dow Chemical Company, Competency Profiles: The Foundation

Steven W. Constantin, Dow Chemical Company, Employee Development Aligned to Competency Profiles

Kenneth R. Pederson, Dow Chemical Company, A Global Company = Global Career Opportunities

Steven J. Robison, Dow Chemical Company, Compensation: Supporting and Aligned With Other HR Processes

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43. Symposium: Friday, 1:30 - 2:50 Intl Salon G

Advances in Multilevel Research: New Techniques and Methodological Issues

Shannon L. Palmer, University of Maryland, Co-Chair

George Ziets, University of Maryland, Co-Chair

Paul D. Bliese, Walter Reed Army Institute of Research, Using Resampling and Monte Carlo Simulation in Multilevel Research

Katherine J. Klein, University of Maryland, Shannon L. Palmer, University of Maryland, George Ziets, University of Maryland, Paul J. Hanges, University of Maryland, The Effects of Response Bias in Multilevel Research

Paul J. Hanges, University of Maryland, Naomi G. Dyer, University of Maryland, William P. Sipe, University of Maryland, Multilevel Confirmatory Factor Analysis: Demonstration of Muthen’s Technique

Katherine J. Klein, University of Maryland, Amy Buhl Conn, University of Maryland, Brent Smith, Cornell University, Joann Speer Sorra, University of Maryland, An Exploration of Within-Group Agreement in Survey Responses

Fred E. Dansereau, SUNY–Buffalo, Discussant

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44. Roundtable: Friday, 1:30 - 2:50 Sydney

Making Employment Relationships Work in the 21st Century

Karen E. May, Terranova Consulting Group, Co-Host

Katharine M. Jung, University of California–Berkeley/Terranova Consulting Group, Co-Host

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45. Special Event: Friday, 2:00 - 2:50 Intl Salon A

1998 Distinguished Professional Contributions Award Winner

The Value of Journals for Informed Practice

Edwin A. Locke, University of Maryland, Chair

Gary P. Latham, University of Toronto, Presenter

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46. Special Event: Friday, 3:30 - 4:20 Imperial A

1998 Distinguished Scientific Contributions Award Winner

Leadership and Decision Making Revisited

Lyman W. Porter, University of California, Irvine, Chair

Victor H. Vroom, Yale University, Presenter

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47. Symposium: Friday, 3:30 - 4:50 Marquis III

Subgroup Differences in Employment Testing

Brent Smith, Cornell University, Co-Chair

Michael W. Grojean, University of Maryland, Co-Chair

Aleks Ellis, Michigan State University, Ann Marie Ryan, Michigan State University, Racial Differences in the Use of Test-Taking Strategies

Michael W. Grojean, University of Maryland, Paul J. Hanges, University of Maryland, Adverse Impact in Cognitive Ability Tests: The Role of Values and Test-Taking Attitudes

Harold W. Goldstein, Baruch College, CUNY, Yoneko Riley, Baruch College, CUNY, Kenneth P. Yusko, Arlington County Department of Personnel, Exploration of Black-White Subgroup Differences on Interpersonal Constructs

Kimberly R. Brinkmeyer, CDR Assessment Group, Brent Smith, Cornell University, An Examination of Subgroup Differences in Personality Measurement: Race and Gender Measurement Equivalence

Neal W. Schmitt, Michigan State University, Discussant

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48. Practitioner Forum: Friday, 3:30 - 4:50 Marquis IV

Beyond Linking Employee, Customer, and Business
Measures: Working the Results

Scott M. Brooks, Gantz Wiley Research, Chair

Jack W. Wiley, Gantz Wiley Research, Bruce H. Campbell, Gantz Wiley Research, From Linkage Research and Best Practices Analysis to Action Planning: A Case Study

Sally F. Hartmann, Sears, Transformation at Sears: Putting the Linkage Model to Work

Terry Guth, Payless Shoe Source, Putting Linkage Results to Work: A Description of One Organization’s Follow-Up Strategy

Sherilyn M. Kam, Kaiser Permanente Hawaii, Fran Sincere, Kaiser Permanente, Robert A. Jako, Kaiser Permanente, The Use of Linkage Research Findings in a Health Care Organization

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49. Practitioner Forum: Friday, 3:30 - 4:20 Copenhagen

Using Competencies as the Basis for Integrating Human Resource Systems

Sharon Wagner, Golden Gate University, Chair

Jill L. Geehr, CSX Transportation, Transportation, Building Towards Integrated Human Resource Policies and Procedures

Karin S. Fulton, Humana, Inc., Integrating Competencies into Human Resource Systems and Processes

Mila N. Baker, Baptist/St. Vincent’s Health Systems, The Use of Competency Models in Team-Based Organizations

Charley C. Morrow, Linkage, Inc., Management and Compensation Using Competency Models: New Methods, Old Problems

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50. Symposium: Friday, 3:30 - 4:50 Madrid/Trinidad

Work Team Effectiveness: Recent Studies of Context & Composition

Eric Sundstrom, University of Tennessee, Chair

Janice Langan-Fox, University of Melbourne, Sharon Code, University of Melbourne, Lillian T. Eby, University of Georgia, Kim Langfield-Smith, LaTrobe, Teams, Managers and Experts in Context: Unstructured-Structured Tasks, Task Difficulty and Strategies

Frederick P. Morgeson, Texas A&M University, Incorporating Context into Team Research: An Exemplar from the Field

Terry Halfhill, University of Tennessee, Adam D. Weilbaecher, University of Tulsa, Eric Sundstrom, University of Tennessee, Personality Predictors of Performance in Military Teams: Agreeableness and Conscientiousness

Susan Mohammed, Pennsylvania State University, Linda Angell, Pennsylvania State University, Ronald Johnson, Pennsylvania State University, Erika Ringseis, Pennsylvania State University, Group Composition and Group Performance in an Academic Setting.

Richard Moreland, University of Pittsburgh, Discussant

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51. Symposium: Friday, 3:30 - 4:50 Consulate

Recent Issues and Innovations in Personality Assessment

James M. LeBreton, University of Tennessee–Knoxville, Co-Chair

John F. Binning, Illinois State University, Co-Chair

John F. Binning, Illinois State University, James M. LeBreton, University of Tennessee–Knoxville, Anthony J. Adorno, The DeGarmo Group, A Research Agenda for Assessing Personality in the Employment Interview

D. Lawrence LeBreton, Virginia Polytechnic Institute and State University, Sigrid B. Gustafson, American Institutes for Research, ADA Implications of Measuring Personality

Debrah Z. Migetz, University of Tennessee–Knoxville, Lawrence R. James, University of Tennessee–Knoxville, Current and New Directions in Conditional Reasoning Measurement

William R. Walton, University of Tennessee– Knoxville, Identification and Characterization of Antisocial Personality Disorder

Lois E. Tetrick, University of Houston, Discussant

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52. Roundtable: Friday, 3:30 - 4:20 Sydney

The Future Organization: Telework, Intelligent Agents,
and Nomadic Computing

Michael D. Coovert, University of South Florida, Co-Host

Lori L. Foster, University of South Florida, Co-Host

J. Philip Craiger, University of Nebraska–Omaha, Co-Host

R. Jason Weiss, University of Nebraska–Omaha, Co-Host

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53. Special Event: Friday, 3:30 - 5:20 Intl Salon A

SIOP/EAWOP Symposium: International Perspectives in Selection Research

Neil Anderson, University of London, Chair

Robert Roe, Tilberg University, Selection in the New Millennium: A European View on Development in Methods and Research

Neil Anderson, University of London, Deniz Ones, University of Minnesota, Gender and Ethnic Group Differences on Personality Scales: Some Data from the UK

Ivan Robertson, Manchester School of Management, Sharon Clarke, Manchester School of Management, Personality and Accident Involvement: Implications for Personnel Selection

Jesus Salgado, University of Santiago de Compostela, Silvia Moscoso, University of Santiago de Compostela, Construct Validity of Two Personality Inventories Based on the Five Factor Model: A Spanish Investigation

Chockalingham Viswesvaran, Florida International University, Deniz Ones, University of Minnesota, Do Individuals Gravitate to Jobs Commensurate with Their Personality: Data from Jobs in the U.S.

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54. Symposium: Friday, 3:30 - 4:50 Intl Salon B

Personality and Performance: Boundary Conditions
for Measurement and Structural Models

Walter C. Borman, University of South Florida/Personnel Decisions Research Institutes, Chair

Wendy J. Casper, George Mason University, Gilad Chen, George Mason University, Jos M. Cortina, George Mason University, Meta-Analytic Examination of the Relationships Among Cognitive Ability, Conscientiousness, Self-Efficacy, and Task Performance

Judith M. Collins, Michigan State University, Paul R. Bly, Texas A&M University, David J. Woehr, Texas A&M University, The Incremental Validity of the Socialization Trait over the Socialization Process for the Prediction of Task and Contextual Performance

Stacy L. Jackson, Washington University, St. Louis, Performance Through the Eyes of Those Who See You Less: The Credibility of Others’ Assessments

Mark J. Schmit, Personnel Decisions International, Jenifer A. Kihm, Personnel Decisions International, Chet Robie, University of Houston, Refining a Personality Test to be Used in Selection Across Several Cultures

Frank L. Schmidt, University of Iowa, Discussant

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55. Special Event: Friday, 3:30 - 5:20 Intl Salon C

A Beginner’s Manual: Keys to Success in Practice

John C. Scott, Applied Psychological Techniques, Chair

Robert T. Hogan, Hogan Assessment Systems, Panelist

James L. Outtz, Outtz and Associates, Panelist

Ben E. Dowell, Bristol-Myers Squibb, Panelist

Jeffrey J. McHenry, Microsoft Corporation, Panelist

Gordon J. Curphy, Personnel Decisions International, Panelist

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56. Master Tutorial: Friday, 3:30 - 4:50 Intl Salon D

Adult Intelligence and Work from Knowledge and Trait-Complex Perspectives

Simcha Ronen, Tel Aviv University, Chair

Phillip L. Ackerman, Georgia Institute of Technology, Presenter

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57. Special Event: Friday, 3:30 - 4:20 Intl Salon E

Ad Hoc Committee on Ethnic Minority Participation

Beth Chung, Cornell University, Co-Chair

Dana McDonald-Mann, Center for Creative Leadership, Co-Chair

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58. Practitioner Forum: Friday, 3:30 - 4:20 Intl Salon G

Developing an Ethical Organization: The U.S. Army’s Example

Joe LeBoeuf, U.S. Military Academy, West Point, Chair

Gregory J. Dardis, U.S. Military Academy, West Point, Developing Leaders of Character

Kenneth A. Romaine, U.S. Military Academy, West Point, Assessing Ethical Climates: A Practical Tool

John W. Bressler, U.S. Army Headquarters, Using the Ethical Climate Assessment Survey: Some Evidence of Success

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59. Symposium: Friday, 3:30 - 4:50 Intl Salon H

Technology Impacts on Impression Formation: Looking Inside the Black Box

Susan G. Straus, Carnegie Mellon University, Chair

Suzanne P. Weisband, University of Arizona, Jonathan Woodard, University of Arizona, Perceptions of Leaders at a Distance

Joseph B. Walther, Rensselaer Polytechnic Institute, Is a Picture Worth a Thousand Words?

Pamela Hinds, Stanford University, Impressions of Members in Distributed Work Groups: The Relative Effects of Geographical, Informational, and Functional Distance

Susan G. Straus, Carnegie Mellon University, Laurie L. Levesque, Carnegie Mellon University, Effects of Communication Media and Nonverbal Cues on Judgments in Job Interviews

K. Michele Kacmar, Florida State University, Discussant

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60. Poster Session: Friday, 3:30 - 5:20 Intl Hall South Foyer

Dana M. Milanovich, Naval Air Warfare Center Training Systems Division

Elizabeth J. Muniz, Naval Air Warfare Center Training Systems Division

Eduardo Salas, Naval Air Warfare Center Training Systems Division

Janis A. Cannon-Bowers, Naval Air Warfare Training Systems Division

This paper describes a preliminary attempt to understand the teamwork deficiencies that contribute to team derailment. To study this phenomenon, we used the team competency framework offered by Cannon-Bowers, Tannenbaum, Salas, and Volpe (1995). This aided us in identifying the team skills and attitudes associated with team failures.

Paul Tesluk, Tulane University

Using data from 88 road crews, this study investigated how groups manage performance barriers. Although performance constraints were negatively related to performance, crews that used problem management strategies minimized these effects directly and indirectly by maintaining cohesion under adverse conditions. Factors related to use of problem management strategies are discussed.

Karen J. Jansen, Texas A&M University

This study investigates the effect of similar and diverse personality and KSAs on group performance and satisfaction by developing a typology of four types of person-group fit. Results suggest that the nature of the group’s task and required interaction determine the type of fit that will maximize performance and satisfaction.

Michelle A. Marks, Florida International University

Annie A. Nguyen, Florida International University

Jennifer Kantrowitz, Florida International University

This study examines business, military, and religious leader prototypes for both White and Hispanic Americans. A sample of 91 Hispanics and 62 Whites rated Lord, Foti & De Vader’s (1984) leader traits for their representativeness of typical leaders. Findings indicate significant differences in leader prototype profiles between ethnoracial subgroups.

Michelle A. Marks, Florida International University

Stephen J. Zaccaro, George Mason University

John E. Mathieu, Pennsylvania State University

We examined how leader briefings and team interaction training influence team members’ knowledge structures concerning processes related to effective team performance. Findings indicated that leader communication of environment knowledge and team interaction training affected the development of team mental models, which influenced team communication and coordinated performance in routine and novel environments.

Thomas R. Gordon, University of South Florida

Michael T. Brannick, University of South Florida

We compared measures of team process and outcome in sailing crews. Communication, assertiveness, and team viability measures were compared with order of finish in regattas. Multitrait-multimethod analysis showed that skippers and crewmembers converged on the team process measures and successfully discriminated between communication and assertiveness. Communication, assertiveness, and viability scores predicted order of finish across crews.

Glenn E. Littlepage, Middle Tennessee State University

Steven D. Jones, Middle Tennessee State University

Richard Moffett, Middle Tennessee State University

Tressa Cherry, Middle Tennessee State University

Susan Senovich, Middle Tennessee State University

Members of 112 teams in an aerospace organization completed questionnaires assessing team potency, group processes, leadership, and group performance. Results of causal modeling suggest that leadership affects team potency and group processes, potency affects group processes and group performance, and group processes affect group performance.

Nancy Da Silva, University of Houston

Lois E. Tetrick, University of Houston

Allan P. Jones, University of Houston

Kelley J. Slack, University of Houston

Jean K. Latting, University of Houston

Mary H. Beck, University of Houston

The organizational learning assessment instrument was designed in this study generally supported the dimensions of systems thinking, shared vision, team learning, mental models, and personal mastery. Evidence of construct validity was presented based on hypothesized correlates of the dimensions and their ability to predict personal and group innovation.

Kelley J. Slack, University of Houston

Allan P. Jones, University of Houston

Lois E. Tetrick, University of Houston

Nancy Da Silva, University of Houston

Jean K. Latting, University of Houston

Mary H. Beck, University of Houston

Interest in improving the effectiveness of work groups has increased (Campion, Medsker, & Higgs, 1993). The present study examined the role of individual and group innovation on group effectiveness. Support for learning and innovation were both directly and indirectly related to group effectiveness, through empowerment, individual innovation, and group innovation.

Joellyn Townsend, University of Houston

Allan P. Jones, University of Houston

This study explored linkages between leader-member similarity and interaction patterns. Similarity ratings were related to the perceived use of supervisory power and to the use of the supervisor as a source of work direction. Finally, similarity was related to employee and supervisor ratings of interaction frequency and LMX.

Craig L. Pearce, University of Maryland

Pamela A. Herbik, University of North Carolina at Charlotte

We examined 71 teams in this research. Results indicate that team leadership, team dynamics, and the team’s environment, but not team demography, are highly correlated with team citizenship behavior (TCB). Hierarchical multiple regression results suggest that team leadership accounts for more unique variance in TCB, than do the other variables.

Bryan Edwards, University of South Alabama

Many factors tend to affect self-efficacy of performance on an academic task, which invariably affects subsequent performance. The influence of two factors, social cues and perceived typed of opponent, on performance expectancies in a competitive situation appear to affect self-efficacy of males and females in the presence of a competitor.

Mary Anne Hyland, Rutgers University

Elizabeth A. Douthitt, Rutgers University

Jean Phillips, Rutgers University

Procedural justice research has shown that team processes and leader interactions influence procedural justice perceptions, and procedural justice affects team member reactions. Partial support was found for the mediating effects of procedural justice perceptions on the relation of team leader consideration and team member influence with satisfaction.

Gloria Pereira, Aon Consulting

Hobart G. Osburn, University of Houston

This study explores the relationship between quality circles (QCs) and employee attitudes and productivity. The sample included 36 studies with 42 independent samples. Mean effect sizes were small for employee attitudes and moderate for job performance suggesting QCs affected job performance to a greater degree than employee attitudes.

Andrea M. Olson, University of Minnesota

Amy R. Wasserman, Illinois Institute of Technology

Relationships between team competencies and six team outcomes were explored. Feedback was the most important predictor of Perceived Patient Care Quality, Perceived Patient Care Efficiency, and Overall Team Effectiveness. Communication was the most important predictor of Individual Satisfaction and Individual Commitment. Orientation was the most important predictor of Team Commitment.

Sheila Simsarian Webber, George Mason University

Lisa M. Donahue, George Mason University

Meta-analysis of the relationship of work group diversity (readily detectable and less observable) with cohesion and performance was conducted and then combined with the meta-analytic findings of Gully, et al. (1995) of the relationship between cohesion and performance to test an input-process-output model of the effects of diversity on work group performance.

Rowland P. Hanley, The Ohio University

Paula M. Popovich, The Ohio University

Peter Y. Chen, The Ohio University

Denise Haeggberg, The Ohio University

Scott Finlinson, The Ohio University

The aim of the present study was to investigate the relationship between type of team and the instruments we use to predict performance. The Teamwork-KSA Test and tests of general cognitive ability were assessed across two different team simulations. The effectiveness of each test was dependent upon simulation type.

Todd W. Little, University of Tennessee–Knoxville

This study was intended to estimate the reciprocal relationship between group cohesion and group effectiveness at the group level. The sample consisted of 243 students working in 65 groups. The reciprocal model was rejected and an exploratory analysis of a mediated model was conducted. Results supported the mediated model.

Anthony M. Townsend, University of Nevada at Las Vegas

W. Kevin Baker, Roanoke College

K. Dow Scott, Virginia Polytechnic Institute and State University

The Garland (1985) goal/expectancy model is adapted to a team environment and used to determine the impact of team size upon a complex team performance model. Analysis indicates a robust model for all teams together, but that when tested among large and small teams, the structure of the model changes.

Anthony M. Townsend, University of Nevada at Las Vegas

K. Dow Scott, Virginia Polytechnic Institute and State University

Attitudinal, performance, and demographic data from 126 work teams are examined to determine: (a) Does the racial composition of teams affects team performance; (b) Do African Americans and whites have different attitudes toward their teams and their teams’ performance, and (c) Do they explain performance differences in teams with different racial composition?

Artemis Chang, University of Queensland

Prashant Bordia, University of Queensland

This study investigated the relationship between group level task and social cohesion (Carron, 1985) and task effectiveness, system viability, and group members’ professional growth (Hackman, 1990) over time. Results of this study suggested that task cohesion was the only predictor of the self-rated performance and social cohesion was the only predictor of system viability and group performance.

Lucy L. Gilson, DuPree, Georgia Institute of Technology

Christina E. Shalley, Georgia Institute of Technology

Terry C. Blum, Georgia Institute of Technology

A field survey of intact self-managed teams found individual member characteristics (i.e., creative personality and intrinsic motivation) and team characteristics (i.e., norms that support and reward creativity, shared goals, and democratic processes) were positively related to team creative performance. Team size was negatively related to creative performance.

Alice F. Stuhlmacher, DePaul University

Amy E. Walters, DePaul University

Studies reporting the objective settlements obtained by male and female negotiators were reviewed. Men negotiated significantly better outcomes than women. Opponent sex, relative power, integrative potential, mode of communication and year of study were tested as moderators although none of these or several exploratory moderators reversed or eliminated the effect.

Laura Gniatcyzk, University of Tennessee–Knoxville

Debrah Z. Migetz, University of Tennessee–Knoxville

Robert T. Ladd, University of Tennessee–Knoxville

Negotiation is becoming an increasingly important skill necessary to compete in today’s business environment. The purpose of this paper is to investigate the influences of individual differences on negotiation ability. Three types of individual differences including gender, personality, and cognitive ability were examined. Mixed findings for the proposed hypotheses are reported.

Wayne Harrison, University of Nebraska at Omaha

Cheryl L. Hendrickson, American Institutes for Research

Information processing theory guided predictions regarding antecedents and consequences of the perceived adequacy of ideological accounts. Participants (N = 216) in a 322 laboratory experiment engaged in an interactive scenario of university life. Specific, but not vague, ideological justifications were effective across two outcome severity levels, especially in a trusting climate.

Erika Peterson, George Washington University

In group negotiations, agreements were less integrative when negotiators identified with the group as a whole, rather than with their own party, particularly in negotiations between majority and minority factions. Also, the majority faction had a greater profit advantage over the minority faction when group identity was salient.

Kenneth A. Graetz, University of Dayton

Cassie B. Barlow, U.S. Air Force

Nicole L. Proulx, University of Dayton

Laura A. Odenweller, University of Dayton

Simon Weierman, University of Dayton

Connie Blankenship, University of Dayton

Danielle Strazzo, University of Dayton

Same gender dyads engaged in a four-issue integrative bargaining task. Negotiator accountability and communication channel (face-to-face, teleconferencing, videoconferencing) were manipulated. Negotiators in the VC condition spent less time negotiating, obtained lower outcomes overall, and engaged in less logrolling that dyads in the other communication conditions. As predicted, negotiators in the TELE condition performed relatively well in the absence of visual access.

DonnaMaria C. Vigil-King, University of Tennessee

This study assessed the validity of two ROCI-II variations, modified to reflect the conflict-handling style used by individuals within teams and the conflict-handling style used by the team. Confirmatory factor analysis results supported the five-factor conflict-handling model for both variations. Interrater agreement (r_wg) indicated members evaluated team style similarly.

Susan McFarlin, Old Dominion University

William Fals-Stewart, Old Dominion University

Debra A. Major, Old Dominion University

Timothy T. Freitas, Old Dominion University

We examined the prevalence of workplace violence among substance abusers entering treatment. A significantly larger proportion of substance-abusing patients reported that they had engaged in workplace violence in the year before treatment and in their lifetimes than a sociodemographically matched sample of nonsubstance abusing individuals from the community. Factors associated with workplace violence in these patients included sex, age, and substance use frequency.

Lisa Keeping, University of Akron

Douglas J. Brown, University of Akron

To delineate the role of affect in transformational leadership as measured by the Multifactor Leadership Questionnaire, general affect and target-specific affect (liking of one’s supervisor) were modeled as method effects. Liking significantly altered both the measurement of transformational leadership as well as structural relations between it and three outcome variables.

Taly Dvir, Tel Aviv University

Dov Eden, Tel Aviv University

Bruce J. Avolio, SUNY–Binghamton

Boas Shamir, Hebrew University

The causal relationships between transformational leadership, enhanced through training, and follower development and performance were examined in a longitudinal true field experiment. The results confirmed that the transformational leaders had a more positive impact on their direct followers’ personal development and on their indirect followers’ objective performance than the control leaders.

Sally A. Carless, Monash University

The construct validity of two popular measures of transformational leadership were examined. The instruments were the Multifactor Leadership Questionnaire (MLQ-5X; Avolio, Bass, & Jung, 1995) and the Leadership Practices Inventory (LPI: Kouzes & Posner, 1988). LISREL 8 confirmatory factor analysis was used to compare three alternative models of leadership: a first-order multidimensional model, a single factor model, and a hierarchical model.

Roseanne J. Foti, Virginia Polytechnic Institute and State University

Amy Gershenoff, Virginia Polytechnic Institute and State University

A multi-variable pattern has been effective in predicting leadership emergence for all-male groups. In all-female groups, individuals with a high, high, high, high pattern of intelligence, dominance, general self-efficacy, and self-monitoring received higher leadership ratings and rankings than all other individuals, extending these findings to the female population.

Kevin J. Basik, Virginia Polytechnic Institute and State University

Amy Gershenoff, Virginia Polytechnic Institute and State University

Roseanne J. Foti, Virginia Polytechnic Institute and State University

This study examined the contingent nature of the leader assignment-task relationship. High task interdependence with elected leaders resulted in high group performance, whereas low task interdependence with assigned leaders resulted in high group performance. Results demonstrated greater satisfaction with the group process and the leader in the high interdependence condition.

Jinkook Tak, Kwangwoon University

Upward influence tactics included eight factors whereas downward influence tactics included nine factors. There were differences in the relative frequency of use between upward and downward influence tactics. Personality traits were closely related to upward influence tactics. Downward influence tactics were closely related to upward influence tactics and organizational effectiveness.

Oriel Strickland, California State University–Sacramento

Carol J. MacMillan, California State University–Sacramento

Mark Galimba, California State University–Sacramento

This study examined the interactive effect of a leader’s personal outcome and prior success on perceptions of charisma, influence, and hiring decisions. Consistent with hypotheses, a leader who is personally suffering is only perceived as charismatic and influential when they also have been shown to be a successful influence agent.

Julia McElreath, Wayne State University

Alan R. Bass, Wayne State University

A life-history essay questionnaire was used to develop a biodata instrument to assess leadership potential, based on a leadership-skills approach; the measure is intended for career development and strategic staffing/succession planning. The life-history approach yielded valuable data for biodata item generation, and demonstrated the usefulness of a theory-based approach to item development.

Brian S. Klaas, University of South Carolina

John McClendon, Temple University

Thomas W. Gainey, University of South Carolina

Organizations increasingly use outside contractors to perform HR activities traditionally performed in-house. However, little is known about this interfirm alliance. Using a Transaction Cost Economics perspective, this study found that several organizational-level factors moderated the relationship between overall reliance on outsourcing and the perceived benefits produced by this alternative.

Tamara Pederson, Southern Illinois University

Catherine S. Daus, Southern Illinois University

Resistance to change is a subject of increasing importance in today’s rapidly changing workforce. Prior to making drastic changes, organizations need to identify resistance in employees. This poster explains the development and construct validation of a scale to measure resistance to change in employees in an organizational setting.

Tara Smecko, Portland State University

Bob Hayes, Medical Consultants NW, Inc.

The present study describes the development and validation of a self-report measure of compliance with safety behaviors at work. Results showed that the Work Safety Compliance Measure (WSCM) reliably measures four facets of compliance with safety behaviors and was significantly related to self-reported accident rates. Implications are discussed.

Annette Towler, Rice University

Steven C. Currall, Rice University

This theoretical paper explains how organizations can transform employee creativity into organizational innovations through successful use of human resource management practices and policies. Institutional polices such as management development facilitate the harvest of employee creativity into organizational innovation. Ultimately, organizational innovations enable an organization to obtain a competitive advantage.

Bethany Klynn, The Ohio State University

Mary A. Roznowski, The Ohio State University

The present research investigates the gravitational hypothesis and seeks to understand why men and women do not advance to upper levels of management at the same rate, despite their similar levels of cognitive ability. Analyses show that life factors affect career mobility differently for women and men.

Mark Ehrhart, University of Maryland

Karen Holcombe, University of Maryland

Benjamin Schneider, University of Maryland

This study focuses on the predictability of adolescent leadership, with the goal of establishing its durability into the work setting. Peer nominations of leadership were predicted by a set of personal attributes. These nominations were related to, but distinct from, teacher leadership ratings and peer nominations of popularity and friendship.

Jeann D. Makiney, University of Akron

Christopher A. Marchioro, University of Akron

Rosalie J. Hall, University of Akron

The relationships of the Big Five personality dimensions, leadership style (MLQ), and leadership self-schema with leadership perceptions were examined. Personality alone explained a significant amount of variance in perceptions and both the MLQ and Leadership Self-Schema demonstrated meaningful increments over personality. Self-Schema explained variance above both personality and leadership style.

Cheryl Dyer, Southwest Missouri State University

Carol F. Shoptaugh, Southwest Missouri State University

Thomas D. Kane, Southwest Missouri State University

Four categories of leader behavior (overall leader activity, leader activity solicited by group members, motivating behaviors, and demotivating behaviors) were investigated in this empirical examination of the relationship between gender and leaders’ verbal behaviors. Only motivating behaviors significantly differentiated male from female leaders.

Michael J. Keeney, University of Akron

Daniel J. Svyantek, University of Akron

Andrea F. Snell, University of Akron

Steven J. Robison, Dow Chemical Company

Measures of personality and organizational climate were subjected to two recently available analytical methods that extract patterns from data, Classification and Regression Trees, and neural network classification analysis. Risk, openness, rewards, and neuroticism emerged as key variables in differentiating among three similar work groups. Implications for ASA research are discussed.

Theresa M. Welbourne, Cornell University

Marcie A. Cavanaugh, Cornell University

Timothy A. Judge, University of Iowa

This study’s purpose was to investigate the relationship between leader personality ("Big Five") and firm performance. Using a longitudinal sample of IPO firms, results indicated that leader emotional adjustment was positively associated with earnings per share and stock price growth. Leader extraversion was negatively associated with earnings per share.

Amy E. Mills, Aon Consulting

Eugene F. Stone-Romero, University at Albany, SUNY

Few research studies have examined the construct validity of absence self-reports. Thus, this study examined the relationship between group-level attendance and biases in self-reports of one’s own and others’ absences. Results support cognitive and motivational predictions for biased self-reports.

Building Collaborative Relationships to Meet I-O Psychologists’ Needs
Within State Organizations

Thomas G. Baker, ESS Corp, Co-Host

Diana L. Clarke, Brinoth Group, Co-Host

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62. Panel Discussion: Friday, 4:30 - 5:50 Imperial A

Moving HR Programs to the Field: Implementation Challenges and I-O Responses

Matthew R. Redmond, Aon Consulting, Chair

Steven T. Arneson, Pizza Hut, Inc., Panelist

Kelly J. Brookhouse, Motorola, Inc., Panelist

Michael E. Moomaw, The Southern Company, Panelist

Roland T. Ramsay, Ramsay Corporation, Panelist

Jim Livingston, International Paper, Panelist

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63. Symposium: Friday, 4:30 - 5:50 Copenhagen

Revising a 360-Degree Feedback Instrument: Integrating
Quantitative and Qualitative Data

Dana McDonald-Mann, Center for Creative Leadership, Chair

Christina A. Douglas, Center for Creative Leadership, A Content Validation Approach to Revising Benchmarks

S. Bartholomew Craig, Center for Creative Leadership, Nambury S. Raju, Illinois Institute of Technology, Using Item Response Theory to Update Benchmarks

Jean Leslie, Center for Creative Leadership, Putting It All Together: Issues in Integrating Quantitative and Qualitative Data

Marian N. Ruderman, Center for Creative Leadership, Silvia Swigert, Center for Creative Leadership, Examination of the Differential Validity of Benchmark Scores

Stphane Brutus, Concordia University, Discussant

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64. Roundtable: Friday, 4:30 - 5:50 Sydney

The Retention of "Welfare to Work" Employees

Cristina G. Banks, Terranova Consulting Group, Co-Host

Katharine M. Jung, University of California–Berkeley/Terranova Consulting Group, Co-Host

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65. Symposium: Friday, 4:30 - 5:50 Intl Salon E

Person-Environment Fit: Alternative Conceptualizations
at Different Phases of Organizational Entry

Joan R. Rentsch, Wright State University, Chair

Amy L. Kristof-Brown, University of Iowa, Joyce Bono, University of Iowa, Kristy J. Lauver, University of Iowa, A Multi-Dimensional Model of Socialization and Person-Environment Fit

Daniel B. Turban, University of Missouri, Chung-Ming Lau, Chinese University of Hong Kong, Irene H.S. Chow, Chinese University of Hong Kong, Hang-Yue Ngo, Chinese University of Hong Kong, Steven X. F. Si, Concordia University, Person-Organization Fit in the People’s Republic of China

Rosalie J. Hall, University of Akron, Anna Neumann, Arthur Andersen, P-E Fit During Socialization: Relationships with Attitudinal and Performance Variables

Joan R. Rentsch, Wright State University, Darcy Menard, Wright State University, Robert F. Scherer, Wright State University, The Effect of P-E Fit at Post-Organizational Entry: Perception or Reality?

Benjamin Schneider, University of Maryland, Discussant

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66. Special Event: Friday, 4:30 - 5:30 Intl Salon F

Reception: Ad Hoc Committee on Ethnic Minority Affairs

Beth Chung, Cornell University, Host

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67. Roundtable: Friday, 4:30 - 5:50 Sydney

Doctoral Training in I-O Psychology: Are Team-Based Methods More Effective?

Donna E. Thompson, Baruch College, CUNY, Co-Host

Elizabeth Manibay, Baruch College, CUNY, Co-Host

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68. Special Event: Friday, 5:00 – 6:00 Hub

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.

69. Symposium: Friday, 5:00 - 5:50 Intl Salon D

Human-Computer Communication Systems: Research and Applications

J. Philip Craiger, University of Nebraska at Omaha, Chair

Jack McGourty, Columbia University, Morton Friedman, Columbia University, The Gateway Collaboratory at Columbia University: Enhancing Collaborative Behavior and Innovation through Technology

Mary Hawkins, Bellevue University, J. Philip Craiger, University of Nebraska at Omaha, Differential Effects of Feedback in Computer-Based Instruction

Karen Ury, Bowling Green State University, Steven Rogelberg, Bowling Green State University, Explaining Individual’s Anxiety In Using Electronic Mail For Work-Related Tasks

Michael D. Coovert, University of South Florida, Discussant

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Evening Reception 6:00 – 8:00 Skyline Level