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Coffee Break: Sunday, 7:30 - 8:00 South Hall/North Foyer


 145. Symposium: Sunday, 8:00 - 9:50 Imperial A

Walking the Talk: Leaders, Followers, and the Values Between Them

The relationship between leadership and values is multi-dimensional. Values held by leaders, organizational values in which leaders are trained, and values held by followers all play a role in the relationship. In this symposium, we consider each of these, with research presented in civilian and military settings.

Marcus W. Dickson, Wayne State University, Chair

Robert T. Hogan, Hogan Assessment Systems, Leadership and Values: The Vision Thing

Michael W. Grojean, University of Maryland, Paul J. Hanges, University of Maryland, Preference for Leader Goal and Leadership Process: The Role of Follower Values

Jeffrey L. Thomas, Wayne State University, Values and the Assessment of Leadership: A Field Study in the U.S. Army ROTC

Rabindra N. Kanungo, McGill University, Manuel Mendonca, McGill University, Ethical Leadership in Three Dimensions

Michael W. Grojean, University of Maryland, Brent Smith, Cornell University, Marcus W. Dickson, Wayne State University, Values, Personality, Ethical Climate and Leadership: How Do They Fit Into the Army of the 21st Century?

Lynn R. Offermann, George Washington University, Discussant


146. Symposium: Sunday, 8:00 - 9:50 Marquis III

Whither Assessment Centers? We Hardly Knew Ye!

Whither assessment centers? It seems unlikely, yet there has been little research on the topic presented at recent SIOP conferences or published in major journals. The symposium organizes new research and theory around Binning and Barrett’s (1989) inferential model of validity in examining one unresolved issue: assessment center construct validity.

David V. Day, Pennsylvania State University, Co-Chair

Deidra J. Schleicher, Kansas State University, Co-Chair

Robert P. Tett, Wright State University, Assessment Center Validity: New Perspectives on an Old Problem

Deidra J. Schleicher, Kansas State University, David V. Day, Pennsylvania State University, Bronston T. Mayes, California State University–Fullerton, Ronald E. Riggio, Claremont-McKenna College, A New Frame for Frame-of-Reference Training: Enhancing the Construct Validity of Assessment Centers

John F. Binning, Illinois State University, James M. LeBreton, University of Tennessee–Knoxville, Anthony J. Adorno, The DeGarmo Group, "Sociotechnical" Moderators of Assessment Center Criterion-Related Validity

Bruce J. Avolio, SUNY–Binghamton, Danie Maritz, Productivity Development, Matthew S. O’Connell, Select International, Inc., Assessment of Transformational Leadership Potential

Paul R. Sackett, University of Minnesota, Discussant

William C. Byham, Development Dimensions International, Discussant


147. Symposium: Sunday, 8:00 - 9:50 Marquis IV

The Construct Validity of the Situational Judgment Inventory

Situational judgment inventories (SJIs) have become increasingly popular as low-fidelity selection instruments, but the factor structure and correlates of SJIs are not well understood. This symposium includes five papers that explore the nature of these instruments across a variety of jobs and organizations.

James P. Clevenger, Aon Consulting, Chair

Matthew W. Jones, Aon Consulting, Stephen A. Dwight, Aon Consulting, Ted R. Nouryan, Aon Consulting, Exploration of the Construct Validity of a Situational Judgment Test for Managerial Assessment

Douglas H. Reynolds, Development Dimensions International, Jamie L. Winter, Development Dimensions International, Donald R. Scott, Development Dimensions International, Validation and Translation of a Professional-Level Situational Judgment Inventory

Sharon Arad, Personnel Decisions Research Institutes, Walter C. Borman, University of South Florida/Personnel Decisions Research Institutes, Elaine D. Pulakos, Personnel Decisions Research Institutes, Construct Validation of a Situational Judgment Test of Adaptive Behavior

Gloria Pereira, Aon Consulting, Veronica Schmidt Harvey, Aon Consulting, Situational Judgment Tests: Do They Measure Ability, Personality, or Both?

James P. Clevenger, Aon Consulting, Victor Jockin, Aon Consulting, Tobin V. Anselmi, Frito-Lay, Inc., Stephanie L. Morris, Aon Consulting, A Situational Judgment Test for Engineers: Construct and Criterion-Related Validity of a Less Adverse Alternative

Stephan J. Motowidlo, University of Florida, Discussant


148. Symposium: Sunday, 8:00 - 9:50 Sydney

New Developments in Structural Equation Methods for I-O Psychology

Applications of structural equation techniques are needed in many I-O settings that require advanced knowledge of software, statistics, or study design. This symposium provides information so that researchers can better understand how to test congruence hypotheses, examine measurement equivalence, evaluate multilevel relationships, and develop indicators.

Larry J. Williams, Purdue University, Chair

Stanley A. Mulaik, Georgia Institute of Technology, Andrea F. Snell, University of Akron, Rosalie J. Hall, University of Akron, Geneva M. Davies, University of Akron, Michael J. Keeney, University of Akron, The Implications of Secondary Factors for the Use of Item Parcels in Structural Equation Modeling

Robert J. Vandenberg, University of Georgia, Charles E. Lance, University of Georgia, Issues Underlying Tests of Measurement Equivalence in SEM Applications

Rosalie J. Hall, University of Akron, Jeann D. Makiney, University of Akron, Christopher A. Marchioro, University of Akron, James A. Tan, University of Akron, Katherine J. Klein, University of Maryland, Applying Multilevel Structural Equation Modeling Techniques to the Study of Organizational Behavior

Jeffrey R. Edwards, University of North Carolina, Richard P. Bagozzi, University of Michigan, The Use of Latent Quadratic Structural Equation Modeling in the Study of Congruence

Edward Rigdon, Georgia State University, Discussant

Stanley A. Mulaik, Georgia Institute of Technology, Discussant


149. Symposium: Sunday, 8:00 - 9:50 Intl Salon A

Expanding Conceptualizations of Sexual Harassment

The accumulation of research on sexual harassment has created a strong foundation on which innovative research can build. The unique papers in this symposium extend research by generalizing existing theories to new populations, examining new variables influencing sexual harassment, and addressing the experience and characteristics of specific harassing episodes.

Theresa M. Glomb, University of Minnesota, Chair

S. Arzu Wasti, University of Illinois–Urbana-Champaign, Mindy E. Bergman, University of Illinois–Urbana-Champaign, Theresa M. Glomb, University of Minnesota, Generalizability of an Integrated Sexual Harassment Model: A Cross-Cultural Comparison

Mindy E. Bergman, University of Illinois–Urbana-Champaign, Fritz Drasgow, University of Illinois–Urbana-Champaign, Relationship between Race and Sexual Harassment in the U.S. Military

Jill Hunter Williams, University of Illinois–Urbana-Champaign, Vicki Magley, DePaul University, Regina Day Langhout, University of Illinois–Urbana-Champaign, The Relationship between Organizational Climate and Tolerance of Sexual Harassment

Regina Day Langhout, University of Illinois–Urbana-Champaign, Suzanne E. Mazzeo, University of Illinois–Urbana-Champaign, Nicole T. Buchanan, University of Illinois–Urbana-Champaign, Louise F. Fitzgerald, University of Illinois–Urbana-Champaign, Women’s Experiences of Sexual Harassment in the Military: A Closer Look

Liberty J. Munson, University of Illinois–Urbana-Champaign, Andrew G. Miner, University of Illinois–Urbana-Champaign, Labeling Sexually Harassing Experiences: Does it Matter?

John B. Pryor, Illinois State University, Discussant


150. Poster Session: Sunday, 8:00 - 9:50 Intl Hall South Foyer

Personality, Socialization/Careers, and Work and Family

 

150-1

Influence of Individual Differences and Job
Desirability on Personality Distortion

Bradford O. Mudgett, Rice University

Personality score distortion was examined. Individuals with more opportunity to distort engaged in more distortion (honest level of response was negatively correlated with amount of distortion). Job-desirable distortion was prevalent for a Computer Programmer job and social-desirable distortion was prevalent for a Social Service Worker job.

 

150-2

Change and Transfer of Change in Ethical Judgments

Kelly Bouas Henry, University of Oklahoma

Judy Rouse Van Doorn, University of Oklahoma

Ethical dilemmas are frequently encountered in organizational settings. Two experiments examine the effect of persuasion on ethical judgments. Results indicate that persuasive messages produce change in the ethical judgment towards which the message is targeted, but also produce change in other related ethical domains. Organizational implications are discussed.

 

150-3

Situational and Dispositional Predictors of Employee Benefit Knowledge

Chris Wright, University of Tulsa

Robert R. Sinclair, University of Tulsa

This study examined situational benefit variables, cognitive ability, and motivational dimensions as predictors of employee benefit knowledge. The results suggest that these factors predict employees’ willingness and ability to acquire benefit knowledge, and support a distinction between traditional and nontraditional benefit knowledge.

 

150-4

The Effect of Benefit System Satisfaction on Organizational Commitment

Michael C. Leo, University of Tulsa

Robert R. Sinclair, University of Tulsa

Chris Wright, University of Tulsa

We examined the effect of benefit system satisfaction on affective and continuance commitment. Benefit system satisfaction was significantly related to affective commitment and benefit system quality, but not continuance commitment. Further, we identified several individual and organizational antecedents of benefit system satisfaction and quality. Implications for research and practice are discussed.

 

150-5

Effects of Spouses’ and Own Work-Family Conflict
on Satisfaction and Withdrawal Behaviors

Leslie B. Hammer, Portland State University

Talya N. Bauer, Portland State University

Alicia A. Grandey, Colorado State University

The effects of work-family conflict on satisfaction (job and life) and withdrawal behaviors (family interruptions at work, tardiness, and absenteeism) were examined among 359 dual-earner couples. Significant crossover effects of work-family conflict from one spouse to the others’ outcomes were found, as well as, direct effects of work-family conflict on one’s own outcomes.

 

150-6

Relationship Between Manager Personality and
Transformational Leadership Style

Edwin J. Trouba, DePaul University

The Big Five model of personality has been found to be predictive of several organizational outcomes, but little is known about the impact of personality on more complex cognitive and interpersonal behaviors required by managers. Personality was found to be significantly related to managerial transformational and transactional leadership styles.

 

150-7

Self-Monitoring and Leader Emergence: A Perceptual Not a Behavioral Process

Jailza Cader, University of Georgia

Lillian T. Eby, University of Georgia

Carrie L. Noble, University of Georgia

Angela Hendrix, University of Georgia

Research has suggested that high self-monitors (HSMs) emerge as leaders because they display leader behaviors, but little is known about the relationship between self-monitoring and leadership behaviors. HSMs did not engage in more leader behaviors than low self-monitors when a behavioral measure was employed to assess their interactions.

 

150-8

Managers’ Responses to Relocated Employees’
Requests for Spouse Employment Assistance

Lillian T. Eby, University of Georgia

Shane Douthitt, University of Georgia

Carrie L. Noble, University of Georgia

Erin K. P. Atchley, University of Tennessee

Robert T. Ladd, University of Tennessee

Workplace trends suggest that the number of employees in dual-career marriages is on the rise. In light of this trend, it is important to understand how decisions are made about accommodating the trailing spouse of an employee. A taxonomy of managerial responses was developed regarding this issue.

 

150-9

Conditional Reasoning in High-Press-For-Achievement Situations

William R. Walton, University of Tennessee–Knoxville

Lawrence R. James, University of Tennessee–Knoxville

A validation study was undertaken for the conditional reasoning test of those with the motive to achieve (AMs) and the motive to avoid failure (FFs) (James, 1998). Favorable results were achieved, including a pattern among FFs consistent with a model of psychological withdrawal (James, Hater & Jones, 1981).

 

150-10

A Validation of the Conditional Reasoning Measure of Achievement Motivation

Debrah Z. Migetz, University of Tennessee–Knoxville

Lawrence R. James, University of Tennessee–Knoxville

Robert T. Ladd, University of Tennessee–Knoxville

Studies of self-report personality measures reveal modest correlations. Addressing this, James (1998) attempted to develop an objective measure based on conditional reasoning. This study tests the validity of a conditional reasoning measure of achievement motivation. Analyses revealed that the conditional reasoning measure contributed significant variance to and was an important predictor of job skills.

 

150-11

Equity Sensitivity and Job Performance: A Test of a Mediation Model

Mark N. Bing, University of Tennessee–Knoxville

Susan M. Burroughs, University of Tennessee–Knoxville

Although theoretical grounds support a link between equity sensitivity and job performance, to date no studies have found equity sensitivity to be a valid predictor of job performance in field research. The two studies reported here empirically support this relationship and demonstrate its mediation by two personality traits, agreeableness and conscientiousness.

 

150-12

Technology Changing Communication Options:
Modeling Media Perceptions and Choice

Alisa M. Dobbins, University of South Florida

Michael D. Coovert, University of South Florida

A media perceptions and choice model is developed based on modifications to prior models and tested using structural equation modeling. Relationships among individual differences, experience, perception and choice are tested for face-to-face and electronic mail media. Different relationships between the constructs are revealed for each medium.

 

150-13

The Effects of Pre- and Post-Entry Experiences on Newcomers

Christine M. Riordan, University of Georgia

Elizabeth Weatherly, University of Georgia

Robert J. Vandenberg, University of Georgia

Robin M. Self, Alabama State University

In a longitudinal study of 161 newcomers, we examine the influence of both pre-entry job choice experiences and post-entry socialization experiences on: (a) perceptions of fit (person-job fit) and worth (organization-based self-esteem), (b) work attitudes (organizational commitment, job satisfaction, and intentions to turnover), and (c) turnover.

 

150-14

Socialization into the British Army

Helena D. C. Thomas, University of London

Neil R. Anderson, University of London

We report the results from a study of the socialization of new recruits entering the British Army. Over the initial 8 weeks of training, recruits showed some positive attitudinal adjustment, and increases in all four socialization knowledge domains indicating learning. Further, increases in socialization knowledge predicted changes in attitudinal outcomes.

 

150-15

Measuring Causality: The Work Attributions Style Questionnaire

Piers Steel, University of Minnesota

This study addressed three obstacles limiting workplace research on causal attributional style. First, it affirmed that locus, stability, and globality are separate attributional dimensions. Second, cross-attributional style was shown to be a coherent and measurable phenomena. Third, a reliable and appropriate workplace measure of attribution style was created (the WASQ).

 

150-16

Factor Structure of Emotional Expressiveness: Faked Vs. Genuine Emotions

Piers Steel, University of Minnesota

Richard D. Arvey, University of Minnesota

Patrick Kyllonen, Brooks Air Force Base

Research on emotional intelligence and emotional labor has depended upon a good understanding of the emotional expressiveness construct. This study considerably refined the construct and identified some maladaptive emotional styles. Using over 1,000 participants, five dimensions were generated: genuine expressiveness, ambivalent expressiveness, faking positive, negative expressiveness, and faking negative.

 

150-17

The Minority Internship Experience: Factors
Influencing Employment Intentions

Evan F. Sinar, Bowling Green State University

Jerel E. Slaughter, Bowling Green State University

Peter D. Bachiochi, Eastern Connecticut State University

We investigated the impact of various internship experiences on employment intentions of 511 African-American engineering students. Perceived sincerity of corporate diversity efforts and perceived racial discrimination had incremental effects beyond career-enhancing experiences on intentions to join and choice of the internship company as a potential future employer.

 

150-18

Big Five and Selection: Factors Impacting Responses and Validities

Naina Bharadwaj Bishop, University of Akron

Gerald V. Barrett, University of Akron

Dennis Doverspike, University of Akron

Rosalie J. Hall, University of Akron

Daniel J. Svyantek, University of Akron

A field study examined the impact of contextual variables on personality-criterion relationships. Mixed support was found for the effect of item job-relatedness on validities. Composite Scales were always better predictors of criteria than the Big Five. Implications of the significant relations of Perceived Fit with predictors are discussed.

 

150-19

The Independence of Positive and Negative Affect: A Meta-Analysis

James Connolly, The Home Depot

Chockalingam Viswesvaran, Florida International University

The correlation between positive and negative affect measures was examined by cumulating research findings across studies. The mean correlation, corrected for coefficient alpha in the two measures was, –.30 (N = 13,496, k = 56). No moderator effects were found. Positive and negative affect are constructs that do not share a great amount of common variance.

 

150-20

Relation of Numeric and Verbal Working Memory With Skill Acquisition

Richard Perlow, Clemson University

Mia Jattuso, Clemson University

We address why people differ in performance by examining the relation between working memory and skill acquisition. The conditions under which different measures of working memory explain skill acquisition may be a function of the correspondence between item content and the processes involved in performance. Results generally support our hypotheses.

 

150-21

Development of a Four-Factor Measure of Work-Family Interference

Michael R. Frone, Research Institute on Addictions

Dawn S. Carlson, University of Utah

To promote theoretical development in work-family research, a new measure of work-family interference is proposed and evaluated. A directional dimension (WIF/FIW) and a covert/overt dimension were crossed to create four types of interference: overt WIF, overt FIW, covert WIF, covert FIW. Results support the four-factor structure and overall quality of the 12-item measure.

 

150-22

He Says, She Says: Gender Differences in Mentoring Relationships

John J. Sosik, Pennsylvania State University

Veronica Godshalk, Pennsylvania State University–Great Valley

We examined effects of mentor and protg gender on protg ratings of psychosocial and career development mentoring functions received and mentor transformational leadership in 204 mentor/protg dyads. Results indicated main effects of protg gender on all dependent variables. Protg gender also interacted with mentor gender to affect all dependent variables.

 

150-23

Controlling Faking With Test Format: An Examination

Sarah A. Stanley, University of Georgia

Garnett S. Stokes, University of Georgia

This study examined the usefulness of a forced-choice measure of personality to prevent faking. Fake-specific instructions were given to participants to determine if specific job descriptions would influence faking on job-desirable dimensions on a Likert and a forced-choice measure. The results of this study indicated that although both formats can be faked, the Likert and forced-choice format do not produce similar information on job-desirable dimensions.

 

150-24

Mobility Opportunities: Antecedents of Willingness to Accept Job Changes

Mark A. Clark, Arizona State University

Cheri Ostroff, Arizona State University

A variety of antecedents of intra-organizational mobility were investigated in a sample of 512 employees. Hierarchical regressions indicated that the predictive utility of demographic, job-related, family/community-related, and attitudinal antecedents of intra-organizational mobility decisions varied across mobility conditions of geographic or nongeographic, lateral versus promotion, and discipline versus nondiscipline changes.

 

150-25

A Longitudinal Investigation of Influence
Tactics Effects on Performance Ratings

James H. Dulebohn, Georgia State University

Gerald R. Ferris, University of Illinois

Malcolm J. Ree, Air Force Research Laboratory, Brooks Air Force Base

A longitudinal investigation was conducted examining the effects of influence tactics on performance ratings over time. Results demonstrated no significant lagged effect for job-focused (i.e., self-promotion) tactics, but for supervisor-focused (i.e., ingratiation) tactics, the long-term effect was significant, but negative. Implications of the results are discussed.

 

150-26

Person and Situational Predictors of Proactive Socialization in a New Job

Connie Wanberg, University of Minnesota

John Kammeyer-Mueller, University of Minnesota

The need to understand the process and outcomes of socialization of new employees is now at a premium as a consequence of major changes that have occurred within the workplace. This study aimed to further current understanding of the predictors and outcomes of proactivity in the socialization process.

 

150-27

An Empirical Validation of Hall’s Theoretical Work-Family Coping Topology

Nancy B. McCarthy, George Mason University

Louis C. Buffardi, George Mason University

Theodore Gessner, George Mason University

A factor analysis was conducted to empirically test the validity of Hall’s (1972) widely used, theoretically based, three types of work-family coping. The analysis generally supported the three types of coping, however some differences emerged. The analysis further suggested that a fourth type of coping should be included with Hall’s original three types.

 

150-28

John Broadus Watson, I-O Psychologist

Diane DiClemente, Temple University

Donald A. Hantula, Temple University

Thomas E. Schoenfelder, Temple University

John B. Watson is not usually known as an I-O psychologist, but for most of his life he was involved in applied psychology. He made significant contributions to the field while working at the J. Walter Thompson advertising agency, the U.S. Army, the Psychological Corporation, and the Scott Company.

 

150-29

Work/Family Feud: Variables Influencing Employees’
Perceptions of Work/Family Policies

Lauren Parker, University of South Florida

Tammy D. Allen, University of South Florida

This study investigated the relationship between individual variables (parental status, gender) and situational variables (organization size, task interdependence, productivity maintenance) with perceived fairness of work/family policies. Results indicated that females and parents viewed work/family policies as more fair than males and nonparents. None of the situational variables related significantly to perceived fairness.

 

150-30

Outcomes Associated With Work-to-Family Conflict:
A Review and Research Agenda

Tammy D. Allen, University of South Florida

David Herst, University of South Florida

Carly Bruck, University of South Florida

Marty Sutton, University of South Florida

This paper presents a comprehensive review of the outcomes associated with work to family conflict (WFC) and provides an agenda for future research. A typology was presented grouping outcomes into three categories: work-related, nonwork related, and stress-related. Results underscore the widespread dysfunctional and socially costly effects associated with WFC.

 

150-31

Mentoring Others: Mentor Dispositions and Desired Protg Characteristics

Tammy D. Allen, University of South Florida

This research examined personality characteristics related to the propensity to mentor others and protg characteristics important to mentors. Results indicated willingness to mentor others was related to other-oriented empathy, helpfulness, and collectivist values. Protg work ethic, honesty, and willingness to learn emerged as most important to mentors when selecting a protg.

 

150-32

Personality and Performance in Customer Service Jobs

Sarah B. Lueke, University of Akron

Jane R. Williams, Indiana University–Purdue University Indianapolis

Scott A. Goodman, Saville & Holdsworth Ltd.

The ability of broad (Big Five) versus specific (service orientation) personality traits to predict different domains of performance (customer service and overall) were compared for employees at a Midwestern utility organization. A customer service performance measure was developed and tested. Implications for practice and suggestions for future research are discussed.

 

150-33

Telework: Implications for the Individual

Allison Elder, Bowling Green State University

Carlla S. Smith, Bowling Green State University

Despite the prevalence of telework arrangements, little research has examined their implications for the individual. The present study examined the effects of telework on the employee. Participants were employees from a large government organization. Results indicated that teleworkers had significantly higher normative commitment, role conflict and work/family conflict than non-teleworkers.

 

150-34

Investigating Similarity and Applicant Pool Composition
Effects in Recruiting Interviews

Joshua M. Sacco, Michigan State University

Christine Scheu, Michigan State University

Ann Marie Ryan, Michigan State University

Neal W. Schmitt, Michigan State University

We investigated race and sex similarity and applicant pool composition effects in a sample of 273 college recruiters who interviewed 3,924 applicants. The data did not support any similarity or composition effects despite the large sample size and appropriate analytic techniques. The conceptual, practical, and methodological implications are discussed.

 

150-35

Another Look at Factor Analysis of Importance Ratings in Job Analysis

Jeff W. Johnson, Personnel Decisions Research Institutes

A common perception is that factor analysis should never be applied to importance ratings collected in a job analysis. This paper argues that factor analysis of importance ratings is appropriate when multiple jobs are analyzed, and illustrates the effect of within-job correlations and variances on the factor structure across jobs.

 

150-36

Tests of Two Models of Work-Family Conflict

Dawn M. Borovsky, Wayne State University

Sebastiano A. Fisicaro, Wayne State University

Data from a sample of unionized retail, food, and nursing home employees supported two models of work-family conflict (WFC). Work-to-family conflict (W?FC) and family-to-work conflict (F?WC) were reciprocally related. Gender and full- versus part-time status moderated WFC relationships.

 

150-37

Meta-Analyzing Two Models of Work-Family Conflict

Dawn M. Borovsky, Wayne State University

Kim Stepanski, Wayne State University

Meta-analyses of data from 15 studies (N = 3,601) supported relationships among work conflict, home conflict, work-family conflict (WFC), job satisfaction, home satisfaction, and life satisfaction. Structural analysis of the meta-analytic correlation matrix supported Bedeian, Burke, and Moffett’s (1983) model of WFC. Gender moderated many of the relationships.

 

150-38

Effects of Part-Time Work on Full-Time Coworkers: Implications for Fairness

Shannon L. Palmer, University of Maryland

Katherine J. Klein, University of Maryland

The effects of part-time work on full-time coworkers have not been fully investigated in the part-time literature. Drawing on the fairness literature, this study explored relationships between having a part-time colleague, outcome and procedural fairness, workload, colleague availability, and part-time work advocacy. Implications for part-time work in organizations are discussed.

 

150-39

Predicting Organizational Citizenship With the Big Five: The Source Matters

Douglas J. Brown, University of Akron

James M. Diefendorff, University of Akron

Allen Kamin, Applied Psychological Techniques

Robert G. Lord, University of Akron

Recent research has suggested that personality is not related to Organizational Citizenship Behaviors. However, all of this research assessed personality from the self’s perspective. The current study examined whether observer ratings of the Big Five predict OCBs. Strong relationships were found between three of the Big Five dimensions and OCBs.

 

150-40

Flanagan’s Critical Incident Technique Meets the Faking Controversy

Kathryn C. Smith, University of Akron

Eric Sydell, University of Akron

Andrea F. Snell, University of Akron

Aaron C. Haas, University of Akron

Michael A. McDaniel, Virginia Commonwealth University

Critical incidents were used to develop a situational judgment measure. The situational judgment measure was tested in two experiments under three different sets of instructions: honest, fake good, and incentive faking conditions. Although scores improved with faking, social desirability scales did not capture faking variance.

 

150-41

Will the "True" Predictors of Work-Family Conflict Please Stand Up?

Catherine Maraist, Tulane University

The results of a meta-analysis indicated that number of hours worked per week, inflexibility of work schedule, and number of children were positively related to work-family conflict (WFC). However, marital status was not related to WFC. The relationship between marital status and WFC is more complex than previously theorized.

 

150-42

Performance Ratings and Self-Esteem: Views from Multiple Perspectives

Mary L. Connerley, Virginia Polytechnic Institute and State University

Judy P. Strauss, Augustana College

We examined the validity of observer ratings and self-ratings of self-esteem. Supervisor, coworker, and customer ratings were valid predictors of job performance while self-ratings were not. In addition, observer ratings accounted for significant variance beyond self-ratings alone, suggesting that validities of self-esteem based on self-assessments alone may underestimate the true validity.

 

150-43

The Relationship of Recruiting Sources and Pre-Hire Outcomes

James A. Breaugh, University of Missouri–St Louis

Leslie A. Greising, University of Missouri–St. Louis

James W. Taggart, University of Missouri–St. Louis

Helen Chen, University of Missouri–St. Louis

Although several recruiting source studies have been conducted, most have looked at post-hire outcomes (e.g., turnover). Yet, recruitment decision makers generally are interested in pre-hire outcomes (e.g., will certain sources generate more qualified applicants?). The study reported examined the relationship between recruiting sources and several important pre-hire outcomes.

 

150-44

Team Member Interactions, Personalities, Schemas, and
Team Performance: Where’s the Connection?

Joan R. Rentsch, Wright State University

Michael D. McNeese, Wright-Patterson Air Force Base

Dawn D. Burnett, Wright State University

Laura J. Pape, Wright State University

Team member composition and team-related communication were explored as antecedents of team cognition (team member schema accuracy and schema agreement) and team performance. Teams consisting of same sex members completed a complex problem-solving task. Sex was an unexpected moderating variable, producing several interesting effects on team member cognitions.

 

150-45

Self-Serving Biases in Perceptions of Fairness
and the Psychology Licensing Examination

Ann Marie Ryan, Michigan State University

David Chan, National University of Singapore

A model relating procedural justice rules, fairness perceptions, and test outcome was tested on 167 psychology licensure examination test takers. Results indicated that procedural justice influenced outcome satisfaction and outcomes influenced perceptions of procedures. Although self-serving biases in fairness perceptions were present, there were areas all test takers viewed negatively.

 

150-46

1998 Edwin Ghiselli Award for Research Design

Modeling Changes in Newcomer Proactivities and Adaptation

David Chan, National University of Singapore

Using data from 146 doctoral program newcomers over four repeated measurements spaced at 1-month intervals, this study demonstrates how a latent growth modeling approach can provide a unified framework for describing, assessing, and understanding different aspects of intra-individual change in newcomer proactivities and adaptation.

 

150-47

Individual Differences in Trait Motivation: Development of
the Motivational Trait Questionnaire

Eric D. Heggestad, HumRRO

Ruth Kanfer, Georgia Institute of Technology

We describe the development of a measure of motivational traits: the Motivational Trait Questionnaire. Two studies are reported that were designed to evaluate the measure at the item and trait levels, assess its factor structure, and evaluate construct validity. The results provide support for three of the proposed trait constructs.


151. Practitioner Forum: Sunday, 8:30 - 9:50 Copenhagen

Taking the Efficiency Bull by the Scientific Horns: Entry Testing

Balancing scientific integrity, social fairness and resource constraints is the challenge facing I-O professionals. Unfortunately, this situation often immobilizes our creativity—leading us to perpetuate the status quo. An entry-level public safety testing project illustrates how these often-competing goals are achieved, when we step outside the traditional testing box.

Brian D. Cawley, SHL Landy Jacobs, Inc., Chair

Frank J. Landy, SHL Landy Jacobs, Inc., Public Safety Testing: A State-Of-The-Practice Discussion

Bernard J. Nickels, State of Alabama Personnel, Organizational Realities: Balancing Scientific and Legal Concerns with Resource Constraints

Janet Echemendia, SHL Landy Jacobs, Inc., Joe Trippi, SHL Landy Jacobs, Inc., Laura J. Shankster-Cawley, SHL Landy Jacobs, Inc., Good Things Happen when Science Takes the Lead


152. Master Tutorial: Sunday, 8:30 - 9:50 Madrid/Trinidad

Making Computerized Adaptive Testing Work for the I-O Community

Computerized adaptive testing (CAT) is gaining popularity for job selection, certification, personality inventories, and other employment-related tests because it enables shorter tests, increased reliability and increased security. Efficiency is gained because each examinee answers items appropriate to his or her ability, so test length can be shortened without sacrificing reliability.

Betty A. Bergstrom, Computer Adaptive Technologies, Chair


153. Symposium: Sunday, 8:30 - 9:50 Consulate

Compensation System Effectiveness: New Research and Methods

This symposium addresses effects of multiple forms of compensation on both organizational effectiveness and individual behavior. Cross-sectional research indicates organizational characteristics interact with innovations such as skill-based pay. Innovations in total compensation packages including stock options and benefits affect worker choices, satisfaction and behaviors.

Thomas H. Stone, Oklahoma State University, Chair

Nina Gupta, University of Arkansas, Jason D. Shaw, Drexel University, Organizational Contingencies and Compensation Effectiveness

Melissa W. Barringer, University of Massachusetts, George T. Milkovich, Cornell University, Understanding Managerial Responses to Changing Employment Conditions: A Total Compensation Perspective

Sandra K. Washington, Cornell University, Theresa M. Welbourne, Cornell University, Who’s Buying the Company’s Stock? An Investigation into Identity and Stock Purchase Plan Participation in a Newly Public Firm

Matthew C. Bloom, University of Notre Dame, Melissa W. Barringer, University of Massachusetts, A Multi-Dimensional Measure of Benefits Satisfaction

Thomas H. Stone, Oklahoma State University, Discussant


154. Symposium: Sunday, 8:30 - 9:50 Intl Salon B

Simulations for the Study of Teams

Team research in the 1990s has used a variety of research paradigms, but one has dominated–simulations using computer exercises. Simulations allow for control along with ecological validity advantages. This symposium presents empirical work with four different team simulations. Contributions to understanding team behavior at work will be discussed.

Daniel R. Ilgen, Michigan State University, Co-Chair

John R. Hollenbeck, Michigan State University, Co-Chair

Jeffery A. LePine, University of Florida, Using Simulations to Study Adaptation in Teams: A TIDE2 Example

John E. Mathieu, Pennsylvania State University, Stephen J. Zaccaro, George Mason University, Michelle A. Marks, Florida International University, Multi-Team ACES: A Low-Fidelity Research Platform for Examining the Effectiveness of Multi-Team Systems

Lori Sheppard, Michigan State University, Aleks Ellis, Michigan State University, Henry Moon, Michigan State University, John R. Hollenbeck, Michigan State University, Daniel R. Ilgen, Michigan State University, Differences in Team Structure: A Look at Team Performance on Modifications of the DDD

Stephen J. Zaccaro, George Mason University, C. Shawn Burke, George Mason University, Michelle A. Marks, Florida International University, A Simulated Context to Examine Adaptive Team Performance

Steven Rogelberg, Bowling Green State University, Discussant


155. Symposium: Sunday, 8:30 - 9:50 Intl Salon C

Perceived Organizational Support: Commitment Is a Two-Way Street

Employees form a general perception concerning the organization’s commitment to them. Social exchange theory suggests such perceived organizational support (POS) strengthens employee dedication and work effort. We present new data on antecedents and consequences of POS, and the mechanisms by which POS influences employee behavior.

Robert Eisenberger, University of Delaware, Chair

Lois E. Tetrick, University of Houston, Deanna D. Craig, University of Houston, Temporary Workers’ Exchange Relationship with their Agencies and their Clients

Lynn M. Shore, Georgia State University, David G. Allen, University of Memphis, Rodger W. Griffeth, Georgia State University, A Model of Perceived Organizational Support and Turnover

Robert H. Moorman, West Virginia University, Perceived Organizational Support and the Meaning of Just Procedures: Sorting the Relative Contribution of POS and Procedural Justice in Predicting Organizational Citizenship Behavior

Robert Eisenberger, University of Delaware, Stephen Armeli, University of Connecticut Health Center, Patrick D. Lynch, University of Delaware, Linda Rhoades, University of Delaware, Perceived Organizational Support, Felt Obligation and Employee Performance

Peter M. Fasolo, Bristol-Myers Squibb, Discussant


156. Symposium: Sunday, 8:30 - 9:50 Intl Salon D

Now I Know My ABCs: Issues in MMR, MCRM, SEM, and VG

One of the obstacles to appropriate testing/analysis of complex models and data is lack of knowledge with respect to procedures that are available and their implementation. The purpose of this symposium is to demonstrate little understood aspects of moderated multiple regression, multilevel random coefficient models, moderated structural equation models, and validity generalization.

Jos M. Cortina, George Mason University, Chair

Herman Aguinis, University of Colorado–Denver, Scott A. Petersen, U.S. Military Academy, Charles A. Pierce, Montana State University, Appraisal of the Homogeneity of Error Variance Assumption and Alternatives to Multiple Regression for Estimating Moderating Effects of Categorical Variables

Paul D. Bliese, Walter Reed Army Institute of Research, Mark B. Gavin, Oklahoma State University, Estimating Multilevel Random Coefficient Models with HLM, SAS, SPLUS, and MLN

Richard P. DeShon, Michigan State University, A Factor Score Approach to Modeling Interactions in Structural Equation Models

Jos M. Cortina, George Mason University, The Percentage of Variance Accounted for by Artifacts: A Review of its Use in Meta-Analysis

Lawrence R. James, University of Tennessee–Knoxville, Discussant


157. Symposium: Sunday, 8:30 - 9:50 Intl Salon E

Affective Events Theory: Empirical Evidence and Research Implications

Affective Events Theory discusses conditions under which work events influence affective states (moods and discrete emotions) and the way affective states influence work attitudes (e.g., job satisfaction and organizational commitment), and behaviors (e.g., turnover and OCB). The symposium presents several research propositions suggested by AET which have found empirical support.

Catherine S. Daus, Southern Illinois University, Chair

Catherine S. Daus, Southern Illinois University, Emotional Dimensionality of Work Events

Russell S. Cropanzano, Colorado State University, Howard M. Weiss, Purdue University, Kathleen Suckow, Purdue University, Justice as an Affective Event

Cynthia D. Fisher, Bond University, Affective Events Theory and Organizational Citizenship Behavior

Michelle Donovan, University of Illinois, Do Job Affect and Job Satisfaction Differentially Predict Important Organizational Behaviors?

Timothy Judge, University of Iowa, Discussant


158. Symposium: Sunday, 8:30 - 9:50 Intl Salon G

Enhancing Student Learning Through the Use
of New Instructional Technologies

This symposium describes research investigating whether technology really enhances student learning. Represented research cuts across the whole continuum of education from K–16 and beyond with cases both in and out of the classroom. The focus is not on any one application, such as distance learning, but on broader issues such as impact on cognitive processing, measuring real-time learning, mentoring, and curriculum integration.

Jack McGourty, Columbia University, Co-Chair

Kenneth P. DeMeuse, University of Wisconsin, Co-Chair

Anthony A. Renshaw, Columbia University, Joshua Reibel, Columbia University, Charles Zukowski, Columbia University, Katie Penn, Columbia University, Robert McClintock, Columbia University, Morton Friedman, Columbia University, An Assessment of On-Line Engineering Design Problem Presentation Strategies

Matthew Champagne, Rensselaer Polytechnic Institute, Stephen H. Konya, Rensselaer Polytechnic Institute, A Technology-Based Evaluation Method for Improving the Delivery of Distance Education

Robin MacFarlane, Stevens Institute of Technology, Patricia J. Holahan, Stevens Institute of Technology, A Study of Telementoring’s Effects on Science Achievement, Classroom Environment, and Vocational Interest.

Jack McGourty, Columbia University, Kenneth P. DeMeuse, University of Wisconsin, Integrating Instructional Technology into the Classroom.

J. Philip Craiger, University of Nebraska–Omaha, Discussant


159. Symposium: Sunday, 9:00 - 9:50 Intl Salon F

Differential Standards in Physical Fitness Testing: Legal and Validity Issues

Legality and validity of differential physical standards for gender and age are investigated. The symposium presents a recent study for a law enforcement agency wanting to adopt differential standards. Two opposing perspectives are presented: The legal perspective (single standard) and the fitness experts’ (differential standards). Audience discussion is invited.

Elizabeth A. Semko, Jackson State University, Chair

Gloria Fisher, Mississippi College, Differential Standards in Physical Fitness Testing: A Project Study

W. Michael Semko, Prudential Preferred, Differential Standards in Physical Fitness Testing: Legal Considerations

E. Harold Blackwell, Lamar University, Bill E. Johnson, Lamar University, Differential Standards in Physical Fitness Testing: Physiological and Anatomical Concerns

Gloria Fisher, Mississippi College, Discussant


Coffee Break: Sunday, 10:00 - 10:30 South Hall/North Foyer


 160. Symposium: Sunday, 10:30 - 12:20 Imperial A

New Technologies and Their Implications for the Practice of I-O Psychology

The use of new electronic and computer technologies for assessment and survey applications will be addressed. Interactive voice response, computer voice/language recognition, multimedia, electronic reporting, and use of the Internet will be described. Through examples, presenters will address: (a) what it is, (b) how effectively it works, (c) the advantages of deploying this technology, (d) its validity and/or user acceptance, and (e) the potential disadvantages or problems with this technology.

Ronald C. Page, Page & Associates, Chair

Helen Baron, Saville & Holdsworth Ltd., Gill Nyfield, Saville & Holdsworth Ltd., David Bartram, Saville & Holdsworth Ltd., International Review of Recent Applications of Computer Technology to Assessment

Jared Bernstein, Ordinate Corporation, Computer Based Assessment of Spoken Language

Nathan J. Mondragon, SHL Aspen Tree, Greg Jordan, SHL Aspen Tree, Automating Assessment Using Telephone Technology

Stuart Rosen, DRC Corporation, Deanna Hudella, DRC Corporation, Using Computer Methodology for Survey Data Collection and Reporting

C. David Vale, Chauncey Group International, Discussant


161. Symposium: Sunday, 10:30 - 11:50 Marquis III

The Modeling of Personality Data in I-O Psychology

The modeling of personality data in relation to several current concerns of I-O psychologists is addressed, including questions of item and test evaluation, measurement bias across groups as applied to issues such as faking and frame-of-reference effects on personality tests and the matching of people to jobs using personality profiles.

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

Oleksandr S. Chernyshenko, University of Illinois–Urbana-Champaign, Kim-Yin Chan, University of Illinois–Urbana-Champaign, Stephen Stark, University of Illinois–Urbana-Champaign, Fritz Drasgow, University of Illinois–Urbana-Champaign, Fitting Item Response Theory Models to Personality Data

Chet Robie, University of Houston, Mark J. Schmit, Personnel Decisions International, Ann Marie Ryan, Michigan State University, Michael Zickar, Bowling Green State University, Item Response Theory and Frame of Reference

Stephen Stark, University of Illinois–Urbana-Champaign, Kim-Yin Chan, University of Illinois–Urbana-Champaign, Oleksandr S. Chernyshenko, University of Illinois–Urbana-Champaign, Faking on Personality Measures: Is it an Attribute of the Person or the Situation?

James M. Schuerger, Cleveland State University, Alan D. Mead, Institute for Personality & Ability Testing, A Comparison of Three Methods of Matching People to Jobs Using Personality

Steven P. Reise, University of California–Los Angeles, Discussant


162. Symposium: Sunday, 10:30 - 11:50 Marquis IV

Identifying Needed Change in Organizations Through
the Organizational Assessment Survey

This symposium discusses the use of a standardized organizational climate and culture survey, the Organizational Assessment Survey (OAS), to identify interventions needed in organizations. It describes the model used in the development and revision of the survey, bench marking other organizations, and consulting intervention practices. Presenters are researchers and end users.

John D. Kraft, Kraft & Associates, Chair

Marilyn K. Gowing, U.S. Office of Personnel Management, Discussant


163. Symposium: Sunday, 10:30 - 11:50 Copenhagen

Leader Flexibility and the Assessment of Leader
Performance and Executive Potential

Researchers have argued that flexibility and related characteristics are important attributes contributing to effective leadership. The purpose of this symposium is to explore a holistic approach to modeling the nature and components of leader flexibility. Particular emphasis will be placed on the assessment and development of leader flexibility.

Stephen J. Zaccaro, George Mason University, Chair

Deanna Banks, George Mason University, Michael L. McGee, George Mason University, Stephen J. Zaccaro, George Mason University, Examining Executive Flexibility: Predicting Leadership Potential for the Executive Level

Robert N. Kilcullen, U.S. Army Research Institute, Michelle M. Zazanis, U.S. Army Research Institute, Cognitive Flexibility and Performance in Unstructured Environments

Michael L. McGee, George Mason University, Deanna Banks, George Mason University, Stephen J. Zaccaro, George Mason University, Can Executive Flexibility Be Useful for Identifying Executive-Level Leadership Candidates?

Robert Hooijberg, Rutgers University, How Do Flexible Leaders Avoid the Image of Having No Backbone? An Examination of the Role of Integrity

Owen Jacobs, National Defense University, Discussant


164. Symposium: Sunday, 10:30 - 11:50 Madrid/Trinidad

Flexibility and Family-Friendly Benefits: Issues from Research and Practice

Examples of research and practice focusing on the work-life balance initiatives of flexibility in work hours, place, and time, and family-friendly benefits are examined by representatives from both industry and academia. Following presentations, the audience will be encouraged to discuss implications for research and practice.

Leslie B. Hammer, Portland State University, Chair

Rosalind C. Barnett, Brandeis University, Karen C. Gareis, Brandeis University, Reduced-Hours Employment: Good or Bad for Quality of Life?

E. Jeffrey Hill, IBM, Turning Work/Life Research into Change: The Case for Workforce Flexibility

Leslie B. Hammer, Portland State University, Margaret B. Neal, Portland State University, Krista Brockwood, Portland State University, Jo Isgrigg, Portland State University, The Effects of Use of Family-Friendly Policies on Organizational Outcomes

Beverly J. Demarr, Davenport College of Business, Dependent Care: Coping With Emergencies and Support for Family-Friendly Benefits


165. Symposium: Sunday, 10:30 - 11:50 Consulate

Spreading the Word: The Role of Communication in Multinational Companies

This symposium addresses the need to establish effective coordination and communication within global organizations. We will discuss expatriates as conduits and recipients of communication within global companies. We will also address some broader issues of global communication—English as a common language and social networks across geographically dispersed work teams.

Paula M. Caligiuri, Rutgers University, Chair

Arup Varma, Loyola University–Chicago, Linda K. Stroh, Loyola University–Chicago, Communication Between Supervisors and Their Female Subordinates in Multinational Corporations

Charles A. Handler, Louisiana State University, Eric P. Braverman, Louisiana State University, The Antecedents and Outcomes of Expatriates’ Perceptions of a Climate for Belief in the Overseas Mission

Monica A. Hemingway, The Chauncey Group International, Importance of a Common Language for Technical Training in MNCs

Aparna Joshi, Rutgers University, Paula M. Caligiuri, Rutgers University, Out of Sight but Not Out of Mind: Social Networks Within a Geographically Dispersed Team

Linda K. Stroh, Loyola University Chicago, Discussant


166. Practitioner Forum: Sunday, 10:30 - 11:50 Sydney

Working Effectively With Knowledge Competencies:
Responding to the Knowledge Economy

As the importance of knowledge and knowledge management increases in the workplace, I-O psychologists must respond by developing better methods for measuring and managing knowledge. This session will present several leading-edge approaches to defining knowledge requirements and assessing individuals and groups. Techniques employed and challenges encountered will be discussed.

Reed P. Moyer, Development Dimensions International, Chair

Christian Hobson, Chase Manhattan Bank, Presenter

Tom Smith, Chase Manhattan Bank, Presenter

Steven E. Walker, Chase Manhattan Bank, Assessing Trader Competence Using a PC-Based Trading Simulator

Hal Hendricks, Development Dimensions International, Identification of Technical Competencies for Petroleum Industry Professionals

Rhonda L. Gutenberg, Development Dimensions International, Presenter

Reed P. Moyer, Development Dimensions International, A Practical Approach to Identifying and Measuring Knowledge: Two Case Studies


167. Practitioner Forum: Sunday, 10:30 - 11:50 Intl Salon A

Using Technology in Screening and Selection: Implementation
Challenges and Lessons Learned

The use of "high-tech" pre-employment screening and selection systems in organizations is on the rise. I-O research on computer-based testing has focused mainly on measurement and predictive validity issues. This forum will focus on the practical implications and challenges of implementing these systems in organizations.

Alan G. Frost, The Home Depot, Chair

Terence P. Gornet, The Home Depot, Jennifer L. Glenar, The Home Depot, Tina M. Everest, The Home Depot, John D. Morrison, The Home Depot, Lessons Learned in the Development and Validation of a 1-800 Number for Pre-Screening

Carl E. Eidson, BI-LO, Inc., Use of Interactive Voice Response Technology (IVR) for Administering a Pre-Employment Interview in a Retail Setting

Steven M. Johnson, JCPenney Company, Applications of Technology in Screening and Selection at JCPenney

John R. Welsh, U.S. Department of Defense, Use of Computer Adaptive Testing Technology in the Selection and Classification of Armed Services Personnel

Jeffrey J. McHenry, Microsoft Corporation, Discussant


168. Symposium: Sunday, 10:30 - 11:50 Intl Salon B

Understanding and Utilizing Work Experience:
Theory, Method, and Practice Perspectives

Although work experience is important for research and practice in industrial-organizational psychology and human resources, it has traditionally been viewed from a narrow perspective that equates it with tenure. This symposium combines new theoretical approaches, empirical research, methodological/analytic perspectives, and applications to help better understand and utilize this important construct.

Paul Tesluk, Tulane University, Chair

Paul Tesluk, Tulane University, Theoretical Issues in Studying Work Experience and Implications for Research and Practice

Kristin H. Griffith, Rice University, Miguel A. Quiones, Rice University, Experience and Team Performance in the NBA

David Chan, National University of Singapore, The Conceptualization of Work Experience: Measurement and Analysis Implications

Cynthia D. McCauley, Center for Creative Leadership, Enhancing the Work Experience—Performance Relationship

J. Kevin Ford, Michigan State University, Discussant


169. Panel Discussion: Sunday, 10:30 - 11:50 Intl Salon C

The Shoemaker’s Son: A Look at Graduate Student Performance Appraisal

This panel addresses the issue of graduate student performance appraisal. Faculty and graduate students from universities using a formal appraisal system and a university using an informal system will discuss the advantages and disadvantages associated with each type of system.

Matthew S. O’Connor, Bowling Green State University, Co-Chair

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

Milton D. Hakel, Bowling Green State University, Co-Chair and Panelist

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

Michael D. Coovert, University of South Florida, Panelist

Carrie A. Bulger, University of Connecticut, Panelist


170. Symposium: Sunday, 10:30 - 11:50 Intl Salon D

Work-Family Conflict and the Influence of Perceived Organizational Support

The present symposium brings together researchers investigating the work-family interface in three very different circumstances: relocation, elder care, and military reenlistment. Despite the differences in these issues, common themes emerge with respect to work-family conflict and its consequences, and the influence of perceived organizational support.

Louis C. Buffardi, George Mason University, Chair

Lillian T. Eby, University of Georgia, Examining Time-Based Work-Family Conflict "in Context": The Experiences of 528 Recently Relocated Male and Female Employees

Jennifer L. Smith, George Mason University, Louis C. Buffardi, George Mason University, Robert W. Holt, George Mason University, Antecedents and Consequences of Elder Care Responsibility and the Role of Organizational and Supervisor Support

Cindy Wassenaar Parker, George Mason University, The Effect of Perceived Organizational Support for Family on Work Attitudes

Ellen E. Kossek, Michigan State University, Discussant


171. Symposium: Sunday, 10:30 - 11:20 Intl Salon E

Stop Making Sense! Confronting Complexity in Decision Making

Increasing uncertainty and complexity in organizational environments have contributed to a number of trends that emphasize the importance of decision making. This symposium brings divergent methods and theories to bear on current research in decision complexity in escalation, 360 degree feedback, and problem solving protocols used by managers and consultants.

Maryalice Citera, SUNY–New Paltz, Chair

Donald A. Hantula, Temple University, Jennifer DeNicolis-Bragger, Montclair State University, Making Sense, Not Mistakes: A Contextual Model of Escalation

John Austin, Western Michigan University, Solving Performance Problems: A Protocol Analysis of Managers and Consultants

Allan H. Church, W. Warner Burke Associates, Inc., Do the Soft Skills Really Matter? Understanding Decision-Making Effectiveness in Lateral Relationships


172. Symposium: Sunday, 10:30 - 11:50 Intl Salon F

Goal Orientation: Expanding the Nomological Network

In recent years, goal orientation has been the focus of much empirical research. Unfortunately, many conceptual and empirical gaps remain in the literature. Using a variety of models, instruments, and analytical techniques, the panelists will expand current knowledge by further exploring the antecedents, consequences, and correlates of goal orientation.

Sandra L. Fisher, Personnel Decisions Research Institutes, Co-Chair

Jeffrey M. Beaubien, George Mason University, Co-Chair

Jeffrey M. Beaubien, George Mason University, Stephanie C. Payne, George Mason University, Individual Goal Orientation as a Predictor of Job and Academic Performance: A Meta-Analytic Review and Integration

Bradford S. Bell, Michigan State University, Morell E. Mullins, Michigan State University, Rebecca J. Toney, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Goal Orientation: Elaborating the Effects of State and Trait Conceptualizations

Jeffrey T. Hansberger, George Mason University, Varying Levels of Goal Orientation Specificity

Terry W. Noel, Wichita State University, Joseph G. Ross, University of Colorado, The Effects of Learning Goals on Group Performance on an Interdependent Task


173. Symposium: Sunday, 10:30 - 12:20 Intl Salon G

Helping I-O Psychologists to Help Others

Many I-O psychologists are unaware of their colleagues’ untraditional work. This symposium includes: research helping poor women overcome employment barriers; "ripple effects" of helping; intervening in hospitals and child welfare agencies. These encouraging pro bono activities using I-O techniques not only help those in need but enrich I-O theories.

Sheldon S. Zalkind, Baruch College, CUNY, Chair

Virginia E. Schein, Gettysburg College, Including the Poor: A Double Gain for I-O Psychology

Adela Oliver, Oliver Human Resource Consultants, Inc., Helping People Help Themselves Get Jobs and the "Ripple Effect"

Gerald Olivero, Human Resource Solutions, Inc./Baruch College, Some Contextual Changes and Resulting Opportunities

Anthony Zinsser, A. Zinsser Consultancy, Searching the Future and Beyond: Helping a Child Welfare Agency Take Action in a Sea of Ambiguity

John R. Hinrichs, JRHinrichs, Inc., Discussant


174. Symposium: Sunday, 12:00 - 1:50 Marquis IV

Organizational Justice: Construct Explication and Conceptual Advances

While justice is of considerable importance, conceptual ambiguities continue to limit scholarly progress and thwart practical interventions. To address this concern, this symposium presents six empirical studies examining (a) the structure of justice perceptions, (b) the antecedents of fair behavior, and (c) the consequences of (in)justice.

Russell S. Cropanzano, Colorado State University, Chair

D. Ramona Bobocel, University of Waterloo, Camilla M. Holmvall, University of Waterloo, Distributive, Procedural, and Interactional Justice: Exploring the Nomological Network of Organizational Justice

Dirk D. Steiner, Universit de Nice–Sophia Antipolis, Sylvie Guirard, Universit de Nice–Sophia Antipolis, Thierry Baccino, Universit de Nice–Sophia Antipolis, Cognitive Processing of Procedural Justice Information: Application of the Oculometer.

Zinta S. Byrne, Colorado State University, How Do Procedural and Interactional Justice Influence Multiple Levels of Organizational Outcomes?

M. Audrey Korsgaard, University of South Carolina, R. Douglas Rymph, University of South Carolina, Empathy and Fairness: Dispositional and Contextual Empathy Effects on Justice in Employment Interviews.

Maureen L. Ambrose, University of Colorado at Boulder, Mark Seabright, Western Oregon State University, Marshall Schminke, Creighton, Sabotage in the Workplace: The Role of Fairness

Christine A. Henle, Colorado State University, Kevin R. Murphy, Colorado State University, Organizational Justice as a Determinant of Organizational Citizenship Behavior and Employee Deviance.


175. Symposium: Sunday, 12:00 - 1:50 Copenhagen

Assessment Centers, 21st Century: New Issues, and New Answers to Old Problems

The widespread use of assessment centers continues, including applications for employee development. However, meaningful feedback implies knowledge of the constructs underlying assessment centers, and the historical construct validity problems remain unresolved. New issues have surfaced involving developmental applications, and new answers may now resolve the old construct validity problems.

Miguel A. Quiones, Rice University, Chair

George C. Thornton, Colorado State University, Reactions to Attribute- Versus Exercise-Based Feedback in Developmental Assessment Centers

Winfred E. Arthur, Texas A&M University, Travis C. Tubre, Texas A&M University, The Assessment Center Construct-Related Validity Paradox: A Case of Construct Misspecification?

David J. Woehr, Texas A&M University, Winfred E. Arthur, Texas A&M University, The Role of Methodological Factors in Assessment Center Validity

Judith M. Collins, Michigan State University, Frank L. Schmidt, University of Iowa, Maria L. Sanchez-Ku, Texas A&M University, Michael A. McDaniel, Virginia Commonwealth University, Predicting Assessment Center Ratings from Cognitive Ability and Personality Using Policy Capturing and Psychometric Meta-Analysis

Ann Howard, Leadership Research Institute, Discussant

Jos M. Cortina, George Mason University, Discussant


176. Symposium: Sunday, 12:00 - 1:50 Intl Salon B

Communicating Effectiveness of Human Resources Practices: Utility and Beyond

Utility analyses provide evidence of the economic impact of human resource programs. Latham and Whyte (1994, 1997) have questioned the effectiveness of these procedures when used with managers. Symposium participants will explore these analyses and less formal, anecdotal methods of convincing decision makers of the value of programs.

Matthew R. Smith, Aon Consulting, Co-Chair

Kirk L. Rogg, Aon Consulting, Co-Chair

John D. Arnold, Aon Consulting, Communicating Utility to Nonpsychologists: The Power of the Anecdote

Michele E. A. Jayne, Ford Motor Company, John M. Rauschenberger, Ford Motor Company, Demonstrating the Value of HR Practices: Practitioner Views

Kirk L. Rogg, Aon Consulting, Pamela H. Collins, Aon Consulting, David B. Schmidt, Aon Consulting, Victor Jockin, Aon Consulting, Carla K. Shull, Aon Consulting, Linking HR Practices to Business Results: Developing a Utility Argument that Managers Will Believe

Carla K. Shull, Aon Consulting, Kirk L. Rogg, Aon Consulting, Demonstrating Utility: Linking Selection Procedures to Business Objectives

Mark L. Lifter, Aon Consulting, Demonstrating Utility of Human Resources Practices Through Multi-Organization Research

Gary P. Latham, University of Toronto, Discussant


177. Symposium: Sunday, 12:00 - 1:50 Intl Salon F

New Directions in Goal Orientation Research: Extending the
Construct, the Nomological Net, and Analytic Methods

New research is extending the boundaries of goal orientation theory. In this symposium we examine how research is extending the construct to address multiple levels, examining relationships between specific goal orientations and constructs from other domains, and exploring the value of alternative analytic methods for understanding goal orientation effects.

Debra Steele-Johnson, Wright State University, Chair

Stanley M. Gully, Rutgers University, Jean Phillips, Rutgers University, A Multilevel Application of Learning and Performance Goal Orientations to Individual, Group, and Organizational Outcomes

Debra Steele-Johnson, Wright State University, Phil Mangos, Wright State University, Paul Hoover, Wright State University, Learning and Performance Goal Orientations, Ability, and Academic Performance

Don VandeWalle, Southern Methodist University, Shankar Ganesan, Virginia Polytechnic Institute and State University, Goutam N. Challagalla, Georgia Institute of Technology, Steven P. Brown, Southern Methodist University, An Integrated Model of Feedback Seeking Behavior: Personality, Context, and Cognition

Richard P. DeShon, Michigan State University, Karen R. Milner, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Rebecca J. Toney, Michigan State University, Aaron Schmidt, Michigan State University, Darin Weichmann, Michigan State University, and Cori Davis, Michigan State University, The Effects of Team Goal Orientation on Individual and Team Performance

David A. Hofmann, Texas A&M University, Discussant


178. Symposium: Sunday, 12:30 - 1:50 Marquis III

Managing Selection Strategies in a Changing Environment

Selection program managers and developers will describe and evaluate the impacts on selection practices of changes in work and the external environment, changes in organizations including HR processes and systems, trends in case law and legislation, and the prevailing professional perspective about research, governance and practice.

Jerard F. Kehoe, AT&T, Chair

Kenneth Pearlman, Lucent Techologies, Matthew Barney, Lucent Technologies, Selection for a Changing Workplace

Ellen M. Papper, Allstate Insurance Company, A. Catherine Higgs, Allstate Insurance Company, Linda S. Carr, Allstate Insurance Company, Integrating Selection with Other Organizational Processes and Systems

James C. Sharf, Aon Consulting, David P. Jones, Aon Consulting, Assigning Risk to Employment Decision-Making

Vicki V. Vandaveer, The Vandaveer Group, Inc., Selection Practices and Organization Drivers

Jerard F. Kehoe, AT&T, The Roles of Research and Governance in Managing Selection Programs


179. Practitioner Forum: Sunday, 12:30 - 1:50 Consulate

Learning to Learn: Strategies for Creating and
Supporting a Learning Organization

Organizations are seeking ways to better prepare their workforce for greater skill and knowledge demands brought about primarily by increased competition and rapid technological change. Innovative strategies to create a learning organization are presented such as future readiness initiatives, empowering skills-management programs, sharing of best practices, and competency self-development training.

Donna Chrobot-Mason, University of Colorado–Denver, Chair

Peggy K. Steele, International Learning Systems, Inc., Future Readiness—Building Employee Capacity for the Future

Cheryl S. Toth, IBM, Michelle Page-Rivera, IBM, Empowering Employees to Close the Skill Gap

Richelle B. Southwick, Southern Company, Utilizing Attitude Surveys as a Learning Tool: "Living" by Our Corporate Values

P. Gail Wise, Irwin & Browning, Facilitating Self-Development in Front-Line Empolyees


180. Conversation Hour: Sunday, 12:30 - 1:20 Sydney

The Symposium Is Over, What’s Next? Proposing a Journal "Special Issue"

Guest editors for a forthcoming special issue of the Journal of Career Development entitled, "Organizational Outsiders Within," will discuss strategies for transforming your conference symposium into a journal issue. The session will be of particular interest to junior researchers and those who study diversity topics.

Kecia M. Thomas, University of Georgia, Co-Host

Karen Proudford, Morgan State University, Co-Host


181. Symposium: Sunday, 12:30 - 1:50 Intl Salon A

Individual Differences and Team Performance

I-O psychologists know a great deal about the individual differences associated with performance in individual settings, however less is known about these relationships in team settings. In this symposium we will discuss the degree to which personality and cognitive ability predict individual and team level performance in various types of teams.

Richard J. Klimoski, George Mason University, Chair

Gilad Chen, George Mason University, Sheila Simsarian Webber, George Mason University, Stephanie C. Payne, George Mason University, Stephen J. Zaccaro, George Mason University, Examining Multilevel Input-Process-Output Relationships in Action Teams

Gerald F. Goodwin, Pennsylvania State University, Robert N. Kilcullen, U.S. Army Research Institute, John E. Mathieu, Pennsylvania State University, Predicting Individual Performance Within Teams: Personality Constructs in Team Research

John R. Hollenbeck, Michigan State University, Daniel R. Ilgen, Michigan State University, Lori Sheppard, Michigan State University, Aleks Ellis, Michigan State University, Person-in-Team Fit: A Structural Approach

Lori B. Zukin, George Mason University, Deanna Banks, George Mason University, Individual Differences and Individual-in-Team Performance

Murray R. Barrick, University of Iowa, Discussant


182. Symposium: Sunday, 12:30 - 1:50 Intl Salon C

Global Leadership Effectiveness: A Comparison of
Domestic and Global Executives

The landscape for leadership has shifted from domestic and circumscribed to interdependent and globally encompassing. This symposium presents global leadership from multiple perspectives, and details findings from the Global Leadership Development Research project, an empirical investigation into the work and skills needed by effective global managers.

Maxine Arnold Dalton, Center for Creative Leadership, Chair

Christopher T. Ernst, North Carolina State University, What Do Global Managers Do and How is it Different From What Domestic Managers Do?

Maxine Arnold Dalton, Center for Creative Leadership, Personality and the Ability and Willingness to Learn as Predictors of Effectiveness in the Global Manager Role Versus the Domestic Manager Role

Jennifer J. Deal, Center for Creative Leadership, Jean Leslie, Center for Creative Leadership, Cultural Diversity Influences on Domestic and Global Leadership Effectiveness


183. Symposium: Sunday, 12:30 - 1:50 Intl Salon E

Expanding the Boundaries of Organizational Climate and Culture

This symposium presents recent empirical research examining the relationships of climate and culture to important organizational outcomes including customer behavior, technology assimilation and implementation, and employee accident rates. The international panel extends our understanding of climate and culture by addressing levels of analysis issues at both group and organization levels.

Avraham N. Kluger, Hebrew University, Co-Chair

Joann Speer Sorra, University of Maryland, Co-Chair

Avraham N. Kluger, Hebrew University, Anat Rafaeli, Technion Institute of Technology, Irit Greenfeld, Hebrew University–Mt. Scopus, Emotions (Arousal) and Service Delivery Landscape: The Effect of Stock Variety on Shoppers’ Behavior in Clothing Stores

Esther Brainin, Technion Institute of Technology & Israel Defense Forces, Miriam Erez, Technion Institute of Technology, Shared Technology-Oriented Values (TOV): Who Shares Them, and at What Level of the Organization are They Being Shared the Most?

Katherine J. Klein, University of Maryland, Amy Buhl Conn, University of Maryland, Joann Speer Sorra, University of Maryland, Understanding Organizational Success and Failure in Implementing Technological Innovations

Dov M. Zohar, Technion Institute of Techology, Safety Climate as a Multi-level Construct: Theoretical and Applied Implications

Neal M. Ashkanasy, University of Queensland, Discussant


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