Saturday PM
118. Symposium: Saturday, 12:00
1:20
Bel Aire Ballroom South
(W)
Availability and Use of Indirect Sources of Performance
Appraisal Information
Most models of the performance appraisal process fail to
consider that raters may acquire performance information through means other
than direct observations. This symposium will address the extent to which
indirect sources of performance information may be available to, and used by,
raters when evaluating performance.
Patrick H. Raymark, Clemson University, Chair
Patrick H. Raymark, Clemson University,
Craig Ryon Dawson, Clemson University,
Jennifer Gage, Clemson University, Relationships
Between Organizational Structure and the Availability and Perceived Credibility
of Indirect Sources of Performance Appraisal
Peter E. Mascharka, University of Connecticut,
Janet L. Barnes-Farrell, University of Connecticut, The
Influence of Direct and Indirect Observation on Judgments of Work Effectiveness
Krista Uggerslev, University of Calgary,
Lorne M. Sulsky, University of Calgary, Indirect
Performance Information: Performance Appraisal Ratings, Rater Reactions, and
Memory, by Modality of Indirect Information and Level of Performance
Jeanette N. Cleveland, Pennsylvania State University, Discussant
119. Symposium: Saturday, 12:30 1:50
Grande Ballroom A (E)
Linking Employee Opinions to Business Performance: Soft Side
Does Matter!
Nowadays, employee and customer surveys are conducted in
many organizations. However,
measuring opinions is not a goal in itself. Frequently, management wants
evidence that opinions influence the companys bottom line. This
symposium empirically demonstrates that employee and customer opinions are
interconnected and represent important determinants of business success.
Dimitri Liakhovitski, Mercer Delta
Consulting/International Survey Research, Co-Chair
Eugene F. Stone-Romero, University of
Central Florida, Co-Chair
Patrick Kulesa, International Survey
Research, Winifred
Lopez, International Survey Research, Dimitri Liakhovitski, Mercer Delta Consulting /International
Survey Research, Customer Perceptions of Courtesy and Competence as Mediators in the
Service-Profit Chain
David E. Hyatt, DeCotiisErhard, Inc.,
Brent Ruge, DeCotiisErhard, Inc.,
Mark D. Fulford, DeCotiisErhard, Inc., The
Service-Profit Chain: Do Employee Attitudes Really Matter?
Garry Gelade, International Survey
Research, Patrick
Gilbert, International Survey Research, William Seager, International Survey
Research, David
Kuykendall, International Survey Research, Patrick Kulesa, International Survey
Research, From Opinions to Profits: Mediating Role of Customer Behaviors
Allen I. Kraut, Baruch College/Kraut
Associates, Discussant
120. Panel Discussion: Saturday, 12:30 1:50
Grande Ballroom C (E)
Practical Considerations in Using Linkage Research: Making it
More Effective
The linking of employee opinions, customer opinions, and
business performance has become a feature of many survey programs.
Because developing elegant, sound models is not enough, this panel will
address the organizational development side of linkage researchhow to put it
to work in organizations.
Scott M. Brooks, Gantz Wiley Research, Chair
Joe Colihan, IBM Global Employee Research, Panelist
Paul Erdahl, Medtronic, Inc., Panelist
Robert J. Vance, Pennsylvania State University, Panelist
Jack W. Wiley, Gantz Wiley Research, Panelist
121. Symposium: Saturday, 12:30 2:20
Harbor Island II (E)
New Theory-Based Advances in WorkFamily Research
New theoretical perspectives and theoretically-based
empirical workfamily research is presented.
Theoretical gaps in the literature and empirical examples addressing such
gaps are described. Presentations
go beyond the individual-level of analysis, extend longitudinally, use national
samples, and bridge
disciplines in theorizing, all consistent gaps noted in the workfamily
literature.
Leslie B. Hammer, Portland State
University, Co-Chair
Ellen Ernst Kossek, Michigan State
University, Co-Chair
Ellen
Ernst Kossek, Michigan State University, Karen Markel, Michigan State University, Resource-Based and Psychological
Views of Organizational Support of WorkLife Integration: Competing
Perspectives and a Typology
Leslie B. Hammer, Portland State
University, Krista
Brockwood, Portland State University, A
Systems Theory Approach to WorkFamily
Research
Eileen W. Jahn, St. Josephs College, New
York, Cynthia A.
Thompson, Baruch College, CUNY, Richard E. Kopelman, Baruch College, CUNY, The Impact of Perceived
Organizational and Supervisory Family Support on Organizational Commitment: A
Longitudinal and Multilevel Analysis
Mina Westman, Tel Aviv University, The
Impact of Downsizing on the Crossover Process
Ellen Ernst Kossek, Michigan State
University, Discussant
122. Symposium: Saturday, 12:30 2:20
Executive Center 3 (E)
Cognition and Cognitive Technology: Maximizing
Multimodality
when Implementing Multimedia Training
Computer-based training tools appear to offer a number of
advantages over traditional methods. However,
while this technology offers tremendous promise, it is clear that our current
understanding is insufficient to use this technology effectively.
These papers discuss how cognitive theory can have an important impact on
the way advanced training systems are designed.
Stephen M. Fiore, University of Central Florida, Chair
Stephen M. Fiore, University of Central Florida,
Haydee M. Cuevas, University of Central Florida, Randell L. Oser, Naval Air Warfare Center, TSD, A
Picture is Worth a Thousand Connections: The Facilitative Effects of Diagrams on
Task Performance and Mental Model Development
John J. Burns, Sonalysts, Inc., Anthony Cowden, Sonalysts, Inc.,
James Patrey, Naval Air Warfare Center, TSD, Theory
and Virtual Environment Technology R&D: Putting the Horse Back in Front of
the Cart?
Jennifer E. Fowlkes,
University of Central Florida, Maria
Coiro, University of Central Florida, Laura Martin-Milham, University of Central Florida, Schema-Based Learning Principles
Applied to Computer-Based Training
James E. McCarthy, Sonalysts, Inc.,
Michael Hannafin, University of Georgia,
Paul Radtke, Naval Air Warfare Center, TSD, TRIAD: Tactical Readiness
Instruction, Authoring,
and Delivery
Eduardo Salas, University of Central Florida, Discussant
123. Practitioner Forum: Saturday, 12:30 1:20
Marina 2 (E)
The Role of Five-Factor Personality Data in the Interviewing
Process
An approach combining the results of a five-factor
personality assessment with a structured interview to make selection decisions
is outlined. Case studies from two
organizations are presented highlighting the effectiveness and challenges of
this approach. Results are
discussed in the context of a robust economy and competition for talented
employees.
John D. Morrison, Consulting Psychologist, Chair
Rodney Warrenfeltz, Hogan Assessment Systems, A
Model for Using Five-Factor Assessment Data in the Interviewing Process
Doug Klippel, CSX Corporation, Selecting Transportation
Professionals Using Structured Interview Questions Based on Five-Factor
Assessment Data
Mary Koenig, Schering-Plough Corporation, Combining
a Five-Factor Personality Assessment and Structured Interviewing to Select
Pharmaceutical Sales Representatives
124. Practitioner Forum: Saturday, 12:30 1:50
Marina 5 (E)
The Roles of Psychologists in Mergers and Acquisitions
The presentation discusses the roles and actions of
psychologists who have been involved in various aspects of a merger process: the
due diligence phase in assessing cultural fit, advising senior management,
assessing and developing managers for the merged company, and aiding the rapid
integration of merged work groups.
Judith Blanton, RHR International, Chair
Jevon K. Powell, RHR International, Pre-Acquisition Analysis: Will
This Marriage Work?
Susan A. Marcinelli, RHR International, Multilevel
Interventions of Psychologists in Both Sides of a Merger
Henry H. Tufts, RHR International, Internal Challenges of Consulting
Firms in Implementing a Merger Project
Mitchell L. Marks, Independent Organizational
Consultant, Discussant
125. Symposium: Saturday, 12:30 1:50
Terrace A (W)
Beyond the Method Section: Authors Discuss Their
Innovative Leadership Methodologies
Authors of studies
using innovative leadership methodologiesthe actor method, content coding,
the triangulation approach, and the historiometric approachwill give a
behind the scenes view of their methodology.
They will describe how they carried out their methodology, discuss its
advantages and disadvantages, and provide lessons learned.
Shelley A. Kirkpatrick, American Institutes for
Research, Chair
Jane M Howell, The University of Western Ontario,
Shelley A. Kirkpatrick, American Institutes for Research, The Actor Methodology
Cassie B. Barlow, U.S. Air Force, Robert L. Dipboye, Rice University, Coding
the Antecedents, Moderators, and Consequences of CEO Vision and Impression Management
Variables
Yair Berson, Polytechnic University,
Bruce J. Avolio, SUNYBinghamton, The Contribution of Triangulating Qualitative, Quantitative, and
Unobtrusive Methods to the Measurement of Charismatic/Transformational
Leadership
Ronald J. Deluga, Bryant College, Historiometric Research: A Brief
Overview of Lessons Learned
Bernard M. Bass, SUNYBinghamton, Discussant
Bruce J. Avolio, SUNYBinghamton, Discussant
126. Symposium: Saturday, 12:30 2:20
Point Loma B (W)
The Impact of Workplace Climate on Organizational Outcomes:
A Tale of Two Levels
This symposium addresses the limitations of the existing
climate research by (a) attempting to gain a better understanding of the impact
of individual perceptions of workplace climate on work outcomes and (b)
empirically investigating the relationship of workplace climate and work
performance at the group level.
Richard P. DeShon, Michigan State University, Chair
Jennifer Z. Carr, Michigan State University,
J. Kevin Ford, Michigan State University, An
Integrative Review of Climate Research: Where Have We Been, Where Do We Need to
Go?
Aaron M. Schmidt, Michigan State University,
Richard P. DeShon, Michigan State University, The
Impact of Workplace Climates on Work Outcomes: A Meta-Analytic Perspective
Karen Ehrhart, University of Maryland,
Mark Ehrhart, University of Maryland,
Benjamin Schneider, University of Maryland, Theres More to Life than
Service Climate: Service Climate in Context
Lisa Ann Getta, Northern Illinois University,
Christopher P. Parker, Northern Illinois University, Jolene Skinner, Northern Illinois University,
Jennifer M. Lonergan, Northern Illinois University, Stephen H. Wagner, Central Michigan
University, Organizational Climate as Mediator of Diversity to Organizational
Performance Relationships
Dov M. Zohar, Technion Institute of Technology, Israel,
Gil Luria, Technion Institute of Technology, Israel, Climate
Strength: Identifying Boundary Conditions for Organizational Climate
Cheri Ostroff, Columbia University Teachers College, Discussant
127. Symposium: Saturday, 1:00 2:20
Harbor Island I (E)
Leadership Emergence: Three Perspectives on Achieving
Incremental Influence
Research has examined
leadership emergence from several perspectives, and these different perspectives have resulted
in some conceptual confusion in determining how individuals achieve incremental
influence. This symposium considers
three perspectives, focusing on the source of incremental influence implied by
each. The presenters analyze the
associated conceptual and practical issues, and consider the implications for
programs of leadership development.
Donald J. Campbell, U.S. Military AcademyWest Point, Chair
Kathleen M.
Campbell, U.S. Military AcademyWest Point, Character
and Personal Values as Incremental Influence
Scott Bemis, U.S. Military AcademyWest Point, Four
Critical Skills as Incremental Influence
Greg Dardis, U.S. Military AcademyWest Point, Sink
or Swim? The Role of Early Job Events in Incremental Influence
Scott Petersen, U.S. Military AcademyWest Point, An
Integrative View: A Basis for Leadership Development Programs?
128. Symposium: Saturday, 1:00 2:50
Seabreeze (E)
A Practical Guide to IRT: Introduction to Item Response
Theory
Analyses and Applications
Todays environment requires rigorous procedures for
constructing tests and examining potential bias. IRT procedures are well suited for these purposes.
This symposium is a tutorial that addresses the selection of an IRT
model, examination of fit, detection of bias, and construction of parallel
tests. Emphasis
is placed on the use of computer programs that implement these methods, as well
as the interpretation of results.
Fritz Drasgow, University of IllinoisUrbana
Champaign, Chair
Fritz Drasgow, University of IllinoisUrbana
Champaign, Introduction
to the Item Response Theory Tutorial Symposium
Wayne C. Lee, University of Illinois,
Stephen Stark, Sasha
Chernyshenko, Selecting
IRT Models for Cognitive and Noncognitive Data
Stephen Stark, Sasha Chernyshenko, Examining
Model-Data Fit Using Graphical and Statistical Methods
Sasha Chernyshenko, Stephen Stark, Using IRT Methods for Test
Construction: Creating Parallel Forms
Stephen Stark, Sasha Chernyshenko, Methods
for Detecting Differential Item/Test
Siang Chee Chuah, Boston University,
Wayne C. Lee, University of Illinois,
Patrick Wadlington, University of
Illinois, The UIUCIRT Web Tutorial
129. Symposium: Saturday, 1:00 2:50
Marina 6 (E)
EAWOPSIOP Joint Session: Global Needs and Local
Realizations
EAWOP is the European Association of Work and
Organizational Psychology, an organization similar to SIOP.
In this joint EAWOPSIOP symposium, research needs and issues in
application will be discussed by participants from five countries.
The exchange begun in this symposium will continue at the EAWOP
conference in Prague, May 1416, 2001.
Milton D. Hakel, Bowling Green State University, Co-Chair
Handan K. Sinangil, Marmara University, Co-Chair
Jose M. Peiro, University of Valencia, Vincente
Martinez-Tur, University of Valencia, Jose Ramos, University of Valencia, Impact of Congruence of Employee
and Customer Perception of Service Quality on Customer
Satisfaction and Loyalty
Handan K. Sinangil, Marmara University, Globalization
and Managing Organizational Culture Change in
Organizations
Herman Aguinis, University of Colorado at Denver,
Charles A. Pierce, Montana State University, Pitfalls
in
Estimating Moderating Effects: Implications
for I-O Psychology Research and Practice
Gary P. Latham, University of TorontoFaculty of
Management, The Use of Self-Regulation Strategies in
Organizational Settings
Milton D. Hakel, Bowling Green State University, Accelerating
Ones LearningA Global Challenge
Neil R. Anderson, University of London, Discussant
130. Panel Discussion: Saturday, 1:00 2:50
Spinnaker (E)
Preeminent Women I-O Psychologists:
Historical and Contemporary Perspectives
Extensive knowledge
about I-O psychologys history will be gained from eight distinguished
psychologists. We will learn about
developments in the field, factors of change, the blending of science and
practice, and success strategies. These
women are role models for the new generation of I-O psychologists and their
insights are invaluable.
Laura L. Koppes, Eastern Kentucky University, Chair
Lorraine D. Eyde, U.S. Office of Personnel Management, Panelist
Leaetta M. Hough, The Dunnette Group, Ltd., Panelist
Ann Howard, Development Dimensions International, Panelist
Elaine D. Pulakos, Personnel Decisions Research
Institutes, Panelist
Virginia E. Schein, Gettysburg College, Panelist
Patricia C. Smith, Bowling Green State University, Panelist
Mary L. Tenopyr, Private Consultant, Panelist
Nancy T. Tippins, Personnel Research Associates, Panelist
131. Poster Session: Saturday, 1:00 2:20
Exhibit Hall (E)
Motivation and Performance Management
Prioritization and Performance in Goal Hierarchies
Susan S. White, Personnel Decisions Research Institutes
Within the framework of goal-setting theory (GST), this
study examined how people balance multiple subgoals in order to achieve a
higher-order, superordinate goal. The
effects of the type of goals assigned
(difficultspecific, easyspecific, do-your-best) and self-efficacy on
prioritization strategies and performance were examined.
Values and Expectations: Examining the Legitimacy of Justice
Bradford S. Bell, Michigan State University
Darin Wiechmann, Michigan State University
Ann Marie Ryan, Michigan State University
Cori A. Davis, Michigan State University
Kerry A. Delbridge, Aon Consulting
Deidre Wasson, Michigan State University
This study examined the relationship between three
work-related variables and the legitimacy employees assigned to specific justice
dimensions in a performance appraisal context.
Results revealed that all three variables exhibited significant and
positive relationships with employees expectations of justice and the
importance they assigned to different justice elements.
Individual Differences in Volitional Competencies:
Examining the Volitional Components Inventory
Robin Hughes, Louisiana State University
Anja Schmitz, Louisiana State University
Hope S. Ladner-Ray, Louisiana State University
James M. Diefendorff, Louisiana State University
The primary purpose of the present investigation was to
examine the factor structure and item performance of the Volitional Components
Inventory (VCI), an assessment of self-control and self-regulation developed by
Kuhl and Fuhrman (1998). Exploratory factor analyses were performed on the VCI.
The new 14-factor solution and results of correlations between the VCI
and other individual difference measures are discussed.
Differentiating Rater Accuracy Training Programs
Andrea Sinclair, Virginia Tech
Neil M. A. Hauenstein, Virginia Tech
This study builds upon prior rater-training research by
incorporating finer-grained distinctions in rating stimuli and including a
second control group receiving quantitative accuracy feedback void of a
substantive training lecture. Results
suggest that rater variability training improves differential elevation
accuracy and that accuracy feedback is sufficient for improving
stereotype accuracy.
The Effects of Situational Constraints on Contextual
Performance
Jay H. Steffensmeier, Clemson University
Robert R. Sinclair, Portland State University
We examined the influence of situational constraints
(i.e., material resources, support, and job characteristics) on contextual
performance. Consistent with our
hypotheses, several constraints influenced contextual performance.
Moreover, the findings demonstrated the importance of expanding the
traditional situational constraint domain to include job characteristics and
social support.
Effects of Goal Orientation on the Content of Free-Set Goals
Rebecca J. Reichard, Southwest Missouri State University
Thomas D. Kane, Southwest Missouri State University
Carol F. Shoptaugh, Southwest Missouri State University
Goal content was examined within the framework of goal
orientation theory. Regardless of
goal orientation, students set more performance goals. Those with a learning
orientation tended to set more quality goals than those with a performance
orientation. The role of self-efficacy was also examined.
Practical implications are presented.
When Voice Doesnt Enhance Justice:
Expectations Versus Consistency Information
Joanna Heathcote, University of Western Ontario
Susan Pepper, University of Western Ontario
To understand the recent finding that unexpectedly
receiving voice was rated as less just than expecting and receiving no voice
(Van den Bos, Vermunt & Wilke, 1996) we studied how expectations versus
consistency influence the effect of voice on perceptions of procedural and
interactional justice.
Second Order Meta-Analysis of Organizational
Citizenship Behavior Antecedents
Neil E. Fassina, University of Toronto
The first meta-analysis presented summarizes research
regarding attitudinal, dispositional and situational antecedents of Organs
(1988) five-factor model of OCB from 19952000. A second order meta-analysis
synthesizes the findings for altruism and general compliance of the first
meta-analysis and Organ and Ryan (1995) to
correct for second order sampling bias.
Mediating Roles of Task and Contextual Performance on
Predictor Validity: A Meta-Analysis
Alexander Alonso, Florida International University
Chockalingam Viswesvaran, Florida International
University
Juan I. Sanchez, Florida International University
The validity of Big Five personality factors and cognitive
ability for predicting task and contextual performance as well as inter- and
intra-rater correlation between the two performance dimensions were
meta-analyzed. Mediating effects of
the two dimensions (task and contextual) on the validities for predicting the
other rating were investigated.
Goal Orientation and Task Complexity Cues: Effects on
Task Perceptions, Motivation, and Performance
Phil Mangos, Personnel Decisions Research Institutes
Debra Steele-Johnson, Wright State University
Paul Heintz Jr., Wright State University
We examined the effects of goal orientation, objective
task complexity, ability, and task complexity cues on task perceptions,
motivation, and performance for 291 undergraduates.
Subjects performed a computerized simulation of a class scheduling task.
Results indicated that subjective task complexity can be manipulated
using task complexity cues. In
addition, learning and performance goal orientation interacted with task
complexity cues in their effects on task perceptions and motivation.
Implications
for theory and practice are discussed.
Evaluating Supervisors Personal Work Constructs:
Are They Idiosyncratic or Consistent?
Chris Kubisiak, Personnel Decisions Research Institutes
Walter C. Borman, University of South Florida/Personnel
Decisions Research Institutes
This study investigated the consistency of job performance
constructs among a sample of first-line supervisors from a variety of industries
and occupations. Many criterion measurement efforts rely on the implicit
assumption that raters conceptualize job performance similarly, and this
research demonstrated empirically that there is evidence of agreement across
supervisors.
The Importance of Motivation for Socially Skilled Behavior
Tara Carpenter, George Mason University
Michelle M. Zazanis, U.S. Army Research Institute
Robert N. Kilcullen
Despite the importance
of social skill in the workplace, the role of motivation in socially skilled
behavior has been neglected. Motivational social skill constructs were developed
based on an expectancy theory framework and evidence
regarding their psychometric properties, including convergent, discriminant, and
predictive validity, is presented.
Rater Role and Rating Behavior: Individual and Contextual
Variables
Melinda E. Kerst, Colorado State University
Jeanette N. Cleveland, Pennsylvania State University
Research has not examined multirater evaluation processes
from the perspective of the rater. Research
using 179 undergraduate students supported an effect of rater role (self, peer,
subordinate, and supervisor) and rating purpose on rating behavior. Individual
and contextual variables were found to be important to both self and other
roles.
The Variable Effects of Goal-Performance Discrepancies on
Future Goal Setting: A Test of Three Moderators
Kyle E. Brink, University of Georgia
Kecia M. Thomas, University of Georgia
This field study investigated the variable effects of
goal-performance discrepancies on self-efficacy change and self-set goal change.
Performance judgment accuracy, learning goal orientation, and performance
goal orientation were tested as moderators of these relationships.
The results clarify the goal setting process over time.
Implications for goal setting theory are discussed.
Napping in the Workplace and the Stigma of Perceived
Incompetence
Hannah-Hanh D. Nguyen, Michigan State University
David J. Whitney, California State UniversityLong
Beach
Despite past research indicating that napping can enhance
work performance, Americans often associate napping with negative personal
attributes. This study found that
employed undergraduates devalued the perceived competence of a worker who napped
during their lunch period, independent of the workers ethnicity. Status
within the organizational hierarchy moderated these findings.
Modeling Pay, Equity, Procedural Justice, Pay Satisfaction,
and Turnover Interrelationships
Wei Liu, University of Maryland
Amanuel G. Tekleab, University of Maryland
Kathryn M. Bartol, University of Maryland
An examination of three equity perception facets showed
that internal equity fully mediated the relationship between pay and pay
satisfaction, while this effect was nonsignificant for external and individual
equity. By investigating three competing models, we found that pay satisfaction
positively predicted procedural justice, which was negatively related to
turnover.
Distinguishing Between Employees Perceptions of Person-Job
and Person-Organization Fit
Kristy Lauver, University of Iowa
Amy L. Kristof-Brown, University of Iowa
Survey data from 237 employees show a low correlation (r
= .18) between perceptions of P-O and P-J fit.
Both types of fit had a unique impact on job attitudes.
No relationship was found between P-J fit and task performance; however,
there was a positive relationship between P-O fit and contextual performance.
Goal Difficulty and Disposition on Performance and Task
Attitudes
Vincent J. Fortunato, University of Southern Mississippi
The effects of goal difficulty, negative affectivity (NA),
and positive affectivity (PA) on complex task performance and task attitudes
were examined. Data from 135 participants who played an air traffic controller simulation indicated that NA and PA
moderated relationships between goal difficulty and performance and task
attitudes.
The Meaning and Dimensionality of Organizational Citizenship
Behavior: A Meta-Analysis
Jeffery A. LePine, University of Florida
Amir Erez, University of Florida
Diane E. Johnson, University of Alabama
Although scholars assume that the dimensions of
organizational citizenship behavior are distinct, research has not assessed this
assumption beyond factor analysis. Using
meta-analysis, we demonstrate strong relationships between dimensions and also
that the dimensions have equivalent relationships with the most popular
predictors (job satisfaction, organizational commitment, fairness,
conscientiousness, leader support).
A Measure of Peer Responses to Low-Performing Group Members
Christine L. Jackson, University of Florida
Jeffery A. LePine, University of Florida
Robert Eric Wild, University of Florida
Linn VanDyne, Michigan State University
Data from 219 individuals indicated four peer responses
(compensation, training, active rejection, passive
rejection)
to low-performing team members. Correlations with low performer attributes, peer
attributions, and peer affect were consistent with expectations for three of the
four dimensions based on attributional
theory predictions.
Interaction of Subordinate Reputation and Helpfulness on
Rater Reward Decisions
D. Scott Kiker, University of South Carolina
Diane E. Johnson, University of Alabama
Amir Erez, University of Florida
We investigated the interaction between helpfulness and
reputations on reward allocations. Reputations
were manipulated and findings indicated that helpful employees with good
reputations received more rewards than did helpful employees with bad
reputations. Further, helpful employees with bad reputations received more
rewards than did unhelpful employees with good reputations.
A Hierarchical Model of General Learning Orientation and
Performance
Robert R. Hirschfeld, University of Georgia
Lucinda Lawson, Texas A&M University
The authors specified challenge seeking and achievement
striving as distinct context-specific manifestations of general learning
orientation and tested a structural model of performance with data from 358
college students. Challenge seeking and achievement striving, though equally
reflective of general learning orientation, had contrary relationships with
performance.
OCB: An Empirical Examination of the Contribution of
Psychological Contracts
Jackie Coyle-Shapiro, London School of Economics
The relationship between the psychological contract and
OCB was examined in a sample of public sector
employees (N = 500) surveyed on three occasions. The psychological
contract explained additional variance in OCB above that accounted for by
alternative social exchange constructs. Organizational
justice was not found to moderate the psychological contract-OCB relationship.
Reducing the Effects of Gender Stereotypes on Performance
Evaluations
Cara Bauer, Wayne State University
Boris Baltes, Wayne State University
This study examined whether a structured free recall
intervention (SFRI) could decrease the influence of gender-stereotypes
(traditional/nontraditional) on the performance evaluations of women.
Results
indicated that without the intervention raters with traditional stereotypes
evaluated females less accurately and more negatively.
However, the SFRI successfully eliminated these effects.
The Mediating Role of Contextual Knowledge in
Predicting Contextual Performance
Robert J. Schneider, Personnel Decisions Research
Institutes
Jeff W. Johnson, Personnel Decisions Research Institutes
A partial test of the Motowidlo, Borman, and Schmit (1997)
individual differences theory of task and
contextual performance was conducted. Based on that theory, we hypothesized that
contextual knowledge would mediate the relationship between personality and
cognitive ability predictors and contextual job performance measures. Results
were mixed.
Impression Consequences of Seeking Job Performance Feedback
Karen R. Milner, Michigan State University
Richard P. DeShon, Michigan State University
Feedback seeking is a critical behavior by which employees
assess and develop their knowledge and skills.
However, employees are reluctant to seek feedback because of anticipated
negative impression costs. Several
styles of feedback seeking were examined. Results
indicate that feedback seeking creates positive, not negative, impressions and
that style matters.
Effects of Information Seeking on Performance Ratings
Karen R. Milner, Michigan State University
Richard P. DeShon, Michigan State University
Matthew R. Smith, Aon Consulting
Jeremy A Henson, Michigan State University
Anthony Boyce, Michigan State University
Information seeking is a crucial skill underlying adaptive
performance. Several types of
information seeking were related to three dimensions of assessment center
performance. Organizations may wish
to consider explicitly assessing information seeking to select employees.
Paired ComparisonsA Better Method for Exploring
Performance Appraisal Fairness
Daniel Kuang, Portland State University
Walter Reichman, Baruch College, CUNY
This study demonstrates a more construct-valid and
parsimonious approach to performance appraisal fairness
research-paired-comparisons. Using this method as an exploratory forensics tool,
underlying cognitive dynamics of justice perception were explored. Performance
criterion awareness and feedback
opportunities were more important to performance appraisal fairness than
appraiser competency.
When Negative Feedback Isnt So Negative
Lisa A. Steelman, Florida Institute of Technology/Burke
Strategic Consulting
Kelly A. Rutkowski, Florida Institute of Technology
Paul E. Levy, University of Akron
This study examined the extent to which contextual
variables impact the effects of unfavorable feedback. Results indicate that
employees are more motivated to improve their job performance based on
unfavorable feedback when the feedback source is perceived to be credible, the
feedback is of high quality and the feedback is delivered in a considerate
manner.
Differences in Fairness Perceptions of Performance Appraisal
Formats
Angela M. Sternburgh, Illinois Institute of Technology
Sylvia Roch, Illinois Institute of Technology
Differences in fairness perceptions of performance
appraisal formats, three absolute formats and three relative formats, were
explored. Results indicated that
not only are absolute formats perceived as more fair than relative formats, but
that the different absolute and relative formats are also perceived differently
in terms in fairness.
Impact of Rater Audience, Identifiability, and
Conscientiousness on Rating Level
Sylvia Roch, Illinois Institute of Technology
Roya Ayman, Illinois Institute of Technology
Noelle K. Newhouse, Illinois Institute of Technology
Michelle Connor, Illinois Institute of Technology
The present study investigated three motivational factors
that may influence rating level: (a) to whom one feels accountable (audience),
(b) identifiability, and (c) conscientiousness. Results indicate that identifiability and conscientiousness
interact: Low conscientious individuals were more influenced by identifiability
than high conscientious individuals, resulting in higher ratings.
Implications are discussed.
The Psychological Contract, Fairness, and Citizenship:
A Policy-Capturing Approach
Glen E. Kreiner, Arizona State University
Donna Maria Blancero, Arizona State University
This study explores the effects of an individuals
anticipatory psychological contract (APC)the perceived reciprocal
employment obligations developed before being hired. A policy-capturing design
was used to successfully predict how the APC affected intended organizational
citizenship behaviors and how fairness perceptions mediated that relationship.
Perceived Organizational Support: The Mediating Role of
Self-Structures
Geneva M. Phillips, University of Akron
Rosalie J. Hall, University of Akron
The current study proposes and tests a mediator model of
the relationship of Perceived Organizational Support with Affective, Normative,
and Continuance Commitment, and Turnover Intentions. Results support the
mediating effects of: (a) employee obligation, (b) organization-based
self-esteem, and (c) organization-based self-concept. Discussion focuses on the
benefits of including self-structure variables.
Factor Analytic and Construct Validity Evidence for
Peer Reports of Workplace Deviance
Susan M. Burroughs, Roosevelt UniversityChicago
David J. Woehr, University of TennesseeKnoxville
Mark N. Bing, University of TennesseeChattanooga
Michael D. McIntyre, University of TennesseeKnoxville
This paper reexamines the factor structure of Bennett and
Robinsons (2000) measure of workplace deviance utilizing peer-ratings rather
than self-reports. Exploratory
factor analysis indicated that a two-factor structure had acceptable fit, and
the items loading on each factor were similar to those presented by these
researchers. Confirmatory factor
analysis utilizing a different sample of peer-ratings verified our findings.
Construct validity evidence is also presented.
Correlates of Rater Agreement in 360-Degree Feedback:
Observability, Evaluativeness, and Acquaintance
Jennifer R. D. Burgess, University of
TennesseeKnoxville
Katie R. Helland, University of TennesseeKnoxville
Michael C. Rush, University of TennesseeKnoxville
Two characteristics of 360-degree feedback items (i.e.,
observability and evaluativeness) and one characteristic of dyads (i.e.,
acquaintance) were proposed as correlates of rater agreement.
Unlike previous studies using interclass correlations to measure
agreement, this study utilized RWG (James, Demarree, & Wolf, 1984).
Agreement indices were high, but unrelated to observability and
acquaintance. Counter to
hypotheses, evaluativeness was negatively related to agreement.
Alternative explanations and implications are discussed.
A Model of Job Performance
David Chan, National University of Singapore
Data from 160 civil service employees supported a model of
job performance that distinguishes adaptive performance, task performance,
motivational contextual and interpersonal contextual performance, and
incorporates predictor effects from adaptability, cognitive ability,
conscientiousness, and extraversion, respectively. Implications were discussed
in terms of the emerging interest in adaptability and adaptive performance.
Group Polarization and Interview Decisions: Contrast Effects
Revisited
James Loveland, Southeastern Louisiana University
Jerry K. Palmer, Southeastern Louisiana University
The effect of group discussion on performance judgments
was investigated using the paradigm used for studying contrast effects.
Group discussion exacerbated contrast, made ratings less accurate, and
reduced positive halo. Results indicate discussion strengthens raters preexisting
notions of ratee performance levels while directing attention to dimension and
performance level differences.
Need Some Help? Gender-Specific Rewards for Organizational
Citizenship Behaviors
Julie Chen, New York University
Madeline E. Heilman, New York University
In this study, we proposed that gender stereotypes would
dictate different organizational citizenship expectations for men and women and
result in differential outcomes. Results indicate that men (but not women) are
given organizational rewards for being good citizens, whereas women (but not
men) are punished for not being good citizens.
The Relative Reliability of Three Measures of Group OCB
Engagement
Dan J. Putka, Ohio University/Development Dimensions
International
Jeffrey B. Vancouver, Ohio University
Generalizability Theory was employed to examine the
relative reliability of three methods for assessing workgroups OCB engagement
under varying conditions of measurement. Results
suggest that unreliability arose more from individuals sampled, rather than OCBs,
and that the assumed size of workgroups in the population had little effect on
reliability estimates.
Longitudinal Relationships Among Goal Orientation,
GoalSetting, and Self-Efficacy
Michael Horvath, Michigan State University
Christine Scheu, Michigan State University
Richard P. DeShon, Michigan State University
Goal orientations (i.e., mastery, prove, and avoid),
self-efficacy, and self-set goals were studied. People
with high mastery and prove orientations reported higher goals and
self-efficacy. The opposite case
existed for avoid individuals. Prove
orientation was related to changes in goals over time, and interacted with
performance feedback in predicting self-efficacy.
The Effect of Upward Feedback on Managerial Behavior
Peter Heslin, University of Toronto
Gary P. Latham, University of Toronto
Upward feedback from subordinates was provided to
Australian managers (n = 35) in an international professional services
firm. Subordinate ratings of job performance were significantly higher
than those in the comparison group (n = 35) 6 months later.
Self-efficacy moderated this finding. Learning
goal orientation correlated significantly with subsequent ratings of managerial
performance (r = .56).
Do Raters Use the Availability Heuristic When
Evaluating Worker Performance?
Chad H. Van Iddekinge, Clemson University
Fred S. Switzer, Clemson University
This study examined whether raters rely on the
availability heuristic when appraising work performance.
Results indicated that availability did not influence evaluations.
However, data suggested that instruments that require raters to estimate
the frequency with which worker behaviors occur, such as behavior observation
scales, may be vulnerable to availability effects.
Context Effects on Starting Salary Expectations
Scott Highhouse, Bowling Green State University
Margaret E. Laber, Bowling Green State University
Lilly Lin, Bowling Green State University
Christiane Spitzmueller, Bowling Green State University
Although considerable research has focused on perceptions
of salary fairness, very little attention has
been given to how salary expectations are formed or how the job search context
may influence such expectations.
Two experiments are presented that examined the effects of the shape of a
salary distribution on starting salary expectations.
Investigation of the Multitasking Process
Kerry A. Delbridge, Aon Consulting
Steve W. J. Kozlowski, Michigan State University
The current study fills a gap in multitasking research by
deepening our understanding of the multitasking process.
Results support a view of multitasking that includes uncertainty, urgency
and an increased awareness of task switching and leads to increased stress
levels, withdrawal, process losses and lower performance levels.
The Impact of Self-Efficacy, Goal Commitment,
and Conscientiousness on Goal Revision
John J. Donovan, Virginia Tech
Carl Swander, Virginia Tech
The present study sought to examine the impact of
goal-performance discrepancies (GPDs), self-efficacy, goal commitment, and
conscientiousness on the goal revision process. The results revealed that goal revision was a function of
GPDs, and that the GPDgoal revision relationship was significantly moderated
by self-efficacy, goal commitment and conscientiousness.
Precursors to Employee Compliance with a Participatory
Performance
Monitoring Program
Norman E. Perreault, Starwood Hotels & Resorts
Janet L. Barnes-Farrell, University of Connecticut
Participatory performance monitoring (PPM) is an employee
involvement technique that entails employees
tracking their own work performance. Several
antecedents to employee compliance with PPM are hypothesized, including employee
perceptions of fairness and managerial support.
A path analytic approach found a modified model to be an adequate
representation of the data.
132. Panel Discussion: Saturday, 1:00 2:20
Bel Aire Ballroom North
(W)
Developing and Deploying Global Selection Programs:
Conceptual and Practical Challenges
One of the emerging topics in personnel selection
identified by Hough & Oswalds (2000) annual review is global selection.
However, our understanding of the new demands and challenges involved in
developing and deploying global selection programs is still limited. This panel
discusses key methodological and practical challenges involved in global
selection and offers solutions and lessons learned.
Sharon Arad, Personnel Decisions Research Institutes, Co-Chair
Richard D. Arvey, University of Minnesota, Co-Chair
Miriam Erez, Technion, Panelist
Tanya Delany, IBM, Panelist
Monica Hemingway, The Dow Chemical Company, Panelist
Mark J. Schmit, ePredix, Panelist
Ann Marie Ryan, Michigan State University, Panelist
133. Roundtable: Saturday, 1:00 1:50
Catalina (W)
Using Archival Data for I-O Research: Advantages,
Pitfalls, Sources, and Examples
Obtaining access to organization-based samples is often
difficult (especially for graduate students), and use of laboratory or student
samples may be inappropriate. What alternatives do I-O researchers have? In this
roundtable we will discuss the promises and pitfalls of using archival/existing
data for completing theses, dissertations, and applied I-O research.
Kenneth S. Shultz, California State UniversitySan
Bernardino, Co-Chair
Calvin C. Hoffman, Alliant University, Co-Chair
Roni Reiter-Palmon, University of NebraskaOmaha, Co-Chair
134. Master Tutorial: Saturday, 1:30 2:50
Grande Ballroom B (E)
Practical Issues in Conducting a Large-Scale Meta-Analysis
Meta-analysis is a valuable tool increasingly used by I-O
psychologists. Courses and books
review the statistical issues, but do not often address the organizational and
logistic challenges researchers must overcome.
This session will provide researchers with practical guidance on how to
conduct a large meta-analysis efficiently.
Deniz S. Ones, University of Minnesota, Co-Chair
Nathan R. Kuncel, University of Minnesota, Co-Chair
John P. Campbell, University of Minnesota, Co-Chair
Allison Ahart, University of Minnesota, Presenter
Jennifer Benka, University of Minnesota, Presenter
Meredith Vey, University of Minnesota, Presenter
Sarah A. Hezlett, University of Minnesota, Presenter
135. Symposium: Saturday, 1:30 2:50
Harbor Island III (E)
New Directions in Sexual Harassment Research
This symposium focuses
on new directions in sexual harassment research. Examined are same-sex
harassment, female perpetrators of harassment, organizational leadership
prevention efforts, and characteristics of judges in harassment court cases.
Each of these topics is discussed in terms of its novel perspective on the
problem of sexual harassment.
Jennifer Hurt, George Washington University, Chair
Caren Goldberg, George Washington University, Gender,
Gender Context, and Same-Sex Harassment: Re-Evaluating our Theoretical
Understanding of Social-Sexual Behavior
Jennifer Hurt, George Washington University, Female
Harassers: A Comparison of the Likelihood to Sexually Harass in Males and
Females
Adam Malamut, George Washington University, The
Role of Organizational Leadership in Preventing Sexual Harassment: Is Top-Down
the Best Approach?
Elissa L. Perry, Teachers College, Columbia University,
Carol T. Kulik, Arizona State University,
Anne C. Bourhis, Ecole des Hautes Etudes Commerciales, Here
Comes the Judge: The Influence of Judge Personal Characteristics on Federal
Sexual Harassment Cases
Jeanette N. Cleveland, Pennsylvania State University, Discussant
136. Symposium: Saturday, 1:30 2:50
Marina 2 (E)
Experience Sampling Methods (ESM) in Organizational Research
Experience Sampling Methods increasingly are being used
throughout psychology as alternatives to recollective, summary assessments of
experiences. However, their use in I-O psychology is still limited.
This symposium presents papers using ESM techniques to examine various
topics of I-O psychology, discussing their conceptual and methodological
advantages and disadvantages.
Howard M. Weiss, Purdue University, Chair
Andrew G. Miner, University of Illinois,
Theresa M. Glomb, University of Minnesota,
Charles L. Hulin, University of Illinois, Mood at Work: Experience Sampling
Using Palmtop Computers
Kevin J. Williams, University at Albany, SUNY, Using
ESM to Examine the Dynamic Nature of Work and
Family Experiences
Timothy A. Judge, University of Iowa,
Remus Ilies, University of Iowa, Relevance of Experience Sampling to the Dispositional Source of Job
Satisfaction: The Role of Personality and Mood
Katherine E. Kurek, Purdue University,
Benjamin Le, Purdue University,
Howard M. Weiss, Purdue University, Studying
Affective Climates Using Web-Based Experience Sampling Methods
Ruth Kanfer, Georgia Institute of Technology, Discussant
Jeffrey R. Edwards, University of North Carolina, Discussant
137. Practitioner Forum: Saturday, 1:30 2:50 Bel
Aire Ballroom South (W)
Hiring in a Wired World: Meshing I-O Psychology with the
Latest Technology
In an increasingly technological society, I-O
psychologists face the challenge of merging their psychological expertise with
high-tech solutions. This forum
addresses implications for researchers, consulting psychologists, and internal
human resource professionals on the implementation of Web-based
solutions now and in the future. We
present our experiences, lessons learned, and insights into the future of
Web-based selection.
Jo Ann Johnson McMillan, Bigby, Havis & Associates, Chair
Jana Bunkley Fallon, ePredix, Inc., Selection in an Internet World: A
Discussion of Where We Are Today
Carolyn Jenkins, Bigby, Havis & Associates,
Jo Ann Johnson McMillan, Bigby, Havis & Associates, Going
Online: Implementing Online solutions for Recruitment and Selection
Thomas Braun, Pure Carbon, Web-Based Assessment: Where Are We
Headed?
138. Roundtable: Saturday, 2:00 2:50
Catalina (W)
Confronting the Methodological Challenges of Studying
Employee Deviance
Deviant behavior in organizations has become a popular
research topic in recent years despite the inherent difficulties associated with
studying these behaviors. Audience
members are encouraged to bring their questions, concerns, and creative solutions to the session
for open discussion.
Rebecca J. Bennett, University of Toledo, Co-Host
Jerald Greenberg, Ohio State University, Co-Host
139. Practitioner Forum: Saturday, 3:30 4:50
Grande Ballroom A (E)
Linking Employee Opinions to Organizational Effectiveness:
Whose Opinions? What Criteria?
Linking employee and customer surveys to each other and to
the bottom line is becoming more widespread as an organizational tool.
This session examines two questions to further our understanding of
organizational dynamics: Whose opinions relate best to effectiveness? What
criteria define effectiveness?
Jack W. Wiley, Gantz Wiley Research, Chair
Joerg Dietz, University of Western Ontario,
S. Douglas Pugh, San Diego State University,
Scott M. Brooks, Gantz Wiley Research, Jack W. Wiley, Gantz Wiley Research, The
Importance of Closeness to the Customer: Boundary-Spanning Position as a
Moderator of Employee-Customer Linkages
Kyle Lundby, Questar Data Systems, Kristofer J. Fenlason, 3M, Front-Line
and Back-Office Employees: Service Climate Strength Ties Them Together
Joe Colihan, IBM Global Employee Research, Customer
Satisfaction Relative to Competition: Superior Criterion in Linkage Research?
Robert J. Vance,
Pennsylvania State University, Short-Term
Sick Leave as a Leading Indicator of Workplace Morale?
Scott M. Brooks, Gantz Wiley Research, Discussant
140. Symposium: Saturday, 3:30 4:50
Grande Ballroom B (E)
New Approaches to Research on Job Search and Job Choice
Participants will share new approaches to the study of job
search and job choice. These
approaches range from controlled experimentation in the laboratory to
longitudinal observation in the field. The
objective of the symposium is to stimulate research activity on a topic that has
been neglected in recent
years.
Scott Highhouse, Bowling Green State University, Chair
Margaret E. Laber, Bowling Green State University,
Steven Russell, Bowling Green State University, Scott Highhouse, Bowling Green State University, Considering
More Than Just Final Choice: An Application of
the Phased Narrowing Technique
Cynthia Kay Stevens, University of Maryland,
Daniel B. Turban, University of Missouri, Impact
of Job Seekers Search Strategies and Tactics on Search Success
Charlie L. Reeve,
Bowling Green State University, Scott
Highhouse, Bowling Green State University, Jeffrey M. Stanton, Bowling Green State University, A Micro-Analytic Perspective on
Reactions to Company Recruitment Information
Richard T. Cober, University of Akron,
Douglas J. Brown, The University of Waterloo, Alana Blumental, University of Akron, Paul E. Levy, University of Akron, What
the Best Companies Do: A Qualitative Analysis of Internet Recruiting
Practices
James A. Breaugh, University of MissouriSt Louis, Discussant
141. Panel Discussion: Saturday, 3:30 4:50
Grande Ballroom C (E)
When Your Test Doesnt Make the Cut: Revisiting Cut Scores
Setting cut scores has been discussed at length, yet
revisiting and adjusting cut scores has not.
Individuals from
consulting, academia and applied arenas will discuss experiences, providing
examples of when and how adjustment of cut scores may (not) be appropriate, and
the practical, legal, and organizational implications of doing so.
Amy Dawgert Grubb, FBI, Co-Chair
Kerrie Q. Baker, FBI, Co-Chair
Todd Baker, Panelist
Donald M. Truxillo, Portland State University, Panelist
S. Morton McPhail, Jeanneret & Associates, Inc., Panelist
Seth Zimmer, BellSouth, Panelist
142. Panel Discussion: Saturday, 3:30 5:20
Harbor Island I (E)
Developing Human Resource Systems in Legally Contentious
Environments
The application of industrial-organizational psychology in
certain employment contexts has become increasingly contentious in nature. A
panel of experts who have extensive public and private sector experience working
within legally contentious environments will discuss the challenges associated
with these settings and offer strategies and practical recommendations for
overcoming these challenges.
Frederick P. Morgeson, Michigan State University, Chair
Michael A. Campion, Purdue University, Panelist
Irwin L. Goldstein, University of Maryland, Panelist
Rick R. Jacobs, SHL North America/Pennsylvania State
University, Panelist
Elizabeth B. Kolmstetter, National Skills Standards
Board, Panelist
Keith M. Pyburn, McCalla, Thompson, Pyburn, Hymowitz
& Shapiro, Panelist
William W. Ruch, Psychological Services, Inc., Panelist
James C. Sharf, Sharf and Associates, Panelist
143. Symposium: Saturday, 3:30 5:20
Harbor Island II (E)
Out With the Old, In With the New: Looking Above and Beyond
What We Know About Cognitive Predictors
It is well known that cognitive ability is a strong
predictor of overall job performance. However,
less is known about cognitive abilitys role in predicting other types of
performance and alternative criteria. Presenters
in this symposium examine different cognitive predictor tests and examine the
predictive validity of these tests relative to multidimensional performance and
various criteria.
Jos M. Cortina, George Mason University, Chair
Michael Ingerick, George Mason University,
Celia W. Chandler, George Mason University,
Dalit Lev-Arey
Margalit, George Mason University, Nicole M. Dudley, George Mason University, Relating Cognitive Ability to the
Changing Nature of Performance: A Meta-Analytic Investigation
Michelle M. Zazanis, U.S. Army Research Institute,
Tara Carpenter, George Mason University, Disappearing
Validities: Behind the Mask of Higher Order Performance Dimensions
Jennifer Hedlund, Yale University, Kevin Plamondon, Towers Perrin,
Jeanne Wilt, University of Michigan,
Kris Nebel, University of Michigan, Susan J. Ashford, University of Michigan,
Robert J. Sternberg, Yale University, Practical Intelligence for Business: Going Beyond the GMAT
Douglas J. McCormick, AT&T, Lowering Employee Illness Rates
and Rates of On-the-Job Accidents by Screening for Mental Ability
Judith M. Collins, Michigan State University,
John E. Hunter, Michigan State University, Problems
with the WAIS Intelligence Test: A Qualitative and Meta-Analytic Review
Milton D. Hakel, Bowling Green State University, Discussant
144. Symposium: Saturday, 3:30 4:50
Harbor Island III (E)
Enhancing Team Performance: Emerging Theory,
Instructional Strategies, and Evidence
As organizations continue to shift toward work structured
around teams, attention focuses on enhancing team performance. Although there
are many potential tools available, training is principal among them.
This symposium will address three key issuestheory, intervention
methods, and evidence for effectivenesswith respect to training to enhance
team performance.
Steve W. J. Kozlowski, Michigan State University, Co-Chair
Richard P. DeShon, Michigan State University, Co-Chair
Michael J. Paley, Jean Macmillan, Aptima Inc.,
Daniel Serfaty, Aptima, Inc., A Framework to Support the Development of Team Performance Enhancement
Methods
Kimberly A. Smith-Jentsch, Naval Air Warfare CTSD,
Dana Milanovich, Naval Air Warfare CTSD,
Danielle C. Merket, Naval Air Warfare CTSD, Guided Team Self-Correction: A
Field Validation Study
Richard P. DeShon, Michigan State University,
Steve W. J. Kozlowski, Michigan State University, Aaron M. Schmidt, Michigan State University,
Darin Wiechmann, Michigan State University, Karen R. Milner, Michigan State University, Developing
Team Adaptability: Shifting Regulatory Focus Across Levels
C. Shawn Burke, Institute for Simulation and
Training/University of Central Florida, Katherine A. Wilson, Eduardo Salas, University of Central
Florida, Clint
A. Bowers, University of Central Florida, Team
Training in the Skies: Does It Really Work?
Eduardo Salas, University of Central Florida, Discussant
145. Panel Discussion: Saturday, 3:30 5:20
Seabreeze (E)
A Realistic Job Preview: A Year Later
Choosing a career in consulting or industry requires an
understanding of the reality of each.
Panelists will present a follow-up to last years successful session by
discussing the benefits and challenges associated with the career choices they
have made, their career experiences of the past year, and related audience
questions.
Catherine Q. Mergen, PricewaterhouseCoopers, Co-Chair
Brian J. Ruggeberg, Assessment Solutions Inc., Co-Chair
Laura S. Hamill, Microsoft, Panelist
Johanna Merritt Wu, GE Capital Commercial Services, Panelist
Christopher T. Rotolo, Behavioral Insights, LLC, Panelist
Lyse M. Wells, Conexant Systems, Inc., Panelist
Tonya A. Miller, GE Card Services, Inc., Discussant
146. Symposium: Saturday, 3:30 5:20
Executive Center 3 (E)
Assessment Center Dimension Validation: Are We Asking the
Wrong Questions?
The popularity of the assessment center does not appear to
have suffered as a result of the persistent criticism of dimension ratings for
their apparent lack of construct-related validity. This symposium sheds new
light on the current wisdom that these dimensions lack validity: We may be
asking the wrong questions.
Marise Ph. Born, Vrije Universiteit Amsterdam, Chair
Nanja J. Kolk, Vrije Universiteit Amsterdam,
Marise Ph. Born, Vrije Universiteit Amsterdam, Henk Van Der Flier, Vrije Universiteit Amsterdam, Construct
Validity of the Assessment Center: Why the Campbell and Fiske MTMM Criterion
Does Not Apply
Winfred E. Arthur, Texas A&M University,
Theresa L. McNelly, Texas A&M University,
Pamela Stanush Edens, Jeanneret & Associates, Eric Anthony Day, Ohio State
University, Distinguishing Between Methods and Constructs: The Criterion-Related
Validity of Assessment Center Dimensions
Filip Lievens, Ghent UniversityBelgium,
Filip De Fruyt, Ghent UniversityBelgium,
Karen Van Dam, Tilburg UniversityThe Netherlands, Assessors Use of Personality
Traits in Descriptions of Assessment Center Candidates: A Five-Factor Model
Perspective
Robert P. Tett, University of Tulsa,
Deidra J. Schleicher, University of Tulsa, Assessment
Center Dimensions as Traits: New Concepts in AC Design
Ann Howard, Development Dimensions International, Discussant
Robert G. Jones, Southwest Missouri State University, Discussant
147. Symposium: Saturday, 3:30 5:20
Marina 2 (E)
The Under-Researched I-O Psychology of Entrepreneurship
The field of
entrepreneurship has become enormously important in recent years, and our
symposium wants to put the entrepreneur back in entrepreneurship. The
papers use a mediator model with mediators between personality and firm success.
Examples of mediators studied are cognitive processes, goals, self-efficacy,
planning, and proactivity.
Michael Frese, University of GiessenGermany, Chair
Robert A. Baron, Rensselaer Polytechnic Institute, Putting
the Entrepreneur Back in Entrepreneurship: Recent Contributions from
Industrial-Organizational Psychology
J. Robert Baum, University of Maryland, Motivation
Mediators: Pathways for the Causal Relation Between
Entrepreneurs Personal Characteristics and New Venture Performance
Andreas Rauch, London Business School, Characteristics
of Business Owners and Small-Scale Business Success
Michael Frese, University of GiessenGermany,
Stefanie Krauss, University of GiessenGermany, Micro-Business
Owners Characteristics and
Their Success: The Role of Psychological Action Strategy Characteristics
in an African Environment
Edwin A. Locke, University of Maryland, Discussant
148. Symposium: Saturday, 3:30 4:50
Spinnaker (E)
Advances in the Application of Synthetic Validation
We discuss methods of assembling test batteries and/or
calculating validity coefficients for jobs in which there are too few incumbents
to conduct a traditional criterion-related validity study or when necessary data
are otherwise unavailable. We demonstrate that synthetic validation is a useful
technique with a number of practical benefits.
Jeff W. Johnson, Personnel Decisions Research
Institutes, Co-Chair
Gary W. Carter, Personnel Decisions Research Institutes,
Co-Chair
Jeff W. Johnson, Personnel Decisions Research
Institutes, Gary
W. Carter, Personnel Decisions Research Institutes, Nancy T. Tippins, Personnel Research
Associates, A Synthetic Validation Approach to the Development of a Selection System
for Multiple Job Families
Erika Lynn DEgidio, Jeanneret & Associates, Developing
a Job Component Validation Model for the O*NET
Rodney A. McCloy, HumRRO, Predicting Job Performance in Jobs
Lacking Criterion Data
P. Richard Jeanneret, Jeanneret & Associates, Inc., Discussant
149. Poster Session: Saturday, 3:30 4:50
Exhibit Hall (E)
Human Resource Management and Change
HR Practices and Customer Satisfaction: The Mediating Link of
Commitment
Lisa Moynihan, Cornell University
Timothy M. Gardner, Cornell University
Hyeon Jeong Park, Cornell University
Patrick M. Wright, Cornell University
This research examined organizational commitment as a
mediator between HR practices and customer satisfaction of 35 job groups from 13
service firm business units. Both commitment level and consensus were predicted
to influence customer satisfaction. Results found that commitment level mediated
the relationship between HR practices and customer satisfaction.
Leadership Style and Potency in Teams: A Field Study
Mina Huang, University of Maryland
Beng Chong Lim, University of Maryland/Ministry of
Defense
This study examined the relationships among leadership
style, potency, and team performance. Transformational
and transactional leadership was positively related to potency, passive
management-by-exception was negatively related to potency, and potency predicted
team performance. However, we did
not find support for the augmentation effect of transformational over
transactional leadership on potency.
Distributive Justice: A New Dimension?
Arup Varma, Loyola UniversityChicago
Patricia Simpson, Loyola UniversityChicago
Research in distributive justice has classified allocative
standards into three distinct categories: equity, need, and equality. Using a
sample of 240 individuals (119 managers and 121 union activists), we empirically
support our argument that equality should be further divided into two distinct
constructs: absolute and bounded equality, thus leading to four distinct
categories of distributive justice.
Customer Equity and HRM: The Potential for a New Framework
Robert L. Cardy, Arizona State University
Janice S. Miller, University of WisconsinMilwaukee
This paper provides an overview of the marketing construct
of customer equity and applies it to the domain of human resource management (HRM).
Customer equity is presented as an alternative framework for designing,
analyzing, and evaluating HRM efforts. Major
implications of this alternative framework for research are presented.
An Investigation of the Role of Mentoring Efficacy in Ones
Intention to Mentor Others: A Motivational Framework
Rebecca L. Romano, Illinois Institute of Technology
Roya Ayman, Illinois Institute of Technology
One-hundred-ninety-two employees of a health organization
participated in a study of factors contributing to the motivation to mentor.
The results indicated that individuals reporting high levels of
mentoring efficacy and perceiving benefit from the mentoring relationship
were more likely to be mentors and expressed intentions to mentor in the future.
HIV/AIDSRelated Attitudes Among Supervisory and Management
Personnel
Steven I. Richins, University of Houston
Melanie Zirbel, University of Texas at El Paso
Barbara B. Ellis, University of Houston
Employed managers (n = 193) completed a bio-data
form, a knowledge of HIV/AIDS questionnaire, and
an attitudes toward coworkers with HIV/AIDS scale. Anglos had more HIVrelated knowledge than Hispanics, and
females had more positive attitudes than males toward coworkers with HIV/AIDS.
HIV/AIDS
knowledge was positively correlated with attitudes toward HIVinfected
persons.
Institutional Representation in the SIOP Program: 19862000
Stephanie C. Payne, Texas A&M University
Carol A. Succa, George Mason University
Tyler D. Maxey, George Mason University
Fifteen years of SIOP programs were examined for
institutional representation. Both academic and practitioner-oriented
institutions were considered. Institutions were ranked within each program as
well as across all programs. 90 institutions including 22 nonacademic were among
the top 25 across the 15-year time span. 14 academic institutions appeared in
the top 25 at least 10 times.
Psychological Contract: A Mediator of
HRM PracticesEmployee Attitude Relationship
Amanuel G. Tekleab, University of Maryland
David Lepak, University of Maryland
Kathryn M. Bartol, University of Maryland
This paper addresses the psychological contract as a
mediator of the relationship between human resource management practices and
employee attitudes. Results from
structural equation modeling supported the hypotheses that equity perceptions
are positively related to psychological contract perceptions, which, in turn,
predict affective commitment and intent to turnover.
Organizational Commitment in China: An Examination of Meyer
and Allens Three-Component Model of Organizational Commitment in a Chinese
Context
Yuqiu (Amy) Cheng, Southern Illinois
UniversityCarbondale
Margaret S. Stockdale, Southern Illinois
UniversityCarbondale
This research examined the generalizability of Meyer and
Allens Three-Component Model of Organizational Commitment in a Chinese
context by using Structural Equation Modeling. Data from approximately 300
subjects showed that a five-factor oblique model fit the data best, and the
three components proposed by Meyer and Allen lack discriminant validity.
Predictors of Substance Use Among Young Workers
Michael R. Frone, Research Institute on Addictions
This study explored the relation of six domains of
predictor variables to employees substance use
overall and at work. The
predictor domains considered were demographics, personality, substance use
outcome expectancies, work-related availability, work-related social control,
and work stressors. All six domains
of predictors were related to employee substance use.
Cross-Cultural Research: Judgment Calls, Rival Hypotheses,
and Potential Solutions
Jana L. Raver, University of Maryland
Michele J. Gelfand, University of Maryland
Karen Ehrhart, University of Maryland
As the interest in culture among I-O psychologists grows,
the need for conceptually and methodologically sound research strategies has
increased. We discuss numerous
methodological judgment calls researchers must make during 10 stages of the
cross-cultural research process and discuss the implications of these choices.
Performance Implications of Relative Wage Practices and Pay
Structures
Mark Brown, Louisiana State University
This research examined the organizational performance
implications of the interaction between relative wage levels and pay structures.
Using a six year longitudinal sample of 394 hospitals, results indicated that
relative wage levels and pay structures interact to influence both operational
and financial measures of organizational
performance.
An Application of Realistic Job Previews to Expatriate
Assignments
Paula M. Caligiuri, Rutgers University
Jean Phillips, Rutgers University
The influence of a realistic job preview (RJP) was
examined in the context of the expatriate candidates decision-making process.
The RJP was related to greater self-efficacy and perceived ability to
make an informed decision whether to accept a global assignment and
unrelated to participants interest in a
future global assignment.
Goal Orientation and Errors in Training: A Social Cognitive
Approach
Steven Lorenzet, Rider University
Gary A. Yukl, University at Albany, SUNY
Scott I. Tannenbaum, gOE, Inc.
Eduardo Salas, University of Central Florida
Kevin J. Williams, University at Albany, SUNY
Erik Eddy, gOE, Inc.
The main and interactive effects of goal orientation and
the use of errors in training on intrinsic motivation and multidimensional
learning outcomes were examined. Results
revealed benefits associated with both the
use of errors in training and approaching learning evaluation from a
multidimensional perspective.
The Development and Validation of Two Measures of Job
Security
Tahira M. Probst, Washington State University
This study describes the development and validation of two
scales measuring job security: the Job Security Index (JSI) and the Job Security
Satisfaction (JSS) scale. IRT and
classical test theory analyses indicate the scales are highly reliable and
exhibit good discriminant, factorial, and criterion-related validity.
The Effect of Rewards on Intrinsic Motivation: A
Meta-Analysis
Dimitri Liakhovitski, Mercer Delta/International Survey
Research
An up-to-date meta-analysis of 73 studies examining the
effect of extrinsic rewards on intrinsic motivation showed that, while under
different conditions intrinsic motivation may be enhanced or diminished by
rewards, overall, intrinsic motivation does decrease with the introduction of
rewards except when the rewards are verbal communication or feedback.
Reactions to Employees Requesting Family Leave for Childcare
and Eldercare
Genevieve Hollmann Hendrix, Colorado State University
Jeanette N. Cleveland, Pennsylvania State University
This research investigated perceptions of men and women
who request family leave to care for either a child or an elder.
Data from 194 employed persons indicated a perception that men might not
be as entitled to family leave as women. Subject
gender differences were also found.
Modeling Managerial Influence on Safety Climate
Steven James Yule, University of Aberdeen
Rhona Flin, University of Aberdeen
Andy J. Murdy, Powergen UK plc
Safety climate data were collected from 1,023 energy
sector employees using a new tool developed by the UK safety regulator. A
theoretical model, tested using EQS, indicated that two layers of management
hold a formative influence on workforce safety climate.
An Examination of Career Progress in a Downsizing
Organization
Laura A. Gniatczyk, ArvinMeritor, Inc.
The present research was pursued to identify the
individual characteristics that were related to employee success in a changing
organizational environment. Specifically, the career progress of 173 individuals
was examined in this study. Results
suggest that individuals who were capable problem solvers
and demonstrated strong initiative experienced the greatest career
progress.
An Exploratory Analysis of the Factors Underlying the
Managerial
and Leadership Competency Questionnaire (MLCQ)
James B. Shaw, Bond University
Samir Shrivastava, Bond University
Christine Velde, Queensland University of Technology
This paper describes a study examining the factor
structure of the Managerial and Leadership Competency Questionnaire (MLCQ). The
MLCQ contains 116 items that were selected to measure 14 broad managerial and
leadership competencies. Data from 397 respondents were analyzed to examine the
underlying dimensions of these 14 broad competencies.
Making Pygmalion Training Effective: Greater Mastery
Through Augmentation of Self-Efficacy and Means Efficacy
Dov Eden, Tel Aviv University
Roni Sulimani, Tel Aviv University
Eight randomly assigned instructors got a Pygmalion
workshop emphasizing means efficacy (i.e., belief in the utility of the tools
available for performing a job); 8 control instructors got a communication
workshop. The trainees of the
experimental instructors reported higher levels of self-efficacy, means
efficacy, and motivation, and outperformed the controls.
Using Multiple Predictor Categories to Predict
Motor Vehicle Crash Involvement
Amber Hanson Tubr,
Texas A&M University
Travis C. Tubr,
University of Southern Mississippi
Winfred E. Arthur, Texas A&M University
Eric Anthony Day, Ohio State University
We examined whether an empirical combination of three
predictor categories improved prediction of crash involvement over the use of
individual variables or categories. Results
suggested that the combination contributed
little. Specific personality
variables, conscientiousness in particular, accounted for the majority of
explained variance in the criteria.
The Cross-Cultural Equivalence of Job Performance
Robert E. Ployhart, University of Maryland
Darin Wiechmann, Michigan State University
Neal W. Schmitt, Michigan State University
Joshua M. Sacco, Michigan State University/Aon
Consulting
Kirk L. Rogg, Aon Consulting
The study examined the cross-cultural invariance of
manifest and latent job performance, and cultural differences in correlates of
performance ratings, across three cultures.
Overall, these results suggest that job performance measures are at least
partially invariant across cultures.
Board Assessments of Managerial Activity:
An Examination of Attribution Processes
Bryan Schaffer, University of Georgia
This paper examines the attribution processes boards of
directors experience when assessing firm performance. Facing social constraints,
inside directors will tend to attribute poor performance to industry or
environmental factors. Facing primarily cognitive constraints, outside directors
will use informational cues in making attributions. Implications and suggestions
for research are provided.
Cultural Differences in Cognition: Implications for
Multinational Collaboration
Anna Pongonis McHugh, Wright State University
Helen Altman Klein, Wright State University
National differences in cognition hinder successful
planning, decision making, and coordination in multinational
corporate and military teams. Differences
in uncertainty avoidance, hypothetical thinking, dialectical reasoning, time
orientation, and activity orientation are all barriers to multinational
team effectiveness. The
Cultural Lens model holds promise for strengthening common ground in
multinational teams.
Sense of Humor on the Job
Theodore L. Gessner, George Mason University
Francine Kapello, George Mason University
An e-mail survey was used to investigate the relationship
between sense of humor and satisfaction in
two organizations. The results
indicate that ones own positive sense of humor has some relationship
to satisfaction, but perceptions of ones supervisors positive sense
of humor are more strongly related to satisfaction.
Outcomes of Organizational Socialization for
Contingent versus Permanent Newcomers
Melissa S. Cardon, Columbia University
Socialization has a strong and potentially lasting effect
on behaviors and attitudes of employees. Current
models of socialization assume that all newcomers are permanent employees, yet
many new recruits are contingent workers who may experience different
socialization processes and outcomes. I
examine organizational, task, and social accommodation, and discuss five
outcomes of these accommodation processes, including job performance, work
satisfaction, affective commitment, acceptance, and mutual influence.
An Examination of the Relationship Between Income
and the Perceived Value of Fringe Benefits
Bart Weathington, Development Dimensions International
Lois E. Tetrick, University of Houston
The relationship
between income level and the perceived value of fringe benefits has many
implications for employee selection. This
study tested the economic concept of income elasticity in relation to employee
benefits. Results suggest that
employees distinguish between benefits that increase in value with compensation
and those that do not.
The Relationship Between Role Ambiguity and Expatriate
Adjustment: A Meta-Analysis
Laura Galarza, Wyle Laboratories
A meta-analysis was conducted to study the role
ambiguityexpatriate adjustment relationship.
Results
showed a negative correlation between role ambiguity and expatriate adjustment.
Moderator analyses showed stronger predictor-adjustment correlations for
work-related than for nonwork measures of expatriate adjustment.
The findings demonstrate the importance of criterion measurement and
multidimensionality to expatriation adjustment research.
Leader Influences on Subordinate Safety Role Definitions and
Behavior
David A. Hofmann, Michigan State University
Frederick P. Morgeson, Michigan State University
Stephen J. Gerras, U.S. Army
Recently, researchers have looked at the role leadership
and social exchange can play as precursors to safety outcomes. The present study
integrates social exchange, role theory, and organizational citizenship behavior
research to investigate how employees come to expand their role definition to
include safety-related behaviors.
Development of a Learning Preference Measure
Annette Towler, Rice University
Robert L. Dipboye, Rice University
Trainees are hypothesized to differ in their preferences
for learning strategies and these differences can moderate training
effectiveness. Previous learning
style/preference measures have not yielded valid, reliable measures.
In this research, we developed a new learning preference measure.
Both studies revealed five distinct, reliable learning preferences and
convergent validity evidence.
Effects of Charismatic Communication Training on
Motivation, Behavior, and Attitudes
Annette Towler, Rice University
Robert L. Dipboye, Rice University
This study examined the effects of charismatic
communication training. Forty-eight business students received charismatic
communication training, presentation training, or no training.
Participants receiving charismatic communication training used more
animated gestures, more stories and analogies, and were seen as more effective
communicators than those who received presentation training or no training.
Applying Utility Analysis to Tactical HRM Decisions
Kevin D. Carlson, Virginia Tech
Mary L. Connerley, Virginia Tech
Utility Analysis (UA) is extended beyond programmatic
decisions to tactical HRM decisions that managers face more frequently. UA
equations for staffing utility are decomposed and relevant components are
overlaid on key staffing decisions to develop a framework of cost and benefit
considerations capable of supporting decision making and staffing evaluation.
Top Management and Immediate Supervisors as Distinct Targets
of Trust
Rebecca Butz, Tulane University
Joerg Dietz, University of Western Ontario
Mary A. Konovsky, Tulane University
We studied a neglected aspect of trust research: specific
targets of trust within one organization. Trust
in immediate supervisor and top management independently predicted job
satisfaction. In addition, an
interaction occurred such that trust in immediate supervisor affected job
satisfaction only when trust in top management was low.
Effects of Communication on Procedural Justice During
Organizational Change
Janelle Gilbert, California State UniversitySan
Bernardino
Anton J. Villado, California State UniversitySan
Bernardino
Ted La Beur, California State UniversitySan
Bernardino
Kristina L. Mueller, California State UniversitySan
Bernardino
Patricia M. Hinkley, California State UniversitySan
Bernardino
Quantity of information provided during organizational
change can impact employees. Research
suggests a curvilinear relationship between quantity of information and
perceptions of procedural justice. This
study found a linear relationship. However,
participants indicated a preference for a medium amount of information.
Design limitations and implications of the results are discussed.
Cancer Survivorship: Implications for the Workplace
Mark A. Morris, University of Houston
Shawn E. Davis, University of Houston
Mary J. Naus, University of Houston
Lois E. Tetrick, University of Houston
An improved outlook for
cancer survivors will impact organizations, as individuals with cancer will
maintain employment or return to work at higher rates. Tactics for reducing
negative perceptions in the workplace are reviewed and three implications are
discussed with which to organize existing literature, and highlight areas for
future research.
Delivering Feedback in a Training System Using
Mathematical Modeling Techniques
David O. Holness, Naval Air Warfare CTSD
Wendi Buff, University of Central Florida/ Naval Air
Warfare CTSD
Amy Bolton, University of Central Florida/ Naval Air
Warfare CTSD
Gwendolyn E. Campbell, Naval Air Warfare CTSD
Modeling decision-making processes may provide diagnostic
information that facilitates the development of effective training feedback.
Historically, psychologists have used regression techniques.
However, fuzzy logic may provide a more cognitively valid model of
decision-making processes. This
research compares the predictive validity and diagnostic utility of regression
and fuzzy-logic modeling approaches.
Measurement Equivalence Across English- and
Native Language-Speaking Employees
Gabriela Guerrero, University of Texas at El Paso
Angela Lynch, IBM Global Employee Research
English- and native language-speaking employees from seven
European countries were compared on their responses to a global employee
attitude survey. Both simultaneous factor analysis in several populations (SIFASP)
and differential item functioning (DIF) showed no differences between the
groups.
Member Perceptions of Workgroup Performance: A Validation of
New Scales
Tracy Hecht, University of Western Ontario
Natalie J. Allen, University of Western Ontario
This study delineated 10 core components of workgroup
performance and examined new measures of those components.
Two hundred and twenty-nine individuals working in 108 groups
participated in this study. The new measures, which were all unidimensional, showed good
internal consistencies, and evidence of criterion-related validity.
The Generalizability and Accuracy of Functional Job
Analysis (FJA) Scale Ratings
Steven F. Cronshaw, University of Guelph
Greg A. Chung-Yan, University of Guelph
Aaron C.H. Schat, University of Guelph
Generalizability analyses conducted on independent and
consensus ratings of Functional Job Analysis (FJA) scales resulted in higher
interrater reliabilities for the consensus than for the independent
ratings. However, contrary
to predictions, the accuracy of the FJA ratings did not drop under the consensus
condition. Implications of the
findings are discussed.
The Role of Mentoring in an On-the-Job Training (OJT) Context
Michelle A. Marks, Florida International University
Alexander Alonso, Florida International University
Jaqueline Royer, Florida International University
Jennifer S. Kantrowitz, Florida International University
We examined the benefits of the mentoring process in an
on-the-job training (OJT) context. Perceived
trainee competence was found to be a key predictor of mentoring.
In addition, mentoring during OJT was correlated significantly with
training outcomes such as performance, autonomy, and trainee satisfaction.
Understanding Why Firms Adopt Certain Human Resource
Practices
Soo Min Toh, Texas A&M University
Frederick P. Morgeson, Michigan State University
Michael A. Campion, Purdue University
The present study examines the factors related to the
adoption of human resource practices. We find that environmental volatility,
organizational structure, management philosophy, and managerial values are
related to both the range and the types of HR practices adopted by the
organization.
A Host Country Perspective of the Factors Related to
Expatriate Success
Soo Min Toh, Texas A&M University
A model of the antecedents of expatriate adjustment that
adopts the host country perspective is presented. Leader-member exchange theory
is applied to provide the theoretical framework for examining the effects of
host country national subordinates on the process of expatriate adjustment.
The Impact of High Performance Work Practices on New Plant
Performance
Wendy S. Becker, SUNYAlbany
High performance work practices impact greenfield
performance in a study of 33 organizations.
Work practices are significantly related to productivity outcomes,
employee outcomes and labor costs, but not process outcomes or customer
outcomes. Business environment characteristics (foreign competition, growing and
declining markets, short production cycles, and rapid change) are described.
The Effects of Safety Training Spacing on Safety-Related
Performance
Christy Lynn McLendon, Tulane University
Rebecca Butz, Tulane University
Rebecca R. Zusman, Tulane University
This study examined the effects of a previously unexplored
training design factor, the spacing in time between newly presented training
material, on retention and transfer of trained knowledge and skills to safety
performance. As hypothesized, more spacing between newly presented safety
material was positively related to better safety performance.
Bang for the Buck? Justifying Expenses for Customer Service
Training
Aaron S. Becker, Montclair State University
Jennifer D. Bragger, Temple University
This study examined trainings influence for customer
service representatives by level and retention across time.
Five job performance measures analyzed the impact of training.
Work performance improved significantly for subjects in the 2-training
group versus the control group. Additionally,
the targeted behaviors were maintained one year after receiving training.
Not All Ability Data Are the Same: Job Clustering with GATB
Data
Patrick D. Converse, Michigan State University
Frederick L. Oswald, Michigan State University
Relevant to
organizations and the O*NET, types of ability data may affect how job profiles
are clustered. This study compares
job clustering for three types of General Aptitude Test battery (GATB) data:
actual data, regression-estimated data, and field-analyst-rated data.
Analyses indicate substantial differences between these data-based job
clusters.
150. Symposium: Saturday, 3:30 4:50
Bel Aire Ballroom North (W)
Situational Judgment Tests: Assessing the Assessments
Recent research has
highlighted interest in situational judgment test (SJT) methodology.
This symposium explores characteristics and properties of SJTs such as
fakability, the extent to which other constructs can predict SJT scores, and the
incremental validity of SJTs for predicting job performance in addition to
personality and cognitive ability measures.
L. Rogers Taylor, State Farm Insurance Companies, Chair
Suzie Juraska, University of IllinoisUrbana
Champaign, Fritz
Drasgow, University of IllinoisUrbana Champaign, Faking
Situational Judgment: A Test of the Conflict Resolution Skills Assessment
Randall C. Overton,
State Farm Insurance Companies, A
Study of Situational Judgment Items: What Lies Beneath?
Mindy Bergman, University of IllinoisUrbana
Champaign, Michelle
A. Donovan, Intel Corporation,
Fritz Drasgow, University of IllinoisUrbana Champaign, Situational Judgment, Personality,
and Cognitive Ability: Are We Really Measuring Different Constructs?
Fritz Drasgow, University of IllinoisUrbana
Champaign, Discussant
151. Practitioner Forum: Saturday, 3:30 4:50 Bel
Aire Ballroom South (W)
The Use of Assessment Tools in Leadership Development
Leadership development processes require an assessment of
a candidates personal strengths and weaknesses to identify developmental
goals. This forums presentations
offer practical ideas for using assessment tools in leadership development and
coaching, with a special focus on the descriptions of each measure and
evaluation of outcomes from the development processes.
Mary L. Kelly, IPAT, Co-Chair
Mary T. Russell, IPAT, Co-Chair
Robert B. Kaiser, Kaplan DeVries Inc.,
Robert E. Kaplan, Kaplan DeVries Inc., A
New Look at Leadership Versatility: Assessing the Forceful and Enabling Polarity
in Executive Development
Matthew R. Smith, Aon Consulting, Kirk L. Rogg, Aon Consulting,
Pam Collins, Aon Consulting, Applying Internet-Based Business Simulations to Individual Assessment:
Some Results and Implications
David G. Watterson, Watterson and Associates, Using
Personality Assessment as a Provocative Piece in Leadership Development
Bertram C. Edelstein, The Edelstein Group, Executive
Coaching Program: Does it Work? What Makes it Work? What Benefits do
Participants and Corporations Derive?
Bernard M. Bass, SUNYBinghamton, Discussant
Bruce J. Avolio, SUNYBinghamton, Discussant
152. Panel Discussion: Saturday, 3:30 5:20
Terrace A (W)
The Bastardization of the Mentoring Construct and Other
Challenges to Scholars
This panel discussion will focus on the multitude of
challenges and issues facing scholars interested in studying mentoring
relationships. Topics will include
clarifying the mentoring construct, addressing methodological difficulties and
measurement concerns, broadening target populations for study, and theory
building within this domain. Audience
participation is welcome and encouraged.
Stacy E. McManus, Harvard Business School, Chair
Tammy D. Allen, University of South Florida, Panelist
George F. Dreher, Indiana University, Panelist
Lillian T. Eby, University of Georgia, Panelist
Monica C. Higgins, Harvard Business School, Panelist
Belle Rose Ragins, University of WisconsinMilwaukee, Panelist
David A. Thomas, Harvard Business School, Panelist
153. Roundtable: Saturday, 3:30 5:20
Catalina (W)
Ask the Selection Experts
This session is designed to answer SIOP member questions.
Experts on personnel selection are available
as resources, to help members solve their own research and practice
problems in the areas of personality testing, interviewing, cognitive ability
assessment, Internet and biodata, situational judgment, adverse impact concerns,
and methodological issues in selection.
Philip L. Roth, Clemson University, Chair
Murray R. Barrick, Michigan State University,
Deniz S. Ones, University of Minnesota,
Mark J. Schmit, ePredix, Personality
Allen I. Huffcutt, Bradley University,
Tom T. Janz, Personnel Decisions International, Interviews
Malcom Ree, Our Lady of the Lake University,
Michael A. McDaniel, Work Skills First, Inc., Cognitive
Abilities
Craig J. Russell,
University of Oklahoma, Michelle A.
Dean, University of North Texas, Internet
& Biodata Prediction
Robert E. Ployhart, University of Maryland,
Jeff A. Weekley, Paragon, Inc., Situational Judgment
Chockalingam Viswesvaran, Florida International
University, Fred
S. Switzer, Clemson University, Methods
Issues
Philip L. Roth, Clemson University,
Jill E. Ellingson, Ohio State University, Adverse
Impact
154. Practitioner Forum: Saturday, 3:30 4:50
Point Loma B (W)
European Union Data Protection Regulations and the I-O
Psychologist
Recent data protection standards strictly regulate the
processing of individual-level data originating in the European Union.
The convergence of these standards and the expanded globalization of HR
practices suggests critical implications for many I-O psychologists.
This session integrates practitioner and legal perspectives to review and
provide guidance on relevant regulations.
Evan Sinar, Development Dimensions International, Chair
Douglas H. Reynolds, Development Dimensions
International, Evan
Sinar, Development Dimensions International, European Data Security and US HR
Practice: Options for Compliance
Malcolm Mason,
Morgan, Lewis & Bockius LLP, A
Legal Overview of the European Union Data Security Directive
155. Special Event: Saturday, 5:00 5:50
Harbor Island III
Student Conversation Hour with the SIOP Executive Committee
All student SIOP conference participants interested in
SIOP activities are encouraged to attend. This
session will provide SIOP student affiliates an opportunity to meet, exchange
ideas, provide feedback, discuss ways to increase student contributions, and
generally get involved in SIOP.
Nancy T. Tippins, Personnel Research Associates, Inc., Co-Chair
William H. Macey, Personnel Research Associates, Inc., Co-Chair
Reception for International Members, 5:00 5:50
Marina 6 (E)
Evening Reception: Saturday, 6:30 8:30
Grande Ballroom (E)
Program Table
of Contents