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Friday PM

31. Practice Forum: Friday, 12:00–1:20
Odets (4th floor)

Research-Driven Best Practices in Employee Retention

In this forum, we look at how several organizations use innovative data collection and research practices to address employee retention issues.  We begin by describing the work of a workforce retention consortium and then highlight specific approaches used to gain insight into drivers of turnover and develop organizational retention programs.

Peter W. Hom, Arizona State University, Chair

Peter W. Hom, Arizona State University, Aimee D. Ellis, Arizona State University, Benchmarking Quit Statistics

Paula S. Radefeld, State Farm Insurance, Don S. Paul, State Farm Insurance, Ein Abrahams, State Farm Insurance, Amy Mast, Illinois State University, Retention Research and Initiatives at State Farm Insurance Companies

Craig A James, Allstate Insurance Company, Derek P. Berube, Allstate Insurance Company, Jessica J. Cassidy, Allstate Insurance Company, Making Strategic Personnel Decisions Through Employee Lifecycle Surveys

Chris L. Lovato, The Home Depot, Victoria A. Davis, Organizational Consultant, Monica Schultz, Kansas State University, Cheryl L. Comer, Kansas State University, Cultivating and Sustaining a Retention-Oriented Culture at The Home Depot

Submitter: Craig A. James, cjame@allstate.com


32. Practice Forum: Friday, 12:00–1:20
O’Neill (4th floor)

So Much to Do, So Little Time: Maximizing I-O Capabilities

Because the demand within organizations for specialized I-O skills often exceeds the available supply of those skills, we are challenged to ensure high-quality, legally justifiable work products with limited resources.  This forum will provide practical ways I-O psychologists can maximize their efforts and those of their clients to accomplish I-O objectives.

Christine E. Corbet, Aon Consulting, Chair

Scott I. Tannenbaum, Group for Organizational Effectiveness, Co-Chair

Christine E Corbet, Aon Consulting, Jamie S. Donsbach, Group for Organizational Effectiveness, So Much to Do, So Little Time: Maximizing I-O Capabilities

Scott I. Tannenbaum, Group for Organizational Effectiveness, Jamie S. Donsbach, Group for Organizational Effectiveness, Strategies, Methods, and Challenges: A Framework for Bridging the Specialized Skills Gap

J. Patrick Sharpe, U.S. Office of Personnel Management, Squeezing Milk Out of a Rock: Improving Assessment Practices in the Federal Government

Jessica Osedach, Verizon, Christine E. Corbet, Aon Consulting, Matthew J. Dreyer, Verizon, David S. Gill, Verizon, Helping Clients Help Themselves: The Development of a Training Content Validation Guide

Rosemary S. Miller, OPM, Working for America: Increasing Value With Decreasing Resources

Kim Windrow, McGraw-Hill Companies, Bridging the Specialized Skills Gap: An Executive’s View

Kim Windrow, McGraw-Hill Companies, Discussant

Submitter: Christine E. Corbet, christine_corbet@aon.com


33. Symposium: Friday, 12:00–1:50
Brecht (4th floor)

Santa Claus, the Tooth Fairy, and Perfect Measurement Equivalence

The growing use of psychological assessments in cross-cultural contexts has emphasized the need to empirically examine the equivalence of the psychometric properties of questionnaires and tests prior to drawing more substantive inferences. This symposium presents research applying several measurement equivalence methods to multigroup contexts.

Scott Bedwell, IPAT/University of Illinois, Chair

Penny Moyle, OPP, Co-Chair

Ian S. Little, Pearson Educational Measurement, Patrick L. Wadlington, Birkman International, Inc., Jill V. Turner, Pearson Educational Measurement, Exploring the Cross-Cultural Measurement Equivalence of Personality Using CFA and IRT

Scott Bedwell, IPAT/University of Illinos, Matching Method to Inquiry: Measurement Equivalence of the 16PF Fifth Edition in Multiple Languages

Richard C. Thompson, CPP, Inc., Michael L. Morris, CPP, Inc., Nancy Schaubhut, CPP, Inc., Jenny Merriam, CPP, Inc., Measurement Equivalence of the FIRO-B Across  Cultures: Multiple Lenses and Meanings

Harini Soni, Illinois Institute of Technology, Alan D. Mead, PAQ Services, Inc, Scott B. Morris, Illinois Institute of Technology, A Comparison of Multigroup DIF Methods for Assessing Measurement Equivalence

Alan D. Mead, PAQ Services, Inc, Discussant

Submitter: Scott Bedwell, seb@ipat.com


34. Practice Forum: Friday, 12:00–12:50
Broadway N (6th floor)

E-Coaching: Supporting Leadership Coaching With Technology

Leadership coaching has experienced growth in both client base and popularity.  Integrating technology into leadership coaching programs is a promising response to meet the growing demand. Practioner/researchers will share their insights to aid understanding, develop best practices, and identify future research needs for employing technology to support leadership coaching programs.

Lisa A. Boyce, U.S. Air Force Academy, Chair

Gina R. Hernez-Broome, Center for Creative Leadership, Co-Chair

Mary Lynn Pulley, Linkages Workplace Consulting, Blended Coaching

Gina R. Hernez-Broome, Center for Creative Leadership, Lisa A. Boyce, U.S. Air Force Academy, Wynne Whyman, Center for Creative Leadership, Critical Issues of Coaching With Technology

Lisa A. Boyce, U.S. Air Force Academy, Robert J. Jackson, U.S. Air Force Academy, Laura J. Neal, U.S. Air Force Academy, A Case for E-Matching

Laura Santana, Center for Creative Leadership, Wynne Whyman, Center for Creative Leadership, Understanding Online Coaching Impact

Stephen J. Zaccaro, George Mason University, Discussant

Submitter: Lisa A. Boyce, Boycela@msn.com


35. Education Forum: Friday, 12:00–1:20
Majestic (6th floor)

Practicing What We Preach: Teaching Active Learning Techniques Actively

The use of active learning methods is related to various positive student outcomes.  The purpose of this forum will be to share a variety of active learning exercises via active participation. Participants will engage actively in five 20 minutes exercises relevant to the teaching of psychology and management classes.

Barbara A. Ritter, Coastal Carolina University, Presenter

Lisa M. Keeping, Wilfrid Laurier University, Presenter

Loren J. Naidoo, Baruch College, CUNY, Presenter

Corrie E. Pogson, The University of Tulsa, Presenter

James A. Tan, St. Cloud State University, Presenter

Submitter: Barbara A. Ritter, britter@coastal.edu


36. Panel Discussion: Friday, 12:00–1:20
Winter Garden (6th floor)

S(I/OY) = Value: Perspectives on the Strategic Formula for Success

The purpose of this panel is to share experiences that I-O psychologists have as practitioners and strategies utilized to overcome potential obstacles and be successful. This understanding can help continue paving the way for other I-O psychologists and our field to add value for organizations today and  in the future.

Alana B. Cober, Transportation Security Admin, Chair

David A. Dye, Booz Allen Hamilton, Panelist

Elaine M. Engle-Vasilopoulos, Marriott International, Panelist

Stacia J. Familo-Hopek, UPS, Panelist

Russell E. Lobsenz, TSA, Panelist

Ryan A. Ross, Hogan Assessment Systems, Panelist

Seth Zimmer, BellSouth Corporation, Panelist

Submitter: Alana B. Cober, alana.cober@dhs.gov


37. Practice Forum: Friday, 12:00–1:20
Gramercy (7th floor)

Practitioner Perspectives on ROI for Multisource Feedback

Multisource feedback is a widely used tool in many organizations.  Though the feedback process is popular, measuring the return-on-investment (ROI) of these programs is not as common.  Presenters discuss different approaches to demonstrating ROI such as links between scores and organizational performance, or recipient perceptions of program helpfulness.

Carrie Christianson DeMay, Data Recognition Corporation, Chair

Jennifer D. Kaufman, Dell Inc., Jessica Dean, Dell Inc., John O. DeVille, Dell Inc., Jolene L. Skinner, Dell, Inc., Dell’s 360: Making a Difference

Dale S. Rose, 3D Group, Katrina Mongeon, 3D Group, Using Survey Content to Drive ROI in 360° Feedback Processes

Anna Chandonnet, Data Recognition Corporation, Kristofer J. Fenlason, Data Recognition Corporation, Carrie Christianson DeMay, Data Recognition Corporation, Colleen Rasinowich, Data Recognition Corporation, Multisource Feedback Recipients and Perceived ROI

Janine Waclawski, Pepsi-Cola Company, Discussant

Submitter: Anna Chandonnet, achandonnet@datarecognitioncorp.com


38.  Invited Speaker:  Friday, 12:00–12:50
Empire (7th floor)

Special Invited Event Sponsored by the SIOP Program Committee: Workplace Stressors and Minority Health:  Exploring and Expanding New Territory

The American workplace is more racially and ethnically diverse than ever before. Yet, little is known about the workplace stressors that contribute to diminished health and safety among American minorities.  This presentation will discuss the results of both quantitative and qualitative analyses conducted to explore and expand this increasingly critical area of research.

Rashaun Roberts, National Institute for Occupational Safety and Health, Speaker

Michelle Duffy, University of Minnesota, Chair
















39. Panel Discussion: Friday, 12:00–12:50
Chelsea (7th floor)

SHRM Foundation Grant Funding: Working to Advance HR

The SHRM Foundation, the 501(c)3 affiliate of the Society for Human Resource Management, funds original academic research that enhances the effectiveness of HR professionals and the HR profession.  After describing the mission and work products of the Foundation, this session will discuss the grant application process, criteria, and funding expectations.

Wayne F. Cascio, University of Colorado, Chair

Karen Silberman, SHRM Foundation, Presenter

Lawrence Fogli, People Focus Inc., Presenter

Frederick P. Morgeson, Michigan State University, Presenter

Howard J. Klein, The Ohio State University, Presenter

Submitter: Wayne F. Cascio, wayne.cascio@cudenver.edu


40. Symposium: Friday, 12:00–1:20
Duffy (7th floor)

Toward a Motivational Perspective on Organizational Justice

The purpose of this symposium is to promote a motivational perspective on organizational justice. This symposium examines what motivates people to care about justice and the effects of perceived justice on motivation. Four papers, drawing on different theoretical paradigms, incorporate a motivational lens to examine antecedents and consequences of justice.

David M. Mayer, University of Central Florida, Chair

David De Cremer, Tilburg University, Co-Chair

Lieven Brebels, Tilburg University, David De Cremer, Tilburg University, Constantine Sedikides, University of Southampton, When Procedural Unfairness Motivates  Negative Behavior

David M. Mayer, University of Central Florida, Rebecca L. Greenbaum, University of Central Florida, Maribeth L. Kuenzi, University of Central Florida, Gary Shteynberg, University of Maryland, When and Why Does Procedural Justice Not Always Matter?

Steven L. Blader, New York University, Motivation and Justice: Outcomes and Identification Shape Procedural Justice Judgments

Jason A. Colquitt, University of Florida, Layne Paddock, University of Florida, Cindy P. Zapata-Phelan, University of Florida, Jessica Mueller, University of Florida, The Effects of Organizational Justice on Motivation in Creativity Contexts

Tom R. Tyler, New York University, Discussant

Submitter: David M. Mayer, dmayer@bus.ucf.edu


41. Panel Discussion: Friday, 12:00–1:20
Cantor (9th floor)

Global Employee Surveys:  Challenges and Solutions

As more companies become global, human resources practitioners and I-O psychologists are tasked with designing, developing, and implementing global employee surveys.  In this panel discussion, HR leaders responsible for their company’s all-employee survey will discuss the challenges of global surveys in 6 areas: (a) survey planning, (b) survey construct and item development, (c) survey branding and communication, (d) survey administration, (e) data analysis, and (f) survey data feedback, action planning, and accountability. For each of these areas, panelists will discuss their experiences and offer best practices for global employee surveys.

Van M. Latham, PathPoint Consulting, Chair

Gary Johnsen, Creative Metrics, Panelist

Anjani Panchal, Axiom Consulting Partners, Panelist

Maurine Lee, Lockheed Martin Corporation, Panelist

Elaine Oh, Pepsi Americas, Panelist

Submitter: Van M. Latham, Vlatham@pathpointconsulting.com


42. Symposium: Friday, 12:00–1:20
Barrymore (9th floor)

Alternative Predictors of Academic Performance

This symposium meta-analytically addresses the validity and intercorrelations of the 4 most common alternative predictors of college performance: letters of recommendation, admissions interviews, personal statements, and high school quality.  We also address the incremental validity of each of these predictors after considering prior performance and standardized test scores.

Nathan R. Kuncel, University of Minnesota, Chair

Jennifer R. Vannelli, Gantz Wiley Research, Nathan R. Kuncel, University of Minnesota, Deniz S. Ones, University of Minnesota, Letters of Recommendation:  Not Much to Write Home About

Matthew J. Borneman, University of Minnesota, Sara R. Cooper, University of Minnesota, David M. Klieger, University of Minnesota, Nathan R. Kuncel, University of Minnesota, Nick Brenckman, Admission Interviews: Not So Nice to Meet You

Sara R. Cooper, University of Minnesota, David M. Klieger, University of Minnesota, Matthew J. Borneman, University of Minnesota, Nathan R. Kuncel, University of Minnesota, Holly Mikeworth, Personal Statements: Please Keep Them to Yourself

David M. Klieger, University of Minnesota, Matthew J. Borneman, University of Minnesota, Sara R. Cooper, University of Minnesota, “Quality” of Schools? Please Educate Me

Submitter: Sara R. Cooper, coope283@umn.edu


43. Symposium: Friday, 12:30–1:50
Gilbert (4th floor)

Embracing and Supporting an Aging Workforce: Policies, Perceptions, and Performance

Today’s work environment faces the challenge of dealing with an aging labor supply. The mass exodus of the baby boomers, and their knowledge, skills, and experience, will result in a significant labor gap that organizations must address and deal with effectively. This symposium addresses these challenges and discusses pertinent implications.

Ashley Tipton Acker, University of Texas at Arlington, Chair

Susanne M. Bruyere, Cornell University, Proactive Workforce Policies and Practices to Accommodate Aging Workers

Dirk D. Steiner, Universite de Nice-Sophia Antipolis, Marilena Bertolino, University of Trento, Franco Fraccaroli, University of Trento, Donald M. Truxillo, Portland State University, Justice Perceptions of Organizational Practices Concerning Older Employees

Evan F. Sinar, Development Dimensions International, William C. Byham, Development Dimensions International, Age Effects on Competency-Based Job Performance

Ashley Tipton Acker, University of Texas at Arlington, Alison Cooper, Alliance Data, Mark C. Frame, University of Texas at Arlington, Age Differences in Bosses’ Ratings of Performance, Advancement Potential, and Risk of Career Difficulty

Donald M. Truxillo, Portland State University, Discussant

Submitter: Ashley Tipton Acker, ashley@lifeexpeditions.com



44. Symposium: Friday, 12:30–1:50
Wilder (4th floor)

Organizational Identification: Bridging the Leader, Follower, and Customer

Employee organizational identification has been found to be related to a range of valued attitudes and behaviors relevant for organizational effectiveness. Three presentations in this symposium provide empirical evidence for links between leader and follower identification and extend organizational identification beyond the organization’s boundaries to the customer.

Rolf Van Dick, Johann Wolfgang Goethe University Frankfurt, Chair

Jan Wieseke, University of Manheim, Co-Chair

Michael Riketta, University of Aston, Leader and Follower Identification and Work Motivation: Is Apparent Identification of the Leader More Important Than His or Her Actual Identification?

Michael Ahearne, University of Houston, Rapp Adam, Kent State University, An Extension of Customer–Company Identification: Examining the Influence of Situational Factors

Jan Wieseke, University of Manheim, Rolf Van Dick, Johann Wolfgang Goethe University Frankfurt, The Cross-Level Transfer of Organizational Identification:  A Three-Level Study on the Link Between Leader–Follower– Customer Identification

Fred A. Mael, American Institutes for Research, Discussant

Submitter: Rolf Van Dick, van.dick@psych.uni-frankfurt.de


45. Symposium: Friday, 12:30–1:50
Hart (4th floor)

Behavioral Analyses of Postural Ergonomics: The Role of Self-Monitoring Methods

This symposium assembles papers related to improving postural ergonomics through behavioral assessment and intervention.  Presentations include reports of field research with commercial truck drivers, laboratory research with simulated office work tasks, and pilot studies addressing gaps in the existing literature of workplace behavioral self-monitoring studies.

Ryan Olson, Oregon Health & Science University, Chair

Ryan Olson, Oregon Health & Science University, Daniel I. Hahn, Portland State University, Aubrey Buckert, Portland State University, Severe Postures Among Truck Drivers: A View Inside the Trailer

Nicole Gravina, Western Michigan University, Shannon Leowy, Western Michigan University, Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for Safety, Michelle Robertson, Liberty Mutual Research Center, Michael Blair, CWH Management Solutions, John Austin, Western Michigan University, Effects of Self-Monitoring on Safe Postural Performance

Sara Schmidt, Oregon Health & Science University, Ryan Olson, Oregon Health & Science University, Jamey Winchester, Claremont Graduate University, Pilot Studies on Emerging Workplace Self-Monitoring Topics

Sigurdur Sigurdsson, University of Maryland, Baltimore County, John Austin, Western Michigan University, “Safe” Biases in Postural Self-Observations and Prompting Functions of Self-Monitoring

Submitter: Ryan Olson, olsonry@ohsu.edu


46. Practice Forum: Friday, 12:30–1:50
Ziegfeld (4th floor)

Contention Versus Cooperation: Designing an Assessment Process Under Court Scrutiny

Four I-O psychologists, each representing very different constituencies and interests on opposite sides of highly visible litigation, describe how they contended and cooperated to produce an innovative approach to the promotional practices at the Federal Bureau of Investigation.

Amy Dawgert Grubb, Federal Bureau of Investigation, Chair

Amy Dawgert Grubb, Federal Bureau of Investigation, Serving Many Masters:  The Role of the Internal I-O

Seymour Adler, Aon Consulting, Assessment Research Under Scrutiny: Benefiting From the Constraints

Suzanne Tsacoumis, HumRRO, Facilitating Cooperation Through Good Science and Neutrality

Submitter: Amy Dawgert Grubb, akdg@comcast.net


47. Poster Session: Friday, 12:30–1:20
Westside (5th floor)

Statistical Methods, Research Methodology, and Construct Development

47-1.  The Good and Bad of Strategic Planning in Research Organizations

We studied the role of strategic planning in research organizations, including effectiveness of a specific planning tool.  The findings suggest that comprehensive planning is associated with increased effectiveness in research organizations.  However, commitment to the planning process and tool were negatively associated with effectiveness, revealing the negative side of planning.

Sara J. Perry, University of Houston

Steven C. Currall, Rice University

Karla K. Stuebing, University of Houston

Emily M. Hunter, University of Houston

Submitter: Sara J. Perry, skj02@yahoo.com

47-2.  Measuring Overall Effect Size of Logistic Regression Models

Users of logistic regression models often need to describe the overall predictive strength of their models’ predictors. Analogs of R2 have been developed, but these indexes are often not easy to interpret. We propose a new statistic, the generalized utility statistics (GUS), which addresses the problem.

Jeff Allen, ACT, Inc.

Huy Le, University of Central Florida

Submitter: Huy Le, hale@mail.ucf.edu

47-3.  To Group or Not To Group Your Employee Opinion Survey

To help better understand the effects of survey design on data quality, 2 field studies were conducted comparing 2 different designs: randomly presented items and items grouped by construct. Analyses show potential impact on the psychometric quality of the data from both methods but less concern with the grouped approach.

Anne E. Herman, University of Nebraska-Omaha/Kenexa

Bryan C. Hayes, Kenexa

Submitter: Anne E. Herman, aherman@mail.unomaha.edu

47-4.  The Development of a Scale to Measure Career Embeddedness

We conducted a 2-part study to develop a scale to measure 6 dimensions of career embeddedness. Career embeddedness is a new construct that identifies factors that bind people to their careers (Feldman, in press).  Results provide evidence for the measure’s content validity, factor structure, reliability, and relationships with relevant variables.

Jennica Webster, Central Michigan University

Gary A. Adams, University of Wisconsin-Oshkosh

Mahesh V. Subramony, University of Wisconsin-Oshkosh

Baron Perlman, University of Wisconsin Oshkosh

Submitter: Jennica Webster, webst1jr@cmich.edu

47-5.  Implications of Formative Indicator Models for Measuring Sexual Harassment

This paper examines the theoretical and psychometric issues involved with specifying the SEQ using a formative indicator model. It reviews the criteria for choosing the appropriate model and issues that arise with formative indicator models for scale development. Formative and reflective models of the SEQ are compared and evaluated.

Bradley J. Brummel, University of Illinois at Urbana-Champaign

Fritz Drasgow, University of Illinois at Urbana-Champaign

Submitter: Bradley J. Brummel, brummel@uiuc.edu

47-6.  A Comparison of Parceling Strategies in Structural Equation Modeling

The congeneric strategy of aggregating items into parcels was developed and compared to other commonly used parceling strategies (random, item-to-construct balance). Results from a Monte Carlo simulation indicate that the congeneric strategy has less error in estimating the structural coefficient and is more efficient than the item-to-construct balance strategy.

Thomas D. Fletcher, University of Missouri-St. Louis

Kimberly M. Perry, University of Missouri-St. Louis

Submitter: Thomas D. Fletcher, FletcherT@umsl.edu

47-7.  Attitudes of Demongraphic Item Nonresponders in Employee Surveys

Demographic information is needed in employee surveys to generate reports for subgroups. Respondents who skip demographic items may do this on purpose, for example because they fear to become identified. The data of an organizational survey corroborate that commitment is negatively correlated with item nonresponse, with job satisfaction as a moderator.

Ingwer Borg, ZUMA

Submitter: Ingwer Borg, borg@zuma-mannheim.de

47-8.  Cross-Level Assumptions of Invariance: Issues, Insights, and Implications

This paper demonstrates assumptions of cross-level measurement and structural invariance made when analyzing multilevel data. Cross-level measurement invariance is caused by performing single-level factor analyses and reliability analyses on multilevel data. Cross-level structural invariance is found in multilevel random coefficient models, which often impose structural invariance across levels of analysis.

Seth A. Kaplan, George Mason University

Michael J. Zyphur, National University of Singapore

Michael S. Christian, University of Arizona

Submitter: Seth A. Kaplan, sethakap@yahoo.com

47-9.  Psychometric Controversy Involving Job Performance Ratings

Murphy and DeShon (2000) argue that interrater correlations are not reliability coefficients and should not be used in corrections for attenuation, whereas Schmidt, Viswesvaran, and Ones (2000) argue the contrary position.  We investigate this controversy using a structural model of ratings and simulated data that varied interrater reliability and validity.

Anne Scaduto, Penn State University

Terry L. Dickinson, Old Dominion University

Submitter: Anne Scaduto, azs105@psu.edu

47-10.  Sexist Behavior and Gender Discrimination: What’s the Difference?

Despite the definitional and operational similarities between sexist behavior and gender discrimination, these 2 constructs have traditionally been assessed separately. The current study investigates the appropriateness of this practice using path analysis. The results indicate that the constructs have several similarities and differences in both antecedents and outcomes.

Christopher D. Nye, University of Illinois at Urbana-Champaign

Bradley J. Brummel, University of Illinois at Urbana-Champaign

Fritz Drasgow, University of Illinois at Urbana-Champaign

Submitter: Christopher D. Nye, cnye2@uiuc.edu

47-11.  Examining Context Effects in Organization Survey Data Using IRT

Organizational researchers often modify employee surveys over time. However, changes
to the survey form can introduce measurement artifacts, such as context effects, leading to differences in observed responses that are not due to true organizational change. This paper illustrates the use of IRT to identify context effects in organizational surveys.

Drew Rivers, North Carolina State University

Adam W. Meade, North Carolina State University

William L. Fuller, Duke Energy Corp.

Submitter: Adam W. Meade, awmeade@ncsu.edu

47-12.  A Multilevel Logistic Regression Approach to Studying Faking

This paper describes a multilevel logistic regression (MLR) approach (Reise, 2000) to studying faking. Item difficulty and trait estimates are used to predict the probability of endorsing an item in a MLR equation. Less negative slopes for item difficulty may indicate faking, and slope variance may be modeled using MLR.

David M. LaHuis, Wright State University

Derek A. Copeland, Wright State University

Submitter: David M. LaHuis, david.lahuis@wright.edu

47-13.  Vague Quantifiers Revisited: Ambiguous Category Labels Versus Quantitative Scales

The present study compared ambiguous categorical response alternatives, also known as vague quantifiers, to quantitative estimates of behavioral frequency.  Results indicated that the despite overall mean differences in quantitative estimates for each response category, there were large, overlapping ranges associated with each response category.  Implications for researchers and practitioners are discussed.

Terri Shapiro, Hofstra University

Nicole A. Andreoli, Parker Jewish Institute

Comila Shahani-Denning, Hofstra University

Submitter: Terri Shapiro, terri.shapiro@hofstra.edu

47-14.  Monte Carlo Analyses of Possible Artifacts in Lagged Regression

Lagged regression is a relatively new technique for examining causal relationships in longitudinal designs. In this poster, Monte Carlo analysis was used to assess potential artifacts and compare the results with alternatives. Biases were uncovered in all the techniques, but they could be corrected when using lagged regression.

Jeffrey B. Vancouver, Ohio University

Nicole Gullekson, Ohio University

Paul D. Bliese, U.S. Army Medical Research-Europe

Submitter: Jeffrey B. Vancouver, vancouve@ohio.edu

47-15.  Regression Toward the Mean and the Control of Nuisance Variables

In this paper, we provide an introduction to the statistical artifact of regression toward the mean, a topic that we believe has received insufficient attention from researchers. Utilizing 2 Monte Carlo simulations, we demonstrate how regression toward the mean can result in researchers drawing erroneous conclusions from their data.

James A. Breaugh, University of Missouri-St Louis

Submitter: James A. Breaugh, jbreaugh@umsl.edu

47-16.  Exploring the Theoretical Structure of the Error Orientation Questionnaire

The factor structure of the Error Orientation Questionnaire was examined using structural modeling in 2 samples (n = 290; n = 96). The factor structure originally reported did not fit the data well. A 4-factor model based in motivation theory improved fit. The theoretical basis for error orientation is discussed.

Kraig L. Schell, Angelo State University

Kristen M. Costa, Angelo State University

Christina Thomas, Angelo State University

Jason M. Etchegaray, University of Texas, MD Anderson Cancer Center

Submitter: Kraig L. Schell, kraig.schell@angelo.edu

47-17.  History of Hypothesis Testing in I-O Psychology

Analysis of Journal of Applied Psychology articles show an increasing trend in the number of hypothetico-deductive studies published over the last century. The proportion of deductive and inductive studies has been decreasing since the middle of the 20th century. Appropriately, this trend corresponds with developments in the science of psychology.

Gary N. Burns, University of Wisconsin Oshkosh

Logan P. Wandrey, University of Wisconsin Oshkosh

Submitter: Gary N. Burns, burnsg@uwosh.edu

47-18.  Open-Ended Comments: To Require or Not To Require?

This study explores reactions and responses to open-ended questions on Web-based surveys. An experimental design is used to examine the effects of requiring participants to answer open-ended questions. Findings show that requiring these responses increases perceptions of item importance and the number of usable comments without increasing negative affective reactions.

Reanna M. Poncheri, NC State/Surface, Ward, & Assoc.

Lori Foster Thompson, North Carolina State University

Submitter: Reanna M. Poncheri, rmponche@ncsu.edu

47-19.  Employee Satisfaction or Service Climate: Which Best Predicts Customer Satisfaction?

Employee satisfaction and climate for service have emerged as significant predictors of outcomes including customer loyalty and business performance. This session examines their relative potency in predicting customer satisfaction.  In our research involving 2 organizations, climate for service emerged as a significantly stronger predictor of customer satisfaction than employee satisfaction.

Jack W. Wiley, Kenexa

Scott M. Brooks, Kenexa

Kyle Lundby, Kenexa

Submitter: Jack W. Wiley, jack.wiley@kenexa.com

47-20.  A Hierarchical Framing of Person–Work Environment Fit Constructs

We propose a hierarchical framing of person–work environment fit constructs based on the breadth of the attribute sets on which fit perceptions are based. Evidence supports the hypothesis that measures of FIT—the broadest construct—produces associations with staffing outcomes that are stronger than those for narrower fit constructs.

Andrew O. Herdman, Virginia Tech

Kevin D. Carlson, Virginia Tech

Submitter: Andrew O. Herdman, aherdman@vt.edu

47-21.  An Examination and Illustration of Differential Homology in Climate Research

The current study illustrates the importance of testing cross-level homology assumptions. Within a single research context, homology may exist for only some relationships or analyses.  The results suggest that, when researchers fail to conduct tests of homology, the assumption that relationships can be generalized across levels is problematic.

Christopher R. Warren, California State University at Long Beach

Emily C. Johnson, North Carolina State University

Submitter: Emily C. Johnson, ecjohnso@ncsu.edu

47-22.  Genetic Influences on Survey Response Propensity

This study tested whether survey participation tendencies are heritable. A pool of 558 male and 500 female twin pairs from the Minnesota Twin Registry was asked to complete a survey of traits and leadership activities. Response/nonresponse patterns indicated that genetic influences explained 45% of the variance in survey response propensity.

Lori Foster Thompson, North Carolina State University

Zhen Zhang, University of Minnesota

Richard D. Arvey, National University of Singapore

Submitter: Lori Foster Thompson, lfthompson@ncsu.edu

47-23.  Wording Effects in the Core Self-Evaluations Scale

This study identifies a negatively worded item factor in the Core Self-Evaluations Scale in 2 different samples and uses confirmatory factor analysis to compare different ways of modeling this effect. Implications for scale users are discussed and recommendations made for further research to clarify the interpretation of the wording factor.

Jeffrey C. Kennedy, Nanyang Technological University

Submitter: K. Yee Ng, akyng@ntu.edu.sg

47-24.  Assessing Common Methods Bias in Organizational Research

The potential inflation of correlations between measures assessed via the same method (e.g., self-report) is well known.  This study applied CFA models to 24 multitrait–multimethod correlation matrices in order to assess the extent of common methods bias (CMB).  Although not trivial, CMB is often minor in magnitude.

Adam W. Meade, North Carolina State University

Aaron Michael Watson, North Carolina State University

Christina M. Kroustalis, North Carolina State University

Submitter: Adam W. Meade, awmeade@ncsu.edu

47-25.  Covariation Versus Regression Among Intercepts and Slopes in Growth Models

How to understand specifications of covariation versus regression among intercept and slope factors in latent growth models (LGM) is discussed. We explore the issue in light of the true underlying model causing observed data and note problems of LGM interpretation heretofore undiscussed in I-O psychology and elsewhere.

Michael J. Zyphur, National University of Singapore

Daniel J. Beal, Rice University

Submitter: Michael J. Zyphur, bizmjz@nus.edu.sg

47-26.  Development and Validation of a Work-Related Entitled Behavior Scale

The act frequency approach was used to develop a measure of work-related entitled behavior. Scale validation evidence was collected from student and working samples. Results suggest entitled behavior is empirically distinct from other self-interested work behaviors including deviance, withdrawal, and influence tactics. Limitations and implications for future research are discussed.

Glenda M. Fisk, Queens University

Submitter: Glenda M. Fisk, fiskglen@post.queensu.ca

47-27.  Influence of Postsurvey Action on Current Survey Responses

Survey respondents who perceive action was taken based on survey results respond more favorably to subsequent surveys (Church & Oliver, 2006). We investigate whether measurement invariance exists on constructs being measured as a result of perceived action. Results support invariance for some, but not all, survey constructs.

Christina M. Kroustalis, North Carolina State University

Tara S. Behrend, North Carolina State University

Adam W. Meade, North Carolina State University

Eric A. Surface, SWA Consulting Inc.

Submitter: Christina M. Kroustalis, cmkroust@unity.ncsu.edu

47-28.  Measuring Goal Commitment: Comparing Two Measures Using Item Response Theory

Many scholars argue that a central construct in goal-based motivational frameworks is goal commitment. Correspondingly, several measures of goal commitment have been developed. However, there are considerable disagreements about how to measure goal commitment. This study used item response theory techniques to examine the psychometric properties of goal commitment measures.

Michael J. Kern, Baruch College-CUNY

Charles A. Scherbaum, Baruch College, CUNY

Submitter: Michael J. Kern, Kernel121@aol.com

47-29.  Brief Note on the r-to-z’ Transformation in Meta-Analysis
Some meta-analysts recommend the r-to-z’ transformation because it “normalizes” the sampling error variance of the correlation coefficient.  This brief note points out that high values of r require larger N for a stable r-to-z’ transformation; however, larger N also mitigates the skewness problem and obviates the need for the transformation.

Patrick D. Converse, Florida Institute of Technology

Frederick L. Oswald, Michigan State University

Submitter: Frederick L. Oswald, foswald@msu.edu


48. Practice Forum: Friday, 12:30–2:20
Broadway S (6th floor)

The Perils of Accentuating the Positive

Riding the wave of “positive psychology,” a movement has crashed ashore that advocates a focus on maximizing strengths rather than addressing weaknesses in management development. But there are certain half-truths and hidden dangers in this seductively appealing philosophy. This session brings out these concerns and provides practitioners with research-based guidance.

Robert B. Kaiser, Kaplan DeVries Inc., Chair

Morgan W. McCall, University of Southern California, Every Strength a Weakness

Robert B. Kaiser, Kaplan DeVries Inc., Robert E. Kaplan, Kaplan DeVries, Inc., When Strengths Run Amok

Michael J. Benson, U.S. Air Force, John P. Campbell, University of Minnesota, The Complexity of the Personality–Performance Relationship

Robert T. Hogan, Hogan Assessment Systems, The Ambiguities of Effectiveness

Robert F. Silzer, Human Resource Assessment & Development, Discussant

Submitter: Robert B. Kaiser, rkaiser@kaplandevries.com


49. Community of Interest: Friday, 12:30–1:20
Uris (6th floor)

Cross-Cultural Research

Deanne N. Den Hartog, University of Amsterdam, Facilitator

Marcus W. Dickson, Wayne State University, Facilitator















50. Special Event: Friday, 12:30–1:20
Plymouth (6th floor)

SIOP Organizational Frontiers Volume:  Perspectives on Organizational Fit

The purpose of this panel presentation is to present the new SIOP Frontier’s book, Perspectives on Organizational Fit. Ostroff and Judge will introduce the book. Then, several authors of chapters in the book will summarize their contributions that pave the way for future research on organizational fit.

Cheri Ostroff, University of Maryland, Co-Chair

Timothy A. Judge, University of Florida, Co-Chair

Robert D. Pritchard, University of Central Florida, Co-Chair

Amy L. Kristof-Brown, University of Iowa, Panelist

Jeffrey R. Edwards, University of North Carolina, Panelist

David A. Harrison, Pennsylvania State University, Panelist

Leanne E. Atwater, Arizona State University, Panelist

John D. Kammeyer-Mueller, University of Florida, Panelist

Submitter: Tammy D. Allen, tallen@luna.cas.usf.edu


51. Conversation Hour: Friday, 12:30–1:20
Soho (7th floor)

Why I-O Psychology Should Study Entrepreneurship:  Key Potential Benefits

Entrepreneurship has benefited greatly from “importing” ideas, concepts, and theories from I-O psychology. Yet to date, I-O psychology has not reaped similar benefits in return.  This conversation hour will explore the many ways in which studying entrepreneurs and their new ventures can contribute to the advancement of our field.

Robert A. Baron, Rensselaer Polytechnic Inst, Host

Submitter: Robert A. Baron, baronr@rpi.edu


52. Interactive Posters: Friday, 12:30–1:20
Harlem (7th floor)


David Baker, AIR, Facilitator


52-1.  Giving Goodies in Training: Are There Benefits?

Although the popular business and training presses encourage training techniques that make trainees happy, some research does not fully support the proposed benefits. The present study provides a direct test of whether providing goodies to increase positive affect increases learning outcomes.

Leslie Shayne, University of Iowa

Kenneth G. Brown, University of Iowa

Submitter: Kenneth G. Brown, kenneth-g-brown@uiowa.edu

52-2.  The Influence of Stress-Induced Fidelity on Training Transfer

This study examined the relationships among several factors pertaining to training transfer, specifically task-related stress and psychological fidelity.  The impact on training performance, task immersion, and training transfer was assessed.  Immersion resulted in positive increases in training and transfer performance; however, fidelity did not.

Joshua S. Quist, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Submitter: Joshua S. Quist, JoshQ_81@hotmail.com

52-3.  Stress Management Training and Health: The Importance of Perceived Adequacy

U.S. soldiers returning from Iraq who reported receiving stress management training (SMT) and who perceived the training as adequate showed fewer symptoms of PTSD and physical symptoms, higher morale and ratings of leaderships, and higher marital satisfaction. Discussion focuses on the importance of measuring the perceived adequacy of SMT programs.

Eric S. McKibben, Clemson University

Thomas W. Britt, Clemson University

Carl A. Castro, Walter Reed Army Institute of Research

Submitter: Eric S. McKibben, EsMcKibben@yahoo.com

52-4.  Transfer Training Intentions: The Role of Motivational and Dispositional Factors

The relationship between motivation to learn and transfer training intentions was investigated.  Learning and performance goal orientation were included as moderators of the hypothesized relationship. Data from 203 employees indicated that the relationship was significantly related.  In addition, learning and performance goal orientation were found to significantly moderate this relationship.

Kathryn Keeton, University of Houston

Alex Milam, University of Houston

Cristina Rubino, University of Houston

Kayo Sady, University of Houston

Christiane Spitzmueller, University of Frankfurt/University of Houston

Submitter: Kathryn Keeton, KathrynEKeeton@earthlink.net


53. Symposium: Friday, 12:30–1:50
Marquis C (9th floor)

Toward a Global Understanding of Innovation and Creativity

The symposium addresses issues related to researching and practicing innovation and creativity in non-U.S. settings. The purpose of the symposium is to provide a greater awareness of factors associated with innovation and creativity in the broader global arena and why it is imperative to understand them.

Pamela Tierney, Portland State University, Chair

Lucy Gilson, University of Connecticut, Christina E. Shalley, Georgia Institute of Technology, An Examination of the Effects of Cross-Cultural Differences on Team Creativity

Steven M. Farmer, Wichita State University, Pamela Tierney, Portland State University, Sam Beldona, Wichita State University, The “Typical Creator”: A Creator Profile Comparison Between American and Indian High-Tech Employees

Miriam Erez, Technion, The Paradox of Innovation: A Multilevel Approach

Shung Jae Shin, Washington State University, Jing Zhou, Rice University, When Is Heterogeneity Related to Creativity in R&D Teams? Evidence From Korea

Nora Madjar, University of Connecticut, Discussant

Submitter: Christina E. Shalley, Christina.Shalley@mgt.gatech.edu



54. Roundtable: Friday, 12:30–1:50
Sun Roof (16th floor)

What’s so Funny?!  A Roundtable Discussion on Humor and Work

Humor is a topic with the potential to enlighten several current areas of study by I-O psychologists, yet it remains surprisingly understudied and underrepresented at SIOP.  During this roundtable event, several humor researchers will lead active discussions concerning the challenges of doing rigorous and applicable humor research.

Lisa Finkelstein, Northern Illinois University, Host

Cynthia A. Cerrentano, Northern Illinois Univeristy, Co-Host

Christopher Robert, University of Missouri, Co-Host

Cecily D. Cooper, University of Miami, Co-Host

Anthony Susa, Right Management, Co-Host

John J. Sosik, Pennsylvania State University-Great Valley, Co-Host

Submitter: Lisa Finkelstein, lisaf@niu.edu



55. Special Event: Friday, 1:00–2:50
Broadway N (6th floor)

Special Event Hosted and Sponsored by the SIOP Visibility Committee:  I-O in the News: Being Part of the Story

Editors, columnists, and reporters who cover management and workplace topics will discuss challenges and opportunities for I-O in the media. The panelists will each share their views of how I-O psychologists can learn to better speak the language of the press and to become more valued expert resources for journalists.

Jeffrey A. Jolton, Kenexa, Co-Chair

Douglas H. Reynolds, Development Dimensions International, Co-Chair

Michelle Conlin, Business Week, Panelist

Patricia Kitchen, Newsday, Panelist

Chana Schoenberger, Forbes, Panelist

Linda Tischler, Fast Company, Panelist

Erin White, Wall Street Journal, Panelist














56. Symposium: Friday, 1:00–2:50
Empire (7th floor)

Job Demands and Performance: Examining Creativity, Innovation and Initiative

Previous research has classified job demands as challenge-related stressors that lead to high performance. In this symposium the potential positive effects of job demands on creativity, innovation, and safety initiative will be highlighted. Results of 5 empirical studies inform us about facilitating and limiting conditions, and about the intermediary processes.

Sandra Ohly, University of Frankfurt, Chair

Charlotte Fritz, Bowling Green State University, Co-Chair

Sandra Ohly, University of Frankfurt, Charlotte Fritz, Bowling Green State University, Time Pressure and Creativity: The Role of Challenge

Doris Fay, Aston University, Xiao J. Yan, Aston Business School, Michael A. West, Aston University, A Differential Approach to Work Stressors for Innovation Implementation: Stressors as Promoting and Impairing Factors?

Claudia A. Sacramento, Aston University, Doris Fay, Aston University, Positive Mood Is Not Always Good: The Role of Team Mood and Work Stressors for Creative Work Performance

Michelle Inness, University of Alberta, Julian I. Barling, Queen’s University, Nick Turner, University of Manitoba, Situation and Person Predictors of Workplace Safety Behaviors: A Within-Person, Between-Jobs Design

Wendelien V. van Eerde, Eindhoven University of Technology, Darrell Chong, Faculty of Technology Management, Positive Effects of Time Pressure Reported in New Product Development Projects

Sharon K. Parker, Australian Graduate School of Management, Discussant

Submitter: Sandra Ohly, ohly@psych.uni-frankfurt.de


57. Symposium: Friday, 1:00–2:50
Chelsea (7th floor)

Misbehavior and Outcomes at Work: Prediction, Explanation, and Consequences

This symposium examines the prediction, explanation, and consequences of employee misbehavior and counterproductive work behavior (CWB).  The papers included in the session explore individual differences with respect to CWB, utilize objective measures of CWB, include longitudinal data, and examine misbehavior and CWB at the individual as well as national level.

Melissa L. Gruys, Wright State University, Chair

Susan M. Stewart, University of Puget Sound, Co-Chair

Stephan Dilchert, University of Minnesota, Deniz S. Ones, University of Minnesota, Cognitive Ability and Counter-Productive Behaviors: Differential Validity and Prediction?

Jeff Foster, Hogan Assessment Systems, Tina T. Chen, Sempra Energy Utilities, Personality Correlates With Injuries and Accidents in Unstructured Job Settings

Brian S. Connelly, University of Minnesota, Deniz S. Ones, University of Minnesota, Using Personality to Explain National Corruption

Bret Bradley, University of Iowa, Career Success and Early Life Deviance: Beyond the Impact of Individual Differences

Chockalingam Viswesvaran, Florida International University, Discussant

Submitter: Melissa L. Gruys, melissa.gruys@wright.edu



58. Symposium: Friday, 1:00–2:50
Marquis B (9th floor)

Contextual Influences on Work and Nonwork Role Integration

This symposium combines empirical and theoretical presentations regarding the work–nonwork interface in order to highlight the complexity inherent in balancing participation in multiple roles. The 5 presentations focus on effects of various contextual factors on work and nonwork criteria to supplement previous findings and suggest directions for future research.

Jeffery A. LePine, University of Florida, Chair

Jessica Rae Saul, University of Florida, Co-Chair

Rebecca H. Klein, University of South Florida, Tammy D. Allen, University of South Florida, Jay M. Dorio, University of South Florida, The “Dark Side” of OCB: Examining the Relationship Between Citizenship Behavior and Work-to-Family Conflict

Jessica Bagger, California State University, Sacramento, Barbara A. Gutek, University of Arizona, Work–Family Conflict in Sweden and the United States

Jessica Rae Saul, University of Florida, Jeffery A. LePine, University of Florida, Marcie LePine, University of Florida, Cross-Domain Relationships Among Work and Nonwork Challenge and Hindrance Stressors and Nonwork and Work Criteria

Alicia A. Grandey, Pennsylvania State University, Bryanne L. Cordeiro, Federal Management Partners, Inc., Judd H. Michael, Pennsylvania State University, Procedural Fairness and Family-Supportiveness as Predictors of Work–Family Conflict and Job Satisfaction: Perceptions of Male Blue-Collar Workers

Layne Paddock, University of Florida, Timothy A. Judge, University of Florida, Daily Work Events, Affect, and Work–Family Conflict and Facilitation

Jeffrey H. Greenhaus, Drexel University, Discussant

Submitter: Jessica Rae Saul, jessica.saul@cba.ufl.edu



59. Practice Forum: Friday, 1:30–2:50
Odets (4th floor)

Advances in Newcomer Socialization: Ensuring New Employee Success Through Onboarding

This session provides a look at newcomer socialization or “onboarding.” The session begins with a review of recent research examining the successful onboarding of new employees. This is followed by presentations from 3 companies detailing their onboarding programs, experiences, and internal onboarding research.

Kathleen Suckow Zimberg, Microsoft Corporation, Chair

Chip Paddock, Intuit, Co-Chair

Talya N. Bauer, Portland State University, From New Employee Socialization to New Employee Onboarding: Applying Theory to Practice

Chip  Paddock, Intuit, Building Employee Engagement Through On-Boarding

Kathleen Suckow Zimberg, Microsoft Corporation, Onboarding at Microsoft: A Framework for New Employee Success

Angela M. Sternburgh, Kellogg Company, Effective Transitions at Kellogg Company

Submitter: Kathleen Suckow Zimberg, katez@microsoft.com



60. Practice Forum: Friday, 1:30–2:50
O’Neill (4th floor)

Focusing on Women: Workplace Initiatives That Develop Women Leaders

Women’s leadership has become an important focus in recent years, as women’s unique challenges and needs in the workplace become clearer.  This forum will take a closer look at a number of organizational and independent initiatives designed to empower, develop, promote, and retain women leaders.

Erica I. Desrosiers, PepsiCo, Chair

Jessica A. Gallus, University of Connecticut, Co-Chair

Marian N. Ruderman, Center for Creative Leadership, Leadership Training for Women
Anne C. Weisberg, Deloitte Services LP, Lisa B. Carey, Deloitte Services LP, Women’s Initiatives: Today’s Business Case for Retaining and Advancing Women

Anna Marie Valerio, Executive Leadership Strategies, LLC, Developing Women Leaders: What Organizations Can Do

Julie A. Fuller, PepsiCo, Shawna Freeman, PepsiCo, Renee M. Kurowski, PepsiCo, Leadership and Career Development Programs for Women at PepsiCo

Robin R. Cohen, Bristol-Myers Squibb, Erika D’Egidio, Bristol-Myers Squibb, Growing Women Leaders for the Future: Women’s Leadership Initiatives at Bristol Myers Squibb Co.

Submitter: Erica I. Desrosiers, erica.desrosiers@pepsi.com



61. Poster Session: Friday, 1:30–2:20
Westside (5th floor)

Selection: Methods, Predictors, Attitudes

61-1.  Reactions to Holistic Versus Actuarial Consideration of Race in Selection

We examined reactions to affirmative action policies that took holistic versus actuarial approaches to increasing diversity through selection.  People reacted more favorably to holistic selection policies than to actuarial selection policies.  This effect was magnified under certain conditions.  This paper discusses implications for employee selection and public policy.

Margaret E. Brooks, Bowling Green State University

Ashley M. Guidroz, Bowling Green State University

Madhura Chakrabarti, Wayne State University

Submitter: Margaret E. Brooks, mbrooks@bgsu.edu

61-2.  Does Program Level Moderate the GRE’s Predictive Validity? A Meta-Analysis

To gain insight into factors that may moderate how well cognitive tests predict performance, this meta-analysis examines program level as a moderator of the predictive validity of the GRE.  The GRE predicted multiple measures of performance in master’s and doctoral programs, with, at most, small differences between program levels.

Nathan R. Kuncel, University of Minnesota

Serena Wee, University of Illinois at Urbana-Champaign

Lauren Serafin, University of Illinois at Urbana-Champaign

Sarah A. Hezlett, Personnel Decisions Research Institutes

Submitter: Sarah A. Hezlett, sarah.hezlett@pdri.com

61-3.  A Measurement Invariance and Method Bias Model of Applicant Faking

This study investigates the construct validity and measurement differences of noncognitive selection devices under applicant, honest, and fake response conditions. Further-more, a method bias analysis was conducted to examine whether some of the measurement differences were the result of a differential social desirability method bias.

Tina Malm, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Submitter: Tina Malm, malti77@yahoo.com

61-4.  Confirmatory Factor Analysis of Mechanical Aptitude

Mechanical aptitude tests are commonly used for employment selection, yet there is a paucity of published factor-analytic research. This study evaluated the factor structure of a test of mechanical aptitude. Results suggest that a 1-factor model was a good, parsimonious fit as compared to theory-driven 2- and 3-factor models.

John D. Trent, Harcourt Assessment, Inc.

Zhiming Yang, Harcourt Assessment, Inc.

Mark Rose, PsychCorp/Harcourt Assessment

Submitter: Mark Rose, Mark_Rose@Harcourt.com

61-5.  Scoring Biodata: Empirical Versus Rational or Empirical + Rational?

The criterion-related validities of empirical, rational, and hybrid keying methods for a biodata inventory were compared, at different samples sizes.  Rational keying yielded the lowest validities.  Hybrid keying yielded higher criterion-related validities than empirical keying at small to moderate (but not large) sample sizes.

Jeffrey M. Cucina, U.S. Customs and Border Protection

Pat M. Caputo, University at Albany, SUNY

Henry F. Thibodeaux, Defense Logistics Agency

Charles N. MacLane, U.S. Office of Personnel Management

Submitter: Jeffrey M. Cucina, jcucina@gmail.com

61-6.  Making Targeted Dimensions Transparent on Relations With Typical Performance Predictors

The impact of making targeted dimensions transparent to participants before performing a work simulation was examined on relations with typical performance predictors. The pattern of correlations between dimension ratings and personality measures indicated that skill transparency reduced both the convergent and discriminant validity of dimension ratings.

Kimberly A. Smith-Jentsch, University of Central Florida

Michael Flood, University of Central Florida

Helen M. Boudreaux, University of Central Florida

Submitter: Michael Flood, mflood445@yahoo.com

61-7.  On the Nature of Situational Judgment Tests: A Construct-Oriented Meta-Analysis

This study identified and classified the constructs assessed by situational judgment tests (SJTs). Also, it compared the criterion-related validity of the construct domains measured by SJTs using meta-analysis. Finally, it examined the criterion-related validity of SJTs for multiple construct domains and for multiple criterion types.

Michael S. Christian, University of Arizona

Bryan D. Edwards, Auburn University

Jill C. Bradley, Tulane University

Submitter: Michael S. Christian, msc@email.arizona.edu

61-8.  Applicant Faking Behavior and Hiring Decisions Involving Multiple Predictors

The effect of applicant faking on hiring decisions based on multiple predictors was investigated in this study. Hiring decisions based on ability–personality combinations were compared to those based on a measure of personality alone.  Although some combinations reduced the percentage of fakers hired by 10.4%, the differences were not significant.

Mitchell H. Peterson, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Submitter: Mitchell H. Peterson, mpeterson30@cfl.rr.com

61-9.  A Meta-Analysis of Conditional Reasoning Tests of Aggression

James et al. (2005) reported uncorrected validity of .44 across 11 conditional reasoning test of aggression (CRT-Aggression) validity studies. The present meta-analysis incorporated a total sample size approximately twice that of James et al. Uncorrected validity for CRT-Aggression scales was .16 for predicting CWB and .14 for predicting job performance.

Christopher M. Berry, University of Minnesota

Paul R. Sackett, University of Minnesota

Vanessa Tobares, University of Minnesota

Submitter: Christopher M. Berry, berry053@umn.edu

61-10.  Effects of Applicant Pregnancy on Hiring Decisions and Interview Ratings

The effects of pregnancy on employment interview decisions are examined. In spite of being viewed as equally qualified, the pregnant applicant received significantly lower hiring ratings and was rated as more likely to need time off, miss work, and quit compared to the nonpregnant applicant, indicating concern about absenteeism.

Jennifer Cunningham, University of Missouri-St. Louis

Therese H. Macan, University of Missouri-St Louis

Submitter: Jennifer Cunningham, jenniecunningham@hotmail.com

61-11.  Applicant Reactions to the Employment Interview: An Organizational Justice Perspective

Applicant reactions to the employment interview were addressed using an organizational justice framework.  Results indicated the content of interview questions may impact applicants’ reactions to procedural justice, as well as a variety of perceptions of and behavioral intentions toward a hypothetical company.  Implications for employers and future research are discussed.

Kyle G. Gerjerts, Depaul University

Submitter: Kyle G. Gerjerts, kgerjert@depaul.edu

61-12.  Publication Bias of Situational and Behavioral Interview Validities

This paper investigated potential publication bias in Taylor and Small’s (2002) meta-analysis of the validity of situational interviews (SIs) and behavioral description interviews (BDIs).  The validity of BDIs and SIs were not affected by publication bias, thus confirming Taylor and Small’s results.

Deborah L. Whetzel, U.S. Postal Service

Submitter: Deborah L. Whetzel, whetzeldl@comcast.net

61-13.  Construct Validity of Competency-Based Biodata Scales in an Enforcement Occupation

Biodata measures are frequently used in selection but do not necessarily conform to interpretation within the framework of competency models that are often utilized to describe testing programs.  This study investigated the construct validity of biodata scales developed to measure specific competencies.  Discussion includes future research and implications for practitioners.

Julia McElreath, Sodexho, Inc.

Jeffrey M. Cucina, U.S. Customs and Border Protection

Henry Busciglio, U.S. Customs Service

Susan M. Reilly, U.S. Department of Homeland Security

Submitter: Julia McElreath, julia.mcelreath@sodexhousa.com

61-14.  Hunters and Farmers: Increased Prediction Through Sales Role Specialization

This paper investigated personnel selection tests designed to select people for “hunter” and “farmer” sales roles. Created scales were significantly correlated with performance in one role, but not with the other.  We concluded that considering the type of sales role  would likely lead to increased prediction of sales performance.

Charles N. Thompson, Wright State University

Corey E. Miller, Wright State University

Megan K. Leasher, HR Chally Group

Suzanne L Dean, Wright State University

Esteban Tristan, Select International

Submitter: Charles N. Thompson, thompsonchad1@gmail.com

61-15.  General Construct Variance in Situational and Behavior Description Interviews

Some have suggested that structured interviews are valid because they tap constructs with known generalizable validity (e.g., mental ability, personality). The purpose of this study is to estimate the percent of variance in situational and behavior description ratings that represents general construct variance. We found less than 40% variance saturation.

Allen I. Huffcutt, Bradley University

Chad H. Van Iddekinge, Florida State University

Philip L. Roth, Clemson University

Patrick  Mussel, University of Hohenheim

David P. Schmitt, Bradley University

Submitter: Allen I. Huffcutt, huffcutt@bumail.bradley.edu

61-16.  SME Trait Effectiveness Disagreement in Situational Judgment Test Scoring

Validity of a security guard SJT was keyed according to students and SMEs who differ in beliefs about traits related to job effectiveness. Regardless of key, the SJT correlated highly with performance ratings by supervisors who emphasize Conscientiousness but not Agreeableness. Student and SME keys were equivalently valid.

Laura G. Barron, Rice University

Stephan J. Motowidlo, Rice University

Margaret E. Beier, Rice University

Tracy Kantrowitz, PreVisor

Courtney L. Holladay, University of Texas, MD Anderson Cancer Center

Thomas E. Engells, University of Texas, MD Anderson Cancer Center

Submitter: Laura G. Barron, lgb104@yahoo.com

61-17.  Multisample Investigation of Biodata Validity and Demographic Group Differences

Biodata criterion validity, incremental validity, and ethnic and gender group differences were examined across 2 biodata instruments across multiple samples.  The statistical approach of bootstrapping was used to score the instruments.  Both instruments had high criterion validity, significant incremental validity over a predictor composite, and relatively low mean subgroup differences.

Michelle A. Dean, San Diego State University

Dana Broach, FAA

Submitter: Michelle A. Dean, michelle.dean@sdsu.edu

61-18.  Assessment Center Construct Validity: Comparison With Individual Difference Variables

Despite the popularity of assessment centers in research and practice, evidence regarding construct-related validity is lacking.  The present study examines the relationships between assessment center performance, personality, and cognitive ability measures.  Results indicated some relationships with  dimensional-, but not exercise-level performance. 
Limitations hindering findings are discussed.

Elizabeth M. Smith, University of Tennessee-Knoxville

Robert T. Ladd, University of Tennessee-Knoxville

Submitter: Elizabeth M. Smith, esmith2@utk.edu

61-19.  Relative Importance of Predictors of Applicant Reactions to Diversity Policies

Research on selection processes reveals that there are individual differences in applicant reactions to different selection procedures. This study used multiple indicators, including general dominance and epsilon, to evaluate the relative importance of various individual difference and contextual characteristics in predicting applicant reactions to gender-related diversity policies used in selection.

Irini Kokkinou, Purdue University

Submitter: Irini Kokkinou, irini@psych.purdue.edu

61-20.  Hiring Managers’ Intentions to Use Personnel Selection Instruments

The paper describes a test of a model of hiring managers’ decision-making processes concerning use of selection instruments. It was predicted that managers experience a biased memory regarding hiring events that effects both confidence in hiring ability and intentions to use selection instruments.  Partial support for the model was found.

Jessica L. Blackburn, PreVisor

Milton Hakel, Bowling Green State University

Submitter: Jessica L. Blackburn, jblackburn@previsor.com

61-21.  Will the CRT-A Work for People Aware it Measures Aggression?

This study examined the effect of divulging the true construct to be measured on responses to the Conditional Reasoning Test of Aggression (CRT-A), a violation of the conditional reasoning measurement system behind this personality measure. No effect was found in violating this assumption. Implications for theory and practice are discussed.

Nathan T. Carter, Bowling Green State University

Reagan D. Brown, Western Kentucky University

Submitter: Reagan D. Brown, Reagan.brown@wku.edu

61-22.  Predicting Faking Using the Faking Dispositions and Reactions Questionnaire (FDRQ)

A relatively new line of research has demonstrated that applicants’ dispositions and reactions predict faking on an applicant personality test.  In the current investigation, score elevations are attempted in a simulated applicant setting using a previously developed measure, the Faking Dispositions and Reactions Questionnaire (FDRQ).

Stephanie N. Seiler, University of Illinois at Urbana-Champaign

Nathan R. Kuncel, University of Minnesota

Submitter: Stephanie N. Seiler, sseiler@cyrus.psych.uiuc.edu

61-23.  The Relationship Between Culture and Situational Judgment Responses

This study examines the relationships between cultural values and situational judgment test (SJT) responses (pick the best and pick the worst).  Results show modest relationships between several cultural values and SJT responses, with stronger relationships exhibited for “pick the worst” options. These findings help inform inferences of SJT construct validity.

William MacKenzie, University of South Carolina

Robert E. Ployhart, University of South Carolina

Jeff A. Weekley, Kenexa

Submitter: Robert E. Ployhart, ployhart@moore.sc.edu

61-24.  When Does a Specific Aptitude Have Incremental Validity Over GMA?

Using construct-level hierarchical regression analyses, this study investigates whether a specific aptitude accounts for incremental validity in job performance holding GMA constant.  It also examines whether a noncognitive predictor, Conscientiousness, accounts for incremental validity holding both specific and general cognitive abilities constant.  Under certain conditions, both were true.

Michael K. Mount, University of Iowa

In-Sue Oh, University of Iowa

Melanie J. Burns, University of Iowa

Submitter: Melanie J. Burns, melanie-burns@uiowa.edu

61-25.  The Construct and Incremental Validity of Compound Personality-Related Variables

We examined relations between the Big 5 personality factors, 4 compound personality variables (e.g., integrity, customer service), and job performance. Contrary to popular belief, the Big 5 did not account for the majority of variance in the compound variables or for their predictive validity in relation to job performance.

Chad H. Van Iddekinge, Florida State University

Heather N. Odle-Dusseau, Clemson University

Patrick H. Raymark, Clemson University

Submitter: Chad H. Van Iddekinge, cvanidde@fsu.edu

61-26.  How Are Selection Methods Perceived by Those With ADHD?

This study initiated exploration into how applicants with disabilities perceive common selection methods. Some differences in perceptions of fairness were found between applicants with ADHD and those without. Also, accommodations were reported being necessary by individuals with ADHD for several selection methods. Suggestions for future research are given.

Jessica L. Bradley, Clemson University

Michael Horvath, Clemson University

Submitter: Jessica L. Bradley, jlbradl@clemson.edu

61-27.  Cognitive Ability and Socioeconomic Status Relations With Job Performance

Socioeconomic status had little relationship with job performance after controlling for cognitive ability.  When SES was controlled, ability retained predictive validity.  However, in career-potential ratings, it was ability that contributed little after controlling for SES.  Judgments of potential but not the ability–performance relationship are moderately influenced by SES.

Nathan R. Kuncel, University of Minnesota

Mark Rose, PsychCorp/Harcourt Assessment, Inc.

Zhiming Yang, Harcourt Assessment, Inc.

K. C. Ejiogu, Harcourt Assessment, Inc.

Submitter: Nathan R. Kuncel, nkuncel@uiuc.edu

61-28.  Data Trends in Open Mode, Online, Unsupervised Cognitive Ability Testing

The focus of this study was to determine the extent to which cheating was occurring in 2 unsupervised cognitive ability tests delivered online. The results demonstrated that there was no significant difference in the applicant pool’s mean score on 2 ability tests, year-on-year, over a period of 5 years.

Hennie J. Kriek, SHL/University of South Africa

Kim Dowdeswell, SHL

Tina Joubert, SHL

Fred Guest, SHL

Submitter: Hennie J. Kriek, hennie@shl.co.za

61-29.  Direct Support Professionals:  Predictors of Performance and Satisfaction

In the present concurrent validation study, we examined cognitive and noncognitive predictors of job performance and satisfaction among direct support professionals (i.e., individuals providing long-term care and support to persons with disabilities, N = 146).  Results indicated support for both personality and cognitive ability as predictors of relevant performance criteria.

Sean Robson, Radford University

Joseph D. Abraham, A&M Psychometrics, LLC

John A. Weiner, PSI

Submitter: Sean Robson, smrobson@radford.edu

61-30.  The Situational Judgement Test in Selection: A Medical Application

This poster describes the development of an SJT to select applicants for training in general
practice in the UK.  The new test is used to assess 8,000 applicants per annum.  Issues concerning best practice and a future research agenda are explored in a case study approach.

Helen Baron, Self-Employed

Fiona Patterson, City University

Victoria Carr, Work Psychology Partnership

Submitter: Helen Baron, helen@hbaron.co.uk


62. Community of Interest: Friday, 1:30–2:20
Uris (6th floor)

Collaborating on International Practice:  Connecting U.S. and International I-O Psychologists

Pauline Velez, San Francisco State University, Facilitator

William C. Byham, Development Dimensions International, Facilitator















63. Panel Discussion: Friday, 1:30–2:50
Plymouth (6th floor)

PhDs at the Top of Human Resources: Perspectives and Insights

PhD psychologists who lead HR functions bring a unique perspective to their roles.  In this panel discussion, 3 chief HR officers from 3 industry leaders will discuss the unique impact of their technical backgrounds, how they approach business and HR strategy, and the current state of the science and practice of I-O psychology in their organizations and the impact that it has on the work of HR. The panelists will also reflect on the career, education, and work experiences that have shaped their careers and influence how they approach their senior HR roles and will offer career advice for graduate students and emerging I-O psychologists.

Van M. Latham, PathPoint Consulting, Chair

Linda S. Simon, Marriott International, Inc., Co-Chair

Peter M. Leddy, Invitrogen, Panelist

David A. Rodriguez, Marriott International, Panelist

Michael Ferdinandi, CVS/Pharmacy, Panelist

Submitter: Van M. Latham, Vlatham@pathpointconsulting.com


64. Education Forum: Friday, 1:30–2:50
Majestic (6th floor)

Teaching and Learning and Wiki: Oh My!

In this session we will share the teaching techniques and demonstrations that work for us when we teach undergraduates.  We will also introduce you to the SIOP wiki, a Web site you can go to anytime to learn and share these and other teaching resources and tips.

Wendi J. Everton, Eastern Connecticut State University, Chair

Peter D. Bachiochi, Eastern Connecticut State University, Using Baddesigns(.com) to Illustrate Good Design

Carrie A. Bulger, Quinnipiac University, Simple, Yet Surprisingly Engaging: Sharing Your Own Data in Class

Douglas C. Maynard, SUNY New Paltz, Top Gun: Using Paper Airplanes to Illustrate Training Concepts

Morell E. Mullins, Xavier University, Choosing the Right Readings

Cynthia A. Prehar, Framingham State College, A Job Analysis Project Revisited to Incorporate Service Learning & Community Building

Phani Radhakrishnan, University of Toronto, Diana Lam, University of Toronto, Improving Writing With Experiential Exercises

Wendi J. Everton, Eastern Connecticut State University, Fool-Proof Social Loafing

Michael Horvath, Clemson University, Morell E. Mullins, Xavier University, Wendi J. Everton, Eastern Connecticut State University, SIOP Wiki: A Web-Based Resource for the Teaching of Industrial and Organizational Psychology

Submitter: Wendi J. Everton, evertonw@easternct.edu



65. Symposium: Friday, 1:30–2:50
Winter Garden (6th floor)

Tying Career Orientations to Critical Outcomes in the “New Career”

Four empirical studies are presented that are among the first to link the constructs of the “new career” to practical outcomes.  The symposium explores how people holding the protean career orientation or who demonstrate career “employability” fare in terms of turnover intention, reemployment, transformational leadership, and career success.

Douglas T. Hall, Boston University, Chair

Schalon Newton, Santen Incorporated, The Relationship Between Self-Directed Career Orientation and Turnover Intention

Sarah McArdle, ANZ, Lea E. Waters, University of Melbourne, Douglas T. Hall, Boston University, Jon P. Briscoe, Northern Illinois University, Outcomes of the Psychosocial Construct of Employability During Job Loss

Jon P. Briscoe, Northern Illinois University, Jenny M. Hoobler, University of Illinois at Chicago, Kevin Andrew Byle, Northern Illinois University, Is a Protean Career Orientation Linked to Transformational Leadership? The Answer Is in the Eye of the Beholder

Rosina M. Gasteiger, University of Amsterdam, Protean Career Orientation and Career Success: An Emprical Study of Executives and Professionals in Germany

Mel Fugate, Southern Methodist University, Discussant

Submitter: Kevin Andrew Byle, kbyle@niu.edu


66. Symposium: Friday, 1:30–2:50
Soho (7th floor)

I-O Research Applications in Health Care

The healthcare industry is ripe for organizational change and development and therefore a rich venue for industrial and organizational (I-O) psychology. We present a sampler of research projects featuring expertise in research methods, job analysis, team building, organizational theory, and measurement principles as demonstrations of the utility to health care research.

Steven F. Cronshaw, University of Guelph, Chair

Frank I. Moore, University of Texas Health Science Center, Sylvia J. Hysong, Michael E. DeBakey VA Medical Center, Richard G. Best, Lockheed Martin, Functional Job Analysis: An Evidence-Based Approach to Primary Care Staffing

Sylvia J. Hysong, Michael E. DeBakey VA Medical Center, Richard G. Best, Lockheed Martin, Mary Bollinger, South Texas Veterans Healthcare System, Impact of Intramural Research Programs on Physician Recruitment and Retention

Eduardo Salas, University of Central Florida, Heidi B. King, Department of Defense, David P. Baker, American Institutes for Research, Katherine Wilson, University of Central Florida, Rebecca Lyons, University of Central Florida, Promoting Teamwork When the Life of Others Depends on it: Critical Success Factors for Health Care

Richard G. Best, Lockheed Martin, Gaining a Better Perspective of Hypertension Management Through the Lens of Clinical Microsystems

Lynda Zugec, Organization & Management Solutions (OMS), Discussant

Submitter: Sylvia J. Hysong, sylvia.hysong@med.va.gov



67. Panel Discussion: Friday, 1:30–2:50
Gramercy (7th floor)

Speaking the Language of Business:  Case Studies in Organizational Influence

Successes and failures in securing support for applying I-O psychology methods within organizations will be reviewed. Generalizable lessons learned will be discussed within a framework of best practice influence strategies. The panel will also provide practical guidance on how to build successful business cases for securing needed resources.

Kirk L. Rogg, Aon Consulting, Chair

Mitchell W. Gold, EMBARQ, Panelist

Mark Harris, Dell, Panelist

Thomas D. Heetderks, Yum Brands, Panelist

Joshua M. Sacco, Aon Consulting, Panelist

David C. Morris, Ameriquest, Panelist

Ronald G. Downey, Kansas State University, Panelist

Submitter: Kirk L. Rogg, Kirk_Rogg@aon.com



68. Symposium: Friday, 1:30–2:50
Duffy (7th floor)

The Role of the Self in Organizational Justice

Self-perceptions are an important lens through which employees experience fairness. The papers in this session reveal novel ways in which self-based variables—namely, moral identity, self-esteem, and self-identity as independent or as interdependent—moderate and mediate the effects of justice. Empirical data that support the hypothesized effects are presented.

D. Ramona Bobocel, University of Waterloo, Chair

Russell E. Johnson, University of South Florida, Co-Chair

Daniel Skarlicki, University of British Columbia, Danielle Van Jaarsveld, Sauder School of Business, David Walker, Sauder School of Business, Abusive Customers: Moral Identity as a Moderator of the Relationship Between Customer Interactional Justice and Retaliation

Batia M. Wiesenfeld, Columbia University, William B. Swann, University of Texas at Austin, Joel Brockner, Columbia University, Caroline A Bartel, McCombs School of Business, Is More Fairness Always Preferred? The Paradoxical Effects of Self-Esteem on Reactions to Procedural Justice

D. Ramona Bobocel, University of Waterloo, Agnes Zdaniuk, University of Waterloo, Reactions to Injustice: The Role of Independent and Interdependent Self-Identities

Russell E. Johnson, University of South Florida, Robert G. Lord, University of Akron, The Implicit Effects of (Un)Fairness on Self-Concept: Unconscious Shifts in Identity Levels

Joel Brockner, Columbia University, Discussant

Submitter: Russell E. Johnson, rjohnson@cas.usf.edu



69. Academic-Practitioner Collaborative Forum: Friday, 1:30–2:50
Cantor (9th floor)

Unsolved Issues in Personnel Selection: Opportunities for Scientist–Practitioner Collaboration

When conducting local validation studies, practitioners face several issues for which clear guidance has yet to emerge from the scientific literature. Such issues represent fertile ground for academic–practitioner collaboration. Issues to be discussed include selection in a dynamic environment, supplemental criterion measures, selecting for fit, response distortion, and measurement designs.

John P. Campbell, University of Minnesota, Presenter

Deirdre J. Knapp, HumRRO, Presenter

Frederick L. Oswald, Michigan State University, Presenter

Kenneth Pearlman, Independent Consultant, Presenter

Dan J. Putka, HumRRO, Presenter

Michael G. Rumsey, U.S. Army Research Institute, Presenter

Trueman R. Tremble, U.S. Army Research Institute, Presenter

Submitter: Dan J. Putka, dputka@humrro.org



70. Symposium: Friday, 1:30–2:50
Barrymore (9th floor)

Closing the Gap: Organizational Impacts of Relational Distance

Relational distance, the distance between individuals, is described as 2-dimensional (structural and emotional).  Distance is then be explored in several specific contexts such as the impact of physical distance on contract negotiation, how working remotely can impact organizational identification, and structuration strategies used by remote workers.

Laura Erskine, University of Southern California, Chair

Amy Wrzesniewski, Yale University, Co-Chair

Laura Erskine, University of Southern California, A Multidimensional Understanding of Relational Distance in Organizations

Susan J. Ashford, University of Michigan, Ruth Blatt, University of Michigan, Structuring Resources to Support Work: Lessons From Independent Workers

Amy Wrzesniewski, Yale University, Caroline A. Bartel, McCombs School of Business, Batia M. Wiesenfeld, New York University, The Struggle to Establish Organizational Membership: Newcomer Socialization in Remote Work Contexts

Libby Weber, University of Southern California, Laura Erskine, University of Southern California, Kyle J. Mayer, University of Southern California, The Impact of Distance on Contract Negotiation

Submitter: Laura Erskine, lerskine@usc.edu



71. Symposium: Friday, 2:00–2:50
Gilbert (4th floor)

Organizations Behaving Badly: Factors Affecting Women’s Well-Being at Work

This symposium presents theory and data on features of organizational contexts that either support or undermine women and, as a result, either promote or impede women’s well-being.  Each paper focuses on a unique, understudied population: female victims of partner violence, female scientists, and Black women.

Kathi N. Miner-Rubino, Western Kentucky University, Chair

Lilia M. Cortina, University of Michigan, Co-Chair

Anne M. O’Leary-Kelly, University of Arkansas, Emily Lean, University of Arkansas, Carol A. Reeves, University of Arkansas, Lightening the Load or Piling More on:  The Existence or Absence of Social Support in the Working Lives of Intimate Partner Violence Victims

Isis H. Settles, Michigan State University, Lilia M. Cortina, University of Michigan, Abigail J. Stewart, University of Michigan, Janet E. Malley, University of Michigan, The Role of Voice in Buffering the Impact of a Negative Climate for Academic Women Scientists

Wendy R. Reynolds-Dobbs, University of Georgia, Kecia M. Thomas, University of Georgia, Developing Black Women Leaders: A Discussion of  Workplace Barriers and Health Implications

Julian I. Barling, Queen’s University, Discussant

Submitter: Kathi N. Miner-Rubino, kathi.miner-rubino@wku.edu



72. Special Event: Friday, 2:00–2:50
Wilder (4th floor)

Distinguished Early Career Contribution Award: Assessment Centers: A Tale About Exercises, Dimensions, and Dancing Bears

In this presentation, I will review research on the quality of construct measurement in assessment centers. I will show how our thinking has evolved over the years by outlining the empirical, theoretical, practical, and methodological advancements that have been made.  Directions for future research will also be provided.

Paul R. Sackett, University of Minnesota, Chair

Filip Lievens, Ghent University, Presenter















73. Practice Forum: Friday, 2:00–2:50
Hart (4th floor)

Overcoming the Challenges of Applied Program Evaluation

This practice forum deals with the important issue of program evaluation in organizations. Contributions include evaluation of selection, training, and development programs at multiple levels and from different perspectives. Challenges commonly arise at the junction of theoretical principles and practical application. These obstacles and potential solutions will be discussed.

Marta E. Brown, FedEx Services, Chair

J. Britt Thomas, Performance Associates, Evaluations of Multiple Selection Programs

Michelle Bossart, FedEx Customer Information Services, Robert Bloom, Performance Management Assoc., Variability in Criterion Data: An Examination Within an Applied Setting

Marta E. Brown, FedEx Services, Evaluation of a Leadership Development Program

Amanda Herche, Regions Financial Corporation, Training Evaluation: Challenging? Yes. Costly? Not Necessarily

Submitter: Marta E. Brown, brown_marta@yahoo.com


74. Practice Forum: Friday, 2:00–2:50
Ziegfeld (4th floor)

Validity and Practical Application of Role-Play Assessments for Customer-Facing Positions

Although around for decades, the role-play assessment research conducted to critically evaluate it as a tool in and of itself is sparse.  Three organizations present how they have used role-play assessments and the benefit of the role-play beyond other selection tools.  Lessons learned (design, implementation, monitoring) will also be discussed.

Stephen A. Dwight, Novo Nordisk, Chair

Matthew J. Dreyer, Verizon, Gill David, Verizon, Jessica Osedach, Verizon, Use of Role-Plays and Structured Interviews for Sales and Service Positions

Todd L. Chmielewski, Internal Revenue Service, Michael P. Sherman, Aon Consulting, Daniel P. Russell, Aon Consulting, Cindy Wassenaar Parker, George Mason University, Humans Versus Computers: Automated Versus Assessor Role-Plays

Stephen A. Dwight, Novo Nordisk, Cara C. Bauer, Novo Nordisk, Inc, Jacqueline K. Mitchelson, Wayne State University, A Critical Evaluation of a Role-Play Assessment for Screening Salespeople

Submitter: Stephen A. Dwight, sdwi@novonordisk.com


75. Interactive Posters: Friday, 2:00–2:50
Harlem (7th floor)

CEMA-Sponsored Interactive Poster Session: Barriers to Achieving a Diverse Workforce

Patrick McKay, University of Wisconsin-Milwaukee, Facilitator

75-1.  Racial/Ethnic Diversity, Satisfaction, and Turnover Intentions: A Relational Demography Approach

The impact of different proportions of staff race/ethnicity and inclusive work climate on work outcomes was examined.  Inclusive work climate significantly predicted job satisfaction and turnover intention for all racial/ethnic groups.  Blacks and Asians reported greater turnover intention when they were more of a minority, even where climate was inclusive.

Lynn R. Offermann, George Washington University

Adam B. Malamut, Marriott International, Inc.

Kenneth Matos, George Washington University

Nadeeka Jayatilake, George Washington University

Philip W. Wirtz, George Washington University

Submitter: Lynn R. Offermann, lro@gwu.edu

75-2.  Showcasing and Subjugating Minorities: Minority Representation on  Committees

The current study assessed whether people showcased minorities in high versus low visibility organizational roles. In addition, it assessed whether outward facades of diversity were sincere by assessing whether minorities were subjugated to trivial versus important roles. Supporting primary hypotheses, participants tended to assign minorities to high visibility, trivial roles.

Jill C. Bradley, Tulane University

Janet B. Ruscher, Tulane University

Submitter: Jill C. Bradley, jbradley@csufresno.edu

75-3.  Ethnic Identity, Other-Group Orientation, and Race Effects on Subtle Discrimination

A field study using data from White and Hispanic university employees examines effects of ethnic identity, other-group orientation, and race on subtle discrimination.  Support was found for a positive relationship between ethnic identity and subtle discrimination, and for a significant interaction of ethnic identity and other-group orientation on subtle discrimination.

Lauren V. Blackwell, University of Oklahoma

Lori Anderson Snyder, University of Oklahoma

Jeanette N. Cleveland, Pennsylvania State University

George C. Thornton, Colorado State University

Submitter: Lauren V. Blackwell, lblackwell@psychology.ou.edu

75-4.  Predictors and Outcomes of Perceived Race Discrimination in the Workplace

This study examined the predictors and outcomes of perceived race discrimination among Asian Indians. Results showed that distributive justice, procedural justice, interactional justice, and work composition predicted perceived race discrimination. Perceived race discrimination was related to job satisfaction and organizational commitment but not to organizational citizenship behavior and turnover intentions.

Guhapriya Margam, San Jose State University

Megumi Hosoda, San Jose State University

Nancy Da Silva, San Jose State University

Submitter: Megumi Hosoda, mhosoda@email.sjsu.edu


76. Practice Forum: Friday, 2:00–2:50
Marquis C (9th floor)

Skills Portability Using Online Job Analysis and Automated Assessment Tools

In the evolving world of work, jobs are in a state of constant flux.  Workers are also changing as the need for specialization moves towards preferences for cross-functional workers.  To adapt, organizations must utilize tools that provide efficient ways of collecting job data and create individual-to-job crosswalks.

Jill Mowry Strange, SkillsNET Enterprises, Chair

Emily A. Marovich, SkillsNET Enterprises, Jill Mowry Strange, SkillsNET Enterprises, Carl Hill, United States Navy, Scott T. Bublitz, Adaptiqs, John Friedlander, United States Navy, Jean Roberts, United States Navy, Skills Portabilty Using Online Job Analysis and Automated Assessment Tools

Submitter: Jill Mowry Strange, jill.strange@skillsnet.com

77. Roundtable: Friday, 2:00–2:50
Sun Roof (16th floor)

Why Use Situational Judgment Tests for Training and Development?

A promising use of Situational Judgment Tests (SJTs) is within a training/development context.  SJTs can be used to identify skill deficits, teach new skills, and evaluate skills learned in training.  Individuals with an interest in this emerging area can discuss current and future work as well as initiate collaborative partnerships.

Catherine C. Maraist, Valtera, Host

Julie B. Olson-Buchanan, California State University-Fresno, Co-Host

Mary L. Doherty, Valtera, Co-Host

Submitter: Catherine C. Maraist, cmaraist@valtera.com 

78. Symposium: Friday, 3:30–4:50
Gilbert (4th floor)

Work and Organizational Issues in the Retention of Older Employees

As a result of the increasingly large proportion of older workers comprising the U.S. workforce, today’s employers must adopt an increased focus on the retention of older workers.  The research presented in this symposium seeks to inform organizational policies aimed at retaining and motivating older workers.

Jeanette N. Cleveland, Pennsylvania State University, Chair

Jennifer A. Diamond, Pennsylvania State University, Co-Chair

Holly A. Geldhauser, Clemson University, Mary Anne Taylor, Clemson University, Elizabeth O’Connor, Clemson University, Diane Smathers, Clemson University, Predictors of the Return to Work: Examining Emeritus Professors

Jennifer A. Diamond, Pennsylvania State University, Jeanette N. Cleveland, Pennsylvania State University, Age and Pay Criteria Attitudes

Russell A. Matthews, University of Connecticut/IBM, Carrie A. Bulger, Quinnipiac University, Janet L. Barnes-Farrell, University of Connecticut, Age Changes Everything? Relationships Between Supports, Stressors, and Work–Family Strains

Noreen Heraty, University of Limerick, Jill Person, University of Limerick, Christine Cross, University of Limerick, Europe’s “Silver” Labor Force: A European Perspective

Caren Goldberg, American University, Discussant

Submitter: Jennifer A. Diamond, jad440@psu.edu



79. Symposium: Friday, 3:30–4:50
Wilder (4th floor)

Fit Happens: Exploring Person–Environment Fit During the Employment Life Cycle

Person–environment fit is a highly researched phenomenon within I-O psychology. The goal of the present symposium is to further explore the fit phenomena by presenting a series of laboratory and field studies that examine the intervening processes affecting fit–outcome relationships throughout stages of the employment life cycle.

Crystal M. Harold, Indiana University-Purdue University Indianapolis, Chair

Crystal M. Harold, Indiana University-Purdue University Indianapolis, Robert E. Ployhart, University of South Carolina, Zachary J. Steiner, Indiana University-Purdue University Indianapolis, Denae A. Kotheimer,Indiana University-Purdue University Indianapolis, Determinants of Job-Seeker Organization Attraction: The Relative Importance of Person–Job, Organization, and Group Fit

Shawn Bergman, University of Tennessee, Luciano Viera, Fors Marsh Group, Brian K. Griepentrog, Fors Marsh Group, Sean Marsh, Fors Marsh Group, Fit Perceptions and Job Choice: The Role of Conception and Content of Fit

In-Sue Oh, University of Iowa, Todd Darnold, University of Iowa, Amy L. Kristof-Brown, University of Iowa, Ryan D. Zimmerman, University of Iowa, The Compensatory Role of Person–Group Fit on the Relationship Between Person–Organization Fit and Organizational Citizenship Behavior: A Salience Perspective

Brian R. Dineen, University of Kentucky, Don VandeWalle, Southern Methodist University, Raymond A. Noe, Ohio State University, Daniel Lockhart, University of Kentucky, Goal Orientation: Effects on Cultural Understanding, Perceived P–O Fit, and Satisfaction

Benjamin Schneider, Valtera, Discussant

Submitter: Crystal M Harold, charold@iupui.edu 

80. Panel Discussion: Friday, 3:30–4:50
Hart (4th floor)

To PhD or Not to PhD

I-O master’s students often struggle with the decision whether or not to pursue a doctorate. I-O faculty often struggle with providing guidance to students in this situation.  A panel of I-O graduate program directors will provide answers to questions I-O master’s students in this situation often ask their faculty advisors.

Stuart D. Sidle, University of New Haven, Chair

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

Boris B. Baltes, Wayne State University, Panelist

Jane A. Halpert, DePaul University, Panelist

Timothy J. Huelsman, Appalachian State University, Panelist

Submitter: Stuart D. Sidle, ssidle@newhaven.edu

81. Symposium: Friday, 3:30–5:20
O’Neill (4th floor)

The Doctrine of Self-Interest in Organizational Behavior

The doctrine of self-interest permeates our thinking about organizational behavior. This symposium features conceptual analyses and empirical research questioning the validity of this doctrine. The important role of other motives, including other-orientation, are highlighted. Implications for theories about leadership, task performance, prosocial behavior, organizational justice, and organizational design are discussed.

Carsten K. W. De Dreu, University of Amsterdam, Chair

Jeffrey Pfeffer, Stanford University, Self-Interest and Other Motives: Rebalancing Organizational Behavior

Robert G. Folger, University of Central Florida, Beyond Our Selves: Does Fairness Need a Backward Look?

David De Cremer, Tilburg University, Eric Van Dijk, Leiden University, Me First...I Deserve It! When and Why Leaders Differ From Followers in Allocation Decisions

Carsten K. W. De Dreu, University of Amsterdam, Aukje Nauta, TNO Hoofddorp, The Distinct Roles of Self-Interest and Other-Orientation in Organizational Behavior: Implications for Work Performance and Prosocial Behavior

M. Audrey Korsgaard, University of South Carolina, Discussant

Submitter: Carsten K. W. De Dreu, c.k.w.dedreu@uva.nl



82. Symposium: Friday, 3:30–5:20
Ziegfeld (4th floor)

Adaptive Skills and Adaptive Performance: Today’s Organizational Reality

Adaptive skills and adaptive performance reflect important needs and outcomes for many of today’s organizations.  Symposium topics include modeling adaptive performance, relating adaptability to situational judgment and cross-cultural intelligence, determining the type and nature of errors in an adaptive environment, and investigating predictors and facilitators of skill acquisition and retention.

Frederick L. Oswald, Michigan State University, Chair

Elizabeth M. Oberlander, Michigan State University, Co-Chair

Jeff W. Johnson, Personnel Decisions Research Institutes, Distinguishing Adaptive Performance From Task and Citizenship Performance

David W. Dorsey, Personnel Decisions Research Institutes, Rose A. Mueller-Hanson, Personnel Decisions Research Institutes, Michael T. Ford, George Mason University, Individual Difference Determinants of Adaptive Performance:  The Mediating Role of Situational Judgment Effectiveness

Kwanghyun Kim, Texas A&M University, Gilad Chen, University of Maryland, Bradley L. Kirkman, Texas A&M University, Does Cultural Intelligence Predict Cross-Cultural Adaptation?

Elizabeth M. Oberlander, Michigan State University, Frederick L. Oswald, Michigan State University, Individual Difference Variables as Predictors of Error During Multitasking

Winfred Arthur, Jr., Texas A&M University, Eric A. Day, University of Oklahoma, Anton J. Villado, Texas A&M University, Paul R. Boatman, University of Oklahoma, Alok Bhupatkar, Texas A&M University, Vanessa Kowollik, University of Oklahoma, Winston Bennett, Training Research Laboratory, Decay and Reacquisition of a Complex Skill: An Investigation of Practice Schedules, Observational Rehearsal, and Individual Differences

Elaine D. Pulakos, Personnel Decisions Research Institutes, Discussant

Submitter: Frederick L. Oswald, foswald@msu.edu



83. Practice Forum: Friday, 3:30–4:50
Brecht (4th floor)

Let’s Focus on Focus Groups: Best Practices and Case Studies

Focus groups are used for a variety of purposes in I-O psychology. This practice forum includes (a) an examination of focus group best practices and selection of moderators, (b) exploring methods to overcome different pitfalls encountered, and (c) a discussion on how focus groups and quantitative work go hand-in-hand.

Gina R. Hernez-Broome, Center for Creative Leadership, Chair

April E. Smith, Colorado State University, Michele Chapin, Colorado State University, Peter Y. Chen, Colorado State University, Christina L. Wilson, Colorado State University, Stressing Protocol: Truly Capturing the Focus Group

Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for Safety, The Use of Focus Groups to Enhance Survey Results in the Needs Assessment Phase for a Project Examining Truck Drivers’ Attitudes Towards Feedback by Technology

Chris J. Sablynski, California State University-Sacramento, Using Focus Groups to Explore Employee Retention and Turnover: Current Job Embeddedness Research

Kevin W. Cook, Development Dimensions International, Chris W. Wright, San Francisco State University, Who Shall Lead the Focus Group? Issues in Selecting and Training Moderators

Submitter: April E. Smith, apriles@colostate.edu



84. Poster Session: Friday, 3:30–4:20
Westside (5th floor)

Justice, Deviance, Decision Making

84-1.  Onset- and Offset-Controllability and the Stigmatization of Dirty Work

Effects of onset and offset controllability on judgments of individuals involved in dirty work were examined. Targets described as having high onset control were viewed more negatively than those with low onset control. Onset, but not offset or the interaction, continues to have an effect after the presentation of offset information.

Jaime B. Henning, Texas A&M University

Mindy E. Bergman, Texas A&M University

Submitter: Jaime B. Henning, jhenning@tamu.edu

84-2.  The Role of Status in the Commission of CWB

The current study investigated whether managers and nonmanagers commit different forms of CWB. The results indicate that managers are more likely to perform behaviors that are direct, active, and abusive compared to nonmanagers. Implications and future directions are discussed.

Raenada Wilson, University of Houston

Lisa M. Penney, University of Houston

Jennifer Reeves, University of Houston

Submitter: Lisa M. Penney, lpenney@uh.edu

84-3.  Theoretical Verbal Analysis: Credibility Assessment After Wrongdoing

A mock-crime paradigm was employed to provide validation evidence for a credibility assessment method: Theoretical Verbal Analysis (TVA). Results demonstrate the systems’ ability to discriminate between truthtellers and deceivers during structured interviews following an act of wrongdoing. This was especially true for criteria related to linguistics, autobiographical, and emotional processes.

Vykinta Kligyte, University of Oklahoma

Matthew T. Allen, University of Oklahoma

Ethan P. Waples, University of Oklahoma

Gregory A. Ruark, Army Research Institute-LDRU

Mary Shane Connelly, University of Oklahoma

Michael D. Mumford, University of Oklahoma

Submitter: Vykinta Kligyte, vkligyte@psychology.ou.edu

84-4.  Investigating Conflicting Findings: Self-Efficacy and Information-Seeking Behavior

In this study, the relationship between self-efficacy and information-seeking behavior is examined. To date, both positive and negative relationships have been theorized and found in the socialization literature. In the current study, a discontinuous model is hypothesized and supported that integrates both relationships.

Ryan J. Yoder, Ohio University

Jeffrey B. Vancouver, Ohio University

Submitter: Ryan J. Yoder, ry133003@ohio.edu

84-5.  The Decoy Effect as a Covert Personnel Selection Influence Tactic

This study was conducted to determine whether people can use the decoy effect to their advantage by choosing the “correct” decoy candidate to add to the choice set.  Results showed that both undergraduates and managers were able to do so.  Somewhat surprisingly, undergraduates were just as adept as the managers.

Jerel E. Slaughter, University of Arizona

Miguel A. Quinones, Southern Methodist University

Submitter: Jerel E. Slaughter, jslaught@eller.arizona.edu

84-6.  Justice Perceptions in Participative Goal Setting: The Importance of Expectations

Participative goal setting is among the most common managerial interventions.  But what happens when subordinates’ input is disregarded? This study found that violation of subordinates’ expectations regarding the extent of input (no input, voice only, or voice and choice) influenced their justice perceptions and satisfaction under various goal-setting procedures.

Christie M. Cox, University of Akron

Aaron M. Schmidt, University of Akron

Submitter: Christie M. Cox, cmc60@uakron.edu

84-7.  Promoting Advice Taking: A Multilevel Policy Capturing Study

This paper familiarizes industrial-organizational psychology to research on advice taking in decision making. The results of an empirical study, investigating the relative importance of several antecedents to advice taking under conditions of incomplete information, are also presented. Results indicated that advisor expertise and intentions were most strongly related to decision makers’ evaluations of advice.

Silvia Bonaccio, University of Ottawa

Reeshad S. Dalal, Purdue University

Submitter: Silvia Bonaccio, bonaccio@management.uottawa.ca

84-8.  Merit-Related Managerial and Policy Antecedents of Organizational Justice Perceptions

This study examined the role of merit-related managerial and organizational antecedents, including workgroup gender composition, in predicting subordinates’ organizational justice perceptions and whether the effects were moderated by subordinate gender. Based on hierarchical regression analyses of survey and archival data, we found several main and gender moderation effects.

Eric A. Lieberman, Baruch College, CUNY/Schering-Plough

Karen S. Lyness, Baruch College, CUNY

Submitter: Eric A Lieberman, eric.lieberman@spcorp.com

84-9.  Reactions to Others’ Mistakes:  An Empirical Test of Fairness Theory

Drawing on fairness theory (Folger & Cropanzano, 2001), this study examined the effects of outcome severity and the nature of mistakes on perceived fairness. High-severity mistakes and mistakes made by a knowledgeable target were considered most unfair.  Counterfactual thoughts mediated the effects of target knowledge but not outcome severity.

Jessica M. Nicklin, University at Albany, SUNY

Kevin J. Williams, University at Albany, SUNY

Submitter: Jessica M. Nicklin, jn0702@albany.edu

84-10.  Applying the Theory of Planned Behavior to Predict Organizational Deviance

The theory of planned behavior was used to predict 3 types of organizational deviance: property theft, time theft, and on-the-job alcohol or drug use.  Using structural equation modeling, the results generally offer support for the hypothesized model; however, there were key differences across the 3 types of deviant behaviors.

Chris A. Henle, University of North Carolina Charlotte

Charlie L. Reeve, University of North Carolina Charlotte

Virginia Pitts, Colorado State University

Submitter: Chris A. Henle, cahenle@email.uncc.edu

84-11.  A Qualitative Investigation of Escalating Aggression Within the Service Encounter

This qualitative study explored the employee–customer interaction in an effort to elaborate on Andersson and Pearson’s (1999) model of incivility spirals. The findings provide insight for possible CWB spiraling effects, including incivility escalating into verbal aggression toward customers, anger expressed by both parties, and negative consequences for customers and organizations.

Emily M. Hunter, University of Houston

Lisa M. Penney, University of Houston

Aditi Raghuram, University of Houston

Andrea Ugaz, University of Houston

Ari A. Malka, University of Houston

Submitter: Emily M. Hunter, emhunter@uh.edu

84-12.  Translating Feedback Into Outcomes: The Role of Feedback Discounting

Feedback discounting was introduced as a potential mediator of the relationships between important predictors (interactional justice and feedback valence) and outcomes (task performance and feedback use).  Those who perceived low interactional justice and received negative feedback discounted feedback more. Those likely to discount feedback were less likely to use feedback.

Marisa Gianvito, University of Akron

Boin Chang, University of Akron

Paul E. Levy, University of Akron

Wendy Muller, University of Akron

Submitter: Marisa Gianvito, mag31@uakron.edu

84-13.  Individual Differences in Decision Making: The Measurement of Decision Styles

There has been little attempt to assess if different decision style measures scales are capturing the same underlying constructs. Across 2 studies, the dimensionality and validity (convergent, discriminant) of decision style was investigated. Results found support for a 3-factor structure to decision style: avoidant, intuitive, and rational.

Susan Mohammed, Pennsylvania State University

Audrey Lim, Pennsylvania State University

Katherine Hamilton, Pennsylvania State University

Yang Zhang, Pennsylvania State University

Soo Kim, Pennsylvania State University

Submitter: Susan Mohammed, sxm40@psu.edu

84-14.  Positive Mood and Escalating Commitment: A Case of (Ir)rational Exuberance?

Participants invested in a marketing simulation and received feedback either high or low in
equivocality. Half were given a chocolate bar to induce positive mood. Replicating previous research, participants receiving feedback high in equivocality escalated after failure feedback, and those in whom a positive mood was induced escalated the most.

Ellyn G. Brecher, The College of New Jersey

Donald A. Hantula, Temple University

Diana Bloomfield, Western Illinois University

Karen L. Harris, Western Illinois University

Submitter: Donald A. Hantula, hantula@temple.edu

84-15.  Fair Is Fair?  Procedural Justice and Knowledge of Employment Rights

Results indicate that perceived and actual knowledge of employment rights under the NLRA are far from veridical.  Further, the relationship between procedural justice and substantive knowledge of employment rights is negative and seemingly driven by union membership.

Joanna L. Colosimo, CareFirst Blue Cross/Blue Shield

Nora P. Reilly, Radford University

Mike G. Aamodt, Radford University

Submitter: Nora P. Reilly, nreilly@radford.edu

84-16.  Rejection Decision Explanations in the Perspective of Fairness Theory

Providing explanations for a rejection selection decision was examined using fairness theory (Folger & Cropanzano, 2001). In a simulated selection context, we analyzed the mediating role of counterfactual judgments in the effects of a justification and an excuse on fairness perceptions for participants confronted with a rejection selection decision.

Florence Rolland, Universite de Nice-Sophia Antipolis

Dirk D. Steiner, Universite de Nice-Sophia Antipolis

Submitter: Dirk D. Steiner, steiner@unice.fr

84-17.  FFM Pattern in Prediction of Antisocial Behavior in the Workplace

Antisocial behavior in organizations gives rise to large amounts of expenses. Except for the effect of separate FFM traits on ASB, we focus on the pattern of personality traits. Results suggest that the pattern add explained variance above separate traits that have practical implications for selection and utility.

Sofia Sjoberg, Assessio International

Anders R. Sjoberg, Psykologieforlaget AB

Submitter: Sofia Sjoberg, s.sjoberg@psykologiforlaget.se

84-18.  Correlates of Bullying Victimization Using Self- and Peer Reports

Bullying research has focused on the perspective of the victim, thereby neglecting other perspectives.  This study used data from 182 employees–coworker pairs to show that individual differences and organizational attitudes were correlated with self-report data, but individual differences were not related to peer reports of bullying victimization.

Kimberly E. O’Brien, University of South Florida

Submitter: Kimberly E. O’Brien, ko9152@hotmail.com

84-19.  A Deontic Justice Framework for Understanding Self-Construal and Apology Processes

Research shows that apologies influence conflict outcomes.  However, little work has examined the effectiveness of apologies across cultures, genders, and ethnicities.  By utilizing a deontic justice framework, we propose a model wherein the congruence between a victim’s self-construal and an apology’s content determines the apology’s effectiveness in eliciting forgiveness.

Ryan Fehr, University of Maryland

Michele J. Gelfand, University of Maryland

Submitter: Ryan Fehr, rfehr@psyc.umd.edu

84-20.  Information Sharing and Schema Accuracy in Team Decision Making

We integrate findings from 2 studies that extend the literature on information sharing in teams. Results indicate that the repetition of other teammates’ unique information significantly improves decision quality. Also, information sharing may lead to the development of team member schema accuracy, which was positively related to decision quality.

Shaun W. Davenport, University of Tennessee-Knoxville

Joan R. Rentsch, University of Tennessee-Knoxville

Erika E. Small, University of Tennessee-Knoxville

Jacqueline Z. Bergman, Appalachian State University

Submitter: Shaun W. Davenport, swd@utk.edu

84-21.  Delivering Bad News: How One Form of Injustice Spawns Another

We examined instigating factors and mediating processes to understand when and why messengers may deliver bad news in an unfair manner.  In support of our hypotheses, we found messengers’ perceptions of procedural injustice were positively related to their informational injustice and levels of internal drama mediated this relationship.

James J. Lavelle, University of Texas, Arlington

Robert G. Folger, University of Central Florida

Submitter: Robert G. Folger, rfolger@bus.ucf.edu

84-22.  Difficult Decisions to Employ Nontraditional Workforces: Testing Behavioral Reasoning Theory

Behavioral reasoning theory was used to examine managements’ decisions to employ nontraditional workforces, such as youth or illegal alien workers.  Results supported hypotheses with perceived control and reasons predicting intentions and intentions predicting behavior.  Employment duration also predicted injury, although employers with abundant reasons for employing workforces manifested less injury.

James D. Westaby, Columbia University

Tahira M. Probst, Washington State University-Vancouver

Barbara C. Lee, Marshfield Clinic Research Foundation

Submitter: James D. Westaby, westaby@columbia.edu

84-23.  Harming Those Who Serve: Direct and Indirect Customer Initiated Violence

We examined employee outcomes associated with direct and indirect exposure to customer violence. Type of exposure to physical customer violence was used to categorize
employees into groups. Results indicated that fear of violence mediated the relationship between all forms of exposure, and affective commitment, and both mental and physical health.

Kimberly-Anne Dawe, Memorial University

Kathryne E. Dupre, Memorial University

Julian I. Barling, Queen’s University

Submitter: Kathryne E. Dupre, kdupre@mun.ca

84-24.  Do What You See?  Observer Reactions to Coworker Theft

This research examined observers’ reactions to employee theft.  Observers were less likely to label similar coworkers’ behavior as theft and report them. They were more likely to imitate them when they witnessed ambiguous behaviors.  The relation between similarity and reporting was mediated by labeling of theft and liking between coworkers.

James M. Schmidtke, Craig School of Business

Submitter: Anne Cummings, acumming@d.umn.edu

84-25.  The Influence of Individual Differences on TVA Criteria

This study examines the impact of individual differences on the utility of TVA criteria in discriminating truthful from fabricated statements.  Results show that taking into account certain individual differences affects the ability of the TVA criteria to detect deception.  This has implications for the application of TVA criteria.

Amanda D. Angie, University of Oklahoma

Josh Davis, University of Oklahoma

Matthew T. Allen, University of Oklahoma

Ethan P. Waples, University of Oklahoma

Mary Shane Connelly, University of Oklahoma

Submitter: Amanda D. Angie, aangie@psychology.ou.edu

84-26.  Do Rude Employees Deserve and Receive Less Interactional Justice?

In 2 laboratory experiments, we tested the hypotheses that employees who display less interactional justice toward leaders (i.e., employees who are generally rude vs. polite) would (Study 1) and should (Study 2) receive less interactional justice from leaders when being informed of negative outcomes. Results supported our hypotheses.

Camilla M. Holmvall, Saint Mary’s University

Sonya Melnyk, Saint Mary’s University

Natasha N. Chestnut, Saint Mary’s University

Submitter: Camilla M. Holmvall, camilla.holmvall@smu.ca

84-27.  Fairness and Unfairness: Can You Undo What Has Been Done?

This study explored fairness heuristic theory by testing whether fairness heuristics can be changed. The possible asymmetrical nature of justice was also explored. Results suggest fairness heuristics can be changed under certain conditions. However, fairness may not be as powerful as unfairness, particularly when people have previously been treated fairly.

Corrie E. Pogson, The University of Tulsa

Submitter: Corrie E. Pogson, corrie-pogson@utulsa.edu

84-28.  Ambiguity Aversion and Salary Recommendations

Differential predictions about decision making under ambiguity from the competence and evaluability hypotheses were investigated. Hypotheses were tested using a convenience sample of college students. The results did not support the competence hypothesis, but the evaluability hypothesis received partial support. Conditions under which each hypothesis might hold are discussed.

Michael A. Buck, Portland State University

Submitter: Michael A. Buck, mbuck55@yahoo.com

84-29.  When the Boss Says No! Leadership, Trust, and Explanation Acceptance

This study examined the influence of leadership style on employees’ perceptions of managerial explanations for rejected requests. The results indicated that transformational leadership had a positive effect on employee perceptions of explanation adequacy, legitimacy, and sincerity. Further, trust mediated the relationship between transformational leadership and employees’ explanation perceptions.

Brian C. Holtz, University of Calgary

Crystal M. Harold, Indiana University-Purdue University Indianapolis

Submitter: Brian C. Holtz, bholtz@ucalgary.ca


85. Practice Forum: Friday, 3:30–4:50
Broadway S (6th floor)

Top-Rated Practice Forum: The Expanding Role of I-O Psychology in Employment Discrimination Cases

This practice forum will review the expanding role of I-O psychology in employment discrimination cases. Presenters will address how and where I-O psychologists are involved, as well as details regarding their recent activities in testing, recruiting, and applying multiple regression analysis to detecting discrimination.

Michael M. Harris, University of Missouri-St. Louis, Chair

Tasha L. Eurich, Colorado State University, George C. Thornton, Colorado State University, I-O Psychologists as Expert Witnesses in Employment Discrimination Litigation

Lisa Grant Harpe, Peopleclick, Recruitment and the Law

David W. Arnold, Wonderlic, Inc., Issues and Nonissues in Preemployment Testing

Michael M. Harris, University of Missouri-St. Louis, Using Multiple Regression Analysis in Employment Discrimination Cases

Submitter: Michael M. Harris, mharris@umsl.edu



86. Symposium: Friday, 3:30–4:50
Broadway N (6th floor)

Advancing Research on Unproctored Internet Testing

This symposium presents empirical research to address practical issues in unproctored Internet testing. Concerns and implementation issues with score inflation in 2-step testing (unproctored screening–proctored selection), possible unproctored test score increases over time, equivalence across test administration modes, and creating of parallel forms for unproctored environments are addressed.

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

Ben-Roy Do, University of Illinois at Urbana-Champaign, Co-Chair

Bradley J. Brummel,University of Illinois at Urbana-Champaign, Co-Chair

Christopher D. Nye, University of Illinois at Urbana-Champaign, Ben-Roy Do, University of Illinois at Urbana-Champaign, Fritz Drasgow, University of Illinois at Urbana-Champaign, Saul Fine, CareerHarmony, Inc., Two-Step Testing in Employee Selection: Is Score Inflation a Problem?

Ben-Roy Do, University of Illinois at Urbana-Champaign, Fritz Drasgow, University of Illinois at Urbana-Champaign, William Shepherd, Sky Bank, Examining Unproctored Test Scores Over Time

Kyle C. Huff, North Carolina State University, Joan Michael, North Carolina State University, The Effects of Mode of Administration on Timed Cognitive Ability Tests

Patrick L. Wadlington, Birkman International, Inc., Ian S. Little, Pearson Educational Measurement, Jill V. Turner, Pearson Educational Measurement, Scott A. Davies, Pearson, Methodology for the Development and Validation of New Forms of the Hogan Personality Inventory (HPI) in an Unproctored Environment

James C. Beaty, Previsor, Discussant

Submitter: Ben-Roy Do, benroydo@uiuc.edu



87. Community of Interest: Friday, 3:30–4:20
Uris (6th floor)

Work–Family Interface

Ellen E. Kossek, Michigan State University, Facilitator








88. Special Event: Friday, 3:30–4:20
Plymouth (6th floor)

SIOP Professional Contributions Award Address:  How to Develop Organizational Effectiveness: Connecting the Dots of Experience, Research, and Theory

What is the root cause of my organization’s problems and what I should do to change this organization? How should I-O psychologists respond to this inquiry by senior executives? Mike Beer will describe the practice principles and organization development theory that have emerged from his 40 years as a scholar and practitioner.

Gary P. Latham, University of Toronto, Chair

Michael Beer, Harvard University, Presenter










89. Practice Forum: Friday, 3:30–4:50
Majestic (6th floor)

Developing Front-Line Leaders:  Perspectives and Recommendations From Three Industries

Development of front-line managers often takes a back seat to exclusive key talent programs. Greater focus on the leaders that are the direct line to the majority of employees (who, in turn, are the direct line to the customer) is warranted.  Perspectives and recommendations from 3 industries will be offered.

Jennifer Hutcheson, Dell, Inc., Chair

Jennifer Hutcheson, Dell, Inc., Building Front-Line Leadership Capability at Dell Inc.

Leslie W. Joyce, The Home Depot, Invest Early or Pay Later—The Importance of Supervisor Development

Brenda Kowske, Personnel Decisions International, Kshanika Anthony, Personnel Decisions International, Front-Line Leader Competence: Definitions and Development Implications

Submitter: Jennifer Hutcheson, jennifer_hutcheson@dell.com



90. Symposium: Friday, 3:30–5:20
Winter Garden (6th floor)

Effects of Nonwork Experiences on Employees’ Affect, Cognition, and Behavior

The current papers assess both negative and positive spillover from nonwork (evenings and weekends) to work. The papers adopt a dynamic self-regulation perspective incorporating resource depletion and replenishment; consequently, they use longitudinal and experience sampling data-collection methods. Effects of nonwork experiences on affect, cognition, and behavior at work are evaluated.

Reeshad S. Dalal, Purdue University, Chair

Charlotte Fritz, Bowling Green State University, Co-Chair

Charlotte Fritz, Bowling Green State University, Sabine Sonnentag, University of Konstanz, Paul E. Spector, University of South Florida, Jennifer McInroe, Bowling Green State University, Relationships Between Weekend Experiences and Discrete Emotions at Work

Sabine Sonnentag, University of Konstanz, Carmen Binnewies, University of Konstanz, Eva J. Mojza, University of Konstanz, Recovery Experiences, Sleep Quality, and Affect

Alia R. Mehta, Purdue University, Howard M. Weiss, Purdue University, The Impact of Nonwork Activities on the Recovery and Replenishment of Psychological Resources: Extending Kaplan’s Attention Restoration Theory

Holly Lam, Valtera Corporation, Eric R. Welch, Purdue University, Howard M. Weiss, Purdue University, Reeshad S. Dalal, Purdue University, An Investigation of the Interplay Between Affect, Episodic Performance, and Replenishment

Timothy A. Judge, University of Florida, Discussant

Submitter: Reeshad S. Dalal, rsdalal@psych.purdue.edu



91. Academic-Practitioner Collaborative Forum: Friday, 3:30–5:20
Soho (7th floor)

Unanswered Questions in Competency Modeling and Job Analysis

The new editor of Ergometrika and 4 additional presenters (2 academic and 2 practitioner) will discuss their suggestions for the most important unanswered questions in competency modeling and job analysis.  Each presenter will discuss up to 5 questions with an emphasis on appropriate methodology and potential sources of industry collaboration.

Mark A. Wilson, North Carolina State University, Presenter

Jonathan D. Levine, Workforce Dynamics, Presenter

Frederick P. Morgeson, Michigan State University, Presenter

David J. Thomsen, Economic Research Institute, Presenter

Robert J. Harvey, Virginia Tech, Presenter

Submitter: Mark A. Wilson, mark_wilson@ncsu.edu



92. Practice Forum: Friday, 3:30–4:50
Duffy (7th floor)

Top Talent: Optimizing the Value of the Most Optimal Staff

Engaging and retaining talent is a priority for any organization. This session draws on employee survey findings to show what is unique about the opinions and issues impacting engagement among top talent. Two case studies detail concrete steps organizations are taking to address the needs of their best and brightest.

Alyson Minkus, ISR, Chair

Patrick Kulesa, ISR, Alyson Minkus, ISR, Leslie A. Bethencourt, ISR, Focused on the Future: Global Drivers of Engagement Among Top Talent

Per Scott, RBC, High-Performing Employees at RBC: A Source of Competitive Advantage

Carla K. Shull, Molson Coors Brewing Company, Vonda Mills, Molson Coors Brewing Company, Using Employee Engagement to Understand Retention of Top Talent

Soni K. Basi, Shering-Plough, Discussant

Submitter: Leslie A. Bethencourt, lesliebethencourt@hotmail.com



93. Interactive Posters: Friday, 3:30–4:20
Harlem (7th floor)

Helping Behaviors in Organizations

Dan Kuang, Biddle Consulting Group, Facilitator

93-1.  Workplace Helping: Interactive Effects of Personality and Positive Affect

We investigated interactions between personality (helpfulness and empathy) and positive affect in predicting workplace helping.  Eighty workers responded to electronic surveys up to 5 times per day for 5 workdays.  Momentary positive affect showed a positive relationship with helping but only for workers low in helpfulness.

James M. Conway, Central Connecticut State University

Steven G. Rogelberg, University of North Carolina Charlotte

Virginia Pitts, Colorado State University

Submitter: James M. Conway, conwayj@ccsu.edu

93-2.  Do Tasks, Contextual and Counterproductive Performance Coexist as Second-Order Factors?

The specialized literature has identified 3 types of employee contributions: task, contextual, and counterproductive performance. This study tests the coexistence of these behaviors as second-order factors within a hierarchical model. Results support the independence of each behavioral factor and suggest the need to split task performance into more homogenous components.

Otmar E. Varela, Nicholls State University

Elvira Salgado, Universidad de los Andes

Submitter: Otmar E. Varela, otmar.varela@nicholls.edu

93-3.  The Cognitive Underpinnings of Helping in the Workplace

We investigated the relationship between intrinsic motivation and organizational citizenship behaviors. We found that self-set goals to be helpful fully mediated the link between intrinsic motivation and citizenship behaviors. We also found an interaction between intrinsic and extrinsic motivation to predict helpfulness at work. Implications for managers are provided.

Pauline Schilpzand, University of Florida

Beth A. Livingston, University of Florida

Timothy A. Judge, University of Florida

Submitter: Pauline Schilpzand, paulilne.schilpzand@cba.ulf.edu

93-4.  Mentoring and OCB:  Those Who Have Been Helped Help Others

The relationship between being mentored and protégé’s citizenship behavior was examined. Results indicated that relationship quality, informal mentoring, high levels of mentoring support, and absence of negative mentoring were associated with more citizenship behaviors directed at individuals. No relationships with OCBO were found.  Mentor commitment moderated several relationships.

Ozgun Burcu Rodopman, University of South Florida

Tammy D. Allen, University of South Florida

Xian Xu, University of South Florida

Hazel-Anne M. Johnson, University of South Florida

Raymond Charles Ottinot, University of South Florida

Andrew Michael Biga, University of South Florida

Submitter: Tammy D. Allen, tallen@luna.cas.usf.edu


94. Symposium: Friday, 3:30–4:50
Marquis C (9th floor)

The Impact of Individual, Organizational & Survey Characteristics on Nonresponse

Much research on nonresponse has focused on identifying profiles of nonrespondents. Fewer studies have investigated how individual, organizational, and survey characteristics impact nonresponse to one particular type of survey or survey item. This symposium is intended to stimulate discussion about models of nonresponse and validity of survey findings.

Dana M. Glenn, George Washington University, Chair

Christiane Spitzmueller, University of Frankfurt/University of Houston, Co-Chair

Christiane Spitzmueller, University of Frankfurt/University of Houston, Iris Junglas, University of Houston, Raenada A. Wilson, University of Houston, Dana M. Glenn, George Washington University, Steven G. Rogelberg, University of North Carolina Charlotte, Predicting Web-Based Survey Nonresponse Through Factors Influencing Technology Acceptance

Kenneth Matos, George Washington University, Lynn R. Offermann, George Washington University, Adam B. Malamut, Marriott International, Inc., Nadeeka Jayatilake, George Washington University, The Illusion of Anonymity: Selective Demographic Nonresponse

Dana M. Glenn, George Washington University, Tyler D. Maxey, HumanR, Amber Beckes, George Mason University, The Role of Survey Content in Item-Level Nonresponse

Sidney F. Fisher, U.S. Office of Personnel Management, Tarl Kudrick, U.S. Office of Personnel Management, Heather M. Prather, U.S. Office of Personnel Management, Climate to Voice, Gender, and Nonresponse on Survey Comment Items Background

Steven G. Rogelberg, University of North Carolina Charlotte, Discussant

Submitter: Dana M. Glenn, dglenn@gwu.edu



95. Academic-Practitioner Collaborative Forum: Friday, 3:30–5:20
Marquis B (9th floor)

Breakthroughs in Talent Management:  Applying a “Talentship” Decision Science

The Talentship framework proposed by Boudreau and Ramstad (2004) is an exciting breakthrough in the theory underpinning talent management.  In this forum we explore the technological and change management demands required to engage in “talentship” and 3 case studies of the identification of and interventions for pivotal talent.

Robert E. Lewis, Microsoft Corporation, Chair

Robert E. Lewis, Microsoft Corporation, Co-Chair

Rob Bernshteyn, SuccessFactors, Meeting the Efficiency Demands of Talent Management Systems

R. J. Heckman, Personnel Decisions International, Breaking Through the Efficiency Barrier: Effectiveness and Impact

Jennise Henry, Personnel Decisions International, Implementing Talentship at a National Insurance Company

Robert E. Lewis, Microsoft Corporation, Scott Birkeland, Personnel Decisions International, Performance Management With Impact: Two Case Studies

John W. Boudreau, University of Southern California, Discussant

Submitter: Robert E. Lewis, Bob.Lewis@microsoft.com


96. Practice Forum: Friday, 3:30–4:50
Cantor (9th floor)

Using Applied Research To Better Understand How Language Impacts Assessments

Sound applied research findings should be informing assessment development and implementation in different languages.  Practitioners will share their research results related to how assessments comprised of a variety of item types and measuring diverse constructs are functioning in different languages and populations.  Recommendations based on these findings will be offered.

Autumn D. Krauss, Kronos-Unicru, Inc., Chair

David E. Ostberg, Kronos-Unicru, Inc., Autumn D. Krauss, Kronos-Unicru, Inc., A Discussion of English/Spanish Language Assessment Construct Equivalence and Validity

Douglas E. Haaland, Development Dimensions International, Laurie Wasko , Development Dimensions International, Donald R. Scott, Development Dimensions International, Joel Philo, JCPenney, English Language Proficiency and ESL: Impact on Test Perceptions, Performance, and Validity

Charlene C. Gobeli, PSI, Shannon Bonner, Southern California Edison, Allison M. Geving, PSI, Developing Spanish Knowledge Tests for State Licensure: Research Findings and Practical Recommendations

Mary G. Tye, PreVisor, Thomas G. Snider-Lotz, PreVisor, Matthew V. Valenti, Starwood Hotels & Resorts Worldwide, Inc., Feasibility of Assessing in Nonnative Languages to Predict Job Performance

Submitter: Autumn D. Krauss, akrauss@unicru.com



97. Symposium: Friday, 3:30–5:20
Barrymore (9th floor)

Motivational Effects on Creativity: Rewards, Goal Setting, and Regulatory Focus

Creativity is the development of novel, socially valued products. Organizational environments provide motivational influences that affect creativity, both intentionally and unintentionally. This symposium presents papers that discuss several motivational influences, such as rewards and regulatory focus, and the differential effects that they have on creativity.

Anne E. Herman, University of Nebraska-Omaha/Kenexa, Chair

Roni Reiter-Palmon, University of Nebraska-Omaha, Co-Chair

Robert Eisenberger, University of Delaware, Justin Aselage, University of Delaware, Incremental Effects of Reward on Experienced Performance Pressure: Positive Outcomes for Intrinsic Interest and Creativity

Anne E. Herman, University of Nebraska-Omaha/Kenexa, Roni Reiter-Palmon, University of Nebraska-Omaha, Regulatory Focus and Expected Evaluation Influences on Creativity: Evidence for the Influence of Both State and Trait

Nora Madjar, University of Connecticut, Ellen Greenberg, Sofia University, St. Kliment Ohridksi, Zheng Chen, University of Connecticut, Factors for Adaptive and Radical Creativity

Christina E. Shalley, Georgia Institute of Technology, Yi Liu, Georgia Institiute of Technology, The Effects of Verbal and Monetary Rewards on Creativity

Lucy L. Gilson, University of Connecticut, Discussant

Submitter: Anne E. Herman, aherman@mail.unomaha.edu



98. Special Event: Friday, 3:30–4:20
Sun Roof (16th floor)

Committee on Lesbian, Gay, Bisexual, and Transgender Issues Meeting

Michelle (Mikki) Hebl, Rice University, Host

Eden B. King, George Mason University, Host



99. Practice Forum: Friday, 4:00–5:50
Gramercy (7th floor)

Business Impact for Employee Surveys: Closing the Loop

Some organizations do an outstanding job of follow up with employee surveys but at other companies follow-through is at best inconsistent and sporadic.  What differentiates the 2 scenarios?  We will examine this question and discuss creative, highly effective approaches for this stage of employee survey implementation.

Jerry Seibert, Metrus Group, Inc., Chair

Jerry Seibert, Metrus Group, Inc., The Facilitator Factor:  Does it Make a Difference Who Leads the Process?

Effie McKeehan, Drees Homes, Employee Survey Follow-Through at The Drees Company

Guy Pedelini, McCann Healthcare Worldwide, Survey Follow-Through in a Global Network

Rene R. Bergermaier, Human Resources Consulting, The Impact Factor: Beyond Running a Survey Feedback Process

Patricia Dowden, Russian Federation, Employee Surveys as Part of a Strategic Measurement Process: U.S. and Russian Cases

Submitter: Jerry Seibert, jerry@jhseibert.com



100. Special Event: Friday, 4:00–4:50
Empire (7th floor)

Committee on Ethnic Minority Affairs (CEMA) Meeting

Derek R. Avery, Rutgers University, Host









101. Special Event: Friday, 4:00–4:50
Chelsea (7th floor)

International Affairs Meeting

Pauline Velez, San Francisco State University, Host

Tanya C. Delany, IBM, Host



102. Master Tutorial: Friday, 4:30–5:50
Odets (4th floor)

1.5 CE credits for attending! Register at the session.

I-O Psychology’s New Frontier: Wage and Hour Litigation

I-Os are rarely involved as experts in wage and hour class action lawsuits.  Two types of cases appear to be most relevant: (a) jobs misclassified as exempt from overtime requirements and (b) missed meal/rest breaks, and work off the clock.  Methodologies most relevant to these cases are outlined.

Cristina G. Banks, University of California, Berkeley, Presenter

Fredric C. Leffler, Proskauer Rose LLP, Presenter

Submitter: Cristina G. Banks, banks@haas.berkeley.edu



103. Poster Session: Friday, 4:30–5:20
Westside (5th floor)


103-1.  A Cross-Cultural Look at Personality, Culture, and Communication Apprehension

Communication apprehension (CA) describes individuals’ comfort communicating outside their own culture. The interaction of CA with personality and culture was examined. Findings indicate that the influence of personality is greater than the influence of culture on CA. Openness to Experience and Extraversion exert a particularly significant influence on CA.

Cristina Rubino, University of Houston

Alex Milam, University of Houston

Christiane Spitzmueller, University of Frankfurt/University of Houston

Aditi Raghuram, University of Houston

Kathryn Keeton, University of Houston

Submitter: Alex Milam, alexcmilam@yahoo.com

103-2.  Extraversion and Performance: Natural Rewards as a Self-Management Strategy

The results of this study support a model of Extraversion and performance that specifies one possible self-regulatory route to increased performance in achievement contexts through proactive attempts to increase the intrinsic reward potential of activities through use of natural rewards self-management strategies.

Felissa K. Lee, Marquette University

Daniel B. Turban, University of Missouri

Submitter: Felissa K. Lee, felissa.lee@mu.edu

103-3.  Time-on-Task Mediates the Conscientiousness– Performance Relationship

The relationship between Conscientiousness, time-on-task, and academic performance was investigated.  Weak relationships were found when simple summated Conscientioussness scores were analyzed. When factor scores partialling out common method bias were analyzed, Conscientioussness was found to predict performance, and time on task fully mediated the Conscientiousness–performance relationship.

Michael Biderman, University of Tennessee-Chattanooga

Jennifer Sebren, MS PEER Committee

Nhung T. Nguyen, Towson University

Submitter: Michael Biderman, Michael-Biderman@utc.edu

103-4.  Differential Item Functioning and Personality: Comparing Native and Nonnative Speakers

Increased diversity in the workplace has led to an increased need for assessments administered to cross-cultural samples. This study examined the measurement invariance of the 5-factor model of personality across native and nonnative English speaking workers in the United States. Results indicated that many scales did not exhibit invariance.

Reanna M. Poncheri, North Carolina State University/Surface, Ward, & Assoc.

Adam W. Meade, North Carolina State University

Eric A. Surface, SWA Consulting Inc.

Submitter: Reanna M. Poncheri, rmponche@ncsu.edu

103-5.  Core Self-Evaluations Moderating the Job Stress—Burnout Relationship

We investigated whether core self-evaluations, and the 4 individual traits that comprise the construct, moderated the relationship between job stress and burnout.  Results indicated that although the overall construct failed to moderate the relationship, self-esteem and locus of control moderated the relationship between stress and 2 of 3 burnout factors.

Scott Boyd, Alliant International University

Nurcan Ensari, Alliant International University

Calvin C. Hoffman, Alliant International University

Daniel A. Newman, Texas A&M University

Submitter: Scott Boyd, scottlboyd@yahoo.com

103-6.  Predicting Extreme Responding in Surveys

Personality measures of ambiguity intolerance and decisiveness were shown to be significantly related to extreme responding in surveys. Interactive effects with time spent on survey were also found to predict extreme responding.

Bobby D. Naemi, Rice University

Daniel J. Beal, Rice University

Stephanie C. Payne, Texas A&M University

Submitter: Bobby D Naemi, bnaemi@rice.edu

103-7.  The Development and Validation of the Machiavellian Personality Scale

Two studies were conducted to develop and validate a new measure of Machiavellianism, the Machiavellian Personality Scale (MPS). Results indicate a stable 4-factor structure that is predictive of self-reported stress, job satisfaction, and counterproductive work behaviors, and supervisor reported job performance. Implications for future research and practice are discussed.

Jason Dahling, University of Akron

Brian G. Whitaker, University of Akron

Paul E. Levy, University of Akron

Samantha Le Chau, University of Akron

Submitter: Jason Dahling, jjd12@uakron.edu


103-8.  Do Organizations Have Personalities? Spontaneous Trait Inferences and Organizational Behaviors

The current paper reports the findings from a study examining how individuals infer organizational personality traits by providing evidence for a mechanism by which organizational personality trait inferences are made. The results suggest that implied personality traits are spontaneously inferred from exposure to organizational behaviors.

Stephen D. Risavy, Univesity of Waterloo

Douglas J. Brown, University of Waterloo

Shawn Komar, University of Waterloo

Submitter: Stephen D. Risavy, srisavy@uwaterloo.ca

103-9.  Predicting Teleworker Success: Personality and Motivational Traits

This study explored personality and motivational traits related to teleworker performance and satisfaction. Results indicated that organization, prudence and need for autonomy correlated positively with telework performance and satisfaction, but sociability and need for affiliation correlated negatively with these telework outcomes. Implications for research and practice are discussed.

Laura A. Hambley, University of Calgary

Thomas A. O’Neill, University of Western Ontario

Nathan Greidanus, University of Calgary

Rhiannon MacDonnell, University of Calgary

Theresa J. B. Kline, University of Calgary

Submitter: Laura A. Hambley, laurah@pobox.com

103-10.  Do the Big Five Relate to Goal Orientation?

The relations between the Big 5 personality constructs and learning, proving, and avoiding goal orientation. Results indicated that Extraversion significantly related to learning goal and proving goal orientations and Neuroticism significantly related to avoiding goal orientation.

Jesse Erdheim, Bowling Green State University

Mo Wang, Portland State University

Submitter: Jesse Erdheim, jerdhei@bgnet.bgsu.edu

103-11.  Implicit Theories of Personality and Change in Perception

We investigated in a real-life setting if entity theorists are less likely than incremental theorists to change their perception of a target person accordingly with the person’s behavioral changes. While supporting our hypothesis, this study complements previous laboratory studies in implicit personality theory by addressing overlooked ecological validity concerns.

Kim-Pong Tam, The Chinese University of Hong Kong

Tess Pak, The University of Hong Kong

C. Harry Hui, University of Hong Kong

Siu-On Kwan, City University of Hong Kong

Mario Goh, Nanyang Technological University

Submitter: Siu-On Kwan, mgakwan@cityu.edu.hk

103-12.  The Architecture of Personality in the Context of Work

This study tests Cervone’s (2004) knowledge-and-appraisal (KAPA) model of personality in the work context.  Some findings supported Cervone’s model, but others were inconsistent with KAPA model predictions. Findings were discussed in relation to social-cognitive personality models and whether using idiographic methods to study personality in the work context is necessary.

Rebecca Hoffner, Virginia Tech

Neil M. A. Hauenstein, Virginia Tech

Submitter: Rebecca Hoffner, hoffner@vt.edu

103-13.  Dualistic Proactivity in a Team Setting: It’s Not All Good

We developed and explored a dualistic conceptualization of enduring proactivity. We posited that team-oriented proactivity promotes various forms of personal effectiveness in a team setting, whereas egocentric proactivity does not. This general proposition is reflected in our theoretical model, which was supported with data from 672 personnel in teams.

Robert R. Hirschfeld, University of Georgia

Jeremy B. Bernerth, Auburn University

Christopher H. Thomas, Northern Illinois University

Submitter: Robert R. Hirschfeld, rhirschf@uga.edu

103-14.  Self/Other Comparisons: Can They Make Better Raters?

Participants watched 6 short interview-like interactions, then rated the personality traits of the people being interviewed. We manipulated whether participants compared the interviewee to themselves and/or to others. Self/other comparisons helped, but engaging in both simultaneously sometimes hindered accuracy. The highest accuracy was achieved by comparing interviewees to others.

Rhys Lewis, University of Western Ontario

Richard D. Goffin, University of Western Ontario

James Olson, University of Western Ontario

Submitter: Richard D. Goffin, goffin@uwo.ca

103-15.  Relating Personality and Time Management Behavior to Perceived Stress

A possible explanation for why people handle stress differently may involve individual differences in personality and time-management skills.  In this study, the relationship between personality traits, time-management behavior, and self-perceived stress were investigated using 2 theoretical models. The proposed mediated model was empirically supported.

Sarah M. Haynes, Oklahoma State University

James W. Grice, Oklahoma State University

Thad Leffingwell, Oklahoma State University

Douglas Edward Haynes, George Mason University

Submitter: Douglas Edward Haynes, dhaynes1@gmu.edu

103-16.  Investigating the Distinctiveness of Individual and Collective Personality

The purpose of the current study was to investigate the distinctiveness of individual and
collective personality. The results indicated that individual and collective personality were distinct, that there was reasonable convergent validity (e.g., aggregated individual Conscientiousness was associated with collective Conscientiousness), and that collective personality incrementally predicted team outcomes.

David A. Hofmann, University of North Carolina at Chapel Hill

Kang Yang Trevor Yu, University of North Carolina at Chapel Hill

Sankalp Chaturvedi, National University of Singapore

Daniel J. McAllister, National University of Singapore

Submitter: David A. Hofmann, dhofmann@unc.edu

103-17.  RIASEC Environments as Meta-Analytic Conscientiousness–Performance Moderators: Congruence Versus Situational Strength

The moderating effects of Holland’s RIASEC environments on the Conscientiousness–performance relationship were meta-analytically investigated to assess the extent to which they are consistent with “congruence” versus “situational strength” explanations. Results indicate that neither explanation, nor a recent juxtaposition of the 2 (trait activation theory), fully accounts for observed effects.

Rustin D. Meyer, Purdue University

Reeshad S. Dalal, Purdue University

Michael Baysinger, Purdue University

Silvia Bonaccio, University of Ottawa

Submitter: Reeshad S. Dalal, rsdalal@psych.purdue.edu

103-18.  Why Does Proactive Personality Predict Employee Attitudes and Behaviors?

This study hypothesized and supported a model in which proactive individuals were more likely to set self-concordant goals, attain their goals, and satisfy their basic psychological needs.  Goal self-concordance and goal attainment also predicted psychological need satisfaction, which subsequently predicted job satisfaction, life satisfaction, in-role performance, and organizational citizenship behaviors.

Gary J. Greguras, Singapore Management University

James M. Diefendorff, University of Akron

Submitter: Gary J. Greguras, garygreguras@smu.edu.sg

103-19.  Meta-Analysis on the Relationship Between Big Five and Academic Success

The present meta-analysis investigates the impact of Big 5 personality factors on academic success. Results show that the influence depends on the success criterion. Although Neuroticism is related to academic satisfaction, Conscientiousness correlates with grades and likely with retention. Extraversion, Openness, and Agreeableness have no remarkable impact on academic success.

Sabrina Trapmann, University of Hohenheim

Benedikt Hell, University of Hohenheim

Jan-Oliver W. Hirn, University of Tuebingen

Heinz Schuler, University of Hohenheim

Submitter: Heinz Schuler, schuler@uni-hohenheim.de

103-20.  Individual Determinants of Thresholds for Collective Action: A Laboratory Simulation

Through the use of a laboratory simulation of collective action, we demonstrate that different constellations of individuals have different collective action structures and that personality plays a significant role in predicting the order in which an individual will participate in a collective act.

Emily S. Block, University of Illinois at Urbana-Champaign

Laura Erskine, University of Southern California

Submitter: Laura Erskine, lerskine@usc.edu

103-21.  Personality Testing Online (Unsupervised) and Paper and Pencil (Supervised)

The focus of this study was to determine equivalence of a personality test administered unsupervised on the Internet and supervised with paper and pencil in a real high-stakes setting.  The results demonstrated similar psychometric properties and structural equivalence for the traditional supervised paper-and-pencil testing and Internet-based unsupervised testing.

Hennie J. Kriek, SHL/University of South Africa

Tina Joubert, SHL

Submitter: Hennie J. Kriek, hennie@shl.co.za

103-22.  Performance as a Function of Cognitive Ability, Conscientiousness, and Tenure

This study compared 2 opposing models suggesting job tenure can moderate the additive or multiplicative effects of ability and Conscientiousness on performance.  Results support a 3-way interaction, where ability and Conscientiousness are noncompensatory when tenure is high, but compensatory when tenure is low.  Implications for compensatory selection strategies are discussed.

Arwen E. Hunter, George Washington University

Nicholas R. Martin, Office of Personnel Management

Nicholas L. Vasilopoulos, George Washington University

Courtney L. Morewitz, George Washington University

Jennifer L. Harvel, George Washington University

Julia McElreath, Sodexho, Inc.

Submitter: Arwen E. Hunter, arwen@gwu.edu

103-23.  Personality and Values: A Meta-Analysis

Though personality and values are both expected to influence behavior, they are almost never studied simultaneously.  As a result, we know little about how they are related.  This meta-analysis combines the results of 11 studies; findings suggest that there are meaningful relationships between some personality factors and some values.

Laura Parks, University of Iowa

Submitter: Laura Parks, laura-parks@uiowa.edu

103-24.  Assessing Personality Characteristics Influencing Professional Integrity Via a Biodata Measure

This study evaluates the validity of a biodata measure developed to assess personality characteristics likely to influence ethical decision making in upper-level positions. This measure demonstrates a unique approach for assessing integrity in professional workplace settings for which many established integrity measures have limited applicability.

Alison L. Antes, University of Oklahoma

Stephen T. Murphy, University of Oklahoma

Jason H. Hill, University of Oklahoma

Ethan P. Waples, University of Oklahoma

Mary Shane Connelly, University of Oklahoma

Michael D. Mumford, University of Oklahoma

Ryan P. Brown, University of Oklahoma

Lynn D. Devenport, University of Oklahoma

Submitter: Alison L. Antes, aantes@psychology.ou.edu

103-25.  Combining Conscientiousness Scales:  Can’t Get Enough of The Trait, Baby

Recent research has shown that facets of Conscientious-ness have incremental validity beyond a global measure of Conscientiousness.  This meta-analysis extends this to investigate the incremental validity of combinations of Conscientiousness scales.  Compounding Conscientious-ness measures can create substantial increases in validity, even when there is redundancy in the traits measured.

Brian S. Connelly, University of Minnesota

Deniz S. Ones, University of Minnesota

Submitter: Brian S. Connelly, conne122@umn.edu

103-26.  Resiliency: Measurement Model and Antidote for Coping With Work Stress

A CFA measurement model of resiliency revealed a good fit with 6 dispositional traits (self-esteem, generalized self-efficacy, locus of control, optimism, emotional stability, and proactive behavior) as indicators of the latent construct. Resiliency was negatively related to work stress demonstrating the application of resiliency to organizations with stressful work environments.

Peter D. Timmerman, Kenexa

Wayne Harrison, University of Nebraska-Omaha

Submitter: Peter D. Timmerman, peter.timmerman@kenexa.com

103-27.  Assessment Center Dimensions: Individual Differences Correlates and Meta-Analytic Incremental Validity

This study provides the first investigation of the nomological net for the 7 primary AC dimensions identified by Arthur et al. (2003), using 2 managerial samples (Ns = 3,062 and 1,923). We integrate primary and meta-analytic data to estimate incremental validity for overall scores, optimal, and unit-weighted AC dimension composites.

Stephan Dilchert, University of Minnesota

Deniz S. Ones, University of Minnesota

Robert E. Lewis, Microsoft Corporation

Submitter: Stephan Dilchert, dilc0002@umn.edu

103-28.  Investigating the Relationship Between Attachment Style, Work Perceptions, and Work Outcomes

This study examined the contribution of employees’ attachment style, perceptions of fairness, group cohesion, and manager’s leadership style as well as the mediating role of these perceptions in the prediction of work engagement, emotional exhaustion and job satisfaction (i.e., work outcomes). The results indicate the relevance of attachment theory within work context.

Sigal Ronen, Bar-Ilan University, Israel

Mario Mikulincer, Bar-Ilan University, Israel

Submitter: Sigal Ronen, ronensd@012.net.il

103-29.  Gender and Ethnicity Differences on the AB5C: A DIF Analysis

This study evaluates the differential item functioning (DIF) of items from the Abridged Big 5 Circumplex (AB5C) of personality traits.  DIF was found in 33 out of the 45 AB5C scales, across gender and ethnicity (Caucasian vs. African-American).  More DIF was found by ethnic compared to gender groups.

Eliza W. Wicher, Wayne State University

Jacqueline K. Mitchelson, Wayne State University

James M. LeBreton, Purdue University

S. Bartholomew Craig, North Carolina State University

Submitter: Eliza W. Wicher, ewicher@wayne.edu

103-30.  Do Warnings of a Lie Scale Moderate the GMA-Personality Relationships?

This study examined the effects of test setting (honest vs. applicant), warning of a lie scale, and cognitive ability on Conscientiousness scores for single-stimulus and forced-choice personality tests.  Results of a hierarchical regression analysis provide partial support for interactions between these variables for both SS and FC formats.

Helen E. Pine, George Washington University

Nicholas L. Vasilopoulos, George Washington University

Submitter: Helen Pine, hpine@gwu.edu



104. Symposium: Friday, 4:30–5:50
Plymouth (6th floor)

Time and Job Performance: New Levels, Constructs, and Methods

Novel time trends in performance data and constructs are identified and explained. These trends include organization-level growth in sales and profitability, individual trajectories of citizenship behavior, the process of refocusing from one task domain to another, and the autoregressive effects of past performance on future performance.

Daniel A. Newman, Texas A&M University, Chair

Robert E. Ployhart, University of South Carolina, Jeff A. Weekley, Kenexa, Jase Ramsey, Moore School of Business, The Nature and Determinants of Retail Store Performance Over Time

Hock-Peng Sin, Michigan State University, Diong-Siew Maan, Singapore Police Force, Big Five Traits and Trajectories of Contextual Performance

Maria Rotundo, University of Toronto, Paul R. Sackett, University of Minnesota, Janelle R. Enns, University of Lethbridge, Sara L. Mann, McMaster University, Change in Job Performance: Reallocation of Effort Across Performance Dimensions

Michael J. Zyphur, National University of Singapore, Sankalp Chaturvedi, National University of Singapore, Richard D. Arvey, National University of Singapore, Performance is a Function of Previous Performance and Latent Trajectories

David Chan, Singapore Management University, Discussant

Submitter: Daniel A. Newman, d5n@tamu.edu



105. Reception: Friday, 4:30–5:30
Sun Roof (16th floor)

Reception for Lesbian, Gay, Bisexual, and Transgender Committee and Allies

Michelle (Mikki) Hebl, Rice University, Host

Eden B. King, George Mason University, Host



106. Symposium: Friday, 5:00–5:50
Gilbert (4th floor)

State-of-the-Art Uses for Regression Analysis in I-O Psychology

I-O psychology has long been based on research that focuses on the relationships between continuous variables; therefore, advancements in regression analyses are especially important.  This symposium includes research that presents recent developments in regression, new uses of regression analyses, and a new type of regression analysis for considering complex hypotheses.

Mark Alan Smith, American Institutes for Research, Chair

Liuqin Yang, University of South Florida, Mark Alan Smith, American Institutes for Research, Edward L. Levine, University of South Florida, Dan Ispas, University of South Florida, Michael E. Rossi, University of South Florida, P-E Fit or P + E: Second Order Versus Linear Terms in PRA:  A Meta-Analysis

Dan J. Putka, HumRRO, Gordon Waugh, HumRRO, Gaining Insight Into Situational Judgment Test Functioning Via Spline Regression

Johannes  Ullrich, J.W. Goethe University, Jeremy F. Dawson, Aston University, Diagonal Contrasts in Moderated Multiple Regression

Submitter: Mark Alan Smith, msmith@air.org



107. Symposium: Friday, 5:00–5:50
Wilder (4th floor)

Overqualification: The High Side of Poor Person–Job Fit

Overqualification is a commonly experienced phenomenon among workers, yet it has received little attention in the I-O literature to date. The 3 papers in this symposium examine some of the key questions revolving around this construct, including selection practices toward overqualified applicants, and implications of overqualification for performance and turnover.

Douglas C. Maynard, SUNY-New Paltz, Chair

Saul  Fine, CareerHarmony, Inc., Baruch Nevo, University of Haifa, Overqualification Studied as Nonlinear Components in Upper-Tail Ability Scores

Patricia G. Martinez, University of Texas at San Antonio, Mukta S. Kulkarni, University of Texas at San Antonio, Mark L. Lengnick-Hall, University of Texas at San Antonio, Over-qualification: Liability or Asset for Interview Selection?

Douglas C. Maynard, SUNY-New Paltz, Erica L. Simon, SUNY-New Paltz, Perceived Overqualification and Voluntary Turnover

Submitter: Douglas C. Maynard, maynardd@newpaltz.edu



108. Panel Discussion: Friday, 5:00–5:50
Hart (4th floor)

Comparing Career Paths in Industrial and Organizational Psychology

Panelists working in 3 primary I-O career paths (academia, internal consulting, and external consulting) will describe their current jobs.  They will share their perspectives on the differences across these career paths, the training and education that facilitate entry, and issues to be considered when applying for jobs in these areas.

Yvette Quintela, Virginia Tech, Chair

Kelley J. Krokos, American Institutes for Research, Co-Chair

Paul M. Muchinsky, University of North Carolina-Greensboro, Panelist

Lycia A. Carter, Metropolitan Police Department, Panelist

Kelley J. Krokos, American Institutes for Research, Panelist

Submitter: Kelley J. Krokos, kkrokos@air.org



109. Special Event: Friday, 5:00–5:50
Brecht (4th floor)

Distinguished Teaching Contribution Award: Teaching Is a Process of Lifelong Learning

Maintaining and even improving teaching effectiveness is an ongoing process. The biggest obstacle to quality teaching is achieving a balance among the many competing demands so common in all workplaces.  Some issues and recommendations surrounding teaching effectiveness in the training of I-O psychologists will be discussed.

Paul E. Levy, University of Akron, Chair

Roseanne Foti, Virginia Tech, Presenter




110. Practice Forum: Friday, 5:00–5:50
Duffy (7th floor)

Succession Management in Action:  Realities From the Trenches

Talent and succession management are taking center stage as organizations increasingly struggle with a depleting talent pool.  This forum will bring internal and external practitioners together to share their insights and lessons learned from current succession programs while also discussing common trends and best practices for succession planning.

Fung (John) M. Chan, Successfactors, Chair

Jay H. Steffensmeier, Zachry Construction Corporation, Co-Chair

Liana Knudsen, Dell Computer, John R. Leonard, Valero Energy Corporation, Succession Management in a Fast-Growth Company

Park Roelse, CorVirtus, Nicole Hobson, CITGO, Succession Management at CITGO Petroleum Corporation

Jay H. Steffensmeier, Zachry Construction Corporation, Succession Management Outside the Executive Suite: Practical Uses and Lessons From the Field

Fung (John) M. Chan, Successfactors, The Role of Technology in the Evolution of Succession Management: Trends and Best Practices from the Field

Submitter: Fung (John) M. Chan, jchan@successfactors.com



111. Symposium: Friday, 5:00–5:50
Cantor (9th floor)

Psychological Contributions to Extreme Event Disaster Prediction and Recovery Management

This symposium highlights the contribution that I-O psychologists can make in determining and evaluating the best ways of using information and communications technology (ICT), simulation exercises, and other forms of training in preparing for extreme event decision making and disaster recovery management.

Barbara Griffin, University of Sydney, Chair

Beryl L. Hesketh, University of Western Sydney, Co-Chair

Michael J. Burke, Tulane University, Preparing the Public Health Workforce for Terrorist-Related and Natural Disasters

Andrew Neal, University of Queensland, Beryl L. Hesketh, University of Western Sydney, Scott Bolland, University of Queensland, Barbara Griffin, University of Sydney, Training for Effective Human Computer Inter-action and Decision Making in Extreme Event Situations

Kevin R. Murphy, Pennsylvania State University, Evaluating Simulations Used in Emergency Response Training

Submitter: Beryl L. Hesketh, b.hesketh@uws.edu.au



112. Community of Interest: Friday, 5:00–5:50
Uris (6th floor)

Executive Assessment: 
The Role of Assessment “Tools” in EA

P. Richard Jeanneret, Valtera, Facilitator

Robert F. Silzer, Human Resource Assessment & Development, Facilitator







113. Symposium: Friday, 5:00–5:50
Majestic (6th floor)

Challenges and New Directions in the Employee–Organization Relationship

Considerable research has focused on the employee– organization relationship (EOR). Most of these studies have examined the EOR based on social exchange theory. This symposium is intended to stimulate discussion and new ways of examining the EOR, including application of theories in occupational health psychology, values, social identity, and justice.

Jackie Coyle-Shapiro, London School of Economics, Chair

Lynn M. Shore, San Diego State University, Co-Chair

Jerald Greenberg, The Ohio State University, Ideally, Managing I-Deals Requires Fairness for Coworkers, Too

Lois E. Tetrick, George Mason University, Informing the Occupational Health Literature Using Social Exchange Theory

Lynn M. Shore, San Diego State University, Jackie Coyle-Shapiro, London School of Economics, The Manager as Agent in the Employee–Organization Relationship: The Influence of Managerial Interests

Lyman W. Porter, University of California-Irvine, Discussant

Submitter: Lynn M. Shore, lshore@mail.sdsu.edu



114. Reception: Friday, 5:00–6:00
Empire (7th floor)

Committee on Ethnic Minority Affairs (CEMA) Reception

Derek R. Avery, Rutgers University, Host





115. Reception: Friday, 5:00–6:00
Chelsea (7th floor)

International Affairs Reception

Pauline Velez, San Francisco State University, Host

Tanya C. Delany, IBM, Host





116. Interactive Posters: Friday, 5:00–5:50
Harlem (7th floor)

Innovation & Creativity

Lucy Gilson, University of Connecticut,  Facilitator

116-1.  Predicting Individual and Creative Performance From Contextual Factors

This study examined perceived factors in the work environment in relation to creativity. Creative self-efficacy and role conflict predicted self-reported ratings of creative performance, whereas psychological safety and communication were predictors of administrators’ ratings of creative performance.  The inconsistent results between criterion measures have important implications for research in creativity.

Kyla Vandree, San Jose State University

Nancy Da Silva, San Jose State University

Howard T. Tokunaga, San Jose State University

Megumi Hosoda, San Jose State University

Submitter: Nancy Da Silva, ndasilva@email.sjsu.edu

116-2.  A Meta-Analytic Examination of Employee Creativity

Meta-analytic examination summarized the individual, group, and organizational antecedents of employee creativity. Findings supported predictions of the componential and interactionist models.  Where large variability exists across studies publication status, self-report measures of creativity, job requirements for creativity, and cultural characteristics of the country where data was collected were significant moderators.

Paul Eder, University of Delaware

John E. Sawyer, University of Delaware

Submitter: John E. Sawyer, sawyerj@lerner.udel.edu

116-3.  Leader Behavior, Creativity, and the Creative Self-Concept

Using a creativity self-concept framework in a sample of nonprofit employees, creativity-specific leadership behaviors predicted subordinate creativity, creative role identity, and creative self-efficacy after 1 year.  These effects were fully mediated by subordinates’ perceived appraisal of the extent to which the leader viewed them as creative at work.

Steven M. Farmer, Wichita State University

Pamela Tierney, Portland State University

Submitter: Gergana Markova, gergana.markova@wichita.edu

116-4.  You Must Be Creative! Performance Feedback, Intrinsic Motivation and Creativity

Drawing on cognitive evaluation theory and its subsequent effect on creativity, the interactive effect of self-determination and perceived competence on intrinsic motivation was examined over 4 time periods.  Feedback interacted with task perceived difficulty, but hypothesized effects of feedback on creativity were mostly supported.

Justin Benzer, Texas A&M University

Mindy E. Bergman, Texas A&M University

Submitter: Justin Benzer, jkbenzer@tamu.edu



117. Symposium: Friday, 5:00–5:50
Marquis C (9th floor)

Worker-Oriented Job Analysis Tools: Development and Validation

In this symposium, authors review 3 different worker-based job analysis tools that target 3 distinct personal characteristics: competencies, values, and personality.  Special attention is paid to unique issues surrounding worker-based job analysis; methods for the development and validation of these tools are discussed.

Michael G. Anderson, Hogan Assessment Systems, Chair

Caroline C. Cochran, Personnel Decisions Research Institutes, John P. Muros, University of Minnesota, Sarah S. Fallaw, PreVisor, Identifying Core Competencies: What Does the Literature Have to Say?

Fabian Elizondo, Hogan Assessment Systems, The Development of a Motives–Values–Preferences-Based Job Analysis Instrument

Kevin D. Meyer, University of Tulsa, Exploring the Utility of Three Approaches to Validating a Job Analysis Tool

Robert P. Tett, University of Tulsa, Discussant

Submitter: Michael G. Anderson, andymga@hotmail.com



118. Evening Reception: Friday, 6:00–8:00
Broadway (6th floor)

Top Posters—Evening Reception
(Top Posters from 6:00 to 6:50)

118-1: The Effects of Behavioral Intentions and Opportunity to Fake

This study addresses the question: Do individuals who have faked in the past or self-report faking actually increase their scores when responding to a personality measure?  We found that differences do exist between an individual’s attitude towards faking and their actual behavior and that opportunity to fake moderated this relationship.

Joshua A. Isaacson, Florida Institute of Technology

Richard L. Frei, Community College of Philadelphia

Joshua S. Quist, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Submitter: Joshua A. Isaacson, jisaacso@fit.edu

118-2: Sexual-Orientation Policies, Attitudes, and Firm Size: An Exploratory Study

Best LGBT Paper Award

An exploratory investigation found that although proportionately more gays and lesbians (GL) are employed in large organizations, small organizations provide superior environments for GL workers. Smaller firms with HR policies are more likely to have policies advantageous to GL workers, and GL attitudes are more positive in small firms.

Nancy E. Day, University of Missouri-Kansas City

Patricia Greene, Babson College

Submitter: Nancy E. Day, dayn@umkc.edu

118-3: Gender Differences in Job Challenge: A Matter of Task Allocation

In 2 studies we explored gender differences in job challenge and factors that may underlie these differences. Results suggest that gender differences in job challenge exist, although men and women are equally attracted to challenging experiences. Supervisors’ task allocation decisions seem gender biased, however, and may underlie the gender disparity in job challenge.

Irene E. de Pater, University of Amsterdam

Annelies E. M. Van Vianen, University of Amsterdam

Myriam N. Bechtoldt, University of Amsterdam

Submitter: Irene E. de Pater, i.e.depater@uva.nl

118-4: Cognitive Ability and EI as Predictors of Organizational Leadership Performance

John C. Flanagan Award for Outstanding Student Contribution to the SIOP Conference

This meta-analysis examines the degree to which cognitive ability and emotional intelligence (EI) differentially predict leader performance across organizational levels. Results support the hypothesis that organizational level is an important moderator of these relationships.

Katherine Ely, George Mason University

Jordan M. Robbins, George Mason University

Megan Noel Shaw, George Washington University

Submitter: Katherine Ely, kely@gmu.edu

118-5: Leader Self-Definition and Leader Self-Serving Behavior

We investigated factors rendering leaders more or less self-serving in decision making. We hypothesized that leaders who self-define more strongly as leaders are influenced more by other leaders’ behaviors and effective leadership beliefs when allocating resources than leaders who self-define less strongly as leaders. Results of 2 experimental studies confirmed our expectations.

Diana Rus, Erasmus University Rotterdam

Daan van Knippenberg, RSM Erasmus University

Submitter: Diana Rus, drus@rsm.nl

118-6: Cross-Cultural Generalizability of the Three-Component Model of Commitment

We used meta-analysis to examine the cross-cultural generalizability of Meyer and Allen’s 3-component model of organizational commitment. Specifically, we examined the extent to which the magnitude of commitment relations varied across cultures with respect to the GLOBE Project culture dimensions. Results supported the model but suggested slight cultural moderation.

David J. Stanley, University of Guelph

John P. Meyer, University of Western Ontario

Timothy A. Jackson, University of Western Ontario

Elyse Maltin, University of Western Ontario

Kate McInnis, University of Western Ontario

Yaprak Kumsar, University of Western Ontario

Leah Sheppard, University of Western Ontario

Submitter: David J Stanley, dstanley@uoguelph.ca

118-7: Cognitive Biodata Inventory: Evaluating Cognitive Ability in an Unproctored Environment

Assessing applicants’ cognitive ability in an unproctored environment presents unique challenges for practitioners.  This paper reviews numerous studies involving hundreds of thousands of applicants, which describe the development, validation, and adverse impact potential of the Cognitive Biodata Inventory (CBI). Results support the use of the CBI in an unproctored environment.

Michael S. Fetzer, PreVisor

Jolene M. Meyer, PreVisor

Jay Janovics, PreVisor

Eyal Grauer, PreVisor/Bowling Green State University

Submitter: Michael S. Fetzer, mfetzer@previsor.com

118-8: Unsafe Behaviors: An Empirically Developed Scale and Its Personality Correlates

A trait-based scale to assess safety-oriented tendencies was developed on the basis of item-criterion correlations. The sample consisted of 633 undergraduates who completed a personality inventory and a hazardous-behaviours questionnaire. The scale is suitable for applied use and draws on traits related to the Big 5. Future directions are discussed.

Zehra Pirani LeRoy, University of British Columbia

Ralph Hakstian, University of British Columbia

Submitter: Zehra Pirani LeRoy, zehra@psych.ubc.ca

118-9: A Meta-Analytic Examination of Team Development Interventions

Several meta-analytic integrations were conducted to examine the relationships between team development interventions and team functioning. Specifically, both an omnibus test (based on 29 studies and 59 separate hypothesis tests) and subgroup analyses were conducted. The results suggested moderate, positive relationships exist between these interventions and outcomes.

Cameron Klein, University of Central Florida

Kevin C. Stagl, University of Central Florida

Eduardo Salas, University of Central Florida

C. Shawn Burke, University of Central Florida

Deborah DiazGranados, University of Central Florida

Gerald F. Goodwin, U.S. Army Research Institute

Stanley M. Halpin, U.S. Army Research Institute

Submitter: Cameron Klein, cameronklein@hotmail.com

118-10: How Do Team Leaders Choose Team Members? Two Exploratory Studies

Social network analyses on 21 film directors’ casting decisions (303 films, 5,345 personnel) and 23 star soccer players’ “fantasy” selections suggest that team leaders’ member selection decisions are not deliberate and strategic but rather influenced by prior association with the potential team member and by task structure and interdependence.

Jonathan Pinto, University of Pittsburgh

Submitter: Jonathan Pinto, jpinto@katz.pitt.edu

118-11: An Integrated Model of the Service-Profit Chain

This study examined how service climate is related to profitability through examining customer satisfaction and customer loyalty as mediators. Testing this model in a sample of 1,500 automotive service stores, we found support for this model.  In addition, we found that managerial support was positively related to service climate.

Annette Towler, Illinois Institute of Technology

Daniel V. Lezotte, APT, Inc.

Submitter: Annette Towler, towler@iit.edu

118-12: Capitalizing on One’s Advantages: Role of Core Self-Evaluations

This study examines whether young adults’ core self-evaluations (CSE) influence incomes at midcareer and enhance the benefits of high family SES and academic achievement. We find that CSE is a stronger predictor of income than family SES and academic achievement and that CSE strengthens the benefits derived from early advantages.

Charlice Hurst, University of Florida

Timothy A. Judge, University of Florida

Submitter: Charlice Hurst, charlice.hurst@cba.ufl.edu

118-13: The Role of Referent Indicators in Tests of Measurement Invariance

Confirmatory factor analytic tests of measurement invariance require a referent indicator (RI) for model identification. This RI is assumed to be perfectly invariant across groups. Using simulated data, results indicate that inappropriate RI selection may be mildly problematic for scale-level invariance tests and highly problematic for item-level tests.

Emily C. Johnson, North Carolina State University

Adam W. Meade, North Carolina State University

Submitter: Emily C. Johnson, ecjohnso@ncsu.edu

118-14: The Relationship Between Boundary-Employee and Customer Attitudes: A Longitudinal Examination

This study utilized a 3-wave cross-lagged panel design to investigate the direction of the relationship between boundary-employee and customer attitudes. Findings revealed that both employee attitudes at Time 1 are related to customer attitudes at Time 3, and vice versa, suggesting reciprocal links between employee and customer attitudes.

Mahesh V. Subramony, University of Wisconsin, Oshkosh

Submitter: Mahesh V. Subramony, subramon@uwosh.edu

118-15: Transformational Leadership and Means Efficacy at Work

We investigated whether means efficacy moderated the relationship between transformational leadership and supervisory-rated performance. Results revealed transformational leadership and means efficacy interacted to positively predict supervisory-rated performance. Means efficacy was also positively related to transformational leadership and supervisor-rated performance. Implications for research and practice are discussed.

Fred Walumbwa, Arizona State University

Bruce J. Avolio, University of Nebraska

Weichun Zhu, Harvard University

Submitter: Weichun Zhu, weichun_zhu@ksg.harvard.edu

118-16: Motives and Outcomes of Goal-Based Person–Organization Fit

The present study tested a model relating the self-concordance model to goal-based person–organization fit, goal attainment, and job satisfaction. Utilizing a longitudinal design, data were collected from administrative employees (N = 130). Overall, the results show that the motives underlying goal pursuit are important to judgments of P–O fit and job satisfaction.

Todd Darnold, University of Iowa

Amy L. Kristof-Brown, University of Iowa

Timothy A. Judge, University of Florida

Submitter: Todd Darnold, todd-darnold@uiowa.edu

118-17: Social Skills and Interview Performance: Mediating Role of Nonverbal Behavior

We examined the extent to which nonverbal behavior is a valid cue of social skills in the hiring interview. In 2 studies we found that nonverbal behavior mediated the relationship between self-reported social skills and interview performance, which may explain why nonverbal behavior in the interview predicts future job performance.

Stefanie K. Johnson, University of Colorado-Denver

Maria Arboleda, University at Albany-SUNY

Michelle Compito, University of Albany-SUNY

Ronald E. Riggio, Claremont McKenna College

Robert L. Dipboye, University of Central Florida

Bronston T. Mayes, California State University-Fullerton

Submitter: Stefanie K. Johnson, stefanie.johnson@cudenver.edu

118-18: An Exploration of Leadership Style and Perceived Stress

Transactional and transformational leadership styles were manipulated to examine their impact on subordinate responses to a stressor. Transformational leadership was associated with reduced threat appraisals indirectly by increasing social support and efficacy beliefs and by reducing negative affect. The implications for transformational leadership are discussed.

Joseph B. Lyons, Air Force Research Laboratory

Tamera R. Schneider, Wright State University

Submitter: Joseph B. Lyons, joseph.lyons@wpafb.af.mil

118-19: Differentiating in the Upper Tail: Selecting Among High-Scoring Applicants

Questions remain regarding the extent to which tests of cognitive ability maintain linear
relationships with criteria of interest throughout the entire range of scores. The current study uses a large educational database to investigate the linearity of the ability–performance distribution within the upper end of the distribution.

Justin Arneson, University of Minnesota

Shonna D. Waters, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitter: Justin Arneson, arne0063@umn.edu

118-20: Lying Down on the Job: Applicant Faking and Dependability

The current study examined the relationship between applicant faking and the counterproductive work behavior of lateness.  Data were collected in a within-subjects design so faking could be directly assessed.  Results suggested that although applicant faking was not significantly related to subsequent lateness, it did attenuate criterion-related validity substantially.

Shawn M. Burkevich, Florida Institute of Technology

Margaret Jenkins, Seminole Community College

Richard L. Griffith, Florida Institute of Technology

Submitter: Richard L. Griffith, griffith@fit.edu

118-21: Recruiting Through the Stages: Which Recruiting Practices Predict When?

We used multiple regression on meta-analytically derived coefficients to examine relative strengths and incremental variance accounted for by 5 recruiting predictors (job, organizational, and recruiter characteristics; perceived fit; and justice perceptions) on 5 indices of applicant attraction (job/organizational attraction, job pursuit intentions, acceptance intentions, job choice decisions, and recommendation intentions).

Krista L. Uggerslev, I. H. Asper School of Business

Neil E. Fassina, Rotman School of Management

Submitter: Krista L. Uggerslev, uggersle@cc.umanitoba.ca

118-22: Effects of Commitment and Communication Media on Trust and Motivation

We examined whether detrimental effects of computer-mediated communication on trust, motivation, and performance during distributed teamwork can be prevented by partner’s explicit (verbal) commitment to group goals. Results supported this assumption. Non-face-to-face communication reduced trust and related motivation and performance only when no commitment was expressed explicitly by collaboration partners.

Marion Wittchen, University of Wuerzburg

Guido Hertel, University of Wuerzburg

Submitter: Marion Wittchen, wittchen@psychologie.uni-wuerzburg.de

118-23: Organizational Change Recipients’ Beliefs Scale:  Development of an Assessment Instrument

We summarize the results of research to develop a psychometrically sound self-report questionnaire to be used during organizational change efforts.  Our data collection in 4 separate studies included 500 full-time employees from various organizational levels.  We offer a 24-item assessment tool useful at any stage of the change process.

Achilles A. Armenakis, Auburn University

Jeremy B. Bernerth, Auburn University

Jennifer Pitts, Auburn University

Harvell Jackson Walker, Auburn University

Submitter: Jeremy B. Bernerth, bernejb@auburn.edu

118-24: Goal Regulation Across Time: The Effects of Feedback and Affect

2006 SIOP S. Rains Wallace Dissertation Research Award Poster

Two studies examined goal regulation with 6 samples of individuals who participated in a series of 8-trial task performance experiments. Multilevel analyses revealed that participants adjusted their goals, across trials, according to the performance feedback they received. In each sample, affective states mediated substantial proportions of the intraindividual feedback–goals relationship.

Remus Ilies, Michigan State University

Submitter: Remus Ilies, ilies@msu.edu