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Saturday AM

119. Symposium: Saturday, 8:00–9:50
Music Box (6th floor)

New Developments in Social Support Research

Research often yields conflicting findings regarding social support and occupational stress. Sometimes support does not alleviate stress or even has aversive effects.  This symposium examines different facets of social support, including “negative” support, in a variety of occupational settings. Implications for practice and ideas for research and theory are examined.

Terry A. Beehr, Central Michigan University, Chair

Misty M. Bennett, Central Michigan University, Co-Chair

Kathi N. Miner-Rubino, Western Kentucky University, Christopher C. Brady, Western Kentucky University, Experiencing Incivility at Work: The Buffering Effects of Social Support

Jennifer L. Burnfield, HumRRO, Steve M. Jex, Bowling Green State University, Naomi G. Swanson, NIOSH, Short- and Long-Term Effects of Supervisor Support on Subordinate Health

David Rusbasan, University of Connecticut, Vicki J. Magley, University of Connecticut, Help Boss, I’m Stressed! Measuring Types of Perceived Supervisor Support and How They Relate to Subordinates’ Workplace Stress

Terry A. Beehr, Central Michigan University, Misty M. Bennett, Central Michigan University, Nathan A. Bowling, Wright State University, Occupational Stress and Failures of Social Support:  When Helping Hurts

Michele Baranczyk, Colorado State University, Peter Y. Chen, Colorado State University, Work–Family Conflict and Social Support Among Construction Workers

Paul D. Bliese, U.S. Army Medical Research–Europe, Discussant

Submitter: Misty M. Bennett, tribb1mm@cmich.edu

 


 

120. Symposium: Saturday, 8:00–9:50
Odets (4th floor)

Myriad Faces of Multicultural Experience: Effects on Creativity and Performance

Although empirical evidence documents positive effects of multicultural experience on creativity and performance, mechanisms that explain those effects remain unclear. This symposium reports 5 studies that provide evidence on the myriad psychological mechanisms of multicultural experience using a wide variety of lab and field settings, empirical tools, and theoretical conceptualizations.

Soon Ang, Nanyang Technological University, Chair

Miriam Erez, Technion, Co-Chair

Angela K. Y. Leung, University of Illinois at Urbana-Champaign, Chi-Yue Chiu, University of Illinois at Urbana-Champaign, Multicultural Experiences and Creativity: The Broadening of Creative Expansion Potential Through Multicultural Experiences

Lee Leshem, Technion-Israel Institute of Technology, Miriam Erez, Technion-Israel Institute of Technology, Anat Rafaeli, Technion-Israel Institute of Technology, Thomas Rockstuhl, Nanyang Technological University, Multicultural Experiences and Situational Strength: Effects on Team Performance, Emotional Exhaustion, and Team Processes

K. Yee Ng, Nanyang Technological University, Christine Koh, Nanyang Technological University, Multicultural Experience, Cultural Adaptation, and Performance: The Mediating Role of Cultural Intelligence

Mary K. Hoffman, Michigan State University, Ellen E. Kossek, Michigan State University, Marian N. Ruderman, Center for Creative Leadership, John W. Fleenor, Center for Creative Leadership, Congruence and Dissonance in National and Organization Cultures: Linkages to Multicultural Performance and Career Derailment Experiences of Transnational and Local National Leaders

Linn Van Dyne, Michigan State University, Soon Ang, Nanyang Technological University, Jean B. Leslie, Multicultural Experiences: Effects on Global Leader Competencies and Performance

Michael W. Morris, Columbia University, Discussant

Submitter: Soon Ang, asang@ntu.edu.sg

 


 

121. Panel Discussion: Saturday, 8:00–9:50
Wilder (4th floor)

Safety Climate: One Construct Fits All?

Despite the increasing proliferation of safety climate (culture) studies, research remains fragmented. Measures and methods vary so greatly that replication seldom occurs and broad theory development, difficult. This panel assembles theorists and practitioners from various industries to consider whether a unified construct of safety climate can be understood across organizations.

Terry L. von Thaden, University of Illinois at Urbana-Champaign, Chair

Alyssa Mitchell Gibbons, University of Illinois at Urbana-Champaign, Co-Chair

Rhona H. Flin, University of Aberdeen, Panelist

Mark Griffin, University of Sheffield, Panelist

Andrew Neal, University of Queensland-Australia, Panelist

Douglas A. Wiegmann, Mayo Clinic, Panelist

Dov M. Zohar, Technion-Israel Institute of Technology/Inst for Work & Health, Panelist

Submitter: Terry L. von Thaden, vonthade@uiuc.edu

 


 

122. Theoretical Advancement: Saturday, 8:00–9:50
Hart (4th floor)

Identifying Determinants of Age-Related Change: Looking Beyond Chronological Age

Age has often been used as a proxy variable for various factors that are assumed to influence work-related outcomes. This session will provide conceptual and empirical evidence that aging research can benefit from identifying the true drivers of individual behavioral changes previously associated with chronological age.

James L. Farr, Pennsylvania State University, Chair

Alexander R. Schwall, Pennsylvania State University, Co-Chair

Boris B. Baltes, Wayne State University, Malissa A. Clark, Wayne State University, Lindsey M. Kotrba, Denison Consulting, Aging and Work–Family Challenges

Alexander R. Schwall, Pennsylvania State University, When Aging Individuals Look Ahead: The Effects of Time Remaining in Life and Time Remaining Until Retirement on Self-Regulation and Motivation

Margaret E. Beier, Rice University, Madeline Campbell, Rice University, Ability and Motivation in Training: A Theoretical Approach to Understanding the Relation Between Learning and Aging

Harvey L. Sterns, University of Akron, Yoshie Nakai, University of Akron, Boin Chang, University of Akron, The Evolving Life-Span Developmental Approach Within Industrial-Organizational Psychology

Jerry W. Hedge, Organizational Solutions Group, Discussant

Submitter: Alexander R. Schwall, ars214@psu.edu

 


 

123. Practice Forum: Saturday, 8:00–9:50
O’Neill (4th floor)

The Generalizability of Personality Assessment Techniques in Non-Western Cultures

This forum presents leading-edge research and findings regarding issues in cross-cultural personality assessment.  Issues in the definition, measurement, and validation of personality constructs (work styles) in non-Western cultures are addressed.  Practical issues, such as the role of response distortion and the stability of measured personality, will also be explored.

Richard D. Arvey, National University of Singapore, Chair

Ronald C. Page, Human Resource Consultants, Optimizing the Generalizability of the Work Behavior Inventory Across Cultures

Ying (Lena) Wang, China Europe International Business School, William H. Mobley, China Europe International Business School, Construct and Predictive Validation of Personality Measures in China: Is China Different?

Kaiguang (Carl) Liang, C&D Management Consulting, Xin (Sheena) Yang, C&D Management Consulting, Challenges in Implementing Personality Assessment in Chinese Firms

Thomas L. Payne, Human Resource Consultants, South East Asia, Issues in the Validation of Personality Assessment in Thailand

Aletta Odendaal, University of South Africa, Deon de Bruin, Johannesburg University, Thomas L. Payne, Human Resource Consultants, South East Asia, Cross-Cultural Differences in Social Desirability Scores in South Africa

Submitter: Ronald C. Page, ronald.page@hrconsultants.com

 


 

124. Symposium: Saturday, 8:00–9:50
Ziegfeld (4th floor)

Leadership for Critical Response Organizations

Critical response organizations (CRO) such as military, police, fire and other organizations that protect the social order demand effective, engaged authentic leaders to function and survive. This symposium presents recent research that advances the knowledge of CRO leadership including crisis leadership, courage, efficacy, competence, character, trust, and authentic leadership development.

Sean T. Hannah, United States Military Academy, Chair

Patrick J. Sweeney, United States Military Academy, Co-Chair

Michelle Zbylut, U.S. Army Research Institute, Rebecca J. Reichard, Kravis Leadership Institute, Leadership During Crisis: A Multilevel Look Across Levels of Crisis and Time

Pauline Schilpzand, University of Florida, Terence R. Mitchell, University of Washington, Timothy A. Judge, University of Florida, Amir Erez, University of Florida, Courage in the Military and Business Organizations: Contrast and Comparisons

Sean T. Hannah, United States Military Academy, Bruce J. Avolio, University of Nebraska, Developing Confident Leaders for Critical, Response Organizations: An Agentic Leadership Efficacy Intervention

Patrick J. Sweeney, United States Military Academy, Leader Attributes That Influence the Development of Trust in Military Organizations

Fred Walumbwa, Arizona State University, Bruce J. Avolio, University of Nebraska, William Gardner, University of Nebraska-Lincoln, Tara Wernsing, University of Nebraska-Lincoln, Suzanne J. Peterson, Arizona State University, Development and Analysis of a Multidimensional Theory-Based Measure of Authentic Leadership

Submitter: Sean T. Hannah, sean.hannah@usma.edu

 


 

125. Symposium: Saturday, 8:00–9:50 
Shubert (6th floor)
Job-Seeking as a Self-Regulatory Process: Trainable Predictors of Job-Search Intensity

Five studies, conducted in 4 nations use longitudinal, experimental, and cross-sectional approaches for addressing the self-regulatory processes underlying job search. Variables of particular interest are training (4 studies), job-search clarity (2 studies) and different goals and strategies underlying job search (3 studies), as well as outcomes of self-regulated job search (4 studies).

Edwin A. J. Van Hooft, Erasmus University Rotterdam, Chair

Ute-Christine Klehe, University of Amsterdam, Co-Chair
Craig D. Crossley, University of Nebraska, Gretchen Vogelgesang, University of Nebraska, Michelle Fleig-Palmer, University of Nebraska, Job Search Strategies and Employment Goals and Outcomes

Ute-Christine Klehe, University of Amsterdam, Jelena Zikic, University of Toronto, Annelies E. M. Van Vianen, University of Amsterdam, Siok-Lian Sih, University of Amsterdam, Should I Stay or Should I Go? Predicting Job Search During Times of Job Insecurity

Cornelia Niessen, University of Konstanz, Nina Heinrichs, Technical University of Braunschweig, Sandra Dorr, Technical University of Braunschweig, Age-Related Changes in Job Search and Retraining During Unemployment

Jelena Zikic, University of Toronto, Alan M. Saks, University of Toronto, What Can Job Seekers Do to Improve Their Job Search Clarity and Job Search Self-Efficacy?

Edwin A. J. Van Hooft, Erasmus University Rotterdam, Gera Noordzij, Erasmus University Rotterdam, Effects of Goal Orientation on Job Seeking and Reemployment: An Intervention Study Among Unemployed Individuals

Connie R. Wanberg, University of Minnesota, Discussant

Submitter: Edwin A. J. Van Hooft, vanhooft@fsw.eur.nl

 


 

126. Poster Session: Saturday, 8:00–8:50
Westside (5th floor)

Motivation & Innovation

126-1.  Individual Antecedents of the Psychological Contract During the Preemployment Stage

This paper addresses the relationship between individual antecedents (optimism, career strategy, individual career management, and work importance) and graduates’ pre-employment beliefs about their psychological contract with their future employer. The results of a survey largely confirm our hypotheses. The implications of our findings for psychological contract formation are discussed.

Ans De Vos, Vlerick Leuven Gent Management School

Annelies Meganck, Vlerick Leuven Gent Management School

Dirk Buyens, Ghent University

Submitter: Dirk Buyens, dirk.buyens@vlerick.be

126-2.  Intuition and Creative Problem Solving: An Investigation of Influences

The purpose of this study was to understand the relationship between intuition and creative thought. We developed a measure of individual differences in intuition as applied to a specific domain to study this relationship. The conclusion was that individuals that are highly intuitive people produced more creative problem solutions.

Dawn L. Eubanks, University of Oklahoma

Stephen T. Murphy, University of Oklahoma

Michael D. Mumford, University of Oklahoma

Submitter: Dawn L. Eubanks, deubanks@psychology.ou.edu

126-3.  Goals, Performance and Time: Applying Goal Setting to Flow Theory

This study examined the effects of goal condition on performance and time estimation, a component of flow theory. In an experimental setting, participants in the specific difficult goal condition outperformed those in the no-goal condition and estimated the time to be earlier than it was in reality.

Anna L. Sackett, University at Albany, SUNY

Linda R. Shanock, University at Albany, SUNY

Paul Schmidt, University at Albany, SUNY

Submitter: Anna L. Sackett, annasackett@yahoo.com

126-4.  Self-Determined Motivation and Organizational Citizenship Behaviors: A Multilevel Model

A multilevel field study was conducted to examine how self-determined motivation and perceptions of work climate related to organizational citizenship behaviors (OCB) performed by staff-level nurses in 6 different hospitals. Results supported positive relationships between autonomous motivation and OCB.  Implications of these results on theory and practice are discussed.

Nathan Schneeberger, Wonderlic, Inc

Kevin J. Williams, University at Albany-SUNY

Submitter: Nathan Schneeberger, ns9529@albany.edu


126-5.  Contextual Boundary Conditions to Brainwriting for Idea Generation Within Organizations

Although people generally enjoy brainstorming, they collectively generate more and better ideas when brainwriting (i.e. sharing written ideas in a time- and sequence-structured format). This conceptual paper outlines theoretically derived potential contextual boundary conditions to findings from “brainwriting” laboratory research generalizing to effectively address real-world organizational challenges.

Peter A. Heslin, Southern Methodist University

Submitter: Peter A. Heslin, heslin@cox.smu.edu

126-6.  The Effects of Four-Factor Goal Orientation on Goal-Setting Processes

This study integrated 4-factor goal-orientation theory with goal-setting theory. Three hundred thirty-five business students indicated their goal orientations, self-efficacy, and self-set goal for the semester. Results from the LISREL mediational model indicated that after controlling for ability, the 4 goal-orientation variables differentially influenced self-efficacy, self-set goals, and performance.

David J. Radosevich, Montclair State University

Mark Allyn, Montclair State University

Seokhwa Yun, Seoul National University

J. Craig Wallace, Oklahoma State University

Submitter: David J. Radosevich, david.radosevich@montclair.edu

126-7.  Job Insecurity and Employee Satisfaction, OCBs, Deviance, and Negative Emotions

This research examines the effects of job insecurity on 3 organizational outcomes:  job satisfaction, organizational citizenship and deviant behaviors, and negative emotions (anxiety, anger, and burnout). The findings show that job insecurity is negatively related to satisfaction and job insecurity has both direct and indirect effects on the outcomes investigated.

William D. Reisel, St. John’s University

Tahira M. Probst, Washington State University, Vancouver

Swee-Lim Chia, La Salle University

Cesar M. Maloles, III, California State University, East Bay

Submitter: Tahira M. Probst, probst@vancouver.wsu.edu

126-8.  Explaining Early Retirement Intentions From Work and Nonwork Factors

This study investigated the early retirement intentions of 346 older Dutch employees by extending the theory of planned behavior with contextual conditions. Employees’ attitudes, the spouse’s subjective norm, perceived control, and anticipated work quality were significant predictors of the intention to retire before the official retirement age, that is, 65 years.

Karen Van Dam, Tilburg University

Janine D. M. van der Vorst, Human Capital Group

Beatrice I. J. M. van der Heijden, Maastricht School of Management

Submitter: Karen Van Dam, K.vanDam@uvt.nl

126-9.  Associations Among Polychronicity, Goal Orientation, and Error Orientation

Two samples of participants completed questionnaires measuring polychronicity, goal orientation, and error orientation (n = 302; n = 105). As hypothesized, polychronicity was related to learning goal orientation and performance-avoid goal orientation. In addition, goal orientation mediated the relationship between polychronicity and error orientation. Discussion emphasizes construct development and interrelationships.

Kraig L. Schell, Angelo State University

Jeffrey M. Conte, San Diego State University

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

 


 


126-10.  Does Goal Orientation Imply a Perspective on Time?

Participants in 2 samples completed questionnaires measuring goal orientation and time urgency (n = 61; n = 44). Results showed that learning goal orientation correlated strongly with the time urgency dimensions of Competitiveness and General Hurry in both samples. The incorporation of time perceptions into goal orientation theory is discussed.

Kraig L. Schell, Angelo State University

Julie Ann Maggard, Angelo State University

Jeffrey M. Conte, San Diego State University

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

126-11.  Employee Learning Behavior and Creativity: A Social Identity Approach

This research uses a social identity analysis to predict employee creativity. It is hypothesized that team identification enhances employee’s creativity, mediated by individual learning behavior. Secondly, we proposed that leader’s inspirational communication and prototypicality moderate the relationship between identification and learning behavior.  Data based on 114 employee–supervisor ratings supported predictions.

Giles Hirst, Monash University

Rolf Van Dick, Johann Wolfgang Goethe University Frankfurt

Daan van Knippenberg, Erasmus University Rotterdam

Submitter: Giles Hirst, giles.hirst@med.monash.edu.au

126-12.  An Examination of Goal-Orientation Patterns and Task-Specific Self-Efficacy

The present study examined the impact of goal orientation on self-efficacy using a pattern approach to studying individual differences. The results indicated that certain goal-orientation patterns were associated with higher levels of self-efficacy and that past examinations of the independent effects of the goal-orientation dimensions may be misleading.

John J. Donovan, Rider University

Patrice L. Esson, Virginia Tech

Rachel Backert, Virginia Tech

Submitter: John J. Donovan, jdonovan@rider.edu

126-13.  Evidence for Differences Among Performance Goal Types

Grant and Dweck’s (2003) distinction between ability versus normative performance goals was empirically tested in a longitudinal sample of college students. Both factor analysis and differential relationships of ability and normative goals with coping strategies and motivational processes suggested this distinction may be important for organizational scholars.

Stephanie Lynn Shively, University of Akron

Rosalie J. Hall, University of Akron

Submitter: Stephanie Lynn Shively, sls68@uakron.edu

126-14.  Are Goal-Orientation Comparisons Appropriate Between American and Korean Groups?

This study tested for measurement invariance of VandeWalle’s (1997) goal-orientation instrument across Korean and American workers using multigroup confirmatory factor analysis.  Across groups, learning and proving orientations were invariant, but avoiding goal orientation was partially noninvariant. Implications for goal orientation and comparisons between Korean and American respondents are discussed.

Aaron Michael Watson, North Carolina State University

Adam W. Meade, North Carolina State University

Eric A. Surface, SWA Consulting Inc.

Don VandeWalle, Southern Methodist University

Submitter: Aaron Michael Watson, amwatson@ncsu.edu

126-15.  Subcultures Tell the Story: Perceptions of Innovation-Capacity Culture

We administered the Innovation-Capacity Culture Survey to 3 global companies and investigated differences in perceptions of culture across companies and functional units. We found that scores differed by company and by functional unit and suggest that functional units represent important organizational subcultures. Implications for researchers and managers are discussed.

April R. Cantwell, North Carolina State University

Torrey R. Mullen, North Carolina State University

Lynda Aiman-Smith, North Carolina State University

Submitter: Torrey R. Mullen, trmullen@nc.rr.com

126-16.  Empowerment and Employee Creativity: A Multidimensional Approach

Drawing from empowerment and creativity theories, this study incorporates 2 conceptualizations of empowerment to explain how to encourage employee creativity. Using a survey data from a large IT company, we found that both psychological and job structural empowerment positively influence creativity through creative process engagement and/or intrinsic motivation.

Xiaomeng Zhang, University of Maryland, College Park

Kathryn M. Bartol, University of Maryland, College Park

Submitter: Xiaomeng Zhang, xiaomeng_zhang@rhsmith.umd.edu

126-17.  Self-Regulatory Depletion and Adaptation Across Tasks

Previous research has produced conflicting findings regarding whether self-regulatory behavior improves or deteriorates over time. This study demonstrated that the level of opportunity to adapt to task demands may determine which effect is observed and explored mediating mechanisms. Results are consistent with both depletion and adaptation views of self-regulatory behavior.

Patrick D. Converse, Florida Institute of Technology

Richard P. DeShon, Michigan State University

Submitter: Patrick D. Converse, pconvers@fit.edu

126-18.  Exploring Mediating Mechanisms in Self-Regulatory Behavior Across Tasks

Recent research suggests that self-regulatory behavior deteriorates over time as a result of resource depletion. This study examined differential hemispheric activation as an alternative mediating mechanism. Results indicated avoidance-oriented self-regulation produced greater relative right hemispheric activity, suggesting differential activation may account for some changes in self-regulation over time.

Erin M. Schlacks, Florida Institute of Technology

Patrick D. Converse, Florida Institute of Technology

Tomer Gotlib, Florida Institute of Technology

Joshua S. Quist, Florida Institute of Technology

Matthew Merbedone, Florida Institute of Technology

Submitter: Patrick D. Converse, pconvers@fit.edu

126-19.  Work Avoidance and Goal Orientations in Work and Academic Domains

Correlates of goal orientations and work avoidance (desire to minimize effort) were investigated in work and academic domains revealing similar patterns. Work-avoidant individuals perceived their work as meaningless and uninteresting and their needs (e.g., competence) as not being met. Work avoidance was also negatively associated with citizenship behaviors.

Carolyn M. Jagacinski, Purdue University

Shamala Kumar, Purdue University

Holly Lam, Valtera Corporation

Donald E. Lustenberger, Purdue University

Submitter: Carolyn M. Jagacinski, jag@psych.purdue.edu

126-20.  Relationships Between Organizational Justice and Different Motivational Orientations

We examined relations between organizational justice and work motivation. Using self-determination theory, we found that procedural, interpersonal, and informational justice were positively related to autonomous motivation. Distributive justice was positively related to autonomous motivation only when procedural justice was high. Autonomous motivation mediated the effect of justice on job satisfaction.

Marylene Gagne, Concordia University

Magda Donia, Concordia University

Nicole Berube, Concordia University

Submitter: Marylene Gagne, mgagne@jmsb.concordia.ca

126-21.  Cultural Differences in Feedback Inquiry

Research on feedback inquiry may be based on assumptions that are not universally valid. This study examined cultural differences in feedback inquiry using an experimental policy-capturing design. Findings demonstrated cross-cultural differences in the importance of contextual and individual variables in predicting feedback inquiry. Implications of the research are discussed.

Heather MacDonald, University of Waterloo

Douglas J. Brown, University of Waterloo

Lorne M. Sulsky, Wilfrid Laurier University

Submitter: Heather MacDonald, hmacdona@watarts.uwaterloo.ca

126-22.  Ingroup Identification as a Mediator between LMX and Job Satisfaction

The present study hypothesized and tested the mediating role of ingroup identification between LMX and employees’ job satisfaction. Data from undergraduate students who are employed or have past working experience were collected. Results supported the predicted mediating effect of ingroup identification. Implications and limitations were discussed.

Run (Lily) Ren, Texas A&M University

Submitter: Run (Lily) Ren, Lren@mays.tamu.edu


126-23.  The Effects of Multiple Learning and Outcome Goals on Performance

The effects multiple goals on the performance of an unfamiliar task were investigated.  A single focus on either assigned outcome or learning goals was best for performance. Performance was high when either personal outcome or learning goals were difficult. Strategies mediated the effects of outcome goals and self-efficacy on performance.

Aline Masuda, IESE Business School of Barcelona

Submitter: Aline Masuda, AMasuda@iese.edu

126-24.  Creativity: The Influence of Social Intelligence, Openness, and  Performance Pressure

This laboratory study explored the influence of social intelligence, Openness to Experience, and performance pressure on the creativity of solutions generated to a leadership problem. Results revealed a direct, positive influence of social intelligence in addition to significant interactions between social intelligence and pressure and between Openness and pressure.

Jody J. Illies, Saint Cloud State University

April Basarich, Saint Cloud State University

Marcy Young Illies, University of Nebraska-Omaha

Roni Reiter-Palmon, University of Nebraska-Omaha

Submitter: Jody J. Illies, jjillies@stcloudstate.edu

126-25.  Characteristics of Self-Efficacy Interventions Within Work-Related Contexts: A Meta-Analysis

To determine the magnitude of self-efficacy intervention effects within work-related contexts we conducted a meta-analysis of 119 studies (N = 9,559; 708 effect sizes). Results indicated a medium overall corrected population effect size (d =.49), although moderator effect estimates varied based on type of criterion, organization, study setting, and intervention methods.

D. Brian McNatt, Old Dominion University

Stacy Campbell, University of Georgia

Robert R. Hirschfeld, University of Georgia

Submitter: D. Brian McNatt, dmcnatt@odu.edu

126-26.  The Effects of Feedback and Stress on Workplace Outcomes

We examined relationships in a model integrating feedback, social support, and stress effects on performance and attitudes.  Results revealed that feedback sign and social support influence perceived feedback accuracy and helpfulness, stress, and job satisfaction.  This study serves as a guide for combining related concepts into integrated models.

Paul R. Heintz, Edison College

Debra Steele-Johnson, Wright State University

Submitter: Paul R. Heintz, heintz@edisonohio.edu

126-27.  Personality and Values as Predictors of Motivated Behavior

This paper considers the individual difference constructs of personality and values as they relate to motivational processes.  It proposes that personality and values have differential impacts on different motivational processes, such that values are more relevant to goal content, and personality is more relevant to goal striving (effort and persistence).

Laura Parks, University of Iowa

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

126-28.  An Examination of Some Temporal Implications of Goal Setting

This study examined the effects of goal setting over time.  The effects of multiple failures or  multiple successes were examined for subjects in difficult goal, moderate goal, and do-your-best goal conditions on task performance, affect, and satisfaction.  Over time, goal failures resulted in substantial declines in performance, affect, and satisfaction.

Sara R. Cooper, University of Minnesota

Charles L. Hulin, University of Illinois

Nathan R. Kuncel, University of Minnesota

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


127. Practice Forum: Saturday, 8:00–9:50
Broadway S (6th floor)

Top-Rated Practice Forum: Doing Competencies Well

Four practitioners from different organizations and industries will present their perspectives on doing competencies well.  Analysis and practical guidance around competency research; case examples of very different, yet solid, approaches; and broad perspective from consultants are included.

Alexis A. Fink, Microsoft Corporation, Chair

Linda S. Carr, Sun Microsystems, Competencies: A 10-Year Perspective

Alexis A. Fink, Microsoft Corporation, Competency Modeling @ Microsoft

Geneva M. Phillips, Boeing Company, Ronald B Odman, Boeing Company, A Comprehensive Competency Approach:  Life After Job Analysis

Brian J. Ruggeberg, Aon Consulting, A Consultant’s Perspective on Doing Competencies Well:  Methods, Models, Lessons

Michael A. Campion, Purdue University, Discussant

Submitter: Alexis A. Fink, alexis.fink@microsoft.com

 


 

128. Symposium: Saturday, 8:00–9:50
Broadway N (6th floor)

Predicting Leadership: The Good, the Bad, the Different, the Unnecessary

This symposium explores cutting-edge topics in leadership research. Specific questions include (a) which leadership behaviors matter the most? (b) how does personality relate to leadership behaviors and outcomes? and (c) what is the co-occurrence of wrongdoing among senior leaders? The empirical work has implications for leadership theory and the practice.

John P. Campbell, University of Minnesota, Chair

Michael J. Benson, U.S. Air Force, Co-Chair

Ronald F. Piccolo, University of Central Florida, Joyce E. Bono, University of Minnesota, Timothy A. Judge, University of Florida, Emily E. Duehr, Personnel Decisions Research Institutes, John P. Muros, University of Minnesota, Which Leader Behaviors Matter Most? Comparing Dimensions of the LBDQ and MLQ

Emily E. Duehr, Personnel Decisions Research Institutes, Joyce E. Bono, University of Minnesota, Personality and Transformational Leadership: Differential Prediction for Male and Female Leaders

Michael J. Benson, U. S. Air Force, John P. Campbell, University of Minnesota, Derailing and Dark Side Personality: Incremental Prediction of Leadership (In)Effectiveness

Hannah J. Foldes, Personnel Decisions International, Deniz S. Ones, University of Minnesota, Wrongdoing Among Senior Leaders: Critical Incidents and Witnessed Co-Occurrence

Gordon J. Curphy, Self-employed, Discussant

Robert T. Hogan, Hogan Assessment Systems, Discussant

Submitter: Michael J. Benson, benson.mj@gmail.com

 


 

129. Community of Interest: Saturday, 8:00–8:50
Uris (6th floor)

Entry-Level Selection

John D. Arnold, Polaris Assessment Systems, Facilitator

Kirk L. Rogg, Aon Consulting, Facilitator

Thomas D. Heetderks, Yum Brands, Facilitator

 


 

130. Symposium: Saturday, 8:00–9:50
Plymouth (6th floor)

Swimming in Global Waters: Integrating Culture Into Interpersonal Performance

This symposium presents research focused on incorporating culture into understanding of interpersonal performance, beginning with 2 theoretical models integrating culture into interpersonal skill performance.  In addition, the role of global identification in acculturation processes is discussed, and the lessons learned from an effort developing social skills training for cross-cultural performers are reviewed.

Gerald F. Goodwin, U.S. Army Research Institute, Chair

Whitney E. Botsford, George Mason University, Michelle M. Wisecarver, U.S. Army Research Institute, Knowledge and Skills: Building Blocks for Effective Interpersonal Performance

Joan R. Rentsch, University of Tennessee, Allison Gundersen, Case Western Reserve University, Allison Abbe, U.S. Army Research Institute, Lisa M.V. Gulick, George Mason University, Multicultural Perspective-Taking Competencies

Jeffrey L. Herman, George Mason University, Lois E. Tetrick, George Mason University, Cultural Identity and International Assignments: An Empirical Look at Global Identity, Expatriate Acculturation and Repatriate Adjustment

Tara D. Carpenter, Federal Management Partners, Application of Theory in the Development of a Social Skill Training Program for Soldiers Working in Other Cultures: Challenges, Successes, and Lessons Learned

Michele J. Gelfand, University of Maryland, Discussant

Submitter: Gerald F. Goodwin, jay.goodwin@hqda.army.mil

 


 

131. Practice Forum: Saturday, 8:00–9:50
Majestic (6th floor)

Keeping Good Employees: Approaches for Reducing Turnover and Increasing Retention

Organizations lose billions every year in turnover-related expenses.  Surprisingly, there is a dearth of research examining best practices concerning turnover and retention.  This forum presents best practice examples concerning how I-O psychologists can better use turnover data to drive other human resource functions, retain critical employees, and reduce turnover.

Jared D. Lock, Hogan Assessment Systems, Chair

Jared D. Lock, Hogan Assessment Systems, Predicting Talent and Turnover: Selecting For Retention and Performance

Michael Hepperlen, MDA Leadership Consulting, John Zehr, MDA Leadership Consulting, Sharon Sackett, University of Minnesota, Leveraging Employee Turnover Analysis for Leadership Training and Development

Courtney L. Holladay, University of Texas, MD Anderson Cancer Center, Corey Helm, University of Texas, MD Anderson Cancer Center, Frank Tortorella, University of Texas, MD Anderson Cancer Center, Using Employee Feed-back Processes to Drive Pay-for-Performance Initiatives

Amy Clampett, SHL, Identifying High Potentials and Minimizing Key Player Turnover

John R. Leonard, Valero Energy Corporation, Liana Knudsen, Dell Computer, Preparing for the Perfect Storm: Successfully Approaching Impending Turnover

Submitter: Jared D. Lock, Jlock@HoganAssessments.com

 


 

132. Panel Discussion: Saturday, 8:00–9:50
Winter Garden (6th floor)

Talking With Clients: What to Say, When to Shut Up

Good science makes good practice, but convincing clients can be a challenge. This panel will focus on practitioner strategies for communicating complex, often sensitive, information to a variety of client audiences.  Communication types will include encouraging best practices, balancing influence with objectivity, communicating bad news, and what not to say.

Stephanie R. Klein, PreVisor, Chair

Paul D. DeKoekkoek, Sprint, Panelist

Rick R. Jacobs, Pennsylvania State University, Panelist

Ulf Chris Kubisiak, Personnel Decisions Research Institutes, Panelist

Ken Lahti, PreVisor, Panelist

Amy McKee, Self-Employed, Panelist

Submitter: Stephanie R. Klein, sklein@previsor.com


 

133. Symposium: Saturday, 8:00–9:50
Soho (7th floor)

When Smiles Are Required: Understanding Display Rules and Emotional Labor

Employees are often encouraged, by organizational training and incentive systems, to adhere to display rules that require them to regulate the emotions that they express to others. The research presented in this symposium seeks to contribute to the understanding of the role display rules have in the emotional labor process.

Patricia Barger, Bowling Green State University, Chair

Jennifer Z. Gillespie, Bowling Green State University, Co-Chair

Andrea Silke Holub, University of Heidelberg, Deborah E. Rupp, University of Illinois at Urbana-Champaign, Alicia A. Grandey, Pennsylvania State University, Justice and Emotional Labor: Implications for Customer Service, Fairness Theory, and the Multifoci Perspective

Patricia Barger, Bowling Green State University, Jennifer Z. Gillespie, Bowling Green State University, Towards Explaining Emotional Labor: The Role of Emotional Discrepancies

Erin M. Richard, Florida Institute of Technology, James M. Diefendorff, University of Akron, Breaking the Rules: Examining Predictors of Display Rule Deviance

John P. Trougakos, University of Toronto, Christine Jackson, Purdue University, An Examination of Situational and Dispositional Antecedents of Surface Acting: Implications for Affective Delivery and Task Performance

Markus Groth, Australian Graduate School of Management, Steven Frenkel, Australian Graduate School of Management, Forced to Smile: The Effects of Emotional Labor of Call Center Employees on Performance and Absenteeism

Daniel J. Beal, Rice University, Discussant

Submitter: Patricia Barger, pbarger@bgnet.bgsu.edu

 


 

134. Symposium: Saturday, 8:00–9:50
Gramercy (7th floor)

Social Support, Leadership, and Work–Family Outcomes

The papers in this symposium advance our understanding of formal work–family practices and informal support in supervisory and peer relationships in predicting various work attitudes as well as reducing work–family stress.  Discussion will focus on linking the science and practice of leadership, social support, and work–life balance in organizations.

Jeanette N. Cleveland, Pennsylvania State University, Chair

Michelle M. Harrison, Pennsylvania State University, Co-Chair

April Jones, Pennsylvania State University, Co-Chair

Michelle M. Harrison, Pennsylvania State University, April Jones, Pennsylvania State University, Jeanette N. Cleveland, Pennsylvania State University, John O’Neill, Pennsylvania State University, Viewing the Work–Family Interface Through a Leadership Perspective

Nicole Neff, Pennsylvania State University, Luke Brooks-Shesler, U.S. Office of Personnel Management, Julie Brill, U.S. Office of Personnel Management, Lois E. Tetrick, George Mason University, Satisfaction With Work and Family Policies: The Role of Supervisory Support

Alma McCarthy, National University of Ireland-Galway, Jeanette N. Cleveland, Pennsylvania State University, April Jones, Pennsylvania State University, An Investigation of the Role of Coworker Support in Managing Work and Family

Ellen E. Kossek, Michigan State University, Shaun Pichler, Michigan State University, Leslie B. Hammer, Portland State University, Todd Bodner, Portland State University, Contextualizing Workplace Supports for Family: An Integrative Meta-Analysis of Direct and Moderating Linkages to Work–Family Conflict

Marian N. Ruderman, Center for Creative Leadership, Discussant

Submitter: Michelle M. Harrison, mmh218@psu.edu

 


 

135. Symposium: Saturday, 8:00–9:50
Empire (7th floor)

Living Up to Expectations: Gender Stereotyping and Work

This symposium presents empirical studies that examine the effects of gender stereotyping on work-related outcomes for women.  Gender stereotyping of leadership abilities, the managerial role, jobs, and business school programs are explored.  Research results and their implications for organizations and women in the workplace will be discussed.

Debra S. Gatton, Tiffin University, Chair

Jay M. Dorio, University of South Florida, Walter C. Borman, Personnel Decisions Research Institutes, Barbara A. Fritzsche, University of Central Florida, Gender-Role Stereotypes, Racial Stereotypes, and the Sex-Typing of Jobs: The Influence on Performance Evaluations/360-Degree Feedback

Victoria Robson, Virginia Tech, Roseanne J. Foti, Virginia Tech, Leadership Emergence: Do Males Always Dominate?

Debra S. Gatton, Tiffin University, Cathy L. Z. DuBois, Kent State University, Robert H. Faley, Kent State University, Revisiting Gender Stereotyping of Occupations and the Corporate Culture: Has a Decade Made a Difference?

Wendy S. Harman, Truman State University, Tara Ceranic, University of Washington, Socializing Masculinity in Business School

Margaret S. Stockdale, Southern Illinois University-Carbondale, Discussant

Submitter: Debra S. Gatton, dgatton@tiffin.edu

 


 

136. Symposium: Saturday, 8:00–9:50
Chelsea (7th floor)

Work Group Diversity: Sophisticated Conceptualizations, Task-Relevant Characteristics, and Multilevel Perspectives

The papers in this symposium advance the work group diversity literature by proposing and testing more sophisticated conceptualizations of the positive versus negative effects of diversity (including mediators and moderators), identifying and studying diversity in task-relevant characteristics, and addressing the nature and effects of diversity at different levels of analysis.

Jana L. Raver, Queen’s University, Chair

Daan van Knippenberg, Erasmus University Rotterdam, Co-Chair

Jana L. Raver, Queen’s University, Daan van Knippenberg, Erasmus University Rotterdam, Openness to Diversity and the Informational Benefits of Gender Diversity

Daan van Knippenberg, Erasmus University Rotterdam, Jeremy F. Dawson, Aston University, Michael A. West, Aston University, Diversity Faultlines, Team Reflexivity, and Team Innovation

Susan Mohammed, Pennsylvania State University, Lori A. Ferzandi, Pennsylvania State University, Michelle M. Harrison, Pennsylvania State University, Jodi Himelright, Pennsylvania State University, Diversity in Action-State Orientation: Effects on Team Process and Performance

Prasad Balkundi, SUNY at Buffalo, David A. Harrison, Pennsylvania State University, Frankie Weinberg , University of Georgia, Multiple Diversity Threads in the Texture of Team Functioning: Material Roles of Knowledge and Network Structures

Andrew P. Knight, University of Pennsylvania, Katherine J. Klein, University of Pennsylvania, Mathis Schulte, Columbia University, Decomposing the Black Box of Diversity: A Multilevel Variance Partitioning Approach

Yves R. F. Guillaume, Aston University, Felix C. Brodbeck, Aston University, The Interactive Effect of Gender Dissimilarity and Time on Individual Group Member Performance

Submitter: Jana L. Raver, jraver@business.queensu.ca

 


 

137. Panel Discussion: Saturday, 8:00–9:20
Duffy (7th floor)

High-Stakes Interviews:  Techniques for Maximizing Recall and Minimizing Deception

I-O psychologists traditionally utilize interviewing techniques for organizational assessments and employee selection and promotion.  This panel examines whether and how “traditional” interviewing techniques translate to high-stakes arenas such as national security, criminal investigations, and clinical settings.  Topics include accurate recall, lying, deception, emotionality, interviewing, intervening, and interviewer reactions.

Joyce Silberstang, Adelphi University, Chair

Kevin Colwell, Valdosta State University, Panelist

Thomas Diamante, Risk Consulting, Panelist

Ilene F. Gast, U.S. Customs and Border Protection, Panelist

Manuel London, SUNY-Stony Brook, Panelist

K. C. Rondello, Adelphi University, Panelist

Jennifer Wisdom, Oregon Health & Science University, Panelist

Submitter: Joyce Silberstang, silberstang@adelphi.edu


 

138. Interactive Posters: Saturday, 8:00–8:50
Harlem (7th floor)

Engagement

Patrick Kulesa, ISR, Facilitator

138-1.  The Effect of Transformational Leadership on Follower Work Engagement

This study examined whether follower characteristics moderated the relationship between transformational leadership and follower work engagement. Hierarchical linear modeling (HLM) results showed that leader-rated follower characteristics moderated the positive effect of transformational leadership on follower work engagement.  Impli-cations for theory, research, and practice are discussed.

Weichun Zhu, Harvard University

Bruce J. Avolio, University of Nebraska

Fred Walumbwa, Arizona State University

Submitter: Weichun Zhu, weichun_zhu@ksg.harvard.edu

138-2.  Effect of Boredom on Underemployment, Employee Engagement, and Job Performance

The current study examined the effect of trait boredom (boredom proneness) on subjective underemployment, employee engagement, and job performance.  Consistent with expectations, boredom-prone workers perceived themselves to be underemployed, exhibited less workplace engagement, and received lower performance ratings from supervisors.  Study implications, limitations, and directions for future research are discussed.

John D. Watt, University of Central Arkansas

Submitter: John D. Watt, johnwatt@uca.edu

 

138-3.  An Empirical Investigation of the Stability of Employee Engagement

Organizational engagement is a new concept related to a large literature on job attitudes.  The goal of this paper was to advance the literature on engagement.  We investigated longitudinal hypotheses regarding the stability of employee engagement across a 3-year period with mixed support.

Jennifer D. Kaufman, Dell, Inc.

Alan D. Mead, PAQ Services, Inc.

Tom Rauzi, Dell, Inc.

John O. DeVille, Dell, Inc.

Submitter: Alan D. Mead, amead@alanmead.org

138-4.  Engaging the Aging Workforce: How Age Affects Employee Engagement

Many organizations seem poorly positioned to engage their aging workforces. We examined the interplay between age, workgroup age composition, and age-related attitudes on engagement. Older employees were less engaged, and the effects of age similarity on the engagement of older workers depended on their satisfaction with their fellow older colleagues.

Derek R. Avery, Rutgers University

Patrick F. McKay, University of Wisconsin-Milwaukee

David C. Wilson, University of Delaware

Submitter: Derek R. Avery, davery@camden.rutgers.edu

 


 

139. Symposium: Saturday, 8:00–9:50
Marquis C (9th floor)

Employee Engagement:  Where Are We and Where Are We Going?

Employee engagement is emerging as an important construct for helping researchers and practitioners understand business-related outcomes (e.g., productivity, commitment, and greater effort). The symposium will identify best practices for measuring and researching engagement and providing further information about the outcomes and antecedents of work engagement.

Holly S. Payne, Development Dimensions International, Chair

Lisa Baranik, University of Georgia, Co-Chair

Ronald G. Downey, Kansas State University, Andrew J. Wefald, Kansas State University, Dianne E. Whitney, Kansas State University, Does the UWES Scale Measure Engagement?

Clive Fullagar, Kansas State University, “Flow” in Engagement: Discovering the State Component

Joseph A. Jones, Development Dimensions International, Paul R. Bernthal, Development Dimensions International, Tying the Corporate Knot: Examining the Relationship Between Leader and Follower Engagement

Thomas W. Britt, Clemson University, Job Engagement as a Buffer and Magnifier of the Relationship Between Organizational Stressors and Outcomes

Ofira Shraga, Tel Aviv University, Arie Shirom, University of Tel Aviv, Characteristics and Job Satisfaction as Predictors of Work-Related Vigor

Debra L. Nelson, Oklahoma State University, Discussant

Submitter: Holly S. Payne, Holly.Payne@ddiworld.com

 


 

140. Panel Discussion: Saturday, 8:00–9:50
Marquis B (9th floor)

Alternative Validation Strategies: Developing New and Leveraging Existing Validation Evidence

The most recent volume in SIOP’s Professional Practice Series is scheduled for publication to be available for this SIOP conference.  This submission proposes a panel discussion among the chapter authors, with each bringing particular expertise regarding their chapters and broad expertise to the entire topic of developing validation evidence.

S. Morton McPhail, Valtera Corporation, Chair

Wade M. Gibson, W. M. Gibson & Associates, Inc., Panelist

Calvin C. Hoffman, Alliant International University, Panelist

Joyce C. Hogan, Hogan Assessment Systems, Panelist

Jeff W. Johnson, Personnel Decisions Research Institutes, Panelist

Timothy E. Landon, University of Michigan-Dearborn, Panelist

Frank J. Landy, Landy Litigation Support Group, Panelist

Michael A. McDaniel, Virginia Commonwealth University, Panelist

Lorin M. Mueller, American Institutes for Research, Panelist

Damian J. Stelly, Valtera Corporation, Panelist

Nancy T. Tippins, Valtera, Panelist

Submitter: S. Morton McPhail, mmcphail@valtera.com


 

141. Symposium: Saturday, 8:00–9:50
Cantor (9th floor)

The Assessment Center Validity Paradox: Alternative Analytic and Design Methodologies

Despite their continued popularity, there is still much debate about what assessment centers actually measure. The examination of assessment center construct validity has stimulated multiple streams of research activity. This symposium brings together presenters who incorporate alternative AC designs and construct validation approaches to evaluate the construct validity of ACs.

Brian J. Hoffman, University of Georgia, Chair

Charles E. Lance, University of Georgia, Co-Chair

Carl J. Thoresen, Cornerstone Management Resource Systems, Inc., Charles E. Lance, University of Georgia, Joseph D. Thoresen, Cornerstone Management Resource Systems, Exercises, Not Dimensions, Are the Currency of Assessment Centers

Duncan Jackson, Massey University, Task-Specific Assessment Centers: Evidence of Predictive Validity and Fairness

Charles E. Lance, University of Georgia, Mark R. Foster, University of Georgia, Sabrina Marie Drollinger, University of Georgia, Kelly Sorensen, University of Georgia, William A. Gentry, Center for Creative Leadership, Yvette M. Nemeth, University of Georgia, A Comparison of Task-Based Versus Dimension-Based Scoring Procedures in an Operational Assessment Center (AC)

Brian J. Hoffman, University of Georgia, Adam W. Meade, North Carolina State University, Invariance Tests as Assessment Center Construct Validity Evidence

John P. Meriac, University of Tennessee, Brian J. Hoffman, University of Georgia, Matthew Fleisher, University of Tennessee, David J. Woehr, University of Tennessee, Expanding the Nomological Surrounding AC Dimensions: A Meta-Analysis

Jeffrey D. Kudisch, University of Maryland, Discussant

Submitter: Brian J. Hoffman, hoffmanb@uga.edu

 


 

142. Practice Forum: Saturday, 8:00–9:50
Barrymore (9th floor)

Organizational Culture at a Crossroads:  Facilitating M&As Using Culture Assessment

When 2 organizations come together, whether through a merger or acquisition, their cultures inevitably meet at a crossroads.  This practice forum offers 5 unique perspectives from practitioners who have recent experience conducting organizational cultural assessments. They will share real-life case studies describing their approach and methodology, sharing results, and lessons learned.

Eric D. Elder, Bank of America, Chair

Craig D. Haas, Hogan Assessment Systems, Managing and Measuring an Organization’s Culture Change: A Case Study

Stephen Kincaid, ghSMART & Co., Assessing Cultures in a Postmerger Environment:  The Good, the Bad, and the Ugly

Lou Sanchez, Bank of America, Eric D. Elder, Bank of America, Culture Assessment in the Context of a Major Acquisition

Hank Tufts, RHR International, Cultural Assessment as Part of an Organizational Merging Process

David B. Wagner, Mercer Delta Consulting, LLC, Cultural Assessment:  An Integral Part of an Acquisition Integration Strategy

Submitter: Eric D. Elder, eric.elder@bankofamerica.com

 


 

143. Roundtable: Saturday, 8:00–8:50
Sun Roof (16th floor)

Legal Issues in the Use of Cut Scores: Recent Developments

The use of cut scores in employment decision making may have legal consequences that employers should consider when implementing selection programs. This session will provide an opportunity to discuss recent court cases and their legal and practical implications, answered and unanswered questions, and prudent strategies for the use of cut scores.

John A. Weiner, PSI, Host

Keith M. Pyburn, Fisher & Phillips, LLP, Co-Host

James C. Sharf, Employment Risk Advisors, Inc., Co-Host

Submitter: John A. Weiner, jweiner@psionline.com

 


 

144. Poster Session: Saturday, 9:00–9:50
Westside (5th floor)

Leadership, Coaching, Leadership Development

144-1.  Understanding Connectionism in Leader Representations: Beyond Implicit Leadership Theory

This study explored the theory of connectionism as it relates to leadership representations.  A dynamic leader selection task assessed the extent to which cognitive representations of leaders fluctuated  with cognitive engagement and processing.  The results suggest that leadership representations are not static, but dynamic, and subject to contextual influences.

Robert Everett Knee, Virgina Tech

Roseanne J. Foti, Virginia Tech

Submitter: Robert Everett Knee, reknee@vt.edu


144-2.  Can Personality Predict Leader Self-Awareness Operationalized as a Difference Score?

We examined whether personality could explain variation in self-awareness operationalized as a difference score.  In contrast with previous research, results indicated that personality could not account  for difference score variations.  Potential explanations including qualitative differences between leadership and general management behaviors and the construct validity of difference scores are discussed.

Nigel Guenole, Centre for High Performance Development

Tony Cockerill, Centre for High Performance Development

Oleksandr Chernyshenko, University of Canterbury

Submitter: Stephen Stark, sstark@cas.usf.edu

144-3.  Fast Cycle Team Leadership:  Exploring Structure, Antecedents, and Outcomes

This research examines the leadership of fast cycle project teams.  Results illustrated that both vertical and shared team leadership were important factors in fast cycle team success in addition to the antecedents of ability, resources, and support.  Further, vertical and shared team leadership interacted to predict individuals’ satisfaction and learning.

Jonathan C. Ziegert, Drexel University

V. K. Narayanan, Drexel University

Frank Douglas, MIT Sloan School of Management

Submitter: Jonathan C. Ziegert, ziegert@drexel.edu

144-4.  Extending Leader–Member Exchange Theory to a Dual Leadership Context

We tested LMX theory in a dual leadership context and surveyed 212 employees, 20 assistant managers, and 20 store managers in Turkey. Store manager LMX predicted work attitudes but the effects of assistant manager LMX depended on leader–leader exchange (LLX). LLX also determined the convergence between performance ratings.

Berrin Erdogan, Portland State University

Talya N. Bauer, Portland State University

Submitter: Talya N. Bauer, TalyaB@Sba.pdx.edu

144-5.  Leading FOR the Team: Situational Determinants of Team-Oriented Leader Behavior

We argue that situational factors influence leader team-oriented behavior. We present an experimental study showing that team-prototypical leaders (i.e., leaders who perceive themselves as an embodiment of the group identity) show team-oriented behaviors, whereas nonprototypical leaders show only team-oriented behaviors when they are accountable.

Steffen R. Giessner, Erasmus University Rotterdam

Submitter: Steffen R. Giessner, sgiessner@rsm.nl

144-6.  Does Transformational Leadership Reduce Employee Absence From Work?

Transformational leadership impacts upon employees at work, but does it also encourage them to show up for work? A survey of 232 UK government employees found that transformational leadership was only marginally associated with subordinate absence. However, the contingent reward element of transactional leadership showed a stronger relationship.

Nadine Mellor, Health and Safety Laboratory

John Arnold, Loughborough University

Kristin Hollingdale, Health and Safety Laboratory

Submitter: John Arnold, j.m.arnold@lboro.ac.uk

144-7.  Using Emotional Intelligence to Identify High Potential: A Metacompetency Perspective

The current study investigates the link between emotional intelligence (as a proxy for learning metacompetency), self-reported job performance, career commitment, and high-potential status. Results indicate that the appraisal of learning agility may well provide added value in high-potential identification processes above and beyond traditional performance and potentiality appraisals.

Dries Nicky, Vrije Universiteit Brussel

Roland Pepermans, Vrije Universiteit Brussel

Ina Van Holsbeeck, Vrije Universiteit Brussel

Submitter: Frederik Anseel, Frederik.Anseel@ugent.be

144-8.  Beyond Transformational and Transactional: Benefits of Having a Connective Leader

This study examined how connective leadership (Lipman-Blumen, 1992, 1996) affects the well-being and withdrawal of subordinates and the role of gender in connective leadership.  Analyses indicated that connective leadership predicts positive job outcomes after controlling for transactional and  transformational leadership and that gender also plays a role in these processes.

Sarah A. Long, Western Kentucky University

Kathi N. Miner-Rubino, Western Kentucky University

Melisa A. Appleby, Western Kentucky University

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


144-9.  Leader Emotion and Team Performance: The Role of Epistemic Motivation

We investigated the effects of leader emotions on team performance as a function of followers’ epistemic motivation. Teams with high epistemic motivation performed better with an angry leader (mediated by performance appraisals), and teams with low epistemic motivation performed better with a happy leader (mediated by impression of the leader).

Gerben A. Van Kleef, University of Amsterdam

Astrid C. Homan, Leiden University

Bianca Beersma, University of Amsterdam

Daan van Knippenberg, Erasmus University Rotterdam

Barbara van Knippenberg, Free University Amsterdam

Frederic Damen, Erasmus University Rotterdam

Submitter: Daan van Knippenberg, dvanknippenberg@rsm.nl

144-10.  Effects of Goal-Based Planning on Leadership and Group Process

We investigated effects of goal-structure training on leadership planning and group process as groups worked to solve a problem. Results indicated that training influenced breadth and depth of leaders’ plans but did not impact group processes as predicted. Implications for the complexity of leader planning and group dynamics are presented.

Philip T. Walmsley, Missouri State University

Thomas D. Kane, Missouri State University

Jared Russo, Missouri State University

Submitter: Philip T. Walmsley, Walmsley1@MissouriState.edu

144-11.  Direct, Indirect, and Moderating Effects of LMX on Emotional Exhaustion

Data from 395 employees reporting to various unit leaders in a geriatric hospital revealed (a) job demands and leader–member exchange (LMX) sometimes directly influenced emotional exhaustion; (b) job demands sometimes partially mediated LMX–emotional exhaustion; and, (c) LMX moderated the relationship between job demands and emotional exhaustion.

Victor Y. Haines, University of Montreal

Simon Taggar, Wilfrid Laurier University

Submitter: Simon Taggar, staggar@wlu.ca

144-12.  Subordinates’ Self- and Typical Leader Perceptions Moderate Leader Categorization Effects

We show (N = 297) that the better leaders match their subordinates’ cognitive ideal leader prototypes, the more open are these subordinates to leadership. Subordinates’ evaluations of themselves as potential leaders and of typical leaders moderate this effect. Leader categorization effects are consistently found to be stronger under high moderator conditions.

Niels van Quaquebeke, RespectResearchGroup

Daan van Knippenberg, Erasmus University Rotterdam

Submitter: Niels van Quaquebeke, quaquebeke@respectresearchgroup.org


144-13.  Personality and Leader Emergence in a Transformational Context

This study examined the relationship between Big 5 personality variables and transformational leadership when the work environment presents opportunities for change and creativity. The same conditions that contribute to a need for transformational leadership also increased followers’ receptivity to transformational leadership and therefore contributed to their emergence.

Amy Hayes, Russell Reynolds Associates

Roseanne J. Foti, Virginia Tech

Submitter: Roseanne J. Foti, rfoti@vt.edu

144-14.  Comparing Perceived Transformational Leadership and Perceived Public Speaking Ability

Possible overlap between perceptions of transformational leadership and perceptions of public speaking ability raises questions of construct discrimination.  The current study tests both as predictors of task performance as well as mastery goal orientation as a moderator.  Results suggest some similarity in functionality of the 2 constructs.

Nicholas P. Salter, Bowling Green State University

Jennifer Z. Gillespie, Bowling Green State University

Submitter: Nicholas P. Salter, nsalter@bgsu.edu

144-15.  Leadership Research Methodology: The State of the Science

We review leadership research methodology employed in the past decade in 5 premier journals. We content analyze methodological practices including measurement methods and analytic tools to explore the state of the science of studying leadership, with careful consideration of the types of inferences these methods afford leadership scholars.

Leslie A. DeChurch, Florida International University

Chak Fu Lam, Middlebury College

Submitter: Leslie A. DeChurch, dechurch@fiu.edu


144-16.  The Role of Implicit Leadership Theories in Leadership Perception

In the current study, participants received a good, poor, or no performance cue regarding a leader. Implicit leadership theories (ILTs) were measured either before or after participants viewed a target performance. Results provided evidence that ILTs partially mediate the effects of performance cues on rating of leader behavior and performance.

Scott M. Reithel, APT, Inc.

Sebastiano A. Fisicaro, Wayne State University

Aaron Cook, Wayne State University

Submitter: Scott M. Reithel, sreithel@appliedpsych.com


144-17.  Self-Monitoring, Authentic Leadership, and Perceptions of Leadership: A Longitudinal Study

Self-monitoring and authentic leadership were examined as predictors of change in perceptions of leadership over time.  Hierarchical linear modeling showed variability across subjects in change in perceptions over time but neither leader self-monitoring nor authentic leadership predicted the variability.  Subjects’ overestimation of their roles as leaders increased over time.

Brian W. Tate, Pennsylvania State University

Submitter: Brian W. Tate, bwt120@psu.edu

144-18.  Attractiveness, Gender, Industry, and Individual Differences in Ascribing Leadership Potential

This study investigated the physical attractiveness bias in leadership settings by observing interactions of attractiveness, gender, industry, and individual differences. Results indicate that attractive male candidates are ascribed more leadership potential across male- and female-typed industries, but attractive female candidates are rated as having lower leadership potential in female-typed industries.

Suzette Caleo, New York University

Nathan J. Hiller, Florida International University

Submitter: Nathan J. Hiller, hillern@fiu.edu

144-19.  Does Identification Mediate the Relationship Between Transformational Leadership and Commitment?

This research investigated the interrelationships among transformational leadership (TFL), identification, and affective commitment (AC), and tested whether identification mediates the relationship of TFL to AC at 3 different foci (e.g., dyad, work-group, and organization foci). Strong support was found for the 3 mediation models tested.

Timothy A. Jackson, University of Western Ontario

John P. Meyer, University of Western Ontario

Submitter: John P. Meyer, meyer@uwo.ca

144-20.  The Influence of Leadership Style on Performance Appraisal Judgment Policies

This study used social judgment analysis to examine evidence for leadership style as an explanation for individual differences in performance appraisal judgment policies.  Multilevel analysis demonstrated that several aspects of leadership style predict relative weights of task, contextual, and counterproductive components of performance components in assessments of overall work performance.

Matthew W. Ferguson, University of Connecticut

Janet L. Barnes-Farrell, University of Connecticut

Submitter: Matthew W. Ferguson, matthewwferguson@gmail.com

144-21.  Leader Enhancement: Outgroup Leader Actions Affect Liking for Ingroup Leaders

Two studies found evidence for leader enhancement effects: Information about out-group leaders’ negative actions increase in-group leader favorability ratings. People held more favorable attitudes toward in-group leaders when learning of negative actions of out-group leaders (Study 1; N = 39). National identification moderates this effect (Study 2; N = 79).

Todd L. Pittinsky, Harvard University

Brian Welle, Harvard University

Submitter: Todd L. Pittinsky, todd_pittinsky@harvard.edu

144-22.  Effective Leadership During Public Health and Safety Crises: An Investigation

We systematically identified and interviewed individuals with extensive experience leading effectively during public and health safety crises (N = 50). Through semistructured interviews, data were collected on actions, emotions, and cognitions exhibited by effective leaders during major stages of crisis. From these data, frameworks for crisis leadership effectiveness and a crisis leader efficacy scale (C-LEAD) emerged.

Todd L. Pittinsky, Harvard University

Connie Noonan Hadley, Harvard University

Submitter: Todd L. Pittinsky, todd_pittinsky@harvard.edu

144-23.  The Effects of ILT Accuracy on LMX and Work Outcomes

Using a sample of 189 leader–member dyads, we examined the empirical relationships among ILT, LMX, and work outcomes.  Results indicated that member accuracy on leader ILTs was positively related to both leader and member LMX, which consequently was positively related to member organizational commitment, organizational citizenship behavior, and in-role performance.

Lisa Delise, University of Tennessee

C. Allen Gorman, University of Tennessee

Joan R. Rentsch, University of Tennessee

Erika E. Small, University of Tennessee

Jacqueline Z. Bergman, Appalachian State University

Michael C. Rush, University of Tennessee

Submitter: Lisa Delise, ldelise@utk.edu

144-24.  Douglas McGregor’s Theory X/Y: Development of a Construct Valid Measure

McGregor’s influential theorizing has never been tested due to the absence of a construct valid  measure. The pattern of correlations between our X/Y measure and conceptually identical, closely related, distally related, and unrelated measures (rs = .66, .55, .28, and .03, respectively) provides evidence of convergent, substantive, and discriminant validity.

Richard E. Kopelman, Baruch College, CUNY

Anne L. Davis, U.S. Army

David J. Prottas, Adelphi University

Submitter: Richard E. Kopelman, richard_kopelman@baruch.cuny.edu


144-25.  Leadership Emergence in Face-to-Face and Virtual Groups: Contingency Model Application

Seventeen face-to-face 3-person groups versus 12 computer-mediated groups participated in a problem-solving task.  Results showed that face-to-face groups experienced a more positive group atmosphere than the computer-mediated ones.  Also, relationship-oriented individuals emerged as leaders in face-to-face conditions significantly more often than task-focused ones.

Orit Groag-Blavvise, Illinois Institute of Technology

Melinda Scheuer, Illinois Institute of Technology

Roya Ayman, Illinois Institute of Technology

Amelia Hrabak, Illinois Institute of Technology

Sylvia G. Roch, University at Albany, SUNY

Submitter: Orit Groag-Blavvise, oritgroag@hotmail.com

144-26.  What Do Leaders Recall About Their Multisource Feedback?

We examined 145 leaders’ recall of their multisource feedback (MSF) 9 months after receiving it. Recall was modestly related to actual feedback.  Leaders recalled more strengths than weaknesses and recalled feedback from supervisors and subordinates better than from peers.  Recall of MSF was unrelated to subsequent improvement in MSF.

James W. Smither, La Salle University

Joan F. Brett, Arizona State University-West

Leanne E. Atwater, Arizona State University-West

Submitter: Leanne E. Atwater, leanne.atwater@asu.edu

144-27.  LMX and Performance: An Investigation on the Causal Order

This study examines the causal order between LMX and subordinate performance.  Data were obtained from new employees and their supervisors.  Results from regression analyses showed that Time 1 LMX predicted job performance and organizational citizenship behavior at Time 2.  The effects from performance and OCB to LMX were not significant.

Hock-Peng Sin, Michigan State University

Robert Davison, Michigan State University

Siew-Maan Diong, Singapore Police Force

Submitter: Hock-Peng Sin, hpsin@bus.msu.edu

144-28.  The Influence of Leadership and Team Dynamics on Team Innovation

Combining ethnography and deductive methods, this research investigated how leadership influences internal and external team dynamics, which, in turn, influence innovation. Results showed that leadership influenced team networking, which was the dominant influence on team innovation. Leadership also influenced team shared leadership, team potency, and citizenship, which influenced team innovation.

Xiaomeng Zhang, University of Maryland, College Park

Craig L. Pearce, Claremont Graduate University

Henry P. Sims, University of Maryland

Seokhwa Yun, Seoul National University

Submitter: Xiaomeng Zhang,  xiaomeng_Zhang@rhsmith.umd.edu   


144-29.  Leader Emotive Awareness, Display Rules, Burnout and Work–Family Conflict

The relationship between individual differences in emotional awareness and individual well-being at work is examined in a sample of business leaders.  Results support the notion that well-being is heavily influenced by emotive awareness in this emotionally demanding job.

Kyle Walden Wilberding, Southwest Missouri State University

Robert G. Jones, Missouri State University

Michelle E. Visio, Southwest Missouri State University

Heather Marie King, Southwest Missouri State University

Submitter: Robert G. Jones, RobertJones@missouristate.edu


 

145. Community of Interest: Saturday, 9:00–9:50
Uris (6th floor)

Conditional Reasoning

Lawrence R. James, Georgia Tech, Facilitator

James M. LeBreton, Purdue University, Facilitator


 

146. Interactive Posters: Saturday, 9:00–9:50
Harlem (7th floor)

Abuse & Incivility

Theresa Glomb, University of Minnesota, Facilitator


146-1.  Abuse, Political Skill, and Individual Outcomes: A Social Exchange Perspective

A conceptual model is developed in which abusive supervision is predicted to interact with political skill to influence turnover intentions, organizational commitment, and perceptions of both organizational support and ethical leadership. Results indicated support for each of the direct relationships but provided only partial support for the predicted moderation effects.

Paul Harvey, Florida State University

Kenneth J. Harris, Indiana University Southeast

Ranida B Harris, Indiana University Southeast

Sean P. Lux, University of South Florida-Center for Entrepreneurship

Submitter: Paul Harvey, nph02@fsu.edu

146-2.  The Nursing Incivility Scale: Development of an Occupation-Specific Incivility Measure

This paper describes the development and initial validation of a nursing-specific measure of workplace incivility, the Nursing Incivility Scale (NIS).  This tool is designed to help in efforts to reduce incivility through workplace interventions.

Ashley M. Guidroz, Bowling Green State University

Jennifer L. Burnfield, HumRRO

Olga L. Clark, University of Hartford

Heather Schwetschenau, Bowling Green State University

Steve M. Jex, Bowling Green State University

Submitter: Ashley M. Guidroz, aguidro@bgnet.bgsu.edu

146-3.  Workplace Incivility and the Low-Status Target

This study examined whether employees in low-status social groups (i.e., women, people of color, and sexual minorities) experience more incivility in the workplace compared to their high-status counterparts. Data from 4 different samples of working adults revealed that women and sexual minorities are more likely to be targets of incivility.

Gayle M. Oatley, Western Kentucky University

Sonia L. Windhorst, Western Kentucky University

Kathi N. Miner-Rubino, Western Kentucky University

Lilia M. Cortina, University of Michigan

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

146-4.  Developing Front-Line Leaders as the Key to a Robust Leadership

This study links 4 supervisors’ traits (Agreeableness, Conscientiousness, Extraversion, and core self-evaluations) to abusive supervision reported by subordinates. Our findings suggest that Conscientiousness, Extraversion, and core self-evaluations are meaningful predictors of abusive supervision. These findings add to previous research on abusive supervision by identifying meaningful supervisor-related antecedents.

Changya Hu, National Taiwan University of Science & Technology

Tsung-Yu Wu, SooChow University

Jui-Hua Lai, National Taiwan University of Science & Technology

Submitter: Changya Hu, cyhu@ba.ntust.edu.tw


 

147. Roundtable: Saturday, 9:00–9:50
Sun Roof (16th floor)

Knowledge Management: How Organizations Manage Their Knowledge and Overcome Barriers

Knowledge management is an increasingly useful tool to help increase organizational effectiveness.  However, there are many barriers to the successful implementation of knowledge management.  This discussion will focus these issues, with discussants sharing their experiences with knowledge management at NASA-KSC.

Julie A. Warren, NASA-KSC/Florida Institute of Technology, Host

Marinus van Driel, Florida Institute of Technology, Co-Host

Submitter: Julie A. Warren, jwarren@fit.edu

 


 

148. Panel Discussion: Saturday, 10:30–12:20
Music Box (6th floor)

I-O Psychology: It’s Not Just a Job, It’s an Adventure

I-O psychologists play a key role in the missions of the Departments of Defense, Justice, and Homeland Security.  This session presents an introduction to the unique opportunities available in these organizations providing an overview the work they do, the specialized training they receive, and the challenges and opportunities they encounter.

Amy Dawgert Grubb, Federal Bureau of Investigation, Chair

Chris Foster, United States Navy, Co-Chair

Amy Dawgert Grubb, Federal Bureau of Investigation, Panelist

Aaron U. Bolin, U.S. Navy Human Performance Center, Panelist

Michelle Zbylut, U.S. Army Research Institute, Panelist

Patrick J. Curtin, U.S. Customs and Border Protection, Panelist

Submitter: Chris Foster, thomas.foster@navy.mil

 


 

149. Symposium: Saturday, 10:30–12:20
Odets (4th floor)

A Perfect and Just Weight, a Perfect and Just Measure

The purpose of this symposium, as always, is to provide a forum for our best methodological researchers to describe their most recent efforts.  In this, the 12th installment, our presenters will address issues relating to person–environment fit, evaluation of fit for latent variable models, scale coarseness, ill-structured measurement designs, and relative importance of predictors.

Jose M. Cortina, George Mason University, Chair

Jeffrey R. Edwards, University of North Carolina, The Accumulation of Knowledge in Person–Environment Fit Research

Tiffany Bludau, George Mason University, Jeffrey L. Herman, George Mason University, Larry J. Williams, Virginia Commonwealth University, Jose M. Cortina, George Mason University, Fit Indices for Evaluating Latent Variable Models: A Review of Measurement, Structural, and Other Components

Herman Aguinis, University of Colorado, Denver, Charles A. Pierce, University of Memphis, Correcting Correlation Coefficients Attenuated From Using Coarse Scales

Dan J. Putka, HumRRO, Rodney A. McCloy, HumRRO, Huy Le, University of Central Florida, An Overlooked Problem With Standard Practices for Analyzing Ratings Data From Ill-Structured Measurement Designs

Scott Tonidandel, Davidson College, James M. LeBreton, Purdue University, Jeff W. Johnson, Personnel Decisions Research Institutes, Determining the Statistical Significance of Relative Weights

Lawrence R. James, Georgia Tech, Discussant

Submitter: Jose M. Cortina, jcortina@gmu.edu

 


 

150. Practice Forum: Saturday, 10:30–11:50 Wilder (4th floor)

Unleashing Innovation: The Role of Organizations’ Human Capital

The factors differentiating innovative work environments are explored through global employee survey findings and case examples from 2 multinationals. A framework is presented and supported that encompasses both local-level supports for creativity and organization-level structures for executing new ideas. Implications for improving any company’s adaptability are discussed.

Leslie A. Bethencourt, Northern Illinois University, Chair

Patrick Kulesa, ISR, It Takes Two: Incubation and Execution Unlock Organizational Innovation

Ricardo A. Aparicio, General Mills, Distinct Paths to Superior Innovation at General Mills

Lesley Brown, ISR, Graeme Ditchburn, ISR, Andrea Briggs, ISR, Leaders Set the Stage: Innovation at a Large Retailer

Dan Rubin, ISR, Discussant

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

 


 

151. Symposium: Saturday, 10:30–11:50
Hart (4th floor)

Self-Based Individual Differences in Organizations: Implications for Employee Behaviors

The papers in this session center around the mediating and moderating effects of self-based individual differences on employee attitudes and behaviors. We address issues such as self-based attributes as predictors of organizational commitment, the buffering role of positive self-evaluations, and the negative consequences of arrogance on employee performance.

Russell E. Johnson, University of South Florida, Chair

Chu-Hsiang Chang, Roosevelt University, Co-Chair

Russell E. Johnson, University of South Florida, Chu-Hsiang Chang, Roosevelt University, Integrating Organizational Commitment with Self-Concept and Regulatory Focus: A Four-Factor Model

Kristie Lynn Campana, University of Minnesota, Joyce E. Bono, University of Minnesota, Negative Work Events, Mood, and Motivation: The Role of Core Self Evaluations

Stanley B. Silverman, University of Akron, Aarti Shyamsunder, Kronos Talent Management Division, Russell E. Johnson, University of South Florida, Arrogance: A Formula for Failure

Lance Ferris, University of Waterloo, Douglas J. Brown, University of Waterloo, Daniel Heller, Tel Aviv University, Antecedents of Organization-Based Self-Esteem and Its Regulatory Consequences

Gary P. Latham, University of Toronto, Discussant

Submitter: Chu-Hsiang Chang, changc1@rcn.com

 


 

152. Symposium: Saturday, 10:30–12:20
O’Neill (4th floor)

Cross-Cultural Perspectives on Mentoring Research

Increased workplace diversity makes it important to take a cross-cultural perspective on organizational phenomenon. Because culture impacts relational patterns and exchanges, it may influence mentoring relationships. Research has largely failed to explore such an influence on organizational mentoring. This symposium provides the first integrated perspective on cross-cultural issues in mentoring.

Lillian T. Eby, University of Georgia, Chair

Sarah C. Evans, University of Georgia, Co-Chair

Ozgun Burcu Rodopman, University of South Florida, Xian Xu, University of South Florida, Tammy D. Allen, University of South Florida, Hazel-Anne M. Johnson, University of South Florida, National Culture as the Context: New Propositions for Workplace Mentoring

Nikos Bozionelos, University of Durham, A Comparative Study on Mentoring in Four European Countries

Terri A. Scandura, University of Miami, Ethlyn A. Williams, Florida Atlantic University, Mentoring and Perceptions of Politics: U.S. and the Middle East

Yan Shen, Boston University, Douglas T. Hall, Boston University, Aimin Yan, Boston University, Cross-Cultural Mentoring Between Expatriates and Their Local Colleagues: How Is it Different?

Aarti Ramaswami, Indiana University, Developmental Relationships in India: A Qualitative, Exploratory Study

Submitter: Sarah C. Evans, scevans@uga.edu

 


 

153. Symposium: Saturday, 10:30–11:50
Ziegfeld (4th floor)

Enhancing the Effectiveness of Executive Coaching Through Research With Clients

The prevalence of executive coaching has grown tremendously and is expected to increase. Despite its popularity, there has been little effort to integrate findings to inform the practice of coaching. The purpose of this session is to share current research, specifically from clients, to enhance the practice of executive coaching.

Joyce E. A. Russell, University of Maryland, Chair

Hilary J. Gettman, University of Maryland, A Framework for Studying the Effectiveness of Executive Coaching

Mark L. Poteet, Organizational Research & Solutions, Inc., Jeffrey D. Kudisch, University of Maryland, The Voice of the Coachee: What Makes for an Effective Coaching Relationship?

Mary W. Bush, The Foundation of Coaching, Client Views of Effectiveness in Executive Coaching

Cynthia Kay Stevens, University of Maryland, Understanding Executives’ Self-Concepts as a Basis for Effective Coaching

Submitter: Joyce E. A. Russell, jrussell@rhsmith.umd.edu

 


 

154. Education Forum: Saturday, 10:30–11:50
Shubert (6th floor)

Building the Consulting Function in an I-O Master’s Program

Special challenges exist for developing consulting operations within master’s I-O programs due to the level of students’ skill development and programs’ short duration. Participants will describe 1 established and 1 new center for consulting.  Faculty and a former student will discuss advantages for students, faculty, universities, and local communities.

Rosemary Hays-Thomas, University of West Florida, Chair

Richard G. Moffett III, Middle Tennessee State University, Using a University-Based Consulting Center to Train Master’s-Level Students: Educational Benefits and Execution Challenges

Sherry Schneider, University of West Florida, Christine K. Cavanaugh, University of West Florida, Building Mutually Beneficial Consulting Relationships With an I-O Master’s Program

Brittany Bjorklund, Baptist Leadership Institute, The Intern in a Master’s Program Consultancy: Bridging the Gap Between Academia and Practice

Submitter: Rosemary Hays-Thomas, rlowe@uwf.edu

 


 

155. Poster Session: Saturday, 10:30–11:20 Westside (5th floor)

Job Attitudes

155-1.  A Multisource Model of Perceived Organizational Support and Performance

This study provides a multisource examination of perceived organizational support (POS), including measures of supervisor support (PSS), coworker support (PCS), and direct report support (DRS). The additive value of counterproductive work behaviors (CWB) to a POS-performance outcome model that includes both task and extra-role (OCB) performance is also examined.

Sarah K. Nielsen, Germanna Community College

Tjai M. Nielsen, George Washington University

Eric Sundstrom, University of Tennessee

Submitter: Sarah K. Nielsen, snielsen@gcc.vccs.edu

155-2.  Effects of Social Skill and Organizational Support on Interpersonal Deviance

We investigated the joint effects of perceived organizational support (POS) and social skill on interpersonal deviance. Both POS and social skill had main effects on interpersonal deviance. However, their joint effects were interactive rather than additive. POS was negatively related to interpersonal deviance only among workers low in social skill.

L. A. Witt, University of Houston

Emily David, University of Houston

John W. Wilson, Office of Personnel Management

Wayne A. Hochwarter, Florida State University

Submitter: L. A. Witt, witt@uh.edu

155-3.  A Dispositional Approach to Job Insecurity and Job Well-Being

This study extends previous research into job insecurity and employee well-being by examining the causal mechanisms by which dispositional affect may impact this relationship.  Covariance structure analysis (N = 295) supported a direct mediation model where positive and negative affectivity predict job well-being both directly and indirectly through job insecurity.

Patrick Brennan O’Neill, Curtin University of Technology

Submitter: Patrick Brennan O’Neill, patrick13@rogers.com

155-4.  Sanctifying Work: Affects on Satisfaction, Commitment, and Intent to Leave

Sanctification involves perceiving objects or events as having spiritual significance or as being extraordinary and worthy of respect.  Recent studies demonstrate positive outcomes associated with sanctification. We extend this research by demonstrating that sanctifying one’s work positively affects job satisfaction and organizational commitment and results in less intention to leave.

Alan G. Walker, East Carolina University

Megan N. Jones, East Carolina University

Shahnaz Aziz, East Carolina University

Karl Wuensch, East Carolina University

Submitter: Alan G. Walker, walkera@ecu.edu

155-5.  Relationship Between Core Self-Evaluations and Affective Commitment

This study sought to determine the relationship between the relatively recent and increasingly important construct of core self-evaluations (CSE) and affective commitment (AC).  Results indicated that a positive relationship exists between CSE and AC; however, the relationship was fully mediated by job satisfaction and perceived job characteristics.

Joshua Kittinger, East Carolina University

Submitter: Joshua Kittinger, joshkitt@gmail.com

155-6.  Organizational Values and Employee Attachment: Moderating Role of Employee Identity

We investigated the moderating effects of employee identity on the relationship between organizations’ values and employee attachment.  Results indicated employee self-concept plays an important moderating role.  This is important given prior assertions that individual difference variables have little relevance for organizational commitment.  Implications and directions for future research are discussed.

Karl Swartzenruber, University of Akron

Erin Jackson, University of South Florida

Russell E. Johnson, University of South Florida

Submitter: Erin Jackson, erinmjackson@gmail.com

155-7.  Interactions Among Organizational Commitment Types: Synergistic or Competitive?

This study explored possible interactions between the different types of organizational commitment. We found significant interactions between affective and continuance commitment for predicting OCBs and turnover intentions. Similar interactive effects were also observed between normative and continuance commitment. In every case but 1, the pattern of effects was identical.

Meng Taing, University of South Florida

Kyle Groff, University of South Florida

Russell E. Johnson, University of South Florida

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


155-8.  The Relative Importance of Voluntary Stock Investment on Ownership Outcomes

We examined the relative effects of formal ownership compared to ownership privileges on the development of ownership attitudes and behaviors in a sample of professional employees. Supporting ownership theory, perceptions of information and control had a much stronger impact on ownership outcomes than did investment in company stock.

Benjamin B. Dunford, Purdue University

Deidra J. Schleicher, Purdue University

Liang Zhu, Purdue University

Submitter: Benjamin B. Dunford, bdunford@purdue.edu

155-9.  Do Employee Attitudes Matter to Task Performance? A Meta-Analysis

This study is a meta-analysis on the relationship between employee attitudes and task performance.  The results suggest that employee attitudes have a significant, though modest, influence on task performance (corrected correlation = .20).  Further, theoretical groupings of employee attitudes, source of performance rating, and affective valence moderated the relationship.

Thomas Ng, University of Georgia

Marcus M. Butts, University of Georgia

Robert J. Vandenberg, University of Georgia

Submitter: Marcus M. Butts, mmbutts@uga.edu


155-10.  Comparing Trust in Humans and Machines: Development of a Measure

Researchers are interested in comparing trust in humans with trust in machines. However,
no scale exists for which there is evidence of invariance (cross-group equivalency). Establishment of invariance is essential for unambiguous interpretations of mean differences in scale scores. We present a measure of trust that is invariant across groups.

Stephanie M. Merritt, Michigan State University

Ruchi Sinha, Michigan State University

Paul Curran, Michigan State University

Daniel R. Ilgen, Michigan State University

Submitter: Stephanie M. Merritt, merrit44@msu.edu

155-11.  Organizations as Good Citizens: Citizenship Behavior, Supervisor and Organizational Support

We developed a measure of citizenship behaviors from the organization (CBO) using a sample of full-time correctional employees. Using a separate sample of correctional employees, we examined the distinctiveness of CBO from perceived supervisor and organizational support (POS). We also found perceived supervisor support and CBO significantly related to POS.

Linda R. Shanock, University at Albany, SUNY

Maria Arboleda, University at Albany-SUNY

Jamie S. Donsbach, Group for Organizational Effectiveness

Submitter: Linda R. Shanock, shanockl@yahoo.com

155-12.  More Support, Less Cynicism, Please!

This study examines support within the workplace as a possible defense against organizational cynicism. The effects of supervisor support and organizational support are examined.  Perceived organizational support is investigated as the mediator of the relationship between perceived supportive supervisor interactions and organizational cynicism. Study implications are discussed.

Matrecia L. James, Jacksonville University

Submitter: Matrecia L. James, mjames2@ju.edu

155-13.  Antecedents of Voluntary Company Stock Investment: Who Invests and Why?
We examined three classes of antecedents (demographic, rational, and affective) of voluntary company stock investment. We found that both rational (stock performance outlook) and affective (perceived employee obligations) antecedents were related to voluntary company stock investment and demonstrated incremental validity beyond traditionally studied demographic characteristics.

Liang Zhu, Purdue University

Benjamin B. Dunford, Purdue University

Deidra J. Schleicher, Purdue University

Submitter: Deidra J. Schleicher, deidra@purdue.edu

155-14.  The Impact of Winning and Losing at Home on Self-Esteem

In an experiment involving a dyadic negotiation, we examine how winning or losing in one’s own territory versus another’s territory impacts self-esteem. We found winning in one’s own territory more strongly impacted self-esteem than winning in another’s territory; however, the impact of failure was the same in both territories.

Graham Brown, Singapore Management University

Sandra Robinson, University of British Columbia

Submitter: Sandra Robinson, robinson@sauder.ubc.ca

155-15.  Longitudinal Examination of Environmental and Dispositional Antecedents of Job Satisfaction

Previous research identifies environmental and dispositional factors as potential causes of job satisfaction. Most of this research, however, employs cross-sectional designs.  The current study examines potential causes of job satisfaction using a 2-wave longitudinal design (13-month time lag).  Results indicate that dispositional and environmental factors are potentially causes of satisfaction.

Greg Hammond, Wright State University

Nathan A. Bowling, Wright State University

Terry A. Beehr, Central Michigan University

Connie P. Watson, Delta College

Submitter: Nathan A. Bowling, nathan.bowling@wright.edu

155-16.  On the Importance of Balancing Support for Multiple Organizational Stakeholders

Limited empirical research has investigated ways to identify (im)balance in support for stakeholder groups. Results of this study show that support for 2 distinct groups led to positive outcomes for teachers (N = 297; higher job-specific positive affect and commitment, and lower negative affect), and imbalance led to increases in negative affect.

Christopher R. Warren, California State University, Long Beach

Submitter: Christopher R. Warren, cwarren2@csulb.edu


155-17.  Final Four Fever: Relationships With Organizational Support and Commitment

In comparing 2 competing mediated models involving employees’ reaction to their university’s basketball team participating in the Final 4 (Final 4 Fever: FFF), greater support was found for FFF as an antecedent of affective commitment, partially mediated by perceived organizational support, rather than as an outcome of affective commitment.

Louis C. Buffardi, George Mason University

Johnathan Nelson, George Mason University

Laura Wheeler Poms, George Mason University

Richard Hermida, George Mason University

Submitter: Louis C. Buffardi, buffardi@gmu.edu

155-18.  Commitment to Supervisors and Organizations and Turnover

We examined the moderating effect of commitment to supervisors on the organizational commitment–turnover relationship. Using 3 independent samples of employees, we found that commitment to supervisors was negatively related to intended and actual turnover only when organizational commitment was low. Implications for turnover research are discussed.

Christian Vandenberghe, HEC Montreal

Kathleen Bentein, University of Quebec at Montreal

Submitter: Christian Vandenberghe, christian.vandenberghe@hec.ca


155-19.  Measurement Invariance of the Job Satisfaction Survey Across Work Contexts

The purpose of this study was to test for measurement invariance of the Job Satisfaction Survey (JSS) across law enforcement job contexts.  Respondents included 1,198 patrol officers and 312 administrative officers.  Fourteen of the 32 items displayed differential item functioning.  Implications for using the JSS in organizational settings are discussed.

Aaron Michael Watson, North Carolina State University

Lori Foster Thompson, North Carolina State University

Adam W. Meade, North Carolina State University

Submitter: Aaron Michael Watson, amwatson@ncsu.edu

155-20.  Predicting Commitment Profile Membership From Perceived Organizational Support and Autonomy

We tested whether perceived organizational support and job autonomy predicted the likelihood of belonging to groups characterized by different combinations of affective, normative, and continuance commitment. Data provided by 266 physicians were analyzed using multinomial logit analysis. The results provided support for our predictions. Theoretical and practical implications were discussed.

Ian R. Gellatly, University of Alberta

Karen Hunter, University of Alberta

Andrew A. Luchak, University of Alberta

John P. Meyer, University of Western Ontario

Submitter: Ian R. Gellatly, ian.gellatly@ualberta.ca

155-21.  The Influence of Individual Differences on Organizational Safety Attitudes

In an effort to determine what contributes to stronger employee attitudes toward safety, we investigated the relationships between a wide array of individual differences and safety attitudes. Results showed that Agreeableness, Conscientiousness, prevention regulatory focus, and fatalism related significantly to all 6 safety attitudes examined.

Carolyn J. Stufft, Texas A&M University

Jaime B. Henning, Texas A&M University

Stephanie C. Payne, Texas A&M University

Mindy E. Bergman, Texas A&M University

Nir Keren, Iowa State University

Sam Mannan, Texas A&M University

Submitter: Carolyn J. Stufft, carolyn.stufft@gmail.com

155-22.  Attributional Influences on Leadership Perceptions and Organizational Commitment

This study investigates the influence of attribution styles on organizational commitment and how this relationship may be mediated by perceptions of leader ethicality and abuse. Results indicate that self-enhancing attribution styles negatively influenced affective commitment, identification commitment and exchange commitment, and that perceptions of ethical leadership partially mediated these relationships.

Paul Harvey, Florida State University

Marie T. Dasborough, Oklahoma State University

Ranida B. Harris, Indiana University Southeast

Submitter: Paul Harvey, nph02@fsu.edu

155-23.  Examining Implicit and Explicit Attitudes Towards Female Managers

This study developed an implicit measure of attitudes toward female managers. We found that the implicit measure was related to several explicit attitude measures. We also found that men and women reported positive explicit attitudes, but men’s implicit attitudes were negative. Social desirability could not account for this reversal.

Brittany Boyd, Baruch College

Charles A. Scherbaum, Baruch College, CUNY

Submitter: Brittany Boyd, brittanyboyd@yahoo.com

155-24.  The Three-Component Model of Organizational Commitment in Romania

This study investigates the 3-component model of organizational commitment in Romania. In terms of factor structure, and relationships between commitment, satisfaction and turnover intentions, we found similar results to North American samples. The relationship between job satisfaction and turnover intentions was partially mediated by affective and normative commitment.

Dan Ispas, University of South Florida

Michael E. Rossi, University of South Florida

Submitter: Michael E Rossi, michael.e.rossi@excite.com

155-25.  The Attitudes of Voluntary and Involuntary Part-Time Employees

A comparison of full-time and part-time employees revealed that part-time employees reported higher levels of job satisfaction and perceived interactional justice than full-time employees. Further analyses with part-time employees showed that those who preferred to be part time (voluntary) reported more favorable attitudes than those who preferred to be full time (involuntary).

Kristin L. Cullen, Auburn Univesity

Bryan D. Edwards, Auburn University

Scott Mondore, Maersk, Inc

J. Craig Wallace, Oklahoma State University

Submitter: Kristin L. Cullen, cullekr@auburn.edu

155-26.  CSE and Job Satisfaction: The Mediating Role of Organizational Justice

In this paper, justice was examined as a mediator of the relationship between core self-evaluations (CSE) and job satisfaction using a longitudinal 3-wave study.  Results show that justice mediated the relations between some CSEs and job satisfaction.  Locus of control and Neuroticism influenced justice perceptions, which influenced job satisfaction.

Meagan M. Tunstall, University of Houston

Christiane Spitzmueller, University of Frankfurt/University of Houston

Submitter: Meagan M. Tunstall, mmt00b@cs.com

155-27.  Employee Earliness: Attitudinal and Dispositional Predictors

Although the importance of employee lateness has long been recognized, the significance of employee earliness has generally been overlooked.  Data from 209 employed adults indicated that earliness and lateness represent 2 distinct dimensions of behavior.  Furthermore, organizational commitment, job involvement, and Conscientiousness yielded modest but significant positive relationships with earliness.

Nathan A. Bowling, Wright State University

Terry A. Beehr, Central Michigan University

Submitter: Nathan A. Bowling, nathan.bowling@wright.edu

155-28.  Demographic Differences in Job Attitudes: Regional Culture as a Moderator

Data from 1,669 participants representing all 50 U.S. states were used to examine geographic region as a moderator of the relationships between employee demographics (i.e., race and gender) and job attitudes.  Results indicated that demographic differences in job attitudes were small and did not vary across geographic regions.

Nathan A. Bowling, Wright State University

Submitter: Nathan A. Bowling, nathan.bowling@wright.edu

155-29.  A Meta-Analysis of Job Satisfaction, LOC, and Type-A Personality

A meta-analysis of studies reporting relationships of job satisfaction with LOC and Type A is described. Results indicate a dispositional effect of facets of LOC and Type A on job satisfaction. The notion that facet measures of dispositions are more appropriate when examining organizational variables than global measures is supported.

Haitham A. Khoury, University of South Florida

Valentina Bruk-Lee, University of South Florida

Ashley Nixon, University of South Florida

Angeline Ping Shin Goh, University of South Florida

Paul E. Spector, University of South Florida

Submitter: Haitham A. Khoury, hkhoury@mail.usf.edu

155-30.  Examining the Impact of Off-The-Job Interactions on Job Attitudes

We investigated how off-the-job social interactions may impact the job attitudes of employees. Specifically, in a sample of 309 part-time employees across a variety of organizations, we examined the nature of the relationships between leader–member exchange quality (LMX), off-the-job interactions (OJI), organizational citizenship behaviors (OCB’s), and affective and cognitive-based satisfaction.

Daren S. Protolipac, St. Cloud State University

Rupsmita Rajkhowa, St. Cloud State University

Adam Fetterman, St. Cloud State University

Morgan Stambaugh, St. Cloud State University

Matthew Priebe, St. Cloud State University

Josh Vraa, St. Cloud State University

Submitter: Daren S. Protolipac, dsprotolipac@stcloudstate.edu


 

156. Practice Forum: Saturday, 10:30–11:50
Broadway S (6th floor)

Top-Rated Practice Forum: Advanced Approaches to Basic Qualifications: Methods and Implications for Organizations

Basic qualifications (BQs) are widespread in personnel selection and have gained increased focus from practitioners with the OFCCP’s definition of Internet applicants. This forum examines new approaches to setting qualifications, and challenges and outcomes of creating and implementing BQs with examples from the federal government and Fortune 500 companies.

Sarah S. Fallaw, PreVisor, Chair

Carolyn L. Facteau, Facteau and Associates, LLC, Laura Clements, United Parcel Service, Katherine A. Jackson, Center for Business, Auburn University-Montgomery, Managing OFCCP Internet Applicant Guidelines in High-Volume Hiring Situations:  A Discussion of Challenges and a Content Validity Approach to Establishing Basic Qualifications

Evan F. Sinar, Development Dimensions International, Douglas H. Reynolds, Development Dimensions International, Corinne D. Mason, Development Dimensions International, A New Approach to Developing Online Basic Qualifications Measures

Ryan Shaemus O’Leary, Personnel Decisions Research Institutes, Elaine D. Pulakos, Personnel Decisions Research Institutes, Alfred J. Illingworth, Personnel Decisions Research Institutes, Larissa Linton, Personnel Decisions Research Institutes, Rose A. Mueller-Hanson, Personnel Decisions Research Institutes, Development of Content-Valid Competency-Based Minimum Qualifications at a Large Federal Agency

Andrew L. Solomonson, PreVisor, Pamela Congemi, PreVisor, Kimberly A. Wrenn, PreVisor, Effects of Implementing Minimum Qualifications on Adverse Impact and Related Outcomes

Philip Bobko, Gettysburg College, Discussant

Submitter: Sarah S. Fallaw, sfallaw@previsor.com

 


 

157. Practice Forum: Saturday, 10:30–12:20
Broadway N (6th floor)

Evolving Corporate Culture: Microsoft’s Culture Change

Four practitioners from Microsoft Corporation will discuss their work to change Microsoft’s culture.  This work is being approached proactively, to prepare for the changing business and competitive needs of the company.  Two discussants will provide their perspective on this work and culture change more broadly.

Kathleen Suckow Zimberg, Microsoft Corporation, Chair

Alexis A. Fink, Microsoft Corporation, Organizationally Relevant Culture Research

Lindsay Bousman, Microsoft Corporation, Lisa Sandora, Microsoft Corporation, Future of Culture Change: Moving the Needle Through Selection and Assessment

Kathleen Suckow Zimberg, Microsoft Corporation, Seizing the Opportunity: Culture Change With New Employees

Paul Gomez, Microsoft Corporation, Implementation of a Redesigned Performance Appraisal System

John Hunthausen, Microsoft Corporation, Discussant

Scott M. Brooks, Kenexa, Discussant

Submitter: Kathleen Suckow Zimberg, katez@microsoft.com

 


 

158. Symposium: Saturday, 10:30–12:20
Plymouth (6th floor)

Recent Experimental Research on Positive Forms of Leadership

This symposium focuses on the outcomes of 5 cutting-edge experimental studies focusing on positive forms of leadership and leadership development. Topics include leader transparency, leader efficacy, moral decision making, leader self-development, and swift trust. Taken together, we cover recent theory development and also empirical tests of positive forms of leadership.

Todd L. Pittinsky, Harvard University, Chair

Larry Hughes, University of Nebraska at Kearney, Transparency, Translucence or Opacity? An Experimental Study of the Impact of a Leader’s Relationship Transparency and Style of Humor Delivery on Follower Creative Performance

Sean T. Hannah, United States Military Academy, Developmental Readiness: A Construct to Accelerate Leader Development

Weichun Zhu, Harvard University, Authentic Leadership and Follower Moral Decision-Making Intention: Role of Follower Moral Identity

Rebecca J. Reichard, Kravis Leadership Institute, Leader Self-Development Intervention Study: The Impact of Self-Discrepancy and Feedback

Paul Lester, United States Military Academy, Swift Trust: Examining the Development and Acceleration of Follower Trust in Leaders in a Temporary Group Context

Susan E. Murphy, Claremont McKenna College, Discussant

Submitter: Rebecca J. Reichard, rreichard@cmc.edu

 


 

159. Symposium: Saturday, 10:30–11:50
Majestic (6th floor)

Effects of Work Demands on Employee Health and Well-Being

Employee health and well-being are important topics in applied psychological research. This symposium brings together researchers who utilize experience sampling methods to examine both within- and between-individual effects of work demands, experiences, and stressors on employees’ health and well-being.

Remus Ilies, Michigan State University, Chair

Nikos Dimotakis, Michigan State University, Co-Chair

Sabine Sonnentag, University of Konstanz, Carmen Binnewies, University of Konstanz, Emotional Dissonance as a Stressor in Human Service Work: Findings from Day-Level Analyses

Erin Fluegge Woolf, University of Florida, Beth A. Livingston, University of Florida, Timothy A. Judge, University of Florida, Working With the Dead: The Emotional Labor of Funeral Home Employees

Remus Ilies, Michigan State University, Nikos Dimotakis, Michigan State University, Psychological and Physiological Responses to Work Demands: The Role of Coping

Joyce E. Bono, University of Minnesota, Kristie Lynn Campana, University of Minnesota, Linking Negative Work Events and Employee Health: Does Social Support Matter?

Sheldon Zedeck, University of California-Berkeley, Discussant

Submitter: Remus Ilies, ilies@msu.edu


 

160. Panel Discussion: Saturday, 10:30–12:20
Winter Garden (6th floor)

Individual Assessment Today: What Works, and What Doesn’t Work!

A distinguished panel of assessment experts addresses concerns and successes in using individual assessment in organizations.  Panelists will answer questions regarding the success and failure of assessment, how to introduce it and use it, how to design it, and how do we know it works.

Ilianna H. Kwaske, Individual Practitioner, Chair

P. Richard Jeanneret, Valtera, Panelist

Mike Piotrowski, The Hartford, Panelist

Erich P. Prien, Performance Management Press, Panelist

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

Submitter: Ilianna H. Kwaske, ihk@kwaske.com


 

161. Symposium: Saturday, 10:30–11:50
Soho (7th floor)

New Standards for Retaliation Claims: What I-O Practitioners Should Know

The Supreme Court articulated new standards for Title VII retaliation claims in Burlington Northern v. White (June 22, 2006).  As a result, employers will face greater challenges in defending against retaliation claims.  This symposium evaluates the White ruling, discusses several of these challenges, and proposes proactive solutions.

Arthur Gutman, Florida Institute of Technology, Chair

Donald L. Zink, Personnel Management Decisions, Eric M. Dunleavy, American Institutes for Research, Stan Malos, San Jose State University, Arthur Gutman, Florida Institute of Technology, The Scope and Implications of the Supreme Court’s Ruling in BNSF v. White

Eric M. Dunleavy, American Institutes for Research, Defining “Adverse” Action: Will BNSF v. White Make a Difference?

Stan Malos, San Jose State University, Retaliation as Bootstrapping: Tactics for Hedging Problematic Discrimination Claims and How to Avoid Them

Arthur Gutman, Florida Institute of Technology, BNSF v. White: Implications for Traditional Hostile Environment Harassment Complaints

Wayne F. Cascio, University of Colorado, Discussant

Submitter: Arthur Gutman, artgut@aol.com

 


 

162. Symposium: Saturday, 10:30–12:20
Gramercy (7th floor)

Assessing the Impact of Multisource Feedback on Individual/Organizational Performance
This symposium will examine the influence of leadership dimensions on key organizational outcomes through the use of multisource feedback ratings. Specifically through the analysis of manager demographics, organizational climate, coaching, and performance measures, the papers will identify relevant links between the multisource feedback results and objective organizational performance.

W. Warner Burke, Teachers College, Columbia University, Chair

Marina P. Field, Teachers College, Columbia University, Kristin R.  Konie, The Home Depot, W. Warner Burke, Teachers College, Columbia University, Linking Leader Sex and Behavior to Performance

Matthew S. Kleinman, Teachers College, Columbia University, Don C. Allen, Institute for Personality and Ability Testing, W. Warner Burke, Teachers College, Columbia University, Multidimensional Self-Awareness and Organizational Performance

Monica Schultz, Kansas State University, Amanda S. Jay, Hay Group, Cheryl L. Comer, Kansas State University, 360-Feedback: A Research Tool to Understand Leader Behavior and Its Effects

LaToya D. Ingram, Teachers College Columbia University, Chris L. Lovato, The Home Depot, W. Warner Burke, Teachers College, Columbia University, Multisource Feedback: How Does the Coaching Relationship Influence the Coach?

William Pasmore, Mercer Delta Consulting, LLC, Discussant

Submitter: Marina P. Field, Marina.Field@gmail.com

 


 

163. Symposium: Saturday, 10:30–11:50
Empire (7th floor)

Recent Findings in Disability Employment: Employer Attitudes and Discrimination Claims
People with disabilities still face discrimination in the workplace, often due to employer fears about high accommodation costs and potential lawsuits. Researchers will present recent findings on employer attitudes, accommodation costs, discrimination claims, and strategies to improve the employment rate of people with disabilities.

Nathan D. Ainspan, The CNA Corporation, Chair

Beth M. Bienvenu, USDOL Office of Disability Employment Policy, Making the Business Case for Hiring People With Disabilities: Recent Data on Hiring and Accommodating People With Disabilities in the Workplace

Susanne M. Bruyere, Cornell University, Antonio Ruiz-Quintanilla, Employment & Disability Institute, Cornell University, Andrew J. Houtenville, Employment & Disability Institute, Cornell University, Disability and Diversity: A Comparative Study on Workplace Employment Discrimination Claims

Megan K. Leasher, HR Chally Group, Corey E. Miller, Wright State University, Charles N. Thompson, Wright State University, Suzanne L Dean, Wright State University, Who, What, and Why?  An Analysis of Disability Discrimination Claims and How They Differ From Other Claim Bases of Employment Discrimination

Dianna L. Stone, University of Texas, San Antonio, Kevin J. Williams, University at Albany-SUNY, Kimberly Lukaszewski, SUNY-New Paltz, The Effects of a Community-Based Intervention on Employers’ Beliefs and Intentions to Hire People With Disabilities

Nathan D. Ainspan, The CNA Corporation, Discussant

Submitter: Nathan D. Ainspan, ainspan@cna.org

 


 

164. Master Tutorial: Saturday, 10:30–11:50
Chelsea (7th floor)

1.5 CE credits for attending! Register at the session.

Towards More Dynamic Research in I-O Psychology

The aim of this tutorial is to better incorporate time in the design of research studies. After contrasting timeless and time-based research, 4 topics are addressed: dynamic conceptualization of phenomena, use of a strategic framework for generating temporal research questions, making temporal research designs (including sampling, measurement), and temporal analysis.

Robert A. Roe, University of Maastricht, Presenter

Submitter: Milton Hakel, mhakel@bgsu.edu

 


 

165. Theoretical Advancement: Saturday, 10:30–11:50
Duffy (7th floor)

Unifying Theories of Motivation

A new integrated theory of motivation is presented that unifies a range of theories of human nature under a single mathematical model, including goal setting, personality, and hyperbolic discounting.  This integration of theories will be extended by considering the systems paradigm and how it will advance the field of motivation.

Piers Steel, University  of Calgary, Presenter

Jeffrey B. Vancouver, Ohio University, Presenter

Robert G. Lord, University of Akron, Presenter

Submitter: Piers Steel, Piers.Steel@Haskayne.UCalgary.ca

 


 

166. Interactive Posters: Saturday, 10:30–11:20
Harlem (7th floor)

Global Leadership & Assessment

Marcus W. Dickson, Wayne State University, Facilitator

166-1.  Understanding Leadership Competencies in China:  A Benchmarking Study

This research investigates the structure, importance, and proficiency levels of leadership competencies in China.  A sample of 755 Chinese leaders and 43 human resource professionals provided ratings of leadership competencies.  Results show how cultural values affects the structure and prioritization of leadership competencies.

Paul R. Bernthal, Development Dimensions International

Ronnie Tan, Development Dimensions International

Richard S. Wellins, Development Dimensions International

Submitter: Paul R. Bernthal, Paul.Bernthal@ddiworld.com

166-2.  Empathy as a Global Leadership Competency: An Empirical Analysis

This research examines how the cultural background of a manager moderates the relationship between direct report ratings of empathy and boss ratings of performance. We found culture to be a significant moderator of the relationship between empathy and performance for 7 of the 9 GLOBE dimensions.

Golnaz Sadri, California State University-Fullerton

Todd J. Weber, Center for Creative Leadership

William A. Gentry, Center for Creative Leadership

Submitter: William A. Gentry, gentryb@leaders.ccl.org


166-3.  CPI 260™ Validity: Comparing Leaders in Three Countries

This study was conducted to examine the factor structure of the CPI 260 assessment in 3 different countries. The similarities between the factors in U.S., Canadian, and Australian samples were examined by means of the coefficient of congruence. These results lend support for factorial validity of the CPI 260 assessment.

Nancy Schaubhut, CPP, Inc.

Richard C. Thompson, CPP, Inc.

Michael L. Morris, CPP, Inc.

Jenny Merriam, CPP, Inc.

Submitter: Nancy Schaubhut, nas@cpp.com

166-4.  Understanding Project GLOBE: Exploratory Scale Reconstruction at an Individual Level

The GLOBE project’s practices scales were found to measure values, using the Schwartz Values Survey as an index of validity. New value scales were developed that, for 7 of 9 constructs, adequately assessed the theoretical constructs developed by GLOBE.

William K. Gabrenya, Florida Institute of Technology

Marinus van Driel, Florida Institute of Technology

Stacey Fehir, Florida Institute of Technology

Submitter: Stacey Fehir, Fehirs@aol.com


 

167. Academic-Practitioner Collaborative Forum: Saturday, 10:30–11:50
Marquis C (9th floor)

Financial and Managerial Determinants of Engagement: Research and Case Studies

Within-year and time-lagged analyses revealed that managerial practices and organizational processes more strongly impacted employee engagement than financial performance.  Past research and advanced analysis techniques are discussed along with best practices and tactical considerations.  A second case study is presented highlighting the development process of academic–practitioner collaborative linkage projects.

Charles A. Scherbaum, Baruch College, CUNY, Chair

Justin G. Black, Baruch College, CUNY, Co-Chair

Charles A. Scherbaum, Baruch College, CUNY, Justin G. Black, Baruch College, CUNY, Financial and Managerial Determinants of Employee Engagement

Craig S. Ramsay, Intuit Inc., Using Linkage Analysis to Inform Decision Making at Intuit, Inc.

Joyce Chan, The McGraw-Hill Companies, Justin G. Black, Baruch College, CUNY, Conducting Linkage Research: Academic–Practitioner Collaboration and Tactical Considerations

Ralf S. Kloeckner, Accenture, Douglas A. Klein, Sirota Survey Intelligence, Angela Grotto, Baruch College, CUNY/Sirota Survey Intelligence, Developing an Academic-Practitioner Linkage Project

Submitter: Justin G. Black, justin.black@gmail.com

 


 

168. Symposium: Saturday, 10:30–11:50
Marquis B (9th floor)

Cut-Score Development as an Extension of the Validation Process

Cut-score development and test validation are often considered separate processes despite their interdependence in implementing selection systems.  This symposium addresses cut scores as an extension of the validation process, exploring psychometric and practical issues in using validity evidence to set cut scores and assessing the validity of cut scores.

Phillip M. Mangos, NAVAIR Orlando Training Systems Division, Chair

Joshua A. Isaacson, Florida Institute of Technology, Co-Chair

Phillip M. Mangos, NAVAIR Orlando Training Systems Division, Joshua A. Isaacson, Florida Institute of Technology, Richard D. Arnold, Human Performance Architects, Psychometric Issues in the Use of Validity Evidence to Support Cut-Score Decisions

Lorin M. Mueller, American Institutes for Research, Alexander Alonso, American Institutes for Research, Andrea Amodeo, American Institutes for Research, Contrasting Groups and Related Methods as a Solution to the Forward/Reverse Regression Problem in Setting Cut Scores

Brent D. Holland, TeleTech Holdings, Inc., Christina R. Van Landuyt, Washington Mutual Bank, Evaluating Noncompensatory Cutoffs in Personality-Based Selection

Henry L. Phillips, Chief of Naval Air Training, Tatana M. Olson, United States Navy, Practical Considerations Relevant to the Determination of Cut Scores for the U.S. Navy Aviation Selection Test Battery (ASTB)

Submitter: Phillip M. Mangos, phillip.mangos@navy.mil

 


 

169. Practice Forum: Saturday, 10:30–11:50
Cantor (9th floor)

Using Competency Models to Attract, Retain, and Develop Talent

Competencies can be used to attract, retain, and develop the talent necessary to drive performance within an organization.  Practitioners from 4 organizations with competency- based career development programs will discuss the development, integration and impact of these initiatives, as well as share their insights, best practices, and lessons learned.

Erica L. Hartman, APT, Inc, Chair

Cara C. Bauer, Novo Nordisk, Inc., Stephen A. Dwight, Novo Nordisk, Developing an Integrated Competency-Based Career Path to Support the Growth and Development of a Sales Organization

Lisa Sandora, Microsoft Corporation, Career Models at Microsoft

Michelle N. Blair, The Kellogg Company, Integrating Competencies Into Career Progression & Career Development

Suzan L. McDaniel, Bristol-Myers Squibb, Erika D’Egidio, Bristol-Myers Squibb, Robin R. Cohen, Bristol-Myers Squibb, Enhancing Skills, Performance, and Organizational Capability through Competencies

William H. Berman, APT, Inc., Discussant

Submitter: Erica L. Hartman, ehartman@appliedpsych.com

 


 

170. Symposium: Saturday, 10:30–11:50
Barrymore (9th floor)

Exploring the Use of Forced-Choice Personality Measures in Personnel Selection

In personnel selection contexts, forced-choice personality measures have been viewed as a useful alternative to Likert measures, typically because they are thought to be more resistant to faking. This symposium presents research on the properties and practical utility of forced-choice assessments to inform the development and use of these measures.

Patrick D. Converse, Florida Institute of Technology, Chair

Neil D. Christiansen, Central Michigan University, George Montgomery, Central Michigan University, Gary N. Burns, University of Wisconsin Oshkosh, Removing Effects of Cognitive Ability on Forced-Choice Personality Assessments

Anna Brown, SHL Group Plc., Structural Equation Modeling of Latent Traits With Forced-Choice Ipsative Data: Theory and Applications

Rodney A. McCloy, HumRRO, Dan J. Putka, HumRRO, Validation of a Person–Organization–Personality Hybrid Measure

Dave Bartram, SHL Group PLC, Comparisons of Validity Coefficients Obtained With Normative and Ipsative Format Instruments

Frederick L. Oswald, Michigan State University, Discussant

Submitter: Patrick D. Converse, pconvers@fit.edu

 


 

171. Conversation Hour: Saturday, 10:30–11:20
Sun Roof (16th floor)

Education Research Funding for I-O Psychologists

I-O psychologists have the research expertise and skills needed to study the organizational structure and management/leadership issues that are endemic to public education. In this conversation hour presented by the National Center for Education Research, representatives of  the U.S. Department of Education will discuss its education research funding opportunities for I-O psychologists.

Katina R. Stapleton, U.S. Department of Education, Host

Submitter: Eric D. Heggestad, edhegges@uncc.edu

 


 

172. Community of Interest: Saturday, 11:00–11:50
Uris (6th floor)

Organizational Justice

Jason A. Colquitt, University of Florida, Facilitator

 


 

173. Poster Session: Saturday, 11:30–12:20
Westside (5th floor)

Global Practices, Culture/Climate, Customer Service

173-1.  A Theoretical Review of Empathy and Implications for Industrial-Organizational Psychology

Empathy has been peripherally discussed in industrial-organizational research.  However, there continues to be confusion surrounding the definition and measurement of the construct, which is hindering the forward progress on any formal theories relating empathy to the workplace.  The nature of empathy and implications for research areas are discussed.

Malissa A. Clark, Wayne State University

James M. LeBreton, Purdue University

Submitter: Malissa A. Clark, malissa@wayne.edu

173-2.  Are Counterproductive Workplace Behaviors Related to Customer Experience?

Using a large restaurant company, we tested the relationship between counterproductive workplace behaviors (CWBs) and customer satisfaction and service quality to determine the influence of these negative behaviors on the customer experience and, potentially, profit. Employee perceived CWBs in the aggregate were related to both customer satisfaction and service quality.

Robert C. Baker, DecotiisErhard, Inc.

Tara Myers, CorVirtus

Christine Murphy, CorVirtus

Submitter: Christine Murphy, cmurphy@corvirtus.com

173-3.  The Impact of CWBs on Customer Perceptions of Service Quality

The impact of counterproductive work behaviors (CWBs) on perceptions of service quality was examined. Drawing from the Robinson and Bennett (1995) framework of CWBs, we found that although severity of the infraction impacts perceptions of service, the extent to which CWBs are directed toward the organization (vs. other individuals) is not.

Robert C. Baker, DecotiisErhard, Inc.

Tara Myers, CorVirtus

D. Apryl Rogers, CorVirtus

Christine Murphy, CorVirtus

Brian D. Cawley, CorVirtus

Submitter: Bobby Baker, bbaker@Corvirtus.com

173-4.  Trust and Productivity Improvement: A Cross-Cultural Analysis

We investigated the relationship between trust and productivity improvement following an organizational intervention and whether this relationship was constant across cultures. Results suggest that trust is unrelated to productivity improvement overall, but that there is a significant interaction between trust and culture when predicting improvement. Theoretical rationale is also presented.

Melissa M. Harrell, University of Central Florida

Robert D. Pritchard, University of Central Florida

Submitter: Melissa M. Harrell, melissaharrell1@yahoo.com

173-5.  Stigma of Hijabis in Employment Settings:  A Function of Job Type

This study examines whether Muslim women who don the headscarf (Hijabis) employ disengagement and disidentification tactics during job selection procedures (not applying for work and having low expectations to receive interviews or job offers) for certain job types (occupations that involve high public contact and low job status).

Sonia Ghumman, Michigan State University

Submitter: Sonia Ghumman, ghummans@msu.edu

173-6.  Investigation of Provider-Perceived Healthcare Quality and Impact on Hospital Performance

This study explores provider-perceived healthcare quality in India. An instrument to assess provider-perceived healthcare quality is developed and validated. The standardized instrument is then used to examine the impact of provider perceived quality dimensions on hospital performance. Results and implications for future research are discussed.

Mayuri Duggirala, IIT Madras Chennai

Submitter: Mayuri Duggirala, d.mayuri@gmail.com

173-7.  Positivity and Job Satisfaction

The aim of this study was to examine the concept of positivity as a cultural variable
within the job satisfaction domain.  Results showed significant correlations between the positivity values in this study and scores provided in the subjective well-being domain.  In addition, all positivity scores showed substantial correlations with job satisfaction.

Karsten Mueller, University of Mannheim

Keith Hattrup, San Diego State University

Natascha Hausmann, University of Mannheim

Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de

173-8.  Employee Cultural Values and Organizational Commitment: Do Employee Benefits Matter?

This study examined whether employees’ cultural values influence their preferences for benefits and whether these 2 factors conjointly influence employee commitment. We found that individualism–collectivism has differential impact on benefits preferences. However, we did not find support for the mediating effect of preferences on the cultural–commitment relationship.

Niti Pandey, ILIR

Aparna Joshi, University of Illinois at Urbana-Champaign

Joseph J. Martocchio, University of Illinois at Urbana-Champaign

Submitter: Niti Pandey, npandey@uiuc.edu

173-9.  Validation of the State-Trait Emotion Measure (STEM) in a Romanian Sample

This study investigated the reliability and validity of a Romanian version of the State-Trait Emotion Measure among 108 basketball players. The measure, developed originally in the U.S., showed satisfactory levels of reliability, convergent, and criterion-related validity. This evidence suggests that the Romanian STEM can be used in future cross-cultural research.

Dan Ispas, University of South Florida

Horia D. Pitariu, Babes-Bolyai University

Edward L. Levine, University of South Florida

Simona Musat, Babes-Bolyai University

Submitter: Dan Ispas, dispas@gmail.com

173-10.  Big Five Personality Differences Among Management Incumbents in Eleven Cultures

Big 5 personality of management and executive incumbents in 11 cultures were compared using uncorrected and ipsative scores. Uncorrected and ipsative scores produced highly discrepant results, especially among Japanese and Swedish management. Though cluster analysis generally supports an East–West dichotomy, this distinction is much clearer using ipsative scores.

Laura G. Barron, Rice University

Robert E. Lewis, Microsoft Corporation

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

173-11.  What Will They Be Thinking?  Developing Cultural Situational Judgment Tests

Lievens (2006) proposed the use of situational judgment tests (SJTs) for international human resources activities.  We discuss their suitability for measuring cross-cultural knowledge, present related issues, and propose a model based on survey research and cognitive, cross-cultural, and industrial-organizational psychology literatures to guide the investigation of cultural SJT issues.

Mary Kosarzycki, Kaegan Corporation

Phillip M. Mangos, NAVAIR Orlando Training Systems Division

Joan H. Johnston, Naval Air Warfare Center

Joshua A. Isaacson, Florida Institute of Technology

Cecily McCoy, University of Central Florida

Sherry Ogreten, JHT Corporation

Submitter: Mary Kosarzycki, rombert@bellsouth.net

173-12.  Predicting Negative Incidents in Hospitals at Individual and Unit Levels

Patient case resource intensity as well as the unit-level climate of patient safety were used to predict adverse events in acute care settings. Hierarchical linear modeling was used to assess the hypotheses, and both predictors were significant.

Theresa J. B. Kline, University of Calgary

Chelsea Willness, University of Calgary

William A. Ghali, University of Calgary

Submitter: Theresa J. B. Kline, babbitt@ucalgary.ca

173-13.  Diversity Climate, Justice, and Organizational Outcomes

This study investigates the role of diversity climate and justice on organizational behaviors. Data from 81 employees show that the effect of diversity climate on turnover intentions, organizational commitment, and organizational support is mediated by justice. Implications and future research are discussed.

Elizabeth Schmidlin, University of South Florida

Kimberly E. O’Brien, University of South Florida

Andrew Michael Biga, University of South Florida

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

173-14.  Developing and Validating a Quantitative Measure of Organizational Courage

This paper presents an instrument for assessing organizational courage. Results confirm a 2-factor solution (observed frequency of acts of courage and fear of performing those acts) with 4 resulting organizational cultures (bureaucratic, fearful, courageous, quantum). Results suggest that an organization’s environment, systems, and outcomes are meaningfully related to courageous challenges.

Ralph H. Kilmann, University of Pittsburgh (on leave)

Linda A. O’Hara, California State University, Long Beach

Judy P. Strauss, California State University, Long Beach

Submitter: Judy P. Strauss, jstrauss@csulb.edu

173-15.  Climate Strength and Quality:  Do They Affect Individual Affective Commitment?

This study investigates whether climate strength and quality influence individual affective commitment above and beyond individual perceptions regarding affective, cognitive, and instrumental facets of organizational climate. Results showed that climate quality regarding affective and cognitive climate aspects rather than instrumental aspects relates to affective commitment. Climate strength seems less important.

Annelies E. M. Van Vianen, University of Amsterdam

Myriam N.  Bechtoldt, University of Amsterdam

Irene E. De Pater, University of Amsterdam

Arne V. A. M. Evers, University of Amsterdam

Submitter: Annelies E. M. Van Vianen, A.E.M.vanVianen@uva.nl

173-16.  Investigation of Patient-Perceived Healthcare Quality and Impact on Patient Satisfaction

This study explores the perception of healthcare service quality from the patient’s perspective. An instrument to assess patient-perceived healthcare service quality is developed and validated. The dimensions of patient-perceived healthcare service quality are examined in terms of their impact on patient satisfaction. Results and implications for future research are discussed.

Mayuri Duggirala, IIT Madras Chennai

Submitter: Mayuri Duggirala, d.mayuri@gmail.com

173-17.  Cultural Differences in Information Relevance: Implications for Multinational Teamwork

Work teams must identify needed information, make sense of complex situations, and make critical decisions. This study found that the Japanese, Koreans, and the Taiwanese differed from Americans in their judgments of information relevancy. This may threaten the effectiveness of multinational teams by disrupting sensemaking and reducing common ground.

Mei-Hua Lin, Wright State University

Helen Altman Klein, Wright State University

Mark Radford, Hokkaido University

Incheol Choi, Seoul National University

Lien Yunn-Wen, National Taiwan University

Submitter: Mei-Hua Lin, lin.8@wright.edu

173-18.  Organizational Change Climate: Relationships With Group Well-Being

We developed a model in which 2 dimensions of an organization’s change climate, change information and participation, influence role ambiguity and role overload, and ultimately, group well-being. Results provided support for the model in which change information was associated with quality of work-life and group distress, mediated via role ambiguity.

Alannah E. Rafferty, University of Queensland

Nerina Jimmieson, University of Queensland

Submitter: Nerina Jimmieson, n.jimmieson@psy.uq.edu.au

173-19.  The Waiter Spit in My Soup! Counterproductive Behavior Toward Customers

Although counterproductive work behavior (CWB) has been investigated using many targets, customers as targets have been largely neglected in past research. Evidence supports a model using customer stressors as an antecedent for CWB directed at customers, with anger partially mediating and emotional dissonance moderating this relationship.

Emily M. Hunter, University of Houston

Lisa M. Penney, University of Houston

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

173-20.  Contagious Justice: Components, Antecedents, and Cross-Level Effects of PJ Climate

We examined procedural justice (PJ) climate quality and strength in a business organization. Results showed the quality of unit-level trust in management predicted PJ climate quality. Multilevel analyses revealed that PJ climate influenced individual affective outcomes beyond individual-level perceptions of PJ, and PJ climate strength moderated some of these relationships.

Taylor L. Poling, University of Tennessee

John P. Meriac, University of Tennessee

David J. Woehr, University of Tennessee

Submitter: Taylor L Poling, tpoling@utk.edu

173-21.  Keeping Values-Based Promises to Employees: Implications for Business-Unit Turnover

Values-based organizations continue to increase in popularity. This research operationalizes values as kept promises and provides empirical evidence for the links between values-based promise keeping, employee affective commitment, and business unit-level turnover. The study utilizes a large national restaurant chain and provides implications for financial savings and managerial interventions.

Gunnar E. Schrah, CorVirtus

Paige K. Graham, CorVirtus

Submitter: Paige K. Graham, pgraham@corvirtus.com


173-22.  Outsourcing and Frontline Workers’ Customer Orientation

Based on data from a Korean telecommunication company and its partner organizations, we found that the frontline workers of the partner organizations have a significantly lower level of customer orientation than those of the principal organization, and the differences could be explained by supervisors’ customer orientation and training in customer orientation.

Chanhoo Song, Information and Communications University

Sunhee Lee, Chungnam National University

Eue-Hun Lee, Information and Communications University

Submitter: Sunhee Lee, sunhee_lee@cnu.ac.kr

173-23.  The Impact of State Negative Affect on Self-Reported Personality Measures

The impact of state negative affect on several self-report measures is investigated using a Solomon 4-group design.  Results suggest that individuals who were induced into a state negative affect report higher levels of negative affectivity and emotional intelligence.  Implications for the use of self-report measures in organizational research are discussed.

Malissa A. Clark, Wayne State University

Alicia Marie Gramzow, Global Lead Management Consulting

Angela K. Pratt, Procter & Gamble

James M. LeBreton, Purdue University

Submitter: Malissa A. Clark, malissa@wayne.edu

173-24.  Further Validation of an American Social Self-Efficacy Inventory in China

This study reports the continued cross-cultural validation of an American social self-efficacy measure (PSSE; Smith & Betz, 2000) in Chinese populations. Results indicated that the Chinese PSSE score had meaningful correlations with the 16 PF scores, and its internal structure was invariant over on a culture-specific variable: respect for authority.

Jinyan Fan, Hofstra University

Hui Meng, East China Normal University

Felix James Lopez, Lopez and Associates, Inc.

Xiaofang Li, Shanghai Teacher’s University

Xiangping Gao, Shanghai Teacher’s University

Submitter: Jinyan Fan, fanjinyan@yahoo.com

173-25.  Psychological Aspects of Successful Entrepreneurship in China: An Empirical Study

This study reports the psychological aspects of successful entrepreneurship in China. Our empirical results found age, business skills, work experience, cognitive ability, Extraversion, Openness to Experience, Conscientiousness, and Agreeableness to be valid predictors of entrepreneurial success. Culturally relevant Chinese characteristics are used to explain the findings.

Hui Meng, East China Normal University

Saul Fine, CareerHarmony, Inc.

Gerald Feldman, CareerHarmony, Inc.

Baruch Nevo, University of Haifa

Submitter: Saul  Fine, saulf@careerharmony.com

173-26.  Organizational Climate for Change: Implications for Change Management

This paper investigated the impact of organizational climate for change on commitment, empowerment, motivation, and managerial perceptions of self-efficacy regarding their ability to manage change. Results show that organizational characteristics, including structure, politics, and fairness, significantly impact managerial variables. Also provided is a model for studying change management.

Joana Pimentel, University of Tennessee-Knoxville

Adam R. Smith, University of Tennessee-Knoxville

Joshua D. Bazzy, University of Tennessee-Knoxville

Submitter: Adam R. Smith, asmit102@utk.edu

173-27.  Dimensions of Innovation Culture: Developing a Measure

To understand an innovative culture we used qualitative research methods and then developed a quantitative survey to complement this work. To further develop the survey, we surveyed 600 employees and used exploratory and confirmatory factor analysis methods. The result is a 42-item survey that measures 11 dimensions of organizational culture.

April R. Cantwell, North Carolina State University

Lynda Aiman-Smith, North Carolina State University

Torrey R. Mullen, North Carolina State University

Submitter: Torrey R. Mullen, trmullen@nc.rr.com

173-28.  Validation of the State-Trait Emotion Measure (STEM) in China

This study investigated the reliability and validity of a Mandarin Chinese version of the State–Trait Emotion Measure among 229 corporate employees in mainland China. The measure, developed originally in the U.S., showed satisfactory levels of reliability, convergent, and criterion-related validity. This evidence suggests that the measure can facilitate cross-cultural research.

Liuqin Yang, University of South Florida

Xian Xu, University of South Florida

Dan Ding, Beijing Normal University

Ran Bian, Beijing Normal University

Edward L. Levine, University of South Florida

Hongsheng Che, Beijing Normal University

Submitter: Liuqin Yang, lyang2@mail.usf.edu

173-29.  Improving Patient Safety Through Upward Communication: Some Recommendations

This paper reviews some of the potential social/organizational barriers that healthcare professionals face when speaking up about errors to higher ranking team members and management. We provide recommendations to healthcare organizations aspiring to improve medical team communication/error reporting. In addition, we discuss difficulties healthcare organizations may face when implementing these recommendations.

Dana E. Sims, University of Central Florida

Renee Eileen DeRouin, University of Central Florida

Eduardo Salas, University of Central Florida

Submitter: Dana E. Sims, dana.e.sims@gmail.com

173-30.  Culture, Motivation, and Feedback-Seeking Behaviors: Test of a Mediated Model

The current study explored how cultural values and individual motivation relate to feedback-seeking behaviors (FSB).  Specifically, we hypothesized and supported that individualism would relate to FSB.  Results indicated that many of the relationships between individualism and FSB were mediated by achievement and status motivation.

Stephane Brutus, Concordia University

Gary J. Greguras, Singapore Management University

Submitter: Stephane Brutus, brutus@jmsb.concordia.ca


 

174. Interactive Posters: Saturday, 11:30–12:20
Harlem (7th floor)

Charismatic Leadership

Suzanne Peterson, Arizona State University, Facilitator

,

174-1.  Charismatic Leadership at a Distance: Evidence From Korea

We examined the direct and indirect relationships between charismatic leadership and followers’ commitment to the leader and outcomes (i.e., satisfaction, helping behavior, performance) in close and distant relationships with 13 large Korean organizations. Results indicated these relationships differed based upon leader–follower distance and follower’s strength in commitment to the leader.

Jae Uk Chun, Penn State Great Valley

Francis J. Yammarino, Binghamton University

Shelley Dionne, Binghamton University

John J. Sosik, Pennsylvania State University-Great Valley

Hyoung Koo Moon, Korea University

Submitter: John J. Sosik, JJS20@PSU.edu


174-2.  The Interactive Effect of Belongingness and Charisma on Helping

This multisource study tests the effects of belongingness and charisma on helping. Employees show more helping when they feel more belongingness and their leader is more charismatic. The impact of charisma on helping is stronger for employees low on belongingness than for individuals high on belongingness.

Deanne N. Den Hartog, University of Amsterdam

Annebel H. B. de Hoogh, Vrije Universiteit Amsterdam

Anne E. Keegan, University of Amsterdam

Submitter: Deanne N. Den Hartog, D.N.denHartog@uva.nl

174-3.  Problem-Solving and Performance: Comparing Charismatic, Ideological, and Pragmatic Leaders

Theories contrasting charismatic, ideological, and pragmatic leaders hold that these 3 leader types display differences in how they construe and attempt to solve the problems encountered in leading others.  The present study tested the existence of these differences and identified the problem-solving conditions in which each leader type excels.

Katrina E. Bedell Avers, University of Oklahoma

Sam T. Hunter, University of Oklahoma

Michael D. Mumford, University of Oklahoma

Submitter: Katrina E. Bedell Avers, kbedell@psychology.ou.edu

174-4.  The Effects of Charismatic Leadership on Team Processes

We investigated the effect of charismatic leadership on team process variables. We found that charismatic leadership is associated with enhanced cohesion, cooperation, and communication, and decreased conflict among team members. The 4-team process variables partially mediated the effect of charismatic leadership on team consensus decision making and team satisfaction.

Pauline Schilpzand, University of Florida

Marieke C. Schilpzand, Georgia Institute of Technology

Vilmos Misangyi, University of Delaware

Amir Erez, University of Florida

Thomas Greckhamer, Louisiana State University

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


 

175. Special Event: Saturday, 11:30–12:50
Sun Roof (16th floor)

Special Event Hosted and Sponsored by the SIOP Education and Training Committee:  Building the Network:  A Working Session for Undergraduate I-O Programs

As part of SIOP’s Education and Training Committee, we investigated the prevalence of undergraduate I-O concentrations and the availability of undergraduate courses.  This working session will allow us to further understand the needs of instructors and programs, disseminate tools and information, and begin to build a resource network for instructors.

Patrick R. Powaser, Oxy Inc., Host

Alice F. Stuhlmacher, DePaul University, Host

Jennifer P. Bott, Ball State University, Host

Eric D. Heggestad, University of North Carolina Charlotte, Host


 

 

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