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Saturday PM

This symbol indicates that this session or event is part of the Leading Edge and Beyond mini-track.


176. Practice Forum: Saturday, 12:00–1:20
Wilder (4th floor)

Performance Management:  Design and Implementation Factors That Drive Organizational Impact

The current business climate is leading to an increased focus on performance management. Recent performance management research, which examined the design and implementation factors that help companies achieve their intended goals, will be presented.  Then, 2 companies from the study will present and discuss the factors that drove their success.

Gary Johnsen, Creative Metrics, Chair

Edie L. Goldberg, E.L. Goldberg & Associates, Co-Chair

Edie L. Goldberg, E.L. Goldberg & Associates, Research on Design and Implementation Factors That Drive Organizational Impact

Darin S. Artman, Bristol-Myers Squibb, Kelly M. Polanco, Bristol-Myers Squibb, Iris Nafshi, Bristol Myers Squibb, Effective Global Implementation of Performance Management

Tiffany Stanush, Valero Energy Corporation, Lessons From the Field: Building a Performance Management Process That Fits the Culture

Gary Johnsen, Creative Metrics, Discussant

Submitter: Edie L. Goldberg, edie@ELGoldberg.com 


177. Symposium: Saturday, 12:00–1:50
Hart (4th floor)

Stress in Service Interactions: Antecedents, Processes, and Moderators

Services represent a triangle of mutual relationships among organizations, employees, and customers. This symposium highlights all 3 edges of this triangle: organizations’ impact on employees and customers via service climate, reciprocal effects between customers and employees, and customers’ effects on employees moderated by modality of communication and emotional resources.

Andrea Fischbach, Trier University, Chair

Christian Dormann, Johannes-Gutenberg-University Mainz, Co-Chair

Andrea Fischbach, Trier University, Michael A. West, Aston University, Jeremy F. Dawson, Aston University, Enhancing Service Climate, Climate Strength and Service Quality in Health Care—Beneficial for Both: Patients and Health Care Staff?

Hazel-Anne M. Johnson, University of South Florida, Paul E. Spector, University of South Florida, An Examination of Affectivity, Emotional Labor Strategies, and Emotional Exhaustion

Jan de Jonge, Eindhoven University of Technology, Maria  C. W. Peeters, Utrecht University, Pascale M. Le Blanc, Utrecht University, Must Emotion Work Always Be Stressful? The Moderating Role of Specific Job Resources in Health Care Work

Christian Dormann, Johannes-Gutenberg-University Mainz, Sebastian Giralt, Johannes Gutenberg-University, Citizen-Related Stressors Among Police  Officers: A Short-Term Panel Study

April Jones, Pennsylvania State University, Jennifer A Diamond, Pennsylvania State University, Nataliya Baytalskaya, Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University, The Effects of Communication Modality on the Frequency and Outcomes of Customer Verbal Aggression

Submitter: Andrea Fischbach, andrea.fischbach@uni-trier.de

 


 

178. Symposium: Saturday, 12:00–1:50
Ziegfeld (4th floor)

Too Much, Too Little, Too Unstable: Optimizing Personality Measure Usefulness

We address 2 questions: (a) Are we utilizing personality measures to their maximal potential, and (b) How do personality variables come to influence job performance and hirability ratings? Empirical studies focus on repeatedly measuring Conscientiousness, Extraversion exhibited in the handshake, dark-side traits, clinical measures, and nonlinearity of emotional stability–performance relations.

Deniz S. Ones, University of Minnesota, Chair

Brian S. Connelly, University of Minnesota, Deniz S. Ones, University of Minnesota, Multiple Measures of a Single Conscientiousness Trait: Validities Beyond .35!

Susan Dustin, University of Iowa, Greg L. Stewart, University of Iowa, Murray R. Barrick, Texas A&M University, Todd Darnold, University of Iowa, Handshake as a Mediator Between Personality and Employment Interview Ratings

Filip De Fruyt, Ghent University, Barbara DeClercq, University of Ghent, Jean-Pierre Rolland, Paris X University, Screening Personality Dysfunctioning in Personnel Selection

Michael J. Benson, U.S. Air Force, John P. Campbell, University of Minnesota, Emotional Stability: Inoculator of the Dark-Side Personality Traits/Leadership Performance Link?

Huy Le, University of Central Florida, Remus Ilies, Michigan State University, Ed V. Holland, University of Nebraska-Omaha, Too Much of a Good Thing? Curvilinearity Between Emotional Stability and Performance

Chockalingam Viswesvaran, Florida International University, Discussant

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

 


 

179. Symposium: Saturday, 12:00–1:20
Shubert (6th floor)

Leader–Member Exchange (LMX): Exploration and Exploitation

In this symposium we explore new territory in the leader–member exchange literature, refining existing theory, and exploring the relationship of LMX quality to other variables of interest, such as coping with change, perceptions of supervisor fairness and the development of team relationships.  A new measure of supervisor LMX is discussed.

Lucy R. Ford, Rutgers University, Chair

Erika Harden, Rutgers University, Co-Chair

Cecily D. Cooper, University of Miami, Terri A. Scandura, University of Miami, Mirror, Mirror on the Wall: Justice Interactions as Identity Negotiation

David J. Henderson, University of Illinois at Chicago, Robert C. Liden, University of Illinois at Chicago, Leader–Member Exchange Differentiation and Workgroup Relationships:  A Social Network Perspective

John M. Maslyn, Belmont University, Mary Uhl-Bien, Univ-ersity of Nebraska-Lincoln, Marie S. Mitchell, University of Nebraska, Exploring Leader–Member Exchange (LMX) From the Manager’s Perspective: Development of a Supervisor LMX Measure

Erika Harden, Rutgers University, Lucy R. Ford, Rutgers University, Coping With Change Isn’t Just an Individual Difference:  The Role of Leaders and Team Members

Anson Seers, Virginia Commonwealth University, Discussant

Submitter: Lucy R. Ford, lucyford@rutgers.edu

 


 

180. Symposium: Saturday, 12:00–1:50
Broadway S (6th floor)

Assessment Center (Modern) Validity: Forty Years Since Bray and Grant

This symposium serves to update the field on the current use of assessment centers worldwide and presents evidence supporting the modern view of AC validity. Whereas research has historically argued that ACs have high predictive validity yet low construct validity, the set of papers offered paint a somewhat different picture.

Deborah E. Rupp, University of Illinois at Urbana-Champaign, Chair

Stephen J. Vodanovich, University of West Florida, Co-Chair

Diana E. Krause, University of Western Ontario, George C. Thornton, Colorado State University, Selection Versus Development Assessment Centers in America, Asia, and Europe

Klaus G. Melchers, University of Zurich, Crista Henggeler, Detecon AG, Martin Kleinmann, University of Zurich, Do Within-Dimension Ratings Improve AC Construct  Validity? A Meta-Analytic Reassessment

Heinz Schuler, University of Hohenheim, Yvonne Görlich, University of Hohenheim, Improving Assessment Centers by the Trimodal Concept of Personnel Assessment

Bernd  Marcus, University of Western Ontario, Richard D. Goffin, University of Western Ontario, Norman G. Johnston, Private Practice, Mitchell Rothstein, University of Western Ontario, Establishing the AC as a Measure of Maximum Rather Than Typical Performance

Alyssa Mitchell Gibbons, University of Illinois at Urbana-Champaign, Deborah E. Rupp, University of Illinois at Urbana-Champaign, Inconsistency in Assessment Center Performance: A Meaningful Individual Difference?

William C. Byham, Development Dimensions International, Discussant

Submitter: Deborah E. Rupp, derupp@uiuc.edu

 


 

181. Community of Interest: Saturday, 12:00–12:50
Uris (6th floor)

Aging and Industrial-Organizational Psychology: Current and Future Issues

Suzanne M. Miklos, O.E. Strategies, Inc., Facilitator

Harvey L. Sterns, University of Akron, Facilitator

 


182. Panel Discussion: Saturday, 12:00–1:50
Soho (7th floor)

Adverse Impact: The Experts Discuss What Employers Need to Know

What do you do when your test has adverse impact? Hard to answer unless you know the current legal landscape surrounding adverse impact challenges. A panel of legal experts discusses: Validity versus AI, which is more important?; “alternative predictors”; cutoff scores, OFCCP challenges, the 4/5ths rule, and minimum qualifications.

James C. Beaty, Previsor, Chair

Arthur Gutman, Florida Institute of Technology, Panelist

Gavin S. Appleby, Littler Mendelson, LLC, Panelist

James L. Outtz, Outtz and Associates, Panelist

Hennie J. Kriek, SHL/University of South Africa, Panelist

Submitter: James C. Beaty, jbeaty@previsor.com

 


 

183. Symposium: Saturday, 12:00–1:20
Empire (7th floor)

What’s New in Affirmative Action Research: Advances and Future Directions

The purpose of this symposium is to present theoretically driven, recent advances in research on affirmative action (AA). Four papers provide insights on fundamental issues such as the effects of AA on rarely before examined groups (Asians), why people support or oppose AA, and when AA beneficiaries are stigmatized as incompetent.

David M. Mayer, University of Central Florida, Chair

Lisa M. Leslie, University of Maryland, Co-Chair

Karl Aquino, University of British Columbia, Tai Gyu Kim, University of Delaware, Fairness Perceptions of Affirmative Action Decisions

D. Ramona Bobocel, University of Waterloo, Leanne Son Hing, University of Guelph, Mark P. Zanna, University of Waterloo, Affirmative Action: Another Look at the Authenticity of Justice-Based Opposition

Michelle  Haynes, New York University, Madeline E. Heilman, New York University, Understanding Affirmative Action: Effects of Knowledge on Attitudes and Stigmatization

David M. Mayer, University of Central Florida, Lisa M. Leslie, University of Maryland, David A. Kravitz, George Mason University, T. Nichole Phillips, University of Central Florida, Amy R. Gresock, University of Central Florida, Affirmative Action and the Stigma of Incompetence: A Meta-Analytic Review

David A. Kravitz, George Mason University, Discussant

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

 


 

184. Symposium: Saturday, 12:00–1:20
Chelsea (7th floor)

Performance Feedback: Innovative Contributions to Theory and Practice

Performance appraisal is valued for its utility in motivating employee performance and learning through feedback, but practitioners and researchers struggle to identify what characteristics of feedback and feedback processes consistently maximize feedback effectiveness.  Research in this symposium presents stimulating and previously unexplored avenues for enhanced performance and learning through feedback.

Ashley A. Gray, University of South Florida, Chair

Edward L. Levine, University of South Florida, Co-Chair

Marie Waung, University of Michigan-Dearborn, The Effect of Feedback Language on Task Focus and Performance

Ashley A. Gray, University of South Florida, Edward L. Levine, University of South Florida, An Investigation of the Effects of Perceived Feedback Accuracy on Performance

Yvette Quintela, Virginia Tech, John J. Donovan, Rider University, Feedback Spillover: When One Thing Leads to Another

Jodi S. Goodman, University of Connecticut, Robert E. Wood, University of New South Wales, Faded Versus Increasing Feedback, Task Exploration Trajectories and Learning

Angelo S. DeNisi, Tulane University, Discussant

Submitter: Ashley A. Gray, ashleygrayusf@gmail.com

 


 

185. Symposium: Saturday, 12:00–1:20
Duffy (7th floor)

Crisis of Etiquette: Adding Complexity to the Study of Incivility

Workplace incivility, or rudeness, works like water dripping on stone, slowly eroding worker well-being.  We present 4 papers examining incivility from different angles: what exacerbates incivility, the role of emotions in response to incivility, how incivility at work affects health and life satisfaction, and links between schoolyard bullying and incivility.

Jessica A. Gallus, University of Connecticut, Chair

Lisa Kath, San Diego State University, Co-Chair

Vicki J. Magley, University of Connecticut, Co-Chair

Stacey Kessler, University of South Florida, Paul E. Spector, University of South Florida, Christina Calandro, University of South Florida, Brandi Askeland, University of South Florida, Onnah Kassar, University of South Florida, Lisha Luttenton, University of South Florida, The Effects of Job Satisfaction and Productivity on Faculty

Jennifer Bunk, West Chester University, Exploring Reactions to Workplace Incivility: Appraisals, Emotions, and Coping

Laura Poms, George Mason University, Michael T. Ford, George Mason University, How Rude:  Incivility, Health Outcomes, and Life Satisfaction

Antonius H. N. Cillessen, University of Connecticut, Jessica A. Gallus, University of Connecticut, A Longitudinal Examination of Workplace Incivility for Young Adults

Julian I. Barling, Queen’s University, Discussant

Submitter: Jessica A. Gallus, jessica.gallus@uconn.edu

 


 

186. Practice Forum: Saturday, 12:00–1:50
Marquis C (9th floor)

The Promise and Peril of Employee Engagement

Employee engagement has been widely embraced by practitioners, consultants, and executives. Has it lived up to its promise?  This forum presents 5 speakers who have examined engagement in hundreds of companies and examined what truly makes up the construct and what real impact it has (and has not) had.

William Schiemann, Metrus Group, Inc., Chair

William Schiemann, Metrus Group, Inc., Engagement:  A Glass Two-Thirds Empty

William H. Macey, Valtera, Employee Disengagement and Nonengagement:  Individual and Group Level

Jack W. Wiley, Kenexa Research Institute, Employee Engagement:  What It Does and Does Not Give You

Larry D. Eldridge, Genesee Survey Services, Inc., Engagement:  Conceptually Appealing. More Work To Do

Douglas A. Klein, Sirota Survey Intelligence, Does the Engagement Concept Add Value? Its History and Future

Submitter: William A. Schiemann, wschiemann@metrus.com

 


 

187. Panel Discussion: Saturday, 12:00–1:20
Marquis B (9th floor)

Systems Thinking: Less Talk, More Action

The purpose of this panel discussion is to discuss the pervasive inconsistency of the research findings in many areas of industrial and organizational psychology. Topics to be discussed include possible reasons for the mixed findings, potential solutions including the incorporation of Systems Thinking and underutilized but prospectively helpful tools.

Robert D. Pritchard, University of Central Florida, Chair

Melissa J. Sargent, NASA, Kennedy Space Center, Co-Chair

Daniel R. Ilgen, Michigan State University, Panelist

Phillip T. Meade, NASA, Kennedy Space Center, Panelist

Submitter: Melissa J. Sargent, melissa.j.sargent@nasa.gov

 


 

188. Practice Forum: Saturday, 12:00–1:20
Cantor (9th floor)

O*NET in Practice: What Works and What Doesn’t

The use of O*NET in organizational settings has often proved useful, even though its psychometric properties have been called into question.  In this practice forum, participants will present real cases in which O*NET was applied.  Successes and failures will be discussed.

Jonathan D. Levine, Workforce Dynamics, Chair

John A. Henderson, SkillsNET, Jonathan D. Levine, Workforce Dynamics, Using O*NET in a Web-Based Job Analysis

Scott T. Bublitz, Adaptiqs, Using O*NET to Power an Artificially Intelligent Career Exploration Application

Ronald C. Page, Human Resource Consultants, Optimizing Cross-Cultural Generalizability of an O*NET-Based Assessment, the Work Behavior Inventory

Greg C. Ashley, University of Nebraska at Omaha, Joseph M. James, Self-Employed, Marcy Young Illies, University of Nebraska-Omaha, Justin Yurkovich, University of Nebraska-Omaha, Linking Human Attributes to Tasks Using the O*NET Skill and Ability Taxonomies

Submitter: Jonathan D. Levine, workforcedynamics@gmail.com

 


 

189. Panel Discussion: Saturday, 12:00–1:20
Barrymore (9th floor)

A Juggling Act: Devising Personnel Selection Systems

When designing selection systems, human resource practitioners are expected to produce practical solutions that are legally, economically, and psychometrically sound.  How are practitioners juggling these factors?  What can we learn from their experiences and how can we better equip practitioners of the future?

Jamie L. Bomer, Hogan Assessment Systems, Chair

John Azzara, People Talent Solutions, Inc., Panelist

Robert Edwards, Kenexa, Panelist

Joyce Pardieu, Deloitte Consulting LLP, Panelist

Ryan A. Ross, Hogan Assessment Systems, Panelist

Sharmila Venkata, Regions Financial Corporation, Panelist

Submitter: Jamie L. Bomer, jbomer@hoganassessments.com

 


 

190. Symposium: Saturday, 12:30–1:20
Music Box (6th floor)

Overlooked Issues in the Measurement of Job Satisfaction

Although job satisfaction is the most widely studied variable in industrial and organizational psychology, several important questions have immerged regarding its measurement.  The research presented in this symposium addresses the latest developments in job satisfaction measurement and provides a critical evaluation of how satisfaction is typically assessed.

Nathan A. Bowling, Wright State University, Chair

Joseph W. Huff, University of Illinois-Springfield, Chris P. Parker, Northern Illinois University, Kristian M. Veit, Texas A&M University-Kingsville, Lisa Kunysz Getta, Advocate Health Care, Jeremy Tekell, University of North Texas, Terence Yeoh, University of North Texas, Conceptualizing Job Satisfaction as an Attitude: An Exploration of Affective and Cognitive Components

Maya Yankelevich, Bowling Green State University, Jennifer Z. Gillespie, Bowling Green State University, Alison A. Broadfoot, Bowling Green State University, Ashley M. Guidroz, Bowling Green State University, The Application of the Semantic Differential to the Study of Job Satisfaction

Mark S. Nagy, Xavier University, A Single Item Facet Measure of Job Satisfaction: Evidence of Construct Validity

Mo Wang, Portland State University, Deborah K. Ford, Portland State University, Songqi Liu, Portland State University, Yujie Zhan, Portland State University, Examining Stable and Temporal Variance Components in the Abridged Job in General Scale:  A Longitudinal Investigation

Nathan A. Bowling, Wright State University, Greg Hammond, Wright State University, Brittany Dorsey, Wright State University, Susceptibility of Job Satisfaction to Context  Effects: The Role of Positive and Negative Affectivity

Timothy A. Judge, University of Florida, Discussant

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

 


 

191. Symposium: Saturday, 12:30–1:50
Odets (4th floor)

Where is the Kernel of Truth?

Numerous methodological and statistical myths and urban legends have evolved over the years. This symposium’s purposes are to (a) uncover the kernel of truth and myths underlying 4 such urban legends and (b) provide a more informed basis for their application in the organizational sciences.

Robert J. Vandenberg, University of Georgia, Chair

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

Adam W. Meade, North Carolina State University, Tara S. Behrend, North Carolina State University, Should We Worry About Unmeasured Variables in Organizational Research?

Herman Aguinis, University of Colorado, Denver, Erika Harden, Rutgers University, How Many Subjects Does it Take?

Lillian T. Eby, University of Georgia, Carrie S. McCleese, University of Georgia, Qualitative Research: The Red-Headed Stepchild in IO/OB Research

Daniel A. Newman, Texas A&M University, When Do Missing Data Invalidate Results? Using Nonresponse Parameters

Robert J. Vandenberg, University of Georgia, Discussant

Charles E. Lance, University of Georgia, Discussant

Submitter: Charles E. Lance, clance@uga.edu

 


 

192. Practice Forum: Saturday, 12:30–1:50
O’Neill (4th floor)

Mentoring Programs: Successes and Challenges for Mentors, Protégés, and Organizations

Development of employees and organizational success are 2 common top priorities at many organizations, and mentoring is 1 process that has increasingly been used to reach both goals. Practitioners from 4 global organizations discuss mentoring program design, successes, challenges, and lessons learned while reaching for these goals.

Mariangela Battista, Starwood Hotels & Resorts, Chair

Corinne Baron Donovan, Baruch College, CUNY, Mariangela Battista, Starwood Hotels & Resorts, The Starwood Mentor Network

Barbara C. Wankoff, KPMG LLP, Steven Katzman, KPMG LLP, Mentoring at KPMG LLP

Carol S. Blacken, Quest Diagnostics, Joyce Mardenfeld Herlihy, Quest Diagnostics, GENESIS Mentoring Program

Melanie H. Stopeck, Citigroup, Fernando Casadevall, Citigroup, Citigroup Corporate-Wide Mentoring Program

Kathy E. Kram, Boston University School of Management, Discussant

Submitter: Corinne Baron Donovan, cdonovan9@yahoo.com

 


 

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

OHP & Stress

193-1.  Social Well-Being and Job Attitudes: The Role of Organizational Identification

Social well-being in the workplace, defined as employees’ appraisal of their functioning in the organization, is shown to predict job satisfaction, affective, and normative commitment. The results also revealed that employees with low organizational identification are more likely to improve their attitudes when having social actualization in the workplace.

Gergana Markova, Wichita State University

Corey K. Keyes, Emory University

Submitter: Gergana Markova, gergana.markova@wichita.edu

193-2.  The Differential Perception and Reactivity Model of Occupational Stress

The proposed conceptual framework integrates recent advancements in the areas of trait and state affect into a model of occupational stress. The differential perception and reactivity model specifies that protective and vulnerability traits influence job-related affective strains (JRAS) by means of direct, indirect mediation, and moderating mechanisms.

Christy L. McLendon, University of New Orleans

Ronald S. Landis, University of Memphis

Submitter: Christy L. McLendon, cmclendo@uno.edu

193-3.  Coping Behavior Following Job Loss: Applying Self-Determination Theory

Using a sample of workers experiencing job loss due to a plant closing, this study applies principles of self-determination theory and coping to propose the self-determined model of job loss.  To maximize worker well-being following the difficult transition of job loss, implications for organizational interventions (e.g., outplacement) are discussed.

Tasha L. Eurich, Colorado State University

Submitter: Tasha L. Eurich, teurich@lamar.colostate.edu

193-4.  Work Schedule Justice Effects on Employee Health and Well-Being Outcomes

Work schedule justice (WSJ) reflects employees’ perceptions of fairness of their work schedules  and of the processes to determine their schedules. We found incremental effects for WSJ on several employee outcomes.  We also found interactions among WSJ components in predicting some outcomes but not interactions between WSJ and hours worked.

Robert R. Sinclair, Portland State University

Deborah K. Ford, Portland State University

Daniel I. Hahn, Portland State University

Michael A. Buck, Portland State University

Donald M. Truxillo, Portland State University

Submitter: Robert R. Sinclair, sinclair@pdx.edu

193-5.  Employee Reactions to Aggression and Cost Cutting: A Stress-Process Model

We employed a stress-process model to examine associations between cost cutting and aggression using data from 1,104 nursing home employees.  SEM analysis showed cost cutting as positively related to resident aggression and coworker aggression toward residents.  These stressors were associated with turnover intentions and commitment via role conflict and exhaustion.

Belinda C. Allen, University of Melbourne

Leisa D. Sargent, University of Melbourne

Bill Harley, University of Melbourne

Submitter: Leisa D. Sargent, lsargent@unimelb.edu.au

193-6.  Predicting Safety Performance: A Meta-Analysis of Safety and Organizational Constructs

We meta-analytically summarize the research that investigates factors that influence safety performance. Results indicate safety-related and general organizational antecedents have moderate to strong relationships with safety climate.  Leadership and safety climate both demonstrate moderately negative relationships to accidents and injuries and moderately positive relationships with positive safety behavior.

Jennifer D. Nahrgang, Michigan State University

Frederick P. Morgeson, Michigan State University

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

Submitter: Jennifer D. Nahrgang, nahrgang@msu.edu

193-7.  A Longitudinal Validation of the Person-Organization Boundary Strength Scales (POBSS)

This research validated a measure of work/nonwork boundary strength. Data were collected longitudinally from Canadian employees (N = 205). CFAs supported the hypothesized structure of the Person–Organization Boundary Strength Scales (POBSS), confirming that work-to-home and home-to-work boundary strengths are distinct. Consistent with predictions, each dimension of boundary strength had unique correlates.

Tracy D. Hecht, Concordia University

Natalie J. Allen, University of Western Ontario

Submitter: Tracy D. Hecht, thecht@jmsb.concordia.ca


193-8.  Differential Physical and Emotional Fatigue Effects on Workload Management Strategies

This paper develops a theoretical framework that proposes differential effects of physical and emotional fatigue on workload management strategies. We discuss implications of our model and emphasize the critical effects of fatigue for knowledge workers who often face ongoing challenging job demands due to competitive pressures in contemporary organizations.

Christopher M. Barnes, Michigan State University

Linn Van Dyne, Michigan State University

Submitter: Christopher M. Barnes, barnes@bus.msu.edu


193-9.  How Employees Cope With Hierarchical, Job Content, and Double Plateaus

Hierarchical, job content, and double plateaued employees from a variety of industries reported  26 distinct strategies used to cope with their experiences. Coping themes reflected 7 metathemes, with the most common being “discuss problem,”“job withdrawal,” and “mental coping.” Coping differences depending on the type of plateau experienced were examined.

Carrie S. McCleese, University of Georgia

Lillian T. Eby, University of Georgia

Elizabeth Scharlau, University of Georgia

Bethany H. Hoffman, University of Georgia

Submitter: Carrie S. McCleese, mccleese@uga.edu


193-10.  Work–Family Conflict, Social Support, and Occupational Health in Construction Workers

We examined relationships between role salience, work–family conflict and work–family positive spillover, and outcomes of pain and injuries in a construction worker sample.  In addition, we examined whether social support moderated any of these relationships.  Results indicate very limited support for the hypotheses; however, future research ideas are also generated.

Michele Baranczyk, Colorado State University

April E. Smith, Colorado State University

Christina L. Wilson, Colorado State University

Julie Sampson, Colorado State University

Peter Y. Chen, Colorado State University

Submitter: Michele Baranczyk, mchapin@lamar.colostate.edu

193-11.  Augmenting Psychological Resources to Reduce Stress:  A Field Experiment

A theory-based intervention was conducted to facilitate adjustment to new information technology (IT). Two hundred nineteen IT users in 37 units got 5 days of technical training; only the experimental group also got a resource-enhancement workshop. The experimental participants experienced greater decline in overload and less dissatisfaction and exhaustion than the controls.

Shoshi Chen, Tel Aviv University

Mina Westman, Tel Aviv University

Dov Eden, Tel Aviv University

Submitter: Shoshi Chen, shos@post.tau.ac.il

193-12.  Safety Climate and Shift Work on Injury:  A Multi-level Analysis

This study evaluated the relationship between employees’ work shift and perceived injury risk and how the relationship is affected by company-level safety climate and injury frequency. The results highlight the importance of company-level factors when attempting to understand the differences between day-shift and night-shift work on individual’s perceived injury risk.

Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for Safety

Peter Y. Chen, Colorado State University

Jiu-Chiuan Chen, University of North Carolina at Chapel Hill

Sarah DeArmond, Colorado State University

Konstantin Cigularov, Colorado State University

Chris J. Sablynski, California State University-Sacramento

Submitter: Yueng-Hsiang E. Huang, yueng-hsiang.huang@Libertymutual.com 


193-13.  Validity Evidence for an Expectancy-Based Measure of Safety Motivation

We present additional evidence of the construct validity of a VIE-based scale of safety motivation in a sample of 101 construction employees. The scale showed the expected relationships with other measures, as well as incremental validity over a measure of safety climate and an existing scale of safety motivation.

Donald M. Truxillo, Portland State University

Michael A. Buck, Portland State University

Elizabeth A. McCune, Portland State University

Talya N. Bauer, Portland State University

Leslie B. Hammer, Portland State University

Marilena Bertolino, University of Trento

Submitter: Elizabeth A. McCune, mccunee@pdx.edu

193-14.  Sources of Occupational Role Stress Experienced by Psychologists

New paradigms for mental healthcare have become more prominent with the
widespread implementation of managed healthcare models.  This study will examine potential sources of occupational role stress experienced by psychologists related to the phenomenological aspects of social loneliness and perceived organizational support.

Lorraine Land, Capella University

Ross DePinto, Welk Resort Group

Submitter: Ross DePinto, rdepinto@welkgroup.com

193-15.  Job Complexity, Job Strains, and Self-Efficacy in Cross-Cultural Settings

The Cross-Cultural Job Complexity Scale (CC-JCS) was developed to investigate job complexity in relation to job strains among U.S. and Chinese employees. Evidence supported the 4-factor-structure of the CC-JCS, along with the job complexity–job strain relations. Moderator effects of self-effect on complexity–strain relations were found in both countries.

Cong Liu, Illinois State University

Paul E. Spector, University of South Florida

Margaret M. Nauta, Illinois State University

Leila Zaghloul, Illinois State University

Chaoping Li, Renmin University of China

Submitter: Cong Liu, cliu@ilstu.edu


193-16.  Distress and Job Search: A Daily Repeated Measure Study

Using daily diaries over a 2-week period, this study tracked job search and stress levels of 100 unemployed job seekers.  A test of competing models supported a positive relationship between job search effort and next day stress, and a positive relationship between stress and next day job search effort.

Zhaoli Song, National University of Singapore

Marilyn A. Uy, National University of Singapore

Connie R. Wanberg, University of Minnesota

Submitter: Zhaoli Song, bizszl@nus.edu.sg

193-17.  Emotional Strain and Organizational Citizenship Behaviors: A Meta-Analytic Review

Emotional strains are unfavorable, affect-laden outcomes due to environmental characteristics, such as job anxiety and burnout. Strains signal that exchange relationships are inequitable and that employees’ regulatory resources are low. Using meta-analysis, we illustrate the adverse effect of strains on organizational citizenship behaviors. The implications of these results are discussed.

Michelle M. Matias, Roosevelt University

Chu-Hsiang Chang, Roosevelt University

Russell E. Johnson, University of South Florida

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

193-18.  Individual Differences in the Effects of Work Underload

This study supports the hypothesis that increasing workloads do not result in increasingly negative outcomes for all individuals.  People who readily assume responsibility better tolerate and even prefer higher workloads. Furthermore, their job satisfaction and perceived fit to their job declined with very low workloads.

Greg A. Chung-Yan, University of Windsor

Submitter: Greg A. Chung-Yan, gcy@uwindsor.ca

193-19.  Group Psychological Contract Fulfillment: Antecedents and Consequences Within Groups

This study tests and extends research within psychological contracts by exploring fulfillment within student work groups. Using a longitudinal design, we examine antecedents (explicitness of mutual obligations and group-level collectivism) and consequences (satisfaction, individual fulfillment, and citizenship behaviors) of group fulfillment.

Rebecca A. Bull, Purdue University

Christine Jackson, Purdue University

Vijaya Venkataramani, Purdue University

Submitter: Rebecca A. Bull, rbull@purdue.edu

193-20.  Impact of Supervisor Support on Employee Outcomes: A Longitudinal Study

This paper examined a model that outlines mechanisms linking supervisor support to employee well-being and turnover intentions. Evidence from a longitudinal study suggests that the positive impact of supervisor support unfolds via 3 primary pathways: the reduction of work stressors, reduction of perceived work strain, and increase of supervisor satisfaction.

Sandy Lim, Singapore Management University

Submitter: Sandy Lim, sandylim@smu.edu.sg

193-21.  Business Travels and the Work–Family Interface: A Longitudinal Study

We examined fluctuations in WFC and burnout in different phases of business travels
among 66 business travelers who completed questionnaires prior to the trip, during the stay abroad, and after the trip.  Analysis of variance detected differences in WFC levels and in burnout in the 3 phases, moderated by gender.

Mina Westman, Tel Aviv University

Dalia Etzion, Tel Aviv University

Etti Gattenio, Tel Aviv University

Submitter: Mina Westman, westman@post.tau.ac.il

193-22.  Hero or Goat: Effects of Catastrophizing on Performance Under Stress

This study examined the impact of Neuroticism and catastrophic thinking, a construct that to this point has been primarily linked to pain, on performance in a highly stressful environment. The results provide support that Neuroticism and increase in catastrophic thoughts do lead to decrements of performance under stress.

Robert L. Young, Florida Institute of Technology.

Richard L. Griffith, Florida Institute of Technology

Tina Malm, Florida Institute of Technology

Michael McFadden, Florida Institute of Technology

Submitter: Robert L. Young, RobYoung225@hotmail.com

193-23.  Understanding Job Stress: It Is More Than Workload

The comprehensiveness of the traditional concept of workload is questioned.  Data collected over a 2-year period suggest stress from financial, relationship, and outside activities is also being measured by workload scales.  These findings suggest a more appropriate measure of workers’ stress perception today is broader than the standard workload construct.

Dianne E. Whitney, Kansas State University

Ronald G. Downey, Kansas State University

Submitter: Dianne E. Whitney, dwhitney@ksu.edu

193-24.  Demand-Control Model of Occupational Stress:  Type of Control Matters

We examined interactions of environmental (task, scheduling, decision control) and individual (hardiness, coping, satisfaction with control) control in demand-control theory of occupational stress. Most significant interactions between demands and control involved decision control, satisfaction with control, and hardiness control.  Emotional exhaustion and job satisfaction were most affected by control interactions.

Tara Rae-Wickmark Thorne, Central Michgan University

Terry A. Beehr, Central Michigan University

Submitter: Tara Rae-Wickmark Thorne, tararae108@hotmail.com

193-25.  How Organizational Support Perceptions Relate to Felt Stress and Strain

This study addresses the relationships of perceived supervisor support (PSS) and perceived organizational support (POS) with felt stress and strain. Results show that in general, POS mediates the negative relationship between PSS and felt stress, and felt stress mediates the negative relationship between POS and strain.

Stacy J. Clever, University at Albany, SUNY

Linda R. Shanock, University at Albany, SUNY

Submitter: Stacy J. Clever, cleverpattison@gmail.com

193-26.  Perceptions of Organizational Politics as an Antecedent of Strain Outcomes

We examined perceptions of organizational politics as a role stressor leading to strain outcomes.  The meta-analytic procedures developed by Hunter and Schmidt were used to determine the relationship between perceptions of organizational politics and overall strain, anxiety, and burnout. Trait affectivity may affect perceptions of organizational politics as well.

Kirsten T. Gobeski, Central Michigan University

Matt First, Central Michigan University

Stephen H. Wagner, Central Michigan University

Submitter: Stephen H. Wagner, wagne1sw@cmich.edu

193-27.  Evaluating the Differential Perception and Reactivity Model of Occupational Stress

In an empirical investigation of a proposed model of job stress, the influence of protective and vulnerability traits on affective strains was examined. SEM analyses indicated that vulnerability traits operated through the direct, mediation, and moderating pathways, whereas protective traits operated through direct and mediation pathways only.

Christy L. McLendon, University of New Orleans

Ronald S. Landis, University of Memphis

Submitter: Christy L. McLendon, cmclendo@uno.edu

193-28.  Individual Differences as Moderators in the Climate-Satisfaction-Turnover Pathway

This study tested the moderating influence of organizational tenure, hierarchical level, and sex on the relationship between psychological climate and job satisfaction. In addition, job satisfaction’s role as a mediator between climate and voluntary turnover was examined. Job satisfaction fully mediated the climate–turnover relationship and several moderators were observed.

Matthew S. Kleinman, Columbia University

Cheri Ostroff, University of Maryland

James D. Westaby, Columbia University

Submitter: Matthew S. Kleinman, msk2115@columbia.edu

193-29.  Hardiness and Social Support as Mediators of Student Stress

An investigation into the roles of hardiness and social support on the stressor–strain relationship was conducted using college students. After controlling for gender, hardiness mediated the relationship between stressors and behavioral strain (i.e., grades) and social support mediated the relationship between stressors and psychological strain. There were no moderating effects.

Brennan D. Cox, Auburn University

Daly Vaughn, Auburn University

Brian Perdomo, Auburn University

Adrian Thomas, Auburn University

Submitter: Brennan D. Cox, coxbren@auburn.edu


 

194. Practice Forum: Saturday, 12:30–1:50
Broadway N (6th floor)

The Impact of Testing Conditions on Online Assessment

As Internet-based testing continues to increase, assessment professionals have begun examining the potential impact that technology, environmental, and administrative conditions (proctoring) might have upon examinee performance. This forum brings together a diverse group of practitioners who will present research and case studies drawn from their online testing programs.

John A. Weiner, Psychological Services, Inc., Chair

John D. Morrison, Psychological Services, Inc., John A. Weiner, Psychological Services, Inc., The Environmental Trade-Offs of Unproctored Preemployment Assessment

Laurie Wasko, Development Dimensions International, Anuradha Chawla, Development Dimensions International, Donald R. Scott, Development Dimensions International, An Examination of the Opportunities and Challenges Presented by Proctored Versus Unproctored Testing

Scott A. Davies, Pearson, Patrick L. Wadlington, Birkman International, Inc., Interactions in Test Administration Settings: The Effect of Applicant Personality

Anna Truscott-Smith, The Gallup Organization, Yongwei Yang, The Gallup Organization, Joseph Streur, The Gallup Organization, Theodore L. Hayes, The Gallup Organization, Impact of Testing Conditions for Selecting Transnational Employees of Choice

Fiona Brown, Chandler Macleod Ltd., Implementation of an Online Testing Program for Unemployed Persons in Australia:  Challenges Met and Lessons Learned

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


 

195. Symposium: Saturday, 12:30–1:50
Plymouth (6th floor)

OHP Challenges Facing Direct-Care Workers in Long-Term Care

Direct-care work is the fastest growing occupation within healthcare; however, direct-care workers are plagued by occupational health issues including safety concerns, resident aggression, work–family conflict, nonstandard schedules, and physical demands.  This symposium unites researchers that are examining these topics for this population using different methodologies (e.g., concurrent validation, qualitative, longitudinal).

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

Autumn D. Krauss, Kronos-Unicru, Inc., Steven T. Hunt, Kronos Talent Management Division, The Incremental Validity of Alternative Item Types for Predicting Direct-Care Workers’ Safety Performance

Lori Anderson Snyder, University of Oklahoma, Luz-Eugenia Cox-Fuenzalida, University of Oklahoma, Erica L. Hauck, University of Oklahoma, Tammi Vacha-Haase, Colorado State University, Predictors and Consequences of Physical Symptoms for Direct-Care Workers

Kristin Charles, Portland State University, Robert R. Sinclair, Portland State University, Examining Work-Schedule Management for Direct-Care Workers in the Long-Term Care Industry

Sarah DeArmond, Colorado State University, Peter Y. Chen, Colorado State University, Tammi Vacha-Haase, Colorado State University, Workplace Sleepiness in the Long-Term Care Industry: The Role of Resident Aggression

E. Kevin Kelloway, St. Mary’s University, Discussant

Submitter: Kristin Charles, kristinc@pdx.edu


 

196. Symposium: Saturday, 12:30–1:50
Majestic (6th floor)

Advances in Goal-Orientation Research: Understanding Outcomes of Achievement Goals

Although goal orientation has become an important construct in understanding individuals’ behavior in achievement situations, the relationship of achievement goals and outcomes is not fully understood. This symposium presents 4 studies that take a closer look at the relationship between achievement goals and performance in various learning and performance settings.

Frederik Anseel, Ghent University, Chair

Dan S. Chiaburu, Pennsylvania State University, Co-Chair

Andrew Elliot, University of Rochester, Francois Cury, Provence University/Nice University, Mastery-Avoidance Goals in Achievement Contexts: Assessment, Antecedents, and Consequences

Nico Van Yperen, University of Groningen, Frederik Anseel, Ghent University, The Aim of “Not Losing to Yourself” and Its Deleterious Effect on Job Performance

Don VandeWalle, Southern Methodist University, Eric A. Surface, SWA Consulting Inc., Kartik S. Bhavsar, North Carolina State University, Goal Orientation as a Predictor of Foreign Language Proficiency

Dan S. Chiaburu, Pennsylvania State University, Stacy Campbell, University of Georgia, Katherine Hamilton, Pennsylvania State University, Which Goal Orientations for Which Training, Programs? The Importance of Mastery- and Performance-Approach Goals

Gerard Seijts, University of Western Ontario, Discussant

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

 


 

197. Practice Forum: Saturday, 12:30–1:50
Winter Garden (6th floor)

Applying Six Sigma to I-O Projects: Challenges and Success Stories

Six Sigma methodology has been applied to I-O work to help define customer requirements, analyze key organizational metrics against those needs, and identify cost-effective interventions for improving individual and organizational performance.  Discussion will focus on how 6 Sigma has been applied to a variety of I-O projects in several organizations.

Jennifer R. Burnett, Bank of America, Chair

Matthew R. Smith, GE Money, Increasing Productivity in New Hires Using Six Sigma
John H. Golden, Bank of America, Rick Hense, Bank of America, Improving Staffing Efficiency Using Six Sigma

Laura Ann Preston, Personnel Decisions International, Utilizing Six Sigma for Design: Revitalizing 360s Through Voice of the Customer

Monica A. Hemingway, Starwood Hotels & Resorts, Using Six Sigma in I-O Psychology

Submitter: Rick Hense, rick.hense@bankofamerica.com

 


 

198. Special Event: Saturday, 12:30–1:20
Gramercy (7th floor)

M. Scott Myers Award Presentation:  Securing Our Homeland: I-Os on the Frontline After 9-11

I-Os made history by enabling the largest peacetime mobilization since WWII by hiring over 50,000 federal security officers after 9-11. The innovative job analysis, skill standards, and assessment work remain the cornerstone of human capital strategies critical to protecting our nation. This presentation describes the ongoing impact of the IOP work in TSA’s human capital and security efforts.

Joyce C. Hogan, Hogan Assessment Systems, Chair

Elizabeth B. Kolmstetter, Transportation Security Administration, Presenter

Ann M. Quigley, Transportation Security Administration, Presenter

James C. Sharf, Employment Risk Advisors, Inc., Team Member

Deborah L Gebhardt, Human Performance Systems, Inc., Team Member

Todd Baker, Human Performance Systems, Inc., Team Member

Joanna G Lange, JGL Human Resources Solutions, Team Member


 


 

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

Coaching

David Peterson, Personnel Decisions International, Facilitator


199-1.  The CPI260™ Coaching Report for Leaders: Strengths and Developmental Opportunities

The current study compared over 5,000 leaders who had strengths and developmental opportunities identified by the CPI260™ assessment’s Coaching Report for Leaders. Self-, boss, and direct report ratings from the Center for Creative Leadership’s Benchmarks® 360 assessment were used as a criterion. Results were generally supportive of the CRL categorizations.

Michael L. Morris, CPP, Inc.

Richard C. Thompson, CPP, Inc.

Nancy Schaubhut, CPP, Inc.

Submitter: Richard C. Thompson, rthompson@cpp.com

199-2.  Impact of Group Coaching on Executive Health: A Quasi-Experimental Study

This study tested the effects of a group coaching intervention on executive health/burnout using a quasi-experimental, posttest only control group design. Results of the analyses indicate that the intervention positively affected experimental participants, resulting in a reduction of burnout. Implications and future research are discussed.

Paul T. Barrett, Barrett & Co., LLC

Karin Klenke, Regent University

Submitter: Karin Klenke, karikle@regent.edu

199-3.  Managerial Roles: What Has Changed Since the Late 1980s

Past research explored managers’ roles in organizations. This paper will (a) offer how
changes in the workplace may have influenced shifts in the importance of managerial roles over the past 15 years, and (b) identify the managerial competencies needed at different levels and across different functions in the organization.

William A. Gentry, Center for Creative Leadership

Lauren S. Harris, University of Georgia

Becca A. Baker, North Carolina State University

Jean B. Leslie, Center for Creative Leadership

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

199-4.  Coaching Emotional Intelligence: Action Frame Theory and Harrison’s Intervention Framework

This paper provides an understanding of how executive coaching may be utilized to aid the development of emotional intelligence (EI).  A model of EI is described, followed by an application of action frame theory (AFT) executive coaching.  Harrison’s depth of interventions model is applied to AFT, focusing on coaching EI.

Rebecca S. Slan Jerusalim, University of Guelph

Submitter: Rebecca S. Slan Jerusalim, rslan@uoguelph.ca


    200. Community of Interest: Saturday, 1:00–1:50 Uris (6th floor)

Leadership Talent Management  (Leading Edge)

Robert B. Kaiser, Kaplan DeVries Inc., Facilitator

Robert E. Kaplan, Kaplan DeVries, Inc., Facilitator

Cynthia D. McCauley, Center for Creative Leadership, Facilitator

 


 

 

 

 

 

 

 

 

201. Interactive Session: Saturday, 1:00–2:50
Sun Roof (16th floor)

Critical Issues in Industrial and Organizational Psychology Research

Researchers have argued that our field is atheoretical, and much of our empirical research does not address applied problems (Campbell, 1991; Dunnette, 1991). The purposes of this symposium are to (a) consider the status of research, (b) critically examine existing models and methods, and (c) offer directions for future research.

Dianna L. Stone, University of Texas, San Antonio, Chair

Gary P. Latham, University of Toronto, Colleen Stuart, University of Toronto, Practicing What We Preach: The Practical Significance of Theories Underlying HRM Interventions for an MBA School

Diana L. Deadrick, Old Dominion University, Pamela Gibson, Old Dominion University, Further Examination of the Research–Practice Gap: Comparing Topics of Interest to I-O and HR Academics and Professionals

Eugene F. Stone-Romero, University of Texas, San Antonio, The Validity of Causal Inferences from Industrial and Organizational Psychology Research

Gilad Chen, University of Maryland, Richard J. Klimoski, George Mason University, Training and Development of Human Capital at Work: Is the State of our Science Strong?

Michael J. Burke, Tulane University, Melinda Scheuer, Illinois Institute of Technology, Rachel Meredith, Illinois Institute of Tecnology, The Role of Dialogue in Safety and Health Skill Development

Dianna L. Stone, University of Texas, San Antonio, Kimberly Lukaszewski, SUNY-New Paltz, The Influence of Cultural Values on Recruitment and Selection Processes in Organizations

John C.  Dencker, University of Illinois at Urbana-Champaign, Aparna Joshi, University of Illinois at Urbana-Champaign, Joseph J. Martocchio, University of Illinois at Urbana-Champaign, Employee Benefits as Context for Intergenerational Conflict

Robert L. Cardy, University of Texas, San Antonio, Janice S. Miller, University of Wisconsin-Milwaukee, Aimee D. Ellis, Arizona State University, Exploring the Concept of a Person-Based Approach to I-O Psychology and HRM

Lise M. Saari, IBM, Discussant

Submitter: Dianna L. Stone, shashcub1@satx.rr.com

 


 

202. Symposium: Saturday, 1:30–2:50 
Music Box (6th floor)

Job Satisfaction Across the Career: Does It Go Up or Down?

Work attitudes must be better understood as the work force ages worldwide. A meta-analysis of job satisfaction and age is contrasted with a large-scale international study of work attitudes over their career. Different conclusions about the shape of the relationship are found and may be resolved by recent career theories.

Anthony Sterns, Creative Action LLC, Chair

Anthony Sterns, Creative Action LLC, Jean E. Kubeck, New York City College of Technology, Age and Job Satisfaction: A Comprehensive Review and a Meta-Analysis

Lisa A. Hollis-Sawyer, Northeastern Illinois University, Sharon Franz Parker, Foresight International, Inc., Thomas P. Sawyer, Elmhurst College, Is Worker’s Age the Best Determinant of Workplace Reactions? An Examination of Two Cohorts’ Reactions in an International Company Undergoing Restructuring

Harvey L. Sterns, University of Akron, Greta A. Lax, University of Akron, The Crap Tolerance Factor: The Impact of Work Satisfaction on Career Decision Making

Paul E. Levy, University of Akron, Discussant

Submitter: Anthony Sterns, drtone@gmail.com

 


 

203. Practice Forum: Saturday, 1:30–2:50
Wilder (4th floor)

Facilitating Change Through Strategy Implementation

Strategy is described by Jay Galbraith as a company’s formula for winning, yet 9 out of 10 companies fail to execute strategy.  Practitioners from 4 companies will share various techniques designed to facilitate the successful implementation of strategy.

Lyse Wells, Payless ShoeSource, Chair

Cassandra Frangos, Balanced Scorecard Collaborative, Creating a Strategy-Focused Organization

Lyse Wells, Payless ShoeSource, Facilitating Dramatic Change Through Strategy Implementation:  A Case Study in Using the Balanced Scorecard

Sheila M. Rioux, Development Dimensions International, Business Strategy Implementation Realized

Catherine Q. Mergen, LaSalle Bank Corporation, Driving Strategy and Change in a Matrix Organization

Cassandra Frangos, Balanced Scorecard Collaborative, Discussant

Submitter: Lyse Wells, lyse@the-wells.com

 


 

204. Panel Discussion: Saturday, 1:30–2:50
Shubert (6th floor)

The Achilles’ Heel of LMX: Reexamining the Measurement-Theory Link

Despite the popularity and wide empirical support of this LMX theory, questions persist about the construct validity of LMX assessment tools.  This panel discussion considers the state-of-the-art of LMX from a measurement perspective, and the implications this has for both existing LMX theory as well as potential applied applications.

Terri A. Scandura, University of Miami, Chair

Michael Hepperlen, MDA Leadership Consulting, Co-Chair

Jeremy B. Bernerth, Auburn University, Panelist

Michael Hepperlen, MDA Leadership Consulting, Panelist

Robert C. Liden, University of Illinois at Chicago, Panelist

Mary Uhl-Bien, University of Nebraska-Lincoln, Panelist

Submitter: Michael Hepperlen, mhepperlen@mdaleadership.com

 


 

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

Selection:  Barriers and Practice

205-1.  The Construct Validity of a Situational Judgment Test

This study examined whether the response instructions of a situational judgment test (SJT) moderated its validity in a maximum performance context and estimated the upper-bound validity coefficient for SJTs in selection contexts. Instructions interacted with knowledge when predicting performance and the validity coefficient for SJTs is moderate (β = .478).

Kevin C. Stagl, University of Central Florida

Barbara A. Fritzsche, University of Central Florida

Eduardo Salas, University of Central Florida

Submitter: Kevin C. Stagl, kcs224488@hotmail.com

205-2.  Assessor-Related Factors and Score Differences Between Ethnically Diverse Police Applicants

The present study examined the effects of demographic and perceived similarity between assessors and applicants on assessors’ evaluations of Dutch ethnic majority and minority applicants. Results showed that demographic similarity did not explain score differences between ethnic groups. Perceived similarity did explain score differences but for Turkish applicants solely.

Lonneke A. L. de Meijer, Erasmus University Rotterdam

Marise Ph. Born, Erasmus University Rotterdam

Hans van Loon, Police Academy of The Netherlands

Henk T. van der Molen, Erasmus University Rotterdam

Submitter: Lonneke A. L. de Meijer, demeijer@fsw.eur.nl

205-3.  Reducing Adverse Impact in Biodata Via Dimension and Item-Level Analysis

Biodata typically informs selection decisions by predicting job performance, fit with an organization, and turnover while minimizing adverse impact. Findings from this exploratory study extend existing research by investigating the differences in adverse impact levels resulting from the application of various biodata dimensions in selection.

Jillian A. Peat, University of Tennessee, Knoxville

Victoria A. Davis, Organizational Consultant

Cheryl L. Comer, Kansas State University

Submitter: Victoria A. Davis, davis.va@gmail.com

205-4.  Retest Policies: Who Are Retesters and What Are Practical Implications?

This study was conducted to describe retesters in detail, compare single testers and retesters on variables that have practical importance to organizations, and compare successful single testers and successful retesters in subsequent selection hurdles.  The results of the analyses provide practical guidance for organizations developing retest policies.

Jennifer M. Hurd, Aon Consulting

Michelle L. Gonder, FBI

Submitter: Amy Dawgert Grubb, akdg@comcast.net

205-5.  Controlling the Threat of Stereotypes: Effectiveness of Mental Control Strategies

This study examined how using a mental control strategy in conjunction with the removal of stereotype threat may boost female math performance in a simulated applicant setting.  No stereotype threat effect was found.  Those high in math ability scored higher on the math test when using no mental control strategy.

Heather M. Prather, U.S. Office of Personnel Management

Submitter: Heather M. Prather, heather.prather@opm.gov

205-6.  Locus of Control and Applicant Faking: Direct and Convergent Evidence

The current investigation examined the role of locus of control as a predictor of applicant faking behavior.  The study also sought to determine whether the relationship between Conscientiousness and locus of control changed across response settings (applicant and honest).  Data analyzed for the present study supported both assertions.

Mitchell H. Peterson, Florida Institute of Technology

Shawn M. Burkevich, Florida Institute of Technology

Paul Merlini, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

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

205-7.  Effects of Faking and Variance of Faking in Select-Out Systems

Effects of faking and variance in faking when setting low cut scores (select out) were simulated. Effects on criterion-related validity were small but increased as variance in faking increased. Faking had large effects on (a) mean performance, (b) passing rates of applicants that should not have been selected, and (c) selection ratios.

Christopher M. Berry, University of Minnesota

Paul R. Sackett, University of Minnesota

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

205-8.  Why “Faked” Personality Assessments Predict Performance: The Ability to Identify Criteria

This study tested whether the validity of “faked” personality assessments, indicated by a common “ideal-employee-factor” underlying ratings of theoretically unrelated personality dimensions, can be explained via applicants’ ability to identify criteria. Results from 149 participants answering personality scales under applicant conditions and participating in high- and low-fidelity simulations fully support this proposition.

Ute-Christine Klehe, University of Amsterdam

Martin Kleinmann, University of Zurich

Thomas Hartstein, Deka Bank

Klaus G. Melchers, University of Zurich

Cornelius J. Koenig, University of Zurich

Submitter: Ute-Christine Klehe, u.klehe@uva.nl

205-9.  Assessing Competencies: Competencies Through the Eyes of Psychologists

This study investigated relationships between competency dimensions and possible antecedents. Results showed that to assess the competency dimension Thinking, psychologists focus on cognitive ability. To assess the competency dimension Feeling, performance on simulation exercises is of main importance. In assessing the competency dimension Power, psychologists focus on personality and on performance on assessment center exercises.

Hanneke Heinsman, Vrije Universiteit Amsterdam

Annebel H. B. de Hoogh, Vrije Universiteit Amsterdam

Paul L. Koopman, Free University-Amsterdam

Jaap J. Van Muijen, Nyenrode Business Universiteit

Submitter: Annebel H. B. de Hoogh, ahb.de.hoogh@psy.vu.nl

205-10.  “Ultra High Stakes” Assessment, the Case for an Additional Paradigm

I-O assessment techniques have largely been designed and validated in low- and high-stakes contexts (www.intestcom.org). We postulate the need for an additional paradigm where the stakes for the candidate become “ultra high.”  We give 3 examples and recommend practical actions to better accommodate candidates in “ultra high stakes” assessments.

James Bywater, SHL Group Plc

Jurgen Bank, Self-Employed

Submitter: Jurgen Bank, jurgenbank@msn.com

205-11.  Exploring the Relationship Between Academic Dishonesty and Applicant Dishonesty

This study explored the relationship between academic dishonesty and applicant dishonesty. Using a simulated applicant setting, students who reported higher levels of academic dishonesty were also more likely to fake on various subscales of the NEO-FFI.  Both academic dishonesty and faking were significantly correlated with integrity.

Richard L. Frei, Community College of Philadelphia

Mitchell H. Peterson, Florida Institute of Technology

Joshua A. Isaacson, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Margaret Jenkins, Seminole Community College

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

205-12.  The Validity of Conscientiousness in the Presence of Faking

Six faking parameters were manipulated in this Monte Carlo investigation examining the impact of faking on the criterion-related validity of Conscientiousness for predicting job performance. The results suggest that the strength and direction of the impact of faking on validity is dependent on all 6 faking parameters and their interactions.

Shawn Komar, University of Waterloo

Douglas J. Brown, University of Waterloo

Jennifer A. Komar, University of Waterloo

Chet Robie, Wilfrid Laurier University

Submitter: Shawn Komar, sgkomar@uwaterloo.ca

205-13.  Leaders’ Motivation to Serve and Its Impact on Subordinates’ Extra-Role Behaviors

Based on servant leadership theory, we developed a construct called motivation-to-serve (MTS) that describes leaders’ willingness to promote the interests of their subordinates. Results of 3 studies demonstrate that MTS has convergent, discriminant, and predictive validity. Specifically, leaders’ MTS affect subordinates’ helping and voice behaviors via LMX. Implications are discussed.

K. Yee Ng, Nanyang Technological University

Hock-Chye Goh, Nanyang Technological University

Christine Koh, Nanyang Technological University

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

205-14.  Sex and Faking: Implications for Selection Decisions

The current study investigates applicant response behavior, specifically, the phenomenon “faking,” and subgroup differences (between males and females) in this behavior.  Results suggest that males tend to engage in faking to a greater extent than their female counterparts.  Partial support was found for gender roles as a moderator.

Joshua A. Isaacson, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Submitter: Joshua A. Isaacson, jisaacso@fit.edu

205-15.  Standardized Essay Tests: The Effects of Coaching on Score Improvement

Despite the growing use of writing assessments in standardized tests, little is known about coaching effects on writing assessments similar to those on the new SAT. Therefore, this study tested the effects of short-term coaching on standardized writing tests and the generalizability of those effects to other writing genres.

Chaitra M. Hardison, RAND

Paul R. Sackett, University of Minnesota

Submitter: Chaitra M. Hardison, chaitra@rand.org

205-16.  Antecedents and Outcomes of Selection Practice Effects

We tested several proposed explanations for practice effects in cognitive skills testing and examined test–retest scores differences in predicting task performance on a measure of problem-solving ability.  Practice effects were replicated and associated with changes in several explanatory variables. However, no test–retest validity differences were found.

Jane A. Halpert, DePaul University

Kyle G. Gerjerts, Depaul University

Laura Miller, DePaul University

Thomas Fritts, DePaul University

John P. Hausknecht, Cornell University

Submitter: Jane A. Halpert, jhalpert@depaul.edu


205-17.  The Impact of Test Anxiety on Maximal and Typical Performance

Competing models of test anxiety are evaluated by assessing the relation between measures of maximal and typical academic performance. Consistent with the deficits model of test anxiety, test anxiety did not moderate the relationship between maximal and typical performance and was unrelated to maximal performance after controlling for typical performance.

Jessica Thornton, University of North Carolina Charlotte

Heather Gordon, University of North Carolina Charlotte

Jennifer E. Charles, University of North Carolina Charlotte

Charlie L. Reeve, University of North Carolina Charlotte

Submitter: Jessica Thornton, jess.thornton@gmail.com

205-18.  Controlling Faking in Personality Measures: Another Look at Unlikely Virtues

The effects of correcting personality measures for unlikely virtues (UV) is examined in a large (N = 2,295) dataset. Results showed that some corrections for UV improved criterion-related validities and had a substantial effect on who gets hired at low selection ratios.  UV was related to race and gender.

Jeff A. Weekley, Kenexa

Submitter: Jeff A. Weekley, jeff.weekley@kenexa.com

205-19.  Social Desirability and Applicant Faking Behavior: A Validation Study

Response distortion has often been cited as a threat to the validities of personality measures.  Determining such distortion has frequently relied on social desirability measures.  However, this relationship has been largely assumed.  The results of the study significantly question the function of social desirability scores as an indicator of faking.

Joshua S. Quist, Florida Institute of Technology

Shikha Arora, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

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

205-20.  Automated Essay Scoring: Participant Reactions and Recommendation Intention

This study investigated participants’ reactions to automated essay scoring (AES) using an organizational justice perspective. In a sample of 204 college students, we found that explanation adequacy was related to distributive and procedural justice perceptions, which in turn were related to perceptions of AES usefulness and AES recommendation intention.

Pat M. Caputo, University at Albany, SUNY

Laurel A. McNall, SUNY-Brockport

Aline Masuda, IESE Business School of Barcelona

Submitter: Pat M. Caputo, pc0354@albany.edu

205-21.  Using Mixture Model-IRT to Identify Faking on Situational Judgment Tests

It was investigated whether those faking on situational judgment tests (SJTs) could be identified by using mixture model item response theory (MM-IRT).  Results found that fakers could be reliably identified.  The usefulness of MM-IRT in selection contexts is discussed in relation to declines in criterion-related validity when the SJTs are faked.

Alison A. Broadfoot, Bowling Green State University

Submitter: Alison A. Broadfoot, balison@bgnet.bgsu.edu

205-22.  The Effects of Warnings and Elaborations on Selection Device Utility

Two methods of reducing response distortion, the provision of warnings and requests for elaborations on responses, were assessed for their potential impact on the factor structure and criterion-related validity of a predictor. Results indicate that warnings improve criterion-related validity relative to a control condition but that elaborations distort factor structure.

Brian G. Whitaker, University of Akron

Jason Dahling, University of Akron

Matthew Nordlund, University of Akron

Submitter: Brian G. Whitaker, bgw3@uakron.edu

205-23.  SES and Admissions Test Validity:  Within Race Analyses

Previous research has indicated that admissions test validity is not influenced by socioeconomic status.  However, this research has not examined the focal relationships within racial groups.  The present study examined the relationship between test scores and college grades, controlling for SES, within different racial groups.

Justin Arneson, University of Minnesota

Shonna D. Waters, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitter: Justin Arneson, arne0063@umn.edu

205-24.  Faking and the Prediction of Performance: A Bootstrapping Analysis

Under a bootstrapping framework, the current study examined the effect of applicant faking behavior on the prediction of job performance when using personality inventories. Although a significant amount of fakers existed in the present sample, criterion-related validity levels remained equal to their honest counterparts.

Randolph J Socin, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Submitter: Richard L. Griffith, griffith@fit.edu

205-25.  Measuring Heterogeneity in Categorical Variables

In applied psychology, there are 2 common statistics used to compute heterogeneity in teams. Although they tend to be used interchangeably, there has been no formal comparison of the 2 statistics. Using data simulation, results suggest that the 2 statistics have substantial differential relationships with outcome variables. Implications are discussed.

Matthew J. Borneman, University of Minnesota

Rick D. Guyer, University of Minnesota

Submitter: Matthew J. Borneman, borne030@umn.edu

205-26.  Size and Leadership: Implicit and Explicit Associations

The current study examined associations between size and leadership. Results showed a strong implicit association, as measured by the Implicit Association Test, even among those who reported no explicit association. Taller, more muscular people also expressed a stronger liking for being in a leadership position than shorter, less muscular people.

Ellen Weissblum, University at Albany, SUNY

Jessica M. Nicklin, University at Albany, SUNY

Heather Rosman, University at Albany, SUNY

Submitter: Ellen Weissblum, Ellen.Weissblum@gmail.com

205-27.  Using IRT to Produce More Accurate and Wider Test-Score Bands

We investigated the relative accuracy of IRT-based methods for estimating errors in
computing bandwidth in test-score banding using actual examinees taking a g-loaded test (N = 2,237) and via Monte Carlo simulation (N = 100,000). Information-function conditional standard errors yielded noticeably larger bands and converged better with true measurement error.

Robert J. Harvey, Virginia Tech

Herman Aguinis, University of Colorado, Denver

Teresa A. Wagner, University of South Alabama

Submitter: Robert J. Harvey, rj@pstc.com

205-28.  Lab-Field Comparisons of Self-Presentation on Personality Measures: A Meta-Analysis

The authors described and compared the type and magnitude of self-presentation that occurs on personality inventories in lab and field contexts.  Across 168 studies, it was found that the magnitude of self-presentation did not vary reliably and that similar types of self-presentation can occur in lab and field contexts.

Amy C. Hooper, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitter: Amy C. Hooper, dies0018@umn.edu


205-29.  Retest Effects on an Unproctored Internet-Based GMA Test

The current study examined the retest scores of an unproctored ability test under high and low stakes.  Test–retest reliabilities were high, and the data support a psychometric explanation of improvement in scores.  The results do not support the notion of high stakes widespread malfeasance on the speeded ability test.

Winfred Arthur, Texas A&M University

Ryan M. Glaze, Texas A&M University

Anton J. Villado, Texas A&M University

Jason M. Taylor, PeopleAnswers, Inc.

Submitter: Ryan M. Glaze, rmg@tamu.edu

205-30.  Impact of IRT-Based Top-Score Banding on ASVAB Minority Selection Ratios

Analyses of top-score bands produced using item response theory (IRT) information-function based versus conventional expected-variance conditional standard error (CSE) estimates for the ASVAB MC and WK tests (N = 13,453) showed that information-based CSEs produced both wider bands and increased minority representation in the top band.

Robert J. Harvey, Virginia Tech

Herman Aguinis, University of Colorado, Denver

Shanan Gibson, East Carolina University

Submitter: Robert J. Harvey, rj@pstc.com


 

206. Symposium: Saturday, 1:30–2:50
Gramercy (7th floor)

Measuring and Molding Learners’ Minds: A Training Research Perspective

This symposium focuses on trainees’ cognitions and their effects on learning outcomes. The first 2 papers lend doubt to the accuracy of trainees’ perceptions of their knowledge level and the training environment. The last 2 papers discuss prompting self-regulation as an intervention for improving trainees’ decision-making skills.

Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Chair

Katherine Ely, George Mason University, Co-Chair

Katherine Ely, George Mason University, Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Self-Reported Learning: What Are We Really Measuring?

Joshua P. Liff, Colorado State University, Kurt Kraiger, Colorado State University, An Examination of Learner Control: Conceptual and Empirical Distinctions Between Objective and Perceived Control

Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Prompting Self-Regulation to Improve Learning Outcomes in Web-Based Training

Bradford S. Bell, Cornell University, Adam Kanar, Cornell, Self-Regulated Learning in Technology-Based Training: An Aptitude-Treatment Perspective

Raymond A. Noe, Ohio State University, Discussant

Annette Towler, Illinois Institute of Technology, Discussant

Submitter: Katherine Ely, kely@gmu.edu


 

207. Symposium: Saturday, 1:30–2:50
Empire (7th floor)

Individual and Organizational Strategies for the Reduction of Discrimination

The pernicious nature of contemporary discrimination and its consequences necessitate the identification and evaluation of strategies that individuals and organizations can enact to reduce occurrences of inequity. This set of studies will provide researchers and practitioners with empirical evidence regarding the efficacy of various strategies for the reduction of discrimination.

Eden B. King, George Mason University, Chair

Sarah L. B. Singletary, Rice University, Michelle (Mikki) Hebl, Rice University, Mechanisms for Remediating Discrimination in a Job Applicant Context

Juan Madera, Rice University, Michelle (Mikki) Hebl, Rice University, Daniel J. Beal, Rice University, Staffing Policies and Interview Structure: How They Relate to Discrimination and Diversity

Katherine Elder, George Mason University, Whitney E. Botsford, George Mason University, Eden B. King, George Mason University, Meni Koslowsky, Bar-Ilan University, Letters of Recommendation: Bias and How to Reduce Bias

Derek R. Avery, Rutgers University, Patrick F. McKay, University of Wisconsin-Milwaukee, David C Wilson, University of Delaware, Relational Demography and Employment Discrimination: Does Similarity Help?

Kecia M. Thomas, University of Georgia, Discussant

Submitter: Eden B. King, eking6@gmu.edu

 


 

208. Practice Forum: Saturday, 1:30–2:50
Chelsea (7th floor)

Survey Stakeholders;  Balancing Diverse and Sometimes Conflicting Needs

Designing and executing successful organizational surveys requires practitioners to define their stakeholders and then balance between what are often conflicting needs.  Survey professionals from PepsiCo, Citigroup, Microsoft, and Valtera will highlight some key stakeholder groups and how they meet their needs while safeguarding a survey’s mission and charter.

Karen M. Barbera, Valtera, Chair

Jerry S .Halamaj, Citigroup, The Evolution of Citigroup’s Survey Program to Meet Stakeholder Needs

Allan H. Church, PepsiCo, Erica I. Desrosiers, PepsiCo, David H. Oliver, PepsiCo International, Can You Add My Item? Addressing the Needs of Multiple Stakeholders Through Customization

Lindsay Bousman, Serving Unique Stakeholder Groups in Microsoft’s Annual Employee Survey

Karen M. Barbera, Valtera, Robert K. Beres, Valtera, Wayne C. Lee, Valtera, Defining Stakeholders:  An Outside View

Benjamin Schneider, Valtera, Discussant

Submitter: Karen M. Barbera, kbarbera@valtera.com

 


 

209. Symposium: Saturday, 1:30–2:50
Duffy (7th floor)

Physical Performance Testing: What Is the True Impact?

Regardless of increases in technology, many jobs still have substantial physical demand. This symposium addresses the impact of physical testing in terms of gender, ethnic group, age, and injury reduction.  Criterion-related studies using basic ability and work sample tests will demonstrate advantages and disadvantages of both types of testing procedures.

Deborah L. Gebhardt, Human Performance Systems, Inc., Chair

Deborah L. Gebhardt, Human Performance Systems, Inc., Physical Performance Assessment Selection: Pros, Cons, and Gender Impact

Marilyn Sharp, U.S. Army Research Institute Environmental Medicine, Relationship of Physical Capabilities, Job Performance, and Injuries for Army Mechanics

Todd Baker, Human Performance Systems, Inc., Physical Performance Test Results Across Ethnic Groups:  Does the Type of Test Have an Impact?

James C. Sharf, Employment Risk Advisors, Inc., Discussant

Submitter: Deborah L Gebhardt, Dlgebhardt@humanperfsys.com

 


 

210. Interactive Posters: Saturday, 1:30–2:20
Harlem (7th floor)

P–O Fit

Christine Scheu, Aon Consulting, Facilitator

210-1.  Fit and Reputation as Determinants of Applicant Attraction

This study represents an attempt to examine organizational attraction by integrating 2 theoretically different perspectives. Moreover, moderating influences of self-monitoring were included in response to research that suggests that individual differences also influence job seekers’ perceptions of organizational attraction and job pursuit intentions.

Shannon G. Taylor, Louisiana State University

Stacie A. Furst, University of Cincinnati

Submitter: Kevin W. Mossholder, kmossh@lsu.edu

210-2.  Effects of Employee Characteristics and Fit Perceptions on Work Outcomes

Three aspects of workplace fit (person–group, person–job, and person–organization) and their relationships with intent to quit, job satisfaction, organizational citizenship behavior, and organizational commitment were investigated in a sample of active full-time employees. The study also explored moderating effects of organizational tenure and work experience.

Victoria A. Davis, Organizational Consultant

Norbert K. Tanzer, Alliant International University/University of Graz

Submitter: Victoria A. Davis, davis.va@gmail.com

210-3.  Subjective Person–Organization Fit: Construct Development and Exploratory Factor Analysis

The purpose of this research was to explore the factor structure of a multidimensional measure of subjective person–organization fit. Results of the principal components analysis based on a sample of 196 employees revealed 5 distinct dimensions: needs–supplies fit, demands–abilities fit, supplementary employee fit, complementary fit, and supplementary organization fit.

Kelly A. Piasentin, University of Calgary

Derek S. Chapman, University of Calgary

Submitter: Kelly A. Piasentin, kaweir@ucalgary.ca

210-4.  P–J Fit and Performance: Linear, Quadratic, and Multiplicative Effects

This study places P–J fit within the nomonological net while testing the predictive validity of P–J fit above and beyond that of a host of individual difference and contextual variables.  Results suggest that even while controlling for an array of predictors,  P–J fit predicts incremental validity in performance determinants.

Michael R. Bashshur, Universitat Pompeu Fabra

Submitter: Michael R. Bashshur, michael.bashshur@upf.edu


 

211. Symposium: Saturday, 1:30–2:50
Marquis B (9th floor)

Examining Old Problems With New Tools: Statistically Modeling Applicant Faking

Research examining response distortion has been limited by a lack of statistical modeling techniques to test theoretical models.  The current symposium will discuss how applicant faking behavior influences construct and criterion validities of personality selection measures utilizing a variety of analytical and statistical approaches.

Richard L. Griffith, Florida Institute of Technology, Chair

Tina Malm, Florida Institute of Technology, Co-Chair

Michael Biderman, University of Tennessee-Chattanooga, Variability Indictors in Structural Equation Models

Neil D. Christiansen, Central Michigan University, Gary N. Burns, University of Wisconsin Oshkosh, Partitioning Faking Variance: A Latent Variable Approach in Within-Subject Designs

Gary N. Burns, University of Wisconsin Oshkosh, Neil D. Christiansen, Central Michigan University, Combating the Effects of Faking: Method Factors and Discriminate Validity

Andrea F. Snell, University of Akron, Chris Fluckinger, University of Akron, Matthew Nordlund, University of Akron, Frame-of-Reference Training on the Validity of Personality Measures

Richard L. Griffith, Florida Institute of Technology, Yukiko Yoshita, Florida Institute of Technology, Modeling Response Distortion in Applicant Settings

Michael J. Zickar, Bowling Green State University, Discussant

Submitter: Tina Malm, malti77@yahoo.com

 


 

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

A More Targeted Recruiting Process Through Structured Interviewing...Challenges and Successes

A new form of interviewing was researched by Cambria Consulting and Campion Consulting Services involving development and validation of a structured interviewing system for hiring new managers at Microsoft. Comparisons across alternative types of hiring procedures suggest that structured interviews have higher validity and lower adverse impact than other procedures.

Timothy S. Kroecker, Cambria Consulting, Chair

John Hendrickson, Cambria Consulting, Co-Chair

Lisa Sandora, Microsoft Corporation, Presenter

Submitter: Timothy S. Kroecker, tkroecker@cambriaconsulting.com

 


 

213. Theoretical Advancement: Saturday, 1:30–2:50
Barrymore (9th floor)

Strategic Helping Theory in Industrial-Organizational Psychology:  A Call for Research

Strategic helping theory is presented to the I-O psychology community. It posits how large-scale helping is a function of motivation, organizational action (e.g., from NPOs/NGOs), and network activation.  “Strategic insight” moderation of helping on effective change is articulated (e.g., accurate need identification).  Dialogue between theorist, experts, and audience is planned.

James D. Westaby, Columbia University, Presenter

W. Warner Burke, Columbia University, Presenter

Harold W. Goldstein, Baruch College, CUNY, Presenter

Jonathan A. Rhoades, Mercer Delta, Presenter

Rick R. Jacobs, Pennsylvania State University, Presenter

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

 


 

214. Panel Discussion: Saturday, 2:00–2:50
Odets (4th floor)

Validity Generalization in the Workplace

Validity generalization is professionally recognized as a means of justifying the use of a selection procedure in a new situation without conducting a local study; however, the legal community holds a narrower view. This session explores applications and issues for practitioners operating within the professional–legal gap in views of VG.

John A. Weiner, PSI, Chair

Wanda J. Campbell, Edison Electric Institute, Panelist

Nancy T. Tippins, Valtera, Panelist

Ryan A. Ross, Hogan Assessment Systems, Panelist

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

 


 

215. Symposium: Saturday, 2:00–2:50
Hart (4th floor)

Tasking Applied Researchers With Studying Multitasking: Individual Differences in Multitasking

Despite the substantial amount of research devoted to studying attentional processes in laboratory environments, little empirical attention has been given to studying individual differences related to multitasking in organizational settings.  This symposium focuses on multitasking by exploring methods of measurement, antecedents and correlates of multitasking, and predictors of multitasking behavior.

Tracy Kantrowitz, PreVisor, Chair

D. Zachary Hambrick, Michigan State University, Tara A. Rench, Michigan State University, L. Andrew Jones, Navy Personnel Research, Studies, and Technology, Frederick L. Oswald, Michigan State University, Nicole  Moon, Michigan State University, Relations of Cognitive and Nonognitive Variables to Strategy Use in Multitasking

Ted B. Kinney, GEICO/Pennsylvania State University, Understanding Performance in a Job-Relevant, Applied, Multitasking Environment

Tracy Kantrowitz, PreVisor, James C. Beaty, PreVisor, Darrin Grelle, University of Georgia, Mark B. Wolf, Georgia Institute of Technology, Investigating Preferences for Multi-tasking: Influence of Polychroncity on Job Performance

Jeffrey M. Conte, San Diego State University, Discussant

Submitter: Tracy  Kantrowitz, tkantrowitz@previsor.com

 


 

216. Special Event: Saturday, 2:00–2:50
Broadway S (6th floor)

Talent Attraction, Development, Retention: Insights from SIOP’s Leading Edge Consortium—Innovations in Technology

Presenters and participants at SIOP’s 2006 Fall Consortium shared leading-edge organizational practices aimed at attracting, developing, and retaining talent. This symposium will present 2 innovative uses of technology designed to enhance talent attraction and development.

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

Alyssa Mitchell Gibbons, University of Illinois at Urbana-Champaign, Deborah Rupp, University of Illinois at Urbana-Champaign, Myungjoon Kim, Korean Psychological Testing Institute/Valtera Asian-Pacific, Using Technology to Enhance Developmental Assessment

Becky Sterling, Kenexa, Using Technology to Enhance Recruitment Best Practices

 


 

217. Panel Discussion: Saturday, 2:00–2:50
Broadway N (6th floor)

Working on the Edge: I-O Psychology and Marginalized Workers

Many people labor at the margins of the types of organizations and work arrangements on which I-O psychologists typically focus. We must better consider the experiences of these understudied populations, including undocumented immigrants, contingent workers, day laborers, and others.

Bernardo M. Ferdman, Alliant International University, Chair

Josep M. Blanch, Universidad Autonoma de Barcelona, Panelist

Dov Eden, Tel Aviv University, Panelist

Ellen E. Kossek, Michigan State University, Panelist

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

 


 

218. Community of Interest: Saturday, 2:00–2:50 Uris (6th floor)

The Science and Practice of Mentoring

Tammy D. Allen, University of South Florida, Facilitator

Mariangela Battista, Starwood Hotels & Resorts, Facilitator

 


 

219. Education Forum: Saturday, 2:00–2:50
Plymouth (6th floor)

I-O Master’s Careers: Successful Paths to Divergent Destinations

Over the past 2 decades, I-O master’s programs have grown exponentially. A panel of master’s-level I-O psychologists with established careers in corporate, applied research, consulting, and as an attorney provide different perspectives in addressing competencies that proved most relevant in their career success. A 5th member provides the academic perspective.

Elizabeth L. Shoenfelt, Western Kentucky University, Chair

Elizabeth L. Shoenfelt, Western Kentucky University, Susan A. Walker, FedEx Freight, Alan G. Walker, East Carolina University, Leslie A. Pearson, Booz Allen Hamilton, Allison E. Maue, Sidley Austin LLP, I-O Master’s Careers: Successful Paths to Divergent Destinations

Submitter: Elizabeth L. Shoenfelt, betsy.shoenfelt@wku.edu

 


 

220. Conversation Hour: Saturday, 2:00–2:50
Majestic (6th floor)

Wisdom in Organizations and Management: Conversations for Theory and Practice

As organizations face challenges related to globalization, ethics, technology, and demanding shareholders, they seek to find ways to manage these challenges and thrive. This session examines questions related to how organizations harness wisdom for these purposes. Specifically, we discuss how wisdom is defined, applied, and developed in the organizational context.

Jennifer Jordan, Dartmouth College, Host

Eric Kessler, Pace University, Co-Host

Robert Hooijberg, International Institute for Management Development, Co-Host

Submitter: Jennifer Jordan, jennifer.jordan@Dartmouth.edu

 


 

221. Special Event: Saturday, 2:00–2:50
Marquis C (9th floor)

Distinguished Scientific Contributions Award: Organizational Justice: A SWOT Analysis

To assess the state of research progress, theory development, and practical application in organizational justice, this field’s strengths, weaknesses, opportunities, and threats are analyzed. Emphasis is placed on the scope and methods of research, the characteristics of underlying conceptualizations, and the extent to which theory and practice inform one another.

Belle Rose Ragins, University of Wisconsin-Milwaukee, Chair

Jerald Greenberg, The Ohio State University, Presenter

 


222. Symposium: Saturday, 3:30–4:50 
Music Box (6th floor)

Promoting Individual and Team Adaptability Through Training

Today’s dynamic work environment places a premium on organizational training programs that successfully promote knowledge and skill adaptability. Four groups report their programs of research on training strategies (including cross training, use of stimulus variety, metacognitive strategies, and posttraining follow-up coaching) with the potential to enhance individual and team adaptability.

Jessica Mesmer-Magnus, University of North Carolina–Wilmington, Chair

Chockalingam Viswesvaran, Florida International University, Co-Chair

Jessica Mesmer-Magnus, University of North Carolina Wilmington, Chockalingam Viswesvaran, Florida International University, Enhancing Trainee Learning and Adaptability Through Metacognitive Strategy Interventions

Beth A. Heinen, George Mason University, Stephen J. Zaccaro, George Mason University, Marissa L. Shuffler, University of North Carolina Charlotte, Johnathan Nelson, George Mason University, Kevin Smith, George Mason University, Katherine Marie Ryan, George Mason University, Stimulus Variety as a Learning Principle That Fosters Adaptive Performance

Constanza Berger, Florida International University, Candace Atamanik-Dunphy, Florida International University, Leslie A. DeChurch, Florida International University, Christian J. Resick, Florida International University, Daniel S. Whitman, Florida International University, Juanita Annette Lopez, Florida International University, Tadeusz Galeza, Florida International University, Jennifer Reixach, Florida International University, The Impact of Cross-Training on Team Adaptability

Gina R. Hernez-Broome, Center for Creative Leadership, Impact of Coaching Following a Leadership Development Program

C. Shawn Burke, University of Central Florida, Discussant

Submitter: Jessica Mesmer-Magnus, magnusj@uncw.edu

 


 

223. Panel Discussion: Saturday, 3:30–4:50
Odets (4th floor)

Perceived Organizational Support: Future Directions

There are now over 250 studies suggesting that employees’ general perception of positive valuation by the organization has positive consequences for employees and the organization. We discuss extensions of this approach to management strategy, occupational health psychology, supervisor support, psychological contracts, and work–family issues.

Robert Eisenberger, University of Delaware, Chair

Lynn M. Shore, San Diego State University, Panelist

Lois E. Tetrick, George Mason University, Panelist

Robert Eisenberger, University of Delaware, Panelist

Jackie Coyle-Shapiro, London School of Economics, Panelist

Louis C. Buffardi, George Mason University, Panelist

Submitter: Robert Eisenberger, eisenber@udel.edu

 


 

224. Invited Speaker: Saturday, 3:30–4:20
Wilder (4th floor)

Special Invited Event Sponsored by the SIOP Program Committee: Social Responsibility and Sustainability: Definitions, Descriptions, and Applications to Business

Poverty, healthcare, climate change, biodiversity. These issues have often been assumed to belong to the domain of government, but in recent years they are becoming increasingly relevant to business. In this session, I will provide an overview of how corporate social responsibility and corporate sustainability have played out in organization studies.

Pratima Bansal, University of Western Ontario, Presenter

Deborah E. Rupp, University of Illinois at Urbana-Champaign, Chair

 


 

225. Special Event: Saturday, 3:30–4:20
Hart (4th floor)

Special Event Hosted and Sponsored by the SIOP Fellowship Committee:  SIOP Fellows... Who, What, When, Where, Why?

SIOP Fellows have been around a long time, but many members know little about the process. This discussion and Q&A with the Fellowship Committee will include what it takes to become a Fellow, the process of nomination and election, how SIOP Fellowship is evolving, and the relationship among SIOP/APA/APS Fellowship.

George P. Hollenbeck, Hollenbeck Associates, Host

 


 

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

Situational Judgment Tests: Future Directions

The wording of situational judgment tests (SJT) may affect how test takers respond to specific questions. The response instructions, situation in which the SJT is embedded, and applications of SJTs are examined.

Mindy E. Bergman, Texas A&M University, Chair

Jennifer L. Rasmussen, Texas A&M University, Co-Chair

Nathan S. Hartman, John Carroll University, Walter Lee Grubb, East Carolina University, Michael A. McDaniel, Virginia Commonwealth University, Response Instructions Moderate SJT Validity When Content Is Held Constant

Jennifer L. Rasmussen, Texas A&M University, Mindy E. Bergman, Texas A&M University, Jeff A. Weekley, Kenexa, Situational Judgment Test Responding: Best, Worst, or Rate Each Response

Nikos Dimotakis, Michigan State University, Neal W. Schmitt, Michigan State University, Situational Judgment Tests: Where Is the Situation?

Scott Bedwell, IPAT/University of Illinos, Siang Chee Chuah, AICPA, Video-Based Assessment of Emotion Perception: Toward High Fidelity

Robert E. Ployhart, University of South Carolina, Discussant

Submitter: Jennifer L. Rasmussen, jlr3723@tamu.edu

 


 

227. Symposium: Saturday, 3:30–4:50
Ziegfeld (4th floor)

Self-Development and Work Experiences as Pathways to Leader Development

The purpose of this symposium is to explore factors that contribute to leader development within organizations. This area is in need of research and discussion, and this symposium is intended to provide new insights into the situational and individual factors that motivate individuals to want to develop their leadership capacity.

Stephen J. Zaccaro, George Mason University, Chair

Krista L. Langkamer, George Mason University, Co-Chair

Zachary N. J. Horn, George Mason University, Co-Chair

Todd J. Maurer, Georgia State University, Michael Lippstreu, Georgia Institute of Technology/APT, Inc., Differentiating Motivation to Develop Leadership Capability From Motivation to Lead

Krista L. Langkamer, George Mason University, Quality Not Quantity: The Prediction of Effective Leader Self-Development

Karen Wouters, Vlerick Leuven Gent Management School, Paul E. Tesluk, University of Maryland, Dirk Buyens, Ghent University, Managerial Learning From Develop-mental On-The-Job Experiences: The Role of Challenge

Zachary N. J. Horn, George Mason University, Developing Skills in Adaptability With Work Experiences: A Cognitive Model

Manuel London, SUNY-Stony Brook, Discussant

Submitter: Krista L. Langkamer, klangkam@gmu.edu

 


 

228. Symposium: Saturday, 3:30–4:50
Shubert (6th floor)

The Meaning of Work as a Job, Career, or Calling

Research on the meaning of work is beginning to resurface. One popular approach is work orientation, which defines 3 orientations through which meaning is created: job, career, and calling. This symposium addresses the etiology and development of meaningful work as well as its consequences for turnover and job satisfaction.

Jennifer E. Yugo, Bowling Green State University, Chair

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

Heather Vough, University of Illinois at Urbana-Champaign, Finding and Losing Meaning: The Dynamic Process of Meaning Construction in an Architecture Firm

Shoshana Dobrow, Fordham University, Swimming Upstream:  A Longitudinal Study of Calling in Musicians’ Paradoxical Careers

Niary Gorjian, Alliant International University, Examining Relationships of the Work Orientation Scale

Jennifer E. Yugo, Bowling Green State University, Jennifer McInroe, Bowling Green State University, Jennifer Z. Gillespie, Bowling Green State University, Jason M. Kain, Bowling Green State University, Testing a Framework of Work Orientation, Job Characteristics, and Outcomes

Amy Wrzesniewski, Yale University, Discussant

Submitter: Jennifer E. Yugo, jyugo@bgsu.edu

 


 

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

Careers & Work/Family

229-1.  Insights From Regulatory Focus Theory for Career Theory and Practice

This conceptual paper explores whether regulatory focus (Higgins, 1997, 1998) offers useful insights for understanding and addressing clients’ resistance to typical initiatives to clarify their career aspirations. Evidence that regulatory focus functions as a boundary condition on the utility of leading career theories/models would have important theoretical and practical implications.

Peter A. Heslin, Southern Methodist University

Mel Fugate, Southern Methodist University

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

229-2.  Employee Well-Being: A Multilevel Model Linking Work and Family Domains

We review recent conceptual advances addressing intraindividual processes leading to well-being. We suggest the introduction of dynamic assessment methodologies and multilevel modeling should encourage development of richer models of employee well-being. Accordingly, the present model of employee well-being investigates both personal and situational predictors and work and nonwork well-being indicators.

Kelly M. Schwind, Michigan State University

Remus Ilies, Michigan State University

Daniel Heller, Tel Aviv University

Submitter: Kelly M. Schwind, schwind@bus.msu.edu

229-3.  Mentoring Relationships and Organizational Performance Within Substance Abuse Centers

Organizational benefits of mentoring were studied with a sample of 589 participants nested within 39 substance abuse treatment centers.  Results indicated that centers in which a greater proportion of employees reported having been mentored also reported greater agency-level overall performance, job satisfaction, organizational citizenship behavior, and organizational learning.

Tammy D. Allen, University of South Florida

Mark Alan Smith, American Institutes for Research

Fred A. Mael, American Institutes for Research

Patrick Gavan O’Shea, Human Resources Research Organization

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

229-4.  The Influence of Newcomer Psychological Contracts on Employee Socialization

Using a sample of 120 newcomers, we examined the influence of newcomer
psychological contracts measured at organizational entry on socialization activities and outcomes 3 months later. Consistent with social exchange theory, employer obligations had a significant effect on socialization outcomes, and 2 interesting interactions emerged for socialization activities.

Stephanie C. Payne, Texas A&M University

Satoris S. Youngcourt, University of Wisconsin-River Falls

Wendy R. Boswell, Texas A&M University

Eric J. Barger, NASD

Submitter: Stephanie C. Payne, scp@psyc.tamu.edu

229-5.  Gender Differences in Career Choice Influences

This study examined whether a career influences survey assessing the value medical students place on providing comprehensive patient care exhibited measurement invariance across men and women. Findings supported measurement invariance and indicated that women valued opportunities to provide comprehensive care when choosing a career specialty more than men.

Tara S. Behrend, North Carolina State University

Lori Foster Thompson, North Carolina State University

Adam W. Meade, North Carolina State University

Martha S Grayson, New York Medical College

Dale A. Newton, East Carolina University

Submitter: Tara S. Behrend, tara.behrend@gmail.com

229-6.  An Evaluation of a Student Mentoring Program

The study examined the relationship between organizational commitment and graduate student performance in the context of a student mentoring program. It was expected communication between the protégé‚ and the mentor would affect satisfaction with the relationship, which would then affect commitment, performance, and the amount of benefits received.

Marcy Young Illies, University of Nebraska-Omaha

Joseph M. James, Self-employed

Carey Ryan, University of Nebraska-Omaha

Roni Reiter-Palmon, University of Nebraska-Omaha

Submitter: Marcy Young Illies, marcyyoung@mail.unomaha.edu

229-7.  An Examination of Best Practices Within a Formal Mentoring Program

We investigated the effects of objective setting, organizational support structures, and previous mentoring program participation on relationships within a formal mentoring program.  Results indicate that such variables played a role in mentors’ and mentees’ perceptions of similarity, communication, quality, and learning in their relationships.

Kristina Matarazzo, Northern Illinois University

Lisa Finkelstein, Northern Illinois University

Submitter: Kristina Matarazzo, kmataraz@gmail.com

229-8.  Effects of Work–Family Conflict on Organizational Culture and Organizational Performance

This study looked at the relationship between work–family conflict (WFC) and organizational performance.  Importantly, this research took an organization-level perspective across a set of substance abuse treatment agencies.  Results showed that agencies that were rated as more effective by the employees also had employees with lower levels of WFC.

Mark Alan Smith, American Institutes for Research

Alexander Alonso, American Institutes for Research

Lorin M. Mueller, American Institutes for Research

Submitter: Alexander Alonso, aalonso@air.org

229-9.  Supervisor Support and Interactions With Work–Family Programs on Employee Outcomes

We tested the effects of supervisor support and the interactive effects of supervisor support and work–family programs on job satisfaction, family satisfaction, and turnover intention. Results supported the importance of supervisor support and demonstrated that availability or nonavailability of different work–family programs differentially affected the supervisor support–employee outcome relationships.

Cheryl Tay, Nanyang Technological University

Hesan A, Quazi, Nanyang Technological University

Submitter: Cheryl Tay, actay@ntu.edu.sg


229-10.  Family-to-Work Conflict and Organizational Citizenship Behavior Among Spanish Employees

The study examined the influence of family-to-work conflict on 3 types of organizational citizenship behavior (OCB) among Spanish employees. Time-based family-to-work conflict was not significantly associated with OCB. Strain-based family-to-work conflict was found to be negatively related to all 3 types of OCB. Gender did not moderate these relationships.

Barbara Beham, University of Hamburg

Steven A.Y. Poelmans, IESE Business School

Submitter: Barbara Beham, barbara_beham@hotmail.com


229-11.  The Opt-Out “Revolution”: Pull to Motherhood or Escape From Work?

This study challenges rhetoric used in the media to describe professional women’s decisions to leave the workforce as personal preferences.  Highly educated women who chose to remain employed throughout their careers did so because they had more positive experiences in the workplace than women who chose to leave the workforce.

Abigail K. Quinn, Michigan State University

Diane F. Halpern, Claremont McKenna College

Alan A. Hartley, Scripps College

Submitter: Abigail K. Quinn, quinnabi@msu.edu

229-12.  What Constitutes a “Working Parent Friendly School?”

Research on work–family conflict has concentrated on the workplace as the focal point for ameliorating conflict.  School systems may also influence parent work–family  conflict.  We surveyed working parents and school staff and found support for 5 major themes regarding the role of schools in parent experiences of work–family conflict.

Susan D. D’Mello, Michigan State University

Ryan Bannan, Michigan State University

Alyssa Friede, Michigan State University

Ann Marie Ryan, Michigan State University

Submitter: Alyssa Friede, friedeal@msu.edu

229-13.  Odd Jobs, Good Thoughts, and Bad Habits

Children’s  (N = 19,018) informal employment experiences were related to both smoking history and smoking intent.  These effects were partially mediated by the amount of weekly spending money and self-esteem. These data illustrate the need for more research on the employment experiences of young children.

E. Kevin Kelloway, St. Mary’s University

Submitter: E. Kevin Kelloway, kevin.kelloway@smu.ca

229-14.  Flexible Work Arrangements: Why Do Employees Use Them?

Using the theory of human ecology, this study identifies significant individual and organizational characteristics affecting an employee’s use of flexible work arrangements (FWA). Several predictors emerged. Employees whose immediate workgroup used FWAs and those with lifestyle factors were more likely to use FWAs than those without these characteristics.

Alysa D. Lambert, Moravian College

Janet Marler, University at Albany-SUNY

Hal G. Gueutal, University at Albany-SUNY

Submitter: Alysa D. Lambert, alysalambert@yahoo.com

229-15.  Individual Differences in Ideal Mentor Perceptions

This study is a replication and extension of previous work looking at the categories of qualities that individuals mention to describe their ideal mentors and whether those categories can be determined by individual differences such as gender, ethnicity, locus of control, and romantic notions of leadership.

Lisa Finkelstein, Northern Illinois University

Kristina Matarazzo, Northern Illinois University

Andrea Zimmerman, Northern Illinois University

Submitter: Lisa Finkelstein, lisaf@niu.edu

229-16.  Role Sending Through Faculty Work Absorption, Work–Family Conflict, and Crossover

This field study applies role theory to explore how families negotiate work demands and work conflict via partner role sending in the form of undermining attributions and emotional displays. Faculty member “work absorption at home” behaviors are examined as stimuli to the partner role sending process.

Rebecca A. Bull, Purdue University

Stephen G. Green, Purdue University

Shelley M. MacDermid, Purdue University

Howard M. Weiss, Purdue University

Submitter: Rebecca A. Bull, rbull@purdue.edu

229-17.  Examining Employee Use of Family-Friendly Benefits: An Empirical Study

We empirically investigated factors related to employee use of family-friendly benefits (e.g., maternity/paternity leave, flexible work schedule).  Results indicated that perceived control over the use of benefits and subjective norms predicted intention to use benefits, which in turn predicted actual benefit use.

Heather L. Seiser, University of Central Florida

Barbara A. Fritzsche, University of Central Florida

Submitter: Barbara A. Fritzsche, bfritzsc@mail.ucf.edu


229-18.  The Relationship Between Mentoring and Work–Family Conflict: The Mentor’s Perspective

The present study examined the relationship between mentoring and work–family conflict from the mentor’s perspective. Findings indicate mentors report greater perceptions of internal work interfering with family conflict than do nonmentors. Findings also suggest perceptions of internal work–family conflict relate to willingness to mentor others. Key implications are discussed.

Elizabeth M. Lentz, University of South Florida/PDRI

Anna L. Tolentino, Censeo

Tammy D. Allen, University of South Florida

Submitter: Elizabeth M. Lentz, emlentz@mail.usf.edu

229-19.  Dependent Care Responsibilities’ Effect on Benefit Utilization and Work–Family Conflict

Reported study results explore the potential for comprehensive family-friendly benefits offered by government agencies to positively influence federal employee work–family and family–work conflict. Of particular interest are aging employees who seek supports in their efforts to manage increased family demands as they juggle both child and adult care responsibilities.

Kimberly Wells, U.S. Office of Personnel Management

Sharyn Aufenanger, Old Dominion University

Submitter: Sharyn Aufenanger, saufe001@odu.edu

229-20.  Effects of Subordinate Commitment to Family Identity Abusive Supervision Outcomes

This manuscript reports on a study of employed individuals, examining the relationship between abusive supervision and work–family conflict and family undermining. Results suggest that subordinate commitment to a family identity moderates the effects of abusive supervision on these family outcomes.

Jenny M. Hoobler, University of Illinois at Chicago

Grace Lemmon, University of Illinois at Chicago

Submitter: Goran Kuljanin, kuljanin@msu.edu


229-21.  Interactive Effects of Psychological Work–Life Predictors on Job Outcomes

Matched data from 504 employees in a food chain business showed that supervisor support predicted (a) job performance for employees who perceived work–life programs as valuable under supportive work–life norm, and (b) turnover intentions for employees who found work–life programs valuable under conditions of unsupportive work–life norm.

Cheryl Tay, Nanyang Technological University

Submitter: Cheryl Tay, actay@ntu.edu.sg

229-22.  Work–Family Conflict as a Mediator Within the Work–Family Interface

The current study provides a comprehensive meta-analytic examination of the work–family interface.  Over 20 years of work–family research was aggregated via 105 independent meta-analyses, and the generalizability of extant work–family models was examined via structural equation modeling of meta-analytic correlation matrices based on 263 samples and 2,060 effect sizes.

Jesse S. Michel, Wayne State University

Jacqueline K. Mitchelson, Wayne State University

Lindsey M. Kotrba, Denison Consulting

James M. LeBreton, Purdue University

Boris B. Baltes, Wayne State University

Submitter: Jesse S. Michel, jmichel@wayne.edu

229-23.  The Genesis and Early Determinants of Artistic Careers

We propose a model that explores the effects of individuals’ early life experiences on ultimate career choices using interview data from professional string quartet musicians. Our model includes 4 sets of sequential factors that guide children’s task choices including imprinting events, core affective reactions, family and other support, and commitment.

Kelly M. Schwind, Michigan State University

Harold Willaby, University of Western Australia

Donald E. Conlon, Michigan State University

J. Keith Murnighan, Northwestern University

Submitter: Kelly M. Schwind, schwind@bus.msu.edu

229-24.  Structure Invariance of the NSCW Work–Family Conflict Scale Across Gender

This paper proposes that studies looking at gender differences in work–family conflict (WFC) may yield inconsistent results due to the different psychometric properties of the various WFC scales. It illustrates the examination of structure invariance across gender using the WFC scale developed for the National Study of the Changing Workforce.

Irini Kokkinou, Purdue University

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

229-25.  Work–Family Coping Strategies and Workload:  What Strategies Are Best?

Male and female staff (n = 113) at a midsized university completed a survey on use of behavioral and cognitive coping strategies, workload, work–family conflict (WFC), and family–work conflict (FWC). Coping strategies predicted WFC and FWC, and cognitive strategies interacted with workload to predict FWC.  Applications to the workplace are discussed.

Heather N. Odle-Dusseau, Clemson University

Eric S. McKibben, Clemson University

Tiffany M. Greene-Shortridge, Clemson University

Hailey A. Herleman, Clemson University

Thomas W. Britt, Clemson University

Submitter: Heather N. Odle-Dusseau, hodledu@clemson.edu

229-26.  Gender Differences in Formal and Informal Support Interactions on Commitment

We found a significant 3-way interaction between work–life balance practices, informal organizational support (i.e., perceived organizational support, perceived coworker support, and organizational information), and gender.  For men, work–life balance practices had a stronger relationship with organizational commitment when informal organizational support was high and women’s results showed a linear effect.

Marcus M. Butts, University of Georgia

Thomas Ng, University of Georgia

Robert J. Vandenberg, University of Georgia

David DeJoy, University of Georgia

Mark G. Wilson, University of Georgia

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

229-27.  The Role of Work Eustress in Work–Family Positive Spillover

A model of work-to-family positive spillover was developed and tested with survey data from 889 full-time workers using structural equation modeling.  Eustress at work was associated with increased job satisfaction and affective work-to-family positive spillover.  Results demonstrate how positive psychological states emerge in the work domain with implications beyond work.

Cathleen A. Swody, Leadership Research Institute

Submitter: Cathleen A. Swody, Cathy.Swody@lri.com


 

230. Special Event: Saturday, 3:30–4:20
Broadway S (6th floor)

Talent Attraction, Development, Retention:  Insights From SIOP’s Leading Edge Consortium

Presenters and participants at SIOP’s 2006 Fall Consortium shared leading-edge organizational practices aimed at attracting, developing, and retaining talent.  In this session, we will share highlights and themes from the consortium and from a project that documents innovative talent management practices.

Cynthia D. McCauley, Center for Creative Leadership, Panelist

Gary Johnsen, Creative Metrics, LLC, Panelist

Glenn Hallam, Creative Metrics, LLC, Panelist 


 

231. Symposium: Saturday, 3:30–5:20
Broadway N (6th floor)

To Prosper, Organizational Psychology Should...

What should be done for I-O psychology to prosper? Six established panelists propose answers by focusing on themes central to our discipline. These are scientist–practitioner values, links between science and practice, doctoral training practices, nature of theory development, methodological sophistication, and global applicability.

Jerald Greenberg, The Ohio State University, Chair

Joel M. Lefkowitz, Baruch College, CUNY, ...Expand Its Values Model to Match the Quality of Its Ethics

Wayne F. Cascio, University of Colorado, ...Bridge Application and Scholarship

Richard J. Klimoski, George Mason University, ...Improve Educational Practices for Future Scientist–Practitioners

Jerald Greenberg, The Ohio State University, ...Develop More Rigorous, Process-Oriented Theories

Jeffrey R. Edwards, University of North Carolina, ...Increase the Methodological Sophistication of Empirical Research

Michele J. Gelfand, University of Maryland, ...Adopt a Global Perspective

Lyman W. Porter, University of California-Irvine, Discussant

Submitter: Jerald Greenberg, greenberg@cob.osu.edu

 


 

232. Special Event: Saturday, 3:30–4:20
Uris (6th floor)

Master’s Council Session

I-O master’s program directors and other interested faculty come together to learn from each other.  Issue of particular interest to running I-O master’s programs are targeted in an interactive discussion format.  An additional objective is to develop a network among I-O master’s program directors for ongoing mutual benefit.

Patrick McCarthy, Middle Tennessee State University, Facilitator

 


 

233. Symposium: Saturday, 3:30–4:50
Plymouth (6th floor)

Application of Multilevel Approaches to the Study of Leadership

Multilevel approaches to leadership research enable scholars to gain deeper understanding of the complexities involved. This symposium offers 4 empirical papers investigating multilevel issues associated with transformational leadership and leader–member exchange theory. Individual, dyadic, and group processes influencing leadership are examined in different contexts and at different levels of analysis.

Neal M. Ashkanasy, University of Queensland, Chair

Herman M. Tse, University of Queensland, Co-Chair

Marie T. Dasborough, Oklahoma State University, Co-Chair

Xu Huang, Hong Kong Polytechnic University, Robert P. Wright, Hong Kong Polytechnic University, Warren C. K. Chiu, Hong Kong Polytechnic University, Chao Wang, London Business School, Relational Schemas as Sources of Evaluation and Misevaluation of Leader–Member Exchanges: A Multilevel Approach

Berrin Erdogan, Portland State University, Jeanne K. J. Enders, Portland State University, Talya N. Bauer, Portland State University, A Multilevel Investigation of Leader–Member Exchange Theory: LMX, Differentiation, and Their Implications for Justice Perceptions and Interpersonal Citizenship

Herman M. Tse, University of Queensland, Marie T. Dasborough, Oklahoma State University, Neal M. Ashkanasy, University of Queensland, A Cross-Level Meditation Model of Affective Climate, Leader–Member Exchange, Team Member Exchange, and Performance

Zhen Zhang, University of Minnesota, Richard D. Arvey, National University of Singapore, Transformational Leadership and Employee Commitment to Entrepreneurial Organizations: A Multilevel Mediation and Moderation Analysis

Mary Uhl-Bien, University of Nebraska-Lincoln, Discussant

Submitter: Neal M. Ashkanasy, n.ashkanasy@uq.edu.au

 


 

234. Symposium: Saturday, 3:30–5:20
Majestic (6th floor)

Changing Complex Organizations: United Nations, U.S. Air Force, Purchase College

We will discuss 3 questions. How do you bring about much needed reforms in the United Nations?  How do you prepare the U.S. Air Force personnel to use a new logistics procedure? How do you change the culture of a college so that it can fulfill its potential?

Walter Reichman, Sirota Survey Intelligence, Chair

Christopher B. Burnham, United Nations, Changing Complex Organizations:  The United Nations

Mitchell Fleischer, Altarum Institute, Changing Complex Organizations:  U.S. Air Force

Thomas Schwarz, Purchase College, Changing Complex Organizations:  Purchase College—Fulfilling Its Potential

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

Walter Reichman, Sirota Survey Intelligence, Discussant

Submitter: Walter Reichman, walter_reichman@baruch.cuny.edu

 


 

235. Symposium: Saturday, 3:30–4:50
Winter Garden (6th floor)

Goal Orientation Across Levels: The Role of Motives and Context

Although significant research has explored goal orientation consequences, limited attention has been given to its individual antecedents (e.g., motives) and to contextual factors. We bring together 5 studies that (a) examine the relationship between motives and goal orientation and (b) present how goal orientation operates at team and organizational levels.

Dan S. Chiaburu, Pennsylvania State University, Chair

Sophia V. Marinova, University of Illinois at Chicago, Co-Chair

Anthony S. Boyce, Michigan State University, Goran Kuljanin, Michigan State University, Guihyun Park, Michigan State University, Paul Curran, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Richard P. DeShon, Michigan State University, Locomotion-Assessment, Action-State Orientation, and Goal Orientation: A Case for Higher Order Motives

Dan S. Chiaburu, Pennsylvania State University, Sophia V. Marinova, University of Illinois at Chicago, Audrey Lim, Pennslyvania State University, What Predicts Giving and Receiving Help? The Influence of Motivational and Goal Orientations

Karen Van Dam, Tilburg University, Gerard Seijts, University of Western Ontario, Measuring Goal-Orientation Climate

Denise Potosky, Pennsylvania State University, H. V. Ramakrishna, University of Redlands, Goal Orientation, Learning Self-Efficacy, and Climate Perceptions in a Post-Corporate Acquisition Context

Debra Steele-Johnson, Wright State University, Anupama Narayan, Wright State University, Goal Orientations, Core Self-Evaluations, and  Self-Efficacy in a Team Context

Don VandeWalle, Southern Methodist University, Discussant

Submitter: Sophia V. Marinova, smarinov@uic.edu

 


 

236. Symposium: Saturday, 3:30–4:50
Soho (7th floor)

Applicant Selection Fairness Expectations and Reactions

This symposium takes an integrative perspective to applicant fairness perceptions. The 4 presentations report data on 3 notably underresearched aspects of selection impact: antecedents of applicant fairness expectations, reactions to explanations, and attributional processing of selection outcomes. Overall purpose of the research is enhancing applicant perceptions through proper information provision.

Sonja Schinkel, University of Amsterdam, Chair

Neil R. Anderson, University of Amsterdam, Co-Chair

Bradford S. Bell, Cornell University, Darin Wiechmann, Bristol-Myers Squibb Company, An Examination of the Antecedents of Applicants’ Justice Expectations

Donald M. Truxillo, Portland State University, Todd Bodner, Portland State University, Clayton Yonce, Portland State University, Marilena Bertolino, University of Trento, Talya N. Bauer, Portland State University, A Meta-Analytic Examination of Providing Explanations to Job Applicants

Frederik Anseel, Ghent University, Filip Lievens, Ghent University, And Nothing Else Matters? Informative Feedback After Selection Decisions

Sonja Schinkel, University of Amsterdam, Neil R. Anderson, University of Amsterdam, Dirk van Dierendonck, Rotterdam School of Management, Annelies E. M. Van Vianen, University of Amsterdam, Applicant Reactions to Perform-ance Feedback: Attributions and Fairness Perceptions

David Chan, Singapore Management University, Discussant

Submitter: Sonja Schinkel, s.schinkel@uva.nl

 


 

237. Symposium: Saturday, 3:30–4:50
Gramercy (7th floor)

Qualitative Methods: What, When, Why, and Are They Publishable?

The usefulness of qualitative methods is underappreciated in organizational research. Research demonstrating the use of several of these methods and their unique ability to add detailed understanding of organizational issues is discussed, as are practical issues in the publication of qualitative research.

Michael T. Brannick, University of South Florida, Chair

Victoria L. Pace, University of South Florida, Co-Chair

Cong Liu, Illinois State University, Paul E. Spector, University of South Florida, Lin Shi, Beijing Normal University, Using Both Quantitative and Qualitative Methods in Studying Cross-Cultural Job Stress: How Do Qualitative Data Replicate and Contribute Above and Beyond the Quantitative Results?

Victoria L. Pace, University of South Florida, A Telephone Interview Study of Turnover Reasons and Perceptions of Diversity Climate Among Minority Employees

Polly S. Rizova, Boston University, Applying Charles Ragin’s Qualitative Comparative Methodology to the Study of Research and Development Projects

Diana R. Sharpe, Monmouth University, On Doing Ethnography: Relevance, Practice and Future Directions: Examples From the Study of Multinational Organizations

Sheldon Zedeck, University of California-Berkeley, Discussant

Michael T. Brannick, University of South Florida, Discussant

Submitter: Victoria L. Pace, vpace@luna.cas.usf.edu

 


 

238. Symposium: Saturday, 3:30–4:50
Empire (7th floor)

The Psychology of Sexual Harassment Law: Responsibility and Liability Judgments

Prior sexual harassment research detailed the way situational and dispositional variables influence the judgments about alleged hostile work environments.  These papers examine how observer perspective, processing style, and perceptions of injury shape liability and responsibility attributions.  The papers show how the law is successful and unsuccessful in correcting observer bias.

Richard L. Wiener, University of Nebraska-Lincoln, Chair

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

Megan E. Beringer, University of Nebraska-Lincoln, Evelynh Maeder, University of Nebraska-Lincoln, Richard L. Wiener, University of Nebraska-Lincoln, Effects of Perspective Taking on Judgments of Sexual Harassment

Roni Reiter-Palmon, University of Nebraska-Omaha, Greg C. Ashley, University of Nebraska-Omaha, Richard L. Wiener, University of Nebraska-Lincoln, Judgments of Sexual Harassment Complaints and Perspective Taking: Effects of State and Trait

Ryan Winter, Florida International University, Richard L. Wiener, University of Nebraska-Lincoln, Sexual Harassment and Ambivalent Sexism: The Effects of Mortality Salience and Experiential Processing

Jonathan P. Vallano, Florida International University, Ryan Winter, Florida International University, The Effects of Psychological Injury on Juror Perceptions and Liability Determinations in Hostile Environment Sexual Harassment Cases

Submitter: Richard L. Wiener, rwiener2@unl.edu

 


 

239. Symposium: Saturday, 3:30–4:50
Chelsea (7th floor)

Global Examinations of Discrimination in the Contemporary Workplace

Although employment discrimination is considered illegal in the eye of most international and national courts, discrimination still remains to be prevalent in the work arena. This symposium presents studies from several countries examining discrimination in the workplace from different perspectives: adverse impact, affirmative action, and discriminatory employment practices.

Hannah-Hanh Dung Nguyen, California State University, Long Beach, Chair

Sonia Ghumman, Michigan State University, Co-Chair

Eva Derous, Erasmus University Rotterdam, Hannah-Hanh Dung Nguyen, California State University, Long Beach, Indra Natasja Ori, City of Rotterdam, Are Henk and Fleur More Employable Than Mohammed and Fatima? A Field Study on Employment Discrimination in the Netherlands

Sonia Ghumman, Michigan State University, Linda A. Jackson, Michigan State University, Wearing Your Religion in the Public Domain: Evaluating Job Applicants as a Function of Their Religion and Job Type

Lauren J. Ramsay, Michigan State University, Ryan  S. Starkweather, Michigan State University, The Effects of Social Guidance and Prejudice on Attitudes of Support for Affirmative Action

Allison Dourigan, California State University, Long Beach, David J. Whitney, California State University, Long Beach, Calvin C. Hoffman, Alliant International University, Sources of Perceived Validity, Criterion-Related Validity, and Adverse Impact in a Management Assessment Center

Georgia T. Chao, Michigan State University, Discussant

Submitter: Sonia Ghumman, Ghummans@msu.edu

 


 

240. Master Tutorial: Saturday, 3:30–4:50
Duffy (7th floor)

1.5 CE credits for attending! Register at the session.

The Nonresponse Bias Impact Assessment Strategy (NBIAS) for Survey Researchers

The Nonresponse Bias Impact Assessment Strategy (N-BIAS) is a series of techniques that when used in combination provides evidence about a study’s susceptibility to bias.  Techniques include archival analysis, follow-up approach, wave analysis, passive nonresponse analysis, interest level analysis, active nonresponse analysis, worst case resistance, benchmarking analysis, and demonstrate generalizablity.

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

Jeffrey M. Stanton, Syracuse University, Presenter

Submitter: Steven G. Rogelberg, sgrogelb@email.uncc.edu

 


 

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

Expatriates

John Kulas, St. Cloud State, Facilitator

241-1.  HCN Helping of Expatriates: The Impact of Job Level

Using data from 493 host country nationals in the United Kingdom, we investigated the impact of HCN attributes and expatriate gender, national origin, and job level on HCN willingness to help expatriates.

Arup Varma, Loyola University Chicago

Shaun Pichler, Michigan State University

Pawan Budhwar, Aston Business School

Submitter: Arup Varma, avarma@luc.edu

241-2.  Ibasho and the Adjustment and Well-Being of Expatriate Spouses

Success of the expatriate spouse is studied through the examination of the stressor–strain relationship.  Results support the importance of stressors for adjustment, satisfaction, and well-being for this population.  In addition, the new construct of Ibasho is proposed and initial evidence of its independence and importance to this population presented.

Hailey A. Herleman, Clemson University

Thomas W. Britt, Clemson University

Mary Anne Taylor, Clemson University

Submitter: Hailey A. Herleman, ahailey@clemson.edu

241-3.  The Link of Gender and Family to Willingness to Expatriate

This longitudinal study examined the antecedents of gender differences in the willingness to relocate internationally for a job (WRI) and WRI’s consequences on expatriation behavior. Gender and family interacted to explain women’s lower WRI than men’s. WRI predicted search for a job abroad and expatriation for a job.

Phyllis Tharenou, University of South Australia

Submitter: Phyllis Tharenou, phyllis.tharenou@unisa.edu.au

241-4.  An Enhanced Model of Coping on International Assignments

International assignments have strategic and human resource implications for the firm and the individual. Thus, we combine 2 models and add the Big 5 factors as predictors to develop an expand model that is more sophisticated to better represent the complex process of cross-cultural coping.

Roger N. Blakeney, University of Houston

Sylvia J. Hysong, Michael E. DeBakey VA Medical Center

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


 

242. Practice Forum: Saturday, 3:30–4:50
Marquis C (9th floor)

Unproctored Internet Testing: Challenges and Solutions

Unproctored Internet testing (UIT) offers employers many benefits, but there are also significant challenges to its use. Experts from leading testing companies and one of the nation’s largest financial institutions will discuss lessons learned when dealing with UIT across the cycle of assessment design, development, delivery, and customer interface.

Lance E. Anderson, Caliber, an ICF International Company, Chair

Ken Lahti, PreVisor, Challenges and Best Practices Related to Assessment Solution Design in Unproctored Internet Testing (UIT) Programs

Carolyn M. Parish, Caliber, an ICF International Company, Lance E. Anderson, Caliber, an ICF International Company, Cheating and Faking During Online Personality Assessment

Adam Vassar, pan, Inc., Leveraging Technology for the Efficient Delivery of Unproctored Assessments

Laura T Davis, Wachovia, Implementing Unproctored Assessments for High-Volume Jobs: Managing Client Expectations

Submitter: Lance E. Anderson, landerson@icfcaliber.com

 


 

243. Academic-Practitioner Collaborative Forum: Saturday, 3:30–4:50
Marquis B (9th floor)

Item Degradation: Impact, Detection, and Mitigation

Item degradation refers to the deterioration of positive item-level characteristics over time.  Failure to address item degradation could seriously compromise the validity or fairness of a test.  This session invites academics and practitioners to discuss theoretical and methodological issues concerning the detection, impact, and mitigation of item degradation.

Theodore L. Hayes, The Gallup Organization, Chair

Yongwei Yang, The Gallup Organization, Abdullah A Ferdous, Measured Progress, Inc., Tzu-Yun Chin, QQPM Program, Detection of Item Degradation

Stephen G. Sireci, Center for Educational Assessment, Craig S. Wells, University of Massachusetts-Amherst, Peter Baldwin, Center for Educational Assessment, Kyung T. Han, Research and Evaluation Methods Program, Detection of Item Degradation: Evaluating Item Parameter Drift in Computerized-Adaptive Testing

Chad W. Buckendahl, Buros Institute, Susan L Davis, Buros Institute, Detection of Item Degradation: Considerations and Recommendations

Theodore L. Hayes, The Gallup Organization, Discussant

Submitter: Theodore L. Hayes, ted_hayes@gallup.com

 


 

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

Embedding Engagement: Frameworks for Employee Well-Being and Organizational Improvement

The role of employee engagement in shaping the human resource practices and improvement efforts of The Coca-Cola Company and Chevron Corporation are presented by internal survey practitioners. Framing these conversations about current practice is a new vision for engagement that embeds it within emerging empirical work on employee well-being.

Kelly R. Harkcom, ISR, Chair

Patrick Kulesa, ISR, Alyson Minkus, ISR, Justine O’Connor, ISR, Engagement and Beyond: The Emerging Role of Worker Well-Being

Alison D. Jerden, The Coca-Cola Company, Nick Lynn, ISR, Measuring and Embedding Employee Engagement Globally

Michael Leary, Chevron Corporation, Maren Trader, Chevron Corporation, Creating and Applying a Holistic Engagement Model at Chevron Corporation

Nick Lynn, ISR, Discussant

Submitter: Kelly R. Harkcom, kelly.harkcom@isrinsight.com

 


 

245. Symposium: Saturday, 3:30–5:20
Barrymore (9th floor)

Time in Organizations: Theory, Research and Practical Issues

This symposium addresses the importance of time in I-O theory, research, and practice. Presentations include studies and theoretical perspectives on changes in employee attitudes and behaviors over time, links between memory and time management, and consequences of time-based individual differences for individual health and team effectiveness.

David N. Dickter, PSI, Chair

Rodney A. McCloy, HumRRO, Dan J. Putka, HumRRO, Modeling Intraindividual Change in Soldiers’ Attitudes and Values During the First Term of Enlistment

Victor Jockin, PSI, David N. Dickter, PSI, John A. Weiner, PSI, Predicting Retention With a Premployment Assessment: An Event History Analysis

Jennifer Cunningham, University of Missouri–St. Louis, Therese H. Macan, University of Missouri-St Louis, Janet M Gibson, Grinnell College, Is There a Link Between Time Management and Prospective Memory?

Jeffrey M. Conte, San Diego State University, Nora Grace Awkerman, San Diego State University, Patricia Duarte, San Diego State University, Stephanie Strauss, San Diego State University, Linking Time Urgency and Other TABP Subcomponents With Ambulatory Blood Pressure Measures and Health Outcomes

Susan Mohammed, Pennsylvania State University, David A. Harrison, Pennsylvania State University, Diversity in Time-Based Individual Differences, Task Characteristics, and Team Performance

Kristin Boyle, UPS, Discussant

Submitter: David N. Dickter, dndmail1@aol.com

 


 

246. Roundtable: Saturday, 3:30–4:20
Sun Roof (16th floor)

Language and Diversity: Staffing Non-English Speaking Employees in the U.S.

Increasing workforce diversity goes beyond differences in ethnic background and includes increases in the numbers of workers who do not speak English or who speak English as a second language. In this roundtable, experts will discuss challenges and best practices for recruiting, selecting, and retaining a diverse and multilingual workforce.

Kristin Charles, Portland State University, Host

Steven T. Hunt, Kronos Talent Management Division, Co-Host

Herman Aguinis, University of Colorado, Denver, Discussant

Adam B. Malamut, Marriott International, Inc., Discussant

Lynn R. Offermann, George Washington University, Discussant

Submitter: Kristin Charles, kristinc@pdx.edu

 


 

247. Panel Discussion: Saturday, 4:30–5:50
Wilder (4th floor)

I-O Psychologists as Chief HR Officer: View from the Top

Very few I-O psychologists become the chief human resource officer in a major corporation. Five members of this small, exclusive group will discuss the lessons they have learned, the critical issues they face, how I-O psychology can add value, the skill/experiences critical to success, and HR career issues.

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

Marcia J. Avedon, Avedon Associates International, Panelist

Stephen Cerrone, JP Morgan Chase, Panelist

Karen M. Grabow, Land O’Lakes, Panelist

Mirian Graddick-Weir, Merck, Inc, Panelist

Submitter: Robert F. Silzer, robsilzer@prodigy.net

 


 

248. Panel Discussion: Saturday, 4:30–5:50
Hart (4th floor)

Using Blended Project Teams:  Implications for Clients, Consultants, and Researchers

As outsourcing continues to grow, work is increasingly performed using teams of people from both client and service provider organizations.  Research has started to examine this complex work arrangement, but many critical issues remain.  A panel of clients, consultants, and researchers will discuss best practices, future challenges, and research opportunities.

Sandra L. Fisher, Clarkson University, Chair

Patrick K. Quinn, Central Intelligence Agency, Panelist

Amy L. Unckless, Bank of America, Panelist

David W. Dorsey, Personnel Decisions Research Institutes, Panelist

John Rhodes, IBM, Panelist

Catherine E. Connelly, McMaster University, Panelist

Sheila Simsarian Webber, University of Massachusetts Lowell, Panelist

Submitter: Sandra L. Fisher, sfisher@clarkson.edu

 


 

249. Poster Session Saturday, 4:30–5:20
Westside (5th floor)

Diversity & Emotions

249-1.  Inital Validations of an Indirect Approach for Measuring Emotions

This paper considers an indirect approach for measuring discrete emotions to stimulate research on alternative approaches to direct measures of emotion. Initial reliability and validity evidence are provided for the Discrete Emotions Trait Scales, a new indirect, performance-based measure of emotions.

Josh Davis, University of Oklahoma

Amanda D. Angie, University of Oklahoma

Mary Shane Connelly, University of Oklahoma

Greg Ruark, University of Oklahoma

Jason H. Hill, University of Oklahoma

Submitter: Josh Davis, jdavis@psychology.ou.edu

249-2.  Neuroticism Moderates the Relationship Between Cognitive Reappraisal and Cognitive Performance

This study explored the relationship between Neuroticism, cognitive reappraisal (a method of emotion regulation), and performance on complex cognitive tasks similar to the multitasking required in work settings.  Neuroticism moderated the relationship between reappraisal and performance, suggesting reappraisal may be negatively associated with performance for people with high Neuroticism scores.

Cody B. Cox, Rice University

Submitter: Cody B. Cox, cody.cox@rice.edu

249-3.  Sex, Gender Identity, Approach to Work as Predictors of OCB

In this study, sex, gender identity, and approach to work, an attitudinal antecedent, were tested as predictors of organizational citizenship behaviors. 325 corporate employees were surveyed. Results indicated that gender identity predicted approach to work, and all proposed antecedents predicted organizational citizenship behaviors. Implications and future research streams are discussed.

Orla M. NicDomhnaill, Columbia University

Submitter: Orla M. NicDomhnaill, omn5@columbia.edu

249-4.  Developing a Theory of Prescriptive and Contextual Emotional Display Rules

In this paper, we distinguish between prescriptive display rules, which are general expectations for emotional displays, and contextual display rules, which are beliefs about how to handle one’s expressions given specific felt emotions and situational demands.  We then integrate these 2 perspectives into a broader theory of emotional display rules.

James M. Diefendorff, University of Akron

Erin M. Richard, Florida Institute of Technology

Submitter: James M. Diefendorff, jdiefen@uakron.edu

249-5.  How Far Off is Euclidean Distance? Artifacts in Relational Demography

This paper illustrates how the most commonly used measure of dissimilarity in relational demography, Euclidean distance, is range restricted under realistic conditions. Results from a simulation suggest that the asymmetrical effects of dissimilarity observed in the literature may be a function of statistical artifacts caused by range restriction.

Scott Tonidandel, Davidson College

Brooke E. Bucholtz, Davidson College

Derek R. Avery, Rutgers University

Patrick F. McKay, University of Wisconsin-Milwaukee

Submitter: Scott Tonidandel, sctonidandel@davidson.edu

249-6.  The Psychological Benefits of Workplace Friendships on Service Employees

This study examined the relationship between friendship opportunity and prevalence with various work-related variables, including job satisfaction, organizational commitment, work stress, and intention to quit. Results indicated positive effects of friendship opportunity and prevalence upon job attitudes and that emotional labor processes mediated these relationships.

Alexandra Luong, University of Minnesota-Duluth

Submitter: Alexandra Luong, aluong@d.umn.edu

249-7.  The Double-Bind of Emotion in the Service Context

This study provided partial support for the double-bind of emotion within the service context. Participants who viewed videotapes of male and female employees expressing friendly or nonfriendly emotion gave the woman lower evaluations when both genders failed to express friendliness. When both genders expressed friendliness, evaluations were not significantly different.

Alexandra Luong, University of Minnesota-Duluth

Submitter: Alexandra Luong, aluong@d.umn.edu

249-8.  Gender and Letters of Recommendation: Agentic and Communal Differences

Letters of recommendation were analyzed to assess gender differences in agentic and communal attributions. Women were described more than men as affectionate, warm, and kind. Men were described more than women as ambitious, dominant, and self-confident. Letters written for women contained more references to their physical appearance than for men.

Juan Madera, Rice University

Michelle (Mikki) Hebl, Rice University

Randi Martin, Rice University

Submitter: Juan Madera, jmadera@rice.edu


249-9.  Stereotypical Perceptions of Successful Managers and Individuals  With Categorical Differences in Body Weight:  Do Perceptions Differ?

Weight-based stereotypes (e.g., lazy, insecure, and untrustworthy) contrast with characteristics employers are likely to look for in job applicants.  Employing a 102-item adjective inventory, perceptual differences between characteristics of obese individuals, non-obese individuals, and successful managers were examined. Perceptions of obese individuals differed significantly from those of successful managers.

Jayanthi Polaki, Human Performance Systems, Inc.

Lynn K. Bartels, Southern Illinois University-Edwardsville

Submitter: Jayanthi  Polaki, jaypolaki@yahoo.com

249-10.  Measuring Attitudes Toward Obese Managers Multidimensionally

This research represents the initial development of a measure of attitudes toward obese managers that take into account the multidimensional nature of obesity attitudes.  Initial confirmatory factor analysis indicates support for measurement separating cognitive and affect components of obesity bias.

Daylashunta L. Randolph, Northern Illinois University

Lisa Finkelstein, Northern Illinois University

Lucy Zhadanova, Wayne State University

Boris B. Baltes, Wayne State University

Mark V. Roehling, Michigan State University

Submitter: Daylashunta L. Randolph, darkside_02@hotmail.com

249-11.  Examining the Effects of Managers’ Gender-Congruent Uses of Emotion Perception

Using vignettes, we replicated earlier findings that managers’ accuracy in nonverbal emotion perception is differentially valued for male and female managers.  In addition, we found that managers who use nonverbal emotional information from others in ways consistent with gender stereotypes have more satisfied subordinates.

Kristin Byron, Syracuse University

Shalini Khazanchi, Rochester Institute of Technology

Submitter: Kristin Byron, klbyron@syr.edu

249-12.  Differential Reactions to Strategic Diversity Recruitment

This study examined the influences of diversity cues presented in recruitment advertisements on organizational attractiveness, compatibility, and commitment to diversity. Results showed that job seekers use demographic composition of employees, more so than other cues, to make decisions about organizations. Implications for advertising, recruitment research, and diversity practice are offered.

Wendy R. Reynolds-Dobbs, University of Georgia

Kecia M. Thomas, University of Georgia

Submitter: Wendy R. Reynolds-Dobbs, Wendyrdobbs@aol.com

249-13.  A Study of the Interactive Effects of Leader Neuroticism and Team Mood on Leader Performance and Decision-Making Speed

In a laboratory study, leaders (N = 48) supervised 2-person teams of confederates, instructed to display positive, neutral, or negative affect. Leaders completed a Neuroticism measure, and observers rated team affect and leader’s performance. Results supported the view that neurotic leaders are susceptible to negative emotions displayed by team members.

Eugene Y. J. Tee, University of Queensland

Neal M. Ashkanasy, University of Queensland

Submitter: Neal M. Ashkanasy, n.ashkanasy@uq.edu.au

249-14.  Physical Attractiveness and Employee Termination

This study was conducted to examine the impact of physical attractiveness on termination decisions.  Results point to a bias against the extremely unattractive poorly performing employee, who was terminated more and liked less then her more attractive counterparts.  Extreme attractiveness did not appear to be of benefit in this study.

Melissa A. Commisso, Northern Illinois University

Lisa Finkelstein, Northern Illinois University

Submitter: Melissa A. Commisso,melissacommisso@hotmail.com

249-15.  Equal Opportunity Efforts: Public Personas and Private Attitudes

The current study examined attitudes toward EEO climate.  The data suggest that perceived acceptance of diversity is positively related to job satisfaction and organizational commitment.  The data also suggested that race moderates this relationship and that White males public persona regarding diversity issues can contradict their private attitudes and beliefs.

Randy E. Dew, Selectbuild

Richard L. Griffith, Florida Institute of Technology

Submitter: Richard L. Griffith, griffith@fit.edu

249-16.  Threat, Fairness, and Diversity: Initial Test of Full Integration Theory

Full integration theory (FIT; Agars & Kottke, 2004) posits that perceptions of threat, fairness, utility, and social cognition underlie the outcomes of diversity initiatives. We examine 2 of these (fairness and threat) and find support for their relationship to attitudes and perceived impact of initiatives. Implications for future research are discussed.

Brandi Harleaux, California State University-San Bernardino

Mark D. Agars, California State University-San Bernardino

Janet L. Kottke, California State University-San Bernardino

Submitter: Mark D. Agars, Magars@csusb.edu

249-17.  Beyond Individual Affect: Group Affect and Task Performance

The present study explicitly demonstrates the added value of the study of affect at the group level over the study of affect at the individual level. Results of our experiment with 70 3-person workgroups showed differences in effects of individual versus group affect in cognitive and creative task performance.

Annefloor H. M. Klep, Vrije Universiteit Amsterdam

Barbara van Knippenberg, Free University

Henk van der Flier, Vrije Universiteit Amsterdam

Submitter: Annebel H. B. de Hoogh, ahb.de.hoogh@psy.vu.nl

249-18.  Employee Responses to Discriminatory Treatment at Work

We examined how employees respond to discriminatory treatment at work.  Drawing from Knapp, Faley, Ekeberg, and Dubois (1997), we expected 4 different responses to discrimination.  Qualitative and quantitative results offered support for these different types of responses and expanded our understanding of specific responses to discrimination.

María Fernanda Garcia, University of Texas at El Paso

Mary Triana, Texas A&M University

Eric Arredondo, University of Texas at El Paso

Submitter: María Fernanda Garcia, fgarcia6@utep.edu

249-19.  Trait Affect Interactions With Hassles and Uplifts on Work Withdrawal

Work hassles and uplifts alone, and their interactions with trait negative and positive affectivity, respectively, incremented predictions of several work withdrawal criteria for childcare workers in 17 different centers. People prone to experience negative (positive) emotions are significantly more (less) affected by negative (positive) work events.

James M. Ringler, Illinois State University

John F. Binning, Illinois State University

Kimberly T. Schneider, Illinois State University

Submitter: John F. Binning, jbinning@ilstu.edu

249-20.  Development and Validation of the Emotional Competency Situational Judgment Test

Building on existing emotion-related research, the authors propose a model of emotional competency (EC)—an acquired skill set pertaining to the recognition, application, and management of emotions. Using a theory-based approach, the study describes the development and validation of a SJT designed to provide a low-fidelity assessment of EC.

Adam C. Bandelli, University of South Florida

Jay M. Dorio, University of South Florida

Gregory Schmidt, University of South Florida

Walter C. Borman, Personnel Decisions Research Institutes

Submitter: Adam C. Bandelli, abandell@mail.usf.edu

249-21.  Reactions to Gay and Lesbian Personal Discussion in the Workplace

The current study measured reactions to workplace discussion by heterosexual and homosexual targets. Participants did not differ in perceptions of appropriate relationship discussion after reading vignettes. However, participants indicated that heterosexual discussion of relationship partners was more appropriate in the workplace than homosexual discussion.

Charlie Law, Rice University

Michelle (Mikki) Hebl, Rice University

Julia L. Berry, Northern Arizona University

Submitter: Charlie Law, cl4849@rice.edu

249-22.  Managerial Emotional Intelligence, Affective Organizational Commitment, and Emotional Labor

We investigated the moderating effects of emotional labor and gender on the relationship between emotional intelligence and affective organizational commitment. Data from 93 managers demonstrate that both variables interact with emotional intelligence to explain unique variance in affective organizational commitment. Implications for theory, practice, and future research are discussed.

Kevin Groves, California State University, Los Angeles

Mary Pat McEnrue, California State University, Los Angeles

Winny Shen, California State University, Los Angeles

Submitter: Kevin Groves, kgroves@calstatela.edu

249-23.  Ethnic Congruence in Supervisor–Subordinate Dyads: Effects on Position and Salary

Results from a large field sample (N = 35,553) indicate ethnic congruence between a supervisor and subordinate was associated with subordinates’ level, promotion rate, and salary; although these effect sizes were practically small. Relationships were moderated by compensation system and ethnicity. Finally, we discuss implications for relational demography in organizations.

James Avey, University of Nebraska-Lincoln

Bradley J. West, University of Nebraska-Lincoln

Craig D. Crossley, University of Nebraska-Lincoln

Submitter: Bradley J. West, bwest4@unl.edu

249-24.  Ethnic Differences in Importance Ratings: A Comparison of Matched Samples

The relationship between target race and importance ratings of job competencies as rated by bosses was explored for 498 individuals. Of 22 dimensions, 3 were rated more important for Whites than for Blacks, and 1 was more important for Blacks than for Whites. Practical and theoretical implications are discussed.

Robyn Petree-Schatz, University of Texas-Arlington

Chloe Tatney, University of Texas-Arlington

Lauren W. Shelton, University of Texas-Arlington

Mark C. Frame, University of Texas at Arlington

Submitter: Robyn Petree-Schatz, robynpetree@juno.com

249-25.  Sexual-Orientation Harassment, Identity Management, and Work-Related Outcomes

Sexual-orientation harassment (SOH) is distinct from other forms of harassment in the visibility and the perceived controllability of the characteristic upon which the harassment is based.  A measure of SOH in the workplace was developed and its relationship to identity management, work outcomes, and well-being was assessed.

Tamara Bruce, Michigan State University

Ann Marie Ryan, Michigan State University

Submitter: Tamara Bruce, tamara.bruce@gmail.com


249-26.  Social Interaction at Work: Experiences of Gay and Lesbian Employees

The current study investigated workplace experiences of gay and lesbian individuals. Gay and lesbian individuals did not report engaging in less workplace discussion in terms of breadth or depth of discussion. However, homosexual employees who were “out” at work reported engaging in more workplace discussion than their heterosexual counterparts.

Charlie Law, Rice University

Michelle (Mikki) Hebl, Rice University

Eden B. King, George Mason University

Submitter: Charlie Law, cl4849@rice.edu

249-27.  Is Emotional Intelligence Worthwhile? Assessing Incremental Validity and Adverse Impact

Extending Van Rooy and Viswesvaran’s work, we estimate adverse impact reduction and incremental validity for both ability-based and mixed-based emotional intelligence. Whereas ability-based EI fails to predict performance above cognitive ability, mixed-based EI offers slight improvement over a cognitive–personality composite, while substantially reducing adverse impact potential. Construct validity is discussed.

Dana Rhodes, Texas A&M University

Daniel A. Newman, Texas A&M University

Submitter: Dana Rhodes, dlrhodes@gmail.com

249-28.  Two Hypotheses Explaining the Overrepresentation of Minorities in Diversity Management

This study evaluated 2 possible explanations for the overrepresentation of Black men and women in diversity management. A policy-capturing approach was used. Support was found for the race-typing hypothesis. Indirect support was found for the aversive racism hypothesis. Implications and future research are discussed.

Darrin Grelle, University of Georgia

Submitter: Darrin Grelle, dmgrelle@uga.edu


249-29.  Upper Echelon Theory Revisited: Implications for Diversity

Using data from 260 U.S. organizations, we found partial support for our hypotheses that demographic diversity of senior management would be positively associated with the diversity of the workforce, adoption of diversity practices, and power of an organization’s diversity/EEO officer, and that diversity practices impact organizational performance.

Lisa H. Nishii, Cornell University

Anne D. Gotte, General Mills

Jana L. Raver, Queen’s University

Submitter: Lisa H. Nishii, lhn5@cornell.edu

 


 

250. Panel Discussion: Saturday, 4:30–5:50
Manhattan Ballroom (8th Floor)

Challenges and Future Direction of Job Analysis Approaches

I-O psychologists are responding to the changing nature of work by refining and adapting our methods of job analysis. This panel will highlight trends and provide direction for practitioners in the private, public, and military sectors. Topics will include challenges, best practices, legal issues, and innovative solutions in job analysis.

Lilly Lin, Development Dimensions International, Chair

Kelly R. Bolton, Development Dimensions International, Co-Chair

Eric M. Dunleavy, American Institutes for Research, Panelist

Chris Foster, United States Navy, Panelist

Michelle L. Gonder, FBI, Panelist

Lisa A. Malley, DDI, Panelist

Dwayne G. Norris, American Institutes for Research, Panelist

Submitter: Kelly R. Bolton, kelly.bolton@ddiworld.com


 

251. Special Event: Saturday, 4:30–5:20
Uris (6th floor)

Education and Training in I-O Psychology: Open Meeting of Educators

Each year the Education and Training Committee and the Long Range Planning Committee host an open meeting with directors of I-O graduate programs and others who have interest in educating the next generation of I-O psychologists. Bring your issues, concerns, and questions and participate in the discussion.

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

Kurt Kraiger, Colorado State University, Co-Host

 


 

252. Reception: Saturday, 4:30–5:30
Sun Roof (16th floor)

Leading Edge and Beyond Reception

Cynthia D. McCauley, Center for Creative Leadership, Host

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

Ben E. Dowell, Self-Employed, Host


 

253. Practice Forum: Saturday, 5:00–5:50 
Music Box (6th floor)

Designing Surveys With the Outcome in Mind: Employee- and Performance-Centricity

Employee survey items can be broadly classified into 2 categories: those that focus on the employee (employee-centric) and those that focus on getting the work done (performance-centric). Using linkage research, practitioners will compare/contrast the employee and performance-centric items in predicting organizational outcomes.  Implications for linkage research will be discussed.

Scott M. Brooks, Kenexa, Chair

Kyle Lundby, Kenexa, Scott M. Brooks, Kenexa, Predictors of Employee Retention and Customer Satisfaction: Not the Same

Joerg Dietz, University of Western Ontario, Chetan Joshi, University of Western Ontario, S. Douglas Pugh, University of North Carolina Charlotte, Predicting Customer Satisfaction and Turnover From Employee- and Service-Focused Measures

Bryan C. Hayes, Kenexa, Lisa M. Germano, Kenexa, Linkage Research as a Strategic Tool: Predictor-Criteria Alignment

Submitter: Kyle Lundby, kyle.lundby@kenexa.com

 


 

254. Conversation Hour: Saturday, 5:00–5:50
Shubert (6th floor)

Assessment of Learning in Higher Education

Assessment is a critical activity in higher education for which I-O psychologists are well-suited. Participants will discuss pressures for assessment as accountability, university assessment programs responsive to regional accreditation agency standards, and a funded project concerning value added by college education in critical thinking, quantitative reasoning, and writing.

John M. Cornwell, Loyola University New Orleans, Host

Rosemary Hays-Thomas, University of West Florida, Co-Host

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

 


 

255. Practice Forum: Saturday, 5:00–5:50
Plymouth (6th floor)

Blazing Paths: Creating I-O Practices to Guide Organizations Through Mergers

Mergers create uncertainty from beginning to end: when announced, when staffs are combined, and during the struggle to achieve a new “business as usual.”  This forum discusses how I-O programs help navigate merger challenges related to cultural integration and selection and performance management across the entire merger cycle.

Mark H. Ludwick, Wachovia Corporation, Chair

Lorry A. Olson, Bank of America, Culture Integration: Building a Foundation of Shared Values

Elisha P. Wiggins, Wachovia, Merger Selection: The Process Around the People

Julia A. Leaman, U.S. Department of Homeland Security, Department of Homeland Security:  Using Competency-Based Assessments as a Tool in Facilitating Organizational Mergers

David S. Gill, Verizon, Standardizing Selection Programs in a Post-Merger Environment

Submitter: Elisha P. Wiggins, elisha.wiggins@wachovia.com

 


 

256. Panel Discussion: Saturday, 5:00–5:50
Winter Garden (6th floor)

Calling Your Lawyer Now So You Won’t Have to Later

Effective collaboration with legal counsel is critical to the fairness and defensibility of employment practices such as selection and promotion and performance management. The benefits of timely collaboration with counsel in these areas will be discussed, as will the consequences of not calling on counsel (before the charges are filed).

Ann M. Quigley, Transportation Security Administration, Chair

Wanda J. Campbell, Edison Electric Institute, Panelist

Elizabeth B. Kolmstetter, Transportation Security Administration, Panelist

Jerard F. Kehoe, Selection & Assessment Consulting, Panelist

Bonnie Osler, Transportation Security Administration, Panelist

Submitter: Ann M. Quigley, ann.quigley@dhs.gov

 


 

257. Symposium: Saturday, 5:00–5:50
Empire (7th floor)

The Challenge of Protecting Intellectual Property

The content of our profession’s texts, tests, and assessment instruments—our intellectual property—is in play with a scanner and the click of a mouse. Professional standards and the federal laws governing copyright protection will be reviewed as will the practical experience of CEOs of world-class assessment firms.

James C. Sharf, Employment Risk Advisors, Inc., Chair

William C. Byham, Development Dimensions International, Presenter

Robert T. Hogan, Hogan Assessment Systems, Presenter

Gerald V. Barrett, Barrett & Associates, Inc., Discussant

Submitter: James C. Sharf, jim@jimsharf.com

 


 

258. Interactive Posters: Saturday, 5:00–5:50
Harlem (7th floor)

Power & Influence Tactics

Tim McGonigle, Caliber, An ICF International Company, Facilitator


258-1.  Self-Enhancement and Narcissism in Leadership Evaluations: Consequences for Group Outcomes

Accurate perceptions of one’s own influence on group functioning and decisions have been linked to successful organizational performance and team cohesion.  However, self-enhancement tendencies may promote successful advancement in social hierarchies despite detracting from social acceptance. We assess the consequences of self-enhancement tendencies for leadership appraisals in large, social organizations.

Peter D. Harms, University of Illinois at Urbana-Champaign

Dustin Wood, University of Illinois at Urbana-Champaign

Brent W. Roberts, University of Illinois at Urbana-Champaign

Submitter: Peter D. Harms, pdharms@s.psych.uiuc.edu

258-2.  Supervisory Behavior and Upward Influence Tactics: The Impact of Gender

445 managers participated in a 2 (supervisor leadership: participative; authoritarian) x 2 (interactional justice: fair; unfair) x 2 (supervisor gender: male/female) between-subjects factorial study. The general hypothesis that the use of upward influence tactics varies as a function of supervisory leadership, justice, and supervisor gender received substantial support.

Mahfooz A. Ansari, University of Lethbridge

Rehana Aafaqi, University of Lethbridge

Siti Rohaida M. Zainal, University of Technology MARA

Submitter: Mahfooz A. Ansari, mahfooz71@yahoo.com

258-3.  Arguments for a Context-Specific Reorientation in the Research on Power

Different contexts in which power occurs have thus far been neglected in power research.  Based on 2 comparisons (1 examining extant classifications of power bases, and 1 analyzing findings on the use of power bases), we argue that a context-specific reorientation in the power research has theoretical and practical advantages.

Diana E. Krause, University of Western Ontario

Submitter: Diana E. Krause, dkrause2@uwo.ca

258-4.  A Person-Oriented Investigation of Leader Power Bases and Employee-Related Outcomes

The study employed a multivariate, person-oriented approach to identify homogeneous subgroups of respondents based on their perceptions of leader power.  Differences among these subgroups were examined  with regard to compliance, satisfaction with supervision, and general job satisfaction.  Most and least optimal patterns of perceptions of leader power were identified.

Daniel L. LeBreton, Peter Rock Consulting, Inc.

Submitter: Daniel L. LeBreton, danl@peter-rock.com


 

259. Practice Forum: Saturday, 5:00–5:50
Marquis C (9th floor)

Follow the Leader—Transitioning Corporations to Unproctored Internet Testing (UIT)

Unproctored Internet testing is becoming increasingly common. Our panel of internal and external consultants, share experiences, data, and best practices that will provide a roadmap for organizations interested in implementing a UIT program. After the presentations there will be an interactive Q&A session.

Joel Philo, JCPenney, Chair

Kristophor G. Canali, University of Connecticut, Kathlea Vaughn, University of Connecticut, Minimizing the Impact of Threats to Validity in Unproctored Testing: Multiple Deterrents for Companies to Consider Before Implementing Online Testing

Joel Philo, JCPenney, Arlene P. Green, Frito-Lay, Inc, Managing the Change to Unproctored Internet Testing at Frito-Lay

Keith D. McCook, Bigby, Havis & Associates, A Comparison of Proctored Versus Unproctored Response Data Trends on Personality and Basic Ability Assessments

Submitter: Joel Philo, jphilo@jcpenney.com

 


 

260. Education Forum: Saturday, 5:00–5:50
Marquis B (9th floor)

Beyond Lecturing:  Ideas for More Interesting and Applied I-O Courses

Often students complain that the material in introductory industrial-organizational psychology courses can be dry.  Using applied assignments/activities can help to make the courses more relevant to real life and can be more interesting for students.  This forum provides examples of applied assignments/activities that currently are being used.

Jennifer L. Hughes, Agnes Scott College, Chair

Jennifer L. Hughes, Agnes Scott College, Assignments Involving Meeting I-O Psychologists, Interviewing Workers, and Writing Application Cards

Deborah E. Rupp, University of Illinois at Urbana-Champaign, Spicing Up an I-O Course Through Interactive Case Studies and Tech Reports

Amanda D. Gray, Oglethorpe University, Applied Projects: Opportunities for Student Experiences in I-O Psychology

Doreen A. Comerford, Hartwick College, Educational Activities and Supplemental Classes Aimed at Making I-O Psychology Real

Submitter: Jennifer L. Hughes, jhughes@agnesscott.edu

 


 

Evening Reception: Saturday, 6:00–8:00
Broadway (6th floor)

Evening Reception


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