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Sunday AM

Special Sunday morning programming has been selected on the topic of Globalization.  The 12 themed sessions are marked with the following symbol:


261. Poster Session: Sunday, 8:00–8:50
Westside (5th floor)

Recruitment, Technology, Legal

261-1.  Recruiting Solutions for Adverse Impact: Race Differences in Organizational Attraction

We approach the adverse impact problem by looking at demographic differences in organizational attraction and recruitment. The manner in which companies describe themselves and their ideal applicants is  shown to influence racial composition of the applicant pool. Emphasis is placed on recruiting for cognitive ability and Conscientiousness, simultaneously with race.

Julie S. Lyon, University of Maryland

Daniel A. Newman, Texas A&M University

Submitter: Julie S. Lyon, jlyon@psyc.umd.edu

261-2.  Examinees’ Reactions to Computer-Based Versus Telephonic Oral Proficiency Interviews

Ninety-nine Korean workers completed 2 foreign language proficiency interviews. One was delivered telephonically by a live interviewer and the other was delivered by an embodied agent over the Internet. Examinees preferred the person-to-person interview. Satisfaction with the interviewer and embodied agent predicted reactions to the person-to-person and computer-administered interviews, respectively.

Lori Foster Thompson, North Carolina State University

Eric A. Surface, SWA Consulting Inc.

Thomas J. Whelan, North Carolina State University

Submitter: Lori Foster Thompson, lfthompson@ncsu.edu

261-3.  How Variations in Job Ad Information Affect Preentry Socialization

We investigated the relationship between pre-entry socialization and job ad information. Results indicated that participants who receive job ads with more information about the job and organization reported higher levels of socialization than participants who receive job ads with less information. This relationship held over and beyond participants’ prior organizational and job knowledge.

Bethany H. Hoffman, University of Georgia

Gary J. Lautenschlager, University of Georgia

Submitter: Bethany H. Hoffman, bhhoff2@uga.edu

261-4.  Referral Source, Hiring Outcome, and Applicant Reactions

We explored the impact of 3 types of recruitment source (friends, current employees,
and executive search firms/ headhunters) on postdecision applicant attitudes. Using a sample of 153 applicants, we found that the use of friends buffered the effect of a rejection, but the use of headhunters exacerbated the effect.

Matthew Richard Millard, Clemson University

Gary Giumetti, Clemson University

Rebekkah Wills, Clemson University

Michael Horvath, Clemson University

Laurie E. Wasko, Clemson University

Submitter: Gary Giumetti, ggiumetti@gmail.com

261-5.  A Cross-Levels Analysis of Older Workers’ Technology Attitudes

This study of an ERP technology implementation, occurring in 25 departmental units across 18 state government agencies, found support for cross levels contextual influences of climate on older worker’s technology attitudes.  Implications for practice and future research directions are discussed.

Tracey E. Rizzuto, Louisiana State University

Submitter: Tracey E. Rizzuto, trizzut@lsu.edu

261-6.  Portraying an Organization’s Culture Through Properties of a Recruitment Web Site

Two specific Web site properties of organizational recruitment Web sites were examined to determine what effects these properties had on the accurate portrayal of an organization’s culture. In addition, we confirmed the results of previous studies that person–organization fit leads applicants to be more attracted to a recruiting organization.

Christina M. Kroustalis, North Carolina State University

Adam W. Meade, North Carolina State University

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

261-7.  Practical Consequences of Using Four-Fifths Rule Versus Significance Tests

This study examined the a priori probability of an indication of adverse impact when using either the 4/5 rule or significance testing, and related issues. Findings were discussed in terms of the practical consequences associated with the choice of an adverse impact criterion.

Cynthia Fife, Virginia Tech

Neil M. A. Hauenstein, Virginia Tech

Emilee B. Tison, Virginia Tech

Jaron T. Holmes, Virginia Tech

Submitter: Neil M. A. Hauenstein, nhauen@vt.edu

261-8.  Personality in Virtual Teams: A Lab-Based Study

This paper sought to examine how personality facets and factors predict team outcomes in face-to-face and videoconference environments. A team-level analysis demonstrated different patterns of prediction across conditions, suggesting that the predictive validity of personality traits on teamwork differ based on communication medium. Implications for research and practice are discussed.

Rhiannon MacDonnell, University of Calgary

Thomas A. O’Neill, University of Western Ontario

Theresa J. B. Kline, University of Calgary

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

261-9.  Accounting for Qualifications: Demonstrating Conditional Logistic Regression in Disparity Analysis

Oftentimes statistical significance tests identify disparity in employment decisions attributed to a protected class. In some cases this disparity may exist because applicants have unequal distributions on qualifications such as experience and education.  This study demonstrates the use of conditional logistic regression in employment litigation settings.

Ash Buonasera, American Institutes for Research

Eric M. Dunleavy, American Institutes for Research

Lorin M. Mueller, American Institutes for Research

Submitter: Ash Buonasera, abuonasera@air.org

261-10.  The Role of Beliefs and Collectivism in Predicting Job Seeking

Using the theory of planned behavior (TPB), the role of behavioral, normative, and control beliefs and individualism/collectivism was examined in the context of job seeking in a culturally diverse sample of 138 temporary workers. Results supported the TPB relationships, although ethnicity and collectivism moderated the relationships of the TPB variables with intention.

Edwin A. J. Van Hooft, Erasmus University Rotterdam

Mireille De Jong, Free University Amsterdam

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

261-11.  Cognitive Processing of Job Advertisements: The Impact on Organizational Attraction

The present study examines the moderating role of cognitive processing style on the relationship between advertisement characteristics and organizational attraction. Results revealed cognitive processing style did moderate this relationship such that individuals who engaged in central route processing were more attracted to organizations whose job ads emphasized symbolic organizational information.

Kevin Nolan, Indiana University-Purdue University Indianapolis

M. Rebecca Lewis, Indiana University-Purdue University Indianapolis

Crystal M. Harold, Indiana University-Purdue University Indianapolis

Benjamin D. Young, Indiana University-Purdue University Indianapolis

Zachary J. Steiner, Indiana University-Purdue University Indianapolis

Stephanie J. Parcus, Indiana University-Purdue University Indianapolis

Submitter: Crystal M. Harold, charold@iupui.edu

261-12.  Employee Selection Procedure Legal Risks and Defensibility Factors

Employee selection procedures in federal court cases are studied (N = 599).  Judge and party characteristics  influence who wins.  Employers win more when the selection procedure is a math/mechanical ability test or interview.  Employers win less often for physical ability tests or physiological/medical tests.  Implications research and practice are discussed.

Richard A. Posthuma, University of Texas-El Paso

Mark V. Roehling, Michigan State University

Michael A. Campion, Purdue University

Submitter: Richard A. Posthuma, rposthuma@utep.edu

261-13.  Examining the Influence of Corporate Vision Statements on Organization Attraction

This study examined the role of corporate vision statements in influencing recruitment outcomes. Results indicate (a) the content of vision statements can be tailored to signal desired organizational personality dimensions, (b) level of attraction varies depending on vision content, and (c) perceptions of fairness and PO fit mediate this relationship.

Crystal M. Harold, Indiana University-Purdue University Indianapolis

Brian C. Holtz, University of Calgary

Submitter: Crystal M. Harold, charold@iupui.edu

261-14.  Parental Influence on Youth Intention to Join the Military

This research applied theory of planned behavior predictors in a career decision model of youths’ intention to enlist in the military and parents’ intention to recommend military service. Using a dyadic dataset, parent–youth links were explored with the ultimate goal of predicting youth intention and preenlistment behavior.

Jennifer L. Gibson, Fors Marsh Group

Brian K. Griepentrog, Fors Marsh Group

Sean Marsh, Fors Marsh Group

Submitter: Jennifer L. Gibson, JGibson@forsmarshgroup.com

261-15.  Determinants of Symbolic Inferences About Organizations Among Job Market Entrants

The present study aims to identify the organizational characteristics that signal impressiveness and respectability to naïve job seekers and explores the relationship between objective market signals and subjective symbolic inferences about organizations. Results indicate that naïve job seekers’ reputation perceptions are highly influenced by signals typically associated with consumers.

Erin E. Thornbury, PreVisor

Scott Highhouse, Bowling Green State University

Submitter: Erin E. Thornbury, ethornbury@previsor.com

261-16.  Predicting Internet Job Search Behavior and Turnover

Employee attitudes, intentions, and behaviors regarding Internet job search are examined. Results from a longitudinal sample of nurses support predictions drawn from planned behavior theory: Antecedents predicted intentions, and intentions mediated the relationship between behavioral control and Internet job search behavior.  Internet job search behavior significantly predicted actual turnover.

Richard A. Posthuma, University of Texas-El Paso

Janice R. Joplin, University of Texas-El Paso

Carl  P. Maertz, Jr., Saint Louis University

Anne Berthelot, University of Texas-El Paso

Joseph W. Tomaka, University of Texas-El Paso

Audree J. Reynolds, University of Texas-El Paso

Submitter: Richard A. Posthuma, rposthuma@utep.edu

261-17.  Context Effects in Internet Testing: A Literature Review

The literature on context effects (i.e., features of test administration) was reviewed. Results were mixed but indicate that a number of factors including screen size and resolution, scrolling, and computer type have the potential to affect test results and/or participant reactions. The magnitude of these effects was typically small.

Shonna D. Waters, University of Minnesota

Mary R. Pommerich, Defense Manpower Data Center (DMDC)

Submitter: Shonna D. Waters, wate0120@umn.edu

261-18.  The Influence of E-Mail Names During the Selection Process

A model was tested to understand the effects of e-mail names on the selection process. Study 1 examined the attitudes associated with e-mail names and Study 2 examined how those attitudes affected the selection process. Results indicated that e-mail names influenced individuals’ evaluations but did not affect the decision-making process.

Kevin B. Tamanini, Ohio University

Paula M. Popovich, Ohio University

Submitter: Kevin B. Tamanini, kt109402@ohio.edu

261-19.  Social Networks and Networking in Job Search

In a sample of 1,244 Flemish job seekers, social network tie strength outperformed Extraversion and Conscientiousness in predicting job seekers’ networking behavior. In turn, networking explained incremental variance in active job search behavior and number of job offers beyond job seekers’ use of print advertising, Internet, and public employment service.

Greet Van Hoye, Ghent University

Filip Lievens, Ghent University

Edwin A. J. Van Hooft, Erasmus University Rotterdam

Submitter: Greet Van Hoye, greet.vanhoye@ugent.be

261-20.  Hiring Discrimination Against Arabs:  Interactions With Prejudice and Job Characteristics

This study investigated whether Arab ethnicity leads to hiring discrimination and whether that relationship is moderated by job characteristics and prejudice. American and Dutch participants rated resumés on job suitability. Applicants’ Arab identity negatively influenced raters’ decisions, specifically when job demands/client contact were limited.  Effects of implicit prejudice were found.

Eva Derous, Erasmus University Rotterdam

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

Ann Marie Ryan, Michigan State University

Submitter: Eva Derous, derous@fsw.eur.nl

261-21.  DFIT Analysis of Web-Based and Paper-Based Versions of the WPT

Data from the WPT was analyzed to investigate the equivalence of Web-based cognitive ability tests to their paper-and-pencil counterparts.  Using the DFIT procedure, as well as an examination of the Web-based format, revealed that the differences in administration produced low levels of DIF, possibly due to the Web format used.

Kyle C. Huff, North Carolina State University

Joan Michael, North Carolina State University

Submitter: Kyle C Huff, kchuff@gmail.com

261-22.  Modeling Applicant Trends for Strategic Planning

An important aspect to strategic management is predictive modeling to ensure accurate resource allocation. This study employed time series analysis to model an applicant pool, using historical data from the U.S. military. Implications of this study are related to the study of applicant trends for strategic human resources.

Joy Oliver, University of Tennessee, Knoxville

David J. Woehr, University of Tennessee, Knoxville

Submitter: Joy Oliver, joliver6@utk.edu

261-23.  The Effect of Formal Mentoring Program Characteristics on Organizational Attraction

Using policy-capturing procedures, we examined the influence of formal mentoring program characteristics on organizational attractiveness.  Results indicated an applicant preference for programs that highlight different characteristics of participation in the process, and that the relationships are influenced by applicants’ individual differences.  Implications for practice and research are discussed.

Laurie E. Wasko, Clemson University

Michael Horvath, Clemson University

Jessica L. Bradley, Clemson University

Submitter: Laurie E. Wasko, lwasko@clemson.edu

261-24.  Employment Interview Structure and Discrimination Litigation Verdicts: A Quantitative Review

Federal court cases from 1990 to 2005 were analyzed to determine whether interview structure was related to the verdict. Twenty-seven disparate-treatment and 7 disparate-impact cases were identified and coded for specific features of interview structure. Results reveal that increased interview structure was linked to favorable litigation outcomes for the employer.

Gregory J. Pool, St. Mary’s University

Kathleen H. McEntee, St. Mary’s University

Adam Gomez, St. Mary’s Universtiy

Submitter: Gregory J. Pool, gpool@stmarytx.edu

261-25.  Fancy Job Titles: Effects on Recruitment Success

Drawing from marketing research (instrumental-symbolic framework, adaptations of self-theories) and from expectancy theory, we hypothesized that compared to a traditional job title a fancy job title would evoke a more positive attitude towards the job and a higher intention to apply in potential applicants. Results confirmed the hypotheses.

Klaus J. Templer, Nanyang Technological University

Submitter: Klaus J. Templer, akjtempler@ntu.edu.sg

261-26.  Investigating Predictors of Monitoring Technology Acceptance: Does Performance Matter?

The relationship between 2 facets of performance and intentions to accept monitoring system implementation was investigated.  Procedural justice perceptions were also hypothesized to moderate the relationship.  Data from 2 samples indicated that performance does significantly relate to intentions to accept.  Procedural justice was also found to significantly moderate the relationship.

Kathryn Keeton, University of Houston

Christiane Spitzmueller, University of Frankfurt/University of Houston

Submitter: Kathryn Keeton, KathrynEKeeton@earthlink.net

261-27.  The Creation of Rapport in Employment Interviews: Just Chat?

Although psycholinguists have found that individuals make relatively accurate assessments of speakers’ cognitive ability based on the vocabulary speakers use, this research has not been extended to the employment context. This study supports the notion that applicant vocabulary usage during rapport building influences interviewer perceptions of applicant abilities and job fit.

Janice C. Molloy, The Ohio State University

Paul L. Tucker, The Ohio State University

Aden E. Heuser, The Ohio State University

Submitter: Janice C. Molloy, molloy_4@cob.osu.edu

261-28.  Other-Group Orientation Moderates Influence of Perceived Diversity on Organizational Attractiveness

Organizations commonly use their Web sites to advertise a commitment to diversity. This study examined prospective applicants’ reactions to organizational diversity values. Compared to people with low other-group orientation, those with high other-group orientation were more likely to be attracted and consider applying to organizations that were perceived to value diversity.

Jane A. Vignovic, North Carolina State University

Lori Foster Thompson, North Carolina State University

Lauren M. Bresnahan, Florida Institute of Technology

Tara S. Behrend, North Carolina State University

Submitter: Jane A. Vignovic, jvignovic@ncsu.edu

261-29.  Investing in Internet Recruitment: Applying the Theory of Planned Behavior

The theory of planned behavior (TPB) was used to investigate HR managers’ resource allocation strategies for online employee recruitment. Findings suggest that subjective norms, but not attitudes or perceived behavioral control, affected investment decisions. Consistent with TPB, intentions to invest mediated the relationship between subjective norms and subsequent investment.

Jennifer A. Komar, University of Waterloo

Douglas J. Brown, University of Waterloo

Richard T. Cober, Marriott International

Paul E. Levy, University of Akron

Lisa M. Keeping, Wilfrid Laurier University

Submitter: Jennifer A. Komar, jakomar@watarts.uwaterloo.ca

  262. Invited Speaker: Sunday, 8:00–8:50
Broadway S (6th floor)

Special Invited Event Sponsored by the SIOP Program Committee: Globalization and U.S. International Competitiveness

Globalization is a revolution, which in scope and significance rivals the Industrial Revolution, but while the latter took place over a century ago, the former is happening under our very eyes. The talk examines the globalization in tastes, production, and labor markets, and how this affects the U.S. economy and its international competitiveness.

Dominick Salvatore, Department of Economics, Fordham University, Speaker

Stephanie Payne, Texas A&M University, Co-Chair

Mo Wang, Portland State University, Co-Chair





263. Panel Discussion: Sunday, 8:00–9:50
Broadway N (6th floor)

SIOP KARES: Dealing With Disaster

This panel discusses the KARE project, which offers pro bono services to hurricane ravaged organizations in the Gulf Coast. Panelists will discuss their work with the NOPD, the Audubon Institute,and the LASPCA. The focus will be on how we can help stressed, understaffed, and seriously taxed organizations.

Adrienne J. Colella, Tulane University, Chair

Vicki V. Vandaveer, Vandaveer Group, Inc, Panelist

Leaetta M. Hough, Dunnette Group, Ltd., Panelist

Tracey E. Rizzuto, Louisiana State University, Panelist

Diana L. Clarke, Silverwood Associates, Panelist

Submitter: Adrienne J. Colella, Acolella@tulane.edu



264. Practice Forum: Sunday, 8:00–9:50
Winter Garden (6th floor)

Coaching in the AP Region:  Applications and New Directions

Cultural characteristics of Asia-Pacific countries, such as high-power distance and collectivism, necessitate culturally relevant paradigms that may differ from common western approaches. In this session, practitioners and academics from China, Korea, and Japan will present and discuss their use of, and research on, their respective countries’ coaching practices.

David B. Peterson, Personnel Decisions International, Chair

Susan Mistler, Personnel Decisions International, Co-Chair

Jong-Chuel Yang, SHL Korea, Sociocultural Characteristics of the Coaching Practice in

Christina Sue-Chan, City University of Hong Kong, Leader-Member Exchange, Coaching Attributions, and Employee Outcomes in the People’s Republic of China

Robert Ryncarz, Merck & Co., Evaluating Development of Japanese Managers' Coaching Skills

Brenda Kowske, Personnel Decisions International, Douglas Jack, Personnel Decisions International,  A Survey of Coaching in the AP Region: Australia, Singapore, Japan, Korea, and the PRC

Submitter: Brenda Kowske, bkowske@pdi-corp.com



265. Symposium: Sunday, 8:00–9:50
Empire (7th floor)

Incivility, Social Undermining Experiences, and Diversity Climate Perceptions

This symposium focuses on incivility, social undermining, and diversity climate perceptions at universities and, in one paper, among military reserve units.  The authors describe links between employees’ perceptions, experiences, and job attitudes and behaviors.  Gender, race/ethnicity, and job group differences are discussed in relation to their implications for climate change.

Kimberly T. Schneider, Illinois State University, Chair

Jennifer L. Berdahl, University of Toronto, Gender and Social Undermining in the Workplace

Eros DeSouza, Illinois State University, Derek P. Berube, Allstate Insurance Company, Kimberly T. Schneider, Illinois State University, Incivility Experiences on Campus:  Impacts of Race and Job Type

Margaret S. Stockdale, Southern Illinois University-Carbondale, Lynda M Sagrestano, University of Memphis, Phillip J. Seneca, Southern Illinois University-Carbondale, Cynthia K. Jones, Southern Illinois University-Carbondale, Evaluating Climate for Diversity in a Collegiate Athletics Context

Armando Estrada, Washington State University Vancouver, Colin R. Harbke, Washington State University Vancouver, Ethnic Differences in Equal Opportunity Climate Perceptions of Military Reservists

Jana L. Raver, Queen’s University, Discussant

Submitter: Kimberly T. Schneider, ktschne@ilstu.edu



266. Symposium: Sunday, 8:00–9:50
Duffy (7th floor)

Understanding Dark Organizational Behavior:  Investigating Motives of Workplace Deviance

Recently, workplace deviance has received much interest.  Extant research has examined many antecedents and consequences of deviance.  However, less research explores why individuals engage in deviant behavior.  The purpose of this symposium is to address this issue and present 5 theoretically driven papers that investigate motives that underlie workplace deviance.

Marie S. Mitchell, University of Nebraska, Chair

Stefan Thau, University of Groningen, Co-Chair

Mary Bardes, University of Central Florida, David M. Mayer, University of Central Florida, Why Does Injustice Promote Deviance? The Effect of Need Satisfaction

Michelle K. Duffy, University of Minnesota, Jason D. Shaw, University of Minnesota, Roulian Fang, University of Minnesota, Jonathan L. Johnson, University of Arkansas, Social Exclusion Motives for Undermining Behavior: A Social Network Perspective

Jerald Greenberg, The Ohio State University, Chad Brinsfield, The Ohio State University, Marissa S. Edwards, University of Queensland, Silence as Deviant Work Behavior: The Peril of Words Unspoken

Gergana Markova, Wichita State University, Not Bad, Just Unhappy:  Employee Well-Being Motives of Interpersonal Deviance

Stefan Thau, University of Groningen, Marie S. Mitchell, University of Nebraska, Self-Goals, Abusive Supervision, and Retaliation:  A Model of Self-Defeating Behaviors

Anne M. O’Leary-Kelly, University of Arkansas, Discussant

Submitter: Marie S. Mitchell, mmitchell@unlnotes.unl.edu



267. Interactive Posters: Sunday, 8:00–8:50
Harlem (7th floor)


Christina Maslach, University of California, Berkeley, Facilitator

267-1.  Personality Predictors of Emotional Labor and Burnout in Childcare Workers

We examined links between surface and deep acting, personality traits, and burnout.  Surface acting was positively correlated with Neuroticism, emotional exhaustion, and depersonalization, and negatively correlated with Agreeableness. Deep acting was related less to Neuroticism and depersonalization and more Agreeable-ness and personal accomplishment.  Implications for examining personality predictors are discussed.

Phillip N. Getchell, Illinois State University

Jared Bartels, Memorial Medical Center

John F. Binning, Illinois State University

Kimberly T. Schneider, Illinois State University

Brent  Showalter, Illinois State University

Terri S. Hitzke, Illinois State University

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

267-2.  Sex Differences in Burnout: A Meta-Analysis

A meta-analysis of the relationship between gender and burnout was conducted using 385 independent effect sizes from 145 studies.  Overall, the effects of gender on burnout were small.  Women were more emotionally exhausted than men, but men were more depersonalized than women.  Moderator analyses suggested interesting nuances to these trends.

John P. Muros, University of Minnesota

Radostina Purvanova, University of Minnesota

Submitter: John P. Muros, muro0008@umn.edu

267-3.  Mentoring: A Potential Solution to Professional Burnout

This study assessed the effect of acting as a mentor on professional burnout.  Mentors indicated that mentoring had utilized their skills and increased their professional satisfaction.  As predicted by the concept of generativity, this positive effect was strongest for those mentors who perceived the greatest benefits to their protégés.

Claire J. Owen, Marymount Manhattan College

Linda Z. Solomon, Marymount Manhattan College

Submitter: Claire J. Owen, cowen@mmm.edu

267-4.  Workplace Context and Proactive Self-Regulatory Coping as Predictors of Burnout/Boredom

Self-regulation theory was used to predict the employee strains of burnout and boredom.  The interaction of self-regulatory coping strategies and proactive personality was examined as a predictor of work strain.  In addition, 3-way interactions of work context, coping, and proactive personality were examined as predictors of strain. Results are discussed.

John Michael McKee, Wright State University

Gene Alarcon, Wright State University

Jean M. Edwards, Wright State University

Submitter: John Michael McKee, mckee.14@wright.edu


268. Practice Forum: Sunday, 8:00–9:50
Marquis C (9th floor)

Driving Organizational Change Through the Performance Management Process

Performance management represents a key means for driving changes in behavior and culture.  This session brings together practitioners from a number of organizations who focus on performance management to discuss their current process and how it has evolved over the last several years to meet the needs of their business.

Allan H. Church, PepsiCo, Chair

Alyson Landa Margulies, McDonald’s Corporation, Meghan Moriarty Gerrard, McDonald’s Corporation, Changing the Performance Management System at McDonald’s

Erica I. Desrosiers, PepsiCo, Allan H. Church, PepsiCo, PepsiCo’s Performance Management Process: Driving for Results Without Running People Over Along the Way

Paige Ross, Pepsico, Marc Effron, Avon Products, Inc., We’re Not Just About Beauty: Measuring Performance in a Changing Environment

Tom Ruddy, Siemens Corporation, Siemens–Implementation of a Global Performance Management Process

Tina M. Everest, Home Depot, How Performance Management and Total Rewards Drive a Performance Culture at The Home Depot

Richard G. Sambus, Pepsi-Cola Company, Janine Waclawski, Pepsi-Cola Company, Performance Management in Practice—Overcoming Political Challenges

James W. Smither, La Salle University, Discussant

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



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

Is the Future of I-O Psychology at Risk?

Several prominent and strategic thinkers discuss their views on the challenges to retaining more academic I-O psychologists (as opposed to “losing” them to either applied jobs or business schools).  Most importantly, we focus on what I-O (SIOP, individuals, departments) can and should do to overcome these challenges.

Michelle A. Marks, George Mason University, Chair

Deidra J. Schleicher, Purdue University, Co-Chair

Michael A. Campion, Purdue University, Panelist

Jose M. Cortina, George Mason University, Panelist

Angelo S. DeNisi, Tulane University, Panelist

Katherine J. Klein, University of Pennsylvania, Panelist

Richard J. Klimoski, George Mason University, Panelist

Frank J. Landy, Landy Litigation Support Group, Panelist

Kevin R. Murphy, Pennsylvania State University, Discussant

Victor H. Vroom, Yale University, Discussant

Submitter: Michelle A. Marks, mmarks@gmu.edu



270. Symposium: Sunday, 8:00–9:50
Cantor (9th floor)

Employee Engagement: New Research Findings, Directions, and Questions

We showcase 4 empirical studies on employee engagement and discuss the implications of the findings for future research. The diverse conceptualizations and operationalizations of engagement used in the 4 studies allow us to discuss controversies surrounding the engagement construct that may be limiting empirical research on this topic.

Amy Colbert, University of Notre Dame, Chair

Bruce Louis Rich, University of Florida, Co-Chair

Bruce Louis Rich, University of Florida, Jeffery A. LePine, University of Florida, Job Engagement: Construct Validation and Relationship With Job Satisfaction, Job Involvement, and Intrinsic Motivation

Nancy P. Rothbard, University of Pennsylvania, Steffanie L. Wilk, The Ohio State University, In the Eye of the Beholder: The Relationship Between Employee and Supervisor Perceptions of Engagement and Their Effect on Performance

James Harter, The Gallup Organization, Frank L. Schmidt, University of Iowa, Emily Killham, The Gallup Organization, James Asplund, The Gallup Organization, The Relationship Between Employee Engagement and Performance: Recent Meta-Analytic Findings Across Industries, Organizational-Unit Types, and Countries

Amy Colbert, University of Notre Dame, Matt  Bloom, University of Notre Dame, Enhancing Employee Engagement: The Role of Transformational Leadership

Timothy A. Judge, University of Florida, Discussant

Submitter: Amy Colbert, acolbert@nd.edu



271. Symposium: Sunday, 8:00–9:50
Barrymore (9th floor)

Promoting Social and Economic Justice: Far Easier Said Than Done

Constructive ways of promoting fairness, minimizing favoritism, and retaining minorities in elite positions is the emphasis.  Despite sweeping changes in HR practices, in some cases overseen by task forces, seemingly intractable difficulties remain in ensuring the evenhandedness of evaluations and priorities of top and often-neglected middle-level managers.

Judith L. Komaki, Baruch College, CUNY, Chair

Cyrus Mehri, Mehri & Skalet, PLLC, Task Forces as a Settlement Model in Creating Meaningful Change

Judith L. Komaki, Baruch College, CUNY, The Diversity Challenge: Effectively Motivating Managers in the Middle

Georgia T. Chao, Michigan State University, Pitfalls and Progress Toward Reducing Employment Discrimination Internationally

Theodore M. Shaw, NAACP Legal Defense & Educational Fund, Inc, Listening for Forewarnings of Injustices From Employees of Color

James L. Outtz, Outtz and Associates, Discussant

Submitter: Judith L. Komaki, judith_komaki@baruch.cuny.edu



272. Symposium: Sunday, 8:30–9:50
Hart (4th floor)

Shared Cognition: Delving Into Metrics (An Examination of Measurement Methodologies)

Global economic and social interdependencies are driving the need for organizational teams.  Research suggests team effectiveness is heavily dependent on members having compatible cognitive frameworks (shared cognition).  This symposium reports on cutting edge theory building and empirical research regarding the construct of shared cognition and the metrics surrounding it.

C. Shawn Burke, University of Central Florida, Chair

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

C. Shawn Burke, University of Central Florida, Gerald F. Goodwin, U.S. Army Research Institute, Brandy Burke, University of Central Florida, Jonathon Bryson, Consortium of Universities, A Conceptual Examination of the Who, How, and What of Shared Cognition

Christian J. Resick, Florida International University, Leslie A. DeChurch, Florida International University, Toshio Murase, Florida International University, Milani Jimenez, Florida International University, Garth Headley, Florida International University, Stavroula Perdikogiannis, Florida International University, Strategic Mental Model Consensus and Adaptation in Decision-Making Teams

Moshe Feldman, University of Central Florida, Hoeft Raegan, University of Central Florida, Florian G. Jentsch, University of Central Florida, Kimberly A. Smith-Jentsch, University of Central Florida, Investigating Interactions Among Perceived and Actual Shared Mental Models

Leslie A. DeChurch, Florida International University, Jessica Mesmer-Magnus, University of North Carolina–Wilmington, The Impact of Measurement Practices on Team Cognition– Team Outcome Relationships: A Meta-Analysis

Joan R. Rentsch, University of Tennessee, Discussant

Submitter: C. Shawn Burke, sburke@ist.ucf.edu



273. Panel Discussion: Sunday, 8:30–9:50
Plymouth (6th floor)

Women in Academe: New Solutions to a Persistent Problem

This session will bring together panelists from across career stages who offer personal and professional insight into individual and institutional strategies that address the persistent problem of gender inequity in academics. It is intended that aspiring academicians, program directors, department chairs, and practitioners will benefit from an interactive, solution-focused discussion.

Eden B. King, George Mason University, Chair

Joyce E. Bono, University of Minnesota, Panelist

Lisa Finkelstein, Northern Illinois University, Panelist

Michelle (Mikki) Hebl, Rice University, Panelist

Madeline E. Heilman, New York University, Panelist

Lois E. Tetrick, George Mason University, Panelist

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



 274. Symposium: Sunday, 8:30–9:50
Majestic (6th floor)

Leadership, Trust, Retention: Generational Differences in North America and Europe

Myths abound regarding how generational cohorts differ in organizations and about how their differences in attitudes pervades all aspects of their work life. This forum examines the question of whether generational cohorts in North America and Europe differ in their leadership perceptions and how these perceptions impact trust and retention.

Fred Zijlstra, University of Maastricht, Chair

Jennifer J. Deal, Center for Creative Leadership, Co-Chair

Fred Zijlstra, University of Maastricht, Mary J. Waller, University of Maastricht, Setting the Tone:  Leader’s Ability to Create an Open and Supportive Climate in New Crews

Alessia  D’Amato, Center for Creative Leadership–Brussels, Jennifer J. Deal, Center for Creative Leadership, Cross-Generational Talent Retention in Europe and North America

Lindsey M. Kotrba, Denison Consulting, Sandy Lim, Singapore Management University, Daniel R. Denison, International Institute for Management Development, Self- and Colleague Perceptions of Leadership: Do Age Differences Exist?

Deanne N. Den Hartog, University of Amsterdam, Differences in Preferred Leadership Characteristics for Different Age Groups

Submitter: Alessia D’Amato, damatoa@leaders.ccl.org



 275. Symposium: Sunday, 8:30–9:50
Soho (7th floor)

Global Cognitive Ability Testing: Psychometric Issues and Applicant Reactions

Multinationals are increasing efforts to standardize their global selection procedures by using common selection instruments globally, but little is known about how these instruments function cross culturally. This symposium seeks to address this gap by examining the cross-cultural psychometric operation of, and applicant reactions to 3 types of cognitive ability tests.

Anthony S. Boyce, Michigan State University, Chair

Robert E. Gibby, Procter & Gamble, Co-Chair

Suzanne Tsacoumis, HumRRO, Dan J. Putka, HumRRO, Carrie N. Byrum, HumRRO, Magda Colberg, Logos Corp, A Cross-Cultural Look at Items of Logic-Based Reasoning

Robert E. Gibby, Procter & Gamble, Anthony S. Boyce, Michigan State University, A Cross-Cultural Look at Items of Numerical Reasoning

Stephan Dilchert, University of Minnesota, Deniz S. Ones, University of Minnesota, Influence of Figural Reasoning Item Characteristics on Group Mean-Score Differences

Andrew Michael Biga, University of South Florida, Angela K. Pratt, Procter & Gamble, Robert E. Gibby, Procter & Gamble, Jennifer L. Irwin, Procter & Gamble Company, Cross-Cultural Differences in Applicant Reactions to Online Cognitive Ability Items

Rodney A. McCloy, HumRRO, Discussant

Submitter: Anthony S. Boyce, anthonyboyce@gmail.com



276. Symposium: Sunday, 8:30–9:50
Gramercy (7th floor)

International I-O Psychology: Growing Roles at the United Nations

Only a handful of I-O psychologists today work among the 3,000 nongovernmental organizations (NGOs) at the United Nations. This symposium reviews the growing roles of psychologists in international work, and the U.N., a systematic new model developed to assess outcomes of NGO workers’ efforts, and I-O consultation in U.N. operations.

Harold Takooshian, Fordham University, Chair

Richard H. Wexler, Personnel Systems, Inc., John R. Fulkerson, Fulkerson & Associates, Ann M. O’Roark, Self-employed, Paul J. Lloyd, Lloyd & Associates, The Emergent Roles of Consulting I-O Psychology in International Work Research, Teaching, Service, and Advocacy

Fred Campano, Fordham University, Florence L. Denmark, Pace University, The Emergent Roles of Psychology Within United Nations NGOs: Real and Ideal

Harold Takooshian, Fordham University, Rivka Bertisch Meir, IRM Success LLC/Private Practice, Elaine C. Bow, Nyack College, An Outcomes Model for Assessing the Efforts of United Nations NGOs

Walter Reichman, Sirota Survey Intelligence, Mary O’Neill Berry, Sirota Survey Intelligence, Organizational Consulting With the United Nations

Jeffrey A. Goldberg, Personnel Sciences Center, Discussant

John Hollwitz, Fordham University, Discussant

Submitter: Harold Takooshian, Takoosh@aol.com



277. Symposium: Sunday, 8:30–9:50
Chelsea (7th floor)

Developmental Relationships: Life Savers in the Career Sea

Unprecedented changes in the psychological contract between employees and their organizations have left employees adrift in the career sea.  As a consequence, developmental relationships are increasingly viewed as “career life savers.” This symposium charts new waters in understanding how developmental relationships enhance career development in the new turbulent career context.

Lisa Dragoni, University of Iowa, Chair

Belle Rose Ragins, University of Wisconsin-Milwaukee, Co-Chair

Lisa Dragoni, University of Iowa, Holly S. Slay, Rochester Institute of Technology, Bennett E. Postlethwaite, University of Iowa, Melanie J. Burns, University of Iowa, Jennifer A. Marrone, Seattle University, Getting Networked: Structure, Content and Formation of Developmental Networks

Rowena Ortiz-Walters, Lender School of Business, Quinnipiac University, Lucy L. Gilson, University of Connecticut, Developing Creativity: Examining the Role of Developmental Relationships for Employee Creative Performance

Nikos Bozionelos, University of Durham, Qin Xia, Durham Business School, Receipt of Mentoring and Work Outcomes: A Study in China

Belle Rose Ragins, University of Wisconsin-Milwaukee, Lillian T. Eby, University of Georgia, Amy Klemm Verbos, University of Wisconsin-Milwaukee, Understanding the Motivated Mentor: Self-Construals and Willingness to Mentor

Douglas T. Hall, Boston University, Discussant

Submitter: Lisa Dragoni, lisa-dragoni@uiowa.edu



278. Roundtable: Sunday, 8:30–9:50
Sun Roof (16th floor)

Fear Factor: Personality Assessment in Public Sector Personnel Selection

Personality assessment has demonstrated its value (predictive power, legal defensibility) time and again, but many public organizations are hesitant to use personality assessment to select employees.  The roundtable discusses current issues that are related and how I-O psychologists can better help organizations make good quality hiring decisions using personality assessments.

James H. Killian, Hogan Assessment Systems, Chair

Rick R. Jacobs, Pennsylvania State University, Co-Chair

Donna L. Denning, City of Los Angeles, Co-Host

Howard D. Fortson, Cooperative Personnel Services,Co-Host

Ann M. Quigley, Transportation Security Administration, Co-Host

Doren L. Schott, Arapahoe County Sheriff’s Office, Co-Host

Submitter: James H. Killian, jk_psyched@hotmail.com




279. Sunday Seminar: Sunday, 9:00–11:50
Odets (4th floor)

Evolutionary Theory, Behavioral Genetics, and Leadership Development

Richard D. Arvey, National University of Singapore, Presenter

Stephen M. Colarelli, Central Michigan University, Presenter

John Kello, Davidson College, Coordinator





280. Sunday Seminar: Sunday, 9:00–11:50
Wilder (4th floor)

Cutting-Edge Qualitative Research Techniques: An Opening of New Doors to I-O Psychologists

Cliff Scott, University of North Carolina Charlotte, Presenter

Kevin Dooley, Arizona State University, Presenter

Lisa M. Penney, University of Houston, Coordinator




281. Sunday Seminar: Sunday, 9:00–11:50
O’Neill (4th floor)

One Cup of High-Performance Climate, Spice With Engagement and Stir: Using Linkage Research to Bake Organizational Change

Scott M. Brooks, Kenexa, Presenter

Kyle Lundby, Kenexa, Coordinator






282. Sunday Seminar: Sunday, 9:00–11:50
Ziegfeld (4th floor)

Journal Editing: An Opening of the Black Box

Herman Aguinis, University of Colorado at Denver and Health Sciences Center, Presenter

Yehuda Baruch, University of East Anglia, Presenter

Alison M. Konrad, University of Western Ontario, Presenter

William H. Starbuck, University of Oregon, Presenter

Wayne F. Cascio, University of Colorado at Denver and Health Sciences Center, Presenter

Angelo S. DeNisi, Tulane University, Presenter

Dov Eden, Tel Aviv University, Presenter

John R. Hollenbeck, Michigan State University, Presenter

Ann Marie Ryan, Michigan State University, Presenter

Theresa M. Welbourne, University of Michigan, Presenter

Sheldon Zedeck, University of California-Berkeley, Presenter

Melissa L. Gruys, Wright State University, Coordinator



283. Poster Session: Sunday, 9:00–9:50
Westside (5th floor)

Job Analysis & Performance Appraisal

283-1.  A Propensity Score Analysis of Work Status and Job Attitudes
This paper demonstrates how propensity score analysis can be used to investigate differences between part-time and full-time employees on job attitudes.  Using propensity scores, part-time and full-time workers were matched on a variety of variables (e.g., age, sex).  Analyses revealed few differences between part-time and full-time workers on job attitudes.

Todd J. Thorsteinson, University of Idaho

Submitter: Todd J. Thorsteinson, tthorste@uidaho.edu

283-2.  The Feedback Environment and OCB: An Examination of Mediators

The relationship between the feedback environment and OCB was examined in the current study. Job satisfaction and organizational justice were found to be mediators of this relationship.  Further, components of organizational justice (interactional justice) were stronger mediators than were components of job satisfaction (satisfaction with supervision).

Charlene Alayne Bogle, Florida Institute of Technology

Lisa A. Steelman, Florida Institute of Technology

Submitter: Charlene Alayne Bogle, Jacab99@aol.com

283-3.  Effects of Rater Individual Differences on Job Performance Evaluations

The current study examined the moderating effects of 4 rater individual differences on the relationships among ratee task and contextual behaviors, and rater judgments of overall performance and its dollar value. Although no moderating effects of rater self-monitoring, collectivism, and individualism were found, rater nationality had a significant moderating effect.

Dalia L. Diab, Bowling Green State University

John T. Hazer, Indiana University-Purdue University Indianapolis

Submitter: Dalia L. Diab, ddiab@bgnet.bgsu.edu

283-4.  Why Poor Performers Receive Good Ratings: Accountability and Self-Rating Information

This study examined the influence of feedback accountability and self-rating information on performance appraisals.  Participants evaluated a fictitious “subordinate” and were given (or not given) self-rating information and expected (or not expected) to provide feedback to their rate.  Self-rating information and feedback accountability independently and jointly resulted in inflated ratings.

Ted H. Shore, California State University, San Marcos

Submitter: Lynn M. Shore, lshore@mail.sdsu.edu

283-5.  Validation Study of the Army Core Leader Competencies

This paper describes the criterion-related validation of a leadership competency model.  Our random sample included subordinate and supervisors ratings for 140 leaders at various levels in the organization.  Multiple regressions were performed to estimate the criterion-related validity of the competencies to leadership effectiveness.  Results were statistically significant.

Heidi L. Keller-Glaze, Caliber, an ICF International Company

Jeffrey Horey,Caliber, an ICF International Company

Jennifer L. Harvey, Caliber, an ICF International Company

Patrick Curtin, Caliber, an ICF International Company

Jon J. Fallesen, Center for Army Leadership

Submitter: Heidi L. Keller-Glaze, hkeller-glaze@icfconsulting.com

283-6.  Social Distance and Managerial Style: Predictors of Influence Tactics Usage

Raven’s (1993) power interaction model presupposes that influence tactics used by an influencing agent to gain compliance from a target individual is rational and fulfills personal needs. A study conducted with Israeli policemen indicated that managerial style partially mediated between social (power) distance and usage of harsh influence tactics.

Meni Koslowsky, Bar-Ilan University

Joseph Schwarzwald, Bar-Ilan University

Hadar Aminov, Bar-Ilan University

Submitter: Meni Koslowsky, koslow@mail.biu.ac.il

283-7.  Job Embeddedness as an Antecedent of Teachers’ Job Performance

Job embeddedness (JE) is a unique combination of individual variables that reflect a variety of contextual influences on and off the job. The study, using a multisource evaluation of teachers, demonstrates that JE explains significant variance in job performance (contextual vs. technical) beyond job satisfaction and organizational commitment.

Meni Koslowsky, Bar-Ilan University

Smadar Lev, Bar-Ilan University

Submitter: Meni Koslowsky, koslow@mail.biu.ac.il

283-8.  Predicting Leader Performance: Big Five Personality and Leadership Developmental Levels

This study investigates the predictive abilities of Big 5 personality dimensions and leadership developmental levels (constructive/developmental theory) in a model of leader performance. Leadership developmental level predicted leader performance and appears to capture an aspect of leadership that is distinct from personality.

Sarah Elizabeth Strang, University of Georgia

Submitter: Sarah Elizabeth Strang, sestrang@uga.edu

283-9.  Self-Serving Bias Effects on Job Analysis Ratings

This study tested the hypothesis that importance ratings in a worker-oriented job analysis may be influenced by perceived ability level and that this relationship is moderated by self-esteem.  Support was found for the relationship between ability and importance ratings but not for the moderating effect of self-esteem.

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

Nicholas R. Martin, Office of Personnel Management

Henry F. Thibodeaux, Defense Logistics Agency

Nicholas L. Vasilopoulos, George Washington University

Kashi G. Sehgal, Georgia Institute of Technology

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

283-10.  The Development and Validation of the Feedback Orientation Scale

Feedback orientation, a construct proposed by London and Smither (2002), is an individual’s overall receptivity to feedback.  The current research developed and validated a multidimensional measure of feedback orientation.  This new instrument will be a valuable tool for researchers and practitioners to better understand individual differences in the feedback process.

Beth Grefe Linderbaum, O.E. Strategies

Paul E. Levy, University of Akron

Submitter: Beth Grefe Linderbaum, linderbaumb@oestrategies.com

283-11.  Incentives and Alternative Rating Approaches: Roads to Greater Accuracy?

We investigated the effects of incentives and 2 approaches to BOS rating on performance appraisal accuracy. An incentive prior to observation mitigated negative effects of a parallel (behavior-blocked) approach. Overall, the BOS seems well-suited to a serial (person-blocked) format.

R. Blake Jelley, University of Western Ontario/Ontario Police College

Richard D. Goffin, University of Western Ontario

Deborah M. Powell, University of Western Ontario

Robert L. Heneman, Ohio State University

Submitter: R. Blake Jelley, blake.jelley@jus.gov.on.ca

283-12.  Personality Correlates of Leniency Bias in Performance Ratings

We compared and contrasted 2 theories on the association between personality and leniency in performance appraisal. In Study 1, 74 respondents made self- and other ratings for the purpose of developmental feedback. In Study 2, 226 respondents made such ratings for administrative purpose. Results lend supported on the conditional dispositional theory.

C. Harry Hui, University of Hong Kong

Wayne F. Cascio, University of Colorado

Kevin H. C. Cheng, Lingnan University

Siu-On Kwan, City University of Hong Kong

Mario Goh, Nanyang Technological University

Submitter: Kevin H. C. Cheng, chenghck@ln.edu.hk

283-13.  Examining and Reducing Rater Stereotype Affects on Performance Ratings

Results of this study provide support for the argument that group differences on performance ratings should only be found when the majority of raters endorse the negative stereotype in question.  The results also support the efficacy of a structured-free recall intervention at reducing stereotype effects on performance ratings.

Ludmila Zhdanova, Wayne State University

Boris B. Baltes, Wayne State University

Madhura Chakrabarti, Wayne State University

Coy Camden Ferrell, Wayne State University

Lisa Finkelstein, Northern Illinois University

Mark V. Roehling, Michigan State University

Agnieszka K. Shepard, Wayne State University

Submitter: Ludmila Zhdanova, lucia@wayne.edu

283-14.  Constructing a Comprehensive Empirical Model of Managerial Work Role Requirements

From a sample of 8,633 incumbents spanning 52 managerial occupations, we empirically derived a comprehensive competency model. Results showed 18 distinct competencies existed across multiple domains including behaviors, skills, knowledge, and traits. Further, results showed variance across occupations and differential contribution of each competency to managerial behavior.

Erich C. Dierdorff, DePaul University

Robert S. Rubin, DePaul University

Ewelina Ignasiak, DePaul University

Submitter: Erich C. Dierdorff, edierdor@depaul.edu

283-15.  Relationship Between 360-Degree Feedback Program Purpose and Scores Over Time

Change in behavior ratings following 360-degree feedback implemented under varying conditions is analyzed.  Results indicated that scores from performance management programs were initially higher than scores from managerial development programs.  More substantial score increases over time were reported for participants involved in programs for development, as opposed to performance management.

Greg Robinson, 3D Group

Katrina Mongeon, 3D Group

Submitter: Greg Robinson, grobinson@3dgroup.net

283-16.  Meta-Analysis of Moderators of Self-Other Job Performance Ratings

This meta-analysis investigates moderators of the correlation between self-evaluations and other sources of job performance ratings.  Moderators investigated include raters’ expectations about whether the ratees will see their performance appraisal ratings, the number of scale points used for the instrument, and the use of anchors.  Reasons for findings are discussed.

Kristophor G. Canali, University of Connecticut

Submitter: Kristophor G. Canali, kristophor.canali@uconn.edu

283-17.  Using Frame-of-Reference Training to Understand Rater Idiosyncrasy, Agreement, and Accuracy

When taught to evaluate employee behavior using prescribed dimensions and behaviors, raters may naturally hold theories of work performance that conflict with the training material. Comparing frame-of-reference and control trainees, we found multiple forms of performance theory idiosyncrasy and that idiosyncrasy relates to rating accuracy directly, and indirectly through agreement.

Krista L. Uggerslev, I. H. Asper School of Business

Lorne M. Sulsky, Wilfrid Laurier University

Submitter: Krista L. Uggerslev, uggersle@cc.umanitoba.ca

283-18.  The Prevalence of Self-Enhancement in an Organizational Assessment Context

This study investigated whether previous research indicating the predominance of self-enhancement strivings on feedback dimensions that are critical to relationships (e.g., attractiveness in romantic relationships) could be extended to an organizational assessment context. Whereas self-enhancement dictated ratings participants initially desired from an assessor, self-enhancement did not dictate actual feedback-seeking behavior.

Alison L. O’Malley, University of Akron

Paul E. Levy, University of Akron

Submitter: Alison L. O’Malley, alison@uakron.edu

283-19.  Applicant Perceptions of Recruitment Sources: A Romanian Sample

Data were gathered from a sample of Romanian college students concerning their perceptions of various recruitment sources (e.g., job boards, newspaper ads).  Networking was perceived to be most effective source; Internet-based sources were seen on par with other traditional sources. Privacy was a significant predictor of some Internet-based sources.

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

Dan Ispas, University of South Florida

Haim Mano, University of Missouri-St. Louis

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

283-20.  Representing Source Perceptions in Multisource Feedback Using Structural Equation Modeling

This study challenges the prevailing methods for analyzing multitrait–multirater datasets via structural equation modeling. A new model is proposed that incorporates latent variables reflecting the role of perception in the rating process.  This model provided comparable fit and more interpretable parameter estimates than the correlated uniqueness model.

David M. Waldschmidt, Wonderlic, Inc.

Nambury S. Raju, Illinois Institue of Technology

Scott B. Morris, Illinois Institute of Technology

Submitter: Scott B. Morris, scott.morris@iit.edu

283-21.  The Relationship Between Behavioral Specificity, Rater Agreement, and Performance Ratings

This study examined the relationship between behavioral specificity, rater agreement, and performance ratings. The results, based on 299 raters, suggest that raters agree more on nonspecific items.  Prior exposure to the items increases rater agreement; however, agreement is still higher for nonspecific items.

Traxler W. Littlejohn, Western Kentucky University

Anthony R. Paquin, Western Kentucky University

Submitter: Anthony R. Paquin, tony.paquin@wku.edu

283-22.  Let’s Make It Clear: Written Feedback Attributes’ Relationship With Performance

This study examined the relationship between written feedback attributes and objective performance outcomes. Results indicated narrative comment attributes are associated with objective performance measures. Exploratory analyses showed performance measures may function differently across narrative comment characteristics. Given the findings, the utility of qualitative feedback should not be dismissed.

Corbin C. Wong, Hofstra University

Joe Ryan, Citigroup Private Bank

Michael T. Barriere, Citigroup

Submitter: Corbin C. Wong, cor.wong@gmail.com

283-23.  Using O*NET in Validity Transport

The Uniform Guidelines specify that validity support for a job may be transported to another job or context when the two positions “perform substantially the same major work behaviors.”  This study proposes a method based on O*NET “Generalized Work Behaviors” to operationally define similarity in major work behaviors.

Victor Jockin, PSI

Submitter: Victor Jockin, tjockin@hotmail.com

283-24.  The Impact of Perceived Method of Match on Protégé Satisfaction

The present study experimentally manipulated the perception that one had been matched to his/her mentor based on similarity. Results indicated that despite the fact all protégé–mentor matches were made on the basis of convenience, those who were told they were matched based on similarity reported greater satisfaction with the relationships.

Dana L. Kendall, University of Central Florida

Kimberly A. Smith-Jentsch, University of Central Florida

Shannon Scielzo, University of Central Florida

Catherine Kiley, University of Central Florida

Submitter: Dana L. Kendall, dana1976@juno.com

283-25.  Measuring the Emotional Intelligence Requirements of Occupations

Using employees from multiple professions, we developed and validated a work analysis tool, the Emotional Ability Rating Scale (EARS), to assess the degree to which emotional intelligence is required for job performance. Despite mixed CFA results, the EARS’ subscales were reliable, and the scales demonstrated convergent and discriminant validity.

Sonya Melnyk, Saint Mary’s University

Arla L. Day, Saint Mary’s University

Victor M. Catano, Saint Mary’s University

Submitter: Sonya Melnyk, sonya.melynk@smu.ca

283-26.  Decomposed and Holistic Job Analysis Judgments: Experience as a Moderator

We investigated whether holistic judgments in job analysis are more susceptible to inflation than decomposed judgments. Moreover, we examined whether experience moderates the relationship between decomposed judgments and holistic judgments. We find that more experienced incumbents will display less convergence in their decomposed and holistic judgments than less experienced incumbents.

Matthias Spitzmuller, Michigan State University

Frederick P. Morgeson, Michigan State University

Michael A. Campion, Purdue University

Submitter: Matthias Spitzmuller, spitzmuller@bus.msu.edu

283-27.  Influence of Subject Matter Expert Personality on Job Analysis Ratings

This research investigates the impact of an individual’s personality on his/her evaluation of the personality characteristics necessary for success in a job. Results indicated that personality of the rater explained additional variance in ratings over demographic characteristics.

Shonna D. Waters, University of Minnesota

Richard N. Landers, University of Minnesota

Nicholas Brenckman, University of Minnesota

Submitter: Shonna D. Waters, wate0120@umn.edu

283-28.  Race Differences in Job Analysis and Adverse Impact

This study investigated how racial differences in job analysis ratings could influence the adverse impact of a selection system.  Results of a Monte Carlo simulation suggest that the racial composition of the job analysis sample and the task composition of the jobs rated can indirectly influence adverse impact.

Cecily McCoy, University of Central Florida

Phillip M. Mangos, NAVAIR Orlando Training Systems Division

Richard D. Arnold, Human Performance Architects

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

283-29.  Should Ability Requirements Be Rated at the Molecular Level?

Two field studies (n = 44 and 94) investigated the relationship and comparability between molecular and molar ratings of ability requirements in law enforcement jobs. Molar ratings were comparable to a composite of molecular ratings, thereby challenging the need for molecular descriptors of ability requirements.

Juan I. Sanchez, Florida International University

Submitter: Juan I. Sanchez, sanchezj@fiu.edu

283-30.  Do Rater Perceptions Relate to Performance Evaluation Quality?

This paper explores to what extent rater accuracy perceptions relate to rating and behavioral accuracy within a motivational framework. Based on 327 participants, it appears that both raters’ self-reported motivation and their accuracy perceptions relate to their behavioral accuracy but not necessarily to their rating accuracy.

Sylvia G. Roch, University at Albany, SUNY

Submitter: Sylvia G. Roch, roch@albany.edu



 284. Invited Speaker: Sunday, 9:00–9:50
Broadway S (6th floor)

Special Invited Event Sponsored by the SIOP Program Committee: Global Trends in HR

From the push for offshore outsourcing to changes in pensions and growing security concerns, the future direction of human resource management in the U.S. increasingly will be shaped by events that take place outside its boundaries. Learn how the blurring of borders will affect your organization’s business goals and HR practices.

Brian J. Glade, Society for Human Resource Management (SHRM), Speaker

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



285. Interactive Posters: Sunday, 9:00–9:50
Harlem (7th floor)

Sexual Harrassment

Mindy Bergman, Texas A&M University, Facilitator

285-1.  A Shortened Sexual Harassment Climate Inventory: Does It “Measure Up?”

This study was an investigation of the reliability and validity of a shortened sexual harassment climate measure.  Four competing models were tested via Confirmatory Factor Analysis.  Results reveal the best fitting model as one with a general climate factor and 3 factors measuring Risk, Seriousness, and Action of harassment complaints.

Maria C. Lytell, University of Illinois-Urbana Champaign

Submitter: Maria C. Lytell, lytell@cyrus.psych.uiuc.edu

285-2.  Sexual Harassment in the Police Force: Does Source Matter?

This study argues, based on attribution, power, and identity theory, that sexual harassment will have different effects on job satisfaction and turnover intentions, depending on whether the perpetrator is a supervisor, coworker, or member of the public. Results support our predictions. Implications for theory and practice are discussed.

M. Sandy Hershcovis, University of Manitoba

Sharon K Parker, Australian Graduate School of Management

Submitter: M. Sandy Hershcovis, sandy_hershcovis@umanitoba.ca

285-3.  Attractiveness and Likelihood to Sexually Harass Effects on Performance Appraisals

Landy and Farr’s model of the performance appraisal process was our basis. Attractive female employees received higher mean performance rating than unattractive females. An interaction between raters’ likelihood to sexually harass (LSH) and employees’ attractiveness was found, suggesting that influence of attractiveness on performance ratings may depend on LSH.

Jo Ann Lee, University of North Carolina Charlotte

Wesley A. Hoke, Carolinas Medical Center-Union

Jennifer Welbourne, University of North Carolina Charlotte

Joyce Beggs, University of North Carolina Charlotte

Submitter: Jo Ann Lee, jolee@email.uncc.edu

285-4.  Men’s and Women’s Responses to Same- and Opposite-Sex Sexual Harassment

Using self-report data from 453 students, we examined coping responses across multiple forms of scenario-based, same- and opposite-sex sexual harassment. Compared to men considering opposite-sex harassment, men considering same-sex harassment responded more negatively.  Men’s reactions to same-sex harassment were similar to women’s responses to same- and opposite sex harassment.

Travis Tubre’, University of Wisconsin-River Falls

Bryan D. Edwards, Auburn University

Maureen F. Casey, University of Wisconsin-River Falls

O’Neal Hampton III, University of Wisconsin-River Falls

Rhiana Wegner, University of Wisconsin-River Falls

Submitter: Travis Tubre’, travis.tubre@uwrf.edu


286. Symposium: Sunday, 10:30–11:50
Hart (4th floor)

Information Exchange in Teams

Information exchange is critically important for team performance. This symposium highlights current empirical research investigating team information exchange, providing unique perspectives on antecedents and boundary conditions.

Stephen E. Humphrey, Florida State University, Chair

Anne Nederveen Pieterse, Erasmus Research Institute of Management, Daan van Knippenberg, Erasmus University Rotterdam, Michaéla C. Schippers, Erasmus University Rotterdam, Diversity in Goal Orientation, Group Process and Performance

Stephen E. Humphrey, Florida State University, James K. Summers, Florida State University, Frederick P. Morgeson, Michigan State University, Remus Ilies, Michigan State University, Team Composition, Role Negotiation, and Information Exchange: Creating and Developing a Context for Information Exchange in Teams

Wendy van Ginkel, Erasmus University Rotterdam, Daan van Knippenberg, Erasmus University Rotterdam, The Use of Distributed Information in Decision-Making Groups: The Role of Shared Task Representations

Susan Mohammed, Pennsylvania State University, Discussant

Submitter: Stephen E. Humphrey, stephen.humphrey@fsu.edu



 287. Special Event: Sunday, 10:30–12:20
Broadway S (6th floor)

Special Invited Event Sponsored by the SIOP Program Committee: The Scientific and Practical Implications of Globalization

This panel discussion brings together scientists and practitioners with first-hand experience witnessing and researching the influence of globalization on the science and practice of I-O psychology.  Specific topics include strategic and international human resource management, leadership, expatriate management, and organizational culture.

George P. Hollenbeck, Hollenbeck Associates, Host

Stephanie C. Payne, Texas A&M University, Co-Chair

Carrie A. Bulger, Quinnipiac University, Co-Chair

David P. Campbell, Center for Creative Leadership, Panelist

Angela M. Lynch, IBM, Panelist

Christopher Robert, University of Missouri, Panelist

Mark A. Royal, Hay Group, Panelist

Randall S. Schuler, Rutgers University, Panelist



 288. Practice Forum: Sunday, 10:30–11:50
Broadway N (6th floor)

Top-Rated Practice Forum: Creation and Application of Global Personality Norms

A recent development in I-O psychology is the need to distinguish between candidates of different cultural backgrounds.  Global organizations that use personality assessments are required to compare these candidates in an unbiased manner.  This forum will discuss methods and issues regarding the aggregation of personality scores to create global norms.

Cynthia A. Hedricks, Caliper, Inc., Chair

Dave Bartram, SHL Group PLC, Global Norms?  Some Guide-lines for Aggregating Personality Norms Across Countries

Robert E. Lewis, Microsoft Corporation, Global Norms and Organizational Decisions
Rob Kabacoff, Management Research Group, Issues of Global and Local Norm Use in Assessments of Motivation

Cynthia A. Hedricks, Caliper, Inc., Chet Robie, Wilfrid Laurier University, John V. Harnisher, New York University, Creating Personality Norms for Global Talent Management Strategies

Submitter: Cynthia A. Hedricks, chedricks@calipercorp.com



289. Education Forum: Sunday, 10:30–12:20
Plymouth (6th floor)

Internationalizing I-O Education: Needs, Problems, and Models

The globalized economy and the internationalization of work have created pressures toward the increased internationalization of I-O psychology education.  This session focuses on obstacles and approaches to successfully adapting I-O education to the new demands of the globalized workplace of the 21st century.

Keith James, Portland State University, Chair

Jose M. Peiro, University of Valencia, Co-Chair

Mo Wang, Portland State University, Potential Problems With Incorporating International

Robert A. Roe, University of Maastricht, Beverly G. Burke, Middle Tennessee State University, Richard G. Moffett III, Middle Tennessee State University, John T. Hazer, IUPUI, Qualification Standards for Psychologists in Industrial-Organizational and Work Psychology: Comparison Between the United States and Europe

Jose M. Peiro, University of Valencia, Vicente Martinez-Tur, University of Valencia, Isabel Rodriguez, University of Valencia, European Initatives Towards the Internationalization of Education in Work and Organizational Psychology (WOP): The Erasmus Mundus Master in WOP

Keith James, Portland State University, A Global I-O Collaboration for 21st-Century Organizational Needs

Michael Horvath, Clemson University, Discussant

Milton Hakel, Bowling Green State University, Discussant

Submitter: Keith James, KeithJ@pdx.edu



290. Practice Forum: Sunday, 10:30–11:50
Majestic (6th floor)

Global High-Potential Assessment: Supporting a Global Talent Pipeline

Many organizations seek to identify and develop employees with growth potential in order to ensure talent is available and ready for key leadership positions. This session will describe high-potential assessment in 2 large global organizations, as well as provide guidance to organizations on best practices and pitfalls to avoid.

Leah T. Podratz, Shell Oil Company, Chair

Leah T. Podratz, Shell Oil Company, Melissa K. Hungerford, The Coca-Cola Company, Jeffrey R. Schneider, Personnel Decisions International, Thi Bui, Shell Oil Company, Global High-Potential Assessment: Supporting a Global Talent Pipeline

Submitter: Leah T. Podratz, Leah.Podratz@shell.com



291. Panel Discussion: Sunday, 10:30–11:50
Winter Garden (6th floor)

Doing the Right Thing: Hiring Employees With Vision-Related Disabilities

Though the 1990 ADA reduced employment barriers for disabled Americans, unemployment rates remain near 75% for those with vision-related disabilities.  Assistive technologies (AT) have become a practical option for the employment of these Americans.  The panelists will provide insights learned from successful implementation of AT and related programs in organizations.

Jonathan M. Canger, Verizon Wireless, Chair

Eric Damery, Freedom Scientific, Inc., Panelist

John Fernandez, City University of New York, Panelist

Morgan Henderson, Virtual Vision Technologies, Panelist

Barbara Lawson, Booz Allen Hamilton, Panelist

Edwin Staudt, Virtual Vision Technologies, Panelist

Submitter: Jonathan M. Canger, jmcanger@tampabay.rr.com



292. Panel Discussion: Sunday, 10:30–11:50
Soho (7th floor)

Global Employee Selection and Assessment: A Tale of Six Countries

As globalization increasingly becomes the new reality of business, it must also become the new reality of I-O psychology.  This panel discussion will evaluate cultural, political, and historic issues of employee selection and assessment in the following countries: China, the United Kingdom, New Zealand, Brazil, Germany, and the Netherlands.

Greg A. Barnett, Hogan Assessment Systems, Chair

Tak C. Chan, Mobley Group Pacific, Panelist

Filip De Fruyt, Ghent University, Panelist

Rainer Neubauer, Metaberatung GmbH, Panelist

Beverly Marshall, Winsborough Ltd., Panelist

Tuvia Melmed, The Quo Group Ltd, Panelist

Roberto Santos, Panelist

Submitter: Greg A. Barnett, gbarnett@hoganassessments.com



 293. Symposium: Sunday, 10:30–12:20
Gramercy (7th floor)

Service Management Around the Globe

This symposium represents the latest advances in service management research and involves data collected from 22 countries/regions. A panel of U.S. and international scholars present a consistent picture in which desirable service outcomes are determined by HR management: organizational climates: employee personalities, motivation, and performance: and customer segmentation and characteristics.

Hui Liao, Rutgers University, Chair

Jennifer A. Diamond, The Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University, Should Customers Evaluate Me? Service Provider Reactions to the Use of Customer Evaluations in Performance Appraisal

Hwee H. Tan, Singapore Management University, Karen Chung, CFP Singapore, The Service Encounter as Script Behaviors: Antecedents and Consequence

James L. Oakley, Purdue University, Bradley J. Alge, Purdue University, Human Resource Policies and Their Impact on Intrinsic Motivation: A Hierarchical Approach

Chih-Hsun Chuang, Da-Yeh University, Hui Liao, Rutgers University, Strategic Human Resource Management in Service Context:  Dual Focus on Customers and Employees

Karen Holcombe Ehrhart, San Diego State University, L. A. Witt, University of Houston, Benjamin Schneider, Valtera, Who Benefits More? Market Segment as a Moderator of the Service Climate–Customer Satisfaction Link

Lisa H. Nishii, Cornell University, Xiangmin Liu, Cornell University, HR “Best Practices” for Service Quality: Are They Universal?

Submitter: Hui Liao, huiliao@smlr.rutgers.edu



294. Symposium: Sunday, 10:30–11:50
Empire (7th floor)

Advancing Diversity Research: Understanding Inclusion and Exclusion in Organizations

Inclusion is highlighted as a significant construct to pursue for the advancement of diversity research and practice. Three empirical papers examine experiences of inclusion and exclusion in different organizational settings. Antecedents and consequences of inclusion and exclusion are highlighted.

Debra A. Major, Old Dominion University, Chair

Debra A. Major, Old Dominion University, Donald D. Davis, Old Dominion University, Thomas D. Fletcher, University of Missouri-St. Louis, Antecedents and Consequences of Inclusive Climate

Kecia M. Thomas, University of Georgia, Matthew S. Harrison, University of Georgia, Brian Roote, University of Georgia, Paul Gora, University of Georgia, The Relationship of Diversity Climate to Employee Commitment and Engagement

Donna Chrobot-Mason, University of Cincinnati, Belle Rose Ragins, University of Wisconsin-Milwaukee, The Bystander Racial Harassment Effect:  Assessing Antecedents and Consequences

Quinetta M. Roberson, Cornell University, Discussant

Submitter: Debra A. Major, dmajor@odu.edu



295. Practice Forum: Sunday, 10:30–11:50
Chelsea (7th floor)

All the World’s a Stage: Leadership Development Using Interactive Theater

In order to create dynamic training that impacts performance by increasing self-efficacy, the presenters have started to use training that uses live, interactive theater as a way to help participants to understand not only the behaviors of others but also the thinking that drives those behaviors.

Cyrillene Clark, The Hay Group, Chair

Seth Hayes, The Hay Group, Co-Chair

Heather Bock, Howrey LLP, Cyrillene Clark, The Hay Group, Using Interactive Theater With Diverse Audiences

Peter Hertsgaard, Invizion Consulting, Discussant

Seth Hayes, The Hay Group, Discussant

Submitter: Seth Hayes, seth_hayes@haygroup.com



296. Practice Forum: Sunday, 10:30–11:50
Duffy (7th floor)

Creating Results Through Performance Management Practices: Practical Considerations and Lessons

This session will feature a discussion between practitioners with extensive experience developing and implementing performance management systems in the private and public sector. Presentations will address how performance management systems and related management training can be better leveraged and framed within organizational contexts to be positive enablers of organizational performance.

Richard T. Cober, Marriott International, Chair

Adam S. Rosenberg, Booz Allen Hamilton, Solly Thomas, Office of Personnel Management, Guiding Better Performance Management in the Federal Government: Development of a Model for High Performance Government Cultures

Stanley B. Silverman, University of Akron, Performance Management Lessons Learned: Is Science Driving Practice or Is Practice Driving Science?

David Hamill, U.S. Immigration & Naturalization Service, Leveraging New Technologies to  Improve Performance Management

Josh Sanderson, GE Energy, Allen M. Kamin, GE Energy, Enhancing the Sales Effectiveness of the Energy Services Sales Force

Submitter: Richard T. Cober, richard.cober@marriott.com



297. Panel Discussion: Sunday, 10:30–11:50
Marquis C (9th floor)

More Survey Ponderables: Questions and Answers on Effective Employee Surveys

Panel and audience discussion on 7 research inquiries is inspired by practitioner experiences and their implications for employee survey design. Topics include factors to consider when choosing an administration method, differences between response scales, the impact of financial results announcements on survey responses, and differences in interpretation of demographics across countries.

Sarah R. Johnson, Genesee Survey Services, Chair

Ingwer Borg, ZUMA, Panelist

Lindsay A. Bousman, University of Nebraska-Omaha/ Microsoft Corporation, Panelist

David L Van Rooy, Marriott International, Panelist

Kristin Chase, Universal Orlando, Panelist

Larry D. Eldridge, Genesee Survey Services, Inc., Panelist

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

Submitter: Sarah R. Johnson, sarah.johnson@gensurvey.com



298. Panel Discussion: Sunday, 10:30–11:50
Marquis B (9th floor)

I Meets O: Implementing New Selection Systems as Change Management

There is an abundant literature on designing and developing tests and assessments.  However, little attention has been paid to contextual factors that influence the successful implementation of newly designed selection processes.  This panel discussion will explore a variety of lessons learned and spark ideas for research.

Therese H. Macan, University of Missouri-St Louis, Chair

Seymour Adler, Aon Consulting, Panelist

Amy Dawgert Grubb, Federal Bureau of Investigation, Panelist

Lee J. Konczak, Anheuser-Busch Companies, Inc., Panelist

Paul M. Muchinsky, University of North Carolina-Greensboro, Panelist

Submitter: Therese H. Macan, Therese.Macan@umsl.edu



299. Symposium: Sunday, 10:30–11:50
Cantor (9th floor)

Understanding Nepotism: Examining the Elephant in the Room

Industrial psychology has sought scientific, merit-based solutions to organizational decision making for more than a century. Yet, a common alternative to merit—nepotism—has received almost no attention. This symposium will explore and discuss the nature, effects, and adaptiveness of nepotism.

Robert G. Jones, Missouri State University, Chair

Tracy L. Stout, Southwest Missouri State University, Chantal Levesque, Missouris State University, Robert G. Jones, Missouri State University, Career Choice and Nepotism: Opportunities, Coercion, and Self-Determination

Bridgette Harder, DePaul University, On Nepotism: An Examination of Kinship, Merit, and Perceptions of Fairness

Jonathan D. Levine, Workforce Dynamics, Edward L. Levine, University of South Florida, Nepotism Pros and Cons From a Father and Son I-O Tandem

Juan I. Sanchez, Florida International University, Discussant

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



300. Symposium: Sunday, 10:30–12:20
Barrymore (9th floor)

Advancing Diversity Research Using Social Network Analysis

Diversity research is abundant, but results are often contradictory.  A more refined examination of the connections among people in groups of varying diversity can be conducted using social network analysis.  This series of studies shows how network perspectives can be applied to diversity research and presents preliminary results from studies.

Kirsten Keller, University of Maryland, Chair

Andrew A. Schmidt, University of Maryland, Co-Chair

Cheri Ostroff, University of Maryland, Co-Chair

Mark A. Clark, American University, Team Diversity Representation: A Network Analytic Approach

Kirsten Keller, University of Maryland, Andrew A. Schmidt, University of Maryland, Cheri Ostroff, University of Maryland, Charles Stangor, University of Maryland, The Diversity Composition of Social Networks and Their Relationship to Attitudes and Behavior

Daniel A. Newman, Texas A&M University, Janie Yu, Texas A&M University, Race and Gender Composition of Cohesive Network Subgroups

Lili Duan, University of Maryland, Diversity and Social Network Centrality

Katherine J. Klein, University of Pennsylvania, Discussant

Submitter: Andrew A. Schmidt, aschmidt@psyc.umd.edu



301. Roundtable: Sunday, 10:30–11:50
Sun Roof (16th floor)

Programmatic Adverse Impact Research: Discussing Implications and Future Research

This roundtable session will discuss recent programs of adverse impact research and will focus on (a) methods of adverse impact detection and (b) predicting the magnitude of adverse impact associated with various selection systems. Applications and limitations of current research will be discussed, as will directions for future research.

Eric M. Dunleavy, American Institutes for Research, Host

Scott B. Morris, Illinois Institute of Technology, Co-Host

Philip Bobko, Gettysburg College, Co-Host

Kevin R. Murphy, Pennsylvania State University, Co-Host

Robert E. Ployhart, University of South Carolina, Co-Host

Fred S. Switzer, Clemson University, Co-Host

Submitter: Eric M. Dunleavy, edunleavy@air.org