Friday AM
87. Roundtable Discussion/Conversation Hour: 8:00 AM–8:50 AM
Continental 1
Talent Management and Enterprise Software: Trials, Tribulations, and Trends
This session will have high audience participation and involvement through a facilitated discussion by experts in the fields of enterprise software and talent management solutions. The facilitated discussion will cover the audiences’ questions, thoughts, lessons learned, and impressions of integrating talent management content and processes with enterprise software.
Tobin V. Anselmi, Creative Metrics, Host
Lisa Kobe Cross, Taleo, Host
Submitted by Nathan Mondragon, nmondragon@taleo.com
88. Special Events: 8:00 AM–8:50 AM
Continental 3
Executive Committee Invited Session: Creative Possibilities for Federal Funding of I-O Scientists
This panel will consist of several key representatives from various federal funding agencies in Washington, DC, including the National Institutes of Health and the National Science Foundation. Panelists will be prepared to address opportunities available to I-O scientists with concrete suggestions for application (e.g., grant mechanisms, relevant program staff to contact). Because NIH is not traditionally known for funding this area of behavioral science, some emphasis will be placed on that agency.
Leaetta Hough, Dunnette Group, Chair
Jacqueline Meszaros, National Science Foundation, Panelist
Anita Miller Sostek, National Institutes of Health, Panelist
89. Master Tutorial: 8:00 AM–9:50 AM Continental 4
Two (2) CE credits for attending! Register at the session.
Dynamic Research in I-O Psychology
This tutorial aims to better incorporate time in the design of research studies. After contrasting timeless and time-based research, 4 topics will be addressed: dynamic conceptualization of phenomena, use of a strategic framework for generating temporal research questions, making temporal research designs (incl. sampling, measurement), and temporal analysis.
Robert A. Roe, University of Maastricht, Presenter
Submitted by Robert Roe, r.roe@os.unimaas.nl
90. Panel Discussion: 8:00 AM–9:50 AM
Continental 5
Advances in Front-Line Leader Selection
Organizations seeking to implement selection procedures for front-line leaders (e.g., team leaders) often encounter unique challenges that do not exist at other job levels. This panel includes HR professionals and consultants who have developed, validated, and implemented selection systems for front-line leaders in a variety of organizations.
Brad A. Chambers, Aon Consulting, Chair
John H. Golden, Bank of America, Panelist
Gregory Schmidt, University of South Florida, Panelist
Larissa Linton, PDRI, Panelist
Donna Ashe Rodriguez, Drug Enforcement Administration, Panelist
Stacia J. Familo-Hopek, UPS, Panelist
Kristopher Fritsche, EMBARQ, Panelist
Lee J. Konczak, Anheuser-Busch Companies, Inc., Panelist
Submitted by Brad Chambers, brad_chambers@aon.com
91. Symposium/Forum: 8:00 AM–9:50 AM
Continental 6
Goals, Feedback, and Performance: A Dynamic Self-Regulation Perspective
This symposium discusses research on self-regulatory processes and how they unfold across time. Specifically, it examines the cognitive and affective processes involved in self-regulation and how they influence training and work-related outcomes such as learning, performance, and adaptation. The research also examines how situational factors and individual differences influence self-regulation.
Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Chair
Katherine Ely, George Mason University, Chair
Katherine Ely, George Mason University, Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Kristina N. Bauer, Cordelia Maguire, Advanced Distributed Learning Co-Laboratory, Ashley Faig, Marymount University, An Integrated Model of Self-Regulation: Meta-Analytic Evidence
John J. Donovan, Rider University, Steven Lorenzet, Rider University, Stephen A. Dwight, Novo Nordisk, Dan Schneider, Sepracor Inc., The Effects of Goal-Performance Discrepancies on Subsequent Goals and Effort
Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Kristina N Bauer, Katherine Ely, George Mason University, Distractions in Training: Effects on Self-Regulation and Learning
Dustin Jundt, Michigan State University, Goran Kuljanin, Michigan State University, Paul Curran, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Adaptive Guidance, Performance Norms, and Goal Orientation: Effects on Performance
Aaron M. Schmidt, University of Akron, Gregory Northcraft, University of Illinois at Urbana-Champaign, Susan J. Ashford, University of Michigan, Feedback and the Rationing of Attention Among Competing Demands
Goran Kuljanin, Michigan State University, Guihyun Park, Michigan State University, Paul Curran, Michigan State University, Anthony S. Boyce, Michigan State University, Richard P. DeShon, Michigan State University, Steve W. J. Kozlowski, Michigan State University, The Effects of Feedback on Self-Regulation, Resource Allocation, and Adaptation
Ruth Kanfer, Georgia Institute of Technology, Discussant
Submitted by Katherine Ely, kely@gmu.edu
92. Symposium/Forum: 8:00 AM–8:50 AM
Continental 7
The Fourth Dimension: How Response Times Impact Test Performance
The amount of time that is allotted to complete a test is an important but often overlooked factor when designing selection systems. This symposium examines how response times influence applicant drop-out rates, interview performance, biodata/personality scores, faking, cognitive ability scores, and construct validity.
Kyle E. Brink, Personnel Board of Jefferson County, Chair
Jolene M Meyer, PreVisor, Pamela Congemi, PreVisor, Abby Miller, PreVisor, Evaluating Indicators of Applicant Dropout in Selection Assessments
Rance Allman, Personnel Board of Jefferson County, Michael Sutton, Personnel Board of Jefferson County, Preparation Time, Response Time, and Performance on Structured Interviews
Kyle E. Brink, Personnel Board of Jefferson County, Jeffrey L. Crenshaw, Personnel Board of Jefferson County, Martinique Alber, Auburn University, Relationships Among Completion Time, Performance, and Faking on Biodata/Personality Measures
Mark B. Wolf, Georgia Inst of Technology, Darrin Grelle, The University of Georgia, Tracy Kantrowitz, PreVisor, Influence of Test Design Features on Ability and Personality Relationships
Submitted by Kyle Brink, brinkk@pbjcal.org
93. Symposium/Forum: 8:00 AM–9:50 AM
Continental 8
Test Validity: A Multiple Stakeholder Approach
This symposium/forum addresses test validity from a multiple stakeholders approach, including business, consultants, enforcement agencies, scientists, and applicants. Different perspectives will be highlighted. The need to understand the different goals of each stakeholder will help build dialogue and reduce confusion.
Michael M. Harris, University of Missouri-St. Louis, Chair
Jerard F. Kehoe, Selection & Assessment Consulting, Validity: Business Perspective
Kevin R. Murphy, Pennsylvania State University, Scientific Perspective
S. Morton McPhail, Valtera Corporation, Consultant Perspective
Lisa Grant Harpe, Peopleclick, Enforcement Agency Perspective
P. Richard Jeanneret, Valtera, Professional Guidelines Perspective
Michael M. Harris, University of Missouri-St. Louis, Dan Ispas, University of South Florida, Applicant Perspectives
Submitted by Michael Harris, mharris@umsl.edu
94. Panel Discussion: 8:00 AM–9:50 AM
Imperial A
Service Learning as an I-O Teaching Method: Stakeholders’ Lessons Learned
Incorporating service learning into I-O courses helps develop students’ consulting skills at work and in communities, in line with the SIOP science–practice model and pro-bono values. This panel discusses students’ learning outcomes, community partners’ benefits, faculty’s nuts and bolts of course development, and challenges for stakeholders in implementing service learning.
Hannah-Hanh Dung Nguyen, California State University, Long Beach, Chair
Kecia M. Thomas, University of Georgia, Panelist
Ann Marie Ryan, Michigan State University, Panelist
Jennifer Z. Gillespie, Bowling Green State University, Panelist
Angela Minh-Tu D Nguyen, University of California, Riverside, Panelist
Annika Tzschatzsch, California State University, Long Beach, Panelist
Heather Lauzun, Michigan State University, Panelist
Submitted by Hannah-Hanh Nguyen, hnguyen@csulb.edu
95. Symposium/Forum: 8:00 AM–8:50 AM
Imperial B
Empirical Advances in Expanding the Cultural Intelligence Nomological Network
This symposium presents results of 4 empirical studies that expand our understanding of the nomological network of cultural intelligence, the individual capability to function effectively in culturally diverse settings. More specifically, presentations examine cultural intelligence in the context of multicultural teams, multicultural social networks, international executive potential, and expatriate performance.
Soon Ang, Nanyang Technological University, Chair
Ryan Fehr, University of Maryland, Eric Kuo, University of Maryland, College Park, The Impact of Cultural Intelligence in Multicultural Social Networks
Efrat Shokef, University of Pennsylvannia, Miriam Erez, Technion, Cultural Intelligence and Global Identity in Multicultural Teams
Kwanghyun Kim, Texas A&M University, Bradley Kirkman, Texas A&M University, Gilad Chen, University of Maryland, A Process Model of Cultural Intelligence on Expatriate Job Performance
Linn Van Dyne, Michigan State University, Soon Ang, Nanyang Technological University, K. Yee Ng, Nanyang Technological University, Christine Koh, Nanyang Technological University, Cultural Intelligence and International Executive Potential
Linn Van Dyne, Michigan State University, Discussant
Submitted by Soon Ang, asang@ntu.edu.sg
96. Symposium/Forum: 8:30 AM–9:50 AM
Continental 2
Self-Determination Theory in the Workplace
Self-determination theory is one of the most prominent theories in personality and social psychology, yet its impact on organizational research has been minimal. The purpose of this symposium is to highlight research applying self-determination theory concepts to organizational phenomena.
Lance Ferris, University of Waterloo, Chair
Douglas J. Brown, University of Waterloo, Chair
Lance Ferris, University of Waterloo, Douglas J. Brown, University of Waterloo, The Moderating Role of Contingent Self-Esteem
Gary J. Greguras, Singapore Management University, James M. Diefendorff, University of Akron, Proactive Personality, Core Self-Evaluations, and Self-Determination Theory
Anja Van den Broeck, Catholic University of Leuven, Maarten Vansteenkiste, Ghent University, Willy Lens, Catholic University of Leuven, Bart Soenens, Ghent University, Hans De Witte, Catholic University of Leuven, Capturing Autonomy, Competence, and Relatedness: Measuring Need Satisfaction at Work
Adam Grant, Kenan-Flagler Business School, UNC, Socializing Self-Determination Theory
Daniel B. Turban, University of Missouri, Discussant
Submitted by Lance Ferris, dlferris@watarts.uwaterloo.ca
97. Symposium/Forum: 8:30 AM–9:50 AM
Continental 9
Perspectives on the Engagement Journey: Implementation Strategy and Tactics
Successful employee engagement efforts depend on both technical merit and practitioner actions to integrate engagement into the organization. This session explores the perspectives of 3 different organizations, each on its own multiyear journey to implement engagement. Presenters reflect on the strategy employed, successes, challenges, and lessons learned.
Carrie Christianson DeMay, Data Recognition Corp, Chair
Anna Chandonnet, Data Recognition Corporation, Chair
Terrance W. Gaylord, Payless ShoeSource, Katherine A. Selgrade, Old Dominion University, Integrating Engagement Into Organizational Strategy
Jayson Shoemaker, 3M, 3M’s Courtship With Engagement
Jennifer D. Kaufman, Dell Inc, John O. DeVille, Dell Inc., Soul Search: Employee Engagement at Dell
Kristofer J. Fenlason, Data Recognition Corp, Discussant
Submitted by Anna Chandonnet, achandonnet@datarecognitioncorp.com
98. Community of Interest: 8:30 AM–9:50 AM
Franciscan A
Organizational Justice
Jerald Greenberg, National University of Singapore, Host
99. Friday Seminars: 8:30 AM–11:20 AM Franciscan B
Work–Life Balance: Good Research/Good Practice
Friday Seminars require advance registation as well as an additional fee! (3 hrs. CE credit earned)
Jeffrey H. Greenhaus, Drexel University, Presenter
Tammy D. Allen, University of South Florida, Presenter
Bennett J. Tepper, Georgia State University, Coordinator
100. Friday Seminars: 8:30 AM–11:20 AM
Franciscan C
Understanding Emotional Labor in I-O
Friday Seminars require advance registation as well as an additional fee! (3 hrs. CE credit earned)
Alicia A. Grandey, Pennsylvania State University, Presenter
James M. Diefendorff, University of Akron, Presenter
Russell E. Johnson, University of South Florida, Coordinator
101. Special Events: 8:30 AM–9:50 AM
Grand Ballroom A
Program Committee Invited Address–Emotional Skills
Five emotional skills will be described with examples of how they can be acquired: (a) becoming aware of the impulse to become emotional before acting; (b) becoming aware that you are acting emotionally once you have begun to do so; (c) identifying your own unique emotional profile, the way in which you experience your emotions; (d) recognizing signs of concealed emotions and signs of when emotions are first beginning in others; (e) using information about how others are feeling constructively.
Paul Ekman, University California San Francisco, Presenter
102. Symposium/Forum: 8:30 AM–9:50 AM
Yosemite A
Regulatory Focus and Goal Orientation: Exploring Team-Level Validity and Outcomes
Regulatory focus and goal orientation represent leading but separate, individual-level approaches to work motivation. Three studies, employing different designs (laboratory and longitudinal survey) and outcome variables (group processes and performance) explore the potential for developing an integrated approach to motivation in groups and teams, combining insights from goal-orientation and regulatory-focus theory.
Heleen van Mierlo, Erasmus University Rotterdam, Chair
Edwin A. J. Van Hooft, Erasmus University Rotterdam, Chair
Bianca Beersma, University of Amsterdam, Carsten K. W. De Dreu, University of Amsterdam, The Effects of Regulatory Focus on Dynamic Team Decision Making
Guihyun Park, Michigan State University, Richard P. DeShon, Michigan State University, Goal Orientation and Minority Influence in Decision-Making Teams
Heleen van Mierlo, Erasmus University Rotterdam, Edwin A. J. Van Hooft, Erasmus University Rotterdam, Goal Orientation Composition, Collective Goal Orientation, and Team Effectiveness
Christopher O. L. H. Porter, Texas A&M University, Discussant
Submitted by Heleen van Mierlo, vanmierlo@fsw.eur.nl
103. Symposium/Forum: 8:30 AM–9:50 AM
Yosemite B
Diversity Mindsets: Their Nature, Development, and Implications for Organizations
This symposium includes 4 papers on diversity mindsets, which reflect individual and socially shared cognitions about diversity. We collectively demonstrate (a) the nature of diversity mindsets, (b) how individual and group characteristics influence the development of diversity mindsets, and (c) the implications of diversity mindsets for groups and organizations.
Jana L. Raver, Queen’s University, Chair
Daan van Knippenberg, Erasmus University Rotterdam, Chair
Daan van Knippenberg, Erasmus University Rotterdam, Diversity Mindsets: What You Believe About Diversity Makes a Difference
Jana L. Raver, Queen’s University, Daan van Knippenberg, Erasmus University Rotterdam, Personality Predictors of Diversity Beliefs and Shared Group Diversity Norms
Wendy van Ginkel, Erasmus University Rotterdam, Leadership, Diversity Mindsets, and Group Performance
Lisa H. Nishii, Cornell University, Organizational Inclusion: What Management Says Versus What They Do
Susan Mohammed, Pennsylvania State University, Discussant
Submitted by Jana Raver, jraver@business.queensu.ca
104. Symposium/Forum: 8:30 AM–9:50 AM
Yosemite C
Beyond the Cover Story: Research-Grounded Insights Into Millennial-Generation Employees
Millennials are those born between 1982 and 2000. Innumerable popular press articles outline these individuals’ characteristics and postulate vast employment implications. Presenters in this session verify certain such claims and refute others by empirically comparing this generation to others in the context of recruiting, hiring, and job effectiveness.
Evan F. Sinar, Development Dimensions International, Chair
Andrew Michael Biga, Procter & Gamble, Angela K. Pratt, Procter & Gamble, Robert E. Gibby, Procter & Gamble, Jennifer L. Irwin, Procter & Gamble, Generational Differ-ences in Online Applicant Experiences and Test Reactions
Patrice Reid, Florida Institute of Technology, Lisa Steelman, Florida Institute of Technology, Recruiting the Next Generation: Exploring Issues Surrounding Millennial On-Boarding
Laurie E. Wasko, DDI, Vicki A Walia, AllianceBernstein, Evan F. Sinar, Development Dimensions International, Millennial Generation Preferences in Unproctored Test Taking Environments
Holly S. Payne, DDI, Jeanné Makiney, Development Dimensions International, Generational Differences in Workplace Performance and Employee Engagement
Jennifer J. Deal, Center for Creative Leadership, Discussant
Submitted by Evan Sinar, Evan.Sinar@ddiworld.com
105. Roundtable Discussion/Conversation Hour: 9:00 AM–9:50 AM
Continental 1
Driving International Selection Excellence: Practical Lessons in Global Implementation
As speed and scalability become more critical to business success, talent selection will need to respond similarly. This roundtable will discuss the practical considerations for I-O practitioners to leverage assessment and selection processes and expand the use globally.
Don Moretti, Bank of America, Host
Daniel Fontaine, Vice President of Assessment, Host
Caroline Bouquet, Bank of America, Host
Submitted by Don Moretti, don.moretti@bankofamerica.com
106. Special Events: 9:00 AM–9:50 AM
Continental 3
Executive Committee Invited Session: SIOP’s New Journal: Continuing the Dialogue on Employee Engagement
SIOP’s new journal, Industrial and Organizational Psychology: Perspectives on Science and Practice, publishes important focal articles on key topics, accompanied by a series of peer commentaries. The first issue includes an article on “The Meaning of Employee Engagement,” by William Macey and Benjamin Schneider, accompanied by 13 commentaries. This session features these authors along with authors of 4 of the commentaries in a live continuation of the dialogue on employee engagement.
Paul R. Sackett, University of Minnesota, Chair
William H. Macey, Valtera, Presenter
Benjamin Schneider, Valtera, Presenter
Michael Frese, University of Giessen, Presenter
Mark Griffin, University of Sheffield, Presenter
Mark Royal, Hay Group, Presenter
Daniel A. Newman, Texas A&M University, Presenter
107. Symposium/Forum: 9:00 AM–9:50 AM
Continental 7
Workplace Civility and Incivility: Implications for Healthcare
This session focuses on studies involving workplace civility, incivility, and employee outcomes in health care settings. Presenters report findings from health care settings involving workplace civility and incivility and their impact on employee attitudes and behaviors. Description of an intervention to improve civility will be presented.
David Mohr, Department of Veterans Affairs, Chair
Olga L. Clark, University of Hartford, Ashley M. Guidroz, Bowling Green State University, Jennifer Geimer, HumRRO, Heather Schwetschenau, Bowling Green State University, Steve M. Jex, Bowling Green State University, Nurses Are Patient People
David Mohr, Department of Veterans Affairs, Nicholas Warren, University of Connecticut Health Center, Michael Hodgson, Department of Veterans Affairs, Do More Civil Workplaces Actually Have Less Incivility?
Scott C. Moore, University of Cincinnati, Katerine Osatuke, Department of Veterans Affairs, Steven Howe, University of Cincinnati, Modeling Turnover and Absenteeism Through Civility and Job Satisfaction Scores
Katerine Osatuke, Department of Veterans Affairs, David Mohr, Department of Veterans Affairs, Christopher Ward, Depart ment of Veterans Affairs, Scott C. Moore, University of Cincinnati, Sue Dyrenforth, Department of Veterans Affairs, Linda Belton, Department of Veterans Affairs, Organization Development Intervention to Increase Civility in the Workforce
Submitted by David Mohr, redcab_us@yahoo.com
108. Interactive Posters: 9:00 AM–10:00 AM
Executive Board Room
Expatriates: Go Back Home
Deanne den Hartog, University of Amsterdam, Facilitator
108-1 Barriers and Support for Expatriates: Facilitating Success
This research examined adjustment in 899 expatriates and 228 of their partners, as well as the potentially moderating role of gender, perceived organizational support, and country masculinity on work outcomes. Results support both direct and moderating relationships between predictors and outcomes. Implications for research and organizations are discussed.
Johanna Johnson, Pennsylvania State University
Rick Jacobs, Pennsylvania State University
Paula Caligiuri, Rutgers University
Submitted by Johanna Johnson, johnson.johanna@gmail.com
108-1 Barriers and Support for Expatriates: Facilitating Success
108-1 Barriers and Support for Expatriates: Facilitating Success
108-1 Barriers and Support for Expatriates: Facilitating Success
108-1 Barriers and Support for Expatriates: Facilitating Success
108-1 Barriers and Support for Expatriates: Facilitating Success
108-1 Barriers and Support for Expatriates: Facilitating Success
108-2 The Unique Influence of Multiple Mentors on Expatriate Assignments
Expatriate mentoring research is extended by examining the unique impact of mentoring provided by home and host country mentors. Results revealed that home and host country colleagues provide unique mentoring functions that predict expatriate socialization, cultural adjustment, job satisfaction, intent to remain for the assignment’s duration, and intent to turnover.
Lisa Littrell, Personnel Decisions International
Kimberly Smith-Jentsch, University of Central Florida
Submitted by Lisa Littrell, drellelittrell@yahoo.com
108-3 Effects of Cultural Intelligence on Expatriate Success
This paper develops propositions for the direct and indirect effects of cultural intelligence on expatriate success outcomes (adjustment, retention and performance). It discusses the selection and training implications of cultural intelligence for international human resource practitioners.
Gloria Miller, University of Wisconsin-Milwaukee
Margaret Shaffer, University of Wisconsin-Milwaukee
Submitted by Gloria Miller, gjm@uwm.edu
108-4 Chinese HCNs’ Willingness to Help Expatriates: Impact of Job Level
Using data from 132 Chinese managers, this study found that ethnocentrism, interpersonal affect, and guanxi significantly impact HCNs’ willingness to offer help to expatriates and that the job level of the expatriate has a significant impact on HCN willingness to offer role information but not on willingness to offer social support.
Arup Varma, University of Loyola Chicago
Shaun Pichler, Michigan State University
Pawan Budhwar, Aston University
Submitted by Arup Varma, avarma@luc.edu
109. Poster Session: 9:00AM–9:50 AM
Grand Ballroom B
Occupational Health/Safety/Stress & Response
109-1 Dirty Work and Animal Shelters: Euthanasia-Related Strain and Coping Strategies
This study’s purpose was to investigate euthanasia-related strain and coping strategies advocated among euthanasia technicians. Results indicated that euthanasia involvement predicted stress due to pressure, stress due to threat, work–family conflict, and burnout. Analysis of open-ended survey data revealed trends in euthanasia technicians’ advocated coping strategies.
Benjamin Baran, University of North Carolina at Charlotte
Joseph Allen, University of North Carolina at Charlotte
Steven Rogelberg University of North Carolina at Charlotte
Christiane Spitzmuller, University of Houston
Charlie Reeve, University of North Carolina at Charlotte
Natalie DiGiacomo, Spartanburg Humane Society
Nathan Carter, Bowling Green State University
Olga Clark, University of Hartford
Lisa Teeter, Development Dimensions International
Paula Starling, Western Kentucky University
Alan Walker, East Carolina University
Submitted by Benjamin Baran, bebaran@uncc.edu
109-2 Reactions to Prescription Drugs and Medical Marijuana Among Nurses
Using a sample of 128 of nurses in an experimental study, fairness perceptions of a drug-free workplace policy were more positive than policies allowing prescription drugs or medical marijuana. In addition, drug type and legality of drug use interacted to affect perceptions of a coworker using drugs.
David Cadiz, Portland State University
Donald Truxillo, Portland State University
Talya Bauer, Portland State University
Berrin Erdogan, Portland State University
Submitted by David Cadiz, dcadiz@pdx.edu
109-3 Safety Climate and Safety Performance in UK-Based SMEs
Despite higher levels of accidents, safety management in SMEs remains underresearched. This study found SMEs had basic safety management systems in place but often struggled to implement commitment-based practices associated with safety in larger organizations. SMEs identified management, excessive regulation, and “resource poverty” as barriers to achieving better safety performance.
Sharon Clarke, The University of Manchester
Christine Flitcroft, The University of Manchester
Submitted by Sharon Clarke, sharon.clarke@manchester.ac.uk
109-4 Organizational Climate and Burnout: The Mediating Role of Interpersonal Aggression
In a survey of 2,595 research hospital personnel, we tested the postulate across 4 dimensions of organizational climate and 3 dimensions of burnout (i.e., emotional exhaustion, depersonalization, and inefficacy) that aggression mediates the relationships. The results revealed strong support for partial mediation for all models involving emotional exhaustion and depersonalization.
Francois Courcy, Universite de Sherbrooke
Steve Harvey, Bishop's University
Annie Marceau, SPB Organizational Psychology
Adele Rochon, Universite de Sherbrooke
Submitted by Francois Courcy, francois.courcy@usherbrooke.ca
109-5 Effects of Role Ambiguity and Supervisor Support on Safety Performance
Antecedents of safety performance are examined using the theoretical framework of the job demands–control–support model (Johnson & Hall, 1988). Supervisor support is shown to moderate the relationship between role ambiguity and safety performance. Future directions regarding the applicability of this model to workplace safety are discussed.
Kristin Cullen, Auburn University
Julia Walsh, Auburn University
Bryan Edwards, Auburn University
J. Craig Wallace, Oklahoma State University
Travis Tubre’, University of Wisconsin-River Falls
Submitted by Kristin Cullen, cullekr@auburn.edu
109-6 Stress, Need for Recovery, and Ineffective Self-Management
This study examined the role of need for recovery in the relationship between stress and multiple self-defeating behaviors and cognitions. Results supported these relationships for the outcomes of procrastination, self-handicapping, and impulsivity. Implications for organizations are linked to the relationships between self-defeating behaviors and cognitions, and effective self-management.
Christopher Cunningham, University of Tennessee at Chattanooga
Submitted by Christopher Cunningham, Chris-Cunningham@utc.edu
109-7 The Effects of Exercise on Job Satisfaction: Mood Mediation Effects
Eighty-one employees at a midwestern corporation completed assessments of fitness, mood (PA & NA), and job satisfaction measures. Results revealed significant positive relationships between exercise and positive mood, positive mood and job satisfaction, and exercise and job satisfaction with a fully mediating influence of positive mood.
Emily Baumann, Southern Illinois University-Edwardsville
Catherine Daus, Southern Illinois University-Edwardsville
Submitted by Catherine Daus, cdaus@siue.edu
109-8 Financial Decision Makers’ Perceptions of Safety Performance, Programs, and Personnel
This study explored corporate financial decision makers’ perceptions of their companies’ safety performance, programs, and personnel and their explanations for these perceptions. In addition, differences in the perceptions of corporate financial decision makers from companies of different sizes and belonging to industries with different levels of injury risk were investigated.
Sarah DeArmond, University of Wisconsin Oshkosh
Yueng-Hsiang Huang, Liberty Mutual Research Institute for Safety
Peter Chen, Colorado State University
Theodore Courtney, Liberty Mutual Research Institute for Safety
Submitted by Sarah DeArmond, dearmons@uwosh.edu
109-9 Performance Under Acute Stress: The Role of Individual Differences
The purpose of this study was to examine how coping behavior and performance under acute stress are predicted by the traits hardiness and goal orientation. The results showed that the effects of these traits on coping behavior and performance are mediated by coping style and metacognitive awareness.
Rose Delahaij, TNO/NLDA/Tilburg University
Tony Gaillard, TNO Defence, Security and Safety
Joseph Soeters, Netherlands Defence Academy
Submitted by Rose Delahaij, roos.delahaij@tno.nl
109-10 Work Stressors, Role-Based Performance, and Support Climate: A Moderated Model
Differential relationships between challenge and hindrance stressors and role-based performance, as well as the moderating role of organizational support climate, were examined. Challenge stressors were positively related to performance, whereas hindrance stressors were negatively related. Interestingly, organizational support climate moderated the observed relationship between challenge stressors and performance.
David Finch, Applied Psychological Techniques (APT)
J. Craig Wallace, Oklahoma State University
Bryan Edwards, Auburn University
Todd Arnold, Oklahoma State University
Michael Frazier, Oklahoma State University
Submitted by David Finch, dfinch@appliedpsych.com
109-11 Hell Is Conflict With the Supervisor?
Social support mediated the relationship between social stressors and different well-being indicators among 323 public service employees of 3 organizations. More and stronger effects were found for stressors and support related to the supervisor compared to stressors and support related to coworkers and aggregate measures of both constructs.
Simone Grebner, Central Michigan University
Achim Elfering, University of Bern
Karin Gilgen, University of Fribourg
Fabienne Probst, University of Fribourg
Karine Scheurer, University of Fribourg
Submitted by Simone Grebner, grebn1s@cmich.edu
109-12 Personality Correlates With Safety Supervisor Ratings in Multiple Job Settings
Work-related accidents result in substantial costs to organizations. This study examines the use of multiple personality scales to create a safety profile to select individuals who are more likely to be safe individuals. Results showed support for previous research as well as for the proposed scoring technique.
Matthew Lemming, University of Missouri-St. Louis
Craig Johnson, Hogan Assessment Systems
Jeff Foster, Hogan Assessment Systems
Submitted by Craig Johnson, cjohns38@gmail.com
109-13 The Effects of Partner Aggression on Work Withdrawal
Two studies were conducted that examined the effects of partner aggression on work withdrawal. In Study 1, psychological aggression predicted distraction, neglect, and performance. In Study 2, which compared physically abused women with nonabused women, physical aggression predicted distraction and neglect. These relationships were mediated by partner interference.
Manon Leblanc, Bishop’s University
Julian Barling, Queen's University
Submitted by Manon Leblanc, mleblanc@ubishops.ca
109-14 Job Stress in Gender and Occupational Groups
Stressful work incidents and quantitative ratings on job stressors and strains were collected from university employees. Content analyses revealed major job stressors and strains. Both qualitative and quantitative data indicated interaction effects between gender and occupation in predicting job stressors and strains. Gender moderated job stressor–job strain relations.
Cong Liu, Hofstra University
Paul Spector, University of South Florida
Lin Shi, Beijing Normal University
Submitted by Cong Liu, cong.liu@hofstra.edu
109-15 Workplace Incivility in Chinese Employees: The Role of Core Self-Evaluations
A 2,201-case Chinese employee sample was surveyed to examine the relationships among workplace incivility, core self-evaluations, and strains at work (burnout, depression, and job satisfaction). Findings showed that core self-evaluations moderated the relationship of incivility with depression and job satisfaction but not burnout, which extended the literature of incivility.
Charleen Maher, University of South Florida
Liuqin Yang, University of South Florida
Xichao Zhang, Beijing Normal University
Paul Spector, University of South Florida
Shawn Thorp, University of South Florida
Michael Conkiln, Crocodile Kiosk, LLC
Submitted by Charleen Maher, charleen.maher@gmail.com
109-16 Goal Orientation and Approach-Avoidance Motivational Systems as Predictors of Burnout
Goal orientation and approach-avoidance motivation were found to predict burnout (Maslach Burnout Inventory) among college students. Results support a 2x2 conceptualization of goal orientation. Theoretical and applied implications are discussed.
Alicia DeCriscio, Baruch College, CUNY
Hilary Brandman, Baruch College, CUNY
Allison Manipella, Baruch College, CUNY
Megan Ryan, Baruch College, CUNY
Jessica Youdim, Baruch College, CUNY
Loren Naidoo, Baruch College, CUNY
Submitted by Loren Naidoo, loren_naidoo@baruch.cuny.edu
109-17 The Interaction Between Personality and Person–Job Fit on Strains
The moderating effect of core self-evaluation on the relationship between person–job (P–J) fit and subjective well-being was investigated. Aspects of subjective well-being measured included depression, anxiety, and happiness. The combined effect of core self-evaluation and P–J fit significantly predicted happiness but not depression and anxiety.
Hyung Park, Central Michigan University
Annalyn Jacob, Central Michigan University
Matthew Monnot, Central Michigan University
Stephen Wagner, Central Michigan University
Submitted by Hyung Park, iris0606@hotmail.com
109-18 Mediators of Relationship Between Stressors and Psychological Outcomes
This paper examined the potential unique mediation effects of depressive and physical symptoms (considered manifestations of stress) on the relationship between role stressors and psychological outcomes, job tension, and turnover intentions. Results show some full and partial mediation for job tension but none for turnover intentions.
Virginia Pitts, Colorado State University
Zinta Byrne, Colorado State University
Submitted by Virginia Pitts, vpitts@simla.colostate.edu
109-19 Organizational Justice and Psychological Distress: Test of Moderating Effects
The purpose of this study is to examine the moderating effect of coworker support and work autonomy on the relationships that distributive justice and procedural justice have with psychological distress. Results, based on 248 prison employees, corroborate the moderating effect of coworker support and partially that of work autonomy.
Vincent Rousseau, University of Montréal
Salwa Salek, HEC Montréal
Caroline Aubé, HEC Montréal
Estelle Morin, HEC Montréal
Jean-Sebastien Boudrias, University of Montréal
Submitted by Vincent Rousseau, vincent.rousseau@umontreal.ca
109-20 Craving Fat–A Look at How Stressors Impact Eating Behavior
The purpose of this study is to use the demand-control as a foundation to examine control issues in predicting unhealthy eating behavior. In a multilevel diary study, it was found that autonomy and workplace eating norms moderated the relationship between work–family conflict (WFC) and percent of fat intake at work.
Cristina Rubino, University of Houston
Christiane Spitzmuller, University of Houston
Submitted by Cristina Rubino, rubino003@hotmail.com
109-21 Economic Stress and Turnover in American and Chinese Employees
This paper proposes a stressor–strain–outcome model of economic stress and turnover. Using newly-developed Perceived Income Adequacy and Economic Strain Scales, competing stress models in American and Chinese samples were tested. Although the best-fitting model differed across the 2 samples, both models supported the effects of economic stressors on retention outcomes.
Lindsay Sears, Portland State University
Robert Sinclair, Portland State University
Mo Wang, Portland State University
Junqi Shi, Peking University
Submitted by Lindsay Sears, sears@pdx.edu
109-22 Role Overload and Underload in Relation to Stress and Health
There have been many tests of the demand-control model of work stress. However, no studies have examined how the model may differentially apply to role overload versus underload conditions. Results indicate that different controls may in fact buffer different job demands for role overload and match, but not underload.
Kenneth Shultz, California State University-San Bernardino
Mo Wang, Portland State University
Deborah Olson, Olson Consulting Associates
Submitted by Kenneth Shultz, kshultz@csusb.edu
109-23 Reactions to Prescription Drugs and Medical Marijuana in the Workplace
Using a sample of 157 employed adults in an experimental study, perceptions of employer drug policies and a coworker using drugs were affected by the legality of the drug use and whether an explanation was provided. Type of drug used (marijuana versus prescription drug) had few effects.
Donald Truxillo, Portland State University
David Cadiz, Portland State University
Talya Bauer, Portland State University
Berrin Erdogan, Portland State University
Submitted by Donald Truxillo, truxillod@pdx.edu
109-24 Convergent and Discriminant Validity of the Workplace Exclusion Scale (WES)
The purpose of this study was to establish validity estimates for the Workplace Exclusion Scale, a measure designed to assess experiences of workplace exclusion. Results provide evidence of convergent and discriminant validity and support for the ability of the WES to distinguish between employees experiencing varying levels of exclusion.
Robert Hitlan, University of Northern Iowa
Benjamin Walsh, University of Connecticut
Submitted by Benjamin Walsh, benmikewalsh@gmail.com
109-25 Expanding the Challenge-Hindrance Stressor Framework: Examining Turnover and OCBs
A model is presented that describes a process through which a dual dimensionality framework of experienced work stress affects turnover intentions and 2 types of OCBs through 3 mechanisms: strains, job satisfaction, and work self-efficacy. Using multisource data, the results indicate partial support for the model.
Jennica Webster, Central Michigan University
Terry Beehr, Central Michigan University
Neil Christiansen, Central Michigan University
Submitted by Jennica Webster, webst1jr@cmich.edu
109-26 When Self-Identity Meets Occupational Stress
This study investigated the relationship among social stressors, self-identity, and counterproductive work behavior with a 361-case employee sample from China. The results indicated the moderating effect of relational identity between interpersonal justice and counterproductive work behavior, and that of collective identity between work–family conflict and counterproductive work behavior.
Liuqin Yang, University of South Florida
Russell Johnson, University of South Florida
Xichao Zhang, Beijing Normal University
Paul Spector, University of South Florida
Submitted by Liuqin Yang, lyang2@mail.usf.edu
109-27 The Stress in General Scale Revisited: A One-Factor Structure
This study was conducted to test a 1-factor structure for the Stress in General scale and examine new items. Using a new sample and a theoretically developed scoring mechanism, a 1-factor SIG scale was identified. A convergent and discriminant validity of the new scale was established.
Maya Yankelevich, Bowling Green State University
Alison Broadfoot, Bowling Green State University
Jennifer Gillespie, Bowling Green State University
Michael Gillespie, Denison Consulting
Ashley Guidroz, Bowling Green State University
Submitted by Maya Yankelevich, mayay@bgsu.edu
110. Symposium/Forum: 9:00 AM–9:50 AM
Imperial B
Organizational Survey Norming, Validation, and Feedback in a Global Environment
Organizational surveys are an integral part of organizational development and human resource initiatives. Although many things can detract from the success of these efforts, this symposium will outline 3 research–practitioner collaborations that provide best practices for norming, translations, and survey feedback in a global environment.
Ashley M. Guidroz, Bowling Green State University, Chair
Michael A. Gillespie, Denison Consulting, Chair
Ashley M. Guidroz, Bowling Green State University, Maya Yankelevich, Bowling Green State University, Michael A. Gillespie, Denison Consulting, Patricia Barger, Bowling Green State University, Michael J. Zickar, Bowling Green State University, Methodological Considerations for Creating and Utilizing Organizational Survey Norms
Nathan T. Carter, Bowling Green State University, Lindsey M. Kotrba, Denison Consulting, Michael A. Gillespie, Denison Consulting, Michael J. Zickar, Bowling Green State University, Dalia L. Diab, Bowling Green State University, Shuang Yueh Pui, Bowling Green State University, Bing C Lin, Bowling Green State University, Substantive Versus Quantitative Determination of Comparability in Organizational Culture Surveys
Gabriel M. De La Rosa, Bowling Green State University, Practices, Considerations in Global Employee Survey Feedback and Action Planning
Submitted by Ashley Guidroz, aguidro@bgnet.bgsu.edu
111. Roundtable Discussion/Conversation Hour: 10:30 AM–11:20 AM
Continental 1
Measuring the Impact and Value of Executive Coaching
The topic of ROI of executive coaching often evokes skepticism, even among industry professionals. The group will discuss experiences and efforts to develop meaningful methodologies for measuring the impact of executive coaching. The hosts draw upon experience developing and implementing a survey-based methodology with BoozAllenHamilton, CreditSuisse, Deloitte, Citigroup, and Wachovia.
Derek A. Steinbrenner, Cambria Consulting, Host
Barry Schlosser, Clarity Consulting Corp., Host
Derek A. Steinbrenner, Cambria Consulting, Host
Barry Schlosser, Clarity Consulting Corp., Host
Syd Snyder, Deloitte, Discussant
Submitted by Derek Steinbrenner, dsteinbrenner@cambriaconsulting.com
112. Panel Discussion: 10:30 AM–11:50 AM
Continental 2
Internet Testing: Current Issues, Research, Solutions, Guidelines, and Concerns
This panel will identify practice and research issues in unproctored, Internet testing and highlight the guidelines for Internet testing that currently exist. The panelists will identify business, legal, and ethical concerns about the practice and suggest a variety of solutions to the specified problem and concerns.
Nancy T. Tippins, Valtera, Chair
Winfred Arthur Jr., Texas A&M University, Panelist
Dave Bartram, SHL Group PLC, Panelist
Eugene Burke, SHL, Panelist
David Foster, Kryterion, Panelist
Kenneth Pearlman, Independent Consultant, Panelist
Submitted by Nancy Tippins, ntippins@valtera.com
113. Special Events: 10:30 AM–11:50 AM
Continental 3
Executive Committee Invited Session: The I-O “Brand”: A Meeting on SIOP Visibility and Image
SIOP members will have an opportunity to hear and provide input on issues related to our identity and brand as a profession. The selection of a PR firm for SIOP will be reviewed, and inputs for their work will be discussed. Early work products from the firm will be presented.
Joel Philo, JCPenney, Chair
Douglas H. Reynolds, Development Dimensions International, Presenter
Becca A. Baker, North Carolina State University, Presenter
114. Master Tutorial: 10:30 AM–11:50 AM
Continental 4
One and one-half (1½) CE credits for attending! Register at the session.
Update on Neural Networks in I-O Psychology
Artificial neural networks (ANNs) are nonparametric function simulators used to model complex interactions in large data sets. They have been used successfully for exploratory, confirmatory, and operational modeling in organizational research. Participants will receive an update on developments involving ANNs in I-O research and practice.
David J. Scarborough, Unicru, Inc./Black Hills State University., Presenter
Mark J. Somers, New Jersey Institute of Technology/Rutgers-Newark, Presenter
Submitted by David Scarborough, davidscarborough@kronos.com
115. Panel Discussion: 10:30 AM–11:50 AM
Continental 5
Roadblocks, Detours, and New Directions in Career Pathing
Organizations are increasingly interested in developing career paths to specify the distinct paths employees may take to progress. Capturing and presenting career paths is challenging, particularly in dynamic organizations. This panel brings internal and external practitioners together to share their insights and lessons learned from developing and implementing career paths.
Caroline C. Cochran, Personnel Decisions Research Institutes, Chair
Emily E. Duehr, Personnel Decisions Research Institutes, Chair
Timothy Buckley, U.S. Office of Personnel Management, Panelist
Gary W. Carter, Personnel Decisions Research Institutes, Panelist
Kevin W. Cook, Development Dimensions International, Panelist
Vicki L. Flaherty, IBM, Panelist
Christelle C. LaPolice, Personnel Decisions Research Institutes, Panelist
Submitted by Emily Duehr, emily.duehr@pdri.com
116. Symposium/Forum: 10:30 AM–11:50 AM
Continental 6
Computer Adaptive Testing (CAT) and Personnel Selection
This session will focus on the research and application of computer adaptive testing (CAT) in personnel selection contexts. Experienced presenters will provide the audience with insight and findings based on a variety of CAT programs and applications from the public and private sectors.
Michael S. Fetzer, PreVisor, Chair
Sara E. Lambert, PreVisor, Michael S. Fetzer, PreVisor, Benefits and Challenges of CAT for Preemployment Assessment
Walter C. Borman, Personnel Decisions Research Institutes and University of South Florida, Elizabeth M. Lentz, University of South Florida/PDRI, Robert J. Schneider, Personnel Decisions Research Institutes, Janis S. Houston, Personnel Decisions Research Institutes, Ronald Bearden, Navy Personnel Command, Hubert T. Chen, NPRST, Adaptive Personality Scales as Job Performance Predictors: Initial Validation Results
Stephen Stark, University of South Florida, Oleksandr Chernyshenko, University of Canterbury, Multidimensional Forced Choice CAT
Scott A. Davies, Pearson, Walter Way, Pearson, Computer Adaptive Testing: Practical Challenges and Opportunities
Fritz Drasgow, University of Illinois at Urbana-Champaign, Discussant
Submitted by Michael Fetzer, mfetzer@previsor.com
117. Symposium/Forum: 10:30 AM–12:20 PM
Continental 7
Associate Engagement in Asia–Myth or Mystery
Explosive growth in Asia has created both opportunities and challenges for organizations hoping to do business in the area. This symposium will highlight engagement research in 4 multinationals including drivers of engagement and key engagement practices and how they may differ or not across Asia.
Mariangela Battista, Starwood Hotels & Resorts, Chair
Jeffrey A Jolton, Kenexa, Associate Engagement in Asia Pacific
Matthew V. Valenti, Starwood Hotels & Resorts Worldwide, Inc., Corinne Baron Donovan, Baruch College, City University of New York, Mariangela Battista, Starwood Hotels & Resorts, Cultural Similarities in Engagement Across Starwood Hotels & Resorts
Carol A. Surface, PepsiCo, David H. Oliver, PepsiCo International, W. Robert Lewis, University of Connecticut, Employee Engagement in Asia: Necessary but Insufficient for Optimal Performance?
Melinda J. Moye, John Deere, Employee Engagement: A Cross Culture Comparison Between U.S. and China
Miriam Ort, Avon Products, Driving Employee Engagement Globally–Managing Driver Difference in Asia Pacific
Kyle Lundby, Kenexa, C. Harry Hui, University of Hong Kong, Employee Engagement Across Asia Pacific: Same or Not the Same?
Jeffrey M. Saltzman, Sirota Consulting, Discussant
Submitted by Mariangela Battista, Mariangela.Battista@starwoodhotels.com
118. Symposium/Forum: 10:30 AM–11:20 AM
Continental 8
Global Selection Systems: Case Studies and Lessons Learned
The purpose of this forum is to discuss common issues that arise during the design, implementation, and maintenance of selection systems on a global scale. The forum will lead with a survey of assorted issues in global selection efforts and follow with case studies of these topics in applied settings.
Jarrett H. Shalhoop, Hogan Assessment Systems, Chair
Jarrett H. Shalhoop, Hogan Assessment Systems, Blaine Landis, Hogan Assessment Systems, James H. Killian, Hogan Assessment Systems, Survey of Issues Practitioners Face in Global Selection Systems
Thi Bui, Royal Dutch Shell, Heika Bauer, Royal Dutch Shell, Global Validation of the Shell Recruitment Process
Kelly A. Kaminski, Starwood Hotels & Resorts, Global Assessment Development and Implementation
Amie D. Lawrence, Select International, Inc., Lance Andrews, Minnesota State University-Mankato, Matthew S. O’Connell, Select International, Inc., Applying Assessments Across Cultures: A Case Study
Submitted by Jarrett Shalhoop, shalhoop@hotmail.com
119. Panel Discussion: 10:30 AM–11:50 AM
Continental 9
Weight-Based Bias in the Workplace
There has been a recent increase in research investigating weight-based bias in the workplace. The purpose of this panel discussion is to address the current state of our knowledge and to address the need for future research in this domain. Theoretical, practical, and legal implications will be discussed.
Boris B. Baltes, Wayne State University, Chair
Cort Rudolph, Wayne State University, Chair
Lisa Finkelstein, Northern Illinois University, Panelist
Michelle (Mikki) Hebl, Rice University, Panelist
Mark V. Roehling, Michigan State University, Panelist
Eden B. King, George Mason University, Panelist
Submitted by Cort Rudolph, Cort.Rudolph@Wayne.edu
120. Interactive Posters: 10:30 AM–11:20 AM
Executive Board Room
Stop Helping Me—You Are Stressing Me Out
Lillian T. Eby, University of Georgia, Facilitator
120-1 Middle-Aged Employees: Can Being a Mentor Help Prevent Burnout?
This study assessed the effect of acting as a mentor on professional burnout for middle-aged employees. As predicted by the concept of generativity, older mentors more than younger mentors indicated that mentoring had increased their professional satisfaction and improved their performance at work.
Claire Owen, Marymount Manhattan College
Linda Z. Solomon, Marymount Manhattan College
Larissa Kline, Marymount Manhattan College
Laurissa Mallozzi, Marymount Manhattan College
Cornelia Wareham, Marymount Manhattan College
Submitted by Claire Owen, cowen@mmm.edu
120-1 Middle-Aged Employees: Can Being a Mentor Help Prevent Burnout?
120-1 Middle-Aged Employees: Can Being a Mentor Help Prevent Burnout?
120-1 Middle-Aged Employees: Can Being a Mentor Help Prevent Burnout?
120-1 Middle-Aged Employees: Can Being a Mentor Help Prevent Burnout?
120-1 Middle-Aged Employees: Can Being a Mentor Help Prevent Burnout?
120-2 Mentoring Relationships in China: Stress Less or Stressful?
This paper examined mentoring within a stressor–strain framework among 1883 employees from a large mobile company in Beijing, China. Surprisingly, the results showed that mentorship experience was associated with stronger relationships between stressors (career advancement stress, relational stress at work, work–family conflict) and strains. Possible underlying mechanisms were discussed.
Liuqin Yang, University of South Florida
Xian Xu, University of South Florida
Tammy Allen, University of South Florida
Kan Shi, Chinese Academy of Science
Xichao Zhang, Beijing Normal University
Zhongyan Lou, Beijing Normal University 6 829
Submitted by Liuqin Yang, lyang2@mail.usf.edu
120-3 More Helping = More Stress? It Depends on Who You Are
This study addresses the possibility that there are negative effects of performing helping behavior but that those effects are moderated by personality. Results revealed significant interactions between personality and helping to predict role stress. Increased helping was associated with increased stress for individuals low in Extraversion and high in Neuroticism.
Mark Ehrhart, San Diego State University
Taylor Peyton, San Diego State University
Corinne Boulanger, San Diego State University
Angelina Sawitzky, San Diego Gas & Electric
Submitted by Mark Ehrhart, mehrhart@sunstroke.sdsu.edu
120-4 Overachievers Beware: The Effects of Work Overload
The effects of individual initiative behaviors on specific job stressors and job strains were examined. The results revealed work overload as a mediator in specific individual initiative–job stress relationships. The contributions/ implications of these findings for organizational citizenship behavior and job stress literature are discussed.
Theresa LoPiccolo, Safeway
Cong Liu, Hofstra University
Submitted by Theresa LoPiccolo, talopic@yahoo.com
121. Community of Interest: 10:30 AM–11:50 AM
Franciscan A
Occupational Health in Organizations
Lois E. Tetrick, George Mason University, Host
Robert R. Sinclair, Portland State University, Host
122. Special Events: 10:30 AM–11:50 AM
Grand Ballroom A
Program Committee Invited Address– Workforce Intelligence: The Predictive Initiative
It is time to move to prediction. In June 2007 Dr. Fitz-enz launched a project with 25 vendors and corporations to develop the first integrated, predictive, human capital management planning, data mining software, and future-facing metrics system. He will describe the model, issues encountered, and progress to date.
Jac Fitz-enz, Workforce Intelligence Institute, Presenter
123. Poster Session: 10:30 AM–11:20 AM
Grand Ballroom B
Staffing/Recruitment/Legal Issues/Job Analysis
123-1 Quantitative Content Analysis of a Job Analysis Interview: Convergent Validity
This study examined the feasibility of applying computer-assisted content analysis to job analysis interview data. Content analysis results were compared with traditional job analysis results. Findings indicated correspondence between job categories identified by both methods; lesser correspondence was obtained at the task level. Possible applications of this methodology are discussed
Gary Allen, Province of Ontario
Connie Freeman, Hay Group Inc.
Robert Grace, The Leadership Effect
Submitted by Gary Allen, gmallen629@comcast.net
123-2 Individual Differences and the Quality of Job Analysis Ratings
Although individual rater differences have been evaluated in job analysis research, little has been investigated beyond demographic characteristics (e.g., cognitive ability, education). Indeed, research has largely neglected social influences outlined by Morgeson and Campion (1997). This study attempts to fill this void by evaluating personality associated with social influences.
Deborah Ford, Portland State University
Donald Truxillo, Portland State University
Mo Wang, Portland State University
Robert Ployhart, University of South Carolina
Talya Bauer, Portland State University
Submitted by Deborah Ford, dford@pdx.edu
123-3 Practical Implications of Choice of Subject Matter Experts
This study was conducted to examine the strategy of relying solely on supervisors to provide KSA data for job analyses in an applied setting. The KSA ratings of incumbent and supervisor subject matter experts for information technology jobs were collected and compared, and practical implications are discussed.
Jennifer Hurd, FBI
Submitted by Amy Grubb, akdg@comcast.net
123-4 Differential Biases in Task-Oriented Work Analysis Methods
This study empirically compares differential social and cognitive biases in task inventory vs. FJA focus group data, collected from primary care personnel in 6 medical centers nationwide. Task inventory data exhibited more self-presentation bias and availability heuristics than FJA focus group data; neither type exhibited evidence of information overload.
Sylvia Hysong, Michael E. DeBakey VA Medical Center
Richard Best, Lockheed Martin
Frank Moore, University of Texas Health Science Center
Steven Cronshaw, University of Guelph
Submitted by Sylvia Hysong, sylvia.hysong@med.va.gov
123-5 Comparing Two Job Analysis Approaches: Web-Based Versus Focus Groups
This study compares 2 approaches to job analysis on the amount of time, the number of tasks, and the task output/time input ratio for 2 approaches to job analysis: Web based and focus groups. The findings lend partial support to adopting Web-based job analysis methodology as a more efficient process.
Joseph James, University of Nebraska, Omaha
Roni Reiter-Palmon, University of Nebraska-Omaha
Justin Yurkovich, Univ of Nebraska-Omaha
Anatolyi Gins, University of Nebraska at Omaha
Greg Ashley, University of Nebraska at Omaha
Jason Hornberg, University of Northern Iowa
Submitted by Roni Reiter-Palmon, rreiter-palmon@mail.unomaha.edu
123-6 Public Versus Private: Does Employment Discrimination Differ Between the Sectors?
This study investigated potential differences in claims of employment discrimination between the private and public sectors. A statewide database of employment discrimination claims was analyzed to determine if differential claim patterns or levels exist between the sectors. Implications are presented in addition to propositions for future research.
Megan Leasher, HR Chally Group
Corey Miller, Wright State University
Submitted by Megan Leasher, meganleasher@chally.com
123-7 Interests, Rights, and Power in Employment Lawsuit Dispute Resolution
Plaintiff interests and power influenced outcomes of federal court cases (N = 159,120). Ideological cases settled less (civil rights, NLRA, and RLA) than economic cases (ERISA, FLSA). Plaintiff received more in economic cases. Alliance power improved plaintiff outcomes and increased negotiation. Coalition power increased rights determinations.
Richard Posthuma, University of Texas-El Paso
Submitted by Richard Posthuma, rposthuma@utep.edu
123-8 Hiring and Performance Consequences of Offer Delay: An Archival Study
This study investigates the role of job offer delay in job choice. It demonstrates that job seekers are more likely to accept early offers and that those who receive and accept delayed offers subsequently perform no differently nor are more likely to quit than job seekers receiving early offers.
William Becker, University of Arizona
Terry Connolly, University of Arizona
Jerel Slaughter, University of Arizona
Submitted by William Becker, beckerwj@u.arizona.edu
123-9 Applicant Reactions to Web-Based Selection Systems
Data were collected from 268 undergraduates applying to both entry-level and managerial positions with 2 types of online selection systems. Entry level applicants using the Web-based applications responded more favorably to the application process than participants in the Web-form condition and both of the managerial level conditions.
Tiffany Bludau George Mason University
Submitted by Tiffany Bludau, tbludau@gmu.edu
123-10 Implicit Egotism in Selection
This paper extends the concept of implicit egotism–increased liking for objects similar to oneself–to the domain of personnel selection. Self-esteem moderated the relationship between similarity and ratings of the job applicant, with raters high (but not low) in self-esteem favoring applicants who shared their name initials.
Brittany Boyd, Baruch College, CUNY
Victoria Blanshteyn, Baruch College, CUNY
Kristin Sommer, Baruch College, CUNY
Submitted by Brittany Boyd, brittanyboyd@yahoo.com
123-11 Person–Organization Fit as a Mediator of Culture Perceptions and Attraction
Relations among participants’ culture perceptions, culture preferences, person–organization (P–O) fit, and organizational attraction were examined via mediated-moderation analyses. Findings indicated P–O fit completely mediated the relationship between culture perceptions and organizational attraction for individuals with weak culture preferences; P–O fit partially mediated this relationship for individuals with strong culture preferences.
Phillip Braddy The Center for Creative Leadership
Adam Meade, North Carolina State University
Joan Michael, North Carolina State University
John Fleenor, Center for Creative Leadership
Submitted by Phillip Braddy, braddyp@leaders.ccl.org
123-12 The Usefulness of Biodata for Predicting Turnover and Absenteeism
In this study, carefully selected application blank information were used both individually as biodata items and in combination as biodata scales to successfully predict voluntary turnover, involuntary turnover, and employee absenteeism. Little adverse impact for either the biodata items or scales was found.
James Breaugh University of Missouri-St Louis
Submitted by James Breaugh, jbreaugh@umsl.edu
123-13 Relationships Between Job Applicant Dishonesty and Work and Non-Work Deviance
Scores on a measure of job application dishonesty were associated with self-, peer, and coworker reports of dishonest behaviors and honesty-related personality traits. Individuals who engaged in more severe job application dishonesty (vs. more mild dishonesty) were also more likely to engage in dishonest behaviors at and outside of work.
Sarah Carroll, Hofstra University
Ourania Vasilatos, Hofstra University
Lisa Bernardi, Hofstra University
Submitted by Sarah Carroll, sarah.carroll@hofstra.edu
123-14 Work-Status Congruence: Implications for Supervisor–Subordinate and Organizational Outcomes
Drawing from social exchange theory and perspectives on fit, this study examined how work-status congruence (WSC) has direct and indirect beneficial outcomes for the organization. It was found that providing WSC to subordinates yielded reciprocated leader–member exchange and supervisor commitment, along with enhanced performance and lowered job search behavior.
Jason Dahling, The College of New Jersey
Samantha Chau, Novo Nordisk, Inc.
Submitted by Jason Dahling, jdahling@gmail.com
123-15 Data Mining in Organizational Research: A Career Decision-Making Illustration
Data mining is an emerging set of analytic techniques that show promise in the organizational sciences. The advantages and disadvantages of data mining, illustrations from a current study on career decision making, as well as potential applications to other areas of organizational psychology are discussed.
Bryan Wiggins, Fors Marsh Group
Jennifer Gibson, Fors Marsh Group
Brian Griepentrog, Fors Marsh Group
Sean Marsh, Fors Marsh Group
Submitted by Jennifer Gibson, JGibson@forsmarshgroup.com
123-16 Recruitment Stage, Organizational Attraction, and Applicant Intentions
We explored the effect of recruitment stage on the relationship between applicant attraction and intentions. Results from a sample of 177 job applicants showed that the attraction–intentions relationship changes in a nonlinear fashion across stages. Furthermore, the relationship is simultaneously moderated by applicants’ stages in other organizations’ processes.
Michael Horvath Cleveland State University
Matthew Millard, Clemson University
Submitted by Michael Horvath, m.horvath59@csuohio.edu
123-17 Preferences and Job Performance: Predicting What People Choose to Do
This study explores 3 approaches for improving the value person–job fit measures provide for predicting performance. Data from 734 managers is used to examine the validity of an ipsative job fit measure incorporating a work preference taxonomy designed specifically for assessing job fit of managerial employees.
Steven Hunt, SuccessFactors
Submitted by Steven Hunt, shunt@kronos.com
123-18 Changing a Negative Employment Reputation: A Longitudinal Approach
This study examined the role of single and multiple source recruitment practices in changing a negative company reputation over time. Results showed that active recruitment practices led to positive reputation change and that multiple source practices were more effective than single source practices for changing negative reputation perceptions.
Adam Kanar, Cornell University
Submitted by Adam Kanar, amk58@cornell.edu
123-19 Perceptions of Affirmative Action and Socioeconomic Status-Based Selection Programs
This study was conducted to examine fairness perceptions of affirmative action and selection programs targeting people from low socioeconomic status backgrounds. Results suggest fairness perceptions of the programs may be influenced by self-interest factors.
Joy Kovacs, Portland State University
Donald Truxillo, Portland State University
Todd Bodner, Portland State University
Talya Bauer, Portland State University
Submitted by Joy Kovacs, kovaja@pdx.edu
123-20 Applicant Reactions to Employment Interviewer Note Taking
This paper investigated applicant reactions to interviewer note taking. Applicants did not perceive the interview as fairer and as contributing to more accurate decisions when interviewers took notes than when they did not. Overall, applicants preferred interviewers to take notes. Providing an explanation for note taking did not impact applicant reactions.
Catherine Middendorf American Express
Therese Macan University of Missouri-St Louis
Submitted by Therese Macan, Therese.Macan@UMSL.edu
123-21 A Test of Image Congruity Theory and Organizational Attraction
This study tests the applicability of marketing’s image congruity theory to job choice. As suggested, perceptions of actual self-congruence and ideal self-congruence significantly influenced organizational attraction. Changes in self-esteem accompanying expected employment were found to partially mediate the relationship between ideal self-congruence and organizational attraction.
Kevin Nolan, Indiana University
Crystal Harold, Indiana University-Purdue University Indianapolis
Submitted by Kevin Nolan, nolank@bgsu.edu
123-22 Selection Interviewer Judgment and Personal Fear of Invalidity
This study investigates the validity of interviewer judgments in relation to personal fear of invalidity (PFI), a construct tapping individual concern with making errors. A difference in mean validity between groups of interviewers high and low on PFI is reported for interviewers with 50 or more interviews.
James O’Brien, University of Western Ontario
Mitchell Rothstein, University of Western Ontario
Submitted by James O’Brien, jobrie3@uwo.ca
123-23 Applicant Reactions to Rejection: Fairness and Attributional Style as Moderators
This paper discusses attribution and fairness effects in applicant reactions to rejection messages. Well-being and organizational perceptions of individuals with an external attributional style decreased with fairness but only when no feedback was provided. Organization perceptions improved with fairness but were harmed by feedback for external style individuals.
Sonja Schinkel, Amsterdam Business School
Annelies Van Vianen, University of Amsterdam
Dirk Van Dierendonck, Erasmus University Rotterdam
Neil Anderson, University of Amsterdam
Submitted by Sonja Schinkel, s.schinkel@uva.nl
123-24 Direct and Indirect Effects of Selection Expectations on Applicant Attraction
This study examined the relationships among pretest selection expectations, posttest applicant perceptions, and posttest applicant attraction. Significant positive relationships between selection expectations and attraction were largely mediated by applicant perceptions. Limited support was found for the hypothesis that expectations would moderate the relationship between applicant perceptions and attraction.
Bert Schreurs, University of Leuven
Karin Proost, University of Leuven
Eva Derous, Erasmus University Rotterdam
Karel De Witte, University of Leuven
Submitted by Bert Schreurs, bert.schreurs@psy.kuleuven.be
123-25 Predicting Job Performance From the Interaction Between GMA and Neuroticism
This paper hypothesizes that cognitive ability may interact with Neuroticism in a way that incrementally predicts job performance and proposes that workers high in cognitive ability may be unaffected by high levels of Neuroticism. Such findings would inform the way that researchers and practitioners think about GMA and personality.
Jonathan Shaffer, University of Iowa
Submitted by Jonathan Shaffer, jonathan-shaffer@uiowa.edu
123-26 Effects of Causal Attributions on Applicants’ Perceptions and Organizational Consequences
This study examined the mediating effects of selection outcome fairness on the relationship between attributional processing and organizational outcomes. Although selection outcome fairness did not mediate the relationship between attributional dimensions and reapplication intentions and job choice, it did mediate the relationship between selection outcome fairness and recommendation intentions.
Katie Stoiber, Indiana University-Purdue University Indiana
John Hazer, Indiana University-Purdue University Indiana
Submitted by Katie Stoiber, katiestoiber@yahoo.com
123-27 Fancy Job Titles in Recruitment Advertisements: How Do Salespersons React?
Drawing from marketing research (instrumental-symbolic framework, adaptations of self-theories) and from expectancy theory, it was researched whether salespersons would react differently to a fancy job title compared to a traditional job title in a recruitment advertisement. Results showed that salespersons developed higher expectations of the job with a fancy title.
Klaus Templer, Nanyang Technological University
Submitted by Klaus J. Templer, akjtempler@ntu.edu.sg
123-28 Investigating Antecedents and Outcomes of Word-of-Mouth as a Recruitment Source
In a sample of 835 potential applicants for the Belgian Defense, positive and negative word of mouth explained incremental variance in organizational attractiveness and application decisions beyond other recruitment sources. Conscientiousness, tie strength, and source expertise were positively related to both positive and negative word-of-mouth, whereas Extraversion predicted only positive word of mouth.
Greet Van Hoye, Ghent University
Filip Lievens, Ghent University
Submitted by Greet Van Hoye, greet.vanhoye@ugent.be
123-29 In the Eye of the Beholder: Antecedents of Applicant Perceptions
Human resources recruiting managers are placing increasing emphasis on applicant reactions to selection processes. A field sample with a range of ages and ethnic groups was used to demonstrate that employees with stronger performance and goal congruence tend to perceive selection tests as more fair and valid.
Emily Hunter, University of Houston
Sara Perry, University of Houston
L. Witt, University of Houston
Submitted by L. Witt, witt@uh.edu
123-30 Predicting Social Skill From Personality Dimensions
Studies in 2 contrasting jobs and organizations suggest that personality measures can be highly effective and generalizable predictors of components or facets of overall job performance if all variables are measured at optimal levels of aggregation and the effects of indirect selection on personality variables are controlled.
Lawrence Roth, St. Cloud State University
L. Witt, University of Houston
Submitted by L. Witt, witt@uh.edu
123-31 Multiple Predictors of Applicant Reactions in a Promotional Setting
Employees competing for a promotion responded to a questionnaire that assessed applicant reactions to the selection process. Hierarchical regression was used to determine the incremental variance predicted in typical organizational outcome variables by several popular applicant reactions variables. Various directions for future
research are discussed based on the research findings.
Clayton Yonce, Kronos TMD/Portland State University
Deborah Ford, Portland State University
Ana Costa, Portland State University
Submitted by Clayton Yonce, clayy@aol.com
123-32 Do Human Resource Management Practices Matter? A Meta-Analysis
Despite 4 decades of research on the impact of HR practices on organizational outcomes, only 1 meta-analysis has attempted to aggregate the findings of this literature. Using 129 studies, the relationship between 3 types of HR practices across 4 performance measures is examined. Implications are discussed.
Bret Bradley, University of Iowa
Susan Dustin, University of Iowa
Tim Gardner, Vanderbilt University
Submitted by Bret Bradley, bret-bradley@uiowa.edu
124. Symposium/Forum: 10:30 AM–11:20 AM
Imperial A
Developing Applied Experiences for Undergraduate and Graduate I-O Psychology Students
This forum will give specific examples of using applied experiences with undergraduate and graduate students. These include internships, working in an assessment center, and applied class assignments.
Jennifer L. Hughes, Agnes Scott College, Chair
Deborah E. Rupp, University of Illinois at Urbana-Champaign, Assessment Center Programs: Opportunities for Student Experience in I-O
Ronald G. Downey, Kansas State University, Jennifer L. Hughes, Agnes Scott College, Developing and Managing Student Internship Activities
Patrick A. Knight, Kansas State University, Sponsors’ Views of Undergraduate
Internships in I-O Psychology
Jennifer L. Hughes, Agnes Scott College, Two Applied Course Assignments: Interviewing I-O Psychologists and Managers/Employees
Rosemary Hays-Thomas, University of West Florida, Involving Students in Applied Projects
Submitted by Jennifer Hughes, jhughes@agnesscott.edu
125. Symposium/Forum: 10:30 AM–11:50 AM
Imperial B
Intersecting Questions at the Leading Edge of Leadership Research
Four empirical papers address intersecting questions regarding leadership content (what is leadership?), process (how does leadership happen?), function (why study leadership?), and constituency (who do we ask?). Each study offers fresh insights into leadership; collectively, they prompt consideration of an integrated but multifaceted perspective on leadership and its investigation.
Douglas J. Brown, University of Waterloo, Chair
Robert P. Tett, University of Tulsa, Michael G Anderson, CPP, Inc., What Leaders Do: A Competency-Based Conceptual Integration
Kevin E. Fox, St. Louis University, Vicki Tardino, St. Louis University, Patrick Maloney, St. Louis University, The Impact of Ability- and Trait-Based EI on Transformational Leadership
Anuradha Ramesh, Personnel Decisions International, Alecia Billington, Central Michigan University, Neil D. Christiansen, Central Michigan University, Michael Benson, Personnel Decisions International, Traits Predicting Leadership Potential and Derailment From a Configural Perspective
Neil D. Christiansen, Central Michigan University, Misty M. Bennett, Central Michigan University, Michael A. Gillespie, Denison Consulting, Disentangling Rater Bias From Leadership Behavior–Effectiveness Relationships
Joyce E. Bono, University of Minnesota, Discussant
Submitted by Robert Tett, robert-tett@utulsa.edu
126. Symposium/Forum: 10:30 AM–11:50 AM
Yosemite A
Examining the Psychometric Soundness of Multisource Ratings: Alternate Approaches
Despite their popularity, much is still unknown about the psychometric properties of multisource ratings (MSRs). The (dis)agreement in ratings from different organizational levels lies at the heart of research examining MSRs. This symposium brings together presenters who incorporate a variety of alternative approaches to examining the psychometric properties of multisource ratings.
Brian J. Hoffman, University of Georgia, Chair
Dan J. Putka, HumRRO, Charles E. Lance, University of Georgia, Modeling the Psychometric Properties of Multisource Ratings: CFA vs. GLMM
Bethany Bynum, University of Georgia, Brian J. Hoffman, University of Georgia, William A. Gentry, Center for Creative Leadership, A Comparison of Across-Source and Within-Source Measurement Equivalence
Charles E. Lance, University of Georgia, Brian J. Hoffman, University of Georgia, Bethany Bynum, University of Georgia, William A. Gentry, Center for Creative Leadership, P. Gail Wise, Organizational Development Partners LLC, Trait, Level, and Rater Effects in Multisource Ratings: Redux
Brian J. Hoffman, University of Georgia, Expanding the Nomological Network of MSR Source Factors
David J. Woehr, University of Tennessee, Discussant
Submitted by Brian Hoffman, hoffmanb@uga.edu
127. Symposium/Forum: 10:30 AM–12:20 PM
Yosemite B
Bringing the Relationship Into the Experience of Workplace Aggression
This symposium aims to examine the importance of the relationship in the study of workplace aggression. Brief presentations will discuss findings from studies that examine workplace aggression from a range of perpetrators. Implications for future research will be discussed in an interactive session with the audience.
M. Sandy Hershcovis, University of Manitoba, Chair
Tara Reich, University of Manitoba, Chair
E. Kevin Kelloway, St. Mary’s University, Margaret McKee, Mount Saint Vincent
University, Bad is Stronger Than Good: Depending on the Source
Jana L. Raver, Queen’s University, Jeremy F. Dawson, Aston University, Michael Grojean, Aston Business School, D. Brent Smith, London Business School, Contextual Predictors of Organizational-Level Aggression From Staff and Patients
Jonathan Booth, University of Minnesota, Theresa M. Glomb, University of Minnesota, Michelle K. Duffy, University of Minnesota, John Remington, University of Minnesota, Workplace Violence and Aggression: Social Support, Cognitive Appraisal, Coping Processes
Karl Aquino, University of British Columbia, Stefan Thau, London Business School, Murray Bradfield, City of Atlanta, Identity Threats and Work Outcomes: The Moderating Effect of Race
Tara Reich, University of Manitoba, M. Sandy Hershcovis, University of Manitoba, Responses to Workplace Aggression: A Qualitative Examination of Relationships
Anne M. O’Leary-Kelly, University of Arkansas, Discussant
Submitted by M. Sandy Hershcovis, sandy_hershcovis@umanitoba.ca
128. Symposium/Forum: 10:30 AM–11:50 AM
Yosemite C
Factors That Effect Personal Goals and Self-Regulation Processes Over Time
Self-regulation processes have been one of the most studied areas in the field of I-O psychology (Locke & Latham, 2003). However, research in the area has focused on between-subjects comparisons not changes within individuals overtime. This symposium illuminates the relationships over time within subjects of goals and self-regulation processes.
Gordon B. Schmidt, Michigan State University, Chair
Richard P. DeShon, Michigan State University, Chair
Jeffrey B. Vancouver, Ohio University, Samantha Morris, Ohio University, Brendan J. Morse, Ohio University, Melissa Smart, Ohio University, Kevin B. Tamanini, Ohio University, A Control Theory Approach to Goal Origin
Gordon B. Schmidt, Michigan State University, Richard P. DeShon, Michigan State University, The Decreasing Salience and Impact of Assigned Goals Over Time
Aaron M. Schmidt, University of Akron, Patrick D. Converse, Florida Institute of Technology, Opportunity Costs and Incentives as Predictors of Upward Goal Revision
Gillian B. Yeo, University of Queensland-Australia, Tania Xiao, The University of Queensland, Shayne Loft, The University of Queensland, Changes in Domain-Specific Goal Orientation: Growth Trajectories and Performance
Robert G. Lord, University of Akron, Discussant
Submitted by Gordon Schmidt, schmi306@msu.edu
129. Roundtable Discussion/Conversation Hour: 11:30 AM–12:50 PM
Continental 1
Increasing Access to Leadership Development
Leadership development has the potential to change lives in base of the pyramid (BoP) populations. Preliminary field work was conducted in Africa, India, Central Europe, and Laos to test this assumption. This roundtable serves to stimulate dialogue on “giving away” leadership development knowledge in order to address BoP challenges.
Patricia M.G. O’Connor, Center for Creative Leadership, Host
David V. Day, Singapore Management University, Host
Submitted by David Day, davidday@smu.edu.sg
130. Symposium/Forum: 11:30 AM–12:50 PM
Continental 8
When Good Things Happen to Others: Envy and Firgun Reactions
Employees can react to the good fortune of their coworkers by being happy for them (firgun) and/or by envying them. Findings presented at this symposium highlight some predictors of envy, offer insights into determinants of employees’ reactions to their envy, and introduce the concept of firgun in the organizational context.
Yochi Cohen-Charash, Baruch College-CUNY, Chair
Miriam Erez, Technion, Chair
Charles A. Scherbaum, Baruch College-CUNY, Chair
Yochi Cohen-Charash, Baruch College-CUNY, Marina Milonova, Baruch College-CUNY, Predictors of Episodic Envy in the Organizational Context
Jennifer Dunn, Michigan State University, Snuffing or Fanning the Flames of Envy?
James Avey, Central Washington University, Is Positive Psychological Capital Always Good? Is Envy Always Bad?
Yochi Cohen-Charash, Baruch College-CUNY, Miriam Erez, Technion, Charles A. Scherbaum, Baruch College-CUNY, Firgun–Being Happy for Another Person’s Good Fortune
Robert P. Vecchio, University of Notre Dame, Discussant
Submitted by Yochi Cohen-Charash, yochi_cohen-charash@baruch.cuny.edu
131. Interactive Posters: 11:30AM–12:20 PM
Executive Board Room
I Second That Emotion
Cecily D. Cooper, University of Miami, Facilitator
131-1 Distinguishing Perceived Emotional Demands–Abilities Fit From Other Fit Perceptions
Emotional demands–abilities (ED–A) fit is defined as the congruence between a person’s emotional capabilities and the emotional demands of the job. The study distinguishes ED–A fit from other established fit constructs (person–organization, demands–abilities, needs–supplies) and shows that it incrementally predicts several outcome variables beyond established fit variables.
James Diefendorff, University of Akron
Gary Greguras, Singapore Management University
John Fleenor, Center for Creative Leadership
Megan Chandler, University of Akron
Submitted by James Diefendorff, jdiefen@uakron.edu
131-2 Personality-Display Rule Congruence Predicts Emotional Labor and Cognitive Performance
The effects of personality congruence with emotional display rules on emotional labor and cognitive task performance were investigated. One-hundred twenty-one undergraduate students performed a customer service simulation. Results indicated that greater congruence between personality and display rules was associated with less emotional labor and improved cognitive performance.
Moshe Feldman, University of Central Florida
Kimberly Smith-Jentsch, University of Central Florida
Ariel Afek, University of Central Florida
Submitted by Moshe Feldman, mofeld@yahoo.com
131-3 Cultural Distance, Perception of Emotional Display Rules, and Sojourner Adjustment
The perception of differences in emotional display norms between sojourners’ home and host cultures was investigated. Display rule patterns matched across cultures but a “guest” effect was found such that participants reported norms to display less emotion in the host culture then home cultures, despite host norms to express more.
Nicole Gullekson, Ohio University
Jeffrey Vancouver, Ohio University
Submitted by Nicole Gullekson, ng248604@ohio.edu
131-4 Examining Predictors of Display Rule Deviance Using Experience Sampling Methodology
Experience sampling methodology was used on a sample of full-time working adults with the purpose of replicating and extending previous work on display rule deviance. This study examined the following predictors of display rule deviance:power of interaction target, solidarity of interaction target, emotional activation level, and pleasantness of felt emotion.
Erin Richard, Florida Institute of Technology
Kelly Jacobs, Florida Institute of Technology
Submitted by Erin Richard, erichard@fit.edu
132. Poster Session: 11:30 AM–12:20 PM
Grand Ballroom B
Measurement/Statistical Techniques and Motivation/Rewards/Compensation
132-1 Type I and Type II Errors in Adverse Impact Detection
This study examined conditions under which the 4-5ths rule and significance tests were likely to commit type I and type II errors when detecting adverse impact. Results indicated that significance tests (z-tests and Fisher exact test) committed fewer type I but more type II errors than the 4-5ths rule.
Patrice Esson, Virginia Tech
Neil Hauenstein Virginia Tech
Submitted by Patrice Esson, pesson@vt.edu
132-2 IRT Model for Recovering Latent Traits From Forced-Choice Personality Tests
Forced-choice format reduces “faking good” and other response biases, but has statistical properties that have made psychometricians challenge its use in personality assessment. We propose a multidimensional IRT model describing responding to forced-choice items. Latent traits recovered from ipsative data show properties comparable to, or better than, Likert scales.
Anna Brown, SHL Group Limited
Dave Bartram, SHL Group PLC
Submitted by Dave Bartram, dave.bartram@shlgroup.com
132-3 Regression-Based Techniques for DIF Screening of Likert-Type Items
Item bias is a serious concern for all consumers of psychological measures. Detecting differential item functioning is a key step in identifying bias. Several regression procedures for detecting DIF in polytomous items are reviewed and applied to a typical dataset. Utility and convergence of the procedures are discussed.
Levi Boren, University at Albany, SUNY
Submitted by Levi Boren, thelevyisdry@gmail.com
132-4 Methods for Reducing the Length of 360-Degree Instruments
This study demonstrates how current psychometric techniques can be used to reduce the length of an existing 360 instrument. Using confirmatory factor analysis, item response theory, relative weights analysis, and multiple regression, a 360-degree instrument was condensed from 16 scales to 3, but maintained its psychometric integrity.
Phillip Braddy, The Center for Creative Leadership
John Fleenor, Center for Creative Leadership
Michael Campbell, Center for Creative Leadership
Submitted by Phillip Braddy, braddyp@leaders.ccl.org
132-5 Comparison of Weights in Meta-Analysis Under Realistic Conditions
Several weighting procedures for random-effects meta-analysis were compared under realistic conditions. Weighting schemes included unit, sample size, inverse variance in r and in z, empirical Bayes, and a combination procedure. Unit weights worked surprisingly well, and the Hunter and Schmidt (2004) procedures appeared to work best overall.
Liuqin Yang, University of South Florida
Guy Cafri, University of South Florida
Submitted by Michael Brannick, mbrannic@luna.cas.usf.edu
132-6 Comparing Translations of the OLBI: Toward Informed Occupational Health Measurement
This study examines differential functioning of the English version of the Oldenburg Burnout Inventory using item response theory. Results suggest that the translated version is useful. However, linguistic errors appear to contribute to considerable nonequivalence of items. The authors suggest that occupational health researchers investigate measurement equivalence when translating measures.
Bing Lin, Bowling Green State University
Nathan Carter, Bowling Green State University
Charlotte Fritz, Bowling Green State University
Submitted by Nathan Carter, carternt@yahoo.com
132-7 Interrater Discussion and the Interpretation of Agreement Statistics
This study examines how interrater discussion influences interrater agreement statistics. Results suggest that discussion inflates the agreement index but does not systematically influence true score or error variance. It is suggested that preliminary ratings should be considered the most precise estimate of interrater agreement due to this bias.
Nathan Carter, Bowling Green State University
Submitted by Nathan Carter, carternt@yahoo.com
132-8 Initial Testing of the Workgroup Emotional Intelligence Profile-Short (WEIP-S)
This paper reports the initial testing of a public domain short-version of the self-report Workgroup Emotional Intelligence Profile (WEIP). Using data from 3 studies, 4 valid and reliable distinct constructs were derived: awareness of own emotions, management of own emotions, awareness of others’ emotions, and management of others’ emotions.
Peter Jordan, Griffith University
Sandra Lawrence, Griffith University
Submitted by Peter Jordan, peter.jordan@griffith.edu.au
132-9 Power of AFIs to Detect CFA Model Misfit
Hu and Bentler (1999) have derived guidelines for approximate fit indices (AFIs) that are indicative of adequate model fit. This study evaluated these guidelines for data in which an unmodeled factor was present. Results indicated poor power to detect model misspecification for all AFIs examined.
Adam Meade, North Carolina State University
Submitted by Adam Meade, awmeade@ncsu.edu
132-10 The Effects of Careless Responding in a CFA Framework
This study uses confirmatory factor analysis and estimation methods appropriate for ordinal item-level data to determine whether careless responding to negatively keyed items can result in rejection of a 1-factor model for a unidimensional scale.
Jeffrey Kennedy, Nanyang Business School
Submitted by K. Yee Ng, akyng@ntu.edu.sg
132-11 Do the Number of Groups Being Compared in ME/I Matter?
Researchers have assumed the number of groups being compared do not impact tests of measurement equivalence. Results from a Monte Carlo simulation indicate that group size and scale reliability are important factors determining the detection of a known difference between groups, but the number of groups being compared do not.
Kimberly Perry, University of Missouri-St. Louis
Matthew Bales, University of Missouri St. Louis
Submitted by Kimberly Perry, peki0101@hotmail.com
132-12 Sample-Size and Extraction Method Influences on Stability of g-Loadings
This paper examines the variability in g-loadings due to sample size and method of factor extraction. Results show that different factor extraction methods require different sample sizes to achieve the same level of stability in loadings. Results provide guidelines for choosing an appropriate sample size when g-loadings are of interest.
Nicole Blacksmith, Gallup
Charlie Reeve, University of North Carolina Charlotte
Submitted by Charlie Reeve, clreeve@uncc.edu
132-13 Middle Category Endorsement: Item Ante-cedents, Cognitive Effort, and Preferred Meanings
Using a cognitive processing model, this paper examined item-oriented characteristics of middle category endorsement in a Likert scale. Results indicate use of the middle category exhibited a relatively high response latency, tendency toward an “it depends” orientation, and a negative relationship with item clarity.
Alicia Stachowski, George Mason University
John Kulas, Saint Cloud State University
Erika Wold, Saint Cloud State University
Submitted by Alicia Stachowski, astachow@gmu.edu
132-14 Reassessing Organizational Climate: A Multilevel, Latent Variable Formulation
The authors proposed a multilevel, latent variable formulation of organizational climate as an alternative to sample-means based approach to measuring organizational climate. They present an empirical application illustrating the applicability of the ML-SEM model of latent organizational and individual climate based on 5 individual-level attributes.
Kayo Sady, University of Houston
David Dubin, University of Houston
Paras Mehta, University of Houston
L. Witt, University of Houston
Submitted by L Witt, witt@uh.edu
132-15 Testing Cross-Level Moderations on Small Groups: Power and Sample Biases
This Monte Carlo study found multilevel models and OLS regressions both have very low bias for the point estimate of cross-level interaction term. Multilevel models cannot provide sufficient incremental value to discover cross-level interaction effects that cannot be discovered by OLS regressions.
Zhen Zhang, University of Minnesota
Submitted by Zhen Zhang, zzhang@csom.umn.edu
132-16 What is Mastery-Avoidance? A Meta-Analysis
Recent research has utilized meta-analysis to gain a comprehensive perspective on the construct validity of achievement goals. Past research has not examined the recent addition to the achievement goal framework, mastery-avoidance. This study addresses these gaps and demonstrates how each achievement goal links to positive and negative outcome variables.
Lisa Baranik, University of Georgia
Bethany Bynum, University of Georgia
Laura Stanley, University of Georgia
Submitted by Bethany Bynum, bhhoff2@uga.edu
132-17 Individual and Collective Psychological Ownership Within the Job Design Context
This paper extends work on individual psychological ownership by introducing collective psychological ownership as a group level construct and anchoring both in the job design context. It is suggested they provide a parsimonious theoretical explanation for individual and group-level outcomes produced by complex job design, including rarely discussed negative effects.
Jon Pierce, University of Minnesota Duluth
Iiro Jussila, Lappeenranta University of Technology
Anne Cummings, University of Minnesota Duluth
Submitted by Anne Cummings, acumming@d.umn.edu
132-18 Goal Orientations and Performance: Within-Person Variability and Relationships
This study estimates the within-person variance in goal orientations and assesses the within-person relationships between goal orientations and performance. The findings demonstrate that goal orientations are moderately volatile within persons over time and that state goal orientation influences state performance. Practical implications and suggestions for future research are provided.
Dina Krasikova, Purdue University
Reeshad Dalal, George Mason University
Submitted by Reeshad Dalal, rdalal@gmu.edu
132-19 Task Uncertainty as Moderator for ProMES Effectiveness: A Meta-Analysis
In this study, the moderating effect of task uncertainty on the effectiveness of a performance management intervention, ProMES, was examined using meta-analytical methods. Study variables were the level of task uncertainty, the level of task reflexivity, the type of feedback (outcome versus process feedback), and the change in performance.
Eric van der Geer, Eindhoven University of Technology
Harrie van Tuijl, Eindhoven University of Technology
Christel Rutte, Tilburg University
Deborah DiazGranados, University of Central Florida
Melissa Harrell, University of Central Florida
Robert Pritchard, University of Central Florida
Submitted by Jan de Jonge, j.d.jonge@tue.nl
132-20 Self-Role Fit: A Self-Determination Perspective on Work Meaning
This study investigated how integration of self with work role produces self–role fit. In Sample 1, self–role fit was distinct from and predicted outcomes beyond other forms of fit. In Sample 2, autonomy, competence, and relatedness were antecedents of self–role fit, which predicted both role performances and psychological states.
Steven Farmer, Wichita State University
Linn Van Dyne, Michigan State University
Submitted by Steven Farmer, steven.farmer@wichita.edu
132-21 Goal Orientation and the Development of Entrepreneurial Spirit
Passion for entrepreneurial activities is often described as a predictor of entrepreneurial success. This longitudinal study examines the relationship between goal orientation and entrepreneurial spirit. Findings suggest that a performance-prove orientation was related to development of entrepreneurial spirit, but mastery orientation predicted future intent to transfer entrepreneurial skills.
Sandra Fisher, Clarkson University
Michael Wasserman, Clarkson University
Submitted by Sandra Fisher, sfisher@clarkson.edu
132-22 Predicting Test Performance From Achievement Goal Orientations and Positive Affect
Goal orientations and positive affect were examined as predictors of intelligence test performance. Manipulated positive mood produced modest initial gains in performance that were not sustained. Mastery and performance-approach goals were positively related to performance. Their effects were not mediated by positive affect, which also had a positive impact.
Carolyn Jagacinski, Purdue University
Donald Lustenberger, Purdue University
Michael Baysinger, Purdue University
Submitted by Carolyn Jagacinski, jag@psych.purdue.edu
132-23 Development and Validation of a Work-Based Regulatory Focus Scale
This paper reviews the development and validation of a work-specific measure of regulatory focus. Across 3 studies it provides support for the construct and criterion-related validity of the measure. In the final study, it was found that employee-rated promotion and prevention foci predicted supervisor ratings of task performance and citizenship behaviors.
Russell Johnson, University of South Florida
Chu-Hsiang Chang, University of South Florida
Submitted by Russell Johnson, rjohnson@cas.usf.edu
132-24 Causality Orientations and Basic Need Satisfaction as Predictors of Self-Determination
This paper responds to Gagné and Ryan’s (2005) review on workplace self-determination by testing the joint influence of individual differences and the work environment on self-determination. Results highlighted the importance of satisfying employees’ basic needs–particularly the need for competence–in attaining self-determination for those low on autonomous orientation.
Chak Fu Lam, Middlebury College
Suzanne Gurland, Middlebury College
Submitted by Chak Fu Lam, chakfu@bus.umich.edu
132-25 Getting Along at Work: The Predictive Value of Communion Striving
This study examined the links between personality, motivational orientation, and measures of “getting along” in the workplace: leader–member exchange, coworker and supervisor satisfaction, and interpersonal disciplinary actions. Findings show that, consistent with socioanalytic theory, communion striving predicts “getting along” in a field sample.
Blaine Landis, The University of Tulsa
Corrie Pogson, The University of Tulsa
Stephanie Pierce, The University of Tulsa
Submitted by Blaine Landis, blaine-landis@utulsa.edu
132-26 Implicit Identities Predict Supervisor-Rated Work Outcomes and Relationships
This study assessed the usefulness of implicit measures in workplace settings. We found that explicit and implicit measures of subordinate identity predicted supervisor-rated organizational citizenship behavior and leader-member exchange, and subordinate self-reported counterproductive work behavior. Interestingly, the implicit measure was the strongest predictor of supervisor-rated outcomes.
Kristin Saboe, University of South Florida
Russell Johnson, University of South Florida
Submitted by Kristin Saboe, kristin.saboe@gmail.com
132-27 The Effect of Subconscious and Conscious Goals on Employee Performance
The effect of subconscious and conscious goals on employee performance was investigated in an organizational setting. The results showed main effects for both subconscious and conscious goals on performance. A significant interaction was found such that employees who were given both a conscious and subconscious goal performed the best.
Amanda Shantz, University of Toronto
Gary Latham, University of Toronto
Submitted by Amanda Shantz, amanda.shantz@utoronto.ca
132-28 Facets of Psychological Ownership: Evidence of Construct Validity
This research examined the construct validity of three facets of psychological ownership with a sample of 175 employed participants. Global psychological ownership and the value of stock were positively related to facets of psychological ownership. The facets demonstrated differential relationships with other variables, such as work attitudes and extra-role behaviors.
Emily Bailey, Central Michigan University
Stephen Wagner, Central Michigan University
Submitted by Stephen Wagner, wagne1sw@cmich.edu
132-29 Pay and Task Performance: The Role of Individual Differences
This study examined the role of individual differences on task performance over time and under a variety of compensation schemes. Cognitive ability and task ability were associated with baseline performance; cognitive ability was associated with increased performance over time. Individuals low in Agreeableness were more productive under fixed incentive pay.
Ingrid Fulmer, Georgia Institute of Technology
Wendy Walker, Georgia Institute of Technology
Submitted by Wendy Walker, wendy.walker@mgt.gatech.edu
132-30 Identification of Integration Success Utilizing CFA and IRT
In this study, integration success was defined in reference to an acquisition. CFA and IRT ME/I techniques were utilized to determine whether management employees in the acquiring and acquired companies differed in their perception of the workplace environment and company policies.
Yvette Nemeth, HumRRO
Gary Lautenschlager, University of Georgia
Submitted by Yvette Nemeth, ynemeth@humrro.org
132-31 Too Good to be True? Detecting Spurious Effects in Surveys
Survey responses are susceptible to a number of artifacts that threaten the validity of their interpretation. As such, it is critical to understand whether survey responses faithfully reflect the construct they attempt to measure. The focus of this study is on the detection of spurious history effects in survey responding.
Christopher Nye, University of Illinois Urbana-Champaign
Bradley Brummel, University of Illinois Urbana-Champaign
Fritz Drasgow, University of Illinois Urbana-Champaign
Submitted by Christopher Nye, cnye2@uiuc.edu
132-32 Antecedents of Anonymity Perceptions in Web-Based Surveys
All survey respondents may not share the same interpretation of the privacy assurances made to them by survey sponsors. This study investigated the influence of environmental and dispositional antecedents of anonymity perceptions in Web-based surveys. Physical environment was found to predict anonymity perceptions over and above dispositional antecedents.
Thomas Whelan, North Carolina State University
Submitted by Thomas Whelan, tjwhelan@ncsu.edu
133. Symposium/Forum: 11:30 AM–12:50 PM
Imperial A
Leading Change From Different Levels of the Organization
This session extends empirical and conceptual work on important roles of leaders at different organizational levels in successfully implementing radical organizational change. The discussant, an expert in both leadership and organizational change, will engage the audience in identifying major applied and conceptual contributions and a priority agenda for future research.
M. Susan Taylor, University of Maryland, Chair
Xiaomeng Zhang, American University, Myeong-Gu Seo, Boston College , Natalia
Lorinkova, University of Maryland, R. Scott Livengood, University of Maryland, Implementing Change From the Top and the Bottom
Myeong-Gu Seo, Boston College , N. Sharon Hill, University of Maryland, Role of Top Management Communication and Managers’ Commitment and Behavior
Tracy Thompson, University of Washington, Tacoma, Jill Purdy, University of Washington, Tacoma, Middle Manager Agency During Organizational Change
M. Susan Taylor, University of Maryland, Payal Nangia Sharma, University of Maryland, A Conceptual Model of Multilevel Change Leadership
William Bommer, Fresno State University, Discussant
Submitted by Payal Nangia, pnangia@rhsmith.umd.edu