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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