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Saturday AM

 Indicates Saturday Theme Track Session

 

 

202. Master Tutorial: 8:00 AM–9:50 AM  
Continental 1

Two (2) CE credits for attending! Register at the session.

Lights, Camera, Action: How To Develop a Video-Based Test

This tutorial covers the fundamental techniques for developing a video-based test (VBT). The presenters will provide a brief overview of VBTs, then guide participants through activities designed to give a working knowledge of scenario development, script writing, video-production techniques, and casting. Guidance on implementing and maintaining VBTs will be provided.

Delisa D. Walker, U.S. Secret Service, Presenter

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

Sesh Kannan, Flaneur Media, Presenter

Submitted by Delisa Walker, delisa.walker@usss.dhs.gov

 


 

203. Special Events: 8:00 AM–8:50 AM  
Continental 3

Distinguished Early Career Contributions Award Winner:  Sweat the Small Stuff: The Effects of Managers on Employee Health, Motivation, and Happiness

This talk will review research linking managerial behaviors (especially transformational leadership) to employee job satisfaction, motivation, health, and emotions. The focus is on the day-to-day impact of managers on employee well-being. Implications for supervisory and managerial training and development will also be discussed.

Timothy A. Judge, University of Florida, Chair

Joyce E. Bono, University of Minnesota, Presenter

 


 

204. Symposium/Forum: 8:00 AM–9:50 AM  
Continental 5

Implementing Strong Research Designs in the Work–Family Interface

Strong research designs within the field of work and family have been lacking. This symposium showcases research on the work–family interface that incorporates strong design elements. The 4 presentations highlight the strengths and implications of multilevel models, multisource data, replication of findings, modeling complex relationships, and longitudinal models.

Thomas W. Britt, Clemson University, Chair

Hailey A. Herleman, Clemson University, Chair

Heather N. Odle-Dusseau, Clemson University, Chair

Ellen E. Kossek, Michigan State University, Leslie B. Hammer, Portland State University, Jesse S. Michel, Michigan State University, Nanette Yragui, Portland State University, Multilevel Modeling in Work–Family Research: An Exploration of Cross-Level Relationships

Cynthia A. Thompson, Baruch College, CUNY, David J. Prottas, Adelphi University, Jeanine Andreassi, Sacred Heart University, Strengthening Research on Work–Family: Using Objective Measures and Multiple Samples

Emily David, University of Houston, Kori Callison, University of Houston, L. A. Witt, University of Houston, Person–Situation Effects on Work Interference With Family: Modeling Complex Relationships

Heather N. Odle-Dusseau, Clemson University, Hailey A. Herleman, Clemson University, Thomas W. Britt, Clemson University, Carl Castro, USA Medical Research Materiel Command, Charles Hoge, Walter Reed Army Institute of Research, Dennis McGurk, Walter Reed Army Institute of Research, Strengthening Causal Inferences in Work–Family Research: Use of Longitudinal Methods

Wendy J. Casper, University of Texas at Arlington, Discussant

Submitted by Thomas Britt, twbritt@clemson.edu

 


 

205. Symposium/Forum: 8:00 AM–9:50 AM  
Continental 8

The Diversity of Organizational Diversity: Generalizing Findings Across Diverse Groups

Successfully managed, workforce diversity is an asset; poorly managed, it becomes a liability. To inform effective management, this symposium includes empirical research on discrimination and factors that may affect job attitudes and turnover differentially for members of different groups. Research on racial/ethnic minorities, women, older employees, and the disabled are included.

Laura G. Barron, Rice University, Chair

Michelle (Mikki) Hebl, Rice University, Chair

Laura G. Barron, Rice University, Michelle (Mikki) Hebl, Rice University, “Ethnic and Proud”: Manifest Racial Identification and Applicant Discrimination

Lori Anderson Snyder, University of Oklahoma, Lauren V. Blackwell, University of Oklahoma, Jeanette N. Cleveland, Pennsylvania State University, George C. Thornton, Colorado State University, Jennifer Carmichael, University of Oklahoma, Experiences of Disabled Workers: Discrimination, Justice, and Satisfaction

Patrick F. McKay, Rutgers University, Derek R. Avery, University of Houston, David Wilson, University of Delaware, To Stay or Not To Stay? Race and Place Attachment

Cynthia A. Hedricks, SkillSurvey, Inc., Chet Robie, Wilfrid Laurier University, Online Reference Checking Reduces Group Differences

Kathy Stewart, George Mason University, Eden B. King, George Mason University, Kimberly R. Hylton, George Mason University, Eleni Vagias, North Carolina State University, Is Benevolence Bad? Task Consequences of Benevolent and Hostile Sexism

Armando Estrada, Washington State University-Vancouver, Sarah L. B. Singletary, Rice University, Carl Garren, Washington State University, Anders Berggren, Swedish National Defence College, Harassment and Discrimination Outcomes in the Swedish Military

Robert L. Dipboye, University of Central Florida, Discussant

Submitted by Laura Barron, lgb104@yahoo.com

 


 

206. Panel Discussion: 8:00 AM–9:50 AM  
Continental 9

How I-O Psychology Can Contribute to Evidence-Based Management

This panel examines the contributions I-O psychology can make to the EBMgt movement. Panelists will discuss ways in which communities of practice can be built involving researchers, educators, and practitioners in I-O psychology to better disseminate, contextualize, and act upon the field’s core findings.

Gary P. Latham, University of Toronto, Chair

Denise M. Rousseau, Carnegie Mellon University, Chair

Sara L. Rynes, University of Iowa, Panelist

Michael Frese, University of Giessen, Panelist

Rob Briner, Birbeck College, Panelist

David Denyer, Cranfield School of Management, Panelist

Submitted by Denise Rousseau, rousseau@andrew.cmu.edu

 


 

207. Special Events: 8:00 AM–8:50 AM  
Franciscan A

Frontier Series Work Motivation: Past, Present, and Future

The purpose of this panel presentation is to present the forthcoming new SIOP Frontier Series book, Work Motivation: Past, Present, and Future. Kanfer will provide an introduction to the book. Several chapter authors will then discuss their contributions and recommendations for future research.

Ruth Kanfer, Georgia Institute of Technology, Chair

Gilad Chen, University of Maryland, Chair

Robert D. Pritchard, University of Central Florida, Chair

Robert E. Ployhart, University of South Carolina, Presenter

Reeshad S. Dalal, George Mason University, Presenter

Charles L. Hulin, University of Illinois, Presenter

James M. Diefendorff, University of Akron, Presenter

Robert G. Lord, University of Akron, Presenter

Howard J. Klein, The Ohio State University, Presenter

Terence R. Mitchell, University of Washington, Presenter

 


 

208. Special Events: 8:00 AM–8:20 AM  
Grand Ballroom A

 Keynote Address: Preparing for the Future:
A Critical-and-Constructive Look at I-O Education

This keynote session will set the stage for SIOP’s 2008 Saturday theme track. The keynote speaker, Dr. Ben Schneider, will discuss the context, history, trends, and critical issues in I-O education that need to be addressed to ensure the future success of our profession.

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

John C. Scott, Applied Psychological Techniques, Chair

Benjamin Schneider, Valtera, Presenter

 


 

209. Symposium/Forum: 8:00 AM–9:50 AM  
Imperial B

Issues in Personality Assessment in Non-Western Cultures

This symposium presents leading-edge research and findings regarding issues in cross-cultural personality assessment. Issues in the definition, measurement, and validity of personality constructs (work styles) in non-Western cultures will be addressed. In addition, applied issues such as the role of response distortion and the importance of “face” will be discussed.

Ronald Page, Assessment Associates International, Chair

Ying (Lena) Wang, China Europe International Business School, William H. Mobley, China Europe International Business School, Critical Issues in Personality Assessment in China

Thomas Payne, HRC Assessments Co., Ltd., Critical Issues in Personality Assessment in Thailand

Aletta Odendaal, University of Johannesburg, Gideon de Bruin, University of Johannesburg, The Structure of Social Desirability: A Multi-Instrument and Cross-Cultural Perspective

Ronald Page, Assessment Associates International, Critical Issues in the Cross-Cultural Application of Personality Assessment

Clara To, Mobley Group Pacific, Discussant

Anna Brown, SHL Group Limited, Discussant

Submitted by Ronald Page, ronald.page@aai-assessment.com

 


 

210. Symposium/Forum: 8:00 AM–9:50 AM  
Yosemite B

Antecedents and Consequences of Unethical Leadership

Leaders are a vital source to employees about workplace ethics. Yet, recent business scandals cast doubt on leaders’ abilities to instill ethics and challenge researchers to more fully understand unethical leadership. This symposium addresses this issue and presents 5 theoretically driven papers that investigate antecedents and consequences of unethical leadership.

Marie S. Mitchell, University of Nebraska, Chair

Sherry Moss, Wake Forest University, Bennett J. Tepper, Georgia State University, Supervisor–Subordinate Dissimilarity, Leader Abuse, and Subordinate Performance

Rebecca L. Greenbaum, University of Central Florida, Robert G. Folger, University of Central Florida, Effects of Leader Bottom-Line Mentality and Rule-Breaking on Subordinate Outcomes

Melissa Carsten, Gallup Leadership Institute, Mary Uhl-Bien, University of Nebraska-Lincoln, Follower Voice or Silence as a Consequence of Unethical Leadership

Marie S. Mitchell, University of Nebraska, An Investigation of Unethical Leader Behavior and Employee Workplace Deviance

Kristin Smith-Crowe, University of Utah, Elizabeth Umphress, Texas A&M University, Arthur Brief, University of Utah, Suzanne Chan-Serafin, University of Utah, Ann Tenbrunsel, University of Notre Dame, The Effects of Employee Accountability to Corrupt Authority Figures

Rebecca J. Bennett, Louisiana Tech University, Discussant

Submitted by Marie Mitchell, mmitchell@unlnotes.unl.edu

 


 

211. Symposium/Forum: 8:30 AM–9:50 AM   Continental 2
Expatriate Success: Findings From Ten Host-Cultural Clusters Around the World

Systematic research on the generalizability of predictors of expatriate adjustment and success will be presented. All papers stem from the International Generalizability of Expatriate Success Project (iGOES), which has been gathering data from Germanic expatriates serving in 20 countries around the world, representing all 10 GLOBE cultural clusters.

Deniz S. Ones, University of Minnesota, Chair

Juergen Deller, Leuphana University of Lueneburg, Chair

Juergen Deller, Leuphana University of Lueneburg, Introduction to the iGOES (International Generalizability of Expatriate Success) Project

Stephan Dilchert, University of Minnesota, Cognitive Ability and Expatriate Success: A Meta-Analytic Investigation Across Ten GLOBE Regions

Deniz S. Ones, University of Minnesota, Generalizability of Personality–Expatriate Performance Relationships: Findings From Ten Cultural Clusters

Frieder Paulus, Leuphana University Lueneburg, Expatriate Functioning Around the World: Role of Core Self-Evaluations

Anne-Grit Albrecht, University of Lueneburg, Demographic Variables and Expatriate Performance Across Ten GLOBE Cultural Clusters

Chockalingam Viswesvaran, Florida International University, Discussant

Submitted by Deniz Ones, Deniz.S.Ones-1@tc.umn.edu

 


 

212. Symposium/Forum: 8:30 AM–9:50 AM  
Continental 4

Measuring the Impact of Leadership Development

Large companies are investing significantly in leadership education and development. However, many struggle with how to measure the effectiveness of their leadership development activities. This forum showcases the evaluation methods of 3 large companies. The presenters discuss measures, challenges, and ideas to maximize the impact of development programs.

Leah T. Podratz, Shell Oil Company, Chair

Heika Bauer, Royal Dutch Shell, Leah T. Podratz, Shell Oil Company, Measuring Key Leaders’ Behavior Change Following a Development Assessment Center

Paul A. Leone, Alliant International University, Jeffrey Gust, American Express, Leadership Training Evaluation at American Express

Shawn Overcast, JetBlue Airways, Teri Schmidt, JetBlue Airways, Evaluating Leadership Development Effectiveness at JetBlue Airways

Colin C. Lue King, Royal Dutch Shell, Gemma Thomas, Royal Dutch Shell, Shell’s Model for Measuring the Impact of Leadership Development

Submitted by Colin Lue King, colin.lueking@shell.com

 


 

213. Symposium/Forum: 8:30 AM–9:50 AM  
Continental 6

Please Don’t Go! Focusing on Retention and Engagement of Women

Women’s leadership and trends in the workforce have become an important focus recently, as women’s unique challenges and needs in the workplace become clearer. This forum will take a closer look at a number of initiatives in business and academic settings designed to engage, develop, and retain women leaders.

Erica I. Desrosiers, PepsiCo, Chair

Anne C. Weisberg, Deloitte Services LP, Barbara Adachi, Deloitte Services LP, Mass Career Customization: Aligning the Workplace With Today’s Nontraditional Workforce

Nathan J. Hiller, Florida International University, Joyce Elam, Florida International University, Veronica Averhart, Florida International University, Engagement and Retention of Women in Organizations Through Leadership Development

Patricia R. Pedigo, IBM Business-Human Resources, Suzanne Walsh, IBM Corporation, Using Technology for Developing Women Leaders: IBM’s Super Women’s Group

Beverly A. Tarulli, PepsiCo, Engagement and Retention of Women at PepsiCo

Anna Marie Valerio, Executive Leadership Strategies, LLC, Discussant

Submitted by Erica Desrosiers, erica.desrosiers@pepsi.com

 


 

214. Symposium/Forum: 8:30 AM–9:50 AM  
Continental 7

Virtual Teams: Cutting-Edge Research Developments

The purpose of this symposium is to feature cutting-edge research developments in virtual team research. Specifically, we focus on the conceptualization of virtuality, the impact of personality traits and cultural diversity on virtual team processes and outcomes, as well as the role of leadership in virtual team functioning.

Susan Mohammed, Pennsylvania State University, Chair

Katherine Hamilton, Pennsylvania State University, Chair

Katherine Hamilton, Pennsylvania State University, Susan Mohammed, Pennsylvania State University, The Impact of Extent of Virtuality on Team Processes

Matthew S. Prewett, University of South Florida, Ashley A. Gray, Verizon Wireless/University of South Florida, Amy Taylor, University of South Florida, Michael D. Coovert, University of South Florida, Predicting Virtual Team Processes: Team Personality Composition and External Feedback

Yang Zhang, Pennsylvania State University, Susan Mohammed, Pennsylvania State University, Building Cognitive Consensus in Culturally Diverse Virtual Teams

Tyrone Jefferson, Aptima, Inc., Traditional and Modern Leadership Approaches in Three Media Richness Conditions

Luis Martins, Georgia Institute of Technology, Discussant

Submitted by Katherine Hamilton, klh365@psu.edu

 


 

215. Panel Discussion: 8:30 AM–9:50 AM  
Franciscan B

Mentoring Gone Awry–When a “Good Thing” Goes Wrong

Although mentoring can be beneficial, it can also have a downside. Perceived favoritism, problems with virtual interactions, and suppression of individuality can hinder mentoring’s beneficial outcomes. This session will engage prominent scholars and audience members in an interactive discussion of the ways in which mentoring can go wrong.

Michelle M. Fleig-Palmer, University of Nebraska-Lincoln, Chair

Lillian T. Eby, University of Georgia, Chair

Talya N. Bauer, Portland State University, Panelist

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

Dennis Moberg, Santa Clara University, Panelist

Belle Rose Ragins, University of Wisconsin-Milwaukee, Panelist

Submitted by Michelle Fleig-Palmer, mfp@bigred.unl.edu

 


 

216. Panel Discussion: 8:30 AM–9:50 AM  
Franciscan C

Personnel Selection for High-Risk Occupations: Our Current State

Personnel selection is becoming increasingly important as today’s world of work becomes more complex, dynamic, and dangerous. This panel discussion seeks the expert opinion of researchers regarding the current state of selection for high-risk occupations and to identify novel approaches being developed and evaluated by I-O professionals.

Lycia A. Carter, Metropolitan Police Department, Chair

Dwayne G. Norris, American Institutes for Research, Panelist

Mark A. Wilson, North Carolina State University, Panelist

Lee Ann D. Wadsworth, Job Performance Systems, Inc., Panelist

Kelley J. Krokos, American Institutes for Research, Panelist

Submitted by Kelley Krokos, kkrokos@air.org 


217. Special Events: 8:30 AM–9:50 AM  
Grand Ballroom A

 A Special Debate on the State of I-O Training

Using a debate format, this session will highlight opposing views on the health of I-O graduate education, alignment between education and practice, balance between practice and theory, scientist–practitioner collaboration, and the emergence of cross-disciplinary training. This session will bring to light concerns for frank evaluation, deliberation, and discussion.

John C. Scott, Applied Psychological Techniques, Chair

Frank J. Landy, Landy Litigation Support Group, Presenter

James L. Outtz, Outtz and Associates, Presenter

Nancy T. Tippins, Valtera, Presenter

Frank L. Schmidt, University of Iowa, Presenter

Angelo S. DeNisi, Tulane University, Presenter

Ann Marie Ryan, Michigan State University, Presenter

 


 

218. Symposium/Forum: 8:30 AM–9:50 AM  
Imperial A

Assessment Best Practices, Challenges, and Considerations in the Sales Industry

Due to the fact that the nature of sales jobs are shifting from product-based to solution-based selling, this session will address the challenges, best practices, and various considerations involving the application of assessment technology to the changing nature of sales.

Lilly Lin, Development Dimensions International, Chair

Lisa Malley, Development Dimensions International, Chair

Jay Janovics, PreVisor, Richard A. McLellan, Previsor, Cognitive Ability Measures as Predictors of Sales Performance

Lizzette Lima, Development Dimensions International, Utilizing Phone Interviews to Assess for “Consultative” Pharmaceutical Sales Representatives

Lisa Malley, Development Dimensions International, Creating a Customized Sales Assessment to Ensure Strategic Organization Alignment

Lilly Lin, Development Dimensions International, Sarah C. Evans, University of Georgia, Cheryl Goodman, National City, Hiring Manager Reactions and Buy-In to Sales Screening Tools

Submitted by Lilly Lin, lilly.lin@ddiworld.com

 


 

219. Symposium/Forum: 8:30 AM–9:50 AM  
Yosemite A

Cultivating Global Leaders: Selection, Development, and Preventing Derailment

In building their executive bench, organizations seek future leaders with global leadership capabilities. This symposium focuses on the organizational challenges and successes in selecting, developing, and supporting current and future global leaders. Presentations include a mix of theory, empirical findings, and case studies and represent organizations from several global regions.

Juleen Veneziano, RHR International, Chair

Lily Li, University College Dublin, Ireland, William H. Mobley, China Europe International Business School, Aidan Kelly, University College Dublin, Ireland, What Makes Global Executives Culturally Intelligent?

William H. Mobley, China Europe International Business School, Derailment of Executives in Asia Pacific

Juleen Veneziano, RHR International, Patricia Weik, RHR International, Developmental Assignments for High Potentials: Balancing Risk and Growth Potential

Melissa K. Hungerford, The Coca-Cola Company, Developing Emerging Leaders at The Coca-Cola Company

Morgan W. McCall, University of Southern California, Discussant

Submitted by Juleen Veneziano, jveneziano@rhrinternational.com

 


 

220. Symposium/Forum: 8:30 AM–9:50 AM  
Yosemite C

New Research on Age Stereotypes From the U.S. and EU

These studies examine the issue of age stereotypes in the workplace in samples from Italy, France, and the U.S. Specific topics include how stereotyping may affect opportunities of older workers, the perceived fairness of age stereotyping, and the types of stereotypes faced by older versus younger workers.

Marilena Bertolino, University of Trento, Chair

Donald M. Truxillo, Portland State University, Chair

Dirk D. Steiner, Université de Nice-Sophia Antipolis, Mathijs Affourtit, Utrecht University, Success Across the Working-Life Span: What Is and Should Be

Elizabeth A. McCune, Portland State University, Donald M. Truxillo, Portland State University, Perceived Age Differences in Personality and Cognitive Ability

Marilena Bertolino, University of Trento, Franco Fraccaroli, University of Trento, Access to Training: Older and Younger Workers’ Perspectives

Lisa Finkelstein, Northern Illinois University, Discussant

Submitted by Marilena Bertolino, marilena.bertolino@form.unitn.it

 


 

221. Special Events: 9:00 AM–9:50 AM  
Continental 3

Distinguished Professional Contributions Award Winner: Organizational Culture Change is Not About Changing People’s Mental Sets

Initiation of organization change begins with a vision of the future, a cognitive process. But we should not assume that this thought process will then generate the necessary action for change particularly with respect to culture change. Begin with but do not concentrate on vision. It’s behavior change that is required.

Cheri Ostroff, University of Maryland, Chair

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

 


 

222. Interactive Posters: 9:00 AM–9:50 AM  
Executive Board Room

Appearances Do Matter After All

Jolene L. Skinner, Dell Inc., Facilitator

 


 

222-1 The Effect of Gender, Objective and Perceived Body Weight on Absenteeism

This study examined the combined effect of objective body weight, perceived self body weight, and gender on illness-related absenteeism. The objective body weight was positively related to illness-related absenteeism for female employees only when they perceived themselves as overweight. However, the weight–absenteeism relationship was not significant for male employees.

Catherine Lam, The Hong Kong Polytechnic University

Xu Huang, The Hong Kong Polytechnic University

Warren Chiu, The Hong Kong Polytechnic University

Submitted by Catheirne Lam, lam.cat@polyu.edu.hk

222-2 Whiteness of a Name: When “White” is the Baseline

Critical race theory discusses how individuals use White baselines when making comparisons. Results from 2 studies suggest that common names are perceived to be White, and to be more American than African-American, Russian, or unusual names. Common names also were given more positive attributes, including socioeconomic class.

John Cotton, Marquette University

Andrea Griffin, Marquette University

Bonnie O’Neill, Marquette University

Submitted by John Cotton, john.cotton@marquette.edu

222-3 Weight-Based Bias and Evaluative Workplace Outcomes: A Meta-Analysis

This paper presents a meta-analysis of studies that have examined how body weight affects various evaluative workplace outcomes. Results indicate that overweight individuals are denigrated in relation to nonoverweight individuals across a variety of evaluative workplace outcomes. Additionally, support was found for a newly proposed theory, the diminishing impact hypothesis.

Cort Rudolph, Wayne State University

Charles Wells, Wayne State University

Marcus Weller, Wayne State University

Boris Baltes, Wayne State University

Submitted by Cort Rudolph, Cort.Rudolph@Wayne.edu

222-4 Body Art in the Workplace: A Scenario-Based Experiment

Using group norms theory and the justification-suppression model of prejudice in a scenario-based experiment, the authors controlled for participants’ tattoos and piercings, impression management, Openness to Experience, and Agreeableness and found that an inside sales job and independent rewards were related to work partner acceptability but that their interaction was not.

Brian Miller, Texas State University

Kay Nicols, Texas State University

Jack Eure, Texas State University

Submitted by Brian Miller, bkmiller@txstate.edu

 


 

223. Special Events: 9:00 AM–9:50 AM  
Franciscan A

Frontier Series Learning, Training, and Development in Organizations

The purpose of this panel presentation is to present the new SIOP Frontier’s book, Learning, Training, and Development in Organizations. Kozlowski and Salas will introduce the book. Then, several chapter authors will highlight their contributions that summarize current theory and research, and pave the way for future research.

Steve W. J. Kozlowski, Michigan State University, Chair

Eduardo Salas, University of Central Florida, Chair

Robert D. Pritchard, University of Central Florida, Chair

Margaret E. Beier, Rice University, Presenter

Bradford S. Bell, Cornell University, Presenter

Irwin L. Goldstein, University System of Maryland, Presenter

Kurt Kraiger, Colorado State University, Presenter

John E. Mathieu, University of Connecticut, Presenter

Raymond A. Noe, Ohio State University, Presenter

Paul W. Thayer, North Carolina State University, Presenter

 


 

224. Poster Session: 9:00 AM–9:50 AM  
Grand Ballroom B

Testing/Assessment

224-1 Which Golf Tournaments Are the Best Tests of Player Ability?

This paper examines the concept of golf tournament validity. Applying psychometric testing theory to golf tournaments, tournament results from the entire 2004 PGA season were examined. The study also measured the difficulty and discrimination of the tournaments, and explored the interaction between validity, difficulty, and discrimination.

Lance Andrews, Minnesota State University-Mankato

Daniel Sachau, Minnesota State University-Mankato

Submitted by Lance Andrews, lance.andrews@gmail.com

224-2 A Method Factor Predictor of Performance Ratings

A method factor estimated from a Big 5 questionnaire was positively correlated with supervisor ratings of performance. Validities of the Big 5 variables were negligible or negative in the context of the method factor. The possibility that the method factor represented impression management is discussed.

Michael Biderman, University of Tennessee-Chattanooga

Billy Mullins, Vikus Corporation

Nhung Nguyen, Towson University

Jason Luna, Vikus Corporation

Submitted by Michael Biderman, Michael-Biderman@utc.edu

224-3 Assessing Occupational Knowledge Using SJTs Derived From Job Analysis Questionnaires

Existing job analysis questionnaires were modified to create judgment tests to assess occupational competence. Results demonstrated acceptable reliability (up to .69) and validity against job knowledge (up to .32) and attrition (up to .28). This method may provide an inexpensive approach to create judgment tests and objectively assess occupational competence.

Peter Legree, U.S. Army Research Institute

Joseph Psotka, U.S. Army Research Institute

Tiffany Bludau, U.S. Army Research Institute/George Mason University

Dawn Gray, U.S. Army Research Institute/George Mason University

Submitted by Tiffany Bludau, tbludau@gmu.edu

 

224-4 Predictors of Maximum and Typical Performance and Intraindividual Performance Variability

The criterion-related validities of cognitive ability and personality were examined for maximum and typical academic performance. Furthermore, the use of within-person performance variation as a performance criterion was also examined. Results indicated that there was more variability in typical performance than maximum performance, but both indices represented stable individual differences.

Gary Burns, University of Wisconsin-Oshkosh

Bernard Kuechler, University of Wisconsin-Oshkosh

Submitted by Gary Burns, burnsg@uwosh.edu

224-5 Personality Test Administration Format: A Role in Socially Desirable Responding?

This study was designed to compare the susceptibility of Internet-based personality testing to socially desirable responding. Scales scores on a measure of the Big 5 across Internet and paper-and-pencil formats were compared using a repeated measures design.

Michael Christian, University of Arizona

Jessica Siegel, University of Arizona

Bryan Edwards, Auburn University

Travis Tubre’, University of Wisconsin-River Falls

Submitted by Michael Christian, msc@email.arizona.edu

224-6 Item Desirability Instructions and Forced-Choice Personality Measure Development

Recent research suggests that forced-choice personality measures reduce the potential for applicant faking. This study examined the practical issue of whether different forced-choice measures result from different item desirability rating instructions. Results indicated that different instructions produced substantially different measures, indicating this may be an important issue in measure development.

Patrick Converse, Florida Institute of Technology

Erin Whitford, Florida Institute of Technology

Joshua Quist, Harrington & Associates, Inc.

Jaya Pathak, Florida Institute of Technology

Matthew Merbedone, Florida Institute of Technology

Tomer Gotlib, Florida Institute of Technology

Edward Kostic, Florida Institute of Technology

Submitted by Patrick Converse, pconvers@fit.edu

224-7 Simplifying Situational Judgment Test Construction: Methodology and Validation

Situational judgment tests are useful selection tools, but difficult and time-consuming to build (Motowidlo & Tippins, 1993). The current study substituted the traditional format of choosing amongst several response options with rating individual critical incidents for effectiveness. Preliminary evidence suggests validity for predicting work effort and overall performance.

Amy Crook, Rice University

Harrison Kell, Rice University

Bobby Naemi, Rice University

Stephan Motowidlo, Rice University

Submitted by Amy Crook, crook@rice.edu

224-8 Moderators of the Intelligence-Performance Relationship: Age and Experience

This study examined the interactive effects of age, experience, and fluid and crystallized intelligence on adaptive performance. Results from 197 SF NCOs showed that age and experience predicted adaptive performance. Fluid intelligence was a stronger predictor of adaptive performance for younger and less experienced soldiers.

Gonzalo Ferro, Personnel Decisions Research Institutes

Michael Ford, George Mason University

Meredith Cracraft, Personnel Decisions Research Institutes

Submitted by Gonzalo Ferro, gonzalo.ferro@pdri.com

224-9 Hybrid Scoring for Situational Judgment Tests Designed to Evaluate Training

This study details the creation of a hybrid scoring key for a situational judgment test and compares the hybrid key with 2 traditional scoring keys. Responses from a military training program are utilized to illustrate the distinctive effects of using different scoring approaches for training evaluation.

Rolanda,Findlay, Virginia Tech

Neil Hauenstein, Virginia Tech

Submitted by Rolanda Findlay, rfindlay@vt.edu

224-10 The Development and Investigation of an IAT for Workplace Integrity

The Implicit Association Test was used to develop an implicit measure of workplace integrity. The measure’s reliability (internal consistency and temporal stability) and its relationships with theoretically relevant measures (both explicit and implicit) were examined. Results raise questions about the measure’s reliability but provide some support for its construct validity.

Donald Fischer, Missouri State University

Jo Ann Bates, Missouri State University

Submitted by Donald Fischer, donaldfischer@missouristate.edu

224-11 Changing Gears: Modeling Gender Differences in Mechanical Comprehension Test Performance

A model of psychological antecedents hypothesized to predict gender differences in mechanical comprehension test performance was proposed and analyzed. Results revealed that mechanical self-efficacy was positively related to test performance. Additionally, self-efficacywas predicted by one’s mechanical background, which was meaningfully related to gender role identification.

James Grand, Michigan State University

Submitted by James Grand, grandjam@msu.edu

224-12 Proctored Versus Unproctored Online Personality Testing

This field study examined the difference between proctored and unproctored online test administrations of an ipsative personality questionnaire. An archival sample of 5,223 job applicants who applied for management positions was used. Results indicated negligible differences in scores of applicants who tested in proctored versus unproctored sessions.

Dipti Gupta, University of North Texas-Denton

Submitted by Dipti Gupta, dipti_gupta0512@yahoo.com

224-13 Two Validation Studies of a School Teacher Selection System

This poster describes the validity and fairness of an automated preemployment K–12 teacher selection instrument in a concurrent validity study and a predictive value-added measurement study. The instrument assesses the likelihood that a teacher will be a successful teacher, with “success” defined as increased student achievement.

Drozd Mutual of Omaha Insurance Company

Paul Kirk, St. Johns County Schools

Theodore Hayes, The Gallup Organization

Submitted by Theodore Hayes, ted_hayes@gallup.com

224-14 Empirical Review of Employment Interview Constructs

Empirical evidence for components in the Huffcutt, Van Iddekinge, and Roth (2007) model of interview constructs was reviewed. A notable finding was the number of constructs for which research is extremely limited or nonexistent. For constructs with more data, results suggest that structured interviews capture different constructs than unstructured interviews.

Allen Huffcutt, Bradley University

Chad Van Iddekinge, Florida State University

Philip Roth, Clemson University

Submitted by Allen Huffcutt, huffcutt@bumail.bradley.edu

224-15 Revisiting P = f (A x M): The Roles of Tenure and Performance Domain
This study extends research suggesting that ability and Conscientiousness combine multiplicatively when tenure is high by examining facets of performance (task versus contextual). Results support a 3-way interaction for contextual performance, where ability and Conscientiousness are noncompensatory when tenure is high but compensatory when tenure is low.

Arwen Hunter, The George Washington University

Nicholas Vasilopoulos, The George Washington University

Nicholas Martin, Office of Personnel Management

Jeffrey Cucina, U.S. Customs and Border Protection

Submitted by Arwen Hunter, arwen@gwu.edu

224-16 The Nature of the Experience Tapped by Biographical Data Questions

This study explored the ability of biodata questions to tap 3 different aspects of a past experience: reaction to, exposure to, or outcome of that experience. Scales comprised of each of the question types showed good convergent and divergent validity. Predictive validity depended on the predictor and/or criterion assessed.

Jody Illies, Saint Cloud State University

Kevin Mlodzik, Saint Cloud State University

Submitted by Jody Illies, jjillies@stcloudstate.edu

224-17 Cognitive Predictors of Performance in an Applied Multitasking Environment

This study extends emerging research on predictors of job-related multitasking performance. Psychometric g and information processing measures were investigated as predictors of performance in an applied multitasking environment. Psychometric g and information processing explained unique variance in the multitasking criterion in a sample of 14,713 job candidates.

Ted Kinney, Select International

Matthew Reeder, Select International

Matthew O’Connell, Select International

Submitted by Ted Kinney, tkinney@selectintl.com

224-18 Aggregating Up To Dimension Scores in Assessment Centers

Dimension scoring in assessment centers has long been a topic of debate. Based on the literature, this study estimates the amount of dimension, exercise, and error variance in an overall assessment rating based on a range of realistic scenarios. Results support or detract from dimension scoring depending on circumstances.

Nathan Kuncel, University of Minnesota

Paul Sackett, University of Minnesota

Matthew Borneman, University of Minnesota

Submitted by Nathan Kuncel, kunce001@umn.edu

224-19 Communicating the Predictive Power of Selection and Admissions Measures

This paper demonstrates 3 alternative methods for presenting validation results that enhance their interpretability. Results based on the odds ratio, risk ratio, and percentage increase in successful decisions is demonstrated with validity data. These methods provide information in metrics that are accessible to the general public, policy makers, and other scientists.

Sara Cooper, University of Minnesota

Nathan Kuncel, University of Minnesota

Kara Siegert, Graduate Management Admission Council

Submitted by Nathan Kuncel, kunce001@umn.edu

224-20 Examining Alternate Scoring Formats of Situational Judgment Tests

Three situational judgment alternate scoring methodologies were compared in terms of validity and reliability. Although different scoring methods produced similar levels of validity, an ordinal scoring method produced slightly higher reliability than the other 2 approaches. Implications for future research are discussed.

Jeffrey Labrador, Kenexa

Jeff Weekley, Kenexa

Submitted by Jeffrey Labrador, jefflabrador@hotmail.com

224-21 Understanding Employment-Related Motivational Distortion Through Factor Analytic Techniques

An employment-related motivational distortion (EMD) scale was developed. Participants completed a personality inventory in a normal or cued-EMD condition. Scale items were selected based on mean-item differences while controlling for Type I error. A factor analysis of the items produced 4 common factors–Conscientiousness, Integrity/Rule

Abiding, Dominance/Leadership, and Concern for Others.

Zehra LeRoy, University of British Columbia

A. Ralph Hakstian, University of British Columbia

Carrie Cuttler, University of British Columbia

Tenzin Gonsar, University of British Columbia

Lauren Florko, University of British Columbia

Loretta Siu, University of British Columbia

Submitted by Zehra LeRoy, zehra@psych.ubc.ca

224-22 An Investigation of Influence of Test-Taking Fatigue on SJTs

Fatigue effect in SJTs was investigated at the item-level with 2 test forms of the same items reversed ordered. Items toward the end of the test exhibited the greatest fatigue effect. Fatigue effect was operationalized by differences in item parameters of identical items placed differently in the forms.

Brian Marentette, California State University-Sacramento

Daniel Kuang, Biddle Consulting Group

Lawrence Meyers, California State University-Sacramento

Submitted by Brian Marentette, bjm34@saclink.csus.edu

224-23 An Examination of the Previsor Employment Inventory for Publication Bias

The technical manuals of the Employment Inventory, currently a product of Previsor, were examined for publication bias in its validity data. The results were consistent with the inference that lower magnitude validity coefficients were suppressed such that the validity data reported overestimates the typical validity.

Jeffrey Pollack, Virginia Comonwealth University

Michael McDaniel, Virginia Commonwealth University

Submitted by Jeffrey Pollack, pollackjm@vcu.edu

224-24 Snap Decisions in the Employment Interview

This paper examined the length of time that interviewers use to make their selection decisions. Results revealed that most interviewers took more than 5 minutes to make a decision and that the time to make a decision was a function of interview structure, content, and applicant behavior.

Patrick Raymark, Clemson University

Melinda Keith, Clemson University

Heather Odle-Dusseau, Clemson University

Gary Giumetti, Clemson University

Brandy Brown, Clemson University

Chad Van Iddekinge, Florida State University

Submitted by Patrick Raymark, praymar@clemson.edu

224-25 Observation of Performance: Implications for the Validity of Personality

In this predictive validation study, we examined the impact of raters’ opportunity to observe on the relationship between personality and job performance among 92 employees in a financial services firm. Results indicated a strong pattern of increasingly positive validity as supervisors have more time to observe employees.

Sean Robson, Radford University

Joseph Abraham, A&M Psychometrics, LLC

Submitted by Sean Robson, smrobson@radford.edu

224-26 Examining the Effects of Stereotype Threat on Test-Taking Behaviors

An experimental study was used to examine the impact of stereotype threat on test-taking behaviors. Results indicate that stereotype threat had minimal impact on the time-related behaviors but did impact the management of that time and behaviors related to monitoring performance.

Victoria Blanshteyn, Baruch College, CUNY

Charles Scherbaum, Baruch College, CUNY

Elizabeth Marshall, Buck Consultants, an ACS Company

Elizabeth McCue, Baruch College, CUNY

Ross Strauss, Baruch College, CUNY

Submitted by Charles Scherbaum, charles_scherbaum@baruch.cuny.edu

224-27 Using a Difficulty-Anchored Rating Scale in Performing Angoff Ratings

Although the Angoff is a commonly used cut score method, critics argue it places too-high cognitive demands on raters. In this study, SMEs used a “difficulty-anchored” scale while making Angoff ratings. Results are discussed regarding Angoff reliability (.92) and validity (.65 to .84) in predicting actual item difficulty.

Calvin Hoffman, LA County Sheriff's Department

C. Chy Tashima, LA County Sheriff's Department

Submitted by C. Chy Tashima, chytashima@yahoo.com

224-28 What’s in a Blank: A Test of Demographic Assumptions

The assumption that people who fail to report demographic characteristics (such as gender, race, and age) on a cognitive ability test are members of a disadvantaged group was explored. Results show support for the gender and age assumptions and partial support for race assumptions. Practical and theoretical implications are discussed.

Chloe Tatney, University of Texas-Arlington

Kevin Impelman, Batrus Hollweg International

Submitted by Chloe Tatney, ctatney@uta.edu

224-29 Using a Structured Letter of Reference to Predict Performance

Based on work showing that structuring interviews increases their criterion-related validity, we argued that adding structure to references should similarly improve their validity. We tested these predictions using a structured letter of reference. Results demonstrate structured letters of reference have higher reliability and criterion-related validity than unstructured references.

Maria Triana, Texas A&M University

Ryan Zimmerman, Texas A&M University

Murray Barrick, Texas A&M University

Submitted by Maria Triana, mtriana@mays.tamu.edu

224-30 Do Respondents Perceive a Difference Between SJT Response Instructions?

The construct validity of an SJT was examined under 2 separate keying strategies and 2 different response instructions. The first study established the criterion-related validity of the SJT for sales performance, and the second study further examined construct validity and attributions participants made about why they selected a particular response.

Mark Wolf, Georgia Institute of Technology

Richard McLellan, Previsor

Submitted by Mark Wolf, yeswin1@aol.com

224-31 Does Faking Affect Personality Measures’ Factor Structure: An Empirical Investigation

This study examines whether faking affects the factor structure of personality measures. Participants were 4,645 Chinese first-year undergraduate and graduate students who completed the Chinese 16 PF as part of a mandatory psychological assessment. Results showed faking had little influence on the factor structure of the Chinese 16 PF.

Jinyan Fan, Hofstra University

Corbin Wong, Hofstra University

Submitted by Corbin Wong, corbin.wong@psualum.com

224-32 Extraversion as a Predictor of Procedural Justice Perceptions

This study investigated Extraversion as a predictor of procedural justice perceptions. Perceptions of a personality test, an assessment interview, a cognitive test, and the process as a whole were measured immediately after testing and again after the selection process outcome was known.

Kimberly Wrenn, PreVisor

Todd Maurer, Georgia State University

Submitted by Kimberly Wrenn, kwrenn@previsor.com

 


 

225. Master Tutorial: 10:30 AM–11:50 AM  
Continental 1

One and one-half (1½) CE credits for attending! Register at the session.

A Comparison of Fixed-, Random-, and Mixed-Effects Models in Meta-Analysis

The purpose of this tutorial is to describe and contrast the meta-analytic fixed-, random-, and mixed-effects models in terms of their assumptions, the types of inferences (i.e., levels of generalization) that these different models allow, and the parameters that are being estimated when using such models.

Wolfgang Viechtbauer, University of Maastricht, Presenter

Submitted by Scott Bedwell, seb@ipat.com

 


 

226. Symposium/Forum: 10:30 AM–11:50 AM  
Continental 2

Safety in Organizations: Moderators and Mediators of Safety Climate

A cutting-edge and timely symposium examines the boundary conditions as well as potential explanatory mechanisms surrounding relationships between safety climate (employee perceptions of the policies, practices, and procedures concerning safety) and safety-related behaviors. Additional variables of interest include underreporting, Conscientiousness, leadership, and timing of study design.

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

Jennifer Rodriguez, Texas A&M University, Chair

Tahira M. Probst, Washington State University-Vancouver, Armando X. Estrada, University of Texas-El Paso, Accident Underreporting: The Moderating Effect of Organizational Safety Climate

Gary S. Nickell, Minnesota State University-Moorhead, Verlin B. Hinsz, North Dakota State University, Conscientiousness Moderates the Relationship of an Organizational Climate of Food

Mark Griffin, University of Sheffield, Leadership, Safety Climate, and Safety Behavior: Multilevel Mediation and Moderation

Mindy E. Bergman, Texas A&M University, Stephanie C. Payne, Texas A&M University, Jennifer Rodriguez, Texas A&M University, Jeremy Beus, Texas A&M University, Jaime B. Henning, Eastern Kentucky University, Leading and Lagging: The Safety Climate–Unsafe Events Relationship

Andrew Neal, The University of Queensland, Discussant

Submitted by Jennifer Rodriguez, jrodriguez@tamu.edu

 


 

227. Special Events: 10:30 AM–11:20 AM  
Continental 3

M. Scott Myers Award for Applied Research in the Workplace:  TeamSTEPPS™: Team Strategies and Tools to Enhance Performance and Patient Safety

TeamSTEPPS™ is a multiyear research and development project aimed at improving the quality of medical care and reducing medical error by leveraging lessons learned from research on teams, team performance, and the science of learning. The theoretical underpinnings, supporting research, courseware, and future directions of TeamSTEPPS™ will be described.

David P. Baker, American Institutes for Research, Chair

Eduardo Salas, University of Central Florida, Presenter

Alexander Alonso, American Institutes for Research, Presenter

Rachel Day, American Institutes for Research, Presenter

Amy K. Holtzman, American Institutes for Research, Presenter

Laura A. Steighner, American Institutes for Research, Presenter

Catherine Porter, American Institute for Research, Presenter

Heidi King, Department of Defense, Presenter

James Battles, Agency for Healthcare Research and Quality, Presenter

Paul Barach, M.D. University of Miami, Presenter

 


 

228. Symposium/Forum: 10:30 AM–12:20 PM  
Continental 4

Critical and Emerging Topics in the Study of Leadership

This session will examine topics critical to the investigation of leadership: (a) multilevel issues, (b) complexity, (c) leadership and teams, and (d) leader errors. Brief presentations will be given by leading area scholars, followed by a discussant commentary. An audience question-and-answer session will follow.

Sam T. Hunter, Pennsylvania State University, Chair

Katrina E. Bedell Avers, University of Oklahoma, Chair

Fred E. Dansereau, SUNY-Buffalo, Francis J. Yammarino, Binghamton University, Multilevel Issues in Leadership

Mary Uhl-Bien, University of Nebraska-Lincoln, Russ Marion, Clemson, Complexity Leadership: A New Paradigm for Leadership Theory

David V. Day, Singapore Management University, Leadership and Teams

Katrina E. Bedell Avers, University of Oklahoma, Sam T. Hunter, Pennsylvania State University, Tamara Friedrich, University of Oklahoma, The “Dark” Side of Leadership: An Examination of Leader Errors

Michael D. Mumford, University of Oklahoma, Discussant

Submitted by Samuel Hunter, samhunter@psu.edu

 


 

229. Panel Discussion: 10:30 AM–12:20 PM  
Continental 5

Assessment Center Validity: Where Do We Go From Here?

Despite the benefits associated with assessment centers, research has consistently pointed to their weak construct validity. Has AC construct validity research reached the point of diminishing returns? This panel session focuses on where the field is today and attempts to draw conclusions about where the field should go tomorrow.

Brian J. Hoffman, University of Georgia, Chair

Winfred Arthur, Jr., Texas A&M University, Panelist

Charles E. Lance, University of Georgia, Panelist

Filip Lievens, Ghent University, Panelist

Craig J. Russell, University of Oklahoma, Panelist

David J. Woehr, University of Tennessee, Panelist

Submitted by Brian Hoffman, hoffmanb@uga.edu

 


 

230. Symposium/Forum: 10:30 AM–11:50 AM  
Continental 6

The Role of Unstructured Information in the Employment Interview

We know interviewer hiring decisions are influenced by structured information. What is unknown is how much influence information peripheral to a structured interview (e.g., appearance, first impressions, impression management) has. Presenters discuss relationships between antecedents and consequences of peripheral information, interviewer attributes, and interview outcomes.

Murray R. Barrick, Texas A&M University, Chair

Murray R. Barrick, Texas A&M University, Jonathan Shaffer, University of Iowa, Sandra W. DeGrassi, Texas A&M University, The Relationship Between Peripheral Information and the Interview: Meta-Analysis

Tamara Giluk, University of Iowa, Greg L. Stewart, University of Iowa, Jonathan Shaffer, University of Iowa, Interviewer Decision Making: The Role of Judgments During Rapport Building

Julie M. McCarthy, University of Toronto, Alan M. Saks, University of Toronto, Rapport-Building in Interviews: Implications for Interviewee Anxiety and Performance

Greg L. Stewart, University of Iowa, Susan Dustin, University of Iowa, Jonathan Shaffer, University of Iowa, Tamara Giluk, University of Iowa, Antecedents to Rapport Building During the Employment Interview

K. Michele Kacmar, University of Alabama, Discussant

Submitted by Murray Barrick, mbarrick@mays.tamu.edu

 


 

231. Symposium/Forum: 10:30 AM–11:50 AM  
Continental 7

A Tale of Two Emotion Strategies: Surface and Deep Acting

Emotional labor research has focused on 2 types of emotion regulation: surface-level expression management and deep-level feeling management. Our 4 papers (a) explain previous mixed relationships by examining group-level display rules, LMX, and customer service orientation as moderators and (b) consider unique outcomes such as citizenship and objective turnover.

Alicia A. Grandey, Pennsylvania State University, Chair

James M. Diefendorff, University of Akron, Chair

James M. Diefendorff, University of Akron, Rebecca Erickson, University of Akron, Alicia A. Grandey, Pennsylvania State University, Jason Dahling, The College of New Jersey, A Multilevel Analysis of Emotional Labor Among Nurses

Joseph Allen, University of North Carolina Charlotte, S. Douglas Pugh, University of North Carolina-Charlotte, Alicia A. Grandey, Pennsylvania State University, Markus Groth, University of New South Wales, Customer Orientation as Moderator of Display Rules and Surface Acting

Jared Friesen, Ontario Public Service, Glenda M. Fisk, Queens University, Emotion Regulation and LMX: Impact on Follower Attitudes and Citizenship

Samantha Le Chau, Novo Nordisk, Inc., Paul E. Levy, University of Akron, James M. Diefendorff, University of Akron, A Longitudinal Study of Emotional Labor and Turnover

Submitted by Alicia Grandey, aag6@psu.edu

 


 

232. Symposium/Forum: 10:30 AM–11:50 AM  
Continental 8

Write, for These Words Are True: Uncovering Complexity in I-O

The purpose of this symposium, as always, is to provide a forum for our best methodological researchers to describe their most recent efforts. In this, the 13th installment, our presenters will address issues relating to neural networks, effect size interpretation, propensity scoring, and error modeling.

José M. Cortina, George Mason University, Chair

Lisa M. Leslie, University of Maryland, Paul J. Hanges, University of Maryland, Modeling Nonlinearity With Neural Networks and Moderated Regression

José M. Cortina, George Mason University, Ronald S. Landis, University of Memphis, When Small Effect Sizes Tell a Big Story

Brian S. Connelly, University of Minnesota, Paul R. Sackett, University of Minnesota, Shonna D. Waters, University of Minnesota, Reducing Bias Through Propensity Scoring: A Study of SAT Coaching

Dan J. Putka, HumRRO, Michael Ingerick, HumRRO, Rodney A. McCloy, HumRRO, Integrating Reliability and Validity-Based Perspectives on Error in Performance Ratings

Lawrence R. James, Georgia Tech, Discussant

Submitted by Jose Cortina, jcortina@gmu.edu

 


 

233. Panel Discussion: 10:30 AM–11:50 AM  
Continental 9

Mid-Career Changes by I-O Psychologists: Reflections on Successful Transitions

This forum presents experiences and insights of 4 I-O psychologists who made successful midcareer transitions involving changes in work settings not just jobs. They discuss why they changed careers, what enabled them to do so, and how they overcame barriers. Ample time will be provided for audience interaction.

George P. Hollenbeck, Hollenbeck Associates, Chair

Kenneth Pearlman, Independent Consultant, Panelist

Mitchell L. Marks, San Francisco State University, Panelist

Allen I. Kraut, Baruch College/Kraut Associates, Panelist

Kenneth P. De Meuse, University of Wisconsin-Eau Claire, Panelist

Submitted by Mitchell Marks, marks@sfsu.edu

 


 

234. Interactive Posters: 10:30 AM–11:20 AM  
Executive Board Room

Stop Resisting Organizational Change: It Is Futile

Jennifer Hutcheson, Dell Inc., Facilitator

 


 


234-1 Effects of Fit and Change Characteristics on Resistance to Change

This study integrates person–environment fit with the concept of organizational change by linking different types of fit with different types of organizational changes (fundamental and incremental change). Results show that individuals are more resistant to incremental change than fundamental change and that interactions exist between person–organization and needs–supplies fit.

Leslie Allison, Wayne State University

Marcus Dickson, Wayne State University

Submitted by Leslie Allison, lallison@wayne.edu

234-2 Understanding Resistance to Change: Considering Followers’ Dispositions and Leadership Styles

Organizational change efforts often fail because of employee resistance. New research (Oreg, 2003) shows that resistance to change varies across individuals: Some people are more dispositionally change resistant than others. This field study explored how employees’ disposition toward change and supervisors’ leadership styles affect resistance to change.

Patrick Hyland, Teachers College, Columbia University

Submitted by Patrick Hyland, phyland@sirota.com

234-3 Resistance to Organizational Change: Toward a Multidimensional Conceptualization

Employee resistance to change is a phenomenon that has received much attention but that has rarely been studied empirically. Based on findings from 2 studies, the study provides an operational definition of the construct, identifies its dimensionality, and offers behavioral exemplars of different resistance to change types.

Lynne Satav, MICA Consulting Partners

Kate McInnis, The University of Western Ontario

John P. Meyer, The University of Western Ontario

Submitted by Kate McInnis, kmcinni3@uwo.ca

234-4 Employees’ Psychological Reactions To Organizational Change

Employees involved in a change may experience a number of different psychological reactions. Investigating a merger, this study showed that employees’ trust in management, change-related cynicism, perceived uncertainty, and perceived control fully mediated the effect of change communication on employees’ resistance to the
change.

Karen Van Dam, Tilburg University

Shaul Oreg, University of Haifa

Submitted by Karen Van Dam, K.vanDam@uvt.nl

 


 

235. Community of Interest: 10:30 AM–11:50 AM  
Franciscan A

Work–Family Interface

Cynthia A. Thompson, Baruch College, CUNY, Host
Debra A. Major, Old Dominion University, Host

 


 

236. Symposium/Forum: 10:30 AM–12:20 PM  
Franciscan B

Emotions and Leadership

Prior research on leadership has addressed cognitive schema, personality, behavior, and context. However, little research has been conducted regarding emotions in the leadership process. This symposium focuses on the connection between emotions and leadership effectiveness, regardless of whether these emotions are elicited by or exhibited by the leader.

Xiafang Chen, University of Maryland, Chair

Juliet Aiken, University of Maryland, Chair

Robert G. Lord, University of Akron, Chair

Robert G. Jones, Missouri State University, Thomas D. Kane, Missouri State University, Jared Russo, Accenture, Philip Walmsley, U.S. Office of Personnel Management, Group Perceptions and Leader Reports: Emotive Displays and Group Effectiveness

Vykinta Kligyte, University of Oklahoma, Shane Connelly, University of Oklahoma, Jason H. Hill, University of Oklahoma, Influence of Leader Affective Displays on Subordinates’ Integrity

Alison O’Malley, University of Akron, Samantha A. Ritchie, University of Akron, Robert G. Lord, University of Akron, Jane Brodie Gregory, University of Akron, Candice Young, University of Akron, Embodied Emotional Processes and Leadership

Herman Tse, The University of Newcastle, Xu Huang, The Hong Kong Polytechnic University, Neal M. Ashkanasy, University of Queensland, Effects of Emotional Intelligence and LMX Quality on Job Attitudes

Gerben van Kleef, University of Amsterdam, Astrid C. Homan, Universiteit Leiden, Bianca Beersma, University of Amsterdam, Daan van Knippenberg, Erasmus University Rotterdam, Barbara van Knippenberg, Free University Amsterdam, Leader Emotional Displays and Team Performance: The Role of Agreeableness

Joyce E. Bono, University of Minnesota, Discussant

Submitted by Juliet Aiken, jaiken@psyc.umd.edu

 


 

237. Panel Discussion: 10:30 AM–11:20 AM  
Franciscan C

On-Boarding Processes for Transiting I-O’s Into Corporate and Consulting Roles

Newly crowned I-O professionals enter the corporate and consulting world every quarter, often with little understanding of how to seamlessly transition into their new role and organizational culture. This panel discussion will provide the opportunity for discussants to describe the challenges and best practices associated with on-boarding and indoctrination processes.

Audrey M. Wallace, Hogan Assessment Systems, Chair

Ryan A. Ross, Hogan Assessment Systems, Panelist

Hillary Tuttle Ricardo, CPS Human Resource Services, Panelist

Lisa Kobe Cross, Taleo Corporation , Panelist

Beverly J. Maxwell, CITGO Petroleum Corporation, Panelist

Submitted by Audrey Wallace, awallace@hoganassessments.com 


238. Special Events: 10:30 AM–12:20 PM  
Grand Ballroom A

 Meeting Stakeholder Needs: Views From Industry, Consulting, and Academia

The goal of this session is to examine the extent to which I-O psychology graduate programs are meeting the needs of key stakeholders. Panelists from industry, consulting, and academia will discuss how well educational institutions are serving students, recent graduates, employers, the public, and the scientific community.

Dan Sachau, Minnesota State University at Mankato, Chair

Marcus W. Dickson, Wayne State University, Presenter

Paul R. Sackett, University of Minnesota, Presenter

Jeffrey J. McHenry, Microsoft Corporation, Presenter

Irwin L. Goldstein, University System of Maryland, Presenter

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

Derek R. Avery, University of Houston, Presenter 


239. Poster Session: 10:30 AM–11:20 AM   
Grand Ballroom B

Personality

239-1 Work Value Congruence of Protestant and Islamic Work Ethic

This paper introduces a theory of work value congruence of Protestant and Islamic work ethic and offers propositions regarding work ethic value congruence. Depending on the incongruity between the work ethic of the organization and workers, organizations are expected to have negative outcomes for job satisfaction, job commitment, and performance.

Sonia Ghumman, Michigan State University

Submitted by Sonia Ghumman, Ghummans@msu.edu

239-2 Individualism/Collectivism and the Relationship Between Facet Satisfaction and Commitment

This study examined the relationship between job facet satisfaction and commitment in a multinational company across a sample of 7 nations. Specifically, the study focused on the moderating role of individualism and collectivism.

Brandon Roberts, San Diego State University

Jordan Willoughby, San Diego State University

Keith Hattrup, San Diego State University

Karsten Mueller, University of Mannheim

Submitted by Brandon Roberts, brandong.roberts@gmail.com

239-3 Validity of a Contextualized Conscientiousness Scale for PhD Candidate Performance

This study examined the criterion validity of a contextualized Conscientiousness scale developed specifically for the prediction of the performance of PhD candidates. This scale more strongly predicted relevant PhD performance criteria than global Big 5 measures did, which supports the development of customized tests.

René Butter, René Butter Psychologisch Advies

Marise Born, Erasmus University-Rotterdam

Submitted by Marise Born, born@fsw.eur.nl

239-4 Egoism, Sensation Seeking, and the HEXACO Model of Personality

Recent research has suggested that the optimal structure of personality is best represented by 6 instead of 5 independent personality dimensions. To operationalize these 6 dimensions, the HEXACO-PI has been constructed. In 2 studies, the relations between the HEXACO-PI and both egoism and sensation seeking are investigated.

Reinout E. de Vries, VU University Amsterdam

Kibeom Lee, University of Calgary

Michael Ashton, Brock University

Annebel de Hoogh, University of Amsterdam

Jan Feij, VU University Amsterdam

Submitted by Reinout de Vries, re.de.vries@psy.vu.nl

239-5 A Meta-Analysis of Causes and Consequences of Organization-Based Self-Esteem

This study used meta-analysis to examine the antecedents and consequences of organization based self-esteem (OBSE). In addition, regression analysis of meta-analytic data was used to examine whether OBSE explains additional variance in job satisfaction and job performance after general self-esteem was controlled.

Kevin Eschleman, Wright State University

Nathan Bowling, Wright State University

Qiang Wang, Wright State University

Submitted by Kevin Eschelman, eschleman.2@wright.edu

239-6 Core Self-Evaluations and Job Design as Determinants of Organization-Based Self-Esteem

This study explores whether (a) personality affects organization-based self-esteem (OBSE), and (b) job design affects OBSE. Perceived job complexity as a mediator of effects of personality on OBSE is examined. Results suggest that OBSE is a result of both personality and job design.

Donald Gardner, University of Colorado-Colorado Springs

Jon Pierce, University of Minnesota Duluth

Submitted by Donald Gardner, dgardner@uccs.edu

239-7 The Core Self-Evaluation Scale: Further Construct Validation Evidence

Two operationalizations of the core self-evaluation construct were examined. The 12-item measure (Judge et al., 2003) is better used in research when participant time is constrained, and a composite index is better when time is not a constraining factor in the data collection process.

Donald Gardner, University of Colorado-Colorado Springs

Jon Pierce, University of Minnesota Duluth

Submitted by Donald Gardner, dgardner@uccs.edu

239-8 Achievement Values and Academic Performance

This paper examines whether achievement values contribute incrementally to the prediction of performance beyond personality. In an academic setting, achievement values were related to achievement goals even after controlling for personality. Achievement goals and goal striving were related to exam grades in a college course.

Laura Parks, James Madison University

Russell Guay, University of Iowa

Submitted by Russell Guay, russell-guay@uiowa.edu

239-9 Conscientiousness–Cognitive Ability Relationships: Does the Number of Response Options Matter?

This study explored whether the relationship between Conscientiousness and cognitive ability measures administered in an applicant setting is moderated by the number of response options (2 vs. 5) on the Conscientiousness scale. As expected, the relationship between Conscientiousness and cognitive ability was significantly stronger when using a dichotomous response format.

Jennifer Harvel, The George Washington University

Nicholas Vasilopoulos, The George Washington University

Submitted by Jennifer Harvel, jlharvel@gmail.com

239-10 Does One Construct Fit All in Personality Testing?

The validity of personality scores in an applicant setting was investigated using a mixture modeling technique. The study examined whether applicant populations’ personality item responses are indeed homogenous or if underlying subgroups of applicants respond to items differently. Multiple classes of applicants were identified with meaningful differences.

Andrew Jones, James Madison University

Abigail Lau, James Madison University

Submitted by Andrew Jones, jonesat@jmu.edu

239-11 Proactive Personality and Feedback Seeking

This study examined the linkage between proactive personality and feedback seeking and the moderating influence of supervisor feedbacks and organizational justice. The results from a sample of 139 newcomers revealed that the positive association between proactive personality and feedback seeking was facilitated by organizational justice and feedback from supervisors.

Tae-Yeol Kim, City University of Hong Kong

Jie Wang, City University of Hong Kong

Submitted by Tae-Yeol Kim, bestkty@cityu.edu.hk

239-12 Economic and Hypothetical Dictator Game: Effects at the Individual Level

Behavior in dictator game experiments played with actual money were compared to behavior in dictator games with hypothetical money. Average amounts transferred in the experiments are remarkably similar. Individual differences in real and hypothetical allocations in Agreeableness and Extraversion were uncovered—extraverts are “all talk”; agreeable subjects are “for real.”

Avner Ben-Ner, University of Minnesota

Amit Kramer, University of Minnesota

Ori Levy, Coral Capital Management

Submitted by Amit Kramer, akramer@csom.umn.edu

239-13 Investigating Structure Level and Interview Validity in Assessing Big Five

This study investigated the validity of structured interviews designed to measure the Big 5 personality dimensions. The study also compared interview structured level (high vs. low) to determine the comparative validity of each approach. Interview ratings resulted in good patterns of convergent and discriminant validity for both methods.

Michael Whynott, University of Texas-San Antonio

Gregory Manley, University of Texas-San Antonio

Daniel Nguyen, University of Texas-San Antonio

Submitted by Gregory Manley, gregory.manley@utsa.edu

239-14 Work Ethic and Differential Item Functioning for Males and Females

This study examined the differential item and test functioning of the multidimensional work ethic profile (MWEP) for male and female respondents. Results indicated that the MWEP demonstrated measurement invariance across men and women. Additional analyses evaluated mean differences in responses by gender.

John Meriac, University of Tennessee

Taylor Poling, University of Tennessee

David Woehr, University of Tennessee

Submitted by John Meriac, jmeriac@utk.edu

239-15 Similarity of Personality Measures: A Bare-Bones Look at Nomological Nets

Meta-analyses have examined the link between personality and job criteria using a variety of studies, and personality measures that are assumed to be essentially the same. This study proposes 2 indicators of scale commensurability and uses meta-analysis to reveal the extent of similarity among some commonly used personality measures.

Victoria Pace, University of South Florida

Michael Brannick, University of South Florida

Submitted by Victoria Pace, vpace@fiu.edu

239-16 Personality and CWB: Narrowing the Profile of Deviant Employees

This study examined the interactive effects of Conscientiousness, Agreeableness, and Emotional Stability on the prediction of interpersonal deviance. As expected, results of analyses conducted on data collected from 239 workers indicated that interpersonal deviance was most common among high-Conscientious, low-Agreeable, low-Emotional Stability employees.

Lisa Penney, University of Houston

Submitted by Lisa Penney, lpenney@uh.edu

239-17 Personality Remix: Integrating Variable-Centered and Person-Centered Approaches to Personality

This study incorporates variable- and person-centered approaches to data analysis by exploring the existence of personality factorial profiles using mixture factor analysis (MFA). Using the Mini-IPIP, findings show that a 4-class MFA provides the best fit when compared to latent profile analyses (LPA) and a confirmatory factor analysis (CFA).
Reanna Poncheri, North Carolina State University/Surface, Ward, & Assoc.

Stephen Ward, North Carolina State University

Submitted by Reanna Poncheri, rmponche@ncsu.edu

239-18 Development of the WorkKeys Talent Assessment Scales and Indices

This paper describes the development and validation of a facet-level personality assessment designed for workplace applications. The first portion of the paper details development of the facet-level scales, whereas the second portion of the paper details the development of “compound” scales for predicting job criteria (e.g., teamwork).

In-Sue Oh, University of Iowa

Yonca Toker, Georgia Institute of Technology

Jennifer Ferreter, Baruch College, CUNY

Daniel Whitman, Florida International University

Tamera McKinniss, ACT, Inc.

Alex Casillas, ACT, Inc.

Steve Robbins, ACT, Inc.

Submitted by Bennett Postlethwaite, bennett-postlethwaite@uiowa.edu


239-19 Spontaneous Trait Inferences and Organizational Actions: Further Explicating Organizational Personality

In this paper 2 studies were conducted to examine a potential mechanism through which organizational personality trait inferences are initially formed. Results indicate that organizational personality traits are spontaneously inferred in a way tantamount to individual personality perceptions. Implications for future research and practice in this area are discussed.

Stephen Risavy, University of Guelph

Douglas Brown, University of Waterloo

Shawn Komar, University of Waterloo

Submitted by Stephen Risavy, srisavy@uoguelph.ca

239-20 Changing the Focus of Autonomy: The Role of Regulatory Focus

This study examines regulatory focus as a moderator of the autonomy–work outcomes relationship. Results supported regulatory focus as a moderator of important relationships. Specifically, promotion (prevention) individuals reported greater satisfaction when given high (low) autonomy, despite performing better and feeling more competent when given low (high) autonomy.

Samantha Ritchie, University of Akron

Aaron Schmidt, University of Akron

Submitted by Samantha Ritchie, sar23@uakron.edu

239-21 The Error Orientation Questionnaire: A Motivational Perspective on Validity

Further validation was performed on the Error Orientation Questionnaire (EOQ: Rybowiak, Garst, Frese, & Batinic, 1999) using a sample of 371 undergraduates. Results showed that error orientations were related to motivational traits and orientations but not always as expected. Discussion focuses on the best theoretical framework for error orientation.

Kraig Schell, Angelo State University

Jason Hernandez, Angelo State University

Michelle Rosebeary, Angelo State University

Submitted by Kraig Schell, kraig.schell@angelo.edu

239-22 Main and Interaction Effects of Personality and P–O Fit

Trait activation theory guides examination of value-based P–O fit as a moderator of personality–performance relations in 210 managers. Adjustment, ambition, sociability, prudence (curvilinearly), and P–O fit contribute directly to performance. Ambition and sociability predict better when P–O fit is high, suggesting P–O fit may be especially relevant to Extraversion.

Ho-Chul Shin, Hogan Assessment Systems/University of Tulsa

Robert Tett, University of Tulsa

Kurt Kraiger, Colorado State University

Submitted by Ho-Chul Shin, hshin@cju.ac.kr

239-23 IAT and Self-Report Trait Measures in a Selection Context

This study examined the construct and criterion validity of Implicit Association Tests (IAT) and self-report (SR) measures in honest (n = 200) and applicant (n = 200) conditions. Results indicate poor IAT–SR convergence, but IAT’s showed promising discriminant and criterion validity.

Brian Siers, Central Michigan University

Neil Christiansen, Central Michigan University

Submitted by Brian Siers, briansiers@yahoo.com

239-24 Validity of Personality Trait Interactions for Predicting Managerial Job Performance

Research suggests that personality traits may interact in predicting performance in certain jobs. Interactions between Big 5 traits against managerial job performance ratings (n = 680) were examined. Results suggest that this technique is not as beneficial for predicting performance in managerial jobs as research suggests it is for other job types.

Amy Taylor, University of South Florida

Walter Borman, Personnel Decisions Research Institutes and University of South Florida

Submitted by Amy Taylor, Amtaylo3@mail.usf.edu

239-25 Correlates of Proactive Personality: A Meta-Analysis

Meta-analysis of Proactive Personality’s (PAP’s) correlates across 32 independent samples revealed meaningful links between PAP and overall performance (ρ =  .27;
k = 15; N = 3306), satisfaction (ρ = .28; k = 10; N = 2329), and other factors. Further moderator analyses and implications are discussed. 

Jeffrey Thomas, Florida International University

Chockalingam Viswesvaran, Florida International University

Submitted by Jeffrey Thomas, jthom016@fiu.edu

239-26 Core Self-Evaluation in China: Predicting Job Satisfaction and Job Performance

This study used lagged design to examine core self-evaluation on job satisfaction and job performance in a sample of Chinese workers. Core self-evaluation was significantly related to job satisfaction and job performance even when Big 5 personalities were controlled. These results support the cross-cultural generalizability of the core self-evaluation construct.

Songqi Liu, Portland State University

Mo Wang, Portland State University

Ronald Piccolo, University of Central Florida

Yujie Zhan, Portland State University

Junqi Shi, Peking University

Submitted by Mo Wang, mw@pdx.edu

239-27 Personality and Performance in Web-Based Training

The authors explored the joint effects of Conscientiousness and Emotional Stability on speed and quality in a Web-based training course. The high Conscientiousness workers were faster and produced higher quality than the low Conscientiousness workers.
However, among the low Conscientiousness workers, the emotionally unstable workers were better performers than the emotionally stable workers.

Sara Perry, University of Houston

Emily Hunter, University of Houston

L. Witt, University of Houston

Emily David, University of Houston

Submitted by L. Witt, witt@uh.edu

239-28 Influences of Cognitive Abilities on the Effectiveness of Faking Traits

When instructed to produce a favorable trait profile for the job of correctional officer, incumbents high in communication ability were more effective than those lower in communication ability. Findings provided partial support for the notion that cognitive abilities specific to job-relevant personality traits may influence one’s capability to fake well.

Gunna (Janet) Yun, University of Baltimore

Thomas Mitchell, University of Baltimore

Michael Walk, University of Baltimore

Submitted by Gunna (Janet) Yun, gyun@ubalt.edu

239-29 Relationships Between Perceived HR Practices, Person–Environment Fit, and Employee Outcomes

This study examines the role of person–organization (P–O) fit and person–job (P–J) fit in the relationship between employee perceptions of HR practices and employee attitudes and behaviors. Evidence is found for direct relationships as well as for a mediating and moderating role of P–O and P–J fit.

Corine Boon, Erasmus University Rotterdam

Deanne Den Hartog, University of Amsterdam

Paul Boselie, University of Tilburg

Jaap Paauwe, University of Tilburg

Submitted by Corine Boon, cboon@few.eur.nl

239-30 Personality Differences Across Ethnic Subgroups Among Applicants to Unskilled Roles

Personality traits scores of UK applicants (n = 46,196) to unskilled job roles were compared across ethnic groups. The traits of drive, positivity, and sociability favored minority groups with small to moderate effect sizes. However, there were moderate differences favoring the majority group on openness to change.

Mark Abrahams, Kenexa

Sean Keeley, Kenexa

Submitted by Sean Keeley, sean.keeley@kenexa.com


 

240. Panel Discussion: 10:30 AM–11:50 AM  
Imperial A

Onboarding New Executives: Rationale, Current Practices, and Trends

In a context of high turnover and recruiting costs, many organizations are implementing formal onboarding processes to help integrate new executives faster and increase retention. This panel discussion provides an overview of current onboarding approaches. Topics include rationale for onboarding efforts, challenges and pitfalls, stakeholders and processes, and effectiveness metrics.

Michel A. Buffet, Oliver Wyman, Chair

Tracy Catanzariti, Bank of America, Panelist

Robin R. Cohen, Bristol-Myers Squibb, Panelist

Tammy J. Winnie, Kellogg Company, Panelist

Submitted by Michel Buffet, michel.buffet@oliverwyman.com

 


 

241. Symposium/Forum: 10:30 AM–11:50 AM  
Imperial B

Advances in Regulatory Focus Research

Effective leadership acts on follower motivational processes to increase performance. Four papers are presented that expand our understanding of the impact of leadership behavior or goal orientation on follower motivation and performance. In addition, the papers describe conditions in which identical leader behaviors will be differentially effective depending on follower disposition.

Paul D. Johnson, Oklahoma State University, Chair

J. Craig Wallace, Oklahoma State University, Chair

Jill W. Paine, Columbia University, Leader Influence on Follower Engagement During Revolutionary Change

Jacqueline K. Mitchelson, Auburn University, Marcus W. Dickson, Wayne State University, Follower Persuasion and Motivational Responses to Leader Communications

Amanda C. Shull, Columbia University, J. Craig Wallace, Oklahoma State University, Mediating Effects of Regulatory Focus on Goal Orientation Performance Relationships

Paul D. Johnson, Oklahoma State University, J. Craig Wallace, Oklahoma State University, Laura Little, Oklahoma State University, Debra L. Nelson, Oklahoma State University, Leader/Follower Motivation and Performance: Regulatory Focus as a Critical Link

Lois E. Tetrick, George Mason University, Discussant

Submitted by Paul Johnson, pauldj@okstate.edu

 


 

242. Symposium/Forum: 10:30 AM–11:50 AM  
Yosemite A

Forging the Leader’s Character

This symposium will consist of 4 presentations all focusing on character development among leaders. Discussions will center on specific ways to aid in the development of character in leaders, on the development of courage in emerging leaders, and on the impact of culture on values and character development.

Kathleen M. Campbell, U.S. Military Academy, Chair

Donald J. Campbell, U.S. Military Academy, Kathleen M. Campbell, U.S. Military Academy, Impact of Culture on Leaders Idealized Values

Sean T. Hannah, United States Military Academy, John Eggers, National Institute of
Corrections, Leader Identity and Character Development

Patrick Sweeney, United States Military Academy, Michael Matthews, United States Military Academy, Sean T. Hannah, United States Military Academy, Donna Brazil, United States Military Academy, Chris Peterson, University of Michigan, Nanook Park, University of Rhode Island, Head, Heart, or Gut

Paul Lester, United States Military Academy, Sean T. Hannah, United States Military Academy, Bruce J. Avolio, University of Nebraska, Development and Assessment of Courage

Submitted by Kathleen Campbell, LK6954@usma.edu

 


 

243. Symposium/Forum: 10:30 AM–11:50 AM  
Yosemite B

Ensuring Global Validity of Employee Opinion Surveys

Research on the measurement equivalence of employee opinion surveys has not kept pace with increased globalization, even though measurement issues could lead to erroneous conclusions and inappropriate actions. This symposium presents 3 practitioner papers addressing measurement equivalence issues faced by HR departments in global companies.

Jennifer D. Kaufman, Dell Inc., Chair

Alan D. Mead, Illinois Institute of Technology, Chair

Paul M. Mastrangelo, Genesee Survey Services, Inc., Why Japan’s Employee Survey Scores Are Lower Than Global Averages

Alexis A. Fink, Microsoft Corporation, Approach to Global Trends at Microsoft

John O. DeVille, Dell Inc., Alan D. Mead, Illinois Institute of Technology, Jennifer D. Kaufman, Dell Inc., Evaluating the Equivalence of Dell’s Employee Survey Across Countries/Languages

Adam W. Meade, North Carolina State University, Discussant

Submitted by John DeVille, john_deville@dell.com

 


 

244. Symposium/Forum: 10:30 AM–11:50 AM  
Yosemite C

Validity/Practical Implications for Call Center Agent Job Simulations

This symposium presents the results of criterion-related validity studies conducted across a variety of call centers by multiple test providers and hiring organizations. These studies examine the validity and impact on turnover and performance associated with using simulations for hiring. A meta-analysis will also be presented.

Eugene Stone-Romero, Faculty, Chair

Wayne A. Burroughs, Employment Technologies Corporation, MaryAnn Bucklan, Employment Technologies Corporation, Steven E. Fehr, Employment Technologies Corporation, Joe LaTorre, Employment Technologies Corporation, Simulation for Selection: Impact on Agent Performance and Retention

John H. Golden, Bank of America, Daniel Fontaine, Bank of America, Joe LaTorre, Employment Technologies Corporation, Driving the Success and Impact of a Call Center Simulation

Chad Thompson, Aon Consulting, Daniel P. Russell, Aon Consulting, Call Center Selection: The Benefits of a Role-Based Simulation

Frank J. Landy, Landy Litigation Support Group, Meta-Analysis of Call Center Simulation Validity

Submitted by Steven Fehr, Steve.F@ETC-EASy.com

 


 

245. Special Events: 11:30 AM–12:20 PM  
Continental 3

Distinguished Scientific Contributions Award Winner:  Work Motivation: Use-Inspired Research and Science-Based Practice

The confluence of science and organizational concerns have spurred new contextualized, dynamic, and person-centric approaches to work motivation. Examples of developments in the areas of workforce aging, job search, and work-role transition are discussed, along with their potential for integrating research and practice.

Dov Eden, Tel Aviv University, Chair

Ruth Kanfer, Georgia Institute of Technology, Presenter

 


 

246. Interactive Posters: 11:30 AM–12:20 PM  
Executive Board Room

Defining Leadership: Bring Wimpy Back

Robert B. Kaiser, Kaplan DeVries, Facilitator

 


 


246-1 Leadership Competencies Across Position Levels: Test of the Pipeline Model

This study investigated how competency profiles change across position levels. It was
hypothesized that leadership competencies increasingly differ as the hierarchical distance between 2 positions increases. Data were collected from 2 sources: 360° feedback and subject matter expert ratings. Interposition correlations supported the pipeline model of leadership development.

Guangrong Dai, Lominger International: A Korn/Ferry Co.

King Yii (Lulu) Tang, Lominger International: A Korn/Ferry Co.

Kenneth De Meuse, Lominger International: A Korn/Ferry Co.

Submitted by Kenneth De Meuse, kend@lominger.com

246-2 Leadership Competencies: What Has Changed Since 9/11?

This paper gives information about the leadership competencies managers believe are needed to be successful in organizations. Findings reveal some differences in competency importance based on managerial level and organization type. In addition, this paper examines whether the importance of competencies changed, coinciding with events of 9/11.

Taylor Sparks, University of Georgia

William Gentry, Center for Creative Leadership

Submitted by Taylor Sparks, sparks.taylor@gmail.com

246-3 Political Skill as an Indicator of Managerial Success

The understanding of how political skill as an individual difference variable influences various job and leadership outcomes is increasing in the literature. Grounded in upward mobility theory, results of this study revealed that political skill was positively related to managerial success and was mediated by leadership competency.

William Gentry, Center for Creative Leadership

David Gilmore, University of North Carolina-Charlotte

Marissa Shuffler, University of North Carolina-Charlotte

Jean Leslie, Center for Creative Leadership

Submitted by William Gentry, gentryb@leaders.ccl.org

246-4 The Development of a Taxonomy of Ineffective Leadership Behaviors

The purpose of this study was to examine the full range of ineffective leadership behavior. Using critical incidents methodology, we identified 9 categories of ineffective leadership behavior. Despite the prevalence of stereotypes on gender differences in leadership, our results suggest that men and women are more similar than different.

Winny Shen, University of Minnesota

Stacy Eitel, University of Minnesota

Rena Rasch, University of Minnesota

Joyce Bono, University of Minnesota

Submitted by Winny Shen, shenx094@umn.edu

 


 

247. Panel Discussion: 11:30 AM–12:20 PM  
Franciscan C

Juggling Act! Competing Demands in Applied I-O

Applied practitioners face a host of challenges in implementing “best practices” in organizations. These challenges come from the many different demands that practitioners face and don’t always have clear solutions. In this session, practitioners from different practice areas will discuss common challenges and how they have addressed these competing pressures.

Jarrett H. Shalhoop, Hogan Assessment Systems, Chair

Jamie L. Bomer, Hogan Assessment Systems, Chair

Eric E. Brasher, United Airlines, Panelist

Richard T. Cober, Marriott International, Panelist

Mark H. Strong, Jeanneret & Associates, Inc., Panelist

Courtney L. Holladay, University of Texas, M.D. Anderson Cancer Center, Panelist

Submitted by Jarrett Shalhoop, jshalhoop@hoganassessments.com

 


 

248. Poster Session: 11:30 AM–12:20 PM  
Grand Ballroom B

Personality/Testing/Assessment

248-1 The Impacts of OCBs on In-Role Performances in Teams

This study examined the differential effects of a team member’s OCBI/OCBO on self-efficacy and supervisory liking, and ultimately in-role job performances (objective and subjective) as a function of team cohesiveness. The data involving 587 individuals of 78 teams were collected in 3 waves of 6 months and from 4 sources.

Dong Liu, University of Washington at Seattle

Submitted by Dong Liu, dongliu@u.washington.edu

248-2 Personality Correlates of Impression Management Tactic Use

This paper investigated the personality correlates of impression management tactics in the workplace. Using the HEXACO model of personality in a working student sample, it was found that the dimensions of (low) Honesty-Humility, Extraversion, and Emotionality correlated with self-reported use of impression management tactics, particularly self-promotion, ingratiation, and intimidation.

Joshua Bourdage, University of Calgary

Kibeom Lee, University of Calgary

Michael Ashton, Brock University

Submitted by Joshua Bourdage, jbordage@ucalgary.ca

248-3 Effects of High Self-Esteem and Empathy on Forgiveness

This study examines the relationship between self-esteem and forgiveness and the mediating effects of empathy on forgiveness. The results reveal that individuals with high self-esteem are less empathic and have fewer forgiveness cognitions, thus providing support for empathy as a partial mediator of self-esteem on the forgiveness process.

Susie Cox, Lousiana Tech University

Rebecca Bennett, Louisiana Tech University

Laura Marler, Louisiana Tech University

Submitted by Susie Cox, ssc012@latech.edu

248-4 Enhancing the Role of Extraversion for Work-Related Behaviors

This meta-analysis provides an empirically based conceptualization of the convergent validity of Extraversion to strengthen its use as an explanatory and predictive variable. Extraversion’s association with work-related variables such as leadership, satisfaction, and performance is stronger than previously reported because different Extraversion measures capture unique portions of the trait’s variance.

Stacy Davies, University of Minnesota

Brian Connelly, University of Minnesota

Deniz Ones, University of Minnesota

Submitted by Stacy Davies, stacyio@hotmail.com

248-5 The Predictive Validity of Personality: New Methods Produce New Results

A new method that aligns individual personality scales and specific areas of job performance, and then combines scores across critical job areas to create a measure of overall job fit, is presented. Results show an increase in predictive validity and no adverse impact.

Craig Johnson, Hogan Assessment Systems

Jeff Foster, Hogan Assessment Systems

Blaine Gaddis, Hogan Assessment Systems

Submitted by Jeff Foster, jfoster@hoganassessments.com

248-6 When Getting Ahead Means Getting Along

The effects of both identity and reputation on multiple indices of status attainment are tested longitudinally. Although previous research had indicated that agentic traits were most predictive of status attainment, this research found evidence that both culture and reputation play important roles in the status attainment process.

P. D. Harms, Gallup Leadership Institute, University of Nebraska

Atsushi Oshio, Chubu University

Submitted by P. D. Harms, pdharms2@unl.edu

248-7 Personality Architecture: Applying a Social-Cognitive Model to the Work Context

This study applies Cervone’s (2004) knowledge-and-appraisal (KAPA) model of personality to the work context. Findings were discussed in relation to social-cognitive personality models and whether using idiographic methods is necessary. By using this approach, researchers can gain a better understanding of how personality functions in the specific context of work.

Rebecca Hoffner, Virginia Tech

Neil Hauenstein, Virginia Tech

Submitted by Rebecca Hoffner, hoffner@vt.edu

248-8 Increasing the Utility of Personality Variables by Capturing Nonlinear Effects

This study investigated whether facets of Extraversion shared a nonlinear relationship with performance among hourly and management restaurant workers. Results did not support any nonlinear relationships; however, a process that identified optimal levels of each facet for performance resulted in substantial gains in their validity.

Kevin Impelman, Batrus Hollweg International

Michael Beyerlein, Center for Study of Work Teams

Chloe Tatney, University of Texas-Arlington

Heather Graham, Batrus Hollweg International.

Submitted by Kevin Impelman, kimpelman@yahoo.com

248-9 Situational Content Moderates the Association Between Personality and Behavioral Effectiveness

This investigation examined interactions between situational content and personality expressions. Critical incidents for 2 jobs were sorted into interpersonal and task situations. Situational content moderated the link between traits and behavioral effectiveness: Agreeableness was more effective in interpersonal situations and Conscientiousness was more effective in task situations.

Harrison Kell, Rice University

Ashley Rittmayer, Rice University

Amy Crook, Rice University

Stephan Motowidlo, Rice University

Submitted by Harrison Kell, harrison.kell@rice.edu

248-10 Attributional Style in the Chinese Work Population

Using an user-friendly Internet-based measure of attributional style, we found that attributional style was related to work outcomes, such as job satisfaction and family–work conflict, in a sample of 547 Chinese employees. Dimensional scoring of attributional style could better predict work outcomes when compared with composite scoring.

Siu-On Kwan, City University of Hong Kong

Tess Pak, University of Hong Kong

An-An Chao, University of Hong Kong

C. Harry Hui, University of Hong Kong

Submitted by Siu-On Kwan, mgakwan@cityu.edu.hk

248-11 Investigation of Personality and Career Satisfaction of Human Resource Professionals

Based on samples of 210 and 2,237 U. S. HR managers, 116 U. S. HR specialists, and 146 U. K. HR managers, the paper investigated the relationships between career satisfaction to broad and narrow personality traits as well as managerial characteristics. Results and implications were discussed in terms of HR competencies.

Wei Xiong, The University of Tennessee-Knoxville

John Lounsbury, The University of Tennessee/Resource Associates, Inc.

Submitted by Wei Xiong, wxiong1@utk.edu

248-12 When Proactive Personality Begets Social Capital: A Longitudinal Investigation

This study investigated proactive personality’s proximal and distal outcomes. Using data collected from 174 individuals at 3 time points, we found proactive personality helped accrue social capital (informational exchange and trust), which further led to helping and reduced turnover. With the exception of information exchange–turnover intentions relationship, hypothesized relationships were supported.

Jane Yang, City University of Hong Kong

Yaping Gong, Hong Kong University of Science & Technology

Submitted by Jane Yang, mgyang@cityu.edu.hk

248-13 Testing Linearity in the Upper Tail in Three Large Datasets

This study represents an extension of an examination of upper end linearity conducted by Arneson, Waters, and Sackett (2007). To support the generalizeability of previous results, curvilinearity is assessed in 2 additional datasets using more sensitive analyses of curvilinearity. Results suggest monotonicity is maintained throughout the score distribution.

Justin Arneson, University of Minnesota

Paul Sackett, University of Minnesota

Submitted by Justin Arneson, justin.arneson@target.com

248-14 Self-Efficacy’s Effects on Performance and Differential Prediction

Cognitive abilities measures commonly overpredict minority group performance. Given lower self-efficacy for Blacks, we investigated whether self-efficacy differences play a role in this overprediction. In a large (N > 150,000) educational data set, self-efficacy had greater incremental validity for Whites than Blacks, and controlling for self-efficacy did not reduce overprediction.

Kara Simon, University of Minnesota

Christopher Berry, Wayne State University

Paul Sackett, University of Minnesota

Submitted by Christopher Berry, berry@wayne.edu

248-15 Breaking Down Emotional Intelligence: A Meta-Analysis of EI and GMA

A meta-analysis of 49 samples was conducted to examine the relationship between emotional intelligence and general mental ability. Specifically, the relationship between ability-based and mixed measures of emotional intelligence and different measures of intelligence were examined to further understanding as to what measures of emotional intelligence are evaluating.

Tiffany Bludau, U.S. Army Research Institute/George Mason University

Peter Legree, U.S. Army Research Institute

Submitted by Tiffany Bludau, tbludau@gmu.edu

248-16 Using Structured Employment Interviews to Predict Task and Contextual Performance

To investigate whether interviews can predict task and contextual performance, individuals participated in structured interviews and received assessments from 2 sources. Contextual interview dimensions significantly predicted contextual performance ratings provided by peers/supervisors and predicted these ratings above and beyond the task interview dimension and a paper-and-pencil measure of Conscientiousness.

Brian Bonness, EASI-Consult, LLC

Therese Macan, University of Missouri-St Louis

Submitted by Brian Bonness, brianbonness@hotmail.com

248-17 Using Empirical Keying to Score Personality Measures

This study examined the effects of empirically keying personality inventories to predict training performance, job performance, and scores on a work sample assessment. Although there were a few situations where item and facet-level scoring increased validity, in general empirical keying and facet-level scoring did not increase validity.

Jeffrey Cucina, U.S. Customs and Border Protection

Nicholas Vasilopoulos, George Washington University

Julia McElreath, Sodexho, Inc.

Submitted by Jeffrey Cucina, jcucina@gmail.com

248-18 A Selection Tool for Soldier Training: Longitudinal Development and Validation

A tool to select the most well-prepared soldiers for accelerated training was developed and validated longitudinally. Temperament measures contributed to the prediction of training performance beyond cognitive aptitude and physical fitness measures. Soldiers in accelerated training scored equivalent to or greater than those in standard training.

Tonia Heffner, U.S. Army Research Institute

Richard Hoffman, U.S. Army Research Institute

Stephanie Muraca, U.S. Army Research Institute

Ryan Hendricks, George Mason University/U.S. Army Research Institute

Submitted by Tonia Heffner, tonia.heffner@HQDA.army.mil

248-19 DIF Detection With MACS: Effectiveness And Efficiency of Two Approaches

When MACS is applied to detect DIF, different strategies can be followed. This study shows that the iterative MI approach, which has a number of practical advantages compared to the free baseline model approach but is theoretically less adequate from a statistical point of view, generally shows satisfactory results.

Ana Hernandez Baeza, University of Valencia

Oleksandr Chernyshenko, University of Canterbury

Stephen Stark, University of South Florida

Fritz Drasgow, University of Illinois at Urbana-Champaign

Submitted by Ana Hernandez Baeza, Ana.Hernandez@uv.es

248-20 Multi-Study Investigation of Situational and Behavior Description Interview Constructs

Across 4 previously unpublished studies, results found no real evidence for construct validity for either behavior description or situational interviews. A strong implication is that these interviews may need to be developed more like psychological tests using multiple items per construct and careful pretesting.

Allen Huffcutt, Bradley University

Shaun Newsome, Newsome Associates

Jeffrey Facteau, PreVisor

Jeff Weekley, Kenexa

Submitted by Allen Huffcutt, huffcutt@bumail.bradley.edu

248-21 Incremental Validity of Work-Sample Measures Beyond Personality
and Cognitive Ability

Extant research has not thoroughly explored the incremental validity of work-sample measures beyond traditional methods. Therefore, this study investigates how these measures predict performance in conjunction with Conscientiousness and cognitive ability. Results show that the hands-on performance measure yielded a significant gain in validity for both task and contextual performance.

Matthew C. Reeder, Select International, Inc.

Mei-Chuan Kung, Select International, Inc.

Matthew O’Connell, Select International, Inc.

Submitted by Mei-Chuan Kung, mkung@selectintl.com

248-22 Blending Science and Practice in Developing an Assessment Instrument

In this practice-oriented poster, the approach, decisions, and lessons learned dealing with 5 practical challenges to an assessment instrument development are shared. Drawing on a real-life case, the paper describes steps taken to achieve buy-in across multiple locations in developing a customer service assessment instrument for part-time employees.

Therese Macan, University of Missouri-St Louis

Lee Konczak, Anheuser-Busch Companies, Inc.

James Breaugh, University of Missouri-St Louis

Submitted by Therese Macan, Therese.Macan@UMSL.edu

248-23 Use of Student–College Fit in College Admissions: Predictive Validity Investigations

The person–organization fit paradigm was extended to the realm of college education in this study. The study sought to evaluate the predictive validity of student–college fit for college admissions using multiple, objective indicators of fit and college success. Effect sizes were small for all fit indices in predicting college success.

Krista Mattern, College Board

Sang Eun Woo, University of Illinois at Urbana-Champaign

Jeff Wyatt, College Board

Submitted by Krista Mattern, kmattern@collegeboard.org

248-24 Effects of Assessor Rotation on Interview and AC Construct Validity

This paper examined the impact of common rater variance (CRV) resulting from assessor rotation on the construct validity of a structured interview and an AC. CRV had far less impact on the interview than on the AC. The weaker impact on the interview was probably due to the higher interrater agreement.

Klaus Melchers, University of Zurich

Cornelius Koenig, University of Zurich

Gerald Richter, Novartis Behring

Thomas Hartstein, Deka Bank

Martin Kleinmann, University of Zurich

Ute-Christine Klehe, University of Amsterdam

Submitted by Klaus Melchers, k.melchers@psychologie.uzh.ch

248-25 Development and Validation of the Composite Emotional Intelligence Measure (CEIM)

Existing self-report measures of EI do not sample the construct, relate to g and personality as they should, or correlate with ability-based EI. A new measure that addressed these issues and report its construct validity and reliability (N-281) has been created. The results raise questions about the conceptualization of ability-based EI.

Sonya Melnyk Stevens, Saint Mary’s University

Michael Teed, Saint Mary’s University

Sarah Campbell, Department. of National Defence (Canada)

Victor Catano, Saint Mary's University

Submitted by Sonya Melnyk Stevens, sonya.melnyk@smu.ca

248-26 Crossing GMA and Work Samples: Hybrid Tests as Multimodal Conceptualizations

This research investigated the psychometric properties of a new hybrid test format, combining and utilizing the advantages of tests of GMA and work samples. Based on a concurrent validation study with 2 different samples and comprehensive analyses regarding group differences, construct- and criterion-related validity, hybrid-tests are strongly recommended.

Heinz Schuler, University of Hohenheim

Patrick Mussel, HR-Diagnostics.com

Adrienne Schmidtborn, HR-Diagnostics.com

Submitted by Patrick Mussel, mussel@gmx.com

248-27 Explaining the Psychometric Properties of Structured and Unstructured Interviews

Five different employment interview question formats were compared regarding reliability and construct validity. Based on a sample of 178 real candidates, an expected interaction was found between structure and reliability coefficient. Internal and external construct analysis using confirmatory MTMM analysis revealed different psychometric properties for structured and unstructured interview questions.

Patrick Mussel, HR-Diagnostics.com

Marco Behrmann, University of Hohenheim

Heinz Schuler, University of Hohenheim

Submitted by Patrick Mussel, mussel@gmx.com

248-28 Temporal Stability and Retest Effects Across Personnel Selection Methods

Researchers have assessed the stability and observed practice effects on psychological measures in applied settings. However, there has been a lack of research comparing how different methods change within the same sample. This paper examines mean-level change and stability for measures of personality, situational judgment, information processing, and cognitive ability.

Matthew Reeder, Select International, Inc.

Dennis Doverspike, University of Akron

Matthew O’Connell, Select International, Inc.

Submitted by Matthew O’Connell, moconnell@selectintl.com

248-29 Job-Incumbent Perceptions of Faking on Noncognitive Inventories

Employee perceptions of faking were collected as part of a concurrent validation study. Incumbents indicated their belief that a large proportion of applicants will distort responses on the 3 noncognitive measures included in the study and that doing so is relatively easy. A small percentage admitted to response distortion themselves.

Cheryl Paullin, HumRRO

Martha Hennen, United States Postal Service

Submitted by Cheryl Paullin, cpaullin@humrro.org

248-30 Predicting Counterproductive Workplace Behavior With Narrow Facets of the HEXACO

This study examined the validity of 2 facets (fairness and greed-avoidance) of the HEXACO personality model in predicting counterproductive workplace behavior (CWB) and the incremental validity of these facets over 2 personality-based integrity tests. Fairness explained variance in CWB beyond that explained by the integrity tests.

Deborah Powell, Saint Mary’s University

Amanda Poole, University of Western Ontario

Julie Carswell, Sigma Assessment Systems

Bernd Marcus, University of Hagen

Submitted by Deborah Powell, deb.powell@smu.ca

248-31 The Impact of Retesting on Various Clerical Tests

Issues surround the influence of retesting score increases in the employment setting. This study explores the influence of retesting on job applicants on 4 types of clerical tests. A large retest group and a subgroup that retested all 4 tests are compared.

Ross Markle, James Madison University

Jacob Seybert, Middle Tennessee State University

Mitch Stein, Tennessee Department of Human Resources

Submitted by Jacob Seybert, seybertjm@gmail.com

248-32 Ideal Point Models for Item Responding in Vocational Interest Inventories

This study examined the underlying item response process in 3 vocational interest inventories: the Occupational Preference Inventory, the Interest Profiler, and the Interest Finder. Dominance and ideal point models were compared. Results showed that ideal point models fit better. Implications for scale development and scoring are discussed.

Louis Tay, University of Illinois at Urbana-Champaign

Bruce Williams, University of Illinois at Urbana-Champaign

Fritz Drasgow, University of Illinois at Urbana-Champaign

James Rounds, University of Illinois at Urbana-Champaign

Submitted by Louis Tay, sientay@uiuc.edu