Thursday PM
 Indicates Thursday Theme Track Session. |
26. Panel Discussion: 12:00 PM–1:20 PM
Continental 3
Leveraging Employee Survey Measures During Transformation: What Is Working?
The panel will discuss how measures of engagement, alignment, and other dimensions are applied when organizations undergo significant transformations (cultural change, mergers, globalization). What methods and measures have an impact before, during, and after major transformations? How valuable are such activities given the costs and effort required?
Jerry Seibert, Metrus Group, Inc., Chair
William A. Schiemann, Metrus Group, Inc., Panelist
William H. Macey, Valtera, Panelist
Mark H. Blankenship, Jack in the Box, Inc., Panelist
Steve Ginsburgh, Universal Weather and Aviation, Inc., Panelist
Steven Cardoze, GlaxoSmithKline, Panelist
Submitted by William Schiemann, wschiemann@metrus.com
27. Symposium/Forum: 12:00 PM–1:20 PM
Continental 7
Optimizing HR: Tracking the Return on Investments in People
An evidence-based technique for optimizing return on investment in human resource programs is presented. This total rewards optimization approach applies conjoint surveys and rigorous analytics to the question of what mix of programs will engage employees at an optimal cost to the business. Case examples from 2 organizations are presented.
Kelly R. Harkcom, Towers Perrin-ISR, Chair
Ken Oehler, Towers Perrin-ISR, Total Rewards Optimization: Maximizing the Return on People Investments
Alan L. Colquitt, Eli Lilly & Company, Total Rewards at Eli Lilly and Company: Applying TRO
Darryl Roberts, Towers Perrin-ISR, Optimizing Rewards and Benefits at a Leading Financial Services Firm
Tom Davenport, Towers Perrin, Discussant
Submitted by Kelly Harkcom, kelly.harkcom@isrinsight.com
28. Panel Discussion: 12:00 PM–1:20 PM
Continental 8
Comparison of Closed Versus Open Succession Management Processes in Organizations
Succession management has always been one of the most mysterious programs in many organizations. This panel discussion will focus on the pros and cons of discreet versus open processes for conducting succession management. This session will be informative for practitioners and students who are interested in this rarely discussed topic.
Fung (John) M. Chan, Successfactors, Chair
Miya Maysent, Valero Energy Corporation, Panelist
Tim Sheahan, Lehman Brothers, Panelist
Jay H. Steffensmeier, Zachry Construction Corporation, Panelist
Submitted by Fung (John) Chan, jchan@successfactors.com
29. Symposium/Forum: 12:00 PM–1:50 PM
Continental 9
New Perspectives on Individual Differences in Work–Family Research
Recent reviews of the work–family literature have taken notice of the lack of studies focusing on individual differences. This symposium addresses the call for more research on individual differences by providing 4 empirical studies that extend our understanding of individual differences as well as understudied populations in work–family research.
Marcus M. Butts, University of Georgia, Chair
Wendy J. Casper, University of Texas at Arlington, Chair
Kristen M. Shockley, University of South Florida, Tammy D. Allen, University of South Florida, Understanding Flexible Work Arrangement Utilization: An Individual Differences Perspective
Marcus M. Butts, University of Georgia, Lillian T. Eby, University of Georgia, Work–Nonwork Conflict and Positive Spillover: Identity Similarity and Work Flexibility
Wendy J. Casper, University of Texas at Arlington, George Benson, University of Texas at Arlington, Alec Levenson, University of Southern California, Contextual Antecedents of Work–Family Conflict Among Nonprofessional Workers
Tracy Lambert, University of Georgia, Lillian T. Eby, University of Georgia, Effects of Social Support on Work–Family Conflict Among Low-Income Workers
Submitted by Marcus Butts, mbutts@uta.edu
30. Community of Interest: 12:00 PM–1:20 PM
Franciscan A
Issues in Multilevel Research
Gilad Chen, University of Maryland, Host
David A. Hofmann, University of North Carolina at Chapel Hill, Host
31. Symposium/Forum: 12:00 PM–1:20 PM
Franciscan B
Occupational Analysis in a Rapidly Changing Workplace: O*NET System Implications
Innovation and efficiency are critical in a workplace of rapid change, driven by knowledge production and technology. Such change presents numerous challenges to contemporary occupational analysis. This session will discuss several challenges, how they are being addressed within the O*NET system, and implications for future occupational analysis research and practice.
Erich C. Dierdorff, DePaul University, Chair
Sally P. Cox, North Carolina Employment Security Commission, Chair
Erich C. Dierdorff, DePaul University, April R. Cantwell, North Carolina State University, John Nottingham, National Center for O*NET Development, Capturing and Defining New and Emerging Occupations in High-Growth Sectors
Mark G. Brendle, North Carolina Employment Security Commission, David Rivkin, National Center for O*NET Development, Phil Lewis, National Center for O*NET Development, Developing O*NET Tools and Technology: Information for a Changing Workplace
Marcus Berzofsky, RTI International, Brandon Welch, RTI International, Susan McRitchie, RTI International, Rick Williams, RTI International, Mark G. Brendle, North Carolina Employment Security Commission, Maintaining Effectiveness and Efficiency in National Occupational Samples: Model-Aided Sampling
Eleanor Dietrich, Directions in Work, Criticality of Current Information: Using O*NET Data for Career Planning
Submitted by Erich Dierdorff, edierdor@depaul.edu
32. Panel Discussion: 12:00 PM–1:20 PM
Franciscan C
Implementing Selection Systems Across Multiple Locations: Challenges Faced, Lessons Learned
Establishing a valid, consistent, and fair selection process is a challenge that becomes significantly more difficult when organizations apply those processes across multiple locations. Learn how organizations like the FBI, 3M, PPG, and others address these challenges. Legal, measurement, and practical issues will be discussed.
Matthew S. O’Connell, Select International, Inc., Chair
Jennifer Hurd, FBI, Panelist
Gerald V. Barrett, Barrett & Associates, Inc., Panelist
Ann Durham, PPG Industries, Inc., Panelist
Douglas D. Molitor, 3M, Panelist
Submitted by Matthew O’Connell, moconnell@selectintl.com
33. Special Events: 12:00 PM–12:50 PM
Grand Ballroom A
Individual–Organizational Health: Consequences of
Mergers, Acquisitions, and Downsizing
This special presentation addresses the effects of mergers, acquisitions, and layoffs on the health and well-being of individuals and organizations. This presentation describes how these increasingly common organizational processes operate and how their negative effects can be minimized.
Christopher Cunningham, The University of Tennessee at Chattanooga, Chair
Wayne F. Cascio, University of Colorado, Presenter
34. Symposium/Forum: 12:00 PM–12:50 PM
Yosemite A
Using Job Analysis Deliverables to Integrate and Align HR Practices
Job analysis (JA) has been an I-O tool for decades, but how do organizations truly unlock the power of JA? Practitioners from various HR functions will discuss how Kellogg Company is using JA outcomes to drive alignment across HR practices and will share insights, best practices, and lessons learned.
Tammy J. Winnie, Kellogg Company, Chair
Tammy J. Winnie, Kellogg Company, Job Analysis and Our Vision for the Future
Stephanie Giguere, Kellogg Company, Laying the Foundation for Success Through Survey Development
Angela M. Sternburgh, Kellogg Company, Ginger Clifton, Kellogg Company, Recruiting and Selecting Top Talent Through Job Analysis
Michelle Blair, Kellogg Company, Integrating Job Analysis Outputs to Build a Talent Powerhouse
Daniel V. Lezotte, APT, Inc., Discussant
Submitted by Angela Sternburgh, angela.sternburgh@kellogg.com
35. Symposium/Forum: 12:00 PM–1:20 PM
Yosemite B
Examining Faking Using Within-Subjects Designs and Applicant Data
Research in the realm of applicant faking has used a variety of approaches to measuring and manipulating faking behavior in both laboratory and field settings. Using within-subjects designs and/or applicant data are powerful means of examining the phenomenon. This symposium highlights research using and discussing such designs.
Richard L. Griffith, Florida Institute of Technology, Chair
Mitchell H. Peterson, Florida Institute of Technology, Chair
John J. Donovan, Rider University, Stephen A. Dwight, Novo Nordisk, Dan Schneider, Sepracor Inc., Faking in the Real World: Evidence From a Field Study
Amy Hooper, Human Resources Research Organization (HumRRO), Paul R. Sackett, University of Minnesota, Self-Presentation on Personality Measures: A Meta-Analysis
Nicholas L. Vasilopoulos, George Washington University, Theodore L. Hayes, The Gallup Organization, Megan N Shaw, George Washington University, What Happens When You Admit a Willingness to Lie?
Richard L. Griffith, Florida Institute of Technology, Mitchell H. Peterson, Florida Institute of Technology, Matthew S. O’Connell, Select International, Inc., Joshua Isaacson, Florida Institute of Technology, Examining Within-Subjects Score Change Accross Applicant and Research Contexts
Frederick L. Oswald, Michigan State University, Discussant
Submitted by Mitchell Peterson, mpeterso@fit.edu
36. Symposium/Forum: 12:00 PM–1:20 PM
Yosemite C
Facilitating Creativity and Innovation: Personal, Contextual, and Team Characteristics
This symposium aims to advance our knowledge of the factors that facilitate creativity and innovation at work. Three empirical studies, conducted in experimental and applied settings, and a meta-analysis will be presented. They shed light on the role of personal, contextual, and team characteristics for creativity and innovation.
Ute Regina Huelsheger, Maastricht University, Chair
Neil R. Anderson, University of Amsterdam, Chair
Christina E. Shalley, Georgia Institute of Technology, Jeremy L. Schoen, Georgia Institute of Technology, Creative Personality, Goal Orientation, and Creative Performance
Charlotte Fritz, Bowling Green State University, Sandra Ohly, University of Frankfurt, Bing C Lin, Bowling Green State University, Time Pressure and Creativity: The Role of Practical Application
Onne Janssen, University of Groningen, Xu Huang, The Hong Kong Polytechnic University, Warren Chiu, The Hong Kong Polytechnic University, Collegial Trust and Individual Creativity in Teams
Ute Regina Huelsheger, Maastricht University, Neil R. Anderson, University of Amsterdam, Jesus F. Salgado, Universidad de Santiago de Compostela, Team-Level Predictors of Innovation: A Quantitative Review
Doris Fay, Potsdam University, Discussant
Submitted by Ute Huelsheger, ute.hulsheger@psychology.unimaas.nl
37. Roundtable Discussion/Conversation Hour: 12:30 PM–1:50 PM
Continental 1
Ethical Issues in Personnel Selection
The purpose of the session is to identify and discuss frequently unacknowledged ethical issues pertaining to selection. In addition to examples brought to the discussion by the panelists, the issues will also be elicited from attendees in an interactive format within a conceptual framework provided by the 3 experts.
Joel M. Lefkowitz, Baruch College, CUNY, Host
Rodney L. Lowman, Alliant International University, Host
Vicki V. Vandaveer, Vandaveer Group, Inc, Host
Submitted by Joel Lefkowitz, Joel_Lefkowitz@baruch.cuny.edu
38. Panel Discussion: 12:30 PM–2:20 PM Continental 2
Why Pay Attention to Cultural Issues in Organizations?
The success of military and business global operations depends in part on how effectively the organizations function within multicultural environments. The purpose of this panel is to explore what is known about cultural impact and what needs to be known in order to improve organizational functioning in multicultural environments.
Joan R. Rentsch, University of Tennessee, Chair
Eduardo Salas, University of Central Florida, Chair
Georgia T. Chao, Michigan State University, Panelist
Michele J. Gelfand, University of Maryland, Panelist
Paul J. Hanges, University of Maryland, Panelist
Submitted by Joan Rentsch, jrentsch@utk.edu
39. Symposium/Forum: 12:30 PM–1:20 PM
Continental 4
On-the-Job Experiences: A Training Ground for Today’s Leaders
Dynamic changes in the business landscape challenge organizational leaders to set a compelling direction, align key stakeholders, and continually motivate their employees. Where do they learn how to lead? This symposium examines the role of on-the-job experiences in leadership development within the current turbulent business context.
Lisa Dragoni, Cornell University, Chair
Daniel Scott Derue, Michigan State University, Edward Wellman, University of Michigan, Leadership Development: The Role of Experience, Learning Orientation, and Feedback
Anuradha Ramesh, Personnel Decisions International, Nathan Schneeberger, Wonderlic, Inc, Maynard Goff, Personnel Decisions International, Gender Differences in Leadership Experiences
Lisa Dragoni, Cornell University, In-Sue Oh, University of Iowa, Paul T. Van Katwyk, Personnel Decisions International, Leadership Competency: The Role of Cognitive Ability, Personality, and Experience
Cynthia D. McCauley, Center for Creative Leadership, Discussant
Submitted by Lisa Dragoni, ld284@cornell.edu
40. Symposium/Forum: 12:30 PM–2:20 PM
Continental 5
Individual Assessment: Does the Research Support the Practice?
Little has been done in the way of research on individual assessments, despite continued practice by many.This symposium will present 4 papers that address issues of mechanical versus subjective data combination, why people are drawn to the subjective nature of individual assessments, and the overall effectiveness of individual assessments.
Ilianna H. Kwaske, The Chicago School of Professional Psychology, Chair
Nathan R. Kuncel, University of Minnesota, David M. Klieger, University of Minnesota at Twin Cities, Brian S. Connelly, University of Minnesota, Deniz S. Ones, University of Minnesota, Mechanical Versus Clinical Data Combination in I-O Psychology
Rebecca Roller, Illinois Institute of Technology, Scott B. Morris, Illinois Institute of Technology, Individualized Assessment: A Meta-Analysis
Ilianna H. Kwaske, The Chicago School of Professional Psychology, Scott B. Morris, Illinois Institute of Technology, Validating Individual Assessments: A Multilevel, Multistage Validation of Individual Assessments
Scott Highhouse, Bowling Green State University, The Irresistible Appeal of Holistic Assessment
P. Richard Jeanneret, Valtera, Discussant
Robert F. Silzer, Human Resource Assessment & Development, Discussant
Submitted by Ilianna Kwaske, ikwaske@thechicagoschool.edu
41. Interactive Posters: 12:30 PM–1:20 PM
Executive Board Room
Motivation: Opening Pandora’s Box
Ruth Kanfer, Georgia Institute of Technology, Facilitator
41-1 Age Differences in Work Motivation
Age differences in work motivation were examined in a UK sample of more than 9,000 individuals who completed a comprehensive motivation questionnaire (SHL, 1992) for selection or development purposes. Results indicate that older employees are not less motivated but rather motivated by different job features.
Ilke Inceoglu, SHL Group Ltd
Jesse Segers, University of Antwerp
Dave Bartram, SHL Group PLC
Daniel Vloeberghs, University of Antwerp
Submitted by Dave Bartram,
dave.bartram@shlgroup.com41-2 Developing Motivation Theories: Conscious, Chronic, and Nonconscious Achievement Goals
Individual and joint effects of conscious, chronic, and nonconscious achievement goals were investigated. Results indicated direct effects of conscious and nonconscious goals on performance. Chronic and nonconscious goals did not function similarly, indicating the conditional reasoning measure of achievement motivation may not have been a valid indicator of nonconscious personality.
Jill Budden, Development Dimensions International
Chris Parker, Northern Illinois University
Submitted by Jill Budden,
jill.budden@ddiworld.com41-3 The Pygmalion Effect’s Influence on Motivation, Goal Orientation, and Performance
This study examines the Pygmalion effect’s influence on learning goal orientation, effort, persistence, and performance. Results suggest that teacher expectations are a situational characteristic that shapes learning goal orientation, demonstrating that goal orientation can be examined as a state rather than a trait variable.
Beth Heinen, George Mason University
Marissa Shuffler, University of North Carolina
Douglas Haynes, George Mason University
Diem Nguyen, George Mason University
Submitted by Beth Heinen,
bethheinen@gmail.com
41-4 Motivation and Performance: Test of an Integrative Theory
This paper designs and empirically tests a parsimonious integrative motivation theory. The theory integrates aspects of expectancy theory, social cognitive theory, goal-setting theory, and commitment theory. Structural equation modeling was used to test a series of nested structural models. Findings supported the proposed theory and many of the hypothesized relationships.
Katherine Selgrade, Old Dominion University
Donald Davis, Old Dominion University
Submitted by Katherine Selgrade, kate_selgrade@payless.com
42. Poster Session: 12:30 PM–1:20 PM Grand Ballroom B
Careers/Mentoring/Retirement/Socialization
42-1 Mentor–Protégé Commitment Fit and Relationship Satisfaction in Academic Mentoring
Using a sample of students and their faculty mentors, this study examined how the fit between mentor and protégé levels of commitment is associated with both partners’ relationship satisfaction. Mentoring dyads were classified into groups according to fit between partners’ commitment, and relationship satisfaction was compared across groups.
Laura Poteat University of South Florida
Kristen Shockley University of South
Tammy Allen University of South Florida
Submitted by Tammy Allen, tallen@luna.cas.usf.edu
42-2 Mentoring Relationships: Mentor and Protégé Learning and Development Orientation
A learning and development framework was incorporated to examine the relationships of protégé and mentor characteristics, mentoring provided, and developmental learning outcomes among 93 matched protégé–mentor dyads. Key findings contribute to the mentoring literature by illustrating the role of learning goal orientation in effective mentoring relationships.
Elizabeth Lentz, University of South Florida/PDRI
Tammy Allen, University of South Florida
Submitted by Tammy Allen, tallen@luna.cas.usf.edu
42-3 Protean and Boundaryless Careers: A Study on Potential Motivators
This paper conceptually links selected scales of the Motivation Questionnaire (SHL, 1992) to the Protean and Boundaryless career types and explores these links empirically. Factor analysis (N = 13,000) of hypothesized scales reveals 4 factors that are in line with the conceptual propositions.
Jesse Segers, University of Antwerp
Ilke Inceoglu, SHL Group Ltd
Daniel Vloeberghs, University of Antwerp
Dave Bartram, SHL Group PLC
Submitted by Dave Bartram, dave.bartram@shlgroup.com
42-4 Alternatives to Mentoring: Leadership, Substitutes for Leadership, and Career Management
This paper examined how alternative forms of mentoring (direct leader, substitutes for leadership, and employees’ career management strategies) relate to career outcomes. Intervening mechanisms were tested, including the moderating effect of individual differences (e.g., proactive personality, career motivation) and the mediating role of employees’ career self-efficacy.
Zinta Byrne, Colorado State University
Bryan J. Dik, Colorado State University
Dan Chiaburu, Pennsylvania State University
Submitted by Dan Chiaburu, dsc188@psu.edu
42-5 Influence of Career Self-Efficacy Beliefs On Career Exploration Behaviors
This study examined the relationship among sources of career self-efficacy, overall career self-efficacy, and career exploration behaviors. Survey data were collected from 259 college students. Results showed that sources of career self-efficacy predicted career exploration over and above overall career self-efficacy, with verbal persuasion as the strongest predictor.
Kristen Nasta, SUNY-New Paltz
Maryalice Citera, SUNY-New Paltz
Submitted by Maryalice Citera, citeram@newpaltz.edu
42-6 Measuring Organizational Socialization: A Psychometric Comparison of Four Measures
Two studies were conducted to assess the psychometric properties of 4 organizational socialization measures. Analyses of factor structures, reliabilities, and convergent, discriminant, and predictive validities are presented, the latter against 5 outcomes. All measures perform reasonably, although with some weaknesses. Recommendations for use are provided.
Helena Cooper-Thomas, The University of Auckland
Jee Hae Park, The University of Auckland
Submitted by Helena Cooper Thomas, h.cooper-thomas@auckland.ac.nz
42-7 Employees’ Job Challenge and Supervisors’ Evaluations of Promotability
Two studies examined the relationship between employees’ challenging job experiences and supervisors’ evaluations of employees’ promotability. Results consistently showed that job challenge was positively related to supervisory evaluations of promotability, even when controlled for tenure, gender, education level, and job performance.
Irene de Pater, University of Amsterdam
Annelies Van Vianen, University of Amsterdam
Ute-Christine Klehe, University of Amsterdam
Myriam Bechtoldt, University of Amsterdam
Submitted by Irene de Pater, i.e.depater@uva.nl
42-8 The Role of Protégé Personality in Formal Mentoring Programs
This study addresses the need for more research on formal mentoring programs by examining the role of protégés’ proactive personality and need for achievement in perceived utility judgments. The mediating role of mentoring functions received was also investigated. The path-analytic model explained 65% of the variance in utility judgments.
Amy DuVernet, North Carolina State University
Aaron Watson, North Carolina State University
Submitted by Amy DuVernet, amyduv@gmail.com
42-9 Formal Mentoring Program Type and Perceptions of Organizational Attractiveness
The impact of different types of formal mentoring programs (FMPs) and the interaction of individual difference variables on job seekers’ perception of organizational attractiveness was assessed. Although the results provided limited support, this study offers an important first step in understanding how different types of FMPs may impact job seekers.
Sarah Evans, University of Georgia
Lillian Eby, University of Georgia
Tammy Allen, University of South Florida
Submitted by Sarah Evans, sarahcevans@gmail.com
42-10 A Socialization Activity’s Effect on Reactions to Psychological Contract Breach/Fulfillment
Reactions to psychological contract breach/fulfillment were significantly moderated by participation in a reciprocal interview activity occurring early on in organizational socialization. Participants experiencing the activity showed almost no relation between satisfaction and psychological contract breach/fulfillment. Participants not experiencing the activity mirrored complex reactions to breach/fulfillment identified by previous research.
David Foster, Western Oregon University
Anthony Hermann, Willamette University
Erin Hardin, Texas Tech University
Submitted by David Foster, fosterd@wou.edu
42-11 Perspectives on Group Socialization From Established Members and Newcomers
Experimental findings show how personality and gender influence the socialization process, with particular focus on differences between newcomers and existing group members. This study shows that newcomer Extraversion, average group Extraversion, and average group Agreeableness led to superior socialization outcomes; dissimilar newcomers (gender and personality) had more problems with socialization.
Beth Livingston, University of Florida
John Kammeyer-Mueller, University of Florida
Hui Liao, Rutgers University
Submitted by John Kammeyer-Mueller, kammeyjd@ufl.edu
42-12 Mentoring Experiences of Disabled Employees: Antecedents of Mentoring Functions Received
The disability literature suggests the benefits of mentoring for disabled employees: however, there is no research to date. The study examines the mentoring experiences of disabled protégés exploring relationships between characteristics of the protégé, mentor, and workgroup with mentoring functions. Results, limitations, implications, and future research are discussed.
Andrea Kimbrough, University of Georgia
Lillian Eby, University of Georgia
Submitted by Andrea Kimbrough, amtbrinley@aol.com
42-13 Role of Emotional and Social Behaviors in Retail Internship
This study examines factors associated with positive retail internship experiences and outcomes for undergraduate college students. It was found job satisfaction mediates the relationship between learning and outcomes. Learning is negatively associated with interns’ emotional masking, but mentoring is positively related to interns’ emotional sharing and social activities.
Yongmei Liu, University of Texas at Arlington
Jun Xu, University of Florida
Barton A. Weitz, University of Florida
Submitted by Yongmei Liu, ymeiliu@uta.edu
42-14 Diversity and Career Planning: Examination of Racial and Ethnic Differences
Using a diverse sample of 112 Black, 234 Latino, 522 Asian, and 325 White college students, racial and ethnic differences were found in the antecedents and mediators of career planning processes. Implications for preparing new entrants into a diverse workforce are discussed.
Karen Lyness, Baruch College, CUNY
Belle Rose Ragins University of Wisconsin-Milwaukee
Tiffany Ivory, Baruch College, CUNY
Michael Judiesch, Manhattan College
Submitted by Karen Lyness, karen_lyness@baruch.cuny.edu
42-15 Multisource Ratings of Formal Mentoring Programs and Mentor/Protégé Job Attitudes
Prior research on mentoring has advocated the use of multiple data sources. This study shows that averaged mentor and protégé reports of satisfaction with their formal mentoring program is related to job attitudes and subjective career success for both the mentor and protégé, consistent with propositions made in previous reviews.
Kimberly O’Brien, University of South Florida
Elizabeth Lentz, University of South Florida/PDRI
Tammy Allen, University of South Florida
Submitted by Kimberly O’Brien, kobrien4@mail.usf.edu
42-16 Severe Initiations as Socialization: Developing a Theory of Workplace Hazing
Hazing incidents are not isolated to educational institutions, they also occur within the workplace. However, workplace hazing remains a relatively unexplored phenomenon. This theoretical paper adopts a social-psychological perspective to identify factors that are likely to affect the incidence of hazing within work organizations.
Bennett Postlethwaite, University of Iowa
Submitted by Bennett Postlethwaite, bennett-postlethwaite@uiowa.edu
42-17 A Comparison of Face-to-Face and Electronic Peer-Mentoring: Mentor/Protégé Interactions
This study compared the effectiveness of face-to-face and electronic peer mentoring on psychosocial and career support, dialogue interactivity, and gains in protégé self-efficacy. Participants consisted of 106 college freshmen who were randomly assigned to receive face-to-face or e-mentoring to help them adjust to university life.
Kimberly Smith-Jentsch, University of Central Florida
Shannon Scielzo, University of Central Florida
Charyl Singleton, University of Central Florida
Patrick Rosopa, Clemson University
Submitted by Shannon Scielzo, Amerilda1@aol.com
42-18 Developing People of Color and Their Mentors Through Formal Mentoring
The outcomes of this case study shows that formal mentoring programs can significantly influence the movement of protégés (all people of color) into higher-level leadership positions and provide them with more strategic projects as well as facilitate the development of longer-term relationships between mentor and protégé.
Deborah Olson, Olson Consulting Associates
Kenneth Shultz, California State University-San Bernardino
Deborrah Jackson, Kaiser Permanente
Submitted by Kenneth Shultz, kshultz@csusb.edu
42-19 The Influence of Work and Nonwork on Bridge Employment Decisions
The influence of work and nonwork factors on the decision to retire, continue career employment, or participate in bridge employment was examined. Archival data using 2 waves of the Health and Retirement Study (HRS) was analyzed (N = 2,869). Results revealed both work and nonwork factors predict late life employment status.
Chanjira Pengcharoen, California State University-San Bernardino
Kenneth Shultz, California State University-San Bernardino
Submitted by Kenneth Shultz, kshultz@csusb.edu
42-20 Effect of Mentoring Program Type on Protégé Mentoring Outcomes
This study was conducted to assess whether mentoring program type (formal or semi-formal) influences protégé-perceived mentoring outcomes such as psychosocial support, career support, and career self-efficacy. By surveying protégés, it was found that protégés in formal mentoring programs reported higher levels of career support than those in semi-formal programs.
Elizabeth Stelter, Wonderlic
Lynn Bartels, Southern Illinois University-Edwardsville
Submitted by Elizabeth Stelter, elizabeth.stelter@wonderlic.com
42-21 Effect of the Mentor Protégé Matching Process on Mentoring Effectiveness
This study was assessed whether the presence of a matching process when pairing mentors and protégés impacted similarity and mentoring effectiveness. Matching based on gender, career skills, time willing to spend mentoring, and personality were investigated. It was found that actual and perceived similarity between mentors and protégés impacted effectiveness.
Elizabeth Stelter, Wonderlic
Lynn Bartels, Southern Illinois University-Edwardsville
Submitted by Elizabeth Stelter, elizabeth.stelter@wonderlic.com
42-22 Paths to Negotiation Success
A multivariable model of the negotiation process was proposed and tested via meta-analyses and follow-up path analyses. Negotiator goals, relationships, expectations, and cooperation were tested as predictors of profit or loss, perceptions of the other party, and negotiators’ satisfaction. Findings suggest negotiators should focus on goals and cooperation within the negotiation.
Jane Halpert, DePaul University
Alice Stuhlmacher, DePaul University
Jeffrey Crenshaw, Personnel Board of Jefferson County
Christopher Litcher, DePaul University
Ryan Bortel, Corporate Psychologists
Submitted by Alice Stuhlmacher, astuhlma@depaul.edu
42-23 Bridge Employment: A Meta-Analysis
A meta-analysis was conducted to review the antecedents of bridge employment among older adults. Results indicated that positive perceptions of health, educational level, income, and family status have nonzero relationships with acceptance of bridge employment. Support was not found for the relationship between acceptance of bridge employment and age.
Ashley Williams, University of Georgia
Juliette Christie, University of Georgia
Submitted by Ashley Williams, awilliams384@gmail.com
42-24 Training Motivation: Test of a Model in a Military Setting
The study examined a partially mediated model of motivation to learn in a military setting. Pre- and posttraining surveys were completed by 252 instructors on a leadership and coaching course. Results provided some support for partial mediation and confirmed the effects of choice of training and attitudes on training outcomes.
Michal Tombs, Cardiff University
John Patrick, Cardiff University
Submitted by Michal Tombs, tombsm1@cf.ac.uk
42-25 Aversive Motivational Traits and Web-Based Training Outcomes
Web-based training is frequently used by organizations to educate employees. This study investigates the relationship of motivational traits, particularly those concerning fear of failure, to skill attainment. Results show that aversive motivational traits are related to evaluation apprehension, which is in turn related to skill attainment.
Thomas Whelan, North Carolina State University
Aaron Watson, North Carolina State University
Lori Foster Thompson, North Carolina State University
Submitted by Thomas Whelan, tjwhelan@ncsu.edu
42-26 Identifying Skill and Ability Requirements Across Leadership Levels Using O*NET™
This study used the O*NET to identify skills and abilities that vary across different leadership levels. Analysis identified a number of skill and ability requirement differences across leadership levels (e.g., communication, strategic and business skills, and general cognitive ability).
Rena Rasch, University of Minnesota
Nathan Schneeberger, Wonderlic, Inc
Michael Benson, Personnel Decisions International
Brian Connelly, University of Minnesota
Submitted by Rena Rasch, rasc0042@umn.edu
43. Master Tutorial: 1:00 PM–2:50 PM
Continental 6
Two (2) CE credits for attending! Register at the session.
Adverse Impact: A Review of Practical, Statistical, and Legal Issues
Adverse impact is an important consideration for EEO enforcement, litigation, and affirmative action. This tutorial is intended to be a review and update for practitioners and academics, and will consider the history of adverse impact case law, its judicial scenario, enforcement guidelines, statistical issues, and recent special topics.
Arthur Gutman, Florida Institute of Technology, Presenter
Eric M. Dunleavy, DCI Consulting Group, Presenter
Submitted by Eric Dunleavy, edunleavy@dciconsult.com
44. Special Events: 1:00 PM–1:50 PM Grand Ballroom A
Individual–Organizational Health: Leading for Health
This guided panel discussion will consider research findings that help to identify best practices leaders may adopt to foster individual and organizational health, to note how consultants might work with organizations to encourage the use of such practices, and to pose unanswered questions about leaders and health.
Carrie A. Bulger, Quinnipiac University, Chair
E. Kevin Kelloway, St. Mary’s University, Presenter
Joel Bennett, Organizational Wellness & Learning Systems, Presenter
45. Symposium/Forum: 1:00 PM–2:20 PM Imperial A
Unconventional Thinking About Leadership
Conventional wisdom holds that leadership is important because leaders motivate followers to commit and give their best effort. This intentionally provocative session will combine empiricism, critical thinking, and belief in the vast importance of leadership to challenge, elaborate, and expand beyond the view of leadership as social influence.
Robert B. Kaiser, Kaplan DeVries Inc., Chair
S. Bartholomew Craig, North Carolina State University, The Problem With Leadership Research
Robert T. Hogan, Hogan Assessment Systems, Leadership Is a Hygiene Factor
Robert B. Kaiser, Kaplan DeVries Inc., The Neglected Organizational “What” of Leadership
Gordon J. Curphy, Self-employed, Discussant
Submitted by Robert Kaiser, rkaiser@kaplandevries.com
46. Symposium/Forum: 1:00 PM–2:50 PM Imperial B
Studying Organizational Justice Through a Kaleidoscope of Theoretical Lenses
In presenting new empirical and conceptual advances, the contributions to this symposium highlight how knowledge of organizational justice both draws upon and inspires various theoretical frameworks. Specifically, the papers focus on the theory of moral development, trait activation theory, the theory of planned behavior, and social exchange theory.
Jerald Greenberg, National University of Singapore, Chair
Deshani B. Ganegoda, National University of Singapore, Chair
Maureen L. Ambrose, University of Central Florida, Marshall Schminke, University of Central Florida, Maribeth L. Kuenzi, University of Central Florida, Effects of Justice Orientation and Moral Identity on Fairness Behavior
Deborah E. Rupp, University of Illinois at Urbana-Champaign, Zhi-Wen Ng, University of Illinois at Urbana-Champaign, Hui Liao, Rutgers University, Fritz Drasgow, University of Illinois at Urbana-Champaign, Multifoci Justice Climate: Roles of Target Similarity and Achievement Orientation
Deshani B. Ganegoda, National University of Singapore, Justice and Organizational Change: Suggestions From Theory of Planned Behavior
Elizabeth Umphress, Texas A&M University, Wendy R. Boswell, Texas A&M University, Asghar Zardkoohi, Texas A&M University, Run (Lily) Ren, Texas A&M University, Mary Triana, Texas A&M University, Marla Baskerville Watkins, Tulane University, Influence of Community Factors on Organizational Justice and Job Behaviors
Jerald Greenberg, National University of Singapore, Discussant
Submitted by Deshani Ganegoda, deshani.ganegoda@nus.edu.sg
47. Symposium/Forum: 1:00 PM–2:50 PM Yosemite A
Measuring Workplace Creativity: New Concepts and Tools
There is major interest in understanding and promoting workplace creativity. Valid measurement of creativity is fundamental to science and practice. Existing theories about, and instruments for, measuring workplace creativity are problematic. The 3 papers in this symposium present new ideas and data on effectively measuring creativity in the workplace.
Keith James, Portland State University, Chair
April E. Smith, Colorado State University, Keith James, Portland State University, A Taxonomy for Measurement and Application of Organizational Creativity
Damon Drown, Portland State University, Keith James, Portland State University, Measuring Team Creativity: A Top Down Approach
Roni Reiter-Palmon, University of Nebraska-Omaha, Marcy Young Illies, St. John’s University, Lisa Kobe Cross, Taleo, CaraBeth Boboltz, University of Nebraska-Omaha, Tom Nimps, University Nebraska-Omaha, Task Type Effects on Multiple Indices of Creative Problem Solving
Pamela Tierney, Portland State University, Discussant
Submitted by Keith James, KeithJ@pdx.edu
48. Panel Discussion: 1:30 PM–2:50 PM Continental 3
The Current State of Master’s Level Education in I-O Psychology
A survey regarding master’s level education issues was distributed to 114 I-O psychology program directors. We will generate discussion based on our survey results. Those attending the session will have a better understanding of the current state of I-O psychology master’s level education as well as ideas for future improvement.
Mark S. Nagy, Xavier University, Chair
Michelle Pohl, Xavier University, Panelist
Mike G. Aamodt, Radford University, Panelist
Brian W. Schrader, Emporia State University, Panelist
Submitted by Mark Nagy, nagyms@xu.edu
49. Symposium/Forum: 1:30 PM–2:50 PM Continental 4
Personality in the Workplace: Advances in Measurement and Assessment
New approaches to enhance the validity of personality assessments are explored. Issues on deciding appropriate predictor breadth, developing alternate approaches to assess faking, assessing the effects of faking on construct validity, the role of criterion matching, and mechanisms by which contextualizing assessments enhance validity are presented.
Jeffrey P. Thomas, Florida International University, Chair
Chockalingam Viswesvaran, Florida International University, Chair
Neil D. Christiansen, Central Michigan University, Further Consideration of the Validity of Narrow Trait Factors
Brian S. Connelly, University of Minnesota, Stacy Davies, University of Minnesota, Deniz S. Ones, University of Minnesota, Adib Birkland, University of Minnesota, Agreeableness: A Meta-Analytic Review of Structure, Convergence, and Predictive Validity
Filip Lievens, Ghent University, The Frame-of-Reference Effect in Personality Scale Scores and Validity
Jeffrey P. Thomas, Florida International University, Chockalingam Viswesvaran, Florida International University, Comparing Proactive-Personality’s Validity for Self- and Other Rated Criteria
Matthew J. Borneman, University of Minnesota, Nathan R. Kuncel, University of Minnesota, Thomas Kiger, University of Minnesota, Brian S. Connelly, University of Minnesota, Exploring the Measurement Properties of a New Faking-Detection Methodology
Daniel S. Whitman, Florida International University, David L. Van Rooy, Marriott International, Chockalingam Viswesvaran, Florida International University, Alexander Alonso, American Institutes for Research, Assessing Effects of Faking on the Construct Validity of EI
Murray R. Barrick, Texas A&M University, Discussant
Submitted by Jeffrey Thomas, jthom016@fiu.edu
50. Symposium/Forum: 1:30 PM–2:20 PM Continental 7
Leadership Coaching Effectiveness: Incorporating Evaluation Methodologies in Practice and Research
Leadership coaching is an integral component of leadership development programs. Despite the widespread use of coaching, there is little empirical research to support practice. As evaluation methodologies present unique challenges, researchers/practitioners will share their empirical insights with discussion focusing on evaluation in the context of leadership coaching in applied settings.
Gina R. Hernez-Broome, Center for Creative Leadership, Chair
Lisa A. Boyce, U.S. Air Force Academy, Chair
Katherine Ely, George Mason University, Johnathan Nelson, George Mason University, Lisa A. Boyce, U.S. Air Force Academy, Stephen J. Zaccaro, George Mason University, Evaluation Methodologies of Leadership Coaching
Karen Wouters, University of Maryland, Paul E. Tesluk, University of Maryland, Jeffrey D. Kudisch, University of Maryland, Suzanne Edinger, University of Maryland, The Impact of Executive Coaching on Development of Leadership Skills
Gina R. Hernez-Broome, Center for Creative Leadership, Leigh Allen, Center for Creative Leadership, Jessica Baltes, Center for Creative Leadership, The Coaching Process: A Critical Element for Coaching Evaluation
Hilary J. Gettman, University of Maryland, Investigating the Creation and Measure of Dimensions Executive Coaching
Stephen J. Zaccaro, George Mason University, Discussant
Submitted by Lisa Boyce, Boycela@msn.com
51. Panel Discussion: 1:30 PM–2:50 PM Continental 8
Life in a Consortium: Using Benchmarking to Drive Organizational Change
Benchmarking is an important tool for I-O practitioners. This panel brings together practitioners representing multiple consortiums (i.e., Mayflower Group, Information Technology Survey Group, and Attrition and Retention Consortium) to discuss the different resources available, the pros and cons of each, and how to effectively use comparative information.
Allan H. Church, PepsiCo, Chair
David Futrell, Eli Lilly & Company, Panelist
Jerry Halamaj, Citi, Panelist
David H. Oliver, PepsiCo International, Panelist
Karen B. Paul, 3M, Panelist
Lise M. Saari, IBM, Panelist
Submitted by Allan Church, allan.church@pepsi.com
52. Interactive Posters: 1:30PM–2:20 PM
Executive Board Room
Measuring Personality is Really Easy
Steven Stark, University of South Florida, Facilitator
52-1 Response Distortion in Frequency-Based Versus Traditional Personality Measurement
Parallel to gains in popularity, concerns regarding the susceptibility of personality surveys to deliberate response distortion have increased. This study examines the susceptibility of Likert-type and frequency-based response formats to faking. Results indicate that a frequency-based format may be less susceptible to faking than a Likert-type format.
Matthew Fleisher, University of Tennessee
Kristin Cullen, Auburn University
David Woehr, University of Tennessee
Bryan Edwards, Auburn University
Submitted by Matthew Fleisher, mfleishe@utk.edu
52-2 Assessing Personality Scores in Applicant Settings: A DIF Analysis
The validity of personality scores in an applicant setting was investigated using differential item functioning analysis (DIF). The study examined both uniform and nonuniform DIF results, using 2 methods of detection. Results showed meaningful uniform DIF for a relatively small proportion of items but negligible nonuniform DIF. Implications are discussed.
Andrew Jones, James Madison University
Joseph Abraham, A&M Psychometrics, LLC
Submitted by Andrew Jones, jonesat@jmu.edu
52-3 Testing the Measurment Equivalence of Personality Traits Across Cultures
The primary limitation of previous cross-cultural personality research is the absence of an appropriate assessment of measurement equivalence. Therefore, this study examines personality constructs across 3 distinct cultures: Chinese, Greek, and American. The results indicate that the Conscientiousness, Neuroticism, and Openness scales are not invariant at all levels of analysis.
Christopher Nye, University of Illinois
Brent Roberts, University of Illinois at Urbana-Champaign
Gerard Saucier University of Oregon
Lewis Goldberg, Oregon Research Institute
Submitted by Christopher Nye, cnye2@uiuc.edu
52-4 The Hidden Costs of Speeding Personality Measures
A great deal of research has examined the effects of restricting completion time (i.e., speeding) on cognitive tests. Far less research has examined this issue with respect to personality measures. This study was designed to examine the effects of speededness on personality scale scores and criterion-related validity.
Chet Robie Wilfrid Laurier University
Simon Taggar Wilfrid Laurier University
Submitted by Chet Robie, crobie@wlu.ca
53. Community of Interest: 1:30 PM–2:50 PM
Franciscan A
Teaching and Training of I-O Psychologists
John F. Binning, Illinois State University, Host
Roseanne J. Foti, Virginia Tech, Host
54. Symposium/Forum: 1:30 PM–2:50 PM
Franciscan B
Work–Family Affective Experiences That Reduce Conflict and Improve Health
Explicit consideration of the intersection of health, family, and work is needed to clarify critical predictors of healthy workplaces. Accordingly, 2 studies identify the effects of transient affect and emotion regulation on reducing conflict. The second 2 studies demonstrate connections between work–family variables and improving physical health outcomes.
Whitney E. Botsford, George Mason University, Chair
Eden B. King, George Mason University, Chair
Layne Paddock, Columbia University, Timothy A. Judge, University of Florida, Work–Family Spillover and Mood: An Experience Sampling Study
Jay M. Dorio, PDRI, Rebecca Bryant, The University of South Florida, Tammy D. Allen, University of South Florida, Guilt and Self-Regulatory Skills: Moderators of the Demands–WFC Relationship
Whitney E. Botsford, George Mason University, Eden B. King, George Mason University, Effects of Work–Family Guilt on Physical Health Outcomes
Leslie B. Hammer, Portland State University, Ellen E. Kossek, Michigan State University, Nanette Yragui, Portland State University, Kristi Zimmerman, Portland State University, Rachel Daniels, Portland State University, Family Supportive Supervisor Behaviors and Cardiovascular Disease
Lois E. Tetrick, George Mason University, Discussant
Submitted by Whitney Botsford, wbotsfor@gmu.edu
55. Panel Discussion: 1:30 PM–2:50 PM
Franciscan C
The Best Laid Plans: Action Planning in the Real World
Taking action is critical to any successful survey. Action planning best practices are widely known but using them is easier said than done. We will focus our discussion on tactics to keep survey results relevant amidst organizational change and the different demands of bottom-up and top-down action planning.
Scott M. Brooks, Kenexa, Chair
Jennifer Collins, Starwood Hotels & Resorts Worldwide, Inc., Panelist
Michelle A. Donovan, Google, Panelist
Melissa L. Graves, Starbucks Coffee Company, Panelist
Steven Katzman, KPMG LLP, Panelist
Joe Simonet, Limited Brands, Panelist
Matthew V Valenti, Starwood Hotels & Resorts Worldwide, Inc., Panelist
Submitted by Jennifer Collins, jennifer.collins@starwoodhotels.com
56. Poster Session: 1:30PM–2:20 PM Grand Ballroom B
Emotions at Work/Emotional Labor/Judgment/ Decision Making and Employee Withdrawal
56-1 Emotional Regulation as a Mediator Between Social Stress and Strains
This paper examined emotional regulation strategies (surface and deep acting) as mediators between negative social interactions with customers, coworkers, and supervisors, and job satisfaction, turnover intent, distress, and emotional exhaustion. Using a sample of 256 workers, the results supported a mediating role for surface acting but not deep acting.
Gary Adams, University of Wisconsin-Oshkosh
Karin Reinke, University of Wisconsin Oshkosh
Jennica Webster, Central Michigan University
Submitted by Gary Adams, Adamsg@uwosh.edu
56-2 Work Engagement as a Dynamic Process: Events, Emotions and Resources
Building on affective events theory, a multilevel model was developed to explain daily fluctuations in work engagement. Diary data were collected over 9 working days among 55 software developers. Emotions mediated the relationship between events and daily work engagement. These relationships were moderated by personal and social resources.
Ronald Bledow, University of Giessen
Antje Schmitt, University of Giessen
Submitted by Ronald Bledow, ronald.bledow@psychol.uni-giessen.de
56-3 Linking Emotional Labor and Burnout: A JDCS Perspective
The burnout literature has rarely considered emotional job demands as predictors of burnout, although emotional exhaustion is at the core of burnout. This study examined the predictive role of emotional demands on burnout, and the impact of job control and social support on the link between emotional labor and burnout.
Xiafang Chen, University of Maryland
Jianhong Ma, Zhejiang University
Submitted by Xiafang Chen, xichen@psyc.umd.edu
56-4 Effects of Communication Medium and Leader Emotions on Subordinate Performance
Leaders’ emotions and communication channel influence subordinate message comprehension and creative performance. For message comprehension, ANOVA yield an interaction for negative content, where blended negative emotions delivered through leaner channel resulted in greatest comprehension. For creative performance, regressions showed emotion type positively contributed to quality. Implications are explored.
Gregory Ruark, Army Research Institute-LDRU
Josh Davis, University of Oklahoma
Mary Shane Connelly, University of Oklahoma
Submitted by Joshua Davis, jdavis@psychology.ou.edu
56-5 Influence of Affect Combinations on Employee Attitudes, Intentions, and Behaviors
This study was conducted in order to empirically examine the influence of positive and negative trait affect of both peers and leaders on employee commitment, turnover intentions, and rating of effectiveness. A laboratory experiment was utilized in order to carefully manipulate 8 combinations of affect and test the hypotheses.
Sandra DeGrassi Texas A&M University
Submitted by Sandra DeGrassi, swdegrassi@yahoo.com
56-6 Predicting Organizational Behavior With Trait Affect: Beyond the Big Five
Individuals differ in their tendencies to experience moods and emotions. Two measures of affective disposition were related to a number of work-related outcomes, and both explained variation in organization outcomes beyond the Big 5 personality dimensions. This study highlights the value of measuring affective disposition for selection and employee development.
Dennis Devine, Indiana University Purdue University Indianapolis
Jeff Conway, Indiana University Purdue University Indianapolis
Submitted by Dennis Devine, ddevine@iupui.edu
56-7 The Influence of Psychological Contract Breach Upon Leader–Member Exchange
This study examined consequences of perceived breach of employees’ psychological contracts or reciprocal obligations in the work relationship. Undergraduate psychology students (N = 230) were surveyed. Results indicated that contract violation served as a partial mediator in the relation between breach and leader–member exchange.
Ernestine Nwani, Western Illinois University
Karen Harris, Western Illinois University
Submitted by Karen Harris, K-Harris@wiu.edu
56-8 Emotional Attachment and the Escalation of Commitment to Failing Projects
This study examines the influence of emotional attachment on levels of commitment to workplace projects. Results suggest that strong emotional attachment is associated with escalation of commitment to failing projects, even in the presence of a viable alternative project.
Paul Harvey, University of New Hampshire
Lisa Victoravich, University of Denver
Submitted by Paul Harvey, paul.harvey@unh.edu
56-9 Job Insecurity, Emotional Intelligence, Workplace Emotional Reactions and Decision-Making Behaviors
In a field study, 579 participants responded to measures of emotional intelligence, emotional reactions, and decision making administered in 2 waves. Support was found for a model linking perceptions of job insecurity to work decision-making behaviors. Emotional intelligence predicted positive decision making over the effects of job insecurity.
Peter Jordan, Griffith University
Neal Ashkanasy, University of Queensland
Sandra Lawrence, Griffith University
Submitted by Peter Jordan, peter.jordan@griffith.edu.au
56-10 Emotional Intelligence, Proactivity, and Performance
This study examined how emotional intelligence affects work performance through employees’ proactive behaviors toward their supervisors. The results from 198 supervisor– employee pairs supported the role of employees’ proactivity in mediating the linkage between employees’ emotional intelligence and work performance. Moreover, the effectiveness of proactivity depended on employees’ job autonomy.
Tae-Yeol Kim, City University of Hong Kong
Daniel Cable, University of North Carolina
Sang-Pyo Kim, Jinju National University
Jie Wang, City University of Hong Kong
Submitted by Tae-Yeol Kim, bestkty@cityu.edu.hk
56-11 Mood and Risk-Taking Judgment: The Role of Mood Regulation
The effects of mood regulation on risk-taking judgment were examined in an experiment. Participants who reported decreased negative mood after an interpolated task showed less propensity toward risk taking than those in control groups, suggesting that degree of mood regulation predicted one’s preference for risk taking.
Min Young Kim, Georgia Institute of Technology
Ruth Kanfer, Georgia Institute of Technology
Submitted by Min Young Kim, gth801a@mail.gatech.edu
56-12 Gender and Ingratiation Tactics in Emotional Labor Jobs
Gender and ingratiation tactics were examined in various types of service jobs. Results indicated women were more likely to use certain ingratiation tactics than men. Emotional labor demands were related to ingratiation. The use of specific ingratiation tactics had effects upon types of emotion management processes used by employees.
Alexandra Luong, University of Minnesota-Duluth
Adam VanHove, University of Minnesota Duluth
Submitted by Alexandra Luong, aluong@d.umn.edu
56-13 Temporal Focus of Employee Affective Reactions to Leaders
A field study of employee affective reactions to their leaders showed that employees had more negative affective reactions than positive reactions when asked to recall incidents with their leader. Employees had more positive affective reactions to leaders than negative reactions when thinking about the future.
Juan Madera, Rice University
Submitted by Juan Madera, jmadera@rice.edu
56-14 A Differentiated View on Strategies of Emotional Labor of Teachers
This study on emotional labor of teachers in demanding classroom situations investigates the health-related outcomes of different emotional labor strategies, discriminating between surface acting accepting the display rules “faking in good faith” or not “faking in bad faith” and deep acting under a general and situation-specific perspective.
Anja Philipp, University of Freiburg
Heinz Schüpbach, University of Freiburg
Submitted by Anja Philipp, philipp@psychologie.uni-freiburg.de
56-15 Antecedents and Consequences of Emotional Appraisal Patterns
A scenario-based measure of cognitive appraisal patterns is used to understand differences between individuals in the way they appraise events. Behavioral inhibition and activation and emotional intelligence were significant predictors of appraisal patterns, which in turn predicted satisfaction above and beyond trait affect.
Erin Richard, Florida Institute of Technology
Lauren Brandt, Florida Institute of Technology
Charlene Bogle, Florida Institute of Technology
Submitted by Erin Richard, erichard@fit.edu
56-16 Is Anger a Double-Edged Sword? Moderating Role of Coping Styles
This study analyzed the moderating role of coping styles in the relationship between trait anger and employee behaviors. Results showed that trait anger can lead to both extra-role behaviors and deviant behaviors, depending on how an employee copes with the tension and problems encountered in the workplace.
Hakan Ozcelik, California State University-Sacramento
Laura Riolli, California State University-Sacramento
Submitted by Laura Riolli, riollil@csus.edu
56-17 Emotion Recognition: When It Affects Stress in Customer Service Work
This paper examined the influence of emotion recognition on customer service employees’ stress levels. Consistent with Karasek’s (1979) demand-control model, emotion recognition paired with empathetic concern attenuates employee stress. Emotional labor is shown to have a diminishing effect on experienced stress for employees who understand others’ emotions better.
Pauline Schilpzand, University of Florida
Marieke Schilpzand, Georgia Institute of Technology
Timothy Judge, University of Florida
Submitted by Pauline Schilpzand, paulilne.schilpzand@cba.ulf.edu
56-18 Service With Authority: Antecedents of Emotional Labor in Academia
Emotional labor is broadly conceptualized as “service with a smile.” This research conducted on a sample of professors expands the scope of this definition by demonstrating that professors are expected to and actually experience less emotional labor when displaying “authoritative” rather than “friendly” emotions during interactions with disruptive students.
Sharmin Spencer, DePauw University
Brandi Smock, DePauw University
Emily Fox, DePauw University
Submitted by Sharmin Spencer, sharminspencer@depauw.edu
56-19 Catching Up Leaders’ Mood: Emotional Contagion in Groups
This study examined leaders’ mood effects on group mood and group performance. The behavior of 63 students working in 3-person groups was examined in a laboratory study. Results showed that there was a mood contagion effect and that potency mediated between leaders’ mood and group mood and group performance.
Judith Volmer,University of Erlangen
Submitted by Judith Volmer, judith.volmer@sozpsy.phil.uni-erlangen.de
56-20 Emotional Labour and Well-Being at Work: Moderating Effects of Personality
This study investigated the moderating effects of personality on the relationship between emotional labor and employee well-being. Based on a stressor–strain approach, the relationships between personality, emotional labor, and indices of well-being as assessed by an Employee Opinion Survey were investigated for all participating employees.
Joanne Wilson,Queen’s University of Belfast
Submitted by Joanne Wilson, joanneewilson@gmail.com
56-21 Employee Emotional Intelligence, Authenticity, Affective Delivery, and Customer Perceived Friendliness
This study examines the relationships among employee emotional intelligence, authenticity of emotional displays, employee affective delivery, and customer-rated service friendliness. Using 174 employee–customer pairs as a sample, it was found that authenticity moderates the influence of employee emotional intelligence on friendliness, and this moderation is mediated by employee affective delivery.
Ju-Chien Wu, Baylor University
Chung-Tzer, Liu Soochow University
Submitted by Ju-Chien Wu, Cindy_Wu@baylor.edu
56-22 PSS, Meeting Frequency, and Turnover Intentions: Informational Justice as Mediator
This study examined the main effects of perceived supervisor support (PSS) and meeting frequency on turnover intentions via informational justice. In a sample of social service agency employees, informational justice fully mediated the effects of PSS and meeting frequency on turnover intentions. Implications of these results were discussed.
Laura Braeunig, Roosevelt University
Chu-Hsiang Chang, University of South Florida
Michael Helford, Roosevelt University
Submitted by Laura Braeunig, lbje@comcast.net
56-23 Three Country Study of Supervisor Trust and Turnover Intentions
This study examines the association between the employee’s cognition-based trust of the supervisor and that employee’s turnover intentions. The study’s major finding indicates that the linkage between trust and turnover intentions is stronger in the lower power distance cultures than in the high power distance culture.
Robert Costigan, St. John Fisher College
Richard Insinga, St. John Fisher College
Submitted by Robert Costigan, costigan@sjfc.edu
56-24 Effects of Supervisory Humor Styles on Subordinate Intention to Turnover
This study was conducted to evaluate the extent to which supportive and abusive supervisory humor styles relate to subordinate intentions to turnover. In addition, through a perceived similarity framework, subordinate intentions to turnover were compared for individuals with similar and dissimilar humor styles from that of their supervisor.
Daniel Hahn, Portland Sate University
Submitted by Daniel Hahn, dhahn@pdx.edu
56-25 Changing Places Versus Changing Occupations: Self-Efficacy Moderates Transfer Intentions
This paper investigates how the relationship between job satisfaction and self-efficacy associates with turnover and transfer intentions. Regression analyses reveal that a job satisfaction and self-efficacy interaction predicts transfer intentions. Results provide insight into how turnover might be conceptualized among people considering their occupation a “calling.”
Clara Hess, North Carolina State University
Samuel Pond, North Carolina State University
Submitted by Clara Hess, clara.hess@gmail.com
56-26 Extending and Enriching Job Embeddedness Theory: Predicting College Persistence
This paper extended job embeddedness theory for college persistence. After developing a new measure of college embeddedness, it was demonstrated that this scale predicted student reenrollment as did a network index of closed networks. This inquiry advanced understanding of why students stay in college and offers modifications to embeddedness theory.
Kaitlin Murphy
Peter Hom, Arizona State University
Submitted by Peter Hom, Peter.Hom@asu.edu
56-27 Occupational Turnover Intention: Effects of Multidimensional Commitment, Burnout and Interactions
This study examines the effects of multidimensional burnout and occupational commitment and their interaction effects on occupational turnover intention (Occ-TO). Hierarchical moderated regressions of self-reported data from 223 employees in the banking and finance, IT, retail, and nursing occupations showed significant interactions on Occ-TO.
Cheryl Tay, Nanyang Technological University
Submitted by Cheryl Tay, actay@ntu.edu.sg
56-28 The Social Dynamics of Rater Consensus: Individual Difference Effects
This paper investigated the rater consensus process in 3-person panel interviews in which an initial and final consensus rating is provided. An interaction was found such that personality predicted the likelihood that a rater in the majority opinion would alter their initial ratings.
Deborah Ford, Portland State University
Lynn McFarland, Clemson University
Yujie Zhan Portland State University
Mo Wang, Portland State University
Donald Truxillo, Portland State University
Submitted by Deborah Ford, dford@pdx.edu
56-29 A Delay-Discounting Model of Preference for Variable Returns
Preference for variable outcomes over fixed outcomes with identical return rates was tested in a capital investing simulation. Hypothesized as a function of hyperbolic discounting of delayed outcomes, preference for variability was demonstrated by overvaluing investment options with greater variability in return rate consistent with a modified hyperbolic equation.
Thomas Schoenfelder, Caliper Management
Submitted by Donald Hantula, hantula@temple.edu
56-30 Project-Specific Factors, Perceptions of Project Success, and Commitment Escalation
This study tests the influence of project completion stage, presence of an alternative goal, and rate of progress toward project completion on decision makers’ perception of a project’s future success and willingness to allocate additional resources toward project completion.
Lisa Victoravich, University of Denver
Paul Harvey, University of New Hampshire
Submitted by Paul Harvey, paul.harvey@unh.edu
56-31 Effects of Selective Feedback in Personnel Selection Tasks
This study investigates effects of selective feedback (concerning only applicants chosen) in personnel selection tasks with varying base rates. Results indicate that selective feedback does not impair overall accuracy of judgment, when compared to both complete and partial feedback, contrary to some recent claims.
R. James Holzworth, University of Connecticut
Thomas Stewart, University at Albany
Jeryl Mumpower, Texas A&M University
Kathlea Vaughn, University of Connecticut
Amy Reese, University of Connecticut
Submitted by R. James Holzworth, holz@uconn.edu
56-32 Anchoring Effects on Initial Salary Recommendations
This study examined whether an implausible anchor could influence salary recommendations in the presence of a relevant anchor. Order of the implausible and relevant anchors were manipulated but had no effect. Results revealed that the implausible anchor had a significant effect on initial salary recommendations.
Todd Thorsteinson, University of Idaho
Catherine Hamilton, University of Idaho
Submitted by Todd Thorsteinson, tthorste@uidaho.edu
57. Symposium/Forum: 1:30 PM–2:50 PM Yosemite B
The Long and Winding Road: Career Pathing for Talent Management
Career advancement in today’s world no longer means ascending a vertical corporate ladder. Career pathing outlines the capabilities required to succeed in different roles within the organization. Various approaches to career pathing, pros and cons, and the organizational circumstances under which pathing is most successfully utilized will be discussed.
Stephanie A. Tarant, Fannie Mae, Chair
Stephanie A. Tarant, Fannie Mae, Corey S. Munoz, Fannie Mae, Carolyn A. Mauriello, George Washington University, Forging New Pathways: Careers and Competency Models at Fannie Mae
Janine Waclawski, Pepsi-Cola Company, Allan H. Church, PepsiCo, On the Road Again: Career Pathing at Pepsi
Stacey P. Miller, The Home Depot, Stephanie L. Sloan, Hay Group, Leslie Joyce, The Home Depot, Chris L. Lovato, The Home Depot, Integrating Career Pathing and High-Potential Leadership Development at Home Depot
Kathleen Suckow Zimberg, Microsoft Corporation, Defining Careers at Microsoft: From Organic to Structured
Submitted by Stephanie Tarant, Stephanie_A_Tarant@fanniemae.com
58. Panel Discussion: 1:30 PM–2:50 PM
Yosemite C
I-O War Stories: Facing and Learning From Professional Mishaps
Panel discussion explores and shares the learning experiences from 5 I-O psychologists’ errors, mistakes, and career challenges. The goal is to help other SIOP members learn from the setbacks they may experience in their careers and discover how these setbacks can pave the way towards future success.
Jeffrey A Jolton, Kenexa, Chair
Wendy S. Becker, University at Albany-SUNY, Panelist
Michael A. Campion, Purdue University, Panelist
Wendi J. Everton, Eastern Connecticut State University, Panelist
Leslie Joyce, The Home Depot, Panelist
Submitted by Jeffrey Jolton, jeffrey.jolton@kenexa.com
59. Roundtable Discussion/Conversation Hour: 2:00 PM–2:50 PM
Continental 1
Market Research as a Viable Career Path for I-O Psychologists
Market research is an exciting and growing industry that is an attractive alternative to a career in HR. This conversation hour will introduce market research to the uninitiated, explain the benefits of the field, and describe how I-O psychologists are well suited to succeed in the market research industry.
Allan Fromen, Reuters, Host
Christopher T. Rotolo, Behavioral Insights, LLC, Host
Channing Stave, Medco Health Solutions, Host
Submitted by Allan Fromen, allan@fromen.com
60. Panel Discussion: 2:00 PM–2:50 PM
Continental 9
Bridging the Scientist–Practitioner Gap: Senior Executives Identify Critical Research Needs
The SHRM Foundation has sponsored research to uncover the most pressing issues faced by organizations. The panelists will discuss the results of this research, which included interviews with 36 senior executives and a survey of over 500 senior executives, as well as engage in dialogue about potential future research.
Frederick P. Morgeson, Michigan State University, Chair
Wayne F. Cascio, University of Colorado, Panelist
Debra Cohen, Society for Human Resource Management, Panelist
Lawrence Fogli, People Focus Inc., Panelist
Howard J. Klein, The Ohio State University, Panelist
William A. Schiemann, Metrus Group, Inc., Panelist
Jodi Simco, Hay Group, Panelist
Submitted by Frederick Morgeson, morgeson@msu.edu
61. Special Events: 2:00 PM–2:50 PM
Grand Ballroom A
Individual–Organizational Health: Selecting for Health and Safety
Panelists will discuss the effectiveness and appropriateness of using traditional selection procedures (e.g., personality assessment) to predict health outcomes by screening out individuals who are prone to accidents, injuries, and illnesses at work. The panelists will consider this practice from multiple perspectives including from organizational, ethical, legal, and practical viewpoints.
Autumn D. Krauss, Kronos-Unicru, Inc., Chair
Eugene F. Stone-Romero, University of Texas, San Antonio, Presenter
Robert R. Sinclair, Portland State University, Presenter
Frank J. Landy, Landy Litigation Support Group, Presenter
62. Roundtable Discussion/Conversation Hour: 3:30 PM–5:20 PM
Continental 1
Proposal for a Cross-Cultural Applicant Reactions Research Incubator
This research incubator forum encourages individuals with mutual interests within an applicant reactions paradigm to combine efforts to expand cross-cultural research. During the session, participants from multiple countries will work with facilitators to organize ideas around specific research projects with the potential to eventually produce publications in top-flight management journals.
Neil R. Anderson, University of Amsterdam, Host
Talya N. Bauer, Portland State University, Host
Cornelius J. Koenig, University of Zurich, Host
Donald M. Truxillo, Portland State University, Host
Submitted by Talya Bauer, TalyaB@Sba.pdx.edu
63. Symposium/Forum: 3:30 PM–5:20 PM
Continental 2
Emerging Issues in I and O Psychology Research
Interactive audience discussions will be used to consider the status of theory and research on several key issues (e.g, work analysis, recruitment, selection, performance management, compensation, work–family, and diversity issues). It also will examine strategies for enhancing research methods and closing the gap between research and practice.
Dianna L. Stone, University of Texas at San Antonio, Chair
Diana L. Deadrick, Old Dominion University, Chair
Ronald A. Ash, University of Kansas, Edward L. Levine, University of South Florida, Work Analysis in the Twenty-First Century: State of the Practice
James A. Breaugh, University of Missouri-St Louis, Employee Recruitment: Current Knowledge and Directions for Future Research
Ann Marie Ryan, Michigan State University, Future Directions for Research on Employee Selection Systems
Diana L. Deadrick, Old Dominion University, Donald G. Gardner, University of Colorado-Colorado Springs, Directions for Research on Performance
James Dulebohn, Michigan State University, Stephen Werling, University of Texas at San Antonio, Compensation Research: Past, Present, Future
Eugene F. Stone-Romero, University of Texas at San Antonio, Construct Validity Issues in I and O Psychology Research
Lynn M. Shore, San Diego State University, Lois E. Tetrick, George Mason University, Research on Diversity in Organizations
Jeanette N. Cleveland, Pennsylvania State University, Lori Anderson Snyder, University of Oklahoma, Keith James, Portland State University, Work and Home Instability, Intensification, and Sustainability
Dianna L. Stone, University of Texas at San Antonio, Megumi Hosoda, San Jose State University, Kimberly Lukaszewski, State University of New York-New Paltz, Research on Unfair Discrimination in Organizations
Lise M. Saari, IBM, Gary P. Latham, University of Toronto, The Gap Between Research and Practice
Richard J. Klimoski, George Mason University, Discussant
Submitted by Dianna L. Stone, DiannaStone@satx.rr.com
64. Symposium/Forum: 3:30 PM–4:50 PM Continental 3
Exploring Testing Environment Effects Beyond the Proctored Versus Unproctored Distinction
This forum aims to broaden the conceptualization of online testing environments beyond the typical “unproctored/proctored” dichotomy. Using alternative distinctions between test administration modes, a diverse group of internal and external consultants present their findings on the effects of actual test-taking environments on key organizational outcomes.
Laurie E. Wasko, DDI, Chair
Evan F. Sinar, Development Dimensions International, Chair
Laura Mastrangelo, Frito-Lay North America, Anna M. Safran, HRMC, Douglas E. Haaland, Development Dimensions International, I Can Apply From Home? Applicant Reactions at Frito Lay
Richard T. Cober, Marriott International, Laurie E. Wasko, Development Dimensions International, Mark Smedley, Development Dimensions International, Sarah Chan, Development Dimensions International, Impact of Test-Taking Environment on Test Performance and Validity
Evan F. Sinar, Development Dimensions International, Laurie E. Wasko, Development Dimensions International, Further Exploring the Nature and Impact of Differing Testing Environments
Adam Vassar, pan, Inc., Examining Real World Applications of the Supervised Testing Mode
Dennis Doverspike, University of Akron, Discussant
Submitted by Laurie Wasko, laurie.wasko@ddiworld.com
65. Symposium/Forum: 3:30 PM–4:50 PM
Continental 4
What Does Employee Engagement Predict?
Three leading I-O consulting firms describe how they define and measure engagement. Oliver Wyman, Sirota Survey Intelligence, and Valtera Corporation present the results of their latest research and current thinking on the appropriate way to conceptualize and use indices of engagement in meeting the needs of their clients.
Walter Reichman, Sirota Survey Intelligence, Chair
Orla M. NicDomhnaill, Columbia University, Aggregated and Disaggregated Analysis in Employee Engagement Research
John C. Sherman, Sirota Consulting, John S. Mallozzi, MetLife, Engagement–What Leaders Want to Know and What They Find
William H. Macey, Valtera, Scott A. Young, Valtera, Karen M. Barbera, Valtera, Customer Satsifaction, Market Performance, ROA, and an Engaged Work Force
Benjamin Schneider, Valtera, Discussant
Submitted by Walter Reichman, walter_reichman@baruch.cuny.edu
66. Panel Discussion: 3:30 PM–4:50 PM
Continental 5
Validation Research Strategies: Ensuring Situational Sufficiency and “Appropriate” Professional Rigor
The objective of this panel discussion is to identify factors that should be considered by researchers when deciding on the level of rigor and comprehensiveness required in a given validation effort, and further, the specific validation strategies that might be most appropriate amidst different sets of considerations.
Levi R Nieminen, Wayne State University, Chair
John Arnold, Wayne State University, Chair
Michael A. Campion, Purdue University, Panelist
Lorren O Oliver, PBJC, Panelist
Neal W. Schmitt, Michigan State University, Panelist
Nancy T. Tippins, Valtera, Panelist
Sheldon Zedeck, University of California-Berkeley, Panelist
Submitted by Levi Nieminen, levi.nieminen@gmail.com
67. Master Tutorial: 3:30 PM–4:50 PM
Continental 6
One and one-half (1½) CE credits for attending! Register at the session.
It’s Your World: Building Realistic Simulations for Complex Jobs
Different types of simulations and current best practices in development will be discussed. Process steps, best practices for technology platforms, and delivery mechanisms will also be discussed. Methods for using assessment techniques will be presented. Lastly, when to use and not use technology-enhanced simulations will be reviewed.
Jeffrey Peisach, Cambria Consulting, Presenter
Timothy S. Kroecker, Cambria Consulting, Presenter
Submitted by Timothy Kroecker, tkroecker@cambriaconsulting.com
68. Symposium/Forum: 3:30 PM–4:50 PM Continental 7
Alternative Methods of Assessing Noncognitive Predictors
One criticism of the use of noncognitive predictors in selection settings is that the self-report methodology provides poor representations of the underlying constructs and is susceptible to faking effects. This symposium explores 4 possible alternatives to the traditional self-report method of assessing noncognitive predictors.
Patrick H. Raymark, Clemson University, Chair
Jeffrey R. Labrador, Kenexa, Neil D. Christiansen, Central Michigan University, “What Would You Do?” Assessing Personality With Unstructured Situational Judgments
Anthony J. Adorno, The DeGarmo Group, Inc., John F. Binning, Illinois State University, James M. LeBreton, Purdue University, Validity of Inventory and Interview Assessments of Person–Job Affective Fit
Jill S. Budden, Development Dimensions International, Chris P. Parker, Northern Illinois University, Measuring Achievement Motivation: Conscious, Nonconscious, and Integrative Methods
Brian Siers, Central Michigan University, Neil D. Christiansen, Central Michigan University, Construct and Criterion Validity of Implicit Association Test Trait Measures
David Funder, University of California-Riverside, Discussant
Submitted by Patrick Raymark, praymar@clemson.edu
69. Panel Discussion: 3:30 PM–4:50 PM
Continental 8
Advancing Work/Job Analysis: Challenges and Opportunities
Emerging human resource (HR) needs and trends are motivating many organizations to seek new approaches to work/job analysis. The purpose of this session is to provide an interactive forum for discussing these imperatives and the challenges and opportunities they present to I-O psychologists for advancing the analysis of work/jobs.
Michael Ingerick, HumRRO, Chair
John P. Campbell, University of Minnesota, Panelist
Rodney A. McCloy, HumRRO, Panelist
S. Morton McPhail, Valtera Corporation, Panelist
Kenneth Pearlman, Independent Consultant, Panelist
Michael G. Rumsey, U.S. Army Research Institute, Panelist
Submitted by Michael Ingerick, mingerick@humrro.org
70. Symposium/Forum: 3:30 PM–4:50 PM
Continental 9
Expanding the Criterion Space Through Objective Metrics and Criterion-Related Validation
Although a substantial amount of research has focused on predictors used in personnel selection, investigators have struggled with the criterion problem for decades. This session will discuss expanding the criterion space in selection research and highlight several criterion-related validation studies that include objective and alternative measures of job performance.
Eyal Grauer, PreVisor, Chair
Andrew M. Goldblatt, Development Dimensions International, Chair
Scott E. Bryant, Development Dimensions International, Mike Barriere, Citigroup Private Bank, Amie Nelson, Citigroup Private Bank, Joe Ryan, Citigroup Private Bank, David A. Katkowski, HumRRO, Test Validation With Objective Sales Data: A Case Study
Craig R. Dawson, PreVisor, Pamela J. Levine, PreVisor, Michael S. Fetzer, PreVisor, Predicting Objective Performance: Client Challenges and Successes
Eric C. Popp, PreVisor, Tonya Baker, Advance Auto Parts, Jay Janovics, PreVisor, Characteristics and Utility of Objective Metrics
Richard A. McLellan, Previsor, Understanding and Utilizing Operational Performance Metrics in Validation Research
Submitted by Eyal Grauer, egrauer@previsor.com
71. Interactive Posters: 3:30 PM–4:20 PM Executive Board Room
Ethics: Not on My Watch
Christian Resick, Drexel University, Facilitator
71-1 Bad Science: Perceptions and Occurrences Among Organizational Researchers
Authors published in top journals between 2001-2005 were surveyed with regard to their perceptions of and involvement in unethical practices. Results show a low occurrence of the items perceived as serious; however, some practices occur quite frequently.
Michael Rossi, University of South Florida
Dan Ispas, University of South Florida
Submitted by Dan Ispas, dispas@gmail.com
71-1 Bad Science: Perceptions and Occurrences Among Organizational Researchers
71-1 Bad Science: Perceptions and Occurrences Among Organizational Researchers
71-1 Bad Science: Perceptions and Occurrences Among Organizational Researchers
71-1 Bad Science: Perceptions and Occurrences Among Organizational Researchers
71-2 Sensemaking and Ethics: A New Method for Training R&D
This study examines a sensemaking approach to ethics training relevant to research and development organizations. Significant gains were observed in relation to metacognitive reasoning strategy application that facilitated ethical decision making across 4 areas of ethical conduct. The ethics training results are discussed in reference to training and trainee characteristics.
Vykinta Kligyte, University of Oklahoma
Ethan Waples, University of Oklahoma
Richard Marcy, University of Oklahoma
Sydney Sevier, University of Oklahoma
Michael Mumford, University of Oklahoma
Submitted by Vykinta Kligyte, vkligyte@psychology.ou.edu
71-3 Supervisors’ and Top Leaders’ Ethics: Differently Related to Employee Attitudes?
This study examined the relationships between (a) individual employees’ perceptions of top managers’ and immediate supervisors’ ethical tendencies, and (b) organizational climate, commitment, and citizenship behavior. Results indicated that employee perceptions of top managers’ and supervisors’ ethics were significantly related to climate, commitment, and the OCB dimension civic virtue.
Janet Kottke, California State University-San Bernardino
Kathie Pelletier, Achieving Styles Institute
Mark Agars, California State University-San Bernardino
Submitted by Janet Kottke, jkottke@csusb.edu
71-4 An Examination of the Nature of Employee Ethical Decision Making
This paper contributes to the literature on ethical-decision making, which tends to rely on scenario studies and managerial samples. An analysis of real-life accounts of such decision making (n = 30) for nonmanagerial employees sheds light on the nature of the ethical dilemmas facing these employees and the factors influencing such decisions.
Erin Hawes, Queen’s University
Jacoba Lilius, Queen’s University
Submitted by Jacoba Lilius, jacoba.lilius@queensu.ca
72. Community of Interest: 3:30 PM–4:50 PM
Franciscan A
Executive Assessment
Robert C Muschewske, Personnel Decisions International, Host
Robert T. Hogan, Hogan Assessment Systems, Host
73. Symposium/Forum: 3:30 PM–5:20 PM
Franciscan B
hat Happens After Job Loss? Process-Oriented Perspectives on Job Search
Five studies conducted in 3 nations use longitudinal, experience-sampling, and multiple-source approaches for addressing the dynamics of job search. The individual studies focus on life-facet appraisals and coping with job loss, different search strategies, self-regulatory predictors of search intensity, and the role of stress and affect in the search process.
Edwin A. J. Van Hooft, Erasmus University Rotterdam, Chair
Frances M. McKee-Ryan, University of Oklahoma, Angelo J. Kinicki, Weatherup/Overby Chair in Leadership, Mel Fugate, Southern Methodist University, Coping with Job Loss at the Life-Facet Level: Fixing What’s Broken
Zhaoli Song, National University of Singapore, Shuhua Sun, National University of Singapore, Job Search and Affective Reactions: A Diary Study on College Graduates
Connie R. Wanberg, University of Minnesota, Jing Zhu, University of Minnesota, Edwin A. J. Van Hooft, Erasmus University Rotterdam, Job Search, Affect, and Motivational Self-Regulation: A Daily Experience-Sampling Study
Ute-Christine Klehe, University of Amsterdam, Jessie Koen, Work and Organizational Psychology, Aukje Nauta, Work and Organizational Psychology, Jelena Zikic, University of Toronto, Searching Smart/Searching Hard During Unemployment: The Impact of Career Adaptability
Edwin A. J. Van Hooft, Erasmus University Rotterdam, Predicting Job Search Behavior and Reemployment: Common-Source Versus Multisource Data
Wendy R. Boswell, Texas A&M University, Discussant
Submitted by Edwin Van Hooft, vanhooft@fsw.eur.nl
74. Panel Discussion: 3:30 PM–4:50 PM
Franciscan C
Improving Organizational Effectiveness and Innovation Through Social Networks
Social networks have important business implications. The purpose of this panel discussion is to provide various theoretical viewpoints and practical applications of social networks within and between organizations. The application of social networks to change management, talent management, innovation, and knowledge management in organizations will be discussed.
Alina Polonskaya, Oliver Wyman-Delta Organization & Leadership, Chair
Amanda C Shull, Columbia University, Chair
Andrew Parker, Stanford University, Panelist
Greg Janicik, Korn Ferry, Panelist
Dan Nye, LinkedIn, Panelist
Submitted by Amanda Shull, amanda.shull@oliverwyman.com
75. Special Events: 3:30 PM–4:50 PM
Grand Ballroom A
Individual–Organizational Health: Integrating Health Into Work-Nonwork Research and Practice
The focus of this panel discussion is to discuss new and developing applications and challenges of work–nonwork research and practice that emphasize individual and organizational health-related issues. The panelists will also each have a brief opportunity to share their current efforts pertaining to work–nonwork issues and health.
Leslie B. Hammer, Portland State University, Chair
Tammy D. Allen, University of South Florida, Presenter
Jeffrey H. Greenhaus, Drexel University, Presenter
Christine Dickson, Foresight Management, Presenter
Phyllis Moen, University of Minnesota, Presenter
76. Poster Session: 3:30 PM–4:20 PM
Grand Ballroom B
Global/International/Cross-Cultural Issues/ Coaching/Training/Leadership Development
76-1 Effects of Previous Experience on Transfer of Computer-Based Training
This research examines how previous experience with video games and computer simulations affects performance on a novel computer based simulation. Previous experience directly predicted transfer performance, and use of effective strategies partially mediated this relationship. Guided exploration hindered the use of strategy by experienced individuals. Implications and limitations are discussed.
James Beck, University of Akron
Steve Kozlowski, Michigan State University
Aaron Schmidt, University of Akron
Submitted by James Beck, beckjam2@gmail.com
76-2 Validation of a Learning Styles Instrument
This study investigates the construct and predictive validity of a learning styles inventory with a sample of 2,259 military personnel who were participating in job-related training. Results provide construct validity evidence and very limited predictive validity evidence. Implications for future research and practice are discussed.
Kartik Bhavsar, North Carolina State University
Clara Hess, North Carolina State University
Eric Surface, SWA Consulting Inc.
Submitted by Kartik Bhavsar, carbhav@yahoo.com
76-3 Error Training: Examining Emotion Control and Knowledge as Mediators
This study examined whether the increased emotion control that results from error management training influences transfer performance holding constant any differences in knowledge acquisition. The results revealed that trainees receiving error management training demonstrated higher levels of emotion control, which led directly to better transfer performance.
Natalie Bourgeois, Louisiana State University
James Diefendorff, University of Akron
Submitted by Natalie Bourgeois, nbourg6@lsu.edu
76-4 Evaluating Diversity Training Effectiveness: Self-Efficacy as an Enabler of Transfer
Diversity training was evaluated on 3 levels of criteria–reactions, learning, and transfer–comparing trainees’ pretraining levels to outcomes immediately following training and 3 to 6 months later. The results showed the expected increase in outcomes and supported the role of self-efficacy as an enabler of effectiveness.
Diana Anderson, University of Texas M. D. Anderson Cancer Center
Susan Gilbert, University of Texas, M. D. Anderson Cancer Center
Stacey Turner, Rice University
Submitted by Courtney Holladay, CLHolladay@mdanderson.org
76-5 Employees’ Perceived Costs and Benefits of Participating in Employee Development
This study evaluated employees’ outcome expectancies regarding participation in employee development using an open-ended field survey across 3 public sector agencies. A taxonomy of costs and benefits is provided to guide research into contributing and deterring factors influencing employees’ decisions to participate in voluntary employee development.
Eva Mireku, California State University-Sacramento
Gregory Hurtz, California State University-Sacramento
Submitted by Gregory Hurtz, ghurtz@csus.edu
76-6 Adaptive Guidance in Technology-Based Training: An Aptitude-Treatment Perspective
Adaptive guidance provides trainees with the information necessary to make effective use of the learner control inherent in technology-based training. This study examined the effects of alternative forms of guidance (autonomy supportive vs. controlling) on trainees’ performance and several individual differences that may moderate these effects.
Adam Kanar, Cornell University
Bradford Bell, Cornell University
Submitted by Adam Kanar, amk58@cornell.edu
76-7 Examination of Cultural and Individual Differences and Transfer Training Intentions
This study examined training climate as a predictor of training transfer intentions. In addition, cultural and individual differences as well as differences in cognitive ability were found to moderate the training climate-training transfer intentions relationship. These findings have implications on training design and training course content.
Kathryn Keeton, University of Houston
Cristina Rubino, University of Houston
Amanda McClure, University of Houston
Christiane Spitzmuller, University of Houston
Submitted by Kathryn Keeton, KathrynEKeeton@earthlink.net
76-8 Investigating Organizational and Individual Factors That Impact Training Effectiveness
The influence of the organizational context on transfer training intentions was examined. Learning and performance goal orientation were included as moderators of the hypothesized relationships. Analyses indicate that organizational factors were significantly related to transfer training intentions. Learning and performance goal orientation were found to significantly moderate these relationships.
Kathryn Keeton, University of Houston
Alex Milam, University of Houston
Cristina Rubino, University of Houston
Amanda McClure, University of Houston
Ari Malka, University of Houston
Christiane Spitzmuller, University of Houston
Submitted by Kathryn Keeton, KathrynEKeeton@gmail.com
76-9 Antecedents of Learners’ Mental Model Development
This study examined mental model development based on individual differences, which may constrain the nature of the mental models that are developed. It also extend prior research, which has indicated that the mental model of an instructor can have an important effect on how learners understand and organize material.
Nicole Kohari University of Akron
Robert Lord, University of Akron
Joelle Elicker, University of Akron
Steven Ash, University of Akron
Bryce Hruska, University of Akron
Submitted by Nicole Kohari, new3@uakron.edu
76-10 Crew Resource Management (CRM) Training in the Railroad Environment
Using a mental-model framework, this study investigates crew resource management (CRM) training’s effect on the accuracy and similarity of railroad crew members’ perceptions of team processes. Results indicate training increases the accuracy of crew members’ perceptions regarding the criticality of specific processes. Moderators (e.g., crew type) were also investigated.
Tobin Kyte, Texas A&M University
Submitted by Tobin Kyte, TobyKyte@neo.tamu.edu
76-11 What Predicts Training Transfer? The Importance of Self-Efficacy and Instrumentality
This study used a social cognitive framework to examine how training participants’ perceptions of training instrumentality and training self-efficacy influence proximal outcomes (motivation to learn and motivation to transfer) and distal outcomes (perceived training transfer). Analyses using structural equation modeling with EQS provided support for the model.
Dan Chiaburu, Pennsylvania State University
Douglas Lindsay, Pennsylvania State University
Submitted by Douglas Lindsay, drl192@psu.edu
76-12 Verbal Protocols and Complex Skill Acquisition: Think Versus Explain Protocol
This laboratory study demonstrated the viability of explain-aloud and think-aloud concurrent verbal protocols in understanding cognitions associated with complex skill acquisition. Although these 2 protocols yielded different types of verbalizations, this study demonstrated that verbalization content, particularly involving self-regulation, can be meaningful predictors of future complex task performance.
Lauren McEntire, Kenexa Corporation
Xiaoqian Wang, University of Oklahoma
Eric Day, University of Oklahoma
Paul Boatman, University of Oklahoma
Jazmine Espejo, Development Dimensions International, Inc.
Andrew Vert, University of Oklahoma
Vanessa Kowollik, University of Oklahoma
Submitted by Lauren McEntire, lemcentire@yahoo.com
76-13 Revisiting the Pygmalion Effect in Organizations: Implications for Leadership Development
This paper discussesthe significance of Pygmalion leadership style by identifying related factors based on a literature review and explicate motivational mediators (leader–member exchange, interpersonal justice, and self-efficacy) through which the Pygmalion effect works. Implications and future directions for leadership development training programs are suggested.
In-Sue Oh, University of Iowa
Submitted by In-Sue Oh, in-sue-oh@uiowa.edu
76-14 Providing Performance Feedback to Stimulate Effective Self-Development
This study examined the effects of supervisory feedback on the quality of employees’ self-development. Data from 149 employee–supervisor pairs suggest that supervisory feedback shapes the quality of employees’ self-development directly and indirectly through its influence on employee self-regulation. Furthermore, the attributes of feedback combined additively and multiplicatively to influence self-regulation.
Karin Orvis Old Dominion University
Laura Fields Fields Consulting Group
Tiffany Bludau George Mason University
Lisa Gulick George Mason University
Laura Mullin Nuance Communications, Inc.
Submitted by Karin Orvis, korvis@odu.edu
76-15 Structured Versus Self-Guided Feedback in Simulation-Based Training
Successful members of command and control teams typically possess strong technical and supporting skills. Little is known, however, about how to provide feedback on supporting behaviors. This study examined the impact of structured feedback on both technical and supporting skills for trainees in a simulated military environment.
Steven Russell, Personnel Decisions Research Institutes, Inc.
David Dorsey, Personnel Decisions Research Institutes
Michael Ford, George Mason University
Meredith Cracraft, Personnel Decisions Research Institutes, Inc.
Vivek Khare, George Mason University
Jose Cortina, George Mason University
Submitted by Steven Russell, steven.russell@pdri.com
76-16 Complex Task Performance Following Extended Periods of Nonuse
This study addresses an overlooked issue in the training literature–skill decay on a cognitively complex task. It examined the amount and trend of skill decay over periods of nonuse, ranging from 1 to 8 weeks. Results suggest that complex skill decay may not parallel that of simple skills.
Anton Villado, Texas A&M University
Eric Day, University of Oklahoma
Winfred Arthur Jr., Texas A&M University
Alok Bhupatkar, Texas A&M University
Paul Boatman, University of Oklahoma
Vanessa Kowollik, University of Oklahoma
Winston Bennett, Training Research Laboratory
Submitted by Anton Villado, antonvillado@tamu.edu
76-17 A Comparison of Trainee Reactions Across Facets of Computer-Based Training
This study examined trainee reactions to different facets of computer-based training (CBT) in the context of on-the-job foreign language training. Trainees displayed differences in perceived engagement, enjoyment, effectiveness, and ease of use with respect to different facets of CBT, ranging from more traditional self-directed learning modules to simulation-based videogames.
Aaron Watson, North Carolina State University
Eric Surface, SWA Consulting Inc.
Erich Dierdorff, DePaul University
Submitted by Aaron Watson, amwatson@ncsu.edu
76-18 Ready, Set, Stop: Male and Female Perceptions of Global Competencies
Gender differences evaluating global competence, readiness for expatriate assignments, and job performance were assessed. Results showed both male and female supervisors rated women lower than men on the dimension most likely to predict whether or not someone is placed in an expatriate position, perceptions of expatriate readiness for international assignments.
Mary Connerley Virginia Tech
Ross Mecham, III Virginia Tech
Submitted by Mary Connerley, maryc@vt.edu
76-19 Cultural Differences in the Perception of Interactions in Virtual Teams
Critical incident interviews were held among 35 global virtual team workers from India, the U.S., and Belgium, and were compared with previous findings from the Netherlands. The differences between the countries with respect to the interaction behaviors that were perceived as important were in accordance with the different cultural backgrounds.
Daphne Dekker, Eindhoven University of Technology
Christel Rutte, Tilburg University
Peter van den Berg, Tilburg University
Submitted by Jan de Jonge, j.d.jonge@tue.nl
76-20 Repatriate Knowledge Transfer Environment: Scale Development and Outcome Propositions
Facets of the Steelman et al. (2004) feedback environment theory are adapted to measure an organizations repatriate knowledge transfer environment (RKTE). Repatriate motivation to share knowledge and colleague receptiveness are proposed as outcomes, with the moderating effects of role breadth self-efficacy, temporal orientation, and evaluation apprehension.
Stacey Fehir, Florida Institute of Technology
Lisa A. Steelman, Florida Institute of Technology
Submitted by Stacey Fehir, Fehirs@aol.com
76-21 Repatriates: Effect of Organizational Communication on Adjustment and Turnover
This study investigated the impact of organizational communication on repatriate adjustment and turnover intentions. Results supported the predicted path model indicating that communication was positively related to met expectations upon return, met expectations were related to work adjustment, and work adjustment was related to intention to quit.
Stacey Fehir, Florida Institute of Technology
Lisa Steelman, Florida Institute of Technology
Anna A. Tavis, AIG Financial Services
Submitted by Stacey Fehir, Fehirs@aol.com
76-22 Country Differences in the Relationship Between Job Satisfaction and Turnover
This study examined the moderating effects of national differences in uncertainty avoidance and individualism/collectivism on the relationship between job satisfaction and turnover intentions, using samples from France, Japan, the Philippines, and the U. S. Satisfaction was more strongly related to turnover intentions in countries that are higher in individualism.
Lap Luu, California State University Long Beach
Keith Hattrup, San Diego State University
Submitted by Lap Luu, LapLuu@gmail.com
76-23 Conditions of Work, Values and Modernity: A Longitudinal Study
Based on earlier theorizing by the sociologist Melvin Kohn, this paper looked at the effects of work experiences on values. Taiwanese workers were sampled in a 9-year longitudinal design. Measures of conditions of work, education, values, and modernity indicated relationships among the constructs and evidence for mediational effects.
William Gabrenya Jr., Florida Institute of Technology
Jaya Pathak, Florida Institute of Technology
Paul Venegas, Florida Institute of Technology
Submitted by Jaya Pathak, jpathak@fit.edu
76-24 Cross-Cultural Preferences for Employing Males and Nationals
Relational models and social dominance theories explain why collectivistic cultures prefer men and nationals, gender egalitarian cultures prefer women, and masculine cultures prefer nationals, using data from the World Values Survey (N = 2,331), GLOBE project (N = 62 countries), and Hofstede (N = 49 countries).
Richard Posthuma, University of Texas-El Paso
María Garcia, University of Texas at El Paso
Mark Roehling, Michigan State University
Submitted by Richard Posthuma, rposthuma@utep.edu
76-25 Cultural Differences in Feedback-Seeking Behavior
The effects cultural differences had on motives for feedback seeking were examined. Differences were found in the cultural values associated with Puerto Rico and the U. S., motives for feedback seeking, and feedback seeking frequency. A mediated model was tested and supported.
Iris Rivera, Florida Institute of Technology
Lisa Steelman, Florida Institute of Technology
Submitted by Iris Rivera, FLIP01@ufl.edu
76-26 Exploring the Function of Social Networks in Expatriate Effectiveness
This study explored the indirect impact of an expatriate’s social network on 3 measures of expatriate effectiveness. Different social network characteristics (size and closeness) were found to provide different functions (cultural information and social support), which in turn facilitate expatriate effectiveness.
Jiao Li, Grant MacEwan College
Xiaohua Wang, University of Western Ontario
Mitchell Rothstein, University of Western Ontario
Submitted by Mitchell Rothstein, mrothstein@ivey.uwo.ca
76-27 Effects of Communication on Repatriate Organizational Adjustment and Satisfaction
This study investigates organizational communication on repatriate work adjustment and job satisfaction and the moderating effects of home-country adjustment. Results support the predicted model indicating that work adjustment mediates the relationship between communication and job satisfaction and home adjustment moderates the relationship between work adjustment and job satisfaction.
Stacey Fehir, Florida Institute of Technology
Elizabeth Trame, Florida Institute of Technology
Chaunette Small, Florida Institute of Technology
Lisa Steelman, Florida Institute of Technology
Submitted by Chaunette Small, chauny27@yahoo.com
76-28 Achieving Mutual Cooperation in Cross-National Work Relationships
A host country national (HCN) perspective was adopted and examined the reactions of HCNs to expatriate coworkers. When expatriates are incompetent, social dissimilarity was less important as a basis for trust. Cooperation and job satisfaction of HCNs were also higher when expatriate coworkers were trusted.
Soo Min Toh, University of Toronto
E S Srinivas, XLRI Jamshedpur
Submitted by Soo Min Toh, soomin.toh@utoronto.ca
76-29 The Cross-Cultural Approach to Emotional Labor’s Impact on Job Satisfaction
This study examined the impact of emotional labor on job satisfaction among American and Polish restaurant servers. Employees were surveyed to determine the impact of emotional labor, role internalization, job autonomy, and emotional exhaustion on job satisfaction. Results indicated existing cross-cultural differences in emotional labor’s impact on job satisfaction.
Kasia Urban, Middle Tennessee State University
Patrick McCarthy, Middle Tennessee State University
Submitted by Kasia Urban, kasiaa.urban@gmail.com
76-30 A Test of Cultural Homogeneity in Latin America
This study tests the cultural invariance in Latin American utilizing a sample of representative countries. Results contradict previous findings (e.g., Hofstede) supporting the presence of substantial differences. Discussion focuses on the theoretical and practical implications following results emphasizing the role of structural equation modeling in cross-cultural research.
Otmar Varela, Nicholls State University
Sofia Esqueda, IESA
Olivia Perez, IESA
Submitted by Otmar Varela, otmar.varela@nicholls.edu
76-31 Allocentrism, Procedural Justice, and Work Withdrawal
Data were obtained from 4 organizations in China.The study proposed that perception of justice could be affected by allocentrism orientation. Results confirmed this hypothesis as well as the hypothesis that allocentrism moderates the relationship between procedural justice and work withdrawals. Theoretical and practical implications of the findings were discussed.
Shuhong Wang, University of Illinois at Urbana-Champaign
Submitted by Shuhong Wang, swang30@uiuc.edu
76-32 Power Distance Study on Organizational Supports to Innovation
The study is to explore differences and similarities in a professional subculture in perception of power distance and perception of organizational supports to innovation. The perception of high power distance may relate organizational rewards, team participation, and empowerment. The relationships remain different in different subcultures.
Yi Zhang, Center for Creative Leadership
Tom Begely, University College Dublin
Aidan Kelly, University College Dublin
Submitted by Yi Zhang, zhangyi8773@hotmail.com
77. Symposium/Forum: 3:30 PM–5:20 PM
Imperial A
Experiential Learning: Grounding Ourselves in Research
Research on assessment centers shows that experiential learning with job-relevant activities leads to improved job performance. This symposium highlights how university professors who use experiential exercises ground these activities in empirical research and theory because this will ensure that such activities can result in improved performance beyond the university setting.
Phani Radhakrishnan, University of Toronto, Chair
Kimberly T. Schneider, Illinois State University, John F. Binning, Illinois State University, Applied Consulting Activities for Graduate and Undergraduate Students
Kelly Bouas Henry, Missouri Western State University, Teaching I-O Psychology and Research Methods Using the JEMCO Model
Tahira M. Probst, Washington State University Vancouver, Beyond Intro to I-O: Tackling Controversial Workplace Diversity Topics
Stephane Cote, University of Toronto, Teaching Emotional Intelligence in the Classroom
Joanna Heathcote, The University of Toronto at Scarborough, Debating Two Sides: Learning About Ethics in I-O Psychology
Phani Radhakrishnan, University of Toronto, Toward a Framework for Developing and Using Valid Experiential Exercises
Submitted by Phani Radhakrishnan, phanira@yahoo.ca
78. Symposium/Forum: 3:30 PM–5:20 PM
Imperial B
Using Assessments for Leadership Development: Goals, Learnings, and Challenges
Four companies will describe their experiences using the Hogan Assessment tools for leadership development initiatives. Presentations will cover various stages of utilization and will focus on challenges and key learnings from each implementation. In addition, 2 of the presentations will share empirical data from internal use of the tools.
David H. Oliver, PepsiCo International, Chair
Kristie Wright, Cisco Systems, Jennifer Johnson, Cisco Systems, Integrating Hogan Assessments Into Succession Planning: A Change Management Challenge
Lorrina J. Eastman, Bank of America, Matthew R. Walter, Bank of America, Using Personality Inventories as Input Into Developmental Assessments and Initiatives
David H. Oliver, PepsiCo International, Erica I. Desrosiers, PepsiCo, Allan H. Church, PepsiCo, Going Global: Using Personality Assessment for Leadership Development
Brandy Orebaugh Agnew, Dell Inc., Liana Knudsen, Dell Computer, MaryBeth Mongillo, Dell Inc., Assessments at Dell: Building Blocks for Leadership Capability
Rodney Warrenfeltz, Hogan Assessment Systems, Discussant
Submitted by David Oliver, david.oliver@pepsi.com
79. Symposium/Forum: 3:30 PM–4:50 PM
Yosemite A
Ethics in Organizations: Context and Authority Effects on Employees
The social context of the organization can exert powerful effects on the ethical decisions made by employees. The papers in this symposium empirically examine the influence of ethical leadership, organizational climates for ethics, and socialization tactics on ethical behavior, satisfaction, cooperation, and burnout.
Lauren Simon, University of Florida, Chair
John D. Kammeyer-Mueller, University of Florida, Chair
David M. Mayer, University of Central Florida, Karl Aquino, University of British Columbia, Rebecca Greenbaum, University of Central Florida, Maribeth L. Kuenzi, University of Central Florida, Identity and Ethical Leadership: How Ethical Leaders Promote Group Harmony
Jessica Rae Saul, University of Florida, Lauren Simon, University of Florida, Jason Colquitt, University of Florida, When Ethical Leaders Undermine: A Complex Supervisor–Subordinate Interaction
Elizabeth Umphress, Texas A&M University, John B. Bingham, Brigham Young University, One Fair Deed Deserves Another: Justice Perspectives on Unethical Behavior
Lauren Simon, University of Florida, John D. Kammeyer-Mueller, University of Florida, Bruce Louis Rich, California State University San Marcos, Socialization, Ethical Conflict, and Stress: An Empirical Investigation
Stefan Thau, London Business School, Discussant
Submitted by Lauren Simon, Lauren.Simon@cba.ufl.edu
80. Symposium/Forum: 3:30 PM–4:20 PM Yosemite B
Innovative Applications of Job Fit to Organizational Needs
This session integrates 3 unique applications of job fit data in various stages of an employment life cycle, including placement after organizational redesign, new hire placement during a major expansion, and career pathing. Lessons learned and implications for future usage and research are discussed.
Naina B Bishop, Development Dimensions International, Chair
Ty Breland, Marriott International, Empowering Associates with Role Fit Information During a Sales Reorganization
Gary Booth, Denso, James R. Kauffman, Development Dimensions International, Laurie E. Wasko, Development Dimensions International, Job Fit as a Powerful Placement Tool Post Selection
Jennifer R. Burnett, Bank of America, John H. Golden, Bank of America, Eddie L. Jerden, Development Dimensions International, Job Fit Fuels Career Paths
Submitted by Naina Bishop, naina.bishop@ddiworld.com
81. Symposium/Forum: 3:30 PM–4:50 PM
Yosemite C
Affect and Performance: Recent Findings and New Directions for Research
This symposium focuses on the relationship between affect and job performance. The papers presented, relying upon a diversity of research designs and some novel measures, including cross-cultural studies, suggest that these factors are indeed related. Results suggest that affect must be included in comprehensive accounts of performance and productivity.
Dan Ispas, University of South Florida, Chair
Edward L. Levine, University of South Florida, Chair
Dan Ispas, University of South Florida, Michael E Rossi, University of South Florida, Kristen M. Shockley, University of South Florida, Edward L. Levine, University of South Florida, Affect and Job Performance: A Meta-Analytic Review
Xian Xu, University of South Florida, Liuqin Yang, University of South Florida, Edward L. Levine, University of South Florida, Horia D. Pitariu, Babes-Bolyai University, Simona Musat, Babes-Bolyai University, Dan Ding, Beijing Normal University, Ran Bian, Beijing Normal University, Hongsheng Che, Beijing Normal University, Exploring the Relationship Between Affect and OCB Across Three Countries
Alexandra Ilie, University of South Florida, Lisa M. Penney, University of Houston, Dragos Iliescu, National School of Political and Administrative Studies, A Test of the Stressor–Emotion Model of CWB in Romania
Christopher Rosen, University of Arkansas, Umit Akirmak, University of South Florida, Russell E. Johnson, University of South Florida, Affect and Performance: Support for the Use of Implicit Measures
Neal M. Ashkanasy, University of Queensland, Discussant
Submitted by Dan Ispas, dispas@gmail.com
82. Interactive Posters: 4:30 PM–5:20PM
Executive Board Room
Training Your Staff in Ten Easy Seconds
Kenneth G. Brown, University of Iowa, Facilitator
82-1 Training for Work in Multicultural Environments: An Organizing Framework
Despite the availability of many cultural training methods, most organizations limit themselves to primarily using didactic methods. This study leveraged findings from other literatures to develop a framework and corresponding principles to assist educators in expanding their choice of methods and instructional strategies used within cross- and multicultural training.
Rebecca Lyons, University of Central Florida
C. Burke, University of Central Florida
Heather Priest, University of Central Florida
Eduardo Salas, University of Central Florida
Submitted by Rebecca Lyons, rlyons@ist.ucf.edu
82-1 Training for Work in Multicultural Environments: An Organizing Framework
82-1 Training for Work in Multicultural Environments: An Organizing Framework
82-1 Training for Work in Multicultural Environments: An Organizing Framework
82-1 Training for Work in Multicultural Environments: An Organizing Framework
82-2 Understanding Demonstration-Based Training: A Definition, Framework, and Some Initial Guidelines
Although demonstrations are commonly used in organizations, there is less scientifically rooted guidance for demonstrations than for other components of training. This paper provides a synthesis of the research and details a conceptual definition, framework of demonstration features, and a set of guidelines for developing effective demonstrations.
Michael Rosen, University of Central Florida
Eduardo Salas, University of Central Florida
Christin Upshaw, University of Central Florida
Submitted by Michael Rosen, mrosen@ist.ucf.edu
82-3 Offshore Training Effectiveness: A Theoretical Frame Work for Future Research
This paper focuses on offshore training that multinational corporations diffuse to their overseas subsidiaries. By first demonstrating the unique features of offshore training, the author proposes offshore training evaluation criteria and establishes a theoretical model to study the effectiveness of offshore training. Cornerstone theories are used to develop testable propositions.
Gang Wang, University of Iowa
Submitted by Gang Wang, gang-wang@uiowa.edu
82-4 The Integrated Training Design Matrix: Validation vis-a-vis Meta-Analysis
This study utilized a meta-analytic approach to provide validation evidence for the Integrated Training Design Matrix (ITDM; Day et al., 2006). Results provided positive validity evidence for the utility of the ITDM and identified important additional moderators to consider in training design. Practical and theoretical implications are discussed.
Ethan Waples University of Oklahoma
Lauren McEntire Kenexa Corporation
Vykinta Kligyte University of Oklahoma
Submitted by Ethan Waples, ewaples@psychology.ou.edu
83. Poster Session: 4:30PM–5:20PM
Grand Ballroom B
Groups/Teams
83-1 An Episodic Model of Transactive Memory Systems
Transactive memory systems (TMSs) characterize how information is distributed within teams. Shared mental models (SMMs) characterize information overlap. Drawing on previous literature, this theoretical paper integrates these constructs into a recursive model and offers propositions on the mutually dependent development of TMSs and SMMs in teams over time.
Cori Adis, George Mason University
Submitted by Cory Adis, cadis@gmu.edu
83-2 Kickoff Meetings for Computer-Mediated Teams: Effects on Team Performance
Computer-mediated teams face many difficulties forming personal bonds. This study investigated the efficacy of holding “kickoff” meetings prior to the team beginning its computer-mediated work. Face-to-face kickoffs were found to improve team performance and lengthen the time devoted to discussion. This effect was not observed for computer-mediated kickoffs.
Tara Behrend, North Carolina State University
Thomas Whelan, North Carolina State University
Lori Foster Thompson, North Carolina State University
Submitted by Tara Behrend, tara.behrend@gmail.com
83-3 Emotional Intelligence, Social Interaction, Social Capital: Implications for Group Performance
Group emotional intelligence, social interaction, and social capital were examined for their relationship and mediation (EI→SI→SC). Individuals completed measures regarding their groups toward the end of their group project. Results showed all variables are positively related to each other but no strong evidence of mediation. Limitations and implications are discussed.
Heather Thompson, Southern Illinois University-Edwardsville
Catherine Daus, Southern Illinois University-Edwardsville
Submitted by Catherine Daus, cdaus@siue.edu
83-4 Motivated Information Processing and Group Creativity
In 2 experiments with small groups, the motivated information processing model in groups (De Dreu, Nijstad, & Van Knippenberg, in press) was investigated with regard to creativity. Findings showed that it is the interaction of epistemic motivation and prosocial motivation that makes teams produce more and more original ideas.
Myriam Bechtoldt, University of Amsterdam
Carsten De Dreu, University of Amsterdam
Bernard Nijstad, University of Amsterdam
Submitted by Carsten De Dreu, c.k.w.dedreu@uva.nl
83-5 Do Team-Training Interventions Enhance Team Outcomes? A Meta-Analytic Initiative
This research describes the findings of an investigation into the effectiveness of team training. Overall, there was a moderate, positive tendency for these interventions to improve 4 distinct outcomes. Meta-analyses were also performed to investigate the possibility that training content and team membership stability might moderate these relationships.
Cameron Klein, University of Central Florida
Eduardo Salas, University of Central Florida
Deborah DiazGranados, University of Central Florida
C. Burke, University of Central Florida
Kevin Stagl, Talent Threshold
Gerald Goodwin, U.S. Army Research Institute
Stanley Halpin, U.S. Army Research Institute
Submitted by Deborah DiazGranados, debdiaz@gmail.com
83-6 Does Team Building Work?
This article presents the results of an investigation into the effectiveness of team building. Overall, there was a positive tendency for team building to improve team functioning. Meta-analyses revealed small and moderate relationships between team building and 4 distinct outcomes. Results are also described for additional moderators of interest.
Deborah DiazGranados, University of Central Florida
Cameron Klein, University of Central Florida
Eduardo Salas, University of Central Florida
Huy Le, University of Central Florida
C. Burke, University of Central Florida
Rebecca Lyons, University of Central Florida
Gerald Goodwin, U.S. Army Research Institute
Submitted by Deborah DiazGranados, debdiaz@gmail.com
83-7 Moderated Mediation: Self-Esteem, Forming, Language Use and Group Added Value
Performance of small-decision making groups was significantly influenced by the relative strength of self-esteem of their best vs. worst performing member. A forming exercise prior to group activity moderated the self-esteem difference to limit poor performance. Group member “I” words mediated between this moderation effect and group added value.
David Foster, Western Oregon University
Victor Savicki, Western Oregon University
Submitted by David Foster, fosterd@wou.edu
83-8 Team Relatedness and Team Workflow as Metrics of Task Interdependence
The objective of this study is to investigate the efficacy of team relatedness and team workflow as metrics of team task interdependence. Results indicate these metrics can effectively differentiate between tasks within the same job (i.e., F–16 combat fighter pilot) and between jobs using sports as an analog.
Winfred Arthur Jr., Texas A&M University
Ryan Glaze, Texas A&M University
Alok Bhupatkar, Texas A&M University
Anton Villado, Texas A&M University
Winston Bennett, Training Research Laboratory
Leah Rowe, Training Research Laboratory
Submitted by Ryan Glaze, rmg@tamu.edu
83-9 Affective Homogeneity, Team Affective Climate, and Team Performance
This study showed that affective homogeneity within team is positively related to work team performance over time. Affective homogeneity also moderated the relationship between affective team climate and team performance. The direction of the moderator effect depended on the affective variable involved (tension or optimism climate).
Nuria Gamero, University of Valencia
Vicente Gonzalez-Roma, University of Valencia
Jose Peiro Silla, University of Valencia
Submitted by Vicente Gonzalez-Roma, Vicente.Glez-Roma@uv.es
83-10 Team Performance in a Simulated UAV: Combinations-of-Contributions Theory
Combinations-of-contributions theory is applied to the prediction of performance of simulated uninhabited aerial vehicle (UAV) teams. Consistent with theory, spatial abilities that more closely corresponded with task demands had more direct and influential impact on performance that did personality traits, which were more distal and noncorresponding with task demands.
Verlin Hinsz, North Dakota State University
Jared Ladbury, North Dakota State University
Ernest Park, Cleveland State University
Submitted by Verlin Hinsz, verlin.hinsz@ndsu.edu
83-11 The Importance of Mental and Physical Efficacy Among Action Teams
This study explored team-level mental and physical efficacy as potential difference makers for objective and subjective aspects of team effectiveness among 110 newly formed action teams in a military environment. Results underscore both types of team efficacy as distinct difference makers, with the contributions of team mental efficacy being especially notable.
Robert Hirschfeld, University of Georgia
Jeremy Bernerth, Management Consultant
Submitted by Robert Hirschfeld, rhirschf@uga.edu
83-12 Faultlines and Subgroup Perceptions: Beneficial Effects of Diversity Beliefs
Diversity beliefs moderate the relationship between objective demographic faultline strength and perceived subgroups, such that only groups with low diversity beliefs perceive subgroups in groups divided by demographic faultlines. The impact on group processes and outcomes is examined.
Astrid Homan, Leiden University
Lindred Greer, Leiden University
Submitted by Astrid Homan, ahoman@fsw.leidenuniv.nl
83-13 Realities of Working in Virtual Teams: Affective and Attitudinal Outcomes
Examining virtualness as a continuum, it was found that team members who worked more virtually had lower levels of commitment to their teams, as mediated by positive affect. Also identified was a tipping point (working virtually more than 90% of the time) at which virtual teams become ineffective.
Stefanie Johnson, Colorado State University
Kenneth Bettenhausen, University of Colorado at Denver and Health Sciences Center
Ellie Gibbons, University of Colorado Health Sciences Center
Submitted by Stefanie Johnson, stefanie.johnson@colostate.edu
83-14 Team Members’ Emotional Intelligence and Communication Performance: A Multilevel Examination
Using a longitudinal design, we examined the influence of team members’ emotional intelligence abilities on communication performance at the individual and team level. Hierarchical linear modeling revealed differential findings between emotional intelligence and communication at the individual, team, and cross levels of analysis. Implications for theory and practice are discussed.
Ashlea Troth, Griffith University
Peter Jordan, Griffith University
Sandra Lawrence, Griffith University
Herman Tse, University of Newcastle
Submitted by Peter Jordan, peter.jordan@griffith.edu.au
83-15 Social Networks and P-G Value Fit: A Multilevel Perspective
We examine the multilevel effects of social networks on person–group value fit. The results showed that individuals with strong ties and high betweenness centralities tended to perceive more value congruence. These network effects on person–group value fit at individual level were also moderated by upper-level network characteristics, group density.
Minsoo Kim, Hanyang University
Hongseok Oh, Yonsei University
Heejung Jung, Ewha Womans University
Submitted by Heejung Jung, june@ewhain.net
83-16 Threat-Rigidity Effects on Planning and Decision Making in Teams
In an experimental study, the effects of external threat on team processes and performance were investigated during a complex planning and decision-making task. Results showed that teams under threat suffered from rigidity effects in their information processing, leadership, team perspective, and performance.
Wim Kamphuis, TNO Defence, Security and Safety/Netherlands Defence
Academy/Tilburg University
Tony Gaillard, TNO Defence, Security and Safety
Ad Vogelaar, Netherlands Defence Academy
Submitted by Wim Kamphuis, wim.kamphuis@tno.nl
83-17 Team–Member Exchange: A Conceptual Extension
This paper develops a basic model of team–member exchange (TMX) to guide future studies of TMX. We also develop propositions of antecedents to TMX using social exchange and social categorization perspectives as well as propositions regarding the association between group TMX and group cognitions and processes.
Rebecca Lau, Virginia Tech
Terry Cobb, Virginia Tech
Submitted by Rebecca Lau, slau@vt.edu
83-18 Where Are We? A Qualitative Review of Team–Member Exchange
With the ever-increasing importance of work groups in organizations, a more thorough understanding of the reciprocation and exchange relationships among group members is warranted. The major purpose of this paper is to qualitatively review empirical studies of team-member exchange. Some directions for future studies are also proposed.
Rebecca Lau, Virginia Tech
Terry Cobb, Virginia Tech
Submitted by Rebecca Lau, slau@vt.edu
83-19 Relative Importance of Dyadic Relationships in Predicting Team Process Outcomes
This study utilized dominance analysis to assess the relative importance of the 3 sources of variance in the SRM. The purpose was to examine the variance of peer evaluations within teams. The relationship effect had the highest relative importance for predicting conflict, cohesion, and team self-efficacy.
Jared LeDoux, Louisiana State University
C. Allen Gorman, Angelo State University
David Woehr, University of Tennessee
Submitted by Jared LeDoux, jledou5@lsu.edu
83-20 The Effects of Post-Training Reminders on Distributed Team Communication
An intervention in the form of audio cues was developed to improve team communication in a distributed decision-making task. Results showed that teams in the cue condition identified more connections between pieces of information than did teams in the control no-cue condition.
Abby Mello University of Tennessee
Joan Rentsch, University of Tennessee
Lisa Delise, University of Tennessee
Melissa Staniewicz, University of Tennessee
Joshua Ray, University of Tennessee
Submitted by Abby Mello, amello@utk.edu
83-21 Personality and Ability Judgment Accuracy in Face-to-Face and Virtual Teams
This theoretical paper develops the idea that differences between face-to-face and virtual project teams in terms of team processes, team emergent states, and team outcomes may be explained by the lower accuracy with which virtual team members gauge fellow teammates’ personality and ability compared to face-to-face team members.
Radostina Purvanova, University of Minnesota
Submitted by Radostina Purvanova, purva002@umn.edu
83-22 The Effects of Team Experience on Information Sharing Through Communication
The relationship between teamwork experience and information sharing was investigated. Teamwork experience was shown to correlate with the frequency of team-level communication behaviors involving asking for information, contributing information, and explaining connections between pieces of information.
Joshua Ray, University of Tennessee
Joan Rentsch, University of Tennessee
Lisa Delise, University of Tennessee
Abby Mello, University of Tennessee
Melissa Staniewicz, University of Tennessee
Submitted by Joshua Ray, jray2@utk.edu
83-23 Understanding Trust: A Dyadic Analysis
Using the actor-partner interdependence model (APIM), this study found reciprocal effects for propensity to trust and trust in dyads, and found that for virtual dyads propensity has greater influence on trust, but trust has less influence on organizational citizenship. Trustworthiness fully mediates the influence of propensity on trust.
Maria Yakovleva, Stevens Institute of Technology
Richard Reilly, Stevens Institute of Technology
Robert Werko, Armament Research, Development and Engineering Center
Submitted by Richard Reilly, rreilly@stevens.edu
83-24 Effects of Climate Level and Strength on Team Effectiveness
This study tested the hypothesis that a strong team climate should have more influence on team effectiveness than a weak climate. A survey study in 28 healthcare teams found that climate strength moderated the relation between climate level and team effectiveness in the predicted fashion.
Eric Rietzschel, University of Groningen
Laura Evers, University of Groningen
Submitted by Eric Rietzschel, e.f.rietzschel@rug.nl
83-25 Individual Differences and Information Sharing in Virtual Teams
This study investigated the effects of role demands and individual differences in cognitive ability and computer experience on information sharing in virtual teams. Sixty teams performed a hidden profile task via computers. Results indicated significant interactions between role demands and individual differences at different stages in the information sharing process.
Melissa Staniewicz, University of Tennessee
Joan Rentsch, University of Tennessee
Lisa Delise, University of Tennessee
Abby Mello, University of Tennessee
Joshua Ray, University of Tennessee
Submitted by Melissa Staniewicz, mzullo@utk.edu
83-26 A Study of Shared Mental Models of Team Expertise
The development and influence of shared mental models of team expertise are tested within a field study of 62 consulting teams. Results indicate team psychological safety significantly facilitates shared mental models of team expertise. Further, these shared understandings significantly interact with critical expertise to predict internal team processes and effectiveness.
Jennifer Marrone, Seattle University
Sharyn Gardner, State of California
Paul Tesluk, University of Maryland
Jay Carson, University of Maryland
Submitted by Paul Tesluk, ptesluk@rhsmith.umd.edu
83-27 The Team Experiences Survey: Validating a Test for Team Selection
Although organizations structure work around teams, few tools exist for selecting individuals to work in team settings. In this paper, a biodata selection test is validated that taps into 13 team experience constructs. The Team Experiences Survey is not significantly correlated with personality or cognitive ability.
Lillian Toy, University of Washington
Michael Johnson, University of Washington
Frederick Morgeson, Michigan State University
Submitted by Lillian Toy, lhtoy@u.washington.edu
83-28 The Effect of Coworkers and Network Centrality on Employee Voice
This paper investigated the effects that coworkers have on a focal employee voice. It is hypothesized that coworkers’ mean level of voice is positively related to focal employee’s voice and that this relation is stronger for focal employee that occupy central network positions. Results of 1 field study confirmed expectations.
Christian Troester, Erasmus University Rotterdam
Stefan Thau, London Business School
Daan van Knippenberg, Erasmus University Rotterdam
Rafael Wittek, University of Groningen
Submitted by Christian Troester, christian.troester@gmail.com
83-29 Psychological Collectivism and Team Member Outcomes: Does TMX Matter?
This paper provides hypotheses and support regarding the relationship between team member collectivistic disposition and their level of team effort and identification with their teams. Using path analysis, it was found that team–member exchange partially mediates the links between team member psychological collectivism and both member effort and team identification.
Virajanand Varma, Auburn University
Steven Brown, Auburn University
Garry Adams, Auburn University
Submitted by Virajanand Varma, viraj.varma@gmail.com
83-30 Committed to Teams: Want to, Ought to, or Have to?
This study extended the 3-component model of organizational commitment to 1 specific focus: teams. The results confirmed the factor structure of a 3-component scale of team commitment. The 3 components were differentially related to 1 antecedent and 2 outcome variables.
Xiaohua (Frank) Wang, University of Western Ontario
Thomas O'Neill, University of Western Ontario
Joy Klammer, University of Western Ontario
Natalie Allen, University of Western Ontario
Submitted by Xiaohua (Frank) Wang, xwang248@uwo.ca
83-31 So You Want To Measure Team Adaptation?: Some Guiding Principles
To remedy the lack of team adaptation measurement tools in research, this paper proposes 5 guiding principles capturing core adaptation features based on a multidisciplinary, multilevel, and multiphasic team adaptation model. Markers describing processes associated with each principle are also presented to serve as guides for the development of measurement tools.
Jessica Wildman, University of Central Florida
Wendy Bedwell, University of Central Florida
Michael Rosen, University of Central Florida
Barbara Fritzsche, University of Central Florida
C. Burke, University of Central Florida
Eduardo Salas, University of Central Florida
Submitted by Jessica Wildman, jessicalwildman@yahoo.com
83-32 Alliance Team Mental Models: Antecedents and Consequences for Team Effectiveness
This study examined the relationship between team inputs, processes, mental models, and effectiveness of alliance teams. Data were collected in 2 time periods from alliance team members, leaders, and executives from 19 alliances. Main and moderator effects were found. Implications for research and management of alliances and teams are discussed.
Baniyelme Zoogah, Morgan State University
Raymond Noe, Ohio State University
Oded Shenkar Ohio State University
Submitted by David Zoogah, dzoogah@jewel.morgan.edu
84. Symposium/Forum: 4:30 PM–5:20 PM
Yosemite B
Business-Driven 360-Degree Feedback
Organizations are rethinking some 360 feedback models to more align with business needs. This session brings together 3 organizations that have implemented unique designs in their 360 processes to address specific organizational needs. Each organization will describe their approach and lessons learned.
Mariangela Battista, Starwood Hotels & Resorts, Chair
Norm E. Perreault, Starwood Hotels & Resorts Worldwide, Inc., Development and Implementation of a Role-Based, Brand-Based 360-Degree Feedback Process
Erica I. Desrosiers, PepsiCo, Allan H. Church, PepsiCo, What’s New Pussycat–Using 360 Where it Matters Most
Jerry Halamaj, Citi, Using Upward Manager Feedback for Organizational and Individual Impact
David W. Bracken, Kenexa Corporation, Discussant
Submitted by Mariangela Battista, Mariangela.Battista@starwoodhotels.com
85. Symposium/Forum: 5:00 PM–5:50 PM
Franciscan C
Utilizing Identified Survey Data
The use of personal identifiers in employee attitude research facilitates both survey follow-up and analysis of results. Four survey practioners will describe the distinct advantages of utilizing this type of data from their employee survey processes.
Yvette Quintela, Sirota Survey Intelligence, Chair
Jacqueline Bassani, Sirota Survey Intelligence, Chair
John Mallozzi, Sirota Survey Intelligence, Jacqueline Bassani, Sirota Survey Intelligence, Pete Rutigliano, Sirota Survey Intelligence, Angela Grotto, Sirota Survey Intelligence and Baruch College, CUNY, Caroline Wrobel, Sirota Survey Intelligence, Exploring Personally Identified Survey Data Across Clients
Jennifer D. Kaufman, Dell Inc, We Do Cool Things! The Advantages of Using Unique Identifiers
Lucas S. Vitale, Invitrogen, Alysia Hawkins, Invitrogen, Employee Identifiers to Link Attrition Data With Survey Responses
Seymour Uranowitz, UnitedHealth Group, Using Identified Surveys to Analyze Top Talent Results
Submitted by Jacqueline Bassani, jbassani@sirota.com
86. Special Events: 5:00 PM–5:50 PM
Grand Ballroom A
Individual–Organizational Health: Tale of Academic–Practitioner Collaboration in Occupational Safety
This session describes the collaborative relationship between an academic and a safety-oriented consulting firm. The presentation will highlight how the relationship came about and several collaborative projects undertaken (e.g., development of assessment tools, training interventions). The presentation will conclude with views on what each party has gained through the relationship.
David A. Hofmann, Kenan-Flagler Business School, University of North Carolina Chapel Hill, Presenter
John Kello, Davidson College, Chair
NOTE: Due to a scheduling issue after the assignment of session numbers, session #201 appears out of sequence below.
201. Poster Session: 6:00 PM–8:00 PM
Continental 1
Top Posters Reception
(Posters can be viewed from 6:00 to 6:50)
201-1 The Impact of Protégé Choice on Mentoring Processes
This study experimentally manipulated whether or not protégés were able to choose their own mentors in an online formal peer mentoring program. Results indicated that protégés who selected a mentor felt more similar to him/her, were relatively more proactive in the mentorship, and received more academic career development.
Kimberly Smith-Jentsch University of Central Florida
Nicole Hudson University of Central Florida
Mollie Peuler University of Central Florida 3 610
Submitted by Dana Kendall, dana1976@juno.com
201-2 S. Rains Wallace Winner: Integrating Personality, Climate, Regulatory Focus, and Safety and Production Performance
This multilevel study tested whether promotion focus and prevention focus explain how safety climate and conscientiousness relate to safety and production performance. Results showed that safety climate and Conscientiousness predicted promotion and prevention foci, which in turn mediated the relationships between safety climate and Conscientiousness and productivity and safety performance.
J. Craig Wallace, Oklahoma State University, Presenter
Submitted by Steven Rogelberg, sgrogelb@email.uncc.edu
201-3 Abusive Reactions to Conflict: Implications for Subordinates of Frustrated Managers
This study examines the influence of supervisors’ levels of coworker conflict on their propensity to engage in abusive supervisory behaviors and the moderating influence of leader–member relationship quality. The influence of abuse on supervisor ratings of subordinate work effort, turnover intent, and citizenship behavior is also examined.
Kenneth Harris, Indiana University Southeast
Paul Harvey, University of New Hampshire
K. Michele Kacmar, University of Alabama
Submitted by Paul Harvey, paul.harvey@unh.edu
201-4 Effects of Conscientiousness and Agree-ableness on Employee Reactions to Constraints
The hypothesis was tested that Conscientiousness and Agreeableness moderate the relationship between organizational constraints, a form of job stress, and interpersonal deviance. Results of analyses conducted on data collected from 239 workers indicated that the positive relationship between constraints and deviance was strongest among low-Agreeableness, high-Conscientiousness workers.
Lisa Penney, University of Houston
L. Witt, University of Houston
Submitted by Lisa Penney, lpenney@uh.edu
201-5 Mood and Pooling Unshared Information in Group Decision Making
The effects of positive mood on sharing unshared information during a group decision making task were examined. Positive mood was induced in none, some, or all group members. Positive mood led members to pool and repeat unique information, and collective positive affect had an incremental effect on sharing unique information.
Won-Hyun So, University at Albany-SUNY
Kevin Williams, University at Albany-SUNY
Submitted by Won-Hyun So, ws7253@albany.edu
201-6 Information Sharing and Group Effectiveness: A Meta-Analysis
Meta-analytic cumulation of 72 independent studies (4,795 teams; N = 17,279) suggests greater information sharing facilitates superior team performance, cohesion, satisfaction with discussion, and task knowledge. Teams tend to share more information when a correct solution was possible, when instructed to share, and when teams were
homogenous and cooperative.
Jessica Mesmer-Magnus, University of North Carolina-Wilmington
Leslie DeChurch, University of Central Florida
Submitted by Jessica Mesmer-Magnus, magnusj@uncw.edu
201-7 Do Applicants With an Arab-Sounding Name Suffer More Hiring Discrimination?
A field and lab study in the Netherlands investigated hiring discrimination against applicants based on their Arab-sounding names on resumes. The odds for rejecting resumes with Arab-sounding names were 4 times higher than those with Dutch-sounding names (field study). Motivation to control prejudice moderated this Arabic-name effect (lab study).
Eva Derous, Erasmus University Rotterdam
Hannah-Hanh Nguyen, California State University, Long Beach
Ann Marie Ryan, Michigan State University
Submitted by Eva Derous, derous@fsw.eur.nl
201-8 Performance and Director Pay: Evidence That Only Men Receive Carrots
This research looks at gender differences in the context-dependence of directors’ pay. Performance-based bonuses were more performance sensitive for male compared to female directors in such that male mangers’ bonuses would correspond to company performance, whereas for female managers’ company performance did not relate to the bonuses they received.
Clara Kulich, Exeter University
Submitted by Clara Kulich, c.kulich@ex.ac.uk
201-9 Telecommuting and Organizational Attitudes and Outcomes: A Meta-Analysis
This study investigated the influence of telecommuting on organizational attitudes and outcomes using meta-analysis (Schmidt & Hunter, 2004). The results demonstrated a positive relationship between telecommuting and job satisfaction, commitment, turnover (reduced), performance, stress (reduced), family–work conflict and work–family conflict (reduced), although the effects were small and often moderated.
Jessica Nicklin, University at Albany-SUNY
Pat Caputo, Aon Consulting
Regina Cosentino, University at Albany-SUNY
Maria Arboleda, University at Albany-SUNY
Minsu Lee, University at Albany-SUNY
Clifton Mayfield, University at Albany-SUNY
Kimberly Melinsky, University at Albany-SUNY
Heather Rosman, University at Albany-SUNY
Anna Sackett, University at Albany-SUNY
Sylvia Roch, University at Albany-SUNY
Submitted by Jessica Nicklin, jn0702@gmail.com
201-10 The Job Characteristics of Knowledge-Work: A Theoretical and Empirical Examination
This paper examined emerging job characteristics of knowledge-work. It predicted that boundarylessness between work and nonwork-life, demand for constant learning, multitasking, and interruptions at work are unique knowledge-work job characteristics. Two studies were conducted among 625 knowledge workers and found support for the construct validity of these job characteristics.
Jia Lin Xie, University of Toronto
A. R. Elangovan, University of Victoria
Coreen Hrabluik, University of Toronto
Submitted by Jia Lin Xie, xiejL@rotman.utoronto.ca
201-11 Changes in Job Satisfaction: A Longitudinal Study of Organizational Newcomers
Longitudinal data from 132 newcomers, collected at 4 times over their first year, showed individuals tend towards a general pattern of job satisfaction of an initial high followed by a decline and tapering off. Also, individual differences in early experiences and perceptions play key roles in explaining this pattern.
Wendy Boswell, Texas A&M University
Abbie Shipp, Texas A&M University
Stephanie Payne, Texas A&M University
Satoris Youngcourt, Kansas State University
Submitted by Wendy Boswell, wboswell@tamu.edu
201-12 The Effect of Ability Homophily on Individual Performance
This study was conducted to determine the influence of ability homophily in advice and friendship networks on 3 measures of individual performance. The results indicate that ability homophily in advice relationships was related to increased performance across 3 separate individual-level performance measures. No such relationship was observed among friendship relationships.
Kent Halverson, Air Force Institute of Technology
Michael Gray, Air Force Institute of Technology
Submitted by Kent Halverson, kent.halverson@afit.edu
201-13 Formal and Emergent Leaders’ Cognitive Accuracy in Social Networks
This study was conducted to assess leaders’ perceptions of their social networks as well as to describe the composition of leaders’ ties. Using social network analysis, the relationship between formal and emergent leadership on the one hand, and accuracy at perceiving network ties on the other, was analyzed.
Elizabeth Conjar, George Mason University
Dan Horn, U.S. Army Research Institute
Submitted by Elizabeth Conjar, econjar@gmail.com
201-14 Predictive Utility of Peer- Versus Direct Report-Ratings of Derailment Tendencies
Using Johnson’s (2000, 2001) relative weights analysis, this study compared the degree to which direct report vs. peer ratings of managers’ behaviors historically associated with derailment explained variance in boss ratings of managerial effectiveness. Compared to direct report ratings, peer ratings emerged as stronger indicators of managerial effectiveness across all derailment behavior categories studied.
William Gentry, Center for Creative Leadership
Phillip Braddy, Center for Creative Leadership
Todd Weber, University of North Carolina
Lori Foster Thompson, North Carolina State University
Submitted by William Gentry, gentryb@leaders.ccl.org
201-15 Power and Leader Self-Serving Behavior: Does Elevated Power Corrupt?
This paper investigated the effects of leader power on leader self-serving behaviors. It was hypothesized that high-power leaders rely more on effective-leadership beliefs when self-allocating resources than low-power leaders, consequently acting more self- vs. more group servingly than low-power leaders. Results of 1 experimental study and 1 survey study confirmed expectations.
Diana Rus, Erasmus University Rotterdam
Daan van Knippenberg, Erasmus University Rotterdam
Barbara van Knippenberg, Free University Amsterdam
Submitted by Diana Rus, drus@rsm.nl
201-16 Work–Family Conflict’s Relationship With Workplace Cognitive Failure and Safety
This study of work–family stress was conducted among a sample consisting primarily of construction workers. Family-to-work conflict was significantly and positively related to workplace cognitive failure. Workplace cognitive failure, in turn, had a significant negative relationship with safety performance.
Rachel Daniels, Portland State University
Leslie Hammer, Portland State University
Submitted by Rachel Daniels, rdaniels@pdx.edu
201-17 The Effects of Group-Level Leader–Member Exchange on Interactional Justice Perceptions
This study examined the relationship between group-level LMX on individual-level interactional justice. Results illustrated that the group mean on LMX was positively related to interactional justice, LMX differentiation (i.e., the standard deviation of LMX) was negatively related to interactional justice, and the mean and differentiation interacted to influence justice perceptions.
David Mayer, University of Central Florida
Submitted by David Mayer, dmayer@bus.ucf.edu
201-18 Effects of Subordinates’ Cultural Value Orientations on Feedback Ratings
This study examines subordinates’ cultural values and rating biases in a multisource feedback context. Hierarchical linear modeling results (695 raters and 78 ratees) demonstrate that subordinates with higher uncertainty avoidance gave more lenient ratings, and those with higher power distance and collectivism showed greater halo in their ratings.
K. Yee Ng, Nanyang Technological University
Christine Koh, Nanyang Technological University
Soon Ang, Nanyang Technological University
Jeffrey Kennedy, Nanyang Business School
Kim-Yin Chan, Nanyang Technological University
Submitted by K. Yee Ng, akyng@ntu.edu.sg
201-19 Exploring How Response Distortion of Personality Measures Affects Individuals
This study employs a within-person design to examine the phenomena of response distortion on personality assessments. Results suggest that response distortion occurs but that scores are infrequently distorted to extreme levels. Further, commonly used correction methods failed to alleviate concerns. Finally, low self-worth served as a predictor of distortion.
Greg Stewart, University of Iowa
Todd Darnold, University of Iowa
Ryan Zimmerman, Texas A&M University
Murray Barrick, Texas A&M University
Laura Parks, James Madison University
Susan Dustin, University of Iowa
Submitted by Ryan Zimmerman, rzimmerman@mays.tamu.edu
201-20 Indirect Range Restriction: Recalibrating the Validities of GMA and Personality
Recently developed procedures produce improvements in the accuracy of corrections for range restriction and reveal that validities of employment selection methods have been underestimated. These procedures were aplied to meta-analytic validities of personality and GMA. Results show that increases in validity estimates are greater for GMA than for personality.
Frank Schmidt, University of Iowa
Jonathan Shaffer, University of Iowa
In-Sue Oh, University of Iowa
Submitted by Jonathan Shaffer, jonathan-shaffer@uiowa.edu
201-21 Work–Family Conflict or Segmentation? A Meta-Analytic Comparison of Opposing Theories
Despite the abundance of work–family research, few have systematically investigated competing approaches to work–family. The purpose of this study is to provide a quantitative comparison of the major tenets of conflict and segmentation theories. Results indicate segmentation explains 37.60-38.70% of the variance in outcomes vs. 5.60-6.30% by conflict.
Jesse Michel, Michigan State University
Michael Hargis, University of Central Arkansas
Submitted by Jesse Michel, michelj@msu.edu