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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.com

41-2 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.com

41-3 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 (EISISC). 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