Friday AM
104. Symposium/Forum: 8:00 AM–9:50 AM
Gallery
Subconscious Goals, Self-Efficacy, Need for Achievement: The Latest Priming Research
Goals, self-efficacy, and need for achievement arguably all represent important variables in I-O psychology research. How about their subconscious counterparts? Do they matter, how do they work, do they have same properties? In this symposium, leading researchers will present the latest priming research that is being developed in I-O psychology.
Alex Stajkovic, University of Wisconsin-Madison, Chair
Edwin A. Locke, University of Maryland, Alex Stajkovic, University of Wisconsin-Madison, Does Subconscious Priming Have Conscious Mediators—The Case of Self-Set Goals
Alex Stajkovic, University of Wisconsin-Madison, Edwin A. Locke, University of Maryland, The Effects of Subconscious Self-Efficacy on Performance and Mediation Model
Amanda D. Shantz, University of Toronto, Gary P. Latham, University of Toronto, Goal Priming Induces Need for Achievement
Gary P. Latham, University of Toronto, Ronald F. Piccolo, University of Central Florida, The Effect of a Specific Versus a Nonspecific Subconscious Goal
Ronald F. Piccolo, University of Central Florida, Gary P. Latham, University of Toronto, An Experimental Examination of Subconsciously Primed Goals
Submitter: Alex Stajkovic, astajkovic@bus.wisc.edu
105. Panel Discussion: 8:00 AM–9:50 AM
Grand Ballroom A
The Talent Imperative: Pursuing Strategy Driven Talent Management
Strategic leadership talent management is now a core business function. The highly experienced panelists will discuss a range of critical talent management issues including developing integrated talent management, recruiting talent, leveraging experiences for development, approaches to changing leadership behavior, managing leadership talent pools, and identifying high-potential talent.
Robert F. Silzer, Human Resource Assessment & Development, Co-Chair
Ben E. Dowell, Self-Employed, Co-Chair
Marcia J. Avedon, Ingersoll Rand, Panelist
Sandra O. Davis, MDA Leadership Consulting, Panelist
Leslie W. Joyce, The Home Depot, Panelist
Paul R. Yost, Seattle Pacific University, Panelist
Submitter: Ben Dowell, BDowell@aol.com
106. Special Events: 8:00 AM–8:50 AM
Napoleon D3
Disaster Response Committee: The Role of I-O Psychologists in Disaster Recovery
I-O scientists and practitioners can uniquely aid employees and organizations recovering from disaster. This session will present efforts to address workplace needs, future directions for research and practice, and funding opportunities related to disaster recovery. Volunteering challenges to SIOP will be discussed along with efforts to build effective and visible alliances between SIOP, existing relief groups, and other psychologists.
Tracey E. Rizzuto, Louisiana State University, Presenter
Vicki V. Vandaveer, Vandaveer Group, Inc, Presenter
Donald M. Truxillo, Portland State University, Presenter
John R. Aiello, Rutgers University, Presenter
Submitter: Tracey Rizzuto, trizzut@lsu.edu
107. Symposium/Forum: 8:00 AM–9:50 AM
Nottaway
Innovations in Adaptive Simulation-Based Assessment, Training, and Feedback
Training within many complex domains can benefit from the ability to customize instructional content and feedback to the unique skill deficiencies of individual learners. This symposium presents new strategies for conducting adaptive training, emphasizing innovative solutions to conceptual, psychometric, and logistic challenges in developing their underlying assessment frameworks.
Phillip M. Mangos, Kronos Talent Management, Co-Chair
Gwendolyn Campbell, Naval Air Warfare Center Training Systems Division, Co-Chair
Meredith L. Cracraft, Personnel Decisions Research Institutes, Inc., Michael T. Ford, University at Albany, SUNY, Steven S. Russell, Personnel Decisions Research Institutes, Rose A. Mueller-Hanson, Personnel Decisions Research Institutes, Using Situational Judgment Tests and Tailored Feedback to Enhance Training
Phillip M. Mangos, Kronos Talent Management, Gwendolyn Campbell, Naval Air Warfare Center Training Systems Division, Matthew Lineberry, University of South Florida, Ami Bolton, Office of Naval Research, Modeling Simulation-Based Training Performance to Identify Emergent Assessment Opportunities
Jared Freeman, Aptima, Webb Stacy, Aptima, Georgiy Levchuck, Aptima, Wayne Shebilske, Wright State University, John Colonna-Romano, Aptima, Techniques and Technologies for Optimizing Instructional Strategy
Kumar Akella, Knowledge Based Systems, Inc., Perakath Benjamin, Knowledge Based Systems, Inc., Ronald Fernandes, Knowledge Based Systems, Inc., Jason Gohlke, Knowledge Based Systems, Inc., Michael Graul, Knowledge Based Systems, Inc., An Intelligent Scenario Management Framework
Winston Bennett, Training Research Laboratory, Discussant
Submitter: Phillip Mangos, phillip.mangos@navy.mil
108. Symposium/Forum: 8:00 AM–9:50 AM
Waterbury
Shared Leadership in Context: North American and European Perspectives
This session will focus on shared leadership effectiveness in different organizational settings. Brief presentations from academics as well as a prominent executive will identify important processes, antecedents, and outcomes of shared leadership in order to increase knowledge and understanding and the development of shared leadership in organizations.
Julia E. Hoch, University of Technology Dresden, Co-Chair
Craig L. Pearce, Claremont Graduate University, Co-Chair
Henry P. Sims, University of Maryland, Shared Leadership: Broad Versus Narrow Definitions
Barbara Kunzle, ETH Zurich, Michaela Kolbe, ETH Zurich, Eniko Mezo-Zala, Zurich University of Applied Sciences, Johannes Wacker, University Hospital Zurich, Gudela Grote, ETH Zurich, Leadership in Anesthesia Teams: The Most Effective Leadership Is Shared
Nele Manheim, University of Groningen, Gerben S. Van der Vegt, University of Groningen, Onne Janssen, University of Groningen, Effects of Shared and Vertical Leadership Behaviors on Team Effectiveness
Julia E. Hoch, University of Technology Dresden, Juergen Wegge, University of Technology Dresden, Employee Integrity, Vertical Leadership, Shared Leadership, and Workplace Innovation
Bruce Barcus, Retail Inventory Services, Shared Leadership in Action
Submitter: Craig Pearce, craig.l.pearce@gmail.com
109. Special Events: 8:30 AM–9:50 AM
Armstrong
Invited Session: A Five-Year Journey With Coca-Cola
Following a lawsuit, the Coca-Cola Company agreed to create an external task force to review and revise virtually all HR processes within the company under court scrutiny. Over a 5-year timeframe, this project afforded a rare opportunity to simultaneously design and implement HR processes for all jobs system wide and to track the success of these initiatives. The panelists (including the attorney who originally brought the lawsuit and one of the Task Force members) will discuss the challenges, accomplishments, and learnings from the project.
Kathleen Kappy Lundquist, Applied Psychological Techniques, Chair
Irwin L. Goldstein, University System of Maryland, Panelist
Rene Redwood, CEO, Redwood Enterprises, Panelist
Cyrus Mehri, Mehri & Skalet, PLLC., Panelist
Submitter: Kathleen Lundquist, KKL@appliedpsych.com
110. Panel Discussion: 8:30 AM–9:50 AM
Borgne
Measuring Complex Dimensions With Executive Assessment Centers: Challenges and Solutions
Assessment center design becomes challenging when complex executive dimensions lack clear definition and have not been adequately validated. This session will identify common measurement challenges and solutions when dealing with complex and elusive dimensions that are difficult to simulate in the context of a traditional assessment center design.
Paul R. Bernthal, Development Dimensions International, Chair
Robert T. Hogan, Hogan Assessment Systems, Panelist
Ann Howard, Development Dimensions International, Panelist
Joseph L. Moses, Valtera Corporation, Panelist
Elaine B. Sloan, Personnel Decisions International, Panelist
George C. Thornton, Colorado State University, Panelist
Submitter: Paul Bernthal, Paul.Bernthal@ddiworld.com
111. Symposium/Forum: 8:30 AM–9:50 AM
Cornet
Innovations in Workforce Readiness Assessment
Some of the skills that employers most value are not learned in the classroom (Conference Board, 2006). Many new entrants in the workforce are deficient in these skills, suggesting that better assessment of these skills is needed. This symposium discusses some innovative work on the assessment of workforce readiness.
Jeremy T. Burrus, Educational Testing Service, Chair
Sarah A. Hezlett, Personnel Decisions Research Institutes, Nathan R. Kuncel, University of Minnesota, Jana Rigdon, University of Minnesota, Criterion Problems in College Performance: Developing a Model and Measure
Carolyn E. MacCann, University of New South Wales, Richard D. Roberts, Educational Testing Service, Lijuan Wang, University of Notre Dame, Individual Differences in Teamwork: A Situational Judgment Testing
Matthew Ventura, Educational Testing Service, Patrick C. Kyllonen, Educational Testing Service, The Personal Potential Index
Jeremy T. Burrus, Educational Testing Service, Carolyn E. MacCann, University of New South Wales, Facets of Conscientiousness: Relationships With Work and Educational Outcomes
Krista D. Mattern, College Board, Discussant
Submitter: Jeremy Burrus, jburrus@ets.org
112. Community of Interest: 8:30 AM–9:50 AM
Gallier AB
Evidence-Based Management
Deb Cohen, Society for Human Resources Management, Host
113. Panel Discussion: 8:30 AM–9:50 AM
Grand Ballroom B
The Limits of Employee Engagement
Researchers and organizational leaders have focused on employee engagement as a factor contributing to improved job performance. However, when enabling conditions in the work environment are absent, engagement may not sustain performance—and other negative outcomes may follow for employees and organizations. Panelists will discuss engagement and its limitations.
Michael Frese, University of Giessen, Chair
Mark Griffin, University of Sheffield, Panelist
Wayne F. Cascio, University of Colorado, Panelist
Hailey A. Herleman, Clemson University, Panelist
Rachel Gonzalez Levy, Daiichi Sankyo, Inc., Panelist
Mark Royal, Hay Group, Panelist
Submitter: Thomas Britt, twbritt@clemson.edu
114. Symposium/Forum: 8:30 AM–9:50 AM
Grand Ballroom D
Methods for Success: An Examination of Critical Leadership Issues
Despite advancements in the field of leadership, scholars agree that our understanding of leadership is incomplete. Recent leadership forums have committed substantial effort to identifying critical emerging leadership issues. This session will examine 4 methodologies and identify key considerations for conducting substantive leadership research on critical emerging topics.
Katrina E. Bedell Avers, Federal Aviation Administration, Co-Chair
Sam T. Hunter, Pennsylvania State University, Co-Chair
Sam T. Hunter, Pennsylvania State University, Christian Thoroughgood, Pennsylvania State University, Lily Pesin, Pennsylvania State University, Multilevel Leadership: Emerging Questions
Tamara Friedrich, University of Oklahoma, Amanda Shipman, University of Oklahoma, Cristina L. Byrne, University of Oklahoma, Survey Methods: A Map to Navigate the Common Pitfalls
Ethan P. Waples, Louisiana State University-Shreveport, Reinvigorating the Experimental Method in Leadership Research: A Critical Evaluation
Dawn L. Eubanks, University of Bath, The Historiometric Approach: Methodological Considerations
Michael D. Mumford, University of Oklahoma, Discussant
Submitter: Katrina Bedell Avers, Katrina.Avers@faa.gov
115. Panel Discussion: 8:30 AM–9:50 AM
Grand Ballroom E
Future Directions in Voluntary Turnover Research
To understand the tendencies, reasons, and processes of voluntary turnover, at least 3 factors should be considered: attitudinal, situational, and dispositional factors. Panelists will discuss what the current literature tells us about these factors and identify areas that warrant more investigations.
Ryan D. Zimmerman, Texas A&M University, Chair
Sang Eun Woo, University of Illinois at Urbana-Champaign, Co-Chair
David G. Allen, University of Memphis, Panelist
Thomas W. Lee, University of Washington, Panelist
Peter W. Hom, Arizona State University, Panelist
Carl P. Maertz, Jr., Saint Louis University, Panelist
Submitter: Sang Eun Woo, sewoo@cyrus.psych.uiuc.edu
116. Friday Seminar: 8:30 AM–11:20 AM
Grand Chenier
Frontiers of Personality Research and Practice
Friday Seminars require advance registration as well as an additional fee!
(3 hrs. CE credit for attending.)
This seminar will focus on cutting-edge research regarding theories and measures of personality and will concentrate on 2 main questions: (a) How can one best use personality measures in personnel decisions and, (b) what are some concerns and nonconcerns about using personality scales in applied settings? Current empirical research and illustrative applied examples will be highlighted.
Deniz S. Ones, University of Minnesota, Presenter
Shelley W. Spilberg, California Commission on POST, Presenter
Stephan Dilchert, Baruch College, Presenter
Chu-Hsiang Chang, University of South Florida, Presenter
117. Friday Seminar: 8:30 AM–11:20 AM
Grand Couteau
Occupational Health and Safety: Current Directions in Research and Practice
Friday Seminars require advance registration as well as an additional fee!
(3 hrs. CE credit for attending.)
Research has established the benefits of a safe and healthy workplace for both employees and employers. Participants will learn about preventative strategies to enhance employees’ safety, mental health, and work–family balance. The workshop also will discuss challenges of evaluating health and safety interventions, the role of individual differences, and common obstacles to implementing health and safety programs.
Lois E. Tetrick, George Mason University, Presenter
Robert R. Sinclair, Clemson University, Presenter
Leslie B. Hammer, Portland State University, Presenter
Glenda M. Fisk, Queen’s University, Coordinator
118. Roundtable Discussion/Conversation Hour: 8:30 AM–9:50 AM
Oak Alley
The Zeitgeist of the Future
SIOP 2008’s education theme track urged greater proactivity in educating our next generation about emerging workplace issues. We respond to that call, building from a semester seminar on nanotechnology, genomics, the death of privacy, and so on. Guided discussion groups will yield research, education, and practice ideas and collaborations.
Marcus W. Dickson, Wayne State University, Host
Benjamin Schneider, Valtera, Host
Levi R. Nieminen, Wayne State University, Host
Nathan Weidner, Wayne State University, Host
Marcus D. Weller, Wayne State University, Host
Anne C. Bal, Wayne State University, Host
Nathalie Castano, Wayne State University, Host
Abigail E. Reiss, Wayne State University, Host
Mingzhu Yu, Wayne State University, Host
Submitter: Marcus Dickson, marcus.dickson@wayne.edu
119. Panel Discussion: 8:30 AM–9:50 AM
Rhythms 1
I-O Psychologist as a Change Agent: Lessons From the Trenches
I-O psychologists often are resources for organizational change (e.g., testing, training, development). However, serving in the capacity of breaking old habits and setting new milestones can be lonely, arduous, and often perilous. The panelists discuss professional experiences that may help others positively affect change in their company.
James H. Killian, Hogan Assessment Systems, Chair
Amy Clampett, MacQuarie Bank U.S., Panelist
Meisha-Ann Martin, University of South Florida, Panelist
Michael J. Najar, CITGO Petroleum, Panelist
Laura Ann Preston, Kelly Services, Panelist
Submitter: James Killian, jkillian@hoganassessments.com
120. Symposium/Forum: 8:30 AM–9:50 AM
Rhythms 2
Random Walks Down Memory Lane: Career Paths in I-O Psychology
Careers with the same starting point take very different trajectories. Career paths in I-O psychology are often created by random events that lead to differences across time. Four psychologists discuss how their careers have developed over 25 years and offer suggestions for personal career development to current graduate students.
Daniel J. Svyantek, Auburn University, Chair
Stephen J. Cerrone, Burger King, Nonlinear and Unpredictable—Or Success Through Adaptive Responding!
Steven E. Ekeberg, The Sherwin-Williams Company, It’s Only a Path When You Look Backwards
John K. Schmidt, United States Navy, Over Hill...Anchors Aweigh...How Did I Get Here?
Daniel J. Svyantek, Auburn University, Making Fun of Administrators...And How I Became One!
Karla K. Stuebing, University of Houston, Discussant
Submitter: Daniel Svyantek, svyandj@auburn.edu
121. Symposium/Forum: 8:30 AM–9:50 AM
Rhythms 3
Issues in Cross-Cultural Personality Assessment
This symposium addresses emerging issues in the application of personality assessment in non-western cultures. The important role of response distortion and socially desirable responding in Asian and African cultures will be explored. Moreover, issues and approaches for addressing the cross-cultural validity of self-report (personality) data will be addressed.
Ronald C. Page, Assessment Associates International, Chair
Ronald C. Page, Assessment Associates International, Issues in Assessing Personality in Asian and Western Cultures
Ying Wang, University of Sheffield, Cross-Cultural Differences of Response Styles in Answering Personality Test
Gideon de Bruin, University of Johannesburg, Aletta Odendaal, University of Johannesburg, Issues in Assessing Personality in South Africa: Cross-Cultural Lessons Learned
Paul T. Barrett, Hogan Assessment Systems Inc, Measurement Invariance and Latent Variable Theory in Cross-Cultural Psychology
Thomas L. Payne, University of Wisconsin-Oshkosh, Discussant
Anna Brown, SHL Group Ltd, Discussant
Submitter: Paul Barrett, pbarrett@hoganassessments.com
122. Symposium/Forum: 9:00 AM–9:50 AM
Maurepas
Investigating Teams and Multiteam Systems: Selecting Game-Based Research Platforms
Computer-based games/simulations are frequently utilized in team research. However, there is little guidance regarding the suitability of particular games for studying constructs of interest. This is problematic as selection can limit the type of research conducted or data collected. Presentations seek to inform game selection decisions.
Frederick J. Panzer, Monster Government Solutions, Chair
Wendy Bedwell, University of Central Florida, Co-Chair
Michael D. McNeese, The Pennsylvania State University, Benjamin Hellar, The Pennsylvania State University, Susan Mohammed, The Pennsylvania State University, Katherine Hamilton, The Pennsylvania State University, NeoCITIES: A Game for Team Cognition and Collaborative Technology Study
Samuel R. Wooten II, IST, Daniel Doty, University of Central Florida, Toshio Murase, University of Central Florida, C. Shawn Burke, University of Central Florida, Leslie A. DeChurch, University of Central Florida, Linda G. Pierce, Army Research Institute, A Taxonomy of Platforms for MTS Research: A Critical Review
Wendy Bedwell, University of Central Florida, Davin Pavlas, University of Central Florida, Eduardo Salas, University of Central Florida, Utilizing Games for Team Investigation: A Matrix to Guide Research
Michelle A. Marks, George Mason University, Discussant
Submitter: Wendy Bedwell, wbedwell@mail.ucf.edu
123. Posters: 9:00 AM–9:50 AM
Napoleon ABC
Job Attitudes/Engagement
123-1 Cloud Computing: Dynamic Influences on User Acceptance
This study identified factors that lead to individual adoption of cloud computing technology. Using relative weights analysis (Johnson, 2004), we demonstrated that, relative to other factors, the importance of perceived organizational support grew over time, whereas the importance of computer self-efficacy diminished over time. Organizational implications are discussed.
Tara S. Behrend, North Carolina State University
Emily C. Johnson, North Carolina State University
Eric N. Wiebe, Friday Institute for Educational Innovation
Submitter: Tara Behrend, tara.behrend@gmail.com
123-2 Relative Importance of Employee Engagement, Other Job Attitudes, and Affect
This research uses dominance analysis to provide a comprehensive assessment of the relative importance of trait affect and several job attitudes as predictors of task performance, OCB, CWB, and job withdrawal. Overall, employee engagement, job satisfaction, perceived organizational support, and NA were found to be the most important predictors.
Michael Baysinger, Purdue University
Bradley J. Brummel, University of Tulsa
Reeshad S. Dalal, George Mason University
James M. LeBreton, Purdue University
Submitter: Bradley Brummel, bradley-brummel@utulsa.edu
123-3 Perceived Organizational Support and Organization-Based Self Esteem: Redundant or Complementary?
We examine the overlap between measures of perceived organizational support (POS) and organization-based self-esteem. We theorize that POS should more strongly predict workplace attitudes and that OBSE should more strongly predict workplace behaviors. Findings from a meta-analytic review of past research on POS and OBSE support our hypotheses.
Daniel J. McAllister, National University of Singapore
Issac Lim, Stanford University
Kelvin Pang, National University of Singapore
Hwee Hoon Tan, Singapore Management University
Submitter: Sankalp Chaturvedi, sankalp.chaturvedi@gmail.com
123-4 Organization-Based Self-Esteem as a Mediator of Civility–Job Satisfaction Relationship
This study investigates the relationship between civility, organization-based self-esteem, and job satisfaction in the sample of 89 employees. The influence of civility climate on job satisfaction is mediated by organization-based self-esteem. OBSE is one intervening variable that may help account for the influence of work environment on employee attitudes.
Olga L. Clark, University of Hartford
Submitter: Olga Clark, oclark@hartford.edu
123-5 Job Satisfaction and Social Comparison: A Causal Model
This study is grounded in the conceptual and empirical literature that argues for the importance of judgments and comparisons in the evaluation of job satisfaction. Specifically, experimental evidence is presented that supports the hypothesis that engaging in downward social comparison leads to increased perceptions of job satisfaction.
Joshua Douglas Cotton, The University of Memphis
Ronald S. Landis, The University of Memphis
Submitter: Joshua Cotton, joshuamail@gmail.com
123-6 Recovery at Work: The Relationship Between Identification and Work Attitudes
The complex makeup of the substance abuse treatment workforce poses unique challenges to this field. Social identity theory is used to make the case that counselors who are in recovery will identify more with their work, resulting in increased commitment and job satisfaction as well as decreased turnover intentions.
Sara Curtis, University of Georgia
Lillian T. Eby, University of Georgia
Submitter: Sara Curtis, saralcurtis@yahoo.com
123-7 Bad Versus Good: Do Positive Work Events Predict Nurses’ Engagement?
Positive work experiences (PWEs) offer several advantages over traditional measures of work-related stressors or positive perceptual measures. We show that nurses (N = 207) with more frequent PWEs also report higher levels on multiple engagement measures. However, some benefits of PWEs are contingent on nurses’ levels of work stressors.
Marilyn N. Deese, Clemson University
Lindsay E. Sears, Clemson University
Robert R. Sinclair, Clemson University
Robert R. Wright, Portland State University
David Cadiz, Portland State University
Laurie M. Jacobs, Portland State University
Cynthia D. Mohr, Portland State University
Sue B. Davidson, Oregon Nurses Association
Submitter: Marilyn Deese, mdeese@g.clemson.edu
123-8 The Job Satisfaction and Life Satisfaction Relationship: A Meta-Analysis
This meta-analysis examined the relationship between job satisfaction and life satisfaction. Although a positive relationship was found, the strength of this relationship depended upon how job and life satisfaction were measured. We also found generational and gender differences. Finally, evidence is provided for a partially spurious relationship.
Kevin J. Eschleman, Wright State University
Nathan A. Bowling, Wright State University
Submitter: Kevin Eschleman, eschleman.2@wright.edu
123-9 Employee Responses to Trust: The Moderating Role of Bureaucratic Structure
We tested whether the relations between trust and both commitment and motivation depended on perceived structure. Data were provided by 332 employees working in different organizations. We found support for our hypothesis. The results confirmed the situational-strength hypothesis. Relations were stronger when perceived structure was less bureaucratic.
Michael J. Withey, Memorial University
Ian R. Gellatly, University of Alberta
Submitter: Ian Gellatly, ian.gellatly@ualberta.ca
123-10 The Theory of Planned Behavior and Corporate Volunteerism
Company-supported volunteering is increasingly popular, yet little research has examined why individuals participate in this behavior. In a sample of 110 employees, antecedents of intentions specified by the theory of planned behavior and its extensions were found to be positively related to intentions to participate in company-supported volunteering.
Jaime B. Henning, Eastern Kentucky University
Ann H. Huffman, Northern Arizona University
Abigail M. Elandt, Eastern Kentucky University
Submitter: Jaime Henning, Jaime.Henning@eku.edu
123-11 Revisiting the Construct of Job Involvement: Measurement and Validity Evidence
This study examined the psychometric properties of Paullay et al.’s (1994) job involvement scale and a derivation of the Lodahl and Kejner scale developed by Reeve and Smith (2001). Results indicate that Paullay et al.’s job involvement scale is clearer in concept and more predictive of job performance.
Chia-Lin Ho, North Carolina State University
Samuel B. Pond, North Carolina State University
Submitter: Chia-Lin Ho, cho4@ncsu.edu
123-12 Toward an Understanding of Why Situational Constraints Negatively Influence Performance
Using a sample of 158 undergraduate students, this study demonstrated that situational constraints are related to satisfaction, frustration, and perceived behavioral control. In addition, perceived behavioral control partially mediated the relationship between situational constraints and affective reactions. Finally, affective reactions partially mediated the relationship between situational constraints and performance.
Margaret T. Horner, Texas A&M University
Stephanie C. Payne, Texas A&M University
Rebecca J. Thompson, Texas A&M University
Submitter: Margaret Horner, meg_horner@yahoo.edu
123-13 Commitment to Work-Group Performance: Extension of the Three-Component Model
This paper summarizes validity evidence for a new measure of commitment to contributing to work-group performance. This measure extends Meyer and Allen’s 3-component model beyond its traditional emphasis on predicting retention and towards using commitment to predict job performance. Generally supportive validity evidence from 2 studies is presented.
Timothy A. Jackson, University of Western Ontario
John P. Meyer, University of Western Ontario
Yaprak Kumsar, University of Western Ontario
Submitter: Timothy Jackson, timothyajackson@gmail.com
123-14 Using Measurement Equivalence to Examine Employees’ Differing
Tests of measurement equivalence revealed that blue- and white-collar workers possess different conceptualizations of various aspects of their jobs. Confirmatory and exploratory factor analyses revealed that blue-collar workers perceive each dimension of job satisfaction in a more unitary manner than do white-collar workers.
Xiaoxiao Hu, George Mason University
Seth A. Kaplan, George Mason University
Reeshad S. Dalal, George Mason University
Submitter: Seth Kaplan, skaplan1@gmu.edu
123-15 Psychological Contract Type, Contract Violations, and Intention to Stay
The influence of contract type (relational or transactional) on the effect of violation of the psychological contract on intention to stay was examined. Results indicated that individuals high on relational contract type or low on transactional contract type were the most likely to have turnover intentions after a violation.
Joanna Kraft, University of Windsor
Catherine T. Kwantes, University of Windsor
Submitter: Catherine Kwantes, ckwantes@uwindsor.ca
123-16 Memory and Mood Effects on Job Satisfaction Over the Lifespan
This study examines the role of specific age-related memory effects (failure to encode contextual detail and a positive information encoding bias) on changes in job satisfaction. Hypotheses were tested within a measurement equivalence framework across 2 samples. Results suggest associations in memory differ with age, leading to different satisfaction levels.
Joseph Luchman, George Mason University
Seth A. Kaplan, George Mason University
Reeshad S. Dalal, George Mason University
Submitter: Joseph Luchman, jluchman@gmu.edu
123-17 Cognitive and Affective Bases of Satisfaction Relate Differently to Withdrawal
In a sample of 375 full-time employees from 33 industries, cognitive and affective bases of job satisfaction had differential relationships with several withdrawal indicators and self-rated performance. Also, attitudes were more associated with withdrawal when affective–cognitive consistency was high, and positive and negative emotions had different relationships with withdrawal.
Stephanie M. Merritt, University of Missouri-St. Louis
Submitter: Stephanie Merritt, merritts@umsl.edu
123-18 Measures of Organizational Identification and Affective Commitment: Cognitive or Affective?
Recent work has updated definitions of organizational identification (OI) and affective commitment (AC), rendering past measurement tools obsolete. We develop new measures based on recent definitions and present an analysis for testing whether responses to new and existing scales are associated primarily with cognition or affect.
Stephanie M. Merritt, University of Missouri-St. Louis
Angela M. Farabee, University of Missouri-St Louis
Submitter: Stephanie Merritt, merritts@umsl.edu
123-19 Refinements to ASA Research: Shifting the Focus to Focal Traits
This study resolves multiple problematic trends in research on Schneider’s ASA model. Using real organizational data and actual metrics of attraction, selection, and attrition (vice proxies), this study provides a simultaneous test of all 3 components of the model. Rationale and analyses focusing on a subset of characteristics are presented.
Kevin D. Meyer, Hogan Assessment Systems
Amy Nicole Salvaggio, University of West Haven
Submitter: Kevin Meyer, kevindmeyer@yahoo.com
123-20 The Utrecht Work Engagement Scale: An Evaluation of Two Versions
This article analyzes the Utrecht Work Engagement Scale (UWES). Study 1 critiques the original scale development and analyzes a similar sample using exploratory and confirmatory factor analyses. Using 3 samples, Study 2 evaluates the reliability, validity, and factor structure of the 17-item UWES as well as the 9-item version.
Maura J. Mills, Kansas State University
Satoris S. Culbertson, Kansas State University
Clive Fullagar, Kansas State University
Submitter: Maura Mills, mjmills@ksu.edu
123-21 Psychological Contract Breach: Do Promises Matter?
Promises are positioned centrally in the study of psychological contract breach. However, because the effects of promised and delivered inducements are typically confounded, the role of promises remains unclear. Using an experimental approach, our findings suggest that promises matter little; employees are primarily concerned with what the organization delivers.
Samantha D. Montes, University of Toronto
David Zweig, University of Toronto
Submitter: Samantha Montes, montes@utsc.utoronto.ca
123-22 Organizational Climate Perceptions as Predictors of Employee Engagement and Performance
This study looks at the variables of employee engagement, organizational climate, and performance feedback to affect positive change in an organization. A return on investment model is proposed to increase employee engagement through enhancing specific organizational climate factors.
Daren S. Protolipac, St. Cloud State University
Mary Taylor, Midwest ISO/St. Cloud State University
Submitter: Daren Protolipac, dsprotolipac@stcloudstate.edu
123-23 Supervisor Implicit Theory of Ability and Employee Outcomes
This study was conducted to assess the impact of supervisor implicit theory of ability related to important employee outcomes (e.g., employee motivation to improve job performance). Results indicated advantageous employee outcomes when supervisors held more incremental beliefs (i.e., that ability is malleable). Future research directions and practical implications are discussed.
Stephen D. Risavy, University of Guelph
Chester Kam, University of Western Ontario
Wei Qi (Elaine) Perunovic, University of New Brunswick
Submitter: Stephen Risavy, srisavy@uoguelph.ca
123-24 Racial Differences in Job Satisfaction: A Meta-Analysis
This meta-analysis reveals a d = .33 difference between Black and White employees on job satisfaction ( k = 26, N = 45,765). The effect appears to be robust across operationalizations of race. Race differences in satisfaction varied by job satisfaction facet and country of origin.
Jennifer Rodriguez, Texas A&M University
Daniel A. Newman, University of Illinois at Urbana-Champaign
Submitter: Jennifer Rodriguez, jrodriguez@tamu.edu
123-25 Social Support and Affective Organizational Commitment: Test of Moderating Effects
This study investigated the moderating effect of job resource adequacy and ambient conditions on the relationships that supervisor and coworker support have with affective commitment. Results, based on 215 participants working within a health care organization, corroborate the moderating effect of job resource adequacy and partially that of ambient conditions.
Vincent Rousseau, Université de Montréal
Caroline Aubé, HEC Montréal
Submitter: Vincent Rousseau, vincent.rousseau@umontreal.ca
123-26 Does Item Ordering Affect the Factor Structure of Job Attitudes?
The purpose of this study was to examine the effects of item presentation (randomization) on the factor structure of job attitude scales. Results indicate that the item ordering had an affect on the manner in which participants answered the scale items reducing the observed relationship between various job attitudes.
Ian Smith, University of Tulsa
Bradley J. Brummel, University of Tulsa
Submitter: Ian Smith, ian_smitty@hotmail.com
123-27 Cynicism and Job Satisfaction: Exploration of Mediating Mechanisms
This study examined the effect of cynicism, a stable individual disposition, on job satisfaction. Hierarchical regression analysis of survey data from 105 employees indicated that cynicism was negatively related to job satisfaction and the relationship was mediated by job enrichment and quality of leader–member exchange (LMX).
Abhishek Srivastava, West Virginia University
John W. Adams, West Virginia University
Submitter: Abhishek Srivastava, abhishek.srivastava@mail.wvu.edu
123-28 Commitment Profiles: Truly Taking a Multidimensional Perspective
Few studies have addressed how multiple forms of commitment influence one another when they combine. Using latent profile analysis (LPA), the authors found evidence of 6 commitment profiles and of the mutual effects of 4 forms of commitment on turnover intentions in a sample of 712 university alumni.
Laura J. Stanley, University of Georgia
Robert J. Vandenberg, University of Georgia
Christian Vandenberghe, HEC Montreal
Kathleen Bentein, University of Quebec at Montreal
Submitter: Laura Stanley, ljstan@uga.edu
123-29 Employees Validate Multidimensionality of Engagement: Trait and State Facets Supported
In a qualitative study on engagement involving over 2,000 employees, we found employees define their work engagement as being most influenced by (a) factors associated with the job itself, (b) personal factors such as personality, work ethic, (c) interaction with customers, (d) relationship with manager, and (e) compensation.
Jaci Jarrett Masztal, Burke, Inc.
Lisa A. Steelman, Florida Institute of Technology
Gabriela Pashturro, Burke, Inc.
Heather Pierce, Independent Consultant
Submitter: Lisa Steelman, lsteelma@fit.edu
123-30 Exploring Personality Variables as Boundary Conditions of the Justice–Job Satisfaction Relationship
We examined personality characteristics as moderators of the justice–job satisfaction relationship. Using 3-wave longitudinal survey data from 327 individuals, we measured personality and perceptions of interpersonal justice and job satisfaction. Results indicated that although interpersonal justice impacts job satisfaction, this relationship is influenced by personality.
Sabrina Volpone, University of Houston
Cristina Rubino, University of Houston
Ari A. Malka, University of Houston
Christiane Spitzmueller, University of Frankfurt/University of Houston
Lindsay Brown, University of Houston
Submitter: Sabrina Volpone, sabrinavolpone@aol.com
123-31 Partial Inclusion Theory: An Application and Extension to Part-Time Groups
This study utilizes a more precise measure of role involvement than previous research, including time spent and flexibility outside of work roles, in order to test partial inclusion theory. In addition, we test the part-time employee typology developed in previous research on a national sample of employees.
Jenell L. S. Wittmer, University of Toledo
James E. Martin, Wayne State University
Submitter: Jenell Wittmer, Jenell.Wittmer@utoledo.edu
123-32 Effects of Prenotification on Nonresponse in Internet-Based Surveys
Prenotification is used by researchers to enhance survey response rates. This study examined N = 164 surveys conducted over the Internet, n = 21 studies with a prenotification/opt-out phase, and n = 143 studies without. Consistent with previous research, prenotification enhanced response rates. Results showed that nonresponse bias was reduced by using a prenotification/opt-out phase.
Agnieszka Kwiatkowska, Syracuse University
Miao Chen, Syracuse University
Submitter: Jeffrey Stanton, jmstanto@syr.edu
124. Interactive Posters: 9:00 AM–9:50 AM
Napoleon D1-D2
Workplace Deviance Seems Abnormal
Michael Hargis, University of Central Arkansas, Facilitator
124-1 Impact of Cyberloafing on Affect, Work Depletion, Facilitation, and Engagement
We examined the impact of 2 types of cyberloafing activities—browsing and e-mailing—on employees’ positive and negative affect. Findings suggested that positive affect arising from browsing activities facilitate work whereas negative affect triggered by e-mailing activities deplete work. Implications of our findings are discussed.
Vivien K.G. Lim, National University of Singapore
Don J.Q. Chen, National University of Singapore
Submitter: Jia Qing Chen, g0800777@nus.edu.sg
124-2 Antecedents of Counterproductive Work Behavior: A Multisource Survey Study
This study tests the extent to which job incumbent self-report and coworker report of counterproductive work behavior in health care work converge and the extent to which job incumbent-reported work-related antecedents (i.e., job demands and job resources) similarly predict both self-report and coworker-reported behaviors.
Jan de Jonge, Eindhoven University of Technology
Maria Peeters, Utrecht University
Submitter: Jan de Jonge, j.d.jonge@tue.nl
124-3 “My Displeasure to Serve You Today”: Antecedents of Emotional Deviance
Service employees often have to regulate their emotions when interacting with customers, but some are more likely than others to act inappropriately towards customers and perform emotional deviance. Using a dual-sample design, we investigated direct and interaction hypotheses of the effects of narcissism and work stressors on emotional deviance.
Taylor Peyton, San Diego Gas & Electric
Mark G. Ehrhart, San Diego State University
Karen Holcombe Ehrhart, San Diego State University
Submitter: Taylor Peyton, taylorpeyton@hotmail.com
124-4 Observing Workplace Aggression: Should I Intervene or Not?
Using a vignette study, we explored observer intervention in incidents of workplace aggression. Results indicate employees are less likely to provide assistance to victims if the cost of helping is high and if the perceived harm to the victim is low. We discuss implications and future directions for research.
Olusore Taylor, University of Western Ontario
Joerg Dietz, University of Western Ontario
Bernd Marcus, University of Hagen, Germany
Submitter: Olusore Taylor, otaylor3@uwo.ca
125. Special Events: 9:00 AM–9:50 AM
Napoleon D3
“Brand” New I-O: Building and Managing the I-O Psychology Brand
Our profession constantly strives to increase its visibility among business leaders, HR professionals, and the general public. This session will present the Visibility Committee’s initiatives to build our brand image. We will discuss our findings from our brand assessment, share our brand management plan, and gain input from the audience on future branding directions.
Christopher T. Rotolo, Behavioral Insights, LLC, Presenter
Anna R. Erickson, Questar-Organizational Insights Group, Presenter
Becca A. Baker, JCPenney Co., Presenter
Submitter: Christopher Rotolo, chris@behavioralinsights.com
126. Special Events: 10:30 AM–11:50 AM
Armstrong
Program Committee Invited Address: Dr. Peter Gollwitzer
Dr. Peter Gollwitzer, professor of psychology at NYU, whose research spans social psychology, cognition and perception, neuropsychology, and I-O psychology, will be discussing the question of how goals and plans affect cognition and behavior.
Gary P. Latham, University of Toronto, Chair
Peter Gollwitzer, New York University, Presenter
127. Symposium/Forum: 10:30 AM–11:20 AM
Borgne
Personality and 360-Degree Feedback: Integration and Real-World Implications
Personality assessments and 360 feedback tools are often utilized together to provide feedback to individuals. However, it is often a challenge to integrate feedback from both sources in order to provide the participant with the richest development experience. This symposium will present practical implications for integrating personality and 360 feedback.
Ginny Gray, Trinity Industries, Bridging the Leadership Intention–Impact Gap With 360° Feedback
Carol Jenkins, Assess Systems, Kathleen Frye, Assess Systems, Personality and 360-Degree Feedback: Combining Assessments to Enrich Development
Blaine H. Gaddis, Hogan Assessment Systems, Jeff Foster, Hogan Assessment Systems, Multisource Performance Appraisal and Personality: View From the Dark Side
Steven C. Hardesty, Assess Systems, Discussant
Submitter: Steven Hardesty, shardesty@assess-systems.com
128. Symposium/Forum: 10:30 AM–11:20 AM
Cornet
Time and Job Performance
We highlight new implications of time trends in job performance for personnel selection and appraisal. These include the effects of past performance trajectories on current performance ratings, a multilevel model of validity degradation, and a framework for integrating time with multidimensional criterion models.
Daniel A. Newman, University of Illinois at Urbana-Champaign, Chair
Hock-Peng Sin, Michigan State University, Ted B. Kinney, Select International, Mei-Chuan Kung, Select International, Kathleen M. Meckley, Select International, Effects of Performance Mean, Variation, and Trend on Performance Ratings
Daniel A. Newman, University of Illinois at Urbana-Champaign, A Latent Growth Model of Validity Degradation
Seth M. Spain, University of Illinois at Urbana Champaign, A Practical Approach to Multidimensional Dynamic Criterion Validation
David Chan, Singapore Management University, Discussant
Submitter: Daniel Newman, d5n@uiuc.edu
129. Symposium/Forum: 10:30 AM–11:50 AM
Gallery
Exploring Allies, Enemies, and (Lack of) Boundaries in Work–Family Interactions
This symposium empirically explores the boundaries that employees create between their work and personal lives, both through the examination of specific tests of boundary theory as well as the examination of when these different roles are allies (i.e., lead to work–family facilitation) versus enemies (i.e., lead to work–family conflict).
Satoris S. Culbertson, Kansas State University, Co-Chair
Maura J. Mills, Kansas State University, Co-Chair
Sabine Sonnentag, University of Konstanz, Iris Kuttler, University of Konstanz, What Is Work—What Is Life? Boundaries Between Work and Nonwork
Jaya Pathak, Florida Institute of Technology, Lisa A. Steelman, Florida Institute of Technology, Influence of Individual Differences on Work to Family Enrichment
Heather N. Odle-Dusseau, Gettysburg College, Thomas W. Britt, Clemson University, Tiffany M. Greene-Shortridge, Kenexa, Resources as Predictors of Work–Family Conflict and Enhancement
Clive Fullagar, Kansas State University, Satoris S. Culbertson, Kansas State University, Maura J. Mills, Kansas State University, Engagement: Positive Boundary Spanning Between Work and Family
Submitter: Maura Mills, mjmills@ksu.edu
130. Community of Interest: 10:30 AM–11:50 AM
Gallier AB
Leadership Talent Management
Robert F. Silzer, Human Resource Assessment & Development, Host
Ben E. Dowell, Self-Employed, Host
131. Symposium/Forum: 10:30 AM–12:20 PM
Grand Ballroom A
OFCCP: Then and Now
The OFCCP was established after the Civil Rights Act of 1964 and well before the Uniform Guidelines, the SIOP Principles, and many advances in personnel testing. Psychometricians, consultants, lawyers, and retired OFCCP officials will examine how OFCCP has evolved, both procedurally and structurally, in the last 4 decades.
Frank J. Landy, Landy Litigation Support Group, Chair
Robert M. Guion, Bowling Green State University, A Personal View of the Beginning
Fred Azua, Peopleclick Research Institute, Some Recent Influences on the Evolution of OFCCP
Eric M. Dunleavy, DCI Consulting Group, Arthur Gutman, Florida Institute of Technology, A Descriptive Review of OFCCP Enforcement Activity Past and Present
Douglas H. Reynolds, Development Dimensions International, Revised Audit Processes for Systemic Discrimination
Kevin R. Murphy, Pennsylvania State University, Discussant
Mickey Silberman, Jackson Lewis LLP, Discussant
Submitter: Frank Landy, Frank.Landy@LandyLSG.com
132. Symposium/Forum: 10:30 AM–11:20 AM
Grand Ballroom B
Causes and Consequences of Social Networks in Organizations
Many recent studies suggest the importance of social networks in the organization. Although some research has addressed the development and effects these networks can provide, many essential antecedents and outcomes have yet to be considered. We provide important insights into the causes and consequences of networks in organizations.
Erin Coyne, The Ohio State University, Co-Chair
Steffanie L. Wilk, The Ohio State University, Co-Chair
Erin Coyne, The Ohio State University, Nancy P. Rothbard, University of Pennsylvania, Steffanie L. Wilk, The Ohio State University, Exploring the Relationship Between Work–Life Preferences and Social Networks
Felice Williams, Virginia Tech, Informal Dispute Resolution: The Emergent Mediator in Social Networks
Natalia Lorinkova, University of Maryland, R. Scott Livengood, University of Maryland, The Effects of Managers’ Networks on Firm Performance: A Meta-Analysis
Larry Inks, The Ohio State University, Discussant
Submitter: Erin Coyne, coyne.39@osu.edu
133. Symposium/Forum: 10:30 AM–11:50 AM
Grand Ballroom D
Driving M and A Results: Talent Assessment and Leader Integration
M&A failure is often attributed to errors in talent selection or an inability to successfully integrate talent. This session will examine M&A best practices and lessons learned about maximizing talent assessment and successfully transitioning leaders, from both the view of external consultants and internal practitioners.
Lorry A. Olson, Bank of America, Chair
David Astorino, RHR International, Management Due Diligence: A Model to Accelerate Change
Anjani Panchal, Axiom Consulting Partners, Using Strategic Value Creation to Determine Postintegration Leadership Selection
Suzan L. McDaniel, Bristol-Myers Squibb, Talent and Cultural Assessment for Due Diligence and Integration
Rebecca Schalm, RHR International, Postacquisition Leader Integration and Retention
Lorry A. Olson, Bank of America, Acquisition Onboarding: Ensuring Success for Acquired Executives
Julio Manso, Bank of America, Discussant
Submitter: Lorry Olson, lorry.a.olson@bankofamerica.com
134. Panel Discussion: 10:30 AM–11:50 AM
Grand Ballroom E
Racioethnicity in Organizations: Do Scientific Methods Reflect Practical Realities?
Racioethnicity is frequently studied as a series of categorical codes that do not account for substantive differences between and within racioethnic groups. In this session, 4 experts on racioethnicity diversity will discuss if and when use of categorical codes limits the science and practice of managing racioethnic differences in organizations.
Lisa M. Leslie, University of Minnesota, Chair
Arthur P. Brief, University of Utah, Panelist
James L. Outtz, Outtz and Associates, Panelist
Belle Rose Ragins, University of Wisconsin-Milwaukee, Panelist
Kecia M. Thomas, University of Georgia, Panelist
Submitter: Lisa Leslie, lmleslie@umn.edu
135. Symposium/Forum: 10:30 AM–11:50 AM
Maurepas
Unemployment in Economic Hard Times
Unemployment continues to rise around the world. A series of papers are presented dealing with identifying employment opportunities, strategies for finding reemployment, strategies for job searches, and the negative effects of unemployment. The research presented in this program is aimed at ameliorating the growing global unemployment problems.
Ronald G. Downey, Kansas State University, Chair
Connie R. Wanberg, University of Minnesota, Zhen Zhang, Arizona State University, Erica W. Diehn, University of Minnesota, Helping Unemployed Individuals: “Getting Ready for Your Next Job” Inventory
Jessie Koen, University of Amsterdam, Ute-Christine Klehe, University of Amsterdam, Annelies van Vianen, University of Amsterdam, Job Search: Development of Reemployability Among Long-Term Unemployed People
Gera Noordzij, Erasmus University Rotterdam, Edwin A. J. Van Hooft, Erasmus University Rotterdam, Heleen van Mierlo, Erasmus University Rotterdam, Marise Ph. Born, Erasmus University Rotterdam, Effects of Learning Goal-Oriented Training in Job Seeking
Karsten I. Paul, University of Erlangen-Nuremberg, Klaus Moser, University of Erlangen-Nuremberg, Moderators of Negative Unemployment Effects on Mental Health: Meta-Analytic Evidence
Zhaoli Song, National University of Singapore, Discussant
Submitter: Ronald Downey, downey@ksu.edu
136. Posters: 10:30 AM–11:20 AM
Napoleon ABC
Careers/Mentoring/Onboarding/Work–Life
136-1 21st Century Networking: The Influence of Self-Esteem on Networking Behaviors
Consistently, research has demonstrated that self-esteem influences social behavior. This study examined the relationship between self-esteem and career-related social networking activity. Results demonstrate self-esteem significantly predicts networking activity, and presentation style mediates this relationship. Findings of this study demonstrate the importance of self-esteem and workplace networking.
Cassaundra R. Leier, California State University-San Bernardino
Mark D. Agars, California State University-San Bernardino
Submitter: Mark Agars, Magars@csusb.edu
136-2 Development of a Practitioner Interest Scale for Industrial-Organizational Psychology
This study was conducted to develop and validate an interest scale that measures individuals’ inclination toward practice in I-O psychology, so as to supplement the original Scientist–Practitioner Inventory (Leong & Zachar, 1991) in measuring career specialty choice in I-O. Acceptable psychometric property and convergent and divergent validity were found.
Jason L. Huang, Michigan State University
Frederick T. Leong, Michigan State University
Submitter: Jason Huang, huangle1@msu.edu
136-3 A Developmental Network and Relational Savvy Approach to Talent Development
This paper extends research on developmental networks and relational savvy in proposing that organizations take a relational approach to talent development. More specifically, we assert that existing organizational efforts at developing employees should be complemented by training employees to foster their own portfolio of advisors within and beyond organizational borders.
Dawn E. Chandler, California Polytechnic State University
Douglas T. Hall, Boston University
Kathy E. Kram, Boston University
Submitter: Kathy Kram, kekram@bu.edu
136-4 Person–Occupation Fit and Integrity: Evidence for Incremental Validity
Using the O*NET database as a foundation, we developed and validated the WorkKeys Fit Assessment, a tool designed to measure person–occupation congruence using occupational interests and work values. Results suggest that person–occupation fit predicts desirable work attitudes and outcomes and also demonstrates incremental validity above integrity testing.
Bennett E. Postlethwaite, University of Iowa
Xuan Wang, University of Iowa
Alex Casillas, ACT, Inc.
Kyle Swaney, ACT, Inc.
Tamera L. McKinniss, ACT, Inc.
Jeff Allen, ACT, Inc.
Mary Ann Hanson, ACT, Inc.
Steve Robbins, ACT, Inc.
Submitter: Bennett Postlethwaite, bennett-postlethwaite@uiowa.edu
136-5 Clarifying the Construct of Career Success: A Qualitative Approach
Although career success is an important employee outcome, its definition has been mainly limited to 2 broad dimensions. Through qualitative methods, we identified 12 dimensions of career success including advancement, personal goals, long-term mentality, and nonwork aspects. Practical implications and directions for further research are discussed.
Kristen M. Shockley, University of South Florida
Heather Meikle, University of South Florida
Ozgun Burcu Rodopman, University of South Florida
Laura Poteat, University of South Florida
Submitter: Ozgun Rodopman, orodopma@mail.usf.edu
136-6 Socialization and Trust: A Longitudinal Analysis
This longitudinal study examined the impact of institutionalized socialization on organizational trust and job attitudes. We surveyed organizational newcomers shortly after entry, 3 months, and 9 months later. Our results indicate that trust functions as a mediator between socialization tactics and job satisfaction and affective commitment.
Kristyn A. Scott, University of Toronto
Samantha D. Montes, University of Toronto
Greg Irving, Wilfrid Laurier University
Submitter: Kristyn Scott, kscott@utsc.utoronto.ca
136-7 How Do Objective and Subjective Career Success Interrelate Over Time?
We examined the interrelationship of objective (salary, position) and subjective career success (comparison with others, job satisfaction) with 1,336 professionals in a 10-year longitudinal study. Objective success only influenced the comparative judgment, whereas both subjective success measures had a strong and positive influence on the increases of objective success.
Daniel Spurk, University Erlangen
Andrea E. Abele, University Erlangen
Submitter: Daniel Spurk, daniel.spurk@sozpsy.phil.uni-erlangen.de
136-8 Economic Impact of Stress in Organizations: A New Utility Model
This investigation proposes a new model of utility analysis that is adaptable to many organizational applications. Existing literature on stress and organizational outcomes is briefly reviewed, as are current utility models. The proposed model is then illustrated in a working example. Overall conclusions and implications are discussed.
John A. Coaster, Central Michigan University
Submitter: John Coaster, coast1ja@cmich.edu
136-9 Effect of Household Structure on Benefit Utilization
The study examines the effect of household structure on employee utilization of family-friendly benefits offered in government agencies. Results showed single parents displayed the highest frequencies of family-friendly benefit utilization, whereas traditional family employees showed the lowest frequencies. Future research should examine other individual differences antecedent to benefit utilization.
Sharyn Aufenanger, Miami Dade College
Kimberly Wells, U.S. Office of Personnel Management
Submitter: Sharyn Aufenanger, saufenanger@gmail.com
136-10 Testing a Four-Component Model of Organizational Work–Family Support
This study tested the effects of 4 types of organizational work–family support on time-based and strain-based work interference with family. Formal work–family policies and benefits, compensation and employment security, work design, and work–family organizational culture each contributed to explaining variance in work–family conflict.
Monique Valcour, Boston College
Jessica Bagger, California State University, Sacramento
Submitter: Jessica Bagger, baggerj@csus.edu
136-11 Recovery Experiences During Leisure Time and Unemployed Individuals’ Well-Being
This 1-month longitudinal study investigated recovery experiences during leisure time (psychological detachment from unemployment, relaxation, mastery experiences) as predictors of unemployed individuals’ well-being. Hierarchical regression analyses (N = 118) showed that psychological detachment from unemployment and relaxation during leisure time positively predicted mental health. Psychological detachment also predicted self-esteem.
Carmen Binnewies, University of Mainz
Cornelia Niessen, University of Konstanz
Submitter: Carmen Binnewies, carmen.binnewies@uni-mainz.de
136-12 Clarifying Career Decisions of Mothers by Exploring Their Work Experiences
This paper seeks to build understanding of the career decisions of mothers by exploring the content of their work experiences. A qualitative study with 27 women (22 mothers; 5 non-mothers) revealed how mothers’ career decisions are influenced by their experiences of stereotyping and disadvantage in the workplace.
Whitney E. Botsford, EASI Consult
Eden B. King, George Mason University
Submitter: Whitney Botsford, wbotsfor@gmu.edu
136-13 Mismatched Boundary Strength Components: A Person–Environment Fit Perspective
We investigated the impact of mismatched boundary strength components (flexibility–ability, flexibility–willingness) on job-related variables and work/personal life interference. Survey results (N = 322) suggest that mismatch has a negative impact on job satisfaction, organizational commitment, turnover intentions, and work/personal life interference. Being more willing than able is particularly detrimental.
Nicole Farias, Quinnipiac University
Carrie A. Bulger, Quinnipiac University
Mark E. Hoffman, Quinnipiac University
Submitter: Carrie Bulger, carrie.bulger@quinnipiac.edu
136-14 A Daily Study of Work–School Conflict and Enrichment
Employed college students were surveyed over 14 days about work and school experiences. Daily variation in the quantity and quality of student jobs was related to daily interrole conflict and enrichment. In turn, these interrole processes served as mechanisms linking job characteristics to daily work and school satisfaction.
Adam B. Butler, University of Northern Iowa
Russell A. Matthews, Louisiana State University
Kama D. Dodge, University of Northern Iowa
Submitter: Adam Butler, adam.butler@uni.edu
136-15 Work–Family Conflict and Performance Evaluations: Who Gets a Break?
Do parents “get a break” or are they penalized for family interference with work? In a team-based study, we manipulated a confederate’s lateness to the study. The 218 participants gave higher evaluations to confederates who were late for a parenting-related reason and when they had less control over the lateness.
Kara C. Hickson, Siemens Energy, Inc.
Barbara A. Fritzsche, University of Central Florida
Submitter: Kara Hickson, karachickson@gmail.com
136-16 Directionality of Work–Family Conflict: The Role of Impression Management
We proposed that impression management is integral to employee reports of role salience and work–family conflict and thus contributes to the reported source of work–family conflict. Results showed that the family-related variables (e.g., family salience) were more related to impression management than work-related variables (e.g., work salience).
Julia L. Berry, Northern Arizona University
Ann H. Huffman, Northern Arizona University
Stephanie C. Payne, Texas A&M University
Grace E. Ragsdale, Northern Arizona University
Submitter: Ann Huffman, ann.huffman@nau.edu
136-17 Crossover Effects of Supervisor Work– Family Enrichment on Subordinate Performance
We examine the positive crossover effect through which the supervisor’s work–family enrichment creates a family friendly environment that leads to greater subordinate work–family enrichment and performance. Responses from 158 supervisor–subordinate dyads suggest that the process occurs exclusively through work-to-family enrichment for both the supervisor and subordinate.
Dawn S. Carlson, Baylor University
Merideth Ferguson, Baylor University
K. Michele Kacmar, University of Alabama
Joseph G. Grzywacz, Wake Forest University
Dwayne Whitten, Texas A&M University
Submitter: K. Michele Kacmar, mkacmar@ua.edu
136-18 The Influence of Dependent-Care Responsibilities and Organizational Characteristics on Absenteeism
The study drew upon the experiences of the federal workforce to examine the influence of gender, dependent-care responsibilities, organizational characteristics, and childcare quality on absenteeism. Findings support that different dependent care structures, organizational supports, and childcare quality affect absenteeism, with gender moderating the relationships.
Kimberly Wells, U.S. Office of Personnel Management
Benjamin E. Liberman, Columbia University
Submitter: Benjamin Liberman, bel2104@columbia.edu
136-19 The Potential Paradox of Organizational Citizenship Behavior on Work-to-Family Interface
This paper conceptually proposes that organizational citizenship behavior (OCB) can bring positive and negative impacts on work–family interface, namely work–family conflict and enrichment. The decrease in time resources mediates the relationship between OCB and conflict, whereas the increase in other personal resources mediates the relationship between OCB and enrichment.
Ho Kwong Kwan, Drexel University
Dong Liu, University of Washington
Submitter: Dong Liu, dongliu@u.washington.edu
136-20 Work–Family Conflict and Employee Alcohol Use: A Daily Study
This study used a daily interview design to examine the relationship between daily work–family conflict and alcohol use. Daily work-to-family conflict was significantly related to daily desire to drink and alcohol use. The strength of the relationships differs by participants’ peer drinking norm, coworker support, and family support.
Songqi Liu, Portland State University
Mo Wang, Portland State University
Fangyi Liao, Portland State University
Ana B. Costa, Portland State University
Yujie Zhan, Portland State University
Junqi Shi, Peking University
Submitter: Songqi Liu, sliu@psyc.umd.edu
136-21 Work–Nonwork Goal Conflict: A Self-Regulatory Expansion of Work–Life Conflict
This research examined work–life conflict (WLC) from a goal based/self-regulatory perspective. Personal project analysis (PPA) was used to elicit participants’ most relevant goals across several life domains. Ratings of intergoal conflict between work and nonwork domains predicted employee well-being beyond traditional role-based measures of WLC.
John M. McKee, Self-Employed
Jean M. Edwards, Wright State University
Submitter: John McKee, psychologyjohn@gmail.com
136-22 Proactive Boundary Management: Examining the Functionality of Role Segmentation Preferences
This study examines how people proactively manage work and nonwork role boundaries. Results of multilevel modeling supported expectations that people proactively manage their role boundaries by considering their segmentation preferences before making decisions to either accept a job or initiate a dating relationship with a coworker.
Jessica Rae Methot, University of Florida
Jeffery A. LePine, University of Florida
Submitter: Jessica Methot, jessica.methot@cba.ufl.edu
136-23 Just Affect? Work–Family Models of Conflict, Enrichment, and Satisfaction
Adopting a dispositional approach, we develop an affective perspective of work and family. Results indicate trait affectivity is a driving force behind perceptions of work and family conflict, enrichment, and satisfaction, suggesting that previous findings without taking into account dispositional influences may be spurious.
Jesse S. Michel, Florida International University
Malissa A. Clark, Wayne State University
Submitter: Jesse Michel, michelj@msu.edu
136-24 Nonsymmetrical Relationships Between Support, Involvement, Role Stressors, and Work–Family Conflict
We develop and test models of support, involvement, role stressors, and work–family conflict. Results revealed that social support and involvement are viewed accurately as antecedents of role stressors and subsequent work–family conflict. These antecedents showed both similar and different relationships with stressors and conflict in the work and family domains.
Jesse S. Michel, Florida International University
Jacqueline K. Mitchelson, Auburn University
Kristin L. Cullen, Auburn Univesity
Submitter: Jesse Michel, michelj@msu.edu
136-25 Effects of Perceived Discrimination on Work–Family Conflict for Military Personnel
The purpose of this study was to examine the effects of perceived discrimination on work-to-family conflict for military personnel. Structural equation modeling was used to measure the mediating effects of work stress on the relationship between perceived discrimination and work interfering with family.
Erin Moeser, Defense Equal Opportunity Management Institute (DEOMI)
Lisa A. Steelman, Florida Institute of Technology
Daniel P. McDonald, Defense Equal Opportunity Management Institute (DEOMI)
Submitter: Erin Moeser, erinmoeser@yahoo.com
136-26 Exploring Relationships Between Work–Family Conflict, Psychological Detachment, and Work Engagement
Two-hundred ninety-five Chinese salespeople were recruited as participants in this study. It was hypothesized that psychological detachment from work during off-job time is a mediator of the relationship between work–family conflict and work engagement. We found family-to-work to be significantly and positively related to psychological detachment.
Lauren Murphy, Portland State University
Leslie B. Hammer, Portland State University
Mo Wang, Portland State University
Submitter: Lauren Murphy, lamurphy@pdx.edu
136-27 Affective Antecedents and Consequences of Work–Family Balance
This study examined affective antecedents and consequences associated with work–family conflict and positive spillover. With little research investigating the role of individual differences in the work–family domain, we examined whether personality could account for the differential impact of work and family stressors on the severity of mental health outcomes.
Stefanie Putter, Colorado State University
Stefanie K. Johnson, Colorado State University
Submitter: Stefanie Putter, stefanie.putter@gmail.com
136-28 Integrated Model of Stress and Recovery Activities Over the Weekend
This study was conducted to examine the relationships between recovery activity behaviors and underlying psychological recovery experiences. Path analysis using LISREL 8.5 was conducted to assess how these relationships exist within the stressor–strain relationship. Results suggest that participating in recovery activities and feeling recovered reduces negative psychological outcomes.
Jennifer M. Ragsdale, Central Michigan University
Terry A. Beehr, Central Michigan University
Simone I. Grebner, Central Michigan University
Submitter: Jennifer Ragsdale, jen.rags@cmich.edu
136-29 The Role of Family-Friendly Climate in Employee Retention
The antecedents of working mothers’ career decisions are insufficiently understood, particularly the job characteristics that impact organizational commitment within this population. In this study, various attributes of the organization were found to contribute to perceptions of family-friendly climate, which was linked to both commitment and turnover.
Jennifer Reeves, University of Houston
Lisa M. Penney, University of Houston
Submitter: Jennifer Reeves, jnreeves@uh.edu
136-30 The Effects of Gender and Personality Attributes on Work–Family Conflict
We examined the impact of gender and personality on the experience of work–family conflict. Results indicated significant relationships among gender, idiocentrism, allocentrism, social support, and turnover intentions with work–family (W–F) and family–work (F–W) conflict such that reported experience of W–F and F–W conflict were differentiated by gender and idiocentrism/allocentrism.
Jane Wu, Purdue University
Carolyn M. Jagacinski, Purdue University
Submitter: Jane Wu, jwu@psych.purdue.edu
136-31 Effects of Interrole Facilitation and Emotional Labor on Fit
This study examines the relation of interrole facilitation and emotional labor to job and organizational fit. The study includes 212 Hong Kong insurance agents. Results suggest that interrole facilitation predicts job and organizational fit. Results further suggest that deep acting emotional labor significantly predicts job fit.
Dora M. Luk, City University of Hong Kong
Rebecca Wyland, University of Wisconsin-Milwaukee
Margaret Shaffer, University of Wisconsin-Milwaukee
Doan Winkle, University of Wisconsin-Milwaukee
Submitter: Rebecca Wyland, rlwyland@uwm.edu
137. Interactive Posters: 10:30 AM–11:20 AM
Napoleon D1-D2
Organizational Climate Change: Where’s Al Gore When We Need Him?
Christian Resick, Drexel University, Facilitator
137-1 Safety Climate Strength and the Influence of Organizational Tenure
The purpose of this study was to empirically examine the relationships between worksite organizational tenure and safety climate strength. Results revealed a significant relationship between worksite tenure and climate strength, although tenure level and tenure variability did not moderate the tenure–climate strength relationship as expected.
Jeremy M. Beus, Texas A&M University
Mindy E. Bergman, Texas A&M University
Stephanie C. Payne, Texas A&M University
Jennifer Rodriguez, Texas A&M University
Submitter: Jeremy Beus, jeremybeus@gmail.com
137-2 A Cross-Level Model Linking Culture and Safety Climate to Outcomes
This study examined how culture and safety climate interact to influence safety and nonsafety outcomes. A meso-meditational model of safety climate was tested. Results found that certain cultures hinder safety climate and that business-unit safety climate and individual supervisory safety climate mediated the culture–outcome relationship.
Sarah K. Colley, University of Queensland
Andrew F. Neal, University of Queensland
Submitter: Sarah Colley, sarah.colley@sentis.net
137-3 Espirt de Corps: Myth or Reality?
Change readiness is a prominent construct for researchers. This study explored disparities between military and civilian personnel regarding their readiness for change. Results indicated that these groups have different perceptions of their organization. Military personnel reported higher change readiness relative to their civilian counterparts. Implications for organizational change are discussed.
Joseph B. Lyons, Air Force Research Laboratory
Stephanie Swindler, Air Force Research Laboratory
Frank L. Tartaglia, Air Force Research Laboratory
Submitter: Joseph Lyons, joseph.lyons@wpafb.af.mil
137-4 The Effects of Climate Strength on the Service Chain Model
This study examined whether climate strength moderated the relationship among management behavior, service climate, customer satisfaction, and profitability. Testing this model in a sample of 1,131 automotive service stores, we found linkages between management behavior, service climate, and customer satisfaction. Climate strength did not act as a moderator.
David Sowinski, Vantage Leadership Consulting
Annette Towler, DePaul University
Alan D. Mead, IIT
Submitter: Annette Towler, atowler@depaul.edu
138. Special Events: 10:30 AM–11:20 AM
Napoleon D3
New SIOP Web Initiative: Enhancing Member Communication via Blog-Based Technologies
SIOP’s Electronic Communications Committee, Executive Committee, and association administration propose a new strategy for enhancing involvement and communication with and among SIOP members. This Web-based approach includes a feature-rich microsite, highlighting blog-based technology and RSS feeds. Panelists will describe the microsite, demonstrate functionality, and encourage participation from all SIOP members.
Theodore L. Hayes, Self-employed, Moderator
Zachary N. J. Horn, Aptima, Inc., Presenter
Charles A. Handler, Rocket-Hire, Presenter
Submitter: Theodore Hayes, tlh2006@gmail.com
139. Symposium/Forum: 10:30 AM–11:20 AM
Nottaway
Employee Retention in a Tight Labor Market: Challenges and Solutions
This symposium presents empirical research aimed at identifying and exploring the key drivers of employee retention and how organizations can retain human capital in an increasingly competitive employment market. Implications for recruitment, selection, and organizational development interventions are discussed, along with implications for research on employee engagement, leadership, and retention.
Meagan T. Sutton, M. D. Anderson Cancer Center, Chair
Meagan T. Sutton, M. D. Anderson Cancer Center, Courtney L. Holladay, M. D. Anderson Cancer Center, Christopher M. Howell, M. D. Anderson Cancer Center, Why People Stay: Retention Drivers in Healthcare
Dana E. Sims, Naval Air Warfare Center Training Systems Division (NAWCTSD), Fredric D. Frank, TalentKeepers, Engaging Front-Line Leaders in the Retention Equation
Sarah L. Wright, University of Canterbury, Social Relationships in the Workplace and Employee Retention
Submitter: Sarah Wright, sarah.wright@canterbury.ac.nz
140. Roundtable Discussion/Conversation Hour: 10:30 AM–11:20 AM
Oak Alley
Beyond Service—Delivering Intended Experiences: I-O and This New Economy
The purpose of this roundtable/conversation hour is to provide a forum in which an industry expert/executive and scientist–practitioners can engage in a substantive dialogue about the impact of this new economy on human capital needs and how we, as industrial-organizational psychologists, can most fully contribute to organizational success.
Brian D. Cawley, Corvirtus, LLC, Host
Guy Villavaso, Eddie V’s Restaurants, Inc., Host
Submitter: Brian Cawley, BCawley@CorVirtus.com
141. Panel Discussion: 10:30 AM–11:50 AM
Rhythms 1
The Role of Decision Making in Industrial-Organizational Psychology
This panel discussion addresses the role of judgment and decision making in industrial-organizational psychology. We explore why these 2 research traditions have not contributed synergistically to one another, the consequences of this separation for researchers and practitioners, and ways to promote more cross fertilization.
Reeshad S. Dalal, George Mason University, Chair
Silvia Bonaccio, University of Ottawa, Chair
Scott Highhouse, Bowling Green State University, Panelist
Daniel R. Ilgen, Michigan State University, Panelist
Susan Mohammed, Pennsylvania State University, Panelist
Jerel E. Slaughter, University of Arizona, Panelist
Submitter: Silvia Bonaccio, bonaccio@telfer.uottawa.ca
142. Symposium/Forum: 10:30 AM–11:50 AM
Rhythms 2
Threatened and Threatening: Unique Issues Facing Women at Work
With the entry of women into the world of employed work, many women have felt threatened or been perceived as threatening. This session will focus on 4 unique forms of threat relevant to working women. The costs and consequences of these threats and the implications for women will be discussed.
Kathi N. Miner-Rubino, Texas A&M University, Co-Chair
Lilia M. Cortina, University of Michigan, Co-Chair
Ny Mia Tran, University of Georgia, Kecia M. Thomas, University of Georgia, Juanita Johnson Bailey, University of Georgia, Rosemary E. Phelps, University of Georgia, Going From Pet to Threat: Reflections From Midcareer Women
Jennifer L. Berdahl, University of Toronto, Alexander Garcia, University of Toronto, Sex-Based Harassment and Discrimination in Organizations
Isis H. Settles, Michigan State University, William A. Jellison, Quinnipiac University, Jennifer S. Pratt-Hyatt, Michigan State University, Identity Change and Identity-Threat Outcomes for Women in Science
Carol A. Reeves, University of Arkansas, Anne M. O’Leary-Kelly, University of Arkansas, Ru Shuin Liou, University of Arkansas, Too Much Information? Coworker Knowledge of Intimate Partner Violence Victimization
Michele J. Gelfand, University of Maryland, Discussant
Submitter: Kathi Miner-Rubino, kminer-rubino@tamu.edu
143. Symposium/Forum: 10:30 AM–11:50 AM
Rhythms 3
Goal Setting, Self-Efficacy and Performance: New Research Directions
Goals and self-efficacy are important motivational constructs. This symposium includes studies examining the effects of different types of goals and of self-efficacy on performance in specific contexts. The purpose of this research is to better understand the psychological mechanisms and the boundary conditions that explain these effects.
Remus Ilies, Michigan State University, Co-Chair
Nikos Dimotakis, Michigan State University, Co-Chair
Myeong-Gu Seo, Boston College, Remus Ilies, Michigan State University, Self-Efficacy,
Goals, and Affect in Dynamic Self-Regulation
Nikos Dimotakis, Michigan State University, Remus Ilies, Michigan State University, Within-Individual Effects of Goals and Persistence on Task Performance
Guihyun Park, Michigan State University, Paul Curran, Michigan State University, Goran Kuljanin, Michigan State University, Brady Firth, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Richard P. DeShon, Michigan State University, Implementation Intentions and Multiple Goal Self-Regulation in Teams
Alex Stajkovic, University of Wisconsin-Madison, Interplay Between Subconscious and Conscious Goals: Emerging Research
Edwin A. Locke, University of Maryland, Discussant
Submitter: Nikos Dimotakis, dimotakis@bus.msu.edu
144. Symposium/Forum: 10:30 AM–11:50 AM
Waterbury
Bringing Assessment in the Federal Government Into the 21st Century
For decades, the federal sector has taken a very conservative approach to assessment. This session will report on advances made in 4 distinct federal agencies that have recently updated assessment practices to realize both operational efficiencies and greater candidate acceptance through improved assessment fidelity.
Seymour Adler, Aon Consulting, Chair
Jeffrey M. Cucina, U.S. Customs and Border Protection, Henry H. Busciglio, U.S. Customs and Border Protection, Patricia Harris Thomas, U.S. Customs and Border Protection, CBP: Using Technology to Streamline Interviewing
Greg O. Beatty, U.S. Internal Revenue Service, Modernizing the IRS: Bringing Technology and Competency-Based Assessment
Patti MacLeod, Indian Affairs, Indian Affairs: New Approaches to Assessing and Developing Leadership Talent
Amy Dawgert Grubb, Federal Bureau of Investigation, Assessing Leadership Potential at the FBI
Seth Zimmer, AT&T, Discussant
Submitter: Seymour Adler, Seymour_Adler@Aon.com
145. Symposium/Forum: 11:30 AM–1:00 PM
Borgne
Effective Succession Planning: A Journey, Not a Destination
Today, succession planning involves reaching deeper within the organization to strategically plan for, identify, and develop high-potential employees to take on future leadership roles. Different approaches to succession planning, stages of program maturity, and next steps to continuously improve the breadth, depth, and quality of programs will be discussed.
Jackie Fitzgerald, Kimberly-Clark, Chair
David M. Pollack, Sodexo, Organizational Outcomes of Succession Planning: The Depth of Talent Data
Lori Homer, Microsoft, Microsoft’s Evolution: A Multigenerational Approach to Talent Management
R. Wayne Hauenstein, AGL Resources, Building the Leadership Pipeline: High-Potential Development at AGL Resources
Connie Schroyer, George Washington University, Carrolyn Bostick, Intelsat, Growth Factors and Their Impact on Succession Planning
Stephanie L. Sloan, Hay Group, Discussant
Submitter: Stephanie Sloan, Stephanie.Sloan@haygroup.com
146. Panel Discussion: 11:30 AM–1:20 PM
Cornet
Using Internal Customer Service Assessment to Drive HR Effectiveness
Internal customer service (ICS) assessment can be used to transform HR and other shared service functions in organizations. This panel will discuss the application of ICS measurement in 4 diverse organizations and present a large multiorganization study that compared ICS levels in 1993 and 2006 for 12 functions.
Jerry Seibert, Metrus Group, Inc., Chair
Kelly Slieter, Honeywell International, Panelist
Steve Ginsburgh, Universal Weather and Aviation, Inc., Panelist
Susan Podlogar, Cordis Corporation, Panelist
Judy Vernick, Software Engineering Institute, Panelist
Submitter: Jerry Seibert, jerry@jhseibert.com
147. Panel Discussion: 11:30 AM–12:30 PM
Grand Ballroom B
Job Analysis: Overture, Theme, and Coda
This panel will address key decisions made prior to and after conducting job analysis. Situations to be discussed include differences between hourly/management populations, low incumbent jobs, barriers to data collection, data maintenance, and newly created jobs. Panelists will respond to job analysis scenarios with examples and pragmatic guidance.
Christina Norris-Watts, APT, Inc, Chair
Michael A. Campion, Purdue University, Panelist
Erica L. Hartman, APT, Inc, Panelist
Michael S. Henry, APT, Inc., Panelist
Angela M. Sternburgh, Kellogg Company, Panelist
Julia Bayless, Sodexo, Inc., Panelist
Rachel Daniels, Portland State University, Panelist
Submitter: Julia Bayless, julia.bayless@sodexo.com
148. Posters: 11:30 AM–12:20 PM
Napoleon ABC
Leadership I
148-1 LMX and Leader Behaviors as Predictors of Teleworker Job Performance
Supervisors and customers assessed the performance of employees who participated in a pilot telework program. Multiple regression was used to determine the variance predicted by quality of leader–member exchange (LMX) and various leader behaviors. Findings indicated that LMX, altered expectations, and the requirement to provide written reports predicted teleworker performance.
Laura C. Gallaher, NASA Kennedy Space Center
Clayton A. Yonce, NASA Kennedy Space Center
Submitter: Laura Gallaher, lauragallaher@hotmail.com
148-2 Reconceptualizing Transformational Leadership as Multilevel: An Investigation of Mediating Mechanisms
This study applies a levels-of-analysis framework to conceptualize transformational leadership as requiring leader focus at both individual and group levels. We then propose a multilevel model demonstrating 2 mechanisms—perceived empowerment and leadership development—through which transformational leadership impacts individual and group performance. Methodological and practical implications are discussed.
Yuntao Dong, University of Maryland, College Park
Kathryn M. Bartol, University of Maryland, College Park
Submitter: Kathryn Bartol, kbartol@rhsmith.umd.edu
148-3 Who’s Laughing Now? How Leadership and Humor Impact Relationship Outcomes
This study investigated the interplay between leadership, humor, and leader–follower relationship quality. Using a video vignette study, the results demonstrated that the effect of leadership style (transformational vs. pseudotransformational) on relationship quality was mediated by social distance, whereas humor style (self-deprecating vs. aggressive) was not significant.
Alyson Byrne, Queen's School of Business
Julian I. Barling, Queen’s University
Colette Hoption, Queen’s University
Submitter: Alyson Byrne, abyrne@business.queensu.ca
148-4 Money as Social Exchange Currency: Financial Rewards and LMX
We present a theoretical analysis regarding the effects of financial reward satisfaction on perceived leader–member exchange (LMX) quality and employee work outcomes. We argue that these effects are contingent on the perceived degree of leader involvement in the reward decision and certain individual differences of the employees.
Stephen H. Courtright, University of Iowa
Steven D. Charlier, University of Iowa
Submitter: Stephen Courtright, stephen-courtright@uiowa.edu
148-5 Differentiated Ratings and Leadership Per-ceptions: The Impact of Collectivism Orientation
This experiment was designed to compare differentiated ratings of LMX behaviors with consistent LMX ratings across subordinates and their effects on perceptions of leadership effectiveness and leader interactional justice. Individuals’ collectivistic cultural orientation played a moderating role in the relationship between LMX ratings and leadership perceptions.
Janelle R. Enns, University of Lethbridge
Mahfooz A. Ansari, University of Lethbridge
Sharmila Jayasingam, University of Malaya
Submitter: Janelle Enns, janelle.enns@uleth.ca
148-6 The Role of the Self in the Leadership Categorization Process
This study was conducted to examine the role of one’s self-perceptions of leadership in predicting both leadership prototypes and leadership perceptions of others. The results demonstrated that leadership prototypes mediated the relationship between self-perceptions of leadership abilities and ratings of leadership characteristics of target actors.
Roseanne J. Foti, Virginia Tech
Victoria Robson, Virginia Tech
Submitter: Roseanne Foti, rfoti@vt.edu
148-7 Examining the Relationship Between Leader Type and Intercountry Disputes
The global influence that the world’s heads of state have is significant. To better understand this influence, their leader type (charismatic, ideological, or pragmatic) and their orientation (personalized or socialized) were evaluated as predictors of engagement in intercountry disputes and alliance formation.
Tamara Friedrich, University of Oklahoma
Sam T. Hunter, Pennsylvania State University
Katrina E. Bedell Avers, Federal Aviation Administration
Dawn L. Eubanks, University of Bath
Amanda Shipman, University of Oklahoma
Shane Connelly, University of Oklahoma
Michael D. Mumford, University of Oklahoma
Submitter: Tamara Friedrich, tfriedrich@psychology.ou.edu
148-8 The Influence of Supervisors on Employee Perceptions of Organizational Support
This paper examines leader influence on follower POS. Follower perceptions of supervisor transformational leadership were significantly related to follower POS, whereas leader POS was negatively related to follower POS. Further, the interaction of leader POS with follower perceptions of transformational leadership explained significant variance in follower POS.
Russell Guay, University of Iowa
Amy Colbert, University of Iowa
Submitter: Russell Guay, rguay47564@aol.com
148-9 Shaping Ethicality Perceptions and Employee Outcomes With Leader Political Skill
Two studies were conducted to examine the impact of leader political skill on employee perceptions of ethical leadership. Results indicated that politically skilled leaders were perceived as more ethical than unskilled leaders and that these perceptions promoted organizational commitment and inhibited deviant employee behavior.
Paul Harvey, University of New Hampshire
Anne Buckless, University of New Hampshire
Anthony T. Pescosolido, University of New Hampshire
Kenneth J. Harris, Indiana University Southeast
K. Michele Kacmar, University of Alabama
Submitter: Paul Harvey, paul.harvey@unh.edu
148-10 The F-Word: The Follower Label, Work Attitudes, and Well-Being
Exploring what it means to be a “follower,” this experiment randomly assigned participants to a “follower,” “leader,” or “no label” condition. The follower label was associated with decreased intrinsic motivation, disinterest in performing extra-role behaviors, and depressed positive mood. Future avenues for research are discussed.
Colette Hoption, Queen’s University
Amy M. Christie, Queen’s University
Julian I. Barling, Queen’s University
Submitter: Colette Hoption, choption@business.queensu.ca
148-11 Leader–Member Exchange: Importance of Self-Identity Level Congruence
This study investigated the role of leader–member self-identity similarity in relationships between supervisors and subordinates. Results indicated that self-identity similarity, particularly on relational self-identity, was associated with higher quality relationships. Interactive effects of similarity on multiple self-identity levels were also explored. Implications and directions for future research are discussed.
Erin Jackson, University of South Florida
Russell E. Johnson, University of South Florida
Submitter: Erin Jackson, erinmjackson@gmail.com
148-12 Leadership Emergence: Contrasting Effects of Hard and Soft Influence Tactics
This study examined the effect of hierarchy and influence tactics in predicting leadership emergence in contemporary organizations. Field data from 140 employees in professional organizations demonstrated that hierarchy predicts leadership emergence with greater effect depending on the strength and intensity of influence tactics.
Alexander Mathew, Indian School of Business
Ajay Thomas Abraham, Indian School of Business
Submitter: Dishan Kamdar, dishan_kamdar@isb.edu
148-13 Leadership Self-Efficacy, Leadership Goals, and Intrateam Leadership
We examined leadership dispersed among members of athletic teams. Leadership self-efficacy and goals were examined. Stronger efficacy and leadership goal difficulty predicted self-evaluations and coach evaluations of leadership. Findings support applications of goal theory to intrateam leadership. Leadership self-efficacy and leadership goals as “framing” teammates’ leadership actions are discussed.
Thomas D. Kane, Missouri State University
Michael T. Davis, Western Carolina University
Jamie C. Alonzo, Missouri State University
Submitter: Thomas Kane, tomkane@missouristate.edu
148-14 Stereotype Threat and Women’s Perceptions of Leadership Self-Efficacy
Fear of confirming the stereotypes of others, or stereotype threat, can negatively impact women’s leadership self-efficacy. Self-esteem and investment in gender ideals were investigated as possible “buffers,” and results revealed a significant main effect for gender ideals. Participant characteristics emerged as a methodological concern in determining effects of stereotype threat.
Phillip Lipka, Clemson University
Mary Anne Taylor, Clemson University
Charlotte L. Powers, Clemson University
Submitter: Phillip Lipka, plipka@clemson.edu
148-15 Transformational Leadership Among Guild Members in Massively Multiplayer Online Games
Guild members from a massively multiplayer online game (MMO) completed a survey regarding their guild and real-life transformational leadership, as measured by self-report responses to the Multifactor Leadership Questionnaire (MLQ). Implications for leadership training and development and further research questions are discussed.
Timothy C. Lisk, Claremont Graduate University
Submitter: Timothy Lisk, timothy.lisk@cgu.edu
148-16 Applying Complexity Theory to Group Dynamics and Leadership
This study explores the extent to which the leadership behavioral repertoire of a manager determined their position in an organizational social network and consequentially affects which members of their managerial cohort with whom they interacted, because existing leadership literature upholds that interaction is fundamental to leadership effectiveness.
Imelda C. McCarthy, Aston Business School
Submitter: Imelda McCarthy, i.mccarthy@aston.ac.uk
148-17 A Longitudinal Examination of LMX, Ability, Differentiation, and Team Performance
Leader–member exchange (LMX) theory posits that good leaders form dyadic relationships with followers that differ in quality, and that differentiation positively affects team performance. This notion was tested using longitudinal data from 3 studies of small teams. Results show positive effects for differentiation on team performance at certain time periods.
Loren J. Naidoo, Baruch College, CUNY
Charles A. Scherbaum, Baruch College, CUNY
Harold W. Goldstein, Baruch College, CUNY
George B. Graen, University of Louisiana-Lafayette
Submitter: Loren Naidoo, Loren.Naidoo@Baruch.cuny.edu
148-18 Leader–Member Exchange Development During Leader Succession—Social Comparison Perspective
Utilizing social comparison theory (SCT), I proposed an innovative and comprehensive theoretical model in understanding the effect of prior leaders in the development of leader–member exchange (LMX) between new leaders and members, as well as leader effectiveness.
Mingzhu (Amy) Nie, Michigan State University
Submitter: Mingzhu (Amy) Nie, niemingz@msu.edu
148-19 Linking Leadership Style and Succession Planning Outcomes: A Socio-Analytic Approach
This study attempts to fill a void in the succession planning literature by examining several alternative models of the extent to which leadership style (consideration and initiating structure) relates directly to ratings of high potential and indirectly through mediators (getting along and getting ahead) derived from socioanalytic theory.
In-Sue Oh, University of Iowa
Bennett E. Postlethwaite, University of Iowa
Michael K. Mount, University of Iowa
Linda S. Zachar, Panera Bread of Iowa
Submitter: In-Sue Oh, in-sue-oh@uiowa.edu
148-20 The Effects of Leader Behavioral Integrity on Follower Creativity
This online experimental study examined the role that leader behavioral integrity plays in fostering follower creativity. Using partial least squares analysis, we found that leader behavioral integrity is related to a follower’s sense of psychological safety, which in turns helps followers think more creatively and engage in greater risk taking.
Michael Palanski, Purdue University Calumet
Gretchen Vogelgesang, SUNY-New Paltz
Submitter: Michael Palanski, mpalanski@calumet.purdue.edu
148-21 Relationship Quality: The Effect of Dyad Diversity Composition and Time
This study investigates the impact of demographic makeup of the leader–subordinate dyad and relationship length on LMX and trust. A total of 182 employees from a large telecommunications company participated in the analysis. Diversity and length of relationship both contributed to building and maintaining trusting relationships.
Yelena Polyashuk, Illinois Institute of Technology
Roya Ayman, Illinois Institute of Technology
Jennifer L. Roberts, Illinois Institute of Technology
Submitter: Yelena Polyashuk, yelena25@sbcglobal.net
148-22 Who’s Your Leader? Follower Personality and Leadership Style Preferences
Relationships between followers’ personality and their preferences for leadership styles was investigated. In a sample of 173 undergraduate students, Big Five traits gave rise to differential preferences in terms of charismatic, relationship-oriented or task-oriented leadership. Practical implications and limitations are discussed.
Daniel Winick, University of South Florida
Ozgun Burcu Rodopman, University of South Florida
Asli Goncu, University of South Florida
Thomas R. Gordon, University of South Florida
Russell E. Johnson, University of South Florida
Submitter: Ozgun Rodopman, orodopma@mail.usf.edu
148-23 Performance Outcomes of CEOs’ Culture-Building Actions Mediated by Entrepreneurial Culture
Does entrepreneurial culture, measured by entrepreneurial orientation (EO), consisting of innovation, proactivity, and risk taking, mediate the effects of CEOs’ culture-building actions on various measures of organizational performance? Results showed that risk taking was the most powerful mediator, innovation was also a significant mediator, and proactivity was not a mediator.
Marshall Sashkin, George Washington University
Ayman El Tarabishy, George Washington University
Submitter: Marshall Sashkin, sashkin@gwu.edu
148-24 Developing Vision Statements: Impact of Forecasting Extent, Resources, and Timeframe
This study examined how those facing a leadership problem use effective forecasting to articulate a viable vision. Effective forecasting may be a result of specific considerations surrounding the problem scenario. Results revealed that forecasting strength was related to vision strength and focusing on certain issues can improve forecasting.
Amanda Shipman, University of Oklahoma
Cristina L. Byrne, University of Oklahoma
Michael D. Mumford, University of Oklahoma
Submitter: Amanda Shipman, ashipman@psychology.ou.edu
148-25 eLeadership and Social Internet Experience on Integrative Virtual Team Tasks
This study investigates the influences of a participative style of leadership and experience socializing through computer-mediated communications on an integrative task in teams where team members had more task knowledge than the leader. Results found significant interactions between participative leadership and online experience on virtual team outcomes.
Melissa Staniewicz, University of Tennessee, Knoxville
Harold W. Goldstein, Baruch College, CUNY
Joan R. Rentsch, University of Tennessee, Knoxville
Submitter: Melissa Staniewicz, mzullo@utk.edu
148-26 How LMX Shapes Creative and Noncreative Performance
Results of this field study suggest high LMX employees believe their supervisors hold both creative and conscientious role appraisals for them and that such perceptions lead to corresponding performance. A significant interaction suggests focal performances are highest when the corresponding role appraisal is strong and contrasting role appraisal is weak.
Pamela Tierney, Portland State University
Steven M. Farmer, Wichita State University
Submitter: Pamela Tierney, pamt@sba.pdx.edu
148-27 Linking Transformational Leadership and Team Performance: A Conflict Management Approach
Data were collected from 3 sources in a longitudinal manner from 108 teams in China. Analysis suggests that transformational leadership affects team adoption of cooperative conflict management that lead to team effectiveness and then team performance. Results suggest that team developing cooperative conflict management contributes to effective transformational leadership.
Xinan Zhang, Shanghai Jiao Tong University
Cao Qing, University of Connecticut
Dean W. Tjosvold, Lingnan University, Hong Kong
Submitter: Dean Tjosvold, tjosvold@ln.edu.hk
148-28 Trait and Behavioral Theories of Leadership: A Meta-Analysis
This article uses meta-analytic techniques to examine the relative validity of trait and behavioral theories of leadership. Results indicate that behaviors explain more variance in leadership effectiveness than traits but suggest that a more integrative model where leader behaviors mediate the relationship between leader traits and effectiveness is warranted.
Daniel S. Derue, University of Michigan
Jennifer D. Nahrgang, Michigan State University
Ned M. Wellman, University of Michigan
Stephen E. Humphrey, Pennsylvania State University
Submitter: Ned Wellman, ewellman@umich.edu
148-29 LMX as a Mediator Between Abusive Leadership and Work Behaviors
We investigated the relationship between abusive leadership and employees’ work behaviors (task performance, OCBO, and OCBI) through its impact on leader–member exchange relationship (LMX). Using data collected from 366 supervisor–subordinate dyads, we found that LMX fully mediated the negative effects of abusive leadership on subordinates’ task performance, OCBO, and OCBI.
Erica H. H. Xu, The Hong Kong Polytechnic University
Catherine Lam, The Hong Kong Polytechnic University
Xu Huang, The Hong Kong Polytechnic University
Submitter: Erica Xu, 06900770r@polyu.edu.hk
148-30 Do “In-Agreement” Leaders Have Better Organizational Performance? A Mediation Test
This study examined the role of organizational contextual variables based on the service-profit chain in linking leaders’ multisource feedback rating congruence to organizational performance. Polynomial regression results showed that, in almost all cases, employee and customer opinions fully mediated the relationship between 3-dimensional feedback rating congruence and organizational performance.
Matthew S. Kleinman, New York Life Insurance Company
W. Warner Burke, Teachers College, Columbia University
Submitter: Matthew Kleinman, msk2115@columbia.edu
148-31 Are Leaders Self-Deceptive? Evidence From a College Sample
This study investigated self-deception as a predictor variable for leadership roles. Assessments were completed for self- and other deception, as well as for group membership and leadership roles. Zero-order correlations and hierarchical regression models assessed the relationship and predictive value of self-deception for leadership.
Gregory W. Stevens, Auburn University
Caroline F. Keating, Colgate University
Submitter: Gregory Stevens, gws0002@auburn.edu
148-32 Managing the Work–Family Divide: LMX and Flexible Work Arrangements
This investigation explores how organizations and employees can minimize existing tension between work and home and leverage the benefits stemming from positive spillover. With a sample of 152 employees, it was found that leader–member exchange, social skill, and flexible work arrangements influenced work–family conflict and work–family enrichment.
Altovise Rogers, University of Houston
Evan L. Weinberger, University of Houston
Submitter: Altovise Rogers, amrogers@mail.uh.edu
149. Interactive Posters: 11:30 AM–12:20 PM
Napoleon D1-D2
Neglecting Family Effectively: Achieving a Work/More Work Balance
Jesse Michel, Florida International University, Facilitator
149-1 Effects of Work–Family Guilt on Pro- and Antisocial Work Behaviors
This paper explores the behavioral outcomes of guilt in the work–family domain. Results provide support for the hypotheses that FIW guilt is associated with pro-social behaviors when employees are satisfied with their jobs and that WIF guilt can lead to antisocial behaviors when individuals intend to leave their jobs.
Whitney E. Botsford, EASI Consult
Eden B. King, George Mason University
Jennifer M. Demarais, Army Research Institute
Cordelia Maguire, George Mason University
Submitter: Whitney Botsford, wbotsfor@gmu.edu
149-2 A Qualitative Analysis of Strategies for Coping with Work–Family Stressors
This paper heeds the call by researchers to further investigate the coping strategies individuals use to manage work and family stressors using a qualitative study design. The coping strategies identified were categorized into 2 broad factors: internally focused and externally focused coping strategies. Specific strategies and general themes are discussed.
Malissa A. Clark, Wayne State University
Anne C. Bal, Wayne State University
Ludmila Zhdanova, Wayne State University
Boris B. Baltes, Wayne State University
Submitter: Malissa Clark, malissa@wayne.edu
149-3 The Relationship Between Work–Family Culture, Work–Family Interference, and Well-Being
This study examined whether work–family interference functions as mediator in the link between work–family culture and well-being, hereby distinguishing between a negative, energy depleting process and a positive, motivation generating process. Results clearly demonstrate the crucial role of supportive work–family cultures in preventing burnout and enhancing work engagement.
Maria Peeters, Utrecht University
Wietske de Regt, Utrecht University
Cobi Wattez, Institute for Work & Stress
Evangelia Demerouti, Utrecht University
Submitter: Jan de Jonge, j.d.jonge@tue.nl
149-4 Interactive Effects of Community Embeddedness and Work–Life Permeability on Stress
The purpose of this study is to investigate the relationship between off-the-job embeddedness, workplace stress, and boundary management strategy. Results showed a positive relationship between off-the-job embeddedness and stress associated with work demands but also revealed that a boundary management strategy favoring integration weakened the relationship.
Andrew T. Hinrichs, Texas A&M University
Wendy R. Boswell, Texas A&M University
Ryan D. Zimmerman, Texas A&M University
Brian W. Swider, Texas A&M University
Submitter: Andrew Hinrichs, ahinrichs@mays.tamu.edu
150. Symposium/Forum: 11:30 AM–1:00 PM
Nottaway
Personality and Within-Individual Relationships: New Research Findings and Directions
This symposium examines personality and within-individual processes at work. Using experience-sampling methods, the 4 studies address unique topics in the study of personality, including construct validity issues in within-individual personality variation, antecedents and boundary conditions of that within-individual variation, and the influence of managers’ personalities on employees.
Brent A. Scott, Michigan State University, Chair
Eric D. Heggestad, University of North Carolina Charlotte, Heather Gordon, University of North Carolina Charlotte, Charlie L. Reeve, University of North Carolina Charlotte, Do Contextualized Personality Measures Predict Personality in Context?
Daniel Heller, Tel Aviv University, Noam Weinblatt, Tel Aviv University, A Within-Individual Examination of Work and Family Role-Based Personalities
Jason L. Huang, Michigan State University, Ann Marie Ryan, Michigan State University, Examining Personality States and Situations in Customer Service Jobs
Brent A. Scott, Michigan State University, Jason A. Colquitt, University of Florida, Layne Paddock, Columbia University, Timothy A. Judge, University of Florida, The Role of Manager Empathy on Employees’ Daily Well-Being
Murray R. Barrick, Texas A&M University, Discussant
Submitter: Brent Scott, scott@bus.msu.edu
151. Roundtable Discussion/Conversation Hour: 11:30 AM–1:00 PM
Oak Alley
Talent Management and Enterprise Software: Round 2
At SIOP 2008 we conducted this session, and audience members stated they absolutely wanted to have a deeper discussion at SIOP 2009. Three experts in the fields of enterprise software and talent management solutions will facilitate a discussion about the blending of I-O content and processes with enterprise software.
Nathan J. Mondragon, Taleo, Host
Tobin V. Anselmi, Creative Metrics, Inc., Host
Lisa Kobe Cross, Taleo, Host
Submitter: Nathan Mondragon, nmondragon@taleo.com