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Friday AM

104. Symposium/Forum: 8:00 AM–9:50 AM  
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  

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  
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  

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  

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  

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  

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  

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  

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  

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  

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  

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


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  

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  

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  

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  

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  

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