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Friday PM

152. Special Events: 12:00 PM–1:20 PM  

Insights on Teams at Work: Lessons From Collaborative Work on Team Development and Effectiveness

The goal of this session is to expose SIOP conference participants to a synergistic science–practice collaboration involving a top researcher and a top practitioner. John Mathieu of the University of Connecticut and Scott Tannenbaum of the Group for Organizational Effectiveness will highlight their collaboration on team development and effectiveness.

Linda R. Shanock, University of North Carolina at Charlotte, Chair

Scott I. Tannenbaum, Group for Organizational Effectiveness, Presenter

John E. Mathieu, University of Connecticut, Presenter

Submitter: Shanock Linda, shanock@gmail.com

153. Panel Discussion: 12:00 PM–12:50 PM  

Maximizing Learning From Your Graduate Internship: Lessons From the Trenches

Graduate students can strongly embrace the scientist–practitioner model (McIntire, 1990) through completing applied internships. This panel investigates applied internships from the point of view of students completing them, across a variety of firms where I-O psychologists are employed. Topics include effective integration, seeking projects to grow skills, and ensuring effective performance/feedback.

Tasha L. Eurich, CH2M HILL, Chair

Rachel M. Johnson, Sun Microsystems, Inc., Panelist

Lara Summers, Legacy Alliance, Panelist

Anne M. Hansen, Colorado State University, Panelist

Martin Lanik, Colorado State University, Panelist

Submitter: Tasha Eurich, tasha.eurich@ch2m.com

154. Community of Interest: 12:00 PM–1:20 PM  
Gallier AB

Test Development & Validation

P. Richard Jeanneret, Valtera, Host

John F. Binning, The DeGarmo Group, Inc., Host

155. Symposium/Forum: 12:00 PM–1:20 PM  
Grand Ballroom D

Onboarding Leaders: An Integrated Review, Best Practices, and New Research

Onboarding programs are increasingly used to combat rising failure rates among new executives, yet low success rates are common. This session presents a strategic framework for onboarding, a case study of best practices, and field research contrasting the experience of internally promoted versus externally hired executives new to the role.

Jeffrey L. Herman, George Mason University, Co-Chair

Catherine L. Murensky, Booz Allen Hamilton, Co-Chair

David A. Dye, Booz Allen Hamilton, Jennifer Anderson, Booz Allen Hamilton, Leslie Ann Pearson, Partnership for Public Service, Elizabeth A. Conjar, George Mason University, Lisa Gulick, George Mason University, Onboarding: An Integrative Review of Research and Best Practice

Catherine L. Murensky, Booz Allen Hamilton, Leadership Onboarding at Booz Allen Hamilton

Cory Adis, George Mason University, Jeffrey L. Herman, George Mason University, Stephen J. Zaccaro, George Mason University, Catherine L. Murensky, Booz Allen Hamilton, Jean Leslie, Center for Creative Leadership, Executive Onboarding: Differences in Perceptions of Insiders and Outsiders

Cynthia Emrich, Duke Corporate Education, Discussant

Submitter: Jeffrey Herman, jherman@alumni.duke.edu

156. Symposium/Forum: 12:00 PM–1:20 PM  
Grand Ballroom E

“Working” Through Environmental Issues: The Role of the I-O Psychologist

Environmental issues are a great concern in mainstream society yet are largely ignored in I-O psychology research and practice.This symposium will include 3 presentations highlighting the potential contribution of I-O psychology to sustainability issues in the workplace by discussing who we are, what we practice, and what we research.

Ann H. Huffman, Northern Arizona University, Chair

Kristen M. Watrous, Texas A&M University, Ann H. Huffman, Northern Arizona University, Jaime B. Henning, Eastern Kentucky University, Julia L. Berry, Northern Arizona University, Our Workplace–Our World: I-O Psychology and Sustainability

Connie R. Wanberg, University of Minnesota, Jessica Ly Saltz, PepsiCo, Allan H. Church, PepsiCo, The Greening of Organizations and Our Economy

Elise L. Amel, University of St. Thomas, Christie M. Manning, Macalester College, Britain A. Scott, University of St. Thomas, Employee Perceptions and Organizational Opportunities on the Path to Green

Paul M. Muchinsky, University of North Carolina-Greensboro, Discussant

Submitter: Ann Huffman, ann.huffman@nau.edu

157. Friday Seminar: 12:00 PM–2:50 PM  
Grand Chenier

Making HR Measurement Strategic

Friday Seminars require advance registration as well as an additional fee!
(3 hrs. CE credit for attending.)

This seminar will focus on HR investments with a rich history of data-based research, including staffing, training, workplace health, employee attitudes, and turnover. We will emphasize the logic that links specific HR programs, employee behaviors, and operational and financial outcomes, and demonstrate software that facilitates the calculation of costs and benefits in several topical areas.

Wayne F. Cascio, University of Colorado, Presenter

John W. Boudreau, University of Southern California, Presenter

Christopher C. Rosen, University of Arkansas, Coordinator

158. Friday Seminar: 12:00 PM–2:50 PM  
Grand Couteau

Illustrating Social Network Analysis’s Potential for I-O: Workplace Interpersonal Affect

Friday Seminars require advance registration as well as an additional fee!
(3 hrs. CE credit for attending.)

Conceptualizing organizations and industries as a set of interrelating nodes (e.g., individuals, groups, departments, organizations) has generated a great deal of research excitement and established social networks as one of the premier research perspectives in the field of management. This seminar will discuss how to adapt social network analysis to study I-O and OB topics.

Jonathan Johnson, University of Arkansas, Presenter

Giuseppe (Joe) Labianca, University of Kentucky’s LINKS Network Research Center, Presenter

Hock-Peng Sin, Michigan State University, Coordinator

159. Symposium/Forum: 12:00 PM–1:20 PM  

Using Both Qualitative and Quantitative Approaches to Study Job Stress in China

By applying Western-developed quantitative measures to study job stress in China, important nation-specific job stressors may be ignored. Alternatively, qualitative data could provide more in-depth descriptions about what exactly would lead to stress in Chinese workplaces. In this symposium, researchers examine Chinese employees’ job stress using both qualitative and quantitative approaches.

LeeAnn Y. Liu, Renmin University of China, Chair

Cong Liu, Hofstra University, Co-Chair

Jia Lin Xie, University of Toronto, Chinese Executives’ Job Stress Experience

Jianmin Sun, Renmin University of China, Tao Yang, Renmin University of China, Work Stressor Scale for Managers in Chinese Organizations

Cong Liu, Hofstra University, LeeAnn Y. Liu, Renmin University of China, Job Stress and Job Performance Among Chinese Government Personnel

Liu-Qin Yang, University of South Florida, Paul E. Spector, University of South Florida, Xichao Zhang, Beijing Normal University, Xuanhui Lin, Beijing Normal University, Stress Among Chinese Service Workers: The Role of Workplace Incivility

Donald D. Davis, Old Dominion University, Discussant

Submitter: Cong Liu, cong.liu@hofstra.edu

160. Panel Discussion: 12:00 PM–12:50 PM  
Rhythms 1

Industry Spotlight: Applying I-O to Healthcare

This “industry spotlight” examines the critical role I-O psychology is playing in the healthcare industry. A diverse panel of I-O psychologists will discuss their current work in healthcare, challenges faced, and future needs. Applications of core I-O topics will be examined including training, personnel selection, organizational citizenship, and job satisfaction.

Andrea Amodeo, American Institutes for Research, Co-Chair

Nora P. Reilly, Radford University, Co-Chair

David P. Baker, Carilion Clinic, Panelist

Scott H. Oppler, Association of American Medical Colleges, Panelist

Sean Robson, Radford University, Panelist

David D. Rowlee, Morehead Associates, Panelist

Submitter: Andrea Amodeo, aamodeo@air.org

161. Symposium/Forum: 12:00 PM–1:50 PM  
Rhythms 2

Evidence-Based Diversity Management: Strategies for Managing Diverse Organizations

Increasing workforce diversity has prompted attention to the question of how organizations can manage individuals from diverse backgrounds. Extending the largely theoretical extant literature, the papers in this session test the efficacy of recruitment, climate, training, and personal strategies for managing diversity, thereby providing empirical evidence regarding diversity management programs.

Eden B. King, George Mason University, Co-Chair

Derek R. Avery, University of Houston, Co-Chair

Derek R. Avery, University of Houston, Sabrina Volpone, University of Houston, Patrick F. McKay, Rutgers University, The Impact of Mixed Messages on Diversity Recruitment

Eden B. King, George Mason University, Jeremy F. Dawson, Aston University, David A. Kravitz, George Mason University, Lisa Gulick, Booz Allen Hamilton, Does Diversity Training Reduce Discrimination? A Longitudinal, Multilevel Study

Jennifer Wessel, Michigan State University, Ann Marie Ryan, Michigan State University, Climate Perceptions: The Role of Exclusion, Incivility, and Organizational Support

Kathy Stewart, Gallup, Katherine Elder, Federal Management Partners (FMP), Eden B. King, George Mason University, Ashley B. Agerter, George Mason University, Gia Dirosa, George Mason University, Chad Peddie, George Mason University, Anna K. Winters, Consortium Research Fellows Program (CRFP), Assumptions of Preferential Selection: The Role of Diversity Climate

Sarah L. B. Singletary, Rice University, Michelle (Mikki) Hebl, Rice University, Use of Individual Compensation Strategies: The Impact of Group Membership

Submitter: Eden King, eking6@gmu.edu

162. Symposium/Forum: 12:00 PM–12:50 PM  
Rhythms 3

Leveraging Telework Sustainability: Examining the Impact of Program Characteristics

Telework is lauded as a “win–win” for employers and organizations. Although research documents the positive outcomes of telework, it provides limited insight into how they can be leveraged. This symposium extends the extant research and provides practical suggestions to increase telework ROI through worker attitudes.

Nancy DeLay, Kenexa, Chair

Valerie J. Morganson, Old Dominion University, Co-Chair

Timothy Golden, Rensselaer Polytechnic Institute, Allan Fromen, Reuters, Does Location Really Matter? Understanding Attitudes Across the Teleworking Spectrum

Lisa M. Germano, Kenexa Corporation, Nancy DeLay, Kenexa, Impact of Telework Arrangement on Engagement, Work–Family Conflict, and LMX

Valerie J. Morganson, Old Dominion University, Debra A. Major, Old Dominion University, Jennifer M. Verive, White Rabbit Virtual, Inc., Exploring the Affective Outcomes Telework Program Formality

Submitter: Valerie Morganson, Vmorgans@odu.edu

163. Symposium/Forum: 12:00 PM–1:20 PM  

Leadership and Culture: Relationships Across Individual, Organizational, and Societal Levels

Although culture has been found to influence leadership and other outcomes, many key questions have yet to be answered. This symposium examines the impact of culture at the individual, organizational, and national levels of analysis on individual behaviors including performance and leader actions towards employees.

Frederick P. Morgeson, Michigan State University, Co-Chair

Payal N. Sharma, University of Maryland, Co-Chair

Payal N. Sharma, University of Maryland, Gilad Chen, University of Maryland, Debra L. Shapiro, University of Maryland, Jiing-Lih Farh, Hong Kong University of Science and Technology, Roles of Follower and Leader Cultural Values in Empowering Leadership

Fred Walumbwa, Arizona State University, Suzanne J. Peterson, Arizona State University, Bruce J. Avolio, University of Washington, Chad A. Hartnell, Arizona State University, Positive Leadership and Organizational Culture in Police Organizations

Ashley Fulmer, University of Maryland, Paul J. Hanges, University of Maryland, Peter W. Dorfman, New Mexico State University, Jon P. Howell, New Mexico State University, The Importance of CEO Emotional Intelligence: Environmental Contingencies Matter

William A. Gentry, Center for Creative Leadership, Frederick P. Morgeson, Michigan State University, Jillian L. Hmurovic, Michigan State University, How the Cultural Context Shapes Leader Behavior and Performance

John Schaubroeck, Michigan State University, Discussant

Submitter: Payal Sharma, pnsharma@rhsmith.umd.edu

164. Panel Discussion: 12:30 PM–1:50 PM  
Grand Ballroom A

Tale of Two Towers: Increasing Ivory- and Corporate-Tower Collaboration

Representatives from an I-O program, a business school, external consulting, internal consulting, and a government contractor discuss challenges they encounter when collaborating across the academic–industry divide and provide recommendations to their counterparts on how to increase collaboration and partnership in the area of personnel selection.

Lilly Lin, Development Dimensions International, Co-Chair

Michael J. Zickar, Bowling Green State University, Co-Chair

Scott Erker, Development Dimensions International, Panelist

Monica A. Hemingway, Starwood Hotels & Resorts, Panelist

Patrick Gavan O’Shea, HumRRO, Panelist

Chad H. Van Iddekinge, Florida State University, Panelist

Submitter: Lilly Lin, lilly.lin@ddiworld.com

165. Panel Discussion: 12:30 PM–1:20 PM  
Grand Ballroom B

Sisterhood of the Traveling Careers: I-O Women Psychologists’ Successful Transitions

This forum presents the experiences and insights of 5 female I-O psychologists who managed successful career transitions involving a change in their role as psychologists. They discuss why they changed careers, the factors that enabled them to do so, and how they were able to overcome barriers.

Lorraine C. Stomski, Aon Consulting, Chair

Katherine L. Bittner, Bittner and Associates, LLC, Panelist

Karen S. Lyness, Baruch College, CUNY, Panelist

Lise M. Saari, IBM, Panelist

Nancy T. Tippins, Valtera, Panelist

Anna Marie Valerio, Executive Leadership Strategies, LLC, Panelist

Submitter: Katherine Bittner, kbittner@bittnerandassociates.com

166. Posters: 12:30 PM–1:20 PM  
Napoleon ABC

Judgment/Decision Making/Training

166-1 Influence of Emotions on Judgment and Decision Making: A Meta-Analysis

Recent studies have revealed the importance of examining the influence of discrete emotions on judgment and decision-making outcomes. The purpose of this study is to review research examining this relationship using meta-analysis. Results show that emotions have very small effects with differences seen within moderators.

Amanda D. Angie, University of Oklahoma

Ethan P. Waples, Louisiana State University-Shreveport

Vykinta Kligyte, Development Dimensions International

Shane Connelly, University of Oklahoma

Submitter: Amanda Angie, aangie@ou.edu

166-2 He Said She Said: Do Rumors Affect Hiring Decisions?

This study investigated rumor transmission within a managerial chain and whether rumored and non-rumored information influence decisions differently. Results indicated that rumors are transmitted similarly within hypothetical managerial chains as in other situations. Results also showed that respondents do not differentiate between rumored and nonrumored information when making hiring decisions.

Dev K. Dalal, Bowling Green State University

Submitter: Dev Dalal, ddalal@bgsu.edu

166-3 The Development and Validation of a Decision Style Scale

The purpose of this research was to develop a decision style scale that overcomes problems with current measures. To stimulate future empirical research, we offer evidence regarding the dimensionality, internal consistency, convergent and discriminant validity, as well as test–retest reliability of the new decision style scale across 3 independent samples.

Susan Mohammed, Pennsylvania State University

Katherine Hamilton, Pennsylvania State University

Submitter: Katherine Hamilton, klh365@psu.edu

166-4 A Mediated Model of Project Completion Stage and Decision-Making Experience

This study extends research on the escalation of commitment phenomenon by examining decision makers’ attention to pertinent information cues regarding ongoing commitments to failing courses of action. Results indicated that attention to relevant information cues mediates the effect of decision-making experience and project completion stage on continuance judgments.

Paul Harvey, University of New Hampshire

Lisa M. Victoravich, University of Denver

Submitter: Paul Harvey, paul.harvey@unh.edu

166-5 Change of Regulatory Focus During Escalation of Commitment

This study proposes a motivational interpretation of escalating commitment. Results of an experimental study on investment decisions after repeated negative feedback point out that, during escalation of commitment, regulatory focus changes from promotion to prevention focus.

Roman Soucek, University of Erlangen-Nuremberg

Klaus Moser, University of Erlangen-Nuremberg

Submitter: Klaus Moser, Klaus.Moser@wiso.uni-erlangen.de

166-6 Understanding Value Development: Intervening Role of Self-Concept and Identity

This paper proposes a theoretical framework that defines social structure and context as antecedents to value development. By applying identity and social identity theory it answers why this relationship exists. How the antecedents affect values is answered by underlying processes like socialization, determination of salience, and social interaction.

Garima Sharma, Case Western Reserve University

Submitter: Garima Sharma, garima.sharma.11@gmail.com

166-7 Selection of Raters (Really) Matters When Modeling Multitrait-Multirater Data

When modeling multitrait–multirater data, researchers often randomly select from the raters that rated each ratee for purposes of fitting their models. We show that the selection of raters for each ratee can lead to striking differences in a range of modeling outcomes (e.g., model fit, parameter estimates, and model selection).

Dan J. Putka, HumRRO

Charles E. Lance, University of Georgia

Huy Le, University of Central Florida

Rodney A. McCloy, HumRRO

Submitter: Dan Putka, dputka@humrro.org

166-8 Motivation and Training Transfer: The Role of Person–Situation Variables

The authors explored the joint effects of individual and contextual factors on motivation to learn. In addition, they examined the mediating effect of motivation to learn on the relationship between individual characteristics and contextual factors with training transfer intentions. Results revealed partial mediation and significant interactive effects.

Ari A. Malka, University of Houston

Emily David, University of Houston

Christiane Spitzmueller, University of Frankfurt/University of Houston

Hung Hoang, University of Houston

Cristina Rubino, University of Houston

Alex Milam, University of Houston

Submitter: Ari Malka, malka.ari@gmail.com

166-9 Can We Train Interviewers to be Good Judges of Personality?

We evaluated a training protocol designed to increase interviewers’ knowledge of personality-related cues and improve the accuracy of their personality ratings. The trained group was more accurate than the control group for 2/3 of the rated traits. These findings contribute to understanding the processes involved in rating accuracy.

Deborah M. Powell, Saint Mary’s University

Richard D. Goffin, University of Western Ontario

Submitter: Deborah Powell, dpowell@uoguelph.ca

166-10 Linking Qualitative and Quantitative Affective Reactions to Training

This study investigated whether employees who provided negative feedback about their training experiences when answering an open-ended question about training reported quantitatively less positive reactions to training than those who did not respond to the open-ended question negatively. The former group actually reported more positive reactions and greater implementation satisfaction.

Jared A. LeDoux, Louisiana State University

Tracey E. Rizzuto, Louisiana State University

Submitter: Jared LeDoux, jledou5@lsu.edu

166-11 Evidence-Based Management in the Forensic Science Laboratory

We demonstrate a science–practice partnership in response to increased demand for better, quicker, cheaper forensic science intellectual capital. We define performance measures as cost-benefit and cost-effectiveness measures at multiple levels of analysis for crime laboratories, critical to assess the overall impact of forensic science to crime investigation and society.

Wendy S. Becker, Shippensburg University

W. Mark Dale, University at Albany

Submitter: Wendy Becker, wbecker@siop.org

166-12 An Investigation of How Interview Training Programs Influence Interview Performance

We assessed the relative effectiveness of various components of interview training programs and found that the addition of counselor feedback was related to lower levels of communication anxiety. Furthermore, we found that the use of impression management tactics mediated the relation between interviewee communication anxiety and ratings of interview performance.

Kate Williams, Clemson University

Patrick H. Raymark, Clemson University

Submitter: Patrick Raymark, praymar@clemson.edu

166-13 Who Is the Trainer? Effects of Trainer Characteristics on Transfer

This study explores the role that the trainer has in the transfer of training content. Research exploring learning and transfer of training content has primarily focused on understanding the training design or the technology for training delivery with very little emphasis on the trainer. This study addresses that gap.

Jessica F. Angelos, Walgreens

Isabel C. Botero, Illinois State University

Submitter: Isabel Botero, ibotero@ilstu.edu

166-14 Training Supervisors to Support Transfer of Training

Supervisors were trained in how to enhance transfer climate. It was found that supervisors did enhance transfer climate but did not directly affect transfer of training. Self-efficacy mediated the relationship between climate and transfer. Enhancing transfer climate was necessary but not sufficient for transfer of training to occur.

Fiona Sookhai, York University

Marie-Helene Budworth, York University

Submitter: Marie-Helene Budworth, budworth@yorku.ca

166-15 SJTs Used as Training Content: Validation With a Field Sample

Training was created using situational judgment test items as the content. The training was delivered to a museum’s staff in an interactive manner. In addition to increases in job knowledge, employees demonstrated transfer of training to the job as measured by supervisor and customer ratings before and after training.

Amy Crook, Rice University

Harrison J. Kell, Rice University

Cody B. Cox, Rice University

Margaret E. Beier, Rice University

Submitter: Amy Crook, crook@rice.edu

166-16 Meta-Analysis of the Effects of Team Training

A meta-analysis was conducted to determine the relationship between team training and team effectiveness. Results from the 21 studies provided evidence that training is positively related to overall team effectiveness and effectiveness in 5 outcome categories (affective, cognitive, subjective task-based skill, objective task-based skill, and teamwork skill).

Lisa Delise, University of Tennessee

C. Allen Gorman, Angelo State University

Abby M. Brooks, Georgia Southern University

Joan R. Rentsch, University of Tennessee

Debra Steele-Johnson, Wright State University

Submitter: Lisa Delise, ldelise@utk.edu

166-17 The Effect of Experiential Variety and Metacognition on Adaptive Performance

This study tests the moderating effect of experiential variety on the relationship between metacognition and adaptive performance. As hypothesized, individuals high in metacognitive skill demonstrated significantly lower performance in an adaptive situation when there was also a high variability in learning exercises. This effect is attributed to cognitive overload.

Gia Dirosa, George Mason University

Johnathan Nelson, George Mason University

Lisa Gulick, Booz Allen Hamilton

Elizabeth A. Conjar, George Mason University

Stephen J. Zaccaro, George Mason University

Submitter: Gia DiRosa, gdirosa@gmu.edu

166-18 Identifying Interventions for Hostile Environment Sexual Harassment Training

This study used the theory of planned behavior (TPB) to target interventions for sexual harassment training. This study identified several interventions to target in employer training programs. This finding is beneficial to organizations as they design and implement training programs that will reduce and hopefully eliminate workplace sexual harassment.

Pamela J. Foster, Kansas State University

Submitter: Pamela Foster, pwilkie@ksu.edu

166-19 Training HR Managers to Handle Harassment Complaints: Context Matters

We examined the effects of managerial support for training and harassment climate on knowledge and behavior changes of HR professionals who attended training on conducting internal investigations. Both predictors affected knowledge change immediately after training; harassment climate affected behavior changes both immediately and 6 months after training.

Caren Goldberg, American University

Elissa L. Perry, Teachers College, Columbia University

Submitter: Caren Goldberg, careng@american.edu

166-20 Using Competency Models to Increase Employees’ Organizational Attitudes

Drawing on insights from practitioner literature on competency models, this paper explores the potential of competency-based programs for improving training and development systems. Benefits of a competency-based training program and the steps organizations can take to increase the likelihood of successful implementation are discussed.

Russell Guay, University of Iowa

Submitter: Russell Guay, rguay47564@aol.com

166-21 Future Directions in Error-Management Training Research

Research on error-management training (EMT) has identified underlying mechanisms and boundary conditions. We advance 2 perspectives to further understanding of EMT effects on performance. Cognitive appraisals can account for the stressful aspects of training under error-based learning, and situation strength can clarify the inconsistency found in the personality–training type interaction.

Zach Kalinoski, Wright State University

Debra Steele-Johnson, Wright State University

Julie Steinke, Wright State University

Submitter: Zach Kalinoski, kalinoski.2@wright.edu

166-22 Quasi-Experimentation Masks the Differences Between Web-Based and Traditional Training

A recent meta-analysis on posttraining outcomes by Sitzmann et al. (2006) suggests that Web-based training may be superior to classroom training when the training is designed with certain characteristics. However, a replication of this meta-analysis taking pretraining differences into account casts doubt onto this interpretation.

Richard N. Landers, University of Minnesota

Submitter: Richard Landers, rlanders@umn.edu

166-23 The Effects of Cognitive Appraisals in a Training Context

We examined the role of cognitive appraisals in ability and complexity effects. Results indicated that cognitive appraisals accounted for unique variance in motivation (i.e., self-efficacy) after controlling for ability and task complexity, highlighting the important influence of individuals’ assessments of resources and demands on subsequent motivation, performance, and satisfaction.

Keith A. Leas, Wright State University

Debra Steele-Johnson, Wright State University

Zach Kalinoski, Wright State University

Submitter: Keith Leas, leas.3@wright.edu

166-24 Need for Cognition and Complex Skill Training: An Attribute–Treatment Interaction

This study investigated the relationship between need for cognition and training condition in predicting training outcomes. Training outcomes measured included skill acquisition, declarative knowledge, knowledge structure, and trainee reactions, all in the context of training a complex skill. Results indicated attribute-treatment interactions for need for cognition and training condition.

Lauren E. McEntire, Kenexa

Xiaoqian Wang, University of Oklahoma

Eric A. Day, University of Oklahoma

Vanessa K. Kowollik, University of Oklahoma

Paul R. Boatman, Development Dimensions International

Matthew J. Schuelke, University of Oklahoma

Submitter: Lauren McEntire, lemcentire@yahoo.com

166-25 Leader Is for Leniency, Subordinate for Self-Enhancement? Overestimating Training Transfer

Based on data from trainees and mangers in 1 work organization, this study indicates that both self and manager ratings of employee transfer 6 to 12 weeks after attending training are overestimated. Individual differences and skill visibility influence levels of overestimation.

Dan S. Chiaburu, Pennsylvania State University

Christian Thoroughgood, Pennsylvania State University

Katina Sawyer, Pennsylvannia State University

Submitter: Katina Sawyer, katina.sawyer@gmail.com

166-26 The Effects of Cross Training Teams: A Meta-Analytic Path Model

The science of teams, training theory, and meta-analytic evidence were leveraged to meta-analytically test a path model of the effects of team cross training. Findings support the model. Cross training imparts shared cognitive states that are leveraged by collectives to enact teamwork processes that over time yield team performance outcomes.

Kevin C. Stagl, CHI Systems, Inc.

Cameron Klein, University of Central Florida

Patrick J. Rosopa, Clemson University

Deborah DiazGranados, University of Central Florida

Eduardo Salas, University of Central Florida

C. Shawn Burke, University of Central Florida

Submitter: Kevin C. Stagl, kevinstagl@hotmail.com

166-27 The Physiological Influence of Self-Efficacy During Monitored Web-Based Training

This study examined the role of self-efficacy during monitored, online training. Ninety-five e-learners completed a challenging Web-based software training program. As hypothesized, lower pretraining learning self-efficacy predicted higher levels of in-training mental workload (measured via heart-rate variability) as well as lower levels of posttraining performance on knowledge and skills tests.

Lori Foster Thompson, North Carolina State University

Jack W. Stoughton, North Carolina State University

Tara S. Behrend, North Carolina State University

Submitter: Lori Foster Thompson, lfthompson@ncsu.edu

166-28 The After-Action Review Training Approach: An Empirical Test

We examined the effectiveness of an after-action review versus a non-after-action review team training approach and the effect of objectivity during the review. After-action training was effective for some but not all training outcomes. Moreover, there was no difference between subjective and objective reviews on any of the training outcomes.

Anton J. Villado, Rice University

Winfred Arthur, Texas A&M University

Winston Bennett, Training Research Laboratory

Submitter: Anton Villado, antonvillado@rice.edu

166-29 Off the Shelf? Comparing Organization-Specific and Field-Specific Ethics Training

This study compares 2 ethics training programs rooted in sensemaking, field-specific and organization-specific, implemented in the same organization. Effectiveness was assessed using a pre–post scenario-based ethical decision-making measure. Both training programs were effective; however, the organization-specific program did not demonstrate significant incremental gain over the field-specific program.

Ethan P. Waples, Louisiana State University-Shreveport

Vykinta Kligyte, Development Dimensions International

Michael D. Mumford, University of Oklahoma

Submitter: Ethan Waples, ewaples@lsus.edu

167. Interactive Posters: 12:30 PM–1:20 PM  
Napoleon D1-D2

Customer Incivility: The Problem Lies Between the Keyboard and the Chair

Gary Adams, University of Wisconsin-Oshkosh, Facilitator

167-1 Do Smiles Prevail Over Differences? Employee–Customer Interaction: U.S.–France

This study examined the display of emotional expressions and race between employees and customers.The sample (N = 80) encompassed employees of McDonald’s stores in the U.S. and France; socioeconomic status was controlled. The study found that employees display more smiles to customers of their same race in France, but U.S. showed no difference.

Cintia Carciochi C. Carciochi, Carlos Albizu University

Toni M. Didona, Carlos Albizu University

Submitter: Cintia Carciochi Carciochi, cintia_carciochi@hotmail.com

167-2 Waiting for Service: Can Fast and Friendly Service Improve Reactions?

Waiting in lines can result in dissatisfied customers. We examine 2 positive service behaviors that the employee can control during the encounter: task efficiency and the employees’ positive expressions. Results suggest only speedy service moderates the reactions to a long wait, though positive displays did have a strong main effect.

Allison S. Gabriel, University of Akron

Alicia A. Grandey, Pennsylvania State University

Submitter: Allison Gabriel, allison.gabriel@gmail.com

167-3 Smile, but Don’t Wear Yourself Out: Emotional Labor and Ego Depletion

This study examined consequences of emotional labor in a simulated bank. Acting strategy and customer anger were manipulated to examine ego depletion over time. Results revealed greater exhaustion over time when participants interacted with angry customers and that deep actors interacting with angry customers showed less ego depletion over time.

Eric S. McKibben, Clemson University

Thomas W. Britt, Clemson University

Dewayne D. Moore, Clemson University

Lynn A. McFarland, Clemson University

Submitter: Eric McKibben, EsMcKibben@yahoo.com

167-4 The Moderating Effect of Emotional Labor on Customer Incivility

Customer incivility has increased in frequency, and its effects should be examined. This study uncovers relationships between customer incivility and performance, stress, and burnout, with faking positive and suppressing negative emotions as moderators. Results imply that steps should be taken to reduce these effects.

Michael T. Sliter, Bowling Green State University

Steve M. Jex, Bowling Green State University

Katherine Wolford, Bowling Green State University

Joanne McInnerney, AmTrust Bank

Submitter: Michael Sliter, msliter@bgnet.bgsu.edu

168. Special Events: 12:30 PM–1:50 PM  
Napoleon D3

Evidence-Based White Papers: The Aging Workforce: An International Collaboration Between EAWOP, IAAP, and SIOP

SIOP has initiated a new collaboration between EAWOP, IAAP, and SIOP to promote our field as having relevant inputs to public and private organizations, to foster interaction between different I-O and work psychology associations, to promote the use of evidence-based decision making in management and policy making, and to translate our research findings into a form decision makers can use. This collaboration will produce a set of white papers and the first topic planned is the aging workforce. The session will discuss the goals and procedures of generating and disseminating the white papers.

Robert D. Pritchard, University of Central Florida, Presenter

Robert A. Roe, University of Maastricht, Presenter

Nik Chmiel, Queen’s University Belfast, Presenter

Submitter: Robert Pritchard, rpritcha@pegasus.cc.ucf.edu

169. Master Tutorial: 1:00 PM–2:20 PM  

1.5 CE credits for attending. Register at session!

Integrated, Talent Assessment, Leadership Development, and Career Management

This tutorial discusses a model of career management and succession planning in a comprehensive talent assessment, leadership development, and career management framework, and it offers structured models to leverage the potential of individuals of various levels of capability at various organizational and career levels.

Charlie Brooks, State Personnel Administration, Presenter

Submitter: Charlie Brooks, cbrooks6@gatech.edu

170. Symposium/Forum: 1:00 PM–2:20 PM  

Contextualizing Emotion Display Requirements and Their Outcomes

Emotion display rules, or norms about social expressions, are thought to be unique in work settings. These 4 papers ask whether display rules vary by context (work vs. nonwork, culture, target) and whether they interact with other contextual factors (incentives, service climate) to predict well-being and performance.

Alicia A. Grandey, Pennsylvania State University, Chair

James M. Diefendorff, University of Akron, Christina M. Saluan, University of Akron, Gary J. Greguras, Singapore Management University, Work Versus Nonwork Display Rules: A Cross-Cultural Investigation

Alicia A. Grandey, Pennsylvania State University, James M. Diefendorff, University of Akron, Patricia E. Grabarek, Pennsylvania State University, Jennifer A. Diamond, Pennsylvania State University, Emotional Display as Job Requirement: Differences Across Targets and Performance

Markus Groth, University of New South Wales, Robyn E. Goodwin, University of New South Wales, Stephen J. Frenkel, University of New South Wales, Linking Emotional Labor, Work Context, and Employee and Organizational Outcomes

Jennifer A. Diamond, Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University, Financial Rewards for Following Display Rules: Coercive or Compensating?

Submitter: Alicia Grandey, aag6@psu.edu

171. Symposium/Forum: 1:00 PM–2:20 PM  

Multiple Paths in Driving Engagement Through Work–Life Flexibility

This symposium presents insights about the relationship between work–life flexibility and employee engagement based on research and experience from multiple perspectives. Flexibility initiatives at local and global levels, practical advice and best practices, and ways to sustain the momentum will be discussed.

Steven Katzman, KPMG LLP, Chair

Christina Matz-Costa, Boston College, Age, Flexibility, and Engagement in the New Millennium

Steven Katzman, KPMG LLP, Driving Flexibility and Engagement at KPMG

Kira L. Barden, AXA Equitable, Implementing a Flexibility Program: Impacts on Engagement and Customer Satisfaction

John O. DeVille, Dell Inc., Jolene L. Skinner, Dell, Inc., Aligning Dell’s Work–Life Flexibility and Engagement Initiatives

Ariane Ollier-Malaterre, Rouen School of Management, Discussant

Submitter: Steven Katzman, skatzman@kpmg.com

172. Roundtable Discussion/Conversation Hour: 1:00 PM–2:50 PM  
Oak Alley

Exploring the Boundaries of Civility and Incivility

We will present information on civility and incivility, including its measurement and relationships with a number of variables. Then, we will explore the boundaries of civility and incivility, including what each is (and is not), how to encourage organizations to implement civility/incivility interventions, and future directions for research and practice.

Mark S. Nagy, Xavier University, Host

Katerine Ostuke, Department of Veterans Affairs, Host

Mark Meterko, Department of Veterans Affairs, Host

Ross S. Scruggs, Auburn University, Host

David Mohr, Department of Veterans Affairs, Host

Nicholas Warren, University of Connecticut, Host

Michael J. Hodgson, Department of Veterans Affairs, Host

Scott C. Moore, University of Cincinnati, Host

Linda Belton, Department of Veterans Affairs, Host

Submitter: Mark Nagy, nagyms@xu.edu

173. Symposium/Forum: 1:00 PM–2:20 PM  
Rhythms 1

Theory of Job Embeddedness and Applications to Predicting Employee Retention

Job embeddedness theory (Mitchell et al., 2001) has brought about advances in understanding employee retention. This symposium is designed to inform researchers and practitioners about the theory and its utility in explaining employee retention. Research that spans academic and applied settings will be presented.

Scott Mondore, Strategic Management Decisions, LLC, Chair

Thomas W. Lee, University of Washington, Brooks C. Holtom, Georgetown University, Terence R. Mitchell, University of Washington, Update on Job Embeddedness Research: New Findings

Tiffany Bludau, PDRI, Lois E. Tetrick, George Mason University, Job Embeddedness, the Unfolding Model, and the Retirement Decision Process

Ruth Kanfer, Georgia Institute of Technology, Tracy Kantrowitz, PreVisor, Nonability Individual Differences Related to Job Fit, Sacrifice, and Withdrawal

Scott Mondore, Strategic Management Decisions, LLC, Shane Douthitt, Strategic Management Decisions, LLC, Driving Retention With Job Embeddedness Theory in Public/Private Organizations

Connie R. Wanberg, University of Minnesota, Discussant

Submitter: Scott Mondore, spmondore@yahoo.com

174. Symposium/Forum: 1:00 PM–2:50 PM  
Rhythms 3

Injustice and Recovery: Understanding Forgiveness at the Workplace

This session will focus on a multilevel investigation of forgiveness at the workplace. Presentations will provide both theoretical rationale and empirical evidence for the role of stable dispositions, repair attempts, and contextual factors in predicting forgiveness as a response to violations of justice.

Ruchi Sinha, Michigan State University, Co-Chair

Richard P. DeShon, Michigan State University, Co-Chair

Ruchi Sinha, Michigan State University, Richard P. DeShon, Michigan State University, Interpersonal Forgiveness: Role of Individual Differences, Apology, and Perspective Taking

James J. Lavelle, University of Texas, Arlington, Laurie Barclay, Wilfrid Laurier University, Daniel Skarlicki, University of British Columbia, Robert G. Folger, University of Central Florida, Organizational Injustice and Recovery Encounters: Critical Moments of Truth

David S. Bright, Wright State University, Meaning and Practice of Forgiveness in the Workplace: Contextual Factors

Rommel O. Salvador, University of Washington Tacoma, Robert G. Folger, University of Central Florida, Organizational Forgiveness and Punishing Ethical Misconduct

Susie S. Cox, McNeese State University, Rebecca J. Bennett, Louisiana Tech University, Laura E. Marler, Louisiana Tech University, Development of a Forgiveness Climate: Effects of Justice and Trust

Edward Kass, University of San Francisco, Intrapersonal Consequences of (Un)Forgiving: How Forgiveness Affects the Victim

Submitter: Ruchi Sinha, sinharuc@msu.edu

175. Special Events: 1:00 PM–1:50 PM  
Salon 820/824
S. Rains Wallace Dissertation Award: Exploring Curvilinear and Moderated Effects for the Antecedents of Voice

Research on voice—employees’ expression of work-related opinions or concerns—has been often characterized by inconsistent findings and poor validities. I propose that these results may be partly explained by nonlinear effects (i.e., curvilinear and moderated effects) for some of its antecedents (e.g., personal control, organizational commitment, invitation to voice).

Gilad Chen, University of Maryland, Chair

Subrahmaniam Tangirala, University of Maryland, College Park, Presenter

176. Panel Discussion: 1:30 PM–3:20 PM  

Beyond Great Data: Helping Line Managers Make Better Talent Decisions

Despite advances in measuring potential, talent decisions are often still made based on the manager’s comfort with the candidate with little regard to the data. Panelists will share lessons learned about how to help line managers balance data and personal experience when making talent decisions.

Joy Fisher Hazucha, Personnel Decisions International, Chair

Laura Ann Preston, Kelly Services, Panelist

Renee M. BeShears, TRW Automotive, Panelist

Matthew R. Walter, Bank of America, Panelist

Miya Maysent, Valero, Panelist

Submitter: Joy Hazucha, joy.hazucha@personneldecisions.com

177. Panel Discussion: 1:30 PM–2:50 PM  

Driving Culture Change From the Trenches

Panelists from 4 different industries discuss lessons learned from driving culture change initiatives. Panelists address (a) applied change models, (b) knowing when to change, (c) engaging different levels of the workforce, (d) identifying and addressing resistance, (e) creating ownership and establishing accountability, and (f) maintaining momentum and integrating change.

John Azzara, People Talent Solutions, Inc., Chair

David Morris, Applied Biosystems, Panelist

Jeffrey Gust, Toyota Financial Services, Panelist

Michelle R. Schulz, California State-San Bernardino, Panelist

Submitter: John Azzara, john@peopletalentsolutions.com

178. Community of Interest: 1:30 PM–2:50 PM  
Gallier AB

Occupational Health in Organizations

Richard G. Best, Lockheed Martin, Host

179. Symposium/Forum: 1:30 PM–2:20 PM  
Grand Ballroom B

Women and Leadership: Innovative Practices in Organizations

Development of women leaders has become an important focus recently, as workforce trends and globalization force organizations to build their talent pipelines. This forum will look at what organizations can do to develop women leaders and, specifically, a number of initiatives in high-performing organizations designed to develop women leaders.

Erica I. Desrosiers, PepsiCo, Chair

Anna Marie Valerio, Executive Leadership Strategies, LLC, Developing Women Leaders: What Organizations Can Do

Patricia R. Pedigo, IBM Business-Human Resources, Suzanne Walsh, IBM, Expanding the Global Reach in Developing IBM Women Leaders

Beverly A. Tarulli, PepsiCo, Christopher T. Rotolo, Behavioral Insights, LLC, The Future of Developing Women Leaders at PepsiCo

Submitter: Erica Desrosiers, erica.desrosiers@pepsi.com

180. Panel Discussion: 1:30 PM–2:50 PM  
Grand Ballroom D

Developing and Sustaining Selection and Assessment Programs: The Insiders’ View

Selection and assessment practitioners within organizations must make business cases for and defend the proper use of employment assessments. This panel of assessment experts provides insight into sustaining and growing assessment programs, addressing key challenges including return-on-investment skepticism and leadership doubts, organizational conflicts and resistance, financial constraints, and technology complications.

David N. Dickter, PSI, Chair

Robert E. Gibby, Procter & Gamble, Panelist

Sharon Rose, Pacific Gas & Electric, Panelist

Jennifer H. Frame, Dow Chemical Company, Panelist

Kevin J. Nilan, 3M, Panelist

Douglas D. Molitor, 3M, Panelist

Submitter: David Dickter, dndmail1@aol.com

181. Panel Discussion: 1:30 PM–2:50 PM  
Grand Ballroom E

Transforming Organizations to Green Sustainability: What Can Psychology Contribute?

Organizations worldwide face strong pressures to respond to rapid energy price increases, climate change, and stakeholder concerns about environmental stewardship. The purpose of this panel discussion is to provide an overview of organizational sustainability issues and initiatives, and to outline agendas for research and practice.

David A. DuBois, PSRI, Co-Chair

Cathy L. Z. DuBois, Kent State University, Co-Chair

David V. Day, University of Western Australia, Panelist

John Hollwitz, University of Fordham, Panelist

Elise L. Amel, University of St. Thomas, Panelist

Mona A. Amodeo, idgroup, Panelist

Submitter: David DuBois, ddubois@lisco.com

182. Symposium/Forum: 1:30 PM–2:50 PM  

Advances in Item Response Theory

Item response theory provides solutions to many difficult measurement problems. The papers in this symposium address issues related to estimating parameters, fitting models, and evaluating goodness of fit. The findings have important implications for the assessment of cognitive ability and personality.

Fritz Drasgow, University of Illinois at Urbana-Champaign, Chair

Jing Guo, University of Illinois at Urbana-Champaign, Christopher D. Nye, University of Illinois at Urbana-Champaign, Fritz Drasgow, University of Illinois at Urbana-Champaign, Estimating Item Parameters From a Sparse CAT Response Matrix

Chenwei Liao, Illinois Institute of Technology, Alan D. Mead, Illinois Institute of Technology, Fit of Ideal-Point and Dominance IRT Models to Simulated Data

Christopher D. Nye, University of Illinois at Urbana-Champaign, Fritz Drasgow, University of Illinois at Urbana-Champaign, Infit, Outfit, and Misfit: Does Your Model Fit?

Stephen Stark, University of South Florida, Oleksandr Chernyshenko, University of Canterbury, Nigel Guenole, Victoria University of Wellington, Streamlining the Development of Adaptive Pairwise Preference Scales

Submitter: Fritz Drasgow, fdrasgow@uiuc.edu

183. Posters: 1:30 PM–2:20 PM  
Napoleon ABC

Job Analysis/Staffing/Testing

183-1 Confirmatory Factor Analyses of O*NET Ratings

Confirmatory factor analyses were run to empirically validate taxonomies from the O*NET content model. A combination of theoretical foundation, empirical validation, and usability concerns were taken into account in creating simpler structures for the generalized work activity, work context, and skill dimensions. Practical applications are discussed.

Michael T. Ford, University at Albany, SUNY

Bryan Wiggins, Fors Marsh Group

Brian K. Griepentrog, Fors Marsh Group

Submitter: Bryan Wiggins, bwiggins@forsmarshgroup.com

183-2 Why Does Emotional Intelligence Predict General Job Attitudes?

This study suggested and tested the mediating role of situational judgment effectiveness (SJE) in the relationship between emotional intelligence (EI) and overall job attitude. As predicted, EI, SJE, and job attitude were positively related. Results also showed that the EI–job attitude relationship was partially mediated by SJE.

Daejeong Choi, University of Iowa

Eunjung Lee, University. of Iowa

Dong-Gun Park, Korea University

In-Sue Oh, University of Iowa

Russell Guay, University of Iowa

Submitter: Daejeong Choi, dayz.choi@gmail.com

183-3 The Situational Judgment Test Approach to Emotional Intelligence Measurement

This study examined how 2 new emotional intelligence (EI) measures, the Situational Test of Emotional Understanding and the Situational Test of Emotion Management, correlate with existing emotional intelligence measures. CFA results indicated that the tests are associated with performance-based ability EI measures and not with self-report EI measures.

Nele Libbrecht, Ghent University

Filip Lievens, Ghent University

Stephane Cote, University of Toronto

Submitter: Filip Lievens, filip.lievens@ugent.be

183-4 Using Job Analysis to Facilitate Reasonable Accommodations

This paper describes a tool that assists medical practitioners with determining whether employees with disabilities can perform the essential functions of the job. Specifically, the Physical and Mental Activity Form was developed to provide a description of the job that facilitates medical and psychological evaluation and determination of reasonable accommodations.

Michael A. Gold, City of Los Angeles

Submitter: Michael Gold, michael.gold@lacity.org

183-5 Visual Job Classification: A Neural Network Illustration

Traditional job classification techniques produce results that are complicated, difficult to understand, and even harder to explain. This study demonstrates a network analysis approach to creating job families that creates an efficient visual display that reveals the pattern of relationships between jobs.

Thomas A. Stetz, National Geospatial-Intelligence Agency

Gary N. Burns, Wright State University

Submitter: Gary Burns, gary.burns@wright.edu

183-6 Interactive Work Design: Examining Individual Responses to Work Characteristics

Recent theory has highlighted a deficiency in our understanding of individual responses to work characteristics. This paper incorporates a fit theoretical perspective in a large-scale multilevel empirical test. Specifically, we examine how hardiness interacts with work characteristics to influence worker attitudinal and behavioral outcomes.

Timothy P. Munyon, Florida State University

Stephen E. Humphrey, Pennsylvania State University

Frederick P. Morgeson, Michigan State University

Submitter: Stephen Humphrey, stephen.humphrey@psu.edu

183-7 Social Interdependence’s Influence on Job Analysis Ratings and Role Perceptions

Based on role theory and social interdependence theory, we posit that variations in job analysis ratings and perceptions of role breadth and job complexity provided by incumbents of the same job may be meaningfully associated with incumbents’ identification of social interdependence. Data from China generally support our hypotheses.

Wen-Dong Li, Chinese Academy of Sciences

Jiafang Lu, Lingnan University

Dean W. Tjosvold, Lingnan University

Kan Shi, Graduate University of Chinese Academy of Sciences

Submitter: Wen-Dong Li, oceanbluepsy@gmail.com

183-8 Individual Differences in Competency Ratings

This study explores possible systematic variability in SME competency ratings due to job family, supervisory and incumbent experience, and gender, as well as the relationship among these contextual and individual difference variables. Support was found for some of the hypothesized relationships. The implications of these ratings differences are discussed.

Lauren N. Robertson, University of Tulsa

Corrie E. Pogson, PERSEREC

Submitter: Lauren Robertson, lnicolerob@gmail.com

183-9 Creating Occupational Groups Using Visual Job Analysis

This study used an innovative, graphic-based approach to collect job analysis data and examine occupational groupings. The methods allowed for the collection and presentation of data using graphic visualizations that provided an acute look at complex research findings and allowed management to make informed decisions regarding occupational groups.

Thomas A. Stetz, National Geospatial-Intelligence Agency

Scott B. Button, C2 Technologies, Inc.

Dustin W. Scott, C2 Technologies, Inc.

Submitter: Dustin Scott, dscott@c2ti.com

183-10 Stability of Job Analysis Findings and Test Plans Over Time

In an attempt to answer when to revalidate selection systems, this study compared the stability of job analysis (JA) data gathered in 2006 and 2008 and the resulting selection plans for sergeant promotional exams. Although differences in JA data were found between independent samples, the data produced similar test plans.

Calvin C. Hoffman, Los Angeles County Sheriff’s Department

Carlos Valle, Los Angeles County Sheriff’s Department

Gabriela Orozco-Atienza, Los Angeles County Sheriff’s Department

C. Chy Tashima,  Los Angeles County Sheriff’s Department

Submitter: C. Chy Tashima, ctashim@lasd.org

183-11 A Meta-Analysis of the Bennett Mechanical Comprehension Test

This meta-analysis examines the Bennett Mechanical Comprehension Test. It correlated with job performance (r = .433). Job complexity was a moderator; high complexity (r =.572) had higher correlations than medium (r =.384). It correlated with GMA (.455) but for job performance showed incremental validity of .149 over it.

Thomas Kiger, University of Minnesota

Nathan R. Kuncel, University of Minnesota

Eric D. Heggestad, University of North Carolina Charlotte

Submitter: Thomas Kiger, tomkiger@gmail.com

183-12 Implicit Association Tests: A Case for Polynomial Regression

This study was conducted to examine the criterion-related validity of implicit association test measures of personality. Through the application of polynomial regression, the relationship between implicit personality and work performance was explored while also alleviating some of the traditional problems associated with traditional IAT scoring.

Max McDaniel, Rice University

Submitter: Max McDaniel, maxj@rice.edu

183-13 Development and Validation of the Perceptions of Employment Opportunities Inventory

This study was conducted to develop a psychometrically sound, multidimensional measure of individuals’ perceptions of employment opportunities. Using a sample of 791 adults, items were developed and content-related validity was established in Phase 1. In Phase 2, CFA was used to establish the dimensionality of the new measure.

Corbin C. Wong, Hofstra University

Terri Shapiro, Hofstra University

Submitter: Corbin Wong, corbin.wong@psualum.com

183-14 Predicting Sales Performance With the 16PF: Global Versus Primary Scales

The job-relatedness (i.e., cross-validated prediction of sales volume) of the global scales of the 16PF were compared to the more specific, primary scales. It was hypothesized and found that the more specific scales would have higher levels of validity.

Alan D. Mead, Illinois Institute of Technology

Gary A. Kustis, Watterson, Aldridge & Associates, Inc.

Submitter: Alan Mead, mead@iit.edu

183-15 Obesity-Based Discrimination in Hiring: Job, Sex, and Weight Influences

Raters evaluated male or female applicants who were either average-weight or overweight for jobs with differing sex types. Results showed that obesity-based discrimination was not consistent and that applicant sex and weight interacted to impact ratings of potential for advancement and interview recommendations.

Deborah A. Danzis, High Point University

Submitter: Deborah Danzis, ddanzis@highpoint.edu

183-16 Meeting Applicant Preferences During Recruitment: Investigating Fit and Applicant Attraction

Utilizing a longitudinal design, we examined how applicant preferences for information provided or not provided during 2 recruitment activities (an information session and a site visit) predicted applicant attraction and perceptions of fit. We suggest ways in which customized versus broad-based recruitment practices may enhance applicant attraction to employment opportunities.

David Kraichy, University of Calgary

Krista L. Uggerslev, University of Manitoba

Neil E. Fassina, University of Manitoba

Submitter: David Kraichy, dgkraich@ucalgary.ca

183-17 Occupational Vision Standards in Selection: A Review of the Literature

This review examined literature and employment laws on visual perception in occupational selection. Research has indicated that visual perception is an important factor that should be considered during employment selection; however, the presence of moderators and training of the consultant will affect the utility of vision perception for occupational selection.

John P. Steele, Army Research Institute

Submitter: John Steele, jpsteele@ksu.edu

183-18 Intelligence and Mood State Influence Faking Behavior on Personality Tests

This study found individuals willing and able to fake the NEO-PI-R. In addition, a prototypical individual difference variable (intelligence) and situational variable (mood state) significantly influenced faking behavior. Finally, those faking were grossly overrepresented (93.6%) among the top applicants in a top-down selection system.

Sarah E. Teague, Auburn University

Adrian Thomas, Auburn University

Chris S. Winkelspecht, Medco Health Solutions

Jacqueline K. Mitchelson, Auburn University

Submitter: Adrian Thomas, thomaa6@auburn.edu

183-19 Ethnic and Gender Subgroup Differences in Assessment Center Exercises

Although assessment centers as a whole have displayed small ethnic group differences, individual assessment center exercises have not been studied in the same capacity. Study results show ethnic group differences in 3 out of 4 assessment center exercises and gender differences in 1 out of 4 exercises.

Sharyn Aufenanger, Miami Dade College

Julio E. Fernandez de Cueto, Miami Dade College

Ann Kwak, Miami Dade College, North

Submitter: Sharyn Aufenanger, saufenanger@gmail.com

183-20 Measuring Faking Propensity

The utility of a measuring faking propensity as a method factor using single condition data was investigated. Faking propensity so measured demonstrated convergent validity with difference score measures of faking and moderate convergent validity with social desirability measures. Faking propensity was unrelated to cognitive ability, indicating discriminant validity.

Michael Biderman, University of Tennessee-Chattanooga

Nhung T. Nguyen, Towson University

Submitter: Michael Biderman, Michael-Biderman@utc.edu

183-21 Measurement Equivalence of Proctored and Unproctored Internet Testing Across Languages

This study presents comparison of a verbal reasoning test in both proctored and unproctored Internet testing conditions across three languages: Dutch, German, and Norwegian. Although results showed inconsistent score differences, all language forms showed no differential test functioning, as well as no bias against participants in the unproctored condition.

Ben-Roy Do, Roosevelt University

Christopher D. Nye, University of Illinois at Urbana-Champaign

Fritz Drasgow, University of Illinois at Urbana-Champaign

Saul Fine, Midot Systems

Submitter: Ben-Roy Do, benroydo@uiuc.edu

183-22 Culture, Situational Stakeness, and Double-Rating Method: Influences on Response Distortion

This cross-cultural study demonstrates that respondents’ levels of impression management (IM) and self-deceptive enhancement (SDE) are differentially affected by culture and whether a high stake is involved in the assessment setting. A double-rating method (Hui, 2001) is equally effective in reducing IM and SDE for both cultural groups.

Ka Wing Tsoi, University of Hong Kong

C. Harry Hui, University of Hong Kong

Submitter: C. Harry Hui, huiharry@hku.hk

183-23 Determinants of Performance Success of Law Enforcement Supervisors: A Meta-Analysis

This study was conducted to empirically identify and theoretically explain constructs most highly related to dimensions of managerial job performance in law enforcement. Meta-analysis was employed to synthesize available data. To facilitate interpretation at the construct level, effect sizes were corrected for measurement error in predictors and criteria.

David M. Klieger, University of Minnesota at Twin Cities

Ronald C. Page, Assessment Associates International

Submitter: David Klieger, klie0019@umn.edu

183-24 Assessors’ Cognitive Load Impairs Rating Quality in AC Group Discussions

Although it has long been suggested that high cognitive demands in assessment centers (ACs) impair assessors’ rating accuracy relevant evidence is sparse. We evaluated this suggestion by varying whether assessors had to observe either 1 or 6 candidates in a group discussion and found significantly lower accuracy in the latter condition.

Klaus G. Melchers, University of Zurich

Marion Meyer, University of Zurich

Martin Kleinmann, University of Zurich

Submitter: Klaus Melchers, k.melchers@psychologie.uzh.ch

183-25 Forced-Choice Personality Measures: Implications for Score Inflation and Applicant Reactions

Evidence regarding the effectiveness of forced-choice personality measures is mixed. This study examined the effect of item desirability rating instructions on measure functioning, as well as reactions to forced-choice measures. Results indicated different instructions may produce differentially effective measures and applicants react more negatively to forced-choice measures than Likert-scale measures.

Jaya Pathak, Florida Institute of Technology

Patrick D. Converse, Florida Institute of Technology

Edward D. Kostic III, Florida Institute of Technology

Submitter: Jaya Pathak, jpathak@fit.edu

183-26 Current Look at Gender and Math Performance in Standardized Testing

Gender means and variances of math performance were examined in 3 large data sets. Effects appear to remain stable across years 2000–2008, showing men to have higher performance overall and to more frequently achieve scores in the 95th percentile and above. Implications for science/ technology/engineering/math (STEM) careers are discussed.

Jana Rigdon, University of Minnesota

Paul R. Sackett, University of Minnesota

Nathan R. Kuncel, University of Minnesota

Submitter: Jana Rigdon, rigdo003@umn.edu

183-27 The Navy Computer Adaptive Personality Scale and the Big Five

In this study, responses to the Navy Computer Adaptive Personality Scale (NCAPS) were compared to a traditional measure of Big Five personality traits with the goal of providing supporting construct validity evidence for the NCAPS. Results suggest that the NCAPS encompasses many of the Big Five traits.

Donna Roland, University of Memphis

Ronald S. Landis, University of Memphis

Ronald Bearden, Navy Personnel Research, Studies, and Technology

Submitter: Donna Roland, droland@memphis.edu

184. Interactive Posters: 1:30 PM–2:20 PM  
Napoleon D1-D2

Virtual Teams: Why Can’t Our Avatars All Just Get Along?

Chris Barnes, Michigan State University, Facilitator

184-1 Virtual Teams: Group Processes and Satisfaction With Virtual Interactions

Connections between perceptions of virtual team processes and individual member outcomes were explored. Findings show that the more competition and less participation team members perceived, the less they were satisfied with the virtual environment; Satisfaction with the decision process mediated this relationship. Implications for virtual team success are discussed.

Raluca Graebner, The George Washington University

Lynn R. Offermann, The George Washington University

Sumona Basu, The George Washington University

Philip Wirtz, The George Washington University

Submitter: Raluca Graebner, raluca_n@gwu.edu

184-2 It’s Just Business: Affective and Cognitive Trust in Virtual Teams

In a longitudinal study of 63 virtual teams, cognitive-based trust was related to 3 different measures of team performance whereas affective-based trust was related to 1 measure of performance at 1 point in time. The study used a team level of analysis. Implications for practice and future research are discussed.

Rudolph J. Sanchez, California State University-Fresno

Julie B. Olson-Buchanan, California State University-Fresno

James Schmidtke, California State University, Fresno

Jill C. Bradley, California State University, Fresno

Submitter: Rudolph Sanchez, rjsanchez@csufresno.edu

184-3 Communication Order Matters for Minority Members of Virtual Teams

This study investigated whether the order of face-to-face and virtual communication used by virtual teams could be used as 1 means of increasing inclusion and participation of women in male-dominated teams. Results confirmed that women felt more included in teams that began communicating virtually first as opposed to face-to-face first.

Mary Triana, Texas A&M University

Bradley Kirkman, Texas A&M University

María Fernanda Garcia, University of Texas at El Paso

Submitter: Maria Triana, mtriana@bus.wisc.edu

184-4 Perceptions of the Usefulness of Online Social Networking Systems

This paper describes the results of a study of the online social networking use of 500 undergraduate students. Perceptions of the usefulness of the systems were related to user perceptions of social norms, indicating that perceptions of online social networking systems are influenced by nontechnology characteristics.

Timothy J. Willis, American Institutes for Research

Tanya S. Taylor, American Institutes for Research

Submitter: Timothy Willis, twillis@air.org

185. Symposium/Forum: 1:30 PM–2:50 PM  

Cognitive Approaches to Understanding Faking on Self-Report Tests

In light of growing evidence that faking on self-report personality test scores undermines hiring decisions, 4 studies are presented examining the faking process from a cognitive perspective. Collectively, the studies lay the groundwork for better control of faking, toward improving personality test validity in selection settings.

Cornelius J. Koenig, University of Zurich, Chair

John A. Coaster, Central Michigan University, Neil D. Christiansen, Central Michigan University, Gary N. Burns, Wright State University, Ideal Applicant Schemas: Explaining When Applicants Lower Their Scores

Anne M. Jansen, University of Zurich, Cornelius J. Koenig, University of Zurich, Klaus G. Melchers, University of Zurich, Martin Kleinmann, University of Zurich, Explaining Faking With Impression Management Theory

Robert P. Tett, University of Tulsa, Kurt A. Freund, University of Tulsa, Neil D. Christiansen, Central Michigan University, Kevin E. Fox, Saint Louis University, Trait Level, Job, and Ability Effects on Faking Trait-EI

Gary N. Burns, Wright State University, Chrystal Meyer, University of Wisconsin-Oshkosh, Role of Job Fit on Implicit Job Theories

Richard L. Griffith, Florida Institute of Technology, Discussant

Submitter: Cornelius Koenig, c.koenig@psychologie.uzh.ch

186. Debate: 2:00 PM–2:50 PM  
Grand Ballroom A

Generational Differences at Work: Are the Causes Generational or Maturational?

Researchers will debate the nature of generational differences in the workplace. The debate will explore 2 competing viewpoints on why workers of different age groups appear to portray different values as well as the extent to which these differences have an impact on organizational functioning.

Boris B. Baltes, Wayne State University, Chair

Abigail E. Reiss, Wayne State University, Co-Chair

Cort Rudolph, Wayne State University, Co-Chair

Ariel Lelchook, Wayne State University, Co-Chair

Angela K. Pratt, Procter & Gamble, Moderator

Jennifer J. Deal, Center for Creative Leadership, Presenter

Carole L. Jurkiewicz, Louisiana State University, Presenter

Marcie Pitt-Catsouphes, Boston College, Presenter

Valerie I. Sessa, Montclair State University, Presenter

Submitter: Abigail Reiss, areiss@wayne.edu

187. Special Events: 2:00 PM–2:50 PM  
Napoleon D3

Fostering Effective International Practice and Research

Understanding the relationships occurring in workplaces to enhance organizational effectiveness, productivity, and individual well-being is a special challenge for psychologists in multinational settings. Presidents of 3 associations reflect on experiences in international collaboration and identify activities the associations might take to foster effective international practice and research.

Milton Hakel, Bowling Green State University, Moderator

Franco Fraccaroli, Universita degli Studi di Trento, Presenter

Gary P. Latham, University of Toronto, Presenter

Jose M. Peiro Silla, University of Valencia, Presenter

Submitter: Milton Hakel, mhakel@bgsu.edu

188. Symposium/Forum: 2:00 PM–2:50 PM  
Rhythms 2

Overqualification: New Directions and Practical Implications

Overqualification, a common phenomenon among workers, is just now receiving attention in the I-O literature. The 3 papers in this symposium highlight the newest findings on previously unexplored topics, including relations among surplus ability, job skill attainment, and motivation; the anticipated overqualification of applicants; and moderators of the overqualification–turnover relationship.

Douglas C. Maynard, SUNY New Paltz, Chair

Monica A. Hemingway, Starwood Hotels & Resorts, Douglas C. Maynard, SUNY New Paltz, Natalya M. Parfyonova, University of Western Ontario, Practical Implications of Overqualification in the Workplace

Michael R. Bashshur, Universitat Pompeu Fabra, Ana M. Hernandez, University of Valencia, Overqualification, Job Knowledge, Skill, and Motivation

Aleksandra Luksyte, University of Houston, Kayo Sady, University of Houston, Christiane Spitzmueller, University of Frankfurt/University of Houston, Perceived Overqualification and Voluntary Turnover in the Boundaryless Careers Context

Submitter: Douglas Maynard, maynardd@newpaltz.edu

189. Symposium/Forum: 3:30 PM–5:20 PM  

Person–Environment Fit: Uses for Recruitment, Selection, and Beyond

This symposium integrates recent research examining person–environment fit across the entire employee lifecycle. Academics and practitioners discuss applied studies that elucidate the importance of fit for recruitment, selection, and other organizational contexts while studying both applicant and incumbent populations. Case studies as well as advice on best practices are presented.

Tiffany M. Greene-Shortridge, Kenexa, Co-Chair

Lilly Lin, Development Dimensions International, Co-Chair

Marije de Goede, University of Amsterdam, Annelies E. M. Van Vianen, University of Amsterdam, Ute-Christine Klehe, University of Amsterdam, Job Seekers Perceived Person– Organization Fit: Appetitive, Aversive, or Overall Fit

Lisa Teeter, Development Dimensions International, Lilly Lin, Development Dimensions International, Best Practices for the Development of Fit-Based Selection Tools

Tiffany M. Greene-Shortridge, Kenexa, Jeff A. Weekley, Kenexa, Person–Organization Fit and Retention: The Moderating Role of Location

Rachel N. Vernon, Lowe’s Companies, Inc., Jessica L. Bradley, Clemson University, Autumn D. Krauss, Kronos Talent Management Division, Do You Fit Our Molding? Environmental Fit, Engagement, and Performance

Daniel M. Cable, University of North Carolina, Discussant

Submitter: Lilly Lin, lilly.lin@ddiworld.com

190. Symposium/Forum: 3:30 PM–4:50 PM  

Preventative Maintenance: Using Research to Maintain an Ethical Culture

Ethics are essential to the success of an organization. Practitioners from 3 companies will discuss ways they have actively managed ethical risks in their organizations using a variety of research efforts. They will discuss their research and how findings were applied to maintain an ethical culture.

Mariangela Battista, Starwood Hotels & Resorts, Chair

Jeffrey M. Saltzman, Kenexa, Jeffrey A. Jolton, Kenexa, Understanding Employee Perceptions of Ethics: Relationships, Differentiators, and Influences

Christine Fernandez, Baruch College, CUNY, Jennifer Collins, Starwood Hotels & Resorts Worldwide, Inc., Using an Engagement Survey to Avoid Ethical Misconduct at Starwood

Steven Katzman, KPMG LLP, Creating a Model Ethics and Compliance Program at KPMG

Michael Brown, Pennsylvania State University, Erie, Discussant

Submitter: Christine Fernandez, cschrader22@hotmail.com

191. Symposium/Forum: 3:30 PM–4:50 PM  

The Next Generation: Unique Issues for Young Workers

Young people are a unique yet understudied population of workers. The research presented in this symposium addresses issues distinct to young workers, including how jobs are related to work, school, and personal outcomes, as well as the values of young workers that shape their employment expectations.

Adam B. Butler, University of Northern Iowa, Chair

Eric Faurote, University of Nebraska-Omaha, Lisa L. Scherer, University of Nebraska-Omaha, Work–School Conflict and Job Satisfaction in Young Workers

Russell A. Matthews, Louisiana State University, Jessica L. Pearson, Louisiana State University, Predicting Overload and Withdraw Behaviors in Young Workers

Nicole Johnson, University of Connecticut, Leslie M. Golay, University of Connecticut, Peter D. Bachiochi, Eastern Connecticut State University, Janet L. Barnes-Farrell, University of Connecticut, Inter- and Intragenerational Differences in the Importance of Work Values

Adam B. Butler, University of Northern Iowa, Kama D. Dodge, University of Northern Iowa, Kristen Jones, University of Northern Iowa, A Daily Study of College Students’ Work and Alcohol Use

Julian I. Barling, Queen’s University, Discussant

Submitter: Adam Butler, adam.butler@uni.edu

192. Symposium/Forum: 3:30 PM–5:20 PM  

New Directions in Counterproductive Work Behavior Research

This symposium presents 6 papers that reflect new directions in research on counterproductive work behavior (CWB). The papers utilize peer reports of CWB, create a measure of college CWB, address issues surrounding the climate for CWB, examine unit-level and curvilinear effects, and expand antecedents of abuse perceptions and victimization.

Susan M. Stewart, Western Illinois University, Chair

Melissa L. Gruys, Wright State University, Co-Chair

Stephan Dilchert, Baruch College, Deniz S. Ones, University of Minnesota, Counterproductivity Among College Students: Convergence of Self-Reported/Admitted and Peer-Reported/Observed Behaviors

Daniel S. Whitman, Florida International University, David L. Van Rooy, Marriott International, Chockalingam Viswesvaran, Florida International University, Satisfaction and Counterproductive Behavior in Work Units

Reeshad S. Dalal, George Mason University, Christopher D. Nye, University of Illinois at Urbana-Champaign, Carra S. Sims, RAND Corporation, Climate for CWB: Its Incremental and Interactional Impact on CWB

Philip J. Moberg, Northern Kentucky University, Emily Crabtree, Northern Kentucky University, Amanda Brun, Northern Kentucky University, Meghan Flesch, Northern Kentucky University, Christine L. Ehrbar, Meyer Tool, Inc., Investigating Work Abuse: An Experimental Social Cognitive Paradigm

Mark N. Bing, University of Mississippi, H. Kristl Davison, University of Mississippi, James M. LeBreton, Purdue University, Susan M. Stewart, Western Illinois University, Dispositional Aggression and CWBs: New Findings for Affectivity and Personality

Eugene Kim, University of Minnesota, Theresa M. Glomb, University of Minnesota, Cognitive Ability, Victimization, and the Moderating Role of Victims’ Personality

Deniz S. Ones, University of Minnesota, Discussant

Submitter: Susan Stewart, sm-stewart2@wiu.edu

193. Symposium/Forum: 3:30 PM–4:50 PM  
Grand Ballroom A

Evolving Action Planning Programs

Action planning is an integral part of any employee survey program. Practitioners from 4 companies will describe their approach to improving effectiveness around acting on survey results. Techniques discussed include aligning survey design with business goals, building support networks, shifting accountability for follow up, and utilizing technology.

Lewis K. Garrad, Sirota Consulting, Chair

Jacqueline Bassani, Sirota Survey Intelligence, Co-Chair

Michelle A. Donovan, Google, Tina Malm, Google, Action Doing at Google

Seymour Uranowitz, UnitedHealth Group, Using Action Tracking to Drive Business Impact of Survey Results

Jolene L. Skinner, Dell, Inc., Refreshing Dell’s Employee Opinion Survey

Erica Davis Blann, TIAA-CREF, Taking Action Planning to the Next Level at American Express

Submitter: Jacqueline Bassani, jbassani@sirota.com

194. Panel Discussion: 3:30 PM–5:20 PM  
Grand Ballroom B

Getting to Know Your SIOP Fellows

The objective of this session is to provide SIOP members with the opportunity to personally meet and converse with SIOP Fellows, distinguished industrial-organizational psychologists who have made outstanding contributions to the field. Potential gains anticipated include mentoring prospects, innovative research ideas, and a closer knit group of SIOP members.

Nic Bencaz, University of Central Florida, Chair

Deborah DiazGranados, University of Central Florida, Co-Chair

Robert D. Pritchard, University of Central Florida, Co-Chair

Richard D. Arvey, National University of Singapore, Panelist

David P. Campbell, Center for Creative Leadership, Panelist

Wayne F. Cascio, University of Colorado, Panelist

Adrienne J. Colella, Tulane University, Panelist

Robert L. Dipboye, University of Central Florida, Panelist

Leaetta M. Hough, Dunnette Group, Ltd., Panelist

Benjamin Schneider, Valtera, Panelist

Vicki V. Vandaveer, Vandaveer Group, Inc, Panelist

Sheldon Zedeck, University of California-Berkeley, Panelist

Submitter: Nic Bencaz, nicbencaz@gmail.com

195. Symposium/Forum: 3:30 PM–4:50 PM  
Grand Ballroom D

Destructive Leadership: Measurement, Antecedents, and Outcomes

Although much attention has been given to implications of effective leadership for employees and organizations, destructive leadership has received relatively little attention. This symposium presents research from both military and civilian samples aimed at developing measures of destructive leadership as well as investigating antecedents and outcomes of destructive leadership.

Marilyn N. Deese, Clemson University, Chair

Mo Wang, University of Maryland, Co-Chair

Robert R. Sinclair, Clemson University, Co-Chair

Andrew A. Schmidt, University of Maryland, Paul J. Hanges, University of Maryland, Development and Validation of the Toxic Leadership Scale

Paul W. Mulvey, North Carolina State University, Art Padilla, North Carolina State University, The Situational Environment of Destructive Leadership

Adib Birkland, City College of New York, Brian S. Connelly, University of Connecticut, Deniz S. Ones, University of Minnesota, Theresa M. Glomb, University of Minnesota, Dark Side Traits as Drivers of Senior Leader Misbehavior

Anders Skogstad, University of Bergen, Guy Notelaers, University of Bergen, Ståle Einarsen, University of Bergen, Destructive Leadership: Behavioral and Attitudinal Outcomes Among Subordinates

Mo Wang, University of Maryland, Robert R. Sinclair, Clemson University, Marilyn N. Deese, Clemson University, Junqi Shi, Peking University, Social Antecedents of Destructive Leadership in the Chinese Military

Carl Castro, U.S. Army Medical Research and Materiel Command, Discussant

Submitter: Marilyn Deese, mdeese@g.clemson.edu

196. Symposium/Forum: 3:30 PM–4:50 PM  
Grand Ballroom E

Diversity Matters: New Findings Regarding Team Performance and Health

Based on data from several field studies (together 334 teams, 5,266 employees) this symposium investigates when diversity constitutes an asset for organizations. Results show, for example, that appreciation of age diversity is important and that health disorders of female employees increase when women are in the majority.

Juergen Wegge, University of Technology Dresden, Chair

Guido Hertel, University of Muenster, Co-Chair

Juergen Wegge, University of Technology Dresden, Julia E. Hoch, University of Technology Dresden, Carla Roth, University of Technology Dresden, Klaus-Helmut Schmidt, Institut fur Arbeitsphysiologie an der Universiteit Dortmund, Daan van Knippenberg, Erasmus University Rotterdam, Age Diversity and Innovation: Diversity Beliefs and Burnout as Moderators

Meir Shemla, University of Technology Dresden, Juergen Wegge, University of Technology Dresden, Ruth Kanfer, Georgia Institute of Technology, Klaus-Helmut Schmidt, Institut fur Arbeitsphysiologie an der Universiteit Dortmund, Julia E. Hoch, University of Technology Dresden, Men’s and Women’s Health Disorders and Gender Composition in Teams

Eric Kearney, Jacobs University Bremen, Sven Voelpel, Jacobs University Bremen, Team Personality Traits Affecting Diversity Outcomes

Christian Rossnagel, Jacobs University Bremen, Eva-Marie Kessler, University of Heidelberg, Personal Innovation Behavior Profiles in Age-Diverse Teams

Beatrice I. van der Heijden, Maastricht School of Management, Discussant

Submitter: Juergen Wegge, wegge@psychologie.tu-dresden.de

197. Symposium/Forum: 3:30 PM–4:50 PM  
Grand Chenier

Human Capital Risk Management: Models and Applications

Over the past decade, the discipline of enterprise risk management has emerged to help organizations better identify, appraise, and mitigate the business risks they face. This session will demonstrate how many of our traditional areas of focus can be productively conceptualized within a human capital risk framework.

Seymour Adler, Aon Consulting, Chair

Laura Taylor, Aon Global Risk Consulting, Enterprise Risk Management: An Overview for I-O Practitioners

Seymour Adler, Aon Consulting, A Framework for Human Capital Risk Assessment

Kevin J. Kline, Federal Bureau of Investigation, Enterprise Risk Management: A Practical Implementation at the FBI

Amy Dawgert Grubb, Federal Bureau of Investigation, Risk Management at the FBI: The People Perspective

Submitter: Seymour Adler, Seymour_Adler@Aon.com

198. Symposium/Forum: 3:30 PM–4:50 PM  
Grand Couteau
Prevent Organization Code Blue: Get CPR Certified (Competency Program Resurrection)

Strategically designing, developing, and introducing a competency model is critical for it to be leveraged by employees to increase their individual effectiveness. Learn from several organizations how they navigated through common competency design and implementation pitfalls to bring their competency models to life.

Alyson Landa Margulies, PepsiCo, Chair

Erica I. Desrosiers, PepsiCo, David H. Oliver, PepsiCo, Allan H. Church, PepsiCo, Defining Leadership Competencies at PepsiCo

Alyson Landa Margulies, PepsiCo, Julie K. Kabat, Ulta Beauty, Bringing the Competency Model to Life at PepsiCo Chicago

Jill Mowry Strange, Applied Psychological Techniques, Rebecca G. Schoepfer, Applied Psychological Techniques, Competency Development and Validation in Large
Organizations: Methods and Challenges

Steven C. Hardesty, Assess Systems, Competency Modeling as an International Culture Change Tool

Stan Fletcher, Brinker International, Competency Model Customization Run Amok: Lessons Learned

Submitter: Alyson Margulies, alyson_margulies@quakeroats.com

199. Symposium/Forum: 3:30 PM–4:50 PM  

Relational Perspectives on Organizational Phenomena

In this symposium, 4 papers employ a relational framework to focus on the dynamics and implications of interpersonal relationships at work. Studies of work design, organizational climate, multiplexity, and value congruency converge to emphasize the increasingly vital role relationships play in the modern organization, transcending cultures and levels of analysis.

Michele J. Gelfand, University of Maryland, Chair

Ryan Fehr, University of Maryland, Chair

Ashley Fulmer, University of Maryland, Chair

Adam Grant, University of North Carolina, Burning Out or Fired Up? Relationships as Burdens Versus Benefits

Jeffrey Sanchez-Burks, University of Michigan, Aleksandra Kacperczyk, University of Michigan, Wayne Baker, University of Michigan, Social Isolation in the Workplace: A Longitudinal and Cross-Cultural Perspective

Ryan Fehr, University of Maryland, Michele J. Gelfand, University of Maryland, Ashley Fulmer, University of Maryland, Jeffrey Sanchez-Burks, University of Michigan, Kirsten Keller, University of Maryland, College Park, Lisa M. Leslie, University of Minnesota, Climate for Relational Practices: An Organizational Imperative

Todd J. Weber, University of Nebraska-Lincoln, Mary Uhl-Bien, University of Nebraska-Lincoln, Value Congruence and Relationship Quality

Bernardo M. Ferdman, Alliant International University, Discussant

Submitter: Ryan Fehr, rfehr@psyc.umd.edu

200. Posters: 3:30 PM–4:20 PM  
Napoleon ABC

Research Methodology/Measurement/Statistics

200-1 Confirmatory Factor Analysis of the Blacks as Managers Scale (BAMS)

A confirmatory factor analysis of the Blacks as Managers Scale (BAMS) was performed. Two models of the BAMS factor structure were tested. Examination of model fit supported a hypothesized 2-factor model, split along severity in item wording. Further, this 2-factor structure fit better for White respondents than Black respondents.

Marcus D. Weller, Wayne State University

Cort Rudolph, Wayne State University

Boris B. Baltes, Wayne State University

Submitter: Cort Rudolph, Cort.Rudolph@Wayne.edu

200-2 The Job Descriptive Index: A Reliability Generalization Study

The paper investigates the generalizability of reliability for the Job Descriptive Index measures of job satisfaction. Findings suggest that the JDI scales exhibit moderately high internal consistency and that the characteristics from which coefficient alpha estimates are obtained play a large role in observed reliability estimates.

Jason E. Adams, Bowling Green State University

Nathan T. Carter, Bowling Green State University

Katherine Wolford, Bowling Green State University

Michael J. Zickar, Bowling Green State University

Scott Highhouse, Bowling Green StateUniversity

Submitter: Jason Adams, jeadams@bgsu.edu

200-3 Doing Less but Getting More: Improving Forced-Choice Measures With IRT

Using IRT we show how more efficient use can be made of information in forced-choice questionnaires. The approach described reduces the length of the instrument and provides information on people’s absolute trait standing and the scales’ relationships. Both of these are impossible to obtain from CTT-scored forced choice questionnaires.

Anna Brown, SHL Group Ltd

Dave Bartram, SHL Group PLC

Submitter: Dave Bartram, dave.bartram@shlgroup.com

200-4 Common Method Variance in NEO-FFI and IPIP Personality Measurement

Including a method factor on which all items loaded significantly improved fit of CFAs of both IPIP and NEO-FFI data. Fit was further improved by separating the method factor into 2 factors representing construct-positive and construct-negative items. The criterion-related validity of Conscientiousness increased when uncontaminated by method bias.

Michael Biderman, University of Tennessee-Chattanooga

Nhung T. Nguyen, Towson University

Christopher J. L. Cunningham, University of Tennessee-Chattanooga

Submitter: Michael Biderman, Michael-Biderman@utc.edu

200-5 Exploratory Regression Analysis: A User-Friendly Tool for Determining Predictor Importance

When taking an exploratory approach to organizational research, linear regression can be used to help identify important predictor variables in a model, which has both theoretical and practical benefits. This paper describes a user-friendly program (in Excel) that generates results from several approaches to determine predictor variable importance.

Michael T. Braun, Michigan State University

Frederick L. Oswald, Rice University

Submitter: Michael Braun, braunmi3@msu.edu

200-6 Neglected and Otherwise Irritating Issues With Correlation Adjustment Equations

Absent from the literature is a correlation adjustment that corrects for criterion unreliability and indirect range restriction simultaneously. This article will propose an equation that will correctly make this simultaneous adjustment as well as point out some of the subtle issues that make all correlational adjustments trickier than they appear.

Reagan D. Brown, Western Kentucky University

Submitter: Reagan Brown, Reagan.brown@wku.edu

200-7 Do Vague Quantifiers Induce Unfolding in Personality Items?

This paper investigates the effects of vague quantifiers in item stems on IRT parameter estimates in the generalized graded unfolding model. Results suggest that the use of the word “sometimes” in items increases item heterogeneity, and respondents may use internal benchmarking procedures to interpret the vague quantifier in items.

Nathan T. Carter, Bowling Green State University

Michael J. Zickar, Bowling Green State University

Dev K. Dalal, Bowling Green State University

Jason E. Adams, Bowling Green State University

Submitter: Nathan Carter, carternt@yahoo.com

200-8 Using Random Sampling in Study Selection for Inclusion in Meta-Analysis

The current investigation randomly sampled studies that were included in 3 previously conducted meta-analyses to determine the optimal percentage of sampling for producing accurate meta-analytic results. We found that random samples composed of at least 50% of the studies that fit one’s inclusion criteria produced accurate main effect sizes.

Amy DuVernet, North Carolina State University

Mark A. Wilson, North Carolina State University

Jennifer London, North Carolina State University

Submitter: Amy DuVernet, amyduv@gmail.com

200-9 Self-Monitoring and Social Skill: The Jangle Fallacy?

Using structural equation modeling, this study simultaneously investigated (a) whether the measures of self-monitoring and social skill are the same and (b) the relationships between self-monitoring, social skill, and standardization and customization of service work. Results indicated that self-monitoring and social skill measures tap on the same 2 underlying dimensions.

Jason L. Huang, Michigan State University

Submitter: Jason Huang, huangle1@msu.edu

200-10 Sample Characteristics Over a Decade of Applied Psychological Research

This study focuses on sample characteristics of articles published in the Journal of Applied Psychology from 1995–2007. The median sample size of 174 was adequate for detecting medium and large effects as defined by Cohen (1992). Implications are discussed in terms of theory building, generalizability of findings, and statistical power.

Thomas Kiger, University of Minnesota

Winny Shen, University of Minnesota

Stacy Eitel Davies, University of Minnesota

Rena Lenore Rasch, University of Minnesota

Kara Simon, University of Minnesota

Deniz S. Ones, University of Minnesota

Submitter: Thomas Kiger, tomkiger@gmail.com

200-11 Estimating the Relative Importance of Interactive and Other Higher-Order Effects

In this paper we present a strategy for applying relative importance analysis to models containing higher order effects (e.g., interactive, quadratic, cubic). We describe how the standard relative importance analyses are inappropriate for models with higher order effects and describe a new approach that may be used with such models.

James M. LeBreton, Purdue University

Scott Tonidandel, Davidson College

Submitter: James LeBreton, lebreton@psych.purdue.edu

200-12 Unfolding Item Response Theory: Analysis of Employment Drug Testing Attitudes

We compared the use of unfolding and dominance approaches to develop a survey of attitudes toward employer drug testing. Results suggest that the ideal point and dominance approaches result in forms retaining different items and similar psychometric characteristics; persons who interpret items literally show less fit to unfolding models.

Bing C. Lin, Bowling Green State University

Michael J. Zickar, Bowling Green State University

Nathan T. Carter, Bowling Green State University

Dev K. Dalal, Bowling Green State University

Katherine Wolford, Bowling Green State University

Submitter: Bing Lin, bclin@bgnet.bgsu.edu

200-13 Order of Item Difficulty on Cognitive Assessments: A MACS Analysis

This study examined whether varying the order of item difficulty on a cognitive-ability test can result in differences of factor structure and latent means for the test—an important consideration in establishing evidence for construct validity. Analyses revealed that altering the presentation order of items appears to have no effects.

Donald E. Lustenberger, Purdue University

Submitter: Donald Lustenberger, dlustenb@purdue.edu

200-14 Goodness of Fit: Simple Rules of Thumb Simply Don’t Work

This study illustrates the effects of the CFA estimation method on several measures of model fit and questions the appropriateness of previously developed “rules of thumb” for their interpretation. Results indicate that these rules of thumb may be misleading for diagonally weighted least squares (DWLS) estimation.

Christopher D. Nye, University of Illinois at Urbana-Champaign

Fritz Drasgow, University of Illinois at Urbana-Champaign

Submitter: Christopher Nye, cnye2@uiuc.edu

200-15 Identifying Key Drivers and Actionable Items: Comparison of Four Methods

To meet client needs, practitioners use key drivers analysis to identify strategic and actionable items. Various techniques to identify key drivers exist. Using the same data, this study compared 4 techniques, their results, and inferences drawn. Results suggest technique choice impacts results and inferences made, especially with correlated predictors.

Rena Lenore Rasch, University of Minnesota

Brenda Kowske, Personnel Decisions International

Anne E. Herman, University of Nebraska-Omaha, Kenexa

Submitter: Rena Rasch, rasc0042@umn.edu

200-16 Investigating Gender DIF in the Romanian Version of the CPI

This study investigates gender differences in the Romanian version of the California Personality Inventory using the differential item function techniques of item response theory. Results indicate only a few items of those analyzed showed DIF; however, the effect sizes were small and appear to be of little practical importance.

Michael E. Rossi, University of South Florida

Dan Ispas, University of South Florida

Dragos Iliescu, National School of Political and Administrative Studies

Alexandra Ilie, University of South Florida

Submitter: Michael Rossi, merossi00@gmail.com

200-17 Thirty Years of Meta-Analysis: Assessing Its Impact on the Sciences

Meta-analysis marks an important change in the empirical research paradigm. Meta-analytic publications are growing exponentially and are cited well above the average rate. We conducted a literature review to identify journal articles on meta-analytic topics appearing between 1977 and 2007 to assess this methodology’s impact on modern research.

Fletcher Christensen, University of Minnesota

Benjamin K. Seltzer, University of Minnesota

Adam Beatty, University of Minnesota

Deniz S. Ones, University of Minnesota

Submitter: Benjamin Seltzer, seltz044@umn.edu

200-18 Anchored Preferential Personality Measure: Reducing the Susceptibility to Response Distortions

To mitigate the negative impact of response distortions on personality assessment in faking conditions, a new measure is proposed and tested. Construct validity was supported and the effect size differences between honest and faking conditions of the new measure were much smaller than items on the NEO-IPIP.

Megan N. Shaw, George Washington University

Nicholas L. Vasilopoulos, Personnel Decisions Research Institutes

Submitter: Megan Shaw, megshaw@gwu.edu

200-19 Measurement Equivalence of a Competency-Based Performance Assessment System

The construct validity and measurement equivalence of faculty ratings of surgical resident performance were examined across experience levels. Confirmatory factor analysis examine the structure of this instrument across 2 experience levels. Results indicate that the instrument measures the same 7-competency model in a conceptually similar way regardless of experience.

Kevin C. Wolfe, New York Medical College

Donald A. Risucci, New York Medical College

Bernard Gorman, Nassau Community College

William Metlay, Hofstra University

Submitter: Kevin Wolfe, kevin_wolfe@nymc.edu

200-20 Hypothesizing and Testing Multilevel Moderation: Issues and Recommendations

This study highlights the importance of differentiating moderation effects across multiple levels of analysis. Based on algebraic derivations, a Monte Carlo simulation, and a real dataset, we show that erroneous conclusions may be obtained if researchers use grand-mean centering or no centering and conflate various moderation effects across levels.

Zhen Zhang, Arizona State University

Michael J. Zyphur, University of Washington Bothell

Kristopher J. Preacher, University of Kansas

Submitter: Zhen Zhang, z.zhang@asu.edu

200-21 Conducting and Reporting Meta-Analyses in I-O Psychology: Standard or Deviation?

We outline the development of quality guidelines for the conduct and reporting of meta-analyses in the sciences and present a checklist of meta-analysis guidelines for I-O researchers. Using these guidelines, we evaluate 10 current and influential I-O meta-analyses and provide recommendations to facilitate increased transparency and reliability of meta-analysis reporting.

Zeynep Aytug, Baruch College, CUNY

Hannah R. Rothstein, Baruch College, CUNY

Mary Kern, Baruch College, CUNY

Submitter: Zeynep Aytug, Zeynep_Aytug@baruch.cuny.edu

200-22 Building Versus Testing Theory: The Role of Accuracy of Prediction

Accuracy is a criterion for evaluating theory that plays only a minor role in theory testing. Its role in efforts to build better theory, though, is both critical and seemingly forgotten in contemporary research. Using measures of accuracy to index research is considered, and implications for research practice are discussed.

Kevin D. Carlson, Virginia Tech

Submitter: Kevin Carlson, kevinc@vt.edu

200-23 Citing, Reporting, Interpreting, and Building On Meta-analytic Findings
This paper examines what happens after a body of literature has been meta-analyzed. We identified 253 citations to meta-analyses and examined how authors described and used the results of prior meta-analyses. Surprisingly, effect size variability—a critical indicator of generalizability—was never reported. Recommendations for improved practice are offered.

Kevin D. Carlson, Virginia Tech

Fiona Xiaoying Ji, Virginia Tech

Submitter: Kevin Carlson, kevinc@vt.edu

200-24 Random Responding: Detection and Impact on Reliability and Effect-Size Estimates

We use simulations to assess the impact of random-responding on internal consistency and effect size estimates. Large effects on effect size estimates are observed when scale averages are not centered on the midpoint of the response-option continuum and when correlations are negative—even at low random responding base rates.

Marcus Crede, SUNY Albany

Submitter: Marcus Crede, mcrede@albany.edu

200-25 A Review of Confirmatory Factor Analysis in the Organizational Sciences

This manuscript reviews the contemporary application of confirmatory factor analysis in the organizational sciences. Topics covered include justifications for CFA; area of inquiry, sample adequacy, and information reported pertaining to assumptions; and model specification/identification/ assessment. Conclusions are based on 63 studies published between 2003 and 2007 in the discipline’s top journals.

Rustin D. Meyer, Purdue University

Dina Krasikova, Purdue University

Submitter: Rustin Meyer, meyer@psych.purdue.edu

200-26 The Development of the Research Participation Scale

This study was conducted to develop a scale to measure participant engagement during research experiments. Exploratory factor analyses with principal component extraction revealed a 1-factor construct of engagement. Implementation scale will allow researchers to gain insight into degree of effort put forth by their research participants.

Robyn Petree, University of Texas at Arlington

Katherine Sullivan, University of Texas at Arlington

Michael A. Neeper, University of Texas at Arlington

Submitter: Michael Neeper, mneeper@uta.edu

200-27 Understanding Survey Comment Nonresponse and the Characteristics of Nonresponders

This study investigated the “who” and “how” of open-ended comments by exploring commenting behavior on a training evaluation survey. Results showed that dissatisfied individuals and those interested in the topic were especially inclined to comment. In addition, dissatisfied respondents tended to provide negative comments, and conscientious respondents provided specific comments.

Reanna M. Poncheri Harman, North Carolina State University/SWA Consulting, Inc.

Lori Foster Thompson, North Carolina State University

Eric A. Surface, SWA Consulting Inc.

Submitter: Reanna Poncheri, rmponche@ncsu.edu

200-28 Development of a Visual Threat Detection Scale

To develop a scale to assess Warfighters’ visual threat detection ability, items were generated through SME interviews and a literature review. Item validity was calculated using content validity ratios and an exploratory factor analysis was conducted. The scale was found to be suitable for assessing visual threat detection ability.

Iris Rivera, Consortium Research Fellows Program

Jennifer Murphy, U.S. Army Research Institute

Submitter: Iris Rivera, flip01@ufl.edu

200-29 Development/Validation of the PANON Scale Assessing Survey Anonymity Perceptions

As methods of survey administration have evolved over time, anonymity perceptions and their potential impact on data quality have remained an issue for researchers and practitioners alike. This study develops and provides validity evidence for the PANON, a scale measuring perceived anonymity that can be used in survey research.

Thomas J. Whelan, North Carolina State University

Lori Foster Thompson, North Carolina State University

Submitter: Thomas Whelan, tjwhelan@ncsu.edu

200-30 Examining DIF in Perceived Anonymity When Sensitive Items Are Endorsed

This study examined anonymity perceptions in a Web-based survey context using an item response theory (IRT) based approach. Keeping characteristics of survey administration constant, differntial item functioning (DIF) analyses demonstrated that endorsements of sensitive items appeared to influence responses to a perceived anonymity measure, and sensitive items did not display DIF based on anonymity scale scores.

Thomas J. Whelan, North Carolina State University

Adam W. Meade, North Carolina State University

Submitter: Thomas Whelan, tjwhelan@ncsu.edu

200-31 Enhancing Utility Analysis: Introducing the Cue See Model

To augment utility analysis, a new approach inspired by computational organizational theory, industrial/systems engineering, the HC BRidge™ model, and stochastic finance is outlined and demonstrated in a Monte Carlo simulation of a gourmet restaurant business. Examples and results illustrate improvements for both science and practice.

Matt Barney, Infosys

Submitter: Matt Barney, drmattbarney@gmail.com

200-32 The Exploration of Statistical Methods in Detecting Random Responding

We examined 3 independent statistical methods to detect random responding. The degree of random response was manipulated across 10 datasets. Results reveal that identifying random responses within a dataset is possible through statistical means. The implications of these findings and future directions for research are discussed.

Clay Ehlers, Kenexa

Mark D. Zajack, Clemson University

Jeff A. Weekley, Kenexa

Tiffany M. Greene-Shortridge, Kenexa

Submitter: Mark Zajack, zajack@clemson.edu

201. Interactive Posters: 3:30 PM–4:20 PM  
Napoleon D1-D2

Diversity: My Gosh, Don’t You Get it Yet?

Brian O’Leary, University of Tennessee-Chattanooga, Facilitator

201-1 The Impact of Diversity Climate on Climate for Innovation

This study investigated the impact of diversity climate on perceptions of climate for innovation. Findings revealed a group membership by diversity climate interaction and a gender by diversity climate interaction on climate for innovation, with mediation by employee engagement. Results demonstrate that prodiversity climates correspond with more positive innovation climates.

Benjamin E. Liberman, Columbia University

Submitter: Benjamin Liberman, bel2104@columbia.edu

201-2 Organizational Support for Diversity Mitigates Harmful Effects of Discrimination

Using justice and social exchange theories, we examined how negative effects of discrimination on affective commitment can be attenuated by organizational efforts to support diversity. We found that discrimination is negatively related to affective commitment. However, this relationship became weaker as employees perceived more organizational efforts to support diversity.

Mary Triana, Texas A&M University

María Fernanda Garcia, University of Texas at El Paso

Adrienne J. Colella, Tulane University

Submitter: Maria Triana, mtriana@bus.wisc.edu

201-3 Prejudice Perceptions and Organizational Commitment: An Investigation of Intervening Factors

This study reports the responses of 185 retirement home staff. Using a path-analytic approach, it was shown that when employees perceived being the target of prejudicial treatment contributed to their interpretations of the work environment, which, in turn, was associated with organizational commitment. Implications are discussed.

Jennica Webster, Central Michigan University

Stephen H. Wagner, Central Michigan University

Joseph R. Dettmann, Central Michigan University

Submitter: Jennica Webster, webst1jr@cmich.edu

201-4 Effect of Diversity Climate Perceptions on Attitudinal Outcomes

This study examined the effect of employees’ diversity climate perceptions on organizational outcomes. Results indicated positive diversity climate perceptions predicted job satisfaction, organizational commitment, individual empow- erment, and team cohesion. Mediation analysis showed that racial differences in empowerment and organizational commitment could be explained by diversity climate perceptions.

Natalie Wolfson, Colorado State University

Kurt Kraiger, Colorado State University

Lisa Finkelstein, Northern Illinois University

Submitter: Natalie Wolfson, newolfson9@gmail.com

202. Special Events: 3:30 PM–4:50 PM  
Napoleon D3

Town Hall Meeting

Come meet with the SIOP leadership to discuss various organizational issues as well as to get answers to your questions about SIOP activities. Topics will include implementation of SIOP’s new governance structure, an update on the IAAP and SIOP United National initiative, and any other topics of interest to you.

Gary P. Latham, University of Toronto, Presenter

Lois E. Tetrick, George Mason University, Presenter

Kurt Kraiger, Colorado State University, Presenter

203. Symposium/Forum: 3:30 PM–5:20 PM  
Academic and Practitioner Perspectives on Solutions to Work-to-Nonwork Conflict

This session bridges the gap between academics and practitioners within the work–life literature by presenting the latest research around solutions for work-to-nonwork conflict from varying perspectives. Academics and practitioners will present research that addresses the role of organizations, supervisors, peers, individuals, and the cultural context in experiences of work-to-nonwork conflict.

Angela Grotto, Sirota Survey Intelligence/Baruch College, CUNY, Co-Chair

Carly S. Bruck, Sirota Consulting,  Co-Chair

Angela Grotto, Sirota Survey Intelligence/Baruch College, CUNY, Patrick K. Hyland,
Sirota Survey Intelligence, The Relationship Among Proactive Personality, Work–Life Balance, Mindfulness, and Stress

Karen S. Lyness, Baruch College, CUNY, Michael K. Judiesch, Manhattan College, Multisource Perspectives on Work–Life Balance Across Cultures

Kristen M. Shockley, University of South Florida, Eunae Cho, University of South Florida, Tammy D. Allen, University of South Florida, Andrew Biga, Procter & Gamble, Robert E. Gibby, Procter & Gamble, Flexible Work Arrangements in a Multinational Corporation

John O. DeVille, Dell Inc., Jolene L. Skinner, Dell, Inc., Action Planning From Dell’s First Work–Life Survey

Jhumur Manglik, American Express, Researching “Extreme” Jobs and Practicing Workplace Flexibility and Work–Life Balance

Submitter: Carly Bruck, cbruck@gmail.com

204. Roundtable Discussion/Conversation Hour: 3:30 PM–4:20 PM  
Oak Alley

Teaching “Interactive-Intensive” Topics in Online Settings

Universities and training facilities are incorporating more online instruction. Courses such as organizational behavior or business ethics seem to be incompatible with online instructional settings. This roundtable offers participants discussion of strategies for successfully leveraging the universe of possibilities for excellent online learning, even for seemingly incompatible course content.

Jeanne K. J. Enders, Portland State University, Host

Talya N. Bauer, Portland State University, Host

Submitter: Jeanne Enders, endersj@pdx.edu

205. Symposium/Forum: 3:30 PM–4:50 PM  
Rhythms 1

Personal Versus Process Safety: What’s the Difference?

The need for understanding and measuring safety indicators and the role they play in managing organizational safety is imperative. This symposium comprises 4 papers that begin to provide the field with insights regarding the constructs and measurement of personal and process safety from both academic and applied perspectives.

Jaime B. Henning, Eastern Kentucky University, Co-Chair

Thomas Woodrick, Illinois State University, Co-Chair

Mindy E. Bergman, Texas A&M University, Jaime B. Henning, Eastern Kentucky University, Jeremy M. Beus, Texas A&M University, Safety and Security of Persons, Processes, and Products

Thomas Woodrick, Illinois State University, Justine O’Connor, Towers Perrin-ISR, Nathan Schneeberger, Towers Perrin ISR, Joseph R. Dettmann, Central Michigan University, Measuring Process Safety Culture: Exploratory and Confirmatory Evidence

Jennifer Rodriguez, Texas A&M University, Mindy E. Bergman, Texas A&M University, Stephanie C. Payne, Texas A&M University, Jeremy M. Beus, Texas A&M University, The Impact of the BP Baker Report

Kevin W. Mac Dougall, Husky Energy Inc., Baselining Safety Culture at Husky Energy

Mark Griffin, University of Sheffield, Discussant

Submitter: Jaime Henning, Jaime.Henning@eku.edu

206. Symposium/Forum: 3:30 PM–4:50 PM  
Rhythms 2

Multiteam Systems: Exploring an Emerging Organizational Form

Teams are increasingly charged with networked interaction across both team and organizational boundaries to achieve higher order goals. This symposium presents a collection of 4 papers designed to advance theory on multiteam systems, paving the way for future thinking and empirical inquiry of these complex, emerging organizational structures.

C. Shawn Burke, University of Central Florida, Co-Chair

Leslie A. DeChurch, University of Central Florida, Co-Chair

Leslie A. DeChurch, University of Central Florida, Stephen J. Zaccaro, George Mason University, Michelle A. Marks, George Mason University, Multiteam Systems: A Taxonomy and Theoretical Refinement

C. Shawn Burke, University of Central Florida, Rebecca Lyons, University of Central Florida, Miliani Jimenez, Florida International University, Andrea M. Barnhard, University of Central Florida, Marissa L. Shuffler, ICF International, Eduardo Salas, University of Central Florida, Linda G. Pierce, Army Research Institute, Development of a Taxonomy of Critical Processes in MTS

Dave Luvison, Alliance Vista Corporation, Michelle A. Marks, George Mason University, Developments in Interorganizational MTSs: Goal Hierarchies, Coopetition, and Contextual States

Daniel Doty, University of Central Florida, Toshio Murase, University of Central Florida, Samuel R. Wooten II, IST, Leslie A. DeChurch, University of Central Florida, John E. Mathieu, University of Connecticut, Modeling Multiteam Dynamics: Using SURREALISM to Investigate Complex Interteam Interactions

Gerald F. Goodwin, U.S. Army Research Institute, Discussant

Submitter: Leslie DeChurch, ldechurc@mail.ucf.edu

207. Symposium/Forum: 3:30 PM–4:50 PM  
Rhythms 3

Trait, Criterion, and Situational Specificity in Personality–Job Performance Relations

Four empirical papers assess the value of situational, trait, and criterion specificity in linking personality with job performance. In contrast to the recent suggestions to abandon self-report personality tests in selection applications, validity gains linked to specificity suggest that personality tests have yet to reach their full potential.

Neil D. Christiansen, Central Michigan University, Chair

Alecia Billington, Central Michigan University, Co-Chair

Mitchell Rothstein, University of Western Ontario, Richard D. Goffin, University of Western Ontario, Michael J. Rieder, University of Western Ontario, Amanda Poole, University of Western Ontario, Henryk T. Krajewski, University of Western Ontario, Deborah M. Powell, Saint Mary’s University, R. Blake Jelley, University of Prince Edward Island, Allison C. Boyd, University of Western Ontario, Tracy Mestdagh, University of Western Ontario, The Incremental Validity of Narrow Versus Broad Personality Measures

Michael G. Anderson, CPP, Inc., Robert P. Tett, University of Tulsa, Specificity and Multivariate Prediction in Personality–Job Performance Linkages

John A. Coaster, Central Michigan University, Neil D. Christian-sen, Central Michigan University, Effects of Occupational Requirements on the Validity of Personality Tests

Craig A. Johnson, Hogan Assessment Systems, Jeff Foster, Hogan Assessment Systems, Blaine H. Gaddis, Hogan Assessment Systems, Is Personality Predictive? An Aternative Scoring Method That Increases Validity

Dave Bartram, SHL Group PLC, Discussant

Submitter: John Coaster, coast1ja@cmich.edu

208. Panel Discussion: 3:30 PM–4:50 PM  

Yakitiyack Don’t Talk Back: New Perspectives on Survey Action Planning

Recent attention to employee engagement has yielded a productive dialogue in the area of survey research. This session will raise equally critical but overlooked issues around action planning. Specifically, our experienced panel will discuss processes that work, cultural issues, managing accountability, tracking systems, and managing effect size expectations.

Christopher T. Rotolo, Behavioral Insights, LLC, Chair

Lise M. Saari, IBM, Panelist

David H. Oliver, PepsiCo International, Panelist

Susan A. Walker, FedEx Freight, Panelist

Jerry Halamaj, The Foresight Group, Panelist

Submitter: Christopher Rotolo, christopher.rotolo@pepsico.com

209. Roundtable Discussion/Conversation Hour: 4:30 PM–5:30 PM  
Oak Alley

The Future of SJTs: Where Do We Go From Here?

A situational judgment test (SJT) is an assessment tool that can provide a rich source of information across a variety of contexts (e.g., employee selection, training, development). Experts with knowledge of using SJTs will facilitate a discussion about a research agenda to enhance the use of SJTs in the future.

Mary L. Doherty, Valtera, Host

Catherine C. Maraist, Valtera, Host

Neil M. A. Hauenstein, Virginia Tech, Host

Michael A. McDaniel, Virginia Commonwealth University, Host

Submitter: Catherine Maraist, cmaraist@valtera.com

210. Panel Discussion: 5:00 PM–5:50 PM  

Making HR Metrics Work in Your Company

The emerging field of HR metrics provides a powerful addition to the menu of business performance measures. Measures of bench strength, workforce movement, and span of control provide data to evaluate organization effectiveness. Three professionals discuss the challenges and rewards of establishing an HR metrics programs in their companies.

Sarah R. Johnson, Genesee Survey Services, Chair

Ori Levi, Panelist

Lisa Wilkinson, Starbucks Coffee Company, Panelist

Todd Carlisle, Google, Panelist

Submitter: Sarah Johnson, sarah.johnson@gensurvey.com

211. Panel Discussion: 5:00 PM–5:50 PM  

Technology Leaders Discussion: Trends Impacting Industrial-Organizational Psychologists

Technology advances rapidly. Practitioners must often catch up to clients’ desire to implement innovative HR tools. This panel discussion includes technology and product leaders from 5 large testing and human capital organizations (ADP, Kenexa, PreVisor, SHL, Valtera) to identify trends that will impact the work of I-O psychologists.

Sarah S. Fallaw, PreVisor, Co-Chair

Kathleen A. Tuzinski, PreVisor, Co-Chair

Pierre Burno, Kenexa, Panelist

Jack Coapman, ADP Pre-Employment Services, Panelist

Matthew Heck, Valtera, Panelist

Andy Ross, SHL Group Ltd., Panelist

Robert Stephens, PreVisor, Panelist

Submitter: Sarah Fallaw, sfallaw@previsor.com

212. Special Events: 5:00 PM–5:50 PM  
Napoleon D3

The Value of Science and Evidence to Practitioners and Organizations

Understanding science and applying science are 2 different things. The Professional Practice Committee (PPC) of SIOP has created a presentation to be given to local professional groups that highlights the value of applying science in the workplace. The committee has also created a process to produce evidence for practitioners and a mechanism to push these out. This session will preview and discuss these and other projects of the PPC.

Deb Cohen, Society for Human Resources Management, Moderator

Nancy T. Tippins, Valtera, Presenter

Joan P. Brannick, Brannick HR Connections, Presenter

Alexander Alonso, American Institutes for Research, Presenter

Submitter: Debbie Cohen, dcohen@shrm.org

213. Panel Discussion: 5:00 PM–5:50 PM  
Rhythms 1

Applying I-O Tools to Achieve Strategic Results

This session was organized to share insights and examples of strategic applications of I-O tools to talent management in a variety of organizations. This session will cover strategic aspects of employer branding, retention, onboarding, leadership development, employee engagement, human capital measurement, and development of winning cultures.

William A. Schiemann, Metrus Group, Inc., Chair

Tamar Elkeles, Qualcomm, Inc., Panelist

Lisa Corona, McCormick & Company, Inc., Panelist

Steve Ginsburgh, Universal Weather and Aviation, Inc., Panelist

William Schiemann, Metrus Institute, Panelist

Submitter: William Schiemann, wschiemann@metrus.com

214. Panel Discussion: 5:00 PM–5:50 PM  
Rhythms 2

Understanding Resistance to Change From Multiple Perspectives

Organizational change is a complex phenomenon, with interpersonal, intrapersonal, and organization-wide antecedents. This panel discussion will explore resistance to change from multiple perspectives. Micro-, meso-,and macrosources of resistance will be discussed, and multilevel intervention strategies will be proposed.

Walter Reichman, Sirota Survey Intelligence, Chair

Peter Rutigliano, Sirota Survey Intelligence, Panelist

Patrick K. Hyland, Sirota Survey Intelligence, Panelist

Mitchell Fleischer, New Vectors, Panelist

Eric C. Marcus, Marcus Group, Panelist

Wes Siegal, Robert H. Schaffer & Associates, Panelist

Submitter: Walter Reichman, wreichman@sirota.com

215. Symposium/Forum: 5:00 PM–5:50 PM  
Rhythms 3

Gender Differences in Leadership: Exploring the Effect of Context

Research on gender differences in leadership have yielded mixed results, and yet women still hold fewer leadership positions than men. This symposium explores rater, relational, and environmental context effects that may explain the gender gap.

Ashley M. Guidroz, Denison Consulting, Chair

Lindsey M. Kotrba, Denison Consulting, Co-Chair

Eliza W. Wicher, San Francisco State University, Boris B. Baltes, Wayne State University, Double Jeopardy of Race and Gender in Performance Ratings

Fred Zijlstra, University of Maastricht, Alessia D’Amato, Center for Creative Leadership-Brussels, Marjoleine Kooyman, Maastricht University, Matti Hille, Maastricht University, Leadership Effectiveness: It Is in the Eye of the Beholder

Lindsey M. Kotrba, Denison Consulting, Ashley M. Guidroz, Denison Consulting, The Moderating Effect of Industry on Perceptions of Leaders

Sandy Lim, National University of Singapore, Discussant

Submitter: Ashley Guidroz, aguidroz@denisonculture.com

216. Panel Discussion: 5:00 PM–5:50 PM  

The Contribution of I-O Psychology to Disaster Recovery

A panel discussion considers the contribution of I-O psychology to assisting a community during disaster recovery. The project is based on a survey project with providers in social services, education, and health care working in New Orleans. The discussion considers the contribution of organizational research to community building.

Michael Leiter, Acadia University, Chair

Christina Maslach, University of California-Berkeley, Panelist

Sarah Hoffpauir, Behavioral Health Action Network, Panelist

Rebecca L. Toporek, San Francisco State University, Panelist

Submitter: Michael Leiter, michael.leiter@acadiau.ca