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Saturday AM

 Indicates Saturday Theme Track Session



217. Special Events: 8:00 AM–9:00 AM  

Keynote: Corporate Social Responsibility as a Driver for Innovation and Opportunities

This keynote session will set the stage for SIOP’s 2009 Saturday theme track covering the following areas: interweaving CSR/sustainability into the fabric of the business, the corporation’s angle; CSR/sustainability as a driver for innovation and opportunities, beyond legal requirements; and strategic planning and CSR/sustainability.

Sara P. Weiner, Kenexa, Chair

Ingar Skaug, Wilh. Wilhelmsen ASA & Center for Creative Leadership, Presenter

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

An Examination of Work–Family Conflict Among Low-Income and Nonprofessional Workers

Recent reviews of the work–family literature have noted the lack of studies focusing on low income and nonprofessional samples. This symposium addresses the call for more research on these understudied populations by presenting 4 empirical studies that extend our understanding of the unique issues faced by these groups.

Tracy Griggs, Winthrop University, Co-Chair

Wendy J. Casper, University of Texas at Arlington, Co-Chair

Jennifer E. Swanberg, University of Kentucky, Jacquelyn B. James, Boston College, Workplace Flexibility for Low-Wage Workers: Benefits for Employees and Organizations

Tracy Griggs, Winthrop University, Wendy J. Casper, University of Texas at Arlington, Lillian T. Eby, University of Georgia, The Moderating Effects of Support on WFC–Withdrawl Relationships

Ellen E. Kossek, Michigan State University, Leslie B. Hammer, Portland State University, Jesse S. Michel, Florida International University, Ryan Petty, Michigan State University, Nanette Yragui, Washington State SHARP Program, An Embedded Leadership and Work Group Context Perspective on Work–Family

Camille Johnson, San Jose State University, Meghna Virick, University of Texas at Arlington, Effects of Role Conflict Among Employed School Goers

Submitter: Tracy Griggs, TracyLGriggs@gmail.com

219. Panel Discussion: 8:00 AM–9:50 AM  

Synthetic Validity: Practical Questions and Answers

Synthetic validity techniques are infrequently used and not well understood despite their usefulness for common validation situations. This session provides practical perspectives and answers to questions on designing and implementing synthetic validity approaches to establishing validity evidence.

Charles A. Scherbaum, Baruch College, CUNY, Chair

Piers Steel, University of Calgary, Co-Chair

Jeff Foster, Hogan Assessment Systems, Panelist

Calvin C. Hoffman, LA County Sheriff’s Department, Panelist

P. Richard Jeanneret, Valtera, Panelist

Jeff W. Johnson, Personnel Decisions Research Institutes, Panelist

Submitter: Charles Scherbaum, charles.scherbaum@baruch.cuny.edu

220. Symposium/Forum: 8:00 AM–9:50 AM  
Grand Ballroom B

Perceptions of Age in the Workplace: U.S. and EU Perspectives

These studies examine age perceptions in the workplace in the EU and the U.S. Topics include how subjective age influences individual attitudes, how the meaning of felt age changes over the lifespan, perceptions of older workers’ personality and ability, and how time remaining in life influences worker behaviors and attitudes.

David Cadiz, Portland State University, Chair

Donald M. Truxillo, Portland State University, Co-Chair

David Cadiz, Portland State University, Donald M. Truxillo, Portland State University, Robert R. Sinclair, Clemson University, Subjective Age, Core Self-Evaluations, and Workplace Outcomes Among Nurses

Nicole Johnson, University of Connecticut, Alyssa McGonagle, University of Connecticut, Janet L. Barnes-Farrell, University of Connecticut, Stephanie Morrow, University of Connecticut, Drivers of Psychological Age Among Working Adults: Age-Dependent Phenomena

Marilena Bertolino, University of Trento, Franco Fraccaroli, Universita degli Studi di Trento, Perceived Age Differences in Personality and Cognitive Ability

Alexander R. Schwall, Development Dimensions International, Perceived Time Remaining in Life: An Alternative Conceptualization of Age

Lisa Finkelstein, Northern Illinois University, Discussant

Dirk D. Steiner, Université de Nice-Sophia Antipolis, Discussant

Submitter: David Cadiz, dcadiz@pdx.edu

221. Symposium/Forum: 8:00 AM–9:50 AM  
Grand Ballroom E

Meta-Analysis: Advances in Methods and Practice

This session describes advances in the statistical tools and practice of meta-analysis. Topics include methods to account for baseline data, correct for range restriction, estimate random variance components, and test for publication bias. Considerations in conducting and reporting meta-analytic results will be discussed.

Scott B. Morris, Illinois Institute of Technology, Chair

Scott B. Morris, Illinois Institute of Technology, Accounting for Covariance Heterogeneity in the Standardized Mean Change

Huy Le, University of Central Florida, In-Sue Oh, University of Iowa, Correcting for Indirect Range Restriction: Determining the uT Distributions

Michael T. Brannick, University of South Florida, Guy Cafri, University of South Florida, The Conditional Random-Effects Variance Component in Meta-Regression

Michael A. McDaniel, Virginia Commonwealth University, Cumulative Meta-Analysis as a Publication Bias Detection Method

Frederick L. Oswald, Rice University, Interpreting and Using Results From Meta-Analysis

Craig J. Russell, University of Oklahoma, Discussant

Submitter: Scott Morris, scott.morris@iit.edu

222. Symposium/Forum: 8:00 AM–9:50 AM  
Grand Chenier

Recent Development in Strategies for Testing Assumed Mediation Models

Recent developments and controversies surrounding strategies for testing assumed mediation models are considered. Presentations focus on (a) tests of mediation models based on experimental, quasi-experimental, and nonexperimental research; (b) construct validity issues in tests of mediation models; and (c) recommendations for conducting tests of mediation models.

Larry J. Williams, Virginia Commonwealth University, Chair

Lawrence R. James, Georgia Institute of Technology, Testing for Mediation
Dov Eden, Tel Aviv University, True-Experimental Tests of Mediation Models in Organizations

Adam Grant, University of North Carolina, Toby Douglas Wall, University of Sheffield, Testing and Discovering Mediating Processes in Quasi-Experiments

Eugene F. Stone-Romero, University of Texas, San Antonio, Patrick J. Rosopa, Clemson University, Construct Validity Issues in Tests of Assumed Mediation Models

John E. Mathieu, University of Connecticut, Discussant

Submitter: Eugene Stone-Romero, wolfcub1@satx.rr.com

223. Symposium/Forum: 8:00 AM–9:50 AM  
Grand Couteau

Validity and Utility of Computer Adaptive Testing in Personnel Selection

The use of computer adaptive testing (CAT) in personnel selection has increased significantly over the past few years. As a follow-up to last year’s well-attended sessions on a similar topic, 5 presenters will provide results of various studies that showcase the strength of the validity and utility of CAT.

Michael S. Fetzer, PreVisor, Chair

Sara Lambert Gutierrez, PreVisor, Darrin Grelle, University of Georgia, Matthew J. Borneman, University of Minnesota, Computer Adaptive Measures of Cognitive Ability: Validity and Utility

Jessica L. Blackburn, TeleTech, CAT Versus Static: Evaluation of an Adaptive Job Knowledge Test

Tracy Kantrowitz, PreVisor, Richard A. McLellan, Previsor, Walter C. Borman, Personnel Decisions Research Institutes, Janis S. Houston, Personnel Decisions Research Institutes, Robert J. Schneider, Personnel Decisions Research Institutes, Validation of Computer Adaptive Personality Scales for Commercial Use

Amanda Dainis, James Madison, Darrin Grelle, University of Georgia, Laura Hurst, PreVisor, Optimizing Test Length and Measurement Precision: CAT Versus Dynamic Tests

Robert E. Gibby, Procter & Gamble, Andrew Biga, Procter & Gamble, Dan Ispas, University of South Florida, Matthew Fleisher, University of Tennessee, Validity/Utility of Unproctored CAT Cognitive Ability: A Global Look

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

Submitter: Michael Fetzer, mfetzer@previsor.com

224. Posters: 8:00 AM–8:50 AM  
Napoleon ABC

Leadership II

224-1 The Relationship Between “Dark Side” Dispositions, Derailment Potential, and Turnover

This study addresses the relationships between dysfunctional dispositions (i.e., “moving against or away from people”), the potential to derail, and turnover. Results show that derailment potential partially mediated the positive relationship between the “moving against people” dispositional characteristics and both voluntary and involuntary turnover.

Marisa Adelman, University of North Carolina Charlotte

Linda R. Shanock, University of North Carolina Charlotte

Eric D. Heggestad, University of North Carolina Charlotte

Ashley Andrew, University of North Carolina Charlotte

Matthew R. Walter, Bank of America

S. Douglas Pugh, University of North Carolina Charlotte

Submitter: Marisa Adelman, madelman@uncc.edu

224-2 Methods for Interpreting Multisource Assessment Feedback

This study was conducted to evaluate the effectiveness and efficiency of 4 methods of providing coaching support for multisource assessment feedback interpretation and individual development plan creation.

Arnold L. Leonard, ICF International

Trevor M. Conrad, ICF International

Angela Karrasch, Center for Army Leadership

Submitter: Arnold Leonard, leonard286@verizon.net

224-3 Strategically Evaluating Leader Self-Development: Methodologies, Practical Considerations, and Organizational Implications

Self-development presents leaders with an opportunity to grow their skills with minimal resource allocation from the organization. Organizations must, however, offer support and guidance. This paper discusses methodologies organizations can employ to evaluate leader self-development efforts and also motivate and enhance the effectiveness of leaders’ future self-development efforts.

Karin A. Orvis, Old Dominion University

Krista L. Langkamer, Aptima, Inc.

Submitter: Karin Orvis, korvis@odu.edu

224-4 Predictors of Leaders’ Satisfaction With 360-Degree Feedback Coaching

The effectiveness of 360-degree feedback can be maximized through sessions with a coach. Using evaluations from 1,569 managers of a Fortune 100 company, we observed that valuable insights, challenged assumptions, and well-prepared coaches were the strongest predictors of overall satisfaction with feedback sessions. Implications for researchers and practitioners are discussed.

Cathleen A. Swody, Leadership Research Institute

Stephen Young, University of Connecticut

Steven M. Rumery, Leadership Research Institute

Submitter: Cathleen Swody, Cathy.Swody@lri.com

224-5 Effects of Age and Gender in a Leadership Development Program

Using archival data from a leadership development program in a military setting, we examined implications of gender and age for objective and subjective performance. Results indicated that gender and age significantly impacted participants’ scores on objectively measured performance and partially mediated the effects of these attributes on subjective performance ratings.

Robert R. Hirschfeld, University of Colorado

Christopher H. Thomas, Northern Illinois University

Submitter: Christopher Thomas, chthomas@niu.edu

224-6 Reducing One’s Guilt: A Neutralization Model

We present a model of the neutralization process in an individual based on our examination of the corruption perpetrated by T.T. Durai, the ex-chief executive officer of the National Kidney Foundation, Singapore. The model is based on the theoretical framework provided by research on neutralization techniques and attribution theory.

Hwee S. Khoo, National University of Singapore

Vivien K. G. Lim, National University of Singapore

Submitter: Hwee Khoo, hweesing@gmail.com

224-7 Cynicism and Consequences for Professionalism

The purpose of this research is to develop a theoretical model of cynicism and professionalism. Cynicism has reached high levels in many organizations, and it may have important organizational consequences (Bedeian, 2007). The resulting model suggests both direct and indirect effects of individuals’ cynicism on their professionalism and professional ethics.

Jeffrey J. Bailey, University of Idaho

Submitter: Jeffrey Bailey, jbailey@uidaho.edu

224-8 Violating Stereotypes: Harsh Evaluations for Women With Relationship Problems

Examining data from 14,925 managers, we found women and men were held to different behavioral standards. Although men and women’s performance evaluations were equivalent, women with relationship problems at work were assessed by their bosses as more likely (than men with similar problems) to derail, but differences were small.

Phillip W. Braddy, Center for Creative Leadership

Joyce E. Bono, University of Minnesota

John W. Fleenor, Center for Creative Leadership

Submitter: Phillip Braddy, braddyp@leaders.ccl.org

224-9 An Empirical Examination of a Model of Authentic Leadership

With Authentic Leadership Questionnaire (ALQ), this study examined the Avolio et al. (2004) authentic leadership model that specifies the linkage between leadership behavior and followers’ emotions, attitudes, and behaviors. Our results supported most of the links in the Avolio et al. (2004) model.

Xiafang Chen, University of Maryland

Juliet Aiken, University of Maryland

Paul J. Hanges, University of Maryland

Submitter: Xiafang Chen, xichen@psyc.umd.edu

224-10 The Power–Influence Paradox: Towards a Better Understanding of Social Exchanges

This paper discusses how the leadership literature has implicitly treated power as though it were permanently embedded within the context of organizational hierarchy rather than being a characteristic of the individuals in the social relationship. An examination of social exchanges is provided with an alternate framework for conceptualizing power.

Cody L. Chullen, Purdue University

Submitter: Cody Chullen, cchullen@purdue.edu

224-11 Transformational Leadership and Psychological Contract Fulfillment

We examined the association between transformational leadership, psychological contract fulfillment, and follower attitudes and performance. Structural equation modeling results showed that relational psychological contract fulfillment significantly mediated the relationship between transformational leadership and followers’ attitudes and performance. Polynomial regression results revealed complex relationships between psychological contract perceptions and attitudes.

Gang Wang, University of Iowa

Amy Colbert, University of Iowa

John B. Bingham, Brigham Young University

Daejeong Choi, University of Iowa

Submitter: Amy Colbert, amy-colbert@uiowa.edu

224-12 An Examination of a Model Predicting Quality LMX Relationships

This study tested a model predicting the quality of LMX relationships. Data from 109 pairs of employed supervisors and subordinates revealed that member job security and job stress are significantly related to LMX, and both of these relationships are mediated by member state anxiety.

Angela R. Connell, Kansas State University

Satoris S. Culbertson, Kansas State University

Submitter: Angela Connell, aconnell@ksu.edu

224-13 Perpetuating Abusive Supervision: Reactions of Third-Party Observers

Research on abusive supervision has focused almost exclusively on the perceptions of the targets of abuse. This study explored observer reactions to abusive supervision and found that observers are more likely to condone the behavior of an abusive supervisor when the business outcomes associated with the supervisor are desirable.

Jonathan A. Shaffer, University of Iowa

Stephen H. Courtright, University of Iowa

Amy Colbert, University of Iowa

Todd C. Darnold, Creighton University

Submitter: Stephen Courtright, stephen-courtright@uiowa.edu

224-14 Emotional Intelligence and Leadership: A Meta-Analytic Review

Meta-analyses are used to examine the relationship between emotional intelligence and transformational leadership and other leadership behaviors. Results
(k = 50, N = 5,699) indicate that the strength of the EI–transformational leadership relationship is far stronger when data is drawn from the same source
(ρ = . 54) than when data is multisource (ρ = .14).

Peter D. Harms, University of Nebraska, Lincoln

Marcus Crede, SUNY-Albany

Submitter: Marcus Crede, mcrede@albany.edu

224-15 Trust and Leadership (LMX) in National Science Foundation Research Centers

We examined the relationship between trust and leader– member exchange (LMX) on satisfaction, commitment, and performance of all industry/university cooperative research centers in the United States supported and funded by the National Science Foundation. The importance of leadership relationships and trust in success of these innovative research partnerships is discussed.

Janet L. Bryant, Personnel Decisions International

Donald D. Davis, Old Dominion University

Mathew E. Loesch, Old Dominion University

Submitter: Donald Davis, DDDavis@odu.edu

224-16 Leadership, Role Breadth Self-Efficacy and the Proactive Behavior of Employees

This multisource study addresses the role of perceived leadership and role breadth self-efficacy (RBSE) in peer-rated employee proactive behavior. Transformational leadership and RBSE were positively related to proactive behavior. A significant interaction qualifies the main effects: Transformational leadership enhances proactive behavior for individuals high (but not low) on RBSE.

Deanne N. Den Hartog, University of Amsterdam

Frank D. Belschak, University of Amsterdam

Submitter: Deanne Den Hartog, d.n.denHartog@uva.nl

224-17 Investigating Managerial Performance: A Relative Weights Analysis of Derailment Behaviors

This study of 4,728 managers used Johnson’s (2000, 2001) relative weights analysis to determine which of 5 derailment behaviors are most indicative of poor managerial job performance. Results suggested that exhibiting behaviors of too narrow a functional orientation and difficulty changing/adapting were the most detrimental to managers’ overall performance ratings.

William A. Gentry, Center for Creative Leadership

Phillip W. Braddy, Center for Creative Leadership

Todd J. Weber, University of Nebraska-Lincoln

Lori Foster Thompson, North Carolina State University

James M. LeBreton, Purdue University

Submitter: William Gentry, gentryb@ccl.org

224-18 Using Reputational Measures in Leadership Evaluation: A Theoretical Perspective

The means of evaluating leadership has historically neglected reputation, defined as the perceived identity of a person based on the person’s personal characteristics, accomplishments, or behavior. This theoretical paper will examine reputation and how reputation should be used to evaluate changes of leaders participating in leadership development processes.

Robert Zinko, East Carolina University

William A. Gentry, Center for Creative Leadership

Submitter: William Gentry, gentryb@ccl.org

224-19 Effects of Leadership on Follower Identity: A Meta-Analysis

Follower self-identity is a key mechanism through which leadership-based effects are realized. In support of this idea, meta-analytic results are presented that indicate that transformational and transactional leadership have significant relationships with followers’ collective, relational, and individual self-identities. Support for moderating effects (leader level, culture) was also found.

Russell E. Johnson, University of South Florida

Chu-Hsiang Chang, University of South Florida

Erin Jackson, University of South Florida

Kristin N. Saboe, University of South Florida

Submitter: Russell Johnson, rjohnson@cas.usf.edu

224-20 Supervisors’ Moral Intelligence, Employee Outcomes, and Person–Supervisor Fit

This study examined how supervisors’ moral intelligences affects employees’ task performance and organizational citizenship behaviors towards supervisors. The results of 102 employee–supervisor pairs supported the role of employees’ psychological empowerment in partially mediating the linkage. Furthermore, person–supervisor fit moderated the relationship between supervisors’ moral intelligence and employees’ psychological empowerment.

Tae-Yeol Kim, City University of Hong Kong

Min Soo Kim, Han Yang University

Jonathan Kwok, City University of Hong Kong

Robert C. Liden, University of Illinois at Chicago

Submitter: Tae-Yeol Kim, bestkty@cityu.edu.hk

224-21 Development of a Construct-Valid Scale of Theory X/Y Behaviors
McGregor’s influential theorizing has rarely been tested due to the absence of valid measures. The pattern of correlations between our 13-item measure of Theory X/Y behaviors and conceptually identical, proximal, distal, and unrelated measures (rs = .60, .43, .19, and -.05, respectively) provides evidence of convergent, substantive, and discriminant validity.

Richard E. Kopelman, Baruch College, CUNY

David J. Prottas, Adelphi University

David W. Falk, Baruch College, CUNY

Submitter: Richard Kopelman, richard_kopelman@baruch.cuny.edu

224-22 Openness to Experience and Leadership: The Mediation of Cognitive Flexibility

This study was conducted to extend previous research on leadership by examining attributes of emergent leaders in dynamic situations. Specifically, it assessed the mediating role of a proximal attribute (cognitive flexibility) between a distal attribute (openness to experience) and leader emergence.

Kate LaPort, George Mason University

Irwin J. Jose, George Mason University

Lisa Gulick, Booz Allen Hamilton

Johnathan Nelson, George Mason University

Stephen J. Zaccaro, George Mason University

Submitter: Kate LaPort, kate.laport@gmail.com

224-23 Gaining Leadership While Losing Altitude: In Extremis Leader Development

This research was conducted to examine individual leader development in an in extremis context: a freefall parachuting program. Through empirical analysis, it was demonstrated that individuals’ leadership self-efficacy was increased through the in extremis training and that these results persisted over time providing initial support for in extremis leadership.

Douglas R. Lindsay, United States Air Force Academy

Steve M. Samuels, United States Air Force Academy

Craig A. Foster, United States Air Force Academy

Thomas A. Kolditz, U.S. Military Academy-West Point

Submitter: Douglas Lindsay, douglas.lindsay@usafa.edu

224-24 Antecedents and Consequences of Team Leader Adaptability

Although scholars have noted the importance of team leader adaptability, little research has investigated what enables leader adaptability and how adaptability is related to team performance. We find that a leader’s job-related knowledge and experience are adaptability antecedents and that they are related, in part, to team performance through adaptability.

Frederick P. Morgeson, Michigan State University

Elizabeth Petersen, Michigan State University

Stephen E. Humphrey, Pennsylvania State University

Michael J. Mannor, University of Notre Dame

Submitter: Frederick Morgeson, morgeson@msu.edu

224-25 Impact of Leader Error on Subordinate Trust: An Experimental Investigation

In this experimental study, participants read vignettes about a leader committing 2 types of errors: task and/or relationship oriented. Results indicated that the type of error committed by the leader had a differential impact on the 2 dimensions of trust as well as perceived leadership ability.

Lily Pesin, Pennsylvania State University

Christian Thoroughgood, Pennsylvania State University

Sam T. Hunter, Pennsylvania State University

Submitter: Lily Pesin, liliyapesin@gmail.com

224-26 “Getting to Fair”: Identity Negotiation in Justice Interactions

Research on social accounts has helped justice scholars understand how managers may be able to influence fairness perceptions. However, new perspectives on how managers in ongoing relationships come to be seen as “fair” are needed. We integrate identity negotiation and organizational justice research and offer propositions to guide future research.

Cecily D. Cooper, University of Miami

Submitter: Terri Scandura, scandura@miami.edu

224-27 Bad to the Bone: Empirically Defining and Measuring Negative Leadership

This study determined the dimensionality of the full-range of negative leader behavior. Multidimensional scaling found 3 dimensions underlying the behaviors. The study shows how previous research maps onto the broad concept of negative leadership and should stimulate future research to move in a more organized direction.

Brian W. Tate, Pennsylvania State University

Rick R. Jacobs, Pennsylvania State University

Submitter: Brian Tate, bwt120@psu.edu

224-28 Impact of Core Self-Evaluation on the Effectiveness of Transformational Leadership

Follower characteristics are an important factor that can impact leader effectiveness. This study examined the extent to which the effects of transformational leadership behaviors are a factor of follower core self-evaluation. A moderated relationship was found where the effect was stronger for followers with low core self-evaluation.

Charles N. Thompson, Aon Consulting

Submitter: Charles Thompson, chad_thompson@aon.com

224-29 Corporate Social Responsibility and the Nature of Managerial Work

This paper reanalyzes the data in Mintzberg’s The Nature of Managerial Work through the lens of the stakeholder–shareholder debate. Mintzberg’s data support the assertion that managers can and do consider the needs of stakeholders when making strategic decisions. The implications of this finding are then discussed.

Ned M. Wellman, University of Michigan

Submitter: Ned Wellman, ewellman@umich.edu

224-30 Multilevel Authentic Leadership and the Mediating Role of Leader–Member Exchange

This study examined whether leader–member exchange (LMX) functions as a mediator by which individual- and group-level authentic leadership influences employee attitudes and behavior. HLM results showed that LMX partially mediated the individual-level authentic leadership influence on employee job satisfaction and organizational commitment, and fully mediated its influence on turnover intentions.

Ju-Chien C. Wu, Baylor University

Chung-Tzer Liu, Soochow University

Fred Walumbwa, Arizona State University

Submitter: Ju-Chien Wu, cindy_wu@baylor.edu

225. Interactive Posters: 8:00 AM–8:50 AM  
Napoleon D1-D2

Assessment Trends: Used to Be a #2 Pencil Meant Something in This Town

Dan Putka, HumRRO, Facilitator

225-1 Validation of an Integrity-Based Selection Measure for Credit Risk Potential

This poster reviews the development of an integrity-based assessment that could be used as a partial substitute for credit history. The integrity assessment yields significant relationships between job-related and credit-related criteria. The research supports continued investigation into the contribution of integrity assessments to the evaluation of credit risk for selection.

Kelly D. Dages, Vangent, Inc.

John W. Jones, DePaul University

Bailey Klinger, Harvard University

Submitter: Kelly Dages, kelly.dages@vangent.com

225-2 Current Trends in Assessment Use: A Multi-Organizational Survey

Despite widespread research related to assessments by I-O psychologists, far fewer studies have examined how assessments are actually used within organizations. This study presents results of a survey related to how assessments are used for a variety of HR functions (selection, promotion, career development) across 140 companies in North America.

Sarah S. Fallaw, PreVisor

Andrew L. Solomonson, PreVisor

Laura E. McClelland, PreVisor

Submitter: Sarah Fallaw, sfallaw@previsor.com

225-3 Grey Gaps and the Digital Divide

Research is needed to address barriers to the increasing numbers of mature workers expected to be entering the job market. This study provides applied evidence that designers and administrators of tests must be careful how to set time limits and make accommodations for those who have limited computer skills.

Chris Fluckinger, University of Akron

Yoshie Nakai, University of Akron

Submitter: Chris Fluckinger, cdfluck@hotmail.com

225-4 Attractiveness Bias in Selection: Is the Relationship Linear or Curvilinear?

Previous studies have shown that the relationship between attractiveness and various selection-related variables is linear. This study explored the possibility of a more complex, nonlinear relationship between these variables. Significant linear and quadratic relationships were found between perceived attractiveness and job-related variables such as qualifications, professionalism, and responsibility.

Nicole A. Andreoli, Parker Jewish Institute

Comila Shahani-Denning, Hofstra University

Terri Shapiro, Hofstra University

Submitter: Comila Shahani-Denning, psyczs@hostra.edu

226. Symposium/Forum: 8:30 AM–9:50 AM  

Characteristics and Competencies of Elite Performers

Elite performers achieve the highest level of performance in their field. This symposium examines the characteristics and competencies of elite performers—what makes them special and how to help them to maintain their elite status. Presentations include empirical research findings and case studies from researchers and practitioners.

Gary R. Schmidt, Saville Consulting Group Ltd, Chair

Peter Saville, Saville Consulting Group Ltd, Personality and Performance of Elite People
Robert T. Hogan, Hogan Assessment Systems, The Ambiguities of Effectiveness

Adam C. Bandelli, RHR International Company, From the Sea to the C-Suite: A Senior Executive’s Journey

Binna Kandola, Pearn Kandola, The Leadership Journey

Robert J. Lee, Management Consultant, Coaching a Star Performer: What’s Different?

David P. Campbell, Center for Creative Leadership, Discussant

Submitter: Gary Schmidt, gary.schmidt@savilleconsulting.com

227. Community of Interest: 8:30 AM–9:50 AM  
Gallier AB
Bridging the Science–Practice Gap

Denise M. Rousseau, Carnegie Mellon University, Host

Gene K. Johnson, Dell, Host

228. Panel Discussion: 8:30 AM–9:50 AM  
Grand Ballroom A

The I-O Value Proposition in a Fluctuating Economy

This session will provide a forum for panelists and audience members to discuss strategies and challenges of I-O practitioners through economic turbulence. A diverse group of internal and external I-O consultants from successful organizations in industries impacted by the current economic downturn will share insights and lessons learned.

Rick Hense, Bank of America, Chair

Scott C. Erker, Development Dimension International, Panelist

John H. Golden, Bank of America, Panelist

Jeffrey Gust, Toyota Financial Services, Panelist

Cheryl Harris, American Airlines, Panelist

Mark A. Morris, JCPenney, Panelist

Submitter: Rick Hense, rick.hense@bankofamerica.com

229. Symposium/Forum: 8:30 AM–9:50 AM  
Grand Ballroom D

Remote Assessment and Applicant Response Distortion: Applied Research and Practice

This session focuses on applicant faking/response distortion with emphasis on practitioner implementation of decades of research on response distortion as applied to remote assessment. Researchers and practitioners share insights, experience, and discuss “real-world issues” with the audience.

Kathleen M. Melcher, The DeGarmo Group, Inc., Chair

Kathleen M. Melcher, The DeGarmo Group, Inc., Effectiveness of Techniques for Decreasing Faking on Unproctored Internet Tests

Matthew J. Borneman, University of Minnesota, Predictive Validity of Unproctored Internet Testing

Amanda L. Evans, PreVisor, Which CPQ Items and Personality Factors Are Changed Most Often?

Jocelyn M. Courtney-Hays, pan-A TALX Company, Practical Methods to Reduce the Opportunity for Applicant Faking

Matthew S. O’Connell, Select International, Inc., A Discussion of Techniques for Identifying Fakers With Global/Cultural Considerations

Richard L. Griffith, Florida Institute of Technology, Discussant

Submitter: Kathleen Melcher, melcher@degarmogroup.com

230. Symposium/Forum: 8:30 AM–9:50 AM  

What Did You Expect? Managing Expectations in Mentoring Relationships

Emerging research suggests that the expectations held by mentors and protégés have a significant impact on quality and outcomes of mentoring. Accordingly, the goal of this symposium is to present theoretical and empirical research that illuminates the antecedents, processes, and outcomes associated with expectations in mentoring relationships.

Susan E. Murphy, Claremont McKenna College, Co-Chair

Belle Rose Ragins, University of Wisconsin-Milwaukee, Co-Chair

Belle Rose Ragins, University of Wisconsin-Milwaukee, Building a Theoretical Foundation: The Self-Structures of Mentoring

Susan E. Murphy, Claremont McKenna College, Ellen E. Ensher, Loyola Marymount University, “You...Complete Me.” Matching Mentor Prototypes

Tammy D. Allen, University of South Florida, Laura Poteat, University of South Florida, Kristen M. Shockley, University of South Florida, Do You Hear What I Hear? Feedback in Mentoring Relationships

Lisa Baranik, University of Georgia, Lillian T. Eby, University of Georgia, Carrie S. Hurst, Tennessee State University, Sara Curtis, University of Georgia, Organizational Support for Mentoring: Aligning Mentor and Protégé Expectations

Submitter: Susan Murphy, susan.murphy@cmc.edu

231. Symposium/Forum: 8:30 AM–9:50 AM  

Aiding Veterans With PTSD and Traumatic Brain Injuries Through Employment

Hundreds of thousands of veterans are returning from the current conflicts with posttraumatic stress disorder (PTSD) and traumatic brain injuries (TBI). This symposium describes the current situation, summarizes the research, and presents ideas on how I-O psychologists can help these veterans with psychological disabilities through employment options.

Nathan D. Ainspan, United States Army, Chair

Nathan D. Ainspan, United States Army, Aiding Veterans With PTSD and Traumatic Brain Injuries Though Employment

Douglas L. Kruse, Rutgers University, Lisa Schur, Rutgers University, Projecting Potential Demand for Workers With Psychological and Other Disabilities

Walter E. Penk, Texas A&M University System Health Sciences Center, Treating Trauma Through the Rehabilitation of Work

Sharon M. Crowder, Dallas VA Medical Center, Compensated Work Programs in the Department of Veterans Affairs

Charles Drebing, Edith Nourse Rogers VA Medical Center, Enhancing Employment and Functional Outcomes for Veterans With Mental Disabilities

Submitter: Nathan Ainspan, nate@ainspan.com

232. Roundtable Discussion/Conversation Hour: 8:30 AM–9:50 AM  
Oak Alley

Moving Into an HR Generalist Role: A Good Career Move?

The purpose of this session is to provide an overview of the human resource generalist position and explore how it might contribute to the career of an I-O psychologist. We discuss challenges associated with the role and provide suggestions for those becoming an HR generalist.

Scott L. Martin, Zayed University, Host

Van M. Latham, PathPoint Consulting, Host

Submitter: Scott Martin, scott.martin@zu.ac.ae

233. Symposium/Forum: 8:30 AM–9:50 AM  
Rhythms 1

Perspectives on High-Risk Jobs/Extreme Contexts

Extending research on leadership in extreme contexts, this symposium examines how performance can be achieved despite the significant demands in these contexts. By exploring the role of leadership in extreme contexts, this set of papers explores the role of leadership and broadens understanding related to performance in extreme environments.

Gonzalo Ferro, Personnel Decisions Research Institutes, Co-Chair

Johnathan Nelson, George Mason University, Co-Chair

Kelley J. Krokos, American Institutes for Research, Improving Human Performance in High-Risk Jobs

Sean T. Hannah, United States Military Academy, Pierre Balthazard, Arizona State University, Peter L. Jennings, Arizona State University, David A. Waldman, Arizona State University West, Leader Complexity for Extreme Contexts

Gonzalo Ferro, Personnel Decisions Research Institutes, Johnathan Nelson, George Mason University, Meredith L. Cracraft, Personnel Decisions Research Institutes, Donald C. Bolduc, U.S. Army, Leadership in Extreme Contexts: Lessons From a Special Forces Battalion

Paul B. Lester, United States Military Academy, There and Back Again: Studying Leadership in a Combat Zone

Stephen J. Zaccaro, George Mason University, Discussant

Submitter: Gonzalo Ferro, gonzalo.ferro@pdri.com

234. Symposium/Forum: 8:30 AM–9:50 AM  
Rhythms 2

Beyond Regurgitation: Ideas to Enhance Critical Thinking in I-O/HR Courses

This teaching-focused forum presents 4 innovative approaches to the instruction of critical thinking. Brief presentations will describe specific case, simulation, and exam-based methods for enhancing students’ domain-specific critical thinking skills. A discussion period will provide participants with the opportunity to share their own pedagogical approaches to critical thinking instruction.

Cindy Wassenaar Parker, George Mason University, Chair

Paige Porter Wolf, George Mason University, Teaching Workplace Security: A Case-Based Approach

Peter G. Dominick, Stevens Institute of Technology, The Vigilance Project: An Integrated Case Linking HR/Management Practices

Sandra L. Fisher, Clarkson University, Developing Managerial Skills With an Interview Simulation

Janet L. Kottke, California State University-San Bernardino, Kenneth S. Shultz, California State University-San Bernardino, Using a Simulated Selection Interview as a Culminating Experience

Submitter: Cindy Parker, cparker8@gmu.edu

235. Symposium/Forum: 8:30 AM–9:50 AM  
Rhythms 3

Interpersonal Perspectives on Intergroup Bias: When Diverse Individuals Interact

As organizations become more diverse, organizational challenges (e.g., discrimination, lowered cohesion) often follow. I-O psychologists have documented these effects but have not yet addressed the interpersonal dynamics of intergroup contact. This session will explore interpersonal experiences of diverse workers, thereby highlighting the processes that underlie resultant organizational challenges.

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

Seth A. Kaplan, George Mason University, Co-Chair

Alecia M. Santuzzi, Syracuse University, Nondisabled Individuals’ Expectations About Interacting With Disabled Social Partners

Joseph Luchman, George Mason University, Seth A. Kaplan, George Mason University, Eden B. King, George Mason University, Cory Adis, George Mason University, The Role of Metaperceptive Concern in Team Performance

Harrison J. Kell, Rice University, Louma Ghandour, Rice University, Michelle (Mikki) Hebl, Rice University, Conflicting Judgments of Interpersonal Behaviors in Intergroup Difficulties

Dana M. Glenn-Dunleavy, Association of American Medical Colleges, Eric M. Dunleavy, DCI Consulting Group, Eden B. King, George Mason University, Salman A. Jaffer, George Washington University, Katherine Elder, Federal Management Partners (FMP), Courtney M. Newman, George Mason University, Whitney E. Botsford, EASI Consult, Raluca Graebner, George Washington University, Sumona Basu, George Washington University, Modern-Day Discrimination: Are Science and the Law Aligned?

Submitter: Seth Kaplan, skaplan1@gmu.edu

236. Panel Discussion: 8:30 AM–9:50 AM  

The Importance of I-O Psychologists in Top HR Jobs

One way to increase visibility and impact of I-O on human capital strategy and organization effectiveness is by ensuring that top HR/OE jobs are held by talented practitioners. The panel will discuss the importance of I-Os in top jobs and what this does for the business and the profession.

Leslie W. Joyce, The Home Depot, Chair

Allan H. Church, PepsiCo, Panelist

Matthew R. Redmond, Starwood Hotels & Resorts, Panelist

Mark D. Harris, Dell Inc., Panelist

Anthony J. Rucci, Fisher College of Business, Panelist

Submitter: Leslie Joyce, Leslie_Joyce@homedepot.com

237. Special Events: 9:05 AM–9:55 AM  

The CSR Trend in Global Business: Global Banks as Global Regulators

This session will cover the following areas: overview of the CSR trend in global business, an examination of 1 industry (banking) and the CSR standards being developed in that industry, and implications within the firm and for employees of firms that are CSR leaders.

Deborah E. Rupp, University of Illinois at Urbana-Champaign, Chair

Cynthia Williams, University of Illinois, Presenter

238. Posters: 9:00 AM–9:50 AM  
Napoleon ABC

Org Performance/Culture/Climate/Change/ Performance Appraisal

238-1 Sex, Status, and Culture: Implications for Humor Use in Organizations

This study employed a scenario methodology with participants from the U.S. and Hong Kong to examine contextual influences on the effects of humor use in organizations. The sex, status, type of humor, and culture of the participants had significant effects on participant reactions to a humorous comment.

Christopher Robert, University of Missouri, Columbia

Wan Yan, University of Missouri, Columbia

Joyce Iun, Chinese University of Hong Kong

Submitter: Christopher Robert, robertc@missouri.edu

238-2 Psychological Age Climate in Organizations: Associations With Work-Related Outcomes

This study aimed at developing and validating a measure of psychological age climate for the assessment of age stereotypes in organizations. Relationships with job satisfaction, organizational commitment, and job performance were tested and first insights on mediating and moderating processes that may underlie these relationships could be gained.

Martin Noack, Jacobs University Bremen

Ursula M. Staudinger, Jacobs University Bremen

Submitter: Martin Noack, m.noack@jacobs-university.de

238-3 Relationship Between Organizational Citizenship Behavior and Performance Evaluation Outcomes

Attribution theory suggests salient events impact performance evaluations and provides a framework for understanding the effects of organizational citizenship behavior. Consistent with the attribution framework we develop, the results from our lagged field test suggest that it is in low task interdependence conditions that citizenship effects performance evaluations.

Daniel G. Bachrach, University of Alabama

Brian J. Collins, University of Southern Mississippi

Submitter: Daniel Bachrach, dbachrac@cba.ua.edu

238-4 Charisma and Affective Climate: The Role of Leader’s Influence and Interaction

This paper contributes to clarifying the relationship between leader’s charisma and team affective climate by considering 2 relevant moderators: leader’s influence and frequency of leader’s interaction with the team. Whereas leader’s influence enhances the relationship between leader’s charisma and affective climate, the frequency of the interaction has a counterproductive effect.

Ana Hernandez Baeza, University of Valencia

Cristina Araya, University of Valencia

Juliana Garcia-Meneses, University of Valencia

Vicente Gonzalez-Roma, University of Valencia

Submitter: Ana Hernandez Baeza, Ana.Hernandez@uv.es

238-5 Meaningful Work and Social Support as Predictors of Well-Being

This paper reviews how social support enables individuals to find meaning and purpose in work. In a cross-sectional design, we found that meaningful work partially mediated the relationship between social support and affective well-being. The results highlight the importance of fostering a work environment that encourages meaningful work.

Erica L. Carleton, Saint Mary’s University

Deborah M. Powell, Saint Mary’s University

Submitter: Erica Carleton, Erica.Carleton@smu.ca

238-6 Development and Validation of a Multi-dimensional Organizational Identification Scale

The purpose of this study was to develop a conceptually grounded and empirically validated measure of organizational identification. Confirmatory factor analysis confirmed the proposed 4-factor model: Conceptual, Componential, Functional, and Operationalization. Furthermore, the results confirmed the reliability, convergent and divergent validity of the scale.

Richard D. Harvey, St. Louis University

Tiffani Cage, Southern Illinois University-Edwardsville

Jami T. Wolfe, CMA

Rachel M. Westerfield, Saint Louis University

Submitter: Richard Harvey, harveyr@slu.edu

238-7 The Culture–Performance Link in a Simulated Entrepreneurial Team Context

Entrepreneurship research recognizes the importance of teams to entrepreneurial success. Organizational and team culture research has struggled with finding definitive links between culture and performance. This study simulated a new venture environment to investigate the culture–performance relationship. Results suggested significantly different cultural profiles between high and low performing teams.

John E. Mello, Arkansas State University

Ernest Cadotte, University of Tennessee, Knoxville

Abby L. Mello, University of Tennessee, Knoxville

Minsung Kim, Inha University

Submitter: Abby Mello, amello@utk.edu

238-8 A Longitudinal Examination of Workgroup Civility and Satisfaction

This study was conducted to provide a longitudinal perspective on the relationship between workgroup civility and satisfaction. Through path analysis of a cross-lagged panel design and subsequent modification, reciprocal influence and longitudinal aspects of civility and satisfaction were explored.

Scott C. Moore, University of Cincinnati

Submitter: Scott Moore, scottymoore14@hotmail.com

238-9 Evaluating a Brief Scale Measuring Psychological Climate for Sexual Harassment

We evaluated the psychometric properties of a new measure of Psychological Climate for Sexual Harassment (PCSH). Results of psychometric and factor analytical studies of this scale suggests that the PCSH has good measurement properties and predicts health and job outcomes associated with climate of sexual harassment.

Kristine J. Olson, Washington State University-Vancouver

Armando X. Estrada, University of Texas-El Paso

Anders Berggren, Sweden National Defence College

Colin Harbke, Western Illinois University

Submitter: Kristine Olson, kristine_olson@wsu.edu

238-10 What Do We Know About the Psychology of Lean?

Conclusions on the impact of lean practices on employee outcomes are limited, providing little guidance for organizations contemplating adopting this increasingly popular organizational intervention. Conceptual and methodological recommendations are presented to address current limitations of evaluation research assessing the impact of lean interventions on employee perceptions, attitudes, and outcomes.

William K. Balzer, Bowling Green State University

Erin N. Smith, Bowling Green State University

Katherine N. Alexander, Bowling Green State University

Submitter: William Balzer, wbalzer@bgsu.edu

238-11 CEO Regulatory Fit: Regulatory Foci, Environmental Dynamism, and Firm Performance

This study was conducted to investigate the relationship between the CEO’s regulatory foci and firm performance, with the degree of environmental dynamism as a moderator. Utilizing regulatory focus and upper echelon theories, the hypothesized relationships were found, adding important knowledge to our understanding of both theories.

Jason W. Ridge, Oklahoma State University

J. Craig Wallace, Oklahoma State University

Laura Little, Oklahoma State University

Submitter: Aaron Hill, aaron.hill@okstate.edu

238-12 Building Commitment to Change: The Role of PSS and Competence

Few researchers examined how employees develop their commitment to change. This study (N = 210) analyzes how supervisors’ competence and support influences employees’ commitment to change. Perceived supervisor support mediated the relationship between competence and affective and normative commitment to change, whereas competence was negatively related to continuance commitment to change.

Pedro Neves, University of Delaware

Submitter: Pedro Neves, p.neves@yahoo.com

238-13 The Moderating Role of Gender in the Personality–Performance Relationship

This study was conducted to explore the relationship between personality traits and performance ratings as moderated by gender. The personality–performance relationship was explored using gendered personality traits and multisource performance ratings in top executives.

Ashley M. Andrew, University of North Carolina-Charlotte

Eric D. Heggestad, University of North Carolina-Charlotte

Linda R. Shanock, University of North Carolina-Charlotte

Matthew R. Walter, Bank of America

S. Douglas Pugh, University of North Carolina-Charlotte

Submitter: Ashley Andrew, ashmandrew@gmail.com

238-14 Consistency Matters: The Impact of Performance Variability in Professional Golfers

We examine the role of both individual average performance and consistency in a sample of PGA tour golfers. Results indicate that both mean performance level and individual variability impact key performance-related outcomes. Further, individual variability accounted for variance in outcomes over and above mean performance level.

Hannah G. Burk, University of Georgia

Elizabeth McGee, University of Tennessee

David J. Woehr, University of Tennessee

Submitter: Hannah Burk, burk.hannah@gmail.com

238-15 Individual Reactions to Team Performance Feedback for a Decision Task

This study of team decision making examined the impact of team-level performance feedback on individual ratee reactions to feedback and found that reactions are dependent on the level of team interdependency but not on evaluating team processes as a component of the appraisal. Implications and future directions are discussed.

Kristophor G. Canali, University of Connecticut

Alicia G. Dugan, University of Connecticut

Curtis T. Walker Jr., University of Connecticut

Benjamin M. Walsh, University of Connecticut

Michael D. Tuller, University of Connecticut

Leslie M. Golay, University of Connecticut

Nicole Johnson, University of Connecticut

Amy L. Reese, University of Connecticut

Janet L. Barnes-Farrell, University of Connecticut

Submitter: Kristophor Canali, kristophor.canali@uconn.edu

238-16 Performance Appraisal Reactions: The Role of Feedback and Goal Orientation

We examined the interaction among goal orientation (learning, performance-prove, performance-avoid) and feedback type (positive, negative) on performance appraisal reactions (satisfaction and utility perceptions). Results demonstrated that performance appraisal satisfaction depends on whether feedback is positive or negative and the level of employee learning-, performance-prove, and performance-avoid goal orientation.

Satoris S. Culbertson, Kansas State University

Jaime B. Henning, Eastern Kentucky University

Stephanie C. Payne, Texas A&M University

Submitter: Satoris Culbertson, satoris@ksu.edu

238-17 Linking Empowering Leadership to Followers’ Feedback-Seeking Patterns

Using a sample of 991 employees, working in 185 teams, this study tests a cross-level model of the intrapersonal and interpersonal mechanisms through which empowering leaders impact followers’ feedback-seeking behavior. Results show that empowering leaders influence followers’ feedback seeking by fostering autonomous goal pursuit and cooperative group norms.

Katleen De Stobbeleir, Vlerick Leuven Gent Management School

Susan J. Ashford, University of Michigan

Dirk Buyens, Ghent University

Submitter: Katleen De Stobbeleir, katleen.destobbeleir@vlerick.be

238-18 Evaluating the Effectiveness of Frame-of-Reference Scales for Improving Rating Accuracy

Despite evidence in support of the effectiveness of frame-of-reference (FOR) training, there are practical obstacles that limit its successful implementation in organizations. This study tested the efficacy of FOR scales for improving rating accuracy. Results suggested that FOR scales are at least as effective as FOR training.

C. Allen Gorman, Angelo State University

Lauren Moore, Angelo State University

Joshua A. Collins, Angelo State University

Jennifer Godbey, Angelo State University

Benjamin Overstreet, Angelo State University

Jessica Stoner, Angelo State University

Submitter: C. Gorman, cgorman@angelo.edu

238-19 Frequency of Feedback Seeking: Impact of Motives and Feedback Environment

The impact of feedback-seeking motives and the feedback environment on the frequency of feedback seeking was studied. Significant correlations were found between the frequency of feedback seeking and feedback environment, information, image enhancement, and image defense motives. The information motive moderated the relationship between the feedback environment and seeking.

Elizabeth M. Grozman, Florida Institute of Technology

Lisa A. Steelman, Florida Institute of Technology

Jaci Jarrett Masztal, Burke, Inc.

Submitter: Elizabeth Patricia Grozman, egrozman@fit.edu

238-20 Moderation of Communication Medium Richness on Reactions to Task Feedback

We conducted a laboratory study to expand earlier work into the examination of employee reactions (fairness, satisfaction, and supervisor credibility) to feedback delivered via electronic media. Results indicated that the medium for feedback delivery had an effect on reactions and that perceptions of media richness moderated these relationships.

Brian M. Hurd, Colorado State University

Zinta S. Byrne, Colorado State University

Michael Gross, Colorado State University

Submitter: Brian Hurd, brian.hurd@colostate.edu

238-21 The Effects of Extremities on Dynamic Performance Appraisal

Dynamic performance appraisal involves the evaluation of a performance profile over time. This study found that, for a given mean performance level, and regardless of the general performance trend over time, performance profiles containing negative extremities are rated more negatively than those containing no extremities or positive extremities.

Hana Lee, George Mason University

Gunna (Janet) Yun, University of Baltimore

Young Woo Sohn, Yonsei University

Submitter: Hana Lee, hlz@gmu.edu

238-22 The Effects of Implicit Person Theory on Task Feedback Reactions

The effects of participants’ implicit person theories (IPT) on reactions to task feedback were explored. Results indicated that IPT significantly predicted both interactional justice and supervisor credibility beyond feedback sign. Results support a person–situation perspective in which the sign of feedback and IPT affect how individuals respond to task-relevant feedback.

Joshua P. Liff, Colorado State University

Brian M. Hurd, Colorado State University

Submitter: Joshua Liff, joshua.liff@colostate.edu

238-23 Recognizing Situational Constraints in Performance Appraisal: The Role of Gender

Situational constraints, gender of rater, gender of ratee, and management level effects on performance evaluations were examined using scenarios with undergraduate students (N = 289). A 4-way significant interaction was found. Women raters rated women’s performance higher than men’s, dependent upon the presence of situational constraints and managerial level.

Meghan R. Lowery, Southern Illinois University Carbondale

Joel T. Nadler, Southern Illinois University Carbondale

Submitter: Meghan Lowery, meghanlowery@gmail.com

238-24 Rater Selection and Rating Accuracy in Multisource Assessment

This study investigated the variables that influence rater selection and rating accuracy in multisource assessment using multilevel modeling. Results indicated that ratees use different rater selection strategies for developmental versus administrative appraisals. Despite this, selected raters were at least as accurate as nonselected raters for both assessment purposes.

Jennifer Nieman-Gonder, Farmingdale State College

William Metlay, Hofstra University

Kevin C. Wolfe, New York Medical College

Bernard Gorman, Nassau Community College

Submitter: Jennifer Nieman-Gonder, jnieman00@yahoo.com

238-25 Context Effects in Performance Appraisal: Mediating Cognitive Processes

Response bias partially mediated the production of assimilation effects when indirect contextual information indicating that a ratee’s previous performance was poor (Experiment 1) but not good (Experiment 2) was reviewed before or after viewing the target performance. Memory sensitivity did not mediate the production of assimilation effects in any situation.

Levi R. Nieminen, Wayne State University

Sebastiano A. Fisicaro, Wayne State University

Swati Buddhavarapu, Right Management

Submitter: Levi Nieminen, levi.nieminen@gmail.com

238-26 Is Conscientiousness Related to Rating Accuracy and Perceived Rating Difficulty?

This study examined Conscientiousness and its relationship with rating accuracy and perceived rating difficulty. The results, based on 312 raters, suggest that highly conscientious raters experience less difficulty when providing a rating. However, conscientiousness has no association with rating accuracy.

Jeremy D. Alexander, Western Kentucky University

Anthony R. Paquin, Western Kentucky University

Lauren Gruchala, Western Kentucky University

Submitter: Anthony Paquin, tony.paquin@wku.edu

238-27 Raters’ Perceptions and Use of Inflated Self-Ratings in Performance Judgments

Two studies were conducted examining the effects of inflated self-ratings on performance judgments. Results indicated that performance ratings were higher when inflated self-ratings were provided to the rater. A forewarning and instructions to “consider-the-opposite” were both effective in reducing the effects of the inflated self-ratings on supervisory ratings.

Todd J. Thorsteinson, University of Idaho

Tanya Carr, University of Idaho

Claudia Mahler, University of Idaho

Submitter: Todd Thorsteinson, tthorste@uidaho.edu

238-28 Performance Ratings, Personality, and the Dark-Side of the ASA Cycle

Over the past decade, research on performance ratings has shifted from stressing the importance of psychometric issues to examining the social, cognitive, and contextual variables that influence performance appraisals. Although some have maintained that these 2 streams of research are mutually exclusive, we argue that they are fundamentally linked.

Daniel S. Whitman, Florida International University

Suzette Caleo, New York University

Submitter: Daniel Whitman, daniel.whitman@fiu.edu

238-29 Development and Preliminary Validation of a Psychometric Measure of Expertise

The development of employee expertise is a strategic imperative for organizations in hypercompetitive markets. This paper reports the development of the Generalized Expertise Measure (GEM) and examines its psychometric properties. Exploratory and confirmatory factor analyses are conducted on independent managerial samples. The results are discussed and a measure presented.

Marie-Line Germain, St. Thomas University

Manuel J. Tejeda, Barry University

Submitter: Marie-Line Germain, mgermain@stu.edu

238-30 Linking HR Information Technology Utilization to Effectiveness: A Multilevel Investigation

Drawing on advanced information technology, social exchange, and human resource (HR) connectivity theories, this multilevel study investigated HR networked information technology impact across 162 organizations. Data from line managers and employees suggested generally positive effects for perceptions of HR role effectiveness and, ultimately, employee attachment.

Kathryn M. Bartol, University of Maryland, College Park

David P. Lepak, Rutgers University

Sharyn Gardner, State of California

Daniel S. Wong, University of Maryland, College Park

Submitter: Kathryn Bartol, kbartol@rhsmith.umd.edu

238-31 Adjustment and Restructuring Effects of UA Information on Managerial Acceptance

This study examined how adjustments to utility analysis (UA) estimate size and restructuring of UA information affect managerial acceptance. Managers partially replicated the finding that UA information was more useful than validity information alone. In addition, managers were indifferent to UA estimate magnitude and information structure.

Matthew R. Lemming, Hogan Assessment Systems

Therese H. Macan, University of Missouri-St Louis

Submitter: Matt Lemming, mlemming@hoganassessments.com

238-32 Assessing the Cost of Incompetence: A Computer Programmer Example

Using data collected from 178 programmers, we applied CREPID (Cascio & Ramos, 1986) to determine the dollar value “cost of incompetence” across employees in a software development organization. We offer this as an example of how HR professionals can describe the “cost of incompetence” when seeking resources for their programs.

Rodger W. Griffeth, Ohio University

L. A. Witt, University of Houston

Carlos Polk, SSC-NOLA

Rebecca Thacker, Ohio University

Nicole Gullekson, Ohio University

Emily David, University of Houston

Sean Robinson, Ohio University

Mindy M. Krischer, University of Houston

Myroslav Gerasymchuk, Ohio University

Submitter: L. Witt, witt@uh.edu

239. Interactive Posters: 9:00 AM–9:50 AM  
Napoleon D1-D2

I’d Stay But I Need to Turnover

Ryan Zimmerman, Texas A&M University, Facilitator

239-1 Examining Means Efficacy and Turnover Intentions in Workers With Disabilities

Turnover and unemployment are substantial concerns among the population of workers with disabilities, and neither legislation nor organizational efforts have had much impact. This study reveals the motivational construct of means efficacy, one’s confidence in their resources, to be a significant predictor of satisfaction, commitment, and turnover intentions.

Naomi Schmierer, California State University-San Bernardino

Marissa Jones, California State University-San Bernardino

Mark D. Agars, California State University-San Bernardino

Janet L. Kottke, California State University-San Bernardino

Submitter: Mark Agars, Magars@csusb.edu

239-2 Group Absence, Dissimilarity, and Individual Absence Behavior

We examined whether the relation between group absence and individual absence depended on one’s dissimilarity with group members with respect to tenure and/or union affiliation. Our hypotheses were tested with organizational data (N = 1,410). The relation between group and individual absence was moderated by union dissimilarity (but not tenure dissimilarity).

Ian R. Gellatly, University of Alberta

Natalie J. Allen, University of Western Ontario

Submitter: Ian Gellatly, ian.gellatly@ualberta.ca

239-3 A Meta-Analytic Update of the Absenteeism–Turnover Relationship

This meta-analysis updates the absenteeism–turnover relationship, finding an overall corrected correlation of .27. Industry in which studies were carried out and whether studies were included in a previous absenteeism–turnover meta-analysis were important moderators. Results are discussed in terms of implications for models of withdrawal from work.

Ariel Lelchook, Wayne State University

Malissa A. Clark, Wayne State University

Christopher M. Berry, Wayne State University

Submitter: Ariel Lelchook, alelchook@wayne.edu

239-4 The Interactive Effects of Performance and Emotional Exhaustion on Turnover

Integrating stress and turnover theory, we positioned emotional exhaustion as a moderator of the performance–turnover relationship to test competing viewpoints. We found a positive performance–turnover relationship among workers high in emotional exhaustion and a negative relationship among workers with low and moderate levels of emotional exhaustion.

Sara J. Perry, University of Houston

Mindy M. Krischer, University of Houston

Emily David, University of Houston

Emily M. Hunter, University of Houston

L. A. Witt, University of Houston

Submitter: Sara Perry, skj02@yahoo.com

240. Symposium/Forum: 9:00 AM–9:50 AM  
Napoleon D3

Retention in IT and Computer Science: Repairing the Pipeline

This symposium presents 3 studies designed to enhance understanding of the shrinking pipeline in IT and computer science. Research findings point to key leverage points likely to be useful in designing retention interventions. Workforce implications of retention in higher education, especially the differential retention of women and minorities, are discussed.

Debra A. Major, Old Dominion University, Chair

Valerie J. Morganson, Old Dominion University, Meghan P. Jones, Old Dominion University, Debra A. Major, Old Dominion University, Gender Disparate Retention: Exploring the Role of Social Coping

Tracy L. Lewis, Radford University, Wanda J. Smith, Virginia Tech, France Belanger, Virginia Tech, K. Vernard Harrington, Radford University, Persistence of African Americans in Computing Education: Factors Affecting Success

Donald D. Davis, Old Dominion University, Kurt L. Oborn, Old Dominion University, Valerie J. Morganson, Old Dominion University, Debra A. Major, Old Dominion University, Enhancing Career Self-Efficacy and Career Commitment With Realistic Career Previews

MaryBeth Mongillo, Dell Inc., Discussant

Submitter: Debra Major, dmajor@odu.edu

241. Special Events: 10:30 AM–11:50 PM  

Behavioral Ethics: Linking Managerial Ethics and Corporate Social Responsibility

This session aims to strengthen the ties between ethics and CSR research by taking a multilevel perspective on behavioral ethics and the larger CSR context in which it operates. We seek to bridge that gap and initiate conversations in which theoretical and empirical approaches from all sides might be better integrated.

Marshall Schminke, University of Central Florida, Chair and Discussant

Noel F. Palmer, University of Nebraska-Lincoln, Author

Robert G. Folger, University of Central Florida, Presenter

James Caldwell, University of Central Florida, Author

Alex Vestal, University of Central Florida, Author

David M. Mayer, University of Central Florida, Presenter

Marie S. Mitchell, University of Nebraska, Presenter

Elizabeth Umphress, Texas A&M University, Author

John B. Bingham, Brigham Young University, Author

Deborah E. Rupp, University of Illinois at Urbana-Champaign, Moderator

Submitter: Marshall Schminke, nschminke@bus.ucf.edu 

242. Panel Discussion: 10:30 AM–11:30 AM  

The Role of I-O Psychology in Emergency Management Operations

Many government agencies and volunteer organizations have turned to I-O psychologists to help define and staff the roles required for large-scale emergency response. Panelists from the private and public sectors will discuss unique contributions I-O psychologists are making to emergency response, as well as the challenges they face.

Christina K. Curnow, ICF International, Chair

Robert F. Calderon, SRA International, Panelist

C. Harry Hui, University of Hong Kong, Panelist

Timothy P. McGonigle, SRA International, Panelist

Carolyn M. Parish, ICF International, Panelist

Bernice Zaidel, Federal Emergency Management Agency, Panelist

Submitter: Robert Calderon, rob_calderon@sra.com

243. Master Tutorial: 10:30 AM–12:20 PM  

Two (2) CE credits for attending. Register at session!

How to Score Biodata Measures: A Master Tutorial

This tutorial will describe the various approaches to scoring biodata measures, including empirical keying, rational keying, and the “hybrid” approaches. The presenters will demonstrate how to perform analyses in SPSS for use in creating an empirical key. Guidance will be provided on how to choose between the different scoring approaches.

Jeffrey M. Cucina, U.S. Customs and Border Protection, Presenter

Julia Bayless, Sodexo, Inc., Presenter

Henry F. Thibodeaux, U. S. Office of Personnel Management, Presenter

Henry H. Busciglio, U.S. Customs and Border Protection, Presenter

Charles N. MacLane, U.S. Office of Personnel Management, Presenter

Submitter: Jeffrey Cucina, jcucina@gmail.com

244. Symposium/Forum: 10:30 AM–12:00 PM  

The Cutting Edge: Expanding the Temporal Lens of Team Research

This symposium expands the temporal lens of team research in diverse ways, including incorporating temporal individual differences (time urgency, pacing style), explicitly specifying temporal reference points in the measurement of group process variables (temporal conflict, time awareness norms), considering the temporal context (time pressure), and longitudinal analysis.

Susan Mohammed, Pennsylvania State University, Chair

John E. Mathieu, University of Connecticut, John Cordery, University of Western Australia, Bradley Kirkman, Texas A&M University, Micahel Kukenberger, University of Connecticut, Modeling Virtual Team Participation Trajectories

Rhetta L. Standifer, University of Wisconsin-Eau Clair, Jonathon R. B. Halbesleben, University of Oklahoma, Julia Kramer, University of Wisconsin-Eau Clair, The Impact of Temporal Differences on Team Process and Effectiveness

Susan Mohammed, Pennsylvania State University, Sucheta Nadkarni, University of Nebraska-Lincoln, Diversity of Temporal Individual Differences, Temporal Leadership, and Team Performance

Yang Zhang, Pennsylvania State University, Susan Mohammed, Pennsylvania State University, Rosalie Ocker, Pennsylvania State University, Temporal Individual Differences in Teams: Do They Really Matter?

Mary J. Waller, York University, Discussant

Submitter: Susan Mohammed, sxm40@psu.edu

245. Community of Interest: 10:30 AM–12:00 PM  
Gallier AB

Executive Assessment

Robert C. Muschewske, Personnel Decisions International, Host

Robert T. Hogan, Hogan Assessment Systems, Host

246. Special Events: 10:30 AM–12:00 PM  
Grand Ballroom A

Program Committee Invited Address: Dr. James H. Bray

Dr. James H. Bray, 2009 president of the American Psychological Association, will speak on the future of psychology practice and science education. He is an associate professor of family and community medicine and psychiatry at Baylor College of Medicine, a NIH funded scientist, and a Fellow of 12 APA divisions.

Gary P. Latham, University of Toronto, Chair

James H. Bray, American Psychological Association, Presenter

247. Panel Discussion: 10:30 AM–12:00 PM  
Grand Ballroom B

Method Variance: Problems, Preventatives, and Remedies

Method variance refers to variance in observed measures attributable to the method of measurement rather than the construct of interest. Method variance is often mentioned by reviewers as a criticism of research. Panelists will discuss the nature of method variance and what can be done to combat it.

Michael T. Brannick, University of South Florida, Chair

David Chan, Singapore Management University, Panelist

Charles E. Lance, University of Georgia, Panelist

Paul E. Spector, University of South Florida, Panelist

Larry J. Williams, Virginia Commonwealth University, Panelist

Submitter: Michael Brannick, mbrannic@luna.cas.usf.edu

248. Symposium/Forum: 10:30 AM–12:20 PM  
Grand Ballroom D

When the Going Gets Tough: How I-O Can Help

Current economic conditions create opportunities for I-O psychologists to contribute value to business leaders by translating I-O “science” into practical solutions for organizations. This symposium will focus on 5 organizations from a variety of industries that will share their challenges and describe strategies to overcome these challenges in tough times.

Stephanie A. Tarant, R. H. Donnelley, Chair

Thomas E. Powell, GlaxoSmithKline, Penny Koommoo-Welch, GlaxoSmithKline, Data-Driven Action: Using I-O Tools to Address OD Problems

Corey S. Munoz, Fannie Mae, Stephanie A. Tarant, R. H. Donnelley, Tiffany Bludau, PDRI, Fannie Mae’s Glass House: Market Trends and Vexing I-O Issues

Jana Fallon, Prudential Financial, Brian Penner, Prudential Staffing, Prudential’s Opportunistic Talent Acquisition Strategy: Hire When Others Are Not

Stephanie L. Sloan, Hay Group, Robert Bertens, Meyn North America, Warding off a Crisis: Utilizing I-O to Foster Organizational Change

Lindsay A. Bousman, Starbucks Coffee Company, Right Data at the Right Time: Influencing Internally During Transformations

Submitter: Stephanie Tarant, Stephanie_Tarant@yahoo.com

249. Symposium/Forum: 10:30 AM–12:20 PM  
Grand Ballroom E

The Fit Between Emotional Demands and Emotional Abilities

Four empirical studies examine the fit between emotional demands of the job and employee emotional abilities. Both direct and indirect methods of assessing emotional demands-abilities (ED-A) fit are explored, and several antecedents and consequences of ED-A fit are examined.

Erin M. Richard, Florida Institute of Technology, Chair

James M. Diefendorff, University of Akron, Co-Chair

Moshe Feldman, University of Central Florida, Kimberly A. Smith-Jentsch, University of Central Florida, Christopher Wiese, University of Central Florida, Ariel Afek, University of Central Florida, Kendra Brown, University of Central Florida, Jaclyn Schwartz, University of Central Florida, Personality-Display Rule Congruence and Emotional Regulation in a Service Simulation

Grace Leung, University of Akron, Megan Chandler, University of Akron, James M. Diefendorff, University of Akron, Cecily Becker, University of Akron, Perceived Emotional Demands–Abilities Fit and Emotional Labor

S. Douglas Pugh, University of North Carolina Charlotte, Antecedents and Consequences of Emotional Demands–Abilities Fit

Cecily Becker, University of Akron, James M. Diefendorff, University of Akron, Indirect Assessment of the Fit Between Emotional Demands and Abilities

Hillary Anger Elfenbein, Harvard University, Discussant

Submitter: Erin Richard, erichard@fit.edu

250. Symposium/Forum: 10:30 AM–12:00 PM  
Grand Chenier

Going Global: A New Volume From SIOP’s Professional Practice Series

Authors from Lundby and Jolton’s upcoming SIOP Professional Practices Series book, Going Global: Practical Applications for HR and OD Professionals in the Global Workplace will highlight their findings. Each will discuss a specific aspect of I-O practice, as well as its challenges and possible solutions for internal or external practitioners.

Kyle Lundby, Kenexa, Chair

C. Shawn Burke, University of Central Florida, Eduardo Salas, University of Central Florida, Michele J. Gelfand, University of Maryland, Effective Teamwork in Multicultural Organizations: An Obtainable Goal?

Tim Carey, The Chinese University of Hong Kong, Wynne Chan How Weng, The Chinese University of Hong Kong, Selection’s Challenges: Going Global

David W. Bracken, Kenexa Corporation, Cultural Barriers to Individual and Organizational Change

Paula M. Caligiuri, Rutgers University, Industrial-Organizational Psychology and the Management of Expatriates

Allen I. Kraut, Baruch College/Kraut Associates, Discussant

Submitter: Kyle Lundby, kyle.lundby@kenexa.com

251. Panel Discussion: 10:30 AM–12:00 PM  
Grand Couteau

Identifying and Developing High-Potential Employees: Lessons From the Field

In this panel, we will discuss the uses and implications of programs for identifying and developing high potential employees. Panel members from 4 organizations that have implemented structured systems for “high pos” will discuss the benefits and drawbacks of these programs, along with their impact on employees.

Jeff Foster, Hogan Assessment Systems, Chair

Brandy Orebaugh Agnew, Dell Inc., Panelist

Louise Korver-Swanson, EMC Corporation, Panelist

Matthew R. Walter, Bank of America, Panelist

Ryan A. Ross, Hogan Assessment Systems, Panelist

Submitter: Jeff Foster, jfoster@hoganassessments.com

252. Symposium/Forum: 10:30 AM–12:00 PM  

Defining and Measuring Constructs in Work–Family Research

Systematic evaluation of constructs and their measurement is important for all areas of research. This symposium brings together a set of 4 provocative research papers that address the measurement and definition of key constructs within, and associated with, the work–family literature.

Tammy D. Allen, University of South Florida, Chair

Tammy D. Allen, University of South Florida, Ashley A. Gray, Verizon
Wireless/University of South Florida, Jay M. Dorio, Kenexa, Work Interference With Family: A New Assessment Tool

M. Gloria Gonzalez-Morales, George Mason University, Lois E. Tetrick, George Mason University, Frequency and Intensity of Work–Family Conflict: An Enriched Measurement Strategy

Julie Holliday Wayne, Wake Forest University, Reducing Conceptual Confusion: Clarifying the “Positive” Side of Work–Family

Teresa J. Rothausen-Vange, University of St. Thomas, Jorge Gonzalez-Morales, University of San Francisco, Facet Job Satisfaction and Caring Values

Janet L. Barnes-Farrell, University of Connecticut, Discussant

Submitter: Tammy Allen, tallen@luna.cas.usf.edu

253. Posters: 10:30 AM–11:20 AM  
Napoleon ABC


253-1 The Changing Workforce: Older Workers’ Values and Desired Organizational Characteristics

The current effort seeks to refine an inventory of successful aging using a sample of older adult job seekers. This provides insight into what this population values, which is important for the changing workforce. Desired organizational characteristics are assessed in order to attract these workers.

Karen Aiken, University of Akron

Harvey L. Sterns, University of Akron

Andrea F. Snell, University of Akron

Yoshie Nakai, University of Akron

Boin Chang, University of Akron

Submitter: Karen Aiken, klaiken@gmail.com

253-2 Effectiveness of Explanation Types for Mitigating Applicant Reactions to Biodata

Five explanation types based on Bies (1987) taxonomy were tested to determine their effectiveness for mitigating negative applicant reactions to a biodata selection test. Legitimizing accounts were found to be most effective. Causal accounts were found to be least effective and resulted in worse outcomes than no explanation at all.

Carolyn K. Daniels, University of Waterloo

Derek S. Chapman, University of Calgary

Chelsea R. Willness, Brock University

Submitter: Derek Chapman, dchapman@ucalgary.ca

253-3 Administrative Assumptions in Top-Down Selection

We discuss 4 likely administrative assumptions of top-down selection. Using archival admissions data from university graduate programs (n = 977), we tested for a violation of 2 of these assumptions and whether the efficacy of top-down selection might be compromised. We discuss implications for future research and practice.

Stephen M. Colarelli, Central Michigan University

Anne M. Roscoe, Central Michigan University

Matthew J. Monnot, Central Michigan University

George Ronan, Central Michigan University

Submitter: Stephen Colarelli, colar1sm@cmich.edu

253-4 Employee Referral Effectiveness and Characteristics of the Referring Employee

This study examined employee referrals relative to formal recruitment sources and the similarity of referrers and referees. Results suggested that referrals didn’t yield higher performing nor longer tenured employees. There was a significant relationship between referee and referrer job performance and between referrers’ demographics and those they referred.

Michelle A. Dean, San Diego State University

Jeffrey M. Conte, San Diego State University

Megan Groover, San Diego State University

Submitter: Michelle Dean, michelle.dean@sdsu.edu

253-5 Differences Between Proctored and Unproctored Groups on Management Potential Measure

We examined differences between proctored and unproctored groups on a management potential measure in an applied setting. We examined scale distributions, factor structures using multigroup confirmatory factor analysis, and differential item functioning. Results suggested little differences between the proctored and unproctored groups.

Kristin M. Delgado, Wright State University

Mei-Chuan Kung, Select International, Inc.

Matthew S. O’Connell, Select International, Inc.

Submitter: Kristin Delgado, delgado.4@wright.edu

253-6 Web-Based Recruitment: Judging Person– Organization Fit and Organizational Attraction

This study examined the effects of the inclusion of certain Web site content (i.e., organizational culture, realistic organizational information) on job seekers’ ability to assess their person–organization fit. Providing this content was important (e.g., increased confidence in fit, organizational honesty). Fit perceptions also influenced organizational attraction and job pursuit intentions.

Angela M. Farabee, University of Missouri-St Louis

Submitter: Angela Farabee, AngelaFarabee@umsl.edu

253-7 Recruitment Web Site Characteristics and Applicant Attraction: A Meta-Analysis and Review

This meta-analysis examines the effects of recruitment Web site characteristics (aesthetics and usability) on applicant attraction to an organization. Results from 12 independent samples (N = 3367) indicated that aesthetics and usability are reliably correlated with attraction. Potential moderators of this relationship are discussed in light of the studies’ limitations.

Gary Giumetti, Clemson University

Brandy Brown, Celmson University

Submitter: Gary Giumetti, ggiumet@clemson.edu

253-8 Tale of Two Attributions: Relative Importance of Image to Attraction

A theoretical model of the relationship between applicant ascribed organizational attributions, subjective perceptions of fit, and organizational attractiveness was tested. Results indicate that applicants’ instrumental and symbolic attributions are positively related to perceptions of fit, which partially mediate the influence of applicant attributions on organizational attractiveness ratings.

Paul J. Gregory, Florida International University

Chockalingam Viswesvaran, Florida International University

Submitter: Paul Gregory, pgreg003@fiu.edu

253-9 The Dynamic Nature of Applicants’ Reactions to Integrity Testing

Research concerning long-term applicant reactions to integrity testing is limited. Using a quasi-experimental, longitudinal research design to simulate stages of a selection process, we find that time and other selection process characteristics have direct effects on dimensions of applicant reactions and organizational attractiveness.

Angela M. Langevin, Cornell University

John P. Hausknecht, Cornell University

Submitter: John Hausknecht, jph42@cornell.edu

253-10 Examining Personality Person– Organization Fit in the Context of Recruitment

This study examined the effects of manipulated personality person–organization fit on attraction and intent to apply. Results indicated that the relationships between manipulated fit and both attraction and intent to apply were mediated by subjective fit and moderated by agreement with fit feedback. Mediated moderation also occurred.

Stephanie Houp, The Pittman McLenagan Group, L.C.

John T. Hazer, Indiana University Purdue University Indiana

Submitter: Stephanie Houp, stephaniej@pmglc.com

253-11 Fairness Reactions to Selection Methods: A Romanian Study

We examined fairness reactions to selection methods in a Romanian sample of 240 employees. The results show that Romanian employees rate work samples, interviews, written ability tests, and resumés as favorable and graphology, ethnicity, and personal contacts as unfavorable. Implications for research and practice are discussed.

Dan Ispas, University of South Florida

Alexandra Ilie, University of South Florida

Dragos Iliescu, National School of Political and Administrative Studies

Submitter: Dan Ispas, dispas@gmail.com

253-12 Fake Academic Degrees: Application of Knowledge Tests to Reference Checking

It is alarming that many employers do not conduct thorough reference checks despite the high prevalence of fake academic credentials. We discuss how knowledge tests can be applied to reference checking and describe the procedure used to develop a new tool designed to identify potential fakers of MBA degrees.

Martin Lanik, Colorado State University

Kevin B. Tamanini, Development Dimensions International

Submitter: Martin Lanik, martin.lanik@colostate.edu

253-13 Investigation of Managers’ Preference for Intuitive or Analytical Selection

The purpose of this study was to investigate how characteristics of managers and the hiring context impact the preference for an intuitive or analytical approach to hiring employees. Results indicated that thinking style, experience, SPHR certification, company size, and hiring context were related to selection decision-making style.

Michael A. Lodato, ICF International

Scott Highhouse, Bowling Green State University

Submitter: Michael Lodato, mlodato@icfi.com

253-14 The Role Social Needs Play in Perceived Organizational Attraction

This study explored the influence of individual personality traits, specifically the need for affiliation, on organizational attraction during recruitment. Within a team work-oriented recruitment condition, need for affiliation moderated organizational attraction such that attraction increased as individuals’ need for affiliation increased.

Emily Hutt, University of Akron

Nicole McConnell, University of Akron

Andrea F. Snell, University of Akron

Submitter: Nicole McConnell, nicoleh@uakron.edu

253-15 The Antecedents and Consequences of Nepotism

A model of nepotism is presented to create a more organized state of the nepotism literature that illuminates both the positive and negative sides of this highly polarizing selection practice. The model was based on a variety of cross-disciplinary perspectives, including affirmative action, family-owned businesses, and evolutionary psychological theories.

Bridgette Mulder, DePaulUniversity

Submitter: Bridgette Mulder, bridgette_mulder@bcbsil.com

253-16 Changes in Recruits’ Importance Ratings of Organizational Characteristics During Recruitment

This study challenges the assumption that recruits’ perceptions of the importance of job/organizational characteristics remain constant throughout the recruitment process. This study examines changes in recruits’ perceptions over 3 months. Using a sample of 177 accounting students, results showed that perceptions of the importance of compensation decrease during recruitment.

Stephanie C. Payne, Texas A&M University

Allison Cook, Texas A&M University

Margaret T. Horner, Texas A&M University

Michael K. Shaub, Texas A&M University

Wendy R. Boswell, Texas A&M University

Submitter: Stephanie Payne, scp@psyc.tamu.edu

253-17 Predicting Applicant Perceptions Using Items, Personal, and Job Characteristics

This study focuses on predictors of perceptions of fairness for a selection test. Results revealed that although race and job level (professional vs. nonprofessional) affected perceptions of fairness, type of test item (biodata, personality, situational judgment) did not have any effect on perceptions of fairness.

Lauren Manning Salomon, Salomon Solutions

Gloria M. Pereira, University of Houston-Clear Lake

Submitter: Gloria Pereira, pereira@uhcl.edu

253-18 Theory of Planned Behavior and Military Propensity: A Configural Approach

This study utilized a configural approach to examine the constructs of the theory of planned behavior in the assessment of military propensity. Specifically, cluster analysis was used to identify 5 groups that displayed different patterns of attitudes, norms, and self-efficacy. The clusters also differed with regards to military propensity.

Taylor L. Poling, University of Tennessee

Katie Helland, Fors Marsh Group

Brian K. Griepentrog, Fors Marsh Group

Submitter: Taylor Poling, tpoling@forsmarshgroup.com

253-19 Does Faking on Noncognitive, Nonsimulation (NCNS) Assessments Impact Performance?

The purpose of this study was to expand the research addressing the impact on performance of faking on noncognitive, nonsimulation (NCNS) assessments with the use of data from employment situations. Results suggest that removing suspected fakers from an applicant pool has limited impact, unless severe standards are applied.

Eric C. Popp, PreVisor

Amanda L. Evans, PreVisor

Laura E. McClelland, PreVisor

Submitter: Eric Popp, epopp@previsor.com

253-20 Self-Deceptive Enhancement: Isolating the Unconscious Motivation Behind Response Elevation

This study examined the effects of self-efficacy and self-deceptive enhancement (SDE) on response elevation on personality assessments. Self-efficacy was found to suppress the relationship among SDE and response elevation. By removing variance associated with self-efficacy, we may isolate the detrimental causes of unintentional response elevation that can potentially harm validity.

Joshua S. Quist, Select International

Paul Merlini, Harrington & Associates

Richard L. Griffith, Florida Institute of Technology

Submitter: Joshua Quist, joshq_81@hotmail.com

253-21 Implications of Perceived Task Subjectivity in an Assessment Center Context

This study investigated the relationship between the perceived subjectivity of rating dimensions used to rate assessment center tasks and both participant motivation and participant perceptions of justice. Results suggest that subjective tasks result in more participant motivation but that more objective tasks result in more favorable perceptions of procedural justice.

Sylvia G. Roch, University at Albany, SUNY

Eugene Trombini, University at Albany, SUNY

Vipanchi Mishra, University at Albany, SUNY

Submitter: Sylvia Roch, roch@albany.edu

253-22 Applicant Reactions to Selection Outcomes: A Field Study

This paper discusses applicant reactions to selection outcomes in actual hiring contexts. Hired applicants reported highest well-being and organizational attractiveness when they perceived the outcome as fair, whereas for rejected applicants both were highest when they perceived the outcome as unfair. Procedural fairness positively affected organizational attractiveness of rejected applicants.

Sonja Schinkel, Amsterdam Business School

Dirk van Dierendonck, Erasmus University Rotterdam

Annelies van Vianen, University of Amsterdam

Submitter: Sonja Schinkel, s.schinkel@uva.nl

253-23 Overestimates Occur When Applicants Apply for Multiple Jobs Simultaneously

If applicants apply for more than one job at a time, accepted methods overestimate the average predictor score of new hires (¯Z x), often by 15% to 60% or more. This leads to proportionally inflated estimates of economic utility as well.

Steven E. Scullen, Drake University

Submitter: Steven Scullen, steve.scullen@drake.edu

253-24 Does Rater Personality Influence Attractiveness Bias in Selection?

This study examined the moderating effects of rater personality on attractiveness perception and perceived job-suitability. Self-monitoring was not found to influence the relationship between applicant attractiveness and job suitability. However, a moderating effect for self-esteem was found on the relationship between applicant attractiveness and several job suitability variables.

Nicole A. Andreoli, Parker Jewish Institute

Comila Shahani-Denning, Hofstra University

Submitter: Comila Shahani-Denning, psyczs@hofstra.edu

253-25 A Proposed Model of Applicant Reactions to the Recruiting Process

We propose a testable model of applicant reactions to the recruiting process wherein procedural justice and perceived fit act as mediators of the relationship between job, organizational, and recruiter characteristics, with applicant attraction outcomes. We also discuss how recruiting context and stage of the recruiting process may moderate these relationships.

Krista L. Uggerslev, University of Manitoba

Chelsea R. Willness, Brock University

Neil E. Fassina, University of Manitoba

Submitter: Krista Uggerslev, uggersle@cc.umanitoba.ca

253-26 Effects of Applicant Attractiveness and Racial Prototypicality on Affirmative Action

Applicant facial prototypicality and physical attractiveness were manipulated to ascertain their effects on affirmative action eligibility decisions, decision confidence, and decision fairness. Facial prototypicality influenced benefit eligibility and decision confidence while attractiveness influenced decision fairness. Organizations may want to take facial prototypicality into account when allocating affirmative action benefits.

Kate Unterborn, Central Michigan University

Stephen M. Colarelli, Central Michigan University

Submitter: Kate Unterborn, unter1ke@cmich.edu

253-27 Influence of Information Privacy Concerns Within Internet-Based Testing 

We propose that job applicant concerns about information privacy mediate the relations between Internet testing context and noncognitive test scores. Data from 5,675 actual job applicants support the proposition that perceived procedural fairness and information privacy concerns both mediate the relationship between unproctored Internet-based testing conditions and noncognitive test scores.

Patrick H. Raymark, Clemson University

Laurie E. Wasko, Development Dimensions International

Dewayne D. Moore, Clemson University

Submitter: Laurie Wasko, laurie.wasko@ddiworld.com

253-28 Human Capital, Customer Service, and Unit Effectiveness

This study demonstrates that the effects of unit service orientation on unit effectiveness are mediated by unit customer service performance. Service orientation was operationalized as the unit-level aggregate of individual-level service employee KSAOs. Customer service and effectiveness were also measured at the unit level.

Jeff A. Weekley, Kenexa

Robert E. Ployhart, University of South Carolina

Submitter: Jeff Weekley, jeff.weekley@kenexa.com

253-29 O*NET In-Demand Occupations: Estimating Skill Levels for Success

In an attempt to profile workplace relevant skills, this study examined requisite skills of O*NET in-demand jobs. O*NET in-demand jobs are those with high project growth rates between the years 2006–2016. Skill profiles were estimated for specific in-demand jobs, relevance of individual skills, requisite entry level, and time-related change.

Nathan E. Wiita, Georgia Institute of Technology

Helen T. Palmer, ACT, Inc.

Submitter: Nathan Wiita, nathan.wiita@gatech.edu

253-30 Attracting Applicants through Corporate Social Responsibility: A Real-World Test

We examine why job seekers are attracted to organizations known for their corporate social responsibility (CSR) from a person–organization fit perspective. Data from 240 job seekers supported our hypotheses; perceptions of CSR-related organizational image and self-company identity congruence related positively to organizational attraction, incremental to job attributes such as pay.

Chelsea R. Willness, Brock University

David A. Jones, University of Vermont

Derek S. Chapman, University of Calgary

Submitter: Chelsea Willness, cwillness@brocku.ca

253-31 Recruitment Begins Before Recruiting Starts: Awareness Phase of Job Search

The results of a field study highlight the value of including a prerecruitment awareness phase when studying job search and provide support for the concept of image generalization. Early interactions unrelated to recruitment (e.g., customer experiences) were predictive of later ratings of organizational attractiveness and job pursuit intentions.

Chelsea R. Willness, Brock University

Krista L. Uggerslev, University of Manitoba

Derek S. Chapman, University of Calgary

Submitter: Chelsea Willness, cwillness@brocku.ca

253-32 Influence of Web-Site Aesthetics on Attitudes Toward the Organization

The relation between aesthetic characteristics of organizational recruitment Web sites and applicant attraction to the organization was examined, partially testing Cober, Brown, Keeping, and Levy’s (2004) proposed model. Undergraduate students browsed 4 actual Web sites. Results suggested that aesthetic characteristics play an important role in Web-based recruitment.

Rebekkah F. Wills, Clemson University

Patrick H. Raymark, Clemson University

Submitter: Rebekkah Wills, rebekkw@clemson.edu

254. Interactive Posters: 10:30 AM–11:20 AM  
Napoleon D1-D2

Emotions at Work Make Me Moody

Stéphane Cote, University of Toronto, Facilitator

254-1 Affectively Forecasting Jobs: Is Work as Bad as We Think?

This study applies research on affective forecasting to the organizational domain by assessing the accuracy with which people forecast their emotions at work. Job incumbents underestimated positive affect to a greater extent than did new hires. In addition, forecasted affect was related to subsequent job satisfaction, even controlling for actual affect.

Jill C. Bradley, California State University, Fresno

Seth A. Kaplan, George Mason University

Joseph Luchman, George Mason University

James N. Kurtessis, George Mason University

Jordan M. Robbins, George Mason University

Alicia Stachowski, George Mason University

Lindsay Hawkins, Federation of State Boards of Physical Therapy

Submitter: Jill Bradley, jbradley@csufresno.edu

254-2 The Power of Pleasant Affect at Work

This study tested the propositions of the affective events theory (Weiss & Cropanzano, 1996). Results provided support for an extended model; core evaluations were predictive of pleasant affective states at work, which in turn contributed to increased job satisfaction and organizational citizenship behavior, and decreased levels of turnover intentions.

Habibe Tugba Erol, University of South Florida

Hayriye Canan Sumer, Middle East Technical University

Submitter: Habibe Tugba Erol, htugbaerol@yahoo.com

254-3 Walking Mood Inductors: Group Influences on Affective Linkages Within Teams

Emotions are contagious among group members, and this influences performance and attitudes. This study extends research by examining whether (a) affective convergence occurs in ongoing research teams, (b) whether it varies by negative affect (anger, anxiety, and sadness), and (c) how team climate—psychological safety—might influence this process.

Su Chuen Foo, Pennsylvania State University

Alicia A. Grandey, Pennsylvania State University

David A. Harrison, Pennsylvania State University

Submitter: Su Chuen Foo, suchuenfoo@gmail.com

254-4 The Relationship Between Mood Repair and Mood Enjoyment and Happiness

This study examined the relationship between happiness and 2 types of mood regulation: negative affect (NA) repair and positive affect (PA) enjoyment. Findings of a survey and an experiment suggest that the desire to regulate NA is more strongly related to happiness than the desire to enjoy PA.

Min Young Kim, Georgia Institute of Technology

Ruth Kanfer, Georgia Institute of Technology

Submitter: Min Kim, mkim@gatech.edu

255. Symposium/Forum: 10:30 AM–12:20 PM  
Napoleon D3

Uncovering the Nature of Applicant Faking Behavior: A Theoretical Examination

Previous research has relied on simple definitions of faking behavior, emphasizing empiricism without much regard to theory. However, recent research suggests that faking is a complex interaction of applicant characteristics, measurement methods, and situational demands. This symposium presents original theories aimed at explaining faking and spurring future research.

Richard L. Griffith, Florida Institute of Technology, Chair

Mitchell H. Peterson, Florida Institute of Technology, Co-Chair

Eric D. Heggestad, University of North Carolina Charlotte, Faking Is a Measurement Issue: Let’s Start With Psychometric Theory

Richard L. Griffith, Florida Institute of Technology, Mitchell H. Peterson, Florida Institute of Technology, Joshua A. Isaacson, Florida Institute of Technology, Joshua S. Quist, Select International, Amy Gammon, Florida Institute of Technology, A Person-Specific Theory of Applicant Faking Behavior

Jill E. Ellingson, Ohio State University, The Role of Marketability in a Theory of Faking Behavior

Robert P. Tett, University of Tulsa, A “Multisaturation” Perspective on Faking Personality Test Scores

Lynn A. McFarland, Clemson University, A Theory of Faking Behavior

Michael J. Zickar, Bowling Green State University, Discussant

Submitter: Mitchell Peterson, mpeterso@fit.edu

256. Symposium/Forum: 10:30 AM–12:00 PM  

Third Party Observations of Counterproductive Work Behaviors

In this symposium, data on counterproductive work behaviors were gathered from a variety of third party sources: coworkers, supervisors, and customers. Implications are discussed for selection, coworker attitudes, justice perceptions, and behaviors, as well as customer outcomes, such as intent to return.

Nicole L. Neff, Freddie Mac, Co-Chair

Michael J. Cullen, Personnel Decisions Research Institutes, Co-Chair

Merideth Ferguson, Baylor University, Janelle R. Enns, University of Lethbridge, The Moderating Role of OCBs on the Coworker Deviance–Satisfaction Relationship

Nicole L. Neff, Freddie Mac, Coworker Reactions to Counterproductive Work Behaviors

Michael J. Cullen, Personnel Decisions Research Institutes, Steven E. Lammlein, Personnel Decisions Research Institutes, Joan M. Glaman, Boeing Company, Developing a “Bad Behavior” Checklist for Boeing Manufacturing Technician Applicants

Emily M. Hunter, University of Houston, Lisa M. Penney, University of Houston, Sabrina Volpone, University of Houston, Implications of Customer-Directed Counterproductive Work Behavior

James L. Farr, Pennsylvania State University, Discussant

Submitter: Nicole Neff, nln120@psu.edu

257. Roundtable Discussion/Conversation Hour: 10:30 AM–11:20 AM  
Oak Alley

How to Respond to Interpersonal Misconducts in the Workplace?

This roundtable provides an opportunity to discuss how people should respond to interpersonal misconduct in the workplace, also referred to as incivility. Four different types of responses to misconduct behavior will be described and discussed. We will also address why some individuals might respond differently than others to interpersonal misconduct.

Marie-Elene Roberge, Ohio State University, Host

Aino Salimaki, Helsinki University of Technology, Host

Jennifer L. Berdahl, University of Toronto, Host

Submitter: Marie-Elene Roberge, m-roberge@neiu.edu

258. Symposium/Forum: 10:30 AM–12:00 PM  
Rhythms 1

Leadership Assessment, Development, and Succession Planning: A Case Study

Organizations are facing leadership shortages due to a growing wave of retirements and war for talent. Thus, employers have increased efforts to identify and develop future leaders. This session explores considerations and research underlying the development and deployment of a leadership development program for 1 of the largest U.S. employers.

John A. Weiner, PSI, Chair

Sandra G. Nelson, United States Postal Service, A Web-Based Succession Planning Process in a Large Federal Agency

Deborah L. Whetzel, HumRRO, Development of Competency Models for the U.S. Postal Service

John D. Morrison, PSI Services, LLC, John A. Weiner, PSI Services LLC, Development and Validation of a Dual-Purpose Executive Assessment Tool

Bridget E. Boyle, United States Postal Service, Deploying Online Executive Assessment for Succession Planning: Considerations, Lessons Learned

James C. Sharf, Employment Risk Advisors, Inc., Discussant

Submitter: John Weiner, jweiner@psionline.com

259. Panel Discussion: 10:30 AM–12:00 PM  
Rhythms 2

Internships in I-O Psychology: Views From the Trenches

Many I-O graduate students are interested in obtaining an internship during their graduate training but lack information about this process. Further, little information exists to guide I-O practitioners in their management of interns. This session provides information to help both graduate students and intern managers successfully navigate the internship experience.

Michelle A. Donovan, Google, Co-Chair

Patricia Barger, Bowling Green State University, Co-Chair

Allan H. Church, PepsiCo, Panelist

Jessica A. Gallus, University of Connecticut, Panelist

Gary W. Carter, Personnel Decisions Research Institutes, Inc., Panelist

Meredith L. Cracraft, Personnel Decisions Research Institutes, Inc., Panelist

Erin Adkins, Applied Materials, Panelist

Lisbeth Andersen, Applied Materials, Panelist

Submitter: Michelle Donovan, mdonovan@google.com

260. Panel Discussion: 10:30 AM–12:00 PM  
Rhythms 3

Beginning the Journey: Peer Mentoring for Individuals Starting Their Careers

I-O psychologists are multifaceted and work in a variety of settings. The purpose of this panel discussion is to provide peer mentoring to SIOP members approaching the academic and practitioner job markets. Topics will include actions taken and considerations made by recent graduate students who have landed their first jobs.

Jay M. Dorio, Kenexa, Co-Chair

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

Adam C. Bandelli, RHR International Company, Panelist

Tiffany M. Greene-Shortridge, Kenexa, Panelist

Stacey R. Kessler, Montclair State University, Panelist

Greg Schmidt, Bank or America/University of South Florida, Panelist

Submitter: Jay Dorio, jay.dorio@kenexa.com

261. Panel Discussion: 10:30 AM–12:00 PM  

Audits of Human Resources Programs

A responsibility of I-O practitioners often is to assist organizations in ensuring that HR programs conform to professional standards and legal guidelines. We will review best practices in auditing HR areas: compensation, benefits, payroll, selection (including testing), and reductions in force.

Irene A. Sasaki, Dow Chemical Company, Chair

S. Morton McPhail, Valtera Corporation, Panelist

Michael T. Tusa Jr., McCranie, Sistrunk, Hardy, Maxwell & McDaniel, Panelist

Submitter: Irene Sasaki, isasaki@dow.com

262. Panel Discussion: 11:30 AM–1:00 PM  

Succession Planning: Beyond Manager Nominations

Increasingly, organizations are using succession planning but issues such as how best to identify and develop future leaders are still primary challenges.The purpose of this panel discussion is to uncover challenges and successes that practitioners from diverse industries have experienced when implementing evidence-based succession planning techniques.

Shreya T. Sarkar-Barney, Human Capital Growth, Chair

Matt Barney, Infosys, Panelist

Eric P. Braverman, Merck, Panelist

Lori Homer, Microsoft, Panelist

Jennifer L. Irwin, Procter & Gamble Company, Panelist

Kevin Veit, Gabbard and Co., Panelist

Submitter: Shreya Sarkar-Barney, shreya@humancapitalgrowth.com

263. Posters: 11:30 AM–12:20 PM  
Napoleon ABC

Occupational Health/Safety/Stress & Strain/Aging

263-1 A Stressor-Strain Model of OCB and CWB

The current study uses the stressor–strain framework to examine organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB) concurrently. Longitudinal, multisource data shows that targets of OCB and CWB have disparate antecedents and supports the Spector & Fox (2002) model.

Kimberly E. O’Brien, Wayne State University

Stacey R. Kessler, Montclair State University

Tammy D. Allen, University of South Florida

Submitter: Kimberly O’Brien, kimberly.e.obrien@gmail.com

263-2 Older Worker, Different Actor? Linking Age and Emotional Labor

In this study, we examined how employee age influences the emotional labor process. We demonstrated that age has direct effects on emotional labor strategies (deep acting, surface acting, and the expression of naturally felt emotions). Further, we found that age-related changes in positive affect partially mediated the age-strategy relationships.

Jason Dahling, The College of New Jersey

Luis A. Perez, The College of New Jersey

Submitter: Jason Dahling, dahling@tcnj.edu

263-3 Stress, Engagement, and the Military: An Exploration of Karasek’s Model

This study explored the validity of the job demands-control model of stress among military personnel for predicting stress and behavioral engagement. The study demonstrated some validity for the model and found supporting evidence for group differences among enlisted, officers, and civilians.

Gene Alarcon, Wright State University

Stephanie Swindler, Air Force Research Laboratory

Frank L. Tartaglia , Air Force Research Laboratory

Submitter: Gene Alarcon, alarcon.2@wright.edu

263-4 Why Person–Organization Fit Prevents Burnout and Builds an Engaged Workforce

This theoretical paper reviews the literature on burnout and engagement and offers recommendations for interventions. By urging a focus on values, we argue that person– organization fit should be a key driver in employment decisions. Finding fit between organizational and individual values sets the stage for an engaged workforce.

Suzzette M. Chopin, Virginia Commonwealth University

Kathryn Conley, Virginia Commonwealth University

Steven J. Danish, Virginia Commonwealth University

Submitter: Suzzette Chopin, chopinsm@vcu.edu

263-5 Comparing Job Support Types in Predicting Job Attitudes and Stress

This study examined the relationships between 3 different types of perceived job support, job stress, and job attitudes. Results showed that higher job support significantly predicted lower stress and higher attitudes. Perceived organizational support was most strongly correlated with job attitudes. Job support did not moderate the stress–attitude relationship.

Annika Tzschatzsch, California State Long Beach

Hannah-Hanh Du Nguyen, California State University-Long Beach

Submitter: Annika Tzschatzsch, Annika_Tz@gmx.de

263-6 Prosocial Reactions to Psychological Contract Violation: An Interdependence Theory Perspective

This study advances psychological contract research by examining how relationship quality impacts the often negative consequences of violation. Social exchange, economic exchange, and dependence were used to determine employment relationship quality. Both social exchange and dependent relationships reported forgiveness after violation, whereas economic exchange relationships reported less willingness to forgive.

Kyle Ingram, London School of Economics

Leighann E. Volentine, U.S. Office of Personnel Management

Submitter: Leighann Volentine, leighann.volentine@opm.gov

263-7 The Toll of “Dirty Work:” Evidence Among Animal-Euthanasia Technicians

Building upon dirty-work research and theory, we investigated strain among 505 animal-shelter workers. Those involved in animal euthanasia report both higher strain and more reluctance to discuss their work than non-dirty-work employees. Psychological and physical proximity to the dirty-work stressor itself related to well-being.

Benjamin E. Baran, University of North Carolina Charlotte

Steven G. Rogelberg, University of North Carolina Charlotte

Joseph Allen, University of North Carolina Charlotte

Christiane Spitzmueller, University of Frankfurt/University of Houston

Natalie DiGiacomo, Spartanburg Humane Society

Olga L. Clark, University of Hartford

Lisa Teeter, Development Dimensions International

Alan G. Walker, Auburn University

Submitter: Benjamin Baran, bebaran@uncc.edu

263-8 Daylight Savings Time Clock Changes, Sleep, and Workplace Accidents

On Mondays directly following the switch to daylight saving time—in which an hour is lost—people sleep less, are involved in a greater quantity of workplace accidents, and are involved in accidents of greater severity. These effects were not present for the switch back to standard time.

Christopher M. Barnes, Michigan State University

David T. Wagner, Michigan State University

Submitter: Christopher Barnes, barnes@bus.msu.edu

263-9 Safety Climate–Injury Relationship Across Levels of Analysis: A Meta-Analytic Examination

This study demonstrated meta-analytically that the relationship between safety climate and injuries is stronger at the group than the individual level of analysis. Further, safety climate content contamination was found to moderate this relationship at the group level of analysis and content deficiency moderated at the individual level of analysis.

Jeremy M. Beus, Texas A&M University

Stephanie C. Payne, Texas A&M University

Mindy E. Bergman, Texas A&M University

Submitter: Jeremy Beus, jeremybeus@gmail.com

263-10 Violence Climate, Exposure, and Prevention Performance: A Mediation Model

Using structural equation modeling, we tested a model linking violence climate, violence exposure, psychological strain, and prevention performance. Results supported that positive climate would reduce strains and increase prevention motivation, which in turn would lead to better prevention performance, and that exposure experiences would increase strains, which reduced prevention performance.

Chu-Hsiang Chang, University of South Florida

Paul E. Spector, University of South Florida

Erin Eatough, University of South Florida

Stacey R. Kessler, Montclair State University

Submitter: Chu-Hsiang Chang, cchang@health.usf.edu

263-11 Safety Climate and Sociocognitive Factors’ Impact on Safety Critical Design

This study was conducted to explore issues associated with team working that may lead to errors in the design process. A series of exploratory interviews clarified the main issues facing design teams. A questionnaire and experience sampling study then explored the role played by safety climate in the design process.

Alistair Cheyne, Loughborough University

Varuni P. Wimalasiri, University of Nottingham

Kevin Daniels, Loughborough University

Nicholas Beesley, Loughborough University

Submitter: Alistair Cheyne, a.j.t.cheyne@lboro.ac.uk

263-12 Welfare-to-Work Transition and Psychological Distress

We investigate the mediating role of social support on the relationship between core self-evaluations and psychological distress during welfare-to-work transition. In the sample of 89 women, social support fully mediated the negative relationship between CSE and psychological distress. Practical implications are discussed.

Olga L. Clark, University of Hartford

Katerina Muzyro, Marketing Consulting Services

Submitter: Olga Clark, oclark@hartford.edu

263-13 The Impact of Psychological Capital on Hedonic and Eudaimonic Well-Being

Two studies were conducted using data from working adults to examine psychological capital and hedonic and eudaimonic well-being. Results indicated that the relation between psychological capital and hedonic well-being is indirectly formed through eudaimonic well-being. In addition, daily eudaimonic well-being is significantly associated with daily positive mood and daily life satisfaction.

Satoris S. Culbertson, Kansas State University

Clive Fullagar, Kansas State University

Maura J. Mills, Kansas State University

Submitter: Satoris Culbertson, satoris@ksu.edu

263-14 From Worker to Retiree: Validating the Psychological Retirement Planning Scale

This study was conducted to determine the validity of a recently developed Psychological Retirement Planning Scale (PRPS). Results supported the psychological retirement planning construct, as well as construct and criterion-related validity for the PRPS. Results suggest that psychological planning may be an important contributor to a satisfying role transition.

Guyla D. Davis, Bowling Green State University

Sara Terlecki, Ouachita Baptist University

Submitter: Guyla Davis, davisg@obu.edu

263-15 The Influence of Burnout on Job Search and Turnover Processes

This study was conducted to further explore the relationship among burnout, turnover processes, and actual turnover. We found that burnout did not have a direct impact on turnover. However, our results indicate burnout influences the processes, including job search, that lead to turnover and organizational attitudes.

Michael Warren, Ohio University

Justin Weinhardt, Ohio University

Ronald McKinley, Cincinnati Children’s Hospital Medical Center

Myra Huth, Cincinnati Children’s Hospital Medical Center

Ming Guo, Cincinnati Children’s Hospital Medical Center

Brendan J. Morse, Ohio University

David D. Fried, Ohio University

Rodger W. Griffeth, Ohio University

Submitter: Rodger Griffeth, griffeth@ohio.edu

263-16 The Truman Burnout Inventory: A New Measure of Job Burnout

The Truman Burnout Inventory (TBI) was created to address concerns with the Maslach Burnout Inventory (MBI; Maslach & Jackson, 1981). In 2 studies, coefficient alphas for the 3 dimensions exceeded .80. Test–retest reliabilities exceeded .70. Congruent, discriminant, and convergent validity evidence supported the usage of the TBI.

Teresa M. Heckert, Truman State University

Kimberly Sue Wilson, University of Tulsa

Submitter: Teresa Heckert, theckert@truman.edu

263-17 Conversations About Health: Supervisor Health and Safety Support Scale Development

Study 1 was used to create a measure of supervisor health and safety support, and EFA results provide initial support for the 3 dimensional measure of support. CFA results were examined in Study 2 and further supported the factor structure and reliability of the supervisor health and safety support measure.

Carrie S. Hurst, Tennessee State University

Lillian T. Eby, University of Georgia

Marcus M. Butts, University of Texas at Arlington

Submitter: Carrie Hurst, churst@tnstate.edu

263-18 The Chilling Effect of Fear of Reprisal on Union Interest

Financial strain and self-enhancement (overconfidence) accurately predict union interest. The moderating effect of fear of reprisal for disclosing union interest was tested. Results indicated that fear of reprisal reversed the positive relationship between financial strain and union interest and cancelled the negative relationship between self-enhancement and union interest.

Lacey M. Wilson, San Diego State University

Lisa Kath, San Diego State University

Steven Mellor, University of Connecticut

Submitter: Lisa Kath, kath.lisa@gmail.com

263-19 Effect of Social Support Source and Type on Workplace Strain

We examined the moderating effects of social support on the stress–strain relation in the work context in terms of the type of support perceived and the source of the support. Social support did not moderate this relationship with the exception of organizational support and turnover intentions.

Alyx E. Kahler, County of Riverside

Janet L. Kottke, California State University-San Bernardino

Submitter: Janet Kottke, jkottke@csusb.edu

263-20 The Relationship Between Personality and Interpersonal Conflict in Cross-Cultural Settings

This study examined the relationship between personality traits and interpersonal conflict at work in the United States and China. Personality traits of Neuroticism and Agreeableness had significant impacts on interpersonal conflicts in both countries. In addition, Conscientiousness and Extraversion played important roles in Chinese employees’ conflict behaviors.

Margaret Nauta, Illinois State University

Chaoping Li, Renmin University of China

Cong Liu, Hofstra University

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

263-21 When Do Peers Influence Safety Behavior?

The authors examined when the safety behavior of peers influences individual safety behavior. In a study of 259 warehouse workers, the authors found that the relationship between peer safety behavior and individual safety behavior was strongest among workers holding business goal priorities similar to those held by their peers.

Ari A. Malka, University of Houston

Daniel Nicely, University of Houston

L. A. Witt, University of Houston

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

263-22 Examining the Effects of Fatigue on Decision Making: A Policy-Capturing Approach

This study examined whether fatigue from working a 12-hour day shift influenced registered nurses’ decision-making with the use of a policy-capturing questionnaire. Analyses indicated participants did not maintain their judgment policies across the work shift, indicating that fatigue significantly contributed to participants’ inconsistent judgment policies.

Laura E. McClelland, PreVisor

Fred S. Switzer, Clemson University

June J. Pilcher, Clemson University

Submitter: Laura McClelland, lmcclelland@previsor.com

263-23 Stress in Managers/Subordinates: Self-report and Real-Time Measures

This study compared stress in Portuguese managers and subordinates in the health professions using self-report, physiological, and ecological momentary assessment. The results reveal high levels of stress, especially for nurses. Variations in affect and physiological indicators during a shift suggest vulnerability for managers.

Scott E. McIntyre, University of Houston-Clear Lake

Teresa M. McIntyre, University of Houston

Derek Johnston, University of Aberdeen

Submitter: Scott McIntyre, mcintyre@uhcl.edu

263-24 Emotionally Exhausted Extroverts: Workgroup Composition Impacting Emotional Exhaustion

We explored the impact of personality dissimilarity in workgroups by modeling the interactive effects of worker Extraversion and Extraversion diversity on emotional exhaustion. We found that extroverts in an introverted workgroup were most susceptible to emotional exhaustion, suggesting more energy expenditure for these lone extroverts.

David F. Dubin, University of Houston

Sara J. Perry, University of Houston

Emily M. Hunter, University of Houston

L. A. Witt, University of Houston

Submitter: Sara Perry, skj02@yahoo.com

263-25 Fit Without Support: The Impact of Supervisor Agreeableness on Burnout

We examined the interactive effects of fit and supervisor Agreeableness, a form of social support, on employee emotional exhaustion. We found that workers with agreeable supervisors experienced the largest improvement in their overall well-being. In contrast, workers with low-Agreeableness supervisors experienced no improvement in well-being, even as their fit improved.

W. Ryan King, University of Houston

Sara J. Perry, University of Houston

Kori Callison, University of Houston

Emily M. Hunter, University of Houston

L. A. Witt, University of Houston

Submitter: Sara Perry, skj02@yahoo.com

263-26 Consequences of Sexual Harassment for Adolescents in the Labor Force

This study examined the outcomes for teens who appraise sexually harassing events as threatening to their well-being. Young adults reflected upon their earliest formal work experiences. The findings demonstrated that internal coping strategies strengthened the relation that subjective appraisal held to undesirable health, job, and developmental outcomes.

Karen Sears, Western Illinois University

Robert C. Intrieri, Western Illinois University

Dennis R. Papini, Middle Tennessee State University

Submitter: Karen Sears, k-sears@wiu.edu

263-27 Work-to-Work Conflict in Municipal Elected Officials

This study examined predictors (e.g., job satisfaction, burnout, and need for recovery) of job stress experienced by municipal elected officials. Longitudinal data with three measurement occasions from 119 city councilors indicated that stress in the council job spilled over to affect job attitudes in the primary job over time.

Erin N. Smith, Bowling Green State University

Shuang Yueh Pui, Bowling Green State University

Michael J. Zickar, Bowling Green State University

Submitter: Erin Smith, esmith@bgnet.bgsu.edu

263-28 Job Insecurity and Employee Health: The Role of Workplace Control

This study examined the direct and moderating effects of job control and job self-efficacy on the relationship between job insecurity and employee health. Based on survey data collected from a sample of 1,368 workers, we found that only job control buffered the negative effects of job insecurity on employee health.

Bert Schreurs, University of Leuven

Hetty Van Emmerik, Utrecht University

Guy Notelaers, University of Bergen

Hans De Witte, University of Leuven

Submitter: Hetty Van Emmerik, h.vanemmerik@uu.nl

263-29 Proximal and Distal Outcomes of Equal Opportunity Climate Perceptions

This study was conducted to examine a model of proximal and distal outcomes of equal opportunity (EO) climate perceptions for United States Army personnel. EO climate perceptions were confirmed as a significant predictor of work group cohesion, job strain, as well as organizational commitment and job satisfaction.

Benjamin M. Walsh, University of Connecticut

Russell A. Matthews, Louisiana State University

Michael D. Tuller, University of Connecticut

Kizzy M. Parks, K. Parks Consulting Inc.

Daniel P. McDonald, Defense Equal Opportunity Management Institute

Submitter: Benjamin Walsh, benmikewalsh@gmail.com

263-30 The Impact of a Short Respite on Stress and Performance

This study examines how a short respite contributes to well-being and job performance. We collected data from 105 nurses before and after a weekend. Results indicated a decrease of exhaustion and negative affect after the respite but no increase in positive affect and vigor. The respite effects are discussed.

Shoshi Chen, Tel Aviv University

Mina Westman, Tel Aviv University

Dalia Etzion, Tel Aviv University

Anat Drach-Zahavy, University of Haifa

Submitter: Mina Westman, Westman@post.tau.ac.il

263-31 Evaluating the Impact of Corporate Social Responsibility Programs on Employees

This paper critically reviews and analyses the literature relating to the impact of corporate social responsibility (CSR) programs on employee recruitment and retention. It improves understanding of the importance of CSR action and identifies areas of future research that may help organizations more effectively adopt CSR programs.

Victoria J. Smith, Macquarie University

Peter H. Langford, Macquarie University

Submitter: Victoria Smith, tori_smith50@hotmail.com

263-32 The Longitudinal Relationship Between SOC, Job Stressors, and Work–Family Conflict

This study investigated the longitudinal relationship between SOC strategies and work–family conflict as well as the cyclical relationship between SOC and job stressors. SOC usage was related to job stressors, and subsequently WIF across time, and a time series model for SOC and job stressors supports a cyclical relationship.

Anne C. Bal, Wayne State University

Madhura Chakrabarti, Wayne State University

Boris B. Baltes, Wayne State University

Submitter: Anne Bal, du3414@wayne.edu

264. Interactive Posters: 11:30 AM–12:20 PM  
Napoleon D1-D2

I’M Ready, Put Me in Coach

David Peterson, Personnel Decisions International, Facilitator

264-1 Evaluating the Effectiveness of Executive Coaching: Something to Consider

There is a lack of consensus among professionals regarding how to evaluate executive coaching. This paper examines 7 areas that will impact the way researchers evaluate coaching effectiveness and the conclusions they draw from their studies. Clarification on these areas will guide the future of coaching evaluation research and practice.

Guangrong Dai, Lominger International

Kenneth P. De Meuse, Lominger International

Robert J. Lee, Management Consultant

George S. Hallenbeck, Lominger International

Submitter: Guangrong Dai, daigr@yahoo.com

264-2 Coaching in Performance Management: A Review and Research Agenda

This paper provides a review of the role of coaching in a performance management context. Extant literature is discussed critically, thereby identifying strengths and weaknesses of the coaching literature. A framework to guide future research is outlined in an attempt to enhance our understanding of coaching within performance management.

Jane Brodie Gregory, University of Akron

Paul E. Levy, University of Akron

Submitter: Jane Brodie Gregory, janebgregory@yahoo.com

264-3 Tailoring Leadership Development for the Generations

This study aims to identify how organizations can create and invest in leadership development programs that impact the attitudes of employees from different generational cohorts. Through the application of relative weights analysis, researchers demonstrate which experiences were most important in impacting attitudinal variables most related to turnover.

Lauren S. Harris, Independent

Karl W. Kuhnert, University of Georgia

Submitter: Lauren Harris, laurharris@gmail.com

264-4 Goal Orientation, Coaching Style, Subjective Task Complexity and Performance

We examined the relationships among coaching style, subjective task complexity, goal orientation, and performance. Use of a directive coaching style led to better performance after coaching than a problem-solving coaching style. Subjective task complexity partially mediated this relationship while proving goal orientation moderated the mediating effect of subjective task complexity.

Tak Yin Hui, City University of Hong Kong

Christina Sue-Chan, City University of Hong Kong

Submitter: Tak Yin Hui, mgrayh@cityu.edu.hk

265. Roundtable Discussion/Conversation Hour: 11:30 AM–12:30 PM  
Oak Alley

New Agenda for Teamwork Research: From Intrateam to Interteam Perspective

The session’s objective is to draw attention to the role of interteam activities in understanding team and organizational effectiveness. We will present crucial review of the literature with the aims of discussing possible gaps in the literature that require further theorizing and research, and intriguing collaborative work in that vein.

Anit Somech, University of Haifa, Host

Anat Drach-Zahavy, University of Haifa, Host

Submitter: Tal Katz-Navon, katzt@idc.ac.il

266. Special Events: 11:55 PM–12:55 PM  

Leadership for CSR/Sustainability: A Global Perspective

This symposium offers theoretical insight and empirical results focusing on the nature of effective leadership oriented toward corporate social responsibility/sustainability and ethical leadership. The objective is to further the understanding of the dynamic nature of such leadership and to address practical issues pertaining to the development of leadership that can deal with CSR/sustainability and the complex demands of a global society.

Alessia D’Amato, Center for Creative Leadership-Brussels, Chair

David A. Waldman, Arizona State University West, Presenter

Mary S. de Luque, Thunderbird, The Garvin School of International Management, Author

Nathan Washburn, Thunderbird, The Garvin School of International Management, Author

David M. Mayer, University of Central Florida, Presenter

Alessia D’Amato, Center for Creative Leadership-Brussels, Presenter

Jay B. Carson, Southern Methodist Univeristy, Author

Maribeth L. Kuenzi, Southern Methodist University, Author

David De Cremer, Tilburg University, Author

Submitter: Alessia D’Amato, damatoa@leaders.ccl.org