Saturday AM
Indicates Saturday Theme Track Session |
217. Special Events: 8:00 AM–9:00 AM
Armstrong
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
Borgne
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
Cornet
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
Gallery
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
Maurepas
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
Nottaway
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
Waterbury
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
Armstrong
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
Armstrong
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
Borgne
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
Cornet
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
Gallery
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
Maurepas
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
Staffing
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
Nottaway
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
Waterbury
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
Borgne
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
Armstrong
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