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Saturday PM

Indicates Saturday Theme Track Session




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

New Developments in the Study of Interpersonal Mistreatment at Work

Four empirical papers investigate several types of workplace interpersonal mistreatment, including abusive supervision, workplace hostility, interpersonal abuse, and bullying. The studies examine moderators, potential outcomes, cross-cultural differences, and perceived motives of these behaviors by using both quantitative and qualitative data from a variety of settings.

Katherine N. Alexander, Bowling Green State University, Co-Chair

Charlotte Fritz, Bowling Green State University, Co-Chair

Katherine N. Alexander, Bowling Green State University, Steve M. Jex, Bowling Green State University, Self-Esteem as a Moderator Between Abusive Supervision and Workplace Deviance

Meridith P. Selden, Wilkes University, Ronald G. Downey, Kansas State University, Assessing Workplace Hostility

Shoko Kokubun, Alliant International University, Norbert Tanzer, Alliant International University, Cross-Cultural Comparison of Workplace Abuse Between the U.S. and Japan

Suzy Fox, Loyola University-Chicago, Lamont Stallworth, Loyola University-Chicago, Abusive Supervision in the Public Schools

Marie S. Mitchell, University of Nebraska, Discussant

Submitter: Katherine Alexander, alexank@bgsu.edu

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

Issues in Multilevel Research

L. A. Witt, University of Houston, Host

Thomas D. Fletcher, State Farm Insurance, Host

269. Symposium/Forum: 12:00 PM–1:20 PM  
Grand Ballroom A

Defining Leadership Competence on a Global Scale

Many challenges exist when defining leadership on a global scale. A central question is “how do you create a model that provides a common language globally while not lessening its local application by making it too broad?” The experiences and lessons learned of 3 global companies are presented.

Stephen A. Dwight, Novo Nordisk, Inc., Chair

Stephen A. Dwight, Novo Nordisk, Inc., Cara C. Bauer, Novo Nordisk, Inc, Defining Leadership Competence at Novo Nordisk Inc: Separate but Aligned

Matthew R. Redmond, Starwood Hotels & Resorts, Inc., Norm E. Perreault, 24 Hour Fitness, Inc., Kirsten Clark, Starwood Hotels & Resorts, Inc., New Business Model = New Leadership Model

Kelly Polanco, Bristol-Myers Squibb, Darin S. Artman, Bristol-Myers Squibb, Iris Nafshi,
Bristol-Myers Squibb, Global Success Factors-Competencies at Bristol-Myers Squibb

Submitter: Stephen Dwight, sdwi@novonordisk.com

270. Panel Discussion: 12:00 PM–1:20 PM  
Grand Ballroom B

Out From Under Damocles’ Sword: An HR Assessment of Tenure

What determines how one reacts to tenure? A panel of researchers presents theory and data regarding individual and situational variables driving scholarly posttenure activity. Results are discussed by faculty and administrators from diverse institutions with an emphasis on understanding performance and quality of work–life pre- and posttenure.

Thomas E. Becker, University of Delaware, Chair

Kevin D. Clark, Villanova University, Panelist

Jenny M. Hoobler, University of Illinois-Chicago, Panelist

Diane E. Johnson, University of Alabama, Panelist

Mary C. Kernan, University of Delaware, Panelist

Howard J. Klein, The Ohio State University, Panelist

Richard J. Klimoski, George Mason University, Panelist

Narda Quigley, Villanova University, Panelist

Submitter: Thomas Becker, beckert@lerner.udel.edu

271. Panel Discussion: 12:00 PM–1:20 PM  
Grand Chenier

Assessments in Action: Lessons Learned While Implementing New Programs

Panelists from diverse industries and whose organizations are at various phases of implementation will share tactical experiences that have helped to ensure the successful design and rollout of assessment programs. Identification of early signs of struggle, incorporation of technological innovation, and ways to avoid common pitfalls will also be addressed.

Monica Schultz, Cox Communications, Inc., Co-Chair

Matthew J. Dreyer, Verizon, Co-Chair

Cheryl L. Comer, Kimberly-Clark, Panelist

Victoria A. Davis, Marriott International, Panelist

Damian J. Stelly, JCPenney, Panelist

Jessica Osedach, Verizon, Panelist

Submitter: Cheryl Comer, cheryl.comer@kcc.com

272. Symposium/Forum: 12:00 PM–1:20 PM  
Grand Couteau

Meso-Paradigm Modeling of Leadership

Mesomodels of leadership are increasingly important in the development of leadership theory and practice. This symposium offers 4 empirical papers exploring mesoparadigm leadership issues. The papers provide insights into the effect of leadership for individual, dyadic, and group effectiveness in different contexts and across different levels of analysis.

Marie T. Dasborough, University of Miami, Chair

Herman H. Tse, University of Newcastle, Co-Chair

Neal M. Ashkanasy, University of Queensland, Co-Chair

Janaki Gooty, Binghamton University, Francis J. Yammarino, Binghamton University, Leader–Member Social Exchange

Ronald F. Piccolo, University of Central Florida, David M. Mayer, University of Central Florida, Jonathan C. Ziegert, Drexel University, LMX Differentiation as a Detriment to Group Functioning

Herman H. Tse, University of Newcastle, Warren C. K. Chiu, Hong Kong Polytechnic University, Neal M. Ashkanasy, University of Queensland, A Mesomodel of Motivational Processes of Transformational Leadership

Anson Seers, Virginia Commonwealth University, Lucy R. Ford, Saint Joseph’s University, Studying Leadership in the Age of Configurational Organizing

Chet Schriesheim, University of Miami, Discussant

Submitter: Marie Dasborough, m.dasborough@miami.edu

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

Eureka: Advancing Theory in Work–Family Research

This symposium focuses on empirical tests of theoretical work–family models (e.g., boundary and enrichment theory), addressing the criticism that work–family research is too atheoretical. In addition, each of the 4 papers employs either a longitudinal or dyadic design. Finally, proposed hypotheses are tested using advanced analytic strategies.

Russell A. Matthews, Louisiana State University, Chair

Madhura Chakrabarti, Wayne State University, Boris B. Baltes, Wayne State University, Personality, Demographic, and Job-Related Determinants of Boundary Management Strategies

Russell A. Matthews, Louisiana State University, Boundary Theory, Interdomain Transition, and Work–Family Conflict: Modeling Longitudinal Effects

Charleen P. Maher, University of Georgia, Ashley Walvoord, University of South Florida, Ozgun Burcu Rodopman, University of South Florida, Tammy D. Allen, University of South Florida, A Proactive Approach to Work–Family Enrichment

Leslie B. Hammer, Portland State University, Ellen E. Kossek, Michigan State University, Rachel Daniels, Portland State University, Spousal Crossover of Job Demands and Control on Health

Submitter: Russell Matthews, Matthews@lsu.edu

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

Transforming Organizational Culture in Complex, Dynamic Environments for Safety

This session presents a comprehensive view of organizational safety culture research and application. Presentations focus on the multidimensional nature of safe behaviors, diagnostic measurement, and theoretically based interventions designed to transform organizational culture from an error prevention emphasis to an error management emphasis, recognizing the inevitability of human error.

Sallie J. Weaver, University of Central Florida/MedAxiom, Co-Chair

Rebecca Lyons, University of Central Florida, Co-Chair

Eduardo Salas, University of Central Florida, Co-Chair

Michael T. Ford, University at Albany, SUNY, Lois E. Tetrick, George Mason University, Safety Citizenship: Distinct Correlates and Outcomes

Mark Fleming, St. Mary’s University, Natasha Wentzell, Saint Mary’s University, Developing a Safety Culture Improvement Tool

Sallie J. Weaver, University of Central Florida/MedAxiom, Michael A. Rosen, University of Central Florida, Deborah DiazGranados, University of Central Florida, Team Training to Enhance Organizational Safety Culture

Michael Frese, University of Giessen, Nina Keith, University of Giessen, Changing Error Prevention, Changing Culture: From Prevention to Error Management

David A. Hofmann, University of North Carolina-Chapel Hill, Discussant

Submitter: Sallie Weaver, sweaver@ist.ucf.edu

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

Examining Development and Change in Psychological Contracts: Antecedents and Consequences

The psychological contract literature has made significant advancements in identifying predictors, consequences, as well as moderating and mediating factors relevant to psychological contract breach/violation. This symposium advances both theory and research with respect to the underdeveloped topics of contract formation and change in psychological contracts over time.

Amanuel G. Tekleab, Wayne State University, Chair

Karin A. Orvis, Old Dominion University, Chair

Lisa Schurer Lambert, Georgia State University, John B. Bingham, Brigham Young University, Change Through Exchange: Social Exchange Processes in a Psychological Contract

Jacqueline A-M. Coyle-Shapiro, London School of Economics and Political Sciences, Tanguy Dulac, London School of Economics and Political Sciences, Nathalie Delobbe, Universite Catholique de Louvain, The Development of the Psychological Contract During Organizational Socialization

Ans De Vos, Vlerick Leuven Gent Management School, Katleen De Stobbeleir, Vlerick Leuven Gent Management School, Psychological Contract Formation and Employee Turnover During Early Employment

Amanuel G. Tekleab, Wayne State University, Karin A. Orvis, Old Dominion University, M. Susan Taylor, University of Maryland, Behavioral and Attitudinal Consequences of Change in Newcomers’ Psychological Contracts

Denise M. Rousseau, Carnegie Mellon University, Discussant

Submitter: Amanuel Tekleab, atekleab@wayne.edu

276. Symposium/Forum: 12:00 PM–1:20 PM  
Rhythms 2

Adam Versus Abdul: Arab/Muslim Bias in the Post 9/11 Workplace

Arab and Muslim discrimination claims have increased dramatically in the U.S. and Europe since September 11, 2001. The underlying causes of Arab/Muslim prejudice, as well as the nature of bias and discrimination in hiring situations, will be discussed.

Jennifer Weiss, HR Alignment Consulting, Chair

Patricia Lyons, University of Texas, Arlington, Jared Kenworthy, University of Texas, Arlington, U.S. Citizens’ Attitudes and Behavior Toward Arab Immigrants

Eva Derous, Erasmus University Rotterdam, Hannah-Hanh Du Nguyen, California State University, Long Beach, Ann Marie Ryan, Michigan State University, Investigating Hiring Discrimination Against Arab Applicants in the Netherlands

Jennifer Weiss, HR Alignment Consulting, Scott B. Morris, Illinois Institute of Technology, Arab Employment Bias: The Role of Implicit and Explicit Attitudes

Sonia Ghumman, Michigan State University, Interpersonal and Formal Discrimination Against Muslim Women Wearing a Headscarf

Robert L. Dipboye, University of Central Florida, Discussant

Submitter: Jennifer Weiss, jennifer.weiss@hralignment.net

277. Symposium/Forum: 12:00 PM–1:20 PM  
Rhythms 3

Overreacting or Underreporting? Exploring Individual and Contextual Sexual Harassment Factors

Sexual harassment is a ubiquitous, frequently occurring workplace ailment associated with numerous individual and organizational consequences. This symposium extends the extant literature by examining individual and contextual factors that influence outcomes, incident reporting, and training effectiveness. As antecedents to sexual harassment, these factors offer promise for informing sexual harassment intervention.

Debra A. Major, Old Dominion University, Chair

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

Valerie J. Morganson, Old Dominion University, Debra A. Major, Old Dominion
University, Understanding Customer Sexual Harassment Through a Psychological Contract Framework

Jessica A. Gallus, University of Connecticut, Vicki J. Magley, University of Connecticut, Whistleblowing Following Sexual Harassment: Who Reports and Why?

Heather Yamashita, San Diego State University, Lisa Kath, San Diego State University, Lynn Bowes-Sperry, Western New England College, Brian Hash, San Diego State University, Effectiveness of Ethics-Based Sexual Harassment Awareness Training

Louise F. Fitzgerald, University of Illinois at Urbana-Champaign, Discussant

Submitter: Valerie Morganson, Vmorgans@odu.edu

278. Symposium/Forum: 12:00 PM–12:50 PM  

Can I Text to Apply? Generational Preferences in Selection

As technology advances, can we keep up with the preferences of the generations in terms of selection and recruiting? Data from different industries will be presented with topics including generational perspectives on importance of technology in recruiting, personality trends and faking behaviors, and the applicant experience in selection systems.

Laura A. Mastrangelo, Frito-Lay North America, Chair

Anna S. Hubbs, TriNet, Does Technology Really Matter?

Renae Manning, Assess Systems, Carol Jenkins, Assess Systems, Millennials or Boomers—Who Fakes It the Most?

Laura A. Mastrangelo, Frito-Lay North America, Arlene P. Green, Frito-Lay North America, The Applicant Experience: A Generational Perspective

Submitter: Laura Mastrangelo, laura.a.mastrangelo@fritolay.com

279. Panel Discussion: 12:30 PM–1:20 PM  

Moving Beyond the Ropes Course: Using Assessments for Team Development

A profusion of literature addresses teamwork in organizational settings. Few authors, however, provide well-founded guidance for using personality-based assessments to create and implement meaningful team-based development programs. The purpose of this discussion is to capitalize on the experiences of practitioners and work toward the establishment of best practices.

Cheryl Cerminara, Frito-Lay, Inc., Panelist

Joyce Pardieu, Deloitte Consulting LLP, Panelist

Ryan A. Ross, Hogan Assessment Systems, Panelist

Kristine Wright, Cisco Systems, Inc., Panelist

Submitter: Jamie Bomer, jbomer@hoganassessments.com

280. Symposium/Forum: 12:30 PM–1:50 PM  
Grand Ballroom D

Perceived Organizational Support: New Perspectives

The study of perceived organizational support (POS) continues to gain steam with over 350 published studies, which reflects the value of considering the employee– employer relationship from the employee’s perspective. We present 5 papers that extend this work to preemployment anticipated POS, trust, goal congruence, supervisor– subordinate differences, and new meta-analytic findings.

Zinta S. Byrne, Colorado State University, Co-Chair

Robert Eisenberger, University of Delaware, Co-Chair

Gokhan Karagonlar, University of Delaware, Robert Eisenberger, University of Delaware, Perceived Organizational Support and the Psychological Contract

Virginia Pitts, Colorado State University, Zinta S. Byrne, Colorado State University, Dan S. Chiaburu, Pennsylvania State University, Zachary J. Steiner, Colorado State University, Organizational Support and Psychological Contract Theories: An Empirical Integration

Robert W. Stewart, University of Houston, Emily David, University of Houston, Mindy M. Krischer, University of Houston, L. A. Witt, University of Houston, Instrumental and Affective Antecedents of POS

Linda R. Shanock, University of North Carolina Charlotte, Benjamin E. Baran, University of North Carolina Charlotte, William A. Gentry, Center for Creative Leadership, Stacy C. Pattison, U. S. Office of Personnel Managment, Discrepancies in Supervisor Versus Organizational Support

Louis C. Buffardi, George Mason University, Michael T. Ford, University at Albany, SUNY, James N. Kurtessis, George Mason University, Kathy Stewart, Gallup, New Perspectives on Perceived Organizational Support: Meta-Analytic Update of Antecedents

Lois E. Tetrick, George Mason University, Discussant

Submitter: Zinta Byrne, zinta.byrne@colostate.edu

281. Symposium/Forum: 12:30 PM–1:20 PM  
Grand Ballroom E

Community Volunteerism and the Paid Work Environment

Volunteers provide valuable contributions to organizations and society. This symposium comprises 3 papers that explore 2 elements of community volunteerism in a paid work environment: work outcomes related to the increasingly popular practice of corporate volunteering and work outcomes related to the interaction of employees and volunteers within 1 organization.

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

Ann H. Huffman, Northern Arizona University, Co-Chair

David A. Jones, University of Vermont, Feeling Proud of the Company’s Community-Service and Environmental Initiatives

Lucas Meijs, Rotterdam School of Management, Does Corporate Volunteering Actually Pay Off?

Joseph Allen, University of North Carolina Charlotte, Steven G. Rogelberg, University of North Carolina Charlotte, Adria Goh, University of North Carolina Charlotte, James M. Conway, Central Connecticut State University, Lamarra Currie, University of North Carolina Charlotte, Betsy McFarland, Humane Society of the United States, Volunteer– Employee Relations From the Employees’ Point of View

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

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

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


282-1 Construct Validity and Comparison of Two Psychological Type Models

Psychological type is commonly used for developing teams, emotional intelligence, and leadership skills. We provide evidence of construct validity for one of the most popular models, the MBTI, and the DI, in a sample of MBA students. Implications for instructors and consultants and for future research are discussed.

Teresa J. Rothausen-Vange, University of St. Thomas

Bjørn Z. Ekelund, Human Factors AS

Submitter: Teresa Rothausen-Vange, tjrothausen@stthomas.edu

282-2 Development and Validation of a Criterion- Focused Measure of Intrapreneurial Spirit

Organizations are increasingly asking employees to behave as intrapreneurs (intracorporate entrepreneurs). This research describes the development of a personality measure for predicting intrapreneurial performance. A validation study is conducted that provides support for this selection tool and provides additional evidence as to the strong predictive utility of criterion-focused personality scales.

Gunnar Schrah, Booth Research Group

Bobby Baker, CorVirtus

Submitter: Bobby Baker, bbaker@CorVirtus.com

282-3 Building a Test Anxiety Antecedents Taxonomy Using First-Person Accounts

Using a rational-empirical strategy relying on theory and first-person accounts, we constructed a taxonomy of the antecedents of test anxiety. The resulting hierarchical taxonomy comprised 9 primary perceptions (each with subcategories) organized into 3 perceptual sources (perceptions of the self, the test itself, and the testing situation).

Silvia Bonaccio, University of Ottawa

Charlie L. Reeve, University of North Carolina Charlotte

Submitter: Silvia Bonaccio, bonaccio@telfer.uottawa.ca

282-4 Webcam Testing: Validation of an Innovative Open-Ended Multimedia Test

The purpose of this study was to investigate the predictive validity of the Webcam test, an open-ended multimedia test to measure the effectiveness of social work behavior. The sample consisted of 188 employment consultants. The Webcam test was significantly correlated with job knowledge and successful job placement.

Janneke K. Oostrom, Erasmus University Rotterdam/GITP

Marise Ph. Born, Erasmus University Rotterdam

Alec W. Serlie, Erasmus University Rotterdam/GITP

Henk T. Van der Molen, Erasmus University Rotterdam

Submitter: Marise Born, born@fsw.eur.nl

282-5 A Monte Carlo Reevaluation of Assessment Center Construct-Related Validity

This study was conducted to clarify the construct-related validity of assessment center (AC) postexercise dimension ratings. By utilizing a hybrid of Monte Carlo data generation and variance partitioning, the sources of variance (person, dimension, exercise) in AC PEDRs based on previously published AC studies is examined.

Milton V. Cahoon, East Carolina University

Mark C. Bowler, East Carolina University

Submitter: Mark Bowler, bowlerm@ecu.edu

282-6 Validity and Subgroup Differences on Three- and Five-Alternative Multiple-Choice Tests

The objectives of this study were to compare race-based subgroup differences and criterion-related validity across 3- and 5-alternative multiple-choice tests using 2 versions of the ACT that differed in number of response alternatives. Results indicated that Black–White test score differences and criterion-related validity were identical for both 3-and 5-alternative tests.

Leonardis L. Bruce, Auburn University

Bryan D. Edwards, Auburn University

Winfred Arthur, Texas A&M University

Submitter: Leonardis Bruce, brucell@auburn.edu

282-7 Assessing DIF in Personality Scales Across Intelligence Group

This study proposes and illustrates an item response theory-based method for examining item complexity during test construction. More specifically, we investigated the possibility of differential item functioning within 3 personality scales across cognitive ability groups. Results indicated that the items did not differentially function.

Amy DuVernet, North Carolina State University

Emily C. Johnson, North Carolina State University

Mark A. Wilson, North Carolina State University

Submitter: Amy DuVernet, amyduv@gmail.com

282-8 Social Perception and Personality Assessment: A Unique Approach

A unique approach to the assessment of personality is presented using measures of social perception. Most personality instruments only take self-report into consideration. The approach presented in this paper suggests taking into account both perception of self as well as our perception of others to better assess one’s personality.

Fabian Elizondo, Birkman International, Inc.

Patrick L. Wadlington, Birkman International, Inc.

Submitter: Fabian Elizondo, elizondofabian@hotmail.com

282-9 Testing a New Procedure in Reducing Faking in Personality Assessment

In this study we propose and test a new procedure in reducing faking in personality tests within selection contexts. Focusing on individual-level responses, this Web/computer-based procedure attempts to identify and warn suspected fakers early on during the testing process, and then give them a chance for recourse.

Jinyan Fan, Hofstra University

Dingguo Gao, Sun Yet-Sen University

Hui Meng, East China Normal University

Felix James Lopez, Lopez and Associates, Inc.

Submitter: Jinyan Fan, fanjinyan@yahoo.com

282-10 Construct-Oriented Development of a Biodata Scale of Quitting Behaviors

Biographical data (biodata) measures are often designed by their ability to predict criteria, which leads to difficulty in interpreting a measure’s conceptual and internal structure. This study used construct-oriented scale development to create items and test the structure of a biodata measure for turnover through exploratory and confirmatory factor analysis.

Chris Fluckinger, University of Akron

Andrea F. Snell, University of Akron

Michael A. McDaniel, Virginia Commonwealth University

Submitter: Chris Fluckinger, cdfluck@hotmail.com

282-11 Construct Validity of Assessment Centers and the Diagnosticity of Behaviors

This study investigated the relationship between diagnosticity of the behaviors associated with assessment center dimensions and the construct and criterion-related validity of the assessment center. Results showed preliminary support for the greater convergent and discriminant validity of high versus low diagnosticity dimensions.

Nicole M. Jalbert, Linkage, Inc.

Roseanne J. Foti, Virginia Tech

Submitter: Roseanne Foti, rfoti@vt.edu

282-12 Saving Face (Validity)? The Potential Detriment of Context Specific Testing

Enhancing face validity in the context of stereotyped job domains may produce stereotype threat. A comparison of face valid-generic versions of math and mechanical tests (n = 345) indicated better performance and perceptions for both men and women on the face valid version and no decrement in psychometric properties.

James Grand, Michigan State University

Ann Marie Ryan, Michigan State University

Neal W. Schmitt, Michigan State University

Jillian L. Hmurovic, Michigan State University

Submitter: James Grand, grandjam@msu.edu

282-13 Reliability and Validity of On-Demand 360° Reference Checking

On-demand 360° feedback from a candidate’s work references can yield multiple benefits in selection. Reference reliability and agreement statistics met or exceeded professional standards. A validity study in a healthcare setting revealed the process to be predictive of both employee retention and supervisor evaluations.

Cynthia A. Hedricks, SkillSurvey, Inc.

Chet Robie, Wilfrid Laurier University

Frederick L. Oswald, Rice University

Submitter: Cynthia Hedricks, chedricks@skillsurvey.com

282-14 Exercises and Dimensions Are the Currency of Assessment Centers

A new AC structure that models broad dimension factors, exercise factors, and a general performance factor is supported in 3 samples. Consistent with prior research, the variance attributable to these factors varied across centers. Relationships with criteria supported the incremental validity of broad dimensions beyond exercises and general performance.

Brian J. Hoffman, University of Georgia

Klaus G. Melchers, University of Zurich

Carrie A. Blair, College of Charleston

Martin Kleinmann, University of Zurich

Robert T. Ladd, University of Tennessee

Submitter: Brian Hoffman, hoffmanb@uga.edu

282-15 Investigating Stress Tolerance as a Predictor of Multitasking Performance

This study extends research on noncognitive predictors of performance in demanding applied multitasking environments. Similar investigations of noncognitive predictors have not uncovered robust predictors. This study found that locus of control moderates the relationship between stress tolerance and multitasking performance in two
independent samples (n1 = 1,068; n2 = 700).

Ted B. Kinney, Select International

Mei-Chuan Kung, Select International, Inc.

Kathleen M. Meckley, Select International

Kristin M. Delgado, Wright State University

Submitter: Theodore Kinney, tkinney@selectintl.com

282-16 The Use of Response Latencies to Detect Impression-Managed Responding

This study examined whether patterns of response times across response options could be used to detect faking on a personality assessment. Response time patterns, however, were not significantly different when participants were asked to respond honestly, to make a good impression, or to make a very specific impression.

Mindy M. Krischer, University of Houston

Michael J. Strube, Washington University in St. Louis

Submitter: Mindy Krischer, mmkrisch@gmail.com

282-17 Correlates of Group Exercise Ratings: Does Gender Matter?

We assessed gender differences in ratings derived from a leaderless group exercise. We examined mean differences and tested measurement invariance using a multigroup confirmatory factor analysis framework. As expected from role congruity theory, women received lower ratings. The strength of the relationship between traits and ratings varied between groups.

Mei-Chuan Kung, Select International, Inc.

Kristin M. Delgado, Wright State University

Kathleen M. Meckley, Select International, Inc.

Submitter: Mei-Chuan Kung, mkung@selectintl.com

282-18 The Role of Situations in Situational Judgment Tests

A taxonomy of situations was applied to a sample of 46 situational judgment test items. Results indicate that situations that address inappropriate behavior have higher predictive validity than those that do not. Other job relevant dimensions were found to predict validity but did not cross validate.

Justin K. Benzer, Virginia Healthcare System

Jeffrey R. Labrador, Kenexa

Jeff A. Weekley, Kenexa

Submitter: Jeffrey Labrador, jeff.labrador@kenexa.com

282-19 Measurement Equivalence Between Applicants and Incumbents on Cognitive Ability Items

This study assessed the measurement equivalence of a cognitive ability assessment across applicants and incumbents. Differences between the groups were hypothesized because incumbents may be less motivated than applicants are. Results indicated differential item and test functioning, but no differences were found for response consistency.

David M. LaHuis, Wright State University

Derek A. Copeland, Wright State University

Submitter: David LaHuis, david.lahuis@wright.edu

282-20 Applicant Pool Increases Counter Cheating in Unproctored Internet Testing

A simulation was conducted to see if increases in the size of the applicant pool due to unproctored Internet testing (UIT) lead to higher mean outcomes in a simulated hiring program. Results indicated that they did in some circumstances. Results show UIT is not universally undesirable for operational validity.

Richard N. Landers, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitter: Richard Landers, rlanders@umn.edu

282-21 The Relationship Between Seniority and Test Performance

This study investigated the relationship between seniority and test performance for jobs in a bona fide seniority-based merit system. The researchers found a weak but positive correlation at 6 to 10 years of seniority. Further, correlations increased as the complexity of the job increased.

Libby Miller, Personnel Board of Jefferson County

Stacey L. Lange, Personnel Board of Jefferson County

Submitter: Stacey Lange, langes@pbjcal.org

282-22 Unproctored Internet Testing: Examining the Impact of Test Environment

This study examined the impact of test environment on assessment perceptions and performance. Although limited exceptions were found, results indicate that both assessment perceptions and performance are generally stable across location, time of day, and presence of others. The findings further support the value of unproctored Internet testing.

Amie D. Lawrence, Select International, Inc.

Joshua S. Quist, Select International, Inc.

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

Submitter: Amie Lawrence, alawrence@selectintl.com

282-23 An Examination of SJT Construct Validity Across Employment Contexts

Results show SJT construct validity inferences differ somewhat by context, such that cognitive ability was more strongly related to SJT scores in incumbent contexts than applicant contexts. No significant contextual differences were found with personality. However, in contrast to most noncognitive predictors, applicants score lower on SJTs than incumbents.

William I. MacKenzie, University of South Carolina

Robert E. Ployhart, University of South Carolina

Jeff A. Weekley, Kenexa

Clay Ehlers, Kenexa

Submitter: William MacKenzie, ivey_mackenzie@moore.sc.edu

282-24 Do Cognitive Demands and Assessors’ Expertise Affect AC Construct-Related Validity?

Using a sample of 1,144 candidates from an operational AC, this study found impairments of construct-related validity when assessors had to observe an increasing number of candidates simultaneously. This effect was more pronounced for HR specialists (psychologists) than for line managers, but HR specialists’ ratings generally were more construct valid.

Andreja Rodella, University of Zurich

Klaus G. Melchers, University of Zurich

Martin Kleinmann, University of Zurich

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

282-25 Situational Judgment Tests as Measures of Implicit Trait Policies

This study provides additional support for the notion that Situational Judgment Tests can be scored such as to tap individuals’ Implicit Trait Policies and that such policies partially mediate the relationship between explicit measures of personality and typical behavior outside of the assessment context (Motowidlo, Hooper and Jackson, 2006).

Daniel Miller, Mentoring and Workforce Development Lab

Kimberly A. Smith-Jentsch, University of Central Florida

Ariel Afek, University of Central Florida

Submitter: Daniel Miller, daniel.miller82@yahoo.com

282-26 Impact of Procedural Fairness on Test Motivation and Test Performance

This study focuses on predicting outcomes from perceptions of test fairness. Job relatedness, invasiveness, satisfaction with the test, and overall fairness were significantly related to test motivation and test performance. Perceptions were also related to intention to stay and perceptions of job and organization fit.

Gloria M. Pereira, University of Houston-Clear Lake

Lauren Manning Salomon, Salomon Solutions

Submitter: Gloria Pereira, pereira@uhcl.edu

282-27 Situational Judgment Test: A Measurement of Judgment?

This study examined whether a judgment construct underlies situational judgment tests (SJTs). Findings indicated that judgment accounted for additional variances in SJT scores beyond individual differences such as personality and cognitive ability. An interaction hypothesis was partially supported. Implications of the results are discussed.

Margaret E. Brooks, Bowling Green State University

Shuang Yueh Pui, Bowling Green State University

Submitter: Shuang-Yueh Pui, sypui@bgnet.bgsu.edu

282-28 Revisiting Differential Prediction by Gender for Admissions Testing

In educational settings, standardized tests often appear to exhibit moderate differential prediction due to gender. In a large (N > 165,000) dataset, evidence for differential prediction was confirmed, with women obtaining higher grades than would be predicted, and men showing the opposite trend. We examine new interpretations and methods of analysis.

Adam Beatty, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitter: Paul Sackett, psackett@umn.edu

282-29 Are Human- and Computer-Administered Interviews Comparable?

This field study examined the comparability of interviews administered by humans versus computers (i.e., embodied agents). Ninety-six Korean personnel completed both a human- and a computer-administered interview, counterbalanced to control for order effects and scored by multiple certified raters. Results indicated that the 2 interview formats exhibited comparable measurement properties.

Eric A. Surface, SWA Consulting Inc.

Reanna M. Poncheri Harman, NCSU/SWA Consulting, Inc.

Aaron Watson, North Carolina State University

Lori Foster Thompson, North Carolina State University

Submitter: Eric Surface, esurface@swa-consulting.com

282-30 Comparing Two Strategies for Developing Structured Interview Alternate Forms

Brummel, Rupp, and Spain (in press) described methods for developing alternate forms of assessment center exercises. In 2 field studies, we applied and extended Brummel et al.’s recommendations in developing alternate structured interview forms. We describe methods followed in interview development and provide results demonstrating how closely we approximated parallelism.

Calvin C. Hoffman, LA County Sheriff’s Department

C. Chy Tashima, LA County Sheriff’s Department

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

282-31 Faking on Personality Tests: Is Eye-Tracking Useful in Detecting Faking?

The usefulness of eye-tracking technology to detect faking on personality tests was examined using 129 students completing a personality test with a respond-honestly and fake-good instruction. Participants had lower response latencies and less eye fixations in the fake good condition. When faking, participants showed more fixations on extreme response options.

Edwin A. J. Van Hooft, Erasmus University Rotterdam

Marise Ph. Born, Erasmus University Rotterdam

Submitter: Edwin Van Hooft, vanhooft@fsw.eur.nl

282-32 General Versus Specific Ability Tradeoffs in Personnel Selection

This study used data from a large existing database, Project TALENT, to estimate empirically the tradeoffs in validity and subgroup differences when using specific ability measure(s), rather than g in selection. The results suggest that specific ability measure(s) may offer better balance between validity and subgroup differences than g.

Shonna D. Waters, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitter: Shonna Waters, swaters@humrro.org

282-33 Making Targeted Dimensions Transparent: Impacts on Construct and Predictive Validity

When making targeted dimensions transparent in an assessment exercise, performance no longer influences one’s ability to correctly determine what behavior is most appropriate. Results demonstrated that when a targeted dimension was made transparent, dimension ratings no longer correlated with self-reported personality or with peer ratings of typical behavior.

Christopher Wiese, University of Central Florida

Kimberly A. Smith-Jentsch, University of Central Florida

Submitter: Christopher Wiese, ChrisWWiese@gmail.com

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

Group Conflict: Herd Conformity Is Underrated

Leslie A. DeChurch, University of Central Florida, Facilitator

283-1 Do You See What I See? Perspective Taking and Conflict

This study investigated the relationships between perspective taking, team processes, and outcomes. A triangulation approach to the measurement of perspective taking (which included the training of behavioral skills) was taken, expecting lower levels of affective conflict through increased levels of team member schema accuracy. Results were analyzed using dyadic SEM.

Shaun W. Davenport, University of Tennessee, Knoxville

Joan R. Rentsch, University of Tennessee, Knoxville

Submitter: Shaun Davenport, swd@utk.edu

283-2 Antecedents and Consequences of Team’s Perceived Organizational Support

The purpose of this paper is to enrich the organizational support literature by defining the construct of percieved organizational support at the team level and explaining how this construct emerges. Potential antecedents and consequences of team’s POS are identified in specifc testable propositions.

Natalia Lorinkova, University of Maryland

Submitter: Natalia Lorinkova, nlorinko@rhsmith.umd.edu

283-3 Group Organizational Citizenship Behavior: Demographic Faultlines and Conflict Effects

We examine antecedents and outcomes of group-level OCB (GOCB). Gender- and race-based demographic faultlines predict task and relationship conflict, which in turn shapes GOCB. Task and relationship conflict increased and decreased GOCB, respectively. GOCB partially mediated the effects of demographic faultlines and group conflict on team performance.

Jin Nam Choi, Seoul National University

Thomas Sy, University of California, Riverside

Submitter: Thomas Sy, thomas.sy@ucr.edu

283-4 Dependence of Group Behaviors on Previous Communication Medium Experience

This study investigated how changes in groups’ communication medium affected the speed with which groups completed their tasks as well as group member concerns about time. Results indicate that although medium switching did not influence actual time requirements for task completion, group concerns did differ based on past experience.

Eugene Trombini, University at Albany, SUNY

Sylvia G. Roch, University at Albany, SUNY

Submitter: Eugene Trombini, gene.trombini@gmail.com

284. Special Events: 12:30 PM–1:20 PM  
Napoleon D3

Distinguished Teaching Contributions Award: A Passion for Teaching: Reflecting Back and Looking Forward

In this lecture, I describe reasons that I remain passionate about teaching, despite the common mindset that it should take a backseat to research. I reflect on what I have learned, describe challenges, make recommendations, share some of my favorite experiences, and conclude that the craft of teaching is a process not an end state.

Eden B. King, George Mason University, Chair

Michelle (Mikki) Hebl, Rice University, Presenter

Submitter: Michelle (Mikki) Hebl, Hebl@Rice.edu

285. Roundtable Discussion/Conversation Hour: 12:30 PM–1:20 PM  
Oak Alley

Validating Minimum Qualifications: Getting the Maximum Out of Your Minimums

Although most organizations utilize educational or experiential minimum qualifications as a hurdle in the hiring process, there is very little attention given to documenting validity evidence or evaluating their effectiveness in predicting job performance. The hosts and participants will discuss these topics and provide solutions.

Julie Anne Caplinger, Valtera Corporation, Host

S. Morton McPhail, Valtera Corporation, Host

Submitter: Julie Caplinger, JCaplinger@Valtera.com

286. Special Events: 12:55 PM–1:30 PM  

Public Engagement: Service Learning Projects in the Classroom

Service learning projects integrate student instruction and learning with community service as students apply and develop relevant knowledge and skills completing projects for not-for-profit organizations. These posters describe various service learning projects to share knowledge and practices and encourage interested faculty members to use SLPs in their classes.

Daniel B. Turban, University of Missouri, Chair

Robert T. Brill, Moravian College, Presenter

Bennett E. Postlethwaite, University of Iowa, Author

Kenneth G. Brown, University of Iowa, Presenter

Steven D. Charlier, University of Iowa, Author

Deborah Lindell, University of Iowa, Author

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

Christopher W. LeGrow, Marshall University, Presenter

Michelle McQuistan, University of Iowa, Author

Kelly Sass, University of Iowa, Author

Morell E. Mullins, Xavier University, Presenter

Lynn K. Harland, University of Nebraska Omaha, Author

Daniel Sachau, Minnesota State University-Mankato, Presenter

David Ambrose, University of Nebraska-Omaha, Author

Christina Fleck, Xavier University, Author

Bridget McNamara, Xavier University, Author

Eric Naimon, Xavier University, Author

Trista Stark, Xavier University, Author

Scott Fee, Minnesota State University-Mankato, Author

Joshua Wittrock, Minnesota State University-Mankato, Author

Ashley E. Johnson, Minnesota State University-Mankato, Author

Submitter: Daniel Turban, turban@missouri.edu

287. Panel Discussion: 1:00 PM–2:20 PM  

Best Practices to Develop High-Potential Talent

This panel offers perspectives from diverse practitioners with extensive experience managing high-potential talent in various organizational settings (PepsiCo, IBM, Dow, Delta). Panelists will share best-practice research, approaches, and challenges faced when identifying, assessing, developing, and retaining high-potential talent. The chair will facilitate a discussion between the audience and panelists.

Steve Krupp, Oliver Wyman-Delta Organization & Leadership, Chair

Orla M. NicDomhnaill, Oliver Wyman-Delta Organization & Leadership, Panelist

Allan H. Church, PepsiCo, Panelist

Steven J. Robison, The Dow Chemical Company, Panelist

Michael N. Bazigos, IBM Corporation, Panelist

Submitter: Orla NicDomhnaill, orla.nicdomhnaill@oliverwyman.com

288. Symposium/Forum: 1:00 PM–1:50 PM  

Global Leader SOS: Can Multinational Leadership Skills Be Developed?

The global economy requires organizations to rely increasingly on multinational leaders. Although research has informed hiring decisions for global leaders, we know little about developing them except that most organizations do it poorly. This session provides some initial answers to the what, how, and who questions about global leadership development.

Ann Howard, Development Dimensions International, Co-Chair

Johanna E. Johnson, Pennsylvania State University, Co-Chair

Ann Howard, Development Dimensions International, Tossed to the Winds: The Perilous Neglect of Multinational Leaders

Jazmine Espejo Boatman, Development Dimensions International, Today and Tomorrow: Global Executive Leadership Development

Paula M. Caligiuri, Rutgers University, Ibraiz Tarique, Pace University, The Role of Personality in the Development of Global Leaders

Su Chuen Foo, Pennsylvania State University, Johanna E. Johnson, Pennsylvania State University, Shin I. Shih, Pennsylvania State University, Global Leadership Development Effectiveness: A Case Study

Submitter: Johanna Johnson, johnson.johanna@gmail.com

289. Special Events: 1:35 PM–2:55 PM  

Corporate Social Responsibility (CSR) at Work: Examples of CSR Practices in Organizational Settings

A panel of I-O psychologists from companies recognized for strong CSR will share their organization’s innovative practices. Each will describe their organization’s vision, culture, and values; the role I-O can play enhancing these efforts; and the organization’s business case for CSR.

John C. Howes, Moderator

Mathian (Mat) Osicki, IBM, Panelist

Katrina Eckard, Starbucks Coffee Company, Panelist

Stephen Dwight, Novo Nordisk, Inc.

Michele L. Ehler, Target, Panelist

Submitter: Stephen Dwight, sdwi@novonordisk.com

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

Ethics: How Can We Help Organizations Do the Right Thing?

Ethical (and unethical) behavior in organizations will be discussed within the framework of a variety of HR functions (e.g., recruitment and selection, training/development, reduction in force). The panelists will consider how I-O psychology can help and encourage organizational decision makers to make the “right” decisions and follow best practices.

Catherine C. Maraist, Valtera, Co-Chair

Elizabeth Umphress, Texas A&M University, Co-Chair

Joan P. Brannick, Brannick HR Connections, Panelist

Deirdre J. Knapp, HumRRO, Panelist

Rodney L. Lowman, Lake Superior State University, Panelist

S. Morton McPhail, Valtera Corporation, Panelist

Marshall Schminke, University of Central Florida, Panelist

Submitter: Catherine Maraist, cmaraist@valtera.com

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

Unique Tools and Methodologies to Facilitate Organizational Change

This symposium will introduce the audience to unique change management tools and methodologies. The papers address some background on the tools/methodologies and present a current application of the tool/methodology. Researchers will come away with new tools/methodologies to study, and practitioners will walk away with new tools/methodologies for their toolbox.

Anne K. Offner, Offner and Associates, LLC, Chair

Charlene K. Stokes, Air Force Research Laboratory, Stephanie Swindler, Air Force Research Laboratory, Organizational Change Through the Lens of Cognitive Work Analysis

Anne K. Offner, Offner and Associates, LLC, Change Management Dashboard
Deborah L. Peck, SEITY, Inc., Social Network Analysis: Nontraditional Methods to Facilitate Change

Elaine D. Pulakos, PDRI, Discussant

Submitter: Anne Offner, anne@anneoffner.com

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

P–E/P–O/P–J Fit

Robert P. Tett, University of Tulsa, Host

Jeffrey R. Edwards, University of North Carolina, Host

293. Panel Discussion: 1:30 PM–2:50 PM  
Grand Ballroom A

Best Practice Versus Legal Defensibility: How Much Validity Is Enough?

The panel will explore the current reality where practitioners have to ignore available alternative scientific best practice and methods to comply with legal demands. How much and what kinds of evidence are needed to support the use assessment and testing in personnel decision making such as selection and promotion?

Hennie Kriek, SHL Americas, Chair

Wayne F. Cascio, University of Colorado, Panelist

Frank J. Landy, Landy Litigation Support Group, Panelist

Kevin R. Murphy, Pennsylvania State University, Panelist

James L. Outtz, Outtz and Associates, Panelist

George C. Thornton, Colorado State University, Panelist

Paul R. Sackett, University of Minnesota, Panelist

Submitter: Hennie Kriek, hennie.kriek@shlgroup.com

294. Symposium/Forum: 1:30 PM–2:50 PM  
Grand Ballroom B

From Job Analysis to Selection to Development: Technology Facilitating Innovation

This session will highlight some examples of how technology has been harnessed to not only facilitate a number of tasks commonly carried out by industrial-organizational psychologists but also has led to the development of innovative solutions and models. The associated benefits and challenges will be discussed.

Reid E. Klion, Performance Assessment Network, Chair

Paul R. Boatman, Development Dimensions International, Ruth V. Moskowitz, Development Dimensions International, Mac P. Tefft, Development Dimensions International, Painting the Picture More Efficiently: Automating the Job Analysis Process

Reid E. Klion, Performance Assessment Network, Using Technology to Mitigate Risks Associated With Nonproctored Assessment

Sara Lambert Gutierrez, PreVisor, Tracy Kantrowitz, PreVisor, Richard A. McLellan, Previsor, Darrin Grelle, University of Georgia, Peter Foltz, Pearson Knowledge Technologies, Innovations in “Classic” Performance Predictors: Cognitive Ability, Personality, and Essay

Kathleen A. Tuzinski, PreVisor, Jolene M. Meyer, PreVisor, Tracy Kantrowitz, PreVisor, Michael S. Fetzer, PreVisor, Web-Delivered Work Samples in the Era of Knowledge Work

Timothy S. Kroecker, Cambria Consulting, Advantages and Disadvantages of Traditional and Technology-Enabled Development Programs

Charles A. Handler, Rocket-Hire, Discussant

Submitter: Reid Klion, rklion@panpowered.com

295. Symposium/Forum: 1:30 PM–2:50 PM  
Grand Ballroom E

The Role of I-O Psychology in Resolving the Healthcare Crisis

This session will focus on interventions targeted at improving outcomes related to quality of patient care. The interventions to be covered focus on selection, leadership and culture, team training, safety, and others. The session will represent research on various levels of the organization, including management, nurses, and frontline staff.

Kristin Charles, Kronos Talent Management, Co-Chair

David J. Scarborough, Unicru, Inc./Black Hills State University, Co-Chair

Kristin Charles, Kronos Talent Management, Autumn D. Krauss, Kronos Talent Management, Defining Quality of Care: Behavioral Competency Models Across Nursing Departments

Justin Rossini, Development Dimensions International, Addressing Care Quality, Engagement, and Retention Likelihood: a Selection Perspective

Sallie J. Weaver, Univsersity of Central Florida/MedAxiom, Michael A. Rosen, University of Central Florida, Deborah DiazGranados, University of Central Florida, Rebecca Lyons, University of Central Florida, Elizabeth H. Lazzara, University of Central Florida, Andrea M. Barnhard, University of Central Florida, Eduardo Salas, University of Central Florida, Can Team Training Improve Operating Room Quality of Care?

David A. Hofmann, University of North Carolina at Chapel Hill, Adam Grant, University of North Carolina at Chapel Hill, Leadership Levers to Motivate Error Management

Matt Barney, Infosys, Discussant

Submitter: Kristin Charles, kristin.charles@kronos.com

296. Symposium/Forum: 1:30 PM–2:50 PM  
Grand Chenier

Outcomes of Volunteering for Employers, Working Volunteers, and Not-For-Profit Organizations

We examine the positive outcomes of volunteering, from the perspective of employers, prospective employers, volunteers who are working or seeking paid employment, and not-for-profit organizations. We present the results of 3 empirical studies and 1 theoretical model. Our discussant will integrate the presentations and suggest implications for research and practice.

Catherine E. Connelly, McMaster University, Chair

Kevin Hill, Univeristy of Toronto, Mark Weber, University of Toronto, Relationships Between Volunteering Life Satisfaction, Job Satisfaction, and Job Commitment

Christa L. Austin, DeGroote School of Business, Catherine E. Connelly, McMaster University, Relevance Versus Well Roundedness: Recruiters’ Evaluations of Applicants’ Volunteer Experience

Becky J. Starnes, Austin Peay State University, Uma J. Iyer, Austin Peay State University, Psychological Contract Perceptions and Volunteer Contributions: Analysis of Generational Differences

Frances Tuer, DeGroote School of Business, Catherine E. Connelly, McMaster University, Optimizing the Contributions of Volunteers and Employees in Not-For-Profit Organizations

Jone L. Pearce, University of California-Irvine, Discussant

Submitter: Catherine Connelly, connell@mcmaster.ca

297. Panel Discussion: 1:30 PM–2:50 PM  
Grand Couteau

I-O Master’s Careers: Landing the Job

Over the past 2 decades, I-O master’s programs have grown exponentially. A panel of master’s level I-O psychologists with established careers and I-O faculty with substantial experience will address factors in successfully landing master’s level employment, including relevant competencies and skills, the application process, employment opportunities, and career tracks.

Elizabeth L. Shoenfelt, Western Kentucky University, Chair

Janet L. Kottke, California State University-San Bernardino, Panelist

Nancy J. Stone, Missouri University of Science and Technology, Panelist

Sarah Agarwal, U.S. Customs and Border Protection, Department of Homeland Security, Panelist

Jerry Seibert, Metrus Group, Inc., Panelist

Susan Walker, FedEx Freight, Panelist

Submitter: Elizabeth Shoenfelt, betsy.shoenfelt@wku.edu

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

Self-Regulatory Interventions: Effective Approaches to Enhancing Training Performance

This symposium examines the effectiveness of cognitive and affective self-regulatory interventions and how they influence training outcomes such as learning, performance, and adaptation. This research also examines how situational factors and individual differences influence the effectiveness of these training interventions.

Katherine Ely, George Mason University, Co-Chair

Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Co-Chair

Katherine Ely, George Mason University, Kristina N. Bauer, George Washington University, Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Effectiveness of Self-Regulatory Training Interventions: A Meta-Analytic Investigation

Bradford S. Bell, Cornell University, Jane Forman, Pepsi Bottling Group, Emotion Control Training Strategies in Technology-Delivered Instruction

Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Katherine Ely, George Mason University, Eric Schwarz, George Washington University, Kristina N. Bauer, George Washington University, Prompting Self-Regulation to Mitigate the Effects of Technical Difficulties

Paul Curran, Michigan State University, Dustin Jundt, Michigan State University, Goran Kuljanin, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Adaptive Guidance and Metacognitive Induction: Effects on Training Outcomes

Gillian B. Yeo, University of Queensland, Discussant

Submitter: Katherine Ely, kely@gmu.edu

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


299-1 Personality Predictors of the Motivation to Lead

This study explores the relationship between personality variables and leadership through the intervening variable of motivation to lead. Results reveal that facet-level personality scales can predict the motivation to lead beyond that of the Big 5 personality factors.

Tracey Tafero, Select International

Patrick H. Raymark, Clemson University

Submitter: Patrick Raymark, praymar@clemson.edu

299-2 Proactive Personality: A Comparison of Shortened Scales Using IRT

This study examined the functioning of 4 shortened versions of the Proactive Personality Scale. The study examined the test information function, relative efficiency, and predictive validity of the scales. A new 9-item shortened scale was developed. Results are discussed.

Gene Alarcon, Wright State University

John M. McKee, Self Employed

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

299-3 Personality Traits and Intrinsic versus Extrinsic Work Motivation Factors

Based on 2 different work motivation theories, the relationships between personality traits and the importance of job characteristics were investigated. The Big 5 were found to be differentially linked to extrinsic versus intrinsic job aspects, and core self-evaluations consistently showed incremental validity with regard to intrinsic job features.

Tanja Bipp, Eindhoven University of Technology

Submitter: Tanja Bipp, T.Bipp@tue.nl

299-4 Emotional Deviance, Withdrawal, and Performance: The Role of Personality

In this study, I examine how salespeople’s standing on certain personality dimensions may attenuate the negative effects of customers’ abusive behavior on salespeople’s behavior and outcomes. The findings demonstrate that under the unique situational cues involved in interactions between salespeople and abusive customers certain traits become salient.

Paraskevi T. Christoforou, National University of Singapore

Submitter: Paraskevi Christoforou, christoforou@nus.edu.sg

299-5 Reliability Generalization Meta-Analysis of Other Ratings of Personality

Interest in observer ratings of personality has expanded in industrial-organizational psychology, but it is unclear whether observer ratings are as reliable as self-ratings. This study meta-analyzed internal consistency and test– retest reliabilities of observer ratings. Though some facets would benefit from adding items, observer ratings were generally higher than self-ratings.

Brian S. Connelly, University of Connecticut

Deniz S. Ones, University of Minnesota

Submitter: Brian Connelly, Brian.Connelly@uconn.edu

299-6 Using Principal Component Scores for Big Five Personality Measures

Varimax rotated principal component scores (VRPCSs) have previously been offered as a possible solution to the nonorthogonality of scores on the Big 5 factors. A lab study and a field study investigated the usefulness of VRPCSs in increasing orthogonality as well as the reliability and criterion-related validity of VRPCS.

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

Nicholas L. Vasilopoulos, Personnel Decisions Research Institutes

Submitter: Jeffrey Cucina, jcucina@gmail.com

299-7 Exploring the Dimensionality of Extraversion: Factors and Facets

This meta-analysis provides an empirically based conceptualization of Extraversion’s dimensionality to help refine theory and assessment. Extraversion facets commonly found in personality tests form a general factor with Dominance, Sociability, and Sensation Seeking loading similarly strongly on the general factor, rather than one facet emerging as the core of Extraversion.

Stacy Eitel Davies, University of Minnesota

Brian S. Connelly, University of Connecticut

Deniz S. Ones, University of Minnesota

Submitter: Stacy Davies, stacyio@hotmail.com

299-8 Stop and Start Control: A New Distinction Within Self-Control

Two studies were conducted to test a new distinction within self-control, between stop control and start control. Items from 3 existing self-control questionnaires were used. Exploratory and confirmatory factor analyses were performed on 2 datasets and correlations of both forms of self-control with distinct antecedents and outcomes were computed.

Edwin A. J. Van Hooft, Erasmus University Rotterdam

Arnold B. Bakker, Erasmus University Rotterdam

Submitter: Benjamin de Boer, deboer@fsw.eur.nl

299-9 ”Just Be Yourself”: The Positive Consequences of Personality Trait Expression

Individuals often regulate the expression of their personality. This paper explores the concept of personality trait expression or the behavioral expression of inner personality traits. Expressing one’s inherent personality during a task was found to predict important work outcomes including task satisfaction, motivation, stress, and performance.

Jessica Lynn Dzieweczynski, Penn State

Submitter: Jessica Dzieweczynski, jld409@psu.edu

299-10 A Construct Validation of the Neutral Objects Satisfaction Questionnaire (NOSQ)

This study is a construct validation of the Neutral Objects Satisfaction Questionnaire (NOSQ). The NOSQ had more conceptual and empirical overlap with affective-oriented dispositions than with cognitive-oriented dispositions or temporal affect. The relationships between the NOSQ and both job satisfaction and job cognitions were also examined.

Kevin J. Eschleman, Wright State University

Nathan A. Bowling, Wright State University

Submitter: Kevin Eschleman, eschleman.2@wright.edu

299-11 The Mind in Time: Measuring Past, Present, and Future thinking

The ability to localize human experience temporally is considered 1 of the most important evolutionary advancements of consciousness in homo sapiens (Suddendorf & Corballis, 1997). We describe a model of individual differences along with the development and validation of a 3-dimensional measure based on this ability to mentally time travel.

Vincent J. Fortunato, Walden University

John T. Furey, MindTime, Inc.

Submitter: Vincent Fortunato, vincent.fortunato@waldenu.edu

299-12 Does Similarity in Attachment Security Predict Performance Outcomes?

This study examines the impact of secure attachment style between leaders and followers. It is hypothesized that similarity in attachment style will have a direct influence on in-role performance and OCBs, as well as an indirect influence via trust. Polynomial regression and response surface modeling indicated support for these hypotheses.

Michael Frazier, Oklahoma State University

Laura Little, Oklahoma State University

Janaki Gooty, Binghamton University

Debra L. Nelson, Oklahoma State University

Paul D. Johnson, Oklahoma State University

Joel F. Bolton, Oklahoma State University

Submitter: Michael Frazier, lance.frazier@okstate.edu

299-13 Predicting Union Interest: Instrumentality, Personality, Core Self-Evaluation, and Social Cognition

We examined psychological predictors of union interest, hypothesizing personality variables, core self-evaluation variables, and a social cognition variable would predict interest, beyond union instrumentality. The results supported the social cognition variable as an independent predictor. The findings are discussed in terms of improving union practitioners’ election site selection.

Steven Mellor, University of Connecticut

Leslie M. Golay, University of Connecticut

Michael D. Tuller, University of Connecticut

Submitter: Leslie Golay, leslie.golay@uconn.edu

299-14 Using Consideration of Future Consequences to Predict Job Performance

This study extended prior research on the consideration of future consequences (CFC) by exploring its influence on 2 aspects of job performance. Experimental results suggest that high CFC employees may be more likely to focus on quality rather than quantity, whereas the opposite is true for low CFC employees.

Maja Graso, Washington State University-Vancouver

Tahira M. Probst, Washington State University-Vancouver

Submitter: Maja Graso, majagraso@gmail.com

299-15 Differential Item Functioning (DIF) on the IPIP Neuroticism Scale

We evaluated the Neuroticism scale of the International Personality Item Pool (IPIP) for evidence of age- and gender-based differential item functioning (DIF) using NCDIF, CDIF, and DFIT indices in a sample of 23,994 respondents. Results showed scale-mean differences and significant item-level DIF for 10% of the items.

Nadine LeBarron McBride, Virginia Tech/North Carolina Department of Public Instruction

Robert J. Harvey, Virginia Tech

Submitter: Robert Harvey, rj@pstc.com

299-16 Interactive Effects of Openness to Experience and Cognitive Ability

This study investigated the interaction between Openness to Experience and cognitive ability in the prediction of executive leadership fit. Results indicated that Openness was more strongly related to fit ratings when cognitive ability was low than when cognitive ability was high.

Kevin Impelman, Batrus Hollweg International

Heather Graham, Batrus Hollweg International

Submitter: Kevin Impelman, kimpelman@yahoo.com

299-17 Investigating Response Distortion in Selection Settings: Evaluating Subgroup Differences

This study examines possible subgroup differences on social desirability scores and actual levels of faking behavior using a within-subjects design in a real selection setting. The results suggest that SD scales and direct measures of faking may behave differently with regard to relevant outcomes (e.g., changes in hiring decisions).

Joshua A. Isaacson, Florida Institute of Technology

Mitchell H. Peterson, Florida Institute of Technology

Stephanie Turner, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Mei-Chuan Kung, Select International, Inc.

Submitter: Joshua Isaacson, jisaacso@fit.edu

299-18 The Importance of Situation Perception in the Personality–Performance Relationship

This study adds a new theoretical angle on how personality is related to performance. We posited that individual differences in situation perception would moderate the relationship between personality and conceptually related performance ratings. Our examination in a simulated group work context confirmed our hypotheses for Conscientiousness and Agreeableness.

Anne M. Jansen, University of Zurich

Filip Lievens, Ghent University

Martin Kleinmann, University of Zurich

Submitter: Anne Jansen, a.jansen@psychologie.uzh.ch

299-19 The Lonely Road: Does Introversion Predict Truck Driver Performance?

This study extends research on predicting performance with personality traits. This study investigated the predictive role of Introversion and Conscientiousness in a setting that is ideally suited to introverts. A sample of 76 commercial truck drivers participated; findings suggest that Introversion (low Extraversion) and Conscientiousness are important for this job.

Mei-Chuan Kung, Select International, Inc.

Joshua S. Quist, Select International, Inc.

Jaclyn P. Pittman, Select International, Inc.

Ted B. Kinney, Select International, Inc.

Submitter: Mei-Chuan Kung, mkung@selectintl.com

299-20 Proactive Personality Meta-Analysis: Relationships With Performance and Job Satisfaction

This meta-analysis indicates that the proactive personality–performance and proactive personality–job satisfaction relationships are significant. The proactive personality–performance relationship was strongest in sales and service industries and became stronger as average age of the sample increased.

Elizabeth A. McCune, Portland State University

David Cadiz, Portland State University

Damon Drown, Portland State University

Todd Bodner, Portland State University

Submitter: Elizabeth McCune, mccunee@pdx.edu

299-21 Extraversion, Customer Ratings, and Sales Performance: A Multilevel Analysis

This study was conducted to investigate the relationship between antecedents and outcomes of sales performance in B2B sales from a hierarchical framework. Through the application of random coefficient modeling (RCM), we explored the relationship between Extraversion, specific sales behaviors, and customer ratings of sales performance.

Suzanne L. Dean, Wright State University

Corey E. Miller, Wright State University

Jason D. Culbertson, Wright State University

Jenna N. Filipkowski, Wright State University

Submitter: Corey Miller, corey.miller@wright.edu

299-22 Affect–Cognition Reliance: How Personality and Mood Predict Resumé Ratings

The goal of this study was to examine individual differences in the use of affective and cognitive information when forming attitudes, or affect–cognition reliance (ACR). ACR was measured through the use of multilevel structural equation modeling and shown to interact with mood to predict judgments of applicants through resumé ratings.

Bobby D. Naemi, Rice University

Daniel J. Beal, Rice University

Submitter: Bobby Naemi, bnaemi@rice.edu

299-23 Why Conscientiousness Predicts Performance: Mediation by Effortful and Ethical Behaviors

This study examines the process by which Conscientiousness predicts performance. Effortful and ethical behaviors are proposed as mediators. The sample consists of 689 students from 10 universities. Results from a 4-year longitudinal dataset support the indirect effect of Conscientiousness on performance through effort and ethical behaviors.

Abigail K. Quinn, Michigan State University

Ruchi Sinha, Michigan State University

Jessica Fandre, Michigan State University

Neal W. Schmitt, Michigan State University

Submitter: Abigail Quinn, quinnabi@msu.edu

299-24 Patients’ Health Locus of Control and Perception of Physician Support

Patients’ overall satisfaction with the health care system has been linked to the quality of the relationship with their primary care physician. This study was conducted to explore the relationship between patients’ health locus of control and their perceptions about the nature of their physician–patient relationship.

Maria F. Ricci-Twitchell, University of Central Florida

Karen Mottarella, University of Central Florida

Shannon Whitten, University of Central Florida

Submitter: Maria Ricci-Twitchell, mflricci@aol.com

299-25 Individual Differences in Organizational Commitment and Escalation of Commitment

This study extended literature on employee commitment and escalation bias to include previously unstudied individual differences. It analyzed organizational commitment type, moderators of the commitment–escalation relationship, and decision rationale as a mediator. Openness and resistance to change were significant moderators, with the interaction dependent on type of commitment displayed.

Molly J. Russ, Valtera Corp.

Tracey E. Rizzuto, Louisiana State University

Submitter: Molly Russ, mollyruss@hotmail.com

299-26 Examining the Effect of Core Self-Evaluations on Pay Plan Preferences

A structural equation model was proposed to examine the effect of core self-evaluation on pay plan preference, the effect of incongruence between the preferred method of payment and the actual method of payment received on job satisfaction and pay satisfaction, and the moderating effect of the meaning of money.

Heather Sovern, Kansas State University

Patrick A. Knight, Kansas State University

Submitter: Heather Sovern, hsovern@ksu.edu

299-27 Dynamic Validities in a Longitudinal Sample: Examining Personality–Performance Relationships

This study examined 2 competing hypotheses regarding the dynamic validities of personality–performance relationships within a growth model framework. Unlike the validity degradation results reported with cognitive abilities, this study found that personality predicted later performance better than initial performance. Some implications are discussed.

Lisa Lynn Thomas, University of Illinois at Urbana Champaign

Serena Wee, University of Illinois at Urbana Champaign

Submitter: Lisa Thomas, llthomas@uiuc.edu

299-28 Locus of Control at Work: A Meta-Analysis

This meta-analysis examined the potential consequences of locus of control. Results indicated that work locus of control was a better predictor of work-related criteria than was general locus of control and that general locus of control was a better predictor of general criteria than was work locus of control.

Qiang Wang, Wright State University

Nathan A. Bowling, Wright State University

Kevin J. Eschleman, Wright State University

Submitter: Qiang Wang, talenttree@gmail.com

299-29 Exploring Polychronicity’s Relationship with Behavioral Outcomes

This study examines the positive and negative outcomes related to polychronicity (the degree to which an individual prefers to multitask) including, punctuality, work pace, general hurry, and Extraversion. The results suggest polychronicity is positively related to work pace, general hurry, and Extraversion and negatively related to punctuality.

Alice Wastag, San Diego State University

Jeffrey M. Conte, San Diego State University

Submitter: Alice Wastag, AliceWastag@yahoo.com

299-30 Dead Career Walking

We defined team players as workers who cooperate with the strategic, tactical, and social zeitgeist of the workgroup. We found that assertiveness was more strongly related to team player behavior among workers high than low in social skill in 2 samples (214 technical–professional and 115 customer service workers).

Emily David, University of Houston

L. A. Witt, University of Houston

Submitter: L. Witt, witt@uh.edu

299-31 Test-Taking Motivation and the Validity of Personality Testing

This article examined the rarely studied construct of test-taking motivation (TTM) using a field sample. Results indicated that high scores on TTM were associated with stronger relations between personality and ratings of job performance. Among other things, analyses of TTM’s nomological net uncovered only weak relations with motivated distortion scales.

Thomas A O’Neill, University of Western Ontario

Richard D. Goffin, University of Western Ontario

Ian R. Gellatly, University of Alberta

Submitter: Thomas O’Neill, toneill7@uwo.ca

299-32 Do Applicants and Incumbents Respond to Personality Items Similarly?

This study examined differences between applicants and incumbents’ response processes to personality items. Applicants were thought to use a dominance response process, and incumbents were expected to use an ideal point response process. Differential item functioning analyses revealed a number of items that exhibited DIF consistent with the hypotheses.

David M. LaHuis, Wright State University

Erin O’Brien, Wright State University

Submitter: David LaHuis, david.lahuis@wright.edu

299-33 Controlling Faking in Personality Measures with Unlikely Virtues

The effects of correcting personality measures for unlikely virtues (UV) is examined in 3 predictive datasets. Results showed that although some corrections for UV improved criterion-related validities, the gains were typically small. Furthermore, UV was significantly related to race and gender, indicating that corrections would differentially affect test scores.

Jeff A. Weekley, Kenexa

John M. McKee, Self-Employed

Submitter: John McKee, psychologyjohn@gmail.com

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

Mentoring Schmentoring: Just Kick Me in the Arse

Lillian Eby, University of Georgia, Facilitator

300-1 Self-Initiated Mentoring and Career Success: A Predictive Field Study

The roles of self-initiated mentoring and networking behaviors were investigated in a predictive study over 2 years with 121 employees. The relationship between self-initiated mentoring and career ascendancy was not meditated by mentoring received but by networking. Thus, networking appears to be the more critical mediator of early career success.

Gerhard Blickle, University of Bonn

Submitter: Gerhard Blickle, gerhard.blickle@uni-bonn.de

300-2 Mentor-Perceived Costs, Benefits, and Their Behavior Toward Protégés

This research examined the degree to which supervisory mentors’ perceived costs and benefits affect the functional and dysfunctional mentoring they provide to their protégés. Results were consistent with expectations, mentor-perceived costs were associated with protégé-perceived dysfunctional mentoring received, and mentor-perceived benefits were associated with protégé-perceived functional mentoring received.

Julia M. Fullick, University of Central Florida

Kimberly A. Smith-Jentsch, University of Central Florida

Submitter: Julia Fullick, jfullick1106@aol.com

300-3 Employee Job Performance Domains and Supervisors’ Willingness to Mentor

We experimentally tested how 3 domains of employee performance (task performance [TP], interpersonal citizenship behavior [ICB] targeting the supervisor, and counterproductive work behavior [CWB] targeting coworkers) affect supervisors’ willingness to mentor. Each performance domain affected willingness to mentor. ICB had the weakest effect, and CWB moderated the effect of TP.

Laurent M. Lapierre, University of Ottawa

Silvia Bonaccio, University of Ottawa

Tammy D. Allen, University of South Florida

Jeff Lucier, University of Ottawa

Submitter: Laurent Lapierre, lapierre@telfer.uottawa.ca

300-4 The Influence of Social Identities on Future Employee Mentoring Behaviors

Mentoring relationships in the workplace help to promote personal and career development. The association between social identities and mentoring behaviors has been substantiated in previous research but not for future employees. Members of a national student organization demonstrated the relationship between protégé experience, ethnic identity, organizational commitment, and mentoring intentions.

Curtis Walker, University of Connecticut

Janet L. Barnes-Farrell, University of Connecticut

Peter D. Bachiochi, Eastern Connecticut State University

Submitter: Curtis Walker Jr, curtis.walker_jr@uconn.edu

301. Symposium/Forum: 1:30 PM–2:50 PM  
Napoleon D3

Slights, Snubs, and Slurs: Examining Subtle Forms of Organizational Discrimination

This symposium focuses on modern racism in organizations. Presentations will focus on microaggressions and colorism and address the challenge of identifying and measuring subtle discrimination. Steps that organizations can take to address organizational inequalities that inhibit minority employees from reaching their full potential will be discussed.

Lynn R. Offermann, George Washington University, Chair

Salman A. Jaffer, George Washington University, Sumona Basu, George Washington University, Raluca Graebner, George Washington University, Lynn R. Offermann, George Washington University, Tessa Basford, George Washington University, What Are Microaggressions? Mapping the Construct Domain

Raluca Graebner, George Washington University, Sumona Basu, George Washington University, Salman A. Jaffer, George Washington University, Lynn R. Offermann, George Washington University, Tessa Basford, George Washington University, Microaggressions and Outcomes: Ambiguity, Intention, and Employee Impact

Matthew S. Harrison, Manheim Corporate Services, Inc., Kecia M. Thomas, University of Georgia, The Role of Colorism on Blacks in Corporate America

Kecia M. Thomas, University of Georgia, Discussant

Submitter: Lynn Offermann, lro@gwu.edu

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

Using Archival Datasets: Opportunities and Pitfalls for I-O Psychologists

This session highlights the challenges, opportunities, and pitfalls to conducting research in applied and academic settings using archival datasets. Experienced panelists from academia, government, and industry will discuss their experiences with archival datasets, advantages and disadvantages in utilizing archival data, and archival sources that appear underutilized by I-O psychologists.

Sylvia J. Hysong, Michael E. DeBakey VA Medical Center, Chair

Richard G. Best, Lockheed Martin, Panelist

Sandra Ohly, University of Frankfurt, Panelist

Christiane Spitzmueller, University of Frankfurt/University of Houston, Panelist

Submitter: Sylvia Hysong, hysong@bcm.edu

303. Panel Discussion: 1:30 PM–2:50 PM  
Oak Alley

Selection Testing Systems: When Things Get Tough...and Tougher

Various obstacles are encountered during development, validation, and implementation of selection systems. Discussing these obstacles with other professionals can result in insight regarding variables to consider and unique solutions. Participants will discuss obstacles and solutions in a small group format and then share solutions and listen to input from experts.

Jan L. Boe, Valtera Corporation, Co-Chair

Corinne D. Mason, Development Dimensions International, Co-Chair

John D. Arnold, Polaris Assessment Systems, Panelist

Monica A. Hemingway, Starwood Hotels & Resorts, Panelist

Michael J. Zickar, Bowling Green State University, Panelist

Submitter: Jan Boe, jboe@valtera.com

304. Symposium/Forum: 1:30 PM–2:50 PM  
Rhythms 2

We’re Not Kidding: Advancements in Research on Humor and Work

At a roundtable at SIOP in 2007, several researchers led discussions on overcoming the challenges of conducting rigorous and applicable humor research. This symposium highlights a broad sampling of research efforts that emerged following that forum, including papers focusing on humor and conflict management, leadership perceptions, harassment, and personnel selection.

Lisa Finkelstein, Northern Illinois University, Chair

Ariel Lelchook, Wayne State University, Co-Chair

Kristina Matarazzo, Northern Illinois University, Co-Chair

Cort Rudolph, Wayne State University, Ariel Lelchook, Wayne State University, Towards an Integrative Model of Conflict Management and Humor Styles

Cynthia Cerrentano, Northern Illinois University, Lisa Finkelstein, Northern Illinois University, The Halo of Humor: How Humor Affects Leadership Perceptions

Nathan Weidner, Wayne State University, Ariel Lelchook, Wayne State University, Nathalie Castano, Wayne State University, Marcus W. Dickson, Wayne State University, Perceptions of “Dirty” Jokes in the Workplace

Christopher Robert, University of Missouri-Columbia, James Wilbanks, University of Missouri-Columbia, I’ll Take the Funny Guy: Examining Humor’s Utility for Selection

Submitter: Ariel Lelchook, alelchook@wayne.edu

305. Symposium/Forum: 1:30 PM–2:50 PM  
Rhythms 3

Managers’ Peer Evaluations Are Powerful Predictors: But Are They Used?

Despite research that peer evaluations predict future success and are legally defensible, there seems a reluctance to use these ratings in industry settings. Recent validity data is reported, and we show that some “back-door” approaches are using peer evaluations in 360-feedback systems and in a novel structured group discussion.

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

Ronald G. Downey, Kansas State University, John P. Steele, Army Research Institute, Peer Assessments: A Quarter Century After Getting the Good News

Arthur Gutman, Florida Institute of Technology, Legal Issues in Peer Evaluations

Janine Waclawski, Pepsi-Cola Company, Allan H. Church, PepsiCo, Should Peer Ratings Matter in 360 for Decision Making?

Allen I. Kraut, Baruch College/Kraut Associates, Blink! Brief Peer Evaluations Predict Long Term Executive Success

Gary P. Latham, University of Toronto, Discussant

Submitter: Ronald Downey, downey@ksu.edu

306. Special Events: 2:00 PM–2:50 PM  
Grand Ballroom D

Distinguished Scientific Contributions Award: Assessing Personality
75 Years After Likert: Thurstone Was Right!

In the 1920s, Louis Thurstone formulated an approach to measurement based on the proximity of people and items. Likert later developed an approach based on the idea that people higher on the latent trait tend to endorse more items. Likert’s approach has predominated in personality assessment, but Thurstone was right!

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

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

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

Data Driven Decisions: Merging I-O Psychology Methods and Practice

This session will focus on applying the practices of industrial-organizational psychology in less-than-perfect organizational situations. Four approaches to using data in organizational decision making will be discussed, including large-scale competency use, large-scale selection, small-scale selection, and productivity indices.

Jay H. Steffensmeier, Microsoft, Chair

Tanya Boyd, Seattle Pacific University, Jay H. Steffensmeier, Microsoft, Lori Homer, Microsoft, I-O Evidence and Expertise at Microsoft

Craig R. Dawson, PreVisor, Inc., Karen R. Wade, T-Mobile USA, Starr L. Daniell, University of Georgia, Data-Driven Selection: Development and Program Success Measurement

Kim S. Steffensmeier, Valero Energy Corporation, Using Objective Information in Small-Scale Hiring

Brad Beira, Aon South Africa, Mitchell W. Gold, Aon Consulting, The Impact of Employee Behavior on Company Financial Performance

Submitter: Jay Steffensmeier, jaysteff@microsoft.com

308. Symposium/Forum: 2:00 PM–2:50 PM   Waterbury
Innovative Approaches to Taking Action on Survey Results

Upon participating in opinion surveys, it is imperative that employees see actions taken based on results. This symposium will provide an overview of what several organizations do to assist leaders in taking action and present innovative approaches to action taking, such as use of Web-based tools and sharing best practices.

Andrew Duffy, Microsoft, Chair

Shawn M. Del Duco, Sirota Consulting, Co-Chair

Andrew Duffy, Microsoft, Shawn M. Del Duco, Sirota Consulting, Consequences of Not Taking Action on Survey Results

Melinda J. Moye, John Deere, Katie Kuker, John Deere, Holding Managers Accountable for Action Planning

Frederick M. Siem, The Boeing Company, Survey Action Planning at Boeing

Paul M. Mastrangelo, Genesee Survey Services, Inc., Discussant

Claire Joseph, Genesee Survey Services, Discussant

Submitter: Andrew Duffy, anduff@microsoft.com

309. Special Events: 3:15 PM–4:30 PM  
Armstrong  (Please note start time is during coffee break)

The Science and Practice of CSR: What I-O Psychologists Can Contribute

How can I-O psychologists add value to theory, research, and practice on corporate social responsibility (CSR)? This research incubator is designed to stimulate reflection and collaboration. Presentations and roundtable discussions will explore how CSR initiatives influence employees’ attitudes and behaviors, and how this research can inform practice.

Adam Grant, University of North Carolina at Chapel Hill, Co-Chair

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

Daniel B. Turban, University of Missouri, Co-Chair

Joshua Margolis, Harvard Business School, Presenter

Kimberly D. Elsbach, University of California-Davis, Presenter

David A. Jones, University of Vermont, Presenter

Bradley J. Alge, Purdue University, Presenter

Submitter: Adam Grant, agrant@unc.edu

310. Panel Discussion: 3:30 PM–4:20 PM  

Performance Management Technology: Advantages, Limitations, and Possibilities

Companies are increasingly using technology to support performance measurement, goal setting, and employee development. Is this technology actually improving workforce productivity, creating new performance management challenges, or both? A panel of experienced industry practitioners and academic researchers discuss the strengths, limitations, and potential of performance management technology.

Autumn D. Krauss, Kronos Talent Management Division, Chair

Steven T. Hunt, SuccessFactors, Panelist

Stephanie C. Payne, Texas A&M University, Panelist

Karin A. Orvis, Old Dominion University, Panelist

Al Adamsen, Kenexa, Inc., Panelist

Submitter: Steven Hunt, shunt@successfactors.com

311. Symposium/Forum: 3:30 PM–4:20 PM  

Measurement Concerns for the I-O Practitioner (and Researcher)

Four topics in applied measurement were investigated: scoring and keying approaches for situational judgment tests, item and response option order randomization for cognitive tests, error rate of the trim-and-fill method for detecting publication bias in meta-analysis, and equating IRT-based item parameters using additional information. Results and implications are discussed.

Matthew J. Borneman, University of Minnesota, Chair

John P. Muros, Pearson, Jeff W. Johnson, Personnel Decisions Research Institutes, John P. Campbell, University of Minnesota, Know the Score: Exploring SJT Keying and Scoring Approaches

Amanda Dainis, James Madison, Eyal Grauer, APT, Matthew J. Borneman, University of Minnesota, Randomizing Item and Response Option Order on Cognitive Tests

Adam Beatty, University of Minnesota, Matthew J. Borneman, University of Minnesota, Error Rate of Trim-and-Fill Methods to Detect Meta-Analytic Publication Bias

Matthew J. Borneman, University of Minnesota, Eyal Grauer, APT, Richard A. McLellan, Previsor, Thomas G. Snider, PreVisor, A New IRT Linking Design Based on Auxiliary Information

Submitter: Matthew Borneman, borne030@umn.edu

312. Panel Discussion: 3:30 PM–4:20 PM  

Talent Acquisition Nirvana? Integrating Selection Testing With Applicant Tracking Systems

Integrating the testing process with the applicant tracking system improves consistency with testing policies, reduces hiring time and costs, and provides a user-friendly process for applicants. This session includes 2 case studies where a testing system has integrated with an applicant tracking system to achieve a scalable and efficient process.

Mary L. Doherty, Valtera, Chair

Emily G. Solberg, Valtera, Panelist

Arlene P. Green, Frito-Lay North America, Panelist

Tommie Mobbs, TeleTech Holdings, Panelist

Mia L. Jattuso, Development Dimensions International, Panelist

Nathan J. Mondragon, Taleo, Panelist

Anna M. Safran, HRMC, Panelist

Submitter: Emily Solberg, esolberg@valtera.com

313. Panel Discussion: 3:30 PM–4:20 PM  
Grand Chenier

Professional and Organizational Citizenship: I-Os Represent!

The more I-O thinking and practices we bring to our organizations, the better SIOP’s visibility messages will resonate with leaders, colleagues, clients, and vendors. But success sometimes requires subtlety. Panelists will share extrarole examples of combining organizational and professional (I-O community) citizenship to influence their companies toward scientific best practices.

Stephanie R. Klein, PreVisor Inc., Chair

Paul D. DeKoekkoek, PreVisor, Panelist

Jana Fallon, Prudential Financial, Panelist

Ken Lahti, PreVisor, Panelist

Elaine D. Pulakos, PDRI, Panelist

Submitter: Stephanie Klein, sklein@previsor.com

314. Symposium/Forum: 3:30 PM–4:20 PM  
Grand Couteau

Down but not Out: Measuring, Understanding, and Coaching Failure

Up to half of all managers will experience failure in their careers. This symposium addresses 4 essential components of failure. From the measurement and antecedents of failure to the perception of failure to the lessons learned from failure, this symposium provides insight and recommendations for selection, promotion, and development.

Jennifer Thompson, Chicago School of Professional Psychology, Chair

Nancy A. Newton, Chicago School of Professional Psychology, Mike Stasik, Chicago School of Professional Psychology, Jennifer Thompson, Chicago School of Professional Psychology, The Experience and Psychological Construct of Workplace Failure

Noelle K. Newhouse, Institute for Personality & Ability Testing, Scott Bedwell, IPAT, Personality Antecedents of Different Operationalizations of Derailment/Failure

Ellen Van Velsor, Center for Creative Leadership, Meena Wilson, Center for Creative Leadership, Rola Ruohong Wei, Center for Creative Leadership, Learning From Failure: A Cross-Cultural Examination of Leadership Development

Submitter: Jennifer Thompson, jthompson@thechicagoschool.edu

315. Symposium/Forum: 3:30 PM–4:20 PM  

A Foundation for Performance-Based Pay in the Intelligence Community

The intelligence community is currently implementing performance-based pay as a driver for human capital transformation. Practitioners supporting the pay modernization initiative will provide an overview and discuss how their work in performance management and occupational studies is providing a foundation for the transition to performance-based pay.

Cynthia J. Morath, Booz Allen Hamilton, Chair

Lisa Gross, Booz Allen Hamilton, Lori B. Zukin, Booz Allen Hamilton, Cynthia J. Morath, Booz Allen Hamilton, Overview of Pay Modernization in the Intelligence Community

Cynthia J. Morath, Booz Allen Hamilton, Elaine Brenner, Booz Allen Hamilton, Success Factors for Performance Management Systems

Rose A. Mueller-Hanson, Personnel Decisions Research Institutes, Jane Homeyer, Office of the Director of National Intelligence, Meredith L. Cracraft, Personnel Decisions Research Institutes, Raising the Bar: Developing Promotion Standards for Intelligence Analysts

Robert F. Calderon, SRA International, Joe Cosentino, Booz Allen Hamilton, Timothy P. McGonigle, SRA International, Kim Platt, Booz Allen Hamilton, Police and Polygrapher Job Duties and Compensation Practices

Submitter: Cynthia Morath, morath_cynthia@bah.com

316. Panel Discussion: 3:30 PM–4:20 PM  
Napoleon D3

Off to Work We Go: Six Applied I-O Career Paths

This panel discussion brings together 7 I-O practitioners representing varied applied work environments. The focus of this panel is to help graduate students and job seekers gain insight into applied career paths in government, internal, and external consulting and provide a realistic perspective on early career decisions.

Eric J. Barger, Financial Industry Regulatory Authority (FINRA), Chair

Whitney E. Botsford, EASI Consult, Panelist

Katherine Elder, Federal Management Partners (FMP), Panelist

Kate Morse, Financial Industry Regulatory Authority (FINRA), Panelist

Candace B. Orr, Booz Allen Hamilton, Panelist

Eugene Pangalos, U.S. Office of Personnel Management, Panelist

Kathleen A. Stewart, Gallup, Panelist

Submitter: Candace Orr, brooke.orr@gmail.com

317. Symposium/Forum: 3:30 PM–4:20 PM  

Making Changes to Keep America Safe—Contributions From I-O Psychology

The security of the United States depends upon identifying and preventing threats from diverse sources. I-O psychologists are prominent in defining and training the new skills required, as well as transforming the intelligence and military organizations responsible for keeping our country safe in these more complex and dangerous times.

Joseph A. Gier, EASI Consult, Chair

Ann M. Quigley, Office of the Director of National Intelligence, Culture and Collaboration in the Post 9/11 Intelligence Community

Tara D. Carpenter, Federal Management Partners, Bryanne L. Cordeiro, Federal Management Partners, Lauren Smith, Xavier University, Katherine Elder, Federal Management Partners, Interpersonal Skills Training for Army Soldiers

Joseph A. Gier, EASI Consult, David E. Smith, EASI Consult, David F. Hoff, EASI Consult, Competencies Required for Optimal Interrogations—Don’t Call Jack Bauer

Submitter: Joseph Gier, jgier321@sbcglobal.net

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

Assessment Centers and Technology: Best Practices, Challenges, and Innovations

2007’s Leading Edge Consortium identified technology-enabled assessment as one of the most important innovations in talent management. This field is new, and little research is available to guide best practices. This forum is an opportunity to discuss best practices, innovations, and challenges in assessment center practices that use technology.

Lynn Collins, Sandra Hartog & Associates/Fenestra, Host

Matthew J. Dreyer, Verizon, Host

Submitter: Lynn Collins, lcollins@sandrahartogassoc.com

319. Symposium/Forum: 3:30 PM–4:20 PM  
Rhythms 1

The People Factor: Considering Trainee and Trainer Effects on Learning

The papers in this symposium examine how trainee and trainer characteristics influence learning. Authors use meta-analysis and multilevel analyses to investigate the extent to which trainee characteristics (i.e., metacognition, ability, motivation), trainer characteristics (e.g., conscientiousness, sex), and similarities among trainees and between trainees and trainers influence learning.

Annette Towler, DePaul University, Co-Chair

Suzanne T. Bell, DePaul University, Co-Chair

Kristina N. Bauer, George Washington University, Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Katherine Ely, George Mason University, Course Design Effects on the Trainee Characteristics and Learning Relationships

Gordon B. Schmidt, Michigan State University, The Effect of Metacognition on Learning and Performance: A Meta-Analysis

James Kemp Ellington, Illinois Institute of Technology, Eric A. Surface, SWA Consulting Inc., The Trainer’s Impact in the Learning Environment: A Multilevel Examination

Suzanne T. Bell, DePaul University, Annette Towler, DePaul University, David Fisher, DePaul University, Norman Ruano, Truman College, A Multilevel Examination of Sex Similarity on Trainee Knowledge Acquisition

Miguel A. Quinones, Southern Methodist University, Discussant

Submitter: Suzanne Bell, sbell11@depaul.edu

320. Symposium/Forum: 3:30 PM–4:20 PM  
Rhythms 2

Enhancing and Understanding Trust in Virtual Teams

Trust in virtual teams remains a poorly understood concept despite widespread use of virtual team work arrangements. This symposium will explore dispositional, process, and technology influences on trust in virtual team scenarios. A combination of empirical and conceptual papers will be presented.

Joseph B. Lyons, Air Force Research Laboratory, Chair

Joseph B. Lyons, Air Force Research Laboratory, Charlene K. Stokes, Air Force Research Laboratory, Predicting Trust in Distributed Teams: Dispositional Influences

Tamera R. Schneider, Wright State University, Gaea M. Payton, Wright State University, Team Trust, Communication, and Performance

Charlene K. Stokes, Air Force Research Laboratory, Joseph B. Lyons, Air Force Research Laboratory, Trust in Computer-Mediated Collaboration

Younho Seong, North Carolina A&T State University, Paul Faas, Air Force Research Laboratory, Joseph B. Lyons, Air Force Research Laboratory, Unifying Theory of Trust in Virtual Teams

C. Shawn Burke, University of Central Florida, Discussant

Submitter: Joseph Lyons, joseph.lyons@wpafb.af.mil

321. Symposium/Forum: 3:30 PM–4:20 PM  
Rhythms 3

Work–Life Research in a Social Context

Although traditional work–life research tends to treat relationships as either a source of demands or support, the researchers in this symposium present new perspectives on how relationships impact individuals’ perceptions and management of their multiple life roles. The critical implications for research and practice will be discussed.

Alyssa Westring, DePaul University, Chair

Elizabeth Poposki, Michigan State University, Co-Chair

Marcie Pitt-Catsouphes, Boston College, Christina Matz-Costa, Boston College, Generations, Relationships, and the Use of Flexibility at Work

Spela Trefalt, Simmons School of Management, Setting Work–Nonwork Boundaries in the Context of Relationships at Work

Ariane Ollier-Malaterre, Rouen School of Management, Information Processing and Organizational Justice in Assessment of Work–Life Initiatives

Elizabeth Poposki, Michigan State University, Alyssa Westring, DePaul University, The Role of Social Comparisons in Perceptions of Work–Life Interference

Submitter: Alyssa Westring, awestrin@depaul.edu

322. Symposium/Forum: 3:30 PM–4:20 PM  

Identifying and Correcting Potential Bias in Job Analysis Ratings

Identifying factors that influence job analysis ratings is gaining attention in the job analysis literature. By investigating factors affecting the job analysis process, the studies in this symposium enhance our understanding of the job analysis process and provide practical solutions.

Deborah K. Ford, Portland State University, Chair

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

Deborah K. Ford, Portland State University, Donald M. Truxillo, Portland State University, Mo Wang, Portland State University, Brett W. Guidry, Portland State University, Jake T. Hendrickson, Portland State University, Sources of Rating Inaccuracy in Job Analysis: A Field Experiment

Robert J. Harvey, Virginia Tech, IRT-Based Assessments of Rating Quality in Job Analysis Ratings

Robert E. Ployhart, University of South Carolina, Deborah K. Ford, Portland State University, Ana B. Costa, Portland State University, Layla R. Mansfield, Portland State University, Influences of Personality and Role Clarity on Job Analysis Ratings

Frederick P. Morgeson, Michigan State University, Discussant

Submitter: Deborah Ford, dford@pdx.edu

323. Special Events: 4:30 PM–5:30 PM  

Closing Plenary Session

Kurt Kraiger, Colorado State University, Chair

Steve Kerr, Goldman Sachs, Presenter