Saturday PM
Indicates Saturday Theme Track Session |
267. Symposium/Forum: 12:00 PM–1:20 PM
Gallery
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
Maurepas
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
Nottaway
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
Waterbury
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
Cornet
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
Testing/Assessment
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
Armstrong
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
Borgne
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
Waterbury
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
Armstrong
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
Cornet
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
Gallery
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
Maurepas
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
Personality
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
Nottaway
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
Borgne
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
Cornet
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
Gallery
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
Maurepas
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
Nottaway
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
Waterbury
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
Armstrong
Closing Plenary Session
Kurt Kraiger, Colorado State University, Chair
Steve Kerr, Goldman Sachs, Presenter