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FRIDAY AM

96. Roundtable Discussion/Conversation Hour: 8:00 AM–8:50 AM  
203
Validity Versus Adverse Impact: Has Anything Changed?

Organizations that use preemployment tests often face the dilemma of balancing validity-diversity tradeoffs to avoid fair employment law challenges. This session will provide an opportunity to discuss a recent Supreme Court decision and other case law in examining current validation and adverse impact requirements and implications for I-O practice.

Keith M. Pyburn, Fisher & Phillips, LLP, Host

John A. Weiner, PSI, Host

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

Submitter: John Weiner, jweiner@psionline.com
 


97. Roundtable Discussion/Conversation Hour: 8:00 AM–9:50 AM  
204
A Cross-Cultural Strategic Performance Management Research Incubator

The goal of this session is to build relationships among practitioners and researchers interested in performance management and to advance the cross-cultural research involving HR strategy. Issues will be explored with the intent of building research collaborations that have the potential to produce publications in top-flight I-O and management journals.

Deborah DiazGranados, University of Central Florida, Host

Scott L. Martin, Zayed University, Host

Richard D. Arvey, National University of Singapore, Host

Robert D. Pritchard, University of Central Florida, Host

Walter Reichman, Columbia University, Host

Submitter: Deborah DiazGranados, debdiaz@gmail.com
 


98. Special Events: 8:00 AM–8:50 AM  
208-209
Town Hall

Come meet with the SIOP leadership to discuss various organizational issues as well as to get answers to your questions about SIOP activities. Topics will include SIOP marketing efforts, federal advocacy initiatives, new practitioner services, and progress on the Alliance for Organizational Psychology.

Kurt Kraiger, Colorado State University, Presenter

Gary P. Latham, University of Toronto, Presenter

Eduardo Salas, University of Central Florida, Presenter

Submitter: Kurt Kraiger, Kurt.Kraiger@colostate.edu
 


99. Symposium/Forum: 8:00 AM–9:50 AM  
212
The Power of Sex: The Gendered Nature of Workplace Maltreatment

The purpose of this symposium is to investigate the role of social power and status in employees’ experiences and perceptions of negative workplace interactions. In so doing, we examine the role of power in many different forms of maltreatment including social undermining, stereotyping, interactional injustice, and sexual harassment.

Kathi N. Miner-Rubino, Texas A&M University, Co-Chair

Lilia M. Cortina, University of Michigan, Co-Chair

Jennifer L. Berdahl, University of Toronto, Ji-A Min, University of Toronto, H. Colleen Stuart, University of Toronto, Social Undermining by Men and Women at Work

Suzette Caleo, New York University, Madeline E. Heilman, New York University, Reactions to Men and Women’s Justice Violations

Dana B. Kabat, University of Michigan, Lilia M. Cortina, University of Michigan, The Gender Context of Sex-Based Harassment: When Does It Matter?

Bryan L. Dawson, University of Georgia, Kecia M. Thomas, University of Georgia, Racial Bias in Mock Juror Perceptions

Margaret S. Stockdale, Southern Illinois University-Carbondale, A Tool for Triaging Complaints of Sexual Harassment

Submitter: Kathi Miner-Rubino, kminer-rubino@tamu.edu
 


100. Interactive Posters: 8:00 AM–8:50 AM  
213-214

Computer Training/Mentoring: Wii Wii

Karin Orvis, Old Dominion University, Facilitator
 

100-1 E-Mentoring in the Cassroom: Enhancing Career Planning and Developmental Initiation

We explore e-mentoring as a tool for encouraging students to build developmental relationships early in their careers. Support received is related to career planning, mentor satisfaction, and intentions to continue the relationship, and these relationships are moderated by mentor–protégé similarity and communication patterns. Participation increased students’ levels of developmental initiation.

Wendy M. Murphy, Northern Illinois University

Sara Johnson, Northern Illinois University

Submitter: Wendy Murphy, wcmmurphy@niu.edu
 

100-2 Design Control and Intelligent Agents: Effects on Training Outcomes

In this study, e-learners completed Microsoft Excel training after either designing or being assigned a predesigned intelligent agent tutor. Designing the agent’s appearance increased self-efficacy and the number of training modules completed. Designing both its appearance and interaction style increased declarative knowledge. No effects on reactions were observed.

Tara S. Behrend, George Washington University

Lori Foster Thompson, North Carolina State University

Submitter: Tara Behrend, behrend@gwu.edu
 

100-3 Trainee–Trainer Similarity in E-learning: Effects With Computerized Trainers

E-learners worked with computerized trainers that were either similar to them or different with regard to appearance and feedback-giving style. Appearance similarity led to higher engagement. In addition, learners preferred to work with, and learned more from, a trainer agent that was similar to them in feedback style.

Tara S. Behrend, George Washington University

Lori Foster Thompson, North Carolina State University

Submitter: Tara Behrend, behrend@gwu.edu
 

100-4 Game On: The Impact of Game Features in Computer-Based Training

In an employment law training program, we manipulated 2 game features: multimedia-based fantasy and reward. A traditional PowerPoint-like version led to better declarative knowledge outcomes than the most game-like version; no differences were found for motivation or skill-based learning, suggesting that adding game features won’t necessarily improve training outcomes.

Renee E. DeRouin-Jessen, Marriott Vacation Club

Barbara A. Fritzsche, University of Central Florida

Submitter: Barbara Fritzsche, bfritzsc@mail.ucf.edu
 


101. Panel Discussion: 8:00 AM–9:50 AM  
Crystal Ballroom C/D
Leading the Way: Establishing the Right Path for Leadership Research

Although leadership research continues to grow, there is often an academic–practitioner gap between leadership theory development and the practical needs in the field. The goal of this panel is to bring together knowledgeable experts from both realms to discuss the future of leadership and critical “next steps” for the field.

Arnold L. Leonard, ICF International, Chair

Marissa L. Shuffler, ICF International/University of Central Florida, Co-Chair

Ray Morath, ICF International, Co-Chair

Michael D. Mumford, University of Oklahoma, Panelist

Jeffrey J. McHenry, Microsoft Corporation, Panelist

C. Shawn Burke, University of Central Florida, Panelist

Jennifer W. Martineau, Center for Creative Leadership, Panelist

Jonathan C. Ziegert, Drexel University, Panelist

Stanley Halpin, U.S. Army Research Institute, Panelist

Submitter: Marissa Shuffler, marissa.shuffler@gmail.com
 


102. Symposium/Forum: 8:00 AM–9:50 AM  
Grand Ballroom A
SIOP’s Next 25 Years: What Lies Ahead?

Experts on 6 different areas of I-O psychology predict what we will see in the next 25 years in their areas of expertise. Topics covered are research methods, staffing, work values, motivation, diversity, and leadership. A discussant will integrate common themes and offer thoughts about the overall future.

Jerald Greenberg, RAND Corp., Chair

Jeffrey R. Edwards, University of North Carolina-Chapel Hill, Methodological Progress in Industrial and Organizational Psychology

Wayne F. Cascio, University of Colorado, SIOP’s Next 25 Years: What Lies Ahead in Staffing?

Bruce M. Meglino, University of South Carolina, Work Values and Related Constructs: The Next 25 Years

Ruth Kanfer, Georgia Institute of Technology, Work Motivation in the 21st Century: Challenges and Synergies

Belle Rose Ragins, University of Wisconsin-Milwaukee, Looking to the Future: SIOP and Workplace Diversity

Gary A. Yukl, University at Albany-SUNY, Perspectives on Leadership Theory and Research in Coming Years

Denise M. Rousseau, Carnegie Mellon University, Discussant

Submitter: Jerald Greenberg, orgjust@aol.com
 


103. Symposium/Forum: 8:00 AM–9:50 AM  
Grand Ballroom C
SIOP 2035—The Next 25 Years: Visions for the Future

SIOP must anticipate changes to remain current and vital. Emerging HR trends, skills needed, and the SIOP brand itself all impact future success. Revised competencies and interventions must align to support effective practice and build influence. SIOP members and officers will be polled to address demands and viability.

Scott Eggebeen, New York University, Chair

Christopher T. Rotolo, PepsiCo, Futurework: Technology Is Changing The Nature of Jobs And SIOP

Russell E. Lobsenz, Capital H Group, Leadership
Expectations, Demands, and Capabilities for SIOP Members and Clients


Christina G. Banks, Lamorinda Consulting LLC, APA Choices and Challenges in Relation to the SIOP Destiny

Suzanne Tsacoumis, HumRRO, Creating Compelling Competencies and Intellectual Capital Within I-O Psychology

Scott Eggebeen, New York University, The Potentially Widening Gap in the Scientist–Practitioner Model

Joan P. Brannick, Brannick HR Connections, Driving Organizations Through I-O Intervention From the Outside Looking in

Lise M. Saari, New York University, Driving Change in Organizations Through Workforce Involvement and Engagement

Submitter: Scott Eggebeen, se17@nyu.edu
 


104. Symposium/Forum: 8:00 AM–8:50 AM  
Grand Ballroom D
Navigating the Recession: Managing Human Capital During the Economic Downturn

Survey practitioners from 3 organizations describe efforts to apply insights from employee surveys to drive human capital strategies during the economic downturn. The concrete steps described include improved communication and career progression, and enhanced customer focus. Survey findings are discussed in light of research on opinion trends during the recession.

Nathan A. Schneeberger, Towers Perrin-ISR, Chair

Kira L. Barden, AXA Equitable, How AXA Used Engagement Driver Insights to Prioritize Strategic Directions

Blair Pollard, Canadian Tire Corporation Ltd., Stability in Uncertain Times: Employee Perceptions at Canadian Tire

Per Scott, RBC, Leading in Uncertain Times: Connecting With Employees to Enhance Performance

Patrick Kulesa, Towers Perrin-ISR, Discussant

Submitter: Nathan Schneeberger, nathan.schneeberger@towersperrin.com
 


105. Symposium/Forum: 8:00 AM–8:50 AM  
Salon B
Coach and Client Characteristics: The Individual Impact on Leadership Coaching

The coach and client are the basis of any leadership coaching experience. Exploring the impact of these individuals is critical to successful coaching programs. Practitioner/researchers share insights to aid understanding, build best practices, and identify research needs for screening, preparing, and matching coaches and clients to promote evidence-based coaching.

Lisa A. Boyce, U.S. Air Force, Co-Chair

Gina R. Hernez-Broome, University of the Rockies, Co-Chair

Gina R. Hernez-Broome, University of the Rockies, Lisa A. Boyce, U.S. Air Force, Johnathan Nelson, PDRI, Key Coaching Ingredients: Coach and Client Characteristics

Hilary J. Gettman, Stonehill College, Karen Wouters, University of Maryland, Suzanne K. Edinger, University of Maryland, Paul E. Tesluk, University of Maryland, Joyce E. A. Russell, University of Maryland, Jeffrey D. Kudisch, University of Maryland, Cynthia Kay Stevens, University of Maryland, Factors That Influence Executive Engagement in Coaching

William A. Gentry, Center for Creative Leadership, Gina R. Hernez-Broome, University of the Rockies, Leigh Allen, Center for Creative Leadership, Lisa Prochnow, Gonzaga University, Ali O’Dea, Center for Creative Leadership, Coach and Client Characteristics of Coaching Engagements: An Asian Perspective

Lisa A. Boyce, U.S. Air Force, Gina R. Hernez-Broome, University of the Rockies, Katherine Ely, George Mason University, Influence of Coach and Client Characteristics: Archival Data Analysis Results

Stephen J. Zaccaro, George Mason University, Discussant

Submitter: Lisa Boyce, Boycela@msn.com


106. Friday Seminars: 8:30 AM–11:30 AM  
201
Proactivity at Work: Applying Positive Psychology to Organizations

Earn 3 CE credits for attending. Preregistration required.

This seminar will focus on the diagnosis individual proactivity and how to design work contexts to promote proactivity. We identify job design, leadership practices, and team climate as factors that affect individuals’ proactivity. We also describe the proactivity paradox that can occur when managers expect people to be proactive.

Sharon Parker, University of Sheffield, Presenter

Deanne N. Den Hartog, University of Amsterdam, Presenter

Lance Ferris, Singapore Management University, Coordinator

Submitter: Lance Ferris, dlferris@smu.edu.sg
 


107. Friday Seminars: 8:30 AM–11:30 AM  
202
When Begging Is Not Enough: Detecting and Dealing With Nonresponse Bias to Organizational Surveys

Earn 3 CE credits for attending. Preregistration required.

In this seminar, we will discuss typical survey response rates, nonresponse, and nonresponse bias. Then, we will share the nonresponse bias impact assessment strategy (N-BIAS). The N-BIAS approach is a series of techniques that when used in combination provide evidence about a study’s susceptibility to bias and its external validity.

Steven G. Rogelberg, University of North Carolina Charlotte, Presenter

Jeffrey M. Stanton, Syracuse University, Presenter

Liu-Qin Yang, Portland State University, Coordinator

Submitter: Liu-Qin Yang, liuqinyang@pdx.edu
 


108. Community of Interest: 8:30 AM–9:50 AM  
205

New Ideas in Team Development

Adam C. Bandelli, RHR International, Host

David Astorino, RHR International, Host


109. Symposium/Forum: 8:30 AM–9:50 AM  
206-207
Measuring Adaptability and Its Development: New Findings and Innovations

The concept of adaptability has been widely recognized as an important competency for military leaders. However, a clearer definition of the term and better measures are much needed. This session examines the measurement of leader adaptability from a holistic perspective, including adaptability predictors, performance measures, and program evaluation.

Jennifer S. Tucker, U.S. Army Research Institute, Co-Chair

Rose A. Mueller-Hanson, Personnel Decisions Research Institutes, Co-Chair

Paul Bartone, National Defense University, Dennis Kelly, U.S. Military Academy, Psychological Hardiness Predicts Adaptive Performance in West Point Graduates

Jon Fallesen, Center for Army Leadership, John P. Steele, Center for Army Leadership, Allison K. Dyrlund, Center for Army Leadership, Leader Adaptability: Conceptualization, Measurement, Preliminary Multilevel Data

Jennifer S. Tucker, U.S. Army Research Institute, Amanda N. Gesselman, Columbus State University, Measuring Adaptability for Army Leaders

Johnathan Nelson, Personnel Decisions Research Institutes, Erin Swartout, Personnel Decisions Research Institutes, Rose A. Mueller-Hanson, Personnel Decisions Research Institutes, Measuring Adaptability Programs Using the Adaptability Training Analysis Tool (A-TAT)

José M. Cortina, George Mason University, Discussant

Submitter: Rose Mueller-Hanson, rose.hanson@pdri.com
 


110. Panel Discussion: 8:30 AM–9:50 AM  
210-211
Developing a Global Mindset in Future Leaders

Globalization has increased the need for leaders to operate with a global mindset. Organizations are exploring different means of developing future global leaders with this mindset. The proposed panel discussion will provide some thoughts and ideas on the different strategies and approaches being pursued in organizations today.

Amy Buhl Conn, Johnson & Johnson, Chair

Michael J. Benson, Johnson & Johnson, Panelist

Michael N. Bazigos, IBM Corporation, Panelist

Seymour Adler, Aon Consulting, Panelist

Brandy Orebaugh Agnew, Dell Inc., Panelist

Rodney Warrenfeltz, Hogan Assessment Systems, Panelist

Submitter: Amy Conn, amybconn@aol.com
 


111. Panel Discussion: 8:30 AM–9:50 AM  
Crystal Ballroom A/F
Essential Competencies for Early-Career Success as an Applied Industrial-Organizational Psychologist

New graduates entering applied settings encounter environments very different from what they learned to traverse in graduate school. In this session, panelists with extensive experience managing and mentoring early-career I-O psychologists in a variety of professional settings will offer perspectives on how I-Os can position themselves to achieve early-career success.

Jay Janovics, PreVisor, Chair

Douglas H. Reynolds, Development Dimensions International, Panelist

Kenneth R. Pederson, ThinkWise, Inc, Panelist

Caroline Paxman, PreVisor, Panelist

Matthew Redmond, Fannie Mae, Panelist

Submitter: Jay Janovics, jjanovics@previsor.com
 


112. Symposium/Forum: 8:30 AM–9:50 AM  
Crystal Ballroom B/E

Using Assessments to Build Leadership Competence in MBA Programs

MBA programs continue to be criticized for their focus on teaching analytical and technical skills at the expense of leadership and team competencies. This forum describes how 3 different MBA programs use assessments to build leader and team competencies. We discuss directions for future practice and research.

Lee J. Konczak, Washington University, Chair

Ashley E. Johnson, Hogan Assessment Systems, Lauren N. Robertson, University of Tulsa, Matthew R. Lemming, Hogan Assessment Systems, Assessment Trends From a Test Publisher Perspective

Lee J. Konczak, Washington University, Developing Managers Who Can Lead: Using Assessments With EMBA Students

Jeffrey D. Kudisch, University of Maryland, Using Assessment Center Methodology to Accelerate EMBA Leadership Development

Neta Moye, Vanderbilt University, Melinda M. Allen, Vanderbilt University, Enabling Personal Development of MBA Students With Assessments

Submitter: Lee Konczak, konczak@wustl.edu
 


113. Symposium/Forum: 8:30 AM–9:50 AM  
Grand Ballroom B
Career Development in “Today’s” Organizations: Research Perspectives on Contemporary Practice

Career development is important in order to promote employee commitment and retention, but given the changing face of both the organizational environment and careers themselves, how can organizations be sure to develop employees’ careers effectively? This symposium examines career development needs at both an organizational and individual level.

Julie Unite, Northern Illinois University, Co-Chair

Emma Parry, Cranfield School of Management, Co-Chair

Aleksandra Luksyte, University of Houston, Cristina Rubino, University of Houston, Christiane Spitzmueller, University of Frankfurt/University of Houston, How Can Organizations Retain Overqualified Employees?

Jesse Segers, University of Antwerp, Daniel Vloeberghs, University of Antwerp, Ilke Inceoglu, SHL Group, London, Business Strategy, Career Systems, and Coaching

Julie Unite, Northern Illinois University, Emma Parry, Cranfield School of Management, Katharina Chudzikowski, Wirtschaftsuniversitaet Wien, Barbara Demel, Wirtschaftsuniversitaet Wien, Mireia Las Heras, University of Navarra, Yan Shen, Boston University, International Conceptualizations of Career Success in Early and Late Career

Jon P. Briscoe, Northern Illinois University, Kevin Andrew Byle, Northern Illinois University, Self-Directed and Values-Driven Career Orientations in Practice

Douglas T. Hall, Boston University, Discussant

Submitter: Julie Unite, julieunite@hotmail.com
 


114. Master Tutorial: 8:30 AM–9:50 AM  
Salon A
Global Mindset as a Key Competency for Global Leadership Effectiveness

Earn 1.5 CE credits for attending.

Global mindset is “the capability to influence individuals, groups, organizations, and systems that are unlike you and your own”—a key competency for global leadership effectiveness. This tutorial highlights the definition, measurement, and development of a global mindset as outcomes of an ongoing research program.

David E. Bowen, Thunderbird School of Global Management,  Presenter

Mansour Javidan, Thunderbird School of Global Management, Presenter

Mary Teagarden,Thunderbird School of Global Management, Presenter

Rachel Clapp-Smith, Purdue University-Calumet, Presenter

Submitter: David Bowen, bowend@t-bird.edu
 


115. Panel Discussion: 8:30 AM–9:50 AM  
Salon C
“Let’s Talk”: Bridging the Gap Between Diversity Researchers and Practitioners

Diversity is quickly becoming one of the hottest topics in academia and practice, and I-O psychologists have an important role to play in this area. This session will provide perspectives from diversity practitioners and researchers in an effort to minimize the gap between research and practice.

Bernardo M. Ferdman, Alliant International University, Chair

Ny Mia Tran, University of Georgia, Co-Chair

Matthew J. Dreyer, Verizon, Co-Chair

C. Douglas Johnson, Georgia Gwinnett College, Panelist

Kecia M. Thomas, University of Georgia, Panelist

Matthew S. Harrison, Manheim Corporate Services, Inc., Panelist

Wendy R. Reynolds-Dobbs, University of Georgia, Panelist

Melanie Harrington, American Institute for Managing Diversity, Panelist

Submitter: Ny Mia Tran, sonymia@gmail.com
 


116. Panel Discussion: 8:30 AM–9:50 AM  
Salon D
Talent Management in the Turbulent Economy: Trends, Observations, and Prospects

Human capital expenditures often are the first to be cut during recessions. However, they also can be a formidable force in reestablishing the vitality of the organization during the upswing. In this session, talent management thought leaders will discuss several aspects of managing talent during and after an economic downturn.

Kenneth P. De Meuse, Korn/Ferry International, Chair

Kim Ruyle, Korn/Ferry International, Panelist

John C. Scott, APT, Inc., Panelist

David Everhart, Lore International, Panelist

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

Submitter: Guangrong Dai, daigr@yahoo.com
 


117. Symposium/Forum: 8:30 AM–9:50 AM  
Salon E
Advances in Training Evaluation Techniques

This session is designed for training practitioner–scientists who are frustrated with less than satisfactory impact. Four separate challenges are addressed and solutions proposed. These include wasted learning, role of culture on training transfer, using Rasch measurement for high-stakes evaluation, and developing a company specific training evaluation framework.

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

Joshua Kuehler, KnowledgeAdvisors, Alan M. Kully, Roosevelt University, Shreya T. Sarkar-Barney, Human Capital Growth, Scrap Learning: A Case of Low Transfer of Training

Matt Barney, Infosys Technologies, Leveraging the Multifacet Rasch Model to Improve Training Effectiveness

Cristina Rubino, University of Houston, Aleksandra Luksyte, University of Houston, Christiane Spitzmueller, University of Frankfurt/University of Houston, Relation Between Learning Outcomes and Culture on Training Transfer Intentions

Vijayakumar Hariraj, Cognizant, Shreya T. Sarkar-Barney, Human Capital Growth, Designing a Training Evaluation Strategy to Inform Organizational Decision Making

Kenneth G. Brown, University of Iowa, Discussant

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


118. Roundtable Discussion/Conversation Hour: 9:00 AM–9:50 AM  
203

Practice Meet Science, Science Meet Practice: Assessment Center Research Collaboration

The objective of the roundtable is to provide a forum for exchange of information related to the science and practice of assessment centers.The forum invites researchers to share findings and practitioners to share recent practices to stimulate collaborations around topics and directions for future assessment center research and use.

Lynn Collins, Sandra Hartog & Associates/Fenestra, Host

Mark C. Frame, University of Texas at Arlington, Host

Submitter: Lynn Collins, lynn.collins@fenestrainc.net
 


119. Special Events: 9:00 AM–9:50 AM  
208-209

Leading Edge Consortium 2009 Reunion: Global Selection and Assessment

LEC 2009 focused on global selection and assessment. Join us for a continued dialogue on global selection and assessment as a follow-up to the LEC 2009. Discussion will include lessons learned, new challenges, and opportunities for research. All SIOP attendees are welcome.

Lois E. Tetrick, George Mason University, Presenter

Tanya C. Delany, IBM, Presenter

Ann Marie Ryan, Michigan State University, Presenter

Submitter: Lois Tetrick, ltetrick@gmu.edu
 


120. Interactive Posters: 9:00 AM–9:50 AM   213-214

Have Your Family Live in the Office—No More Conflict

Jacqueline Mitchelson, Auburn University, Facilitator

120-1 Key Mediators of the Work–Family Conflict and Job Performance Relationship

Although few studies have examined the work–family conflict-job performance relationship, we found no studies that assessed why this relationship exists. In this study, concentration, task avoidance, and fatigue were examined as mediators. Results showed that in some cases, concentration and fatigue mediate the work–family conflict-job performance relationship.

Julia Berry, Northern Arizona University

Ann H. Huffman, Northern Arizona University

Grace E. Ragsdale, Northern Arizona University

Kellie Hascall, Northern Arizona University

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

120-2 Work–Family Conflict and Social Emotions

This study investigates the role of internalizing and externalizing emotions in work–family conflict and the impact on job and life satisfaction. Work–family conflict related externalizing emotions are related to decreased job satisfaction, whereas internalizing emotions are related to decreased life satisfaction.

Megan L. Huth, Michigan State University

Ann Marie Ryan, Michigan State University

Submitter: Megan Huth, huthmeg1@msu.edu


120-3 Autonomy and the Relationship Between OCB and Work–Family Conflict

This study sought to determine whether the positive association between helping behaviors and work–family conflict is moderated by autonomy. The results indicated that organizational citizenship behavior was not associated with work–family conflict, while individual initiative was positively associated with time-based work–family conflict. These relationships were not moderated by autonomy.

April Jones Tate, Federal Management Partners

Submitter: April Jones, ajonestate@fmpconsulting.com
 

120-4 The Behavioral Antecedents of Different Forms of Work–Family Conflict

Work–family conflict (WFC) and emotional labor theories are integrated to examine a new form of WFC, emotion-based conflict. In addition, a comprehensive model is proposed that includes 2 other forms of WFC identified previously, behavior- and strain-based conflict. The results provide support for the emotion-based WFC portion of the model.

Kelly Schwind Wilson, Purdue University

Submitter: Kelly Schwind Wilson, kellysw@purdue.edu
 


121. Posters: 9:00 AM–9:50 AM  
Galleria
Job Attitudes/Engagement & Job Performance/Citizenship Behavior

121-1 Age and Psychological Contract Fulfillment in Relation to Work Outcomes

This longitudinal study investigated the influence of age on the relations between psychological contract fulfillment and 3 work-related outcomes among 240 employees. Moderated structural equation modeling showed stronger reactions for younger workers for 3 types of contract fulfillment, indicating a stronger emotional responsiveness of younger workers towards the psychological contract.

Matthijs Bal, Erasmus University Rotterdam

Annet de Lange, University of Groningen

Paul Jansen, VU University Amsterdam

Mandy Van der Velde, Utrecht University

Submitter: Matthijs Bal, pbal@feweb.vu.nl
 

121-2 Second-Class Citizens? Contractor Employee Perceptions of Status and Commitment

Outsourcing of jobs to contractor employees who work alongside standard employees has changed the human resource landscape of many organizations. Using a sample of 623 contractor employees, we examine how contractor employee perceptions of status influence affective commitment (to both the client and the employer) and turnover intentions.

Wendy R. Boswell, Texas A&M University

Marla Baskerville Watkins, Northeastern University

Mary C. Triana, The University of Wisconsin - Madison

Asghar Zardkoohi, Texas A&M University

Lily Run Ren, Texas A&M University

Elizabeth Umphress, Texas A&M University

Submitter: Marla Baskerville Watkins, m.baskerville@neu.edu
 

121-3 Final Four Fever and Traditional Work Attitudes: A Longitudinal Investigation

Three models were evaluated involving the relationship between employees’ reaction to their university’s basketball team participating in the NCAA tournament (Final 4 Fever: FFF) and work attitudes. Greatest support was found for a reciprocal relationship between FFF and organizational commitment. FFF continued to be associated with commitment 3 years later.

Louis C. Buffardi, George Mason University

Richard Hermida, George Mason University

Submitter: Louis Buffardi, buffardi@gmu.edu
 

121-4 Personality, Negative Social Behaviors, and Satisfaction: A Moderated-Mediation Model

This study investigated the processes through which negative affectivity (NA) influences job satisfaction. Using data from 189 employees in a variety of industries, the authors found support for a mediated moderation model wherein negative social behaviors mediated the NA-job satisfaction link but only for employees low in social skill.

Emily David, University of Houston

Ari A. Malka, University of Houston

Robert W. Stewart, University of Houston

David F Dubin, University of Houston

Submitter: Emily David, emily.m.david@gmail.com
 

121-5 Multifoci Commitment, Organizational Citizenship Behavior, and Performance in Teams

Drawing on attraction-selection-attribution theory and social exchange theory, the study theorized and revealed that at the team level supervisory commitment (but not organizational commitment) was positively related to team-level organizational citizenship behavior and subsequent team performance.

Jia Hu, University of Illinois-Chicago

Kaifeng Jiang, Rutgers-The State University of New Jersey

Submitter: Jia Hu, jhu9@uic.edu
 

121-6 Perceived Overqualification: An Exploration of Outcomes

The purpose of this study is to investigate the relationship between perceived overqualification (POQ) and relevant work behaviors and perceptions. Results indicate that POQ is related to lower job satisfaction and organizational commitment, and higher turnover intentions. Further research is needed to address POQ’s relationship to absenteeism and truancy.

Eleni Lobene, North Carolina State University

Adam W. Meade, North Carolina State University

Submitter: Eleni Lobene, eleni.lobene@gmail.com
 

121-7 Private Eyes Are Watching You: Reactions to Location-Sensing Technologies

This study explored reactions to technologies that enable organizations to track the location/movements of employees, even off site. Using a sample of n = 208 college students, we found that ability to control the locating device related positively to monitoring fairness and collective felt trust via privacy invasion, but purpose did not.

Laurel A. McNall, SUNY Brockport

Jeffrey M. Stanton, Syracuse University

Submitter: Laurel McNall, lmcnall@brockport.edu
 

121-8 Controlling Polychronicity: Implications for Person–Job Fit

This study examined the effect control over job polychronicity has on employee well-being. Using structural equation modeling, the results demonstrated that individuals report significant variability in the amount of perceived control of polychronicity and that perceived control over polychronicity is positively related to intrinsic motivation, affective commitment, and perceived competence.

Eugene Trombini, University at Albany, SUNY

Jessica M. Nicklin, University of Hartford

Submitter: Jessica Nicklin, jn0702@gmail.com
 

121-9 Manipulating Polychroncity: Implications for Person–Job Fit

This study examined whether polychronicity can be manipulated by targeting an individual’s belief and if this can aid in establishing person–job fit. Results of a laboratory experiment revealed that beliefs regarding polychronicity can be manipulated and that belief polychronicity influenced attitudinal polychronicity and behavioral polychronicity. Implications are discussed.

Eugene Trombini, University at Albany, SUNY

Jessica M. Nicklin, University of Hartford

Submitter: Jessica Nicklin, jn0702@gmail.com
 

121-10 Mediating Role of Engagement on the Relationship Between POS–OCB

Although research over the past 2 decades supported the notion that OCBs are an outcome of POS, no study prior has examined the mediating influence of engagement on this relationship. Results from regression analyses and the Sobel test indicate POS can influence OCB through positive, work-related psychological states.

Prema Ratnasingam, University of Houston

William R. King, University of Houston

Zhuxi Wang, University of Houston

Submitter: Prema Ratnasingam, prema_2911@hotmail.com
 

121-11 Deep Structured Organizational Identification in Army OCS Candidates

Deep structured organizational identity represents the extent to which individuals’ organizational affiliations are embedded or integrated into an individuals’ self-concept (Rousseau, 1998). In this paper we developed a measure of this construct and validated it against traditional measures of organizational identity.

Jordan M. Robbins, George Mason University

Robert Kilcullen, U.S. Army Research Institute for the Behavioral and Social Sciences

Trueman Tremble, U.S. Army Research Institute for the Behavioral and Social Sciences

Submitter: Jordan Robbins, jrobbin1@gmu.edu
 

121-12 The Effects of Office Gossip on Workplace Cognitions and Behaviors

Gossip is a common occurrence in workplaces and usually assumed to be detrimental to organizational productivity. This research argues office gossip can have important affiliation and informational purposes. We find empirically that office gossip has positive relationships with worker cognitions affective organizational commitment) and behaviors beneficial to the organization (OCB).

Gordon B. Schmidt, Michigan State University

Submitter: Gordon Schmidt, schmi306@msu.edu
 

121-13 Generalizing Meyer and Allen’s Three-Component Model to Foci

This study tested the extent to which theory on the bases of commitment to the organization can be generalized to the interpersonal organizational foci of supervisors and coworkers. We generally found a similar pattern of relationships between bases, antecedents, and outcomes when commitments to foci were concerned.

Meng Uoy Taing, University of South Florida

Russell E. Johnson, University of South Florida

Hansel Gonzalez, University of South Florida

Submitter: Meng Taing, mtaing@mail.usf.edu
 

121-14 Job Attitudes, Employee Effectiveness, and the Mediating Role of Proactivity

This study hypothesizes that the relationship between job attitudes (i.e., job satisfaction and organizational commitment) and employee effectiveness (i.e., social networking and job performance) is mediated by employee proactivity. Meta-analytic regression analyses are used to test focal propositions. Resultant evidence of partial mediation supports the proposed hypotheses. Implications are discussed.

Jeffrey P. Thomas, Florida International University

Daniel S. Whitman, University of Bridgeport

Chockalingam Viswesvaran, Florida International University

Submitter: Jeffrey Thomas, jthom016@fiu.edu
 

121-15 Can Learning Goal Orientation Decrease Student Withdrawal?

This research explores how optimism, stress, and work engagement can mediate the relationship between learning goal orientation (LGO) and student withdrawal. Structural equation modeling was used to test the conceptual model on undergraduate college students. LGO was found to ultimately decrease student withdrawal levels. Significant relationships between variables are discussed.

Holli Thometz, Florida International University

Victoria L. Pace, Florida International University

Submitter: Holli Thometz, thometz@gmail.com
 

121-16 Perceived Organizational Support, Affective Commitment, and Performance: A Meta-Analytic Mediation

This meta-analysis examined the relationships between perceived organizational support and 11 types of performance. Correlations were higher for self-rated (vs. supervisor rated) performance, particularly for organizational citizenship behaviors (OCBs). Combining these meta-analytic results with a previous organizational commitment meta-analysis indicated stronger mediation effects of commitment for OCBs.

Louis C. Buffardi, George Mason University

James N. Kurtessis, American Institute for Research

Michael T. Ford, University at Albany, SUNY

Kathy Stewart, Gallup

Cory Adis, George Mason University

Submitter: Louis Buffardi, buffardi@gmu.edu
 

121-17 Social Interaction Motivations and Employees’ Discretionary Behaviors

This study investigated the prediction of employees’ proactive discretionary work behaviors from their social motivational orientations. Results indicated that status striving had a positive and communion striving had a negative relationship with employees’ personal initiative and taking charge behaviors, beyond the effect of their accomplishment striving.

Dan S. Chiaburu, Texas A&M University

Nichelle C. Carpenter, Texas A&M University

Submitter: Nichelle Carpenter, carpenter_nichelle@yahoo.com
 

121-18 Gender and Organizational Citizenship Behavior: An Implicit Association Approach

We investigated gender-based stereotypes for organizational citizenship behavior (OCB) using the Implicit Association Test (IAT). Although we found some results consistent with hypotheses across 7 OCB dimensions, there was also evidence of in-group favoritism for both genders that has not been as evident in past research using more explicit measurement.

Stephen Vong, San Diego State University

Mark G. Ehrhart, San Diego State University

Karen Holcombe Ehrhart, San Diego State University

Thierry Devos, San Diego State University

Submitter: Mark Ehrhart, mehrhart@sunstroke.sdsu.edu
 

121-19 Proactivity and Promotability: The Mediating Effects of Interpersonal Leadership Skills

Prior research suggests that proactive employees benefit both themselves and their organizations. Yet, relatively little work has examined the underlying mediating mechanisms driving this relationship. Data from 1,993 practicing managers suggest that supervisors’ ratings of managers’ promotability are strongly influenced by ratings of proactive behavior and interpersonal leadership skills.

John J. Sumanth, University of North Carolina

William A. Gentry, Center for Creative Leadership

Submitter: William Gentry, gentryb@ccl.org
 

121-20 Situational Constraints and Organizational Outcomes: A Meta-Analysis

Meta-analytic methods were used to clarify the relationship between situational constraints and various organizationally and individually relevant work-related outcomes. Results replicated and extended previous meta-analytic findings. In addition, new meta-analyses mostly supported expected relationships, and various moderators were explored. Findings and limitations are discussed.

Margaret T. Horner, Texas A&M University

Allison Cook, Texas A&M University

Jennifer Rodriguez, Texas A&M University

Rebecca J. Thompson, Texas A&M University

Submitter: Margaret Horner, meg_horner@yahoo.com
 

121-21 The Effects of Subliminal Stimuli on Task Satisfaction and Performance

An experimental study revealed that subliminal affective stimuli impacted the likeability of work tasks as well as task performance. Results suggested that subliminal and conscious stimuli may influence task liking and performance in qualitatively different ways due to the different kinds of affect they elicit.

Xiaoxiao Hu, George Mason Univeristy

Seth A. Kaplan, George Mason University

Submitter: Xiaoxiao Hu, xiaoxiaohu.pku@gmail.com
 

121-22 Collective Citizenship Behavior: Theoretical Explication and a Cross-Level Examination

Cross-level conceptual differences between OCB and collective citizenship behavior are explored. A cross-level examination of CCB, OCB, and cultural orientation suggests that CCB has a top-down influence on OCB; CCB does not moderate the relationship between cultural orientation and OCB; and that, in Lebanon, idiocentrism is positively related to OCB.

Charlotte M. Karam, American University of Beirut

Catherine T. Kwantes, University of Windsor

Submitter: Charlotte Karam, ck16@aub.edu.lb
 

121-23 Perceptions of Politics, Proactive Personality, and Performance

This study assessed whether the individual difference variable of proactive personality helped explain the discordant relationship between perceptions of politics and job performance observed in past research. Results revealed that proactive personality operated as a moderator and buffered the negative impact that perceptions of politics have on job performance.

Aimee King, University of Akron

Joelle D. Elicker, University of Akron

Submitter: Aimee King, aek25@uakron.edu
 

121-24 Uncovering the Upward Ingratiation Process: Roles of Political Skill

This study investigated the moderating roles of both subordinate and supervisor political skill in the relationship between subordinate self-rated ingratiation and supervisor-rated ingratiation, and the consequences of supervisor-rated ingratiation including supervisor ratings of subordinate job performance and promotability.

Longzeng Wu, Hong Kong Baptist University

Li-Qun Wei, Hong Kong Baptist University

Ho Kwong Kwan, Drexel University

Jun Liu, Renmin University of China

Submitter: Ho Kwong Kwan, weicheong2317@hotmail.com
 

121-25 Citizenship Performance: Development of a Culturally Universal Measure

Cross-cultural research suggested that the citizenship performance (CP) domain is deficient (e.g., Farh et al., 2004), so we broaden the construct. SMEs analyzed the 762 behaviors and the resulting 80 items were administered to Indian students. Factor analysis suggested 6 factors: Conscientiousness, Discourtesy, Initiative, Interpersonal Harmony, Self-Development, and Altruism.

Martin Lanik, Global Assessor Pool, Ltd

Kurt Kraiger, Colorado State University

R. K. Premarajan, XLRI

Submitter: Martin Lanik, martin.lanik@GlobalAssessorPool.com
 

121-26 Impression Management Motives, Positive Affective Tone of a Team, and Organizational Citizenship Behaviors

This study examines the effects of impression management motives (IMM) and positive affective tone (PAT) of a team on organizational citizenship behaviors (OCBs). The results indicate that IMM and PAT have positive effects on OCBs. Moreover, the relationship between IMM and OCB is moderated by PAT.

Sung Won Min, Seoul National University

Seokhwa Yun, Seoul National University

Haeseen Park, Seoul National University

Dongkyu Kim, Seoul National University

Eunho Lee, Seoul National University

Submitter: Sungwon Min, swminmin@naver.com
 

121-27 Effects of Organizational Citizenship Behaviors on Interviewer Evaluations

This study examines the effects of OCB-related responses to interview questions on selection decisions. Using videotaped interviews, the results indicate that responses indicating a propensity to exhibit helping, voice, and loyalty behaviors were positively related to perceptions of competence, and hiring and salary recommendations, even after controlling for task-related responses.

Nathan P. Podsakoff, University of Arizona

Steven W. Whiting, Indiana University

Philip M. Podsakoff, Indiana University

Paresh Mishra, Indiana University

Submitter: Nathan Podsakoff, podsakof@email.arizona.edu
 

121-28 Antecedents and Outcomes of Proactive Customer Service: A Cross-Level Model

We tested a cross-level model of proactive customer service performance (PCSP) with data from 900 service employees in 74 establishments of a multinational hotel chain. Results suggest that initiative climate predicts PCSP and that this relationship is moderated by self-efficacy. At the establishment level, collective PCSP predicts customer service satisfaction.

Steffen P. Raub, EHL

Hui Liao, University of Maryland

Submitter: Steffen Raub, steffen.raub@ehl.ch
 

121-29 Managerial Social Power Differentially Influences Organizational Citizenship Behaviors

This study investigates social power as a moderator of affective variables and organizational citizenship behaviors (OCBs). A survey assessing OCBs, perceived supervisor social power, job satisfaction, and supervisor satisfaction was completed by 174 college students. Results indicate that social power interacts with job satisfaction and supervisor satisfaction to predict OCBs.

Sean D. Robinson, Ohio University

Michelle Foust, Baldwin-Wallace College

Submitter: Sean Robinson, sr204008@ohio.edu
 

121-30 Do Good Soldiers Equal Good Intentions? Measuring OCB Motives

Two studies provided support for construct and criterion validity of a new OCB motives scale. The Good Soldier Motives Scale (GSMS) covers motives directed at the organization (MOCB-O) and at the individuals within the organization (MOCB-I). The scale and its dimensions predicted OCB above and beyond personality and attitudinal variables.

Anna L. Tolentino, Booz Allen Hamilton

Russell E. Johnson, University of South Florida

Ozgun B. Rodopman, Bogazici University

Submitter: Ozgun Rodopman, orodopma@mail.usf.edu
 

121-31 Voluntary Work Behavior: Relationship With Stressors, Job Satisfaction, and Affective Commitment

Using self-report data from 148 employees in India, this study examined stressors, affective commitment, and job satisfaction as antecedents of voluntary workplace behavior (VWB). In addition, the moderating effect of affective commitment and job satisfaction on the relationship between organizational stressors and VWB was examined. Result provide mixed support.

Mahima Saxena, Purdue University

Submitter: Mahima Saxena, saxenam@purdue.edu
 

121-32 Determinants of Interpersonal Trust and OCB–A Social Network Perspective

Using social network theory, current research discusses antecedents and consequences of interpersonal trust among co-located and cross-border employees of MNE. The study reveals that social networks contribute towards establishment of interpersonal trust, and further, interpersonal trust influences organizational citizenship behaviors. Implications for research and practice are also discussed.

Christine T. C. Lai, Peason Education Asia Limited

Barjinder Singh, University of Wisconsin Milwaukee

Abdullah Alshwer, University of Wisconsin Milwaukee

Margaret Shaffer, University of Wisconsin Milwaukee

Submitter: Barjinder Singh, singh9@uwm.edu
 


122. Symposium/Forum: 9:00 AM–9:50 AM  
Grand Ballroom D

The Impact of Internal Customer Service on Organizations

Internal customer service, the service relationships between groups within an organization, can have direct and indirect effects on organizational performance. This symposium presents papers exploring internal service as a predictor of business outcomes, as a moderator of the service climate-customer service relationship, and as a correlate of engagement.

Jerry Seibert, Metrus Group, Inc., Chair

Jerry Seibert, Metrus Group, Inc., John Lingle, Metrus Group, Inc., William A. Schiemann, Metrus Group, Inc., Internal Customer Service, Employee Attitudes, and Business Outcomes

Karen Holcombe Ehrhart, San Diego State University, L. A. Witt, University of Houston, Benjamin Schneider, University of Maryland/Valtera, Sara J. Perry, University of Houston, Internal Service as a Moderator of the Service Climate-Outcomes Link

Douglas A. Klein, Sirota Survey Intelligence, Patrick K. Hyland, Sirota Survey Intelligence, Impact of Internal Customer-Supplier Relationships on Employee Engagement

Submitter: Jerry Seibert, jseibert@metrus.com
 


123. Symposium/Forum: 9:00 AM–9:50 AM  
Salon B
Restructuring Organizations: Multiple and Multidisciplinary Perspectives

The current state of the economy has brought with it an unfortunate resurgence in organizational restructuring and related activity (e.g., layoffs). The presentations here offer multiple perspectives for consideration to ensure a fair and effective process. Methodology, assessment guidelines, and legal considerations are offered.

Randall H. Lucius, Turknett Associates, Chair

Randall H. Lucius, Turknett Associates, Restructuring and Procedural Justice

Rob Bailey, OPP Ltd., Jenny Kidby, OPP Ltd, The Role of Psychologists and Psychometric Instruments in Redundancy Situations

Brian Harris, Morris, Manning & Martin, LLP, A Riff on RIFs: What Every Employer Should Know

Barbara Reilly, Georgia State University, Discussant

Submitter: Randall Lucius, rlucius@turknett.com
 


124. Symposium/Forum: 10:30 AM–11:50 AM  
203

Independence Day? New Developments in Dealing With Nested Data

Nested designs and the analysis of their data have become increasingly popular. The complexity of such designs creates unique data analysis challenges. The papers in this symposium address some of these design challenges both at the primary and meta-analytic levels.

José M. Cortina, George Mason University, Chair

Steven Culpepper, University of Colorado-Denver, John E. Mathieu, University of Connecticut, Herman Aguinis, Indiana University, Gilad Chen, University of Maryland, Determining Power of Tests for Cross-Level Interactions in RCM

Michael T. Braun, Michigan State University, Goran Kuljanin, Michigan State University, Richard P. DeShon, Michigan State University, Spurious Predictors in Random Coefficient Modeling

Tine Koehler, University of Melbourne, James N. Kurtessis, American Institute for Research, José M. Cortina, George Mason University, Katherine Elder, George Mason University, Independence of Artifact Corrections in Meta-Analysis: Are We Overestimating Rho?

Frederick L. Oswald, Rice University, Robert E. Ployhart, University of South Carolina, Meta-Analysis Is a Multilevel Model

Lawrence R. James, Georgia Institute of Technology, Discussant

Submitter: José Cortina, jcortina@gmu.edu


125. Symposium/Forum: 10:30 AM–11:50 AM  
204

Understanding Humanitarian Work Psychology Through Case Studies and Student Opportunities

This session introduces the development, practice, and promotion of humanitarian work psychology (HWP) as an emerging branch of I-O psychology. Using an interactive approach presenters discuss the role I-O psychologists can play in prosocial issues through their personal experiences, social networks, and future opportunities, focusing particularly on student opportunities.

Lori Foster Thompson, North Carolina State University, Chair

Ishbel McWha, Massey University, I-O Psychology and Poverty Reduction: Putting Ideas Into Practice

Sarah Glavey, Trinity College Dublin, Humanitarian Work Psychology—Addressing a Need

Karen Cheng, Charles Drew University of Medicine and Science, Development Aid in Sub-Saharan Africa: An I-O Psychology Perspective

Jeffrey Godbout, University of Baltimore, Opportunities and Networks for Students Interested in Humanitarian Work Psychology

Submitter: Jeffrey Godbout, jgodbout06@yahoo.com
 


126. Community of Interest: 10:30 AM–11:50 AM  
205

Multigenerational Issues in Organizations

Debra Steele-Johnson, Wright State University, Host

Lisa Finkelstein, Northern Illinois University, Host

Mark V. Palumbo, Indiana University of Pennsylvania, Coordinator
 


127. Panel Discussion: 10:30 AM–11:50 AM  
206-207

Work Schedules and I-O Psychology: Industry, Organizational and Employee Perspectives

Many employees in the U.S. and throughout the world work nonstandard schedules, a topic often overlooked by I-O psychology. This panel brings together researchers and practitioners with experience addressing work schedule issues from a variety of different perspectives including different industries, global issues, unionized environments, and scheduling technology.

Kristin Charles, Kronos Talent Management, Chair

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

Leslie B. Hammer, Portland State University, Panelist

James E. Martin, Wayne State University, Panelist

Robert R. Sinclair, Clemson University, Panelist

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


128. Special Events: 10:30 AM–11:20 AM  
208-209

Revision of the Standards for Educational and Psychological Testing

The Standards for Educational and Psychological Testing is an important resource for psychologists who use tests and assessments. The 1999 Standards is currently being revised by a joint committee of ACME, APA, and NCME. This panel will provide a brief overview of the revisions and then address the audience’s questions.

Lauress Wise, HumRRO, Host

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

Jo-Ida C. Hansen, University of Minnesota, Host

Paul R. Sackett, University of Minnesota, Host

Nancy T. Tippins, Valtera, Host

Submitter: Nancy Tippins, ntippins@valtera.com
 


129. Roundtable Discussion/Conversation Hour: 10:30 AM–11:50 AM  
210-211
Leadership Behaviors in Context: Considering Organizational Culture and Individual Differences

The objective of this proposed roundtable/conversation hour is to engage in a discussion about moderating processes generated by organizational culture and individual difference constructs in reference to broad types of leadership behaviors, with the objective of identifying key psychological processes and specific constructs that deserve further consideration.

Aharon Tziner, Netanya Academic College, Host

Erich C. Fein, University of South Australia, Host

Submitter: Erich Fein, erich.fein@unisa.edu.au
 


130. Panel Discussion: 10:30 AM–11:50 AM  
212

Collective Leadership: Disentangling Collective Leadership From Collective Performance

Leadership researchers have developed various conceptions related to shifting organizational practices, including shared, relational, team, and collective leadership. This panel brings together researchers who have worked on these interrelated topics to discuss overlaps and distinctions among them, toward the objective of greater conceptual precision in the study of collective leadership.

Anson Seers, Virginia Commonwealth University, Chair

Cynthia D. McCauley, Center for Creative Leadership, Panelist

Craig L. Pearce, Claremont Graduate University, Panelist

Eduardo Salas, University of Central Florida, Panelist

Mary Uhl-Bien, University of Nebraska-Lincoln, Panelist

Michelle Zbylut, U.S. Army Research Institute, Panelist

Submitter: Anson Seers, aseers@vcu.edu
 


131. Interactive Posters: 10:30 AM–11:20 AM  
213-214

Assessment Stereotypes Seem Unfair

Corey Miller, Wright State University, Facilitator

131-1 Evidence for Stereotype Threat in a Simulated Selection Setting

Two studies (total N = 339) investigated gender-related stereotype threat effects in a simulated employment task. In contrast to previous research related to employment testing, our results were in line with predictions from stereotype threat theory. This suggests that stereotype threat might contribute to subgroup differences in employment testing.

Bertolt Meyer, University of Zurich

Klaus G. Melchers, University of Zurich

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

131-2 Stereotype Threat in the Real World: Evidence From Employment Testing

This study (N = 1,047) investigated gender-related stereotype threat effects in real-world employment selection. In contrast to previous research related to employment testing, our results were in line with predictions from stereotype threat theory. This suggests that stereotype threat might contribute to subgroup differences in employment testing.

Klaus G. Melchers, University of Zurich

Bertolt Meyer, University of Zurich

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

131-3 Black–White–Hispanic Differences in the Impact of Skill Transparency

This study investigated the notion that the effects of making targeted dimensions transparent differ for Whites and for minorities. Results indicated that making the targeted dimension transparent had negative effects on Blacks, no effect for Whites, and positive effects on Hispanics.

Elizabeth J. Sanz, University of Central Florida

Carla B. Rivera-Cruz, Rollins College

Kimberly A. Smith-Jentsch, University of Central Florida

Submitter: Elizabeth Sanz, elizabeth.sanz@gmail.com
 

131-4 Modified Multiple-Choice Test Format: An Attempt to Reduce Male–Female Differences

Three different standard multiple-choice job knowledge tests were modified to allow use of reference materials in an attempt to mitigate male–female mean score differences. Results showed general support for this alternative method as a means to reduce the male–female gap in test scores. Results for ethnic groups are also reported.

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

Carlos Valle, Los Angeles County Sheriff’s Department

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

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

Submitter: Carlos Valle, cvalle@lasd.org
 

132. Symposium/Forum: 10:30 AM–11:50 AM   Crystal Ballroom A/F

Novel Interactive Approaches to Understanding Counterproductive Work Behavior
The symposium focuses on novel interactive approaches to counterproductive work behavior (CWB). The papers include constructs and theories not previously studied in relation to CWB and explore the boundary conditions under which individuals engage in such behavior. These approaches should aid in broadening researchers’ and practitioners’ knowledge about CWB.

Jaclyn M. Jensen, George Washington University, Chair

Reeshad S. Dalal, George Mason University, Chair

Rebecca l. Fraser, George Washington University, Jaclyn M. Jensen, George Washington University, Dana M. Glenn-Dunleavy, Association of American Medical Colleges, Impact of CWB Role Perceptions and Structural Interdependence on CWB

Neha Singla, University of South Florida, Stacey R. Kessler, Montclair State University, Bella L. Galperin, University of Tampa, Paul E. Spector, University of South Florida, Can POS Negate Bad Supervision? A Look at CWB/Productivity

Reeshad S. Dalal, George Mason University, Richard Hermida, George Mason University, Irwin J. Jose, George Mason University, Jennifer M. Demarais, Office of Personnel Management, Laleh Patel, George Mason University, Damian J. Liska, ICF International, Torrey E. Coriden, Defense Manpower Data Center, William Pate, George Mason University, Hana Lee, George Mason University, Gender Differences in Counterproductive Work Behavior: A Meta-Analysis

Maria Rotundo, University of Toronto, Ashleigh S. Rosette, Duke University, Organizational Citizenship, Counterproductive Work Behaviors, and Gender Role Expectations

Suzy Fox, Loyola University-Chicago, Discussant

Submitter: Jaclyn Jensen, jmn1@gwu.edu


133. Symposium/Forum: 10:30 AM–11:50 AM  
Crystal Ballroom B/E
Weathering the Storm—Developing Thriving Leaders in a Down Economy

Talent development is critical to the success of organizations; however, during tough economic times where money is tight and resources are scarce, it is sometimes given less priority. Four companies will discuss how they successfully implemented leadership development initiatives and the steps taken to ensure sustainability and bottom-line results.

Carol Jenkins, Bigby Havis & Associates, Chair

Alejandro Morales-Jimenez, American Airlines, American Airlines Taking Flight on Leadership Development

Alberto J. Galue, Baylor Health Care Systems, Executive Development: Integrating Multiple Development Strategies Into a Unified Core

Tanya L. Andrews, Baptist Health South Florida, Marie Williams-Barnes, Baptist Health South Florida, Growing Our Own: Developing Future Leaders

Anna S. Safran, TriNet, Project Armstrong: Driving Business Results Through Leadership 360s

Submitter: Carol Jenkins, cjenkins@bigby.com
 


134. Symposium/Forum: 10:30 AM–11:50 AM  
Crystal Ballroom C/D
Why Do We Put Things Off? Self-Regulation, Task Characteristics, and Procrastination

Although procrastination has many negative consequences, it is very prevalent among students, adults, and employees. This symposium combines 4 studies, investigating why people procrastinate. The studies specifically focus on the role of self-regulation skills, approach and avoidance goals, job/occupational characteristics, task characteristics, and task motivation/goal orientation in predicting procrastination.

Edwin A. J. Van Hooft, University of Amsterdam, Chair

Piers Steel, University of Calgary, Procrastination and Self-Regulation

Timothy A. Pychyl, Carleton University, Matthew Dann, Carleton University,  Approach/Avoidance Goals: A Project-Analytic Approach to Task Characteristics and Procrastination

Brenda Nguyen, University of Calgary, Piers Steel, University of Calgary, The Profile of a Procrastinator

Edwin A. J. Van Hooft, University of Amsterdam, The Role of Task-Related Factors in Predicting Procrastinatory Behavior

Joseph R. Ferrari, DePaul University, Discussant

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


135. Posters: 10:30 AM–11:20 AM  
Galleria

Innovation/Creativity & Organization Culture/Climate

135-1 How Creativity Relevant Attitudes Trigger Behaviors, Skills, and Performance

Creativity is a critical organizational success factor requiring skilled creative behaviors. Specific measurable creative attitudes trigger such behaviors and contribute directly to creative performance. Organizations truly desiring to incorporate creativity permanently into their culture can follow empirically supported mechanisms by which these attitudes can be deliberately developed.

Marino Sidney Basadur, McMaster University

Timothy Basadur, University of Illinois at Chicago

Submitter: Marino (Min) Basadur, min@basadur.com
 

135-2 Daily Creativity: The Interplay Between Affect, Stressors, and Job Control

This diary study investigated daily positive and negative affect in the morning as well as daily job stressors (time pressure, situational constraints) as predictors of daily creativity. Job control was examined as a cross-level moderator. Hierarchical linear models (N = 90 interior architects, 326 days) largely confirmed our hypotheses.

Carmen Binnewies, University of Mainz

Sarah C. Wörnlein, University of Konstanz

Submitter: Carmen Binnewies, carmen.binnewies@uni-mainz.de
 

135-3 Development of a Dimensionalized Measure of Innovative Performance

This study was conducted to improve the measurement of innovative performance at work. Exploratory factor analysis results supported the hypothesized dimensions of innovative performance, which include problem identification, idea generation, idea solicitation, idea evaluation, experimentation, idea promotion, innovation promotion, innovation adoption, and resource acquisition.

Luke Brooks-Shesler, George Mason University

Lois E. Tetrick, George Mason University

Submitter: Luke Brooks-Shesler, lbrookss@gmu.edu
 

135-4 Creative Climate in Virtual Environments

This study examined responses to feedback on a creative task, using online chat and confederates to create a virtual work environment. Results indicate that climate has little impact on those with high creative potential. In contrast, those low in creative potential outperform high creative potentials in a positive creative climate.

Lily Cushenbery, Pennsylvania State University

Joshua Fairchild, Pennsylvania State University

Sam T. Hunter, Pennsylvania State University

Submitter: Lily Cushenbery, liliyapesin@gmail.com
 

135-5 Creative Identity, Creativity, and Fairness for Others in the Workplace

Using a creativity self-concept framework in a sample of human service nonprofit employees, creative role identity predicted creativity behavior and an employee’s role innovation. This link, however, was only present when others—particularly the vulnerable and dependent clients of the organization—were treated justly, fairly, and with dignity.

Steven M. Farmer, Wichita State University

Submitter: Steven Farmer, steven.farmer@wichita.edu
 

135-6 Creative Performance and the Conscientiousness Components of Achievement and Dependability

A study was conducted to determine whether the components of Conscientiousness, achievement and dependability, predict creativity better than the full factor. Results showed a cooperative suppression effect such that achievement was positively related and dependability negatively related to creativity when analyzed together. Overall Conscientiousness was not related to creativity.

Jody J. Illies, Saint Cloud State University

Roni Reiter-Palmon, University of Nebraska-Omaha

Lisa Kobe Cross, Taleo

Submitter: Jody Illies, jjillies@stcloudstate.edu
 

135-7 Ties With Potential: Linking Social Network Structure and Innovation Orientation

This study examined the effect of teams’ social network structure on organizations’ innovative capacity. Findings indicated that social network structure affects organizational openness to innovation through increased employee involvement. It is through these ties with potential that the generation of new knowledge holds the promise of building organizational capacities.

Nienke M. Moolenaar, University of Twente

Alan J. Daly, University of California, San Diego

Peter J. C. Sleegers, University Twente

Submitter: Nienke Moolenaar, n.m.moolenaar@gw.utwente.nl
 

135-8 Is Self-Evaluation of Creativity a Useful Criterion?

Four measures utilizing self-evaluations of creativity were assessed for usefulness as criterion measures of creativity. Analyses provided evidence of domain specificity of self-evaluations. The scales correlated with self-report measures of creativity but not with objective measures. Self-evaluations were related to personality and creative self-efficacy.

Erika Robinson, University of Nebraska

Roni Reiter-Palmon, University of Nebraska-Omaha

James C. Kaufman, California State University at San Bernardino

Greg C. Ashley, University of Nebraska-Omaha

Ben G. Wigert, University of Nebraska-Omaha

Submitter: Erika Robinson, ejrobinson@unomaha.edu
 

135-9 The Paradox of Innovation Championing: Deviating From the Social Context

This study investigates innovation championing as behavioral strategies in 39 research and development teams using a multilevel approach. Three different championing strategies are defined: vertical, horizontal, and autonomous championing. Results reveal that using a championing strategy that deviates from an innovation-adverse social context promotes creative performance.

Kathrin Rosing, Justus-Liebig University of Giessen

Ronald Bledow, University of Giessen

Mona Wolf, Justus-Liebig-University of Giessen

Katrin Freund, Justus-Liebig University of Giessen

Submitter: Kathrin Rosing, kathrin.rosing@psychol.uni-giessen.de
 

135-10 Relationship Among Cognitive Style, Person–Organization Fit, and Innovative Behavior

We examined relationship among cognitive style, 3 types of person–organization fit, and innovative behavior. Results indicated that innovative cognitive style was positively related to idea implementation. Job demands– employee abilities fit and idea generalization respectively moderated and mediated this relationship, and idea generalization mediated the contribution of cognitive style-demands–abilities fit interactions to implementation.

Zhen Wang, Renmin University of China

Jian Min Sun, Renmin University of China

Submitter: Jian Min Sun, jms@ruc.edu.cn
 

135-11 Gender Biases and Evaluations: The Moderating Effect of Performance Level

With the undeniable prevalence of workplace stereotyping, we examine the effect of gender biases on the evaluations between mediocre and above-average performing individuals. We argue and find evidence demonstrating favor for men over equally qualified women as a function of perceived, though absent, differences in performance and qualifications.

Miranda L. Abild, University of British Columbia

Jane O’Reilly, University of British Columbia

Submitter: Miranda Abild, miranda.abild@gmail.com
 

135-12 Safety Climate Perceptions Across the Organizational Hierarchy

This study demonstrated theoretical and empirical support for perceptual (configural and metric) invariance in safety climate perceptions between front-line employees, supervisors, and managers of the same organization. It also revealed that safety climate perceptions tended to be more favorable at higher levels within the organization.

Jeremy M. Beus, Texas A&M University

Steven Jarrett, Texas A&M University

Stephanie C. Payne, Texas A&M University

Mindy E. Bergman, Texas A&M University

Submitter: Jeremy Beus, jeremybeus@gmail.com
 

135-13 Embedding the Organizational Culture Profile Into a Universal Value Theory

P–O fit can be measured by assessing value congruence using the Organizational Culture Profile. We show, using confirmatory MDS, that the 54 OCP items, and 7 of its 8 factors, can be embedded into a 2-dimensional version of Schwartz’s theory of universals in values.
Ingwer Borg, ZUMA

Patrick J. F. Groenen, Erasmus Universiteit (Netherlands)

Wolfgang Bilsky, University of Muenster (Germany)

Karen A. Jehn, Universiteit Leiden (Netherlands)

Shalom Schwartz, Hebrew University of Jerusalem (Israel)

Submitter: Ingwer Borg, borg@gesis.org
 

135-14 Do Incentive Rewards Increase Incentive? A Cross-Cultural Examination

This cross-cultural study compares salespeople and other social networking professionals who prefer incentive rewards to facilitate goal attainment (exogenous expectancies) to those preferring a more self-managed goal-focused strategy (endogenous expectancies). Results show a significant association between the preference for external reinforcement and inhibited goal supportive activities.

Trelitha R. Bryant, Behavioral Sciences Research Press

George W. Dudley, Behavioral Sciences Research Press

Shannon L. Goodson, Behavioral Sciences Research Press

Submitter: Shannon Goodson, shannon.goodson@bsrpinc.com
 

135-15 Proximal and Longitudinal Outcomes of Fit: A Positive Psychological Approach

This study proposed a model taking a positive psychological approach to the person–environment fit domain. Within a longitudinal investigation, indices of fit were examined in relationship to outcomes through direct and indirect paths. Through the process of sequential mediation, needs–supply fit was found to predict organizational and individual longitudinal outcomes.

Tiffany M. Greene-Shortridge, Kenexa

Heather N. Odle-Dusseau, Gettysburg College

Thomas W. Britt, Clemson University

Submitter: Tiffany Greene-Shortridge, tiffany.greene@kenexa.com
 

135-16 Interpreting Organizational Survey Results: An Application of Self-Serving Bias

Although organizational surveys are ubiquitous, there may be self-presentational biases influencing organizational survey results. This paper assesses the impact of self-serving biases on the pattern of employee survey responses. Results suggest that employees respond more positively to questions that are self-focused and less positively to questions that are other focused.

Peter Hausdorf, University of Guelph

Stephen D. Risavy, University of Guelph

David J Stanley, University of Guelph

Submitter: Peter Hausdorf, phausdor@uoguelph.ca
 

135-17 A Meta-Analysis of the Narrow Dimensions of Psychological Climate

Meta-analytic methods were used to clarify the relationship between narrow dimensions of psychological climate and organizational outcomes. Results generally supported previous findings by Carr et al. (2003) but with greater variability in correlations. Results support the importance of determining effect sizes for narrow climate measures for advancing climate theory.

Justin K. Benzer, VA Healthcare System

Margaret T. Horner, Texas A&M University

Submitter: Margaret Horner, meg_horner@yahoo.com
 

135-18 Adaptability: Does a Manager’s Competency Matter After Culture Is Controlled?

This study tested whether manager competencies predict an organization’s performance after the organization’s culture of adaptability is controlled. Data from 4,255 employees across one organization’s 115 stores indicate that for financial outcomes, only manager competencies matter, but for shrink, culture and manager competencies help predict performance.

Andrew J. Smith, Marriott International, Inc

Timothy J. Huelsman, Appalachian State University

Jacqueline Z. Bergman, Appalachian State University

Timothy D. Ludwig, Appalachian State University

Submitter: Timothy Huelsman, huelsmantj@appstate.edu
 

135-19 The Business of Ideology: Organizational Structure Determinants of Performance

This study analyzed whether organizational variables that differentiate violent and nonviolent ideological operations functioned differently according to an organization’s structure. In addition, this study examined the relationship between organizational structure and innovative performance outcomes. Multivariate analyses of covariance (MANCOVAs) were conducted to describe the overall patterns found.

Ginamarie Ligon, Villanova University

Zandra Leahy, Villanova University

Mark Versella, Villanova University

Christopher Troyan, Villanova University

Philip Gibson, Grove City College

Sam T. Hunter, Pennsylvania State University

Jazmine E. Boatman, Developmental Dimensions Incorporated

Submitter: Ginamarie Ligon, ginamarie.ligon@villanova.edu
 

135-20 Social Undermining, Employee Involvement, and the Influences on Customer Service

The purpose of this paper is to examine how employee involvement climate and supervisor undermining influences customer perceptions of service in service organizations. In addition, this paper explores how the interaction of employee involvement climate and supervisor undermining creates the greatest perceptions of customer service.

Kimberly Mathe, Oklahoma State University

Submitter: Kimberly Mathe, kim.mathe.soulek@gmail.com
 

135-21 Factor Structure and Time Invariance of a Civility Survey Instrument

This study evaluated the factor structure and time invariance of the civility subscale of the Veterans Health Administration All Employee Survey. Using confirmatory factor analysis to fit 3 years of survey data individually and then multigroup analysis with nested models, factor loadings were shown to be invariant across time.

Katerine Osatuke, VHA NCOD

Sue R. Dyrenforth, VHA NCOD

Submitter: Scott Moore, scottymoore14@hotmail.com
 

135-22 Delta and Northwest Airlines: Managing Culture Change

The merger of Delta and Northwest Airlines will create the largest commercial air carrier. Many lessons learned from failed mergers could benefit Delta and other airlines with a roadmap for navigating the merger challenges related to organizational culture.

Stephen M. Powell, Healthcare Team Training

Submitter: Stephen Powell, spowell@healthcareteamtraining.com
 

135-23 Seven Higher Order Factors of Climate: Generalizable or Culture Specific?

This study tests the generalizability of the Voice Climate Survey’s 7 higher order factors of organizational climate representing 5 work systems and 2 work outcomes. Results from 757 participants show that the 7 higher order factors developed in an individualistic culture of Australia were replicated in the collectivistic culture of the Philippines.

Alfred A. Presbitero, Macquarie University

Peter H. Langford, Macquarie University

Submitter: Alfred Presbitero, alfredpresbitero@gmail.com
 

135-24 Organizational Structure’s Relationship to Job Satisfaction: Moderating Effects of Personality

Much research has been done concerning person–environment congruence. However, due to the intricacies, complexities, and breadth of both person and environment, much research is still needed. This study examined the relationship between organizational structure and job satisfaction as well as investigated the moderating effects of Conscientiousness and Agreeableness on them.

Christopher M. Rosett, Iona College

Ryan Ewers, Iona College

Carrie P. Newman, Iona College

Submitter: Christopher Rosett, rosettc2@gmail.com
 

135-25 The Role of Diversity Climate in Preventing Sexual Harassment

Using a sample of 7,960 armed forces personnel, this study assessed whether diversity climate moderated the sex similarity–sexual harassment relationship. Findings indicated that individuals perceiving hospitable diversity climates were less likely to experience sexual harassment irrespective of sex similarity, whereas sex similarity decreased harassment in inhospitable diversity climates.

Cristina Rubino, University of Houston

Derek R. Avery, University of Houston

Patrick F. McKay, Rutgers University

David C. Wilson, University of Delaware

Submitter: Cristina Rubino, rubino003@hotmail.com
 

135-26 Learning From Mistakes: Learning Orientation Key to Patient Safety

A recent estimate suggests that 200,000 Americans die annually due to medical errors. Often healthcare workers believe error reporting results in blame and punishment of those involved. Results indicate leader promoted learning orientation predicts documenting errors, whereas organizationally promoted learning orientation predicts documenting and reporting to risk management.

Dana E. Sims, Navair

Eduardo Salas, University of Central Florida

Submitter: Dana Sims, dana.e.sims@gmail.com
 

135-27 Individual Differences in Electronic Performance Monitoring

Individuals were monitored while performing 2 tasks, a moderately complex and complex task to determine impairment and facilitation and the effect of Extraversion. In both tasks, individuals in the EPM and physical presence conditions showed impairment.

Lyra Stein, Rutgers University

John R. Aiello, Rutgers University

Submitter: Lyra Stein, lyra@eden.rutgers.edu
 


136. Symposium/Forum: 10:30 AM–12:20 PM  
Grand Ballroom A

Staffing High-Stakes Jobs: Implications of the Ricci Case

Following the Supreme Court’s June 29, 2009 ruling in Ricci v. DeStefano, all sides of the political spectrum offered opinions about its impact. In this session a diverse group of panelists offers alternative perspectives on the implications of the case for test development and use in high-stakes testing situations.

Wayne F. Cascio, University of Colorado, Chair

Herman Aguinis, Indiana University, Using I-O Psychology  to Influence Law and Organizational Practices

Winfred Arthur, Texas A&M University, Should Criterion Deficiency Be a Relevant Consideration?

Gerald V. Barrett, Barrett & Associates, Inc., Ricci in the Lower Courts and in the Supreme Court

Irwin L. Goldstein, University System of Maryland, Ricci’s Impact on Content Validity Strategies

Kevin R. Murphy, Pennsylvania State University, Trade-Offs Between Validity and Adverse Impact

James L. Outtz, Outtz and Associates, Ricci v. DeStefano: An Assessment of the Decision

Susan Sturm, Columbia Law School, Implications of the Ricci Decision for Selection Systems

Wayne F. Cascio, University of Colorado, Staffing High-Stakes Jobs: Implications of the Ricci Case

Submitter: Wayne Cascio, wayne.cascio@ucdenver.edu


137. Symposium/Forum: 10:30 AM–11:50 AM  
Grand Ballroom B

The Missing Link in Strategic Talent Management: Managing Executive Transitions

Even with the most sophisticated talent management systems in place, leaders sometimes fail to succeed in their new roles. The challenges in transitioning roles are unique, and this session will present data to better understand successful executive transitions and provide evidence-based recommendations for helping leaders meet these challenges.

Eric Gerber, RHR International, Chair

Rebecca Schalm, RHR International, Eric Gerber, RHR International, Internal Leadership Transitions: Deconstructing the Process

Christine Dolan, Pepsi Bottling Group, Understanding Executive Transitions at Pepsi Bottling Group

Lorrina J. Eastman, Bank of America, Matthew R. Walter, Bank of America, Research and Best Practices in Executive Transitions

Morgan W. McCall, University of Southern California, Discussant

Submitter: Eric Gerber, egerber@rhrinternational.com
 


138. Panel Discussion: 10:30 AM–11:50 AM  
Grand Ballroom C

Building Successful OD Programs. Lessons Not Learned in School

This panel will discuss best practices associated with building and maintaining OD programs at different life cycle stages (Greenfield, project-based, and established) and from different perspectives (consulting, government, and business). Audience members should leave with best practice ideas for building OD programs and evolving the OD field in general.

Jared D. Lock, Carr & Associates, Chair

Amy Dawgert Grubb, Federal Bureau of Investigation, Panelist

Liana Knudsen, Dell Computer, Panelist

Jared D. Lock, Carr & Associates, Panelist

Submitter: Jared Lock, Jared.Lock@CarrAssessment.com
 


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

Going Global: Ensuring Successful Adaptation and Implementation of Preemployment Assessments

Practitioners who have developed successful global preemployment selection programs will present case studies and recommendations for implementing assessments abroad. Issues addressed include conducting cross-cultural job analysis, ensuring content cultural equivalence, translation procedures, validation, and managing global projects. Types of assessment content considered include situational judgments, simulations, and personality measures.

Eric C. Popp, PreVisor, Chair

Valentina Bruk Lee, Florida International University, Co-Chair

Lizzette Lima, Development Dimensions International, Developing a Global Situational Judgment Assessment for Selecting Sales Associates

Tammy Emmons, PreVisor, Anish Thomas, PreVisor, Job Analysis and Selection Assessment Design in Multiple Countries

Kevin D. Meyer, Hogan Assessment Systems, Stephen Nichols, Hogan Assessment Systems, Translations and Cultural Adaptations: Challenges, Experiences, and Lessons Learned

Kathleen A. Tuzinski, PreVisor, Emma Lee, PreVisor, Localizing High-Fidelity Simulations
Lisa Malley, Development Dimensions International, Building the Right Foundation to Manage Complex Global Selection Solutions

Todd Carlisle, Google, Discussant

Submitter: Eric Popp, epopp@previsor.com


140. Symposium/Forum: 10:30 AM–11:50 AM  
Salon A

Designing Quality Training Games: Moving From Research to Practice

This symposium addresses the development and implementation of both lab-based experimental and field-based practical game-based training programs. Drawing upon the rapid implementation of serious games as a training mechanism in both military and civilian environments, we present 5 papers that report best practices acquired from research and practice.

Wendy Bedwell, University of Central Florida, Co-Chair

Kara L. Orvis, Aptima, Co-Chair

Traci Sitzmann, Advanced Distributed Learning Co-Laboratory, Katherine Ely, George Mason University, A Meta-Analysis of the Instructional Effectiveness of Computer-Based Simulation Games

Robbie C. Brusso, Old Dominion University, Karin A. Orvis, Old Dominion University, Kristina N. Bauer, Old Dominion University, Amanuel G. Tekleab, Wayne State University, The Impact of Unrealistic Goal Setting on Subsequent Game-Based Training Performance

Davin Pavlas, University of Central Florida, Wendy Bedwell, University of Central Florida, Eduardo Salas, University of Central Florida, Studying Learning Game Attributes via an Immune System Game

Krista L. Langkamer, Aptima, Inc., Kara L. Orvis, Aptima, Katie L. Engel, Aptima, Inc., Jamie L. Estock, Aptima, Inc., Curtis Conkey, NAWC-Training Systems Division, Investigating Learning Game Attributes: A Field Study

Debbe Thompson, Baylor College of Medicine, Creating an Effective Serious Video Game Design Team

Submitter: Wendy Bedwell, wbedwell@ist.ucf.edu


141. Symposium/Forum: 10:30 AM–11:50 AM  
Salon B

Advances in the Science and Practice of Team Composition

Organizations have increasingly relied on teams for effectiveness of vital functions. One approach to improving team effectiveness, team staffing, and composition has lacked sufficient attention until recently. This symposium presents 3 scientifically grounded approaches to addressing practical issues in team staffing and composition in real-world contexts.

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

Gia Dirosa, George Mason University, Stephen J. Zaccaro, George Mason University, Kara L. Orvis, Aptima, Elizabeth A. Conjar, George Mason University, TeamBuilder: A System for Staffing High-Performing Teams

Gershon Weltman, Perceptronics Solutions, Inc., Marvin Cohen, Perceptronics Solutions, Inc., Amos Freedy, Perceptronics Solutions, Inc, Eduardo Salas, University of Central Florida, Milind Tambe, Perceptronics Solutions, Inc., Automated Team Composition System (ATCS)

Jamie S. Donsbach, Group for Organizational Effectiveness, Scott I. Tannenbaum, Group for Organizational Effectiveness, John E. Mathieu, University of Connecticut, George M. Alliger, Group for Organizational Effectiveness, Kimberly Metcalf, U.S. Army Research Institute, Team Optimization Profile System: A Practical Application of Team Composition

Richard J. Klimoski, George Mason University, Discussant

Submitter: Gerald Goodwin, jay.goodwin@us.army.mil


142. Symposium/Forum: 10:30 AM–11:50 AM  
Salon C

Organizational and Group Differences in Environmentally Responsible Employee Behaviors

Employee behaviors that contribute or detract from sustainability in organizations are the focus of this symposium. Much needed organizational-level taxonomic work, a large-scale study on the relations of sustainability with ethical climate perceptions, and work on group differences, specifically focusing on managerial level, age, and gender, will be presented.

Stephan Dilchert, Baruch College, Chair

Susan D’Mello, University of Minnesota, Rachael Klein, University of Minnesota, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Brenton Wiernik, University of Minnesota, Lauren Hill, University of Minnesota, Organizations Go Green: A Behaviorally Informed Taxonomy of Organizational Sustainability

Andrew Biga, Procter & Gamble, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Robert E. Gibby, Procter & Gamble, Ethical Climate Perceptions and Sustainability: An Individual-Level Analysis

Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Andrew Biga, Procter & Gamble, Robert E. Gibby, Procter & Gamble, Managerial-Level Differences in Ecofriendly Employee Behaviors

Brenton Wiernik, University of Minnesota , Lauren Hill, University of Minnesota, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Susan D’Mello, University of Minnesota, Rachael Klein, University of Minnesota, Youthful Waste Versus Older Inflexibility? Age Differences in Green Behavior

Rachael Klein, University of Minnesota, Susan D’Mello, University of Minnesota, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Brenton Wiernik, University of Minnesota, Lauren Hill, University of Minnesota, Gender Differences in Motivations Behind Environmental Behaviors

Chockalingam Viswesvaran, Florida International University, Discussant

Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
 


143. Panel Discussion: 10:30 AM–11:50 AM  
Salon D

New Haven Discrimination Case: What Does It Mean for Us?

The city of New Haven’s reverse discrimination case was especially unique. This panel will provide a multifaceted review of key aspects and consequences of the case. Topics include consideration of expert testimony, the future of affirmative action, equal protection versus disparate impact, and other implications for assessment and litigation.

Pamela J. Levine, PreVisor, Chair

Donald L. Zink, Personnel Management Decisions, Panelist

George C. Thornton, Colorado State University, Panelist

Ryan A. Ross, Hogan Assessment Systems, Panelist

Erika Hutt, PreVisor, Panelist

Submitter: Pamela Levine, plevine@previsor.com
 


144. Special Events: 10:30 AM–11:20 AM  
Salon E

Invited Speaker: Arnold Bakker, EAWOP President: Engaged Employees Create Their Own Great Place to Work

Employee engagement is a positive work-related state that is characterized by vigor, dedication, and absorption. The presentation integrates 10 years of research on engagement in an overall model of its causes and consequences. I will illustrate how engaged employees mobilize their own resources so that they stay engaged.

Arnold B. Bakker, Erasmus University, Rotterdam, Presenter

Submitter: Sara Weiner, Sara.Weiner@Kenexa.com
 


145. Special Events: 11:30 AM–12:20 PM  
208-209

Educating I-O Psychologists for Consulting and Business: A Skills-Based Perspective

SIOP’s mission includes supporting the education of I-O psychologists. In 2009, 419 SIOP members (faculty, students, practitioners, recent graduates) completed a survey regarding consulting and business skills as part of graduate training in I-O psychology. Findings and implications will be discussed.

Alexis A. Fink, Microsoft Corporation, Chair

Richard A. Guzzo, Mercer, Presenter

Seymour Adler, Aon Consulting, Presenter

Jennifer Z. Gillespie, Bowling Green State University, Presenter

Lee J. Konczak, Washington University, Presenter

Tatana M. Olson, United States Navy, Presenter

Margaret E. Beier, Rice University, Presenter

Marcus W. Dickson, Wayne State University, Presenter

Submitter: Alexis Fink, alexis.fink@microsoft.com


146. Interactive Posters: 11:30 AM–12:20 PM  
213-214

Burnout: Burn Baby Burn

Linda Shanock, University of North Carolina at Charlotte, Facilitator

146-1 Conservation of Resource Theory and Burnout: A Meta-Analysis

This study explored the conservation of resources theory (COR) and burnout using meta-analyses. Job demands, resources, and organization attitudes were significantly associated with burnout. In addition, emotional labor was found to moderate most relationships.

Gene Alarcon, Wright State University

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

146-2 Exploring the Relationship Between Burnout and Affective Personality

Positive and negative trait affectivity were both found to be significant correlates of emotional exhaustion. Positive affect was examined as a moderator of the relationship between negative affect and each of the 3 dimensions of burnout. The hypothesized moderation effect of positive affect fell short of statistical significance.

Shahnaz Aziz, East Carolina University

Kristin R. Sanderson, Florida International University

Submitter: Shahnaz Aziz, azizs@ecu.edu
 

146-3 An Examination of Burnout Over Time: Antecedents and Moderators

Job stressors and workplace social support variables were examined in relation to burnout over a 10-week employee-wellness walking group program. Results indicate that job control, overload, and individual perceptions of departmental climate were predictive of burnout over time. Age and gender were significant moderators of the social support-burnout relationship.

Jared A. LeDoux, Louisiana State University

Suzanne M. Booth, Louisiana State University

Russell A. Matthews, Louisiana State University

Submitter: Suzanne Booth, suzannembooth@gmail.com
 

146-4 Coping With Workplace Burnout: The Role of Political Skill

The moderating role of political skill in the relationship between coworker support and depersonalization among men and women was examined. As predicted, results indicate that men with higher political skill report experiencing less depersonalization when coworker support is low. Political skill did not moderate the coworker support-depersonalization relationship for women.

Taylor E. Sparks, University of Georgia

Hannah G. Burk, University of Georgia

Lillian T. Eby, University of Georgia

Submitter: Taylor Sparks, tsparks@uga.edu
 


147. Posters: 11:30 AM–12:20 PM  
Galleria

Job Analysis/Job Design/Competency Modeling & Job Performance/Citizenship Behavior & Performance Appraisal/Feedback/Performance Management

147-1 Discriminant Validity Concerns With the O*NET Holistic Rating Scales

We factor analyzed 4 O*NET surveys. Because each scale is meant to measure a distinct construct, evidence of discriminant validity would be seen in high-dimensionality solutions and low communalities. Results revealed the opposite. Although O*NET constructs may be conceptually distinct, raters are unable to make empirically distinct ratings of them.

Robert J. Harvey, Virginia Tech

Mark A. Wilson, NC State University

Submitter: Robert Harvey, rj@pstc.com
 

147-2 Work Design and Performance: Learning and Development as a Mediator

Past research has focused on motivational mechanisms linking work characteristics to outcomes. Yet, recent theory has suggested the importance of nonmotivational mechanisms. In a field study, we explore how learning and development mediates the relationship between task and social work characteristics and task performance and interpersonally oriented organizational citizenship behaviors.

Jillian L. Hmurovic, Michigan State University

Frederick P. Morgeson, Michigan State University

Jennifer D. Nahrgang, Arizona State University

Submitter: Jillian Hmurovic, hmurovic@msu.edu
 

147-3 Creative Job Analysis Techniques of Astronaut Using Archival Data

Job analysis techniques are well validated and widely used in organizations. This study aims to identify creative strategies to utilize archival datasets in order to analyze the job of an astronaut. Results will help identify gaps for future research to determine needs for other relevant competencies when considering long duration missions.

Kathryn Keeton, University of Houston

Holly Patterson, NASA

Lacey L. Schmidt, EASI/ Wyle Labs-NASA JSC

Kelley J. Slack, Wyle Life Sciences/LZ Technology, Inc.

Camille Shea, NASA/USRA

Submitter: Kathryn Keeton, KathrynEKeeton@gmail.com
 

147-4 An Empirical Test of Situational Strength’s Functional Mechanisms

This study tests the mechanisms through which situational strength is predicted to operate. Namely, it examines whether strong situations (a) restrict performance variability, (b) increase mean levels of performance and, ultimately, (c) attenuate relevant trait-outcome correlations. Results support this general mechanism and suggest areas for future theoretical development.

Irwin J. Jose, George Mason University

Rustin D. Meyer, Georgia Institute of Technology

Richard Hermida, George Mason University

Vivek Khare, George Mason University

Reeshad S. Dalal, George Mason University

Submitter: Rustin Meyer, rustin.meyer@psych.gatech.edu
 

147-5 Identification of Effective Behaviors of Reemployment Counselors: A Critical Incident Study

Using Flanagan’s critical incident technique (1954), we aimed to identify effective reemployment-counselor behaviors. Thirty-one interviews yielded 487 incidents, divided into 5 main categories and 33 subcategories. After establishing interrater reliability and content validity, these incidents were translated into a 156-item questionnaire.

Gera Noordzij, Erasmus University. Rotterdam

Edwin A. J. Van Hooft, University of Amsterdam

Heleen van Mierlo, Erasmus University Rotterdam

Marise Ph. Born, Erasmus University Rotterdam

Arjan Van Dam, Fidare

Submitter: Gera Noordzij, noordzij@fsw.eur.nl
 

147-6 Competency Modeling and Gender Perceptions in Managerial Positions

This study examined the occurrence of gender perceptions (masculinity/femininity, agency/communion) of managerial competencies and explored the potential affects of these perceptions on competency ratings and subsequent organizational decisions. Support was found for a subtle gender bias. All findings and their implications are discussed.

Lauren N. Robertson, University of Tulsa

Bradley J Brummel, University of Tulsa

Amy Nicole Salvaggio, University of New Haven

Submitter: Lauren Robertson, lnicolerob@gmail.com
 

147-7 A Combinatorial Method for Judging the Similarity of Jobs

At present, there are no professional standards or universally accepted guidelines for empirically determining when or how organizations should add, combine, delete, or split jobs. In this paper, we describe the development of a combinatorial method for human resource professionals to use in making these decisions.

Steven S. Russell, Personnel Decisions Research Institutes, Inc.

Michael T. Ford, University at Albany, SUNY

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

Christelle C. LaPolice, U.S. Securities and Exchange Commission

Kara R. Jeansonne, Personnel Decisions Research Institutes, Inc.

Submitter: Steven Russell, steven.russell@pdri.com
 

147-8 The Changing Nature of Job Characteristics: A Cross-Temporal Meta-Analysis

Cross-temporal meta-analysis was used to examine changes in job characteristics over the past 33 years. The results suggest that skill variety, feedback, and autonomy are significantly increasing, while task identity and significance have not increased significantly. Results controlling for objective sample characteristics and interactions with sample gender are also reported.

Lauren A. Wood, University of Georgia

Brian J. Hoffman, University of Georgia

Submitter: Lauren Wood, wood.lauren8@gmail.com
 

147-9 Interplay Among Core Self-Evaluation, Motivation Orientations, and Job Performance

This study was conducted to investigate core self-evaluations (CSE) and its relation to approach-avoidance motivation orientations. We also investigated whether these orientations mediate the relation between CSE and job satisfaction. Results indicate partial support for the mediating role of approach-avoidance mechanisms with respect to CSE.

James A. Tan, St. Cloud State University

Russell E. Johnson, University of South Florida

Lance Ferris, Singapore Management University

Christopher C. Rosen, University of Arkansas

Submitter: James Tan, jatan@stcloudstate.edu
 

147-10 A Multilevel Investigation of Overall Job Performance Ratings


Multilevel modeling was used to understand how supervisors assign overall job performance ratings. Results indicated a uniform relationship between task and overall performance ratings across supervisors but significant variability in the relationship between contextual and overall performance ratings. Employee and supervisor attributes were examined to explain this variability.

Emily C. Johnson, North Carolina State University

Adam W. Meade, North Carolina State University

Mark A. Wilson, North Carolina State University

Submitter: Adam Meade, awmeade@ncsu.edu
 

147-11 Interactive Effects of Regulatory Fit and Challenge-Hindrance Stressors on Performance

This study examined the moderating effect of work stressors on the relationship between employees’ regulatory focus and objective job performance. Using regulatory fit theory, we found that achieving a fit between employees’ regulatory focus and the existence of difference stressors positively impacts the relationship between regulatory focus and performance.

Suzanne J. Peterson, Arizona State University

Kristin Byron, Syracuse University

Zhen Zhang, Arizona State University

Submitter: Suzanne Peterson, suzanne.peterson@asu.edu
 

147-12 Proposing an Integrative Model of Task-Specific Performance

Although there have been some models and theories in the organizational sciences literature designed to predict performance more generally, there is a dearth of models designed to predict performance regarding a specific task. This paper will propose an integrative model of task-specific performance along with empirically testable research propositions.

Stephen D. Risavy, University of Guelph

Peter Hausdorf, University of Guelph

Submitter: Stephen Risavy, srisavy@uoguelph.ca
 

147-13 Developing a Model of First-Line Supervisor Performance

Although the multidimensional aspects of higher level managerial performance have received attention in the literature, little research has focused on lower level managers. Using published taxonomies and competency models from applied settings, a model of first-line supervisor performance was created; preliminary empirical evidence points to the potential utility of this model.

Ryan P. Robinson, Kronos Inc.

Aarti Shyamsunder, Infosys Leadership Institute

Submitter: Ryan Robinson, robinsry22@yahoo.com
 

147-14 Impact of HR Practices and Psychological Contracts on Perceived Performance

The moderational function of psychological contract fulfilment on the relationship between human resource practices—performance-related pay and training—and perceived performance was studied in 34 organizations across 3 sectors in 6 countries. Hierarchical linear modeling showed specific results with regard to the 510 permanent and 359 temporary employees.

Tabea E Scheel, University of Leipzig

Thomas Rigotti, University of Leipzig

Gisela Mohr, University of Leipzig

Submitter: Tabea Scheel, tscheel@uni-leipzig.de
 

147-15 Multiplex Ties and Job Performance: Beyond Instrumental and Friendship Networks

We examined the effect of multiplexity, the coexistence of functionally different social networks in the same relationship, on job performance. Results indicate that multiplexity explained variance in job performance beyond the effects of instrumental and friendship networks, and worked differentially through positive affect and exhaustion to affect this outcome.

Jessica Rae Methot, University of Florida

Jeffery A. LePine, University of Florida

Nathan P. Podsakoff, University of Arizona

Jessica L. Siegel, University of Arizona

Submitter: Jessica Siegel, jsiegel1@email.arizona.edu
 

147-16 Model of Dynamic Job Performance: Theoretical and Methodological Suggestions

This paper provides a holistic conceptual understanding of performance as a dynamic criterion. It presents an integrated model that facilitates the understanding of why and how performance changes over time. The paper also outlines some theoretical and practical issues that need to be addressed in future studies.

Ruchi Sinha, Michigan State University

Submitter: Ruchi Sinha, sinharuc@msu.edu
 

147-17 A Meta-Analytic Review of 25 Years of Feedback-Seeking Research

We conducted a meta-analysis of 57 empirical studies concerning feedback-seeking behavior. Our results identified the most meaningful predictors (e.g., transformational leadership) and outcomes (e.g., job satisfaction) of feedback seeking. Although inquiry and monitoring were strongly related, results showed that situational antecedents affected inquiry somewhat more strongly than monitoring.

Frederik Anseel, Ghent University

Adam Beatty, University of Minnesota

Winny Shen, University of Minnesota

Filip Lievens, Ghent University

Paul R. Sackett, University of Minnesota

Submitter: Frederik Anseel, Frederik.Anseel@ugent.be
 

147-18 Electronic Performance Monitoring and Performance: A Longitudinal Study

Using a unique longitudinal dataset of performance assessments obtained through electronic performance monitoring, this study observed that the shorter time lags between 2 performance assessments were related to better performance. Assessments of present performance evaluations were also biased in the direction of previous performance assessments indicating an assimilation effect.

Devasheesh Bhave, Concordia University

Miriam T. Nelson, Aon Consulting

Clifford R. Jay, Aon Consulting

Submitter: Devasheesh Bhave, dbhave@jmsb.concordia.ca
 

147-19 Antecedents and Outcomes of the Feedback Environment

This study examines antecedents and outcomes of the feedback environment. The results indicate that the learning culture of an organization and its support of performance management systems are contextual antecedents to the feedback environment. In addition, employee engagement and job satisfaction were positive outcomes of a favorable feedback environment.

Julie A. Schilligo, Express Scripts

Charlene Alayne Bogle, Florida Institute of Technology

Patrice Reid, Florida Institute of Technology

Iris Rivera, Consortium Research Fellows Program

Lisa A. Steelman, Florida Institute of Technology

Jaclyn P. Pittman, PreVisor

Submitter: Charlene Bogle, Jacab99@aol.com
 

147-20 The Complex Role of Rater Perceptual Self-Monitoring in Evaluating Performance

This study examined the moderating effects of rater self-monitoring on the relationships among task performance, contextual performance, and overall performance ratings. A statistically significant 3-way interaction was hypothesized and found between task performance, contextual performance, and rater perceptual self-monitoring that affected overall performance evaluations.

Jeffrey S. Conway, University of South Florida

John T. Hazer, IUPUI

Brittany N. Brown, IUPUI

Submitter: Jeffrey Conway, jconway@mail.usf.edu
 

147-21 Antecedents and Consequences of Feedback Orientation in Organizations

This paper reports the first empirical examination of an individual difference called feedback orientation. Results show that emotional intelligence and the organization’s feedback environment are antecedents of feedback orientation and that feedback orientation is indirectly related to performance and LMX ratings through increased feedback-seeking behavior.

Jason Dahling, The College of New Jersey

Samantha Le Chau, Novo Nordisk Inc.

Alison L. O’Malley, Butler University

Allison Reiter, The College of New Jersey

Katelyn Mazur, The College of New Jersey

Submitter: Jason Dahling, dahling@tcnj.edu
 

147-22 Judicial References to Performance Appraisal Evidence in Racial Discrimination Cases

Previous research supports that judicial ideology influences the concern for performance appraisal validity or fairness in age and gender discrimination cases. This study shows that ideology does not influence references to validity and fairness in race discrimination cases, and courts primarily rely on fairness criteria for race discrimination cases.

Kerrin E. George, University of Georgia

Priya Patel, University of Georgia

Brian J. Hoffman, University of Georgia

Submitter: Kerrin George, keg0813@uga.edu
 

147-23 A Multidimensional Measure of Feedback Acceptance

Previous research has established the importance of feedback acceptance, but the definition and measurement of the construct varies widely. We present and test a multidimensional measure of feedback acceptance containing 8 subscales. Confirmatory factor analysis supports the idea of feedback acceptance as a multidimensional construct.

Umamaheswari Kedharnath, Colorado State University

Lauren Duarte, Colorado State University

Alyssa M. Gibbons, Colorado State University

Submitter: Alyssa Gibbons, alyssa.gibbons@colostate.edu
 

147-24 An Equity-Based Approach to Rating Discrepancy

This study examined rating discrepancy from an equity-based perspective. After proposing rating discrepancy as an inequitable event occurring during performance appraisal, we tested whether there is an asymmetrical curvilinear relationship between rating discrepancy and employees’ appraisal reactions.

Won Jun Kwak, Purdue University

Christine Jackson, Purdue University

Stephen G. Green, Purdue University

Submitter: Won Jun Kwak, wkwak@purdue.edu
 

147-25 The Effect of Dynamic Performance Characteristics on Evaluative Judgments

Studies assessing the effect of dynamic performance characteristics (e.g., within-person variability and trends over time) on performance judgments and related attributions were reviewed. Results generally indicated that performance judgments are sensitive to the manner in which performance unfolds over time. Finally, several avenues for future
research are described.

Levi R. Nieminen, Wayne State University

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

147-26 The Social Context of Performance Appraisals and Employee Reactions

This paper develops a process model linking the social context of appraisal to employee reactions to appraisals using organizational justice theory. Key propositions of the model are tested using meta-analysis and meta-analytic structural equation modeling.

Shaun Pichler, California State University, Fullerton

Matt Pisczcek, Michigan State University

Arup Varma, Loyola University Chicago

Submitter: Shaun Pichler, spichler@fullerton.edu
 

147-27 Frame of Reference Training: An Updated Meta-Analysis

This meta-analysis updates Woehr and Huffcutt’s (1994) frame of reference (FOR) training meta-analysis and demonstrates that FOR training is an effective method of improving rating accuracy. However, not all measures of rating accuracy are equally improved by FOR training. The Theoretical and practical implications of this finding are discussed.

Sylvia G. Roch, University at Albany, SUNY

Vipanchi Mishra, University at Albany, SUNY

Urszula Kieszczynka, University at Albany, SUNY

David J. Woehr, University of Tennessee

Submitter: Sylvia Roch, roch@albany.edu
 

147-28 Enhancing Performance in Sports Teams With ProMES

Motivation is important to the success of organizations. ProMES was applied to a collegiate women’s basketball team. Results suggest that ProMES can successfully be implemented within a sports setting, and qualitative data suggest support for the system within the team. Theoretical contributions and future research ideas are discussed.

Colin Roth, University of Erlangen-Nuremberg

Daniel A. Schmerling, University of Central Florida

Nick C. Koenig, University of Central Florida

Brandon L. Young, University of Central Florida

Robert D. Pritchard, University of Central Florida

Submitter: Daniel Schmerling, dschmerl@gmail.com
 

147-29 Evaluating Dynamic Performance: A Field Replication and Extension

We found that mean-level past performance predicts performance ratings more strongly than past linear performance trends. Moreover, the effects of mean performance on current performance ratings are enhanced under 2 conditions: (a) when past performance variability is small and (b) when the linear trend of past performance is more positive.

Hock-Peng Sin, Michigan State University

Ted B. Kinney, Select International

Mei-Chuan Kung, Select International, Inc.

J. Adam Shoemaker, Verizon Wireless

Ashley G. Walvoord, Verizon Wireless

Submitter: Hock-Peng Sin, hpsin@bus.msu.edu
 

147-30 Meta-Analysis of the Influence of Rater Affect on Performance Ratings

This meta-analysis reviewed the relationship between rater affect (trait affect, state affect, and liking) and performance ratings. Results reveal (a) substantial overlap between liking and ratings, (b) objective performance accounts for part of this relationship, and (c) rater source and job complexity moderates the relationship between liking and performance ratings.

Ashley W. Sutton, University of Georgia

Sean Baldwin, University of Georgia

Lauren A. Wood, University of Georgia

Brian J. Hoffman, University of Georgia

Submitter: Ashley Sutton, awilliams384@gmail.com
 

147-31 Maximizing Controllability in Performance Measures

Performance measures that tap behaviors that are controllable by individuals being measured are important for an effective measurement system. We suggest ways of improving the controllability of measures and argue that it is generally quite feasible to improve the controllability of measures with these techniques.

Natalie Wright, University of Central Florida

Robert D. Pritchard, University of Central Florida

Harrie van Tuijl, Eindhoven University of Technology

Wendy Bedwell, University of Central Florida

Sallie J. Weaver, University of Central Florida/MedAxiom

Julia M. Fullick, University of Central Florida

Submitter: Natalie Wright, newright@gmail.com
 

147-32 Development of a Competency Model for Entry-Level Selection

We use personality to forecast performance in competencies critical for entry-level jobs. Using job analysis evidence and existing research, we identified competencies required for success in entry-level jobs and developed algorithms to predict performance. We present meta-analysis results validating the utility of these competency algorithms for selection into entry-level jobs.

Blaine H. Gaddis, Hogan Assessment Systems

Jeff Foster, Hogan Assessment Systems

Submitter: Blaine Gaddis, bgaddis@hoganassessments.com