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FRIDAY PM

148. Friday Seminars: 12:00 PM–3:00 PM  
201

At Odds Over Adverse Impact: Perils and Pitfalls in Statistical Reasoning Involving Discrimination

Earn 3 CE credits for attending. Preregistration required.

This seminar will focus on different methods for calculating adverse impact. Each method will be examined from 3 perspectives: the plaintiff, the defendant, and the statistician. We will discuss the pros and cons of each method regarding its validity and interpretability and how its results play out in the courtroom.

Dennis Doverspike, University of Akron, Presenter

Scott B. Morris, Illinois Institute of Technology, Presenter

David J. Snyder, APT, Inc., Presenter

Christina Norris-Watts, APT, Inc, Coordinator

Submitter: Christina Norris-Watts, cwatts@appliedpsych.com
 


149. Friday Seminars: 12:00 PM–3:00 PM  
202

Self-Regulation in Work: The Why, Where, and How of Motivation

Earn 3 CE credits for attending. Preregistration required.

This seminar will review the field of self-regulation in work psychology and discuss implications for human resource management and worker well-being. Specifically, we will discuss: (a) what and why individuals self-regulate, (b) when and where individuals engage in self-regulation, and (c) the mechanisms by which individuals regulate their effort.

Ruth Kanfer, Georgia Institute of Technology, Presenter

Gilad Chen, University of Maryland, Presenter

Russell E. Johnson, University of South Florida, Coordinator

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


150. Roundtable Discussion/Conversation Hour: 12:00 PM–1:20 PM  
203

Furthering LGBT Leadership and Employee Resource Group Development

This roundtable invites researchers and practitioners to discuss what organizations do, and could do, to support development and retention of LGBT leaders and employees, and employee resource groups. The discussion is informed by research based on interviews with LGBT executives, a survey developed with Out & Equal, and workshops.

Steve Salee, Wildfire Strategies, Host

Lyne Desormeaux, Desormeaux Leadership Consulting, LLC, Host

Patrick Vitale, AAA Northern California, Nevada, and Utah, Host

Submitter: Lyne Desormeaux, lyne@desormeauxconsulting.com
 


151. Master Tutorial: 12:00 PM–12:50 PM  
204

Using Surface Response Graphs to Visualize Interactions in Multidimensional Data

Earn 1 CE credit for attending

Surface response graphs are used to visualize the density and curvature of 3 interacting variables. This tutorial describes a convention for structuring surface response graphs to facilitate interpretation of curvature and nonlinear interactions between independent variables in relation to a dependent variable of interest.

David J. Scarborough, Kronos, Inc./Black Hills State University, Presenter

Mark J. Somers, New Jersey Institute of Technology/Rutgers-Newark, Presenter

Submitter: David Scarborough, david.scarborough@kronos.com
 


152. Community of Interest: 12:00 PM–1:20 PM  
205

Technology in the Workplace

Jeffrey M. Stanton, Syracuse University, Host

Daniel V. Lezotte, APT, Inc., Host

Laurel A. McNall, SUNY Brockport, Coordinator
 


153. Symposium/Forum: 12:00 PM–1:50 PM  
206-207

Earth and I-O: Implications for a Sustainable Workforce

This symposium will address the need for interdisciplinary research and evidence of organization-level benefits for going green. Furthermore, positive and negative workplace behaviors are discussed as well as the methods to implement necessary change. Finally, implications of sustainable workplace behaviors are discussed within the context of work–family facilitation.

Adriane M. Sanders, University of Memphis, Co-Chair

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

Ron Chandler, University of South Florida, Scott A. Davies, Walden University, I-O: Translating Sustainability Into the Language of the Workplace

Adriane M. Sanders, University of Memphis, Ronald S. Landis, University of Memphis, Can “Going Green” Seal the Deal for Organizational Recruits?

Brenton Wiernik, University of Minnesota, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Lauren Hill, University of Minnesota, Susan D’Mello, University of Minnesota, Rachael Klein, University of Minnesota, Understanding Environmentally
Unfriendly Behaviors of Employees

Jacob W. Forsman, University of St. Thomas, Elise L. Amel, University of St. Thomas, Christie M. Manning, Macalester College, Britain A. Scott, University of St. Thomas, Applying the Transtheoretical Model of Change to Sustainable Work Behaviors

Elise L. Amel, University of St. Thomas, Christie M. Manning, Macalester College, Jacob W. Forsman, University of St. Thomas, Britain A. Scott, University of St. Thomas, Goal Specificity and Acceptance in the Context of Environmental Sustainability

Ann H. Huffman, Northern Arizona University, Jaime B. Henning, Eastern Kentucky University, Work–Family Facilitation: Work as a Pro-Environmental Agent

Scott A. Davies, Walden University, Discussant

Submitter: Adriane Sanders, afertitt@memphis.edu
 


154. Symposium/Forum: 12:00 PM–1:50 PM  
210-211

Rethinking Role Breadth: Relationships to Antecedents and Outcomes

Research on role breadth, a relatively new construct in the literature, has been increasing in recent years. Past research has focused on antecedents to role breadth, as well as relationships to prosocial behavior. The purpose of this symposium is to present new empirical work and highlight directions for future research.

Diane M. Bergeron, Case Western Reserve University, Chair

Garima Sharma, Case Western Reserve University, Co-Chair

Matthias Spitzmuller, Michigan State University, Frederick P. Morgeson, Michigan State
University, Jennifer D. Nahrgang, Arizona State University, Understanding the Antecedents and Consequences of Role Breadth Self-Efficacy

Wan Yan, University of Missouri, Columbia, Daniel B. Turban, University of Missouri, Eudaimonic Orientation and Broad Role Definition: Pursuing the Best Self

Olga L. Clark, University of Hartford, Predictors of OCB-Specific Role Definition
Erich C. Dierdorff, DePaul University, Robert S. Rubin, DePaul University, Daniel G. Bachrach, University of Alabama, Expanding the Breadth of Role Breadth: Expectations and Citizenship Behavior

Uta K. Bindl, Institute of Work Psychology, Heather Vough, McGill University, Sharon Parker, University of Sheffield, Profiles of Proactivity: When Role Breadth Activates Action at Work

Diane M. Bergeron, Case Western Reserve University, Garima Sharma, Case Western Reserve University, Reconsidering Role Breadth: Conceptualization, Measurement, and Relationship to Outcomes

Daniel J. McAllister, National University of Singapore, Discussant

Submitter: Diane Bergeron, diane.bergeron@case.edu


155. Symposium/Forum: 12:00 PM–1:50 PM  
212

Transfer of Training: New Findings and New Directions

This symposium examines what we currently know about the impact of various factors on transfer. In addition, empirical studies on the impact of posttraining interventions, the personalization process of trainees, and transfer measurement and validity issues provide new directions for transfer research.

J. Kevin Ford, Michigan State University, Chair

Brian D. Blume, University of Michigan, Flint, Co-Chair

Brian D. Blume, University of Michigan, Flint, Jason L. Huang, Michigan State University, J. Kevin Ford, Michigan State University, Timothy T. Baldwin, Indiana University, Transfer of Training: A Meta-Analytic Review

Bruce Tracey, Cornell University, Michael J. Tews, Cornell University, Individual Transfer Strategies and Training Climate on Posttraining Skill Performance

Abigail Billington, Michigan State University, J. Kevin Ford, Michigan State University, Steve Yelon, Michigan State University, The Decision to Transfer: Examining Trainee Perceptions, Intentions, and Transfer

Dan S. Chiaburu, Texas A&M University, Katina Sawyer, Pennsylvannia State University, Christian Thoroughgood, Pennsylvania State University, Transferring More Than Learned in Training? Estimation of Untrained Content

Kurt Kraiger, Colorado State University, Discussant

Submitter: J. Kevin Ford, FordJK@msu.edu
 


156. Symposium/Forum: 12:00 PM–1:20 PM  
Crystal Ballroom A/F

Applying Six Sigma for Building World-Class Selection Programs

Six Sigma principles have been adopted by many HR departments in recent years. Given their scientific background and statistical training, I-O practitioners can easily learn these principles and incorporate them into their work. Discussion will focus on using 6 Sigma to design and deliver world-class selection programs.

Jennifer R. Burnett, Bank of America, Chair

Daniel Fontaine, Bank of America, Rebecca H. Bryant, Bank of America, Integrating
Selection Projects Into Corporate Initiatives Through Six Sigma Methodologies


Ben Yoder, Value Creation Institute, Applying Six Sigma: A Match Made in Corporate Heaven

Greg F. Schmidt, Bank of America, John H. Golden, Bank of America, Technological
Innovations in Employment Interview Design and Administration

David Morris, Sempra, Implementing Selection in an Existing Lean Environment

Submitter: Greg Schmidt, gfschmid@mail.usf.edu
 


157. Symposium/Forum: 12:00 PM–1:50 PM  
Crystal Ballroom B/E

Workplace Incivility and Support: Broadening Our Perspective on Targets

Interpersonal treatment at work, including incivility and support, is an increasingly important topic of research due to its significant effects on employee well-being. This symposium broadens theoretical models of both incivility and social support by elucidating factors that affect victims’ positive and negative outcomes following these experiences.

Dana B. Kabat, University of Michigan, Co-Chair

Lisa Marchiondo, University of Michigan, Co-Chair

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

Alex Milam, University of Houston, Coralia Sulea, West University of Timisoara, Effects of Personality on Relations Between Well-Being and Interpersonal Treatment

Lindsay E. Sears, Clemson University, David Cadiz, Portland State University, Robert R. Wright, Portland State University, Robert R. Sinclair, Clemson University, Cynthia D. Mohr, Portland State University, Incivility Versus Support: What Matters Most?

Timothy J. Bauerle, University of Connecticut, Vicki J. Magley, University of Connecticut, Organizational Resources and Civility Norms as Predictors of Workplace Incivility

Lisa Marchiondo, University of Michigan, Lilia M. Cortina, University of Michigan, What Were They Thinking? Subjective Appraisal and Workplace Incivility

Julian I. Barling, Queen’s University, Discussant

Submitter: Dana Kabat, dkabat@umich.edu
 


158. Symposium/Forum: 12:00 PM–1:20 PM  
Crystal Ballroom C/D

Beneficial Forms of Social Support and Implications for Employee Well-Being

This session reports on the results of cross-sectional, longitudinal, and meta-analytic studies linking types of workplace social support to multiple indicators of employee health and well-being. Results point to the influence of general and specifically targeted support on physical and psychological health, health behavior, and work–family issues.

Michael T. Ford, University at Albany, SUNY, Co-Chair

Liu-Qin Yang, Portland State University,Co-Chair

Liu-Qin Yang, Portland State University, Paul E. Spector, University of South Florida, Chu-Hsiang Chang, University of South Florida, Positive and Negative Social Exchanges and Nurses’ Well-Being

Chu-Hsiang Chang, University of South Florida, Erin Eatough, University of South Florida, Danesh Jaiprashad, University of South Florida, Employee Musculoskeletal Symptoms and Treatment Seeking: Workplace Support as Moderators

Michael T. Ford, University at Albany, SUNY, A Three-Wave Study of Social Support and Employee Well-Being

Ellen E. Kossek, Michigan State University, Shaun Pichler, California State University, Fullerton, Todd Bodner, Portland State University, Leslie B. Hammer, Portland State University, A Meta-Analytic Comparison of General and Family-Specific Support

Robert R. Sinclair, Clemson University, Discussant

Submitter: Michael Ford, mford@albany.edu
 


159. Symposium/Forum: 12:00 PM–1:20 PM  
Grand Ballroom B

Cognitive Ability Testing: Exploring New Models, Methods, and Statistical Techniques

Cognitive ability measures demonstrate predictive validity in personnel selection, but the typical finding of adverse impact has had a chilling effect on cognitive ability research conducted by I-O psychologists. To renew interest in this type of research, we present new models, methods, and statistical techniques for measuring cognitive ability.

Cheryl J. Paullin, HumRRO, Chair

Ken Yusko, Marymount University, Harold W. Goldstein, Baruch College, CUNY, Lorren O. Oliver, PBJC, Paul J. Hanges, University of Maryland, Cognitive Ability Testing With Reduced Adverse Impact: Controlling for Knowledge

Cheryl J. Paullin, HumRRO, Dan J. Putka, HumRRO, Suzanne Tsacoumis, HumRRO, Magda Colberg, Logos Corp., Using a Logic-Based Measurement Approach to Measure Cognitive Ability

Jennifer Hurd, Federal Bureau of Investigation, Michelle Dennis, Federal Bureau of Investigation, Cognitive Ability and Expanding the Criterion Domain

Rachel G. Pascall-Gonzalez, Baruch College, CUNY, Charles A. Scherbaum, Baruch College, CUNY, Jennifer Ferreter, Baruch College, CUNY, Juliya Golubovich, Michigan State University, Examining Subgroup Differences on Cognitive Tests Using Mixed-Measurement IRT Models

Paul R. Sackett, University of Minnesota, Discussant

Submitter: Cheryl Paullin, cpaullin@humrro.org
 


160. Panel Discussion: 12:00 PM–1:20 PM  
Grand Ballroom C

Interdisciplinary Research: Challenges and Solutions

Interdisciplinary research provides inspirational perspectives to I-O psychologists, but it is also associated with challenges. This panel will provide an overview of these pitfalls and practical strategies for navigating them. Topics will include integrating research vernaculars and divergent goals, resolving conflict within teams, and challenging disciplines’ standard values and methods.

Michele J. Gelfand, University of Maryland, Co-Chair

Elizabeth D. Salmon, University of Maryland, Co-Chair

Allison Abbe, U.S. Army Research Institute for the Behavioral and Social Sciences, Panelist

C. Shawn Burke, University of Central Florida, Panelist

Michael Frese, University of Singapore, Panelist

Ashley Fulmer, University of Maryland, Panelist

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

Daniel R. Ilgen, Michigan State University, Panelist

Katherine J. Klein, University of Pennsylvania, Panelist

Laura Elizabeth Severance, University of Maryland, Panelist

Submitter: Elizabeth Salmon, esalmon@psyc.umd.edu
 


161. Panel Discussion: 12:00 PM–1:20 PM  
Salon A

Implementing HR Solutions—How Can We Improve?

Implementing HR solutions can be challenging, and I-O psychologists receive limited training on how to implement. In this panel discussion, we will discuss the barriers to HR solution implementation and how to improve implementation practices. We will also offer questions and suggestions for future research in this area.

Van M. Latham, PathPoint Consulting, Chair

Scott L. Martin, Zayed University, Panelist

Belinda G. Hyde, Celanese, Panelist

Mark H. Ludwick, Wachovia Corporation, Panelist

Don C. Allen, AutoTrader.com, Panelist

Seth Kamen, CVS Caremark, Panelist

Submitter: Van Latham, Vlatham@pathpointconsulting.com
 


162. Panel Discussion: 12:00 PM–1:20 PM  
Salon B

Forging the Way Forward for Team Mental-Model Research

2010 marks the 20th anniversary of the SIOP conference presentation that introduced team mental models (TMMs) to the I-O field (Cannon-Bowers & Salas, 1990). This commemorative panel will assess the state of TMM research to date and discuss directions for future research. Construct validity and methodological issues will be addressed.

Leslie A. DeChurch, University of Central Florida, Chair

Susan Mohammed, Pennsylvania State University, Co-Chair

Eduardo Salas, University of Central Florida, Panelist

Steve W. J. Kozlowski, Michigan State University, Panelist

John E. Mathieu, University of Connecticut, Panelist

Joan R. Rentsch, University of Tennessee, Panelist

Kimberly A. Smith-Jentsch, University of Central Florida, Panelist

Submitter: Leslie DeChurch, lesliedechurch@gmail.com
 


163. Debate: 12:00 PM–1:20 PM  
Salon C

Identified Employee Surveys: Pros, Cons, What We Know/Don’t Know

An emerging issue with employee opinion surveys is the use of identifying information about survey respondents. Identified surveys are useful (e.g., linkage research) but raise many questions (e.g., response behavior, confidentiality). The panelists will debate/discuss pros, cons, and current knowledge as researchers and practitioners about the use of identified surveys.

Lise M. Saari, New York University, Moderator

Jeremy F. Dawson, Aston University, Presenter

Shawn Del Duco, Microsoft Corp, Presenter

Jerry Halamaj, Independent Consultant, Presenter

Karen B. Paul, 3M, Presenter

Charles A. Scherbaum, Baruch College, CUNY, Presenter

Submitter: Lise Saari, lise.saari@nyu.edu
 


164. Panel Discussion: 12:00 PM–1:20 PM  
Salon D
Seeing Around Corners: Best Practices in Executive Coaching

Executive coaching continues to gain in popularity as a service for organizations looking to develop leaders, yet much remains unknown about how coaching is practiced, what are appropriate credentials, and key components to ensure success. Four seasoned coaches will discuss these and other issues in an interactive panel discussion.

Barbara Reilly, Georgia State University, Chair

Robert Turknett, Turknett Leadership Group, Panelist

Karen Steadman, Leadership Futures, Panelist

Michael H. Frisch, Self-employed, Panelist

William H. Berman, Berman Leadership Development, Panelist

Submitter: Randall Lucius, rlucius@turknett.com
 


165. Symposium/Forum: 12:00 PM–1:50 PM  
Salon E
New Directions for Studying Individual Differences in Affect

This symposium presents a series of studies using novel ways of conceptualizing and measuring individual differences in affect. The studies in this session move beyond the assessment of average levels of affect to examining affective presence and affective variability as key individual differences.

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

Megan Chandler, University of Akron, Co-Chair

Noah Eisenkraft, University of Pennsylvania, Hillary A. Elfenbein, Washington University in St. Louis, Evidence for Individual Differences in Affective Presence

Megan Chandler, University of Akron, James M. Diefendorff, University of Akron, Jane Yang, City University of Hong Kong, Relations of Core Affect Variability With Job Perceptions and Attitudes

Louma Ghandour, Rice University, Daniel J. Beal, Rice University, Affective Dynamics at Work

Daniel J. Beal, Rice University, John P. Trougakos, University of Toronto, Reeshad S. Dalal,
George Mason University, Howard M. Weiss, Purdue University, Affect Spin Predicting
Strength of Daily and Episodic Stressor-Strain Processes

Theresa M. Glomb, University of Minnesota, Discussant

Submitter: Megan Chandler, mmc43@zips.uakron.edu
 


166. Posters: 12:30 PM–1:20 PM  
Galleria

Staffing (e.g., recruitment, applicant reactions, selection system design, succession planning, workforce planning)

166-1 Selection in Teams: Examining Knowledge, Personality, and Cognitive Ability

Two studies were conducted to examine the inputs and processes that contribute to team performance. Team role knowledge, teamwork knowledge, Agreeableness, Conscientiousness, and cognitive ability were identified as key individual differences of successful team members. In addition, team effort, performance strategies, and team-member exchange were explored as key meditational mechanisms.

Elizabeth Karam, Michigan State University

Frederick P. Morgeson, Michigan State University

Matthew C. Reeder, Michigan State University

Submitter: Elizabeth Karam, lizkaram@msu.edu
 

166-2 Legal Risk in Selection: An Analysis of Processes and Tools

The diversity-validity dilemma highlights the challenge of creating psychometrically valid selection devices while avoiding adverse impact and subsequent legal challenges. This paper reviews 10 years of employment litigation to illuminate the most legally dangerous selection devices and employment practices.

Kate Williams, Clemson University

Submitter: Kate Williams, kwill@clemson.edu
 

166-3 Developing g-Loaded Selection Tests Without Adverse Impact

Individual job knowledge items that were both valid and had little adverse impact were used to develop selection tests. The tests were nearly as valid as those chosen based on validity and had considerably reduced adverse impact—nonsignificant in 2 separate banks of questions.

Michael Biderman, University of Tennessee-Chattanooga

Bart L. Weathington, University of Tennessee at Chattanooga

Submitter: Michael Biderman, Michael-Biderman@utc.edu
 

166-4 Development and Validation of a Selection Tool That Predicts Engagement

This poster describes the development of a short selection test designed to measure a job applicant’s potential to impact engagement of others in the work environment. It also presents initial findings regarding the validity and utility of test scores.

Yongwei Yang, Gallup

Joe Streur, Gallup

Sangeeta Badal, Gallup

James K. Harter, Gallup

Nikki Blacksmith, Gallup

Paula Walker, Gallup

Submitter: Nikki Blacksmith, nikki_blacksmith@gallup.com
 

166-5 Applicant Withdrawal: The Effect of Accessibility on Reason for Withdrawal

This study investigated self-selection out prior to selection testing and the effect of facility accessibility on applicant withdrawal. A survey of withdrawn applicants indicated applicants who do withdraw from the selection process do so not because of a negative evaluation of organization but because they are obstructed by some problem.

Meagan E. Brock, University of Oklahoma

Tom Zeni, University of Oklahoma

Michael R. Buckley, University of Oklahoma

Submitter: Meagan Brock, mbrock@psychology.ou.edu
 

166-6 Development of a Classification Method for Advanced Aircraft Training

To streamline training and reduce costs, the possibility of developing a classification system for assigning aviator trainees to advanced aircraft training was explored. A battery of diverse measures, including psychomotor skills, mechanical ability, and personality traits, successfully classified experienced pilots of different types of aircraft better than chance assignment.

Kenneth T. Bruskiewicz, Personnel Decisions Research Institutes

Sarah A. Hezlett, Personnel Decisions Research Institutes

Lawrence C. Katz, USARI RWARU

Janis S. Houston, Personnel Decisions Research Institutes

Submitter: Kenneth Bruskiewicz, ken.bruskiewicz@pdri.com
 

166-7 Attracting Racioethnic Minorities: A Social Cognitive Perspective

This study was designed to test a theory-based technique for enhancing racioethnic minority applicant’s self-efficacy and organizational attraction and intentions to pursue an organization during the recruitment process. Results of an experiment supported the hypothesized effects of a manipulation involving 4 contributors to self-efficacy.

DeMarcus A. Pegues, University of Tennessee at Chattanooga

Christopher J. L. Cunningham, University of Tennessee at Chattanooga

Submitter: Christopher Cunningham, cjlcunningham@gmail.com
 

166-8 Hiring Discrimination Against Arabs: Skin Tone and Job Type Matter

Highly identified Arab applicants (by name/skin tone) might experience most hiring discrimination when applying for front-office positions. A field experiment among 424 HR professionals showed moderating effects of job status: Applicants with a dark skin tone received the lowest ratings, except when screened for front-office/higher status job positions. This is explained by attribution theory.

Eva Derous, Ghent University

Roland Pepermans, Vrije Universiteit Brussel

Julie De Greef, Vrije Universiteit Brussel

Liesbeth Van Den Mosselaer, Vrije Universiteit Brussel

Submitter: Eva Derous, derous@fsw.eur.nl
 

166-9 Generation Y Hide Your Secrets? The E.Impression and Interview Ratings

E-Impressions are formed based on online information (i.e., Facebook) and were examined here in a selection context. Candidates with negative e-impressions were evaluated less favorably before the interview and had less of a chance of being pursued for the job than those with positive or private e-impressions.

Katherine K. Hanley, Booz Allen Hamilton

Angela M. Farabee, University of Missouri-St Louis

Therese H. Macan, University of Missouri-St Louis

Submitter: Angela Farabee, AngelaFarabee@umsl.edu
 

166-10 Implicit Beliefs and the Research—Practice Gap in Employee Selection

This survey of university faculty showed that intuitive selection procedures were used more and were generally seen as more valid than analytical procedures. The use of both procedures was predicted by their perceived validity, and there was some evidence that perceived validity was predicted by implicit beliefs about hiring.

Laura C. Foster, University of Northern Iowa

Adam B. Butler, University of Northern Iowa

Submitter: Laura Foster, lauracfoster@gmail.com
 

166-11 Toward a New Model of Interviewer Decision Making

This paper proposes a theoretical model of interviewer decision making that accounts for the potential influence of applicant self-presentation tactics. Applicant self-presentations influence the interviewer’s perception of accurate information, which in turn impacts the interviewer’s assessment of applicant fit.

Brad Harris, Texas A&M University

Adam C. Stoverink, Texas A&M University

Brian W. Swider, Texas A&M University

Murray R. Barrick, Texas A&M University

Submitter: Brad Harris, tharris@mays.tamu.edu
 

166-12 Examination of the Time-Lag Effect Between Organizational Commitment and Turnover

This study examined how time moderated the relationship between organizational commitment (affective and continuance), intentions, and reenlistment behavior in a U.S. Navy sample. The results indicated that continuance commitment may play a stronger role in the prediction of reenlistment and retention than previously documented.

William Lancaster, University of Memphis

David L. Alderton, Navy Personnel Research, Studies, and Technology

Ronald S. Landis, University of Memphis

Submitter: William Lancaster, wlancaster@gmail.com
 

166-13 Strategic Recruitment Using Marketing and Vocational Behavior Theory

Reaching out to potential applicants for recruitment is of growing importance to organizational strategy. Borrowing a methodology from marketing, we illustrate how HR managers could identify and locate potential, high-quality applicants for recruitment. How marketing linked to vocational behavior theory can inform recruitment practice, along with its limitations, is discussed.

Joseph Luchman, Fors Marsh Group/George Mason University

Jennifer L. Gibson, Fors Marsh Group

Brian K. Griepentrog, Fors Marsh Group

Sean Marsh, Fors Marsh Group

Submitter: Joseph Luchman, jluchman@gmu.edu
 

166-14 Investigating Determinants of Fairness Reactions to Selection Criteria

The perceived fairness of 6 graduate school selection criteria were related to perceived performance and, for some criteria, self-deception-enhancement, self-efficacy, and achievement striving. Changes in perceptions after a “job description” of a graduate student and validity information were investigated. Participants’ performance on a hypothetical admission test also influenced fairness reactions.

Sarah Niehorster, SUNY Albany

Marcus Crede, SUNY Albany

Submitter: Sarah Niehorster, sniehorster@gmail.com
 

166-15 Resumé Screening: A Policy-Capturing Study of Recruiter Judgments

We examine the extent to which recruiters have identifiable policies when evaluating the resumés of actual job applicants. In addition, we examine whether recruiters have self-insight into these judgments of applicant suitability. Our results indicate that these judgments are unreliable and idiosyncratic.

Melinda Seibert, Aptima, Inc.

Kate Williams, Clemson University

Patrick H. Raymark, Clemson University

Submitter: Patrick Raymark, praymar@clemson.edu
 

166-16 Does an Economic Recession Affect Personality and Cognitive Ability Scores?

The purpose of this study was to examine the effects of an economic recession on personality and cognitive ability scores in 2 samples of U.S. bank employees. Results found slightly higher means, similar internal consistency reliabilities, and higher covariances (for the personality scales only) in the in-situ recessionary sample.

Chet Robie, Wilfrid Laurier University

Tammy Emmons, PreVisor

Kathleen A. Tuzinski, PreVisor

Tracy Kantrowitz, PreVisor

Submitter: Chet Robie, crobie@wlu.ca
 

166-17 Appropriate Input Estimates in Personnel Selection Simulations

Simulations based on meta-analytic matrices are fairly common in selection research. Yet the values chosen for the input matrices could be problematic. We investigate how common problems might underestimate both validity and adverse impact. We suggest practices to solve such problems and provide better information to managers.

Philip L. Roth, Clemson University

Fred S. Switzer, Clemson University

Kirsten L. Purvis, Cornell University

Chad H. Van Iddekinge, Florida State University

Submitter: Philip Roth, rothp@clemson.edu
 

166-18 The Role of Anticipated Organizational Support in Applicant Reactions

This field study extended applicant reaction theory by incorporating perceptions of anticipated organizational support (AOS) into the organizational justice-reaction relationship. Results suggest that AOS mediated 2 justice-applicant reaction relationships in a sample of 190 college-recruit first-round interviewees. Conclusions imply that applicants desire information signaling organizational support during selection processes.

Robert W. Stewart, University of Houston

Cyrus Mirza, University of Houston

James E. Campion, University of Houston

Submitter: Robert Stewart, rwstew@gmail.com
 

166-19 Establishing Minimum Qualifications Using Multiple Lines of Validation Evidence

In this study, we established minimum education and experience requirements for deputies promoting to sergeant using multiple lines of evidence. We utilized a content validation method developed by Levine, May, Ulm, and Gordon (1997); modified by Buster, Roth, and Bobko (2005); and incorporated refinements and simplifications of our own.

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

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

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

Carlos Valle, Los Angeles County Sheriff’s Department

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

166-20 Job Advertisements: Combined Influence of Central and Peripheral Processing

Marketing students as qualified potential applicants were exposed to job ads for marketing entry positions. Results supported the elaboration-likelihood-model combined-influence hypothesis: Participants’ job attitude and intention to apply were strongly influenced by centrally processed message arguments and additionally by pictures as peripheral cues.

Klaus J. Templer, Nanyang Technological University

Submitter: Klaus Templer, akjtempler@ntu.edu.sg
 

166-21 E-Screening: The Consequences of Using “Smileys” When E-Mailing Prospective Employers

This study examines perceptions of applicants who use “smileys.” Using smileys evokes feminine stereotypes (e.g., warmth), which comes at a cost. When applying for male-gender-typed jobs, applicants using smileys are perceived to be lower in competence and agentic behaviors (e.g., independence). This reduces starting pay rates for applicants using smileys.

Lori Foster Thompson, North Carolina State University

Alexandra K. Mullins, North Carolina State University

J. Brian Robinson, George Mason University

Jamin Halberstadt, University of Otago

Submitter: Lori Foster Thompson, lfthompson@ncsu.edu
 

166-22 The Effects of Video and Paper Resumés on Candidate Evaluation

The effect of resumé format on candidate evaluation and resumé outcomes was examined. Stimulus job candidates were rated less positively when evaluated from video compared to paper resumés. Social skills completely mediated the relationship between resumé format and outcomes. Conscientiousness predicted outcomes, although resumé format did not affect Conscientiousness.

Marie Waung, University of Michigan-Dearborn

Robert Hymes, University of Michigan-Dearborn

Joy Beatty, University of Michigan-Dearborn

Submitter: Marie Waung, mwaung@umd.u

166-23 Getting the “Brain” Firing: Cultures of Genius and Talent Management

Talent management strategies are typically, or at least ideally, driven by business strategy. Extrapolating theory and research on implicit theories of intelligence to the group level, we argue that whether organizational cultures most extol human genius or growth can shape recruitment, selection, development, appraisal, and retention talent management initiatives.

Peter A. Heslin, Southern Methodist University

Submitter: Peter Heslin, heslin@cox.smu.edu
 


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

Evolution and the Problem With Modern Leadership

Today’s headlines, blogs, and newsfeeds are replete with examples of leadership gone wrong. We will analyze the current leadership crisis in terms of the evolutionary origins and functions of leadership. Getting back to basics can better define the problem and suggest solutions for dealing with all this monkey business.

Robert B. Kaiser, Kaplan DeVries Inc., Chair

Nigel Nicholson, London Business School, The Adaptive Challenge of Leadership

Robert T. Hogan, Hogan Assessment Systems, Putting Leadership in (Evolutionary) Context

Dave Winsborough, Winsborough Ltd., What Followers Want: Leadership Considered From Below and Long Ago

Robert B. Kaiser, Kaplan DeVries Inc., Right or Responsibility? The Costs of Real Leadership

Richard D. Arvey, National University of Singapore, Discussant

Submitter: Robert Kaiser, rkaiser@kaplandevries.com


168. Symposium/Forum: 1:00 PM–2:20 PM  
204

Defining Quality Hires: Evaluating Talent to Maximize Business Results

This practioners’ forum describes 4 different ongoing analyses of applicant or employee quality. Methods used to both define and evaluate quality will be discussed. In addition, the expanding role of I-O psychologists in guiding recruiters and staffers to high-quality candidates will be highlighted.

Amy C. Hirsch, Verizon, Chair

Jessica Osedach, Verizon, Co-Chair

Jessica Osedach, Verizon, Larisa Belau, DePaul University, David S. Gill, Verizon, Evaluating and Influencing the Effectiveness of Recruiting and Staffing Practices

Ashley G. Walvoord, Verizon Wireless, The Quality of Hire Picasso: Designing Evaluations in Your Organization

Ash K. Buonasera, Marriott International, Inc., Richard T. Cober, Marriott International, Inc., Adam B. Malamut, Marriott International, Inc., Understanding the Impact of Talent Management Programs at Marriott

Christine E. Corbet, Aon Consulting, Quality Employees: Using Metrics to Motivate and Improve

Submitter: Larisa Belau, larisabelau@gmail.com
 


169. Special Events: 1:00 PM–1:50 PM  
208-209

Supporting Practitioners and Those They Serve

The SIOP Practitioner Survey identified a variety of needs and interests among practitioners. This session describes several initiatives that SIOP is supporting to address the needs of practitioners and those they serve. Details about a new SIOP practitioner mentoring program, the SIOP-SHRM “Science for HR” initiative, and other SIOP efforts related to the Practitioner Survey will be discussed.

Joan P. Brannick, Brannick HR Connections, Moderator

Richard T. Cober, Marriott International, Presenter

Mark L. Poteet, Organizational Research & Solutions, Inc., Presenter

Nancy T. Tippins, Valtera, Presenter

Submitter: Joan Brannick, joan@brannickhr.com
 


170. Interactive Posters: 1:00 PM–1:50 PM  
213-214

IRT/DIF: LOL

Steve Stark, University of South Florida, Facilitator
 

170-1 Differential Item Functioning: Effects of Group Membership and Bias Correspondence

This paper examined how categories of group membership and how multiple group membership influenced DIF results. We found less similarity among items that were biased by race than age. 18% of items were biased by both sex and age, and 14% by race and age.

Stephen M. Colarelli, Central Michigan University

Chulguen Yang, Central Michigan University

Kyunghee Han, Central Michigan University

Submitter: Geeta D’Souza, geeta_dsouza@hotmail.com
 

170-2 Can Mixed-Measurement IRT Improve the Prediction of Relevant Performance Outcomes?

Mixed-measurement IRT was applied to personality data. A 3-class model was identified for Extraversion, Conscientiousness, and Openness, but a 2-class model was identified for Agreeableness and Conscientiousness. Latent classes differed with respect to best spoken language. For specific classes, improvements in prediction were found across leadership motivation and performance.

Emily J. Grijalva, University of Illinois at Urbana-Champaign

Louis Tay, University of Illinois at Urbana-Champaign

Kim Yin Chan, Nanyang Business School

Submitter: Emily Grijalva, emilygrijalva@gmail.com
 

170-3 An Examination of Item Response Theory in I-O Psychology

This project identified where item response theory (IRT) is being used, and for what purposes, in I-O psychology. To meet this goal, 47 articles were reviewed and subsequently categorized into the 4 groups: differential item functioning/measurement equivalence, survey development and psychometric evaluation, performance appraisal, and other topics.

Nicole Gullekson, Ohio University

Submitter: Nicole Gullekson, ng248604@ohio.edu


170-4 A Comparison of IRT Item Fit Statistics for Dichotomous Responses

This study was conducted to compare the different IRT fit statistics for dichotomous responses, including Orlando & Thissen (2000) S-2 and S-G2, Stone’s (2000) 2* and G2*, G2 from BILOG (Mislevy & Bock, 1990), and adjusted 2 (Drasgow et al., 1995). Regression models predicting item fit critical values were obtained.

Ying Guo, University of Illinois Urbana-Champaign

Louis Tay, University of Illinois at Urbana-Champaign

Fritz Drasgow, University of Illinois at Urbana-Champaign

Submitter: Ying Guo, gymaple@gmail.com
 


171. Roundtable Discussion/Conversation Hour: 1:30 PM–2:50 PM  
203

Selection System Obstacles: What Do I Do Now?

Industrial-organizational psychologists encounter unexpected situations when developing, validating, and implementing selection systems. Discussing these challenging situations with other professionals can result in insight regarding solutions. Participants will form groups to discuss how they might deal with various situations they could encounter and will hear panelists’ insights.

Emily G. Solberg, Valtera Corporation, Co-Chair

Jan L. Boe, Valtera Corporation, Co-Chair

Monica A. Hemingway, Periscope Communications, Panelist

Kevin J. Nilan, 3M, Panelist

Michael J. Zickar, Bowling Green State University, Panelist

Submitter: Emily Solberg, esolberg@valtera.com
 


172. Community of Interest: 1:30 PM–2:50 PM  
205

Underemployment

Daniel Feldman, University of Georgia, Host

Linda R. Shanock, University of North Carolina at Charlotte, Coordinator
 


173. Panel Discussion: 1:30 PM–2:50 PM  
Crystal Ballroom A/F

Upgrading Your Assessment Practice

Advances in technology can lead to innovative assessment practices. This panel will discuss the use of technology in assessments to create a more relevant and engaging experience for candidates and users across various industries as well as lessons learned from implementation of new technologies.

Charles A. Handler, Rocket-Hire, Chair

Michael S. Fetzer, PreVisor, Panelist

Ben Hawkes, Kenexa, Panelist

Renae Manning, Assess Systems, Panelist

Laura Mastrangelo Eigel, Frito-Lay North America, Panelist

Submitter: Laura Mastrangelo Eigel, laura.m.eigel@fritolay.com
 


174. Symposium/Forum: 1:30 PM–2:50 PM  
Crystal Ballroom C/D

Reading Between Lines: Analyzing and Visualizing Organizational Text/Qualitative Data

The field of I-O psychology has only slowly started accepting qualitative research as a legitimate method for gaining reliable and valid insights into workplace behaviors. In this symposium, presenters from 4 organizations will discuss methods and examples of qualitative/text analysis methods that are scalable, rigorous, objective, replicable, and visually appealing.

Tina Malm, Google, Chair

Neal H. Patel, Google, Co-Chair

Palmer Morrel-Samuels, EMPA Inc., A Nine-Step Process for Analyzing and Visualizing Survey Comments

Daniel S. Friedland, Sun Microsystems, Stephen Green, Sun Microsystems, Simplifying Survey Comments Analysis for Large Organizations

Neal H. Patel, Google, Tina Malm, Google, Visualizing Employee Text Data: Google’s Journey

Martha Cotton, Gravitytank, Driving Decision Making Through Creative Vsualization of Qualitative Data

Submitter: Tina Malm, tmalm@google.com
 


175. Posters: 1:30 PM–2:20 PM  
Galleria

Counterproductive Behavior & Inclusion/ Diversity & Organizational Change & Research Methodology

175-1 An Empirical Comparison of Different Cyberloafing Typologies

This study helps clarify the typology of cyberloafing. Items from the better validated cyberloafing scales were administer to a single group of participants, making it possible to (a) empirically examine the relations among the different typologies and (b) examine the factor structure of cyberloafing when the domain is better represented.

Kevin L. Askew, University of South Florida

Submitter: Kevin Askew, wakeupmrfox@yahoo.com
 

175-2 Action and Reaction: Employee Discipline in the National Basketball Association

This study examines incident severity and context as predictors of employee discipline in the NBA from 2001– 2008. Employees received longer suspensions and higher fines for more severe infractions. These effects, however, were interactive as severity had a more positive effect on suspensions (fines) committed outside (within) work role.

Derek R. Avery, University of Houston

Anusheh Hashim, University of Houston

Manisha Mayani, University of Houston

Submitter: Derek Avery, davery@uh.edu
 

175-3 Feedback Environment and Counterproductive Behaviors: Does Feedback Orientation Matter?

We investigated the roles of feedback orientation and feedback environment in predicting counterproductive work behaviors (CWB). Both feedback environment and orientation were related with CWB. Also, feedback orientation and feedback environment interacted to predict CWB.

Jeremy Bauer, University of South Florida

Dan Ispas, University of South Florida

Ozgun Burcu Rodopman, Bogazici University

Submitter: Jeremy Bauer, jbauer3@mail.usf.edu
 

175-4 Gendered Reactions to Counterproductive Work Behavior

This study uses a policy-capturing approach to examine how gender stereotypic expectations affect reactions to men and women engaging in counterproductive behavior. Results suggest that despite efforts to broaden the criterion space by including measures of contextual performance, gender stereotypic expectations creep into socially constructed evaluations of behavior.

Johnathan Nelson, Personnel Decisions Research Institutes

Whitney E. Botsford, University of Houston Downtown

Eden B. King, George Mason University

Rose A. Mueller-Hanson, Personnel Decisions Research Institutes

Submitter: Whitney Botsford, BotsfordW@uhd.edu
 

175-5 Taking a Virtual Break: Cyberloafing as On-the-Job Recovery Mechanism

We examined the relationship between cyberloafing, emotional burnout, and employees’ work–life attitudes. Results indicated that cyberloafing moderates the negative effects of emotional burnout such that burnout employees who cyberloaf are more committed to their organizations and are more satisfied with their job and life. Implications of our findings are discussed.

Don J. Q. Chen, National University of Singapore

Vivien Kim Geok Lim, National University of Singapore

Submitter: Don Chen, g0800777@nus.edu.sg
 

175-6 Clarifying the Justice–Deviance Relationship: The Moderating Role of Values

This study was conducted to clarify boundary conditions for the relationship between interpersonal justice and workplace deviance. The results suggest employees who placed a high value on the “rules” of interpersonal justice refrained from deviant behavior regardless of their perceptions of interpersonal justice.

Brian C. Holtz, Rutgers University

Crystal M. Harold, Temple University

Submitter: Brian Holtz, bholtz@camden.rutgers.edu
 

175-7 Negative Impression Management and Machiavellianism

This study examined the moderating role of Machiavell-ianism on the relationships between honesty, humility, self-monitoring, and supplication, a negative impression management technique. Results show that Machiavellianism significantly moderated the relationships between honesty-humility and supplication and self-monitoring and supplication.
Implications of our findings are discussed.

Hwee S. Khoo, National University of Singapore

Submitter: Hwee Khoo, hweesing@gmail.com
 

175-8 Why Do Overqualified Incumbents Deviate? Examining Multiple Mediators
We extended prior research on perceived overqualification by examining the long theorized link between overqualification and workplace deviance. We integrated person–job fit and frustration-aggression theories into demonstrating that overqualified incumbents transgress because they become cynical. We also ruled out alternative explanations (i.e., poor person–job fit, psychological contract).

Aleksandra Luksyte, University of Houston

Christiane Spitzmueller, University of Frankfurt/University of Houston

Submitter: Aleksandra Luksyte, aluksyte@uh.edu
 

175-9 Trust as an Antecedent of CWB, as Moderated by Race

We examined the effects of trust on CWBs, as moderated by racioethnicity. Results indicated that Blacks and Asians are more influenced than Whites by trust with their supervisor. When trust is high, CWBs are similar across groups. When low, Blacks and Asians exhibit increased CWBs as compared with Whites.

Fred G. Macoukji, University of Houston

Sabrina Volpone, University of Houston

Derek R. Avery, University of Houston

Submitter: Fred Macoukji, fredmacoukji@yahoo.com
 

175-10 Blowing the Whistle: The Role of Ethical Leadership and Coworkers

This research examines the relationship between ethical leadership and employee whistleblowing and the moderating role of coworker ethical behavior across 3 studies. Study 1 and 2 demonstrate that ethical leadership increases employee whistleblowing in the lab and field, respectively. Study 3 finds ethical coworker behavior moderates the direct relationship.

David M. Mayer, University of Michigan

Tomek A. Kosalka, University of Central Florida

Debra L. Shapiro, University of Maryland

Marshall Schminke, University of Central Florida

Linda K. Trevino, Pennsylvania State University

Submitter: David Mayer, dmmayer@umich.edu
 

175-11 The Effect of Mentor Gender on Protégé Counterproductive Workplace Behaviors

Previous research has indicated that mentoring may play a role in protégé organizational behaviors, including counterproductive work behaviors (CWB). Hierarchical regressions from 168 protégé-supervisor pairs indicate that protégé personality is moderated by mentor gender, leading to CWB as reported by the protégés’ supervisors.

Kevin Thomas Wynne, Wayne State University

Nathalie Castano, Wayne State University

Kimberly E. O’Brien, Wayne State University

Submitter: Kimberly O’Brien, keobrien@wayne.edu
 

175-12 Individual and Situational Characteristics Predicting Work Personal Web Usage

Cyberloafing and personal Web usage (PWU) are critical components of counterproductive work behaviors (CWB). However, researchers have not examined the individual and situational characteristics associated with these behaviors. We found that Conscientiousness predicted PWU, but no other variables frequently associated with CWB were related to any of the PWU dimensions.

Ruchi Patel, North Carolina State University

Ashley J. Hoffman, North Carolina State University

Submitter: Ruchi Patel, tulsi81@gmail.com
 

175-13 Job Stressors and Counterproductive Work Behavior: A Meta-Analysis

The relationship between CWB and stressors was examined in a series of meta-analyses. Stressors and CWB were dichotomized into interpersonal-based and organizational-based stressors and CWB. Pairwise comparisons and overall analyses were conducted. Stressors were positively correlated with CWB and interpersonal stressors were more strongly correlated with CWB-I.

Kevin Thomas Wynne, Wayne State University

Christine M. Casper, Wayne State University

Amy E. Sund, Wayne State University

Boris B. Baltes, Wayne State University

Kimberly E. O’Brien, Wayne State University

Submitter: Kevin Wynne, k.wynne@wayne.edu
 

175-14 Does Individuating Information Reduce Gender Bias? A Meta-Analysis

We conducted a meta-analysis examining the relationship between individuating information and gender effect sizes for workplace decisions. Both rater sex and gender stereotype of the job were examined as moderators. Results partially supported our hypothesis that more information will lead to decreased gender bias.

Amanda J. Koch, University of Minnesota

Susan D’Mello, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitter: Amanda Koch, koch0163@umn.edu
 

175-15 An Ideal Point Account of the JDI Work Satisfaction Scale

The Work scale is the only scale of the JDI with a significant number of items that show unfolding item locations at considerable levels. It is shown that both the unfolding- and dominance-type items show better fit to the unfolding IRT model than 2 popular dominance IRT models.

Nathan T. Carter, Bowling Green State University

Dev K. Dalal, Bowling Green State University

Submitter: Nathan Carter, carternt@yahoo.com
 

175-16 Testing Alternative Predictions About the Performance Consequences of Managers’ Discretion

Different organizational theories make competing predictions about the unit-level performance consequences of increased discretion for middle managers. Structural equation modeling of multinational survey data from research and development units suggest that perceived managerial discretion can increase unit performance, though the relationship is moderated by managerial experience and unit size.

Arran Caza, Wake Forest University

Submitter: Arran Caza, cazaa@wfu.edu
 

175-17 Fairness Effect and Social Influence on Change Management Behavior

We examined the relationships among change fairness, group norms toward change, change commitment, and change management behavior (CMB). As predicted, change fairness and group norms toward change were positively related to CMB. Normative change commitment partially mediated the influences of change fairness and group norms toward change on CMB.

Daejeong Choi, University of Iowa

Russell Guay, University of Iowa

Submitter: Daejeong Choi, daejeong.choi@gmail.com
 

175-18 Achieving Adaptive Performance: The Interactive Effects of Ability and Leadership

Successful adapting to organizational change (adaptive performance) requires modifying one’s knowledge, skills, abilities, and other characteristics. We investigated the joint role of general mental ability (GMA) and adaptive leadership on adaptive performance in the workplace. Multilevel analyses supported the hypothesized interaction between GMA and adaptive leadership in predicting adaptive performance.

Mindy M. Krischer, University of Houston

L. A. Witt, University of Houston

Submitter: Mindy Krischer, mmkrisch@gmail.com
 

175-19 Factors Contributing to Business Recovery Four Years After Hurricane Katrina

Factors affecting the recovery of New Orleans businesses since Hurricane Katrina were examined. Amounts of internal, population-related, and macro problems were greater for organizations performing worse compared to those performing the same or better. Problems within each area were inversely related to the percentage of performance gains and losses.

Elizabeth A. Deitch, University of New Orleans

Christy L. McLendon, University of New Orleans

Submitter: Christy McLendon, cmclendo@uno.edu
 

175-20 Resources for Organizational Change: Individual Resilience and the Employment Relationship

We examined antecedents to employees’ commitment and supportive behaviors for organizational change. We found that intra-individual resilience and employment relationship were important factors that help employees be receptive to change. These relationships were mediated by positive affect and the nature of social exchange between the employees and the organization, respectively.

Jiseon Shin, University of Maryland

M. Susan Taylor, University of Maryland

Myeong-Gu Seo, University of Maryland

Submitter: Jiseon Shin, jishin@rhsmith.umd.edu
 

175-21 State of Science in Industrial-Organizational Psychology: A Review of Self-Reported Limitations

Self-reported limitations found in discussion sections of 1,446 articles were used as an alternative and novel operationalization of the “state of science” of I-O psychology. Results indicate that a majority of limitations reported pertained to a few methodological issues. Implications of the results are discussed.

Kris Duniewicz, Florida International University

Harjinder Gill, University of Guelph

Submitter: Stephane Brutus, brutus@jmsb.concordia.ca
 

175-22 Validation of a Workplace Social Self-Efficacy Inventory: A Pilot Study

We first describe the development of the 39-item Work-place Social Self-Efficacy Inventory (WSSE). We then present a pilot validation study conducted with 36 full-time employees (providing self-report data) and 112 of their coworkers (providing peer ratings). Results show that scores from the WSSE scale exhibits excellent psychometric properties.

Jinyan Fan, Hofstra University

Brianne Weiner, Hofstra University

Sayeedul Islam, Kaplan Test Prep and Admissions

Monique Alexander, Hofstra University

Lauren Kane, Hofstra University

Alicia Fiskaa, Hofstra University

Alex Greenhill, Hofstra University

Patrick Colantuoni, Hofstra University

Submitter: Jinyan Fan, fanjinyan@yahoo.com
 

175-23 Mandatory Items in an Internet Survey

This study explored the effect of mandatory and optional items on Internet survey completion rates. Participants were randomly assigned to either a survey with mandatory items or one with optional items. Contrary to recommended best practice, results supported the use of mandatory items in an Internet survey.

Timothy C. Lisk, Claremont Graduate University

Submitter: Timothy Lisk, timothy.lisk@cgu.edu
 

175-24 Agreement or Frequency? Does This Decision Affect Occupational Stress Research?

Data from 36 employed individuals were used to examine whether the use agreement or frequency response options affect relationships between occupational stressors and strains. Internal consistency was acceptable for both formats. Relationships among stressors and between stressor and strains were affected by response formats. Implications and limitations are discussed.

Alisa Tabak, University of South Florida

Ashley Nixon, University of South Florida

Paul E. Spector, University of South Florida

Submitter: Ashley Nixon, aenixon@mail.usf.edu
 

175-25 Reviewers’ Perspectives on Method Variance: Intractable Problem or Overemphasized Complaint?

Beliefs regarding common method variance (CMV) were surveyed from journal board members. Responses indicated that CMV was a frequent concern and that careful study design was generally a more effective solution than postdata approaches. Understanding variables as well as methods was deemed necessary for determining if CMV was a problem.

Victoria L. Pace, Florida International University

Submitter: Victoria Pace, vpace@fiu.edu
 

175-26 Development of a Brief Measure of Error-Related Motivational Tendencies

This paper describes the construction and validation across 3 samples of the Error-Oriented Motivations Scale, intended to capture error-related attitudes. Data are presented regarding item construction and testing, factor structure, and the nomological network surrounding the construct, followed by suggestions for future validation.

Kraig L. Schell, Angelo State University

Steven P. Apodaca, Angelo State University

Katy A. Gaddis, Angelo State University

Sarah Garcia, Angelo State University

Garolyn E. Jergins, Angelo State University

Ashley L. McIntyre, Angelo State University

Kenneth J. Smith, Angelo State University

Submitter: Kraig Schell, kraig.schell@angelo.edu
 

175-27 Cut-Off Value for the Adjusted Chi Squared/df Ratio Test

Analysis of the Type I error rate/power trade off for the adjusted χ2/df ratio test for dichotomous data using item response theory at various cut-off values demonstrated that the suggested cut-off value for acceptable fit of 3.0 may not be the best cut off value across all situations.

Brad Schlessman, Wright State University

David M. LaHuis, Wright State University

Submitter: Brad Schlessman, bradschlessman@yahoo.com
 

175-28 Power Estimates for Three Item Response Theory Fit Indices

This study furthered fit research by testing 3 fit indices’ ability to detect model misspecification resulting from the use of a 2PLM to analyze data created under an ideal point methodology. Of the 3 fit indices tested, Stone’s 2* appeared best able to detect this type of misfit.

Brad Schlessman, Wright State University

David M. LaHuis, Wright State University

Submitter: Brad Schlessman, bradschlessman@yahoo.com
 


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

Situational Moderators of Gender-Based Backlash

Backlash, negative social repercussions incurred by women who violate gender norms by acting in agentic manner, is a well-documented phenomenon. This symposium examines situational factors that may attenuate or exacerbate backlash, focusing on attractiveness, social status, advocacy, and ambiguous contributions in team work.

Laura Elizabeth Severance, University of Maryland, Co-Chair

Michele J. Gelfand, University of Maryland, Co-Chair

Suzette Caleo, New York University, Madeline E. Heilman, New York University, Differential Reactions to Men and Women’s Joint Work

Laura Elizabeth Severance, University of Maryland, Michele J. Gelfand, University of
Maryland, Laura J. Kray, University of California, Berkeley, Attractiveness Matters For Women, But Not Men, When Negotiating

Catherine Tinsley, Georgetown University, Attenuating Backlash With Social Status Cues
Emily Amanatullah, Duke University, Advocacy as a Moderator of Backlash Against Female Negotiators

Belle Rose Ragins, University of Wisconsin-Milwaukee, Discussant

Submitter: Laura Severance, leseverance@gmail.com
 


177. Panel Discussion: 1:30 PM–2:50 PM  
Grand Ballroom C

Advancing Workforce Planning: Opportunities and Challenges

In recent years, there has been a growing recognition among I-O psychologists that they can contribute greatly to the science and practice of workforce planning. The purpose of this session is to provide an interactive forum for discussing the opportunities and challenges I-O psychologists face when conducting workforce planning.

Jesse Erdheim, Federal Management Partners, Co-Chair

Chantay Dudley, HumRRO, Co-Chair

Derek P. Berube, Allstate Insurance Company, Panelist

Brian E. Cronin, ICF International, Panelist

William L. Farmer, Psychological Associates, Panelist

Gina J. Medsker, HumRRO, Panelist

Mo Wang, University of Maryland, Panelist

Submitter: Jesse Erdheim, JErdheim@humrro.org
 


178. Symposium/Forum: 1:30 PM–2:20 PM  
Salon A

Business-Driven Career Development Programs

In today’s economic environment, organizations are looking for innovative, low-cost ways to maintain employee engagement and retention. This panel discussion brings together 3 diverse organizations that have implemented business-driven career development programs. Each will describe their respective career development program including unique design features, challenges of implementation, and lessons learned.

Mariangela Battista, OrgVitality LLC, Chair

Lynn Ware, Integral Talent Systems, Inc., Career Development Strategies for Employee Engagement and Retention

Miriam Ort, Avon, Career Development at PepsiCo

Sharon Grundfast, Interpublic Group, Implementing Process Free Career Development to Engage and Retain Talent

Walter Reichman, Columbia University, Discussant

Submitter: Mariangela Battista, battistam@optonline.net
 


179. Panel Discussion: 1:30 PM–2:50 PM  
Salon B

Getting Ready for the Economic Recovery: Opportunities and Insights

The economic slowdown has greatly affected organizations. This panel examines how organizations are responding to economic struggles and opportunities being created to become stronger. Themes examined include organization structure, people management, process reengineering, and brand positioning. Representatives from The Home Depot, Bank of America, Starwood, and Kenexa will participate.

Jeffrey A. Jolton, Kenexa, Chair

Natalie Bourgeois Caldwell, The Home Depot, Panelist

Lorry A. Olson, Bank of America, Panelist

Matthew V. Valenti, Starwood Hotels & Resorts Worldwide, Inc., Panelist

Sara P. Weiner, Kenexa, Panelist

Submitter: Jeffrey Jolton, jeffrey.jolton@kenexa.com
 


180. Symposium/Forum: 1:30 PM–2:50 PM  
Salon C

High-Potential Talent: Defining, Identifying, Assessing, and Developing Future Talent

This symposium provides a state of practice in defining, identifying, assessing, and developing high-potential talent in organizations. Four highly experienced practitioners will discuss a new integrated model of potential and provide their views on how organizations can effectively manage high-potential talent as part of strategy-driven talent management.

Rob F. Silzer, HR Assess & Develop/Baruch-CUNY, Chair

Robert F. Silzer, HR Assessment & Development/Baruch, CUNY, Definition and Structure of Potential: What Are the Key Components?

Allan H. Church, PepsiCo, Key Questions and Challenges in the Identification of Potential

Sandra O. Davis, MDA Leadership Consulting, The Assessment of Potential

Marcia J. Avedon, Ingersoll Rand, Developing High Potentials: What’s Different and What Works?

Submitter: Robert Silzer, robsilzer@prodigy.net
 


181. Symposium/Forum: 1:30 PM–2:50 PM  
Salon D

Current Perspectives on Leadership in Collective Work Arrangements

The inherent complexity of collaborative work systems used in modern organizations creates a unique context for leadership. This symposium brings together a set of 4 papers with a common focus on explicating the leadership processes and psychological mechanisms that enable the effective integration of collective effort.

Christian J. Resick, Drexel University, Chair

Daniel Doty, University of Central Florida, Chair

Jonathan C. Ziegert, Drexel University, Marco DiRenzo, Drexel University, Katherine J.
Klein, University of Pennsylvania, Yan Xiao, Baylor Health Care System, Combining Virtual and Shared Leadership: How Does It Operate?

Steve W. J. Kozlowski, Michigan State University, Robert E. Ployhart, University of South Carolina, Beng-Chong Lim, Ministry of Defense Singapore, The Developmental Role of Team Leaders

Lauren Benishek, University of Central Florida, Christian J. Resick, Drexel University, Leslie A. DeChurch, University of Central Florida, Miliani Jimenez, University of Central Florida, Elizabeth J. Sanz, University of Central Florida, Huy Le, University of Central Florida, Eduardo Salas, University of Central Florida, Leader-Team Congruence, Information Exchange, and Multiteam System Performance

Daniel Doty, University of Central Florida, Peter Seely, University of Central Florida, Toshio Murase, University of Central Florida, Leslie A. DeChurch, University of Central Florida, Nathan J. Hiller, Florida International University, Leadership and Emergence in Organizations: A Meta-Analysis

Ronald F. Piccolo, Rollins College, Discussant

Submitter: Christian Resick, cresick@drexel.edu
 


182. Symposium/Forum: 2:00 PM–2:50 PM  
206-207

Are Justice and Injustice Qualitatively Distinct Concepts?

Traditionally, justice and injustice are conceived and operationalized as being opposite ends of the same continuum. Three papers are presented whose authors challenge this assumption. Using a variety of qualitative and quantitative methods, studies are reported that suggest that justice and injustice may, in fact, be qualitatively distinct constructs.

Jason A. Colquitt, University of Florida, Co-Chair

Jerald Greenberg, RAND Corp., Co-Chair

Jerald Greenberg, RAND Corp., The Discontinuity Hypothesis: Fairness and Unfairness Are Qualitatively Different

Jason A. Colquitt, University of Florida, David M. Long, University of Florida, Jessica Rodell, University of Florida, Marie D. Halvorsen-Ganepola, University of Florida, Reactions to Justice Versus Injustice: An Inductive Study

David A. Jones, University of Vermont, Derek S. Chapman, University of Calgary, Is Unfair Stronger Than Fair?

Submitter: Jason Colquitt, colquitt@ufl.edu
 


183. Special Events: 2:00 PM–2:50 PM  
208-209

The Global Task Force for Humanitarian Work Psychology

This strategic group was created in 2009 by the Network for Humanitarian Work Psychology, a global network with representation from lower and higher income countries, SIOP, IAAP, and EAWOP. The task force works collaboratively with local communities and other disciplines to promote responsive applications of work psychology to global poverty reduction and related issues, for example, improving international aid. This session presents the history of the task force, describing some of its current projects by focusing on how they facilitate the United Nations (UN)’s “Millennium Development Goals” and the International Labour Organization (ILO)’s “Decent Work Agenda.”

Mary O’Neill Berry, Sirota Survey Intelligence, Presenter

Stuart C. Carr, Massey University, Presenter

Submitter: Stuart Carr, S.C.Carr@massey.ac.nz
 


184. Symposium/Forum: 2:00 PM–2:50 PM  
210-211

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

Four topics in applied measurement were investigated: techniques to decrease the development time and cost of an adaptive test, use of cluster analysis to improve multisource feedback interventions, improving predictive validity of personality measures using profiles, and the choice between composites and averages in meta-analysis. Implications for practice are discussed.

Matthew J. Borneman, Southern Illinois University, Chair

Jessica L. Blackburn, FurstPerson, Overcoming the Obstacles of Implementing Computer Adaptive Tests

Eyal Grauer, APT, Inc., William H. Berman, Berman Leadership Development, Using Cluster Analysis to Develop High-Potential Employees

Winny Shen, University of Minnesota, Paul R. Sackett, University of Minnesota, Predictive Power of Personality: Profile- Versus Level-Effects Predicting Extra-Role Performance

Matthew J. Borneman, Southern Illinois University-Carbondale, Nicholas G. Hoffman, Southern Illinois University-Carbondale, Composites Versus Averages in Meta-Analysis: Proper Choice to Maintain Independence

Submitter: Matthew Borneman, borne030@umn.edu
 


185. Symposium/Forum: 2:00 PM–2:50 PM  
212

Practical and Methodological Considerations for Medium-of-Administration Research

Organizations and researchers increasingly use computerized assessment to measure important individual difference variables to predict important outcomes, and concern remains that some forms of assessment might be affected by the computerization. This research presents 3 different methodological approaches to address this common problem in practical terms.

Alan D. Mead, Illinois Institute of Technology, Chair

Stephen T. Murphy, Pearson, Inc., Co-Chair

Stephen T. Murphy, Pearson, Inc., Ian S. Little, Pearson, Alok Bhupatkar, American Institutes for Research, Online Versus Paper: A Comparability Study

Konstantin Cigularov, Illinois Institute of Technology, George C. Thornton, Colorado State University, Gargi Sawheny, Illinois Institute of Technology, Martin Lanik, Global Assessor Pool, Ltd, Medium of Administration and Proctoring Effects in Personality Assessment

Alan D. Mead, Illinois Institute of Technology, Noncomparability of Speeded Computerized Tests: Differential Response Speededness?

Denny Way, Pearson, Discussant

Submitter: Alan Mead, mead@iit.edu
 


186. Interactive Posters: 2:00 PM–2:50 PM  
213-214

A Hostile Work Environment Ticks Me Off

Lisa Penney, University of Houston, Facilitator

186-1 Anger, Workplace Stressors and Counterproductive Work Behaviors: A Longitudinal Investigation

This longitudinal study was conducted to investigate the moderating role of trait anger in the relationship between workplace stressors and counterproductive work behaviors (CWB). Consistent with theory, results show positive associations between workplace stressors and CWB, anger and CWB, and with anger moderating the relationship between stressors and CWB.

Alexandra Ilie, University of South Florida

Dan Ispas, University of South Florida

Lisa M. Penney, University of Houston

Dragos Iliescu, National School of Political and Administrative Studies

Submitter: Alexandra Ilie, ailie@mail.usf.edu
 

186-2 Workplace Bullying: Examining Self-Monitoring and Organizational Chaos

Workplace bullying is both prevalent and underresearched. This research examined whether a personality variable (self-monitoring) and a situational variable (organizational chaos) predicted bullying. Results indicated that employees working in highly chaotic organizations (lacking in transparency, accountability, and appropriate rewards and guidelines) experienced more bullying behaviors. Implications are discussed.

Colin O’Farrell, Southern Illinois University-Edwardsville

Cynthia R. Nordstrom, Southern Illinois University-Edwardsville

Submitter: Cynthia Nordstrom, cnordst@siue.edu
 

186-3 Validation of the Hostile Attributional Style Short Form

A short form of the workplace hostile attributional style survey is created and validated in a field sample. This study uses data from 212 matched employee–supervisor pairs to show that WHAS is related to employee personality, stress, and CWB.

Anne C. Bal, Wayne State University

Kimberly E. O’Brien, Wayne State University

Submitter: Kimberly O’Brien, keobrien@wayne.edu
 

186-4 Observing Workplace Aggression: What Intervention Strategies Should I Use?

Using a video vignette study, we explored observer intervention in incidents of workplace aggression. Results indicate that the organizational power of aggressors, observers’ genders, and perceived harm to the victims determine whether employees would direct their intervention strategies at aggressors, victims, and/or management. We discuss implications for research and practice.

Olusore Taylor, University of Western Ontario

Joerg Dietz, University of Lausanne

Submitter: Olusore Taylor, otaylor3@uwo.ca
 


187. Symposium/Forum: 2:00 PM–2:50 PM  
Salon E

Beyond Engagement! What’s Next in the New Economic Climate?

The emergence from the recession provides unique opportunities to test the relationship between people issues and business performance. This session presents recent research conducted during both strong and weak economic times, including an assessment of the importance and limitations of employee engagement as a central construct in optimizing talent.

William A. Schiemann, Metrus Group, Inc., Chair

Brian S. Morgan, Metrus Group, Inc., William A. Schiemann, Metrus Group, Inc., Emerging From Recession: Managing Engagement, Strategic Alignment, and Resource Deployment

William H. Macey, Valtera, Exploring Boundary Conditions on the Engagement–Organizational Effectiveness Relationship

Jeffrey M. Saltzman, OrgVitality, Employee Confidence, Organizational Performance, and Economic Performance

Submitter: William Schiemann, wschiemann@metrus.com
 


188. Symposium/Forum: 3:30 PM–4:50 PM  
201

Third Parties’ Reactions to Bad Behavior in Organizations

The organizational sciences have traditionally focused on studying the victims and perpetrators of “bad” behaviors in organizations; however, these harmful behaviors can also have a significant impact on others in the organization. This symposium presents research that explores the attitudinal, psychological, and behavioral impact of harmful behaviors on third parties.

Karl Aquino, University of British Columbia, Chair

Jane O’Reilly, University of British Columbia, Co-Chair

Lisa Coulson, Queen’s University, Jana L. Raver, Queen’s University, Bystander Intervention After Sexist Remarks in Work Groups

Christian Tröster, Erasmus University Rotterdam, Stefan Thau, London Business School, Rebecca J. Bennett, Louisiana Tech University, Rafael Wittek, University of Groningen, Caring About the Organization

Tara C. Reich, University of Manitoba, M. Sandy Hershcovis, University of Manitoba, Workplace Aggression From the Perspective of the Observer

Lei Zhu, University of British Columbia, Karl Aquino, University of British Columbia, Third Parties’ Reactions to Justice Failure in an Organizational Context

Submitter: Karl Aquino, karl.aquino@sauder.ubc.ca


189. Symposium/Forum: 3:30 PM–5:20 PM  
202

Sexual Harassment: Some New Perspectives on an Old Problem

Although sexual harassment (SH) has been investigated for many years, certain areas remain underresearched. We explore the SH issues of false accusations, employee health, cross-cultural comparison between Russia and the U.S., the impact of previous abuse, and the use of agent-based simulation as new perspectives on an old problem.

Cathy L. Z. DuBois, Kent State University, Co-Chair

Deborah Knapp, Kent State University, Co-Chair

Ivan S. Muslin, Drake University, Charles A. Pierce, University of Memphis, Effects of Sexual Harassment Accusation on the Falsely Accused

Cathy L. Z. DuBois, Kent State University, Julia Levashina, Kent State University, Marina Astakhova, Kent State University, Juxtaposition of Sexual Harassment in Russia and the U.S.

Margaret S. Stockdale, Southern Illinois University-Carbondale, Seth Berry, Southern Illinois University-Carbondale, T. K. Logan, University of Kentucky, An Empirical, Prospective Investigation of Revictimization and Sexual Harassment

Deborah Knapp, Kent State University, Mary Hogue, Kent State University, Robert H. Faley, Kent State University, The Health-Related Impact of Target Responses to Sexual Harassment

Marina Astakhova, Kent State University, Murali Shanker, Kent State University, Applying Agent-Based Simulation to an Integrated Model of Sexual Harassment

Rosalind Thompson, Orange Hill Associates, Discussant

Submitter: Cathy L. DuBois, cdubois@kent.edu
 


190. Roundtable Discussion/Conversation Hour: 3:30 PM–4:20 PM  
203

From Terminal Master’s to PhD: Answering the Basic Questions

At last year’s program directors’ meeting, many program directors requested a SIOP “meeting of the minds” between parties from terminal MA and PhD programs. The aim is to raise questions, provide answers, and share ideas about each type of program and how students can transition between them.

Michelle (Mikki) Hebl, Rice University, Host

Paul J. Hanges, University of Maryland, Host

Cary M. Lichtman, Wayne State University, Host

Eliza W. Wicher, Roosevelt University, Host

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


191. Special Events: 3:30 PM–4:50 PM  
204

The Making of a Book in SIOP’s Professional Practice Series

How is a book in the SIOP Professional Practice Series sponsored and put together? These and related issues will be discussed by the editors of 3 books now being prepared. Attendees will learn the various ways a “topic” can become a book, how contributors are picked, and what they must write.

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

Seymour Adler, Aon Consulting, Panelist

Lisa A. Boyce, U.S. Air Force, Panelist

Gina R. Hernez-Broome, University of the Rockies, Panelist

Kyle Lundby, Kenexa, Panelist

Nancy T. Tippins, Valtera, Panelist

Submitter: Allen Kraut, allenkraut@aol.com
 


192. Community of Interest: 3:30 PM–4:50 PM  
205

P–E/P–O/P–J Fit

Jeffrey R. Edwards, UNC Chapel Hill, Host

Robert P. Tett, University of Tulsa, Host

Mark V. Palumbo, Indiana University of Pennsylvania, Coordinator
 


193. Panel Discussion: 3:30 PM–4:50 PM  
206-207

The OFCCP Curtain Unveiled: Time to Click Your I-O Heels

Recent years have seen increased activity and audits from the OFCCP, and this trend is likely to continue. Panelists provide a practitioners perspective from multiple vantage points, sharing experiences, lessons learned, emerging trends, insights, and best practices for effectively and proactively dealing with the OFCCP and the audit process.

Lilly Lin, DDI, Chair

David Cohen, DCI Consulting Group Inc., Panelist

Jeffrey D. Facteau, PreVisor, Panelist

Laura Mastrangelo Eigel, Frito-Lay North America, Panelist

John D. Morrison, Kronos, Panelist

David B. Schmidt, Development Dimensions International, Panelist

Submitter: Lilly Lin, lilly.lin@ddiworld.com
 


194. Special Events: 3:30 PM–4:20 PM  
208-209

The Birth of the International Affairs Committee: Goals and Actions

In 2009, the SIOP International Affairs Committee was born as a clear mechanism to reach out to members outside North America and bridge relationships with other professional organizations such as IAAP and EAWOP. The IAC was promoted from the Professional Practice Committee and is chartered as the steward of international affairs and collaborations with sister organizations and societies. This session will provide insight into the objectives of this new committee and how it will foster international collaboration as prescribed by the SIOP-IAAP-EAWOP accord of 2009.

Alexander Alonso, American Institutes for Research, Chair

Deborah DiazGranados, University of Central Florida, Panelist

Walter Reichman, Columbia University, Panelist

Mo Wang, University of Maryland, Panelist

Joy Oliver, Human Resources Research Organization, Panelist

Submitter: Alexander Alonso, aalonso@air.org
 


195. Symposium/Forum: 3:30 PM–4:50 PM  
210-211

Multilevel Perspectives on Perceived Organizational Support

The study of perceived organizational support continues to proliferate at a rapid pace. However, the opportunities that multilevel approaches can provide for its study remain to be exploited. We present 4 papers that exemplify these opportunities: analyzing group-level variables, considering longitudinal designs, and exploring supervisor–subordinates relationships.

M. Gloria Gonzalez-Morales, University of Delaware, Co-Chair

Robert Eisenberger, University of Delaware, Co-Chair

James M. Vardaman, Mississippi State University, Julie I. Hancock, University of Memphis, David G. Allen, University of Memphis, Lynn M. Shore, San Diego State University, Group-Level POS and the Relationship Between Individual-Level POS and Outcomes

Lynn M. Shore, San Diego State University, Mark G. Ehrhart, San Diego State University, Jacqueline A-M. Coyle-Shapiro, London School of Economics and Political Sciences, POS in Teams: Support for All or Support for One?

Gokhan Karagonlar, University of Delaware, Robert Eisenberger, University of Delaware, Meta K. Steiger Mueller, University of Delaware, Influences of Supervisors’ POS and Reciprocation Wariness on LMX

M. Gloria Gonzalez-Morales, University of Delaware, Robert Eisenberger, University of Delaware, Louis C. Buffardi, George Mason University, Lois E. Tetrick, George Mason University, Development of POS: Influences of LMX and Affective Exchange Ideology

Submitter: M. Gloria Gonzalez-Morales, gloriaglez@gmail.com
 


196. Special Events: 3:30 PM–4:50 PM  
212

Master Collaboration: Leadership Development and Safety—Two Case Studies in Collaboration

Earn 1.5 CE credits for attending.

The field of I-O psychology has struggled with alignment between what academics research and what practitioners implement. This session presents 2 important, diverse areas of I-O psychology (employee safety and executive coaching) and how practitioners and academics collaborated to bring about positive, measurable impact within organizations in these areas.

Scott Mondore, Strategic Management Decisions, Chair

J. Craig Wallace, Oklahoma State University, Presenter

Shane Douthitt, Strategic Management Decisions, Presenter

S. Bartholomew Craig, North Carolina State University, Presenter

Adam Ortiz, Executive Leadership Consulting, Presenter

Submitter: Scott Mondore, smondore@smdhr.com
 


197. Symposium/Forum: 3:30 PM–4:50 PM  
Crystal Ballroom A/F

Solutions for Solving the Adverse Impact–Validity Dilemma

The fact that using many valid tests leads to adverse impact is one of the most thorny and controversial issues in I-O psychology research and practice. The papers in this symposium describe solutions that can help solve this critical dilemma for individuals, organizations, and society.

Herman Aguinis, Indiana University, Chair

James L. Outtz, Outtz and Associates, Principles for Minimizing Adverse Impact

Robert E. Ployhart, University of South Carolina, A Multilevel View of the Validity–Diversity Dilemma

Joel P. Wiesen, Applied Personnel Research, Herman Aguinis, Indiana University, New Methods for Reducing Adverse Impact and Preserving Validity

Sheldon Zedeck, University of California-Berkeley, Discussant

Submitter: Herman Aguinis, haguinis@indiana.edu
 


198. Symposium/Forum: 3:30 PM–5:20 PM  
Crystal Ballroom B/E

Understanding Emotion Regulation in Context

Emotion regulation enhances performance but reduces employee well-being. Our session demonstrates the moderating role of the organizational context (perceptions of job policies and culture) and interpersonal context (familiarity, power, and justice) on these relationships.

Jennifer A. Diamond, Pennsylvania State University, Co-Chair

Alicia A. Grandey, Pennsylvania State University, Co-Chair

James M. Diefendorff, University of Akron, Allison S. Gabriel, University of Akron, Grace Leung, University of Akron, Organization-Level Influences on Employee Emotional Displays With Customers

Joseph Allen, University of North Carolina at Charlotte, Ashley M. Andrew, University of North Carolina at Charlotte, Regulating Emotions in Response to Power Distance in Meetings

Jennifer A. Diamond, Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University, Allison S. Gabriel, University of Akron, Positive Displays in Service Encounters Versus Relationships

Dirk D. Steiner, Université de Nice-Sophia Antipolis, Jennifer Wessel, Michigan State University, The Roles of Customer Power and Justice in Emotional Labor

S. Douglas Pugh, University of North Carolina at Charlotte, Discussant

Submitter: Jennifer Diamond, jad440@psu.edu


199. Symposium/Forum: 3:30 PM–4:20 PM  
Crystal Ballroom C/D

Going Beyond Traditional Conceptualizations Within Work–Family Research

Authors present studies that empirically broaden traditional conceptualizations of work and family structures and situations. Two studies examine the work–family interface beyond the traditional views of what comprises the workforce while 2 other studies focus on more effectively incorporating unique family structures and situations within work–family research.

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

Satoris S. Culbertson, Kansas State University, Co-Chair

Russell A. Matthews, Louisiana State University, Suzanne M. Booth, Louisiana State University, Lindsay Benitez, Louisiana State University, Work–Family Conflict: Do Models Generalize Across Gender and Job Zones?

Tracy L. Griggs, Winthrop University, Wendy J. Casper, University of Texas at Arlington, Lillian T. Eby, University of Georgia, Church Support Moderating the Work–Family Conflict-Physical Health Relationship

Erin N. Smith, Bowling Green State University, Jennifer McInroe, Bowling Green State University, Katherine Wolford, Bowling Green State University, Charlotte Fritz, Bowling Green State University, The Impact of Gender Role Salience on the Work–Family Interface

Kristen P. Jones, George Mason University, Eden B. King, George Mason University, Pregnancy Disclosure Strategies in the Workplace

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


200. Posters: 3:30 PM–4:20 PM  
Galleria

Personality

200-1 Reference Group Effects in the Measurement of Personality and Attitudes

Reference-group effects significantly impact findings in cross-cultural psychology but are also likely to occur in research and selection contexts. We examine the impact of these effects on personality and attitude measurement and find, in 2 studies, that reference group effects lead to a significant reduction in criterion-related validities.

Marcus Crede, SUNY Albany

Michael R. Bashshur, Universitat Pompeu Fabra

Sarah Niehorster, SUNY Albany

Submitter: Marcus Crede, mcrede@albany.edu
 

200-2 DIF in Personality Assessment: Does Cognitive Ability Influence Item Interpretation?

This study proposes and illustrates a method for examining item complexity during test construction using item response theory. We examined whether differential item functioning existed within 4 personality scales across cognitive ability groups. Results indicated that personality items do differentially function across highly disparate cognitive ability groups.

Amy DuVernet, North Carolina State University

Adam W. Meade, North Carolina State University

Chris Coughlin, PreVisor

Tracy Kantrowitz, PreVisor

Submitter: Adam Meade, awmeade@ncsu.edu


200-3 Sex-Based Differential Prediction in Employment-Oriented Five-Factor Model Personality Measures

This study used a 5-factor model personality test in a managerial sample to investigate differential prediction by sex. Underprediction of female performance was found in 14% of cases. All cases of underprediction were concentrated within 3 of 20 performance dimensions, suggesting issues with criterion measurement rather than test bias.

Christopher M. Berry, Texas A&M University

Anita Kim, Texas A&M University

Submitter: Christopher Berry, cmberry@tamu.edu
 

200-4 An Investigation of Major Personality Traits Underlying Self-Monitoring

This study examined the personality correlates of self-monitoring. Results across 2 samples revealed that in addition to Extraversion, the personality variable of honesty-humility was negatively related to self-monitoring, indicating that those low on honesty-related traits are more likely to be high self-monitors, which gives further insight into self-monitoring.

Brenda Nguyen, University of Calgary

Tunde Ogunfowora, SPB Organizational Psychology

Joshua S. Bourdage, University of Calgary

Submitter: Joshua Bourdage, jbordage@ucalgary.ca
 

200-5 Trait and State Determinants of Reported Fatigue Levels

Fatigue is frequently reported by workers and students. Although studies have analyzed situational fatigue effects, little is known about personality. An experience-sampling study of 177 participants revealed that Neuroticism, positive affect, and negative affect play an important role in determining subjective fatigue.

Charles C. Calderwood, Georgia Institute of Technology

Phillip L. Ackerman, Georgia Institute of Technology

Submitter: Charles Calderwood, calderwood@gatech.edu
 

200-6 Practice Makes Perfect: Extracting Personality Data From Resumés

This study was conducted to investigate how human resource professionals make personality judgments about applicants based solely on the applicant’s resumé. Results indicate that the validity (accuracy) of personality judgments depend largely on the experience of the resumé reviewer and further, this relationship is curvilinear.

John A. Coaster, Central Michigan University

Gary N. Burns, Wright State University

Submitter: John Coaster, coast1ja@cmich.edu
 

200-7 Empirical Keying of Personality Scales to Reduce Faking

This study investigated the usefulness of empirical keying to reduce the effects of faking on personality scale scores. In general, empirical keying reduced or eliminated the effects of faking for 4 of the 5 Big 5 dimensions. In addition, empirical keying did not introduce a cognitive load into personality scores.

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

Arwen E. Hunter, U.S. Army Research Institute

Nicholas R. Martin, Office of Personnel Management

Nicholas L. Vasilopoulos, HumRRo

Submitter: Jeffrey Cucina, jcucina@gmail.com
 

200-8 Trait Self-Control at Work: Relating Self-Control to Contextual Performance

The relationship between self-control and contextual performance was investigated. Employees (N = 296) filled out online questionnaires regarding stop control, start control, OCB, personal initiative, and proactive coping. Results show that both self-control types are positively related to OCB, but only start control is related to personal initiative and proactive coping.

Benjamin J. de Boer, Erasmus University, Rotterdam

Edwin A. J. Van Hooft, University of Amsterdam

Arnold B. Bakker, Erasmus University, Rotterdam

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

200-9 Narrow Personality Predictors of Technical Sales Performance

A primary study of a sample of 171 technical sales representatives was conducted to evaluate the relationship between narrow personality traits and sales performance. Rugged individualism and locus of control were significantly related to sales performance. Contrary to expectation, dependability was negatively related to sales performance.

Saurabh S. Deshpande, Texas A&M University

Stephanie C. Payne, Texas A&M University

Behbood Zoghi, Texas A&M University

Submitter: Saurabh Deshpande, saurabhd@tamu.edu
 

200-10 Do Warnings on Personality Tests Result in Honest Responses?

Little research has assessed whether warnings on personality tests used for selection result in honest trait scores. We addressed this gap in the faking literature by comparing warned to honest responses in a within-subjects design. We found that warned responses are not always equivalent to honest responses.

T. Ryan Dullaghan, University of South Florida

Nneka Joseph, University of South Florida

Submitter: Timothy Dullaghan, trdullaghan@gmail.com
 

200-11 Further Investigation of an IAT for Workplace Integrity

The validity of an implicit measure of workplace integrity that uses Implicit Association Test (IAT) procedures was examined. Relationships with theoretically relevant explicit and implicit measures of cognitive constructs and overt behavioral indices replicate and extend results of previous studies and provide additional support for the IAT measure’s validity.

Donald L. Fischer, Missouri State University

Emmanuel Osafo, Missouri State University

Brandon Turner, Ohio State University

Submitter: Donald Fischer, donaldfischer@missouristate.edu
 

200-12 Validating Self-Monitoring as a Class Variable in Predicting Performance

This study examined self-monitoring, organizational position (leadership vs. nonleadership) and contextual performance (effort). Results using latent class and item response theory estimates of self-monitoring support self-monitoring as a moderator of the relationship between organizational position and effort. More variance was explained using the class variable of self-monitoring. Implications are discussed.

Dahlia S. Forde, University of Central Florida

Damon U. Bryant, University of Texas at Arlington

Submitter: Dahlia Forde, da_forde@yahoo.com
 

200-13 Identity Incongruence: Construct Definition and Scale Development

Identity incongruence (IdI) refers to a repressive mechanism that inhibits self-relevant knowledge. IdI was examined through the use of self-other differences on personality ratings and the newly developed IdI scale. The IdI scale was significantly related to self-other differences and demonstrated convergent validity.

Amy Gammon, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Submitter: Amy Gammon, gammona@gmail.com
 

200-14 Proactive Personality, Self-Control, and Career Success

Recent research indicates several dispositional characteristics predict career success. This study extends this research, examining proactive personality and self-control as predictors of extrinsic and intrinsic success along with mediators of these relationships. These characteristics predicted both aspects of career success, with these relationships mediated by educational attainment and occupational characteristics.

Patrick D. Converse, Florida Institute of Technology

Tomer Gotlib, Florida Institute of Technology

Jaya Pathak, Florida Institute of Technology

Matthew Merbedone, Florida Institute of Technology

Submitter: Tomer Gotlib, tgotlib@fit.edu
 

200-15 Predictors of Behavior and Attitudes: The Big Five Factors

This study investigates the role of the Big 5 personality factors in predicting attitudes and behavior. Participants completed a personality measure as well as several attitudinal and behavioral measures. Results indicate that Agreeableness and Openness both predict attitudes, but only Extroversion significantly predicts racial intergroup behavior.

Elicia A. Hrabal, LVHHN

Adrienne Pinchot, Pennsylvania State University Schuylkill

Charlie Law, Pennsylvania State University Schuylkill

Submitter: Elicia Hrabal, eap5102@psu.edu
 

200-16 Predicting Interests in Organizing Positions From Personality Profiles

This study investigates the relationship between personality and organizing interests. The personality profile pattern predictive of organizing interests was stable across different domains. Personality profile patterns were found to drive the predictive power of personality scores and explain a larger proportion of the variance compared with individuals’ absolute trait levels.

Thomas Kiger, University of Minnesota

Stephan Dilchert, Baruch College

Deniz S. Ones, University of Minnesota

Submitter: Thomas Kiger, kige0005@umn.edu
 

200-17 Profiling the Faker: The Individual Differences Behind Applicant Faking Behavior

This study examined individuals who engaged in faking behavior in an applicant setting. A profile was developed by conducting a discriminant analysis with dispositional variables. The results were significant and suggested that fakers had lower levels of integrity and were more likely to have an external locus of control.

Lindsey M. Lee, Florida Institute of Technology

Katie Piccone, Florida Institute of Technology

Joshua A. Isaacson, SRA International, Inc.

Bianca Trejo, Florida Institute of Technology

Richard L. Griffith, Florida Institute of Technology

Submitter: Lindsey Lee, lindslee02@yahoo.com
 

200-18 Interpersonal Identification-Based Versus Collective Identification-Based Group Identity: A Field Investigation

This study explores 2 distinct bases of identity that employees formed: interpersonal and collective identifications. Through the application of Brewer and Gardner’s framework on multiple levels of self, we proposed and tested the motivational underpinnings of the 2 types of group identity and their differential impacts on organizational outcomes.

Shu Zhang, Columbia Business School

Guoquan Chen, Tsinghua University

Xiao-Ping Chen, University of Washington

Dong Liu, University of Washington

Michael Johnson, University of Washington

Submitter: Dong Liu, dongliu@u.washington.edu
 

200-19 Implicit and Explicit Measures: A Dissociative Model of Aggression

This study tested a dissociative model of aggression measurement. Implicit and explicit measures of aggression were obtained and related to instrumental and hostile aggression criteria. The expectation derived from this model is that implicit and explicit measures are differentially related to different types of aggressive behavior. Data support this model.

Patrick McNiel, Georgia Institute of Technology

Submitter: Patrick McNiel, gth717y@mail.gatech.edu
 

200-20 Employee Goal Orientation, LMX, and Task Performance

Recent meta-analysis shows the inconsistent relationship between goal orientation (GO) and task performance, suggesting a third variable that influences this relationship. Applying trait activation theory, this study examines the effects of GO on task performance, moderated by leader–member exchange (LMX). Results support the moderating role of LMX on the relationship.

Haeseen Park, Seoul National University

Seokhwa Yun, Seoul National University

Dongkyu Kim, Seoul National University

Sung Won Min, Seoul National University

Eunho Lee, Seoul National University

Submitter: Haeseen Park, hsp915@naver.com
 

200-21 Self-Monitoring as a Compound Trait: Relationships With Personality and Values

Self-monitoring is typically considered to be a personality trait, though it is not well represented within the 5-factor model. We argue that self-monitoring is actually a compound construct representing a combination of ability and motivation. Using a sample of working professionals, we provide evidence in support of this proposition.

Laura Parks, James Madison University

Marshall W. Pattie, James Madison University

Submitter: Laura Parks, parksll@jmu.edu
 

200-22 Personality, School, and Life Satisfaction: The Mediational Role of Effort

This study examines the meditational role of effort between personality, specifically core self-evaluations, and school and life satisfaction. Self-verification and self-concordance theory are proposed to explain the role of effort in determining personality’s influence on school and life satisfaction. Implications and limitations of the study will be discussed.

Daren S. Protolipac, St. Cloud State University

Tim B. Hauser, St. Cloud State University

Melissa J. DeLyser, St. Cloud State University

Amanda Erickson, University of Minnesota

Tom Seaton, St. Cloud State University

Submitter: Daren Protolipac, dsprotolipac@stcloudstate.edu
 

200-23 Person–Organization Congruence and Network Position: A Social Capital Perspective

Integrating the person–organization fit and social network literatures, we examined how the congruence between individual and organizational personality was related to social network position. Our results illustrated that congruence was positively related to betweenness ties and social capital. Further, betweenness ties were positively related to salary increase award amounts.

Christian J. Resick, Drexel University

Jonathan C. Ziegert, Drexel University

Dali Ma, Drexel University

Paul Green, The Morning Star Company

Submitter: Christian Resick, cresick@drexel.edu
 

200-24 Does Openness Predict Job Performance? Yes, on a Facet Level!

This study investigated Openness to Experience on a facet level. In line with our hypotheses, we found internal structure of Openness to be characterized by two subdimensions we labeled perceptual and epistemic. For the latter, criterion-related validity of .21 was found, indicating substantial value for research and practice.

Patrick Mussel, University of Hohenheim

Carolin Winter, University of Hohenheim

Petra Gelleri, University of Hohenheim

Heinz Schuler, University of Hohenheim

Submitter: Heinz Schuler, schuler@uni-hohenheim.de
 

200-25 The Role of Traitedness in the Contextualization of Personality Assessments

The purpose of this study is to explore an alternative explanation for the increased validity of context-specific personality measures over generic measures. The effect of providing a work and academic frame of reference was compared for traited versus untraited participants in order to test for differential relationships with relevant criteria.

Tiffany Smith, University of South Florida

Submitter: Tiffany Smith, tnb@mail.usf.edu
 

200-26 HEXACO Personality Traits and Job Performance

The personality–job performance relationship was tested based on the 6-dimensional HEXACO personality model. Employees in Singapore described their personality using the HEXACO personality inventory. Supervisors rated task performance and interpersonal facilitation. Results from 229 employee–supervisor dyads showed that conscientious and nonemotional employees had higher task performance and interpersonal facilitation.

Klaus J. Templer, Nanyang Technological University

Submitter: Klaus Templer, akjtempler@ntu.edu.sg
 

200-27 A Comparison of General and Work-Specific Measures of Core Self-Evaluations

Using 2 independent samples, the current research found that work-specific core self-evaluation (CSE) generally did not yield significantly stronger relationships with work-related criteria than general CSE did. However, we found consistent evidence that work-specific CSE predicted work-related criteria after controlling for general CSE.

Qiang Wang, Wright State University

Kellie King, Old Dominion University

Han Ying Tang, Huazhong Normal University

Nathan A. Bowling, Wright State University

Submitter: Qiang Wang, talenttree@gmail.com
 

200-28 Comparing MMPI-2, PRF-E, and CRT-A Law Enforcement Applicant Scores

Psychological assessment is both a necessary and burgeoning enterprise in law enforcement. Historically, the MMPI-2 is the most widely used instrument in this industry. Normative and comparative job applicant data are provided for this and 2 other measures to further knowledge about other potential assessments for the researcher and practitioner.

Nathan E. Wiita, Georgia Institute of Technology

Katherine A. Schnure, Georgia Institute of Technology

Lawrence R. James, Georgia Institute of Technology

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

200-29 Navy SEALS BUD/S Training: Predicting Success With Conditional Reasoning

The conditional reasoning (CRT-RMS) measurement system was validated against a pass/fail criterion in Navy SEALS BUD/S training. The CRT-RMS has previously predicted persistent behavior in field and laboratory studies. Results in this investigation were consistent with previous research, as a .305 cross validity coefficient was obtained.

Nathan E. Wiita, Georgia Institute of Technology

Tiffany L. Kelly, Georgia Institute of Technology

Hye Joo Lee, Georgia Institute of Technology

Mary Ann Wright, Georgia Institute of Technology

James C. Whanger, University of Tennessee

Lawrence R. James, Georgia Institute of Technology

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


201. Symposium/Forum: 3:30 PM–4:50 PM  
Grand Ballroom A

User Reactions to and Perceptions of Computer-Mediated Assessment Tools

Despite the widespread use of computer-based assessment systems, much remains to be understood about how users perceive these systems. In this session, we explore the reactions and perceptions of test takers and test administrators to computer-mediated (e.g., online, computer mediated) systems and discuss their implications for practice.

Apryl Rogers Brodersen, Metro State College of Denver, Chair

Christine Murphy, Taleo, Co-Chair

Gary Giumetti, Clemson University, Laurie E. Wasko, HumRRO, Evan F. Sinar, Development Dimensions International, Mediated Pathways Linking Internet Testing Features, Applicant Reactions, and Outcomes

Sara L. Gutierrez, PreVisor, Comparing Examinee Reactions to Multimedia and Text-Based Simulation Items

Mark H. Strong, Jeanneret & Associates, Inc., Perceptions of Online Testing: A View From Inside the Organization

Apryl Rogers Brodersen, Metro State College of Denver, Christine Murphy, Taleo, Applicant Perceptions of Online Assessment and the Companies Using Them

Aarti Shyamsunder, Infosys Leadership Institute, Elizabeth A. McCune, Portland State University, Using Multiple Perspectives to Enhance Utility of Online Hiring Tools

Nathan J. Mondragon, Taleo, Discussant

Submitter: Apryl Rogers Brodersen, aprylr@gmail.com
 


202. Symposium/Forum: 3:30 PM–4:50 PM  
Grand Ballroom B

Adapting Performance Management Systems to Changing Times

Most organizations utilize performance management systems to align, assess, enhance, and reward employee job performance. Because organizations constantly change, their PM systems need to evolve accordingly. Representatives from 4 organizations share how they adapted their PM systems to anticipate, support, or respond to organization change.

John Peter Hudson Jr., Freescale Semiconductor, Chair

John Peter Hudson Jr., Freescale Semiconductor,  Leveraging Performance Management To Support Freescale's Transformation Efforts

Jolene L. Skinner, Dell, Inc., Upgrading Dell’s Performance Management System

Christina Eisinger, CA, Inc, Performance Management: Changes to CA’s Practice

Jessica L. Saltz, PepsiCo, Allan H. Church, PepsiCo, Tina Zagrobelny, PepsiCo Inc., Michael D. Tuller, University of Connecticut, Erica I. Desrosiers, PepsiCo, Evolving PepsiCo’s PM Process: Putting the PEOPLE Into Performance

Manuel London, SUNY-Stony Brook, Discussant

Submitter: John Peter Hudson Jr., pete.hudson@freescale.com


203. Symposium/Forum: 3:30 PM–4:50 PM  
Grand Ballroom C

Character: What Is It Good for?

Character and leadership has been recently brought to the forefront in both academic and real-world matters. Practitioners and academicians are brought together to share character-based research and show some likely elements of character, important antecedents, and outcomes of character and stimulate future discussion and research around this important topic.

Randall H. Lucius, Turknett Associates, Chair

Elizabeth Scharlau Roling, University of Georgia, Randall H. Lucius, Turknett Associates, Assessing and Predicting Character in Leadership

John J. Sosik, Pennsylvania State University-Great Valley, John Juzbasich, Pennsylvania State University, Jae Uk Chun, Korea University Business School, Moral Reasoning and Charismatic Leadership: A Multisource Examination

Lauren S. Harris, Turknett Leadership Group, William A. Gentry, Center for Creative Leadership, Leadership Character, Perceptions of Performance, and Derailment

Sarah Strang, Development Dimensions International (DDI), Karl W. Kuhnert, University of Georgia, Narcissism and Ethical Context: Effects on Leadership

George P. Hollenbeck, Hollenbeck Associates, Discussant

Submitter: Randall Lucius, rlucius@turknett.com
 


204. Symposium/Forum: 3:30 PM–4:50 PM  
Grand Ballroom D

Automated T&E Questionnaires: Practical Outcomes and Development Considerations

Many federal agencies use automated task- and competency-based questionnaires (self-ratings of training and experience) to assess applicants. This session examines the extent to which improved practices in questionnaire development can result in better psychometric and practical outcomes, as well as situations in which these questionnaires can be most useful.

Margaret G. Barton, U.S. Office of Personnel Managment, Chair

Margaret G. Barton, U.S. Office of Personnel Management, Joyce Bisges, U.S. Office of Personnel Management, Anne E. Holloway-Lundy, U.S. Office of Personnel Management, Practical Outcomes Associated With Use of Automated Questionnaires at OPM

Sarah Agarwal, U.S. Customs and Border Protection, Henry H. Busciglio, U.S. Customs and Border Protection, Julia A. Leaman, U.S. Department of Homeland Security, Temea Simmons-Collins, U.S. Department of Homeland Security, Patrick J. Curtin, U.S. Customs and Border Protection, Sharron C. Thompson, Customs and Border Protection, Self-Report Task-Based Assessment Questionnaires: Understanding the Practical Outcomes

Anthony S. Boyce, Aon Consulting, Lycia A. Carter, Aon Consulting, Alana B. Cober, Transportation Security Administration, Micah Montanari, Transportation Security Administration, Ruth Quinones, Transportation Security Administration, Practical Implications of Using a Narrative Review Process With T&Es

Frederick J. Panzer, Monster Government Solutions, Timothy Lagan, Monster Government Solutions, John Milatzo, Monster Government Solutions, Restructuring of a Large-Scale T&E Library: Outcomes and Lessons Learned

Edward L. Levine, University of South Florida, Discussant

Submitter: Margaret Barton, mgbarton@opm.gov


205. Panel Discussion: 3:30 PM–4:50 PM  
Salon A

A Discussion of Current Research on Multiteam Systems

The panel consists of experts in team research, all of whom have channeled their academic endeavors to study multiteam systems (MTS) or fund MTS research. Panelists will discuss their research programs, important new research questions, and challenges associated with studying MTSs.

Michelle A. Marks, George Mason University, Chair

John E. Mathieu, University of Connecticut, Panelist

John R. Hollenbeck, Michigan State University, Panelist

Leslie A. DeChurch, University of Central Florida, Panelist

Stephen J. Zaccaro, George Mason University, Panelist

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

Submitter: Michelle Marks, mmarks@gmu.edu
 


206. Special Events: 3:30 PM–4:50 PM  
Salon B

The Science–Practice Gap: A Fishbowl Exercise Focused on Changing the Future

The science–practice gap remains a concern. This fishbowl exercise brings 2 teams of researchers and practitioners together to identify issues, confront barriers, challenge each other, and reach some consensus on ways to integrate our field into a team. Teams will question each other, searching for common ground and workable steps for change. The goal is to identify barriers, establish a problem-solving environment, and make recommendations for bridging the gap.

Rob F. Silzer, HR Assess & Develop/Baruch-CUNY, Chair

Milton Hakel, Bowling Green State University, Presenter

James L. Farr, Pennsylvania State University, Presenter

Eduardo Salas, University of Central Florida, Presenter

P. Richard Jeanneret, Valtera, Presenter

Lise M. Saari, New York University, Presenter

Richard T. Cober, Marriott International, Discussant

Submitter: Rob Silzer, robsilzer@prodigy.net
 


207. Symposium/Forum: 3:30 PM–5:20 PM   Salon C
Age in the Workplace: Positive Implications of an Older Workforce

Although age in the workplace research often focuses on the negative implications of an aging workforce, this session gathers research with positive implications for older workers. Research presented in this session suggests that older workers are engaged, respected, and reliable and are perceived favorably as leaders.

Lindsey M. Kotrba, Denison Consulting, Chair

Boris B. Baltes, Wayne State University, Presenter

Amy Young, University of Michigan, Lindsey M. Kotrba, Denison Consulting, Do Older Leaders Make Better Leaders? Comparing Leadership

Tara K. McClure, Wayne State University, Brad A. Chambers, Aon Consulting, Driving Engagement Among Older and Younger Workers

Sandy Lim, National University of Singapore, Alexia Lee, National University of Singapore, Receiving Respect in the Workplace: The Advantage of Age

Anne C. Bal, Wayne State University, Abigail E. Reiss, Wayne State University, Cort W. Rudolph, Wayne State University, Boris B. Baltes, Wayne State University, A Meta-Analysis of Positive and Negative Aspects of Ageism

Jeanette N. Cleveland, Pennsylvania State University, Discussant

Submitter: Lindsey Kotrba, lkotrba@denisonculture.com
 


208. Symposium/Forum: 3:30 PM–4:50 PM  
Salon D

Leadership and Diversity: Science Meets Practice

This symposium focuses on leadership strategies for managing diversity and how science and practice, working together, can create more inclusive organizations. Presentations will focus on supervisor and senior manager support, addressing even subtle forms of inequities that may affect minority employees and implementing research findings into successful leadership development programs.

Lynn R. Offermann, George Washington University, Chair

Tessa Basford, George Washington University, Lynn R. Offermann, George Washington University, Philip Wirtz, George Washington University, The Impact of Leadership Ssupport on Minority and Nonminority Retention

Sumona Basu, George Washington University, Tessa Basford, George Washington University, Lynn R. Offermann, George Washington University, Raluca Graebner, George Washington University, Salman A. Jaffer, George Washington University, Can Leader Behavior Reduce Perceptions of Racial Microaggressions at Work?

Adam B. Malamut, Marriott International, Inc., Maruiel Perkins-Chavis, Marriott International, Inc., Putting Diversity Science Into Leadership Practice: Marriott’s Leadership Development/Accountability System

Bernardo M. Ferdman, Alliant International University, Discussant

Submitter: Lynn Offermann, lro@gwu.edu
 


209. Panel Discussion: 3:30 PM–4:50 PM  
Salon E

Navigating the Beltway: Early Career Path Perspectives From Washington Insiders

This panel discussion brings together 6 Washington D.C. I-O practitioners representing varied applied career paths. The panel’s focus is to help graduate students and job seekers gain insight into the options for applied career paths and provide a realistic perspective and open forum to discuss early career decisions.

Robin Greenhalgh, George Mason University, Chair

Kristin M. Olson, Booz Allen Hamilton, Panelist

Courtney L. Morewitz, Marriott International, Inc., Panelist

Kevin Smith, PDRI, Panelist

Marni Mankuta, Fields Consulting Group, Inc., Panelist

Ashley Agerter, Federal Management Partners, Panelist

Submitter: Kristin Olson, olson_kristin@bah.com
 


210. Roundtable Discussion/Conversation Hour: 4:30 PM–5:20 PM  
203

The SHRM HR Education Survey: 2010 Update and Roundtable

Human resources (HR) education has implications for I-O psychologists’ abilities to introduce best practices as business strategy. This panel will provide an update to work Society for Human Resource Management HR Education Survey and use those results to facilitate a discussion about the role of I-O psychology in HR education.

Alexander Alonso, American Institutes for Research, Host

Deb Cohen, Society for Human Resources Management, Host

Lorin M. Mueller, American Institutes for Research, Host

Gary P. Latham, University of Toronto, Host

Submitter: Lorin Mueller, lmueller@air.org
 


211. Special Events: 4:30 PM–5:20 PM  
208-209

Temporal Illusions in Cross-Sectional Research

Lack of progress in time-based research is attributed to researchers’ belief that cross-sectional research can reveal relations between variables over time. A discussion of mediator and moderator models supported by empirical examples shows that this is an illusion. There is no cross-sectional substitute to the study of time in I-O psychology.

Robert A. Roe, University of Maastricht, Presenter

Submitter: Robert Roe, r.roe@maastrichtuniversity.nl
 


212. Special Events: 4:30 PM–5:20 PM  
Crystal Ballroom C/D

Do You Tweet? Social Media and the Implications for I-O Psychology

Social media participation has exploded, particularly in business applications. Twitter has become a vital tool for HR and PR. Participation in Facebook and LinkedIn even positively impact financial results. How can I-Os participate in the rapidly changing social media environment? What are the implications to some of our traditional approaches?

Mariangela Battista, OrgVitality LLC, Chair

Andrea S. Goldberg, OrgVitality LLC, Presenter

Submitter: Mariangela Battista, battistam@optonline.net
 


213. Posters: 4:30 PM–5:20 PM  
Galleria

Judgment/Decision Making & Training

213-1 Effect of Supervisors’ Personality on Evaluations of Subordinate Effectiveness

This study investigated how supervisor personality directly influences judgments of employee effectiveness. Relationships between personality and judgments of effectiveness for work behaviors were assessed via a policy-capturing design. Results show partial support for the idea that supervisors value trait-expressive work behaviors more when they possess elevated levels of those traits.

Matthew L. First, Central Michigan University

Andrew B. Speer, Central Michigan University

John A. Coaster, Central Michigan University

Neil D. Christiansen, Central Michigan University

Submitter: Matthew First, first1ml@cmich.edu
 

213-2 Antecedents to Escalation of Commitment: A Meta-Analysis

Over the past 30 years researchers have attempted to understand the escalation of commitment phenomenon. This meta-analysis reviews research investigating antecedents to escalation of commitment and suggests directions for future research.

Lisa M. Victoravich, University of Denver

Paul Harvey, University of New Hampshire

Submitter: Paul Harvey, paul.harvey@unh.edu
 

213-3 Investigating the Relationship Among Political Skill, Trust, and Negotiation Outcomes

This study examined the relationship among trust, political skill, and negotiation outcomes. The actor-partner interdependence model was utilized to analyze effects. Actor trust was found to be a significant positive predictor of negotiation skill. Additional findings, implications of the present research, and future directions are discussed.

J. Fred Lamia, St. Louis University

Edward J. Sabin, St. Louis University

Richard D. Harvey, St. Louis University

David M. Kaplan, St. Louis University

Submitter: J. Fred Lamia, jlamia@slu.edu
 

213-4 A Criterion-Related Validation Study of the Advice-Seeking Tendency Scale

This study examined the criterion-related validity of the Advice-Seeking Tendency Scale, a measure assessing the propensity to seek advice when making a decision. Findings indicated that the Advice-Seeking Tendency Scale does predict people’s actual advice-seeking behavior in a price estimation task. Implications of the results are discussed.

Shuang Yueh Pui, Bowling Green State University

Margaret E. Brooks, Bowling Green State University

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

213-5 Understanding the Individual-Level Adaptation Process: A Dynamic Approach

This study proposed a dynamic adaptation model. A 4 (warning) X 2 (change) between-subjects design with repeated measures was used to evaluate hypotheses using multilevel modeling as the analytic approach. As predicted, the change manipulation impacted performance, switching, and process reactions. Unexpectedly, hypotheses testing trait predictors were not supported.

Tara A. Rench, Michigan State University

Submitter: Tara Rench, renchtar@msu.edu
 

213-6 A Multitrait–Multimethod Approach to Isolating Judgment From Situational Judgment

Researchers question what is measured by situational judgment tests (SJTs). The position of this study is that SJTs are both measures and constructs. Using the multitrait-multimethod design, this study hypothesized that a judgment construct would be found. Results did not support the hypothesis. Implications for SJTs are discussed.

Nicholas P. Salter, Ramapo College of New Jersey

Scott Highhouse, Bowling Green State University

Submitter: Nicholas Salter, nsalter@ramapo.edu
 

213-7 Working Memory as a Predictor of Error Capture and Monitoring

This paper explored the relationship between working memory and actual and estimated performance on a 240-trial perceptual task requiring “yes/no” responses. Only the memory updating function predicted both errors committed and errors estimated. Results suggest that working memory may affect error capture and monitoring in perceptual tasks.

Kraig L. Schell, Angelo State University

Ashley L. McIntyre, Angelo State University

Kenneth J. Smith, Angelo State University

Garolyn E. Jergins, Angelo State University

Sarah Garcia, Angelo State University

Katy A. Gaddis, Angelo State University

Steven P. Apodaca, Angelo State University

Submitter: Kraig Schell, kraig.schell@angelo.edu
 

213-8 Control Charts: Minimizing Fundamental Attribution Error in Appraisal Decisions

Neither appraisals based on objective outcomes nor translation of appraisals to rewards/sanctions has received much attention. The fundamental attribution error (Ross. 1997) is utilized to examine appraisal decisions. Portraying objective data in control charts may reduce correspondence bias and increase appraisal decision quality.

Thomas H. Stone, Oklahoma State University

I. M. Jawahar, Illinois State University

Ken Eastman, Oklahoma State University

Gabi Eissa, Oklahoma State University

Submitter: Thomas Stone, tom.stone@okstate.edu
 

213-9 Effects of Precise Salary Offers on Counteroffers and Perceptions

This study investigated whether precise salary offers would lead to smaller counteroffers and more negative perceptions of the negotiation compared to general salary offers. Results indicated that precise salary offers lead to smaller counteroffers than general salary offers, but no differences were found on perceptions of the negotiation.

Todd J. Thorsteinson, University of Idaho

Submitter: Todd Thorsteinson, tthorste@uidaho.edu
 

213-10 Self-Regulatory Control and Moral Behavior in the Workplace

This theoretical research integrates the theory of planned behavior and social cognitive self-control mechanisms, and, based on that integration, propositions are made about potential moderating effects of individual differences in self-regulatory capacities in the relationship between moral belief, intention, and behavior in the workplace.

R. Anthony Turner, University of British Columbia

Submitter: R. Anthony Turner, anthony.turner@sauder.ubc.ca
 

213-11 Felt Stress Mediates the Relationship Between Stressors and Performance

The challenge/hindrance stress literature has focused on the qualitative differences of the stressors leading to differential outcomes. However, we predict that it is the perceptions of the different stressors that lead to differences in effort and performance through the appraisal of stressors (i.e., felt stress).

Julia S. Walsh, Auburn University

Bryan D. Edwards, Oklahoma State University

Ana M. Franco-Watkins, Auburn University

Travis Tubre’, University of Wisconsin-River Falls

Submitter: Julia Walsh, jsw0002@auburn.edu
 

213-12 Perceptions of Procedural Justice in Compensation Negotiation

Several variables were examined in relation to propensity to negotiate compensation. Justice, need for achievement, need for power, and salary valence are positively related to propensity to negotiate. Power and salary valence positively related to perceptions that salary negotiation is fair. Four subgroups of negotiators were revealed.

Judith L. Van Hein, Middle Tennessee State University

Kimberly Sue Wilson, University of Tulsa

Michael B. Hein, Middle Tennessee State University

Submitter: Judith Van Hein, jvanhein@mtsu.edu
 

213-13 Feedback Timing in Team Training: Moderating Effects of Goal Orientation

This study examined the impact of providing feedback either during or after a simulation-based team training exercise. Results indicated no differences with respect to acquisition performance; however, postexercise feedback led to superior retention performance. This effect was strongest for teams whose members were higher in learning goal orientation.

Randolph Astwood, Department of the Navy

Kimberly A. Smith-Jentsch, University of Central Florida

Submitter: Randolph Astwood Jr., lehighacres23@yahoo.com
 

213-14 Generational Differences in Training-Related Variables and Outcomes

This study examined generational differences in dispositional and attitudinal antecedents of posttraining motivation to transfer. Results show that Millennials (individuals born after 1980) report higher levels of transfer motivation, motivation to learn, and proactive personality. Generational membership also interacts with training outcome predictors to influence motivation to transfer.

Emily David, University of Houston

Ari A. Malka, University of Houston

Christiane Spitzmueller, University of Frankfurt/University of Houston

Crystal Gully, Texas A&M University

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

213-15 Behavior Modeling and Complex Skill Acquisition: Coping Versus Mastery Models

We compared 2 forms of behavior modeling training (BMT)—coping and mastery—regarding training on a complex computer simulation involving cognitive and psychomotor demands. Results showed benefits for BMT compared to control conditions, and the differential benefits of the 2 BMT conditions differed depending on evaluation criteria (e.g., skill generalization).

Paul R. Boatman, Development Dimensions International, Inc.

Eric A. Day, University of Oklahoma

Lauren E. McEntire, Kenexa

Matthew J. Schuelke, University of Oklahoma

Xiaoqian Wang, University of Oklahoma

Vanessa K. Kowollik, Kenexa

Submitter: Eric Day, eday@ou.edu
 

213-16 The Interaction Between Ability and Training Structure: A Meta-Analysis

This meta-analysis integrated 51 studies to address the viability of aptitude-treatment interactions (ATIs) for organizationally relevant training. The focus was on the interaction between GMA and the structure of training programs. Results indicated that small ATIs exist but that the effects vary in size and nature depending on the criterion.

Vanessa K. Kowollik, Kenexa

Eric A. Day, University of Oklahoma

Xiaoqian Wang, University of Oklahoma

Matthew J. Schuelke, University of Oklahoma

Michael G. Hughes, University of Oklahoma

Submitter: Eric Day, eday@ou.edu
 

213-17 The Effects of Feedback Type on Task Performance Over Time

The purpose of this study was to use a multilevel modeling approach to model individual performance trajectories, while examining feedback type (i.e., task, outcome, process feedback) as an interindividual predictor of performance change. Results revealed that task feedback predicted intercept and slope variance and process feedback predicted slope variance.

Kristin M. Delgado, Select International/Wright State University

Debra Steele-Johnson, Wright State University

David M. LaHuis, Wright State University

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

213-18 Ending the Negative Effects of Remedial Training Through Word Choices

This study examined the effects of framed messages during remedial training interventions on training outcomes. Participants were randomly assigned to 2 differently framed remedial training programs (gain- and loss-framed training). Results indicated that placing participants in gain-framed training affects training outcomes differently than loss-framed training.

Adam J. Massman, Michigan State University

Submitter: Adam Massman, massmana@msu.edu
 

213-19 Negative Pretraining Events and Personality Interact to Affect Training Motivation

This study investigates the interactions between negative pretraining events and personality on training motivation. Data from 208 employees participating in a training program demonstrated that negative pretraining events interacted with achievement striving, ideas, values, competence, and proactivity to influence training motivation.

Elizabeth A. McCune, Portland State University

Donald M. Truxillo, Portland State University

Talya N. Bauer, Portland State University

Mo Wang, University of Maryland

Submitter: Elizabeth McCune, mccunee@pdx.edu
 

213-20 Workforce Preparation: Academic Attitudes and Their Antecedents

We examined academic attitudes and their antecedents as an aspect of workforce preparation. Results provided support for the posited model, revealing relationships among the Big 5 personality factors, personal growth, goal clarity, readiness to change, and academic attitudes. A better understanding of antecedents of attitudes can enhance educational intervention effectiveness.

Anupama Narayan, University of Tulsa

Debra Steele-Johnson, Wright State University

Julie Steinke, Wright State University

Submitter: Anupama Narayan, anupama-narayan@utulsa.edu
 

213-21 Developing the Unemployed: The Role of Trainee Goal Orientation

One hundred one unemployed adults received work readiness training. Trainees higher on avoid goal orientation made less efficient progress, whereas those higher on prove goal orientation achieved higher posttraining scores on basic competencies, and those higher on learning goal orientation showed greater improvement on a complex work simulation.

Mary Jane Potocnik, University of Central Florida

Kimberly A. Smith-Jentsch, University of Central Florida

Carollaine M. Hall, University of Central Florida

Charyl St. Yarbrough, Heldrich Center for Workforce Development

Submitter: Mary Jane Potocnik, maryjane@knights.ucf.edu
 

213-22 The Impact of Forming Implementation Intentions on Training Effectiveness

The study examined the contribution of forming of implementation intentions on the effectiveness of training. Results from both lab and field experiments show that participants who form implementation intentions apply acquired skills sooner and to a greater degree than participants who only rehearse the goal of the training.

Shlomit Friedman, Tel Aviv University

Simcha Ronen, Tel Aviv University

Submitter: Simcha Ronen, ronens@post.tau.ac.il
 

213-23 Massed Versus Semi-Spaced Long-Term Training in Organizational Settings

Experimental research has suggested spaced learning is more effective than massed learning, but little research has been conducted in organizations. This study examines how to implement semispaced training in organizations as well as compare this design to massed training. Results show better outcomes in the semispaced condition for some criteria.

Nicholas P. Salter, Ramapo College of New Jersey

Tiffany R. Ripley, Northern Kentucky University

William Shepherd, Huntington National Bank

Submitter: Nicholas Salter, nsalter@ramapo.edu
 

213-24 Measurement Invariance in Training Evaluation: Old Question, New Context

This study was conducted to determine the equivalence of parallel Web-based training evaluations and paper-and-pencil evaluations of a training intervention. Item response theory (IRT) analyses were employed to evaluate the possible differences between the 2 survey mediums.

Jack W. Stoughton, North Carolina State University

Amanda L. Gissel, North Carolina State University

Andrew Clark, North Carolina State University

Thomas J. Whelan, North Carolina State University

Submitter: Jack Stoughton, jwstough@ncsu.edu
 

213-25 Evaluation of a Training Program for Direct Care Workers

We report on an evaluation of a competency-based, on-the-job training program for low-wage direct care workers in assisted living. Participants indicated that they are satisfied with and value the training. Furthermore, they reported improvements in care giving self-efficacy, perceptions of support, and satisfaction with management. Self-efficacy contributed to career aspirations.

Diana L. White, Portland State University

David Cadiz, Portland State University

Donald M. Truxillo, Portland State University

Submitter: Donald Truxillo, truxillod@pdx.edu