||Indicates Saturday Track Theme Session.
214. Symposium/Forum: 8:00 AM–9:50 AM
Frame-of-Reference Effects in Personality Assessment: New Techniques and Directions
A growing trend in personality assessment has been to examine personality in contextualized frames of reference. Five papers are presented examining new directions and approaches to contextualized personality assessment. Collectively, the studies identify new avenues of research and considerations in developing and assessing personality in specific frames of reference.
Nathan A. Bowling, Wright State University, Chair
Gary N. Burns, Wright State University, Co-Chair
Nathan A. Bowling, Wright State University, Gary N. Burns, Wright State University, Comparison of Work-Specific and General Personality in Predicting Work Criteria
John A. Coaster, Central Michigan University, Neil D. Christiansen, Central Michigan University, Jeremy A. Henson, Central Michigan University, Chet Robie, Wilfrid Laurier University, Robert P. Tett, University of Tulsa, Effects of Contextualizing Personality on the Prediction of Work Attitudes
Mark N. Bing, University of Mississippi, Kristl Davison, University of Mississippi, The Frame-of-Reference Effect in Conditional Reasoning Tests
Rustin D. Meyer, Georgia Institute of Technology, A Taxonomy of Work Situations to Focus Frame-of-Reference Personality Tests
Noam Weinblatt, Tel Aviv University, Daniel Heller, Tel Aviv University, Hila Rahimim Engel, Tel Aviv University, Role of Consistency in Employee Well-Being: An Experience Sampling Study
Eric D. Heggestad, University of North Carolina Charlotte, Discussant
Submitter: Gary Burns, email@example.com
215. Roundtable Discussion/Conversation Hour: 8:00 AM–9:50 AM
An Applicant Reactions Research Incubator: Expanding the Cross-Cultural Frontier
This research incubator forum encourages individuals with mutual interests within an applicant reactions paradigm to combine efforts to expand cross-cultural research. During the session, participants will work with facilitators (Julie McCarthy, Donald Truxillo, Talya Bauer, Cornelius König, Neil Anderson) to design and conduct cross-cultural studies in the area.
Julie M. McCarthy, University of Toronto, Host
Donald M. Truxillo, Portland State University, Host
Talya N. Bauer, Portland State University, Host
Cornelius J. König, University of Zurich, Host
Neil R. Anderson, University of Amsterdam, Host
Submitter: Julie McCarthy, firstname.lastname@example.org
216. Symposium/Forum: 8:00 AM–9:50 AM
Workplace Mistreatment: Advances on Understanding Perpetration, Effects, and Interventions
Incivility and sexual harassment are detrimental behaviors to organizational functioning, yet many inquiries into the perpetration, victimization, and prevention of such behaviors still exist. The 5 papers in the present symposium seek to address some of these inquiries and provide both researchers and practitioners with future directions.
Timothy J. Bauerle, University of Connecticut, Co-Chair
Nicole Johnson, University of Connecticut, Co-Chair
Vicki J. Magley, University of Connecticut, Co-Chair
Nicole Johnson, University of Connecticut, Jessica A. Gallus, Booz Allen Hamilton, Vicki J. Magley, University of Connecticut, The Role of Popularity in Workplace Incivility Perpetration and Victimization
Amanda D. Pesonen, Texas A&M University, Kathi N. Miner-Rubino, Texas A&M University, Incivility Spirals and Political Orientation During the 2008 Presidential Election
M. Sandy Hershcovis, University of Manitoba, Julian I. Barling, Queen’s University, Comparing Outcomes of Sexual Harassment and Workplace Aggression: A Meta-Analysis
Valerie J. Morganson, Old Dominion University, Heather M. Lauzun, Old Dominion University, Debra A. Major, Old Dominion University, Customer Sexual Harassment: Ex-panding the Nomological Network and Examining Support
Benjamin M. Walsh, University of Connecticut, Timothy J. Bauerle, University of Connecticut, Vicki J. Magley, University of Connecticut, Effects of Climate and Pessimism on Sexual Harassment Training Motivation
Submitter: Timothy Bauerle, email@example.com
217. Symposium/Forum: 8:00 AM–9:50 AM
High-Risk Teams: Transferability of Findings Between Domains
In this symposium we will discuss the practical implications of recent findings on leadership, coordination, and shared cognition for team training in high-risk organizations, particularly with regards to the transferability of findings from one field to the other, and discuss related methodical issues in behavioral research.
Michaela Kolbe, ETH Zurich, Chair
Nadine Bienefeld-Seall, ETH Zurich, Co-Chair
Gudela Grote, ETH Zurich, Co-Chair
Nadine Bienefeld-Seall, ETHâ€ˆZurich, Gudela Grote, ETH Zurich, Leading One Another Towards Safety: Shared Leadership in Airline Crews
Scott I. Tannenbaum, Group for Organizational Effectiveness, Measuring and Building Shared Cognitions and Teamwork in Applied Settings
Michaela Kolbe, ETH Zurich, Barbara Kuenzle, ETH Zurich, Enikö Zala-Mezö, Paedagogische Hochschule Zurich, Johannes Wacker, University Hospital Zurich, Spahn R. Donat, University Hospital Zurich, Gudela Grote, ETH Zurich, “Talking to the Room” Facilitates Effective Coordination in Anesthesia Crews
Christopher Fredette, Carleton University, Mary J. Waller, York University, Development of Team Coordination: An Investigation Using Simulation and Pattern Analysis
Steve W. J. Kozlowski, Michigan State University, Discussant
Submitter: Michaela Kolbe, firstname.lastname@example.org
218. Interactive Posters: 8:00 AM–8:50 AM
Attendance and Withdrawal: Slacker Spotting
Mindy Bergman, Texas A&M, Facilitator
218-1 The Influence of Weather on the Motivation to Attend
This study investigates the relationship between weather, job attitudes, and absenteeism. Favorable weather as well as unfavorable weather was associated with more absenteeism (U-shaped relationship). Furthermore, optimal weather (e.g., warm and low precipitation) strengthened the negative absenteeism-job satisfaction relationship; whereas, snowfall also strengthened the negative absenteeism-job satisfaction link.
David D. Fried, Ohio University
Myroslav Gerasymchuk, Ohio University
Sean Robinson, Ohio University
Nicole Gullekson, Ohio University
Charles Ritter, Ohio University
Allison Tenbrink, Ohio University
Marcus J. Fila, Ohio University
Peter W. Hom, Arizona State University
Rodger W. Griffeth, Ohio University
Submitter: Rodger Griffeth, email@example.com
218-2 Meditational Effects of Burnout on the Job Satisfaction–Family Satisfaction Relationship
This study examined the effect of job satisfaction on family and life satisfaction through the meditational role of burnout. Results provide support for the notion that work-related perceptions can affect family life through the spillover of chronic work-related strain.
William R. King, University of Houston
Prema Ratnasingam, University of Houston
Travis Cheramie, University of Houston
Submitter: William King, firstname.lastname@example.org
218-3 Testing Competing Models of Interrelationships Between Withdrawal Behaviors: A Meta-Analysis
There are a number of different theoretical models of the interrelationships between voluntary lateness, absenteeism, and turnover. We provided updated meta-analytic estimates of the interrelationships between these 3 withdrawal behaviors. Corrected lateness–absenteeism (.41) and absenteeism–turnover (.26) correlations exceeded the lateness–turnover (.08) correlation, providing support for a progression of withdrawal model.
Ariel Lelchook, Wayne State University
Malissa A. Clark, Wayne State University
Christopher M. Berry, Texas A&M University
Submitter: Ariel Lelchook, email@example.com
218-4 A Self-Determination Perspective on Turnover: Examining Personality and Context Predictors
Data from 817 employees on 115 teams reveal that a team member’s psychological empowerment mediated the interactive effect of team leader’s autonomy support and its differentiation, the interactive effect of peers’ autonomy support and its differentiation, and the main effect of the member’s autonomy orientation on his turnover.
Dong Liu, University of Washington
Shu Zhang, Columbia Business School
Lei Wang, Xi’an Jiao Tong University
Thomas W. Lee, University of Washington
Submitter: Dong Liu, firstname.lastname@example.org
219. Symposium/Forum: 8:00 AM–9:50 AM Crystal Ballroom C/D
Human Resource Management Interventions for Innovation
This session will focus on HRM interventions for innovation. Brief presentations from practitioners and academics will be made on (a) performance management and training, (b) managing creative teams, (c) using 360 for organizational climate change, and (d) models to assess organizational outcomes from such initiatives.
Ginamarie Ligon, Villanova University, Chair
Holly K. Osburn, Oklahoma Christian University, Andrew Bedford, Oklahoma Christian University, Ginamarie Ligon, Villanova University, Aliyah Edwards, Villanova University, Kelly Scherer, Purdue University, Lisa Panik, Villanova University, Erica A. Bruno, Villanova University, Melissa Doran, Villanova University, Jeanine DiDomenico, Villanova University, Appraising and Developing Performance in Innovative Positions
Sam T. Hunter, Pennsylvania State University, Scott E. Cassidy, Pennsylvania State University, Christian Thoroughgood, Pennsylvania State University, Leading Innovative Teams
Patrick Gavan O’Shea, Human Resources Research Organization, Matthew T. Allen, Human Resources Research Organization, Joyce D. Grignon, Office of the Director of National Intelligence, Charles Keil, Office of the Director of National Intelligence, Organizational Innovation Through 360-Degree Feedback
Jazmine E. Boatman, Developmental Dimensions Incorporated, Measuring the Effectiveness of HR Interventions for Innovation: Mission Possible
David F. Bush, Villanova University, Discussant
Submitter: Ginamarie Ligon, email@example.com
220. Symposium/Forum: 8:00 AM–9:50 AM
Grand Ballroom C
Meta-Analysis and Beyond: Extending the EI Nomological Network
Enough data have accumulated to arrive at some meaningful conclusions about how emotional intelligence (EI) relates to job performance. Further basic research on cognitive processes associated with EI, and applied research with a broader criterion space are presented to advance knowledge of the constructs associated with this popular concept.
Robert G. Jones, Missouri State University, Chair
Ronald H. Humphrey, Virginia Commonwealth University, Ernest O’Boyle, Virgina Commonwealth University, The Three Streams of EI Research
Paul Deal, Missouri State University, Robert G. Jones, Missouri State University, David R. Englert, Air Force Office of Special Operations, EI and Personality: For Which Criteria Are There Increments?
Kevin E. Fox, St. Louis University, Vicki Tardino, AmarenUE, Patrick Maloney, St. Louis University, Brandon W. Smit, St. Louis University, Relationships of Trait and Ability EI With Leader 360 Ratings
Andrea Fischbach, Trier University, Philip W. Lichtenthaler, German Police University, Do Emotionally Intelligent Leaders Manage Emotions Wisely?
Catherine S. Daus, Southern Illinois University-Edwardsville, Discussant
Submitter: Robert Jones, RobertJones@missouristate.edu
221. Symposium/Forum: 8:00 AM–9:50 AM
Service Behaviors and Customer Reactions: Justice, Satisfaction, and Loyalty
Customer perceptions of fairness in their relationships with organizations greatly influence customer satisfaction and loyalty. This symposium presents a series of empirical papers by practitioners and academics that apply the principles of organizational justice theory to issues in the delivery of quality customer service.
Terri Shapiro, Hofstra University, Chair
Miriam T. Nelson, Aon Consulting, Co-Chair
Anna Chandonnet, Data Recognition Corporation, Kristofer J. Fenlason, Data Recognition
Corporation, Jennifer Vannelli, Data Recognition Corporation, Carrie Christianson DeMay, Data Recognition Corporation, I’m Sorry Please Come Back: An Exploration of Service Recovery
Miriam T. Nelson, Aon Consulting, Clifford R. Jay, Aon Consulting, Satisfaction Without Resolution: The Role of Service Behavior
Luciano Viera, Fors Marsh Group, Brian K. Griepentrog, Fors Marsh Group, Sean Marsh, Fors Marsh Group, When Good Service Is Fair Service in a Call Center
Terri Shapiro, Hofstra University, Kevin D. Masick, Hofstra University, The Impact of Explanations on Service Recovery: A Laboratory Study
Jennifer Nieman-Gonder, Farmingdale State College, William Metlay, Hofstra University, A Field Study of Organizational Justice in Customer Service
David Bowen, Thunderbird School of Global Management, Discussant
Submitter: Terri Shapiro, firstname.lastname@example.org
222. Debate: 8:30 AM–9:50 AM
Thugs and Drugs in the Workplace: Debating Employment Prescreening Procedures
Experts from academia and practice will debate issues regarding important but controversial prescreening procedures in employee selection: reference checks, criminal background checks, drug tests, and credit history checks. Debaters will address questions about utilizing each procedure, proffer expertise on proper validation techniques, and grapple with legal issues surrounding their use.
Eyal Grauer, APT, Inc., Moderator
Michael S. Henry, APT, Inc., Presenter
Arthur Gutman, Florida Institute of Technology, Presenter
Mike G. Aamodt, DCI Consulting Group, Presenter
Christina Norris-Watts, APT, Inc, Presenter
Submitter: Eyal Grauer, email@example.com
223. Symposium/Forum: 8:30 AM–9:50 AM
Explanatory Mechanisms and Boundary Conditions Underlying Assessment Center Validity
In recent years, assessment center research has primarily focused on evaluating construct-related validity at the expense of examining criterion-related validity issues. Presenters discuss research highlighting the conditions under which criterion-related validity will be maximized and factors that account for the relationship between assessment centers and effective management.
Brian J. Hoffman, University of Georgia, Chair
John P. Meriac, University of Missouri-St. Louis, Co-Chair
Sean Baldwin, University of Georgia, Sara E. Smith, Middle Tennessee State University, Understanding AC Criterion-Related Validity: The Neglected Role of Leader Vision
Cornelius J. König, University of Zurich, Anne M. Jansen, University of Zurich, Klaus G. Melchers, University of Zurich, Martin Kleinmann, University of Zurich, Michael Brändli, University of Zurich, Laura Fraefel, University of Zurich, Filip Lievens, Ghent University, Candidates who Correctly Identify Situational Demands Show Better Job Performance
Alecia Billington, Central Michigan University, Neil D. Christiansen, Central Michigan University, Effect of Removing Exercise Variance on Assessment Center Rating Validity
John P. Meriac, University of Missouri-St. Louis, Jacob S. Fischer, University of Missouri-St Louis, Brian J. Hoffman, University of Georgia, Assessment Center Validity: A Meta-Analysis of Contextual and Methodological Moderators
Deborah E. Rupp, University of Illinois at Urbana-Champaign, Discussant
Submitter: John Meriac, firstname.lastname@example.org
224. Symposium/Forum: 8:30 AM–9:50 AM
Dynamics of Contemporary Career Success
Organizational changes of the past few decades have led to changes in the way many individuals pursue and evaluate their careers. In an effort to keep the careers literature in step with modern careers, this symposium brings together 4 papers that address dynamics associated with contemporary career success.
Kristen M. Shockley, University of South Florida, Co-Chair
Peter A. Heslin, Southern Methodist University, Co-Chair
Kristen M. Shockley, University of South Florida, Heather Ureksoy, University of South Florida, Ozgun B. Rodopman, Bogazici University, Laura Poteat, University of South Florida, T. Ryan Dullaghan, University of South Florida, Letitia Washington, University of South Florida, Jennifer Ludvigsen, University of South Florida, Subjective Career Success: A Measurement Approach
Vitaliy V. Skripkin, Southern Methodist University, Peter A. Heslin, Southern Methodist University, Death by a Thousand Cuts: Moral Disengagement and Career Demise
Wouter Van Bockhaven, University of Antwerp, Jesse Segers, University of Antwerp, Erik Henderickx, University of Antwerp, Career Anchors, Protean and Boundaryless Career Attitudes, and Career Success
Lillian T. Eby, University of Georgia, Career Calling and Burnout for Individuals Working in Stigmatized Occupations
Douglas T. Hall, Boston University, Discussant
Submitter: Kristen Shockley, email@example.com
225. Symposium/Forum: 8:30 AM–9:50 AM
Building and Retaining the Science and Technology Workforce
This symposium presents 4 studies designed to enhance understanding of building and retaining the science and technology workforce. Climate, professional development, professional identification, and perceived investments are among the factors examined. Workforce implications of retention in higher education, especially the differential retention of women and minorities, are discussed.
Debra A. Major, Old Dominion University, Chair
Donald D. Davis, Old Dominion University, Meghan P. Jones, Old Dominion University, Kurt L. Oborn, Old Dominion University, Debra A. Major, Old Dominion University, Janis V. Sanchez-Hucles, Old Dominion University, Sandra J. DeLoatch, Norfolk State University, Impact of Classroom Climate on Retention Antecedents in STEM Disciplines
Jonathan M. Holland, Old Dominion University, Debra A. Major, Old Dominion University, Valerie J. Morganson, Old Dominion University, Karin A. Orvis, Old Dominion University, Increasing Diversity in STEM Through Professional Development Activities
Meghan P. Jones, Old Dominion University, Jonathan M. Holland, Old Dominion University, Donald D. Davis, Old Dominion University, Effect of Classroom Climate on Capitalization for Women and Minorities
Trevor B. King, University of Arkansas, Anne M. O’Leary-Kelly, University of Arkansas, Nita Brooks, Middle Tennessee State University, Scott O’Leary-Kelly, University of Arkansas, Professional Identification and Perceived Investment as Predictors of IT Retention
Alexis A. Fink, Microsoft Corporation, Discussant
Submitter: Debra Major, firstname.lastname@example.org
226. Symposium/Forum: 8:30 AM–9:50 AM
Predicting Virtual Team Effectiveness: Focusing on the Micro Level
We combine quantitative and qualitative research to examine microlevel issues in virtual team outcomes. Specifically, we discuss how differences in trust, personality composition, perspective taking, and clarity can affect performance and misunderstandings in virtual teams. We conclude with a review of past research and future needs in this important field.
Sara J. Perry, University of Houston, Chair
Natalia Lorinkova, University of Maryland, Co-Chair
L. A. Witt, University of Houston, Co-Chair
Sara J. Perry, University of Houston, Natalia Lorinkova, University of Maryland, L. A. Witt, University of Houston, Emotional Stability and Conscientiousness as Moderators of the Virtuality-Performance Relationship
Amanda H. Woller, Middle Tennessee State University, Andrea L. Rittman Lassiter, Minnesota State Univeristy, Trust Formation Across Multiple Levels of Virtuality
Carolyn Axtell, University of Sheffield, Sharon Parker, University of Sheffield, Perspective Taking and Clarity Affecting Misunderstandings in Virtual Teams
Sumita Raghuram, Fordham University, Virtual Teams: Paths Taken and to Be Taken
Elizabeth C. Ravlin, University of South Carolina, Discussant
Submitter: Sara Perry, email@example.com
227. Symposium/Forum: 8:30 AM–9:50 AM
Crystal Ballroom A/F
Organizational Assessment and Development in Construction Safety and Health
The safety and health of construction workers remain a major concern, despite advances in technology and work organization. This symposium describes the processes and findings from an organizational assessment and development initiative aiming to improve the safety and well-being of workers at the largest private construction project in U.S. history.
Konstantin Cigularov, Illinois Institute of Technology, Chair
Peter Y. Chen, Colorado State University, Co-Chair
Janie Gittleman, CPWR-The Center for Construction Research and Training, Elizabeth Haile, CPWR-The Center for Construction Research and Training, Lessons Learned: Organizational Changes After Occupational Fatalities
Peter Y. Chen, Colorado State University, Julie Sampson, Colorado State University, Identification of an Organization’s Developmental Need
Konstantin Cigularov, Illinois Institute of Technology, Stephanie Adams, Illinois Institute of Technology, Apples, Oranges, or Tangarines? Measurement Equivalence in Safety Climate Assessment
Paige Gardner, Colorado State University, Erica D. Ermann, Colorado State University, Gargi Sawhney, Illinois Institute of Technology, Annette Shtivelband, Colorado State University, Beyond the Scale: Integrating Qualitative and Quantitative Safety Climate Research
David A. Hoffman, University of North Carolina at Chapel Hill, Discussant
Donald Edward Eggerth, CDC/NIOSH, Discussant
Submitter: Konstantin Cigularov, firstname.lastname@example.org
228. Symposium/Forum: 8:30 AM–9:50 AM
Crystal Ballroom B/E
New Theoretical and Research Perspectives in Workplace Mentoring
Over the past 2 decades, mentoring theory, research, and practice continues its growth. Yet, mentoring studies still use traditional theoretical or methodological approaches. This symposium provides new insight into the study and practice of mentoring through different theoretical lenses and methodological approaches to extend the mentoring literature and its application.
William A. Gentry, Center for Creative Leadership, Co-Chair
John J. Sosik, Pennsylvania State University-Great Valley, Co-Chair
Gayle Baugh, University of West Florida, Defining Mentoring: Is it Distinguishable?
William A. Gentry, Center for Creative Leadership, John J. Sosik, Pennsylvania State University-Great Valley, The Relationship Between Career-Related Mentoring Behaviors and Manager Promotability
Laura Poteat, University of South Florida, Tammy D. Allen, University of South Florida, Mentorship Racial Composition and External Judgments by Others
Sara Curtis, University of Georgia, Lillian T. Eby, University of Georgia, Marcus M. Butts, University of Texas at Arlington, Mentoring as a Means to Fostering Employee Engagement
Kathy E. Kram, Boston University, Discussant
Submitter: William Gentry, email@example.com
229. Panel Discussion: 8:30 AM–9:50 AM
Grand Ballroom A
Federal Government Selection: Resumés Versus KSA Statements Versus Assessments
Recently there has been a call for reform in the federal government hiring process by lawmakers, policymakers, HR officials, and the popular press. This panel discussion will focus on the single-most important aspect of federal hiring reform to I-O psychologists: the role of assessments in the hiring process.
Jeffrey M. Cucina, U.S. Customs and Border Protection, Chair
Michael A. McDaniel, Virginia Commonwealth University, Panelist
John M. Palguta, Partnership for Public Service, Panelist
Ernie Paskey, Aon Consulting, Panelist
Laura Shugrue, U.S. Merit Systems Protection Board, Panelist
Jeremy O. Stafford, University of North Alabama, Panelist
Submitter: Jeffrey Cucina, firstname.lastname@example.org
230. Symposium/Forum: 8:30 AM–9:50 AM
Grand Ballroom B
Taking a Structural Approach to Understanding and Managing Team Performance
Researchers suggest that examining the pattern of team constructs allows for deeper understanding of team performance. However, little research has taken this approach. The papers in this session present theoretical and empirical works that apply a more structural perspective to a variety of team effectiveness topics.
Jessica L. Wildman, University of Central Florida, Co-Chair
Maritza Salazar, University of Central Florida, Co-Chair
Eduardo Salas, University of Central Florida, Co-Chair
Eean R. Crawford, University of Florida, Jeffery A. LePine, University of Florida, Teamwork Processes: A Social Network Perspective
Greg L. Stewart, University of Iowa, Stephen H. Courtright, University of Iowa, Murray R. Barrick, Texas A&M University, Peer-Based Reward and Team Performance: The Moderating Effect of Cohesion
John E. Mathieu, University of Connecticut, Michael R. Kukenberger, University of Connecticut, Greg Reilly, University of Connecticut, Dynamic Virtuality as a Choice Behavior for Team Effectiveness
Jessica L. Wildman, University of Central Florida, Michael A. Rosen, University of Central Florida, Marissa L. Shuffler, ICF International/University of Central Florida, Eduardo Salas, University of Central Florida, Sara Rayne, University of Memphis, Teams in the Wild: Challenges in Translating Science to Practice
Linda G. Pierce, Army Research Institute, Discussant
Submitter: Jessica Wildman, email@example.com
231. Symposium/Forum: 8:30 AM–9:50 AM
Grand Ballroom D
The Role of Leaders’ Self-Regulation in Determining Follower Outcomes
We present 4 papers that contribute new understanding to extant leadership research, exploring the processes by which leaders impact followers. Specifically, we investigate the role of leaders’ self-regulation in determining important follower outcomes such as coping style, appraisals, helping behaviors, performance, relationship quality, and various work-related experiences and perceptions.
Samantha A. Ritchie, Personnel Decisions Research Institutes (PDRI), Co-Chair
Robert G. Lord, University of Akron, Co-Chair
Megan E. Medvedeff, Morehead Associates, Robert G. Lord, University of Akron, Leader Affective Displays: Influences on Subordinate Appraisals, Affect, and Coping
Sean T. Hannah, United States Military Academy, Suzanne J. Peterson, Arizona State University, Fred Walumbwa, Arizona State University, Bruce J. Avolio, University of Washington/Foster Center for Leadership & Strategic Thinking, Authentic Leadership and Follower Performance: A Four-Study Investigation
Loren J. Naidoo, Baruch College, CUNY, Adrian Acosta, Baruch College, CUNY, Andrew Martins, Baruch College, CUNY, Arthur Griffith, Baruch College, CUNY, Steven Sasso, Baruch College, CUNY, Leader Promotion/Prevention Task Framing Impacts Risk Aversion in Group Performance
Samantha A. Ritchie, Personnel Decisions Research Institutes (PDRI), Aaron M. Schmidt, University of Minnesota, Interaction of Leader–Follower Regulatory Foci: Impact on Relationship Quality
Neal M. Ashkanasy, University of Queensland, Discussant
Submitter: Samantha Ritchie, firstname.lastname@example.org
232. Symposium/Forum: 8:30 AM–9:50 AM
The Data-Driven Classroom: Scholarly Teaching and Scholarship of Teaching
We will showcase examples of scholarly teaching (i.e., midterm evaluations, critical incidents technique) and the scholarship of teaching and learning (i.e., service learning case comparison, climate for teaching survey) in hopes of inspiring I-O psychologists to use data to inform and improve classroom practice.
Julie S. Lyon, Roanoke College, Chair
Michael Horvath, Cleveland State University, Mid-Semester Course Evaluations
Wendi J. Everton, Eastern Connecticut State University, What Do Students Want a Professor to Do?
Robert T. Brill, Moravian College, Comparative Case Studies of Undergraduate I-O Psychology Service Learning Projects
Julie S. Lyon, Roanoke College, Hilary J. Gettman, Stonehill College, Scott Roberts, National Highway Traffic Safety Administration, Cynthia Shaw, University of Maryland, Developing a Climate for Teaching Measure: A Three-Year Study
Marcus W. Dickson, Wayne State University, Discussant
Submitter: Julie Lyon, email@example.com
233. Symposium/Forum: 8:30 AM–9:50 AM
Assessment Trends in Organizations: How Companies Measure Talent
Organizations are increasingly interested in understanding trends in assessment use. This forum will present several sources of data (the results of 2 global surveys; case studies from large organizations) to provide a current view of how companies are using, and plan to use, assessments for various talent management functions.
Sarah S. Fallaw, PreVisor, Chair
Mark C. Healy, 3-D Group, Charles A. Handler, Rocket-Hire, Trends in Prehire Assessment Use
Andrew L. Solomonson, PreVisor, Sarah S. Fallaw, PreVisor, Current Trends in Assessment Use: Global Survey Results
Carolyn M. Wilson, DDI, Maximizing the Utility of Assessment Data
Michael Lehman, PDIâ€ˆCorp., Benefits of Assessment: Value in the Eyes of the Beholder
George Montgomery, American Express, Kay Faircloth, American Express, Assessment Trends in a Global Organization
Submitter: Sarah Fallaw, firstname.lastname@example.org
234. Symposium/Forum: 8:30 AM–9:50 AM
Statistical and Methodological Myths and Urban Legends: Part V
This symposium presents 4 statistical and methodological myths and urban legends that have not been discussed previously with the intent of (a) uncovering the kernel of truth and myths supporting them and (b) providing more informed bases for their application in the organizational sciences.
Charles E. Lance, University of Georgia, Co-Chair
Robert J. Vandenberg, University of Georgia, Co-Chair
Paul E. Spector, University of South Florida, Michael T. Brannick, University of South Florida, Methodological Urban Legends: The Misuse of Statistical Control Variables
Ronald S. Landis, University of Memphis, José M. Cortina, George Mason University, The Earth Is NOT Round (p = .00)
Jeffrey R. Edwards, University of North Carolina, The Fallacy of Formative Measurement
Herman Aguinis, Indiana University, Dan R. Dalton, Indiana University, Frank Bosco, University of Memphis, Charles A. Pierce, University of Memphis, Catherine M. Dalton, Indiana University, Statistical and Methodological Myths and Urban Legends About Meta-Analysis
Submitter: Charles Lance, email@example.com
235. Panel Discussion: 8:30 AM–9:50 AM
Theme Track Introduction and Opening Panel: Shape of Things to Come: What Is the New World of Work?
The nature of work and organizations, as we have known them, has changed. How can I-O psychology reengineer itself to offer guidance and drive the agenda for new global growth and revitalization? This session will focus on developing a clearer conceptualization of the new world of work and its implications for the performance and functioning of human capital.
Harold W. Goldstein, Baruch College, CUNY, Chair
Mariangela Battista, OrgVitality LLC, Co-Chair
Peter Cappelli, University of Pennsylvania, Panelist
Alison D. Jerden, The Coca-Cola Company, Panelist
William H. Macey, Valtera, Panelist
Submitter: Mariangela Battista, firstname.lastname@example.org
236. Interactive Posters: 9:00 AM–9:50 AM
The Personality Test Said I Was Indecisive, But I Am Not so Sure
Richard Griffith, Florida Institute of Technology, Facilitator
236-1 Personality Test Faking in Applicants Based on Web Site Fit Information
This study was conducted to examine whether Web site fit information and applicant status make it more likely for participants to fake a personality measure. Results showed significant differences for applicant versus honest and fit versus nonfit conditions; the applicant with fit condition had higher means but no significant differences.
Jordan E. Beckman, University of South Florida
Submitter: Jordan Beckman, email@example.com
236-2 Increasing the Validity of Personality Questionnaires
The efficacy of use of frame-of-reference instructions and a measure of intra-individual variability in prediction of GPA was investigated. Validity of Conscientiousness was greater when frame-of-reference instructions were given. Intraindividual variability was found to add incremental validity over that of Conscientiousness alone.
Craig M. Reddock, University of Tennessee-Chattanooga
Michael Biderman, University of Tennessee-Chattanooga
Nhung T. Nguyen, Towson University
Submitter: Michael Biderman, Michael-Biderman@utc.edu
236-3 Coaching and Speeding Effects on Personality and Impression Management Scores
We examined the effects of coaching and speeding on personality scores in a faking context. Speeding had no significant effect on scores. Coaching significantly elevated the Big 5 personality scores and affected simulated hiring decisions. Cognitive ability was significantly related to impression management for uncoached participants. Practical implications are discussed.
Shawn Komar, University of Waterloo
Chet Robie, Wilfrid Laurier University
Douglas J. Brown, University of Waterloo
Submitter: Shawn Komar, firstname.lastname@example.org
236-4 Personality and Managerial Derailment: Testing an Empirical Scale Development Strategy
This study investigated the potential of empirically driven scale development methods to create a reliable and valid predictor of a troublesome managerial derailer: problems with interpersonal relationships. The scale demonstrated a moderately strong relationship with derailment ratings in a sizable hold-out sample, across 18 occupations and 4 nations.
Michael G. Anderson, CPP, Inc.
Robert P. Tett, University of Tulsa
Jessica J. Merten, St. Cloud State University
Submitter: Michael Anderson, email@example.com
237. Posters: 9:00 AM–9:50 AM
Work and Family/Non-Work Life/Leisure & Legal Issues
237-1 You Sent Me What? Perceptions of Online Sexual Harassment
This study examines perceptions of online sexual harassment. Overall, online sexually harassing behaviors were perceived as less harassing than traditional face-to-face behaviors. Scenarios involving managers (compared to coworkers) were rated as more sexually harassing. In some situations, female victims were perceived as more likely to be sexually harassed.
Heidi M. Gifford, Ameren
Lynn K. Bartels, Southern Illinois University Edwardsville
Submitter: Lynn Bartels, LBartel@siue.edu
237-2 A Multilevel Model of Justice Climate and Legal Claiming Behaviors
This paper advances the legal claiming literature by drawing on theoretical models in applied psychology to propose that employee responses to injustice are driven not only by individual-level situational factors (such as event specific justice perceptions) but also aggregated-level perceptions of justice (specifically, procedural justice climate).
Cody L. Chullen, Purdue University
Submitter: Cody Chullen, firstname.lastname@example.org
237-3 Sexual Harassment: Implications for Counterproductive Work Behavior
We explored the relationship of sexual harassment severity and pervasiveness and counterproductive work behaviors (CWBs) as well as the mediating role of interpersonal justice climate. We found that sexual harassment severity and pervasiveness positively predicted CWBs and interpersonal justice climate was a partial mediator for workplace incivility.
Sarah Gettinger, Air Liquide
David F. Dubin, University of Houston
Robert W. Stewart, University of Houston
James E. Campion, University of Houston
Submitter: David Dubin, email@example.com
237-4 Exploration of the Antecedents to Reporting Discrimination and Sexual Harassment
This study uses discriminant analysis to identify patterns of organizational antecedents based on reporting style of discrimination and sexual harassment incidents in the military. Results allow us to classify 71.6% of the sample correctly. Trust and leadership cohesion explain the most variance (77.7%) in reporting style.
Elizabeth Steinhauser, Defense Equal Opportunity Management Institute (DEOMI)
Chaunette M. Small, Defense Equal Opportunity Management Institute (DEOMI)
Elizabeth Trame, Defense Equal Opportunity Management Institute (DEOMI)/Florida Institute of Technology
Daniel P. McDonald, Defense Equal Opportunity Management Institute (DEOMI)
Submitter: Elizabeth Steinhauser, firstname.lastname@example.org
237-5 The Role of Justice and Support in Reducing Work–Family Conflict
This study examined the moderating effects of perceived organizational support (POS) on the relation among the 3 types of organizational justice (distributive, procedural, and interactional) and work–family conflict (WFC). The results indicated that POS moderates the relations between distributive and interactional justice with WFC, respectively, but not for procedural justice.
Sandeep Aujla, University of Guelph
Deborah M. Powell, University of Guelph
Submitter: Sandeep Aujla, email@example.com
237-6 Work–Life Fit: Flexibility and Jeopardy in the Effective Workplace
This study explored relationships between workplace flexibility, work–life fit, perceived jeopardy, and outcomes of importance to both employer and employees. Work–life fit mediated the relationship among flexibility and employee engagement, turnover intentions, negative spillover from work to home, and stress. Perceived jeopardy moderated the indirect effect of flexibility on outcomes.
Kerstin Aumann, Families and Work Institute
Ellen Galinsky, Families and Work Institute
Submitter: Kerstin Aumann, firstname.lastname@example.org
237-7 Do Family-Friendly Benefits and Policies Attract Potential Employees?
Are employees more attracted to organizations that offer family-friendly benefits or culture when compared to other desirable benefits and culture? To examine this question, a college student sample (272) and a current job-seeking sample (156) were obtained. Results indicated few main effects, but sex differences emerged in significant 3-way interactions.
Michele C. Baranczyk, Kutztown University
Stefanie K. Johnson, University of Colorado Denver
Submitter: Michele Baranczyk, email@example.com
237-8 Changing Roles: Are Millennials Redefining Work–Life Balance?
Generational differences in organizational citizenship and work–life balance were examined. Baby Boomers, GenXers, and Millennials responded to a survey. Results showed Boomers and GenXers engaged in more individual initiative behavior than Millennials, and generation interacted with individual initiative behavior to predict work–life imbalance.
Catherine C. Parker, University of Albany
Maryalice Citera, SUNY-New Paltz
Submitter: Maryalice Citera, firstname.lastname@example.org
237-9 Relationships Between Organizational Support, Work–Family Balance, and Work Outcomes
This study investigated the relationship between organizational support factors, work–family facilitation/conflict, and workplace outcomes. The proposed path model had good fit, and results suggest that both facilitation and conflict are important factors to consider when seeking to understand how organizations can help employees balance work and family.
Malissa A. Clark, Wayne State University
Cort W. Rudolph, Wayne State University
Ludmila Zhdanova, Wayne State University
Boris B. Baltes, Wayne State University
Submitter: Malissa Clark, email@example.com
237-10 Explanatory Mechanisms Underlying the Relationship Between Family-Friendly Climate and Burnout
This study investigated the processes through which family-friendly work climate influences burnout. Based on data from 792 public university employees, results indicated that family-friendly climate predicted burnout over and above perceived organizational support. Further, the authors found support for the mediating roles of social exchange and work–family conflict.
Emily David, University of Houston
Cristina Rubino, University of Houston
Dianhan Zheng, University of Houston
Sara Brothers, University of Houston
Christiane Spitzmueller, University of Frankfurt/University of Houston
Submitter: Emily David, firstname.lastname@example.org
237-11 Boundary Management Strategies and Work–Family Balance
Boundary management strategies are thought to influence the experience of work–family balance, and researchers are beginning to examine individuals’ preferences for segmenting or integrating their roles. This study examines work– family domain transitions, preferences for integrating roles, and the ability to do so in relation to work–family balance.
Jaime B. Henning, Eastern Kentucky University
Steven Jarrett, Texas A&M University
Ryan M. Glaze, Texas A&M University
Ann H. Huffman, Northern Arizona University
Kristen M. Watrous-Rodriguez, St. Mary’s University
Submitter: Jaime Henning, Jaime.Henning@eku.edu
237-12 The Consequences of Work–Family Policy Satisfaction on Employee Job Attitudes
This study examined how employees’ satisfaction with work–family policies influence their job attitudes. Findings showed that satisfaction with work–family policies was positively related to job satisfaction, organizational satisfaction, employee engagement, and perceived reasonable workload. Results also showed that gender did not moderate any of the relationships.
Benjamin E. Liberman, Columbia University
Rachel Mendelowitz, Columbia University
Submitter: Benjamin Liberman, email@example.com
237-13 Family–Organization Fit: An Extension on Person–Organization Fit
Family–organization fit extends person–organization and work–family fit. Family–organization fit was significantly negatively related to both directions of work–family conflict after controlling for demographics, and it was significantly negatively related to stress and turnover intentions after controlling for demographics, person–organization fit, and person–job fit.
Rebekah Massmann, Self-employed
Janelle A. Gilbert, California State University-San Bernardino
Submitter: Rebekah Massmann, firstname.lastname@example.org
237-14 Workplace Predictors of Family-Facilitative Emotional and Instrumental Coworker Support
We explore the role of 4 workplace factors (Organizational Justice, Group Cohesion, Supervisor Support, Family-Supportive Work Environment) in predicting the likelihood coworkers will offer emotional and instrumental family-facilitative support. We find an interaction between Supervisor Support and Work Environment and between Justice and Cohesion in predicting support.
Jessica Mesmer-Magnus, University of North Carolina-Wilmington
David J. Glew, University of North Carolina-Wilmington
Brian DesRoches, University of North Carolina-Wilmington
Leah K. Hatem, University of South Carolina
Submitter: Jessica Mesmer-Magnus, email@example.com
237-15 Personality and Work–Family Conflict: Situation Strength as Moderator
Situational strength was considered as a moderator to provide a more detailed understanding of personality and WFC relationships. Work role ambiguity was found to moderate the relationship between Extraversion and time-based WIF. Family role ambiguity moderated relationships between emotional stability and perceived FIW, and perfectionism at home and perceived FIW.
Victoria Brown, Auburn University
Elizabeth M. Kongable, Auburn University
Jacqueline K. Mitchelson, Auburn University
Sarah E. Teague, Auburn University
Submitter: Jacqueline Mitchelson, firstname.lastname@example.org
237-16 The Effect of Perfectionism on Self-Efficacy for Work–Family Conflict
This study indicates that organizational commitment mediates the relationship between self-efficacy for work–family conflict and job satisfaction. Tests of metric invariance indicate that maladaptive perfectionists differ from adaptive perfectionists and nonperfectionists. Organizations can attempt to raise an individual’s self-efficacy to increase their organizational commitment and job satisfaction.
Victoria Brown, Auburn University
Jacqueline K. Mitchelson, Auburn University
Submitter: Jacqueline Mitchelson, email@example.com
237-17 Work–Family Enrichment as a Mediator of Support on Job/Family Satisfaction
This study examined the mediating effects of work-to-family enrichment (WFE) and family-to-work enrichment (FWE) between support and satisfaction. Among 214 employed adults, 2 dimensions of WFE mediated the relationship between supervisor support and job satisfaction, and 1 dimension of FWE mediated the relationship between family support and family satisfaction.
Jessica M. Nicklin, University of Hartford
Laurel A. McNall, SUNY Brockport
Submitter: Jessica Nicklin, firstname.lastname@example.org
237-18 Work and Nonwork Boundary Management Using Communication and Information Technology
Given the contemporary workers’ prevalent use of communication/information technologies (CIT) at work and home, this study investigated individual differences in creating boundaries of CIT uses for cross-role enactment. Psychological work–nonwork interference was also examined as an outcome variable. Theoretical and practical implications are provided for individual boundary management.
Youngah Park, Bowling Green State University
Steve M. Jex, Bowling Green State University
Submitter: Youngah Park, email@example.com
237-19 Caregiver Convenience: Expanding and Understanding Childcare Satisfaction and Work–Family Conflict
This study expands the construct of childcare satisfaction to include a fifth dimension: caregiver convenience. Results revealed the convenience factor significantly contributes to overall childcare satisfaction and negatively related to time-based family interference with work conflict, which mediates the relationship between caregiver convenience and turnover intentions.
Stephanie C. Payne, Texas A&M University
Allison Cook, Texas A&M University
Ismael Diaz, Texas A&M University
Submitter: Stephanie Payne, firstname.lastname@example.org
237-20 The Need for Integrated Models of Work–Family Conflict Antecedents
Many organizational interventions have been designed as attempts to reduce work–family conflict (WFC). General support for the efficacy of such interventions is weak, however, and this paper discusses the need for understanding antecedents of WFC in an integrated multilevel framework to provide guidance for the creation of effective WFC solutions.
Elizabeth M. Poposki, Michigan State University
Submitter: Elizabeth Poposki, email@example.com
237-21 A Cross-Cultural Comparison of the Work– Family Interface and Organizational Commitment
This study examines how the tensions between work and family affect organizational commitment cross-culturally, through usage of multilevel modeling. From a sample of managers spanning 12 countries, findings indicate that work–family interference lowers organizational commitment universally. Finally, work flexibility and masculinity may serve critical roles in understanding the work–family interface.
Raenada A. Wilson, University of Houston
Robert Wickham, University of Houston
Jennifer N. Reeves, University of Houston
Alexandra Anderson, University of Houston
Submitter: Altovise Rogers, firstname.lastname@example.org
237-22 The Effects of Organizational Childcare on Turnover Intentions and Commitment
The authors examined the combined effects of gender and work–family facilitation/conflict, in light of psychological contract violations regarding childcare benefits. Results indicated an interactive effect, revealing gender differences in sensitivity to perceived violations of the psychological childcare contract; further, work–family enrichment may provide a buffer to its adverse effects.
Kuo-Yang Kao, University of Houston
Eleanor Waite, University of Houston
Alexandra Anderson, University of Houston
Christiane Spitzmueller, University of Frankfurt/University of Houston
Submitter: Altovise Rogers, email@example.com
237-23 In Good Company? An Investigation of Coworker Relationships and Well-Being
Two multilevel, experience sampling studies were conducted to examine the effects of coworker satisfaction on daily well-being. Both studies revealed that job satisfaction partially mediated the relationship between daily coworker satisfaction and life satisfaction. Moreover, the coworker satisfaction–job (life) satisfaction relationships were stronger for those individuals with agreeable personalities.
Lauren Simon, University of Florida
Timothy A. Judge, University of Florida
Marie D. Halvorsen-Ganepola, University of Florida
Submitter: Lauren Simon, Lauren.Simon@cba.ufl.edu
237-24 Linking Achievement Motivation and Work–Family Balance
This study examined whether learning goal orientation and action orientation were positively related to work–family balance and investigated plausible interactions between these variables and work–family characteristics on balance perceptions. Relationships of these variables to work–family conflict and facilitation were also analyzed in order to identify differential relationships.
Tiffany Smith, University of South Florida
Submitter: Tiffany Smith, firstname.lastname@example.org
237-25 Work–Family Psychological Contract: Mediating Work Interference With Family and Outcomes
This study aims to introduce the psychological contract theory into the work–family research and further understand the mechanisms through which work interference with family (WIF) influences important attitudinal, behavioral, and well-being outcomes. The mediating effect of work–family psychological contract breach (WFPCB) was explored through interviews, pilot, and a formal survey.
Xian Xu, University of South Florida
Submitter: Xian Xu, email@example.com
238. Panel Discussion: 10:30 AM–12:20 PM
Archiving Data: Pitfalls and Possibilities
Many scientific fields have turned to archiving data (making data from published manuscripts freely available), whereas psychology has been fairly resistant to this movement. In this symposium, panelists will discuss the potential possibilities and problems that can arise by moving to data archiving.
Stephen E. Humphrey, Pennsylvania State University, Co-Chair
Kelly Delaney-Klinger, Pennsylvania State University, Co-Chair
Joyce E. Bono, University of Minnesota, Panelist
Leaetta M. Hough, Dunnette Group, Ltd., Panelist
Daniel R. Ilgen, Michigan State University, Panelist
Rick R. Jacobs, Pennsylvania State University, Panelist
Chockalingam Viswesvaran, Florida International University, Panelist
Submitter: Stephen Humphrey, firstname.lastname@example.org
239. Debate: 10:30 AM–11:50 AM
Misguided Leadership Training
Two respected researchers will debate the relative positions, contributions, and futures of 2 different psychological approaches to the age-old question: How best can executive leadership talent be developed over time in formal organizations? George Graen and Gordon Curphy will articulate the similarities and differences.
Nina Gupta, University of Arkansas, Moderator
Gordan Curphy, Curphy Consulting Corporation, Presenter
George B. Graen, University of Illinois (Retired), Presenter
Submitter: George Graen, email@example.com
240. Roundtable Discussion/Conversation Hour: 10:30 AM–11:50 AM 203
I-O Psychology Practices in China: East Meets West
Taking western-developed practices into eastern cultures could be challenging. Along with China’s economic growth, more and more multinational and local companies in China need I-O practices to resolve managerial problems. Four experts will facilitate a discussion about current issues and development of I-O practices in China.
Kaiguang Liang, C&D Management Consulting Co., Host
Donald D. Davis, Old Dominion University, Host
Jianmin Sun, Renmin University of China, Host
LeeAnn Y. Liu, Renmin University of China, Host
Submitter: Kaiguang Liang, Carl.Liang@cndgroup.com
241. Panel Discussion: 10:30 AM–11:50 AM
Leadership Succession and Retention: What Do We Know?
In a SHRM Foundation commissioned study of over 500 C-suite executives, 2 key issues were identified: leader retention and succession. The Foundation then commissioned experts to investigate the available research evidence in both areas. This panel of experts will discuss the findings and the implications for practice and future research.
William A. Schiemann, Metrus Group, Inc., Chair
Peter Cappelli, University of Pennsylvania, Panelist
Joseph G. Rosse, University of Colorado, Boulder, Panelist
Wayne F. Cascio, University of Colorado, Panelist
Denise M. Rousseau, Carnegie Mellon University, Panelist
Submitter: William Schiemann, firstname.lastname@example.org
242. Community of Interest: 10:30 AM–11:50 AM
Bridging the Science–Practice Gap
Scott I. Tannenbaum, Group for Organizational Effectiveness, Host
Linda R. Shanock, University of North Carolina at Charlotte, Coordinator
243. Symposium/Forum: 10:30 AM–12:20 PM
Relational Influences on Race and Sex Discrimination in Organizations
Research on how employees’ group and dyadic relational contexts influence discrimination is sorely needed. The papers in this symposium address this topic through investigations of how race or sex discrimination is influenced by relational demography, dyadic similarity, and/or bystanders’ judgments.
Brent Lyons, Michigan State University, Co-Chair
Jana L. Raver, Queen’s University, Co-Chair
Brent Lyons, Michigan State University, Jana L. Raver, Queen’s University, Group, Dyadic, and Racial Influences on Attributions of Racial Discrimination
Matthew S. Harrison, Manheim Corporate Services, Inc., Kecia M. Thomas, University of Georgia, The Role of Relational Demography on Affirmative Action Stigma
Chad Peddie, George Mason University, Eden B. King, George Mason University, Phillip L. Gilmore, George Mason University, Katrina W. Hsen, George Mason University, Reversals of Ingroup Favoritism: Composition and Minorities’ Ratings of Minorities
Sabrina Volpone, University of Houston, Veronica M. Armendariz, University of Houston, Derek R. Avery, University of Houston, Scott Tonidandel, Davidson College, Men and Womens’ Differing Reactions to Ambient Discrimination
Joerg Dietz, University of Lausanne, Celia Chui, University of Lausanne, Fabrice Gabarrot, University of Lausanne, The Continuation of Gender Discrimination: An Event-Based Perspective
Submitter: Brent Lyons, email@example.com
244. Symposium/Forum: 10:30 AM–11:50 AM
Understanding Sexual Harassment Judgments: Social, Cognitive, and Cultural Factors
This symposium advances our empirical knowledge of the manner in which workers’ cognitive, social, and stable personality structures interact with the law to form judgments of what is and is not hostile work environment sexual harassment. The work includes studies of both intragender and intergender complaints in different cultural contexts.
Richard L. Wiener, University of Nebraska-Lincoln, Chair
Richard L. Wiener, University of Nebraska-Lincoln, Ymoon Choi, University of Nebraska-Lincoln, Jordan Blenner, University of Nebraska-Lincoln, Male-on-Male Harassment: Extroversion, Homophobia, Power, and Sexual Discomfort
Sidney Bennett, University of San Diego, Carrie Cheloha, University of Nebraska-Lincoln, Nolt Nicholson, University of Nebraska-Lincoln, Richard L. Wiener, University of Nebraska-Lincoln, Male-on-Male Harassment: Self-Referencing and Workplace Environment
Ymoon Choi, University of Nebraska-Lincoln, Richard L. Wiener, University of Nebraska-Lincoln, Exploring Cultural Differences in the Judgment of Workplace Sexual Harassment
Roni Reiter-Palmon, University of Nebraska-Omaha, Richard L. Wiener, University of Nebraska-Lincoln, Greg Ashley, University of Nebraska-Omaha, Sexual Harassment Judgments: Interactive Effects of Sexism and Perspective Taking
Submitter: Richard Wiener, firstname.lastname@example.org
245. Panel Discussion: 10:30 AM–11:50 AM
Aligning Business and Functions for Customer Service
This panel brings together academicians and practitioners discussing successes and challenges of aligning different organizational functions for a common purpose. The focus will be on key functions, namely selection, training, rewards and recognition, and measures of change and the coming together of these 4 units to improve customer service.
Christine Barakat, The Home Depot, Chair
Neha Singla, University of South Florida, Co-Chair
Sandy Ho, Home Depot, Panelist
Stephanie Kendall, Kenexa, Panelist
Haitham A. Khoury, American University of Beirut, Panelist
David L. Mayfield, Home Depot, Panelist
Submitter: Christine Barakat, email@example.com
246. Symposium/Forum: 10:30 AM–11:50 AM
Role of Surveys in Maintaining a Positive Employee Relations Climate
EFCA legislation has rekindled focus on predictors of labor union formation. Practitioners and researchers are examining the role of surveys in predicting union activity. This session will focus the potential impact of EFCA on organizations, the role of surveys in labor relations, and new survey paradigms to inform company strategy.
Christopher T. Rotolo, PepsiCo, Chair
Jerry Halamaj, Independent Consultant, Positive Employee Relations and Surveys
Susan A. Walker, FedEx Freight, Using Surveys to Maintain a Positive Employee Relations Climate
Christopher T. Rotolo, PepsiCo, Allan H. Church, PepsiCo, Using Employee Surveys as Headlights Into Employee Relations
William H. Macey, Valtera Corporation, Karen M. Barbera, Valtera Corporation, Jennifer Stoll, Valtera Corporation, Holly Lam, Valtera Corporation, Distinguishing Preferences and Choice Under the Employee Free Choice Act
Submitter: Christopher Rotolo, firstname.lastname@example.org
247. Interactive Posters: 10:30 AM–11:20 AM
I Have to Turnover Now
David Allen, University of Memphis, Facilitator
247-1 Short-Timer’s Syndrome: The Downside of Autonomy
We examined the interactive effects of autonomy, emotional exhaustion, and job embeddedness on production deviance, a form of counterproductive work behavior. Results indicate that individuals high in emotional exhaustion, low job embeddedness, and high autonomy perform the highest levels of production deviance. Implications and future directions are discussed.
Raenada A. Wilson, University of Houston
Sara J. Perry, University of Houston
Rodger W. Griffeth, Ohio University
Lawrence Roth, St. Cloud State University
L. A. Witt, University of Houston
Submitter: L. Witt, email@example.com
247-2 Who Are the Hobos? Personality of Frequent Quitters in Korea
This study examines differences in Big 5 personality, affective dispositions, and facets of Conscientiousness among South Korean blue-collar employees with differing frequencies of past quitting. Results suggest that those with high levels of past quitting (i.e., “hobos”) tend to have high levels of Extraversion, Agreeableness, and Openness.
Sang Eun Woo, Purdue University
Submitter: Sang Eun Woo, firstname.lastname@example.org
247-3 The Impact of Multilevel Identifications on OCBs and Turnover Intentions
This study examined the effects of multiple identifications on important employees’ work outcomes (leader-directed organizational citizenship behaviors and turnover intentions) based on the assumption that leader identification is linked to group identification. The results suggested that leader and group identification play important roles in work outcomes.
Jeewon Cho, Montclair State University
Stacey R. Kessler, Montclair State University
Submitter: Jeewon Cho, email@example.com
247-4 An Evaluation of Realistic Job Previews and Mechanisms of Turnover
This study investigated the effects of realistic job previews (RJPs) on turnover and the potential mechanisms of the RJP–turnover relationship. Results from meta-analysis and path analysis identified the impact of RJPs on recruitment-oriented variables and the mediating influence of previously hypothesized mechanisms by which RJPs affect turnover.
David Earnest, University of Memphis
David G. Allen, University of Memphis
Ronald S. Landis, University of Memphis
Submitter: David Earnest, firstname.lastname@example.org
248. Symposium/Forum: 10:30 AM–11:50 AM
Crystal Ballroom A/F
Contexts of Creativity: Challenging the Assumptions
Several resources suggest that creativity is necessary to gain a competitive advantage. To advance our understanding of this important construct, this symposium presents research that (a) challenges 2 major assumptions of creativity theory/research and (b) adds to the current research examining workplace factors that promote or deter creativity.
Tamara A. Montag, St. Louis University, Chair
James W. Berry, University of North Carolina, Jonathan Tugman, University of North Carolina-Chapel Hill, The Impact of Creativity’s Components
Sandra Ohly, Goethe University of Frankfurt, Carmen Binnewies, University of Mainz, Creativity and Intrinsic Motivation Revisited
Kathrin Rosing, University of Giessen, Ronald Bledow, University of Giessen, Katrin Freund, University of Giessen, Michael Frese, University of Singapore, Anticipating Barriers and Success: Does It Promote Creativity?
Graham Brown, Singapore Management University, Markus Baer, Washington University in St. Louis, Negative Effects of Territoriality on Others’ Creativity
Christina E. Shalley, Georgia Institute of Technology, Discussant
Submitter: Tamara Montag, tamara.Montag@gmail.com
249. Panel Discussion: 10:30 AM–11:50 AM
Crystal Ballroom B/E
Going Global: Nuggets of Wisdom From the Professional Practice Series
I-O psychologists are increasingly practicing their craft in a global workplace. This panel will feature authors from SIOP’s Professional Practice Series volume, Going Global: Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace. Panelists will discuss lessons learned and best practices for I-Os working globally.
Kyle Lundby, Kenexa, Chair
Allen I. Kraut, Baruch College/Kraut Associates, Panelist
Paul M. Mastrangelo, CLC Genesee/Corporate Executive Board, Panelist
Jessica L. Wildman, University of Central Florida/Institute for Simulation & Training, Panelist
Paula M. Caligiuri, Rutgers University, Panelist
Scott M. Brooks, Kenexa, Panelist
Submitter: Kyle Lundby, email@example.com
250. Symposium/Forum: 10:30 AM–11:50 AM
Crystal Ballroom C/D
An Examination of the Sources and Targets of Workplace Deviance
Workplace deviance can be harmful to organizations and employees. However, the sources and targets of such behaviors are often overlooked. Thus, this symposium highlights some current research on the various factors that influence the likelihood of a person engaging in or becoming a target of workplace deviance.
Amber N. Schroeder, Clemson University, Co-Chair
Patrick J. Rosopa, Clemson University, Co-Chair
Ozgun B. Rodopman, Bogazici University, Paul E. Spector, University of South Florida, Newcomer Adjustment and Counterproductive Work Behaviors
Amber N. Schroeder, Clemson University, Patrick J. Rosopa, Clemson University, Culture as a Moderator of Injustice Perceptions and Workplace Deviance
Songqi Liu, University of Maryland, Mo Wang, University of Maryland, Yujie Zhan, University of Maryland, Le Zhou, University of Maryland, Fangyi Liao, Portland State University, Junqi Shi, Peking University, Counterproductive Work Behaviors as a Result of Overqualification
Suzy Fox, Loyola University-Chicago, Bullying in Academia: Distinctive Relations of Power and Control
Kori Callison, University of Houston, Lisa M. Penney, University of Houston, Targets of Abusive Supervision: The Role of Engagement and Self-Efficacy
Becky J. Bennett, Louisiana Tech University, Discussant
Submitter: Amber Schroeder, ANWOLF@clemson.edu
251. Posters: 10:30 AM–11:20 AM
251-1 Perceptions and Expressions of Affect as Follower-Centric Collective Action
We find evidence that team members’ perceptions motivate expressions of affect towards their leaders. Team members’ perceptions of leader prototypicality and self-sacrifice were linked with expressions of positive and negative affect towards their leaders. Team affective climate moderated the extent to which followers expressed positive affect towards their leaders.
Eugene E. Y. Tee, University of Queensland
Neal M. Ashkanasy, University of Queensland
Neil Paulsen, University of Queensland
Submitter: Neal Ashkanasy, firstname.lastname@example.org
251-2 Culture, Gender, and Leadership Enactment: Determinants of Leadership Success
As organizations globalize and more women occupy leadership positions, how have perceptions of leaders and attitudes toward women leaders changed? This study seeks to answer this question by investigating the relationship between culture, gender, leadership enactment, and attitudes and perceptions about leaders. Results and implications are discussed.
Nathalie Castano, Wayne State University
Karianne Kalshoven, University of Amsterdam
Marcus W. Dickson, Wayne State University
Deanne N. Den Hartog, University of Amsterdam
Submitter: Nathalie Castano, email@example.com
251-3 Negative Leadership Characteristics and Leadership Effectiveness in 360° Feedback
This study examined the ratings of derailment factors in 360° feedback. Results indicated negative correlations between derailment factors and leadership effectiveness. Higher level managers are rated higher on derailment factors than lower level managers. Self-other in-agreement ratings of derailment factors are associated with lower leadership effectiveness than under- and overratings.
King Yii Tang, Korn/Ferry International
Guangrong Dai, Lominger International
Kenneth P. De Meuse, Korn/Ferry International
Submitter: Guangrong Dai, firstname.lastname@example.org
251-4 Leader-Induced Emotion Episodes: Impact on Follower Attitude-Driven Behavior Over Time
Extending affective events theory, we propose a model explicating how leaders influence followers’ emotions over time. Instead of single affective events, emotion episodes are the unit of analysis, resulting in a better fit between temporal duration and level of specificity in leader behaviors, follower emotions, and attitude-driven behaviors.
Joshua Wu, Korn/Ferry International
Marie T. Dasborough, University of Miami
Chet Schriesheim, University of Miami
Cynthia D. Fisher, Bond University
Submitter: Marie Dasborough, email@example.com
251-5 The Theoretical Implications of Leading Employees With Autism Spectrum Disorders
This study investigates how organizations can more effectively lead employees with autism spectrum disorders. Three models of leadership are examined as they relate to individuals on the autism spectrum. Individual elements of autism spectrum disorders are used as a lens to identify leadership approaches that will benefit this population.
Joshua Fairchild, Pennsylvania State University
Melissa Hunter, SunPointe Health
Ginamarie Ligon, Villanova University
Sam T. Hunter, Pennsylvania State University
Submitter: Joshua Fairchild, firstname.lastname@example.org
251-6 Leader Caregiving: An Investigation of Follower Experiences and Outcomes
Through application of attachment theory, this study sought to further our understanding of the nature and effects of interpersonal dynamics in leadership relationships. The research explored links between followers’ experiences of leader caregiving, differences in leader-specific relational models held for the relationship, and follower outcomes.
Annilee M. Game, University of East Anglia
Michael A. West, Aston University
Submitter: Annilee Game, email@example.com
251-7 Transformational Leadership Behavior and Outcomes: Role of Supervisor’s Organizational Embodiment
Organizational identification has been proposed to mediate the transformational leadership-empowerment association. Using a sample of 327 employees, we examined supervisor’s organizational embodiment (SOE) as an intervening variable in the process. The results showed that SOE moderated the transformational leadership–organizational identification association, which in turn influenced empowerment. Empowerment positively predicted performance.
Hao Wu, University of Houston
M. Gloria Gonzalez-Morales, University of Delaware
Robert Eisenberger, University of Delaware
Submitter: M. Gloria Gonzalez-Morales, firstname.lastname@example.org
251-8 Selecting Leaders: Race, Gender, and Age and the 2008 Election
Individuals tend to perceive others based on their race, age, and gender. This study examined the salience of such characteristics in predicting attitudes, intentions, and behaviors related to leadership endorsement in the 2008 presidential election. Racial attitudes were shown to be the strongest predictor of voter behavior.
Maja Graso, Washington State University
Tahira M. Probst, Washington State University Vancouver
James D. Westaby, Columbia Univiversity
Melissa L. Gruys, Wright State University
Submitter: Maja Graso, email@example.com
251-9 Leader Deception Influences on Leader–Member Exchange and Subordinate Organizational Commitment
This study was conducted to investigate the relationships between gain, leader deception, leader–member exchange, and organizational commitment. Results propose that leader deception affects followers’ relationship with the organization and the leader differentially according to who gains and the quality of the leader–member relationship.
Jennifer A. Griffith, University of Oklahoma
Shane Connelly, University of Oklahoma
Jason H. Hill, University of Oklahoma
Submitter: Jennifer Griffith, firstname.lastname@example.org
251-10 Creating Person–Organization Fit for the Generations
This study aims to identify how organizations can create leadership development programs that impact person– organization fit for a generationally diverse workforce. Generational cohorts are more similar than different in terms of their developmental needs in establishing fit. The importance of each developmental opportunity is explored through relative weights analysis.
Lauren S. Harris, Turknett Leadership Group
Karl W. Kuhnert, University of Georgia
Submitter: Lauren Harris, email@example.com
251-11 Developing a Shared and Vertical Leadership Short Scale
Objective of this study was to develop a short scale on shared leadership based on Pearce and Sims (2002). Using 3 samples of German work teams, we validated short scales and obtained satisfactory results regarding construct validity and criterion validity (team performance, effectiveness, and innovative behavior).
James H. Dulebohn, Michigan State University
Craig L. Pearce, Claremont Graduate University
Submitter: Julia Hoch, firstname.lastname@example.org
251-12 LMX and Turnover Intentions: The Mediating Role of Job Satisfaction
This study examines the mediator of job satisfaction between LMX and turnover intentions. 186 nurses participated in the survey study, and the results support the mediating role of job satisfaction between LMX and turnover intentions.
Guohong Han, Youngstown State University
Marc Jekel, University of Bonn
Submitter: Marc Jekel, email@example.com
251-13 Destructive Leadership: Definition and Clarification of the Nomological Network
This paper seeks to identify the defining features of destructive leadership. We propose that destructive leadership occurs when a leader intentionally harms a target through using actions and/or pursuing goals that are intended to repetitively and/or severely harm the target, regardless of justifications for that harm doing.
Dina Krasikova, Purdue University
Stephen G. Green, Purdue University
James M. LeBreton, Purdue University
Submitter: Dina Krasikova, firstname.lastname@example.org
251-14 How Transformational Leaders Increase Team Performance: Advice Centrality and Trust
This study was conducted to examine a social mechanism through which transformational leaders influence team outcomes. Results revealed that transformational leadership increases follower’s trust in leader, and the relationship was fully mediated by leader’s centrality in team’s advice network. Team’s trust in leader positively affected subsequent team performance.
Eun Kyung Lee, University of Illinois at Urbana-Champaign
Arran Caza, Wake Forest University
Submitter: Eun Kyung Lee, email@example.com
251-15 Investigation of Motive Between Transformational Leadership and Prosocial Voice
We presented 2 separate models for the moderating effects of perceived leader motive (altruistic vs. instrumental) on the relationship between transformational leadership and prosocial voice in the workplace. Data with 167 employees at an auto maker were used, and the analysis results provided support for the models.
Chenwei Li, University of Alabama
Keke Wu, University of Alabama
Submitter: Chenwei Li, firstname.lastname@example.org
251-16 Moderators of the Relationship Between Abusive Supervision and Job Satisfaction
Abusive supervision has been linked to a variety of negative outcomes for subordinates and organizations. This study examines the influence of 2 moderators—individual-level power distance and job autonomy—on the relationship between abusive supervision and job satisfaction. Findings indicate a 3-way interaction between the variables.
Yufeng Ma, Renmin University of China
April Spivack, University of North Carolina-Charlotte
David Askay, University of North Carolina-Charlotte
Submitter: Yufeng Ma, email@example.com
251-17 Does Leadership Experience Affect the Characteristics Valued in Other Leaders?
Participants reported the importance of both dominant and cooperative traits for an ideal leader. As hypothesized, experienced leaders valued cooperative traits more than less experienced leaders, whereas the importance of dominant traits remained relatively constant regardless of leadership experience. We discuss the implications of these findings for leader selection.
Austin Lee Nichols, University of Florida
Catherine A. Cottrell, University of Florida
Submitter: Austin Nichols, firstname.lastname@example.org
251-18 Estimating the Subjective Nature of Job Perceptions
Drawing on the job characteristics model and interpersonal sensemaking, results suggest that transformational leadership is related to task significance and job autonomy, while controlling for objective characteristics of the job. Further, task significance and job autonomy are associated with prosocial outcomes, hence mediating the relationship between leadership and prosocial outcomes.
Manuela Priesemuth, University of Central Florida
Ronald F. Piccolo, Rollins College
Adam Grant, University of Pennsylvania
Submitter: Manuela Priesemuth, email@example.com
251-19 The Leadership Circumplex
This study investigates the possible integration of leadership theory and the interpersonal circumplex theory. Two studies are conducted to operationalize the leadership circumplex. Results show that leadership behaviors can be best summarized by referring to 2 dimensions. Furthermore, items and octant scales comply with the criteria of a true circumplex.
Marleen Redeker, Free University Amsterdam
Submitter: Marleen Redeker, firstname.lastname@example.org
251-20 Transformational Leader? Look for Committed Employees
Using structural equation modeling, a model was proposed and supported in which 2 transformational leadership dimensions predicted employees’ organizational citizenship behaviors and turnover intentions. The dimensions of fostering group goals and individualized support and organizational criteria were mediated by organizational commitment and leader–member exchange lending to enhanced supervisor commitment, respectively.
Kristin N. Saboe, University of South Florida
Jason D. Way, University of South Florida
Meng Uoy Taing, University of South Florida
Russell E. Johnson, University of South Florida
Submitter: Kristin Saboe, email@example.com
251-21 To Agree or To Disagree? Predicting LMX Disagreement
This study examines the antecedents of leader–member exchange disagreement in a diverse population. Using affective and demographic variables (trustworthiness, gender, and race), the study demonstrates that trustworthiness is a strong predictor of LMX disagreement. Different gender pairs had more LMX disagreement, but race did not have an effect.
Katina Sawyer, Pennsylvannia State University
Dan S. Chiaburu, Texas A&M University
Christian Thoroughgood, Pennsylvania State University
Ismael Diaz, Texas A&M University
Submitter: Katina Sawyer, firstname.lastname@example.org
251-22 When Leader Confidence Is Detrimental: Influence of Overconfidence on Performance
Although self-confidence is generally helpful to leaders, it may be detrimental if excessive. This study identified indicators of overconfidence and then examined the influence of overconfidence on performance. Overconfidence indicators included failure to see deficiencies and expectations of positive outcomes, which were related differently to planning and vision formation.
Amanda Shipman, University of Oklahoma
Kimberly S. Hester, University of Oklahoma
Michael D. Mumford, University of Oklahoma
Submitter: Amanda Shipman, email@example.com
251-23 Are Happy Leaders Engaged Leaders? Affect and Leadership Style
This study examined the role of trait affect in predicting leadership style. Specifically, we hypothesized that positive affect would predict an active leadership style, whereas negative affect would predict a passive leadership style. In a sample of 109 managers, the results of standard multiple regression analyses supported our hypotheses.
Gregory W. Stevens, Auburn University
Jacqueline K. Mitchelson, Auburn University
Jesse S. Michel, Florida International University
Submitter: Gregory Stevens, firstname.lastname@example.org
251-24 Coworkers’ Leader–Member Exchange Relationships and Emotions: A Social Comparison Perspective
This study develops and tests a model linking LMX relationships, social comparison orientation, and emotional reactions in coworker dyads within work teams. Results showed that the similarity or dissimilarity of coworkers’ LMX relationships influence their emotions (sympathy and contempt) only when their social comparison orientation is high rather than low.
Herman H. Tse, Griffith University
Catherine K. Lam, Hong Kong Polytechnic University
Sandra A. Lawrence, Griffith University
Submitter: Herman Tse, email@example.com
251-25 Vision Content and Leader Emotion Interact in Impacting Vision Effectiveness
This study examined the interactive effect of vision content and leader emotion on vision effectiveness. In one experiment we show that promotion-oriented visions lead to higher follower performance especially when leaders display enthusiasm, whereas prevention-oriented visions lead to higher follower performance especially when leaders display agitation.
Merlijn Venus, Erasmus University Rotterdam
Daan A. Stam, Erasmus University Rotterdam
Daan van Knippenberg, Erasmus University Rotterdam
Submitter: Daan van Knippenberg, firstname.lastname@example.org
251-26 Interpersonal Leadership and Identification: Roles in Employee Engagement
This study proposes a framework for how interpersonal leader characteristics create an environment that encourages high levels of state employee engagement as defined by Kahn (1990). Although our hypothesized mediation was nonsignificant, we found a significant and direct relationship between interpersonal leader characteristics, organizational identification, and employee state engagement.
Anne M. Hansen, PDRI
Zinta S. Byrne, Colorado State University
Janet M. Weidert, Colorado State University
Submitter: Janet Weidert, email@example.com
251-27 The Influence of Physical Attractiveness on Perceptions of Transformational Leadership
This study examined physical attractiveness and ratings of transformational leadership. 569 psychology students rated managers varying in attractiveness and rated their expected leadership style on the Multifactor Leadership Questionnaire (MLQ; Bass & Avolio, 1993). Physically attractive managers were rated as more transformational than their less attractive counterparts. Implications are discussed.
Marcus D. Weller, Wayne State University
Vidya Thirumoorthi, Wayne State University
Marcus W. Dickson, Wayne State University
Submitter: Marcus Weller, firstname.lastname@example.org
251-28 Incremental Validity of Emotional Intelligence Predicting Leadership Effectiveness: A Meta-Analysis
We use meta-analytic techniques (k = 52) to examine whether Emotional Intelligence (EI) provides incremental variance in predicting leadership effectiveness above and beyond the Big 5 and general mental ability. Our findings indicated that EI only accounted for an additional 1% of the variance in leadership effectiveness.
Daniel S. Whitman, University of Bridgeport
Suzette Caleo, New York University
Jeremy M. Beus, Texas A&M University
Submitter: Daniel Whitman, email@example.com
251-29 An Examination of Leader Self-Development: A Moderated Mediation Model
This research examined predictors of leader self-development. Results generally supported the hypothesized model; motivation to lead alone did not mediate the relationship among identity, self-efficacy, and leader behavior; rather, the relationship between motivation to lead and leader behavior was moderated by an individual’s orientation toward learning.
Melinda J. Roberts, U.S. Army Research Institute for the Behavioral and Social Sciences
Stanley Halpin, U.S. Army Research Institute for the Behavioral and Social Sciences
Jason M. Brunner, Kansas State University
Submitter: Michelle Zbylut, firstname.lastname@example.org
251-30 Transformational Leadership, Psychological Empowerment, and Organizational Identification
Through a survey study, we found that follower psychological empowerment mediates the relationship between transformational leadership and follower organizational commitment. Based on 1 experimental study, it is also found that transformational leadership versus transactional leadership has a more positive effect on follower organizational identification and psychological empowerment.
Weichun Zhu, Pennsylvania State University-Great Valley
Ronald E. Riggio, Claremont McKenna College
John J. Sosik, Pennsylvania State University-Great Valley
Submitter: Weichun Zhu, email@example.com
251-31 What Leaders Say and How They Say It
This research examines what leaders say about leading in a hierarchical and dynamic environment as well as how they say it. Using the Leximancer data mining software, we analyzed interviews of 451 Army leaders. Results illustrated differences between leadership rank in terms of utilization of task and relationship-based behavior.
Joshua S. Robbins, Drexel University
Jonathan C. Ziegert, Drexel University
Submitter: Jonathan Ziegert, firstname.lastname@example.org
251-32 Personality as a Predictor of Performance Across Levels of Leadership
Data on 4,150 leaders across 21 management roles and 12 organizations were analyzed to understand whether the relationship between personality and performance varies across lower and upper level organizational leaders. Findings suggest that the personality-performance relationship allows for unique prediction within both lower and upper level leader roles.
John M. McKee, Service Management Group
Jeff A. Weekley, Kenexa
Submitter: John McKee, email@example.com
252. Panel Discussion: 10:30 AM–11:50 AM
Grand Ballroom A
Conducting International Validation Research: Overcoming Logistic, Legal, and Cultural Challenges
Many global test publishers accumulate evidence of their assessments’ ability to predict job performance in the source country, but such evidence in other countries is often sparse. In this session, panelists representing 4 major global test publishers will share their experiences when conducting client-based research in foreign countries.
Jeff Foster, Hogan Assessment Systems, Chair
Dave Bartram, SHL Group Ltd, Panelist
Robert E. McHenry, OPP Ltd, Panelist
Eric C. Popp, PreVisor, Panelist
Kevin D. Meyer, Hogan Assessment Systems, Panelist
Submitter: Kevin Meyer, firstname.lastname@example.org
253. Symposium/Forum: 10:30 AM–12:20 PM
Grand Ballroom B
Boundary-Spanning Leadership: Challenges, Capabilities, and Strategies
We bring together a diverse group of scholars who collectively shed light on an emerging leadership challenge. By examining leadership across boundaries through a variety of theoretical and methodological lenses, we illuminate the role of leaders in spanning boundaries, apply key psychological theories, and consider implications for the field.
Donna Chrobot-Mason, University of Cincinnati, Co-Chair
Jeffrey Yip, Boston University, Co-Chair
Chris Ernst, Center for Creative Leadership, Co-Chair
Jeffrey Yip, Boston University, Boundary Spanning Leadership: Perspectives From Senior Executives
Todd J. Weber, University of Nebraska-Lincoln, Spanning Shifting Boundaries: The Challenge of Visibility, Permanence, and Salience
Donna Chrobot-Mason, University of Cincinnati, Chris Ernst, Center for Creative Leadership, Boundary-Setting Strategies to Create Intergroup Safety and Respect
Heather R. Wishik, The TJX Companies, Inc., Martin N. Davidson, University of Virginia, Three Core Approaches to Global Leadership and Its Complexities
Rob Cross, University of Virginia, The Role of Networks in Boundary Spanning
Submitter: Donna Chrobot-Mason, email@example.com
254. Panel Discussion: 10:30 AM–11:50 AM
Grand Ballroom C
Successful Field Experiments: Getting In, Getting the Data, Getting Published
This panel discussion will explore ways to encourage researchers to use more of the strong research methods such as longitudinal experiments in field settings. Several prominent researchers who have published field experiments in the I-O field will offer their expertise. These scholars will discuss field experiment problems and best practices.
Susan M. Kochanowski, Marist College, Chair
Charles F. Seifert, Siena College, Panelist
Gary A. Yukl, University at Albany-SUNY, Panelist
Dov Eden, Tel Aviv University, Israel, Panelist
Gary P. Latham, University of Toronto, Panelist
Submitter: Susan Kochanowski, Susan.Kochanowski@marist.edu
255. Panel Discussion: 10:30 AM–12:20 PM
Grand Ballroom D
Rethinking Everything: Acquiring and Retaining Talent Amid an Economic Crisis
Virtually all organizations have been impacted by the economic crisis. The purpose of this panel is to discuss how the recession has forced HR practitioners to approach talent acquisition and retention differently. The panel includes HR practitioners and consultants, and the discussion will be supplemented with quantitative survey data.
Brad A. Chambers, Aon Consulting, Co-Chair
Veronica S. Harvey, Aon Consulting, Co-Chair
Len Dang (Karina) Hui-Walowitz, Union Pacific, Panelist
Stacia J. Familo-Hopek, UPS, Panelist
Daniel Fontaine, Bank of America, Panelist
Michael Crespo, Columbia University, Panelist
Kathy MacKay, Aon Consulting, Panelist
Submitter: Brad Chambers, firstname.lastname@example.org
256. Symposium/Forum: 10:30 AM–12:20 PM
Antecedents and Outcomes of Family-Supportive Supervision
This symposium, comprised of 5 papers, will address the concept of family-supportive supervisor behaviors, as well as antecedents, and outcomes of family-supportive supervision. A discussion of the practical implications of this work for employers will then be followed by a facilitated discussion with the audience.
Leslie B. Hammer, Portland State University, Chair
Steven A. Y. Poelmans, IESE Business School, Olena Stepanova, Autonomous University of Barcelona/IESE Business School, Family-Supportive Supervisor Behavior: Further Exploration and Validation
Brittany E. Sale, Portland State University, Leslie B. Hammer, Portland State University, Ellen E. Kossek, Michigan State University, Impact of Job Strain and Family-Friendly Culture on Supervisor Behavior
Heather N. Odle-Dusseau, Gettysburg College, Tiffany M. Greene-Shortridge, Kenexa, Thomas W. Britt, Clemson University, Antecedents and Outcomes of Family-Supportive Supervisor Behaviors
Lori Muse, California State University, Fullerton, Shaun Pichler, California State University, Fullerton, The Importance of Family-Supportive Supervisors in the Workplace
Laurent M. Lapierre, University of Ottawa, Employee Performance Behaviors and Supervisors’ Willingness to Support Employees’
Submitter: Leslie Hammer, email@example.com
257. Symposium/Forum: 10:30 AM–11:20 AM
Assessing Emotional Intelligence With Multimedia and a Broader Criteria Space
This symposium reviews various new approaches to the assessment of emotional intelligence first through predictor-criterion matching validity and then in relationship with measures of implicit aggression. It then introduces reliable video-based assessments of emotion perception skill followed by psychometrically sound multimedia assessments, which use situational judgment and empathic agent paradigms.
Richard D. Roberts, Educational Testing Service, Chair
Hye Joo Lee, Georgia Institute of Technology, Co-Chair
Nele Libbrecht, Ghent University, Filip Lievens, Ghent University, Stephane Cote, University of Toronto, The Relation Between Emotional Intelligence and Academic Performance
Hye Joo Lee, Georgia Institute of Technology, Lawrence R. James, Georgia Institute of Technology, Richard D. Roberts, Educational Testing Service, Emotional Management With Implicit Personality of Aggression
Scott Bedwell, IPAT, High-Fidelity Measurement of Emotion Perception
Richard D. Roberts, Educational Testing Service, Bobby D. Naemi, Educational Testing Service, Jennifer Minsky, Educational Testing Service, Steven Holtzman, Educational Testing Service, Carolyn E. MacCann, University of Sydney, Ralf Schulze, University of Wuppertal, Multimedia Assessment of Emotional Abilities
Submitter: Hye Joo Lee, firstname.lastname@example.org
258. Symposium/Forum: 10:30 AM–11:50 AM
Using Situational Judgment Tests to Measure Teamwork and Communication
Despite increased interest in situational judgment tests (SJTs), research examining the use of SJTs in team settings is lacking. This symposium presents 5 papers that examine the development, validation, and use of SJTs for the assessment of teamwork behavior and communication, and describe implications for practitioners and future research directions.
James N. Kurtessis, American Institute for Research, Co-Chair
Kelley J. Krokos, American Institutes for Research, Co-Chair
Daniel Miller, Mentoring and Workforce Development Lab, Kimberly A. Smith-Jentsch, University of Central Florida, Carollaine M. Hall, University of Central Florida, Jaclyn Schwartz, University of Central Florida, Carla B. Rivera-Cruz, Rollins College, Screening Out Potentially Aggressive Teammates Using Situational Judgment Tests
Carolyn E. MacCann, University of Sydney, Richard D. Roberts, Educational Testing Service, How Do Test Characteristics of SJTs Affect the Constructs Measured?
Catherine C. Maraist, Valtera, Mary L. Doherty, Valtera, Using SJTs to Measure Teamwork in Applied Settings
James N. Kurtessis, American Institute for Research, Sarah N. Gilbert, American Institutes for Research, Tanya S. Taylor, American Institutes for Research, Alexander Alonso, American Institutes for Research, Development and Validation of a Teamwork SJT for Hospital Staff
Autumn D. Krauss, Kronos, Aarti Shyamsunder, Infosys Leadership Institute, Selecting Frontline Workers Using Teamwork and Communication Situational Judgment Items
Barbara A. Fritzsche, University of Central Florida, Discussant
Submitter: James Kurtessis, email@example.com
259. Panel Discussion: 10:30 AM–11:50 AM
To Share or Not to Share Survey Data With Employees
Employee surveys are important to many businesses and for an organization to benefit from the survey process some form of feedback must occur. This panel will bring together various approaches to survey feedback with topics to be discussed on organizational culture, transparency, level of reporting, and communication strategy.
Jennifer D. Saavedra, Dell Inc., Chair
Jacqueline Bassani, Sirota Survey Intelligence, Chair
Michelle A. Donovan, Google, Panelist
Niloofar Ghods, Dell Inc., Panelist
Brandon Sullivan, Target, Panelist
Shawn Del Duco, Microsoft Corp., Panelist
Submitter: Jacqueline Bassani, firstname.lastname@example.org
260. Symposium/Forum: 10:30 AM–11:50 AM
Theme Track Symposium: Shift Happens—The Changed Workforce and Employment Relationship
The global economic downturn seems to have caused a tipping point in changing workplace dynamics. The changes require a return to some very basic questions our profession is highly qualified to answer: How are we working, with whom are we working; what are we working toward? Our expert panelists, through panel and group discussion, will help us answer these questions.
Rick H. Pollak, Rick Pollak & Associates, Co-Chair
Corinne B. Donovan, MetLife, Co-Chair
Gwenith G. Fisher, University of Michigan, To Stay or Not to Stay: Changing Landscape of Retirement for Today's Workforce
Todd C. Harris, PI Worldwide, The C-Suite Diaries: What It Takes to Thrive in the “New Normal”
Amy Titus, Deloitte, The Corporate Lattice as the New Career Pathing Model
Submitter: Rick Pollak, email@example.com
261. Interactive Posters: 11:30 AM–12:20 PM
Job Satisfaction: Don’t Worry Be Happy
Lisa Lambert, Georgia State University, Facilitator
261-1 Implicit Job Satisfaction
A new method of measuring job satisfaction implicitly is developed that circumvents some limitations of self-report (explicit) measures and previous attempts to measure job satisfaction implicitly. Implicit job satisfaction was found to be positively related to explicit measures of job satisfaction, affective commitment, and job involvement, demonstrating preliminary validity evidence.
Brittany Boyd, Baruch College, CUNY
Charles A. Scherbaum, Baruch College, CUNY
Submitter: Brittany Boyd, firstname.lastname@example.org
261-2 Evaluating the Validity of Implicit Association Tests of Job Satisfaction
Employees (n = 78) completed implicit association tests and self-report measures of job satisfaction. Performance data were also gathered. Results indicated self-report measures predicted self- and supervisor performance ratings better than implicit measures, though implicit measures predicted objective performance criteria equally well. Implications are discussed.
Brian Siers, Roosevelt University
Alan M. Kully, Roosevelt University
Submitter: Brian Siers, email@example.com
261-3 Measuring Person–Organization Fit With Values as Supplements to Satisfaction
Personal and organizational values were measured using global rather than work specific statements from 364 employees. Value congruence was conceptualized in terms of subjective fit and significantly predicted job satisfaction. The form of the congruence relationship differed across value dimensions and deviated from the traditionally hypothesized congruence relationship.
Kara Sonsky, Carlos Albizu University
Shawn Bergman, Appalachian State University
Submitter: Kara Sonsky, K.Sonsky@gmail.com
261-4 How Person–Organization Fit Impacts Job Satisfaction and Performance
The relationships between P–O fit and job satisfaction and performance have been studied; mediators of these relationships have been studied less frequently. We examine the impact of psychological empowerment on these relationships. Results suggest that psychological empowerment mediates the relationship between P–O fit and supervisor-rated performance and satisfaction.
Brian T. Gregory, Northern Arizona University
David Albritton, Northern Arizona University
Talai Osmonbekov, Northern Arizona University
Submitter: Ann Huffman, firstname.lastname@example.org
262. Posters: 11:30 AM–12:20 PM
Groups/Teams & Motivation/Rewards/ Compensation & Strategic HR/Utility/Changing Role of HR
262-1 An Application of the Punctuated Equilibrium Model to Team Processes
The team processes of 24 5-person teams were coded according to Marks et al.’s (2001) taxonomy, using Gersick’s (1988) punctuated equilibrium model as a lens for analysis. Results indicated that teams modified their processes as a deadline approached, and specific processes were differentially related to team performance.
Christopher K. Adair, DePaul University
Suzanne T. Bell, DePaul University
Brian J. Marentette, DePaul University
David Fisher, DePaul University
David Gerding, Columbia College of Chicago
Submitter: Christopher Adair, email@example.com
262-2 Predictors of Collective Efficacy
Social cognitive theory was used to explore collective efficacy. Previous perceptions of collective efficacy, cohesion, trust, and team performance in Session 2 predicted perceptions of collective efficacy in Session 2. Cross-level interaction was found between collective efficacy in Session 1 and team performance in Session 2.
Gene Alarcon, Wright State University
Charlene K. Stokes, Air Force Research Laboratory
Joseph B. Lyons, Air Force Research Laboratory
Tamera R. Schneider, Wright State University
Submitter: Gene Alarcon, firstname.lastname@example.org
262-3 Development and Validation of the TeamSTEPPS Teamwork Perceptions Questionnaire
The purpose of this project was to develop the TeamSTEPPS Teamwork Perceptions Questionnaire. The T-TPQ is a 35-item instrument that can be used by team members to self-report the level of teamwork within a hospital. Results of 3 successive studies are reported.
David P. Baker, Carilion Clinic
Andrea Amodeo, American Institutes for Research
Jonathan R. Gallo, Radford University
Submitter: David Baker, email@example.com
262-4 The Cohesion and Performance Relationship Revisited: A Meta-Analysis
This meta-analysis sought to (a) reanalyze important moderators and (b) further explore the effect of different methodologies on the cohesion-performance relationship. Results suggest that different methodologies matter for social cohesion only. Differences in results from previous meta-analyses are discussed.
Thomas H. Watts, Wayne State University
Mingzhu Yu, Wayne State University
Submitter: Nathalie Castano, firstname.lastname@example.org
262-5 Team-Level Leader–Member Exchange and a Trickle-Down Model of Exchange Relationships
This paper discusses potential effects of supervisors’ perceived organizational support (POS) and team-level leader–member exchange (TLMX) on work attitudes. Theoretically we argue that supervisors’ POS trickles down to subordinates via TLMX and suggest its underlying mechanisms and boundary conditions. Contributions and implications for future research are also discussed.
Daejeong Choi, University of Iowa
Russell Guay, University of Iowa
Submitter: Daejeong Choi, email@example.com
262-6 Team Members and Social Comparisons: A Comprehensive Literature Review
A literature search produced 19 empirical articles examining the involvement of social comparisons in teams. Support was found demonstrating the link between social comparisons and the Big 5 teamwork processes established by Salas, Sims, & Burke (2005). Results are presented and discussed in terms of the Salas et al. framework.
Joshua Douglas Cotton, U.S. Navy-NPRST
Submitter: Joshua Cotton, firstname.lastname@example.org
262-7 Examining Potential Moderators on the Behavioral Processes/Outcomes Relation: A Meta-Analysis
A meta-analysis of 142 studies examined the relationship between team behavioral processes (communication, cooperation, coordination, and conflict) and performance/affective outcomes. Results show main effects that were consistent with previous literature and suggest team and task familiarity, fidelity, and simulation level impact the relationships between team behavioral processes and outcomes.
Deborah DiazGranados, University of Central Florida
Christopher Wiese, University of Central Florida
Justin Marcus, University of Central Florida
Huy Le, University of Central Florida
Kimberly A. Smith-Jentsch, University of Central Florida
C. Shawn Burke, University of Central Florida
Mary Jane Potocnik, University of Central Florida
Eduardo Salas, University of Central Florida
Submitter: Deborah DiazGranados, email@example.com
262-8 Antecedents of Team Potency and Team Effectiveness
Integrating social cognitive theory and role theory, we theorized and found that goal and process clarity served as an antecedent of team potency and subsequent team effectiveness. We also found that the positive relationship between goal and process clarity and team potency was stronger in the presence of servant leadership.
Jia Hu, University of Illinois-Chicago
Robert C. Liden, University of Illinois-Chicago
Submitter: Jia Hu, firstname.lastname@example.org
262-9 Norm Type and Strength: Group Potency, Cohesion, and Performance Implications
The study investigated the effect of different types of organizational norms and norm strength, as well as the influence of imposed versus self-generated norms on group potency, cohesion, and performance. Based on 95 groups, results indicated self-generated norms and norm strength are predictive of group potency and cohesion.
Urszula M. Kieszczynska, University at Albany, SUNY
Sylvia G. Roch, University at Albany, SUNY
Submitter: Urszula Kieszczynska, email@example.com
262-10 Adaptive Coordination Makes Better Anesthesia Crews
Anesthesia crews have to handle critical situations where failures might endanger human life. By analyzing coordination behavior and performance during anesthesia inductions we found that physicians’ higher levels of explicit coordination were related to higher performance during nonroutine. For nurses it was more efficient to rely on implicit coordination.
Michaela Kolbe, ETH Zurich
Barbara Kuenzle, ETH Zurich
Enikö Zala-Mezö, Paedagogische Hochschule Zurich
Johannes Wacker, University Hospital Zurich
Spahn Donat, University Hospital Zürich
Gudela Grote, ETH Zurich
Submitter: Michaela Kolbe, firstname.lastname@example.org
262-11 Reactions to Unique and Shared Information in Groups
This study examined reactions to shared and unique information in an attempt to reconcile 2 conflicting perspectives: social validation and information processing. Consistent with the information processing perspective, findings indicate that unique information was more influential, but they also show that expertise moderates reactions to unique and shared information.
Glenn E. Littlepage, Middle Tennessee State University
Amanda H. Woller, Middle Tennessee State University
Submitter: Glenn Littlepage, email@example.com
262-12 Team Process Measurement: Comparing Team Member and Observer Ratings
Data from 24 5-person teams were used to examine differences between self-report measures and coder observations of team processes outlined by the Marks et al. (2001) typology. Results indicated limited overlap for most processes highlighting the importance of considering the specific source of team process information when conducting team research.
Brian J. Marentette, DePaul University
Suzanne T. Bell, DePaul University
Christopher K. Adair, DePaul University
David Fisher, DePaul University
David D. Lewis, David D. Lewis Consulting
David Gerding, Columbia College
Submitter: Brian Marentette, firstname.lastname@example.org
262-13 The Influence of Group Characteristics on Leadership Schema Congruence
This study examined leadership schema congruence for emergent leaders in a multilevel model using the social identity theory of leadership (SITL: Hogg, 2001b) as a framework. The results failed to support the theoretical propositions and the level of analysis underlying the SITL. Implications and future directions are discussed.
Joy Oliver, Human Resources Research Organization
David J. Woehr, University of Tennessee
Submitter: Joy Oliver, email@example.com
262-14 Predicting Team Processes: Feedback Sign and Computer Mediation
This study manipulated task feedback sign and the work context (virtual vs. face-to-face) to observe subsequent effects on teamwork processes. Results indicated that positive feedback increases team efficacy but decreases subsequent adjustment behaviors. Virtual teams had lower cohesion and efficacy, particularly when receiving negative feedback.
Matthew S. Prewett, University of South Florida
Ashley G. Walvoord, Verizon Wireless
Anthony Phillips, University of South Florida
Iyshia Lowman, University of South Florida
Dieudonne Jean, University of South Florida
Mallory Hussin, University of South Florida
Submitter: Matthew Prewett, firstname.lastname@example.org
262-15 The Relationship Between Team Personality Composition and Teamwork Processes
Team Conscientiousness and Extroversion were related to team processes in virtual and face-to-face (FTF) teams. Results indicated that Conscientiousness related to discussion behaviors but not adjustment behaviors. Extroversion related positively to adjustment behaviors overall but affected team cohesion (positively) and discussion behaviors (negatively) only in FTF teams.
Matthew S. Prewett, University of South Florida
Julia Russell, University of South Florida
Samica Headley, University of South Florida
Natalie Compas, University of South Florida
Submitter: Matthew Prewett, email@example.com
262-16 Interpersonal Aggression and Team Effectiveness: Test of a Mediation Model
This study investigated the mediating role of team goal commitment in the relationships between interpersonal aggression and 2 dimensions of team effectiveness, namely team performance and team viability. Results, based on 97 work teams (341 members and 97 immediate supervisors) from a public safety organization, corroborate the expected mediation model.
Vincent Rousseau, Université de Montréal
Caroline Aubé, HEC Montréal
Submitter: Vincent Rousseau, firstname.lastname@example.org
262-17 Trust in Temporary Teams: It’s About the Trustor
This study used the social relations model (Kenny, 1994) to examine the relative importance of the trustor versus the trustee in trust development in temporary teams. Temporary teams have limited time to interact. Thus, we proposed and found that the trustor is the driver of trust perceptions in these teams.
Jacqueline Z. Bergman, Appalachian State University
Erika E. Small, Coastal Carolina University
Shawn Bergman, Appalachian State University
Joan R. Rentsch, University of Tennessee
Submitter: Erika Small, email@example.com
262-18 Virtual Team Communication Behaviors and Cognitive Outcomes
Behaviors that assist virtual team members in communicating their knowledge effectively were assessed with respect to their impact on several team-level cognitive outcomes. Results showed that behaviors differentially predicted knowledge transfer and knowledge interoperability. Furthermore, results indicated that an optimal progression of communication behaviors may exist.
Melissa Staniewicz Zullo, University of Tennessee, Knoxville
Nancy Scott, University of Tennessee, Knoxville
Abby L. Mello, University of Tennessee, Knoxville
Lisa Delise, University of Tennessee
Joan R. Rentsch, University of Tennessee
Michael Letsky, Office of Naval Research
Submitter: Melissa Staniewicz Zullo, firstname.lastname@example.org
262-19 Reexamining Training Motivation: A Meta-Analytic Investigation of Differential Validity
Training researchers differ in their conceptualization and measurement of motivation. This paper seeks to meta-analytically elucidate the relationships among 5 types of motivation (e.g., motivation to learn, expectancy motivation) and 5 key training outcomes. Results from 118 studies are discussed, along with directions for future research.
Kristina N. Bauer, Old Dominion University
Karin A. Orvis, Old Dominion University
Katherine Ely, George Mason University
Traci Sitzmann, Advanced Distributed Learning Co-Laboratory
Submitter: Kristina Bauer, email@example.com
262-20 Overall Self-Efficacy Moderates Within-Person Effects on Performance
Belief in one’s ability to perform a task, or self-efficacy, has generally been thought to improve performance. However, research at the within-person level of analysis suggests that self-efficacy may not always facilitate performance. The current research suggests that within-person effects of self-efficacy on performance depend on one’s overall self-efficacy level.
James W. Beck, University of Minnesota
Aaron M. Schmidt, University of Minnesota
Submitter: James Beck, firstname.lastname@example.org
262-21 Intrinsic Motivation, Goal Orientation, and Performance: Testing Self-Determination Theory
Using self-determination theory, this study contends employers should take into account that intrinsic and extrinsic forms of motivation may have differential effects on job performance. Findings indicate intrinsic motivation and general achievement motivation predict performance but extrinsic motivation, domain-specific motivation, and goal orientation do not.
Christopher P. Cerasoli, University at Albany, SUNY
Michael T. Ford, University at Albany, SUNY
Submitter: Christopher Cerasoli, email@example.com
262-22 A Within-Person Evaluation of the Regulatory Resource Model
The self-regulatory resource model proposes that self-regulation relies on a limited resource that is depleted with use. In contrast to previous studies, this research tested the model using a theory-consistent, within-subjects design. Results indicated self-regulation may improve over time, supporting the power law of practice rather than the resource model.
Patrick D. Converse, Florida Institute of Technology
Richard P. DeShon, Michigan State University
Submitter: Patrick Converse, firstname.lastname@example.org
262-23 Motivational Traits as Predictors of Task Self-Efficacy
This study examined a model delineating the relationships between motivational traits and self-efficacy, goal setting, and performance. Results demonstrated that both motivation related to anxiety and competitive excellence predicted self-efficacy, which in turn related to goal setting and task performance. Supplemental analyses suggested that motivational traits also directly impact performance.
Tanner Bateman, Virginia Polytechic Institute
John J. Donovan, Rider University
Submitter: John Donovan, email@example.com
262-24 Influence of Regulatory Focus on Performance Feedback and Motivation
We hypothesized that participants under a promotion focus would be more motivated by excellent ratings, whereas participants under a prevention focus would be more motivated by good ratings. Results did not provide support for this hypothesis. However, prevention-focused participants reported higher levels of motivation than did promotion-focused participants.
C. Allen Gorman, Radford University
Benjamin Overstreet, Angelo State University
Wayne Harrison, University of Nebraska at Omaha
Submitter: C. Gorman, firstname.lastname@example.org
262-25 Perceived Organizational Support: An Antecedent of Autonomous Motivation
We tested links among employees’ perceived organizational support (POS), autonomous motivation, and outcomes. Drawing on theories of self-determination and organizational support, we hypothesized that POS would positively influence autonomous motivation, which, in turn, facilitated outcomes. We also anticipated direct relationships between POS and outcomes. Our hypotheses were supported.
Laura M. Graves, Clark University
Jennifer J. Deal, Center for Creative Leadership
William A. Gentry, Center for Creative Leadership
Marian N. Ruderman, Center for Creative Leadership
Todd J. Weber, University of Nebraska-Lincoln
Submitter: Laura Graves, email@example.com
262-26 Personality, Self-Efficacy, and Planning Effects on Performance: A Process Model
We examined relationships between personality, self-efficacy, planning, and performance. Results revealed unique effects for Conscientiousness, proactive personality, and self-efficacy on planning and for proactive personality, self-efficacy, and planning on performance. Results highlight the importance of planning in self-efficacy effects and the unique influences of personality, motivation, and cognition on performance.
Zach Kalinoski, Wright State University
Debra Steele-Johnson, Wright State University
Dorothy Carter, Wright State University
Keith A. Leas, Wright State University
Submitter: Zach Kalinoski, firstname.lastname@example.org
262-27 Psychological Ownership: The Importance of Having a Say
This study examined perceived control in one’s job (self-management) and in one’s organization (participative decision making) are important determinants of psychological ownership and outcomes. We found that perceived control’s positive effects on organizational outcomes were partially mediated by psychological ownership and moderated by power distance.
Chun Hui, University of Hong Kong
Cynthia Lee, Northeastern University
Jun Liu, Renmin University of China
Hui Wang, Peking University
Submitter: Cynthia Lee, email@example.com
262-28 Let’s Not Get Personal: Power Orientation and Aversive Conflict Management
We know a lot about the outcomes of poorly managed interpersonal conflict but relatively little about the antecedents that may lead to aversive conflict management behaviors. This study borrows from Mclleland’s (1979) theory of personal versus social power orientations to understand the motivational underpinnings of aversive conflict management styles.
Cort W. Rudolph, Wayne State University
Anne C. Bal, Wayne State University
Submitter: Cort Rudolph, Cort.Rudolph@Wayne.edu
262-29 Positive and Negative Self-Efficacy Effects Revisited: A Longitudinal Field Study
The study examines the role of self-efficacy on behavior at the within-person level in job search context. Job search self-efficacy is shown to positively affect both preparatory and active job search behavior, which in turn affects job seekers’ cognitive and affective reactions and strengthens their self-efficacy perceptions.
Shuhua Sun, National University of Singapore
Zhaoli Song, National University of Singapore
Vivien Kim Geok Lim, National University of Singapore
Don J. Q. Chen, National University of Singapore
Xian Li, National University of Singapore
Submitter: Shuhua Sun, firstname.lastname@example.org
262-30 Examining the Stability of Trait Goal Orientation During Long-Term Training
Goal orientation has received much attention as an important motivational construct in training contexts. This study answers calls to examine the temporal stability of goal orientation. Results indicated measurement invariance/equivalence over time for a commonly used instrument, as well as evidence of some instability in the underlying facets.
Aaron Watson, SWA Consulting Inc.
Reanna P. Harman, SWA Consulting Inc.
Eric A. Surface, SWA Consulting Inc.
Submitter: Aaron Watson, email@example.com
262-31 Socially Responsible Supply Chains and I-O Psychology
Operational concepts such as 0 inventory, flexibility through postponement, outsourcing, free riding, supply chain surplus, the bullwhip effect, and changing the givens all have important implications for integrating human resource supply chains. We introduce and discuss these concepts with novel approach to incorporating socially responsible, sustainable models for organizations.
Wendy S. Becker, Shippensburg University
Jerry A. Carbo II, Esq., Shippensburg University
Ian M. Langella, Shippensburg University
Submitter: Wendy Becker, firstname.lastname@example.org
262-32 Causal Chain Analysis as an Alternative to Single-Attribute Utility Analysis
This study contrasts single-attribute utility analysis with causal chain analysis as an alternative way of conducting utility analysis. Based on the HR information success model, 144 managers’ reactions to both methods of utility analysis yielded higher results for causal chain analysis than single-attribute analysis on all model variables.
Cornelius J. König, University of Zurich
Martin Kleinmann, University of Zurich
Submitter: Silvan Winkler, email@example.com
263. Symposium/Forum: 11:30 AM–12:50 PM
Aging and Work Motivation: Future Research Directions
In this symposium we want to extend existing knowledge on the effects of aging on work motivation by presenting 4 papers grounded in lifespan theories that examine the influence of job characteristics, person–job fit of older workers, and age-related personal factors, such as time perspective and regulatory goal focus.
Dorien Kooij, VU University Amsterdam, Chair
Janet L. Barnes-Farrell, University of Connecticut, Co-Chair
Margaret E. Beier, Rice University, Daniel J. Beal, Rice University, The Importance of Job Characteristics in the Age–Job Performance Relation
Anna Grube, University of Münster, Guido Hertel, University of Münster, Age Effects on the Fit of Work Values and Characteristics
Ruth Kanfer, Georgia Institute of Technology, Julie Nguyen, Georgia Institute of Technology, Age and the Economy: Different Motivational Pathways Influencing Retirement Intentions?
Annet de Lange, University of Groningen, Beatrice I. van der Heijden, Maastricht School of Management, Nicole de Jong, University of Groningen, Matthijs Bal, Erasmus University Rotterdam, Wilmar B. Schaufeli, Utrecht University, Psychological Contract Breach and Motivation: The Influence of Age-Related Variables
Jeanette N. Cleveland, Pennsylvania State University, Discussant
Submitter: Dorien Kooij, firstname.lastname@example.org