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Saturday PM

 
Indicates Saturday Theme Track Session

 

 

264. Symposium/Forum: 12:00 PM–1:20 PM  
202

LGBT Working Professionals: Perceptions, Policies, and Enhancing Engagement

Our goal was to gain a broader perspective on LGBT employees’ experiences in the workplace by examining gay versus straight employee performance evaluations and rating accuracy, the effectiveness of LGBT policies in the workplace, and diversity-related predictors of LGBT professionals’ engagement at work.

Brian Roote, PreVisor, Co-Chair

Lisa Baranik, East Carolina University, Co-Chair

Irwin J. Jose, George Mason University, David Geller, George Mason University, The Effects of Disclosure on Performance Perceptions

Brian Roote, PreVisor, The Role of Actor (Employee) Identity on Performance Evaluations
Larry R. Martinez, Rice University, Charlie Law, Pennsylvania State University-Schuylkill, Michelle (Mikki) Hebl, Rice University, Leaders’ Shifting Reactions to Subordinate Gays in the Military

Ashley Morrison, University of Georgia, Wendy R. Reynolds-Dobbs, University of Georgia, Predicting LGBT Employee Engagement in Organizations

Kecia M. Thomas, University of Georgia, Discussant

Submitter: Brian Roote, brianroote@gmail.com
 


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

The Impact of Generational Differences in Talent Management Practices

This session will engage participants in a discussion of generational differences and how these differences impact (or should impact) the talent management practices in organizations. A key objective will be for participants to leave with practical tools and best practice approaches for addressing generational differences in talent management.

Lorraine C. Stomski, Aon Consulting, Host

Brian J. Ruggeberg, Aon Consulting, Host

Janis M. Ward, J. M. Ward Consulting, Host

Submitter: Lorraine Stomski, lorraine_stomski@aon.com
 


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

Issues in Multilevel Research

Thomas D. Fletcher, State Farm Ins., Host

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


267. Symposium/Forum: 12:00 PM–1:20 PM  
210-211

New Developments in Modeling Longitudinal and Dynamic Data

Four papers discuss new approaches to analyzing longitudinal and dynamic data. The symposium covers issues such as how to control for initial status when studying change, assess the effectiveness of interventions, identify qualitative changes in latent classes, and model dynamic attitude. In addition, we will discuss applications and extensions of these models.

Paul J. Hanges, University of Maryland, Co-Chair

Ashley Fulmer, University of Maryland, Co-Chair

William I. MacKenzie, University of South Carolina, Robert E. Ployhart, University of South Carolina, Chad H. Van Iddekinge, Florida State University, Single Autoregressive Latent Trajectory Models: Controlling for Prior Time Periods

Ashley Fulmer, University of Maryland, Michele J. Gelfand, University of Maryland, Paul J. Hanges, University of Maryland, Modeling Trust as a Growth Mixture Model

David Chan, Singapore Management University, Mo Wang, University of Maryland, Mixture Latent Markov Modeling: Unobserved Heterogeneity in Longitudinal Qualitative Change

Daniel A. Newman, University of Illinois-Urbana-Champaign, Seth M. Spain, University of Illinois-Urbana Champaign, Dana Joseph, University of Illinois, Cynthia D. Fisher, Bond University, Andrew G. Miner, Target Corporation, Theresa M. Glomb, University of Minnesota, Intrinsic Dynamic Regulation of Work Satisfaction and Mood

Robert J. Vandenberg, University of Georgia, Discussant

Submitter: C. Ashley Fulmer, afulmer@psyc.umd.edu
 


268. Symposium/Forum: 12:00 PM–1:20 PM  
212

The Role of I-O Psychology in Mergers and Acquisitions

Presenters will describe how they influence work with mergers and acquisitions within their companies or clients. We will inform attendees about the value I-O can bring to this unique side of business, share best practices, and give ideas to those who may be considering transitioning into working with M&As.

Lindsay A. Bousman, Paris Phoenix Group, Chair

Laura S. Hamill, Paris Phoenix Group, Understanding Organizational Climate and Culture in Mergers and Acquisitions

Patricia R. Pedigo, IBM, Managing Acquisition Integration to Achieve Success

Eric P. Braverman, Merck, Talent Assessment and Selection for a Large-Scale Merger

Jennifer D. Saavedra, Dell Inc, Angeline W. Tucker, Dell, Inc., Retaining Key Talent at Dell

Submitter: Lindsay Bousman, lbousman@hotmail.com
 


269. Symposium/Forum: 12:00 PM–12:50 PM  
Crystal Ballroom A/F

Mentoring and Underexamined Populations (The Military and Marginalized Workforce)

To remain competitive in a global workforce, private corporations and the U.S. military have instituted mentoring programs to foster career-building opportunities. The research presented in this symposium will provide insight on precursors and outcomes associated with formal and informal mentoring programs for military personnel, women, and ethnic minorities.

Kizzy M. Parks, K. Parks Consulting Inc., Chair

Kenneth Matos, Defense Manpower Data Center, Rachel N. Lipari, Defense Manpower Data Center, Mentoring in the Military

Tammalette Mattison, Baker College, The Female Mentoring Experience

Felicia O. Mokuolu, University of Oklahoma, Kizzy M. Parks, K. Parks Consulting Inc., Trust/Mentoring Effectiveness: Roles of Equal Opportunity Climate and Commitment

Daniel P. McDonald, Defense Equal Opportunity Management Institute, Discussant

Submitter: Kizzy Parks, kparks@kparksconsulting.com
 


270. Symposium/Forum: 12:00 PM–1:20 PM  
Crystal Ballroom B/E

Environmental Sustainability: Exploring the Dimensions and Prediction of Green Behavior

Organizations are being swept into the green revolution at a rapid pace, and implementation of environmental sustainability (ES) initiatives has important implications for a range of behavior change in the workplace. This session explores the dimensions and prediction of ES behavior and behavior change from both empirical and theoretical perspectives.

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

David A. DuBois, PSRI, Co-Chair

Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Brenton Wiernik, University of Minnesota, Susan D’Mello, University of Minnesota, Rachael Klein, University of Minnesota, Lauren Hill, University of Minnesota, Andrew Biga, Procter & Gamble, Understanding “Green” Behaviors at Work: 3Rs Are Not Enough!

Cathy L. Z. DuBois, Kent State University, Marina Astakhova, Kent State University, David A. DuBois, PSRI, I Expect My Organization to Be Green, But Am I?

Elise L. Amel, University of St. Thomas, Christie M. Manning, Macalester College, Jacob W. Forsman, University of St. Thomas, Britain A. Scott, University of St. Thomas, Openness to Experience and Organization-Wide Environmental Sustainability Efforts

David A. DuBois, PSRI, Cathy L. Z. DuBois, Kent State University, Adoption of Sustainable Behaviors: Towards an Integrated Model of Change

Lance E. Anderson, ICF International, Discussant

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


271. Symposium/Forum: 12:00 PM–12:50 PM  
Crystal Ballroom C/D

Between- and Within-People Investigations of Affect and Behavior at Work

Interdependencies between worker behaviors and feelings are explored in 3 sets of within-person and between-person investigations. Different forms of mutual influence are identified, as are mediating variables in both affect-to-behavior and behavior-to-affect sequences.

Sharon Parker, University of Sheffield, Chair

Nikos Dimotakis, Michigan State University, Co-Chair

Uta K. Bindl, Institute of Work Psychology, Peter B. Warr, University of Sheffield, Sharon Parker, University of Sheffield, Ilke Inceoglu, SHL Group Ltd, Multiple Patterns of Affect-Behavior Associations

Remus Ilies, Michigan State University, Nikos Dimotakis, Michigan State University, Linda C. Wang, Michigan State University, Within-Individual Effects of Recovery Processes on Mood and Citizenship Behavior

Bennett J. Tepper, Georgia State University, James M. Conway, Central Connecticut State University, Steven G. Rogelberg, University of North Carolina-Charlotte, Virginia Pitts, Colorado State University, Perpetrators’ Affective Reactions to CWBs: The Moderating Effects of Empathy

Submitter: Nikos Dimotakis, dimotakis@bus.msu.edu
 


272. Panel Discussion: 12:00 PM–1:20 PM  
Grand Ballroom A

Lessons Learned in Validating and Implementing Technology-Based Front-Line Manager Assessments

Technological advances have permitted the development of highly appealing and realistic multimedia assessments for front-line manager (FLM) positions. Validating and deploying such assessments can be particularly complex. In this session, a panel of experts will provide practical guidelines and strategies for managing the validation and implementation of technology-based FLM assessments.

Jolene M. Meyer, PreVisor, Co-Chair

Jay Janovics, PreVisor, Co-Chair

Michael D. Blair, CenturyLink, Panelist

Rick Hense, Bank of America, Panelist

David Ivester, Time Warner Cable, Panelist

Debora D. Mitchell, Sprint, Panelist

Submitter: Jolene Meyer, jmeyer@previsor.com
 


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

GRA to 401K: Navigating Your First I-O Psychology Job

In this session, 5 new I-O psychology professionals will respond to questions identified in a recent survey of SIOP Student Affiliates. The purpose is to provide current graduate students with first-hand accounts of the transition from graduate school to the workplace and to offer decision-making and career-development support.

Robert D. Pritchard, University of Central Florida, Chair

Melissa M. Harrell, APT, Inc., Panelist

Shannon A. Scielzo, University of Texas at Arlington, Panelist

Renee E. DeRouin-Jessen, Marriott Vacation Club, Panelist

Jessica M. Cornejo, CVS, Panelist

Nic Bencaz, Cognitive Performance Group, Panelist

Submitter: Renee DeRouin-Jessen, renee.e.derouin@gmail.com
 


274. Symposium/Forum: 12:00 PM–12:50 PM  
Salon C

Information Sharing in Teams and Multiteam Systems

Research suggests team success is heavily influenced by the extent to which team members effectively combine informational resources. This symposium brings together 3 papers examining knowledge sharing in teams and multiteam systems. Results shed light on the role of support, trust, and virtuality in information sharing within and across teams.

Jessica Mesmer-Magnus, University of North Carolina-Wilmington, Co-Chair

Meredith F. Burnett, Florida International University, Co-Chair

Meredith F. Burnett, Florida International University, Group and Organizational Antecedents of Employee Knowledge Sharing Communications

Miliani Jimenez, University of Central Florida, Saarah Kison, University of Central Florida, Daniel Doty, University of Central Florida, Toshio Murase, University of Central Florida, John E. Mathieu, University of Connecticut, C. Shawn Burke, University of Central Florida, Trust and Information Sharing Within and Across Team Boundaries

Jessica Mesmer-Magnus, University of North Carolina-Wilmington, Jessica L. Wildman, University of Central Florida, Leslie A. DeChurch, University of Central Florida, Marissa S. Porter, University of Central Florida, Miliani Jimenez, University of Central Florida, The Role of Virtuality in Team Information Sharing

Debra L. Shapiro, University of Maryland, Discussant

Submitter: Meredith Burnett, meredith.burnett@fiu.edu
 


275. Master Tutorial: 12:00 PM–1:50 PM  
Salon D

Legal Update: Ricci, OFCCP Enforcement, and Implications for Selection

Earn 2 CE credits for attending.

This tutorial reviews some legal front headlines from 2009 that focused on adverse impact in personnel selection. This includes (a) the Supreme Court ruling in Ricci vs. Destefano, (b) the implications of this ruling for test construction and validation, (c) recent OFCCP enforcement, and (d) recommendations for managing OFCCP challenges.

Arthur Gutman, Florida Institute of Technology, Presenter

Eric M. Dunleavy, DCI Consulting Group, Presenter

Submitter: Arthur Gutman, artgut@aol.com
 


276. Panel Discussion: 12:30 PM–1:50 PM  
201

Teaching Leadership: Questions, Approaches, and New Directions

Scientific research provides strong evidence that leadership positively impacts individual, team, and group performance. Although evidence also suggests that leadership can be learned, questions remain about how best to teach leadership—if it can be taught at all. Four expert panelists will discuss the opportunities and challenges in teaching leadership.

Jennifer D. Nahrgang, Arizona State University, Co-Chair

Daniel S. Derue, University of Michigan, Co-Chair

John R. Hollenbeck, Michigan State University, Panelist

Paul E. Tesluk, University of Maryland, Panelist

Jennifer W. Martineau, Center for Creative Leadership, Panelist

Brad Borland, Kelly Services, Inc., Panelist

Submitter: Daniel Derue, dsderue@umich.edu
 


277. Symposium/Forum: 12:30 PM–1:50 PM  
206-207

Stop Being So Self-Centered! Researching and Applying Personality via Observer Reports

This symposium presents 4 papers showing the unique and invaluable insights afforded by measuring personality via observer ratings. A combination of meta-analyses and primary studies identify sources of inaccuracy in observer ratings and show that observers inside and outside the workplace yield stronger predictive validities than self-raters.

Brian S. Connelly, University of Connecticut, Chair

Luye Chang, University of Connecticut, Co-Chair

Brian S. Connelly, University of Connecticut, Deniz S. Ones, University of Minnesota,
Beyond Self-Validation: Predictions From Observer Ratings of Personality Traits

Radostina Purvanova, Drake University, Are Judgments of Teammates’ Personality in Virtual Project Teams Accurate?

Alexis A. Geeza, University of Connecticut, Brian S. Connelly, University of Connecticut, Luye Chang, University of Connecticut, A Meta-Analytic Examination of Consistency in Observers’ Perspectives Across Contexts

Ute R. Hulsheger, Maastricht University, Brian S. Connelly, University of Connecticut, Validity of Observer Ratings With Raters From Outside the Workplace

Leaetta M. Hough, Dunnette Group, Ltd., Discussant

Submitter: Alexis Geeza, alexis.geeza@uconn.edu
 


278. Interactive Posters: 12:30 PM–1:20 PM  
213-214

Truth, Organizational Justice, and the I-O Way

Sylvia Roch, University at Albany, SUNY, Facilitator

278-1 Justice and OCB: Do Emotions and Self-Esteem Matter?

A survey study investigates the moderation role of trait anger and self-esteem (implicit and explicit) in regards to the relationship between justice and organizational citizenship behavior (OCB). Results support 3-way interactions that show patterns consistent with self-verification and self-enhancement theory. The effect of justice on implicit processing is also addressed.

Jeremy Bauer, University of South Florida

Liu-Qin Yang, Portland State University

Russell E. Johnson, University of South Florida

Submitter: Jeremy Bauer, jbauer58@gmail.com
 

278-2 A Multifoci Integration of Justice, Commitment, and Positive Affective Well-Being

We integrated the constructs of justice, commitment, and well-being using a multi-foci framework. Justice perceptions of a source (organization, supervisor, coworkers) generally predicted affective commitment toward the source. Organizational commitment mediated the relationships between distributive and procedural justice and well-being. Distributive and supervisor informational justice also directly predicted well-being.

Edith C. Knight, Canadian Forces

Camilla M. Holmvall, Saint Mary’s University

Submitter: Camilla Holmvall, camilla.holmvall@smu.ca
 

278-3 Organizational Justice, Discrete Emotions, and Counterproductive Work Behaviors

The study examined the relationship of justice facets, that is, distributive, procedural, and interpersonal with two negative discrete emotions, namely anger and sadness. The effects of anger and sadness were further investigated on 5 dimensions of counterproductive work behaviors. The study also explored the mediating mechanism of these emotions.

Abdul K. Khan, Universite Paul Cezanne

Samina Quratulain, Universite Paul Cezanne

Jean-Marie Peretti, ESSEC Business School, France

Submitter: Abdul Khan, karimkhan2002@yahoo.com
 

278-4 Who Cares About Justice? Trait Moderators of Justice-Counterproductivity Relationships

People react to workplace injustice in different ways. Some compensate/retaliate (e.g., withhold effort, take merchandise) but others do not. This study investigated the role of several personality traits—trait fairness and Big 5—in explaining differences in reactions to perceived injustice in the workplace.

Rhys Lewis, University of Western Ontario

Julie J. Carswell, Sigma Assessment Systems

Submitter: Rhys Lewis, rlewis@gmail.com
 


279. Posters: 12:30 PM–1:20 PM  
Galleria
Testing/Assessment (e.g., selection methods; validation; predictors)

279-1 Modeling the Employee Promotion Decision-Making Process

This study examined models of the employee promotion process. Evidence supports a model in which a district manager’s past performance, current job tenure, and prior job tenure predict the district manager’s promotability rating, which in turn predicts whether or not the manager is promoted.

James A. Breaugh, University of Missouri-St Louis

Submitter: James Breaugh, jbreaugh@umsl.edu
 

279-2 Test-Taker Reactions to Item Formats Used in Online Selection Assessments

Data from 3 organizations indicated that there are significant differences in test-taker reactions (e.g., transparency and face validity) to different item formats. Although Likert items were perceived favorably overall, reactions might be influenced by factors such as contextualizing items to the workplace and language fluency.

Aarti Shyamsunder, Infosys Leadership Institute

Elizabeth A. McCune, Portland State University

Submitter: Elizabeth McCune, mccunee@pdx.edu
 

279-3 Research Versus Organizational Performance Ratings: Are Practitioner Assumptions Correct?

This study clarifies the relation between performance ratings collected for research purposes and performance ratings collected for organizational purposes. The use of organizational ratings as a reliability check to clean research performance ratings for validation studies is investigated. Data from 4 organizations and 14 assessments were used.

K. D. Zaldivar, Aon Consulting

Matthew J. Such, First Advantage

Kristina Barr, First Advantage

Submitter: Kristina Barr, kristinareneebarr@gmail.com
 

279-4 The Predictive Validity of Implicit Policies in Situational Judgment Tests

The purpose of this study was to extend the findings of Motowidlo, Hooper, and Jackson (2006) by examining the relationships between implicit trait policies as measured with a situational judgment test, leadership experience, and leadership effectiveness. Our results demonstrated that implicit trait policies can predict leadership effectiveness of employees.

Marise Ph. Born, Erasmus University Rotterdam

Alec W. Serlie, Erasmus University Rotterdam/GITP

Henk T. Van der Molen, Erasmus University Rotterdam

Janneke K. Oostrom, Erasmus University Rotterdam/GITP

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

279-5 Development and Validation of a Practitioner-Oriented Impression Management Scale

This research developed and validated an 8-item impression management scale for use with an existing Big 5 applicant-screening tool. Real-world applicants’ (n = 21,017) scores on the scale were found to have satisfactory reliability and correlated as one might expect with the 5 personality scales.

Brennan D. Cox, Auburn University

Adrian Thomas, Auburn University

Submitter: Brennan Cox, cox.brennan@gmail.com
 

279-6 Antecedents, Correlates, and Outcomes of Adjustment to College: A Meta-Analysis

A meta-analytic summary of the college adjustment literature is presented (k = 192, N = 35,322). Adjustment constructs exhibit moderate relationships with important college outcomes such as GPA and drop-out decisions. Antecedent variables exhibit substantial relationships with adjustment, including social support, core self-evaluations, personality traits, stress, coping styles, and student’s relationship with their parents.

Marcus Crede, SUNY Albany

Sarah Niehorster, SUNY Albany

Submitter: Marcus Crede, mcrede@albany.edu
 

279-7 The Influence of Class Attendance on College Grades: A Meta-Analysis

The study provides meta-analytic review on the relationship between class attendance and grades in college. Results show that attendance has a strong relationship with grades and GPA, and a weak relationship with student characteristics (Conscientiousness, motivation). Class attendance appears to be better predictor of grades than SAT scores and high school GPA.

Marcus Crede, University at Albany, SUNY

Sylvia G. Roch, University at Albany, SUNY

Urszula Kieszczynka, University at Albany, SUNY

Submitter: Marcus Crede, mcrede@albany.edu
 

279-8 Predicting Employee Performance: Pattern Versus Variable Approach

This study investigated the usefulness of latent profile analysis (LPA) in determining the personality-performance relationship. Results support LPA as profile membership increased the explained variance in performance. Profile membership variables were significantly related to performance even though the individual difference variables used to create these profiles were not.

Amy DuVernet, North Carolina State University

Mark A. Wilson, North Carolina State University

Clara E. Hess, North Carolina State University

Submitter: Amy DuVernet, amyduv@gmail.com
 

279-9 Working Memory at Work: Relations With Motivation, Learning, and Performance

Cognitive mechanisms such as working memory have received little attention from industrial-organizational psychologists. This longitudinal study investigated how working memory interacts with motivation to influence the work-related outcomes of task performance and learning. Implications for selection and training are discussed.

Jessica Lynn Dzieweczynski, Federal Management Partners

Jared A. Linck, Pennsylvania State University

Daniel J. Weiss, Pennsylvania State University

Submitter: Jessica Dzieweczynski, jessicadzi@gmail.com
 

279-10 Assessment Centers Can Measure Dimensions: Evidence From Leadership Development

The gloomy picture of assessment center construct validity is based on data generated while our understanding of design features was nascent and subsequent meta-analyses of the same data. To show measurement of dimensions is possible, we present analyses of a large new dataset that shows strong evidence of dimensions.

Nigel Guenole, Goldsmiths University of London

Oleksandr Chernyshenko, Nanyang Technological University

Stephen Stark, University of South Florida

Tony Cockerill, Centre for High Performance Development

Submitter: Nigel Guenole, n.guenole@gold.ac.uk
 

279-11 An Indirect Measure of Writing Proficiency: More Than Face Validity

To measure writing proficiency, researchers have compared using multiple-choice assessment forms and essay forms. Although previous research has shown that the 2 forms can have construct equivalence, no studies have examined the validity of indirect measures. This study validates an indirect measure of writing proficiency.

Jeremy M. Hof, San Diego Gas & Electric

Steven D. Ashworth, San Diego Gas & Electric

Submitter: Jeremy Hof, JHof@semprautilities.com
 

279-12 Range Shrinkage of Cognitive Ability Test Scores in Applicant Pools

Range restriction corrections are frequently conducted using population estimates when applicant pool standard deviations are not available. This study used data from 9 large German applicant pools (total N = 8,276) for 2 cognitive-ability tests. Results revealed that applicant pool standard deviations for these tests were about 10% smaller than population estimates.

Jonas W. B. Lang, Maastricht University

Martin Kersting, Federal University of Applied Administrative Sciences

Ute R. Hulsheger, Maastricht University

Submitter: Ute Hulsheger, ute.hulsheger@maastrichtuniversity.nl
 

279-13 Development of a Situational Judgment Test to Assess Leader Counterproductivity

Despite the significant negative impact counterproductive leaders have on organizations and the prevalence of unethical decision making, there are few methods to assess and select leaders for these behaviors. A situational judgment test was created based on an empirical model of leader counterproductivity, revealing criterion-related validity with multiple samples.

Kevin Impelman, Batrus Hollweg International

Heather Graham, Batrus Hollweg International

Chloe Lemelle, Batrus Hollweg International

Submitter: Kevin Impelman, kimpelman@yahoo.com
 

279-14 Criterion-Related Validity of the General Mental Ability Measure for Adults

Across 2 samples, we examined the criterion-related validity of the General Mental Ability Measure for Adults (GAMA), a nonverbal measure of cognitive ability. Results show that GAMA predicted job performance in both samples (rs between .27 - .50). No evidence was found for differential prediction across gender and age.

Dan Ispas, University of South Florida

Alexandra Ilie, University of South Florida

Dragos Iliescu, National School of Political and Administrative Studies

Russell E. Johnson, University of South Florida

Kevin L. Askew, University of South Florida

Submitter: Dan Ispas, dispas@gmail.com
 

279-15 Predicting Multitasking Performance: Stress Tolerance, Affect, and Locus of Control

This study extends research on predictors of multitasking. Previous research has investigated stress tolerance as a predictor of multitasking with mixed results. This study extends past research by investigating a moderated-mediation model including locus of control and negative affect in 2 independent samples (n1 = 1068; n2 = 700).

Ted B. Kinney, Select International

Kristin M. Delgado, Select International/Wright State University

Mei-Chuan Kung, Select International

Submitter: Ted Kinney, tkinney@selectintl.com
 

279-16 So Much to Do, So Little Time: Multitasking and Performance

Previous research on applied multitasking has investigated predictors of multitasking behaviors; this study investigates the relationship between multitasking and job performance (n = 109 CSRs). Criterion measures included objective and subjective measures of task and contextual performance; differential prediction hypotheses between Conscientious-ness and multitasking were also tested and supported.

Ted B. Kinney, Select International, Inc.

Mei-Chuan Kung, Select International, Inc.

Ashley G. Walvoord, Verizon Wireless

J. Adam Shoemaker, Verizon Wireless

Submitter: Ted Kinney, tkinney@selectintl.com
 

279-17 Biodata Response Elaboration: A Large-Scale Field Experiment

The response elaboration technique is examined in a field experiment (N = 18,326). The results indicate that asking job applicants to elaborate their responses leads to lower scores on a biodata measure. The effect of this technique is greater for nonverifiable than verifiable items, and cognitive demands of responses may be increased.

Julia Levashina, Kent State University

Frederick P. Morgeson, Michigan State University

Michael A. Campion, Purdue University

Submitter: Julia Levashina, jlevashi@kent.edu
 

279-18 A Novel Look at Behavior Elicitation in Assessment Center Exercises

Whereas extant exercise design approaches mainly focus on the whole exercise as a vehicle for evoking candidate behavior, this study posits to plant multiple dimension-related stimuli in exercises via role-player prompts. Results among 571 actual candidates showed that reliability and construct-related validity was highest in the high behavior elicitation condition.

Filip Lievens, Ghent University

Gert Keen, DPBO

Eveline Schollaert, Ghent University

Submitter: Filip Lievens, filip.lievens@ugent.be
 

279-19 Are Role Players Able to Use Prompts in Assessment Center Exercises?

This study focused on the “role” of role players in assessment centers. In a sample of 233 candidates, we examined the effects of instructing role players to use prompts. Results suggest that role players are able to use prompts and that there is no risk of a negative influence on candidate reactions.

Eveline Schollaert, Ghent University

Filip Lievens, Ghent University

Submitter: Filip Lievens, filip.lievens@ugent.be
 

279-20 Optimizing the Efficiency–Adverse Impact Trade-Off in Personnel Classification Decisions

The paper presents an analytic method for estimating the efficiency and the adverse impact of general personnel classification decisions. In addition, the method is integrated in a decision-making framework to obtain predictor composites that show Pareto-optimal efficiency/adverse impact trade-offs in a mixture population classification context.

Celina Druart, Ghent University

Wilfried De Corte, Ghent University

Submitter: Filip Lievens, filip.lievens@ugent.be
 

279-21 Situational Judgments Tests, Self-Insight, and Personality: A Suppression Situation

A self-insight measure and a situational judgment test (SJT) resulted in a suppression situation in predicting Big 5 personality dimensions. The suppression situation improved prediction from 24% for Openness to Experience to 98% for Extraversion. Past research has likely and substantially underestimated the construct overlap between SJTs and personality.

Michael A. McDaniel, Virginia Commonwealth University

Joseph Psotka, U.S. Army Research Institute

Peter Legree, U.S. Army Research Institute

Submitter: Michael McDaniel, mamcdani@vcu.edu
 

279-22 More Than 2%! Incremental Validity of an AC Beyond GMA

This study (N = 311) investigated the incremental validity of an AC for predicting training performance during officer training. In contrast to claims that ACs explain only 2% additional variance in performance once GMA is considered (Schmidt & Hunter, 1998), we found that the AC substantially improved criterion-related validity.

Klaus G. Melchers, University of Zurich

Hubert Annen, Swiss Military Academy at ETH Zurich

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

279-23 The Smart or Right Choice: Exploring Job-Related Intelligence and Faking

This study examined the relationship between job-related intelligence and faking. Specifically, mechanical aptitude and conscientiousness were assessed using a within subjects design in an applicant condition (automotive assembler position) and an honest condition. The results suggest there may be a relationship between job-related intelligence and faking on a personality scale.

Paul Merlini, General Dynamics Information Technology

Mary Margaret Sudduth, Florida Institute of Technology

Maria F. Ricci-Twitchell, University of Central Florida

Mei-Chuan Kung, Select International, Inc.

Richard L. Griffith, Florida Institute of Technology

Submitter: Paul Merlini, merlini.paul@gmail.com
 

279-24 The Situational Specificity of Assessors’ Ratings

Trait activation theory was used to predict the situational specifity of assessors’ ratings of dimensions. An experimental vignette study was conducted. Two situations were created that differed by the dimension relevance of situational cues. As hypothesized, differences in situational cues affected assessors’ dimension ratings of performance but not behavior.

Thomas C. Oliver, University of Guelph

Peter Hausdorf, University of Guelph

Submitter: Thomas Oliver, toliver@uoguelph.ca
 

279-25 What Are the Best Predictors of Medical School Performance?

We investigated the ability of traditional medical school predictors (MCAT, GPA, interview) to predict medical students’ (N = 330) academic and clinical performance and the potential value of adding personality. Results showed that the MCAT predicted academic performance with personality accounting for incremental variance. Only personality was related to clinical performance.

Amanda Poole, University of Western Ontario

Mitchell Rothstein, University of Western Ontario

Richard D. Goffin, University of Western Ontario

Michael J. Rieder, University of Western Ontario

Henryk Krajewski, Right Management, Toronto

Deborah M. Powell, University of Guelph

R. Blake Jelley, University of Prince Edward Island

Allison Boyd, University of Toronto

Tracy Mestdagh, University of Western Ontario

Submitter: Amanda Poole, aepoole@uwo.ca
 

279-26 Individual-Difference Predictors of African-American Academic Achievement at PWIs and HBCUs

Based on ideas from Peters and O’Connor (1980), this study tested whether type of academic institution (historically Black college or university [HBCU], predominantly White institution [PWI]) moderates relationships between individual differences (academic motivation and judgment) and academic achievement. Mean-level differences in individual-difference characteristics between HBCUs and PWIs were also assessed.

Matthew C. Reeder, Michigan State University

Neal W. Schmitt, Michigan State University

Submitter: Matthew Reeder, reederm1@msu.edu
 

279-27 The Effect of Applicant Uniqueness in Selection Interviews

This study tested empirically how an applicant providing unique responses to traditional interview questions was evaluated by participants as compared to applicants providing qualitatively equivalent but non-unique responses. Results showed that unique applicants obtained higher evaluations and improved their chances to get the job.

Nicolas Roulin, University of Neuchatel

Adrian Bangerter, University of Neuchatel

Submitter: Nicolas Roulin, nicolas.roulin@unine.ch
 

279-28 Moving Beyond Validity Generalization: What About the Remaining Variance?

Previous research has shown that cognitive test validities generalize across situations. Our study demonstrates that although cognitive tests show predictive power across situations, this does not mean that validity is constant. Instead, substantial variance in validities can still remain, which are predictable by situational characteristics.

Winny Shen, University of Minnesota

Paul R. Sackett, University of Minnesota

Nathan R. Kuncel, University of Minnesota

Adam Beatty, University of Minnesota

Jana Rigdon, University of Minnesota

Thomas Kiger, University of Minnesota

Submitter: Winny Shen, shenx094@umn.edu
 

279-29 Employee Anger Influences the Validity of Situational Judgment Tests

The purpose of this research was to study how angry hostility influences the validity of situational judgment tests (SJTs). Results from a sample of healthcare employees (N = 225) showed that the relations between SJT scores and performance criteria were significantly stronger among those who were lower on angry hostility.

Jerel E. Slaughter, University of Arizona

Evan F. Sinar, Development Dimensions International

Submitter: Jerel Slaughter, jslaught@eller.arizona.edu
 

279-30 Asian–White Differential Validity of the SAT: Accounting for Criterion Contamination

Previous SAT validity research has used college GPA as the measure of academic success, despite that GPA is contaminated by individual differences in course choice. We examined predictive validity in a large dataset using less contaminated individual course grades criteria and found that validity remains comparable for Asians and Whites.

Amy E. Sund, Wayne State University

Christopher M. Berry, Texas A&M University

Submitter: Amy Sund, asund@wayne.edu
 

279-31 Meta-Analysis Clerical Performance Predictors: Pearlman, Hunter, and Schmidt Update

As a result of changes in technology and their effect on clerical occupations, this paper reviews the validity of predictors of clerical job performance since the publication of Pearlman, Schmidt, and Hunter’s (1980) comprehensive meta-analysis. This paper describes a predictor taxonomy and determines the validity of predictor constructs using meta-analysis.

Deborah L. Whetzel, Human Resources Research Organization (HumRRO)

Rodney A. McCloy, Human Resources Research Organization (HumRRO)

Amy C. Hooper, Gettysburg College

Teresa L. Russell, Human Resources Research Organization (HumRRO)

Shonna D. Waters, Human Resources Research Organization (HumRRO)

Wanda J. Campbell, Edison Electric Institute

Robert A. Ramos, Edison Electric Institute

Submitter: Deborah Whetzel, dwhetzel@humrro.org
 

279-32 When Searching for Multiple Accurate Mental Models Test for Interactions

This study demonstrated that more than one distinct method of structuring task knowledge may lead to effective task performance. Researchers are unlikely to detect this, however, unless they test for interactions among indices of similarity to alternative accurate mental models.

Christopher Wiese, University of Central Florida

Kimberly A. Smith-Jentsch, University of Central Florida

Elizabeth J. Sanz, University of Central Florida

Ariel Afek, University of Central Florida

Kendra Brown, University of Central Florida

Submitter: Christopher Wiese, ChrisWWiese@gmail.com
 


280. Panel Discussion: 12:30 PM–1:50 PM  
Grand Ballroom B

Trials, Tribulations, and Joys: Challenges of Teaching Diversity Management

This panel discussion addresses issues and choices in teaching diversity management in academic settings. Participants are experienced faculty members who have developed and taught such courses at graduate and/or undergraduate levels. Questions will address course construction and delivery, instructional philosophy and dynamics, and the future of diversity studies.

Rosemary Hays-Thomas, University of West Florida, Chair

Donna Chrobot-Mason, University of Cincinnati, Panelist

Bernardo M. Ferdman, Alliant International University, Panelist

Brenda K. Johnson, Cleveland State University, Panelist

Submitter: Rosemary Hays-Thomas, rlowe@uwf.edu
 


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

Advancing Cultural Intelligence Research: Moderating Influences of Person and Context

Prior cultural intelligence research has focused on measurement, predictors, and outcomes but has not addressed boundary conditions of these relationships. This symposium addresses this gap by exploring theoretically driven person and contextual moderators of cultural identities, majority status, flexibility, and diversity in the nomological network of CQ.

Linn Van Dyne, Michigan State University, Co-Chair

Soon Ang, Nanyang Technological University, Co-Chair

Yih-Teen Lee, IESE Business School, Aline D. Masuda, EADA Business School, Pablo Cardona, IESE Business School, Multiple Cultural Identities in CQ and Global Leadership

You Jin Kim, Michigan State University, Linn Van Dyne, Michigan State University, Majority-Minority Status and the Development of Cultural Intelligence

Thomas Rockstuhl, Nanyang Technological University, Soon Ang, Nanyang Technological University, K. Yee Ng, Nanyang Technological University, Linn Van Dyne, Michigan State University, Filip Lievens, Ghent University, Mental CQ in Multicultural Teams: Moderating Role of Behavioral CQ

Kevin Groves, Pepperdine University, Leader CQ in Context: Testing Moderating Effects of Team Diversity

Submitter: Linn Van Dyne, vandyne@msu.edu


282. Panel Discussion: 12:30 PM–1:50 PM  
Salon A

Lead Us Out of This Mess! Leadership in Difficult Economic Times

During economic downturn, enormous pressure is placed on leaders to perform. The purpose of this panel discussion is to provide an overview on how current theory and practice can increase leader performance. Topics include changes in leader expectations, developing leaders on tight budgets, and how leaders can boost morale.

Jill Mowry Strange, APT, Inc., Chair

Michael D. Mumford, University of Oklahoma, Panelist

William H. Berman, Berman Leadership Development, Panelist

Gordon J. Curphy, Self-employed, Panelist

Ginamarie Ligon, Villanova University, Panelist

Submitter: Jill Strange, globalba@gmail.com
 


283. Symposium/Forum: 12:30 PM–1:20 PM  
Salon E

Theme Track Symposium: People Analytics

Employing people metrics and analytics allows organizations to evaluate the components of their talent/HR initiative and how they influence business outcomes. This session will use a combination of expert speakers and interactive discussion formats to help us understand how to gain strategic insight by examining employee, customer, and business performance data together.

Anne E. Herman, Kenexa Research Institute, Chair

Wayne F. Cascio, University of Colorado, Making HR Measurement Strategic

Robin Wilson, Luxottica Retail, Using Talent Intelligence to Be a More Effective Business Partner

Al Adamsen, People-Centered Strategies, LLC, Anne E. Herman, Kenexa Research Institute, So You Want to Get Started With Analytics?

Submitter: Anne Herman, anne.herman@kenexa.com
 


284. Symposium/Forum: 1:00 PM–2:50 PM  
204

Leaders, Followers, and Emotion Regulation: Processes and Outcomes

Emotion regulation is important in leadership contexts. Leaders must often regulate not only their own emotions but also those of their followers. This symposium explores antecedents, processes, and consequences of emotion regulation from several perspectives, including relational (i.e., resonance/dissonance), cognitive appraisal theory, regulation strategies, psycho-physiological processes, and leader self-awareness.

Shane Connelly, University of Oklahoma, Chair

Ronald H. Humphrey, Virginia Commonwealth University, John H. Batchelor, Virginia Commonwealth University, Leading With Emotional Labor Creates Resonance and Positive Emotional Contagion

Chase E. Thiel, University of Oklahoma, Shane Connelly, University of Oklahoma, Regulating Follower Emotions: Different Strategies, Different Outcomes

Laura M. Little, University of Georgia, Chris C. Eldredge, University of Georgia, Janaki Gooty, Binghamton University, Leader Emotion Regulation Strategies: Follower Affective Reactions and Consequences

Richard E. Boyatzis, Case Western Reserve University, Creating Effective Leadership Relationships: Emotional Contagion and Emotional Attractors

Greg C. Ashley, Bellevue University, Roni Reiter-Palmon, University of Nebraska-Omaha, Self-Awareness: The Missing Link in Leader Development?

Joyce E. Bono, University of Minnesota, Discussant

Submitter: Mary Shane Connelly, sconnelly@ou.edu
 


285. Symposium/Forum: 1:00 PM–2:20 PM  
208-209

Filling in the Gaps: Individual Differences and the Work–Family Interface

Four presentations focus on individual differences (gender, personality, specific coping styles, workaholism) with implications for the work–family interface. The roles of coping and work supports are investigated in diverse samples including male and female breadwinners, abused women, and professionals. Two of the studies advance measurement of coping and workaholism.

Charmane Harrison, University of Akron, Co-Chair

Rosalie J. Hall, University of Akron, Co-Chair

Ru-Shuin Liou, University of Arkansas, Daniel C. Ganster, Colorado State University, Female Breadwinners’ Work Support in Dealing With Family–Work Conflicts

Rebecca H. Bryant, Bank of America, Tammy D. Allen, University of South Florida, Personality and Work–Family Conflict: Mediational Role of Coping Styles

Charmane Harrison, University of Akron, Rosalie J. Hall, University of Akron, Katey E. Foster, University of Akron, Stephanie J. Woods, University of Akron, Family-to-Work Conflict in an Intimate Partner Violence Sample

Wendy J. Casper, University of Texas-Arlington, Tae Seok Yang, University of Texas-Arlington, Meghna Virick, San Jose State University, Workaholism and Its Dimensions: A Scale Development Study

Wendy J. Casper, University of Texas-Arlington, Discussant

Submitter: Charmane Harrison, clh66@zips.uakron.edu
 


286. Panel Discussion: 1:00 PM–2:50 PM  
Crystal Ballroom A/F

Making Matrix Management Work: Emerging and Innovative Approaches

Despite criticism and concern about the matrix form of organization, this approach to managing the enterprise is still alive and well today.The purpose of this panel discussion is to describe emerging and innovative practices to make matrix management work, especially in complex global and team-based business environments.

Ramon M. Henson, Henson Consulting International, Chair

James D. Eyring, Organisation Solutions, Panelist

David A. Rodriguez, Marriott International, Panelist

Hernan Vaisman, International Flavors and Fragrances, Panelist

Joseph Faranda, Independent consultant, Panelist

Gregory J. Smith, ITT Corporation, Panelist

Submitter: Ramon Henson, rmhenson@comcast.net
 


287. Symposium/Forum: 1:00 PM–2:20 PM  
Crystal Ballroom C/D

Gender-Related Individual Differences in Career Choices

This symposium discusses gendered occupational choices in light of the relationship that gender has with social contexts and individual attributes. Unlike many psychological attributes, gender differences on vocational interests are substantial. The research presented in this symposium on vocational interests and values seeks to inform selection, development, and retention practices.

James Rounds, University of Illinois at Urbana-Champaign, Chair

Serena Wee, University of Illinois at Urbana-Champaign, Co-Chair

Serena Wee, University of Illinois at Urbana-Champaign, Career Compromises: Insights Into What People Value in a Job

Rong Su, University of Illinois at Urbana-Champaign, Gender Differences in Basic Interests: A Meta-Analysis

Sif Einarsdottir, University of Iceland, James Rounds, University of Illinois at Urbana-Champaign, Sex Differences in Vocational Interests in Iceland

Heather Ureksoy, University of South Florida, The Role of Occupational Values and Support in Career Choice

Submitter: Serena Wee, swee2@uiuc.edu
 


288. Symposium/Forum: 1:00 PM–2:20 PM  
Salon B

Job Demands and Worker Well-Being

The purpose of this symposium is to examine a variety of job demands by employing different measures and research designs. In addition, several buffers to job demands are examined, with a focus on both person- and event-level factors that can mitigate the negative effects of demands on employee well-being.

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

Allison S. Gabriel, University of Akron, Co-Chair

Remus Ilies, Michigan State University, Nikos Dimotakis, Michigan State University, Linda C. Wang, Michigan State University, Job Demands and Strain: Persistent Effects and Moderating Processes

James M. Diefendorff, University of Akron, Jane Yang, City University of Hong Kong, Allison S. Gabriel, University of Akron, Event-Level Demands and Resources: Psychological Need Satisfaction as a Mediator

Allison S. Gabriel, University of Akron, James M. Diefendorff, University of Akron, Rebecca J. Erickson, University of Akron, Job Demands and Job Resources: A Multilevel Test With Nurses

Jason M. Kain, Bowling Green State University, Bing C. Lin, Portland State University, Charlotte Fritz, Portland State University, Don’t Interrupt Me! Intrusions at Work and Employee Well-Being

Submitter: Allison Gabriel, allison.gabriel@gmail.com
 


289. Symposium/Forum: 1:00 PM–2:20 PM  
Salon C

Internal–External Candidate Differences in Selection/Promotion: Insights From Research and Practice

Applicant behavior research focuses almost exclusively on external candidates, yet organizations commonly draw candidates from both internal and external applicant pools. Few studies exist to guide interpretation and management of potential differences between these groups. Presenters share research and experience-based insights highlighting consequential distinctions and provide corresponding recommendations.

Gary Giumetti, Clemson University, Co-Chair

Jeanne Makiney, Development Dimensions International, Co-Chair

Kristin Charles, Kronos Talent Management, Autumn D. Krauss, Kronos Talent Management, Exploring Assessment Performance Differences Between Internal and External Applicants

Jeanne Makiney, Development Dimensions International, Gary Giumetti, Clemson University, Examining Differences in Test Performance Between Internal and External Candidates

Julie M. McCarthy, University of Toronto, Chad H. Van Iddekinge, Florida State University, Michael A. Campion, Purdue University, Test Perceptions of Internal Candidates: Anxiety, Motivation, Justice, and Fakability

Gary Giumetti, Clemson University, Evan F. Sinar, Development Dimensions International, Applicant Reactions From Inside Out: Candidate Status Differences in Reactions–Outcomes Relationships

Danita Harris, Cox Communications, Patrick Connell, Development Dimensions International, Practical Implications of Differences Between Internal and External Applicants

Donald M. Truxillo, Portland State University, Discussant

Submitter: Gary Giumetti, ggiumetti@gmail.com
 


290. Symposium/Forum: 1:30 PM–2:20 PM  
202

Executive Assessment Validity: Earning a “Seat at the Table”

With few exceptions, I-O psychologists do not participate in executive-level selection decisions. Consequently, very little research has surfaced on the success of these high-stakes decisions. This symposium pulls together 4 studies from 4 separate consulting firms to highlight recent findings on the effectiveness of executive assessment in organizations.

Carolyn A. Lees-Hotton, Select International, Chair

Keith Francouer, PCI Human Resource Consulting, Alfred C. Schnur, PCI Human Resource Consulting, Deborah Bell, PCI Human Resource Consulting, Ted Kinney, Select International, Using Individual Assessment to Predict Executive “Promotability”

Carolyn A. Lees-Hotton, Select International, Ted Kinney, Select International, Mei-Chuan Kung, Select International, Using Executive Assessment in Predicting Success on the Job

Keith L. Goudy, MICA Management Resources, David Sowinski, MICA Consulting Partners, Individual Assessment Validation and Success Profiles for Midlevel Managers

Suzanne M. Miklos, O.E. Strategies, Inc., The Incremental Validity of Executive Assessment Components

Jerilyn Hayward, ServiceMaster, Discussant

Submitter: Carolyn Lees-Hotton, clees-hotton@selectintl.com
 


291. Roundtable Discussion/Conversation Hour: 1:30 PM–2:20 PM  
203

Job Analysis in the Real World: Perspectives From the Trenches

Practitioners continue to face challenges and difficult decisions when conducting job analysis. These include hard-to-observe and flattened jobs, data maintenance issues, and dealing with the legacy of poor job analyses. This roundtable offers practitioners and researchers the opportunity to explore useful approaches to these challenges.

Robert E. Lewis, APT, Host

Erica L. Hartman, APT, Inc, Host

Michael S. Henry, APT, Inc., Host

Submitter: Robert Lewis, blewis@APTMetrics.com
 


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

Executive Assessment

Robert T. Hogan, Hogan Assessment Systems, Host

Robert C. Muschewske, Personnel Decisions International, Host

Kristen Horgen, PDRI, Coordinator


293. Symposium/Forum: 1:30 PM–2:50 PM  
210-211

Designing Effective Longitudinal Work–Family Research: Practical Lessons Learned

This symposium presents 4 longitudinal work–family studies, wherein each paper views the work–family interface through a different lens, emphasizing different collection methodologies and analytic strategies. Audience members will be exposed to ground-breaking research and gain a better understanding of how to design, implement, and analyze their own longitudinal study.

Russell A. Matthews, Louisiana State University, Chair

Satoris S. Culbertson, Kansas State University, Ann H. Huffman, Northern Arizona University, Stephanie C. Payne, Texas A&M University, Laura M. Koehly, NHGRI/NIH, Carl Castro, U.S. Army Medical Research and Materiel Command, Examining Work–Family Conflict: Initial Impact Versus Exposure Time Effects

Michael T. Ford, University at Albany, SUNY, A Three-Wave Study of Work–Family Conflict, Enrichment, and Health

Adam B. Butler, University of Northern Iowa, Joseph G. Grzywacz, Wake Forest University, Brenda Bass, University of Northern Iowa, Work Hours, Schedule Control, and New Mothers Mental Health

Amy Nicole Salvaggio, University of New Haven, Jennifer E. Hopper, University of Tulsa, Collecting Longitudinal Data on Dual-Earner Couples: Lessons Learned

Submitter: Russell Matthews, Matthews@lsu.edu
 


294. Symposium/Forum: 1:30 PM–2:20 PM  
212

Never the Twain Shall Meet? New Cognitive Ability-Personality Relationships

It is common in research and practice to treat cognitive ability and personality as unrelated variables. Recent findings suggest that doing so may miss some important relationships. Three scientist–practitioners will present research suggesting nuances that link cognitive ability and personality more than we originally conceived.

John P. Muros, Batrus Hollweg International, Chair

Kevin Impelman, Batrus Hollweg International, Heather Graham, Batrus Hollweg International, Cognitive Ability as a Moderator of Openness in Leader Potential

John D. Morrison, Kronos, Victor Jockin, PSI, Conscientiousness and Performance on Cognitive Tests in High-Stakes Settings

John P. Muros, Batrus Hollweg International, Mark Rose, Pearson, John D. Trent, Harcourt Assessment, Inc., Beyond Cognitive Ability: Expanding the Nomological Network of Critical Thinking

Submitter: John Muros, john.muros@pearson.com
 


295. Interactive Posters: 1:30 PM–2:20 PM  
213-214

OrgHarmony.com

Bradley Brummel, University of Tulsa, Facilitator

295-1 Components of Organizational Attachment and the Potential for Ambivalence

Using vignettes, researchers explore whether ambivalent employee attachment to the organization can be defined as differing levels of cognitive and affective attachment. Affective commitment and organizational identification are explored as the affective and cognitive components of employee attachment, respectively.

Victoria M. Harmon, Illinois Institute of Technology

Elizabeth Howard, Illinois Institute of Technology

Sarah Rusakiewicz, Illinois Institute of Technology

Samantha Paruchuri, Illinois Institute of Technology

Submitter: Victoria Harmon, vicky.harmon@gmail.com
 

295-2 Values Fit and Age

This paper investigates whether employees’ ideal and perceived work values and the fit between the 2 is related to age. Data collected with a Dutch sample of 1505 employees show some differences on ideal values and values fit for different age groups.

Ilke Inceoglu, SHL Group Ltd

Jesse Segers, University of Antwerp

Daniel Vloeberghs, University of Antwerp

Submitter: Ilke Inceoglu, ilke.inceoglu@shlgroup.com
 

295-3 How Interviewees Consider Content and Context Cues to Person–Organization Fit

A policy-capturing study modeled how job candidates detect and interpret cues from the interview to inform their determinations of person–organization fit. Evidence showed that participants considered context factors (interview procedure practices and interviewer behaviors) more than the values-relevant content of interview questions when assessing their P–O Fit.

Eugene J. Kutcher, Rider University

Jennifer D. Bragger, Montclair State University

Jamie L. Masco, Montclair State University

Neil M. A. Hauenstein, Virginia Tech

Submitter: Eugene Kutcher, ekutcher@rider.edu
 

295-4 Applicant Attraction to Eco-Friendly Organizations

Organizations often use ecofriendly policies to attract applicants, but it is unknown which policies are effective. A sample of 157 students found that incentives for ecofriendly behaviors were significantly related to organizational attraction but that recycling and energy conservation policies were ineffective. Implications for green organizational recruitment practices are discussed.

Boris I. Yanovsky, Xavier University

Mark S. Nagy, Xavier University

Submitter: Boris Yanovsky, yanovskyb@gmail.com
 


296. Panel Discussion: 1:30 PM–2:50 PM  
Crystal Ballroom B/E

Managing Organizational Change—Experience and Learning From Practical Applications

Managing enterprise-wide change in large organizations poses significant challenges for both HR and I-O practitioners. Meanwhile, unprecedented economic and competitive factors have placed unrelenting pressure on such professionals to implement significant change in their organizations. This panel examines strategies for managing large-scale change in 3 Fortune 500 companies.

Ren Nygren, Development Dimensions International, Chair

Jennifer R. Burnett, Bank of America, Panelist

Alan G. Frost, Payless ShoeSource, Panelist

Brent McCombs, Waste Management, Panelist

Submitter: Ren Nygren, ren.nygren@ddiworld.com
 


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

Organizational Justice & Emotion/Emotional Labor

297-1 A Multilevel Investigation of Emotional Labor, Affect, Withdrawal, and Gender

This study was conducted to examine within-person relationships among emotional labor, state affect, and work withdrawal, as moderated by gender. Surface acting was positively associated with work withdrawal, and this relationship was mediated by negative affect. These relationships were stronger for women than men.

Brent A. Scott, Michigan State University

Christopher M. Barnes, U.S. Military Academy

Submitter: Christopher Barnes, christopher.barnes@usma.edu
 

297-2 Understanding Turnover Propensity via Job-Specific and Identity-Based Emotional Beliefs

We examined situation-specific frustration and trait affectivity to determine (a) the nature of interrelationships between these distinct emotional beliefs, and (b) whether both affective constructs relate to work withdrawal. Hiring data from 2,030 retail sales representatives showed that situation-specific beliefs covary with personality traits and increment explanations of work withdrawal.

John F. Binning, The DeGarmo Group, Inc.

Adam L. Bradshaw, Illinois State University

James M. LeBreton, Purdue University

Kelly Scherer, Purdue University

Submitter: John Binning, jbinning@ilstu.edu
 

297-3 Green-Eyed Monster at Work: An Integrated Model of Workplace Envy

Drawing on affective events theory and group engagement model, I conceptualize and develop a model of envy in work groups. This model considers the antecedents and consequences of workplace envy on both group and individual level. This article also discusses implications for both researchers and practitioners.

Yu-Ping Chen, University of Wisconsin-Milwaukee

Submitter: Yu-Ping Chen, yuping@uwm.edu
 

297-4 Faking It Well: Effects of Surface Acting on Task Performance

This study tests a model of antecedents (e.g., self-control and assertiveness) and performance consequences associated with surface acting, a type of emotional labor. Although surface acting is typically evaluated as an undesirable strategy, our results show that it is positively associated with performance ratings in a call center environment.

Jason Dahling, The College of New Jersey

Marisa Gianvito, Shaker Consulting Group

Nikki M. Dudley-Meislahn, Shaker Consulting Group

Samantha Le Chau, Novo Nordisk Inc.

Submitter: Jason Dahling, dahling@tcnj.edu
 

297-5 The Initial Validation of the Workplace Emotion Regulation Preference Inventory

A measure of workplace emotion regulation was developed and validated with respect to several reference measures and customer service performance. Results indicated different regulation strategies have unique relationships with customer service. Four classifications of individuals were identified by preferences in emotion regulation, and corresponding differences in customer service were observed.

Josh Davis, University of Oklahoma

Shane Connelly, University of Oklahoma

Lauren V. Blackwell, University of Oklahoma

Erica L. Hauck, University of Oklahoma

Chase E. Thiel, University of Oklahoma

Amanda D. Angie, U.S. Dept. of Health and Human Services

Vykinta Kligyte, University of Oklahoma

Ethan P. Waples, University of Central Oklahoma

Prutha Shah, W. W. Grainger

Submitter: Joshua Davis, davis1163@gmail.com
 

297-6 An Experience Sampling Investigation of Workplace Interactions, Affect, and Well-Being

We report a study examining the within-individual effects of workplace interpersonal interactions on affect at work and daily well-being. Results indicated that interaction characteristics were associated with affective states and job satisfaction, and affect mediated the effects of interactions on job satisfaction. Furthermore, job satisfaction was associated with life satisfaction.

Nikos Dimotakis, Michigan State University

Joel Koopman, Michigan State University

Brent A. Scott, Michigan State University

Submitter: Nikos Dimotakis, dimotakis@bus.msu.edu
 

297-7 Are the Negative Effects of Emotional Labor Exacerbated Among Machiavellians?

In this study, we examined the moderating effect of Machiavellianism on the relation between emotional labor and negative outcomes. In our sample of 170 employed undergraduates, results indicated that, as Machiavellianism increased, higher frequency of emotional labor was related to increased burnout and decreased empowerment.

Stephanie Hastings, University of Western Ontario

Leah Hamilton, University of Western Ontario

Jessica A. Fife, University of Western Ontario

Joan E. Finegan, University of Western Ontario

Submitter: Stephanie Hastings, shastin@uwo.ca
 

297-8 Sweet Success: The Nature and Implications of Savoring Personal Achievement

Whereas much is known about how individuals cope with stressors, relatively less research has focused on reactions to positive events. This study investigated the effects of writing about a recent success on affective, motivational, and relational outcomes. The construct of savoring and its practical implications for organizations are discussed.

Jessica Keeney, Michigan State University

Submitter: Jessica Keeney, jkeeney@msu.edu
 

297-9 Negative Affect and Job Performance: A Density Distribution Approach

The transitory nature of affect is challenging in investigating the affect-performance link. Using a density distribution approach and with 250 employees in a call center, we propose and find that the mean level interacts with the variability of negative affect in predicting job performance. Moreover, affective commitments have moderating effects.

Wu Liu, Hong Kong Polytechnic University

Jane Yang, City University of Hong Kong

Xu Huang, Hong Kong Polytechnic University

Submitter: wu liu, msliuwu@inet.polyu.edu.hk
 

297-10 The Role of Humor in the Workplace: A Meta-Analysis

Prior research suggests humor has benefits in the workplace. Results from a meta-analysis of 49 independent studies (N = 8,532) indicate employee and supervisor humor improve personal and work-related outcomes such as performance, satisfaction, cohesion, health, and coping effectiveness, and reduce negative outcomes, such as burnout, stress, and work withdrawal.

David J. Glew, University of North Carolina Wilmington

Jessica Mesmer-Magnus, University of North Carolina-Wilmington

Chockalingam Viswesvaran, Florida International University

Alexandra N. Horowitz, University of North Carolina-Wilmington

Chak Fu Lam, University of Michigan

Submitter: Jessica Mesmer-Magnus, magnusj@uncw.edu
 

297-11 How Will It Feel: Affective Forecasts and Feeback-Seeking Behavior

Our study explored the motivational effects of affective forecasts in a performance feedback context. We examined anticipated emotional reactions to performance feedback and the implications of these forecasts for the seeking of process feedback during task performance. We found that forecasts surrounding negative performance outcomes influenced the feedback decision.

Alison L. O’Malley, Butler University

Paul E. Levy, University of Akron

Submitter: Alison O’Malley, aomalley@butler.edu
 

297-12 Sexual Harassment Policies and Justice Perceptions

Six policies crossed on 2 levels of detail (high and low) and 3 levels of explanation (none, justification, excuse) were presented to 174 women. Participants reading high-detail policies were better able to recognize and identify appropriate reporting actions in response to sexual harassment, and they had higher justice perceptions.

Kristina Barr, First Advantage

Submitter: Kristina Barr, kristinareneebarr@gmail.com
 

297-13 Interaction of Personality and Justice on Leadership Perceptions

Using a social exchange framework, this project empirically tests how personality and the workplace environment influence ratings of ethical leadership. Results from a for-profit field sample compare how interpersonal justice affects follower perceptions of leader ethicality between individuals with high and low core self-evaluations.

Brian J. Collins, University of Southern Mississippi

K. Michele Kacmar, University of Alabama

Submitter: Brian Collins, brian.collins@usm.edu
 

297-14 Moderating Effects of Turnover Intentions on Justice and Job Performance

Results from a sample of 206 matched supervisor–subordinate pairs suggest that employee turnover intentions moderate relations between employees’ fairness perceptions and their job performance. The relations of interactional and procedural justice with performance were stronger for employees who planned to stay than for those who intended to leave the organization.

Brian J. Collins, University of Southern Mississippi

Kevin W. Mossholder, Auburn University

Shannon G. Taylor, Louisiana State University

Submitter: Brian Collins, brian.collins@usm.edu


297-15 Context Matters: How Organizational Structure Moderates the Fair Process Effect

This study examines how macrolevel organizational structure influences individuals’ perceptions of justice. Results illustrated that organic structures were associated with higher levels of perceived justice compared to mechanistic structures. Further, the positive effects of fair processes on individuals’ reactions were found to be different under different structural conditions.

Deshani B. Ganegoda, University of Central Florida

Submitter: Deshani Ganegoda, dganegoda@bus.ucf.edu
 

297-16 Investigating Empathy, Sex, and Situational Ambiguity in Justice Perception Formation

Gender, situational ambiguity, and empathy were hypothesized to relate to justice perceptions. Results indicate that ambiguity moderates the relationship between empathy and perceived justice. Empathy mediates the relationship between sex and justice in ambiguous and unambiguous situations. This suggests that the sex-justice link varies depending on empathy and situational ambiguity.

Wanyi Ma, University of Missouri-St Louis

Stephanie M. Merritt, University of Missouri-St. Louis

Thomas D. Fletcher, State Farm Insurance

Submitter: Wanyi Ma, wm4xf@umsl.edu
 

297-17 Effects of Environmental Policies on Individual Perceptions of Corporate Personality

This study uses an experimental framework to examine the effects of media representations of corporate environmental policies on perceptions of corporate personality. We show that both positive and negative information about environmental policies differentially affect 4 of the 5 corporate personality factors in both predictable and unpredictable ways.

Kyle G. Mack, Portland State University

Donald M. Truxillo, Portland State University

Submitter: Kyle Mack, kyle.mack@gmail.com
 

297-18 Explanations and Prior Relationship on Organizational Outcomes Following Service Failures

Explanations for service failures and customer relationships were manipulated in service recovery scenarios. Explanations that were detailed and had an external cause had the most influence on satisfaction, loyalty, and negative word of mouth. Having a prior relationship with the organization impacted loyalty and NWOM but not satisfaction with recovery.

Kevin D. Masick, Hofstra University

Terri Shapiro, Hofstra University

Justin O’Neal, Liz Claiborne

Submitter: Kevin Masick, Kevin.Masick@Hofstra.edu


297-19 What Happened to Distributive Justice? An Extension of Equity Theory

Although early research on organizational justice examined distributive justice, research has waned in recent years. We argue that recent advances allow for an extension of equity theory. Results from a field study using polynomial regression reveal that comparison processes explain distributive justice judgments, and preference for merit moderates these relationships.

Tae-Yeol Kim, City University of Hong Kong

David M. Mayer, University of Michigan

Samir Nurmohamed, University of Michigan

Submitter: David Mayer, dmmayer@umich.edu
 

297-20 The Role of Participation and Organizational Support on Justice Perceptions

This research explores the influence of participative decision making (PDM) and perceived organizational support (POS) on perceptions of justice. The results showed a positive relation with both POS and PDM on perceptions of justice. In addition, when PDM was low, the presence of POS buffered the negative effects on justice perceptions.

Christine A. Yip, University of Guelph

Deborah M. Powell, University of Guelph

Submitter: Christine Yip, cyip@uoguelph.ca
 


298. Panel Discussion: 1:30 PM–2:50 PM  
Grand Ballroom A
Pattern-Oriented Methodology in I-O Psychology: Taking the Next Step

Pattern-oriented research involves classifying people according to their scores across relevant variables then studying each group’s outcomes. These panelists have used the “pattern approach” within different domains (leadership, commitment, personality, career development, and retirement) and will discuss pattern-oriented design issues, best practices, “don’t dos,” and the approach’s strengths and weaknesses.

Patrick Gavan O’Shea, Human Resources Research Organization, Chair

Roseanne J. Foti, Virginia Tech, Panelist

Sigrid B. Gustafson, American Institutes for Research, Panelist

Matthias J. Reitzle, Friedrich Schiller University of Jena, Panelist

Robert R. Sinclair, Clemson University, Panelist

Mo Wang, University of Maryland, Panelist

Submitter: Patrick O’Shea, goshea@humrro.org
 


299. Symposium/Forum: 1:30 PM–2:50 PM  
Grand Ballroom C

New Directions and Developments in Interpersonal Skills Assessment

The importance of hiring, developing, and rewarding effective interpersonal skills is evident for both leadership/supervisory roles and entry-level positions. However, defining and measuring interpersonal skills in an organizationally useful way can be problematic. This symposium presents new perspectives about interpersonal skills constructs and new ideas for leveraging technological advancements in assessment.

Denise Potosky, Pennsylvania State University, Co-Chair

Philip Bobko, Gettysburg College, Co-Chair

Denise Potosky, Pennsylvania State University, Philip Bobko, Gettysburg College, Interpersonal Skills Measurement From a Meaning-Centric Perspective

Kathleen A. Tuzinski, PreVisor, Jay Janovics, PreVisor, Coaching Effectiveness in Supervisor and Front-Line Manager Roles

Tracy Kantrowitz, PreVisor, Ruth Kanfer, Georgia Institute of Technology, Personality and Motivational Predictors of Interpersonal Work Competence

Charles D. Allen, University of Maryland, R. Craig Bullis, U.S. Army War College, Thomas J. Williams, U.S. Army War College, Enhancing Self-Awareness and Improving Interpersonal Skills: An Executive Methodology

Cynthia D. McCauley, Center for Creative Leadership, Discussant

Submitter: Denise Potosky, dxp16@psu.edu
 


300. Symposium/Forum: 1:30 PM–2:50 PM  
Salon E

Theme Track Symposium: It’s All About Me: The Issues of Renewal and Revitalization on an Individual Level

This session will explore how organizations can help individuals through stressful times and how we as I-O psychologists can renew ourselves as well. We will explore the 3 arenas of coping, recovery, and respite and their respective roles in helping to restore balance and focus. The session will end with an experiential exercise allowing participants to evaluate the potential effectiveness of these exercises for ourselves and others.

Paula A. Schlesinger, ITO Development, Chair

Dov Eden, Tel Aviv University, Israel, Understanding the Role of Respite in Personal Renewal

Sabine Sonnentag, University of Konstanz, How Recovery Is Critical in Revitalization

Catherine McCarthy, The Energy Project, Experiential Learning: A Personal Encounter With Renewal

Submitter: Paula Schlesinger, Paula@ITODevelopment.com
 


301. Symposium/Forum: 2:00 PM–2:50 PM  
201

Leveraging Technology to Engage Candidates and Deepen Assessments

Organizations and candidates increasingly expect technology-based tests and assessments to be not only accurate and efficient but also to be engaging, interactive, and high fidelity. Mechanisms and design principles for achieving these goals are underexplored. Presenters draw on successes and setbacks to share related guidance, insights, and innovative applications.

Evan F. Sinar, Development Dimensions International, Chair

Sara L. Gutierrez, PreVisor, Darrin Grelle, PreVisor, Tracy Kantrowitz, PreVisor, Kathleen A. Tuzinski, PreVisor, Ryan Downey, Knowledge Technologies, Pearson, Successful
Implementation of Innovative Item Formats Within Preemployment Selection Settings

Lisa Teeter, Development Dimensions International, Evan F. Sinar, Development Dimensions International, Research and Design Principles for Developers of Technology-Based Test Items

Eric J. Sydell, Shaker Consulting Group, Nikki M. Dudley-Meislahn, Shaker Consulting Group, Marisa Gianvito, Shaker Consulting Group, Walking the Line Between High Fidelity and High Validity

Submitter: Evan Sinar, Evan.Sinar@ddiworld.com
 


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

Verification of Unproctored Online Testing: Considerations and Research

The confluence of technology advances and economic pressures has led many employers to adopt self-service unsupervised online testing programs. A key concern with such programs is cheating. A diverse panel of presenters will discuss verification testing models to address cheating, including research and considerations for practice in this uncharted area.

John A. Weiner, PSI, Chair

John A. Weiner, PSI, Verification of Unproctored Online Tests:  Considerations and Value

Eugene Burke, SHL Group PLC, From Simulations to Live Data: Does Verification Work?

Robert E. Gibby, Procter & Gamble, Angela K. Pratt, Procter & Gamble, Andrew Biga, Procter & Gamble, Lindsay E. Sears, Clemson University, Michal Gradshtein, IIT, Brad
Schlessman, Wright State University, Verification of Unproctored Online Noncognitive and Adaptive Cognitive Tests

Michael S. Fetzer, PreVisor, Darrin Grelle, PreVisor, An Innovative Use of CAT for Unproctored Internet Testing

Submitter: John Weiner, jweiner@psionline.com


303. Symposium/Forum: 3:30 PM–4:20 PM  
202

There’s More to Selection Than Correlation Coefficients: r You Serious?

Establishing an assessment’s validity does not ensure its success within an organization. In this session, we bring together diverse perspectives from the field to focus attention on other criteria important for the adoption and long-term success of an assessment system. Presenters will discuss what made assessments successful within their organizations.

Scott A. Goodman, Shaker Consulting Group, Chair

Nikki M. Dudley-Meislahn, Shaker Consulting Group, Co-Chair

Richard T. Cober, Marriott International Inc., Adam B. Malamut, Marriott International, Inc., Jonathan M. Canger, Marriott Vacation Club International, Managing Selection on a Global Scale: Change Management/Coping Strategies

Carrie Rulis, CVS Caremark, Kathy Gagne, CVS Caremark, Staffing From an Internal Talent Pool: CVS’ Prescription for Success

Aaron Hudy, Toshiba Americas Medical Systems, Driving Business Outcomes Through Higher Resolution Candidate Imaging

Steven T. Hunt, SuccessFactors, Discussant

Submitter: Scott Goodman, scott.goodman@shakercg.com
 


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

Meet the TIP Editorial Board!

An informal forum is provided for interested parties to learn how to contribute to TIP. Participants will interact with Editorial Board members to discuss new ideas. Topics published in TIP are revealed to be rich and diverse within the domain of the practice, science, and teaching of I-O psychology.

Wendy S. Becker, Shippensburg University, Host

Lori Foster Thompson, North Carolina State University, Host

Submitter: Wendy Becker, wsbecker@ship.edu
 


305. Symposium/Forum: 3:30 PM–4:20 PM  
204

Measurement of Work–Family Integration: U.S., Spain, and Sweden

This symposium includes 3 factor analytical studies on the measurement of work family constructs using single- and multi-item measures in diverse cultural contexts, including the United States, Spain, and Sweden. The papers contribute to the growing body of research evaluating measurement and generalizability of work–family issues across cultures.

Armando X. Estrada, Washington State University-Vancouver, Co-Chair

Kristine J. Olson, Washington State University-Vancouver, Co-Chair

Russell A. Matthews, Louisiana State University, Gwenith G. Fisher, University of Michigan, Facilitating Work–Family Research: The Utility of Single-Item Measures

Kristine J. Olson, Washington State University-Vancouver, Armando X. Estrada, Washington State University-Vancouver, Colin Harbke, Western Illinois University, Anders Berggren, Sweden National Defence College, Sophia Ivarsson, Swedish National Defence College, Psychometric Properties of WFC Measurement With the Swedish Armed Forces

M. Gloria Gonzalez-Morales, University of Delaware, Lois E. Tetrick, George Mason University, Measurement of Work–Family Positive Spillover: Spain and the USA

Steven A. Y. Poelmans, IESE Business School, Discussant

Submitter: Kristine Olson, kristine_olson@vancouver.wsu.edu


306. Panel Discussion: 3:30 PM–4:20 PM  
205

First-Line Supervisor Selection: Roadblocks, Triumphs, and Revelations

The development and implementation of systems designed to select first-line supervisors require that unique factors be considered, including a determination of how to identify those candidates able to move from being highly successful individual contributors to becoming high-performing supervisors. Panelists will share their experiences and insights regarding first-line supervisory selection.

Jan L. Boe, Valtera Corporation, Co-Chair

Mary L. Doherty, Valtera Corporation, Co-Chair

Michael N. Bazigos, IBM Corporation, Panelist

Juan Benavidez, TeleTech Inc., Panelist

Sarah C. Evans, Children’s Healthcare of Atlanta, Panelist

Arlene P. Green, Frito-Lay, Inc, Panelist

Sergio Bernardi, IBM, Panelist

Michael Crespo, Columbia University, Panelist

Submitter: Jan Boe, jboe@valtera.com
 


307. Symposium/Forum: 3:30 PM–4:20 PM  
206-207

Native Americans and Organizational Assessments: Exploring Diversity Issues

Scores for Native Americans on constructs important to the science and practice of I-O psychology will be compared to other groups. Research examining differences for 2 different personality assessments, occupational interests, and job satisfaction will be presented. Results of the studies will provide the stimulus for discussion and audience interaction.

Scott A. Davies, Walden University, Chair

Richard C. Thompson, CPP, Inc., Nicole Herk, CPP, Inc., Persistent Personality Differences on the CPI

Scott A. Davies, Walden University, Patrick L. Wadlington, Birkman International, Inc., Tammie K. Frederick, Native American Management Consulting, LLC, Exploring Personality Test Scores and Occupational Interests for Native Americans

Andrew Belinsky, Walden University, Scott A. Davies, Walden University, 
Eugene F. Stone-Romero, University of Texas-San Antonio, Discussant

Submitter: Scott Davies, tulsa2319@hughes.net
 


308. Symposium/Forum: 3:30 PM–4:20 PM  
208-209

Toward Better Structural Modeling: Effect Size, Residuals, and Multilevel Mediation

Structural models provide valuable analytic tools for testing the relationships among organizational variables. However, the conclusions that are drawn from these techniques are only valid to the extent that the results are interpreted correctly. These papers provide recommendations for improving the evaluation and interpretation of structural analyses.

Hock-Peng Sin, Michigan State University, Chair

Christopher D. Nye, University of Illinois, Co-Chair

Larry J. Williams, Virginia Commonwealth University, Ernest O’Boyle, Virginia Commonwealth University, Guidelines for the Analysis of Residuals in Latent Variable Models

Songqi Liu, University of Maryland, Mo Wang, University of Maryland, Yujie Zhan, University of Maryland, Le Zhou, University of Maryland, Multilevel Mediation Analyses: A New Procedure Using Bootstrap Methods

Christopher D. Nye, University of Illinois, An Effect Size Index for Studies of Measurement Equivalence

Submitter: Christopher Nye, cnye2@uiuc.edu
 


309. Symposium/Forum: 3:30 PM–4:20 PM  
210-211

Leadership Development in Practice: Unique Challenges, Unique Solutions

This symposium will focus on 3 unique approaches to developing leaders in organizations with different cultures. Presentations will include detail about the leadership challenges addressed by each program, program content, the challenges faced and overcome in the implementation and administration of the programs, and how program success has been evaluated.

Sandra Hartog, Sandra Hartog & Associates/Fenestra, Inc, Chair

Nataliya Lomakina, Verizon, Use of Technology Tools to Enhance Learning Transfer and Application

Matthew J. Dreyer, Verizon, Ensuring a Diverse Succession Pipeline Through Leadership Development

Amy Dawgert Grubb, Federal Bureau of Investigation, Aligning Leadership Development With a Changing Mission at the FBI

Submitter: Matthew Dreyer, matthew.j.dreyer@verizon.com
 


310. Panel Discussion: 3:30 PM–4:20 PM  
212

Optimizing Global Resources in a Recession: Outsourcing I-O Work Offshore

Given the 2009 global recession, the value proposition of HR outsourcing/offshoring (outsourcing jobs outside the U.S.) continues to grow (Gartner Group, 2009). Global Assessor Pool (2009) reports that 18% of organizations offshore I-O work. This panel is the first-known examination of trends, benefits, drawbacks, and best-practices in this emerging area.

Tasha L. Eurich, CH2M HILL, Chair

Martin Lanik, Global Assessor Pool, Ltd, Panelist

Kevin M. Kramer, Accenture, Panelist

Tommie Mobbs, TeleTech Holdings, Panelist

Submitter: Tasha Eurich, tasha.eurich@ch2m.com
 


311. Interactive Posters: 3:30 PM–4:20 PM  
213-214

Self Regulation and Performance: Just Control Yourself

John Donovan, Rider University, Facilitator

311-1 Values in Motivation: Support for a Self-Regulatory Approach

The literature surrounding motivation is often criticized for the abundance of perspectives. We use a common framework for understanding motivation theory, the content-process approach, to expose commonalities surrounding the values construct in motivation. These commonalties provide support for an integrative theory of values based on control theory.

Kristen M. More, Ohio University

Jeffrey B. Vancouver, Ohio University

Submitter: Kristen More, kristenmore@verizonmail.com


311-2 Self-Regulation of Goals and Performance: Effects of Discrepancy Feedback

This laboratory study examines the effects of discrepancy feedback on personal goal-revision processes. The results demonstrated that discrepancy information is a strong and independent predictor of goal revision across multiple trials. Self-efficacy also predicted goal revision, and a GPD x self-efficacy interaction was found. Implications are discussed.

Jessica M. Nicklin, University of Hartford

Kevin J. Williams, University at Albany, SUNY

Submitter: Jessica Nicklin, jn0702@gmail.com
 

311-3 Interactive Effects of Regulatory Fit and Goal Characteristics on Performance

The purpose of this study was to integrate stop rules and goal-setting research to provide a more complete view of the influences on task persistence and performance. We show that goal characteristics (specificity, difficulty) interact with feelings from regulatory fit/nonfit to impact target task persistence and performance.

Zhivka Petkova, University of Akon

Aaron M. Schmidt, University of Minnesota

Submitter: Zhivka Petkova, zyp1@uakron.edu
 

311-4 Trait-Like Goal Orientation, Self-Regulation, and Performance: A Meta-Analysis

Existing research on trait-like goal orientation was meta-analyzed to identify and examine relationships with self-regulation as well as ability and performance. As expected, some of the largest positive relationships were with self-regulatory processes and mastery goal orientation rather than performance, performance-approach, or performance-avoid goal orientations.

Douglas F. Cellar, DePaul University

Alice F. Stuhlmacher, DePaul University

Samuel K. Young, DePaul University

David Fisher, DePaul University

Christopher K. Adair, DePaul University

Sarah M. Haynes, Depaul Univesity

Emily Twichell, DePaul University

Kathleen M. Arnold, DePaul University

Kendra Palmer, DePaul University

Bethany Lynn Denning, DePaul University

Devon Riester, DePaul University

Submitter: Samuel Young, syoung27@depaul.edu
 


312. Symposium/Forum: 3:30 PM–4:20 PM  
Crystal Ballroom A/F
The Importance of Collegial Relationships in Burnout and Work Behaviors

Three presentations provide a thorough consideration of the role of social relationships at work on employees’ quality of worklife, considering models based on the JD/R model and Kanter’s empowerment. The intervention study tested concepts within the cross-sectional studies demonstrating that improvements in worklife quality accompany improvements in collegiality.

Michael Leiter, Acadia University, Chair

Heather Laschinger, University of Western Ontario, Workplace Empowerment, Bullying, and New Nurses’ Burnout

Laura Petitta, University of Rome “Sapienza,” Job Burnout, Absenteeism, and Extra Role Behaviors

Michael Leiter, Acadia University, Heather Laschinger, University of Western Ontario, Improved Civility to Alleviate Burnout: An Intervention Study

Submitter: Michael Leiter, michael.leiter@acadiau.ca
 


313. Debate: 3:30 PM–4:20 PM  
Crystal Ballroom B/E

Between Cognitive Structure and Organizational Chaos: Quo Vadis Innovation Research?

We shall debate 4 issues: Should the chaotic process of innovation be the starting point or is a cognitive theory enough? What do the stage models tell us? Does serendipity explain creativity and innovation? What kind of theory is needed for practical suggestions and for advancing research?

Miriam Erez, Technion, Chair

Michael Frese, University of Singapore, Presenter

Michael D. Mumford, University of Oklahoma, Presenter

Ryan Fehr, University of Maryland, Presenter

Roni Reiter-Palmon, University of Nebraska-Omaha, Presenter

Ashley M. Guidroz, Denison Consulting, Presenter

Daniel R. Denison, International Institute for Management Development, Presenter

Submitter: Michael Frese, michfrese@gmail.com
 


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

Training for Emotional Labor: Impact on Performance and Well-Being

Emotional labor (EL) is a critical aspect of service work but can be stressful for the employee. Our 3 papers show that training for EL is rarely used but may be effective, particularly for those with hostile customer interactions and who have a promotion-regulatory focus.

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

Patricia E. Grabarek, Pennsylvania State University, Co-Chair

Patricia E. Grabarek, Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University, Understanding “Smile School”: Emotional Labor Training Occurrence and Consequences

Andrea Silke McCance, University of Illinois-Urbana-Champaign, Sharmin Spencer, DePauw University, Emotion Regulation Training Reaps Psychological and Organizational Rewards

Jason Dahling, College of New Jersey, Hazel-Anne M. Johnson, Rider University, Effects of Trait and State Regulatory Focus on Emotional Labor

Submitter: Patricia Grabarek, peg128@psu.edu
 


315. Panel Discussion: 3:30 PM–4:20 PM  
Salon B

Employee Engagement…Who Cares?

Employee engagement has enjoyed a meteoric rise in corporate and research settings. Has this popularity limited critical thinking on the subject? Is engagement a unique construct, with predictive and descriptive powers beyond that of other constructs? This provocative session will explore the truth and the myth of engagement.

Sarah R. Johnson, CLC Genesee, Chair

Paul Sanders, Intel Corp., Panelist

Paul M. Mastrangelo, CLC Genesee, Panelist

Sean DelDuco, Microsoft Corp., Panelist

Submitter: Sarah Johnson, srjohnson@executiveboard.com
 


316. Symposium/Forum: 3:30 PM–4:20 PM  
Salon C

Race Still Matters: Racial Identity, Perceived Discrimination, and Organizational Attraction

This session will focus on the effects of race in the workplace. Presentations will examine the nature and prevalence of racial identity, its organizational consequences, and methods to proactively buffer negative effects. An extended question-and-answer period will also allow for audience interaction.

Brian K. Griepentrog, Fors Marsh Group, Chair

Tessa Basford, George Washington University, Salman A. Jaffer, George Washington University, Raluca Graebner, George Washington University, Sumona Basu, George Washington University, Lynn R. Offermann, George Washington University, Microaggressions: Comparing Minority and Nonminority Perceptions of Ambiguous Racial Interactions

Jessica Badger, George Washington University, Brian K. Griepentrog, Fors Marsh Group, Amanda Anderson, Fors Marsh Group, Sean Marsh, Fors Marsh Group, Racial Identity and Perceived Discrimination: Do Values Make a Difference?

Brian K. Griepentrog, Fors Marsh Group, Amanda Anderson, Fors Marsh Group, Sean Marsh, Fors Marsh Group, Competing Identities: How Strong Organizational Identities Repel Strong Racial Identities

Submitter: Brian Griepentrog, bg@forsmarshgroup.com
 


317. Special Events: 3:30 PM–4:20 PM  
Salon E
Theme Track Closing Keynote: Leading Well and Living Well in Challenging Times

Dr. Goldsmith will share recent research results on finding meaning and happiness in life including using the concepts of “stop” and “feed forward” in leadership development.

Mariangela Battista, OrgVitality LLC, Chair

Marshall Goldsmith, Alliant International University, Presenter
 


318. Special Events: 4:30 PM–5:20 PM  
Grand Ballroom A

Closing Plenary Session

Eduardo Salas, University of Central Florida, Chair

Dave Ulrich, University of Michigan/RBL Group, Presenter