Indicates Saturday Theme Track Session
264. Symposium/Forum: 12:00 PM–1:20 PM
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, email@example.com
265. Roundtable Discussion/Conversation Hour: 12:00 PM–1:20 PM
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, firstname.lastname@example.org
266. Community of Interest: 12:00 PM–1:20 PM
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
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, email@example.com
268. Symposium/Forum: 12:00 PM–1:20 PM
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, firstname.lastname@example.org
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, email@example.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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
274. Symposium/Forum: 12:00 PM–12:50 PM
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, firstname.lastname@example.org
275. Master Tutorial: 12:00 PM–1:50 PM
Legal Update: Ricci, OFCCP Enforcement, and Implications for Selection
Earn 2 CEâ€ˆcredits 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, email@example.com
276. Panel Discussion: 12:30 PM–1:50 PM
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, firstname.lastname@example.org
277. Symposium/Forum: 12:30 PM–1:50 PM
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, email@example.com
278. Interactive Posters: 12:30 PM–1:20 PM
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
279. Posters: 12:30 PM–1:20 PM
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.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, firstname.lastname@example.org
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, email@example.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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
282. Panel Discussion: 12:30 PM–1:50 PM
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, firstname.lastname@example.org
283. Symposium/Forum: 12:30 PM–1:20 PM
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, email@example.com
284. Symposium/Forum: 1:00 PM–2:50 PM
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, firstname.lastname@example.org
285. Symposium/Forum: 1:00 PM–2:20 PM
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
288. Symposium/Forum: 1:00 PM–2:20 PM
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, firstname.lastname@example.org
289. Symposium/Forum: 1:00 PM–2:20 PM
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, email@example.com
290. Symposium/Forum: 1:30 PM–2:20 PM
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, firstname.lastname@example.org
291. Roundtable Discussion/Conversation Hour: 1:30 PM–2:20 PM
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
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
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
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, email@example.com
295. Interactive Posters: 1:30 PM–2:20 PM
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, firstname.lastname@example.org
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, email@example.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, firstname.lastname@example.org
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, email@example.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, firstname.lastname@example.org
297. Posters: 1:30 PM–2:20 PM
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.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, email@example.com
300. Symposium/Forum: 1:30 PM–2:50 PM
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
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
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, firstname.lastname@example.org
303. Symposium/Forum: 3:30 PM–4:20 PM
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, email@example.com
304. Roundtable Discussion/Conversation Hour: 3:30 PM–4:20 PM
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, firstname.lastname@example.org
305. Symposium/Forum: 3:30 PM–4:20 PM
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, email@example.com
306. Panel Discussion: 3:30 PM–4:20 PM
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, firstname.lastname@example.org
307. Symposium/Forum: 3:30 PM–4:20 PM
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, email@example.com
308. Symposium/Forum: 3:30 PM–4:20 PM
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, firstname.lastname@example.org
309. Symposium/Forum: 3:30 PM–4:20 PM
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, email@example.com
310. Panel Discussion: 3:30 PM–4:20 PM
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, firstname.lastname@example.org
311. Interactive Posters: 3:30 PM–4:20 PM
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, email@example.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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
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, firstname.lastname@example.org
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, email@example.com
315. Panel Discussion: 3:30 PM–4:20 PM
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, firstname.lastname@example.org
316. Symposium/Forum: 3:30 PM–4:20 PM
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, email@example.com
317. Special Events: 3:30 PM–4:20 PM
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