Indicates Thursday Theme Track Session.
1. Special Events: 8:30 AM–9:50 AM
Grand Ballroom A
Opening Plenary Session
Eduardo Salas, University of Central Florida, Chair
Kurt Kraiger, Colorado State University, Presenter
2. Symposium/Forum: 10:30 AM–11:50 AM
Relating Decision-Making Processes to Individuals’ Navigation of the Work–Family Interface
This symposium includes 4 empirical presentations, which together extend our understanding of decision-making aspects involved in individuals’ navigation of work and family domains. In each presentation, work–family concepts are integrated with those from traditional decision-making research, and resulting evidence suggests decision processes impact individuals’ work–family choices and related outcomes.
Layne Paddock, Singapore Management University, Co-Chair
Jessica Bagger, California State University, Sacramento, Co-Chair
Jochen Reb, Singapore Management University, Jessica Bagger, California State University,
Sacramento, The Role of Anticipated Regret in Work–Family Conflict Decisions
Layne Paddock, Singapore Management University, Understanding Mental Accounting in the Work and Home Domains
Jeffrey H. Greenhaus, Drexel University, Chunyan Peng, Michigan State University, Tammy
D. Allen, University of South Florida, Work and Family Antecedents of Business Professionals’ Work Hours
Beth A. Livingston, Cornell University, Bargaining Behind the Scenes: Gender Roles and Work–Family Burnout
Steven A.Y. Poelmans, IESE Business School, Discussant
Submitter: E. Layne Paddock, email@example.com
3. Symposium/Forum: 10:30 AM–11:50 AM
Recent Advances in Voluntary Turnover Research: Expanding the Horizon
This symposium presents 4 individual studies reflecting recent advances in voluntary turnover research. Presenters will address 4 specific topics related to voluntary turnover that have been understudied in the past: temporal changes in prediction, measurement of motivational forces, dispositional differences in reasons, and consequences of voluntary turnover.
Sang Eun Woo, Purdue University, Chair
Brooks C. Holtom, Georgetown University, Terence R. Mitchell, University of Washington, Thomas W. Lee, University of Washington, Temporal Dependency in the Prediction of Voluntary Turnover
Carl P. Maertz, Jr., Saint Louis University, Scott Boyar, University of South Alabama, Development of a Comprehensive Turnover Diagnostic Survey
Sang Eun Woo, Purdue University, Individual Differences in Turnover Reasons: A Latent Class Approach
Julie I. Hancock, University of Memphis, Karen R. Moffitt, University of Tennessee-Martin, David G. Allen, University of Memphis, A Meta-Analysis of Turnover as a Predictor of Organizational Performance
Submitter: Sang Eun Woo, firstname.lastname@example.org
4. Roundtable Discussion/Conversation Hour: 10:30 AM–11:20 AM
Web 2.0 and Technology Innovation: Friends and Foes
The objective of the proposed roundtable is to explore the practical, ethical, and potential legal issues related to information found on social networking sites, the expansion of video-based interviewing, and the inclusion of mobile devices for assessment as they relate to the recruitment and selection of job candidates.
Kathy MacKay, Aon Consulting, Host
Submitter: Kathy MacKay, email@example.com
5. Panel Discussion: 10:30 AM–11:50 AM
Shopping for Success: I-Os and Retail
The retail industry provides a variety of unique opportunities and challenges for I-O psychologists. I-O practitioners currently working with or within retail organizations will discuss their experiences and provide guidance spanning many I-O content areas. Retail topics will include hiring spikes, working in stores, economic impacts, and more.
Megan K. Leasher, Macy’s, Inc., Chair
Chad Thompson, Aon, Panelist
Jason R. Read, AT&T, Panelist
Jason E. Taylor, PeopleAnswers, Inc., Panelist
Michael E. Lesser, PBJC, Panelist
Ann Williams Howell, PetSmart, Panelist
Submitter: Megan Leasher, firstname.lastname@example.org
6. Community of Interest: 10:30 AM–11:50 AM
Diversity and Inclusion
Matthew J. Dreyer, Verizon, Host
Kecia M. Thomas, University of Georgia, Host
Linda R. Shanock, University of North Carolina at Charlotte, Coordinator
7. Symposium/Forum: 10:30 AM–12:20 PM
Research Design and Statistical Issues in Tests of Mediation Models
Recent developments and controversies surrounding research aimed at testing assumed mediation models are considered. Presentations focus on (a) experimental design (i.e., experimental, quasi-experimental, and nonexperimental) and data analytic strategies (e.g., multiple regression and structural equation modeling) for such tests, and (b) recommendations for future tests of assumed mediation models.
Charles E. Lance, University of Georgia, Chair
Seth A. Kaplan, George Mason University, José M. Cortina, George Mason University, Mediation: Getting Everyone Up to Speed
Lawrence R. James, Georgia Institute of Technology, Testing for Mediation With Fixed Versus Random Variables
Eugene F. Stone-Romero, University of Texas at San Antonio, Patrick J. Rosopa, Clemson University, Statistical Analysis Issues in Tests of Assumed Mediation Models
Larry J. Williams, Virginia Commonwealth University, Robert J. Vandenberg, University of Georgia, Structural Equation Modeling and Experimental Tests of Mediation
Richard P. DeShon, Michigan State University, Discussant
Submitter: Eugene Stone-Romero, email@example.com
8. Special Events: 10:30 AM–11:20 AM
Distinguished Early Career Contributions Award: A Multilevel Approach to Service Quality, Justice, and Diversity Research
Taking a multilevel, multidisciplinary, and multistakeholder approach, I have devoted my research to 3 interrelated streams: service quality, diversity, and justice. I present the insights gleaned from this body of research on how individual, group, organizational, and cultural characteristics interact and combine to shape processes and outcomes at multiple levels.
Paul E. Tesluk, University of Maryland, Chair
Hui Liao, University of Maryland, Presenter
Submitter: Hui Liao, firstname.lastname@example.org
9. Symposium/Forum: 10:30 AM–11:50 AM
Shades of Green: Individual Differences in Environmentally Responsible Employee Behaviors
There is more to being green than avoiding pollution. Complexities of the criterion domain and determinants of employee behaviors will be explored, answering: What is the range of environmentally relevant behaviors employees can engage in? What are the different motives underlying these behaviors? What are the determinants of employee sustainability?
Deniz S. Ones, University of Minnesota, Co-Chair
Stephan Dilchert, Baruch College, Co-Chair
Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, A Taxonomy of Green Behaviors Among Employees
Stephan Dilchert, Baruch College, Deniz S. Ones, University of Minnesota, Andrew Biga, Procter & Gamble, Robert E. Gibby, Procter & Gamble, Organizational Sustainability Goals and Individual Sustainability and Other On-The-Job Outcomes
Rachael Klein, University of Minnesota, Susan D’Mello, University of Minnesota, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Lauren Hill, University of Minnesota, Brenton Wiernik, University of Minnesota , Green Motives: Why Employees
Engage in Environmentally Friendly Behaviors
Andrew Biga, Procter & Gamble, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Robert E. Gibby, Procter & Gamble, Perceptions of Organizational Support and Employee Sustainability
Susan D’Mello, University of Minnesota, Rachael Klein, University of Minnesota, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Lauren Hill, University of Minnesota, Brenton Wiernik, University of Minnesota, Andrew Biga, Procter & Gamble, An Examination of Sex Differences and Green Behaviors at Work
Juergen Deller, Leuphana University of Lueneburg, Discussant
Submitter: Deniz Ones, Deniz.S.Onesemail@example.com
10. Symposium/Forum: 10:30 AM–11:50 AM
Innovation in Benchmarking Employee Survey Results
Benchmarking survey results is a common practice for organizations conducting employee surveys. The sources of and practices for utilizing benchmark data have evolved in order to provide organizations with appropriate and/or enhanced options for examining their survey results. Four innovative benchmarking efforts will be presented and discussed.
Jack W. Wiley, Kenexa Research Institute, Chair
Ingwer Borg, ZUMA, How Informative are Benchmarks Based on “Percent Favorable” Statistics?
Anne E Herman, Kenexa Research Institute, Joseph M. James, Kenexa, Jack W. Wiley, Kenexa Research Institute, Using Indices and Items as Benchmarks: More Is More?
Franz G. Deitering, SAP AG, RACER Group: Top German Companies’ Approach in Benchmarking Employee Surveys
William Schiemann, Metrus Institute, People Equity: Using ACE to Measure, Predict, and Optimize Performance
Submitter: Anne Herman, firstname.lastname@example.org
11. Interactive Posters: 10:30 AM–11:20 AM
Women Go to Work, Men Go to Mars
Lilia Cortina, University of Michigan, Facilitator
11-1 Attitudes About Pregnant Employees: Change Over Twenty Years
This study looked at changes in stereotypes regarding pregnant employees. Current data were compared with parallel data from 1989. Four of the 6 dimensions found in 1989 were found to still exist. Two showed more negative stereotyping than 20 years ago, and men generally had more negative attitudes than women.
Jane A. Halpert, DePaul University
Sarah M. Haynes, Depaul Univesity
Micah D. Lueck, DePaul University
Brian J. Marentette, DePaul University
Submitter: Jane Halpert, email@example.com
11-2 Investigating Pregnancy and Marital Status Discrimination in Employee Performance Appraisals
This study investigated whether employee pregnancy and marital status influence perceptions of women’s performance. Participants provided performance ratings after viewing an employee completing assessment center tasks. Results suggest that pregnancy status influences certain ratings of performance, whereas marital status does not. Raters’ gender did not significantly affect ratings.
Sarah M. Haynes, Depaul Univesity
Jane A. Halpert, DePaul University
Brian J. Marentette, DePaul University
Micah D. Lueck, DePaul University
Submitter: Sarah Haynes, firstname.lastname@example.org
11-3 The Psychology of Female Quick-Service Restaurant Franchisees
This paper focuses on the reasons underlying the limited number of female franchisees in the quick service restaurant industry. Specifically, the aim of this paper is to explore the functional, financial, and psychological restraints that may prevent or discourage women from entering this sizable and growing industry.
Kimberly Mathe, Oklahoma State University
Submitter: Kimberly Mathe, email@example.com
11-4 Job Insecurity and Sexual Harassment on Swedish Women’s Work Outcomes
We examine how perceptions of job insecurity influence the relationship between sexual harassment experiences and women’s job, health, and psychological outcomes among women in the Swedish military. We found that women’s harassment experiences mediated the relationship among job insecurity and job satisfaction, organizational commitment, job withdrawal, and psychological health.
Armando X. Estrada, Washington State University Vancouver
Kristine J Olson, Wasington State University Vancouver
Tahira M. Probst, Washington State University Vancouver
Anders Berggren, Sweden National Defence College
Submitter: Armando Estrada, firstname.lastname@example.org
12. Symposium/Forum: 10:30 AM–12:20 PM
Crystal Ballroom A/F
New Findings in Goal-Setting Research
Although Locke and Latham’s (1990, 2002) theory of goal setting is one of the most valid and practical theories of motivation (Miner, 1984; Pinder, 1984), knowledge continues to accumulate on the effectiveness of its application. This symposium reports on recent studies that have added to our understanding of the theory.
Gary P. Latham, University of Toronto, Co-Chair
Mary Bardes, Drexel University, Co-Chair
Laura Borgogni, University of Rome “Sapienza,”Silvia Dello Russo, University of Rome
“Sapienza,”Laura Petitta, University of Rome “Sapienza,” The High-Performance Cycle in an Italian Telecommunication Firm
Gerard Seijts, University of Western Ontario, Gary P. Latham, University of Toronto, Interaction Between Learning Goal Difficulty and Commitment on Performance
Robert L. Porter, University of Central Florida, Gary P. Latham, University of Toronto, Employee Trust Moderates the Relationship Between Goals and Departmental Performance
Mary Bardes, Drexel University, Robert G. Folger, University of Central Florida, Gary P. Latham, University of Toronto, Exceedingly Difficult Goals and Abusive Supervision
Coreen Hrabluik, Deloitte, Gary P. Latham, University of Toronto, The Dark Side of Goal Setting: Perfectionism and Maximum Performance
Edwin A. Locke, University of Maryland, Discussant
Submitter: Mary Bardes, email@example.com
13. Master Tutorial: 10:30 AM–11:50 AM
Crystal Ballroom B/E
Measurement Decision Theory: Theory, Validation, and Application
Earn 1.5 CEâ€ˆcredits for attending.
When classification is the goal, measurement decision theory (MDT) offers several advantages over CTT and IRT approaches for workplace and educational assessment. This master tutorial will present the theory, methodology, validation evidence, and empirical results from 2 practical applications of MDT in diverse settings, both involving large numbers of examinees.
Patrick L. Wadlington, Birkman International, Inc., Presenter
Lawrence M. Rudner, Graduate Management Admission Council, Presenter
Stefan Bondorowicz, Pearson Vue, Presenter
Eileen Talento-Miller, Graduate Management Admission Council, Presenter
Fabian Elizondo, Birkman International, Inc., Presenter
Catherine Ott-Holland, Birkman International, Presenter
Submitter: Patrick Wadlington, firstname.lastname@example.org
14. Symposium/Forum: 10:30 AM–11:50 AM
Crystal Ballroom C/D
Team Effectiveness: Concepts, Causes, Correlates, and Consequences
Although teams are ubiquitous in organizations, there remain many questions about how to enhance their effectiveness. This session will explore a broad set of variables that influence and define team performance. It includes 4 presentations that are a combination of theoretical frameworks and new empirical research about team effectiveness.
Frederick P. Morgeson, Michigan State University, Co-Chair
Elizabeth Karam, Michigan State University, Co-Chair
Wendy Bedwell, University of Central Florida, Deborah DiazGranados, University of Central Florida, C. Shawn Burke, University of Central Florida, Eduardo Salas, University of Central Florida, Bridging the Cultural Divide: Towards Intercultural Collaboration Effectiveness
Travis Maynard, Colorado State University, John E. Mathieu, University of Connecticut, Lucy L. Gilson, University of Connecticut, The Role of Familiarity on Team Processes and Performance
Elizabeth A. Conjar, George Mason University, Stephen J. Zaccaro, George Mason University, Rita M. Hilton, Self-employed, A Conceptual Framework Linking Leadership and Team Composition to Synergy
Stephen E. Humphrey, Pennsylvania State University, Elizabeth Karam, Michigan State University, Frederick P. Morgeson, Michigan State University, Team Effectiveness: A Meta-Analytic Review
John R. Hollenbeck, Michigan State University, Discussant
Submitter: Elizabeth Karam, email@example.com
15. Posters: 10:30 AM–11:20 AM
Careers/Mentoring/Socialization/Onboarding/Retirement & Teaching I-O Psychology/Student Affiliate Issues/Professional Development
15-1 Modesty, Political Skill, and Career Success: A Predictive Study
This study investigates the effect of 142 early career employees’ upward self-presentation by modesty and political skills on their subsequent career success. The relationship between employees’ upward modesty and career success (attained position, career satisfaction) after 3 years was moderated by employees’ political skill.
Gerhard Blickle, University of Bonn
Paula B. Schneider, University of Bonn
Submitter: Gerhard Blickle, firstname.lastname@example.org
15-2 The Temporal Dynamics of Unemployment on Psychological Well-Being: Gender Effects
This study showed unemployment duration had an inverted U-shaped relationship with well-being among college graduates with 4 waves of data, confirming stage models. Furthermore, the relationship was moderated by gender, indicating that women’s mental health deteriorated more than men’s during unemployment.
Jae Yoon Chang, Sungshin Women’s University
Jeeyoung Lee, Seoul National University
Submitter: Jae Yoon Chang, email@example.com
15-3 Bases of Commitment to Academic Majors and Expected Career Outcomes
We combine research on commitment and social cognitive career theory to demonstrate how different bases of commitment to an academic major (affective, continuance, normative) influence self-efficacy perceptions and anticipated outcomes for career performance and satisfaction. Results show that affective commitment to a major particularly facilitates self-efficacy and improves career expectations.
Amanda Conklin, The College of New Jersey
Pablo A. Garcia, The College of New Jersey
Jason Dahling, The College of New Jersey
Brian Dougherty, The College of New Jersey
Submitter: Jason Dahling, firstname.lastname@example.org
15-4 Onboarding Externally Hired Executives in Six Critical Areas
The theoretical exploration of executive onboarding has lagged behind the practice. We discussed the difference between executive onboarding and other practices such as new employee orientation and socialization. We then identified 6 problematic areas external executives often encounter. A framework was proposed to implement executive onboarding on a strategic basis.
Guangrong Dai, Lominger International
Kenneth P. De Meuse, Korn/Ferry International
Dee Gaeddert, Korn/Ferry International
Submitter: Guangrong Dai, email@example.com
15-5 An Experimental Investigation of an Interactive Model of Academic Cheating
We examined the effect of presenting the honor code (HC) and realistic course orientation (RCO), and self-perceived cognitive ability, on student cheating. The HC and RCO reduced cheating, and a 3-way interaction indicated that students with the highest self-perceived ability cheated least, especially when both HC and RCO were presented.
Mark N. Bing, University of Mississippi
Kristl Davison, University of Mississippi
Scott Vitell, University of Mississippi
Anthony P. Ammeter, University of Mississippi
Bart L. Garner, University of Mississippi
Milorad Novicevic, University of Mississippi
Submitter: Kristl Davison, firstname.lastname@example.org
15-6 Perception or Reality? How Early Protégé Expectations Predict Subsequent Perceptions
Mentoring research has primarily relied on perceptual measures of associated processes and outcomes. In this study, expectations interacted with coded mentoring functions to predict perceived mentoring functions. For example, if entering with high expectations, protégés responded more positively when positive expectations were met and more negatively when they were not.
Julia M. Fullick, University of Central Florida
Kimberly A. Smith-Jentsch, University of Central Florida
Dana L. Kendall, University of Central Florida
Nicole Hudson, University of Central Florida
Joyce Reyes, University of Central Florida
Submitter: Julia Fullick, Julia.Fullick@gmail.com
15-7 Development of the Mexican Organizational Citizenship Behavior: A Cross-Cultural Study
Utilizing multiple samples,we describe the development of a multidimensional Mexican Organizational Citizenship Behavior (MOCB) Survey. Results indicate that the MOCB Scale is functional for research in Mexico. Implications of the nature of the MOCB construct, as well as the design and use of U.S. measures across cultures, are discussed.
Nicole Gullekson, Ohio University
Sean D. Robinson, Ohio University
Luis Ortiz, New Mexico Highlands University
Marcus J. Fila, Ohio University
Charles Ritter, Ohio University
Annie Milakovic, Ohio University
Allison Tenbrink, Ohio University
Rodger W. Griffeth, Ohio University
Peter W. Hom, Arizona State University
Submitter: Rodger Griffeth, email@example.com
15-8 Self-Directed Career Management: Towards an Integrative Framework
We present an integrative framework of the competency for self-directed career management (SDCM) encompassing a person’s personality characteristics, career management attitudes and behaviors, and human and social capital. It is proposed that the combined dimensions of SDCM allow one to satisfactorily manage the evolving sequence of work experiences over time.
Andreas Hirschi, Leuphana University of Lueneburg
Submitter: Andreas Hirschi, firstname.lastname@example.org
15-9 Relative Importance of Abilities–Demands and Needs–Supplies Fit
Using 3 measures of fit preference, individual differences in the importance of abilities–demands and needs–supplies job fit were examined. Results show that individual differences in work experience with different occupations and goal orientation are associated with differences in the relative importance of abilities–demands and needs–supplies fit in job decision making.
Chia-Lin Ho, North Carolina State University
Silvia Bonaccio, University of Ottawa
Charlie L. Reeve, University of North Carolina Charlotte
Submitter: Chia-Lin Ho, email@example.com
15-10 Behavioral Integrity, Mentoring Behavior, and Interpersonal Citizenship Behaviors
This study examines the effects of manager’s behavioral integrity (BI) and mentoring behavior (MB) on employee’s interpersonal citizenship behaviors (ICB). The results showed manager’s BI and MB had the main and interaction effects on employee’s ICBs. That is, manager’s BI enhances employee’s ICBs, especially when they have low MB.
Dongkyu Kim, Seoul National University
Seokhwa Yun, Seoul National University
Sung Won Min, Seoul National University
Haeseen Park, Seoul National University
EunHo Lee, Seoul National University
Submitter: DongKyu Kim, firstname.lastname@example.org
15-11 A Qualitative Study Investigating the Onboarding of the Hourly Workforce
Onboarding research has generally focused on salaried professionals, and to date there has been little effort to understand how the conclusions drawn about onboarding practices (e.g., duration, stakeholders, content) apply to the hourly workforce. This qualitative research study fills this gap by examining the current state of hourly onboarding programs.
Autumn D. Krauss, Kronos
Rainer Seitz, Kronos
Submitter: Autumn Krauss, email@example.com
15-12 Work History and Job Search Process for Older Job Seekers
This study examined personal and social antecedents of job-seeking behaviors among older job seekers and the effect of a blue-collar and a white-collar work history. Job search self-efficacy was a stronger predictor for older job seekers with a blue-collar background.
Yoshie Nakai, University of Akron
Andrea F. Snell, University of Akron
Submitter: Yoshie Nakai, firstname.lastname@example.org
15-13 Examining the Role of Change in Stressors During Organizational Socialization
Using a latent growth modeling approach, this paper examines the role of change in the relationships among role stressors (ambiguity, conflict and overload), job attitudes (affective commitment and job satisfaction), turnover intention, and well-being among newcomers in a sample of 170 university alumni surveyed during the first months of employment.
Alexandra J. Panaccio, University of Illinois at Chicago
Christian Vandenberghe, HEC Montreal
Kathleen Bentein, University of Quebec at Montreal (UQAM)
Karim Mignonac, IAE Université Toulouse 1
Patrice Roussel, IAE Université Toulouse 1
Submitter: Alexandra Panaccio, email@example.com
15-14 Mentoring Relationship Perceptions and Behaviors: Attempting to Understand the Discrepancies
This study attempted to understand some of the discrepancies that exist between mentor and protégé reports of mentoring relationship success, in addition to examining actual mentoring relationship behaviors. Mentor and protégé preparatory training was manipulated, and subjective and also coded measures were collected.
Shannon A. Scielzo, University of Texas at Arlington
Catherine Kiley, University of Central Florida
Joycelyn Reyes, University of Central Florida
Margaret Sexton, Rollins College
Kimberly A. Smith-Jentsch, University of Central Florida
Michael A. Neeper, University of Texas at Arlington
Submitter: Shannon Scielzo, firstname.lastname@example.org
15-15 Adaptability and Newcomer Outcomes: The Mediating Role of P–O Fit
This longitudinal study investigated the relationship between adaptability and newcomers’ work-related outcomes, with perceived P–O fit as a mediator. Data collected from 327 Australian newcomers supported a full mediation model, such that newcomers’ adaptability was positively associated with their perceived P–O fit, which in turn benefited newcomers’ work-related outcomes.
Yujie Zhan, University of Maryland
Mo Wang, University of Maryland
Elizabeth A. McCune, Portland State University
Donald M. Truxillo, Portland State University
Le Zhou, University of Maryland
Songqi Liu, University of Maryland
Submitter: Yujie Zhan, email@example.com
15-16 Career Motivation and Mentoring Readiness: The Moderating Role of Personality
I examined the extent to which employees were ready to participate in mentoring programs (i.e., mentoring readiness) in a multimedia company using career motivation, personality, and perceived value of mentoring as antecedents. Results showed support for the major hypotheses. Implications for mentoring, human resources management, and cross-cultural mentoring are discussed.
David B. Zoogah, Morgan State University
Submitter: David Zoogah, David.Zoogah@morgan.edu
15-17 Development and Validation of a Multidimensional Measure of Mentoring Readiness
Due to the increase in mentoring programs, organizations need to determine the extent to which employees are ready to participate in mentoring programs (i.e., mentoring readiness). Drawing on an extensive review of multiple disciplines, I develop and validate a measure of mentoring readiness.
David B. Zoogah, Morgan State University
Submitter: David Zoogah, David.Zoogah@morgan.edu
15-18 The Language of Success: Words, Personality, Web-Based Course Performance
We investigated the impact of instructors’ comments in relation to student academic performance in a Web-based course. Students scoring low on Academic Conscientiousness (AC) scored higher grades on the exam in the positive instruction condition, whereas students who scored higher on AC seemed to be impeded by positive comments.
Julia M. Fullick, University of Central Florida
Karen Mottarella, University of central Florida
Shannon Whitten, University of Central Florida
Submitter: Julia Fullick, Julia.Fullick@gmail.com
15-19 Team Selection Exercise
An exercise simulating the staffing of organizational teams is presented. The exercise requires participants to consider task demands facing each team and characteristics of potential members including task KSAs, teamwork KSAs, personality, personal relations between potential members, and issues of life–family balance.
Glenn E. Littlepage, Middle Tennessee State University
Brandy Burke-Schratter, Middle Tennessee State University
Lyndi Porter, Middle Tennessee State University
Blandon Prowse, Middle Tennessee State University
Bradford A. Jones, Middle Tennessee State University
Kimberly Sue Wilson, University of Tulsa
Submitter: Glenn Littlepage, firstname.lastname@example.org
15-20 Developing Efficacy Beliefs for Ethics and Diversity Management
This paper describes an approach for developing students’ efficacy beliefs for ethics and diversity management in an introductory organizational behavior course. Results suggest that a writing assignment improved efficacy beliefs on the chosen topic (diversity or ethics management) beyond the influence of course content. Implications for business education are discussed.
Johnathan Nelson, PDRI
Laura W. Poms, George Mason University
Paige Porter Wolf, George Mason University
Submitter: Johnathan Nelson, email@example.com
15-21 Action Learning in Academia: Opportunity or Oxymoron?
This study examines the use of action learning in an academic context, assessing for the first time whether critical design components can be maintained in graduate programs. Results suggest that key design criteria can be met. Students improved their teamwork capabilities, but improvements in decision management skills were not found.
Kimberly S. Scott, Northwestern University
Submitter: Kimberly Scott, firstname.lastname@example.org
16. Symposium/Forum: 10:30 AM–11:20 AM
Front-Line Supervisors: Getting Selection and Development Right
Front-line supervisors play a critical role in the success of today’s organizations. This symposium examines best practices for the selection and development of front-line leaders from the point of view of an experienced consulting organization, a large U.S. energy company, and a global test publisher.
Robert I. Kabacoff, Management Research Group, Chair
Robert I. Kabacoff, Management Research Group, New Leadership Best Practices for Front-Line Supervisors
Keith L. Goudy, MICA Management Resources, Identifying the Right Front-Line Leaders in the Utility Industry
Tim Hickey, Exelon Corporation, Exelon Perspective on Front-Line Leader Identification, Selection, and Development
Suzanne T. Bell, DePaul University, Discussant
Submitter: Robert Kabacoff, email@example.com
17. Special Events: 10:30 AM–11:50 AM
The SIOP Conference Past and Present: A Retrospective and Critique
The silver anniversary of the SIOP conference presents an opportunity to reflect on conference beginnings as well as programming changes spurred by growth. The conference experience is compared with similar conferences for illustration. Improvements in meeting form will be explored utilizing Malcolm Gladwell’s idea of a tipping point in size.
Paul E. Levy, University of Akron, Chair
John P. Campbell, University of Minnesota, Panelist
Katherine J. Klein, University of Pennsylvania, Panelist
William H. Macey, Valtera, Panelist
Denise M. Rousseau, Carnegie Mellon University, Panelist
Stanley B. Silverman, University of Akron, Panelist
Lois E. Tetrick, George Mason University, Panelist
Kevin T. Mahoney, Louisiana Tech University, Discussant
Submitter: Paul Levy, firstname.lastname@example.org
18. Panel Discussion: 10:30 AM–11:50 AM
Taking Competency Models Global: A Practitioner Perspective
Although competency models have been extensively used by organizations since the 1980s, applying these models in the global context presents a unique set of challenges. Practitioners will discuss these challenges and provide suggestions and solutions for the creation and implementation of successful global competency models.
Anuradha Ramesh, Personnel Decisions International, Chair
Kristine Wright, Cisco Systems, Inc., Panelist
Alison D. Jerden, The Coca-Cola Company, Panelist
Mark T. Rohricht, Healthways, Panelist
Shreya T. Sarkar-Barney, Human Capital Growth, Panelist
Submitter: Anuradha Ramesh, email@example.com
19. Panel Discussion: 10:30 AM–12:20 PM
Adverse Impact: Implications for Organizational Staffing and High-Stakes Selection
Organizations must typically consider the impact of selection decisions. This session focuses on the newest addition to the SIOP Organizational Frontiers Series, Adverse Impact: Implications for Organizational Staffing and High Stakes Selection edited by James L. Outtz. Six of the contributing authors discuss selection system design, validity, and adverse impact.
James L. Outtz, Outtz and Associates, Chair
Harold W. Goldstein, Baruch College, CUNY, Panelist
Rick R. Jacobs, Pennsylvania State University, Panelist
Kevin R. Murphy, Pennsylvania State University, Panelist
Daniel A. Newman, University of Illinois at Urbana-Champaign, Panelist
Paul R. Sackett, University of Minnesota, Panelist
Submitter: James Outtz, firstname.lastname@example.org
20. Panel Discussion: 10:30 AM–11:20 AM
Theme Track Introduction & Opening Panel: Where the Rubber Meets the Road: Real-World Challenges to Virtually Connected Work
A brief introduction to the theme track will be provided prior to the beginning of the opening panel. The opening panel will set the stage for SIOP’s 2010 Thursday theme track by highlighting the real-world challenges, thereby motivating the problem and informing researchers. Panelists will discuss challenges to virtually connected work with a specific focus on those related to e-HR, telework, and social interaction within virtually connected work groups and teams.
C. Shawn Burke, University of Central Florida, Chair
Gil Gordon, Gil Gordon Associates, Panelist
Jacob McNulty, Orbital RPM Learning Solutions, Panelist
Douglas H. Reynolds, Development Dimensions International, Panelist
Submitter: C. Burke, email@example.com
21. Panel Discussion: 11:00 AM–12:20 PM
Grand Ballroom A
Legal Issues in Job Analysis: Avoiding Lawsuits Without Breaking Budgets
Job analyses are common in many I-O psychology projects. However, this step in the process is often downplayed and sometimes ignored—even at the peril of legal challenge. This expert discussion will focus on the issue of being budget and time conscious while conducting a defensible job analysis.
Mark Alan Smith, Valtera Corporation, Chair
Arthur Gutman, Florida Institute of Technology, Panelist
Edward L. Levine, University of South Florida, Panelist
Dwayne G. Norris, American Institutes for Research, Panelist
Mark A. Wilson, North Carolina State University, Panelist
Submitter: Mark Smith, firstname.lastname@example.org
22. Symposium/Forum: 11:00 AM–12:20 PM
Grand Ballroom B
Pathways to Coach Development: How Executive Coaches Learn Their Craft
This session explores how executive coaches become executive coaches and how they mature and advance their practice over time. Different methods are examined, including formal training programs, supervision, and reflective practice, based on empirical research and the experience of the presenters, who are themselves coaches, trainers, and supervisors of coaches.
David B. Peterson, PDI Ninth House, Chair
Robert J. Lee, iCoachNewYork, Becoming a Competent Coach: Basic Skills and Insights
Jonathan Passmore, UEL, Continuous Professional Development for Executive Coaches: Theory, Research, and Practice
Carol Kauffman, Harvard Medical School, Developing “PERFECT” Mastery in Coaching: A Framework for Integration
David B. Peterson, PDI Ninth House, Becoming a Master Coach: Developing Advanced Skills and Expertise
Submitter: David Peterson, email@example.com
23. Panel Discussion: 11:00 AM–12:20 PM
Grand Ballroom C
Work Conditions That Maximize the Performance of Engaged Employees
Employee engagement is widely recognized as a factor contributing to improved performance. However, without enabling conditions, engagement may not sustain performance, and negative consequences for employees and organizations’ bottom lines may follow. Panelists will discuss engagement and the necessary supportive conditions to translate discretionary effort into enhanced productivity.
Michael Frese, University of Singapore, Chair
Arnold B. Bakker, Erasmus University, Rotterdam, Panelist
Thomas W. Britt, Clemson University, Panelist
Sharon Parker, University of Sheffield, Panelist
Mark Royal, Hay Group, Panelist
Gary Short, Kimberly-Clark Corporation, Panelist
Submitter: Thomas Britt, firstname.lastname@example.org
24. Symposium/Forum: 11:00 AM–12:50 PM
Grand Ballroom D
Paging Dr. I-O: Improving Healthcare Quality Through I-O Psychology Research
This symposium presents 4 research projects where I-O psychologists have applied basic psychological theory and empirical knowledge to improve the way healthcare is delivered. The projects span a wide range of content and methods, highlighting I-O psychology’s flexibility and potential for impacting healthcare on many different levels.
Sylvia J. Hysong, Michael E. DeBakey VA Medical Center, Chair
Kraig L. Schell, Angelo State University, I-O Psychology and the Pharmacy: Opportunities for Research
Sylvia J. Hysong, Michael E. DeBakey VA Medical Center, Adol Esquivel, Michael E. DeBakey VA Medical Center/Baylor College of Medicine, Lindsey Wilson, Michael E. DeBakey VA Medical Center/Baylor College of Medicine, Monica Watford, Michael E. DeBakey VA Medical Center/Baylor College of Medicine, Donna Espadas, Baylor College of Medicine, Hardeep Singh, Michael E. DeBakey VA Medical Center/Baylor College of Medicine, Using Electronic Medical Records for Referrals: Beyond the Interface
Jason M. Etchegaray, University of Texas Medical School at Houston, Wayne Fischer, University of Texas M.D. Anderson Cancer Center, Relationship Among Built-Environment Factors, Perceived Medical Quality, and Emotional Distress
Sallie J. Weaver, University of Central Florida/MedAxiom, Deborah DiazGranados, University of Central Florida, Michael A. Rosen, University of Central Florida, Rebecca Lyons, University of Central Florida, Eduardo Salas, University of Central Florida, Jeffrey Augenstein, University of Miami Miller School of Medicine, David J. Birnbach, University of Miami Miller School of Medicine, Donald W. Robinson, Army Trauma Training Center/Ryder Trauma Center, Heidi B. King, Office of the Assistant Secretary of Defense (Health Affairs), Evaluating the Effectiveness of Team Training in Forward Surgical Teams
Christiane Spitzmueller, University of Frankfurt/University of Houston, Discussant
Aanand D. Naik, Michael E. DeBakey VA Medical Center, Discussant
Submitter: Sylvia Hysong, email@example.com
25. Roundtable Discussion/Conversation Hour: 11:30 AM–12:20 PM
Politics, Values, and the Supreme Court Ruling in Ricci
What factors contributed to the Supreme Court decision in the Ricci case? The roundtable reviews the motives behind Ricci. We discuss the role of experts in polarized political environments. We believe that psychologists should understand the political as well as technical factors, especially in polarizing cases.
Edward Pavur, Jr., Management Service, Host
Robert F. Goldsmith, Robert Goldsmith & Associates, Host
Submitter: Edward Pavur, Jr., firstname.lastname@example.org
26. Special Events: 11:30 AM–12:20 PM
Distinguished Professional Contributions Award: Performance Management—What Works and What Doesn’t
The literature and popular HR press is filled with performance management best practices. Yet for all the research and practice devoted to it, performance management remains the Achilles heel of human capital management. This talk will focus on commonly advocated best practices and what it really takes to implement them effectively.
Walter C. Borman, Personnel Decisions Research Institutes, Chair
Elaine D. Pulakos, Personnel Decisions Research Institutes, Presenter
Submitter: Elaine Pulakos, email@example.com
27. Interactive Posters: 11:30 AM–12:20 PM
Cheating Improves My Test Performance
Nancy Tippins, Valtera, Facilitator
27-1 Advantages of Differential Validity Analyses Over Differential Prediction Analyses
I-O psychology has strongly endorsed differential prediction analyses over differential validity analyses. This paper offers a conceptual argument for both limitations of differential prediction analyses and practical benefits of differential validity analyses when the specific research question is whether the magnitude of the test-criterion relationship differs between subgroups.
Christopher M. Berry, Texas A&M University
Submitter: Christopher Berry, firstname.lastname@example.org
27-2 Retesting Effects for Personality and Cognitive-Based Selection Tests
This study examined retesting effects by examining within-person and between-person differences using a personality-based and cognitive-based selection assessment in an applied setting. Results show mean differences between testing administrations but minimal differences in test validity for both within testing administrations and across individuals.
Kristin M. Delgado, Select International/Wright State University
Mei-Chuan Kung, Select International
Paul E. Glatzhofer, Xavier University
Matthew S. O’Connell, Select International
Douglas Wolf, Select International
John Fernandez, Merck
Submitter: Kristin Delgado, email@example.com
27-3 Measurement Equivalence of Proctored and Unproctored Internet Testing on Race
Six scales in proctored and unproctored Internet testing conditions were compared on Asian, Black, Hispanic, and White participants. Although Problem Solving scale showed significantly higher scores in the unproctored condition, all 6 scales showed no differential test functioning, with small effect sizes. Measurement equivalence was established within each race group.
Ben-Roy Do, University of Illinois
William Shepherd, Huntington National Bank
Fritz Drasgow, University of Illinois at Urbana-Champaign
Submitter: Ben-Roy Do, firstname.lastname@example.org
27-4 The Impact of Socially Desirable Responding on Personality Assessment Validity
This study was conducted to extend previous research on the moderating role of socially desirable responding in the personality predictor-outcome relationship into an operational setting. Results from an Army sample revealed that socially desirable responding attenuated the ability of a self-report personality assessment to predict attrition at several time intervals.
Kate LaPort, George Mason University
Irwin J. Jose, George Mason University
Arwen E. Hunter, U.S. Army Research Institute
Len White, U.S. Army Research Institute
Submitter: Kate LaPort, email@example.com
28. Posters: 11:30 AM–12:20 PM
Coaching/Leadership Development & Leadership
28-1 Personal Development During Job Loss: Turning Crisis Into Opportunity
This study examines the effectiveness of a developmental program based on constructive developmental theory offered to managers who were losing their jobs. Participants reported higher levels of core self-concept and life satisfaction than a comparison group, indicating that it is possible to offset some of the consequences of job loss.
Sara Curtis, University of Georgia
Karl W. Kuhnert, University of Georgia
Keith M. Eigel, The Leaders Lyceum
Submitter: Sara Curtis, firstname.lastname@example.org
28-2 Employee Coaching Relationships: Enhancing Construct Clarity and Measurement
This paper seeks to further our understanding of employee coaching by exploring the coaching relationship formed between supervisors and subordinates. Specifically, we seek to better define the constructs of employee coaching and the employee coaching relationship and to develop a measure of the perceived quality of the coaching relationship.
Jane B. (Brodie) Gregory, University of Akron
Paul E. Levy, University of Akron
Submitter: Jane B. (Brodie) Gregory, email@example.com
28-3 Taming the Wild West: A Control Theory Approach to Coaching
This manuscript demonstrates how control theories (CT) can be used to advise executive coaching practice. Focusing on negative feedback loops consisting of goals and feedback, the authors suggest that coaching affects motivational processes that can be explained by CT. Recommendations for coaches are provided throughout the manuscript.
Jane B. (Brodie) Gregory, University of Akron
James W. Beck, University of Minnesota
Alison E. Carr, University of Akron
Submitter: Jane B. (Brodie) Gregory, firstname.lastname@example.org
28-4 Coaching Style, Implicit Theory of Ability, Goals, and Transfer Performance
Experimental data were collected from 138 participants to examine the moderated mediated effect of coaching style (directive, problem solving) on near and far transfer task performance. The results showed that implicit theories of ability moderated the mediated effect of goal level on the relationship between coaching style and transfer task performances.
T. Y. Ray Hui, City University of Hong Kong
Christina Sue-Chan, City University of Hong Kong
Submitter: T. Y. Ray Hui, email@example.com
28-5 Gender Demography Effects on Developmental Assessment Center Performance
This study addresses the lack of empirical research on the effect of gender match/mismatch between participants and raters/feedback providers on performance ratings in developmental assessment centers (DACs), identifying a lack of gender bias across behavioral dimensions and illustrating that performance on dimensions is not enhanced by assessor–assessee gender match.
Felicia O. Mokuolu, University of Oklahoma
Lori Anderson Snyder, University of Oklahoma
Deborah E. Rupp, University of Illinois at Urbana-Champaign
Alyssa M. Gibbons, Colorado State University
Submitter: Felicia Mokuolu, firstname.lastname@example.org
28-6 Structuring and Understanding the Coaching Industry: A Belgian Study
A theoretical coaching cube is offered that helps to structure and understand the industry. The 3 dimensions of the cube refer to (a) coaching agendas (what), (b) characteristics of coaches (who), and (c) coaching approaches/schools (how). Three empirical studies explore which theoretical combinations are more present in the corporate world.
Jesse Segers, University of Antwerp
Daniel Vloeberghs, University of Antwerp
Erik Henderickx, University of Antwerp
Ilke Inceoglu, SHL Group Ltd
Submitter: Jesse Segers, email@example.com
28-7 The Effects of Shared Leadership on Team Learning
This paper offers a conceptual model of team learning by integrating team leadership and learning theories. The framework establishes shared leadership as a driver of team learning; delineates between learning behavior, learning outcomes, and team performance; and establishes the conditions necessary for shared leadership to be successful.
Vivek Khare, George Mason University
Submitter: Vivek Khare, firstname.lastname@example.org
28-8 Psychological Health Effects of Supervisory Pressure to Behave Unethically
We investigated relationships between supervisory pressure to behave unethically (PBU) and subordinates’ psychological distress and problem drinking. Results from a 2-wave study of 395 employees supported the prediction that subordinates’ psychological distress mediates the relationship between supervisory PBU and subordinates’ drinking; this mediated effect is buffered by subordinates’ core self-evaluations.
Margarita Almeda, Georgia State University
Bennett J. Tepper, Georgia State University
Jon C. Carr, Texas Christian University
Dana L. Haggard, University of Missouri
Submitter: Margarita Almeda, email@example.com
28-9 Leader Influence on Intrinsic Motivation and Performance: Self-Determination Theory Applied
This research integrated the work of Deci and Ryan’s (2002) self-determination theory and Zaccaro, Ely and Nelson’s (2008) model of leadership, manipulating leader style (fulfilling autonomy, competence, relatedness needs) and content (direction, management). Results indicate that individuals with leaders high in style and content had significantly better performance.
Samantha K. Baard, George Mason University
Stephen J. Zaccaro, George Mason University
Paul P. Baard, Fordham University
Submitter: Samantha Baard, firstname.lastname@example.org
28-10 Psychometric Characteristics of Transformational Bosses’ Performance Evaluations
This study examines the psychometric characteristics (leniency, halo, and agreement with other raters) of transformational bosses’ ratings of their subordinates. Results suggest that transformational bosses rate leniently and with a higher level of agreement on interpersonally oriented performance dimensions but not on task-oriented performance dimensions.
Sean Baldwin, The University of Georgia
Brian J. Hoffman, The University of Georgia
Submitter: Sean Baldwin, email@example.com
28-11 Social and Economic Exchanges With Organizations: Do Leader Behaviors Matter?
This study examined the relationship between employee behaviors, measured with social and economic exchanges, and supervisor leadership style. Leader behaviors predicted employee behavior and predicted job satisfaction and employee exchange ideology. Job satisfaction and exchange ideology also mediate the relationship between leader behavior and employee behavior.
Dan S. Chiaburu, Texas A&M University
Ismael Diaz, Texas A&M University
Virginia E. Pitts, Colorado State University
Submitter: Ismael Diaz, firstname.lastname@example.org
28-12 Leadership Errors in M&As: Impact on Employee Behaviors
The much documented merger case of Daimler-Chrysler was used to investigate the linkage between leadership errors (cognitive, social, and motivational) and behaviors and actions of the executive team. Instances of organizational citizenship behavior, counterproductive work behavior, and intention to quit are provided based on existing public source case material.
Dawn L. Eubanks, University of Bath
Zeynep Y. Yalabik, University of Bath
Submitter: Dawn Eubanks, D.Eubanks@bath.ac.uk
28-13 Are Different Generations Showing Different Managerial Derailment Signs?
This study of 5,249 managers (n = 2481 Baby Boomers; n = 2480 Generation X; n = 288 Millennials) examined whether some generational cohorts were more likely than others to display derailment behaviors. Results suggested that older generations showed more derailment signs, but differences among generations had small practical significance.
William A. Gentry, Center for Creative Leadership
Jacob Martin, Wake Forest University
Julia L. Berkelhammer, University of North Carolina at Chapel Hill
Submitter: William Gentry, email@example.com
28-14 Effects of Transformational Leadership on Follower Self-Efficacy and Self-Esteem
Follower self-efficacy and self-esteem are key mechanisms through which leadership-based effects are realized. Supporting this idea, meta-analytic results are presented that indicate that transformational leadership has significant relationships with follower self-efficacy and self-esteem, and transactional leadership has significant relationships with follower self-efficacy. Support for moderating effects was also found.
Erin Jackson, University of South Florida
Kristin N. Saboe, University of South Florida
Chu-Hsiang Chang, University of South Florida
Russell E. Johnson, University of South Florida
Submitter: Erin Jackson, firstname.lastname@example.org
28-15 The Interplay Between Follower Core Self-Evaluation and Leadership
This study examined the linkage between core self-evaluation (CSE) and employee outcomes as moderated by leader behaviors. Hierarchical linear modeling results of a sample of 546 supervisor–subordinate dyads revealed that CSE was positively associated with employee outcomes. In addition, the latter relationships were facilitated by leadership behaviors.
Tae-Yeol Kim, City University of Hong Kong
Robert C. Liden, University of Illinois at Chicago
Lin Bian, City University of Hong Kong
Sang-Pyo Kim, Jinju National University
Submitter: Tae-Yeol Kim, email@example.com
28-16 Leader–Member Exchange (LMX) and Trait Activation
This study investigated how LMX interacting with a subordinate’s job competency would influence the subordinate’s job performance. We examined this empirically neglected question by testing how LMX moderated the causal relationship between a subordinate’s job competency and job performance.
Won Jun Kwak, Purdue University
Christine Jackson, Purdue University
Stephen G. Green, Purdue University
Submitter: Won Jun Kwak, firstname.lastname@example.org
28-17 Predisposed to Derail: The Personality Correlates of Risk for Derailment
Derailed leaders are common, costly, and curiously understudied. This research (a) developed a research-friendly measure of risk for derailment, (b) investigated personality correlates of risk for derailment, and (c) compared the resulting relationships with correlates of leader effectiveness to determine whether risk for derailment provided any unique insights.
Rhys Lewis, University of Western Ontario
Julie J. Carswell, Sigma Assessment Systems
Sheerin Thussu, University of Western Ontario
James P. O’Brien, University of Western Ontario
Submitter: Rhys Lewis, email@example.com
28-18 Preferred Managerial Tactics of Health Care Organization Employees
Medical doctors, nurses, information technology, and ancillary personnel of health care organizations (N = 111) were surveyed on preferences for soft, rational and hard managerial tactics using a Modified Influence Tactics instrument. Results showed preference for hard tactics differed by sex p < .002 and for rational tactics by job categories p < .017.
Krystianna Nguyen, Capella University
Nancy A. Piotrowski, Capella University
Antonio Santonastasi, Capella University
Wayland Secrest, Capella University
Submitter: Krystianna Nguyen, firstname.lastname@example.org
28-19 The Structure and Characteristics of Supervisor Dyadic Attachment Relationships
Structure and characteristics of supervisor attachment models were generated using latent profile analysis and compared with working models of other traditional attachment relationships. Profiles of supervisor relationships show associations with other attachment relationship profiles and relate to general attachment avoidance. Implications for application of attachment theory to leadership are discussed.
Alycia U. Perez, University of Akron
Rosalie J. Hall, University of Akron
Submitter: Alycia Perez, email@example.com
28-20 Environmentally Specific Transformational Leadership, Modeling, and Subordinates’ Pro-Environmental Behaviors
This study linked leadership to subordinates’ environmental behaviors. The model demonstrated that leaders’ subjective norms predicted their environmentally specific transformational leadership and environmental behaviors, which in turn indirectly predicted subordinates’ environmental behavior. In addition, leaders’ environmental behaviors predicted subordinates’ environmental behaviors. The effects of environmental-specific versus general transformational leadership were examined.
Jennifer L. Robertson, Queen’s University
Julian I. Barling, Queen’s University
Submitter: Jennifer Robertson, firstname.lastname@example.org
28-21 Narcissism Levels and Ratings of Executive Leadership Potential
A subclinical narcissism measure was given to 431 executives, and each was then rated on leadership potential after a 1-hour interview. Despite many negative consequences associated with narcissistic leadership, those with higher narcissism scores tended to receive higher leadership ratings, necessitating examination of theories exploring “productive narcissism.”
Katherine A. Schnure, Georgia Institute of Technology
Submitter: Katherine Schnure, email@example.com
28-22 Leading Change Through the Minds not the Hearts of Followers
This paper explores what organizational leaders need to do to successfully manage large-scale organizational change. We test whether particular dimensions of transformational leadership are linked to elements of successful change implementation. In doing so, we find that there is a strong linkage between learning interventions and successful organizational change.
Gail A. Berger, Northwestern University
Scott Dimmick, Northwestern University
Mindy Douthit, Northwestern University
Submitter: Kimberly Scott, firstname.lastname@example.org
28-23 A Process Perspective on the Personality–Leader–Member Exchange Relationship
This study aimed to examine the influence of role definition and affect on LMX, and test these variables as potential mediators of the personality–LMX relationship. Results indicated that role definition and affect display differential relationships in mediating supervisor and subordinate core self-evaluation and Agreeableness on LMX.
Greg Sears, Carleton University
Rick D. Hackett, McMaster University
Submitter: Greg Sears, email@example.com
28-24 Progressing by Stepping Back: An Assessment of Negative Leader Behavior
Negative leader behavior is a popular topic, yet, beyond narrowly defined measures, little is known about the nature of the construct at a broad level. This study takes a wider perspective to develop a measure of negative leader behavior that both incorporates existing research and extends the area of assessment.
Brian W. Tate, U.S. Army Research Institute
Rick R. Jacobs, Pennsylvania State University
Submitter: Brian Tate, firstname.lastname@example.org
28-25 Understanding the Effects of Authentic Leadership: A Cross-Level Investigation
This study examined whether individual leader–member exchange (LMX) and group social support (GSS) function as mediators between the group-level authentic leadership (AL) and employee attitudes. HLM results showed that LMX and GSS mediated the group-level AL level, strength, and their interaction on employee job satisfaction, organizational commitment, and turnover intentions.
Cindy Wu, Baylor University
Fred Walumbwa, Arizona State University
Chung-Tzer Liu, Soochow University
Submitter: Cindy Wu, Cindy_Wu@baylor.edu
28-26 Helplessness of Empowerment: Participative Leadership and Controllability Attribution
This study investigated how the attribution styles of employees influence the effect of participative leadership on psychological empowerment and work performance. Results of 2 studies consistently showed that employees who habitually attributed negative organizational experience to uncontrollable causes are less likely to be motivated by participative leadership.
Xu Huang, The Hong Kong Polytechnic University
Submitter: Xu Huang, email@example.com
29. Panel Discussion: 11:30 AM–12:50 PM
Lighting the Spark: Organizational Practices That Ignite Innovation
Innovation is essential for companies operating in volatile markets. Some organizations have responded by proactively developing initiatives to increase employees’ creativity and enable innovation. This panel brings together practitioners who will discuss innovation-provoking strategies, challenges to innovation, and where they see the future of research and practice in the field.
Brian Welle, Google, Co-Chair
Sam T. Hunter, Penn State University, Co-Chair
Darrin Grelle, PreVisor, Panelist
Christina Mott, Oliver Wyman Leadership Development Strategy, Panelist
John Foster, IDEO, Panelist
Submitter: Brian Welle, firstname.lastname@example.org
30. Symposium/Forum: 11:30 AM–12:50 PM Salon E
Theme Track Symposium: e-HR, Virtual HR, and Other Things Like It: Implications of Technology for HR Theory, Research, and Practice
The purpose of this symposium is to stimulate dialogue among researchers and practitioners focused on different HR subsystems about the implications of technology for our work as I-O scientist–practitioners. Each presenter will focus on a particular set of findings and practices, attempting to provoke as well as resolve questions.
Kenneth G. Brown, University of Iowa, Chair
Theresa M. Welbourne, USC/eePulse, Extreme Strategizing: The Role of Technology and HR
Janet Marler, University of Albany-SUNY, Self-Service HR Systems
David G. Allen, University of Memphis, If We Build It, Will They Come? Research/Practice e-Recruiting
Jeff A. Weekley, Kenexa, Lauren E. McEntire, Kenexa, Trends and Future Developments in e-Assessment
Kenneth G. Brown, University of Iowa, Steven D. Charlier, University of Iowa, It’s Out There, Why Isn’t Anyone Using It? Utilization/Application e-Learning
Submitter: Kenneth Brown, email@example.com