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Thursday PM


Indicates Thursday Theme Track Session. 

 

 

31. Panel Discussion: 12:00 PM–1:20 PM  
201

Maximizing the Value of Your Exit Survey Process

Exit surveys and exit interviews have long been considered a “standard” process used in human resource (HR) departments. Despite this fact, most HR departments report dissatisfaction with their exit process. This panel discussion focuses on strategies for both the design of new programs and the enhancement of existing programs.

Chris L. Lovato, Kenexa, Chair

Lisa M. Germano, Kenexa, Co-Chair

Dan Mayville, Deloitte Touche Tohmatsu, Panelist

Sid Chapon, Leo Burnett, Panelist

Kendell Anders, Leo Burnett, Panelist

Chuck Weber, Southern California Edison, Panelist

Anna Estrada, Philips Healthcare-GSS, N. A., Panelist

Ryan Lebow, Kenexa, Panelist

Cameron Klein, Kenexa, Panelist

Submitter: Lisa Germano, lisa.germano@kenexa.com
 


32. Symposium/Forum: 12:00 PM–1:50 PM  
202

Building Organizational Resilience During Financial Crisis: Multiple Pathways and Perspectives

This session highlights various ways that employees and organizations have coped with the economic crisis. Five studies—each investigating different challenges that employees are facing—will be presented. These studies focus on one central question: What factors foster organizational resilience? Scientists and practitioners will present findings from multiple sources.

Patrick K. Hyland, Sirota Survey Intelligence, Chair

Wes Siegal, Robert H. Schaffer & Associates, Patrick K. Hyland, Sirota Survey Intelligence, Organizational Responses to Financial Crisis: Exploratory Study of Various Strategies

Seymour Uranowitz, UnitedHealth Group, Driving Employee Engagement in the Healthcare Industry During Challenging Times

Shujing Huang, Virginia Tech, Patrick K. Hyland, Sirota Survey Intelligence, Leading During Financial Crisis: A Meta-Analysis

Patrick K. Hyland, Sirota Survey Intelligence, Kelly Brown, FedEx Ground, Rita Williams, FedEx Ground, Maura J. Mills, Kansas State University, Building Better Climates: The Impact of Managers’ Psychological Capital

Angela R. Grotto, Sirota Survey Intelligence/Baruch College, CUNY, Maura J. Mills, Kansas State University, Personality, Job Security, Bringing Work Home, and Stress

Rita Williams, FedEx Ground, Discussant

Kelly Brown, FedEx Ground, Discussant

Submitter: Angela Grotto, agrotto@sirota.com


33. Panel Discussion: 12:00 PM–1:50 PM  
204
Clinical Versus I-O Executive Coaching Boundaries: Mock Ethics Board Hearing

Discusion session illustrates ethical complexities about contextual issues within boundaries of competence between I-O and clinical through a mock disciplinary hearing with testimony. Other phases include adjudication by a fictional licensing board, a ballot completed by audience members, comments by discussants with expertise in ethics, and Q & A.

Greg Gormanous, Lousisina State University Alexandria, Chair

Lisa Grossman, Private Practice, Panelist

Lisa Finkelstein, Northern Illinois University, Panelist

Monique Matherne, Mercy Family Center of New Orleans, Panelist

Judith S. Blanton, RHR International, Panelist

Allen Hess, Auburn University at Montgomery, Panelist

H. Ted Ballard, Insight & Development, Panelist

Paul C. Green, SkilFast, Panelist

S. Morton McPhail, Valtera Corporation, Panelist

M. Peter Scontrino, Scontrino-Powell, Panelist

Elizabeth L. Shoenfelt, Western Kentucky University, Panelist

Carol Webb, Association of State & Provincial Psychology Boards, Panelist

Stephen H. Behnke, American Psychological Association, Panelist

Stephen DeMers, Association of State & Provincial Psychology Boards, Panelist

Dawn DeLay, Florida Atlantic University, Panelist

Submitter: Greg Gormanous, gg@Lsua.edu
 


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

Current Issues in Personality Testing

Richard L. Griffith, Florida Institute of Technology, Host

Kristen Horgen, PDRI, Coordinator
 


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

Multiteam Imperatives for Leadership and Organization

Teams are increasingly charged with networked interaction across both team and organizational boundaries in order to achieve higher order goals. This symposium presents a collection of 5 papers designed to advance theory on multiteam systems, paving the way for future thinking and empirical inquiry of these complex, emerging organizational structures.

Leslie A. DeChurch, University of Central Florida, Chair

Ramon Rico, Universidad Autonoma de Madrid, Leslie A. DeChurch, University of Central Florida, A Multilevel Model of Multiteam Performance

Dave Luvison, Alliance Vista Corporation, Michelle A. Marks, George Mason University, The Effect of Commitment Differences on Alliance MTS Performance

Robert Davison, Michigan State University, John R. Hollenbeck, Michigan State University, Daniel R. Ilgen, Michigan State University, Christopher M. Barnes, U.S. Military Academy, Dustin J. Sleesman, Michigan State University, Role of Action and Transition Processes in Large Multiteam Systems

Leslie A. DeChurch, University of Central Florida, Christian J. Resick, Drexel University, Daniel Doty, University of Central Florida, Toshio Murase, University of Central Florida, Miliani Jimenez, University of Central Florida, John E. Mathieu, University of Connecticut, C. Shawn Burke, University of Central Florida, Examining Leadership in Complex Network Environments

Stephen J. Zaccaro, George Mason University, Leading Multiteam Systems

Submitter: Leslie DeChurch, lesliedechurch@gmail.com
 


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

Issues in Applying IRT to Real-World Problems

IRT is being used more for real-world problems faced by I-O psychologists. This session presents papers on 3 important IRT applications: IRT scale maintenance, differential functioning effect size, and selecting items. The intended audience includes all IRT users in research or practice settings.

Alan D. Mead, Illinois Institute of Technology, Co-Chair

Stephen T. Murphy, Pearson, Co-Chair

Eleni Speron, Illinois Institute of Technology, Scott B. Morris, Illinois Institute of Technology, A Comparison of IRT Metric Linking Methods

Stephen T. Murphy, Pearson, Inc., Ian S. Little, Pearson, Alok Bhukptar, Pearson, Reducing Error in Equating: Anchor Item Drift Analysis

Ian S. Little, Pearson, Stephen T. Murphy, Pearson, Alok Bhukptar, Pearson, Scale Maintenance Equating: Evaluating the Significance of Scale Drift

Adam W. Meade, North Carolina State University, A Taxonomy of Measurement Invariance Effect Size Measures

Alan D. Mead, Illinois Institute of Technology, Adam W. Meade, North Carolina State University, Item Selection Using CTT and IRT With Unrepresentative Samples

Michael J. Zickar, Bowling Green State University, Discussant

Stephen Stark, University of South Florida, Discussant

Submitter: Alan Mead, mead@iit.edu
 


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

Assessments in a Global Workforce: Cross-Cultural Variation in Response Distortion

Most response distortion research is based upon Western paradigms. However, cross-cultural theory suggests that many principles derived from Western research can be incongruous across cultures. Presenters will address issues with using measures of response distortion across cultures as well as current research initiatives.

Megan K. Leasher, Macy’s, Inc., Co-Chair

Suzanne L. Dean, Wright State University, Co-Chair

Suzanne L. Dean, Wright State University, Megan K. Leasher, Macy’s, Inc., Jenna N. Filipkowski, Wright State University, Jason D. Culbertson, Wright State University, Corey E. Miller, Wright State University, Using Cross-Cultural Dimensions to Understand Variation in Response Distortion

Robert P. Tett, University of Tulsa, Neil D. Christiansen, Central Michigan University, Chet Robie, Wilfrid Laurier University, Daniel V. Simonet, University of Tulsa, An International Survey on Personality Test Use

Charmaine Swanevelder, SHL, The OPQ32 Social Desirability Scale Compared Across Cultures and Nations

Keith D. McCook, Assess Systems (a Bigby-Havis Company), Renae Manning, Assess Systems (a Bigby-Havis Company), Personality, Faking, and Response Patterns Across Cultures in Preemployment Assessments

Submitter: Corey Miller, corey.miller@wright.edu
 


38. Panel Discussion: 12:00 PM–1:20 PM  
Crystal Ballroom C/D

Social Network Analysis in Organizations: Insights and Applications

Social network analysis offers enormous opportunities to further both research and practice. In this session, panelists will discuss the application of social network analysis to address real organizational issues including career development, creativity, retention, and leadership. They will also address the theoretical insights that can be derived from this approach.

Jennifer Kurkoski, Google, Chair

Rob Cross, University of Virginia, Panelist

Dawn E. Chandler, California Polytechnic State University, Panelist

Jill Perry-Smith, Emory University, Panelist

Gary Ballinger, University of Virginia, Panelist

Submitter: Jennifer Kurkoski, kurkoski@google.com
 


39. Symposium/Forum: 12:00 PM–1:20 PM  
Salon C

The Dangers of Helping: When OCB Can Hurt Employees

Organizational citizenship behavior has been recognized for its importance to effective individual and organizational functioning. In this symposium, we extend this research by presenting field and laboratory studies that illustrate conditions under which OCBs can also have harmful consequences for employees who engage in them.

David T. Wagner, Singapore Management University, Chair

Linn Van Dyne, Michigan State University, Chair

Mark C. Bolino, University of Oklahoma, Adam Grant, University of Pennsylvania, Jaron Harvey, University of Oklahoma, Citizenship and Self-Worth: The Role of Citizenship Motives

David T. Wagner, Singapore Management University, Linn Van Dyne, Michigan State University, Matthias Spitzmuller, Michigan State University, Help That Hurts: Negative Psychological Outcomes for Low-Status Helpers

Diane M. Bergeron, Case Western Reserve University, Abbie J. Shipp, Texas A&M University, Benson Rosen, University of North Carolina, Stacie A. Furst, University of Cincinnati, Career Outcomes and OCB: Costs of Being a Good Citizen

Tjai M. Nielsen, George Washington University, Daniel G. Bachrach, University of Alabama, Patrick McHugh, George Washington University, Team Context, Process, Citizenship: Study of Complimentarity, Congruence, and Performance

Peter A. Bamberger, Tel Aviv University, Discussant

Submitter: David Wagner, dwagner@smu.edu.sg
 


40. Roundtable Discussion/Conversation Hour: 12:30 PM–1:20 PM  
203

Online Recruiting and Selection: New Challenges and Strategies

Technology advances have fueled rapid change in assessment practices, bringing a variety of new challenges and issues to I-O practitioners and researchers. This session will provide an opportunity to discuss key considerations, emerging issues, and new strategies for the design and use of the latest online recruiting and selection procedures.

John A. Weiner, PSI, Host

Douglas H. Reynolds, Development Dimensions International, Host

Submitter: John Weiner, jweiner@psionline.com
 


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

Thirty Years of Safety Climate Research: Evidence From High-Risk Industries

In the past 30 years, safety climate has emerged as an important organizational factor determining safety behavior and outcomes in various industries. This symposium presents recent findings regarding the role of safety climate in 3 understudied, high-risk industries: mining, agriculture, and energy.

Konstantin Cigularov, Illinois Institute of Technology, Chair

Tahira M. Probst, Washington State University Vancouver, Maja Graso, Washington State University, Safety Climate and Accident Underreporting in the Mining Industry

Justine O’Connor, Towers Perrin, Thomas Woodrick, Towers Perrin, Patrick Kulesa, Towers Perrin, Safety Climate Plus Employee Engagement: Strange Bedfellows or Performance Accelerators?

Konstantin Cigularov, Illinois Institute of Technology, Peter Y. Chen, Colorado State University, Lorann Stallones, Colorado State University, Safety Climate and Error Communication: Perspectives From Young Farm Workers

Erica D. Ermann, Colorado State University, Krista Hoffmeister, Colorado State University, John Rosecrance, Colorado State University, David Gilkey, Colorado State University, Safety Climate in Agriculture: Evidence From Colorado Corn Farms

James W. Grosch, NIOSH/CDC, Discussant

Yueng-Hsiang E. Huang, Liberty Mutual Research Institute for Safety, Discussant

Submitter: Konstantin Cigularov, kcigular@iit.edu
 


42. Special Events: 12:30 PM–1:20 PM  
208-209

Distinguished Teaching Contributions Award: Toward a Bolder Model: Reflections on the Teaching of I-O Scientist–Practitioners

The relevance of the scientist–practitioner model for I-O psychology has been discussed for decades, as has whether we generally adhere to the model. I plan to discuss the pedagogy unique to I-O psychology training, with an emphasis on how teaching is integral to every
I-O professional’s science-based practice.

James M. LeBreton, Purdue University, Chair

John F. Binning, The DeGarmo Group, Inc., Presenter

Submitter: John Binning, binning@degarmogroup.com
 


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

Poor Social Skills, Narcissism, and a Dark Side Personality: No Wonder I Have Test Anxiety!

Mo Wang, University of Maryland, Facilitator

43-1 Believing You’re Socially Skilled Even When Others Don’t Think So

We examine how other-rated social skill and narcissism are related to self-rated social skill. We found that individuals who are considered by others to be lowest in social skill tend to rate themselves among the highest and that narcissism is significantly related to self-rated social skill.

Kristin Byron, Syracuse University

Matt Zingoni, Syracuse University

Suzanne J. Peterson, Arizona State University

Submitter: Kristin Byron, klbyron@syr.edu
 

43-2 Narcissistic Entitlement: Implications for Organizational Attraction

In this study, we link narcissistic entitlement to several attractive attributes of organizations. Specifically, we show that entitlement is indirectly related to attraction to several symbolic attributes (competence and sophistication) and leadership opportunities through the mediation of material values. Results have implications for the study of recruitment and organizational attraction.

Daniel A. Neyman, The College of New Jersey

Jason Dahling, The College of New Jersey

Submitter: Jason Dahling, dahling@tcnj.edu
 

43-3 The Interaction of Test Anxiety and Personality on Employee Commitment

We examined anxiety proneness, evoked during preemployment testing, and criterion-related personality factors as predictors of affective and continuance commitment. The findings from a longitudinal study of new hires provided evidence that test anxiety and personality interacted to predict commitment after 1 year on the job.

Ian R. Gellatly, University of Alberta

Richard D. Goffin, University of Western Ontario

Submitter: Ian Gellatly, ian.gellatly@ualberta.ca
 

43-4 Investigating the Dark Triad and Destructive Deviant Work Behavior

This study investigated the dark triad in relation to counterproductive work behavior and tested the general theory of crime by examining which dark triad dimensions would most explain severe CWBs. Results indicated the dark triad as a significant predictor of CWBs and also revealed psychopathy as the strongest contributor.

Stephanie Turner, Florida Institute of Technology

Submitter: Stephanie Turner, sturne01@fit.edu
 


44. Panel Discussion: 12:30 PM–1:50 PM  
Crystal Ballroom A/F

International Perspectives on the Practice of I-O Psychology

Panelists practicing I-O psychology on various continents will provide information on how I-O psychology is viewed and practiced in their countries. Panelists will discuss educational requirements, type of work typically performed, typical work settings, legal/licensure requirements, and the visibility of I-O psychology in their countries.

Mark LoVerde, Valtera Corporation, Co-Chair

Emily G. Solberg, Valtera Corporation, Co-Chair

Eduardo Barros, Universidad Catolica de Chile, Panelist

Tim Carey, The Chinese University of Hong Kong, Panelist

Gavin Didsbury, PsychPress, Panelist

Per T. Tillman, Personnel Decisions International, Panelist

Submitter: Mark LoVerde, MLoverde@valtera.com
 


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

Global/International/Cross-Cultural Issues & Diversity/Inclusion

45-1 Entrepreneurial Orientation: Testing a Framework in Chinese and U.S. Contexts

Mixing individual differences and context might cause the weak and sometimes inconsistent evidence predicting an individual’s decision to start a business. A counterstrategy involving an individual’s entrepreneurial orientation, a continuous and context-free construct, is adopted to tackle the problem. Empirical results suggest that this strategy is successful.

Jinpei Wu, University of Minnesota, Moorhead

Kevin D. Carlson, Virginia Tech

Submitter: Kevin Carlson, KevinC@vt.edu
 

45-2 Guanxi Quality and Knowledge Transfer: An Interpersonal Trust Perspective

This paper examined the question that how and why guanxi, a Chinese indigenous concept, affects knowledge transfer. Our results indicate that guanxi facilitates knowledge transfer through interpersonal trust, and that tacitness of knowledge moderates the positive relationships between guanxi, as well as competence-based trust, and knowledge transfer. Implications are discussed.

Xiangyu Gao, National University of Singapore

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

45-3 Prior Intercultural Experience: Moving From Quantity to Quality

Current research on prior intercultural experience as an antecedent for cross-cultural competence concentrates on the quantitative aspects of a sojourn, often overlooking the qualitative elements of the experience. This paper explores the implications of further examining prior intercultural experience beyond quantitative measures.

David Geller, George Mason University

Stacy Everett, George Mason University

Submitter: Stacy Everett, severet1@gmu.edu
 

45-4 A Team Effectiveness (IMO) Framework for Unique Expatriate Team Challenges

This paper seeks to demonstrate the unique challenges of expatriate teams using a team effectiveness (IMO) framework. Expatriate teams are defined as workgroups with host-country nationals and (at least one) foreign-born team member(s). This paper proposes the most central team inputs, mediating processes, and outputs involved in expatriate team settings.

Emily G. Feinberg, University of Maryland

Daniel W. McGeehan, University of Maryland

Submitter: Emily Feinberg, efeinberg@psyc.umd.edu
 

45-5 Validating the Cultural Intelligence Scale: What Does It Really Measure?

The usefulness of the Cultural Intelligence Scale (CQS) was addressed by examining the face validity of its 4 components and looking at their relationships to existing, related measures and performance criteria. The CQS was found to have no incremental value over existing constructs in predicting sociocultural adaptation and cultural judgment.

Elizabeth Trame, DEOMI/Florida Institute of Technology

Stephanie Turner, Florida Institute of Technology

Marinus van Driel, Van Driel Consulting

Jaya Pathak, Florida Institute of Technology

Stacey Peterson, Florida Institute of Technology

William K. Gabrenya, Florida Institute of Technology

Submitter: William Gabrenya, gabrenya@fit.edu
 

45-6 The Cross-Cultural Generalizability of the CRT-RMS to Korean Samples

This study focuses on the cross-cultural generalizability of the Conditional Reasoning Test-Relative Motive Strength (CRT-RMS) to Korean samples. The test measures implicit motives to achieve and to fear failure. Results supported the external validity of the CRT-RMS and a dissociative model for relating implicit and explicit personality to behavior.

Hye Joo Lee, Georgia Institute of Technology

Min Young Kim, Georgia Institute of Technology

Yonca Toker, Georgia Institute of Technology

Jae Yoon Chang, Sungshin Women’s University

Kang-Hyun Shin, Ajou University

Kyeong Ho Cha, Hoseo University

Lawrence R. James, Georgia Institute of Technology

Submitter: Hye Joo Lee, hlee32@gatech.edu
 

45-7 Individualism–Collectivism and Cooperative Behavior in Workgroups:
A Meta-Analysis

We meta-analytically examined relations between individualism–collectivism (I–C) and workgroup cooperation. At the individual and organizational levels, collectivism was generally associated with higher cooperation. Societal-level I–C was very weakly related to cooperation. Correlations between individual-level I–C and cooperation was stronger in collectivistic as opposed to individualistic societies.

Justin Marcus, University of Central Florida

Huy Le, University of Central Florida

Submitter: Justin Marcus, marcusjustin@hotmail.com
 

45-8 Cross-Cultural Differences in Business Request E-Mails

Two studies examined cross-cultural differences in business request e-mails. An initial qualitative study described structure and content differences between Chinese and American archived business e-mails. Study 2 experimentally manipulated structure (high context vs. low context) in a sample of Chinese businesspersons, comparing affective reactions (perceived politeness, irritation) and behavioral intent across conditions.

Michael K. McFadden, Florida Institute of Technology

Erin M. Richard, Florida Institute of Technology

Submitter: Michael McFadden, mcfaddem@fit.edu
 

45-9 Continued Validation of a U.S. Social Self-Efficacy Inventory in China

This study reports the continued validation of a U.S. social self-efficacy measure (PSSE; Smith & Betz, 2000) in Chinese populations. Results indicated that Chinese PSSE scores were moderately positively correlated with personal and collective self-esteem scores and had a significant but small positive correlation with peer-rated social competence scores.

Hui Meng, East China Normal University

Jinyan Fan, Hofstra University

Submitter: Hui Meng, hmeng2004@yahoo.com.cn
 

45-10 A Cross-National Examination of the Technology Acceptance Model

This study examined the technology acceptance model (TAM) in a cross-national context. Support was found for the equivalence of measures used to assess TAM variables across nations. As predicted, nation-level UA and M/F moderated the degree to which perceived ease of use and perceived usefulness related to behavioral intentions, respectively.

Oliver Kohnke, SAP Deutscheland AG u. Co. KG

Karsten Mueller, University of Mannheim

Tim Wolf, University of Mannheim

Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
 

45-11 Cross-National Differences in Cultural Positivity and Organizational Commitment

This study investigated the relationship between affective commitment and cultural positivity. As predicted, positivity explained an incremental amount of variance in affective commitment when controlling for job satisfaction and job role at the individual level and acquiescence and national development at the nation level.

Natascha Hausmann, University of Mannheim

Karsten Mueller, University of Mannheim

Sven-Oliver Spiess, University of Mannheim

Keith Hattrup, San Diego State University

Tammo Straatmann, University of Mannheim

Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
 

45-12 Culture’s Role in the Relationship Between Climate Strength and Commitment

This study examined relationships between climate strength and affective commitment in a multinational company (24 nations). As hypothesized, national differences in individualism/collectivism and uncertainty avoidance moderated the relationship between climate strength and commitment. Climate strength was more strongly related to commitment in countries higher in collectivism and uncertainty avoidance.

Brandon G. Roberts, Qualcomm Inc.

Keith Hattrup, San Diego State University

Karsten Mueller, University of Mannheim

Submitter: Brandon Roberts, brandong.roberts@gmail.com
 

45-13 Family Involvement in Chinese and German Small Businesses

This study compared the role of family involvement for Chinese and German small businesses. Compared to individualistic German businesses, family involvement was higher in collectivistic Chinese businesses, but in both samples family involvement negatively affects the relationships between starting capital and business outcomes.

Antje Schmitt, University of Giessen

Michael Frese, University of Singapore

Submitter: Antje Schmitt, schmitt.antje@web.de
 

45-14 Self-Construal and Morality

We examined effects of self-construal on morality versus risk seeking. As predicted, higher levels of independent self were associated with lower, whereas, higher levels of relational and collective self with greater levels of morality. Self-construal was shown to mediate gender differences in morality. No such effects were found on risk seeking.

Irina Cojuharenco, FCEE, UCP

Garriy Shteynberg, University of Maryland

Submitter: Garriy Shteynberg, gshteynberg@psyc.umd.edu
 

45-15 Development and Initial Validation of the Cross-Cultural Competence Inventory

A self-report measure was developed to support the cultural readiness efforts of the Department of Defense. An initial instrument was administered to military personnel. Following exploratory factor analysis and item analysis, 6 scales were derived. Future empirical work is underway to explore the construct and criterion-related validity of this measure.

Carol A. Thornson, Cognitive Performance Group

Barbara A. Fritzsche, University of Central Florida

Huy Le, University of Central Florida

Karol G. Ross, Cognitive Performance Group

Daniel P. McDonald, Defense Equal Opportunity Management Institute

Submitter: Carol Thornson, cthornson@gmail.com
 

45-16 The Relationship Between Personality, Cross-Cultural Adjustment, and Turnover Intentions

An international graduate student sample was used to test the relationship among personality, cross-cultural adjustment, and turnover intentions. Personality characteristics diversely related to different types of cross-cultural adjustment. In addition, causal pathways from interaction adjustment to work and general adjustment were significant, and work and general adjustment dimensions were interrelated.

Ludmila Zhdanova, Wayne State University

Boris B. Baltes, Wayne State University

Submitter: Ludmila Zhdanova, lucia@wayne.edu
 

45-17 Workplace Experiences of Bilingual Employees: A Replication and Extension

Given the continuing growth of the bilingual workforce, this study’s purpose was to advance understanding of Spanish-English bilinguals’ experiences in the workplace. Through qualitative interviews, we replicated and extended previous work describing the influences and consequences of workplace language use. Future research directions are also presented.

Nichelle C. Carpenter, Texas A&M University

Ismael Diaz, Texas A&M University

Mindy E. Bergman, Texas A&M University

Jacquelyn Chinn, Texas A&M University

Submitter: Nichelle Carpenter, carpenter_nichelle@yahoo.com
 

45-18 Double Jeopardy Upon Resumé Screening: Is Aïsha Less Employable Than Achmed?

Two field experiments with recruiters who regularly engage in resumé screening showed that double jeopardy (Arab ethnicity/sex) in discrimination depended on job type (client contact/demands) and prejudice. Greater Arab identification led to more discrimination, particularly for men, in low-demanding jobs and when (implicit/explicit) ethnic prejudice was high. Sexism did not moderate findings.

Eva Derous, Ghent University

Ann Marie Ryan, Michigan State University

Alec W. Serlie, Erasmus University Rotterdam/GITP

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

45-19 The Correspondence Between Asian-American Stereotypes and Successful Leader Attributes

This study examined the degree to which leader characteristics aligned with stereotypes toward Asian Americans. Contrary to our predictions, we find that African Americans are perceived as the most leader-like group. Nevertheless, as expected, we find that Asian Americans score highest on task-oriented leader attributes.

Veronica L. Gilrane, George Mason University

Eden B. King, George Mason University

Submitter: Veronica Gilrane, vgilrane@gmu.edu
 

45-20 See No Evil: Colorblindness, Meritocratic Worldview, and Microaggression Perceptions

This study looked at racial attitudes and perceptions of microaggressions—discriminatory actions ranging from the subtle to the overt. Findings revealed that the more individuals display a colorblind and meritocratic worldview, the less likely they are to perceive microaggressions in the workplace; Whites are more colorblind than minority members.

Raluca Graebner, George Washington University

Lynn R. Offermann, George Washington University

Salman A. Jaffer, George Washington University

Tessa Basford, George Washington University

Sumona Basu, George Washington University

Submitter: Raluca Graebner, raluca_n@gwmail.gwu.edu
 

45-21 Employment Decisions as a Function of an Applicant’s Accent

Using data from 120 college students, this study examined the effects of applicant accent (Standard American English vs. Spanish) on employment decisions. Results indicate that Hispanic-accented applicants may not experience access-related discrimination but might be a target of treatment-related discrimination.

Lam T. Nguyen, San Jose State University

Megumi Hosoda, San Jose State University

Submitter: Megumi Hosoda, megumi.hosoda@sjsu.edu
 

45-22 Lost in Translation: Cultural Interpretations of Performance Pay

This study investigates the relationship between culture and performance pay through an exploratory qualitative analysis and literature review. A platform for future research is concluded, calling for (a) appropriate level of cultural aggregation, (b) focus on pay equity construal rather than preference, and (c) attention to specific dimensions of culture.

Kimberly K. Merriman, Penn State University

Submitter: Kimberly Merriman, kum4@psu.edu
 

45-23 Cross-Cultural Examination on Job Autonomy and Conflicts With Supervisors

Conflict with supervisor was examined in cross-cultural contexts. Job autonomy was negatively related to supervisor conflict in the U.S. but not China. Country moderated supervisor-conflict—strain relations with stronger relations found in China. Job autonomy buffered supervisor-conflict—job strain relations in the U.S. but exaggerated such relations in China.

Cong Liu, Hofstra University

Paul E. Spector, University of South Florida

Lin Shi, Beijing Normal University

Lindsay S. Pyc, Hofstra University

Submitter: Cong Liu, cong.liu@hofstra.edu
 

45-24 Evidence of Factorial Similarity Across Cultures Using the CPI 260® Assessment

This study was conducted to examine the factor structure of the CPI 260® assessment across 9 languages and cultures, and compare them to a sample from the United States. Results indicated a consistent set of 4 factors, suggesting that the CPI 260® measures personality elements that may be universal.

Nancy Schaubhut, CPP, Inc.

Michael L. Morris, CPP, Inc.

Richard C. Thompson, CPP, Inc.

Submitter: Nancy Schaubhut, nas@cpp.com
 


46. Symposium/Forum: 12:30 PM–1:50 PM  
Grand Ballroom A

The Trouble With the Strengths Fad

“Strengths, strengths, strengths—all you need are strengths!” So goes the PR campaign behind a fad that has swept through mainstream media and into the management development industry. This session uses statistical research and critical thinking to expose half-truths and hidden dangers in the seductively appealing strengths movement.

Robert B. Kaiser, Kaplan DeVries Inc., Chair

Robert B. Kaiser, Kaplan DeVries Inc., Darren V. Overfield, Kaplan DeVries Inc., Strengths, Strengths Overused, and Lopsided Leadership

Guangrong Dai, Lominger International, Kenneth P. De Meuse, Korn/Ferry International, King Yii Tang, Korn/Ferry International, Examining the Strengths-Based Approach From A Person–Job Fit Perspective

Robert T. Hogan, Hogan Assessment Systems, Living With Oneself Versus Living With Others

Randall P. White, Executive Development Group, The Strengths-Based Approach: Fad, Fashion, or Best Practice?

David B. Peterson, PDI Ninth House, Discussant

Submitter: Robert Kaiser, rkaiser@kaplandevries.com
 


47. Symposium/Forum: 12:30 PM–1:50 PM  
Grand Ballroom B

Diversity in a Changing Workplace: Policies and Climates

In these turbulent times, organizations need to develop effective diversity policies and climates that maximize the capabilities of an increasingly diverse workforce. This symposium offers diversity scholars, and practitioners interested in leveraging the power of diversity, core insights into the relative impact and effectiveness of diversity policies and climates.

Belle Rose Ragins, University of Wisconsin-Milwaukee, Co-Chair

Lisa M. Leslie, University of Minnesota, Co-Chair

Derek R. Avery, University of Houston, Sabrina Volpone, University of Houston, Robert W. Stewart, University of Houston, Aleksandra Luksyte, University of Houston, Morela Hernandez, University of Washington, Patrick F. McKay, Rutgers University, Michelle (Mikki) Hebl, Rice University, The Draw of Diversity: Diversity Climate Affects Job Pursuit Intentions

Eden B. King, George Mason University, Jonathon Mohr, George Mason University, Chad Peddie, George Mason University, Kristen P. Jones, George Mason University, Matt Kendra, George Mason University, Hillary McShea, George Mason University, Everyday Experiences of LGB Identity Management: Individual and Organizational Factors

Karen S. Lyness, Baruch College, CUNY, Belle Rose Ragins, University of Wisconsin-Milwaukee, John Capman, Baruch College, CUNY, Working on Thin Ice: Race, Diversity Climate, and Job Insecurity

Lisa M. Leslie, University of Minnesota, Colleen Manchester, University of Minnesota, Flexible for Whom? Flexible Work Policies and Career Outcomes

Submitter: Belle Rose Ragins, ragins@uwm.edu
 


48. Panel Discussion: 12:30 PM–1:50 PM  
Grand Ballroom C

Envisioning the Next Twenty-Five Years of I-O Practice—An Exercise

Over 25 years, I-O psychology practice has changed significantly. This panel discussion/group exercise will envision the future of I-O practice. Four visions will be presented and the audience is invited to challenge those visions, offer alternative views, and vote on the most inspiring future of I-O practice.

Robert F Silzer, HR Assessment & Development/Baruch, CUNY, Chair

Nancy T. Tippins, Valtera, Panelist

Steven D. Ashworth, San Diego Gas & Electric, Panelist

Karen B. Paul, 3M, Panelist

Submitter: Robert Silzer, robsilzer@prodigy.net
 


49. Symposium/Forum: 12:30 PM–1:50 PM  
Salon B

Cool Assessment Tools

This symposium presents 4 assessment approaches that were identified through a survey of SIOP members to identify effective, leading-edge assessment techniques; ones that I-Os or line personnel would look at and say, “that’s cool.”

John D. Arnold, Polaris Assessment Systems, Chair

Madhura Chakrabarti, Wayne State University, Co-Chair

Abigail E. Reiss, Wayne State University, Co-Chair

Steve Hall, Marriott Vacation Club International, Cool Selection Tools: Great Performance Need Not Be Boring

Michael S. Fetzer, PreVisor, Kathleen Tuzinski, PreVisor, Missy Freeman, PreVisor, 3D Computer Animation: I-O Finally Catches Up With IT

Angela K. Pratt, Procter & Gamble, Robert E. Gibby, Procter & Gamble, Andrew Biga, Procter & Gamble, Developing a Competency-Based Assessment That Adapts to Culture

Matt Barney, Infosys Technologies, Asim Satpathy, Infosys Leadership Institute, Siddharth Patnaik, Infosys Leadership Institute, Three Cool Assessment Innovations Using Rasch Measurement and Software

Jeffrey J. McHenry, Microsoft Corporation, Discussant

Submitter: Madhura Chakrabarti, madhura@wayne.edu
 


50. Symposium/Forum: 12:30 PM–2:20 PM  
Salon D

Means Efficacy: A Motivational Construct Whose Time Has Come

“Means efficacy,” a novel construct that supplements self-efficacy, is defined and woven into a nomological net that expands theoretical understanding of work motivation. Participants will present studies confirming the measurement validity and construct validity of means efficacy and its role in motivating performance and in leadership to enhance performance.

Dov Eden, Tel Aviv University, Israel, Chair

Marissa Jones, California State University-San Bernardino, Mark D. Agars, California State University-San Bernardino, Janet L. Kottke, California State University-San Bernardino, Means Efficacy and Self-Efficacy: Testing Their Unique Effects on Performance

Sean T. Hannah, United States Military Academy, Bruce J. Avolio, University of Washington, Fred Walumbwa, Arizona State University, Generalized Leader Efficacy: Internal and External Efficacy and Leader Performance

Shoshi Chen, Tel Aviv University, Mina Westman, Tel Aviv University, Dov Eden, Tel Aviv University, Means Efficacy, Stress, and IT Satisfaction

Anat Rotstein, Bronica Entrepreneurship & Innovation Center, Miriam Erez, Technion, Effects of Means Efficacy and Core Self-Evaluations on Employment Status

Mark D. Agars, California State University-San Bernardino, Perceptions of Resources Matter: Means Efficacy and Career Choices

Gilad Chen, University of Maryland, Discussant

Submitter: Dov Eden, doveden@post.tau.ac.il
 


51. Panel Discussion: 1:00 PM–1:50 PM  
Grand Ballroom D

From Fantasy to Reality: Talent Management Lessons From Fantasy Baseball

Every year from March through October millions of fantasy baseball owners devote enormous energy to ensuring that they select, manage, and develop the right talent for their “organizations.” The purpose of this panel is to question and discuss how these talent management practices translate in real organizations.

Jessica L. Saltz, PepsiCo, Co-Chair

Harold W. Goldstein, Baruch College, CUNY, Co-Chair

Eric P. Braverman, Merck, Panelist

Amy Buhl Conn, Johnson & Johnson, Panelist

Julie A. Fuller, Avon Products, Panelist

Elaine D. Pulakos, PDRI, Panelist

Brian Welle, Google, Panelist

Submitter: Harold Goldstein, harold.goldstein@baruch.cuny.edu
 


52. Symposium/Forum: 1:00 PM–2:20 PM  
Salon A

Green Matters: Corporate Social Responsibility (CSR) in Recruiting and Selection

I-O has the opportunity to reinforce corporate green initiatives by demonstrating their value to organizations engaging in them. We’ll share research on environmental aspects of CSR and job seekers’ attraction to green organizations, describe MillerCoors’ green initiatives, and move beyond traditional ROI to present green outcomes of technology-based selection programs.

Stephanie R. Klein, PreVisor Inc., Chair

Chelsea R. Willness, Brock University, David A. Jones, University of Vermont, Making Green, Being Green: How Environmentally Friendly Business Practices Affect Recruitment

Chad G. Balz, MillerCoors, I-O and Sustainable Production at MillerCoors

Stephanie R. Klein, PreVisor Inc., Lance Andrews, PreVisor, Inc., Whitney Smith, Minnesota State University, Mankato, It’s Easy Being Green: Environmental ROI With Unproctored Testing

Paul M. Muchinsky, University of North Carolina-Greensboro, Discussant

Submitter: Stephanie Klein, sklein@previsor.com
 


53. Panel Discussion: 1:30 PM–2:50 PM  
201

CEOs, Scientists, and Generals: Understanding Industry and Government Succession Management

This panel explores succession management practices across government and commercial sectors. A diverse panel of succession management experts will provide a comprehensive review of their succession management efforts and guidance for conquering challenges and following best practices.

Jessica A. Gallus, Booz Allen Hamilton, Co-Chair

Lisa Getta, Booz Allen Hamilton, Co-Chair

Allan H. Church, PepsiCo, Panelist

Jolene L. Skinner, Dell, Inc., Panelist

Roland Smith, Center for Creative Leadership, Panelist

Andrew Schmidt, Booz Allen Hamilton, Panelist

Submitter: Jessica Gallus, jessica.gallus@uconn.edu
 


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

Round Two: Using 360-Degree Feedback to Create Organization Change

360-degree feedback is typically viewed as a leadership development tool for individuals. Under the right conditions, 360 can be a powerful method to create large scale organizational change. Two feedback experts finish a discussion begun at SIOP’s 2008 conference identifying conditions needed to use 360 to create sustainable organizational change.

Dale S. Rose, 3D Group, Host

David W. Bracken, Self-employed, Host

Submitter: Dale Rose, drose@3Dgroup.net
 


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

Teaching Leadership

Joyce E. Bono, University of Minnesota, Host

Laurel A. McNall, SUNY Brockport, Coordinator


56. Special Events: 1:30 PM–2:20 PM  
208-209

Distinguished Scientific Contributions Award: Twenty Years Investigating Personality–Performance Relationships: Looking Back, Looking Forward

Based on 20 years of research examining the relationships among personality traits and job performance, Murray Barrick and Michael Mount, the 2009 Distinguished Scientific Contributions Award Winners, reflect on vexing and intriguing issues that continue to face the field.

Frank L. Schmidt, University of Iowa, Chair

Murray R. Barrick, Texas A&M University, Presenter

Michael K. Mount, University of Iowa, Presenter

Submitter: Murray Barrick, mbarrick@mays.tamu.edu
 


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

Early Identification and Acceleration of Talent for Critical Leadership Roles

Practitioners from 4 complex global organizations will discuss multiple approaches to identifying and developing leadership talent. The presentations will focus on the unique and innovative approaches implemented by each organization. Ultimately, each of these organizations is looking for ways to improve the leadership pipeline, which will improve organizational effectiveness.

Michael J. Benson, Johnson & Johnson, Chair

Andrew J. Smith, Marriott International, Inc., Adam B. Malamut, Marriott International, Inc., Richard T. Cober, Marriott International, Supporting Managers During Transformation: Insight Through a Proactive Assessment Lens

Robert Hoffman, Novartis Pharmaceuticals Corporation, George S. Hallenbeck, Lominger Ltd Inc, The Performance/Potential Matrix Revisited: Identifying/Developing Talent on the Leading Edge

Lorrina J. Eastman, Bank of America, A Three-Pronged High-Potential Development Approach: Assessment, Coaching, and Skill Building

Michael J. Benson, Johnson & Johnson, Amy Buhl Conn, Johnson & Johnson, Developing Emerging General Managers: The Talent Acceleration Process

Seymour Adler, Aon Consulting, Discussant

Submitter: Michael Benson, mbenson9@its.jnj.com
 


58. Symposium/Forum: 1:30 PM–2:50 PM  
Crystal Ballroom B/E

Evolving Human Capital Research and Analytics

Increasingly, organizations are expanding the way they use human capital research and analytics. This session begins with an overview of human capital research and analytics trends in organizations and then transitions to leading-edge case studies at the leadership, manager, and broad employee levels.

Alexis A. Fink, Microsoft Corporation, Chair

Alexis A. Fink, Microsoft Corporation, Human Capital Research and Analytics Current Trends

Matthew R Walter, Bank of America, Research and Analytics in Leadership

Michael D. Tuller, University of Connecticut, Allan H. Church, PepsiCo, Erica I. Desrosiers, PepsiCo, Creating a Better Talent Identification Mouse Trap

Jessica J. Cassidy, Allstate Insurance Company, Beyond Employee Surveys

William H. Macey, Valtera, Discussant

Submitter: Alexis Fink, alexis.fink@microsoft.com
 


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

Engagement and Related Constructs: Antecedents and Outcomes

Defining engagement as a state, 4 studies are presented that investigate relationships between antecedents and outcomes of engagement and related constructs. The conceptual and applied aim is to better understand the nomological net surrounding engagement, job satisfaction, and other work-related affects.

Ilke Inceoglu, SHL Group Ltd, Chair

Stephen J. Wood, University of Sheffield, Lilian de Menezes, Cass Business School, City University London, High Involvement Management, High-Performance Work Systems and Well-Being

Jesse Segers, University of Antwerp, Jon P. Briscoe, Northern Illinois University, Erik Henderickx, University of Antwerp, Kirsten C. E. M. Wijnans, Fontys University, “New Career” Attitudes, Work Boredom, Engagement, and Workaholism

Ilke Inceoglu, SHL Group Ltd, Peter B. Warr, University of Sheffield, Dave Bartram, SHL Group Ltd, Person–Job Fit, Job Engagement, and Job Satisfaction

Wayne C. Lee, Valtera, Robert K. Beres, Valtera, Employee Engagement as a Mediator Between HR Practices and Outcomes

Benjamin Schneider, Valtera, Discussant

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


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

Measurement/Statistical Techniques & Personality

60-1 Procedures for Cross Validity Estimation With a Criterion Unreliability Adjustment

Absent from the literature is research investigating the efficacy of and proper procedures for adjusting the sample-based squared multiple correlation to estimate cross-validity in the presence of attenuation due to criterion unreliability. This study employs a Monte Carlo analysis to investigate the implementation of both of these adjustments.

Reagan D. Brown, Western Kentucky University

Submitter: Reagan Brown, Reagan.brown@wku.edu
 

60-2 Verification of a Procedure for Evaluating Unidimensionality in Unfolding Responses

The generalized graded unfolding model has begun to draw interest from applied measurement researchers. Currently, no method likely to be used by practitioners exists to evaluate unfolding unidimensionality. Here a method is evaluated based on Bartlett scores from conventional factor analysis that can distinguish between unidimensional unfolding and other data.

Nathan T. Carter, Bowling Green State University

Submitter: Nathan Carter, carternt@yahoo.com
 

60-3 Careless Responding in Surveys: Applying Traditional Techniques to Organizational Settings

Research on careless responding—responding to surveys with insufficient effort—has produced a number of methods for detection of careless response. Little work has been done in generalizing to organizational environments. This paper uses a large, multiorganizational dataset to test these methods of identifying careless respondents in an organizational context.

Paul Curran, Michigan State University

Lindsey M. Kotrba, Denison Consulting

Daniel R. Denison, International Institute for Management Development

Submitter: Paul Curran, curranp1@msu.edu
 

60-4 Using Secondary Ratings to Account for Rater Uncertainty

Traditional rating processes ask judges to select a single scale point that best represents the attribute being rated. A new rating process that creates a weighted average of primary and secondary judgments given by the rater is compared to traditional ratings. Results support the use of the new rating procedure.

Dev K. Dalal, Bowling Green State University

Milton Hakel, Bowling Green State University

Michael T. Sliter, Bowling Green State University

Sarah Kirkendall, Bowling Green State University

Submitter: Dev Dalal, ddalal@bgsu.edu
 

60-5 New Dimensionality Assessment Tool for Generalized Graded Unfolding Model

This study proposed a new dimensionality assessment tool for the generalized graded unfolding model (GGUM). The statistic is based on conditional-covariance theory with 2 main modifications to account for nonmonotonicity. The performance of the proposed conditional covariance statistic was investigated via a simulation study.

Ying Guo, University of Illinois Urbana-Champaign

Louis Tay, University of Illinois Urbana-Champaign

Submitter: Ying Guo, gymaple@gmail.com
 

60-6 Allowing Correlated Errors in Structural Equation Modeling: A Meta-Analysis

The results of structural equation models, like any other analysis, may be negated by inappropriate methodological procedures. This meta-analysis examines the problem of correlating errors in SEM and examines the antecedents and consequences of the practice. Results and implications are discussed.

Richard Hermida, George Mason University

Elizabeth A. Conjar, George Mason University

Julius Najab, George Mason University

Seth A. Kaplan, George Mason University

José M. Cortina, George Mason University

Submitter: Richard Hermida, rhermida@gmu.edu
 

60-7 Statistical Power of Structural Equation Models in Work–Family Research

Results derived from structural equation models, like any other analysis, may be negated by inappropriate methodological procedures. This paper examines the issue of statistical power in SEM models with respect to the statistical power of entire SEM models, with specific examples, syntax, and recommendations.

Richard Hermida, George Mason University

Submitter: Richard Hermida, rhermida@gmu.edu
 

60-8 Assessing Employees’ Regulatory Focus Using Implicit Measurement Techniques

Explicit and implicit measures of regulatory focus were used to determine its effects on various work outcomes, including attachment, affect, and behavior. Although both measures of regulatory focus predicted criteria, the implicit technique accounted for larger proportions of variance in supervisor ratings of performance.

Jason D. Way, University of South Florida

Russell E. Johnson, University of South Florida

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

60-9 Controlling for Common Method Variance Using Statistical Remedies

In this study we examined the effectiveness of statistical remedies for controlling for common method variance in a higher order multidimensional construct (core self-evaluation or CSE). When we controlled for a marker and measured and unmeasured method variables, factor loadings and path estimates for CSE were significantly reduced.

Russell E. Johnson, University of South Florida

Christopher C. Rosen, University of Arkansas

Tatiana H. Toumbeva, Boston University

Emilija Djurdjevic, University of Arkansas

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

60-10 Does “CSE” Mean Core Self-Evaluations or Common Source Effects?

In this study we examined the internal validity of core self-evaluation (CSE) by systematically applying different procedural controls for common method variance (CMV). When measures were separated methodologically and temporally, trait loadings on the CSE factor decreased and the variance that CSE accounted for in job satisfaction was substantially reduced.

Russell E. Johnson, University of South Florida

Christopher C. Rosen, University of Arkansas

Tatiana H. Toumbeva, Boston University

Emilija Djurdjevic, University of Arkansas

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

60-11 Cohen’s d and the Homoscedasticity Assumption: Does Heteroscedastictiy Matter?

Responding to concerns about misinterpretation of d-values due to heteroscedasticity, we conducted an analytic exercise to examine the effects of heteroscedasticity on d-values under various conditions. We then analyzed 1,045 gender and race comparisons from the cognitive ability literature, finding that extreme heteroscedasticity is rare but does occur.

Susan D’Mello, University of Minnesota

Amanda J. Koch, University of Minnesota

Paul R. Sackett, University of Minnesota

Submitter: Amanda Koch, koch0163@umn.edu
 

60-12 Application of Dyadic Analysis to Leader–Member Exchange (LMX) Research

This paper addresses the necessity of using dyadic analysis in leader–member exchange (LMX) research, provides a step-by-step guidance on conducting dyadic analysis using the actor–partner interdependence model (APIM), and exemplifies analytic opportunities embedded in APIM with illustrative research questions that might be of interest to LMX researchers.

Dina Krasikova, Purdue University

James M. LeBreton, Purdue University

Submitter: Dina Krasikova, dkrasiko@psych.purdue.edu
 

60-13 An Examination of Fit Indices for the Graded Response Model

This study examined the performance of several fit indices used with the graded response model. S-2, 2, and adjusted chi-square degrees of freedom ratios (χ2/dfs) were examined. Results indicated low Type I error rates for S-2 and 2*. 2* and adjusted 2/dfs without cross validation were the most powerful overall.

David M. LaHuis, Wright State University

Patrick Clark, Wright State University

Erin O’Brien, Wright State University

Submitter: David LaHuis, david.lahuis@wright.edu
 

60-14 On the Meta-Analysis of Nonrandom, Quasi-Experimental Data

The meta-analysis of predominantly quasi-experimental, nonrandom data brings unique challenges to the meta-analyst seeking accurate estimates. Three previous techniques and one powerful new technique for addressing these issues are presented in this paper by reexamining a published meta-analysis containing 80% quasi-experimental data. Large differences are observed between techniques.

Richard N. Landers, Old Dominion University

Submitter: Richard Landers, rnlanders@odu.edu
 

60-15 The OOR as an Effect Size Index for Logistic Regression

This study examines properties of the overall odds ratio (OOR), an effect size index for logistic regression. We test a jackknife procedure to adjust for bias in the OOR and to estimate its standard error. We demonstrate that the OOR is helpful to interpret, compare, and combine effect sizes.

Huy Le, University of Central Florida

Justin Marcus, University of Central Florida

Jong O. Hwang, University of Central Florida

Submitter: Huy Le, hale@mail.ucf.edu
 

60-16 Reliability Generalization of the Core Self-Evaluation Scale (CSES)

This study meta-analytically cumulated the reliability estimates reported for the Core Self Evaluation scale of Judge et al., 2001. Across 41 independent samples, the mean reliability was .81. The moderating effects of region of sample, sample type (employees vs. students), and so forth on the reliability of assessments were tested.

Kerry Newness, Florida International University

Chockalingam Viswesvaran, Florida International University

Submitter: Kerry Newness, knewn001@fiu.edu
 

60-17 A Simple, Parsimonious Overview of Interrater Agreement for Industrial-Organizational Psychologists

Applications of interrater agreement (IRA) statistics are plentiful in industrial and organizational psychology. Although several very mathematical descriptions of IRA statistics exist, this paper aims to provide a simple, easy-to-read overview of the most commonly used statistical approaches. It serves as a starting point for those getting acquainted with IRA.

Thomas A. O’Neill, University of Western Ontario

Submitter: Thomas O’Neill, toneill7@uwo.ca
 

60-18 More Than a Violated Assumption: A Theoretical Review of Heteroscedasticity

Heteroscedasticity refers to a violated statistical assumption. We argue that, in some instances, it could be of substantive theoretical importance. We offer examples where heteroscedasticity may be implicit yet integral to some theories germane to I-O psychology. We conclude with a set of recommended procedures for researchers and practitioners.

Patrick J. Rosopa, Clemson University

Meline M. Schaffer, Clemson University

Amber N. Schroeder, Clemson University

Submitter: Patrick Rosopa, prosopa@clemson.edu
 

60-19 Psychometric and Normative-Focused Reduction Strategies for the 2009 aJDI

A nationally representative sample of 1,485 persons participated in a survey to update the JDI and associated measures, including the aJDI. A new psychometric and normative-focused reduction process was used to meet the goal of a psychometrically sound abridged scale with smaller ceiling effects. Implications of this new process are discussed.

Michael T. Sliter, Bowling Green State University

Scott A. Withrow, Bowling Green State University

William K. Balzer, Bowling Green State University

Michelle H. Brodke, Bowling Green State University

Jennifer Z. Gillespie, Bowling Green State University

Michael A. Gillespie, Bowling Green State University

Purnima Gopalkrishnan, Bowling Green State University

Maya Yankelevich, PDRI

Submitter: Michael Sliter, msliter@bgnet.bgsu.edu
 

60-20 Trends in Use of Statistical Analyses: Perceptions of Methodological Alternatives

This study was conducted to explore the use of complex statistical analyses in published literature and evaluate judgments of study quality based on type of analysis performed. Results indicate that although published studies show a moderate increase in statistical complexity, raters judged simple analyses as conclusive as the complex techniques.

Meng Uoy Taing, University of South Florida

Jeffrey S. Conway, University of South Florida

Jacob Seybert, University of South Florida

Kevin Loo, University of South Florida

Eunae Cho, University of South Florida

Edward L. Levine, University of South Florida

Submitter: Meng Taing, mtaing@mail.usf.edu
 

60-21 Obtaining Measurement-Invariant Latent Classes Across Hierarchical Units

In contrast to using a priori groups, a bottom-up approach can be applied to infer different measurement classes that exist on the construct(s) of interest through the use of multilevel mixed-measurement IRT analysis (MMM-IRT). Further, hierarchical units are classified together, resulting in latent classes at different levels of conceptualization.

Louis Tay, University of Illinois at Urbana-Champaign

Ed Diener, University of Illinois/Gallup Organization

Fritz Drasgow, University of Illinois at Urbana-Champaign

Submitter: Louis Tay, sientay@uiuc.edu
 

60-22 A Practical Approach to Identifying and Creating Subgroup Survey Norms

A large-scale update and renorming of the Job Descriptive Index (JDI) and related measures was recently undertaken. We present a methodology for identifying practically meaningful subgroups for the creation of subgroup norms, using 1,485 respondents representative of the U.S. working population.

Scott A. Withrow, Bowling Green State University

William K. Balzer, Bowling Green State University

Michael T. Sliter, Bowling Green State University

Purnima Gopalkrishnan, Bowling Green State University

Michael A. Gillespie, Bowling Green State University

Jennifer Z. Gillespie, Bowling Green State University

Michelle H. Brodke, Bowling Green State University

Maya Yankelevich, PDRI

Submitter: Scott Withrow, scottaw@bgsu.edu
 

60-23 Tournament Tenure: Applying March Madness Methodology to Organizational Tenure

Nonnormally distributed criterion variables are found within both sports and organizational contexts. A recommended methodology for study of organizational variables (e.g., tenure) is illustrated via prediction of college basketball team performance in the NCAA tournament. A methodology based on Poisson regression compares favorably to the validity of OLS regression techniques.

Mark D. Zajack, Clemson University

Submitter: Mark Zajack, zajack@clemson.edu
 

60-24 A Meta-Analytic Investigation of Self-Rated Social Skill

Researchers have primarily relied on self-rated measures of social skill, which may inaccurately assess how socially skilled people are. Therefore, we investigate the relationship between social skill and other dispositional, demographic, and ability/performance variables. Meta-analytic findings revealed evidence that measures of self-rated social skill may not demonstrate satisfactory validity.

Matt Zingoni, Syracuse University

Kristin Byron, Syracuse University

Suzanne J. Peterson, Arizona State University

Submitter: Matt Zingoni, mzingoni@syr.edu
 

60-25 Big Five Personality Research in the Military: A Meta-Analysis

This examination involved a meta-analysis of military personality research. Effects for some personality factors were slightly higher compared to mainstream meta-analyses. Conscientiousness was strongly associated with military performance, whereas effects for Neuroticism and Extraversion were moderated by the length of the measure and/or the type of military membership (noncommissioned members/officers).

Wendy Darr, Department of National Defence

Submitter: Wendy Darr, wendy.darr@sympatico.ca
 

60-26 Large Scale Meta-Analytic Evidence for a General Factor of Personality

This meta-analysis combined with structural equation modeling provides an empirically based conceptualization of the Big 5 personality traits’ dimensionality. Traits found in a search of over 200+ personality manuals form a hierarchy from a general factor, to apha/beta, to the Big 5 traits at a lower level.

Stacy Eitel Davies, University of Minnesota

Deniz S. Ones, University of Minnesota

Brian S. Connelly, University of Connecticut

Submitter: Stacy Davies, eite0008@umn.edu
 

60-27 Gender Differences in the Variability of Personality Traits: A Meta-Analysis

This study explores gender differences in the variability of Big 5 personality traits as a complement to previous research on mean differences. We find that gender differences in variability are generally modest, with some exceptions, and less pronounced than gender differences in variability in the cognitive ability domain.

Winny Shen, University of Minnesota

Deniz S. Ones, University of Minnesota

Emily E. Duehr, Personnel Decisions Research Institutes

Hannah J. Foldes, Personnel Decisions Research Institutes

Submitter: Winny Shen, shenx094@umn.edu
 


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

Balancing Globalization With Localization: Successfully Implementing Global Talent Management Programs

This symposium will discuss how organizations have successfully integrated global talent management programs in the areas of selection, leadership development, and engagement surveys. Two international Fortune 500 companies and 3 external consulting firms will review the development, change management, implementation, and ongoing trends of global human resources programs.

Victoria A. Davis, Marriott International, Chair

Naina B. Bishop, DDI International Inc., Global Selection: The First Link in Global Talent Strategy

Courtney L. Morewitz, Marriott International, Christie M. Cox, University of Akron, Victoria A. Davis, Marriott International, Cultural Considerations With Implementing Global Selection and Employee Engagement Programs

Andrew Biga, Procter & Gamble, Robert E. Gibby, Procter & Gamble, Angela K. Pratt, Procter & Gamble, Michal Gradshtein, IIT, Lindsay E. Sears, Clemson University, From Developing to Integrating Global Selection and Research Programs: Challenges

Chris L. Lovato, Kenexa, Development and Implementation of Global 360 and Engagement Surveys

Dennis Hart, Hewitt Associates, Global Trends in Employee Engagement

Submitter: Victoria Davis, vdavis375@yahoo.com
 


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

Theme Track Symposium: Building and Managing Virtual Teams in a Global Environment: Moving Forward Through Matching Insights, Tools, and Technology

This symposium serves to highlight challenges and best practices from the academic and practitioner world regarding facilitating effectiveness when working as a member of a distributed or partially distributed team. Presenters will also consider how nontraditional tools and methods may be applied to facilitate virtual team effectiveness.

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

C. Shawn Burke, University of Central Florida, Co-Chair

Stephen J. Zaccaro, George Mason University, Gia Dirosa, George Mason University, David S. Geller, George Mason University, Alex V. Zinicola, George Mason University, Kara L. Orvis, Aptima, Staffing Distributed Teams: Extending the Boundaries of Current Selection Models

Stacey L. Connaughton, Purdue University, (Re)Constituting Distributed Work: Foregrounding the Communicative Aspects of Leadership/Teaming

Anna T. Cianciolo, Command Performance Research Inc., “Human Factor” of Virtual Work: Trust/Information Technology in Distributed Teams

David A. Harrison, Pennsylvania State University, Ravi Shanker Gajendran, University of Illinois at Urbana-Champaign, Leveraging Diversity/Technology for Team Performance: Variety, Disparity, Virtuality, Knowledge Sharing

Submitter: Gerald Goodwin, jay.goodwin@us.army.mil
 


63. Panel Discussion: 2:00 PM–2:50 PM  
202

Global Leadership Assessment and Development: Challenges and Lessons Learned

Staying competitive in a global economy requires that organizations have an international presence. Assessment of local talent is a necessary aspect of making effective staffing and development decisions. A panel of experts will share insights and experiences concerning the unique challenges inherent in implementing a global assessment strategy.

Susan H. Coverdale, Valtera Corporation, Co-Chair

Jan L. Boe, Valtera Corporation, Co-Chair

Eric P. Braverman, Merck, Panelist

Adam B. Malamut, Marriott International, Inc., Panelist

Kristin Prue Wright, Cisco Systems, Inc., Panelist

Submitter: Susan Coverdale, scoverdale@valtera.com
 


64. Symposium/Forum: 2:00 PM–2:50 PM  
204

Recruitment and Adverse Impact: Vocational Interests, Advertisements, and Job Acceptance

In addressing adverse impact and racial disparity in occupational attainment, one promising avenue is to focus on supply-side issues of applicant attraction, recruitment, and job acceptance. This symposium traces racial differences in vocational interests, investigates diversity implications of job ads, and develops a model of racioethnicity and job acceptance.

Daniel A. Newman, University of Illinois at Urbana-Champaign, Chair

Julie S. Lyon, Roanoke College, Co-Chair

Kisha S. Jones, University of Illinois at Urbana-Champaign, Daniel A. Newman, University of Illinois at Urbana-Champaign, Rong Su, University of Illinois at Urbana-Champaign, James Rounds, University of Illinois at Urbana-Champaign, Implications of Vocational Interests for Adverse Impact

Julie S. Lyon, Roanoke College, Ashley Fulmer, University of Maryland, Daniel A. Newman, University of Illinois at Urbana-Champaign, Brent E. Cox, Roanoke College, Attracting Applicants Through Manipulations of Job Ad Content

Patrick F. McKay, Rutgers University, Derek R. Avery, University of Houston, Kaifeng Jiang, Rutgers University, Sean E. Rogers, Rutgers University, Diversity Cues: Their Influence on Applicants’ Job Acceptance Intentions

Kevin R. Murphy, Pennsylvania State University, Discussant

Submitter: Daniel Newman, d5n@uiuc.edu
 


65. Roundtable Discussion/Conversation Hour: 2:00 PM–2:50 PM  
206-207

Networking Opportunity on Uses of Social Networking Web Sites in HR

Use of social networking Web sites (e.g., MySpace) in HR is on the rise, but little research has been conducted in this area, and few organizations have policies in place. The objective of this session is to identify and begin to address research and practical issues in using these sites.

Catherine C. Maraist, Valtera, Host

Kristl Davison, University of Mississippi, Host

Submitter: Catherine Maraist, cmaraist@valtera.com
 


66. Panel Discussion: 2:00 PM–2:50 PM  
212

Industry Spotlight: Applying I-O to Aviation

This “industry spotlight” examines the critical role I-O psychology plays in the aviation industry. A diverse panel of I-O researchers and practitioners will discuss their work in aviation, challenges faced, and future needs in the industry. Applications of I-O topics including job analysis, selection, and training will be examined.

Andrea Amodeo, American Institutes for Research, Chair

Kelley J. Krokos, American Institutes for Research, Panelist

Diane L. Damos, Damos Aviation Services, Inc., Panelist

Winston Bennett, Training Research Laboratory, Panelist

Dana R. Pulley, Booz Allen & Hamilton, Panelist

Submitter: Andrea Amodeo, aamodeo@air.org
 


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

Mentoring: Baby I Love Your Way

Lillian Eby, University of Georgia, Facilitator

67-1 Meeting Expectations: The Connection to Outcomes in Mentoring Relationships

This study was conducted to better our understanding of how mentors and protégés interact with and influence each other within a formal mentoring relationship. We hypothesized that one of the most important factors in successful mentoring relationships is whether or not each participant’s expectations regarding the mentoring relationship are met.

Jennifer Buddenbaum, IUPUI

Jane Williams, IUPUI

Submitter: Jennifer Buddenbaum, jbuddenb@iupui.edu
 

67-2 The Efficacious Employee: The Effects of Mentorship and Supervisor Fit

Based on social learning theory and the similarity-attraction model, we hypothesized that supervisor–subordinate fit moderates the relationship between mentor effectiveness and subordinate self-efficacy. Results from a study of 242 public-sector workers revealed that mentor effectiveness was more strongly related to self-efficacy among employees reporting high than low supervisor fit.

David F. Dubin, University of Houston

Mindy M. Krischer, University of Houston

L. A. Witt, University of Houston

Submitter: David Dubin, david.f.dubin@gmail.com
 

67-3 Mentoring Functions Provided by Supervisory Mentors: An Interactionist Approach

This study investigated the interaction of supervisory mentors’ altruism and mentors’ similarity perception to 3 types of mentoring functions received by subordinate protégés. Using 198 supervisory mentoring dyads, the results revealed that altruism and perceived similarity related positively to mentoring functions excluding psychosocial mentoring, and all interactional effects were significant.

Changya Hu, National Chengchi University

Tsung-Yu Wu, Soochow University

Yu-Hsuan Wang, National Chengchi University

Submitter: Changya Hu, changya@nccu.edu.tw
 

67-4 Do Mentor and Protégé Personality Predict Relationship Quality?

This study investigates what makes formal mentoring relationships effective by examining the direct and interactive effects of protégé and mentor personality in the prediction of perceived relationship quality. Relationship quality was also examined as a possible mediator between mentor/protégé personality and certain protégé work attitudes.

Ashley Morrison, University of Georgia

Charles E. Lance, University of Georgia

Lillian T. Eby, University of Georgia

Submitter: Marylee Morrison, mmorri11@uga.edu
 


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

Sharing of Test Data and Ethical Responsibility

Recent interaction among numerous I-O psychologists revealed severe inconsistency among practitioners with respect to guidelines for sharing test data with clients, the potential for violating American Psychological Association ethical standards by doing so, and how to best manage technology, which has added yet another level of complexity to the issue.

James Killian, Chally, Chair

Gerald V. Barrett, Barrett & Associates, Inc., Panelist

Wanda J. Campbell, Edison Electric Institute, Panelist

Brent D. Holland, FurstPerson, Panelist

Nathan J. Mondragon, Taleo, Panelist

Submitter: James Killian, jameskillian@chally.com
 


69. Symposium/Forum: 2:00 PM–2:50 PM  
Grand Ballroom A

Leadership Pipeline: Innovative Practices for Leader Identification and Development

Even in today’s challenging economic conditions, leaders remain a critical means to ensure organizational survival, renewal, and long-term growth. This practice forum will share frameworks, case examples, and quantitative data on how organizations can effectively strengthen their leadership pipeline through the identification and development of leaders.

Jazmine E. Boatman, Developmental Dimensions Incorporated, The Leadership Pipeline: More Than a Pipedream

Erika Harden, Rutgers University, Leadership Pipeline: Moving Beyond Individual Leader Identification and Development

May C. Colatat, Ameren, The Incremental Journey Toward Talent Pools and Experience

Beth Linderbaum, Right Management, Discussant

Submitter: Erika Harden, erika.harden@gmail.com
 


70. Symposium/Forum: 2:00 PM–2:50 PM  
Grand Ballroom B

Innovative Approaches to Simulation-Based Learning and Development Programs

Given today’s economic pressures, organizations are constantly looking for innovative approaches to employee development. This symposium brings together 3 diverse organizations that have implemented simulation-based development programs addressing specific business needs. Each will describe their respective program including unique design features, benefits to the learner, and lessons learned.

Mariangela Battista, OrgVitality LLC, Chair

Frank Guglielmo, Interpublic Group of Companies, Lynn Collins, Sandra Hartog & Associates/Fenestra, Laura Dietrick, New York University, Coaching Within a Context: Delivering Leadership Development at a Distance

Corinne B. Donovan, MetLife, Amy M. Bladen, University of Missouri-St. Louis, Simulation-Based Learning at MetLife

Glenn Albright, Baruch College/Kognito Interactive, Employee Investigations Training: A Simulation-Based Approach

Manuel London, SUNY-Stony Brook, Discussant

Submitter: Mariangela Battista, battistam@optonline.net
 


71. Panel Discussion: 2:00 PM–2:50 PM  
Grand Ballroom D

Hitting the Mark on Talent Management When the Target’s Moving

A new economy is emerging and the future state is unclear. In this panel, senior practitioners within the mortgage, legal, and defense contracting industries will discuss the processes they have used to create leadership and talent approaches that increase engagement and retention now and prepare their organizations for the future.

Cyrillene C. Clark, Hay Group, Chair

Lori M. Berman, Howrey, LLP, Panelist

Bridgette Weitzel, BAE Systems, Panelist

Corey S. Munoz, Fannie Mae, Panelist

Submitter: Cyrillene Clark, cc.clark@haygroup.com
 


72. Symposium/Forum: 2:00 PM–2:50 PM  
Salon B

Leadership and Work–Life Effectiveness in Universities

Higher education institutions are concerned about providing cultures that support work–life effectiveness of faculty and staff members. This symposium includes best practices and research studies examining the role of leadership in fostering work–life support cultures in academic settings. Both faculty and staff perspectives will be provided.

Laura L. Koppes, University of West Florida, Chair

Kate Quinn, American Council on Education, The ACE-Sloan Projects on Faculty Career Flexibility

Joyce Yen, University of Washington, Kristin Hofmeister, University of Washington, Eve Riskin, University of Washington, Leadership Development for Department Chairs and Deans

Laura L. Koppes, University of West Florida, Sherry Schneider, University of West Florida, Eileen Linnabery, DePaul University, Leader Behaviors That Support Work–Life of University Staff

Submitter: Laura Koppes, Lkoppes@uwf.edu
 


73. Master Tutorial: 3:30 PM–4:50 PM  
201

Applicant Faking Behavior: Prevalence, Consequences, and Remedies

Earn 1.5 CE credits for attending.

Previous research has relied on oversimplified definitions of faking behavior. However, recent research suggests that faking is a complex interaction of applicant characteristics, measurement methods, and situational demands. This tutorial will clarify some common misperceptions regarding the nature of faking, its impact on validity, and the effectiveness of potential remedies.

Richard L. Griffith, Florida Institute of Technology, Presenter

Submitter: Richard Griffith, griffith@fit.edu
 


74. Symposium/Forum: 3:30 PM–4:50 PM  
202

Views on Sensitivity Reviews: Who, How, and What’s Next

Major test developers typically include a sensitivity review in the test development process, but little guidance is available about how to conduct reviews. This symposium dissects what makes a high-quality sensitivity review process and provides suggestions as to how to improve practice in this area.

Ann Marie Ryan, Michigan State University, Co-Chair

Neal W. Schmitt, Michigan State University, Co-Chair

S. Morton McPhail, Valtera Corporation, Rationales for Conducting Item Sensitivity Reviews

Juliya Golubovich, Michigan State University, James Grand, Michigan State University, Ann Marie Ryan, Michigan State University, Neal W. Schmitt, Michigan State University, Sensitivity Review Practices

Shonna D. Waters, HumRRO, Practical Considerations in Developing Sensitivity Review Guidelines

James Grand, Michigan State University, Juliya Golubovich, Michigan State University, Ann Marie Ryan, Michigan State University, Neal W. Schmitt, Michigan State University, Beyond Skin Deep: Investigating the “Who” of the Sensitivity Review

Wayne J. Camara, College Board, Discussant

Submitter: Ann Marie Ryan, ryanan@msu.edu
 


75. Panel Discussion: 3:30 PM–4:50 PM  
203

Engaging Students in Applied Work: Lessons From University-Based Consulting Centers

University-based consulting centers provide a wide range of benefits to students, the departments affiliated with the center, and organizations that make use of their services. The purpose of this panel discussion is to provide diverse information about these centers. Topics to be discussed range from business concerns to lessons learned.

Brandy A. Brown, Clemson University, Co-Chair

Lindsay E. Sears, Clemson University, Co-Chair

Mary Anne Taylor, Clemson University, Co-Chair

John D. Arnold, Polaris Assessment Systems, Panelist

Dennis Doverspike, University of Akron, Panelist

Jennifer Z. Gillespie, Bowling Green State University, Panelist

Vicki J. Magley, University of Connecticut, Panelist

Patrick M. McCarthy, Middle Tennessee State University, Panelist

Submitter: Lindsay Sears, lesears@clemson.edu
 


76. Panel Discussion: 3:30 PM–4:50 PM  
204

Pasteur’s Quadrant: The Place of Collaborative Research in I-O Psychology

I-O psychology research combines applied and basic research. Collaborative research between scientists and practitioners provides unique insights not found without communication between these groups. The panel discusses how academic research is informed by work in the field and how organizations benefit from the knowledge generated in “ivory towers.”

Daniel J. Svyantek, Auburn University, Chair

Stephen J. Cerrone, Sara Lee Corporation, Panelist

Steven Ekeberg, Sherwin-Williams, Panelist

Philip L. Roth, Clemson University, Panelist

John K. Schmidt, United States Navy, Panelist

Karla K. Stuebing, University of Houston, Panelist

Submitter: Daniel Svyantek, svyandj@auburn.edu
 


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

Linking I-O Principles to Managerial Decisions

Sara L. Rynes, University of Iowa, Host

Jay M. Dorio, Kenexa, Host

Adam C. Bandelli, RHR International, Coordinator
 


78. Symposium/Forum: 3:30 PM–4:50 PM  
206-207

Team Processes and Outcomes: Relationships Across Levels and Cultures

Research on team processes and outcomes has a long and varied history. Yet several important questions remain unanswered. This symposium explores the importance of team processes and outcomes across multiple levels of analysis and in a variety of settings including cross-cultural, multinational, and virtual teams.

Payal N. Sharma, University of Maryland, Co-Chair

Suzanne K. Edinger, University of Maryland, Co-Chair

Payal N. Sharma, University of Maryland, Gilad Chen, University of Maryland, Suzanne K. Edinger, University of Maryland, Debra L. Shapiro, University of Maryland, Jiing-Lih Farh, Hong Kong University of Science and Technology, Motivating Forces: Cross-Level Impact of Empowering Leadership and Relationship Conflict

Gilad Chen, University of Maryland, Jiing-Lih Farh, Hong Kong University of Science and Technology, Zhiming Wu, Tsinghua University, Xin Wu, Beihang University, Contextual and Emergent Influences on Innovation in Teams

Andy Cohen, University of Pennsylvania, Leadership Identity Negotiation in Self-Managed Teams

Alon Lisak, Technion-Israel Institute of Technology, Miriam Erez, Technion-Israel Institute of Technology, Efrat Shokef, Technion-Israel Institute of Technology, Contribution of Global and Local Identity to MCTs Leadership Effectiveness

Debra L. Shapiro, University of Maryland, Bradley Kirkman, Texas A&M University, Cristina B. Gibson, University of California-Irvine, Laura Huang, University of California, Irvine, What, Really, Do We Know About Managing Global Virtual Teams?

Katherine J. Klein, University of Pennsylvania, Discussant

Submitter: Payal Sharma, pnsharma@rhsmith.umd.edu
 


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

S. Rains Wallace Dissertation Award: Power to the People: Exploring Personal Agency in Leadership Development

Leadership development research fails to consider the importance of personal agency in the development process. In this presentation, I will present a model and agenda for future research that directs our attention toward the individual’s role in the development process and calls for research on the process of learning leadership.

John R. Hollenbeck, Michigan State University, Chair

Daniel S. Derue, University of Michigan, Presenter

Submitter: Daniel Derue, dsderue@umich.edu
 


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

Capturing the Global Mindset: Current Definitions, Metrics, and Directions

Widely accepted as a critical characteristic for global leadership and international assignment success, global mindset is a construct that is, at last, transitioning from a theoretical construct to specific operational measures. Research at the forefront of assessing global mindset is presented and future directions and convergence explored.

Seymour Adler, Aon Consulting, Chair

Paula M. Caligiuri, Rutgers University, Assessing Cultural Agility

Mansour Javidan, Thunderbird School of Global Management, Thunderbird Global Mindset Inventory

Eugene Burke, SHL Group PLC , Questions of Fit and the Norm for Assessing Global Mindset

Sean Cruse, United Nations, Global Mindset Composite

Submitter: Seymour Adler, Seymour_Adler@Aon.com
 


81. Symposium/Forum: 3:30 PM–4:50 PM  
212

An Aging Workforce: Processes, Outcomes, and Solutions

Due to the workforces’ rapid aging and the corresponding challenges, practitioners and researchers will present findings from studies that explore the retirement decision-making process, the impact of early retirement on organizational performance, and the use of bridge employment as a potential solution in public and private organizations.

Andrew C. Loignon, University of Baltimore, Chair

Gunna (Janet) Yun, University of Baltimore, Co-Chair

Thomas E. Mitchell, University of Baltimore, Co-Chair

Yujie Zhan, University of Maryland, Songqi Liu, University of Maryland, Lauren Murphy,
Portland State University, Mo Wang, University of Maryland, Todd Bodner, Portland State University, Le Zhou, University of Maryland, Retirement Decision: A Meta-Analytic Review of Its Predictors

Tiffany Bludau, George Mason University, Lois E. Tetrick, George Mason University, Applying the Unfolding Turnover Model to the Retirement Decision Process

Monika E. von Bonsdorff, University of Jyvaskyla, Finland, Sinikka Vanhala, Helsinki School of Economics, Jorma Seitsamo, Finnish Institute of Occupational Health, Early Retirement Intentions and Company Performance

Gunna (Janet) Yun, University of Baltimore, Thomas E. Mitchell, University of Baltimore, Retirees, Bridge Employment, and Aging Among Public-Sector Employees

Mo Wang, University of Maryland, Discussant

Submitter: Andrew Loignon, andrew.loignon@gmail.com
 


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

Employee Engagement: Put a Ring On It

Reeshad Dalal, George Mason University, Facilitator

82-1 Work Engagement: Are Some Workers Predisposed to Become Engaged?

We examined engagement as a mechanism through which a number of individual differences result in performance and attitudes in the workplace. We found wide support for engagement’s role as a mediator between personality and motivational individual differences and a number of organizational criteria.

T. Ryan Dullaghan, University of South Florida

Kevin Loo, University of South Florida

Russell E. Johnson, University of South Florida

Submitter: T. Ryan Dullaghan, trdullaghan@gmail.com
 

82-2 An Implicit Theory Perspective on Under-standing and Fostering Employee Engagement

To complement the substantial literature on contextual factors that foster employee engagement, this paper outlines how implicit theories might influence employees’ engagement via their zeal for development, view of effort, psychological presence, and interpretation of setbacks. Organizational, managerial, and self-development implications for cultivating employee engagement are outlined.

Peter A. Heslin, Southern Methodist University

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

82-3 Work Engagement as a Mediator Between Personality and Citizenship Behavior

This study was conducted to investigate the relationship between specific Big 5 personality dimensions and organizational citizenship behavior, while exploring the possibility of work engagement as a mediator. Results from an employee and coworker sample contribute to the literature by complementing previous results linking personality, work engagement, and OCB.

Alejandra C. Matamala, Florida International University

Victoria L. Pace, Florida International University

Holli Thometz, Florida International University

Submitter: Alejandra Matamala, amatamala1@gmail.com
 

82-4 Personality and Employee Attitudes: Role of Engagement and Job Characteristics

This study examines the meditational role of job engagement and job characteristics perceptions between personality, specifically core self-evaluations, and job satisfaction and affective organizational commitment. Self-verification theory is proposed to explain the role of engagement and job characteristics perceptions in determining personality’s influence on employee attitudes.

Daren S. Protolipac, St. Cloud State University

Michelle R. Pikala, St. Cloud State University

Submitter: Daren Protolipac, dsprotolipac@stcloudstate.edu
 


83. Panel Discussion: 3:30 PM–4:50 PM  
Crystal Ballroom A/F

Public-Sector I-O Psychology: Directions for Research and Practice

The federal workforce faces many challenges over the next few years, including improving hiring, compensation, and fairness. This panel invites an interchange between SIOP members and 4 prominent public-sector psychologists to discuss how I-O psychology can inform policy and HR strategy in the public sector.

Lorin M. Mueller, American Institutes for Research, Co-Chair

Tatana M. Olson, United States Navy, Co-Chair

Theodore L. Hayes, U.S. Office of Personnel Management, Panelist

John M. Ford, U.S. Merit Systems Protection Board, Panelist

Elizabeth B. Kolmstetter, Director of National Intelligence, Panelist

Romella J. McNeil, Internal Revenue Service, Panelist

Submitter: Lorin Mueller, lmueller@air.org
 


84. Symposium/Forum: 3:30 PM–4:50 PM  
Crystal Ballroom B/E

Exercise-Driven Variance in Assessment Centers: Alternate Approaches, New Insights

Although voluminous research has investigated the AC method, there is relatively little research examining the meaning underlying exercise-driven variance. Although exercise effects were historically interpreted as bias, recent research has questioned the assumption. This symposium brings together presenters who highlight methodological and theoretical advances in the interpretation of exercise effects.

Duncan Jackson, Massey University/University of Seoul, Co-Chair

Brian J. Hoffman, University of Georgia, Co-Chair

Duncan Jackson, Massey University/University of Seoul, Mohd Hanafiah Ahmad, Massey University, Gary M. Grace, Massey University, Are Task-Based Assessments Best Represented by Absolute Situational Specificity?

Brian J. Hoffman, University of Georgia, Klaus G. Melchers, University of Zurich, Martin Kleinmann, University of Zurich, Disentangling Assessment Center Exercise and Rater Effects

Alyssa M. Gibbons, Colorado State University, Seth M. Spain, University of Illinois at Urbana-Champaign, Adam J. Vanhove, Colorado State University, Describing Inconsistent Assessment Center Ratings: Simplex Models of Exercise Similarity

Stephan Dilchert, Baruch College, Deniz S. Ones, University of Minnesota, AC Exercises: Individual Differences Correlates and Incremental Validity

Charles E. Lance, University of Georgia, Discussant

Submitter: Duncan Jackson, D.J.R.Jackson@massey.ac.nz
 


85. Panel Discussion: 3:30 PM–4:50 PM  
Crystal Ballroom C/D

Studying Collective Leadership: Methodological Issues

Leadership researchers have developed various conceptions that treat leadership as a collective process, departing from the traditional focus on individual attributes and behaviors. This panel brings together researchers who have worked on these interrelated topics to discuss methodological alternatives and issues bearing on the study of collective leadership.

Anson Seers, Virginia Commonwealth University, Co-Chair

Michelle Zbylut, U.S. Army Research Institute, Co-Chair

Robert G. Lord, University of Akron, Panelist

Craig L. Pearce, Claremont Graduate University, Panelist

Paul E. Tesluk, University of Maryland, Panelist

Jonathan C. Ziegert, Drexel University, Panelist

Submitter: Anson Seers, aseers@vcu.edu
 


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

Occupational Health/Safety/Stress & Strain/Aging & Human Factors/Ergonomics

86-1 Extending the Resource Depletion Model of Vigilance

Recent studies suggest that the vigilance decrement is due to depleted attentional resources. This study suggests that the type of activity an individual engages in prior to engaging in a vigilance task affects subsequent attentional regulation capabilities, with certain activities offering an opportunity for attentional recovery.

Stefanie A. Plemmons, Purdue University

Howard M. Weiss, Purdue University

Submitter: Stefanie Plemmons, splemmon@psych.purdue.edu

86-2 Physiological Stress Responses to Regulatory Focus (Mis)Match

This study was conducted to examine the physiological stress responses to regulatory focus match and mismatch. Specifically, ambulatory blood pressure was repeatedly measured as lab study participants completed a typing task with different regulatory focus instructions. Results revealed significant systolic blood pressure measurement differences based on match and mismatch conditions.

Chad Peddie, George Mason University

Julie A. Agar, George Mason University

Kate LaPort, George Mason University

Lois E. Tetrick, George Mason University

Submitter: Julie Agar, jagar@gmu.edu
 

86-3 Counterproductive Work Behaviors in Response to Emotional Exhaustion

One outcome of burnout is counterproductive work behaviors (CWBs), which have been suggested to provide a means of withdrawing from demanding situations. Using a conservation of resources framework (COR), this study investigated the effects of emotional exhaustion on CWBs, including mediating and moderating effects. Results and implications discussed.

LaMarcus Bolton, St. Louis University

Richard D. Harvey, St. Louis University

Matthew J. Grawitch, St. Louis University

Submitter: LaMarcus Bolton, boltonlr@slu.edu
 

86-4 Predictors of Treatment Seeking Among Reserve Component Combat Veterans

This study examined attitudes towards treatment seeking for psychological problems among reserve component combat veterans. Stigma and barriers to care predicted overall attitude toward receiving treatment. Veterans receiving treatment had more positive attitudes towards seeking treatment and had fewer maladaptive beliefs about psychological problems than their non-treatment-seeking counterparts.

Christine L. Haugh, Clemson University

Kalifa K. Oliver, Clemson University

Thomas W. Britt, Clemson University

Anna McFadden, Wilkes University

Elizabeth Bennett, Washington and Jefferson College

Mike Crabtree, Washington and Jefferson College

Christie L. Kelley, Clemson University

Submitter: Thomas Britt, twbritt@clemson.edu
 

86-5 Commitment as a Mediator Between Morale Age and Withdrawal Intentions

The “graying” of the workforce has significantly affected the registered nurse (RN) workforce. In a longitudinal study, we examined the interplay among morale age (i.e., attitudes about aging), commitment, and withdrawal intentions in a sample of RNs. Commitment mediated the relationship between morale age and retirement and occupational turnover intentions.

David Cadiz, Portland State University

Donald M. Truxillo, Portland State University

Robert R. Sinclair, Clemson University

Submitter: David Cadiz, dcadiz@pdx.edu
 

86-6 Individual and Occupational Predictors of Multidimensional Well-Being: A Longitudinal Examination

This study proposed and tested a model linking general mental ability to well-being using education, unhealthy behaviors, occupational prestige, and health as mediating variables. Results supported a model that includes direct and indirect links from mental ability to physical well-being and economic well-being, and from these variables to subjective well-being.

Nikos Dimotakis, Michigan State University

Timothy A. Judge, University of Florida

Remus Ilies, Michigan State University

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

86-7 Effects of Role Stressors on Organizational Citizenship Behavior: A Meta-Analysis

In this study we meta-analyzed the relationships of role stressors with organizational citizenship behavior (OCB). Results indicated that role stressors were negatively related to OCB, and this relationship was moderated by the type of OCB, OCB rating source, publication status, and type of organization.

Stephanie Miloslavic, Florida Institute of Technology

Erin Eatough, University of South Florida

Chu-Hsiang Chang, University of South Florida

Russell E. Johnson, University of South Florida

Submitter: Erin Eatough, eeatough@mail.usf.edu
 

86-8 LMX as a Buffer of Role Stress in Nurse Managers

This study examined the buffering effect of leader– member exchange (LMX) on the negative relationship between role stress and job satisfaction in a sample of nurse managers. Results showed that LMX was a buffer for role ambiguity but not role conflict or role overload.

Tressa Schultze, San Diego State University

Mark G. Ehrhart, San Diego State University

Lisa Kath, San Diego State University

Jaynelle F. Stichler, San Diego State University

Submitter: Mark Ehrhart, mehrhart@sunstroke.sdsu.edu
 

86-9 The Relationship Between Health and Work Performance: A Quantitative Review

Research linking health to work performance was reviewed. Meta-analytic findings indicate that psychological health, in the form of psychological well-being, depression, and general anxiety, was a moderate to strong correlate of work performance. Associations between physical health and performance were significant but weaker.

Michael T. Ford, University at Albany, SUNY

Christopher P. Cerasoli, University at Albany, SUNY

Submitter: Michael Ford, mford@albany.edu
 

86-10 Prosocial Motivations, Violence Climate, and Employee Strains

Using multisource data from 312 service employees we examined the role played by prosocial motivations in the relationship between violence climate and employee strains. Results show that prosocial motivations buffer the negative impact of a violent climate on employee strains.

Alexandra Ilie, University of South Florida

Dan Ispas, University of South Florida

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

86-11 Personality Resilience: Addition of Personality to the Job Demands-Control Model

The 3-way interactions among job demands, job control, and personality were examined in predicting strains, using 266 employees. The personality traits explored were hardiness, humor, and general self-efficacy. Hardiness and general self-efficacy significantly interacted with job demands and job control in predicting anxiety. Implications of these results are discussed.

Annalyn Jacob, Central Michigan University

Hyung In Park, Central Michigan University

Simone I. Grebner, Central Michigan University

Submitter: Annalyn Jacob, jacob1ac@cmich.edu
 

86-12 Examining Relationships Between Recovery Experiences, Goal Orientation, and Life Satisfaction

This study tested relationships between goal orientation, recovery experiences, and life satisfaction. Performance avoidance related negatively and mastery approach related positively to mastery and control recovery. In addition, mastery approach moderated the control recovery life satisfaction relationship. Performance approach positively related to control recovery and moderated the relaxation and control recovery relationship with life satisfaction.

Jason M. Kain, Bowling Green State University

Charlotte Fritz, Bowling Green State University

Submitter: Jason Kain, jmkain@bgsu.edu
 

86-13 Take Your Vacation: Work, Vacation, and Respite From Job Stress

This longitudinal study demonstrated that vacations were related to reduced job stress even 3 weeks after returning from vacation. The nature of vacations also influenced postvacation job stress. Vacation resources, including detachment, relaxation, autonomy mastery, and relatedness, were related to even less job stress postvacation.

Ioulia A. Kocheleva, Seattle Pacific University

Margaret A. Diddams, Seattle Pacific University

Richard Kobayashi, University of Seattle

Anne McKenzie, Seattle Pacific University

Submitter: Ioulia Kocheleva, juliab@spu.edu

86-14 Work-Safety Tension, Perceived Risk, and Worker Accidents: A Meso-Mediational Model

Work-safety tension (workers’ perceptions that working safety conflicts with doing their jobs effectively) was proposed to lead to workplace accidents through an association with risk perceptions. Grocery store workers (n = 609) completed a survey and results were linked to subsequent workplace accidents. The model was supported by the data.

Alyssa McGonagle, University of Connecticut

Submitter: Alyssa McGonagle, alyssa.mcgonagle@uconn.edu
 

86-15 Thriving at Work: A Diary Study

We examined how employees thrive at work in response to work characteristics. In a diary study, 92 participants were asked 3 times a day, over 1 week. Data revealed that positive meaning of work and knowledge were positively related to thriving. These relationships were mediated by agentic work behaviors.

Cornelia Niessen, University of Konstanz

Sabine Sonnentag, University of Konstanz

Friederike Sach, University of Konstanz

Submitter: Cornelia Niessen, cornelia.niessen@uni-konstanz.de
 

86-16 Demands–Abilities Fit and Psychological Strain: Moderating Effects of Personality

Interactions between personality and demands–abilities fit predicting psychological strain were examined among 289 workers from various organizations. Two instances showed a 3-way interaction among demands, abilities, and optimism. One instance showed a 2-way interaction between D–A fit and internal locus of control.

Hyung In Park, Central Michigan University

Terry A. Beehr, Central Michigan University

Submitter: Hyung In Park, iris0606@hotmail.com
 

86-17 Perceived Job Mobility Benefits on Life Satisfaction of Age-Discriminated Workers

This study conceptualized perceived job mobility as a form of psychological control over aversive work environments protecting older workers’ psychological well-being. Results supported the buffering effect of perceived job mobility on the negative relationship between perceived age discrimination and life satisfaction among older workers.

Youngah Park, Bowling Green State University

Steve M. Jex, Bowling Green State University

Submitter: Youngah Park, ypark@bgsu.edu
 

86-18 Wellness Programs: Relationship to Job Satisfaction, Manager and Cultural Support

This study examined the link between satisfaction with an organizational health and wellness program and job satisfaction, satisfaction with the organization as a place to work, and intent to stay. Manager and cultural support for wellness and their impact on satisfaction with the program were also examined.

Heather Pierce, Burke, Inc.

Lisa A. Steelman, Florida Institute of Technology

Jaci Jarrett Masztal, Burke, Inc.

Gabriela Pashturro, Burke, Inc.

Submitter: Heather Pierce, heather.pierce@burke.com
 

86-19 Pressure to Produce = Pressure to Reduce Accident Reporting?

Accident underreporting has been well documented in the literature. Less is known regarding why such underreporting occurs. This study tested the hypotheses that production pressure would be related to more experienced accidents overall and more negative attitudes toward reporting accidents, and production pressure would exacerbate the
underreporting of accidents.

Tahira M. Probst, Washington State University Vancouver

Maja Graso, Washington State University Vancouver

Submitter: Tahira Probst, probst@vancouver.wsu.edu
 

86-20 Learning Opportunities as a Buffer Against Unmet Expectations

This study was conducted to clarify the potential buffering role of learning opportunities against unmet expectations, within the framework of the job demands-resources model. Through moderated mediation analyses it was found that learning opportunities can weaken the relationship between unmet expectations and turnover intentions via emotional exhaustion.

Karin Proost, HUBrussel

Joris van Ruysseveldt, Open University the Netherlands

Marius van Dijke, Open University the Netherlands

Submitter: Karin Proost, karin.proost@hubrussel.be
 

86-21 Preparing for War: Activation and Training in the National Guard

National Guard soldiers activated and trained for deployment to a war zone showed improvement in strains, for example, physical health and posttraumatic stress symptoms from pretest before activation until 3 months later, after intensive training. Reports about group morale and cohesion showed slightly negative or slightly U-shaped curvilinear trends.

Terry A. Beehr, Central Michigan University

Jonathan F. Kochert, Central Michigan University

Jennifer M. Ragsdale, Central Michigan University

Submitter: Jennifer Ragsdale, jen.rags@cmich.edu
 

86-22 Fit With Nursing: A Longitudinal Study Examining Fit and Health

Based on the person–environment fit model, this study utilized a longitudinal approach and multiple sources to examine the adjustment of students to the nursing profession. Results demonstrated that subjective fit predicted the health of nursing students after 10 months. Implications of the results, limitations, and future directions are discussed.

Julie Sampson, Colorado State University

Paige Gardner, Colorado State University

Konstantin Cigularov, Illinois Institute of Technology

Erica Ermann, Colorado State University

Peter Y. Chen, Colorado State University

Melissa Henry, University of Northern Colorado

Jacalyn Dougherty, University of Northern Colorado

Vicki Wilson, University of Northern Colorado

Alison Merrill, University of Northern Colorado

Submitter: Julie Sampson, sampson.julie@gmail.com
 

86-23 A Decision Tree Approach to the Analysis of Accidents

A decision tree based on a modified version of the taxonomy of unsafe operations (Shappell & Wiegmann, 1997) increased interrater agreement and reduced rating times of human errors and preconditions of accidents. Incorporation into incident reporting forms has the potential to improve identification of factors contributing to accidents.

Carol F. Shoptaugh, Missouri State University

Charles T. Lauer, Missouri State University

Jessica D. Wooldridge, Missouri State University

Submitter: Carol Shoptaugh, carolshoptaugh@missouristate.edu
 

86-24 A Quasi-Experimental Study of Expressive Writing and Nurses’ Job Attitudes

We conducted a quasi-experimental study comparing nurses who did (N = 101) and did not (N = 261) participate in a 12-week study of nurses’ positive and negative work experiences. Participants reported changes in occupational commitment but not work engagement. We discuss the implications for future stress-management intervention design.

Robert R. Sinclair, Clemson University

Melissa C. Waitsman, Clemson University

Marilyn N. Deese, Clemson University

Lindsay E. Sears, Clemson University

Cynthia D. Mohr, Portland State University

Submitter: Robert Sinclair, rsincla@clemson.edu
 

86-25 Differences in Traditional and Nontraditional Work Hours on Conflict

We tested a model of work time that distinguishes between time spent completing work tasks during “traditional” and “nontraditional” work periods. Differences in antecedents and outcomes were observed, as hypothesized. Notably, nontraditional work hours impact both work-to-family and family-to-work conflict, whereas traditional hours only impact work-to-family conflict.

Michael D. Tuller, University of Connecticut

Janet L. Barnes-Farrell, University of Connecticut

Submitter: Michael Tuller, michael.tuller@uconn.edu
 

86-26 Job Characteristics and Employee Well-Being in the Technology Sector

The triple match principle was tested in a large sample of employees in the technology sector. As hypothesized, the likelihood of finding theoretically valid moderating effects was related to the degree of match between job demands, job resources, and job-related outcomes (emotional exhaustion, cognitive failures, and physical health complaints).

Bart Van de Ven, Ghent University

Peter Vlerick, Ghent University

Submitter: Bart Van de Ven, bart.vandeven@ugent.be
 

86-27 Core Self-Evaluations as Moderators: A Longitudinal Study

This study examined the relationships between 2 stressors and 3 types of strains and the moderating effects of core self-evaluations. Both daily hassles and work–school conflict were related with strains. Core self-evaluations as moderators of the stressor-strain relationship were partly supported.

Qiang Wang, Wright State University

Gary N. Burns, Wright State University

Nathan A. Bowling, Wright State University

Submitter: Qiang Wang, talenttree@gmail.com
 

86-28 Can Commitment to Change Increase Employees Vulnerability to Burnout?

Identifying factors that impact the stress response process are important. Using Maslach’s mediated model of burnout, we examined whether emotional exhaustion would mediate the relationship between commitment to change, workload, and community with job satisfaction. Results suggest burnout may mediate the relationships between work factors and outcomes.

Jane Williams, IUPUI

Laura Stull, IUPUI

Angela Donovan, IUPUI

Submitter: Jane Williams, jrwillim@iupui.edu
 

86-29 A Single-Response Situational Judgment Test for Human Factors Professionals

Ninety-nine undergraduates completed our single-response situational judgment test and participated in roleplays simulating interactions between human factors professionals and their coworkers. Three graduate students rated each videotaped performance for effectiveness. Situational judgment scores were significantly correlated with effectiveness ratings suggesting that a single-response situational judgment test can predict job performance.

Michelle Martin, Rice University

Stephan J. Motowidlo, Rice University

Submitter: Michelle Martin, mpm5042@rice.edu
 


87. Panel Discussion: 3:30 PM–4:20 PM  
Grand Ballroom C

Assessment Center 2.0: Holes, Fixes, and Projections

Recently, a new type of assessment center (AC) emerged. AC 2.0 moves to the candidate rather than the candidate going to it; it is multilingual and multinational, and it leverages a global pool of assessors. We highlight holes in practice, discuss possible fixes, and predict where AC 2.0 is heading.

Martin Lanik, Global Assessor Pool, Ltd, Co-Chair

Paul R. Bernthal, Development Dimensions International, Co-Chair

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

Joel Moses, Valtera Corporation, Panelist

Denise Potosky, Pennsylvania State University, Panelist

Deborah E. Rupp, University of Illinois at Urbana-Champaign, Panelist

Submitter: Martin Lanik, martin.lanik@globalassessorpool.com
 


88. Symposium/Forum: 3:30 PM–4:50 PM  
Salon A

The 4/5ths Is Just a Fraction: Alternative Adverse Impact Methodologies

I-O psychologists commonly equate adverse impact (AI) with the 4/5ths rule. However, this metric is overly simplistic and oft disregarded in legal environments, suggesting the criticality of investigating alternative approaches to detect and mitigate AI. Presenters describe innovative methods for calculating and interpreting AI in complex, large-N, and multisample contexts.

Evan F. Sinar, Development Dimensions International, Co-Chair

John D. Morrison, Kronos, Co-Chair

Alexander R. Schwall, Pennsylvania State University, Gary Giumetti, Clemson University, David B. Schmidt, Development Dimensions International, Evan F. Sinar, Development Dimensions International, Adverse Impact in Large Samples: Differing Conclusions Depending on Methodology

Scott B. Morris, Illinois Institute of Technology, Elizabeth Howard, Illinois Institute of Technology, Zeenatroohi Kwon, Illinois Institute of Technology, Data Aggregation in Adverse Impact Analysis

Eric M. Dunleavy, DCI Consulting Group, Marcelle Clavette, Radford University, David Morgan, DCI Consulting Group, Practical Significance: A Concept Whose Time Has Come
Phillip M. Mangos, Kronos, Ryan P. Robinson, Kronos, John D. Morrison, Kronos, Modeling Multiple Indices of Adverse Impact: Research and Practical Implications

James C. Sharf, Employment Risk Advisors, Inc., Discussant

Submitter: John Morrison, john.morrison@kronos.com
 


89. Symposium/Forum: 3:30 PM–4:50 PM  
Salon B

Diversity Ideology of Choice: Multiculturalism or Colorblindness

Over the years, the debate between which diversity ideology (multiculturalism vs. colorblindness) produces greater benefits has been contended from a fusion of both individuals in academia and practitioners. The purpose of the research presented in this session is to shed light into this controversial topic in the diversity field.

Kecia M. Thomas, University of Georgia, Chair

Ny Mia Tran, University of Georgia, Co-Chair

C. Douglas Johnson, Georgia Gwinnett College, Holly Haynes, Georgia Gwinnett College, Andrea H. Scott, Georgia Gwinnett College, Heather Foster, HFH Consulting, Negotiating Organizational Space in a “Postracial” Society

Ny Mia Tran, University of Georgia, Kerrin E. George, University of Georgia, Carlton A. Lewis, University of Georgia, Kecia M. Thomas, University of Georgia, Diversity Ideologies and Their Role in Inclusion and Compensation Perceptions

Erica G. Foldy, New York University, Tamara Buckley, City University of New York, Learning (and Mostly Not Learning) About Race in Workgroups

Matt J. Goren, University of Georgia, Victoria Plaut, University of Georgia, “I Don’t Have a Race”: Organizational Consequences of Racial Denial

Matthew S. Harrison, Manheim Corporate Services, Inc., Discussant

Monika Renard, Florida Gulf Coast University, Discussant

Submitter: Ny Mia Tran, sonymia@gmail.com
 


90. Symposium/Forum: 3:30 PM–4:50 PM  
Salon C

Individual Assessment: Where We Are; Where Should We Be?

The symposium provides an overview of the current state of the art of individual assessment with executives. In addition, panelists will describe efforts to address 3 leading-edge assessment issues: assessing for the right things, finding better ways to assess, and searching for better approaches to measuring assessment accuracy/usefulness.

Judith S. Blanton, RHR International, Chair

P. Richard Jeanneret, Valtera, Where Are We Now? Where Should We Be Going?

Dale Thompson, Leadership Worth Following, Worthy Leadership: The Critical Role of Character in Executive Assessment

Rob F. Silzer, HR Assess & Develop/Baruch-CUNY, Individual Assessment: New Approaches to Meet Organizational and Professional Needs

Juleen Veneziano, RHR International, Accurate? Useful? Relevant? Individual Assessment Research With Client Partners

George P. Hollenbeck, Hollenbeck Associates, Discussant

Submitter: Judith Blanton, jblanton@rhrinternational.com
 


91. Panel Discussion: 3:30 PM–4:50 PM  
Salon D

Leadership Development in a Recession

The economic downturn has caused organizations to reduce investment in leadership development. This panel will outline how financial constraints have impacted leadership program efficacy and effectiveness. Top CLOs from diverse industries will discuss how to address development under tight financial constraints and uncovering more cost effective methods for development.

MaryBeth Mongillo, Factor5 Consulting, Chair

Diane Holman, Raytheon Company, Panelist

Leslie W. Joyce, The Home Depot, Panelist

Larry Mohl, Children’s Healthcare of Atlanta, Panelist

Alejandro Reyes, Dell, Panelist

Submitter: MaryBeth Mongillo, marybeth@factor5consulting.com
 


92. Symposium/Forum: 3:30 PM–4:20 PM  
Salon E
Theme Track Symposium: Telework as an Evolving Form of Virtual Work: Where Have We Been and Where Are We Going?

This symposium is intended to foster discussions over the current state of telework and its future direction by bringing together researchers and practitioners who deal with its implications in organizational life. The current state of telework knowledge and its future implications will be addressed.

Timothy Golden, Rensselaer Polytechnic Institute, Chair

Nancy DeLay, Kenexa, Co-Chair

Tim Kane, Workplaces.com, Perspectives on Telework: Going Backward and Forward

Patricia R. Pedigo, IBM, A Multinational Perspective on Telework

Edward Jeffrey Hill, Brigham Young University, Research Insights Into Telework Effectiveness: Findings and New Directions

Submitter: Timothy Golden, goldent@rpi.edu
 


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

Inclusion/Diversity (e.g., sexual orientation, race, gender)

93-1 Resolving the Fairness Paradox: Successfully Navigating Diversity Change Management

Diversity initiatives are necessary and important, but their implementation often leads to negative employee perceptions. We discuss the fairness paradox, an inherent conflict between the goals of many diversity initiatives and the reality of their implementation, as the cause of these perceptions. We further provide ideas for reconciling the paradox.

Mark D. Agars, California State University-San Bernardino

Amanda Deane, California State University-San Bernardino

Janet L. Kottke, California State University-San Bernardino

William Wyatt, City of Clarksville

Submitter: Mark Agars, Magars@csusb.edu
 

93-2 Gender Differences in Faculty Turnover: Disparate Views and Paths

This study utilized Lee, Mitchell, and colleagues’ (1996) unfolding model of voluntary turnover as a basis for identifying gender differences in the reasons that university faculty leave their institutions. Results are interpreted with respect to previous applications of the model and within the context of gendered experiences in academia.

Katharine R. O. Bachman, Rice University

Larry R. Martinez, Rice University

Michelle (Mikki) Hebl, Rice University

Submitter: Katharine Bachman, Bachman@rice.edu
 

93-3 Effects of Sexual Orientation Antidiscrimination Legislation on Interpersonal Discrimination

This research documents public awareness of sexual orientation employment antidiscrimination laws and investigates the causal effects of such laws on interpersonal discrimination towards gay and lesbian applicants. We (a) statistically control for factors related to legal adoption (field study) and (b) randomly assign and manipulate legal awareness (lab experiment).

Laura G. Barron, University of Wisconsin-Stout

Michelle (Mikki) Hebl, Rice University

Submitter: Laura Barron, lgb1@rice.edu
 

93-4 Workplace Paternalism

Paternalistic behavior is the expression of benevolent behaviors by a member of a dominant group towards a member of a subordinate group that have the intentional or unintentional outcome of maintaining power differentials. We demonstrate various mechanisms by which power and status differentials between status groups are maintained and reinforced.

Alexis Nicole Smith, Tulane University

Marla Baskerville Watkins, Northeastern University

Fernanda Garcia, University of Texas at El Paso

Adrienne J. Colella, Tulane University

Mary C. Triana, The University of Wisconsin-Madison

Submitter: Marla Baskerville Watkins, m.baskerville@neu.edu
 

93-5 Effects of Perceived Diversity on Justice Perception via Social Networks

Perceived diversity had direct and indirect effects on justice perceptions via work group informational and friendship network tie strengths. South Korean and U.S. samples were used to test the model. Perceived work group heterogeneity in age was negatively associated with network tie strengths, which positively related to perceived justice.

Boin Chang, Temasek Polytechnic

Rosalie J. Hall, University of Akron

Harvey L. Sterns, University of Akron

Submitter: Boin Chang, boinchang@gmail.com
 

93-6 A Scholarly Investigation of Generational Workforce Differences: Debunking the Myths

A review of the academic literature was conducted to determine if there was support for claims of the popular press that generations exhibit many differences in the workforce. The results suggest that generations are not substantially different. Implications of the findings and suggestions for future research are discussed.

Kevin Mlodzik, Korn/Ferry International

Kenneth P. De Meuse, Korn/Ferry International

Submitter: Guangrong Dai, daigr@yahoo.com
 

93-7 Bias in Mock Juror Decisions: Harassment of Blacks and Latinas

There is an increasing need to examine the experiences of working women of color. College students served as mock jurors in which a female plaintiff accused a Black male defendant of sexual harassment. Plaintiff race provided different results for each victim’s race, highlighting issues around White privilege and stereotypes of Latinas.

Bryan L. Dawson, University of Georgia

Kecia M. Thomas, University of Georgia

Submitter: Bryan Dawson, bryan.dawson@gmail.com
 

93-8 Diversity Climate Dimensionality: Relationships With Organizational Support and Commitment

Three factors of diversity climate were studied: inclusion, policy implementation, and fairness. Fairness and inclusion were important contributors to perceived organizational support (POS) for all employees, but minority status moderated the policy relationship with POS. POS strongly mediates the effect of diversity culture and its factors on organizational commitment.

Veronica L. Gilrane, George Mason University

Richard Hermida, George Mason University

Louis C. Buffardi, George Mason University

Bill Pate, George Mason University

Submitter: Veronica Gilrane, vgilrane@gmu.edu
 

93-9 Diversity Framed as an Ethical Issue

In this paper, we attempt to bridge the gap between 2 previously detached bodies of literature (diversity and ethics) and generate propositions regarding the ways in which ethics constructs influence diversity-related behavior. Finally, we present a research agenda based on our theory and discuss potential obstacles.

Kristen P. Jones, George Mason University

David Geller, George Mason University

Eden B. King, George Mason University

Lynn Bowes-Sperry, Western New England College

Submitter: Kristen Jones, kristenpjones@gmail.com
 

93-10 Employment Discrimination Against Minority Immigrants: Decision Context and Applicant Characteristics

This study investigates how prejudice affects evaluation of minority immigrants’ credentials. Prejudice was suppressed or expressed depending on whether minority status of the applicant was a salient feature of the context or not. The expressed prejudice affected minority immigrants with unaccredited foreign credentials and not those with accredited foreign credentials.

Chetan Joshi, University of Western Ontario

Joerg Dietz, University of Lausanne

Victoria Esses, University of Western Ontario

Caroline W. Bennett-AbuAyyash, University of Western Ontario

Submitter: Chetan Joshi, cjoshi@ivey.uwo.ca
 

93-11 Doubly Damned: Effects of Stereotypicality and Race on Blacks’ Social Networks

We conducted 2 studies examining the impact of stereotypicality and race on African Americans’ social networks using the Facebook Web site. Results indicate that homophily dominates informal social networks and that highly stereotypical African Americans are less likely to be accepted into Whites’ informal networks than less stereotypical African Americans.

Harrison J. Kell, Rice University

Michelle (Mikki) Hebl, Rice University

Submitter: Harrison Kell, harrison.kell@rice.edu
 

93-12 Is It Offensive or Funny? Reporting Sexual and Sexist Humor

A policy-capturing approach was used to examine the importance of offensiveness and humorousness on reporting sexual and sexist humor at work. Results indicated that humorousness moderated the relationship between offensiveness and reporting. HLM analysis indicated sensitivity to sexist issues influenced the importance of humorousness and offensiveness on reporting.

Ariel Lelchook, Wayne State University

Nathan Weidner, Wayne State University

Nathalie Castano, Wayne State University

Submitter: Ariel Lelchook, alelchook@wayne.edu
 

93-13 The Role of Individuating Information on Perceived Diversity Trainer Effectiveness

This study examined the effects of trainer race, gender, and information type on perceived diversity trainer effectiveness. Findings showed that participants evaluated a Black trainer more favorably than a White trainer but that these negative evaluations were mitigated when information was provided that the trainer has knowledge of institutional discrimination.

Benjamin E. Liberman, Columbia University

Caryn J. Block, Teachers College, Columbia University

Sandy M. Uyekubo, Teachers College, Columbia Unive

Submitter: Benjamin Liberman, bel2104@columbia.edu
 

93-14 Applicant Acknowledgement of Visible Physical Disabilities in Employment Interviews

The effects of applicants with visible physical disabilities who may acknowledge their disability and request an accommodation during the interview was examined. Results revealed that requesting an accommodation had minimal effect, but acknowledging the disability later in the interview made interviewers more comfortable with the acknowledged information.

Graham Wohler, University of Missouri-St. Louis

Therese H. Macan, University of Missouri-St Louis

Submitter: Therese Macan, Therese.Macan@UMSL.edu
 

93-15 Diversity Training: Examining Minority Employees’ Organizational Attitudes

A popular method to successfully manage diversity is diversity training. This study examined and found the ethnic differences in organizational attitudes as a function of offering diversity training. For ethnic minorities, diversity training was related to lower perceived discrimination, more job satisfaction, and lower intentions to quit.

Juan M. Madera, University of Houston

Submitter: Juan Madera, jmmadera@uh.edu
 

93-16 Managerial Diversity Attributions: Why We Should Care

We show that managers make differential attributions about the reasons why diversity initiatives have been adopted by their organization and that their attributions in turn employee experiences with discrimination, social undermining, inclusion, and self-verification. We also show that managerial personality is a robust predictor of their attributions.

Lisa H. Nishii, Cornell University

Angela M. Langevin, Cornell University

Submitter: Lisa Nishii, lhn5@cornell.edu
 

93-17 Diversity and Turnover Intentions: Can Tenure Moderate Differential Racioethnic Effects?

Prior research assumed that differential dissimilarity effects for White and Black workers remain constant across job tenure. We test this assumption, finding that tenure differentially moderates the relationship between dissimilarity and turnover intention across 4 racioethnic groups. Implications for understanding employee responses to dissimilarity based on job tenure are discussed.

Lynn R. Offermann, George Washington University

Philip Wirtz, George Washington University

Adam B. Malamut, Marriott International, Inc.

Kenneth Matos, Defense Manpower Data Center

Nadeeka Jayatilake, George Washington University

Submitter: Lynn Offermann, lro@gwu.edu
 

93-18 Dissatisfied and Overworked: Effects of Structural Integration on Racioethnic Minorities

Imbalances in the structural integration of organizations are proposed to affect all levels within the organization, that is, thwart career growth of employees, lead to intergroup conflict, and lead to decreased organizational effectiveness. This study examines the mediating role of interpersonal justice and the moderating role of supervisor-subordinate racioethnic similarity.

Aditi Raghuram, University of Houston

Rumela Roy, University of Houston

Scott Tonidandel, Davidson College

Derek R. Avery, University of Houston

Submitter: Aditi Raghuram, aditiraghuram@gmail.com
 

93-19 Observers’ Responses to Racial Harassment in the Workplace

Across 2 studies, we examined how intervention in a racial harassment situation is influenced by the type of harassment, perceptions of costs and benefits and emotional reaction to the harassment, and individual levels of empathy, perspective taking, and racism. Implications for developing zero-tolerance climates in organizations are discussed.

Ashley Groggins, Michigan State University

Ann Marie Ryan, Michigan State University

Jennifer Wessel, Michigan State University

Brent Lyons, Michigan State University

Submitter: Ann Marie Ryan, ryanan@msu.edu
 

93-20 Leadership Style Preferences and Gender Stereotyping in Generation Y

This study found no support for gender stereotyping, or the “think manager, think male” phenomenon, in a sample of Generation Y students. In addition, male and female respondents are shown to better personally relate to transformational as opposed to transactional leaders and to prefer transformational leaders over transactional leaders.

Gretchen L. Schaupp, Virginia Tech

Mary L. Connerley, University of Northern Iowa

Sarah F. Allgood, Virginia Tech

Submitter: Gretchen Schaupp, gschaupp@vt.edu
 

93-21 Race-Related Beliefs Shape Perceptions of White Disadvantage and Policy Unfairness

We examine how Whites’ modern racism (MR) and collective relative deprivation (CRD) beliefs drive reactions to race-based affirmative action policies (AAPs). Across 2 studies, we find that race-based AAPs trigger perceptions of White disadvantage and policy unfairness among Whites with either high MR or high CRD beliefs.

Garriy Shteynberg, University of Maryland

Lisa M. Leslie, University of Minnesota

Andrew P. Knight, University of Pennsylvania

David M. Mayer, University of Michigan

Submitter: Garriy Shteynberg, gshteynberg@psyc.umd.edu
 

93-22 Investigation of Attitudinal Differences Among Individuals of Differing Employment Status

Using a social identity approach, this study examined attitude differences among individuals with diverse employment status. Results demonstrate that individuals who are direct members of the organization have greater organizational trust and group cohesion than individuals who work within, but are not directly employed by, the organization. Implications are discussed.

Chaunette M. Small, Defense Equal Opportunity Management Institute (DEOMI)

Elizabeth Steinhauser, Defense Equal Opportunity Management Institute (DEOMI)

Elizabeth Trame, DEOMI/Florida Institute of Technology

Loring Crepeau, Defense Equal Opportunity Management Institute (DEOMI)

Submitter: Chaunette Small, chauny27@yahoo.com
 

93-23 Implicit Measures of Attitudes Toward Persons With Disabilities: Current Status

The 3 available implicit association tests (IATs) measuring attitudes toward persons with disabilities were assessed. The measures (MDIAT, IATAD, DAIAT) were related to each other and unrelated to 2 of 3 explicit measures. As expected, all implicit measures were not and all explicit measures were susceptible to socially desirable responding.

E. Daly Vaughn, Auburn University

Robert Bubb, Auburn University

Andrea L. Doyle, Auburn University

Adrian Thomas, Auburn University

Submitter: Adrian Thomas, thomaa6@auburn.edu
 

93-24 The Selection of Leaders: The Influence of Social Dominance Orientation

We examined how social dominance orientation (SDO) influences the selection of a member of a low status group for a leadership or a nonleadership position. Results show individuals who are high in SDO negatively evaluate individuals who belong to low status groups, and job position moderated this effect.

Aneika L. Simmons, Sam Houston State University

Elizabeth Umphress, Texas A&M University

Submitter: Elizabeth Umphress, eumphress@mays.tamu.edu
 

93-25 Sexual Orientation Discrimination in the Workplace: Examining the Victims’ Perspectives

We examine victims’ responses to perceived sexual orientation discrimination (PSOD) by investigating how gay employees who perceive SOD engage in psychological and physical withdrawal at work. Mediated moderation analyses (N = 195) indicate that coping moderates the mediated relationship between PSOD, psychological withdrawal (burnout), and physical withdrawal (lateness, absenteeism, intentions to quit).

Sabrina Volpone, University of Houston

Derek R. Avery, University of Houston

Submitter: Sabrina Volpone, sabrinavolpone@aol.com
 

93-26 Racioethnic Similarity, Support, and Work–Family Enrichment

This study investigated the effect of racioethnic similarity on work–family (WF) enrichment. Results from 1,900 participants indicated that for Black employees, supervisor support moderated the supervisor racioethnic similarity–WF enrichment relationship, whereas for Hispanic employees coworker support moderated the coworker racioethnic similarity–WF enrichment relationship in the opposite direction.

Eleanor Waite, University of Houston

Cristina Rubino, University of Houston

Derek R. Avery, University of Houston

Submitter: Eleanor Waite, lenniewaite@gmail.com
 

93-27 Reading Between the Lines: Reactions to Gendered Managerial Communications

Role congruity theory facilitated predictions regarding how masculine and feminine communications delivered by male and female managers impacted competence ratings. As predicted, ratings of sex-congruent managerial traits were higher when managers communicated in a sex-role consistent manner. For women, feminine communications resulted in the highest ratings of managerial effectiveness.

Melissa C. Waitsman, Clemson University

Mary Anne Taylor, Clemson University

Submitter: Melissa Waitsman, mwaitsm@clemson.edu
 

93-28 Differentiating Cognitive Subtests to Minimize Adverse Impact

We use the Cattell-Horn-Carroll hierarchical model of cognitive abilities to make 3 propositions. First, cognitive ability is not strictly unidimensional (substantial second-stratum factors are prevalent in test data). Second, the magnitude of racial differences varies across second-stratum cognitive factors. Third, cognitive subtests can be differentially weighted to minimize adverse impact.

Serena Wee, University of Illinois at Urbana-Champaign

Daniel A. Newman, University of Illinois at Urbana-Champaign

Submitter: Serena Wee, swee2@illinois.edu
 

93-29 Sex Differences in Job Consideration: Implications for the Wage Gap

Do sex differences in attitudes affect sex differences in earnings? This study explores the degree to which men and women give varying weights in considering overall job compensation and physical/psychological job comforts. Results indicate differential attitudes among men and women, inferring implications for the gender wage gap.

Timothy J. Bauerle, University of Connecticut

Vicki J. Magley, University of Connecticut

Submitter: Timothy Bauerle, tim.bauerle@uconn.edu
 

93-30 How Diversity Statements Affect Perceived Discrimination Among Rejected Job Applicants

This study was conducted to understand perceptions of discrimination by studying the influence of a weak diversity policy statement on perceptions of selection discrimination (PSD) and organizational attractiveness (OA) experienced by ethnic minority and majority rejected applicants as well as applicants’ attribution style on PSD and OA.

Nesrien Abu Ghazaleh, University of Amsterdam

Deanne N. Den Hartog, University of Amsterdam

Edwin A. J. Van Hooft, University of Amsterdam

Submitter: Nesrien Abu Ghazaleh, n.abughazaleh@uva.nl
 

93-31 Job Promotions, Rater Gender, and the Attractiveness Bias

This study was conducted in order to determine whether rater gender and perceived scenario competitiveness influence promotion decisions. The hiring decisions made by male and female raters who rated attractive or unattractive female targets in either a competitive or noncompetitive scenario were examined.

Leah D. Sheppard, University of British Columbia

Joan Finegan, University of Western Ontario

Submitter: Leah Sheppard, leah.sheppard@sauder.ubc.ca
 


94. Roundtable Discussion/Conversation Hour: 4:30 PM–5:20 PM  
Salon E

Theme Track Closing Roundtable

The purpose of the roundtable is to serve as a mechanism for interested parties to engage in discussions whereby the ideas put forth throughout the day come together as well as to identify research gaps that may have not been addressed or where more depth is desired.

Eduardo Salas, University of Central Florida, Host

Milton Hakel, Bowling Green State University, Host

Submitter: C. Burke, sburke@ist.ucf.edu
 


95. Posters: 6:00 PM–6:50 PM  
Grand Ballroom A

Top-Rated Posters

95-1 Self-Monitoring, Personality Traits, and Counterproductive Work Behavior

This study examines whether self-monitoring interacts with personality traits in predicting counterproductive work behaviors (CWBs) directed at individuals (CWB-I) and at the organization (CWB-O). Our results help explain the paradoxical findings in the literature that high self-monitoring is associated with both bright-side and dark-side outcomes in organizations.

In-Sue Oh, University of Alberta

Steven D. Charlier, University of Iowa

Michael K. Mount, University of Iowa

Submitter: Steven Charlier, steven-charlier@uiowa.edu
 

95-2 The Relationship Between Explicitness of Display Rules and Sales

This study demonstrated that the explicitness of display rules—that is, the strength with which the organization communicates expectations regarding appropriate emotional expression toward customers—had a significant effect on sales. The findings suggest that low or high strength of prescription is dysfunctional where performance depends on interactions with customers.

Paraskevi T. Christoforou, National University of Singapore

Submitter: Paraskevi Christoforou, christoforou@nus.edu.sg
 

95-3 The Role of Sex Composition in Team Training Performance

The objective of this study is to investigate the role of team gender composition in team performance and team processes using a complex psychomotor, information-processing task. Specifically, gender differences in psychomotor skills and spatial abilities between men and women may have implications for team training.

Steven Jarrett, Texas A&M University

Ryan M. Glaze, Texas A&M University

Winfred Arthur, Texas A&M University

Ira Schurig, Texas A&M University

Anton J. Villado, Rice University

Winston Bennett, Training Research Laboratory

Submitter: Steven Jarrett, sjarrett@neo.tamu.edu
 

95-4 Valuing Diversity Attitudinal Variables: A Structural Equation Modeling Study

The study applied structural equation modeling techniques to validate the directional relationships of diversity attitudes and diversity climate perceptions on job satisfaction and turnover intentions. Evidences confirmed the importance of assessing diversity attitudes and diversity climate perceptions to influence job satisfaction and turnover intentions.

Yueh-Chun Kang, University of Memphis

Submitter: Yueh-Chun Kang, yckang@memphis.edu
 

95-5 The Role of Diversity Climate Perceptions Among Employees With Disabilities

This study investigated the influence of diversity climate on perceived job satisfaction. Findings revealed a disability status by diversity climate interaction on job satisfaction, with mediation by employee engagement. Although effects were stronger for employees with disabilities, all employees had higher job satisfaction when in a prodiversity climate.

Benjamin E. Liberman, Columbia University

Submitter: Benjamin Liberman, bel2104@columbia.edu
 

95-6 Industry Membership and Outcomes Related to Trust in Management

A Trust in Management Scale is provided that confirms the measurement of 4 dimensions of trust: ability, benevolence, consistency, and integrity (ABCI). The dimensions had unique relationships with industry membership (i.e., growing or contracting), intent to quit, and organizational citizenship behavior, suggesting the usefulness of the ABCI dimensions.

Michelle H. Brodke, Bowling Green State University

Michael A. Gillespie, Bowling Green State University

Scott A. Withrow, Bowling Green State University

Michael T. Sliter, Bowling Green State University

Purnima Gopalkrishnan, Bowling Green State University

Jennifer Z. Gillespie, Bowling Green State University

William K. Balzer, Bowling Green State University

Submitter: Michelle Brodke, mbrodke@bgsu.edu
 

95-7 A Meta-Analytic Review of the Core Self-Evaluations Scale

This study meta-analyzed the relationship between the core self-evaluations scale (CSES) and both job satisfaction and job performance. Moreover, the CSES validities were contrasted against 2 other meta-analyses examining previously employed measurement methodologies of core self-evaluations. Fisher Z-test comparisons revealed CSES having similar relationships with previous meta-analytic findings.

Matthew L. First, Central Michigan University

Matthew Christensen, Central Michigan University

Jeremy A. Henson, Central Michigan University

Submitter: Matthew First, first1ml@cmich.edu
 

95-8 Moderators of Relationships With Perceived Organizational Support: A Meta-Analysis

This review capitalizes on the 5-fold increase in perceived organizational support (POS) studies since the Rhoades and Eisenberger (2002) meta-analysis by examining moderators of relationships between POS and its antecedents and outcomes. This paper systematically assesses the current state of the literature, identifies new findings, and suggests future research.

James N. Kurtessis, American Institute for Research

Kathy Stewart, Gallup

Michael T. Ford, University at Albany, SUNY

Cory Adis, George Mason University

Louis C. Buffardi, George Mason University

Submitter: James Kurtessis, jnk7711@gmail.com
 

95-9 Personality and Participative Climate: Predictors of Distinct Voice Behaviors

This study was conducted to expand the voice literature by examining antecedents of acquiescent, defensive, and prosocial voice in a multilevel non-American work context. Agreeableness, Extraversion, and group-level participative climate predicted voice behaviors. Further, group-level participative climate moderated the relationships between Agreeableness and voice behaviors.

Grace Leung, University of Akron

James M. Diefendorff, University of Akron

Tae-Yeol Kim, City University of Hong Kong

Lin Bian, City University of Hong Kong

Submitter: Grace Leung, grace.a.leung@gmail.com
 

95-10 An Examination Empirical Cutoffs for the NCDIF Index

This study examined the ability of empirical cutoffs for the NCDIF index to detect differential item functioning (DIF) for polytomous items. DIF was introduced by manipulating discrimination and difficulty parameters. Results indicated acceptable power levels for detecting difficulty DIF but not discrimination DIF.

Patrick Clark, Wright State University

David M. LaHuis, Wright State University

Submitter: David LaHuis, david.lahuis@wright.edu
 

95-11 Prevalence of and Correction for Common Method Effects

We review multitrait-multimethod research to estimate the magnitude of method variance in organizational research. Results show that method variance accounts for less variance than has been suggested previously and that although common method variance does inflate observed relationships, this is almost completely offset by attenuating effects of measurement error.

Brian J. Hoffman, University of Georgia

David B. Birkelbach, University of Georgia

Bryan L. Dawson, University of Georgia

Charles E. Lance, University of Georgia

Submitter: Charles Lance, clance@uga.edu
 

95-12 Changes in Stressors and Affective-Oriented Criteria: A Longitudinal Assessment

Occupational stressors (i.e., role ambiguity, role conflict, role overload, interpersonal conflict) and affective-oriented criteria (job satisfaction, organizational commitment, frustration) were assessed at 3 time points over 6 months and analyzed using latent growth modeling. In general, changes in occupational stressors were associated with changes in affective-oriented criteria.

Kevin J. Eschleman, Wright State University

Nathan A. Bowling, Wright State University

David M. LaHuis, Wright State University

Submitter: Kevin Eschleman, eschleman.2@wright.edu
 

95-13 Linking the Justice Facets, Overall Justice, Strain, and Turnover Intent

We examined how the traditional justice facets, coworker interpersonal justice, and overall justice perceptions relate to strain and turnover intentions. SEM analyses showed that overall justice mediated the relationships between most of the justice facets and strain, and strain mediated the relationship between overall justice and intentions to turnover.

Cindy Suurd, Canadian Forces

Camilla M. Holmvall, Saint Mary’s University

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

95-14 Participation in the Development of Performance Appraisal Systems: A Quasi-Experiment

In a longitudinal field quasi-experiment, we investigated the effects of employee participation in the development stage of a new performance appraisal system on their attitudes and work behaviors. Participation increased favorable attitudes towards the system (satisfaction, knowledge, fairness) and organization (satisfaction, fairness), and employees’ levels of organizational citizenship behaviors.

Dan Ispas, University of South Florida

Alexandra Ilie, University of South Florida

Russell E. Johnson, University of South Florida

Dragos Iliescu, National School of Political and Administrative Studies

Walter C. Borman, Personnel Decisions Research Institutes

Submitter: Dan Ispas, dispas@gmail.com
 

95-15 Personality Antecedents of Self-Other Rating Discrepancy

Analyses of 487 self-peer and 501 self-supervisor dyads revealed self-raters high on Extraversion, dominance, and cynicism tend to overrate their performance as compared to peer ratings; cynical raters tend to overrate their performance as compared with supervisor ratings. Detail orientation and cultural conformity interact to predict self/other rating discrepancies.

Nila Sinha, Assess Systems

Jessica Mesmer-Magnus, University of North Carolina-Wilmington

Chockalingam Viswesvaran, Florida International University

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

95-16 Trait and Method Effects in Personality Ratings: A Meta-Analytic Approach

A meta-analytic MTMM matrix showed strong discriminant validity of personality measures across raters with substantial trait factors and only moderate method factors. However, self-ratings were more contaminated by method effects than other ratings. Using multiple other raters will allow I-O researchers and practitioners to reduce the contamination of method factors.

Luye Chang, University of Connecticut

Alexis A. Geeza, University of Connecticut

Brian S. Connelly, University of Connecticut

Submitter: Luye Chang, luye.chang@gmail.com
 

95-17 Personality Variability Across Situations Can Be Captured With Frequency-Based Measurement

Personality variability has been put forth as an important construct in addition to level. This study examines the convergence of 2 types of within-person personality variability: cross-situational and frequency-based personality measurement. Results demonstrated that the 2 types of personality variability shared common variance. Implications are discussed.

Matthew S. Fleisher, University of Tennessee

David J. Woehr, University of Tennessee

Bryan D. Edwards, Oklahoma State University

Kristin L. Cullen, Auburn Univesity

Submitter: Matthew Fleisher, mfleishe@utk.edu
 

95-18 Self-Report Bias in the Observed Correlation: A Meta-Analysis

Self-report bias is a potential impediment to inferences drawn from survey research. To examine the extent of self-report bias, we meta-analyzed multitrait-multisource studies. The average self-report bias in the correlation was +.2. Across the magnitude range for correlations, multisource correlations were roughly half as large as single-source, self-report correlations.

Dana Joseph, University of Illinois

Daniel A. Newman, University of Illinois at Urbana-Champaign

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

Jing Guo, University of Illinois

Submitter: Emily Grijalva, emilygrijalva@gmail.com
 

95-19 Further Test of a New Faking-Mitigation Procedure: A Field Experiment

We recently proposed a faking-mitigation procedure for personality tests. This procedure identifies and warns suspected fakers early on during the testing process and then gives them a chance for recourse. We conducted a field experiment, in which the warning and nonwarning messages were randomly assigned to applicants.

Jinyan Fan, Hofstra University

Dingguo Gao, Sun Yet-Sen University

Sarah A. Carroll, Hofstra University

Hui Meng, East China Normal University

Qijia Lei, Sun Yet-Sen University

Submitter: Jinyan Fan, fanjinyan@yahoo.com
 

95-20 Social Desirability: New Insights From a Novel Context

This study used 2 samples (1 from the United States and 1 from Singapore) to determine if previous research on social desirability translates to a culturally divergent region. This study also analyzed the relationship between cultural orientation and inflated personality scores, and cultural orientation’s effect on social desirability correction.

Andrew Li, West Texas A&M

Jessica Bagger, California State University, Sacramento

Wesley Friske, West Texas A&M

Submitter: Jessica Bagger, baggerj@csus.edu
 

95-21 Approaches to Empirical Keying of International Biodata Instruments

A biodata inventory was empirically keyed separately in 14 countries categorized into 4 different regions. The criterion-related validities of a single global empirical key, a global rational key, regional empirical keys, and country-specific empirical keys were compared. Only small differences in criterion-related validities were observed.

Pat M. Caputo, Aon Consulting

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

Joshua M. Sacco, Aon Consulting

Submitter: Pat Caputo, patcaputo@gmail.com
 

95-22 Interactive Multimedia Simulations: Criterion-Related and Incremental Validity

Interactive multimedia simulations are conceptually distinct from other simulations commonly used as selection tools, such as assessment centers and situational judgment tests. Data from call center employees from 2 organizations indicate that customized interactive multimedia simulations demonstrate substantial criterion-related validity and significant incremental validity over traditional selection methods.

Chris Fluckinger, University of Akron

Nikki M. Dudley-Meislahn, Shaker Consulting Group

Marisa Gianvito, Shaker Consulting Group

Submitter: Chris Fluckinger, cdfluck@hotmail.com
 

95-23 A Comparison of Methods for Conducting Generalization of Validity Studies

We examined results produced by transportability of validity, synthetic validity, meta-analytic validity generalization, and criterion-related validity studies. Our research showed that synthetic validity produced results most similar to criterion-related validity. Transportability of validity produced results that were least similar. We discuss implications of these findings and directions for future research.

Matthew R. Lemming, Hogan Assessment Systems

Jeff Foster, Hogan Assessment Systems

Submitter: Jeff Foster, jfoster@hoganassessments.com


95-24 Moderating Effects of Tenure on the Predictive Validity of Personality

We examine the moderating effects of tenure on the relationship between personality measures and job performance. Results across 8 studies (N = 3,386) show that validity coefficients are nearly twice as high for incumbents with a tenure of 2 or more years compared to those with less than 2 years.

Jeff Foster, Hogan Assessment Systems

Blaine H. Gaddis, Hogan Assessment Systems

Submitter: Jeff Foster, jfoster@hoganassessments.com
 

95-25 A Comparison of MCAT Validity Across Standard and Accommodated Administrations

This study examines the relations between Medical College Admission Test (MCAT) and United States Medical Licensing Examination Step 1 scores for examinees who took MCAT with standard and extra testing time. Results suggest that scores for examinees who took MCAT with extra time overpredict their performance on Step 1.

Scott H. Oppler, Association of American Medical Colleges

Lorin M. Mueller, American Institutes for Research

Eric M. Dunleavy, DCI Consulting Group

Karen Mitchell, Association of American Medical Colleges

Dana M. Glenn-Dunleavy, Association of American Medical Colleges

Submitter: Dana Glenn-Dunleavy, ddunleavy@aamc.org
 

95-26 Considering SES in the Use of Standardized Tests for Selection

This paper empirically examines 3 arguments regarding SES’s role in using SAT scores for college selection. The data refute these arguments, supporting SAT scores as valuable predictors of college performance. These results are relevant to understanding cognitive tests generally and thus are relevant to all selection settings, including employment.

Jana Rigdon, University of Minnesota

Paul R. Sackett, University of Minnesota

Nathan R. Kuncel, University of Minnesota

Adam Beatty, University of Minnesota

Winny Shen, University of Minnesota

Thomas Kiger, University of Minnesota

Submitter: Jana Rigdon, rigdo003@umn.edu