Friday PM
152. Symposium/Forum: 12:00 PM–1:20 PM Boulevard AB
Women and the Executive Suite: Perceptions, Experiences, and Needs
Although approximately equal numbers of men and women occupy jobs, a gender disparity in upper leadership positions still exists. This symposium discusses “what it is like to be a woman in the executive suite.” Papers discuss women’s perceptions of organizational culture, the glass ceiling, and women’s developmental programs.
Lindsey M. Kotrba, Denison Consulting, Chair
Nathalie Castano, Wayne State University, Co-Chair
Sandy Lim, National University of Singapore, Ashley M. Guidroz, Trinity Health, Solo Status Leaders’ Perceptions of Culture
Nathalie Castano, Wayne State University, Lindsey M. Kotrba, Denison Consulting, The Glass Ceiling and the Role of Leaders’ Self-Perceptions
Eliza W. Wicher, Roosevelt University, Laura Gniatczyk Byars, Blue Cross Blue Shield of Michigan, Women’s Career Progression: Reactions and Perceptions to Leadership Development Programs
Jean Hauser, Executive Development Associates, Discussant
Submitter: Nathalie Castano, nats2003@gmail.com
153. Symposium/Forum: 12:00 PM–1:20 PM Boulevard C
Composing Effective Teams: One Size Does Not Fit All
This session presents a comprehensive view of the most recent research on collective composition and diversity across the team and organizational levels of analysis. Presentations focus on both deep and surface level dimensions of organizational and team diversity, their impact on processes, and relevant outcomes including cohesion, innovation, and performance.
Maritza R. Salazar, University of Central Florida, Chair
Sallie J. Weaver, University of Central Florida, Co-Chair
Sallie J. Weaver, University of Central Florida, Kimberly A. Smith-Jentsch, University of Central Florida, Composition, Cohesion, and Climate in Air Traffic Control Teams
Maritza R. Salazar, University of Central Florida, Aimee A. Kane, Duquesne University, Realizing the Innovative Promise of Interdisciplinary Science Teams
Bertolt Meyer, University of Zurich, Effects of Faultlines, Motivation, and
Diversity Beliefs on Problem Solving
Katerina Bezrukova, Santa Clara University, Chester S. Spell, Rutgers University, Baseball Players, System Shocks, an Unfolding Faultline Model, and Turnover
Aparna Joshi, University of Illinois at Urbana-Champaign, Discussant
Submitter: Maritza Salazar, msalazar@ist.ucf.edu
154. Symposium/Forum: 12:00 PM–1:20 PM Continental A
Diversity Training: Linking Theory and Practice
Bridging research and practice, this session highlights best practices for diversity training and management. Researchers present literature that helps resolve debates regarding diversity training use and design while practitioners share theirs and others’ experiences in the field. The audience may serve as discussant to generate ideas for research and practice.
Kecia M. Thomas, University of Georgia, Co-Chair
Matt J. Goren, University of Georgia, Co-Chair
Bryan L. Dawson, University of Georgia, Matt J. Goren, University of Georgia, State of the Art: How Diversity Training Research Informs Practice
Rae Yunzi Tan, Columbia University, Loriann Roberson, Columbia University, Carol T. Kulik, University of South Australia, Directions for Diversity Training Research
Conrado A. Marion-Landais, Georgia Power Company, Diversity Training at Georgia Power: A Personal Perspective
Bernardo M. Ferdman, Alliant International University, Diversity and Inclusion Training: Insights and Suggestions From the Field
Submitter: Matt Goren, mjgoren@uga.edu
155. Symposium/Forum: 12:00 PM–1:20 PM Continental B
New Avenues in 360s: Implicit Leadership Theories and Fit
Multisource (i.e., 360-degree) feedback instruments continue to be used as a cornerstone of leadership development initiatives. With increased attention to implicit leadership theories (ILTs) and fit in the literature, this symposium offers 4 contributions to better inform practitioners on how to account for ILTs and fit in multisource feedback settings.
Felix C. Brodbeck, LMU München, Co-Chair
William A. Gentry, Center for Creative Leadership, Co-Chair
Guangrong Dai, Lominger International, Kenneth P. De Meuse, Korn/Ferry International, Making Full Use of Importance Ratings in 360-Degree Feedback
Michael Green, Northumbria University, Felix C. Brodbeck, LMU München, Yves R. Guillaume, Aston University, Cultural Congruence Versus Cultural Authenticity: Which Predicts International Leader Effectiveness?
William A. Gentry, Center for Creative Leadership, Felix C. Brodbeck, LMU München, Regina H. Eckert, Center for Creative Leadership, Marian N. Ruderman, Center for Creative Leadership, Global Leader View: How Practitioners Examine Leadership Expectations and Perceptions
Tina Kiefer, University of Warwick, Birgit Schyns, Durham University, Rudolf Kerschreiter, LMU München, Integrating Implicit Leadership Theories Into 360° Feedback: A Drawing Exercise
David W. Bracken, OrgVitality LLC, Discussant
Submitter: William Gentry, gentryb@ccl.org
156. Symposium/Forum: 12:00 PM–1:20 PM Continental C
More Complex Models of Cultural Intelligence: Moderated and Longitudinal Relationships
We extend cultural intelligence research with 5 field studies that consider more complex models of CQ, including new boundary conditions and longitudinal effects. This symposium addresses gaps in prior research by proposing and testing theoretically driven models that position CQ as a predictor, outcome, mediator, and moderator.
Linn Van Dyne, Michigan State University, Co-Chair
Soon Ang, Nanyang Technological University, Co-Chair
K. Yee Ng, Nanyang Technological University, Soon Ang, Nanyang Technological University, Linn Van Dyne, Michigan State University, Christine Koh, Nanyang Technological University, Guido Gianasso, IATA, When Boss Is Culturally Dissimilar: Cultural Intelligence and Voice Instrumentality
Ryan Fehr, University of Maryland, Eric Kuo, North Carolina State University, Cultural Intelligence Abroad: Impact on Goal Attainment During International Sojourns
Hyoung K. Moon, Korea University, Byoung K. Choi, Korea University, Jae S. Jung, Korea University, Antecedents of Cultural Intelligence: Effects of Experience, Personality, and Context
You Jin Kim, Michigan State University, Linn Van Dyne, Michigan State University, When Do Extraverts Communicate Patiently With Diverse Others?
Kevin Groves, Pepperdine University, Leader Cultural Intelligence and Transformational Leadership: Moderating Effects of Diversity
Submitter: Soon Ang, asang@ntu.edu.sg
157. Roundtable Discussion/Conversation Hour: 12:00 PM–1:20 PM Lake Huron
Multigenerational Talent: What’s the Matter With Kids Today?
This session will engage both the researcher and practitioner in the area of multigenerational challenges and issues. The facilitators will guide participants in a discussion of real-life case studies that involve generational differences. Participants will learn best practice approaches for addressing these differences in a practical and productive way.
Lorraine C. Stomski, Aon Consulting, Host
Janis M. Ward, J. M. Ward Consulting, Host
Submitter: Lorraine Stomski, lorraine.stomski@aon.com
158. Panel Discussion: 12:00 PM–12:50 PM Lake Michigan
New World of Technology in Assessment Centers: Challenges and Opportunities
The panel will provide SIOP members with an overview of ways technology is currently incorporated into assessment centers, challenges and opportunities of integration, and guidance on use of technology while maintaining quality control and accuracy. The diverse panel includes practitioners, scientists, consultants, and academics in the field of assessment centers.
John C. Scott, APT, Inc., Chair
Lynn Collins, Sandra Hartog & Associates/Fenestra, Panelist
Kirsten T. Gobeski, Booz Allen Hamilton, Panelist
Kenneth Sumner, Montclair State University, Panelist
Mark C. Frame, Middle Tennessee State University, Panelist
Submitter: Kirsten Gobeski, kirsten.gobeski@gmail.com
159. Symposium/Forum: 12:00 PM–1:20 PM Lake Ontario
Focusing on Employees to Achieve Environmentally Sustainable Organizations
Individual-level green attitudes, knowledge, and behaviors are the focus of this symposium. Meta-analyses, quantitative, and qualitative primary studies address that employee characteristics (personality, age, gender, education, socioeconomic status) are relevant for environmental sustainability in organizations. Cross-cultural differences in employee green behaviors are examined.
Stephan Dilchert, Baruch College, Chair
Stephan Dilchert, Baruch College, Deniz S. Ones, University of Minnesota, Personality and Its Relationship to Sustainable and Unsustainable Workplace Behaviors
Susan D’Mello, University of Minnesota, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, The Relationship Between Education Level, Income, and Environmentalism: A Meta-Analysis
Rachael Klein, University of Minnesota, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Meta-Analysis of Gender Differences in Environmental Knowledge, Concern, and Behavior
Lauren Hill, University of Minnesota, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Brenton M. Wiernik, University of Minnesota, Rachael Klein, University of Minnesota, Susan D’Mello, University of Minnesota, Employee Green Behaviors in Europe: A Cross-Cultural Taxonomic Investigation
Brenton M. Wiernik, University of Minnesota, Deniz S. Ones, University of Minnesota, Stephan Dilchert, Baruch College, Rachael Klein, University of Minnesota, Susan D’Mello, University of Minnesota, Workforce Age and Environmental Sustainability: The Influence of Sustainability Culture
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
160. Symposium/Forum: 12:00 PM–1:50 PM Northwest 5
Advances in Understanding the Links of Emotions and Context
Four empirical papers and 1 theoretical paper consider how different components of the work context can shape momentary affect through conscious and unconscious processes. Utilizing a variety of research methodologies, employee affect is examined as an outcome of emotional contagion, customer–employee interactions, and perceived person–environment fit.
Laura Petitta, University of Rome, Chair
James M. Diefendorff, University of Akron, Co-Chair
James M. Diefendorff, University of Akron, Allison S. Gabriel, University of Akron, Gary J. Greguras, Singapore Management University, Megan Chandler, University of Akron, Christina Moran, University of Akron, Affect and Perceived Person–Environment Fit: An Event-Level Analysis
Eugene Kim, University of Minnesota, David J. Yoon, University of Minnesota, Theresa M. Glomb, University of Minnesota, Display of Positive Emotions and Well-Being: A Social Interaction Model
Richard E. Boyatzis, Case Western Reserve University, The Neural Basis of Emotional Contagion
Eugene Y. J. Tee, HELP University College, Neal M. Ashkanasy, University of Queensland, Neil Paulsen, University of Queensland, Upward Emotional Contagion and Leadership
Laura Petitta, University of Rome, Fiorenza Di Cave, University of Rome, Emotional Contagion at Work and Group Performance
Stephane Cote, University of Toronto, Discussant
Submitter: James Diefendorff, jdiefen@uakron.edu
161. Community of Interest: 12:00 PM–1:20 PM PDR 2
Online Testing
Fritz Drasgow, University of Illinois at Urbana-Champaign, Host
Robert E. Gibby, Procter & Gamble, Host
John J. Donovan, Rider University, Coordinator
162. Symposium/Forum: 12:00 PM–1:20 PM Waldorf
HC Analytics: What Should We Do With All These Numbers?
The importance of evaluating the effectiveness of human capital initiatives is intuitive; however, there are inherent challenges to capturing the appropriate data that, in turn, will lend themselves to productive action plans. The presenters in this symposium speak from experience regarding the effective use of human capital analytics.
Suzanne Tsacoumis, HumRRO, Chair
Gina Medsker, HumRRO, Identifying Meaningful Human Capital Analytics for the Federal Government
Amy Dawgert Grubb, Federal Bureau of Investigation, What Do I Do With All This HC Analytic Data?
Andrew Biga, Procter & Gamble, Robert E. Gibby, Procter & Gamble, A. Silke McCance, Proctor & Gamble, Jane B. (Brodie) Gregory, Procter & Gamble, Adam J. Massman, Michigan State University, Deeper and Faster Insights on Human Capital Through Automating Analytics
Rodney A. McCloy, HumRRO, Discussant
Submitter: Suzanne Tsacoumis, stsacoumis@humrro.org
163. Symposium/Forum: 12:00 PM–1:20 PM Williford C
A Conceptual and Empirical Exploration of Leader Virtues
The significant role of virtues in guiding people’s behaviors has been extensively discussed in the ethics literature. In leadership research, however, the construct of “virtues” has not been systematically examined. This symposium aims to facilitate a rich discussion of leader virtues and to inspire future research in this direction.
Rick D. Hackett, McMaster University, Co-Chair
Gordon Wang, McMaster University, Co-Chair
John J. Sosik, The Pennsylvania State University, John Cameron, The Pennsylvania State University, Character, Virtue, and Authentic Transformational Leadership: A Self-Concept-Based Model
Emily M. Hunter, Baylor University, Mitchell Neubert, Baylor University, Sara J. Perry, University of Houston-Downtown, Evan L. Weinberger, University of Houston, Lisa M. Penney, University of Houston, L. A. Witt, University of Houston, Lisa Walther, Baylor University, The Virtues of Servant Leadership
Gordon Wang, McMaster University, Rick D. Hackett, McMaster University, Leader Virtues, Virtuous Leadership: A Proposed Model and Scale
David B. Zoogah, Morgan State University, A Multilevel Model of Virtuous Followership for Leader–Follower Relationship Effectiveness
Ronald E. Riggio, Claremont McKenna College, Weichun Zhu, The Pennsylvania State University-Great Valley, Christopher Reina, Claremont McKenna College, James Maroosis, Forham University, Virtue-Based Measurement of Ethical Leadership: The Leadership Virtues Questionnaire
Grant Peirce, Peirce Group LLC, Discussant
Submitter: Rick Hackett, hackett@mcmaster.ca
164. Symposium/Forum: 12:30 PM–1:50 PM International Ballroom South
Programmatic Executive Coaching for Individual and Organizational Change
Organizations use executive coaching to develop leadership capabilities and improve individual impact and performance. They also use organizational change methods to improve results and drive performance. This symposium presents a programmatic coaching initiative designed to drive both individual and organizational performance in a global business.
Hy Pomerance, New York Life Insurance Co., Chair
Hy Pomerance, New York Life Insurance Co., The Characteristics of Programmatic Coaching for Organizational Change
Robert J. Lee, iCoachNewYork, Managing a Panel of Internal and External Executive Coaches
William H. Berman, Berman Leadership Development, Assessment and Evaluation of Dual-Purpose Programmatic Coaching
Submitter: William Berman, bill@bermanleadership.com
165. Special Events: 12:30 PM–1:20 PM Joliet
A Strategy for Building an Infrastructure for Science Advocacy Within SIOP
Large-scale societal problems (aging, health care, energy, etc.) necessitate science-based solutions involving systems, organizations, and behavior. Unfortunately, I-O psychology is typically not at the table when legislation, science policy, and funding decisions are made. We will discuss a strategy to build an infrastructure to enhance science advocacy by SIOP.
Steve W. J. Kozlowski, Michigan State University, Chair
Ruth Kanfer, Georgia Institute of Technology, Panelist
Howard M. Weiss, Purdue University, Panelist
Debra A. Major, Old Dominion University, Panelist
Submitter: Steve Kozlowski, stevekoz@msu.edu
166. Symposium/Forum: 12:30 PM–2:20 PM Northwest 1
The Whos and Whys of Workplace Mistreatment
This symposium advances research on mistreatment in organizations by examining critical gaps in the workplace mistreatment literature. Research will be presented on weight/obesity, personality, and political party preference as predictors of incivility. A measure of instigator activities and intentions will be introduced and target’s appraisals of mistreatment will be explored.
Jennifer Rodriguez, Texas A&M University, Co-Chair
Kathi N. Miner-Rubino, Texas A&M University, Co-Chair
Katherine Wolford, Bowling Green State University, Michael T. Sliter, Bowling Green State University, Steve M. Jex, Bowling Green State University, Incivility and Weight: An Examination of the Relationship and Moderators
Alex Milam, University of Houston-Clear Lake, Rubina Hanif, National Institute of Psychology, Lisa M. Penney, University of Houston, Coralia Sulea, West University of Timisoara, Christiane Spitzmueller, University of Frankfurt/University of Houston, Workplace Ostracism: Does the Target’s Personality Make any Difference?
Jennifer Rodriguez, Texas A&M University, Kathi N. Miner-Rubino, Texas A&M University, Workplace Incivility and Occupational Stress During a National Political Election
Margaret S. Stockdale, Southern Illinois University-Carbondale, Krymese L. Frazier, Southern Illinois University-Carbondale, Construct Validity of the Sexually Harassing Activities Questionnaire
Jennifer Bunk, West Chester University, Erin Elyse Hammond, West Chester University, Jessica Ruane, West Chester University, Vicki J. Magley, University of Connecticut, Why Workplace Incivility Is Harmful: Appraisal and Sensitivity Matter
Submitter: Jennifer Rodriguez, jrodriguez@neo.tamu.edu
167. Interactive Posters: 1:00 PM–1:50 PM Astoria
I Get by With a Little Help From My...Mentor
Tammy Allen, University of South Florida, Facilitator
167-1 Managerial Promotability: The Roles of Supervisor Support and Mentoring Subordinates
This study of 197 managers examined whether career-related mentoring mediates the relationship between perceived supervisor support and promotability. Results indicate that supervisor support is positively related to a manager’s mentoring of direct reports, and mentoring is related to the manager’s promotability. There was limited support for mentoring as a mediator.
Sarah A. Stawiski, Center for Creative Leadership
William A. Gentry, Center for Creative Leadership
Laura M. Graves, Clark University
Jennifer J. Deal, Center for Creative Leadership
Marian N. Ruderman, Center for Creative Leadership
Todd J. Weber, University of Nebraska-Lincoln
Submitter: William Gentry, gentryb@ccl.org
167-2 Individual and Organizational Outcomes of Negative Mentoring Experiences
This study explores the relationship between negative mentoring experiences and organizational behaviors and physical symptoms, as moderated by trait hostility. Longitudinal data indicates that negative mentoring leads to OCB, CWB, and physical symptoms, moderated by trait hostility.
Subhadra Dutta, Central Michigan University
Kimberly E. O’Brien, Central Michigan University
Submitter: Kimberly O’Brien, obrie1ke@cmich.edu
167-3 The Relationship Between Negative Mentoring Experiences and Workplace Outcomes
This study explores the relationship between negative mentoring experiences and organizational justice and physical symptoms, as moderated by locus of control. Self-report surveys of 217 protégés in a longitudinal study found a buffering effect of locus of control on physical symptoms and distributive justice but not procedural justice.
Cynthia Reeves, Central Michigan University
Kimberly E. O’Brien, Central Michigan University
Submitter: Kimberly O’Brien, obrie1ke@cmich.edu
167-4 The Effect of Value Congruence on Mentoring Relationships and Outcomes
This study addressed how mentor/protégé similarity affects mentor support, mentor satisfaction, and protégé outcomes (organizational commitment, career success, and job satisfaction). Results indicated that perceived value similarity results in more psychosocial support also mentor satisfaction mediated between support and some outcomes variables. Other important results were also found.
Marcy Young Illies, College of Saint Benedict and Saint John's University
Roni Reiter-Palmon, University of Nebraska-Omaha
Submitter: Marcy Young Illies, myoungillies@csbsju.edu
168. Panel Discussion: 1:00 PM–2:20 PM Lake Michigan
All Aboard: Opportunities and Challenges Associated With Employee Onboarding
There has been growing interest among I-O psychologists in the design and implementation of employee onboarding programs. The purpose of this session is to provide an interactive forum for discussing the opportunities and challenges surrounding onboarding and the implications for advancing the science and practice of the field.
Jesse Erdheim, Federal Management Partners, Chair
Jessica L. Dzieweczynski, Federal Management Partners, Panelist
Jinyan Fan, Auburn University, Panelist
Autumn D. Krauss, Kronos Talent Management Division, Panelist
Dina M. Rauker, Korn/Ferry International, Panelist
April Jones Tate, Center for Veterinary Medicine, Panelist
Submitter: Jessica Dzieweczynski, jessicadzi@gmail.com
169. Symposium/Forum: 1:00 PM–2:20 PM Marquette
Performance Management Transformation: Systems, Process, and Practice Issues
Performance management systems are often seen as a central tool for facilitating strategic talent management practices and fostering positive, developmentally effective management behavior. Presenters in this symposium will discuss challenges, opportunities, and successes that have been realized through major transformations of performance management systems and processes.
Richard T. Cober, Marriott International, Chair
Adam S. Rosenberg, The Ritz-Carlton, Andrew J. Smith, Appalachian State University, Victoria A. Davis, Marriott International, Driving the Global Talent Pipeline Through Performance Management Strategy
Anjali Fox, PTC, 3 Cs of Performance at PTC
Allen M. Kamin, GE, GE’s Performance Management Process: You Think We Do What?
Steven T. Hunt, SuccessFactors, Implementing PM Technology: Best, Necessary, and Problem Practices
Paul E. Levy, University of Akron, Discussant
Submitter: Richard Cober, rich.cober@marriott.com
170. Posters: 1:00 PM–1:50 PM SE Exhibit Hall
Emotions/Emotional Labor/Exchange/Politics
170-1 Political Skill on the Perceived Victimization–Performance Relationship: Constructive Replication
It is theorized and tested that a negative social exchange process explains the link between perceived victimization in the work environment and job performance, and that political skills plays an important role as a critical moderator. Three constructive studies confirm the hypotheses of this study.
Jeffrey R. Bentley, State University of New York at Buffalo
Lisa V. Williams, State University of New York at Buffalo
Brooke A. Shaughnessy, State University of New York at Buffalo
Jun Yang, State University of New York at Buffalo
Submitter: Jeffrey Bentley, Bentley.Jeff@gmail.com
170-2 Negative Affect and Counterproductive Work Behavior: Roles of Arousal Level
This study inquires into the roles of negative affect in predicting counterproductive work behavior (CWB) targeting either individuals (CWBI) or an organization (CWBO). Through the application of a circumplex model of affect, findings support that high and low arousal negative affect are positively associated with CWBI and CWBO, respectively.
Yongjun Choi, University of Minnesota
Submitter: Yongjun Choi, choi0321@umn.edu
170-3 Influence of Personality and Politics on Performance
Using a social exchange framework, this project empirically tests how individual differences and environment factors influence workplace deviance. Results from a for-profit field sample suggest that employees with a positive self-assessment withheld productive efforts when they perceived their working environment to be political.
Brian J. Collins, University of Southern Mississippi
Submitter: Brian Collins, brian.collins@usm.edu
170-4 The Primacy of Perceiving Emotion Recognition and Emotional Labor
This study was conducted to clarify the meaning of emotion recognition (subcomponent of emotional intelligence) for performing emotional labor. In a 4-week study with N = 85 nurses and police officers, emotion recognition prevented workers performing emotional labor from losses in work engagement.
Myriam N. Bechtoldt, Goethe University
Irene E. de Pater, University of Amsterdam
Bianca Beersma, University of Amsterdam
Sonja Rohrmann, Goethe University
Submitter: Myriam Bechtoldt, bechtoldt@psych.uni-frankfurt.de
170-5 Getting Ahead, Emotional Intelligence, and Career Success
In a longitudinal study with 71 employees over 2 years, emotional intelligen
ce moderated both the getting ahead motive–income relationship and the getting ahead motive–perceived marketability relationship, giving empirical support to the social facilitator role of emotional intelligence. Implications and limitations are discussed.
Tassilo Momm, University of Bonn
Yongmei Liu, Illinois State University
Alexander Witzki, University of Bonn
Gerhard Blickle, University of Bonn
Submitter: Gerhard Blickle, gerhard.blickle@uni-bonn.de
170-6 Interpersonal Emotion Regulation in Leadership
Successful leaders influence their followers’ emotions in order to meet organizational goals. This paper presents development and validation of an interpersonal emotion regulation scale in leadership. The scale yields sufficient internal consistency, hypothesized factor structure, and is correlated with leaders’ self-reports of success in influencing others’ emotions and well-being.
Jessica Boltz, German Police University
Andrea Fischbach, German Police University
Submitter: Jessica Boltz, jessica.boltz@dhpol.de
170-7 Free to Hold Back? Autonomy, Emotional Labor, and CWB
We examined the moderating effect of autonomy on the relationship between emotional labor—assessed using O*NET data—and CWB. This relationship was positive for employees reporting low levels of autonomy and negative for high levels of autonomy. Results indicated that autonomy mitigates the negative impact of emotional labor.
Brian Srubar, University of Houston
Christopher T. Huynh, University of Houston
Kori Callison, University of Houston
Lisa M. Penney, University of Houston
Submitter: Kori Callison, koricallison@gmail.com
170-8 Explaining Work Outcomes With Trait Affect: A New Measure
This study provides support for using a measure of affective disposition based for selection and employee development. TAM, based on the V-A model of affect, was related to a number of work-related outcomes and explained variation in organization outcomes beyond the Big 5 personality dimensions.
Caitlin M. Cavanaugh, Indiana University-Purdue University, Indianapolis
David E. Caughlin, Portland State University
Dennis J. Devine, Indiana University-Purdue University Indianapolis
Submitter: Caitlin Cavanaugh, ccavanaugh2009@gmail.com
170-9 The Impact of Mood Pleasantness and Activation on Performance Evaluations
This study investigates the impact of mood on performance ratings of either average or overweight managers. Results revealed that individuals in pleasant moods rated overweight managers lower, whereas ratings from individuals in unpleasant moods were relatively consistent regardless of condition. Implications and future research directions are discussed.
Malissa A. Clark, Auburn University
Anne C. Bal, Wayne State University
Ludmila Zhdanova, Wayne State University
Boris B. Baltes, Wayne State University
Submitter: Malissa Clark, clarkm@auburn.edu
170-10 Pride in Service Work
This study among a sample of 143 clerks uses a 3-week longitudinal design examining the mediating role of service workers’ authentic pride on the basis of the current state of emotional labor research. It is found that customers’ service appreciation enhances service workers’ authentic pride, which again benefits work engagement.
Andrea Fischbach, German Police University
Catharina Decker, German Police University
Submitter: Catharina Decker, catharina.decker@dhpol.de
170-11 Identifying and Assessing Leader Emotion Management Dimensions
Existing leadership frameworks do not fully capture or delineate the components of emotion management. This paper describes the process leading to the identification of 8 leader emotion-management dimensions, the development of a tool to measure these dimensions, and the initial results of our validation process.
Heather M. Mullins, George Mason University
Kate LaPort, George Mason University
Eric Weis, George Mason University
Gia Dirosa, George Mason University
Submitter: Gia DiRosa, gia.dirosa@gmail.com
170-12 Emotional Labor and Job Satisfaction: A Meta-Analysis
This meta-analysis attempts to establish a relationship between emotional labor and job satisfaction. The “acting” that takes place during emotional labor is found correlated to negative work-related outcomes like job satisfaction. Results indicate a negative relationship between emotional labor and job satisfaction. A potential moderator is also investigated.
Cara L. Fay, University of Texas at Arlington
Submitter: Cara Fay, cara.fay@mavs.uta.edu
170-13 Mood Effects on Resource Allocation Decisions
This study examines how an individual’s current mood interacts with project incentives and impacts the decision to allocate additional resources to an ongoing project. Results indicate that positive mood states increase the likelihood of additional resource allocation to an ongoing project and moderates the impact of projected payout patterns.
Lisa M. Victoravich, University of Denver
Paul Harvey, University of New Hampshire
Submitter: Paul Harvey, paul.harvey@unh.edu
170-14 How Culture Shapes Effects of Up-Regulated Happiness on Prosocial Behaviors
In this paper, a theoretical model is developed of how culture influences the relation between one person’s up-regulated happiness and another person’s prosocial behaviors. It suggests that people from different cultures make different inferences about trustworthiness from up-regulated happiness, which in turn has consequences for prosocial behaviors.
Ivona Hideg, University of Toronto
Submitter: Ivona Hideg, ivona.hideg07@rotman.utoronto.ca
170-15 An Examination of Subliminal Influence on Task Satisfaction and Performance
This investigation revealed that subliminally presented emotion words impacted felt affect, task satisfaction, and performance on a proofreading task and, to a less consistent degree, on creative tasks. Results indicated that these effects still held when participants were aware that they would be exposed to subliminal stimuli.
Xiaoxiao Hu, George Mason University
Seth A. Kaplan, George Mason University
Submitter: Xiaoxiao Hu, xiaoxiaohu.pku@gmail.com
170-16 Income, Personality, and Subjective Economic Well-Being: Genetic and Environmental Influences
The relationships among income, personality (core self-evaluations), and subjective economic well-being (SEWB) were examined. We find genes and unique environmental factors explain the relationship between personality and SEWB for men and women. Income and SEWB are related only for men; this relationship is due purely to overlapping unique environmental factors.
Michael J. Zyphur, The University of Melbourne
Wen-Dong Li, National University of Singapore
Zhen Zhang, Arizona State University
Richard D. Arvey, National University of Singapore
Submitter: Wen-Dong Li, oceanbluepsy@gmail.com
170-17 Strategic Emotional Display
The study explored an underresearched influence tactic, strategic emotional display. It was found that individuals who use positive emotions in social influence enhanced their access to network resources and career prospectus, and those who use negative emotions in social influence eroded their network resources and hindered career-growth potential.
Yongmei Liu, Illinois State University
Jun Liu, Renmin University of China
Longzen Wu, Hong Kong Baptist University
Submitter: Yongmei Liu, yliu2@ilstu.edu
170-18 The Temporal Dynamics of Emotions Within a Workday
Using the day reconstruction method, an alternative to experience sampling methodology, we examine how emotions fluctuate within 1 workday. Data revealed that negative emotions increased over time. This effect was exacerbated by Neuroticism but independent of the number of hours worked and job satisfaction.
Jae Yoon Chang, Sungshin Women’s University
Allison Cook, Texas A&M University
Stephanie C. Payne, Texas A&M University
Submitter: Stephanie Payne, scp@tamu.edu
170-19 Too Much of a Good Thing? Emotional Intelligence and Performance
We relook at the relationship between emotional intelligence and performance by testing for curvilinear effects. We evaluate the moderating role of job context in this relationship. We test our theory in a sample of 303 part-time MBA students. We find support for our hypotheses.
Sheetal Singh, Morgan State University
Submitter: Sheetal Singh, sheetalkapoor@hotmail.com
170-20 Positive Workplace Interactions Scale: Examining a Model of Emotional Labor
This study examines positive events in the role of emotional labor, part of the model of emotional labor that has been previously ignored. We develop a scale on positive events and test the role of these events in emotional labor, including employee outcomes.
Michael T. Sliter, Bowling Green State University
Scott A. Withrow, Bowling Green State University
Steve M. Jex, Bowling Green State University
Submitter: Michael Sliter, msliter@bgnet.bgsu.edu
170-21 The Role of Intrinsic Motivation in the Emotional Labor Process
Emotional labor is examined in the context of long-term care work. With tests of conditional indirect effects, emotional labor strategies are separately tested as potential mediators of the association between perceived emotional demands and job satisfaction; in addition, the moderating role of intrinsic motivation is assessed.
Justin M. Sprung, Bowling Green State University
Michael A. Daniels, Bowling Green State University
Jennifer Z. Gillespie, Bowling Green State University
Cheryl Conley, Alzheimer’s Association, NW Ohio Chapter
Submitter: Justin Sprung, justinsprung@hotmail.com
170-22 Misperception of Emotion in E-mail: Effects of Gender and Status
This study provides a test of propositions put forth in Byron’s (2008) model of emotional misperception in e-mail. Sender status and gender were manipulated and exhibited interactive effects on perceived emotion of the sender. Trait affect of the reader also predicted perceived emotion. Implications for Byron’s (2008) model are discussed.
Erin M. Richard, Florida Institute of Technology
Chaunette M. Small, Florida Institute of Technology
Bianca Trejo, Florida Institute of Technology
Submitter: Elizabeth Steinhauser, esteinha@my.fit.edu
170-23 The Influence of Anger Appraisals on Ethical Decision Making
Higher order cognitive processes, including ethical decision making (EDM), are influenced by the experiencing of anger. However, the mechanisms by which anger influences EDM have not been investigated. Two appraisal dimensions of anger (goal obstacle vs. certainty) were manipulated in this study. Results suggest that appraisals of certainty disrupt EDM.
Chase E. Thiel, University of Oklahoma
Shane Connelly, University of Oklahoma
Jennifer A. Griffith, University of Oklahoma
James Johnson, University of Oklahoma
Zhanna Bagdasarov, University of Oklahoma
Submitter: Chase Thiel, cm.thiel@yahoo.com
170-24 Employee Displays and Customer Disposition: Predicting Customer Satisfaction and Tips
Although service with a smile garners customer satisfaction, it is unclear whether customers influence their own satisfaction. Restaurant customers surveyed following a dining experience reported more satisfaction with friendly servers and gave higher tips when satisfied with the service encounter. Customer Agreeableness predicted satisfaction, whereas negative affect negatively impacted tips.
Sharmin Spencer Tunguz, DePauw University
Lindsay Riggs, Elmhurst College
Jessie Searles, DePauw University
Submitter: Sharmin Tunguz, sharmintunguz@depauw.edu
170-25 Dynamic Person X Situation Interactions Among Affect, Difficulty and Performance
State affect and performance were measured over time in an easy or difficult air traffic control simulation. Effects of state affect were moderated by task difficulty and trait affect. Findings showed that trait positive affect can sometimes be detrimental, whereas trait negative affect can sometimes be beneficial for performance.
Gillian B. Yeo, University of Western Australia
Elisha Frederiks, University of Queensland
Andrew F. Neal, University of Queensland
Submitter: Gillian Yeo, gillian.yeo@uwa.edu.au
170-26 Political Skill, Emotion Regulation Ability, and Performance in Enterprising Activities
The study compares the validities of political skill (PS) and emotion regulation ability (ERA) in the prediction of job performance. We proposed that PS’s predictability of job performance becomes stronger as enterprising job demands increase and that such predictability is stronger than ERA. Both hypotheses were supported.
Gerhard Blickle, University of Bonn
Tassilo Momm, University of Bonn
Yongmei Liu, Illinois State University
Rabea Haag, University of Bonn
Gesine Meyer, University of Bonn
Katharina Weber, University of Bonn
Ricarda Steinmayr, University of Heidelberg
Submitter: Gerhard Blickle, gerhard.blickle@uni-bonn.de
170-27 A Policy-Capturing Study of Reactions to Customer Service Failures
We manipulated a set of situational factors to examine customers’ reactions to service failure and recovery using a policy-capturing methodology. Results indicate that apologies, material compensation, and attributions of causality have the strongest impact on reactions. Further, the effect of apology was moderated by the customer’s level of negative affect.
Michael S. Lamm, The College of New Jersey
Jason Dahling, The College of New Jersey
Mindi Thompson, University of Wisconsin-Madison
Submitter: Jason Dahling, dahling@tcnj.edu
170-28 Leading for Creativity: The Moderating Role of Job Resources
In this study, we examined the relationship between leader–member exchange and creativity with a sample of 144 employees of a high-tech company. We examined whether 2 prominent job characteristics, namely job autonomy and idea support, moderate the relationship. Findings yield support for moderation effects.
Judith Volmer, University of Erlangen
Daniel Spurk, University Erlangen
Cornelia Niessen, University of Konstanz
Submitter: Judith Volmer, judith.volmer@sozpsy.phil.uni-erlangen.de
170-29 The Costs of Mistaking E-Mail for Easy Mail
E-mail is a predominant organizational communication medium but is particularly susceptible to conflict. Using an experimental design (N = 475), we tested existing theory and found that diminished feedback, lengthier e-mails, and excess attention elicited unfavorable responses. Facets of the viewer’s personality (Agreeableness, Conscientiousness), however, moderated many of these effects.
Eleanor M. Waite, University of Houston
Robert W. Stewart, University of Houston
Aleksandra Luksyte, University of Houston
Derek R. Avery, Temple University
Submitter: Eleanor Waite, lenniewaite@gmail.com
171. Symposium/Forum: 1:30 PM–2:50 PM Boulevard AB
What Do You Mean by That? Culture, Gender, and Evaluations
Job-irrelevant discrimination is a serious, ongoing problem in employment decisions. In this symposium, person-perception bases for bias in employment decisions are demonstrated and carefully described in both lab and field settings. Attempts are made to reduce discrimination through direct interventions and decision-making procedures.
Kathlyn Y. Wilson, Delaware State University, Chair
Julie J. Lamer, Florida International University, Robert G. Jones, Missouri State University, John W. Fleenor, Center for Creative Leadership, D. Wayne Mitchell, Missouri State University, Do Expatriates Change or Bring Their Biases With Them?
Kathlyn Y. Wilson, Delaware State University, Bobby D. Naemi, Educational Testing Service, An Analysis of Supervisors’ Written Comments and Performance Ratings
Joel T. Nadler, Southern Illinois University-Edwardsville, Margaret S. Stockdale, Southern Illinois University-Carbondale, Gender Bias in Workplace Appraisals: Role Congruity and Confirmation Bias
Juliet Aiken, University of Maryland, Duality of Bias: Predictors of Racial Bias in Interview Evaluations
Paul J. Hanges, University of Maryland, Discussant
Submitter: Kathlyn Wilson, kwilson@desu.edu
172. Symposium/Forum: 1:30 PM–2:50 PM Boulevard C
Does Specificity Matter? Advantages of Broad Versus Narrow Traits
Personality can be measured in a broad or narrow manner, with implications for validity for a variety of organizational and individual outcomes. Four studies provide unique pieces of information for the “specificity matching” puzzle in the personality literature.
Sang Eun Woo, Purdue University, Co-Chair
Brian S. Connelly, University of Toronto, Co-Chair
Sang Eun Woo, Purdue University, Oleksandr Chernyshenko, Nanyang Technological University, Openness Facets Predict Various Behavioral Outcomes Beyond a General Factor
Kelly Scherer, Purdue University, James M. LeBreton, Purdue University, Psychopathy: Predicting Counterproductive Work Behavior Above the Big Five Traits
Jing Jin, University of Illinois at Urbana-Champaign, Sang Eun Woo, Purdue University, Predicting College Students’ Academic Performance: Contextualization, Facets, and Compound Traits
Luye Chang, University of Connecticut, Brian S. Connelly, University of Toronto, Alexis A. Geeza, Montclair State University, A Meta-Analysis of Personality’s Predictive Power: Traits, Methods, or Metatraits?
Frederick L. Oswald, Rice University, Discussant
Submitter: Sang Eun Woo, sewoo@psych.purdue.edu
173. Panel Discussion: 1:30 PM–2:50 PM Continental A
Leveraging Technology to Deliver Assessments: Addressing the Challenges
Technology is strongly influencing the kinds of assessment tools used by organizations and how these tools are developed and administered while creating new opportunities and new challenges to effective assessment practice. Panelists will address questions on how to best address the serious challenges to sound assessment created by technology.
Seymour Adler, Aon Consulting, Chair
Sandra Hartog, Sandra Hartog & Associates/Fenestra, Inc, Panelist
Eugene Burke, SHL Group Ltd., Panelist
Brian J. Ruggeberg, Aon Consulting, Panelist
Adam B. Malamut, Marriott International, Inc., Panelist
Michael J. Zickar, Bowling Green State University, Panelist
Submitter: Seymour Adler, Seymour_Adler@Aon.com
174. Panel Discussion: 1:30 PM–2:50 PM Continental C
Understanding the Impact of an Aging Workforce on Employees/Organizations
The baby boom generation represents the largest cohort to approach retirement. Because it is far larger than any generation before or since, its impact on the workplace over the next several decades could be significant. This panel discussion examines the problems and potential of late career workers.
Jerry W. Hedge, RTI International, Chair
Arlene P. Green, Frito-Lay, Inc, Panelist
Arthur Gutman, Florida Institute of Technology, Panelist
Ute-Christine Klehe, University of Amsterdam, Panelist
Cheryl J. Paullin, HumRRO, Panelist
Lori Foster Thompson, North Carolina State University, Panelist
Submitter: Jerry Hedge, jerwhedge@aol.com
175. Panel Discussion: 1:30 PM–2:50 PM Lake Erie
No PhD? No Problem. What I-O Job Seekers Really Need
Those pursuing or recently having obtained a master’s degree in I-O psychology may feel at a disadvantage to their PhD counterparts when seeking employment. The purpose of this panel session is to discuss the experiences and skills necessary for job seekers to differentiate themselves in a competitive job market.
Nate Studebaker, pan, Chair
David Hamill, Transportation Security Administration, Panelist
Ivan Kulis, Fannie Mae, Panelist
Adam Vassar, Hogan Assessment Systems, Panelist
Evan White, Sears Holdings Corporation, Panelist
Submitter: Nathan Studebaker, nathan.k.studebaker@gmail.com
176. Roundtable Discussion/Conversation Hour: 1:30 PM–2:50 PM Lake Huron
Is Work–Life Balance Reality or Myth? Research and Lessons Learned
The session prompts dialogue among scholars, practitioners, and members about work–life balance and how current evidence relates to the real world. Experts will share research evidence, personal stories, and strategies so that attendees may advance their own coping skills and develop meaningful research questions.
Julie Holliday Wayne, Wake Forest University, Host
Donna Chrobot-Mason, University of Cincinnati, Host
Lorrina J. Eastman, Bank of America, Host
Alison C. Mallard, HRCatalyst, Inc., Host
Jeffrey H. Greenhaus, Drexel University, Host
Melenie Lankau, Wake Forest University, Host
Submitter: Julie Wayne, waynej@wfu.edu
177. Panel Discussion: 1:30 PM–2:50 PM Lake Ontario
Putting It All Together: Real-World Applications of Synthetic Validity
Despite synthetic validity’s potential for overcoming barriers that limit traditional, criterion-related validation in organizations, it has not enjoyed widespread adoption. This session will provide a forum for attendees to learn from experienced practitioners about the application of these techniques and to promote greater understanding of their advantages and potential benefits.
Jeffrey D. Facteau, PreVisor, Chair
Robert I. Driggers, Capital One, Panelist
Martha E. Hennen, United States Postal Service, Panelist
Jeff W. Johnson, Personnel Decisions Research Institutes, Panelist
Lia M. Reed, United States Postal Service, Panelist
Amy Powell Yost, Capital One, Panelist
Submitter: Jeffrey Facteau, jfacteau@previsor.com
178. Community of Interest: 1:30 PM–2:50 PM PDR 2
The Employment Interview: Best Practices and Potential Pitfalls
Michael A. Campion, Purdue University, Host
Allen I. Huffcutt, Bradley University, Host
Matisha D. Montgomery, U.S. Office of Personnel Management, Coordinator
179. Panel Discussion: 1:30 PM–2:50 PM Waldorf
I-O Psychology for Dummies: How to Explain What We Do
This panel discussion examines the foundation of I-O psychology’s professional identity. Panelists will address challenges that we, as I-O psychologists, have faced in succinctly and effectively describing our profession. A discussion of solutions to this dilemma and ideas for a cohesive description of our field will complete the session.
Brian Katz, Securities and Exchange Commission, Chair
Mark D. Mazurkiewicz, PDRI, Co-Chair
Samantha A. Ritchie, PDRI, Co-Chair
Irwin L. Goldstein, University System of Maryland, Panelist
Eric D. Heggestad, University of North Carolina-Charlotte, Panelist
Elizabeth B. Kolmstetter, Director of National Intelligence, Panelist
Paul M. Muchinsky, University of North Carolina-Greensboro, Panelist
Douglas H. Reynolds, Development Dimensions International (DDI), Panelist
Submitter: Diana Sanchez, Diana.Sanchez@pdri.com
180. Friday Seminars: 1:30 PM–4:30 PM Williford A
Earn 3 CE credits for attending. Preregistration required.
The Relevance and Viability of Subconscious Goals in the Workplace
This seminar will focus on the role of subconscious goals in predicting workplace outcomes. Specifically, 2 leading scholars in the field of motivation will discuss the relevance and viability of subconscious goals in the field of I-O psychology, particularly the implications for job performance and fairness in the workplace.
Gary P. Latham, University of Toronto, Presenter
Edwin A. Locke, University of Maryland, Presenter
Ozgun Bu Rodopman, Bogazici University, Coordinator
Submitter: Ozgun Rodopman, burcu.rodopman@boun.edu.tr
181. Symposium/Forum: 1:30 PM–2:50 PM Williford C
Globalization of I-O: Some Current (Troublesome?) Professional Practice Issues
As more I-Os practice overseas or with multinationals, U.S.-trained practitioners must adapt their knowledge and tools to non-U.S. situations. Panelists will discuss lessons learned in global selection, assessment, leadership development, and employee surveys, as well as how to best serve the needs of clients and future practitioners.
Allen I. Kraut, Baruch College/Kraut Associates, Chair
Nancy T. Tippins, Valtera, Testing and Assessment in a Global Environment
William C. Byham, Development Dimensions International, Globalization of I-O: Experiences in Management Assessment Centers
Mary Plunkett, Heineken, Elizabeth J. Weldon, China Europe International Business School, Perspectives on Leadership Development Globally
Jeffrey A. Jolton, Kenexa, Executing (and Surviving) Engagement Surveys Around the Globe
Kyle Lundby, Valtera, Discussant
Submitter: Allen Kraut, allenkraut@aol.com
182. Symposium/Forum: 2:00 PM–2:50 PM Continental B
Innovations in Mitigating Faking on Personality Assessments
The impact of faking on personality inventories continues to be debated, and researchers have responded to calls for innovations in techniques to mitigate faking. This symposium presents novel approaches, including warnings regarding moral suasion, comparison of keying techniques, and new test delivery modes.
Tracy Kantrowitz, PreVisor, Chair
Angelica Uruena, Wilfrid Laurier University, Chet Robie, Wilfrid Laurier University, Effects of Warnings and Moral Suasion on the Big Five
Donald R. Scott, Development Dimensions International, Evan F. Sinar, Development Dimensions International, Empirically Keying Personality Scales to Reduce Faking in Applied Settings
Tracy Kantrowitz, PreVisor, Chet Robie, Wilfrid Laurier University, Estimates of Faking on Computer Adaptive and Static Personality Assessments
Neil D. Christiansen, Central Michigan University, Discussant
Submitter: Tracy Kantrowitz, tkantrowitz@previsor.com
183. Symposium/Forum: 2:00 PM–2:50 PM International Ballroom South
Telework and Organizational Outcomes: The Impact on Various Stakeholders
This symposium presents 3 empirical studies that examine the impact of telework within the workgroup. Results support that the teleworker him/herself, coworkers of teleworkers, and teleworking subordinates of offsite managers experience the impact of telework through various outcomes (e.g., job satisfaction, workload, turnover intent) and should be considered telework stakeholders.
Valerie J. Morganson, Old Dominion University, Co-Chair
Beth A. Heinen, ICF International, Co-Chair
Rebecca J. Thompson, Texas A&M University, Allison Cook, Texas A&M University, Stephanie C. Payne, Texas A&M University, Jaime B. Henning, Eastern Kentucky University, Does “Why” Matter: Uncovering Reasons for Telework and Their Effects
Tomika W. Greer, Texas A&M University, Stephanie C. Payne, Texas A&M University, Ann H. Huffman, Northern Arizona University, Jaime B. Henning, Eastern Kentucky University, Jennifer L. Rasmussen, Texas A&M University, The Untold Story: The Impact of Teleworking on Nonteleworkers
Valerie J. Morganson, Old Dominion University, Gene K. Johnson, Dell, Kerry McLennan, Dell, Exploring the Interaction of Manager Work Arrangement and Telework Attitudes
Timothy Golden, Rensselaer Polytechnic Institute, Discussant
Submitter: Valerie Morganson, Vmorgans@odu.edu
184. Special Events: 2:00 PM–2:50 PM Joliet
A Conversation With the SIOP Leadership
Come meet with the SIOP leadership to discuss various organizational issues as well as to get answers to your questions about SIOP activities. Topics will include the possible SIOP new book series, SIOP’s federal advocacy, discussions with APS, and progress on the Alliance for Organizational Psychology.
Eduardo Salas, University of Central Florida, Host
Kurt Kraiger, Colorado State University, Host
Adrienne J. Colella, Tulane University, Host
Submitter: Eduardo Salas, esalas@ist.ucf.edu
185. Panel Discussion: 2:00 PM–2:50 PM Northwest 5
Industry Spotlight: Applying I-O to the Military
This “industry spotlight” examines the critical role I-O psychology plays in the military. A diverse panel of I-O researchers and practitioners will discuss their work in the military environment, challenges faced, and future needs in the industry. Applications of I-O topics including performance assessment, retention, and training will be examined.
Andrea Amodeo, Aptima, Inc., Chair
Fred A. Mael, Mael Consulting and Coaching, Panelist
Winston Bennett, Training Research Laboratory, Panelist
Gerald F. Goodwin, U.S. Army Research Institute, Panelist
Elizabeth H. Lazzara, University of Central Florida, Panelist
Submitter: Andrea Amodeo, amodeo29@hotmail.com
186. Posters: 2:00 PM–2:50 PM SE Exhibit Hall
Withdrawal/Absence/Turnover/Retention/Job Analysis/Competency Modeling/Job Design/Human Factors/Ergonomics
186-1 Beyond Leadership: Coworker Influence on Motivation and Intent to Stay
This study examines coworker influence on motivation and intent to stay. Although prior research has focused more on the impact of leaders, we find coworkers exert a unique effect beyond 2 sources of leadership support on these outcomes. Job status moderates the relationship between coworker relations and intent to stay.
Tessa Basford, George Washington University
Lynn R. Offermann, George Washington University
Submitter: Tessa Basford, tbasford@gwmail.gwu.edu
186-2 Turnover in Dirty Work: A Focus on Individual Characteristics
Applying social identity theory and conservation of resources theory, we identified individual-level predictors relevant to dirty work turnover. We examined whether differences in access to job information prior to hire, career commitment, expectation of impact, negative affectivity, and maladaptive coping style were related to turnover of animal shelter employees with euthanasia responsibilities.
Erika A. Carello, University of North Carolina Charlotte
Steven G. Rogelberg, University of North Carolina Charlotte
Brittany O’Neal, University of North Carolina Charlotte
Submitter: Erika Carello, ecarello@uncc.edu
186-3 Self-Enhancement Motives and Turnover Intention
We studied 3-way interactions of self-enhancement motives, group efficacy, and directive leadership on turnover intention in 2 separate samples with trait activation theory and conservations of resources framework. The 3-way hypothesis was generally supported.
Won-Woo Park, Seoul National University
Sangyun Kim, Seoul National University
Jung Rak Choi, Seoul National University
Submitter: Jung Rak Choi, choijrock@paran.com
186-4 Commitment Profiles and Turnover Intentions of Dissatisfied Employees
Five facets of job satisfaction and 4 commitment profiles were utilized to examine why dissatisfied employees do not intend to quit their organization. Data from 5,620 employees showed that highly committed profiles reported the least intention to quit for all job facets. Differences among other profiles are discussed.
Soner Dumani, University of South Florida
Zeynep Aycan, Koc University
Zahide Karakitapoglu Aygun, Bilkent University
Submitter: Soner Dumani, sdumani@mail.usf.edu
186-5 Everybody Is Doing It: Role Overload and Supplication
In our research, supplication is viewed as a stress reaction, an impression management tactic resulting from role overload. As hypothesized, role overload had a direct positive effect on supplication, leading to turnover intentions only when a mismatch between one’s use of supplication and perceptions of a culture of supplication exists.
Angela Wallace, University at Buffalo, SUNY
Vickie Co Gallagher, Cleveland State University
Robyn L. Brouer, Hofstra University
Submitter: Vickie Gallagher, v.c.gallagher@csuohio.edu
186-6 Social Coping as a Response to Perceived Discrimination
We examined the association between social coping in response to perceived discriminatory treatment and withdrawal behaviors. We further studied how this relationship was moderated by core self-evaluations. We found that participants who reported high social coping and low core self-evaluations were more likely to withdraw from work.
Maria Fernanda Garcia, University of Texas at El Paso
Mary Triana, University of Wisconsin-Madison
Submitter: Maria Garcia, fgarcia6@utep.edu
186-7 Do Perceived Alternatives Moderate the Job Satisfaction–Turnover Intention Relationship
This study examined whether a 5-dimensional measure of perceived job alternatives (Employment Opportunity Index; Griffeth et al., 2005) moderated the job satisfaction–turnover intention relationship. Results revealed that 4 job alternative dimensions—desirability of movement, job mobility, networking, ease of movement—interacted with satisfaction to predict turnover intentions.
Allison N. Tenbrink, Ohio University
Anastasia L. Milakovic, Ohio University
David D. Fried, Ohio University
Kristina C. Karns, Ohio University
Rodger W. Griffeth, Ohio University
Submitter: Rodger Griffeth, griffeth@ohio.edu
186-8 Extending Job Embeddedness: An Application of Social Network Theory
This investigation extends job embeddedness theory on why people stay by integrating social network and turnover theories, we found that network constraint, social capital, normative pressures, and defecting links explained additional variance in quit propensity beyond “links”—or the number of workplace and community relationships.
Peter W. Hom, Arizona State University
Kristie Rogers, Arizonia State University
David G. Allen, University of Memphis
Mian Zhang, Tsinghua University
Hailin Helen Zhao, Hong Kong Polytechnic University
Cynthia Lee, Hong Kong Polytechnic University/Northeastern University
Submitter: Cynthia Lee, c.lee@neu.edu
186-9 The Role of Scheduling Consistency Preferences on Workplace Outcomes
Nonstandard schedules and rotating shifts have been related to various negative workplace outcomes. This study builds on past research by taking a discrepancy theory approach to examining the effects of actual and preferred schedule consistency on fairness, intent to quit, and perceived mobility.
Ariel Lelchook, Wayne State University
James E. Martin, Wayne State University
Submitter: Ariel Lelchook, alelchook@wayne.edu
186-10 Exit Surveys: Evaluation of an Alternative Approach
Exit surveys provide valuable information for organizations, but obtaining data from exiting personnel is challenging. This study demonstrates the effectiveness of using alternative sources of information, such as peers, supervisors, and human resource specialists, to capture the reasons individuals are leaving the organization.
Elizabeth M. Lentz, PDRI
Chris Kubisiak, PDRI
Peter Legree, U.S. Army Research Institute for the Behavioral and Social Sciences
Kristen Horgen, PDRI
Mark C. Young, U.S. Army Research Institute for the Behavioral and Social Sciences
Jacob E. Sauser, George Mason University
Trueman Tremble, U.S. Army Research Institute for the Behavioral and Social Sciences
Submitter: Elizabeth Lentz, elizabeth.lentz@pdri.com
186-11 The Evaluation and Effects of Workplace Shock Experiences
This study was conducted to examine the evaluation and effects of a negative workplace event. Approximately 200 registered nurses reported on a significant negative work event. Perceived justice regarding the event predicted image compatibility, which in turn predicted turnover intention. Job embeddedness also influenced intent to leave the organization.
Ashley Rittmayer Hanks, Rice University
Margaret E. Beier, Rice University
Submitter: Ashley Rittmayer Hanks, rittmayer@rice.edu
186-12 Customer Satisfaction as a Mediator of the Turnover-Performance Relationship
We examined the influence of unit-level voluntary and involuntary turnover rates on customer satisfaction and financial performance utilizing time-lagged data obtained from 46 regional offices of a temporary help services firm. We found that customer satisfaction mediated the relationship between turnover rates of full-time staff and unit-level financial performance.
Mahesh V. Subramony, Northern Illinois University
Brooks C. Holtom, Georgetown University
Submitter: Mahesh Subramony, msubramony@niu.edu
186-13 Effects of Manager’s Attitudes on Employee Turnover Intentions
Extant research has not examined how work-unit-level (i.e., meso-level) factors influence the relationship between employee job satisfaction and turnover intentions. Using hierarchical linear modeling, our study examined the influence of mangers’ job satisfaction and turnover intentions on the relationship between employee job satisfaction and turnover intentions.
Brian Flynn, Auburn University
Alan G. Walker, Auburn University
Stanley G Harris, Auburn University
Submitter: Alan Walker, agw0006@auburn.edu
186-14 Empowered Yet Leaving: It Is All About Power Distance
This research looked at individual-level power distance as a boundary condition for the relationship between psychological empowerment and turnover. The results indicated that empowerment was associated with decreased voluntary turnover for individuals low on power distance and increased voluntary turnover for individuals high on power distance.
Morgan Wilson, University of Illinois at Chicago
Sandy J. Wayne, University of Illinois at Chicago
Anjali Chaudhry, Saint Xavier University
Submitter: Morgan Wilson, mwilso2@uic.edu
186-15 Evaluation of a Fatigue Countermeasure Training Program for Shiftworkers
This research evaluated a comprehensive fatigue countermeasure training program for shiftworkers using a theoretically grounded taxonomy of training criteria to assess learning across multiple domains. In addition, alternative evaluation strategies were utilized to improve traditional pretest–posttest designs and provide convergent evidence of training effectiveness.
Erica L. Hauck, Kenexa
Katrina E. Bedell Avers, Federal Aviation Administration
Joy Banks, Federal Aviation Administration
Lauren V. Blackwell, Oak Ridge National Lab, Department of Energy
Lori Anderson Snyder, University of Oklahoma
Submitter: Erica Hauck, Erica.Hauck@kenexa.com
186-16 Speaking Up in the Operating Room Increases Clinical Team Performance
Speaking up—questioning or clarifying a current procedure—has been said to be essential for preventing medical harm. By examining speaking up, teamwork behavior, and performance during anesthesia inductions, we found that speaking up (a) predicted clinical performance, (b) was a consistent behavior, and (c) elicited further team coordination actions.
Michaela Kolbe, ETH Zurich
Michael J. Burtscher, ETH Zurich
Johannes Wacker, Klinik Hirslanden Zurich
Bastian Grande, University Hospital Zurich
Donat R. Spahn, University Hospital Zurich
Gudela Grote, ETH Zurich
Submitter: Michaela Kolbe, mkolbe@ethz.ch
186-17 Driving Mental Models as a Predictor of Crashes and Tickets
The purpose of this study was to assess the efficacy of mental models as a predictor of driving outcomes. As hypothesized, mental models provided incremental validity in the prediction of driving outcomes beyond commonly used predictors in this domain, namely, exposure factors, demographic variables, general mental ability, and personality.
Gonzalo J. Muñoz, Texas A&M University
Ryan M. Glaze, Texas A&M University
Winfred Arthur, Texas A&M University
Steven Jarrett, Texas A&M University
Jennifer N. McDonald, Texas A&M University
Submitter: Gonzalo Muñoz, gmunoz@tamu.edu
186-18 False Reporting and Training Transfer Effect on Job Analysis Ratings
Job analysis serves as the cornerstone for critical organizational practices and processes (e.g., choice of selection tool), yet little research has studied the impact of response bias on job analysis ratings and outcomes. This study demonstrates that biased SME ratings can impact job analysis data and outcomes.
Damon Drown, Portland State University
Joy Kovacs, Kronos, Inc.
Ryan P. Robinson, Kronos Inc.
Jay H. Steffensmeier, Kronos, Inc.
Submitter: Damon Drown, ddrown@pdx.edu
186-19 Back to Basics: Who Should Complete KSAO-Task Linkages?
This study was conducted to determine whether incumbents, managers, or job analysts provide more reliable KSAO-task linkage ratings. The study contributes to limited research on this topic by comparing the reliability of linkages conducted by different raters, in an unexplored career field, using a 3-point rating scale.
Tara Myers, American Institutes for Research
Cheryl Hendrickson, American Institutes for Research
Sarah N. Gilbert, American Institutes for Research
Andrew C. Loignon, American Institutes for Research
Dwayne G. Norris, American Institutes for Research
Nancy Matheson, American Institutes for Research
Ruth Willis, U. S. Naval Research Laboratory
Submitter: Sarah Gilbert, sgilbert@air.org
186-20 A Theoretical Framework for Evaluating the Congruency of Organizational Practice
This paper proposes a framework for evaluating the congruency of organizational practices, based on components of the lens model (Brunswick, 1952), applying the framework performance appraisal, and job descriptions. The goal is to present a framework for practitioners to consider when implementing or experiencing issues with a practice.
Sean Robinson, Ohio University
Allison N. Tenbrink, Ohio University
Rodger W. Griffeth, Ohio University
Submitter: Rodger Griffeth, griffeth@ohio.edu
186-21 Identifying Critical Competencies Within Job Families: A Data-Driven Approach
This study used data-driven best practices to identify the most critical competencies for 3 job families: managers and executives, sales, and administrative and clerical. Although subject-matter experts rated 4 competencies as critical across the 3 job families, other competencies were unique to each job family.
Ashley E. J. Palmer, Hogan Assessment Systems
Stephen Nichols, Hogan Assessment Systems
Lauren N. Robertson, University of Tulsa
Submitter: Ashley Johnson, ajohnson@hoganassessments.com
186-22 To Weight or Not to Weight? Job Analysis Considerations
This study examined the impact of weighting job analysis results to account for response biases and differences in respondent perspectives for the MCAT content validity study. The paper makes recommendations for future high-stakes job analyses on how to determine whether weighting is necessary through a 3-step analytic process.
Lorin M. Mueller, American Institutes for Research
Amanda R. Shapiro, DCI Consulting
Hailey A. Herleman, Kenexa
Dana M. Glenn-Dunleavy, Association of American Medical Colleges
Scott H. Oppler, Association of American Medical Colleges
Submitter: Lorin Mueller, lmueller@air.org
186-23 Success Profile Analyses Across Job Families at a Corporation
This study was conducted to identify a success profile, focusing on both competency models and organizational fit facets, for a large corporation using multiple levels of both participants and data collection methods. Several organizational-fit facets significantly differed according to job family. Potential causes are discussed.
Charles Gerhold, Scotts Miracle-Gro
Kathryn G. VanDixhorn, Wright State University
C. Barr Hill, Scotts Miracle-Gro
Submitter: Kathryn VanDixhorn, vandixhorn.2@wright.edu
186-24 Only Incumbent Raters in O*NET? Yes! Oh No!
An evaluation of O*NET revealed questions about the viability of imputing job descriptor data usually provided by analysts (KSAs) on the basis of incumbent task ratings. Examining multiple imputations, we conclude that imputed and existing ratings are not equivalent, and incumbent data is not superior to analyst data for imputations.
Philip T. Walmsley, University of Minnesota
Michael W. Natali, University of Minnesota
John P. Campbell, University of Minnesota
Submitter: Philip Walmsley, walmsley.phil@gmail.com
186-25 Reactions to Psychological Contract Breaches:
An Experimental Manipulation of Severity
The effects of perceived severity of psychological contract breaches upon employees’ LMX and psychological contract perceptions, as well as taking charge behaviors, were examined. Working adults were randomly assigned to vignettes describing breaches of varying severity. Results suggest that varying the severity of breaches did affect participants’ perceptions and behaviors.
Theresa P. Atkinson, Louisiana State University
Russell A. Matthews, Louisiana State University
Submitter: Theresa Atkinson, tatkin5@tigers.lsu.edu
186-26 Autonomy: An Asset or a Burden?
Job autonomy, although often highly valued, also implies a lack of structure. Hence, employees high in personal need for structure (PNS) may not benefit from higher levels of autonomy. As hypothesized, we showed that autonomy predicted work outcomes through work motivation but only for employees low in PNS.
Marjette Slijkhuis, University of Groningen
Eric F. Rietzschel, University of Groningen
Nico W. Van Yperen, University of Groningen
Submitter: Annet de Lange, a.h.de.lange@rug.nl
186-27 Happy, Healthy, and Productive Employees: Servant Leadership and Needs Fulfillment
A model is proposed and tested using structural equation modeling and regression analyses to describe the mediation of servant leadership behaviors and employee outcomes by follower needs satisfaction. Direct and indirect effects were observed, suggesting needs fulfillment primarily mediates the relationship between supervisors’ servant leadership behaviors and subordinates’ job attitudes.
Kristin N. Saboe, University of South Florida
Russell E. Johnson, Michigan State University
Submitter: Kristin Saboe, ksaboe@mail.usf.edu
186-28 Work Interruptions: Measure Development and Testing
Work interruptions are a relatively understudied workplace phenomenon. Drawing on conceptual work by Jett and George (2003), we have developed measures for each of the 4 proposed types of work interruptions—distractions, intrusions, breaks, and discrepancies—as well as provide preliminary validity evidence for these measures.
Jeff Muldoon, Louisiana State University
Russell A. Matthews, Louisiana State University
Submitter: Jeff Muldoon, jmuldo1@lsu.edu
186-29 The Viability of Crowdsourcing for Survey Research
This study examined the efficacy of using crowdsourcing to collect survey data. We found that, compared to a university pool, crowdsourcing respondents were more diverse and the data were of equal quality. We conclude that the use of crowdsourcing is an appropriate alternative and provide ethical/practical guidelines for researchers.
Tara S. Behrend, George Washington University
David J. Sharek, North Carolina State University
Adam W. Meade, North Carolina State University
Eric N. Wiebe, FridayInstitute for Educational Innovation
Submitter: Tara Behrend, behrend@gwu.edu
186-30 Survival Analysis Versus Traditional Regression Strategies to Analyzing Turnover Data
Using 2 organizational samples, this study compared logistic regression and Cox proportional hazards regression (survival analysis) as alternative statistical frameworks for testing predictive models of employee turnover. The conceptual and methodological factors that distinguish these methods and contribute to their divergence or convergence in specific selection-validation contexts are discussed.
Levi R. Nieminen, Wayne State University
Neal W. Schmitt, Michigan State University
Mark Zorzie, Michigan State University
John D. Arnold, Polaris Assessment Systems
Submitter: Levi Nieminen, levi.nieminen@gmail.com
187. Friday Seminars: 2:00 PM–5:00 PM Williford B
Earn 3 CE credits for attending. Preregistration required.
How Do You Know What Your Employees Are Going Through? Logistical, Statistical, and Practical Methods for Assessing Daily Experiences at Work
This seminar will focus on experience sampling methods, one of the best methods for understanding the actual experiences of employees while at work. Specifically, it will discuss various practical means of accomplishing the assessment of daily experiences at work and the logistical hurdles that will inevitably arise when using these methods. It will then cover the basic modeling techniques for this resulting rich and complex set of data.
Daniel J. Beal, Rice University, Presenter
Chu-Hsiang Chang, Michigan State University, Coordinator
Submitter: Chu-Hsiang Chang, cchang@msu.edu
188. Symposium/Forum: 3:30 PM–4:50 PM Boulevard AB
Extending the Nomological Net: Antecedents of Shared Cognition in Teams
Symposium presenters summarize research from lab and field settings that identifies antecedents or predictors of shared mental models in teams. Presenters discuss how their findings extend the nomological network of shared mental models and inform selection and training in team-based organizations.
Suzanne T. Bell, DePaul University, Co-Chair
Julia E. Hoch, Michigan State University, Co-Chair
Ryan M. Glaze, Texas A&M University, Winfred Arthur, Texas A&M University, Ira Schurig, Texas A&M University, Steven Jarrett, Texas A&M University, Anton J. Villado, Rice University, Winston Bennett, Training Research Laboratory, Relationships Among Mental Models, Practice Schedules, and Long-Term Skill Retention
David Fisher, DePaul University, Suzanne T. Bell, DePaul University, James A. Belohlav, DePaul University, Personality and Team Processes as Antecedents of Shared Mental Models
Julia E. Hoch, Michigan State University, Shared Leadership and Age Diversity as Antecedents of Shared Cognition
James H. Dulebohn, Michigan State University, Shared Cognition in ERP Implementation in Cross-Functional Teams
Troy V. Mumford, Utah State University, Travis Maynard, Colorado State University, Chris A. Henle, Colorado State University, Shared Role Cognitions as Antecedents and Consequences of Team Outcomes
Bryan D. Edwards, Oklahoma State University, Discussant
Submitter: Suzanne Bell, sbell11@depaul.edu
189. Symposium/Forum: 3:30 PM–4:50 PM Boulevard C
Innovations in Forced-Choice Measurements: New Models and Applications
The revival of interest in noncognitive measures resulted in hundreds of studies showing criterion validities, but their applied use is still limited due to response distortion concerns. This symposium shows that forced-choice measures, constructed and scored using recent psychometric innovations, offer a promising alternative for selection applications.
Oleksandr Chernyshenko, Nanyang Technological University, Chair
Anna Brown, University of Cambridge, Albert Maydeu-Olivares, University of Barcelona, Designing Efficient Forced-Choice Tools Using the Thurstonian IRT Model
Jimmy de la Torre, Rutgers, The State University of New Jersey, Vicente Ponsoda, Universidad Autónoma de Madrid, Iwin Leenen, Mexican Institute for Family and Population Research, Pedro Hontangas, Universidad de Valencia, Some Extensions of the Multi-Unidimensional Pairwise Preference Model
Oleksandr Chernyshenko, Nanyang Technological University, Stephen Stark, University of South Florida, Empirical Comparisons of Nonadaptive and Computerized Adaptive Forced-Choice Tests
Anton L. de Vries, University of Maastritch, The Benefit of Multidimensional Comparison Items in Ipsative Profile Assessment
Scott B. Morris, Illinois Institute of Technology, Discussant
Submitter: Oleksandr Chernyshenko, chernyshenko@ntu.edu.sg
190. Symposium/Forum: 3:30 PM–4:20 PM Continental A
Online Recruiting: Taking It to the Next Level
Online recruitment is an increasingly popular way to seek potential employees; however, little research exists on current practices or organizational benefits. Online recruiting research presented in this symposium highlights team member recruitment, Web design, military recruiting, and organizational and environmental benefits of online recruiting practices.
Julianne Pierce, Walmart, Global Talent Management, Chair
David R. Earnest, Towson University, Ronald S. Landis, University of Memphis, Online Recruiting: Applicant Reactions to Individual and Team Positions
Joshua Douglas Cotton, U.S. Navy-NPRST, Amanda J. Drescher, University of Memphis, Online Recruiting for Military Positions in the U.S. Navy
Chanda S. Murphy, University of Memphis, Online Recruitment, Navigational Web Design, and Organizational Attractiveness
Adriane M. Sanders, University of Memphis, Alaina Keim, University of Memphis, Online Recruiting: Providing Organizational and Environmental Benefits
L. A. Witt, University of Houston, Discussant
Submitter: Julianne Pierce, pierce.julianne@gmail.com
191. Panel Discussion: 3:30 PM–4:50 PM Continental B
The Golden Gate: Building Bridges Between Research and Operations
Previous research has discussed the ongoing dilemma of implementing research-based findings in an applied setting. This panel will discuss lessons learned from various examples where bridges have been forged between research and operations and examine ways to promote and achieve similar collaborations in other areas in the future.
Kimberly A. Smith-Jentsch, University of Central Florida, Chair
David P. Baker, IMPAQ International, Panelist
Dana Broach, FAA, Panelist
Henry L. Phillips, Naval Aerospace Medical Institute, Panelist
Lacey L. Schmidt, EASI/Wyle Labs-NASA JSC, Panelist
Submitter: Lacey Schmidt, Lschmidt@wylehou.com
192. Symposium/Forum: 3:30 PM–5:20 PM Continental C
Adverse Impact Analysis: Contemporary Perspectives and Practices
Organizations have long wrestled with the legal and workplace implications of selection procedures demonstrating adverse impact (AI). Presenters offer perspectives on AI that are both modern and broad: AI/validity tradeoffs, multigroup AI calculations, a new statistical AI test, and the impact of faking on AI.
Eric M. Dunleavy, DCI Consulting Group, Chair
David B. Schmidt, Development Dimensions International, Alexander Schwall, Development Dimensions International, Evan F. Sinar, Development Dimensions International, Forecasting the Workforce Implications of Adverse Impact and Validity
Eric M. Dunleavy, DCI Consulting Group, David Cohen, DCI Consulting Group, Joanna Colosimo, DCI Consulting Group, A “Modern” Twist on Impact Analyses…or Is It?
Elizabeth Howard, Illinois Institute of Technology, Scott B. Morris, Illinois Institute of Technology, Multiple Event Tests for Aggregating Adverse Impact Evidence
Seydahmet Ercan, Rice University, Frederick L. Oswald, Rice University, Assessing Adverse Impact: An Alternative to the Four-Fifths Rule
Phillip M. Mangos, Kronos Incorporated, John D. Morrison, Kronos Incorporated, Further Exploring Adverse Impact Indices Under Differential Response Distortion Scenarios
Nancy T. Tippins, Valtera, Discussant
Submitter: Frederick Oswald, foswald@rice.edu
193. Panel Discussion: 3:30 PM–4:50 PM International Ballroom South
Issues, Controversies, and Advancements in Workplace Assessment
Authors and editors of SIOP’s new Handbook of Workplace Assessment will offer perspectives on the science and practice of assessment. In this session, chapter authors will share highlights from their work and will discuss overarching issues, recurring controversies, and recent advancements prevalent in the application of assessment in organizations.
Douglas H. Reynolds, Development Dimensions International (DDI), Co-Chair
John C. Scott, APT, Inc., Co-Chair
Kevin R. Murphy, Pennsylvania State University, Panelist
Robert T. Hogan, Hogan Assessment Systems, Panelist
Ann Howard, Development Dimensions International, Panelist
James L. Outtz, Outtz and Associates, Panelist
Paul R. Sackett, University of Minnesota, Panelist
Submitter: Douglas Reynolds, doug.reynolds@ddiworld.com
194. Special Events: 3:30 PM–4:20 PM Joliet
A Retirement Research Incubator: Expanding Applied Research Frontiers
This research incubator forum encourages individuals with interests in retirement research to combine efforts to expand their research opportunities and international collaborations. During the session, participants will work with the facilitators to design and conduct studies in this area.
Mo Wang, University of Maryland, Chair
Janet L. Barnes-Farrell, University of Connecticut, Panelist
Gary A. Adams, University of Wisconsin Oshkosh, Panelist
Alok Bhupatkar, American Institutes for Research, Panelist
Barbara L. Rau, University of Wisconsin Oshkosh, Panelist
Submitter: Mo Wang, mwang@psyc.umd.edu
195. Symposium/Forum: 3:30 PM–4:50 PM Lake Erie
New Directions in Research on Workplace Aggression
This symposium assembles 3 empirical papers and 1 conceptual paper that explore new research avenues in the study of workplace aggression, including a new construct labelled suspended aggression, aggression in the context of mental health work, whistleblowing as a form of aggression, and spirals of incivility.
Constant D. Beugre, Delaware State University, Chair
Constant D. Beugre, Delaware State University, A Model of Suspended Aggression
Stephen J. Wood, University of Sheffield, Chris B. Stride, University of Leicester, Karen Niven, University of Leicester, Workplace Aggression Among Mental-Health Workers
Virginia S. Kay, Kenan Flagler Business School, John J. Sumanth, University of North Carolina, David M. Mayer, University of Michigan, Motive Threat-Induced Cognitive Model of Retalitation Against Whistleblowers
Kathi N. Miner-Rubino, Texas A&M University, Amanda D. Pesonen, Texas A&M University, The Roles of Anger, Morality, and Identity in Retaliatory Mistreatment
Submitter: Constant Beugre, cbeugre@desu.edu
196. Roundtable Discussion/Conversation Hour: 3:30 PM–4:50 PM Lake Huron
Optimizing Qualitative and Quantitative Data for Executive Assessment and Development
This session will discuss the challenge of balancing qualitative and quantitative assessment data to meet the needs of 2 different audiences: (a) boards of directors who want thorough, business-focused assessments for succession planning, and (b) C-suite or high-potential executives who want actionable feedback for personal development, coaching, and advancement.
George O. Klemp, Cambria Consulting, Inc., Host
Stephen F. Neubert, Cambria Consulting, Inc., Host
Barbara J. Kennedy, United Stationers, Host
Wayne Jones, Perfect World Coaching, Host
Submitter: Derek Steinbrenner, dsteinbrenner@cambriaconsulting.com
197. Symposium/Forum: 3:30 PM–4:50 PM Lake Michigan
Innovation in SJT Technology: Item Development, Fidelity, and Constructs Assessed
In an effort to better understand what situational judgment tests (SJTs) measure, prior research has begun to explore a number of different formats for developing, administering, and scoring SJTs. This symposium further advances such research by examining a range of innovative SJT formats and their implications for construct-related validity.
Filip Lievens, Ghent University, Co-Chair
Thomas Rockstuhl, Nanyang Technological University, Co-Chair
Thomas Rockstuhl, Nanyang Technological University, Filip Lievens, Ghent University, Soon Ang, Nanyang Technological University, K. Yee Ng, Nanyang Technological University, Putting Judging Situations Back Into SJTs
Britt De Soete, Ghent University, Filip Lievens, Ghent University, Lena Westerveld, Politieacademie, Concernlocatie Apeldoorn, Higher Level Response Fidelity Effects on SJT Performance and Validity
Richard D. Roberts, ETS, Gerald Matthews, University of Cincinnati, Nele Libbrecht, Ghent University, Video-Based SJTs to Assess Emotional Abilities: Relations With Social-Emotional Outcomes
Eugene Burke, SHL Group Ltd., Carly Vaughan, SHL Group Ltd., The Generalizability of a Construct-Driven Approach to SJTs
Neal W. Schmitt, Michigan State University, Discussant
Submitter: Thomas Rockstuhl, THOM0003@ntu.edu.sg
198. Special Events: 3:30 PM–4:20 PM Lake Ontario
1 CE credit for attending.
Master Collaboration: Executive Assessment, Leadership, and Management Development
Increasing collaboration between researchers and practitioners is critical for informing organizational practice and advancing our theories. Indeed, the celebration of science and practice is featured by Eduardo Salas as a key presidential theme this year. To further the collaborations between science and practice, there will be 2 presentations during the Master Collaboration session: “An Academic–Practitioner Collaboration to Create High-Engagement Executive Assessment and Development Experiences” and “Creating a Leadership and Management Development Framework: An Internal–External Collaboration.”
S. Bartholomew Craig, North Carolina State University, Chair
Lee J. Konczak, Washington University, Presenter
David E. Smith, EASI-Consult, LLC, Presenter
Kelly Adam Ortiz, Executive Leadership Consulting, Presenter
Beth Moore, The Guardian Life Insurance Company, Presenter
Submitter: S. Bartholomew Craig, bart_craig@ncsu.edu
199. Symposium/Forum: 3:30 PM–4:50 PM Marquette
Illusion of Inclusion and Importance of Equity and Diversity Climate
In many instances within a work environment there is an illusion of inclusion, and minority members are expected to assimilate. Considering the change in workforce demographics and reliance on global talent, it is imperative to highlight 4 projects that focus on antecedents and outcomes of diversity and equity climates.
Bianca Trejo, Florida Institute of Technology, Chair
Kizzy M. Parks, K. Parks Consulting Inc., Co-Chair
Aisha Taylor, Portland State University, Diversity Climate and Beyond
Kristine J Olson, Wasington State University-Vancouver, Armando X. Estrada, Washington State University-Vancouver, Effect of Diversity Climate on Organizational Outcomes
Elizabeth Steinhauser, Defense Equal Opportunity Management Institute, Marinus van Driel, Van Driel Consulting/Defense Equal Opportunity Management Institute, Mitchell H. Peterson, Florida Institute of Technology, Daniel P. McDonald, Defense Equal Opportunity Management Institute, Relationship Among Branch Of Military Service, Equal Opportunity Climate
Sarah Singletary Walker, University of Houston-Downtown, Michelle (Mikki) Hebl, Rice University, The Impact of Formal and Interpersonal Discrimination on Job Performance
Submitter: Kizzy Parks, kparks@kparksconsulting.com
200. Master Tutorial: 3:30 PM–4:50 PM Northwest 1
1.5 CE credit for attending.
Managing Coaching Practices: The Good, the Bad, and the Ugly
HR organizations implementing coaching are challenged to select external coaches, train and manage internal coaches, ensure alignment among them, engage the “community of practice” meaningfully, and document impact. Facilitators share tips, tools, and lessons learned from managing organizational coaching initiatives, revealing “the good, the bad, and the ugly”—inside and out.
Colleen C. Gentry, Cambria Consulting, Inc., Presenter
Ellen N. Kumata, Cambria Consulting, Inc., Presenter
Submitter: Derek Steinbrenner, dsteinbrenner@cambriaconsulting.com
201. Symposium/Forum: 3:30 PM–5:20 PM Northwest 5
Advancing Personality Assessment for Selection
The research examined longitudinal validity of noncognitive measures (e.g., temperament/personality, person–environment fit, situational judgment) to predict performance, attrition, and attitudinal constructs. The findings demonstrate the incremental validity of noncognitive measures to supplement existing selection tools (e.g., cognitive assessments) and improve the prediction of performance in training and job contexts.
Tonia S. Heffner, U.S. Army Research Institute, Co-Chair
Len White, U.S. Army Research Institute, Co-Chair
Kimberly S. Owens, U.S. Army Research Institute, Tonia S. Heffner, U.S. Army Research Institute, Karen O. Moriarty, HumRRO, Roy Campbell, Human Resources Research Organization, A Multidimensional Assessment of Training and Job Performance
Matthew T. Allen, Human Resources Research Organization, Deirdre J. Knapp, Human Resources Research Organization, Yuqiu (Amy) Cheng, Human Resources Research Organization, Dan J. Putka, Human Resources Research Organization, Predicting Performance Through Expanded Selection Metrics: Research Method and Results
Fritz Drasgow, University of Illinois at Urbana-Champaign, Stephen Stark, University of South Florida, Oleksandr Chernyshenko, Nanyang Technological University, Tailored Adaptive Personality Assessment System (TAPAS) Prediction of Soldier Performance
Tonia S. Heffner, U.S. Army Research Institute, Kimberly S. Owens, U.S. Army Research Institute, Joe Caramagno, George Mason University, Yuqiu (Amy) Cheng, Human Resources Research Organization, Matthew T. Allen, Human Resources Research Organization, Predicting Job Performance From Noncognitive Measures
Leaetta M. Hough, Dunnette Group, Ltd., Discussant
Submitter: Tonia Heffner, tonia.heffner@HQDA.army.mil
202. Panel Discussion: 3:30 PM–5:20 PM PDR 2
LGBT Research—Academics, Consultants, Practitioners
This symposium invites researchers and practitioners to discuss LGBT research in relation to self-identification in organizations, executive LGBT leadership development, lesbian leadership, and LGBT employee resource groups (ERGs) and their strategy, as well as the state of LGBT ERGs.
Lyne Desormeaux, Corporate Counseling Associates, Chair
Patrick Vitale, AAA Northern California, Nevada, and Utah, Discussant
Gene K. Johnson, Dell, Discussant
Adam J. Massman, Michigan State University, Discussant
Julie Gerdo, Central New Yok Center, Discussant
Terry Hildebrandt, Terry Hildebrandt & Associates, Discussant
Submitter: Lyne Desormeaux, ldesormeaux@corporatecounseling.com
203. Posters: 3:30 PM–4:20 PM SE Exhibit Hall
Job Attitudes/Engagement
203-1 Employee Perceptions Predict Proximal Business Outcomes and the Bottom Line
This study tested whether employee perceptions predict proximal work outcomes that in turn predict organizational financial outcomes. Data from 1 organization’s 115 supermarkets indicate that employee perceptions predict perishables shrink, that in turn predicts sales and profit outcomes.
Timothy J. Huelsman, Appalachian State University
Shawn Bergman, Appalachian State University
Submitter: Shawn Bergman, bergmans@appstate.edu
203-2 Assessing the Propensity to Bask in Reflected Organizational Glory
We developed a methodology for measuring the propensity to bask in reflected glory (BIRG) based on employee reactions to specific events that created positive publicity for the organization. Results indicated that these events did influence organizational prestige and that BIRG propensity was associated with both organizational identification and commitment.
Louis C. Buffardi, George Mason University
Sylvia Chen, George Mason University
Ronald P. Vega, George Mason University
Ryan N. Ginter, George Mason University
Submitter: Louis Buffardi, buffardi@gmu.edu
203-3 Five-Factor Model of Personality and Organizational Commitment: A Meta-Analysis
This study set out to meta-analyze the relationships between the 5-factor model (FFM) of personality traits and various dimensions of organizational commitment (OC). We developed hypotheses regarding the relationships between the FFM traits and OC and found supportive evidence for dispositional influences on OC to some appreciable extent.
Daejeong Choi, University of Iowa
In-Sue Oh, Virginia Commonwealth University
Submitter: Daejeong Choi, daejeong.choi@gmail.com
203-4 Survey Drivers: Are We Driving Down the Right Road?
Using data from a large multi-organizational survey, we empirically examine survey key drivers, which have recently begun to be used extensively in applied survey research. We present opposing theories based on psychometric concepts and evaluate 5 research questions contrasting the results predicted by the 2 theories.
Jeffrey M. Cucina, U.S. Customs and Border Protection
Philip T. Walmsley, University of Minnesota
Ilene F. Gast, U.S. Customs and Border Protection
Nicholas R. Martin, Office of Personnel Management
Patrick J. Curtin, U.S. Customs and Border Protection
Submitter: Jeffrey Cucina, jcucina@gmail.com
203-5 Predictors and Outcomes of Work Centrality as a Life Role
This study attempted to understand the meaning of working for individuals by examining predictors and outcomes of work centrality. Personality played a role in work centrality development, and work centrality was related to various work-related outcomes. It granted meaning in life and affected psychological well-being of employees.
Subhadra Dutta, Central Michigan University
Annalyn Jacob, Central Michigan University
Terry A. Beehr, Central Michigan University
Submitter: Subhadra Dutta, dutta2s@cmich.edu
203-6 Are Anxious Employees Committed Employees?
We measured 3 forms of anxiety within a sample of working adults: test anxiety, social evaluation anxiety, and trait anxiety. Correlations among anxiety measures were high. Relations with affective, continuance, and normative commitment depended on the form of anxiety and organizational commitment being considered.
Ian R. Gellatly, University of Alberta
Richard D. Goffin, University of Western Ontario
Justin Feeney, University of Western Ontario
Submitter: Ian Gellatly, ian.gellatly@ualberta.ca
203-7 The Relationship Between Body Image and Job Satisfaction
This study was conducted to examine the relationship between body image and job satisfaction. The results showed a significant positive correlation between the Body Esteem Scale (BES) and the Job In General (JIG), and the BES and the Job Descriptive Index (JDI).
Alexander T. Jackson, The University of Tulsa
Shelia Kennison, Oklahoma State University
Submitter: Alexander Jackson, alexander-jackson@utulsa.edu
203-8 Keen to Work? Implicit Person Theory and Work Improvement Motivation
This study was conducted to investigate the impact of implicit person theory (IPT) on subordinate work improvement motivation. Results provided evidence for a positive relationship between subordinate perceptions of their manager’s IPT (e.g., “my manager thinks that subordinate work performance is malleable”) and subordinate work improvement motivation.
Chester Kam, University of Western Ontario
Stephen D. Risavy, University of Guelph
W. Q. Elaine Perunovic, University of New Brunswick
Lisa Plant, University of Windsor
Submitter: Chester Kam, ckam@uwo.ca
203-9 The Effect of Work Engagement on Personal Life Outcomes
We investigated if work engagement contributes to strain and well-being outcomes at home. Findings suggest that engagement can impact family satisfaction, life satisfaction, and physical illness. Work–family facilitation and family organizational supportive perceptions mediate relationships between engagement and these outcomes. Practical implications of findings for organizations are discussed.
Altovise Rogers, University of Houston
Cyrus Mirza, University of Houston
Benjamin Farmer, University of Houston
Kuo-Yang Kao, University of Houston
Christiane Spitzmueller, University of Frankfurt/University of Houston
Submitter: Kuo-Yang Kao, kuo.yang.kao@gmail.com
203-10 Do Employees Hold the Organization Responsible for a Bad Supervisor?
Our study examines the effects of having an abusive supervisor on employee commitment to the organization. Our results suggest that abusive supervision has negative consequences on commitment via decreased perceptions of organizational support. This negative relationship is strongest when employees perceive that their supervisor is high in organizational embodiment.
Mindy M. Krischer, University of Houston
Eleanor M. Waite, University of Houston
Hao Wu, University of Houston
Robert Eisenberger, University of Houston
Mary C. Kernan, University of Delaware
Submitter: Mindy Krischer, mmkrisch@gmail.com
203-11 Linking LMX to Performance via Engagement: Moderated Mediation Effect
Using a time-lagged design, this study found evidence that work engagement mediated the associations of leader–member exchange with task performance and/or organizational citizenship behavior. Further, evidence was found to partially support the moderation effect of Extraversion and Openness to Experience on the aforementioned mediation effect.
Fangyi Liao, Portland State University
Liu-Qin Yang, Portland State University
Mo Wang, University of Maryland
Junqi Shi, Peking University
Submitter: Fangyi Liao, evaliao.marchon@gmail.com
203-12 TMX and Work Engagement: Does Personality Make a Difference?
This study examined the interactive effects of personality traits by team–member exchange (TMX) on work engagement by utilizing a time-lagged design and a Chinese employee sample. Specifically, the TMX–work engagement relationship was moderated by Extraversion, Neuroticism, and Conscientiousness, respectively.
Fangyi Liao, Portland State University
Liu-Qin Yang, Portland State University
Mo Wang, University of Maryland
Damon Drown, Portland State University
Junqi Shi, Peking University
Submitter: Fangyi Liao, evaliao.marchon@gmail.com
203-13 Nonresponse in Employee Attitude Surveys: A Group-Level Analysis
This study examined the relationship between employee attitudes and nonresponse at the work-group level. As predicted, aggregate job satisfaction showed significant correlations with group-level response rates across 3 samples. In 1 sample, attitude homogeneity moderated the relationship between aggregate job satisfaction and response rates.
Thorsten Fauth, University of Mannheim
Karsten Mueller, University of Mannheim
Keith Hattrup, San Diego State University
Brandon G. Roberts, Qualcomm Inc.
Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
203-14 Open Comments in Survey Feedback: An Investigation of the Negativity Bias
This study examines open-ended comments by giving new impetus in the explanation of the negativity bias. Results support earlier findings of dissatisfied employees mostly being authors of comments. Integrating research on voice-behavior-construct and dynamic-satisfaction models shows that the likeliness of commenting is best predicted by the dimension resignation/constructiveness.
Patrizia Di Gregorio, University of Mannheim
Natascha Hausmann, University of Mannheim
Thorsten Fauth, University of Mannheim
Tim R Wolf, University of Mannheim
Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
203-15 The Ups and Downs of Comparative Evaluations and Fit Perceptions
Although research has linked demands–abilities fit perceptions to important outcomes at the workplace including job performance, little is known about what determines fit perceptions. Using theories of social comparison, social learning and self-esteem, a field study using polynomial regression reveals how comparative evaluations to coworkers influence fit perceptions.
Samir Nurmohamed, University of Michigan
Submitter: Samir Nurmohamed, snurmo@umich.edu
203-16 Job Insecurity and Psychological Well-Being: A Dimension-Specific Meta-Analysis
This meta-analysis of the job insecurity–well-being relationship (k = 140; N = 70,957) found stronger correlations for intrinsic (p = -.48) relative to extrinsic (p = -.44) job satisfaction, for both dimensions relative to global job satisfaction (p = -.40), and for job-related depression (p = .32) relative to general well-being (p = -.27).
Patrick Brennan O’Neill, Curtin University of Technology
Submitter: Patrick O’Neill, patrick13@rogers.com
203-17 The Value Orientation in Psychological Contracts of Volunteers and Job Satisfaction
The value-oriented content of psychological contracts, as distinct from transactional and relational content, is validated with 171 German parish volunteers. Significant relationships of volunteers’ perceived value-oriented obligations, of both organization and volunteers, to psychological contract fulfillment and job satisfaction are shown.
Tabea E. Scheel, University of Leipzig
Submitter: Tabea Scheel, tscheel@uni-leipzig.de
203-18 The Relationships Among Work Characteristics and Employee Engagement
We investigated the impact of a range of work characteristics on 3 facets of engagement in a sample of 414 British employees. Structural equation modeling analysis revealed that most of our hypotheses were confirmed. The results suggest that work characteristics are effective drivers of engagement.
Amanda D. Shantz, Kingston University
Kerstin Alfes, Kingston University
Emma Soane, London School of Economics and Political Science
Catherine Truss, University of Kent
Submitter: Amanda Shantz, a.shantz@kingston.ac.uk
203-19 Age in Relation to Employee Engagement, Intrinsic Motivation, and Meaningfulness
This study builds on the conceptual framework of employee engagement presented by Chalofsky and Krishna (2009) by examining the relationship among employee engagement, intrinsic motivation, and meaningfulness using SEM. Empirical support was found for their conceptual model and that these relationships are somewhat different for older versus younger workers.
Negin Kordbacheh, California State University-San Bernardino
Kenneth S. Shultz, California State University-San Bernardino
Submitter: Kenneth Shultz, kshultz@csusb.edu
203-20 Employee Engagement: Relationship to Individual and Organizational Characteristics
Research on individual characteristics associated with employee engagement is lacking, despite the reported benefits of engaged workers. We explored the relationship between engagement and several employee demographic variables. Our study revealed positive relationships among age, organizational tenure, job tenure, management levels, and organization type with employee engagement.
Christine L. Smith, Colorado State University
Janet M. Weidert, Colorado State University
Zinta S. Byrne, Colorado State University
Christa E. Palmer, Colorado State University
Emily C. Nowacki, Colorado State University
Submitter: Christine Smith, christyleesmith@gmail.com
203-21 Affective, Normative, and Continuance Commitment Across Cultures: A Meta-Analysis
We used meta-analysis to compute mean levels of affective, continuance, and normative organizational commitment across countries, and used cultural values/practices from the Hofstede, Schwartz, and GLOBE taxonomies to account for observed variability. We found that cultural values, particularly individualism/collectivism, accounted for variability in affective and normative commitment.
David J. Stanley, University of Guelph
John P. Meyer, The University of Western Ontario
Timothy A. Jackson, Jackson Leadership Systems Inc.
Kate McInnis, The University of Western Ontario
Elyse Maltin, The University of Western Ontario
Leah D. Sheppard, The University of Western Ontario
Submitter: David Stanley, dstanley@uoguelph.ca
203-22 Employee Commitment to Foci: Relative Influence and Interactive Effects
This study examined main and moderating effects of commitment to the supervisor, organization, and coworkers for predicting task performance, turnover intentions, and citizenship behaviors. Across outcomes, commitment to supervisors showed the most favorable relationships. In addition, 3-way interactions were observed for predicting task performance and citizenship behaviors directed toward supervisors.
Meng Uoy Taing, University of South Florida
Kevin L. Askew, University of South Florida
Jeremy Bauer, University of South Florida
Jennifer E. Wilcox, University of South Florida
Russell E. Johnson, Michigan State University
Submitter: Meng Taing, mtaing@mail.usf.edu
203-23 Work Attributes and Contextual Effects on Job Satisfaction
A representative worldwide sample of 151 countries shows that workers generally have high job satisfaction (JS). JS varies as a function of work characteristics nested within multiple contexts. Organizational expansion and economic conditions (country wealth, job optimism. and low unemployment) are related to higher JS, with culture exhibiting indirect effects.
Louis Tay, University of Illinois
James K. Harter, Gallup
Submitter: Louis Tay, sientay@uiuc.edu
203-24 Work Schedule Preferences, Scheduling Satisfaction, and Attitude and Intention Impacts
This study examined the differences in 2 dimensions of scheduling satisfaction across 3 nonstandard shifts (both in time and days worked) and the prediction of satisfaction from objective and subjective scheduling preferences. Also examined was the differential ability of scheduling satisfaction to predict job attitudes and turnover intentions across shifts.
Jenell L. Wittmer, University of Toledo
James E. Martin, Wayne State University
Submitter: Jenell Wittmer, Jenell.Wittmer@UToledo.Edu
203-25 High Performers and Job Satisfaction: Guiding Strategic HRM Practices
Using a quasi-experimental design, we explored real-world job performance and job satisfaction relationships by examining how individual JDI facets may differentially predict job performance for high performers versus non-high performers (all others). Based on our results, we offer some useful guidelines to better implement strategic HR interventions within organizations.
Thomas A. Zeni, University of Oklahoma
Michael R. Buckley, University of Oklahoma
Submitter: Thomas Zeni, thomas.zeni@ou.edu
203-26 Individual Differences in Regret: The Moderating Role of Task Importance
This study was conducted to investigate the impact of individual differences on intensity of regret. Study results showed that people with higher levels of comparison orientation, decision-making self-efficacy, and internal locus of control reported greater intensity of regret after a decision.
Shin-I Shih, Pennsylvania State University
Susan Mohammed, Pennsylvania State University
Submitter: Shin-I Shih, shinishih@gmail.com
203-27 Growth Need and Work-Related Outcomes of Out-Group Members
To draw attention to the out group in LMX, this paper presents a discussion on how growth-need strength (GNS) impacts LMX and out-group member work outcomes by integrating a person–job fit (Edwards, 1996) perspective in theory and the job characteristic model (Hackman & Oldham, 1976).
Keke Wu, Central Washington University
Chenwei Li, University of Alabama
Diane E. Johnson, University of Alabama
Submitter: Keke Wu, cocowu@cwu.edu
203-28 Organizational Support Mediates Effects of Employee Adaptability in the Workplace
Employees are often asked to adapt and deal with uncertainty associated with organizational change. This study examines the effect of perceived workplace uncertainty and individual differences in employee adaptability on job satisfaction and performance. We demonstrated that perceived organization support is an explanatory mechanism of the individual adaptability–outcome relationship.
Kristin L. Cullen, Auburn University
Wm. Camron Casper, Oklahoma State University
Bryan D. Edwards, Oklahoma State University
Kevin R. Gue, Auburn University
Travis Tubre’, University of Wisconsin-River Falls
Submitter: Kristin Cullen, cullekr@auburn.edu
203-29 Are You Satisfied…Now? Scale-Ordering Effects in Attitude Surveys
We examine ordering effects when surveys contain measures of specific and general job attitudes. In 2 studies, we find that the ordering of the measures does not affect mean levels of general job satisfaction but does affect correlations between the specific and general job attitude measures.
Joseph Luchman, Fors Marsh Group/George Mason University
Landon Mock, George Mason University
Seth A. Kaplan, George Mason University
M. Gloria Gonzalez-Morales, University of Guelph
Submitter: Joseph Luchman, jluchman@gmu.edu
203-30 Does Scale Matter? Measuring the Impact of Scale Polarity
Different service recovery scenarios were utilized to understand participants’ reactions on unipolar and bipolar scales. Participants were more likely to exaggerate loyalty and negative word-of-mouth behavior when they were provided a unipolar scale versus a bipolar scale, with satisfaction being unaffected by the type scale used.
Kevin D. Masick, Krasnoff Quality Management Institute
Carrie P. Newman, Ramapo College of New Jersey
Terri Shapiro, Hofstra University
Ourania R. Vasilatos, NYS Unified Court System
Andrzej Kozikowski, Hofstra University
Submitter: Kevin Masick, Kevin.Masick@Hofstra.edu
204. Symposium/Forum: 3:30 PM–4:20 PM Waldorf
Perceived Overqualification: New Developments in Research
Research in the domain of perceived overqualification (POQ) has advanced rapidly in the recent past. POQ can affect several important work outcomes, such as withdrawal and satisfaction, yet is little understood. This session features 3 papers more fully exploring the predictors and outcomes of POQ.
Eleni Lobene, North Carolina State University, Co-Chair
Adam W. Meade, North Carolina State University, Co-Chair
Aleksandra Luksyte, University of Houston, Christiane Spitzmueller, University of Frankfurt/University of Houston, Douglas C. Maynard, SUNY New Paltz, Meredith A. Lynch, University of Houston, Overqualified and Unproductive? It Depends on Personality
Songqi Liu, University of Maryland, Mo Wang, University of Maryland, Yujie Zhan, University of Maryland, Le Zhou, University of Maryland, Laura Wolkoff, University of Maryland, Junqi Shi, Peking University, Comprehensive Model of Antecedents of Perceived Overqualification Using Multisource Data
Eleni Lobene, North Carolina State University, Adam W. Meade, North Carolina State University, Perceived Overqualification: The Situationally Specific Individual Difference
Saul Fine, Midot, Discussant
Submitter: Eleni Lobene, eleni.lobene@gmail.com
205. Panel Discussion: 3:30 PM–4:50 PM Williford C
Improve Succession Management “Health”: Diagnosis and Practical Remedies
A plethora of models describe the evolution of succession management programs from basic, tool-driven activities to meaningful processes driving a pervasive talent mindset. This panel will suggest methods for diagnosing succession “health” in 4 key areas (alignment, consistency, transparency, and accountability) and practical remedies for common challenges.
Lisa Roberts, Edward Jones, Chair
Laura L. Heft, Edward Jones, Panelist
Scott Mannis, Kellwood Company, Panelist
Matthew J. Paese, DDI, Panelist
Vicki Tardino, Maritz, Panelist
Submitter: Lisa Roberts, Lisa.L.Roberts@edwardjones.com
206. Interactive Posters: 4:00 PM–4:50 PM Astoria
Serenity Now! New Perspectives on Stress in the Workplace
Paul Spector, University of South Florida, Facilitator
206-1 The Primary Appraisal Assumption in the Challenge-Hindrance Occupational Stress Framework
This study tested the assumption that certain work stressors are appraised as either challenge or hindrance, and a model is proposed suggesting simultaneous appraisals of stressors can be made. Results showed that stressors could be primarily appraised as challenge or hindrance, but they could also be simultaneously appraised as both.
Jennica R. Webster, Marquette University
Terry A. Beehr, Central Michigan University
Submitter: Terry Beehr, beehr1ta@cmich.edu
206-2 Working for Free: How Volunteering Buffers Unemployment Stress
We often study stress with regard to work, yet mass layoffs due to the economic crisis bring to light the stress of not working. The current study examines the paradox of how working for free—i.e., volunteering—can be used to buffer the stress of unemployment.
Katherine Frear, University of North Carolina at Charlotte
Daniel L. Bonilla, University of North Carolina at Charlotte
Zoa M. Ordoñez, University of North Carolina at Charlotte
Submitter: Katherine Frear, kcallas@uncc.edu
206-3 Humor, Workplace Stressors, and Employee Well-Being
Using data from 132 service employees, I examined the role played by humor in the relationship between workplace stressors and employee well-being. Results show that humor can buffer the negative impact of workplace stressors on physical well-being.
Alexandra Ilie, University of South Florida
Submitter: Alexandra Ilie, alexandra.v.ilie@gmail.com
206-4 Information Stressors and Public-Sector Organizational Change
We examined the effect of public-sector reform on 309 senior Australian public-service managers. The implementation of change initiatives resulted in lower job satisfaction. Managers who received more change information encountered less informational stressors. Those who reported higher level of job satisfaction have a higher level of psychological well-being.
Stephen T. Teo, Curtin University
Andrew Noblet, Deakin University
Huntley Evans, University of Western Sydney
Melissa Yeung, University of Western Sydney
Submitter: Stephen Teo, s.teo@curtin.edu.au
207. Symposium/Forum: 4:30 PM–5:50 PM Continental A
Self-Regulation in and of Teams
Teams are goal-directed agents that need to self-regulate their efforts to pursue goals. Together, 4 studies provide insight into the complex nature of self-regulation in team contexts, addressing self-regulation in teams, of teams, and in multiteam systems; examining various regulatory processes; and using different designs (interview, laboratory, longitudinal survey).
Heleen van Mierlo, Erasmus University Rotterdam, Chair
Edwin A. J. Van Hooft, University of Amsterdam, Co-Chair
Elizabeth Campbell-Bush, University of Maryland, Crystal Farh, University of Maryland, Paul E. Tesluk, University of Maryland, Gilad Chen, University of Maryland, Paul Green, The Morning Star Company, Holding Peers Accountable: Antecedents of Peer Regulation Behaviors
Edwin A. J. Van Hooft, University of Amsterdam, Heleen van Mierlo, Erasmus University Rotterdam, When Teams Fail to Self-Regulate: Predictors and Outcomes of Team Procrastination
Bianca Beersma, University of Amsterdam, Astrid C. Homan, VU University, Gerben A. Van Kleef, University of Amsterdam, Carsten K. W. De Dreu, University of Amsterdam, When Having a Prevention Focus Is Good for Teams
Klodiana Lanaj, Michigan State University, John R. Hollenbeck, Michigan State University, Daniel R. Ilgen, Michigan State University, Christopher M. Barnes, United States Military Academy, Stephen Harmon, MSU/U.S. Air Force, Structural Empowerment in Multiteam Systems
Daniel R. Ilgen, Michigan State University, Discussant
Submitter: Heleen van Mierlo, vanmierlo@fsw.eur.nl
208. Special Events: 4:30 PM–5:20 PM Joliet
The Alliance for Organizational Psychology and You: A Question and Answer Session
In 2009, the Alliance for Organizational Psychology was created by SIOP, IAAP, and EAWOP leadership. Since its creation, the Alliance has achieved several milestones including naming its first president, Milt Hakel. During this period, the SIOP International Affairs Committee has fielded numerous Member and International Affiliate questions about the Alliance. This session will allow members to interact with the Alliance president and SIOP’s past president in a town hall setting.
Alexander Alonso, American Institutes for Research, Chair
Handan K. Sinangil, Marmara University, Co-Chair
Mo Wang, University of Maryland, Co-Chair
Milton Hakel, Bowling Green State University, Panelist
Gary P. Latham, University of Toronto, Panelist
Kurt Kraiger, Colorado State University, Panelist
Jose M. Peiro-Silla, University of Valencia, Panelist
Submitter: Alexander Alonso, aalonso@air.org
209. Panel Discussion: 4:30 PM–5:50 PM Lake Ontario
Assessing High-Potential Talent: Why, When, and How?
This session focuses on the assessment of high-potential talent in organizations. Four leading experts in talent management address the why, what, when, and how of high-potential assessment. Current HiPo assessment practices and approaches will be presented and discussed.
Rob F. Silzer, HR Assess & Develop/Baruch-CUNY, Chair
Allan H. Church, PepsiCo, Panelist
Sandra O. Davis, MDA Leadership Consulting, Panelist
Jeffrey J. McHenry, Microsoft Corporation, Panelist
Submitter: Rob Silzer, robsilzer@prodigy.net
210. Posters: 4:30 PM–5:20 PM SE Exhibit Hall
Inclusion/Diversity (e.g., sexual orientation, race, gender)
210-1 Mitigating Token/Solo Effects by Elevating Position Status
Research has clearly demonstrated the negative impact of token status on the evaluations made by others. We demonstrate that by elevating position status (i.e., appointing as leader) of minority individuals performing in a token status context, the negative effects on evaluations of performance and on group fit can be mitigated.
Hikari Angela Moreno, California State University-San Bernardino
Mark D. Agars, California State University-San Bernardino
Submitter: Mark Agars, Magars@csusb.edu
210-2 Employer Willingness to Implement Assistive Technology for Workers With Disabilities
This study explores barriers to implementing assistive technology (AT) for workers with disabilities. A survey of 89 employers revealed that employer attitudes (but not knowledge) of AT were related to their willingness to implement AT. In addition, employers were more willing to implement AT for current employees than job applicants.
Jill C. Bradley, California State University, Fresno
Philip J. Gentile, California State University, Fresno
Submitter: Jill Bradley-Geist, jbradley@csufresno.edu
210-3 Development of a Multidimensional Attitude Toward Disability Scale
Previous research proposed that attitudes toward persons with disabilities are
multidimensional. A factor analytic technique was conducted to determine dimensionality. Five factors emerged. The individual factors differentiated between attitudes and predicted several HR outcomes. Research and practice using dimensions of disabilities rather than specific disability types was advocated.
Robert Bubb, Auburn University
Elizabeth M. Kongable, Roosevelt University
Adrian L. Thomas, Roosevelt University
Jacqueline K. Deuling (Mitchelson), Roosevelt University
Submitter: Robert Bubb, robb.bubb@gmail.com
210-4 Influence of Social Cognitive Career Theory on Minority Students
The purpose of this study is to investigate the role self-efficacy and ethnic identity play in formulating career goals, interests, and expectations for high-school students transitioning into adulthood. The findings of this study provide support for the applicability of social cognitive career theory to adolescent ethnic minority students.
Patrick Charles, Arizona State University
Submitter: Atira Charles, acharles@cob.fsu.edu
210-5 Effects of Changing Legal Standards on Evaluations of Older Workers
Recent court decisions have raised evidentiary standards for demonstrating age discrimination. Although mentioning the Age Discrimination in Employment Act reduced discrimination toward older workers, when the new court ruling was presented older targets were rated less capable of change than otherwise equivalent younger targets and were more often recommended for termination.
Cody B. Cox, University of Texas at Brownsville
Laura G. Barron, University of Wisconsin-Stout
Submitter: Cody Cox, cody.cox@utb.edu
210-6 Development and Initial Validation of a Gender Role Stereotypes Scale
This study presents the results of the development and initial validation of an 8-item gender role stereotypes scale that measures attitudes toward men and women. Data from 465 study participants revealed the proposed measure demonstrates good internal consistency and test–retest reliability as well as construct-related validity.
Angela R. Connell, Kansas State University
Satoris S. Culbertson, Kansas State University
Submitter: Satoris Culbertson, satoris@ksu.edu
210-7 Standing Out and Blending In: Interactive Effects Predicting Employee Withdrawal
The authors examined the interactive effects of demographic similarity and peer withdrawal behavior on employee lateness and absenteeism. The results revealed that peer withdrawal acts as a normative signal to employees. Specifically, racioethnic dissimilarity is positively related to employee withdrawal only among employees in workgroups with high peer withdrawal.
Emily David, University of Houston
Derek R. Avery, Temple University
L. A. Witt, University of Houston
Submitter: Emily David, emily.m.david@gmail.com
210-8 Exploring the Nomological Net of Prescriptive and Descriptive Gender Bias
Utilizing the framework developed by Gill (2004) and a sample of 467 individuals, this study found that both RWA and SDO explained more variance for prescriptive than descriptive gender bias, providing evidence that these 2 types of gender bias may need to be given differential consideration in organizations.
Mark Wesolowski, Miami University
Rebecca Luzadis, Miami University
Megan W. Gerhardt, Miami University
Submitter: Megan Gerhardt, gerharmm@muohio.edu
210-9 Choosing Female Managers: What Attitudes Have to Do With It
The relationships between implicit and explicit attitudes toward female managers and willingness to recommend a woman for a managerial position were examined. Contextual variables—personal accountability and gender composition of experimental sessions—were also considered, and their interaction proved to be more predictive than attitudes of men’s hiring recommendations.
Juliya Golubovich, Michigan State University
Charles A. Scherbaum, Baruch College, CUNY
Submitter: Juliya Golubovich, JGolubovich@gmail.com
210-10 Who’s to Blame? Attributions of Blame in Mixed-Sex Work Teams
This study examined how sex stereotypes impact judgments of a mixed-sex team who had an unsuccessful product. When individual contribution was ambiguous, participants gave female teammates more blame and less credit than male teammates. When individual contribution was clear, participants gave female teammates less blame and more credit than male teammates.
Michelle Haynes, University of Massachusetts Lowell
Jason S. Lawrence, University of Massachusetts Lowell
Submitter: Michelle Haynes, michelle_haynes@uml.edu
210-11 Perceived Organizational Support for Diversity and Counterproductive Work Behaviors
This paper seeks to enhance our understanding of the role organizational support for diversity (POVD) plays in predicting performance. This paper examines (a) the mediating role of job satisfaction in the POVD–performance relationship, and (b) the role of minority status on influencing the development of job satisfaction via POVD.
Irwin J. Jose, George Mason University
Richard Hermida, George Mason University
Submitter: Irwin Jose, IrwinJose@gmail.com
210-12 Extending Models of Invisible Identity Management: Religion in the Workplace
Models of identity management have not been applied to religious identity. 305 employees indicated how they managed their Christian religious identity at work. Pressure to assimilate to norms and religion centrality were key antecedents of chosen strategies. Revealing strategies related to positive outcomes and concealing strategies related to negative outcomes.
Sooyeol Kim, Michigan State University
Brent Lyons, Michigan State University
Ann Marie Ryan, Michigan State University
Sonia Ghumman, University of Hawaii at Manoa
Jennifer Wessel, Michigan State University
Submitter: Sooyeol Kim, sooyeolkim@gmail.com
210-13 Can Top Dogs Be Fat Cats? Obesity and Executive Evaluation
Impressions generated through executive positions may be vulnerable when they also possess characteristics that reflect a devalued identity, such as obesity. Data from health examinations and multisource surveys of 757 executives suggest that evaluations are negatively associated with body size even after controlling for physical activity, personality, and demographic characteristics.
Eden B. King, George Mason University
Steven G. Rogelberg, University of North Carolina Charlotte
Michelle (Mikki) Hebl, Rice University
Phillip W. Braddy, Center for Creative Leadership
Linda R. Shanock, University of North Carolina Charlotte
Sharon C. Doerer, University of North Carolina Charlotte
Sharon McDowell-Larsen, Center for Creative Leadership
Submitter: Eden King, eking6@gmu.edu
210-14 Is Beautiful Good for Everyone? Race, Gender, and Attractiveness Bias
This paper examines the intersection of race, gender, and attractiveness biases in employment decisions. Following double-jeopardy theory, we expected the effect of attractiveness would be strongest for African-American women. A job application experiment confirmed expectations, highlighting the importance of considering multiple aspects of identity in understanding employment bias.
Veronica L. Gilrane, George Mason University
Kristen P. Jones, George Mason University
Sabrina Speights, George Mason University
Eden B. King, George Mason University
Submitter: Eden King, eking6@gmu.edu
210-15 Gender Stereotypes, Shifting Standards, and Employment Decision Bias: Meta-Analytic Findings
We conducted meta-analyses examining the relationship between type of employment rating (individual or comparative) and gender effect sizes for workplace decisions. Both gender stereotype of job and rater sex were examined as moderators. Results supported our hypothesis that greater gender bias would be found for comparative than for individual ratings.
Amanda J. Koch, University of Minnesota
Susan D’Mello, University of Minnesota
Paul R. Sackett, University of Minnesota
Submitter: Amanda Koch, koch0163@umn.edu
210-16 Coping With Workplace Heterosexism: Locus of Control as a Buffer
Locus of control (LOC) was examined as a moderator between workplace heterosexism and personal outcomes among gay and lesbian (GL) employees. Results indicated that LOC served to ameliorate the negative effects of workplace heterosexism on GL employees’ disclosure behaviors and use of avoiding and integrating identity management strategies.
Phillip J. Lipka, CVS Caremark
Mary Anne Taylor, Clemson University
Submitter: Phillip Lipka, plipka@cvs.com
210-17 Does Supervisor–Subordinate Sex Dissimilarity Diminish Employee Citizenship?
We surveyed 201 pairs of subordinates and supervisors to examine the effects of sex dissimilarity on interpersonal citizenship behavior (ICB). Consistent with relational demography, subordinates in cross-sex dyads felt reduced personal accomplishment, thereby diminishing ICB. Moreover, work–family facilitation served as a moderator, exacerbating this indirect relationship when it was low.
Aleksandra Luksyte, University of Houston
Derek R. Avery, Temple University
Craig White, University of Houston
Submitter: Aleksandra Luksyte, aluksyte@uh.edu
210-18 Female Nontargets’ Perceptions of Organizational Tolerance of Sexual Harassment
This study was designed to examine factors that influence female nontargets’ perceptions of organizational tolerance of sexual harassment. The proposed model was tested using meta-analytic path analysis. Personal characteristics, exposure to coworker mistreatment, and experience with antiharassment policies, procedures, and practices impact nontargets’ assessments of organizational tolerance of sexual harassment.
Maria C. Lytell, RAND Corporation
Submitter: Maria Lytell, maria.lytell@gmail.com
210-19 The Work-Related, Age-Based Stereotypes (WAS) Scale: A Validation Study
Across 3 independent samples, we examined the construct validity of a multidimensional measure of work-related and age-based stereotypes. The measure includes both negatively (competence and adaptability) and positively (stability and warmth/friendliness) valenced stereotypes of older workers. Results indicate the measure to possess good construct, convergent, discriminant, and predictive validity.
Justin Marcus, University of Central Florida
Barbara A. Fritzsche, University of Central Florida
Huy Le, TUI University
Submitter: Justin Marcus, marcusjustin@hotmail.com
210-20 Measuring Diversity Management Skill
Managing a diverse workforce is a crucial skill for any organization. This study aimed to develop and validate a situational judgment test assessing diversity management skill as an individual difference variable. Initial evidence for construct validity was established and the scale showed promise in predicting diversity performance.
Andrew Biga, Procter & Gamble
Tiwirai D. Marira, Baruch College-CUNY
Kristen M. Shockley, Baruch College-CUNY
Submitter: Tiwirai Marira, tiwi221@gmail.com
210-21 An Experimental Investigation of the Glass Escalator
This study seeks to expand our knowledge of gender biases in the workplace by extending norm violations research to include men who work in feminine-typed jobs. Multivariate results were partially supportive of the glass escalator such that men in feminine-typed jobs were not denigrated but perceived favorably.
Samantha A. Morris, MillerCoors
Paula M. Popovich, Ohio University
Submitter: Samantha Morris, samantha.morris@millercoors.com
210-22 Racism Revisited: A Taxonomy for Coping With Subtle Racial Bias
Explicit incidents of racism in the workplace have diminished, but a contemporary form of subtle racism has emerged that is vague, covert, convincingly rationalized in the mind of the perpetrator. We propose a taxonomy of culturally based coping strategies to counter the work stress arising from the effects of subtle racism.
Terry A. Nelson, University of Memphis
Tom Stafford, University of Memphis
Submitter: Terry Nelson, tnelson4@memphis.edu
210-23 Cupid’s Cubicle: Romance in the Workplace
Little research has examined observers’ reactions to workplace romances. This study examined power dynamics (hierarchical/lateral romance) and sexual orientation of romance participants (homosexual/heterosexual), as well as the organizational role of the observer (manager/employee). There were more negative reactions toward hierarchical romances and homosexual couples, especially lesbians.
Clare L. Barratt, Texas A&M University
Cynthia R. Nordstrom, Southern Illinois University-Edwardsville
Submitter: Cynthia Nordstrom, cnordst@siue.edu
210-24 A Meta-Analysis of the Outcomes of Overt and Subtle Discrimination
This study examined meta-analytic effects of subtle and overt forms of discrimination on work and well-being outcomes. Results demonstrate that subtle discrimination has stronger negative effects than overt discrimination for physical health and work outcomes. These findings suggest that changes in the manifestation of prejudice have not eliminated its consequences.
Chad Peddie, George Mason University
Kristen P. Jones, George Mason University
Veronica L. Gilrane, George Mason University
Alexis Gray, George Mason University
Eden B. King, George Mason University
Submitter: Chad Peddie, ianscorp@aol.com
210-25 Group Differences in Entrepreneurial Intention Among Prospective Job Applicants
This study explored race and gender differences in entrepreneurial intention among potential job applicants in the context of strong preferential selection in South Africa, where race and gender determine affirmative action target group status. Using a quasi-experimental design, we identify group differences in entrepreneurial intention and discuss possible explanations.
Lauren J. Ramsay, San Jose State University
Joongseo Kim, University of Colorado at Denver
Submitter: Lauren Ramsay, lauren.ramsay@sjsu.edu
210-26 Younger Workers’ Meta-Stereotypes in Relation to Impression Management Behaviors
The experience of younger workers was examined through the lens of meta-stereotypes. Chronic self-consciousness about being age-stereotyped strongly affected younger workers’ satisfaction with older coworkers. Younger workers who believed they were negatively stereotyped were less likely to engage in impression management behaviors. Affect mediated several of these relationships.
Katherine Ma Ryan, George Mason University
Eden B. King, George Mason University
Lisa Finkelstein, Northern Illinois University
Submitter: Katherine Ryan, katherinemryan@gmail.com
210-27 CEO Leadership and the Implementation of Organizational Diversity Practices
This study examines the relationship between CEO transformational and transactional leadership and the implementation of diversity practices in organizations. Results indicated that CEO transformational leadership is directly associated with the implementation of workplace diversity practices, whereas CEO social values and age moderate the relationship between transactional leadership and these practices.
Greg Sears, Carleton University
Eddy SW Ng, Dalhousie University
Submitter: Greg Sears, greg_sears@carleton.ca
210-28 Relating Social Category Similarity and Diversity Faultlines to Training Outcomes
Training grou
ps of students were split into hypothetical homogeneous subgroups based on their diversity attributes by the faultline algorithm. Multilevel modeling showed increased skill development when students were categorized as belonging to the same subgroups as their trainers and if the split between the subgroups was strong.
Marinus van Driel, Van Driel Consulting/DEOMI
Bertolt Meyer, University of Zurich
Submitter: Marinus van Driel, marinusvandriel@hotmail.com
210-29 The Effects of Gender-Role Congruency on Salary Negotiation Outcomes
This study examines the influence of gender stereotypes on salary negotiation outcomes as a possible explanation for the gender gap in wages. Although there was no sex main effect, feminine men received the least favorable reactions. Overall, masculine employees were viewed more favorably than feminine employees.
Chelsea Vanderpool, Cornell University
Lynn K. Bartels, Southern Illinois University-Edwardsville
Submitter: Chelsea Vanderpool, cvpool1@gmail.com
210-30 Walking the Talk: Examining Consequences of Consistency in Messages About Diversity
The likelihood that increased diversity will result in positive outcomes is often a result of the manner in which that diversity is managed. A model is presented emphasizing the importance of congruence between an organization’s espoused values related to diversity as perceived by employees and the associated behaviors and outcomes.
T. Nichole Phillips, Virginia Tech
Felice Williams, Louisiana State University at Shreveport
Submitter: Felice Williams, felice.williams@lsus.edu
210-31 Navigating the Leadership Labyrinth: Perceived Outcomes for Men and Women
Using a sample of organizational leaders, we examine how gendered behaviors influence perceptions of male and female leadership effectiveness. Findings demonstrate convergence across genders for the most part; however, when men couple agency with the traditionally feminine communion, they are viewed as more promotable than women displaying equivalent behavior.
Taylor E. Sparks, University of Georgia
Karl W. Kuhnert, University of Georgia
Submitter: Taylor Sparks, tsparks@uga.edu
211. Symposium/Forum: 4:30 PM–5:50 PM Waldorf
Leading Horses to Water: Assessment Facilitated Organization Change
Highly experienced change agent consultants will present interesting client change cases illustrating key actions necessary for effective strategy execution and organization change within an increasingly fast-paced and complex business environment. Special emphasis will be placed on the use of various assessment tools to facilitate change.
Gerald M. Groe, pan, Chair
Nicholas Horney, Agility Consulting & Training, LLC, Leadership and Organizational Agility: Business Imperatives for a VUCA World
Rick Lepsinger, OnPoint Consulting, The Execution Solution: Secrets of Companies That Consistently Achieve Results
Dale S. Rose, 3D Group, Using Strategically Aligned 360-Degree Feedback Content to Drive Organizational Change
Submitter: Gerald Groe, gerrygroe@aol.com
212. Panel Discussion: 5:00 PM–5:50 PM Boulevard AB
Recommendations About the Use of Personality Tests in Selection Settings
Industry remains hesitant to utilize personality tests in selection scenarios due to low criterion validities predicting overall job performance (OJP). An expert panel is consulted on the use of personality tests in selection settings, improving criterion validity, faking, and recommendations for the use of personality test data in selection settings.
Charmaine Swanevelder, SHL Group Ltd, Chair
Dave Bartram, SHL Group Ltd, Panelist
Jeffrey M. Conte, San Diego State University, Panelist
John V. Harnisher, New York University, Panelist
Submitter: Charmaine Swanevelder, charmaine.swanevelder@shlgroup.com
213. Panel Discussion: 5:00 PM–5:50 PM Boulevard C
Training on a Shoestring Budget: Bringing Clients to the Water
This panel discussion provides a venue for training professionals to share ideas for effectively and creatively responding to clients’ requests by guiding them to consider strategies that will set the stage to achieve their training goals.
Nancy Matheson, American Institutes for Research, Chair
Glen Mazur, National Park Service, Panelist
Laura A. Steighner, American Institutes for Research, Panelist
Rodney Matheson, Frederick Memorial Healthcare System, Panelist
Submitter: Nancy Matheson, nmatheson@air.org
214. Panel Discussion: 5:00 PM–5:50 PM Continental B
Leadership Development, Applying Mixed Interventions Globally: Management Training and Coaching
The panel will present leadership development interventions that engaged participants in both training and executive coaching to enhance leadership effectiveness and prepare participant for future executive positions. Two global interventions that engaged hundreds of managers working for a global company and for the United Nations Secretariat will be presented.
Damian A. Goldvarg, The Goldvarg Consulting Group, Chair
Nanette Alvey, EnCompass LLC, Panelist
Josephine Washington, Growth Resources International, LLC, Panelist
Bernardo M. Ferdman, Alliant International University, Panelist
Submitter: Damian Goldvarg, Dgoldvarg@aol.com
215. Roundtable Discussion/Conversation Hour: 5:00 PM–5:50 PM Lake Huron
Talking Tech: Sharing Successes and Failures With Technology in Teaching
Technology continues to have a growing impact on teaching and learning, typically with mixed reviews. Choosing, implementing, and refining technological initiatives are ongoing challenges for instructors. Constructive dialogue about successes and failures with current technologies will provide guidance for new instructors and insight for veteran instructors and training professionals.
Sylvia G. Roch, University at Albany, SUNY, Host
Nancy J. Stone, Missouri University of Science & Technology, Host
Robert T. Brill, Moravian College, Host
Submitter: Robert Brill, brillr@moravian.edu
216. Panel Discussion: 5:00 PM–5:50 PM Lake Michigan
Executing HR Initiatives in the Age of the New Normal
HR professionals are finding it difficult to forge ahead on critical initiatives within this dynamic work environment of constant change. This panel discussion will allow practitioners who are designing and implementing workforce solutions to share their lessons learned on how to execute (or not execute) under these conditions.
Lesley A. Perkins, Intelligent Sourcing Group, Chair
Dannielle Pearson Hawk, Marriot International Inc., Panelist
William H. Newbolt, W. H. Newbolt & Associates, Panelist
Leslie Ann Pearson, Partnership for Public Service, Panelist
Akil Walton, Eaton Corporation, Panelist
Gretchen Neve, Resilience Matters, LLC, Panelist
Submitter: Lesley Perkins, lesleyperkins@yahoo.com
217. Panel Discussion: 5:00 PM–5:50 PM Marquette
Practical Challenges in 360/Upward Appraisal Program Implementation and Sustainability
This panel focuses on the implementation dilemmas of multisource feedback for evaluation and development. A large not-for-profit healthcare organization and a major auto insurance carrier will discuss the dilemmas and decisions made in implementing their systems. The academic research to date on best practices will anchor this discussion.
Stanley B. Silverman, The University of Akron, Chair
Yoshie Nakai, O.E. Strategies, Inc./The University of Akron, Co-Chair
Louis R. Forbringer, Catholic Health Initiatives, Panelist
Mona Stronsick, Progressive Insurance, Panelist
Suzanne M. Miklos, O.E. Strategies, Inc., Panelist
Rosanna F. Miguel, John Carroll University, Panelist
Submitter: Yoshie Nakai, yn1@zips.uakron.edu