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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