Saturday AM
Indicates Theme Track Session
218. Interactive Posters: 8:00 AM–8:50 AM Astoria
I Love You, You’re Perfect, Now Change
Lindsey Kotrba, Denison Consulting, Facilitator
218-1 Change Management Integrity, Perceived Consistency Among Objectives, Behaviors, and Outcomes
The perceived alignment between a change initiative’s stated objectives and implementation, change management integrity, is hypothesized to influence commitment and stress through trust in management. Results of a dynamic mediation analysis suggest these changes in trust mediate the dynamic relationship between change management integrity and both commitment and stress.
Nealia S. Bruning, University of Manitoba
Patrick F. Bruning, Purdue University
Daniel C. Ganster, Colorado State University
Submitter: Nealia Bruning, bruningn@cc.umanitoba.ca
218-2 Exploring the Individualized Nature of Employee Resistance to Organizational Change
This study examined impacts of worker-perceived degree of organizational change on their formation of attitudes toward change and key organizational outcomes. A path analysis was conducted to examine the relationship of perceived degree of organizational change with attitudinal and dispositional resistance in a broad range of organizational change contexts.
Darryl S. Wilson, Highmark
Edward J. Sabin, Saint Louis University
Submitter: Darryl Wilson, wilsonds@slu.edu
218-3 Managing Change Perceptions: Manager Behavior and Organizational Change
This study investigates the role of manager behavior (initiating structure, consideration) on change perceptions. Participants were surveyed prior to large-scale, organizational restructuring. Results show initiating structure to have a direct effect on change as well as an indirect effect through role clarity. Consideration behavior was not related to change perceptions.
Lauren A. Wood, University of Georgia
Brian J. Hoffman, University of Georgia
Karl W. Kuhnert, University of Georgia
Submitter: Lauren Wood, wood.lauren8@gmail.com
219. Symposium/Forum: 8:00 AM–8:50 AM Boulevard AB
Conditional Reasoning Tests: Where We Are and Where We’re Going
Conditional Reasoning Tests (CRTs) have been shown to improve validity and decrease the likelihood of faking. This symposium will introduce several new CRTs for traits that are important in the prediction of job performance and explore the theoretical underpinnings and methodological alternatives involved in the development and validation of CRTs.
Jennifer L. Rasmussen, Texas A&M University, Chair
Mindy E. Bergman, Texas A&M University, Chair
Jennifer L. Rasmussen, Texas A&M University, Mindy E. Bergman, Texas A&M University, Implicit Measurement of Extraversion and Agreeableness Using Conditional Reasoning Tests
Kayo Sady, University of Houston, Alan Witt, University of Houston, Paras Mehta, University of Houston, Lawrence R. James, Georgia Institute of Technology, Suzanne Kieffer, University of Houston, Development of Conditional Reasoning Tests of Conscientiousness and Emotional Stability
Lawrence R. James, Georgia Institute of Technology, Measuring the Power Motive and Toxic Leadership
Submitter: Jennifer Rasmussen, jlr3723@tamu.edu
220. Symposium/Forum: 8:00 AM–9:50 AM Boulevard C
Randomized Experimental Tests of Mediation Models
Although tests of mediating effects are typically based on data from nonexperimental studies, tests based on randomized experiments allow for more confident causal inferences. Thus, this symposium explicates strategies for conducting experimental tests of mediation, reviews studies that have used them, and considers options for dealing with tests that breakdown.
Charles E. Lance, University of Georgia, Chair
Eugene F. Stone-Romero, University of Texas at San Antonio, Patrick J. Rosopa, Clemson University, Randomized Experimental Strategies for Testing Mediation Models
Dov Eden, Tel Aviv University, Meta-Analyzed Multiexperiment Mediation Testing: The Best Evidence-Based I-O Psychology Knowledge
Ella Miron-Spektor, Bar Ilan University, Dorit Efrat-Treister, Technion–Israel Institute of Technology, Anat Rafaeli, The Technion, Israel, Orit Schwarz-Cohen, Technion–Israel Institute of Technology, Does Other’s Anger Make People Work Harder not Smarter?
Ravit Hezkiau-Ludwig, University of Toronto, Dov Eden, Tel Aviv University, What to Do When a Field Experiment Goes Awry?
Richard P. DeShon, Michigan State University, Discussant
Submitter: Eugene Stone-Romero, wolfcub1@satx.rr.com
221. Symposium/Forum: 8:00 AM–9:20 AM Continental A
Understanding and Managing Workplace Emotions: Measures, Predictors, Processes, and Outcomes
This session will explore the role of emotion perception and management in work organizations. Presentations will focus on the predictors of emotion–relevant behaviors and outcomes and on both the positive and negative consequences of effective emotion management. A question-and-answer period will also allow for audience interaction.
Seth A. Kaplan, George Mason University, Chair
Jose M. Cortina, George Mason University, Chair
Seth A. Kaplan, George Mason University, Ronald P. Vega, George Mason University, Veronica L. Gilrane, George Mason University, Vias Nicolaides, George Mason University, Gregory A. Ruark, U.S. Army Research Institute-FLRU, Xiaoxiao Hu, George Mason University, Jose M. Cortina, George Mason University, On the Nature and Predictors of Leader Emotion Management
Hillary A. Elfenbein, Washington University in St. Louis, Sigal Barsade, University of Pennsylvania, Noah Eisenkraft, University of Pennsylvania, The Predictive Power of Observer-Rated Emotion Management Skills
Stephane Cote, University of Toronto, Katherine DeCelles, University of Toronto, Julie M. McCarthy, University of Toronto, Gerben A. Van Kleef, University of Amsterdam, Ivona Hideg, University of Toronto, Emotion Regulation Knowledge Facilitates Prosocial and Interpersonally Deviant Behavior
Richard D. Roberts, ETS, Amanda Mason, University of Sydney, Carolyn E. MacCann, University of Sydney, Emotion Management Using the Situational Test of Emotion Management (STEM)
Daniel J. Beal, Rice University, Discussant
Submitter: Jose Cortina, jcortina@gmu.edu
222. Panel Discussion: 8:00 AM–9:20 AM Continental B
What the Doctor Ordered: Strategies for Linking I-O and Healthcare
The purpose of this interactive session is to discuss challenges, responsibilities, benefits, and strategies associated with successful integration of I-O psychology in healthcare settings. From these experienced panelists, audience members will learn how to get the most out of these types of industry-spanning experiences.
Sarah Petschonek, University of Memphis, Co-Chair
Christopher J. L. Cunningham, University of Tennessee at Chattanooga, Co-Chair
David Cadiz, Portland State University, Panelist
Christie L. Kelley, Kronos/Clemson University, Panelist
Robert R. Sinclair, Clemson University, Panelist
Submitter: Sarah Petschonek, sarah.petschonek@gmail.com
223. Debate: 8:00 AM–9:20 AM Continental C
Can Faking Ever Be Overcome in High-Stakes Testing?
The assessment of noncognitive personality characteristics as a means to select applicants in high stakes selection contexts is still controversial due to the problem of faking. This debate brings together experts in research and practice to discuss whether faking can ever be overcome in any form of high-stakes testing.
Matthias Ziegler, Humboldt Univerität zu Berlin, Chair
Carolyn E. MacCann, University of Sydney, Co-Chair
Bobby D. Naemi, Educational Testing Service, Co-Chair
Eric D. Heggestad, University of North Carolina Charlotte, Moderator
Richard L. Griffith, Florida Institute of Technology, Presenter
Jill E. Ellingson, Ohio State University, Presenter
Patrick C. Kyllonen, Educational Testing Service, Presenter
Submitter: Matthias Ziegler, zieglema@hu-berlin.de
224. Symposium/Forum: 8:00 AM–9:20 AM International Ballroom South
Utility of Noncognitive Assessments for Developing MBA Students
Graduate management programs continue to enhance their curriculum and overall student experience through the use of various assessments. This forum describes the collaboration between GMAC and 2 test publishers on a pilot study using noncognitive assessments in the business school experience. We discuss lessons learned, next steps, and future research.
Ryan A. Ross, Hogan Assessment Systems, Chair
Peg Jobst, Graduate Management Admission Council, Andrew Martelli, Graduate Management Admission Council, Eileen Talento-Miller, Graduate Management Admission Council, Assessing the Assessments: GMAC Pilot Development
Kenneth P. De Meuse, Korn/Ferry International, Guangrong Dai, Lominger International, Learning Agility: A Critical Attribute for Developing the Next Generation
Dana Landis, Korn/Ferry International, Paul Scheer, Korn/Ferry International, Decision Styles and Development in an MBA Student Population
Matthew R. Lemming, Hogan Assessment Systems, Kristin Hatfield, Hogan Assessment Systems, Ryan A. Ross, Hogan Assessment Systems, Using Personality and Cultural Fit Assessments in the GMAC Pilot
Eileen Talento-Miller, Graduate Management Admission Council, Andrew Martelli, Graduate Management Admission Council, Impressions From the GMAC Spring 2010 Soft Skills Pilot
Submitter: Matthew Lemming, mlemming@hoganassessments.com
225. Special Events: 8:00 AM–8:50 AM Joliet
Distinguished Teaching Contributions Award: Facilitating Student Engagement
Professor Sachau will discuss strategies for increasing student engagement. The talk will include a summary of some of the best practices among I-O graduate programs including student consulting projects, internships, case competitions, and service learning programs.
Barbara A. Fritzsche, University of Central Florida, Host
Daniel Sachau, Minnesota State University, Presenter
Submitter: Barbara Fritzsche, bfritzsc@gmail.com
226. Panel Discussion: 8:00 AM–9:20 AM Lake Erie
Resources for Managing Hourly/ Nonmanagement Talent: A Balancing Act
Many organizations have more hourly/nonmanagement than management employees, yet more I-O practice is dedicated to management populations. This mismatch results in unique challenges for managing hourly employees. This panel of experts discusses the development of resources related to selection, performance management, and career development for hourly populations.
Julia Bayless, Sodexo, Inc., Chair
James T. Austin, Ohio State University, Panelist
Christina Norris-Watts, APT, Inc, Panelist
Samantha A. Morris, MillerCoors, Panelist
David L. Van Rooy, Marriott International, Panelist
Submitter: Julia Bayless, julia.bayless@sodexo.com
227. Master Tutorial: 8:00 AM–9:20 AM Lake Huron
1.5 CE credit for attending.
Executive Versus Emotional Intelligence: 21st Century High-Performance Strategy
A positive psychology framework was used to identify the similarities and differences between emotional intelligence and executive intelligence. The findings were then explored in order to develop training and implement effective tools for enhancing executive effectiveness and optimal performance in the workplace. Five learning outcomes for the training were presented.
Lori La Civita, Baker College, Presenter
Tammalette Mattison, Baker College, Presenter
Submitter: Lori La Civita, lori.lacivita@baker.edu
228. Symposium/Forum: 8:00 AM–9:20 AM Lake Michigan
One Size Doesn’t Fit All: Cross-Cultural Competence Across Organizational Contexts
Cross-cultural competence (3C) is of increasing importance in corporate, governmental, and military sectors. Training, education, and assessment are the most commonly used methods for growing 3C within organizations. Employing these methods, however, requires special consideration in different sectors as their appropriateness and utility are highly context dependent.
Jessica A. Gallus, Army Research Institute, Co-Chair
David S. Geller, George Mason University, Co-Chair
Marinus van Driel, Van Driel Consulting/ DEOMI, Co-Chair
Paula M. Caligiuri, Rutgers University, Corporate Interventions for Training and Developing Cultural Agility
David S. Geller, George Mason University, Mike McCloskey, 361 Interactive, LLC, Elizabeth Lerner Papautsky, 361 Interactive, LLC, Stacy Everett, George Mason University, Experiential Characteristics That Influence U.S. Army Cadet Cross-Cultural Competence Development
Mark E. Mendenhall, University of Tennessee, Chattanooga, Context, Constraints, and Opportunities in Developing Global Leader Cross-Cultural Competence
Melissa R. Brittain, Air Force Culture and Language Center, Katie M. Gunther, Auburn University, Instructors as Cultural Mentors: Facilitating Attitude Change via Distance Learning
Raymond A. Noe, Ohio State University, Discussant
Submitter: Jessica Gallus, jessica.gallus@gmail.com
229. Panel Discussion: 8:00 AM–9:20 AM Lake Ontario
Teams in the Wild: Do Our Theories and Methods Fit?
This session discusses the present and future study of collective behavior, particularly in extreme environments. Panelists and audience members examine the extent that theories, principles, methods, and measures characterizing the last 3 decades of team research remain applicable to collective efforts observed in the wild today and into the future.
Eduardo Salas, University of Central Florida, Chair
Sallie J. Weaver, University of Central Florida, Co-Chair
Heidi B. King, Office of the Assistant Secretary of Defense (Health Affairs), Co-Chair
Rhona H. Flin, University of Aberdeen, Panelist
Gerald F. Goodwin, U.S. Army Research Institute, Panelist
Kathryn Keeton, NASA EASI/Wyle Labs, Panelist
John E. Mathieu, University of Connecticut, Panelist
Submitter: Sallie Weaver, sweaver@ist.ucf.edu
230. Panel Discussion: 8:00 AM–9:20 AM Marquette
I-O Interventions That Go Viral
Given the dynamic nature of organizations today, crafting I-O interventions that last and are sustainable has become increasingly difficult. In this panel discussion, 4 experienced I-O practitioners will explore the factors that they have found most critical in creating I-O/HR interventions that persist, adapt, and thrive across multiple years.
Paul R. Yost, Seattle Pacific University, Chair
Jillian McLellan, Seattle Pacific University, Co-Chair
Jeffrey J. McHenry, Microsoft Corporation, Panelist
Lise M. Saari, New York University, Panelist
Kevin J. Nilan, 3M, Panelist
Mary Plunkett, Heineken, Panelist
Submitter: Paul Yost, yostp@spu.edu
231. Panel Discussion: 8:00 AM–9:20 AM Northwest 1
“Mastering” Your Career Path: Perspectives Across Career Stages
This panel includes 4 I-O practitioners (3 with terminal master’s degrees, 1 with a PhD) who represent various career stages. The purpose is to provide master’s students and recent master’s graduates with insights on experiences and decisions encountered throughout the career lifespan as a professional with a terminal master’s degree.
Kara R. Jeansonne, PDRI, Chair
Timothy Ford, PDRI, Panelist
Eric A. Kidwell, Booz Allen Hamilton, Panelist
Sidney F. Fisher, U.S. Office of Personnel Management, Panelist
Sheila R. Schultz, HumRRO, Panelist
Submitter: Kara Jeansonne, kara.jeansonne@pdri.com
232. Symposium/Forum: 8:00 AM–9:20 AM Northwest 5
Applicant Reactions Around the Globe: Belgium, Greece, United States, Vietnam
Applicant reactions influence the success of selection procedures. In this symposium, researchers from 4 countries with 3 samples of applicants and a cross-cultural comparison of 2 countries will present data, share insights, and discuss challenges that will help organizations design selection procedures with a global perspective. Our discussant represents Canada.
Talya N. Bauer, Portland State University, Co-Chair
Ana B. Costa, Portland State University, Co-Chair
Karin Proost, HUBrussel, Mechteld Segers-Noij, Open University of the Netherlands, Marius van Dijke, Open University of the Netherlands, Eva Derous, Ghent University, Jasper von Grumbkow, Open University of the Netherlands, Angry Applicants: A Sample of Prison Guard Applicants in Belgium
Ioannis Nikolaou, Athens University of Economics & Business, Applicants’ Personality in Interview Perceptions and Organizational Justice in Greece
Thu G. Hoang, Portland State University, Berrin Erdogan, Portland State University, Donald M. Truxillo, Portland State University, Talya N. Bauer, Portland State University, Cross-Cultural Applicant Reactions to Selection Methods: Vietnam and United States
Ana B. Costa, Portland State University, Dirk D. Steiner, Université de Nice-Sophia Antipolis, Cornelius J. König, Universität des Saarlandes, Victoria L. Pace, Florida Inter-national University, Donald M. Truxillo, Portland State Uni-versity, Talya N. Bauer, Portland State University, Decision-Maker Reactions to Hiring Practices in the United States
Julie M. McCarthy, University of Toronto, Discussant
Submitter: Ana Costa, costa@pdx.edu
233. Community of Interest: 8:00 AM–9:20 AM PDR 2
Compensation
Joseph J. Martocchio, University of Illinois at Urbana-Champaign, Host
Marina P. Field, Pfizer, Coordinator
234. Panel Discussion: 8:00 AM–8:50 AM Waldorf
20/20 @ 20: Reflecting On Career Paths
On the 20th anniversary of their first year of graduate school, 5 I-O psychologists will discuss their diverse career histories, which include academia, internal consulting, and external consulting. The influence of scientist–practitioner training and early career experiences on future career path will be emphasized through panelist and audience interaction.
Walter C. Borman, PDRI/University of S. Florida, Chair
Kevin W. Cook, Development Dimensions International, Panelist
Rick Hense, Bank of America, Panelist
Conrado A. Marion-Landais, Georgia Power Company, Panelist
Laura A. Steighner, American Institutes for Research, Panelist
Chris Wright, San Francisco State University, Panelist
Submitter: Rick Hense, rick.hense@bankofamerica.com
235. Symposium/Forum: 8:00 AM–9:20 AM Williford A
International Perspectives on Ethical Leadership
This symposium showcases emerging research on the importance of ethical leadership within and across cultures from around the world. As a group, these papers provide insights into the societal forces impacting the meaning and importance of ethical leadership, along with the culture-based mechanisms through which ethical leaders influence others.
Christian J. Resick, Drexel University, Chair
Paul J. Hanges, University of Maryland, Co-Chair
Deanne N. Den Hartog, University of Amsterdam, Frank D. Belschak, University of Amsterdam, Work Engagement as an Element of the Ethical Leadership Process
Charlotte M. Karam, American University of Beirut, Yusuf Sidani, American University of Beirut, Perceived Importance of Ethics for Leadership in the Lebanese Culture
Jun Liu, Renmin University of China, Ho Kwong Kwan, Drexel University, Ping Ping Fu, Chinese University of Hong Kong, Ethical Leadership in Chinese Culture: Examining Friendships and Traditionality
Xiaoming Zheng, Tsinghua University, Weichun Zhu, Penn State University, Great Valley Campus, Haibo Yu, Beijing Normal University, Xi Zhang, Tsinghua University, Ethical Leadership in Chinese Organizations: A Scale Development
Silke A. Eisenbeiss, Ludwig-Maximilians-University, Felix C. Brodbeck, LMU München, Opening the Gates: Perceptions of Ethical Leadership Across Cultures
Peter W. Dorfman, New Mexico State University, Discussant
Submitter: Christian Resick, cresick@drexel.edu
236. Panel Discussion: 8:00 AM–9:20 AM Williford B
Culture and Diversity: Current and Future Theoretical and Practical Approaches
As culture and diversity become increasingly important, so does the need to understand the impact of both surface- and deep-level differences. The wealth of existing research is beginning to be integrated and refined. Panelists will explore issues in culture and diversity research and practice, and the benefits of continued collaboration.
Maritza R. Salazar, University of Central Florida, Chair
Christopher Coultas, University of Central Florida, Co-Chair
Rebecca Grossman, University of Central Florida, Co-Chair
Jennifer P. Feitosa Olivera, University of Central Florida, Co-Chair
Susan E. Jackson, Rutgers University, Panelist
Georgia T. Chao, Michigan State University, Panelist
Bernardo M. Ferdman, Alliant International University, Panelist
Lilach Sagiv, The Hebrew University of Jerusalem, Panelist
Daniel P. McDonald, Defense Equal Opportunity Management Institute, Panelist
Submitter: Christopher Coultas, ccoultas@ist.ucf.edu
237. Panel Discussion: 8:00 AM–8:50 AM Williford C
Theme Track: Introduction and Learning in Action: Leveraging Data From the Employee Experience to Drive Performance
Introduction to Theme Track and a case study focused on multiple aspects of the employee experience will be presented. Data from different levels, sources, and so on will be brought together and analyzed, and implications will be discussed. The lessons around doing these kinds of analyses as well as things to plan for, things you cannot plan for, and a plan for how to get started will be provided.
David J. Woehr, University of Tennessee, Knoxville, Chair
Wayne F. Cascio, University of Colorado, Denver, Panelist
Anne E. Herman, Kenexa, Panelist
Submitter: David Woehr, djw@utk.edu
238. Debate: 9:00 AM–9:50 AM Boulevard AB
I-O, I-O, It’s Off to Work…or School…We Go?
A diverse panel will debate the value of workexperience as part of graduate training in I-O and how much weight (if any) work experience should be given for admission. The debate will highlight the varied points of view that exist in the I-O community regarding these, and related, issues.
Scott E. Cassidy, The Pennsylvania State University, Moderator
Tracey E. Rizzuto, Louisiana State University, Presenter
Olga L. Clark, University of Hartford, Presenter
Michael A. Lodato, ICF International, Presenter
Luke Brooks-Shesler, GMU, Presenter
Wendy L. Bedwell, University of Central Florida, Presenter
Submitter: Scott Cassidy, scottecassidy@hotmail.com
239. Special Events: 9:00 AM–9:50 AM Joliet
M. Scott Myers Award for Applied Research in the Workplace: Computer Adaptive Personality Scales: Military and Private-Sector Applications
The award winners describe the development of a computer adaptive testing (CAT) approach to personality measurement. We focus on instruments designed for the military, Navy Computer Adaptive Personality Scales, and private sector, Global Personality Inventory-Adaptive. Benefits including increased efficiency, test security, and potential for improved validity are also discussed.
Walter C. Borman, Personnel Decisions Research Institutes/University of South Florida, Presenter
Janis S. Houston, Personnel Decisions Research Institutes, Presenter
Richard A. McLellan, Discerning Research LLC, Presenter
Robert J. Schneider, Personnel Decisions Research Institutes, Presenter
Tracy Kantrowitz, PreVisor, Presenter
Submitter: Tracy Kantrowitz, tkantrowitz@previsor.com
240. Posters: 9:00 AM–9:50 AM SE Exhibit Hall
Staffing (e.g., recruitment, applicant reactions, selection system design, succession planning, workforce planning)
240-1 Individual Values as a Predictor for Job Applicant Attraction
This study examined the relationship between values and job attribute preferences using a profile methodology and expanded job attribute and values frameworks to increase the generalizability of findings. Data showed a relationship between several value dimensions and an increased attraction to its hypothesized “ideal” job profile type, supporting this connection.
Emily G. Feinberg, University of Maryland
Paul J. Hanges, University of Maryland
Submitter: Emily Feinberg, efeinberg@psyc.umd.edu
240-2 Attitudes Toward Selection: Role of Error Rate and Error Type
The goal of this study was to better understand how specific types of selection errors (false positive and false negative) and the risk of these errors influence people’s attitudes toward selection approaches. Risk of error effected perceptions of usefulness and type of error had an effect on perceptions of legality.
Maya Yankelevich, PDRI
Scott Highhouse, Bowling Green State University
Submitter: Maya Yankelevich, myankelevich@pdri.com
240-3 The Effect of Prescreening on Adverse Impact in Personnel Selection
A Monte Carlo simulation examined the effects of educational-attainment prescreening, predictor order, and weighting on adverse impact in personnel selection. Predictor order had no effect on adverse impact, except in scenarios that included a prescreen. In general, prescreening reduced adverse impact across all scenarios.
Rebecca Anderson, Illinois Institute of Technology
Scott B. Morris, Illinois Institute of Technology
Submitter: Rebecca Anderson, rander3@iit.edu
240-4 An Exchange System Conceptualization of Person–Work Environment Fit
We combine social exchange theory with sociotechnical systems and present a conceptual framework for integrating current conceptions of person–environment fit. We present 3 componential models that organize myriad fit relationships linking employees and employing organizations and then discuss how these can be integrated to capture the complexity of person–environment fit.
John F. Binning, The DeGarmo Group, Inc.
Adam L Bradshaw, Illinois State University
Submitter: John Binning, binning@degarmogroup.com
240-5 Applicant Attraction: Understanding Preferences of High-Quality Applicants
Successful attraction of high-quality applicants is essential for any organization to select individuals that will contribute to organizational goals. This paper investigates the different factors that attracted higher and lower quality applicants using a sample of incumbents. Results indicate there are different factors that attract higher quality individuals.
Yongwei Yang, Gallup, Inc.
Nikki Blacksmith, Gallup, Inc.
Joe Streur, Gallup, Inc.
Submitter: Nikki Blacksmith, nikki_blacksmith@gallup.com
240-6 A Statistical Correction to Twenty Years of Banding
Statistically based banding is often considered a viable method for minimizing adverse impact in test-based employment decisions. However, Dudek (1979) noted that the formula commonly used to calculate the standard error of measurement is inappropriate. This study examines the impact of the correct formula on banding-based selection decisions.
Sean M. Gasperson, North Carolina State University
Mark C. Bowler, East Carolina University
Karl L. Wuensch, East Carolina University
Jennifer L. Bowler, East Carolina University
Submitter: Mark Bowler, bowlerm@ecu.edu
240-7 Hiring Maghreb/Arab Applicants Depends on Age, Gender, and Job Demands
Maghreb/Arab applicants suffer hiring discrimination, and this effect is moderated by other minority characteristics (applicants’ sex and age) as well as job cognitive demands. A field experiment among 214 Belgian HR-professionals showed a 4-way interaction that supported person-in-job stereotypes and that is further explained by attribution theory. Implications are discussed.
Eva Derous, Ghent University
Roland Pepermans, Vrije Universiteit Brussel
Claire Baukens, Vrije Universiteit Brussel
Veerle Van Muylder, Vrije Universiteit Brussel
Submitter: Eva Derous, eva.derous@ugent.be
240-8 Screening Out the Arab Applicant: Ethnic Identification and Recruiter Characteristics Matter
Two field experiments in the Netherlands investigated hiring discrimination against Arab applicants based on ethnic identifiers on resumés. The odds for rejecting resumés with Arabic identifiers were 5 times higher than those with Dutch identifiers (Study 1: Correspondence audit test). Social dominance orientation moderated this effect (Study 2: Resumé-sifting experiment).
Eva Derous, Ghent University
Ann Marie Ryan, Michigan State University
Submitter: Eva Derous, eva.derous@ugent.be
240-9 Can You Elaborate? A Novel Approach for Mitigating Personality Faking
The authors present required elaboration as an approach to decrease faking on personality questionnaires. Results indicate that this elaboration technique reduces mean personality scores for both orderliness and achievement striving, and this reduction in scores appears to result from a reduction in faking.
David F. Dubin, University of Houston
Mindy M. Krischer, University of Houston
James E. Campion, University of Houston
Submitter: David Dubin, david.f.dubin@gmail.com
240-10 An Investigation of Prospective Applicants’ Intentions to Submit Video Resumés
This study used the theory of planned behavior to explain/predict video resumé submission intentions/behaviors. Results largely supported the hypothesized model, with attitudes and perceived social norms functioning as particularly important determinants of intentions to submit video resumés. In addition, narcissism predicted attitudes toward submitting video resumés and perceived behavioral control.
Amanda L. Gissel, North Carolina State University
Lori Foster Thompson, North Carolina State University
Samuel B. Pond, North Carolina State University
Adam W. Meade, North Carolina State University
Submitter: Amanda Gissel, algissel@ncsu.edu
240-11 Cognitive Mapping as an Alternative to Studying Employer Image Beliefs
This paper explores cognitive mapping as an alternative methodology for understanding how prospective applicants structure employer image beliefs. Cognitive maps from a sample of prospective applicants, new hires, and expert recruiters are compared. Results reveal meaningful differences in the way outsiders structure employer image information compared to organizational insiders.
Crystal M. Harold, Temple University
Bryan Wiggins, Fors Marsh Group
Luciano Viera, Fors Marsh Group
Sean Marsh, Fors Marsh Group
Submitter: Crystal Harold, charold@temple.edu
240-12 Perceived Barriers to the Use of Job Search Strategies
Job seekers have a host of job search strategies from which to choose (e.g., networking, newspaper want ads). However, little research exists explaining why job seekers choose the strategies they do. After interviewing 77 current job seekers, we identified 21 issues that affect applicant motivation in choosing a job search strategy.
Michael Horvath, Cleveland State University
Ryan Murcko, Cleveland State University
Brittany Bate, Cleveland State University
Christopher Davis, Cleveland State University
Submitter: Michael Horvath, m.horvath59@csuohio.edu
240-13 Internet Job Seekers’ Information Expectations Predict Organizational Attraction
This study examined the role of information expectations in job search. We asked 451 participants to view either a rich (virtual world) or lean (Web site) recruitment medium. We find job seekers have higher information expectations for richer media. Expectations predict organizational attractiveness; this relationship is mediated by information acquisition experiences.
Garett N. Howardson, George Washington University
Tara S. Behrend, George Washington University
Submitter: Garett Howardson, garett.howardson@gmail.com
240-14 Applicant Reactions to Affective/Cognitive Recruiting Messages
We examined how applicants reacted to Web-based videos of organizational recruitment messages. Affective messages resulted in greater fit perceptions and job pursuit intentions than cognitive messages, particularly for applicants low in need for cognition (NFC). High NFC applicants had more positive outcomes for cognitive recruiting messages than low NFC.
David Kraichy, University of Calgary
Derek S. Chapman, University of Calgary
Submitter: David Kraichy, d_kraichy@hotmail.com
240-15 Application of the Instrumental– Symbolic Framework Within an Employer Positioning Context
This study investigates use and validity of perceptual mapping as a tool for employer positioning from a human resources management standpoint. Results show potential for use of perceptual mapping within an employer branding context. Theoretical and practical recommendations concerning the application of this technique close the paper.
Martin Lauzier, UQO
Marc Roy, UQAR
Submitter: Martin Lauzier, martin.lauzier@uqo.ca
240-16 Test Item Order, Achievement Goals, and Perceived Test Fairness
This study explored the effects of manipulating the order of difficulty of items within a cognitive power test on performance, perceived performance, and test perceptions (e.g., fairness). The role of achievement goals in predicting these outcomes and in moderating these relationships was also explored. Practical and theoretical implications are discussed.
Donald E. Lustenberger, Development Dimensions International
Carolyn M. Jagacinski, Purdue University
Brett W. Guidry, Portland State University
Submitter: Donald Lustenberger, dlustenb@purdue.edu
240-17 A Reexamination of the Web-Based Demand of PHR/SPHR Certifications
In light of the popularity of HR certifications, this study reexamines the demand for PHR/SPHR professionals. Results suggest over a quarter (25.1%) of HR-related job announcements required or preferred applicants to possess PHR/SPHR certification, which was significantly greater than 1.4% found in the Aguinis et al. (2005) study.
Brian D. Lyons, California State University, Fresno
Aaron J. Meyers, California State University, Fresno
Lorin M. Mueller, American Institutes for Research
Submitter: Brian Lyons, blyons77@yahoo.com
240-18 The Five-Factor Model of Personality and Performance in East Asia
This study estimates the operational validity of the 5-factor model (FFM) of personality traits in East Asia via meta-analysis. The results show that Extraversion and Conscientiousness were found to be most valid in East Asia, whereas Conscientiousness and Emotional Stability were the 2 most valid FFM traits in Euro-America.
In-Sue Oh, Virginia Commonwealth University
Frank L. Schmidt, University of Iowa
Michael K. Mount, University of Iowa
Huy Le, TUI University
Russell Guay, University of Iowa
Kiyoshi Takahashi, Kobe University
Aichia Chuang, National Taiwan University
Jun Naito, Recruit Management Solutions Co., Ltd.
Shiho Imashiro, Recruit Management Solutions Co., Ltd.
Yumiko Mochinushi, Recruit Management Solutions Co., Ltd.
Nick Yanming, Chinese University of Hong Kong
Kenneth Law, Chinese University of Hong Kong
Submitter: In-Sue Oh, insue.oh@gmail.com
240-19 Pretest and Posttest Reactions to an In-Basket Exercise
This study compared applicant reactions regarding a paper-and-pencil and a computerized in-basket. Results showed that paper-and-pencil in-basket was equally or more positively perceived than computerized in-basket. Results from structural equation modeling showed that applicants’ general beliefs in tests affected pretest reactions, and applicants’ test performance influenced posttest reactions.
Janneke K. Oostrom, Erasmus University Rotterdam/GITP
Lineke Bos-Broekema, Besturenraad
Alec W. Serlie, Erasmus University Rotterdam/GITP
Marise Ph. Born, Erasmus University Rotterdam
Henk T. Van der Molen, Erasmus University Rotterdam
Submitter: Janneke Oostrom, oostrom@fsw.eur.nl
240-20 Factor Structure of Two Different Developmental Assessment Center Rating Formats
Dimensions of assessment centers are a debated topic. We examine the dimensions of a developmental assessment center as rated by 2 types of rating formats. Within-dimension rating format, where raters provide scores at the end of the assessment center on specific dimensions, results in promising construct related validity.
Boris I. Yanovsky, Xavier University
Robin Graff-Reed, VHA National Center for Organization Development
Katerine Osatuke, Miami University
Submitter: Katerine Osatuke, Katerine.Osatuke@va.gov
240-21 Organizational Attractiveness Mediates Effects of Web Site Usability on Job Choice
This study contributes to research on relationships among Web site usability, organizational attractiveness, and job choice. The hypothesized model was supported wherein organizational attractiveness fully mediated effects of Web site usability on job choice, after controlling for applicant fairness perceptions and comparative job offer evaluation. Implications and future directions are discussed.
David W. Reeves, University of Connecticut
Benjamin M. Walsh, University of Connecticut
Leslie M. Golay, University of Connecticut
Janet L. Barnes-Farrell, University of Connecticut
Submitter: David Reeves, david.reeves@uconn.edu
240-22 Motivation in Assessment Centers: Does It Depend on the Task?
This study investigated task-based differences in participant motivation in an assessment center context. Between-task differences were observed in participant motivation levels and the relationships motivation had with other variables. Procedural justice and perceived performance were related to motivation across tasks, but that was not the case for perceived influence.
Sylvia G. Roch, University at Albany, SUNY
Vipanchi Mishra, University at Albany, SUNY
Eugene Trombini, University at Albany, SUNY
Submitter: Sylvia Roch, roch@albany.edu
240-23 Effects of Task Performance, OCBs, and CWBs on Selection Decisions
This study compares the effects of a candidate’s propensity to exhibit OCBs and CWBs on selection decisions. Results indicate that a propensity to exhibit helping and voice behaviors was positively related to selection decisions, whereas a propensity to exhibit production and interpersonally deviant behaviors was negatively related to these outcomes.
Nathan P. Podsakoff, University of Arizona
Jessica L. Siegel, University of Arizona
Steven W. Whiting, Indiana University
Timothy D. Maynes, Indiana University
Philip M. Podsakoff, Indiana University
Submitter: Jessica Siegel, jsiegel1@email.arizona.edu
240-24 Determinants of Employee Referrals: A Motivational Framework
Given the dearth of research on its determinants, it is not clear how organizations can encourage employees’ referral behavior. In line with the proposed motivational framework, employee referrals were found to be motivated by intrinsic (job satisfaction), prosocial (helping job seekers and organization), and extrinsic (referral bonus) factors.
Greet Van Hoye, Ghent University
Submitter: Greet Van Hoye, greet.vanhoye@ugent.be
240-25 Organizational Attraction: A Person–Person Fit Perspective
In a sample of 320 unemployed job seekers in Belgium, we investigated how the fit between job seekers’ and employees’ personality affects organizational attraction. Supporting a person–person fit perspective, we found positive effects of objective fit in Conscientiousness and Agreeableness on attraction, which were mediated by perceived person–person fit.
Greet Van Hoye, Ghent University
Daniel B. Turban, University of Missouri
Submitter: Greet Van Hoye, greet.vanhoye@ugent.be
240-26 Applicant Motivation and Withdrawal Intentions During Online Selection Testing
Little previous work has been done on why potential job applicants may choose to withdraw from online employee selection assessments. This study uses the 3 components of the expectancy theory of motivation—valence, instrumentality, and expectancy—as predictors of an applicants’ intention to withdraw.
Joseph M. Wohkittel, University of Minnesota
Andrea Lassiter, Minnesota State University, Mankato
Pamela Congemi, PreVisor
Abby Miller, PreVisor
Louis N. Quast, University of Minnesota
Submitter: Joseph Wohkittel, wohk0001@umn.edu
240-27 Predictive Validity and Procedural Justice of the Implicit Association Test
This study was conducted to assess the predictive validity and procedural justice of an implicit association test (IAT) measuring task-switching ability. IAT scores were not related to cognitive ability test scores and did not predict posttraining outcomes. The procedural justice of the IAT was rated poorly by participants.
Natalie A. Wright, North Carolina State University
Adam W. Meade, North Carolina State University
Submitter: Natalie Wright, nawright@ncsu.edu
240-28 The Impact of Efficacy and Motivation on Person–Organization Fit
Expanding person–organization fit research, we examined how self-efficacy and approach-versus-avoidance motives impact individuals’ subjective fit. Our results illustrated that occupational self-efficacy is positively related to approach goals and negatively related to avoidance goals. Further, these 2 motivations differentially predicted subjective person–organization fit and organizational attraction.
Jonathan C. Ziegert, Drexel University
Johnna Capitano, Self-employed
Ping Shao, California State University, Sacramento
Quinn W Cunningham, Drexel University
Submitter: Jonathan Ziegert, ziegert@drexel.edu
240-29 A Comparison of Two Methods for Keying Biodata Inventories
Biodata inventories are often scored using methods specific to the context of biodata. Utilizing a large (N > 150,000) dataset and conducting Monte Carlo simulations, a traditional biodata method is compared to multiple regression, and evidence from both settings suggests an advantage to multiple regression if sample size is adequate.
Adam Beatty, University of Minnesota
Paul R. Sackett, University of Minnesota
Nathan R. Kuncel, University of Minnesota
Jana Rigdon, University of Minnesota
Winny Shen, University of Minnesota
Thomas Kiger, University of Minnesota
Submitter: Adam Beatty, beatt071@umn.edu
240-30 Political Skill in Job Application: A Within-Subjects Field Experiment
Political skill is the ability to understand and influence others to enhance one’s personal and/or organizational objectives. The Political Skill Inventory (PSI; Ferris et al., 2005) assesses this talent. A within-subjects field experiment showed there was evidence for faking, but the criterion-related validity of PSI was not undermined by faking.
Gerhard Blickle, University of Bonn
Ariane von Below, University of Bonn
Angela Johannen, University of Bonn
Submitter: Gerhard Blickle, gerhard.blickle@uni-bonn.de
241. Panel Discussion: 9:00 AM–9:50 AM Williford C
Theme Track: People Decisions That Support and Shape Organizational Strategy: Science and Art
Business strategy requires uniqueness to differentiate from competitors. Alternatively, science is the search for non-unique, generalizable, replicable solutions. Therein lays a paradox for how decisions are made in organizations. Based on a study of HR executives’ evidence-based decision making, we explore the art of addressing this challenge.
Anne E. Herman, Kenexa, Chair
Scott M. Brooks, OrgVitality, Panelist
Richard M. Vosburgh, ArchPoint Consulting/HRPS, Panelist
Submitter: Ann Herman, anne.herman@kenexa.com
242. Panel Discussion: 10:30 AM–11:50 AM Boulevard AB
Teaching Old Dogs New Tricks: Incorporating Competencies Into Talent Systems
The objective of this panel discussion is to provide an overview of how competency models are developed, integrated, and configured within talent-management systems. The panel will discuss other competency integration issues, how they have addressed them (e.g., global issues, leadership changes, etc.), and share lessons learned.
Nisha Advani, Genentech, Chair
Robin R. Cohen, Bank of America, Panelist
Patrick Connell, Development Dimensions International, Panelist
Corrine Mason, Ingersoll Rand, Panelist
Guido Pozo, Booz Allen Hamilton, Panelist
Bridgette Weitzel, BAE Systems, Panelist
Submitter: Heather Gordon, hlgordon@uncc.edu
243. Symposium/Forum: 10:30 AM–11:50 AM Boulevard C
The Compelling Business Case for Corporate Social Responsibility
Corporate social responsibility has gained substantial global traction as an important area of research and for organizational action. This symposium will present 4 papers showing ROI of environmentally friendly strategies, outcomes of pride stemming from environmental practices, effect of volunteering on engagement, and using linkage research to drive sustainable actions.
Sara P. Weiner, Kenexa, Chair
Anne E. Herman, Kenexa, Joseph M. James, Kenexa, Corporate Social Responsibility and Environmentally Friendly Practices Return the Investment
David A. Jones, University of Vermont, Proud to Be Green: How Organizations Benefit From Pro-Environmental Practices
LaToya D. Ingram, Columbia University, Connecting Corporate Volunteerism and Employee Engagement
Andrew Biga, Procter & Gamble, Adam J. Massman, Michigan State University, Robert E. Gibby, Procter & Gamble, A. S. McCance, University of Illinois at Urbana-Champaign, Jane B. (Brodie) Gregory, Procter & Gamble, Environmental Sustainability at P&G: Identifying What Matters
Chelsea R. Willness, University of Saskatchewan, Discussant
Submitter: Sara Weiner, Sara.Weiner@Kenexa.com
244. Symposium/Forum: 10:30 AM–11:50 AM Continental A
Scholarly Impact and Career Success in Organizational Behavior
This symposium includes presentations that examine scholarly impact in 3 ways: (a) identifying determinants that distinguish citation classics (articles having 100 or more citations) from noncitation classics; (b) examining dissertation characteristics that predict the early career success of organizational behavior scholars; and (c) exploring alternative objective measures of journal impact.
Nathan P. Podsakoff, University of Arizona, Chair
Nathan P. Podsakoff, University of Arizona, Valentina V. Kuskova, Indiana University, Samuel J. Birk, University of Arizona, Paresh Mishra, Indiana University, Determinants of Citation Classics in Organizational Behavior
Timothy A. Judge, University of Florida, Jason A. Colquitt, University of Florida, Brent A. Scott, Michigan State University, David M. Long, University of Florida, Dissertation Quality and Academic Career Success
Philip M. Podsakoff, Indiana University, Scott B. MacKenzie, Indiana University, Assessing the Influence of OB Journals in the 21st Century
John R. Hollenbeck, Michigan State University, Discussant
Submitter: Samuel Birk, samuel.birk@gmail.com
245. Panel Discussion: 10:30 AM–11:50 AM Continental B
Lessons Learned From Large-Scale Hiring Systems Transformations
The impetus for this session is the Obama administration’s Hiring Reform initiative. A panel of industrial-organizational psychologists with significant experience in human capital transformations will share their experiences and lessons learned. This session seeks to educate the SIOP community and provide data to inform such transformations in the future.
Beverly A. Dugan, HumRRO, Chair
Brian S. O’Leary, U.S. Office of Personnel Mgmt, Panelist
Eric E. Brasher, United Airlines, Panelist
Robert E. Gibby, Procter & Gamble, Panelist
Laura Mastrangelo Eigel, Frito-Lay North America, Panelist
Suzanne Tsacoumis, HumRRO, Panelist
Submitter: Beverly Dugan, bdugan@humrro.org
246. Symposium/Forum: 10:30 AM–11:50 AM Continental C
Detecting Deception: Techniques for Assessing Applicant Faking on Personality Measures
To advance theory and practice related to applicant faking on personality measures, effective approaches to assessing this behavior must be developed. This symposium introduces and evaluates several techniques including the use of response time, a Bayesian truth serum approach, within-subject assessments, and IRT analyses focusing on honest-applicant score differences.
Patrick D. Converse, Florida Institute of Technology, Chair
Shawn Komar, University of Waterloo, Saul Fine, Midot, Detecting Faking With Response Time Latencies: A New Within-Subject Technique
Bobby D. Naemi, Educational Testing Service, Benjamin Orchard, Educational Testing Service, Richard D. Roberts, Educational Testing Service, Exploring a Bayesian Truth Serum Approach for Personality Testing
Mitchell H. Peterson, Florida Institute of Technology, Richard L. Griffith, Florida Institute of Technology, Patrick D. Converse, Florida Institute of Technology, Amy Gammon, Florida Institute of Technology, Using Within-Subjects Designs to Detect Applicant Faking
Katie Piccone, Florida Institute of Technology, Michael J. Zickar, Bowling Green State University, Amy Gammon, Florida Institute of Technology, Mary Margaret Sudduth, Florida Institute of Technology, Now for Something Completely Different: Faking, Difference Scores, and IRT
Frederick L. Oswald, Rice University, Discussant
Submitter: Patrick Converse, pconvers@fit.edu
247. Symposium/Forum: 10:30 AM–11:50 AM International Ballroom South
Reevaluating Assessment Centers: New Statistical Approaches, New Insights
Due to the heavy reliance on the MTMM approach to investigating AC internal structure, important areas of research have gone undeveloped. This symposium brings together 4 studies that apply novel statistical techniques to investigate the psychometric properties of ACs and, in doing so, provides new methodological and substantive insights.
Brian J. Hoffman, University of Georgia, Chair
Charles E. Lance, University of Georgia, Co-Chair
Elizabeth L. Monahan, University of Georgia, Charles E. Lance, University of Georgia, Mark R. Foster, University of Georgia, Improper Solutions in AC Structure Research: Artifact Versus Substantive Conclusions
Dan J. Putka, HumRRO, Partitioning Reliable and Unreliable Variance in Dimension-Exercise Units
Sean Baldwin, University of Georgia, Applying IRT to Estimate Dimension Activation in AC Exercises
Gahyun Jeon, University of Illinois at Urbana-Champaign, Deborah E. Rupp, University of Illinois at Urbana-Champaign, The AC OAR: A Reflective or Formative Measurement Model?
David J. Woehr, University of Tennessee, Knoxville, Discussant
Submitter: Brian Hoffman, hoffmanb@uga.edu
248. Special Events: 10:30 AM–11:20 AM Joliet
Distinguished Scientific Contributions Award: How to Publish Like Heck (and Maybe Even Enjoy It)
Dr. Campion will regale the audience with advice and stories on how to have a productive research career and enjoy the journey. Examples will include how to publish applied projects, how to deal with the publication process, and how to develop work habits that are highly productive yet sustainable.
Talya N. Bauer, Portland State University, Host
Frederick P. Morgeson, Michigan State University, Host
Michael A. Campion, Purdue University, Presenter
Submitter: Talya Bauer, TalyaB@Sba.pdx.edu
249. Panel Discussion: 10:30 AM–12:20 PM Lake Erie
The Age of Internationalization: Developing an International I-O Curriculum
International business has existed for thousands of years, but I-O psychology has been slow to adopt an international focus. This lack of cross-cultural understanding has limited our ability to shape the forces of globalization. An expert panel will discuss how to design international training curriculum to meet global challenges.
Richard L. Griffith, Florida Institute of Technology, Chair
Scott C. Erker, DDI, Panelist
Milton Hakel, Bowling Green State University, Panelist
Paul J. Hanges, University of Maryland, Panelist
Barbara Kozusznik, University of Silesia, Panelist
Ann Marie Ryan, Michigan State University, Panelist
Jose M. Peiro-Silla, University of Valencia, Panelist
Submitter: Richard Griffith, griffith@fit.edu
250. Roundtable Discussion/Conversation Hour: 10:30 AM–11:20 AM Lake Huron
Past, Present, and Future of Master’s Programs in I-O
This roundtable compares the 90+ I-O master’s programs listed currently by SIOP with the 50+ of the late 1980s. We identify future concerns based on this growth and an environmental scan. Challenges include attracting/retaining quality faculty and students; graduate identity and employment; and curriculum delivery with limited resources.
Rosemary Hays-Thomas, University of West Florida, Host
Ronald G. Downey, Kansas State University, Host
Submitter: Rosemary Hays-Thomas, rlowe@uwf.edu
251. Symposium/Forum: 10:30 AM–12:20 PM Lake Michigan
New Developments in Interpersonal Aggression Research: The Role of Moderators
Accumulating research suggests that being the target of interpersonal aggression at work is associated with negative job attitudes and poor psychological and physical health. This symposium builds upon these findings by examining the moderators of aggression-outcome relationships. These moderators include target resilience, reciprocating behaviors, power, and self-esteem.
Nathan A. Bowling, Wright State University, Co-Chair
M. Sandy Hershcovis, University of Manitoba, Co-Chair
Dana B. Kabat, University of Michigan, Lilia M. Cortina, University of Michigan, Incivility Got You Feeling Down? Emotion and Resilience Following Incivility
Bennett J. Tepper, Georgia State University, Marie S. Mitchell, University of Georgia, Margarita Almeda, Georgia State University, Consequences of Negative Reciprocity in Supervisor–Subordinate Relationships
Lei Zhu, University of British Columbia, Karl Aquino, University of British Columbia, The Invisible Cost of Helping Behavior
Jennifer R. Bozeman, University of Manitoba, M. Sandy Hershcovis, University of Manitoba, Nathan A. Bowling, Wright State University, The Moderating Role of Self-Esteem on the Abusive Supervision–Outcome Relationship
Theresa M. Glomb, University of Minnesota, Discussant
Submitter: M. Sandy Hershcovis, sandy_hershcovis@umanitoba.ca
252. Symposium/Forum: 10:30 AM–11:50 AM Lake Ontario
Teams in Space—A New Frontier for Organizational Psychology
Although previous research has contributed greatly to our understanding of team effectiveness, we know relatively little about teams in extreme environments. To help NASA prepare for the upcoming Mars mission, this research takes a multipronged, dynamic approach to studying teams in settings designed to mirror key characteristics of extreme environments.
Tara A. Rench, Michigan State University, Co-Chair
Steve W. J. Kozlowski, Michigan State University, Co-Chair
Kathryn Keeton, NASA EASI/Wyle Labs, Cristina Rubino, University of Houston, Lacey L. Schmidt, EASI/ Wyle Labs-NASA JSC, Kelley J. Slack, Wyle Life Sciences/LZ Technology, Inc., The Right Stuff: Assessing High-Performing Teams in Space Analogues
Wendy L. Bedwell, University of Central Florida, Kimberly A. Smith-Jentsch, University of Central Florida, Sallie J. Weaver, University of Central Florida, Mary J. Sierra, University of Central Florida, Stephen M. Fiore, University of Central Florida, Eduardo Salas, University of Central Florida, Long-Duration Space Flight Crews: A Team Training Needs Analysis
Michael T. Braun, Michigan State University, Tara A. Rench, Michigan State University, Brady Firth, Michigan State University, Marina Pearce, Michigan State University, Richard P. DeShon, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Success or Failure? Antecedents and Consequences of Dynamic Team Cohesion
Marina Pearce, Michigan State University, Tara A. Rench, Michigan State University, Michael T. Braun, Michigan State University, Brady Firth, Michigan State University, Richard P. DeShon, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Dynamic Interplay of Cohesion, Conflict, and Performance in Virtual Teams
Submitter: Tara Rench, renchtar@msu.edu
253. Symposium/Forum: 10:30 AM–11:50 AM Northwest 1
Victims and Observers: Individual Differences as Moderators of Abusive Supervision
Although research suggests abusive supervision is related to negative workplace outcomes, few studies address its impact on overall job performance. We explore the relationship between abusive supervision and performance, with special attention paid to the moderating role of individual differences. Perspectives of victims and observers of abusive supervision are considered.
Jonathan A. Shaffer, University of Iowa, Chair
Jonathan A. Shaffer, University of Iowa, Amit K. Nandkeolyar, Indian School of Business, Nithya Rajamani, IBM India Research Lab, Abusive Supervision, Job Performance, and OCB: Moderating Role of Personality
Kristin I. Saathoff, CCFL, Lisa L. Scherer, University of Nebraska-Omaha, Adapting to Abuse: Roles of Job Satisfaction and Emotional Intelligence
Stephen H. Courtright, University of Iowa, Todd C. Darnold, Creighton University, Jonathan A. Shaffer, University of Iowa, Third-Party Reactions to Abusive Supervision: Moderating Role of Trait Empathy
Amy Colbert, University of Iowa, Discussant
Submitter: Stephen Courtright, stephen-courtright@uiowa.edu
254. Panel Discussion: 10:30 AM–11:50 AM Northwest 5
Continually Optimizing High-Potential Leadership Development
We will examine how organizational and business requirements shape high-potential development programs using a life-cycle model to structure the discussion of specific challenges and their organizational resolutions. Panelists will share experiences from their corporate practice. This panel will identify best practices and their relationship to organizational realities.
Jurgen Bank, PDI Ninth House, Chair
Michael Crespo, IBM, Panelist
Lori Homer, Microsoft, Panelist
Heather Jessel, PDI Ninth House, Panelist
John Zehr, Target Corp., Panelist
Submitter: Jurgen Bank, jurgenbank@msn.com
255. Community of Interest: 10:30 AM–11:50 AM PDR 2
Leadership and the Assessment of Leadership Potential
Robert T. Hogan, Hogan Assessment Systems, Host
Robert C. Muschewske, PDI Ninth House, Host
Marina P. Field, Pfizer, Coordinator
256. Posters: 10:30 AM–11:20 AM SE Exhibit Hall
Justice/Ethics/Labor/Legal/Consulting
256-1 Resumé Embellishment in Job-Search Behavior: A Social Networks Perspective
This study examines the relationships between social networks and lying behavior at the workplace, in particular resumé embellishment. Our findings suggest that having social networks is negatively related to job candidates’ attitudes towards and behaviors of resumé embellishment, regardless of one’s moral identity. Implications of our findings are discussed.
Rashimah Rajah, National University of Singapore
Vivien Kim Geok Lim, National University of Singapore
Submitter: Don Chen, g0800777@nus.edu.sg
256-2 Antecedents of Unethical Behavior: The Moderating Role of Ethical Leadership
This study discusses antecedents of unethical behavior in the workplace. We propose that work overload leads to emotional exhaustion due to loss in employees’ cognitive/emotional resources, which in turn leads to unethical behavior. We also propose, based on social cognitive theory, that ethical leadership moderates the latter relationship.
Gabi M. Eissa, Oklahoma State University
Rebecca L. Greenbaum, Oklahoma State University
Submitter: Gabi Eissa, gabi@okstate.edu
256-3 Examining Ethicality Judgments of Theft Behavior
We investigated whether situational factors affecting the ethicality judgments of theft behavior are moderated by moral philosophy. Participants viewed a videotape of an employee accused of theft and rated the ethicality of the behavior. Results supported our hypotheses. We consider implications and avenues for future research.
Lorne M. Sulsky, Memorial University of Newfoundland
Heather MacDonald, Memorial University of Newfoundland
Submitter: Lorne Sulsky, lsulsky@mun.ca
256-4 Discrimination Against Employees With Disablities: Does Timing and Type Matter?
This study examined the effects of disability type (physical vs. cognitive) and timing of the disclosure (during the interview vs. on the job) on perceptions of employees. Results indicated that the timing of disclosure affected perceptions of performance, but disability type affected the perception of traits possessed by employees.
Julianne H. Elliott, California State University, Fresno
James Schmidtke, California State University, Fresno
Jill C. Bradley, California State University, Fresno
Submitter: Jill Bradley, jbradley@csufresno.edu
256-5 Influences on Perceptions of Leaders: Equity Sensitivity, Egalitarianism, and Gender
This study examines the influence of individual difference variables (equity sensitivity, gender egalitarianism, and gender) on perceptions of leaders. Results suggest that research on ratings of leaders needs to broaden its scope to include more individual difference variables as predictors in order to better understand influences on perceptions of leaders.
Mary L. Connerley, University of Northern Iowa
Gretchen L. Schaupp, Virginia Tech
Judy P. Strauss, California State University-Long Beach
Submitter: Mary Connerley, mary.connerley@uni.edu
256-6 Reactions to Allegations of Discrimination: Perpetrators’ Anger and Justifications
We examined alleged perpetrators’ reactions to being accused of discrimination. We expected that the mode of confrontation and the status of the perpetrator would affect the alleged perpetrator’s state of anger and the likelihood of providing justifications. We found main and interactive effects for some of these relationships.
Maria Fernanda Garcia, University of Texas at El Paso
Mary Triana, The University of Wisconsin-Madison
Abby Peters, University of Texas at El Paso
Dalila Salazar, University of Texas at El Paso
Submitter: Maria Garcia, fgarcia6@utep.edu
256-7 Ageism in Personnel Selection Decisions: A Prejudice-Reduction Intervention
We examined a dual-identity recategorization intervention’s ability to reduce age-based discrimination in personnel selection decisions and specifically in situations where older job applicants transition into careers different from their own. Data (N = 194) indicated the intervention reduced unfair discrimination against older job applicants in between-career transition situations. Results are discussed.
Justin Marcus, University of Central Florida
Barbara A. Fritzsche, University of Central Florida
Submitter: Justin Marcus, marcusjustin@hotmail.com
256-8 Building Perceived Organizational Support Through Justice: The Influence of Voice
Research on POS has focused on theoretical antecedents and outcomes; however, there is limited research on practical interventions to enhance POS. This study examined, in a lab setting, whether an operationalization of justice, encouraging suggestions, influences employee POS and whether POS influences the relationship between this intervention and organizational outcomes.
Maria Arboleda, University at Albany-SUNY
Linda R. Shanock, University of North Carolina at Charlotte
Submitter: Maria Arboleda, ma477198@albany.edu
256-9 Impact of High-Potential Employee Identification on Employee Work Attitudes
This study is the first to date to assess changes in employee attitudes as a function of high-potential employee identification utilizing archival, longitudinal, employee survey data. We found high-potential status to be related to positive changes in employee attitudes toward their careers and jobs.
Justin G. Black, CUNY-Baruch College/Sirota Survey Intelligence
Tiffany Ivory, CUNY-Baruch College/Sirota Survey Intelligence
Submitter: Justin Black, justin.black@gmail.com
256-10 Engagement in Online Communities: All About Pride and Respect
This study investigated the role of social identity in members’ levels of engagement in online communities. Structural equations analyses show how pride and respect, and not cognitive identification, mediate the effects of media attention and task feedback on 4 important forms of engagement in online communities.
Mark Boons, Rotterdam School of Management
Daan A. Stam, Erasmus University
Submitter: Mark Boons, mboons@rsm.nl
256-11 Demonstrating Discrimination’s Toll: The Impact on Juror Decision Making
Our original hypothesis predicted that evidence of deteriorating performance due to subtle racism could increase employment discrimination claim success. Opposite trends occurred; jurors focused on the plaintiff’s ability to withstand discriminatory treatment more than the employer’s actions. Study 2 is investigating whether this plaintiff focus is acting as a mask.
Bharati B. Belwalkar, Florida Institute of Technology
Lindsey M. Lee, Florida Institute of Technology
Vanessa A. Edkins, Florida Institute of Technology
Submitter: Bharati Belwalkar, bbelwalkar2008@my.fit.edu
256-12 An Empirical Assessment of Post-Burlington Claims of Retaliation in Employment
This study empirically examines circuit court retaliation cases to determine whether or not the BNSF v. White ruling makes it easier for a plaintiff to prevail in a retaliation claim. Of the 131 cases examined, the majority of rulings are for the defendant. Implications of these findings are discussed.
Elizabeth Grozman, Florida Institute of Technology
Anne Marie D. Haddock, Florida Institute of Technology
Lindsey M. Lee, Florida Institute of Technology
Lisa S. Moore, Florida Institute of Technology
Amy Gammon, Florida Institute of Technology
Michael K. McFadden, Florida Institute of Technology
Jennievee R. Blandford, Florida Institute of Technology
Arthur Gutman, Florida Institute of Technology
Submitter: Elizabeth Patricia Grozman, egrozman@my.fit.edu
256-13 Trust Mediates the Relationship Between Informational Justice and Job Satisfaction
Utilizing social exchange theory, we hypothesize that trust in one’s supervisor fully mediates the relationship between informational justice perceptions and job satisfaction. We found empirical support using a field sample of full-time employees and discuss implications of these findings for the practice of training managers to utilize fairness-enhancing techniques.
Brian J. Collins, University of Southern Mississippi
Bruce Gilstrap, University of Southern Mississippi
Submitter: Brian Collins, brian.collins@usm.edu
256-14 Do Psychological Contracts Change When Work Status Changes?
We examine whether changes in work status affect psychological contracts by using a quasiexperimental method that tracks part-time and full-time employees that change work status (the experimental group) alongside employees that do not change work status (the control group). The results challenge stereotypes commonly made about part-time workers.
Neil Conway, Birkbeck
Jackie Coyle Shapiro, LSE
Submitter: Neil Conway, n.conway@bbk.ac.uk
256-15 Curvilinear Predictors of Functional and Dysfunctional Organizational Politics
This study examines the impact of the frequency and proximity political behavior that has either negative or positive outcomes. Results indicate a curvilinear frequency-evaluation relationship between perceptions of politics and affective evaluations of the behavior. The proximity of the political behavior differentially moderated this relationship depending on the outcome.
John M. Maslyn, Belmont University
Steven M. Farmer, Wichita State University
Donald B. Fedor, Georgia Institute of Technology
Kenneth L. Bettenhausen, University of Colorado Denver
Submitter: Steven Farmer, steven.farmer@wichita.edu
256-16 The Effect of Subconscious Goal Setting on Organizational Justice
Effects of goal setting and subconscious priming were tested in a negotiations task. Both a main and an interaction effect for the primed and a conscious goal for fairness were obtained. Implications of this finding are discussed in relation to automaticity, goal setting, and organizational justice theories.
Deshani B. Ganegoda, University of Central Florida
Gary P. Latham, University of Toronto
Robert G. Folger, University of Central Florida
Submitter: Deshani Ganegoda, dganegoda@bus.ucf.edu
256-17 The Ohio State Leadership Factors, Employee Preferences and Overall Justice
This study examines how leadership consideration and structure, and employee preferences for these leadership behaviors, jointly influence employees’ overall justice perceptions. Results of polynomial regression and response surface analyses suggest that consideration and structure significantly influence overall justice perceptions, and the observed relationships were curvilinear.
Brian C. Holtz, Rutgers University
Crystal M. Harold, Temple University
Submitter: Brian Holtz, bholtz@camden.rutgers.edu
256-18 Organizational Players as Mediators of the Furlough-Turnover Intention Relationship
With more than 1 quarter of organizations implementing furlough policies, it is surprising that very little research has been conducted on furloughs. This study examines why and how furloughs impact turnover intentions through job overload and psychological contract. Longitudinal data from a university sample were used to test our model.
Ann H. Huffman, Northern Arizona University
Lori Muse, California State University, Fullerton
Akiee Mayon, Northern Arizona University
Submitter: Ann Huffman, ann.huffman@nau.edu
256-19 Catching Justice Contagion Within a Social Network: A Longitudinal Investigation
Using longitudinal social network data from 1,008 workers on 138 teams, we find that intrateam trust accounts for the interactive effects of leader–member exchange differentiation with both contextual (member proximity) and personal (member equity sensitivity) contingent factors on the centralization and density of team procedural justice contagion.
Dong Liu, University of Washington
Morela Hernandez, University of Washington
Lei Wang, Xi’an Jiaotong University
Submitter: Dong Liu, dongliu@u.washington.edu
256-20 An Examination of Counterfactual Thoughts and Fairness Theory
This exploratory study examines the relationship between counterfactual thoughts and fairness perceptions using a vignette (Study 1) and experimental manipulation (Study 2). Results showed that counterfactual thoughts, specifically those blaming another party, reduced perceptions of fairness. Implications are discussed.
Jessica M. Nicklin, University of Hartford
Rebecca L. Greenbaum, Oklahoma State University
Laurel A. McNall, SUNY Brockport
Robert G. Folger, University of Central Florida
Kevin J. Williams, SUNY Albany
Submitter: Jessica Nicklin, jn0702@gmail.com
256-21 The Mediating Role of Overall Justice Perceptions: A Reexamination
This study examined the mediating role of overall justice on the relationship between dimensions of justice and various outcomes. Confirmatory factor analysis (N = 314) demonstrated support for a 5-factor model. The partially mediated models provided better fit than the fully mediated models. Implications are discussed.
Jessica M. Nicklin, University of Hartford
Laurel A. McNall, SUNY Brockport
Sarah Niehorster, SUNY Albany
Jennifer A. Higgins, SUNY Albany
Submitter: Jessica Nicklin, jn0702@gmail.com
256-22 An IRT Analysis of Colquitt’s Justice Scales
Colquitt’s (2001) scales assessing procedural, distributive, interpersonal, and informational justice dimensions are widely used in the field of organizational justice. In analyzing the scales using item-response theory, this study finds that the items are very good discriminators but mostly at low to average levels of justice.
Sarah Niehorster, SUNY Albany
Jennifer A. Higgins, SUNY Albany
Laurel A. McNall, SUNY Brockport
Jessica M. Nicklin, University of Hartford
Submitter: Sarah Niehorster, sniehorster@gmail.com
256-23 Understanding Organizational Injustice: Are Injustice and Justice Polar Opposites?
The goal of this study is to clarify our understanding of organizational injustice. An in-depth examination of the role of emotion and the prevalence of ambivalence in experiences of justice and injustice reveals important gaps in our current understanding. Results call for a more accurate measurement tool of injustice.
Christa E. Palmer, Colorado State University
Zinta S. Byrne, Colorado State University
Christine L. Smith, Colorado State University
Janet M. Weidert, Colorado State University
Submitter: Christa Palmer, christa.palmer@gmail.com
256-24 Beyond Need: Coworkers’ Perception of Justice in Flexible Work Arrangements
This paper extends flexible working arrangements (FWA) and organizational justice research by suggesting that certain practices by the FWA user may influence coworkers’ perceptions of justice (distributive, procedural, interpersonal, and informational) regardless of future perceived use. A model of coworker impact is proposed and propositions are offered.
Therese A. Sprinkle, University of Cincinnati
Suzanne S. Masterson, University of Cincinnati
Submitter: Therese Sprinkle, sprinkta@mail.uc.edu
256-25 I’ve Heard About You! Indirect Information and Fairness Evaluations
This laboratory study explores the role of indirect information on fairness evaluations of an authority figure (an experimenter). Results show participants high in prosocial orientation were more influenced by indirect information. Also, receiving an adequate explanation for negative information related positively to fairness evaluations. Implications of these findings are discussed.
Jennifer Wessel, Michigan State University
Submitter: Jennifer Wessel, wesselje@msu.edu
256-26 Linking Ethics-Focused HR Practices to Firm Performance
With data from 157 business units in the southwest United States, we examined the effects of ethics-focused HR practices. We found that ethics-focused HR practices were related to both reduced employee misbehavior and enhanced firm performance, but employee misbehavior did not mediate the HR practices–performance relationship.
Cindy Wu, Baylor University
Yongmei Liu, Illinois State University
Joe A. Cox, Baylor University
Submitter: Yongmei Liu, yliu2@ilstu.edu
256-27 Union Certification Frustration: An Exploratory Study
Previous research examines employee and organizational outcomes of l
abor unionization. However, procedural denial of voting rights has not yet been explored. We explore how frustration with a failed union certification process possibly manifests through the relationship between felt obligations and turnover intentions.
Marcus J Fila, Ohio University
Sean Robinson, Ohio University
Rebecca Thacker, Ohio University
Rodger W. Griffeth, Ohio University
Submitter: Sean Robinson, sr204008@ohio.edu
256-28 Graduate Program Retention: Do We Practice What We Preach?
This study sought to answer the question: When it comes to graduate training in industrial-organizational psychology, do we practice what we preach? I-O graduate programs were surveyed anonymously to understand program best practices for retention. Overall, responses indicated few problems with retention. Recommendations for program best practices are discussed.
Erica N. Drew, Florida International University
Angela C. Reaves, Florida International University
Kristin R. Sanderson, Florida International University
Victoria L. Pace, Florida International University
Submitter: Erica Drew, endrew9@yahoo.com
256-29 Thesis Colloquia: A Technique to Increase On-Time Thesis Completion
We assessed the effectiveness of thesis colloquia as a means to increase on-time master’s thesis completion rates. Participants who presented at a thesis colloquium were more likely to complete their thesis on time as well as to report higher levels of intrinsic and extrinsic motivation toward their thesis.
Elizabeth L. Shoenfelt, Western Kentucky University
Frank Reding, Western Kentucky University
Submitter: Elizabeth Shoenfelt, betsy.shoenfelt@wku.edu
256-30 Effects of Journal Title Characteristics on Citations in I-O Journals
This study examines trends in I-O article and title characteristics such as title length, witty title, and length of article. We also examine the effect of title and article characteristics on the number of citations for that article. Several characteristics were found to predict citations. Trends and implications are discussed.
Michael T. Sliter, Bowling Green State University
Scott A. Withrow, Bowling Green State University
Katherine Wolford, Bowling Green State University
Michael J. Zickar, Bowling Green State University
Submitter: Michael Sliter, msliter@bgnet.bgsu.edu
256-31 Pre-Employment Integrity Testing in Israel: A Validation Study
In one of the first studies to examine integrity testing in Israel, this study found overt integrity scores to be valid and fair predictors of both simulated thefts and postdictive admissions of counterproductive work behaviors. Overall, the results support the widespread use of integrity testing for personnel selection in Israel.
Saul Fine, Midot
Baruch Nevo, University of Haifa
Merav Hemi, University of Haifa
Submitter: Saul Fine, saul@midot.co.il
256-32 SES Role in SAT-Grade Relationships Across Gender and Racial Subgroups
This paper examines the effect of socioeconomic status in the use of SAT scores to predict freshman grades across a diverse set of gender and racial/ethnic subgroups. The results are relevant to understanding cognitive tests generally and thus are relevant to all selection settings, including employment.
Jana Rigdon, University of Minnesota
Winny Shen, University of Minnesota
Nathan R. Kuncel, University of Minnesota
Paul R. Sackett, University of Minnesota
Adam Beatty, University of Minnesota
Thomas Kiger, University of Minnesota
Submitter: Jana Rigdon, rigdo003@umn.edu
257. Panel Discussion: 10:30 AM–11:50 AM Waldorf
So, You Think You Want to Be a Consultant?
The transition from graduate school to consulting is exciting yet challenging. This panel will provide a preview of life as a consultant and the responsibilities that are sometimes not learned in graduate school. Anecdotal information will be given by a panel of internal and external consultants.
Amie D. Lawrence, Select International, Inc., Chair
Justin Arneson, Target, Panelist
Lance Andrews, Previsor, Inc., Panelist
Greg F. Schmidt, Bank of America, Panelist
Paul E. Glatzhofer, Select International, Inc., Panelist
Kevin D. Meyer, Hogan Assessment Systems, Panelist
Jaclyn P. Pittman, PreVisor, Inc., Panelist
Submitter: Paul Glatzhofer, paulglatzhofer4@gmail.com
258. Panel Discussion: 10:30 AM–11:50 AM Williford A
The Evolving U.S. Educational System: How Can I-O Psychology Contribute?
I-O psychologists can and should get involved in educational reform efforts. Four distinguished panel members will discuss several areas in which I-O psychologists can contribute their expertise, including measuring teacher performance, assessing student college/career readiness, and using innovative techniques to measure student performance.
Cheryl J. Paullin, HumRRO, Chair
John P. Campbell, University of Minnesota, Panelist
Lauress Wise, HumRRO, Panelist
Denny Way, Pearson, Panelist
Stephen T. Murphy, Pearson, Panelist
Submitter: Cheryl Paullin, cpaullin@humrro.org
259. Panel Discussion: 10:30 AM–11:20 AM Williford B
Not a Good Ol’ Boy? Gender Issues in the Workplace
The purpose of this panel discussion is to provide a forum for discussing career strategies and work-related issues experienced by women and LGBT employees in the workplace. Panelists will be asked questions about discussing family issues while interviewing, work–life balance, dealing with harassment, and unfair performance appraisals.
Shahnaz Aziz, East Carolina University, Co-Chair
Lisa Baranik, East Carolina University, Co-Chair
Lyne Desormeaux, Corporate Counseling Associates, Panelist
Michelle (Mikki) Hebl, Rice University, Panelist
Lilly Lin, DDI, Panelist
Brian Roote, PreVisor, Panelist
Nicholas P. Salter, Ramapo College of New Jersey, Panelist
Submitter: Shahnaz Aziz, azizs@ecu.edu
260. Symposium/Forum: 10:30 AM–11:50 AM Williford C
Theme Track: Improving Decision Makers’ Consumption of Data-Based Findings
We will share insights for overcoming traditionally poor receptivity of business leaders to empirical and quantitative information. Presentations focus on managers’ preference for intuitive over data-driven decisions, techniques for communicating results to business leaders, and the impact on practice of published literature. We will close with a facilitated panelist/audience discussion.
Evan F. Sinar, Development Dimensions International (DDI), Chair
Scott Highhouse, Bowling Green State University, Implicit Resistance to Data-Driven Decision Making
Nathan R. Kuncel, University of Minnesota, Alternative Methods for Communicating Scientific Research Findings
Sara L. Rynes, University of Iowa, Dissemination of Empirically Based Knowledge Through Practitioner Periodicals
Submitter: Evan Sinar, Evan.Sinar@ddiworld.com
261. Interactive Posters: 11:00 AM–11:50 AM Astoria
I’m King of the World: Cross-Cultural Leadership
Rebecca Turner, Alliant International University, Facilitator
261-1 Investigating Cross-Cultural Communication on the International Space Station
Cross-cultural issues can have a sizeable impact on team functioning. This study aimed to identify whether differences in communication style occurred between Russian and American astronauts. Significant differences suggest that behavioral outcomes of cultural differences do exist and may become a critical concern when planning long duration missions.
Emily David, University of Houston
Cristina Rubino, University of Houston
Holly Patterson, NASA
Kathryn Keeton, NASA EASI/Wyle Labs
Submitter: Emily David, emily.m.david@gmail.com
261-2 Climbing Mountains in a Flat World: Key Global Leadership Differences
This study examined differences across global regions and position levels in 360-degree
assessment importance ratings of those competencies related to cross-cultural success. Although other studies have found great similarity in importance ratings across regions, this study demonstrated specific, regional variations. Implications for global talent management strategy are discussed.
Kevin Mlodzik, Korn/Ferry Leadership & Talent Consulting
Kenneth P. De Meuse, Korn/Ferry International
Submitter: Guangrong Dai, daigr@yahoo.com
261-3 The Effects of Humor Styles on Leader–Member Exchange in China
Our research examines subordinate perceptions of self- and leader humor styles as antecedents to leader–member exchange (LMX) in a Chinese manufacturing facility. Utilizing conservation of resource theory (COR), we reveal a direct and an interactive effect of subordinate humor styles on LMX.
Damon Drown, Portland State University
Daniel Hahn, Portland State University
David Cadiz, Portland State University
Gabriela I. Burlacu, Portland State University
Mo Wang, University of Maryland
Submitter: Damon Drown, ddrown@pdx.edu
261-4 What Managerial Skills Are Important for Success: A Cross-Country Comparison
Past research explored what skills managers need to be successful in their current job. This paper investigated whether skills needed to be effective in a manager’s job are similar or different among 6 countries covering each continent. Results show more similarities than differences in skills needed to succeed across countries.
Alexander Patterson, University of North Carolina-Chapel Hill
William A. Gentry, Center for Creative Leadership
Sarah A. Stawiski, Center for Creative Leadership
David C. Gilmore, University of North Carolina-Charlotte
Submitter: William Gentry, gentryb@ccl.org
262. Special Events: 11:30 AM–12:20 PM Joliet
Distinguished Early Career Contributions Award: How Did I Get From There to Here? Thorny Roads to Being Productive
Dr. Takeuchi’s talk primarily targets doctoral students who are struggling in their program and outlines some of the thorny paths that the presenter has gone through to be considered productive—a testament to being passionate. The talk also discusses some of the issues in investigating a topic (expatriate adjustment) considered as peripheral or even not a viable research topic.
Anna R. Erickson, Questar-Organizational Insights Group, Host
Riki Takeuchi, Hong Kong University of Science & Technology, Presenter
Submitter: Riki Takeuchi, mnrikit@ust.hk
263. Roundtable Discussion/Conversation Hour: 11:30 AM–12:20 PM Lake Huron
Multirater Feedback and Personality Profiles: Best Practices for Comprehensive Approaches
Although many organizations assess employees’ personalities and collect multirater performance data, it is rare that these sources of information are combined to optimize the usefulness of feedback provided to both the organization and the individual. The hosts and participants will discuss these topics and provide possible solutions.
Julie Anne Caplinger, Peter Berry Consultancy, Host
Blaine H. Gaddis, Hogan Assessment Systems, Host
Submitter: Julie Caplinger, JCaplinger@peterberry.com.au
264. Posters: 11:30 AM–12:20 PM SE Exhibit Hall
Job Attitudes/Personality/Innovation/Creativity
264-1 Creativity in Teams: The Role of Shared Mental Models
The relationship between shared mental models (SMM) and team creativity was investigated. Sixty-three student teams completed a creative problem solving exercise and completed a questionnaire evaluating SMMs. Results indicate that 4 of the SMM subscales were related to solution quality; however, only 2 subscales were related to solution originality.
Nicholas J. Arreola, University of Nebraska-Omaha
Erika Robinson-Morral, SilverStone Group, Inc.
Danielle A. S. Crough, University of Nebraska-Omaha
Ben G. Wigert, University of Nebraska-Omaha
Brad Hullsiek, University of Nebraska-Omaha
Roni Reiter-Palmon, University of Nebraska-Omaha
Submitter: Nicholas Arreola, narreola@unomaha.edu
264-2 The Relationship Between Abusive Supervision and Employee’s Creativity
This study examines (a) the relationship between abusive supervision and employee creativity and (b) the mediating role of emotional exhaustion on this relationship. Using a data of 207 pairs, all hypotheses about the processes linking abusive supervision to employee’s creative performance were supported. Implications and future research directions are discussed.
Gukdo Byun, Seoul National University
Soojin Lee, Seoul National University
Myungsun Kim, Seoul National University
Dongkyu Kim, Seoul National University
Submitter: Gukdo Byun, bgukdo@naver.com
264-3 The Relationship Between Routinization and Creativity
One of the important questions within the creativity literature is whether routinization inhibits individuals’ creative performance. Instead of regarding routinization as an opposite side of complexity, through cognitive resources freed up by practiced behaviors, indeed, routinization does enhance creativity by enabling employees to think more about their work.
Heesun Chae, Seoul National University
Oh Soo Park, Seoul National University
Jin Nam Choi, Seoul National University
Submitter: Heesun Chae, sweetsori@hotmail.com
264-4 Influence of Team Potency and Task Conflict on Team Creativity
This study tests whether team potency influences creativity. It is hypothesized the relationship between team potency and creativity is moderated by task conflict. Results suggest team potency is positively related to team creativity and that creativity was highest for teams with high team potency and high task conflict.
Danielle A. S. Crough, University of Nebraska-Omaha
Erika Robinson-Morral, SilverStone Group, Inc.
Nicholas J. Arreola, University of Nebraska-Omaha
Ben G. Wigert, University of Nebraska-Omaha
Brad Hullsiek, University of Nebraska-Omaha
Roni Reiter-Palmon, University of Nebraska-Omaha
Submitter: Danielle Crough, dcrough@ssgi.com
264-5 Learning Goal Orientation and Creativity: Role of Psychological Safety
We developed and tested a cross-level model of employee creativity. We hypothesized and found team psychological safety moderated the relationship between individual learning goal orientation and employee creativity. Individual creative self-efficacy mediated the learning goal orientation and employee creativity relationship but only when team psychological safety was high.
Warren C. K. Chiu, Hong Kong Polytechnic University
Humphrey Leung, Hong Kong Polytechnic University
Kaylee Kong, Hong Kong Polytechnic University
Cynthia Lee, Hong Kong Polytechnic University/Northeastern University
Submitter: Cynthia Lee, c.lee@neu.edu
264-6 Goal Orientations and Creativity: Sequential Versus Synchronous Approaches
This study tests the effect of synchronous and sequential learning and performance goals on the 2 dimensions of creativity (i.e., novelty and usefulness). Synchronous goals result in more novel and useful products (Study 1). Sequential goals enhance creativity when a break in the task is introduced (Study 2).
Ella Miron-Spektor, Bar Ilan University
Gerard Beenen, California State University, Fullerton
Michal Mordehai, Bar Ilan University
Submitter: Ella Miron-Spektor, emironsp@gmail.com
264-7 Creativity: Exploring the Person, Process, and Product Perspectives
This study integrates the person, process, and product perspectives of creativity in an empirical study. It was predicted that task specific behaviors mediate the relationship between individual characteristics and task specific outcomes. Results partially confirmed this prediction.
Tamara A. Montag, Saint Louis University
Nital B. Patel, Saint Louis University
Liam C. Ryan, Saint Louis University
Carl P. Maertz, Jr., Saint Louis University
Submitter: Tamara Montag, tamara.Montag@gmail.com
264-8 Leadership and Employee Creativity: The Importance of Knowledge Sharing
Data from 274 employees in a variety of organizations were collected to determine the effect of leadership on employee creativity. The findings indicate that leader supportive behaviors facilitate employee knowledge sharing with internal and external sources, as well as positively related to employee creative problem-solving capacity.
Roni Reiter-Palmon, University of Nebraska-Omaha
Submitter: Roni Reiter-Palmon, rreiter-palmon@mail.unomaha.edu
264-9 Psychological Contract Breach and Creativity: Examination of Mediators
Hierarchical regression analysis of survey data from 157 employees (and their coworkers and supervisors) showed that the negative effect of psychological contract breach on creativity (supervisor rated) was completely mediated by scouting behavior (coworker rated) and perceived organizational support. We used 3 sources of information, thereby reducing bias.
Abhishek Srivastava, West Virginia University
Seokhwa Yun, Seoul National University
Submitter: Abhishek Srivastava, abhishek.srivastava@mail.wvu.edu
264-10 Identity, Goals, and Performance: Creative Versus Routine
The study explores role identities, creative and routine, in relation to goals and performance in a field setting. Results show the identities map onto corresponding goal types and performance and that creativity goals mediate the effect of creative role identity on creative performance.
Pamela Tierney, Portland State University
Submitter: Pamela Tierney, pamt@sba.pdx.edu
264-11 Entrepreneurial Social Status: The Interdependent Relationship Between Society and Entrepreneurs
Applying social exchange theory, we develop and test (multiple sources matched sample: 117 Bulgarian entrepreneurs and subordinates) a model of interdependence between society and entrepreneurs, where entrepreneurial social status is positively and indirectly related to business growth. We propose that entrepreneurs’ positive career attitudes are mediators in this relationship.
Mihaela Dimitrova, University of Wisconsin-Milwaukee
Tzvetan Davidkov, Sofia University of St. Kliment Ohridski
Desislava Yordanova, Sofia University of St. Kliment Ohridski
Margaret A Shaffer, University of Wisconsin-Milwaukee
Submitter: Mihaela Dimitrova, mihaela@uwm.edu
264-12 POS as a Predictor of Stigma, PTSD, and Treatment Seeking
Utilizing a longitudinal design and a military sample, this study found that perceived organizational support (POS) was prospectively related to perceived stigma for seeking treatment and to PTSD. In addition, POS partially mediated the relationship between perceived stigma and PTSD. The importance of POS in high-stress occupations is emphasized.
Christie L. Kelley, Kronos/Clemson University
Thomas W. Britt, Clemson University
Submitter: Christie Kelley, christie.lynn.kelley@gmail.com
264-13 The Role of Variability in Job Satisfaction on Turnover Intentions
This study demonstrates the importance of understanding variability in job satisfaction when studying turnover intentions. Within-day variability in job satisfaction is shown to (a) have unique effects on turnover intentions and (b) exacerbate the impact of low mean levels of job satisfaction on turnover intentions.
Cort W. Rudolph, Wayne State University
Levi R. Nieminen, Wayne State University
Ludmila Zhdanova, Wayne State University
Rebecca J. Early, Wayne State University
Lindsey M. Kotrba, Denison Consulting
Boris B. Baltes, Wayne State University
Submitter: Cort Rudolph, Cort.Rudolph@Wayne.edu
264-14 The Interactive Nature of Fulfilled Promises and Perceived Organizational Support
Perceived organizational support and the fulfillment of psychological contracts are important constructs for organizations and employees. Using a cross-lagged panel design (N = 197), we found evidence for bidirectional causality of the 2 constructs. In addition, both constructs were positively related to citizenship behaviors and negatively related to turnover intentions.
Eleanor M. Waite, University of Houston
Hao Wu, University of Houston
Robert Eisenberger, University of Houston
Submitter: Eleanor Waite, lenniewaite@gmail.com
264-15 Effect of Employee Personality on Evaluations of Supervisor Effectiveness
This study investigated how employee personality directly influences judgments of supervisor effectiveness. Relationships between personality and judgments of effectiveness for work behaviors were assessed via a policy-capturing design. Results show partial support that employees value trait-expressive work behaviors more when they possess elevated levels of those traits.
Matthew L. First, Central Michigan University
Neil D. Christiansen, Central Michigan University
Submitter: Matthew First, first1ml@cmich.edu
264-16 French and Raven’s Bases of Power Revisited: A Meta-Perception Perspective
Often alluded to but never elaborated upon, perceptions represent a vital, unexplored area within the power literature. This article seeks to augment French and Raven’s bases of power typology through the introduction of meta-perceptions and meta-accuracy in order to enhance the theory’s usefulness in explaining interpersonal dynamics.
R. Anthony Turner, University of British Columbia
Kira F. Schabram, University of British Columbia
Submitter: Kira Schabram, kira.schabram@sauder.ubc.ca
264-17 The Importance of Political Skill for Predicting Managerial Effectiveness
This study investigated the relationship between managers’ self-perceived political skill and their supervisors’ ratings of their effectiveness. The findings fully supported political skill’s incremental validity over other measures of leadership competencies. Gender and level in the organizational hierarchy were significant moderators of the relationship between political skill and effectiveness.
Samuel J. Snell, Davidson College
Scott Tonidandel, Davidson College
Phillip W. Braddy, Center for Creative Leadership
John W. Fleenor, Center for Creative Leadership
Submitter: Scott Tonidandel, sctonidandel@davidson.edu
264-18 A Longitudinal Study of Goal Orientations, Time Pressure, and Performance
In this study state goal orientations were tracked over an academic semester.
Perceptions of time pressure predicted state goal orientations at both between- and within-person levels of analysis. State goal orientations mediated the relationship between time pressure and performance, and distinct patterns emerged across levels of analysis.
James W. Beck, University of Minnesota
Aaron M. Schmidt, University of Minnesota
Submitter: James Beck, beckjam2@gmail.com
264-19 Examining Ethical Climate, Trust, and Employee Attitudes: The Indian Context
Using Victor and Cullen’s typology of ethical climates, this study investigates the relationships among ethical climate, trust in management, and employee attitudes in Indian organizations. Positive ethical climates develop trust in management, commitment, and OCBs, whereas employees seem neutral to a negative ethical context.
Rakesh K. Agrawal, Indian Institute of Technology
Pragati Swaroop, Institute of Management & Research
Submitter: Rakesh Agrawal, rakeshagrawal.dr@gmail.com
264-20 Eliciting and Categorizing Organizational Member Values: Value Laddering Technique
This paper outlines a ladder interview methodology for extrapolating personal values from informants’ personal experiences and categorizing them into a universal values framework. A total of 26 members from a nondenominational church were interviewed, and 45 bipolar value statements collected. Implications for future research are discussed.
Daniel V. Simonet, University of Tulsa
Kathryn M. Packell, University of Tulsa
Cherie C. Pellebon, University of Tulsa
Courtney A. Nelson, University of Tulsa
Anupama Narayan, University of Tulsa
Submitter: Anupama Narayan, anupama-narayan@utulsa.edu
264-21 The Effects of Psychopathy and Workplace Perceptions on CWB
This research examines the direct and interactive effects of psychopathy and workplace perceptions on intentions to engage in a wide range of CWB. Results indicate main effects for psychopathy and psychological climate on CWB intentions and several psychopathy x climate dimension interactions vis-à-vis organizational and interpersonal CWB intentions.
Michael Baysinger, Purdue University
Jesse S. Michel, Florida International University
James M. LeBreton, Purdue University
Submitter: Michael Baysinger, mabaysin@psych.purdue.edu
264-22 Liar Liar? Self–Coworker Correlations in Personality and Impression Management
This study examined whether coworkers can accurately assess the personality and impression management behaviors of their peers. Results show that self-coworker agreement on honesty–humility and 5 impression management behaviors was not statistically significant, but agreement on 5 other more observable personality dimensions was significant.
Joshua S. Bourdage, University of Calgary
Kibeom Lee, University of Calgary
Jocelyn D. Wiltshire, University of Calgary
Tunde Ogunfowora, University of Regina
Submitter: Joshua Bourdage, jbordage@ucalgary.ca
264-23 You Underestimate the Power of the Dark Side
Subclinical and Big 5 traits are used to predict job performance in a military sample. Agreeableness and Conscientiousness are positive predictors of job performance when the Big 5 is assessed alone. However, when subclinical traits are entered into the model, only the subclinical traits show significant relationships.
Peter D. Harms, University of Nebraska, Lincoln
Seth M. Spain, University of Nebraska, Lincoln
Sean T. Hannah, United States Military Academy
Submitter: Peter Harms, pharms2@unl.edu
264-24 The Effects of Self-Oriented Perfectionism on Job Performance
This study examines (a) the effects of self-oriented perfectionism (SOP) on job performance behaviors and (b) the moderating role of interactional justice on these relationships. The results showed that SOP has positive relationships with both task performance and OCB. Moreover, interactional justice showed moderating effects on these linkages.
Myungsun Kim, Seoul National University
Gukdo Byun, Seoul National University
Seungyeon Son, Seoul National University
Soojin Lee, Seoul National University
Seckyoung L. Kim, Seoul National University
Seokhwa Yun, Seoul National University
Submitter: Myungsun Kim, buldoc3@snu.ac.kr
264-25 The Moderating Effect of Core Self-Evaluations
This research examined whether core self-evaluations (CSE) moderate the relationship between job attitudes and OCBs. Data collected from 200 New Zealand workers found that the job attitude–OCB relationship was stronger for workers who were high in CSE than for workers who were low in CSE.
Qiang Wang, Wright State University
Hai Yan Li, Victoria University of Wellington
Nathan A. Bowling, Wright State University
Submitter: Qiang Wang, talenttree@gmail.com
264-26 The Value of Biodata for Selecting Employees
The research examined whether the results of a study of current employees that showed biodata scales to have validity for predicting job performance generalized to a sample of job applicants. Issues regarding group differences and the development of shorter, more targeted scales were also examined.
James A. Breaugh, University of Missouri-St Louis
Jeffrey R. Labrador, Kenexa
Kathleen Frye, Kenexa
Deborah Lee, University of Missouri-St. Louis
Vanessa M. Lammers, University of Missouri-St Louis
Jenna C. Cox, University of Missouri-St Louis
Submitter: James Breaugh, jbreaugh@umsl.edu
264-27 Scoring Biodata: Is It Rational to Be Quasi-Rational?
Five quasirational biodata scales were developed by empirically keying biodata items to predict scores on a measure of the Big 5 dimensions of personality. The criterion-related validities of the quasirational scales were compared to empirical and rational biodata keying methods using supervisory ratings of job performance as the criterion.
Jeffrey M. Cucina, U.S. Customs and Border Protection
Pat M. Caputo, Aon Consulting
Henry F. Thibodeaux, Office of Personnel Management
Charles N. MacLane, Self-employed
Julia Bayless, Sodexo, Inc.
Submitter: Jeffrey Cucina, jcucina@gmail.com
265. Panel Discussion: 11:30 AM–12:20 PM Williford B
Talent Alignment Strategies for Supporting Strategic Organizational Shifts
Organizations often have to reassess current talent management strategies to better align talent to support the organization’s mission. This session brings together panelists to discuss how they have engaged with organizations to align talent and to share best practices and recommendations.
Ashley M. Guidroz, Trinity Health, Chair
Linda Schaumann Reese, Leader OnBoarding, Panelist
Christopher Cancialosi, GOTHAMculture, Panelist
Tiffany R. Ripley, TiER1 Performance Solutions, Panelist
Stephanie Lusk, TiER1 Performance Solutions, Panelist
Submitter: Ashley Guidroz, amguidroz@gmail.com