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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


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


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