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Saturday PM


Indicates Theme Track session

266. Panel Discussion: 12:00 PM–1:20 PM   Boulevard AB

Longitudinal Research: Combining Recent Advancements

Experts in longitudinal research will present and discuss overlaps among 6 topics: (a) advantages of longitudinal design, (b) longitudinal theory building, (c) computational modeling, (d) event sampling/diary methods, (e) latent class approaches, and (f) missing data in longitudinal designs. We will provide examples and highlight alternatives for combining these approaches.

Mo Wang, University of Maryland, Chair

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

Daniel J. Beal, Rice University, Panelist

David Chan, Singapore Management University, Panelist

Jeffrey B. Vancouver, Ohio University, Panelist

Robert J. Vandenberg, University of Georgia, Panelist

Submitter: Mo Wang, mwang@psyc.umd.edu

267. Panel Discussion: 12:00 PM–1:20 PM   Boulevard C

“Human Factors” in Project Management Research: Where Is I-O Psychology?

Organizations rely on projects to adapt to their environment. Interestingly, project management and I-O scholars underuse each other’s literature and fail to jointly develop a distinct stream of research or intervention that explicitly addresses project-related issues. Prominent experts from both domains will discuss how to bridge this collaborative gap.

François Chiocchio, Université de Montréal, Chair

Brian Hobbs, Université du Québec à Montréal, Panelist

Carla Messikomer, Project Management Institute, Panelist

Cheryl D. Lamerson, Canadian Forces (Ret. Colonel), Panelist

Natalie J. Allen, University of Western Ontario, Panelist

Submitter: François Chiocchio, f.chiocchio@umontreal.ca

268. Panel Discussion: 12:00 PM–1:20 PM   Continental A

Validation in the Real World: Land Mines to Avoid

Conducting validation studies that meet professional guidelines is critical to ensure effectiveness of selection tools as well as legal defensibility. However, there are a number of challenges typically faced when conducting validation studies in applied settings. Panelists from Georgia-Pacific, Merck, Sears, and AAA will discuss challenges and lessons learned.

Tracey Tafero, Select International, Chair

David J. Lux, Georgia-Pacific, Panelist

John Fernandez, Merck, Panelist

Evan White, Sears Holdings Corporation, Panelist

Bridget Styers, Automobile Club of Southern California, Panelist

Submitter: Tracey Tafero, ttafero@selectintl.com

269. Panel Discussion: 12:00 PM–1:20 PM   Continental B

Bridging Micro- and Macrodomains in I-O Psychology

The goal of this panel discussion is to serve as a catalyst for future I-O psychology research and practice that will help bridge micro- (i.e., individual- and group-level) and macro- (i.e., organizational-level) domains. Topics include methodological approaches, demography and social capital research, and theoretical integration, among others.

Herman Aguinis, Indiana University, Chair

Talya N. Bauer, Portland State University, Panelist

Brian K. Boyd, Arizona State University, Panelist

Aparna Joshi, University of Illinois at Urbana-Champaign, Panelist

Janice C. Molloy, The Ohio State University, Panelist

John E. Mathieu, University of Connecticut, Panelist

G. Tyge Payne, Texas Tech University, Panelist

Charles A. Pierce, University of Memphis, Panelist

Jeremy C. Short, Texas Tech University, Panelist

Submitter: Herman Aguinis, haguinis@indiana.edu

270. Symposium/Forum: 12:00 PM–1:20 PM   Continental C

Occupational Stress and Safety: Products of a Research Collision

Research on occupational stress and safety have collided. This symposium focuses on products of this collision. These studies showcase the unique contributions I-O psychologists can have in occupational health psychology. The participants will have an opportunity to discuss the future of work in the areas of stress and safety.

Sarah DeArmond, University of Wisconsin Oshkosh, Chair

Gary A. Adams, University of Wisconsin Oshkosh, Co-Chair

Nick Turner, University of Manitoba, Patrick F. Bruning, Purdue University, M. Sandy Hershcovis, University of Manitoba, Fung-Chang Sung, China Medical School, Chung-Yi Li, Fu-Jen Catholic University, Kai-Ren Chen, Fu-Jen Catholic University, Adding Insult to Injury

Sarah DeArmond, University of Wisconsin Oshkosh, Gary A. Adams, University of Wisconsin Oshkosh, Job Insecurity and Safety: The Role of Error Aversion

Lisa Kath, San Diego State University, Ryan Mills, San Diego State University, Alyssa McGonagle, University of Connecticut, Conflict Between Safety and Job Tasks as a Role Stressor

Peter Y. Chen, Colorado State University, Krista Hoffmeister, Colorado State University, Buffering Roles of Supervisory Safety Support

Julian I. Barling, Queen’s University, Discussant

Submitter: Sarah DeArmond, dearmons@uwosh.edu

271. Symposium/Forum: 12:00 PM–1:20 PM   International Ballroom South

Developing Culturally Competent Leaders: Current Theory, Research, and Lessons Learned

Although much is currently known regarding how to develop leaders in general, less is understood in terms of how to develop leaders to operate in today’s culturally rich, global work environments. This symposium brings together current research addressing the issue of developing leaders to operate in culturally rich contexts.

Arwen Hunter DeCostanza, U.S. Army Research Institute, Chair

Marissa L. Shuffler, University of Central Florida, Co-Chair

Christopher Coultas, University of Central Florida, Wendy L. Bedwell, University of Central Florida, Eduardo Salas, University of Central Florida, Defining and Developing Motivational Multicultural Leaders

Michael J. Keeney, Aptima, Inc., Roni Reiter-Palmon, University of Nebraska-Omaha, Triparna de Vreede, University of Nebraska-Omaha, Adjusting Military Leadership Styles for Success in Military Advising

Tiffani R. Chen, George Mason University, Gia Dirosa, George Mason University, Tracy C. McCausland, George Mason University, Rachel D. Plugge, Office of Personnel Management, Stephen J. Zaccaro, George Mason University, Commonality Versus Compatibility in Coach and Client Cultural Backgrounds

Kristy Reynolds, Aptima Inc, Roni Reiter-Palmon, University of Nebraska-Omaha, Michael J. Keeney, Aptima, Inc., Representing Components of Human Behavior in Behavioral Simulators

Kathleen O’Neill, Zayed University, Leader and Leadership Development in the United Arab Emirates

Submitter: Marissa Shuffler, marissa.shuffler@gmail.com

272. Symposium/Forum: 12:00 PM–1:20 PM   Lake Ontario

Macrocognition: The Next Frontier for Team Cognition Research

Macrocognition is a process by which teams collaboratively generate knowledge to solve unique problems. This symposium presents a theoretical framework to guide the study of team macrocognition, a measurement typology to capture forms of macrocognitive knowledge and its emergence, and 2 empirical investigations examining communication and training that shape formation.

Georgia T. Chao, Michigan State University, Co-Chair

Steve W. J. Kozlowski, Michigan State University, Co-Chair

Stephen M. Fiore, University of Central Florida, Kimberly A. Smith-Jentsch, University of Central Florida, Eduardo Salas, University of Central Florida, Macrocognition in Teams: Developing Theory to Examine Complex Collaborative Cognition

Steve W. J. Kozlowski, Michigan State University, Georgia T. Chao, Michigan State University, James Grand, Michigan State University, Jessica Keeney, Michigan State University, Michael T. Braun, Michigan State University, Goran Kuljanin, Michigan State University, Macrocognition and Teams: The Emergence and Measurement of Team Knowledge

Sara McComb, Texas A&M University, Capturing the Mental Model Convergence Process Through Team Communication

Joan R. Rentsch, University of Tennessee, Improving Team Cognition and Knowledge Building: Experiment and Measurement

Submitter: Georgia Chao, chaog@bus.msu.edu

273. Panel Discussion: 12:00 PM–12:50 PM   Marquette

Building a Workforce to Meet Immediate Societal Needs

In recent years, the need for new workforces in areas such as homeland security and deep water oil drilling has become increasingly more common. This session provides an interactive discussion on the challenges I-O psychologists face when they are called on to build new workforces quickly.

Alexander Alonso, American Institutes for Research, Chair

Jason M. Kain, American Institutes for Research, Co-Chair

Alana B. Cober, Transportation Security Administration, Panelist

Mark J. Schmit, Society for Human Resource Management, Panelist

Cheryl Hendrickson, American Institutes for Research, Panelist

Mark Alan Smith, Valtera Corporation, Panelist

Submitter: Alexander Alonso, aalonso@air.org

274. Panel Discussion: 12:00 PM–1:50 PM   Northwest 1

Leadership and Diversity: A Conversation Between Practitioners and Academics

In this panel discussion we provide an academic and practitioner perspective on leadership and diversity by facilitating a conversation with senior human resource leaders to consider whether research and theory resonate with their experiences. We then identify future research questions to close the scientist–practitioner gap.

Donna Chrobot-Mason, University of Cincinnati, Co-Chair

Lisa H. Nishii, Cornell University, Co-Chair

Marian N. Ruderman, Center for Creative Leadership, Co-Chair

Martin N. Davidson, University of Virginia, Panelist

Marlon Sullivan, Abbott, Panelist

Patricia Harris, McDonald’s Corporation, Panelist

Rajeev D’Souza, United Airlines, Panelist

Submitter: Donna Chrobot-Mason, donna.chrobot-mason@uc.edu

275. Panel Discussion: 12:00 PM–12:50 PM   Northwest 5

Anecdotal Schmanectodal: Applying Metrics to Leadership Development

The new economy has brought leadership development to the forefront; although organizations inherently understand the value of successful leaders, there is more pressure to apply metrics to define the value and impact of leadership development programs. This panel brings both internal and external expertise in applying metrics to leadership development.

Nila Sinha, Assess Systems, Chair

Laura Mastrangelo Eigel, Frito-Lay North America, Panelist

Cheryl Harris, American Airlines, Panelist

Sarah Y. Glass, Assess Systems-A Bigby Havis Company, Panelist

Jazmine E. Boatman, Developmental Dimensions Incorporated, Panelist

Submitter: Nila Sinha, nsinha@assess-systems.com

276. Community of Interest: 12:00 PM–1:20 PM   PDR 2
Environmental Sustainability

Ann H. Huffman, Northern Arizona University, Host

Chelsea R. Willness, University of Saskatchewan, Host

Stephanie R. Klein, PreVisor, Inc., Host

Laurel A. McNall, SUNY Brockport, Coordinator

277. Panel Discussion: 12:00 PM–1:20 PM   Waldorf

The Future of Shared Leadership Research

There has been a recent up tic in the study of shared leadership, yet the field could still be described as in its infancy. Thus we have assembled a panel of experts with backgrounds working on shared leadership to explore the promising avenues for future research.

Craig L. Pearce, Claremont Graduate University, Chair

Edwin A. Locke, University of Maryland, Panelist

Frederick P. Morgeson, Michigan State University, Panelist

D. Scott DeRue, University of Michigan, Panelist

Christina Wassenaar, Self-employed, Panelist

Submitter: Christina Wassenaar, christina.l.wassenaar@gmail.com

278. Symposium/Forum: 12:00 PM–12:50 PM   Williford A

Innovative Uses of IRT: Approaching Old Challenges in New Ways

This session focuses on 3 innovative uses of item response theory to address 3 different challenges that high-stakes testing programs may experience: identifying appropriate anchor item sets, incorporating personality testing into selection processes, and identifying cheating behaviors.

Liberty J. Munson, Microsoft, Chair

Stephen T. Murphy, Pearson, Equating Design: Comparing TCC Alignment Criteria for Anchor Item Sets

Stephen Stark, University of South Florida, Oleksandr Chernyshenko, Nanyang Technological University, Fritz Drasgow, University of Illinois at Urbana-Champaign, Comparing Nonadaptive and Adaptive Multidimensional Personality Tests Using IRT

Dennis Maynes, Caveon, A Method for Measuring Performance Inconsistency by Using Score Differences

Alan D. Mead, IIT, Discussant

Submitter: Liberty Munson, lmunson@microsoft.com

279. Special Events: 12:30 PM–1:20 PM   Joliet

S. Rains Wallace Dissertation Award: Beyond the Limits of Self-Reports: An “Other” Perspective on Personality

In a field dominated by self-reports, this meta-analyses and primary data address observer reports’ accuracy contingencies, variability across contexts, criterion-related validity, and susceptibility to faking.  Observer reports are not only an advantageous assessment method for selection but also a tool for testing organizational theories (e.g., trait activation, socioanalytic theory, and self-deception).

Deniz S. Ones, University of Minnesota, Host

Brian S. Connelly, University of Toronto, Presenter

Submitter: Deniz Ones, Deniz.S.Ones-1@tc.umn.edu

280. Symposium/Forum: 12:30 PM–1:50 PM   Lake Erie

Social Identity and Reactions to Unfair Treatment of Others

Four papers explore the relation between self-identity and fairness processes using different methodologies, aspects of social identity, and temporal and role perspectives. The results show that identification with the victim of injustice relates to important perceptions of and reactions to injustice and to enactment of fair behaviors.

David L. Patient, Catholic University of Portugal-FCEE, Co-Chair

Irina Cojuharenco, Catholic University of Portugal-FCEE, Co-Chair

Jan-Willem van Prooijen, VU University Amsterdam, Co-Chair

Jan-Willem van Prooijen, VU University Amsterdam, Tomas Stahl, Leiden University, Daniel Eek, Goteborg University, Paul A.M. van Lange, VU University Amsterdam, Injustice for All or Just for Me?

Tyler G. Okimoto, Yale University, Behavioral Tendencies Towards Offenders

Irina Cojuharenco, Catholic University of Portugal-FCEE, David L. Patient, Catholic University of Portugal-FCEE, Self-Relevance Biases in Memory-Based Perceptions of Organizational Justice

Ramona Bobocel, University of Waterloo, Graham J. Nagy, University of Waterloo, Katrina Goreham Hitchman, Canadian Water Network, The Enactment of Interactional Fairness: The Role of Manager’s Self-Construal

Linda J. Skitka, University of Illinois at Chicago, Discussant

Submitter: David Patient, dapati@fcee.lisboa.ucp.pt

281. Roundtable Discussion/Conversation Hour: 12:30 PM–1:20 PM   Lake Huron

Busted? Resumé Fraud, the Background Investigation, and Best Practices

Little research has been conducted on resumé falsification and background investigations. This panel will lead a discussion of the prevalence of resumé falsification, individual characteristics of those who engage in resumé fraud, and suggest a set of best practices for I-O psychologists to contribute to the practice of background investigations.

Richard L. Griffith, Florida Institute of Technology, Host

Jennifer Hurd, Federal Bureau of Investigation, Host

Submitter: Richard Griffith, griffith@fit.edu

282. Panel Discussion: 12:30 PM–1:50 PM   Lake Michigan

Serious Games and Virtual Worlds: The Next I-O Frontier!

Simulations, serious games, virtual worlds, and other “immersive” technologies are changing how organizations conduct their business. This panel discussion will focus on how these technologies can be leveraged for traditional I-O practices like assessment and learning/development. Panelists will share their experience using and studying the organizational applications of immersive technologies.

Aarti Shyamsunder, Infosys Leadership Institute, Chair

Michael S. Fetzer, PreVisor, Panelist

Wendy L. Bedwell, University of Central Florida, Panelist

Ben Hawkes, Kenexa, Panelist

Charles A. Handler, Rocket-Hire, Panelist

Chitra Sarmma, Infosys Leadership Institute, Panelist

Submitter: Aarti Shyamsunder, aarti_shyamsunder@infosys.com

283. Posters: 12:30 PM–1:20 PM   SE Exhibit Hall

Occupational Health/Safety/Stress and Strain/ Aging/Work and Family/Nonwork Life/Leisure

283-1 The Initial Validation of a Universal Measure of Safety Climate

In developing a universal safety climate measure, a 132-item measure was administered to 292 employees with diverse work experiences and reduced to 43 items. Analyses support safety climate as a hierarchical construct with the perceived priority of safety as the second-order factor that relates strongly to safety behavior.

Jeremy M. Beus, Texas A&M University

Stephanie C. Payne, Texas A&M University

Winfred Arthur, Texas A&M University

Submitter: Jeremy Beus, jeremybeus@gmail.com

283-2 A Meta-Analysis of Predictors and Consequences of Off-Job Disengagement

A meta-analysis was conducted to investigate predictors and outcomes associated with disengaging from work roles during off-job time. Results indicated that job demands and job stress were associated with decreased disengagement, whereas job control was a weak predictor of increased disengagement. Disengagement was linked to higher subjective well-being.

Charles C. Calderwood, Georgia Institute of Technology

Submitter: Charles Calderwood, calderwood@gatech.edu

283-3 The Building Blocks of Job Insecurity Perceptions

Within a multilevel framework this study investigates why people perceive their jobs at risk. We compare company performance and personality variables as predictors. Results show that the majority of job insecurity variance (approximately 87%) accrues from between-person differences. Implications for the conceptualization of job insecurity and personnel selection are discussed.

Maike E Debus, University of Zurich

Cornelius J. König, Universität des Saarlandes

Martin Kleinmann, University of Zurich

Submitter: Maike Debus, m.debus@psychologie.uzh.ch

283-4 International Work Demands and Employee Well-Being and Performance

This study applies Lazarus’ appraisal theory to understand the relationship between employees’ interpretations of international work demands and important outcomes. A robust test of the model is conducted utilizing multiple applied samples, methods, and SEM analyses. Results support hypotheses related to employee psychological states and overall job satisfaction.

Hailey A. Herleman, Kenexa

Thomas W. Britt, Clemson University

Submitter: Hailey Herleman, hailey.herleman@kenexa.com

283-5 Examining the Construct Overlap Between Social Undermining and Workplace Incivility

This study uses CFA to examine the empirical overlap of 2 popular organizational health constructs: workplace incivility and social undermining. The author tests 3 competing models. Fit statistics suggest that current measures of workplace incivility and social undermining may be measuring the same aspects of workplace aggression.

Christopher R. Honts, Central Michigan University

Candace M. Younkins, Central Michigan University

Matthew Christensen, Central Michigan University

Elizabeth Crider, Central Michigan University

Submitter: Christopher Honts, honts1cr@cmich.edu

283-6 The Role of Scheduling in the Healthcare Industry

Employee attitudes about schedules and communication of schedules to employees are investigated in this qualitative study. This study identifies current scheduling practices through a series of interviews, focusing on best practices for implementing electronic scheduling programs. The detrimental effects of inefficient staffing on safety and nurse effectiveness are also explored.

Christie L. Kelley, Kronos/Clemson University

Kristin Charles, Kronos Talent Management

Submitter: Christie Kelley, christie.lynn.kelley@gmail.com

283-7 Check-Up Time: A Closer Look at Physical Symptoms

Our study examines 3 dimensions through which physical symptoms can be measured by considering correlations with other strain variables and using item response theory to provide insights into the associated response processes. We discuss implications for assessment of physical symptoms in research and interpretation of symptom reports.

Mindy M. Krischer, University of Houston

Bradley L. Shoss, Baylor College of Medicine

Submitter: Mindy Krischer, mmkrisch@gmail.com

283-8 Team Emotional Exhaustion and Individual Performance: Self-Efficacy as a Moderator

This study examines multilevel relationships among team emotional exhaustion, affective commitment, and performance (task performance, creativity, and learning). Results show that affective commitment mediates the negative relationship between team emotional exhaustion and performance only when employees’ self-efficacy is low rather than high.

Catherine K. Lam, Hong Kong Polytechnic University

Xu Huang, Hong Kong Polytechnic University

Submitter: Catherine Lam, mg.cat@cityu.edu.hk

283-9 Meaning: A Bridge Between Authenticity and Subjective Well-Being Among Managers

This study was conducted to investigate the link between authenticity at work and well-being. The relationship between authenticity at work and hedonic and eudemonic well-being indexes was determined, and the mediating role of meaning of work in the relationship between authenticity at work and subjective well-being at work was examined.

Julie Menard, University of Quebec at Montreal

Submitter: Julie Menard, menard.julie@uqam.ca

283-10 Downsizing, Employee Well-Being, and Performance: The Moderating Role of POS

Downsizing frequently carries problems for individuals and organizations. In this study (N = 253), we found that POS minimized the effect of proximity to downsizing on survivor’s stress appraisal, reducing emotional exhaustion, and increasing affective commitment to change and extra-role performance. These results highlight POS as a key organizational resource during downsizing.

Pedro Neves, NOVA University

Robert Eisenberger, University of Houston

Submitter: Pedro Neves, pneves@fe.unl.pt

283-11 Correlates of Psychological Detachment From Work During Off-Job Time

Given the “always-on” environment for work with prevalent uses of communication/information technologies, this study investigated 3 practical correlates of psychological detachment during off-job time for recovery from work stress. Perceived segmentation norm was also tested as a boundary condition for experiencing detachment for recovery. Theoretical and practical implications are discussed.

Youngah Park, Bowling Green State University

Charlotte Fritz, Portland State University

Steve M. Jex, Bowling Green State University

Submitter: Youngah Park, ypark@bgsu.edu

283-12 Citizen Soldiers Off to War: National Guard Activation, Training, and Deployment

National Guard soldiers who were activated, trained, and deployed to a war zone showed an improvement in strains (e.g., depression and posttraumatic stress symptoms) during training, only to deteriorate throughout the deployment. Judgments about the group (e.g., platoon morale and collective efficacy) continually declined throughout training and deployment.

Jennifer M. Ragsdale, Central Michigan University

Jonathan F. Kochert, Central Michigan University

Terry A. Beehr, Central Michigan University

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

283-13 The Triple Match Principle: A Two-Wave Longitudinal Panel Study

The triple match principle (de Jonge & Dormann, 2006) was tested using structural equation modeling in a 2-wave longitudinal panel of employees in the technology sector. As hypothesized, the likelihood of finding valid moderating effects was related to the degree of match among job demands, resources, and job-related outcomes.

Bart Van de Ven, Ghent University

Peter Vlerick, Ghent University

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

283-14 Suicidal Ideation of Relief Officials With Engagement and Bereavement

This study was conducted to investigate risk factors of suicidal ideation of local disaster relief officials with a high bereavement rate. Through structured interviews and surveys following a devastating earthquake in China, a salutary effect of work engagement on grief over deaths of family members and suicidal ideation was revealed.

Xiao-Lu Wang, The University of Hong Kong

Paul Yip, The University of Hong Kong

Cecilia Chan, The University of Hong Kong

Submitter: Xiao-Lu Wang, wangxl1219@gmail.com

283-15 Scale Development of the Spectrum of Safety Survey

We assessed the psychometric properties of the Spectrum of Safety Survey, a self-assessment tool for organizations to identify the strengths/weaknesses of their safety management systems. EFA and CFA revealed a reduced form of the SSS with 3 factors. Concurrent validity analyses showed these factors correlated with total case incident rates.

Brett M. Wells, Northern Illinois University

Mei-Li Lin, The National Safety Council

Submitter: Brett Wells, brett.wells57@gmail.com

283-16 Pregnant and Interviewing: Should You Talk About It or Not?

Pregnant applicants have been found to face discrimination during the interview. What can they do? Is it beneficial for pregnant applicants to disclose and/or discuss the pregnancy during the interview? Results indicated disclosing before the interview may make a difference, with more favorable ratings given to those who disclosed.

Jennifer Cunningham, University of Missouri-St. Louis

Therese H. Macan, University of Missouri-St Louis

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

283-17 Effects of Age, Support, and Work–Family Resources on Commitment

As noted by several researchers, individual differences, such as employee age, have received sparse attention in the work–family literature. This study reveals that spousal support, family-supportive organizational perceptions, and family supervisory support can differentially influence women’s commitment to their organizations and their careers, depending on employee age.

Altovise Rogers, University of Houston

Kori Callison, University of Houston

Tunji Oki, University of Houston

Lisa M. Penney, University of Houston

Submitter: Kori Callison, koricallison@gmail.com

283-18 Dispositional Anxiety: Facilitating or Exacerbating the Experience of Work–Life Balance?

This study considers conflict and facilitation from a dispositional perspective and considers how dispositional anxiety influences these experiences. A 2-wave study examining 327 individuals balancing work, family, and school support the dispositional structure. SEM supports a lagged effect of dispositional anxiety on dispositional conflict and facilitation.

Bonnie H. Cheng, University of Toronto

Julie M. McCarthy, University of Toronto

Submitter: Bonnie Hayden Cheng, bonnie.cheng08@rotman.utoronto.ca

283-19 Communication Technology: Pros and Cons of Constant Connection to Work

This study examined the relationship among communication technology flexibility, communication technology use, work-to-life conflict, and job satisfaction. Flexibility predicted more use. Use was associated with increased job satisfaction and work-to-life conflict. Work-to-life conflict negatively predicted job satisfaction. Our findings point to trade-offs associated with communication technology use.

Ismael Diaz, Texas A&M University

Dan S Chiaburu, Texas A&M University

Ryan D. Zimmerman, Texas A&M University

Wendy R. Boswell, Texas A&M University

Submitter: Ismael Diaz, idiaz001@neo.tamu.edu

283-20 When Dual-Role Involvement Facilitates: Work–Family Facilitation and Crossover in China

We develop and test a model of work–family facilitation and consequential cross-over effects in a Chinese context. Results suggest that both domain-spanning and domain-specific antecedents impact bidirectional work–family facilitation. In addition, facilitation perceived by the employee has an impact on the well-being of both the employee and the spouse.

Rebecca Wyland, University of Wisconsin-Milwaukee

Dora M. Luk, City University of Hong Kong

Mihaela Dimitrova, University of Wisconsin-Milwaukee

Submitter: Mihaela Dimitrova, mihaela@uwm.edu

283-21 Work–Family Backlash: Negative Emotions and Organizational Retaliatory Behavior
This study provided empirical evidence for the relationship between work–family backlash and organizational retaliation. We investigated perceptions of unfairness in accommodating employees with families on negative emotions and organizational retaliatory behavior (ORB). Negative emotions mediated the effect of unfairness on ORB, with negative emotions increasing retaliatory tendencies.

Tasha A. Jarrett, University of Nebraska at Omaha

Lisa L. Scherer, University of Nebraska at Omaha

Casey Bowyer, University of Nebraska at Omaha

Submitter: Tasha Jarrett, tasjarr@aol.com

283-22 Work-to-Family Spillover Effects of Workplace Ostracism

We investigated the mediating effects of work-to-family conflict (WFC) and moderating effects of work–home segmentation preferences on the relationship between workplace ostracism and family satisfaction. The results from a 3-wave field survey of 233 employees in China supported both the mediation and the moderation.

Cynthia Lee, Hong Kong Polytechnic University/Northeastern University

Chun Hui, University of Hong Kong

Submitter: Cynthia Lee, c.lee@neu.edu

283-23 Recovery Experiences and Job Performance: The Role of Nonwork Control

This study examined relationships between recovery experiences (relaxation, mastery, psychological detachment) during nonwork time and task performance, proactivity, and creativity. Results indicate that control during nonwork time moderates the relationships between recovery experiences and proactivity as well as creativity. In addition, control moderates the curvilinear relationship between detachment and proactivity.

Charlotte Fritz, Portland State University

Bing C. Lin, Portland State University

Jason M. Kain, American Institutes for Research

Submitter: Bing Lin, bclin@pdx.edu

283-24 An Examination of Barriers to Work–Life Effectiveness Initiatives

Many organizations fail to effectively implement work–life programs and practices. Regardless of the policies in place, employees may continue to experience work-life conflict. This paper examines the possible barriers to successful work–life programs. Specifically, aspects of organizational structure, culture, and learning are discussed.

Eileen Linnabery, DePaul University

Submitter: Eileen Linnabery, eileen.linnabery@gmail.com

283-25 Making Work and Family Fit: Do Organizational Supports Help Employees?

This study investigated the effect of work–family role combinations (employee, spouse, parent, and/or adult caregiver) on various outcomes, as moderated by the availability of workplace supports. Findings suggest childcare responsibilities result in more negative outcomes, and the availability of workplace supports do not impact all individuals uniformly.

Tracy C. McCausland, George Mason University

Scott Tonidandel, Davidson College

John Kello, Davidson College

Submitter: Tracy McCausland, tracy.c.mccausland@gmail.com

283-26 Personality and the Work–Family Integration and Segmentation Continuum

This work examined the role that dispositional affect, the 5-factor model, and core self-evaluations play within a work–family context. Regression analyses, based on a diverse sample of 380 employees, revealed that personality was consistently predictive of work–family integration perceptions of conflict and facilitation but not work–family segmentation.

Jesse S. Michel, Florida International University

Malissa A. Clark, Auburn University

Nathan A. Bowling, Wright State University

Submitter: Jesse Michel, jmichel@fiu.edu

283-27 Crossover of Self-Esteem: Job-Related Sources and Consequences of Day-Specific Self-Esteem

This paper examines correlates of day-specific self-esteem. A 1-week diary study (N = 102 couples) showed that day-specific job performance predicted day-specific self-esteem, which in turn “crossed over” to romantic partners depending on the partners’ personal characteristics. In addition, self-esteem at bedtime predicted anticipated work engagement the next morning.

Angela Neff, University of Konstanz

Sabine Sonnentag, University of Mannheim

Cornelia Niessen, University of Konstanz

Dana Unger, University of Konstanz

Submitter: Angela Neff, angela.neff@uni-konstanz.de

283-28 Onsite Childcare Benefits: Do Keeping Kids Close Help Employers?

This study investigates the conditions under which onsite childcare fosters positive work attitudes. Our findings indicate that employees utilizing onsite childcare had higher levels of engagement and satisfaction (relative to those who used external childcare) only when they were satisfied with childcare or perceived their organization to be family supportive.

Prema Ratnasingam, University of Houston

William R. King, University of Houston

Cristina Rubino, University of Houston

Aleksandra Luksyte, University of Houston

Christiane Spitzmueller, University of Frankfurt/University of Houston

Submitter: Prema Ratnasingam, prema_2911@hotmail.com

283-29 Involvement and Control Impact Work–Family Interface in India

A sample of 405 employees from India responded to a survey assessing involvement and control at home and work, and positive and negative aspects of work–family interface. Results revealed a 3-way interaction among gender, job involvement, and job control predicts positive spillover, and family control impacts all interface dimensions.

Sofiya Velgach, Illinois Institute of Technology

Roya Ayman, Illinois Institute of Technology

Ujvala Rajadhyaksha, Saint Mary’s College

Submitter: Sofiya Velgach, v_sonya79@hotmail.com

284. Panel Discussion: 12:30 PM–1:20 PM   Williford B

Helping Organizations Become Nimble: Lessons Learned From Energy Industry I-Os

The energy industry is experiencing significant challenges, including increasing demands for reliable, cheap, and alternative sources of energy; rapidly changing technology; and an aging workforce. Energy industry practitioners will describe how I-O psychology is helping to address these challenges. These best practices can be adapted to organizations facing similar challenges.

Cheryl J. Paullin, HumRRO, Chair

Robert P. Michel, Edison Electric Institute, Panelist

Steven Runde, DTE Energy, Panelist

Kevin R. Reindl, San Diego Gas and Electric, Panelist

Todd Baker, Human Performance Systems, Inc., Panelist

Submitter: Cheryl Paullin, cpaullin@humrro.org

285. Panel Discussion: 12:30 PM–1:50 PM   Williford C

Theme Track: Lightning Round: Telling a Compelling Story With Data in Five Minutes

In this fast-moving session, each of 10 presenters uses 5 minutes and 20 automatically progressing slides to share personal highlights, lowlights, and insights about advocating for data-driven organizational decisions and persuading executives to take recommended action based on sophisticated data analyses, with a focus on presentation brevity, creativity, and impact.

Autumn D. Krauss, Kronos Talent Management Division, Chair

Jay H. Steffensmeier, Kronos, Inc., Co-Chair

Elizabeth B. Kolmstetter, Director of National Intelligence, Panelist

Denise M. Rousseau, Carnegie Mellon University, Panelist

Jeffrey D. Facteau, PreVisor, Panelist

Douglas H. Reynolds, Development Dimensions International (DDI), Panelist

Brian Welle, Google, Panelist

Steven T. Hunt, SuccessFactors, Panelist

Richard T. Cober, Marriott International, Panelist

Robert E. Gibby, Procter & Gamble, Panelist

Rodney A. McCloy, HumRRO, Panelist

Eric D. Heggestad, University of North Carolina Charlotte, Panelist

Submitter: Autumn Krauss, akrauss@kronos.com

286. Interactive Posters: 1:00 PM–1:50 PM   Astoria

We Told You So: Factors That Moderate the Effectiveness of Feedback Systems

Frederik Anseel, Ghent University, Facilitator

286-1 Cultural Differences in Seeking Success and Failure Feedback

This study examined the feedback-seeking process in 3 countries: United States, mainland China, and Taiwan. We found that cultural differences in self-construal and self-presentation moderated some of the relationships between motives and seeking.

Leslie Naer A, Florida Institute of Technology

Xiaofei Li, Florida Institute of Technology

Mei-Chuan Kung, Select International, Inc.

Lisa A. Steelman, Florida Institute of Technology

Submitter: Leslie Naer A, na2009@my.fit.edu

286-2 The Practical Implications of Rater Source Factors for Multisource Feedback

Multisource feedback scores are more reflective of the group providing the ratings than intended dimensions. This is not as problematic as it seems, so long as dimensions are psychologically meaningful. We show how this can occur using a large sample of leaders from multinational corporations.

Nigel Guenole, Kenexa

Tony Cockerill, Kenexa

Submitter: Nigel Guenole, n.guenole@gold.ac.uk

286-3 How Inclusion, Trust, and Feedback Effect Performance-Management Systems

Motivation is essential to the success of organizations. Including employees in constructing objectives is examined along with the moderators of prior amounts of trust and feedback that the employees receive to a new performance management system being implemented. Theoretical contributions and future research ideas are discussed.

Daniel A. Schmerling, University of Central Florida

Michael D. Reeves, University of Central Florida

Brandon L. Young, Mountain States Employers Council, Inc.

Nick C. Koenig, University of Central Florida

Robert D. Pritchard, University of Central Florida

Submitter: Daniel Schmerling, dschmerl@gmail.com

286-4 Age and Feedback: A Case for Individual Differences Over Generation

Two studies examined whether older individuals are less likely to adopt motives that lead to feedback seeking and ultimately less likely to seek feedback than younger employees. Results did not support these predictions, suggesting that popular literature regarding age/generational differences in the workplace should be interpreted with caution.

Mary Margaret Sudduth, Florida Institute of Technology

Lisa A. Steelman, Florida Institute of Technology

Submitter: Mary Margaret Sudduth, mmsudduth@gmail.com

287. Special Events: 1:00 PM–2:50 PM   Marquette

Humanitarian Work Psychology (HWP): Achievements, Applications, and Controversies

HWP is an evolving concern for I-O. Focused on “doing good well,” it offers fresh perspectives on global issues like poverty reduction, decent work, and disaster management. Presented by the Global Task Force for HWP (GTFHWP), in conjunction with Civil Society Organizations, this address/panel/discussion reviews HWP’s impact and explores future challenges.

Lori Foster Thompson, North Carolina State University, Chair

Stuart C. Carr, Massey University, Presenter

Leo Marai, University of Papua New Guinea, Presenter

Mary O. Berry, Sirota Survey Intelligence, Presenter

Walter Reichman, Org Vitality/CUNY (emeritus), Presenter

Harry Hui, University of Hong Kong, Presenter

Jeffrey Godbout, University of Baltimore, Presenter

Sean Cruse, United Nations Global Compact, Discussant

Alexander E. Gloss, U.S. Peace Corps, Discussant

Ishbel McWha, Massey University, Discussant

Mathian (Mat) Osicki, International Business Machines (IBM), Discussant

Alison Schafer, World Vision, Discussant

Virginia E. Schein, Gettysburg College, Discussant

Submitter: Lori Foster Thompson, lfthompson@ncsu.edu

288. Panel Discussion: 1:00 PM–2:20 PM   Northwest 5

Funding Options for Graduate Students: Alternatives to Waiting Tables

The proposed panel will help graduate students and their advisors identify funding opportunities consistent with student career goals. The panel will discuss and answer questions regarding sources for internal and external funding, how to create an attractive application, and relative strengths and weaknesses of funding sources.

Michelle (Mikki) Hebl, Rice University, Co-Chair

Kimberly E. O’Brien, Central Michigan University, Co-Chair

Juan M. Madera, University of Houston, Panelist

Rustin D. Meyer, Georgia Institute of Technology, Panelist

Matthew H. Reider, Campion Services, Inc., Panelist

Ashley A. Walvoord, Verizon Wireless, Panelist

Submitter: Kimberly O’Brien, obrie1ke@cmich.edu

289. Panel Discussion: 1:00 PM–2:20 PM   Williford A

Questioning the Boundaries of Civility and Incivility in the Workplace

Workplace incivility, or rude and discourteous behaviors, has emerged in the last decade as a concept distinct from physical or psychological aggression. In addition, research has emerged focusing on workplace civility or behaviors that treat others with respect. We will discuss overlap of these constructs, measurement, intervention strategies, and future directions.

Mark S. Nagy, Xavier University, Chair

David Mohr, Department of Veterans Affairs, Panelist

Vicki J. Magley, University of Connecticut, Panelist

M. Sandy Hershcovis, University of Manitoba, Panelist

Linda Belton, Department of Veterans Affairs, Panelist

Submitter: Mark Nagy, nagyms@xu.edu

290. Panel Discussion: 1:30 PM–2:50 PM   Boulevard AB

Understanding the Implications of Modern Organizational Changes for Team Leadership

As the organizational contexts within which teams are embedded continue to evolve, it becomes paramount to understand what these changes mean in terms of the structure, processes, theories, research, and practice of team leadership. Panelists will discuss the current challenges of team leadership research, including practice and future research needs.

Rebecca Lyons, University of Central Florida, Co-Chair

Marissa L. Shuffler, University of Central Florida, Co-Chair

Leslie A. DeChurch, University of Central Florida, Co-Chair

Frederick P. Morgeson, Michigan State University, Panelist

Mary Uhl-Bien, University of Nebraska-Lincoln, Panelist

Deanne N. Den Hartog, University of Amsterdam, Panelist

Nathan J. Hiller, Florida International University, Panelist

Stacey L. Connaughton, Purdue University, Panelist

Submitter: Rebecca Lyons, rlyons@ist.ucf.edu

291. Panel Discussion: 1:30 PM–2:50 PM   Boulevard C

(Consulting) Women With a View

Experiences and expectations for women in the workplace are continually shifting. This panel provides a forum for discussing the experiences of women in consulting and how they may differ over the course of one’s career. Topics to be discussed include work–life balance, establishing credibility, networking, and perceived gender differences.

Christine R. Scheu, PreVisor, Chair

Veronica S. Harvey, Aon Consulting, Panelist

Leaetta M. Hough, Dunnette Group, Ltd., Panelist

Caroline Paxman, PreVisor, Panelist

Samantha A. Ritchie, PDRI, Panelist

K. D. Zaldivar, Shell Oil, Panelist

Submitter: Christine Scheu, cscheu@previsor.com

292. Panel Discussion: 1:30 PM–2:50 PM   Continental A

Variety Is the Spice of Validation: Moving Beyond “Traditional” Criteria

This session will focus on improving and expanding upon the most commonly used assessment validation criteria: supervisor ratings of performance. The panelists will discuss criterion issues through the practitioner “lens” and explore how research findings and practical considerations inform the criteria used to demonstrate assessment validity and utility.

Jocelyn M. Courtney-Hays, pan-A TALX Company, Chair

Julie J. Carswell, Sigma Assessment Systems, Panelist

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

Kathleen M. Melcher, The DeGarmo Group, Inc., Panelist

Adam Vassar, Hogan Assessment Systems, Panelist

Submitter: Jocelyn Courtney-Hays, jcourtney@panpowered.com

293. Panel Discussion: 1:30 PM–2:50 PM   Continental B

Buyers and Vendors Discuss RFPs in Human Capital Consulting

A panel of industrial-organizational psychologists with significant experience in both buyer and vendor roles will explore the request for proposal process (RFPP). This session seeks to increase knowledge of the RFPP and provide a forum to share insights, explore differing perspectives, and discuss how the process might be improved.

Reid E. Klion, Performance Assessment Network, Chair

Julia Bayless, Sodexo, Inc., Panelist

Beverly A. Dugan, HumRRO, Panelist

Scott C. Erker, DDI, Panelist

Martha E. Hennen, United States Postal Service, Panelist

Mark H. Ludwick, Wells Fargo Corporation, Panelist

David L. Mayfield, The Home Depot, Panelist

Michael E. Moomaw, Applied Psychological Techniques, Inc., Panelist

Submitter: Reid Klion, rklion@panpowered.com

294. Symposium/Forum: 1:30 PM–2:50 PM   Continental C

The Amazing Race: Implementing Assessment Centers Cross Culturally

As the global economy matures, the need for selection and development tools that account for cultural contexts becomes more apparent. By sharing the experiences of practitioners and current developments of academicians, we identify best practices, common mistakes, and recommendations for future research in the area of multicultural assessment centers.

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

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

Diana E. Krause, Alpen-Adria University, Kim Dowdeswell, SHL South Africa, Nadene Venter, SHL South Africa, Tina Joubert, SHL South Africa, Applying Assessment Centers Cross Culturally: Practices in South Africa

Martin Lanik, Global Assessor Pool, Ltd, Alyssa M. Gibbons, Colorado State University, Guidelines for Cross-Cultural Assessor Training in Multicultural Assessment Centers

Paul R. Bernthal, Development Dimensions International, Cross-Cultural Comparisons of Executive Assessment Center Performance

Elaine B. Sloan, PDI NinthHouse, Neeti Banerjee, International Monetary Fund, Using an Assessment Center in a Multicultural Organization

George C. Thornton, Colorado State University, Nigel E. Povah, Assessment & Development Consultants, Assessment Center Experiences in Nineteen Countries on Five Continents

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

295. Panel Discussion: 1:30 PM–2:50 PM   International Ballroom South

In Extremis Teams: What Do We Need To Know?

Although research in teams in conventional settings has progressed, in extremis teams are much less explored. The theoretical, methodological, pedagogical and practical challenges of researching teams in extreme environments are discussed. Topics include situational demands, leadership, decision making, and worker preparation for dealing with highly hazardous environments.

Wendy S. Becker, Shippensburg University, Co-Chair

Michael J. Burke, Tulane University, Co-Chair

Robert P. Gephart, University of Alberta, Panelist

Erika H. James, University of Virginia, Panelist

Thomas A. Kolditz, U.S. Military Academy-West Point, Panelist

Eduardo Salas, University of Central Florida, Panelist

Submitter: Wendy Becker, wsbecker@ship.edu

296. Panel Discussion: 1:30 PM–2:50 PM   Joliet

Norming Personality Assessments: Challenges and Practical Considerations

The use of personality assessments is dependent upon representative norms to guide interpretation. However, considerable debate remains over how to use norms in various contexts. This panel will explore some of the common issues encountered in practice and offer insight from a panel of practitioners working in different contexts.

Jarrett H. Shalhoop, Hogan Assessment Systems, Chair

Julie Anne Caplinger, Peter Berry Consultancy, Panelist

Keith D. McCook, Assess Systems (a Bigby-Havis Company), Panelist

Mark H. Strong, Valtera Corporation, Panelist

Submitter: Jarrett Shalhoop, jshalhoop@hoganassessments.com

297. Roundtable Discussion/Conversation Hour: 1:30 PM–2:20 PM   Lake Huron

Leadership: The Highs and Lows

The leadership crisis has reached epidemic proportions. A major cause is the decline in leader ethics and the failures of a few bad leaders. This roundtable/conversation sheds new insights on how both “good” and “bad” profiles in leadership are instrumental in better understanding/solving the moral leadership void and preventing damage.

Ronald G. Downey, Kansas State University, Host

Thomas A. Wright, Kansas State University, Host

James Campbell Quick, Goolsby Leadership Academy (UTA), Host

Submitter: Ronald Downey, downey@ksu.edu

298. Symposium/Forum: 1:30 PM–2:50 PM   Lake Ontario

The Next Generation of Mentoring Programs: Alternatives to Traditional Designs

As careers and jobs evolve, formal mentoring programs have also changed to accommodate workers in flexible environments. This session presents several nontraditional forms of mentoring and describes their implementation, challenges, and advantages. Presenters will discuss group, community-based, and online mentoring programs and will discuss innovative methods for improving program implementation.

Rachel Day, ICF International, Chair

Julia M. Fullick, University of Central Florida, Kimberly A. Smith-Jentsch, University of Central Florida, Davin Pavlas, University of Central Florida, Shannon A. Scielzo, University of Texas at Arlington, Dana L. Kendall, Seattle Pacific University, Online Mentoring: Best Practices and Lessons Learned

Arnold L. Leonard, ICF International, Rachel Day, ICF International, Rebecca Mulvaney, ICF International, Group-Based Mentoring in a Local Government Setting

Ashley Stanoch, Federal Management Partners, Strategic Systems Programs Mentoring Program: A New Twist on Tradition

Jared D. Lock, Carr & Associates, Mentorship Program Success via Community-Based Resources and Experiential Matching

Sarah Dinolfo, Catalyst, Julie S. Nugent, Catalyst, Inc, Leveraging Formal Mentoring as a Strategic Tool

Submitter: Rachel Day, rday76@hotmail.com

299. Community of Interest: 1:30 PM–2:50 PM   PDR 2

Shifting an Organization From Current to Desired Culture

Daniel R. Denison, Denison Consulting, Host

Magda Du Preez, Informed Talent Decisions, Coordinator

300. Panel Discussion: 1:30 PM–2:50 PM   Waldorf

Why Applicant Perceptions Matter: A Practical View

How an applicant or candidate perceives the hiring and/or promotional processes of an organization can have important positive and negative implications. Panel members will address the issues organizations are encountering with regards to applicant perceptions. They will also discuss the techniques and interventions they are implementing to influence applicant perceptions.

Nikki Blacksmith, Gallup, Inc, Chair

Kathy Stewart, Fields Consulting Group, Panelist

Abby Euler, Kenexa, Panelist

Lindsay Curley, New York University, Panelist

Nate T. Dvorak, Student, Panelist

Submitter: Nikki Blacksmith, nikki_blacksmith@gallup.com

301. Panel Discussion: 1:30 PM–2:50 PM   Williford B

Employment Interview Research: Where Do We Go Next?

The purpose of this panel discussion is to discuss the path that future research on employment interviews should take. Topics to be discussed include the most important research questions to be addressed, needs for conceptual foundations, and methodological issues.

Satoris S. Culbertson, Kansas State University, Chair

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

Allen I. Huffcutt, Bradley University, Panelist

Therese H. Macan, University of Missouri-St Louis, Panelist

Michael A. McDaniel, Virginia Commonwealth University, Panelist

Submitter: Satoris Culbertson, satoris@ksu.edu

302. Panel Discussion: 2:00 PM–2:50 PM   Lake Erie

Guiding Undergraduates to I-O: Attracting Talent and Providing Opportunities

For some undergraduate students, resources on I-O psychology are sparse. Networking opportunities with practitioners, researchers, and others in with a background in I-O may be difficult to find. I-O may be missing out on a substantial talent pool. Topics for this discussion include how we can better serve this population.

Sharmin Spencer Tunguz, DePauw University, Chair

Wayne C. Lee, Valtera, Panelist

Cindy Wu, Baylor University, Panelist

Jennifer A. Diamond, Valtera Corporation, Panelist

Submitter: Sharmin Tunguz, sharmintunguz@depauw.edu

303. Posters: 2:00 PM–2:50 PM   SE Exhibit Hall

Motivation/Rewards/Compensation/ Performance Appraisal/Feedback/
Performance Management

303-1 Goal Difficulty Moderating Self-Efficacy’s Relationship With Effort and Performance

Recent research demonstrates considerable variability in self-efficacy’s relationship with effort and performance, ranging from positive to null to negative. This research demonstrates that the difficulty of assigned goals can determine the direction of self-efficacy’s effects, with negative effects observed with easy goals and positive effects observed with difficult goals.

Aaron M. Schmidt, University of Minnesota

James W. Beck, University of Minnesota

Submitter: James Beck, beckjam2@gmail.com

303-2 Location, Location, Location! Between-Person Self-Efficacy Moderates Within-Person Effects on Effort and Performance

Belief in one’s ability to perform a task, or self-efficacy, has generally been thought to improve performance. However, research at the within-person level of analysis suggests that self-efficacy may not always facilitate performance. This research suggests that within-person effects of self-efficacy on performance depend on one’s overall self-efficacy level.

James W. Beck, University of Minnesota

Aaron M. Schmidt, University of Minnesota

Submitter: James Beck, beckjam2@gmail.com

303-3 The Effect of Subconscious Achievement Goals on Academic Performance

Two experiments confirmed the effect of subconscious achievement goals on performance on a brainstorming task and on grades for 2 high-school exams. Supraliminal priming was realized with a photograph of a woman winning a race and a photograph of a mountain climber, or no photograph was employed in control conditions.

Tanja Bipp, Eindhoven University of Technology

Ad Kleingeld, Technische Universiteit Eindhoven

Nicole Schneider, Technical University Dortmund

Submitter: Tanja Bipp, T.Bipp@tue.nl

303-4 Differential Performance of a Regulatory Focus Measure by Political Affiliation

An IRT approach was used to look for item-level and test-level performance differences between Republicans and Democrats for both the promotion and prevention scales of a commonly used regulatory focus measure. Results show evidence of differential functioning at the test and item level.

Victoria Brown, Auburn University

Jacqueline K. Deuling (Mitchelson), Roosevelt University

Adrian L. Thomas, Roosevelt University

Submitter: Victoria Brown, victoriarbrown@gmail.com

303-5 Psychological Need Satisfaction Under Self-Determination Theory Predicts Performance: A Meta-Analysis

We examined the relationship between psychological need satisfaction and performance at school and work under self-determination theory. Findings from 77 samples spanning 38 years and N = 19,064 indicate that levels of perceived competence (ρ = .40), autonomy (ρ = .23), and relatedness (ρ = .20) predict performance, with competence and relatedness, being more predictive at school.

Christopher P. Cerasoli, University at Albany, SUNY

Michael T. Ford, University at Albany, SUNY

Submitter: Christopher Cerasoli, cc572532@albany.edu

303-6 Team Pay: Taking Base Pay to the Next Level

Much research has been published in the last 2 decades on team incentives; however, team-level base pay has received little attention. In this conceptual paper, team-level base pay is defined, potential approaches to determining team-level base pay are discussed, and the implications of team-level base pay are addressed.

Samantha A. Conroy, University of Arkansas

Nina Gupta, University of Arkansas

Submitter: Samantha Conroy, sconroy@uark.edu

303-7 Decision to Accept a Job Offer in a Terror-Prone Country

Hypothetical choices were made by 300 employees to work in countries with 3 levels of terrorism in a 1 x 3 experimental design including interactions with personality variables. Risk propensity, sensation seeking, and money importance moderated the relationship between terror threat level and job acceptance.
Alexander Dumenci, Central Michigan University

Terry A. Beehr, Central Michigan University

Submitter: Abdullah Dumenci, albundy47@gmail.com

303-8 Development of a Measure of Momentary and Chronic Regulatory Focus

This paper presents the development and validation of a measure of the momentary–chronic regulatory focus. Data from a pilot survey (n = 220), a survey with retest data (n = 91–105), an experience sampling study (n = 35, k = 689), and an experiment (n = 40) support the measure’s validity and its sensitivity to capture momentary fluctuations.

Doris Fay, Potsdam University

Tina Urbach, University of Potsdam

Submitter: Doris Fay, doris.fay@uni-potsdam.de

303-9 Timelessness and Flow

Relationships among the experience of flow, time distortion, and performance were studied among college students playing a video game. Flow was positively related to timelessness and performance. Timelessness had a slightly negative relationship with performance. These effects were moderated by self-perceptions of efficacy in the task.

Tyler E. Freeman, Kansas State University

Christopher J. Waples, Kansas State University

Clive Fullagar, Kansas State University

Patrick A. Knight, Kansas State University

Submitter: Tyler Freeman, tylerf@ksu.edu

303-10 Interactive Effects of Individual Pay for Performance and Profit Sharing on Employee Performance

We conducted cross-level research on the complementarity between individual pay for performance and profit sharing. We found that individual pay for performance positively related to performance-reward expectancy and resultant perceived organizational support, which, in turn, related to task performance and citizenship behaviors. In doing so, profit sharing augmented the effect of individual pay for performance on performance-reward expectancy.

Joo Hun Han, University of Maryland, College Park

Kathryn M. Bartol, University of Maryland, College Park

Seongsu Kim, Seoul National University

Submitter: Joo Hun Han, jhhan@rhsmith.umd.edu

303-11 Work Avoidance: Expanding the Nomological Network

Correlations of work avoidance and goal orientations with self- and supervisor-rated performance and citizenship behaviors were investigated in a sample of 95 employee– supervisor pairs. Negative relationships between work avoidance and work behaviors were moderated by employee perceived ability. Work avoidance was associated with dissatisfaction with the work situation.

Carolyn M. Jagacinski, Purdue University

Donald E. Lustenberger, Development Dimensions International

Brett W. Guidry, Portland State University

Submitter: Carolyn Jagacinski, jag@psych.purdue.edu

303-12 Effects of Self-Efficacy and Goal-Setting Conditions on Goal Regulation

Previous research has shown individuals often react to performance feedback by adjusting their goals. This research examined self-efficacy’s mediating role in this relationship, as well as the potential moderating effects of participative versus assigned goals. Results supported partial mediation and indicated some relationships were moderated by goal-setting condition.

Katie Piccone, Florida Institute of Technology

Patrick D. Converse, Florida Institute of Technology

Submitter: Katie Piccone, kpiccone2008@my.fit.edu

303-13 Social Context and Self-Regulation Over Time

Numerous studies have examined basic self-regulatory processes, establishing general patterns of goal- and effort-related responses to current performance levels. This study investigated the effects of social context on these self-regulatory processes. Results indicated accountability and outcome interdependence influenced these processes, leading to different patterns of behavior over time.

Katie Piccone, Florida Institute of Technology

Patrick D. Converse, Florida Institute of Technology

Christen N. Lockamy, Florida Institute of Technology

Stephanie Miloslavic, Florida Institute of Technology

Kamil Mysiak, Florida Institute of Technology

Jaya Pathak, Florida Institute of Technology

Submitter: Katie Piccone, kpiccone2008@my.fit.edu

303-14 Using the Job Characteristics Model to Predict Productivity Intervention Effectiveness

This study examines the impact of job characteristics on the effectiveness of motivation-based productivity interventions. Overall, core job characteristics predicted intervention effectiveness. Autonomy and dealing with others within the unit were negatively related to intervention effectiveness, but dealing with others outside the unit was positively related to intervention effectiveness.

Brandon L. Young, Mountain States Employers Council, Inc.

Michael D. Reeves, University of Central Florida

Robert D. Pritchard, University of Central Florida

Submitter: Michael Reeves, youngbrandonlee@hotmail.com

303-15 BIS and BAS Sensitivity as Predictors of Flight Training Performance

Sensitivities of the behavioral inhibition system (BIS) and behavioral activation system (BAS) are examined as predictors of performance in flight training. A combination of BIS and BAS sensitivity provided incremental validity over personality and general ability. BIS sensitivity was especially promising as it negatively related to all 3 performance measures.

Erin M. Richard, Florida Institute of Technology

Patrice Reid, Defense Human Resources Agency

Charlene Alayne Bogle, Florida Institute of Technology

Marcela P. Miranda, Florida Institute of Technology

Gregory Reverdiau, F.I.T. Aviation

Submitter: Erin Richard, erichard@fit.edu

303-16 Older Workers’ Wage Demands: The Impact of Work Motivation

We investigate whether work motivation shapes older (50+) workers’ wage demands. Relying on expectancy-value theory and self-determination theory, results show that aspects of the quantity (expectations and value of working) and quality (goals and reasons for engaging) of work motivation jointly shape older workers’ wage demands. Interactions are found.

Dave Stynen, K. U. Leuven

Luc Sels, K. U. Leuven

Anneleen Forrier, K. U. Leuven

Submitter: Dave Stynen, dave.stynen@econ.kuleuven.be

303-17 Self-Efficacy: Differing Effects Across Manipulations, Measures, and Levels of Analysis

Scholars recommend assessing divergent measures of effort and performance at multiple levels of analysis to understand complex motivational dynamics or examine motivational interventions. A feedback intervention affected self-efficacy in a context where task difficulty varied. Effects differed dramatically as a function of measure and level of analysis.
Myroslav Gerasymchuk, Ohio University

Nicole L. Gullekson, University of Wisconsin-La Crosse

Brendan J. Morse, Ohio University

Michael A. Warren, Ohio University

Jeffrey B. Vancouver, Ohio University

Submitter: Jeffrey Vancouver, vancouve@ohio.edu

303-18 Multisource Performance-Rating Patterns: An Integrated Approach for Examining (Dis)Agreement

This study contributes to the literature by applying a person-centered approach to multisource performance ratings. Using latent profile analyses, ratees were grouped based on their pattern of ratings received by their supervisors, peers, and subordinates. Potential to derail was examined as an outcome of cross-source performance profiles.

Bethany H. Bynum, Human Resources Research Organization

Brian J. Hoffman, The University of Georgia

William A. Gentry, Center for Creative Leadership

Submitter: Bethany Bynum, bbynum@humrro.org

303-19 New Considerations in Reward Allocation: Employee Need in Western Organizations

Little research has explored how employee need influences merit decisions in applied settings in a Western culture. This study addresses this gap by examining the influence of employee need on merit pay increases in a Western organization that has historically awarded merit based on the equity principle or pay for performance.

Jillian Day, University of Texas MD Anderson Cancer Center

Courtney L. Holladay, University of Texas MD Anderson Cancer Center

Stefanie K. Johnson, University of Colorado Denver

Laura G. Barron, University of Wisconsin-Stout

Submitter: Jillian Day, jwebb@mdanderson.org

303-20 Rank, Yank…Discriminate? A Simulation Examining Layoffs in a FDRS

The forced distribution rating system (FDRS) is increasingly used for decision making (e.g., promotions, layoffs), yet we know little about discrimination and FDRS. This simulation examines the impact of appraisal method, layoff percentage, and organization size on adverse impact (AI). Results indicate AI occurs most when organization and layoff size are large.

Gary Giumetti, Clemson University

Amber N. Schroeder, Clemson University

Fred S. Switzer, Clemson University

Submitter: Gary Giumetti, ggiumet@clemson.edu

303-21 FOR Training and Performance Schema Accuracy: A Replication and Extension

This study replicated Gorman and Rentsch’s study (2009), providing additional evidence of FOR training effects on ratees’ performance schemas. This study also extended Gorman and Rentsch’s (2009) by showing that FOR training influences performance schemas after a 2-week delay between the training and the evaluation of performance.

C. Allen Gorman, Radford University

Joan R. Rentsch, University of Tennessee

Katy A. Gaddis, Angelo State University

Benjamin Overstreet, University of Georgia

Paul Park, Radford University

Submitter: C. Allen Gorman, cgorman6@radford.edu

303-22 Social Capital and Performance Ratings: Examining Rater and Ratee Effects

This study examined the relationships between organizational social capital and performance ratings from a holistic perspective, taking into account both raters and ratees network position. Using polynomial regression analyses, we demonstrate that the social capital of both the ratees and raters independently and jointly impact performance ratings.

Paul Green, The Morning Star Company

Jonathan C. Ziegert, Drexel University

Christian J. Resick, Drexel University

Dali Ma, Drexel University

Submitter: Paul Green, pgreenjr@morningstarco.com

303-23 Improving Multisource Ratings by Implementing Principles of Frame-of-Reference Training

A new method of presenting items in multisource ratings (MSPRs), frame-of-reference scales (FORS), is presented. This field study compared the FORS to traditional rating scales and revealed that FORS are robust to improper solutions that have plagued traditional MSPR scales and are associated with increased dimensional and decreased error variance.

Brian J. Hoffman, The University of Georgia

C. Allen Gorman, Radford University

Carrie A. Blair, College of Charleston

John P. Meriac, University of Missouri-St. Louis

E. Kate P. Atchley, University of Tennessee-Knoxville

Submitter: Brian Hoffman, hoffmanb@uga.edu

303-24 Rater Motivation in Validation Studies

This study examined the role played by rater motivation in validation studies. Results indicate that rater motivation can impact the criterion validity. A simple intervention was tested and was successful at increasing rater motivation.

Dan Ispas, Illinois State University

Alexandra Ilie, University of South Florida

Russell E. Johnson, Michigan State University

Dragos Iliescu, National School of Political and Administrative Studies

Submitter: Dan Ispas, dispas@gmail.com

303-25 Feeding Back Ratings: Why Didn’t You Tell the Truth?

Candid feedback is vital to performance, so why don’t raters provide it? Raters believing ratees wanted feedback to improve had lower anxiety and distortion than those expecting ratees would react defensively. Raters anticipating defensiveness gave higher ratings for face-to-face than anonymous feedback; however, differences were minimal for raters anticipating openness.

Shirley Ashauer, University of Missouri-St. Louis

Therese H. Macan, University of Missouri-St Louis

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

303-26 When and How Much Does Rater Training Improve Rating Accuracy?

We present meta-analytic evidence concerning the effectiveness of rater training. We found that FOR training was beneficial for all aspects of rating accuracy. Furthermore, providing longer training and using less dimensions led to stronger effects. Apart from some effects of behavior observation training, other training approaches were less effective.

Klaus G. Melchers, University of Zurich

Petra Arnet Küchler, University of Zurich

Melanie Rapisarda-Bellwald, Helsana Versicherungen AG

Martin Kleinmann, University of Zurich

Submitter: Klaus Melchers, k.melchers@psychologie.uzh.ch

303-27 Performance Camouflage: Does the Conceptualization of Variability Hide Performance Trends?

The results of this study indicated that performance variability is difficult to predict when it is operationalized as the standard deviation of performance around the mean. However, personality and cognitive ability predicted performance variability when it was operationalized as patterns of change over time and modeled appropriately.

Joseph A. Schmidt, Hay Group

Tunde Ogunfowora, University of Regina

Submitter: Joseph Schmidt, joe.schmidt@haygroup.com

303-28 Is “In-Agreement” Always the Best Policy? The Influence of Race

This study examined a leader’s race as a moderator of the relationship between multisource feedback and organizational performance. Regression results indicated that a leader’s race moderated the relationship between self-other agreement and store customer satisfaction ratings. Non-Whites who were overraters had higher organizational outcomes than underraters.

Amanda C. Shull, Sirota Survey Intelligence

W. Warner Burke, Teachers College, Columbia University

Submitter: Amanda Shull, ashull@sirota.com

303-29 The Role of Implicit Performance Theories on Self-Other Agreement
Similarity in the cognitive representation of work behaviors (i.e., shared implicit performance theories, IPTs) between managers and their supervisors predicted the level of self–other agreement in ratings of the managers’ performance of those work behaviors. Role clarity and perceived system knowledge predicted shared IPTs.

Hsien-Yao Swee, Eaton Corporation

Rosalie J. Hall, The University of Akron

Submitter: Hsien-Yao Swee, hsienyao@gmail.com

303-30 Performance Appraisal Purpose and Rater Expertise: Effects on Rating Error

This study examined differences in rating leniency and severity under 2 types of administrative purposes. Results revealed that raters making positive designations tended to give lenient ratings relative to other conditions, those making negative designations gave relatively severe ratings, and self-reported rater expertise buffered the biasing effects of appraisal purpose.

William S. Weyhrauch, Consortium Research Fellows Program

Satoris S. Culbertson, Kansas State University

Submitter: William Weyhrauch, wsweyhrauch@gmail.com

303-31 How Do LMX and Narcissism Affect Being Envied and Performance?
Employees from 20 locations of a restaurant franchise (N = 541) were used to test an integrated model of feeling envied in the workplace. This model depicts the interactive effect of narcissism and leader–member exchange (LMX) on feelings of being envied and its subsequent effect on task performance.

Jun Yang, State University of New York at Buffalo

Jeffrey R. Bentley, State University of New York at Buffalo

Maiyuwai Reeves, State University of New York at Buffalo

Lisa V. Williams, State University of New York at Buffalo

Submitter: Jun Yang, jy37@buffalo.edu

304. Panel Discussion: 2:00 PM–2:50 PM   Williford C

Theme Track: What Convinces Us, Doesn’t Necessarily Convince Execs: What They Didn’t Teach You in Grad School About Influencing

What does it take to influence in today’s organizations? A little relationship building, some data, and a lot of persistence. Panelists will share successes and challenges, valuable lessons they had (or wished they had!) from grad school, as well as insights on how to influence leaders and drive change.

Michelle A. Donovan, Google, Chair

Nancy T. Tippins, Valtera, Panelist

Allan H. Church, PepsiCo, Panelist

Kurt Kraiger, Colorado State University, Panelist

Submitter: Michelle Donovan, mdonovan@google.com

305. Interactive Posters: 3:30 PM–4:20 PM   Astoria

Go to Your Room! Advances in Work–Family Conflict

Kristen Shockley, Baruch College, Facilitator

305-1 Personality and Work–Family Conflict: A Meta-Analysis

Meta-analysis was used to comprehensively summarize the relationship between personality and both directions of work–family conflict (WFC). Largest effects were associated with negative affect, Neuroticism, and optimism, ranging from .27 to .33, in expected directions. Results confirm personality as an important predictor of WFC.

Tammy D. Allen, University of South Florida

Ryan C. Johnson, University of South Florida

Kristin N. Saboe, University of South Florida

Eunae Cho, University of South Florida

Soner Dumani, University of South Florida

Sarah Estep-Evans, Tampa Electric Company

Submitter: Tammy Allen, tallen@mail.usf.edu

305-2 Work–Family Conflict: Crossover in Dual-Earner Couples

This study examines the crossover of emotion-based work–family conflict in dual-earner couples. Emotions felt towards one’s partner are evaluated as potential mediators of the crossover process. In addition, the impact of the crossover process on the second partner’s job satisfaction is assessed. In general, the results support the crossover model.

Heidi M. Baumann, Purdue University

David L. Taylor, Purdue University

Kelly S. Wilson, Purdue University

Submitter: Heidi Baumann, hbaumann@purdue.edu

305-3 Relationship Between Work-to-Family Conflict and Parent–Child Activities: Can Guilt Help?

Using survey data from employed parents, this study investigated the relationship of work-interference-with-family (WIF) with parent–child activities and whether trait guilt moderated the focal relationships. As hypothesized, WIF was negatively related to academic and recreational activities, and trait guilt moderated these relationships.

Eun Ae Cho, University of South Florida

Tammy D. Allen, University of South Florida

Submitter: Eun Ae Cho, echo@mail.usf.edu

305-4 Work–Family Conflict and Knowledge Sharing: Social Supports as Moderators

Drawing on insights from conservation of resource, the purpose of this study is to examine the negative consequences of work–family conflict (WFC) on knowledge sharing via emotional exhaustion. Further, work and nonwork social supports were investigated as moderators in the relationship between WFC and emotional exhaustion.

Seckyoung L. Kim, Seoul National University

Soojin Lee, Seoul National University

Dongkyu Kim, Seoul National University

Myungsun Kim, Seoul National University

Eunkyung Park, University of Baltimore

Gukdo Byun, Seoul National University

Submitter: Seckyoung Kim, loretta75@naver.com

306. Panel Discussion: 3:30 PM–4:20 PM   Boulevard AB

Stay or Go: Value of a Master’s in Applied Settings

With a growing number of terminal master’s programs in I-O, students are faced with the question of whether they should continue their education in doctorate programs. This panel will discuss the value of an I-O master’s degree in applied research settings relative to pursuing a PhD.

David P. Baker, IMPAQ International, Chair

Alexis L. Rogowsky, University of Baltimore, Co-Chair

Andrea Amodeo, Aptima, Inc., Panelist

James N. Kurtessis, George Mason/American Institutes for Research, Panelist

Thomas Mitchell, University of Baltimore, Panelist

Rebecca Nusbaum, The Johns Hopkins University Applied Physics Laboratory, Panelist

Submitter: David Baker, dbaker@impaqint.com

307. Debate: 3:30 PM–4:20 PM   Boulevard C

Rasch Measurement Versus IRT: A Practical Debate

Panelists will debate the proposition that the Rasch measurement model is different from and superior to item response theory (IRT) in practical I-O applications. More broadly, this debate is about how I-O should make progress in adopting modern measurement practices that are standard in other fields.

Brian J. Ruggeberg, Aon Consulting, Moderator

Matt Barney, Infosys Leadership Institute, Presenter

Alan D. Mead, IIT, Presenter

Paul Squires, Applied Skills & Knowledge, Presenter

Michael J. Zickar, Bowling Green State University, Presenter

Stephen Stark, University of South Florida, Presenter

Submitter: Brian Ruggeberg, Brian_Ruggeberg@aon.com

308. Roundtable Discussion/Conversation Hour: 3:30 PM–4:20 PM   Lake Huron

Methodological Issues in Work–Family(/Nonwork) Research

The authors will facilitate discussion around 4 points about work–family interface methodology: the lack of parallelism in the measurement of the 2 work–family directions, the type of conflict as predictor, the complex structure of facilitation/enrichment items, and the response scale of extant measures.

Lois E. Tetrick, George Mason University, Host

Gloria González Morales, University of Guelph, Host

Submitter: Lois Tetrick, ltetrick@gmu.edu

309. Symposium/Forum: 3:30 PM–4:20 PM   Waldorf

Gap Analysis: Using Assessments to Measure and Develop Workforce Capabilities

Gap analysis, using assessment data to identify opportunities for improvement in employee competencies, skills, and other characteristics, is increasingly used to inform talent management decisions. This forum presents case studies from 3 organizations where gap analysis was conducted using assessment data, and specific actions were implemented based on identified gaps.

Andrew L. Solomonson, PreVisor, Chair

Michael D. Blair, Sprint, Andrew L. Solomonson, PreVisor, Amanda L. Evans, PreVisor, Using Assessments to Address Skill Gaps in an Engineering Workforce

Jeanne Makiney, Development Dimensions International, The Consultative Recruiter: Bridging the Recruiter/Hiring Manager Gap

Jean Leslie, Center for Creative Leadership, Craig Appaneal, Center for Creative Leadership, Surfacing the Leadership Gap Now and for the Future

Submitter: Andrew Solomonson, asolomonson@previsor.com

310. Panel Discussion: 3:30 PM–4:20 PM   Williford A

Examining Multilevel Organizational Phenomena Through Social Network Analysis

Organizational science has evolved drastically as organizations themselves have shifted to more complex structures. Individualistic theories have given way to more systemic and multilevel perspectives (Borgatti & Foster, 2003). This panel will discuss the integration of network and traditional organizational science as a means of better modeling complex organizational phenomena.

Leslie A. DeChurch, University of Central Florida, Chair

Daniel Doty, University of Central Florida, Co-Chair

Prasad Balkundi, SUNY at Buffalo, Panelist

Noshir Contractor, Northwestern University, Panelist

M. Scott Poole, University of Illinois at Urbana-Champaign, Panelist

Submitter: Daniel Doty, d.doty@yahoo.com

311. Special Events: 3:30 PM–4:20 PM   Williford C

Theme Track: Closing Keynote and Wrap-Up: People Analytics: Is It All In Our Heads

The quest to make I-O knowledge more managerially relevant continues. An untapped contribution may be for I-O to study the mental models of leaders as they make decisions about HR/employment. Can the tools of psychology be used to uncover the reasons why organization leaders often seem to ignore/misapply I-O evidence/ knowledge? To be followed by an integrative Q&A.

Jeffrey D. Kudisch, University of Maryland, Chair

John W. Boudreau, University of Southern California, Presenter

Submitter: Jeffrey Kudisch, JKudisch@rhsmith.umd.edu

312. Special Events: 4:30 PM–5:20 PM   International North

Closing Plenary Session

Adrienne J. Colella, Tulane University, Chair

Robert Cialdini, Influence at Work, Presenter