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