Indicates Thursday Theme Track Session.
1. Special Events: 8:30 AM–9:50 AM
International Ballroom South
Opening Plenary Session
Adrienne J. Colella, Tulane University, Chair
Eduardo Salas, University of Central Florida, Presenter
2. Interactive Posters: 10:30 AM–11:20 AM
Making It Right: SJT Measurement Issues
Michael McDaniel, Virginia Commonwealth University, Facilitator
2-1 Test–Retest Reliability of SJT Items Used for Credentialing
Assessing reliability of SJTs in high-stakes situations is problematic with reliability inappropriately measured by alpha. We compared SJT test–retest data, r = .84, to internal consistency, α = .45. The SJT correlated significantly with cognitive ability, r = .30, and Agreeableness, r = .24. We discuss the practical implications for use of SJTs in credentialing examinations.
Victor M. Catano, Saint Mary’s University
Anne Brochu, Saint Mary’s University
Submitter: Victor Catano, firstname.lastname@example.org
2-2 A Single-Response Situational Judgment Test: Validity and Relationships With Personality
A single-response SJT was developed and tested with museum tour guides. The single-response SJT significantly predicted performance (r = .33) and was significantly related to personality traits intrinsic to the job. Theoretical implications are discussed. These findings further support single-response SJTs as efficient and effective alternatives to multiple-response SJTs.
Amy E. Crook, Rice University
Margaret E. Beier, Rice University
Cody B. Cox, University of Texas at Brownsville
Harrison J. Kell, Rice University
Ashley Rittmayer Hanks, Rice University
Submitter: Amy Crook, email@example.com
2-3 Scoring Situational Judgment Tests Using Profile Similarity Metrics
Mathematical analyses are presented that decompose distance-based measures, which are commonly used to score SJTs, into component indices based on correlation, dispersion, and elevation. Comparisons of the validities of distance and correlation-based scores support conclusions that the use of correlation-based scores improves the validity of SJTs that utilize rating scales.
Peter Legree, U.S. Army Research Institute for the Behavioral and Social Sciences
Robert Kilcullen, U.S. Army Research Institute for the Behavioral and Social Sciences
Ryan N. Ginter, George Mason University
Dan J. Putka, HumRRO
Joseph Psotka, U.S. Army Research Institute for the Behavioral and Social Sciences
Submitter: Ryan Ginter, firstname.lastname@example.org
2-4 The Efficacy of Three SJT Response Formats
This study presents an evaluation of 3 SJT response formats in terms of construct–related validity, subgroup differences, and socially desirable responding. The rate SJT displayed stronger correlations with personality, and smaller subgroup differences, but higher levels of socially desirable responding than the rank and most/least SJTs.
Ryan M. Glaze, Texas A&M University
Steven Jarrett, Texas A&M University
Ira Schurig, Texas A&M University
Winfred Arthur, Texas A&M University
Jason E. Taylor, PeopleAnswers, Inc.
Submitter: Ryan Glaze, email@example.com
3. Symposium/Forum: 10:30 AM–11:50 AM
Staying Alive! Training High-Risk Teams for Self-Correction
Research examining teams working in high-risk operations has been lacking. This symposium showcases research on team training that helps to optimize team performance in environments characterized by life-or-death situations arising spontaneously after long periods of mundane activity by pulling experts from diverse areas of industry: spaceflight, healthcare, and medical simulation.
Emily David, University of Houston, Co-Chair
Kathryn Keeton, NASA EASI/Wyle Labs, Co-Chair
Kelley J. Slack, Wyle Life Sciences/LZ Technology, Inc., Lacey L. Schmidt, EASI/Wyle Labs-NASA JSC, Kathryn Keeton, NASA EASI/Wyle Labs, Developing Self-Correcting Astronaut Crews
Raymond A. Noe, Ohio State University, Alison M. Dachner, Ohio State University, Brian M. Saxton, Ohio State University, Team Training for Self-Correction on Long Duration Missions: Evidence From NASA
Sallie J. Weaver, University of Central Florida, Eduardo Salas, University of Central Florida, Training Teams to Self-Correct: Team Training for Patient Safety
David M. Musson, McMaster University, Training Teams: From the Operating Room to
Steve W. J. Kozlowski, Michigan State University, Discussant
Submitter: Kathryn Keeton, KathrynEKeeton@gmail.com
4. Panel Discussion: 10:30 AM–11:50 AM
Toxic Emotions: Considering the Hidden Consequences of the Recession
The recession touched virtually all organizations financially and increased negative emotions such as fear, stress, and depression. Organizational responses may impact individual well-being, healthcare costs, accidents, and burnout. Panelists will discuss the impact of negative emotions on the workplace and how talent management practices can mitigate their toxic effects.
Veronica S. Harvey, Aon Consulting, Chair
Ronald G. Downey, Kansas State University, Panelist
Benjamin Schneider, Valtera, Panelist
David Blustein, Boston College, Panelist
James Campbell Quick, Goolsby Leadership Academy (UTA), Panelist
Paul M. Muchinsky, University of North Carolina-Greensboro, Panelist
Submitter: Veronica Harvey, firstname.lastname@example.org
5. Symposium/Forum: 10:30 AM–11:50 AM
Alternative Strategies for Internet-Based Testing: Practice and Research Lessons
Innovations in technology have spurred alternative models for delivering and using assessments in the workplace. This session highlights a diverse range of real world assessment programs that incorporate unproctored Internet-based testing (UIT) and examines implementation strategies and research that address a number of operational and psychometric issues and challenges.
John A. Weiner, PSI, Chair
Theodore L. Hayes, U.S. Office of Personnel Management, UIT and PIT in Federal Selection Programs
John J. Pass, CSX, Margaret Downey, CSX Transportation, Launch of a Strategy-Based UIT Program for CSX
Danita Harris, Cox Communications, Alicia Allegrini, PSI, Design and Deployment of a UIT Program for Organizational Effectiveness
Corina Rice, CSX Transportation, John A. Weiner, PSI, Monica Freed, PSI, A Comparative Study of Alternate Strategies for Verification Testing
Victor Jockin, PSI, Preemployment Test Score Distributions Obtained Under Proctored and Unproctored Conditions
Submitter: John Weiner, email@example.com
6. Symposium/Forum: 10:30 AM–11:50 AM
I-O on a Dime: Best Practices in a Post-Recession World
In the wake of the Great Recession, organizations have embraced a “new thriftiness.” I-O practitioners will need to fundamentally reevaluate how we deliver work. Taking a long-term view of the effects of the economic crisis, this session investigates how I-O practitioners can build innovative, sustainable solutions that permanently shrink costs.
Tasha L. Eurich, HealthOne/HCA, Chair
Tasha L. Eurich, HealthOne/HCA, The I-O Existential Dilemma: Building an OD Department With $0
Michael T. Herron, Bank of America Merrill Lynch, The Consequences of Resource Constraints on Established Leadership Development Programs
Rachel M. Johnson, Korn/Ferry International, Value-for-Money Client Solutions: A Consulting Firm Case Study
Martin Lanik, Global Assessor Pool, Ltd, Four Strategies to Make Assessment Centers More Cost Effective
William C. Byham, Development Dimensions International, Discussant
Submitter: Tasha Eurich, firstname.lastname@example.org
7. Panel Discussion: 10:30 AM–11:50 AM
Coaching the Dinosaur: I-O Influence in 100 Year-Old Organizations
Influencing executive decisions and organizational change is hard enough without 100 years of baggage. This interactive and audience-participation discussion will explore lessons—applicable to any organization—learned within historically conservative companies feeling the pressures to keep pace with financial and technological realities of today’s marketplace.
Scott M. Brooks, OrgVitality, Chair
Michael N. Bazigos, IBM Corporation, Panelist
Steven Katzman, KPMG LLP, Panelist
Matthew S. Kleinman, New York Life Insurance Company, Panelist
Corbin C. Wong, Hofstra University/Deutsche Bank, Panelist
Submitter: Scott Brooks, email@example.com
8. Symposium/Forum: 10:30 AM–11:50 AM
OFCCP/Legal Defensibility Safeguards: Hit ’em With Your Best Shot
Recent years have revealed an increasingly upward trend in activity and audits from the OFCCP and other governing regulations. Presenters in this session provide best practices, emerging trends, and lessons learned in order to effectively and proactively deal with employee selection regulatory agencies.
Lilly Lin, Development Dimensions International, Chair
David B. Schmidt, Development Dimensions International, Legal Challenges: An Ounce of Prevention…
Laura Mastrangelo Eigel, Frito-Lay North America, Lauren E. McEntire, PepsiCo, Kate Malter, PepsiCo, Proactive Compliance: An Insider’s Perspective
David Cohen, DCI Consulting Group Inc, Are Goals and AI Analyses for Individuals With Disabilities Coming?
Kevin R. Murphy, Pennsylvania State University, What We Know and What the OFCCP Thinks We Know
Submitter: Lilly Lin, firstname.lastname@example.org
9. Symposium/Forum: 10:30 AM–11:50 AM
Age and Career Development in a Changing World of Work
As the workforce ages and becomes increasingly age diverse, common conceptualizations of aging and career development and progression are changing. This symposium addresses some implications of these changes and how they affect the career development and motivation of employees of all ages.
Keith James, Portland State University, Chair
Gabriela I. Burlacu, Portland State University, Co-Chair
Yoshie Nakai, O.E. Strategies, Inc./University of Akron, Andrea F. Snell, University of Akron, Modeling the Job Seeking Behaviors of Older Adults
Tracey E. Rizzuto, Louisiana State University, Claire F. Taylor, Louisiana State University, Technology-Based Learning: A Stepping Stone to Employment
Sara Zaniboni, University of Trento, Donald M. Truxillo, Portland State University, Franco Fraccoroli, University of Trento, Elizabeth A. McCune, Portland State University, Marilena Bertolino, University of Nice, Age Moderates the Effects of WDQ Factors on Job Attitudes
Gabriela I. Burlacu, Portland State University, David Cadiz, Portland State University, Damon Drown, Portland State University, Mo Wang, University of Maryland, Supervisor Relative Age and Employee Motivation Following Performance Feedback
Janet L. Barnes-Farrell, University of Connecticut, Discussant
Submitter: Gabriela Burlacu, email@example.com
10. Roundtable Discussion/Conversation Hour: 10:30 AM–11:20 AM
Drive Your Career: Vision, Valor, and Valence
Hosts will provide insight/guidance to I-Os wishing to actively manage practitioner career development, including personal and contextual factors that enable successful job growth. We’ll share key concepts and experiences, facilitating discussion on translating within-role success into increased contributions to your organization…even without a promotion.
Stephanie R. Klein, PreVisor, Inc., Host
Ken Lahti, PreVisor, Inc., Host
John P. Fennig, DRI Consulting, Host
Submitter: Stephanie Klein, firstname.lastname@example.org
11. Symposium/Forum: 10:30 AM–11:50 AM
Self-Regulated Learning Interventions: A Recipe for Training Success
This symposium will clarify the role of self-regulatory interventions in enhancing learning and adaptive transfer while reducing attrition from training. Discussion will focus on 3 interventions that target various aspects of the self-regulated learning process as well as mediators and moderators of the effects of the interventions.
Traci Sitzmann, University of Colorado, Denver, Chair
Kristina N. Bauer, Old Dominion University, Co-Chair
Traci Sitzmann, University of Colorado, Denver, Stefanie K. Johnson, University of Colorado, Denver, Examining When a Planning Intervention Improves Learning and Reduces Attrition
Ryan J. Yoder, Ohio University, Jeffrey B. Vancouver, Ohio University, Does Specific Feedback Undermine or Encourage Self-Regulated Learning? It Depends
Dustin K. Jundt, Saint Louis University, Goran Kuljanin, Michigan State University, Paul Curran, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Extending Adaptive Guidance: Influence of Guidance Framing and Implicit Theories
Ruth Kanfer, Georgia Institute of Technology, Discussant
Submitter: Kristina Bauer, email@example.com
12. Panel Discussion: 10:30 AM–11:50 AM
Advances in Work-Ethic Research: Current and Future Directions
The work ethic construct has been a focus in management discussions for over a century. This session brings together top scholars to discuss recent advances in work ethic research. Presenters will review historical plus current perspectives on work ethic, introduce their current research, and discuss implications for theory and practice.
John P. Meriac, University of Missouri-St. Louis, Chair
David J. Woehr, University of Tennessee, Knoxville, Co-Chair
Adrian Furnham, University College London, Panelist
Andrew N. Christopher, Albion College, Panelist
Melissa J. Mann, Winston Salem State University, Panelist
Submitter: John Meriac, firstname.lastname@example.org
13. Special Events: 10:30 AM–11:20 AM
Collaborative, Virtual, and Open: How the Social Media Revolution Is Changing the Workplace
Social networking tools have gained traction in many areas long considered the domain of I-O psychologists: organizational culture, selection, training, employee engagement, and leadership. This talk will explore this rapidly changing landscape, provide cases where I-O psychologists have utilized innovative social media solutions, and share a vision of the collaborative, virtual, and open organization of the future.
Mariangela Battista, Pfizer Inc., Chair
Andrea S. Goldberg, Digital Culture Consulting, LLC, Presenter
14. Symposium/Forum: 10:30 AM–11:50 AM
Facilitating Leader Development: Selecting the Right Employees and Right Interventions
This symposium integrates research on the efficacy of employee attributes and contextual factors in predicting positive trajectories of leadership development. Presented research will inform employee selection into leader development programs, the recommended content of such programs, and how their effects can be evaluated.
Michael D. Mumford, University of Oklahoma, Chair
Andrea R. Steele, University of Western Australia, Co-Chair
Andrea R. Steele, University of Western Australia, Elisa M. Adriasola, University of Western Australia, David V. Day, University of Western Australia, Examining the Role of Readiness Factors in Promoting Leader Development
Lisa Dragoni, Cornell University, An Investigation of the Experience-Based Drivers of Leader Development
David A. Waldman, Arizona State University, Benjamin M. Galvin, University of Washington, Fred Walumbwa, Arizona State University, Leadership Development in an Undergraduate Business Program
Daniel S. Derue, University of Michigan, Jennifer D. Nahrgang, Arizona State University, John R. Hollenbeck, Michigan State University, Kristina M. Workman, University of Michigan, After-Event Review and Leadership Development: The Rich Get Richer
Neal M. Ashkanasy, University of Queensland, Discussant
Submitter: Andrea Steele, email@example.com
15. Panel Discussion: 10:30 AM–11:50 AM
Consulting on the Frontier of Technology-Delivered I-O Psychology
Technology is interwoven throughout most large-scale projects managed by I-O practitioners. Internal and external consultants who are unwilling or unable to actively engage with these technologies face an increased likelihood of project failure. Experienced panelists provide detailed, practical guidance for overcoming real-world challenges while leveraging technology to deliver I-O solutions.
Evan F. Sinar, Development Dimensions International (DDI), Chair
Emily J. Bailey, Development Dimensions International (DDI), Panelist
Kristin Charles, Kronos Talent Management, Panelist
Craig R. Dawson, PreVisor, Inc., Panelist
Chris Dixon, Development Dimensions International (DDI), Panelist
David E. Ostberg, Evolv On Demand, Panelist
Submitter: Evan Sinar, Evan.Sinar@ddiworld.com
16. Community of Interest: 10:30 AM–11:50 AM
Elaine D. Pulakos, PDRI, Host
Ryan Shaemus O’Leary, PDRI, Host
Matisha D. Montgomery, U.S. Office of Personnel Management, Coordinator
17. Posters: 10:30 AM–11:20 AM
SE Exhibit Hall
Global/International/Cross-Cultural Issues/Organizational Culture and Climate
17-1 Big Five Profiles of Thirty One Countries and Hofstede’s Culture Dimensions
Big 5 scale scores for over 1 million people are reviewed in terms of differences between 31 countries involving over 20 different languages. Strong relationships are found between country average scale scores and country SDs on the one hand and 2 of Hofstede’s dimensions on the other.
Dave Bartram, SHL Group Ltd
Submitter: Dave Bartram, firstname.lastname@example.org
17-2 The Prediction of Workaholism: A Cross-Cultural Investigation
The study examined the various predictors of workaholism across 2 cultures, Thailand and the United States. Perfectionism emerged as the single best predictor of workaholism scores in both countries. Other predictors included leisure boredom, negative and positive affect, and loneliness. Workaholism scores were significantly higher among U.S. participants.
Witsinee Bovornusvakool, University of West Florida
Stephen J. Vodanovich, University of West Florida
Kris Ariyabuddhiphongs, Illinois State University
Submitter: Witsinee Bovornusvakool, email@example.com
17-3 Etic Demands and Emic Resources: A Cross-National Study of Nurses
Based on the JD-R model, we examined the influences of a etic (universal) job demand, organizational politics, and 2 emic (indigenous) job resources, participative management and guanxi, on the attitudinal, cognitive, and behavioral outcomes of the U.S. and Hong Kong nurses. Theoretical and managerial implications are also discussed.
Yu-Ping Chen, University of Wisconsin-Milwaukee
Margaret Shaffer, University of Wisconsin-Milwaukee
Janice R. W. Joplin, Southern Illinois University Edwardsville
Sandy Chan, Buddhist Hospital
Richard A. Posthuma, University of Texas-El Paso
Submitter: Yu-Ping Chen, firstname.lastname@example.org
17-4 Complementary Techniques for Assessing Measurement Equivalence in Cross-Cultural Research
This research illustrates how generalizability (G) theory can be used in conjunction with a confirmatory factor analysis (CFA) framework to provide supplementary evidence of measurement equivalence/invariance (ME/I) across countries. Two empirical illustrations of both G-theory and the CFA-based framework are provided using data collected from multiple countries.
Irina F. Cozma, University of Tennessee, Knoxville
David J. Woehr, University of Tennessee, Knoxville
Submitter: Irina Cozma, email@example.com
17-5 Intercultural Growth in Study Abroad: Too Good to Be True?
With globalization comes a need for more global workers. Study abroad (SA) is a way to develop intercultural skills. This study examined SA on ethnocentrism, intercultural communication apprehension, and international awareness. Anticipated changes in SA students were found; however, when compared to the control group, the changes had little significance.
Nicole L. Gullekson, University of Wisconsin-La Crosse
Submitter: Nicole Gullekson, firstname.lastname@example.org
17-6 An Examination of the Consequences of Underemployment Among Immigrants
Research shows that underemployment is a pervasive problem among skilled immigrants in Canada. In this study we examined the consequences of underemployment by surveying 190 skilled immigrants in Canada. Results demonstrated that underemployment was associated with negative outcomes such as job dissatisfaction, turnover intentions, and dissatisfaction with immigration decision.
Leah Hamilton, University of Western Ontario
Victoria Esses, University of Western Ontario
Submitter: Leah Hamilton, email@example.com
17-7 Language, Cultural Intelligence, and Cross-Cultural Adjustment
This research investigated whether cultural intelligence and local language proficiency can be used to predict various outcomes of an expatriate assignment. Data were collected from 141 expatriates living in Japan. Results indicate that both factors are related to some degree to the 8 different outcomes that were used.
Kyle C. Huff, Georgia Gwinnett College
Submitter: Kyle Huff, firstname.lastname@example.org
17-8 Norm Equivalence and Response Style: A Comparison of Four Countries
This study compared personality scores in selection settings across Mexico, United States, United Kingdom, and Canada. Response style patterns (i.e., pervasive endorsement of extreme, middle, or acquiescent response options) were shown to affect normative equivalence. Response styles were also shown to be dependent on scale content and item context.
Esteban Tristan, Select International
Marinus van Driel, Van Driel Consulting/DEOMI
Mei-Chuan Kung, Select International, Inc.
Submitter: Mei-Chuan Kung, email@example.com
17-9 Interactions Between Levels of Individualism–Collectivism and Workgroup Cooperation: A Revised Meta-Analysis
Meta-analyses indicated individual- and organizational-level individualism–collectivism, and both workgroup performance and cooperation, were stronger in collectivistic as opposed to individualistic societies. Counterintuitively, the collectivism–cooperation correlation was negative for collectivistic individuals behaving in collectivistic societies. Relations between individualism–collectivism and cooperation/performance were also moderated by study setting, measurement dimensionality, and performance type.
Justin Marcus, University of Central Florida
Huy Le, TUI University
Eduardo P. Erazo, University of Central Florida
Submitter: Justin Marcus, firstname.lastname@example.org
17-10 Cultural and Individual Differences Influencing Reactions to Business Request
Country-level and individual-level differences in the independent/interdependent self are examined as predictors of reactions to high-context versus low-context business request e-mails. A Chinese sample preferred the high-context e-mail, whereas a U.S. sample exhibited no preference. Individual-level differences in the independent and interdependent self-moderated preferences for e-mail type.
Michael K. McFadden, Florida Institute of Technology
Erin M. Richard, Florida Institute of Technology
Submitter: Michael McFadden, email@example.com
17-11 Rater Self-Construal as a Source of Bias in Performance Ratings
This study investigated the influence of rater self-construal on performance ratings. Results suggest that raters high on interdependent self-construal are influenced by perceived ratee self-construal when making overall evaluations of performance, whereas no such effects were observed for raters high on independent self-construal.
Vipanchi Mishra, University at Albany, SUNY
Sylvia G. Roch, University at Albany, SUNY
Submitter: Vipanchi Mishra, firstname.lastname@example.org
17-12 Collectivism’s Role in the Relationship Between Job Satisfaction and Commitment
This study examined collectivism as a moderator of the relationship between job satisfaction and affective commitment. As hypothesized, the relationship between an individual’s JS and their AC is stronger as collectivism decreases. In contrast, the relationship between one’s team members’ JS and that individual’s AC is stronger as collectivism increases.
Brandon G. Roberts, Qualcomm Inc.
Karsten Mueller, University of Mannheim
Keith Hattrup, San Diego State University
Submitter: Brandon Roberts, email@example.com
17-13 Antecedents of Host-Country Nationals Helping Expatriates
We identified 2 antecedents of host country national (HCN) helping expatriates in organizations: the frequency of interaction between HCNs and expatriates and their level of job satisfaction. The effect of interaction frequency on HCN helping was also mediated by the HCNs’ level of comfort in interacting with expatriates.
Chun-Hsiao Wang, McMaster University
Soo Min Toh, University of Toronto
Submitter: Soo Min Toh, firstname.lastname@example.org
17-14 Cross-Cultural Differences Among Type-A Personality, Multitasking, and Stress
This study examined whether Type-A personality moderates stress for multitaskers and investigated the cultural differences between college student responses. Results were significant; low Type-A personality individuals who engaged in polychromic tendencies reported lower stress.
Bianca Trejo, Florida Institute of Technology
Catherine S. Daus, Southern Illinois University-Edwardsville
Submitter: Bianca Trejo, email@example.com
17-15 Host Country National Categorization of Expatriates: An Investigation in India
Using data from 108 participants in India, we find that host country national (HCN) categorization of expatriates is negatively related to their willingness to offer role information and social support to expatriates. We discuss implications of our findings and offer suggestions for future research.
Arup Varma, Loyola University Chicago
Pawan Budhwar, Aston University
Shaun Pichler, California State University, Fullerton
Marl Albarillo, Loyola University Chicago
Submitter: Arup Varma, firstname.lastname@example.org
17-16 The Constitutive Role of Transparency in Organizations
Transparency is an increasingly important, yet poorly understood, construct. Drawing on relevant literatures, this study builds a comprehensive definition of transparency and empirically examines its relationship with trust, organizational buy-in, and information usefulness. A quasi-experimental analysis reveals transparency significantly predicts these constructs. Implications for managers and researchers are discussed.
Andrew Schnackenberg, Case Western Reserve University
Submitter: Andrew Schnackenberg, email@example.com
17-17 Exploring Harassment and Trust as Mediators in the Politics–Satisfaction Relationship
The purpose of this study was to examine the indirect effects of supervisor trust and workplace harassment in the perceptions of politics and job satisfaction relationship. Utilizing a multiple-mediator model, workplace harassment and supervisor trust were found to partially mediate this relationship.
B. Lindsay Brown, University of Houston
Aleksandra Luksyte, University of Houston
Christiane Spitzmueller, University of Frankfurt/University of Houston
Dieter Zapf, Goethe University of Frankfurt
Submitter: B. Lindsay Brown, firstname.lastname@example.org
17-18 Organizational Culture and Performance: The Role of Culture Strength
Strength of the “sharedness” aspect of culture and climate has been investigated in the climate more than the culture literature. This study “borrows back” this concept from climate research and investigates how culture strength and level relate, as well as the role that strength plays on the culture level-performance relationship.
Nathalie Castaño, Wayne State University
Ariel Lelchook, Wayne State University
Benjamin Biermeier-Hanson, Wayne State University
Lindsey M. Kotrba, Denison Consulting
Daniel R. Denison, Denison Consulting
Submitter: Nathalie Castaño, email@example.com
17-19 Development of a Molar Leadership Command Climate Survey (LCCS)
A new molar climate measure and modified model are presented. The antecedent climate dimensions are moderated by 3 climate facets, and both climate facets and process states are similar. The LCCS may prove useful by linking military and DOD civilian command climates to 1 of several molar outcomes.
Larry J. Laffitte, U.S. Air Force
Andres Duran, U.S. Air Force/AFRL/RV/RVN
Submitter: Larry Laffitte, firstname.lastname@example.org
17-20 Satisfaction With College: Issues of Dimensionality and Levels of Analysis
Data from 2 large samples of college students (total N > 60,000) illustrate that satisfaction with college is multidimensional and more strongly related to important outcomes (grades and withdrawal intentions) when examined at the school as opposed to the individual level.
Sarah Niehorster, SUNY Albany
Marcus Crede, SUNY Albany
Submitter: Sarah Niehorster, email@example.com
17-21 Perceived Work Environment: Conceptualization and Instrument Validation
Perceptions of the work environment (PWE) have been studied since the early days of psychology with little consensus regarding the structure of the construct. This study examines the theoretical underpinnings of the construct, presents a conceptual model, and proposes a new operational definition for PWE.
Jared Bartels, Memorial Health System
Kimberly T. Schneider, Illinois State University
John F. Binning, The DeGarmo Group, Inc.
Submitter: Kimberly Schneider, firstname.lastname@example.org
17-22 Family-Supportive Culture and Organizational Performance: Mediators and Moderators Among Executives
This study investigates the relationship between family-supportive organizational culture and organizational performance by considering key mediators and moderators of this relationship. The results are based on primary data from 292 top executives and 257 life partners, and replicated with financial ratios.
Ruth Maria Stock, Technische Universität Darmstadt
Julia D. Roederer, Technische Universität Darmstadt
Submitter: Ruth Maria Stock, email@example.com
17-23 Latent Profile Analysis of an Equal Opportunity Climate Measure
Equal opportunity climate (EOC) measures assess organizational climate associated with equity and fairness as perceived by organizational members. This study used latent profile analysis to detect meaningful response profiles of EOC perceptions, which were found to relate to experienced discrimination, respondent demographics, and other job-related attitudes.
Aaron Watson, SWA Consulting Inc.
Marinus van Driel, Van Driel Consulting/DEOMI
Submitter: Aaron Watson, firstname.lastname@example.org
17-24 Ship Climate and Ship Performance
We hypothesized that ship-level cohesion and hostile work environment have both main and interactive effects on ship performance. Data collected from 11,921 sailors on 45 U.S. Navy ships and archival Navy performance data revealed that their joint effects on ship performance are additive rather than interactive.
L. A. Witt, University of Houston
Emily David, University of Houston
Marinus van Driel, Van Driel Consulting/DEOMI
Submitter: L. A. Witt, email@example.com
17-25 When the Going Gets Tough, Organizational Climate Makes the Difference
This study examines the influence of climate variables (OCB, service, role clarity) on financial outcomes to assess whether climate buffers the negative effects of recession on store profitability. Results indicate climate is important to the bottom line, regardless of economic state; however, OCB is especially important to maintaining the bottom line in a recession.
Lauren A. Wood, The University of Georgia
Brian J. Hoffman, The University of Georgia
Beth H. Bynum, Human Resource Research Organization
Brian Frost, Corvirtus
Submitter: Lauren Wood, firstname.lastname@example.org
17-26 Perceptions of Interpersonal Conflict: Role of Justice, POS, and EI
We developed and tested a mediation model to predict whether POS mediates the relationship between procedural and informational justice and perceived cognitive and affective interpersonal conflict, and whether EI moderates the relationship. With a survey sample of 179 employees from the midwest we found support for our hypotheses.
Dilek Yunlu, University of Wisconsin-Milwauke
Sashi Sekhar, University of Wisconsin-Milwaukee
Doan E. Winkel, University of Wisconsin-Milwaukee
Margaret Shaffer, University of Wisconsin-Milwaukee
Submitter: Dilek Yunlu, email@example.com
18. Symposium/Forum: 10:30 AM–11:50 AM
Implications of Work-Life Flexibility for Managers: Practices, Pitfalls, and Prospects
Although managerial involvement is generally recognized as instrumental to the success of flexible workplaces, little research attention has focused on the practices of supervisors and other managers who oversee, implement, and engage in flexible work. This symposium will therefore focus on managerial practices for the successful implementation of workplace flexibility.
Timothy Golden, Rensselaer Polytechnic Institute, Chair
Deb Cohen, Society for Human Resources Management, Flexible Work Arrangements: Data From the Trenches
Ellen E. Kossek, Michigan State University, Ariane Ollier-Malaterre, Rouen School of Management, Mary Dean Lee, McGill University, Douglas T. Hall, Boston University, From Restricted to Open Work-Life Flexibility Implementation: Cross-Level Patterns
Kimberly Wells, U.S. Office of Personnel Management, Benjamin E. Liberman, Columbia University, Supervisor-Employee Relations: Key to Federal Telework Success
Timothy Golden, Rensselaer Polytechnic Institute, Allan Fromen, GfK Custom Research, Does a Manager’s Work-Mode Flexibility Matter for Subordinates? Examining Impacts
Submitter: Timothy Golden, firstname.lastname@example.org
19. Symposium/Forum: 10:30 AM–12:20 PM
Still Unequal? Men, Women, and Work in the 21st Century
Gender stereotypes are alive and well in the 21st century workplace. Our authors present innovative research on women’s and men’s work lives, as influenced by their gender. They demonstrate how gender roles and stereotypes not only influence workers themselves but also powerfully affect coworker perceptions, evaluations, and behaviors.
Lisa Marchiondo, University of Michigan, Co-Chair
Lilia M. Cortina, University of Michigan, Co-Chair
Karen Korabik, University of Guelph, Allyson McElwain, University of Guelph, The Role of Work–Family Guilt in Work–Family Conflict
Suzette Caleo, New York University, Madeline E. Heilman, New York University, The Role of Gender Stereotypes in Revising Performance Appraisal Judgments
Victoria L. Brescoll, Yale University, Who Takes the Floor? Gender, Power, and Volubility in Organizations
Lisa Marchiondo, University of Michigan, Susan J. Ashford, University of Michigan, Daniel S. Derue, University of Michigan, Goose and Gander: Gender Differences in Leadership
Alice H. Eagly, Northwestern University, Discussant
Submitter: Lisa Marchiondo, email@example.com
20. Panel Discussion: 10:30 AM–11:50 AM
Advancing Succession Planning: Opportunities and Challenges
Rapidly changing business environments have presented new challenges in planning for future workforce needs. The purpose of this session is to provide an interactive forum for discussing the opportunities and challenges I-O psychologists face when conducting succession planning.
Chantay Dudley, Federal Management Partners, Chair
Jesse Erdheim, Federal Management Partners, Co-Chair
Brian E. Cronin, ICF International, Panelist
William L. Farmer, Navy Personnel Research, Studies, & Technology, Panelist
Jerilyn Hayward, ServiceMaster, Panelist
Carolyn Kurowski, Federal Management Partners, Panelist
Laura L. Freeman, ServiceMaster, Panelist
Submitter: Chantay Dudley, firstname.lastname@example.org
21. Special Events: 10:30 AM–11:20 AM
Theme Track: Introduction and Keynote Address: A Journey in Environmental Sustainability
Caring for the world we live in calls for businesses and organizations to take a leading role in environmental responsibility. Achieving environmental sustainability is a holistic process that depends on the synergy of all organizational stakeholders. This keynote address will describe the environmental sustainability journey of the Aveda Corporation in terms of its products, processes, and employees. The key role of individuals in creating and advancing sustainability goals will be discussed, and integral human resources practices that support environmental sustainability will be highlighted.
Stephan Dilchert, Baruch College, Chair
Dominique Conseil, Aveda Corporation, Presenter
Submitter: Stephan Dilchert, email@example.com
22. Panel Discussion: 11:00 AM–12:20 PM International Ballroom South
A Database for a Changing Economy: Review of the O*NET
The O*NET was created to provide information about occupations and workers. In 2010, the National Academies released a report by an expert panel that reviewed O*NET and made recommendations for enhancing it. The findings that are related to research and practice in I-O psychology will be discussed.
Nancy T. Tippins, Valtera, Chair
John P. Campbell, University of Minnesota, Panelist
Margaret Hilton, The National Academies, Panelist
Kenneth Pearlman, Independent Consultant, Panelist
Ann Marie Ryan, Michigan State University, Panelist
Submitter: Nancy Tippins, firstname.lastname@example.org
23. Roundtable Discussion/Conversation Hour: 11:30 AM–12:20 PM
Customer Experience: Emerging Research and Practice Opportunities for I-O Psychologists
Although customers are integral to the success of every organization, their experiences are rarely the center of I-O research and practice. This roundtable puts the customer experience first! We will discuss our contributions, challenge our future aspirations, and network with others also passionate about the customer experience.
Miriam T. Nelson, Aon Consulting, Host
Terri Shapiro, Hofstra University, Host
Marc B. Sokol, M Squared Group, Inc., Host
Submitter: Miriam Nelson, email@example.com
24. Special Events: 11:30 AM–12:50 PM
Doing Research That Influences Theory and Practice
Frameworks and evidence-based guidance will be provided for doing research that advances both academic knowledge and practice. The contribution of research to organizational practice is of critical importance in a world where organizations are impacting the quality of life and health of societies. Despite this, much of today’s research fails to contribute to either practice or theory.
Edward E. Lawler, USC Center for Effective Organizations, Chair
Wayne F. Cascio, University of Colorado, Denver, Presenter
Gary P. Latham, University of Toronto, Presenter
Susan Albers Mohrman, USC Center for Effective Organizations, Presenter
Denise M. Rousseau, Carnegie Mellon University, Presenter
Submitter: Edward Lawler, firstname.lastname@example.org
25. Posters: 11:30 AM–12:20 PM
SE Exhibit Hall
25-1 Understanding Workplace Meetings: A Qualitative Taxonomy of Meeting Purposes
This study examined the different purposes of workplace meetings. Using a sample of working adults (N = 491), our categorical analysis of open-ended questions resulted in a 16 category taxonomy of meeting purposes. Further analysis showed that the taxonomy identified meaningful differences across organizational type and employee job level.
Joseph A. Allen, Creighton University
Tammy Beck, University of North Carolina at Charlotte
Cliff Scott, University of North Carolina at Charlotte
Steven G. Rogelberg, University of North Carolina at Charlotte
Kaitlin Knight, University of North Carolina at Charlotte
Submitter: Joseph Allen, email@example.com
25-2 Is There a Big Five of Teamwork? An Empirical Test
Numerous theories of teamwork have been proposed. These theories have been derived from literature reviews; however, few empirical tests have been conducted. This paper tested 3 competing models of teamwork using confirmatory factor analysis. Results supported a 4-factor structure that consists of leadership, situation monitoring, mutual support, and communication.
Andrea Amodeo, Aptima, Inc.
James N. Kurtessis, George Mason/American Institutes for Research
Alok Bhupatkar, American Institutes for Research
David P. Baker, IMPAQ International
Jonathan R. Gallo, Radford University
Submitter: Andrea Amodeo, firstname.lastname@example.org
25-3 Above the Cross-Functional Team: The Value of Lateral Coordination
This study examined the effects of lateral coordination among department heads on 60 cross-functional teams. The results revealed that better quality of coordination among department heads directly reduces boundary conflict between the team and department heads while also improving project efficiency. Clarity of goals also influences project coordination and outcomes.
Erica Anthony, Purdue University
Stephen G. Green, Purdue University
Sara McComb, Texas A&M University
Submitter: Erica Anthony, email@example.com
25-4 The Development of the Trauma Team Performance Observation Tool
The purpose of this project was to develop and test a tool for evaluating team performance during trauma resuscitation. A 3-phase approach is described in which the final phase involved trained evaluators observing and rating teamwork during 38 live trauma resuscitations. Level of rater agreement and scale reliability are reported.
David P. Baker, IMPAQ International
Jeanette Capella, Carilion Clinic
Jonathan R. Gallo, Radford University
Collin Hawkes, Carilion Clinic
Submitter: David Baker, firstname.lastname@example.org
25-5 Personality and Team Effectiveness in Virtual Teams
Team-level personality traits were examined in teams that varied in their degree of virtualness. Team personality was associated with commitment, satisfaction, and viability in face-to-face and hybrid teams as well as with self- and expert ratings of performance in virtual teams. Degree of virtualness and time moderated some of these relationships.
Ourania R. Vasilatos, NYS Unified Court System
Sarah A. Carroll, University of Vermont
Submitter: Sarah Carroll, email@example.com
25-6 Functional Diversity, Communication, and Virtual Team Effectiveness: A Multirater Examination
This field study examines impact of functional diversity and communication processes on virtual team effectiveness from multiple perspectives. Results revealed a negative relationship between functional diversity and effectiveness for team members, a positive relationship between communication processes and effectiveness for team stakeholders, and an interaction between these 2 predictors.
Tiffani R. Chen, George Mason University
Kate LaPort, George Mason University
Stephen J. Zaccaro, George Mason University
Darleen M. DeRosa, OnPoint Consulting
Submitter: Tiffani Chen, firstname.lastname@example.org
25-7 The Cultural Mosaic Scale: Factor Structure and Construct Validity
This study outlines the next phases of the Cultural Mosaic Scale development. The authors used confirmatory factor analysis to determine the factor structure of the scale with a correlated 3-factor model fitting the best. Then, convergent and discriminant validity were demonstrated. Limitations and future studies are discussed.
Pylin Chuapetcharasopon, University of Waterloo
Wendi L. Adair, University of Waterloo
Terri R. Lituchy, Concordia University
Susan E. Brodt, Queen’s University
Submitter: Pylin Chuapetcharasopon, email@example.com
25-8 Collectivism in Teams: Goal Priority’s Predictive Validity
A U.S. Navy study examined the relationship between 1 facet of collectivism and team member performance. The facet of goal priority was found to predict team member performance incrementally above cognitive ability. The sample consisted of 60 participants (78% uniformed Navy personnel) formed into 15 teams of 4.
Joshua Douglas Cotton, U.S. Navy-NPRST
Submitter: Joshua Cotton, firstname.lastname@example.org
25-9 Personality, Nationality, and Task Load in Chinese and American Teams
Relationships between Big 5 personality traits and team composition with perceived task load were assessed at the individual and team level of analysis in Chinese and American teams. Openness to New Experience and Extra- version were significant predictors of task load for individuals and teams. Chinese teams reported greater task load.
Mathew E. Loesch, Old Dominion University
Donald D. Davis, Old Dominion University
Submitter: Donald Davis, DDDavis@odu.edu
25-10 Team Identification, Cohesion, and Satisfaction in Distributed Teams
This study examines the influence of team identification on satisfaction and cohesion for collocated and distributed teams. Using an experimental 2 x 2 factorial design related to differing levels of team identification, which then positively predicted higher social cohesion, more task cohesion, and higher overall satisfaction with the team.
Ismael Diaz, Texas A&M University
Charles D. Samuelson, Texas A&M University
Clare L. Barratt, Texas A&M University
Submitter: Ismael Diaz, email@example.com
25-11 Distinguishing Between Taskwork and Teamwork Planning in Teams
The factor structure of the team-planning construct was examined in 2 studies using a self-report measure. An exploratory factor analysis was conducted in the first study, and a confirmatory factor analysis was used in the second. Results support a 2-factor structure that is characterized by a taskwork–teamwork distinction.
David Fisher, DePaul University
Suzanne T. Bell, DePaul University
Emily A. Mack, DePaul University
Erich C. Dierdorff, DePaul University
James A. Belohlav, DePaul University
Submitter: David Fisher, firstname.lastname@example.org
25-12 Minority Dissenter Biased Information Search and Anticipated Group Tasks
We draw upon the group task circumplex and the multiple-motive heuristic systematic (MMHS) model to examine information search biases for anticipated group tasks. Minority dissenters exhibited greater confirmation bias prior to more conflictual group tasks, highlighting the social context of group activities as fundamental to motivating minority dissenter information search.
Sarah M. Gandhi, Wilfrid Laurier University
Simon Taggar, Wilfrid Laurier University
Submitter: Sarah Gandhi, email@example.com
25-13 The Importance of Team Processes for Different Team Types
This study explores the importance different team types (intellectual and physical) place on transition and action-oriented process behaviors. Findings suggest intellectual teams value transition processes (i.e., planning and strategizing) more than action processes (i.e., communication and coordination). In addition, intellectual teams value transition processes more than physical teams.
Christopher R. Honts, Central Michigan University
John Rahael, Central Michigan University
Michael Grossenbacher, Central Michigan University
Matthew I. Brown, Central Michigan University
Matthew S. Prewett, Central Michigan University
Submitter: Christopher Honts, firstname.lastname@example.org
25-14 Leadership Matters: Getting the Process Right in Healthcare Teams
We investigate the effect of team action processes (coordination), interpersonal processes (interpersonal conflict management), and leadership behaviors on team performance using a cross-sectional survey with 80 teams. The results support interpersonal processes as an important antecedent of performance. The effect of lower team processes is counteracted by transformational leadership.
Anya Johnson, University of New South Wales
Helena Hong, University of New South Wales
Markus Groth, University of New South Wales
Jackie Crisp, UTS/UNSW/Sydney Children’s Hospital
Leslie White, UNSW/Sydney Children’s Hospital
Submitter: Anya Johnson, email@example.com
25-15 Person–Group Fit: Relationships With Diversity, Emergent States, and Performance
This study examines demographic diversity as antecedent to person–group fit perceptions and their relationship to emergent states and team performance. Results from 130 work teams in 2 firms provide limited support for demographic antecedents of fit perceptions but support for relationships between fit perceptions, emergent states, and performance.
Jee Young Seong, University of Iowa
Won-Woo Park, Seoul National University
Amy L. Kristof-Brown, University of Iowa
Doo-Seung Hong, Seoul National University
Yuhyung Shin, Hanyang University
Submitter: Amy Kristof-Brown, firstname.lastname@example.org
25-16 What About Other Core Evaluations? An Exploration Into Core Other-Evaluations
The construct of core self-evaluations is only 1 of the 3 core evaluations that Judge and colleagues originally described in their seminal work (Judge, Locke, & Durham, 1997). This study explores the presence and theoretical underpinnings of core evaluations of others.
Chloe Lemelle, Batrus Hollweg International
Shannon A. Scielzo, University of Texas at Arlington
Submitter: Chloe Lemelle, email@example.com
25-17 Considering the Influence of Task Complexity on Macrocognitive Team Processes
This paper integrates empirical findings from the task complexity literature with macrocognitive team theory to extend theory and provide guidance for the study of how the emergence of macrocognitive team processes across stages of collaboration are influenced by various task features. Propositions are outlined regarding the dynamics of these relationships.
Rebecca Lyons, University of Central Florida
Davin Pavlas, University of Central Florida
Heather C. Lum, University of Central Florida
Stephen M. Fiore, University of Central Florida
Eduardo Salas, University of Central Florida
Submitter: Rebecca Lyons, firstname.lastname@example.org
25-18 Big Fish in Little Ponds: A Multilevel Approach to Reputation
This study attempts to clarify the reputation construct by establishing a new level of analysis and investigating interactive effects. A multilevel approach of studying reputation is introduced by exploring the interaction of the “big fish in the little pond” (personal and unit-level reputation) on individual outcomes.
Erin Makarius, Canisius College
Steffanie L. Wilk, Ohio State University
Submitter: Erin Makarius, email@example.com
25-19 Inputs, Process, and Outcomes as Antecedents of an Emergent State
Recent research has identified team–level goal orientation as an emergent state. We extend this approach by developing and testing hypotheses about inputs, process, and outcomes as antecedents of team goal orientation. We test our hypotheses with a sample of students involved in a business simulation task.
Mark A. Maltarich, Saint Ambrose University
Greg Reilly, University of Connecticut
John E. Mathieu, University of Connecticut
Submitter: Mark Maltarich, firstname.lastname@example.org
25-20 Trust in Virtual Teams: Effects of Trust Propensity and Team Building
The purpose of this study was to explore the development of cognitive and affective trust in virtual teams. The results showed that propensity to trust predicted early affective trust but not cognitive trust. Team building did not have a significant effect on the development of either cognitive or affective trust.
Virginia E. Pitts, Shippensburg University
Natalie A. Wright, North Carolina State University
Zinta S. Byrne, Colorado State University
Rachel P. Franson, Shippensburg University
Submitter: Virginia Pitts, email@example.com
25-21 Team Knowledge-Building Processes and Problem-Solving Outcomes: An Empirical Investigation
This poster describes an exploratory empirical investigation of relationships between team knowledge-building processes and problem-solving outcomes. Positive linear effects were found for knowledge sharing, negative curvilinear effects for regulation, and interactive effects between option generation and evaluation. Sequences of knowledge-building processes differed significantly based on performance.
Michael A. Rosen, Booz Allen Hamilton
Stephen M. Fiore, University of Central Florida
Eduardo Salas, University of Central Florida
Submitter: Michael Rosen, firstname.lastname@example.org
25-22 Team Coaching and Innovation: Test of a Mediation Model
Innovations in the workplace represent the springboard for competitive advantage. This study examined the motivational and behavioral intervening mechanisms in the relationship between team coaching and innovation within work teams. Results indicated that team coaching may increase team innovation through team goal commitment and support for innovation.
Vincent Rousseau, Université de Montréal
Caroline Aubé, HEC Montréal
Sébastien Tremblay, Université Laval
Submitter: Vincent Rousseau, email@example.com
25-23 The Dark Side of Perspective Taking in Teams
Despite the positive implications of perspective taking, this study shows that greater perspective taking tendencies in teams can have negative implications for performance. When team members experience negative emotional states, greater perspective-taking tendencies lead to worse team performance.
Maartje E. Schouten, Erasmus University
Bianca Beersma, University of Amsterdam
Myriam N. Bechtoldt, Goethe-University
Submitter: Maartje Schouten, firstname.lastname@example.org
25-24 Does Perceiving Differences in Teams Make Us Feel Less Alike?
We examined the role of team diversity in facilitating the sharing of affect within teams. The results of 2 studies show that the affective state of the team was related to an individual member’s affect and that these affective linkages were stronger in teams with lower subjective diversity.
Meir Shemla, TU Dresden
Juergen Wegge, TU Dresden
Eric Kearney, GISMA Business School
Eva Schraub, University of Heidelberg
Submitter: Meir Shemla, email@example.com
25-25 Transactive Memory Networks in Adaptation to Team-Member Loss
We suggest that team adaptation to critical member loss requires a dense transactive memory network (TMN). Using a simulation, we find support for the role of TMN density in adaptation. Further, when a more critical member is lost, remaining members can no longer engage in successful plan formulation.
Jessica L. Siegel, University of Arizona
Matthew Pearsall, University of Maryland
Michael S. Christian, University of North Carolina
Aleksander P. J. Ellis, University of Arizona
Submitter: Jessica Siegel, firstname.lastname@example.org
25-26 Dynamic Intragroup Processes in Interdisciplinary and Homogeneous Teams
The study examines unique information sharing and intragroup trust over performance-feedback cycles. We examine the impact of team heterogeneity by comparing team processes in interdisciplinary and homogenous teams. Findings are promising for interdisciplinary teams. Heterogeneity did not undermine trust and facilitated increased unique information sharing.
Nicole J. Thompson, Virginia Tech
Roseanne J. Foti, Virginia Tech
Submitter: Nicole Thompson, email@example.com
25-27 Person–Team Misfit: Impression Management and Fit Perception
Combining need to belong, social motivation, and prototype matching theories, it is suggested that individuals who perceive person–team misfit and experience low job mobility will engage in impression management. In addition, politically skilled individuals will use impression management effectively to portray an image of fit to others.
Angela Wallace, University at Buffalo, SUNY
Robyn L. Brouer, Hofstra University
Rebecca Badawy, University at Buffalo, SUNY
Submitter: Angela Wallace, firstname.lastname@example.org
25-28 The Relationship Between the Big Five and Team Performance
This study investigated the influence of the Big 5 personality traits in predicting team performance in virtual and face-to-face teams. Notable results include a strong relationship between team–level Agreeableness and performance and a large variance in VT performance accounted for by the Big 5.
Jeffrey S. Conway, University of South Florida
Jason D. Way, University of South Florida
Kristen M. Shockley, Baruch College-City University of New York
Erin Jackson Walker, Louisiana State University
Matthew Lineberry, Naval Air Warfare Center Training Systems Division
Michael E. Rossi, University of South Florida
Submitter: Jason Way, email@example.com
25-29 Development and Initial Validation of the Teamwork Self-Efficacy Scale
We present the results of 4 studies aimed at developing and validating the Teamwork Self-Efficacy Scale, a 13-item scale designed to measure one’s sense of competence in being an effective teammate. Results indicate that the scale is a unidimensional, internally consistent measure with preliminary evidence supporting its construct validity.
William S. Weyhrauch, Consortium Research Fellows Program
Satoris S. Culbertson, Kansas State University
Submitter: William Weyhrauch, firstname.lastname@example.org
26. Symposium/Forum: 11:30 AM–12:50 PM
Theme Track: Green HR: Environmentally Sustainable Organizations, Jobs, and Employees
As world economies and organizations move toward greater environmental sustainability, I-O psychologists are positioned to aid in these efforts. Presenters will offer thought-provoking discussion on strategic human resource management approaches, understanding of green jobs and industries, organizational approaches to sustainability, and new scholarly findings about employee behaviors that support these efforts.
Stephan Dilchert, Baruch College, Chair
Susan E. Jackson, Rutgers University, Greening Strategic HRM Scholarship
Phil M. Lewis, National Center for O*Net Development, David W. Rivkin, National Center for
O*NET Development, Greening Work: Implications for Career Development and the O*NET System
Mark J. Schmit, Society for Human Resource Management, Sustainability Business Practices in the Workplace: Prevalence, Methods, and Outcomes
Deniz S. Ones, University of Minnesota, A Green Workforce: Understanding and Promoting Green Behaviors
Submitter: Stephan Dilchert, email@example.com