Thursday PM
 Indicates Thursday Theme Track Session. |
27. Symposium/Forum: 12:00 PM–1:20 PM
Boulevard AB
The Latest Research on Simulations and Multimedia SJTs
Simulations and multimedia situational judgment tests (SJTs) are quickly becoming the “assessment method of choice” for a wide range of occupations, but the literature in this area is not as ubiquitous. Leading-edge research on incremental validity, applicant reactions, user acceptability, and adverse impact will be revealed.
Michael S. Fetzer, PreVisor, Chair
Sara Lambert Gutierrez, KSAO Consulting, Christine R. Scheu, PreVisor, Kimberly A. Wrenn, PreVisor, Incremental Validity of Multimedia Situational Judgement Tests
Kimberly A. Wrenn, PreVisor, Erica N. Drew, Florida International University, Natasha Buxo, Florida International University, Valentina Bruk Lee, Florida International University, Pamela J. Levine, PreVisor, Applicant Perceptions of Multimedia Situational Judgment Tests
Ben Hawkes, Kenexa, Avatar-Based Assessment Simulations: User Acceptability and the Uncanny Valley
Tammy Emmons, PreVisor, Amanda L. Evans, PreVisor, Evaluating Adverse Impact Among Alternate Testing Formats
Jana Fallon, Prudential Financial, Discussant
Submitter: Michael Fetzer, mfetzer@previsor.com
28. Symposium/Forum: 12:00 PM–1:50 PM
Boulevard C
Measuring Implicit Processes in Organizational Research
I-O researchers have traditionally focused on explicit manifestations of employee attitudes, behavior, and personality. This session, however, reviews several indirect approaches to examining implicit processes. These approaches include word fragment tasks, the implicit association test, work narratives, and priming manipulations.
Nathan A. Bowling, Wright State University, Chair
Russell E. Johnson, Michigan State University, Co-Chair
Nathan A. Bowling, Wright State University, Steven Khazon, Self-employed, Implicit Trait Aggression as a Predictor of Counterproductive Work Behavior
Brian Siers, Roosevelt University, Jade L. Peters, Roosevelt University, Implicit Association Measures of Job Satisfaction: A Field Study
John Rahael, Central Michigan University, Jennifer M. Ragsdale, Central Michigan University, Neil D. Christiansen, Central Michigan University, Kevin P. Hobart, Central Michigan
University, Subhadra Dutta, Central Michigan University, Using Work Narratives to Assess Motives Dispositions in the Workplace
Russell E. Johnson, Michigan State University, James A. Tan, St. Cloud State University, Chu-Hsiang Chang, Michigan State University, A “How To” Guide for Developing Word Fragment Completion Measures
Ronald F. Piccolo, Rollins College, Gary P. Latham, University of Toronto, A Content Analysis Approach to Measuring Subconscious Motives
Alex Stajkovic, University of Wisconsin-Madison, Discussant
Submitter: Nathan Bowling, nathan.bowling@wright.edu
29. Symposium/Forum: 12:00 PM–1:20 PM
Continental A
Work–Family Research is Atheoretical? Not Anymore: Advancements in Boundary Theory
Boundary theory has been introduced to explain the manner in which individuals construct boundaries around the work and family domains as well as transition between domains. This symposium brings together 5 papers that have the potential to significantly impact both how we conceptualize and apply boundary theory.
Russell A. Matthews, Louisiana State University, Chair
Ellen E. Kossek, Michigan State University, Brenda A. Lautsch, Simon Fraser University, Work–Life Flexibility Self-Regulation: A Typology Integrating Multiple Perspectives
Michael T. Ford, University at Albany, SUNY, Christopher P Cerasoli, University at Albany, SUNY, Discrete Occupational Context as a Moderator of Work–Nonwork Spillover
Altovise Rogers, University of Houston, Christiane Spitzmueller, University of Frankfurt/University of Houston, Life in the Electronic Age: Work–Family Integration and Technology
Carrie A. Bulger, Quinnipiac University, Mark E. Hoffman, Quinnipiac University, Russell A. Matthews, Louisiana State University, Boundaries, Planned Behavior, and Interdomain Transitions: Overlaying Two Theories
Madhura Chakrabarti, Wayne State University, Boris B. Baltes, Wayne State University, Work–Family Boundary Management Strategies: Investigating Outcomes and Fit
Submitter: Russell Matthews, Matthews@lsu.edu
30. Symposium/Forum: 12:00 PM–1:50 PM
Continental B
Empirical Evidence for Emerging Technology: MUVEs/Virtual Worlds in HR
Virtual worlds (VWs) hold some promise for HR applications such as recruitment, training, and teamwork. However, little research exists to provide guidance to those considering their implementation. This symposium contains presentations detailing empirical evidence relating to the use of VWs in HR, highlighting some benefits, concerns, and areas for future study.
Richard N. Landers, Old Dominion University, Chair
Tara S. Behrend, George Washington University, Chair
Richard N. Landers, Old Dominion University, Multi-User Virtual Environments and Virtual Worlds: Definitions, Demonstration, and History
Samuel Kaminsky, George Washington University, Jessica Badger, George Washington University, Tara S. Behrend, George Washington University, Employee Recruitment in Virtual Worlds: Effects on Information Transfer
Rachel C. Johnson, Old Dominion University, Richard N. Landers, Old Dominion University, Designing Training With Discussion in Virtual Worlds: A Longitudinal Investigation
Thomas J. Whelan, Horizon Performance, LLC, Lynda Aiman-Smith, North Carolina State University, Claudia B. Kimbrough, North Carolina State University, Larry Taylor, University of North Carolina at Chapel Hill, Multilevel Examination of Personality and Performance Ratings in Virtual Teams
Ross Brown, Queensland University of Technology, Using Virtual Worlds for Business Process Management
Jeffrey M. Stanton, Syracuse University, Discussant
Submitter: Richard Landers, rnlanders@odu.edu
31. Symposium/Forum: 12:00 PM–12:50 PM
Continental C
Organizational Support: The Lifeline for Successful Leadership Coaching
Leadership coaching does not occur in a vacuum; as a result, organizational influences should be considered in coaching research and practice. Practitioners/researchers share insights to aid understanding, build best practices, and identify future research as we explore the impact of organizational support and its critical role to successful coaching programs.
Gina R. Hernez-Broome, University of the Rockies, Co-Chair
Lisa A. Boyce, U.S. Air Force, Co-Chair
Gina R. Hernez-Broome, University of the Rockies, Lisa A. Boyce, U.S. Air Force, Organizational Support: Creating the Milieu for Effective Leadership Coaching
Erica I. Desrosiers, PepsiCo, David H. Oliver, PepsiCo Americas Foods, Maximizing the Impact of Coaching: What Organizations Can (Should) Do
Johnathan Nelson, PDRI, Treston Knight, PDRI, Using Multisource Feedback to Increase Organizational Support for Coaching
Paul E. Tesluk, University of Maryland, Framework for Studying Executive Coaching Within a Leadership Development System
Stephen J. Zaccaro, George Mason University, Discussant
Submitter: Lisa Boyce, Boycela@msn.com
32. Symposium/Forum: 12:00 PM–12:50 PM
Joliet
Individual and Organizational Strategies for Coping With Job Insecurity
Despite the fact that job insecurity has become a pervasive phenomenon in today’s workplace, practical strategies for coping with job insecurity have received little research attention. This symposium explores individual, supervisor, and organizational strategies that appear to attenuate the negative effects of job insecurity.
Mindy M. Krischer, University of Houston, Co-Chair
Tahira M. Probst, Washington State University Vancouver, Co-Chair
Mindy M. Krischer, University of Houston, Job Insecurity, Personality, and Coping: An Integrated Approach
Tahira M. Probst, Washington State University Vancouver, Leader–Member Exchange: How Supervisor–Employee Relationships Moderate Outcomes of Job Insecurity
Lixin Jiang, Washington State University, Tahira M. Probst, Washington State University Vancouver, Organizational Communication: A Buffer in Times of Job Insecurity?
Submitter: Mindy Krischer, mmkrisch@gmail.com
33. Symposium/Forum: 12:00 PM–1:20 PM
Lake Erie
Experience-Based Leadership Development: Resolving Some Thorny Issues
Organizations increasingly emphasize using experience, especially stretch assignments, rather than programs to develop leadership talent. But shifting experience to the heart of development is not so easy. This symposium addresses some practical issues in learning from experience and identifies research needed to move this area forward.
Morgan W. McCall, University of Southern California, Chair
David V. Day, University of Western Australia, On the Need to Practice Leadership
Paul R. Yost, Seattle Pacific University, Mary Plunkett, Heineken, Making On-the-Job Development the Foundation of an Organization’s Talent Management
R. Jeff Jackson, US Air Force Academy, Douglas R. Lindsay, U.S. Air Force Academy, Leadership Development: Using an Undergraduate Course to Develop Talent
Sarah A. Hezlett, Personnel Decisions Research Institutes, Michael J. Cullen, Personnel Decisions Research Institutes, What We Don’t Know About Leadership Development Hurts Us
George P. Hollenbeck, Hollenbeck Associates, Discussant
Submitter: Morgan McCall, morgan.mccall@marshall.usc.edu
34. Symposium/Forum: 12:00 PM–1:20 PM
Lake Michigan
Advances in Research on Self-Determination Theory at Work
This symposium presents 4 studies that integrate self-determination theory (SDT) principles with workplace phenomena. Relationships among SDT constructs, work factors, workplace violence, leadership, prosocial motivation, and various outcomes are investigated using a variety of research designs.
James M. Diefendorff, University of Akron, Chair
Megan Chandler, University of Akron, Co-Chair
Megan Chandler, University of Akron, Gary J. Greguras, Singapore Management University, James M. Diefendorff, University of Akron, Allison S. Gabriel, University of Akron, Christina Moran, University of Akron, An Event-Level Analysis of Links of SDT With Employee Well-Being
Claude Fernet, Université du Québec à Trois-Rivières, Stéphanie Austin, Université Laval, Minimizing Burnout and Maximizing Commitment: The Role of Work Motivation
Emanuela Chemolli, Concordia University, Marylene Gagne, Concordia University, Exploring the Relationship Between Motivation at Work and Organizational Commitment
Marylene Gagne, Concordia University, Kira F. Schabram, University of British Columbia, Relations Between Perceptions of Violence at Work and Psychological Health
Submitter: Megan Chandler, mmc43@zips.uakron.edu
35. Symposium/Forum: 12:00 PM–12:50 PM
Lake Ontario
Translating Graduate School to Good Practice
Although graduate training programs emphasize the scientist–practitioner model, it is often challenging for students to translate concepts and principles learned in the academic setting to realistic applied experiences. Through 3 case studies, the presenters discuss lessons learned in balancing operating in less-than-ideal applied circumstances while remaining true to I-O standards.
Whitney Botsford Morgan, University of Houston-Downtown, Chair
Katherine Elder, George Mason University, Chair
Whitney Botsford Morgan, University of Houston-Downtown, Rebekah Cardenas, EASI Consult, From Role Ambiguity to Role Clarification: A Case Study
Kate Morse, FINRA, Organizational Needs Assessment: A Case Study
Katherine Elder, George Mason University, Ashley Agerter, Federal Management Partners, Personnel Selection: A Case Study
John Kello, Davidson College, Discussant
Submitter: Whitney Botsford Morgan, MorganW@uhd.edu
36. Panel Discussion: 12:00 PM–1:20 PM
Northwest 1
The Intersection of Consumer Behavior and I-O: Exploring Old Frontiers
Consumer behavior is a rapidly growing field, but its presence at SIOP has waned over the past decade. This panel discussion will reintroduce consumer behavior to the uninitiated, explain how I-O psychologists’ KSAs are transferable, and highlight areas of our training that require refinement for reentry.
Brian K. Griepentrog, Fors Marsh Group, Chair
Donald A. Hantula, Temple University, Panelist
Christopher T. Rotolo, PepsiCo, Panelist
Scott Turner, Fors Marsh Group LLC, Panelist
Submitter: Brian Griepentrog, bg@forsmarshgroup.com
37. Panel Discussion: 12:00 PM–1:50 PM
Northwest 5
Has 360-Degree Feedback Evolved in the Last 10 Years?
Editors and contributors to The Handbook of Multisource Feedback will discuss and debate the evolution of 360 feedback in the 10 years since its publication. Panel members from corporate, consulting, and academic disciplines will discuss both general trends as well as their specific content interests from their Handbook chapters.
Carol W. Timmreck, The Timmreck Group, Chair
David W. Bracken, OrgVitality LLC, Panelist
Allan H. Church, PepsiCo, Panelist
James L. Farr, Pennsylvania State University, Panelist
Robert A. Jako, Kaiser Permanente, Panelist
Manuel London, SUNY-Stony Brook, Panelist
David B. Peterson, PDI Ninth House, Panelist
Janine Waclawski, Pepsi-Cola Company, Panelist
Submitter: David Bracken, dwbracken@gmail.com
38. Community of Interest: 12:00 PM–1:20 PM
PDR 2
Succession Planning
Kevin R. Nash, Aspen Organization Development Consulting, Host
Kristin Prue Wright, Cisco Systems, Inc., Host
Magda Du Preez, Informed Talent Decisions, Coordinator
39. Panel Discussion: 12:00 PM–1:50 PM
Waldorf
Controversies and Challenges in Employee Engagement: Perspectives From Leading Experts
Leading experts gather to discuss some of the challenges surrounding the practice of engagement. What is employee engagement? Why do organizations care? How actionable are engagement surveys/do they have the desired impact? We also aim to understand how research both informs and is informed by the practice of engagement.
Lindsey M. Kotrba, Denison Consulting, Co-Chair
Ashley M. Guidroz, Trinity Health, Co-Chair
Daniel R. Denison, Denison Consulting, Panelist
James K. Harter, Gallup, Panelist
Mark Royal, Hay Group, Panelist
Benjamin Schneider, Valtera, Panelist
Jack W. Wiley, Kenexa Research Institute, Panelist
Submitter: Lindsey Kotrba, lkotrba@denisonculture.com
40. Panel Discussion: 12:00 PM–1:20 PM
Williford B
A Day in the Life of an I-O Psychologist
What is it really like to be an I-O psychologist? Panelists working in a diverse set of organizations (a large company, mid-sized company, a consulting firm, and government) will describe the wide range of their activities, as well as the challenges and rewards.
Michelle A. Donovan, Google, Chair
Allen M. Kamin, GE, Panelist
Lynne M. Waldera, InMomentum, Inc., Panelist
Ilene F. Gast, U.S. Customs and Border Protection, Panelist
Submitter: Michelle Donovan, mdonovan@google.com
41. Interactive Posters: 12:30 PM–1:20 PM
Astoria
Stressed Out and Ticked Off: Stress, Burnout, and Gossip
Terry Beehr, Central Michigan University, Facilitator
41-1 Customer-Related Social Stressors, Rumination, and Social Sharing: A Longitudinal Investigation
This study examined the cognitive and social-behavioral mechanisms by which social stressors impact service employees’ productivity and well-being. Findings from 737 call-center employees show that rumination and social sharing of negative events mediated the social-stressor and outcome relationship, and that deep-level acting served as a stress buffer.
Lisa Baranik, East Carolina University
Mo Wang, University of Maryland
Yaping Gong, Hong Kong University of Science & Technology
Junqi Shi, Peking University
Submitter: Lisa Baranik, lbaranik@gmail.com
41-2 Environmental and Burnout Influences on Hospital Workers’ Mental Health
This study investigated the impact of work environment and burnout on workers’ mental health. Work environment was directly and indirectly related to mental health outcomes involving self-concept. Promoting a positive work environment by reducing factors such as role overload, constraining company policies, and emotional dissonance helps promote a healthier self-concept.
Richard G. Best, Lockheed Martin
Michael R. Smith, Kansas State University
Neena Gopalan, Kansas State University
Andrew J. Wefald, Kansas State University
Ronald G. Downey, Kansas State University
Submitter: Richard Best, rbest@satx.rr.com
41-3 Workplace Incivility and Social Support Communications: The Enigma of Gossip
The purpose of this study is to examine the moderating role that workplace social support communications (i.e., negative, positive, and nonwork related) play in the relationship between workplace incivility and outcomes variables. Furthermore, the authors examine the role that workplace gossip has on the relationship between incivility and outcome variables.
Matthew Christensen, Central Michigan University
Candace M. Younkins, Central Michigan University
Christopher R. Honts, Central Michigan University
Elizabeth Crider, Central Michigan University
Submitter: Matthew Christensen, chris2ms@cmich.edu
41-4 Longitudinal Effects of Stress at Work: A Meta-Analysis
We meta-analyzed effects of job stress using longitudinal studies. Results show exiguous long-term effects of demands on health. For shorter time lags these effects increased slightly. Furthermore, people with deteriorating health subsequently face fewer job demands. Stress and health are interrelated in a homeostatic fashion, which usually prevents escalation processes.
Christian Dormann, Johannes Gutenberg University Mainz
Sascha Haun, Johannes Gutenberg University Mainz
Submitter: Christian Dormann, cdormann@uni-mainz.de
42. Panel Discussion: 12:30 PM–1:50 PM
International Ballroom South
Abolish the Uniform Guidelines
The Uniform Guidelines for Employee Selection Procedures are 32 years old, have never been revised, and are inconsistent with scientific knowledge and professional practice. Yet, they are given deference by EEO enforcement agencies and courts. This panel discussion focuses on whether and how the Uniform Guidelines should be abolished.
Michael A. McDaniel, Virginia Commonwealth University, Chair
Arthur Gutman, Florida Institute of Technology, Panelist
David Copus, Ogletree Deakins, Panelist
James L. Outtz, Outtz and Associates, Panelist
James C. Sharf, Employment Risk Advisors, Inc., Panelist
Submitter: Michael McDaniel, mamcdani@vcu.edu
43. Roundtable Discussion/Conversation Hour: 12:30 PM–1:20 PM
Lake Huron
The Importance of Obtaining Business Impact and Return on Investment
The objective of this roundtable/conversation hour is to engage parties in a critical review of the importance of measuring business impact and return on investment for a portfolio of services and programs in an organizational capabilities setting.
Kris Potrafka, Cisco Systems, Inc., Host
Lyndsay B. Wrensen, Cisco Systems, Inc./Walden University, Host
Marina Gilabert, Cisco Systems, Inc., Host
Submitter: Lyndsay Wrensen, lyndsaywrensen@gmail.com
44. Posters: 12:30 PM–1:20 PM
SE Exhibit Hall
Research Methodology/Measurement/Stats
44-1 Social Desirability and Response Distortion in Conscientiousness Scales
This study explored social desirability as a biasing variable in self-report research using multilevel logistic regression and item response theory. Social desirability predicted variance in person response curves of Conscientiousness pretraining but not posttraining.
Gene Alarcon, Air Force Research Laboratory
Joseph B. Lyons, Air Force Research Laboratory
Alex Barelka, Air Force Research Laboratory
Submitter: Gene Alarcon, gene.alarcon.ctr@wpafb.af.mil
44-2 Predictor Intercorrelations and Indirect Range Restriction: Do New Corrections Generalize?
This study used simulation to investigate the applicability of Hunter, Schmidt, and Le’s (2006) indirect range restriction correction method to situations wherein predictor intercorrelations are indirectly restricted in range. Due to a number of unmet assumptions, the Hunter et al. method generally worked poorly in the interpredictor context.
Clare L. Barratt, Texas A&M University
Christopher M. Berry, Texas A&M University
Paul R. Sackett, University of Minnesota
Submitter: Clare Barratt, clarebarratt@gmail.com
44-3 Cross Validity Estimation Procedures With a Direct Range Restriction Adjustment
Absent from the literature is research investigating the efficacy of and proper procedures for adjusting the sample-based squared multiple correlation to estimate cross-validity in the presence of attenuation due to direct range restriction. This study employs Monte Carlo analyses to investigate the implementation of both of these adjustments.
Reagan D. Brown, Western Kentucky University
David M. Goins, Western Kentucky University
Submitter: Reagan Brown, Reagan.brown@wku.edu
44-4 Type I Errors and Power for Two DIF Indices
This study examined the performance of the Likelihood Ratio Test (LRT) to classify DIF for polytomous items. DIF was introduced by manipulating discrimination and difficulty parameters. Results indicated that although overall LRT was powerful, it struggled to identify and classify discrimination parameter DIF correctly.
Patrick Clark, Wright State University
David M. LaHuis, Wright State University
Submitter: Patrick Clark, clark.274@wright.edu
44-5 Counterintuitive Regression Coefficients: Causes, Interpretations, and Solutions
Multiple regression sometimes produces counterintuitive coefficients: either having unexpected signs or standardized values above 1. This paper explains why such coefficients occur and then uses a real data example to show how 2 newer methods, relative importance analysis and polynomial regression, can lead to a sensible interpretation of such coefficients.
Jeremy Dawson, Aston University
Submitter: Jeremy Dawson, j.f.dawson@aston.ac.uk
44-6 A Brief Comment on the Reporting of Moderated Multiple Regression
This paper is a brief comment on the quality of moderated regression analyses (MMRs) being reported in the I-O literature. We present a brief description of the appropriate way to conduct and report MMRs and an analysis of the literature that highlights critical mistakes in its application and reporting.
Charlie L. Reeve, University of North Carolina at Charlotte
Adrian Goh, University of North Carolina at Charlotte
Submitter: Adrian Goh, Agoh@uncc.edu
44-7 Statistical Power of Structural Equation Models in Psychology: A Meta-Analysis
Inappropriate methodology can render the interpretation of any analysis suspect. Owing to the complexity of the procedure, structural equation modeling is affected by flawed modeling methods. This meta-analysis examines modeling methods in SEM, focusing on the statistical power of entire structural equation models, and makes recommendations.
Richard Hermida, George Mason University
Joseph Luchman, Fors Marsh Group/George Mason University
Vias Nicolaides, George Mason University
Cristina F. Wilcox, George Mason University
Submitter: Richard Hermida, rhermida@gmu.edu
44-8 The Scale Development of the Workplace Ren-Qing Personality
This study was to develop and validate a workplace Ren-Qing personality scale. Different from the traditional approach to scale construction, a structural approach to summated rating scale construction (Drewes, 2009) was employed. The assumption of subject-centered scalability was statistically tested, and scale reliability and validity were demonstrated.
Chia-Lin Ho, North Carolina State University
Submitter: Chia-Lin Ho, chialinroseho@gmail.com
44-9 Differential Item Functioning Detection With Dichotomized Polytomous Data
Small sample sizes have introduced the practice of dichotomizing polytomous data in order to perform IRT methods. This study examines the effect this has on DIF detection. The results indicate that practitioners should be cautious of power and Type I error trade-off when selecting the appropriate method for their data.
Nneka Joseph, University of South Florida
Jacob Seybert, University of South Florida
Submitter: Nneka Joseph, njoseph5@mail.usf.edu
44-10 Linear Models With Meta-Analytic Data
A Monte Carlo simulation was used to investigate the appropriateness of testing linear regression models with meta-analytic data, for which sample size estimates are unclear. Results supported Viswesvaran and Ones’ (1995) recommendation to use the harmonic mean but also indicated that alternative indices perform equally well.
Brian H. Kim, Occidental College
Patrick J. Rosopa, Clemson University
Christina Rossi, Clemson University
Submitter: Brian Kim, BrianKim@oxy.edu
44-11 Applying Frequency-Based Measurement to the Assessment of Psychological Capital
Frequency-based measurement offers several advantages over traditional Likert-type questions, including greater accuracy and sensitivity in recalling event frequencies. In this study, we compare a frequency-based measure of psychological capital with a Likert-type measure. Results indicate that the 2 are equivalent and provide similar reliability estimates and correlation matrices.
Elizabeth McGee, Russell Reynolds Associates
David J. Woehr, University of Tennessee, Knoxville
Submitter: Elizabeth McGee, emcgee@utk.edu
44-12 Meta-Analytic SEM: A Model Comparison With/Without Corrections for Study Artifacts
This paper compares substantive conclusions of structural equation models based on meta-analytically derived correlation matrices with and without corrections for study artifacts. All models examined exhibited extremely similar model fit and pathway stability, with the primary difference being greater variance explained in endogenous variables when based on corrected correlations.
Jesse S. Michel, Florida International University
Chockalingam Viswesvaran, Florida International University
Jeffrey P. Thomas, Florida International University
Submitter: Jesse Michel, jmichel@fiu.edu
44-13 Organizational Survey: Comparison of Paper, Web, and IVR Response Modes
This study examined how respondents selecting from among 3 survey modes (Web-based, paper, and IVR) differed in demographic characteristics, how many questions they answered, and the answers they gave. The data are from the Veterans Health Administration annual census survey measuring workplace climate and employees’ job satisfaction.
Robert Teclaw, VHA NCOD
Boris I. Yanovsky, Xavier University
Scott C. Moore, University of Cincinnati
Sue R. Dyrenforth, VHA NCOD
Katerine Osatuke, Miami University
Submitter: Katerine Osatuke, Katerine.Osatuke@va.gov
44-14 Mediator Reliability: Effects on Estimation and Significance Testing
Monte Carlo simulations illuminated the extent and pattern of bias that occurs when estimating mediation models under conditions of mediator unreliability. Unreliability may result in both under- and overestimation of mediator model parameters and can result in incorrect conclusions about the form of the mediator model.
Rosalie J. Hall, The University of Akron
Alycia L. Usher, University of Akron
Submitter: Alycia Perez, alu2@zips.uakron.edu
44-15 Detecting Between-Groups Heteroscedasticity in MMR: A Monte Carlo Study
Between-groups heteroscedasticity biases Type I error rates and reduces power in moderated multiple regression with categorical moderators. We modified an existing procedure used in analysis of variance and compared its performance to 3 other procedures that can be used to detect between-groups heteroscedasticity. We conclude with recommendations for researchers and practitioners.
Patrick J. Rosopa, Clemson University
Amber N. Schroeder, Clemson University
Jessica Doll, Clemson University
Submitter: Patrick Rosopa, prosopa@clemson.edu
44-16 Item Grouping and Item Randomization Effects in Personality Measurement
This study examined the effect of item order on the psychometric properties of a reliable and valid measure of personality. Three versions (random assortment, item/factor rotation, and grouped by factor) were used. Results suggested that although scales showed equivalence across groups, significant differences were found in correlations between scales.
Kraig L. Schell, Angelo State University
Frederick L. Oswald, Rice University
Erika L. Scobel, Angelo State University
Michelle A. Mitchell, Angelo State University
Eric Boronow, Angelo State University
Amanda E. Marfisi, Angelo State University
Marianne J. Glutz, Angelo State University
Duy Tran, Angelo State University
Michael Hartman, Angelo State University
Submitter: Kraig Schell, kraig.schell@angelo.edu
44-17 Internal Consistency Reliability of Self-Efficacy Test Scores: A Reliability-Generalization Study
A reliability-generalization study was conducted examining internal consistency reliability of self-efficacy test scores across 566 studies incorporating data from 193,234 individuals. Reliability distributions were examined separately for assessing general self-efficacy as well as specific self-efficacy in academic, career, and social domains.
Benjamin K. Seltzer, University of Minnesota
Kara Simon, University of Minnesota
Deniz S. Ones, University of Minnesota
Submitter: Kara Simon, simon510@umn.edu
44-18 Differential Functioning by Gender of Conditional Reasoning Test of Aggression
This study investigated whether the Conditional Reasoning Test of Aggression displayed evidence of differential item and test functioning, DIF and DTF respectively, across genders using an item response theory (IRT) framework. Although, evidence of DIF for several items was found, the larger implications relate to evidence of DTF.
Gregory W. Stevens, Auburn University
Eliza W. Wicher, Roosevelt University
Jacqueline K. Deuling (Mitchelson), Roosevelt University
Submitter: Gregory Stevens, gws0002@auburn.edu
44-19 Assessing Polytomous DIF Items With the Generalized Graded Unfolding Model
We examined the performance of the free baseline and the constrained baseline approach for detecting differential item function (DIF) when responses are generated from an ideal point process. The results revealed that the free baseline approach produced lower Type I error rates and higher power than the constrained baseline approach.
Wei Wang, University of Illinois at Urbana-Champaign
Louis Tay, University of Illinois at Urbana-Champaign
Fritz Drasgow, University of Illinois at Urbana-Champaign
Submitter: Wei Wang, wwang37@illinois.edu
44-20 Psychological Data From Amazon.com’s MTurk: Rapid and Inexpensive, but High Quality?
Through Amazon.com’s Mechanical Turk (MTurk) system, participants drawn from a global worker pool are paid to complete microtasks. We present 3 studies using progressive design changes to evaluate and improve the quality of psychometric data from this source. For certain study designs and data-gathering objectives, our findings are encouraging.
Patricia B. Barger, Development Dimensions International (DDI)
Evan F. Sinar, Development Dimensions International (DDI)
Submitter: Patricia Barger, tbbarger@gmail.com
44-21 Start-Up Effects in Policy Capturing: Stabilizing Regression Coefficients After Warm-Up
To participants, the novelty of policy-capturing studies may cause inconsistency in ratings of vignettes. In this study, we examined the effects of providing “warm-up” scenarios on rating consistency. Results showed that rating consistency improved after 8, but not 4, warm-up vignettes.
Zinta S. Byrne, Colorado State University
Janet M. Weidert, Colorado State University
Joshua P. Liff, Taleo Corporation
Christine L. Smith, Colorado State University
Michael Horvath, Cleveland State University
Adele Howe, Colorado State University
Indrajit Ray, Colorado State University
Submitter: Zinta Byrne, zinta.byrne@colostate.edu
44-22 Is Small Sufficient? VIF and Regression Coefficient Stability
Variance inflation factors are commonly measures of the degree of multicollinearity. Several rules of thumb, most commonly the rule of 10 or 5, have been widely adopted. We show that these rules of thumb are questionable, as VIF as low as 1.05 may not assure interpretable regression coefficients.
Kevin D. Carlson, Virginia Tech
Xiaoping Zhao, Virginia Tech
Submitter: Kevin Carlson, KevinC@Vt.edu
44-23 Tangled Webs: Understanding Multicollinear Data Using Expanded OLS Analysis
Multicolinearity creates challenges for interpreting regression coefficients. An expanded analysis and reporting framework is examined that makes it possible to clearly recognize when multicolinearity impacts regression results and to better understand the range of possible interpretations of IV potency that exist in multicollinear multivariate predictor systems.
Kevin D. Carlson, Virginia Tech
Danylle R. Kunkel, Radford University
Submitter: Kevin Carlson, KevinC@Vt.edu
44-24 What Do Work Performance Items Measure? A Substantive Validity Examination
Substantive validity analysis was used to evaluate content representation for a comprehensive set of items designed to measure task performance, citizenship behavior (OCB), counterproductive work behavior (CWB), and withdrawal. Almost half the items used to measure OCB were consistently judged to represent task performance. Withdrawal items also displayed confounded content.
Nichelle C. Carpenter, Texas A&M University
Daniel A. Newman, University of Illinois at Urbana-Champaign
Winfred Arthur, Texas A&M University
Submitter: Nichelle Carpenter, carpenter_nichelle@yahoo.com
44-25 If I Require Survey Participation, What Happens to My Results?
Our study examined differences between voluntary and involuntary (required) needs assessment survey participants in a military organization. Results indicated higher participation and survey completion for required participants. Volunteers were more likely to provide favorable ratings on training emphasis items, to indicate interest in the survey topic, and to provide comments.
Reanna P. Harman, SWA Consulting Inc.
Lauren M. Brandt, SWA Consulting, Inc
Sarah C. Bienkowski, SWA Consulting, Inc.
Eric A. Surface, SWA Consulting Inc.
Submitter: Reanna Harman, reannaharman@gmail.com
44-26 Using Digital Identity Markers to Identify Fraudulent Web Survey Responses
An innovative technique uses digital identity markers (IP addresses and user agent strings) to detect Web survey respondents who have (a) misrepresented themselves and (b) submitted multiple responses. Analyses of actual Web survey data support the effectiveness of this technique and demonstrate the benefits of removing fraudulent responses.
Christopher Lake, Bowling Green State University
Sarah Kirkendall, Bowling Green State University
Nicole L. Wood, Bowling Green Sate University
Submitter: Christopher Lake, lakec@bgsu.edu
44-27 Identifying Careless Responses in Survey Data
Eleven indices used to screen survey data for careless responses were examined in order to estimate the prevalence of careless responses in undergraduate Internet survey data. Between 5%–15% of respondents appear to respond carelessly at times during long surveys. Recommended data screening indices are described.
Adam W. Meade, North Carolina State University
S. Bartholomew Craig, North Carolina State University
Submitter: Adam Meade, awmeade@ncsu.edu
44-28 Group- and Individual-Level Characteristics in Predicting Survey Response Time
Previous research on attitudes predicting survey response behavior has been mixed. Emphasis has been on predicting group-level behaviors, such as response rates or differences between respondents and nonrespondents. This study used multilevel modeling to explore how firm leadership climate impacts the individual-level relationship between employee attitudes and response time.
Lauren Mondo, Critical Metrics, LLC
Justina M. Froelich, Baruch College, CUNY
David Youssefnia, Critical Metrics, LLC
Charles A. Scherbaum, Baruch College, CUNY
Submitter: Lauren Mondo, lauren.mondo@gmail.com
44-29 Managing IT Implementations: Guiding Action Through Model-Based Evaluation
This study suggests a model for the systematic evaluation of change management activities in company-wide IT implementations integrating research on technology acceptance, IT implementation, and change management. Using structural equation modeling, the model demonstrated good fit to the data and explains a substantial amount of variance in actual user behavior.
Oliver Kohnke, SAP Deutscheland AG & Co. KG
Karsten Mueller, University of Mannheim-Germany
Tim R. Wolf, University of Mannheim-Germany
Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
44-30 An IRT Examination of the Functioning of Negatively Worded Items
This study compared the functioning of positively and negatively worded items using item response theory. Item pairs from the Goldberg Adjective Checklist were analyzed using the graded response model. In all cases, negatively worded items produced comparatively higher difficulty and lower discrimination parameters and yielded almost no information.
Katherine Wolford, Bowling Green State University
Michael J. Zickar, Bowling Green State University
Submitter: Katherine Wolford, wolfoka@bgnet.bgsu.edu
45. Symposium/Forum: 12:30 PM–2:20 PM
Williford A
One Brick at a Time: Cultural Context Effects at Work
Globalization has led to greater organizational awareness of cultural influence on work behavior, but there are many gaps in our understanding of the nature and strength of that influence. This symposium presents 5 cross-cultural studies that seek to illuminate where and how culture matters for individual-level work phenomena.
Jason L. Huang, Michigan State University, Co-Chair
Ann Marie Ryan, Michigan State University, Co-Chair
Jason L. Huang, Michigan State University, Ellen E. Kossek, Michigan State University, Matthew M. Piszczek, Michigan State University, Marian N. Ruderman, Center for Creative Leadership, John W. Fleenor, Center for Creative Leadership, Cultural Distance and Expatriate Leadership Effectiveness in International Job Assignments
Jürgen Deller, Leuphana University of Lueneburg, Frieder M. Paulus, Leuphana University of Lueneburg, Anne-Grit Albrecht, Leuphana University of Lueneburg, Stephan Dilchert, Baruch College, Deniz S. Ones, University of Minnesota, Age and Expatriate Success: A Multinational, Multicriterion, Multisource Study
Sonia Ghumman, University of Hawaii at Manoa, Nabila Sheikh, AllianceBernstein, To Drink or Not Drink: Conflicting Cultural Drinking Norms
Laura Severance, University of Maryland, Sarah Lyons, University of Maryland, Michele Gelfand, University of Maryland, Andrzej Nowak, University of Warsaw, Poland, Lan Bui-Wrzosiska, University of Warsaw, Poland, Anat Rafaeli, The Technion, Israel, Dorit Efrat, The Technion, Israel, Nazar Soomro, University of York, England, Chunchi Lin, University of Tokyo, Japan, Susumu Yamaguchi, University of Tokyo, Japan, Mapping the Structure of Aggression Across Cultures
James Grand, Michigan State University, Jason L. Huang, Michigan State University, Ann Marie Ryan, Michigan State University, Clare Honeybourne, IBM, Tanya C. Delany, IBM, A Tale of Two Countries: Culture and Multinational Selection Practices
Paula M. Caligiuri, Rutgers University, Discussant
Submitter: Jason Huang, huangle1@msu.edu
46. Panel Discussion: 1:00 PM–2:50 PM
Continental C
Downsizing: One of the Dominant Trends of the Decade
Downsizing is one of the most dramatic and impactful trends of the last decade, yet it has received little research attention. The purpose of this panel is to bring together 6 people who have research and practical experience to make recommendations on whether and how to manage downsizings in organizations.
Michael A. Campion, Purdue University, Chair
Wayne F. Cascio, University of Colorado, Denver, Panelist
Kenneth P. De Meuse, Korn/Ferry International, Panelist
Mitchell L. Marks, San Francisco State University, Panelist
Jerald Greenberg, RAND Corp., Panelist
Stan Malos, San Jose State University, Panelist
Submitter: Michael Campion, campionm@purdue.edu
47. Symposium/Forum: 1:00 PM–2:20 PM
Joliet
Adequacy of O*NET Work Styles and Detailed Work Activities
The adequacy of the O*NET framework work styles and detailed work activities (DWAs) sections is questioned. An analysis of the DWAs revealed serious issues with missing, redundant, and incomplete data. Research involving the work styles found deficiencies for use in personality-oriented job analysis and personality-based job requirements.
Darrel L. Sandall, Purdue University, Chair
Robert P. Tett, University of Tulsa, Michael G. Anderson, CPP, Inc., O*NET as a Source of Personality Trait-Job Relevance
John A. Coaster, Central Michigan University, Neil D. Christiansen, Central Michigan University, Usefulness of O-NET Work Styles for Determining Personality-Based Job Requirements
Darrel L. Sandall, Purdue University, Abram Walton, Purdue University, Erin E. Bowen, Purdue University, John A. Henderson, Self-employed, O*NET Detailed Work Activities: Deficiencies in the Framework?
Rodney A. McCloy, HumRRO, Discussant
Submitter: Darrel Sandall, dsandall@purdue.edu
48. Symposium/Forum: 1:00 PM–2:20 PM
Lake Ontario
Advances in Text Analytics: Their Application to Employee Opinion Research
I-O practitioners need useful and efficient methods for analyzing large volumes of comments generated by asking open-ended probes in employee opinion surveys. This symposium provides an examination of the state-of-the art in computer-based text analytics—an area of technology that promises to significantly resolve problems with qualitative data analysis.
William H. Macey, Valtera, Chair
Kristofer J. Fenlason, Data Recognition Corp, Inside the Text-Analytics Black Box—Terms, Concepts, and Tools
Erica D. Blann, American Express, Catherine C. Maraist, Valtera, Gaining Insight Into Employee Comments: A Case Demonstrating Text Analytics
Robert K. Beres, Valtera, Identifying Sensitive Topics: Key Benefits of Text Analytics
William H. Macey, Valtera, Developing and Evaluating a Universal Model for Analyzing Opinion Sentiment
Alexis A. Fink, Microsoft Corporation, Discussant
Submitter: William Macey, wmacey@valtera.com
49. Special Events: 1:00 PM–2:50 PM
Marquette
Out of the Closet and Into the Workplace: Understanding Sexual Identity in Organizations
This interactive session will engage practitioners and academics in a dialogue about what we know, don’t know, and need to know about sexual orientation and transgender identities at work. We’ll share research findings and best practices; the audience will be engaged in creating strategies for organizational change and cutting-edge research.
Belle Rose Ragins, University of Wisconsin-Milwaukee, Chair
John M. Cornwell, Rice University, Presenter
Ron Ophir, York University, Presenter
Submitter: Belle Rose Ragins, ragins@uwm.edu
50. Symposium/Forum: 1:00 PM–2:20 PM
Williford C
Theme Track: Leading and Engaging Employees in Sustainable Organizations
Leaders play an important role not only in setting organizational sustainability goals but in shaping organizational culture and engaging employees to achieve these goals. Presentations in this session will highlight developmental experiences and individual leader characteristics that relate to environmental concern and also discuss organizational culture and employee engagement that support environmental efforts.
Cathy L. Z. DuBois, Kent State University, Chair
Philip H. Mirvis, Boston College, Turning Business Leaders Into Global Citizens
Carolyn P. Egri, Simon Fraser University, Leadership and Change Within Environmental Movement Organizations
David A. Waldman, Arizona State University, Pierre Balthazard, Arizona State University, Values Relevant to Leader Decision Making: Neurological Basis for Environmental Concerns?
Kevin J. Nilan, 3M, Karen B. Paul, 3M, Employee Engagement for Sustainable Products and Processes
Submitter: Cathy L. DuBois, cdubois@kent.edu
51. Panel Discussion: 1:30 PM–2:50 PM
Boulevard AB
Internships in I-O Psychology: Best Practices From Managers and Interns
I-O psychology students commonly desire internships, but information about how to find and maximize these experiences is hard to find. There is also limited information available to practitioners on how to best select and manage interns. In this panel, both interns and practitioners share best practices for the internship process.
Michael A. Lodato, ICF International, Chair
Emily G. Feinberg, University of Maryland, Co-Chair
Lorin M. Mueller, American Institutes for Research, Panelist
Nicole L. Neff, Freddie Mac, Panelist
Katherine Ryan, George Mason University, Panelist
Maya Yankelevich, PDRI, Panelist
Submitter: Emily Feinberg, efeinberg@psyc.umd.edu
52. Panel Discussion: 1:30 PM–2:50 PM
Continental A
Successful Transitions: The Long and Winding Road in I-O Careers
The changing nature of work and the nature of the global economy have resulted in many I-O psychologists transitioning between different career fields. The purpose of this panel is to provide an overview of the differences in career paths and advice for those considering a transition.
Shonna D. Waters, Human Resources Research Organization, Co-Chair
Joy Oliver, Human Resources Research Organization, Co-Chair
Beverly A. Dugan, Human Resources Research Organization, Panelist
Deborah L. Gebhardt, Human Performance Systems, Inc., Panelist
Timothy P. McGonigle, SRA International, Panelist
Jeffrey J. McHenry, Microsoft Corporation, Panelist
Lise M. Saari, New York University, Panelist
Submitter: Joy Oliver, joliver@humrro.org
53. Panel Discussion: 1:30 PM–2:50 PM
Lake Erie
I-O Psychology in the Management of Human Capital Risk
In an era where large-scale consequences of human error, irrational decision making, and costly oversight have been much publicized, senior leadership is more focused than ever on risk management. Panelists will describe how I-O psychologists can play a critical role in helping organizations better identify and mitigate human capital-based risks.
Seymour Adler, Aon Consulting, Chair
John W. Jones, Vangent Human Capital, Panelist
John A. Weiner, PSI, Panelist
Eugene Burke, SHL Group Ltd., Panelist
David M. Pollack, Sodexo, Panelist
Rick R. Jacobs, Pennsylvania State University, Panelist
Submitter: Seymour Adler, Seymour_Adler@Aon.com
54. Roundtable Discussion/Conversation Hour: 1:30 PM–2:20 PM
Lake Huron
Leveraging Social Media for Recruitment: Best Practices From the Experts
The purpose of this roundtable/conversation hour is to discuss the use of social media for recruitment purposes, including potential risks and rewards. In addition, hosts will offer their expert opinions on how to build a social media strategy to best attract qualified applicants.
Michelle Spellerberg, Personified, Host
Jennie Dede, Personified, Host
Submitter: Emily Twichell, etwichel@gmail.com
55. Panel Discussion: 1:30 PM–2:50 PM
Lake Michigan
Industry Spotlight: How I-Os Can Help Solve the Healthcare Crisis
With the healthcare industry in turmoil, there is a growing need for research and support from the I-O profession. The purpose of this session is to discuss unique characteristics of the healthcare industry and its employees, key trends, and best practices for meeting these trends and challenges.
Kristin Charles, Kronos Talent Management, Chair
Tasha L. Eurich, HealthOne/HCA, Panelist
John C. Howes, Kenexa, Panelist
Sylvia J. Hysong, Michael E. DeBakey VA Medical Center, Panelist
Autumn D. Krauss, Kronos Talent Management, Panelist
Holly S. Payne, DDI, Panelist
Submitter: Kristin Charles, kristin.charles@kronos.com
56. Panel Discussion: 1:30 PM–2:50 PM
Northwest 1
Individual Assessors: Articulating Competence to Promote Excellence
Individual assessment is a pervasive practice. The literature describes processes and best practices well, but it lacks a complete treatment of the KSAOs needed to be a competent individual assessor. This panel discussion will engage experts and the audience in a dialogue about the KSAOs required for effective individual assessment.
John P. Muros, Batrus Hollweg International, Chair
Robert F Silzer, HR Assessment & Development/Baruch, CUNY, Panelist
George P. Hollenbeck, Hollenbeck Associates, Panelist
Sandra O. Davis, MDA Leadership Consulting, Panelist
Charles L. Hollweg, Batrus Hollweg International, Panelist
Juleen Veneziano, RHR International, Panelist
Submitter: John Muros, jmuros@batrushollweg.com
57. Community of Interest: 1:30 PM–2:50 PM
PDR 2
Coaching for Employee Development
Raymond A. Noe, Ohio State University, Host
Magda Du Preez, Informed Talent Decisions, Coordinator
58. Symposium/Forum: 1:30 PM–2:20 PM
Williford B
Practical and Methodological Considerations for DIF/ME Research
Organizations and researchers should assess measurement equivalence before interpreting scores from different groups. We will introduce 2 innovations for the DFIT methodology (DFIT for ideal-point models and for uneven sample sizes) and an analysis of the boundaries of identification of models used in DIF research.
Alan D. Mead, Illinois Institute of Technology, Chair
David L. Blitz, U.S. Social Security Administration, Scott B. Morris, Illinois Institute of Technology, Improving the Accuracy of DFIT When Sample Sizes Are Unequal
Nathan T. Carter, University of Central Florida, Michael J. Zickar, Bowling Green State University, Applying Differential Functioning Methods to the Generalized Graded Unfolding Model
Alan D. Mead, Illinois Institute of Technology, Hidden Identification Problems for IRT Item Bias Analyses
Stephen Stark, University of South Florida, Discussant
Submitter: Alan Mead, mead@iit.edu
59. Interactive Posters: 2:00 PM–2:50 PM
Astoria
The Game of Life: New Advances in Assessment Center Research
Richard Klimoski, George Mason University, Facilitator
59-1 Streamlining Assessment Centers: Using High-Fidelity In-Baskets to Replace Role Plays
Assessment centers are an effective tool for measuring KSAs for development and selection. However, some traditional methods such as role plays can be time and labor intensive. This study examines methods for increasing the fidelity of the traditional in-basket approach to provide an alternative to the role-play method.
Michael R. Kemp, Development Dimensions International
Paul R. Bernthal, Development Dimensions International
Submitter: Michael Kemp, kemp1mr@cmich.edu
59-2 Observability in Assessment Center Exer-cises: The Implementation of Situational Stimuli
This study focused on the observability of behavior in assessment centers. We examined the effects of 2 situational stimuli, specific exercise instructions and role-player prompts, among 103 candidates. Results suggest that role-player prompts increased the observability of behavior and that there is no risk of possible side effects.
Eveline Schollaert, Ghent University
Filip Lievens, Ghent University
Britt De Soete, Ghent University
Submitter: Eveline Schollaert, eveline.schollaert@ugent.be
59-3 In-Basket Criterion-Related Validity: A Meta-Analysis
Meta-analysis was used to estimate the validity of in-baskets. Validity estimates were .24 (job performance), .26 (training performance), and .18 (salary). These underestimate the population validities because we did not correct for range restriction. The average reliability was .71. The correlation between in-baskets and g was .39.
Deborah L. Whetzel, Human Resources Research Organization (HumRRO)
Paul F. Rotenberry, West Chester University
Submitter: Deborah Whetzel, dwhetzel@humrro.org
59-4 Assessing Assessment Center Dimension’s Construct Validity Using Measurement Equivalence Analysis
Construct validity of AC dimensions across 5 exercises was tested (n = 1,948) using both traditional (multitrait–multimethod) and new (measurement equivalence) approaches. As hypothesized, model fits of measurement equivalence yielded more legitimate support for AC dimensions than those of MTMM.
Jin Lee, University of Connecticut
Gunna (Janet) Yun, University of Baltimore
Brian S. Connelly, University of Toronto
Submitter: Gunna (Janet) Yun, gyun@ubalt.edu
60. Panel Discussion: 2:00 PM–2:50 PM
Boulevard C
Survey Actioning: Driving Positive Change at Multiple Levels
Survey actioning is a complex phenomenon with intrapersonal, interpersonal, and organization-wide antecedents. This panel discussion will explore survey actioning from multiple perspectives and across different organizations and industries. Micro-, meso-, and macrosources of resistance will be discussed, and multilevel intervention strategies will be proposed.
Carly S. Bruck, Sirota Consulting, Chair
Rita Williams, FedEx Ground, Panelist
Tripp Welch, Mayo Clinic, Panelist
Phil Warden, Intuit, Panelist
Patrick K. Hyland, Sirota Survey Intelligence, Panelist
Submitter: Carly Bruck, cbruck@gmail.com
61. Symposium/Forum: 2:00 PM–2:50 PM
Continental B
Examining Factors That Exacerbate, Alleviate, and Explain Consequences of Incivility
The symposium focuses on several moderators and mediators affecting the incivility–outcomes relationship, including factors referring to individual, team, and cross-cultural constructs. Examining these factors will aid in broadening researchers’ and practitioners’ knowledge about the boundary conditions and mediating mechanisms related to the outcomes of incivility.
Jaclyn M. Jensen, George Washington University, Chair
Sandy Lim, National University of Singapore, Kenneth Tai, National University of Singapore, CSE and Neuroticism: Moderating the Incivility–Psychological Health Relationship
Jennifer N. McDonald, Texas A&M University, Kathi N. Miner-Rubino, Texas A&M University, George B. Cunningham, Texas A&M University, Your Rudeness Is Hurting My Game! Incivility in College Basketball
Jaclyn M. Jensen, George Washington University, Afra S. Ahmad, George Mason University, Eden B. King, George Mason University, Jung Hyun Lee, George Washington University, Outcomes of Incivility From a Cross-Cultural Perspective
Jana L. Raver, Queen’s University, Discussant
Submitter: Jaclyn Jensen, jmn1@gwu.edu
62. Symposium/Forum: 2:00 PM–2:50 PM
Northwest 5
What to Know Before the Survey: Indicators of Employee Engagement
This symposium presents several studies examining employee engagement, performance, and other key organizational- and individual-level variables across multiple levels of analysis to further clarify and understand the presence of causal and reciprocal relationships. Longitudinal studies, case studies, and interorganizational research are presented, including best practices and future directions.
Lauren E. McEntire, PepsiCo, Chair
Tiffany M. Greene-Shortridge, Kenexa, Co-Chair
Julie A. Fuller, Avon Products, Patrick Kulesa, Towers Perrin, Linking Sales Manager Engagement and Performance: Chicken or Egg?
Holly Lam, Valtera Corporation, Scott A. Young, Valtera, William H. Macey, Valtera, A Longitudinal Examination of Employee Engagement and Organizational Financial Performance
Kathleen Frye, Kenexa, Tiffany M. Greene-Shortridge, Kenexa, Erica L. Hauck, Kenexa, Jason Laverty, Kenexa, Personality, Engagement, and Performance…Oh My!
Lauren E. McEntire, PepsiCo, Laura Mastrangelo Eigel, Frito-Lay North America, Arlene P. Green, Frito-Lay, Inc., Kate Malter, PepsiCo, What Does History Tell Us? Organizational Indicators of Engagement
Sara P. Weiner, Kenexa, Discussant
Submitter: Lauren McEntire, lemcentire@yahoo.com
63. Posters: 2:00 PM–2:50 PM
SE Exhibit Hall
Leadership
63-1 Effects of Outcome Framing and Strategic Orientation on Leader Cognition
This study examined the effects of framing outcomes of an organizational problem positively or negatively and applying a promotion or prevention problem-solving strategy on leader cognition. Participants thought about specific outcomes and strategies prior to generating a problem solution and vision. The frame and strategy applied influenced leader performance.
Alison L. Antes, Northern Kentucky University
Michael D. Mumford, University of Oklahoma
Submitter: Alison Antes, antesa1@nku.edu
63-2 Affect, Politics, Satisfaction, and the Role of Leaders
The goal of this study is to further research on affect in the workplace and how common place artifacts of the workplace environment interact with affect. Participants were 507 employees from a large financial services company in Florida. Results supported the hypotheses.
Salar Mesdaghinia, University of Houston
Sara A. Brothers, University of Houston
B. Lindsay Brown, University of Houston
Hung Hoang, University of Houston
L. A. Witt, University of Houston
Submitter: Sara Brothers, sabrothers85@msn.com
63-3 Curvilinear Effects of Leader–Member Exchange on Psychological Well-Being
This study examined the relationship between leader–member exchange (LMX) and psychological well-being. As predicted, the relationship between LMX and well-being was curvilinear in form, as was the interaction of job demands and LMX. In high-demand jobs, high-quality LMX was beneficial for well-being but not in low-demand jobs.
Crystal M. Burnette, Clemson University
Robert R. Sinclair, Clemson University
Mo Wang, University of Maryland
Junqi Shi, Peking University
Submitter: Crystal Burnette, cburnet@clemson.edu
63-4 Blind Spots and Hidden Strengths: Shining Light on Dark Corners of Self-Awareness
This study utilized a wide spectrum of leadership competencies to identify common blind spots and hidden strengths and how they changed across organizational levels. Results indicated that blind spots and hidden strengths change across position levels. Also, blind spots and hidden strengths are carried over to the next position level.
King Yii Tang, Korn/Ferry International
Kenneth P. De Meuse, Korn/Ferry International
J. Evelyn Orr, Korn/Ferry Leadership & Talent Consulting
Victoria V. Swisher, Korn/Ferry Leadership & Talent Consulting
Submitter: Guangrong Dai, daigr@yahoo.com
63-5 Leadership Skills Across Organizational Levels: Bring Together Two Perspectives
In the leadership literature, the continuity perspective posits that jobs at higher levels require all those skills of lower levels. In contrast, the discontinuity perspective contends that upwardly mobile managers need to relinquish some skills at each management transition. Analyses to 360-degree data found the coexistence of the 2 perspectives.
Guangrong Dai, Lominger International
Kenneth P. De Meuse, Korn/Ferry International
Joshua Wu, Korn/Ferry International
Submitter: Guangrong Dai, daigr@yahoo.com
63-6 LMX–Performance Relationship: Examining the Causal Order via Meta-Analysis
Given the ambiguity regarding the factors that bring about LMX–performance relationship (Gerstner & Day, 1997), we conducted a comprehensive review of the literature, employing meta-analytical methods, to clarify the current state of extant research and to quantitatively summarize the relationship among LMX, task performance, and organizational citizenship behaviors.
Robert Davison, Michigan State University
Elizabeth Karam, Michigan State University
Hock-Peng Sin, Michigan State University
Submitter: Robert Davison, davison@bus.msu.edu
63-7 The Moderating Role of Organizational Structure on Charismatic Leadership Effects
In this study we test organizational structure as a moderator of the relationship between charismatic leadership and employee behavior. Results indicate that charismatic leadership has a stronger positive relationship with interpersonal citizenship behavior, organizational citizenship, and constructive resistance in organizations with organic structures as opposed to mechanistic structures.
Scott Dust, Drexel University
Mary Bardes, Drexel University
Christian J. Resick, Drexel University
Submitter: Scott Dust, sd526@drexel.edu
63-8 A Multilevel, Multisource Study of Charismatic Leadership, Gender, and Performance
This study included 289 leaders, 1835 subordinates, and 11,157 unique goals. Results indicated that charismatic leadership behaviors increased subordinate goal attainment to the greatest extent when leaders were men and goals were difficult. Male subordinates of female charismatic leaders attained the least goals, particularly when the goal was difficult.
Brandon A. Fleener, APT
Roya Ayman, Illinois Institute of Technology
James Kemp Ellington, Illinois Institute of Technology
Submitter: James Ellington, kemp.ellington@gmail.com
63-9 Transformational Leadership and Follower Attitudes: The Role of Diversity Climate
Previous research overlooks diversity climate perceptions as an explanatory variable for the impact of transformational leadership in diverse groups. This study supports that transformational leadership is an antecedent to diversity climate perceptions, which accounts for the impact of transformational leadership on organizational commitment and job satisfaction in a military sample.
Kerrin E. George, The University of Georgia
Brian J. Hoffman, The University of Georgia
Kizzy M. Parks, K. Parks Consulting Inc.
Daniel P. McDonald, Defense Equal Opportunity Management Institute
Submitter: Kerrin George, keg0813@uga.edu
63-10 Sharing With Whom? Processes in Internal and External Knowledge Sharing
This study aimed at understanding the processes involved in sharing knowledge within (internal) and outside (external) one’s work group. We found that psychological safety and relational identification with the supervisor mediated the effects of trust in coworkers and leader–member exchange on internal and external knowledge sharing.
Katherine Giuca, Michigan State University
John Schaubroeck, Michigan State University
Abraham Carmeli, Bar-Ilan University
Roy Gelbard, Bar-Ilan University
Submitter: Katherine Giuca, giucakat@msu.edu
63-11 Transformational Leadership: Four Parts or One?
This study was conducted to determine whether it is possible to discriminate among the 4 transformational leadership dimensions using an experimental manipulation of leader behavior via separate vignettes. Results show that participants could not differentiate the transformational leadership dimensions characterizing the leaders described in each of the 4 vignettes.
Milena Guberinic, Queen’s University
Julian I. Barling, Queen’s University
Submitter: Milena Guberinic, milenaguberinic@gmail.com
63-12 A Pattern Approach to Perceptions of Personality and Leader Emergence
This study evaluates the relationship between peer-reported Big 5 personality factors and leader emergence in small, leaderless groups. Analyses uing both the traditional variable approach and the creation of pattern variables (i.e., considering multiple trait variables in unison) show unique relationships of personality with leader emergence.
Mary Margaret Harris, University of Akron
Rosalie J. Hall, University of Akron
Submitter: Mary Margaret Harris, mmh42@zips.uakron.edu
63-13 Investigating the Detrimental Effects of Passive Leadership: A Multiwave Study
In contrast to effective leadership, few studies have focused on the effects passive leadership. This study examines employee reactions to passive leadership. Results suggest that passive leadership increases workplace incivility and reduces organizational identification and citizenship behavior. These effects were mediated by perceived organizational support.
Brian C. Holtz, Rutgers University
Submitter: Brian Holtz, bholtz@camden.rutgers.edu
63-14 A Multilevel Study of Transformational Leadership and Personal Learning
This study examined the effects of transformational leadership on 2 types of personal learning. In addition, task routineness was identified as a moderator of the relationships. Results from a sample of 574 employees in 58 work teams supported beneficial effects of transformational leadership and moderating effects of task routineness.
Yuan Jiang, Indiana University-Purdue University
Susan E. Jackson, Rutgers University
Submitter: Susan Jackson, sjackson@smlr.rutgers.edu
63-15 Supervisors’ Use of Impression Management and Ethical Leadership
We explored the influence of ethical leadership on subordinate work effort and helping behaviors. Supervisor’s use of impression management served as a cross-level moderator. Results indicated the positive relationship between ethical leadership and both work effort and helping behaviors was stronger when the supervisor engaged in impression management.
K. Michele Kacmar, University of Alabama
Dawn S. Carlson, Baylor University
Kenneth J. Harris, Indiana University Southeast
Submitter: K. Michele Kacmar, mkacmar@cba.ua.edu
63-16 How Does Follower Mood Affect Follower Evaluations of Leader Performance?
According to the romance of leadership theory, people tend to attribute organizational performance in terms of leadership. In 2 studies we show that for followers in a sad mood state, performance information has a stronger effect on their evaluation of the leader than for followers in a happy mood state.
Janine A. J. M. Kollée, RSM Erasmus University Rotterdam
Steffen R. Giessner, RSM Erasmus University Rotterdam
Daan van Knippenberg, RSM Erasmus University Rotterdam
Submitter: Janine Kollée, jkollee@rsm.nl
63-17 Charismatic Leadership Influence on Empowered and Less Empowered Followers’ Voice
This study examined how charismatic leader behavior interacting with follower empowerment level would influence follower voice behaviors via charisma attribution. Despite no significant relationship between charismatic leader behavior and voice, leader charisma was found to mediate the interactive effect of charismatic leader behavior and follower empowerment level on voice.
Won Jun Kwak, Purdue University
Submitter: Won Jun Kwak, wkwak@purdue.edu
63-18 Trust, Supportive Leadership, and Organizational Commitment: A Multilevel Analysis
This study assessed the relationships among organizational trust, supportive leadership, and organizational commitment using hierarchical linear modeling (HLM) techniques. Supportive leadership climate was examined at the group level and hypothesized to moderate the relationship between individual-level organizational trust and commitment.
Jenna C. Cox, University of Missouri-St Louis
Vanessa M. Lammers, University of Missouri-St Louis
Deborah Lee, University of Missouri-St. Louis
James A. Breaugh, University of Missouri-St Louis
Submitter: Vanessa Lammers, vanessamarielammers@gmail.com
63-19 Leaders’ Relational Self-Concept: Implications for Mentoring Provided to Followers
137 leader–follower dyads were surveyed to investigate how leaders’ relational self-concept relates to their mentoring. Leaders with stronger relational self-concepts provided more career support to high (vs. low) performing followers. Leaders’ relational self-concept was unrelated to their provision of psychosocial support, irrespective of follower performance.
Laurent M. Lapierre, University of Ottawa
Loren J. Naidoo, Baruch College, CUNY
Silvia Bonaccio, University of Ottawa
Submitter: Laurent Lapierre, lapierre@telfer.uottawa.ca
63-20 Temporal Considerations of Team Leader Emotion Management
There has been an increasing recognition that leaders play a critical role in the emotion management of employees. This paper integrates the largely leader–subordinate conceptualizations of leader emotion management with teams research and research on team temporal dynamics. A conceptual framework and testable propositions are presented.
Kate LaPort, George Mason University
David S. Geller, George Mason University
Submitter: Kate LaPort, kate.laport@gmail.com
63-21 Risks for Leader Derailment: A Unique Contribution Beyond Full-Range Leadership?
Derailed leaders are common and costly. They are also curiously understudied. The majority of research does not distinguish between characteristics of effective versus failed leaders. We investigated whether there is value in studying risks for derailment by examining their contributions over existing leadership taxonomies in predicting career stall.
Rhys J. Lewis, Sigma Assessment Systems Inc.
Julie J. Carswell, Sigma Assessment Systems inc.
Tatjana Ilic, University of Western Ontario
Dragos Iliescu, National School of Political and Administrative Studies
Susan Pepper, University of Western Ontario
Submitter: Rhys Lewis, rlewis@sigmaassessmentsystems.com
63-22 The Effect of Relative LMX on Subordinate’s Job Performance Behaviors
Applying social comparison theory, this study examines the relationship between relative LMX quality (RLMX) and job performance behaviors (JPBs), including task performance and organizational citizenship behaviors. Specifically, RLMX affects supervisory overall justice (SOJ), which is positively related to JPBs. Moreover, self-esteem moderates the relationship between RLMX and SOJ.
Hae Sang Park, Seoul National University
Seokhwa Yun, Seoul National University
Dongkyu Kim, Seoul National University
Heejoon Park, Seoul National University
Submitter: Hae Sang Park, violetaf@snu.ac.kr
63-23 Is It Normal to Lead? Personality, Prototypes, and Leader Emergence
The study attempts to reconcile 2 approaches to understanding leadership emergence: trait theory and social identity theory. Using a new measure of subjective normality, we evaluate whether or not being considered exceptional or weird predict attaining positions of influence above and beyond the Big 5.
Peter D. Harms, University of Nebraska-Lincoln
Ted A. Paterson, University of Nebraska-Lincoln
Dustin Wood, Wake Forest University
Submitter: Ted Paterson, tedapaterson@gmail.com
63-24 Leadership Style and Employee Efficacy
An experiment was conducted to test whether leadership styles (i.e., autonomy-supportive, controlling/directive, and laissez-faire) have different effects on employee attitudes (e.g., self-efficacy). Results indicated that controlling leadership lead to decreased levels of subordinate efficacy after mastery experiences when compared to the other 2 types of leadership.
John Rahael, Central Michigan University
Steven J. Kass, University of West Florida
Samuel Mathews, University of West Florida
Jillian Hobig, Central Michigan University
Brad Tankersley, Central Michigan University
Submitter: John Rahael, JohnRahael@GMail.com
63-25 Self-Other Agreement in Multisource Feedback and Perceived Leader Effectiveness
We hypothesized that the relationship between self-other agreement and leader effectiveness would depend on the source of the comparison (supervisor, peer, direct report) and behavior rated. Data from 732 managers indicated that self-other agreement did not predict leader effectiveness. Unique relationships were revealed, depending on the behavior examined.
Devon Riester, DePaul University
Suzanne T. Bell, DePaul University
Submitter: Devon Riester, driester@vantageleadership.com
63-26 Leadership Lessons of Experience
Experience-based development is now commonly accepted as the best way to develop leaders, but the linkages between leadership experiences and resultant competencies has remained largely untested. Senior leader experience and competency ratings at a Fortune 500 company are used to explore these linkages and are compared with foregoing research.
Christopher C. Roenicke, Self-employed
Paul R. Yost, Seattle Pacific University
Glenna C. Chang, Seattle Pacific University
Jay H. Steffensmeier, Kronos, Inc.
Lori Homer, Microsoft
Submitter: Christopher Roenicke, roenic@spu.edu
63-27 Personality and Leadership: The Effects of Perfectionism
The goal of this study is to highlight the relationship between the positive and negative forms of perfectionism (adaptive and maladaptive, respectively) and various leadership styles. Results show that perfectionism type is related to the style of leadership employed.
Kyle J. Sandell, Colorado State University
Submitter: Kyle Sandell, mks483@ufl.edu
63-28 Exploring an Integrated View of Shared Leadership: Theory Versus Practice
This study explores Morgeson et al.’s (2010) integrated view of shared leadership using a mixed-method approach. The results revealed a traditional, nonshared view of leadership, demonstrating a gap between theory and practice. Qualitative and quantitative insights on when individuals are likely to broaden their different leadership roles are provided.
Sofie Rogiest, University of Antwerp
Jesse Segers, University of Antwerp
Submitter: Jesse Segers, jesse.segers@ua.ac.be
63-29 Are Managers and Leaders Distinguishable?
This study describes the nature of the leadership–management debate and empirically compares the 2 domains. Academy of Management experts mapped 63 competencies onto defined and undefined management and leadership dimensions. Results reveal interpretable patterns of overlap versus uniqueness, suggesting a hybrid codimensional/bidimensional configuration.
Daniel V. Simonet, University of Tulsa
Robert P. Tett, University of Tulsa
Michael G. Anderson, CPP, Inc.
Submitter: Dan Simonet, dvsimonet@gmail.com
63-30 Transformational Leadership in the Midst of Technological Innovation
This study examined the impact of transformational leadership on followers’ attitudinal and behavioral reactions to a large-scale organizational change initiative in multiple schools. Transformational leadership related to various individual-level outcomes, but insufficient power limited our ability to detect group-level effects.
Daniel S. Stanhope, North Carolina State University
Ruchi Patel, North Carolina State University
Submitter: Daniel Stanhope, danstan06@gmail.com
63-31 Subordinates’ Provocation of and Differential Reactions to Abusive Supervision
Drawing upon extant theoretical and empirical research, we examined subordinates’ Neuroticism and task performance as antecedents’ of abusive supervision and the moderating effects of subordinates’ Agreeableness and Extraversion on their interpersonal deviant responses to abusive supervision.
Gang Wang, University of Iowa
Peter D. Harms, University of Nebraska, Lincoln
Submitter: Gang Wang, gang-wang@uiowa.edu
63-32 Personality and Past Experiences as Predictors of Implicit Leadership Theories
This study examined employees’ formation of implicit leadership theories (ILTs). It was found that their past leadership experiences and personalities jointly predicted the formation of ILTs. In addition, one’s hierarchical position affected the formation of ILTs, such that subordinates’ ILTs tended to include a participative style of management.
Candace M. Younkins, Central Michigan University
Terry A. Beehr, Central Michigan University
Submitter: Candace Younkins, younk1cm@cmich.edu
64. Symposium/Forum: 2:00 PM–2:50 PM
Waldorf
Advancing the Research Behind Technological Innovations in Assessment
The use of innovative test item types within personnel selection is growing rapidly; however, there is little empirical research investigating the measurement properties of these technology-enhanced items. Presenters share best practices for development and key research findings regarding the psychometric properties of innovative test item types.
Lisa Teeter, Development Dimensions International, Co-Chair
Evan F. Sinar, Development Dimensions International, Co-Chair
Lisa Teeter, Development Dimensions International, Evan F. Sinar, Development Dimensions International, Aligning 21st Century Measurement With 21st Century Skills
Eric J. Sydell, Shaker Consulting Group, Nikki M. Dudley-Meislahn, Shaker Consulting Group, Marisa Seeds, Shaker Consulting Group, Innovative Item Types in Practice: Challenges, Benefits, and Candidate Reactions
Submitter: Lisa Teeter, lisa.teeter@ddiworld.com
65. Symposium/Forum: 2:00 PM–2:50 PM
International Ballroom South
Individual and Social Influences on Emotional Labor and Performance
Managing emotions at work, or emotional labor, is important for service performance but has health implications. This session identifies individual (work motives and perceived control) and social (unit-level norms, comfort with cultural diversity) factors that influence how employees manage their emotions and their resulting performance and exhaustion.
Alicia A. Grandey, Pennsylvania State University, Co-Chair
Su Chuen Foo, Pennsylvania State University, Co-Chair
Sarina M. Maneotis, Pennsylvania State University, Alicia A. Grandey, Pennsylvania State University, Patricia E. Grabarek, Pennsylvania State University, Autumn D. Krauss, Kronos Talent Management Division, Work Motives and Emotional Labor: Not Just for a Wage
Helena Hong, University of New South Wales, Markus Groth, University of New South Wales, Anya Johnson, University of New South Wales, In Sickness and Health: The Moderating Role of Personal Control
Alicia A. Grandey, Pennsylvania State University, Su Chuen Foo, Pennsylvania State University, Markus Groth, University of New South Wales, Robyn E. Goodwin, University of New South Wales, Free to Be: Recovering From Emotional Labor With Authenticity Climate
Andrea Silke McCance, University of Illinois at Urbana-Champaign, Emotional Labor in Intercultural Service Encounters
Submitter: Su Chuen Foo, sxf923@psu.edu
66. Posters: 2:30 PM–3:20 PM
Williford C
Thursday Theme Track: Managing HR for Sustainability Poster Session
66-1 Greener Pastures: Developing Career Exploration Tools for Green Jobs
This study documents the development of scales designed to measure green interests and green values for the purpose of career exploration. Item-level comparisons were made between a self-reported environmentalist sample and a normative sample. Results are discussed with regard to scale development and validation.
Michael G. Anderson, CPP, Inc.
Nicole Herk, CPP, Inc.
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-2 Saving Daylight, Losing Motivation: Daylight Saving Time and Workplace Loafing
Daylight saving time (DST) is intended to reduce energy consumption and increase commerce. However, we argue that switching to DST can affect white-collar workers’ motivation. Results from 4 studies illustrate that switching to DST leads employees to work less and cyberloaf more on the Monday following the switch to DST.
David T. Wagner, Singapore Management University
Christopher M. Barnes, U. S. Military Academy
Vivien Kim Geok Lim, National University of Singapore
Lance Ferris, Singapore Management University
Submitter: David Wagner, dwagner@smu.edu.sg
66-3 Employee Green Behaviors: Comparisons Across Seven GLOBE Cultural Clusters
Environmental sustainability is increasingly being incorporated into missions of organizations around the world. The objective of this research was to examine individual-level employee green behaviors across multiple cultural and geographic regions of the world. Data were gathered from individual employees of multiple organizations in 7 GLOBE clusters. The investigation focused on actual behaviors of employees related to their work activities or performed in work settings.
Andrew Biga, Procter & Gamble
Stephan Dilchert, Baruch College
A. Silke McCance, Proctor & Gamble
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-4 Self-Initiated Expatriates: Predictors and Outcomes for Their Success
This paper presents a theoretical framework for self-initiated expatriation, focusing on highly skilled migrants from emerging economies. Their expatriation success as the core construct encompasses 3 dimensions: cultural adjustment, social links, and career success. Organizational and personal predictors as well as outcomes are illustrated. Directions for future research are outlined.
Lan Cao, Leuphana University of Lueneburg
Andreas Hirschi, Leuphana University of Lueneburg
Jürgen Deller, Leuphana University of Lueneburg
Submitter: Andreas Hirschi, hirschi@leuphana.de
66-5 The Effect of Perceived CSR on Employee Commitment Across Cultures
This study investigated the moderating effect of several GLOBE cultural value dimensions on the relationship between employees’ perceptions of their company’s social responsibility on their affective commitment in a HLM framework among a sample from a multinational IT company. Results showed significant moderations by several cultural values. Implications are discussed.
Sven-Oliver Spiess, University of Mannheim
Karsten Mueller, University of Mannheim
Keith Hattrup, San Diego State University
Natascha Hausmann, University of Mannheim
Submitter: Sven-Oliver Spiess, svspiess@mail.uni-mannheim.de
66-6 Age Differences in Green Work Behaviors Across Eleven Countries
The relationship between worker age and environmentally sustainable work behaviors were examined in 11 countries. Overall, age was mostly unrelated to employee green behaviors, but older workers performed more avoiding harm-to-the-environment behaviors than younger workers. The nature of the age–green behavior relationship varied by country.
Brenton M. Wiernik, University of Minnesota
Deniz S. Ones, University of Minnesota
Stephan Dilchert, Baruch College
Andrew Biga, Procter & Gamble
Submitter: Brenton Wiernik, wiern001@umn.edu
66-7 A Meta-Analysis of Gender Differences in Green Workplace Behaviors
A meta-analysis of gender differences in pro-environmental workplace behaviors is presented. The average corrected effect size across 43 samples and 30,169 employees was d = -.09, indicating that women on average were slightly more likely to perform pro-environmental behaviors than men. Results are presented and discussed for world’s cultural regions.
Rachael Klein, University of Minnesota
Deniz S. Ones, University of Minnesota
Stephan Dilchert, Baruch College
Andrew Biga, Procter & Gamble
Submitter: Rachael Klein, klein674@umn.edu
66-8 Elaborating the Role of Proactive Personality in Employee Creativity
This study explored the psychological and social exchange mechanisms by which proactive personality influences creativity. Results indicated that both leader–member exchange and psychological empowerment mediated the proactive personality-creativity association and that there was a cross-level moderating effect of team climate on the relationship between proactive personality and creativity.
Zhu Jinlong, National University of Singapore
Wang Nan, National University of Singapore
Submitter: Jinlong Zhu, derkzjl@gmail.com
66-9 Age and Environmental Sustainability: A Meta-Analysis
Much research has shown that older and younger individuals hold different environmental attitudes and perform different kinds and amounts of environmental behaviors. The strength and direction of these relationships has been inconsistent across studies, however. If organizations seek to encourage their employees to be more environmentally responsible, understanding how the age composition of their workforce will affect their efforts will be imperative. Based on the different attitudes and behaviors different age groups hold and perform, organizations can adapt their environmental interventions according to the age distribution of their employees.
Brenton M Wiernik, University of Minnesota
Deniz S. Ones, University of Minnesota
Stephan Dilchert, Baruch College
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-10 Environmentally Friendly Employee Behaviors: Convergence of Self-Reports and Supervisory Ratings
Investigations into the overlap between self-reported and other-rated criterion information have previously been conducted in the domains of job performance and counterproductivity, among others. This poster presents the first study of self-other convergence for criterion measures of environmental sustainability at work. Participants were 278 employees of a mid-sized consumer goods company and their supervisors across several locations in the U.S. Employees provided self-reports on a scale of environmental reputation and a separate checklist of pro-environmental behaviors engaged in at work. Supervisors rated employees on the same scales.
Stephan Dilchert, Baruch College
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-11 Green Company Rankings and Reporting of Pro-Environmental Efforts in Organizations
We examined the number and types of pro-environmental behaviors reported by the 2009 Top 500 Green U.S. Companies on their corporate Web sites. Several thousand behaviors were collected from corporate Web sites and categorized into Ones and colleagues’ (2009) behavioral taxonomic clusters of avoiding harm, sustainable work, conserving, influencing, and taking initiative. Relationships of number and categories of pro-environmental behaviors with the green rankings were examined.
Susan D’Mello, University of Minnesota
Deniz S. Ones, University of Minnesota
Rachael Klein, University of Minnesota
Brenton M. Wiernik, University of Minnesota
Stephan Dilchert, Baruch College
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-12 Functional Motives for Environmental Behaviors: Findings From European Countries
Previous research has identified the functional motives associated with employee green behaviors in the United States. Several categories of green motives shed light on why employees engage in environmentally friendly behaviors. In addition to environmental benefits, these motives include cost and health benefits among others. Using a critical incidents methodology, this paper examined functional motives reported from European work environments.
Lauren Hill, University of Minnesota
Rachael Klein, University of Minnesota
Brenton M. Wiernik, University of Minnesota
Deniz S. Ones, University of Minnesota
Stephan Dilchert, Baruch College
Susan D’Mello, University of Minnesota
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-13 Work Engagement in Nursing: Transform-ational Leadership and Feelings of Competence
In a sample of 125 Flemish nurses, we found that transformational leadership predicted work engagement 18 months later. In addition, our results show that feeling of competence mediates this relationship.
Hanne Lootens, Ghent University
Peter Vlerick, Ghent University
Submitter: Hanne Lootens, hanne.lootens@ugent.be
66-14 The Parallel Challenges of Going Green and Promoting Safety: Perspectives From Small Construction Businesses
The challenges of both occupational safety and health and environmental sustainability require large-scale behavior change for meaningful improvements to occur. Environmental sustainability, or the “green movement” has received far more attention recently, and certain strategies and recommendations from interventions designed for promoting pro-environmental behaviors may inform efforts to intervene on critical behaviors for improving occupational safety and health.
Thomas Cunningham, National Institute for Occupational Safety and Health
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-15 Green Jobs: Environmental Benefits of the Virtual Office
The purpose of this study is to quantify the indirect monetary and environmental savings that result from the implementation of an at-home remote work program for over 500 employees. These employees all previously worked at the exact same location and are now working out of a home office doing the same job. The sample includes over 350 employees for a Fortune 500 financial services firm.
Lance Andrews, Previsor, Inc.
Stephanie R. Klein, PreVisor, Inc.
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-16 To Fly or Not to Fly: Motivational Barriers to Sustainable Corporate Travel
Previous research has indicated 2 interesting results which, when juxtaposed, indicate the need for further investigation. First, flying is a behavior that people underestimate in terms of its environmental impact (Manning, et al., 2008). Second, of a wide set of sustainability-related behaviors, flying is clearly one that people have not attempted to reduce either for work or private purposes (Amel, et al., 2009). Until aviation technology reduces reliance on fossil fuel and significantly reduces greenhouse gas emissions, organizational processes and behavior change will be a key factor in reducing a company’s environmental footprint.
Elise L. Amel, University of St. Thomas
B. A. Scott, Macalester College
Christie M. Manning, Macalester College
Jake W. Forsman, University of St. Thomas
C. R. Huber, University of St. Thomas
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-17 Leading Organizational Change: Embracing Energy Conservation and Sustainability
Organizations must become socially responsible, adopting energy sustainability and conservation practices. We integrated and extended Kotter’s (1995) change model with Doppelt’s (2003a) sustainability solutions to develop an 8-step model that describes how a K–12 public school district transformed itself into a national leader in sustainability building design and energy management.
Zinta S. Byrne, Colorado State University
Jeni Cross, Colorado State University
Michelle Lueck, Colorado State University
Christy Smith, Colorado State University
Christa E. Palmer, Colorado State University
Bill Franzen, Sage2, LLC
Stuart Reeve, Poudre School District
Submitter: Zinta Byrne, zinta.byrne@colostate.edu
66-18 Development of the Employee Green Motives Scale
The Employee Green Motives Scale was developed for assessing employee motives for engaging in green and ungreen workplace behaviors. Previously identified functional motives were used to generate items to assess employee green motives, and data were gathered from working individuals to develop and refine a scale with applied utility. This scale will allow researchers and practitioners to assess employee motives and design workplace interventions accordingly for organizations interested in being more sustainable.
Rachael Klein, University of Minnesota
Deniz S. Ones, University of Minnesota
Stephan Dilchert, Baruch College
Brenton M. Wiernik, University of Minnesota
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-19 Attracting Talent Through “Green” Business Practices: A Theoretical Model
We developed a model explaining why job seekers are attracted to organizations known for their “green” business practices. Grounded in recruitment theory and research, the model delineates 3 mechanisms: value fit, signals about expected working conditions, and organizational reputation. We review extant empirical evidence and implications for research and practice.
David A. Jones, University of Vermont
Chelsea R. Willness, University of Saskatchewan
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
66-20 Green Business Practices: Doing Good and Looking Good
Job seekers tend to be attracted to companies known for their environmentally conscious business practices. Based on social identity theory, we test whether job seekers are attracted by green business practices because they believe it increases the organization’s prestige. Mediation analyses of data collected from 240 active job seekers supports our hypothesis.
Chelsea R. Willness, University of Saskatchewan
Derek S. Chapman, University of Calgary
David A. Jones, University of Vermont
Submitter: Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
67. Symposium/Forum: 3:30 PM–4:50 PM
Boulevard AB
Interdisciplinary Insights Into Virtual Organizational Effectiveness
Increasing globalization and rapid advances in technology have led to a reliance on virtual technology as a means for supporting workplace interaction. This symposium brings together 4 studies from a variety of settings examining the factors that underpin successful collaboration in virtual environments.
Jessica Mesmer-Magnus, University of North Carolina-Wilmington, Co-Chair
Peter Seely, University of Central Florida, Co-Chair
Jessica Mesmer-Magnus, University of North Carolina-Wilmington, Leslie A. DeChurch,
University of Central Florida, Peter Seely, University of Central Florida, Toshio Murase, University of Central Florida, Erin D. Cooke, University of North Carolina-Wilmington, The Impact of Virtuality on Team Effectiveness: A Meta-Analytic Integration
Noshir Contractor, Northwestern University, Meikuan Huang, Northwestern University, Yun Huang, Northwestern University, Drew Margolin, University of Southern California, Katherine Ognyanova, University of Southern California, Cuihua Shen, University of Southern California, The Effects of Diversity and Repeat Collaboration on Team Performance
Michael R. Kukenberger, University of Connecticut, John E. Mathieu, University of Connecticut, John Cordery, University of Western Australia, Bradley Kirkman, Texas A&M University, Benson Rosen, University of North Carolina, Knowledge Processes in Virtual Organizational Communities of Practice
Naim Kapucu, University of Central Florida, Vener Garayev, University of Central Florida, Design, Development, and Sustainability in Functionally Collaborative Virtual Organizations
Submitter: Peter Seely, seely.peter@gmail.com
68. Symposium/Forum: 3:30 PM–5:20 PM
Boulevard C
Organizational Feedback: Encouraging It, Seeking It, and Using It!
The importance of feedback on both employee and organizational functioning cannot be ignored. The studies in this symposium expand the literature on both the feedback environment and feedback-seeking behaviors in organizational samples by introducing unique variables into classic frameworks. Implications and future directions will be discussed.
Allison S. Gabriel, University of Akron, Co-Chair
Paul E. Levy, University of Akron, Co-Chair
Allison S. Gabriel, University of Akron, Paul E. Levy, University of Akron, Adam W. Hilliard, Select International, Noelle B. Frantz, University of Akron, Psychological Empowerment and Resilience as Mediators of the Feedback Environment
Michiel Crommelinck, Ghent University, Toon Devloo, Ghent University, Frederik Anseel, Ghent University, A Process Model Relating Feedback Environment to Innovative Work Behavior
Charlene Alayne Bogle, Florida Institute of Technology, Lisa A. Steelman, Florida Institute of Technology, An Integrative Model of the Feedback Environment
Jason Dahling, The College of New Jersey, Alison L. O’Malley, Butler University, Samantha Le Chau, Novo Nordisk Inc., Moderating Effects of Image Enhancement Motives on Feedback-Environment Outcomes
Mary S. de Luque, Thunderbird, The Garvin School of International Management, Glendale, Susan J. Ashford, University of Michigan, Melody L. Wollan, Eastern Illinois University, Katleen De Stobbeleir, Vlerick Leuven Gent Management School, Seeking From the Top: CEO Feedback Seeking and Firm Performance?
James L. Farr, Pennsylvania State University, Discussant
Submitter: Allison Gabriel, allison.gabriel@gmail.com
69. Symposium/Forum: 3:30 PM–5:20 PM
Continental A
Enterprise-Wide Competency Management: How to Train Your Competency Dragon
Applying competency models as the basis for enterprise-wide human capital systems presents a unique set of challenges (e.g., developing a common lexicon). Practitioners will discuss the challenges and proposed solutions for the development and implementation of successful enterprise-wide competency management systems/programs.
Suzanne E. Juraska, PDRI, Chair
Tiffany M. Bennett, PDRI, Ryan Shaemus O’Leary, PDRI, Julie A. Agar, PDRI, Development of an Enterprise Competency Model for a Technical Agency
Deborah M. Wharff, National Security Agency, Suzanne E. Juraska, PDRI, Eugene Trombini, University at Albany, SUNY, Enterprise Competency Management for Workforce Development at NSA
Craig R. Dawson, PreVisor, Inc., Sarah S. Fallaw, PreVisor, Competency Model Management: Satisfying Complex and Divergent Purposes
Kerri L. Ferstl, Personnel Decisions Research Institutes, George Montgomery, American Express, Lance Andrews, Previsor, Inc., Global and Functional Sales Competencies at American Express
Gary W. Carter, PDRI, Discussant
Submitter: Suzanne Juraska, suzanne.juraska@pdri.com
70. Panel Discussion: 3:30 PM–5:20 PM
Continental B
Recommendations of a Technical Advisory Committee on Adverse Impact Analysis
The analysis of adverse impact in employment decisions continues to be a probative issue in litigation and EEOC/OFCCP enforcement. This past year the Center for Corporate Equality assembled a technical advisory committee on adverse impact analysis to identify a series of best practices. This panel will review TAC recommendations.
David Cohen, DCI Consulting Group, Co-Chair
Eric M. Dunleavy, DCI Consulting Group, Co-Chair
Mike G. Aamodt, DCI Consulting Group, Panelist
Mary Baker, ERS Group, Panelist
John Geier, Paul, Hastings, Janofsky & Walker LLP, Panelist
Lorin M. Mueller, American Institutes for Research, Panelist
Mickey Silberman, Jackson Lewis LLP, Panelist
Evan F. Sinar, Development Dimensions International (DDI), Panelist
Submitter: Eric Dunleavy, edunleavy@dciconsult.com
71. Symposium/Forum: 3:30 PM–4:50 PM
Continental C
Who Can Get and Keep a Job? Understanding Employability
The economic downturn and high rates of unemployment highlight the topic of how to get and keep a job. Although bright, white men with advanced degrees from prestigious universities should have an edge, a surprising number are unemployed. This symposium examines some causes of unemployment beyond IQ and education.
Robert T. Hogan, Hogan Assessment Systems, Chair
Robert T. Hogan, Hogan Assessment Systems, High Potentials Who Fail
Tomas Chamurro-Premuzic, Goldsmiths College, The “Hidden Genius” Project: Why Gifted People Fail
Robert B. Kaiser, Kaplan DeVries Inc., What Executive Selection Committees Want, for Better or Worse
Gordon J. Curphy, Self-employed, Discussant
Submitter: Robert Hogan, rhogan@hoganassessments.com
72. Symposium/Forum: 3:30 PM–4:50 PM
International Ballroom South
Applications of Social Media in the Workplace
The use of social media in organizations is increasing as employers are realizing its benefits. This forum will add to the scant knowledge in this area by uncovering the state of social media use in organizations as well as best practices for using it to impact organizational effectiveness.
Sanja Licina, Personified, Chair
Tom Woodrick, Towers Watson, Co-Chair
Emily Twichell, Personified, Co-Chair
Catherine Beagan, RBC, Co-Chair
Tom Woodrick, Towers Watson, Matthew Deruntz, Towers Watson, Patrick Kulesa, Towers
Watson, New Communication Technologies: A Global Study of Usage and Impact
Emily Twichell, Personified, Sanja Licina, Personified, The Role of Social Media in Enhancing Branding and Recruitment
Catherine Beagan, RBC, Connecting Across Organizational and Geographic Boundaries: Social Networking at RBC
Submitter: Emily Twichell, etwichel@gmail.com
73. Panel Discussion: 3:30 PM–5:20 PM
Joliet
Improving (Not Maintaining) Employee (Re) Engagement Through a Recession
The panel will discuss best practices associated with building successful engagement programs during good times that excel in bad times and will cover key questions associated with building and evolving programs that insure organizational success. The panelists bring varied consulting, organizational, and government/educational experiences and backgrounds to this timely topic.
Jared D. Lock, Carr & Associates, Chair
Amy M. Bladen, Leadership Variations, Panelist
Jared D. Lock, Carr & Associates, Panelist
Charley C. Morrow, Sage Assessments Inc, Panelist
Damian J. Stelly, JCPenney Co. Inc., Panelist
Tom Walk, MetLife, Panelist
Submitter: Jared Lock, Jared.Lock@CarrAssessment.com
74. Panel Discussion: 3:30 PM–4:50 PM
Lake Erie
The Unwieldy World of Teams: Teamwork Issues in Applied Settings
Because teamwork is an essential component of today’s businesses, it is important to have a clear understanding of how teamwork is defined and measured. However, in reviewing team research, inconsistencies in its measurement remain. This panel presents issues to organizations and practitioners interested in optimizing teamwork in applied contexts.
Lacey L. Schmidt, EASI/Wyle Labs-NASA JSC, Co-Chair
Cristina Rubino, University of Houston, Co-Chair
John E. Mathieu, University of Connecticut, Panelist
Eduardo Salas, University of Central Florida, Panelist
Ruth Kanfer, Georgia Institute of Technology, Panelist
John R. Hollenbeck, Michigan State University, Panelist
Submitter: Cristina Rubino, rubino003@hotmail.com
75. Roundtable Discussion/Conversation Hour: 3:30 PM–4:50 PM
Lake Huron
Researching I-Os: What Happens When We Work Remotely?
This roundtable/conversation hour discussion will share the experiences of practicing I-O psychologists that work in remote positions and how expertise intersects with personal experience. The effect of being remote on managing employees, social interaction, onboarding, and teamwork will be discussed. Strategies for success in remote situations will also be covered.
Paul D. DeKoekkoek, PreVisor, Host
Darrin Grelle, PreVisor, Host
Amie D. Lawrence, Select International, Host
Tracey Tafero, Select International, Host
Submitter: Paul DeKoekkoek, pdekoekkoek@previsor.com
76. Panel Discussion: 3:30 PM–4:50 PM
Lake Michigan
Work–Family Research: The Crossroads
This panel brings together 6 international work–family researchers to discuss theoretical and methodological challenges currently facing the field. Topics to be discussed include theory development and application, issues of understudied populations, methodological issues, the role of cross-cultural and interdisciplinary research, as well as emerging innovative research.
Russell A. Matthews, Louisiana State University, Chair
Tammy D. Allen, University of South Florida, Panelist
Julian I. Barling, Queen’s University, Panelist
Lillian T. Eby, The University of Georgia, Panelist
Jeffrey H. Greenhaus, Drexel University, Panelist
Ellen E. Kossek, Michigan State University, Panelist
Steven A. Y. Poelmans, IESE Business School, Panelist
Submitter: Russell Matthews, Matthews@lsu.edu
77. Symposium/Forum: 3:30 PM–4:20 PM
Lake Ontario
Overhauling Hiring Methodologies: Unproctored, Automated Assessment in Federal Hiring Reform
In May 2010, President Obama signed a memorandum calling for a major overhaul of one of the largest hiring systems in the world. This symposium discusses how unproctored, automated assessments are being used as part of a nationwide testing program to improve the quality of hires and reduce hiring times.
Ryan Shaemus O’Leary, Personnel Decisions Research Institutes, Co-Chair
Anne M. Hansen, Personnel Decisions Research Institutes, Co-Chair
Jone Papinchock, U.S. Office of Personnel Management, Andrea Bright, U.S. Office of Personnel Management, Bernard J. Nickels, U.S. Office of Personnel Management, Ryan Shaemus O’Leary, Personnel Decisions Research Institutes, Lessons Learned From the Use of Assessments in Government
Ryan Shaemus O’Leary, Personnel Decisions Research Institutes, Bernard J. Nickels, U.S. Office of Personnel Management, Charles Thompson, U.S. Office of Personnel Management, Jone Papinchock, U.S. Office of Personnel Management, Anne M. Hansen, PDRI, Janis S. Houston, Personnel Decisions Research Institutes, Jeff W. Johnson, Personnel Decisions Research Institutes, Robert J. Schneider, Personnel Decisions Research Institutes, Anthony S. Boyce, Aon Consulting, Michael C. Heil, Aon Consulting, Development of Professional and Administrative Assessments Supporting Hiring Reform
Laurie E. Wasko, HumRRO, Tara Ricci, U.S. Office of Personnel Management, Dan J. Putka, HumRRO, Administration of Assessments for Clerical Occupations Supporting Hiring Reform
Elaine D. Pulakos, Personnel Decisions Research Institutes, Discussant
Brian S. O’Leary, U.S. Office of Personnel Mgmt, Discussant
Submitter: Anne Hansen, anne.hansen@pdri.com
78. Panel Discussion: 3:30 PM–4:50 PM
Marquette
The Use of Employee Surveys to Manage Organizational Culture
Faced with rapid change and a globally competitive economy, increased focus has been placed on organizational culture as a means of aligning employees around common expectations and values. From a theoretical and practical perspective, panelists will discuss the effective use of employee surveys in monitoring and managing culture.
Lise M. Saari, New York University, Chair
Steve Denault, Country Financial, Panelist
Christine Fernandez, Starwood Hotels and Resorts, Panelist
Mark Kammerdiener, Vi, Panelist
Allen I. Kraut, Baruch College/Kraut Associates, Panelist
Mark Royal, Hay Group, Panelist
Submitter: Juran Hulin, Juran.Hulin@haygroup.com
79. Symposium/Forum: 3:30 PM–5:20 PM
Northwest 1
Personality Assessment in Law Enforcement
The intense psychological job demands and life/death responsibilities imposed on law enforcement officers, coupled with the high-stakes consequences of poor performance, imply that personality is an important component of job performance. This symposium addresses current findings and approaches for assessing personality as a part of the law enforcement selection process.
Ronald C. Page, Assessment Associates International, Chair
Deniz S. Ones, University of Minnesota, Chockalingam Viswesvaran, Florida International University, Stephan Dilchert, Baruch College, Michael J. Cullen, Personnel Decisions Research Institutes, Meta-Analyses of Integrity and Personality Measures for Law Enforcement
Shelley W. Spilberg, California Commission on POST, Personality and Psychological Assessment of California Peace Officer Candidates
Robert Davis, Matrix Inc., The Matrix-Predictive Uniform Law Enforcement Selection Evaluation Inventory
Ronald C. Page, Assessment Associates International, Personality Predictors of Leadership in Law Enforcement
Rick R. Jacobs, Pennsylvania State University, Discussant
Submitter: Ronald Page, ronald.page@aai-assessment.com
80. Symposium/Forum: 3:30 PM–5:20 PM
Northwest 5
“I” Meets “O”: Assessment-Driven Leadership Development and Talent Management
In this session, 5 organizations will discuss the intersection of the “I” and “O” sides of I-O psychology, especially as it relates to using empirical evidence such as psychometric assessments (traditionally seen as more “I”) to inform more macro-organizational decisions like leadership development and talent management (more “O”).
Aarti Shyamsunder, Infosys Leadership Institute, Chair
Jane B. (Brodie) Gregory, Procter & Gamble, Andrew Biga, Procter & Gamble, Robert E. Gibby, Procter & Gamble, Andrea Silke McCance, University of Illinois at Urbana-Champaign, Adam J. Massman, Michigan State University, Strategic Use of Organizational Competency Models for Integrated Leadership Development
Samantha Le Chau, Novo Nordisk Inc., Rebecca G. Schoepfer, Novo Nordisk Inc., Leveraging Assessment to Drive Development: It’s a Matter of FACT!
Matt Barney, Infosys Leadership Institute, Siddharth Patnaik, Infosys Leadership Institute, Aarti Shyamsunder, Infosys Leadership Institute, The Leadership Journey Series: A New Kind of Leadership Assessment
Patricia M.G. O’Connor, Wesfarmers, Ltd, Recognizing Developmental Evidence: Implications for Leadership Development Program Design
Tanya Brubaker Kiefer, Bristol-Myers Squibb, Lauren Brescia, Bristol-Myers Squibb, We’re Not in Kansas Anymore: Leveraging Assessments for Talent Strategy
David V. Day, University of Western Australia, Discussant
Submitter: Aarti Shyamsunder, aarti_shyamsunder@infosys.com
81. Community of Interest: 3:30 PM–4:50 PM
PDR 2
Developing an HR Strategy
Kenneth G. Brown, University of Iowa, Host
Leslie W. Joyce, Novelis, Host
John J. Donovan, Rider University, Coordinator
82. Posters: 3:30 PM–4:20 PM
SE Exhibit Hall
Personality
82-1 Multisource Ratings and Political Skill: An Evaluation of Measurement Equivalence
This study examines political skill from multiple rating sources. Confirmatory factor analysis was used to examine measurement equivalence between rating sources. Results indicate measurement equivalence for self-supervisor comparisons but not for self-peer and peer-supervisor comparisons. In addition results indicated some differences between self- and supervisor ratings of political skill.
Christina M. Banister, University of Missouri-St. Louis
Cari L. Rottman, University of Missouri-St. Louis
John P. Meriac, University of Missouri-St. Louis
Submitter: Christina Banister, christina.banister@gmail.com
82-2 Publication Bias and the Validity of the Big Five
The Big 5 validity data from Hurtz and Donovan (2000) were analyzed to assess the presence and extent of publication bias. Evidence consistent with an inference of publication bias was found for Conscientiousness but not necessarily for the other Big 5 traits.
Sven Kepes, Virginia Commonwealth University
Michael A. McDaniel, Virginia Commonwealth University
George Banks, Virginia Commonwealth University
Gregory M. Hurtz, California State University-Sacramento
John J. Donovan, Rider University
Submitter: George Banks, banksgc@vcu.edu
82-3 A Method Factor Measure of Self-Concept
A method factor indicated by Big 5 items was found to correlate negatively with a common measure of depression and positively with a common measure of self-esteem. This suggests that the method factor, previously used to assess faking, may represent a more general characteristic of self-concept.
Michael Biderman, University of Tennessee-Chattanooga
Nhung T. Nguyen, Towson University
Christopher J. L. Cunningham, University of Tennessee-Chattanooga
Submitter: Michael Biderman, Michael-Biderman@utc.edu
82-4 Goal Orientation: What Are the Latent Factors?
Utilizing the 3 most prominent measures, this study examines the historical evolution of the construct of goal orientation. Overall, although each of the measures (i.e., 2 factor, 3 factor, and 4 factor) individually demonstrates the appropriate factor pattern, together they suggest an incorrect shift from trait measurement to behavioral preference evaluation.
Sarah C Bienkowski, SWA Consulting, Inc.
Mark C. Bowler, East Carolina University
Submitter: Mark Bowler, bowlerm@ecu.edu
82-5 Triple-Dissociation of Two Implicit and One Explicit Aggressiveness Measures
A triple dissociation of aggressive personality processes was found for 2 implicit measures, the CRT and the IAT, and 1 explicit measure, the NEO. They were uncorrelated and predicted different behaviors. Incentive conditions moderated explicit but not implicit predictions. This suggests multiple nonconscious processes involved in personality.
Charles K. Brooks, Georgia Institute of Technology
Submitter: Charlie Brooks, charliebrooks@gatech.edu
82-6 Interpersonal Aggression as a Function of Personality and Gender
Researchers used a team task setting to investigate whether gender interacted with narcissism, Neuroticism, and Agreeableness to affect physical interpersonal aggression (measured with the amount of hot sauce a participant administered to failing confederate partner) in 105 participant–confederate pairs. Main effects of gender and personality were also examined.
Christine M. Casper, Wayne State University
Phoebe S. Lin, Wayne State University
Kevin Thomas Wynne, Wayne State University
Rebecca J. Early, Wayne State University
Keith Zabel, Wayne State University
Kimberly E. O’Brien, Central Michigan University
Submitter: Christine Casper, ccasper@wayne.edu
82-7 Criterion Validity of Eight Short Measures of Big Five Personality
Data from 437 employees illustrates that substantial variance in criteria remain unexplained when using short (single item, 2 item) as opposed to longer (6 to 8 item) measures of personality traits. Data from a second sample of 355 undergraduates suggest that some scales may, sometimes, perform as well as slightly longer scales.
Marcus Crede, University at Albany-SUNY
Peter D. Harms, University of Nebraska, Lincoln
Sarah Niehorster, University at Albany-SUNY
Andrea Gaye, University at Albany-SUNY
Submitter: Marcus Crede, mcrede@albany.edu
82-8 Trait Self-Control at Work: Relating Self-Control to Contextual Performance
The relationship between self-control and contextual performance was investigated in 2 samples. Employees filled out questionnaires regarding stop control, start control, organizational citizenship behavior, personal initiative, and proactive coping in Study 1; counterproductive work behavior was added in Study 2. Results show that self-control is significantly related to contextual performance.
Benjamin J. de Boer, Erasmus University, Rotterdam
Edwin A. J. Van Hooft, University of Amsterdam
Arnold B. Bakker, Erasmus University, Rotterdam
Submitter: Benjamin de Boer, deboer@fsw.eur.nl
82-9 Jerks at Work: Interactions and Intersections of Disagreeableness and Neuroticism
Study 1 results showed that the statistical interaction of Agreeableness and Emotional Stability accounted for incremental validity beyond the main effects in predicting interpersonal deviance. Study 2 showed that the circumplex intersection between Agreeableness and Emotional Stability, calmness and pleasantness, accounted for incremental validity beyond the interaction and main effects.
David S. DeGeest, University of Iowa
Michael K. Mount, University of Iowa
Submitter: David DeGeest, david-degeest@uiowa.edu
82-10 Predicting Corrective Action Procedure Requests in Nuclear Power Plant Employees
This study attempts to predict which employees at a nuclear power plant will file an insignificant corrective action procedure (CAP) request using scores on a measure of aggression. Aggression was measured using the Conditional Reasoning Test for Aggression, and CAP data were gathered from company archives over a 12-month period.
Justin A. DeSimone, Georgia Institute of Technology
Robert Cookson, Georgia Institute of Technology
Submitter: Justin DeSimone, gth858s@mail.gatech.edu
82-11 The Perceived Social Desirability of Responses to Personality Items
Ratings of perceived desirability of each possible response to items from the HEXACO-PI were obtained in the context of applying for 1 of 4 job types. Results suggested that perceived desirability of different levels of traits depended on both the content of the item and the type of job.
Patrick D. Dunlop, University of Western Australia
Amelia Telford, University of Western Australia
David L. Morrison, University of Western Australia
Submitter: Patrick Dunlop, patrick.dunlop@uwa.edu.au
82-12 A Comparison of General and Context-Specific Personality Traits Over Time
A student sample was used to compare context-specific and general personality over 8 weeks. Both context-specific and general personality incrementally predicted change of several criteria. In addition, we examined the context-specific–general personality relationship. In general, a unidirectional relationship was found in which context-specific personality predicted change in general personality.
Kevin J. Eschleman, Air Force Research Laboratory
Nathan A. Bowling, Wright State University
Gary N. Burns, Wright State University
Submitter: Kevin Eschleman, kevin.eschleman@wright.edu
82-13 A Meta-Analysis of the Neutral Objects Satisfaction Questionnaire (NOSQ)
This study is a meta-analysis of the Neutral Objects Satisfaction Questionnaire (NOSQ). The NOSQ was associated with affective-oriented dispositions, subjective well-being, and job satisfaction. In addition, the NOSQ was more strongly associated with broad forms of well-being and explained unique variance in job satisfaction after controlling for affective-oriented dispositions.
Kevin J. Eschleman, Air Force Research Laboratory
Nathan A. Bowling, Wright State University
Submitter: Kevin Eschleman, kevin.eschleman@wright.edu
82-14 Personality Correlates With Business Outcomes in Developing Countries
This research examines links between personality and business success in developing countries. Our results show that personality impacts business success and provide an example of how research can link traditional I-O fields of study (e.g., personality and entrepreneurship) with real-world business outcomes at the organizational level.
Jeff Foster, Hogan Assessment Systems
Bailey Klinger, Harvard University
Submitter: Jeff Foster, jfoster@hoganassessments.com
82-15 How Do Real Applicants Who Are Fakers Compare to Nonfakers?
Individual differences between applicants who faked a personality measure versus applicants who did not fake were examined using a sample of real applicants. Results showed that fakers had significantly lower levels of integrity and self-efficacy, and were significantly higher in external locus of control and counterproductive work behaviors than nonfakers.
Amy Gammon, Florida Institute of Technology
Richard L. Griffith, Florida Institute of Technology
Mei-Chuan Kung, Select International, Inc.
Submitter: Amy Gammon, gammona@gmail.com
82-16 Not Much More Than Neuroticism: A Meta-Analysis of Neuroticism Facets
Neuroticism has traditionally exhibited low correlations with job performance. However, it is possible that more promising correlations between Neuroticism and performance may be revealed if Neuroticism is studied at an increased level of specificity. Thus, multiple meta-analyses of correlations of facet-level Neuroticism and job performance were conducted.
Emily J. Grijalva, University of Illinois at Urbana-Champaign
Dana Joseph, University of Illinois at Urbana-Champaign
Oleksandr Chernyshenko, Nanyang Technological University
Liwen Liu, University of Illinois at Urbana-Champaign
Fritz Drasgow, University of Illinois at Urbana-Champaign
Submitter: Emily Grijalva, emilygrijalva@gmail.com
82-17 Industriousness and Task Performance: The Moderating Role of Work Interruptions
The authors investigated whether work interruptions moderate the relation between the Conscientiousness facet industriousness and task performance. Results revealed that the industriousness–performance relationship was of moderate size (.44) when participants were interrupted by an actor who behaved friendly, and close to zero (.04) when the actor behaved hostile.
Jonas W. B. Lang, Maastricht University
Ute R. Hülsheger, Maastricht University
Hans Moesen, Maastricht University
Fred Zijlstra, Maastricht University
Submitter: Jonas Lang, jonas.lang@maastrichtuniversity.nl
82-18 Using Personality and Cultural Fit to Identify High Potential
Identifying high potential is 1 of the primary strategies organizations use to influence their long-term profitability and performance. This study examined the personality and values of high-potential employees and found several personality characteristics (e.g., Agreeableness, Mischievous) as distinguishing factors in identifying high-potential employees across organizations.
Matthew R. Lemming, Hogan Assessment Systems
Jeff Foster, Hogan Assessment Systems
Submitter: Matthew Lemming, mlemming@hoganassessments.com
82-19 The Effects of Dispositional Aggression and Narcissism on Work-Related Criteria
Multiwave data collected from 381 workers employed in a variety of work settings indicated that aggression and narcissism had consistent main effects on work-related criteria after controlling for other personality characteristics. Furthermore, results indicate that dispositional aggression and narcissism interact (“aggressive narcissists”) providing consistent incremental explanation in work-related criteria.
Jesse S. Michel, Florida International University
Nathan A. Bowling, Wright State University
Submitter: Jesse Michel, jmichel@fiu.edu
82-20 Emotional Stability and Performance: Moderating Effects of Autonomy and Meaning
This study investigated the strength of the personality factor Emotional Stability. In addition, potential moderators of relationship between Emotional Stability and contextual performance were examined. Results indicated that both job meaning and job autonomy significantly moderated the relationship between Emotional Stability and organizational citizenship behaviors directed at the organization.
Jeffrey Muldoon, Louisiana State University
Eric Liguori, Louisiana State University
Jennifer L. Kisamore, University of Oklahoma
Suzanne M. Booth, Louisiana State University
Submitter: Jeff Muldoon, jmuldo1@lsu.edu
82-21 Raters’ Use of Signatures for Judging Others’ Agreeableness and Extraversion
An implication of Mischel and Shoda’s (1995) concept of signatures is that raters draw upon patterns in behavior and situation to judge others. An experimental vignette study was conducted. Two signature conditions were created for a target’s behavior. As hypothesized, raters used signatures to infer judgments of Agreeableness and Extraversion.
Thomas C. Oliver, University of Guelph
Deborah M. Powell, University of Guelph
Submitter: Tom Oliver, toliver@uoguelph.ca
82-22 Developing a Taxonomy of Developmental Feedback From Personality Assessments
Nearly all I-O personality research focuses on selection, with little research attention devoted to the developmental applications of personality measures. In a critical incidents study, we found that personality feedback given to individuals low on Conscientiousness or Agreeableness consists of purely descriptive (rather than prescriptive) statements about specific behavioral tendencies.
Claire A Rickards, University of Connecticut
Brian S. Connelly, University of Toronto
Submitter: Claire Rickards, claire_rickards@yahoo.com
82-23 Personality as a Predictor of Workplace Safety Outcomes
This study examined the predictive validity of a personality-based, facet-level measure in relation to safety outcomes. Across 3 studies, various facet-level safety scales were predictive of different safety outcomes, such as workers’ compensation claims. Organizations could benefit from using personality-based, facet-level measures to decrease negative safety outcomes.
Lauren N. Robertson, University of Tulsa
Ashley E. J. Palmer, Hogan Assessment Systems
Submitter: Lauren Robertson, lnicolerob@gmail.com
82-24 Perceived Ability to Deceive and Criterion-Related Validity of Personality Testing
We introduced a new measure, the perceived ability to deceive, to the literature on faking. Results offer evidence of its reliability and validity, and its moderation of criterion-related validity between personality predictors and self-reported counterproductive work behavior. This scale offers new insight into the process of faking in personnel selection.
Travis J. Schneider, University of Western Ontario
Richard D. Goffin, University of Western Ontario
Submitter: Travis Schneider, tschnei3@uwo.ca
82-25 Picking From the Pieces: The Complexity of Core Self-Evaluations
The concept of self-complexity, or one’s degree of compartmentalization in self-evaluations, was extended to core self-evaluations (CSE). We found self-complexity scores across CSE components to be related to life stress, in addition to relations between temporal trait stability and interdomain trait evaluations. Study implications are discussed.
Amber N. Schroeder, Clemson University
Patrick J. Rosopa, Clemson University
Submitter: Amber Schroeder, anwolf@clemson.edu
82-26 Construct Validation of Biological and Cognitive-Affective Approach–Avoidance Measures
This study utilized EFA and CFA to assess the construct validity of the 2 most utilized self-report measures of reinforcement sensitivity theory in relation to popular cognitive-affective measures of approach–avoidance. Based on the results, the researchers propose a multifaceted, encompassing measure of reward/punishment sensitivity.
Mark D. Scott, Virginia Tech
Neil M. A. Hauenstein, Virginia Tech
Submitter: Mark Scott, mdscott3@vt.edu
82-27 Using Personality Facets to Understand Nature of Personality–Satisfaction Relationships
We examined relationships between personality factors and facets with job and life satisfaction in and across 74 Turkish occupational samples. The dominance facet of Extraversion, low self-esteem facet of Neuroticism, and responsibility facet of Conscientiousness were largely responsible for relationships of these Big 5 factors and satisfaction variables.
Benjamin K. Seltzer, University of Minnesota
Deniz S. Ones, University of Minnesota
Arkun Tatar, Halic University
Submitter: Benjamin Seltzer, seltz044@umn.edu
82-28 Interactive Effects of Narcissism and Political Skill on Network Positioning
The study investigated how 2 individual differences, political skill and narcissism, interactively affect individuals’ social network positioning in advice, influence, and performance networks in the workplace. Results found interactive effects of political skill and narcissism for advantageous (central) positioning in advice and performance networks but not in influence networks.
Darren C. Treadway, State University of New York at Buffalo
Jacob W. Breland, University of Mississippi
Lisa V. Williams, State University of New York at Buffalo
Jun Yang, State University of New York at Buffalo
Brooke A. Shaughnessy, State University of New York at Buffalo
Submitter: Brooke Shaughnessy, bas29@buffalo.edu
82-29 “Dark Side” Personality Trait Interactions Predictors of Leadership Performance
This study investigated hypothesized dysfunctional trait interactions in predicting leadership performance. Results of hierarchical moderated regression analyses for 3 managerial samples provided mixed support. The most consistent support indicates a bold x mischievous and colorful x imaginative interaction. Implications are discussed.
Daniel V. Simonet, University of Tulsa
Robert P. Tett, University of Tulsa
Submitter: Dan Simonet, dvsimonet@gmail.com
82-30 Successful Psychopaths: Are They Unethical Decision Makers and Why?
This study tested a mediation model in which psychopathy measured in the general population predicts unethical decision making in a business context, and this relationship is further explained through the process of moral disengagement. Using the Baron and Kenny (1986) approach and Sobel’s (1982) test, the results supported the hypothesized model.
Gregory W. Stevens, Auburn University
Jacqueline K. Deuling (Mitchelson), Roosevelt University
Achilles Armenakis, Auburn University
Submitter: Gregory Stevens, gws0002@auburn.edu
82-31 Factors Affecting Potential Personality Retest Improvement After Initial Failure
Studies examining the extent of personality test faking using retesting designs reveal equivocal findings. This study reports a simulation testing the effects of the weight given to personality and the stringency of cut scores on personality retest scores. Findings are useful for forecasting the magnitude of faking in operational settings.
Philip T. Walmsley, University of Minnesota
Paul R. Sackett, University of Minnesota
Submitter: Philip Walmsley, walmsley.phil@gmail.com
82-32 IRT and Ideal Point Models for Short Form Personality Assessment
This study utilizes item response theory parameters via Roberts et al.’s (2000) generalized graded unfolding model as a criterion for maximizing the latent construct domain coverage of the Big 5 personality traits in a sample of 968 undergraduate students. A short form personality inventory is presented and discussed.
Thomas J. Whelan, Horizon Performance, LLC
Amy DuVernet, North Carolina State University
Submitter: Thomas Whelan, tjwhelan@ncsu.edu
83. Panel Discussion: 3:30 PM–4:50 PM
Waldorf
Emotional Intelligence: Consensus, Dissensus, and the Path Forward
The purpose of this panel is to discuss emotional intelligence (EI), a popular but controversial construct in I-O psychology. Experts from academia and practice will review consensus and controversies surrounding the EI construct with discussion topics including the conceptualization, measurement, test-criterion relationships, and practical applications of EI.
Daniel A. Newman, University of Illinois at Urbana-Champaign, Chair
Dana Joseph, University of Illinois at Urbana-Champaign, Co-Chair
Chockalingam Viswesvaran, Florida International University, Panelist
Richard D. Roberts, ETS, Panelist
David L. Van Rooy, Marriott International, Panelist
Carolyn E. MacCann, University of Sydney, Panelist
Submitter: Dana Joseph, danajoseph30@gmail.com
84. Panel Discussion: 3:30 PM–4:50 PM
Williford A
Why We Rejected Your Meta-Analysis and What You Can Do
Meta-analyses comprise an increasing proportion of journal submissions by I-O psychologists, but most are not accepted for publication. The purpose of this panel is to identify the most common reasons meta-analyses are rejected and to offer suggestions for increasing the likelihood that they will be accepted by a high-quality journal.
Hannah R. Rothstein, Baruch College-CUNY, Chair
Michael T. Brannick, University of South Florida, Panelist
José M. Cortina, George Mason University, Panelist
Larry V. Hedges, Northwestern University, Panelist
Frederick L. Oswald, Rice University, Panelist
Terri Pigott, Loyola University Chicago, Panelist
Submitter: Hannah Rothstein, Hannah.Rothstein@baruch.cuny.edu
85. Panel Discussion: 3:30 PM–4:20 PM
Williford B
Future Directions in Multigenerational Research and Its Application
In recent years, there has been a growing interest among I-O psychologists in studying generational differences in the workplace. The purpose of this session is to provide an interactive forum for discussing what future directions in research and application are needed as the field of generational differences moves forward.
Jesse Erdheim, Federal Management Partners, Co-Chair
Michael A. Lodato, ICF International, Co-Chair
Chantay Dudley, Federal Management Partners, Panelist
Brenda Kowske, Kenexa Research Institute, Panelist
John P. Meriac, University of Missouri-St. Louis, Panelist
Mo Wang, University of Maryland, Panelist
David J. Woehr, University of Tennessee, Knoxville, Panelist
Submitter: Michael Lodato, mlodato@icfi.com
86. Symposium/Forum: 3:30 PM–4:50 PM
Williford C
Theme Track: Change Management and Interventions for Environmental Sustainability
To achieve sustainable change, pro-environmental goals need to be implemented on the individual and the organizational level. Through case studies and research summaries, this session examines individual- and company-level interventions aimed to increase sustainability at work.
Katherine Holt, Peakinsight LLC, Chair
Richard Osbaldiston, Eastern Kentucky University, Jaime B. Henning, Eastern Kentucky University, Meta-Analysis of Pro-Environmental Behaviors in the Workplace
Ante Glavas, University of Notre Dame, Creating an Engaged Workforce Through Sustainability
Joe Laur, Greenopolis, Necessary Revolution: Individuals/Organizations Working to Create a Sustainable World
Katherine Holt, Peakinsight LLC, Leading the Green Evolution in Our Organizations
Submitter: Katherine Holt, katherine@peakinsight.com
87. Interactive Posters: 4:00 PM–4:50 PM
Astoria
Cheaters Beware! Research on Item Sharing, Falsification, and Other Compromising Phenomena
Matthew Kleinman, New York Life Insurance Company, Facilitator
87-1 Using Rest’s Four Component Model to Predict Applicant Cheating
This study explores how Rest’s four component model relates to applicant decisions to cheat on a selection test. The data indicate 2 components (moral motivation and moral character) significantly predict moral obligation not to cheat, which in turn significantly predicts cheating behaviors.
Lynn R. Hartmann, Minnesota State University
Kristie Lynn Campana, Minnesota State University
Lance Andrews, Previsor, Inc.
Submitter: Kristie Campana, kristie.campana@mnsu.edu
87-2 Predict Item Sharing Through Personality and Integrity Measures
In continuously administered employment tests and unproctored Internet testing, examinees may reveal test items to future test candidates. The study utilized personality and integrity measures to examine whether test takers can benefit from item sharing on verbal reasoning items. Results showed Conscientiousness was the only predictor.
Ben-Roy Do, National Taiwan Normal University
Fritz Drasgow, University of Illinois at Urbana-Champaign
Submitter: Ben-Roy Do, benroydo@gmail.com
87-3 Catch Them While You Can: Detecting Applicant Falsification
This study compared bogus item versus social desirability faking measures in a field setting to determine which method was more effective in detecting objective applicant deception. The bogus item scale successfully identified job application falsification, background check failure, and drug screen failure, whereas the social desirability scale did not.
Mei-Chuan Kung, Select International, Inc.
Esteban Tristan, Select International, Inc.
Matthew S. O’Connell, Select International, Inc.
Submitter: Mei-Chuan Kung, mkung@selectintl.com
87-4 Catch Me if You Can! Cheating in Unproctored Internet Testing
This study examined individual perceptions of the effectiveness and fairness of various methods used to detect and deter cheating in unproctored Internet testing. Mean ratings of effectiveness and fairness are presented for each method along with correlations between them.
Kristin R. Sanderson, Florida International University
Chockalingam Viswesvaran, Florida International University
Victoria L. Pace, Florida International University
Submitter: Kristin Sanderson, kristinsanderson@hotmail.com
88. Panel Discussion: 4:30 PM–5:50 PM
Lake Ontario
The Development and Use of Global Norms
As globalization increases, test publishers often debate the need and appropriate use of global norms. Issues concerning form equivalence, however, render them problematic. In this panel, senior researchers in 4 of the world’s largest personality test publishers will discuss issues surrounding the development and use of global norms.
Kevin D. Meyer, Hogan Assessment Systems, Chair
Dave Bartram, SHL Group Ltd, Panelist
Jeff Foster, Hogan Assessment Systems, Panelist
Eric C. Popp, PreVisor, Panelist
Richard C. Thompson, CPP, Inc., Panelist
Submitter: Jeff Foster, jfoster@hoganassessments.com
89. Posters: 4:30 PM–5:20 PM
SE Exhibit Hall
Testing/Assessment (e.g., selection methods; validation; predictors)
89-1 Strategic Item Selection to Reduce Survey Length
This study examines the psychometric properties of 2 well-being measures using a strategic item selection approach. Results indicate that short-form measures produce better fit than the full versions and demonstrate equivalent criterion-related validity. The authors discuss implications for reducing analytical and methodological concerns faced by researchers and practitioners.
Patrick Maloney, Saint Louis University
Matthew J. Grawitch, Saint Louis University
Larissa Barber, Smith College
Submitter: Patrick Maloney, pmalone4@slu.edu
89-2 Publication Bias and the Validity of Conditional Reasoning Tests
Analyses were conducted to evaluate the possible presence and influence of publication bias on the validity of conditional reasoning tests for aggression. Multiple publication bias methods yielded results consistent with a conclusion of publication bias suggesting that the reported validity of the conditional reasoning tests may be overestimated.
George Banks, Virginia Commonwealth University
Sven Kepes, Virginia Commonwealth University
Michael A. McDaniel, Virginia Commonwealth University
Submitter: George Banks, banksgc@vcu.edu
89-3 Estimating the Reliability of College Grades
Relatively little is known about the reliability of college grades. This study utilizes a large sample data set from multiple institutions and finds that overall GPA is more reliable than previously thought. In addition, the differential reliability of grades across disciplines and stability over time of a school’s reliability are investigated.
Adam Beatty, University of Minnesota
Paul R. Sackett, University of Minnesota
Nathan R. Kuncel, University of Minnesota
Thomas Kiger, University of Minnesota
Winny Shen, University of Minnesota
Jana Rigdon, University of Minnesota
Submitter: Adam Beatty, beatt071@umn.edu
89-4 The Relationship of Scale Reliability and Validity to Respondent Inconsistency
The relationship of reliability and validity estimates for personality scales to respondent inconsistency measured on a separate scale was investigated. Scale reliabilities were larger when estimated using the most consistent respondents. Validity of Conscientiousness as a predictor of GPA was higher in groups composed of more consistent respondents.
Michael Biderman, University of Tennessee-Chattanooga
Submitter: Michael Biderman, Michael-Biderman@utc.edu
89-5 Does Anxiety Create Differential Predictive Validity in Cognitive Ability Tests?
We investigate whether test anxiety creates differential predictive validity in cognitive ability tests. The predictive validity stemming from the use of a cognitive ability test to predict final exam performance decreased as worry (the cognitive aspect of anxiety) increased. Tension (the physiological aspect of anxiety) did not influence validity.
Silvia Bonaccio, University of Ottawa
Charlie L. Reeve, University of North Carolina Charlotte
Submitter: Silvia Bonaccio, bonaccio@telfer.uottawa.ca
89-6 A Meta-Analytic Review of the Motivated Strategies for Learning Questionnaire
A meta-analytic review of the Motivated Strategies for Learning Questionnaire is presented. Results based on 2,143 correlations from 66 independent samples and 19,745 college students indicate that the subscales of the MSLQ vary in their utility for predicting grades, with grade-related validities ranging from ρ = .40 to ρ = .05.
Marcus Crede, University at Albany-SUNY
Leigh A. Phillips, Rutgers-The State University of New Jersey
Submitter: Marcus Crede, mcrede@albany.edu
89-7 Predicting Credit Risk With Psychometric Assessments: Potential Substitute for Credit Checks?
This paper reviews 2 empirical studies regarding the development and validation of an integrity-based assessment used to help evaluate the credit risk of small business loan applicants when credit history is not available. Results suggest that integrity tests may provide an alternative to credit checks assessing risk in lending applications.
Kelly D. Dages, Vangent, Inc.
John W. Jones, Vangent Human Capital
Submitter: Kelly Dages, kelly.dages@vangent.com
89-8 Development and Validation of a Self-Assessment of Learning Agility
Learning agility has become an important construct in leadership and talent management. The objective of this study is to design a psychometrically sound self-assessment of learning agility that would help organizations identify learning agile individuals for section, development, and succession planning.
Kenneth P. De Meuse, Korn/Ferry International
Guangrong Dai, Lominger International
Selamawit Zewdie, Roosevelt University
Ronald C. Page, Assessment Associates International
Larry Clark, Lominger Associate
Robert W. Eichinger, Lominger Limited, Inc.
Submitter: Guangrong Dai, daigr@yahoo.com
89-9 Designing Pareto-Optimal Systems for Complex Selection Decisions
The paper presents 2 methods that yield the expected selection quality and the adverse impact ratio of complex selection decisions based on speciï¬c predictors and their characteristics. In addition, corresponding decision aids for designing predictor composites that offer a Pareto-optimal balance in complex selection situations are presented and illustrated.
Celina Druart, Ghent University
Wilfried De Corte, Ghent University
Submitter: Celina Druart, celinadruart@gmail.com
89-10 Test Anxiety: Its Structure, Distinctiveness, and Impact on Test Validity
This study was conducted to determine whether test anxiety reduces the validity of test scores and to discover whether test anxiety is different from other similar constructs. Using personality inventories and different cognitive ability measures, these relationships were studied using correlations, multiple regression, factor analysis, and moderation analysis.
Andrea Gaye, University at Albany-SUNY
Submitter: Andrea Gaye, andrea.gaye@gmail.com
89-11 Predicting MCAT Performance: The Mediating Effects of Test-Taking Self-Efficacy
This study examines test-taking self-efficacy as a mediator among race, sex, and performance on the MCAT. Blacks, Hispanics, and Whites reported similar levels of test-taking self-efficacy. Results also showed that test-taking self-efficacy partially mediated the relation between sex and performance on science sections of the MCAT.
Dana M. Glenn-Dunleavy, Association of American Medical Colleges
Amanda R. Shapiro, DCI Consulting
David Matthew, Association of American Medical Colleges
Scott H. Oppler, Association of American Medical Colleges
Karla J. Whittaker, Association of American Medical Colleges
Submitter: Dana Glenn-Dunleavy, ddunleavy@aamc.org
89-12 Examining Differential Item Functioning of “Insensitive” Test Items
This study was conducted to examine the influence of offensive/insensitive item content on test performance. A verbal ability test containing items judged as insensitive by professional and student reviewers was administered to test takers. Gender-based differential item functioning analysis flagged several items as problematic, though none where those judged insensitive.
Juliya Golubovich, Michigan State University
James Grand, Michigan State University
Neal W. Schmitt, Michigan State University
Ann Marie Ryan, Michigan State University
Submitter: Juliya Golubovich, JGolubovich@gmail.com
89-13 Deriving Synthetic Validity Models: Is R = .80 Large Enough?
Many view the Rs typically seen for job-component validation (JCV) models as adequate to justify inferences of validity/utility. This study derived JCV models predicting DOT strength from O*NET dimensions; although Rs in the .80s were achieved, errors of prediction were too large to justify its applied use.
Robert J. Harvey, Virginia Tech
Submitter: Robert Harvey, harveyrj@vt.edu
89-14 Multisource Reference Feedback and Candidate Motivation Can Identify Quality Nurses
Structured, multisource reference feedback and candidate motivation as selection components for nursing candidates were investigated. Using 448 newly hired nurses, we found multisource reference feedback on candidate performance at previous jobs, and an objective measure of candidate motivation to complete the selection process predicted subsequent supervisory ratings and turnover.
Cynthia A. Hedricks, SkillSurvey, Inc.
Stacey R. Kessler, Montclair State University
Disha D. Rupayana, SkillSurvey, Inc.
Submitter: Cynthia Hedricks, chedricks@skillsurvey.com
89-15 Criterion-Related Validity of the Employee Screening Questionnaire
Across 3 samples, we examined the criterion validity of the Employee Screening Questionnaire (ESQ), a brief forced-choice measure of integrity in the workplace. Results suggested that ESQ scores correlate highly with self- and other reports of counterproductive work behaviors and self-reports of job satisfaction and turnover intentions.
Dragos Iliescu, National School of Political and Administrative Studies
Alexandra Ilie, University of South Florida
Dan Ispas, Illinois State University
Michael E. Rossi, University of South Florida
Submitter: Dan Ispas, dispas@gmail.com
89-16 A Large Sample Response Addressing Low Power in Differential Prediction
Recent work has called into question past findings on differential prediction by race for organizational selection tools. This study addresses the issues raised with 2 large educational datasets reaffirming that Black students are not disadvantaged relative to White students when using the SAT to predict subsequent college academic performance.
Thomas Kiger, University of Minnesota
Paul R. Sackett, University of Minnesota
Nathan R. Kuncel, University of Minnesota
Adam Beatty, University of Minnesota
Winny Shen, University of Minnesota
Jana Rigdon, University of Minnesota
Submitter: Thomas Kiger, kige0005@umn.edu
89-17 Exploring Nonlinearity in the Relationship Between HSGPA and College Grades
The linearity of grade relationships with subsequent performance was examined with data from 63,241 students across 49 colleges. Although the relationship was generally monotonic, using the LOESS technique meaningful relationships beyond strict linearity was shown. Predictive strength declines after a 4.0, the most frequently occurring GPA.
Thomas Kiger, University of Minnesota
Nathan R. Kuncel, University of Minnesota
Paul R. Sackett, University of Minnesota
Winny Shen, University of Minnesota
Adam Beatty, University of Minnesota
Jana Rigdon, University of Minnesota
Submitter: Thomas Kiger, kige0005@umn.edu
89-18 Introducing the Revised Implicit Achievement-Motive Assessment, CRT-RMS: Form-N
We examined a modified version of CRT-RMS, Form-N, to implicitly assess achievement motives. The modified measure yielded enhanced reliability and validity for predicting academic achievement in a sample of college students. Form-N explained larger variance in academic achievement than a self-report achievement measure. Results supported using implicit personality assessments.
Min Young Kim, Georgia Institute of Technology
Hye Joo Lee, Georgia Institute of Technology
Yonca Toker, Georgia Institute of Technology
Lawrence R. James, Georgia Institute of Technology
Submitter: Min Young Kim, gth801a@mail.gatech.edu
89-19 Exploring the Use of Rater Assigned Item Difficulties (RAID)
This study used rater assigned item difficulties (RAIDs) to approximate IRT difficulty parameters for scoring. Based on RAIDs from 19 subject-matter experts (SMEs) for an operational test form consisting of 38 items, a simulation study was conducted to determine the usefulness of RAIDs for accurate scoring.
Liwen Liu, University of Illinois at Urbana-Champaign
Louis Tay, University of Illinois at Urbana-Champaign
Fritz Drasgow, University of Illinois at Urbana-Champaign
Ying Liu, Fordham University
Submitter: Liwen Liu, liwenliu36@gmail.com
89-20 Pregnant Job Applicants and Employment Interviews: Stigmatization or Absenteeism?
Discrimination against pregnant applicants may stem from absenteeism concerns. But are applicants who need an equivalent amount of time off rated similarly? All applicants requesting time off, regardless of reason, received less favorable ratings than the applicant not requesting leave. Absenteeism was a primary concern, not the visual pregnancy stigma.
Jennifer Cunningham, University of Missouri-St. Louis
Therese H. Macan, University of Missouri-St Louis
Submitter: Therese Macan, Therese.Macan@umsl.edu
89-21 Content Validity Is Little Help When Choosing Among Selection Tests
The match or mismatch between content of selection tests and job content has little bearing on criterion-related validity. Two studies confirm that when choosing from reliable, intercorrelated tests, selection batteries chosen to maximize content validity do not perform better than batteries chosen randomly or chosen to minimize content validity.
Kevin R. Murphy, Pennsylvania State University
Paige J. Deckert, Pennsylvania State University
Ted B. Kinney, Select International, Inc.
Mei-Chuan Kung, Select International, Inc.
Submitter: Kevin Murphy, krm10@psu.edu
89-22 Development and Validation of the German Work-Related Curiosity Scale
Findings regarding development and validation of the Work-Related Curiosity Scale are reported. The scale had acceptable internal consistency and expected convergent, divergent, and criterion-related validities. As such, it is suitable for the investigation of curiosity in the workplace and can be used for applied purposes such as personnel selection.
Patrick Mussel, University of Hohenheim
Maik Spengler, S & F Personalpsychologie
Heinz Schuler, University of Hohenheim
Submitter: Patrick Mussel, mussel@gmx.com
89-23 Item Characteristics of Three- Versus Five-Option Multiple-Choice Tests
The most common format across multiple-choice testing is the 5-option item, despite research demonstrating that 3-option items show comparable psychometric characteristics and several advantages. Participants completed 3- or 5-option tests, and results demonstrated that 3-option items were comparable to 5-options across several test characteristics.
Andrew M. Naber, Texas A&M University
Steven Jarrett, Texas A&M University
Winfred Arthur, Texas A&M University
Bryan D. Edwards, Oklahoma State University
Submitter: Andrew Naber, andrewmnaber@gmail.com
89-24 A Similarity-Based Map of Assessment Center Dimensions
This study aimed at determining the similarity of assessment center (AC) dimensions and evaluating existing categorization systems for AC dimensions. Based on similarity judgments, we used multidimensional scaling to generate a map of 94 AC dimensions. Implications for research and for AC design and use will be discussed.
Isabelle Odermatt, University of Zurich
Klaus G. Melchers, University of Zurich
Stefan Ryf, Migros-Genossenschafts-Bund
Submitter: Isabelle Odermatt, i.odermatt@psychologie.uzh.ch
89-25 Practical Impact of Predictor Reliability for Personnel Selection Decisions
In personnel selection, employment tests are intended to reduce selection errors and increase mean predicted performance. This study examines the impact of measurement reliability on selection accuracy. Results reflect the importance of having reliable and valid predictor measures; the work also extends ideas in the area of utility analysis.
Jisoo Ock, Rice University
Frederick L. Oswald, Rice University
Submitter: Frederick Oswald, foswald@rice.edu
89-26 Sex Differences in Physical Ability: Implications for Adverse Impact
This study presents updated, precise estimates regarding sex differences in physical ability. Findings revealed substantial male–female differences in muscular strength and cardiovascular endurance but smaller differences for body movement quality. Moreover, findings suggest that job simulation physical tests potentially result in more adverse impact than basic physical ability tests.
Bennett E. Postlethwaite, University of Iowa
Stephen H. Courtright, University of Iowa
Brian W. McCormick, University of Iowa
Michael K. Mount, University of Iowa
Submitter: Bennett Postlethwaite, bennett-postlethwaite@uiowa.edu
89-27 What Do You See? Interviewers’ Perceptions of Applicant Impression Management
Research has investigated applicant impression management behaviors or attempts to influence interviewers’ evaluations in employment interviews but overlooked interviewers’ perceptions of such behaviors. Results from a field study of actual employment interviews show that interviewers perceive them inaccurately and perceptions influence interview outcomes. Implications for research and practice are discussed.
Nicolas Roulin, University of Neuchatel
Julia Levashina, Kent State University
Adrian Bangerter, University of Neuchatel
Submitter: Nicolas Roulin, nicolas.roulin@unine.ch
89-28 Measurement Specificity and the Relation Between Personality and Emotional Intelligence
In this study we examined relations involving the Big 5, narrow personality traits, and broad and narrow scales of Emotional Intelligence (EI). Results suggest that narrow traits explain variance in EI beyond the Big 5. We conclude that the Big 5 do not explain all personality-relevant variation in EI.
Travis J. Schneider, University of Western Ontario
Thomas A. O’Neill, University of Western Ontario
Amanda Stirling, University of Western Ontario
Sampo V. Paunonen, University of Western Ontario
Submitter: Travis Schneider, tschnei3@uwo.ca
89-29 Personality as a Predictor of Military Suitability
This study examined whether the dimensions of emotional adjustment, integrity/control, intellectual efficiency, and interpersonal relations from the 16PF Protective Services Report (PSR) predicted the recruits’ suitability interview score; the goal being to provide a cheaper screening alternative. Moderation effects of gender and overall importance of the measures were also examined.
Michael R. Stowers, Chicago School of Professional Psychology
Jennifer Thompson, Chicago School of Professional Psychology
Submitter: Jennifer Thompson, jthompson@thechicagoschool.edu
89-30 Creating a Social Intelligence Test to Predict Interpersonal Performance
A performance-based social intelligence measure was developed using a situational judgment test format. Validation efforts concluded that social intelligence is independent from general intelligence and personality. In addition, the measure predicted performance in interpersonal assessment center exercises. Socially effective behaviors may partially mediate this relationship.
Kate Unterborn, Central Michigan University
Neil D. Christiansen, Central Michigan University
Christopher R. Honts, Central Michigan University
Submitter: Kate Unterborn, unter1ke@cmich.edu
89-31 Sex and Racial Differences in Socially Desirable Responding
This study examined sex and racial differences in socially desirable responding in a large applied sample. Notable differences emerged in both sex and various racial groups. In a simulated hiring situation, employing cut-off scores for both Conscientiousness and socially desirable responding scores, Asian Americans were less likely to be selected.
Kathryn G. VanDixhorn, Wright State University
Corey E. Miller, Wright State University
Jason D Culbertson, Wright State University
Submitter: Kathryn VanDixhorn, vandixhorn.2@wright.edu
89-32 Employment Interview Reliability: Updating Conway, Jako, and Goodman (1995)
This study presents an update of Conway, Jako, and Goodman’s (1995) meta-analysis of employment interview reliability. Results were more stable and theoretically consistent. Further, results suggest an empirical adjustment of .23 to panel reliabilities to account for error not otherwise captured and that agreement is higher for cognitively loaded dimensions.
Allen I. Huffcutt, Bradley University
Satoris S. Culbertson, Kansas State University
William S. Weyhrauch, Consortium Research Fellows Program
Submitter: William Weyhrauch, wsweyhrauch@gmail.com
90. Panel Discussion: 5:00 PM–5:50 PM
Boulevard AB
Preparing for the Workplace—the Virtual Workplace
Various advancements have led to an increase in people working virtually. The purpose of this panel discussion is to provide an overview of the virtual workplace, the requirements to effectively work virtually, and the role I-O psychologists serve in preparing students and new employees for the virtual workplace.
Joseph A. Gier, EASI Consult, LLC, Chair
Linda B. Greensfelder, EASI Consult, LLC, Panelist
Therese H. Macan, University of Missouri-St Louis, Panelist
Susan F. Gerker, Federal Reserve Bank of St. Louis, Panelist
Submitter: Joseph Gier, jgier321@sbcglobal.net
91. Panel Discussion: 5:00 PM–5:50 PM
Continental C
Jobs in Academia: Much More Than I-O
The majority of positions in academia are found in nondoctoral universities involving a heavy teaching load. The purpose of this panel discussion is to share with participants their experiences in such academic positions. Topics to be discussed include finding a job, teaching preps, research, and service requirements.
James A. Tan, St. Cloud State University, Chair
Chu-Hsiang Chang, Michigan State University, Panelist
Rosanna F. Miguel, John Carroll University, Panelist
Simon M. Moon, La Salle University, Panelist
Submitter: James Tan, jatan@stcloudstate.edu
92. Symposium/Forum: 5:00 PM–5:50 PM
International Ballroom South
Succession Planning: Innovations and Best Practices
Succession planning is an increasingly important practice as many prepare for retirement, leaving a potential vacuum of experienced leadership. Presenters will share real-world challenges and solutions, as well as a survey of best practices from 30+ organizations. Implementation challenges and lessons learned will also be reviewed.
Randall H. Lucius, Turknett Leadership Group, Chair
Randall H. Lucius, Turknett Leadership Group, Succession Planning and Job Analysis: Did I Hear You Correctly?
Sarah C. Evans, Children’s Healthcare of Atlanta, Leveraging Cutting-Edge Technology for Talent and Succession Planning
Deborah Schroeder-Saulnier, Right Management, RightGPS™: Positioning Your Organization’s Leadership for Success
Sarah C. Evans, Children’s Healthcare of Atlanta, Discussant
Deborah Schroeder-Saulnier, Right Management, Discussant
Submitter: Randall Lucius, rlucius@turknett.com
93. Symposium/Forum: 5:00 PM–5:50 PM
Lake Erie
Discrimination in the 21st Century: Contemporary Perspectives of Organizational Discrimination
The persistence of inequity necessitates the study of new perspectives of discrimination in organizations. Four papers provide unique, yet complementary, evidence of actors’, targets’, and perceivers’ perspectives of discrimination toward understudied populations using diverse theories. Thus, this session will demonstrate challenges facing scholars and practitioners in an increasingly diverse workplace.
Eden B. King, George Mason University, Co-Chair
Veronica L. Gilrane, George Mason University, Co-Chair
Veronica L. Gilrane, George Mason University, Eden B. King, George Mason University, Evaluations of Ethnic Minority Leaders
Steve Binggeli, University of Lausanne, Samuel Bendahan, University of Lausanne, Franciska Krings, University of Lausanne, Joerg Dietz, University of Lausanne, Workplace Discrimination Against Muslim Employees in Switzerland
Derek R. Avery, Temple University, Aleksandra Luksyte, University of Houston, Eleanor M. Waite, University of Houston, Rumela Roy, University of Houston, Demographic Differences in the Role of Lateness in Performance Appraisal
Lisa M. Leslie, University of Minnesota, Eden B. King, George Mason University, David M. Mayer, University of Michigan, How Group Status and Procedural Justice Shape Attributions to Discrimination
Kecia M. Thomas, University of Georgia, Discussant
Submitter: Veronica Gilrane, vgilrane@gmu.edu
94. Roundtable Discussion/Conversation Hour: 5:00 PM–5:50 PM
Lake Huron
A Legal Review of the Content Validation Argument
Organizations that use employment tests must establish validity evidence to defend their use vis-à-vis legal challenges. Although the Uniform Guidelines recognize several validation strategies, some would argue that content validation is a second-class citizen among methods. This session will explore legal and professional cases and issues in content-related strategies.
Keith M. Pyburn, Fisher & Phillips, LLP, Host
John A. Weiner, PSI, Host
Submitter: John Weiner, jweiner@psionline.com
95. Symposium/Forum: 5:00 PM–5:50 PM
Lake Michigan
CREW (Civility, Respect, Engagement at Work): Intervention Increasing Workplace Civility
This symposium focuses on Civility, Respect, and Engagement in the Workforce (CREW), a nationwide organizational intervention that started at the U.S. Veterans Health Administration. The demonstrated success and a growing scope of CREW provide reasons to examine in more detail its processes, outcomes, and experience of its participants.
Katerine Osatuke, Miami University, Chair
Michael Leiter, Acadia University, Heather Laschinger, University of Western Ontario, Arla L. Day, Saint Mary’s University, Debra Gilin-Oore, St. Mary’s University, Sustaining Improvements in Collegiality: One-Year Follow-Up of the CREW Intervention
Sarah Judkins, Xavier University, Katerine Osatuke, Miami University, Sue R. Dyrenforth, VHA NCOD, Organizational Intervention That Fosters Workplace Civility: Facilitators’ View
Katerine Osatuke, Miami University, Scott C. Moore, University of Cincinnati, Sue R. Dyrenforth, VHA NCOD, Organizational Intervention to Increase Workplace Civility: Workgroup Supervisors’ Perspective
Linda Belton, Department of Veterans Affairs, Discussant
Submitter: Katerine Osatuke, Katerine.Osatuke@va.gov
96. Symposium/Forum: 5:00 PM–5:50 PM
Marquette
Applying Science to Improve the Teaching of Teamwork in Classrooms
College graduates are entering the workforce equipped with technical knowledge but lack the critical teamwork skills required to effectively operate on the job. In this symposium, researchers present 3 efforts demonstrating how science can inform the development of tools to improve the instruction and management of teamwork in the classroom.
Ronald F. Piccolo, Rollins College, Chair
Rebecca Lyons, University of Central Florida, Co-Chair
Matthew W. Ohland, Purdue University, Team Formation: Alternative Methods for Assigning Students to Teams
Misty L. Loughry, Georgia Southern University, David J. Woehr, University of Tennessee, Knoxville, Self–Peer Evaluations of Member Contributions: Benefits, Risks, and Unresolved Issues
Rebecca Lyons, University of Central Florida, Wendy L. Bedwell, University of Central Florida, Eduardo Salas, University of Central Florida, Kyle Heyne, University of Central Florida, Teamwork in the Movies: Applying Science to Instructional Design
Submitter: Rebecca Lyons, rlyons@ist.ucf.edu
97. Panel Discussion: 5:00 PM–5:50 PM
PDR 2
Diversity Networks From Startup to Strategy
Changing workforce demographics have led to an increase in the number of minority and women workers. This panel discussion will discuss the role employee resource groups play within organizations in providing support to this important segment of the workforce and helping organizations achieve their goals.
Belle Rose Ragins, University of Wisconsin-Milwaukee, Chair
Marina P. Field, Pfizer, Panelist
Raymond Friedman, Vanderbilt University, Panelist
Steven Katzman, KPMG LLP, Panelist
Jolene L. Skinner, Dell, Inc., Panelist
Submitter: Marina Field, mpf27@columbia.edu
98. Panel Discussion: 5:00 PM–5:50 PM
Waldorf
Getting the Right Start: Advice for Early Career I-O Psychologists
Early career I-O psychologists face challenges that were not present a few years ago, including a difficult economy, effectively utilizing social networking Web sites, and changing attitudes around diversity legislation. The panel will prepare I-O psychologists to be more effective in their jobs and to reduce the stress of being new.
Corinne D. Mason, Ingersoll Rand, Chair
Brian Roote, PreVisor, Panelist
Lisa Baranik, East Carolina University, Panelist
Stacey P. Miller, Angelica, Panelist
Tracy L. Griggs, Winthrop University, Panelist
Submitter: Brian Roote, brianroote@gmail.com
99. Posters: 6:00 PM–6:50 PM
Grand Ballroom
Top Posters
99-1 The Role of Fit in Understanding Leader Effectiveness Across Cultures
Building on implicit leadership theory and using multinational data, this paper examines the relationships among direct reports’ expectations, perceptions, and performance ratings of leaders. For this, a cross-cultural 360° assessment of leadership was developed, and the relationships between leadership expectations, behaviors, and performance ratings were examined with polynomial regression.
Marian N. Ruderman, Center for Creative Leadership
Felix C. Brodbeck, LMU München
Regina H. Eckert, Center for Creative Leadership
William A. Gentry, Center for Creative Leadership
Phillip W. Braddy, Center for Creative Leadership
Submitter: Marian Ruderman, Ruderman@ccl.org
99-2 The Effects of Storytelling and Reflexivity on Team Mental Models
Although team mental models (TMMs) have been shown to positively predict team performance, their antecedents have been underresearched. This study investigated the effects of 2 team-level interventions, storytelling and guided team reflexivity, on TMM similarity and performance in 107 teams performing an emergency crisis management simulation.
Rachel M. Hoult Tesler, Pennsylvania State University
Susan Mohammed, Pennsylvania State University
Katherine Hamilton, Pennsylvania State University
Vincent Mancuso, Pennsylvania State University
Alissa Parr, Pennsylvania State University
Eric McMillan, Pennsylvania State University
Michael D. McNeese, Pennsylvania State University
Submitter: Rachel Hoult, rhoult@gmail.com
99-3 Leader Personal Values, Transformational Leadership, and Follower Outcomes
We tested an integrated model of transformational leadership consisting of leader personal values, follower attitudes toward corporate social responsibility, and leadership performance outcomes. Data from 110 managers and 472 of their direct reports demonstrate mostly strong support for the integrated model. Implications for theory, practice, and future research are discussed.
Kevin Groves, Pepperdine University
Michael LaRocca, Pepperdine University
Submitter: Kevin Groves, kevin.groves@pepperdine.edu
99-4 The Relative Importance of Managerial Skills for Predicting Leader Effectiveness
Using a sample of 733 managers, this study examined the relative importance of 4 managerial skills at predicting leader effectiveness. All 4 skill dimensions were significantly important predictors to varying degrees. Organiza-tional level was a significant moderator of the managerial skill-effectiveness relationship but gender was not.
Scott Tonidandel, Davidson College
Phillip W. Braddy, Center for Creative Leadership
John W. Fleenor, Center for Creative Leadership
Submitter: Scott Tonidandel, sctonidandel@davidson.edu
99-5 How Transformational Leaders Can Discourage Prospective Leavers From Quitting
This study extends the sparse research regarding the effect of leadership on follower turnover by investigating how transformational leadership affects the withdrawal process. We provided a multilevel investigation into the joint and interactive effects of negative unit-level shocks and transformational leadership on the turnover process.
David A. Waldman, Arizona State University
Min Carter, Auburn University
Peter W. Hom, Arizona State University
Submitter: David Waldman, waldman@asu.edu
99-6 Effects of Behavioral Rating and Outcome Feedback on Group Performance
The study was conducted to empirically demonstrate that a group’s outcome, an objective measure of job performance, was the direct result of the task behaviors engaged in by the individual group members. This relationship was explored through the manipulation of 4 different combinations of behavioral and outcome feedback.
Bennett A. Price, CA Technologies
William Metlay, Hofstra University
Submitter: Bennett Price, Bprice220@gmail.com
99-7 Meta-Analytic Multitrait–Multirater Separation of Substance and Style in Social Desirability
A meta-analytic multitrait–multirater study shows social desirability and its subdimensions are independent from self-rating method factors (response style) but strongly related to Big 5 trait factors (substance) of Emotional Stability, Conscientiousness, and Agreeableness. Research and practice adjusting personality scores for social desirability will weaken rather than strengthen personality measures’ validity.
Luye Chang, University of Connecticut
Brian S. Connelly, University of Toronto
Alexis A. Geeza, Montclair State University
Submitter: Luye Chang, luye.chang@gmail.com
99-8 The Conceptualization and Measurement of Pacing Styles
Pacing style reflects how individuals distribute their effort over time in working toward deadlines. This research improved the conceptualization of pacing style and developed as well as validated a new scale-based measure. Eight independent samples supported the dimensionality, internal consistency, and validity (convergent, discriminant, predictive) of the new scale.
Josette M. P. Gevers, Eindhoven University of Technology
Susan Mohammed, Pennsylvania State University
Nataliya Baytalskaya, Pennsylvania State University
Flora Beeftink, Eindhoven University of Technology
Submitter: Nataliya Baytalskaya, nzb114@psu.edu
99-9 Mean Score and Validity Differences Among Bogus Item Endorsement Groups
We examined score differences on various measures, as well the correlations with work simulation performance, among groups with different endorsement rates to bogus items in a manufacturing applicant sample. We found that fakers score lower in ability and higher on personality and biodata measures, which also affects validity.
Kristin M. Delgado, Select International, Inc./Wright State University
Esteban Tristan, Select International, Inc.
Mei-Chuan Kung, Select International, Inc.
Matthew S. O’Connell, Select International, Inc.
Submitter: Kristin Delgado, kdelgado@selectintl.com
99-10 Alternative Scoring Approaches for Retest Scores: Implications for Differential Prediction
This study examines whether repeater and nonrepeater Medical College Admission Test (MCAT) scores calculated under different scoring approaches differentially predict United States Medical Licensing Examination Step 2 CK. Results showed that overprediction varied with respect to scoring approach and the number of times an examinee took the MCAT.
Xiaohui Zhao, Association of American Medical Colleges
Dana M. Glenn-Dunleavy, Association of American Medical Colleges
Scott H. Oppler, Association of American Medical Colleges
Marc Kroopnick, Association of American Medical Colleges
Submitter: Dana Glenn-Dunleavy, ddunleavy@aamc.org
99-11 Does Diversity Training Work? A Meta-Analytic Evaluation
Little consensus exists regarding whether diversity training has beneficial effects. We conducted a meta-analytic examination of diversity training using Kraiger, Ford, and Salas’ (1993) model of training evaluation. We examined effects from 34 usable studies. Results revealed small to moderate effects for cognitive, skill-based, and affective-based outcomes. Implications are presented.
Zach Kalinoski, Wright State University
Debra Steele-Johnson, Wright State University
Keith A. Leas, Wright State University
Julie A. Steinke, Wright State University
Submitter: Zach Kalinoski, kalinoski.2@wright.edu