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Friday, April 27, 2012, Morning Sessions


99. Symposium/Forum: 8:00 AM–9:50 AM America’s Cup CD
Expanding New Frontiers of OCB Research: Context Matters
Although OCB has been a popular topic of research in I-O psychology since the concept was developed in the 1980s, researchers continue to chart new frontiers. The purpose of this symposium is to share new research on OCBs for new contexts.
Talya N. Bauer, Portland State University, Co-Chair
Jennifer R. Rineer, Portland State University, Co-Chair
Nikos Dimotakis, Michigan State University, Erich C. Dierdorff, DePaul University, Robert S. Rubin, DePaul University, James Kemp Ellington, Illinois Institute of Technology, Decelerating the Diminishing Returns of Citizenship on Task Performance
Lauren Simon, Portland State University, Joel Koopman, Michigan State University, Shades of Gray: An Affect-Based Framework of Extra-Role Behavior
Kathryn Dekas, Google, Talya N. Bauer, Portland State University, Brian Welle, Google, Jennifer Kurkoski, Google, Stacy S. Sullivan, Google, Revisiting Organizational Citizenship Behaviors for Knowledge Workers
Amy W. Tian, University of Western Australia, Chiahuei Wu, University of Western Australia, Sharon K. Parker, UWA Business School, Understanding How Feedback Contributes to Change-Oriented Citizenship
Jennifer R. Rineer, Portland State University, Donald M. Truxillo, Portland State University, Talya N. Bauer, Portland State University, Autumn D. Krauss, Sentis, Predicting Supervisor-Rated Safety OCBs
Nathan P. Podsakoff, University of Arizona, Discussant
Submitter: Talya Bauer, TalyaB@Sba.pdx.edu
100. Symposium/Forum: 8:00 AM–9:50 AM Delmar AB
Implicit Leadership Theories: Antecedents and Implications for Leader(ship) Development?
Implicit leadership theories are everyday images of leaders. They influence the perception of actual leaders and decision making. However, little is known about their antecedents and use in leader(ship) development. This session investigates antecedents of implicit leadership theories, namely, attachment style, self-perception, and hierarchical level and derives leadership development suggestions.
Birgit Schyns, Durham University, Chair
Tiffany Hansbrough, Baldwin-Wallace College, Selective Perception of Transformational Leadership: Attachment and Implicit Leadership Theories
Roseanne J. Foti, Virginia Tech, Nicole J. Thompson, Virginia Tech, Sarah F. Allgood, Virginia Tech, Bethany Bray, Virginia Tech, Know Thy Self, Know Thy Leader: Patterns of Leadership Perceptions
Rudolf Kerschreiter, Ludwig-Maximilians-University Munich, Rainer Wunderer, LMU Muenchen, Implicit Leadership Theories for Leaders on Different Hierarchical Levels
Tina Kiefer, University of Warwick, Birgit Schyns, Durham University, Drawings in Leadership Development: A Picture Paints a Thousand Words
Robert G. Lord, University of Akron, Discussant
Submitter: Birgit Schyns, birgit.schyns@durham.ac.uk
101. Symposium/Forum: 8:00 AM–9:50 AM Elizabeth B
Key to the Lock: Matching Qualitative Methodology to Organizational Questions
This study outlines the important role qualitative inquiry can play in broadening understanding of organizational behavior. The research presented illustrates how the use of theory and the nature of the sample inform qualitative strategies, which can be used to supplement and enhance current knowledge of complicated organizational systems.
Anupama Narayan, University of Tulsa, Chair
Daniel V. Simonet, University of Tulsa, Co-Chair
Scott Sonenshein, Rice University, Authoring Growing at Work: Interpretations of Progressive Self-Change in Organizations
Markus Feufel, Max Planck Institute for Human Development, Capturing Knowledge-Level Constraints on Decision Making Using Qualitative Methods
Courtney A. Nelson, University of Tulsa, Daniel V. Simonet, University of Tulsa, Anupama Narayan, University of Tulsa, Proactive Realization Process of Organizational Culture via Critical Incident
Mei-Hua Lin, Sunway University, Wellness and Employee Turnover in an Asian Context
Neil D. Christiansen, Central Michigan University, Jennifer M. Ragsdale, University of Tulsa, Examining the Content of Work Narratives
Michelle Bligh, Claremont Graduate University, Discussant
Submitter: Anupama Narayan, anupama-narayan@utulsa.edu
102. Symposium/Forum: 8:00 AM–9:50 AM Elizabeth C
Addressing Unproctored Internet Testing Claims and Fears: Founded or Unfounded?
Much debate has occurred over the benefits and downsides of unproctored Internet testing (UIT) in selection contexts. Six empirical studies are presented that address whether these concerns (e.g., cheating, unreliability) and claims (e.g., cost savings) are warranted. Best practices are discussed.
Ann Marie Ryan, Michigan State University, Chair
Brent Lyons, Michigan State University, Co-Chair
Greg F. Schmidt, Bank of America, Mary Ann Bucklan, Employment Technologies Corp., Moving to Unproctored Internet Testing: A Case Study
Matthew S. O’Connell, Select International, Inc., Kristin M. Delgado, Select International, Inc./Wright State University, Mei-Chuan Kung, Select International, Inc., How Proctoring Impacts Measurement Methods in High-Stakes Testing
Jing Guo, University of Illinois, Fritz Drasgow, University of Illinois at Urbana-Champaign, Robert E. Gibby, Procter & Gamble, Estimating the Base Rate of Cheating for Unproctored Internet Tests
Tracy Kantrowitz, SHL, Darrin Grelle, SHL, Thomas M. Cavanagh, Colorado State University, Brett Fank, SHLPreVisor, Influence of Test Conditions and Examinee Behavior on UIT Reliability
Brent Lyons, Michigan State University, Ann Marie Ryan, Michigan State University, Neal W. Schmitt, Michigan State University, The Utility of Unproctored Internet Testing and Proctored Verification Testing
John A. Weiner, PSI, Corina Rice, CSX Transportation,       Utility of Alternative UIT Verification Models
Submitter: Ann Marie Ryan, ryanan@msu.edu
103. Symposium/Forum: 8:00 AM–9:50 AM Elizabeth F
Racial Differences in Personnel Selection: Complex Findings and Ongoing Research
Some critical personnel selection tests produce substantial racial differences. Although some perspectives view these differences as reflecting reality, others view them as reflecting test bias. Current research is presented that demonstrates conflicting findings regarding racial differences in hopes of spurring continued debate and future research on these issues.
Leaetta M. Hough, The Dunnette Group, Ltd., Chair
Michael A. McDaniel, Virginia Commonwealth University, Sven Kepes, Virginia Commonwealth University, Spearman’s Hypothesis Is a Model for Understanding Alternative g Tests
Charles A. Scherbaum, Baruch College, CUNY, Paul J. Hanges, University of Maryland, Ken Yusko, Marymount University, Harold W. Goldstein, Baruch College, CUNY, Rachel Ryan, Baruch College, CUNY, The Spearman Hypothesis Cannot Explain All Racial Score Differences
Scott H. Oppler, Association of American Medical Colleges, Dana M. Dunleavy, Association of American Medical Colleges, Eric M. Dunleavy, DCI Consulting Group, Lorin M. Mueller, Federation of State Boards of Physical Therapy, The Consideration of Differential Prediction in Alternative Predictors
Christopher M. Berry, Texas A&M University, Michael J. Cullen, Human Resources Research Organization, Jolene M. Meyer, SHL, Race, Range Restriction, and Ability Tests: One Million Participants’ Data
Deniz S. Ones, University of Minnesota, Discussant
James L. Outtz, Outtz and Associates, Discussant
Submitter: Harold Goldstein, harold.goldstein@baruch.cuny.edu
104. Master Tutorial: 8:00 AM–9:50 AM Mohsen AB

Receive 2 CE credits for attending.
Organization Culture Realignment: Solving the Enigma
Organization culture remains an elusive phenomenon that is not readily amenable to change. This session will present a structured roadmap for guiding client organizations through the daunting and complex work of culture realignment, explore specific methods/tools used to navigate the roadmap, and examine the key success factors required.
Ira M. Levin, Levin Consulting Group/AIU, Presenter
Submitter: Ira Levin, levinconsultinggroup@comcast.net
105. Friday Seminars: 8:30 AM–11:30 AM Annie AB
Global I-O: Developing an International Curriculum
The forces of globalization have continued to expand at a dizzying rate, making international business routine. However, I-O psychology has been slow to adopt an international perspective. If I-O psychology is to remain relevant and contribute to the success of modern business, the field must adopt and integrate a broad global perspective and formally train our students in the complexities of international management.
Richard L. Griffith, Florida Institute of Technology, Presenter
Jose M. Peiró, University of Valencia, Presenter
Lori Foster Thompson, North Carolina State University, Presenter
Ted B. Kinney, Select International, Inc., Coordinator
Submitter: Ted Kinney, tkinney@selectintl.com
106. Symposium/Forum: 8:30 AM–9:50 AM Betsy BC
Do Values Really Differ by Generation? A Multi-Assessment Review
One of the most popular topics in management training and development literature is managing workers from different generations. Results will be presented that represent a unique and comprehensive examination of generational differences in individual workplace values and interests to test the popular assumption that differences exist between generations.
Kevin D. Meyer, Hogan Assessment Systems, Chair
Dave Bartram, SHL Group Ltd, Ilke Inceoglu, SHL Group Ltd, Generational Differences in Motivation as Measured by the MQ
Michael G. Anderson, CPP, Inc., Nicole Herk, CPP, Inc., Generational Differences in Vocational Interests
Patrick L. Wadlington, Birkman International, Inc., Fabian Elizondo, Birkman International, Inc., Generational Effects on Occupational Interests Using The Birkman Method (TBM)
Jeff Foster, Hogan Assessment Systems, Kevin D. Meyer, Hogan Assessment Systems, Generational and Cultural Effects on Values Using the MVPI
Ruth Kanfer, Georgia Institute of Technology, Discussant
Submitter: Jeff Foster, jfoster@hoganassessments.com
107. Panel Discussion: 8:30 AM–9:50 AM Edward AB
Where Do I Begin? Practical Advice on Experience Sampling Method
Ever wondered how to begin planning an experience sampling method study? Tried ESM but looking for practical tips to improve? This expert panel brings together researchers with experience in conducting ESM studies to share “how to” advice including distributing surveys by mobile phones, retaining participants, and analyzing data.
Emily M. Hunter, Baylor University, Co-Chair
Malissa A. Clark, Auburn University, Co-Chair
Joyce E. Bono, University of Minnesota, Panelist
Marilyn A. Uy, Nanyang Business School, Panelist
Remus Ilies, National University of Singapore, Panelist
Daniel J. Beal, Rice University, Panelist
Sabine Sonnentag, University of Mannheim-Germany, Panelist
Submitter: Emily Hunter, emily_m_hunter@baylor.edu
108. Symposium/Forum: 8:30 AM–9:50 AM Edward CD
New Developments in Training Motivation and Training Transfer Research
This symposium aims to advance the understanding of training by examining training motivation and training transfer from multiple theoretical perspectives. Using different research methods, the studies examined important yet understudied factors in training, including affect, change patterns of training outcomes, and transfer measurement context.
Mo Wang, University of Florida, Chair
Le Zhou, University of Florida, Co-Chair
Traci Sitzmann, University of Colorado Denver, Stefanie K. Johnson, University of Colorado Denver, Delving Into the Realm of Unconscious Affect
Ozias A Moore, Cornell University, Bradford S. Bell, Cornell University, Quinetta M. Roberson, Villanova University, Individual and Contextual Influences on the Transfer of Diversity Training
Le Zhou, University of Florida, Mo Wang, University of Florida, Jocelyn Belanger, University of Maryland, Yujie Zhan, Wilfrid Laurier University, Songqi Liu, Pennsylvania State University, Mood Influence on Training Motivation and Training Transfer
Jason L. Huang, Wayne State University, Brian D. Blume, University of Michigan, Flint, J. Kevin Ford, Michigan State University, Timothy T. Baldwin, Indiana University, Paths to Transfer: A Meta-Analytic Investigation of Training Outcomes
Gilad Chen, University of Maryland, Discussant
Submitter: Le Zhou, zhoule2007@gmail.com
109. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth A
Individual Differences Predicting Service Effectiveness in a Global Economy
Some individuals are better at responding to the unique demands of customer service than others. These papers examine individual differences in abilities, values, and skills as direct and interactive predictors of service performance and well-being. The papers provide field samples with unique methods from 4 different countries.
Sarina M. Maneotis, Pennsylvania State University, Co-Chair
Alicia A. Grandey, Pennsylvania State University, Co-Chair
Patricia E. Grabarek, Federal Management Partners, Alicia A. Grandey, Pennsylvania State University, Stephanie Lanza, Pennsylvania State University, Patricia B. Barger, Kronos, Inc., Personality Typologies as a Predictor of Effective Interpersonal Performance
Helena Hong, University of New South Wales, Markus Groth, University of New South Wales, Lights! Camera! Action!: Effects of Scripts on Customer Citizenship Behavior
Andrea Fischbach, Trier University, Philipp W. Lichtenthaler, German Police University, The Impact of Service Workers’ Emotion Regulation Ability on Well-Being
Michelle Hammond, University of Limerick, The Role of Core Self-Evaluation in Customer Service
Submitter: Sarina Maneotis, smmaneotis@gmail.com
110. Roundtable Discussion/Conversation Hour: 8:30 AM–9:50 AM Elizabeth G
Undergraduates Matter, Too! Promoting Bachelor’s-Level I-O Education
More undergraduates than graduate students take I-O classes, but SIOP mostly focuses on graduate education. This session will focus on 3 topics affecting undergraduate I-O education: assessment of student learning outcomes (and how I-O can help); SIOP’s existing undergraduate-related resources; and developing innovative undergraduate I-O curricula. Bring examples, questions, and ideas!
Marcus W. Dickson, Wayne State University, Host
Michelle (Mikki) Hebl, Rice University, Host
Scott Tonidandel, Davidson College, Host
Submitter: Marcus Dickson, marcus.dickson@wayne.edu
111. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth H
Whistle While You Work: Happiness and the Workplace
This session includes a diverse set of studies that examine the interconnections between work and happiness. Scholars from around the world will present their work on employee happiness and the related constructs of well-being. The session attempts to generate healthy debate about future research directions and stimulate well-being research.
Layla R. Mansfield, Portland State University, Co-Chair
Berrin Erdogan, Portland State University, Co-Chair
Berrin Erdogan, Portland State University, Talya N. Bauer, Portland State University, Donald M. Truxillo, Portland State University, Layla R. Mansfield, Portland State University, Life Satisfaction and Work: A Review of the Literature
Timothy A. Judge, University of Notre Dame, Brooke R. Buckman, Arizona State University, Jaclyn M. Koopmann, University of Florida, Alex Rubenstein, University of Florida, Michael D. Baer, University of Georgia, The Motives Underlying Work Goals: A Self-Determination Theory Perspective
Arnold B. Bakker, Erasmus University, Rotterdam, Akihito Shimazu, University of Tokyo, Kyoko Shimada, University of Tokyo, Norito Kawakami, University of Tokyo, Work Engagement Versus Workaholism: A Test of the Spillover–Crossover Model
Olga Epitropaki, ALBA, Greece, Nikos Bozionelos, University of Durham, Beatrice I. van der Heijden, Radboud University Nijmegen, Izabela Marzec, Silesian University of Economics, Dora M. Scholarios, Strathclyde University, Esther van der Schoot, University of Amsterdam, Piotr Jedrzejowicz, Gdynia Maritime University, Peter Knauth, Universität Karlsruhe, Aslag Mikkelsen, University of Stavanger, Claudia M. van der Heijde, University of Twente, A Cross-Cultural Study of the Relationships Among Flow at Work
Brent A. Scott, Michigan State University, Discussant
Submitter: Berrin Erdogan, berrine@sba.pdx.edu
112. Friday Seminars: 8:30 AM–11:30 AM Emma AB
The Science and Practice of Workplace Mentoring Relationships
This seminar will focus on the science and practice of workplace mentoring relationships. Specifically, an overview of the latest research on mentoring will be shared, followed by a comprehensive set of guidelines for implementing mentoring programs within organizations. Challenges and strategies to overcome challenges associated with mentoring will be covered. Experiential exercises and discussion will be included.
Tammy D. Allen, University of South Florida, Presenter
Lillian T. Eby, University of Georgia, Presenter
Kristen M. Shockley, Baruch College-City University of New York, Coordinato
Submitter: Kristen Shockley, kristen.shockley@baruch.cuny.edu
113. Community of Interest: 8:30 AM–9:50 AM Emma C
Workplace Incivility
Vicki J. Magley, University of Connecticut, Host
Michael Leiter, Michael Leiter & Associates, Host
Jessica M. Nicklin, University of Hartford, Coordinator
114. Panel Discussion: 8:30 AM–9:50 AM Ford AB
Contrasting Culture Strength and Climate Strength: Perspectives From Leading Researchers
Strength, or the “shared” aspect of culture and climate, has been investigated for years. Leading experts gather to discuss differing perspectives on the conceptualization and measurement of strength and ways to “bridge the gap” between culture and climate. Understanding of the practical implications for organizations is sought.
Lindsey M. Kotrba, Denison Consulting, Co-Chair
Nathalie Castano, Wayne State University, Co-Chair
Jennifer A. Chatman, University of California-Berkeley, Panelist
Daniel R. Denison, International Institute for Management Development, Panelist
Maribeth L. Kuenzi, Southern Methodist University, Panelist
Benjamin Schneider, Valtera, Panelist
Submitter: Nathalie Castano, nats2003@gmail.com
115. Panel Discussion: 8:30 AM–9:50 AM Gregory AB
So You Think You Can Analyze Networks?
As organizations have shifted to more complex structures, organizational science has evolved from individualistic theories to more systemic, multilevel perspectives. Testing complex, dynamic, multilevel theories requires new tools, such as network analysis. This panel explores the issues and considerations that arise when applying network analysis to understand complex organizational phenomena.
Arwen Hunter DeCostanza, U.S. Army Research Institute, Chair
Daniel Doty, Georgia Institute of Technology, Co-Chair
Prasad Balkundi, SUNY at Buffalo, Panelist
Jay B. Carson, Southern Methodist Univeristy, Panelist
Noshir Contractor, Northwestern University, Panelist
Daniel A. Newman, University of Illinois at Urbana-Champaign, Panelist
Submitter: Daniel Doty, d.doty84@gmail.com
116. Symposium/Forum: 8:30 AM–9:50 AM Madeline AB
You’ve Got a Problem? We’ve Got the Solution: Job Analysis!
Although I-Os readily think of using job analysis in basic HR areas such as selection, training, and compensation, they rarely recognize its power to solve thorny problems or foster decision making in other areas. This session showcases creative approaches to the use of job analysis for both preventing and solving problems.
Robert E. Lewis, APTMetrics, Inc., Chair
Toni S. Locklear, APTMetrics, Inc., Co-Chair
Nancy Abell, Paul Hastings LLP, Role of Job Analysis in Avoiding Problems: An Attorney’s View
Toni S. Locklear, APTMetrics, Inc., Robert E. Lewis, APTMetrics, Inc., Analyzing Jobs to Determine Exemption Status Under Wage–Hour Law
Jon Geier, Paul Hastings LLP, Job Analysis and the “New” OFCCP
Kathleen Kappy Lundquist, APTMetrics, Inc., Discussant
Submitter: Toni Locklear, TLocklear@aptmetrics.com
117. Panel Discussion: 8:30 AM–9:50 AM Madeline CD
One Size Doesn’t Fit All—Personalized High-Potential Development
Internal and external panelists who have successfully implemented high-potential programs will discuss challenges and best practices related to taking an individualized, longitudinal approach to developing and retaining top talent. Topics include organizational alignment, gaining executive sponsorship, and taking a targeted, individualized approach to maximize the success of these initiatives.
Nicole Morris, Vaya Group, Chair
Stuart Hockridge, General Electric Healthcare, Panelist
Russ Allison, Russ Allison Consulting, Panelist
Lyle Maryniak, Northwestern Mutual, Panelist
Donnell Green, BlackRock, Panelist
Submitter: Nicole Morris, NMorris@vayapath.com
118. Posters: 9:00 AM–9:50 AM Douglas Pavilion BCD
Global/International/Cross-Cultural Issues and Creativity
118-1 The Effect of Self-Construals on the Need for Workplace Autonomy
This study investigated the moderating effect of self-construals on the relationship between job autonomy and organizational commitment. It was found that people with an independent self-construal, versus those with an interdependent self-construal, are more affectively committed to the organization if they have high job autonomy.
Greg A. Chung-Yan, University of Windsor
Sean R. Locke, University of Windsor
Catherine T. Kwantes, University of Windsor
Submitter: Greg Chung-Yan, gcy@uwindsor.ca
118-2 Training for Cultural Competence: A Meta-Analysis
Meta-analysis reviewing the past 10 years’ research on cultural competence training revealed that cultural competence training yields moderate gains in cultural competence. Further analyses showed that training methodology (e.g., traditional vs. experiential) is an important variable to consider in training components of cultural competence (e.g., cognitive, attitudinal, skills-based).
Christopher Coultas, University of Central Florida
Rebecca Grossman, University of Central Florida
Jennifer Feitosa, University of Central Florida
Nathan T. Carter, University of Central Florida
Eduardo Salas, University of Central Florida
Submitter: Christopher Coultas, chris.coultas@knights.ucf.edu
118-3 Validating the Cultural Intelligence Scale in an Overseas Population
The validity of the Cultural Intelligence Scale (CQS) was examined by looking at the relationships of each of its 4 subscales to antecedent constructs, potential confounding constructs, and adjustment and performance criteria. 210 international students completed 13 self-report online measures. Path analyses showed that the CQS has little construct validity.
William K. Gabrenya, Florida Institute of Technology
Marinus van Driel, Van Driel Consulting/DEOMI
Jaya Pathak, Questar
Elizabeth Trame, Florida Institute of Technology
Stephanie Turner, Deloitte Consulting
Submitter: William Gabrenya, gabrenya@fit.edu
118-4 Unpacking Four Forms of Third Culture in Multicultural Teams
Correlations of participant intercultural ideology, need for closure, and need for cognition with preferences for 4 types of third culture in multicultural teams were examined. In addition, participant nation of residence (USA vs. India) and team type (production team vs. creative team) were examined as moderators of these relationships.
Omar Ganai, University of Waterloo
Wendi Adair, University of Waterloo
Submitter: Omar Ganai, oganai@uwaterloo.ca
118-5 Attributions Moderate the Effects of Perceived Underemployment Among Immigrants
Research shows that underemployment is associated with a variety of negative outcomes, including job dissatisfaction and withdrawal behaviours. This study was conducted to examine whether immigrants’ attributions about their employment situation moderate the relation between their underemployment and negative outcomes they may experience.
Leah Hamilton, University of Western Ontario
Victoria Esses, University of Western Ontario
Joan Finegan, University of Western Ontario
Submitter: Leah Hamilton, lhamil2@uwo.ca
118-6 Relating Perceived Person–Culture Fit to Expatriate Adjustment and Outcomes
This study examined relationships among perceived person–cultural fit, expatriate adjustment, and expatriates’ satisfaction and intent to stay in a sample of 108 expatriates in Japan. As hypothesized, perceived person–culture fit had impacts on expatriate adjustment, and the relationships between expatriate adjustment and outcomes were generally confirmed.
Chia-Lin Ho, North Carolina State University
Submitter: Chia-Lin Ho, chialinroseho@gmail.com
118-7 Knowledge Transfer Between Expatriates and Host Country Nationals
How can expatriates and HCNs overcome the differences inherent between them and develop relationships instrumental for knowledge transfer? Integrating social capital theory and anxiety and uncertainty management theory, this session will identify enablers contributing to positive relationships between expatriates and HCNs. Also discussed will be the mediation role played by positive relationships.
Yu-Shan Hsu, University of Wisconsin-Milwaukee
Submitter: Yu-Shan Hsu, yhsu@uwm.edu
118-8 Culture and Negotiaton: Who Will Trust and When?
The purpose of this study was to investigate how extrinsic (dispositional and situational signs) and intrinsic (relational self construal of the trustor) factors have differential effects on trust formation among negotiators in Korea and the U.S. Intentions to employ information-sharing and substantiation strategies were also examined.
Soo Jung Kim, Yonsei University
Dong-Won Choi, California State University, East Bay
Young Woo Sohn, Yonsei University
Submitter: Soo Jung Kim, soojungkim@empal.com
118-9 Social Support, Computer-Mediated Communication, and Language Proficiency in Sojourner Adaptation
We examined several factors historically studied separately in predicting sojourner adaptation: perceived social support from conationals and host nationals, including social support gained by using computer-mediated communication, and host language proficiency. We included satisfaction with host family as an additional variable in social support. Parallels with the expatriate research are drawn.
Honorio Komori, California State University, San Bernardino
Janet L. Kottke, California State University-San Bernardino
Submitter: Janet Kottke, jkottke@csusb.edu
118-10 Beyond Conflict: The Role of Work–Private Life Enrichment for Expatriates
This study investigated the impact of work–private life enrichment on expatriates’ assignments. Results showed work–private life enrichment accounted for variance in job satisfaction, turnover intentions, and work–private life balance beyond what was accounted for by work–private life conflict. Implications for training and support of expatriates are discussed.
Regina Kempen, University of Osnabrück
Karsten Mueller, University of Mannheim
Tammo Straatmann, University of Mannheim
Kate Hattrup, San Diego State University
Sven-Oliver Spiess, University of Osnabrück
Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
118-11 Benevolent Versus Hostile Sexism: Impact on Women in Turkey
The impact of benevolent versus hostile sexism on performance for women in non-Western, low egalitarian countries was examined. Turkish female factory workers were randomly assigned to the benevolent sexism, hostile sexism, or control condition. Results indicated exposure to hostile sexism decreased performance but exposure to benevolent sexism did not.
Crystal M. Kaya, Western Kentucky University
Anthony R. Paquin, Western Kentucky University
Submitter: Anthony Paquin, tony.paquin@wku.edu
118-12 Engagement of Self-Initiated Expatriates: Personality and Information Seeking
A model of self-initiated expatriate engagement is developed and examines how Big 5 personality and information seeking influence engagement. No support was found for the direct effect of Big 5 personality traits. However, evidence was found for the interactive effect of information seeking with Extraversion and intellectance.
Hong Ren, University of Wisconsin Milwaukee
Dilek Yunlu, University of Wisconsin-Milwauke
Katy Mohler Fodchuk, Advanced Learning Partnerships
Submitter: Hong Ren, renh@uwm.edu
118-13 Self-Initiated Expatriates’ Decision to Stay: Job Deprivation and Thriving
Perceptions of job deprivation inhibited SIE thriving among international teachers, which was a positive predictor of SIE continuance cognitions. Job deprivation’s negative effect on thriving was mitigated by Emotional Stability, and thriving’s positive effect on continuance cognitions was more pronounced when organizational identification was low.
Hong Ren, University of Wisconsin Milwaukee
Dilek Yunlu, University of Wisconsin-Milwauke
Margaret A. Shaffer, University of Wisconsin Milwaukee
Katy Mohler Fodchuk, Advanced Learning Partnerships
Submitter: Hong Ren, renh@uwm.edu
118-14 East Meets West: Do We Learn Differently?
The impact of culture on learning was investigated using a quasi-experimental design. Participants from Eastern and Western cultures were taught using a holistic or an analytical training approach. The findings suggest that training design has a greater impact on learning than culture. A deeper look suggests a nuanced impact.
Izabela Widlak, Illinois Institute of Technology
Shreya T. Sarkar-Barney, Human Capital Growth
Submitter: Shreya Sarkar-Barney,
118-15 Fatalism, Trust Repair, and Revenge in a Collaborative Work Context
The effectiveness of trust repair strategies was tested using students from the United States and the United Arab Emirates. The results of the study indicate that fatalism beliefs moderate the effectiveness of trust repair strategies and that trust and distrust are related to the likelihood of revenge taking within work collaboration.
Jessica L. Wildman, Florida Institute of Technology
Maritza R. Salazar, Claremont Graduate University
Rubina Qureshi, Abu Dhabi University
Eduardo Salas, University of Central Florida
Submitter: Jessica Wildman, jwildman@fit.edu
118-16 The Role of Cultural Intelligence in Interpersonal Helping
This study examined the effects of dyadic CQ (mean and dispersion) on relationship conflict and helping in 317 cross-cultural dyads. Results of the longitudinal study demonstrate that dyads with high dispersion of CQ had less helping behaviors mediated through higher relationship conflict. Mean level of CQ showed fewer significant effects.
Catherine Wu, Nanyang Technological University
Kokyee Ng, Nanyang Technological University
Submitter: Catherine Wu, cath0005@ntu.edu.sg
118-17 Creativity Training: The Impact of Self-Generated Feedback and Exercise Domain
This study examined the relationship between domain specificity and feedback in the context of creativity training. Results indicated that creativity training should be in the same domain as the task, and performance is optimal when specific, detailed feedback is encouraged.
Nicolas A Brown, Villanova University
Laura Winger, Villanova University
Katherine Eaton, BioTrends Research Group
Ginamarie Ligon, Villanova University
Submitter: Nicolas Brown, nicolas.brown@villanova.edu
118-18 Direct and Indirect Effects of Routinization on Creativity
This research investigates the mixed results of routinization on creativity by examining whether routinization has a direct impact on creativity or indirect relationship through the mediating role of a cognitive mechanism such as the saved mental slack (time, mental effort, and psychological stress resource).
Heesun Chae, Seoul National University
Oh Soo Park, Seoul National University
Dongwon Choi, Seoul National University
Submitter: Heesun Chae, sweetsori@hotmail.com
118-19 The Interaction of Conflict and Participative Safety on Team Creativity
This study examined the effects of team conflict and participative safety on the originality of team projects. The results uncovered a significant interaction between task conflict and participative safety, suggesting that both high participative safety and high task conflict are necessary conditions for high originality.
Joshua Fairchild, Pennsylvania State University
Samuel T. Hunter, Pennsylvania State University
Submitter: Joshua Fairchild, jaf435@psu.edu
118-20 Person–Organization Fit as a Barrier to Employee Creativity
This study investigated the potential negative relationship between person‒organization fit (operationalized by the competing values model; Quinn, 1988) and employee creativity. The theoretical background relied on Schneider’s (1987) attraction‒selection‒attrition framework, and the main hypothesis had mixed support. Correlates of creativity were included. Employees and supervisors from many industries participated.
Angela M. Farabee, Nestle Purina PetCare
James A. Breaugh, University of Missouri-St Louis
Submitter: Angela Farabee, AngelaFarabee@umsl.edu
118-21 Using Automated Essay Scoring to Predict Personality From Work Narratives
The purpose of this study was to examine the effectiveness of automated essay scoring in predicting personality traits based on work narratives. Words that differentiated between those high and low on a particular personality trait were identified. Self-report personality correlated with conceptually similar dimensions identified by the software program.
Christopher T. Frost, Central Michigan University
Neil D. Christiansen, Central Michigan University
Jennifer M. Ragsdale, University of Tulsa
John Rahael, Central Michigan University
Submitter: Christopher Frost, frost1ct@cmich.edu
118-22 Clarifying the Relationship Between Intrateam Task Conflict and Team Innovation
This paper presents a theoretical account of the relationship between intrateam task conflict and team innovation. The extant literature provides ambiguous support for such a relationship; however,it is presented here that existing research utilizes inappropriate methods for investigating the relationship. A reconceptualization of the relationship is offered.
David Geller, George Mason University
Phillip L. Gilmore, George Mason University
Submitter: David Geller, davidsgeller@gmail.com
118-23 Promotion Focus as a Mediator Between Transformational Leadership and Creativity
A 3-wave longitudinal study with 279 employees was conducated to investigate the relationship between transformational leadership and employee creativity and the role of promotion focus as a mediator for the relationship between transformational leadership and employee creativity.
Nils Henker, University of Mannheim
Sabine Sonnentag, University of Mannheim-Germany
Dana Unger, University of Mannheim-Germany
Submitter: Nils Henker, nils.henker@uni-mannheim.de
118-24 Does Haste Make Waste? Workflow Disruption and Team Creativity
This study examines how the timing of hastening disruptions affects team collaboration, creative processes and creative performance. Using an experimental study of teams, results show that disruptions experienced earlier in a team’s workflow will increase team engagement, whereas those experienced later will undermine team collaboration, creative process, and creative performance.
Benjamin Herndon, Georgia Institute of Technology
Christina E. Shalley, Georgia Institute of Technology
Gamze Koseoglu, Georgia Institute of Technology
Submitter: Benjamin Herndon, benjamin.herndon@gmail.com
118-25 Teachers’ Creativity: The Interplay Between Schools’ Climate and Self-Efficacy
This multilevel study investigated the effect of transformational leadership climate, climate for initiative, and their interaction with role breadth self-efficacy (RBSE) on teachers’ creativity. Hierarchical models showed a main effect of transformational leadership climate. The effect of climate for initiative was moderated by RBSE.
Anna R. Koch, University of Mainz
Carmen Binnewies, University of Mainz
Christian Dormann, Johannes-Gutenberg-University Mainz
Submitter: Anna Koch, anna.r.koch@uni-mainz.de
118-26 Leaders Influencing Creative Performance Throughout the Creative Process
This study was conducted to clarify the influence of different leadership styles on subordinate creative performance in different contexts. Charismatic, ideological, and pragmatic leaders guided study participants through 3 creative tasks, specifically designed to represent the steps of the creative process, and creative performance was analyzed.
Jeffrey B. Lovelace, Pennsylvania State University
Kelsey Medeiros, Pennsylvania State University
Andrea L. Hetrick, Pennsylvania State University
Samuel T. Hunter, Pennsylvania State University
Submitter: Jeffrey Lovelace, jeffrey.b.lovelace@gmail.com
118-27 Beyond Limitation: Team Exploitation on Team Creativity
This study investigated the nature of exploitation as a potential antecedent of team creativity and considered team cohesiveness as a moderator between this relationship, rendering dynamic effects. This empirical study supported that team exploitation exhibits a U-shaped curve with creativity in high team cohesiveness but an inverted U-shaped relationship in low team cohesiveness.
Semin Park, Seoul National University
Won-Woo Park, Seoul National University
Sangyun Kim, Seoul National University
Cheol Young Kim, Seoul National University
Submitter: Semin Park, semin.rosa@gmail.com
118-28 Employees’ Self-Enhancement Motives and Creative Behavior
Integrating the impression management and creativity literature, this study investigates the relationship between employee self-enhancement motives and creative behavior. Moreover, the role of manager and organization in this relationship is investigated by examining moderating effects of leader–member exchange and organizational justice. The implications of the findings are discussed.
Haeseen Park, Cornell University
Dongkyu Kim, Seoul National University
Oh Soo Park, Seoul National University
Submitter: Haeseen Park, hp289@cornell.edu
118-29 Promotion Focused Leaders and Problem Construction: Effect on Team Creativity
For the first time, team engagement in problem construction was examined. Results suggested that teams with promotion-focused leaders generated solutions of greater originality, and this effect was stronger for teams who did not actively engage in problem construction. This effect was not found when quality was evaluated.
Erika Robinson-Morral, SilverStone Group, Inc.
Danielle A. S. Crough, SilverStone Group
Nicholas J. Arreola, University of Nebraska Omaha
Ben G. Wigert, University of Nebraska-Omaha
Brad Hullsiek, University of Nebraska-Omaha
Roni Reiter-Palmon, University of Nebraska-Omaha
Submitter: Erika Robinson-Morral, ejrobinson@unomaha.edu
118-30 Lots of Ideas for Little Love: Creativity and Interpersonal Liking
The relationship between creativity and peer ratings of interpersonal liking is examined. Using longitudinal survey data of 182 MBA students, support is found for a negative relationship between creativity and being liked. The negative relationship is moderated by centrality in the communication network in that centrality strengthens the relationship.
Kevyn Yong, HEC Paris
Mathis Schulte, HEC Paris
Submitter: Mathis Schulte, schulte@hec.fr
118-31 The Influence of Perfectionism and Regulatory Focus on Creativity
This study examined the influence of perfectionism and regulatory focus orientation on creativity. Adaptive perfectionism and promotion focus orientation enhanced creative production. Conversely, prevention focus inhibited solution originality and quality. Further, maladaptive perfectionists generated low-quality solutions when prevention focused but provided high-quality solutions when promotion focused.
Ben G. Wigert, University of Nebraska-Omaha
Roni Reiter-Palmon, University of Nebraska-Omaha
Submitter: Ben Wigert, bwigert@unomaha.edu
118-32 Authentic Leadership and Employee Creativity: A Multilevel Investigation
This multilevel study of 238 employees and 52 immediate supervisors from a telecommunication company in China found that individual-level psychological safety and team motivation serve as key intervening variables that explain how authentic leadership relates to employee creativity.
Fred O. Walumbwa, Arizona State University
Yi Han, Tsinghua University
Chad A Hartnell, Arizona State University
Zhen Zhang, Arizona State University
Submitter: Zhen Zhang, zhen.zhang@asu.edu
119. Interactive Posters: 10:30 AM–11:20 AM America’s Cup AB
Being the Change: Diversity Training
Mikki Hebl, Rice University, Facilitator
119-1 Effects of Managerial Support and Rationale on Diversity Training Effectiveness
This study experimentally examined the effects of managerial support and training rationale on diversity training effectiveness. Results suggest that diversity training is perceived as more useful and is more effective when it is supported by management—whether it is implemented proactively or reactively. Further, women responded more favorably than men.
Joel A. Butler, University of Nebraska at Omaha
Carey S. Ryan, University of Nebraska at Omaha
Submitter: Joel Butler, joelbutler@mail.unomaha.edu
119-2 Effectiveness of a Multimedia Perspective-Taking Training Program on Reducing Discrimination
Employed participants (N = 368) were recruited to test the effect of a multimedia, perspective-taking training program on reducing discrimination against Middle-Eastern (ME) job applicants—fully ethnic identified (ME names and affiliations) or partially (ME names and neutral affiliations). Training was effective, moderated by raters’ Openness to Experience and motivation to learn.
Hannah-Hanh D. Nguyen, California State University, Long Beach
Lisa V. Tran, California State University, Long Beach
Eva Derous, Ghent University
Maria del Carmen Lopez, California State University, Long Beach
Christina Siu, California State University, Long Beach
Submitter: Hannah-Hanh Nguyen, hnguyen@csulb.edu
119-3 Training Diverse Teams to Manage Conflicts Effectively Using Constructive Controversy
This paper presents a conceptual model for training diverse work teams. Specifically, the model presents a guiding framework for training diverse teams on managing internal team conflicts productively, using the process and principles of constructive controversy. Implications for theory and practice, future research directions, and model limitations are also discussed.
Rae Yunzi Tan, Columbia University
Submitter: Rae Yunzi Tan, yt2178@columbia.edu
119-4 Can Everyone Get Along? How Diversity Training Affects Diversity–Incivility Relationships
This study investigates gender and racioethnic diversity as antecedents to organizational incivility. In addition, we investigate diversity training as a boundary condition of these relationships. Results showed that diversity training moderated the gender diversity incivility, but not the racioethnic–incivility relationship. Gender diversity heightened incivility unless the organization provided employees diversity training.
Safiya E. Castel, Temple University
Derek R. Avery, Temple University
Sabrina D. Volpone, Temple University
Submitter: Sabrina Volpone, sabrinavolpone@aol.com
120. Symposium/Forum: 10:30 AM–11:50 AM America’s Cup CD
Teaching Older Learners New Tricks: Adapting Training for Older Learners
The workforce is aging as workers postpone retirement or reenter the workforce. Accordingly, it is important to consider the effects of learner age in training systems. This symposium presents findings from 4 studies examining the effects of age on decision making regarding training needs assessment, training design, and support for trainees.
Kurt Kraiger, Colorado State University, Chair
Kasia Karpinska, Utrecht University School of Economics, Kene Henkens, Netherlands Interdisciplinary Demographic Institute, Joop Schippers, Utrecht University School of Economics, Training Older Workers—A Vignette Study of Managers’ Decisions
Natalie Wolfson, Colorado State University, Aging and Training: The Role of Coherence and Advance Organizers
Thomas M. Cavanagh, Colorado State University, Training Old Adults: Effects of Stereotype Threat and Metacognitive Prompts
Yoshie Nakai, Eastern Kentucky University, Jared Z. Ferrell, University of Akron, Stephen Hill, University of Akron, Andrea F. Snell, University of Akron, Training for Mature Job Seekers: Analysis of Their Training Experience
Margaret E. Beier, Rice University, Discussant
Submitter: Natalie Wolfson, newolfson9@gmail.com
121. Panel Discussion: 10:30 AM–11:50 AM Betsy BC
Renorming and Custom Norming: How, When, and Why?
Renorming or custom norming can be a daunting undertaking, but workforce changes make them necessary over time. This panel will address the how, when, and why of renorming and custom norming. The panel will also discuss challenges they encountered in the process and how they addressed those challenges.
Suzanne L. Dean, Wright State University, Co-Chair
Corey E. Miller, Wright State University, Co-Chair
Pat M. Caputo, Aon Hewitt, Panelist
Kristin M. Delgado, Select Intl/Wright State University, Panelist
James H. Killian, Chally Group Worldwide, Panelist
Megan K. Leasher, Macy’s, Inc., Panelist
Stephen Mueller, PeopleAnswers, Inc., Panelist
Submitter: Suzanne Dean, suzanneldean@gmail.com
122. Symposium/Forum: 10:30 AM–11:50 AM Delmar AB
Positive Psychology in the Work–Family Interface: Bridging the Gap
This symposium integrates research examining the work–family interface and positive psychological constructs. These 2 fields, albeit flourishing with new research and discussion, are not commonly used to complement each other. This symposium presents research joining these fields to in order to discuss novel findings in the work–family interface.
Tiffany M. Greene-Shortridge, Kenexa, Chair
Heather N. Odle-Dusseau, Gettysburg College, Co-Chair
Charleen P. Maher, Towers Watson, Lillian T. Eby, University of Georgia, Career Calling, Engagement, and Positive Spillover
Heather N. Odle-Dusseau, Gettysburg College, Tiffany M. Greene-Shortridge, Kenexa, Thomas W. Britt, Clemson University, Work–Family Resources and Positive Psychological Outcomes: Mediating Effects of Fit
Natalie Wright Dixon, University of Central Florida, Robert D. Pritchard, University of Central Florida, Barbara A. Fritzsche, University of Central Florida, I-Count-Ability: Effectiveness of a Measurement–Feedback Approach to Lifestyle Change
Meridith P. Selden, Wilkes University, Daniel Applegate, Wilkes University, A Preliminary Examination of the Positive Aspects Company-Wide Telework
Laurent M. Lapierre, University of Ottawa, Discussant
Submitter: Heather Odle-Dusseau, hodle@gettysburg.edu
123. Posters: 10:30 AM–11:20 AM Douglas Pavilion BCD
123-1 Rethinking Turnover: From Managing Rates to Employee Flows
New perspectives for studying and managing employee turnover are offered. Using an analysis of the dynamics of employee flow events, a series of new organizational metrics are offered that move beyond simply managing turnover rates to managing the unique characteristics that determine the organizational impact of individual turnover events.
Kevin D. Carlson, Virginia Tech
Richard C. Watson, Virginia Tech
Jerry P. Flynn, Virginia Tech
Andrew O. Herdman, Virginia Tech
Ross L. Mecham, III, Virginia Tech
Submitter: Kevin Carlson, kevinc@vt.edu
123-2 Who Cares About Fitting In? Moderators of P–O Fit Outcomes
FFM personality variables were examined as potential moderators of several P–O fit relationships including job satisfaction, job search, affective commitment, and OCB. In an employed sample (N = 191) our results indicate that personality moderates the relationship between P–O fit and outcomes with Agreeableness playing an important role.
Derek S. Chapman, University of Calgary
Megan A. Kendall, University of Calgary
Submitter: Derek Chapman, dchapman@ucalgary.ca
123-3 Toward a Theory of Technology Embeddedness
The paper presents a theoretical model of how technology can impact job, organizational, and career embeddedness from several perspectives. The paper also outlines a new multilevel/multifactor construct to the turnover literature: technology embeddedness.
Steven D. Charlier, University of Iowa
Russell Guay, University of Northern Iowa
Ryan D. Zimmerman, Texas A&M University
Submitter: Steven Charlier, steven-charlier@uiowa.edu
123-4 Alienated Employees and Career Outcomes: Disengagement as A Mediating Process
This study investigated perceptions of personal and social alienation and positive and negative career outcomes. Alienation was related to careerism through affective commitment, to career self-efficacy through career insight and resilience, and to career success through self and career satisfaction. Findings pinpoint negative consequences of alienation for career outcomes.
Ans De Vos, Vlerick Leuven Gent Management School
Dan S. Chiaburu, Texas A&M University
Ismael Diaz, Texas A&M University
Submitter: Ismael Diaz, idiaz001@neo.tamu.edu
123-5 Of Job-Embeddedness Practices, Volunteer Commitment, and Volunteer Retention
Prior work suggests a link between volunteer commitment and turnover intentions, as well as between job embeddedness, commitment, and retention in paid workers. This study extends this previous work by looking at practices that encourage job embeddedness and their influence on volunteers’ intentions to quit as mediated by commitment.
Adrian Goh, University of North Carolina at Charlotte
Steven G. Rogelberg, University of North Carolina at Charlotte
Joseph A. Allen, Creighton University
Submitter: Adrian Goh, Agoh@uncc.edu
123-6 When and How Is Job Embeddedness Predictive of Turnover?
This meta-analysis developed a model integrating research on the relationships between job embeddedness and turnover outcomes. Drawing on 65 independent samples (N = 42,907), the main effects of on-the-job and off-the-job embeddedness on turnover criteria as well as the moderators and mediating process of these relationships were examined.
Kaifeng Jiang, Rutgers University
Dong Liu, Georgia Institute of Technology
Patrick F. McKay, Rutgers University
Thomas W. Lee, University of Washington
Terence R. Mitchell, University of Washington
Submitter: Kaifeng Jiang, kaifeng.jiang@gmail.com
123-7 Predicting Turnover: Revisiting the Job Involvement–Organizational Commitment Interaction Hypothesis
Some researchers claim that job involvement interacts with organizational commitment to predict turnover, but others believe that no interaction effect exists when the appropriate quantitative methods are employed. This investigation further evaluates the validity and generalizability of such conflicting findings within 2 samples. Results provide consistent evidence for the interaction.
Sean Robinson, Ohio University
Rodger W. Griffeth, Ohio University
Submitter: Sean Robinson, sr204008@ohio.edu
123-8 Consequences of Working at a Job You Want to Quit
Bowen’s (1982) hypothesized consequences of employees not leaving jobs they want to quit were tested. Higher patient infection rates and lower job satisfaction resulted for 209 nurses who intended to turn over but did not compared to 243 nurses who stayed but did not intend to turn over.
Craig J. Russell, University of Oklahoma
Submitter: Craig Russell, cruss@ou.edu
123-9 Employee Engagement as the Overarching Theory of Work Motivation
A review of 2 decades of research on employee engagement provides evidence that employee engagement should be viewed and understood as the overarching theory of work motivation. This paper demonstrates the link between employee engagement and the dominant motivation theories along with testable propositions and implications for researchers and practitioners.
Sandeep Aujla, University of Guelph
Submitter: Sandeep Aujla, sanaujla@gmail.com
123-10 Goal Orientation in Context: Considering Individual and Team Orientations
This study examined the relationship between goal orientation dimensions and job performance as mediated by psychological empowerment and moderated by team learning orientation. Findings suggest team’s learning orientation altered the effects of each type of GO on performance. The within person context was also considered using relative levels of the dimensions.
Margaret M. Luciano, University of Connecticut
Lei Huang, University of Nebraska-Lincoln
Mary Uhl-Bien, University of Nebraska-Lincoln
Lucy L. Gilson, University of Connecticut
Submitter: Margaret Luciano, mluciano@business.uconn.edu
123-11 The Relative Importance of Key Work Constructs on Work Outcomes
Research investigated driving constructs for engagement, turnover, and performance. Store-level data revealed that satisfaction was a major contributor to increasing engagement and performance and reducing turnover, followed by service orientation and involvement. This emphasizes the importance of company policies increasing employee satisfaction. Implications for research and practice are discussed.
Michael R. Smith, Kansas State University
Maura J. Mills, Hofstra University
Ronald G. Downey, Kansas State University
Submitter: Michael Smith, mrsmith@siu.edu
123-12 Efficient Resource Allocation Predicts Long-Term Performance: Evidence From the Rink
Long-term goal pursuit was examined using data from the National Hockey League. In line with psychological control theories, a curvilinear relationship was found between goal–performance discrepancies and the allocation of resources to proximal goals. More importantly, using resources efficiently during short-term goal pursuit lead to higher distal goal performance.
James W. Beck, University of Minnesota
Michael W. Natali, University of Minnesota
Aaron M. Schmidt, University of Minnesota
Submitter: James Beck, beckjam2@gmail.com
123-13 Negotiation Contexts Where Women Outperform Men: An Expectancy Theory
This paper argues that men have been more motivated by the value placed on the negotiation outcomes (i.e. valence) than women. In turn, male negotiators have outperformed female negotiators. Therefore, contexts in which women have higher levels of valence than men will lead to women outperforming men.
Samuel J. Birk, University of Arizona
Submitter: Samuel Birk, samuel.birk@gmail.com
123-14 Employee Goal Orientation, Coworker Exchange Ideology, and Knowledge-Sharing Behavior
This study examined the moderating role of coworkers’ exchange ideology on relationship between goal orientation and knowledge sharing. Based on social exchange theory, this research aimed to figure out interpersonal dynamics among an organization’s employees with regard to knowledge sharing.
Dongwon Choi, Seoul National University
Oh Soo Park, Seoul National University
Heesun Chae, Seoul National University
Submitter: Dongwon Choi, dogcrom@hotmail.com
123-15 Regulatory Processes in Goal Directed Behavior During Approach and Avoidance
This study examined how approach and avoidance goal framing and individual differences could impact upon regulatory processes and outcomes. The study compared the regulatory outcomes of being assigned approach or avoidance goals during a dynamic air traffic control simulation task and examined cross-level interactions with trait regulatory focus.
Phillip M. Gee, University of Queensland
Andrew F. Neal, University of Queensland
Gillian B. Yeo, University of Western Australia
Submitter: Phillip Gee, phillip.m.gee@gmail.com
123-16 Financial Incentives and Goal Commitment: A Mixed-Methods Study
Using 83 physicians, this study examined the impact of financial incentives on goal commitment to providing guideline-recommended hypertension care. Goal commitment did not vary over time or across conditions; however, physicians cited external factors as barriers to guideline-recommended care; thus, incentives may prove insufficient when performance is attributed to external factors.
Sylvia J. Hysong, Michael E. DeBakey VA Medical Center
Kate Simpson, Michael E. DeBakey VA Medical Center
Kenneth Pietz, Michael E. DeBakey VA Medical Center
Laura A. Petersen, Michael E. DeBakey VA Medical Center
Submitter: Sylvia Hysong, hysong@bcm.edu
123-17 Commitment Profiles and Perceived Locus of Causality
This study assesses Meyer and colleagues (Meyer et al., 2004; 2006) propositions regarding commitment and regulation. Specifically examined are the relationship between commitment profiles and anchors of extrinsic motivation (Ryan & Deci, 2000). Results reveal that affective commitment has the highest levels of autonomous regulation when combined with normative commitment.
Adam H. Kabins, Texas A&M University
Justin K. Benzer, VA Healthcare System
Mindy E. Bergman, Texas A&M University
Alok Bhupatkar, American Institutes for Research
Submitter: Adam Kabins, ahk325@gmail.com
123-18 Self-Efficacy and Adaptation in Effort and Performance After Task Change
This study investigated self-efficacy, effort, and performance during an unforeseen change in a helicopter simulation. Efficacy was positively associated with performance prior to the change but also with the strongest losses in performance after the change. The change additionally led to more effort at high and low efficacy.
Jonas W. B. Lang, Maastricht University
Alex de Voogt, American Museum of Natural History
Sascha Herr, Otto-Friedrich-University Bamberg
Submitter: Jonas Lang, jonas.lang@maastrichtuniversity.nl
123-19 Core Self-Evaluation and the Relations Between Workplace Conflict and Withdrawal
The results from 204 employee–coworker matched data provided support to the moderating effect of Neuroticism, self-esteem, and perceived job control on the relations between interpersonal conflict at work and employees’ job withdrawal behaviors. In general, these core self-evaluation-related variables buffered the effects of conflict on employees’ withdrawal.
Neil Pfeiffer, Hofstra University
Cong Liu, Hofstra University
Margaret Nauta, Illinois State University
Jinyan Fan, Auburn University
Submitter: Neil Pfeiffer, npfeif1@pride.hofstra.edu
123-19 Risk Taking and the Compensation Preferences Scale
Two studies examined the development of a compensation preferences scale and the role risk taking plays in compensation preferences. Risk taking showed a significant relationship with preferences for performance-based pay. Gender differences and recommendations for further study are discussed.
Meghan R. Lowery, Psychological Associates
Joel T. Nadler, SIUE
Submitter: Meghan Lowery, meghanlowery@gmail.com
123-20 A Profile Approach to Self-Determination Theory Motivations
Research on the different types of motivation in self-determination theory usually adopts a variable-centered approach. This study extends this work by using cluster analysis to adopt a person-centered approach. Results revealed 5 distinct combinations of motivation that differentially related to need satisfaction, performance, and work environment perceptions.
Christina M. Moran, University of Akron
James M. Diefendorff, University of Akron
Tae-Yeol Kim, China Europe International Business School
Zhi-Qiang Liu, Huazhong University of Science and Technology
Submitter: Christina Moran, cms116@zips.uakron.edu
123-21 The Effect of Mastery GO on Learning Outcomes: A Field-Study
This field study investigated effects of goal orientation (GO) on learning processes and outcomes. Participants were 181 learners from 28 college-level classes who completed a 2-wave survey during 1 semester. Mastery GO impacted performance outcomes through the mediating effect of self-reported deep processing. Organizational implications are discussed.
Raphael Prager, Baruch College, CUNY
Loren J. Naidoo, Baruch College, CUNY
Submitter: Raphael Prager, prager.rafi@gmail.com
123-22 Implicit Theories of Motivation: A Scale Development Project
A scale created by Dickson (1994) to measure implicit theories of motivation was revised. A 6-step scale development procedure (Hinkin, 1998) was used to create a scale which measures 7 possible implicit theories of motivation using 35 items with a Likert-type response. Implications for future research are discussed.
Nathan Weidner, Wayne State University
Submitter: Nathan Weidner, nww6v8@gmail.com
123-23 Examining the Decisions When to Work and When to Play
Several prominent field studies have found that individuals work longer on days when their wage rate is lower compared to when it is higher because they use daily financial goals. In an experimental test, we find the opposite effect even when individuals were assigned a monetary goal.
Justin M. Weinhardt, Ohio University
Jeffrey B. Vancouver, Ohio University
Submitter: Justin Weinhardt, jw225207@ohio.edu
123-24 What About Time? Effects of Age-Related Factors on Work Motivation
The results showed “focus on opportunities” appeared to be positively related to intrinsic and extrinsic work motivation. Focus on remaining time appeared to be positively related to intrinsic work motivation and negatively related to motivation to continue to work. Chronological age showed no significant relation to the work motivation variables.
Annet de Lange, Radboud University Nijmegen
Submitter: Marjolein Maria Wessels, m.wessels@psych.ru.nl
123-25 The Effect of Learning Environment on Student Effort and Performance
A comparison of a blended and traditional section of an introductory course revealed that characteristics of the blended course relate to an increase in student performance and higher perceptions of instructor support. Longitudinal analyses showed the learning environment influenced the amount of time students spent studying the course material.
Jessica D. Wooldridge, Missouri State University
Carol F. Shoptaugh, Missouri State University
Submitter: Jessica Wooldridge, jdwooldridge@gmail.com
123-26 Responses to Coworkers Receiving Recognition at Work
We examined the impact of coworkers’ recognition on several responses. Results showed that the relationship between other’s recognition and emotions was moderated by the relationship quality between both actors. Negative (positive) emotions mediated employees’ intentions to engage in CWB-I (AOC). There was no mediating effect of positive emotions on OCB-I.
Marjolein L. Feys, Ghent University
Frederik Anseel, Ghent University
Submitter: Marjolein Feys, marjolein.feys@ugent.be
124. Symposium/Forum: 10:30 AM–11:50 AM Edward AB
Setting Standards for Diversity and Inclusion: Working With SHRM
This symposium describes the legal and organizational context of a SHRM project to develop ISO-type voluntary standards for HR in the area of metrics for diversity and inclusion. Preliminary results of a literature review, exemplars of user and nonuser organizations, and resulting questions and implications are presented.
Rosemary Hays-Thomas, University of West Florida, Chair
Lee Webster, Society for Human Resource Management, Setting Standards for Diversity and Inclusion
Lauren J. Ramsay, Understanding Work, Diversity and Inclusion Metrics: Synopsis of a Literature Review
Marc Bendick, Jr., Bendick and Egan Economic Consultants, Inc., Why Employers Use—and Underuse—Diversity/Inclusion Metrics
Rosemary Hays-Thomas, University of West Florida, Development and Use of Diversity/Inclusion Metrics: Gaps and Opportunities
Submitter: Rosemary Hays-Thomas, rlowe@uwf.edu
125. Symposium/Forum: 10:30 AM–11:50 AM Edward CD
Retest Effects and Implications for Employee Selection
Applicant retesting poses multiple challenges and opportunities for organizations. This symposium presents the latest research on outcomes, implications, and tradeoffs with retesting to inform best practices for selection system design. Presentations examine score differences by test format, subgroup differences, influences on retest trajectories, and stability of assessment center scores.
Tracy Kantrowitz, SHL, Chair
Anne Thissen-Roe, Kronos, Michael Baysinger, Kronos, John D. Morrison, Kronos, You Asked Me That Already: Retest Behavior of Personality Items
Eric C. Popp, SHL, Expanding on Race, Age, and Gender Differences in Score Improvement
Phillip M. Mangos, Kronos, Anne Thissen-Roe, Kronos, Ryan P. Robinson, Kronos, Modeling Retest Trajectories: Trait, Scoring Algorithm, and Implicit Feedback Effects
Dan J. Putka, HumRRO, Brian J. Hoffman, University of Georgia, Decomposing Stability and Instability in Assessment Center Scores Across Time
Deidra J. Schleicher, Purdue University, Discussant
Submitter: Tracy Kantrowitz, tkantrowitz@previsor.com
126. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth A
Recovery From Work: Exploring Nonwork Behaviors
Empirical and conceptual papers explore how employees can recover from job stress. Empirical evidence is provided to demonstrate the buffering effect of nonwork recovery behaviors. In addition, the effects of recovery behaviors on the spillover of affect from work to nonwork are explored.
Nathan A. Bowling, Wright State University, Chair
Kevin J. Eschleman, Air Force Research Laboratory, Co-Chair
Sabine Sonnentag, University of Mannheim-Germany, Carmen Binnewies, University of Mainz, Recovery Processes Disrupt Affective Spillover From Work to Home
Caitlin A Demsky, Portland State University, Charlotte Fritz, Portland State University, Workplace Interpersonal Conflict and Burnout: The Role of Recovery Experiences
Kevin J. Eschleman, Air Force Research Laboratory, Creativity and Self-Exploration Outside of Work as Recovery Experiences
Nathan A. Bowling, Wright State University, Intentional Activities and Recovery From Job Stress
Mina Westman, Tel Aviv University, Discussant
Submitter: Kevin Eschleman, kevin.eschleman@wright.edu
127. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth B
360 Degree Feedback: An Essential Commodity for Leadership Development
Four papers discuss 360-degree assessments in leadership development from different angles, examining the use of 360-degree feedback in political leadership (public officials), nonlinear relationships between personality and 360-degree data, the accuracy of different rating sources, and how culture can affect rater agreement.
Ilke Inceoglu, SHL Group Ltd, Chair
Yin Lin, SHL, Predicting 360 Ratings With Personality: Comparing Linear and Curvilinear Models
Jo Silvester, City University London, Madeleine Wyatt, City University London, Using 360-Degree Review to Determine Stakeholder Perceptions of Political Leadership
Ilke Inceoglu, SHL Group Ltd, Kai Externbrink, Ruhr University Bochum, Leadership Development: Who Knows Best How Well the Highflyers Perform?
Janis Chng, Expert Training Systems plc (ETS, Cultural Influences on 360 Rating Discrepancies
Jurgen Bank, PDI NH, Discussant
Submitter: Ilke Inceoglu, ilke.inceoglu@shlgroup.com
128. Special Events: 10:30 AM–11:20 AM Elizabeth C
Women as Leaders: Negotiating the Labyrinth
Women have gained considerable access to leadership roles and are increasingly praised for excellent leadership skills. Nevertheless, women can still face particular impediments as leaders and potential leaders. This apparent mix of advantages and disadvantages reflects progress toward gender equality as well as its lack of attainment.
Eden B. King, George Mason University, Host
Alice H. Eagly, Northwestern University, Presenter
Submitter: Evan Sinar, Evan.Sinar@ddiworld.com
129. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth F
Eyes of the Beholder? Rater Effects in Work Analysis
The systematic analysis of work requires multiple design choices. One of these choices is from whom to collect work information. This session brings together several leading scholars in the field of work analysis to present empirical evidence regarding the impact of using different sources on work analysis outcomes.
Erich C. Dierdorff, DePaul University, Chair
Amy DuVernet, North Carolina State University, Mark A. Wilson, NC State University, Job Analytic Accuracy Across Sources: A Meta-Analytic Investigation
Juan I. Sanchez, Florida International University, Guillermo Wated, Barry University, Marie W. Barnes, Baptist Health South Florida, Occupational Experts Versus Incumbents: Are 25% of O*NET Occupations Overrated?
Eric A. Surface, SWA Consulting Inc., Erich C. Dierdorff, DePaul University, Milton V. Cahoon, SWA Consulting Inc., When Identifying Training Needs, Does Source Matter?
Frederick P. Morgeson, Michigan State University, Matthias Spitzmuller, National University of Singapore, Adela S. Garza, Michigan State University, Michael A. Campion, Purdue University, Exploring Convergence in Decomposed and Holistic Job Analysis Judgments
Submitter: Erich Dierdorff, edierdor@depaul.edu
130. Roundtable Discussion/Conversation Hour: 10:30 AM–11:50 AM Elizabeth G
Ethical Dilemmas in Assessment: Perspectives on Sticky Situations
I-O psychologists sometimes encounter circumstances that make it unclear how to satisfy clients and/or stakeholders while adhering to ethical standards. Participants will discuss various ethical dilemmas that can arise during selection and assessment work in small groups. Panelists will then provide insights into each of the dilemmas presented.
John F. Skinner, Valtera Corporation, Host
Scott B. Morris, Illinois Institute of Technology, Host
Christopher T. Rotolo, PepsiCo, Host
Nancy T. Tippins, Valtera Corporation, Host
Submitter: Nancy Tippins, ntippins@valtera.com
131. Symposium/Forum: 10:30 AM–12:20 PM Elizabeth H
Situational Judgment Tests: Research From an Interactionist Perspective
This symposium describes SJT research from an interactionist perspective where behavior is a function of the interaction between a person and the situation. One paper provides the theoretical framework; 2 papers describe characteristics of examinees that affect SJT performance; 2 papers describe features of SJTs that affect performance/validity of SJTs.
Deborah L. Whetzel, HumRRO, Chair
Michael C. Campion, University of South Carolina, Robert E. Ployhart, University of South Carolina, Situational Judgment Tests as Interactionist Psychology
Juliya Golubovich, Michigan State University, Ann Marie Ryan, Michigan State University, Demographic Cues In Video-Based Situational Judgment Items
James Grand,Michigan State University, Matthew T. Allen, HumRRO, Kenneth Pearlman, Independent Consultant, The Role of General and Specific Knowledge in SJT Scores
Gordon Waugh, HumRRO, Teresa L. Russell, HumRRO, Deborah L. Whetzel, HumRRO, Factor Analysis of SJT Using Judgment and Personality Trait Scores
Michael A. McDaniel, Virginia Commonwealth University, Jeff A. Weekley, Kenexa, Controlling for Elevation and Scatter in SJT Scoring: A Replication
Neal W. Schmitt, Michigan State University, Discussant
Submitter: Deborah Whetzel, dwhetzel@humrro.org
132. Community of Interest: 10:30 AM–11:50 AM Emma C
Employment Law/EEOC
Arthur Gutman, Florida Institute of Technology, Host
Eric M. Dunleavy, DCI Consulting Group, Host
Patrick Gavan O’Shea, HumRRO, Coordinator
133. Special Events: 10:30 AM–11:50 AM Ford AB
Master Collaboration Session: Entrepreneurial Personality and Executive Coaching Management Through Technology
Receive 1 CE credits for attending.
An Academic-Practitioner Collaboration to Assess Entrepreneurial Personality: Describing the development of a new measure of personality factors related to entrepreneurial success.
Innovating New Frontiers: An Internal–External Partnership to Innovate Best-in-Class Executive Coaching Management Through Technology: Focusing on the collaboration process required to create a not-yet-existing executive coach management system commissioned by PepsiCo.
Kelly Adam Ortiz, Executive Development Consulting, LLC, Chair
John Bradberry, ReadyFounder Services, Presenter
S. Bartholomew Craig, North Carolina State University, Presenter
Erica I. Desrosiers, PepsiCo, Presenter
Brian Underhill, CoachSource, LLC, Presenter
Submitter: Kelly Adam Ortiz, adam@edc-llc.com
134. Symposium/Forum: 10:30 AM–11:50 AM Gregory AB
Virtual Organizational Effectiveness
The prevalence and sophistication of virtual communication technology has changed the nature of teamwork and raised critical questions regarding what underlies successful collaboration in virtual teams as well as how best to study the virtuality construct to answer these questions. This symposium reports results from laboratory, field, and meta-analytic investigations.
Peter W. Seely, Georgia Institute of Technology, Co-Chair
Jessica Mesmer-Magnus, University of North Carolina-Wilmington, Co-Chair
Miliani Jimenez, University of Central Florida, Co-Chair
Julia E. Hoch, Michigan State University, Steve W. J. Kozlowski, Michigan State University, James H. Dulebohn, Michigan State University, Geographical Distribution as a Measure of Team Virtuality
Tiffani R. Chen, George Mason University, Kathryn Dalrymple, University of South Florida, Paige Porter Wolf, George Mason University, Stephen J. Zaccaro, George Mason University, Virtuality, Team Processes, and Shared Leadership in Project Teams
Miliani Jimenez, University of Central Florida, Leslie A. DeChurch, Georgia Institute of Technology, Celise Remy-Lewis, University of Central Florida, Eric Morgan, University of Central Florida, Information Sharing and Shared Cognition in Virtual Multiteam Systems
Jessica Mesmer-Magnus, University of North Carolina-Wilmington, Peter W. Seely, Georgia Institute of Technology, Leslie A. DeChurch, Georgia Institute of Technology, Raquel Asencio Hodge, Georgia Institute of Technology, How Virtuality Alters the Determinants of Team Effectiveness: A Meta-Analysis
Submitter: Peter Seely, seely.peter@gmail.com
135. Symposium/Forum: 10:30 AM–11:50 AM Madeline AB
Integrating Time and Context Into Research on Workplace Mistreatment
Workplace mistreatment research is often cross-sectional and focused at a single level of analysis. The studies in this symposium use longitudinal and multilevel designs to integrate temporal and contextual factors into mistreatment research. Multiple perspectives are addressed including victims (intraindividual effects of incivility), bystanders (onlooker perspective taking), and perpetrators (cross-level perpetration predictors).
Benjamin M. Walsh, University of Illinois at Springfield,
Vicki J. Magley, University of Connecticut, Co-Chair
Shannon G. Taylor, Northern Illinois University, Michael S. Cole, Texas Christian University, Arthur G. Bedeian, Louisiana State University, Donald H. Kluemper, Northern Illinois University, Do the Dynamic Effects of Incivility Depend on Personality?
Youngah Park, Bowling Green State University, Shuang Yueh Pui, Univeristy of Illinois at Springfield, Steve M. Jex, Bowling Green State University, Does Cyber Incivility Add Distress Beyond Face-to-Face Incivility?
Tara C. Reich, London School of Economics, M. Sandy Hershcovis, University of Manitoba, Chris B. Stride, University of Sheffield, Sharon K. Parker, UWA Business School, Peter Totterdell, University of Sheffield, Karen Niven, University of Sheffield, Angela Carter, University of Sheffield, It’s a Matter of Perspective: Attitudinal Responses to Witnessed Aggression
Michael Leiter, Michael Leiter & Associates, Heather Laschinger, University of Western Ontario, Arla L. Day, Saint Mary’s University, Debra Gilin-Oore, Saint Mary’s University, Instigated Incivility, Turnover Intentions, and Incivility for Individuals and Workunits
Julian Barling, Queen’s University, Discussant
Submitter: Benjamin Walsh, bwals2@uis.edu
136. Panel Discussion: 10:30 AM–11:50 AM Madeline CD
Educating Industrial-Organizational Psychologists for Science and Practice
This panel of educators and practitioners discuss training requirements for I-O psychologists of tomorrow. They discuss what hiring firms look for in new practitioners, how this may differ from what academic institutions seek in new faculty, and ways we can improve professional preparation in the future.
Zinta S. Byrne, Colorado State University, Co-Chair
S. Morton McPhail, Valtera Corporation, Co-Chair
Milton Hakel, Bowling Green State University, Panelist
Jose M. Cortina, George Mason University, Panelist
Theodore L. Hayes, U.S. Office of Personnel Management, Panelist
Jeffrey J. McHenry, Rainier Leadership Solutions, Panelist
Submitter: Zinta Byrne, zinta.byrne@colostate.edu
137. Symposium/Forum: 10:30 AM–11:50 AM Mohsen AB
Inside Assessment Centers: New Insights About Assessors, Dimensions, and Exercises
Although assessment centers are popular for selecting and developing employees, important theoretical and practical questions remain about the key building blocks of the method: assessors, dimensions, and exercises. This symposium presents new empirical research regarding assessor training, the meaning of dimensions, candidates’ ability to identify dimensions, and exercise demands.
Alyssa M. Gibbons, Colorado State University, Chair
C. Allen Gorman, Radford University, Duncan J. R. Jackson, University of Seoul, A Generalizability Theory Approach to Understanding Frame-of-Reference Rater Training Effectiveness
Svetlana I. Simonenko, State University of Management, George C. Thornton, Colorado State University, Alyssa M. Gibbons, Colorado State University, Anna Kravtsova, Saratov State University, Correlates of Assessment Center Consensus Dimension Ratings: Evidence from Russia
Neil D. Christiansen, Central Michigan University, Andrew B. Speer, Central Michigan University, Klaus G. Melchers, University of Zurich, Cornelius J. König, Universität des Saarlandes, Martin Kleinmann, University of Zurich, Cross-Situational Convergence of Ability to Identify Criteria Across AC Exercises
Andrew B. Speer, Central Michigan University, Neil D. Christiansen, Central Michigan University, Assessment Center Construct–Criterion Relationship: Situational Bandwidth and Predicting Job Performance
David J. Woehr, University of North Carolina Charlotte, Discussant
Submitter: Alyssa Gibbons, alyssa.gibbons@colostate.edu
138. Interactive Posters: 11:30 AM–12:20 PM America’s Cup AB
Rise of the Machines: Technology and Selection
David Finch, APTMetrics, Inc., Facilitator
138-1 Fairness Perceptions of Video Resumés Among Culturally Diverse Applicants
Legal concerns have been raised about the increasing use of video resumés in selection. This study investigated ethnically diverse applicants’ fairness perceptions of video resumés vis-à-vis paper resumés. Contrary to discriminatory concerns, ethnic minorities perceive the fairness of video resumés equally or more positively when compared to paper resumés.
Annemarie Hiemstra, GITP/Erasmus University Rotterdam
Eva Derous, Ghent University
Alec W. Serlie, Erasmus University Rotterdam/GITP
Marise Ph. Born, Erasmus University Rotterdam
Submitter: Eva Derous, eva.derous@ugent.be
138-2 Resumé, Resumé on the Video Wall: Who’s Most Hireable of All?
Multimedia-based assessment is implemented at a fast rate, but research is still behind. Two field experiments showed that the equivalence of video and paper resumés depended on applicant characteristics. The physically unattractive applicant was more disadvantaged whereas the older applicant was more advantaged when applying through video resumés instead of paper resumés.
Eva Derous, Ghent University
Annelies Taveirne, Westvlees
Annemarie Hiemstra, GITP/Erasmus University Rotterdam
Submitter: Eva Derous, eva.derous@ugent.be
138-3 Applicants’ and Recruiters’ Perceptions of Social-Networking Web Sites in Selection
Surveys suggest that recruiters increasingly use social networking Web sites (SNWs) in selection, but scientific research is limited. We found that recruiters prefer professional to personal SNWs to gather information and that potential applicants and recruiters differ in the content they notice in SNWs and how it influences their hiring decision.
Nicolas Roulin, University of Lausanne
Adrian Bangerter, University of Neuchatel
Romain Schneider, University of Neuchatel
Sophie Tecon, University of Neuchatel
Submitter: Nicolas Roulin, nicolas.roulin@unine.ch
138-4 Emoticons at Work: Does Gender Affect Their Acceptability?
This study demonstrates that when applying for male-gender-typed jobs, applicants using smiley emoticons are perceived as warmer but less professional and less hireable. There is some evidence that men are viewed more negatively than women when using smileys, particularly with regard to agenticism and when being evaluated by a man.
Lori Foster Thompson, North Carolina State University
Alexandra K. Mullins, North Carolina State University
Jamin Halberstadt, University of Otago
J. Brian Robinson, George Mason University
Submitter: Lori Foster Thompson, lfthompson@ncsu.edu
139. Posters: 11:30 AM–12:20 PM Douglas Pavilion BCD
139-1 Exploratory and Confirmatory Factor Analysis of the Leadership Profile Measure
Exploratory and confirmatory factor analysis identified a new measurement of leadership based on the full range of leadership model. The new scale targets low- to midlevel leaders. Results indicate that the new tool, the Leadership Profile Measure, has strong reliability, factor structures, model fit, and factor loadings.
Brad Schlessman, Wright State University
Gene Alarcon, Air Force Research Laboratory
Alex J. Barelka, Michigan State University
Chelsey Credlebaugh, Air Force Research Laboratory
Erin Gerbec, Air Force Research Laboratory
Submitter: Gene Alarcon, gene.alarcon@wpafb.af.mil
139-2 The Influence of Transformational Leaders’ Relationship Orientation on Performance Ratings
This study finds that transformational leaders’ emphasis on relationship-oriented work behaviors influences how they evaluate subordinate performance. Specifically, transformational leaders provided more elevated and haloed ratings, and these effects were accounted for by transformational leaders’ emphasis on maintaining high quality relationships.
Sean Baldwin, University of Georgia
Brian J. Hoffman, University of Georgia
Submitter: Sean Baldwin, seanpbaldwin@gmail.com
139-3 Leader Political Skill, Transformational Leader Behavior, and Leadership Effectiveness
Data from 519 headmasters (leaders) and 1,867 subordinates (teachers) of schools in Germany participated in this research, and the results provided support for the hypothesis that transformational leader behavior mediated the relationship between leader political skill and leadership effectiveness.
Christian Ewen, University of Bonn
Ceasar Douglas, Florida State University
Gerhard Blickle, University of Bonn
Submitter: Gerhard Blickle, gerhard.blickle@uni-bonn.de
139-4 When Do Social and Economic LMX Relationships Predict Follower Performance?
This study conceptualizes social leader‒member exchange (SLMX) and economic leader–member exchange (ELMX) as two separate dimensions of LMX. Data reveal that SLMX relates positively and ELMX relates negatively to follower performance. An interaction between SLMX and intrinsic motivation further suggests that SLMX is crucial for less intrinsically motivated followers.
Robert Buch, BI Norwegian Business School
Bård Kuvaas, BI Norwegian Business School
Anders Dysvik, BI Norwegian Business School
Submitter: Robert Buch, robert.buch@bi.no
139-5 Leadership Prototypes Based on the Big Five Dimensions
Existing leadership prototype measures are predominantly male biased and based on an incomprehensive pool of traits. Building on the Big 5 personality factors, this study developed a measure with a more gender-balanced and extensive pool of traits. Furthermore, this new measure was used to compare prototype differences between male and female leaders.
Vivian W. Chan, University of Waterloo
Huiwen Lian, University of Waterloo
Douglas J. Brown, University of Waterloo
Chet Robie, Wilfrid Laurier University
Submitter: Vivian Chan, vw5chan@uwaterloo.ca
139-6 Accounting for Context in Implicit Followership Theory Measurement
This study developed a measure of implicit followership theories. In Study 1, a content analysis was performed on uniquely generated items that characterized followers across 8 contexts. In Study 2, an exploratory and confirmatory factor analysis evaluated the prototypicality ratings and yielded a 2-factor structure: Adaptivity and Citizenship.
Patrick T. Coyle, Virginia Tech
Nicole J. Thompson, Virginia Tech
Roseanne J. Foti, Virginia Tech
Kathleen B. Snead, Virginia Tech
Michelle F. Collura, Virginia Tech
Scott J. Moshier, Virginia Tech
Submitter: Patrick Coyle, coylep23@vt.edu
139-7 A Thirty-Country Multilevel Analysis of Managerial Skillsets Important for Success
This paper extends past research on managerial skills. We contribute to the literature by investigating whether skillsets needed to be effective in a manager’s job are similar or different among 30 countries. Results show more similarities (supporting convergence) than differences (supporting divergence) in managerial skillsets needed to succeed across cultures.
Alexander Patterson, University of North Carolina-Chapel Hill
William A. Gentry, Center for Creative Leadership
Sarah A. Stawiski, Center for Creative Leadership
David C. Gilmore, University of North Carolina-Charlotte
Taylor E. Sparks, University of Georgia
Submitter: William Gentry, gentryb@ccl.org
139-8 Narrow Personality Traits, Political Skill, and Leadership Evaluations
This research extends studies that examine individual difference variables that help managers effectively lead in inherently political environments. Data from 225 U.S. managers reveal that political skill mediated the relationship between narrow personality traits and evaluations of leadership effectiveness as rated by some, but not other, rater sources.
Jean Leslie, Center for Creative Leadership
William A. Gentry, Center for Creative Leadership
David C. Gilmore, University of North Carolina-Charlotte
Darren C. Treadway, State University of New York at Buffalo
Gerald R. Ferris, Florida State University
Submitter: William Gentry, gentryb@ccl.org
139-9 Managing Creative and Citizenship Performance: Leadership Interacts With Follower Disposition
Using surveys from 212 employees and their direct supervisors, this study examined the interaction of transformational leadership (TFL) and employee trait positive affectivity (PA) in predicting employees’ creative performance and citizenship. Results indicated that trait PA neutralized the positive effects of TFL on employee performance for both outcomes.
Phillip L. Gilmore, George Mason University
Xiaoxiao Hu, George Mason University
Feng Wei, Tongji University
Lois E. Tetrick, George Mason University
Stephen J. Zaccaro, George Mason University
Submitter: Phillip Gilmore, pgilmore@gmu.edu
139-10 Relations of Leader Identity With Leader Behavior and Effectiveness
Research consistently shows how leader behaviors influence followers by influencing their self-identities. This study was conducted to explore how leaders’ self-identity levels affect their own subsequent behaviors. Using multiwave methodology, relations of leader identity with subsequent leader behaviors and perceived effectiveness are examined.
Merlijn Venus, Rotterdam School of Management
Changguo Mao, Renmin University of China
Klodiana Lanaj, Michigan State University
Russell E. Johnson, Michigan State University
Chu-Hsiang Chang, Michigan State University
Submitter: Russell Johnson, johnsonr@bus.msu.edu
139-11 An Examination of Top Leaders’ Self-Talk, Effectiveness, and Job Strain
Little knowledge exists regarding the work-related implications of leaders’ self-talk, despite its theoretical and practical criticality for performance and well-being. This study examined the self-talk of executives and regression analyses suggest that self-talk content (constructive, dysfunctional, and goal-oriented) relates to effective leadership of others, adaptability/flexibility, creativity/originality, and less job strain.
Logan M. Justice, University of North Carolina Charlotte
Steven G. Rogelberg, University of North Carolina Charlotte
Phillip W. Braddy, Center for Creative Leadership
Samantha C. Paustian-Underdahl, University of North Carolina Charlotte
Eric D. Heggestad, University of North Carolina Charlotte
Linda R. Shanock, University of North Carolina Charlotte
Benjamin E. Baran, Northern Kentucky University
Tammy Beck, University of North Carolina Charlotte
Sean Long, The University of North Carolina Charlotte
Ashley Andrew, University of North Carolina Charlotte
David Altman, Center for Creative Leadership
John W. Fleenor, Center for Creative Leadership
Submitter: Logan Justice, ljustic5@uncc.edu
139-12 Playing a New Tune: Examining Charismatic Leadership in Orchestras
In order to better understand conditions that facilitate success within orchestras, we investigate the antecedents and consequences of charismatic leadership. Using Weber (1947) and Shamir’s (1995) charismatic leadership theories, we theorized that musicians’ perception of the conductor’s charisma mediates the relationship between behaviors/traits of the conductor and outcome variables.
Stacey R. Kessler, Montclair State University
Jeewon Cho, Oregon State University
Jun Xia, West Virginia University
Arja Ropo, University of Tampere
Jerry Hunt, Texas Tech University
George Stelluto, The Julliard School
Submitter: Stacey Kessler, stacey9815@aol.com
139-13 Connecting Authentic Leadership to Follower Authentic Functioning and Work Engagement
Using a sample of Belgian service organizations, this study examines how authentic leadership fosters employee engagement by empowering authentic behavior of followers. The results suggest there is a positive relationship between authentic leadership and follower authentic functioning, and follower authentic functioning partially mediates the relationship between authentic leadership and engagement.
Ariel Lelchook, Gettysburg College
Hannes Leroy, Catholic University of Leuven
Submitter: Ariel Lelchook, alelchook@wayne.edu

139-14 Predisposed to Derail: The Personality Correlates of Leader Derailment
Leader derailment is a costly and ubiquitous problem. Using multisource ratings in a large organizational sample, this study investigated personality correlates of derailment. It also compared results to correlates of full-range leadership behaviors. Differential correlates were found, suggesting that a focus on derailment may provide unique insights beyond existing leadership models.
Julie J. Carswell, Sigma Assessment Systems
Rhys J. Lewis, Sigma Assessment Systems Inc.
Tatjana Ilic, University of Western Ontario
Dragos G. Iliescu, Babes-Bolyai University
Susan Pepper, University of Western Ontario
James P. O’Brien, University of Western Ontario
Submitter: Rhys Lewis, rlewis@sigmaassessmentsystems.com
139-15 Abusive Supervision and Subordinates’ Work Withdrawal: Exploring Moderator and Mediator
Drawing upon conservation of resources theory, this study tested the linkage between abusive supervision and work withdrawal from a stress perspective. Our results revealed that abusive supervision was positively related to subordinates’ emotional exhaustion and work withdrawal only when subordinates engaged in high-frequency expressive suppression and low-frequency cognitive reappraisal.
Shin-Guang Liang, National Taiwan University
Shu-Cheng Chi, National Taiwan University
Submitter: Shin-Guang Liang, d97741002@ntu.edu.tw
139-16 Team Temporal Leadership: Construct Development and Validation
This research developed and validated a multidimensional measure of team temporal leadership. Confirmatory factor analyses supported the stability of the scale’s task and relationship dimensions across 2 samples. The scale evidenced convergent and discriminant validity and explained incremental variance in subjective leadership outcomes above traditional leadership measures.
Adam T. Myer, Pennsylvania State University
Susan Mohammed, Pennsylvania State University
Submitter: Adam Myer, atm172@psu.edu
139-17 Two Pathways to Leadership Status in Self-Managing Teams
This study examines 2 pathways to leadership status as teams develop over time. In the beginning, team members are ascribed leadership status by possessing prototypical leader characteristics. Over time, fulfillment of task, social, and boundary spanning roles predicts achieved leadership status. Prototypical leader characteristics also influence fulfillment of role behaviors.
Jennifer D. Nahrgang, Arizona State University
Frederick P. Morgeson, Michigan State University
Submitter: Jennifer Nahrgang, jennifer.nahrgang@asu.edu
139-18 Psychological Contract Breach and Voice Behaviors: A Moderated Mediation Model
Psychological contract breach was associated with weaker organizational identification when employees had experienced declines in leader‒member exchange (LMX) over time. But when employees had experienced increases in LMX, psychological contract breaches did not lower organizational identification. Organizational identification, in turn, was related to constructive voice behavior.
Thomas Ng, University of Hong Kong
Daniel Feldman, University of Georgia
Frederick HK Yim, Hong Kong Baptist University
Submitter: Thomas Ng, tng@business.hku.hk
139-19 Transformational and Servant Leadership: Comparing Follower Outcome and Leader Motivation
This study examines how transformational and servant leadership affect follower motivation and how they relate to leader motivation to lead and motivation to serve. Results (197 leaders with subordinate data) demonstrate that (a) when both leadership styles are examined, only servant leadership predicts follower motivation; (b) leaders’ motivation to lead predicts transformational leadership whereas motivation to serve predicts servant leadership.
Soon Ang, Nanyang Technological University
Kokyee Ng, Nanyang Technological University
Christine Koh, Nanyang Technological University
Jeffrey C. Kennedy, Nanyang Business School
Adrian Chan, UBS Investment Bank
Submitter: K. Yee Ng, akyng@ntu.edu.sg
139-20 Perceived Subordinate Support (PSubS): Construct Definition and Scale Development
This study explores a new construct, perceived subordinate support (PSubS). It begins the process of distinguishing PSubS from the related constructs of perceived organizational support (POS) and perceived supervisor support (PSS), and details the development of the PSubS scale. Results of factor analyses support the uniqueness of PSubS.
Brian J. O’Leary, University of Tennessee at Chattanooga
Timothy P. Clayton, American Institutes for Research
Christopher J. L. Cunningham, University of Tennessee at Chattanooga
Submitter: Brian O’Leary, boleary@utc.edu
139-21 LMX Congruence: A Return to Role Theory
Addressing the controversy in the LMX literature regarding leader–member congruence, the origins of LMX theory, SET theory, and role theory are reviewed to clarify the foundation of LMX theory. A return to the study of LMX as a role theory is suggested, and ideas for future research are proposed.
Monica Sharif, University of Miami
Terri A. Scandura, University of Miami
Submitter: Monica Sharif, msharif@miami.edu

139-22 Real Men Don’t Make Mistakes: Gender Stereotypes and Leader Errors
Despite growing interest in negative forms of leadership, relatively little is known about gender stereotypes in relation to negative leadership behaviors. This study examined how perceptions of male and female leaders who commit errors vary based on the gendered nature of the occupation and the type of error committed.
Christian N. Thoroughgood, Pennsylvania State University
Katina B. Sawyer, Villanova University
Sam T. Hunter, Pennsylvania State University
Submitter: Christian Thoroughgood, Christian.Thoroughgood@gmail.com
139-23 Instructors’ Transformational Leadership and Students’ Engagement, Reactions, and Learning
This study was conducted to investigate the effect of instructors’ leadership behavior on student outcomes. 124 students from 13 classes participated in 3-wave online surveys. The results demonstrated that students’ engagement mediated the relationship between instructors’ transformational leadership behaviors and students’ satisfaction and performance.
Izabela Widlak, Illinois Institute of Technology
Roya Ayman, Illinois Institute of Technology
Submitter: Izabela Widlak, iza.widlak@gmail.com
139-24 An Examination of Construct Validity Among Leadership Measures
This study used 2 methods to estimate true-score correlations among a variety of leadership constructs. First, the coefficient of equivalence and stability (CES) was used to account for transient error. Second, SEM was used to examine higher-order constructs. Results showed substantial intercorrelations among constructs and supported a 2-higher-order-factors model.
David S. DeGeest, University of Iowa
Jonathan A Shaffer, West Texas A&M University
Submitter: David DeGeest, david-degeest@uiowa.edu
139-25 Implicit Leadership Theories: Explicit and Implicit Measures
This study examined relationships among explicit and implicit measures of implicit leadership theories and leadership perceptions. Evidence for the sensitivity and intelligence construct in implicit measures was supported. As hypothesized, some explicit measures were related to leader behavior ratings, but correspondence between implicit and explicit measures was not found.
Chia-Lin Ho, North Carolina State University
Joan Michael, North Carolina State University
Submitter: Chia-Lin Ho, chialinroseho@gmail.com

139-26 The Effect of Organizational Climate Interactions on Multiple Organizational Outcomes
This study examined how interactions among 4 different organizational climates (innovative service, senior leadership, immediate supervisor, coworker support) differentially affected organizational financial performance and customer-rated satisfaction. Results from 647 U.S. hotels of a multinational organization revealed that combinations of climates yield better results than a single climate type alone.
Nataliya Baytalskaya, Pennsylvania State University
Susan Mohammed, Pennsylvania State University
Submitter: Nataliya Baytalskaya, nataliya.baytalskaya@gmail.com
139-27 When Agreement Indices Do Not Agree: Faultlines and Climate Perceptions
This study demonstrated that sole reliance on agreement indices (rwg, ICC) for aggregation decisions in climate research can be inappropriate if perceptual equivalence is not first confirmed. Results revealed a lack of perceptual equivalence across organizational faultlines in 6 of 8 subgroup analyses despite traditional agreement indices universally supporting aggregation.
Jeremy M. Beus, Texas A&M University
Steven Jarrett, Texas A&M University
Mindy E. Bergman, Texas A&M University
Stephanie C. Payne, Texas A&M University
Submitter: Jeremy Beus, jeremybeus@gmail.com
139-28 The Effects of Change on Innovation Climate Level and Strength
This study assessed the influence of different types of organizational changes on perceptions of innovation climate in mental health teams. Analyses revealed differential influences of staff turnover, technological innovation, and quality improvement on innovation climate level and strength.
Lauren R. Dlugosz, University of California, San Diego
Mark G. Ehrhart, San Diego State University
Gregory A. Aarons, University of California, San Diego
Submitter: Mark Ehrhart, mehrhart@sunstroke.sdsu.edu
139-29 The Differentiation and Inertia Cultural Effects of Unionization
This study advances a conceptual model linking unionization to cultural differentiation and inertia, mediating processes through which unions are proposed to impact individual and organizational outcomes. An initial empirical test with archival survey data suggests that unions have distinct cultures and may be less amenable to culture change over time.
Levi R. Nieminen, Wayne State University
Lindsey M. Kotrba, Denison Consulting
Daniel R. Denison, International Institute for Management Development
Chelsea Lange, University of Michigan
Submitter: Levi Nieminen, levi.nieminen@gmail.com
139-30 Mediated Relationships Between Psychological Safety and Multidimensional Psychological Empowerment
This study explores how psychological safety relates to the 4 cognitive states of empowerment through 3 social mechanisms: authentic interactions, learning, and voice. Church members participated as part of an organizational development effort. Bootstrapped confidence intervals revealed 3 out 4 mediating hypotheses were supported.
Daniel V. Simonet, University of Tulsa
Anupama Narayan, University of Tulsa
Courtney A. Nelson, University of Tulsa
Submitter: Dan Simonet, dvsimonet@gmail.com
140. Symposium/Forum: 11:30 AM–1:20 PM Elizabeth C
Chasing the Tortoise: Zeno’s Paradox in Technology-Based Assessment
The growth of technology-based assessment has outpaced the ability of practitioners and researchers to evaluate its implications for selection assessment. This symposium presents research addressing unanswered questions in technology-based assessment, including implementation issues, the use of mobile devices, the changing roles of assessment stakeholders, and the challenges of social media.
John C. Scott, APTMetrics, Inc., Chair
Douglas H. Reynolds, Development Dimensions International, Implementing Assessment Technologies: A Model for Sustaining Organizational Impact
Neil Morelli, APTMetrics, Inc., A. James Illingworth, APTMetrics, Inc., John C. Scott, APTMetrics, Inc., Charles E. Lance, University of Georgia, Are Internet-Based, Unproctored Assessments on Mobile and Nonmobile Devices Equivalent?
Dennis Doverspike, University of Akron, Winfred Arthur, Texas A&M University, Jason E. Taylor, PeopleAnswers, Inc., Alison E. Carr, University of Akron, Mobile Mania: Impact of Device Type on Remotely Delivered Assessments
Dave Bartram, SHL Group Ltd, Changing the Locus of Control With Online Testing
Michael J. Zickar, Bowling Green State University, Digging for Digital Dirt: Challenges of Social Media
Seymour Adler, Aon Hewitt, Discussant
Submitter: Neil Morelli, nmorelli@aptmetrics.com