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Friday, April 27, 2012 Friday Afternoon-Evening Sessions


141. Symposium/Forum: 12:00 PM–1:20 PM America’s Cup CD
 
Leading First Through Self-Awareness and Self-Development, and Role Modeling
This symposium describes a process of leader development that begins with a leader first understanding his or her strengths and weaknesses, then understanding the strengths and weaknesses in others based on accurate social attributions of subordinate behavior, and ultimately using that understanding to develop subordinates through role-modeling behaviors.
Heather Wolters, U.S. Army Research Institute, Chair
Melinda J. Roberts, U.S. Army Research Institute, Developing an Awareness of Leader Strengths and Weaknesses
Russell Webster, Consortium of Research Fellows, Heather Wolters, U.S. Army Research Institute, Improving Leaders’ Social Attributions of Subordinate Behavior
Tamar L. Levy, Consortium of Research Fellows, Jessica A. Gallus, U.S. Army Research Institute, Melissa Gouge, Consortium of Research Fellows, Following the Leader: Leadership Role Modeling Affects Team Cross-Cultural Capability
Krista Langkamer Ratwani, Aptima, Inc., Creating a Cycle of Leader Self-Development
Michelle Zbylut, U.S. Army Research Institute, Discussant
Submitter: Heather Wolters, heather.wolters@us.army.mil
 
142. Friday Seminars: 12:00 PM–3:00 PM Annie AB
 
Quasi-Experimentation in Organizations
Quasi-experiments are evaluations of interventions in which participants cannot be assigned randomly to conditions. Such designs enable organizations to make inferences about the benefits of a new or existing practice or other change to the working environment and/or the environment in which stakeholders (e.g., customers) interface with the organization. This workshop will introduce participants to basic principles of quasi-experimental (QE) design.
Daniel C. Ganster, Colorado State University, Presenter
John Schaubroeck, Michigan State university, Presenter
Liu-Qin Yang, Portland State University, Coordinator
Submitter: Liu-Qin Yang, liuqinyang@pdx.edu
 
143. Symposium/Forum: 12:00 PM–1:20 PM Betsy BC
 
Virtual Teams: Exploring New Directions in Research and Practice
A global economic crisis and dynamic new technologies for interaction highlight the importance of virtual teamwork. Explored are (a) satisfaction and performance across teams from the Fortune 500; (b) personality, communication mediums, team processes, and performance; (c) team mental models and performance; and (d) the impact of social media.
Tjai M. Nielsen, George Washington University, Chair
Christina M. Scott-Young, University of South Australia, Carol T. Kulik, University of South Australia, Virtual Team Myth Busting: Comparative Workplace Performance, Functioning, and Practices
Raluca Graebner, George Washington University/Leadership Research Institute, Lynn R. Offermann, George Washington University, Tjai M. Nielsen, George Washington University, Team Personality Composition, Processes, and Outcomes In Virtual Teams
Katherine Hamilton, Pennsylvania State University, Susan Mohammed, Pennsylvania State University, Vincent Mancuso, Pennsylvania State University, Rachel Tesler, Pennsylvania State University, Michael D. McNeese, Pennsylvania State University, Virtual Team Effectiveness: Effects of Temporal Team Mental Models
Gordon B. Schmidt, Michigan State University, Guihyun Park, Singapore Management University, How Social Media Affects Within and Between Virtual Team Functions
Paul E. Tesluk, University of Maryland, Discussant
Submitter: Tjai Nielsen, tnielsen@gwu.edu
 
144. Symposium/Forum: 12:00 PM–1:20 PM Delmar AB
 
International Advances in Innovation and Creativity in the Workplace
Innovative and creative performance has been argued to be essential for organizational success over several decades. This symposium focuses on international developments in this area to advance our understanding of theoretical and practically related challenges in this increasingly developing field of research and practice.
Neil R. Anderson, Brunel University, Chair
Michael Frese, NUS Business School, Ronald Bledow, Ghent University, Cross-Cultural Issues of Innovation
Feirong Yuan, University of Kansas, Shung Jae Shin, Portland State University, Jing Zhou, Rice University, Job Requirement for Innovation and Employee Innovative Behavior at Work
Kristina Potocnik, Brunel University, Neil R. Anderson, Brunel University, Applying a 360-degree Framework to Innovative Performance Measurement
James L. Farr, Pennsylvania State University, Discussant
Submitter: Kristina Potocnik, Kristina.Potocnik@brunel.ac.uk
 
145. Symposium/Forum: 12:00 PM–1:20 PM Edward AB
 
Millennials: Ready to Lead or Be Led?
The goal of the session is to share the best approach to developing and transitioning Millennials into leadership roles. Presentations from practitioners, academics, and clients will outline skills necessary for Millennials to be successful in their jobs in the upcoming 5 years and drive the innovation culture.
Vykinta Kligyte, Development Dimensions International (DDI), Chair
Evan F. Sinar, Development Dimensions International, Competency-Based Job Performance of Millennial-Generation Leaders
Ginamarie Ligon, Villanova University, Katrina A. Graham, Drexel University, Bianca M. Zongrone, Villanova University, Developing Generation Y to Lead for Innovation
Jazmine Espejo Boatman, Development Dimensions International, Inc., Generation Next…to Lead or Leave?
Francine MacInnis, CBC/Radio-Canada, Growing Young Leaders at CBC/Radio-Canada
Cynthia D. McCauley, Center for Creative Leadership, Discussant
Submitter: Vykinta Kligyte, vykinta@gmail.com
 
146. Symposium/Forum: 12:00 PM–1:20 PM Edward CD
 
Affective and Cognitive Perspectives on Fairness
Although research has shown that perceptions of fairness explain a substantial portion of variance in many key employee attitudes and behaviors, questions about the nature of fairness persist. Using diverse methodologies and perspectives, the research presented in this symposium examines the affective and cognitive underpinnings of fairness.
Jason A. Colquitt, University of Georgia, Co-Chair
Michael D. Baer, University of Georgia, Co-Chair
Jessica Rodell, University of Georgia, Jason A. Colquitt, University of Georgia, Michael D. Baer, University of Georgia, From Justice to Injustice to Ajustice: What Explains Fairness?
Deborah E. Rupp, Purdue University, Wonjoon Chung, University of Illinois, Amanda Farthing, University of Illinois-Urbana Champaign, Testing the Foundations of Fairness Theory
Steven L. Blader, New York University, Batia M. Wiesenfeld, New York University, Marion Fortin, University of Toulouse, Sara L. Wheeler-Smith, New York University, Fairness Lies in the Heart of the Beholder
Russell E. Johnson, Michigan State University, Klodiana Lanaj, Michigan State University, Christopher M. Barnes, Virginia Tech, Predictors of Intra-Individual Justice Behaviors
Maureen L. Ambrose, University of Central Florida, Discussant
Submitter: Michael Baer, baer@uga.edu
 
147. Symposium/Forum: 12:00 PM–1:20 PM Elizabeth A
 
By Land, Air, and Sea: Applications in Training Needs Assessment
Training needs assessment (TNA) is the process of identifying and specifying training requirements linked to deficiencies in individual, team, or organizational performance. This session presents 3 compelling examples of TNA in high visibility jobs/organizations (NASA, Army NCOs, Navy SEALS), illustrating TNA applications to team training, leadership development, and organizational decision making.
Kurt Kraiger, Colorado State University, Chair
Eric A. Surface, SWA Consulting Inc., Reanna P. Harman, SWA Consulting Inc., Marla Federe, NAVSPECWARCEN/ ADVTRNCOM, Aligning Learning and Capability With Strategy: A TNA Case Study
Wendy Bedwell, University of Central Florida, Kimberly A. Smith-Jentsch, University of Central Florida, Mary J. Sierra, University of Central Florida, Eduardo Salas, University of Central Florida, Beyond Low-Earth Orbit: Team Training Needs Analysis Applications and Advances
Rhett Graves, U.S. Army Research Institute, Gary Rauchfuss, Institute for NCO Professional Development, Michelle M. Wisecarver, Personnel Decisions Research Institutes, Kurt Kraiger, Colorado State University, Gonzalo Ferro, Personnel Decisions Research Institutes, Hannah J. Foldes, Personnel Decisions Research Institutes, Natalie Wolfson, Colorado State University, Assessing the Self-Learning Training Needs of Army NCOs
Raymond A. Noe, Ohio State University, Discussant
Submitter: Kurt Kraiger, Kurt.Kraiger@colostate.edu
 
148. Panel Discussion: 12:00 PM–1:20 PM Elizabeth B
 
Implicit Processes in Organizational Behavior: Research and Practice Next Steps
This session assembles a panel of experts on implicit processes in organizational behavior, including implicit attitudes, implicit goals, and their applications to organizations. Topics to be addressed include suggestions for research design, measurement, and implications for practice, such as communication with nonacademic audiences, ethical concerns, and potential organizational applications.
Therese H. Macan, University of Missouri-St Louis, Chair
Binna Kandola, Pearn Kandola, Panelist
Gary P. Latham, University of Toronto, Panelist
Keith Leavitt, Oregon State University, Panelist
Stephanie M. Merritt, University of Missouri-St. Louis, Panelist
Submitter: Therese Macan, Therese.Macan@UMSL.edu
 
149. Symposium/Forum: 12:00 PM–1:20 PM Elizabeth F
 
The Role of Supervisors and Leaders in Managing Work–Family Conflict
Initial research suggests that manager/leader practices are related to experiences of work–family conflict (WFC). This session presents findings from 4 unique studies, which aim to expand our knowledge about the relationship between manager/leader practices and WFC and offer insights and strategies on how to address and alleviate WFC.
Konstantin Cigularov, Old Dominion University, Chair
Peter Y. Chen, University of South Australia, Co-Chair
Veronica L. Gilrane, George Mason University, Kristen Jones, George Mason University, Eden B. King, George Mason University, Tracy C. McCausland, George Mason University, Longitudinal Analysis of Supervisor Support Influencing Work–Pregnancy Conflict
Dawn S. Carlson, Baylor University, Merideth Ferguson, , Emily M. Hunter, Baylor University, Dwayne Whitten, Texas A&M University, Abusive Supervision Effects on Work–Family Conflict: Testing a Mediated Model
Christopher S. Harper, Chally Group, Leslie B. Hammer, Portland State University, Ellen E. Kossek, Michigan State University, Todd Bodner, Portland State University, Relationships Between Family-Supportive Supervisor Behaviors, Job Strain, and Blood Pressure
Konstantin Cigularov, Old Dominion University, Krista Hoffmeister, Colorado State University, Peter Y. Chen, University of South Australia, Alyssa M. Gibbons, Colorado State University, Stefanie K. Johnson, University of Colorado Denver, John Rosecrance, Colorado State University, Leadership Effects on Work– Family Conflict Moderated by Perceived Job Stress
Debra A. Major, Old Dominion University, Discussant
Submitter: Konstantin Cigularov, kcigular@gmail.com
 
150. Roundtable Discussion/Conversation Hour: 12:00 PM–12:50 PM Elizabeth G
 
Should I-O Psychology Have a Social Justice Agenda?
This conversation hour, led by I-O ethics authorities Joel Lefkowitz and Rodney Lowman, concerns whether I-O psychology should have a social justice agenda. Discussion will include the meaning of “social justice,” “values,” and “ethics”; their relationship to scientific values; and how and whether I-O psychology should embrace them.
Rodney L. Lowman, Alliant International University, Host
Joel M. Lefkowitz, Baruch College, and the Graduate Center, CUNY, Host
Submitter: Rodney Lowman, rllowman@gmail.com
 
151. Friday Seminars: 12:00 PM–3:00 PM Emma AB
 
Followership: The Missing Link in Our Understanding of Leadership
Research and practice in leadership and group processes is beginning to focus on followers in the leader–follower interaction. Historically, leaders have been seen as the active parties, with followers passively influenced (and often manipulated) by the behavior of the leader. Yet, new views of leadership are beginning to consider how leadership is coproduced in interactions between leaders and followers acting in context.
Ronald E. Riggio, Claremont McKenna College, Presenter
Mary Uhl-Bien, University of Nebraska-Lincoln, Presenter
Laurent M. Lapierre, University of Ottawa, Coordinator
Submitter: Laurent Lapierre, lapierre@telfer.uottawa.ca
 
152. Community of Interest: 12:00 PM–1:20 PM Emma C
 
Employment Interviews: Best Practices
Allen I. Huffcutt, Bradley University, Host
Michael A. Campion, Purdue University, Host
Patrick Gavan O’Shea, HumRRO, Coordinator
 
153. Symposium/Forum: 12:00 PM–1:50 PM Ford AB
 
Current Research in Advanced Assessment Technologies
Advanced assessment technologies are quickly becoming the “assessment method of choice” for a wide range of occupations, but the research in this area is not as ubiquitous. Leading-edge research on validity, applicant reactions, user acceptability, and the expanding measurement space will be revealed.
Michael S. Fetzer, SHL, Chair
Kathleen A. Tuzinski, SHL, Erica N. Drew, Florida International University, Valentina Bruk Lee, Florida International University, Chris Coughlin, SHL, Michael S. Fetzer, SHL, Reactions to Different Media Formats of SJTs
Ted B. Kinney, Select International, Inc., Matthew S. O’Connell, Select International, Inc., Are High-Fidelity Multitasking Simulations More Than Just a Pretty Face?
Kristen Horgen, PDRI, Elizabeth M. Lentz, PDRI, Walter C. Borman, PDRI, Shelley E. Lowe, Federal Aviation Administration, Civil Aerospace Medical Institute, Peri A. Starkey, Xyant Technology, Jerry M. Crutchfield, Federal Aviation Administration, Civil Aerospace Medical Institute, Applications of Simulation Technology for a Highly Skilled Job
Eric J. Sydell, Shaker Consulting Group, E. Daly Vaughn, Shaker Consulting Group, Nikki M. Dudley, Shaker Consulting Group, Simulations Plus Other Assessments: Whole Greater Than the Sum?
Scott E. Bryant, Development Dimensions International, Stella Malsy, Hertz, 21st Century Assessment Centers: Technology’s Increasing Role and Impact
Ben Hawkes, Kenexa, Multimedia Situational Judgement Tests: Are Animation and Live Action Equivalent?
Charles A. Handler, Rocket-Hire, Discussant
Submitter: Michael Fetzer, mfetzer@previsor.com
 
154. Symposium/Forum: 12:00 PM–1:50 PM Gregory AB
 
Antidiscrimination Law: Past Successes, Current Concerns, and Future Directions
This symposium assesses the generational impact of antidiscrimination legislation for historically underrepresented groups (including career choice), the impact of recent court decisions that lessen protections toward protected groups, and the impact of continuing perceived discrimination against protected classes on organizational commitment across all employees in the organization.
Cody B. Cox, University of Texas at Brownsville, Co-Chair
Laura G. Barron, U.S. Air Force, Co-Chair
Enrica N. Ruggs, Rice University, Larry Martinez, Rice University, Katharine R. O. Bachman, Rice University, Michelle (Mikki) Hebl, Rice University, Benefits of the Civil Rights Act: Promoting Minorities in STEM
Cody B. Cox, University of Texas at Brownsville, Laura G. Barron, U.S. Air Force, Changed Legal Protections for Older Workers Reduces Training Opportunities
Charlie Law, Pennsylvania State University Schuylkill, Jerry Scarpate, Patrick Air Force Base, Sometimes Legislation Is Not Enough: When Workplace Discrimination Persists
Mark V. Roehling, Michigan State University, Teri Elkins, Bauer College of Business, Angela T. Hall, University of Texas at San Antonio, Family Responsibilities Discrimination: Current Legal Protections and Potential Future Legislation
Richard L. Wiener, University of Nebraska-Lincoln, Discussant
Submitter: Cody Cox, cody.cox@utb.edu
 
155. Symposium/Forum: 12:00 PM–1:20 PM Madeline AB
 
Leadership and Big Five Personality
Four studies incorporate Big 5 personality into leadership research where personality is not traditionally considered. Follower personality moderates follower reactions to LMX reciprocity, relations between leader behavior and attributed charisma, and follower responses to leader influence tactics. A 4th study connects CEO personality to organizational performance.
Dana Joseph, University of Central Florida, Chair
Dana Joseph, University of Central Florida, Daniel A. Newman, University of Illinois at Urbana-Champaign, Leader–Member Exchange Reciprocity Effects Depend Upon Follower Neuroticism
Peter W. Seely, Georgia Institute of Technology, Amy M. Wax, Georgia Institute of Technology, Leslie A. DeChurch, Georgia Institute of Technology, Toshio Murase, Northwestern University, Impact of Follower Personality on Perceived Leader Charisma
Marie-Michele Beauchesne, Florida International University, Nathan J. Hiller, Florida International University, Daniel Whitman, Louisiana State University, Level Matters: The Relationship Between Executive Personality and Firm-Level Outcomes
Kevin M. Mullaney, University of Illinois at Urbana-Champaign, Daniel A. Newman, University of Illinois at Urbana-Champaign, Leader Influence Tactics Should Be Matched to Follower Personality
Stephen J. Zaccaro, George Mason University, Discussant
Submitter: Dana Joseph, dana.joseph@ucf.edu
 
156. Panel Discussion: 12:00 PM–1:20 PM Madeline CD
 
Overcoming Common Obstacles to Strong Theses and Dissertations
The pressure to obtain “significant results” often trumps the importance of careful research design, leaving students asking what could have been done differently when results do not emerge as anticipated. This panel discussion addresses common issues and limitations often faced during the preparation of a thesis/dissertation.
Andrew C. Loignon, American Institutes for Research, Chair
Christopher J. L. Cunningham, University of Tennessee at Chattanooga, Panelist
Ashley A. Miller, American Institutes for Research, Panelist
Timothy P. Clayton, American Institutes for Research, Panelist
Sarah Petschonek, Healthways, Panelist
Robert R. Sinclair, Clemson University, Panelist
Submitter: Ashley Miller, amiller@air.org
 
157. Debate: 12:00 PM–1:20 PM Mohsen AB
 
Leader–Member Exchange: Timeless or Time to Rethink?
There has been an impressive link between the assessment of LMX and a wide variety of desirable organizational outcomes. This debate will explore the merits of continuing with the status quo or current LMX research approaches, or whether it is time to expand the conceptualization and measurement of LMX.
Michael Hepperlen, MDA Leadership Consulting, Moderator
Smriti Anand, I.I.T. Stuart School of Business, Presenter
James H. Dulebohn, Michigan State University, Presenter
Berrin Erdogan, Portland State University, Presenter
Julia E. Hoch, Michigan State University, Presenter
Anson Seers, Virginia Commonwealth University, Presenter
Prajya Vidyarthi, University of Texas at El Paso, Presenter
Submitter: Michael Hepperlen, mhepperlen@mdaleadership.com
 
158. Interactive Posters: 12:30 PM–1:20 PM America’s Cup AB
 
Edward or Jacob? Situational Judgment Tests
Deborah Whetzel, HumRRO, Facilitator
 
158-1 Reliability and Situational Judgment Tests: A Review of the Literature
This study conducts a large-scale review of the published situational judgment test (SJT) literature as it relates to reliability. Reliability estimates are reported by type and their relationships to SJT characteristics are conferred. The appropriateness of coeffient alpha in reporting SJT reliability is also discussed.
Michael C. Campion, University of South Carolina
Robert E. Ployhart, University of South Carolina
William I. MacKenzie, University of Alabama in Huntsville
Submitter: Michael Campion, michael.campion@grad.moore.sc.edu
 
158-2 Situational Judgment Tests: Relationships With Emotional Intelligence, Interests, and Personality
The construct-related validity of an SJT assessing interpersonal knowledge was examined by exploring its relationships with measures of emotional intelligence, personality, and interests. Agreeableness, Conscientiousness, social interests, and emotional intelligence were related to knowledge. Results also indicate knowledge of effective behavior and knowledge of ineffective behavior may be different constructs.
Michelle Martin, Rice University
Margaret E. Beier, Rice University
Stephan J. Motowidlo, Rice University
Submitter: Michelle Martin, mpm5042@rice.edu
 
158-3 Development of a Situational Judgment Test to Predict Unethical Behavior
The aim of this study was to develop a situational judgment test to predict compliant unethical work behavior. Among 142 employees, relationships between scores on the test and compliance as measured with the Gudjonsson scale, self-esteem, coping strategies, and personality were examined. Results supported the construct validity of the test.
Janneke K. Oostrom, Erasmus University Rotterdam
Henk T. Van der Molen, Erasmus University Rotterdam
Alec W. Serlie, Erasmus University Rotterdam/GITP
Marise Ph. Born, Erasmus University-Rotterdam
Submitter: Janneke Oostrom, oostrom@fsw.eur.nl

158-4 For Your Eyes Only? Reactions to Internet-Based Multimedia SJTs
This study examines applicants’ concern for privacy in Internet-based testing. Results show that concern for privacy explains unique variance in 3 organizational outcomes (likelihood to accept a job offer, likelihood to recommend the organization, and overall company perceptions) beyond the effects of 5 other common applicant reaction predictors.
Kristin R. Sanderson, Florida International University
Erica N. Drew, Florida International University
Valentina Bruk Lee, Florida International University
Pamela J. Levine, PreVisor
Kimberly A. Wrenn, PreVisor
Submitter: Kristin Sanderson, kristinsanderson@hotmail.com
 
159. Symposium/Forum: 12:30 PM–1:50 PM Elizabeth H
 
Get Out of the Way! Unobtrusive Measures of Team Constructs
Despite theoretical and methodological advances, the measurement approaches to investigating team processes and emergent states have been limited to various forms of self-report measures and observer ratings. This symposium brings together several efforts investigating alternative approaches to assessing team-related phenomena that are significantly less obtrusive than traditional approaches.
Gerald F. Goodwin, U.S. Army Research Institute, Chair
Arwen Hunter DeCostanza, U.S. Army Research Institute,
Co-Chair
Kara L. Orvis, Aptima, Inc., Andrew Duchon, Aptima, Inc., Robert McCormack, Aptima, Inc., Arwen Hunter DeCostanza, U.S. Army Research Institute, Constructing Systems-Based Measures of Team-Related Constructs
Samantha K. Baard, George Mason University, Steve W. J. Kozlowski, Michigan State University, Richard P. DeShon, Michigan State University, Subir Biswas, Michigan State University, Michael T. Braun, Michigan State University, Tara A. Rench, Michigan State University, Marina Pearce, Michigan State University, Dong Bo, Michigan State University, Yogesh Piolet, Michigan State University, Assessing Team Process Dynamics: An Innovative Methodology for Team Research
Noshir Contractor, Northwestern University, Leslie A. DeChurch, Georgia Institute of Technology, Leveraging Digital Trace Technologies to Understand Network Dynamics in Teams
Arwen Hunter DeCostanza, U.S. Army Research Institute, Gia Dirosa, George Mason University, Camouflaged: Unobtrusively Tracking Army Unit Cohesion Over Time
Submitter: Gerald Goodwin, jay.goodwin@us.army.mil
 
160. Posters: 1:00 PM–1:50 PM Douglas Pavilion BCD
 
Job Attitudes/Engagement
 
160-1 Negative Affectivity, Commitment, Pay Satisfaction and Turnover: Moderated Mediation Relationships
Using a moderated mediation approach with multiple mediators, we examined the moderating role of negative affectivity and the mediating role of organizational commitment mindsets in the relationship between pay satisfaction and voluntary turnover. Results suggest this relationship is mediated by different commitment mindsets, depending on employees’ level of negative affectivity.
Ahmed Khalil Ben Ayed, HEC Montréal
Christian Vandenberghe, HEC Montreal
Alexandra J. Panaccio, Concordia University
Submitter: Ahmed Khalil Ben Ayed, ahmed.ben@hec.ca
 
160-2 Perceptions of Internet Threats: Behavioral Intent to Click Again
Employees use the Internet at work for personal use, exposing organizations to threats such as malware and pharming. Individuals’ (older adults and women, in particular) perceptions of vulnerability and risk to specific Internet security threats influenced their decision to take an action that exposed them to unknown consequences.
Zinta S. Byrne, Colorado State University
Janet M. Weidert, Colorado State University
Joshua P. Liff, Taleo Corporation
Michael Horvath, Cleveland State University
Christine L. Smith, Colorado State University
Adele Howe, Colorado State University
Indrajit Ray, Colorado State University
Submitter: Zinta Byrne, zinta.byrne@colostate.edu
 
160-3 Commitment and Work Behavior: The Moderating Role of Promotion Focus
This study investigated the moderating influence of promotion focus (the motive to pursue desired outcomes) on the commitment–work behavior relationship. It was found that (a) normative and (b) continuance commitment more strongly predict employee citizenship; and (c) affective commitment more strongly predicts withdrawal for employees high in promotion focus.
Nichelle C. Carpenter, Texas A&M University
Christopher M. Berry, Texas A&M University
Submitter: Nichelle Carpenter, carpenter_nichelle@yahoo.com
 
160-4 Survey Drivers II: New Questions, New Answers, New Concerns
Several unresolved issues from a SIOP 2011 poster that critiqued the use of survey key drivers are addressed. Namely, the viability of using relative weights analysis to identify key drivers, the presence of nesting at organizational levels, and the stability of key drivers across time.
Jeffrey M. Cucina, U.S. Customs and Border Protection
Philip T. Walmsley, University of Minnesota
Nicholas R. Martin, Office of Personnel Management
Ilene F. Gast, U.S. Customs and Border Protection
Patrick J. Curtin, U.S. Customs and Border Protection
Submitter: Jeffrey Cucina, jcucina@gmail.com
 
160-5 Affect and Organizational Citizenship Behavior: The Mediational Role of Engagement
Employee engagement is an important factor impacting organizational outcomes such as performance, turnover, and satisfaction. To further examine its meditational role, an online survey was distributed 176 employees from diverse organizations. The results showed that engagement mediates the relationship between positive affect (but not negative affect) and organizational citizenship behavior.
Elizabeth Thomas, Alliant International University
Nurcan Ensari, Alliant International University
Submitter: Nurcan Ensari, nensari@alliant.edu
 
160-6 Dirty Work but Pure Soul: Perceived Occupational Stigma and Commitment
This study investigates the relationship of perceived occupational stigma and occupational affective and continuance commitment in stigmatized versus nonstigmatized occupations. It tests whether 2 social-cognitive strategies that have been proposed as buffers against stigma—grouping and selective social comparisons—help dirty workers to retain occupational commitment.
Tina Urbach, University of Potsdam
Doris Fay, Potsdam University
Submitter: Doris Fay, doris.fay@uni-potsdam.de
 
160-7 Exploring Demands, Control, and Support Effects on Disaggregated Satisfaction
The Demands-Control (-Support) Model hypothesizes employees to be least satisfied when they experience high demands, low control, and low support, and that control and/or support will buffer negative effects of high demands (Karasek & Theorell, 1990). Results generally support this, but effects on satisfaction also vary between facets.
Marcus J. Fila, Ohio University
Lisa S. Paik, Ohio University
Rodger W. Griffeth, Ohio University
Submitter: Rodger Griffeth, griffeth@ohio.edu
 
160-8 The Formation and Effects of Support Expectations: A Longitudinal Study
Using a longitudinal design, the effect of antecedents and outcomes of anticipated perceived organizational support (APOS) are explored from a met-expectations framework. Polynomial regression is used to address the impact of differences between preemployment APOS and on-the-job POS on felt obligation and subsequent affective commitment.
Clifford R. Haimann, George Mason University
Ronald P. Vega, George Mason University
Louis C. Buffardi, George Mason University
Submitter: Cliff Haimann, chaimann@gmu.edu
 
160-9 Customer Advocacy in Service Contexts: Implications for Unit Effectiveness
This study examines the nature, antecedents, and consequences of customer advocacy. Advocacy is found to be distinct from customer satisfaction, yet both contribute to unit sales growth over time. Results of the analysis on 601 bank branches support the hypothesis and highlight the need for future research.
Donald Hale, University of South Carolina
Robert E. Ployhart, University of South Carolina
William Shepherd, Huntington National Bank
Submitter: Donald Hale, dmhalejr2004@gmail.com
 
160-10 The Effect of Accountability, Entitlement, and Tenure on Job Satisfaction
The extent to which psychological entitlement and job tenure influence the relationship between accountability and job satisfaction was examined. Findings suggest that, among entitled employees who are relatively new to their jobs, accountability is positively associated with satisfaction but that this relationship becomes negative as job tenure increases.
Paul Harvey, University of New Hampshire
Mary Dana Laird, University of Tulsa
Jami Burnett, University of Tulsa
Kenneth J. Harris, Indiana University Southeast
Submitter: Paul Harvey, paul.harvey@unh.edu
 
160-11 Multilevel Predictors of Employee Reactions to Psychological Contract Breach
The moderating influence of social context (departmental-level budget cuts) on the relationship between psychological contract breach and job outcomes was examined among university faculty and administrators using multilevel modeling. Overall, results suggest that psychological contract breach is more detrimental for employees in departments experiencing fewer budget cuts.
Lixin Jiang, Washington State University Vancouver
Tahira M. Probst, Washington State University Vancouver
Wendi L. Benson, Washington State University Vancouver
Submitter: Lixin Jiang, lixin.jiang@email.wsu.edu
 
160-12 Effects of Community Involvement on Employee Satisfaction, Trust, and Behavior
This study tested the effects of employees’ (N = 180) perceptions of their employer’s corporate community involvement (CCI) on job satisfaction and organizational trust and, in turn, turnover intentions, in-role performance, and counterproductive behavior. Direct and indirect effects were found, and results highlight the importance of trust in understanding employee responses to CCI.
David A. Jones, University of Vermont
Kerstin Alfes, Kingston University
Amanda D. Shantz, Kingston University
Submitter: David Jones, dajones@bsad.uvm.edu
 
160-13 Can Leader–Member Exchange Be Related to Organizational Affective Commitment Negatively?
The 3-way interaction of leader–member exchange, transactional leadership, and emotional exhaustion on organizational affective commitment was studied in 3 separate samples with stimuli theory, relationship theory, and vulnerability–stress theory. The 3-way hypothesis was generally supported in all samples.
Cheol Young Kim, Seoul National University
Won-Woo Park, Seoul National University
Semin Park, Seoul National University
Sangyun Kim, Seoul National University
Submitter: Cheol Young Kim, cy0807.kim@gmail.com
 
160-14 Little Examined Predictors of Career Satisfaction Among Executives
Predictors of career satisfaction among executives were examined. This study extended previous research by including cognitive ability and experience and background measures as predictors. Cognitive ability, general responsibility, drive, school achievement, stress tolerance, and leadership were all positively associated with career satisfaction.
Rachael Klein, University of Minnesota
Stephan Dilchert, Baruch College, CUNY
Deniz S. Ones, University of Minnesota
Submitter: Rachael Klein, rachaelmklein@gmail.com
 
160-15 Coaching Behaviors of Managers as a Predictor of Employee Engagement
This study compared the relationship among employee perceptions of coaching, consideration, initiating structure, supportive, participative, directive, and achievement oriented behaviors of their managers and the degree to which employees were engaged at work. It was found that employee engagement was predicted by participative, achievement-oriented, and initiating structure behaviors.
Daniel B. Kuzmycz, Pacific Northwest National Laboratories
Camala A. Boyce, Alliant International University, San Diego
Submitter: Daniel Kuzmycz, dkuzmycz@gmail.com
 
160-16 Genes, Job Characteristics, and Job Satisfaction: Examining Gene–Environment Interplay
This study investigated how gene–environment interplay between 1 Dopamine gene (DRD4) and job characteristics shape job satisfaction. Results revealed that DRD4 displayed an indirect effect through job autonomy, although it moderated the relationship between job complexity and job satisfaction such that the relationship was more pronounced for DRD4 7R carriers.
Wen-Dong Li, NUS Business School
Zhaoli Song, National University of Singapore
Richard D. Arvey, National University of Singapore
Submitter: Wen-Dong Li, oceanbluepsy@gmail.com
 
160-17 Organizational Identification and Commitment: The Impact of POS and Prestige
Research examined the mediating role of organizational identification in the relationship between perceived organizational support and commitment. Also investigated was the role of organizational prestige in the relationship between perceived organizational support and organizational identification and the mediating role of commitment in the relationship between organizational identification and performance.
Géraldine Marique, Université Catholique de Louvain
Florence Stinglhamber, Université Catholique de Louvain
Donatienne Desmette, Université Catholique de Louvain
Gaëtane Caesens, Université Catholique de Louvain
Fabrice De Zanet, Université de Liège
Submitter: Géraldine Marique, geraldine.marique@uclouvain.be
 
160-18 Job Characteristics and Psychological Ownership Among Nonprofit Workers
Past research indicates that perceived job characteristics predict job satisfaction and turn-over intentions. This session examined whether psychological ownership mediates this relationship in a longitudinal study of nonprofit employees. Results demonstrate that skill variety and autonomy influence outcomes through psychological ownership, but feedback and task identity influence outcomes more directly.
Joshua R. Knapp, University of Lethbridge
Suzanne S. Masterson, University of Cincinnati
Submitter: Suzanne Masterson, suzanne.masterson@uc.edu
 
160-19 A Meta-Analytic Investigation of Political Skill, Work Attitudes, and Strain
This meta-analysis investigated the influence of political skill on attitudes and strain. Results (k = 105; N = 15,454) demonstrated that political skill explained variance in organizational commitment, job satisfaction, turnover intentions, physiological strain, perceptions of organizational politics, and psychological strain. Theoretical contributions and limitations are also discussed.
Katina W. Thompson, Florida State University
James K. Summers, Bradley University
Timothy P. Munyon, West Virginia University
Darren C. Treadway, State University of New York at Buffalo
Gerald R. Ferris, Florida State University
Submitter: Timothy Munyon, tpmunyon@mail.wvu.edu
 
160-20 Person–Environment Fit Meta-Analysis Between South Korea and North America
This meta-analysis of South Korean fit research showed that although work attitudes are largely determined by person–organization and person–job fit in North America, they are largely determined by person–group and person–supervisor fit in South Korea. This highlights that individualistic (collectivistic) culture makes rational (relational) fit more salient in employees’ minds.
In-Sue Oh, Virginia Commonwealth University
Russell Guay, University of Northern Iowa
Jong-Hyun Lee, Ajou University
Chang-Goo Heo, Ajou University
Kang-Hyun Shin, Ajou University
Submitter: In-Sue Oh, isoh@vcu.edu
 
160-21 Social Factors That Impact Employee Physical Engagement
This study examined different social factors that impact an employee’s engagement. Utilizing a sample of unskilled manual laborers, results showed that supervisor support was positively related with physical engagement and that team effort moderated this relationship. No significant results for the hypothesized 3-way interaction were found.
Tunji Oki, University of Houston
Lisa M. Penney, University of Houston
Raenada A. Wilson, University of Houston
William D. Presson, University of Houston
L. A. Witt, University of Houston
Submitter: Tunji Oki, tunjioki@gmail.com
 
160-22 Consequences of Managerial Attitudes on Collective Turnover and Unit Performance
Human capital resources are vital for the overall success of firms seeking a competitive advantage. This study examines the effects of managerial attitudes on collective employee attitudes and behavior (turnover), and thus unit performance, using emotional contagion theory.
Robert E. Ployhart, University of South Carolina
Donald Hale, University of South Carolina
William Shepherd, Huntington National Bank
Kwabena A. Okyere, DePaul University
Submitter: Kwabena Okyere, paape32@yahoo.com
 
160-23 Engaging and Retaining Government Employees: Is Telecommuting the Answer?
Some government agencies use telecommuting to retain an engaged workforce. Effectiveness of granting or withholding permission to telecommute and telecommuting intensity on improving satisfaction, engagement, and retention of federal employees are examined. Those unaware of telecommuting policy or that do not telecommute have unexpected impacts. Research and practical implications are discussed.
Dana E. Sims, Assistant Secretary for Preparedness and Response
Edward S. Oppler, Department of Health and Human Services
Rayshad Holmes, ASPR, Department of Health and Human Services
Submitter: Dana Sims, dana.e.sims@gmail.com
 
160-24 An Examination of Multiple Models of Strike Propensity
We investigated predictors of strike propensity in 2 longitudinal studies of unionized retail employees. We tested, and found support for, variables reflecting 5 motivational processes including employee‒employer and member‒ union social exchange relationships, the union‒manage-ment relationship, members’ economic circumstances, and social background. We discuss directions for future research and improved labor‒management relations.
James E. Martin, Wayne State University
Robert R. Sinclair, Clemson University
Submitter: Robert Sinclair, rsincla@clemson.edu
 
160-25 The Perception of Organizational Prestige and Employee Engagement
Organizational leaders are seeking broad-based interventions to promote employee engagement. Thus, the relationship between perceptions of organizational prestige, a variable organizations can influence, and employee engagement was explored. Results support the positive association between perceived organizational prestige and employee engagement. Furthermore, results indicate organizational identification partially mediates this relationship.
Christine L. Smith, Colorado State University
Janet M. Weidert, Colorado State University
Emily C. Nowacki, Colorado State University
Zinta S. Byrne, Colorado State University
Submitter: Christine Smith, christyleesmith@gmail.com
 
160-26 Antecedents of Anticipatory Justice in an Environment of Change
This study drew on past theory and tested antecedents of a model of anticipatory justice (Bell, Wiechman, Ryan, 2004; Shapiro & Kirkman 2001) in a change context. Results of a time-lagged study confirmed that employees’ past experiences and existing beliefs predicted anticipatory interpersonal and informational justice.
Tomas Thundiyil, Texas A&M University
Wendy R. Boswell, Texas A&M University
Rebecca J. Thompson, Texas A&M University
Stephanie C. Payne, Texas A&M University
Submitter: Tomas Thundiyil, thundiyi@tamu.edu
 
160-27 Challenge–Skill Balance and Flow: An Experimental Examination of Imbalance
The effects of the balance between task challenge and participant skill on the experience of flow was examined. When challenge and skill were balanced, flow was equal across skill levels. When challenge and skill were unbalanced, flow was predictably low for overchallenged participants but unexpectedly high for underchallenged participants.
Christopher J. Waples, Kansas State University
Michael Stetzer, Kansas State University
Patrick A. Knight, Kansas State University
Anna L. Sackett, University at Albany, SUNY
Clive Fullagar, Kansas State University
Submitter: Christopher Waples, cwaples@ksu.edu
 
160-28 The Effects of Organizational Identification and Trust on Facebook Usage
This study examined the relationships between organizational identification and organizational trust and workplace-relevant usage of the online social networking site Facebook. Results indicate that individuals’ levels of organizational identification and trust can predict the ways in which they use Facebook in relation to their organization, coworkers, and supervisors.
Kevin T. Wynne, Wayne State University
Nathan Weidner, Wayne State University
Submitter: Nathan Weidner, nww6v8@gmail.com

160-29 Management and Supervision’s Influence on Job Satisfaction Across Organizational Levels
The authors found that general job satisfaction was positively related to both satisfaction with supervision and trust in management. Perceived organizational level predicted general job satisfaction and moderated the satisfaction with supervision–general job satisfaction relationship. Further, trust in management remained a relatively stable predictor of general satisfaction across levels.
Brandon L. Young, University of Central Florida
Nick C. Koenig, University of Central Florida
Nathan T. Carter, University of Central Florida
Carollaine M. Garcia, University of Central Florida
Submitter: Brandon Young, byoung@msec.org
 
160-30 Reconceptualizing Employee Engagement: A Multiple Foci Approach
This study puts forth a reconceptualization of employee engagement. Based on existing theory and research, the study proposes that engagement be broken down into 4 foci: organization, coworker, supervisor, and job. In a series of studies, results support the construct validity of the 4 Foci Engagement Scale.
Stephen F. Young, Florida Insitute of Technology
Lisa A. Steelman, Florida Institute of Technology
Sara K. Trané, Assessio
Matthew Pita, Florida Institute of Technology
Christen N. Lockamy, Accent Technologies, Inc.
Mary Margaret Sudduth, Florida Institute of Technology
Submitter: Stephen Young, syoung2009@my.fit.edu
 
160-31 Nonstandard Work From a Person– Environment Fit Perspective: An Empirical Study
This study investigates nonstandard work through the lens of person‒environment fit theory. Person‒
environment fit was found to be an important component of nonstandard worker’s job experiences. Specifically, demands‒abilities fit was strongly associated with commitment and satisfaction. Needs‒supplies fit was also associated with commitment but not with satisfaction.
Kang Yang Trevor Yu, Nanyang Business School
Submitter: Kang Yang Trevor Yu, akyyu@ntu.edu.sg
 
160-32 Demographic Correlates and Workplace Outcomes Associated With Work Ethic Endorsement
Recent research on work ethic has found inconsistent relationships between demographic variables such as gender, age, and race with work ethic. This study meta-analytically examined the relationship between work ethic and demographic variables, as well as the relationship between work ethic and workplace outcomes (job involvement, job satisfaction, organizational commitment).
Keith L. Zabel, Wayne State University
Benjamin Biermeier-Hanson, Wayne State University
Rebecca J. Early, Wayne State University
Agnieszka Shepard, Wayne State University
Boris B. Baltes, Wayne State University
Submitter: Keith Zabel, keith.zabel@wayne.edu
 
161. Roundtable Discussion/Conversation Hour: 1:00 PM–1:50 PM Elizabeth G
 
Creating Effective Global Diversity and Inclusion Programs: Challenges and Solutions
This roundtable addresses challenges faced by U.S.-trained practitioners in creating effective global diversity and inclusion programs. The session provides a forum for I-O psychologists and practitioners to share perspectives in balancing consistency of programs with regional customization and identifying and overcoming resistance to diversity and inclusion practices among stakeholders.
Katherine Giscombe, Catalyst, Inc., Host
Beth G. Chung, San Diego State University, Host
Julie S. Nugent, Catalyst, Inc, Host
Submitter: Julie Nugent, julie2215@hotmail.com
 
162. Interactive Posters: 1:30 PM–2:20 PM America’s Cup AB
 
O Leaders, Where Art Thou? The Challenges Leaders Face
Roseanne Foti, Virginia Tech, Facilitator
 
162-1 Status, Psychological Safety, and Leadership Influence Flight Crews Speaking Up
Speaking up has been found to be crucial for team interaction in high-risk environments. Analyzing survey data from 1,751 cockpit and cabin crewmembers of a medium-sized European airline found status and leader inclusiveness to be important antecedents of speaking up, with psychological safety mediating these relationships.
Nadine Bienefeld, ETH Zürich
Gudela Grote, ETH Zürich
Submitter: Nadine Bienefeld, n.bienefeld@gmail.com
 
162-2 Extreme Leadership: A Contextual and Temporal Model of Adaptive Readiness
We propose a model of adaptive leader readiness derived from highly traumatic experiences that considers situational constraints, mission context, the phase of action, and important human components (cognitive, social, and emotional) through in extremis situations. This framework has implications for leadership in extreme contexts.
Benjamin J. Amos, Office of Personnel Management
Eric Weis, George Mason University
Adam M. Grim, U.S. Military Academy at West Point
Lisa D. Black, U.S. Army
Stephen J. Zaccaro, George Mason University
Submitter: Benjamin Amos, benjamin.j.amos@gmail.com
 
162-3 The Relationship Between Leader Fit and Transformational Leadership
This study examined the relationship between leaders’ person‒organization fit, needs‒supplies fit, and demands‒abilities fit and transformational leadership. Only demands‒abilities fit was significantly related to transformational leadership. In addition, transformational leadership mediated the relationship between demands‒ abilities fit and boss ratings of leader effectiveness.
Russell Guay, University of Northern Iowa
Submitter: Russell Guay, rguay47564@aol.com
 
162-4 When Organizational Culture Makes Respecful Leadership Crucial: A Multilevel Analysis
This paper extends the research on respectful leadership by investigating its beneficial effects in the context of organizational culture. A multilevel design shows that the positive effect of respectful leadership especially comes out when the organizational culture is process rather than results oriented.
Suzanne van Gils, RSM Erasmus University Rotterdam
Niels Van Quaquebeke, Kühne Logistics University
Jan Borkowski, Respect Research Group
Daan van Knippenberg, RSM Erasmus University Rotterdam
Submitter: Suzanne van Gils, sgils@rsm.nl
 
163. Panel Discussion: 1:30 PM–2:50 PM America’s Cup CD
 
A Standard for Assessment in Work and Organizational Settings
ISO 10667 is an international assessment service delivery standard. It defines good practice for assessment service providers and their clients related to assessments at work. This panel discussion will explore the implications of this new standard for practice in our field.
Dave Bartram, SHL Group Ltd, Chair
Wayne J. Camara, College Board, Panelist
Anders Sjoberg, Assessio International, Panelist
Nancy T. Tippins, Valtera Corporation, Panelist
Submitter: Dave Bartram, dave.bartram@shlgroup.com
 
164. Master Tutorial: 1:30 PM–2:50 PM Betsy BC
 
Methods for the Masses: Demystifying Multilevel (or Hierarchical Linear) Modeling
Receive 1.5 CE credits for attending.
Academics and practitioners in I-O psychology are united by an interest in quality research methods. This tutorial will introduce multilevel modeling (MLM) to interested novices through 3 key questions: (a) When does MLM come in handy, (b) how do we design MLM studies, and (c) how do we run MLM analyses?
Lisa Kath, San Diego State University, Presenter
Christopher J. L. Cunningham, University of Tennessee at Chattanooga, Presenter
Alan D. Mead, IIT, Presenter
Submitter: Lisa Kath, lkath@sciences.sdsu.edu
 
165. Panel Discussion: 1:30 PM–2:50 PM Delmar AB
 
Critical Considerations of Teamwork Research and Practice: The Next Frontier
A plethora of team effectiveness models makes it difficult to identify the most critical factors when diagnosing and developing teamwork. Therefore, the goal of this panel is to discuss the critical elements of teamwork and “next steps” in teams research and application of teamwork principles in organizations.
Amanda L. Thayer, University of Central Florida, Co-Chair
Marissa L. Shuffler, University of Central Florida, Co-Chair
Eduardo Salas, University of Central Florida, Co-Chair
Steve W. J. Kozlowski, Michigan State University, Panelist
John E. Mathieu, University of Connecticut, Panelist
Scott I. Tannenbaum, Group for Organizational Effectiveness, Panelist
Michelle A. Marks, George Mason University, Panelist
Ramon Rico, Universidad Autonoma de Madrid, Panelist
Submitter: Amanda Thayer, athayer@ist.ucf.edu
 
166. Symposium/Forum: 1:30 PM–2:50 PM Edward AB
 
Economic Challenges in Academia: Employee Reactions to Furloughs
This study examined effects of mandated furloughs (pay cuts) on public-sector employees. This symposium provides insights into employees’ attitudes toward the organization and its leadership, psychological reactions to furloughs, individual adaptability, and resiliency. No empirical research exists that evaluates employees’ reactions to austerity measures in the form of furloughs.
Kathie L. Pelletier, California State University, San Bernardino, Chair
Janet L. Kottke, California State University-San Bernardino, Kathie L. Pelletier, California State University, San Bernardino, Ernesto M. Reza, California State University, San Bernardino, Justice Through the Lens of Furloughs: Process Matters
Michael Baird, UCI Office of Research Administration, Kathie L. Pelletier, California State University, San Bernardino, Janet L. Kottke, California State University-San Bernardino, Psychological and Occupational Effects of Mandatory Furloughs on Faculty
Kathie L. Pelletier, California State University, San Bernardino, Janet L. Kottke, California State University-San Bernardino, Ernesto M. Reza, California State University, San Bernardino, The Ties That Bind: Organizational Membership During a Financial Crisis
Eliana Ceja, CODESP, Mark D. Agars, California State University-San Bernardino, Employee Resilience Following Reductions in Compensation
Nancy J. Stone, Missouri University of Science & Technology, Discussant
Submitter: Janet Kottke, jkottke@csusb.edu
 
167. Symposium/Forum: 1:30 PM–2:50 PM Edward CD
 
Helping Healthcare Enter a New Era
This session presents a comprehensive view of recent I-O research dedicated to addressing some of the most pressing challenges facing healthcare today: wide-scale organizational change, integration of new training and education models, implementation and adoption of new technology, and the need to rapidly develop a culture of safety.
Sallie J. Weaver, Johns Hopkins University, Chair
Rebecca Lyons, University of Central Florida, Juan Cendan, University of Central Florida, Benjamin Lok, University of Florida, Optimizing Simulation Using Virtual Patients With Complex Neurologic Conditions
Marina Pearce, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Georgia T. Chao, Michigan State University, Rosemarie Fernandez, Harborview Medical Center, James Grand, Michigan State University, Tara A. Rench, Michigan State University, Jason L. Huang, Wayne State University, Paul Curran, Michigan State University, Enhancing Emergency Medical Team Performance via Team Process Training
Sallie J. Weaver, Johns Hopkins University, Eduardo Salas, University of Central Florida, Kimberly A. Smith-Jentsch, University of Central Florida, Nathan T. Carter, University of Central Florida, A Configural Approach to Patient Safety Climate
Sylvia J. Hysong, Michael E. DeBakey VA Medical Center, Christiane Spitzmueller, University of Frankfurt/ University of Houston, Donna Espadas, Baylor College, Hardeep Singh, Michael E. DeBakey VA Medical Center & Baylor College of Medicine, Impact of Workplace Support Systems for Electronic Alert Notifications
Michael Rosen, Johns Hopkins University, Discussant
Submitter: Sallie Weaver, sweave14@jhmi.edu
 
168. Panel Discussion: 1:30 PM–2:50 PM Elizabeth A
 
Tail Wagging The Dog: Applicant Tracking System Effects on Assessments
Integrating assessments within applicant tracking systems seems to bring about as many challenges as it does benefits for I-O practitioners. In this panel discussion, 5 internal and external experts will share lessons learned in this process. The dialogue will focus on best practice assessment integrations for both vendors and companies.
Kevin Impelman, Kenexa, Co-Chair
Heather Graham, 7-Eleven, Co-Chair
Craig R. Dawson, SHL, Panelist
Kathleen Frye, Kenexa, Panelist
Carol Jenkins, Bigby Havis & Associates, Panelist
Lauren E. McEntire, PepsiCo, Panelist
Bernard J. Nickels, U.S. Office of Personnel Mgmt, Panelist
Submitter: Kevin Impelman, kimpelman@yahoo.com
 
169. Symposium/Forum: 1:30 PM–2:50 PM Elizabeth B
 
Staying Ahead of the Curve: Ingredients for Successful Survey Redesign
This session will discuss how survey programs can be revamped to increase their strategic value. Issues and considerations for redesigning survey content will be discussed. Then, case studies for Pfizer, MD Anderson, and Target will show how survey programs can be redesigned to meet changing business needs.
Karen M. Barbera, Valtera, Co-Chair
Scott A. Young, Valtera, Co-Chair
Karen M. Barbera, Valtera, Scott A. Young, Valtera, Redesigning Survey Programs: Some Considerations and Best Practices
Mariangela Battista, Pfizer Inc., Redesigning Surveys for Strategic Change
Courtney L. Holladay, MD Anderson Cancer Center, Meagan T. Sutton, MD Anderson Cancer Center, Driving Actionable Change at MD Anderson Through an Employee Survey
Justin M. Bethke, Target, The (Continuing) Evolution of Employee Opinion Surveys at Target Corp
Submitter: Scott Young, syoung@valtera.com
 
170. Master Tutorial: 1:30 PM–2:50 PM Elizabeth C
 
Computerized Adaptive Testing: A Primer on Benefits, Design, and Implementation
Receive 1.5 CE credits for attending.
Computerized adaptive testing (CAT) has received an increasing amount of attention by organizations and practitioners due to a number of important psychometric and practical benefits. This tutorial provides a background on key features of CAT, how they lead to specific benefits, and practical issues in design and implementation.
Anthony S. Boyce, Aon Hewitt, Presenter
Nathan A. Thompson, Assessment Systems Corporation, Presenter
Submitter: Anthony Boyce, anthonyboyce@gmail.com
 
171. Panel Discussion: 1:30 PM–2:50 PM Elizabeth F
 
I-O Needs OD: HR Interventions as Change Management
There is an abundant literature on designing and assessing the impact of HR interventions. However, relatively less attention has been paid to overcoming the cultural, structural, and other organizational barriers to successful implementation. A highly experienced panel will share lessons learned and spark ideas for research and practice.
Seymour Adler, Aon Hewitt, Chair
Amy Dawgert Grubb, Federal Bureau of Investigation, Panelist
Laura L. Heft, Edward Jones, Panelist
Therese H. Macan, University of Missouri-St Louis, Panelist
Brian Penner, Prudential Staffing, Panelist
Bridgette Weitzel, BAE Systems, Panelist
Seth Zimmer, AT&T, Panelist
Submitter: Seymour Adler, Seymour_Adler@Aon.com
 
172. Community of Interest: 1:30 PM–2:50 PM Emma C
 
Work–Family Issues
Tammy D. Allen, University of South Florida, Host
Andrew Biga, Procter and Gamble, Host
Jessica M. Nicklin, University of Hartford, Coordinator
 
173. Panel Discussion: 1:30 PM–2:50 PM Madeline AB
 
Working for Uncle Sam: Finding the I-O in Government Positions
Searching www.usajobs.gov results in few hits for “industrial-organizational psychologist,” but that doesn’t mean jobs don’t exist. Panelists from the Army Research Institute, NASA, Nuclear Regulatory Commission, NSA, and FBI discuss searching for and working in government jobs. Discover the diverse roles and responsibilities that I-O psychologists hold as federal employees.
Stephanie Morrow, Nuclear Regulatory Commission, Co-Chair
Jennifer Klafehn, U.S. Army Research Institute, Co-Chair
Amy L. D’Agostino, Nuclear Regulatory Commission, Panelist
Jessica A. Gallus, U.S. Army Research Institute, Panelist
Kathryn Keeton, NASA EASI/Wyle Labs, Panelist
Nicholas L. Vasilopoulos, National Security Agency, Panelist
Jennifer M. Hurd, Federal Bureau of Investigation, Panelist
Submitter: Stephanie Morrow, stephanie.l.morrow@gmail.com
 
174. Debate: 1:30 PM–2:50 PM Madeline CD
 
Everything in Moderation: When Is Good Enough, Enough?
Using a debate-style format, each presenter will present a traditional/current view of a contemporary topic in I-O and then provide the case for an alternate, more moderate point of view. The audience is invited to ask questions before voting for the side that is most compelling.
Lindsay A. Bousman, Paris Phoenix Group, Chair
Paul M. Mastrangelo, CLC Genesee, Corporate Executive Board, Presenter
Sarah R. Johnson, CLC Genesee, Presenter
Brian J. Ruggeberg, Aon Hewitt, Presenter
Tanya Boyd, Collective Brands, Inc., Presenter
Submitter: Lindsay Bousman, lbousman@hotmail.com
 
175. Panel Discussion: 1:30 PM–2:50 PM Mohsen AB
 
The Role of I-O Psychologists in Creating a Safe Workplace
Everyday we learn about workplace accidents. The suffering, environmental impact, direct and indirect costs are staggering. Although safety is typically the responsibility of risk or safety departments, I-O psychologists can partner in preventing accidents. This panel will address ways I-O can improve safety through leadership, talent management, culture, and selection.
Len Dang (Karina) Hui-Walowitz, Wells Fargo, Chair
Veronica S. Harvey, Aon Hewitt, Co-Chair
Brad A. Chambers, Polaris Assessment Systems, Panelist
Deborah L. Gebhardt, Human Performance Systems, Inc., Panelist
Mark R. Jones, Union Pacific Railroad, Panelist
Patrick R. Powaser, Occidental Petroleum Corporation, Panelist
Submitter: Len Dang (Karina) Hui-Walowitz, lkhui@me.com
 
176. Posters: 2:00 PM–2:50 PM Douglas Pavilion BCD
 
Judgment/Decision Making, Training
 
176-1 Methodological Sources of Inaccuracy in Job Analysis: A Meta-Analytic Investigation
This meta-analytic investigation extends previous research by examining the influence of 10 job analysis method characteristics on indices of both job analytic reliability and data quality. Results indicate that many of these variables influence accuracy. Implications of these results for both job analytic research and practice are discussed.
Amy DuVernet, North Carolina State University
Mark A. Wilson, North Carolina State University
Submitter: Amy DuVernet, amyduv@gmail.com
 
176-2 Meta-Analysis on the Relationships Between Foreign-Language Training Criteria
Employees with foreign language (FL) proficiency are pivotal to organizations in the global economy. Organizations must choose appropriate criteria to determine the success of their FL training efforts. This meta-analysis integrates 128 studies to investigate various FL training criteria as well as moderators of the relationships between those criteria.
Amy DuVernet, North Carolina State University
Kathryn J. Nelson, SWA Consulting Inc.
Eric A. Surface, SWA Consulting Inc.
Submitter: Amy DuVernet, amyduv@gmail.com
 
176-3 Think About the Link: Best Practices for Collecting KSAO–Task Linkages
This study expands on existing literature by surveying a broad sample of I-O psychologists and other practitioners to identify common approaches and best practices for collecting, analyzing, and leveraging KSAO–task linkages. Results indicate that practitioners use a variety of rating sources, ratings scales, and definitions to establish linkages.
Sarah N. Gilbert, American Institutes for Research
Andrew C. Loignon, American Institutes for Research
Cheryl Hendrickson, American Institutes for Research
Tara Myers, American Institutes for Research
Submitter: Sarah Gilbert, sgilbert@air.org
 
176-4 Is My Authority Coming From My Job or My Boss?
This study identified 2 sources of decision-making authority, namely authority from the job design and authority from a supervisor, and examined how LMX positively moderated the relationship of authority from job design on satisfaction and performance and negatively moderated the effect of authority from supervisors on satisfaction and performance.
Wing Lam, Hong Kong Polytechnic University
Ziguang Chen, City University of Hong Kong
Submitter: Wing Lam, mswing@polyu.edu.hk
 
176-5 Revisiting a Questionnaire-Based Approach to Team Task Analysis
This study sought to provide additional evidence for the use of Arthur, Edwards, Bell, Villado, and Bennett’s (2005) questionnaire-based approach to team task analysis. Results indicated that trainees were able to accurately identify team and individual tasks, and that holistic metrics of teamness were valid predictors of team performance.
Gonzalo J. Muñoz, Texas A&M University
Steven Jarrett, Texas A&M University
Winfred Arthur, Texas A&M University
Ira Schurig, Texas A&M University
Submitter: Gonzalo Muñoz, gmunoz@tamu.edu
 
176-6 An Empirical Comparison of Three Measures of Supervisor Trust
This study empirically compared 3 commonly used measures of supervisor trust by examining the factor structure and criterion validity. This study provides preliminary evidence that the 3 measures of trust may capture different facets of trust. The measures differentially predicted supervisor satisfaction, commitment, and intentions to quit.
Zachary J. Steiner, Colorado State University
Dev K. Dalal, Bowling Green State University
Kyle J. Sandell, Colorado State University
Zinta S. Byrne, Colorado State University
Submitter: Zachary Steiner, zachary.steiner@colostate.edu
 
176-7 Latent Structure of O*NET: Nothing But Data–People–Things?
We examined the latent factor structure of general work activities provided by O*NET. Previous investigations showed 3 factors representing data, people, and things (DPT). We replicate the 3 factors but also show a hierarchical structure where a more detailed factor solution provides a better fit and links to DPT.
Michael W. Natali, University of Minnesota
Philip T. Walmsley, University of Minnesota
John P. Campbell, University of Minnesota
Submitter: Philip Walmsley, walmsley.phil@gmail.com
 
176-8 The Accuracy of Job Analysis Ratings in Predicting Test Validities
Job analysis data are largely judgments from subject matter experts. These judgments are typically used to determine the assessments used in a selection setting. This research examined the accuracy job analysis ratings as predictors of test validities. The results and implications for future research are discussed.
Jeffrey R. Labrador, Kenexa
Kathleen Frye, Kenexa
Michael A. Campion, Purdue University
Submitter: Jeff Weekley, jeff.weekley@kenexa.com
 
176-9 Effects of Expertise and Prediscussion Decision on Group Decision Making
We investigated effects of expertise distribution, diversity in initial preferences and prediscussion–decision procedure on decision outcomes and decision time using a laboratory study. The results suggested significant main effects of expertise distribution and prediscussion–decision procedure as well as moderating effect of preference diversity. Theoretical and practical implications were discussed.
Chanyu Hao, Binghamton University
Andra Serban, Binghamton University
Shelley Dionne, Binghamton University
Hiroki Sayama, Binghamton University
Submitter: Shelley Dionne, sdionne@binghamton.edu
 
176-10 A Warm Place: Physical Warmth Promotes Perceived Organizational Social Warmth
Two studies found that physical warmth affects how socially warm individuals perceive organizations to be, which in turn has important consequences for both organization insiders (i.e., job satisfaction and affective commitment) and outsiders (i.e., organizational attractiveness and willingness to buy).
Geoffrey C. Ho, UCLA
Margaret Shih, UCLA
Submitter: Geoffrey Ho, gho@anderson.ucla.edu
 
176-11 Category- and Feature-Based Age Stereotyping: Consequences for Hiring Decisions
Research has demonstrated that older workers are systematically hired less frequently than younger workers (Finkelstein, Burke & Raju, 1995; Gordon & Arvey, 2004). Beyond category-based stereotyping as indicated by date of birth, it is expected that age-related facial and extra-facial features such as wrinkles or grey hair activate age stereotypes.
Michele M. Kaufmann, University of Bern
Sabine Sczesny, University of Bern
Franciska Krings, University of Lausanne
Submitter: Michele Kaufmann, michele_k@students.unibe.ch
 
176-12 Employee Willingness to Strike: Examining Multiple Motives
Using a sample of unionized retail service employees at 2 points in time this study investigates multiple motives for strike willingness. Results suggest that union commitment and hardship are associated with strike willingness across groups, but other variables differ based on organizational tenure.
Ariel Lelchook, Gettysburg College
James E. Martin, Wayne State University
Agnieszka Shepard, Wayne State University
Submitter: Ariel Lelchook, alelchook@wayne.edu
 
176-13 Implicit and Explicit Attitudes as Predictors of Sexually Harassing Behavior
We conducted a study to assess relationships among implicit and explicit attitudes toward sexual harassment at work and self-reported and online harassing behavior in a simulation where harassing jokes could be communicated. Results from 142 business students indicate that implicit attitudes predict online behavior and explicit attitudes predict self-reported behavior.
Frank A Bosco, Marshall University
Charles A. Pierce, University of Memphis
Submitter: Charles Pierce, capierce@memphis.edu
 
176-14 I Hate You Because You’re Beautiful: Investigating Workplace Intrasexual Hostility
Research has suggested that intrasexual hostility and envy have workplace implications. This study investigated whether participants devalued same-sex targets depicted in photos on general and work-related variables, such as competence and sociability, and the extent to which this was moderated by participants’ intrasexual hostility and targets’ attractiveness.
Leah D. Sheppard, University of British Columbia
Karl Aquino, University of British Columbia
Submitter: Leah Sheppard, leah.sheppard@sauder.ubc.ca
 
176-15 Developing a Short Form of the Decision Style Scale
The goal of this study was to develop a short form of a decision style scale. Using both CTT and IRT approaches, the best performing 5 items were selected for each subscale to create the short form. The resulting short form was then validated using an independent dataset.
Shin I. Shih, Pennsylvania State University
Pui-Wa Lei, Pennsylvania State University
Susan Mohammed, Pennsylvania State University
Submitter: Shin-I Shih, shinishih@gmail.com
 
176-16 Multilevel Effects of Cognitive Biases on Crisis Perception and Decision Making
Research on biases suggests that individuals tend to fall prey to cognitive biases that may impede their decisions. Teams may exacerbate or mitigate the effect of the cognitive biases illusion of control and optimism on decision makers’ perception of crisis, which in turn, affect the decision outcome.
Alka Gupta, State University of New York at Binghamton
Kristie A. Shirreffs, Binghamton University
Hadassah Head, Binghamton University
Dong Ha Kim, State University of New York at Binghamton
Shelley Dionne, Binghamton University
Submitter: Kristie Shirreffs, kristieshirreffs@gmail.com
 
176-17 Personality and Self-Interest Decision Making: The Moderating Role of Culture
This study examined the influence of personality and culture on the decision to pursue self-interests. Results indicated that cultural values act similarly to situational cues, moderating the relationship between personality and decision making. Personality was unrelated to decision making when values associated with collectivism and power distance were endorsed.
Corinne P. Wright, Wright State University
Gary N. Burns, Wright State University
Submitter: Corinne Wright, lyttle.3@wright.edu
 
176-18 Role of Goal Orientation in Skill Maintenance Following Training
Maintenance of trained skills is an important issue in organizations today. Using goal orientation theory, this study addresses calls to examine learner characteristics that influence skill maintenance following training. The results indicated avoidance orientation was negatively associated with skill maintenance, whereas learning orientation was positively associated with maintenance.
Milton V. Cahoon, SWA Consulting Inc.
Aaron Watson, SWA Consulting Inc.
Jack P. Olin, SWA Consulting Inc.
Eric A. Surface, SWA Consulting Inc.
Submitter: Milton Cahoon, mcahoon@swa-consulting.com
 
176-19 Reactions to Online Versus Traditional Training: Syllabi Matter
Trainee reactions at a large teacher professional development company were compared by syllabi and delivery format. Syllabi aspects were shown to differentially predict trainee reactions across traditional and online training courses. As such, practitioners should take care in developing training syllabi to achieve target trainee reactions.
David R. Glerum, University of Central Florida
William Wooten, University of Central Florida
Submitter: David Glerum, glerumd@knights.ucf.edu
 
176-20 Extending the Science of Team Training to Rapid Response Systems
Team training in the context of medical rapid response systems (RRS) is explored. Literature is reviewed to uncover current trends in RRS team training. Results found that training is severely underutilized in these teams and misaligned with training best practices. Recommendations for improvement are provided.
Megan E. Gregory, University of Central Florida
Elizabeth H. Lazzara, University of Central Florida
Ashley M. Hughes, University of Central Florida
Lauren E. Benishek, University of Central Florida
Eduardo Salas, University of Central Florida
Submitter: Megan Gregory, megangregory7@gmail.com
 
176-21 Implications of Transportable-Knowledge Content Domains for Leadership Development
How mastery of two broad domains of transportable knowledge contributed to explaining 5 rated aspects of leadership potential was examined. Analyses of data from 972 military officers indicated that although mastery of teamwork knowledge was the most explanatory overall, strategy knowledge mastery contributed uniquely to select aspects.
Robert R. Hirschfeld, University of Colorado
Christopher H. Thomas, University of Mississippi
Submitter: Robert Hirschfeld, rrhirschfeld@gmail.com
 
176-22 Training Reactions: An Affective Theory Approach for Clarification and Measurement
Training reactions measures are largely ad-hoc and lack power to predict learning. Affect theory was used to develop a multidimensional scale and show that unpleasant affective reactions predict declarative knowledge; pleasant reactions predict attitudes towards and intentions to apply training content. Moreover, level of affective activation determines predictive power.
Garett N. Howardson, George Washington University
Tara S. Behrend, George Washington University
Allison Brown, George Washington University
Submitter: Garett Howardson, garett.howardson@gmail.com
 
176-23 Case-Based Ethics Education: Ethicality, Cause Complexity, and Outcome Valence
This study was conducted to better understand the effect case content has on knowledge and ethical decision making in a case-based ethics training program. Specifically, cause complexity and outcome valence case content were manipulated to examine how case construction affects performance on a complex, problem-solving task (e.g. ethical decision-making measure).
James Johnson, University of Oklahoma
Zhanna Bagdasarov, The University of Oklahoma
Chase E. Thiel, University of Oklahoma
Lauren N. Harkrider, University of Oklahoma
Shane Connelly, University of Oklahoma
Lynn D. Devenport, University of Oklahoma
Michael D. Mumford, University of Oklahoma
Submitter: James Johnson, johnsonjf@ou.edu
 
176-24 Commitment and Regulation in Web-Based Instruction
This theoretical paper attempts to explain the age effect found in training. Sitzmann et al. (2006) found that older employees outperformed younger ones in Web-based instructions. This paper proposes that this effect is actually due to organizational commitment and subsequent regulation, using Meyer et al.’s (2004) propositions as a foundation.
Adam H. Kabins, Texas A&M University
Mindy E. Bergman, Texas A&M University
Submitter: Adam Kabins, ahk325@gmail.com
 
176-25 No Time for Self-Development: Moderating Effects of Individual Differences
Attrition is a serious problem among STEM undergraduate majors. Study findings suggest that self-development is a viable means to anchor students within these STEM majors. Limited time was reported as a significant barrier to students’ self-development; self-efficacy for development and coping efficacy moderated its negative impact to some extent.
Thivia Mogan, Old Dominion University
Karin A. Orvis, U.S. Army Research Institute
Debra A. Major, Old Dominion University
Submitter: Thivia Mogan, thivia@gmail.com
 
176-26 Predicting Training Transfer Ratings With Trainee Confidence and Work Attitudes
This study assessed training transfer ratings as predicted by trainee confidence, knowledge, job satisfaction, and transfer climate. A questionnaire was completed by 109 employees of a natural foods grocery store. Although job satisfaction was positively related to transfer, transfer climate was not. Implications of the study are discussed.
Pedro Duenas, CSUS
Stacey Fuller, CSUS
James Santiago, CSUS
Alena Hill, CSUS
Submitter: Oriel Strickland, ojstrick@csus.edu
 
176-27 The Relationship Between Customer-Service Training and Unit Performance
Using time-lagged data from business units of a retail firm, this study found that customer loyalty and unit-efficiency mediate the relationship between service training and unit profitability. Further, employee turnover moderated the relationship between service training and efficiency such that the relationship was stronger for units with higher attrition rates.
Mahesh V. Subramony, Northern Illinois University
S. Douglas Pugh, Virginia Commonwealth University
Submitter: Mahesh Subramony, msubramony@niu.edu
 
176-28 How Charismatic Trainers Inspire Others to Learn Through Positive Affectivity
We focus on how charismatic trainer behaviors influence learning. Participants were presented with online Excel training containing charismatic/noncharismatic narration. Participants who viewed charismatic videos reacted positively to the trainer, which was related to trainee positive affectivity. Positive affectivity was related to recall 1 week later; recall was related to transfer.
Annette Towler, DePaul University
Gamze Arman, DePaul University
Timothy J. Quesnell, DePaul University
Lisa Hoffman, DePaul University
Submitter: Annette Towler, atowler@depaul.edu
 
176-29 The Role of Proactivity in Training Transfer
An overlooked aspect in the transfer of training is that much of transfer behavior is unsolicited. Training transfer is much more than reactive transfer in response to situational cues. Investigating it as a form of proactive behavior offers new insights into how the “transfer problem” is researched and managed.
Ramon D. Wenzel, University of Western Australia
John Cordery, University of Western Australia
Submitter: Ramon Wenzel, ramon.wenzel@gmail.com
 
177. Roundtable Discussion/Conversation Hour: 2:00 PM–2:50 PM Elizabeth G
 
Best Practices for Terminal Master’s Degree Programs in I-O Psychology
SIOP lists areas of competence MA students should have upon graduation, but it is less clear how to structure terminal MA programs to accomplish these goals. The purpose of this roundtable is to start conversation about how terminal MA programs should be organized to prepare students for professional careers.
Cary M. Lichtman, Wayne State University, Host
Patrick M. McCarthy, Middle Tennessee State University, Host
Daniel Sachau, Minnesota State University-Mankato, Host
Amy Nicole Salvaggio, University of New Haven, Host
Submitter: Amy Salvaggio, asalvaggio@newhaven.edu
 
178. Panel Discussion: 2:00 PM–2:50 PM Elizabeth H
 
HR Analytics: A New Approach to Influencing Organizations Through Data
“HR analytics” represents new ways for I-O psychologists to work within organizations. These teams are multidisciplinary, using data to solve an array of HR and business problems. In this panel, I-O psychologists from analytics teams will talk about the advantages and disadvantages of this unique way of organizing analytical talent.
Brian Welle, Google, Chair
Allen M. Kamin, GE, Panelist
Brandon G. Roberts, Qualcomm Inc., Panelist
Christopher J. Collins, Cornell University, Panelist
Submitter: Brian Welle, welle@google.com
 
179. Special Events: 2:00 PM–2:50 PM Ford AB
 
Distinguished Teaching Contributions Award: Teaching statistics: Pumpkins, Jelly Donuts, and Student Engagement
Most students have a hard time with stats. They find the topic difficult yet boring. Because of the difficulty, they need to be engaged. Because of the boredom, they aren’t. The purpose of this talk is to share some strategies for increasing student engagement.
Eden B. King, George Mason University, Host
Jose M. Cortina, George Mason University, Presenter
Submitter: Jose Cortina, jcortina@gmu.edu
 
180. Special Events: 2:00 PM–2:50 PM Gregory AB
 
Practitioners—We Need Your Ideas! Help Revise Practitioner Award Criteria
Criteria for 2 of SIOP’s most prestigious awards, the Early Career Practice and the Professional Contributions Awards, have been criticized as inadequate for evaluating practitioner contributions. The criteria, patterned after their scientific awards counterparts, are not entirely appropriate for understanding and evaluating practitioner contributions. Help us remedy this situation.
Leaetta M. Hough, The Dunnette Group, Ltd., Host
Submitter: Leaetta Hough, Leaetta@msn.com
 
181. Interactive Posters: 3:30 PM–4:20 PM America’s Cup AB
 
Getting the Job: Applicants’ Preemployment Experiences
Megan Leasher, Macy’s Inc., Facilitator
 
181-1 Job Seekers’ Regulatory Focus and Their P–O Fit Perceptions
Traditionally, person–organization (P–O) fit perceptions are assumed to reflect a person’s overall value fit with an organization. However, this study shows that in the approach context of job search, personal attractive values have more weight in P–O perceptions than personal aversive values. In addition, a person’s regulatory focus affects the weighing of values.
Marije E. E. De Goede, University of Amsterdam
Annelies E. M. Van Vianen, University of Amsterdam
Ute-Christine Klehe, Justus Liebig Universität Gießen
Submitter: Marije de Goede, M.E.E.deGoede@uva.nl
 
181-2 Effects of Word-of-Mouth Valence, Medium, and Source on Organizational Attraction
This study examined the effects of word-of-mouth valence, medium, and source on company attractiveness and job-pursuit intentions. Results showed that there was a significant interaction between valence and medium, such that the effect of valence was stronger when the message used a text instead of a video format.
Leann E. Caudill, Xavier University
Dalia L. Diab, Xavier University
Submitter: Dalia Diab, diabd@xavier.edu
 
181-3 Reactions to Using Social Networking Web Sites in Preemployment Screening
This study examines how people react to employers’ use of social networking Web sites in preemployment screening implemented both consistently across applicants and inconsistently for some applicants but not others. The influence of personality on reactions to these screening practices was also investigated.
Jack W. Stoughton, North Carolina State University
Lori Foster Thompson, North Carolina State University
Adam W. Meade, North Carolina State University
Mark A. Wilson, NC State University
Submitter: Jack Stoughton, will.stoughton@gmail.com
 
181-4 Interviewers’ Perceptions of Nonverbal, Honest, and Deceptive Impression Management
Research suggests that applicants use impression management (IM) in interviews. Yet little research has examined interviewers’ perceptions of applicant IM. Results from a study with 107 mock job interviews conducted by interviewers–practitioners showed that interviewers’ perceptions of applicant IM influenced interview ratings but did not converge with applicants’ self-reports of IM.
Julia Levashina, Kent State University
Nicolas Roulin, University of Lausanne
Michael A. Campion, Purdue University
Submitter: Julia Levashina, jlevashi@kent.edu
 
182. Symposium/Forum: 3:30 PM–5:20 PM America’s Cup CD
 
Overqualification Across Cultures: Applicability of Established and New Models
Despite the prevalence of overqualification around the world, surprisingly, cross-cultural research in this domain has been rare. This symposium attempts to bridge this gap by examining the generalizability of some well-established findings and underresearched topics in the overqualification domain across American, European, Middle Eastern, and Asian cultures.
Aleksandra Luksyte, University of Western Australia, Chair
Douglas C. Maynard, SUNY New Paltz, Daniel Feldman, University of Georgia, Overqualification and Its Outcomes: A Meta-Analysis
Chiahuei Wu, University of Western Australia, Sharon K. Parker, University of Western Australia, When Is Perceived Overqualification Detrimental to Job Attitude?
Ana Hernandez Baeza, University of Valencia, Michael R. Bashshur, Singapore Management University, Vicente González-Romá, Universitat de València, Jose M. Peiró, University of Valencia, Putting the Effects of Overqualification in Perspective
Aleksandra Luksyte, University of Western Australia, Cristina Rubino, California State University, Northridge, Zhuxi Wang, University of Houston, Christiane Spitzmueller, University of Frankfurt/University of Houston, A Cross-Cultural Comparison of Personal and Situational Antecedents of Overqualification
Thu G. Hoang, Portland State University, Donald M. Truxillo, Portland State University, Berrin Erdogan, Portland State University, Talya N. Bauer, Portland State University, Cross-Cultural Examination of Overqualified Applicant Reactions to Selection Methods
Frances M. McKee-Ryan, University of Nevada, Reno, Discussant
Submitter: Aleksandra Luksyte, alex.luksyte@uwa.edu.au
 
183. Panel Discussion: 3:30 PM–4:50 PM Annie AB
 
Affirmative Action in the New Millennium: Perspectives, Advancements, and Limitations
Affirmative action faces new challenges and interpretations in the new millennium. Following a series of court decisions that have served to dilute its impact on diversity and inclusion, particularly in higher education, it remains to be seen what the role of affirmative action will be in the new century.
Eugene F. Stone-Romero, University of Texas at San Antonio, Chair
Terry A Nelson, University of Memphis, Co-Chair
Gwendolyn M. Combs, University of Nebraska, Panelist
Dianna L. Stone, University of Texas at San Antonio, Panelist
Submitter: Terry Nelson, tnelson4@memphis.edu
 
184. Special Events: 3:30 PM–5:20 PM Betsy BC
 
Science Advocacy: An Update and Training Session
This session has a dual purpose. The first is to provide a brief update of activities related to SIOP’s advocacy efforts. The second is to provide SIOP members with science advocacy training. Heather Kelly from the APA Government Relations Office will lead an advocacy training workshop open to all members.
Tammy D. Allen, University of South Florida, Presenter
Heather Kelly, American Psychological Association, Presenter
Deirdre J. Knapp, HumRRO, Presenter
Steve W. J. Kozlowski, Michigan State University, Presenter
Frederick L. Oswald, Rice University, Presenter
Submitter: Tammy Allen, tallen@mail.usf.edu
 
185. Special Events: 3:30 PM–5:20 PM Delmar AB
 
Current Professional Practices to Assess and Grow Organizational Talent
Three recent volumes in SIOP’s Professional Practices Series are “must reads” for people working in talent management. They cover the latest, best data-based practices to select and develop critical talent. The volumes’ editors will discuss their aims, key learnings, and how to get the most value from the books.
Allen I. Kraut, Baruch College, CUNY/Kraut Associates, Chair
Seymour Adler, Aon Hewitt, Presenter
Allan H. Church, PepsiCo, Presenter
John C. Scott, APTMetrics, Inc., Presenter
Rob F. Silzer, HR Assess & Develop/Baruch College, CUNY, Presenter
Douglas H. Reynolds, Development Dimensions International, Presenter
Nancy T. Tippins, Valtera Corporation, Presenter
Janine Waclawski, Pepsi Beverages, Presenter
Submitter: Allen Kraut, allenkraut@aol.com
 
186. Posters: 3:30 PM–4:20 PM Douglas Pavilion BCD
 
Personality
 
186-1 Team-Level Personality and its Relationship With Team Processes
Little research examines the relationship between personality and team processes. This study examined this relationship using canonical correlation analyses. The goal of this research was to determine whether the relationship with team processes was driven by broad (e.g., Extraversion) or facet (e.g., assertiveness) traits.
Christopher K. Adair, DePaul University
Gamze Arman, DePaul University
Timothy J. Quesnell, DePaul University
Brian J. Marentette, DePaul University
David Fisher, DePaul University
Kristin E. Mann, DePaul University
Suzanne T. Bell, DePaul University
Submitter: Christopher Adair, ckadair@gmail.com
 
186-2 Team Goal Orientation: Conceptualization and Operationalization
Two different operationalizations of team goal orientations are compared. By examining these 2 operationalizations’ relationships with team processes, it was found that they were not synonymous. An emergent operationalization of team GO had stronger relationships with the team processes than the aggregation of individual team members’ goal orientation.
Cari L. Rottman, University of Missouri-St. Louis
Stephanie M. Merritt, University of Missouri-St. Louis
Submitter: Cari Rottman, cari.rottman@gmail.com
 
186-3 Personality and Performance in Demographically Diverse Work Environments
The study of work team diversity effects on performance has produced inconsistent results, suggesting both facilitative and inhibitive influences. This study examines personality differences (introversion/extroversion) as a moderating factor and tests an arousal-based explanation. Results support the importance of personality but not the role of arousal.
Daniel Cashmore, California State University, San Bernardino
Mark D. Agars, California State University, San Bernardino
Jacqueline McConnaughy, California State University, San Bernardino
Submitter: Mark Agars, Magars@csusb.edu
 
186-4 Predicting Supervisor Ratings: The Effects of Gender, Age, and Personality
This study examined predictions of leadership capability. Women under predicted their supervisors’ ratings compared to men. However, women self-rated and were rated by supervisors similar to men. Age and Conscientiousness of women had a positive relationship with predicted ratings; Neuroticism had a negative relationship for men and women.
Rachel Sturm, University of Houston
Scott N. Taylor, University of New Mexico
Leanne Atwater, University of Houston
Submitter: Scott Taylor, sntaylor@unm.edu
 
186-5 Individuals in Mind, Mates by Heart
It has been suggested that individualism‒collectivism denotes a multidimensional continuum, comprising people’s self-construal, values, and beliefs (Brewer & Chen, 2007). This study with 58 triads showed that groups with collectivistic values generated more ideas. Furthermore, ideas were more original when group members combined collectivistic value orientation with individualistic self-construal.
Myriam N. Bechtoldt, Goethe-University
Hoon-Seok Choi, Sungkyunkwan University
Bernard A. Nijstad, University of Groningen
Submitter: Myriam Bechtoldt, bechtoldt@psych.uni-frankfurt.de
 
186-6 The Disruptive Effects of Psychopathy and Aggression on Group Effectiveness
This research examined the influence of implicit and explicit personality on group effectiveness in 2 problem-solving tasks. Results suggest groups characterized by psychopathy and implicit aggression tended to have more dysfunctional interactions, whereas the relationships between group personality, perceptions, and performance were mediated by negative socioemotional behaviors and/or task participation.
Michael Baysinger, Kronos
James M. LeBreton, Purdue University
Submitter: Michael Baysinger, michael.baysinger@kronos.com
 
186-7 Measuring Approach–Avoidance Motivation: Expanding Dimensionality and the Implied Outcomes Problem
This study examined the full representation and measurement of self-reported approach–avoidance motivation. Using items with clear specification of reward/ punishment context within the proposed 4-dimensional model improved the psychometric properties of approach-avoidance scales while meaningfully expanding the construct space. Furthermore, contamination by implied outcomes did not appear to invalidate approach–avoidance scales.
Mark D. Scott, Virginia Tech
Neil M. A. Hauenstein, Virginia Tech
Patrick T. Coyle, Virginia Tech
Submitter: Patrick Coyle, coylep23@vt.edu
 
186-8 Validity of Empirically Keyed Personality Scales Using Applicant Data
Past studies have shown that option-level empirical keying can increase the validity of personality measures and decrease faking. However, past studies used concurrent incumbent data, which may not generalize to applicant populations. Using applicant data, empirical keying was found to increase the validity of personality scale scores over rational keying.
Jeffrey M. Cucina, U.S. Customs and Border Protection
Megan N. Shaw, U.S. Customs and Border Protection
Chihwei Su, U.S. Customs and Border Protection
Henry H. Busciglio, U.S. Customs and Border Protection
Arwen Hunter DeCostanza, U.S. Army Research Institute
Nicholas R. Martin, Office of Personnel Management
Nicholas L. Vasilopoulos, National Security Agency
Submitter: Jeffrey Cucina, jcucina@gmail.com
 
186-9 (When) Does Negative Affectivity Matter for Supervisor Ratings of Stressors?
We investigated whether supervisor reports are similarly affected by negative affectivity as has been found for self-reports and whether stressor observability is a boundary condition as the rating inaccuracy literature suggests. Supporting evidence was found among 260 incumbent‒supervisor dyads. This has major implications for measuring occupational stress.
Maike E. Debus, University of Zurich
Cornelius J. König, Universität des Saarlandes
Elena Pintarelli, University of Zurich
Natascha Schueepp, University of Zurich
Martin Kleinmann, University of Zurich
Submitter: Maike Debus, m.debus@psychologie.uzh.ch
 
186-10 Moderated Meta-Analysis of the Conditional Reasoning Test for Aggression
The Conditional Reasoning Test for Aggression (CRT-A) has been used in a number of studies. These studies vary in quality, methodology, and criterion measures. This project aims to examine the average validity of the CRT-A across different types of criteria. A number of methodological and quality-oriented moderators are also examined.
Lawrence R. James, Georgia Institute of Technology
Justin A. DeSimone, Georgia Institute of Technology
Hye Joo Lee, Georgia Institute of Technology
Submitter: Justin DeSimone, gth858s@mail.gatech.edu
 
186-11 Predicting Integrity Behavior With the Implicit Association Test
Predictive validity of explicit and implicit (IAT) measures of constructs related to workplace integrity was studied in a situation that tempted subjects to break rules and tell lies. Relationships among study variables partially replicate previous work and suggest the implicit measures have incremental validity when used with explicit measures.
Donald L. Fischer, Missouri State University
Phillip S. Thompson, Missouri State University
Brandon Turner, The Ohio State University
Submitter: Donald Fischer, donaldfischer@missouristate.edu
 
186-12 Personal Statements as Big Five Trait Indicators in University Admissions
Applicant personal statements were systematically evaluated on Big 5 traits known to influence academic success. Performance and retention of enrolled applicants was assessed from university records 3 years after admission. Conscientiousness ratings based solely on personal statements showed incremental validity in predicting retention beyond past performance and cognitive ability alone.
Laura G. Barron, U.S. Air Force
Jacquelyn E. Kwaterski, University of Wisconsin-Stout
Andrew W. Geissler, University of Wisconsin-Stout
Pamela Holsinger-Fuchs, University of Wisconsin-Stout
Submitter: Andrew Geissler, geisslera1105@uwstout.edu
 
186-13 Assessment of Personality Through Behavior in Assessment Center Exercises
This study developed and empirically tested a new assessment inventory for coding observations of behavior directly relevant to personality traits for use in work simulations. The study provides initial evidence of construct validity and discusses implications of incorporating behavioral observations into research on personality and work behaviors.
Christopher R. Honts, Central Michigan University
Andrew B. Speer, Central Michigan University
Neil D. Christiansen, Central Michigan University
Submitter: Christopher Honts, honts1cr@cmich.edu
 
186-14 A Psychometric Analysis of the Romanian NEO PI-R
Using data from 7 samples and more than 2,600 participants, the construct validity, test–retest reliability, factor structure, self–other agreement, and correlations with academic and managerial job performance of the Romanian version of the NEO PI-R. were examined. The results suggest that the Romanian NEO PI-R. has sound psychometric properties.
Alexandra Ilie, University of South Florida
Dan Ispas, Illinois State University
Dragos G. Iliescu, Babes-Bolyai University
Kevin L. Askew, University of South Florida
Joshua T. Rohlfs, Illinois State University
Kelly L. Whalen, Illinois State University
Submitter: Alexandra Ilie, alexandra.v.ilie@gmail.com
 
186-15 Telling Stories: Validating an Implicit Measure of Psychological Capital
This study develops an implicit measure of psychological capital (I-PCQ), performs the initial scale validation, examines the scale’s structure and vulnerability to response distortion, and assesses its usefulness in predicting attitudes and behaviors vis-à-vis the widely used self-report measures of psychological capital and Big 5 personality facets.
Dina Krasikova, University of Nebraska-Lincoln
Peter D. Harms, University of Nebraska-Lincoln
Fred Luthans, University of Nebraska-Lincoln
Submitter: Dina Krasikova, dkrasikova2@unl.edu
 
186-16 Personality and Stress Reactions as Predictors of Pilot Trainee Performance
This study sought to determine personality’s role in flying performance. Positive personality characteristics negatively predicted performance (experience was controlled): The opposite direction was expected. Higher positive personality states predicted lower performance, suggesting higher positive views led to overconfidence. Novice pilots with stronger positive views either overestimate ability or underestimate difficulty.
LaToya Malone, U.S. Air Force
Ronald G. Downey, Kansas State University
Submitter: LaToya Malone, LaToya.Malone@wpafb.af.mil
 
186-17 Personality in Perceived Gay and Lesbian Applicants
We examined individuals’ perceptions of personality in gay and lesbian applicants. We hypothesized that individuals would prescribe gender-atypical traits to these applicants. Each participant evaluated a resumé that potentially contained cues reflecting a homosexual sexual orientation and evaluated the personality of the applicant.
Megan B. Morris, Wright State University
Gary N. Burns, Wright State University
Submitter: Megan Morris, morris.156@wright.edu
 
186-18 Core Self-Evaluations and Human Capital Development: A Moderated Mediation Model
Data collected over a 1-year period showed that the relationship between core self-evaluation (CSE) and human capital development behavior was mediated by idiosyncratic employment deals. In addition, among employees who had high CSE, those who engaged in doing favors for their supervisors were more likely to receive idiosyncratic deals.
Thomas Ng, University of Hong Kong
Daniel Feldman, University of Georgia
Frederick H. K. Yim, Hong Kong Baptist University
Submitter: Thomas Ng, tng@business.hku.hk
 
186-19 Investigating Context Specificity, Self-Schema Characteristics, and Personality Test Validity
Research indicates providing a specific context in personality measures (e.g., “at school”) improves predictive validity. This study examined this in more detail, investigating several outcomes and the moderating role of self-concept clarity and self-concept differentiation. Results supported the benefits of context-specific tests and indicated potential influences of differentiation and clarity.
Marne H. Pomerance, Florida Institute of Technology
Patrick D. Converse, Florida Institute of Technology
Submitter: Marne Pomerance, mpomerance2009@my.fit.edu
 
186-20 Using Personality to Predict Graduate Student Performance: A Meta-Analysis
A meta-analysis was conducted to determine what personality traits are predictive of key measures of graduate student performance. Results indicate that emotionally stable, hard working and ambitious, independent, self-accepting, and slightly extraverted students appear to be, on average, more successful than their peers. Implications for selection are discussed.
Jana Rigdon, University of Minnesota
Nathan R. Kuncel, University of Minnesota
Submitter: Jana Rigdon, rigdo003@umn.edu
 
186-21 The Practical Impact of Personality Trait Interactions in Selection
Researchers have suggested that practitioners include personality trait interactions in personnel selection. We attempted to replicate trait interactions across 15 samples and examined whether the inclusion of interaction terms impacted top-down selection outcomes. Interactions were replicated at a low frequency and generally did not influence top-down selection outcomes.
Lauren N. Robertson, University of Tulsa
Bradley J. Brummel, University of Tulsa
Submitter: Lauren Robertson, lnicolerob@gmail.com
 
186-22 The Impact of Perceived Work Relevance on Personality Measurement
This research examines the effects of a personality item’s perceived work relevance on scale measurement properties when taken under a work frame of reference. Results indicate that item discrimination is related to its perceived work relevance and degree of context specificity, and a possible interaction between these characteristics.
Stephanie N. Seiler, FurstPerson
Submitter: Stephanie Seiler, stephanie.n.seiler@gmail.com
 
186-23 Linking Personality to Performance Requirements Using Holland’s Hexagonal Model
We suggest that Holland’s (1997) theory of vocational interest can be used in order to link personality and performance requirements. Results from a validity study confirmed that the personality trait curiosity only predicted corresponding (i.e., investigative) indicators of both supervisory rating of job performance as well as training performance indicators.
Maik Spengler, HR Diagnostics
Patrick Mussel, Julius Maximilians University Würzburg
Submitter: Maik Spengler, maik.spengler@posteo.de
 
186-24 The Next Step: How Do People Fake?
This study tested how applicants fake in a realistic scenario and whether a verbal protocol technique can be used to measure the process of faking. The study found severe limitations in the verbal protocol method used in a motivated applicant setting. Data supported the use of a retrospective debrief.
Benjamin A. Tryba, Florida Institute of Technology
Richard L. Griffith, Florida Institute of Technology
Submitter: Benjamin Tryba, btryba2009@my.fit.edu
 
186-25 Stable or Not: Investigating Goal Orientation Measurement Over Time
Goal orientation (GO) is often researched, and its stability over time has been questioned. Using trait-state-occasion modeling, this study explores whether GO is a stable trait or contextually influenced state. Models provided good-to-adequate fit for all GO dimensions. Results indicate GO variance over time is attributable to trait, state, and interaction influences.
Stephen Ward, SWA Consulting Inc
Sarah C. Bienkowski, SWA Consulting, Inc.
Gwendolyn M. Good, SWA Consulting, Inc.
Submitter: Stephen Ward, sward@swa-consulting.com
 
186-26 Illuminating the Road to Career Success
In an attempt to clarify the road to success, this longitudinal study examined the associations between Big 5 personality traits, enterprising career interests, and objective career outcomes (income and managerial level) in a diverse sample of 192 college alumni over a time interval of 15 years.
Bart Wille, Ghent University
Filip De Fruyt, Ghent University
Submitter: Bart Wille, bart.wille@ugent.be
 
187. Special Events: 3:30 PM–4:20 PM Edward AB
 
Distinguished Early Career Contributions Award (Science): Giving I-O Psychology Away: Reclaiming Employees, Not Leaders, as Stakeholders
I-Os typically study how leaders can create more favorable contexts, but they also have a responsibility and opportunity to understand how employees navigate and change unfavorable contexts. The future of I-O psychology requires a renewed focus on the proactive behavioral skills and strategies that promote individual and collective success and well-being.
David A. Hofmann, University of North Carolina at Chapel Hill, Host
Adam Grant, University of Pennsylvania, Presenter
Submitter: Adam Grant, grantad@wharton.upenn.edu
 
188. Symposium/Forum: 3:30 PM–4:20 PM Edward CD
 
Challenges in Optimizing Situational Judgment Tests Across Organizational Contexts
Situational judgment tests (SJTs) are by their nature context specific. This series of papers examines various approaches to optimizing scoring within particular organizational contexts and evaluates the impact of a range of contextual factors, including language of administration, job groups evaluated, organizational level, and applicant populations.
Victor Jockin, PSI, Chair
Eugene Burke, SHL Group Ltd., Carly Vaughan, SHL Group Ltd., SJTs Go Global—So What Do We Do Now?
Phillip M. Mangos, Kronos, Ryan P. Robinson, Kronos, Recovering Ability and Nonability Components Underlying Situational Judgment
Victor Jockin, PSI Services, LLC, Joseph D. Abraham, PSI Services, LLC, An Evaluation of Alternative Scoring Methods for a Managerial SJT
Sarah Yates Glass, Assess Systems (Bigby Havis), Situational Judgment and Applicant Work Experience
Submitter: Victor Jockin, tjockin@hotmail.com
 
189. Symposium/Forum: 3:30 PM–4:50 PM Elizabeth A
 
Practical IRT: Applications in Real-World Situations
Many I-O practitioners believe item response theory (IRT) is impractical for development and use of assessments in the real world. This symposium examines the implications of applying IRT under less than ideal circumstances, including examples of success stories. The session is intended for practitioners with textbook-level knowledge of IRT.
Cheryl J. Paullin, HumRRO, Chair
R. Gene Hoffman, HumRRO, Estimating Item Parameters With Small Response Samples
Adam Beatty, University of Minnesota, D. Matthew Trippe, HumRRO, Teresa L. Russell, HumRRO, A Hybrid Approach to Developing Parallel Test Forms
Robert E. Gibby, Procter & Gamble, A. Silke McCance, Proctor & Gamble, Rodney A. McCloy, HumRRO, D. Matthew Trippe, HumRRO, Alexander R. Schwall, Development Dimensions International, Using IRT to Manage Real-World Challenges for Adaptive Tests
Amanda J. Koch, University of Minnesota, Rodney A. McCloy, HumRRO, D. Matthew Trippe, HumRRO, Cheryl J. Paullin, HumRRO, “Hello, Dolly!”: Parameter Variation in Cloned Ability Items
Paul J. Hanges, University of Maryland, Discussant
Submitter: Cheryl Paullin, cpaullin@humrro.org
 
190. Panel Discussion: 3:30 PM–4:50 PM Elizabeth B
 
Leaders Building Leaders: How Senior Leaders Develop Their Protégés
Research indicates that managers play a critical role in helping the high potentials who report to them grow their leadership capability. In this panel discussion, practitioners representing 4 organizations known for leadership development will share what they have learned about how the best senior leaders develop their protégés.
Morgan W. McCall, University of Southern California, Co-Chair
Jeffrey J. McHenry, Rainier Leadership Solutions, Co-Chair
Karen B. Paul, 3M, Panelist
Susan Dumond, Disney ABC Television Group, Panelist
Matt Barney, Infosys Leadership Institute, Panelist
Laura Mattimore, Procter & Gamble, Panelist
Submitter: Jeffrey McHenry, jeff.mchenry@rainierleadership.com
 
191. Special Events: 3:30 PM–4:50 PM Elizabeth C
 
Managing the Aging Workforce: Challenges and Opportunities
Industrialized nations are facing both opportunities and challenges due to delayed retirements and the aging workforce. This special session, based on an international meeting of researchers this past fall, brings together top experts on the aging workforce to provide insights and recommendations for keeping workers healthy, engaged, and productive.
Donald M. Truxillo, Portland State University, Co-Chair
Franco Fraccaroli, University of Trento, Co-Chair
Annet de Lange, Radboud University Nijmegen, Presenter
Lisa Finkelstein, Northern Illinois University, Presenter
Ruth Kanfer, Georgia Institute of Technology, Presenter
Jose M. Peiró, University of Valencia, Presenter
Mo Wang, University of Florida, Presenter
Submitter: Donald Truxillo, truxillod@pdx.edu
 
192. Symposium/Forum: 3:30 PM–4:20 PM Elizabeth F
 
Roadblocks to Decreasing Discrimination
This session focuses on perceptions of discrimination and diversity. The effects of workplace diversity on job satisfaction and hiring/decision making are explored. Further, this session will examine how individual differences (i.e., social dominance orientation) influence reactions to discrimination claimants and strategies stereotyped-group members can utilize to combat workplace bias.
Jenessa R. Shapiro, University of California, Los Angeles, Chair
Amy M. Williams, University of California, Los Angeles,
Co-Chair
Ines Jurcevic, University of California, Los Angeles, Co-Chair
Miguel M. Unzueta, University of California, Los Angeles, Benjamin A. Everly, University of California, Los Angeles, Angélica S. Gutiérrez, University of California, Los Angeles, SDO Predicts Differential Reactions to Black and White Discrimination Claimants
Ines Jurcevic, University of California, Los Angeles, Jenessa R. Shapiro, University of California, Los Angeles, Miguel M. Unzueta, University of California, Los Angeles, Sophie Trawalter, University of Virginia, Whites Use of Racial Minorities’ Negative Evaluations to Justify Bias
Eden B. King, George Mason University, Jeremy F. Dawson, University of Sheffield, Jaclyn Jenson, George Washington University, Kristen Jones, George Mason University, Relational Demography Is Relative: Demographic Representativeness and Job Attitudes
Amy M. Williams, University of California, Los Angeles, Jenessa R. Shapiro, University of California, Los Angeles, Strategies for Reducing Gender Discrimination in Workplace Negotiations
Submitter: Amy Williams, socalpsyence@gmail.com
 
193. Symposium/Forum: 3:30 PM–5:20 PM Elizabeth H
 
Focused Organizational Climates: New Directions and New Possibilities
Research on organizational climates that are specifically targeted towards a criterion of interest, or focused climates, has drastically increased in the last decade. This symposium brings together researchers across a variety of areas to highlight the new and interesting ways they are applying the organizational climate construct in their work.
Mark G. Ehrhart, San Diego State University, Chair
S. Douglas Pugh, Virginia Commonwealth University, Sven Kepes, Virginia Commonwealth University, Joerg Dietz, University of Lausanne, Jack W. Wiley, Kenexa Research Institute, Service Climate Strength: Antecedents and Moderating Effects
Le Zhou, University of Florida, Mo Wang, University of Florida, Songqi Liu, Pennsylvania State University, Xiang Yao, Peking University, Team Employee Development Climate and Team Effectiveness: Testing Mediators
Maribeth L. Kuenzi, Southern Methodist University, The Relationship Between Process and Strategic Organizational Climates
Lisa H. Nishii, Cornell University, Hannes Leroy, Catholic University of Leuven, Tony Simons, Cornell University, Espoused Versus Enacted Climate: A Behavioral Integrity Lens
Gregory A. Aarons, University of California, San Diego, Mark G. Ehrhart, San Diego State University, Lauren R. Dlugosz, University of California, San Diego, Maximizing a Strategic Climate for the Implementation of Evidence-Based Practice
Benjamin Schneider, Valtera, Discussant
Submitter: Mark Ehrhart, mehrhart@sunstroke.sdsu.edu
 
194. Symposium/Forum: 3:30 PM–4:50 PM Emma AB
 
Assessing and Advancing Environmental Sustainability
This symposium brings together research that furthers knowledge of the underpinnings of environmental sustainability variables. Measurement issues and nomological network are examined using unique analytical approaches and new, large scale, independent datasets. Variables associated with conservation and eco-innovation are featured. Takeaways for both researchers and practitioners will be provided.
Deniz S. Ones, University of Minnesota, Chair
Stephan Dilchert, Baruch College, CUNY, Eco-Innovation at Work
A. Silke McCance, Proctor & Gamble, Andrew Biga, Procter & Gamble, Robert E. Gibby, Procter & Gamble, Adam Massman, Procter & Gamble, Relationship Between Employee Engagement and Environmentally Responsible Work Behaviors
Brenton M. Wiernik, University of Minnesota, Measuring National Sustainability: Making Sense of a Multidimensional Construct
Deniz S. Ones, University of Minnesota, Extending the Nomological Network of Employee Green Behaviors
Submitter: Deniz Ones, Deniz.S.Ones-1@tc.umn.edu
 
195. Community of Interest: 3:30 PM–4:50 PM Emma C
 
Employment Branding
Edward P. Zuber, Human Brandsources, Host
Leo F. Brajkovich, Kenexa, Host
Trevor G. Byrd, Morehead Associates, Coordinator
 
196. Panel Discussion: 3:30 PM–4:20 PM Ford AB
 
Talent Management Adoption: It Only Works if They Use It
The validity of talent management methods is meaningless if companies cannot get managers and employees to value and use them. Talent management leaders from several multinational organizations discuss successes, challenges and strategies to getting managers and employees to adopt more rigorous, scientifically based processes to manage and improve workforce performance.
Allen M. Kamin, GE, Chair
Steven T. Hunt, SuccessFactors, Panelist
Richard T. Cober, Marriott International, Panelist
David L. Van Rooy, Wal-Mart Stores, Panelist
John P. Hausknecht, Cornell University, Panelist
Submitter: Steven Hunt, shunt@successfactors.com
 
197. Panel Discussion: 3:30 PM–4:50 PM Gregory AB
 
Alternate Methodologies for Assessing Culture Fit in the Applied Realm
The use of culture fit assessments in the applied realm has increased exponentially over the years. This panel brings together both internal and external consultants to discuss what methodologies are best for assessing fit, as well as to determine when and why some methodologies may be more useful over others.
Laurie E. Wasko, Select International, Chair
Tiffany M. Greene-Shortridge, Kenexa, Panelist
Jennifer M. Hurd, Federal Bureau of Investigation, Panelist
Nila Sinha, Assess Systems, Panelist
Andrew L. Solomonson, SHLPreVisor, Panelist
Kevin B. Tamanini, Development Dimensions International, Panelist
Submitter: Laurie Wasko, lwasko@selectintl.com
 
198. Panel Discussion: 3:30 PM–4:50 PM Madeline AB
 
The Practice of Competency Modeling in China: Current and Future
Companies in China are increasingly adopting competency modeling. The purpose of this session is to provide the overview of the practice of competency modeling in China and discuss its application in the future. Topics to be discussed include construction, revision, structure, application, and challenges of competency modeling in HRM.
Guangrong Dai, Lominger International, Chair
Kaiguang Liang, C&D. Management Consulting Co., Panelist
James Jian-Min Sun, Renmin University, Panelist
Ying Liu, Renmin University, Panelist
Wei Wang, American Society for Training and Development, Panelist
Submitter: Guangrong Dai, daigr@yahoo.com
 
199. Symposium/Forum: 3:30 PM–4:50 PM Madeline CD
 
Building a Science of Learner Control in Training: Current Perspectives
Great strides have been made in understanding and clarifying the construct of learner control in training. This symposium brings together recent empirical and theoretical work intended to further the state of learner control research, offering practical and theoretical implications for trainers, learners, and training researchers.
Tara S. Behrend, George Washington University, Chair
Richard N. Landers, Old Dominion University, Chair
Rachel C. Callan, Old Dominion University, Richard N. Landers, Old Dominion University, Effects Of Experience And Learner Control On Time And Learning
Michael N. Karim, George Washington University, Tara S. Behrend, George Washington University, Imran Saqib, Institute of Business Administration, A Multidimensional Framework of Learner Control
Adam Kanar, Cornell University, Trainees’ Decisions During Learner-Controlled Training: A Choice Goals Perspective
Richard N. Landers, Old Dominion University, Craig M. Reddock, Old Dominion University, Thivia Mogan, Old Dominion University, Learner Control: Update and Extension of Kraiger and Jerden (2007)
Kurt Kraiger, Colorado State University, Discussant
Submitter: Tara Behrend, behrend@gwu.edu
 
200. Symposium/Forum: 3:30 PM–4:50 PM Mohsen AB
 
Making Meetings Work: Advancing the Science–Practice of Work Meetings
Research on work meetings illustrates the importance of meetings in organizations. The papers examine how managers utilize meetings, the occurrence and consequences of meeting lateness, and the impact of managers’ behaviors on employees’ experiences in meetings. The papers also provide practical advice for managers on ways to improve meeting effectiveness.
Joseph A. Allen, Creighton University, Chair
Steven G. Rogelberg, University of North Carolina at Charlotte, Cliff Scott, University of North Carolina at Charlotte, Brett Agypt, University of North Carolina at Charlotte, Jason Williams, Central Michigan University, John Kello, Davidson College, Tracy C. McCausland, George Mason University, Lateness to Meetings: Examination of an Unexplored Temporal Phenomenon
Isabelle Odermatt, University of Zurich, Cornelius J. König, Universität des Saarlandes, Institute, Martin Kleinmann, University of Zurich, Romana Nussbaumer, University of Zurich, Amanda Rosenbaum, University of Zurich, Meeting Leaders’ Impact on Meeting Processes and Satisfaction
Joseph A. Allen, Creighton University, Steven G. Rogelberg, University of North Carolina at Charlotte, Workplace Meetings as a Venue for Promoting Employee Engagement
Nale K. Lehmann-Willenbrock, TU Braunschweig, Simone Kauffeld, TU Braunschweig, Effects of Socioemotional Communication in Team Meetings
Sabine Sonnentag, University of Mannheim-Germany, Discussant
Rob Schmeider, Microsoft, Discussant
Submitter: Joseph Allen, josephallen1@creighton.edu
 
201. Interactive Posters: 4:30 PM–5:20 PM America’s Cup AB
 
Not Too Late for Traits: Personality at Work
Robert Tett, University of Tulsa, Facilitator
 
201-1 Perceived Self-Collective Efficacy Gap and Employee Affectivity
This study tried to analyze the effect of individual’s perception of self- and other’s efficacy gap on individual’s affectivity toward others based on social comparison framework. Also addressed was Neuroticism as a potential moderator that can adjust the influence of efficacy gap.
Hye Sook Chung, Seoul National University
Jin Nam Choi, Seoul National University
Submitter: Hye Sook Chung, jhsnix@nate.com
 
201-2 An Agent Based Model of Expectation States Theory, With Personality
Status structures in task-oriented groups do not always place the most competent members as the most powerful. This paper presents an agent-based model of expectation states theory, relating the development of status structures within task-oriented groups to status characteristics unrelated to the task, task competencies, and personality traits.
Kathleen G. Perez-Lopez, American Institutes for Research
Submitter: Kathleen Perez-Lopez, kperez-lopez@air.org
 
201-3 Using Personality-Based Clusters to Predict Turnover
This study compared the criterion-related validity of personality predictors of turnover for different personality configurations. Personality configurations were identified via cluster analysis. The results suggest that the efficacy of personality predictors varies depending on a person’s trait configuration. This approach constitutes a viable alternative within whole-person-based selection models.
Gonzalo J. Muñoz, Texas A&M University
Jennifer N. McDonald, Texas A&M University
Winfred Arthur, Texas A&M University
Ryan M. Glaze, Texas A&M University
Submitter: Gonzalo Muñoz, gmunoz@tamu.edu
 
201-4 Personality Traits and Change Agent Effectiveness
Most of the literature on organizational change focuses on the macro level of analysis. This research examines individual-level, or microlevel, variables related to organizational change. Specifically, personality characteristics of effective individual organizational change agents are assessed.
Matthew J. Monnot, PLU
Submitter: Matthew Monnot, monnotmj@plu.edu
 
202. Posters: 4:30 PM–5:20 PM Douglas Pavilion BCD
 
Inclusion/Diversity (e.g., sexual orientation, race, gender)
 
202-1 Examining the Effects of Interpersonal Discrimination on Job Seeking
This study was conducted to better understand the extent to which subtle forms of discrimination influence job seeking among stigmatized ethnic groups. Findings suggest that interpersonal discrimination does affect individuals’ job searching behaviors and also the amount of effort exerted to finding a job.
Abdifatah A. Ali, San Diego State University
Ann Marie Ryan, Michigan State University
Jennifer Wessel, Michigan State University
Submitter: Abdifatah Ali, abdiali04@gmail.com
 
202-2 Gender Microaggressions in the Workplace: Perceptions and Expected Outcomes
This study provides the first empirical investigation of microaggressions against women at work. Findings suggest that women perceive more microaggressions than men, particularly at lower levels of severity, though both genders can detect nuances in microaggression severity and both predict worse outcomes for victims of more egregious discriminatory actions.
Tessa Basford, George Washington University
Lynn R. Offermann, George Washington University
Submitter: Tessa Basford, tbasford@gwmail.gwu.edu
 
202-3 Aversive Racism and African-American Stereotype Reactivity
This study examined how aversive racism and stereotypes are related to bias in selection decisions. Results found that stereotypes played a role in ratings of African-American applicants, particularly for those who were relatively higher in prejudice. Although limited by power, results extend the role of implicit processes in selection decisions.
Joshua D. Bazzy, University of Tennessee-Knoxville
Jeremy A Shelton, Lamar University
Submitter: Joshua Bazzy, jbazzy@utk.edu
 
202-4 Are Temporary Work Agencies More Vulnerable to Ethnic Hiring Discrimination?
A correspondence study investigated hiring discrimination of Arabs and whether recruiter type moderated discriminatory effects. Applicants with Moroccan names suffered considerable discrimination, but affiliation with Arab-cultural groups had no discriminatory effect. Hiring discrimination occurred specifically at temporary work agencies not at personnel departments. Implications are discussed.
Jeroen Decoster, Ghent University
Stephanie Segers, Ghent University
Eva Derous, Ghent University
Submitter: Jeroen Decoster, jeroen.decoster@ugent.be
 
202-5 Screening-Out Arab Applicants: Do Client Contact and Diversity Statements Matter?
Hiring discrimination toward Arab/Moroccans in the Belgian labor market was examined using a correspondence test. Arab/Moroccan applicants suffered considerable hiring discrimination and this did not depend on the applicants’ gender or client contact. Diversity cues/statements on job ads did not reduce hiring discrimination either. Practical and research implications are discussed.
Stephanie Segers, Ghent University
Jeroen Decoster, Ghent University
Eva Derous, Ghent University
Submitter: Eva Derous, eva.derous@ugent.be
 
202-6 Evaluations of Applicants With Disabilities: Which Factors Impact judgments?
This study examined the influence of several factors on evaluations of candidates with disabilities. Results reveal that raters based decisions on relevance of information provided about candidates and level of ambiguity regarding impact of the disability on performance. Relationships between behavioral, implicit, and explicit measures of bias used are discussed.
Susan D’Mello, University of Minnesota
Paul R. Sackett, University of Minnesota
Submitter: Susan D’Mello, susan.dmello86@gmail.com
 
202-7 LGBT-Supportive Organizational Policies and Organizational Attractiveness
This study examined the relationship between attitudes toward LGBT community and organizational attractiveness through the nature of LGBT-supportive policies and practices. Data from 374 undergraduate students showed that the relationship between attitudes toward LGBT community and organizational attractiveness was the strongest under the active LGBT-supportive policies and practices condition.
Soner Dumani, University of South Florida
Evgeniya E. Pavlova, University of South Florida
Zhiqing E. Zhou, University of South Florida
Submitter: Soner Dumani, sdumani@mail.usf.edu

202-8 “An Old Dog Like Me”: Dual-Identity Interventions in Salient Situations
This study tested a dual-identity based recategorization intervention to reduce prejudice against older applicants, in a stereotype-salient situation, and with more ageist individuals. Results indicated that although the intervention works to reduce prejudice where less ageist individuals are concerned, it had the opposite effect with more ageist individuals.
Justin Marcus, University of Central Florida
Barbara A. Fritzsche, University of Central Florida
Submitter: Barbara Fritzsche, bfritzsc@gmail.com
 
202-9 Mixed Signals and Intersections: The Managerial Suitability of Black Women
Black women’s workplace experiences are often discussed in terms of double advantage or double disadvantage. This experiment revealed that organizational demographic composition is a moderator of the relationship between applicant race/gender and management suitability ratings. Thus, simple “advantage versus disadvantage” debates oversimplify what is, undoubtedly, a very complicated issue.
Laticia D. Bowens, University of Central Florida
Barbara A. Fritzsche, University of Central Florida
Justin Marcus, University of Central Florida
Submitter: Barbara Fritzsche, bfritzsc@gmail.com
 
202-10 Tools for Breaking the Ceiling: Leadership Competencies for Women
The discrepant number of female leaders versus those in the workforce suggests a potential void regarding key success factors for women. This paper discusses the development of a female-driven leadership competency model. Survey results point to differing levels of importance for leadership competencies even within top organizational leader roles.
Heather Graham, 7-Eleven
Belinda K. Smith, University of Texas-Arlington
Submitter: Heather Graham, regisfilia@hotmail.com
 
202-11 The Influence of Stigmatized Employees on Organizational Reputation
This study examined the existence of stigma-by-association effects between a stigmatized group (i.e., African Americans) and the reputation of the organization for which they work. Explicit negative attitudes toward African Americans moderated the stigma-by-association effect, such that stronger negative attitudes were associated with lower ratings of organizations.
Mackenzi M. Harmon, Illinois State University
John Pryor, Illinois State University
Patricia A. Jarvis, Illinois State University
Submitter: Mackenzi Harmon, mmharmo@ilstu.edu
 
202-12 Not My Fault: Effects of Disability Responsibility on Interview Ratings
Interviewees with nonvisible disabilities may wonder whether to disclose their disability or its cause and, if so, when during the interview to do so. Both timing of disclosure and responsibility for the disability impacted applicant ratings but only for interviewers who had prior experience conducting interviews.
Heather G. Heimbaugh, University of Missouri-St Louis
Therese H. Macan, University of Missouri-St Louis
Submitter: Heather Heimbaugh, hheimbaugh@gmail.com
 
202-13 2008 U.S. Presidential Election: Effects on Minorities’ and Women’s Performance
This study examined how the United States 2008 presidential election affected the task performance of minorities and White women who were beneficiaries of preferential selection. Preferentially selected minorities and White women sampled in 2008–2009 outperformed those sampled in 2006–2007; no between-sample differences were found when there were selected on merit.
Edgar E. Kausel, University of Chile
Jerel E. Slaughter, University of Arizona
Joel Evans, SKK Graduate School of Business
Jordan H. Stein, Illinois Institute of Technology
Toni Schmader, University of British Columbia
Submitter: Edgar Kausel, ekausel@unegocios.cl
 
202-14 Affirming One’s Gender in the Workplace: Wise or Risky?
There is limited research on how discussion of a visible component of an individual’s social identity (gender) is observed and reacted to in the workplace. This study found that perceiver gender, context, stigma consciousness, sexism, and values affected reactions to and observations of male and female professors’ gender identity affirmation behaviors.
Mary M. Keegin, Michigan State University
Ann Marie Ryan, Michigan State University
Jennifer Wessel, Michigan State University
Submitter: Mary Keegin, marykeegin1@gmail.com
 
202-15 Perceived Stigma of Nondrinkers in South Korean Culture
This research seeks to understand the perceived stigmatization of nondrinkers whose preferred abstinence may directly be in conflict with workplace drinking norms. 228 South Korean employees indicated how they perceive stigmatization of nondrinkers in the workplace and how they manage their drinking restrictions in front of others.
Sooyeol Kim, George Mason University
Sonia Ghumman, University of Hawaii at Manoa
Jin Suk Park, University of Hawaii
Submitter: Sooyeol Kim, sooyeolkim@gmail.com
 
202-16 Sexual Harassment and Job Attitudes: The Role of Leader Cohesion
This study investigates the impact of sexual harassment on job satisfaction and organizational commitment. Using data from the DEOMI Organizational Climate Survey (N = 6,585), the study found that those who had experienced sexual harassment had lower job satisfaction and organizational commitment and that leader cohesion moderates those relationships.
Melanie R. Law, Penn State Schuylkill
Charlie Law, Penn State Schuylkill
Submitter: Charlie Law, cll25@psu.edu
 
202-17 Women’s Leadership Performance Versus Perception as Leaders: A Multilevel Examination
This stud examined supervisors’ and subordinates’ ratings of important aspects of 13,000 managers’ leadership performance, including leading employees and change management, and found no gender differences. Yet, female managers were rated lower than men as leaders, with some moderation of the gender gap by industry prevalence of women in senior management.
Karen S. Lyness, Baruch College, CUNY
Hilal E. Erkovan, CUNY Graduate Center/Baruch College
Kimberly Rozga, CUNY Graduate Center/Baruch College
Submitter: Karen Lyness, Karen.Lyness@verizon.net
 
202-18 A Mixed Determinants Model of the Consequences of LGBT Supportiveness
This paper develops a cross-level model of individual-level outcomes (for employees in the sexual minority and majority) of policy adoption (i.e., LGBT-supportive organizational policies and practices), using theory from perceived organizational support and organizational justice.
Raymond N. Trau, University of Western Australia
Shaun Pichler, California State University, Fullerton
Submitter: Shaun Pichler, spichler@fullerton.edu
 
202-19 Understanding Immigrant Employability: The Role of Attitudes and Political Ideology
Using a sample of U.S. human resource professionals, this study demonstrates that indirect attitudes account for bias in employability evaluations of Iraqi immigrants. Furthermore, political ideology can help to explain the relationship between the endorsement of such attitudes and the evaluation of Iraqi immigrants.
Cort W. Rudolph, Florida International University
Todd Lucas, Wayne State University
Submitter: Cort Rudolph, Cort.Rudolph@FIU.edu
 
202-20 Engagement Among Employees With Disabilities: Initial Reports
Little research has investigated the differences between employees with disabilities and typical employees since the passing of the ADA (1990). This study compares overall satisfaction, and several other employee survey dimensions, of employees who indicate having a disability to employees with no disability. Future directions will be discussed.
Peter J. Rutigliano, Sirota Consulting
Tiffany Ivory, Sirota Survey Intelligence
David W. Reeves, Sirota Survey Intelligence
Meg O’Connell, National Organization on Disability
Submitter: Peter Rutigliano, pete@pervisum.com
 
202-21 The Role of Sexual Orientation and Gender on Leadership Perceptions
This study examined the degree to which successful-leader characteristics aligned with stereotypes of gay and lesbian leaders and heterosexual male and female leaders. Results revealed higher correspondence between ratings of heterosexual female, lesbian, and gay leaders and the successful-leader prototype than between the prototype and ratings of heterosexual male leaders.
Nicholas P. Salter, Ramapo College of New Jersey
Benjamin E. Liberman, Columbia University
Submitter: Nicholas Salter, nsalter@ramapo.edu
 
202-22 The Benefits of Women’s Networks Within Organizations
This study investigates the benefits of participating in social activities provided by women’s networks within organizations. The results suggest that participating in women’s network social activities is associated with higher levels of network supportiveness, which is related to greater well-being and more positive attitudes toward the organization.
Elizabeth Scharlau Roling, University of Georgia
Karl W. Kuhnert, University of Georgia
Submitter: Elizabeth Scharlau Roling, lroling@turknett.com
 
202-23 Toward Patching the Leaky Pipeline in STEM: Belonging and Engagement
Women are underrepresented in science, technology, engineering, and mathematics (STEM). This study examines how sense of belonging and engagement interact to predict outcomes related to women’s career choice and underrepresentation in STEM. Results support belonging and engagement as important predictors of women’s academic and career intentions.
Gina A. Seaton, Indiana University-Purdue University Indianapolis
Jane Williams, Indiana University-Purdue University Indianapolis
Leslie Ashburn-Nardo, Indiana University-Purdue University Indianapolis
Submitter: Gina Seaton, gseaton@iupui.edu
 
202-24 Gender Effects on Performance and Turnover: A Meta-Analysis
To clarify gender difference in evaluative performance, contextual performance, creative performance, and turnover, a meta-analysis was conducted. Also examined was the moderating effects of job characteristics, that is, job sex typing and job complexity, and individual tenure on gender differences in evaluative performance.
Jooyeon Son, University of Illinois at Urbana-Champaign
Aparna Joshi, University of Illinois at Urbana-Champaign
Hyuntak Roh, Yonsei University School of Business
Submitter: Jooyeon Son, son22@Illinois.edu

202-25 Racial Distance, Workload, and Performance Feedback Influence Backing Up Behavior
This session explores how a feedback recipient’s workload, performance feedback, and their racial distance from their team influence backing up behavior received. Results show that performance feedback moderated the effects of workload on backing up. This effect was further influenced by the feedback recipient’s racial distance from the team.
Maria C. Triana, The University of Wisconsin-Madison
Christopher O. L. H. Porter, Texas A&M University
Sandra W. DeGrassi, University of Houston-Downtown
Mindy E. Bergman, Texas A&M University
Submitter: Maria Triana, maryanddavid1@gmail.com
 
202-26 Defining Diversity: How the Fortune 500 Companies Do It
Before implementing diversity management initiatives, companies must decide how to define diversity. Via a grounded theory approach, we assessed corporate diversity definitions among the Fortune 500 and found some were narrow (e.g., race, sex, age), others were broader (background, experience, personality), and surprisingly some didn’t define it at all.
Haley Myers, Temple University
Sabrina D. Volpone, Temple University
Derek R. Avery, Temple University
Submitter: Sabrina Volpone, sabrinavolpone@aol.com
 
202-27 The Right Woman for the Job: Compensatory Strategies in Interviews
This study examined the effectiveness of 2 verbal compensatory strategies for female applicants in traditionally male hiring contexts. In a laboratory study in which participants evaluated a video interview, it was found that a female applicant was evaluated more positively when she did not acknowledge her gender and presented counterstereotypical individuating information.
Jennifer Wessel, Michigan State University
Nao Hagiwara, Michigan State University
Ann Marie Ryan, Michigan State University
Submitter: Jennifer Wessel, wesselje@msu.edu
 
202-28 Too Old, Too Young? Age-Related Identity Management Strategies
This study sought to examine the use of age-related identity management strategies in job seeking by both older and younger workers. Results suggest that individual variables (e.g. perceived age-related bias) may be more influential than actual age in determining use of different age identity management strategies in the job-search process.
Jennifer Wessel, Michigan State University
Brent Lyons, Michigan State University
Yi Chiew Tai, Michigan State University
Ann Marie Ryan, Michigan State University
Submitter: Jennifer Wessel, wesselje@msu.edu
 
202-29 Cognitive Predictors and Age-Based Adverse Impact Among Executives
Age differences on selection tests were examined in an executive sample. Age was somewhat negatively related to cognitive ability, but fluid abilities showed greater declines with age. Age differences in creativity and ethical attitudes were small. Implications for employee selection and adverse impact on older job applicants are discussed
Rachael Klein, University of Minnesota
Deniz S. Ones, University of Minnesota
Stephan Dilchert, Baruch College, CUNY
Submitter: Brenton Wiernik, wiern001@umn.edu
 
203. Panel Discussion: 4:30 PM–5:50 PM Edward AB
 
Variations in Unproctored Internet Testing: The Good, Bad, and Ideal
Organizations are turning with increasing frequency to unproctored Internet testing (UIT) as a model for their selection systems. Though there are substantial benefits to these models, there are also challenges that require consideration before deciding which model may be appropriate for an organization. The panel will address these concerns.
Maria Arboleda, Aon Hewitt, Chair
Anthony S. Boyce, Aon Hewitt, Co-Chair
Jeffrey A. Ryer, Aon Consulting, Co-Chair
Lycia A. Carter, Transportation Security Administration (TSA), Panelist
Lisa J. Lewen, Aon Hewitt, Panelist
Michael A. McDaniel, Virginia Commonwealth University, Panelist
Brian Penner, Prudential Staffing, Panelist
Corina Rice, CSX Transportation, Panelist
Submitter: Anthony Boyce, anthonyboyce@gmail.com
 
204. Symposium/Forum: 4:30 PM–5:50 PM Edward CD
 
Religion in the Workplace: Promoting Diversity and Combating Discrimination
Although religious discrimination is considered illegal according to the Civil Rights Act of 1964, religious discrimination still remains to be prevalent in the workplace and warrants further research. This symposium presents 4 papers concerning religious diversity and discrimination issues from 3 different perspectives: victims, stigmatizers, and observers.
Sonia Ghumman, University of Hawaii at Manoa, Co-Chair
Afra S. Ahmad, George Mason University, Co-Chair
Afra S. Ahmad, George Mason University, Eden B. King, George Mason University, Interpersonal Experiences of Religious Minorities in the Workplace
Brent Lyons, Michigan State University, Sonia Ghumman, University of Hawaii at Manoa, Ann Marie Ryan, Michigan State University, Jennifer Wessel, Michigan State University, Applying Models of Identity Management to Christianity in the Workplace
Rachel E. Marsh, Colorado State University, Kurt Kraiger, Colorado State University, Sonia Ghumman, University of Hawaii at Manoa, Religious Discrimination in Training
Sonia Ghumman, University of Hawaii at Manoa, Ann Marie Ryan, Michigan State University, Jin Suk Park, University of Hawaii, Religious Harassment in the Workplace: An Examination of Observer Interventions
Derek R. Avery, Temple University, Discussant
Submitter: Sonia Ghumman, ghumman@hawaii.edu
 
205. Symposium/Forum: 4:30 PM–5:50 PM Ford AB
 
Expanding Work and Family Scholarship and Practice: Considering New Populations
This session includes 5 papers that address a prominent and problematic void in the work and family literature by examining populations that have been rarely considered in work and family scholarship. Each will address an understudied population, and discuss implications of their inclusion for work and family scholarship and practice.
Mark D. Agars, California State University-San Bernardino, Chair
Kimberly A French, California State University-San Bernardino, Co-Chair
Barbara Beham, Humboldt University Berlin, Sonja Drobnic, Hamburg University, Patrick Prag, University of Groningen, Professional Status and Work–Family Interface in Five Western European Countries
Donna M. Blancero, Bentley University, Robert Del Campo, University of New Mexico, Work–Family Conflict/Facilitation and Stress: Examination of Hispanic Business Professionals
Kimberly A French, California State University, San Bernardino, Mark D. Agars, California State University-San Bernardino, Work–Family Population Characteristics in Low-Income, Immigrant, and Military Populations
Sameera Yasir, London School of Economics, Alexandra Beauregard, London School of Economics, Childbearing Decisions Among Expatriate Dual-Earner Pakistani Couples
Janelle A. Gilbert, California State University-San Bernardino, Reducing Family–Work Conflict and Overload in Parents With Disabled Children
Wendy J. Casper, University of Texas at Arlington, Discussant
Submitter: Mark Agars, Magars@csusb.edu
 
206. Special Events: 5:00 PM–5:50 PM Annie AB
 
Distinguished Early Career Contributions Award (Practice): Navigating the Maze of Early Career Practice: Scientist–Practitioner Reflections
Dr. Dunleavy will discuss how to be productive early in a career as a consultant. Themes include consulting skill development, being influential with clients and colleagues, balancing rigor with client demands, mentorship, networking, and involvement in the I-O community. The session will end with a short primer on legal defensibility.
Eden B. King, George Mason University, Host
Eric M. Dunleavy, DCI Consulting Group, Presenter
Submitter: Eric Dunleavy, edunleavy@dciconsult.com
 
207. Symposium/Forum: 5:00 PM–5:50 PM Elizabeth A
 
Understanding and Supporting Transitions Up the Leadership Ladder
Characteristic differences in motivators and competencies at different leadership levels, from first-line leader to senior executive leader, are presented based on research data from thousands of leaders across the globe. Development needs at each level and implications for how individuals and organizations can support transitions are discussed.
Stacy Eitel Davies, PDI Ninth House, Co-Chair
Maynard Goff, PDI Ninth House, Co-Chair
Charlotte R. Gerstner, PDI Ninth House, Joy F. Hazucha, PDI Ninth House, Stacy Eitel Davies, PDI Ninth House, Motivators: What Is Important to Leaders at Different Levels
Stacy Eitel Davies, PDI Ninth House, Joy F. Hazucha, PDI Ninth House, Competency Importance and Skill by Managerial Level
Brent Mattson, Invensys plc, Keith M. Halperin, PDI Ninth House, Developing Leaders at All Levels to Meet Invensys’ Business Demands
Arthur M. Freedman, Freedman, Leonard, & Marquardt Consultancy, Discussant
Submitter: Stacy Davies, stacy.davies@pdinh.com
 
208. Panel Discussion: 5:00 PM–5:50 PM Elizabeth B
 
The Journey From Assessment to Development Center: Lessons From Practice
Use of assessment centers for employee development is increasing in organizations. This panel provides a forum for discussing I-O practitioners’ experiences designing and implementing developmental assessment centers across different industries. Topics to discuss include unique considerations, challenges, strategies for ensuring and evaluating program success, and lessons learned from the field.
Samantha A. Ritchie, Novo Nordisk Inc., Chair
Samantha Le Chau, Novo Nordisk Inc., Panelist
Mark L. Poteet, Organizational Research & Solutions, Inc., Panelist
Maya Yankelevich, PDRI, Panelist
Leigh Winik, Novo Nordisk Inc., Panelist
Submitter: Samantha Ritchie, samantha.ritchie@verizon.net
 
209. Panel Discussion: 5:00 PM–5:50 PM Elizabeth C
 
“Going Green” With Your Company’s Survey: Doing More With Less
Monitoring and actioning employee sentiment is an important way to stay ahead of the competition, and this has led to ever-increasing efforts to collect this data. This session will address how to creatively leverage this data to make better decisions and improve business practices.
William A. Johnson, CLC Genesee, Chair
Angela K. Pratt, Kellogg’s, Panelist
Tara E. Di Domenico, JetBlue Airways, Panelist
Jason Feliciano, JetBlue Airways, Panelist
Submitter: Tara Di Domenico, tara.didomenico@jetblue.com
 
210. Symposium/Forum: 5:00 PM–5:50 PM Emma AB
 
No More Cubicles: Scientific Inquiry Into High-Intensity Remote Work
Organizations are dismantling central offices and having employees work in high-intensity remote work roles (roles in which all, or nearly all, work is done from home). This symposium presents research that aids understanding of the implications of high-intensity remote work on selection, performance management, employee engagement, and onboarding.
Darrin Grelle, SHL, Chair
Tammy L. Emmons, SHLPreVisor, Development and Validation of Organization Wide Remote Work Potential Scale
Pat M. Caputo, Aon Hewitt, Onboarding and Reboarding Remote Workers
Miriam T. Nelson, Aon Hewitt, Case Studies in Managing Performance and Rewarding in Remote Settings
Christine R. Scheu, SHL PreVisor, Lance Andrews, SHL, Employee Transitions: Impact of Remote Work on Employees Over Time
Submitter: Darrin Grelle, dgrelle@previsor.com
 
211. Special Events: 5:00 PM–5:50 PM Gregory AB
 
M. Scott Myers Award for Applied Research: Siena Reasoning Test: Measuring Intelligence With Reduced Adverse Impact
Intelligence tests have been found to be valid predictors of job performance, but the associated adverse impact can have dramatic negative ramifications for particular subgroups. This session presents the history and supporting evidence of the Siena Reasoning Test, which aims to validly predict performance while substantially mitigating racial subgroup differences.
Ken Yusko, Marymount University, Presenter
Harold W. Goldstein, Baruch College, CUNY, Presenter
Charles A. Scherbaum, Baruch College, CUNY, Presenter
Paul J. Hanges, University of Maryland, Presenter
Submitter: Ken Yusko, kyusko@marymount.edu
 
212. Symposium/Forum: 5:00 PM–5:50 PM Madeline AB
 
Cross-Cultural Testing Considerations for a Variety of Item Types
As organizations are becoming globally focused, considerations regarding assessment programs are necessary to ensure that the programs remain technically sound. This session presents 4 papers that describe the cross-cultural considerations when using 4 popular item types in global assessment programs. The findings of these studies will be summarized.
Jolene M. Meyer, SHL, Chair
Eric C. Popp, SHL, DIF Based Cultural Equivalence of a Nonverbal Inductive Reasoning Test
Dara R. Pickering, University of Tulsa, Stephen Nichols, Hogan Assessment Systems, Cross-Cultural Personality Assessment
Matthew Kerry, SHL/Georgia Institute of Technology, Amanda Dainis, Solutions for Information Design, Tracy Kantrowitz, SHL, Cross-Cultural Biodata: Toward a Common Ground
Marinus van Driel, Van Driel Consulting/DEOMI, Esteban Tristan, Select International, Mei-Chuan Kung, Select International, Cultural Equivalence of a Global Situational Judgment Test
Denise Potosky, Pennsylvania State University, Discussant
Submitter: Jolene Meyer, jolene.meyer@shl.com
 
213. Panel Discussion: 5:00 PM–5:50 PM Madeline CD
 
Enterprise Competency Models: Practices, Pitfalls, and Prospects
This panel will discuss current practices in enterprise competency modeling and how enterprise models are implemented in a variety of contexts. Panelists will also highlight some of the efficiencies gained and challenges presented in using an enterprise approach and how these large-scale models may develop over time.
Tiffany M. Bennett, PDRI, Chair
Alana B. Cober, Office of the Director of National Intelligence, Panelist
Victoria A. Davis, Marriott International, Panelist
Anne M. Hansen, PDRI, Panelist
Allen M. Kamin, GE, Panelist
Kenneth Pearlman, Independent Consultant, Panelist
Submitter: Tiffany Bennett, tiffany.bennett@pdri.com
 
214. Symposium/Forum: 5:00 PM–5:50 PM Mohsen AB
 
The Global Unemployment Crisis: How I-O Psychology Can Help
This symposium brings together a group of papers each aimed at better understanding how I-O psychologists can contribute to the growing international problem of unemployment. Presenters in this symposium, the theories applied, and the methods employed are diverse yet complementary.
Kimberly A. Smith-Jentsch, University of Central Florida, Chair
Connie R. Wanberg, University of Minnesota, Gokce Basbug, Massachusetts Institute of Technology, Edwin A. J. Van Hooft, University of Amsterdam, Archana Samtani, TheLadders.Com, Lessons Learned From Job Search: A Qualitative Study
Kimberly A. Smith-Jentsch, University of Central Florida, Mary J. Sierra, University of Central Florida, Daniel S. Miller, University of Central Florida, Goal Orientation and Reemployment: Detrimental Effects of Having Something to “Prove”
Charyl St Yarbrough, Heldrich Center for Workforce Development, Kimberly A. Smith-Jentsch, University of Central Florida, Carollaine M. Garcia, University of Central Florida, Daniel S. Miller, University of Central Florida, Online Mentoring to Support Work Readiness Training for Long-Term Unemployed
Howard M. Weiss, Georgia Institute of Technology, Discussant
Submitter: Mary Jane Sierra, maryjane@knights.ucf.edu