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Saturday, April 28, 2012, Morning Sessions

215. Symposium/Forum: 8:00 AM–9:50 AM America’s Cup CD
Emotional Labor: Person, Situation, and Cultural Considerations
Emerging research on emotional labor antecedents, processes, and consequences is presented. Findings from a diverse set of field and laboratory studies reveal important moderators of the relationships among display rules, emotional labor, and key affective and performance outcomes. Individual differences, organizational environment, and culture are considered.
Shane Connelly, University of Oklahoma, Chair
John H. Batchelor, Virginia Commonwealth University, Ronald H. Humphrey, Virginia Commonwealth University,Gerald F. Burch, Virginia Commonwealth University, Entrepreneurs and Emotional Labor: Improving Employee Attitudes and Firm Performance
Jason Dahling, The College of New Jersey, Samantha Le Chau, Novo Nordisk Inc., Antecedents and Consequences of Emotional Display Rule Dissonance
Zhanna Bagdasarov, University of Oklahoma, Shane Connelly, University of Oklahoma, Emotional Labor, Social Support, and Extraversion
Michel Cossette, HEC Montreal, Marie-Claude Lepine, HEC Montreal, Motivation to Peform Emotional Labor
Joseph A. Allen, Creighton University, James M. Diefendorff, University of Akron, Yufeng Ma, Sinopec Management Institute, Differences in Emotional Labor Across Cultures: China Versus the U.S.
Alicia A. Grandey, Pennsylvania State University, Discussant
Submitter: Shane Connelly, sconnelly@ou.edu
216. Symposium/Forum: 8:00 AM–9:20 AM Betsy BC
Understanding and Leveraging Context in Leadership Development
This symposium brings together a collection of papers that present novel conceptual frameworks, methodologies, and approaches to understanding and leveraging context in the application of leadership development. The session will have a practitioner orientation, focusing on methods that can be used in practice to incorporate context in leader development activities.
Levi R. Nieminen, Wayne State University, Co-Chair
Daniel R. Denison, International Institute for Management Development, Co-Chair
Susanne Braun, Ludwig-Maximilians-Universität München, Claudi Peus, Technische Universität München, Dieter Frey, Ludwig-Maximilians-Universität München, A Situation-Based Approach to Effective Leadership in Challenging Situations
Levi R. Nieminen, Wayne State University, Benjamin Biermeier-Hanson, Wayne State University, Daniel R. Denison, International Institute for Management Development, A Leader–Culture Fit Framework for Leader and Organization Development
Teresa J. Rothausen, University of St. Thomas, Dawn Bazarko, United Health Group, Industry and Professional Contexts: A Case of Nurse Leader Development
Chitra Sarmma, Infosys Leadership Institute, Serious Game, Real Contexts: The ILI Experience
Richard J. Klimoski, George Mason University, Discussant
Submitter: Levi Nieminen, levi.nieminen@gmail.com
217. Panel Discussion: 8:00 AM–9:50 AM Elizabeth B
Implications of Wal-Mart v. Dukes for Research in the Courtroom
The Supreme Court ruling in the matter of Wal-Mart v. Dukes (2011) has numerous implications for research in the courtroom. The purpose of this panel discussion is to explore class certification, stereotype research, social framework analysis, and organizational climate assessment for gender and age discrimination cases.
Rosanna F. Miguel, John Carroll University, Chair
Gerald V. Barrett, Barrett & Associates, Inc., Panelist
William Bielby, University of Illinois, Panelist
Michael A. Campion, Purdue University, Panelist
Arthur Gutman, Florida Institute of Technology, Panelist
Submitter: Rosanna Miguel, rmiguel@jcu.edu
218. Panel Discussion: 8:00 AM–9:20 AM Elizabeth F
Should Employers Be Indemnified Against Liability for Our Work
The services provided to employers by I-O psychologists affect employment decisions such as hiring, promotion, and performance management for which employers can be held legally liable. Employers are attempting to shift this liability to the I-O consultant. The pros and cons of this phenomenon will be discussed.
James L. Outtz, Outtz and Associates, Chair
John C. Scott, APTMetrics, Inc., Panelist
Kevin Carter, Alcoa Inc., Panelist
Nancy T. Tippins, Valtera Corporation, Panelist
Ronald Green, Epstein Becker and Green, Panelist
Submitter: James Outtz, jlouttz@aol.com
219. Roundtable Discussion/Conversation Hour: 8:00 AM–8:50 AM Elizabeth G
Informing Healthcare Policy: Is There a Role for I-O?
This session seeks to examine whether and how I-O should contribute to the development and implementation of healthcare policy as the Patient Protection and Affordable Care Act (ACA) is implemented over the next several years. Specific opportunities for I-O psychology in the context of ACA will be highlighted and discussed.
David P. Baker, IMPAQ International, Host
Submitter: David Baker, dbaker@impaqint.com

220. Master Tutorial: 8:00 AM–9:50 AM Elizabeth H
Transforming Limiting Borders Into New Frontiers Through Boundary-Spanning Leadership
Receive 2 CE credits for attending.
The most important challenges faced today can only be solved by groups working collaboratively. Successful leaders therefore must develop boundary spanning leadership skills. In this highly interactive tutorial, participants will learn about a research-based model for boundary spanning that includes 3 strategies and 6 leadership practices.
Donna Chrobot-Mason, University of Cincinnati, Presenter
Submitter: Donna Chrobot-Mason, donna.chrobot-mason@uc.edu
221. Symposium/Forum: 8:00 AM–9:50 AM Madeline AB
Issues in Cross-Cultural Personality Assessment
With personality assessment becoming increasingly global, the stability and cross-cultural transportability of personality measures needs to be addressed. Using data collected in North America, Europe, Asia, and Africa, this symposium addresses whether instruments can be truly universally applicable or whether different models and frameworks are needed in different cultural contexts.
Ronald C. Page, Assessment Associates International, Chair
Ronald C. Page, Assessment Associates International, Nathan D. Page, Capella University, Issues and Approaches for Cross-Cultural Validation of Personality Assessment
Ilke Inceoglu, SHL Group Ltd, Dave Bartram, SHL Group Ltd, Helen Fung, SHL Group Ltd, Moyang Yang, SHL Group Ltd, Equivalence of OPQ32 Constructs Across China, South Africa, and UK
Ying Liu, Renmin University of China, Jinyan Fan, Auburn University, Hui Meng, East China Normal University, Examining Construct Validity of a Workplace Personality Measure Across Cultures
Richard D. Arvey, National University of Singapore, Yew Kwan Tong, National University of Singapore, Cross-Cultural Comparison of the Personnel Reaction Blank (PRB)
Thomas L. Payne, Hanesbrands ROH Asia Ltd., Discussant
Submitter: Ronald Page, ronald.page@aai-assessment.com
222. Panel Discussion: 8:00 AM–9:50 AM Madeline CD
Translating I-O Psychology in the Field: Como Se Dice?
I-O psychology differentiates itself from business fields by grounding theory and practice in science. Therefore, I-Os struggle to translate research terminology into business terminology. This panel will offer suggestions on how to bridge the language gap between I-O psychologists and different audiences such as leaders, end-users, and research participants.
Jessica Thornton, Duke University, Chair
Nikki Blacksmith, Gallup, Inc, Panelist
Kathy Stewart, Fields Consulting Group, Panelist
Cary M. Lichtman, Wayne State University, Panelist
Cynthia J. Morath, Booz Allen Hamilton, Panelist
Nate T. Dvorak, Gallup, Inc, Panelist
Submitter: Nikki Blacksmith, nikki_blacksmith@gallup.com
223. Panel Discussion: 8:00 AM–9:50 AM Mohsen AB
Longitudinal Research: A Question and Answer Session on Recent Advancements
In this panel, experts in longitudinal research will address issues and answer audience questions on 6 topics: (a) longitudinal theory building, (b) computational modeling, (c) event sampling/diary methods, (d) missing data in longitudinal designs, (e) advantages of longitudinal design, and (f) applying latent class procedures in longitudinal research.
Daniel A. Newman, University of Illinois at Urbana-Champaign, Chair
Mo Wang, University of Florida, Co-Chair
Robert J. Vandenberg, University of Georgia, Panelist
Jeffrey B. Vancouver, Ohio University, Panelist
Daniel J. Beal, Rice University, Panelist
David Chan, Singapore Management University, Panelist
Submitter: Daniel Newman, d5n@uiuc.edu
224. Symposium/Forum: 8:30 AM–9:50 AM Annie AB
Building a World-Class Career Development Program for Veterans Affairs
The Department of Veterans Affairs (VA) recently initiated a multifaceted program that includes career exploration, self-assessment, and a suite of career development tools. This symposium includes a diverse set of researchers that address the research, development and evaluation activities involved in the execution of this program.
Brian K. Griepentrog, Fors Marsh Group, LLC, Chair
Timothy P. McGonigle, SRA International, Chair
Shelly D. Butler, SRA International, William Walton, Fors Marsh Group, LLC, Whitney Gaber, SRA International, Carolyn M. Parish, SRA International, Tina Thomas, Fors Marsh Group, LLC, Data Foundation—Developing Job Profiles for the MyCareer@VA Portal
Ben Porr, Federal Management Partners, Inc., Joseph Hillery, Federal Management Partners, Inc., Carolyn Kurowski, Federal Management Partners, Inc., William Walton, Fors Marsh Group, LLC, Timothy P. McGonigle, SRA International, Web-Based Career Mapping for Recruitment and Retention
Bryan Wiggins, Fors Marsh Group, LLC, Brian K. Griepentrog, Fors Marsh Group, LLC, Sarah Evans, Fors Marsh Group, LLC, Matching Employees to VA Occupations Using O*NET Interests and Context
Brian K. Griepentrog, Fors Marsh Group, LLC, Kinsey Gimbel, Fors Marsh Group, LLC, Sarah Evans, Fors Marsh Group, LLC, Jessica L. Dzieweczynski, Federal Management Partners, Data Driven Organizational Decisions: The Role of Program Evaluation
Phil M. Lewis, National Center for O*Net Development, Discussant
Submitter: Brian Griepentrog, bg@forsmarshgroup.com
225. Symposium/Forum: 8:30 AM–9:50 AM Delmar AB
Contemporary Topics in Positive Organizational Climate and Culture Research
Evidenced in the recently published second edition of the Handbook of Organizational Culture and Climate, research in this field continues to flourish. In this symposium, 4 Handbook authors present contemporary ideas in organizational culture/climate research from a perspective of positive organizational scholarship.
Neal M. Ashkanasy, University of Queensland, Chair
Leslie Sekerka, Menlo College, Barbara Fredrickson, University of North Carolina, Tanya Vacharkulksemsuk, University of North Carolina, Establishing a Positive Emotional Climate to Create Transformative Organizations
Neal M. Ashkanasy, University of Queensland, Charmine E. J. Hartel, University of Queensland, Climate and Culture of a Positive Work Environment
Teresa Cardador, University of Illinois, Deborah E. Rupp, Purdue University, Organizational Culture, Multiple Needs, and the Meaningfulness of Work
Gerard P. Hodgkinson, Leeds University Business School, Mark P. Healey, University of Manchester, Interorganizational Macrocultures: Revitalizing The Research Agenda
Laura Petitta, University of Rome Sapienza, Discussant
Submitter: Neal Ashkanasy, n.ashkanasy@uq.edu.au
226. Symposium/Forum: 8:30 AM–9:50 AM Edward AB
Being Rude Can Be Expensive: Exploring the Incivility–Performance Relationship
This symposium presents current research developments in workplace incivility. The 4 papers seek to contribute to the interpersonal mistreatment literature by investigating the incivility–performance relationship. A variety of methodologies are featured, including a group-level outcome, incivility with organizational constraints, multiple sources of incivility, and a multitime point study.
Youngah Park, Bowling Green State University, Co-Chair
Shuang Yueh Pui, University of Illinois at Springfield, Co-Chair
Steve M. Jex, Bowling Green State University, Co-Chair
Benjamin M. Walsh, University of Illinois at Springfield, Vicki J. Magley, University of Connecticut, Lucy L. Gilson, University of Connecticut, Leader Incivility: Indirect Negative Effects on Workgroup Efficiency
Olga L. Clark, University of Hartford, Predicting OCB: Interaction Between Incivility and Organizational Constraints
Youngah Park, Bowling Green State University, Purnima Gopalkrishnan, Bowling Green State University, Steve M. Jex, Bowling Green State University, Hospital Incivility and Safety Performance Behaviors Among Nurses
Shuang Yueh Pui, Univeristy of Illinois at Springfield, Michael T. Sliter, Bowling Green State University, Katherine A. Sliter, Northern Kentucky University, Steve M. Jex, Bowling Green State University, The Moderators of Customer and Coworker Incivility
Submitter: Youngah Park, ypark@bgsu.edu
227. Panel Discussion: 8:30 AM–9:50 AM Edward CD
Calling All Performance Management Researchers: You Need to Hear This!
What would performance management (PM) research look like if it addressed the most pressing issues raised in practice? In this panel, PM practitioners speak directly to a research/academic audience about what they wish I-Os were studying. Interactive discussion between panelists and audience members will be encouraged.
Deidra J. Schleicher, Purdue University, Co-Chair
Paul E. Levy, University of Akron, Co-Chair
Heidi M. Baumann, Purdue University, Co-Chair
Christopher J. Hartwell, Purdue University, Co-Chair
Allan H. Church, PepsiCo, Panelist
Ranae A. Daniel, FedEx Express, Panelist
Scott C. Erker, DDI, Panelist
Kristen Horgen, PDRI, Panelist
Christina Norris-Watts, Macquarie, Panelist
Matthew Redmond, Fannie Mae, Panelist
Adam S. Rosenberg, Marriott International, Panelist
Matthew R. Walter, Bank of America, Panelist
Submitter: Deidra Schleicher, deidra@purdue.edu
228. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth A
Maximizing the Value of Employee Comments
Too often, when companies conduct employee surveys they ask open-ended questions but do little other than report this data to local managers. However, comments can be a powerful source of additional information with value to the organization. Presenters discuss ways to make the most of comments.
Catherine C. Maraist, Valtera, Chair
Mark LoVerde, Valtera, Kingsley C. Ejiogu, ConocoPhillips, Use of Survey Comment Data to Predict Turnover
Robert K. Beres, Valtera, Wayne C. Lee, Valtera, New Insights From Comments using the Text Analytics Framework
Kris Holcomb, Gap Inc., Diane L. Daum, Valtera, Unleashing the Power of Text Analysis to Understand Employee Values
Jeremy Welland, University of Michigan, Generating Suggestions for Targeted Action Using Employee Comments
Robert E. Gibby, Procter & Gamble, Discussant
Submitter: Diane Daum, ddaum@valtera.com
229. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth C
Assessing Video Resumés: Valuable and/or Vulnerable to Biased Decision Making?
Video resumés are being implemented at a fast rate, offering an alternative to traditional selection methods. However, concerns have been raised about equivalence with paper resumés and potentially discriminatory effects. Four empirical papers from the United States and Europe investigate validity, equivalence, adverse impact, and perceptions of video resumés.
Eva Derous, Ghent University, Chair
Alexander Buijsrogge, Ghent University, Co-Chair
Amanda L. Gissel, North Carolina State University, Lori Foster Thompson, North Carolina State University, Who Is Inclined to Make Video Resumés?
Annemarie Hiemstra, GITP/Erasmus University Rotterdam, Eva Derous, Ghent University, Alec W. Serlie, Erasmus University Rotterdam/GITP, Marise Ph. Born, Erasmus University-Rotterdam, Perceived and Actual Discriminatory Effects in Video Resumé Screening
Marie Waung, University of Michigan-Dearborn, Robert Hymes, University of Michigan-Dearborn, Joy Beatty, University of Michigan-Dearborn, Pamela A. McAuslan, University of Michigan-Dearborn, Video Resumé Self-Promotion Tactics and Gender
Eva Derous, Ghent University, Annelies Taveirne, Westvlees, Annemarie Hiemstra, GITP/Erasmus University Rotterdam, Differential Effects of Video Versus Paper Resumés on Personality Ratings
Neal W. Schmitt, Michigan State University, Discussant
Submitter: Eva Derous, eva.derous@ugent.be
230. Panel Discussion: 8:30 AM–9:50 AM Emma AB
Workplace Flexibility Programs and Special Populations
The panel will present survey data from HR professionals on prevalence of practices and barriers to implementation of workplace flexibility programs for special populations, including employees with dependent care responsibilities; low-income, hourly workers; employees with disabilities; and former military employees. The panel will discuss current research and future needs.
Mark J. Schmit, Society for Human Resource Management, Panelist
Ellen Galinsky, Families and Work Institute, Panelist
Leslie B. Hammer, Portland State University, Panelist
Robert R. Sinclair, Clemson University, Panelist
Submitter: Mark Schmit, mark.schmit@shrm.org
231. Community of Interest: 8:30 AM–9:50 AM Emma C
The Virtual Workforce
Andrea S. Goldberg, Digital Culture Consulting, LLC, Host
Timothy Golden, Rensselaer Polytechnic Institute, Host
Trevor G. Byrd, Morehead Associates, Coordinator
232. Panel Discussion: 8:30 AM–9:50 AM Ford AB
Action Learning in Healthcare: Developing Leaders in Practice
Action learning plays a key role in the leadership development initiatives of 3 premier healthcare organizations participating in this panel. Learn how action learning is implemented within Baylor Health Care System, Children’s Hospitals & Clinics, and Mayo Clinic, and how it helps prepare leaders to resolve today’s unique healthcare challenges.
Charlotte R. Gerstner, PDI Ninth House, Chair
David Sagula, PDI Ninth House, Co-Chair
Alberto J. Galue, Baylor Health Care Systems, Panelist
Gwen Riedl, Children’s Hospitals and Clinics of Minnesota, Panelist
Pat H. Spratte, Mayo Clinic of Minnesota, Panelist
Claudia (Cori) Hill, PDI Ninth House, Panelist
Submitter: Alberto Galue, al.galue@gmail.com
233. Master Tutorial: 8:30 AM–9:50 AM Gregory AB
Conducting Subconscious Priming Research: Developing Design, Measures, and Procedures
Receive 1.5 CE credits for attending.
Subconscious priming research has recently proliferated in social psychology and is emerging in I-O psychology. An open question is, what are the best ways to conduct this new research? This symposium brings together the latest research on developing design, measures, and procedures to most accurately examine subconscious constructs and processes.
Alex Stajkovic, University of Wisconsin-Madison, Presenter
Jessica M. Greenwald, University of Wisconsin-Madison, Presenter
Maria C. Triana, University of Wisconsin-Madison, Presenter
Submitter: Alex Stajkovic, astajkovic@bus.wisc.edu
234. Posters: 9:00 AM–9:50 AM Douglas Pavilion BCD
Work/Non-Work and Organizational Justice
234-1 A Reexamination of Four-Factor Justice Research Using Expanded Analyses
Organizational justice is a research domain where multicolinearity among conceptual distinct dimensions creates challenges for conducting and interpreting analyses. Two studies of the 4-dimension model of organizational justice are reanalyzed using a variation of Expanded OLS Analysis to better understand the unique and relative contributions of the 4 justice variables.
Kevin D. Carlson, Virginia Tech
Danylle R. Kunkel, Radford University
Ross L. Mecham, III, Virginia Tech
Submitter: Kevin Carlson, KevinC@Vt.edu
234-2 Remind Me I Am Treated Fairly Here, I Keep Forgetting
This study shows that the (un)fairness of workplace events affects how many and what facets of organizational justice are spontaneously recalled and communicated. Descriptions of fair versus unfair events are less multifaceted, more likely to emphasize distributive justice, and less likely to include interactional justice.
Irina Cojuharenco, Catholic University of Portugal-FCEE
David L. Patient, Catholic University of Portugal-FCEE
Michael R. Bashshur, Singapore Management University
Submitter: Irina Cojuharenco, icojuharenco@clsbe.lisboa.ucp.pt

234-3 Cross-Level Effects of Procedural Justice Perceptions on Faculty Job Outcomes
This study examines individual-, department-, and cross-level procedural justice perceptions regarding budgets cuts as predictors of trust, service motivation, and turnover intentions among university faculty. Results indicate that department-level perceptions moderate the relationship between individual-level perceptions and outcomes, and have a potential to attenuate the negative reactions to injustice.
Maja Graso, Zayed University
Lixin Jiang, Washington State University Vancouver
Tahira M. Probst, Washington State University Vancouver
Wendi L. Benson, Washington State University Vancouver
Submitter: Maja Graso, majagraso@gmail.com
234-4 Development and Validation of an Abridged Measure of Organizational Justice
In this 3-study paper, we present an abridged version of Colquitt’s (2001) 20-item organizational justice scale. Two validity studies using separate field samples provide evidence that the abridged measure maintains the psychometric quality of the original full scale and therefore can be used in its place.
Christa E. Kiersch, Colorado State University
Anne M. Hansen, PDRI
Zinta S. Byrne, Colorado State University
Kyle J. Sandell, Colorado State University
Travis J. Drake, Colorado State University
Submitter: Christa Kiersch, christa.kiersch@gmail.com
234-5 Counterfactual Thinking and Fairness Perceptions: A Double Randomized Design
A double-randomized design was used to examine counterfactual thinking from a fairness theory perspective. Study 1 showed that target expertise is related to would and should counterfactual strength and the generation of other-attributed counterfactuals. Study 2 showed that would and should counterfactuals are related to fairness perceptions. Implications are discussed.
Jessica M. Nicklin, University of Hartford
Kyle McGuire, University of Hartford
Steven Shelley, University of Hartford
Eleftheria Stavropoulos, University of Hartford
Christopher P. Cerasoli, University at Albany, SUNY
Submitter: Jessica Nicklin, jn0702@gmail.com
234-6 An Examination of Employee Layoffs and Organizational Justice Perceptions
Employee layoffs are both prevalent and underresearched. Using vignettes, we examined third party presence, employees’ seniority level, and the provision of a severance package on justice perceptions. When senior employees were laid off, procedural and interactional justice perceptions were violated. Providing a severance package generated more positive distributive justice perceptions.
Jayme Todd, Southern Illinois University-Edwardsville
Cynthia R. Nordstrom, Southern Illinois University-Edwardsville
Submitter: Cynthia Nordstrom, cnordst@siue.edu
234-7 Interactional Justice, Message Severity, and Physician Communication of Negative News
We use an organizational justice framework to examine physician communication of negative news. In 2 studies, interactional justice by the physician related positively to patient satisfaction, decision acceptance, and overall justice perceptions. Contrary to expectations, the effect of interactional justice was stronger when negative news was less versus more severe.
David L. Patient, Catholic University of Portugal-FCEE
Carol T. Kulik, University of South Australia
Maria F. Saldanha, Catholic University of Portugal-FCEE
Submitter: David Patient, dapati@ucp.pt
234-8 A Longitudinal Study of Identity, Attributions, and Psychological Contract Breach
Typically psychological contract breach has been conceptualized as breaches committed by the organization. This paper examines the association between breaches committed by the organization and employee, their impact on organizational identification, and the role of attributions of intentionality.
Jordan M. Robbins, Transportation Security Administration
Robert Kilcullen, U.S. Army Research Institute for the Behavioral and Social Sciences
Submitter: Jordan Robbins, jordan.robbins@tsa.dhs.gov
234-9 Can’t We All Get Along? Students’ Perceptions of Human Resources
This study found significant differences between HR and business students regarding perceptions the role of HR in organizations but not perceptions of the importance of understanding HR topics. Building on prior research about perceptions and attitudes, this study discusses the implications of these findings and provides recommendations.
James N. Kurtessis, George Mason University/American Institutes for Research
Timothy P. Clayton, American Institutes for Research
Alok Bhupatkar, American Institutes for Research
Lorin M. Mueller, Federation of State Boards of Physical Therapy
Bill Schaefer, Society for Human Resource Management
Alexander Alonso, Society for Human Resource Management
Nancy A. Woolever, Society for Human Resource Management
Submitter: James Kurtessis, jnk7711@gmail.com
234-10 Student Perceptions of Areas of Study in Industrial-Organizational Psychology
This study attempted to identify areas of study in I-O psychology of interest to students and perceived to provide valuable information to students entering the workforce. Results are of value to I-O psychology instructors committed to attracting new students to the discipline and providing student-focused academic and career advising.
Christopher W. LeGrow, Marshall University
Submitter: Christopher LeGrow, legrow@marshall.edu
234-11 Effect of Degree Characteristics on Hiring Outcomes for I-O Psychologists
Applied I-O psychologists who hire entry-level I-O practitioners rated a series of fake applicant profiles. Applicants differed regarding type of degree (online or traditional), degree (master’s or PhD), and internship experience. Applicants with PhDs, traditional degrees, and internship experience were viewed most favorably in terms of hiring outcomes.
Alexandra Rechlin, Colorado State University
Kurt Kraiger, Colorado State University
Submitter: Alexandra Rechlin, rechlin@rams.colostate.edu
234-12 Master’s and Undergraduate Internship Insights: Recommendations for Successful Experiences
Internships, vital for master’s and undergraduate I-O students, provide applied learning experiences in organizational settings under qualified supervision. We provide data- and experience-based suggestions for successful internships including locating sites; appropriate assignments; host, faculty, and student responsibilities; student competencies; and evaluating intern performance.
Elizabeth L. Shoenfelt, Western Kentucky University
Janet L. Kottke, California State University-San Bernardino
Nancy J. Stone, Missouri University of Science & Technology
Submitter: Elizabeth Shoenfelt, betsy.shoenfelt@wku.edu
234-13 An Extension of Work–Family Conflict to Include Sleep
Drawing from scarcity theory, this study extends the time-based work–family conflict literature by examining the role of sleep activity outside of the work and family domains, which also competes for time. Across 2 studies, it is found that people borrow time from sleep to pay time to work and family.
Christopher M. Barnes, Virginia Tech
David T. Wagner, Singapore Management University
Sonia Ghumman, University of Hawaii at Manoa
Submitter: Christopher Barnes, cmbarnes@vt.edu
234-14 Can my Family-Supportive Organization Protect Me? Ameliorating Effects of FSOP
This study accomplishes 2 goals. First, it reports on the validation of an abbreviated 6-item measure of family-supportive organization perceptions. Second, it links role theory and theories of social support to suggest that the way in which family-supportive organization perceptions affects work–family conflict is via experiences of domain overload.
Suzanne M. Booth, Louisiana State University
Russell A. Matthews, Louisiana State University
Submitter: Suzanne Booth, suzannembooth@gmail.com
234-15 My Partner’s Burnout Made Me Do It: A Crossover Perspective
This study is an examination of the effects individuals’ burnout and their perceptions of their partners’ burnout have on the individuals and their ability to recover from work. Family-supportive organization perceptions is offered as a protection against experiences of overload and burnout, and a facilitator of recovery from work.
Suzanne M. Booth, Louisiana State University
Russell A. Matthews, Louisiana State University
Submitter: Suzanne Booth, suzannembooth@gmail.com
234-16 The Family Role Performance: Scale Development and Nomological Validation
A series of studies were conducted to conceptualize, operationalize, and validate family role performance. In Study 1, items were developed and generated. In Study 2, EFA was used to establish the dimensionality of the new scale. In Study 3, the measure based on convergent, discriminant, and nomological validity was validated.
Yu-Ping Chen, UW-Milwaukee
Shoshi Chen, Tel Aviv University
Margaret A. Shaffer, University of Wisconsin Milwaukee
Mina Westman, Tel Aviv University
Mila B. Lazarova, Simon Fraser University
Submitter: Yu-Ping Chen, yuping@uwm.edu
234-17 Mediators in the Work/Nonwork Enrichment Process
This study investigates mediating variables in the enrichment process between work and nonwork. A 2-wave study demonstrated that both positive affect and positive work reflection mediated the relationship between work engagement and enrichment between work and private life thus expanding the work–family enrichment model developed by Greenhaus and Powell (2006).
Stefanie Daniel, University of Konstanz
Sabine Sonnentag, University of Mannheim-Germany
Submitter: Stefanie Daniel, stefanie.daniel@uni-konstanz.de
234-18 Informal and Formal Organizational Work–Family Support and Associated Outcomes
This study examines informal organizational work–family support as a moderator of the relationship between formal work–family supports usage (i.e., alternate work arrangements) and organizational commitment, positive spillover, and life satisfaction. Coworker support and supervisor support were significant moderators of formal work–family supports usage and positive spillover and organizational commitment, respectively.
Cari L. Colton, NW Natural Gas
Leslie B. Hammer, Portland State University
Caitlin A. Demsky, Portland State University
Margaret B. Neal, Portland State University
Submitter: Caitlin Demsky, cademsky@gmail.com
234-19 Examining the Longitudinal Relationship Between SOC and Work–Family Conflict
A longitudinal model was tested to examine the influence of selection, optimization, and compensation (SOC) coping strategies on changes in work–family conflict (WFC). Results indicate that SOC negatively predicts work–family conflict over time. Thus, using SOC strategies can reduce the amount of WFC a person experiences.
Rebecca J. Early, Wayne State University
Boris B. Baltes, Wayne State University
Submitter: Rebecca Early, cj1215@wayne.edu
234-20 Making Negative a Positive: Furloughs, Family Benefits, and Job Satisfaction
Organizations are developing strategies to sustain their existence in struggling economic times. Furlough policies have been used in almost one-third of organizations and are usually perceived as a hindrance to employees. This study proposes, and results support, that job satisfaction will increase when employees perceive positive family benefits from furloughs.
Ann H. Huffman, Northern Arizona University
Lori Muse, California State University, Fullerton
Sherilyn Romanik, University of Alaska Anchorage
Julia L. Berry, Northern Arizona University
Gabe Ganser, Northern Arizona University
Submitter: Ann Huffman, ann.huffman@nau.edu
234-21 Dispositional Mindfulness as a Unique Predictor of Work–Family Conflict
Past research has shown that both situational and dispositional variables predict work–family conflict. This study introduces mindfulness, the act of being aware in the present moment, as a predictor. Results indicate mindfulness explains unique variance in work–family conflict beyond number of children, work hours, and personality.
Kaitlin M. Kiburz, University of South Florida
Tammy D. Allen, University of South Florida
Submitter: Kaitlin Kiburz, kkiburz@mail.usf.edu
234-22 Work–Family Conflict, Culture and Childcare: Predicting Citizenship Behavior
Work–life conflict is a pervasive and influential effect in the workplace. In this study, data were collected from working parents to investigate how elements of work–family conflict, work–family culture, equity sensitivity, and childcare arrangements predicted their engagement in organizational citizenship behavior (OCB).
Jennifer D. Bragger, Montclair State University
Eugene J. Kutcher, Rider University
Jamie L. Masco, Montclair State University
Ofelia Rodriguez-Srednicki, Montclair State University
Submitter: Eugene Kutcher, ekutcher@rider.edu
234-23 Effects of Core Self-Evaluations and Work Conflict on Emotional Exhaustion
The joint effects of work–family conflict (WFC), alternative work arrangement (AWA) perceptions, and core self-evaluations (CSEs) on emotional exhaustion were investigated in a sample of working adults. Results show that CSEs mitigate the positive relationship between WFC and emotional exhaustion. Implications for research and practice are discussed.
Eileen Linnabery, DePaul University
Christopher K. Adair, DePaul University
Submitter: Eileen Linnabery, eileen.linnabery@gmail.com
234-24 Work–School Conflict and Enrichment: Results From Two Studies
This study investigated antecedents and consequences of work–school conflict (WSC) and enrichment (WSE). Results from 2 studies of employed college students demonstrated that perceived organizational support (POS) and core self-evaluations (CSEs) have implications for WSC and WSE as well as outcomes such as role satisfaction, health, and burnout.
Laurel A. McNall, SUNY Brockport
Jesse S. Michel, Florida International University
Jason K. Steinert, Florida International University
Adriana Rogachefsky, SUNY Brockport
Christopher Jean-Baptiste, SUNY Brockport
Submitter: Laurel McNall, lmcnall@brockport.edu
234-25 Expanding Crossover Research: The Crossover of Job-Related Self-Efficacy Within Couples
This paper examines mechanisms and consequences of the crossover of job-related self-efficacy within working couples (N = 102 couples). It shows that the “actor’s” job-related self-efficacy crosses over to the “partner” via vicarious experience and verbal persuasion. Furthermore, the actor’s job-related self-efficacy indirectly relates to the partner’s work engagement.
Angela Neff, University of Konstanz-Germany
Cornelia Niessen, University of Konstanz-Germany
Sabine Sonnentag, University of Mannheim-Germany
Dana Unger, University of Mannheim-Germany
Submitter: Angela Neff, angela.neff@uni-konstanz.de
234-26 Contributions of Work Engagement and Psychological Detachment to Work–Family Conflict
The study examined the contributions of work engagement and psychological detachment from work during off-job time to employees’ work‒family conflict among 238 bank employees in southeast Nigeria. The results provide evidence that work engagement is positively related to work‒family conflict and psychological detachment is negatively related to work‒family conflict.
Ernest Ike Onyishi, University of Nigeria, Nsukka
Fabian O. Ugwu, Benue State University, Makurdi, Nigeria
Lawrence O. Amazue, University of Nigeria
Submitter: Ernest Onyishi, ikeonyishi@yahoo.com

234-27 Supervisory Work–Family Guidance and Behavioral Integrity: Relationships With Subordinate Conflict
This study examines 2 forms of supervisory influence—supervisory work‒family guidance and behavioral integrity—and hypothesizes how their main and interactive effects relate to employee work‒family conflict. We also test moderated mediation models that examine the impact that organizational culture has on employee’s WFC through supervisors’ influence on employees.
Samantha C. Paustian-Underdahl, University of North Carolina at Charlotte
Jonathon R.B. Halbesleben, University of Alabama
Submitter: Samantha Paustian-Underdahl, spaustia@uncc.edu
234-28 Does It Matter What You Prefer? Segmentation–Fit and Work–Family Conflict
Segmentation between work and family relates to important outcomes like work–family conflict (WFC). This study investigated the relationship between actual and preferred segmentation and WFC from a person–environment fit perspective using polynomial regression and response surface modeling. It found that regardless of preferences, segmentation was related to lower levels of conflict.
Gina A Seaton, Indiana University-Purdue University. Indianapolis
Elizabeth M. Poposki, Indiana University-Purdue University. Indianapolis
Whitney K. Woods, Indiana University-Purdue University. Indianapolis
Erin M. Crask, Indiana University-Purdue University. Indianapolis
Submitter: Gina Seaton, gseaton@iupui.edu
234-29 Social Media’s Influence on Social Support, Efficacy, and Life Satisfaction
This study was designed to understand how social media influences social support, efficacy, and life satisfaction. Results showed that face-to-face and Facebook friends were perceived as providing all 3 types of social support (emotional, instrumental, information), and goal and interpersonal efficacy were significantly related to the perceptions of life satisfaction.
Deborah A. Olson, University of La Verne
Kenneth S. Shultz, California State University, San Bernardino
Jeanny Liu, University of La Verne
Submitter: Kenneth Shultz, kshultz@csusb.edu
234-30 A Within-Person Examination of the Effects of Telework
This study provides a within-person investigation of the effects of teleworking on several relevant variables (e.g., task performance, creative performance, work–family conflict, job satisfaction). Employees completed surveys each day over the course of the week while engaging in teleworking and not. Individuals appear to respond favorably while teleworking.
Ronald P. Vega, George Mason University
Amanda J. Anderson, George Mason University
Seth A. Kaplan, George Mason University
Submitter: Ronald Vega, rvega@gmu.edu
235. Roundtable Discussion/Conversation Hour: 9:00 AM–9:50 AM Elizabeth G
Moving Beyond the Textbook: Incorporating Articles into Undergraduate I-O Courses
During this roundtable/conversation hour, participants will share their experiences using articles in undergraduate I-O psychology courses. Strategies for incorporating articles in and out of class will be discussed, and psychology and business publications will be considered. Upon conclusion, a collaborative list of sources will be generated and made available via e-mail.
Cynthia A. Prehar, Framingham State University, Host
Satoris S. Culbertson, Kansas State University, Host
Submitter: Cynthia Prehar, cprehar@hotmail.com
236. Interactive Posters: 10:30 AM–11:20 AM America’s Cup AB
Naughty or Nice: Bad Behaviors at Work
Olga Clark, University of Hartford, Facilitator
236-1 The Role of Discrete Emotions in Predicting Counterproductive Work Behavior
A cross-sectional study investigated if discrete negative emotions differentially relate to specific subfacets of counterproductive work behavior (CWB). The findings suggest that the best predictor of each CWB subfacet is not always the same. This study provides some support for the stressor-emotion model of CWB.
Jeremy Bauer, University of South Florida
Paul E. Spector, University of South Florida
Russell E. Johnson, Michigan State University
Submitter: Jeremy Bauer, jbauer58@gmail.com
236-2 Observer Responses to Incivility: Influences of Relational Demography and Time
We employed a relational demography framework to explore the influence of victim race and group racial composition on observer responses to workplace incivility over time. Observer responses depended upon relational demography, time, and the nature of the response. Practical implications are discussed.
Brent Lyons, Michigan State University
Ann Marie Ryan, Michigan State University
Submitter: Brent Lyons, lyonsbr3@msu.edu
236-3 The Interactive Role of Gender in CWB and Workplace Aggression
This study examined direct and interactive relationships of gender with CWB directed toward organizations and people, physical aggression, and relational aggression. Men reported more of all 4 forms of behavior than women; men had stronger relationships of job stressors and personality with CWB and workplace aggression than did women.
Zhiqing E. Zhou, University of South Florida
Paul E. Spector, University of South Florida
Submitter: Zhiqing Zhou, zhiqing@mail.usf.edu
236-4 Conflict at Work and Well-Being: Reciprocal Short-Term Effects
We examined reciprocal short-term associations between task and relationship conflict and well-being with a diary study over 2 weeks (N = 131). We found reciprocal lagged effects between relationship conflict and well-being, which point to a vicious circle. When we controlled for relationship conflict, task conflict was unrelated to well-being.
Laurenz L. Meier, University of Bern
Sven Gross, University of Bern
Paul E. Spector, University of South Florida
Norbert K. Semmer, University of Bern
Submitter: Laurenz Meier, meierl@usf.edu
237. Symposium/Forum: 10:30 AM–12:20 PM America’s Cup CD
Careers Across Cultures: International Experiences and Attitudes
In this symposium, global careers are considered from two perspectives. First, career experiences of employees working within diverse Western and Eastern cultures are examined. Second, international careers are examined, including international career aspirations as well as experiences of global employees—both expatriates and those who travel frequently across cultural borders.
Karen S. Lyness, Baruch College, CUNY, Co-Chair
Margaret A Shaffer, University of Wisconsin Milwaukee,
Michael K. Judiesch, Manhattan College, Grishma Shah, Manhattan College, Globalization, Collectivist Values, and Gender: Understanding Career Aspirations in India
Karen S. Lyness, Baruch College, CUNY, Regina H. Eckert, Center for Creative Leadership, Laura Sywulak, Baruch College, CUNY, Marian N. Ruderman, Center for Creative Leadership, William A. Gentry, Center for Creative Leadership, Culture and Managerial Careers: A Study in Five European Countries
Yih-Teen Lee, IESE Business School, B. Sebastian Reiche, IESE Business School, Dongmei Song, IESE Business School, How Do Previous International Experiences Influence Future International Career Aspirations?
Mihaela Dimitrova, University of Wisconsin-Milwauke, Sherwin I. Chia, Nanyang Technological University, Cheryl Tay, Nanyang Technological University, Margaret A Shaffer, University of Wisconsin-Milwaukee, Dora M. Luk, City University of Hong Kong, International Travel Frequency Effects on Global Business Travelers’ Career Attitudes
Wolfgang Mayrhofer, Wirtschaftsuniversitaet (WU) Wien, Discussant
Submitter: Mihaela Dimitrova, mihaela@uwm.edu
238. Symposium/Forum: 10:30 AM–11:50 AM Annie AB
Self-Regulating Across Goals and Time
This symposium presents innovative research within the area of self-regulation. Specifically, the symposium highlights experimental designs that investigate dynamic multiple-goal pursuit, using innovative statistical and computational approaches to understanding self-regulation. Included is a meta-analysis on studies of within-person self-efficacy effects, a first in terms of multilevel data.
Jeffrey B. Vancouver, Ohio University, Chair
Justin M. Weinhardt, Ohio University, Co-Chair
Traci Sitzmann, University of Colorado Denver, Gillian B. Yeo, University of Western Australia, A Meta-Analysis of the Within-Person Effect of Self-Efficacy on Performance
Andrew F. Neal, University of Queensland, Gillian B. Yeo, University of Western Australia, Timothy Ballard, University of Western Australia, Sarah Hall, University of Western Australia, Examining the Components of Self-Regulation During Goal Setting and Striving
Justin M. Weinhardt, Ohio University, Jeffrey B. Vancouver, Ohio University, Justin D. Purl, Ohio University, Amanda R. Covey, Ohio University, Anastasia L. Milakovic, Ohio University, Claudia Gonzalez-Vallejo, Ohio University, Dynamic Preference Construction in Multiple Goal Pursuit
Aaron M. Schmidt, University of Minnesota, Sophie Leroy, New York University, James W. Beck, University of Minnesota, The Effects of Regulatory Focus on Attention Residue Following Interruptions
Richard P. DeShon, Michigan State University, Discussant
Submitter: Justin Weinhardt, jw225207@ohio.edu
239. Symposium/Forum: 10:30 AM–11:50 AM Betsy BC
Good, Bad, or Both: Some New Perspectives on Workaholism
This symposium illustrates several ways in which the complexity of heavy work investment/workaholism may simultaneously lead to outcomes that are solely positive, solely negative, or mixed. The symposium presents some new perspectives on workaholism that aim at clarifying the construct, its structure, and outcomes.
Mary Hogue, Kent State University, Chair
Marina N. Astakhova, Kent State University, Co-Chair
Nathan Culmer, University of Iowa, Working on Workaholism: Motivation, Attitudes, and Addiction
Marina N. Astakhova, Kent State University, Heavy Work Investment Typology: A Biopsychosocial Framework
Ronald J. Burke, York University, Parbudyal Singh, York University, Consequences of Passion and Addiction Among Managers and Professionals
Gayle Porter, Rutgers, The State University of New Jersey, Gayle Porter, Rutgers, The State University of New Jersey, Workaholics’ Attributions About Company-Supplied Smartphones
Gayle Porter, Rutgers, The State University of New Jersey, Discussant
Submitter: Marina Astakhova, mastakho@gmail.com
240. Panel Discussion: 10:30 AM–11:50 AM Delmar AB
I-O and the Education of Today’s Physicians
This panel session examines the role of I-O psychology in healthcare by focusing on the education of physicians. A diverse panel of I-O psychologists will discuss current work and future research needs related to physician education: selection to medical school, medical school, residency, and postresidency and continuing education.
Andrea Amodeo, IMPAQ International, Chair
David P. Baker, IMPAQ International, Panelist
Michael T. Brannick, University of South Florida, Panelist
Scott H. Oppler, Assn of Amer. Medical Colleges, Panelist
Michael Rosen, Johns Hopkins University, Panelist
Submitter: Andrea Amodeo, amodeo29@hotmail.com
241. Posters: 10:30 AM–11:20 AM Douglas Pavilion BCD
Staffing (e.g., recruitment, applicant reactions, selection system design, succession planning, workforce planning)
241-1 Effects of Subgroups’ Variances on Cognitive Ability Test Differential Validity
Racial/ethnic subgroups’ observed correlations between cognitive ability tests and performance criteria differ (i.e., differential validity), but differential prediction studies have concluded that subgroups’ regression slopes do not differ. Data from 1+ million participants demonstrate that subgroup differences in criterion-to-test standard deviation ratios only account for this disconnect in some domains.
Clare L. Barratt, Texas A&M University
Christen L. Dovalina, Texas A&M University
Peng Zhao, Texas A&M University
Christopher M. Berry, Texas A&M University
Submitter: Christopher Berry, cmberry@tamu.edu
241-2 Joint Effects of Race and Language in Explaining Differential Prediction
This study investigates the joint role of race/ethnicity and language proficiency for Hispanic and Asian students across 3 admissions systems in predicting freshman grades. We find differential prediction for Asian students for the SAT, with more nuanced investigations demonstrating that this is driven by students’ language proficiency on verbally loaded subtests.
Winny Shen, University of South Florida
Thomas Kiger, University of Minnesota
Paul R. Sackett, University of Minnesota
Nathan R. Kuncel, University of Minnesota
Philip T. Walmsley, University of Minnesota
Adam Beatty, University of Minnesota
Jana Rigdon, University of Minnesota
Submitter: Winny Shen, wshen@usf.edu
241-3 Faking to the Max: Do Ceiling Effects Constrain Faking?
Fake-good personality studies were meta-analyzed and examined for ceiling effects. The percent of the maximum value achieved was calculated when instructed to fake good. Although faking effects are positive across all dimensions of the 5-factor model of personality, reaching the maximum score is a rare occurrence.
Chelsea E. Jenson, University of Minnesota
Paul R. Sackett, University of Minnesota
Submitter: Chelsea Jenson, jens1177@umn.edu
241-4 The Effects of Scoring Technique on Situational Judgment Test Validity
Motowidlo and his colleagues (2006) recently developed a scoring technique for SJTs based on implicit beliefs concerning the effectiveness of different behavioral choices that demonstrate varying levels of targeted traits. This research explores how scoring methods affect the relationship SJT scores have with cognitive ability, personality traits, and performance.
Daniel S. Miller, University of Central Florida
Kimberly A. Smith-Jentsch, University of Central Florida
Submitter: Daniel Miller, daniel.miller.ucf@gmail.com
241-5 Too Big to Hire: Factors Impacting Employment Weight Discrimination
Overweight individuals often experience workplace discrimination. This study examined the employment screening process to assess the impact of applicant characteristics (i.e., weight and gender), job characteristics (i.e., visibility and physical demands), and rater characteristics (i.e., antifat attitudes). With the exception of job visibility, all of the factors impacted hiring recommendations.
Lynn K. Bartels, Southern Illinois University-Edwardsville
Cynthia R. Nordstrom, Southern Illinois University-Edwardsville
Submitter: Lynn Bartels, LBartel@siue.edu
241-6 An Illustration of Pareto-Optimality Applied to Primary Study Educational Data
Pareto-optimal weights have been introduced as a method for balancing the competing objectives of expected criterion performance and diversity. This concept is applied to a multi-institution educational dataset to illustrate the range of potential tradeoffs between selection quality and diversity. In addition, the moderator of institution selectivity is ananlyzed.
Adam Beatty, University of Minnesota
Paul R. Sackett, University of Minnesota
Nathan R. Kuncel, University of Minnesota
Thomas Kiger, University of Minnesota
Jana Rigdon, University of Minnesota
Winny Shen, University of South Florida
Submitter: Adam Beatty, beatt071@umn.edu
241-7 The Effects of Nepotism on Bystander Job Attitudes
Few empirical studies have examined the effects of nepotism in organizations. This study investigated the effect of nepotism on bystander job attitudes using a series of vignettes. Results suggest that attitudes depend on features of the nepotistic event, specifically the beneficiary’s level of merit and proximity to the bystander.
Benjamin Biermeier-Hanson, Wayne State University
Levi R. Nieminen, Wayne State University
Marcus W. Dickson, Wayne State University
Submitter: Benjamin Biermeier-Hanson, b.biermeier@wayne.edu
241-8 A Source Trait Conceptualization of Person–Work Environment Fit
An exchange system conceptualization of person–work environment (P–WE) fit model of the causal constructs that underlie P–WE fit, both for individual employees and organizational collectives, is elaborated. Also discussed are 2 approaches for mapping individual and collective constructs necessary to capture the complexity of P–WE fit.
John F. Binning, The DeGarmo Group, Inc.
Adam L. Bradshaw, Illinois State University
Submitter: John Binning, jbinning@ilstu.edu
241-9 Predicting Employee Turnover From Prehire Information
This study found that individuals recruited by employee referrals had a lower turnover rate than individuals recruited by other sources. This difference was most pronounced during the initial employment period. In comparison to first-time applicants, those who had previously applied for jobs had a lower turnover rate.
James A. Breaugh, University of Missouri-St Louis
Submitter: James Breaugh, jbreaugh@umsl.edu
241-10 The Evolution of Workforce Analytics: Implications for Science and Practice
A new generation of workforce analytics is needed that leverages the capabilities of integrated HR information systems to better meet the needs of organizational decision makers. This manuscript discusses the unique opportunity this offers scholars to simultaneously inform practice and advance the science of human resources management.
Kevin D. Carlson, Virginia Tech
Andrew O. Herdman, Virginia Tech
Ross L. Mecham, III, Virginia Tech
Richard C. Watson, Virginia Tech
Jerry P. Flynn, Virginia Tech
Submitter: Kevin Carlson, kevinc@vt.edu
241-11 Cultural Differences in Applicant Perceptions of Assessments and Organizations
This study sought to understand the role of culture on an applicant’s perceptions of an online assessment and the organization that uses such assessment in their hiring practices. Applicant data from a multinational telecommunications organization was examined to explore differences in applicant reactions between those in Mexico and the U.S.
Andrea Lassiter, Minnesota State University
Abby Miller, SHLPreVisor
Olivia E. Martin, Minnesota State University
Pamela Congemi, Target Corporation
Submitter: Pamela Congemi, pamela.congemi@target.com
241-12 An Examination of the Influence of DIF on Selection Decisions
The effects of DIF on selection decisions were examined using a Monte Carlo simulation involving small sample sizes and impact similar to what is observed in practice. The results indicated small improvements in selection rates for focal group members when DIF items were removed from a simulated cognitive ability test.
Jeffrey S. Conway, University of South Florida/PDRI
Jacob Seybert, University of South Florida
Stephen Stark, University of South Florida
Submitter: Jeffrey Conway, jconway@mail.usf.edu
241-13 Quasi-Experimental Designs Evaluation of a Preoffer Risk Management Assessment Program
This study was undertaken as part of an effort to evaluate the impact of a wireless retailer’s risk management assessment program on relevant business metrics. It was found that the turnover, shrinkage, and number of disciplinary action metrics were significantly reduced after the implementation of the risk management assessment.
Jason Read, AT&T
Seth Zimmer, AT&T
Kelly D. Dages, Vangent, Inc.
John W. Jones, Vangent Human Capital
Submitter: Kelly Dages, kelly.dages@vangent.com
241-14 The Development of General Evaluations of Corporations
This study examined how general evaluations of corporations develop by testing an impression formation model (Highhouse, Brooks, & Greguras, 2009). Impressions either fully or partially mediated the images–evaluations relations. Respectability was more strongly related to evaluations than was impressiveness, and market image may be the most important driver of impressions.
Dalia L. Diab, Xavier University
Scott Highhouse, Bowling Green State University
Submitter: Dalia Diab, diabd@xavier.edu
241-15 Keeping Up With the Joneses: Applicants Reactions to Multimedia SJTs
This study investigated differences in applicant reactions to a multimedia SJT and a computerized text based SJT. Participants reported higher procedural justice reactions and more positive company perceptions after completing the multimedia SJT. Further, applicants reacted more favorably to personality and cognitive ability tests after taking the multimedia SJT.
Erica N. Drew, Florida International University
Julie J. Lamer, Florida International University
Valentina Bruk Lee, Florida International University
Pamela J. Levine, PreVisor
Kimberly A. Wrenn, PreVisor
Submitter: Erica Drew, endrew9@yahoo.com
241-16 Differences in Applicant Reactions Between Internal and External Applicants
Perceptions of internal applicants are often overlooked yet are important. This study investigated differences between internal and external applicant perceptions. Results indicate that internal applicants had lower fairness perceptions than external applicants. In addition, satisfaction with the level of communication during the process was negatively related to fairness perceptions.
Bonnie J. Farago, Transprotation Security Administration
Lycia A. Carter, Transportation Security Administration (TSA)
Anthony S. Boyce, Aon Hewitt
Submitter: Bonnie Farago, bonnie.farago@gmail.com
241-17 Impact of Remotely Delivered Assessments on Brand Image Perceptions
This study was conducted to assess the impact of a selection tool on brand image perceptions that applicants hold of an organization. Initial brand image was manipulated through changing descriptions of a hypothetical organization. Brand image perceptions were found to be variable throughout the recruitment and selection process.
Jared Z. Ferrell, University of Akron
Dennis Doverspike, University of Akron
Steven R. Ash, University of Akron
Submitter: Jared Ferrell, jzf2@zips.uakron.edu
241-18 Reexamination of the Social Identity Consciousness Scale Using Job Seekers
This study examined the factor structure of the Social Identity Conscious scale in a sample of actual job seekers. The scale was found to exhibit a different factor structure than initially proposed by Highhouse, Thornbury, and Little (2007). Implications of these findings are also discussed.
Jared Z. Ferrell, University of Akron
Andrea F. Snell, University of Akron
Dennis Doverspike, University of Akron
Aaron J. Kraus, University of Akron
Yoshie Nakai, Eastern Kentucky University
Submitter: Jared Ferrell, jzf2@zips.uakron.edu
241-19 Interviewer Training: Its Effects on Interview Approach, Beliefs, and Attitudes
Despite greater predictive validity of structured versus unstructured interviews, most interviewers fail to adopt a structured approach. This study examined impacts of formal interviewer training. Results indicate that trained interviewers were more likely to structure their interviews, less anxious about conducting interviews, and more confident about their interviewing skills.
Jacob S. Fischer, Edward Jones
Lisa Roberts, Edward Jones
Therese H. Macan, University of Missouri-St Louis
Submitter: Jacob Fischer, jacobfischer@umsl.edu
241-20 Team Selection Regarding Personality Composition: Propositions for Improved Validity
Personality is an important team composition variable that is often used in making team selection decisions. This paper presents several ways to improve the predictive efficacy of personality measures in team contexts. Considerations of item context, the criterion domain, a focus on facets, and methods of aggregation are discussed.
David Fisher, DePaul University
Brian J. Marentette, DePaul University
Christopher K. Adair, DePaul University
Submitter: David Fisher, dfisher1@depaul.edu
241-21 Efficacy-Based Model of Military Accession
Using a longitudinal design, we applied social cognitive theory to examine military recruitment drop out during an underresearched period of organizational life: the waiting period between formal recruitment and socialization. Logistic regression results supported SCT beyond alternative explanations: social support and recruiter interaction fairness. Implications for managing applicants’ efficacy are discussed.
Phillip L. Gilmore, George Mason University
Katherine Ely, Fors Marsh Group
Submitter: Phillip Gilmore, pgilmore@gmu.edu
241-22 Regulatory Focus in the Selection Context
This study was conducted to examine the effects of regulatory focus theory on the selection of candidates via resumés and cover letters. It examined the possibility that recruiters’ promotion and prevention foci affect their prehire decisions and noted that firms could prime different regulatory orientations in individuals.
Clifford R. Haimann, George Mason University
Lois E. Tetrick, George Mason University
Submitter: Cliff Haimann, chaimann@gmu.edu
241-23 Deconstructing Structured Interviews: Content Analysis of Recent Research on Structure
This article provides an analysis of recent research on structured interviews using components from Campion et al. (1997). Seven components are found to be widely used, but the other 8 are not. Three new components are introduced: transparency, rapport building, and reaching consensus versus averaging. Suggestions for future research are outlined.
Christopher J. Hartwell, Purdue University
Julia Levashina, Kent State University
Frederick P. Morgeson, Michigan State University
Michael A. Campion, Purdue University
Submitter: Christopher Hartwell, chrishartwell@gmail.com
241-24 Psychological Stigma of Unemployment: When Joblessness Leads to Being Jobless
In 2 studies, we find that unemployment stigma exists, occurs instantaneously, is difficult to alleviate, and leads to hiring biases against the unemployed. This stigma-based account of the unemployed stands in contrast to economic theories purporting that individuals rationally base their judgments on the skill deterioration of the unemployed.
Geoffrey C. Ho, UCLA
Margaret Shih, UCLA
Daniel J. Walters, UCLA
Todd L. Pittinsky, Stony Brook University
Submitter: Geoffrey Ho, gho@anderson.ucla.edu
241-25 Reactions to Intelligence Tests: Effects of Performance and Achievement Goals
In this study the order of difficulty of items within a cognitive power test was manipulated to influence performance and, in turn, test perceptions (e.g., fairness, validity). The role of achievement goals in predicting performance and test perceptions was also explored. Practical and theoretical implications are discussed.
Carolyn M. Jagacinski, Purdue University
Donald E. Lustenberger, Development Dimensions International
Brett W. Guidry, Purdue University
Submitter: Carolyn Jagacinski, jag@psych.purdue.edu
241-26 Finding Good Help: Using Personality Tests and SJT’s
This paper focuses on the utility of using both situational judgment tests and personality tests as part of an assessment battery for customer service positions. Data from over 4,000 job incumbents working in 4 existing customer service jobs in a large retail organization was collected.
Stacey R. Kessler, Montclair State University
Matthew H. Reider, Reider Research/Campion Services, Inc.
Michael A. Campion, Purdue University
Submitter: Stacey Kessler, stacey9815@aol.com
241-27 Deep Thinking: Need for Cognition in the Structured Interview
Need for cognition was examined for its impact on primacy and recency effects in ratings of the written transcripts of a competency-based interview. Recency effects, regardless of need for cognition, were found. Those high in need for cognition rated more conservatively relative to those low in cognition.
Amy Lawton, California State University-San Bernardino
Janet L. Kottke, California State University-San Bernardino
Kyle McNeal, California State University-San Bernardino
Submitter: Janet Kottke, jkottke@csusb.edu
241-28 Intelligence and Prior Deviance Predicts Off-Duty Deviance
Employee deviance outside of the workplace has rarely been studied. This behavior, defined as off-duty deviance (ODD), was explored using 667 players from the NFL. Results support the criterion-related validity of intelligence and prior deviance to predict future ODD. Implications germane to the NFL, organizations, and society are discussed.
Brian D. Lyons, Wright State University
William Bommer, California State University, Fresno
Brian J. Hoffman, University of Georgia
Submitter: Brian Lyons, brian.lyons@wright.edu
241-29 Situational Judgment Tests as a Form of Realistic Job Preview
Situational judgment tests (SJTs) and realistic job previews (RJPs) have different purposes, but both provide applicants with job-relevant information. This study compared knowledge gain and withdrawal intentions in RJP and SJT conditions and concluded that SJTs are effective as RJPs for communicating information about the job and influencing applicant reactions.
Brian J. Marentette, DePaul University
Jane A. Halpert, DePaul University
Eileen Linnabery, DePaul University
Marco Passuello, DePaul University
Submitter: Brian Marentette, bmarente@depaul.edu
241-30 An Examination of Rapport Building in Interviews
This study examined interviewer rapport-building behaviors, applicant interview anxiety, interview performance, and self-promotion. Results demonstrated that interview anxiety is negatively related to applicant perceptions of performance but not hiring decisions. Rapport building was negatively related to self-promotion. Post-hoc analyses revealed that interview anxiety mediated the rapport-building/self-rated performance and the rapport-building/self-promotion relationships.
Daniel Nicely, University of Houston
Cyrus Mirza, University of Houston
Sara A Brothers, University of Houston
Joseph G. Zaragoza, University of Central Florida
James E. Campion, University of Houston
Submitter: Cyrus Mirza, csmirza2@uh.edu
241-31 Bringing Along the Family: Nepotism in the Workplace
This study was conducted to determine if justice perceptions act as an underlying mechanism for nepotistic organizations and if self-concept alters these perceptions. Using an experimental lab study, these relationships were tested.
Rabiah S. Muhammad, University of Maryland
Paul J. Hanges, University of Maryland
Submitter: Rabiah Muhammad, rabiahm@umd.edu
241-32 The Fakability and Validity of an Integrity-Based IAT
This study concerns the validity and fakability of an integrity-based IAT (the IAT-sp), an adaptation of one developed by Fischer and Bates (2008). Data provide evidence for the assessments validity. Although less predictive of deviance, the IAT-sp was found to be significantly less easily faked than an explicit integrity assessment.
Andrew Clark, North Carolina State University
Adam W. Meade, North Carolina State University
Submitter: Andrew Clark, apclark@ncsu.edu
242. Symposium/Forum: 10:30 AM–11:50 AM Edward AB
The Dark Side of Emotions in the Workplace
Despite the recent focus on positive emotions in work settings, the dark side is not going away. In 4 presentations, authors outline different facets of the dark emotions, including the emotional contagion and employee burnout, abuse victim retaliation, the negative effects of emotional labor, and guilt resulting from unethical behavior.
Neal M. Ashkanasy, University of Queensland, Co-Chair
Laura Petitta, University of Rome Sapienza, Co-Chair
Laura Petitta, University of Rome Sapienza, Fiorenza Di Cave, University of Rome Sapienza, Emotional Contagion at Work and Job Burnout
Rebecca T. Michalak, University of Queensland, Neal M. Ashkanasy, University of Queensland, Tit-for-Tat, Take That! Expressively Driven Retaliation and “Perpetrated Perpetrators”
Catherine S. Daus, Southern Illinois University-Edwardsville, Tiffani Cage, Saint Louis University, The Unexpected Tradeoffs Between Emotional Intelligence and Emotional Labor
KiYoung Lee, University of Minnesota, Michelle K. Duffy, University of Minnesota, Brian R. Dineen, University of Kentucky, Chris A. Henle, Colorado State University, Tiffany M. Trzebiatowski, University of Wisconsin-Madiso, Blinded by Success: Unethical Behavior, Success, and Guilt
Yochi Cohen-Charash, Baruch College-CUNY, Discussant
Submitter: Neal Ashkanasy, n.ashkanasy@uq.edu.au
243. Symposium/Forum: 10:30 AM–11:50 AM Edward CD
Moving Beyond “Soft” Outcomes and Single Time Points in Reactions Research
Despite recent calls for improved methodology in applicant reactions research, there are still few longitudinal studies with “hard” behavioral outcomes. This symposium aims to fill this gap by bringing together 5 presentations that examine applicant reactions from either a longitudinal perspective or by linking reactions to objective behavioral outcomes.
Gary W. Giumetti, Georgia College, Co-Chair
Patricia B. Barger, Kronos, Inc., Co-Chair
Patricia B. Barger, Kronos, Inc., Ryan P. Robinson, Kronos, Inc., Anne Thissen-Roe, Kronos, Inc., Thu G. Hoang, Portland State University, Investigating the Effects of Applicant Reactions on Reapplication Behavior
Jennica R. Webster, Marquette University, Terry A. Beehr, Central Michigan University, Internal Applicant Reactions to Promotion Decisions
Gary W. Giumetti, Georgia College, Patrick H. Raymark, Clemson University, Do Applicant Reactions Matter? Testing a Model of Applicant Withdrawal
Marjolein L. Feys, Ghent University, Frederik Anseel, Ghent University, Bart Wille, Ghent University, A Longitudinal Study of Candidates’ Reactions in “American Idol”
Benjamin D. McLarty, Louisiana State University, Daniel Whitman, Louisiana State University, Tim R. Samples, Hogan Lovells US LLP, Tatiana H. Toumbeva, Louisiana State University, The Role of Disposition on Applicant Behavioral Intentions
Donald M. Truxillo, Portland State University, Discussant
Submitter: Patricia Barger, patricia.barger@kronos.com

244. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth A
Disability in the Workplace: Contemporary Challenges Beyond ADA Compliance
Beyond actions mandated by the Americans with Disabilities Act (1990), workers with disabilities face subtle discrimination in social and work opportunities and perceptions of illegitimacy. The symposium will discuss research on issues that currently are not addressed by legislation yet may yield differential opportunities for workers with disabilities.
Alecia M. Santuzzi, Northern Illinois University, Chair
Casey C. Smith, Baruch College, CUNY, Alecia M. Santuzzi, Northern Illinois University, Selection of Individuals With Disability: Task Type and Selection Instructions
Jill C. Bradley, California State University, Fresno, Philip J. Gentile, California State University, Fresno, Experience of Mistreatment and Friendly Treatment of People With Disabilities
Meera Adya, Syracuse University, Douglas L. Kruse, Rutgers University, Lisa Schur, Rutgers University, An Experimental Field Approach to Examining Disability-Based Hiring Patterns
Pamela R. Waltz, Northern Illinois University, Deborah E. Rupp, Purdue University, Alecia M. Santuzzi, Northern Illinois University, Lisa Finkelstein, Northern Illinois University, Defining Disability: The Role of Labels in Justice Perceptions
Adrienne J. Colella, Tulane University, Discussant
Submitter: Alecia Santuzzi, asantuzzi@niu.edu
245. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth B
The Future of Transformational Leadership Research: Conceptual and Methodological Developments
This session will focus on issues that have been identified in the transformational leadership literature as needing further development. Topics include cultural differences, individual follower differences, level of analysis issues, as well as recommendations for future measurement and research.
Rajnandini Pillai, California State University San Marcos, Patricia Tomei, Pontifical Catholic University of Rio de Janeiro (PUC), Melissa K. Carsten, Claremont Graduate University, Transformational and Authentic Leadership: Are the Scales of Justice Tipped?
Tiffany Hansbrough, Baldwin-Wallace College, Individual Differences and the Appeal of Transformational Leadership
Shelley Dionne, Binghamton University, Jae Uk Chun, Korea University, Chanyu Hao, Binghamton University, Andra Serban, Binghamton University, Francis J. Yammarino, SUNY Binghamton, William D. Spangler, Binghamton University, Levels of Analysis Incorporation and Publication Quality
Chet Schriesheim, University of Miami, Francis J. Yammarino, SUNY Binghamton, John J. Sosik, Pennsylvania State University-Great Valley, Dong I. Jung, San Diego State University, Yonghong Liu, University of Miami, The Empirical Level of Analysis of MLQ Form 5X Items
Ronald E. Riggio, Claremont McKenna College, Discussant
Submitter: Tiffany Hansbrough, thansbro@bw.edu
246. Special Events: 10:30 AM–11:50 AM Elizabeth C
IGNITE Lightning Round: I-O Psychology’s Impact on People’s Working Lives
In this invited sequel, presenters have 5 minutes and 20 automatically progressing slides to share experiences where I-O psychology meaningfully impacted people’s working lives. Practitioners and academics tell their most compelling stories about the individuals their work has influenced. Come be reminded why so many of us became I-O psychologists.
Autumn D. Krauss, Sentis, Chair
Mark J. Schmit, Society for Human Resource Management, Presenter
Allan H. Church, PepsiCo, Presenter
Jeffrey J. McHenry, Rainier Leadership Solutions, Presenter
Nancy T. Tippins, Valtera Corporation, Presenter
Michael A. Campion, Purdue University, Presenter
Julian Barling, Queen’s University, Presenter
Steven D. Ashworth, San Diego Gas & Electric, Presenter
Steven G. Rogelberg, University of North Carolina Charlotte, Presenter
William Shepherd, Huntington National Bank, Presenter
Elaine D. Pulakos, PDRI, an SHL Company, Presenter
Submitter: Autumn Krauss, autumn.krauss@sentis.net
247. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth F
New Trends on Impression Management, Faking, and Deception in Interviews
This symposium offers a theoretical and empirical contribution to research on impression management (IM) in interviews. It addresses IM construct- and criterion-related validity, interviewers’ ability to detect deceptive IM, the impact of IM on interview outcomes, and organizations’ use of discovered deceptive IM as justification in court cases.
Julia Levashina, Kent State University, Co-Chair
Nicolas Roulin, University of Lausanne, Co-Chair
Julia Levashina, Kent State University, Christopher J. Hartwell, Purdue University, Frederick P. Morgeson, Michigan State University, Michael A. Campion, Purdue University, Impression Management in Structured Interviews: Review of Research and Meta-Analysis
William S. Weyhrauch, Kansas State University, Satoris S. Culbertson, Kansas State University, Christopher J. Waples, Kansas State University, Behavioral Cues as Indicators of Deception in Structured Employment Interviews
Nicolas Roulin, University of Lausanne, Julia Levashina, Kent State University, Adrian Bangerter, University of Neuchatel, Can Interviewers Detect and Discount Honest and Deceptive Applicant IM?
Ute-Christine Klehe, Justus Liebig Universität Gießen, Martin Kleinmann, University of Zurich, Jessica Meisel, Justus Liebig Universität Gießen, Christiane Niess, Universiteit van Amsterdam, Much Ado About Nothing? On the Nature of Impression Management
Linda Sue Ficht, Indiana University Kokomo, Can I Fake It? Court’s View on Faking in Interviews
Allen I. Huffcutt, Bradley University, Discussant
Submitter: Julia Levashina, jlevashi@kent.edu
248. Roundtable Discussion/Conversation Hour: 10:30 AM–11:20 AM Elizabeth G
Work–Life Issues of Single Employees: Implications for Research and Practice
The authors will engage in a facilitated discussion about today’s single employee. The session will focus on reviewing the current understanding of workplace challenges for single employees, discussing their inclusion in work–life programs and policies, and stimulating future research and workplace practices.
Lesley A. Perkins, Self-Employed, Host
Caryn Medved, Baruch College, Host
Submitter: Lesley Perkins, Lesleyperkins@yahoo.com
249. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth H
The Impact of Social Media on Work
Online social media sites are becoming part of individual communication, and impacts are being felt in the workplace. This symposium presents research that builds understanding of how people use social media in relation to their jobs and how social media can be used in ways beneficial to organizations.
Richard N. Landers, Old Dominion University, Chair
Gordon B. Schmidt, Michigan State University, Co-Chair
Nathan Weidner, Wayne State University, Kevin T. Wynne, Wayne State University, Kimberly E. O’Brien, Central Michigan University, Individual Differences in Workplace Related Use of Social Networking Sites
Gordon B. Schmidt, Michigan State University, Ariel Lelchook, Gettysburg College, James E. Martin, Wayne State University, The Relationship Between Social Media Coworker Friends and Work-Related Attitudes
Hannah-Hanh D. Nguyen, California State University, Long Beach, Christina Siu, California State University, Long Beach, Using Computer-Mediated Communication as Stress-Coping and Organizational Retaliatory Tools
Richard N. Landers, Old Dominion University, Rachel C. Callan, , Using Social Networking Sites With Gameification to Support Employee Learning
Jeffrey M. Stanton, Syracuse University, Discussant
Submitter: Gordon Schmidt, schmi306@msu.edu
250. Symposium/Forum: 10:30 AM–11:50 AM Emma AB
Macrocognition in Teams: Understanding Knowledge Building for Team Problem Solving
Macrocognition in teams involves individual and team cognitive processes to generate new knowledge to solve unique problems. Four empirical studies present different approaches to examine the learning and knowledge creation processes in team problem solving. The research incorporates multilevel theory with a focus on dynamic processes in team cognition.
Steve W. J. Kozlowski, Michigan State University, Co-Chair
Georgia T. Chao, Michigan State University, Co-Chair
Steve W. J. Kozlowski, Michigan State University, Georgia T. Chao, Michigan State University, James Grand, Michigan State University, Michael T. Braun, Michigan State University, Goran Kuljanin, Michigan State University, Boids, Droids, & Noids: An Integrative Research Paradigm on Macrocognition
Joan R. Rentsch, University of Tennessee, Lisa Delise, University of Tennessee, Abby L. Mello, University of Tennessee, Knoxville, Melissa Staniewicz, University of Tennessee, Knoxville, Nancy M. Scott, University of Tennessee, The Relationships Among Team Cognition and Knowledge Building Variables
Sara McComb, Purdue University, Examining the Mental Model Convergence Process Across Varying Conditions
Stephen M. Fiore, University of Central Florida, Kimberly A. Smith-Jentsch, University of Central Florida, Eduardo Salas, University of Central Florida, Macrocognition in Teams: Examining Processes in Complex Problem Solving
Submitter: Georgia Chao, chaog@bus.msu.edu
251. Community of Interest: 10:30 AM–11:50 AM Emma C
Corporate Social Responsibility
Daniel B. Turban, University of Missouri, Host
David A. Jones, University of Vermont, Host
Trevor G. Byrd, Morehead Associates, Coordinator
252. Symposium/Forum: 10:30 AM–11:50 AM Ford AB
You Don’t Say? Innovative Approaches to Employee Survey Text Analytics
This symposium brings together 4 presentations that describe how text data were collected and used in innovative ways that go beyond current text analysis practices. The presentations emphasize the importance of capturing employee opinion in more rigorous ways by ensuring that qualitative data are analyzed in congruence with quantitative data.
Madhura Chakrabarti, Dell Inc, Chair
Paul M. Mastrangelo, CLC Genesee, Corporate Executive Board, William A Johnson, CLC Genesee, Open-Ended Survey Questions for Word Clouds: “What One Word Describes…”
Madhura Chakrabarti, Dell Inc., Jolene L. Skinner, Dell Inc., Triangulating Comments From Three Sources: Innovative Use of Comment Data
Neal H. Patel, Google, Tina Malm, Google, Employee Text Data: Google’s Journey, Two Years Later
Jeremy Kasle, JetBlue Airways, Stuart Shulman, Texifter, Linking Employee Comments to Engagement Initiatives
William H. Macey, Valtera, Discussant
Submitter: Madhura Chakrabarti, madhura_chakrabarti@dell.com
253. Symposium/Forum: 10:30 AM–11:50 AM Gregory AB
New Insights Into Political Skill
Political skill provides insight into understanding the effectiveness of social influence attempts. This symposium considers how political skill relates to theoretically relevant, novel outcomes. These studies indicate that political skill is important to understanding (a) supervisor impressions of interns, (b) social cue detection, and (c) social capital.
Christopher C. Rosen, University of Arkansas, Co-Chair
Emilija Djurdjevic, University of Arkansas, Co-Chair
Yongmei Liu, Illinois State University, Barton A. Weitz, University of Florida, Jung Xu, DePaul University, Joint Effects of Ingratiation and Political Skill on Internship Outcomes
Tassilo D. Momm, University of Bonn, Yongmei Liu, Illinois State University, Gerhard Blickle, University of Bonn, Political Skill and Emotional Cue Learning via Voices: Training Study
Emilija Djurdjevic, University of Arkansas, Christopher C. Rosen, University of Arkansas, Russell E. Johnson, Michigan State University, Use It or Lose It: Political Skill and Social Capital
Pamela L. Perrewe, Florida State University, Discussant
Gerald R. Ferris, Florida State University, Discussant
Submitter: Emilija Djurdjevic, EDjurdjevic@Walton.uark.edu
254. Symposium/Forum: 10:30 AM–11:50 AM Madeline AB
Battle Tested Tricks for Landing Your First Academic Role
This forum will provide graduate students with perspectives and advice on the hiring process from I-O psychologists recently accepted into academic roles in both psychology departments and business schools. Specifically, presenters will discuss thoughts on vitae writing, interviewing, and catching the eye of hiring committees during an interactive Q&A.
Tamara L. Friedrich, Savannah State University, Chair
Thomas A. Zeni, University of Oklahoma, Co-Chair
Thomas A. Zeni, University of Oklahoma, Battle Tested Tricks for Landing Your First Academic Role
Tamara L. Friedrich, Savannah State University, Building Your Capacity for Success in Academia
Alison L. Antes, Northern Kentucky University, Jay Caughron, Radford University, Applying and Interviewing: How to Feel and What to Expect
Ethan P. Waples, University of Central Oklahoma, Perspectives From the Hiring Committee: That’s a Fancy Suit...
Submitter: Tom Zeni, thomas.zeni@ou.edu
255. Symposium/Forum: 10:30 AM–11:50 AM Madeline CD
Workplace Experiences of Lesbian, Gay, Bisexual, and Transgender Individuals
This symposium includes 4 unique presentations on the experiences of sexual minorities. Specifically, presenters will discuss transsexuals in the workplace, the perspectives of gay and heterosexual employees in regards to “coming out,” the effects of heterosexism on turnover intention, and the manifestation of formal and interpersonal discrimination toward sexual minorities.
Charlie Law, Penn State Schuylkill, Chair
Larry Martinez, Rice University, Enrica N. Ruggs, Rice Univer-sity, Michelle (Mikki) Hebl, Rice University, Transgressing in the Workplace: The Power of Being Informed
Natasha Buxo, Florida International University, Jacob M. Waldrup, Florida International University, Valentina Bruk Lee, Florida International University, Current Perceptions Towards Disclosure: LGBT and Heterosexual Perspectives
Daniel Herres, University of Connecticut, Vicki J. Magley, University of Connecticut, Work Engagement Mediates Heterosexist Harassment and Turnover Intentions
Charlie Law, Pennsylvania State University-Schuylkill, Brian Misdom, Pennsylvania State University-Schuylkill, Sean Travis, Pennsylvania State University-Schuylkill, Krysta Kolbe, Pennsylvania State University-Schuylkill, Formal and Interpersonal Discrimination: The Effects of Disclosing Stigmatizing Information
John M. Cornwell, Rice University, Discussant
Submitter: Charlie Law, cll25@psu.edu
256. Panel Discussion: 10:30 AM–11:50 AM Mohsen AB
The Emerging Field of Employee Wellness: An I-O Psychology Perspective
Employee health and wellness is an emerging field of scholarly interest and practical concern of I-O psychologists. Based on diverse experiences as scholars and consultants, the panel will first identify voids in the research and existing problems in promoting employee well-being followed by a discussion of promising future directions.
Lisa L. Scherer, University of Nebraska-Omaha, Panelist
Eric Faurote, University of Nebraska at Omaha, Panelist
Vicki J. Magley, University of Connecticut, Panelist
Lisa Kath, San Diego State University, Panelist
Submitter: Lisa Scherer, lscherer@mail.unomaha.edu
257. Interactive Posters: 11:30 AM–12:20 PM America’s Cup AB
Feeling Groovy: Affective Work Experiences
Jaron Holmes, OPM, Facilitator
257-1 Positivity in Adversity: Psychological Capital During Job Loss and Reemployment
Psychological capital predicts perceived employability more strongly for long term displaced employees than for recently displaced employees. Perceived employability in turn predicts active job search more strongly for long term displaced employees and preparatory job search more strongly for recently displaced employees. Implications of findings are discussed.
Don J. Q. Chen, National University of Singapore
Vivien Kim Geok Lim, National University of Singapore
Submitter: Don Chen, g0800777@nus.edu.sg
257-2 Affective Job Satisfaction: Mediating Turnover Among Collectivist Workers
Workers from collectivist societies will have lower intent to leave their job when they are experiencing high affective job satisfaction. This hypothesis is tested on a sample of 342 respondents from India. The results corroborate our hypothesis and contributes to the growing literature on interpersonal conflict.
Terry A. Nelson, University of Memphis
Tom Stafford, University of Memphis
Rabi S. Bhagat, University of Memphis
Submitter: Terry Nelson, tnelson4@memphis.edu
257-3 How Leadership Affects Well-Being: Roles of LMX and Social Support
This study examined different ways in which leadership can affect employee psychological well-being. As predicted, supervisor social support partially mediated the relationship between leader–member exchange (LMX) and well-being. Social support did not moderate the relationship between job demands and well-being. Results help specify the process by which LMX affects well-being.
Crystal M. Burnette, Clemson University
Robert R. Sinclair, Clemson University
Mo Wang, University of Florida
Junqi Shi, Peking University, China
Submitter: Crystal Burnette, cburnet@clemson.edu
257-4 Value Congruence in Perception and Support for Organizational Visions
Is support for an organizational vision tied to congruence of members’ values with the vision? In 2 studies, value congruence coincided with greater support when informational cues indicated vision–value congruence. With conflicting cues, inclusion of value-incongruent consequences in an otherwise value-congruent vision can backfire, decreasing vision support.
Kevin Leung, University of Waterloo
John L. Michela, University of Waterloo
Carolyn K. Daniels, Alberta Health Services
Jennifer Serec, University of Waterloo
Submitter: Kevin Leung, kevin.leung@uwaterloo.ca
258. Posters: 11:30 AM–12:20 PM Douglas Pavilion BCD
Testing/Assessment (e.g., selection methods, validation, predictors)
258-1 Live Versus Video Assessment
The following study compared live and video-based assessment ratings for the same interview in a “real-life” situation. Findings indicate that video-based assessment is essentially equivalent to live assessment with regard to reliability and subgroup differences.
Martinique Alber, Personnel Board of Jefferson County
Libby Miller, Personnel Board of Jefferson County
Submitter: Martinique Alber, alberm@pbjcal.org
258-2 Comparing Specific and General Ability Tests: Two Theories, One Outcome
The MAB–II, constructed using an individual differences psychometric approach (g), and the MicroCog, constructed using a brain-behavior relationships approach (s), were compared. CFA showed a hierarchical structure with (g) at the apex. The MicroCog, constructed to measure (s), actually measured (g), 52%. Implications are discussed.
Malcolm J. Ree, Our Lady of the Lake
Mark S. Teachout, University of the Incarnate Word
Erica L. Barto, Operational Technologies
Submitter: Erica Barto, ericabarto@gmail.com
258-3 Manipulating Method Variance
Method variance in Big 5 data was manipulated using faking instructions. A method factor correlated with measures of affect in an honest response condition and with cognitive ability in an instructed faking condition. Validity of Conscientiousness factor scores from a method factor model was larger than that of scale scores.
Michael Biderman, University of Tennessee-Chattanooga
Raven L. Worthy, PDRI
Nhung T. Nguyen, Towson University
Submitter: Michael Biderman, Michael-Biderman@utc.edu
258-4 An Item Stimulus Approach to Understanding Sources of Item Difficulty
This study used linear latent trait modeling to examine the impact of item stimulus features on item difficulty. Results indicate that certain item stimulus features, including language ambiguity, negative wording, constructed-response items, and colloquial knowledge, impact item difficulty.
Victoria Blanshteyn, Baruch College, CUNY
Charles A. Scherbaum, Baruch College, CUNY
Submitter: Victoria Blanshteyn, vicblansh@yahoo.com
258-5 Why Your Port-Wine Stain Isn’t Hired: Stigmatization During interviews
This study investigated the stigmatizing effects of a port-wine stain on recruiter behavior and ratings during a job interview using a within-subjects design. A stigma significantly affected recruiters’ visual attention, interview content memory, and applicants’ hiring chances. Social dominance orientation and need for closure influenced these effects.
Alexander Buijsrogge, Ghent University
Eva Derous, Ghent University
Wouter Duyck, Ghent University
Arnaud Szmalec, Ghent University
Submitter: Alexander Buijsrogge, alexander.buijsrogge@ugent.be
258-6 Location, Location, Location? Chosen Testing Location and Differential Test Performance
Research on unproctored Internet testing has seen little attention from I-O psychologists with the exception of comparisons to traditional formats. The role of respondents’ chosen testing location on test performance using item response theory techniques is considered. Results suggest possible problems for measureing cognitive ability but not for personality.
Jennifer L. Carlson, University of Central Florida
Nathan T. Carter, University of Central Florida
Richard L. Griffith, Florida Institute of Technology
Amie D. Lawrence, Select International, Inc.
Mei-Chuan Kung, Select International
Matthew S. O’Connell, Select International, Inc.
Submitter: Nathan Carter, nathan.carter@ucf.edu
258-7 Thinking Ahead: Assuming Nonlinear Personality–Criterion Relationships in Personnel Selection
Empirical evidence suggests that selection practices may not be aligned with the functional form of personality–criterion relationships. This Monte Carlo simulation examined mean performance losses that result. Findings indicated that misalignments produce substantial losses in mean performance depending on the selection method and selection ratio.
Patrick D. Converse, Florida Institute of Technology
Frederick L. Oswald, Rice University
Submitter: Patrick Converse, pconvers@fit.edu
258-8 Balancing Security and Efficiency in Limited-Size Computer Adaptive Test Libraries
This study assessed item bank security and measurement efficiency in 4 operational, limited-sized computer adaptive test item banks using simulated exams (n = 10,000). The effects of minimum eligible item pool size for selection on test length, maximum exposure frequency, and total item usage were explored.
Cory M. Moclaire, Naval Aerospace Medical Institute
Eric Middleton, Naval Aerospace Medical Institute
Brennan D. Cox, Naval Aerospace Medical Institute
Chris Foster, Naval Aerospace Medical Institute
Submitter: Brennan Cox, cox.brennan@gmail.com
258-9 Criterion-Related Validity, Reliability, and Utility of a Video-Based Test
This study investigated the criterion-related validity, reliability, and utility of an oral-response, video-based test (VBT) in which applicants view job-related scenarios, respond orally, and are later scored on 5 dimensions by trained raters. The study used applicant data and criterion scores from training and job performance.
Jeffrey M. Cucina, U.S. Customs and Border Protection
Chihwei Su, U.S. Customs and Border Protection
Henry H. Busciglio, U.S. Customs and Border Protection
Patricia Harris Thomas, U.S. Customs and Border Protection
Sharron C. Thompson, U.S. Customs and Border Protection
Delisa D. Walker, U.S. Secret Service
Rebecca G. Schoepfer, Novo Nordisk Inc.
Submitter: Jeffrey Cucina, jcucina@gmail.com
258-10 Success Rate and Adverse Impact Ratio of Complex Selection Decisions
The criterion success rate is a measure of the expected selection quality of complex selection decisions based on specific predictors and dichotomized criteria. A corresponding decision aid for designing predictor composites that offer a Pareto-optimal balance between selection quality and diversity in complex selection situations is presented and illustrated.
Celina Druart, Ghent University
Wilfried De Corte, Ghent University
Submitter: Celina Druart, celinadruart@gmail.com
258-11 Further Test of a Faking-Mitigation Procedure: Replications and Extensions
We recently proposed a new faking-mitigation procedure for personality tests. In this study, we further test this procedure in a field study conducted with a sample of job applicants (n = 215) in China. Results provided further evidence for the utility of this procedure.
Jinyan Fan, Auburn University
Dingguo Gao, Sun Yet-Sen University
Ronald C. Ellis, Auburn University
Ning Hou, Auburn University
Submitter: Jinyan Fan, fanjinyan@yahoo.com
258-12 The Effectiveness of Three Techniques for Detecting Faking
This study compared a new lie scale development approach—the idiosyncratic responding approach as proposed by Kuncel and Borneman (2007)—to 2 traditional approaches. Results suggest the new scale is a viable alternative and complement to traditional lie scales. The advantages and disadvantages of each approach are discussed.
Ryan M. Glaze, Texas A&M University
Gonzalo J. Muñoz, Texas A&M University
Steven Jarrett, Texas A&M University
Winfred Arthur, Texas A&M University
Submitter: Ryan Glaze, rmg@tamu.edu
258-13 Blatant Extreme Responding and Unlikely Virtue Endorsement in High-Stakes Selection
This research evaluates a newly defined method of faking detection (blatant extreme responding) to determine its relationship to more established methods of faking detection. The relationship between personality, cognitive ability, and faking detection methods is explored and interpreted for practical application.
Erica L. Hauck, Kenexa
Julia Levashina, Kent State University
Jeff A. Weekley, Kenexa
Submitter: Erica Hauck, Erica.Hauck@kenexa.com
258-14 Hiring Manager Reactions to Prehire Selection Assessments
Hiring manager reactions to assessments are defined and measured in this study, and a preliminary test of their impact on performance ratings, score use, and test validities is described. Although applicant reactions to assessments have been studied extensively, this is the first systematic study of hiring manager reactions.
Hailey A. Herleman, Kenexa
Jeff A. Weekley, Kenexa
Submitter: Hailey Herleman, hailey.herleman@kenexa.com
258-15 Retesting Personality in Selection: Implications of Context, Sample, and Setting
This study examined the change in scores over 2 testing occasions not only with job applicants but also with an alternative sample, isolating the role motivation can play in faking. The contextual factor of feedback is introduced as an explanation for the change that may occur across administrations.
Courtney L. Holladay, MD Anderson Cancer Center
Emily David Gonzalez, Zayed University
Submitter: Courtney Holladay, CLHolladay@mdanderson.org
258-16 Predictor Content Can Indeed Matter: A Response to Murphy (2009)
Recent literature suggests that content validation has little relevance to criterion-related validation due to positive manifold among predictors. This study presents the results of an administration of 18 knowledge tests to 80,394 participants, demonstrating that test content is an important consideration for determining predictor interchangeability, particularly when testing specific knowledge domains.
Amanda J. Koch, University of Minnesota
Philip T. Walmsley, University of Minnesota
Paul R. Sackett, University of Minnesota
Submitter: Amanda Koch, koch0163@umn.edu
258-17 How Much Do Chinese Applicants Fake?
If applicants come from China, can organizations assume that they will present themselves modestly, as suggested by Chinese norms? This study compared data from 307 Chinese applicants on their self-presentational behavior (i.e., “faking”) to similar data sets from the U.S., Switzerland, and China, and the answer was a clear “No.”
Cornelius J. König, Universität des Saarlandes
Jan Wong, Universität Zürich
Guozhen Cen, Shanghai Normal University
Submitter: Cornelius König, ckoenig@mx.uni-saarland.de
258-18 Functional Relationship Between IRT and CTT Indices of Item Discrimination
Lord (1980) presented an equation to approximate the nonlinear functional relationship between classical test theory (CTT) and item response theory (IRT) estimates of item discrimination. This session provides a slight modification to this formula that adjusts the CTT (corrected item total) asymptote toward values more commonly encountered in practical testing applications.
Jeffrey A. Smith, Saint Cloud State University
John Kulas, Saint Cloud State University
Hui Xu, Saint Cloud State University
Submitter: John Kulas, jtkulas@stcloudstate.edu
258-19 Going Native? Test Development and Adaptation for Papua New Guinea
This study presents methodologies used to develop and adapt a test battery for selecting construction trainees for Papua New Guinea. Subject matter experts from diverse fields were involved to construct and adapt measures of personality and cognitive ability. Psychometric properties were evaluated with implications for future practices.
Esteban Tristan, Select International
Mei-Chuan Kung, Select International
Peter Caccamo, Select International, Inc
Submitter: Mei-Chuan Kung, mkung@selectintl.com
258-20 The Development and Validation of a Multimethod Integrity Measure
This study summarizes the development and validation of a multimethod integrity measure. The results provide insight into the underlying measurement model of integrity, the role that overt and covert measures play in predicting multiple counterproductive criteria, and the value of situational judgment testing for integrity purposes.
Amie D. Lawrence, Select International, Inc.
Kristin M. Delgado, Select International, Inc./Wright State University
Mei-Chuan Kung, Select International, Inc.
Matthew S. O’Connell, Select International, Inc.
Submitter: Amie Lawrence, alawrence@selectintl.com
258-21 Consistency of Knowledge About the Utility of Prosocial Work Behavior
This study examined consistency of knowledge about prosocial and antisocial work behavior across 3 different occupations using a sample of 152 novices. About 56% of the variance in prosocial knowledge and about 38% of the variance in antisocial knowledge is common across occupations. Associations between personality and knowledge were also examined.
Michelle Martin, Rice University
Stephan J. Motowidlo, Rice University
Submitter: Michelle Martin, mpm5042@rice.edu
258-22 Development and Initial Validation of the Workplace Resilience Inventory
This study details the development and initial validation of the Workplace Resilience Inventory (WRI). Based on a theoretical model from King and Rothstein (2010), the WRI is a multidimensional inventory of personal characteristics, social supports, and self-regulatory processes. Results indicate strong evidence of reliability, convergent validity, and criterion-related validity.
Matthew J. W. McLarnon, University of Western Ontario
Mitchell Rothstein, University of Western Ontario
Submitter: Matthew McLarnon, mmclarno@uwo.ca
258-23 New Ways to Conceptualize Testing Effects on Cognitive Ability Tests
Score increases on retested cognitive ability tests are common, yet little research directly examines its causes. This study examines practice effects and true construct change as plausible explanations for retesting effects. By evaluating answer changing and response latency, this study provides practitioners and researchers tangible strategies for interpreting retested scores.
Andrew M. Naber, Texas A&M University
Nichelle C. Carpenter, Texas A&M University
Bryan D. Edwards, Oklahoma State University
Ana M. Franco-Watkins, Auburn University
Winfred Arthur, Texas A&M University
Submitter: Andrew Naber, andrewmnaber@gmail.com

258-24 Resistance of Language-Free Cognitive Ability Assessments to Retest Effects
The magnitude of the retest effect and the relationship between test/retest scores and memory on a language-free measure of cognitive ability (Raven’s Advanced Progressive Matrices) were examined. Implications for use of language-free measures in contexts where retesting is likely (e.g., 2-stage selection processes) are presented.
Jason G. Randall, Rice University
Anton J. Villado, Rice University
Christina L. Upchurch, Rice University
Submitter: Jason Randall, jason.randall@rice.edu
258-25 Malleability Perceptions: Extending Implicit Theory Concepts to Selection Research
Individuals differ in their beliefs about the malleability/stability of personal abilities. The influence of malleability perceptions on criterion-related validities of customer service orientation, adaptability, and teamwork was examined during a concurrent validation study. Malleability perceptions moderated criterion-related validity, particularly for biodata predictors.
Matthew C. Reeder, Michigan State University
Juliya Golubovich, Michigan State University
Matthew M. Piszczek, Michigan State University
Ann Marie Ryan, Michigan State University
Frederick P. Morgeson, Michigan State University
Submitter: Matthew Reeder, reederm1@msu.edu
258-26 Multitasking and Job Performance: Investigating Incremental Validity Over Traditional Predictors
This study examines the usefulness of multitasking ability assessments for predicting work related criteria. Multitasking ability demonstrated predictive validity, however the incremental validity over cognitive ability and the Big 5 factors of personality was minimal. The relationship between multitasking ability and job performance is mediated by multitasking performance.
Kristin R. Sanderson, Florida International University
Valentina Bruk Lee, Florida International University
Chockalingam Viswesvaran, Florida International University
Tracy Kantrowitz, SHL
Sara Lambert Gutierrez, SHL PreVisor
Submitter: Kristin Sanderson, kristinsanderson@hotmail.com
258-27 Examining Criterion-Related Validity and Score Differences on Neuropsychological Intelligence Tests
This study examined predictive relationships and immigrant/native-born score differences of neuropsychological and psychometric intelligence tests. Although both predict academic performance, the neuropsychological test explained more variance. Both tests exhibited score differences, but in opposite directions, with the neuropsychological test favoring immigrants and the psychometric test favoring native-born test takers.
Jennifer Sabet, Starwood Hotels & Resorts
Charles A. Scherbaum, Baruch College, CUNY
Harold W. Goldstein, Baruch College, CUNY
Submitter: Charles Scherbaum, charles.scherbaum@baruch.cuny.edu
258-28 Trait and Performance-Based Social Aptitude Factors and Relationships With Personality
This study examined whether various social aptitude constructs are best conceptualized by a single factor or by a 2-factor model separating them by performance and trait-based measurement approaches. A 2-factor model provided the best fit, and the trait factor correlated much stronger with personality than the ability factor.
Andrew B. Speer, Central Michigan University
Andrew J. Laginess, Florida International University
Neil D. Christiansen, Central Michigan University
Submitter: Andrew Speer, speer1ab@cmich.edu
258-29 Influence of Response Mode on Order Effects in the Interview
An experiment was conducted to investigate the effects of response mode and information order on ratings of a hypothetical interviewee. Response mode, either step by step or end of sequence, and order of positive and negative information were manipulated. Results were consistent with Hogarth and Einhorn’s (1992) belief adjustment model.
Matthew W. Strawn, University of Idaho
Todd J. Thorsteinson, University of Idaho
Submitter: Todd Thorsteinson, tthorste@uidaho.edu
258-30 Moderators of In-Basket Validity
The largest known database (k = 32; N = 3,986) was used to address the criterion-related validity of in baskets as well as aspects of in baskets and validity studies that could serve as moderators. Moderators were scoring approach, content, study design, and source of study. Results showed that in-basket validity is modest.
Deborah L. Whetzel, Human Resources Research Organization (HumRRO)
Paul F. Rotenberry, West Chester University
Submitter: Deborah Whetzel, dwhetzel@humrro.org
258-31 Item Insensitivity: The Influence of Item and Person Characteristics
The purpose of this study was to investigate the effects of item and person characteristics on the perception of item insensitivity. To date, no study has examined how characteristics of the test item and the reviewer influence insensitivity ratings. Both item and person characteristics were found to influence ratings.
Candice M. Young, APTMetrics, Inc.
Dennis Doverspike, University of Akron
Submitter: Candice Young, candiceyoung7@gmail.com
259. Roundtable Discussion/Conversation Hour: 11:30 AM–12:20 PM Elizabeth G
Dynamic Networks and I-O Psychology
Organizational psychologists are increasingly using social network concepts in their work. Participants in this session will discuss how network concepts provide a lens into such topics as work motivation, group dynamics, multilevel theory, and OCBs. Participants will discuss psychological mechanisms underlying such effects, thereby extending traditional network conceptualizing.
James D. Westaby, Columbia Univiversity, Host
Nathan M. Gerard, Student, Host
Naomi Woods, Columbia University, Host
Submitter: James Westaby, westaby@columbia.edu