260. Symposium/Forum: 12:00 PM–1:20 PM Annie AB
Human Resources and Its Role in Environmental Sustainability: Case Studies
Five case studies examine the role of I-O psychologists and HR professionals in shaping environmentally sustainable organizations. Each case focuses on a different intervention and different organizational and employee sustainability outcomes. Presenters share details of current environmental sustainability efforts and present quantifiable, empirical evidence to support their case.
Stephan Dilchert, Baruch College, CUNY, Chair
Cathy L. Z. DuBois, Kent State University, EcoVision at Sherwin-Williams: Leadership at All Levels
Stephan Dilchert, Baruch College, CUNY, Deniz S. Ones, University of Minnesota, Leveraging Individual Differences to Select for Employee Environmental Sustainability
John P. Muros, AT&T, Kevin Impelman, Kenexa, Charles L. Hollweg, Batrus Hollweg International, Sustainability in Coffee Sourcing and Implications for Employee Engagement
A. Silke McCance, Proctor & Gamble, Andrew Biga, Procter & Gamble, Robert E. Gibby, Procter & Gamble, Adam Massman, Procter & Gamble, Environmental Sustainability From the Employees’ Perspective: Organization Sensing at P&G
Juergen Deller, Leuphana University of Lueneburg, Angela Titzrath-Grimm, Daimler AG, HR and Sustainability at Daimler AG
Submitter: Stephan Dilchert, email@example.com
261. Symposium/Forum: 12:00 PM–1:20 PM Betsy BC
Exploring the Affective Underpinnings of Creativity
This symposium presents 4 studies that draw on diverse theoretical frameworks and methodologies to provide a fine-grained examination of the affective underpinnings of creativity. Presentations embrace experimental and longitudinal field research and shed light on the creative expression of discrete positive and negative affective experiences.
Ronald Bledow, Ghent University, Chair
Hannes Zacher, University of Queensland, Longitudinal Relations Among Optimism and Self-Reported Creativity, Engagement, and Performance
Andreas Ramisch, University of Giessen, Ronald Bledow, Ghent University, Kathrin Rosing, Leuphana University of Lueneburg, The Relationship Between Humor, Idea Generation, and Team Creativity
Helena González, IE Business School, Andreas W. Richter, University of Cambridge, Turning Negative Prevention Focus Emotions into Creativity
Ronald Bledow, Ghent University, Kathrin Rosing, Leuphana University of Lueneburg, Michael Frese, NUS Business School, A Dynamic Perspective on Affect and Creativity
Miriam Erez, Technion, Discussant
Submitter: Ronald Bledow, firstname.lastname@example.org
262. Panel Discussion: 12:00 PM–1:20 PM Delmar AB
Lessons From the Field: Applications of Competency Modeling Best Practices
Competency modeling is foundational to most I-O related work. Despite increasing use of competency models, there has been limited information available to drive methodological consistency and efficiency. This panel will share its experiences and lessons learned in applying best practices in the “real world.”
Matthew J. Such, First Advantage, Co-Chair
Michael A. Campion, Purdue University, Co-Chair
Catherine S. Clause, Bristol-Myers Squibb, Panelist
Dana M. Dunleavy, Association of American Medical Colleges, Panelist
Ralph A. Mortensen, IPAT, Inc., Panelist
Kristina R. Barr, First Advantage, Panelist
Submitter: Matthew Such, email@example.com
263. Symposium/Forum: 12:00 PM–1:20 PM Edward AB
Leaders and the Work–Family Interface: They Provide More Than Support
There exists a pervasive lack of understanding of factors that promote supportive supervision and the behaviors that managers engage in to help employees manage their work–family interface. This symposium examines the roles that managers play in helping or hindering an employee’s ability to manage the work–family interface.
Russell A. Matthews, Louisiana State University, Chair
Maura J. Mills, Hofstra University, Co-Chair
Maura J. Mills, Hofstra University, Russell A. Matthews, Louisiana State University, Jaime B. Henning, Eastern Kentucky University, Vivian A. Woo, Hofstra University, Family-Supportive Organizations and Supervisors: Their Influence on Employee Outcomes
Heather N. Odle-Dusseau, Gettysburg College, Philip Bobko, Gettysburg College, How Does Family-Specific Supervisor Support Increase Work and Family Performance?
Rachel C. Trout, Louisiana State University, Valerie J. Morganson, Old Dominion University, Russell A. Matthews, Louisiana State University, Theresa P. Atkinson, Clemson University, LMX at the Forefront: A Mediational Model of Well-Being
Lillian T. Eby, University of Georgia, Tanja Rothrauff-Laschober, University of Georgia, Negative Mentoring Experiences and Work-to-Nonwork Conflict: A Longitudinal Examination
Julian Barling, Queen’s University, Discussant
Submitter: Russell Matthews, Matthews@lsu.edu
264. Symposium/Forum: 12:00 PM–1:20 PM Edward CD
The Personality of Patient Care: Increasing Leadership Impact in Healthcare
Leader performance is critical for the effectiveness of healthcare organizations as they navigate current challenges and a future of volatility. The research presented in this symposium/forum focuses on methods for leveraging personality assessments and engagement surveys as a means to identify and develop healthcare leaders in this unique environment.
Ashley E. J. Palmer, Hogan Assessment Systems, Chair
Kenneth Randall, Banner Health, Using Personality Assessments to Select and Develop Healthcare Executives
Adam Vassar, Hogan Assessment Systems, Ashley E. J. Palmer, Hogan Assessment Systems, Trends in Healthcare Leader Personality: Key Differences From Other Leaders
Mark J. Moir, Sanford Health, Mary Leff, Sanford Health, Scott M. Schaefer, Sanford Health, Connecting the Employee Experience to the Patient Experience
Andrew N. Garman, NCHL/Rush University, Discussant
Submitter: Adam Vassar, firstname.lastname@example.org
265. Panel Discussion: 12:00 PM–1:20 PM Elizabeth A
Why Mentoring and Sponsorship Matter, Especially for Women
Although the concept of mentoring is not new, the ways in which smart companies conceptualize, track, and leverage these relationships is constantly evolving. In addition, when mentoring alone is not enough, more and more organizations are prioritizing effective sponsorship, which is focused on advancement and predicated on power.
Julie S. Nugent, Catalyst, Inc, Chair
Jennifer Kohler, Catalyst, Panelist
Patricia M. Raskin, Columbia University, Panelist
Katrina Lewison, GTM Sportswear, Panelist
Submitter: Julie Nugent, email@example.com
266. Symposium/Forum: 12:00 PM–1:20 PM Elizabeth B
Measuring and Managing Engagement in Fast-Changing Organizations
Human resources practitioners from 3 organizations describe how their companies have measured and managed employee engagement in the midst of large-scale changes such as mergers, restructuring, and new leadership/ownership. They describe the challenges their organizations face and specific actions taken to understand and improve employee engagement.
Darryl Roberts, Towers Watson, Chair
Camille Gaylor, Sony Electronics, Mikki Pilgrim, Sony Electronics, Using Targeted Action Planning to Drive High Engagement at Sony
Carlos Botero, DIRECTV, Caroline Leach, DIRECTV, Driving Engagement in a Fast-Changing Environment
Christine Sheedy, Thomson Reuters, How Thomson Reuters Has Improved Engagement During Large Scale Change
Patrick Kulesa, Towers Watson, Discussant
Submitter: Darryl Roberts, firstname.lastname@example.org
267. Symposium/Forum: 12:00 PM–1:20 PM Elizabeth C
Novel Perspectives on Employment Discrimination
In organizations, discrimination manifests itself increasingly in novel ways. Three papers provide complementary evidence of discrimination by outgroup members themselves, followers against leaders, and customers against organizations. A fourth paper demonstrates rebound effects of antidiscrimination interventions. This symposium informs scientists and practitioners about cutting-edge research on challenges of workforce diversity.
Joerg Dietz, University of Lausanne, Chair
Steve Binggeli, University of Lausanne, Co-Chair
Steve Binggeli, University of Lausanne, Franciska Krings, University of Lausanne, Intergroup and Intragroup Differentiation in Employment Discrimination Against Immigrants
Amanda J. Anderson, George Mason University, Veronica L. Gilrane, George Mason University, Eden B. King, George Mason University, Alan C. Lee, George Mason University, Thomas G. W. Huggins, George Mason University, Emmanuel L. Brown, George Mason University, The Effects of Race and Legitimacy on Reactions Towards Leaders
Derek R. Avery, Temple University, Patrick F. McKay, Rutgers University, Sabrina D. Volpone, Temple University, Ari A. Malka, University of Houston, Do Customers Discriminate Too? How Stigmatized Personnel Influence Patronage
Eva Derous, Ghent University, Hannah-Hanh D. Nguyen, California State University, Long Beach, Ann Marie Ryan, Michigan State University, Reducing Hiring Discrimination Against Arab Applicants: Comparing Two Different Interventions
Michelle (Mikki) Hebl, Rice University, Discussant
Submitter: Joerg Dietz, email@example.com
268. Symposium/Forum: 12:00 PM–1:20 PM Elizabeth F
Deciphering Gendered Responses to Organizational Conflict
Gender differences in individual’s reactions to disagreements, conflicts, and conflict resolution in the workplace are explored. Several contextual moderators relating to men’s and women’s responses are tested. Implications for theory and research are discussed as well as how conflict responses may lead to different organizational outcomes for men and women.
Gregory F. Fernandes, DePaul University, Chair
Alex B. Van Zant, University of California, Berkeley, Laura J. Kray, University of California, Berkeley, Reverse Psychology in Strategic Interactions
Laura Severance, University of Maryland, Michele J. Gelfand, University of Maryland, The Dynamics of Dissent: Gender and Status Effects
Marc A. Lukasik, DePaul University, The Association Between Conflict and Peer Performance Feedback
Alice F. Stuhlmacher, DePaul University, Jean Poitras, HEC Montréal, Heidi Ittner, Otto-von-Guericke-University, Gender Composition and Cooperation in Negotiation
Alice H. Eagly, Northwestern University, Discussant
Submitter: Gregory Fernandes, firstname.lastname@example.org
269. Symposium/Forum: 12:00 PM–1:20 PM Elizabeth H
A Social Interaction at Their Core: Relevant Issues for Interviews
Employment interviews are special in comparison to most other selection tools because they have a social interaction at their core. The papers in this symposium reflect a diverse set of methodological approaches to shed light on how both interviewees and interviewers influence and are influenced by this social interaction.
Klaus G. Melchers, University of Zurich, Chair
Martin Kleinmann, University of Zurich, Co-Chair
Julia Levashina, Kent State University, Christopher J. Hartwell, Purdue University, Frederick P. Morgeson, Michigan State University, Michael A. Campion, Purdue University, Reducing Bias Through Structure: A Literature Review
Allen I. Huffcutt, Bradley University, Satoris S. Culbertson, Kansas State University, Allen P. Goebl, University of Minnesota, Kenneth D. Harding, Bradley University, Effectiveness and Correlates of Memory Recall in Behavioral Description Interviews
Pia Ingold, University of Zurich, Martin Kleinmann, University of Zurich, Cornelius J. König, Universität des Saarlandes, Klaus G. Melchers, University of Zurich, Interviewees’ Personality and Cognitions: Explaining the Interview’s Criterion-Related Validity?
Brian W. Swider, Texas A&M University, Murray R. Barrick, Texas A&M University, The Incremental Impact of Initial Impressions Versus Self-Presentation Tactics
Annika Wilhelmy, University of Zurich, Martin Kleinmann, University of Zurich, Klaus G. Melchers, University of Zurich, Cornelius J. König, Universität des Saarlandes, How Interviewers Try to Make Favorable Impressions: A Qualitative Study
Submitter: Klaus Melchers, email@example.com
270. Symposium/Forum: 12:00 PM–1:20 PM Emma AB
Practical Applications of Innovative Approaches to Setting Cutoff Scores
The Angoff method is the approach most commonly used for setting cut-off scores. This symposium describes the novel application of existing procedures and new methodologies for developing cut-off scores when the traditional Angoff approach is not sufficient. Assessments discussed include computer adaptive, physical ability, in-basket, situational judgment, and multiple-choice tests.
Ryan S. O’Leary, PDRI, Co-Chair
Anne M. Hansen, PDRI, Co-Chair
Anne M. Hansen, PDRI, Jeff W. Johnson, PDRI, Ryan S. O’Leary, PDRI, Bernard J. Nickels, U.S. Office of Personnel Management, Cutoff Score Methods for Computer Adaptive Cognitive and Personality Assessments
Neta Moye, PDRI, Scott Bedwell, PDRI, Steven E. Lammlein, PDRI, Kevin Smith, PDRI, Evaluating Cutoff Score Methods for In-Basket Assessments With Agreement Scores
Todd Baker, Human Performance Systems, Inc., Deborah L. Gebhardt, Human Performance Systems, Inc., Setting Cutoff Scores on Physical Performance Tests Using Job Demands
Ryan S. O’Leary, PDRI, Gonzalo Ferro, PDRI, Scott A Beal, U.S. Army Research Institute, Developing Cutoff Scores on SJTs That Use Difference Score Protocols
Henry H. Busciglio, U.S. Customs and Border Protection, Jeffrey M. Cucina, U.S. Customs and Border Protection, Julia Bayless, Sodexo, Inc., Susan M. Reilly, U.S. Customs and Border Protection, Kathlea Vaughn, U.S. Customs and Border Protection, Empirical Approaches to Setting Cutoff Scores
Lorin M. Mueller, Federation of State Boards of Physical Therapy, Discussant
Submitter: Ryan O’Leary, firstname.lastname@example.org
271. Community of Interest: 12:00 PM–1:20 PM Emma C
Greg L. Stewart, University of Iowa, Host
John J. Donovan, Rider University, Coordinator
272. Symposium/Forum: 12:00 PM–1:20 PM Ford AB
Let’s Be Objective: Does Work Make Us Sick?
Despite the abundance of objective biological indicators of health, relatively few studies in the organizational literature have incorporated this form of measurement. Aiming to address this gap, this symposium combines 4 studies that examine the relationship between an occupational stressor and an objective measure of employee health.
Kristen M. Shockley, Baruch College-CUNY, Chair
Nikos Dimotakis, Michigan State University, Remus Ilies, National University of Singapore, Dina Leheta, Georgia State University, Emotional Workload and Distributive Justice Effects on Objectively Measured Sleep
Kristen M. Shockley, Baruch College-CUNY, Tammy D. Allen, University of South Florida, Episodic Daily Work–Family Conflict and Blood Pressure
Zandra Zweber, University of Connecticut, David W. Reeves, Sirota Survey Intelligence, Robert Henning, University of Connecticut, Martin G. Cherniack, University of Connecticut, Workplace Characteristics and Employee Physiological Health: Evidence From CPH-NEW
Adam B. Butler, University of Northern Iowa, Joseph G. Grzywacz, Wake Forest University, Within-Person and Between-Person Relationships Between Work–Family Conflict, Diet, and Weight
Steven A.Y. Poelmans, EADA Business School, Discussant
Submitter: Kristen Shockley, email@example.com
273. Special Events: 12:00 PM–12:50 PM Gregory AB
Does I-O Psychology Have a Future as an Academic Discipline?
What “actionable” things might SIOP do to maintain the health of I-O psychology as an academic discipline? Members are invited to discuss some big questions about how we can maintain doctoral training of future I-O psychologists in the face of some real threats to the field’s future existence.
Scott Highhouse, Bowling Green State University, Moderator
Tammy D. Allen, University of South Florida, Panelist
Jose M. Cortina, George Mason University, Panelist
David A. Harrison, University of Texas, Austin, Panelist
Ann Marie Ryan, Michigan State University, Panelist
Submitter: Scott Highhouse, firstname.lastname@example.org
274. Symposium/Forum: 12:00 PM–1:50 PM Madeline AB
How and When Does Team Composition Affect Performance?
To advance research on team composition and provide practical implications, the presenters in this symposium summarize research from lab and field settings that identify the impact and interacting effects of team composition on team cognition, processes, and performance. Presenters discuss their findings in terms of theoretical and practical implications.
Kimberly A. Smith-Jentsch, University of Central Florida,
Deborah DiazGranados, Virginia Commonwealth University, Co-Chair
Suzanne T. Bell, DePaul University, Brian J. Marentette, DePaul University, Christopher K. Adair, DePaul University, David Fisher, DePaul University, Gamze Arman, DePaul University, Kristin E. Mann, DePaul University, Keeping Tabs on Teammates: Reliance, Team Processes, and Team Performance
Kimberly A. Smith-Jentsch, University of Central Florida, Linus Rinke, University of Central Florida, Mary J. Sierra, University of Central Florida, Sharvari Dalal, University of Central Florida, Is Shared Cognition Always Beneficial?: Why Team Member Personality Matters
Susan Mohammed, Pennsylvania State University, Sucheta Nadkarni, Drexel University, Polychronicity Diversity and Team Performance
Deborah DiazGranados, Virginia Commonwealth University, Kimberly A. Smith-Jentsch, University of Central Florida, Eduardo Salas, University of Central Florida, Can Leaders Improve the Performance of Multicultural Teams?
Mirko Antino, Universidad Complutense de Madrid, Ramon Rico, Universidad Autonoma de Madrid, Miriam Sanchez-Manzanares, Universidad Carlos III de Madrid, Team Learning in Faultline Teams
Submitter: Deborah DiazGranados, email@example.com
275. Symposium/Forum: 12:00 PM–1:20 PM Madeline CD
Theoretical and Empirical Developments on Third-Party Observers’ Reactions to Mistreatment
Being witness or privy to workplace mistreatment is an important phenomenon in organizations today; yet, research has largely neglected third-party observers’ reactions to mistreatment. This symposium presents 4 theoretically driven papers that explore observer reactions to others’ mistreatment and the processes underlying and boundary conditions shaping those reactions.
Marie S. Mitchell, University of Georgia, Chair
Ryan M. Vogel, Southern Methodist University, Chair
Marie S. Mitchell, University of Georgia, Ryan M. Vogel, Southern Methodist University, Robert G. Folger, University of Central Florida, Deontic Reactions of Third-Party Observers to the Mistreatment of Others
Peter Totterdell, University of Sheffield, M. Sandy Hershcovis, University of Manitoba, Karen Niven, University of Sheffield, Tara C. Reich, London School of Economics, Chris B. Stride, University of Sheffield, Induced Emotion Regulation: How Others’ Interactions Can Leave You Drained
Deborah E. Rupp, Purdue University, Meghan A. Thornton, Purdue University, Robert Bruno, University of Illinois, Monica Bielski Boris, University of Illinois at Urbana-Champaign, CSR as Third-Party Justice: The Moderating Role of Moral Traits
Kristina M. Workman, University of Michigan, David M. Mayer, University of Michigan, Effects of Victim Responses to Leader Mistreatment on Third-Party Reactions
Karl Aquino, University of British Columbia, Discussant
Submitter: Marie Mitchell, firstname.lastname@example.org
276. Panel Discussion: 12:00 PM–1:20 PM Mohsen AB
Outside the Ivory Tower, Using Real-World Experience in Graduate Training
The purpose of this panel is to discuss best practices of consulting groups housed within graduate training programs. Topics will include how student-based consulting groups are structured, what types of projects are performed, and the overall benefits of gaining consulting experience as a graduate student.
Daniel Sachau, Minnesota State University-Mankato, Chair
Luke A. Simmering, Louisiana Tech University, Co-Chair
Richard L. Griffith, Florida Institute of Technology, Panelist
Adrian Thomas, Roosevelt University, Panelist
Tilman Sheets, Louisiana Tech, Panelist
Richard G. Moffett III, Middle Tennessee State University, Panelist
Submitter: Luke Simmering, email@example.com
277. Symposium/Forum: 12:30 PM–2:20 PM America’s Cup CD
Important Factors in the Initiation and Evaluation of Proactive Behavior
Five empirical studies are presented in an effort to advance the current understanding of both environmental and individual factors that influence the initiation, evaluation, and consequences of proactive work behavior. Both experimental and field studies are presented, providing diversity in operationalizations and analysis of proactive work behavior.
Charlotte Fritz, Portland State University, Chair
Allison M. Ellis, Portland State University, Co-Chair
Charlotte Fritz, Portland State University, Allison M. Ellis, Portland State University, Work Stressors and Proactivity: The Role of Activated Positive Affect
Chiahuei Wu, University of Western Australia, Sharon K. Parker, UWA Business School, Understanding How Attachment Styles Relate to Proactive Career Behavior
Charlotte Fritz, Portland State University, Katherine N. Alexander, Bowling Green State University, Frank Guros, Portland State University, Rewarding Proactivity: The Role of Supervisor Growth Need Strength
Tina Urbach, Potsdam University, Doris Fay, Potsdam University, How Motives Affect the Evaluation of Proactive Ideas
Chunyan Peng, Michigan State University, Linn Van Dyne, Michigan State University, Dan S. Chiaburu, Texas A&M University, Busy Managers Discount Subordinate Voice Behavior
Michael Frese, NUS Business School, Discussant
Submitter: Charlotte Fritz, firstname.lastname@example.org
278. Posters: 12:30 PM–1:20 AM Douglas Pavilion BCD
278-1 An Examination of DIF Classification for the Likelihood Ratio Test
This study examined the performance of the Likelihood Ratio Test (LRT) to classify DIF for polytomous items. DIF was introduced by manipulating discrimination and difficulty parameters. Results indicated that although overall LRT was powerful, it struggled to identify and classify discrimination parameter DIF correctly.
Patrick Clark, Wright State University
David M. LaHuis, Wright State University
Submitter: Patrick Clark, email@example.com
278-2 The Effects of Misspecifying the Random Part of Multilevel Models
This study assessed the effects of misspecifying the random part of multilevel models on the standard errors for several fixed effects. Results suggested that fixing the slope when it should have been random had a larger effect compared with allowing the slope to vary when it should have been fixed.
David M. LaHuis, Wright State University
Patrick Clark, Wright State University
Submitter: Patrick Clark, firstname.lastname@example.org
278-3 Comparison of Odd and Even Response Scales in Ideal-Point Measures
Research on ideal-point responding continues to increase. Many questions still exist with regard to implementing and creating ideal-point scales. One area that has received less attention is the response scale offered with ideal-point scales. This study presents a theoretical rational and data supporting the use of an even-numbered response scale.
Dev K. Dalal, Bowling Green State University
Christopher Lake, Bowling Green State University
Nathan T. Carter, University of Central Florida
Submitter: Dev Dalal, email@example.com
278-4 Race Differences in Within-Persons Grade Variability
Virtually no research has investigated racial/ethnic bias in college grades. This study found the within-subjects variability of college grades was higher for minority than White students, a pattern compatible with bias in grading. Controlling for alternative explanatory variables accounted for some, but not all, of these variability differences.
Christen L. Dovalina, Texas A&M University
Christopher M. Berry, Texas A&M University
Submitter: Christen Dovalina, firstname.lastname@example.org
278-5 Linking Attitudes and Performance With Simultaneous Multilevel Structural Equation Models
This study provides a didactic exposition of a flexible methodological approach to rigorously linking individual employee attitudes with business-unit performance across cultures, namely, simultaneous multilevel structural equation modeling in several populations (SML-SEM). SML-SEM is illustrated using a simulated model of psychological empowerment set in a hypothetical multinational pharmaceuticals firm.
Nigel R. Guenole, Kenexa
Submitter: Nigel Guenole, email@example.com
278-6 Current Practices Involving the Use (and Misuse?) of Regression Coefficients
It is not uncommon for researchers to investigate hypotheses using multiple regression (MR). Findings suggest that MR coefficients are routinely and inappropriately interpreted as a test of a variable’s bivariate relation with a criterion rather than as an index of the variable’s unique contribution to the MR equation.
Matthew J. W. McLarnon, University of Western Ontario
Thomas A. O’Neill, University of Calgary
Travis J. Schneider, University of Western Ontario
Submitter: Matthew McLarnon, firstname.lastname@example.org
278-7 Using Effect Sizes to Identify Anchor Items in Invariance Analyses
An assumption of invariance tests is that groups are linked using anchor items that are invariant. This study illustrates a new approach in which effect sizes of DF can be used to select optimal anchor items. With this new approach, appropriate anchor items can be easily and quickly located.
Adam W. Meade, North Carolina State University
Natalie A. Wright, North Carolina State University
Submitter: Adam Meade, email@example.com
278-8 The Effects of Heteroscedasticity on Tests of Mediation
This paper extends research by MacKinnon, Lockwood, Hoffman, West, and Sheets (2002) on testing for mediation. In a Monte Carlo simulation, the performance of various mediation tests were examined across different conditions of heteroscedasticity (size, shape, and location), and recommendations for researchers and practitioners are offered.
Patrick J. Rosopa, Clemson University
Ashley L. McIntyre, Clemson University
Submitter: Patrick Rosopa, firstname.lastname@example.org
278-9 Self-Efficacy Scale Functioning From a Goal-Oriented Perspective
This study examined the influence of goal orientation on reported self-efficacy from an item response theory perspective. Results evinced mean differences in reporting of specific self-efficacy but no differential functioning in task-specific, job-specific, or learning self-efficacy scales across those high and low in performance prove goal orientation.
Daniel S. Stanhope, North Carolina State University
Adam W. Meade, North Carolina State University
Submitter: Daniel Stanhope, email@example.com
278-10 Social Adaptability Scale: A Subject-Centered Scalability Approach to Scale Development
This study developed an 8-item Social Adaptability Scale (SAS) using a 6-step subject-centered scalability paradigm delineated by Drewes (2009). The SAS evinced high composite reliability (RMax = .98) and gleaned evidence of substantive, structural, and external validity. Implications for the SAS and for this nontraditional scale development paradigm are discussed.
Daniel S. Stanhope, North Carolina State University
Submitter: Daniel Stanhope, firstname.lastname@example.org
278-11 Bandwidth-Fidelity Dilemma: Personality and Driving Safety
This study examined the relationship between broad and narrow personality traits and risky driving behaviors from a community sample of 680 adults. Results indicated that broad and narrow personality traits are equally predictive of risky driving behaviors, but there are some appreciable differences at the narrow scale level.
Jeremy B. Watson, Illinois Institute of Technology
Alan D. Mead, IIT
Submitter: Jeremy Watson, email@example.com
278-12 Dynamics of Multicollinearity in Logistic and Probit Regression
Proficient use of nonlinear estimation models such as logistic and probit regression entails diagnosing problems that can interfere with the ability to produce interpretable coefficients and reach appropriate statistical conclusions. Through Monte Carlo analysis, the effects of multicollinearity will be demonstrated and recommendations for researchers offered.
Richard C. Watson, Virginia Tech
Kevin D. Carlson, Virginia Tech
Submitter: Richard Watson, firstname.lastname@example.org
278-13 Initial Development and Validation of a Measure of Adaptive Performance
A 52-item measure of adaptive performance (MAP) was developed and tested (N = 300). Exploratory factor analysis yielded a 7-factor structure of adaptive performance. Reliability analyses and correlational relationships between the 7 factors, the Big 5 personality traits, and locus of control are also reported and discussed.
Ryan Lillard, Middle Tennessee State University
Logan L. Watts, Middle Tennessee State University
Mark C. Frame, Middle Tennessee State University
Michael B. Hein, Middle Tennessee State University
William D. Rigdon, University of Texas at Dallas
Kristin Orsak, Health Net
Submitter: Logan Watts, email@example.com
278-14 The Role of Rater Personality in Forced Distribution Rating Systems
This study contributes to the sparse empirical research on forced distribution rating systems (FDRS) by extending recent work in personality to this context. Raters who strive to “get along” (i.e., higher need for affiliation) report greater difficulty; those with higher needs for autonomy and dominance report less difficulty with FDRS.
Heidi M. Baumann, Purdue University
Deidra J. Schleicher, Purdue University
Stephen G. Green, Purdue University
Rebecca A. Bull Schaefer, Gonzaga University
Submitter: Heidi Baumann, firstname.lastname@example.org
278-15 Managerial Derailment: When Political Skill and Perceived Prosocial Impact Matter
We extend political skill research by examining whether and how political skill predicts managerial derailment potential. Data for 312 managers indicated that political skill predicted derailment potential from 4 rater sources. Perceived prosocial impact moderated the relationship for peer and direct report ratings of derailment but not boss and self-ratings.
William A. Gentry, Center for Creative Leadership
Laura M. Graves, Clark University
Sarah A. Stawiski, Center for Creative Leadership
Jennifer J. Deal, Center for Creative Leadership
Marian N. Ruderman, Center for Creative Leadership
Todd J. Weber, Central Washington University
Submitter: William Gentry, email@example.com
278-16 Addressing Inconsistencies: Negative Feedback Level Effects Over Time
This study attempts to advance our understanding of responses to negative feedback by addressing inconsistent feedback effects. A between-subjects design with repeated measures was used to evaluate the effects of negative feedback level over time. Findings show that the effects of negative feedback level become more pronounced over time.
Simon J. Golden, Michigan State University
Steve W. J. Kozlowski, Michigan State University
Submitter: Simon Golden, firstname.lastname@example.org
278-17 A Preliminary Survey of Performance Management Practices in the U.S.
Performance management (PM) research has traditionally been criticized because of its supposed lack of impact on PM practice. A survey of PM practices in the United States was conducted to determine the current state of PM in organizations and to evaluate the gaps between science and practice. Implications are discussed.
C. Allen Gorman, Radford University
Joshua Ray, University of Tennessee
Caitlin S. Nugent, Radford University
Christina Thibodeaux, Radford University
Sheila List, Radford University
Soniya A. Lonkar, Radford University
Stephanie Bradley, Radford University
Mamie Mason, Radford University
Lindsay Pittington, Radford University
Shristi Pokhrel-Willet, Radford University
Submitter: C. Allen Gorman, email@example.com
278-18 Regultory Fit and the Utilization of Corrective Task Feedback
Regulatory fit theory (Higgins, 2000) is tested as an explanation of variability in the utilization of corrective task feedback. Results indicated support for regulatory fit as a determinant of depth of feedback processing and behavioral utilization of corrective task feedback.
Jaron T. Holmes, Office of Personnel Management
Neil M. A. Hauenstein, Virginia Tech
Submitter: Neil Hauenstein, firstname.lastname@example.org
278-19 Feedback Seeking: the Interaction of Self-Evaluation Motives and Feedback Source
This study investigated the role of self-evaluation motivations in feedback seeking and reactions to feedback. Specifically, this was evaluated in light of whether the source was expected to provide motivation-congruent feedback. Results suggest that individuals motivated by self-evaluation were most sensitive to match between motivation and feedback source.
Kelsey C. Herb, University of Akron
Paul E. Levy, University of Akron
Submitter: Kelsey Herb, email@example.com
278-20 Differential Importance of Performance Dimensions: A Relative Weight Analysis
This study used relative weight analysis and bootstrapping to assess the relative importance and statistical significance of task, teamwork, and customer service performance in predicting overall performance ratings in an organizational sample of customer service representatives. Differences in the relative importance of these dimensions across genders were also examined.
Vanessa M. Lammers, University of Missouri-St. Louis
Deborah Lee, University of Missouri-St. Louis
Jenna C. Cox, University of Missouri-St Louis
Kathleen Frye, Kenexa
Jeffrey R. Labrador, Kenexa
James A. Breaugh, University of Missouri-St Louis
Submitter: Vanessa Lammers, firstname.lastname@example.org
278-21 When Employees Use Feedback as a Political Strategy
This study investigated the effect of employees’ perception of organizational politics (POP) on 3 different feedback behaviors: feedback seeking behavior, feedback mitigating behavior, and feedback avoiding behavior. The effect was found to be largely driven by employees’ attempt to protect their public image especially when seeking or mitigating feedback.
Rana Moukarzel, Florida Institute of Technology
Lisa A. Steelman, Florida Institute of Technology
Submitter: Rana Moukarzel, email@example.com
278-22 Performance Ratings Have Large Rater and Small Ratee Components, Usually
A relatively new application of random coefficient modeling for decomposing variance in performance ratings into ratee and rater components is demonstrated using over 2,000 ratings. Rater effects dominated in most, but not all dimensions, and rater familiarity affected rater, but not ratee, variance components.
Thomas A. O’Neill, University of Calgary
Julie J. Carswell, Sigma Assessment Systems
Matthew J. W. McLarnon, University of Western Ontario
Submitter: Thomas O’Neill, firstname.lastname@example.org
278-23 Adequate Notice in Performance Appraisal and Appraisal Reactions
This paper reviews the literature on relationships between adequate notice in performance appraisal and employee reactions to performance appraisal as to identify mediators and moderators of these relationships and to test these mechanisms using meta-analysis. Implications for future research and organizations are discussed.
Shaun Pichler, California State University, Fullerton
Matthew M. Piszczek, Michigan State University
Arup Varma, Loyola University Chicago
Raymond N. Trau, University of Western Australia
Submitter: Shaun Pichler, email@example.com
278-24 Does Simplifying the Rating Task Improve the Rating?
This study compared 2 types of response formats (DA and TA) in terms of rater accuracy and cognitive load experienced. Also tested was a mediational hypothesis that response format leads to cognitive load, which, in turn, leads to rater accuracy. Little advantage was found for DA.
Adam J. Vanhove, Colorado State University
Alyssa M. Gibbons, Colorado State University
Submitter: Adam Vanhove, firstname.lastname@example.org
278-25 The Real Relationship Between Organizational Citizenship Behavior and Organizational Variables
We examined the possible impact that measurement artifacts in commonly used organizational citizenship behavior (OCB) measures might have on observed relationships between OCB and 15 potential predictors using both self- and supervisor-reported data. Results suggest that accepted conclusions about OCB’s relationships with many variables might be incorrect.
Xinxuan Che, University of South Florida
Paul E. Spector, University of South Florida
Submitter: Xinxuan Che, email@example.com
278-26 Generalizing With Student Samples in E-Commerce and Service Recovery
This study manipulated failure severity, justice, and problem resolution subsequent to an online service failure situation with 2 participant samples. Results were similar for both groups and substantiated that interactional and distributive justice combined can increase customer satisfaction and loyalty, but fixing the problem may supersede remuneration.
Terri Shapiro, Hofstra University
Michael H. Chetta, Hofstra University
Kevin Nolan, Hofstra University
Bernard Gorman, Hofstra University
Submitter: Michael Chetta, firstname.lastname@example.org
278-27 A New Measure of Trust in Automation
This paper examined the properties of a new trust in automation scale. The scale was reliable and displayed discriminant validity. It was also found that it was predicted by an established trustworthiness of automation measure and predicted automation reliance.
Patrick Clark, Wright State University
Corinne P. Wright, Wright State University
Charlene K. Stokes, Air Force Research Laboratories
Joseph B. Lyons, Air Force Research Laboratory
Submitter: Patrick Clark, email@example.com
278-28 The Meta of All Metas: 30 Years of Meta-Analysis Reviewed
This article compiles results from over 200 meta-analyses, containing information from nearly 40,000 studies of human behavior in organizations involving approximately 12,000,000 people. Analysis revealed an average effect of .27 and a standard deviation in effect size of .15. Findings also revealed changes in meta-analyses over time.
Ted A. Paterson, University of Nebraska, Lincoln
Peter D. Harms, University of Nebraska, Lincoln
Marcus Crede, SUNY Albany
Submitter: Peter Harms, firstname.lastname@example.org
278-29 Computerized Piping to Measure Organizational Identity and Identification
The purpose of this study was to develop a conceptually grounded and empirically validated technique that could simultaneously measure both organizational identity and identification. Computerized piping of organizational attributes proved to be a valid technique for measuring both. This technique offers both validity and utility advantages beyond other measures.
Richard D. Harvey, St. Louis University
Natasha Scott, St. Louis University
Submitter: Richard Harvey, HarveyR@slu.edu
278-30 Considering Response Latitudes in Attitude Surveys: An IRT Analysis
A response latitude is the range of survey response options a person is willing to endorse and is believed to be the result of survey satisficing or optimizing. Item response theory (IRT) analysis of several attitude surveys shows that latitudes relate to attitude strength and influence survey reliability and validity.
Christopher Lake, Bowling Green State University
Scott A. Withrow, Bowling Green State University
Nicole L. Wood, Bowling Green Sate University
Joseph J. Bochinski, Bowling Green State University
Dev K. Dalal, Bowling Green State University
Katherine Wolford, Bowling Green State University
Michael J. Zickar, Bowling Green State University
Submitter: Christopher Lake, email@example.com
278-31 Charting a Semantic Jungle: Novel Method for Examining Workplace Aggression
Workplace aggression literature has been fractured by term proliferation and poorly delineated measures. This study describes the development and initial validation of a formative measurement tool designed to capture the entire scope of the workplace aggression construct as well as valuable nuances previously identified. Critical next steps are discussed.
Ashley E. Nixon, Willamette University
Submitter: Ashley Nixon, firstname.lastname@example.org
278-32 Effects of Survey Progress Bars on Data Quality and Enjoyment
Evidence is presented for a positive effect of survey progress bars on survey enjoyment and focus. Focus mediated the relationship between progress bar inclusion and data quality. These findings provide a justification for progress bar inclusion despite previous research suggesting negative effects on survey completion.
Richard D. Yentes, North Carolina State University
Steven R. Toaddy, North Carolina State University
Lori Foster Thompson, North Carolina State University
Amanda L. Gissel, North Carolina State University
Jack W. Stoughton, North Carolina State University
Submitter: Richard Yentes, email@example.com
279. Roundtable Discussion/Conversation Hour: 12:30 PM–1:50 PM Elizabeth G
Global Talent Management Obstacles: What Do I Do Now?
I-O psychologists encounter unexpected situations when developing and implementing global selection and assessment solutions. Discussing these challenging situations with other professionals can result in insight regarding solutions. Participants will form groups to discuss how they might deal with various situations they could encounter and will hear panelists’ insights.
Jan L. Harbaugh, Target, Host
Neha Singla, Valtera Corporation, Host
Julie Anne Caplinger, Peter Berry Consultancy, Host
Douglas D. Molitor, 3M, Host
Kristin Prue Wright, Cisco Systems, Inc., Host
Submitter: Jan Harbaugh, firstname.lastname@example.org
280. Panel Discussion: 1:00 PM–1:50 PM Gregory AB
Eye on the Prize: Practical Approaches for Measuring Training Impact
Training and organizational development practitioners are consistently faced with challenges in measuring and demonstrating value for their training programs. Panelists will discuss real-world examples of how the impacts of training and development programs are measured in organizations. Tips on measurement strategy, execution, and sharing positive and negative results are discussed.
Kristopher Fritsche, Walmart, Chair
Rick Hense, Bank of America, Panelist
Jeff Johnson, Frito Lay/PepsiCo, Panelist
Michael R. Kemp, DDI, Panelist
Amy K. Legge, JetBlue, Panelist
Submitter: Rick Hense, email@example.com
281. Symposium/Forum: 1:30 PM–2:50 PM Annie AB
The Role of Social Networks on Positive Work–Family Interactions
With the increased interest in positive psychology, this symposium explores the role of positive work–family interactions. The study explores how social networks (i.e., teams, family members, supervisors) influence the work–family interface. Findings highlight the importance of positive work–family interactions and social networks on important work outcomes.
Ann H. Huffman, Northern Arizona University, Co-Chair
Satoris S. Culbertson, Kansas State University, Co-Chair
Russell A. Matthews, Louisiana State University, Gwenith G. Fisher, University of Michigan, Julie Holliday Wayne, Wake Forest University, Work–Family Balance and Burnout: A Generative Process Model
Zehra Jaffri, George Mason University, Eden B. King, George Mason University, Improving the Work–Family Interface: Can Teammates Help?
Tatiana H. Toumbeva, Louisiana State University, Russell A. Matthews, Louisiana State University, Development of a Family Embeddedness Measure: Links to Work–Family Enhancement
Leslie B. Hammer, Portland State University, Ellen E. Kossek, Michigan State University, Todd Bodner, Portland State University, Tori L. Crain, Portland State University, Lisa Stewart, CSU Monterey Bay, Development and Validation of the Family-Supportive Supervisor Behaviors Short Form
Submitter: Ann Huffman, firstname.lastname@example.org
282. Panel Discussion: 1:30 PM–2:50 PM Betsy BC
Leading in a Connected World: Driving Results Through Networking
Network analysis has become the hot topic for leaders. Organizations are finding that being smarter about social networks can have a huge impact on engagement, performance, and results. This panel will discuss how network analysis is being leveraged in organizations and how leaders are using it to build smarter networks.
Mindy L. Levy, Booz Allen Hamilton, Chair
David Sylvester, Booz Allen Hamilton, Panelist
Sean Tierney, Activate Networks, Inc., Panelist
Victor Gulas, Knosis Leadership, Panelist
Elizabeth A. Conjar, Booz Allen Hamilton, Panelist
Adrian Dawson, Independent Consultant, Panelist
Submitter: Mindy Levy, email@example.com
283. Panel Discussion: 1:30 PM–2:50 PM Delmar AB
Diversity at Work: The Practice of Inclusion
A panel of experienced scholars and practitioners will engage participants in an interactive dialogue and address key issues regarding the practice of inclusion in diverse organizations, including the current state of knowledge, challenges and opportunities for I-O psychology, and best practices for fostering inclusion within and across organizations.
Bernardo M. Ferdman, Alliant International University, Chair
Michàlle E. Mor Barak, University of Southern California, Panelist
Lisa H. Nishii, Cornell University, Panelist
Heather R. Wishik, Heather Wishik Consulting, Panelist
Angelo S. DeNisi, Tulane University, Panelist
Submitter: Bernardo Ferdman, firstname.lastname@example.org
284. Posters: 1:30 PM–2:20 PM Douglas Pavilion BCD
284-1 A Validation Study of Tablet Use in a Medical Setting
Tablet computers have the potential to help physicians carry out their work duties. Semistructured interviews were conducted with doctors using iPads, and quantitative content analysis was used to validate iPad usefulness in a medical setting. Current uses, limitations, and future uses are reported in the professional, educational, and patient domains.
Mark Grichanik, University of South Florida
Adam Ducey, University of South Florida
Michael D. Coovert, University of South Florida
Sally Coovert, University of South Florida
Robert Nelson, University of South Florida
Submitter: Mark Grichanik, email@example.com
284-2 The Effects of Safety Climate and Trust on Job Satisfaction
We investigated individual-level perceptions of safety climate and trust in top management as predictors of job satisfaction and also hypothesized these antecedents to jointly affect job satisfaction. Field data supported our hypotheses. The effect of safety climate perceptions on job satisfaction was stronger when trust in top management was low.
Veronica Ossipowski, University of Lausanne
Emmanuelle Kleinlogel, University of Lausanne
Tobias Dennerlein, University of Lausanne
Joerg Dietz, University of Lausanne
Submitter: Joerg Dietz, firstname.lastname@example.org
284-3 Volunteer Burnout: Investigating the Role of Voice and Structure
In nonprofit organizations, volunteer coordinators must combat feelings of burnout in order to reduce intention to quit among the volunteers. Using a sample of volunteers (N = 151), analyses suggest that volunteer burnout mediates the relationship between perception of voice and role ambiguity and intention to quit.
Stephanie L. Coufal, Creighton University
Amanda M. Backer, Creighton University
Joseph A. Allen, Creighton University
Submitter: Stephanie Mueller, email@example.com
284-4 Odd Jobs and Bad Habits: Smoking-Related Outcomes of Children’s Employment
Fifth to 9th-grade children’s (N = 19,018) employment intensity is related to both smoking history and smoking intent. These effects are partially mediated by the amount of weekly spending money and self-esteem. The number of one’s parents who smoke interacts with self-esteem to negate its positive effects.
Amy L. Bergenwall, Queen’s University
Julian Barling, Queen’s University
E. Kevin Kelloway, St. Mary’s University
Submitter: Amy Bergenwall, ABergenwall@business.queensu.ca
284-5 Psychosocial Context, Hardiness, and Musculoskeletal Complaints: A Mediated Moderation Model
This study tested linkages among psychological safety climate, frustration, and employees’ work-related upper body musculoskeletal complaints. Perceived safety climate was negatively related to frustration, which in turn was associated with fewer symptoms. Hardiness moderated this relationship, such that high hardiness was associated with stronger indirect effects of climate on symptoms.
Chu-Hsiang Chang, Michigan State University
Juliya Golubovich, Michigan State University
Submitter: Chu-Hsiang Chang, firstname.lastname@example.org
284-6 Individual Coping Strategies and Consequences of Advisor Mistreatment Over Time
In a 2-wave study of graduate students and advisors, mixed support was found for a relationship between mistreatment from advisors at Time 1 and well-being, strain, and turnover intention at Time 2. The relationship was moderated by coping behaviors (active, avoidance, and reappraisal) at Time 1.
Ismael Diaz, Texas A&M University
Kathi N. Miner, Texas A&M University
Mindy E. Bergman, Texas A&M University
Amanda D. Pesonen, Texas A&M University
Submitter: Ismael Diaz, email@example.com
284-7 Interpersonal Conflict, Coping, and Control: Interactive Effects on Well-Being
Previous research has produced discrepant findings with respect to the role of control and coping in the stressor–strain relationship. This study was conducted to examine the interactive effects of interpersonal conflict at work, perceived control specific to that conflict, and coping on employee well-being.
Erin Eatough, University of South Florida
Chu-Hsiang Chang, Michigan State University
Brent Lyons, Michigan State University
Submitter: Erin Eatough, firstname.lastname@example.org
284-8 Age Differences in Coping With Job Loss
This study investigated the experience of coping with involuntary job loss across the lifespan, utilizing a national sample of unemployed workers. Results indicated that older unemployed workers cognitively appraised the loss of their jobs more negatively than their younger counterparts in terms of intensity and reversibility.
Erica D. Ermann, Colorado State University
Kurt Kraiger, Colorado State University
Submitter: Erica Ermann, email@example.com
284-9 Cumulative Exposure to Work Demands Predict Health at 40
This study investigated the effects of current and cumulative exposure to job demands on health-related outcomes. Results indicated that cumulative exposure to physical demands and criticality predicted ill-health and depression beyond current job demands, whereas responsibility and physical demands predicted hypertension.
Michael T. Ford, University at Albany, SUNY
Vipanchi Mishra, University at Albany
Submitter: Michael Ford, firstname.lastname@example.org
284-10 The Conditional Indirect Effects Model of Women’s Union Participation
Support was found for a conditional indirect effects model of union participation: Perceived union tolerance of sexual harassment moderated the relationship between perceived support and willingness to participate when expanding on Tetrick et al.’s (2007) union participation model (perceived union instrumentality–perceived union support–members’ willingness to participate in union activities).
Leslie M. Golay, University of Connecticut
Steven Mellor, University of Connecticut
Submitter: Leslie Golay, email@example.com
284-11 Domain-Specific Personality and Stressors as Predictors of Strains
This study investigates the prediction that using a frame of reference that matches predictors and outcomes will result in stronger relationships between the constructs measured, (personality, stressors, and strains). The extent to which following this procedure added incremental validity was examined. The hypotheses were partially supported.
Michael R. Hoepf, Wright State University
Nathan A. Bowling, Wright State University
Cristina D. Kirkendall, Wright State University
Submitter: Michael Hoepf, firstname.lastname@example.org
284-12 The Influence of Work Norms on Weekend Recovery Activities
This study examined how workgroup expectations for work performance and personal time influenced activities engaged in during off-work hours during the weekend. Findings suggest work demands positively relate to workgroup expectations for working during the weekend, and these expectations influence the activities engaged in during the weekend.
Christopher R. Honts, Central Michigan University
Stephen M. Colarelli, Central Michigan University
Terry A. Beehr, Central Michigan University
Submitter: Christopher Honts, email@example.com
284-13 Antecedents of Job Insecurity: A Meta-Analytic Review
Based on psychological contracts, this meta-analysis analyzed 46 studies that measured antecedents to job insecurity. Results show that job insecurity is related to external locus of control, role ambiguity, role conflict, and less organizational communication.
Alaina Keim, University of Memphis
Ronald S. Landis, Illinois Institute of Technology
Charles A. Pierce, University of Memphis
Submitter: Courtney Keim, firstname.lastname@example.org
284-14 Burnout Epidemics: Team Burnout, Self-Motivational Resources, and Work Performance
This study examines multilevel relationships among team burnout, work effort, and performance (task performance, creativity, and learning). Results show that work effort mediates the negative relationship between team burnout and performance only when employees’ self-motivational resources are low rather than high.
Catherine K. Lam, Hong Kong Polytechnic University
Xu Huang, Hong Kong Polytechnic University
Onne Janssen, University of Groningen
Wing Lam, Hong Kong Polytechnic University
Ziguang Chen, City University of Hong Kong
Submitter: Catherine Lam, email@example.com
284-15 The Relation Between Procedural Injustice and Conflict With Supervisor
This study examined the associations among procedural injustice, conflict with supervisor, and employees’ job strains. A moderated mediation model was tested that stated that procedural injustice had indirect effect on job strains through supervisor conflict, and this indirect effect was conditional upon level of power distance value held by employees.
Cong Liu, Hofstra University
Liu-Qin Yang, Portland State University
Margaret Nauta, Illinois State University
Saira I. Khan, Hofstra University
Comila Shahani-Denning, Hofstra University
Submitter: Cong Liu, firstname.lastname@example.org
284-16 A Macroergonomics Approach Examining Work–Family Conflict and Employee Safety
This study sought to create a comprehensive model of safety by means of macroergonomics. Macroergonomics utilizes sociotechnical systems theory to posit that all aspects of the system, which include control, support, and work–family conflict, must be integrated so one subsystem does not dominate, leading to safe and healthy workers.
Lauren Murphy, Portland State University
Leslie B. Hammer, Portland State University
Ellen E. Kossek, Michigan State University
Submitter: Lauren Murphy, email@example.com
284-17 Person–Job Fit: Scale Development for Supplies–Values Fit and Demands–Abilities Fit
Using 2 independent samples, scales for suppliesâ€’values and demandsâ€’abilities fits on the same domains were developed: decision making, workload, complexity, social interaction, and leadership. The items were tested for factor structures, expert ratings, reliabilities, and relationships with other variables. The scales are promising for future research and development in the field.
Hyung In Park, Yonsei University
Terry A. Beehr, Central Michigan University
Submitter: Hyung In Park, firstname.lastname@example.org
284-19 Perceived Workplace Ambiguity Moderates Abusive Supervision–Employees’ Strains Relations
The relations between abusive supervision, employees’ job strains, and workplace ambiguity variables were examined. Evidence supported the moderating effect of workplace ambiguity and employees’ ambiguity tolerance level on the relations between abusive supervision and job strains. When the situation is more ambiguous, abusive supervision is more threatening.
Lindsay S. Pyc, McKinsey & Company
Cong Liu, Hofstra University
Submitter: Lindsay Pyc, email@example.com
284-20 Was It Rude? Investigating Perceptions of Incivility and Retaliatory Behavior
Existing research methodologies are such that researchers cannot determine whether incivility is experienced or perceived. In this study, short vignettes describing instances of incivility were utilized and sought to determine if personality characteristics were predictive of perception of incivility and retaliatory behavior. Results from 103 participants are discussed.
Michael T. Sliter, Bowling Green State University
Scott A. Withrow, Bowling Green State University
Steve M. Jex, Bowling Green State University
Submitter: Michael Sliter, firstname.lastname@example.org
284-21 Individual Difference Relationships
With Individual and Work–Environment Risk Perception
This study examined how gender, race, and personality relate to perceptions of individual and work–environment risk using survey data from 379 distribution center associates. Results showed that gender and race were not important predictors of risk perception but that facets of personality factors related negatively to risk perception.
Lori Anderson Snyder, University of Oklahoma
Brett Litwiller, University of Oklahoma
Erica L. Hauck, Kenexa
William Taylor, University of Oklahoma
Submitter: Lori Snyder, email@example.com
284-22 Weighing in on the JD-R. Model: A Relative Weights Approach
We examined the relative utility of job demands, job resources, and personal resources in predicting burnout and engagement using relative weights analysis. Results support the dual-process JD-R. model; job demands foster burnout whereas job resources stimulate engagement. Interestingly, personal resources had a stronger impact than job resources in predicting engagement.
Taylor E. Sparks, University of Georgia
Rebecca L. Eckart, University of Georgia
Lillian T. Eby, University of Georgia
Submitter: Taylor Sparks, firstname.lastname@example.org
284-23 Enhancing Sustainable Employment Through Enriched Jobs and Supportive Climate
Sustainable employment is a topic of great importance. Owing to an aging working population and increased retirement age, employees need to stay vital, employable, and committed for a longer time. This study investigated the role of enriched jobs and supportive climate for sustainable employment and for older employees.
Karen Van Dam, Open University
Sofie Kemps, Tilburg University
Tinka van Vuuren, Open University
Submitter: Karen Van Dam, email@example.com
284-24 Do Customer Conflicts Encroach Upon our Privates Lives?
We examined how social conflicts with customers at work affect employees’ well-being (i.e., state negative affect) and nonwork experiences (i.e., psychological detachment from work and negative work reflection at home). Hierarchical linear modeling showed that workplace conflicts have the power to encroach upon employees’ private lives, mediated by negative affect.
Judith Volmer, University of Erlangen
Carmen Binnewies, University of Mainz
Sabine Sonnentag, University of Mannheim-Germany
Cornelia Niessen, University of Konstanz
Daniel Spurk, University of Erlangen
Submitter: Judith Volmer,
284-25 The Personality to Persevere: Personality, Stressors, and Emotional Exhaustion
This study applied conservation of resources theory to examine the role of Conscientiousness and Emotional Stability as moderators of the relationship between hindrance stressors and emotional exhaustion. Data from 2 samples of employees from a public-sector organization revealed that Conscientiousness and Emotional Stability moderate the hindrance stressor–exhaustion relationship.
Ian Wilson, University of Houston
Lisa M. Penney, University of Houston
L. A. Witt, University of Houston
Raenada A. Wilson, University of Houston
Submitter: Ian Wilson, firstname.lastname@example.org
284-26 Proactive Employees: The More Resilient Employees During Organizational Change
Responding to calls to examine positive psychology in workplace and interactions between personality and situations, this study supported proactive personality (through perceived supervisor support) and change turbulence as predictors of well-being. Further, proactivity moderated the change turbulence–well-being relationship such that the relationship was negative for employees who are less proactive.
Xiaohong Xu, Texas A&M University
Stephanie C. Payne, Texas A&M University
Submitter: Xiaohong Xu, email@example.com
284-27 Objective and Subjective Antecedents of Economic Stress
This study examined a framework of economic stress. Employees of a large U.S. Midwestern retail chain provided economic information and economic stress perceptions. A confirmatory factor analysis provided evidence for employment-related and finance-related factors of economic antecedents. The economic factors and ratings of job insecurity were related to economic strain.
Mark D. Zajack, Hastings College
Robert R. Sinclair, Clemson University
James E. Martin, Wayne State University
Submitter: Mark Zajack, firstname.lastname@example.org
284-28 Simulate the Job: Predicting Accidents Using a Work Sample
This study examined the construct and criterion-related validity of a psychomotor work sample in predicting safety incidents in addition to job performance for entry-level manufacturing jobs. Results shed light to the underlying constructs measured in the work sample and demonstrated usefulness of a preemployment work sample in improving workplace safety.
Mei-Chuan Kung, Select International, Inc.
Matthew S. O’Connell, Select International, Inc.
Esteban Tristan, Select International, Inc.
Brian Dishman, Select International, Inc.
Submitter: Matthew O’Connell, email@example.com
285. Symposium/Forum: 1:30 PM–2:50 PM Edward AB
Starting Anew: Research on Decisions to Change Careers
Individuals do make major changes in career directions in adulthood, but organizational psychologists have not contributed much toward understanding these decisions or helping individuals with these major transitions. This symposium presents empirical work on correlates of career change decisions and interventions to aid individuals considering career changes.
Ann Marie Ryan, Michigan State University, Chair
Jason Dahling, The College of New Jersey, Mindi Thompson, University of Wisconsin-Madison, Samantha Le Chau, Novo Nordisk Inc., Regretful Choices: Detrimental Effects of Maximization on Career Attitudes
Sara Curtis, University of Georgia, Lillian T. Eby, University of Georgia, Katie Kinkade, University of Georgia, Do I Fit? Differential Predictors of Organizational Versus Professional Turnover
Marina Pearce, Michigan State University, Ryan C. Johnson, University of South Florida, Ann Marie Ryan, Michigan State University, Tammy D. Allen, University of South Florida, “I Wish I Were a Chocolatier”: Exploring Adult Career Changes
Jeffrey H. Greenhaus, Drexel University, Discussant
Submitter: Ann Marie Ryan, firstname.lastname@example.org
286. Debate: 1:30 PM–2:50 PM Edward CD
Identified Surveys: Appropriate Usage and Practical Professional Guidelines
A recent article by Saari & Scherbaum (2011) “Identified employee surveys: Potential…” caused a flurry of debate within the survey field and a rush for responses. A team of experienced survey professionals will debate the appropriate use of identified surveys and discuss some practical guidelines recommended for their use.
Charles A. Scherbaum, Baruch College, CUNY, Moderator
Lise M. Saari, New York University, Presenter
Christopher T. Rotolo, PepsiCo, Presenter
Kristofer J. Fenlason, 3M, Presenter
Peter J. Rutigliano, Sirota Consulting, Presenter
Submitter: Peter Rutigliano, email@example.com
287. Symposium/Forum: 1:30 PM–2:50 PM Elizabeth A
Explorations in Leader Criterion Space: Behavior, Performance, Outcomes
Effective leader behavior is complex, as the leader must pursue the various outcomes and the tradeoffs among them. This session contrasts various “hard” and “soft” measures of leadership effectiveness and their predictors. Criteria include engagement, results, potential, and promotion rate.
Joy F. Hazucha, PDI Ninth House, Chair
Kenneth R. Bartlett, University of Minnesota, Louis N. Quast, University of Minnesota, Joseph M. Wohkittel, University of Minnesota, Bruce Center, University of Minnesota, Chu-Ting Chung, University of Minnesota, Relationship of Managerial Development Practices, Work Engagement, and Job Performance
Joy F. Hazucha, PDI Ninth House, Alan L. Colquitt, Eli Lilly & Company, David Futrell, Eli Lilly & Company, High-Potential Leaders: Getting Results, Getting Ahead, Staying Engaged
Bruce A. Sevy, PDI Ninth House, Joy F. Hazucha, PDI Ninth House, Stacy Eitel Davies, PDI Ninth House, Customer Loyalty and Store Profitability: Predictors Linked to Each
John P. Campbell, University of Minnesota, Discussant
Submitter: Joy Hazucha, firstname.lastname@example.org
288. Symposium/Forum: 1:30 PM–2:50 PM Elizabeth B
Positive Occupational Health Psychology
Positive occupational health psychology promotes occupational health and flourishing, and examines how positive phenomena (contexts, personal resources) can be used to protect against occupational risks. This symposium brings together 4 new empirical studies in this exciting new research domain.
Arnold B. Bakker, Erasmus University, Rotterdam, Chair
Evangelia Demerouti, Eindhoven University of Technology, Co-Chair
Jonathon R. B. Halbesleben, University of Alabama, Samantha C. Paustian-Underdahl, University of North Carolina at Charlotte, Support for Work–Family Integration and Positive Employee Outcomes
Evangelia Demerouti, Eindhoven University of Technology, Akihito Shimazu, University of Tokyo, Kyoko Shimada, University of Tokyo, Norito Kawakami, University of Tokyo, Predictors and Outcomes of Work–Family and Work–Self Conflict and Facilitation
Clive Fullagar, Kansas State University, Kyle W. Van Ittersum, Kansas State University, Patrick A. Knight, Kansas State University, Flow and Well-Being: An Experimental Approach
Arnold B. Bakker, Erasmus University, Rotterdam, The Impact of Job Crafting on Coworker Engagement and Job Satisfaction
Submitter: Arnold Bakker, email@example.com
289. Special Events: 1:30 PM–2:50 PM Elizabeth C
Large Scale Impact in Intelligence, National Security, and Defense
From global war on terror, to cybersecurity, to protecting our borders, workforce programs are top priorities. Impact through selection and performance, learning and readiness applications, and culture transformation are found in intelligence, national security, and defense arenas. Senior government leaders will discuss these and challenge our field with emerging needs.
Elizabeth B. Kolmstetter, Office of Director of National Intelligence, Chair
Stephanie Platz-Vieno, Central Intelligence Agency, Presenter
John Mills, Department of Defense, Presenter
Jeffrey Neal, ICF International, Presenter
Submitter: Elizabeth Kolmstetter, firstname.lastname@example.org
290. Panel Discussion: 1:30 PM–2:50 PM Elizabeth F
Letting CAT Out of the Bag: Using CAT for Selection
Computerized adaptive testing (CAT) is becoming more viable as a tool for organizational selection testing. In light of this, panelists with a broad range of CAT expertise and perspectives will discuss benefits, drawbacks, best practices, applicant reactions, legal defensibility, international use, and research needs associated with using CAT for selection.
Anthony S. Boyce, Aon Hewitt, Chair
David F. Dubin, University of Houston, Co-Chair
Michael S. Fetzer, SHL, Panelist
Robert E. Gibby, Procter & Gamble, Panelist
Rick R. Jacobs, Pennsylvania State University, Panelist
Rodney A. McCloy, HumRRO, Panelist
Adam W. Meade, North Carolina State University, Panelist
Submitter: Anthony Boyce, email@example.com
291. Panel Discussion: 1:30 PM–2:50 PM Elizabeth H
Oh the Places You’ll Go: An Examination of I-O Careers
I-O psychology programs are often effective in providing students with job-related training, yet students are rarely exposed to the broad array of available I-O career options. The focus of this panel is to provide an overview of several career fields from the perspective of successful I-O psychologists within each area.
Hailey A. Herleman, Kenexa, Co-Chair
Amber N. Schroeder, Clemson University, Co-Chair
Chaitra M. Hardison, RAND, Panelist
Melissa M. Harrell, Google, Panelist
Stephanie C. Payne, Texas A&M University, Panelist
Sheila S. Webber, Suffolk University, Panelist
Sara P. Weiner, Kenexa, Panelist
Submitter: Amber Schroeder, firstname.lastname@example.org
292. Panel Discussion: 1:30 PM–2:50 PM Emma AB
Each One Teach One: Mentoring in the Workplace
In recent years, I-O psychologists have become increasingly interested in the design, implementation, and evaluation of workplace mentoring programs. The purpose of this session is to provide an interactive forum for discussing the opportunities and challenges surrounding mentoring.
Jesse Erdheim, National Science Foundation, Chair
Brian E. Cronin, ICF International, Panelist
William L. Farmer, Navy Personnel Research, Studies, & Technology, Panelist
Jerilyn Hayward, ServiceMaster, Panelist
Cary Kemp, National Science Foundation, Panelist
Susan E. Murphy, James Madison University, Panelist
Submitter: Jesse Erdheim, email@example.com
293. Community of Interest: 1:30 PM–2:50 PM Emma C
Faking and Personality Testing
Richard L. Griffith, Florida Institute of Technology, Host
Matthew S. O’Connell, Select International, Inc., Host
John J. Donovan, Rider University, Coordinator
294. Symposium/Forum: 1:30 PM–2:50 PM Ford AB
Applied Technology: The I-O Psychologist as Customer
This session demonstrates how I-Os can benefit from a do-it-yourself approach to utilizing technology. Going beyond the use of technology to support client organizations, this session focuses on several practical examples of how both academics and practitioners can use technology to enhance the performance of their daily work activities.
Toni S. Locklear, APTMetrics, Inc., Chair
Elaine Greenway, Wal-Mart Stores, Inc., Trent J. Burner, Wal-Mart Stores, Inc., Developing Customized Job Content the Easy Way
David Coole, APTMetrics, Inc., Brandon A. Fleener, APTMetrics, Inc., Homegrown Technology for the Consultant
Jeffrey M. Stanton, Syracuse University, Using Micro Labor to Help Develop HR Web Services
Joshua M. Sacco, APTMetrics, Inc., Candice M. Young, APTMetrics, Inc., The Impact of Technology on I-O Competencies in Applied Settings
Submitter: Toni Locklear, firstname.lastname@example.org
295. Symposium/Forum: 1:30 PM–2:50 PM Madeline CD
New Directions in Research on Recruitment in Organizations
Recent reviews of the employee recruitment literature have identified gaps in the state of recruitment science. The papers in this symposium explore unaddressed issues in recruitment, including recruits’ initial confidence in beliefs about organizations, motivation behind job search strategies, applicant withdrawal from recruitment processes, and “out-of-the-box” methods of generating applicants.
Jerel E. Slaughter, University of Arizona, Chair
Jerel E. Slaughter, University of Arizona, Daniel M. Cable, University of North Carolina, Daniel B. Turban, University of Missouri, Antecedents and Consequences of Belief Confidence During Recruitment
Saartje Cromheecke, Ghent University, Greet Van Hoye, Ghent University, Filip Lievens, Ghent University, Effects of “Strange” Recruitment Media on Applicant Quantity and Quality
Michael Horvath, Cleveland State University, Nicole A. Celin, Cleveland State University, Ryan Murcko, Cleveland State University, Brittany Bate, Cleveland State University, Christopher Davis, Cleveland State University, Antecedents of Job-Search Strategy Use: Development of a Measure
Brian K. Griepentrog, Fors Marsh Group, LLC, Crystal M. Harold, Temple University, Fox School of Business, Brian C. Holtz, Rutgers University, Richard J. Klimoski, George Mason University, Sean Marsh, Fors Marsh Group, Toward an Understanding of Applicant Withdrawal From Recruitment
Christopher J. Collins, Cornell University, Discussant
Mark J. Schmit, Society for Human Resource Management, Discussant
Submitter: Jerel Slaughter, email@example.com
296. Symposium/Forum: 1:30 PM–2:50 PM Mohsen AB
Prediction With Assessment Centers: What Makes Them Work?
Assessment centers (ACs) are widely regarded as effective predictors of performance yet exhibit variability in validity coefficients across studies. Presenters will discuss factors that impact prediction using ACs. These include the rating approach used, types of exercises included, unique information provided by overall assessment ratings, and types of criteria predicted.
John P. Meriac, University of Missouri-St. Louis, Chair
Klaus G. Melchers, University of Zurich, Co-Chair
Duncan J. R. Jackson, University of Seoul, Young Jae Kim, Assesta Co., Ltd, Myungjoon Kim, Assesta Co., Ltd, Dusan T. Seong, University of Seoul, A Generalizability Theory Comparison of Assessment Center Approaches
Klaus G. Melchers, University of Zurich, Andreja Wirz, University of Zurich, Stefan Schultheiss, University of Zurich, Martin Kleinmann, University of Zurich, Effects of Exercise Similarity on AC Construct- and Criterion-Related Validity
John P. Meriac, University of Missouri-St. Louis, Brian J. Hoffman, University of Georgia, Jacob S. Fischer, Edward Jones, Unique Contribution of Dimensions and OAR to AC Validity
Alecia Billington, Central Michigan University, Neil D. Christiansen, Central Michigan University, Anuradha Ramesh, NCR, Using Assessment Centers to Identify Potential for Advancement and Derailment
George C. Thornton, Colorado State University, Discussant
Submitter: John Meriac, firstname.lastname@example.org
297. Roundtable Discussion/Conversation Hour: 2:00 PM–2:50 PM Elizabeth G
Contemporary and Emerging Challenges and Opportunities in Work Analysis
This roundtable will review the latest issues in work analysis, including a set of specific and unique emerging challenges and opportunities facing the practitioner and researcher. The goal of the session is a dynamic, participative and productive dialogue among all present.
Mark A. Wilson, North Carolina State University, Host
Winston R. Bennett, Training Research Laboratory, Host
Shanan Gibson, East Carolina University, Host
George M. Alliger, Group for Organizational Effectiveness, Host
Submitter: George Alliger, George.Alliger@groupOE.com
298. Panel Discussion: 2:00 PM–2:50 PM Gregory AB
Leadership and Teams: It’s Never Too Early
This panel brings together 3 early career I-O psychologists representing varied career paths in consulting and academia. The focus of this panel is to help graduate students and job seekers gain insight into possible career paths related to leader and team development and provide a perspective on early career decisions.
John Kello, Davidson College, Chair
Katherine Elder, George Mason University, Panelist
Whitney Botsford Morgan, University of Houston Downtown, Panelist
Katherine A. Morse, FINRA, Panelist
Submitter: Katherine Elder, email@example.com
299. Special Events: 2:00 PM–2:50 PM Madeline AB
SIOP and the United Nations: Setting the Agenda
On July 25th, 2011, SIOP was officially granted NGO special consultative status with the United Nations’ Economic and Social Council (ECOSOC). ECOSOC supports several key UN initiatives for which SIOP members can play a significant contributing role. This session will focus on building an agenda for SIOP’s work with the UN.
Gary P. Latham, University of Toronto, Chair
Walter Reichman, Org Vitality, Presenter
Mary O’Neill Berry, Sirota Survey Intelligence, Presenter
John C. Scott, APTMetrics, Inc., Presenter
Stuart C. Carr, Massey University, Presenter
Jose M. Peiró, University of Valencia, Discussant
Submitter: John Scott, firstname.lastname@example.org
300. Roundtable Discussion/Conversation Hour: 3:30 PM–4:20 PM America’s Cup AB
Nepotism: Eradicate or Adapt?
Nepotism is acknowledged as a widely used and powerful basis for decision making in organizations. Yet almost no research in I-O psychology deals directly with it either descriptively or through explanatory frameworks. Authors from a new Frontiers series volume will facilitate discussions about potential topics for emerging research.
Robert G. Jones, Missouri State University, Host
Paul M. Muchinsky, University of North Carolina-Greensboro, Host
Edwin A. J. Van Hooft, University of Amsterdam, Host
Ketan Mhatre, Claremont-McKenna College, Host
Aline D. Masuda, EADA Business School, Host
Guillermo Wated, Barry University, Host
Juan I. Sanchez, Florida International University, Host
Bridgette Mulder, Daniels Consulting Group, Host
Marcus Dickson, Wayne State University, Host
Benjamin Biermeier-Hanson, Wayne State University, Host
Submitter: Robert Jones, RobertJones@missouristate.edu
301. Special Events: 3:30 PM–4:20 PM America’s Cup CD
S. Rains Wallace Dissertation Award: Measure-ment and Prediction of Creativity at Work
Measures of creative tendencies (individuals’ inclination to be creative) and abilities (individuals’ capacity to be creative) were investigated meta-analytically in terms of their interrelationships and external correlates. The criterion-related validities of these measures as well as other individual differences predictors for creative performance and overall job performance were substantial.
Deniz S. Ones, University of Minnesota, Host
Stephan Dilchert, Baruch College, CUNY, Presenter
Submitter: Stephan Dilchert, email@example.com
302. Panel Discussion: 3:30 PM–4:20 PM Annie AB
Art and Science Combined: When I-O Partners With Corporate Communications
Corporate communications is a critical organizational function with which I-O and HR professionals should partner. The relationship is one that needs to be leveraged, both tactically and strategically. This interactive and audience-focused panel discussion will explore the importance of a strong relationship between strategic HR, I-O, and corporate communications groups.
Elizabeth Pavese-Kaplan, Paris Phoenix Group, Chair
Brian J. Ruggeberg, Aon Hewitt, Panelist
David Youssefnia, Critical Metrics, LLC, Panelist
Lyse Wells, Honeywell, Panelist
Scott M. Brooks, OrgVitality, Panelist
Nicholas Strong, Allstate Insurance Co, Panelist
Liz Guthridge, Connect Consulting Group, Panelist
Submitter: Elizabeth Pavese-Kaplan,
303. Panel Discussion: 3:30 PM–4:20 PM Betsy BC
Shared Leadership: A Global Perspective
The study of shared leadership continues to gain momentum, both in the United States but also abroad, particularly in Europe and Africa. Panelists from the US, Europe and Africa discuss the implications of shared leadership research in a global context.
Craig L. Pearce, American University of Nigeria, Panelist
Michelle Bligh, Claremont Graduate University, Panelist
Hans Jeppe Jeppesen, Aarhus University, Panelist
Christina Wassenaar, Self-Employed, Panelist
Submitter: Christina Wassenaar, firstname.lastname@example.org
304. Symposium/Forum: 3:30 PM–4:20 PM Delmar AB
Qualitative Studies Looking Deeper Into Work–Family Phenomena
The vast majority of work–family research has been quantitative in nature. Relatedly, the field has been criticized for the shallowness of both its theories and constructs. This symposium will delve deeper into commonly studied work–family topics using qualitative methodology, and in doing so will provide a new and valuable perspective.
Elizabeth M. Poposki, Indiana University-Purdue University Indianapolis, Chair
Erin M. Crask, Indiana University-Purdue University. Indianapolis, Elizabeth M. Poposki, Indiana University-Purdue University Indianapolis, Moving Beyond Work–Family: Establishing Domains Relevant to Work–Life Conflict
Lauren N. Robertson, University of Tulsa, Katie Oliver, University of Tulsa, Bradley J. Brummel, University of Tulsa, Organizations’ Perspectives on Work–Life Benefits
Kristen M. Shockley, Baruch College-CUNY, Jill Douek, Baruch College-CUNY, Sean Stewart, Baruch College CUNY, Tammy D. Allen, University of South Florida, A Qualitative Assessment of Work–Family Conflict Experiences
Submitter: Elizabeth Poposki, email@example.com
305. Panel Discussion: 3:30 PM–4:20 PM Edward AB
Different Entry-Level Fields for Master’s Degree Industrial-Organizational Graduates
The number of individuals receiving their master’s degree in I-O psychology is growing. This panel will discuss the various job possibilities available to these individuals after graduation. Topics to be discussed include employment in various economic sectors, job search strategies, and general advice for recent and soon to be graduates.
Michelle R. Pikala, SHL PreVisor, Chair
Eric Garvey, Target, Panelist
Evan C. Blackhurst, Federal Management Partners, Inc., Panelist
Yee Mun Chan, Kenexa, Panelist
Joseph M. Wohkittel, University of Minnesota, Panelist
Submitter: Michelle Pikala, firstname.lastname@example.org
306. Symposium/Forum: 3:30 PM–4:20 PM Edward CD
Innovations and Optimization of CAT in Personnel Selection and Development
As the use of computer adaptive testing (CAT) becomes more commonplace in the business realm, organizations are working to stay on the leading edge of CAT technology. This session will present organizational research on innovation in CAT including methodologies for enhancing CAT testing programs and nontraditional CAT applications.
Jolene M. Meyer, SHL, Co-Chair
Darrin Grelle, SHL, Co-Chair
Paul D. DeKoekkoek, SHL, Kathleen A. Tuzinski, SHL, Number of Items and Validity of Adaptive Personality Scales
Darrin Grelle, SHL, Jolene M. Meyer, SHL, The Impact of Individual Differences on Difficulty Parameter Ratings
Anne Thissen-Roe, Kronos, Phillip M. Mangos, Kronos, Plays Well With SJTs: Building a Mixed-Format Item Pool
Aarti Shyamsunder, Infosys Leadership Institute, Matt Barney, Infosys Leadership Institute, Assessing Leaders Using Computer-Adaptive Testing
Submitter: Jolene Meyer, email@example.com
307. Special Events: 3:30 PM–4:20 Elizabeth F
Working as Human Nature
Working, as an activity, can be understood as an essential way in which humans engage with their environments, separate from the institution of work. This talk discusses the implications of this conceptualization for the psychology of working and for the place of work psychology within the broader field of psychology.
Howard M. Weiss, Georgia Institute of Technology, Presenter
Submitter: Howard Weiss, firstname.lastname@example.org
308. Roundtable Discussion/Conversation Hour: 3:30 PM–4:20 PM Elizabeth G
Training and Experience Questionnaires: Increasing Validity and Evaluating Success
Training and experience questionnaires are the preferred method of assessment for hiring in many federal agencies.Despite their many advantages in terms of cost effectiveness and ease of implementation, the use of T&E. questionnaires also presents challenges.This roundtable discussion will focus on strategies to increase validity and evaluate success.
Michael C. Heil, Aon Consulting, Host
Timothy P. McGonigle, SRA International, Host
Rebecca Levine, none, Host
Submitter: Rebecca Levine, email@example.com
309. Panel Discussion: 3:30 PM–4:20 PM Elizabeth H
Round Two: I-O and IT
Participants build on a successful SIOP 2011 panel discussion on challenges of projects requiring IT deliverables. A balanced panel of seasoned I-O and IT professionals are tasked to debate and collaborate concerning problems/questions to showcase the criticality of how the 2 teams must work together to successfully deliver.
Matthew J. Such, First Advantage, Co-Chair
Jessica L. Kane, SuccessFactors, Panelist
Stephanie R. Klein, SHL, Panelist
Jared Owens, pan testing, Panelist
Robert Stephens, SHL, Panelist
Submitter: James Killian, firstname.lastname@example.org
310. Symposium/Forum: 3:30 PM–4:20 PM Emma AB
Computational Models of Self-Regulation: Innovations in Theory Development and Testing
Several computational models of self-regulatory processes are presented and compared to empirical research. The presentations highlight the requirements of a theory of self-regulation and assess the prominent options. Models of the goal gradient effect, multiple goal pursuit, and learning are described. Discussion focuses on modeling self-regulatory and I-O phenomena broadly.
Jeffrey B. Vancouver, Ohio University, Chair
Justin M. Weinhardt, Ohio University, Co-Chair
Richard P. DeShon, Michigan State University, An Evaluation of Existing Computational Models of Self-Regulation
Sheng Liu, Ohio University, Jeffrey B. Vancouver, Ohio University, J. Jim Zhu, Ohio University, Modeling the Goal Gradient Effect: Reconciling a Control Theory Dilemma
Justin M. Weinhardt, Ohio University, Jeffrey B. Vancouver, Ohio University, Learning to Pursue Multiple Goals: A Computational Model
Paul J. Hanges, University of Maryland, Discussant
Submitter: Justin Weinhardt, email@example.com
311. Panel Discussion: 3:30 PM–4:20 PM Ford AB
Assessment Nightmares/Lessons Learned: What Keeps Assessors Up at Night
Conducting assessments in which individuals evaluate the strengths and weaknesses of other individuals across a variety of settings and for many purposes presents a number of challenges and opportunities for things to go awry. A panel of expert assessors will share their assessment experiences as well as lessons learned.
Susan H. Coverdale, Valtera Corporation, Chair
Neha Singla, Valtera Corporation, Co-Chair
Bettye Sue G. Thompson, Self-employed, Panelist
Jodi Himelright, Pennsylvania State University, Panelist
Katherine L. Bittner, Valtera, Panelist
Submitter: Susan Coverdale, firstname.lastname@example.org
312. Symposium/Forum: 3:30 PM–4:20 PM Gregory AB
Perspectives on Organizational Change
This symposium summarizes the current knowledge about conceptualizing and implementing change through organization development interventions. Relevant perspectives include theoretical views (change models), practitioners’ accounts of the processes of conducting organizational intervention, research methods that investigate how participants will respond to change, and consultants’ perspective on supporting organizational change.
Katerine Osatuke, VHA National Ctr for Org Development/Miami University, Chair
Nancy Yanchus, University of Georgia, Katerine Osatuke, VHA National Ctr for Org Development/Miami University, Conceptual Perspective on Change: A Review of Transformational Change Theories
Sarah Judkins, Xavier University, Katerine Osatuke, VHA National Ctr for Org Development/Miami University, Sue R. Dyrenforth, VHA National Center for Organization Development, Change Facilitation: Impact of Process Variables on Outcomes of Civility
Michael Leiter, Michael Leiter & Associates, Arla L. Day, Saint Mary’s University, Heather Laschinger, University of Western Ontario, Debra Gilin-Oore, Saint Mary’s University, Inconsistency Between Civility–Incivility as Change Predictor in Workplace Communities
Arthur M. Freedman, Freedman, Leonard, & Marquardt Consultancy, Discussant
Submitter: Katerine Osatuke, Katerine.Osatuke@va.gov
313. Special Events: 3:30 PM–4:20 PM Madeline AB
Politics in Organizations: Theory and Research Considerations
This session discusses a new volume in the SIOP Organizational Frontiers book series and represents a coordinated effort to shed new light on the nature of organizational politics. This volume brings together top organizational scholars to develop new ideas and thinking that would advance this important area of inquiry.
Gerald R. Ferris, Florida State University, Co-Chair
Darren C. Treadway, State University of New York at Buffalo, Co-Chair
Maureen L. Ambrose, University of Central Florida, Presenter
Pamela L. Perrewe, Florida State University, Presenter
Christopher C. Rosen, University of Arkansas, Presenter
Francis J. Yammarino, State University of New York at Binghamton, Presenter
Michael D. Mumford, University of Oklahoma, Presenter
Submitter: Gerald Ferris, email@example.com
314. Panel Discussion: 3:30 PM–4:20 PM Madeline CD
Developing Socially Responsible Leaders
What benefits do organizations and their leaders derive by having their leaders “do good”? What are the pitfalls and lessons learned from such experiences? This session will engage both the researcher and practitioner on issues surrounding the use of corporate social responsibility as a vehicle to develop socially responsible leaders.
Miriam T. Nelson, Aon Hewitt, Co-Chair
Thomas M. Ruddy, Becton Dickinson, Panelist
Michael Ayulo, UTi Worldwide, Panelist
Robin R. Cohen, Bank of America, Panelist
Beth Gunderson, General Mills, Panelist
Lorraine C. Stomski, Aon Hewitt, Panelist
Submitter: Miriam Nelson, firstname.lastname@example.org
315. Special Events: 3:30 PM–4:20 PM Mohsen AB
SIOP Confronts LGBT Employment Discrimination
SIOP has the opportunity to support legislation prohibiting discrimination based on sexual orientation and gender identity in the workplace. Over the past 35 years, the APA has enacted 13 policy statements supporting LGBT protections. This panel provides SIOP membership an opportunity to learn about and voice reactions to a proposed policy statement.
Brian Roote, SHL, Panelist
Larry Martinez, Rice University, Panelist
Walter Reichman, Org Vitaliity, Panelist
Mark R. Wernersbach, Federal Management Partners, Inc, Panelist
Sarah K. Lambie, Seattle Pacific University, Panelist
Jacob M. Waldrup, Florida International University, Panelist
Submitter: Brian Roote, email@example.com
316. Special Events: 4:30 PM–5:20 PM Elizabeth C
Closing Plenary Session
Douglas H. Reynolds, Development Dimensions International, Chair
Albert Bandura, Stanford University, Presenter