1. Special Events: 8:30 AM–9:50 AM Elizabeth C
Opening Plenary Session
Douglas H. Reynolds, Development Dimensions International, Chair
Adrienne J. Colella, Tulane University, Presenter
2. Interactive Posters: 10:30 AM–11:20 AM America’s Cup AB
Fake It ’Til You Make It: Impression Management in Selection
Eric Heggestad, UNC-Charlotte, Facilitator
2-1 Faking in High Stakes and Low Stakes Scenarios
This study explored social desirability as a predictor of difference scores in Conscientiousness in pretraining and posttraining. Social desirability was a significant predictor of difference scores.
Brad Schlessman, Wright State University
Gene Alarcon, Air Force Research Laboratory
Alex J. Barelka, Michigan State University
Kent Smith, Air Force Research Laboratory
Chelsey Credlebaugh, Air Force Research Laboratory
Erin Gerbec, Air Force Research Laboratory
Submitter: Gene Alarcon, firstname.lastname@example.org
2-2 Faking Good and Faking Bad Among Army Conscripts
As military service is compulsory in Switzerland, Swiss conscripts may fake good or bad. This unique field study showed that the military service motivation is related to self-admitted faking, personality dimension means, and increased correlations between personality dimensions. This supports faking models that stress the importance of motivational differences.
Cornelius J. König, Universität des Saarlandes
Patrick Boss, Zürcher Hochschule für Angewandte Wissenschaften
Klaus G. Melchers, University of Zurich
Submitter: Cornelius König, email@example.com
2-3 The Impact of Item Type on Faking Overt Integrity Items
This study provides evidence that certain overt integrity items are more susceptible to faking than others, due to differences in item transparency. The study also explores the strategies test takers adopt when faking responses to various types of overt integrity items.
David J. Whitney, California State University-Long Beach
Hanna Tekonen, California State University-Long Beach
Submitter: David Whitney, dwhitney@CSULB.edu
2-4 Applicant Faking Differences Between White and African-American Subgroups
This study was conducted to investigate differences in faking among White and African-American applicants on selection measures. Incumbent scores were compared to applicant scores to calculate faking, and then faking differences between the racial groups were examined. Effects of differential faking on adverse impact were then explored.
Mark Zorzie, Michigan State University
Neal W. Schmitt, Michigan State University
Submitter: Mark Zorzie, firstname.lastname@example.org
3. Symposium/Forum: 10:30 AM–11:50 AM America’s Cup CD
Understanding the Culture and Climate Underpinnings of Organizational Effectiveness
Four empirical and theoretical papers consider the dynamics of multilevel and cross-cultural, including internal (culture, climate, structure, strategic leadership, work practices) and external (regional characteristics, cross-cultural differences, business) organizational factors. These factors contribute to the emergence of strong culture and climate that then translate into organizational effectiveness and competitive advantage.
Laura Petitta, University of Rome Sapienza, Chair
Mark G. Ehrhart, San Diego State University, Benjamin Schneider, Valtera, William H. Macey, Valtera, Organizational Climate, Organizational Culture, and Competitive Advantage
Amy Y. Ou, National University of Singapore, Chad A. Hartnell, Arizona State University, Angelo Kinicki, Arizona State University, Elizabeth Karam, Michigan State University, A Meta-Analytic Test of an Organizational Culture Linkage Model
Daniel R. Denison, International Institute for Management Development, Katherine Xin, China Europe International Business School, Corporate Culture in Chinese Organizations
Laura Petitta, University of Rome Sapienza, Claudio Barbaranelli, University of Rome Sapienza, Tahira M. Probst, Washington State University Vancouver, Cross-Cultural Validation of the Intensity and Strength Organizational Culture Questionnaire
Neal M. Ashkanasy, University of Queensland, Discussant
Submitter: Neal Ashkanasy, email@example.com
4. Symposium/Forum: 10:30 AM–11:50 AM Annie AB
I-O in Healthcare: Emerging Roles, Needs, and Opportunities
U.S. health delivery systems will be undergoing substantial change related to the passage of the Affordable Care Act. The science of I-O psychology is particularly well-suited to helping health systems navigate these changes. This symposium will showcase applied examples of I-O psychology helping health systems on this journey.
Andrew N. Garman, NCHL/Rush University, Chair
Sallie J. Weaver, Johns Hopkins School of Medicine, Helping Healthcare Organizations Navigate Issues of Context, Culture, and Climate
Alan Cooper, North Shore-LIJ Health System, Use of Simulation Training as a Health Care Learning Tool
Tasha L. Eurich, The Eurich Group/HealthOne–Rose Medical Center, The Dynamics of Talent Management Within the Healthcare Context
Kenneth Randall, Banner Health, Using Assessments and Surveys to Support Health Systems Change
Jennifer Weiss, HR Alignment Consulting (HRA), Caroline L. Pike, Ascension Health, Stephen D. Steinhaus, HR Alignment Consulting (HRA), Developing Mission-Aligned Leaders: The Ascension Health Development Insights Program
Submitter: Andrew Garman, Andy_N_Garman@rush.edu
5. Symposium/Forum: 10:30 AM–11:50 AM Betsy BC
How Organizational Psychology Improves the Lives of the Vulnerable
Six I-O psychologists describe how they used their skills and expertise to deal effectively with issues affecting HIV/AIDS, poverty, ethnic conflict, and lack of education among vulnerable people in the world. Their accomplishments can be a template for SIOP’s new role as a nongovernmental organization accredited to the United Nations.
Walter Reichman, Org Vitality, Chair
Lori Foster Thompson, North Carolina State University, Using Technology and I-O Psychology to Improve Volunteerism
Ishbel McWha, Cornell University, Role of Worker Relationships in the Success of Aid Organizations
Jeffrey Godbout, University of Baltimore, Attitudes, Perceptions, and Beliefs About International Aid in Haiti
Mary O. Berry, Sirota Survey Intelligence, Organizational Psychology Aids Vulnerable Girls in Africa
Alexander E. Gloss, North Carolina State University, Organi-zational Psychology Improves Education in South Africa
Jennifer W. Martineau, Center for Creative Leadership, Leader-ship Training Prevents Violence Among Young People
Stuart C. Carr, Massey University, Discussant
Submitter: Walter Reichman, firstname.lastname@example.org
6. Symposium/Forum: 10:30 AM–11:50 AM Delmar AB
Practical Challenges to Predicting Physical Ability in Applied Settings
This session highlights real-world programs that aim to use preemployment physical ability tests to predict job performance. Practitioners from academia, consulting, and the private sector will review strategies for overcoming operational challenges encountered when measuring, validating, and implementing physical ability tests in applied settings.
Corina Rice, CSX Transportation, Chair
Deborah L. Gebhardt, Human Performance Systems, Inc., Criterion Measurement Issues in Physical Test Validation
Kristen L. Palazzo, CSX Transportation, Kyle Peters, University of North Florida, Samuel Wooten, CSX Transportation, Developing a Behaviorally Based Scale of Overall Physical Capability
Jennifer R. Burnett, CSX Transportation, Corina Rice, CSX Transportation, John J. Pass, University of North Florida, Developing Valid Predictors of Success in Physically Demanding Jobs
Kevin R. Reindl, San Diego Gas and Electric, Facing the Challenges of Implementing a Physical Ability Testing Program
John H. Golden, CSX Transportation, Discussant
Submitter: Corina Rice, email@example.com
7. Posters: 10:30 AM–11:20 AM Douglas Pavilion BCD
7-1 Newcomer Performance Adjustment in Teams: Experiential Predictors
This study examined newcomer performance adjustment using longitudinal performance data from a sample of professional basketball teams. Results confirmed that newcomer performance follows a negatively accelerating curvilinear pattern. Job experience was positively associated with initial newcomer performance, and past transition experience was positively related to newcomers’ rate of performance improvement.
Jeremy M. Beus, Texas A&M University
Steven Jarrett, Texas A&M University
Aaron B. Taylor, Texas A&M University
Submitter: Jeremy Beus, firstname.lastname@example.org
7-2 Challenging the Dimensionality of Job Challenge
Despite growing interest in the outcomes of job challenge (development, career changes, attitudes), little clarity exists on its dimensionality. Challenge should be conceptualized as an aggregate 10-dimensional construct. In addition, when these dimensions were considered separately, incremental variance in exploration behavior could be explained beyond overall challenge.
Bernd Carette, Ghent University
Frederik Anseel, Ghent University
Filip Lievens, Ghent University
Submitter: Bernd Carette, email@example.com
7-3 A Longitudinal Study of Proactivity During Socialization
This study explored employee proactivity during the newcomer socialization period. Using a longitudinal design with employees in a management training program, proactive personality predicted initial levels and changes in feedback seeking throughout socialization, and changes in feedback seeking were related to changes in goal clarity.
Susan K. Drobka, San Diego State University
Mark G. Ehrhart, San Diego State University
Karen Holcombe Ehrhart, San Diego State University
Abdifatah A. Ali, San Diego State University
Kimberly Waller, CSX
Submitter: Mark Ehrhart, firstname.lastname@example.org
7-4 Creativity in Early and Established Career: Insights Into Multilevel Drivers
This study examined the careers of Nobel Prize winners to investigate the variables that encourage creativity across a career. Findings indicate that early career creative outputs are related to personal characteristics, mentoring, and team dynamics, whereas established career creative outputs are related to team dynamics and early career experimentation.
Michael E. Palanski, Rochester Institute of Technology
Dawn L. Eubanks, University of Warwick
Juani Swart, University of Bath
Michelle Hammond, University of Limerick
Joy Oguntebi, Rochester Institute of Technology
Submitter: Dawn Eubanks, Dawn.Eubanks@wbs.ac.uk
7-5 Promotability and Derailment: Are Business and Interpersonal Skills That Important?
This study was conducted to investigate different skills’ value relating to a superior’s perception of promotability and potential for derailment. Business skills were found to be most relevant for promotability and interpersonal skills were most significant regarding potential for derailment.
Michael Frueh, Central Michigan University
Neil D. Christiansen, Central Michigan University
Submitter: Michael Frueh, email@example.com
7-6 Complementary Mentor Motivations and Protégé Characteristics: Determinants of Mentoring
We investigated supervisors’ mentoring motivations, protégé characteristics, and protégé-reported mentoring experiences. Results from this research demonstrate support for the notion that supervisors’ motivations to mentor determine, in part, the type of protégés that are most likely to receive mentoring from them.
Julia M. Fullick, University of Central Florida
Kimberly A. Smith-Jentsch, University of Central Florida
Nic Bencaz, Cognitive Performance Group
Submitter: Julia Fullick, Julia.Fullick@gmail.com
7-7 Untangling Protégé Self-Reports of Mentoring Functions: Further Meta-Analytic Understanding
This study attempted to further our understanding of the relations of the various types of protégé-reported mentoring relationship functions. Specifically, examined were the relations of psychosocial, career support, and role modeling functions with one another, and also predicted relationship were outcomes. Numerous moderators of these relations were also identified.
Katie Kirkpatrick, Seattle Pacific University
James R. Longabaugh, Seattle Pacific University
Jubilee Dickson, University of Texas at Arlington
Ajal B. Patel, University of Texas at Arlington
Dana L. Kendall, Seattle Pacific University
Shannon A. Scielzo, University of Texas at Arlington
Submitter: Katie Kirkpatrick, firstname.lastname@example.org
7-8 Personality Predictors of Career Exploration: A Meta-Analysis
This meta-analysis determined correlations of personality traits and career exploration. Traits included the Big 5, shyness, VDSI, and stress. Measures of career exploration were based on scores of Self- and Environmental Exploration of the Career Exploration Survey. Results found low/moderate correlations between personality characteristics and career exploration.
Anna R. Aquino, University of Minnesota
Nathan R. Kuncel, University of Minnesota
Jo-Ida C. Hansen, University of Minnesota
Submitter: Nathan Kuncel, email@example.com
7-9 Mentoring—Work–Life Balance Relationship: The Case of IT Students
This study is the first of a 3-part study focused on establishing relationships between mentoring and work–life balance. Building on social comparison theory and cognitive model of stressor appraisal, this study examined this relationship on a sample of IT students, with 2 more studies on IT professionals to follow.
Valentina V. Kuskova, Higher School of Economics, Russia
Valerie L. Bartelt, Texas A&M University-Kingsville
Manju Ahuja, University of Louisville
Liudmila V. Petrova, Higher School of Economics, Russia
Submitter: Valentina Kuskova, firstname.lastname@example.org
7-10 Testing a Social Cognitive Career Theory Model of Professional Development
To address retention issues in the sciences, a social cognitive career theory (SCCT) model of professional development was tested using data from 198 computer science and engineering majors. SCCT variables predicted professional development intentions, which in turn predicted professional development actions. These actions predicted persistence intentions, major commitment, and involvement.
Debra A. Major, Old Dominion University
Karin A. Orvis, U.S. Army Research Institute
Valerie J. Morganson, Old Dominion University
Kristina N. Bauer, Old Dominion University
Submitter: Debra Major, email@example.com
7-11 The Impact of Actual and Perceived Similarity on Mentorship Survival
This study examined the impact of perceived and actual deep-level similarity on mentorship survival in a formal mentoring program. Mentorships were more likely to last when pairs were similarly valenced in proactive personality scores and when perceptions of general similarity, shared perspectives, and match fit were increased.
Kristina Matarazzo, Northern Illinois University
Lisa Finkelstein, Northern Illinois University
Kurt Kraiger, Colorado State University
Submitter: Kristina Matarazzo, firstname.lastname@example.org
7-12 Personality, Interests, and Career Indecision: A Multidimensional Perspective
This study examines the factor structure of career indecision (CI). Results indicate that not only should CI be conceptualized as a multidimensional construct, but that personality and vocational interests are differentially related to its facets. Results indicate that personality is a stronger predictor of CI than previously thought.
Megan B. Morris, Wright State University
Gary N. Burns, Wright State University
Joshua Taylor, Wright State University
Submitter: Megan Morris, email@example.com
7-13 Fraternizing and “Friend Requests”: Networking’s Relationship to Perceived Career Success
This study examined the relationship between traditional and social networking behaviors and students’ career success efficacy, as well as the role of personality and social networking impression management skills. Results indicate traditional networking behaviors, LinkedIn usage, impression management, Extraversion, low Neuroticism, and Conscientiousness positively predict career success efficacy.
Cole N. Napper, Louisiana Tech University
Victoria J. Smoak, Louisiana Tech University
Amy Frost, Louisiana Tech University
Tilman Sheets, Louisiana Tech University
Ann-Marie Rabalais, Louisiana Tech University
Submitter: Cole Napper, firstname.lastname@example.org
7-14 Initial Mentor Attraction: Interactions of Individual and Mentor Demographic Characteristics
This research attempts to provide some guidance concerning formal mentoring programs being implemented within organizations. The results suggest that formal mentoring programs could be necessary to alleviate some of the issues that may occur from initial mentor attraction based on protégé demographic characteristics and personal needs.
Michael A Neeper, University of Texas at Arlington
Shannon A. Scielzo, University of Texas at Arlington
Steven D. Diamond, University of Texas at Arlington
Jared Kenworthy, University of Texas at Arlington
Submitter: Michael Neeper, email@example.com
7-15 Performing On the Road: Peer Coaching and Newcomers’ Performance Trajectories
Although research has linked organizational socialization tactics and newcomer proactivity to newcomers’ performance, scholars have called for more work on how peers enable newcomer performance. Using theories of resource allocation and self-esteem, a field study investigates how forms of peer coaching facilitate newcomers’ initial performance and performance improvement.
Samir Nurmohamed, University of Michigan
D. Scott DeRue, University of Michigan
David M. Mayer, University of Michigan
Craig D. Crossley, University of Nebraska-Lincoln
Submitter: Samir Nurmohamed, firstname.lastname@example.org
7-16 I Do What I Want: Personality–Interest Congruence Across Cultures
Multilevel analysis of data from over 390,000 individuals from 20 countries examined the extent to which culture moderates several previously established relationships between personality and occupational interests. Findings show in-group collectivism may influence the extent to which occupational interests reflect personality traits.
Catherine Ott-Holland, Michigan State University
Jason L. Huang, Wayne State University
Ann Marie Ryan, Michigan State University
Patrick L. Wadlington, Birkman International, Inc.
Fabian Elizondo, Birkman International, Inc.
Submitter: Catherine Ott-Holland, email@example.com
7-17 A Quantitative Review of the Effectiveness of Freshman Seminars
College freshman seminars are designed to increase college retention and improve grades, but there is little information as to their effectiveness. A quantitative review of the literature finds relatively weak average effects for these criteria but substantial variation in program effectiveness that can be explained by program characteristics.
Vahe Permzadian, University at Albany, SUNY
Marcus Crede, University at Albany, SUNY
Submitter: Vahe Permzadian, firstname.lastname@example.org
7-18 Relationships Between Socialization and Team Effectiveness for Collegiate Athletic Coaches
Previous organizational research has demonstrated the socialization–effectiveness relationship. Expanding upon this literature, the socialization–effectiveness relationship in the domain of collegiate athletics (N = 75) was examined. Results indicated that socialization influences performance and that the influence is stronger when using affective rather than behavioral effectiveness measures.
Elizabeth Peyton, Wright State University
Debra Steele-Johnson, Wright State University
Julie A Steinke, Wright State University
Brian D. Michael, Wright State University
Zach Kalinoski, Wright State University
Submitter: Elizabeth Peyton, email@example.com
7-19 Mentoring and Burnout: Generativity and Perceived Organization Support as Moderators
An individual variable (generativity) and an organizational variable (perceived organizational support for mentoring) were considered as moderators of the relationship between both positive and negative mentoring and burnout. Results support the importance of both of these variables for enhancing the positive aspects of mentoring and reducing negative aspects of mentoring.
Meline M. Schaffer, Clemson University
Mary Anne Taylor, Clemson University
Submitter: Meline Schaffer, firstname.lastname@example.org
7-20 Don’t Let Me Down: Negative Mentoring and Protégé Performance
This study examined the mediating relationship between negative mentoring relationships and protégé performance through procedural justice perceptions. The effects on subordinate counterproductive work behaviors (CWBs) and organizational citizenship behaviors (OCBs) were analyzed by means of hierarchical regression.
Julia B. Sauer, University of Georgia
Stefanie S. Beck, University of Georgia
Allison B. Siminovsky, University of Georgia
Lillian T. Eby, University of Georgia
Brian J. Hoffman, University of Georgia
Taylor E. Sparks, University of Georgia
Submitter: Allison Siminovsky, email@example.com
7-21 How Career Orientation Shapes the Job Satisfaction–Turnover Intention Link
This study was conducted to clarify the impact of career orientation on the static and dynamic link between job satisfaction and turnover intention. Based on a 3-wave study design, the results revealed unequal moderating effects in the static and dynamic relationship for independent and loyalty-oriented employees.
Cecile Tschopp, ETH Zurich
Gudela Grote, ETH Zürich
Marius Gerber, Kienbaum Consultants International, Zurich
Submitter: Cecile Tschopp, firstname.lastname@example.org
7-22 Different Fit Perceptions in Academic Environments: Attitudinal and Behavioral Outcomes
This study examined whether students perceive 3 different types of academic fit and whether these factors predict important criteria. Results fully support our hypotheses. Specifically, interest–major fit is the best predictor of major change intention, as is needs–supplies fit and well-being, demands–abilities fit and academic performance.
Yixuan Li, Peking University
Xiang Yao, Peking University
Yi Wang, Peking University
Submitter: Xiang Yao, email@example.com
7-23 Subordinate’s Political Skill and Supervisor’s Dependence on Subordinate
This study examined the relationship between subordinate’s political skill and supervisor’s dependence on subordinate, and the mediating (interaction frequency with supervisor and team-member exchange, TMX) and moderating (supervisor’s political behavior) variables of this relationship. Data were collected from a construction company in China to test the model.
Junqi Shi, Peking University, China
Yihao Liu, Peking University, China
Le Zhou, University of Florida
Mo Wang, University of Florida
Submitter: Le Zhou, firstname.lastname@example.org
8. Panel Discussion: 10:30 AM–11:50 AM Edward AB
I-O Bilingualism: Do You Speak Technology?
Technology is pervasive in I-O interventions. Consultants are challenged with broadening both their knowledge of and competency in communicating technology concepts. Those unable to do so will face an increased likelihood of project failure. Experienced panelists provide practical guidance for building skills and overcoming the challenges of delivering technology-laden projects.
Emily Stehura, Development Dimensions International (DDI), Chair
Craig R. Dawson, SHL, Panelist
Emily Glass, Development Dimensions International (DDI), Panelist
Tami Licht, Development Dimensions International (DDI), Panelist
David E. Ostberg, Evolv On Demand, Panelist
Submitter: Emily Bailey, email@example.com
9. Panel Discussion: 10:30 AM–11:50 AM Edward CD
Seeing I to I: Understanding Internal and External Consultant Universes
Often times, internal and external consultants are so immersed in their respective organizations that misunderstandings occur when the demands of one world requires the unthinkable in the other. This session brings together internal and external consultants to share their perspectives so as to promote greater understanding and collaboration.
Lilly Lin, DDI, Chair
Brad A. Chambers, Polaris Assessment Systems, Panelist
Richard T. Cober, Marriott International, Panelist
Lisa Malley, DDI, Panelist
Lauren E. McEntire, PepsiCo, Panelist
Douglas D. Molitor, 3M, Panelist
Christine R. Scheu, SHL PreVisor, Panelist
Mona Stronsick, Progressive Insurance, Panelist
Submitter: Lilly Lin, firstname.lastname@example.org
10. Special Events: 10:30 AM–11:20 AM Elizabeth H
Theme Track Keynote: SIOP and EEOC: Finding Common Ground
Keynote speaker Jacqueline A. Berrien heads the Equal Employment Opportunity Commission (EEOC), the lead agency in the government’s effort to eradicate and remedy employment discrimination through law enforcement, education, and outreach. EEOC works to end workplace discrimination based on factors such as race and gender and ensure that employers do not use non-job-related assessment and selection procedures. Remarks will address common challenges and opportunities of SIOP and EEOC and call for renewed dialogue and partnership to better serve American employers and employees.
Michelle (Mikki) Hebl, Rice University, Chair
Eden B. King, George Mason University, Presenter
Jacqueline Berrien, Equal Employment Opportunity Commission (EEOC), Presenter
Submitter: Michelle (Mikki) Hebl, Hebl@Rice.edu
11. Special Events: 10:30 AM–12:20 PM Emma AB
International Research Incubator on Overqualification at Work
This incubator aims to provide a forum for researchers around the world to develop a research agenda for the overqualification construct; discuss and debate outstanding issues in definition, measurement, and conceptualization of the construct; and identify testable hypotheses that can be studied beyond this session.
Talya N. Bauer, Portland State University, Chair
Berrin Erdogan, Portland State University, Chair
Saul Fine, Midot, Presenter
Aleksandra Luksyte, University of Western Australia, Presenter
Douglas C. Maynard, SUNY New Paltz, Presenter
Jose M. Peiró, University of Valencia, Presenter
Frances M. McKee-Ryan, University of Nevada, Reno, Presenter
Submitter: Talya Bauer, TalyaB@Sba.pdx.edu
12. Community of Interest: 10:30 AM–11:50 AM Emma C
Developing Leadership in Organizations
Cynthia D. McCauley, Center for Creative Leadership, Host
Beverly A. Dugan, HumRRO, Host
Patrick Gavan O’Shea, HumRRO, Coordinator
13. Symposium/Forum: 10:30 AM–11:50 AM Ford AB
Building Global Leaders: What Does It Take?
As the world becomes more global, organizations are challenged to develop leaders who can effectively lead in this more complex, global context. The purpose of this symposium is to forward academic and applied understanding of how to groom effective global leaders.
Lisa Dragoni, Cornell University, Chair
Katherine E. Holt, Peakinsight LLC, Kyoko Seki, Deep Harmony, What the Bleep Do We Know About Developing Global Leaders?
Paula M. Caligiuri, Rutgers University, International Volunteerism and the Development of Cross-Cultural Competencies
Lisa Dragoni, Cornell University, In-Sue Oh, Virginia Commonwealth University, Ozias A. Moore, Cornell University, Paul T. Van Katwyk, PDI Ninth House, Joy F. Hazucha, PDI Ninth House, Paul E. Tesluk, University of Maryland, Global Work Experience: Does It Make for Better Strategic Leaders?
David V. Day, University of Western Australia, Matt Barney, Infosys Leadership Institute, Global Leader Development at Infosys: Enhancing Rigor and Relevance
Morgan W. McCall, University of Southern California, Discussant
Submitter: Lisa Dragoni, email@example.com
14. Panel Discussion: 10:30 AM–11:50 AM Gregory AB
Managing Talent Amidst Extreme Organizational Change
Significant organizational changes due to an economic downturn, constant and rapid changes in technology, and movement to results-oriented work environments have resulted in a different employee–employer contract. How does the constant state of change impact an organization’s talent management strategies? Panel participants will address these issues.
Ernest Paskey, Aon Consulting, Chair
Tara K. McClure, Aon Hewitt, Co-Chair
Dru Fearing, Freddie Mac, Panelist
David S. Gill, Verizon, Panelist
Lia M. Reed, United States Postal Service, Panelist
Michael C. Heil, Aon Consulting, Panelist
Submitter: Ernie Paskey, firstname.lastname@example.org
15. Symposium/Forum: 10:30 AM–11:50 AM Madeline AB
Invalid Data in Surveys: Antecedents, Detection, and Consequences
Invalid data occurs across many self-report data collections, and this data can take on many forms. This symposium presents 4 studies covering invalid responding, from before-the-fact considerations to after-the-fact impacts, offering a wide-ranging picture of the state of research on invalid data and providing new research directions and important implications.
Paul Curran, Michigan State University, Co-Chair
Nathan T. Carter, University of Central Florida, Co-Chair
Nathan T. Carter, University of Central Florida, Scott A Withrow, Bowling Green State University, Ryan P. Whorton, Bowling Green State University, Individual Differences and the Use of an Unfolding Response Process
Adam W. Meade, North Carolina State University, S. Bartholomew Craig, North Carolina State University, Understanding Careless Responses Using Mixture Modeling and Simulation
Mengqiao Liu, Wayne State University, Jason L. Huang, Wayne State University, Insufficient Effort Responding to Surveys: Validation of a Detection Scale
Paul Curran, Michigan State University, Lindsey M. Kotrba, Denison Consulting, The Impacts of Invalid Responding: A Simulation Study
Frederick L. Oswald, Rice University, Discussant
Submitter: Paul Curran, email@example.com
16. Symposium/Forum: 10:30 AM–11:50 AM Madeline CD
The Power of Collaboration: Investigations of Multiteam Systems
Multiteam systems (MTSs) are systems of teams that coordinate and collaborate to achieve goals too large to be accomplished by 1 team alone. The requirements of work within an MTS are highly complex. This symposium will present 4 research studies examining different levers of MTS effectiveness (e.g., training, leadership).
Dorothy R. Carter, Georgia Institute of Technology, Co-Chair
Leslie A. DeChurch, Georgia Institute of Technology, Co-Chair
Dustin J. Sleesman, Michigan State University, John R. Hollenbeck, Michigan State University, Brent A. Scott, Michigan State University, Robert Davison, Michigan State University, Daniel R. Ilgen, Michigan State University, Leader Fit in Multiteam Systems: An Information Processing Perspective
Leslie A. DeChurch, Georgia Institute of Technology, Stephen J. Zaccaro, George Mason University, Dorothy R. Carter, Georgia Institute of Technology, Raquel Asencio Hodge, Georgia Institute of Technology, Peter W. Seely, Georgia Institute of Technology, Amy M. Wax, Georgia Institute of Technology, Tiffani R. Chen, George Mason University, Tracy C. McCausland, George Mason University, Development of Coordination Norms in Globally Distributed Multiteam Systems
Glenn E. Littlepage, Middle Tennessee State University, Paul A. Craig, Middle Tennessee State University, Michael B. Hein, Middle Tennessee State University, Richard G. Moffett III, Middle Tennessee State University, Andrea M. Georgiou, Middle Tennessee State University, Paul R. Carlson, Middle Tennessee State University, Training to Enhance Multiteam Coordination in the Airline Industry
Dorothy R. Carter, Georgia Institute of Technology, Leslie A. DeChurch, Georgia Institute of Technology, MTS Leadership From a Network Perspective
Submitter: Dorothy Carter, firstname.lastname@example.org
17. Symposium/Forum: 10:30 AM–12:20 PM Mohsen AB
The Customer Experience in I-O Theory and Practice
Although the customer experience is integral to organizational success, it is a rare focus of I-O. This symposium illustrates how I-O psychologists are helping organizations maintain satisfying and loyal customer relationships. A series of lab and field studies are presented to examine impacts on the customer experience.
Terri Shapiro, Hofstra University, Chair
Miriam T. Nelson, Aon Hewitt, Co-Chair
Paige K. Graham, University of the Rockies, Bobby Baker, Corvirtus, LLC, Optimizing Satisfaction and Loyalty Through Selection Process and Employment Experience
Anna Chandonnet, Data Recognition Corporation, Jennife Vannelli, Data Recognition Corporation, Carrie Christianson DeMay, Data Recognition Corporation, Exploring the Characteristics of High Customer Loyalty Retail Stores
Luciano Viera, Fors Marsh Group, LLC, Brian K. Griepentrog, Fors Marsh Group, LLC, Sarah E. Baker, Fors Marsh Group, LLC, Were You Satisfied and Will You Come Again?
Clifford R. Jay, Aon Hewitt, Christine E. Corbet, Aon Hewitt, Miriam T. Nelson, Aon Hewitt, Making It Easy: Impact of Customer Effort on Satisfaction
Terri Shapiro, Hofstra University, Jennifer Nieman-Gonder, Farmingdale State College, Andrzej Kozikowski, Hofstra University, Comila Shahani-Denning, Hofstra University, Sayeedul Islam, Hofstra University, Does Quality Customer Service Pay in Competitive Markets?
Submitter: Terri Shapiro, email@example.com
18. Symposium/Forum: 11:00 AM–12:20 PM Elizabeth A
Innovative Methods of Gathering Employee and Applicant Data
Representatives from 4 organizations (Google, Frog Design, FBI, Sprint) will share new methods for gathering employee and applicant data (e.g., opinions, skills, behaviors, performance) and lessons learned from experimenting with various data collection platforms (e.g., phone apps) with the goal of inspiring others to move beyond traditional data collection methods.
Tina Malm, Google, Chair
Tina Malm, Google, Eric Doversberger, Google, Capturing the Pulse: Next Generation Methods for Gathering Employee Feedback
Debora D. Mitchell, Sprint, Michael D. Blair, Sprint, Doug Schaible, Sprint, Your Applicants Are Mobile—Are You?
Amy Dawgert Grubb, Federal Bureau of Investigation, Leveraging Traditional Data in Nontraditional Ways
Eric Hummel, Frog Design, I Have the People Analytics. Now What?
Submitter: Tina Malm, firstname.lastname@example.org
19. Panel Discussion: 11:00 AM–12:20 PM Elizabeth B
IGNITE Session: Imparting Survey Wisdom, Five Minutes at a Time
In this blitz of a session, each of 10 survey experts gets 5 minutes and 20 automatically advancing slides to share a story, a key lesson, a personal position, and advice illustrated with case studies, research examples, and the experiences of highly seasoned practitioners and researchers.
Scott M. Brooks, OrgVitality, Chair
Mariangela Battista, Pfizer Inc., Panelist
Sarah R. Johnson, CLC Genesee, Panelist
Michael N. Bazigos, Columbia University, Panelist
Jeffrey A. Jolton, Kenexa, Panelist
Corinne B. Donovan, Adelphi University, Panelist
Kyle Lundby, Valtera, Panelist
Melissa L. Graves, Starbucks Coffee Company, Panelist
Jeffrey M. Saltzman, OrgVitality, Panelist
Steven G. Rogelberg, University of North Carolina Charlotte, Panelist
Allan H. Church, PepsiCo, Panelist
Submitter: Scott Brooks, email@example.com
20. Symposium/Forum: 11:00 AM–12:20 PM Elizabeth F
Dimension, Task, and Mixed-Model Perspectives on Assessment Centers
In response to criticisms concerning the construct validity of ACs, 3 perspectives on AC measurement have been articulated. This symposium brings together 4 studies that add insights into the dimension, task, and mixed-model perspectives on ACs. Implications for the development of AC theory and practice are discussed.
Duncan J. R. Jackson, University of Seoul, Chair
Brian J. Hoffman, University of Georgia, Chair
Duncan J. R. Jackson, University of Seoul, Brian J. Hoffman, University of Georgia, Dimension, Task, and Mixed-Model Perspectives on Assessment Centers
John P. Meriac, University of Missouri-St. Louis, David J. Woehr, University of North Carolina Charlotte, Broad Assessment-Center Dimensions: A Nomological Network Examination of Validity
Nathan R. Kuncel, University of Minnesota, Paul R. Sackett, University of Minnesota, Resolving the Assessment-Center Construct-Validity Problem
Elizabeth L. Monahan, University of Georgia, Ashley Williams, University of Georgia, Ben Overstreet, University of Georgia, A Meta-Analysis of the Validity of Assessment Center (AC) Exercises
Brian J. Hoffman, University of Georgia, Nigel R. Guenole, Kenexa, Tony Cockerill, Kenexa, Measurement Invariance of a Mixed Model Assessment Center (AC)
Charles E. Lance, University of Georgia, Discussant
Submitter: Duncan Jackson, firstname.lastname@example.org
21. Roundtable Discussion/Conversation Hour: 11:00 AM–11:50 AM Elizabeth G
Test Fairness: Legal and Psychometric Issues and Controversies
Fairness remains one of the most pervasive issues in high stakes testing programs, owing largely to the various definitions of “fairness,” ranging from social to legal to psychometric points of view. This session will explore legal and measurement issues, recent developments, and controversies regarding fairness in employment testing.
John A. Weiner, PSI, Host
Keith M. Pyburn, Fisher & Phillips, LLP, Host
James C. Sharf, Employment Risk Advisors, Inc., Host
Submitter: John Weiner, email@example.com
22. Interactive Posters: 11:30 AM–12:20 PM America’s Cup AB
Behave! Influences on Job Behaviors
Beth Bynum, HumRRO, Facilitator
22-1 Mentor Knowledge Sharing and Protégé Creative Behavior: Does Traditionality Matter?
This study examined the role of mentoring in helping protégés understand the “why” necessary for creative behavior. Mentoring functions that protégés received partially mediated the relationship between mentor knowledge sharing and protégé creative behavior. Stronger positive relationships were found for individuals scoring low (versus high) in Chinese traditionality.
Changya Hu, National Chengchi University
Ying-Ni Cheng, National Chengchi University
Lisa E. Baranik, East Carolina University
Chun-Chi Yang, Fu Jen Catholic University
Submitter: Changya Hu, firstname.lastname@example.org
22-2 Importance of Team Gender Composition When Using Complex Psychomotor Tasks
This study sought to investigate the potential influence of team gender composition on team performance on a complex psychomotor task. The results indicated significant mean differences across the levels of team gender composition, such that teams with a larger proportion of men had higher scores on the performance task.
Steven Jarrett, Texas A&M University
Ryan M. Glaze, Texas A&M University
Ira Schurig, Texas A&M University
Winfred Arthur, Texas A&M University
Submitter: Steven Jarrett, email@example.com
22-3 Follower Dependency: The Role of Personality, Self-Concept Clarity, and Self-Monitoring
This study examined how personality, self-concept clarity, and self-monitoring abilities influence the degree of dependency of a follower on his or her leader. Results indicated that both self-concept clarity and self-monitoring negatively predicted dependency. Employers may want to help foster a clear self-concept and self-monitoring skills in autonomous working environments.
Stephen Hill, University of Akron
Aimee King, University of Akron
Submitter: Stephen Hill, firstname.lastname@example.org
22-4 Effects of Interview Anxiety and Impression Management on Interview Performance
This study investigated whether impression management (IM) and interview anxiety jointly or independently influence interview performance. Based on limited resource self-regulation theory, we posited that interview anxiety would interfere with interviewees’ ability to use IM tactics. Moderator and mediator analyses were conducted using IM, interview anxiety, and interview performance.
Deborah M. Powell, University of Guelph
Leann Schneider, University of Guelph
Amanda R. Feiler, University of Guelph
Submitter: Deborah Powell, email@example.com
23. Posters: 11:30 AM–12:20 PM Pavilion BCD
23-1 Cross-Cultural Differences in Perception of Time: Implications for Multinational Teams
Multinational teams are particularly open to issues surrounding temporal diversity, or the extent to which team members vary in their perception of time. Ten time-related, cultural differences are discussed, with particular emphasis on their relationship with various team processes.
Christopher K. Adair, DePaul University
Gamze Arman, DePaul University
Submitter: Christopher Adair, firstname.lastname@example.org
23-2 Team Reflexivity and Performance Under Routine Versus Novel Mission Demands
This laboratory experiment examined the effectiveness of guided team reflexivity focusing on specific mission tasks and objectives versus unguided team reflexivity. Results showed that task-based guided reflexivity was beneficial to mission performance when teams faced routine circumstances but was potentially detrimental when teams had to adapt to unexpected novel circumstances.
Matthew L. Arsenault, University of Oklahoma
Eric A. Day, University of Oklahoma
Matthew J. Schuelke, Air Force Research Laboratory
Michael G. Hughes, University of Oklahoma
Submitter: Matthew Arsenault, email@example.com
23-3 The Dark Side of Teams: Psychopathy, Aversive Climate, and Deviance
This research examined the effects of psychopathy and situational perceptions on task contributions and interpersonal deviance. Results suggest that student teams characterized by psychopathy had negative climate perceptions, low collective efficacy, and contained members who engaged in deviant behavior and contributed little to the task.
Michael Baysinger, Kronos
James M. LeBreton, Purdue University
Submitter: Michael Baysinger, firstname.lastname@example.org
23-4 Task Networks: A Unitary Theory for Conceptualizing Interdependence in Teams
Interconnected task components are conceptualized as providing a basic framework of interdependence that can link individuals and work units. This theoretical paper reframes interdependence and applies the theory to 2 nontraditional forms of teams, flash teams and virtual teams.
Justin K. Benzer, VA Healthcare System
David Mohr, Department of Veterans Affairs
Nathalie McIntosh, COLMR, VA Boston Healthcare System
Gary J. Young, Northeastern University
Martin P. Charns, COLMR, VA Boston Healthcare System
Submitter: Justin Benzer, email@example.com
23-5 Exploring the Dynamics of Self-Report and Behavioral Cohesion on Performance
Cohesion, one of the most frequently studied team processes, is typically examined with cross-sectional, self-report designs leading to weak, inconsistent relationships with team effectiveness. This study measures cohesion through self-report and behavioral indicators over time. Self-report and behavioral cohesion dynamically fluctuated and uniquely predicted team performance.
Michael T. Braun, Michigan State University
Tara A. Rench, Michigan State University
Marina Pearce, Michigan State University
Samantha K. Baard, George Mason University
Brady Firth, Michigan State University
Richard P. DeShon, Michigan State University
Steve W. J. Kozlowski, Michigan State University
Submitter: Michael Braun, firstname.lastname@example.org
23-6 Debriefs Predict Performance: A Qualitative Review and Meta-Analysis
Debriefs are a low cost yet effective way to improve performance. To pull together a fragmented base of research and theory, we performed a qualitative and quantitative review. Findings from 43 samples (N = 2,026 indicate that debriefs improve effectiveness over control (d = .54), bolstered by facilitation and levels-of-analysis alignment.
Christopher P. Cerasoli, University at Albany, SUNY
Scott I. Tannenbaum, Group for Organizational Effectiveness
Submitter: Christopher Cerasoli, email@example.com
23-7 Effects of a Companion Dog on a Group Task
This study examined the effects of a companion dog on behaviors and attitudes during a group task. The presence of a companion dog positively influenced group satisfaction and was also associated with greater levels of cohesion, trust, and intimacy among group members.
Matthew Christensen, Central Michigan University
Christopher R. Honts, Central Michigan University
Stephen M. Colarelli, Central Michigan University
Submitter: Matthew Christensen, firstname.lastname@example.org
23-8 How Shared Cognition Can Moderate the Team Process–Outcome Relationship
Traditional theories of shared cognition suggest that it affects team performance through enhanced teamwork processes. This study demonstrated that shared cognition can also moderate the team processes–outcome relationship. Task elaboration processes improved performance for teams with highly similar situation models but hurt performance for teams with highly dissimilar models.
Sharvari Dalal, University of Central Florida
Kimberly A. Smith-Jentsch, University of Central Florida
Christopher Wiese, University of Central Florida
Ariel Afek, University of Central Florida
Submitter: Sharvari Dalal, email@example.com
23-9 Influences of Regulatory Mode on Identity in Multiteam Systems
This paper reports a laboratory study conducted to explore the influence of trait regulatory mode on the activated identity of individuals in a complex organization. Results indicate that regulatory mode interacts with organizational performance to affect activated identity at the individual and organizational levels but not at the team level.
Robert Davison, Michigan State University
Michael Howe, Michigan State University
John R. Hollenbeck, Michigan State University
Submitter: Robert Davison, firstname.lastname@example.org
23-10 Improving Team Decision-Making Effectiveness in a Hidden Profile Scenario
Collective discussion often produces a bias in favor of information known to all members beforehand. This study examined the effectiveness of a multifaceted intervention designed to improve information sharing in hidden profile contexts. Teams receiving the intervention tended to share more “unique” information known to individual members and make better decisions.
Angela Donovan, IUPUI
Dennis J. Devine, IUPUI
Paige E. Coulter-Kern, IUPUI
Aron J. Kale, IUPUI
Submitter: Dennis Devine, email@example.com
23-11 Project Commitment in Cross-Functional Teams: Antecedents and Relationship With Performance
Drawing on signaling theory, we posit that project commitment is influenced by team cohesion, team leader behaviors, and members’ perceived project support, as well as indirectly influenced by perceptions of project support through organizational commitment. We further consider project commitment’s influence on team performance. Multilevel analyses supported most hypotheses.
Kyle P. Ehrhardt, University of Wisconsin-Milwaukee
Janice S. Miller, University of Wisconsin-Milwaukee
Sarah Freeman, University of Wisconsin-Milwaukee
Peter W. Hom, Arizona State University
Submitter: Kyle Ehrhardt, firstname.lastname@example.org
23-12 Preference for Teamwork, Team Member Performance, and Role Interdependence
A U.S. Navy study examined the relationship between one facet of collectivism and team member performance. The facet of preference for teamwork was found to predict team member performance differently by role. The sample consisted of 60 participants (78% uniformed Navy personnel) formed into 15 teams of 4.
Joshua Douglas Cotton, U.S. Navy-NPRST
Submitter: William Farmer, email@example.com
23-13 Toward a Temporally Based Framework of Team Development Interventions
Little is known about when team development interventions (i.e., training, coaching, etc.) are best implemented. This study proposes a temporally based framework that advances an understanding of when, throughout the team performance lifecycle, these interventions should be introduced to best impact performance.
Megan E. Gregory, University of Central Florida
Marissa L. Shuffler, University of Central Florida
Deborah DiazGranados, Virginia Commonwealth University
Eduardo Salas, University of Central Florida
Submitter: Megan Gregory, firstname.lastname@example.org
23-14 Knowledge Transfer in Organizations: A Social Capital Perspective
When an employee engages in relationship-building behavior and when his/her organization adopts a collaborative-based HR configuration, he or she is more likely to develop positive work relationships with the colleague that transfers work-related knowledge with him/her. Positive work relationships in turn facilitate more knowledge transfer.
Yu-Shan Hsu, University of Wisconsin-Milwaukee
Submitter: Yu-Shan Hsu, email@example.com
23-15 The Influence of Experience on Shared Mental Models Over Time
This study explored whether air traffic controllers’ shared mental models (SMM) become more similar over a 2-year period and how work experience is related. Results showed that primarily low-experienced controllers’ team SMM similarity increased over time and slightly exceed high-experienced team SMM.
Pia Justen, National Aerospace Laboratory NLR
Robert R. van Doorn, Maastricht University
Fred Zijlstra, Maastricht University
Jelke van der Pal, National Aerospace Laboratory NLR
Submitter: Pia Justen, Pia.Justen@nlr.nl
23-16 CoMeT—Analyzing Communication to Understand How Healthcare Action Teams Coordinate
An observation taxonomy for communication in healthcare action teams (CoMeT) is presented. CoMeT aims at providing a systematic, reliable, and valid set of 15 descriptive categories capturing communication with respect to explicit and implicit action and information coordination. First reliability and validity tests indicate strengths and weaknesses of the taxonomy.
Michaela Kolbe, ETH Zurich
Tanja Manser, University of Fribourg,
Michael J. Burtscher, ETH Zurich
Submitter: Michaela Kolbe, firstname.lastname@example.org
23-17 A Longitudinal Examination on the Consequences of Team Conflict
This study investigates the perception of conflict between East Asian and Canadian teams. This session will compare the relationship between task and relationship conflict, the pattern of conflict over time, and will discuss reasons why teams differ when approaching conflict. In addition, conflict on team identity of the two types of teams is examined.
Tracy X. Xiong, University of Waterloo
Lindie H. Liang, University of Waterloo
Wendi Adair, University of Waterloo
Submitter: Lindie Liang, email@example.com
23-18 Virtual Reality: Predictors of Virtual Team Productivity and Creativity
This online survey of 165 virtual team members investigated predictors of virtual team productivity and creativity. Results indicated a positive relationship between perceptions of task structure with productivity as well as between task interdependence and creativity. Collaborative decision making partially mediated the relationship between task interdependence and virtual team creativity.
Aaron Bodiya, Alliant International University
Patricia Denise J. Lopez, Alliant International University
Submitter: Patricia Denise Lopez, firstname.lastname@example.org
23-19 Political Skill in the Team Context
This study examines whether the benefits of organizational political skill extend beyond individual-level outcomes. The findings obtained from 189 student project teams and 28 work teams demonstrate the positive effect of team political skill on team satisfaction and performance via team cohesion, conflict management, and trust.
Elena Lvina, HEC Montreal/Concordia University
Gary W. Johns, Concordia University
Christian Vandenberghe, HEC Montreal
Submitter: Elena Lvina, email@example.com
23-20 Team Trust’s Role in the Development of Collective Leadership
This study investigated collective leadership as a mediator of the relationship between team trust and team performance longitudinally using a feedback loop. Although this hypothesis was not supported, collective leadership density increased across 3 time points, and team performance influenced subsequent levels of team trust.
Scott J. Moshier, Virginia Tech
Roseanne J. Foti, Virginia Tech
Submitter: Scott Moshier, firstname.lastname@example.org
23-21 Trust Development in Computer-Mediated Teams
The study examined the structure and development of trust in computer-mediated teams over a short amount of time. Results indicated that team members can quickly learn to overcome the challenges due to the technology-mediated environment they work in, resulting in the development of team trust.
Evgeniya E. Pavlova, University of South Florida
Michael D. Coovert, University of South Florida
Winston R. Bennett, Training Research Laboratory
Submitter: Evgeniya Pavlova, email@example.com
23-22 What Does Cohesion Capture? An Empirical and Conceptual Analysis
Despite cohesion’s long history, questions still remain regarding the measurement of this influential team construct. This study was conducted to answer the call for research to empirically and conceptually compare cohesion measures and other conceptually similar team process variables, in order to assess the extent of overlap between them.
Charlotte L. Powers, Michigan State University
Submitter: Charlotte Powers, firstname.lastname@example.org
23-23 Beyond Miles: Configuration, Electronic Communication, and Performance in Virtual Teams
This study was conducted to examine the influence of dispersion and technology on virtual team performance. The results show that (a) team configuration is a stronger determinant of performance than spatial and temporal dispersion; and (b) electronic communication influences performance and acts as a moderator in the dispersion-performance relationship.
Ambika Prasad, University of Illinois
Darleen M. DeRosa, OnPoint Consulting
Michael M. Beyerlein, Center for Study of Work Teams
Submitter: Ambika Prasad, email@example.com
23-24 Exploring Negative Feedback Acceptance in Teams: Personality and Collective Efficacy
This study investigated predictors of negative feedback acceptance in teams, as well as the effect of feedback acceptance on collective efficacy. Several personality traits were related to acceptance, and acceptance was related to teams’ subsequent efficacy. These findings imply that feedback providers should consider personality traits when giving negative feedback.
Sabrina Tabarovsky, Central Michigan University
Matthew I Brown, Central Michigan University
Michael Grossenbacher, Central Michigan University
Nicole Doll, Central Michigan University
Matthew S. Prewett, Central Michigan University
Submitter: Matthew Prewett, firstname.lastname@example.org
23-25 The Effect of Accuracy in Team Efficacy Perceptions
This study administered false feedback to observe the effects of inaccurately estimating team performance upon performance regulation. Results indicated that efficacy and Conscientiousness were only predictive of performance when teams received negative performance feedback and when teams underestimated or had accurate perceptions of their task performance.
Matthew I. Brown, Central Michigan University
Sabrina Tabarovsky, Central Michigan University
Matthew S. Prewett, Central Michigan University
Submitter: Matthew Prewett, email@example.com
23-26 A Multidimensional Model of Person–Group Fit on Individual Outcomes
This study evaluates a multidimensional model of person–group (P–G) fit using longitudinal data from 3 sources (employees, supervisors, and HR department). Results show individual dimension effects of P–G fit (value, personality, and KSAfit) on individual outcomes, as well as a superordinate P–G fit construct that underlies the single fit dimensions.
Jee Young Seong, University of Iowa
Amy L. Kristof-Brown, University of Iowa
Doo-Seung Hong, Seoul National University
Won-Woo Park, Seoul National University
Submitter: Jee Young Seong, firstname.lastname@example.org
23-27 A Role-Based Relational Approach to Examining Injustice in Teams
We examine supervisor injustice in teams, finding that a violation of one member decreases team supervisor-directed OCBs and increases retaliation. Member coreness moderates this relationship; negative behaviors increase when core members are violated. Supervisor recovery mitigates this effect and interacts with coreness—it is more important to recover core members.
Jessica L. Siegel, University of Arizona
Michael S. Christian, University of North Carolina
Adela S. Garza, Michigan State University
Aleksander P. J. Ellis, University of Arizona
Submitter: Jessica Siegel, email@example.com
23-28 Winning the Game: Team Effectiveness in a Competitive Environment
Conflict effects on behavioral and affective dimensions of team effectiveness within a competitive environment were examined. For collegiate athletic coaching staffs (N = 148 in 65 teams), results indicated that relationship and task conflict accounted for unique variance in team effectiveness and interacted in their effects on performance and viability.
Julie A Steinke, Wright State University
Debra Steele-Johnson, Wright State University
Elizabeth Peyton, Wright State University
Zach Kalinoski, Wright State University
Brian D. Michael, Wright State University
Submitter: Julie Steinke, firstname.lastname@example.org
23-29 Improving Team Mental Models: Individual Versus Team Reflexivity and Storytelling
Although team mental models (TMMs) have been shown to positively predict team performance, their antecedents have been underresearched. This study investigated the effects of 3 interventions—storytelling, and guided individual and team reflexivity—on TMM similarity and performance in 183 teams performing an emergency crisis management simulation.
Rachel M. Tesler, Pennsylvania State University
Susan Mohammed, Pennsylvania State University
Vincent Mancuso, Pennsylvania State University
Katherine Hamilton, Pennsylvania State University
Michael D. McNeese, Pennsylvania State University
Submitter: Rachel Tesler, email@example.com
23-30 Psychological Collectivism, Team Process, and Viability: A Multilevel Approach
This study was conducted to examine the mediating role of team process in the relationship between team psychological collectivism and viability. Specifically, the relationships between coordination or monitoring, each of the 5 facets of psychological collectivism, and viability were analyzed using hierarchical linear modeling techniques.
Amanda L. Thayer, University of Central Florida
Rebecca Grossman, University of Central Florida
William S. Kramer, Institute of Simulation and Training
Lauren E. Benishek, University of Central Florida
Nathan T. Carter, University of Central Florida
Shawn Burke, University of Central Florida
Eduardo Salas, University of Central Florida
Submitter: Amanda Thayer, firstname.lastname@example.org
23-31 A 2x2-Model of Team Achievement Goals and Sport Team Performance
This study among elite field-hockey teams introduces a team-level 2x2-model of achievement goals. Results support the shared nature of team-level performance approach, mastery approach, and mastery avoidance, and identify team achievement goals as strong predictors of coach-rated and objective team performance. Although approach-oriented goals were beneficial for team performance, mastery avoidance was particularly disadvantageous.
Heleen van Mierlo, Erasmus University Rotterdam
Edwin A. J. Van Hooft, University of Amsterdam
Submitter: Heleen van Mierlo, email@example.com
24. Symposium/Forum: 11:30 AM–12:50 PM Elizabeth C
Recent Innovations at the Item Level for Better Assessment
Most selection tests would look familiar to either Terman or Likert, but innovations at the assessment level really depend on innovations at the item level. Recent research on item-level innovations, including generating items, evaluating innovative item types, and scoring innovative items, is presented.
Alan D. Mead, IIT, Chair
Stephen T. Murphy, Pearson, Co-Chair
Cassia K. Carter, IIT, Alan D. Mead, IIT, Automatically Generating Big Five Personality Items: Feasibility, Reliability, and Validity
Harini Soni, Pearson VUE, Kirk A Becker, Pearson, Effectiveness of Different Sorts of Psychometric Feedback for Innovative Items
Stephen T. Murphy, Pearson, Bob Dolan, Pearson, Joshua Goodman, Pearson, Ellen Strain-Seymour, Pearson, Jeremy Adams, Pearson, Sheela Sethuraman, Pearson, Cognitive Labs for Innovative Items
Alan D. Mead, IIT, Reliability and Validity of Automated Scoring of Open-Ended Items
John T. Behrens, Cisco, Robert J. Mislevy, Educational Testing Service, Kristen E. DiCerbo, Independent Researcher, Dennis C. Frezzo, Cisco, Pattern-Based Activity for Assessment in Simulated Environments
Denny Way, Pearson, Discussant
25. Special Events: 11:30 AM–12:50 PM Elizabeth H
Theme Track: Reducing Workplace Discrimination: Legalistic, Training, and Business-Case Perspectives
Using a Devil’s Advocacy format, speakers will present arguments in favor of and against legalistic, training, and business-case approaches to reducing discrimination. This problem solving session will attempt to determine what I-O psychologists and corporate leaders can do to maximize the effectiveness of dominant approaches to reducing discrimination.
Robert L. Dipboye, University of Central Florida, Co-Chair
Lisa H. Nishii, Cornell University, Co-Chair
Arthur Gutman, Florida Institute of Technology, Panelist
Mark V. Roehling, Michigan State University, Panelist
Donna Chrobot-Mason, University of Cincinnati, Panelist
Lynn M. Shore, San Diego State University, Panelist
Wayne F. Cascio, University of Colorado, Panelist
Aparna Joshi, University of Illinois at Urbana-Champaign, Panelist
Submitter: Eden King, firstname.lastname@example.org