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Thursday, April 26, 2012, Afternoon-Evening Sessions


 
Theme Track sessions are marked like this (yellow background).
 
26. Panel Discussion: 12:00 PM–1:20 PM America’s Cup CD
 
Maximizing Your Impact as an Internal I-O Consultant
Working as an internal consultant offers unique opportunities and challenges. A panel of seasoned internal practitioners will discuss their experiences and ways in which they have been able to maximize their impact on their organizations. Topics will include differences between internal and external consulting, understanding the business, and more.
Scott Boyd, Best Buy Co., Inc., Chair
Megan K. Leasher, Macy’s, Inc., Panelist
David H. Oliver, PepsiCo Americas Foods, Panelist
Calvin C. Hoffman, LA County Sheriff’s Department, Panelist
Submitter: Scott Boyd, Scott.Boyd@BestBuy.com
 
27. Symposium/Forum: 12:00 PM–1:20 PM Annie AB
 
Personality in I-O: New Meta-Analytic Contributions to Unexamined, Neglected Issues
Although personality research has firmly established itself in I-O psychology, a number of questions remain unanswered, including issues of construct coverage, incremental and convergent validity, and scale selection. Fresh meta-analyses presented in this symposium seek to guide both researchers and practitioners in the more sophisticated and fruitful use of personality.
Stephan Dilchert, Baruch College, CUNY, Chair
Benjamin K. Seltzer, University of Minnesota, Deniz S. Ones, University of Minnesota, Nomological Net of Self-Efficacy: The Meta-Analytic Case Against Domain Specificity
Michael P. Wilmot, University of Minnesota, John E. Barbuto, Jr., California State University–Fullerton, Incremental Validity of Self-Monitoring as Predictor of Performance: Meta-Analytic Findings
Stacy Eitel Davies, PDI Ninth House, Deniz S. Ones, University of Minnesota, Brian S. Connelly, University of Toronto, Adib Birkland, The City College of New York, A Meta-Analytic Assessment of Warmth and Personality Structure
Kevin C. Stanek, University of Minnesota, Deniz S. Ones, University of Minnesota, A Refined Meta-Analytic View of Cognitive Ability and Personality Relationships
Chockalingam Viswesvaran, Florida International University, Discussant
Submitter: Benjamin Seltzer, seltz044@umn.edu
 
28. Symposium/Forum: 12:00 PM–1:50 PM Betsy BC
 
Methodological Advances in Meta-Analysis
This session describes advances in the statistical tools and practice of meta-analysis. Presenters will critically evaluate existing methods and describe new developments. Considerations in conducting and reporting meta-analytic results will be discussed.
Scott B. Morris, Illinois Institute of Technology, Chair
Michael W. Collins, National Park Service, Scott B. Morris, Illinois Institute of Technology, Accounting for Within-Study Variance Heterogeneity in Meta-Analysis
Brenda Nguyen, University of Calgary, Piers Steel, University of Calgary, Why Meta-Analysis Exaggerates Generalizability and Underestimates Situational Specificity
Seydahmet Ercan, Rice University, Frederick L. Oswald, Rice University, 1 Picture = 1,000 Studies: Visualization Tools in Meta-Analysis
Michael T. Brannick, University of South Florida, Christopher J. Ferguson, Texas A&M International University, Publication Bias: Comparing Published Articles and Dissertations in Psychology
Frank L. Schmidt, University of Iowa, In-Sue Oh, Virginia Commonwealth University, Second-Order Meta-Analysis: Statistical Methods and Illustrative Applications
Hannah R. Rothstein, Baruch College, CUNY, A Whirlwind Tour of New Developments in Meta-Analysis
Submitter: Scott Morris, scott.morris@iit.edu
 
29. Special Events: 12:00 PM–12:50 PM Delmar AB
 
Negotiating in the 21st Century Workplace: New Challenges, New Solutions?
Twenty-first century employees’ negotiations increasingly involve people who are more “distant” (culturally and geographically) yet also increasingly more similarly “connected” (in terms of knowledge and network influences) due to Internet capabilities. This panel identifies issues needing attention by scholars and practitioners if today’s organizations and employees are to be effective negotiators.
Barry Goldman, University of Arizona, Panelist
Debra L. Shapiro, University of Maryland, Panelist
Laura J. Kray, University of California, Berkeley, Panelist
Batia M. Wiesenfeld, New York University, Panelist
Tom Tripp, Washington State University, Panelist
Submitter: Eduardo Salas, esalas@ist.ucf.edu
 
30. Symposium/Forum: 12:00 PM–1:20 PM Edward AB
 
Issues and Methodologies in Wage and Hour Cases
I-Os and labor economists possess skills and knowledge that directly impact outcomes of wage and hour class actions involving issues such as misclassification, missed breaks, off-the-clock work, and suitable seating. Case issues and emerging methodologies firmly establish the relevance of I-Os in this domain.
Cristina G. Banks, Lamorinda Consulting LLC, Chair
Kevin R. Murphy, Landy Litigation Support Group, Wage and Hour Cases: Issues for I-O Psychologists
Ali Saad, Resolution Economics LLC, Wage and Hour Cases: Dealing With the Data Vacuum
Cristina G. Banks, Lamorinda Consulting LLC, Choosing the Right Methodology
Robert Naeve, Jones Day, Discussant
Submitter: Cristina Banks, banks@lamorindaconsultingllc.com
 
31. Panel Discussion: 12:00 PM–1:20 PM Edward CD
 
Mentoring Across Cultures and Contexts: Bridging the Research–Practice Gap
This session will offer a stimulating platform for addressing gaps in our understanding of formal mentoring relationships and how they vary across cultures and contexts. A select panel of mentoring scholars and practitioners will engage the audience in developing practical strategies and cutting-edge research agendas for bridging these gaps.
Aarti Shyamsunder, Infosys Leadership Institute, Chair
Belle Rose Ragins, University of Wisconsin-Milwaukee, Co-Chair
Subhadra Dutta, Central Michigan University, Co-Chair
David Cadiz, Oregon Nurses Foundation, Panelist
Soner Dumani, University of South Florida, Panelist
Sreekumar T. S., Infosys Leadership Institute, Panelist
Dawn E. Chandler, California Polytechnic State University, Panelist
Submitter: Aarti Shyamsunder, aarti_shyamsunder@infosys.com
 
32. Roundtable Discussion/Conversation Hour: 12:00 PM–12:50 PM Elizabeth G
 
The Experience of Work: Theory Meets Practice
This roundtable/conversation hour will address the following question: What would our field look like both for science and practice—what would we be studying and how would we study it—if we were genuinely focused on better understanding the experience of working as lived, perceived, and interpreted by workers themselves?
Howard M. Weiss, Georgia Institute of Technology, Host
Seymour Adler, Aon Hewitt, Host
Submitter: Seymour Adler, Seymour_Adler@Aon.com
 
33. Community of Interest: 12:00 PM–1:20 PM  Emma C
 
Cross-Cultural Issues/Research
Linn Van Dyne, Michigan State University, Host
Patrick Kulesa, Towers Watson, Host
Jessica M. Nicklin, University of Hartford, Coordinator
 
34. Symposium/Forum: 12:00 PM–1:20 PM Ford AB
 
“My Lips Are Sealed!”: Exploring Silence, Voice, and Knowledge Hiding
A range of factors may influence an employee’s decision to share or hide important information with others. Existing research on employee silence, voice, and knowledge hiding behaviors is limited and fragmented. This symposium provides a broad overview of these employee communication behaviors, their antecedents, and outcomes.
Malissa A. Clark, Auburn University, Chair
Marianna Horn, Auburn University, Co-Chair
Gregory W. Stevens, Auburn University, Angela A Beiler, Auburn University, Malissa A. Clark, Auburn University,
A Dynamic Investigation of Negative Events, Mood, and Employee Silence
Catherine E. Connelly, McMaster University, David Zweig, University of Toronto-Scarborough, Social Construals of Knowledge Hiding in Organizations
James J. Lavelle, University of Texas, Arlington, Robert G. Folger, University of Central Florida, Voice as a Multifaceted Construct: Differentiating Instrumental and Relational Facets
Deirdre O’Shea, University of Limerick, Finian Buckley, Dublin City University, Melrona M. Kirrane, Dublin City University, Adele Grazi, Dublin City University, Rachel Fine, University of Limerick, Staying Silent With Your Manager: Motives and Affective Outcomes
Submitter: Malissa Clark, clarkm@auburn.edu
 
35. Symposium/Forum: 12:00 PM–1:20 PM Gregory AB
 
Alternative Scoring Approaches for Situational Judgment Tests
This symposium explores several alternate techniques for scoring situational judgment tests that differ from traditional SJT scoring methods. Presentations cover both established SJTs and innovative new video-based and single-response SJTs.
Bobby D. Naemi, Educational Testing Service, Co-Chair
Richard D. Roberts, Educational Testing Service, Co-Chair
Amy E. Crook, Rice University, Stephan J. Motowidlo, Rice University, Single-Response SJTs: Scoring Approaches and Relationships With Personality
Michelle Martin, Rice University, Harrison J. Kell, Rice University, Alisa Yu, Rice University, Stephan J. Motowidlo, Rice University, Faking Good on Single-Response Situational Judgment Tests and Personality Measures
Ronald P. Vega, George Mason University, Bobby D. Naemi, Educational Testing Service, Richard D. Roberts, Educational Testing Service, Measuring Perceptions of Other’s Interpersonal Behavior Using an SJT
Jonas Bertling, Educational Testing Service, Frank Rijmen, Educational Testing Service, Scoring SJTs With the Latent Class Model
Peter Legree, U.S. Army Research Institute, Richard D. Roberts, Educational Testing Service, Dan J. Putka, HumRRO, Joseph Psotka, U.S. Army Research Institute, Jordan M. Robbins, Transportation Security Administration, Using Profile Similarity Metrics to Score the MSCEIT
Submitter: Bobby Naemi, bnaemi@gmail.com
 
36. Symposium/Forum: 12:00 PM–1:20 PM Madeline AB
 
Leader Developmental Readiness: Toward Evidence-Based Practice
Leader development processes have been generally overlooked in applied psychology, at least until relatively recently. In addressing this gap, evidence examining leader developmental readiness and intraindividual processes underpinning leader development will be presented. This research will help inform selection into developmental programs based upon individual readiness to benefit from development.
David V. Day, University of Western Australia, Chair
Andrea R. Steele, University of Western Australia, Co-Chair
Rebecca J. Reichard, Claremont Graduate University, Allen W. Gottfried, Claremont Graduate University, Adele E. Gottfried, California State University-Northridge, Diana W. Guerin, California State University-Fullerton, Pamella H. Oliver, California State University-Fullerton, Ronald E. Riggio, Claremont McKenna College, Longitudinal Research on Early Predictors of Adult Leadership
Andrea R. Steele, University of Western Australia, David V. Day, University of Western Australia, Facilitating Leader Development: The Role of Motivation and Ability Readiness Factors
Stefanie K. Johnson, University of Colorado Denver, Stefanie Putter, Cognitive Change Concepts, Interactive Effects of Mastery Orientation and Efficacy on Leader Development
Stephen J. Zaccaro, George Mason University, Discussant
Submitter: Andrea Steele, steela01@student.uwa.edu.au
 
37. Symposium/Forum: 12:00 PM–1:20 PM Madeline CD
 
Spotlight on Green: Partnering With Organizations to Measure Environmental Benefits
As practitioners who help organizations implement programs and quantify successes, I-Os are uniquely positioned to showcase positive corporate environmental sustainability (CES) outcomes. This session presents relevant data and models, then facilitates discussion/collaboration with attendees to share ideas and encourage applied research so CES outcome measurement can become common practice in future.
Stephanie R. Klein, SHL, Chair
Lance Andrews, SHL, Stephanie R. Klein, SHL, Still Easy Being Green: Environmental ROI With Unproctored Testing
David A. Jones, University of Vermont, Chelsea R. Willness, University of Saskatchewan, Using Green Business Practices to Recruit Employees: What Happens Post Hire?
David A DuBois, True Market Solutions, Cathy L. Z. DuBois, Kent State University, Training Design for Organizational Engagement in Corporate Environmental Sustainability
David B. Zoogah, Morgan State University, Green Signatures, Ecological Routines, and Organizational Effectiveness
Adriane M. Sanders, University of Memphis, Ann H. Huffman, Northern Arizona University, Common Work–Family Policies Providing Multilevel Organizational and Environmental Benefits
Submitter: Stephanie Klein, stephanie.klein@shl.com
 
38. Interactive Posters: 12:30 PM–1:20 PM America’s Cup AB
 
The Big Picture: Strategic Human Resource Management
Gina Medsker, HumRRO, Facilitator

38-1 Performance Level, Type, and Perceived Value: Implications for Utility Analyses
Two experimental studies investigated the effects of performance level and type on perceived dollar value of performance. Job type was also varied across studies showing generalizability of a level x type interaction. Self-monitoring was added in Study 2, resulting in a 3-way interaction. Implications for utility analyses are discussed.
John T. Hazer, IUPUI
Caitlin M. Cavanaugh, University of Akron
Gina A Seaton, IUPUI
Submitter: John Hazer, jthazer@iupui.edu
 
38-2 Meta-Analysis of the Relationship Between Staffing Practices and Unit Performance
This meta-analysis estimates of the relationship between staffing practices and unit performance, and potential moderators of this relationship. Based on an analysis of 41 studies, the uncorrected correlation is .15 (corrected .19). This relationship is stronger for internal staffing and for staffing conducted in Eastern cultures.
Robert E. Ployhart, University of South Carolina
Youngsang Kim, University of South Carolina
Submitter: Youngsang Kim, youngsang.kim@grad.moore.sc.edu
 
38-3 An Integrative Employer Branding Approach Based on Organizational Values
This study examined the relation between aspects of an employer attractiveness scale and the value framework by Schwartz (1992). Using multidimensional scaling, Berthon et al.’s (2005) dimensions of employer attractiveness were projected into the value circumplex structure. The resulting model has implication for employer branding practice.
Thorsten Fauth, University of Mannheim
Tim R. Wolf, University of Mannheim
Tammo Straatmann, University of Mannheim
Kate Hattrup, San Diego State University
Karsten Mueller, University of Mannheim
Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
 
38-4 HR Management as a Mediator of the Strategy–Performance Relationship
Some limitations in the strategic human resource management literature are addressed by examining how the interaction between the organization’s strategy and environment predicts performance through HRM. Field data were tested that demonstrated investment in HRM mediated the interactive effect of employee strategic value and uniqueness on absenteeism and turnover.
Joseph A Schmidt, University of Saskatchewan
Dionne Pohler, University of Saskatchewan
Submitter: Joseph Schmidt, jschmidt@edwards.usask.ca
 
39. Posters: 12:30 PM–1:20 PM Douglas Pavilion BCD
 
Coaching/Leadership Development
 
39-1 Validating the Feedback Orientation Scale: Leaders’ Reactions to Developmental Feedback
This study investigated the relationships between managers’ feedback orientation and 4 outcomes. Results indicated that managers’ self-rated feedback orientation correlated positively with their coaches’ ratings of their openness and change likelihood during a feedback session. Feedback orientation was not related to participants’ defensiveness or to their performance ratings.
Phillip W. Braddy, Center for Creative Leadership
Rachel Sturm, University of Houston
Leanne Atwater, University of Houston
James W. Smither, La Salle University
John W. Fleenor, Center for Creative Leadership
Submitter: Phillip Braddy, pwb062779@hotmail.com
 
39-2 Engagement, Exchange Quality, and the Willingness to Pursue Leader Development
Students’ intentions to participate in leader self-development were enhanced when they perceived a benefit, there was a positive exchange relationship, and they were engaged. The results of this study suggest relationship quality may be a necessary, but not a sufficient, condition for increasing one’s leader development intentions.
Nathan S. Hartman, John Carroll University
Thomas A. Conklin, Gannon University
Submitter: Nathan Hartman, nhartman@jcu.edu
 
39-3 Strategic Coaching: An OD Strategy Applied to Mergers and Acquisitions
The traditional concept of executive coaching is expanded to make the case for strategic coaching (SC)—organizationally focused coaching of key influential leaders throughout an organization. SC is applied to the context of a merger and acquisition (M&A), and difficulties of M&As that can be addressed by strategic coaching are discussed.
Serena C. Hsia, Seattle Pacific University
Daniel C. Molvik, Seattle Pacific University
Sarah K. Lambie, Seattle Pacific University
Submitter: Sarah Lambie, sarahkaylambie@gmail.com
 
39-4 Evidence Based Answers to Ten Questions About Leveraging 360-Degree Feedback
Despite the popularity of 360-degree feedback, there is a paucity of study describing evidence based “best practices.” This paper will summarize the state of the practice of translating awareness from 360-degree feedback into actual behavior change.
Kenneth M. Nowack, Envisia Learning
Sandra Mashihi, Envisia Learning Inc.
Submitter: Kenneth Nowack, ken@envisialearning.com
 
39-5 Investigating Active Ingredients in Perceived Competency Change of Executive Coaches
This study examined the effects of 3 active ingredients on perceived competency change within an executive coaching engagement. Thirty executives were interviewed. The results suggest that the active ingredients do in fact play an important role in the success of executive coaching on competency change.
Ian Smith, University of Tulsa
Bradley J. Brummel, University of Tulsa
Submitter: Ian Smith, ian-smith@utulsa.edu
 
39-6 Back to Basics: Rethinking Managing Millennials
In this theoretical paper, the authors consider common stereotypes of employees from the Millennial generation in the context of the educational, political, economic, and social contexts present during their formative years. The authors suggest that management style may be the key to successfully leveraging Millennial employees’ talents.
Charles N. Thompson, Taylor Strategy Partners
Jane B. (Brodie) Gregory, Washington & Lee University
Submitter: Charles Thompson, thompsonchad1@gmail.com
 
39-7 Evidence-Based Practice in I-O Psychology: An Empirical Study
Quantitative and qualitative results from a survey of I-O psychologists (N = 169) are presented that document the evidence-based practices adopted in their work with clients. Findings illustrate the variety of evidence practitioners consult and how they bring this to bear as scientist‒practitioners in decision making regarding interventions and solutions for clients.
Dean T. Bartlett, London Metropolitan Business School
Jan Francis-Smythe, University of Worcester
Submitter: Dean Bartlett, d.bartlett@londonmet.ac.uk
 
39-8 Being Well, Leading Well: Leaders’ Psychological Well-Being Predicts Leadership Behaviors
Although employee well-being has been the focus of much research, research on leaders’ well-being remains scarce. This study examined the impact of leaders’ psychological well-being on leadership behaviors. Daytime sleepiness predicted abusive supervision and laissez-faire leadership positively and transformational leadership negatively; obsessive-compulsive behaviors also positively predicted laissez-faire leadership.
Amy L. Bergenwall, Queen’s University
Julian Barling, Queen’s University
Alyson Byrne, Queen’s University
Angela M. Dionisi, Queen’s University
Kathryne E. Dupre, Memorial University
Rebecca E. Lys, Queen’s University
Jennifer L. Robertson, Queen’s University
Jeff Wylie, Queen’s University
Submitter: Amy Bergenwall, ABergenwall@business.queensu.ca
 
39-9 Leader–Member Exchange and Leaders’ and Subordinates’ Conflict Management Strategy Profiles
This study examined leaders’ and subordinates’ conflict management strategies (CMS) and how they related to dyad relationship quality (LMX). CMS profiles were assessed from both upward and downward perspectives. The potential causes of differences between supervisors’ and subordinates’ CMS profiles in low/moderate-quality relationships were explored.
Kimberly R. Burris, Illinois Institute of Technology
Roya Ayman, Illinois Institute of Technology
Karen Korabik, University of Guelph
Submitter: Kimberly Burris, kimberly.burris@gmail.com
 
39-10 Leader Victimization and Employee Paranoia
Dynamics of paranoia/extreme distrust may explain the effects of leader victimization behavior/damaging leadership on employee responses. Specifically, the receipt of leader victimization may lead to employee paranoia. Once paranoia has developed, various cognitive processes and behavioral responses will contribute to the perpetuation of employee paranoia and damaging leadership experiences.
MeowLan Evelyn Chan, National University of Singapore
Daniel J. McAllister, National University of Singapore
Submitter: MeowLan Evelyn Chan, meoweve@gmail.com
 
39-11 Powerful Leaders and Satisfied Followers: Roles of Network and Prototypes
This study intends to answer why followers see their supervisors as ideal leaders. Using a sample of 50 work teams, leader’s social proximity to subordinates was reported to predict different facets of social power. Power perceptions were significantly related to leadership prototype and eventually predicted greater satisfaction with supervision.
Chia-Yen Chiu, SUNY at Buffalo
Prasad Balkundi, SUNY at Buffalo
Submitter: Chia-Yen Chiu, chiayenchiu@gmail.com
 
39-12 Implicit Functional Leadership Theories: Leader Legitimacy Given Hierarchy and Context
Implicit functional leadership theories (IFLTs) are proposed as a way that individuals may categorize leaders and form scripts regarding them. Preliminary support for the construct was found, in that internal leaders were expected to perform more routine behaviors, but formalized leaders were expected to engage in more strategic behaviors.
Christopher Coultas, University of Central Florida
Marissa L. Shuffler, University of Central Florida
Christopher Wiese, University of Central Florida
Shawn Burke, University of Central Florida
Eduardo Salas, University of Central Florida
Submitter: Chris Coultas, ccoultas@ist.ucf.edu
 
39-13 Examination of Reciprocity and General Tendencies in Leader–Member Exchange (LMX)
This study examines (via variance partitioning) whether general tendencies of supervisors or unique supervisor–subordinate relationships contribute most to LMX ratings. Results indicate that LMX ratings are largely relational and that employees’ fairness perceptions are related to both the general supervisor tendencies and unique relationships.
Kristin L. Cullen, Center for Creative Leadership
Houston F. Lester, University of Nebraska-Lincoln
Daniel J. Svyantek, Auburn University
Jamie Winter, Development Dimensions International
Submitter: Kristin Cullen, cullenk@ccl.org
 
39-14 Examining the Leadership Pipeline From a Person-Centered Approach
This study adopted a “person-centered” approach to investigate the prevalence of different leader types along the organizational hierarchy. Based on inverse principle components analyses, this study identified 3 leader types. One leader type decreased, whereas the other 2 types increased in the prevalence from low to high management levels.
Guangrong Dai, Lominger International
Kenneth P. De Meuse, Korn/Ferry International
Evelyn Orr, Lominger International
Submitter: Guangrong Dai, daigr@yahoo.com
 
39-15 Managerial Decisiveness and Effectiveness: Exploring Their Connection Across Cultures
Extending past research on leadership traits and context, this study investigates whether the trait of decisiveness relates to managerial effectiveness among 30,718 managers in 37 countries. Decisiveness is positively related to effectiveness, and this positive relationship is moderated by the national cultural variable of assertiveness.
William A. Gentry, Center for Creative Leadership
Frederick P. Morgeson, Michigan State University
Submitter: William Gentry, gentryb@ccl.org
 
39-16 Labels and Leaders: The Influence of Framing on Leadership Emergence
In 2 studies, we find that task framing can influence the emergence of leaders because of changes in perceptions of competence. These findings are discussed in the context of related theoretical findings, and managerial implications are elaborated on.
Geoffrey C. Ho, UCLA
Margaret Shih, UCLA
Daniel J. Walters, UCLA
Submitter: Geoffrey Ho, gho@anderson.ucla.edu
 
39-17 Team Diversity and Size as Facilitators/Barriers to Shared Leadership
This paper explores attributes of teams that may facilitate or hinder the emergence of shared leadership, specifically team diversity and team size. Results show that team size is negatively correlated with shared leadership, diversity has no direct effect, and there is evidence for an interaction between size and diversity.
Kate LaPort, George Mason University
Irwin J. Jose, George Mason University
Ashley B. Agerter, George Mason University
Vias Nicolaides, George Mason University
Alan J. Tomassetti, George Mason University
Stephen J. Zaccaro, George Mason University
Submitter: Irwin Jose, IrwinJose@gmail.com
 
39-18 The Glass Ceiling Revisited: Gender and Perceptions of Competency
The competency ratings received by male and female managers in U.S. companies were studied in a large matched sample (N = 5,436). Gender differences were obtained on 15 of the 22 competencies studied. In most cases, differences were independent of the gender of the boss completing the ratings.
Robert I. Kabacoff, Management Research Group
Submitter: Robert Kabacoff, rob.kabacoff@mrg.com
 
39-19 Leaders’ Affect and Cognition on Charismatic Leadership and Follower Outcomes
This study concerns the antecedents of charismatic leadership. It tested a model in which leaders’ positive conceptions of followers and leaders’ positive affect at work predicts follower perceptions of charismatic leadership, follower affect, and follower job performance. Overall, support was found for this model.
Umamaheswari Kedharnath, Colorado State University
Stefanie K. Johnson, University of Colorado Denver
Thomas Sy, University of California, Riverside
Submitter: Umamaheswari Kedharnath, graduma@gmail.com
 
39-20 Toward Development of a Destructive Leadership Scale
In this study, a scale was designed that distinguishes between 2 manifestations of destructive leadership: destructive goals and actions. The scale demonstrated good psychometric properties. The intended factor structure was confirmed. The study concludes by outlining the steps needed for further scale development and validation.
Dina Krasikova, University of Nebraska-Lincoln
James M. LeBreton, Purdue University
Stephen G. Green, Purdue University
Submitter: Dina Krasikova, dkrasikova2@unl.edu
 
39-21 Leadership Threshold: Participative Leadership, Information-Sharing Behavior, and Performance Outcomes
This study examines J-shaped curvilinear relationships between participative leadership and performance outcomes (task performance and organizational commitment). Results show that these curvilinear relationships are particularly pronounced when leaders’ information sharing behavior is high. The effect of participative leadership on performance outcomes is buffered, however, when information sharing is low.
Catherine K. Lam, City University of Hong Kong
Xu Huang, The Hong Kong Polytechnic University
Simon Chan, The Hong Kong Polytechnic University
Submitter: Catherine Lam, mg.cat@cityu.edu.hk
 
39-22 The Influence of Transformational Leadership on Commitment: New Underlying Processes
This study primarily aimed to examine the moderating role of supervisor’s organizational embodiment on the relationship between transformational leadership and affective organizational commitment. Also investigated was the mediating role of perceived organizational support in this relationship. Finally, potential determinants of supervisor’s organizational embodiment were identified and their predictive power tested.
Florence Stinglhamber, Université Catholique de Louvain
Dorothée Hanin, Université Catholique de Louvain
Fabrice De Zanet, Université de Liège
Géraldine Marique, Université Catholique de Louvain
Submitter: Géraldine Marique, geraldine.marique@uclouvain.be
 
39-23 Moral Reasoning Ability and the Perception of Transformational Leadership
Despite a history of theory discussing the ethical relationship between transformational leader and follower, few studies have empirically examined moral reasoning ability’s effect on the leader follower dyad. This study presents evidence that followers’ moral reasoning ability affect the perception and evaluation of transformational leadership.
Andrew M. Naber, Texas A&M University
Richard G. Moffett III, Middle Tennessee State University
Submitter: Andrew Naber, andrewmnaber@gmail.com
 
39-24 Testing Their Meddle: How Sports Owners’ Meddling Affects Team Performance
The role of sports owner meddling on team performance was examined. We found that meddling negatively impacted some organizations but not others. By employing an open-systems perspective, this investigation adds to the executive leadership literature by identifying organizational characteristics that affect the impact the executive has on an organization’s performance
Jamie B. Severt, George Washington University
David P. Costanza, George Washington University
Submitter: Jamie Severt, jsevert@gwmail.gwu.edu
 
39-25 Leading for Creativity: Competing Leader Influence Tactics on Intrinsic Motivation
This study examined effects of leader influence tactics on those working on creative tasks. Using an experimental study, 4 leader influence tactics were manipulated: charisma, mission, recognition, and intellectual stimulation. Participants completed a measure of intrinsic motivation. Analyses revealed different combinations of influence tactics affected intrinsic motivation.
Amanda Shipman, University of Oklahoma
Cristina L. Byrne, University of Oklahoma
Michael D. Mumford, University of Oklahoma
Submitter: Amanda Shipman, shipman.amanda@gmail.com
 
39-26 Blaming the Organization for Abusive Supervision
Across 2 studies, we found that abusive supervision was associated with decreased perceived organizational support (POS), especially when supervisor’s organizational embodiment was high. Decreased POS was related to organization-directed counterproductive work behavior and low in- and extra-role performance. This suggests that employees hold the organization partially responsible for abusive supervision and behave accordingly.
Mindy K. Shoss, Saint Louis University
Robert Eisenberger, University of Houston
Simon Lloyd D. Restubog, The Australian National University
Thomas J. Zagenczyk, Clemson University
Submitter: Mindy Shoss, mindyshoss@gmail.com
 
39-27 Cognitive and Dispositional Predictors of Leader Adaptability Under Stress
Cognitive and dispositional ability measures provided incremental predictive validity on cumulative performance scores beyond general intelligence and retention respectively. These results suggest that specific combinations of leader traits effectively predict adaptability and subsequent performance, especially when undertaking tasks consisting of high cognitive and emotional stressors.
Eric Weis, George Mason University
Tiffani R. Chen, George Mason University
Stephen J. Zaccaro, George Mason University
Michelle May, Marymount University
Mike Matthews, United States Military Academy
Submitter: Eric Weis, eweis375@gmail.com
 
39-28 Examination of Identification With the Leader in Leadership Effectiveness
Based on a sample of 318 employees and 17 supervisors, this study shows that transformational leadership had an indirect effect on follower innovativeness through follower identification with the leader, which fully mediated the relationships of transformational leadership with follower organizational commitment and turnover intentions.
Weichun Zhu, Pennsylvania State University
Gang Wang, University of Iowa
Xiaoming Zheng, Tsinghua University
Taoxiong Liu, Tsinghua University
Qing Miao, Zhejiang University
Submitter: Weichun Zhu, wzhu@psu.edu
 
40. Panel Discussion: 12:30 PM–1:50 PM Elizabeth A
 
Comments on Comments: Best Practices for Open-Ended Survey Questions
The spread of online employee surveys and powerful text analytic tools has greatly enhanced our ability to ask open-ended questions. The panel of experienced researchers and practitioners will discuss research findings and their own practices to help organizations ask better questions and to truly understand and utilize the answers.
Scott A. Young, Valtera Corporation, Chair
Allen I. Kraut, Baruch College, CUNY/Kraut Associates, Panelist
Kristofer J. Fenlason, 3M, Panelist
Jaci Jarrett Masztal, Burke, Inc., Panelist
A. Silke McCance, Proctor & Gamble, Panelist
Jerry Halamaj, Valtera Corporation, Panelist
Submitter: Scott Young, syoung@valtera.com
 
41. Panel Discussion: 12:30 PM–1:50 PM Elizabeth B
 
Reality Check: Explaining Complex Testing Approaches to End Users
Modern testing systems are saturated with valuable but complex concepts such as adaptive testing, detailed candidate reports, and nonlinear scoring. Yet, methods must still be explained, in detail and for high stakes, to lay end users (e.g., applicants, hiring managers). Panelists discuss the perils and opportunities therein.
Evan F. Sinar, Development Dimensions International, Chair
Greg A. Barnett, Hogan Assessment Systems, Panelist
Ken Lahti, SHL, Panelist
John D. Morrison, Kronos, Panelist
Cheryl J. Paullin, HumRRO, Panelist
Submitter: Evan Sinar, Evan.Sinar@ddiworld.com
 
42. Symposium/Forum: 12:30 PM–1:50 PM Elizabeth F
 
Statistical and Methodological Myths and Urban Legends: Part VII
This symposium presents 4 statistical and methodological myths and urban legends that have not been discussed previously with the intent of (a) uncovering the kernel(s) of truth supporting them, (b) describing the myths that perpetuate them, and (c) providing more informed bases for their application in the organizational sciences.
Charles E. Lance, University of Georgia, Chair
Jean M. Twenge, San Diego State University, W. Keith Campbell, University of Georgia, Why Cross-sectional Studies Cannot Identify Generational Differences
James M. LeBreton, Purdue University, Lawrence R. James, Georgia Institute of Technology, Why Testing Interactions Using “Continuous” Moderators Is Doomed to Fail
Robert J. Vandenberg, University of Georgia, Cross-Level Direct Effects: Having Our Cake and Eating It Too?
Ronald S. Landis, Illinois Institute of Technology, Jose M. Cortina, George Mason University, Methodological Rigor in Organizational Research: The Stigma of Being Soft
Submitter: Charles Lance, clance@uga.edu
 
43. Symposium/Forum: 12:30 PM–1:50 PM Emma AB
 
The “Real” Work–Family Interface: Advancing Theory Via Contextualization
One way for work–family research to achieve demonstrative advancement, both theoretically and practically, is through contextualization of the work–family interface. This symposium offers examples of contextualization, by demonstrating how the work–family interface is impacted by differences in financial status, occupational level, and family-status constructs.
Russell A. Matthews, Louisiana State University, Chair
Heather N. Odle-Dusseau, Gettysburg College, Co-Chair
Anna C. McFadden, Clemson University, Robert R. Sinclair, Clemson University, James E. Martin, Wayne State University, Financial Fragile Families: Implications for Work–Family Conflict?
Heather N. Odle-Dusseau, Gettysburg College, Philip Bobko, Gettysburg College, Healthcare Employees: Job Level Moderates Effects of Organizational Family Resources
Whitney Botsford Morgan, University of Houston Downtown, Sarah Singletary Walker, University of Houston Downtown, Kristen P. Jones, George Mason University, Eden B. King, George Mason University, Reactions to How Expectant Mothers Disclose Their Pregnant Status
Russell A. Matthews, Louisiana State University, Kristen M. Shockley, Baruch College-City University of New York, Unique Work–Family Experiences: Workplace Flexibility and Parents of Autistic Children
Leslie B. Hammer, Portland State University, Discussant
Submitter: Russell Matthews, Matthews@lsu.edu
 
44. Symposium/Forum: 12:30 PM–1:50 PM Mohsen AB
 
Balancing Rigor and Reality When Doing Organizational Culture Research
Culture reflects an organization’s collective values, beliefs, and norms. Culture exerts a powerful influence and is a source of competitive advantage. Organizations are keen to understand and manage culture, but needed research can be challenging to conduct. Four companies share how they balanced rigor with pragmatism when doing culture research.
Pete Hudson, Freescale Semiconductor, Chair
Pete Hudson, Freescale Semiconductor, Pete Hudson, Freescale Semiconductor, Laura S. Hamill, Paris Phoenix Group, Leveraging Various Data Sources to Triangulate a Freescale Culture Proposition
Jennifer D. Saavedra, Dell Inc., Skye Jones, Dell Inc., Driving Dell Culture Through Our People Strategy
David Youssefnia, Critical Metrics, LLC, Charles A. Scherbaum, Baruch College, CUNY, Measuring Culture From the Tip of the Iceberg
Anthony Coe, Kenexa, A Cultural Crossroads: Discovering the Culture of Aetna
Marcus W. Dickson, Wayne State University, Discussant
Submitter: John Hudson Jr, pete.hudson@freescale.com
 
45. Symposium/Forum: 1:00 PM–2:50 PM Delmar AB
 
To Raise or Lower the Bar: Innovations in Standard Setting
Setting standards is important for I-O psychology. Traditionally, the study of cut scores focused mostly on expert judgments in selection, but the implications for other areas of human resource management are just as important. All 5 papers in the symposium address novel aspects to setting cut scores.
Matt Barney, Infosys Leadership Institute, Chair
Matt Barney, Infosys Leadership Institute, Five Tests of a New Approach to Standard Setting
Matthew S. O’Connell, Select International, Inc., Modified Compensatory Approach to Competency Weighting and Setting Cutoff Scores
Gregory M. Hurtz, California State University-Sacramento, The Angoff Method Through the Lens of Latent Trait Theory
Joselito C. Lualhati, Global Skills X-Change, Towards “Operational” Cut Scores: Benefits of “Blind” Decision Making
Alok Bhupatkar, American Institutes for Research, James N. Kurtessis, George Mason/American Institutes for Research, Comparing Subjective and Objective Item Difficulties: How Important SME Agreement?
Jerard F. Kehoe, Selection & Assessment Consulting, Discussant
Submitter: Matt Barney, drmattbarney@gmail.com
 
46. Symposium/Forum: 1:00 PM–2:50 PM Elizabeth C
 
Leadership Development in a Volatile, Uncertain, Complex, and Ambiguous World
This session will demonstrate how various learning methodologies, such as blended learning (online combined with live applications), action learning, individual and group development, and multimodal approaches, can most effectively build sustainable capabilities. It will focus on how the learning supports today’s rapidly changing business challenges, how to measure results, key success factors, and lessons learned.
Keith M. Halperin, PDI Ninth House, Co-Chair
Joy F. Hazucha, PDI Ninth House, Co-Chair
Eryn A. O’Brien, Bank of America, Leveraging Blended Learning Solutions to Drive Business Success
Laura Ann Preston-Dayne, Kelly Services, Leading Differently: Influence, Collaboration, and Action Learning at Kelly Services
Scott Gregory, Pentair, Keith M. Halperin, PDI Ninth House, Pentair’s Evolving Executive Development Program: Design Principles for Strategy-Driven Development
Jessica Dang, Union Bank, Allen Moore, PDI Ninth House, Building Globally Minded Leaders at Union Bank
Michael J. Benson, Johnson & Johnson, Melissa A Del Broccolo, Johnson & Johnson, Elizabeth C. Rossetti, Johnson & Johnson, Targeted Leadership Development: How Johnson & Johnson Builds Future Leaders
David B. Peterson, Google, Discussant
Submitter: Joy Hazucha, joy.hazucha@pdininthhouse.com
 
47. Roundtable Discussion/Conversation Hour: 1:00 PM–1:50 PM Elizabeth G
 
What New Practitioners Wish They’d Learned In Graduate School
In a highly interactive session, new I-O practitioners employed in various settings discuss work experiences and reflect on career issues, graduate training, and recommendations for improving preparation for applied careers. Practitioners have been working in organizations for less than 5 years since leaving graduate training.
Ivan Kulis, Fannie Mae, Host
T. Ryan Dullaghan, University of South Florida, Host
Katey E. Foster, APTMetrics, Inc., Host
Charmane Harrison, The Timken Company, Host
Zachary N.J. Horn, Aptima, Inc., Host
Grace Leung, APTMetrics, Inc., Host
Karin A. Orvis, U.S. Army Research Institute, Host
Jordan M. Robbins, Transportation Security Administration, Host
Submitter: Ivan Kulis, ikulis@hotmail.com
 
48. Interactive Posters: 1:30 PM–2:20 PM America’s Cup AB
 
Why Can’t We All Just Get Along? Conflict in Teams
Heather Wolters, U.S. Army Research Institute, Facilitator
 
48-1 Emotion Regulation and Intragroup Conflict: When More Distracted Minds Prevail
This study examines the influence of intragroup conflict on state affectivity, cohesion, and task performance and applies emotion regulation to a group context. In general, task-oriented conflict resulted in more cohesive, better-performing groups. Emotion regulation, namely distraction, played a role in mitigating negative outcomes associated with social-oriented conflict.
Jennifer A Griffith, University of Oklahoma
Shane Connelly, University of Oklahoma
Chase E. Thiel, University of Oklahoma
Genevieve Johnson, University of Oklahoma
Submitter: Jennifer Griffith, jenngriffith@ou.edu
 
48-2 Reactions to a Teammate’s Low Effort in Difficult Performance Situations
This experiment demonstrated a poor performer’s effort during difficult performance situations directly influenced the reactions of teammates, with lower effort leading to more internal attributions, anger, and intentions to admonish. Situational information was a double-edged sword, leading to more positive or negative reactions depending on the amount of effort exerted.
Lauren N. Harkrider, University of Oklahoma
Eric A. Day, University of Oklahoma
Submitter: Lauren Harkrider, harky55@ou.edu

48-3 Investigating Conflict Escalation in FTF and Virtual Teamwork Over Time
This study examines the moderating role of process conflict and communication medium on the link between task conflict and relationship conflict over time. A longitudinal laboratory experiment was carried out comparing face to face groups and virtual groups working on a complex team task.
Edurne Martínez, Asociación de Empresarios de la Zona Media, AEZMNA
Lori Foster Thompson, North Carolina State University
Ana Zornoza, University of Valencia
Pilar Gonzalez-Navarro, University of Valencia
Submitter: Edurne Martinez-Moreno, edurne.martinez@uv.es
 
48-4 Relationship Between Interaction Anxiety and Team Performance Through Team Processes
This study examined the relationship between team composition based on interaction anxiety and team performance on a complex team task. Results showed that team interaction anxiety composition negatively affected team performance. These effects were mediated by team cohesion but not team voice. Implications for team composition and selection are discussed.
Andrew M. Naber, Texas A&M University
Jennifer N. McDonald, Texas A&M University
Winfred Arthur, Texas A&M University
Submitter: Jennifer McDonald, mcjen13@tamu.edu
 
49. Master Tutorial: 1:30 PM–2:50 PM America’s Cup CD

Receive 1.5 CE credits for attending.
Using Biodata for Retention and Productivity in an Emerging Market
This session presents a practical approach for implementing a selection tool in China. A case-study approach will illustrate how a biodata-based selection tool was created, validated, and implemented, achieving substantial reduction in turnover while improving job performance of pharmaceutical sales representatives in the People’s Republic of China.
Terry W. Mitchell, e-Selex.com, Presenter
David Futrell, Eli Lilly and Company, Presenter
Submitter: Terry Mitchell, terry@e-selex.com
 
50. Symposium/Forum: 1:30 PM–2:50 PM Annie AB
 
Well-Being in High-Risk Occupations
High-risk occupations are fraught with stress and negative health outcomes. Due to their often dangerous and stressful nature, it is important that researchers explore causes and interventions. The research presented in this symposium investigates the impact of unexplored individual differences and organizational policies on well-being in high-risk occupations.
Clare L. Barratt, Texas A&M University, Co-Chair
Mindy E. Bergman, Texas A&M University, Co-Chair
Clare L. Barratt, Texas A&M University, Mindy E. Bergman, Texas A&M University, Rebecca J. Thompson, Texas A&M University, Women in Law Enforcement: The Role of Gendered Personality Orientation
Shanique G. Brown, DePaul University, Catherine S. Daus, Southern Illinois University-Edwardsville, Anticipated Regret in the Decision-Making Process Within Law Enforcement
Rebecca J. Thompson, Texas A&M University, Mindy E. Bergman, Texas A&M University, Clare L. Barratt, Texas A&M University, Mentoring and Stressors in Women Federal Law Enforcement Officers
Erin Moeser, DEOMI, Kizzy M. Parks, K. Parks Consulting Inc., Daniel P. McDonald, Defense Equal Opportunity Management Institute, Felicia O. Mokuolu, Defense Equal Opportunity Institute, Evaluating Work–Life Balance in the Department of Defense
Karin Montejo, Montejo Consulting, Discussant
Submitter: Clare Barratt, clarebarratt@tamu.edu
 
51. Posters: 1:30 PM–2:20 PM Douglas Pavilion BCD
 
Organizational Performance/Change/Downsizing/OD
 
51-1 A Meta-Analytic Comparison of Self- and Other-Reported Organizational Citizenship Behavior
Supervisor ratings are the common standard of organizational citizenship behavior (OCB) measurement, whereas self-ratings are discouraged. This meta-analysis (k = 28) showed that (a) self- and other-rated OCBs are moderately correlated; (b) supervisors and coworkers attend to different aspects of employee OCB; and (c) self-ratings of OCB are not as inflated as assumed.
Nichelle C. Carpenter, Texas A&M University
Lawrence Houston, Pennsylvania State University
Christopher M. Berry, Texas A&M University
Submitter: Nichelle Carpenter, carpenter_nichelle@yahoo.com
 
51-2 Person–Environment Interaction and Citizenship: The Usefulness of Job Characteristics
This study evaluated the relationships among environmental characteristics, well-known individual differences, and citizenship performance in the context of the job characteristics model (JCM) to determine whether the relationships could be theoretically and empirically understood. The models performed poorly, but JCM variables explained variance above and beyond the individual differences
Caitlin M. Cavanaugh, University of Akron
John T. Hazer, IUPUI
Submitter: Caitlin Cavanaugh, cmc184@zips.uakron.edu

51-3 A Rude Awakening: The Effects of Incivility and “Thank You”
This study examined the effects of incivility and civility, namely receiving a “thank you,” on perceived organizational support (POS) and perceived supervisor support (PSS). Results indicated that participants exposed to incivility reported lower levels of PSS, and participants exposed to civility reported higher levels of PSS.
Emily A. Crowe, Xavier University
Carolyn L. Mack, Xavier University
Cynthia L. Dulaney, Xavier University
Morell E. Mullins, Xavier University
Submitter: Emily Crowe, crowee@xavier.edu
 
51-4 Is a Competitive Work Environment Good or Bad? It Depends
This study was conducted to clarify the relationship between a competitive work environment and performance. Personality characteristics were considered as moderator variables. The role of the psychological contract was also examined. Results indicate that the impact of a competitive work environment on performance depends on multiple individual factors.
Christopher T. Frost, Central Michigan University
Kimberly E. O’Brien, Central Michigan University
Submitter: Christopher Frost, frost1ct@cmich.edu
 
51-5 Predicting OCB and CWB Behaviors Using Latent Change Methodology
This study was conducted to examine the predictive power of several organizational and individual variables on OCB and CWB using latent difference score methodology. The distinction between targets of OCB and CWB was also explored. Results indicate that individual but not organizational variables are predictive and that distinction is unwarranted.
Michael Grossenbacher, Central Michigan University
Brandon S. King, Central Michigan University
Kimberly E. O’Brien, Central Michigan University
Submitter: Michael Grossenbacher, gross1m@cmich.edu
 
51-6 The Mediating Role of Motivation Between Person–Environment Fit and Citizenship
This study found that academic motivation partially mediated the relationship between person–environment (P–E) fit and student organizational citizenship behavior (OCB), and P–E fit and stress. These findings indicate that universities should focus on cultivating environments supportive of student needs to help manage stress as well as encourage OCB performance.
Emily A. Ingalls, University of Missouri-St. Louis
Nicole Howland, University of Missouri-St. Louis
Tracy H. Mulderig, University of Missouri-St. Louis
Amanda L. Thomas, University of Missouri-St. Louis
Jennifer L. LaChapell, University of Missouri-St. Louis
Victoria C. Sloan, University of Missouri-St. Louis
John P. Meriac, University of Missouri-St. Louis
Submitter: Emily Ingalls, eait4b@mail.umsl.edu
 
51-7 Examining the Adaptive Performance Process and Task Change Type Effects
A process model of adaptive performance is offered that suggests individuals adapt to changes by detecting the change, diagnosing its nature, and adapting strategies. Furthermore, a classification of different types of intratask change is offered, and the adaptive performance process is examined in relation to these types of change.
Dustin K. Jundt, St. Louis University
Submitter: Dustin Jundt, djundt@slu.edu
 
51-8 Antecedents of Voice Behavior: A Meta-Analytic Review
The meta-analysis examined antecedents of voice behavior based on 64 samples across 55 studies (N = 26,149). Support was found for the hypothesized main effects of individual differences, contextual factors, and psychological functioning on voice behaviors. The moderating effect of research approaches (Hirschman’s model vs. organizational citizenship behavior) was found.
Chenwei Liao, University of Illinois at Chicago
Zhen Wang, Renmin University of China
Jenny M. Hoobler, University of Illinois at Chicago
Submitter: Chenwei Liao, liaocw@gmail.com
 
51-9 The Role of Perceived Overqualification and Growth Expectations on OCB
The links between perceived overqualification and 3 types of organizational citizenship behaviors, and the potential moderating role of future expectations regarding the job, are examined. Overqualification was negatively related to organization- and job-targeted citizenship but not individual-targeted citizenship. Future growth expectations played a surprisingly large, direct role in predicting citizenship.
Leigh A. Rokitowski, SUNY New Paltz
Diana M. Bodolato, SUNY New Paltz
Submitter: Douglas Maynard, maynardd@newpaltz.edu
 
51-10 A Meta-Analytic Investigation of Political Skill, Performance, and Career Outcomes
This meta-analysis examined the influence of political skill on job performance, reputation, and career outcomes. Results (k = 105; N = 15,454) indicated that political skill explained variance in reputation, career satisfaction, organizational commitment, organizational citizenship behavior, subjective task performance, and objective task performance. Contributions and limitations are discussed.
Katina W. Thompson, Florida State University
James K. Summers, Bradley University
Timothy P. Munyon, West Virginia University
Darren C. Treadway, State University of New York at Buffalo
Gerald R. Ferris, Florida State University
Submitter: Timothy Munyon, tpmunyon@mail.wvu.edu
 
51-11 Challenge Emotions, Work Engagement, and Job Performance: A Day-Level Study
This study was conducted to test the assumption that challenge emotions are an important start-of-workday state generating high levels of daily work engagement and job performance. Results of a diary study over the course of 1 work week supported most of the hypotheses. Implications for theory and practice are discussed.
Christoph Nohe, University of Heidelberg
Alexandra Michel, University of Heidelberg
Zhen Zhang, Arizona State University
Karlheinz Sonntag, University of Heidelberg
Submitter: Christoph Nohe,
christoph.nohe@psychologie.uni-heidelberg.de
 
51-12 Exploring Antecedents of Discretionary Boundary-Spanning Behavior
Integrating work on boundary spanning behavior with social cognitive and organizational citizenship theories, this study explores antecedents to employee engagement in this challenging yet important behavior. Results from 116 full-time employees reveal that Extraversion, leadership encouragement, and interpersonal fairness enhance engagement in boundary-spanning behavior through positively influencing boundary-spanning self-efficacy.
Jennifer A. Marrone, Seattle University
Narda Quigley, Villanova University
Gregory E. Prussia, Seattle University
Submitter: Narda Quigley, narda.quigley@villanova.edu
 
51-13 To Specialize or Not to Specialize?
This study argues that degree of specialization is a continuous variable and proposes an inverted-U relationship with performance: best performance needs moderate degrees of specialization. It further proposes moderators: knowledge amount, job dynamism, and individual differences to benefit from degree of specialization as to reach an integrative understanding of knowledge for performance.
Maartje E. Schouten, RSM, Erasmus University
Will Felps, RSM, Erasmus University
Daan van Knippenberg, RSM Erasmus University
Submitter: Maartje Schouten, meschouten@rsm.nl
 
51-14 A Meta-Analytic Review of Interventions Aimed at Greening Our Workforce
This study was conducted to determine the current state of research on green interventions in the workplace. Effectiveness of interventions on green behaviors were examined. Using meta-analytic techniques, it was determined that green interventions show promise for decreasing the environmental impact of the workplace, but more research is desperately needed.
Sarah G. Semmel, University of Minnesota
Rachael Klein, University of Minnesota
Deniz S. Ones, University of Minnesota
Stephan Dilchert, Baruch College, CUNY
Brenton M. Wiernik, University of Minnesota
Submitter: Sarah Semmel, sgsemmel@gmail.com
 
51-15 The Relationship of Big Five Personality Profiles to Job Performance
Although previous research has linked Big 5 personality traits with job performance, the majority of research has operated from a variable-oriented tradition, focusing on linear, additive relationships. This study operates from a person-oriented, configural perspective, linking Big 5 personality profiles to task performance, organizational citizenship, and counterproductive work behaviors.
Winny Shen, University of South Florida
Paul R. Sackett, University of Minnesota
Submitter: Winny Shen, wshen@usf.edu
 
51-16 Employee Gratitude and Organizational Citizenship Behavior: A Daily Investigation
This research was conducted to advance the OCB literature by introducing a novel, theoretically relevant antecedent: employee gratitude. Using a daily diary study design, the study found that employees’ feelings of gratitude on a daily basis were a significant predictor of daily OCB, while controlling for markers of social exchange.
Jeffrey Spence, University of Guelph
Douglas J. Brown, University of Waterloo
Lisa M. Keeping, Wilfrid Laurier University
Huiwen Lian, University of Waterloo
Submitter: Jeffrey Spence, spencejr@uoguelph.ca
 
51-17 Work Ethic and Performance Outcomes: An Investigation of Motivational Mechanisms
The relationships between dimensions of work ethic and academic performance outcomes were examined, including student organizational citizenship behavior, counterproductive behavior, and grade point average. In addition, intrinsic, extrinsic, and amotivation were explored as mediating variables. Several meaningful relationships emerged, and dimensions of work ethic predicted different performance outcomes via motivation.
John P. Meriac, University of Missouri-St. Louis
Nicole Howland, University of Missouri-St. Louis
Amanda L. Thomas, University of Missouri-St. Louis
Submitter: Amanda Thomas, alcrhd@umsl.edu
 
51-18 Adaptation to Work Through Self-Development and Job Crafting
Employees can adapt to work by crafting their job and developing themselves. This study with 260 employees showed how leadership and workplace-goal orientation were related to job crafting and self-development and that employee adaptation partly mediated these relationships.
Karen Van Dam, Open University
Irina Nikolova, Open University
Submitter: Karen Van Dam, karen.vandam@ou.nl
 
51-19 The Impact of Gender Dissimilarity in the Empowerment–Performance Relationship
Using a sample of Chinese employees (N = 420, 75 teams), we found that team empowerment related to supervisor-rated in-role and self-rated extra-role performance. Further, individual psychological empowerment mediated and employee‒coworker gender dissimilarity moderated both stages of the team empowerment–performance relationships. Effects were weakest for those most dissimilar to their peers.
Derek R. Avery, Temple University
Mo Wang, University of Florida
Sabrina D. Volpone, Temple University
Le Zhou, University of Florida
Submitter: Sabrina Volpone, sabrinavolpone@aol.com
 
51-20 A Comparison of Work-Specific and General Personality Measures in China
This study found that the decreased between-subject variability and within-subject inconsistency in the frame of reference used improved validity. In addition, work-specific personality yielded significant incremental relationships with extra-role behaviors even after general personality is controlled.
Qiang Wang, Alliant International University
Nathan A. Bowling, Wright State University
Submitter: Qiang Wang, talenttree@gmail.com
 
51-21 Winning my Boss’ Heart: LMX, Issue-Selling Tactics, and Issue-Seller’s Credibility
We examined the consequence of issue selling on seller’s credibility by 2 studies. We found a curvilinear relationship between sellers’ leader–member exchange (LMX) and credibility, such that the positive relationship was attenuated at higher level of LMX. The curvilinear relationship was further moderated by selling tactics.
Erica Xu, Hong Kong Polytechnic University
Xu Huang, Hong Kong Polytechnic University
Wu Liu, Hong Kong Polytechnic University
Submitter: Erica XU, oulyyouguy@gmail.com
 
51-22 LGO, EXID, and KS: Moderating Role of Coworker Support
We examined the effects of individual characteristics, that is, learning goal orientation (LGO) and exchange ideology (EXID) on individual knowledge sharing and the moderation effects of coworker support. As expected, individual characteristics have a direct effect on knowledge sharing, and coworker support moderated the relationship between individual characteristics and knowledge sharing.
Yongsu Yoo, Seoul National University
Soojin Lee, Seoul National University
Minyoung Cheong, Seoul National University
YeunJoon Kim, Seoul National University
Seokhwa Yun, Seoul National University
Submitter: yongsu yoo, ysyoo1217@gmail.com
 
51-23 Measurement-Related Moderators on OCB’s Relationships With Organizational Variables: A Meta-Analysis
This study meta-analyzed 105 samples and examined the moderating role of 3 measurement features of OCB (response format, source of ratings, and inclusion of antithetical items) on relationships between OCB and a variety of organizational behaviors. Results showed that each measurement feature moderated relationships between OCB and some organizational variables.
Zhiqing E. Zhou, University of South Florida
Paul E. Spector, University of South Florida
Xinxuan Che, University of South Florida
Submitter: Zhiqing Zhou, zhiqing@mail.usf.edu
 
51-24 Downsizing in a Growing Economy: Examining the Financial Outcomes
Financial outcomes of downsizing in Fortune 1000 companies during a time of growing economy were examined. Downsizing companies were consistently outperformed by nondownsizing companies following the downsizing. Only by the third year after downsizing the differences became insignificant. The finding suggested that downsizing does not enhance immediately companies’ competitiveness.
Kenneth P. De Meuse, Korn/Ferry International
Guangrong Dai, Lominger International
Submitter: Guangrong Dai, daigr@yahoo.com
 
51-25 The Frog’s Pond Matters: Budget Cuts and Faculty Job Outcomes
Utilizing multilevel modeling relying on departmental- and faculty-level data from a university experiencing severe budget cuts, this study tested the hypothesis that faculty in departments less affected by the budget cuts would report more negative outcomes compared to faculty in more affected units.
Lixin Jiang, Washington State University Vancouver
Tahira M. Probst, Washington State University Vancouver
Wendi L. Benson, Washington State University Vancouver
Submitter: Lixin Jiang, lixin.jiang@email.wsu.edu
 
51-26 Extending the TPB to Predict Employee Engagement in Organizational Change
This study proposes the theory of planned behavior as a framework for the integration of psychological variables and process-related change management variables to explain employees’ support of organizational change. The results demonstrate that the framework explains a substantial amount of variance in employees’ intention to support the change.
Karsten Mueller, University of Mannheim
Oliver Kohnke, SAP Deutscheland AG u. Co. KG
Tammo Straatmann, University of Mannheim
Sven-Oliver Spiess, University of Osnabrück
Regina Kempen, University of Osnabrück
Tim R. Wolf, University of Mannheim
Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de

51-27 LMX and Perceived Effectiveness of Employee Surveys: A Longitudinal Analysis
In a longitudinal design, this study examined the role of leader–member exchange (LMX) in perceived employee survey effectiveness. In line with hypotheses, results highlight the role of LMX in employee survey effectiveness and the importance of high quality employee survey follow-up processes. Practical implications are discussed.
Tammo Straatmann, University of Mannheim
Kate Hattrup, San Diego State University
Tim R. Wolf, University of Mannheim
Karsten Mueller, University of Mannheim
Britta Seggewiß, University of Mannheim
Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
 
51-28 The Role of Commitment Targets for Employee Readiness for Change
This study examined the relationships between employee commitment to various organizational constituencies and individual readiness for change. Perceived attitudes toward and support for change by commitment targets was expected to act as a moderator. Results support these hypotheses. Implications for practice and commitment construct are discussed.
Britta Seggewiss, University of Mannheim
Thorsten Fauth, University of Mannheim
Tammo Straatmann, University of Mannheim
Karsten Mueller, University of Mannheim
Kate Hattrup, San Diego State University
Submitter: Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
 
51-29 Socially Responsible and Sustainable Human Resources: An Operations Perspective
Operational concepts zero inventory, flexibility through postponement, free riding, supply chain surplus, changing the givens, outsourcing, and the bullwhip effect can highlight the differences between market-driven and socially responsible, sustainable human resource management. Eight questions for managers contrast the risk of neglecting employee stakeholders with social responsibility and long-term sustainability.
Wendy S. Becker, Shippensburg University
Submitter: Wendy Becker, wsbecker@ship.edu
 
52. Symposium/Forum: 1:30 PM–2:50 PM Edward AB
 
Understanding the Role of Affect in Cross-Cultural Competence
Models of cross-cultural competence typically recognize affect as an important component of intercultural effectiveness, but little empirical research has examined relationships between affective variables and cross-cultural outcomes. Four studies are presented that examine the roles of emotional understanding, emotion regulation ability, and trait affectivity in cross-cultural contexts.
Erin M. Richard, Florida Institute of Technology, Chair
Patrice Reid, Defense Language Office/DEOMI, Erin M. Richard, Florida Institute of Technology, Emotional Abilities and the Development of Cross-Cultural Competence and Adjustment
Bianca Trejo, Defense Equal Opportunity Management Institute, Erin M. Richard, Florida Institute of Technology, Emotion Regulation Ability, Optimism, and Strain: Relationships With Cross-Cultural Competence
Elizabeth Culhane, Jardon and Howard Technology, Inc., William K. Gabrenya, Florida Institute of Technology, Training the Affective Component of Cross-Cultural Competence
Cecily E.E. McCoy, Naval Air Warfare Center Training Systems Division, Sandra Hughes, Naval Air Warefare Training, Gabriella Severe, Naval Air Warfare Center, Setting the Stage for 3C: Trust and Affectivity
Submitter: Erin Richard, erichard@fit.edu
 
53. Symposium/Forum: 1:30 PM–2:50 PM Edward CD
 
New Directions in the Employee–Organization Relationship for the 21st Century
This symposium intends to identify gaps and suggest avenues for future research on the role of social exchange in understanding the employee–organization relationship (EOR) in the 21st century. Research spotlights the context of a diverse and aging workforce and examine futuristic orientation, emotions, and health in EORs.
Jacqueline A-M. Coyle-Shapiro, London School of Economics and Political Sciences, Chair
Lynn M. Shore, San Diego State University, Co-Chair
Quinetta M. Roberson, Villanova University, Derek R. Avery, Temple University, Patrick F. McKay, Rutgers University, Managing Diversity Means Managing Differently: Diversity in POS
Yujie Zhan, Wilfrid Laurier University, Mo Wang, University of Florida, Employee–Organization Relationships and Older Workers
Lois E. Tetrick, George Mason University, Emotions: The Glue That Holds the Employee–Organization Relationship Together
Debra L. Shapiro, University of Maryland, Fostering Anticipatory Justice: A New Option for Enhancing the EOR
Jone L. Pearce, University of California, Irvine, Discussant
Submitter: Jacqueline Coyle-Shapiro, j.a.coyle-shapiro@lse.ac.uk
 
54. Special Events: 1:30 PM–2:50 PM Elizabeth H
 
Theme Track: Settling Workplace Discrimination Cases: The Dos, Don’ts, Costs, and Benefits
Because discrimination litigation is time consuming and costly, the end goal may be settlement. This panel brings together a group of experts from diverse disciplines to demonstrate a mock settlement negotiation, discuss recent trends, review settlement strategies, and inform on how I-O psychologists play important roles in this process.
James L. Outtz, Outtz and Associates, Co-Chair
Eric M. Dunleavy, DCI Consulting Group, Co-Chair
Brad Seligman, The Impact Fund, Panelist
Geoff Weirich, Paul Hastings, Panelist
Gregory Mitchell, University of Virginia School of Law, Panelist
David Cohen, DCI Consulting Group Inc, Panelist
David Copus, Ogletree Deakins, Panelist
Submitter: Eden King, eking6@gmu.edu
 
55. Community of Interest: 1:30 PM–2:50 PM  Emma C
 
I-O and Human-Systems Integration
Howard M. Weiss, Georgia Institute of Technology, Host
Barbara A. Wanchisen, National Research Council, Host
John J. Donovan, Rider University, Coordinator
 
56. Symposium/Forum: 1:30 PM–2:50 PM Ford AB
 
The Science of Teams: Learning From the Extremes
Much empirical work has focused on the study of teams. Those working with extreme teams extrapolate those findings to determine what applies and what aspects of extreme team performance require further examination. Symposium presenters highlight findings from extreme teams and discuss implications for the current science of more “traditional” teams.
Wendy Bedwell, University of Central Florida, Co-Chair
Steve W. J. Kozlowski, Michigan State University, Co-Chair
Marina Pearce, Michigan State University, Tara A. Rench, Michigan State University, Michael T. Braun, Michigan State University, Samantha K. Baard, George Mason University, Richard P. DeShon, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Life on the ICE: Examining Cohesion in Antarctic Search Teams
Mary J. Sierra, University of Central Florida, Kimberly A. Smith-Jentsch, University of Central Florida, Aaron S. Dietz, University of Central Florida, Understanding Team Stress: Lessons Learned From Air Traffic Control Teams
Kathryn Keeton, NASA EASI/Wyle Labs, Lacey L. Schmidt, EASI/Wyle Labs-NASA JSC, Kelley J. Slack, Wyle Life Sciences/LZ Technology, Inc., Assessing High-Performing Teams in Space Analogue Environments: NEEMO
Kimberly A. Smith-Jentsch, University of Central Florida, Wendy Bedwell, University of Central Florida, Mary J. Sierra, University of Central Florida, Ryan P. Jones, University of Central Florida, James Oglesby, University of Central Florida, Stephen M. Fiore, University of Central Florida, Eduardo Salas, University of Central Florida, Entrainment at the Extremes: Understanding Adaptation Needs of Astronaut Crews
Submitter: Wendy Bedwell, wbedwell@ist.ucf.edu
 
57. Symposium/Forum: 1:30 PM–2:50 PM Gregory AB
 
Beyond Task Performance: New Research Directions on OCB and CWB
Aspects of performance that move beyond formally role prescribed tasks have become ubiquitous in organizational research. This symposium brings together 4 papers that investigate antecedents of organizational citizenship behaviors and counterproductive work behaviors, with a focus on novel antecedents and innovative research designs.
Lillian T. Eby, University of Georgia, Co-Chair
Brian J. Hoffman, University of Georgia, Co-Chair
Tammy D. Allen, University of South Florida, Kaitlin M. Kiburz, University of South Florida, Mindfulness and Organizational Citizenship Behavior
Jeremy Bauer, University of South Florida, Charlotte Fritz, Portland State University, Paul E. Spector, University of South Florida, A Longitudinal Investigation of Affective States and Counterproductive Work Behaviors
Lillian T. Eby, University of Georgia, Marcus M. Butts, University of Texas at Arlington, Playing It Forward: The Effect of Mentoring on Protege OCBs
Alexander C. LoPilato, University of Georgia, Colby L. Kennedy, University of Georgia, Lauren A. Wood, University of Georgia, Brian J. Hoffman, University of Georgia, Brian Frost, Corvirtus, Unit Attitudes, Performance Behaviors, and Financial Performance: A Longitudinal Study
Submitter: Brian Hoffman, hoffmanb@uga.edu
 
58. Symposium/Forum: 1:30 PM–2:50 PM Madeline AB
 
Postsurvey Actions: New Directions for Implementing Change Efforts
Many organizations review survey results and create detailed plans for change. Unfortunately, too many plans are never implemented. This session presents ways to create sustained action, including knowing the characteristics of successful action plans, what types of organizational goals are necessary, and then how to use a team to drive change.
Timothy M. Franz, St. John Fisher College, Chair
Paul M. Mastrangelo, CLC Genesee, Evaluating Action Plan Effectiveness One Year After a Survey
Jeffrey A. Jolton, Kenexa, Peter D. Bachiochi, Eastern Connecticut State University, Smarter Than SMART: Action Plans for Postsurvey Change
Timothy M. Franz, St. John Fisher College, Using a Peer-Nominated Team to Drive Change
Janine Waclawski, Pepsi Beverages, Discussant
Submitter: Timothy Franz, tfranz@sjfc.edu
 
59. Symposium/Forum: 1:30 PM–2:50 PM Madeline CD
 
Back Into the Web: New Directions in Applicant Attraction Research
Use of the Internet for recruitment continues to grow in popularity, yet understanding of the impact that certain Web site features have on key outcomes like organizational attraction is incomplete. This symposium will include a synthesis of existing research and uncover several new directions in web-based applicant attraction research.
Gary W. Giumetti, Georgia College, Co-Chair
Rebekkah Wills Beeco, Clemson University, Co-Chair
Gary W. Giumetti, Georgia College, Brandy A. Brown, Independent Consultant, Meta-Analytic Path Analysis to Synthesize Web-Based Research on Applicant Attraction
Brian N. Skaggs, Southern Illinois University Edwardsville, Joel T. Nadler, Southern Illinois University Edwardsville, Interviewer Type, Web-Based Interview Support, and Gender Impact Organizational Attractiveness
Rebekkah Wills Beeco, Clemson University, Patrick H. Raymark, Clemson University, Effectiveness of CEO Blogs as a Recruiting Tool
Brian D. Lyons, Wright State University, Differing Applicant Attraction Processes by Organizational Membership: A Multigroup Investigation
Paul E. Levy, University of Akron, Discussant
Submitter: Gary Giumetti, ggiumetti@gmail.com
 
60. Symposium/Forum: 2:00 PM–2:50 PM Betsy BC
 
Am I Motivated? Implications of Selection Versus Development Score Differences
Research has shown differences between applicant and incumbent test scores, with highly motivated applicants consistently scoring higher than incumbents. Practitioners from 3 consulting firms who develop tests for selection and development purposes will present their research and discuss the implications of this phenomenon in selection and developmental settings.
Brian Roote, SHL, Chair
Paul D. DeKoekkoek, SHL, Jaclyn Pittman Lanier, SHL, Brian Roote, SHL, Motivational Effects on Applicant Versus Incumbent Test Score Differences
Ted B. Kinney, Select International, Mei-Chuan Kung, Select International, Paul E. Glatzhofer, Select International, Understanding Applicant/Incumbent Response Patterns Across Organizational Levels
Kevin B. Tamanini, Development Dimensions International, Identifying Skills Gaps: Implications of Context for Applicants Versus Incumbents
Robert P. Tett, University of Tulsa, Discussant
Submitter: Paul DeKoekkoek, paul.dekoekkoek@shl.com
 
61. Panel Discussion: 2:00 PM–2:50 PM Elizabeth A
 
Developing 21st Century Leaders: Current Challenges, Trends, and Techniques
The leadership landscape has changed. This panel discussion will explore how organizations are preparing leaders and managers for the challenges of the day. Five leadership development specialists will discuss various assessment, selection, and development programs they are utilizing to identify and support leaders and managers in their organizations.
Carly S. Bruck, Sirota Consulting, Chair
Michael Crespo, IBM, Panelist
B. Alan Echtenkamp, Time Warner, Panelist
Richard Fernandez, Google, Panelist
Patrick K. Hyland, Sirota Survey Intelligence, Panelist
Wes Siegal, Robert H. Schaffer & Associates, Panelist
Submitter: Carly Bruck, cbruck@sirota.com
 
62. Special Events: 2:00 PM–2:50 PM Elizabeth B
 
A Conversation With the SIOP Leadership
Come meet with the SIOP leadership to discuss various organizational issues as well as to get answers to your questions about SIOP activities.
Adrienne J. Colella, Tulane University, Host
Douglas H. Reynolds, Development Dimensions International, Host
Eduardo Salas, University of Central Florida, Host
 
63. Special Events: 2:00 PM–2:50 PM  Elizabeth F
 
Distinguished Scientific Contributions Award: No Matter Where I Go, There I Am
Professor Arvey will present his research themes and directions over his career. He will outline various challenges encountered and the rewards he experienced. He will also highlight some of his practical and consulting experiences.
Frank L. Schmidt, University of Iowa, Host
Richard D. Arvey, National University of Singapore, Presenter
Submitter: Richard Arvey, bizra@nus.edu.sg
 
64. Roundtable Discussion/Conversation Hour: 2:00 PM–2:50 PM  Elizabeth G
Idea, Proposal, Contract, Book: Editor Perspectives *2
Converting an idea into an edited book requires 2 types of editors. Content experts recruit authors and ensure chapters are written; their names are on the cover. The publisher-employed editor provides guidance to the content experts navigating the publication process. This session will provide perspectives from both editor types.
Stephanie R. Klein, SHL, Host
Ann H. Huffman, Northern Arizona University, Host
Anne Duffy, Routledge, a division of Taylor and Francis, Host
Submitter: Stephanie Klein, stephanie.klein@shl.com
 
65. Special Events: 2:00 PM–2:50 PM Emma AB
 
Can the SIOP Conference Be Relevant Throughout Your Entire Career?
Is our conference appealing to individuals at different career stages? Anecdotal evidence and survey results suggest a perception that SIOP is geared toward certain career levels and that SIOP attendees from different cohorts “do” SIOP differently. Is this accurate and what can SIOP conference planners do? Come share your ideas.
Robin R. Cohen, Bank of America, Co-Chair
Lisa Finkelstein, Northern Illinois University, Co-Chair
 
66. Symposium/Forum: 2:00 PM–2:50 PM  Mohsen AB
 
Abusive, Destructive, and Betraying Leaders: Effects and Organizational Recovery
This study focuses on individual and organizational outcomes arising from leaders’ behaviors that are abusive, destructive, and betraying, along with theory and evidence about how individuals and organizations recover from those negative leadership behaviors. Quantitative and qualitative data are presented from a variety of contexts, including the military and religious congregations.
Marcus W. Dickson, Wayne State University, Chair
Benjamin Biermeier-Hanson, Wayne State University, Co-Chair
Robert R. Sinclair, Clemson University, Dennis McGurk, Walter Reed Army Institute of Research, Jeffrey L. Thomas, Walter Reed Army Institute of Research, Julie Merrill, Walter Reed Army Institute of Research, Paul D. Bliese, Walter Reed Army Institute of Research, Carl Castro, U.S. Army Medical Research and Materiel Command, Destructive and Supportive Leadership: Mental Health Effects During Combat Deployments
Katrina A. Graham, Drexel University, Mary Bardes, Drexel University, Jeffrey H. Greenhaus, Drexel University, Abusive Supervision and Emotional Exhaustion: An Affective Events Theory Perspective
Marcus W. Dickson, Wayne State University, Benjamin Biermeier-Hanson, Wayne State University, Ariel Lelchook, Gettysburg College, Amy E. Sund, Wayne State University, Nathan Weidner, Wayne State University, Responses to and Recovery From Leader Detrayal: A Proposed Model
David M. Mayer, University of Michigan, Discussant
Submitter: Marcus Dickson, marcus.dickson@wayne.edu
 
67. Interactive Posters: 3:30 PM–4:20 PM America’s Cup AB
 
Where Has the Time Gone? Temporal Issues in I-O Psychology
Linda Shanock, UNC-Charlotte, Facilitator
 
67-1 Attributional Style as Demands in the Job Demands–Control–Support Model
The job demands–control model has received rather mixed results, with many studies finding additive effects (rather than multiplicative) at best. Based on previous reviews, support is found for moderating effects of locus of control and interactional justice on the relationship between interpersonal conflict and physical health symptoms.
Kevin M. Dawson, Central Michigan University
Kimberly E. O’Brien, Central Michigan University
Submitter: Kimberly O’Brien, obrie1ke@cmich.edu
 
67-2 Bridging the Experience and Outcomes of Procrastination
This study was conducted to investigate the gap between the self-reported benefits of procrastination and the apparent performance decrements that are associated with the behavior. Specifically, the roles of self-efficacy and distractibility in influencing the relationship between procrastination and beliefs about procrastination are considered.
Brett W. Guidry, Purdue University
Carolyn M. Jagacinski, Purdue University
Submitter: Brett Guidry, bguidry@purdue.edu
 
67-3 Time Use at Work: Do Individual Perceptions of Time Matter?
In our efforts to do more with less, interest in time use is growing. The purpose of this study was to examine how individual time perspective relates to actual time use dimensions while working on a task.
Alicia Stachowski, University of Wisconsin-Stout
Submitter: Alicia Stachowski, stachowskia@uwstout.edu
 
67-4 Daily Time Allocation Between Work and Private Life
This diary study investigates time allocation between work and private life (N = 87 couples). Relationship indicators are associated with work time. Furthermore, work time and interaction time with the partner are associated negatively. In turn, interaction time is positively associated with intimacy and social support.
Dana Unger, University of Mannheim-Germany
Cornelia Niessen, University of Konstanz-Germany
Sabine Sonnentag, University of Mannheim-Germany
Angela Neff, University of Konstanz-Germany
Submitter: Dana Unger, dana.unger@uni-mannheim.de
 
68. Symposium/Forum: 3:30 PM–4:50 PM America’s Cup CD
 
Contingent Workers: Adding Value or Just Cheap Labor?
This symposium examines ways in which the use of contingent/nonstandard workers adds value to an organization. Papers address a variety of factors linked to value, including investment in training and knowledge management practices. A utility analysis detailing the overall costs and benefits of using nonstandard employees is also presented.
Catherine E. Connelly, McMaster University, Co-Chair
Sandra L. Fisher, Clarkson University, Co-Chair
Brenda A. Lautsch, Simon Fraser University, Danielle van Jaarsveld, University of British Columbia, Ann Frost, University of Western Ontario, Managing Knowledge With a Nonstandard Workforce
Bård Kuvaas, BI Norwegian Business School, Robert Buch, , Anders Dysvik, BI Norwegian Business School, Happy Together? Balanced Perceived Investment in Standard and Nonstandard Employees
Sandra L. Fisher, Clarkson University, Catherine E. Connelly, McMaster University, Do Contingent Workers Really Cost Less? A Utility Analysis Approach
Jacqueline A-M. Coyle-Shapiro, London School of Economics and Political Sciences, Discussant
Theresa Korbar, San Diego Gas & Electric, Discussant
Submitter: Sandra Fisher, sfisher@clarkson.edu
 
69. Symposium/Forum: 3:30 PM–5:20 PM  Annie AB
 
Issues and Approaches in Assessing Leadership Potential
Identifying high potentials is a challenge that many organizations face. However, the nature of potential and how it is assessed needs to be resolved. This symposium presents recent conceptualizations and research regarding measures of leadership potential. Core characteristics of potential, learning agility and measures of these will be presented.
Ronald C. Page, Assessment Associates International, Chair
Ronald C. Page, Assessment Associates International, An Exploration of the Core Components of Potential
Kenneth P. De Meuse, Korn/Ferry International, Learning Agility: A Critical Attribute for Developing High-Potential Talent
Brigitte Morel-Curran, Korn/Ferry International, The Impact of Learning Agility on Deepening Leadership Talent Depth
Stephen J. Marshall, Marshall Leadership Consulting, Nicole Price, FirstEnergy Corp, Power Plant Site Management Team Assessment
David P. Campbell, Center for Creative Leadership, Discussant
Submitter: Ronald Page, ronald.page@aai-assessment.com
 
70. Panel Discussion: 3:30 PM–4:20 PM Betsy BC
 
How to Succeed in Business While Really Trying
 
What kinds of career paths do practitioners have in business? What does it take to become a trusted advisor to CEOs? Four seasoned I-O practitioners discuss the highs and lows of their career paths in multinational organizations, including moving out of traditional I-O roles and into executive positions
Sarah R. Johnson, CLC Genesee, Chair
Karen B. Paul, 3M, Panelist
Mariangela Battista, Pfizer Inc., Panelist
Jeffrey J. McHenry, Rainier Leadership Solutions, Panelist
Submitter: Sarah Johnson, srjohnson@executiveboard.com
 
71. Symposium/Forum: 3:30 PM–4:50 PM Delmar AB
 
Teams and Networks
Research on teams examines the inputs and processes that lead to effectiveness; research on networks examines the antecedents and consequences of the patterning of relationships. This symposium includes a collection of 4 papers that use social network analysis to inform the study of teams.
Amy M. Wax, Georgia Institute of Technology, Co-Chair
David A. Harrison, University of Texas, Austin, Co-Chair
David A. Harrison, University of Texas, Austin, Caroline Bartel, University of Texas, Austin, Eiston Lo, University of Texas, Austin, A Structural Theory of Conflict in Teams
Amy M. Wax, Georgia Institute of Technology, Leslie A. DeChurch, Georgia Institute of Technology, Toshio Murase, Northwestern University, Noshir Contractor, Northwestern University, Dissecting Complex Team Processes Using Network Analysis
Michael R. Kukenberger, University of Connecticut, John E. Mathieu, University of Connecticut, Lauren D’Innocenzo, University of Connecticut, Vertical and Shared Leadership Process Dimensions in Project Teams
Prasad Balkundi, SUNY at Buffalo, David A. Waldman, Arizona State University, Benjamin M. Galvin, University of Washington Bothell, Surrogates and Pariahs
Submitter: Amy Wax, amymwax@gmail.com
 
72. Posters: 3:30 PM–4:20 PM Douglas Pavilion BCD
 
Counterproductive Behavior/Workplace Deviance
 
72-1 Work Environment Factors and Cyberloafing: A Follow-Up to Askew
This study is a followup to Askew et al.’s (2010) study on work environment factors and cyberloafing. It was found that employees who perceive they can hide their computer use are much more likely to cyberloaf than their counterparts. This effect was obscured in Askew et al.’s original study.
Kevin L. Askew, University of South Florida
Michael D. Coovert, University of South Florida
Meng Uoy Taing, University of South Florida
Alexandra Ilie, University of South Florida
Jeremy Bauer, University of South Florida
Submitter: Kevin Askew, kaskew2@mail.usf.edu
 
72-2 Organizational Climate and Burnout: The Mediating Role of Victimization
Using the job demands–resources model (JD–R) and conservation of resources theory, this study proposes that aggression experienced at work will mediate the positive relationship between poor organizational climate and employee burnout. Data suggested that aggression experienced at work partially mediated the relationship between poor climate and burnout.
Bedi Akanksha, Bishop’s University
Francois Courcy, University of Sherbrooke
Paquet Maxime, Research and Intervention Centre for Healthy Workplaces
Steve Harvey, Bishop’s University
Submitter: Francois Courcy, francois.courcy@usherbrooke.ca
 
72-3 Applying the Normative Conflict Model to Organizational Deviance
This study extends the normative conflict model of group dissent (Packer, 2008) to identify conditions that give rise to constructive versus destructive organizational deviance. Results show that affective commitment and normative conflict interact to determine the type of deviance that employees express in the workplace.
Melissa Gutworth, The College of New Jersey
Jason Dahling, The College of New Jersey
Submitter: Jason Dahling, dahling@tcnj.edu
 
72-4 The Effects of Intent Attributions on Responses to Abusive Supervision
Data were collected in 2 waves from 268 full time employees. Abusive supervision was positively associated with counterproductive work behaviors. In addition, abusive supervision was more strongly associated with counterproductive work behaviors when subordinates perceived the intent of the abuse to be either malevolent or benevolent.
Kevin J. Eschleman, Air Force Research Laboratory
Nathan A. Bowling, Wright State University
Jesse S. Michel, Florida International University
Submitter: Kevin Eschleman, kevin.eschleman@wright.edu
 
72-5 Power of the Circumplex: Anger and Neglect Predicting Counterproductive Behaviors
This study was conducted to investigate the relationship between the FFM and AB5C models of personality and counterproductive work behaviors using self- and observer reports. The results demonstrate incremental validity of the AB5C across rating sources.
Erik N. Gonzalez-Mule, University of Iowa
David S. DeGeest, University of Iowa
Michael K. Mount, University of Iowa
Submitter: Erik Gonzalez-Mule, egonzalezmule@iowa.uiowa.edu
 
72-6 Machiavellianism to Unethical Behavior: The Moderating Role of Leadership
Drawing on the cognitive-affective system theory of personality, this study identifies “good” and “bad” leadership as a moderator of the employee Machiavellianism to unethical behavior and social undermining relationships. Machs are sensitive to those in leadership positions because leaders have the ability to affect a Mach’s level of success.
Rebecca L. Greenbaum, Oklahoma State University
Aaron Hill, University of Nevada
Gabi M. Eissa, Oklahoma State University
Mary Bardes, Drexel University
Matthew J. Quade, Oklahoma State University
Submitter: Rebecca Greenbaum, rebecca.greenbaum@okstate.edu
 
72-7 Relationship Between Idiocentrism and Counter Productive Workplace Behaviors
This study investigates the relationship between idiocentrism and counterproductive workplace behaviors (CWB). The effects of hostility and workplace hostile attribution (WHAS) on this relationship were also evaluated.
Jillian M. Hobig, Central Michigan University
Kimberly E. O’Brien, Central Michigan University
Submitter: Jillian Hobig, hobig1jm@cmich.edu
 
72-8 Claimant Takes Nothing: Mental Injuries and the Workers’ Compensation System
A study of workers’ compensation claims for mental injuries in the workplace was conducted to determine what factors influenced the success of these claims. The study examined 10 years of cases and found that very few claimants received any compensation for mental injuries due to bullying or harassment.
Andrew J. Hosmanek, University of Iowa
Sara L. Rynes, University of Iowa
Submitter: Andrew Hosmanek, andrew-hosmanek@uiowa.edu
 
72-9 Workplace Stressors and Counterproductive Behaviors: The Role of Ethical Leadership
This study investigated the moderating role played by ethical leadership in the relationship between workplace stressors and counterproductive behaviors. Consistent with theory, the results of a multiwave survey (3 points in time) show that ethical leadership reduces the positive association between stressors and counterproductive behaviors.
Alexandra Ilie, University of South Florida
Submitter: Alexandra Ilie, alexandra.v.ilie@gmail.com
 
72-10 When the “Good Guys” Lie: Perceptions of Unethical Pro-Organizational Behavior
Using moral licensing theory, perceptions of unethical pro-organizational behavior (UPB) in nongovernmental organizations (NGOs) versus Fortune 500s were examined. It was predicted that NGOs would be punished less for identical UPB lies than Fortune 500s, and high organizational identification would moderate punishment of UPB lies within NGOs. Empirical results supported both hypotheses.
Bradford Baker, University of Washington
Submitter: Michael Johnson, mdj3@uw.edu
 
72-11 Abusive Supervision and Its Negative Consequences: A Meta-Analysis
This study provides a meta-analysis on abusive supervision and its negative consequences including deviance behavior and psychological maladjustment. Results revealed a positive relationship between abusive supervision and both employee deviance behavior and psychological maladjustment. Results also showed that collectivism moderates the relationship between abusive supervision and its consequences.
Jae Hyeung Kang, George Washington University
Fang He, The George Washington University
Jose M. Cortina, George Mason University
Submitter: Jae Hyeung Kang, right@gwu.edu
 
72-12 Developing Indirect Measures for Implicit Aggression: A Follow-Up Study
This study is a follow up to a previous attempt to create a word fragment completion task to measure aggression. The validity of our scale and another indirect measures, the conditional reasoning test, was examined for measuring counterproductive behavior. Support was found for the latter but not the study scale.
Steven Khazon, Wright State University
Nathan A. Bowling, Wright State University
Submitter: Steven Khazon, khazon.2@wright.edu
 
72-13 Counterproductive Workplace Behavior and College Dishonesty: A Meta-Analysis
Counterproductive workplace behaviors and academic dishonesty have received much attention within their respective fields; however, there is attention to explicitly linking the 2 literatures. This meta-analysis produced a large correlation between self-report measures of deviant workplace behavior and academic dishonesty, indicating the possibility of an underlying tendency for deviance.
Jacob O. Gau, University of Minnesota
Nathan R. Kuncel, University of Minnesota
Submitter: Nathan Kuncel, kunce001@umn.edu
 
72-14 Customer Sexual Harassment and Frontline Employees’ Affective Delivery in China
This study examined the link between customer sexual harassment and frontline employees’ affective delivery by focusing on the mediating role of difficulty maintaining display rules and the moderating role of traditionality. The results from a field survey of 359 supervisor–subordinate dyads in restaurants in China supported all the hypotheses.
Xiaoyu Liu, University of International Business & Economics
Ho Kwong Kwan, Drexel University
Submitter: Ho Kwong Kwan, weicheong2317@hotmail.com
 
72-15 Abusive Supervision and Supervisor-Directed Aggression: The Role of Self-Control
Drawing upon self-control theory, this study posits that aggressive responses to abusive supervision are determined by the capacity and motivation to exert self-control. Data collected from 196 employees demonstrate that self-control capacity, supervisor coercive power, and abusive supervision interact to affect subordinates’ aggressive responses towards supervisors.
Huiwen Lian, University of Waterloo
Douglas J. Brown, University of Waterloo
Lindie H. Liang, University of Waterloo
Lance Ferris, The Pennsylvania State University
Lisa M. Keeping, Wilfrid Laurier University
Submitter: Huiwen Lian, lianhuiwen@gmail.com
 
72-16 Workplace Incivility: Does the Injury Extend Across Person and Time?
This is a longitudinal study that examines whether the adverse consequences of workplace incivility extend across person and time. It was found that first-hand experiences of incivility had persistent longitudinal effects on job attitudes, but not mental health symptoms, but the opposite was true with observed incivility.
Sandy Lim, National University of Singapore
Dana K. Farr, University of Michigan
Lilia M. Cortina, University of Michigan
Vicki J. Magley, University of Connecticut
Submitter: Sandy Lim, sandylim@nus.edu.sg
 
72-17 Abusive Supervision and the High-Impact Employee
This study examined the moderating role of employee impact in the abusive supervision–workplace outcome relationship. When experiencing abusive supervision, high-impact employees were found to exhibit an increase in coworker-directed deviance, a decrease in extrinsic job satisfaction, and a decrease in relationship quality with their supervisor.
Jeremy D. Mackey, Florida State University
Rachel E. Kane, Florida State University
Pamela L. Perrewe, Florida State University
Vickie C. Gallagher, Cleveland State University
Submitter: Jeremy Mackey, jdm10e@fsu.edu
 
72-18 What if They Don’t Leave? Prolonged Turnover Intentions and CWB
This study aims to determine the capacity of prolonged turnover intentions to predict CWB and identify the potential moderators of this relationship (e.g., perceived employment alternatives, organizational support, and organizational constraints). Those exhibiting prolonged turnover intentions are more likely to commit CWBs; this effect is moderated by organizational constraints.
Katie M. Kinkade, University of Georgia
Neil Morelli, APTMetrics, Inc.
Stephanie N. Downey, University of Georgia
Brian J. Hoffman, University of Georgia
Lillian T. Eby, University of Georgia
Submitter: Neil Morelli, neil.morelli@gmail.com
 
72-19 Coping With Customer Sexual Harassment: Retaliation and Traditional Coping Strategies
Service workers regularly cope with customer sexual harassment (CSH). This paper reports 2 studies that operationalize a measure of coping with CSH. Traditional coping strategies (i.e., reporting, avoidance, internal, and social coping) as well as a nontraditional form of coping (i.e., retaliation toward the customer) are identified. Results are cross-validated.
Valerie J. Morganson, Old Dominion University
Debra A. Major, Old Dominion University
Submitter: Valerie Morganson, Vmorgans@odu.edu
 
72-20 Righting a Wrong: Does Deviance Restore Justice Following Abusive Supervision?
Consistent with a justice perspective, a mediated moderation model is proposed wherein interpersonal justice mediates the moderating effect of deviance on the relation between abusive supervision and job attitudes. With a multiwave study design, support for the model was found such that abusive supervision was less detrimental to deviant subordinates.
Rachel J. Morrison, University of Waterloo
Huiwen Lian, University of Waterloo
Douglas J. Brown, University of Waterloo
Lance Ferris, The Pennsylvania State University
Submitter: Rachel Morrison, rjmorrison9@gmail.com
 
72-21 Guilty and Helpful: Emotion-Based Reparatory Model of Voluntary Work Behavior
This study proposed a dynamic reparatory model of voluntary work behavior whereby awareness of one’s high counterproductive work behavior (CWB) induces guilt that, in turn, results in organizational citizenship behavior. A field experiment involving randomized feedback about CWB supported this model. Moreover, Agreeableness moderated employees’ reactions to feeling guilty.
Nikos Dimotakis, Michigan State University
Remus Ilies, National University of Singapore
Chunyan Peng, Michigan State University
Submitter: Chunyan Peng, peng@bus.msu.edu
 
72-22 Interpersonal Aggression at Work: Beware the Socially Unskilled
Social skill constrains the expression of interpersonal aggression at work (IAW), and therefore that it moderates the relationships of organizational support and organizational politics with IAW. Data from two samples revealed the contextual predictors more strongly predicted IAW among workers low than high in social skill.
Lisa M. Penney, University of Houston
Emily David Gonzalez, Zayed University
L. A. Witt, University of Houston
Submitter: Lisa Penney, lpenney@uh.edu
 
72-23 Adolescents’ Workplace Harassment: Moderating Effects of Autonomy and Development Opportunities
This study focused on adolescents’ experiences with workplace sexual harassment. Rather than a simple relationship between adolescents’ harassment and job-related correlates, characteristics of the job may act as moderators. Harassed female and male adolescents reported worse job-related attitudes and lowered engagement for jobs low in skill development opportunities.
Kimberly T. Schneider, Illinois State University
Patricia A Jarvis, Illinois State University
Lindsay B. Pater, Illinois State University
Nicholas Strong, Allstate Insurance
Kandace L. Waddy, Illinois State University
Mackenzi M. Harmon, Illinois State University
Submitter: Kimberly Schneider, ktschne@ilstu.edu
 
72-24 You’re Just Envious: Interaction of Narcissism on Abusive Supervision–Envy
By tapping into their fragile self-concepts, supervisor abuse triggers strong envious responses from narcissistic employees. Workplace envy was found to mediate the relationship between abusive supervision and outcomes, with abuse having a greater affect on narcissistic employees. Envy was negatively related to attitudes and performance, but positively related to turnover.
Brooke A Shaughnessy, State University at Buffalo
Darren C. Treadway, State University of New York at Buffalo
Jeffrey R. Bentley, State University of New York at Buffalo
Jacob W. Breland, University of Mississippi
Submitter: Brooke Shaughnessy, bas29@buffalo.edu
 
72-25 Creating Conflict: Antecedents and Consequences of an Uncivil Workplace Climate
This study addresses antecedents and consequences of uncivil workplace climates. First, the study investigates 5 possible organizational antecedents (governance, autonomy, interaction style, competition, and e-mail reliance) of uncivil climates. Secondly, the study addresses how uncivil climates lead to personal experiences of incivility and, in turn, negative outcomes for targets.
Amber L. Smittick, Texas A&M University
Kathi N. Miner, Texas A&M University
Michael L. Seigel, University of Florida
Submitter: Amber Smittick, als04d@tamu.edu
 
72-26 Work Locus of Control’s Role in Predicting Counterproductive Work Behavior
This study was conducted to examine work locus of control as a moderator of counterproductive work behavior. Both main and interactive effects were tested in order to determine whether work locus of control influences employees’ tendency to engage in counterproductive behavior in response to work stressors.
Justin M. Sprung, Bowling Green State University
Steve M. Jex, Bowling Green State University
Submitter: Justin Sprung, justinsprung@hotmail.com
 
72-27 Counterproductive Behaviors: Heritabilities and Relations of Counterproductivity Across Life Domains
A twin design is employed to demonstrate that counterproductive behaviors across developmental periods and several life domains, including school, nonwork, substance use, and work, are related. Biometric analyses show that most of the variance in counterproductivity scales/domains examined, including counterproductivity at work, is attributable to genetic and unique environmental factors.
Kevin C. Stanek, University of Minnesota
Deniz S. Ones, University of Minnesota
Matt McGue, University of Minnesota-Twin Cities
Submitter: Kevin Stanek, stane040@umn.edu
 
72-28 Thumbing Your Nose at the Boss: The Downside of Cohesion
This study hypothesized that abusive supervision and team cohesion have interactive effects on 2 forms of counterproductive work behavior (CWB)–production deviance and noncompliance with safety guidelines. Data collected from 244 construction crew members revealed that the highest levels of CWB were expressed by workers reporting abusive supervision and cohesive teams.
Eleanor M. Waite, University of Houston
L. A. Witt, University of Houston
Submitter: Eleanor Waite, lenniewaite@gmail.com
 
72-29 Workplace Violence Prevention in the Healthcare Sector: A Holistic Intervention
This study was conducted to develop a holistic intervention program for Type II workplace violence—from patients and/or visitors—prevention in the health care sector. Through incorporating aggression management and burnout reduction, the efficacy of the intervention was measured before, right after, and 8 to 10 weeks after the intervention.
Xiao-Lu Wang, The University of Hong Kong
Julie Ma, The Hospital Authority
Siu-Man Ng, The University of Hong Kong
Venus Wong, The University of Hong Kong
Eric Leung, The University of Hong Kong
Xiao-Yu Zhu, The University of Hong Kong
Cecilia Chan, The University of Hong Kong
Submitter: Xiao-Lu Wang, wangxl@hku.hk
 
72-30 Honesty–Humility and Perceptions of Organizational Politics in Predicting Workplace Outcomes
This study sought to investigate whether a personality dimension named honesty-humility alters the workplace outcomes associated with employee perceptions of organizational politics. Results from 268 full-time employees indicate that the adverse effect of POP is exacerbated for those employees who are lower on honesty-humility.
Jocelyn D. Wiltshire, University of Calgary
Kibeom Lee, University of Calgary
Joshua S. Bourdage, University of Calgary
Submitter: Jocelyn Wiltshire, jocelyn.wiltshire@gmail.com
 
73. Panel Discussion: 3:30 PM–4:50 PM Edward AB
 
The Judgment and Decision-Making Perspective on Core I-O Psychology Topics
This panel addresses the potential for cross-fertilization between the field of judgment and decision making (JDM) and 4 core areas of I-O psychology: selection, compensation, goal-setting, and team communication. Discussed will be the likely benefits of a JDM approach to research and practice in these 4 I-O areas, and vice versa.
Reeshad S. Dalal, George Mason University, Co-Chair
Scott Highhouse, Bowling Green State University, Co-Chair
Lisa Ordoñez, University of Arizona, Panelist
Jerel E. Slaughter, University of Arizona, Panelist
Kristine Kuhn, Washington State University, Panelist
Silvia Bonaccio, University of Ottawa, Panelist
Submitter: Reeshad Dalal, rdalal@gmu.edu
 
74. Panel Discussion: 3:30 PM–4:50 PM Edward CD
 
Gender and the Dysfunctional Workplace
As a preview to their upcoming book, panelists offer integrative, cross-disciplinary perspectives on the many roles that gender plays in the dysfunctional workplace. Specific topics include gender and (a) incivility or workplace bullying, (b) sexual orientation discrimination, and (c) occupational mental health in an international setting.
Suzy Fox, Loyola University-Chicago, Chair
Lilia M. Cortina, University of Michigan, Panelist
Shaun Pichler, California State University, Fullerton, Panelist
Terri R. Lituchy, Concordia University, Panelist
Submitter: Suzy Fox, sfox1@luc.edu
 
75. Symposium/Forum: 3:30 PM–4:50 PM Elizabeth F
 
Employee Engagement: Defining New Frontiers
Over the past decade, engagement has been a well-respected component of organizational strategy. Practitioners from 4 companies will describe their evolution to go beyond engagement and how they are beginning to evolve this concept for their organization.
Jacki Bassani, Towers Watson, Chair
Patrick Kulesa, Towers Watson, Beyond Traditional Engagement: Energizing and Enabling Employee Efforts
Jolene L. Skinner, Dell, Inc., Madhura Chakrabarti, Dell Inc, Net Promoter Score and Its Relationship to Engagement
Courtney Ledford, Intuit, Beyond Engagement: Measuring Employee Perceptions of Business Performance at Intuit
Elizabeth A. McCune, Microsoft Corporation, Leveraging Exit Survey Data to Understand Engagement
Benjamin Schneider, Valtera, Discussant
Submitter: Jacki Bassani, jackibassani@hotmail.com
 
76. Roundtable Discussion/Conversation Hour: 3:30 PM–4:50 PM Elizabeth G
 
Competing to Win: Translating Consulting Services Into Compelling Value Propositions
Winning in today’s highly competitive consulting services marketplace requires communicating a strong value proposition aligned with prospective clients’ business needs. This roundtable will examine the key elements of “best in class” value propositions and how to translate common I-O services/products into compelling tangible client benefits and results.
Jay M. Finkelman, Alliant International University CSPP, Host
Ira M. Levin, Levin Consulting Group/AIU, Host
Submitter: Jay Finkelman, jfinkelman@alliant.edu
 
77. Special Events: 3:30 PM–4:50 PM  Elizabeth H
 
Theme Track: Narrowing the Science–Practice Gap for Workplace Discrimination
This interactive panel session and town hall discussion will promote dialogue between scholars and practitioners about the needs and desires of each side for knowledge generation about discrimination. Notable scholars and practitioners will describe successful partnerships and strategies for practical scholarship and evidence-based practice.
David A. Kravitz, George Mason University, Moderator
Derek R. Avery, Temple University, Co-Chair
Kizzy M. Parks, K. Parks Consulting Inc., Co-Chair
Ondra L. Berry, Guardian Quest, Panelist
Michelle (Mikki) Hebl, Rice University, Panelist
Patrick F. McKay, Rutgers University, Panelist
Nancy T. Tippins, Valtera Corporation, Panelist
Renee Yuengling, Yuengling & Assoc., Panelist
Submitter: Eden King, eking6@gmu.edu
 
78. Panel Discussion: 3:30 PM–4:50 PM Emma AB
 
Job Analysis in a Legal Environment
Job analyses are commonly used in the legal system as evidence in a variety of contexts including different types of discrimination and wage and hour litigation. A panel of experts with different areas of specialization will discuss the unique issues associated with conducting job analyses in a high-stakes legal environment.
Chester M. Hanvey, Lamorinda Consulting, LLC., Chair
Cristina G. Banks, Lamorinda Consulting LLC, Panelist
Arthur Gutman, Florida Institute of Technology, Panelist
Mark A. Wilson, North Carolina State University, Panelist
Rick Bergstrom, Jones Day, Panelist
Gavin Appleby, Littler Mendleson, P.C., Panelist
Submitter: Chester Hanvey, chesterhanvey@yahoo.com
 
79. Community of Interest: 3:30 PM–4:50 PM Emma C
 
Future Directions in Work Motivation
Aaron M. Schmidt, University of Minnesota, Host
KD Zaldivar, Shell Oil, Host
John J. Donovan, Rider University, Coordinator
 
80. Symposium/Forum: 3:30 PM–5:20 PM Ford AB
 
e-HRM: New Ideas for the Digital Age
This symposium features a collection of presentations on topics related to electronic human resource management (e-HRM) systems and processes, including eLancing, e-learning, e-selection, strategic e-HRM, and HR metrics utilizing advanced technology. New theories and empirical findings will be presented toward the goal of advancing research in these areas.
Steven D. Charlier, University of Iowa, Co-Chair
Kenneth G. Brown, University of Iowa, Co-Chair
James H. Dulebohn, Michigan State University, Richard Johnson, University at Albany-SUNY, A Multilevel Application of Analytics to Human Resource Management
Janet Marler, University of Albany-SUNY, Sandra L. Fisher, Clarkson University, Individual Level Effects on the e-HRM and Strategy Relationship
Herman Aguinis, Indiana University, Sola O. Lawal, Indiana University, eLancing: A Review and Research Agenda
Dianna L. Stone, University of Texas at San Antonio, Eugene F. Stone-Romero, University of Texas at San Antonio, Kimberly Lukaszewski, State University of New York-New Paltz, Teresa L. Johnson, University of Texas at San Antonio, Factors Affecting the Effectiveness and Acceptance of e-Selection Systems
Steven D. Charlier, University of Iowa, Kenneth G. Brown, University of Iowa, Abigail J. Pierotti, University of Iowa, An Integrative Model of e-Learning Utilization
Jerard F. Kehoe, Selection & Assessment Consulting, Discussant
Submitter: Steven Charlier, steven-charlier@uiowa.edu
 
81. Symposium/Forum: 3:30 PM–4:50 PM Gregory AB
 
Theory-Driven, Personality-Based Leadership Development
This session includes 4 integrated presentations that collectively demonstrate how the socioanalytic theory of personality (Hogan, 1983, 2007) can inform the development of managers into better leaders. It features an overview of the theory, new research, application models, and a case study of a global project to develop airport managers.
Robert B. Kaiser, Kaiser Leadership Solutions, Chair
Robert Hogan, Hogan Assessment Systems, Leadership and Personality
Robert B. Kaiser, Kaiser Leadership Solutions, Joyce Hogan, Hogan Assessment Systems, Personality, Leader Behavior, and Overdoing It: Empirical Links
Darren V. Overfield, Kaplan DeVries Inc., From “What” to “Now What?” Personality Assessment in Leadership Development
Rene I. Kusch, Metaberatung GmbH, Peter Moser, Swissport International Ltd., Maret Kassner, Metaberatung GmbH, Developing Airport Managers With Personality and Leadership Assessments
Michael J. Benson, Johnson & Johnson, Discussant
Submitter: Robert Kaiser, robertbkaiser@gmail.com
 
82. Panel Discussion: 3:30 PM–4:50 PM Madeline AB
 
International Research on Alternative Selection Procedures
Valid selection procedures that foster workforce diversity have been a goal of I-O psychologists in the United States for over 3 decades. The purpose of this panel discussion is to explore the extent to which other countries share this goal and what if any progress has been made.
James L. Outtz, Outtz and Associates, Chair
Nadene Venter, SHL SA, Panelist
Kathleen Kappy Lundquist, APTMetrics, Inc., Panelist
Hennie J. Kriek, TTS Talent Group/University of South Africa, Panelist
Andreas Lohff, cut-e GmbH, Panelist
Submitter: James Outtz, jlouttz@aol.com
 
83. Panel Discussion: 3:30 PM–4:50 PM Madeline CD
 
Organization Design: Beyond Lines and Boxes
Too often, I-Os and clients jump to drawing line-and-box charts when organization design comes up. Most agree that more should be included, but what? To better design organizations for competitive advantage, practitioners need a broad repertoire of frameworks and interventions. How can I-O help? And is it really enough?
Michael N. Bazigos, KPMG LLP/Columbia University, Chair
Michel A. Buffet, Fisher Rock Consulting, Panelist
W. Warner Burke, Columbia University, Panelist
Laura L. Heft, Edward Jones, Panelist
Stephen Redwood, Deloitte Consulting LLP, Panelist
Padmakumar Nair, University of Texas at Dallas, Panelist
Submitter: Michael Bazigos, mnb12@columbia.edu
 
84. Panel Discussion: 3:30 PM–4:50 PM Mohsen AB
 
Internships: Little Mistakes, Big Consequences, Missed Opportunities
Internships are an invaluable resource to participating students and sponsoring organizations. This panel discussion will provide insight to intern applicants on what companies are really looking for, pitfalls to stay away from in the hiring process, and how to survive once on the job.
Elizabeth L. Shoenfelt, Western Kentucky University, Chair
Susan A. Walker, FedEx Freight, Panelist
Sarah Long, FedEx Freight, Panelist
Mark Smith, Valtera Corporation, Panelist
Virginia Bryant Whelan, Performance Associates, Panelist
Submitter: Elizabeth Shoenfelt, betsy.shoenfelt@wku.edu
 
85. Interactive Posters: 4:30 PM–5:20 PM America’s Cup AB
 
It’s All Related: Criterion Related Validity
Kelley Krokos, AIR, Facilitator
 
85-1 The Task Ambiguity Scale: Development and Preliminary Validation
This study reports on the development of a 16-item measure of task ambiguity with 4 underlying factors (work method, scheduling, goals/purpose, and evaluation). Results provided support for the proposed underlying factor structure, with the 4 subscales demonstrating good reliability. In addition, preliminary evidence of construct-related validity was obtained.
Christopher J. Waples, Kansas State University
Satoris S. Culbertson, Kansas State University
Patrick A. Knight, Kansas State University
Submitter: Christopher Waples, cwaples@ksu.edu
 
85-2 Predicting Entry-Level Performance Using Facet-Level, Personality-Based Employability Scales
This study examined the predictive validity of a facet-level, personality-based employability measure in relation to entry-level job performance. Across 4 studies, various personality-based employability scales were predictive of supervisors’ ratings of overall performance. Organizations could benefit from using facet-level, personality-based employability measures to screen in applicants for entry-level jobs.
Ashley E. J. Palmer, Hogan Assessment Systems
Lauren N. Robertson, University of Tulsa
Courtney A. Nelson, University of Tulsa
Dara R. Pickering, University of Tulsa
Submitter: Ashley Palmer, apalmer@hoganassessments.com
 
85-3 Comparing Internal and Research Performance Ratings Influence on Criterion Validity
This study was conducted to help continue clarifying the relationship between performance ratings collected for research purposes and those collected for internal organizational purposes. The use of organizational ratings as a reliability check and the effectiveness for cleaning research performance ratings for validation studies is investigated.
Kristina R. Barr, First Advantage
Matthew J. Such, First Advantage
Heather D. Rooney, First Advantage
Submitter: Kristina Barr, kristina.barr@fadv.com
 
85-4 Criterion-Related Validity of Three Personality Questionnaires
Big Five Conscientiousness, the Myers-Briggs Type Indicator Judging dimension, and scores from the Hartman Value Profile showed incremental validity over cognitive ability predicting academic performance. MBTI and HVP scores were incrementally valid over Big 5 Conscientiousness. Results were similar when factor scores from method factor models were analyzed.
Michael Biderman, University of Tennessee-Chattanooga
Raven L. Worthy, PDRI
Nhung T. Nguyen, Towson University
Billy Mullins, Vikus Corporation
Jason Luna, University of Tennessee-Chattanooga
Trey Mullins, Vikus Corporation
Submitter: Michael Biderman, Michael-Biderman@utc.edu
 
86. Symposium/Forum: 4:30 PM–5:50 PM Betsy BC
 
Recent Developments in Personality Measurement Invariance: Time, Culture, and Forms
This session presents recent research on measurement invariance of personality assessments. Studies consider the comparability of scores across time, issues involved with shortened forms, substantive explanations for noninvariance across cultures, and the efficacy of different approaches to detecting noninvariance. Future directions for research in this area are discussed.
Nathan T. Carter, University of Central Florida, Chair
Alan D. Mead, IIT, Co-Chair
Christopher D. Nye, Bowling Green State University, Mathias Allemand, University of Zurich, Brent W. Roberts, University of Illinois at Urbana-Champaign, Personality Differences Across Age Groups: Artifact or Substantive Difference?
Nathan T. Carter, University of Central Florida, Richard L. Griffith, Florida Institute of Technology, Jennifer Feitosa, University of Central Florida, Rana Moukarzel, Florida Institute of Technology, Mei-Chuan Kung, Select International, Inc., Amie D. Lawrence, Select International, Inc., Matthew S. O’Connell, Select International, Inc., Explaining and Predicting Noninvariance Across Cultures Using Cultural Uncertainty Avoidance
Samuel T. McAbee, Rice University, Jisoo Ock, Rice University, Frederick L. Oswald, Rice University, Implications of Measurement Invariance for the Development of Short-Form Measures
Jacob Seybert, University of South Florida, Stephen Stark, University of South Florida, Oleksandr Chernyshenko, Nanyang Technological University, DIF Detection Using Ideal Point Models: Comparison of Popular Methods
Jialin Huang, IIT, Alan D. Mead, IIT, Comparison of Multiple-Group Methods for Detecting Violations of Measurement Invariance
Michael J. Zickar, Bowling Green State University, Discussant
Submitter: Nathan Carter, nathan.carter@ucf.edu
 
87. Posters: 4:30 PM–5:20 PM Douglas Pavilion BCD
 
Affect Personality and Emotions
 
87-1 Age and Emotional Labor Strategies: Mediating Role of Emotional Intelligence
The purpose of this study was to investigate whether age was related to emotional labor strategies and whether emotional intelligence partially explained this relationship. A structural equation model supported this model. Implications of these findings are discussed.
Michael T. Sliter, Bowling Green State University
Scott A. Withrow, Bowling Green State University
Yiwei Chen, Bowling Green State University
Ashlie R. Britton, Bowling Green State University
Submitter: Ashlie Britton, arbritt@bgsu.edu
 
87-2 Expressive Suppression: Social Outcomes and the Mediating Role of Emotions
This study investigated the social outcomes of expressive suppression in a negotiation situation, proposing discrete emotions as mediators in these relationships. Results partially support this model, suggesting that expressive suppression influences the negotiation partner’s perceptions of the suppressor’s felt emotions and ultimately the partner’s satisfaction with the negotiation.
Gregory Frazier, Auburn University
Daniel R. Krenn, Auburn University
Brittany Collier, Auburn University
Olivia Childers, Auburn University
Philip Montgomery, Auburn University
Malissa A. Clark, Auburn University
Submitter: Malissa Clark, clarkm@auburn.edu
 
87-3 Emotional Dissonance and Well-Being: The Role of Personal Agency
This study looks at personal agency (the level of abstraction at which behavior is construed) as a moderator of the emotional dissonance–well-being relationship. Using a survey of Singaporean workers across occupations, personal agency moderated several relationships in the expected direction. Implications for theory development as well as practice are discussed.
Michael A. Daniels, Bowling Green State University
Gary J. Greguras, Singapore Management University
Submitter: Michael Daniels, mdaniels@smu.edu.sg
 
87-4 Emotional Labor Strategies and Customer Tips: A Diary Study
A diary study was conducted to assess the link between employees’ daily engagement in deep and surface acting and customer tips. Multilevel analyses revealed that deep but not surface acting was positively associated with customer tips. Findings thus suggest that emotional labor is indeed related to actual customer behavior.
Ute R. Hulsheger, Maastricht University
Jonas W. B. Lang, Maastricht University
Anna F. Schewe, Bielefeld University
Suzanne Meeuwenoord, Maastricht University
Fred Zijlstra, Maastricht University
Submitter: Ute Hulsheger, ute.hulsheger@maastrichtuniversity.nl
 
87-5 Organizational Identification’s Mitigation of the Psychological Contract Breach–Violation Relationship
The moderating effect of organizational identification on the psychological contract breach–psychological contract violation relationship was investigated. Results show that organizational identification mitigates the breach–violation relationship. However, contrary to our hypothesis, both individuals low and high in organizational identification experienced increases in violation as a result of breach.
Kristina C. Karns, Ohio University
Jason Stoner, Ohio University
Rebecca Thacker, Ohio University
Submitter: Kristina Karns, kristina.karns@gmail.com
 
87-6 Forgotten Emotions at Work: Investigating Interpersonal Conflict and Emotional Labor
This survey study of 459 employees identified relationships between emotional labor and task, relationship, and nontask organizational conflict. Deep and surface acting moderated the relationships between conflict and job satisfaction, performance, and depression. Future research directions and the importance of understanding how emotional labor relates to conflict–strain relationships are discussed.
Ashley E. Nixon, Willamette University
Valentina Bruk Lee, Florida International University
Paul E. Spector, University of South Florida
Submitter: Ashley Nixon, ashley.e.nixon@gmail.com
 
87-7 Exploring Emotional Labor, Work–Family Interference, and Burnout in Nursing
We explored the relationships between emotional labor, work‒family interference (WFI), and burnout in a sample of nurses. Findings suggest genuinely expressed negative emotions predict WFI and exhaustion, whereas cynicism results from both genuinely expressed and faked positive and negative emotions. Results highlight differential relationship between emotion work and stress outcomes.
Kathryn M. Packell, University of Tulsa
Anupama Narayan, University of Tulsa
Elicia A. Hrabal, University of Tulsa
Submitter: Kathryn Packell, kathryn-packell@utulsa.edu
 
87-8 Communication in Virtual Teams: The Role of Emotional Intelligence
Our purpose was to examine emotional intelligence (EI) as a driver of virtual team effectiveness. In addition, we investigated the extent that group communication mediated the relationship between EI and team effectiveness. Participants were 228 undergraduate students, who comprised 57 4-person virtual teams. Multilevel modeling was used to test hypotheses.
Virginia Pitts, Shippensburg University
Natalie A. Wright, North Carolina State University
Lindsey Harkabus, Colorado State University
Submitter: Virginia Pitts, vepitts@ship.edu
 
87-9 How Guilt and Managerial Status Influence Organizational Communication Following Failure
Much research assumes that communication decisions after a company failure are shaped by purely rational or strategic factors. This study examined the influence of guilt as a moral emotion and the moderating effect of managerial status on apologies and defensive behavior following organizational failure.
Rommel O. Salvador, University of Massachusetts, Amherst
Robert G. Folger, University of Central Florida
Manuela Priesemuth, University of Central Florida
Submitter: Manuela Priesemuth, mpriesemuth@bus.ucf.edu
 
87-10 Improving Case-Based Learning and Transfer Through Emotionally Rich Cases
Case-based learning methods are regularly applied in ethics education; however, little is known about the attributes of the cases that make them effective. Emotions are inherent in ethical dilemmas and case-based knowledge. The purpose of this study was to investigate the influence of emotional case content on learning and transfer.
Chase E. Thiel, University of Oklahoma
Lauren N. Harkrider, University of Oklahoma
Shane Connelly, University of Oklahoma
Lynn D. Devenport, University of Oklahoma
Juandre Peacock, University of Oklahoma
Submitter: Chase Thiel, cthiel@ou.edu
 
87-11 Discrete Emotions as Mediators Between Distributive Justice and Theft
This study uses the appraisal model to examine the mediating role of discrete emotions in predicting why people steal. The results indicate that individuals who are paid fairly experience less envy, anger, disappointment, and engage in less theft. Envy partially mediates the relationship between distributive justice and theft.
Christa L. Wilkin, California State University, Northridge
Catherine E. Connelly, McMaster University
Submitter: Christa Wilkin, christa.wilkin@csun.edu

87-12 Political Skill: An Antidote for Frustration at Work
Organizational politics are reported to have negative effects on work attitudes and performance. Political skill was examined as a neutralizer of these effects. Using moderated structural equation modeling, political skill reduced the negative effects of organizational politics on frustration and satisfaction, and their subsequent impact on turnover intentions.
Christina M. Banister, University of Missouri-St. Louis
John P. Meriac, University of Missouri-St. Louis
Submitter: Christina Banister, christina.banister@gmail.com
 
87-13 Personality Predicts Acceptance of Electronic Performance Monitoring at Work
Dispositional and situational factors that contribute to the acceptance of workplace electronic surveillance are investigated. Trait reactance and Extraversion positively relate to fairness and legitimacy perceptions, and Conscientiousness negatively relates to fairness perceptions, even after controlling for the monitoring system’s characteristics, invasiveness, and control.
Allison Brown, George Washington University
Jessica Badger, George Washington University
Tara S. Behrend, George Washington University
Jaclyn M. Jensen, George Washington University
Submitter: Allison Brown, arbrown86@gmail.com
 
87-14 A Mediated Moderation Model of Incivility, Contract Breach, and Behaviors
Linkages among incivility, psychological contract breach, psychological safety, and employees’ voice and silence behaviors were tested. Incivility and contract breach had relationships with behaviors via psychological safety. Proactive personality moderated the relationships. Indirect effects of incivility on voice, and of breach on voice and silence, were stronger for proactive employees.
Changguo Mao, Renmin University of China
Chu-Hsiang Chang, Michigan State University
Russell E. Johnson, Michigan State University
Jianmin Sun, Renmin University of China
Submitter: Chu-Hsiang Chang, cchang@msu.edu
 
87-15 Is the Structure of Personality Described by the Circumplex Model?
Past research on the 5 factor model (FFM) of personality proposes a circumplex structure for the traits. This study uses advances in structural covariance modeling to rigorously test this proposition. Results show that the FFM fits the circumplex model across multiple indices. These findings have implications in clarifying personality’s structure.
David S. DeGeest, University of Iowa
Frank L. Schmidt, University of Iowa
Submitter: David DeGeest, david-degeest@uiowa.edu
 
87-16 A MIMIC Model of Acculturation and the IPIP FFM Measure
This study tested the role of acculturation in the functioning of items on the 50-item international personality item pool 5-factor model. Results of a MIMIC model indicated a number of significant, but relatively weak, relationships for acculturation.
Mark G. Ehrhart, San Diego State University
Karen Holcombe Ehrhart, San Diego State University
Abdifatah A. Ali, San Diego State University
Scott Roesch, San Diego State University
Lindsay E. Palmer, San Diego State University
Submitter: Mark Ehrhart, mehrhart@sunstroke.sdsu.edu
 
87-17 Personality-Based Job Fit as a Determinant of Work Stress
This research aims to provide a comprehensive view of person–job fit. A narrow view is considered that examines employee’s fit with specific job tasks. Results indicate that employees will view job tasks as more stressful when they do not have elevations in relevant personality traits.
Christopher T. Frost, Central Michigan University
Neil D. Christiansen, Central Michigan University
Submitter: Christopher Frost, frost1ct@cmich.edu
 
87-18 Evidence for the Workplace Interpersonal Relatedness Trait in U.S. Employees
This study examined evidence for the workplace interpersonal relatedness construct among United States employees. Results indicated that this construct emerged and was not subsumed within the Big 5, suggesting that this purported indigenous Chinese personality trait also has relevance to working adults in is a Western culture.
Chia-Lin Ho, North Carolina State University
Pierce J. Howard, Center for Applied Cognitive Studies
Jennifer L. Welbourne, University of Texas-Pan American
Submitter: Chia-Lin Ho, chialinroseho@gmail.com
 
87-19 Job Complexity, Interpersonal Skills, and Outcomes
This research was guided a single question: Does job complexity moderate the relationship between interpersonal skills and outcomes? A series of meta-analytic investigations provided support for the moderating impact of job complexity. The paper concludes with a handful of research recommendations and study limitations.
Cameron Klein, Kenexa
Submitter: Cameron Klein, cameronklein@hotmail.com
 
87-20 The Big Five and Teamwork: Predicting Executive Development Team Effectiveness
This study investigated how the team-level Big 5 personality traits could predict team effectiveness (performance, self-perceived learning, and member satisfaction) in executive development teams. Results indicated that team-level Agreeableness and Emotional Stability were significantly related to team effectiveness. Curvilinear relationships between the personality traits and team effectiveness are also discussed.
Dejun Kong, Washington University in St. Louis
Lee J. Konczak, Washington University in St. Louis
William P. Bottom, Washington University in St. Louis
Submitter: Dejun Kong, kongd@wustl.edu
 
87-21 Measurement Invariance and the Personality Differentiation by Intelligence Hypothesis
Stability in the factor structure of personality is crucial to its construct and predictive validity. Following the best practices of measurement invariance techniques, results suggest that invariance of the structure of a commonly used personality inventory does not hold across intelligence levels.
Matthew J. W. McLarnon, University of Western Ontario
Julie J. Carswell, Sigma Assessment Systems
Submitter: Matthew McLarnon, mmclarno@uwo.ca
 
87-22 Predictive Validity of Big Five Circumplex Diagonals
The current study examined the incremental validity of the positive diagonal elements of the Abridged Big 5 Circumplex. Results suggest that many of these diagonals offer correlations that meet or exceed those of principal traits in regard to performance, job attitudes, and withdrawal behavior outcomes.
Megan B. Morris, Wright State University
Gary N. Burns, Wright State University
Corinne P. Wright, Wright State University
Submitter: Megan Morris, morris.156@wright.edu
 
87-23 An Exploration of the Dishonest Side of Self-Monitoring
Recent findings indicate that self-monitoring has a dark side. This study investigated the relationship between self-monitoring, unethical business decision making, and leadership emergence. Moral disengagement is proposed as a mediating mechanism. Finally, the extent to which Extraversion and honesty-humility accounted for the relationship between self-monitoring and the outcomes was examined.
Tunde Ogunfowora, University of Regina
Joshua S. Bourdage, University of Calgary
Brenda Nguyen, University of Calgary
Submitter: Tunde Ogunfowora,
babatunde.ogunfowora@uregina.ca
 
87-24 You and I Are Not Alike: Culture and Perceived Similarity
The extent to which culture moderates the relationship between individuals’ perceptions of their own traits and their perceptions of others’ traits was examined with data from 395,823 individuals from 20 countries. Results indicate both gender and culture have an influence on views of similarity between oneself and others.
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, c.ottholland@gmail.com
 
87-25 Narcissism, Aggression, and Achievement Motivation: How Do They Measure Up?
This study explores the relationship between the Narcissistic Personality Inventory (NPI) and the Conditional Reasoning Test for Aggression (CRT-A) and Conditional Reasoning Test-Relative Motive Strength (CRT-RMS) to aid in understanding the relationships between the underlying constructs. Relevant correlations between the NPI and the Conditional Reasoning measures were found.
Katherine A. Schnure, Georgia Institute of Technology
Justin A. DeSimone, Georgia Institute of Technology
Submitter: Katherine Schnure, kschnure@alum.bucknell.edu
 
87-26 Placing Personality in Context: Linking Work and Within-Individual Personality Variation
A 10-day experience sampling study was conducted to examine whether experiences at work (i.e., organizational citizenship, interpersonal conflict, and motivation) can predict deviations from central tendencies in trait-relevant behavior, affect, and cognition for each of the Big 5 traits. In addition, the study examined whether there are individual differences in these relationships.
Timothy A. Judge, University of Notre Dame
Lauren Simon, Portland State University
Charlice Hurst, Richard Ivey School of Business
Submitter: Lauren Simon, lausimon@pdx.edu
 
87-27 Does the Dark Side Look Different Depending on Organizational Level?
Dark side personality is an underlying factor in predicting behavioral differences related to leader derailment. However, limited work has focused on dark side personality differences depending on organizational level. This study found partial support for dark side personality distribution differences (mean and variance) based on organizational level.
Michael Tuller, PepsiCo
Janet L. Barnes-Farrell, University of Connecticut
Submitter: Michael Tuller, michael.tuller1@pepsico.com
 
87-28 Self-Monitoring Personality and Job Performance, Success, and Leadership: A Meta-Analysis
An updated meta-analysis of self-monitoring personality tested its relationship to job performance, job success, and leadership. Results indicated positive relationships to all 3 correlates, although some differences were found across selected moderators (e.g., research setting). Implications for future research are discussed.
Michael P. Wilmot, University of Minnesota
John E. Barbuto, Jr., California State University–Fullerton
Submitter: Michael Wilmot, wilmo040@umn.edu
 
87-29 Gender Bias in Self-Monitoring Personality Scales: Measurement Matters
An updated meta-analysis of self-monitoring personality tested its relationship to gender, age, race, and education. Results indicated that bias was associated with different operationalizations of the construct: Snyder (1974) and Gangestad and Snyder (1985) versus Lennox and Wolfe (1984).
Michael P. Wilmot, University of Minnesota
John E. Barbuto, Jr., California State University–Fullerton
Submitter: Michael Wilmot, wilmo040@umn.edu
 
87-30 Personality, Culture, and Individual Satisfaction With Simulated Teams
The Big 5 personality traits (i.e., Conscientiousness, Openness, Agreeableness, Extraversion, and Neuroticism); the cultural dimensions of individualism, masculinity, and power distance; and individual satisfaction with the team were examined among 194 working adults. Personality and the interaction of personality and culture predict individual satisfaction with the team.
Corinne P. Wright, Wright State University
Gary N. Burns, Wright State University
Submitter: Corinne Wright, lyttle.3@wright.edu
 
87-31 Curvilinear Effect of CEO Narcissism on Firm Performance
An inverted U-shaped relationship between CEO narcissism and firm performance is tested. Findings based on a sample of 155 CEOs suggest that when CEOs are high (low) in core self-evaluations or in organizational identification, their narcissism is curvilinearly and positively (negatively) related to firm performance.
Zhen Zhang, Arizona State University
Suzanne J. Peterson, Arizona State University
Christopher S. Reina, Arizona State University
Submitter: Zhen Zhang, zhen.zhang@asu.edu
 
88. Panel Discussion: 5:00 PM–5:50 PM America’s Cup CD
 
The Current Role of Ethics in Industrial-Organizational Psychology
The panel will discuss the meaning of ethics in today’s multinational organizations. Does the concept of ethics have to be changed to accommodate modern problems? The panel will respond to 3 business dilemmas that are not clear cut but the solutions of which have important cultural and business implications.
Jeffrey M. Saltzman, OrgVitality, Chair
Eric Brasher, Advocate Health Care, Panelist
Frank Guglielmo, Park Consulting, Panelist
Joel M. Lefkowitz, Baruch College, CUNY, Panelist
Submitter: Walter Reichman, walterreichman@gmail.com
 
89. Debate: 5:00 PM–5:50 PM Delmar AB
 
Internal Versus External Executive Coaching: A Fork in the Road?
Many companies employ external coaches for reasons of overhead, confidentiality, and expertise. Others prefer to employ internal coaches for scale, context, and confidentiality. Experienced practitioners will debate which is better and explore the strengths and limitations of each approach. They will stimulate open dialogue with the audience.
David B. Peterson, Google, Moderator
Pradeep Chakravarthy, Infosys Leadership Institute, Presenter
Rebecca A. Turner, CSPP/Alliant, Presenter
Christopher Tobin, SAY:Media, Presenter
Robert J. Lee, iCoachNewYork, Presenter
Submitter: Rebecca Turner, rturner@alliant.edu
 
90. Symposium/Forum: 5:00 PM–5:50 PM Edward AB
 
Predictors of Turnover Intentions in Healthcare Settings
Employee turnover is undesirable in any organization. It is especially so in healthcare settings where it not only affects the bottom line but can potentially endanger patients. Keeping turnovers low depends on knowing why employees choose to leave. This symposium explores several approaches to identifying predictors of turnover intentions.
Katerine Osatuke, VHA National Center for Organization Development/Miami University, Chair
Nancy Yanchus, University of Georgia, Thomas Brassell, VHA National Center for Organization Development, Katerine Osatuke, VHA National Center for Organization Development/Miami University, Predictors of Turnover Intentions in VA Mental Health Workers
Allison N. Tenbrink, Ohio University, Justin M. Weinhardt, Ohio University, Rodger W. Griffeth, Ohio University, The Influence of Burnout and Shocks on Turnover Intentions
Catherine T. Kwantes, University of Windsor, Simone Arbour, University of Windsor, Work-Related Injury: Impact on Nurses’ Turnover and Turnover Intentions
Stacie Furst-Holloway, University of Cincinnati, Andrew B. Brown, University of Cincinnati, Adam C. Carle, University of Cincinnati, Cynthia Cominsky, University of Cincinnati, Sue R. Dyrenforth, VHA National Center for Organization Development, Kelley A. Carameli, VHA National Center for Organization Development, Steven R. Howe, University of Cincinnati, Scott C. Moore, University of Cincinnati, The Costs and Timing of Senior-Level Turnover
Submitter: Katerine Osatuke, Katerine.Osatuke@va.gov
 
91. Special Events: 5:00 PM–5:50 PM Edward CD
 
Errors in Organizations—Panel on SIOP Organizational Frontiers Series Book
Introduces the 2011 SIOP book on Errors in Organizations, hailed as a new approach in error research, shifting from a purely error prevention point of view to one of error management. These issues will be discussed with relation to safety/adverse events, collective failure, team training, innovation, and cross-culture.
Michael Frese, NUS Business School, Chair
David A. Hofmann, University of North Carolina at Chapel Hill, Chair
Wendy Bedwell, University of Central Florida, Presenter
Bradford S. Bell, Cornell University, Presenter
Paul S. Goodman, Carnegie Mellon University, Presenter
Michelle Hammond, University of Limerick, Presenter
Elizabeth D. Salmon, University of Maryland, College Park, Presenter
Sallie J. Weaver, Johns Hopkins School of Medicine, Presenter
Submitter: Michael Frese, michfrese@gmail.com
 
92. Special Events: 5:00 PM–5:50 PM Elizabeth H
 
Theme Track: Scholarly Reflections on the Past, Present, and Future of Discrimination
Leading scholars will discuss advances in understanding of workplace discrimination, how emergent trends are shaping discourse surrounding workplace discrimination, and key steps for research. This session, which includes audience participation, will generate a research agenda that improves understanding of workplace discrimination and tools for its eradication.
Lisa M. Leslie, University of Minnesota, Co-Chair
Eden B. King, George Mason University, Co-Chair
Arthur P. Brief, University of Utah, Panelist
Madeline E. Heilman, New York University, Panelist
Ann Marie Ryan, Michigan State University, Panelist
Paul R. Sackett, University of Minnesota, Panelist
Kecia M. Thomas, University of Georgia, Panelist
Submitter: Eden King, eking6@gmu.edu
 
93. Panel Discussion: 5:00 PM–5:50 PM Emma AB
 
Women With Unique Perspectives: Power, Progress, and Priorities
Experts and thought leaders will provide insight for successfully navigating the unwritten rules of the workplace and also discuss the field of I-O psychology.The all-female panel will explore topics such as career development and advancement, establishing credibility/honing skill sets, networking, negotiating compensation, and overcoming bias/stereotypes, among other themes.
Kizzy M. Parks, K. Parks Consulting Inc., Chair
Adrienne J. Colella, Tulane University, Panelist
Felicia O Mokuolu, Defense Equal Opportunity Institute (DEOMI), Panelist
Lisa H. Nishii, Cornell University, Panelist
Patrice Reid, Defense Language Office/DEOMI, Panelist
Submitter: Kizzy Parks, kparks@kparksconsulting.com
 
94. Panel Discussion: 5:00 PM–5:50 PM Gregory AB
 
Keeping Former Employees Aligned and Engaged: Challenges in Outsourced Organizations
Organizations are increasingly outsourcing multiple functions. Others have converted to franchise structures. When you no longer “own” the workforce, how do you protect the brand, maintain quality, or engage workers? Can you still get discretionary effort under such conditions? This panel will discuss the challenges of such alternative labor structures.
Jerry Seibert, Metrus Group, Inc., Chair
Nancy Ely, WD-40 Company, Panelist
Daniel Sonsino, Hewlett-Packard Company, Panelist
Alfred Torres, Verizon, Panelist
Submitter: Jerry Seibert, jseibert@metrus.com
 
95. Panel Discussion: 5:00 PM–5:50 PM Madeline AB
 
Practical Recommendations for Implementing Global Selection Programs
“One size does not fit all” when rolling out a global selection program. Representatives from organizations who have recently implemented employee selection on a global basis will share their experiences. This panel will discuss the practical issues one may encounter when implementing employee selection programs on a global basis.
Sandra P. Dennis, SHL, Chair
Beth Gunderson, General Mills, Panelist
George Montgomery, American Express, Panelist
Dorothy Sood, The Coca-Cola Company, Panelist
Submitter: Sandra Dennis, sandra.dennis@shlgroup.com
 
96. Special Events: 5:00 PM–5:50 PM Madeline CD
 
SIOP–SHRM Collaboration: I-O Nuggets for HR Professionals
In the past year, SIOP and SHRM have collaborated to create a series of industrial-organizational research papers that distill evidence-based science into readable, actionable formats that help HR practitioners solve everyday issues. This session showcases papers that have been written, presents ideas for future papers, and gathers input from SIOP members.
Mark J. Schmit, Society for Human Resource Management, Presenter
Alexander Alonso, Society for Human Resource Management, Presenter
Benjamin Schneider, Valtera, Presenter
Karen M. Barbera, Valtera, Presenter
Gerald E. Ledford, Ledford Consulting Network, LLC, Presenter
Herbert G. Heneman, University of Wisconsin-Madison, Presenter
Richard T. Cober, Marriott International, Presenter
Samantha A. Ritchie, Novo Nordisk Inc., Presenter
David Morgan, DCI Consulting Group, Presenter
Anuradha Ramesh, NCR, Presenter
Submitter: Richard Cober, rich.cober@marriott.com
 
97. Roundtable Discussion/Conversation Hour: 5:00 PM–5:50 PM Mohsen AB
 
Building International Linkages: Practice and Science and SIOPSA and SIOP
This conversation hour presents the opportunity to build linkages to South African I-O practice and science. Two SIOPSA presidents will describe challenges to practice and opportunities for research. Two SIOP presidents will encourage the strengthening of international collaborations.
Gary P. Latham, University of Toronto, Host
Nadene Venter, SHL SA, Host
Karel Stanz, University of Pretoria, Host
Milton Hakel, Bowling Green State University, Host
Submitter: Milton Hakel, mhakel@bgsu.edu
 
98. Posters: 6:00 PM–6:50 PM Elizabeth D
 
Top Posters
 
98-1 Talk Isn’t Cheap: Moral Messaging Tactics and Ethics-Centered Communication
Ethics-centered communication has been identified as promoting ethical behavior. However, to date, no research has explicitly defined or examined the content of ethics-centered communication. Disparate literatures are synthesized to present a taxonomy of 13 moral messaging tactics, and psychological mechanisms through which these tactics influence ethical behavior are proposed.
Johnathan Nelson, Morehead State University
Stephen J. Zaccaro, George Mason University
Submitter: Johnathan Nelson, j.nelson@moreheadstate.edu
 
98-2 Emotional and Physical Strain and Identity Cycles in Voluntary Turnover
Analysis of data from in-depth interviews using grounded theory methods reveals an iterative, cumulative model of developing readiness to voluntarily turnover based on emotional and physical responses to identity disconnects. Job-identity incongruence leads to psychophysiology-related strains, which in turn lead to an increase in readiness to turnover.
Teresa J. Rothausen, University of St. Thomas
Avinash Malshe, University of St. Thomas, Minnesota
James K. Arnold, University of St. Thomas, Minnesota
Submitter: Teresa Rothausen, tjrothausen@stthomas.edu
 
98-3 Predicting Teamwork Attitudes Using Optimal Distinctiveness Theory
Optimal distinctiveness theory predicts that people strive to balance the need to belong with the need to be unique within social groups. This primary tenet of optimal distinctiveness theory was supported in the form of 4 significant quadratic effects between team member uniqueness and 4 individual level attitudinal variables.
Jeffrey S. Conway, University of South Florida/PDRI
Jason D. Way, University of South Florida
Kristen M. Shockley, Baruch College-City University of New York
Erin Jackson Walker, Louisiana State University
Matthew Lineberry, Naval Air Warfare Center Training Systems Division
Michael E. Rossi, University of South Florida
Submitter: Jeffrey Conway, jconway@mail.usf.edu
 
98-4 Complementing Diversity Climate With Leader Inclusiveness: Effects on Altruism
This study examined how leaders can reinforce or undermine the effects of diversity climate on altruism. Leader inclusiveness was found to strengthen the relationship between diversity climate and supervisor-directed and work group-directed altruism. This effect was stronger for minorities and women for supervisor-directed altruism but not for work group-directed altruism.
Amy E. Randel, San Diego State University
Michelle A. Dean, San Diego State University
Lynn M. Shore, San Diego State University
Karen Holcombe Ehrhart, San Diego State University
Beth G. Chung, San Diego State University
Submitter: Michelle Dean, michelle.dean@sdsu.edu
 
98-5 Explaining Male and Female Leadership Potential: New York and London
This study investigated managers’ spoken causal attributions for men and women they judged equal in leadership potential. U.K. and U.S. managers attributed female performance to more stable, global, personal, and controllable causes than male performance. Findings provide evidence of attributional rationalization in performance evaluations in a field setting.
Jo Silvester, City University London
Anna Koczwara, University of London
Submitter: Joanne Silvester, Jo.Silvester.1@city.ac.uk
 
98-6 Job Characteristics: The Times, They Are A-Changin’
Cross-temporal meta-analysis was used to examine changes in perceptions of job characteristics. Results revealed that workers perceive greater levels of skill variety and autonomy. Changes remained after controlling for industry and occupational characteristics. Moderator analyses showed that women not men reported higher levels of task significance and feedback in recent years.
Lauren A. Wood, University of Georgia
Brian J. Hoffman, University of Georgia
Jean M. Twenge, San Diego State University
Submitter: Lauren Wood, wood.lauren8@gmail.com
 
98-7 Managerial Training to Increase Employee Perceptions of Support
A quasi-experiment examined the effect of supervisory support training on subordinate levels of POS. Training supervisors to be supportive of employees led to significant increases in subordinate perceptions of perceived organizational support (POS) and levels of supervisor organizational embodiment, supervisor support, and decrements in abusive supervision.
M. Gloria Gonzalez-Morales, University of Guelph
Mary C. Kernan, University of Delaware
Thomas E. Becker, University of Delaware
Robert Eisenberger, University of Houston
Submitter: Mary Kernan, mck@udel.edu
 
98-8 Need for Achievement: Predicting Performance Beyond g and Personality
Although need for achievement was believed to be an important predictor of job performance, poor concurrent validity for measures of achievement have tempered enthusiasm for the construct. In student proxies, the research demonstrates that need for achievement is important in predicting multiple performance indices, over and above cognitive ability and personality.
Heidi N. Keiser, University of Minnesota
Scott R. Ross, DePauw University
Submitter: Heidi Keiser, keise026@umn.edu
 
98-9 The Interactive Effects of Narcissism and Accountability on Advice Taking
This study examined how narcissism relates to advice taking and the moderating role of accountability. Results revealed that narcissism and advice taking are negatively related. However, although the relationship is strongly negative when process accountability is present, it is weaker when there is no accountability or outcome accountability.
Edgar E. Kausel, University of Chile
Satoris S. Culbertson, Kansas State University
Pedro Ignacio Leiva, University of Chile
Jiquan Lin, Kansas State University
Mengmeng Zhu, Kansas State University
Submitter: Edgar Kausel, ekausel@unegocios.cl
 
98-10 How Does Transformational Leadership Enhance Employees’ Job Performance
This study aimed to investigate how transformational leadership enhances followers’ job performance. The results verified the dual mediating effects of organizational trust and work engagement among the process, and the moderating effect of followers’ occupational self-efficacy on the relationship between transformational leadership and followers’ work engagement.
Mengyang Cao, University of Illinois at Urbana-Champaign
Haijiang Wang, Peking University
Changqin Lu, Peking University
Submitter: Mengyang Cao, pkucmy@gmail.com
 
98-11 The Effect of Regulatory Fit During Change Implementation
This study examines whether experience of regulatory fit between individual and situational regulatory focus improves performance and adaptation during change. One experiment among students and one survey among employees experiencing organizational change revealed that regulatory fit is particularly beneficial for prevention-focused individuals.
Paraskevas Petrou, Utrecht University
Evangelia Demerouti, Eindhoven University of Technology
Michael Häfner, Utrecht University
Submitter: Paraskevas Petrou, P.Petrou@uu.nl
 
98-12 A Comparison of Top-Down and SED Banding Selection Protocols
Despite the controversy regarding SED banding, little empirical evidence has been reported on its effect on adverse impact and test utility. Eight selection protocols were applied to promotional procedure data for firefighters. Of the 4 hypotheses tested, most were only partially supported. Implications for the banding debate are discussed.
Frank P. Igou, Louisana Tech University
Mitzi Desselles, Louisiana Tech University
Submitter: Frank Igou, figou@latech.edu
 
98-13 A Meta-Analytic Investigation of Contextualized and Noncontextualized Personality Measures
This study investigates frame-of-reference effects related to the validity of personality. The validities of general, noncontextualized personality measures and work-specific, contextualized measures are compared meta-analytically. Findings suggest that personality measures are a more valid predictor of performance when scale items or instructions are framed to reference work-specific behaviors.
Jonathan A. Shaffer, West Texas A&M University
Bennett E. Postlethwaite, Pepperdine University
Submitter: Jonathan Shaffer, jshaffer@mail.wtamu.edu
 
98-14 Candidates’ Integration of Individual Psychological Assessment Feedback
This study examines how candidates integrate feedback following an individual psychological assessment. In a 2-wave study, structural equation modeling analyses lent support for a model suggesting that feedback characteristics influence immediate cognitive feedback integration (acceptance, awareness), which in turn influences candidates’ motivation and postfeedback behaviors 3 months later.
Jean-Sebastien Boudrias, University of Montreal
Jean-luc Bernaud, Rouen University
Patrick Plunier, University of Montreal
Submitter: Jean-Sebastien Boudrias,
jean-sebastien.boudrias@umontreal.ca
 
98-15 Gender Differences in Job Interview Anxiety, Performance, and Coping Styles
Two studies found support for the gender-linked coping theory in the context of job interviews. Women experienced more interview anxiety than did men, but interview anxiety was more strongly associated with poorer job interview performance for men. Consistent with predictions, women used more effective interview coping strategies than did men.
Justin Feeney, University of Western Ontario
Richard D. Goffin, University of Western Ontario
Julie M. McCarthy, University of Toronto
Submitter: Justin Feeney, jfeeney3@uwo.ca
 
98-16 Unproctored Cognitive Ability Internet Testing: Does Cheating Pay Off?
This study investigated the effect of cheating on an Internet-based test of cognitive ability using a randomized experimental design (“honest” group, N = 253; “cheating” group, N = 178). The findings showed that cheating payed off, with the outcome depending on subtest and number of cheating strategies used.
Wim Bloemers, Open University Netherlands
Arjan Oud, ArjanOudCompany
Karen Van Dam, Open University Netherlands
Submitter: Karen Van Dam, karen.vandam@ou.nl
 
98-17 When Will Family-Friendly Benefits Work?: Role of Culture and Support
Using conservation of resources theory, this study explains why family-friendly benefits are effective. Results indicate benefits are indirectly and negatively related to work interfering with family through work–family culture (organizational family support, career consequences, organizational time demands). Some of the mediated relationships were stronger when manager or coworker support was higher.
Chris A. Henle, Colorado State University
Tristan Nelson, Colorado State University
Submitter: Chris Henle, chris.henle@business.colostate.edu