Planning to attend SIOP's Annual Conference in Dallas this year? I hope so. This booklet provides you with all the information and the forms that you need.

In years past, when you registered for the Conference, you had to complete multiple forms (for Conference registration, Workshops, etc.) and send the forms to different addresses by different deadlines. Those days are past!

We've streamlined the registration process. Now, you can register for the Conference, Workshops, Job Placement Services, Pre-Conference Tour, Golf Outing, and 5K Road Race all on one easy form (located on pages 116-117 of this book). As always, you need to register as soon as possible (right now would be good) if you want your first pick of the Workshops. And, as you'll see, you will need to complete special supplementary forms for the Golf Outing and 5k Road Race.

We're excited about the change in our registration procedures. We trust that you will find the new procedures an improvement over the multiple deadlines and forms of the past.

To pre-register for the Conference, Workshops, Job Placement Services, Pre-Conference Tour, Golf Outing, and/or the 5K Road Race, send in your completed General Conference Pre-Registration Form and payment by March 16, 1998. If you want your pick of the Workshops, however, don't wait until March. As I've noted above, the Workshops fill up very fast.

If you have not attended SIOP's Annual Conference in the past, here's some background information. Each year, approximately 2,000 I/O Psychology, Organizational Behavior, and Human Resources Management professors, practitioners, and graduate students attend the SIOP Conference. Symposia, panel discussions, debates, poster sessions, and roundtables run from 8:00 a.m. until approximately 6:00 p.m. on Friday and Saturday, and from 8:00 a.m. until 12:30 p.m. on Sunday. At any given moment during the day, one may choose from approximately 10 concurrent sessions. Although the Conference program has not been finalized as of this writing, sessions addressing traditional and "hot" topics (e.g., Selection, Leadership, Work & Family, Statistical Methods, Teams, Training) are sure to take place. Receptions will held on Thursday, Friday, and Saturday evenings from 6:00 to 8:00 p.m.

To reserve a room at the Wyndham Anatole Hotel, complete the reservation form on page 115 and send or fax it to the hotel. You can also telephone the hotel to make your reservation. The conference rate is in effect until March 21, 1998 or until SIOP's room block at the Wyndham Anatole is sold out-whichever comes first. Last year, the conference hotel sold out very early. Do make your hotel reservation as soon as possible.

This year, there's a special room rate available at the Wyndham Anatole for SIOP's Student Affiliates: $85 plus tax, per night (plus $15 for each additional person in the room per night). Fifty rooms will be available at this rate. Rooms will be assigned on a first-come, first-served basis until March 21, 1998 or until SIOP's student room block is full, whichever comes first. The SIOP Administrative Office must confirm that individuals reserving rooms at the student rate are Student Affiliates of SIOP. If you are not, you will be notified and charged the conference rate at the hotel (if it is available).

The Workshops will take place on Thursday, April 23, 1998. They are described in detail beginning on page 122. As usual, the Workshops promise to be stimulating, informative, and very popular! Use the General Conference Pre-Registration Form on pages 116-117 to pre-register as soon as possible to make sure you get your first Workshop choices.

On Thursday, April 23, Larry Peters will host a fascinating and fun tour of American Airlines. Leave from the Clock Tower Entrance of the Wyndham Anatole Hotel at 2 p.m. and return after the tour and dinner. For more information, see page 121. Use the General Conference Pre-Registration Form on pages 116-117 to pre-register for the tour and dinner.

Looking for a new position? Have a position to fill? If you are pre-registering for Job Placement Services, be sure to send in your resume or job description with your General Conference Pre-Registration Form by March 16, 1998. You will find more information about Job Placement Services beginning on page 119.

American Airlines is offering discounted airfare to the Conference. To get the discount, call American Airlines at (800) 433-1790 or have your travel agent call for you and mention SIOP's Star File: S2048UH. If you make your reservations at least 60 days before your first flight, you'll save 10% off any discounted fare, and 15% off full coach fares, from anywhere in the U.S. or Canada. If you make your reservations less than 60 days and more than 7 days before your first flight, you'll save 5% off any discounted fare, and 10% off full coach fares, from anywhere in the U.S. or Canada. SIOP earns one free round-trip airfare within the continental U.S. for every 25 round-trip flights booked through this service. SIOP uses these certificates for official SIOP business (e.g., visits to investigate possible sites for the SIOP Conference in future years).

The Wyndham Anatole Hotel is about 25 miles from the Dallas-Fort Worth Airport. You have two options to get from the airport to the hotel. A taxi, your first option, will cost approximately $28. Your second option is to take a shuttle. Two companies, Discount Shuttle and Super Shuttle, are offering discounted fares to conference attendees of $9 each way. For Super Shuttle, you must present the $2 off coupon on page 123 to the driver of the shuttle to receive the discount. For Discount Shuttle, just tell the driver you are attending the Conference to receive $2 off the regular fare.

To use Super Shuttle, from the airport, dial '02' from the Ground Transportation Board in any baggage claim area. This will connect you with Super Shuttle's Dispatch Desk, which will direct you downstairs to a shuttle. When you are leaving Dallas, you must make reservations for a shuttle at least 24 hours in advance and you must be picked up at the hotel by the shuttle no later than 2 hours before your flight departure time.

To use Discount Shuttle from the airport, dial '08' from the Ground Transportation Board in any baggage claim area. This will connect you with Discount Shuttle's Dispatch Desk, which will direct you downstairs to a shuttle. When you are leaving Dallas, you must make reservations for a shuttle at least 24 hours in advance and you must be picked up at the hotel by the shuttle no later than 2 hours before your flight departure time.

If you are planning to bring your children to SIOP, you might find it helpful to know who else will be bringing their kids, too. You might share a babysitter, or take turns watching each other's children, or just let the children play together. If you'd like to put your name on the list of parents bringing kids to SIOP, contact Sherry Magazine by telephone (301) 424-5611) or e-mail (sherry-magazine@worldnet.att.com) and give her your name, address, and child(ren)'s name(s) and age(s). Before SIOP, she will distribute the list to everyone whose name is on it so parents may contact each other if they wish.

Once again, there will be a 5K Road Race/Fun Run during the Conference. To reserve your space on the starting line, your t-shirt, and your bragging rights, complete the SIOP 5K Race Registration form on page 146 and mail it, with your completed General Conference Pre-Registration Form and payment, to the SIOP Administrative Office by March 16, 1998.

Why spend Thursday, April 23^rd traveling to the SIOP Conference? You could be attending Workshops on the 23^rd, touring American Airlines, or... playing golf. If golf is your thing, sign up by March 16^th for the Golf Outing. Read more about the Golf Outing on page 147.

Last year's Golden Anniversary Dessert Reception-on Saturday night from 10 p.m. to midnight-was a hit. The traditional SIOP luncheon was not. The room was packed (and we literally turned away people at the door), the food was mediocre, the logistics were a challenge, and the positive aspects of the luncheon were relatively few. So we're breaking with tradition: This year, there will be no SIOP luncheon.

Here's why: The SIOP Conference has grown so much in recent years that most hotels cannot accommodate all the SIOP Conference registrants who want to attend the luncheon. If we hold the luncheon in years to come, we'll be turning people away at the door-just like we did last year. No meal for 2,000 people is ever going to be a culinary feast and just getting 2,000 people into the room on time is a task worthy of traffic cops. Further, when we hold the luncheon, we give up a great deal of program time because no sessions can be held in the luncheon ballroom during the hours before, during, and after the luncheon.

So, instead of holding the luncheon, we're lengthening the opening session of the Conference by half an hour. This year, you'll not only hear the SIOP President's Address first thing on Friday morning, you'll also learn who SIOP's award winners and new Fellows are. Please be sure to come to hear the Presidential Address and to congratulate SIOP's esteemed award winners and new Fellows.

Further, we have cut the cost of the Conference to SIOP members and Student Affiliates by $10.00. You will also find that our coffee breaks and receptions offer more and tastier food than ever before. And, last but not least, there will again be a very special dessert reception on Saturday night, from 10 p.m. to midnight.

See you in Dallas!

This is the deadline for pre-registration for the Conference, Pre-Conference Workshops, Pre-Conference Tour of American Airlines and Dinner, Job Placement Services, Golf Outing, and 5K Road Race/Fun Run. However, register early to ensure your pick of the Workshops.

Rooms at the Wyndham Anatole Hotel will be available at the conference rate until March 21, 1998 or until SIOP's room block is full, whichever comes first. Mail, fax, or telephone in your registration and payment to:

GENERAL SIOP CONFERENCE PRE-REGISTRATION FORM

Once again, SIOP will offer Job Placement Services at its annual Conference. Placement activity grows each year, so we encourage job-seekers and employers to register in advance.

To pre-register, just check off the appropriate boxes on the General Conference Pre-Registration Form. Then mail the form, your registration payment, and a single master copy of your resume (for job seekers) or position description (for employers) to the SIOP Administrative Office by March 16, 1998.

Your resume or position description may be either one or two pages, but no longer. SIOP will make copies of all resumes and position descriptions so make certain that your materials are legible and that they copy adequately. If you use a letterhead or logo, please make certain that it will photocopy well. Also, be sure to use standard 81/2" by 11" paper so that copies can be reproduced easily.

All registration materials must be received by March 16, 1998. After this date, only on-site registrations will be permitted, and your materials will be included starting on the second day of the service.

Pre-registration for job-seekers is $25.00. Pre-registration for employers is $35.00. (Employers may list multiple positions for a total fee of $35.00.) On-site registration is $45.00 for job-seekers and for employers.

SIOP Job Placement Services are open to all members, including student affiliates. Any organization or employer may submit position openings in I/O Psychology, as well as other positions for which I/O training and experience are relevant. Position listings may be for full or part-time positions and/or internships.

If you are a job seeker, when you check in with Job Placement (or register on site), you will receive your own copy of all the position descriptions received during the pre-registration period (prior to March 16, 1998). Similarly, if you are an employer, when you check in or register on site, you will receive a copy of all the resumes received during the pre-registration period. During the Conference, participants may pick up updated listings of on-site registrations. Each registrant will be assigned a private mailbox and will be permitted to leave messages in the mailboxes of other registrants. Copies of Job-Seeker and Employer Notebooks will be available 1 week after the Conference to non-registrants at a cost of $35.00 each from the SIOP Administrative Office.

Anonymous registrants will be assigned a mailbox, will receive all materials, and will be permitted access to the placement area, but job listings or resumes will not appear in notebooks.

• Name, address, telephone number, and information about how and when to contact you during the Conference
• Position desired, including preferences for work setting, geographic location, etc.
• Educational level
• Work experience
• Publications and presentations (summarize if necessary)

• Position description: responsibilities and job duties
• Organizational information: type of business, number of employees, organizational culture
• Geographic location
• Travel and other requirements
• Minimum qualifications
• Salary/benefit information

Contact Steve Ashworth at (425) 703-8953 or steveash@microsoft.com

SIOP's Pre-Conference Tour of American Airlines presents an unusual opportunity for you to learn more about an industry that we use all the time and a company that is among the best in that industry!

On the tour, you will learn about and observe some of the behind-the-scenes activities that make American Airlines' global transportation system a success. You will visit AA's flight simulators and learn how AA uses computers in their pilot training. You will visit the "nerve center" of the global system-the Worldwide Dispatch Center-where real-time decisions are made to adjust the entire system to local events and emergencies. Also on this tour is a visit to Load Control, where decisions affecting take-offs are made at airports from around the world. Finally, you will visit the C. R. Smith Air Museum. This unique museum contains exhibits about the history of aviation and American Airlines as well as great "hands-on" learning opportunities about how air travel actually works.

So, make your reservation! This tour is all first-class and there is limited "seating"-limited to the first 40 persons who sign up. We will leave from the Wyndham Anatole Hotel at 2:00 p.m. sharp. Meet just before 2:00 p.m. at the Hotel's Clock Tower Entrance. (The Clock Tower Entrance is between the Jade Room and the La Esquina Mexican Restaurant.)

The tour of American Airlines will run from 2:30 to 6:30 ...and then it's on to margaritaville! We will end the day with a group dinner at one of the many fine Mexican restaurants in the Dallas-Fort Worth metroplex ...and include a wide variety of tempting, tasty, tantalizing, tender, t... well, really great Mexican food.

To register for the tour, simply check the appropriate box on the General Conference Pre-Registration Form and mail in your payment by March 16, 1998. The cost is $40 for students, $45 for SIOP members and $55 for non-members. Drinks may be purchased separately.

Questions? Please contact Larry Peters at (817) 921-7538

or L.peters@tcu.edu

The detailed descriptions of the 1998 SIOP Pre-Conference Workshops begin on page 125. The Workshops typically sell out very quickly. On-site Workshops registration at the hotel is ONLY available if someone who has pre-registered for a Workshop fails to show up.

The Workshops will take place on Thursday, April 23, 1998, the day before the regular program of SIOP Conference begins. More specifically:

To register, complete the Workshops section of the General Conference Pre-Registration Form in the center of this booklet. Registration for the Workshops is on a first-come, first-served basis. Each Workshop is presented twice-once in the morning and once in the afternoon. You must register for two Workshops (no half days).

The Workshops section of the form asks you to list your top six choices. Because Workshops fill up very quickly, we ask that you do list all six choices. Please list your choices in order of preference (1st is highest preference, 6th is lowest preference). If you list fewer than six Workshops and your choices are filled, we will assume that you are not interested in any other Workshops (unless you indicate on the General Conference Pre-Registration Form that you will accept any open section) and your registration fee will be refunded.

SIOP Members and Student Affiliates: $270*

APA and APS Members and Student Affiliates: $355

Non-Members of SIOP, APA, and APS: $410

(*Membership in SIOP will be checked.)

Fee includes all registration materials for two Workshops, lunch, and social hour. Additional guest tickets for the social hour may be purchased at the door. The cost will be posted at the door of the social hour room.

Please mail your General Conference Pre-Registration Form to the SIOP Administrative Office, even if your organization is sending a check separately. (Sometimes they don't send the form.) Indicate on the copy of the form that your organization is paying. Make sure your name is on the check. (Sometimes organizations don't indicate whom the payment is for.) Keep in mind that your registration will not be finalized until payment is received.

If you must cancel your Workshops registration, notify the SIOP Administrative office in writing. The address is: SIOP Administrative Office, 745 Haskins Road, Suite D, P. O. Box 87, Bowling Green, OH 43402-0087. The fax number is (419) 352-2645. Workshop fees (less a $60 administrative charge) will be refunded through March 27, 1998. A 50% refund will be granted between March 28, 1998 and April 10, 1998. No refunds will be granted after April 10, 1998. All refunds will be made based on the date when the written request is received.

Sponsored by the Society for Industrial and Organizational Psychology, Inc.* and presented as part of the 13th Annual Conference of the Society for Industrial and Organizational Psychology, Inc.

Angie McDermott, Chair

Lisa Collings

Alison Eyring

Wade M. Gibson

William Grossnickle

Jack Kennedy

Ira Levin

Karen B. Paul

Pat Pedigo

Kalen Pieper

Caroline Pike

Nancy Rotchford

Jeffrey Schippmann

L. Rogers Taylor

Susan Walker

Steve Wunder

• The Society for Industrial and Organizational Psychology, Inc. is approved by the American Psychological Association to offer continuing education for psychologists. The APA-Approved Sponsor maintains responsibility for the program. This Workshop is offered for seven (7) hours of continuing education credit.

This Workshop will review recent developments in the national and state legislatures and the courts which will significantly affect I/O Psychologists as they develop, validate, and defend employee selection procedures. Of particular importance are laws which purport to eliminate racial preference in hiring. Historically, I/O Psychologists have used several strategies for reducing adverse impact, including adjustments in scoring, passing scores, and test content. Appropriate and inappropriate uses of affirmative action will be identified. These strategies will be discussed and evaluated from a legal and professional standpoint. Various significant court cases will be reviewed and evaluated. New discovery rules and procedures for expert witnesses will also be discussed.

Coordinator: Wade M. Gibson, Psychological Services, Inc.

This Workshop focuses on the practical application of performance consulting within organizations. We define performance consulting as a systematic process involving partnering with line management, and assessment and implementation of actions necessary to improve employee satisfaction and business results. A case study is presented on how PNC Bank transitioned a traditional training organization into a results-enhancing partner using performance consulting as a process umbrella. The regional executive performance model is used to walk through a response to business and performance needs. It is also used to demonstrate the integration of work environment, learning and leader actions with alternative instructional delivery technologies and the measurement of business impact.

Learning outcomes include:

• Describing the business case for utilizing the performance consulting process to support the organization's strategic goals
• Developing a performance consulting process that fits the culture and business objectives of the organization
• Describing a skill development approach for preparing performance consultants
• Outlining an approach for transitioning training staff into a performance consulting organization
• Describing the measurement model for enabling management to see how the performance consulting approach impacts business results
• Applying performance consulting skills through practical exercises
• Describing strategies for sustaining the performance consulting process

Coordinator: Lisa Collings, Harris Methodist Health Systems

Many large companies are launching major process changes that they hope will enable them to be more competitive in the next century. Some of these companies are in the midst of large-scale, complex change processes with profound organization development implications.

Ford Motor Company is currently moving to a "lean" system of manufacturing in each of its 150 plants worldwide. This lean system will require substantial changes in material flow systems, equipment maintenance and reliability systems, and people systems. The "people" side of this effort is centered around moving to a work team-based structure in each plant. Ford has a history of manufacturing success. There are many plants where some of the aspects of "lean," including work teams, are already in place, but most plants within the company face major changes in the way they operate.

This Workshop will explore some of the key organization development strategies and methods associated with such a change effort. These include:

• Implementing work teams on a large (multi-plant) scale
• Building management support for the process both centrally and at the local level
• Developing resources at the local level to coordinate this process
• Balancing the corporate desire for consistency across plants with the need for each location to "own" the process in its plant

Participants will work together in structured simulations to identify and examine key issues and to develop strategies to address some of these issues. We'll then discuss what methods Ford is using, what level of success these methods have had so far, lessons learned, and what changes to these strategies might be considered.

Coordinator: Ira Levin, Ernst & Young LLP

With the increase in the availability of technology available to HR departments, there has been an increased interest in using video-based testing. This Workshop focuses on reviewing factors important to the development, implementation, and scoring of video-based situational tests. Specifically, the Workshop is directed to psychologists and HR professionals (both from applied and research settings) who are looking for alternatives to traditional testing methods.

This Workshop will include discussion and demonstration of:

• Feasibility of video as a medium for presenting test content
• Steps involved in development of a video-based situational test
• Examples of response formats
• Methods of scoring
• Advantages and disadvantages of this medium

• Viability of this medium for supervisory selection
• Results from the administration of video-based selection procedures (score distribution, adverse impact analysis)

Coordinator: Susan Walker, Federal Express

Organizations are increasingly looking to competencies as a mechanism for integrating HR systems. The growing popularity in the use of competencies, however, has also raised several questions: What are competencies? Are they anything new? Do they really work?

The purpose of this Workshop is to explore the theoretical and practical issues involved in using competencies to develop and integrate HR systems. We will explore the various questions and controversies surrounding the use of competencies. We will also describe the opportunities and pitfalls we have experienced in the development and application of a global competency model for HR systems at Ford Motor Company. Specific topics that will be covered include:

• Overview of the various definitions of competency models
• How competency models work and how they differ from KSAs
• Application of a competency model to personnel selection, the 360-degree performance appraisal process, and workforce planning
• Power of competency models as a mechanism for integrating HR systems

Coordinator: Steve Wunder, The Kingwood Group, Inc.

This Workshop will be an update of Ben Schneider's highly rated 1995 Workshop on effective customer service environments. Thus, people who attended the earlier Workshop will find much of the material redundant. The Workshop will explore two questions:

1. What have we learned about service quality from the vantage point of customers? In this section, the focus will be on knowledge and theory developed in services marketing, a sub-field of marketing, in which much research has been accomplished on customer satisfaction.

2. What have we learned about the delivery of service quality from the vantage point of employees? In this section, the focus will be on research Ben has accomplished using service organization employees as service climate diagnosticians and the relationship of those diagnoses to customer satisfaction, customer intentions, and organizational profitability. In addition, some preliminary discussions between Ben and the participants will be held concerning using these diagnoses for organizational change to a service climate.

Coordinator: Pat Pedigo, IBM Consulting Group

Over the past 15 years, research has shown that computerized tests can provide more precise measurement in less time than conventional paper-and-pencil tests. Moreover, personal computers have become less expensive yet much more powerful. These factors have led to a growing number of testing programs to implement computerized testing. This Workshop will describe the process of computerizing an existing paper-and-pencil test, as well as constructing an entirely new computerized test. Item response theory (IRT) which is the measurement theory that underlies computerized adaptive testing, will be reviewed. Topics will include item response functions, information functions, and estimation of item and person parameters.

Additional topics important for computerized adaptive testing, such as item selection algorithms, content balancing, and item exposure control, will also be discussed.

Computer software for parameter estimation and for administration of adaptive tests will be summarized. A number of practical issues, such as the equivalence of paper-and-pencil and computerized tests of the same ability, the equivalence of item parameter estimates across administration modes, and the effects of changing computer hardware, will also be addressed.

As an illustration of the myriad issues that must be addressed, the development and implementation of computerized testing at State Farm Insurance Companies will be described.

Fritz is a former chairperson of the American Psychological Association's Committee on Psychological Tests and Assessments and the U.S. Department of Defense's Advisory Committee on Military Personnel Testing. He is currently the chair of the Department of Defense and Department of Labor's Armed Services Vocational Aptitude Battery Norming Advisory Group. Fritz has also provided consultation on testing and measurement issues to a variety of organizations in the private sector. He is a member of the editorial board of seven journals, including Applied Psychological Measurement, Journal of Applied Psychology, and Personnel Psychology.

Coordinator: L. Rogers Taylor, State Farm Insurance Companies

People often ask, "How do I start up teams?" Frequently, they think it is as simple as turning a key. This "easy fix" attitude is often associated with the company president dictum made on Friday afternoon, "We will be in teams by Monday." If you believe this is realistic, you need to attend this Workshop. Oversimplification of team implementation and the lack of careful planning are primary reasons why teams fail.

The purpose of this Workshop is to highlight the complex issues involved in successfully launching teams. Throughout the Workshop, the presenters will identify important startup issues and provide strategies needed to address them.

Topics will include:

• Strategy development
• Team design, including technical and social systems analysis
• Support systems (e.g. performance management)

Coordinator: Caroline Pike, Matrixx Marketing Research

The continuing globalization of business places increasing emphasis on development of international and global leaders. In this highly intensive Workshop, participants will explore a variety of salient issues related to developing international and global leaders.

Among the issues to be explored:

• Do the competencies required for effective leadership differ by region of the world?
• Do we need global leaders, regional leaders, and/or both, and in what proportion?
• What unique leadership challenges are presented in multinational joint ventures?
• Do leadership development paths in multinational firms have more than one cultural critical path?
• Current research cases and actions from a variety of multinational firms will be infused into the discussion.

Coordinator: Alison Eyring, Caltex Petroleum Corporation

The rapidly growing popularity of multisource feedback (MSF) systems demands that I/O psychologists seek every opportunity to influence the impact on both the individual and the organization. In order to do so, we must be aware of the factors that determine the success of MSF systems and then take stock of what we know and still need to know.

This Workshop will draw on experiences of the leaders and participants, research and best practices to address the following issues:

• How do we define "success" (i.e., desired outcomes) for individuals and organizations in MSF, and are they at odds?
• Once we know what "success" should look like, how do we get there?
• What are the appropriate uses of MSF and what are the implications for design and implementation?
• What are the measurement issues in MSF processes (i.e., reliability, validity) and how do we overcome "threats" to validity?
• How can MSF systems support a learning organization?
• How can we promote acceptance of multisource feedback by individuals and organizations?
• Where can we be flexible in our standards and where not?
• What is the long term viability of MSF?

Attendees should have a basic familiarity with, and understanding of, MSF processes and are encouraged to bring their processes and problems for discussion during the Workshop.

Coordinator: Jack Kennedy, Brecker & Merryman, Inc.

This Workshop will review contemporary practice in developing leaders. It will begin by taking a look back at how leadership development has changed, and will present a framework for examining today's efforts. An overview will include such popular approaches as action learning, coaching, 360-degree assessment and feedback, but will also highlight more innovative or daring approaches like the use of poetry or music.

Workshop participants will be asked to share their own experiences with various development activities, and together we will examine their pros and cons. We will consider leadership development as part of a larger context, and present a way of thinking about the process that is driven by business strategy and built around experience.

The Workshop's primary objective is conceptual rather than skill building. Our goal is this: At the end of the Workshop, participants will be able to articulate a better understanding of what contemporary leadership development is-what the pieces are and where they fit.

Coordinator: William Grossnickle, East Carolina University

Organizations increasingly demand that psychologists and human resource professionals demonstrate how their products and initiatives affect strategic organizational objectives. Strategic impact, not just dollars, is the metric needed by today's organizations.

Yet, traditional approaches to measurement in psychology, such as surveys, turnover rates or utility analysis, focus on justification (e.g., show the ROI for proposed investments) or evaluation (i.e., after-the-fact measurement of HR program results). Translating outcomes into monetary terms is not sufficient to link investments in people to the fundamental financial, marketing and other strategic factors that lead to organization success. However, HR metrics can be created that systematically link the human resource to strategic impact. Such metrics provide powerful tools to move beyond justification and defense, and instead proactively manage human resources for organization success.

This Workshop takes a proactive approach to finding and communicating the key linkages between organizational objectives and human resources. Workshop participants will use their own organizations as the basis for case studies to apply the tools. They will develop action plans based on a systematic analysis of their organizational objectives and constraints.

Using actual case studies and organizational situations, we will describe several standard financial, market, and operational models underlying organizational success, and show how human resource metrics logically link to those principles, and how human resource impact can be measured in terms of organizational success. Participants will identify metrics suited to their own key constituents and organizational goals. We will show how these metrics can be used as leading indicators to identify, design, evaluate, and communicate strategic human resource improvement opportunities in terms of organizational success. Participants will explore how to use the metrics to move beyond justification and defense, to planning and optimization within their own organizations.

Topics include:

• Metrics as Change Catalysts-Identifying the Audience
• What if People Were "Our Most Important Asset?"-Linking People to Strategic Business Objectives
• Constraints are Key to Value Creation-Celebrating the Bottlenecks
• Margin, Productivity, and Leverage-HR Metrics Linked to the Financials
• Beyond Propose-Defend-Proactive Optimization
• Beyond Human Resource Costing and Utility Analysis-The Basics in Context

This Workshop will benefit I/O psychologists who consult or are employed by organizations that use financial and accounting measures. It is also useful for researchers wishing to learn more about cost-benefit and utility analysis concepts, as well as their link to finance and accounting. Because the Workshop will encourage participants to develop applications using actual situations from their own experience, participants will ideally have worked with organizations. A basic knowledge of statistics (e.g., significance tests, correlation) is useful, as well as basic familiarity with cost-benefit and utility analysis.

Peter has undergraduate degrees in Math and Accounting with minors in Economics and Computer Science, and significant graduate studies in Economics, Mathematics, and Accounting. He is a Certified Public Accountant and a Certified Management Accountant, and a member of the AICPA. He has been an instructor in many environments including the University of Minnesota, public accounting firms, and state and local bar associations.

His research and consulting spans the U.S., Asia, Australia, and Europe. He founded and coordinates HRNET and was the first Director of the Central Europe HR Education Initiative, a partnership between Cornell and the universities in the Czech and Slovak Republics. He has served on the editorial boards of Human Resource Costing and Accounting, Human Resource Management, Personnel Journal, Personnel Psychology, and Journal of Applied Psychology.

His research has won the New Concept Award and Scholarly Contribution Award from the Academy of Management. Professor Boudreau holds a MSIA in Management and Ph.D. in Industrial Relations from the Krannert School of Management at Purdue University.

Coordinator: Kalen Pieper, Pepsi-Cola Company

As global competitive forces and diverse human factors continue to demand organizational change, businesses are pursuing a wide range of strategies often simultaneously; they include start-ups, fast growth, spin-offs, restructurings, downsizings, integrated teams, and mergers. Identifying and developing human resource talent has become an increasingly key leverage point in gaining competitive advantage.

Psychological assessments have become widely used for identifying and developing individuals but not until recently have they been used as a strategic initiative to accomplish specific business objectives. Examples of valued uses of assessment now include changing the strategic leadership in a company, quickly turning around a failing business, developing and spinning off a venture capital firm, globalizing a business, merging two organizations, significantly changing product/service direction, and building a new management team.

This Workshop will review assessment approaches and business situations that will help participants:

• Identify and evaluate strategic opportunities to determine the value of psychological assessment
• Design and implement appropriate assessment processes
• Explore through case studies three different types of strategic opportunities

The use of various assessment tools and techniques will be discussed along with the benefits and risks of different approaches. Consideration will be given to the match between the organization's values/culture and the design/implementation of the assessment process. Special emphasis will be placed on helping assessment providers and users to see the strategic potential of psychological assessment.

Coordinator: Karen B. Paul, 3M

Bridging chasms of organization history and affiliation is a skill of increasing importance as companies seek to gain competitive advantage through labor-management cooperation and through mergers with or acquisitions of former competitors. In this Workshop, we will explore what we have learned about large-scale intergroup dynamics and strategies for addressing them out of our work in building partnerships between companies and labor unions and in creating new cultures in the aftermath of corporate megamergers. We will discuss the value-added contribution of unions, the costs associated with conflict, and how to manage intergroup dynamics as opportunities for continuous learning.

The objectives of this Workshop will be:

• To identify a framework for effectively managing large-scale intergroup processes in the context of labor-management cooperation and managing mergers, including up-front contracting, strategy development, relationship management, tools and techniques of engagement, and progress measurement and tracking
• To address the role of the I/O psychologist as a facilitator of large-scale collaboration and culture creation
• To explore the challenge that mergers represent to organized labor, management and employees
• To engage with the audience in identifying new territory in the development of our collective practices within the domains of labor-management collaboration and megamerging

Coordinator: Nancy Rotchford, The Boeing Company

Once again, there will be a 5K Race/Fun Run at this year's annual SIOP Conference. The race will be held on Saturday April 25, 1998 at 7:00 a.m., near the Wyndham Anatole (transportation will be provided if needed). T-shirts will be given to all race participants and awards will be given to the top three male and female finishers within age brackets. There will also be the standard team competition (university/organization team; advisor-advisee; scientist-practitioner). Please try to join us this year. It's a great chance to catch up with or run into old friends and colleagues. The registration fee is $15.00 ($10.00 for Student Affiliates).

To pre-register, complete the form below and mail it, with your General Conference Pre-Registration Form and payment, to the SIOP Administrative Office by March 16, 1998. There will be on-site registration, but we encourage interested parties to pre-register. If you have questions, contact Kevin Williams at (518) 442-4849, or KJW11@CNSIBM.ALBANY.EDU.

Chuck ("Chili Dip") Lance and Jos ("Hosel") Cortina invite you to participate in the 2nd Annual SIOpen Golf Outing at the Bruce Devlin-designed Chase Oaks Golf Club the afternoon of Thursday, April 23, 1998 in Plano, Texas. Chase Oaks is about a 35-minute drive from the Wyndham Hotel. Mother nature was victorious at the 1st Annual SIOpen, but we have been assured that IT WILL NOT SNOW this year!

The format for the 1998 SIOpen will be a 4-person scramble (each team member hits a tee shot, selects the best shot, each team member hits from there, selects the best shot again, etc.). Form your own team (e.g., "Team Big Dawg" from UGA) or Jos and Chuck will team you up. Players of ALL skill levels are welcomed: Teams will be appropriately handicapped. The winning team will retain the coveted "Hugo Cup" until the 1999 SIOpen in Atlanta.

Entry fee: $65/person**-16 MAR 98 application deadline