Drawing on social projection theory, the authors proposed and tested system-justifying ideology as a boundary condition that explains when psychological contract overfulfillment does not result in positive emotion through low prosociality attribution in individualized employment relationships. Data from exploratory interviews and a survey study provided preliminary support for the theory.

Presenters

Yuenlam Bavik Deakin Universisty	Kawon Kim Seoul National University
Jason Shaw Nanyang Business School

Submitted By: Yuenlam Bavik

A Qualitative Investigation of Flow at Work: Strategies, Activities, and Disruptions

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

A Qualitative Investigation of Flow at Work: Strategies, Activities, and Disruptions

The study examined the open-ended experiences of flow at work and linked themes discovered in participants’ answers to their self-reported flow prevalence score at work. The results provide a number of insights regarding the maximization of flow at work, including employee strategies, specific activities used, environmental factors, and disruptive factors.

Presenters

David Cassell
Deloitte

Jared Weintraub
Deloitte

Submitted By: David Cassell

Faking in Trait Measures of Motivation

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Faking in Trait Measures of Motivation

Nine instruments identified as potential measures of general motivation were assessed for response bias. Participants completed selected instruments in both honesty and fake-good conditions. Within-subjects analyses demonstrated a significant difference between faking and honesty conditions (d’s > .22) on all scales, save for the Fun-Seeking subscale of the Behavioral Activation System (d = -.09).

Presenters

Cassandra E. Colton
Ohio University

Jeffrey B. Vancouver
Ohio University

Submitted By: Cassandra E. Colton

Trait Motivation: A Meta-Analysis of Predictive Validity

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Trait Motivation: A Meta-Analysis of Predictive Validity

The relationship between trait motivation and performance was assessed for 9 scales based on 92 studies (N = 32,386). The strength of the relationship varied by measure, with ρs ranging from zero to .29. The Work Preferences Inventory had the strongest correlation (ρ = .29). Discussion focuses on how the field might improve and further evaluate measures of motivation for selection purposes.

Presenters

Cassandra E. Colton
Ohio University

Jeffrey B. Vancouver
Ohio University

Submitted By: Cassandra E. Colton

Fulfilling Their Purposes to Elicit Their Best

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Fulfilling Their Purposes to Elicit Their Best

Two studies were conducted to advance understanding of individual purpose and the impact in the workplace. A taxonomy of purpose and a survey of purposefulness were developed in Study I. In Study II, the relations among types of purpose, purposefulness, and 2 work-related outcomes—work engagement and organizational commitment—were examined .

Presenters

Guangrong Dai Korn Ferry	Signe Magnuson Spencer Korn Ferry Institute
E. Susanne Blazek Lirio

Submitted By: Guangrong Dai

A Daily-Diary Examination of Work/Nonwork Need Fulfillment Spillover

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

A Daily-Diary Examination of Work/Nonwork Need Fulfillment Spillover

The relationship between daily work and nonwork need fulfilment and their relationships with satisfaction were examined. At-work fulfilment of relatedness and autonomy needs was positively related to fulfilment outside of work. However, fulfilment outside of work did not predict the next-days’ fulfilment at work. In both domains, greater need fulfilment was associated with greater satisfaction.

Presenters

Amanda Kopydlowski
Cargill, Inc.

Aaron M. Schmidt
University of Minnesota

Submitted By: Aaron M. Schmidt

Learned Helplessness: A Control Construct With Prediction Over Locus of Control

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Learned Helplessness: A Control Construct With Prediction Over Locus of Control

Prior research has examined effects of locus of control (LOC) on motivational, affective, and performance outcomes at work. Authors theorized potential benefits of using learned helplessness (LH) to predict outcomes over LOC because LH captures additional control-related content. Results (N = 794) indicated that LH accounted for unique variance beyond LOC in 8 out of 9 work outcomes examined.

Presenters

Nicholas Kovacs Mix Talent	Debra Steele-Johnson Wright State University
Abraham Haskins Wright State University	Kent Cooper Etherton Wright State University

Submitted By: Nicholas Kovacs

The Joy of Gratification: Short-Term Boost or Long-Term Success?

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

The Joy of Gratification: Short-Term Boost or Long-Term Success?

Authors examined the effect of promotions and pay raises on job satisfaction based on a large-scale representative German panel with 23,919 observations longitudinally across a period of 25 years. Promotions positively affected job satisfaction for no more than 1 year. Furthermore, a promotion appeared to be worth more than a 100% wage increase evaluated at the mean of income.

Presenters

Siegmar Otto Universitaet Hohenheim	Vincent Dekker Daimler AG
Hannah Dekker HR Diagnostics	David Richter German Institute for Economic Research
Sarah Zabel Heidelberg University

Submitted By: Siegmar Otto

Malleability of “Soft Skill” Competencies: Development With Entry-Level Experience

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Malleability of “Soft Skill” Competencies: Development With Entry-Level Experience

Authors evaluated the longitudinal development of military recruits on 17 distinct “soft skill” competencies during their 4-year enlistment based on ratings from 1,059 technical training instructors and 6,894 first-line supervisors. Extent of development is compared and implications discussed for the prioritization of certain competencies in personnel selection rather than training or development.

Presenters

Laura G. Barron
U.S. Air Force

Mark R. Rose
U.S. Air Force

Submitted By: Laura G. Barron

Leveling Up: The Effects of Branding on Gamified Assessments

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Leveling Up: The Effects of Branding on Gamified Assessments

Authors utilized a 2 x 2 experimental design to examine the effects of branding during a gamified assessment. Specifically, they examined if branding was related to differences in applicant’s views of organizational attractiveness and organizational personality. Findings indicated a significant relationship between branding during gamified assessments and style (γ ̂ = .64, p = .02).

Presenters

Philip S. DeOrtentiis Michigan State University	Zachary W. Woessner Michigan State University
Ann Marie Ryan Michigan State University	Nathan Thomas Brucher Michigan State University
Christopher D. Nye Michigan State University	Rabindra Ratan Michigan State University
Sarah Kuang Illumina	Sarena Bhatia Kincentric
Nicholas R. Martin, PhD Meta	Alina Siemsen Otto Group
Richard Justenhoven Welliba	Tara K. McClure Aon
Manuel F. Gonzalez Montclair State University

Submitted By: Philip S. DeOrtentiis

How Do Organizational Cues Influence Applicant Perceptions: Identity Safety or Fit?

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

How Do Organizational Cues Influence Applicant Perceptions: Identity Safety or Fit?

Authors examined 2 potential mechanisms through which organizational identity cues influence minority applicant perceptions: identity safety and person organization fit. Findings indicated that mindset predicted both mechanisms and identity centrality moderated this relationship. Organizational trust and attractiveness mediated the relationship between both mechanisms and willingness to apply.

Presenters

Justin Bryan Duby	Lauren A. Collier-Spruel Meta Platforms
Danielle D. King Rice University	Ann Marie Ryan Michigan State University

Submitted By: Lauren A. Collier-Spruel

Re-Examining the Effect of Mid-Test Warnings on Faking on Personality Inventories

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Re-Examining the Effect of Mid-Test Warnings on Faking on Personality Inventories

This study investigates the effect of mid-test warnings on decreasing faking by expanding on the promising but limited research. Through use of a manipulation and standard 5-factor personality inventory, this study finds that mid-test warnings may be a better alternative to traditional warnings, particularly on job-relevant scales and administered solely to those who are engaged in faking.

Presenters

Irina Kuzmich
The Graduate Center, CUNY and Baruch College

Charles A. Scherbaum
Baruch College & The Graduate Center, CUNY

Submitted By: Irina Kuzmich

Consequences of Experienced and Observed Recruiter Incivility

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Consequences of Experienced and Observed Recruiter Incivility

Drawing from the literature on workplace aggression and incivility, this study investigates the effects of recruiter incivility on organizational attraction and the moderating effects of recruiter’s organizational embodiment using experimental vignette methodology. Results from 344 participants provided supports for the hypotheses. Findings and implications are discussed.

Presenters

Juseob Lee University of Tulsa	Steve M. Jex University of Central Florida PhD in I-O Psychology
Mindy K. Shoss University of Central Florida

Submitted By: Juseob Lee

Relationships Between Personality and Behavior in Employment Games

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Relationships Between Personality and Behavior in Employment Games

Authors investigated how the Big 5 factors of personality relate to 9 factors generated from 11 gamified assessments. Using a counterbalanced design, 1,052 adults played these gamified assessments and completed a traditional self-report measure of personality. Four of the 9 tested gameplay factors converged with 1 or more of the Big 5.

Presenters

Jenna Ellen-Marie McChesney Meredith College	Zachary M. Roberts Workday
Jackson Dolphin pymetrics	Anne Thissen-Roe pymetrics

Submitted By: Jenna Ellen-Marie McChesney

Does It Matter Who You Take the Test With?

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Does It Matter Who You Take the Test With?

Assessment centers usually include a leaderless group exercise where a group of individuals work together on a task. The extent to which individual performance was influenced by the composition of the AC group was examined.The presence of test takers with high preferences for assuming specific team roles accounted for a significant proportion of individual performance variance.

Presenters

Gonzalo J. Munoz
Pontificia Universidad Católica de Chile

Lorna Andrea Cortés Urrutia
Universidad Adolfo Ibáñez

Submitted By: Gonzalo J. Munoz

Fairness and Respect: Reactions to Artificial Intelligence in Employee Selection

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Fairness and Respect: Reactions to Artificial Intelligence in Employee Selection

Authors examined reactions to artificial intelligence in LinkedIn and interview assessments across 2 contexts: AI developed using (a) expert insights and (b) job incumbent data. Findings show significant differences in perceptions of fairness (ηp2 =.18) and interpersonal respect (ηp2 =.10) based on the combination of methods used to evaluate the assessments when compared to human-expert judgment.

Presenters

Jess C. Rigos
Hofstra University

Kevin Nolan
Hofstra University

Submitted By: Jess C. Rigos

Discrimination via the Questions Asked During Job Interviews: Role of Xenophobia

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Discrimination via the Questions Asked During Job Interviews: Role of Xenophobia

The effects of candidates’ perceived nationality and acculturation on interviewers’ intentions to ask questions assessing person–job and person–organization fit were examined. Interviewers intend to ask more questions about person–organization fit and less questions about person–job fit to foreign candidates, especially when they had low acculturation and interviewers’ xenophobia was high.

Presenters

Aditi Rabindra Sachdev
PIMCO

Kevin Nolan
Hofstra University

Submitted By: Aditi Rabindra Sachdev

Executive Search Consultants’ Biases Against Women (or Men?)

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

Executive Search Consultants’ Biases Against Women (or Men?)

Women remain under-represented in leadership positions. Headhunters act as gatekeepers in hiring processes possibly having an impact on female disadvantage. Authors tested whether headhunters show an antiwoman bias. Neither an explicit nor an implicit measure revealed such a bias, though an implicit own-gender bias was found. This is worrying as the majority of headhunters are men.

Presenters

Rudolf Siegel Universität des Saarlandes	Cornelius J. König Universität des Saarlandes
Yannick Zobel Universität des Saarlandes	Markus Langer Universität Freiburg

Submitted By: Markus Langer

How Should Employers Differentiate Their Employment Offers?

Tuesday Jun 16

1:00 AM

50 Minutes

Virtual Classroom

Poster

How Should Employers Differentiate Their Employment Offers?

To be the employer of choice, employers should differentiate their employment offers from those of competitors. Results show that offering the same yet better affected job seekers’ preference more positively than offering something unique in lowly complex judgment/decision-making situations and in highly complex judgment/decision-making situations if job seekers had more work experience. Advanced

Presenters

Lien M. Wille Ghent University	Eva Derous Ghent University
Bert Weijters Ghent University

Submitted By: Lien M. Wille