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2019 ((EXAMPLE SECTION))
((Tech Tag: Y/N = Was There a Technology Tag Available For That Year's Conference))
((##|## = How Many Items Are Tagged | How Many Once Symposiums, Etc. Are Split and Catagorized))
((Total = Total Number of Technology Items Identified By Researchers))
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AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
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2019FRI-AM
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2019FRI-AMTHIS COLOR ROW REPRESENTS ITEMS THAT WERE TAGGED BY SIOP AS TECHNOLOGY-RELATED.
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2019FRI-AM
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2019FRI-AM
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2018
((Tech Tag: YES|31 [43] // Total: 135))
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AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
10
2018THURS-AM2. Debate: 10:30AM–11:50AM ErieThe Future of Work: Bright or Bleak? Technology is rapidly changing the way people work, in the process
eliminating a vast array of jobs. Two very different perspectives on the
future of work will be debated, one emphasizing the opportunities, the
other emphasizing the displacement and dehumanization.
Seymour Adler, seymour_adler@aon.com
11
2018THURS-AM4. Community of Interest: 10:30AM–11:20AM MayfairTechnology in Assessment: Moving From Reactive to ProactiveTechnology advances at a phenomenal pace. Do I-O psychologists have
the necessary perspective and tools to get ahead of the game? Attendees
at this COI will discuss ways research and practice can advance
human-technology interaction in assessment settings. This includes,
but is not limited to, assessments that are high-fidelity, virtual, mobile,
incorporate game thinking, and so on.
Jason G. Randall,
jgrandall@albany.edu
12
Rushika De Bruin2018THURS-AMPoster Session (CWB and Legal Issues)
10:30AM–11:50AM Riverwalk
14. Poster: 10:30AM–11:20AM Riverwalk
Social Judgments of Electronic Multitasking in the Workplace
This set of 3 experimental studies explored factors influencing social
judgments (i.e., rudeness, agency, communalism) of electronic multitasking
behaviors of coworkers during work meetings. Both task switching
behavior type (concurrent vs. sequential) and secondary task relevance
(irrelevant vs. relevant) influenced judgments, as well as individual
differences in polychronicity.
Rushika De Bruin, rushika.debruin@gmail.com
13
Michael A. Yoerger2018THURS-AMPoster Session (CWB and Legal Issues)
10:30AM–11:50AM Riverwalk
38. Poster: 10:30AM–11:20AM Riverwalk
Evaluations of Individuals Who Engage in Deviant Technology Use
in Meetings
This study investigated how self-interested, pro-organizational, and ambiguous
technology use in meetings, along with meeting relevance and
type of device used, differentially impacted evaluations of the attendees
who engage in such behavior.
Michael A. Yoerger, myoerger@unomaha.edu
14
2018THURS-AM48. Community of Interest: 11:30AM–12:20PM MayfairLet’s Talk About Dirty Data! Grappling With Issues of RealWorld DataInterested practitioners and researchers are invited to join in a conversation
about working with imperfect data. Presenters plan to discuss
data at every stage of analysis and touch on themes like data cleaning,
missing data solutions, inattentive responders, and data integrity. Participants
are encouraged to bring their particular experiences, interests, and
areas of research to this discussion.
Katharine R. O’Brien, katharine.r.obrien@gmail.com
15
Amie D. Lawrence2018THURS-AMPoster Session (Testing & Assessment):
11:30AM–12:20PM Riverwalk
63. Poster: 11:30AM–12:20PM Riverwalk
Diving Into Device: Examining Device Features, Interactive
Simulations, and Reactions
Simulations, and Reactions
This study examined devices in terms of features. Screen size and
browser type were both related to performance on cognitive assessments.
Differences were greatest for the most interactive simulation.
Results suggest that assessments containing problem solving or interactive
simulations should be completed on a large screen device with an
up-to-date browser to maximize performance.
Amie D. Lawrence, alawrence@selectintl.com
16
Baylea N. Sorto, 2018THURS-AM70. Poster: 11:30AM–12:20PM Riverwalk70. Poster: 11:30AM–12:20PM Riverwalk
Could Social Media Background Checks Discourage Qualified Job
Applicants?
This study explores participants’ attitudes about social media background
check procedures. Results indicate that companies that request
social media logins and passwords may have negative applicant reactions,
decreased organizational attractiveness, and discourage qualified
job applicants. Employers may have to reconsider social media usage
and background check policies to stay competitive.
Sydney Lyla Reichin, sydneyreichin@gmail.com
17
2018THURS-PM78. Alternative Session Type with Presenters:
12:00PM–1:20PM Chicago 6
Mobile Assessment: Practical Considerations for
Implementation (Demo/Discussion)
Test publishers and an employer discuss strategies for use of mobile
assessments. Topics include demographic group differences for
mobile versus desktop and implications of this, demonstration of novel,
mobile-friendly response formats, and design considerations to optimize
candidate experience across devices. Audience will participate by sampling
assessment experiences live via mobile device.
Keith D. McCook, kmccook@outmatch.com
18
Radostina Purvanova,2018THURS-PM84. Symposium/Forum: 12:00PM–1:20PM Huron 1
Scientist–Practitioner Collaboration in Virtual Leadership Research and Practice
Paradoxical Virtual Leadership: Reconsidering Virtuality Through a Paradox LensGlobal remote teams are becoming more the norm than the exception in
today’s workplace. Scientist–practitioners have a great deal to contribute
to the study and practice of leadership on virtual teams. This symposium
presents a range of contributions on the topic starting with a theoretical
framework to experimental and applied research to case studies.
Daniel P. Russell,
drussell@vt.edu
19
Steven D. Charlier, 2018THURS-PM84. Symposium/Forum: 12:00PM–1:20PM Huron 2
Scientist–Practitioner Collaboration in Virtual Leadership Research and Practice
Who Emerges Into Virtual Team Leadership RolesGlobal remote teams are becoming more the norm than the exception in
today’s workplace. Scientist–practitioners have a great deal to contribute
to the study and practice of leadership on virtual teams. This symposium
presents a range of contributions on the topic starting with a theoretical
framework to experimental and applied research to case studies.
Daniel P. Russell,
drussell@vt.edu
20
Daniel P. Russell, 2018THURS-PM84. Symposium/Forum: 12:00PM–1:20PM Huron 3
Scientist–Practitioner Collaboration in Virtual Leadership Research and Practice
Great Remote Leadership: The Electronic Arts StoryGlobal remote teams are becoming more the norm than the exception in
today’s workplace. Scientist–practitioners have a great deal to contribute
to the study and practice of leadership on virtual teams. This symposium
presents a range of contributions on the topic starting with a theoretical
framework to experimental and applied research to case studies.
Daniel P. Russell,
drussell@vt.edu
21
Alyson B. Margulies, 2018THURS-PM84. Symposium/Forum: 12:00PM–1:20PM Huron 4
Scientist–Practitioner Collaboration in Virtual Leadership Research and Practice
Case Studies in Developing Leaders’ to Lead Virtual TeamsGlobal remote teams are becoming more the norm than the exception in
today’s workplace. Scientist–practitioners have a great deal to contribute
to the study and practice of leadership on virtual teams. This symposium
presents a range of contributions on the topic starting with a theoretical
framework to experimental and applied research to case studies.
Daniel P. Russell,
drussell@vt.edu
22
Benjamin J. Taylor, Ziff, Host
Dan J. Putka, HumRRO, Presenter
2018THURS-PM91. Master Tutorial: 12:00PM–1:20PM Sheraton 4Deep-Learning Introduction and Applications
Within I-O Psychology and HR Analytics
A detailed tutorial covers deep learning, the history, the current applications,
and the future expectations. Although the master tutorial is presented by a
data scientist with expertise in deep learning, the second part of the master
tutorial will help ground the conversation from that of an I-O psychologist.
Benjamin J. Taylor, bentaylorche@gmail.com
23
2018THURS-PM95. Alternative Session Type with Presenters:
12:00PM–1:20PM Superior B
Using Data and Ideation to Bring Company Values to Life:
A How-To Guide
Three I-O practitioners and one startup founder will share applied methodologies
and conduct hands-on activities to guide and inspire attendees
to elevate the impact their companies’ values have on employee
behaviors and decision making. Using survey data and group ideation
techniques, attendees will learn how to uncover new values or reignite
existing ones to optimize organizational outcomes.
David E. Ostberg,
dostberg@comcast.net
24
Elena Auer2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
98. Poster: 12:30PM–1:20PM Riverwalk
What Do Your Tweets Say About You? Measuring Trait Sentiment
Many organizational decisions are now made using sentiment, yet how
much sentiment reflects person-contributed variance versus situational
variance is unknown. This study shows that a psychometrically reliable
and valid measure of trait sentiment can be achieved using topic
modeling to create measurement occasions, treating tweet content as
systematic error, leaving only the stable trait behind.
Elena Auer,
eauer@odu.edu
25
John E. Buckner2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
100. Poster: 12:30PM–1:20PM Riverwalk
LinkedIn Profile Endorsements Uniquely Relate to Executive-Level
Consultants’ Sourced
This poster examined LinkedIn profiles and performance among consultants
at a professional services firm. Skill endorsements were positively
related to their sourced revenue (ß = .40, p < .05); those with more endorsements
tended to have higher sourced revenue. Skill endorsements
also related to sourced revenue above and beyond general mental
ability and personality factors.
John E. Buckner, V,
john.buckner.v@gmail.com
26
Rachel C. Dreibelbis, 2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
104. Poster: 12:30PM–1:20PM Riverwalk
Make That Data Count: Exploring Overlooked Behavior in Multimedia Simulations
Increased use of multimedia assessments has allowed organizations
to collect behavioral data on applicants beyond traditional predictors of
performance. This study examines the usefulness of this type of trace data
by exploring the relationship between automatically collected behaviors and
personality, cognitive ability, and task performance in a multimedia simulation.
Rachel C. Dreibelbis, rdreibelbis@mail.usf.edu
27
Daniel A. Gandara2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
106. Poster: 12:30PM–1:20PM Riverwalk
Trainee Prior Video Game Experience: Scale Creation and Validation
Video games may serve as training media, meriting research into prior
video game experience (PVGE) effects. Current PVGE measures fail to
capture the full construct, thwarting effective research. This study developed
a PVGE measure. An initial scale was constructed, content validity
assessed, game genres defined, and construct validation examined with
a sample with various game experiences.
Daniel A. Gandara, d.a.gandara@gmail.com
28
Joelene Goh2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
107. Poster: 12:30PM–1:20PM Riverwalk
Investigating the Role of Cognitive Load in Virtual World Training Programs
This field study investigated the role of cognitive load in optimizing training
programs taught in 2 Virtual Worlds. Participants were assigned to one of 2
conditions, and measures were taken from instructor ratings on on-site exercises.
Findings indicated nonsignificant group differences but resulted in higher
means across all variables for 1 condition, warranting further exploration.
Joelene Goh,
joelene.goh@knights.ucf.edu
29
Chad C. Parson2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
117. Poster: 12:30PM–1:20PM Riverwalk
Wading Into Deep Waters: Exploring the Utility of Behavioral Data
in Work Simulations
With new assessment technologies enabling the collection of trace
behavioral data, research is needed to understand the utility of such
data for high-stakes decisions. This paper examines the relationships
between work style and trace data behavior, as driving at overall performance.
Results show trace data are significantly correlated with both
personality and important assessment outcomes.
Chad C. Parson, chad.parson@aon.com
30
Jessica R. Petor, 2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
119. Poster: 12:30PM–1:20PM Riverwalk
“Mobile First” Versus “PC First”: The Consequences of Assessment
Design on Outcomes
This study examined the impact of design (Mobile First or designed for
mobile device administration vs. designed for nonmobile device administration)
on test performance, reactions, and test completion across
device types. Results indicate that when applicants use mobile devices
on tests not designed for mobile devices, they have lower scores and
reactions but no completion differences.
Jessica R. Petor, M.S., jpetor@selectintl.com
31
Justin D. Purl2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
120. Poster: 12:30PM–1:20PM Riverwalk
Using Computer-Based Assessments to Measure Personality:
Reexamining Project A
Computer-based assessments (CAs) can vary on a range of characteristics
(e.g., delay times, stimuli). These characteristics may influence the
degree to which personality differences affect measurement. This study
involves a reanalysis of Project A psychomotor CAs, under hypothesized
conditions, to explore evidence for a personality trait effect.
Amanda J. Koch,
akoch@humrro.org
32
Elizabeth M. Short,2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
123. Poster: 12:30PM–1:20PM Riverwalk
Gamers at Work: Predicting Workplace Relevant Behaviors Across Domains
Organizations are increasingly gamifying various practices. One important
limitation of this may be the cross-domain generalizability of behaviors
between game play and workplace contexts. This study explores the
cross-domain generalizability of several important workplace constructs
including prosocial OCB behaviors, aggressive CWB behaviors, and
domain specific goal orientation.
Elizabeth M Short, lizzie.short0323@gmail.com
33
Julia Hylton Whitaker2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
127. Poster: 12:30PM–1:20PM Riverwalk
Cybervetting: Advancing Research With Theory Development
Although research on web-based preemployment screening (i.e., cybervetting)
is limited, much of what is known has been examined without
a theoretical basis. As such, the purpose of this paper is to describe
existing rater cognition theories and judgment and decision-making processes
that may serve as a starting point to examining this assessment
technique through a theoretical lens.
Amber N. Schroeder, amber.schroeder@uta.edu
34
Xu Zhu2018THURS-PMPoster Session
(Testing & Assessment/Technology/Withdrawal):
12:30PM–1:20PM Riverwalk
128. Poster: 12:30PM–1:20PM Riverwalk
I-O Content on Twitter: A Text Mining Approach
In order to detect the most current “hot topics” in I-O, the authors applied
a text mining approach on archival social media data from 7 top twitter
accounts in the I-O field using twinemachine (www.twinemachine.com)
and a series of computerized text mining tools such as MEH (Boyd,
2017) and RIOT Scan (Boyd, 2015).
Xu Zhu,
zxu2@pride.hofstra.edu
35
2018THURS-PM132. Panel Discussion: 1:30PM–2:50PM Chicago 8Technology and Workforce Health and Well-Being: Both a
Cause and a Cure?
This session presents practitioner and academic perspectives on the
role of technology in both perpetuating and resolving workplace stress
and the associated individual and organizational health outcomes.
Attendees are invited to participate in strategizing future research
directions and best practices for using technology solutions as part of
organizational health and well-being initiatives.
Amy C. Pytlovany,
pyt@pdx.edu
36
2018THURS-PM133. Panel Discussion: 1:30PM–2:50PM Chicago 9Where I-O Meets IT: Securing Talent Data in the Age of
Breaches, Hacks, and Leaks
This session will explore the role that I-O psychologists play in safeguarding
talent data within organizations. The panelists will address
questions related to physical security concerns and how the risk of data
breaches can be mitigated. In addition, issues related to privacy and
how talent data can and should be shared within organizations and
across national borders will be discussed.
Jocelyn M. Hays, Jhays@hoganassessments.com
37
Kristie L. McAlpine2018THURS-PMPoster Session (Work–Family): 1:30PM–2:20PM Riverwalk158. Poster: 1:30PM–2:20PM Riverwalk
Not all Telework Is Created Equal: A Closer Look at the Nature of Telework
This study examined important contextual issues regarding telework, including
the way employees became teleworkers, their distance from the office, their
tenure teleworking, and telework norms in their teams. These issues impact
psychological outcomes, such as work–family conflict, isolation, and autonomy,
and in turn, turnover intentions, job satisfaction, and organizational knowledge.
Kristie L. McAlpine,
kmcalp@msu.edu
38
Ryan Miller2018THURS-PMPoster Session (Work–Family): 1:30PM–2:20PM Riverwalk161. Poster: 1:30PM–2:20PM Riverwalk
Electronic Overtime: The Effects of Technology Use for Work and After-Hours Practices
Researchers examined the relationship between aspects of communication
technology usage (CTU), work–life balance (WLB), autonomy,
job boundary control (JBC), and job satisfaction. Findings indicate that
although WLB accounted for a majority of the variance in job satisfaction
(r2 = .31), workers autonomy, JBC, and frequency of CTU significantly predicted additional variance (r2 = .41).
Ryan Miller,
ryamiller@valdosta.edu
39
Frederick R. Stilson, TalentQuest, Presenter
Gina M. Bufton, Georgia Institute of Technology, Presenter
2018THURS-PM175. Master Tutorial: 1:30PM–2:50PM Sheraton 4Data Wrangling Using R, RStudio, and PythonThis interactive session will serve as an introduction to the process of
data wrangling using R followed by a repeat of the procedures in Python
to serve as a stepping stone for those interested in learning both languages.
If you plan on following along, please bring a laptop computer
with R, RStudio, and Anaconda already loaded. Files will be available
from https://github.com/RobStilson.
Frederick R. Stilson, robstilson@gmail.com
40
2018THURS-PM177. Panel Discussion: 1:30PM–2:50PM StreetervilleApplications of Artificial Intelligence by PractitionersI-Os are now in the midst of an artificial intelligence (AI) revolution with the
rapid proliferation of AI products and services being offered to organizations.
Panelists will discuss how AI is being applied in the areas of hiring, training,
customer service, performance management, diversity,
employee surveys, and employee wellness. The benefits
and precautions of AI will be debated.
Romella J. El Kharzazi, me@romella.xyz
41
2018THURS-PM184. Alternative Session Type with Presenters
3:30PM–4:50PM Chicago 9
Research Methods for Healthcare Teams: Technology,
Opportunities, and Lessons Learned
Teams are the norm in the complex healthcare environments. This
IGNITE + Panel hybrid highlights novel, unobtrusive methods for understanding
action team phenomena, including physiological monitoring,
behavioral coding and computational modeling applied to healthcare.
Lessons learned and best practices for implementation are discussed
Maureen E. McCusker,
mem66@vt.edu
42
Richard Johnson, 2018THURS-PM188. Symposium/Forum: 3:30PM–4:50PM Huron 3
What You Need to Know Now: Law, Diversity, Technology, Selection, Leadership Updates
Technology and the Changing Nature of Human ResourcesThis symposium provides updates on 5 major areas of I-O psychology
that have rapidly changed over the past 10 years: EEOC law interpretations,
managing diversity, technology’s impact on human resources,
trends in employee selection and a network perspective on leadership
development. Papers cover recent changes, suggestions for future
research and recommendations for practice.
Lisa Baranik,
lbaranik@gmail.com
43
Kristin L. Cullen-Lester,2018THURS-PM188. Symposium/Forum: 3:30PM–4:50PM Huron 5
What You Need to Know Now: Law, Diversity, Technology, Selection, Leadership Updates
Incorporating Social Networks Into Leadership Development: A Critical EvaluationThis symposium provides updates on 5 major areas of I-O psychology
that have rapidly changed over the past 10 years: EEOC law interpretations,
managing diversity, technology’s impact on human resources,
trends in employee selection and a network perspective on leadership
development. Papers cover recent changes, suggestions for future
research and recommendations for practice.
Lisa Baranik,
lbaranik@gmail.com
44
2018THURS-PM189. Community of Interest: 3:30PM–4:20PM MayfairI-O and Job Automation: Implications for the Future of WorkAccording to a famous study, nearly half of U.S. jobs could be automat- ed. In this COI, attendees discuss practical and psychological impacts
of job automation for organizations and their employees. Also, they will
discuss how I-O can contribute to understanding, measuring, and devel- oping the future of work. Attendees are invited to an interactive session
with both practitioners and researchers.
Katharine R. O’Brien, katharine.r.obrien@gmail.com
45
A. James Illingworth, Geode People, Inc., Chair
Betsir G. Zemen, Co-Chair
Reece Akhtar, RHR International, Panelist
Matt C. Howard, University of South Alabama, Panelist
David J. Lux, Georgia-Pacific, Panelist
Kizzy M. Dominguez, K. Parks Consulting Inc. (KPC), Panelist
2018THURS-PM190. Panel Discussion: 3:30PM–4:50PM Michigan A The Future Is Now: Virtual Reality in OrganizationsThere is growing interest in I-O psychology about applying virtual reality (VR)
technology in organizations, but very few empirical or practical resources
available to provide guidance. This panel brings together I-O scientist–practitioners
to discuss the use of VR in organizations, including current applications,
implementation challenges, research needs, and future directions.
Betsir G. Zemen, bzemen@knights.ucf.edu
46
Nathan J. Mondragon,2018THURS-PM192. Alternative Session Type with multiple papers:
3:30PM–4:50PM Ontario
Paving Two-Way Streets: Digital Dyads to Drive Technology Research and Practice
Technological Platforms for Recruitment and Selection InterviewsThis symposium mashes up researcher–practitioner dyads at the leading
edge of 3 technology topics—recruitment and selection, workplace automation,
and training gamification—to illustrate techniques and tactics
for bridging science and practice. Approaches for bidirectional success
crafting research that informs practice (R2P) and practice that shapes
new research questions (P2R) are provided.
Tiffany R. Poeppelman, tiffanyripley@gmail.com
47
Jenna C. Shapiro, 2018THURS-PM192. Alternative Session Type with multiple papers:
3:30PM–4:50PM Ontario
Paving Two-Way Streets: Digital Dyads to Drive Technology Research and Practice
Workplace AutomationThis symposium mashes up researcher–practitioner dyads at the leading
edge of 3 technology topics—recruitment and selection, workplace automation,
and training gamification—to illustrate techniques and tactics
for bridging science and practice. Approaches for bidirectional success
crafting research that informs practice (R2P) and practice that shapes
new research questions (P2R) are provided.
Tiffany R. Poeppelman, tiffanyripley@gmail.com
48
Michael B. Armstrong,2018THURS-PM192. Alternative Session Type with multiple papers:
3:30PM–4:50PM Ontario
Paving Two-Way Streets: Digital Dyads to Drive Technology Research and Practice
Learning Technology and GamificationThis symposium mashes up researcher–practitioner dyads at the leading
edge of 3 technology topics—recruitment and selection, workplace automation,
and training gamification—to illustrate techniques and tactics
for bridging science and practice. Approaches for bidirectional success
crafting research that informs practice (R2P) and practice that shapes
new research questions (P2R) are provided.
Tiffany R. Poeppelman, tiffanyripley@gmail.com
49
Kevin A. Field2018THURS-PMPoster Session (Careers/Research Methods):
3:30PM–4:20PM Riverwalk
198. Poster: 3:30PM–4:20PM Riverwalk
Suggested Methods for Use of the Amazon MTurk Platform for
Aptitude Test Development
The Amazon Turk crowdsourcing platform was used to support a successful
development phase of a battery of cognitive ability (aptitude) tests. Compared
to traditional alternatives, workers provided a greater amount of complete,
high quality data and at a lower cost. Test distributions and reliabilities were
comparable to that of offline participants who had completed similar tests.
Kevin A. Field,
kfield6@gmail.com
50
Paige E. Hartman,2018THURS-PMPoster Session (Careers/Research Methods):
3:30PM–4:20PM Riverwalk
201. Poster: 3:30PM–4:20PM Riverwalk
MTurk as a Viable Source for Organizational and Occupational
Health Research
This poster examined the viability of using Amazon’s Mechanical Turk
(MTurk) workers for research by assessing their labor market characteristics
and other organizational and occupational health variables in
a multiwave study. Findings indicated that workers come from diverse
labor markets, and effect size magnitudes provide evidence for attaining
reliable and stable data from MTurk.
Paige E. Hartman, paigehartman@auburn.edu
51
Kathleen E. Hall2018THURS-PMPoster Session (Diversity & Inclusion/Emotions):
4:30PM–5:20PM Riverwalk
236. Poster: 4:30PM–5:20PM Riverwalk
Computationally Modeling Emotional Contagion in a Group With a Leader
Emotional contagion is conceptualized as a circular process that can
spread like a disease. Unfortunately, this translates into a system with
runaway behavior. To address this shortcoming, a computational model
was created to represent emotional contagion within a system of controlling
processes. Simulations of the model confirmed the viability of the
theory rather than runaway behavior.
Kathleen E. Hall,
kh350912@ohio.edu
52
2018THURS-PM262. Alternative Session Type with Presenters
5:00PM–5:50PM Chicago 7
Life in the Network: From People Analytics to Relational AnalyticsThis IGNITE session presents 5 topics, each touching on a specific
issue describing how relational analytics or network data offers new
insights on human behavior in the workplace. Presenters draw from
diverse backgrounds across management, I-O psychology, communication,
and engineering to ignite their perspectives on this exciting issue.
Jacqueline Ng, jacqueline.ng@northwestern.edu
53
2018FRI-AM294. Panel Discussion: 8:00AM–8:50AM Gold Coast Are the Robots Taking Over? Assessments in the Digital AgeOrganizations across all industries are being transformed by digital
technologies. This panel assembles assessment practitioners to share
perspectives on changes in assessments: (a) assessing differently with
new techniques, (b) new digital methods for assessment research and
validation, and (c) what to assess to support the changing workplace.
Amanda Klabzuba, shipman.amanda@gmail.com
54
2018FRI-AM295. Friday Seminar: 8:00AM–11:00AM HuronFriday Seminar 1: Crash Course in R Basics
PREREGISTRATION AND ADDITIONAL FEE REQUIRED.
The open-source language R has emerged as one of the dominant tools
for statistical analyses. In this hands-on seminar, attendees work with
R-Studio and learn fundamental skills such as bringing in data from a
variety of formats. Also covered will be concepts such as libraries and
workspaces, and performing basic analyses.
Ashley L. McIntyre, Ashley.L.Mcintyre@gmail.com
55
2018FRI-AM298. Friday Seminar: 8:00AM–11:00AM OntarioFriday Seminar 2: How to Conduct Organizational Network
Analysis to Understand Talent
PREREGISTRATION AND ADDITIONAL FEE REQUIRED.
This seminar explores the use of organizational network analysis to
create statistical and technical models that describe communication and
social networks in organizations. Learn about different types, analytical
techniques, plan for tactical execution, and how to sell business leaders
on utilizing this method! Real organizational examples provided.
Nate T. Dvorak, nathaniel.dvorak@gmail.com
56
Reece Akhtar,2018FRI-AM300. Symposium/Forum: 8:00AM–9:20AM Sheraton 2
Using Natural Language Processing to Measure Psychological Constructs
Developing LIWC-Based Models of Hogan Personality ScalesNatural language processing (NLP) is a family of data science techniques
used to extract meaning from text. I-Os are using NLP in a
variety of contexts. This session joins academics and practitioners in the
assessment context to discuss what constructs can be measured with
NLP, how/why these constructs can be measured, and the pros/cons of
using them versus traditional measurements.
Michael B. Armstrong, marms018@odu.edu
57
Alexis A. Fink,2018FRI-AM300. Symposium/Forum: 8:00AM–9:20AM Sheraton 2
Using Natural Language Processing to Measure Psychological Constructs
Natural Language Processing for Skills ExtractionNatural language processing (NLP) is a family of data science techniques
used to extract meaning from text. I-Os are using NLP in a
variety of contexts. This session joins academics and practitioners in the
assessment context to discuss what constructs can be measured with
NLP, how/why these constructs can be measured, and the pros/cons of
using them versus traditional measurements.
Michael B. Armstrong, marms018@odu.edu
58
Elena Auer, 2018FRI-AM300. Symposium/Forum: 8:00AM–9:20AM Sheraton 2
Using Natural Language Processing to Measure Psychological Constructs
Measuring Impression Management Using Natural Language ProcessingNatural language processing (NLP) is a family of data science techniques
used to extract meaning from text. I-Os are using NLP in a
variety of contexts. This session joins academics and practitioners in the
assessment context to discuss what constructs can be measured with
NLP, how/why these constructs can be measured, and the pros/cons of
using them versus traditional measurements.
Michael B. Armstrong, marms018@odu.edu
59
Cameron Brown,2018FRI-AM300. Symposium/Forum: 8:00AM–9:20AM Sheraton 2
Using Natural Language Processing to Measure Psychological Constructs
Validity Evidence for Using Text Analytics to Assess ConscientiousnessNatural language processing (NLP) is a family of data science techniques
used to extract meaning from text. I-Os are using NLP in a
variety of contexts. This session joins academics and practitioners in the
assessment context to discuss what constructs can be measured with
NLP, how/why these constructs can be measured, and the pros/cons of
using them versus traditional measurements.
Michael B. Armstrong, marms018@odu.edu
60
Nathan J. Mondragon, HireVue, Chair
Lindsey Zuloaga, HireVue, Inc., Presenter
2018FRI-AM302. Master Tutorial: 8:00AM–9:20AM Sheraton 4Natural Language Processing: Using Data
Science to Extract Meaning From Text
This session will dive into natural language processing (NLP) by starting
with the basics. Attendees will get an overview of the history of this field
and an understanding of the underlying techniques and the justifications
behind them. Although a complex topic, this tutorial will be adjusted to
optimally benefit a general I-O psychology audience.
Lindsey Zuloaga,
lzuloaga@hirevue.com
61
Lu Zheng,2018FRI-AM308-338. Poster Session (Personality):
8:30AM–9:20AM Riverwalk
338. Poster: 8:30AM–9:20AM Riverwalk
Predicting Personalities From Social Media Word Use
The purpose of this review paper is to summarize the evidence that links
word usage to personality traits. Authors summarized findings and main
methods of social media studies that focus on how social media word
usage could predict users’ personality traits. Future research directions,
practical implications, and ethical concerns are discussed.
Lu Zheng,
lzz0025@auburn.edu
62
2018FRI-AM340. Special Event: 10:00AM–11:20AM Chicago 6
SIOP Select: A SIOP Machine Learning
Competition: Learning by DoingThis special session will summarize the pilot test of a novel way for annually
educating SIOP’s membership about advances in machine learning.
In advance of the conference, we provided a dataset to several
“teams” of I-Os across academe and practice, and hosted a competition
to build the most generalizable prediction model. During the session, top
performing teams will describe their approaches.
Dan J. Putka,
dputka@humrro.org
63
2018FRI-AM342. Panel Discussion: 10:00AM–11:20AM Chicago 8Due for an Upgrade? The Future of I-O Psychology and HR in the Digital EraIn response to the rapid acceleration of globalization and technology,
organizations today are recognizing the need to “go digital.” I-O and HR
have the opportunity to play an even greater strategic role in the new
digital era by influencing how people, systems, and jobs are leveraged to
meet these demands. This session will explore challenges and opportunities
facing the field in the digital era.
Raphael Y. Prager, prager.rafi@gmail.com
64
Cynthia A. Hedricks, 2018FRI-AM346. Symposium/Forum: 10:00AM–11:20AM Gold Coast
Using Text Analytics to Advance Understanding of Workplace Behavior and Outcomes
Qualitative Feedback From Job References and Nurse Turnover Within the First YearThis symposium outlines several use cases of text analytics within organizational
settings. Four papers apply text mining to address various topics,
including understanding social networks, gathering insights from satisfaction
and training surveys, assessing turnover using prehire reference feedback,
and evaluating the construct validity of performance appraisal narratives
Andrew Speer,
speer1ab@gmail.com
65
Anthony S. Colaneri,2018FRI-AM346. Symposium/Forum: 10:00AM–11:20AM Gold Coast
Using Text Analytics to Advance Understanding of Workplace Behavior and Outcomes
Tweeting Negative Ties: A Linguistic Analysis and Typology of Dyadic Relational ChangeThis symposium outlines several use cases of text analytics within organizational
settings. Four papers apply text mining to address various topics,
including understanding social networks, gathering insights from satisfaction
and training surveys, assessing turnover using prehire reference feedback,
and evaluating the construct validity of performance appraisal narratives
Andrew Speer,
speer1ab@gmail.com
66
Andrew Speer,2018FRI-AM346. Symposium/Forum: 10:00AM–11:20AM Gold Coast
Using Text Analytics to Advance Understanding of Workplace Behavior and Outcomes
Quantifying With Words: Validity of Narrative-Derived Performance Scores
This symposium outlines several use cases of text analytics within organizational
settings. Four papers apply text mining to address various topics,
including understanding social networks, gathering insights from satisfaction
and training surveys, assessing turnover using prehire reference feedback,
and evaluating the construct validity of performance appraisal narratives
Andrew Speer,
speer1ab@gmail.com
67
Sayeedul Islam, 2018FRI-AM346. Symposium/Forum: 10:00AM–11:20AM Gold Coast
Using Text Analytics to Advance Understanding of Workplace Behavior and Outcomes
Two Use Cases of Text Analytics: Academic and Applied Text AnalysisThis symposium outlines several use cases of text analytics within organizational
settings. Four papers apply text mining to address various topics,
including understanding social networks, gathering insights from satisfaction
and training surveys, assessing turnover using prehire reference feedback,
and evaluating the construct validity of performance appraisal narratives
Andrew Speer,
speer1ab@gmail.com
68
Archana Manapragada, 2018FRI-AMPoster Session (Health & Safety): 10:00AM–11:20AM
Riverwalk
372. Poster: 10:00AM–10:50AM Riverwalk
Examining Work-Related Email Use After Hours and Employee Burnout
This paper examines the relationship between work-related email (WRE)
use after hours and employee burnout. Results showed that WRE use
after hours has a negative relationship with cynicism and reduced personal
accomplishment (RPA). In addition, voluntariness was found to moderate
WRE use after hours’ relationships with emotional exhaustion and RPA.
Archana Manapragada, amana008@fiu.edu
69
Danielle R. Wald, 2018FRI-AMPoster Session (Health & Safety): 10:00AM–11:20AM
Riverwalk
379. Poster: 10:00AM–10:50AM Riverwalk
Buffering Effects of Relational Uncertainty on Perceived Cyber Incivility
The cyber incivility–CWB relationship was examined in a moderated-mediation
model with self-esteem as a mediator and supervisor relational
uncertainty as a moderator. Results indicated a positive cyber incivility–
CWB relationship, through self-esteem degradation. Relational uncertainty
moderated both direct and indirect relationships, with high levels of
relational uncertainty acting as a buffer.
Danielle R. Wald, DanielleRWald@gmail.com
70
James C. Meaden, 2018FRI-AM386. Symposium/Forum: 10:00AM–11:20AM StreetervilleApplication-Based Text Analysis as a Complement to Psychometric AssessmentsRecent advancements in text analytics now allow I-O psychologists to
capitalize on text data in organizations to develop new insights about
workplace issues. This session features 4 studies exploring new applications
of text analytics to predict work outcomes, infer applicant personality
traits, evaluate employee–job fit, and assess candidate alignment with
future strategic needs
Austin Carter,
Austin.Carter@knights.ucf.edu
71
Jinyan Fan,2018FRI-AM386. Symposium/Forum: 10:00AM–11:20AM StreetervilleExamining Criterion Validity of Self-Reported and Machine-Inferred Personality ScoresRecent advancements in text analytics now allow I-O psychologists to
capitalize on text data in organizations to develop new insights about
workplace issues. This session features 4 studies exploring new applications
of text analytics to predict work outcomes, infer applicant personality
traits, evaluate employee–job fit, and assess candidate alignment with
future strategic needs
Austin Carter,
Austin.Carter@knights.ucf.edu
72
Ken Lahti, 2018FRI-AM386. Symposium/Forum: 10:00AM–11:20AM StreetervilleAssessment of Job Fit With Text AnalyticsRecent advancements in text analytics now allow I-O psychologists to
capitalize on text data in organizations to develop new insights about
workplace issues. This session features 4 studies exploring new applications
of text analytics to predict work outcomes, infer applicant personality
traits, evaluate employee–job fit, and assess candidate alignment with
future strategic needs
Austin Carter,
Austin.Carter@knights.ucf.edu
73
Michael C. Campion, 2018FRI-AM386. Symposium/Forum: 10:00AM–11:20AM StreetervilleUsing Text Mining to Identify and Quantify Strategically Aligned Applicant BrandsRecent advancements in text analytics now allow I-O psychologists to
capitalize on text data in organizations to develop new insights about
workplace issues. This session features 4 studies exploring new applications
of text analytics to predict work outcomes, infer applicant personality
traits, evaluate employee–job fit, and assess candidate alignment with
future strategic needs
Austin Carter,
Austin.Carter@knights.ucf.edu
74
Xiao Deng2018FRI-AMPoster Session (Job Attitudes): 11:00AM–11:50AM
Riverwalk
400. Poster: 11:00AM–11:50AM Riverwalk
The Curvilinear Influence of Social Embeddedness on Virtual Community Participation
Based on social network theory, this paper finds community members’
social embeddedness in virtual community has a curvilinear (i.e.
inverted U-shaped) effect on their participation behaviors via perceived
autonomy. Besides, community member instability can moderate the
relationship between members’ social embeddedness and community
participation behaviors.
Xiao Deng,
deng_xiao@yeah.net
75
Xiaohong Xu2018FRI-AMPoster Session (Job Attitudes): 11:00AM–11:50AM
Riverwalk
418. Poster: 11:00AM–11:50AM Riverwalk
Social Contagion: Social Network Ties Influence Coworkers’
Job-Related Attitudes
Social information processing theory and social learning theory suggest
that network ties shape employees’ attitudes. Results of social network
analyses of data from 118 university employees indicated teaching ties
were significantly related to the similarity in job satisfaction, suggesting
the existence of social contagion between connected employees.
Xiaohong Xu,
redlittle1983@gmail.com
76
2018FRI-AM422. Panel Discussion: 11:30AM–12:50PM Chicago 8Data Dream Team: How and Why I-O Psychologists and Data
Scientists Collaborate
This session focuses on how and why I-O psychologists and data
scientists collaborate, the benefits, and the challenges. By determining
how the 2 fields can help each other and work together, both can have
a better view and response to using data to solve workplace issues.
Panelists from both fields will discuss best practices and lessons learned
from their organizations and experiences.
Stephanie J. Sands, stephanie@solvetalent.com
77
2018FRI-AM434. Master Tutorial: 11:30AM–12:50PM Sheraton 4Machine Learning in R: A Tutorial and Jam SessionMachine learning algorithms are increasingly being used by organizations
for workplace decision making. This tutorial introduces the
fundamentals of machine learning (using R) before attendees are split
into small groups to practice with a classic dataset.
Allen P Goebl,
Goebl005@umn.edu
78
Ashlyn Lowe, 2018FRI-AM435. Symposium/Forum: 11:30AM–12:50PM Sheraton 5
Big Data Acquisition: Web Scraping, APIs, Sociometric Badges, Corporate E-mails
Web Scraping and Data Wrangling: Overcoming Big Data ChallengesBig data offers organizational scientists an opportunity to undertake
comprehensive investigations of psychological constructs, phenomena,
and processes in primary research. The presentations in this symposium
discuss 4 different methods (web scraping, APIs, sociometric
badges, corporate e-mails) of acquiring big data for the purposes of
investigating questions of organizational interest.
Goran Kuljanin,
gkuljani@depaul.edu
79
Benjamin S. Listyg, 2018FRI-AM435. Symposium/Forum: 11:30AM–12:50PM Sheraton 5
Big Data Acquisition: Web Scraping, APIs, Sociometric Badges, Corporate E-mails
APIs and Big Data: Web Access to Organizational DatabasesBig data offers organizational scientists an opportunity to undertake
comprehensive investigations of psychological constructs, phenomena,
and processes in primary research. The presentations in this symposium
discuss 4 different methods (web scraping, APIs, sociometric
badges, corporate e-mails) of acquiring big data for the purposes of
investigating questions of organizational interest.
Goran Kuljanin,
gkuljani@depaul.edu
80
Steve W. J. Kozlowski, 2018FRI-AM435. Symposium/Forum: 11:30AM–12:50PM Sheraton 5
Big Data Acquisition: Web Scraping, APIs, Sociometric Badges, Corporate E-mails
Targeted Big Data: Team Interaction SensorsBig data offers organizational scientists an opportunity to undertake
comprehensive investigations of psychological constructs, phenomena,
and processes in primary research. The presentations in this symposium
discuss 4 different methods (web scraping, APIs, sociometric
badges, corporate e-mails) of acquiring big data for the purposes of
investigating questions of organizational interest.
Goran Kuljanin,
gkuljani@depaul.edu
81
Tara Brown, 2018FRI-AM435. Symposium/Forum: 11:30AM–12:50PM Sheraton 5
Big Data Acquisition: Web Scraping, APIs, Sociometric Badges, Corporate E-mails
Harnessing the Power of Communication: Layering Multiple Big Data SourcesBig data offers organizational scientists an opportunity to undertake
comprehensive investigations of psychological constructs, phenomena,
and processes in primary research. The presentations in this symposium
discuss 4 different methods (web scraping, APIs, sociometric
badges, corporate e-mails) of acquiring big data for the purposes of
investigating questions of organizational interest.
Goran Kuljanin,
gkuljani@depaul.edu
82
Trevor D. McGlochlin2018FRI-PMPoster Session (Global/Personality/Coaching/Justice/Attitudes):
12:00PM–12:50PM Riverwalk
459. Poster: 12:00PM–12:50PM Riverwalk
Mobile Test Takers: Usage Rates by Country
The focus of this study is to better understand mobile device testing across
countries. Authors examine similarities between country wealth, consumer
sharing data by device, and devices used to complete selection assessments.
There was a significant positive correlation between mobile device
consumers and mobile device assessment users (r = .53, p = .03).
Trevor D. McGlochlin, tmcglochlin@selectintl.com
83
William D. Spangler, 2018FRI-PMPoster Session (Global/Personality/Coaching/Justice/Attitudes):
12:00PM–12:50PM Riverwalk
467. Poster: 12:00PM–12:50PM Riverwalk
Measuring Leader Personality: Proxy Variables Versus Computerized Content Analysis
Measuring CEO personality is difficult because CEOs are not accessible.
Therefore, researchers use proxy variables, though they have
limitations. This poster proposes that computerized content analysis
of CEO interviews provides a more valid measure of hard-to-measure
leader characteristics than commonly used proxy variables. Results from
study of CEO grandiose narcissism support this claim.
Kristin L. Sotak, kristinlee333@gmail.com
84
2018FRI-PM470. Alternative Session Type with Presenters:
12:00PM–12:50PM Superior A
Working, Leading and Learning Virtually: Storytelling and
Roundtable Discussion
Telecommuting continues to rise, and global, virtual teams are becoming
the norm. However, there are mixed reviews on the effectiveness of this
virtual work context. Four I-O practitioners from John Deere, PepsiCo,
Cisco and Infor will share stories of enabling virtual leaders, learners,
and the broader workforce through a highly interactive format to stimulate
best practice sharing.
Victoria J. Smoak, Victoria.Smoak@pepsico.com
85
2018FRI-PM471. Master Tutorial: 1:00PM–2:20PM Chicago 6Social Media Use in Selection: The Promise,
Pitfalls, Policies, and Legal Protections
Social media use in selection is a common HR practice. There are,
however, issues with its reliability, validity, and legality, which organizational
policies can address. This multidisciplinary session will explore
the changing landscape of social media in selection. The promise and
pitfalls, recent case law, and suggest language for selection policies and
training methods will be discussed.
Gordon B. Schmidt, schmi306@gmail.com
86
Muriel G. Clauson, 2018FRI-PM472. Symposium/Forum: 1:00PM–2:20PM Chicago 7
Technological Job Disruptions: The Role of IndustrialOrganizational Psychology
Exponential Technological Disruption and Opportunity: An I-O PerspectiveIndustrial-organizational psychologists have yet to substantially contribute
to the discussion on technological job disruption, despite the growing
importance of technology’s impact on workers and constructs often
examined in I-O. This symposium illustrates the need for I-O psychologists,
highlights relevant theories, and reviews initial research in order to
move this discussion forward.
Muriel G. Clauson, mgclauson@gmail.com
87
Gina M. Bufton, 2018FRI-PM472. Symposium/Forum: 1:00PM–2:20PM Chicago 7
Technological Job Disruptions: The Role of IndustrialOrganizational Psychology
The Role of Automation in the Experience of Agency in WorkIndustrial-organizational psychologists have yet to substantially contribute
to the discussion on technological job disruption, despite the growing
importance of technology’s impact on workers and constructs often
examined in I-O. This symposium illustrates the need for I-O psychologists,
highlights relevant theories, and reviews initial research in order to
move this discussion forward.
Muriel G. Clauson, mgclauson@gmail.com
88
Mike Morrison, 2018FRI-PM472. Symposium/Forum: 1:00PM–2:20PM Chicago 7
Technological Job Disruptions: The Role of IndustrialOrganizational Psychology
The Psychological Case for Utopia: Toward an Optimistic Future of WorkIndustrial-organizational psychologists have yet to substantially contribute
to the discussion on technological job disruption, despite the growing
importance of technology’s impact on workers and constructs often
examined in I-O. This symposium illustrates the need for I-O psychologists,
highlights relevant theories, and reviews initial research in order to
move this discussion forward.
Muriel G. Clauson, mgclauson@gmail.com
89
William L. McLane,2018FRI-PM472. Symposium/Forum: 1:00PM–2:20PM Chicago 7
Technological Job Disruptions: The Role of IndustrialOrganizational Psychology
Liberation or Limitation: Technology-Driven Job Disruption and Worker MotivationIndustrial-organizational psychologists have yet to substantially contribute
to the discussion on technological job disruption, despite the growing
importance of technology’s impact on workers and constructs often
examined in I-O. This symposium illustrates the need for I-O psychologists,
highlights relevant theories, and reviews initial research in order to
move this discussion forward.
Muriel G. Clauson, mgclauson@gmail.com
90
2018FRI-PM476. Panel Discussion: 1:00PM–2:20PM ErieUsing Social Network Analysis to Understand Complex TeamsTeams today are increasingly adopting complicated structures (e.g., virtual,
multiple memberships), and I-O scholars lack the appropriate tools to model
this complexity and interdependence. The goal of this panel is to discuss the
theoretical and methodological approaches for using social network analysis
as one way to understand complex teams and organizational systems.
Ketaki Sodhi,
ks225@zips.uakron.edu
91
2018FRI-PM511. Panel Discussion: 1:00PM–2:20PM Sheraton 1Invisible Eye or Helping Hand? The Present and Future of
Organizational Surveillance
Surveillance is a rapidly changing and ubiquitous feature of many organizations.
New surveillance practices may change our understanding of performance,
motivation, and well-being, in addition to having adverse or positive
effects on workers. This panel brings together experts to discuss the current
state of knowledge on surveillance and offer predictions for the future.
David L. Tomczak, davetomczak@gwu.edu
92
2018FRI-PM514. Master Tutorial: 1:00PM–2:20PM Sheraton 4Quantitative and Qualitative Data Preparation for Machine
Learning Applications
Machine learning algorithms can be used to dissect, analyze, and reveal
insights from data. This tutorial illustrates data processing techniques
that help to prepare both quantitative and qualitative data to be used for
machine learning applications.
Mengqiao Liu, mengqiao.liu@ddiworld.com
93
Connie R. Wanberg,2018FRI-PM516. Symposium/Forum: 1:00PM–2:20PM Streeterville 4
New Frontiers of Professional Networking Research
Learning to Network During Job Search: Effects of an Online Training ProgramAlthough professional networking is lauded as an essential professional
activity, little research investigates the networking phenomenon itself.
The papers in this symposium offer novel approaches to investigating
professional networking, shedding light on emergent issues, such as
motivations for networking, the utility of networking for job search, and
how people experience networking events.
Caitlin M Porter,
caitlinmporter@gmail.com
94
2018FRI-PM520. Special Event: 3:00PM–3:50PM Chicago 6SIOP Select: SIOP Virtual Debate: Have We Lost Our Way?Do you have something to say about the future of I-O, but you’re not
sure how to make your voice heard? Two teams will debate with live
real-time input from audience via Twitter. Debate hosts will respond to
Twitter questions and synthesize points made by virtual participants.
This session opens the debate to everyone, encouraging participation
and creating the opportunity for unusual candor.
Levi R. Nieminen, levi.nieminen@betterup.co
95
2018FRI-PM522. Alternative Session Type with Presenters
3:00PM–3:50PM Chicago 9
Employee Selection Systems in 2028: Experts Debate if Our
Future Bot or Not?
Five presenters and the audience will participate in a moderated contest/
debate with the goal of forming a consensus on what employee selection
will look like in 2028. Presenters will share their vision for the role artificial
intelligence will play in future hiring processes. The moderator will then lead
a structured debate and poll gauging if I-Os feel our future will be “bot or not.”
Charles A. Handler, chandler@rocket-hire.com
96
Andrea M. Bizarro, JetBlue Airways, Coordinator
Dusty Folwarczny, The Ink Factory, Presenter
2018FRI-PM526. Friday Seminar: 3:00PM–6:00PM HuronFriday Seminar 5: Creating Dynamic Data Visualizations Through Visual Note TakingPREREGISTRATION AND ADDITIONAL FEE REQUIRED. Creative and dynamic data visualizations are powerful tools for I-O psychologists
and HR professionals. Often, consumers of I-O research are
not data savvy; therefore, tables and charts may not have the desired
impact. This seminar will expand creative toolkits and introduce the art of
visual note taking, applying this skill to data visualization.
Andrea M. Bizarro, andrea.bizarro@jetblue.com
97
2018FRI-PM528. Panel Discussion: 3:00PM–3:50PM Michigan AFormal Game-Based Assessments: Pitfalls and PromiseThis multidisciplinary panel will examine considerations in the application of
2 different game-based assessments, one for online evaluation of leadership
skills in the real estate industry and the other for use as broad-based
selection tool. Following a demonstration, the panel will discuss the challenges
and opportunities in the design and use of game-based assessment
Susan W. Stang,
sstang@psionline.com
98
Meredith R. Coats,2018FRI-PMPoster Session (Health & Safety/Motivation/Prosocial):
3:00PM–3:50PM Riverwalk
533. Poster: 3:00PM–3:50PM Riverwalk
Understanding Retention of High Potential Employees: Comparing
Survival Analysis Tech
Organizations are interested in selecting and retaining their high potential
employees and consequently invest valuable resources into their
selection and development. Unfortunately, many organizations see high
turnover rates for these employees. This study seeks to understand this
issue with a longitudinal data set and time-based analyses.
Meredith R. Coats, meredithcoats@gwmail.gwu.edu
99
Christopher T. Frost, 2018FRI-PM565. Symposium/Forum: 3:00PM–3:50PM Streeterville 1
Mobile First Design: The Key to Effective Mobile Cognitive Testing?
Demonstrating Equivalence of High-Fidelity Cognitive Measures on Mobile DevicesIn high-stakes cognitive ability testing, it is critical that candidates are
not advantaged or disadvantaged based on the type of device (e.g.,
smartphone, laptop) they use. This session presents 4 studies focused
on using mobile-first design principles to ensure minimal cognitive test
score differences between mobile and nonmobile test administration.
Sara Lambert Gutierrez, sara.gutierrez@cebglobal.com
100
Kyle Morgan, 2018FRI-PM565. Symposium/Forum: 3:00PM–3:50PM Streeterville 2
Mobile First Design: The Key to Effective Mobile Cognitive Testing?
The Quest for Equivalence: Mobile-First Working Memory AssessmentIn high-stakes cognitive ability testing, it is critical that candidates are
not advantaged or disadvantaged based on the type of device (e.g.,
smartphone, laptop) they use. This session presents 4 studies focused
on using mobile-first design principles to ensure minimal cognitive test
score differences between mobile and nonmobile test administration.
Sara Lambert Gutierrez, sara.gutierrez@cebglobal.com
101
Sara Lambert Gutierrez,2018FRI-PM565. Symposium/Forum: 3:00PM–3:50PM Streeterville 3
Mobile First Design: The Key to Effective Mobile Cognitive Testing?
Impact of Mobile-First Design on Equivalence for Cognitive TestsIn high-stakes cognitive ability testing, it is critical that candidates are
not advantaged or disadvantaged based on the type of device (e.g.,
smartphone, laptop) they use. This session presents 4 studies focused
on using mobile-first design principles to ensure minimal cognitive test
score differences between mobile and nonmobile test administration.
Sara Lambert Gutierrez, sara.gutierrez@cebglobal.com
102
Rachel T. King, 2018FRI-PM565. Symposium/Forum: 3:00PM–3:50PM Streeterville 4
Mobile First Design: The Key to Effective Mobile Cognitive Testing?
Exploring Reliability and Score Differences in a Mobile-First SimulationIn high-stakes cognitive ability testing, it is critical that candidates are
not advantaged or disadvantaged based on the type of device (e.g.,
smartphone, laptop) they use. This session presents 4 studies focused
on using mobile-first design principles to ensure minimal cognitive test
score differences between mobile and nonmobile test administration.
Sara Lambert Gutierrez, sara.gutierrez@cebglobal.com
103
2018FRI-PM569. Debate: 4:00PM–4:50PM Chicago 6Employee Surveys and New Technologies: Privacy and
Ethical Issues
Technology advances are changing the way employee surveys are
carried out, and new technologies have been developed to measure employee
attitudes and behaviors. There are potential privacy and ethical
issues with these new technologies. The purpose of this session is to
discuss/debate the role of I-O psychology in these new developments to
ensure continued professional and ethical practices.
Lise M. Saari,
Lise.Saari@nyu.edu
104
2018FRI-PM574. Panel Discussion: 4:00PM–4:50PM Gold CoastTechnology-Enhanced Assessment: An Expanding FrontierAssessment methods are evolving as organizations are adopting technology-enhanced
instruments (multimedia, simulations, games) to select,
develop and credential the next generation of talent. In this session,
a diverse panel of assessment experts will draw from their experience
and research to examine emerging assessment methods, issues and
opportunities for I-Os to guide practice in this area.
John A. Weiner,
jweiner@psionline.com
105
Sonia Cristina Codreanu2018FRI-PMPoster Session (Statistics/Organizational Performance):
4:00PM–5:20PM Riverwalk
581. Poster: 4:00PM–5:20PM Riverwalk
Validating a Machine Learning Algorithm for Measuring Cognitive Ability Using Games
Six cognitive games were developed as engaging alternatives measuring
cognitive ability in the general population. A Random Forest machine
learning algorithm was applied to score an array of gameplay behaviors.
Gameplay score was highly correlated with general cognitive ability (r= .76, p < .01). This demonstrates games can be developed as valid
measures of cognitive ability.
Sonia Cristina Codreanu, sonia.codreanu@yahoo.com
106
Stephanie C. Payne, Texas A&M University, 2018FRI-PM611. Symposium/Forum: 4:00PM–4:50PM Sheraton 3 1
The Influence of Technology on Human Resource Management
A Process Change Model: How eHRM Technology Capabilities Affect ProcessElectronic human resources management software programs offer a
host of capabilities that are adopted by organizations at a rate that science has struggled to match. This symposium presents 3 papers that consider the psychological
implications of these changes and illustrate where research should be
targeted in order to inform best practice.
Anjelica Marie Mendoza, amm19@email.tamu.edu
107
Sara A. Murphy, Wilfrid Laurier University, 2018FRI-PM611. Symposium/Forum: 4:00PM–4:50PM Sheraton 3 2
The Influence of Technology on Human Resource Management
The New Age of Recruitment: A Review of the E-Recruitment LiteratureElectronic human resources management software programs offer a
host of capabilities that are adopted by organizations at a rate that science has struggled to match. This symposium presents 3 papers that consider the psychological
implications of these changes and illustrate where research should be
targeted in order to inform best practice.
Anjelica Marie Mendoza, amm19@email.tamu.edu
108
Richard Johnson, University at Albany, SUNY2018FRI-PM611. Symposium/Forum: 4:00PM–4:50PM Sheraton 3 3
The Influence of Technology on Human Resource Management
A Review of Design Considerations in e-LearningElectronic human resources management software programs offer a
host of capabilities that are adopted by organizations at a rate that science has struggled to match. This symposium presents 3 papers that consider the psychological
implications of these changes and illustrate where research should be
targeted in order to inform best practice.
Anjelica Marie Mendoza, amm19@email.tamu.edu
109
614. Panel Discussion: 4:00PM–4:50PM StreetervilleHave a Hammer, but Need a Wrench? Creating Custom I-O ToolsIncreasing effi ciency through technology is a trend across businesses. I-O professionals also rely on technology that often does not fi t the unique needs of a project. In these scenarios, due to budget and time constraints, I-Os are faced with accepting undesirable compromises or producing unique solutions. The panel will focus on how panelists tailored software to specifi c project needs.Submitted by Laura N. Johnson, wall0540@umn.edu
110
2018FRI-PM627. Panel Discussion: 5:00PM–5:50PM Sheraton 4I-O Psychology and Data Science: Perspectives on Collaboration
From the Trenches
This session brings together I-O psychologists and data scientists
working together in multidisciplinary teams to discuss how they collaborate
on joint projects. The panel will explore the perspectives from both
disciplines and provide a window into the factors leading to effective
collaboration. The session will also discuss potential pitfalls and “lessons
learned” from this collaboration.
Scott Bedwell,
sbedwell08@gmail.com
111
2018SAT-AM635. Panel Discussion: 8:00AM–9:20AM Chicago 10Use of AI and EI in Organizational ApplicationsThis session will discuss applied, theoretical, and empirically grounded
insight about the manner in which artificial intelligence (AI) and emotional
intelligence (EI) can be used for decisions organizations make regarding
employees and customers. The discussion focuses on organizations’
use of behavioral data about human beings and the implications of its
use in organizational settings.
Richard A. Mendelson, RMendelson@KeiserUniversity.edu
112
Benjamin S. Listyg, University of South Florida, 2018SAT-AM636. Symposium/Forum: 8:00AM–9:20AM Erie 1
Comp Modeling for I-O: Applications in Selection, Motivation, Leadership, Teamwork
The Snowball Effect: How Error Accumulates in Sequential SystemsComputational modeling offers organizational scientists the opportunity
to gain scientific knowledge across multiple areas. This symposium
demonstrates the potential breadth of computational models by
providing applications in multiple hurdle selection systems, motivation
and multiple-goal pursuit, the dynamics of emergent leadership, and the
interaction of individual- and team-level behavior.
Michael T. Braun,
mtbraun@usf.edu
113
Hannah L. Samuelson, University of Maryland,2018SAT-AM636. Symposium/Forum: 8:00AM–9:20AM Erie 2
Comp Modeling for I-O: Applications in Selection, Motivation, Leadership, Teamwork
Derivation of Gain in a Hierarchical Multiple-Goal Pursuit ModelComputational modeling offers organizational scientists the opportunity
to gain scientific knowledge across multiple areas. This symposium
demonstrates the potential breadth of computational models by
providing applications in multiple hurdle selection systems, motivation
and multiple-goal pursuit, the dynamics of emergent leadership, and the
interaction of individual- and team-level behavior.
Michael T. Braun,
mtbraun@usf.edu
114
Goran Kuljanin, DePaul University,2018SAT-AM636. Symposium/Forum: 8:00AM–9:20AM Erie 3
Comp Modeling for I-O: Applications in Selection, Motivation, Leadership, Teamwork
Leadership and Teamwork Under Varying Task Environments: A Computational ExaminationComputational modeling offers organizational scientists the opportunity
to gain scientific knowledge across multiple areas. This symposium
demonstrates the potential breadth of computational models by
providing applications in multiple hurdle selection systems, motivation
and multiple-goal pursuit, the dynamics of emergent leadership, and the
interaction of individual- and team-level behavior.
Michael T. Braun,
mtbraun@usf.edu
115
Neal Outland, DePaul University2018SAT-AM636. Symposium/Forum: 8:00AM–9:20AM Erie 4
Comp Modeling for I-O: Applications in Selection, Motivation, Leadership, Teamwork
An Individual-Level Computational Model of Basketball Team DynamicsComputational modeling offers organizational scientists the opportunity
to gain scientific knowledge across multiple areas. This symposium
demonstrates the potential breadth of computational models by
providing applications in multiple hurdle selection systems, motivation
and multiple-goal pursuit, the dynamics of emergent leadership, and the
interaction of individual- and team-level behavior.
Michael T. Braun,
mtbraun@usf.edu
116
2018SAT-AM648. Panel Discussion: 8:00AM–9:20AM Superior BSocial Media for Employment Decisions: The Right, the
Wrong, and the Law
Organizations continue to use information from social media sites for employment
decisions. These practices present many legal challenges and still
generally lack empirical support. The purpose of this panel is to discuss recent
developments in terms of practical and legal implications of using social
media for employment decisions and to discuss areas for future research.
Kristl Davison, Kristl.davison@memphis.edu
117
2018SAT-AM697. Panel Discussion: 10:00AM–11:20AM HuronMake Assessment Boring Again: Have Game-Based
Assessments Become Too Much Fun?
Gamification is a growing area in selection assessment. This session
presents diverse perspectives from researchers and practitioners on
unique considerations for game-based assessments. Topics include: (a)
candidate experience and if fun is always better, (b) implementation issues
within roles and selection systems, and (c) advancing partnerships
between researchers and practitioners.
Morgan B. Showler,
showlerm@msu.edu
118
2018SAT-AM699. Symposium/Forum: 10:00AM–11:20A Michigan A 1
The Bleeding Edge of Measurement: Innovations With AI Psychometrics
Cavan J. Gray, Pearson VUE, Kirk A. Becker, Pearson VUE, Automating Job Analysis With Natural Language ProcessingUsing artificial intelligence to solve intractable challenges in measurement
is on the rise. Innovations range from deep learning methods to
novel expert systems and item types. The symposium presents glimpses
of ongoing efforts designed to improve psychological fidelity and
practical utility of traditional I-O measurement approaches. Elements
performing well and works in progress are addressed.
Matt Barney,
matt@leaderamp.com
119
2018SAT-AM699. Symposium/Forum: 10:00AM–11:20A Michigan A 2
The Bleeding Edge of Measurement: Innovations With AI Psychometrics
Ken Lahti, Psychobabble, Craig J. Russell, University of Oklahoma, Using Artificial Intelligence to Score Spoken ResponsesUsing artificial intelligence to solve intractable challenges in measurement
is on the rise. Innovations range from deep learning methods to
novel expert systems and item types. The symposium presents glimpses
of ongoing efforts designed to improve psychological fidelity and
practical utility of traditional I-O measurement approaches. Elements
performing well and works in progress are addressed.
Matt Barney,
matt@leaderamp.com
120
2018SAT-AM699. Symposium/Forum: 10:00AM–11:20A Michigan A 3
The Bleeding Edge of Measurement: Innovations With AI Psychometrics
Alan D. Mead, Talent Algorithms Inc, Improving Personality Items Using Computational PsychometricsUsing artificial intelligence to solve intractable challenges in measurement
is on the rise. Innovations range from deep learning methods to
novel expert systems and item types. The symposium presents glimpses
of ongoing efforts designed to improve psychological fidelity and
practical utility of traditional I-O measurement approaches. Elements
performing well and works in progress are addressed.
Matt Barney,
matt@leaderamp.com
121
Matt Barney, LeaderAmp, Inc, Barth Riley, LeaderAmp, 2018SAT-AM699. Symposium/Forum: 10:00AM–11:20A Michigan A 4
The Bleeding Edge of Measurement: Innovations With AI Psychometrics
Automated Rasch Analyses as a Foundation for Unobtrusive MeasurementUsing artificial intelligence to solve intractable challenges in measurement
is on the rise. Innovations range from deep learning methods to
novel expert systems and item types. The symposium presents glimpses
of ongoing efforts designed to improve psychological fidelity and
practical utility of traditional I-O measurement approaches. Elements
performing well and works in progress are addressed.
Matt Barney,
matt@leaderamp.com
122
2018SAT-AM748. Panel Discussion: 10:00AM–11:20AM WrigleyvillePractically Mobile: Practitioners Discuss Implementing
Assessments in a Mobile World
This session addresses practical challenges when candidates access
tests on mobile devices. The panelists will discuss how they have
adjusted their approach to delivering assessments to accommodate the
increase in device usage in candidate pools. Topics include assessment
design, implementation challenges, diversity, test environment, applicant
reactions, and future directions.
Allison N. Besl,
abesl@selectintl.com
123
2018SAT-AM758. Panel Discussion: 11:30AM–12:20PM MayfairSocial Media and Staffing: New Applications and (Some)
Lingering Concerns
Practitioner use of social media in recruitment and screening practices
continues to grow. While new and interesting applications are being implemented,
several concerns still exist. This expert panel will discuss what is
known regarding opportunities and challenges, including validity, standardization,
job seeker reactions, legal risks, and innovative emerging trends.
Nicole L. Petersen, nlpetersen13@gmail.com
124
2018SAT-AM802. Panel Discussion: 11:30AM–12:20PM Sheraton 2Selection 2030: The Future of Testing and AssessmentsSelection rests on the verge of considerable change. With the shift to
more people-focused organizations, employee quality is ever more
critical for organizational success fostering a macro-climate of hypercompetition
among firms to vie for top talent. Possibilities for assessments
have expanded via machine learning, gamification, AI, and other
developments, which will be discussed in this panel.
Daniele A. Bologna, bolognda@mail.uc.edu
125
2018SAT-PM814. Panel Discussion: 12:30PM–1:20PM Chicago 10Virtual Reality and Augmented Reality: An Emerging Area for
I-O Research and Practice
Virtual reality and augmented reality technologies are beginning to emerge
as a significant factor in workforce processes such as recruiting and
training, as well as more generally in how organizations do their work. This
panel will provide insights and lessons learned from organizations that are
applying these technologies, as well as thoughts on future directions.
Darryl R. Roberts, darryl.r.roberts@accenture.com
126
Hannah Booth2018SAT-PMPoster Session
(Staffing/Performance Appraisal/Personality):
12:30PM–1:20PM Riverwalk
826. Poster: 12:30PM–1:20PM Riverwalk
Reactions to Social Media Screening: A Different Story for Minority
Applicants
Authors examined how applicant reactions to social media screening,
as expressed by organizational attraction and litigation intentions, are
influenced by social media type, self-efficacy, presence of justification for
screening, and minority status. Findings indicate that minority applicants
have lower levels self-efficacy and higher perceived invasion of privacy
regarding social media screening.
Yalcin Acikgoz,
acikgozy@appstate.edu
127
Anna F. Godollei,2018SAT-PMPoster Session
(Staffing/Performance Appraisal/Personality):
12:30PM–1:20PM Riverwalk
832. Poster: 12:30PM–1:20PM Riverwalk
Game-Based Selection Assessments of Cognitive Ability: Validity
and Adverse Impact
Games offer an innovative new method for assessing cognitive ability. It
was found that game-based assessments correlate with traditional assessments
and that games exhibit a smaller racial performance gap than traditional
assessments. However, no support that perceived stereotype threat
accounts for the reduced performance gap on the games was found.
Anna F. Godollei, afgodoll@uwaterloo.ca
128
Jessica Harris2018SAT-PMPoster Session
(Staffing/Performance Appraisal/Personality):
12:30PM–1:20PM Riverwalk
833. Poster: 12:30PM–1:20PM Riverwalk
Social Media Persona and Hireability: Gender, Marital Status, and
Sexual Orientation
There is currently a limited amount of research on how traits displayed
on social networking sites (SNS) can influence the hireability ratings
of an applicant. This study seeks to address this gap by examining
how gender, sexual orientation, and marital status affect an applicant’s
hireability when displayed on SNS profiles.
Yalcin Acikgoz,
acikgozy@appstate.edu
129
Tom Ron2018SAT-PMPoster Session
(Staffing/Performance Appraisal/Personality):
12:30PM–1:20PM Riverwalk
851. Poster: 12:30PM–1:20PM Riverwalk
Informational Privacy and Its Implications on Cybervetting Efforts
This poster investigated the relationships between privacy concerns
and privacy management behaviors in social network sites and the Big
5 personality traits, as well as paranoia. Results suggest moderated
relationships between conscientiousness, agreeableness, intellect, and
paranoia with restricting access to social media profile, with the amount
of inappropriate content as the moderator.
Tom Ron,
tomr@bgsu.edu
130
David L. Tomczak, 2018SAT-PMPoster Session
(Staffing/Performance Appraisal/Personality):
12:30PM–1:20PM Riverwalk
856. Poster: 12:30PM–1:20PM Riverwalk
When Electronic Monitoring Encourages Withdrawal:
The Mediating Role of Autonomy
This poster examined the effect of electronic performance monitoring
(EPM) on employee behavior from a job characteristics perspective.
Findings indicate that job autonomy perceptions partially mediate the
relationship between EPM amount and discretionary effort. Results
demonstrate that excessive monitoring can lead to withholding effort
because EPM restricts autonomy
David L. Tomczak, davetomczak@gwu.edu
131
2018SAT-PM873. Panel Discussion: 1:30PM–2:20PM Chicago 9 Shiny Pennies: Influence of AI and Neuroscience Innovations
on Selection Consulting
Innovative selection techniques leveraging AI, machine learning, and
neuroscience are making headlines and grabbing the attention of business
executives. In this interactive session, a diverse panel of consultants,
a data scientist, and a lawyer will discuss how novel techniques
and increased interest influence selection consulting, and the questions
we should ask to discern glitz from substance.
Rick Hense, rick.hense@bankofamerica.com
132
2018SAT-PM878. Panel Discussion: 1:30PM–2:20PM MayfairHello Telework. Is it I-O You’re Looking For? How I-O psychologists define and study telework can bring a fresh
perspective to a well-studied topic. This panel brings together academicians,
HR professionals, and I-O teleworkers to provide a breadth of
research and practical experience on how I-Os measure the impact of
telework, capped off by a lively discussion on the merits and complications
associated with telework programs.
Julia S. Walsh, juliasarahwalsh@gmail.com
133
Jean Leslie, 2018SAT-PMPoster Session (Groups & Teams/Innovation):
1:30PM–2:20PM Riverwalk
895. Poster: 1:30PM–2:20PM Riverwalk
Managing the Team Members’ Alignment Paradox for Improved
Virtual Team Effectiveness
Teams face an alignment paradox, which requires both diverse individuals
with their own unique perspectives and a unified team that can reach
agreement. Authors examine the alignment paradox in virtual teams,
demonstrate its positive relationship with team performance, and introduce
a training intervention to improve the team’s paradox management.
Margaret M. Luciano, margaret.luciano@asu.edu
134
Sylvia Luu, 2018SAT-PMPoster Session (Groups & Teams/Innovation):
1:30PM–2:20PM Riverwalk
899. Poster: 1:30PM–2:20PM Riverwalk
Multilevel Predictors of Satisfaction in Team Gaming Tasks
The authors examined relationships among intrinsic game motivation,
communication skills, collective-efficacy, and satisfaction in a team
gaming context. Results indicated that game motivation was unrelated to
satisfaction, but communication skills and collective-efficacy had significant
main effects and an interactive effect on team member satisfaction.
Sylvia Luu,
sylvia-luu@utulsa.edu
135
Jacqueline Ng,2018SAT-PMPoster Session (Groups & Teams/Innovation):
1:30PM–2:20PM Riverwalk
903. Poster: 1:30PM–2:20PM Riverwalk
Information Sharing in Online Teams: How Interventions Improve
Information Processing
Can group information processing interventions—demonstrability framing,
cooperative norms, and/or discussion structure—improve information
sharing during online team discussions? Results show they do, and
they work by: (a) promoting more equal participation and (b) shifting
information exchange patterns from the dyadic to group level.
Jacqueline Ng, jacqueline.ng@northwestern.edu
136
Michael A. Yoerger2018SAT-PMPoster Session (Groups & Teams/Innovation):
1:30PM–2:20PM Riverwalk
918. Poster: 1:30PM–2:20PM Riverwalk
Don’t Let Me Down: Technology Use, Participation, and Trust in Meetings
This study investigated how the impact of other attendees’ self-interested
and pro-organizational technology use in meetings can differentially
impact perceived meeting effectiveness. Additionally, this research
examines the moderating influence of coworker trust and the extent of
individual participation in the meeting.
Michael A. Yoerger, myoerger@unomaha.edu
137
2018SAT-PM921. Alternative Session Type with Presenters
1:30PM–2:20PM Sheraton 1
Taking Simulations Mobile: Challenges, Best Practices, and
What’s Next
Practitioners from some of the leading consulting organizations will share and
discuss the current and future state of mobile simulations in this engaging and
interactive session. Their short presentations will highlight what is currently
being done in this area, followed by a panel discussion to share key learnings
and best practices, as well as to highlight what is to come in the future.
Tara K. McClure, tara_mcclure01@hotmail.com
138
Richard A. Guzzo,2018SAT-PM924. Alternative Session Type with multiple papers:
1:30PM–2:50PM Sheraton 4
Teaching Big Data Methods in I-O Graduate Curriculum 2.0
Logistic Regression, Random Forests, and Naïve BayesTo keep up with developments in Big Data, organization scientists must
become familiar with Big Data analytics and related conceptual issues.
Extending from a successful SIOP 2017 session, this session presents
3 learning modules on integrating Big Data topics into courses taught in
I-O graduate training programs.
Samuel T. McAbee, smcabee@bgsu.edu
139
Jeffrey M. Stanton,2018SAT-PM924. Alternative Session Type with multiple papers:
1:30PM–2:50PM Sheraton 4
Teaching Big Data Methods in I-O Graduate Curriculum 2.0
Association Rules MiningTo keep up with developments in Big Data, organization scientists must
become familiar with Big Data analytics and related conceptual issues.
Extending from a successful SIOP 2017 session, this session presents
3 learning modules on integrating Big Data topics into courses taught in
I-O graduate training programs.
Samuel T. McAbee, smcabee@bgsu.edu
140
Eden B. King, 2018SAT-PM924. Alternative Session Type with multiple papers:
1:30PM–2:50PM Sheraton 4
Teaching Big Data Methods in I-O Graduate Curriculum 2.0
What Can Big Data Teach I-O Psychologists?To keep up with developments in Big Data, organization scientists must
become familiar with Big Data analytics and related conceptual issues.
Extending from a successful SIOP 2017 session, this session presents
3 learning modules on integrating Big Data topics into courses taught in
I-O graduate training programs.
Samuel T. McAbee, smcabee@bgsu.edu
141
2018SAT-PM927. Roundtable Discussion/Conversation Hour:
1:30PM–2:20PM Superior A
Forging the Future of Work With I-O PsychologySIOP must grow and adapt to maintain leadership as the workplace
evolves. This session reviews 5 themes regarding the future of work:
AI-driven automation, the changing nature of work, multidisciplinary
influences, new data science methods, and emerging technology and
tools. Discussion will consider how future research and practice remain
relevant and effective in an evolving world of work.
Alexis A. Fink,
alexis.a.fink@intel.com
142
2018SAT-PM933. Alternative Session Type with Presenters
3:00PM–4:20PM Michigan B
Machine Learning Techniques for Multiple Criteria OptimizationThere is a cost to every decision. Quality decision making requires simultaneous
consideration of multiple criteria (e.g. performance and diversity in the
case of personnel selection). Four novel applications of machine learning are
presented as potential ways to optimize multiple quantitative criteria followed
by a discussion regarding the implications and applications of this technology
Isaac Benjamin Thompson, thompsonisaacb@gmail.com
143
Nataliya Baytalskaya2018SAT-PMPoster Session (Diversity & Inclusion):
3:00PM–3:50PM Riverwalk
936. Poster: 3:00PM–3:50PM Riverwalk
To Work or Not to Work Remotely: Gender Differences in a
Telecommuting World
Telecommuting, a practice that is becoming increasingly popular
in today’s workplace, refers to working away from the conventional
workplace. This research examined the moderating role of gender on
the relationship between telecommuting intensity and work outcomes.
Results indicate that women report more negative experiences related to
visibility, supervisor support, LMX, and commitment.
Nataliya Baytalskaya, nataliya.baytalskaya@gmail.com
144
2018SAT-PM977. Master Tutorial: 3:00PM–4:20PM Sheraton 4Advanced Uses of Mechanical Turk for Data Collection Mechanical Turk (MTurk) is widely used by I/O researchers for data collection.
This session will provide tips and tricks to help extend MTurk’s
capabilities. Topics include: (a) an introduction to the MTurk API, (b)
a tutorial for using MTurk API tools for advanced data collection (e.g.,
longitudinal data), and (c) how and why to manage your reputation as a
Requester.
Justin Wiegand,
wiegand4@illinois.edu
145
2018SAT-PM978. Alternative Session Type with Presenters
3:00PM–4:20PM Sheraton 5
IGNITE + Panel Session: Computational Models for Organizational
Science and Practice
tional Science and Practice
This alternative session aims to provide a basic understanding of computational
modeling geared toward both academic and practitioner audiences.
Experts from science and practice will begin with a brief overview
via IGNITE presentations and then transition into a panel discussion to
illuminate opportunities to leverage computational modeling to advance
the science and practice of organizations.
Cynthia K. Maupin, ckmaupin@gmail.com
146
147
2017
((Tech Tag: YES|38 [59] // Total: 158))
148
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
149
William B. Vessey, NASA Johnson Space Center, Host
Suzanne T. Bell, DePaul University, Host
Jamie S. Donsbach, Group for Organizational Effectiveness, Coordinator
2017THURS-AM5. Community of Interest: 10:30AM-11:20AM Asia 3I-O Psychology and the Space ProgramI-O psychologists have been increasingly involved in research and
practice related to human space exploration; examples include developing
unobtrusive methodologies to monitor crew states and astronaut
selection. This session provides an opportunity to discuss I-O psychology’s
involvement in the space program from the researcher,practitioner,
and sponsor perspectives.
Jamie S. Donsbach, jamie.donsbach@groupoe.com
150
Stephen O. Attar, 2017THURS-AM8. Poster: 10:30AM-11:20AM Atlantic BC
Leadership
8-21 Antecedents of Leadership Emergence in Virtual TeamsThis study investigates what factors contribute to leadership perceptions
in virtual teams. The findings show that leadership behaviors and
narcissism were significantly related to leadership emergence whereas
Big 5 facets were not.
Stephen O. Attar, attar1so@cmich.edu
151
Samantha Holland, DCI Consulting Group, Inc., Kayo Sady, DCI Consulting Group, Inc., 2017THURS-AM15. Symposium/Forum: 10:30AM-11:50AM N. Hemisphere E2
O*NET Based Research: Leading Edge or Wasted Opportunity?
Using the O*NET to Identify a Career-Change TaxonomyThis symposium presents 3 unique streams of research that demonstrate
the richness of the O*NET database for organizational and
occupational research. Presenters provide applications of O*NET data
in areas of (a) network analysis, (b) latent structure of occupational
requirements, and (c) labor market value.
Kayo Sady, ksady@dciconsult.com
152
Philip T. Walmsley, U.S. Customs and Border Protection, John P. Campbell, University of Minnesota,2017THURS-AM15. Symposium/Forum: 10:30AM-11:50AM N. Hemisphere E2
O*NET Based Research: Leading Edge or Wasted Opportunity?
An Examination of Occupational Skill Structures From Incumbents and AnalystsThis symposium presents 3 unique streams of research that demonstrate
the richness of the O*NET database for organizational and
occupational research. Presenters provide applications of O*NET data
in areas of (a) network analysis, (b) latent structure of occupational
requirements, and (c) labor market value.
Kayo Sady, ksady@dciconsult.com
153
Kayo Sady, DCI Consulting Group, Inc., Vinaya Sakpal, DCI Consulting Group, Inc., 2017THURS-AM15. Symposium/Forum: 10:30AM-11:50AM N. Hemisphere E2
O*NET Based Research: Leading Edge or Wasted Opportunity?
Labor Market Valuations of the Big Five Personality TraitsThis symposium presents 3 unique streams of research that demonstrate
the richness of the O*NET database for organizational and
occupational research. Presenters provide applications of O*NET data
in areas of (a) network analysis, (b) latent structure of occupational
requirements, and (c) labor market value.
Kayo Sady, ksady@dciconsult.com
154
2017THURS-AM22. Alternative Session Type with presenters:
10:30AM-11:20AM S. Hemisphere V
The Co-Bots Are Coming! Is I-O Ready?Although it is impossible to predict exactly what the world will be like in
10 years, forecasting the future prepares the profession for success.
In this session, I-O psychologists and talent management practitioners
share personal and organizational visions and plans for the future focusing
on technology, environment, globalization, and health.
Joseph A. Jones, joe.jones@shrm.org
155
Archana Manapragada2017THURS-AM24. Poster: 11:30AM-12:20PM Atlantic BC
Attitudes/Org Culture
24-19 Examining the Relationship Between Engagement and
Technology-Assisted Supplemental Work
e objective of this study was to examine whether employee engagement
has an effect on one’s decision to use technology for supplemental work
after hours and whether the personality characteristic of achievement
striving infl uences this relationship. Findings show that achievement
striving moderates relationships between engagement dimensions and
technology-assisted supplemental work.
Archana Manapragada, amana008@fi u.edu
156
2017THURS-AM25. Alternative Session Type with presenters:
11:30AM-12:20PM S. Hemisphere IV
Panel + Breakout Combo Session: Sense Making of Wearable
Sensors
The session will focus on how wearable sensors (i.e. quantitative electroencephalogram,
actigraphy, and sociometric badges) can enrich and
improve I-O theories and methodologies. Topics include how wearable
sensors can provide dynamic understandings of different phenomena
under study and how to best utilize the sensors in empirical I-O
research
Scott Tonidandel, sctonidandel@davidson.edu
157
2017THURS-PM34. Panel Discussion: 12:00PM-1:20PM N. Hemisphere A2Data-Driven Business Decisions: Opportunities and
Challenges for I-O
In this session, I-O practitioners who have responsibilities for influencing
decisions through data-analysis discuss common challenges and
best practices. Topics will include identifying, defining, and approaching
business challenges that can be solved through data analysis; building
appropriate data sets; managing “data consumers”; analyzing and interpreting
results; and addressing ethical considerations.
Matthew R. Millard, matt.r.millard@gmail.com
158
2017THURS-PM36. Panel Discussion: 12:00PM-1:20PM N. Hemisphere A4Workplace Automation and the Future of I-O PsychologyAutomation has the potential to transform the workplace and roles as I-O
psychologists. Academics and practitioners on this panel will discuss the implications
of automation in the workplace, guiding this movement in research,
and how automation will affect the jobs and the field of I-O psychology.
Jenna C. Shapiro, jennacs@us.ibm.com
159
2017THURS-PM38. Panel Discussion: 12:00PM-1:20PM N. Hemisphere E2Caught on Video: Best Practices in One-Way Video InterviewingTechnology has been leveraged in the hiring process recently by using
one-way video interviews where candidates record themselves responding
to preestablished sets of questions that are viewed by evaluators at
a later time. This panel will explore the effectiveness of this technology
by discussing best practices for implementation.
Daniel A. Schmerling, daniel.schmerling@Capitalone.com
160
Sabrina M. Drollinger, 2017THURS-PM45. Poster: 12:30PM-1:20PM Atlantic BC
Testing & Assessment
45-5 Impact of Childhood and Adult Video Gaming on Flight
Performance
Authors examined whether and to what degree video game experience
as an adult and as a child contributed to the prediction of psychomotor-based
selection test scores and subsequent fl ight training performance
for a sample of student naval pilots. Recommendations for
researchers and practitioners are discussed.
Tatana M. Olson, tmo4@hotmail.com
161
Zvonimir Galic,2017THURS-PM45. Poster: 12:30PM-1:20PM Atlantic BC
Testing & Assessment
45-10 An Eye-Tracking Study of Conditional Reasoning Personality
Measures
This study compared responses and eye-movement data on conditional
reasoning personality measures (aggression in Study 1, and power in
Study 2), corresponding self-report measures, and social desirability
scales between honest responding and simulated selection conditions.
Findings were consistent with the idea that the conditional reasoning
tests capture implicit, unconscious biases.
Zvonimir Galic, zgalic@ffzg.hr
162
Noelle LaVoie2017THURS-PM45. Poster: 12:30PM-1:20PM Atlantic BC
Testing & Assessment
45-13 Automated Scoring of the Consequences Test Using Latent
Semantic Analysis
The Consequences Test is a strong predictor of aspects of Army career
performance. However, reliance on human scoring procedures is impractical
for large scale testing applications. Latent semantic analysis was
used to automatically score the Consequences Test. Analyses demonstrated
high convergence with human ratings and equivalent validity.
Peter Legree, Peter.J.Legree.civ@mail.mil
163
Nicolas Roulin2017THURS-PM45. Poster: 12:30PM-1:20PM Atlantic BC
Testing & Assessment
45-16 Should We Use LinkedIn as a Selection Tool?Should organizations assess applicants based on their LinkedIn profi le?
LinkedIn-based assessments of skills and cognitive ability are related to
users’ self-reports, acceptable interrater agreement and temporal stability
levels, and limited adverse impact. Profi les that are longer, include a
picture, and have more connections are rated more positively
Nicolas Roulin, nicolas.roulin@umanitoba.ca
164
Trevor D. McGlochlin2017THURS-PM45. Poster: 12:30PM-1:20PM Atlantic BC
Testing & Assessment
45-18 Predicting Call Center Metrics: A Meta-Analytic Investigation
of What Works
Call center selection practitioners are often tasked with showing how assessments
predict performance on objective metrics. Finding these relationships
is diffi cult in any individual study due to methodological challenges inherent
in these complex criteria. This meta-analysis of validation studies provides
insights on what assessment measures predict common call center metrics
Trevor D. McGlochlin, tmcglochlin@selectintl.com
165
Andrew P. McGrory2017THURS-PM45. Poster: 12:30PM-1:20PM Atlantic BC
Testing & Assessment
45-19 Mobile Versus Desktop Assessments: Is There Really a Difference?Smartphone technology has increased at an alarming rate since the
release of the iPhone almost 10 years ago. With the increase in mobile
optimization, taking assessments on a smartphone isn’t as unusual as
once thought. This investigational analysis discovers key differences
between smartphone and desktop assessments taken by applicants.
Andrew P McGrory, amcgrory@outmatch.com
166
Caitlin E. Blackmore2017THURS-PM45. Poster: 12:30PM-1:20PM Atlantic BC
Testing & Assessment
45-20 Evaluating CAT Effectiveness Through Simulations: A Better
Way Forward
Personnel psychologists are challenged to develop best practices for evaluating
whether CATs are operating effi ciently while meeting measurement
and test security goals. The goal of this study is to provide readers with
empirically based recommendations for conducting Monte Carlo simulations
to provide evaluations of measurement accuracy and test security
Michael McKenna, mgmn7d@mail.umsl.edu
167
Winfred Arthur, Jr2017THURS-PM45. Poster: 12:30PM-1:20PM Atlantic BC
Testing & Assessment
45-34 UIT Device-Type Score Differences: The Role of Working MemoryThis study provides support for the working memory component of
Arthur, Keiser, and Doverspike (2016)’s SCIP model. Whereas there
was no signifi cant difference between smartphone and desktop cognitive
ability test scores, the working memory/GMA relationship was stronger
for those who completed GMA using a smartphone.
Nathanael L Keiser, keiser.nate@gmail.com
168
Lee Cyr2017THURS-PM53. Poster: 1:30PM-2:20PM Atlantic BC
Methods/Global/Teaching
53-4 Insuffi cient Effort Responding in MTurk Research: EvidenceBased Quality ControlThis study addresses problems related to survey research and insuffi
cient effort responding (IER) in Amazon’s Mechanical Turk (MTurk).
It scrutinizes IER prevention by drawing on MTurk screening features
and preventive survey instructions informed by motivational theories.
Theoretical and practical implications are discussed; recommendations
are made for future research using MTurk.
Liu-Qin Yang, liuqinyang@pdx.edu
169
Bodour H. Mahmoud,2017THURS-PM53. Poster: 1:30PM-2:20PM Atlantic BC
Methods/Global/Teaching
53-8 Comparing MTurk and the U.S. Populations’ Occupational
Diversity
The extent to which the occupational diversity of Amazon’s Mechanical
Turk (in the U.S.) mirrors that of the larger U.S. population was examined.
Across 2 studies, both similarities and differences were observed.
Christopher M. Castille, chris_castille@icloud.com
170
Graham H. Lowman, 2017THURS-PM53. Poster: 1:30PM-2:20PM Atlantic BC
Methods/Global/Teaching
53-12 Evaluating Online Data Quality: Response Speed and Response ConsistencyThe appropriateness of response speed and response consistency
as data quality indicators for online samples were examined. Results
indicate that fast and inconsistent respondents infl ate expected positive
correlations between survey items. Proposed indices were found to
accurately detect these invalid respondents. Empirically informed cut
points for data screens are proposed.
Graham H. Lowman, ghlowman@gmail.com
171
Peter Legree,2017THURS-PM53. Poster: 1:30PM-2:20PM Atlantic BC
Methods/Global/Teaching
53-15 Cross-Validated Temperament Scale Validities Computed
Using Profi le Similarity Metrics
Regression procedures and the following profi le similarity metrics
were used to develop temperament scale scores: respondent rating profi le shape using the keyed values, rx,k; rating elevation difference,
(Xmean-Kmean)2; and rating scatter, sdx2. Cross-validated scale scores
maintained higher criterion validities than conventional scores for 5 of 6
temperament scales.
Peter Legree, Peter.J.Legree.civ@mail.mil
172
Lena-Alyeska M. Huebner, 2017THURS-PM53. Poster: 1:30PM-2:20PM Atlantic BC
Methods/Global/Teaching
53-26 Classroom Gamifi cation: The Impact of Gamifi ed Quizzes on
Student Learning
Gamifi cation is gaining attention across industries, leading to a call
for research regarding contexts where gamifi cation has a meaningful
impact. This study provides empirical evidence for the classroom impact
of gamifi cation. Gamifi cation was applied to an in-class quiz comparng gamified and traditional quizzes. Gamification showed meaningful
impact on learning.
Lena-Alyeska M. Huebner, Lena.Huebner@colostate.edu
173
Jeff A. Jones, Korn Ferry, Presenter
Allen P. Goebl, University of Minnesota, Presenter
Sarah G. Semmel, Twitter, Presenter
2017THURS-PM59. Master Tutorial: 1:30PM-2:50PM N. Hemisphere E1Modern Methods for I-O Psychologists: An Interactive
Tutorial in R
Advances in statistics and I-O psychology have led to a variety of new
techniques for designing hiring systems (e.g., dominance analysis, lasso,
Pareto optimality). This tutorial will discuss several of these methods
and show how they can be coded in R. All R materials will be made
available at goo.gl/osusL7
Jeff A. Jones, Jeff.Jones@kornferry.com
174
2017THURS-PM60. Alternative Session Type with presenters:
1:30PM-2:50PM N. Hemisphere E2
Symposium + Panel Session Combo: Will Technology Make
Assessment Obsolete?
How will assessment evolve in the next decade? Industry experts will
explore how trends such as big data, artifi cial intelligence, virtual and
augmented reality, social media, and the Internet of Things will force
assessment to change. The session will offer guidance to those working
to push forward.
Eric J. Sydell, eric.sydell@shakercg.com
175
Jeffrey Olenick, Michigan State University, Aurora J. Dixon, Michigan State University, Christopher Dishop, Michigan State University, Steve W. J. Kozlowski, Michigan State University, Chu-Hsiang Chang, Michigan State University, 2017THURS-PM68. Symposium/Forum: 3:30PM-4:50PM Asia 1
Beyond Unobtrusive Methodologies: The Intrusive Component of “Big Data” Research
Applying Linguistic Analysis to Isolated, and Confined, Extreme Environmental TeamsUnobtrusive measurement methods have developed in the last decade
to permit researchers to better accommodate field-research settings
and reduce the potential impact of researcher presence. This symposium
highlights different data types and analytic methods that may be
employed, as well as practical and ethical issues that may arise.
Samantha K. Baard-Perry, samanthakbperry@gmail.com
176
Zachary A. Kiehl, Aptima, Inc., Kevin Durkee, Aptima, Inc., John J. Feeney, Aptima, Inc., Avinash H. Hiriyanna, Aptima, Inc., Scott Galster, Air Force Research Laboratory. 2017THURS-PM68. Symposium/Forum: 3:30PM-4:50PM Asia 1
Beyond Unobtrusive Methodologies: The Intrusive Component of “Big Data” Research
Utilizing Physiological and Behavioral Signals to Estimate Human Functional StateUnobtrusive measurement methods have developed in the last decade
to permit researchers to better accommodate field-research settings
and reduce the potential impact of researcher presence. This symposium
highlights different data types and analytic methods that may be
employed, as well as practical and ethical issues that may arise.
Samantha K. Baard-Perry, samanthakbperry@gmail.com
177
Arwen Hunter DeCostanza, U.S. Army Research Laboratory, Kara L. Orvis, Aptima, Inc., Samantha K. Baard-Perry, Aptima, Inc., Tara Brown, Aptima, Inc., 2017THURS-PM68. Symposium/Forum: 3:30PM-4:50PM Asia 1
Beyond Unobtrusive Methodologies: The Intrusive Component of “Big Data” Research
Real-Time Feedback for Teams Using Unobtrusive Assessment TechniquesUnobtrusive measurement methods have developed in the last decade
to permit researchers to better accommodate field-research settings
and reduce the potential impact of researcher presence. This symposium
highlights different data types and analytic methods that may be
employed, as well as practical and ethical issues that may arise.
Samantha K. Baard-Perry, samanthakbperry@gmail.com
178
Gerald F. Goodwin, U.S. Army Research Institute, 2017THURS-PM68. Symposium/Forum: 3:30PM-4:50PM Asia 1
Beyond Unobtrusive Methodologies: The Intrusive Component of “Big Data” Research
Quantifying Behavior With Sensors: Issues, Ethics, and Guidelines for PracticeUnobtrusive measurement methods have developed in the last decade
to permit researchers to better accommodate field-research settings
and reduce the potential impact of researcher presence. This symposium
highlights different data types and analytic methods that may be
employed, as well as practical and ethical issues that may arise.
Samantha K. Baard-Perry, samanthakbperry@gmail.com
179
2017THURS-PM70. Community of Interest: 3:30PM-4:20PM Asia 3 Fostering Collaboration Between Data/Computer Scientists
and I-Os
Collaborations between psychologists and computer scientists have already
shaped how to assess, develop, engage, and manage employees. Advances
in machine/deep learning herald changes to the nature of work itself. In
this session, participants hope to facilitate a discussion of the opportunities
for multidisciplinary partnerships that integrate and advance both fields.
Dev K. Dalal, dev.dalal@gmail.com
180
Sarah G. Semmel, Twitter, Presenter
Jeff A. Jones, Korn Ferry, Presenter
Allen P Goebl, University of Minnesota, Presenter
2017THURS-PM72. Master Tutorial: 3:30PM-4:50PM Asia 5What Is Machine Learning? Foundations and Introduction to
Useful Methods
Machine learning is a set of analytic tools that enable us to derive meaningful
insight from big data. This tutorial will provide an introduction to the
fundamentals of machine learning and specific useful methods for those
who are interested in becoming more involved with machine learning.
Sarah G. Semmel, sgsemmel@gmail.com
181
Jestine Philip2017THURS-PM73. Poster: 3:30PM-4:20PM Atlantic BC
Work–Family/HR
73-24 A Classifi cation Structure of Organizational Outcomes Using
Big Data
There is a huge opportunity to study big data and its implications for
organizations. This paper proposes a 6-cell classifi cation of HR-related
organizational outcomes along 2 types of big data. Using sample hypotheses,
a parsimonious framework for describing and understanding
the usefulness of big data for organizational outcomes is provided.
Jestine Philip, jestine.philip@unt.edu
182
Jennifer P. Green2017THURS-PM87. Poster: 4:30PM-5:20PM Atlantic BC
Personality / Stats
87-13 Predicting Personality With Social Media Behavior:
A Meta-Analysis
The present study meta-analyzed the relationship between personality and
social media behaviors. Results showed social media behaviors are consistently
related to certain personality traits, suggesting that patterns in social
media behaviors refl ect stable characteristics and tendencies of individuals.
This supports the usage of social media data to measure personality
Wenmo Kong, changer9451@gmail.com
183
Nathan Weidner2017THURS-PM87. Poster: 4:30PM-5:20PM Atlantic BC
Personality / Stats
"87-18 Swipe Right on Personality: A Mobile Response Latency
Measure"
Participants used smartphones to “swipe” right or left to indicate agreement
or disagreement with Goldberg’s (1992) Big 5 adjective indicators. Response
latencies for swipes provided an indicator of self-schema beliefs.
Transformed latency scores were correlated with Likert-scale responses for
the same dimensions, and reactions were collected for both measures.
Nathan Weidner, nww6v8@gmail.com
184
Xin Peng2017THURS-PM87. Poster: 4:30PM-5:20PM Atlantic BC
Personality / Stats
87-21 Facebook User Personality Measurement Equivalence: A
Same-Language, Difference-Culture Case
Ideal-point item response theory models were employed to assess item-level
effect size of measurement nonequivalence of the 100-item international
personality item pool Big 5 personality measure taken by millions of Facebook
users. Research specifi cally focused on the US and UK samples for
the same-language, difference-culture feature and found intriguing results
Xin Peng, xin.peng@knights.ucf.edu
185
Wei Ming Jonathan Phan, 2017THURS-PM87. Poster: 4:30PM-5:20PM Atlantic BC
Personality / Stats
87-24 Identifying a Set of Emoji Anchors for Interest MeasurementThe affective nature of trait interests suggests that nonverbal anchors
(e.g., emojis) can serve as indicators of a person’s (dis)inclination
towards interest types. Across 2 studies, authors selected and validated
a set of 5 emojis anchors. Results show that emoji anchors can replace
text-based anchors without compromising psychometric properties.
Wei Ming Jonathan Phan, wphan2@illinois.edu
186
Kurt Kraiger, 2017THURS-PM87. Poster: 4:30PM-5:20PM Atlantic BC
Personality / Stats
87-25 Replication of Effects in Organizational, Student, MTurk, and
Qualtrics Samples
Organizational researchers are increasingly using crowdsourced samples like MTurk. However, little is known about occupations of MTurkers or similar crowdsourced samples. This study compared data quality and ability to replicate a known effect size across 4 samples: organizations, students, MTurk, and Qualtrics. Only Qualtrics successfully replicated the population value.Kurt Kraiger, kurt.kraiger@colostate.edu
187
Diana R. Sanchez, Colorado State University, Saar Van Lysebetten, Ghent University, 2017THURS-PM96. Alternative Session Type with multiple papers:
5:00PM-5:50PM N. Hemisphere E2
Gaming and Gamification IGNITE: Current Trends in Research and Application
Findings From a Meta-Analysis on Training Games and Learning Outcomes: Future DirectionsThe use of games and gamification in both research and practice is
growing at a fast pace. This IGNITE/Research Incubator session reviews
current trends in both research and practice and sparks conversation
within the I-O community about the direction the games/gamification
area needs to move in the future.
Michael B. Armstrong, marms018@odu.edu
188
Michael B. Armstrong, Old Dominion University, Andrew B. Collmus, Old Dominion University, Richard N. Landers, Old Dominion University, 2017THURS-PM96. Alternative Session Type with multiple papers:
5:00PM-5:50PM N. Hemisphere E2
Gaming and Gamification IGNITE: Current Trends in Research and Application
Investigating the Effects of Leaderboards on Performance and Learning OutcomesThe use of games and gamification in both research and practice is
growing at a fast pace. This IGNITE/Research Incubator session reviews
current trends in both research and practice and sparks conversation
within the I-O community about the direction the games/gamification
area needs to move in the future.
Michael B. Armstrong, marms018@odu.edu
189
Ioannis Nikolaou, Athens University of Economics & Business, Konstantina Georgiou, Athens University of Economics & Business, 2017THURS-PM96. Alternative Session Type with multiple papers:
5:00PM-5:50PM N. Hemisphere E2
Gaming and Gamification IGNITE: Current Trends in Research and Application
Serious Gaming and Applicant Reactions: The Role of Openness to ExperienceThe use of games and gamification in both research and practice is
growing at a fast pace. This IGNITE/Research Incubator session reviews
current trends in both research and practice and sparks conversation
within the I-O community about the direction the games/gamification
area needs to move in the future.
Michael B. Armstrong, marms018@odu.edu
190
Cintya Caribay Garcia Marquez, Illinois Institute of Technology, Kristina N. Bauer, Illinois Institute of Technology, Richard N. Landers, Old Dominion University, 2017THURS-PM96. Alternative Session Type with multiple papers:
5:00PM-5:50PM N. Hemisphere E2
Gaming and Gamification IGNITE: Current Trends in Research and Application
Goal Orientation as a Moderator of the Gamification–Performance RelationshipThe use of games and gamification in both research and practice is
growing at a fast pace. This IGNITE/Research Incubator session reviews
current trends in both research and practice and sparks conversation
within the I-O community about the direction the games/gamification
area needs to move in the future.
Michael B. Armstrong, marms018@odu.edu
191
Alison E. Carr, Shaker Consulting Group, Andrew J. Barsa, Shaker Consulting Group, Jensen T. Mecca, Shaker Consulting Group, Christine L. Pusilo, Amazon.com, 2017THURS-PM96. Alternative Session Type with multiple papers:
5:00PM-5:50PM N. Hemisphere E2
Gaming and Gamification IGNITE: Current Trends in Research and Application
Gaming the System: Psychometric Rigor, Device Agnosticism, and Gamified AssessmentsThe use of games and gamification in both research and practice is
growing at a fast pace. This IGNITE/Research Incubator session reviews
current trends in both research and practice and sparks conversation
within the I-O community about the direction the games/gamification
area needs to move in the future.
Michael B. Armstrong, marms018@odu.edu
192
Benjamin Hawkes, Shell International, 2017THURS-PM96. Alternative Session Type with multiple papers:
5:00PM-5:50PM N. Hemisphere E2
Gaming and Gamification IGNITE: Current Trends in Research and Application
Evidence-Based Guidelines and Considerations for Game-Based AssessmentThe use of games and gamification in both research and practice is
growing at a fast pace. This IGNITE/Research Incubator session reviews
current trends in both research and practice and sparks conversation
within the I-O community about the direction the games/gamification
area needs to move in the future.
Michael B. Armstrong, marms018@odu.edu
193
Brandon Ferrell, Hogan Assessment Systems, Jeff Foster, Hogan Assessment Systems, 2017THURS-PM100. Symposium/Forum: 5:00PM-5:50PM S. Hemisphere II
The Use and Utility of Big Data in I-O Psychology
The Use and Utility of Big Data in I-O PsychologyRecent SIOP conferences have seen a surge in sessions on big data,
most of which highlight future possibilities of using big data techniques in
the field. In contrast, this session will focus on active projects within the
field and the real benefits of big data for I-O psychology today.
Brandon Ferrell, bferrell@hoganassessments.com
194
Prof. Piers Steel, University of Calgary, Frank A. Bosco, Jr., Virginia Commonwealth University, Krista L. Uggerslev, Northern Alberta Institute of Technology, Shreya T. Sarkar-Barney, UC Berkeley, 2017THURS-PM100. Symposium/Forum: 5:00PM-5:50PM S. Hemisphere II
The Use and Utility of Big Data in I-O Psychology
The Big Data of metaBUSRecent SIOP conferences have seen a surge in sessions on big data,
most of which highlight future possibilities of using big data techniques in
the field. In contrast, this session will focus on active projects within the
field and the real benefits of big data for I-O psychology today.
Brandon Ferrell, bferrell@hoganassessments.com
195
James C. Sharf, Employment Risk Advisors, Inc., 2017THURS-PM100. Symposium/Forum: 5:00PM-5:50PM S. Hemisphere II
The Use and Utility of Big Data in I-O Psychology
Using O*NET to Create Predictive and Defensible Selection ProfilesRecent SIOP conferences have seen a surge in sessions on big data,
most of which highlight future possibilities of using big data techniques in
the field. In contrast, this session will focus on active projects within the
field and the real benefits of big data for I-O psychology today.
Brandon Ferrell, bferrell@hoganassessments.com
196
Michael T. Braun, University of South Florida, 2017THURS-PM100. Symposium/Forum: 5:00PM-5:50PM S. Hemisphere II
The Use and Utility of Big Data in I-O Psychology
The Current Frontier: Big Data and Laboratory ExperimentationRecent SIOP conferences have seen a surge in sessions on big data,
most of which highlight future possibilities of using big data techniques in
the field. In contrast, this session will focus on active projects within the
field and the real benefits of big data for I-O psychology today.
Brandon Ferrell, bferrell@hoganassessments.com
197
Brandon Ferrell, Hogan Assessment Systems, Jeff Foster, Hogan Assessment Systems, Blaine H Gaddis, Hogan Assessment Systems, 2017THURS-PM100. Symposium/Forum: 5:00PM-5:50PM S. Hemisphere II
The Use and Utility of Big Data in I-O Psychology
Using Archival Data to Create Synthetic Validity TablesRecent SIOP conferences have seen a surge in sessions on big data,
most of which highlight future possibilities of using big data techniques in
the field. In contrast, this session will focus on active projects within the
field and the real benefits of big data for I-O psychology today.
Brandon Ferrell, bferrell@hoganassessments.com
198
Justin Travis, 2017THURS-PM102. Poster: 6:00PM-6:50PM N. Hemisphere CD102-10 Signaling Values in E-Recruitment: Person–Organization Fit
Approach to Organizational Attractiveness
This study contributes generalizable, experimental research by developing
“employer” websites and presenting them to participants via an online
survey. Findings indicate that organizational values are transmitted
via these websites and that participants use information from websites to
evaluate their fit with, and attraction to, the organization
Justin Travis, jtravis@ncsu.edu
199
Dan J. Putka, HumRRO, 2017FRI-AM103. Alternative Session Type with multiple papers:
8:00AM-9:20AM Americas Seminar Room
Teaching Big Data Methods in I-O Graduate Curriculum: A Primer
Introducing Advanced Predictive ModelingThe recent Big Data boom in the organizational sciences should encourage
I-O graduate training in Big Data analytics and related conceptual
issues. This session presents 4 learning modules on Big Data topics,
which can be integrated into statistical and methodology courses taught
in graduate training programs.
Samuel T. McAbee, smcabee@iit.edu
200
Ronald S. Landis, Illinois Institute of Technology, Scott Tonidandel, Davidson College,2017FRI-AM103. Alternative Session Type with multiple papers:
8:00AM-9:20AM Americas Seminar Room
Teaching Big Data Methods in I-O Graduate Curriculum: A Primer
Introducing Random ProjectionsThe recent Big Data boom in the organizational sciences should encourage
I-O graduate training in Big Data analytics and related conceptual
issues. This session presents 4 learning modules on Big Data topics,
which can be integrated into statistical and methodology courses taught
in graduate training programs.
Samuel T. McAbee, smcabee@iit.edu
201
Evan F. Sinar, DDI, 2017FRI-AM103. Alternative Session Type with multiple papers:
8:00AM-9:20AM Americas Seminar Room
Teaching Big Data Methods in I-O Graduate Curriculum: A Primer
Your Big Data Analyses Ain’t Done ‘til Visualizations Are RunThe recent Big Data boom in the organizational sciences should encourage
I-O graduate training in Big Data analytics and related conceptual
issues. This session presents 4 learning modules on Big Data topics,
which can be integrated into statistical and methodology courses taught
in graduate training programs.
Samuel T. McAbee, smcabee@iit.edu
202
Fred Oswald, Rice University, Anthony S. Boyce, Aon Hewitt, Jessica D. Wooldridge, Aon Hewitt, 2017FRI-AM103. Alternative Session Type with multiple papers:
8:00AM-9:20AM Americas Seminar Room
Teaching Big Data Methods in I-O Graduate Curriculum: A Primer
Psychometrics in the Big Data Era: Baby or Bathwater?The recent Big Data boom in the organizational sciences should encourage
I-O graduate training in Big Data analytics and related conceptual
issues. This session presents 4 learning modules on Big Data topics,
which can be integrated into statistical and methodology courses taught
in graduate training programs.
Samuel T. McAbee, smcabee@iit.edu
203
2017FRI-AM118. Alternative Session Type with presenters:
8:00AM-9:20AM S. Hemisphere I
High-Fidelity Simulation Scoring Practices: Tricks of the
Trade Revealed!
Practitioners from some of the leading consulting organizations will
share and discuss their simulations’ scoring practices in this engaging
and interactive session. Their presentations, followed by a panel discussion,
will focus on case studies and empirical evidences of their scoring
practices, which are diverse and complex.
Bharati B. Belwalkar, bharati.belwalkar@gmail.com
204
Brent Winslow, Design Interactive, Inc., 2017FRI-AM122. Alternative Session Type with multiple papers:
8:00AM-9:20AM S. Hemisphere V
Science–Practice Exchange: Ready or Not...Technology’s Implications for Leadership Development
Real-Time Physiological AssessmentThis session presents lessons learned on validating leadership constructs
using untapped sources of data (i.e., social media), and if and how
such assessments may be used to accelerate leadership development
outcomes, followed by break-out discussion groups. Participants will then
have the opportunity to share their insights with the overall audience.
Nathan E. Wiita, nathan.wiita@gmail.com
205
Michal Kosinski, Stanford University, 2017FRI-AM122. Alternative Session Type with multiple papers:
8:00AM-9:20AM S. Hemisphere V
Science–Practice Exchange: Ready or Not...Technology’s Implications for Leadership Development
Digital Footprint AssessmentThis session presents lessons learned on validating leadership constructs
using untapped sources of data (i.e., social media), and if and how
such assessments may be used to accelerate leadership development
outcomes, followed by break-out discussion groups. Participants will then
have the opportunity to share their insights with the overall audience.
Nathan E. Wiita, nathan.wiita@gmail.com
206
Elena Svetieva, Center for Creative Leadership, 2017FRI-AM122. Alternative Session Type with multiple papers:
8:00AM-9:20AM S. Hemisphere V
Science–Practice Exchange: Ready or Not...Technology’s Implications for Leadership Development
Affective Computing for the New Age of Leader DevelopmentThis session presents lessons learned on validating leadership constructs
using untapped sources of data (i.e., social media), and if and how
such assessments may be used to accelerate leadership development
outcomes, followed by break-out discussion groups. Participants will then
have the opportunity to share their insights with the overall audience.
Nathan E. Wiita, nathan.wiita@gmail.com
207
Ryan Boyd, University of Texas at Austin, 2017FRI-AM122. Alternative Session Type with multiple papers:
8:00AM-9:20AM S. Hemisphere V
Science–Practice Exchange: Ready or Not...Technology’s Implications for Leadership Development
Language-Based Measures of Social and Psychological ProcessesThis session presents lessons learned on validating leadership constructs
using untapped sources of data (i.e., social media), and if and how
such assessments may be used to accelerate leadership development
outcomes, followed by break-out discussion groups. Participants will then
have the opportunity to share their insights with the overall audience.
Nathan E. Wiita, nathan.wiita@gmail.com
208
Elena Auer123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-2 How Pay Affects Performance and Retention in Longitudinal
Crowdsourced Research
MTurk is a common source of research participants, yet little is known
about consequences of different payment strategies. A multiwave experiment
established that pay affects performance, satisfaction, retention,
and data quality in crowdsourcing environments. In addition to pay, researchers
must pay attention to the unique demands of MTurk workers.
Elena Auer, eauer@odu.edu
209
Zhanna Bagdasarov, 2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-3 Aristotle, Kant, and Facebook? Implications of Social Media
on Ethics
The relationship between social media and ethics was examined.
Participants responded to scenarios depicting ethical dilemmas. Results
indicated that people who reported being exposed to ethical violations
on social media were more likely to fi nd scenarios to be personally unacceptable
and of lower ethicality, and reacted negatively to the content.
Zhanna Bagdasarov, zhannab@csufresno.edu
210
P. Scott Ramsay2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-4 Can Video Games Reduce Faking in Selection Assessments?The viability of a video game platform designed to aid personnel selection
by reducing faking was tested. Results suggest that participants
are less able to fake personality assessments when assessed via video
games as compared to online surveys.
P. Scott Ramsay, PSRamsay@mail.usf.edu
211
Courtney M. Bryant,2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-5 Coworker Relationships Altered by Social Media: Posts,
Pokes, and Problems
A critical incident methodology was used to explore how social media
impacts coworker relationships. Politics was the topic that most frequently
led to changed coworker relationships. Work–life segmentation
preference was unrelated to interacting with coworkers on social media.
Future research and implications are discussed.
Courtney M. Bryant, bryantcourtneym@gmail.com
212
Andrew B. Collmus2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-6 Time Flies When Cognitive Tests Are GamesCognitive ability tests are central to quality hiring; however, applicant reactions
researchers have shown that applicants prefer other selection procedures.
In a between-groups experiment, identical cognitive ability tests were
either presented as such or as “puzzles” and “riddles.” Participants in the
game-frame group had signifi cantly decreased perceptions of time passage.
Andrew B. Collmus, acollmus@odu.edu
213
Belinda Williams2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-8 Diversity and Group Creativity in an Online, Asynchronous
Environment
This study examined the relationship between surface-level diversity
and group performance outcomes in online, asynchronous groups. Age
diversity signifi cantly, negatively predicted all performance indicators.
Gender diversity signifi cantly predicted the total number of ideas and
the number of novel ideas. Political diversity signifi cantly predicted
group-level fl uency and originality.
Belinda Williams, belinda.williams87@mavs.uta.edu
214
James M. Schmidtke2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-12 The Effect of Technology Use on Relationship and Network
Development
The paper examines whether the degree of technology use affects
participants’ ability to build new relationships (ties) and maintain existing
relationships. Results indicate that smartphone use had a positive effect
on individuals’ ability to form new relationships and maintain existing
ones. Implications for social networks and social capital are discussed.
Julie B. Olson-Buchanan, julieo@csufresno.edu
215
Ia V. Hailey, 2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-13 The Impact of Smartphone Usage on Perceptions of Work–
Life Balance
Smartphones enable employees to stay connected to work. However,
daily usage to remain connected may have adverse consequences on
perceptions of work–life balance. 442 working professionals completed
an online survey. Results indicated daily smartphone usage, segmentation
preference, work group norms, and job autonomy were related to
perceptions of work–life confl ict.
Alicia Stachowski, stachowskia@uwstout.edu
216
Kyle C. Huff, 2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-14 How Consistent Is the Impact of Devices on Working Memory?This research investigated whether mobile devices have a greater
impact on working memory than computers. Repeated measures data
were analyzed from 104 participants who completed complex span tasks
on mobile devices and computers. Analyses found that the differences
between devices was consistent across span diffi culty.
Kyle C. Huff, kchuff@gmail.com
217
Gargi Sawhney, Clemson University2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-18 Crowdsourcing Hard-to-Reach I-O Psychology Populations:
Feasibility and Psychometrics
Participants working in high-risk industries were recruited on Amazon
Mechanical Turk. Results show a high response rate and minimal careless
responding over 3 surveys. These results support the use of MTurk
as a viable way to survey participants in hard-to-reach populations of
interest to I-O psychology.
Richard N. Landers, rnlanders@odu.edu
218
Katelyn J. Cavanaugh,2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-19 Increases in Applicant Pool Diversity Attributable to Unproctored Internet-Based TestingThe diversity of an applicant pool was quasi-experimentally investigated
over time before and after implementation of unproctored Internet-based
testing (UIT) to a selection system using a regression-continuity design.
Results indicate the proportion of Black applicants increased independently
of time. Adding a UIT option can increase applicant diversity.
Richard N. Landers, rnlanders@odu.edu
219
Matt C. Howard, 2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-20 Creating Three-Dimensional Task–Technology Fit ScalesA 3-dimensional conceptualization of task–technology fit (TTF),which is
composed of good TTF and bad TTF, is proposed. Bad TTF is further
composed of too much and too little. Then, a 3-dimensional TTF scale
was developed to gauge these dimensions and allow future research to
empirically study these dimensions.
Matt C. Howard, MHoward@SouthAlabama.edu
220
Michael P. Schiel,2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-21 Examination of Individual Differences in Preference
in Pursuing Gamified Training
This study explored whether individual difference characteristics could
predict participant preference between a gamified and nongame training.
Qualitative responses suggest that the gamified version was generally
perceived as more engaging. Results suggest that organizations should
carefully consider the video game competence of their audience when
implementing gamification in the workplace
Alicia Stachowski, stachowskia@uwstout.edu
221
Christina N. Lacerenza,2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-22 Email Me! How Email Textual Cues Influence PerceptionsIn 2015, 120.4 billion business emails were sent/received per day (Radicati,
2015), but how were these emails being perceived by the recipient?
This experiment examines the effect of email textual cues on receiver’s
perception of the sender. Results show that professionalism and enthusiasm
are significantly affected by subtle cues.
Christina N. Lacerenza, clacerenza@gmail.com
222
DaHee Shon2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-26 Personality, Responsiveness, and Performance in Technology-Enabled Work EnvironmentsDespite increasing use of technology in today’s business environment,
there is little research on how individuals behave in response to various
technology-enabled stimuli. In this study, authors introduce the concept of responsiveness as an important procedural behavior and investigate
its relationships with Big 5 traits and performance.
DaHee Shon, dahee.shon@gmail.com
223
Britany N. Telford2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-27 To Meet or Not to Meet: Preference for Electronic
Communication
A new construct ,preference for electronic communication (PEC), is
proposed as well as a scale to measure employee PEC. The PEC scale
is reliable, unidimensional, and related to but distinct from technology
self-effi cacy. The impact PEC may have on virtual team performance,
job satisfaction, and other organizational constructs is discussed.
Britany N. Telford, btelford@mail.usf.edu
224
Gina M. Bufton2017FRI-AM123. Poster: 8:30AM-9:20AM Atlantic BC
Innovation/Tech
123-33 Effects of Automated Technology on Experiences of Agency
at Work
The effects of an automation on workers’ experiences of agency were
examined. Findings indicated that workers who used the technology
reported lower levels of control than those who did not, although positive
attitudes towards technology generally and the technology of interest
lessened the negative effect in the automation group.
Gina M. Bufton, gmbufton@gmail.com
225
2017FRI-AM126. Panel Discussion: 10:00AM-11:20AM Asia 2Automated Essay Scoring: Human Versus MachineThis session will present latest developments regarding automated essay
scoring. Panelists will discuss construct validity evidence to include
agreement between human and machine scores, and relationships with
other verbal assessments. Additional topics to be discussed include
machine algorithm training, potential cost savings, and user acceptance
Deborah L. Whetzel, dwhetzel@humrro.org
226
Thomas M. Cavanagh2017FRI-AM130. Poster: 10:00AM-10:50AM Atlantic BC
Motivation / Staffing
130-7 Cheating on Online Cognitive Tests: Prevalence and Impact
on Validity
This study investigated the prevalence of cheating on an online, unproctored
cognitive ability test and the impact of cheating on test validity. Despite
10.8% of participants self-reporting cheating behavior, cheaters performed
no better on the test than other participants, and validity was not affected
Thomas M. Cavanagh, tommy.cavanagh@gmail.com
227
Jessica R. Petor2017FRI-AM130. Poster: 10:00AM-10:50AM Atlantic BC
Motivation / Staffing
130-15 Painting the Picture: What Is the Mobile Test Environment?Very little is known about the mobile test environment. This study used
a large applied sample to take a look at the test environment for mobile
and nonmobile unproctored applicants. Analyses examined the physical
test environment, what happened to applicants during testing, and their
satisfaction with the test environment.
Jessica R. Petor, M.S., jpetor@selectintl.com
228
Jacqueline Ng, Northwestern University, Brennan Antone, Northwestern University, Zachary Gibson, Georgia Institute of Technology, Suzanne T. Bell, DePaul University, Leslie A. DeChurch, Northwestern University, Noshir Contractor, Northwestern University, 2017FRI-AM132. Symposium/Forum: 10:00AM-11:20A N. Hemisphere A3
Exploring New Frontiers: Building Better Teams on Earth and Beyond
Crew Recommender for Effective Work in Space: CREWSThe prospect of sending a team to Mars by the year 2030 challenges
organizational scientists to build new conceptual lenses and leverage
advanced analytic and computational methods to hasten understanding
and prediction of team performance. This symposium showcases 5
recent advances, all inspired by the challenge of space exploration.
Leslie A. DeChurch, dechurch@northwestern.edu
229
Jessica M. Webb, Michigan State University, Jeffrey Olenick, Michigan State University, Aurora J. Dixon, Michigan State University, Kim Binsted, University of Hawai’i, Chu-Hsiang Chang, Michigan State University, Steve W. J. Kozlowski, Michigan State University, 2017FRI-AM132. Symposium/Forum: 10:00AM-11:20A N. Hemisphere A3
Exploring New Frontiers: Building Better Teams on Earth and Beyond
Comparing Long-Duration Team Dynamics in a Mars Exploration SimulationThe prospect of sending a team to Mars by the year 2030 challenges
organizational scientists to build new conceptual lenses and leverage
advanced analytic and computational methods to hasten understanding
and prediction of team performance. This symposium showcases 5
recent advances, all inspired by the challenge of space exploration.
Leslie A. DeChurch, dechurch@northwestern.edu
230
C. Shawn Burke, University of Central Florida, Shannon L. Marlow, Rice University, Chelsea Iwig, Rice University, Eduardo Salas, Rice University, 2017FRI-AM132. Symposium/Forum: 10:00AM-11:20A N. Hemisphere A3
Exploring New Frontiers: Building Better Teams on Earth and Beyond
Examining Team Roles in Spacefl ightThe prospect of sending a team to Mars by the year 2030 challenges
organizational scientists to build new conceptual lenses and leverage
advanced analytic and computational methods to hasten understanding
and prediction of team performance. This symposium showcases 5
recent advances, all inspired by the challenge of space exploration.
Leslie A. DeChurch, dechurch@northwestern.edu
231
Tim Warszta, Westcoast University of Applied Sciences, Alina Siemsen, Westcoast University of Applied Sciences, 2017FRI-AM135. Symposium/Forum: 10:00AM-11:20AM N. Hemisphere E2
Game-Based Assessment: Concepts and Insight From Research and Practice
Gamified AssessmentGame-based assessment (GBA) creates a lot of interest in research
andpractice of assessment. The symposium provides a conceptual
framework for GBA. Against this backdrop it investigates different types
of GBA that were developed for practice and how they relate to ability
tests and personality questionnaires.
Katharina Lochner, katharina.lochner@cut-e.com
232
Lara Montefiori, UCL Arctic Shores, 2017FRI-AM135. Symposium/Forum: 10:00AM-11:20AM N. Hemisphere E2
Game-Based Assessment: Concepts and Insight From Research and Practice
Games-Based Assessment, Insight From a Tech StartupGame-based assessment (GBA) creates a lot of interest in research
andpractice of assessment. The symposium provides a conceptual
framework for GBA. Against this backdrop it investigates different types
of GBA that were developed for practice and how they relate to ability
tests and personality questionnaires.
Katharina Lochner, katharina.lochner@cut-e.com
233
Achim Preuss, cut-e Group, Howard Grosvenor, cut-e UK, 2017FRI-AM135. Symposium/Forum: 10:00AM-11:20AM N. Hemisphere E2
Game-Based Assessment: Concepts and Insight From Research and Practice
Gamifying Situational JudgmentGame-based assessment (GBA) creates a lot of interest in research
andpractice of assessment. The symposium provides a conceptual
framework for GBA. Against this backdrop it investigates different types
of GBA that were developed for practice and how they relate to ability
tests and personality questionnaires.
Katharina Lochner, katharina.lochner@cut-e.com
234
Lara Montefiori, UCL Arctic Shores, Katharina Lochner, cut-e Group, Achim Preuss, cut-e Group, Maria Panagiotidi, Staffordshire University, 2017FRI-AM135. Symposium/Forum: 10:00AM-11:20AM N. Hemisphere E2
Game-Based Assessment: Concepts and Insight From Research and Practice
Gamified and “Classical” Psychometric Assessment: Convergent, Divergent, and Incremental ValidGame-based assessment (GBA) creates a lot of interest in research
andpractice of assessment. The symposium provides a conceptual
framework for GBA. Against this backdrop it investigates different types
of GBA that were developed for practice and how they relate to ability
tests and personality questionnaires.
Katharina Lochner, katharina.lochner@cut-e.com
235
2017FRI-AM137. Panel Discussion: 10:00AM-11:20AM N. Hemisphere E4Making Better Business Decisions? Risks and Rewards in Big DataData analytic techniques continue to evolve and incorporate more and
more sophisticated methodologies. This panel will explore big data
techniques that are available and generate discussion around items you
need to know and consider, including both risks and rewards involved in
using big data analytics.
Emilee B. Tison, etison@dciconsult.com
236
Eric Scheller, 2017FRI-AM144. Poster: 11:00AM-11:50AM Atlantic BC
Leadership / Coaching
144-25 Leadership Development Through Virtual Teams and CaseBased DiscussionThis study was conducted to examine leadership development using
virtual teams. Authors developed a program that used virtual meetings and
case-based discussion to measure changes in leadership skills. Results
showed signifi cant improvements in leader identity and leader self-effi cacy.
Eric Scheller, escheller@unomaha.edu
237
Remy Jennings,2017FRI-AM144. Poster: 11:00AM-11:50AM Atlantic BC
Leadership / Coaching
144-34 Using Artificial Neural Networks to Predict Leadership
Effectiveness
This study compared using artificial neural networks and linear regression
to predict leadership effectiveness from a 360-degree leadership
assessment. Artificial neural networks slightly outperformed linear
regression. Including derailment ratings and balancing the data set
between effective and ineffective leaders improved prediction for both
measures while including self ratings did not.
Scott Tonidandel, sctonidandel@davidson.edu
238
Richard N. Landers, Old Dominion University, Michael B. Armstrong, Old Dominion University, Andrew B. Collmus, Old Dominion University, Salih Mujcic, Revelian, Jason A. Blaik, Revelian, 2017FRI-AM153. Symposium/Forum: 11:30AM-12:50PM N. Hemisphere A3
Serious Assessment Games and Gamified Assessment: Emerging Evidence
Empirical Validation of a General Cognitive Ability Assessment GameDespite a lack of evidence supporting assessment games and gamified
assessment, both are increasingly being used to hire job applicants; a
new assessment industry is forming. This symposium presents evidence
from both academicians and practitioners within and outside of I-O
psychology to explore reactions, validity, and practical concerns.
Richard N. Landers, rnlanders@odu.edu
239
Zachary T. Kalinoski, SkillCheck, A Symphony Talent Company,2017FRI-AM153. Symposium/Forum: 11:30AM-12:50PM N. Hemisphere A3
Serious Assessment Games and Gamified Assessment: Emerging Evidence
Empowering Job Seekers by Gamifying the Recruitment and Selection ProcessDespite a lack of evidence supporting assessment games and gamified
assessment, both are increasingly being used to hire job applicants; a
new assessment industry is forming. This symposium presents evidence
from both academicians and practitioners within and outside of I-O
psychology to explore reactions, validity, and practical concerns.
Richard N. Landers, rnlanders@odu.edu
240
Elizabeth M. Short, University of Missouri Science and Technology, Nathan Weidner, Missouri S&T, Mgrdich A. Sirabian, Wayne State University, 2017FRI-AM153. Symposium/Forum: 11:30AM-12:50PM N. Hemisphere A3
Serious Assessment Games and Gamified Assessment: Emerging Evidence
Exploring Workplace Relevant Correlates of World of Warcraft AchievementsDespite a lack of evidence supporting assessment games and gamified
assessment, both are increasingly being used to hire job applicants; a
new assessment industry is forming. This symposium presents evidence
from both academicians and practitioners within and outside of I-O
psychology to explore reactions, validity, and practical concerns.
Richard N. Landers, rnlanders@odu.edu
241
Darshana Z. Narayanan, pymetrics, Avital Gertner Samet, pymetrics, Evan I. Blumgart, pymetrics, Julie J. Yoo, pymetrics, Matthew Malter Cohen, pymetrics, Frida E Polli, pymetrics, 2017FRI-AM153. Symposium/Forum: 11:30AM-12:50PM N. Hemisphere A3
Serious Assessment Games and Gamified Assessment: Emerging Evidence
Gamification as a Platform to Reduce BiasDespite a lack of evidence supporting assessment games and gamified
assessment, both are increasingly being used to hire job applicants; a
new assessment industry is forming. This symposium presents evidence
from both academicians and practitioners within and outside of I-O
psychology to explore reactions, validity, and practical concerns.
Richard N. Landers, rnlanders@odu.edu
242
Jorge Ivan Hernandez, DePaul University, Presenter2017FRI-AM157. Master Tutorial: 11:30AM-12:50PM N. Hemisphere E3Automated Data Collection: An Introduction to Web Scraping With PythonThis interactive session guides participants on how to collect data from
the web using the python programming languages. A 10-line process
of web scraping is demonstrated, and this method is flexible enough to
provide the foundation for participants to scrape data on their own from a
multitude of websites.
Jorge Ivan Hernandez, ivan.hernandez@depaul.edu
243
Charles Chu, 2017FRI-PM165. Poster: 12:00PM-12:50PM Atlantic BC
Inclusion
165-22 The Effect of Diversity Intervention Media Format on Racial
Attitudes
This research tested a short video featuring a Black man discussing
racial bias and its written transcript as diversity interventions. The
interventions improved attitudes toward minorities relative to controls.
However, compared to video intervention, the written intervention was
less effective and resulted in more stereotyping of the Black man.
Charles Chu, charchu@iupui.edu
244
2017FRI-PM167. Panel Discussion: 1:00PM-2:20PM Asia 1 From Likes to Impact: The Payoffs of Social Media InvolvementI-O psychologists engaging with social media often weigh their time
spent against benefits that can be nebulous and unpersuasive to
skeptics. Panelists share how they’ve used social media strategically to
build their brands and convince others of its value, research and practice
impact examples, and advice on avoiding missteps they’ve made.
Evan F. Sinar, evan.sinar@ddiworld.com
245
Robert E. McHenry, Independent, 2017FRI-PM173. Symposium/Forum: 1:00PM-2:20PM Australia 3
Mobile Testing “In the Wild”: Apps, Reactions, Images, Criterion Validity
Multinational Responses to the 16PF Delivered via a Smartphone AppThe mobile testing movement continues to raise new questions for I-O psychology.
This session will answer some of these questions with studies investigating
the use of mobile app-enabled assessments, perceptions of mobile
assessment’s face validity, impact of image-heavy mobile assessments on
applicant performance, and the criterion validity of mobile assessments.
Neil Morelli, neil.morelli@gmail.com
246
Keemia Vaghef, Florida Institute of Technology, Michael C. Tocci, Procter & Gamble, Patrick D. Converse, Florida Institute of Technology, 2017FRI-PM173. Symposium/Forum: 1:00PM-2:20PM Australia 3
Mobile Testing “In the Wild”: Apps, Reactions, Images, Criterion Validity
Mobile Versus Nonmobile Differences in Applicant Reactions to Noncognitive AssessmentsThe mobile testing movement continues to raise new questions for I-O psychology.
This session will answer some of these questions with studies investigating
the use of mobile app-enabled assessments, perceptions of mobile
assessment’s face validity, impact of image-heavy mobile assessments on
applicant performance, and the criterion validity of mobile assessments.
Neil Morelli, neil.morelli@gmail.com
247
Kelsey M. Stephens, Performance Assessment Network, Erin Crask Wood, pan-Performance Assessment Network, 2017FRI-PM173. Symposium/Forum: 1:00PM-2:20PM Australia 3
Mobile Testing “In the Wild”: Apps, Reactions, Images, Criterion Validity
Pinch to Zoom: Effect of ImageHeavy Mobile Assessments on PerformanceThe mobile testing movement continues to raise new questions for I-O psychology.
This session will answer some of these questions with studies investigating
the use of mobile app-enabled assessments, perceptions of mobile
assessment’s face validity, impact of image-heavy mobile assessments on
applicant performance, and the criterion validity of mobile assessments.
Neil Morelli, neil.morelli@gmail.com
248
Ted B. Kinney, Select International, Allison N. Besl, Select International, Amie D. Lawrence, Select International, Don M. Moretti, Sears Holdings Corporation, Luye Chang, Uber, 2017FRI-PM173. Symposium/Forum: 1:00PM-2:20PM Australia 3
Mobile Testing “In the Wild”: Apps, Reactions, Images, Criterion Validity
Demonstrating Criterion-Related Validity Equiv With Mobile and PC Test TakersThe mobile testing movement continues to raise new questions for I-O psychology.
This session will answer some of these questions with studies investigating
the use of mobile app-enabled assessments, perceptions of mobile
assessment’s face validity, impact of image-heavy mobile assessments on
applicant performance, and the criterion validity of mobile assessments.
Neil Morelli, neil.morelli@gmail.com
249
A. James Illingworth, University of Central Florida, Simon M. Moon, La Salle University, Neil Morelli, The Cole Group, William L. McLane, University of Georgia, Sam J. Wilgus, North Carolina State University, Demetrius Keyon Green, North Carolina State University, Isaac Benjamin Thompson, Red Hat, 2017FRI-PM173. Symposium/Forum: 1:00PM-2:20PM Australia 3
Mobile Testing “In the Wild”: Apps, Reactions, Images, Criterion Validity
Criterion Validity of Assessments Delivered on Mobile and Nonmobile DevicesThe mobile testing movement continues to raise new questions for I-O psychology.
This session will answer some of these questions with studies investigating
the use of mobile app-enabled assessments, perceptions of mobile
assessment’s face validity, impact of image-heavy mobile assessments on
applicant performance, and the criterion validity of mobile assessments.
Neil Morelli, neil.morelli@gmail.com
250
2017FRI-PM189. Panel Discussion: 3:00PM-3:50PM Asia 5I-O’s Role in Advancing HR in the Big Data ChargeI-Os are well positioned to lead the big data revolution sweeping
countless organizations, although additional guidance for
leading the charge is still necessary. Four practitioners from diverse applied
research and analytics departments will discuss recommendations for
how the I-O community can advance the current state of human resource
management.
Ashley A. Miller, ashley.miller@shrm.org
251
Alexandra Jacobsen2017FRI-PM190. Poster: 3:00PM-3:50PM Atlantic BC
Org Performance/Decision Making
190-17 Moderating Effect of Telecommuting and Personality on
Performance Over Time
Over a 40-week period, a 3-way interaction among tenure, telecommuting,
and personality on 2 objective performance indices was examined
for 2 samples (N =298). In line with Murphy’s (1989) performance model,
findings indicate that telecommuting and personality are important
predictors of performance at later stages of the job.
Alexandra Jacobsen, ajacobsen14099998@hotmail.com
252
Kristin Scott2017FRI-PM190. Poster: 3:00PM-3:50PM Atlantic BC
Org Performance/Decision Making
190-24 Social Network Ties and Organizational Citizenship Behavior:
A Curvilinear Relationship
Authors argue that friendship network centrality is positively and linearly
related to employee OCB, but advice tie centrality and OCB have a curvilinear
relationship such that employees will engage in higher levels of
OCB at moderate levels of advice centrality than at low and high levels.
Findings supported these predictions.
Kristin Scott, kdswork@gmail.com
253
Emily J. Grijalva, University of Buffalo, Coordinator
Richard N. Landers, Old Dominion University, Presenter
2017FRI-PM193. Friday Seminar: 3:00PM-6:00PM N. Hemisphere A2Friday Seminar: Automated Conversion of Social Media Into Data: Demonstration and TutorialPREREGISTRATION AND ADDITIONAL FEE REQUIRED. Recent technological
advances have brought the automated collection of data from social media,
such as personal websites, discussion forums, Facebook, and Twitter, within
the abilities of the average I-O psychologist or HR professional. In this hands-on
seminar, learn the ins and outs of these big data techniques using freely available,
open-source software.
Emily J. Grijalva, emilygrijalva@gmail.com
254
Sandra L. Fisher, Clarkson University, 2017FRI-PM196. Alternative Session Type with multiple papers:
3:00PM-4:20PM N. Hemisphere E1
Opportunities and Challenges in Electronic Human Resource Management
e-HRM Innovation: An Organizational Ambidexterity PerspectiveElectronic human resource management (eHRM) systems are changing
how organizations configure and implement human resource management
practices and processes. In this session the authors share
evidence-based scholarship and theory while considering realities of the
implementation of eHRM systems. Presenters are some of the foremost
experts and practitioners in these areas.
Stanley M. Gully, gully@psu.edu
255
Richard D. Johnson, University at Albany, State University of New York,2017FRI-PM196. Alternative Session Type with multiple papers:
3:00PM-4:20PM N. Hemisphere E1
Opportunities and Challenges in Electronic Human Resource Management
Employees’ Reactions to a Human Resource Information System Electronic human resource management (eHRM) systems are changing
how organizations configure and implement human resource management
practices and processes. In this session the authors share
evidence-based scholarship and theory while considering realities of the
implementation of eHRM systems. Presenters are some of the foremost
experts and practitioners in these areas.
Stanley M. Gully, gully@psu.edu
256
Stanley M. Gully, Pennsylvania State University2017FRI-PM196. Alternative Session Type with multiple papers:
3:00PM-4:20PM N. Hemisphere E1
Opportunities and Challenges in Electronic Human Resource Management
Interviewee Reactions to a Technologically Mediated Interviewing ProcessElectronic human resource management (eHRM) systems are changing
how organizations configure and implement human resource management
practices and processes. In this session the authors share
evidence-based scholarship and theory while considering realities of the
implementation of eHRM systems. Presenters are some of the foremost
experts and practitioners in these areas.
Stanley M. Gully, gully@psu.edu
257
Joseph Keebler, Embry-Riddle Aeronautical University, 2017FRI-PM196. Alternative Session Type with multiple papers:
3:00PM-4:20PM N. Hemisphere E1
Opportunities and Challenges in Electronic Human Resource Management
Applying Augmented Reality in Training – A Brief History and Future InsightElectronic human resource management (eHRM) systems are changing
how organizations configure and implement human resource management
practices and processes. In this session the authors share
evidence-based scholarship and theory while considering realities of the
implementation of eHRM systems. Presenters are some of the foremost
experts and practitioners in these areas.
Stanley M. Gully, gully@psu.edu
258
2017FRI-PM204. Roundtable Discussion/Conversation Hour:
3:00PM-3:50PM S. Hemisphere V
Communications and Analytics: Creating Impact With Data Driven
Insights
Session focuses on the challenges of communicating data insights in
large organizations. I-Os are not taught how to translate insights into an
employee-facing message. It isn’t about sharing fancy data visualizations
but instead about conveying the strategic outcomes and insights to
positively influence the organization.
Sara Brothers, sabrothers@outlook.com
259
Jessica L. Kane, Accenture, Host
Joshua M. Sacco, Facebook, Host
Deborah K. Ford, Accenture, Coordinator
2017FRI-PM207. Community of Interest: 4:00PM-4:50PM Asia 3 Technology Trends Leading HR Practice: Key Opportunities for Research?Agility, liquid workforce, gig economy. Repeatedly we are seeing technological
advances reshape the way in which organizations structure
work, manage employees, and shape culture. In this interactive session,
we will facilitate discussion related to emerging digital HR trends that
support flexible, adaptive, and responsive workforces.
Deborah K. Ford, Deborah.ford@accenture.com
260
2017FRI-PM213. Panel Discussion: 4:00PM-4:50PM N. Hemisphere A4Analysis and Measurement: Where Data Science and I-O IntersectData science is a continuation of data analysis fields such as statistics, data
mining, and predictive analytics (Northwestern, 2016). “Big data” has become
an important topic at board-level meetings (van der Aalst,2014), and as I-O
psychologists working in applied settings, it is becoming more common to
partner with the data scientist community on HR-related, big data projects.
Anne Scaduto, scadoots@gmail.com
261
2017FRI-PM223. Special Events: 5:00PM-5:50PM Asia 2Executive Board Special Session: Simple, Social SIOP: Collaborating
to Increase SIOP’s Social Media Reach
I-O drives a #SmarterWorkplace—for organizations who know about the
work. To improve visibility, an intercommittee collaboration is expanding
I-O’s #socialmedia reach. Panelists will share experiences and emerging
expertise, and brainstorm with attendees on methods to improve the
amount and variety of content, voices, and audience.
Stephanie R. Klein, srklein42@hotmail.com
262
Allison B. Yost, CEB, Presenter
Andrea K Kropp, CEB, Presenter
Cory Kind, CEB, Presenter
2017SAT-AM238. Master Tutorial: 8:00AM-9:20AM Asia 4Natural Language Processing and Text Mining for I-O PsychologistsAdvances in natural language processing (NLP) are unlocking novel workplace
research opportunities and ushering in text-based analytical solutions.
This session teaches essential text mining techniques
and principles via 3 I-O-specifi c cases studies—employee
surveys, personality detection and resumé-based selection
algorithms—and will include reproducible code in R.
Allison B. Yost, abyost86@gmail.com
263
2017SAT-AM244. Alternative Session Type with presenters:
8:00AM-9:20AM N. Hemisphere A4
Assessments on Mobile Devices: Our Opportunities at Digital SpeedThis session will discuss current issues in the use of mobile devices for
completing candidate assessments. The IGNITE sessions will cover topics
ranging from prevalence of test completion on mobile devices, using
mobile assessment technology as a recruitment tool, and key elements
of a successful mobile assessment app.
Mark S. Urban, marksurban@netzero.net
264
Vanessa A. Burke, 2017SAT-AM254. Poster: 8:30AM-9:20AM Atlantic BC
Emotions/Health & Safety
254-7 Workplace Social Interactions of Teleworkers: Gossip,
Incivility, and Affective Commitment
Social interactions (e.g., the role of gossip) for teleworkers versus
nonteleworkers were examined. As predicted, gossip had a positive direct
effect on affective commitment. However, as predicted, gossip had a negative
indirect effect on affective commitment when met with retaliation (in
the form of experienced incivility). Subgroup differences were observed.
Russell A. Matthews, ramatth@bgsu.edu
265
2017SAT-AM249. Panel Discussion: 8:00AM-9:20AM S. Hemisphere II See What You Did There: Data Visualization in ActionThis session explores common practices, emerging techniques, tools, risks, and
trends for visualizing various data sources. Panelists present expert perspectives
on tackling today’s challenges of effectively communicating data. This
includes leveraging storytelling concepts alongside technology to construct innovative,
informative, and compelling visualizations for datasets small and large.
Chantale Wilson, chantalewilson@gmail.com
266
Nastassia M. Savage, Clemson University, William S. Kramer, Clemson University, Brooke B. Allison, Kandice N. Goguen, Clemson University, Marissa L. Shuffler, Clemson University, 2017SAT-AM257. Symposium/Forum: 10:00AM-11:20AM Asia 2
Virtual Teams “in the Wild”: Considering Individual and Contextual Influences
Getting Real About Virtuality: Practical Recommendations for Choosing Team MembersThis symposium looks at different individual and contextual factors that influence
the effectiveness of virtual teams “in the wild”. It includes considerations
for identifying members, 2 field studies assessing different variables
that impact virtual team effectiveness, and reviewing meta-analytic results
to identify variables that influence performance in virtual teams.
Nastassia M. Savage, Nastassia.Savage@gmail.com
267
Julia E. Hoch, California State University Northridge, James H. Dulebohn, Michigan State University, 2017SAT-AM257. Symposium/Forum: 10:00AM-11:20AM Asia 2
Virtual Teams “in the Wild”: Considering Individual and Contextual Influences
Team Extroversion and Virtual Team Performance in Virtual TeamsThis symposium looks at different individual and contextual factors that influence
the effectiveness of virtual teams “in the wild”. It includes considerations
for identifying members, 2 field studies assessing different variables
that impact virtual team effectiveness, and reviewing meta-analytic results
to identify variables that influence performance in virtual teams.
Nastassia M. Savage, Nastassia.Savage@gmail.com
268
Shanique G. Brown, Wayne State University, Melissa Vazquez, DePaul University, Suzanne T. Bell, DePaul University, 2017SAT-AM257. Symposium/Forum: 10:00AM-11:20AM Asia 2
Virtual Teams “in the Wild”: Considering Individual and Contextual Influences
Team Composition and Performance at Levels of Virtuality: A Meta-AnalysisThis symposium looks at different individual and contextual factors that influence
the effectiveness of virtual teams “in the wild”. It includes considerations
for identifying members, 2 field studies assessing different variables
that impact virtual team effectiveness, and reviewing meta-analytic results
to identify variables that influence performance in virtual teams.
Nastassia M. Savage, Nastassia.Savage@gmail.com
269
Cristina B. Gibson, University of Western Australia, Patrick D. Dunlop, University of Western Australia, John Cordery, University of Western Australia, 2017SAT-AM257. Symposium/Forum: 10:00AM-11:20AM Asia 2
Virtual Teams “in the Wild”: Considering Individual and Contextual Influences
Untangling the Effects of Formalization in Global Virtual TeamsThis symposium looks at different individual and contextual factors that influence
the effectiveness of virtual teams “in the wild”. It includes considerations
for identifying members, 2 field studies assessing different variables
that impact virtual team effectiveness, and reviewing meta-analytic results
to identify variables that influence performance in virtual teams.
Nastassia M. Savage, Nastassia.Savage@gmail.com
270
Boris I. Yanovsky, Facebook, Presenter
Ryan L Derickson, Xavier University, Presenter
Katerine Osatuke, Miami University, Presenter
2017SAT-AM259. Master Tutorial: 10:00AM-11:20AM Asia 4Making Research Reproducible: Tutorial for
Reproducible Research With R Markdown
This interactive session will serve as a gentle introduction
to creating collaborative, reproducible research using
R Markdown. Participants will learn to build dynamic
documents—embedded with outputs, code, and graphical
visualizations—for sharing and communicating their analysis
results with others.
Katerine Osatuke, Katerine.Osatuke@va.gov
271
E. Michelle Todd2017SAT-AM261. Poster: 10:00AM-10:50AM Atlantic BC
Inclusion / Training
261-22 A Meta-Analysis Comparing Face-to-Face, Online, and
Hybrid Ethics Courses
Meta-analytic techniques were used to test the effectiveness of 106 ethics
courses by delivery format (i.e., face-to-face, online, hybrid). Hybrid
courses were found to be most effective, followed by face-to-face and
online courses. The frequency and effectiveness of 67 instructional and
process-based content areas were also assessed by delivery format.
E. Michelle Todd, emtodd15@gmail.com
272
2017SAT-AM265. Master Tutorial: 10:00AM-11:20AM N. Hemisphere A3R Shiny: Using Apps to Support I-O ResearchEven researchers just beginning to use the R statistics platform can
make simple web-ready Shiny apps that make their research and results
more accessible to colleagues and lay people alike. Attendees will be
exposed to motivating examples of Shiny apps and learn
the basic concepts behind application development.
Samantha Holland, samahol@gmail.com
273
2017SAT-AM268. Panel Discussion: 10:00AM-11:20AM N. Hemisphere E2Social Media for Employment Decisions: The Good, Bad, and UglyOrganizations continue to use information from social media sites for
employment decisions. These practices present many legal challenges
and still generally lack empirical support. The purpose of this panel is to
discuss the logistic, legal, and utility implications of using social media
for employment decisions and ideas for future research.
Christopher J. Hartwell, chris.hartwell@usu.edu
274
2017SAT-AM273. Panel Discussion: 10:00AM-11:20AM S. Hemisphere IIIMaking Telework, Work: Remote Mentoring, Leadership, and TeamworkTelework offers a unique set of opportunities and challenges for employees,
teams, and organizations. This panel discussion brings experts
from business, academia,the public sector, and consulting together to
share research, experience, and data-driven insights on empowering
teleworkers through mentoring, leadership, and teamwork.
Robert J. Synovec, rsynovec@gmail.com
275
Nawal Es-Sabahi, PepsiCo, Damien Deluca, PepsiCo, 2017SAT-AM278. Symposium/Forum: 11:30AM-12:20PM Asia 4
Early Wins in Machine Learning: Practical Examples
Utilizing Machine Learning to Predict TurnoverThis symposium highlights 3 sets of practitioners who are
systematically implementing machine learning into their
organizations’ analytics strategies. From additively enhancing
the predictive validity of existing models to creating new data
infrastructure to support predictive analytics programs, these studies show
diverse and realistic applications of machine learning in organizations today.
Christopher M. Rosett, rosettc2@gmail.com
276
Neil Morelli, The Cole Group, 2017SAT-AM278. Symposium/Forum: 11:30AM-12:20PM Asia 4
Early Wins in Machine Learning: Practical Examples
An Early Example of Machine Learning Applied to Executive RecruitingThis symposium highlights 3 sets of practitioners who are
systematically implementing machine learning into their
organizations’ analytics strategies. From additively enhancing
the predictive validity of existing models to creating new data
infrastructure to support predictive analytics programs, these studies show
diverse and realistic applications of machine learning in organizations today.
Christopher M. Rosett, rosettc2@gmail.com
277
Christopher M. Rosett, Verizon Wireless, Katy Leinweber, Vanderbilt University,2017SAT-AM278. Symposium/Forum: 11:30AM-12:20PM Asia 4
Early Wins in Machine Learning: Practical Examples
Predicting Frontline Turnover: A Practical Approach Yielding Early ResultsThis symposium highlights 3 sets of practitioners who are
systematically implementing machine learning into their
organizations’ analytics strategies. From additively enhancing
the predictive validity of existing models to creating new data
infrastructure to support predictive analytics programs, these studies show
diverse and realistic applications of machine learning in organizations today.
Christopher M. Rosett, rosettc2@gmail.com
278
A. James Illingworth, University of Central Florida, Austin Carter, University of Central Florida, Robert Slabik, University of Central Florida, Jonathan Cowan, University of Central Florida, Simon M. Moon, La Salle University, 2017SAT-AM279. Symposium/Forum: 11:30AM-12:20PM Asia 5
Expanding Knowledge About Mobile Assessments Across Devices and Applicants
Impact of Applicant Disability on Mobile Assessment OutcomesAs mobile assessments continue to grow in popularity, there is still a
great deal to be learned about their properties. Papers in this symposium
present various types of mobile assessments including surveys,
cognitive ability assessments, and high fi delity job simulations. Issues
involving creation, scoring, and implementation are discussed.
Frederick R. Stilson, robstilson@gmail.com
279
Kyle C. Huff, Georgia Gwinnett College, Robert Mason, Georgia Gwinnett College, 2017SAT-AM279. Symposium/Forum: 11:30AM-12:20PM Asia 5
Expanding Knowledge About Mobile Assessments Across Devices and Applicants
Device Type and Layout Effect on Usability of QuestionnairesAs mobile assessments continue to grow in popularity, there is still a
great deal to be learned about their properties. Papers in this symposium
present various types of mobile assessments including surveys,
cognitive ability assessments, and high fi delity job simulations. Issues
involving creation, scoring, and implementation are discussed.
Frederick R. Stilson, robstilson@gmail.com
280
Jessica L. Blackburn, Psychometric Applications, LLC, Frederick R. Stilson, TalentQuest, Scott A. Withrow, FurstPerson, 2017SAT-AM279. Symposium/Forum: 11:30AM-12:20PM Asia 5
Expanding Knowledge About Mobile Assessments Across Devices and Applicants
High Fidelity Assessment With a Low(er) Fidelity MediumAs mobile assessments continue to grow in popularity, there is still a
great deal to be learned about their properties. Papers in this symposium
present various types of mobile assessments including surveys,
cognitive ability assessments, and high fi delity job simulations. Issues
involving creation, scoring, and implementation are discussed.
Frederick R. Stilson, robstilson@gmail.com
281
2017SAT-AM291. Panel Discussion: 11:30AM-12:50PM S. Hemisphere IVIntegrations and Partnering With Technology: Experiences and Best PracticesThis session brings together practitioners from 2 large organizations and
3 external consulting firms to share experiences and best practices related
to integrations and partnering with technology. Panelists will discuss
opportunities and challenges they have faced during integration projects,
as well as advice for ensuring successful integrations.
Tracey Tafero, ttafero@selectintl.com
282
David J. Whitney2017SAT-PM293. Poster: 12:00PM-12:50PM Atlantic BC
Careers/Organizational Justice /Organizational Performance
293-29 The O*NET Interest Profi ler and Autism: Identifying Appropriate OccupationsThis study utilized the O*NET Interest Profi ler to identify appropriate, interesting,
and attainable occupations for individuals with high functioning
autism spectrum disorder (ASD). A sample of professionals with experience
in ASDs and employment reported the tool has strong potential for
identifying relevant occupations for adults within this special population.
David J. Whitney, dave.whitney@csulb.edu
283
Jingxian Yao2017SAT-PM293. Poster: 12:00PM-12:50PM Atlantic BC
Careers/Organizational Justice /Organizational Performance
293-32 A Social Network Approach to Newcomer VoiceNewcomer voice is a valuable resource for organizations. Through a
social network lens, research proposes that newcomers’ advice network
heterogeneity and boundary-crossing ties promote voice behavior
through informational effi cacy. Friendship network centrality and low
network seniority increase voice by increasing psychological safety. Also
discussed is the implementation of newcomer voice.
Jingxian Yao, yaojingxian@u.nus.edu
284
Alice M. Brawley, Michigan State University, Cynthia L.S. Pury, Clemson University, Fred S. Switzer, III, Clemson University, Shawn Saylors, Digital Consulting Services, 2017SAT-PM301. Symposium/Forum: 12:30PM-1:20PM N. Hemisphere A2
MTurk as Work (and Not Just a Recruitment Method)
Work Analysis in the Gig Economy and the Case of MTurk WorkersAlthough MTurk is a popular recruitment tool for I-O research, this
workforce is largely ignored by our fi eld. Authors will discuss necessary
adaptations for applying work analysis, measuring job performance,
and studying justice perceptions among MTurk workers, as well as for
remaining relevant to broader “Uber-ized” labor that MTurk represents.
Alice M. Brawley, brawley2@msu.edu
285
Emily A. Burnett, Clemson University, Cynthia L.S. Pury, Clemson University,2017SAT-PM301. Symposium/Forum: 12:30PM-1:20PM N. Hemisphere A2
MTurk as Work (and Not Just a Recruitment Method)
Attention Checks as Performance Metrics on MTurk: Distributive Justice ImplicationsAlthough MTurk is a popular recruitment tool for I-O research, this
workforce is largely ignored by our fi eld. Authors will discuss necessary
adaptations for applying work analysis, measuring job performance,
and studying justice perceptions among MTurk workers, as well as for
remaining relevant to broader “Uber-ized” labor that MTurk represents.
Alice M. Brawley, brawley2@msu.edu
286
Amanda L. Young, North Carolina State University, Joshua S. Andrews, North Carolina State University, 2017SAT-PM301. Symposium/Forum: 12:30PM-1:20PM N. Hemisphere A2
MTurk as Work (and Not Just a Recruitment Method)
Measurement Equivalence on Amazon’s Mechanical TurkAlthough MTurk is a popular recruitment tool for I-O research, this
workforce is largely ignored by our fi eld. Authors will discuss necessary
adaptations for applying work analysis, measuring job performance,
and studying justice perceptions among MTurk workers, as well as for
remaining relevant to broader “Uber-ized” labor that MTurk represents.
Alice M. Brawley, brawley2@msu.edu
287
Casey W. Johnson, OutMatch, Presenter
Keith D. McCook, OutMatch, Presenter
James R Longabaugh, IBM, Presenter
Jennifer E. Lowe, Hogan Assessment Systems, Presenter
Kevin Impelman, IBM, Presenter
2017SAT-PM304. Alternative Session Type with presenters:
12:30PM-1:20PM N. Hemisphere E1
Mobile Assessment: Small Screens Become Mainstream
(Demo & Panel Discussion)
This symposium brings together 3 assessment publishers demonstrating
mobile assessment administration formats and comparing and contrasting
their effectiveness. Audience members will participate by sampling assessment
experiences live via mobile device. After demonstration, broader
trends on mobile assessment will be highlighted from each publisher, and
advantages/disadvantages of mobile assessment formats will be discussed.
Casey W. Johnson, cjohnson@outmatch.com
288
Aarti Shyamsunder, Psymantics Consulting, Chair
Jennifer C. Cullen, CultureAmp, Presenter
Steven T. Hunt, SAP SuccessFactors, Presenter
Richard N. Landers, Old Dominion University, Presenter
Matthew S. O’Connell, Select International, Inc., Presenter
2017SAT-PM309. Alternative Session Type with presenters:
12:30PM-1:20PM S. Hemisphere II
From the Outside, In: Technology’s Influence on I-O PsychologyThis session will address how technology has transformed our work as
I-O psychologists and HR practitioners. Four experts will share insights
ranging from specific areas, like hiring, performance management, and
employee engagement, to a big picture overview in order to explore the
challenges and opportunities inherent in this technology revolution.
Aarti Shyamsunder, aarti_shyamsunder@hotmail.com
289
Casey A. Giordano2017SAT-PM313. Poster: 1:00PM-1:50PM Atlantic BC
CWB & Deviance
313-13 A Meta-Analytic Investigation of Cyberloafi ngCyberloafi ng—using technology to idle at work—has attracted the attention
of scholars and practitioners by plaguing modern organizations. The
fi rst meta-analysis to empirically defi ne its nomological net. By exploring
the antecedents and outcomes of cyberloafi ng, research contributes to
the development of interventions to mitigate instances of cyberloafi ng
Casey A. Giordano, Giord023@umn.edu
290
2017SAT-PM322. Panel Discussion: 1:30PM-2:20PM N. Hemisphere A2Leveraging Assessment Data: Creative Approaches to Finding
Talent
As an industry, I-Os have all but mastered the art of using assessmentsfor
selection. Organizations have a stunning array of data, including
digital records, to describe candidates. Panelists will share how they
creatively leverage these data to add value well beyond the point of hire.
Miriam T. Nelson, .nelson@aonhewitt.com
291
2017SAT-PM328. Special Events: 1:30PM-2:20PM N. Hemisphere E4 Alliance Special Session: The Impact of Technology on Recruitment
and Selection: International Perspectives
This panel brings together a team of leading international experts who
will discuss how technology is changing the face of recruitment and
selection practices around the globe. Topics include big data in recruitment
and selection, gamification as a selection tool, and social sensing
technologies in selection and training.
Ioannis Nikolaou, inikol@aueb.gr
292
2017SAT-PM329. Panel Discussion: 1:30PM-2:20PM S. Hemisphere II-O Psychology in an IT WorldThe human capital systems that I-O psychologists develop have traditionally
been delivered in suboptimal formats. As technology advances, organizations
are increasingly requesting that these systems be delivered as
electronic, interactive tools. This diverse panel will discuss the processes
and issues associated with delivering I-O content in an IT world.
Kelley J. Krokos, kkrokos@air.org
293
Lauren H. Beechly, IBM, Amanda Klabzuba, IBM, 2017SAT-PM330. Symposium/Forum: 1:30PM-2:20PM S. Hemisphere II
Taking a “Little Data” Approach in a Big Data World
Applying “Little Data” Research Methods to a “Big Data” Scenario: An Organizational Case StudyThe topic of Big Data seems to be nearly everywhere. Yet it often
appears that the methodologies for analyzing Big Data are in opposition
with what I-O psychologists have been taught. This symposium will demonstrate the value a “Little Data” methodology: the theory-driven,
hypothesis-based approach traditional to I-O psychology.
Leslie M. Golay, lmgolay@gmail.com
294
David W. Reeves, II, Mercer | Sirota, Jason S. Guttadauria, Mercer | Sirota, 2017SAT-PM330. Symposium/Forum: 1:30PM-2:20PM S. Hemisphere II
Taking a “Little Data” Approach in a Big Data World
Using Traditional Data Analysis Methods With Biggish DataThe topic of Big Data seems to be nearly everywhere. Yet it often
appears that the methodologies for analyzing Big Data are in opposition
with what I-O psychologists have been taught. This symposium will demonstrate the value a “Little Data” methodology: the theory-driven,
hypothesis-based approach traditional to I-O psychology.
Leslie M. Golay, lmgolay@gmail.com
295
Aaron J. Kraus, Liberty Mutual Insurance,2017SAT-PM330. Symposium/Forum: 1:30PM-2:20PM S. Hemisphere II
Taking a “Little Data” Approach in a Big Data World
Using Small Data to Get Big Data: A Case Study on the Practical Power of Small DataThe topic of Big Data seems to be nearly everywhere. Yet it often
appears that the methodologies for analyzing Big Data are in opposition
with what I-O psychologists have been taught. This symposium will demonstrate the value a “Little Data” methodology: the theory-driven,
hypothesis-based approach traditional to I-O psychology.
Leslie M. Golay, lmgolay@gmail.com
296
Andrea M. Bizarro, JetBlue Airways, 2017SAT-PM330. Symposium/Forum: 1:30PM-2:20PM S. Hemisphere II
Taking a “Little Data” Approach in a Big Data World
Managing Leader Expectations in a Big Data WorldThe topic of Big Data seems to be nearly everywhere. Yet it often
appears that the methodologies for analyzing Big Data are in opposition
with what I-O psychologists have been taught. This symposium will demonstrate the value a “Little Data” methodology: the theory-driven,
hypothesis-based approach traditional to I-O psychology.
Leslie M. Golay, lmgolay@gmail.com
297
Wei Wang, University of Central Florida, Daniel A. Newman, University of Illinois at Urbana-Champaign, Robert L. Dipboye, University of Central Florida, 2017SAT-PM335. Symposium/Forum: 3:00PM-4:20PM Asia 3
Social Network Analysis: Advances in Methodology, Theory, and Application
The Effect of Network Types on Job Satisfaction and TurnoverFour studies demonstrate how social network analysis can be creatively
applied in various areas of I-O psychology for both theoretical and
methodological advancement. These applications include turnover, team
collaboration and performance, and shared mental models.
Wei Wang,
wei.wang@ucf.edu
298
Benjamin S. Listyg, University of Georgia, Michael T. Braun, University of South Florida, 2017SAT-PM335. Symposium/Forum: 3:00PM-4:20PM Asia 3
Social Network Analysis: Advances in Methodology, Theory, and Application
When Stars Fail: A Study of Team Network AdaptationFour studies demonstrate how social network analysis can be creatively
applied in various areas of I-O psychology for both theoretical and
methodological advancement. These applications include turnover, team
collaboration and performance, and shared mental models.
Wei Wang,
wei.wang@ucf.edu
299
Nicholas J. Gatto, Roosevelt University, Kacie Terranova, Roosevelt University, Toshio Murase, Roosevelt University, 2017SAT-PM335. Symposium/Forum: 3:00PM-4:20PM Asia 3
Social Network Analysis: Advances in Methodology, Theory, and Application
The Emergence of Team Cognition in String QuartetsFour studies demonstrate how social network analysis can be creatively
applied in various areas of I-O psychology for both theoretical and
methodological advancement. These applications include turnover, team
collaboration and performance, and shared mental models.
Wei Wang,
wei.wang@ucf.edu
300
Tanner A. Kluth, University of Central Florida, Wei Wang, University of Central Florida, Tian Tian, University of Central Florida, 2017SAT-PM335. Symposium/Forum: 3:00PM-4:20PM Asia 3
Social Network Analysis: Advances in Methodology, Theory, and Application
Engineering Team Performance: In-Group Bonding Capital Versus Out-Group Bridging CapitalFour studies demonstrate how social network analysis can be creatively
applied in various areas of I-O psychology for both theoretical and
methodological advancement. These applications include turnover, team
collaboration and performance, and shared mental models.
Wei Wang,
wei.wang@ucf.edu
301
Jasmine Y. Khosravi, Bowling Green State University, Presenter
Colin Lee, University of Calgary, Presenter
Frank A. Bosco, Jr., Virginia Commonwealth University, Presenter
Piers Steel, University of Calgary, Presenter
2017SAT-PM336. Master Tutorial: 3:00PM-4:20PM Asia 4Using New metaBUS Functions to Facilitate Systematic
Reviews and Meta-Analyses
The metaBUS platform provides web-based tools for fi nding, curating,
synthesizing,and disseminating I-O research. An updated interface for facilitating
meta-analyses drawing on a collection of over 1,000,000 correlations
reported in 28 I-O journals from 1980–current is demonstrated.
Presenters will engage attendees by demonstrating and providing
access to the online platform (http://metabus.org/portal).
Jasmine Y. Khosravi, jykhosravi@gmail.com
302
Christopher P. Cerasoli2017SAT-PM338. Poster: 3:00PM-3:50PM Atlantic BC
Groups / Prosocial
338-4 Unobtrusive Measurement of Team Resilience Using ComputerAided Text AnalysisTo assess team resilience unobtrusively, authors examined conversation transcripts
of 79 teams engaged in a laboratory team task using computer- aided
textual analysis. A team resilience dictionary predicted team performance beyond
observer or team member self-ratings. Results suggest measurement
of team states/processes can be unobtrusive, scalable, and valid.
Christopher P. Cerasoli, chris.cerasoli@groupoe.com
303
Benjamin R. Jones2017SAT-PM338. Poster: 3:00PM-3:50PM Atlantic BC
Groups / Prosocial
338-5 Portrayed Competence and Cohesion in Virtual MTS AssemblyAuthors investigate how a team’s initial portrayal of competence in an
online profile impacts the development of cohesion within the team and
larger MTS. Whereas portrayed competence is beneficial for MTS cohesion,
too much portrayed competence is detrimental for team cohesion.
Benjamin R. Jones, benjaminrjones92@gmail.com
304
Scott A. Cassidy,2017SAT-PM338. Poster: 3:00PM-3:50PM Atlantic BC
Groups / Prosocial
338-8 Media, Communication, and Trust: A Virtual Teams ConundrumThis study examined the ways in which degrees of virtual communication
(i.e., “media richness”) affected task- and socially oriented communication
in virtual teams and their effects on team process and performance.
High media richness and trust were each shown to mitigate the
negative effects of virtuality on team communication and performance.
Scott A. Cassidy, M.A., cassidys@uoguelph.ca
305
Sylvia Luu,2017SAT-PM338. Poster: 3:00PM-3:50PM Atlantic BC
Groups / Prosocial
338-30 Games at Work: Predictors of Team Performance in Interdependent GamesRelationships among team motivation, communication skills, knowledge
sharing, and team performance were studied in an immersive ad-hoc
team context. Findings indicated that when knowledge sharing is low,
team motivation is a strong predictor of team performance; however,
when knowledge sharing is high, team motivation is less relevant to
performance.
Sylvia Luu,
sylvia.luu.3@gmail.com
306
Megan Wertheimer, 2017SAT-PM338. Poster: 3:00PM-3:50PM Atlantic BC
Groups / Prosocial
338-32 Mapping Predictors of Team Effectiveness in an Airline
Simulation
This study was conducted to map the predictorsof team effectiveness.
Team behavior and cognitive states are assessed aspredictors of team
effectiveness with team behaviors examined for mediation. Differential
predictors for routine and nonroutine performance are examined.
Glenn E. Littlepage, Glenn.Littlepage@mtsu.edu
307
2017SAT-PM345. Master Tutorial: 3:00PM-4:20PM S. Hemisphere IData Visualization With RThe computer language R offers powerful methods to communicate
research results. This session will offer a tutorial to prepare data, create
publication-ready data visualizations, and to publish results on interactive
websites. Bring your laptop (optional) for this interactive session and
download session materials here: http://bit.ly/SIOP_MasterTutoria
Alexander R. Schwall, alexander.schwall@gmail.com
308
309
2016
((Tech Tag: YES|31 [31] // Total: 101))
310
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
311
2016THURS-AMAlternative Session Type: 10:30AM-11:50PM 204 AIGNITE + Panel Session Combo: Innovative Selection SolutionsOnline assessments leveraging multimedia, simulation, and other innovative methods of assessing candidates have been increasing in academic and applied popularity. This session will present attendees with various perspectives on best practice recommendations, lessons learned, and future considerations, while being based in previous research and experience.Jane Wu,
jane.y.wu00@gmail.com
312
M.K. Ward2016THURS-AMSymposium/Forum: 10:30AM-11:50PM 303 CPreventing Careless Responding in Online Surveys Using Social Exchange TheoryInsufficient effort responding (IER), which occurs when research participants fail to carefully read questionnaire content, has recently attracted growing attention from industrial and organizational psychologists. The purpose of the current symposium is to present cutting-edge research onthe measurement, prediction, and prevention of IER. Nathan A. Bowling, nathan.bowling@wright.edu
313
2016THURS-AMAlternative Session Type: 10:30AM-11:50PM 303 DBig Data, Big Business, and Big Brother? Debating Identified SurveysThis blended debate/panel session will highlight the experiences of organizations using identifiers on employee surveys and the analytic outcomes. Six companies representing a broad range of organizational cultures, industries, and survey ideologies bring new perspectives to a somewhat narrow topic. Two moderators will facilitate and encourage debate among the panelists.Sara Brothers, sabrothers@outlook.com
314
Ye Eun Choi2016THURS-AM Poster Session: 11:00AM-11:50PM Ballroom A-E23-7 Does Calling Make You Happy?: Examining Mechanisms and
Moderators.
This research investigates the mechanism of the relationship between calling and life satisfaction. As expected, psychological capital and work-to-family enrichment were mediators by which calling enhances life satisfaction. The relationship between calling and work-to-family enrichment was qualified by the strategies individuals use to manage boundaries between work and family.Yeeun Choi,
yechoi424@gmail.com
315
Megan B. Morris2016THURS-AM Poster Session: 11:00AM-11:50PM Ballroom A-E23-16 Suspicion of Electronic Performance Monitoring and Employee OutcomesThis study provides a nuanced examination of the relationship between suspicion of electronic performance monitoring and employee outcomes. Results suggest that computer surface acting mediates the relationship between suspicion of electronic performance monitoring and employee well-being and job satisfaction.Submitter: Megan B. Morris, morris.156@wright.edu
316
Kevin L. Askew2016THURS-PMPoster Session: 12:00PM-12:50PM Ballroom A-E24-3 Deconstructing the Relationship Between Social Norms and
Cyberloafing
Social norms is an established predictor of cyberloafing; yet no extant
research has examined the incremental validity of different combinations
of social norms variables. Social norms were deconstructed, and
a number of interesting relationship with cyberloafing were found. The
influence of actual social norms were also examined.
Kevin L. Askew, askewk@mail.montclair.edu
317
Qin Cai, 2016THURS-PMPoster Session: 12:00PM-12:50PM Ballroom A-E24-4 The Times They Are A Changin’: Sexual Harassment in Cyberspace This study looked into cross-culture and cross-gender perception across
media of sexual harassment in workplace and found differences of
perception between gender, culture (U.S. and China), and medium of
communication (in-person and e-mail).
Qin Cai,
chloeqincai@gmail.com
318
Brittany K. Mercado2016THURS-PMPoster Session: 12:00PM-12:50PM Ballroom A-E24-19 Organizational- and Individual-Level Influences on Employee
Cyberloafing
Employee cyberloafing continues to threaten organizations, yet the
potential impact of organizational interventions aimed at reducing these
behaviors remains unexamined. In a diverse sample, the influence of
policies and monitoring on employee cyberloafing is demonstrated while
the stronger influence of boredom, an often overlooked driver of counterproductivity,
is highlighted.
Brittany K. Mercado, brittany.mercado@baruch.cuny.edu
319
2016THURS-PMAlternative Session Type: 12:00PM-1:20PM 201 CRedefining State-of-the-Art: High-Fidelity Simulations Best
Practices
Simulations are one of the most robust assessment methodologies
available. Industry leaders on this IGNITE-panel hybrid will share, compare,
and synthesize the best practices that have emerged from their
state-of-the-art research and practice. Discussion will focus on anecdotal
and empirical evidences in developing, implementing, and evaluating
high-fidelity simulations.
Bharati B. Belwalkar, bharati.belwalkar@gmail.com
320
2016THURS-PMPanel Discussion: 12:00PM-1:20PM 201 DPersonality Computer Adaptive Testing (CAT): A Meow or a
ROAR?
This session provides an opportunity to listen to 4 experts (2 academics
and 2 practitioners) in the field of computer-adaptive testing (CAT)
discuss advantages and disadvantages for using CAT and forced choice
methods for assessing personality. Topics will include psychometric
characteristics and potential problems associated with CAT
Deborah L. Whetzel, dwhetzel@humrro.org
321
2016THURS-PMAlternative Session Type: 12:00PM-1:20PM 204 AIGNITE Debate: Should We Trust or Avoid Online
Convenience Samples?
Nine scholars with varying perspectives about convenience sampling
(e.g., online panels, Amazon Mechanical Turk) will engage in an
IGNITE-style debate on their use and misuse for research; topics will
include validity, verifiability, accessibility, speed, and response quality.
Audience participation is encouraged.
Tara S. Behrend, behrend@gwu.edu
322
Michael D. Coovert2016THURS-PMPoster Session: 1:00PM-1:50PM Ballroom A-E (Groups/Teams)46-4 Development of Trust in Virtual Teams Through Latent Growth
Modeling
This study examined the development of trust (both affective and cognitive)
in virtual teams. Latent growth curve analysis revealed both trust
types started at a significant level with individual differences at that initial
level. Cognitive trust followed a linear pattern whereas affective trust
was overall nonlinear, but became linear once established.
Jaclyn Martin, jmartin85@mail.usf.edu
323
Julia E. Hoch2016THURS-PMPoster Session: 1:00PM-1:50PM Ballroom A-E (Groups/Teams)46-10 Team Member Personality Composition and Shared Leadership
in Virtual Teams
This study examined the role of proactivity and internal locus of control
as antecedents of shared leadership and virtual team performance.
Results from a field study of virtual teams demonstrated that team
member personality composition directly related to shared leadership
and indirectly related to team performance.
Julia E. Hoch,
julia.hoch@csun.edu
324
Tiffany T. Lee,2016THURS-PMPoster Session: 1:00PM-1:50PM Ballroom A-E (Groups/Teams)46-17 The Influence of Negative Information on Trust in Virtual TeamsUsing a computer simulation platform for teams, this experiment examined
the influence of positive and negative behaviors from a teammate
on levels of trust toward that teammate. Evidence of dynamic trust in virtual
teams, that is, trust quickly developing and declining, was observed
as well as the negativity effect.
Tiffany T. Lee,
ttl@mail.usf.edu
325
2016THURS-PM52. Panel Discussion: 1:30PM-2:50PM 203 BBig Data Analytics and Employment Decisions: Opportunities
and Challenges
A panel of experts will discuss current trends in big data analytics in areas
such as employee recruitment, selection, promotion, and retention.
Both (a) opportunities for enhanced human capital management and (b)
legal obligations presented by such analytics will be discussed.
Kayo Sady,
ksady@dciconsult.com
326
2016THURS-PM54. Master Tutorial: 1:30PM-2:50PM 204 BHandling Big(gish) Data in R: An Introductory and Interactive
Tutorial
R is one of the most popular and powerful statistical tools currently available.
Because of its open-source nature, several packages exist that
allow the user to process “big” data. This interactive tutorial will introduce
several of these features. The R materials will be made available on the
mySIOP.org file repository.
Jeff A. Jones, Jeff.Jones@kornferry.com
327
2016THURS-PM63. Panel Discussion: 1:30PM-2:50PM 303 BThe Future of Mobile Assessment: What Could We Do?I-O has produced research evidence about the comparability (or lack
thereof) of mobile testing. However, little consideration has been given to
opportunities to innovate and redesign assessment with the shift to mobile.
Unique features of mobile technology (e.g., omnipresence, geolocation)
may enable measurement of new constructs and better testing experience.
Ken Lahti,
ken@psychobabble.com
328
Christopher J. Hartwell2016THURS-PM67. Poster Session: 2:00PM-2:50PM Ballroom A-E
Staffing/Legal Issues/Employment Law
67-11 Developing a Structural Framework for Social Media Assessments in HiringViewing applicant social media information is common practice in employee
selection. This research develops a framework of structural components
for conducting formal social media assessments in hiring. A survey
of HR professionals that view applicant social media information during
hiring indicated that these components are not typically utilized in practice.
Christopher J. Hartwell, chris.hartwell@usu.edu
329
Klaus G. Melchers,2016THURS-PM67. Poster Session: 2:00PM-2:50PM Ballroom A-E
Staffing/Legal Issues/Employment Law
67-16 How Comparable Are Face-to-Face Versus Technology Mediated Selection Interviews?An experiment compared telephone and videoconference interviews with
face-to-face interviews. Before taking the interview, interviewees had a
more positive view of face-to-face interviews, but after the interview, this
preference disappeared. Furthermore, affective reactions to the different
interviews were comparable. Nevertheless, interviewees were rated
more positively in face-to-face interviews.
Klaus G. Melchers, klaus.melchers@uni-ulm.de
330
Altovise Rogers2016THURS-PM67. Poster Session: 2:00PM-2:50PM Ballroom A-E
Staffing/Legal Issues/Employment Law
67-21 E-recruiting: Examining Personality, P–O Fit, and
Organizational Attractiveness
This work suggests that just as the organization has a culture that the
applicants seek to match to their personalities, a company website has a
personality that can be used to seek out potential employees that match
the company culture.
Altovise Rogers, altovise.rogers@sjsu.edu
331
Julie S. Zide2016THURS-PM67. Poster Session: 2:00PM-2:50PM Ballroom A-E
Staffing/Legal Issues/Employment Law
67-30 LinkedIn Versus Resumes: The Impact of Person–
Organization Fit
This experimental study measured the extent to which using LinkedIn
to collect information about applicants differs from resumés. It found the
main distinguishing factor to be P–O fit, as LinkedIn profiles often contain
P–O fit information in addition to the P–J fit data that is normatively
available on both forms.
Julie S. Zide,
juliezide@yahoo.com
332
Allen P. Goebl,2016THURS-PM69. Poster Session: 3:30PM-4:20PM Ballroom A-E
Measurement/Statistical Techniques
69-8 An R package for I-O Psychology Simulation Building: iopsychThe R language has become the defacto standard for statistical computing.
The iopsych package extends R to include many functions useful
to I-O psychologists including functions for estimating utility, correcting
for unreliability and multivariate range restriction, estimating the adverse
impact of a selection system, and calculating Pareto optimal frontiers
Allen P. Goebl,
Goebl005@umn.edu
333
Shungwon Ro, IBM2016THURS-PM69. Poster Session: 3:30PM-4:20PM Ballroom A-E
Measurement/Statistical Techniques
69-21 Rasch Forced Choice Computerized Adaptive Testing for
Ranking Dat
A new IRT model for forced choice computerized adaptive testing
(FCCAT) assessment with ranking data was introduced. Three new item
selection methods were examined in a FCCAT. Findings indicate the
“high SE” method is the most efficient among other methods.
Shungwon Ro,
ros@us.ibm.com
334
2016THURS-PM81. Panel Discussion: 3:30PM-4:50PM 205 BLet’s Get Visual: Best Practices for Data VisualizationThis session will define data visualization from academic and applied
perspectives and offer a set of best practices for using data visualization
to enhance how we design and present quantitative and qualitative
information to user groups in various contexts, from print materials to
interactive presentations and graphical user interfaces.
Chantale Wilson, chantalewilson@gmail.com
335
A. James Illingworth2016THURS-PM89. Panel Discussion: 3:30PM-4:50PM 303 COpening the Black Box: Legal Implications of Big Data
Algorithms
There are legal implications when using big data algorithms in employment
contexts but no guidance on this topic in I-O psychology. A panel
of lawyers and I-O psychologists will discuss how these algorithms may
produce discriminatory employment outcomes, the possible legal consequences
under Title VII, and risk mitigation strategies
A. James Illingworth, ajillingworth@geodepeople.com
336
Shelly D. Butler2016THURS-PM90. Panel Discussion: 3:30PM-4:50PM 303 DIntegrating Virtual Facilitation Best Practices into I-O MethodsExperienced I-O practitioners and federal consultants will discuss
methods and strategies for overcoming the challenges of, or perceptions
associated with, virtual environments. The discussion will focus on
experiences and strategies for keeping stakeholders engaged in virtual
meetings, integrating virtual components into I-O methodologies, and
advice for building a virtual program.
David R. O’Connell, dro2206@gmail.com
337
Laura G. Barron2016THURS-PM91. Poster Session: 4:30PM-5:20PM Ballroom A-E
Testing/Assessment
91-1 Predictors of Manned and Unmanned Aircraft Pilot Job
Performance
Big 5 personality and aptitude measures were evaluated as predictors of
job performance among remotely piloted (unmanned) aircraft and traditional
manned aircraft pilots. Despite generally similar aptitude and trait predictors,
emotional stability and conscientiousness were stronger predictors of
job performance for unmanned aircraft pilots than for traditional pilots.
Laura G. Barron, laura.barron@us.af.mil
338
Matthew I. Brown, 2016THURS-PM91. Poster Session: 4:30PM-5:20PM Ballroom A-E
Testing/Assessment
91-6 Can You Score Me Now? GMA Testing using Mobile DevicesThe present study examines score differences in a speeded, general
mental ability test between participants using mobile and non-mobile
devices. Contrary to past research, we did not find meaningful differences
in scores or items completed between device groups. We discuss the
implications of these findings and directions for future research.
Matthew I. Brown, brown2mi@cmich.edu
339
Christopher J. L. Cunningham,2016THURS-PM91. Poster Session: 4:30PM-5:20PM Ballroom A-E
Testing/Assessment
91-9 Leveraging O*NET for Validity Generalization of CompetencyBased AssessmentThis study outlines and demonstrates an approach to validity generalization
for competency-based assessments. This technique leverages
O*NET data to establish job-specific evidence for behavior and competency
similarities and alignment with critical job elements. The approach
presented here is a standardized and scalable method to generalizing
validity evidence for competency-based tools.
Christopher J. L. Cunningham, cjlcunningham@gmail.com
340
2016THURS-PM104. Symposium/Forum: 5:00PM-5:50PM 206 AIllustrations of Innovative Technology Applications to HR
Processes
This symposium presents 4 case studies illustrating how continued adoption
of advanced technological capabilities are creating opportunities for innovation
within the areas of recruitment, selection, training, and project management.
The 4 nascent applications of computer-based technology provide
illustrations of continued advancements to the field of HR via technology
Daly Vaughn,
dalyvaughn@gmail.com
341
Katelyn J. Cavanaugh2016THURS-PM113. Poster Session: 6:00PM-7:00PM Hilton Pacific D113-3 Web Scraping: Automatic Extraction of Big Data for I-O
Psychology
Theory-driven web scraping offers great potential for I-O psychology
research as an accessible method to automatically extract big data.
I-O-relevant web scraping investigations are explored, methods are described
using a psychology-focused case study, specific resources are
explicated, and guidelines for use in psychology research are proposed
Katelyn J. Cavanaugh, katecav217@gmail.com
342
2016FRI-AM119. Panel Discussion: 8:00AM-8:50AM 206 ASocial Media Strikes Selection: Challenges of the
Technological Era
This session discusses the increasing integration of social media into
recruitment and selection practices. It addresses professional sites such
as LinkedIn, as well as personal sites such as Facebook and Twitter. Legal
and ethical issues, branding, and social media’s proper and improper
usage will be discussed.
Maura J. Mills, Maura.Mills@hofstra.edu
343
2016FRI-AM122. Panel Discussion: 8:00AM-8:50AM 207 DWhat You Need to Know About Simulations in Industry/ResearchThis panel will provide advice and best practices for designing and
implementing simulations. In particular, strategies and unique challenges
will be shared for utilizing simulations in industry and research across a
range of purposes (selection, training, and development).
Alissa D. Parr, alissa.parr@gmail.com
344
2016FRI-AM128. Symposium/Forum: 8:30AM-9:50AM 201 DModeling Item Characteristics for Automatic Item GenerationOver the last several decades, the development of psychometric models
and the power of computer algorithms allow for test items typically used
in I-O psychology settings to be generated automatically. This symposium
presents research on modeling psychometric characteristics of test
items that can be used for automatic item generation.
Anne Thissen-Roe, athissenroe@comiratesting.com
345
Michael J. Zickar, Bowling Green State University, Host

Jamie L. Winter, Development Dimensions International (DDI), Host

Anthony S. Boyce, Aon Hewitt, Coordinator
2016FRI-AM138. Community of Interest: 9:00AM-9:50AM 203 ASocial Networks and Selection: Pearls and Perils
346
2016FRI-AM144. Panel Discussion: 9:00AM-9:50AM 207 DLeader Analytics: Big Data Meets Small(er) Numbers“Big data” and “people analytics” have advanced data based insights to
domains such as recruitment, retention, and performance evaluation.
Less emphasized, however, is the intersection of analytics and leadership.
As such, this panel discusses leader analytics, or the data-driven
approach to identifying, developing, and retaining executive leaders
Nathan E. Wiita,
nathan.wiita@gmail.com
347
2016FRI-AM145. Symposium/Forum: 9:00AM-9:50AM 303 ACreating and Sustaining Unmanned Aerial Systems:
Opportunities for I-O Psychology
This symposium presents work in areas of training, selection, and performance
assessment across military and civilian (both government and
commercial) applications as a means to highlight some of I-O psychology’s
contribution to unmanned aerial systems (UAS) research.
Michael J. Keeney,
mkeeney@aptima.com
348
2016FRI-AM146. Panel Discussion: 9:00AM-9:50AM 303 DAssessments on the Go: Designing and Implementing
Mobile-Friendly Assessments
The influence of mobile devices in the assessment world making it
important to understand the impact of these devices on test outcomes.
This panel of scholars will discuss both the current state of designing
and implementing mobile-friendly assessments as wel
Cheryl Fernandez, cfernandez@mail.unomaha.edu
349
Christianne Varty2016FRI-AM147. Poster Session: 10:30AM-11:20AM Ballroom A-E
Leadership/Leadership Development/Coaching
147-31 A Taxonomy of Virtual Team Leadership Effectiveness BehaviorsThe purpose of this research was to identify and propose a taxonomy of
virtual team leadership effectiveness behaviors. Thirty-four virtual team
leaders were interviewed. Results were sorted into behavioral clusters and
organized into 3 metathemes to create a preliminary hierarchical framework.
Thomas A. O’Neill,
toneill7@gmail.com
350
2016FRI-AM155. Panel Discussion: 10:30AM-11:50PM 204 BMachine Learning in I-O Psychology: Introduction,
Application, and Future Directions
There is growing interest in machine learning among I-O psychologists,
but very few resources that describe its application to employment contexts.
This panel brings together data scientists and I-O scientist–practitioners
to provide an overview of machine learning and its application to
talent recruitment, selection, and management.
A. James Illingworth,
ajillingworth@geodepeople.com
351
2016FRI-AM156. Symposium/Forum: 10:30AM-11:50PM 204 CUnderstanding and Overcoming Resistance to TeleworkingAlthough the majority of organizations have teleworking policies, most
employees telework very infrequently or not at all. Four papers investigate
reasons for this disconnect and provide practical guidance for
organizations wishing to increase telework.
Seth A. Kaplan,
skaplan1@gmu.edu
352
Fred Oswald, Rice University, Host

Richard A. Guzzo, Mercer, Host

Anthony S. Boyce, Aon Hewitt, Coordinator
2016FRI-PM170. Community of Interest: 12:00PM-12:50PM 203 ABig Data Science Needs: Theory, Training, and Beyond
353
2016FRI-PM178. Panel Discussion: 12:00PM-1:20PM 204 AI-O Versus the Media: Who Are Millennials, Anyway?In this unconventional session, panelists “debate” popular media reports
on Millennials in the workplace, with the goal to identify the right sources
of information, and the right messages, to deliver to key stakeholders.
Panelists also dispel myths that surround all generational groups and
how they interact at work.
Molly L. Delaney, Molly.Delaney@haygroup.com
354
2016FRI-PM182. Symposium/Forum: 12:00PM-1:20PM 207 BSimulating Space Missions: Findings From High-Fidelity
Research Analogs
High-fidelity research allow researchers an opportunity to marry rigorous
experimental design with generalizable conditions. NASA funds
many behavioral studies to explore teams living and working in space
mission-like scenarios. This symposium presents information on the
latest NASA-funded research and the importance of high-fidelity analog
environments for space team research.
Lauren Blackwell Landon, lauren.landon@nasa.gov
355
2016FRI-PM192. Symposium/Forum: 1:30PM-2:50PM 201 ATweet, Post, and Link: Creating a Presence and Brand OnlineAs the digital world has moved more content online, social media has
become a leading method for raising visibility around one’s brand and
our field. This session will offer practical guidance for using LinkedIn and
Twitter to grow one’s brand and raise awareness of I-O Psychology
Tiffany R. Poeppelman, tiffanyripley@gmail.com
356
2016FRI-PM200. Panel Discussion: 1:30PM-2:50PM 204 CClosing the Digital Gap: Barriers and Inertia in TalentOrganizations face challenges at different steps in the talent lifecycle.
From sourcing and screening, to hiring and onboarding, developing and
retaining, the battle for talent has intensified as technology has evolved.
The goal of this panel is to identify barriers and discuss innovative methods
for developing advanced talent strategy
Christopher T. Huynh, huynhct@gmail.com
357
2016FRI-PM201. Symposium/Forum: 1:30PM-2:50PM 206 AModern Tools and Samples for the Ubiquitous Workplace SurveyAlthough advances in technology and sampling strategy have facilitated
focused investigations into relevant workplace topics, research investigating
negative consequences of modern survey techniques has lagged
behind innovation. This symposium features research examining the
impact of modern survey design, methodology, sampling, and data use
on research conclusions and applied practices.
Amy DuVernet, amyduv@gmail.com
358
2016FRI-PM202. Symposium/Forum: 1:30PM-2:50PM 207 BMaking Big Data Smart: Challenges in Measurement,
Analysis, and Validity
I-O psychologists have shown tremendous interest in big data, yet have
faced critical challenges in measurement, analysis, and validity issues.
Moving from “bigness” to “smartness,” this symposium presents 4 studies
showcasing big data techniques that provide new insights and predict
meaningful outcomes with greater precision for pivotal I-O questions.
Wei Wang,
wei.wang@ucf.edu
359
Kristophor G. Canali,2016FRI-PM209. Poster Session: 2:00PM-2:50PM Ballroom A-E
Motivation/Rewards/Compensation/Withdrawal
209-3 Cognitive and Noncognitive Predictors of Career Intentions
Within Cyber Jobs
Information technology specialists and nodal network operator maintainer
soldiers participated in research that examines how cognitive ability, cyber
knowledge, job fit, and normative commitment predict Army career intentions.
Findings include an interaction between cyber knowledge test scores
and job fit in predicting Army career intentions. Implications are discussed.
Kristophor G. Canali, kgc99001@yahoo.com
360
2016FRI-PM212. Friday Seminars: 3:00PM-6:00PM 205 AFriday Seminar: Big Data Predictive Analytics: A Hands-On
Workshop Using R
PREREGISTRATION AND ADDITIONAL FEE REQUIRED. Attendees
will learn how to apply several modern prediction models and algorithms
that have helped characterize the Big Data revolution in organizations
(e.g., random forests, gradient boosted trees). Workshop attendees will
apply these methods using RStudio and the R programming language.
Sample code and data sets will be provided.
John W. Fleenor,
fleenorj@ccl.org
361
2016FRI-PM217. Panel Discussion: 3:30PM-4:50PM 201 CDeveloping a Conceptual Model of Technology Applied to I-O
Psychology
To help create a priori hypotheses and grounded predictions, this panel
discussion will bring together a broad range of I-O leaders to discuss the
need for and creation of a comprehensive conceptual framework of how
technology affects I-O practice.
Neil Morelli, neil.morelli@gmail.com
362
Christopher M. Castille2016FRI-PM234. Poster Session: 4:30PM-5:20PM Ballroom A-E
Personality
234-2 Preliminary Development of Hierarchical Unfolding Cybernetic
Big Five Trait Measures
ic Big Five Trait Measures
This poster sets out to develop unfolding measurement models for
the Cybernetic Big 5 traits. Preliminary results suggest that the measurement
models reliably capture individual differences in personality
traits across hierarchical levels, from narrow aspects, to the Big 5, to 2
meta-traits (stability and plasticity).
Christopher M. Castille, chris_castille@icloud.com
363
Jason D. Way, 2016FRI-PM"234. Poster Session: 4:30PM-5:20PM Ballroom A-E
Personality"
234-27 An O*NET-Based Framework of Personality-Related Job
Characteristics
This paper attempted to develop a framework for job characteristics
by utilizing O*NET data that should allow us to identify jobs in which
personality should be most predictive of behavior. More specifically, it
investigated work styles, generalized work activities, and work context
variables using both rational and empirical approaches.
Jason D. Way, jason.way@act.org
364
2016FRI-PM237. Panel Discussion: 5:00PM-5:50PM 201 CThe Talent War: Hiring Practices in Silicon ValleyOrganizations in Silicon Valley are often associated with innovation and
disruption. Accordingly, their hiring processes and models may look different
than organizations that are not charged with “inventing the future.”
This panel shares insights on hiring in this space, as well as implications
for non-Silicon Valley organizations.
Nathan E. Wiita, nathan.wiita@gmail.com
365
2016FRI-PM238. Panel Discussion: 5:00PM-5:50PM 201 DTransforming Big and Small Data to Big InsightHuman resources (HR) analytics is a rapidly growing function within HR,
and teams are grappling to deliver high impact, rigorous, and meaningful
analyses in timely and practical terms. This panel will address challenges
faced by HR analytics teams utilizing big and small data to drive
business decisions and change.
Rebecca Masson, Rebecca.Masson@haygroup.com
366
2016FRI-PM242. Alternative Session Type: 5:00PM-5:50PM 204 AIGNITE + Panel Discussion Combination: Technology
Training in I-O Psychology
This IGNITE + panel discussion attempts to discuss technological
changes in the workplace and the resulting need for modifications to
training in technology for I-O professionals. The presentations will be highly visual with mostly graphics to give attendees a feel for the influence
of technology on I-O psychology
Bharati B. Belwalkar, bharati.belwalkar@gmail.com
367
2016FRI-PM250. Symposium/Forum: 5:00PM-5:50PM 303 AGoing Mobile: Empirical Evidence From Higher-Fidelity
Mobile Simulations
Organizations are increasingly adapting prehire assessments to mobile
devices. Empirical research on simulations adapted to mobile platforms,
however, is relatively scarce. Presenters share findings pertaining to
higher-fidelity simulations adapted to mobile platforms, including equivalency
results, criterion-related validity, and applicant reactions.
Jared Z. Ferrell, jzf2@zips.uakron.edu
368
2016SAT-AM257. Symposium/Forum: 8:30AM-9:50AM 201 BMobile Equivalence: Expanding Research Across Assessment
Methods, Levels, and Devices
The burgeoning use of mobile devices in assessment presents fairness
and measurement challenges to practitioners. This symposium extends
the existing research surrounding mobile testing, including 5 presentations
that examine cross-device equivalence of simulations and cognitive
ability tests, job level score differences, and a novel approach to control
for device differences.
Luye Chang, schang@selectintl.com
369
2016SAT-AM259. Panel Discussion: 8:30AM-9:50AM 201 DI’m Here You’re There: Discussing the Controversies Surrounding
Telecommuting
This panel seeks to move beyond a simple discussion of whether or
not telecommuting is good or bad but rather to discuss specific issues
surrounding the use and effectiveness of telecommuting from both an
academic and practitioner perspective. Best telecommuting practices
and future research agenda will also be discussed.
: Jessica M. Nicklin, nicklin@hartford.edu
370
2016SAT-AM268. Master Tutorial: 8:30AM-9:50AM 207 BUsing metaBUS for Literature Searches and Generating
Instant Meta-Analyses
The metaBUS project provides tools for finding, curating, synthesizing, and
disseminating research findings. Authors demonstrate an updated interface
for conducting rapid literature searches and meta-analyses based on a
corpus of nearly 1,000,000 correlations reported from 1990–2014 in 25 I-O
psychology journals. Implications for science and practice are discussed.
: Krista L. Uggerslev, kristau@nait.ca
371
2016SAT-AM273. Panel Discussion: 8:30AM-9:50AM 303 CAnalytics – A Uniquely I-O PerspectiveAs big data and analytics movements evolve, data scientists from various
disciplines are producing data driven insights about human capital.
The purpose of this panel is to discuss how I-Os can help establish
analytics programs within their organizations while collaborating as well
as differentiating themselves from data scientists.
: Richard J. Chambers, II, richchambersii@gmail.com
372
Larissa K. Barber,2016SAT-AM274. Poster Session: 9:00AM-9:50AM Ballroom A-E
Work and Family
274-2 Telepressure and College Student Employment: Costs of
Staying Connected
Telepressure is the preoccupation and urge to respond quickly to message-based
communications from others. Student telepressure early in the
semester predicted burnout, perceived stress, and poor sleep hygiene over
1 month later. Moreover, telepressure was more strongly related to negative
outcomes among employed students compared to unemployed students.
: Larissa K. Barber, lbarber@niu.edu
373
Eric Knudsen,2016SAT-AM274. Poster Session: 9:00AM-9:50AM Ballroom A-E
Work and Family
274-14 Using O*NET to Create an Occupational Family-Friendliness
Index
Past research on family-friendly work has largely focused on family friendliness
at the supervisor or organization level. This study uses O*NET data
to propose and develop an index of family friendliness at the occupational
level. The index was then validated using an existing work–family dataset.
: Ryan C. Johnson, johnsor4@ohio.edu
374
Aline D. Masuda, 2016SAT-AM274. Poster Session: 9:00AM-9:50AM Ballroom A-E
Work and Family"
274-15 Why the Mere Availability of Telecommuting MattersResults from a three-wave longitudinal study carried out over 10 months
showed that individuals who work in organizations that offer telecommuting
are more engaged. Furthermore, telecommuting availability indirectly
predicted engagement via goal support and attainment. Individuals who
attain their personal work goals maintain higher levels of engagement.
Aline D. Masuda, amasuda@eada.edu
375
Maria A. Spilker2016SAT-AM274. Poster Session: 9:00AM-9:50AM Ballroom A-E
Work and Family"
274-25 Telework Intensity: Its Effects on Work Outcomes and Psychological VariablesThis poster examined the effects of telework intensity on work outcomes
and on psychological variables that may explain the effects of telecommuting.
Data were gathered from teleworkers and their supervisors.
Most of the study’s hypotheses received support. For example, telework
intensity was linked to professional isolation.
James A. Breaugh, jbreaugh@umsl.edu
376
2016SAT-AM284. Panel Discussion: 10:30AM-11:50PM 201 DAssessment in the Digital Age: When Candidates Go MobileThis session will discuss current issues in using mobile devices to
conduct candidate assessments. Research examining demographic differences
and other outcomes will be discussed. Relationships between
candidates’ social media usage and personality will be explored. Finally,
mobile usage trends in emerging markets will be explored.
Mark S. Urban, marksurban@netzero.net
377
2016SAT-AM289. Special Events: 10:30AM-11:50PM 204 CAlliance Special Session: Big Data: Grappling With Definitions
and Issues with International Implications
The term “big data” is heard a lot these days. But, questions remain such
as what is big data? What roles does I-O psychology play? How do we
engage in big data best practices? What are the ethical issues associated
with big data? What are international issues/implications of big data?
Talya N. Bauer, TalyaBauer@pdx.edu
378
2016SAT-AM294. Master Tutorial: 10:30AM-11:50PM 207 BIntroduction to Reproducible Research Using R, RStudio, and
R Markdown
This interactive session will serve as an introduction to the process
of creating reproducible research by embedding data, analysis code,
output, and other details of a research study directly into the research
document itself. An example study will be used to demonstrate how to
create a reproducible research document.
Frederick R. Stilson, robstilson@gmail.com
379
2016SAT-PM314. Panel Discussion: 12:00PM-1:20PM 206 ASocial Media for Employment Decisions: The Risk, Reward,
and Unknown
Organizations continue to use information from social media sites for
employment decisions. These practices present many legal challenges
and still generally lack empirical support. The purpose of this panel is to
discuss the logistic, legal, and utility implications of using social media
for employment decisions and ideas for future research.
Richard J. Chambers, II, richchambersii@gmail.com
380
2016SAT-PM321. Panel Discussion: 12:00PM-1:20PM 303 CWorkforce Analytics: Real Data, Real DecisionsBig data and workforce analytics are quite the rage, but do organizations
really do anything with all that information? The panelists in this session will
share real-world, concrete examples of how these data are used to make
decisions, inform policy and shape interventions at the organizational level.
Suzanne Tsacoumis, stsacoumis@humrro.org
381
David R. Earnest2016SAT-PM322. Poster Session: 1:00PM-1:50PM Ballroom A-E
Training/Judgement/Decision Making
322-6 Meaningful Gamification in an Industrial Organizational
Psychology Course
Meaningful gamification promotes rich connections with real world context,
creating long-term change and fostering an intrinsically motivated
community. This study assessed the extent to which an I-O psychology
course created with meaningful gamification elements resulted in
significantly higher student perceptions of learning, engagement, and
motivation than traditional I-O courses.
David R. Earnest, dearnest@towson.edu
382
Juliya Golubovich,2016SAT-PM322. Poster Session: 1:00PM-1:50PM Ballroom A-E
Training/Judgement/Decision Making
322-10 Black Respondents’ Reactions to Diversity Cues in Testimonials and Video-SJTsThis poster examined how Black test takers’ reactions to a video-SJT
and hypothetical hiring organization differ as a function of SJT and
company testimonial actors’ race. Reactions were mainly driven by testimonial,
as opposed to SJT, diversity. Blacks were also found to perform
better than Whites on the more diverse SJT.
: Juliya Golubovich, jgolubovich@gmail.com
383
Diana R. Sanchez,2016SAT-PM322. Poster Session: 1:00PM-1:50PM Ballroom A-E
Training/Judgement/Decision Making
322-24 Understanding How Videogame Experience Influences
Learning Outcomes in Training Simulations
This study investigated the impact of clear rules and goals on trainee
performance in a videogame training simulation. When controlling for
videogame experience, clear rules and goals was related to improved
performance. In addition, engagement mediated the relationship between
rules and goals clarity and in game performance.
Diana R. Sanchez, sanchezdianar@gmail.com
384
Peter P. Yu,2016SAT-PM322. Poster Session: 1:00PM-1:50PM Ballroom A-E
Training/Judgement/Decision Making
322-28 Sunk Costs in Managerial Decision Making: A Fantasy
Football Approach
Using survival analysis, the authors examined sunk cost effects of draft
order on athletes’ survival rates in a large sample of fantasy football
managers. Results indicated athletes drafted earlier (i.e., greater up-front
investment) survived longer on fantasy teams when controlling for performance,
especially those in positions with greater point-earning potential.
Peter P. Yu, peter.yu@baruch.cuny.edu
385
Ben Taylor, HireVue, Presenter2016SAT-PM331. Master Tutorial: 1:30PM-2:50PM 204 BUsing Deep Learning to Predict Performance From ResumesA detailed tutorial for building performance prediction models from raw
resume and cover letter data. Structuring the raw unstructured data
using resume parsing, or other means will be discussed in detail. Model
selection, statistical validation, adverse impact mitigation, and practical
applications will be covered.
Benjamin J. Taylor, bentaylorche@gmail.com
386
2016SAT-PM335. Panel Discussion: 1:30PM-2:50PM 206 AThe Amazon Culture: Should it be Emulated or Denigrated?The work culture established by Jeff Bezos at Amazon has made headlines
across America. This panel will discuss the culture attributed to his
leadership as it impacts its workers and the enterprise. Should it become
a part of the business culture of America or discarded as an anomaly?
Walter Reichman, walterreichman@gmail.com
387
Christopher M. Allred2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-1 Crowdsourcing the Development of a Job Satisfaction MeasureThis poster examined the viability of employing crowdsourced respondents
to assist in the generation of a job satisfaction measure. It was found that the
crowd was able to generate a psychometrically sound measure of job satisfaction,
albeit with the direction and oversite of an academic project team
Christopher M. Allred, cmallred@ncsu.edu
388
Michael B. Armstrong2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-2 Using Gamification to Improve Training Reactions and LearningThe technology-enhanced training effectiveness model was applied to
test training outcomes in an instruction design gamified with narrative.
Participants reacted more positively to the gamified training than to traditional
training, with no decreases in declarative knowledge. Narrative
integration is demonstrated to be a cost-effective modification to training.
Michael B. Armstrong, marms018@odu.edu
389
Robbie C. Brusso2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-5 Employee Technology Use: Mediating Processes and Individual
Difference Moderators
A moderated mediation model attempting to explain the relationship
between behavioral intention and organizational technology use was
tested. Although moderated was not supported, it was found that implementation
plans mediate the intention–use relationship, with computer
self-efficacy also playing a role. Results and implications are discussed.
Robbie C. Brusso, rcbrusso@gmail.com
390
Rahul Chauhan2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-6 Social Media and Ethics: The Role of Context and PersonalityThis study examined the influence that social media presentation formats
and personality characteristics have on perceptions of the 4 aspects of Jones
(1991) issue-contingent model of moral intensity. Findings indicate social media
format influences social consensus and reveal an interactive effect with conscientiousness on both problem recognition and ethical sensemaking.
Rahul Chauhan, rahul.s.chauhan@ou.edu
391
Janelle H. Cheung,2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-7 Amazon Mechanical Turk Practical Guide for Researchers in
I-O Psychology
Amazon Mechanical Turk (MTurk) is an increasingly popular data
source in the I-O psychology research community. This paper provides
a summary of how MTurk samples are being used in top industrial-organizational
psychology journals and practical recommendations for best
practices in overcoming generalizability concerns and enhancing data
quality from MTurk.
Janelle H. Cheung, janelle.h.cheung@gmail.com
392
Phillip L. Gilmore,2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-9 Natural Language Classifiers and Sentiment Analysis for
Open-ended Survey Responses
This study utilized a natural language classifier (NLC: software that can
read human language) to explore the statistical characteristics of sentiment
in an employee engagement survey (n = 262). A variable wasconceptualized—negative
sentiment ratio—that correlated significantly with
outcomes of interest, namely job satisfaction, persistence, and organizational
commitment.
Phillip L. Gilmore, phillipgilmore@gmail.com
393
Michael Grossenbacher2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-10 Assessing the Equivalence of Mobile-Based GMA TestingThis study examines the equivalence of a test of general mental ability administered
on computer, tablet, and smartphone via differential item functioning
(DIF). Only 2 of 45 items in the test exhibited DIF. Potential causes for DIF
are discussed along with implications for such tests in an operational setting.
Michael Grossenbacher, magrossenbacher@gmail.com
394
Ryan G. Horn, 2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-11 Video Killed the Interview Star: Does Picture-in-Picture
Affect Interview Performance?
This poster explores how picture-in-picture (e.g., seeing yourself) affects
online interview performance. The picture-in-picture window resulted
in increased cognitive load but did not affect applicant reactions or
performance. Although it is encouraging that interview outcomes were
not affected by picture-in-picture, the increase in cognitive load from
picture-in-picture is potentially problematic.
Ryan G. Horn, ryanhorn@gwu.edu
395
Matt C. Howard2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-12 Knowing an Organization, Digitally: Simulation Games in the
Socialization Process
A lab study demonstrates that simulation games are less effective
than informational packets at developing declarative knowledge and mental models, supporting seductive detail theory; however, supporting
malleable-self theory, simulation games are more effective at developing
organizational value clarity, role clarity, P–O fit, work self-efficacy,
positive reactions, and reduced stress.
Matt C. Howard, mch248@psu.edu
396
Matt C. Howard,2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-13 A Theory of Training–Technology Fit and Virtual Reality: A
Meta-Analysis
The authors create training–technology fit theory, which integrates
training scholarship on task–technology fit, working memory, fidelity, and
entertainment. Then, a meta-analysis is performed that supports the
new theory: technologies that require large amounts of working memory
are best at improving outcomes that require little working memory to
develop, and vice versa.
Matt C. Howard, mch248@psu.edu
397
Matt C. Howard,2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-14 A Meta-Analysis of Virtual Reality Hardware, Software, and
Participant Populations
Several factors lead to a successful virtual reality (VR) intervention, most
notably the hardware, software, and participant population. A meta-analysis
is performed that demonstrates that specialized display hardware
(i.e. head-mounted displays, etc.), video game elements (i.e. score,
competition, etc.), workplace samples, and no-treatment control groups
positively impact VR intervention effectiveness
Matt C. Howard, mch248@psu.edu
398
Kyle C. Huff,2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-15 Do Mobile Devices Have an Impact on Working Memory?This research investigated whether mobile devices have a greater impact
on working memory than computers. Repeated measures data was
analyzed from 32 participants who completed complex span tasks on
mobile devices and computers. Results indicated that tests took longer
to on mobile devices, but no test score differences.
Kyle C. Huff, kchuff@gmail.com
399
Suzy Jagger2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-16 3D Game Delivery Method Impacts on Business Ethics
Learning
A quasi-experiment study evidenced that (a) the objectivist-based
delivery method was optimal in increasing learning of business ethics
via an online, 3D virtual reality game; (b) ease of game use predicted
perceptions of game usefulness and effectiveness, and (c) women outperformed
men and perceived the game more favorably than men.
Hannah-Hanh D. Nguyen, hhnguyen@hawaii.edu
400
Felicia O. Kaloydis2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-17 Sharing Political and Religious Information on Facebook:
Coworker Reactions
This poster investigated coworker liking as a mediator in the relationship
between Facebook information disclosure and 3 work outcomes. Although religious disclosure had no significant effects, political belief disclosure on
Facebook related to lower trust, helping behavior, and job performance
ratings from coworkers, all mediated by reduced coworker liking.
Felicia O. Kaloydis, fk@worthingsconsulting.com
401
Markus Langer2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-19 Dear Computer, Teach Me Manners: Virtual Employment
Interview Training
In an attempt to expand research on interview training, this study introduces
virtual interview training. Participants completed a virtual interview which
provided automatic feedback on their nonverbal behavior. In a subsequent
mock interview, participants reported less fear and showed better interview
performance. The latter effect was mediated by nonverbal behavior.
Markus Langer, Markus_Langer@gmx.net
402
Juseob Lee,2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-20 Testing Pretraining Interventions for Virtual Reality Training:
Investigating Seductive Details
In Study 1, a habituation pretraining intervention, targeting cognitive
overload, was not effective in improving trainee learning outcomes from
a virtual reality training program, and a “think-aloud” metacognitive
strategy pretraining intervention, targeting distraction, worsened learning
outcomes. In Study 2, an attentional advice pretraining intervention,
targeting distraction, significantly improved learning outcomes.
Matt C. Howard, mch248@psu.edu
403
Juseob Lee,2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-21 Extending the Uncanny Valley Theory to SimulationsTwo studies investigate the disordinal interaction between environment
and control within simulations through expanding the uncanny valley theory
beyond animatronics. The quantity (Study 1) and realism (Study 2)
of environment and control predict learning outcomes but not reactions,
indicating that the uncanny valley phenomenon may operate subconsciously
in simulations.
Matt C. Howard, mch248@psu.edu
404
Matthew J.2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-22 Mimicking Expertise: Using Eyetracking to Develop Better
Cybersecurity Training
The human element is the weakest aspect of organizations’ cybersecurity
infrastructures. This study used a qualitative analysis of eyetracking rendered
images to identify differences between experts’ and novices’ approaches to
determining the trustworthiness of emails, websites and social network posts.
These differences could be used to better inform cybersecurity training.
Matthew J. Mol, matthew-mol@utulsa.edu
405
Jessica R. Petor2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-24 Auto Detection Versus Self-Report: Best Practices in Mobile
Device Research
As mobile device research evolves, it’s critical to understand how accurate
our classification of participants to device groups is to draw meaningful
comparisons and conclusions. This study compares the accuracy of
device detection methods. Results are expected to guide future research
by providing best practice recommendations for device identification.
Jessica R. Petor, M.S., jessicapetor@gmail.com
406
Amber N. Schroeder2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-25 #HireMe: Examining the Validity of SNS Applicant EvaluationThis study examined the relationship between social networking site
(SNS)-derived applicant evaluation ratings and employee job performance,
as well as the overlap between SNS-derived ratings and other methods of
assessment. Limited validity evidence was found, which highlights a potential
concern regarding the use of SNS evaluation in applicant selection contexts.
Amber N. Schroeder, amber.schroeder@wku.edu
407
Jack W. Stoughton, III,2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-26 Determinants of Nonresponse to Online Applicant Reactions
Surveys
Differences between respondents’ and nonrespondents’ attributes and
personality were assessed for a web-based applicant reactions survey.
Results indicated respondents had significantly more Internet knowledge,
were more conscientious and agreeable than nonrespondents.
Manipulating the justice of a selection system had no effect on the
response rate of applicants to a follow-up.
Jack W. Stoughton, III, will.stoughton@gmail.com
408
Vivian A. Woo, 2016SAT-PM345. Poster Session: 3:30PM-4:20PM Ballroom A-E
Research Methods/Technology
345-29 Mobile Versus PC Web Surveys: Differences in Demographics
and Engagement
Mobile devices have an ever-growing presence in the workplace, now serving
as an additional mode for organizations to survey their employees. This
study examined differences in demographics of respondents and engagement
between surveys taken on mobile devices versus PCs. Significant
differences were found for all variables, and implications are discussed.
Vivian A. Woo,
vwoo@sirota.com
409
2016SAT-PM348. Alternative Session Type: 3:30PM-4:20PM 201 CUsing Data Visualization to Explain I-O ConceptsCommunicating complicated I-O concepts and statistics to nontechnical
audiences is an important, though challenging task, for the I-O practitioner. In this session, panelists will describe typical problems they have
encountered when trying to present results to stakeholders and how
visual aids are used to bridge the knowledge gap.
Brittany J. Marcus-Blank, marcu093@umn.edu
410
2016SAT-PM356. Debate: 3:30PM-4:20PM 205 BCan Technology Like Deep Learning Eliminate Adverse
Impact Forever?
With the creation of convolution deep learning networks gender, race,
and age can be predicted with unprecedented accuracy. As these technologies
continue to push beyond superhuman accuracy can they be
used to eliminate adverse impact completely? This debate will articulate
the opinions, assumptions, and potential solutions of both sides.
Benjamin J. Taylor, bentaylorche@gmail.com
411
2016SAT-PM358. Roundtable/Conversation Hour: 3:30PM-4:20PM 207 AAcquisition of KSAOs Through Online Games and Virtual
Team Collaborations
Video games are growing in popularity, and with it, a new generation
of workers who spend considerable time acquiring virtual experiences.
Research has yet to explore which, if any, KSAO’s can be built and
transferred through online gaming. This session’s objective is to connect
researchers interested in exploring this topic
Mgrdich A. Sirabian, sirabionian@gmail.com
412
2016SAT-PM365. Symposium/Forum: 3:30PM-4:20PM 303 DLeading by Distance: Challenges and Considerations Round
Virtual Team Management
This symposium is focused on exploring some of the key challenges
leaders and managers face when operating in virtual work structures.
Specific consideration is given to summarizing managers’ apprehensions
and difficulties when working virtually, as well as on recommendations
for effective leadership in a variety of virtualized work settings.
Justine Massu, justinemassu@gmail.com
413
414
2015
((Tech Tag: YES|23 [31] // Total: 116))
415
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
416
2015THURS-AM5. Panel Discussion: 10:30 AM-11:50 AM
401-403
Conducting Assessments in the Digital AgeThis session will discuss current issues in using technology to enable
assessments, including mobile devices and online assessment centers.
Furthermore, the use of a candidate’s “digital footprint” as a potential
assessment approach will be demonstrated. Implications of these technologies
for practice and future research will be discussed.
Mark Urban, marksurban@netzero.net
417
2015THURS-AM12. Panel Discussion: 10:30 AM-11:50 AM
Grand B
Linear I-O in an Exponential World: Keeping Pace With TechnologyWith the exponential growth of technological advancements that are
fundamentally changing how individuals and organizations operate at
work, I-O psychology as a field must take an introspective, critical look at
how its research methods and applied practices are keeping pace with
or falling behind the technological curve.
Neil Morelli, neil.morelli@gmail.com
418
2015THURS-AM18. Panel Discussion: 10:30 AM-11:50 AM
Grand L
Analytics in Action: Practical Considerations for Working With DataA panel of corporate, executive, and academic experts will explore
themes focused on common considerations and challenges when working
with data, including computing logistics, deliverable management,
data exploration, and organizational considerations. Participants will
walk away with practical tips and tricks about how to better support their
teams, stakeholders, and projects.
Christopher Rosett, rosettc2@gmail.com
419
Jennifer M. Ragsdale2015THURS-AM22. Poster Session: 11:00 AM-11:50 AM
Franklin Hall
Careers/Socialization/Retirement/Work-Family
22-27 Using Cell Phones for Work and Play During Nonwork TimeThis poster examined the moderating effect of social cell phone (SCP)
use on the relationship between work-related cell phone (WRCP) use
and work–family outcomes, emotional exhaustion, sleep quality, and work engagement. It was found that SCP use buffers against the negative
effects of after-work WRCP use for all variables except sleep quality
Jennifer Ragsdale, jen-ragsdale@utulsa.edu
420
Pat M. Caputo, Aon Hewitt, Host
Mary Mawritz, Drexel University, Host
Jessica M. Nicklin, University of Hartford, Coordinator
2015THURS-PM28. Community of Interest: 12:00 PM-1:20 PM 404Envisioning the Future of I-O
421
2015THURS-PM31. Panel Discussion: 12:00 PM-1:20 PM
Franklin 09
Workforce Analytics’ Impact on Validating Employee Selection
Procedures
Limitations of criterion-related validation prompted calls to pursue generalized
validation strategies. However, the Uniform Guidelines and some
court opinions continue to support local validation, placing practitioners
in a challenging position. This session will discuss how workforce analytics
can minimize drawbacks of local studies while promoting organization-specific
results
Brent Holland, brent.holland@furstperson.com
422
Anna Brown2015THURS-PM33. Poster Session: 12:00 PM-12:50 PM
Franklin Hall
Counterproductive Behavior/Workplace Deviance
33-2 Social Networking Use as a Counterproductive Work BehaviorEmployed adults (n = 222) responded to an online survey examining
negative social networking behaviors as a form of counterproductive
work behavior (CWB). Results indicated that negative social networking
behaviors are conceptually distinct from other CWBs but share many of
the same antecedents.
Anna Brown, brown5ae@cmich.edu
423
Lynn R. Offermann2015THURS-PM33. Poster Session: 12:00 PM-12:50 PM
Franklin Hall
Counterproductive Behavior/Workplace Deviance
33-16 What Do I Owe My Organization?: MTurk at WorkAre people doing MTurk work while at other paid employment? This
study examines the perceived psychological contract and job attitudes
of MTurk workers who complete MTurk tasks during work hours paid for
by another employer and those who do not, and the implications of those
actions on work performance
Lynn Offermann, lro@gwu.edu
424
Erin M. Richard, 2015THURS-PM33. Poster Session: 12:00 PM-12:50 PM
Franklin Hall
Counterproductive Behavior/Workplace Deviance
33-20 Aggression in Work-Related Email: A Qualitative Analysis Using a rich data set of actual email messages and recipient descriptions,
we attempt to answer 3 key research questions: Who typically
sends aggressive emails to employees? What work events are most
likely to lead to aggressive emails? What characteristics of an email
message lead to perceptions of aggression?
Erin Richard, erichard@fit.edu
425
Suzanne Tsacoumis, HumRRO, 2015THURS-PM34. Symposium/Forum: 12:00 PM-1:20 PM Grand A
Exploring Pathways and Roadblocks to Successful Workplace Technology Implementation
Transitioning to a Fully Automated Process: A Case StudyNew technologies are commonplace in today’s workplace environment. Ensuring
that the technology is successfully transitioned remains an important
priority for many organizations. The aim of this symposium is to increase our
understanding of the technology transition and acceptance process and the
variables that influence adoption and implementation of any new technology
Jerry Hedge, jhedge@rti.org
426
Alexander Alonso, Society for Human Resource Management, James N. Kurtes-sis, Society for Human Resource Management, Debra Cohen, Society for Human Resource Management, 2015THURS-PM34. Symposium/Forum: 12:00 PM-1:20 PM Grand A
Exploring Pathways and Roadblocks to Successful Workplace Technology Implementation
Adoption of Simulation-Based Assessments: Cautionary Tale of Instrumentality LostNew technologies are commonplace in today’s workplace environment. Ensuring
that the technology is successfully transitioned remains an important
priority for many organizations. The aim of this symposium is to increase our
understanding of the technology transition and acceptance process and the
variables that influence adoption and implementation of any new technology
Jerry Hedge, jhedge@rti.org
427
Dawn Ohse, RTI International, Jerry W. Hedge, RTI International, 2015THURS-PM34. Symposium/Forum: 12:00 PM-1:20 PM Grand A
Exploring Pathways and Roadblocks to Successful Workplace Technology Implementation
Identifying Roadblocks and Facilitating Factors for Technology Transition and AdoptionNew technologies are commonplace in today’s workplace environment. Ensuring
that the technology is successfully transitioned remains an important
priority for many organizations. The aim of this symposium is to increase our
understanding of the technology transition and acceptance process and the
variables that influence adoption and implementation of any new technology
Jerry Hedge, jhedge@rti.org
428
Brian Keegan, Northeastern University, Katherine Ognyanova, Northeastern University, Jason Radford, Chicago School, Brooke Foucault, Northeastern University, Christoph Riedl, Northeastern University, Jefferson Hoye, Independent Contractor, Ceyhun Karbeyaz, Northeastern University, Waleed Meleis, Northeastern University, David Lazer, Northeastern University, 2015THURS-PM40. Symposium/Forum: 12:00 PM-1:20 PM Grand L
Social Science and the Digital Revolution
Conducting Massively Open Online Social Experiments With Volunteer ScienceTechnological advancements offer social scientists unimaginable opportunities
to examine organizational phenomena. With high resolution data
comes the ensuing challenge of high-resolution theory. This symposium
considers how the data, tools, and methods by which social phenomena
are investigated are advanced by the digital revolution.
Toshio Murase, toshio.murase@gmail.com
429
Ivan Hernandez, University of Illinois at Urbana-Champaign, Daniel A. Newman, University of Illinois at Urbana-Champaign, Gahyun Jeon, University of Illinois at Urbana-Champaign, 2015THURS-PM40. Symposium/Forum: 12:00 PM-1:20 PM Grand L
Social Science and the Digital Revolution
Using Twitter as a Source of Data: Computational MethodsTechnological advancements offer social scientists unimaginable opportunities
to examine organizational phenomena. With high resolution data
comes the ensuing challenge of high-resolution theory. This symposium
considers how the data, tools, and methods by which social phenomena
are investigated are advanced by the digital revolution.
Toshio Murase, toshio.murase@gmail.com
430
Michael T. Braun, Virginia Polytechnic Institute and State University, 2015THURS-PM40. Symposium/Forum: 12:00 PM-1:20 PM Grand L
Social Science and the Digital Revolution
The “Third Discipline:” Advantages of a Computational Science of OrganizationsTechnological advancements offer social scientists unimaginable opportunities
to examine organizational phenomena. With high resolution data
comes the ensuing challenge of high-resolution theory. This symposium
considers how the data, tools, and methods by which social phenomena
are investigated are advanced by the digital revolution.
Toshio Murase, toshio.murase@gmail.com
431
2015THURS-PM52. Panel Discussion: 1:30 PM-2:50 PM
407-409
I-Os as Technologists: To Start, Press Any KeyThis session presents a discussion between I-O psychologists and
technologists to help advance the need for I-O psychologists to build their
technological skillsets. Topics will include shedding light on common barriers
present in this cross disciplinary field, solutions gleaned from panelists’
experiences, and the importance of theory in technology design.
Robert Brusso, rcbrusso@gmail.com
432
2015THURS-PM53. Panel Discussion: 1:30 PM-2:50 PM
Franklin 08
Innovative Approaches to Talent Identification: Bridging Science
and Practice
In the digital age, new HR technologies are redefining the talent identification
industry. From social media and big data analytics, to text and
audiovisual algorithms and gamification, there is now a proliferation of
novel assessment tools. This panel discusses the validity, utility, and
ethical implications of these innovative approaches.
Seymour Adler, seymour_adler@aon.com
433
Adam Beatty, Human Resources Research Organization, Kerry Buckley, The MITRE Corporation, Amber M Sprenger, The MITRE Corporation, Teresa L. Russell, Human Resources Research Organization, 2015THURS-PM65. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Advancing Test Development Practices: Modern Issues and Technological Advancements
MTurk: Piloting Critical Thinking Items and Guiding Test DevelopmentThis research examines technological trends and their impact on test
development procedures. Technology holds both promise and peril for
selection professionals trying to develop psychometrically sound assessments.
Trends such as the use of MTurk, gamification, and automatic
item generation provide significant opportunity to research the impact of
features on item parameters
Shonna Waters, shonna.d.waters@gmail.com
434
Amanda D. Allen, Edison Electric Institute, Robert P. Michel, Edison Electric Institute,2015THURS-PM65. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Advancing Test Development Practices: Modern Issues and Technological Advancements
Item Complexity: Considerations for Computer-Based Test DesignThis research examines technological trends and their impact on test
development procedures. Technology holds both promise and peril for
selection professionals trying to develop psychometrically sound assessments.
Trends such as the use of MTurk, gamification, and automatic
item generation provide significant opportunity to research the impact of
features on item parameters
Shonna Waters, shonna.d.waters@gmail.com
435
Shonna D. Waters, U.S. Department of Defense, Matthew T. Allen, U.S. Department of Defense, John G. Jackson, U.S. Department of Defense, 2015THURS-PM65. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Advancing Test Development Practices: Modern Issues and Technological Advancements
Automatic Item Generation in Support of Large-Scale Applicant TestingThis research examines technological trends and their impact on test
development procedures. Technology holds both promise and peril for
selection professionals trying to develop psychometrically sound assessments.
Trends such as the use of MTurk, gamification, and automatic
item generation provide significant opportunity to research the impact of
features on item parameters
Shonna Waters, shonna.d.waters@gmail.com
436
Jennifer L. Geimer, CEB, Kristin Sanderson, CEB, Eric C. Popp, CEB,2015THURS-PM65. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Advancing Test Development Practices: Modern Issues and Technological Advancements
Effects of Gamification on Test Performance and Test-Taker ReactionsThis research examines technological trends and their impact on test
development procedures. Technology holds both promise and peril for
selection professionals trying to develop psychometrically sound assessments.
Trends such as the use of MTurk, gamification, and automatic
item generation provide significant opportunity to research the impact of
features on item parameters
Shonna Waters, shonna.d.waters@gmail.com
437
Lauren Kane,2015THURS-PM65. Symposium/Forum: 1:30 PM-2:50 PM
Liberty AB
Advancing Test Development Practices: Modern Issues and Technological Advancements
67-20 Telework, Professional Isolation, Social Identity, and
Organizational Citizenship Behaviors
Previous research on the impact of telework frequency on OCB performance
has been mixed. This field study identified 2 mediating processes
that explain the relationship between telework frequency and OCBs:
teleworkers’ perceptions of professional isolation and their social identification
with their work group and their organization.
Lauren Kane, lauren.mondo@gmail.com
438
Alice M. Brawley,2015THURS-PM77. Poster Session: 3:30 PM-4:20 PM
Franklin Hall
Job Attitudes/Engagement
77-7 MTurk as a Workplace: Satisfaction and Turnover Among
MTurk Workers
One participant recruitment method popular among industrial-organizational
psychologists is Amazon’s Mechanical Turk (MTurk). Requester–
worker relationships were investigated as short-term employment relationships
and report results of the first study in our field of job satisfaction
and turnover among one of I-O’s most commonly studied populations.
Alice Brawley, alice.brawley@gmail.com
439
Brian M. Hurd,2015THURS-PM77. Poster Session: 3:30 PM-4:20 PM
Franklin Hall
Job Attitudes/Engagement
"77-25 Virtual Work Environment’s Effects on Engagement, its
Antecedents, and Consequences"
The purpose of this experimental study was to determine what effect
a virtual work environment has on engagement, its antecedents, and
outcomes. Results show that task engagement and coworker relations
are higher for those teams working in a colocated work environment
than those who work in a virtual environment.
James Weston, westonjw@rams.colostate.edu
440
Katina Sawyer, Villanova University, Nicolas A. Brown, Florida Atlantic University, Christian N. Thoroughgood, Northeastern University, Sophie F. Kagan, Loyola University of Maryland, 2015THURS-PM80. Symposium/Forum: 3:30 PM-4:50 PM Grand C
The Millennial Profile: Truth, Trash, or Trivial?
Generational Differences in the Use of Technology in Threat ConditionsAs Boomers are entering retirement and Millennials are infiltrating the
workforce, it’s our challenge to understand what defines Millennials.
This symposium critiques the characteristics prominent in popular press,
attempts to demystify generational differences and presents robust
research with data and interpretations for practical application in a
future-forward work environment.
Katherine Sullivan, katherine.sullivan@pepsico.com
441
Luye Chang2015THURS-PM93. Poster Session: 4:30 PM-5:20 PM
Franklin Hall
Testing/Assessment
93-8 Simulation-Based Assessment of Positive Attitude and Teamwork Beyond Personality TestingA team exercise simulation developed to assess teamwork and positive
attitude was tested on 87 operator workers. A comparative evaluation
between the simulation and personality tests showed that the simulation
had strong predictive validity of task performance and contextual performance,
incremental validity beyond self-reported personality inventories,
and minimal subgroup differences.
Luye Chang, schang@selectintl.com
442
Sabrina M. Drollinger2015THURS-PM93. Poster Session: 4:30 PM-5:20 PM
Franklin Hall
Testing/Assessment
93-11 Impact of Gaming and Simulator Experience on Flight PerformanceThis study examined whether and to what degree video game, flight simulator,
and hands-on-throttle-and-stick (HOTAS) experience contributed
to the prediction of psychomotor-based selection test scores and subsequent
flight training performance for a sample of student naval pilots.
Recommendations for researchers and practitioners are discussed.
Brennan Cox, cox.brennan@gmail.com
443
Cory M. Moclaire,2015THURS-PM93. Poster Session: 4:30 PM-5:20 PM
Franklin Hall
Testing/Assessment
93-25 Computer Adaptive Testing Algorithm Performance in
Simulated and Applicant Samples
This study examined how computer adaptive testing algorithms optimized
for simulated examinee samples performed with a live operational
sample. Item exposure frequencies, test bank usage, and test length
characteristics for cognitive abilities and job knowledge tests with item
banks of varying size and quality are discussed.
Tatana Olson, tmo4@hotmail.com
444
Adam W. Meade, North Carolina State University, Chair
Evan F. Sinar, Development Dimensions International (DDI), Presenter
Ehsan Bokhari, University of Illinois at Urbana-Champaign, Presenter
Andrea Villanes, North Carolina State University, Presenter
2015THURS-PM98. Special Events: 4:30 PM-5:50 PM
Independence Ballroom
Theme Track: Big Data Advances from Computer Science and StatisticsOver the past 2 decades, computer science and statistics have made
significant advances in dealing with “Big Data” issues such as large
and sparsely populated data matrices, data visualization, and text data
mining. This session will consist of 3, 20-minute symposium talks focus
centered around significant advances in these fields.
Scott Tonidandel, sctonidandel@davidson.edu
445
2015FRI-AM119. Debate: 8:00 AM-8:50 AM
Independence Ballroom
Big Data and Identified Employee Surveys: Ethical Issues and ActionsIndustrial-organizational psychologists are stewards for ensuring professionalism
and ethical conduct regarding using Big Data. Privacy, ethical,
and legal issues all may arise when identified (nonanonymous) surveys
are conducted and included in Big Data analytics. This session builds on
previous sessions to address ethical issues and guidelines for I-Os.
Sara Weiner, sweiner@us.ibm.com
446
2015FRI-AM121. Panel Discussion: 8:00 AM-8:50 AM
Liberty C
Selection in the Digital Age: Social Media’s Challenges and OpportunitiesThis session discusses the increasing integration of social media into
recruitment and selection practices. It addresses professional sites such
as LinkedIn, as well as personal sites such as Facebook and Twitter. Legal
and ethical issues, branding, and social media’s proper and improper
usage will be discussed.
Maura Mills, Maura.Mills@hofstra.edu
447
2015FRI-AM132. Alternative Session Type: 9:00 AM-9:50 AM
407-409
Cutting-Edge Technology: Disrupting the Scientist–Practitioner Model?Although technology is driving rapid change in HR practices, research
seems unable to keep pace.This IGNITE session highlights 7 technologies
that are creating research–practice gaps.Presenters will identify
key gaps and discuss research agendas that will lead to a more unified
understanding of each area’s impact on the workplace.
Charles Handler, Chandler@rocket-hire.com
448
2015FRI-AM138. Roundtable Discussion/Conversation Hr: 9:00 AM-9:50 AM
Grand I
Virtual Employees and Work/Life BalanceThe primary purpose of this session is to discuss current challenges
to understand and improve work/life balance for virtual employees.
Relevant research will be examined, including the results of the hosts’
study examining work/life balance. Implications for virtual employees
and considerations for organizations will be explored.
Donna DiMatteo-Gibson, ddimatteo30@hotmail.com
449
2015FRI-AM140. Panel Discussion: 9:00 AM-9:50 AM
Independence Ballroom
Big Data in I-O Psychology: Definitions, Applications, and Practical
Considerations
Recent research involving Big Data primarily focuses on data analysis
considerations and techniques. This panel will define Big Data concepts
in I-O psychology and discuss their impact on the talent management
process. Applied examples will be provided to illustrate the concepts and
facilitate a discussion of several practical considerations.
A. James Illingworth, ajillingworth@aptmetrics.com
450
2015FRI-AM148. Panel Discussion: 10:30 AM-11:50 AM
407-409
Critical Discussions Regarding Mobile Assessments: Can You Hear
Us Now?
Emerging technologies in mobile-delivered assessments provide both opportunities and challenges for I-O psychologists. This panel aims to
open a critical dialogue surrounding the current state of this technology,
as well as future research directions to inform best practices.
Jared Ferrell, jzf2@zips.uakron.edu
451
Jeffrey S. Conway2015FRI-AM150. Poster Session: 10:30 AM-11:20 AM
Franklin Hall
Measurement/Statistics/Research Methods
150-17 Development of a Computer Adaptive Forced-Choice
Personality Test
Recent research has suggested that using IRT-based forced choice
scales to measure personality may produce greater utility than traditional
methods. However, little guidance exists on how to develop such measures.
To fill this gap, the development of a multidimensional pairwise
preference personality test for use in applied settings is described.
Jeffrey Conway, jeff.conway@aonhewitt.com
452
Wei Wang,2015FRI-AM150. Poster Session: 10:30 AM-11:20 AM
Franklin Hall
Measurement/Statistics/Research Methods
150-26 Impact of Randomly Missing Data on Social Network Autocorrelation ModelsDespite the increasing popularity of social networks research, 1 critical
problem remains: missing data. This study investigated the impact of missing data on the statistical power of social network autocorrelation
models. As expected, results suggested response rate together with
sample size determines statistical power for a small-to-moderate network
effect size.
Wei Wang, wei.wang@ucf.edu
453
Michael B. Armstrong2015FRI-AM150. Poster Session: 10:30 AM-11:20 AM
Franklin Hall
Measurement/Statistics/Research Methods
150-29 Enhancing Training Outcomes With GamificationThe technology-enhanced training effectiveness model (TETEM) was
applied to test training outcomes in a gamified instructional design.
Participants anticipated reacting more positively to gamified instruction
than traditional instruction, with the effect moderated by video game
experience and attitudes toward game-based learning.
Michael Armstrong, marms018@odu.edu
454
Michael B. Armstrong2015FRI-AM150. Poster Session: 10:30 AM-11:20 AM
Franklin Hall
Measurement/Statistics/Research Methods
150-30 Game Thinking in Human Resource ManagementThe potential of game thinking (i.e. gamification and serious games)
was examined in relation to modern theories of human resource
management (HRM) in the areas of recruitment, selection, training, and
performance management. Current research on game thinking in HRM
was reviewed and future directions for research recommended.
Michael Armstrong, marms018@odu.edu
455
Traci Sitzmann, University of Colorado Denver, Justin M. Weinhardt, University of Calgary, 2015FRI-AM154. Symposium/Forum: 10:30 AM-11:50 AM Grand D
Integrating Technology and Training: New Developments and Frontiers
Theoretical Insights for Evaluating Massive Open Online CoursesThis symposium examines advances in technology-based training and
implications for understanding the psychological processes relevant in
training. Theoretical and empirical papers provide insight into the future
of technology in training delivery and the implications of increased learner
control as a function of new training technology.
456
Margaret E. Beier, Rice University, Scott Rixner, Rice University, Joe Warren, Rice University, Carmen K. Young, Rice University, 2015FRI-AM154. Symposium/Forum: 10:30 AM-11:50 AM Grand D
Integrating Technology and Training: New Developments and Frontiers
Massive Open Online Course Usage: Performance, Attrition, and Attitude ChangeThis symposium examines advances in technology-based training and
implications for understanding the psychological processes relevant in
training. Theoretical and empirical papers provide insight into the future
of technology in training delivery and the implications of increased learner
control as a function of new training technology.
457
Sandra L. Fisher, Clarkson University, Garett N. Howardson, George Washington University, Michael E. Wasserman, Clarkson University, Karin A. Orvis, Transition to Veterans Program Office, 2015FRI-AM154. Symposium/Forum: 10:30 AM-11:50 AM Grand D
Integrating Technology and Training: New Developments and Frontiers
What Are Learners Really Doing?: Investigating Learner Control Behavior StructureThis symposium examines advances in technology-based training and
implications for understanding the psychological processes relevant in
training. Theoretical and empirical papers provide insight into the future
of technology in training delivery and the implications of increased learner
control as a function of new training technology.
458
Michael N. Karim, George Washington University, Tara S. Behrend, George Washington University, 2015FRI-AM154. Symposium/Forum: 10:30 AM-11:50 AM Grand D
Integrating Technology and Training: New Developments and Frontiers
Feedback and the Self-Regulatory Process in Monitored Learning EnvironmentsThis symposium examines advances in technology-based training and
implications for understanding the psychological processes relevant in
training. Theoretical and empirical papers provide insight into the future
of technology in training delivery and the implications of increased learner
control as a function of new training technology.
459
2015FRI-AM155. Roundtable Discussion/Conversation Hr: 10:30 AM-11:20 AM
Grand I
Tools for Big Data: MongoDB, Hadoop, and PythonMongoDB, Hadoop, and Python are emerging as 3 significant tools in dealing
with “big data” across fields as diverse as finance, customer service,
and advertising. This roundtable serves as a forum to share experiences
with them and to discuss strategies for leveraging them within our field.
Damon Drown, damon@findly.com
460
Matthew J. Such, SHL, a CEB Company, Host
Nancy T. Tippins, CEB, Host
Christine E. Corbet, Right Management, Coordinator
2015FRI-PM168. Community of Interest: 12:00 PM-1:20 PM
404
Using Big Data for Employment Decisions
461
Taylor E. Sparks, HumRRO, Tracy Phillips, International Association of Chiefs of Police, Kim Kohlhepp, International Association of Chiefs of Police, 2015FRI-PM176. Symposium/Forum: 12:00 PM-1:20 PM Grand D
A Look Under the Hood of Media-Rich Recruitment Tools
Discovering Policing With a Media-Rich Ride AlongThis symposium features innovative examples of media-rich recruitment
tools that blend modern technology with scientific grounding to achieve
solutions for public and private sector clients. Presenters will discuss
challenges encountered and strategic decisions made during development,
their application of theoretical and/or methodological rigor, and the
outcomes resulting from tool implementation.
Taylor Sparks, sparks.taylor@gmail.com
462
Alison Hollamby, CEB-UK, Hannah Ablitt, CEB-UK, 2015FRI-PM176. Symposium/Forum: 12:00 PM-1:20 PM Grand D
A Look Under the Hood of Media-Rich Recruitment Tools
Realistic Job Previews: Start as You Mean to Go OnThis symposium features innovative examples of media-rich recruitment
tools that blend modern technology with scientific grounding to achieve
solutions for public and private sector clients. Presenters will discuss
challenges encountered and strategic decisions made during development,
their application of theoretical and/or methodological rigor, and the
outcomes resulting from tool implementation.
Taylor Sparks, sparks.taylor@gmail.com
463
Shelly D. Butler, SRA International, William Walton, Fors Marsh Group, LLC, Ben Porr, Federal Management Partners, Inc., 2015FRI-PM176. Symposium/Forum: 12:00 PM-1:20 PM Grand D
A Look Under the Hood of Media-Rich Recruitment Tools
MyCareer@VA:The Science Behind the SiteThis symposium features innovative examples of media-rich recruitment
tools that blend modern technology with scientific grounding to achieve
solutions for public and private sector clients. Presenters will discuss
challenges encountered and strategic decisions made during development,
their application of theoretical and/or methodological rigor, and the
outcomes resulting from tool implementation.
Taylor Sparks, sparks.taylor@gmail.com
464
Lisa N. Littrell, Bank of America, Larisa Belau Niedle, Bank of America, Eric J. Sydell, SHAKER, Christie Brodbeck, SHAKER, 2015FRI-PM176. Symposium/Forum: 12:00 PM-1:20 PM Grand D
A Look Under the Hood of Media-Rich Recruitment Tools
Media-Rich Candidate Recruitment and Selection at Bank of AmericaThis symposium features innovative examples of media-rich recruitment
tools that blend modern technology with scientific grounding to achieve
solutions for public and private sector clients. Presenters will discuss
challenges encountered and strategic decisions made during development,
their application of theoretical and/or methodological rigor, and the
outcomes resulting from tool implementation.
Taylor Sparks, sparks.taylor@gmail.com
465
Bridget C. McHugh2015FRI-PM183. Poster Session: 12:30 PM-1:20 PM
Franklin Hall
Inclusion/Diversity
183-16 Weight Discrimination via SNS: Perceptions of Overweight
Applicants’ Facebook Profiles
Hiring tasks that included Facebook profiles were used to test the effects
of moral credentials, applicant gender, and applicant healthy behaviors
on weight prejudice and discrimination. Moral credentials and gender
had no effect. However, whether profiles showed an applicant engaged
in healthy or unhealthy behaviors did have an effect.
Bridget McHugh, mchugh.bridget@gmail.com
466
Garett N. Howardson, George Washington University, Samuel E. Kaminsky, George Washington University, Ryan Horn, George Washington University, Jon C. Willford, George Washington University, Tara S. Behrend, George Washington University, 2015FRI-PM186. Symposium/Forum: 1:30 PM-2:50 PM -- 305-306
Putting the “e” in Efficacy: Understanding Technology-Related Efficacy Judgments
Construct Validity of Computer Self-Efficacy Measures Peter Yu, peter.yu@baruch.cuny.edu
467
Peter P. Yu, Baruch College & Graduate Center, CUNY, Catherine D Good, Baruch College & Graduate Center, CUNY,2015FRI-PM186. Symposium/Forum: 1:30 PM-2:50 PM -- 305-306
Putting the “e” in Efficacy: Understanding Technology-Related Efficacy Judgments
Predicting New Technology Adoption: Collective Efficacy, Gender, and Task Interdependence Peter Yu, peter.yu@baruch.cuny.edu
468
Nikki Blacksmith2015FRI-PM192. Poster Session: 1:30 PM-2:20 PM
Franklin Hall
Staffing
192-4 Technology Mediation Lowers Interview Ratings and
Applicant Reactions: A Meta-Analysis
Organizations are increasingly using technology to conduct employment
interviews. However, little is known about how this may affect candidate
behavior and subsequent interviewer ratings. A meta-analysis was
conducted to comprehensively understand the effects of technology
mediation. Results indicated interview ratings and applicants reactions
are lower in technology-mediated interviews.
Nikki Blacksmith, nikkiblacksmith@gmail.com
469
Bridget C. McHugh,2015FRI-PM192. Poster Session: 1:30 PM-2:20 PM
Franklin Hall
Staffing
192-17 Media Richness and Attraction: Personality Affects
Attraction to Virtual Jobs
The effects of personality on attraction to jobs that varied in media richness
(e.g., face-to-face interaction or virtual interaction) were examined
using a policy capturing design. Results demonstrated that extraverted
and agreeable individuals are attracted more to media rich jobs, whereas
neurotic individuals are attracted to less media rich jobs.
Bridget McHugh, mchugh.bridget@gmail.com
470
Tess Menzies2015FRI-PM192. Poster Session: 1:30 PM-2:20 PM
Franklin Hall
Staffing
192-18 Applicant Reactions to Employers’ Requests to Access
Their Facebook Pages
Despite increased use of social networking sites in hiring, little research
has examined how this practice impacts applicant perceptions of organizations.
It was found that more invasive employer requests to access
applicant’s Facebook pages in the hiring process decreased applicant
perceptions of organizational justice, organizational attractiveness, and
job pursuit intention.
Tess Menzies, tess.menzies@gmail.com
471
Janneke K. Oostrom2015FRI-PM192. Poster Session: 1:30 PM-2:20 PM
Franklin Hall
Staffing
192-21 Effects of Spelling Errors and E-Mail Addresses in Resumé
Screening
This study examined the effects of two resumé characteristics, spelling errors and the use of an informal e-mail address, on the hirability perceptions
formed by recruiters (N = 73). Both characteristics influenced
hirability perceptions. These relationships were mediated by perceptions
of personality and cognitive ability.
Janneke Oostrom, j.k.oostrom@vu.nl
472
Paul M. Fursman, 2015FRI-PM192. Poster Session: 1:30 PM-2:20 PM
Franklin Hall
Staffing
192-29 Reactions to Mobile Testing From the Perspective of Job
Applicants
This study focuses on applicant reactions to preemployment assessments
on mobile devices. The results indicate that although most job
applicants are comfortable using their mobile devices for daily activities,
the majority report low levels of trust in mobile delivery and prefer to
complete preemployment assessments on a personal computer.
Paul Fursman, paul.fursman@shl.com
473
2015FRI-PM207. Panel Discussion: 3:30 PM-4:50 PM 401-403Integrating Assessments and Talent Management Systems:
Evolving the Discussion
This session focuses on the opportunities and challenges that arise
when integrating assessments with talent management systems (TMS).
Experienced panelists representing internal and external perspectives
share their experiences and provide practical guidance about integrating
assessment platforms and TSMs. Provocative questions about evolving
the I-O role will be presented and discussed.
Emily Stehura, emily.stehura@ddiworld.com
474
Landon Mock, Office of Personnel Management, 2015FRI-PM202. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Beyond Mining: Harnessing the Power of Text Data
A Qualitative Approach to Realistic Job PreviewsText data offer a wealth of information for studying organizational
behaviors and outcomes. Four practitioners will share their experience
of going beyond categorizing text data (mining) to using them to address
talent acquisition and management concerns. Participants will also offer
insights on using these data to conduct research and practice.
475
Disha D. Rupayana, SkillSurvey, Inc., Leigh Puchalski, SkillSurvey, Inc., Cynthia A. Hedricks, SkillSurvey, Inc., 2015FRI-PM202. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Beyond Mining: Harnessing the Power of Text Data
Qualitative Versus Quantitative Data for Predicting Outcome: Focus on ConscientiousnessText data offer a wealth of information for studying organizational
behaviors and outcomes. Four practitioners will share their experience
of going beyond categorizing text data (mining) to using them to address
talent acquisition and management concerns. Participants will also offer
insights on using these data to conduct research and practice.
476
John M. Ford, U.S. Merit Systems Protection Board, Peter Leeds, U.S. Merit Systems Protection Boards, Doug Nierle, U.S. Merit Systems Protection Board, 2015FRI-PM202. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Beyond Mining: Harnessing the Power of Text Data
Sharpening the Shovel: Improving Text Mining of Narrative Survey ResponsesText data offer a wealth of information for studying organizational
behaviors and outcomes. Four practitioners will share their experience
of going beyond categorizing text data (mining) to using them to address
talent acquisition and management concerns. Participants will also offer
insights on using these data to conduct research and practice.
477
Victoria Hendrickson, OrgVitality, Emily L. Hause, Saint Mary’s College of California, Scott M. Brooks, OrgVitality, 2015FRI-PM202. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Beyond Mining: Harnessing the Power of Text Data
Employee Survey Comments: Filtering for the Most Useful SuggestionsText data offer a wealth of information for studying organizational
behaviors and outcomes. Four practitioners will share their experience
of going beyond categorizing text data (mining) to using them to address
talent acquisition and management concerns. Participants will also offer
insights on using these data to conduct research and practice.
478
Sara Lambert Gutierrez, CEB, Kristin Sanderson, CEB, 2015FRI-PM210. Symposium/Forum: 3:30 PM-4:20 PM Franklin 08
Future of Assessment:Reactions to Innovative Formats and Delivery Modes
Applicant Reactions: What We Know About Testing on the GoInnovative assessments and mobile assessment continue to change
the face of selection. Organizations seek novel assessment approaches
to increase applicant engagement and to reinforce a positive employer
brand. Reactions have important organizational outcomes. We investigate
reactions to recent innovations and reflect on the influence of
reactions to shape future developments.
Holly Payne, holly.payne@shl.com
479
Robert W. Stewart, PDRI, a CEB Company, Kenneth T. Bruskiewicz, PDRI, a CEB Company, Chris Kubisiak, PDRI, a CEB Company, Josh W. Allen, Florida International University, 2015FRI-PM210. Symposium/Forum: 3:30 PM-4:20 PM Franklin 08
Future of Assessment:Reactions to Innovative Formats and Delivery Modes
Exploring Candidate Reactions to Highly Engaging Low Fidelity AssessmentsInnovative assessments and mobile assessment continue to change
the face of selection. Organizations seek novel assessment approaches
to increase applicant engagement and to reinforce a positive employer
brand. Reactions have important organizational outcomes. We investigate
reactions to recent innovations and reflect on the influence of
reactions to shape future developments.
Holly Payne, holly.payne@shl.com
480
Juliya Golubovich,2015FRI-PM213. Poster Session: 3:30 PM-4:20 PM
Franklin Hall
Judgment/Decision Making/Training
213-2 Responses to Diverse Video-Based SJTs: Role of Motivation
and Experiences
When video-based SJT actors and test takers differ in race, SJT
scenarios can constitute challenging interracial interactions. This poster
examined the role that White test takers’ motivation to respond to other
racial groups without prejudice and experiences interacting with other
racial groups play in how they respond to SJT actors’ race
Juliya Golubovich, jgolubovich@gmail.com
481
Elliott Larson2015FRI-PM213. Poster Session: 3:30 PM-4:20 PM
Franklin Hall
Judgment/Decision Making/Training
213-5 The Elaborated Negotiation: Persuasion and Communication
Medium in Negotiations
This poster applies the elaboration likelihood model to understand
persuasion processes in negotiation outcomes. Using an experimental design, it was found that communication medium affected the type of
persuasive information attended to. As expected, message content
influenced outcomes in e-mail conditions whereas peripheral cues had
an effect in face-to-face conditions.
Elliott Larson, elliott.c.larson@gmail.com
482
Katelyn J. Cavanaugh2015FRI-PM213. Poster Session: 3:30 PM-4:20 PM
Franklin Hall
Judgment/Decision Making/Training
213-13 Backchannel Communication: Can Text Messaging Improve
Traditional Classroom Learning?
Backchannel communication, or text-based peer discussion during
lectures, is implemented to increase learner engagement, but cognitive
load increases may harm learning. A controlled experiment was conducted
investigating the effects of on-topic and off-topic chat conversations
during lecture. Results indicate all such communication is harmful,
although on-topic is slightly less so
Katelyn Cavanaugh, kcava003@odu.edu
483
Matt C. Howard, 2015FRI-PM213. Poster Session: 3:30 PM-4:20 PM
Franklin Hall
Judgment/Decision Making/Training
213-14 Are Head-Mounted Virtual Reality Systems Useful for Training
and Education?
Study 1 demonstrates that participants within a head-mounted virtual reality
training condition perform worse on a posttest than those within a comparable
computer-based training condition (via monitor) as mediated by cognitive
engagement. Study 2 demonstrates that the software (3-D program/2-D
program) produces a disordinal moderation within this relationship.
Matt Howard, mch248@psu.edu
484
Kristina N. Bauer,2015FRI-PM"213. Poster Session: 3:30 PM-4:20 PM
Franklin Hall
Judgment/Decision Making/Training"
213-17 Pre-Training Predictors of Attrition From Voluntary Online
Training
Training attrition is costly to organizations but is not widely studied in
online training. This study explored the motivational and experiential
antecedents of attrition in a voluntary online training program. Results
indicated that self-efficacy increases the odds of dropping out and pretraining
experience decreases the odds of dropping out.
Kristina Bauer, kbauer@uwf.edu
485
Kathryn Dekas, Google, Presenter
Brian Welle, Google, Presenter
Mark T. Rivera, Google, Presenter
Abeer Dubey, Google, Presenter
2015FRI-PM224. Master Tutorial: 3:30 PM-4:50 PM See page 6 for CE
Liberty C
101 Things About Big Data You’re Afraid to Ask This session brings together I-O psychologists and data scientists to
speak across disciplines and provide the foundation that many SIOPers
have yet to obtain regarding Big Data and its use. Using rich examples,
the presenters will illuminate how I-Os can take advantage of the many
new paths Big Data offers.
Kathryn Dekas, kdekas@gmail.com
486
Amanda Anderson,2015FRI-PM227. Poster Session: 4:30 PM-5:20 PM
Franklin Hall
Emotions/Emotional Labor/Prosocial Behavior
227-19 Who Benefits From Telework? Individual Differences and
Telework Outcomes
This poster examined the within-person relationship between teleworking
and affective well-being as well as 4 cross-level individual difference
moderators. Results show that employees experience affective benefits
from teleworking, but these benefits vary depending on several individual
differences (openness to experience, trait rumination, and social
connectedness outside of the workplace).
Amanda Anderson, amandajanderson22@gmail.com
487
2015FRI-PM237. Alternative Session Type: 5:00 PM-5:50 PM
Grand B
Skynet’s Emergence: Can Computers Score Essays as Well as Raters?This session presents a field study wherein researchers “trained” a computer
to score candidates’ narrative essays in a manner as reliable and
construct-valid as human raters. Following an overview of theoretical/
technological advances enabling this effort, the setting, and how this was
accomplished, implications for personnel selection will be discussed.
Michael Campion, michael.campion@grad.moore.sc.edu
488
2015FRI-PM242. Special Events: 5:00 PM-5:50 PM
Independence Ballroom
Invited Session: Future of HR from the Perspective of Technology
Startups
In 2013, startups raised $600 million to fund development of new HR
technology, from applicant tracking and video interviewing to culture
management and employee development software. This “HR technology
renaissance” is changing how organizations hire and manage employees.
Panelists will present their disrupting technology and discuss how
it’s changing HR.
Martin Lanik, martin.lanik@pinsight.biz
489
Evan F. Sinar, Development Dimensions International (DDI), 2015FRI-PM243. Symposium/Forum: 5:00 PM-5:50 PM Liberty AB
Understanding Big Data: Emerging Approaches to Data Interpretation
Must-See DV: Data Visualization to Reveal Research InsightsExpert scientist–practitioners will describe best practices in and novel
approaches to the interpretation of an immense volume of continuously
generating data from diverse sources. The discussion of data
visualization, multimodal information interfaces, and the implications of
these interpretive lenses for selection will provide innovative tools that
leverage big data
Eden King, eking6@gmu.edu
490
Jeffrey M. Stanton, Syracuse University, 2015FRI-PM243. Symposium/Forum: 5:00 PM-5:50 PM Liberty AB
Understanding Big Data: Emerging Approaches to Data Interpretation
Multimodal Information Interfaces for Exploration of Large Data SetsExpert scientist–practitioners will describe best practices in and novel
approaches to the interpretation of an immense volume of continuously
generating data from diverse sources. The discussion of data
visualization, multimodal information interfaces, and the implications of
these interpretive lenses for selection will provide innovative tools that
leverage big data
Eden King, eking6@gmu.edu
491
Fred Oswald, Rice University, 2015FRI-PM243. Symposium/Forum: 5:00 PM-5:50 PM Liberty AB
Understanding Big Data: Emerging Approaches to Data Interpretation
All Data Big and Small: Implications for Organizational ScienceExpert scientist–practitioners will describe best practices in and novel
approaches to the interpretation of an immense volume of continuously
generating data from diverse sources. The discussion of data
visualization, multimodal information interfaces, and the implications of
these interpretive lenses for selection will provide innovative tools that
leverage big data
Eden King, eking6@gmu.edu
492
Gary Giumetti, Quinnipiac University, 2015FRI-PM244. Symposium/Forum: 5:00 PM-5:50 PM Liberty C
Using Teaching Technology in the I-O Classroom
“Virtual Visits”: Providing I-O Undergraduates a Preview of Consulting-Based CareersThe educational technology boom is alive and kicking and I-O faculty
can benefit from practical, actionable advice. We will provide concrete
examples of readily accessible teaching technologies-including Skype,
Blackboard’s blog platform, PowerPoint’s recording function, and Twitter–and
provide recommendations to use them successfully.
Peter Bachiochi, bachiochip@easternct.edu
493
Carrie A. Bulger, Quinnipiac University, 2015FRI-PM244. Symposium/Forum: 5:00 PM-5:50 PM Liberty C
Using Teaching Technology in the I-O Classroom
Collaboration in an Online Course: Virtual Teams in I-O PsychologyThe educational technology boom is alive and kicking and I-O faculty
can benefit from practical, actionable advice. We will provide concrete
examples of readily accessible teaching technologies-including Skype,
Blackboard’s blog platform, PowerPoint’s recording function, and Twitter–and
provide recommendations to use them successfully.
Peter Bachiochi, bachiochip@easternct.edu
494
Wendi J. Everton, Eastern Connecticut State University, 2015FRI-PM244. Symposium/Forum: 5:00 PM-5:50 PM Liberty C
Using Teaching Technology in the I-O Classroom
Recorded Lectures and Videos (and Strategies When They “Break”)The educational technology boom is alive and kicking and I-O faculty
can benefit from practical, actionable advice. We will provide concrete
examples of readily accessible teaching technologies-including Skype,
Blackboard’s blog platform, PowerPoint’s recording function, and Twitter–and
provide recommendations to use them successfully.
Peter Bachiochi, bachiochip@easternct.edu
495
Jennifer Bunk, West Chester University, 2015FRI-PM244. Symposium/Forum: 5:00 PM-5:50 PM Liberty C
Using Teaching Technology in the I-O Classroom
Tweeting in Your I-O Class: Suggestions for Successful ImplementationThe educational technology boom is alive and kicking and I-O faculty
can benefit from practical, actionable advice. We will provide concrete
examples of readily accessible teaching technologies-including Skype,
Blackboard’s blog platform, PowerPoint’s recording function, and Twitter–and
provide recommendations to use them successfully.
Peter Bachiochi, bachiochip@easternct.edu
496
Shannon L. Marlow, 2015SAT-AM251. Poster Session: 8:00 AM-8:50 AM
Franklin Hall
Groups/Teams
251-16 The Effect of Virtuality on Team Communication:
A Meta-Analysis
As virtual teams are becoming increasingly prevalent, it is important to
determine if virtuality has an effect on communication, as communication
in such teams primarily takes place through virtual tools. This study
uses meta-analysis to assess the moderating effect of virtuality on the
relationship between communication and performance.
Shannon Marlow, shannon.marlow@knights.ucf.edu
497
Jacqueline Carpenter, SHAKER, 2015SAT-AM254. Symposium/Forum: 8:00 AM-8:50 AM Grand C
Gamification of HR Processes: Three Case Study Examples
Gamified Recruitment: A Case StudyGamification has potential to increase user motivation/engagement
and accomplish business objectives when appropriately applied. This
symposium presents 3 case studies demonstrating how gamification
can be successfully applied to 3 distinct HR processes: recruitment,
selection, and training. Following the presentation of these applications,
key considerations and best practices are discussed.
Jacqueline Carpenter, jackie.carpenter@shakercg.com
498
Nick C. Koenig, Wal-Mart, 2015SAT-AM254. Symposium/Forum: 8:00 AM-8:50 AM Grand C
Gamification of HR Processes: Three Case Study Examples
Gamification in Selection: Illustration via a Warehouse Freight Loading Simulation
Gamification has potential to increase user motivation/engagement
and accomplish business objectives when appropriately applied. This
symposium presents 3 case studies demonstrating how gamification
can be successfully applied to 3 distinct HR processes: recruitment,
selection, and training. Following the presentation of these applications,
key considerations and best practices are discussed.
Jacqueline Carpenter, jackie.carpenter@shakercg.com
499
Brian Knudson, NogginLabs, Inc., 2015SAT-AM254. Symposium/Forum: 8:00 AM-8:50 AM Grand C
Gamification of HR Processes: Three Case Study Examples
Gamification of Voluntary Training to Enhance Participation and EngagementGamification has potential to increase user motivation/engagement
and accomplish business objectives when appropriately applied. This
symposium presents 3 case studies demonstrating how gamification
can be successfully applied to 3 distinct HR processes: recruitment,
selection, and training. Following the presentation of these applications,
key considerations and best practices are discussed.
Jacqueline Carpenter, jackie.carpenter@shakercg.com
500
2015SAT-AM257. Panel Discussion: 8:00 AM-8:50 AM
Liberty AB
Guidelines for Ethical Research in the Age of Big DataNew forms of data and technology have created an ethical gray area for
researchers, particularly those working outside academic institutions. This
panel brings together a diverse set of speakers to offer an initial set of
best practices for ethical collection and treatment of data in this new era.
Elizabeth McCune, elizabeth.mccune@live.com
501
Gary A. Kustis, Advanced Insights LLC, Alexandra R. Amorati, University of Notre Dame, Samantha Paruchuri, Illinois Institute of Technology, 2015SAT-AM266. Symposium/Forum: 9:00 AM-9:50 AM -- 309-310
309-310 Game Thinking in Assessment: Applications of Gamification and Serious Games
Collecting Data for New Tests Using Facebook GamesAlthough I-O psychologists are increasingly using game thinking (i.e.
gamification and serious games) in assessment, little research is available
describing these efforts. In this symposium, 3 practitioner examples
of game-thinking research in assessment are presented, with commentary
and discussion led by academic gamification researchers.
Michael Armstrong, marms018@odu.edu
502
Sam Chow, University of Calgary, Evan Hu, Knelf, 2015SAT-AM266. Symposium/Forum: 9:00 AM-9:50 AM -- 309-310
309-310 Game Thinking in Assessment: Applications of Gamification and Serious Games
Gamifying Psychometric Assessments: Driving Engagement for More DataAlthough I-O psychologists are increasingly using game thinking (i.e.
gamification and serious games) in assessment, little research is available
describing these efforts. In this symposium, 3 practitioner examples
of game-thinking research in assessment are presented, with commentary
and discussion led by academic gamification researchers.
Michael Armstrong, marms018@odu.edu
503
Eric C. Popp, Corporate Executive Board (CEB), Chris Coughlin, Corporate Executive Board (CEB), 2015SAT-AM266. Symposium/Forum: 9:00 AM-9:50 AM -- 309-310
309-310 Game Thinking in Assessment: Applications of Gamification and Serious Games
Examining Equivalence of Cloned Items in a Game-Like SimulationAlthough I-O psychologists are increasingly using game thinking (i.e.
gamification and serious games) in assessment, little research is available
describing these efforts. In this symposium, 3 practitioner examples
of game-thinking research in assessment are presented, with commentary
and discussion led by academic gamification researchers.
Michael Armstrong, marms018@odu.edu
504
2015SAT-AM271. Panel Discussion: 9:00 AM-9:50 AM
Franklin 10
Why I-O Psychologists Should Be Concerned About TelepsychologyRecently, a joint task force published guidelines regarding telepsychology,
which is “the provision of psychological services using telecommunication
technologies.” (APA 2013, p. 792). This interactive session will discuss those
guidelines and their implications for the future practice of I-O psychology, including
pursing interstate compact agreements, the CPQ, and global mobility.
Mark Nagy, nagyms@xu.edu
505
2015SAT-AM280. Panel Discussion: 10:30 AM-11:50 AM 302-304Under the Hood: Practical Challenges in Developing Technology Enhanced AssessmentsThis panel will provide an in-depth look into the practical challenges
often faced in designing and developing technology-enhanced assessments
(simulations, multimedia SJTs, gamified elements). Panelists will
discuss issues related to technology, collaboration, and project management,
and will discuss critical skills and skill gaps of I-O psychologists
working in this area.
Stephanie Seiler, stephanie.seiler@furstperson.com
506
Goran Kuljanin, University of Illinois at Chicago, Michael T. Braun, Virginia Polytechnic Institute and State University, James A. Grand, University of Maryland, Georgia T. Chao, Michigan State University, Steve W. J. Kozlowski, Michigan State University, 2015SAT-AM282. Symposium/Forum: 10:30 AM-11:50 AM -- 309-310
Modeling and Simulation in I-O Psychology: A World of Opportunity
Modeling the Temporal Dynamics of Team ProcessThis symposium focuses on how computational modeling and simulation
can extend theory and research across a variety of topics in I-O psychology.
Presenters will describe and discuss results from computational
models that target different content areas to highlight the advantages
and breadth of opportunities for modeling in our field.
James Grand, grandjam@umd.edu
507
Le Zhou, University of Minnesota, Mo Wang, University of Florida, 2015SAT-AM282. Symposium/Forum: 10:30 AM-11:50 AM -- 309-310
Modeling and Simulation in I-O Psychology: A World of Opportunity
A Formal Model of Team Leader Regulatory ProcessesThis symposium focuses on how computational modeling and simulation
can extend theory and research across a variety of topics in I-O psychology.
Presenters will describe and discuss results from computational
models that target different content areas to highlight the advantages
and breadth of opportunities for modeling in our field.
James Grand, grandjam@umd.edu
508
Corinne Coen, Case Western Reserve University, Mai Trinh, Case Western Reserve University, 2015SAT-AM282. Symposium/Forum: 10:30 AM-11:50 AM -- 309-310
Modeling and Simulation in I-O Psychology: A World of Opportunity
Dynamics of Cooperation Across Team StructuresThis symposium focuses on how computational modeling and simulation
can extend theory and research across a variety of topics in I-O psychology.
Presenters will describe and discuss results from computational
models that target different content areas to highlight the advantages
and breadth of opportunities for modeling in our field.
James Grand, grandjam@umd.edu
509
Justin Purl, Ohio University, Jeffrey B. Vancouver, Ohio University, 2015SAT-AM282. Symposium/Forum: 10:30 AM-11:50 AM -- 309-310
Modeling and Simulation in I-O Psychology: A World of Opportunity
Modeling Self-Efficacy’s Effects on PerformanceThis symposium focuses on how computational modeling and simulation
can extend theory and research across a variety of topics in I-O psychology.
Presenters will describe and discuss results from computational
models that target different content areas to highlight the advantages
and breadth of opportunities for modeling in our field.
James Grand, grandjam@umd.edu
510
2015SAT-AM288. Master Tutorial: 10:30 AM-11:50 AM See page 6 for CE
Franklin 10
Getting Started With R: An Interactive and Hands-on TutorialR is a powerful tool for statistical analysis, but learning R can be
challenging. This interactive master tutorial will teach how to overcome
obstacles that beginners commonly face. Please bring your laptop
(optional) if you want to follow along the interactive tutorial and please
download session materials here: http://goo.gl/jFk3Y9
Alexander Schwall, alexander.schwall@gmail.com
511
David F. Dubin, Psychological ARTS, Chester Hanvey, Berkeley Research Group, LLC, Analyzing Nested Data in Criterion-Related Validation Kayo Sady, DCI Consulting Group, Michael G. Aamodt, DCI Consulting Group, 2015SAT-AM299. Symposium/Forum: 10:30 AM-11:50 AM Liberty AB
Faces in a Crowd: Data Aggregation Issues in Legal Scenarios
Compensation Equity Analyses: Bigger Not Always BetterThis symposium advocates for the application of multilevel methods
for analyzing multilevel data in the legal context. Presenters provide
problems and recommendations associated with aggregated and nested
data in (a) criterion-validation studies, (b) adverse impact analyses, and
(c) pay equity studies.
Kayo Sady, ksady@dciconsult.com
512
Eric M. Dunleavy, DCI Consulting Group, Scott B. Morris, Illinois Institute of Technology, 2015SAT-AM299. Symposium/Forum: 10:30 AM-11:50 AM Liberty AB
Faces in a Crowd: Data Aggregation Issues in Legal Scenarios
Adverse Impact Data Aggregation: Stubbed Toe or Achilles’ Heel?This symposium advocates for the application of multilevel methods
for analyzing multilevel data in the legal context. Presenters provide
problems and recommendations associated with aggregated and nested
data in (a) criterion-validation studies, (b) adverse impact analyses, and
(c) pay equity studies.
Kayo Sady, ksady@dciconsult.com
513
Natalie A. Wright,2015SAT-AM301. Poster Session: 11:30 AM-12:20 PM
Franklin Hall
Strategic HR/Job Analysis/Performance Management
301-9 O*NET and the changing world of workThis poster examined the factor structure of O*NET occupational ratings
for 2 database versions: 4.0 and 18.1. Exploratory structural equation
modeling indicated a lack of factorial invariance across 5 domains investigated.
However, congruence coefficients indicated strong similarity between factors across versions, suggesting that O*NET factor structures
are approximately similar over time.
Natalie Wright, nawright@valdosta.edu
514
Oliver Kohnke2015SAT-AM301. Poster Session: 11:30 AM-12:20 PM
Franklin Hall
Strategic HR/Job Analysis/Performance Management
301-10 User Experience and the Adoption of Company-Wide
Standard Software Systems
This study provides a systematic analysis of experience as a moderating
factor in an extended technology acceptance model (TAM). The hypotheses
were tested in a field survey of 4629 users of a company-wide
standard software at an international logistics company. Theoretical
contributions and practical implications are discussed.
Oliver Kohnke, oliver.kohnke@sap.com
515
2015SAT-PM304. Panel Discussion: 12:00 PM-1:20 PM
309-310
Harnessing Technology to Facilitate Effective InterviewingThis panel will discuss and provide examples of how technology can be
leveraged to produce high-quality standardized interviews that reflect
commonly accepted best practices. Panelists include representatives
from 2 commercial firms that offer technology-assisted interviewing
systems as well as 2 organizations that have successfully integrated
technology into their interviewing processes.
Brad Chambers, bchambers@polaristest.com
516
2015SAT-PM314. Master Tutorial: 12:00 PM-1:20 PM See page 6 for CE
Grand D
Generating Instant Meta-Analyses Using the metaBUS Database
and Construct Taxonomy
This session provides a tutorial on metaBUS, a multinationally funded
project that enables researchers and practitioners to select variables
of interest from a taxonomic map of our field and then conduct instant
meta-analyses. This tutorial will demonstrate the taxonomy, database
containing more than a half-million research findings, and interfaces for
conducting instant meta-analyses.
Frank Bosco, siop@frankbosco.com
517
2015SAT-PM319. Panel Discussion: 12:00 PM-1:20 PM
Independence Ballroom
Social Media and Employment Decisions: More Than You Bargained ForOrganizations use information from social media sites for employment
decisions. These practices, however, present many legal challenges and
currently lack empirical support. The purpose of this panel is to discuss
the legal considerations of using social media for employment decisions
and ideas for future research.
Richard Chambers, richchambersii@gmail.com
518
2015SAT-PM320. Panel Discussion: 12:00 PM-1:20 PM
Liberty AB
Thrive in Big Data: Change in I-O’s Mindset and ToolsetThis session intends to answer questions around the changes big data
has brought to the field and its implications for I-O psychologists’ roles,
identify unique contributions of I-Os, and discuss strategies to bridge the
skill gaps in practice and in graduate programs.
Jing Jin, jinjingpsy@gmail.com
519
Alison A. Broadfoot, 2015SAT-PM322. Poster Session: 12:30 PM-1:20 PM
Franklin Hall
Global/Cross-Cultural/Organizational Culture and Climate
322-23 Gamification Wins! Creating a Customer-Oriented Mindset
for Utility Employees
A gamification pilot was introduced at a utility to create a more customer
oriented workforce. The pilot focused on facts related to rates and reducing
energy use. Employees who played learned key facts and felt more
comfortable having customer conversations related to the rate increase
and reducing energy use.
Alison Broadfoot, broadfoot7@yahoo.com
520
Tara K. McClure, Aon Hewitt, Anthony S. Boyce, Aon Hewitt, 2015SAT-PM340. Symposium/Forum: 1:30 PM-2:50 PM Grand L
Mobile Devices in Talent Assessment: The Next Chapter
Selection Testing: An Update of Trends in Mobile Device UsageI-O research of mobile devices used in talent assessment must evolve
in tandem with the technology. Therefore, this session will introduce the
next chapter of mobile device testing research by providing the latest
usage trends and zeroing in on the specific variables impacting equivalence,
performance, and reactions.
Neil Morelli, neil.morelli@gmail.com
521
Brandy N. Parker, Johnson & Johnson, Adam W. Meade, North Carolina State University, 2015SAT-PM340. Symposium/Forum: 1:30 PM-2:50 PM Grand L
Mobile Devices in Talent Assessment: The Next Chapter
Smartphones in Selection: Exploring Measurement Invariance Using Item Response TheoryI-O research of mobile devices used in talent assessment must evolve
in tandem with the technology. Therefore, this session will introduce the
next chapter of mobile device testing research by providing the latest
usage trends and zeroing in on the specific variables impacting equivalence,
performance, and reactions.
Neil Morelli, neil.morelli@gmail.com
522
Kelly D. Dages, General Dynamics Information Technology, John W. Jones, General Dynamics Information Technology, 2015SAT-PM340. Symposium/Forum: 1:30 PM-2:50 PM Grand L
Mobile Devices in Talent Assessment: The Next Chapter
Mobile Device Administration: Does Length or Level of Assessment Matter?I-O research of mobile devices used in talent assessment must evolve
in tandem with the technology. Therefore, this session will introduce the
next chapter of mobile device testing research by providing the latest
usage trends and zeroing in on the specific variables impacting equivalence,
performance, and reactions.
Neil Morelli, neil.morelli@gmail.com
523
Cavan J. Gray, University of Georgia, Neil Morelli, Logi-Serve LLC, William L. McLane, University of Georgia, 2015SAT-PM340. Symposium/Forum: 1:30 PM-2:50 PM Grand L
Mobile Devices in Talent Assessment: The Next Chapter
Does Use Context Affect Selection Assessments Delivered via Mobile Devices?I-O research of mobile devices used in talent assessment must evolve
in tandem with the technology. Therefore, this session will introduce the
next chapter of mobile device testing research by providing the latest
usage trends and zeroing in on the specific variables impacting equivalence,
performance, and reactions.
Neil Morelli, neil.morelli@gmail.com
524
Sara Lambert Gutierrez, CEB, Jolene M. Meyer, SHL, Paul M. Fursman, CEB, 2015SAT-PM340. Symposium/Forum: 1:30 PM-2:50 PM Grand L
Mobile Devices in Talent Assessment: The Next Chapter
What Exactly Drives Positive Reactions to Mobile Device Administration?I-O research of mobile devices used in talent assessment must evolve
in tandem with the technology. Therefore, this session will introduce the
next chapter of mobile device testing research by providing the latest
usage trends and zeroing in on the specific variables impacting equivalence,
performance, and reactions.
Neil Morelli, neil.morelli@gmail.com
525
Alexis A. Fink, Intel Corporation, Applying Big Data Approaches to I-O Problems Sara J. Roberts, ConAgra Foods, Amy S. Walzer, ConAgra Foods, Sarah A. Sinnett, ConAgra Foods, 2015SAT-PM342. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Big Data or Big Deal: Conducting Impactful Research in Organizations
Best of Both Worlds: Integrating Big Data Into HR ResearchThis symposium focuses on the difference between mining Big Data and
conducting rigorous research in HR. Practitioners from Intel, ConAgra
Foods, State Farm Insurance, Sprint, and JetBlue Airways will provide
examples of analytic initiatives they have implemented in their organizations
and provide their perspective on the Big Data phenomenon.
Sara Roberts, sara.roberts@conagrafoods.com
526
Daniel R. Hawthorne, State Farm, Evgeniya E. Pavlova Miller, State Farm, 2015SAT-PM342. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Big Data or Big Deal: Conducting Impactful Research in Organizations
Bringing Together Multiple Data Streams Into a River of InformationThis symposium focuses on the difference between mining Big Data and
conducting rigorous research in HR. Practitioners from Intel, ConAgra
Foods, State Farm Insurance, Sprint, and JetBlue Airways will provide
examples of analytic initiatives they have implemented in their organizations
and provide their perspective on the Big Data phenomenon.
Sara Roberts, sara.roberts@conagrafoods.com
527
Ryan Dullaghan, JetBlue Airways, Andrew Biga, JetBlue Airways, Amy K. Legge, University of Central Florida, Samuel E. Kaminsky, George Washington University, 2015SAT-PM342. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Big Data or Big Deal: Conducting Impactful Research in Organizations
Building Data Models Through Big Data Analytics: The JetBlue ExperienceThis symposium focuses on the difference between mining Big Data and
conducting rigorous research in HR. Practitioners from Intel, ConAgra
Foods, State Farm Insurance, Sprint, and JetBlue Airways will provide
examples of analytic initiatives they have implemented in their organizations
and provide their perspective on the Big Data phenomenon.
Sara Roberts, sara.roberts@conagrafoods.com
528
Debora D. Mitchell, Sprint, Michael Blair, Sprint, Andrew Speer, SHL, 2015SAT-PM342. Symposium/Forum: 1:30 PM-2:50 PM Liberty AB
Big Data or Big Deal: Conducting Impactful Research in Organizations
Big Data at Sprint: Front-Line Employee InsightsThis symposium focuses on the difference between mining Big Data and
conducting rigorous research in HR. Practitioners from Intel, ConAgra
Foods, State Farm Insurance, Sprint, and JetBlue Airways will provide
examples of analytic initiatives they have implemented in their organizations
and provide their perspective on the Big Data phenomenon.
Sara Roberts, sara.roberts@conagrafoods.com
529
Christina N. Lacerenza, University of Central Florida, Shannon L. Marlow, University of Central Florida, Dana Joseph, University of Central Florida, Eduardo Salas, University of Central Florida,2015SAT-PM345. Symposium/Forum: 3:30 PM-4:20 PM -- 305-306
#VirtualTeamDevelopment: Applying the Science
Improving Virtual Team Effectiveness through Team Cognition: A Meta-AnalysisVirtual teams are now the norm; yet we are lacking in effective development
practices. This symposium provides both an overview of current
research regarding virtual team training, learning, and assessment while
also serving as an opportunity for active discussion regarding the future
of virtual team development.
Ashley Hughes, ashleyh@knights.ucf.edu
530
Tine Koehler, The University of Melbourne, Iris Fischlmayr, Johannes Kepler University, 2015SAT-PM345. Symposium/Forum: 3:30 PM-4:20 PM -- 305-306
#VirtualTeamDevelopment: Applying the Science
Individual Learning in Virtual Team SettingsVirtual teams are now the norm; yet we are lacking in effective development
practices. This symposium provides both an overview of current
research regarding virtual team training, learning, and assessment while
also serving as an opportunity for active discussion regarding the future
of virtual team development.
Ashley Hughes, ashleyh@knights.ucf.edu
531
Ashley M. Hughes, Institute for Simulation and Training, Tiffany Cooper, Clemson University, Tiffany M. Bisbey, University of Houston, Nastassia M. Savage, Clemson University, Shawn Burke, University of Central Florida, Eduardo Salas, University of Central Florida, 2015SAT-PM345. Symposium/Forum: 3:30 PM-4:20 PM -- 305-306
#VirtualTeamDevelopment: Applying the Science
Distributed Expertise in Healthcare: The New Frontier for MeasurementVirtual teams are now the norm; yet we are lacking in effective development
practices. This symposium provides both an overview of current
research regarding virtual team training, learning, and assessment while
also serving as an opportunity for active discussion regarding the future
of virtual team development.
Ashley Hughes, ashleyh@knights.ucf.edu
532
2015SAT-PM353. Panel Discussion: 3:30 PM-4:20 PM
Liberty AB
Big Data: Nurturing Theory or Substituting for It?Big data both challenges and presents opportunities for the advancement
and use of theory. An abundance of data is potentially disruptive,
both positively and negatively, to theorizing, and the rise of predictive
modeling is a direct threat to it. Panel members will address several
such big-data blessings and perils.
Richard Guzzo, rick.guzzo@mercer.com
533
534
2014
((Tech Tag: NO|00 [00] // Total: 102))
535
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
536
Richard J. Chambers2014THURSDAY2. Poster Session: 9:30 AM–10:20 AM
Ballroom C
Ethical Issues/Counterproductive Work Behaviors
2-11 Drivers of Technology Related Loafing: Applying a Model
of CWB
As technology becomes increasingly engrossed in the workplace,
employees are able to use it to engage in unproductive activities at
work (i.e., technoloaf). This study applies and extends a model of
counterproductive work behaviors (CWBs), initially presented by
Mount, Illies, and Johnson (2006), to examine the drivers of
employee’ technoloafing.
Richard Chambers, richchambersii@gmail.com
537
2014THURSDAY3. Panel Discussion: 9:30 AM–10:50 AM
Room 303AB
404 Page Not Found: Pitfalls of Technology ProjectsThe proliferation of technology in I-O interventions is shifting the
role of internal and external practitioners who are challenged with
navigating the pitfalls of leading technology-laden projects. Those
able to mitigate risks face an increased likelihood of success.
Experienced panelists provide practical guidance for overcoming
the pitfalls of technology projects.
Emily Stehura, emily.stehura@ddiworld.com
538
David J. Scarborough, Black Hills State University, 2014THURSDAY16. Symposium/Forum: 9:30 AM–10:50 AM Room 322AB
Big Data in I-O Psychology
A Protocol for Interpreting an Employee Selection Neural Network
“Big data” is data mining slang for a data environment characterized
by large quantity and variety of data generated through
Internet-based systems. This symposium explores how big data is
being used by 5 I-O psychologists working in such environments.
David Scarborough, david.scarborough@bhsu.edu
539
Timothy C. Lisk, Quantcast, 2014THURSDAY16. Symposium/Forum: 9:30 AM–10:50 AM Room 322AB
Big Data in I-O Psychology
Developing and Cross-Validating Organizational Theories Using Big Data“Big data” is data mining slang for a data environment characterized
by large quantity and variety of data generated through
Internet-based systems. This symposium explores how big data is
being used by 5 I-O psychologists working in such environments.
David Scarborough, david.scarborough@bhsu.edu
540
David E. Ostberg, Evolv On Demand, 2014THURSDAY16. Symposium/Forum: 9:30 AM–10:50 AM Room 322AB
Big Data in I-O Psychology
Debunking Common Myths and Misguided Workforce Practices Using Big Data
“Big data” is data mining slang for a data environment characterized
by large quantity and variety of data generated through
Internet-based systems. This symposium explores how big data is
being used by 5 I-O psychologists working in such environments.
David Scarborough, david.scarborough@bhsu.edu
541
Douglas H. Reynolds, Development Dimensions International (DDI), Jing Jin, Development Dimensions International (DDI), Stephanie J. Neal, Center for Analytics and Behavioral Research (DDI), 2014THURSDAY16. Symposium/Forum: 9:30 AM–10:50 AM Room 322AB
Big Data in I-O Psychology
Big Data, Big Jobs: Assessment and Executive Performance“Big data” is data mining slang for a data environment characterized
by large quantity and variety of data generated through
Internet-based systems. This symposium explores how big data is
being used by 5 I-O psychologists working in such environments.
David Scarborough, david.scarborough@bhsu.edu
542
Danielle D. King, Michigan State University, Ann Marie Ryan, Michigan State University, Tracy Kantrowitz, CEB, 2014THURSDAY22. Symposium/Forum: 9:30 AM–10:50 AM Theatre 310
Shaping the Future of Mobile Assessment: Research and Practice Update
Mobile and PC Delivered Assessments: Comparison of Scores and ReactionsThe proliferation of mobile technology presents unique issues for
science and best practices in talent assessment. This symposium
presents the latest research on psychometric considerations related
to mobile testing. Presentations examine score equivalence
across devices and industries, test-taker reactions, and research
on various test types.
Tracy Kantrowitz, tracy.kantrowitz@shl.com
543
Richard N. Landers, Old Dominion University, Craig M. Reddock, CEB, Katelyn J. Cavanaugh, Old Dominion University, Alexandra Proaps, Old Dominion University, 2014THURSDAY22. Symposium/Forum: 9:30 AM–10:50 AM Theatre 310
Shaping the Future of Mobile Assessment: Research and Practice Update
Talent Assessment Using Mobile DevicesThe proliferation of mobile technology presents unique issues for
science and best practices in talent assessment. This symposium
presents the latest research on psychometric considerations related
to mobile testing. Presentations examine score equivalence
across devices and industries, test-taker reactions, and research
on various test types.
Tracy Kantrowitz, tracy.kantrowitz@shl.com
544
Ted B. Kinney, Select International, Amie D. Lawrence, Select International, Luye Chang, Select International, 2014THURSDAY22. Symposium/Forum: 9:30 AM–10:50 AM Theatre 310
Shaping the Future of Mobile Assessment: Research and Practice Update
Understanding the Mobile Candidate Experience: Reactions Across Device and IndustryThe proliferation of mobile technology presents unique issues for
science and best practices in talent assessment. This symposium
presents the latest research on psychometric considerations related
to mobile testing. Presentations examine score equivalence
across devices and industries, test-taker reactions, and research
on various test types.
Tracy Kantrowitz, tracy.kantrowitz@shl.com
545
Kyle C. Huff, Georgia Gwinnett College, Sara Lambert Gutierrez, CEB|SHL, 2014THURSDAY22. Symposium/Forum: 9:30 AM–10:50 AM Theatre 310
Shaping the Future of Mobile Assessment: Research and Practice Update
Mobile Testing Usability: Testing Time and Ease of Use PerceptionsThe proliferation of mobile technology presents unique issues for
science and best practices in talent assessment. This symposium
presents the latest research on psychometric considerations related
to mobile testing. Presentations examine score equivalence
across devices and industries, test-taker reactions, and research
on various test types.
Tracy Kantrowitz, tracy.kantrowitz@shl.com
546
Sara Lambert Gutierrez, CEB|SHL, Jolene M. Meyer, CEB|SHL, 2014THURSDAY22. Symposium/Forum: 9:30 AM–10:50 AM Theatre 310
Shaping the Future of Mobile Assessment: Research and Practice Update
The Mobile Revolution: Measurement Equivalence and Mobile Device AdministrationThe proliferation of mobile technology presents unique issues for
science and best practices in talent assessment. This symposium
presents the latest research on psychometric considerations related
to mobile testing. Presentations examine score equivalence
across devices and industries, test-taker reactions, and research
on various test types.
Tracy Kantrowitz, tracy.kantrowitz@shl.com
547
Cinthia Ramirez, 2014THURSDAY23. Poster Session: 10:30 AM–11:20 AM
Ballroom C
Inclusion/Diversity (e.g., sexual orientation, race, gender)
23-36 Career Exploration Using the O*NET Skills Search Tool
for Aspies
This study utilized the O*NET Skills Search tool to identify appropriate,
interesting, and attainable occupations for individuals with
Asperger Syndrome. Results indicated that with individual skills
taken into account, occupations perceived by individuals with AS
as appropriate and attainable can be identified.
David Whitney, dave.whitney@csulb.edu
548
Jeff Foster, Hogan Assessment Systems, Blaine H. Gaddis, Hogan Assessment Systems, 2014THURSDAY41. Symposium/Forum: 11:00 AM–12:20 PM Room 323C
A Critical Review of Mechanical Turk as a Research Tool
Lessons Learned From Using MTurk to Pilot New ItemsCrowdsourcing is a quick way to gather information, and Amazon’s
Mechanical Turk (MTurk) is the dominant crowdsourcing application
for researchers. Despite research touting MTurk, a number of
concerns remain. Professionals are brought together to discuss
advantages and disadvantages of MTurk to determine its utility for
data collection for psychological research.
Blaine Gaddis, bgaddis@hoganassessments.com
549
Peter D. Harms, University of Nebraska, Lincoln, Justin A. DeSimone, University of Nebraska, Lincoln, 2014THURSDAY41. Symposium/Forum: 11:00 AM–12:20 PM Room 323C
A Critical Review of Mechanical Turk as a Research Tool
Questioning the Quality of MTurk Data: A Data Cleaning PerspectiveCrowdsourcing is a quick way to gather information, and Amazon’s
Mechanical Turk (MTurk) is the dominant crowdsourcing application
for researchers. Despite research touting MTurk, a number of
concerns remain. Professionals are brought together to discuss
advantages and disadvantages of MTurk to determine its utility for
data collection for psychological research.
Blaine Gaddis, bgaddis@hoganassessments.com
550
Mark Woolsey, Southwest Missouri State University, Robert G. Jones, Missouri State University, 2014THURSDAY41. Symposium/Forum: 11:00 AM–12:20 PM Room 323C
A Critical Review of Mechanical Turk as a Research Tool
Issues in Developing a Cross-Cultural Crowdsourcing SurveyCrowdsourcing is a quick way to gather information, and Amazon’s
Mechanical Turk (MTurk) is the dominant crowdsourcing application
for researchers. Despite research touting MTurk, a number of
concerns remain. Professionals are brought together to discuss
advantages and disadvantages of MTurk to determine its utility for
data collection for psychological research.
Blaine Gaddis, bgaddis@hoganassessments.com
551
Katelyn J. Cavanaugh, Old Dominion University, Rachel C. Callan, Old Dominion University, Richard N. Landers, Old Dominion University, 2014THURSDAY41. Symposium/Forum: 11:00 AM–12:20 PM Room 323C
A Critical Review of Mechanical Turk as a Research Tool
Comparison of MTurk Workers and Undergraduates in Online Training StudyCrowdsourcing is a quick way to gather information, and Amazon’s
Mechanical Turk (MTurk) is the dominant crowdsourcing application
for researchers. Despite research touting MTurk, a number of
concerns remain. Professionals are brought together to discuss
advantages and disadvantages of MTurk to determine its utility for
data collection for psychological research.
Blaine Gaddis, bgaddis@hoganassessments.com
552
2014THURSDAY44. Special Events: 11:00 AM–11:50 AM
Theatre 310
How Big of a Change Will Big Data Bring?In this session, 4 scientists–practitioners come together to discuss
what Big Data means in the field of I-O psychology and its implications.
The speakers will then engage in a “fun” debate on whether Big Data
is likely to bring about incremental or revolutionary changes to the field.
Elizabeth McCune, elizabeth.mccune@live.com
553
Matthew I. Brown, Central Michigan University, Jared M. Quinn, Central Michigan University, Matthew S. Prewett, Central Michigan University, Michael Grossenbacher, Central Michigan University,2014THURSDAY53. Symposium/Forum: 12:30 PM–1:20 PM Room 303AB
Strategies for Improving Virtual Team Processes and Emergent States
Improving Team Coordination: Forms of Virtuality During Transition ProcessesVirtual teams frequently experience barriers to developing effective
team processes and states. This symposium presents boundary conditions
and interventions for improving team effectiveness. Papers focus
on the form of virtuality, use of critical thinking training, and use of story
narratives as strategies to overcome virtual teamwork challenges.
Matthew Prewett, prewe1ms@cmich.edu
554
Mark Grichanik, University of South Florida, Michael D. Coovert, University of South Florida, Winston R. Bennett, Training Research Laboratory, 2014THURSDAY53. Symposium/Forum: 12:30 PM–1:20 PM Room 303AB
Strategies for Improving Virtual Team Processes and Emergent States
Collaborative Critical Thinking Training and Virtual Team DevelopmentVirtual teams frequently experience barriers to developing effective
team processes and states. This symposium presents boundary conditions
and interventions for improving team effectiveness. Papers focus
on the form of virtuality, use of critical thinking training, and use of story
narratives as strategies to overcome virtual teamwork challenges.
Matthew Prewett, prewe1ms@cmich.edu
555
Susan Mohammed, Pennsylvania State University, Rachel M. Tesler, Pennsylvania State University, Katherine Hamilton, Pennsylvania State University, Vincent Mancuso, Pennsylvania State University, Michael McNeese, Pennsylvania State University, 2014THURSDAY53. Symposium/Forum: 12:30 PM–1:20 PM Room 303AB
Strategies for Improving Virtual Team Processes and Emergent States
Improving Temporal Mental Model Similarity in Distributed Decision Making TeamsVirtual teams frequently experience barriers to developing effective
team processes and states. This symposium presents boundary conditions
and interventions for improving team effectiveness. Papers focus
on the form of virtuality, use of critical thinking training, and use of story
narratives as strategies to overcome virtual teamwork challenges.
Matthew Prewett, prewe1ms@cmich.edu
556
2014THURSDAY59. Alternative Session Type: 12:30 PM–1:50 PM
Room 311
Starting the Analytics Engine: Practical Approaches and
Lessons Learned
This session will present best practices to I-O psychologists tasked
with turning human capital data into actionable insights that organizations
can use to enact change. Topics will include planning and
building a strong analytics foundation, executing on analytics initiatives
to gain insight, and reporting results as a catalyst for action.
Michael Kemp, Mike.Kemp@ddiworld.com
557
Anthony S. Boyce, Aon Hewitt, Alan D. Mead, Illinois Institute of Technology, Jeffrey S. Conway, Aon Hewitt/University of South Florida, 2014THURSDAY61. Symposium/Forum: 12:30 PM–1:50 PM Room 316C
Practical Considerations for Developing and Maintaining Computer Adaptive Testing Programs
Social Desirability Matching to Mitigate Faking on Forced-Choice MUPP-Based AssessmentsThe use of computer adaptive testing (CAT) in personnel selection
has increased significantly over the past few years. This symposium
presents research addressing topics that touch on challenges and
necessary considerations associated with administering adaptive
testing programs, including test security, cheating, faking, differential
item function identification, and score verification methodology.
Sara Gutierrez, sara.gutierrez@shl.com
558
Robert E. Gibby, Procter & Gamble, Christine L. Pusilo, Procter & Gamble, Alexander R. Schwall, Development Dimensions International (DDI), Adam Ducey, University of South Florida, Travis J. Drake, Colorado State University, 2014THURSDAY61. Symposium/Forum: 12:30 PM–1:50 PM Room 316C
Practical Considerations for Developing and Maintaining Computer Adaptive Testing Programs
Driving Content Security Through Computer Adaptive TestingThe use of computer adaptive testing (CAT) in personnel selection
has increased significantly over the past few years. This symposium
presents research addressing topics that touch on challenges and
necessary considerations associated with administering adaptive
testing programs, including test security, cheating, faking, differential
item function identification, and score verification methodology.
Sara Gutierrez, sara.gutierrez@shl.com
559
Guido Makransky, University of Twente, 2014THURSDAY61. Symposium/Forum: 12:30 PM–1:50 PM Room 316C
Practical Considerations for Developing and Maintaining Computer Adaptive Testing Programs
The Application of MCAT in Personality and Cognitive Ability AssessmentThe use of computer adaptive testing (CAT) in personnel selection
has increased significantly over the past few years. This symposium
presents research addressing topics that touch on challenges and
necessary considerations associated with administering adaptive
testing programs, including test security, cheating, faking, differential
item function identification, and score verification methodology.
Sara Gutierrez, sara.gutierrez@shl.com
560
Amanda Dainis, CEB, Yin Lin, CEB, 2014THURSDAY61. Symposium/Forum: 12:30 PM–1:50 PM Room 316C
Practical Considerations for Developing and Maintaining Computer Adaptive Testing Programs
Logistic Regression to Detect Differential Item Functioning in Adaptive TestsThe use of computer adaptive testing (CAT) in personnel selection
has increased significantly over the past few years. This symposium
presents research addressing topics that touch on challenges and
necessary considerations associated with administering adaptive
testing programs, including test security, cheating, faking, differential
item function identification, and score verification methodology.
Sara Gutierrez, sara.gutierrez@shl.com
561
Darrin Grelle, CEB, 2014THURSDAY61. Symposium/Forum: 12:30 PM–1:50 PM Room 316C
Practical Considerations for Developing and Maintaining Computer Adaptive Testing Programs
Collusion Detection: Fixed Length Adaptive Verification SimulationThe use of computer adaptive testing (CAT) in personnel selection
has increased significantly over the past few years. This symposium
presents research addressing topics that touch on challenges and
necessary considerations associated with administering adaptive
testing programs, including test security, cheating, faking, differential
item function identification, and score verification methodology.
Sara Gutierrez, sara.gutierrez@shl.com
562
2014THURSDAY71. Alternative Session Type: 1:00 PM–1:50 PM
Theatre 310
Innovative I-O Practice and Application: The Next FrontierAs organizations navigate the ever changing landscape within the
realms of technology, business, and our economy, I-O psychologists
are challenged to help lead this change. This IGNITE session
will present innovative ways I-O principles are being applied in the
real world from a diverse range of panelists.
Kathryn Keeton, kathrynekeeton@gmail.com
563
Jessica M. Nicklin2014THURSDAY72. Poster Session: 1:30 PM–2:20 PM
Ballroom C
Work and Family/Nonwork Life/Leisure
72-25 Teaching Online: Applying Need Theory to the
Work–Family Interface
Warner and Hausdorf’s (2007) framework was used to combine
need theory with work–life theory in an understudied but important
population: online instructors. Results suggest that psychological
need satisfaction is especially important for promoting positive work
outcomes (work–family enrichment, job satisfaction, performance)
and reducing negative work outcomes (work–family conflict, stress).
Jessica Nicklin, jessicamnicklin@gmail.com
564
Min Wan,2014THURSDAY72. Poster Session: 1:30 PM–2:20 PM
Ballroom C
Work and Family/Nonwork Life/Leisure
72-31 Cross-Domain Communication and Technology Usage
and the Work–Family Interface
Two interlocking studies examine the relationship between crossdomain
technology communication and usage and work–-family
conflict and facilitation, and the moderating effect of work external
locus of control. Findings indicate that cross-domain communication
and technology usage both have positive effects on conflict
and facilitation. Some moderators were supported.
min wan, minwan@uwm.edu
565
2014THURSDAY76. Roundtable/Conversation Hour: 1:30 PM–2:20 PM
Room 324
Opportunities for I-O Psychology in Cybersecurity ResearchThis conversation hour brings together I-O psychologists interested
in the unique opportunities for research and funding in cybersecurity.
Two I-O psychologist involved in federally funded cybersecurity
research projects will describe their work and facilitate a discussion
among participants to motivate thinking about ways in which their
research could involve cybersecurity.
Bradley Brummel, bradley-brummel@utulsa.edu
566
Leslie A. DeChurch, Georgia Institute of Technology, Noshir Contractor, Northwestern University, Raquel Asencio, Georgia Institute of Technology, Dorothy R. Carter, Georgia Institute of Technology, 2014THURSDAY90. Symposium/Forum: 2:00 PM–3:20 PM Room 323A
Little Teams, Big Data: Understanding Teams Using Digital Traces
Big Data: Motivating New Theories and Methods to Understand TeamsThis symposium showcases the use of digital trace data to understand
teams. Presentations focus on the type of data captured by digital
traces, new types of questions asked when using digital traces, and
new tools and techniques used to answer questions about teams.
Raquel Asencio, rasenciohodge@gmail.com
567
Steve W. J. Kozlowski, Michigan State University, 2014THURSDAY90. Symposium/Forum: 2:00 PM–3:20 PM Room 323A
Little Teams, Big Data: Understanding Teams Using Digital Traces
Big Data: Capturing the Dynamics of Team ProcessesThis symposium showcases the use of digital trace data to understand
teams. Presentations focus on the type of data captured by digital
traces, new types of questions asked when using digital traces, and
new tools and techniques used to answer questions about teams.
Raquel Asencio, rasenciohodge@gmail.com
568
Raquel Asencio, Georgia Institute of Technology, Toshio Murase, Georgia Institute of Technology, Peter W. Seely, Georgia Institute of Technology, Kathryn Dalrymple, Georgia Institute of Technology, Leslie A. DeChurch, Georgia Institute of Technology, Barthelemy Chollet, Grenoble Ecole de Management, 2014THURSDAY90. Symposium/Forum: 2:00 PM–3:20 PM Room 323A
Little Teams, Big Data: Understanding Teams Using Digital Traces
Using Digital Traces and Bipartite Networks to Understand Team ProcessThis symposium showcases the use of digital trace data to understand
teams. Presentations focus on the type of data captured by digital
traces, new types of questions asked when using digital traces, and
new tools and techniques used to answer questions about teams.
Raquel Asencio, rasenciohodge@gmail.com
569
Kara L. Orvis, Pacific Science & Engineering, Arwen Hunter DeCostanza, U.S. Army Research Institute, Andrew Duchon, Aptima, Inc., Tara A. Rench, Aptima, Inc., 2014THURSDAY90. Symposium/Forum: 2:00 PM–3:20 PM Room 323A
Little Teams, Big Data: Understanding Teams Using Digital Traces
Influence of Multimodal Networks on LeaderSubordinate Shared Mental ModelsThis symposium showcases the use of digital trace data to understand
teams. Presentations focus on the type of data captured by digital
traces, new types of questions asked when using digital traces, and
new tools and techniques used to answer questions about teams.
Raquel Asencio, rasenciohodge@gmail.com
570
Ralph A. Heidl, Michigan State University, Daniel Chaffin, Michigan State University, John R. Hollenbeck, Michigan State University, Roger Calantone, Michigan State University, 2014THURSDAY90. Symposium/Forum: 2:00 PM–3:20 PM Room 323A
Little Teams, Big Data: Understanding Teams Using Digital Traces
Wearable Sensors and the Measurement of Individual and Collective BehaviorThis symposium showcases the use of digital trace data to understand
teams. Presentations focus on the type of data captured by digital
traces, new types of questions asked when using digital traces, and
new tools and techniques used to answer questions about teams.
Raquel Asencio, rasenciohodge@gmail.com
571
Jill C. Bradley-Geist,2014FRIDAY100. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Groups/Teams
100-3 A Longitudinal Study of Metaperceptions and
Performance in Virtual Teams
This is a longitudinal examination of the relationship between team
meta-accuracy and team performance in virtual teams. Teams that
held more accurate metaperceptions on the trait of competence
(i.e., participants accurately perceived how team members perceived
their competence) at Time 1 tended to perform better on
subsequent team projects.
Jill Bradley-Geist, jbradley@csufresno.edu
572
David S. Geller, 2014FRIDAY100. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Groups/Teams
100-7 Virtual Teamwork: Potential Downfalls and
Recommendations for Overcoming Them
Organizations are growing to rely both on teamwork and the virtual
work environment simultaneously. Although virtual teamwork offers
organizations a host of benefits, it also can produce unintended
negative consequences. This theoretical paper explores potential
negative consequences of utilizing virtual teamwork. Further, it
offers strategies to mitigate such potential consequences.
David Geller, davidsgeller@gmail.com
573
Rebecca Grossman, 2014FRIDAY100. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Groups/Teams
100-8 Cohesion: Examining Its Development in Virtual,
Distributed Teams
The mechanisms through which cohesion is developed in the context
of virtual, distributed teams is examined. Findings revealed
that identity, with colocated and distributed subgroups more so than
with the team as a whole, plays an important role and that distribution
and virtuality influence the development of these identities.
Rebecca Grossman, rebeccagrossman@knights.ucf.edu
574
Eric W. Kuo2014FRIDAY100. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Groups/Teams
100-11 Social Ties and Initial Trust in Virtual TeammatesBy manipulating social network information, this poster investigated
whether the presence of social ties between an individual and a
future virtual teammate influences perceived trustworthiness and
trusting behavior towards the unknown teammate. Mixed support
was found for the hypothesized relationship between social ties
and perceived trustworthiness on trusting behavior.
Eric Kuo, ewkuo@ncsu.edu
575
Christina N. Lacerenza2014FRIDAY100. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Groups/Teams
100-12 Does Virtuality Matter? A Meta-Analysis on Team
Cognition and Performance
We are a virtual society and competitive organizations parallel this
phenomenon. Firms are hiring more virtual teams; thus, it is important
to examine the effect virtuality has on their behavior and effectiveness.
This meta-analysis addresses this need by investigating
whether virtuality moderates the relationship between team cognition
and performance.
Christina Lacerenza, clacerenza@knights.ucf.edu
576
Thomas A. O’Neill, 2014FRIDAY100. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Groups/Teams
100-20 How Virtuality and Task Demonstrability Affect
Decision-Making Teams
This poster investigated team processes and emergent states in
decision-making teams performing a “hidden profile” task. It manipulated
face-to-face and virtual conditions, and instructions involving
choosing an optimal solution versus rank-ordering alternatives.
These factors interacted to reveal novel insight about their multiplicative
effects in decision-making teams
Thomas O’Neill, toneill7@gmail.com
577
Radostina Purvanova,2014FRIDAY100. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Groups/Teams
100-24 Field Studies and Longitudinal Experiments on Virtual
Teams: A Meta-Analysis
In Study 1, results show that virtual teams in industry do as well as
or better than face-to-face teams on various performance-related
and psycho-social outcomes. In Study 2, results demonstrate that
experimental studies must adopt longitudinal designs to produce
findings relevant to the field.
Radostina Purvanova, ina.purvanova@drake.edu
578
Radostina Purvanova,2014FRIDAY100. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Groups/Teams
100-25 Team Composition and Performance in Face-toFace,
Virtual and Hybrid Teams
Team-level g emerged as the most important predictor of team
performance in face-to-face and hybrid teams; in contrast, in
virtual teams, a different team input factor—meeting length—emerged
as the most influential. Team-level Agreeableness had negative long
terms effects in face-to-face and hybrid teams, whereas virtual teams
were unaffected.
Radostina Purvanova, ina.purvanova@drake.edu
579
Andra Serban2014FRIDAY100. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Groups/Teams
100-28 Impact of Virtuality and Leader Centrality on Team
Performance
This study aimed to explore the role of leader centrality and degree
of virtuality in a multilevel model of team performance. Centrality
and virtuality were found to significantly influence the relationship
between team cognitive ability, cohesion, and trust as antecedents
of team efficacy and performance.
Andra Serban, Andra.Serban@wbs.ac.uk
580
Marissa L. Shuffler2014FRIDAY100. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Groups/Teams
100-29 Leading Together Yet Apart: Collective Leadership in
Distributed Virtual Teams
This research examines how leadership emerges as a collective function
of teams and how distribution and virtuality impact its emergence.
Social network analyses from a study of 188 teams reveal that distribution
and virtuality interact to predict the degree of collective leadership,
which in turn is positively associated with performance.
Marissa Shuffler, mshuffl@clemson.edu
581
2014FRIDAY107. Panel Discussion: 7:30 AM–8:50 AM
Room 311
Predictive Analytics: Evolutionary Journey From Local
Validation to Big Data
Senior experts from applied research organizations and academia discuss
the evolution of predictive analytics: how estimating validity from
local samples, then generalizing validity from these samples, provides
the foundation to the application of validity evidence. Subsequently, the
panelists will discuss the importance of predictive analytics in big data
Alok Bhupatkar, abhupatkar@air.org
582
2014FRIDAY115. Panel Discussion: 7:30 AM–8:50 AM
Room 323A
Social Networking: Selection’s Dream Come True or a
Virtual Nightmare?
Organizations currently use social networking sites for personnel
decisions. This practice, however, presents many legal challenges
and currently lacks empirical examination. The purpose of this
panel discussion is to address the necessary legal considerations
and future research needed to use social networking sites for personnel
decision making
Richard Chambers, richchambersii@gmail.com
583
Julia L. Berger2014FRIDAY122. Poster Session: 8:30 AM–9:20 AM
Ballroom C
Testing/Assessment
122-3 Cybervetting: A Common Antecedents Model
Few scholarly efforts have been made to standardize and validate cybervetting practices, despite an increasing number of hiring managers engaging in these practices to screen job applicants.This project advances a theoretical framework connecting online and workplace behavior and attempts to provide empirical evidence for it. Julia Berger, yberger@bgsu.edu
584
Diana R. Sanchez,2014FRIDAY122. Poster Session: 8:30 AM–9:20 AM
Ballroom C
Testing/Assessment
122-30 Automated Scoring in Assessment Centers: How
Quantifiable Is Qualitative Data?
A qualitative pilot study is to examine the feasibility of categorizing
participants’ open-ended responses to an assessment center exercise
into a set of behaviors that could be used to develop an automated
scoring algorithm. Ten categories emerged from the responses
of 14 participants, suggesting such categorization is feasible.
Diana Sanchez, dianadianasanchez@yahoo.com
585
2014FRIDAY126. Special Events: 9:00 AM–10:20 AM
Room 304B
Master Collaboration: Technology and Assessment:
Research Gaps, Best Practices, and Future Agenda
From assessment centers to SJTs to serious games, technological
advances are evident across the field of assessment. This session
brings together leading practitioners and academics focused on technology
and assessment to share the state of the science and practice,
identify gaps, and outline opportunities for collaboration in the future.
Hailey Herleman, hherlema@us.ibm.com
586
Rhiannon MacDonnell,2014FRIDAY136. Alternative Session Type: 9:00 AM–10:20 AM
Room 323A
Workshift, Telework, Flexwork: The Psychology of Work
Outside the Office
This dynamic team of researchers and industry leaders will present cutting-edge
empirical findings and share business success stories about
enabling employees to work when and where they are most effective.
This unique session format encourages interaction with the audience
and allows for real time feedback, assessment, and practical learnings.
Laura Hambley, laura@leadershipstore.com
587
Todd Carlisle, Google, Host
Anthony S. Boyce, Aon Hewitt, Coordinator
2014FRIDAY140. Community of Interest: 9:00 AM–10:20 AM
Room 328
Promises and Pitfalls of Big Data in Organizations
588
Robert J. Vandenberg2014FRIDAY148. Friday Seminars: 11:00 AM–2:00 PM
Room 304B
Using MPlus for Structural Equation Modeling in I-O
Research
This workshop will introduce participants to the Mplus software.
Participants will learn to run exploratory factor analyses and latent
variable measurement models using confirmatory factor analyses.
They will also learn to run path models (a) using regression, (b)
among latent variables, (c) using logistic regression, and (d) using
logistic latent variable analysis. Testing latent interactions will be
discussed. The instructor will provide the data and the syntax files
used in the workshop.
Catherine Connelly, connell@mcmaster.ca
589
Katelyn J. Cavanaugh, Old Dominion University, Richard N. Landers, Old Dominion University, 2014FRIDAY153. Symposium/Forum: 11:00 AM–12:20 PM Room 314
Social Media in Selection: Validity, Applicant Reactions, and Legality
Incremental Validity of Social Media Ratings to Predict Job PerformanceRecruiters and hiring managers are turning to online social media
profiles as a source of information about job applicants. However,
little is known about the quality of information drawn from such
sources. This symposium explores this new predictor class with
studies on validity, applicant reactions, and legal implications.
Richard Landers, rnlanders@odu.edu
590
Christopher J. Hartwell, Purdue University, 2014FRIDAY153. Symposium/Forum: 11:00 AM–12:20 PM Room 314
Social Media in Selection: Validity, Applicant Reactions, and Legality
Applicant Reactions to Social Media Screens in Employee SelectionRecruiters and hiring managers are turning to online social media
profiles as a source of information about job applicants. However,
little is known about the quality of information drawn from such
sources. This symposium explores this new predictor class with
studies on validity, applicant reactions, and legal implications.
Richard Landers, rnlanders@odu.edu
591
Shawn Bergman, Appalachian State University, Jacqueline Z. Bergman, Appalachian State University, Brian G. Whitaker, Appalachian State University, 2014FRIDAY153. Symposium/Forum: 11:00 AM–12:20 PM Room 314
Social Media in Selection: Validity, Applicant Reactions, and Legality
Social Media Use by Protected Classes: Implications for Adverse ImpactRecruiters and hiring managers are turning to online social media
profiles as a source of information about job applicants. However,
little is known about the quality of information drawn from such
sources. This symposium explores this new predictor class with
studies on validity, applicant reactions, and legal implications.
Richard Landers, rnlanders@odu.edu
592
Linda Sue Ficht, Indiana University Kokomo, Julia Levashina, Kent State University,2014FRIDAY153. Symposium/Forum: 11:00 AM–12:20 PM Room 314
Social Media in Selection: Validity, Applicant Reactions, and Legality
Employment at Will Versus Social Media: Winner Still UnknownRecruiters and hiring managers are turning to online social media
profiles as a source of information about job applicants. However,
little is known about the quality of information drawn from such
sources. This symposium explores this new predictor class with
studies on validity, applicant reactions, and legal implications.
Richard Landers, rnlanders@odu.edu
593
Richard N. Landers, Old Dominion University, Gordon B. Schmidt, Indiana University Purdue University Fort Wayne, 2014FRIDAY153. Symposium/Forum: 11:00 AM–12:20 PM Room 314
Social Media in Selection: Validity, Applicant Reactions, and Legality
Social Media, a New Predictor Class: Remaining Questions for SelectionRecruiters and hiring managers are turning to online social media
profiles as a source of information about job applicants. However,
little is known about the quality of information drawn from such
sources. This symposium explores this new predictor class with
studies on validity, applicant reactions, and legal implications.
Richard Landers, rnlanders@odu.edu
594
Karla Lockwood,2014FRIDAY167. Poster Session: 12:00 PM–12:50 PM
Ballroom C
Organizational Climate, Performance, Strategic HR,
Innovation/Creativity
167-35 Manager Resistance to Allow Telework: A Policy
Capturing Investigation
A policy capturing survey method and 2 personality measures were
used to examine the potential influence of 7 factors on managers’ decisions to authorize telework. Six factors significantly influenced participants’
decisions to authorize telework with the managers’ perception of
employee Conscientiousness clearly having the strongest impact.
Seth Kaplan, skaplan1@gmu.edu
595
2014FRIDAY170. Panel Discussion: 12:00 PM–1:20 PM
Room 311
The Promise and Perils of Big Data in I-O PsychologyThe session will focus on how big data and associated data science
techniques can be leveraged to fundamentally influence and improve
I-O science and practice. Topics include advances in data science
(e.g. data mining, machine learning) and discussions of content
areas ripe for big data exploration (e.g. teams, selection, diversity).
Scott Tonidandel, sctonidandel@davidson.edu
596
Marissa L. Shuffler, Clemson University, Shawn Burke, University of Central Florida, William S. Kramer, Clemson University, Nastassia M. Savage, University of Central Florida, Melissa A. Bleiberg, University of Central Florida, Eduardo Salas, University of Central Florida, 2014FRIDAY177. Symposium/Forum: 12:30 PM–1:20 PM Room 317B
From a Distance: Which Individual Differences Matter in Virtual Teams?
The Role of Political Skill in Virtual Team Leadership EmergenceThis symposium explores whether individual differences impact virtual
team processes and outcomes. The 3 papers address a unique but
related consideration of how individual differences (e.g., personality,
political skill) may be relevant to virtual team functioning. Findings
have implications for virtual team member selection and training
Cristina Rubino, cristina.rubino@gmail.com
597
Julia E. Hoch, California State University, James H. Dulebohn, Michigan State University, Cultural Intelligence in Culturally Diverse, Global Virtual Teams Christa Wilkin, York University, Cristina Rubino, California State University, Northridge, Rameez Ahmed, AT&T-Global Businesses Solutions, 2014FRIDAY177. Symposium/Forum: 12:30 PM–1:20 PM Room 317B
From a Distance: Which Individual Differences Matter in Virtual Teams?
The Space Between: A Resource-Based Approach to Virtual Team ProcessesThis symposium explores whether individual differences impact virtual
team processes and outcomes. The 3 papers address a unique but
related consideration of how individual differences (e.g., personality,
political skill) may be relevant to virtual team functioning. Findings
have implications for virtual team member selection and training
Cristina Rubino, cristina.rubino@gmail.com
598
Seymour Adler, Aon Hewitt, Host

Tomas Chamorro-Premuzic, University of London, Host

Christine E. Corbet, Right Management, Coordinator
2014FRIDAY185. Community of Interest: 12:30 PM–1:50 PM
Room 328
Assessment Gamification: Current Practice and Future Trends
599
Tara S. Behrend2014FRIDAY187. Poster Session: 1:00 PM–1:50 PM
Ballroom C
Job Performance/Citizenship Behavior and Performance Appraisal
187-2 Antecedents and Outcomes of Reactance to Electronic
Performance Monitoring
This study examined what happens when employees perceive
electronic monitoring as an invasion of privacy using the lens of
psychological reactance theory. Specifically, path analysis was
used to examine the indirect and direct relationships among trait
reactance, invasion of privacy, state reactance, and contextual performance
(OCB and CWB).
Tara Behrend, behrend@gwu.edu
600
Tessa S. Seidler2014FRIDAY187. Poster Session: 1:00 PM–1:50 PM
Ballroom C
Job Performance/Citizenship Behavior and Performance Appraisal
187-23 Time to Face(book) the Truth: Examining
Organizational SNS Use
This paper provides a comprehensive review of research on social
networking site use in organizational settings and highlights recent
court cases and legal concerns in this area. Future research topics
and practical implications are discussed.
Amber Schroeder, amber.schroeder@wku.edu
601
Larissa Barber, Northern Illinois University, Alecia M. Santuzzi, Northern Illinois University, 2014FRIDAY209. Symposium/Forum: 2:00 PM–3:20 PM Room 323C
Electronic Cottage or Electronic Prison? Technology and Work-Life Balance
Please Respond ASAP: Workplace Telepressure Can Interfere With Employee RecoveryA burgeoning area of scholarship, this symposium highlights
research examining the consequences of use of technology to
facilitate the blending of life and work. It demonstrates that individual
differences and the situation can determine whether technology
benefits or exacerbates attempts to align work and nonwork.
Altovise Rogers, altovise.rogers@sjsu.edu
602
Carrie A. Bulger, Quinnipiac University, Mark E. Hoffman, Quinnipiac University, Sara McKersie, Bowling Green State University, 2014FRIDAY209. Symposium/Forum: 2:00 PM–3:20 PM Room 323C
Electronic Cottage or Electronic Prison? Technology and Work-Life Balance
“So Easy…So Challenging”: Smart Technologies as Boundary Management ToolsA burgeoning area of scholarship, this symposium highlights
research examining the consequences of use of technology to
facilitate the blending of life and work. It demonstrates that individual
differences and the situation can determine whether technology
benefits or exacerbates attempts to align work and nonwork.
Altovise Rogers, altovise.rogers@sjsu.edu
603
Shaun Pichler, California State University, Fullerton, Ofir Turel, California State University, Fullerton, Jeffrey H. Greenhaus, Drexel University, Matt Pisczek, Michigan State University, 2014FRIDAY209. Symposium/Forum: 2:00 PM–3:20 PM Room 323C
Electronic Cottage or Electronic Prison? Technology and Work-Life Balance
Managing Work-Technology Boundaries: A Role And Identity Theory PerspectiveA burgeoning area of scholarship, this symposium highlights
research examining the consequences of use of technology to
facilitate the blending of life and work. It demonstrates that individual
differences and the situation can determine whether technology
benefits or exacerbates attempts to align work and nonwork.
Altovise Rogers, altovise.rogers@sjsu.edu
604
Uthpala Senarathne Tennakoon, Mount Royal University,2014FRIDAY209. Symposium/Forum: 2:00 PM–3:20 PM Room 323C
Electronic Cottage or Electronic Prison? Technology and Work-Life Balance
ICT Influence on Work–Life Balance: Does ICT Perception Matter?A burgeoning area of scholarship, this symposium highlights
research examining the consequences of use of technology to
facilitate the blending of life and work. It demonstrates that individual
differences and the situation can determine whether technology
benefits or exacerbates attempts to align work and nonwork.
Altovise Rogers, altovise.rogers@sjsu.edu
605
Michael T. Braun, Virginia Polytechnic Institute and State University, 2014FRIDAY214. Symposium/Forum: 2:30 PM–3:20 PM Room 311
Analyzing Big Data: The Next Frontier in Organizational Statistical Techniques
Understanding Reciprocal Dynamics: The Utility of Vector Autoregressive (VAR) ModelsBig data provides organizational scientists access to large longitudinal
and relational data but simultaneously presents an analytical
challenge that traditional analytic approaches, such as regression,
are not best suited for. This symposium aims to shed the light on
less utilized but powerful analytic techniques suited for investigation
of complex relationships.
Toshio Murase,
toshio.murase@gmail.com
606
Toshio Murase, Georgia Institute of Technology, 2014FRIDAY214. Symposium/Forum: 2:30 PM–3:20 PM Room 311
Analyzing Big Data: The Next Frontier in Organizational Statistical Techniques
Understanding Network Data: The Utility of Exponential Random Graph ModelBig data provides organizational scientists access to large longitudinal
and relational data but simultaneously presents an analytical
challenge that traditional analytic approaches, such as regression,
are not best suited for. This symposium aims to shed the light on
less utilized but powerful analytic techniques suited for investigation
of complex relationships.
Toshio Murase,
toshio.murase@gmail.com
607
James A. Grand, The University of Akron, Goran Kuljanin, University of Illinois at Chicago, 2014FRIDAY214. Symposium/Forum: 2:30 PM–3:20 PM Room 311
Analyzing Big Data: The Next Frontier in Organizational Statistical Techniques
Let the Data Speak! Bayesian Inferences in Organizational ScienceBig data provides organizational scientists access to large longitudinal
and relational data but simultaneously presents an analytical
challenge that traditional analytic approaches, such as regression,
are not best suited for. This symposium aims to shed the light on
less utilized but powerful analytic techniques suited for investigation
of complex relationships.
Toshio Murase,
toshio.murase@gmail.com
608
2014FRIDAY215. Panel Discussion: 2:30 PM–3:20 PM
Room 316C
Current Issues in Unmanned Aircraft Systems:
Implications for I-O Psychology
This session will examine how concepts and methodologies from I-O
psychology can promote understanding of the issues associated with
unmanned aircraft systems (UAS).Topics to be addressed include
selection of UAS operators, assessment of operator performance,
the operator–automation relationship, and organizational challenges
associated with transitioning from manned to unmanned aviation.
Tatana Olson, tmo4@hotmail.com
609
Catherine S. Daus,2014SATURDAY220. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Emotions/Emotional Labor and Organizational Justice
220-5 Emotion in Motion: Does O*NET Capture Emotional
Labor of Jobs?
Emotions are part and parcel of organizational life and should be considered
and represented in all HR functions. Yet one of I-O’s most basic
HR tools, O*NET, does not capture well emotional labor requirements
of jobs. Methodology and data are presented to support this conclusion
Catherine Daus, cdaus@siue.edu
610
Levent Sevinc2014SATURDAY"220. Poster Session: 7:30 AM–8:20 AM
Ballroom C
Emotions/Emotional Labor and Organizational Justice"
220-34 Does Facebook Tell Us About Organizational Justice
Practices?
Do employees voice in social networks (Facebook) if they are faced
with unjust treatments in work settings? In an effort to answer these
questions, a multisource data with 481 participants was carried out. Findings confirmed the hypothesized questions about the associations
between organizational justice and online voicing in Facebook.
Yasin Rofcanin, yasin.rofcanin@mail.wbs.ac.uk
611
David Youssefnia,2014SATURDAY221. Panel Discussion: 7:30 AM–8:50 AM
Room 303AB
How Is Social Data Driving I-O Practice?The volume of social media and social data has continued to
increase dramatically with profound implications for the field. This
session will explore the role and impact of social data on current
and future I-O practices, with examples from leading organizations
and thought-provoking questions for the panel and audience.
David Youssefnia, david@critical-metrics.com
612
Jamie L. Winter, Development Dimensions International (DDI), Host

Michael J. Zickar, Bowling Green State University, Host

Anthony S. Boyce, Aon Hewitt, Coordinator
2014SATURDAY239. Community of Interest: 7:30 AM–8:50 AM
Room 328
Broadcasting Individual Differences: Drawing Inferences
Based on Social Media Profiles
613
Alex Rubenstein, 2014SATURDAY242. Poster Session: 8:30 AM–9:20 AM
Ballroom C
Judgment/Decision Making, Training
242-5 BREAKING NEWS! How Modern Media Affects
Sustained Attention and Performance
Technology has radically transformed the modern workplace. This
poster examines how certain technologies systematically affect
individual sustained attention and behavior, through the development
of media habits. It describes how media that encourage information
acquisition in the form of increasingly short depth yet
increased breadth affect future information processing.
Alex Rubenstein, alex.rubenstein@warrington.ufl.edu
614
Michael J. Keeney2014SATURDAY242. Poster Session: 8:30 AM–9:20 AM
Ballroom C
Judgment/Decision Making, Training
242-15 A Technology to Author Scenario-Based Training Using
Faded Worked Examples
A technology was created that does not require programming
expertise to author training solutions using branching choices and
faded worked examples. This format requires a learner’s active
participation through decision making and self-explaining, and
therefore promises better engagement, retention, and transfer
compared to passive training approaches.
Michael Keeney, mkeeney@aptima.com
615
Chantale Wilson2014SATURDAY242. Poster Session: 8:30 AM–9:20 AM
Ballroom C
Judgment/Decision Making, Training
242-24 Adaptive Feedback in Simulation-Based Training Using
a Display Approach
This theoretical paper explores adaptive feedback as a method of
providing personalized, dynamic performance information to
trainees in simulation-based training (SBT) environments. An intrusive
fading approach to an adaptive feedback display is proposed
as a viable form of feedback that can effectively enhance SBT outcomes
over other feedback methods.
Chantale Wilson, chantalewilson@gmail.com
616
Paul E. Glatzhofer, Select International, 2014SATURDAY243. Symposium/Forum: 8:30 AM–9:20 AM Room 304B
Research-Based and Practical Considerations for the Application of E-Learning
Applied Lessons Learned From Developing and Implementing E-Learning ToolsMany questions still remain regarding the appropriate application of
learner-led e-learning. In this symposium, presenters discuss
research- and practice-based recommendations and considerations
for the delivery of learner-led e-learning in organizational settings.
New areas of concern and optimism are identified and discussed.
Edward Levine, elevine@usf.edu
617
Benjamin P. Granger, Verizon Wireless, Edward L. Levine, University of South Florida, Jason D. Way, ACT, 2014SATURDAY243. Symposium/Forum: 8:30 AM–9:20 AM Room 304B
Research-Based and Practical Considerations for the Application of E-Learning
Revisiting the Role of Trainee Satisfaction in E-LearningMany questions still remain regarding the appropriate application of
learner-led e-learning. In this symposium, presenters discuss
research- and practice-based recommendations and considerations
for the delivery of learner-led e-learning in organizational settings.
New areas of concern and optimism are identified and discussed.
Edward Levine, elevine@usf.edu
618
Traci Sitzmann, University of Colorado Denver, Mo Wang, University of Florida, Valeria Alterman, University of Florida, 2014SATURDAY243. Symposium/Forum: 8:30 AM–9:20 AM Room 304B
Research-Based and Practical Considerations for the Application of E-Learning
The Survey Effect: Does Administering Surveys Alter Trainees’ Behavior?Many questions still remain regarding the appropriate application of
learner-led e-learning. In this symposium, presenters discuss
research- and practice-based recommendations and considerations
for the delivery of learner-led e-learning in organizational settings.
New areas of concern and optimism are identified and discussed.
Edward Levine, elevine@usf.edu
619
Kristina N. Bauer2014SATURDAY264. Poster Session: 9:30 AM–10:20 AM
Ballroom C
Motivation/Rewards/Compensation
264-4 The Application of Goal-Setting Theory to Gamification Gamification is an increasingly popular motivational intervention in
organizations, yet research is lagging. Goal-setting theory is tested as
a theoretical framework to explain the effect of gamification on performance.
Results indicate that a leaderboard is as effective a motivator as
a difficult specific goal, and goal commitment moderates this effect.
Kristina Bauer, kbauer@uwf.edu
620
Rachel C. Callan, 2014SATURDAY264. Poster Session: 9:30 AM–10:20 AM
Ballroom C
Motivation/Rewards/Compensation
264-6 Gamification in Psychology: A Review of Theory and
Potential Pitfalls
This paper investigates how psychological theories of learning and
motivation can be applied in the context of gamification. Examples
of gamification in organizations are used to discuss potential problems
practitioners may face and how these can be explained
through theory and research as well as recommendations for
improving gamification interventions
Rachel Callan, rjohn104@odu.edu
621
2014SATURDAY268. Panel Discussion: 9:30 AM–10:20 AM
Room 322AB
Assessor Perspectives: Ying and Yang of Technology Enhanced
Assessment Centers
The effects of technology on assessment centers (ACs) are not
well understood. The aim of this panel is to advance the knowledge
of the impact of technology on the critical role of assessor, an
area of research that has been unexplored. Panel members
include 5 AC experts with diverse experiences.
Lynn Collins, lynn.collins@fenestrainc.net
622
Evan R. Theys2014SATURDAY271. Poster Session: 11:00 AM–11:50 AM
Ballroom C
Research Methods/Measurement/Statistical Techniques
271-24 The Viability of MTurk for Testing Applied
Psychological Models
This study tested the notion that MTurk, a powerful research tool,
may be viable for testing applied psychological models. It sought to
replicate findings from the psychological climate literature using
employees sampled from MTurk. Results were positive, suggesting
that MTurk is viable for testing applied psychological models.
Christopher Castille, chris_castille@icloud.com
623
Brett J. Litwiller,2014SATURDAY271. Poster Session: 11:00 AM–11:50 AM
Ballroom C
Research Methods/Measurement/Statistical Techniques
271-25 Subject Matter Experts as Sources of Data for Utility
Analysis
This study developed a generalizable process for obtaining utility data
from a nationwide sample of HR managers. The process consisted of
pilot testing an ROI survey in face-to-face interviews with managers
from 10 organizations, administering an online survey to managers,
and using manager responses to calculate utility parameters.
Tobin Kyte, tobin.kyte@act.org
624
Kelly D. Dages2014SATURDAY271. Poster Session: 11:00 AM–11:50 AM
Ballroom C
Research Methods/Measurement/Statistical Techniques
271-34 Completing Assessments on Mobile Devices:
Comparability and Ease of Use
With growing mobile device usage, 2 studies evaluated whether personnel
assessments delivered via mobile devices are comparable to
assessments delivered on computers. Both studies found the
assessments were comparable for mobile device and computer
delivery. Study 2 evaluated participants’ opinions about the assessment
elements and device preferences for completing assessments.
: Kelly Dages, kelly.dages@gdit.com
625
Justin M. Weinhardt, University of Calgary, Don C. Zhang, Bowling Green State University, Brendan J. Morse, Bridgewater State University , 2014SATURDAY283. Symposium/Forum: 11:00 AM–12:20 PM Room 318A
Newer and Lesser-Used Methods in I-O Psychology
The Importance of Computational Models in Theory Development and TestingThis symposium seeks to introduce 4 different methodologies that
are either new or infrequently used in I-O psychology. Each presenter
will (a) introduce his/her method, (b) describe some I-O
questions this method can address, and (c) discuss some challenges
or issues researchers may face when using the method.
Zandra Zweber, Zandra.zweber@gmail.com
626
Brandy N. Parker,2014SATURDAY292. Poster Session: 12:00 PM–12:50 PM
Ballroom C
Staffing (e.g., recruitment, applicant reactions, selection system design, succession planning, workforce planning)
292-2 Policy Capturing Wage Data Using O*NET and DOT Job
Components
This paper examined the efficacy of O*NET and DOT data in their
prediction of national wage data. The importance of job component
weighting in policy capturing was also explored. Findings suggest
that statistical weighting of O*NET job components provides the
most utility in accounting for variance in national wages.
Brandy Parker, brandyparker3@gmail.com
627
Sam Chow2014SATURDAY292. Poster Session: 12:00 PM–12:50 PM
Ballroom C
Staffing (e.g., recruitment, applicant reactions, selection system design, succession planning, workforce planning)
292-12 A Novel Approach to Employee Recruitment: GamificationA framework for possible mechanisms in which gamification may
work to engender positive attitudes towards organizations is discussed.
Gamification may affect applicants through influencing
their levels of elaboration likelihood (EL). Through higher states of
EL, the affective and cognitive components of attitudes are more
strongly influenced than traditional recruitment practices.
Sam Chow, samchow@ucalgary.ca
628
Lisa S. Paik2014SATURDAY292. Poster Session: 12:00 PM–12:50 PM
Ballroom C
Staffing (e.g., recruitment, applicant reactions, selection system design, succession planning, workforce planning)
292-26 Ageism in Candidate Selection Using LinkedInThis experiment was concerned with ageism in the presence or
absence of the phrase “fast-paced work environment” when hiring
through LinkedIn. Contrary to predictions, binary logistic regression
showed that the presence of the phrase “fast-paced work environment”
significantly biased participants toward older candidates.
Lisa Paik, lpaik2@gmail.com
629
Nicolas Roulin2014SATURDAY292. Poster Session: 12:00 PM–12:50 PM
Ballroom C
Staffing (e.g., recruitment, applicant reactions, selection system design, succession planning, workforce planning)
292-28 The Impact of Media and Peer Justice Communication
in Selection
This study shows that applicants informed about an unfair selection
process report more negative preselection impressions (i.e.,
lower expectations and motivation, higher anxiety, more negative
emotions) but not lower test performance. Moreover, the impact on
anxiety and emotions is stronger when information is communicated
by the media than a peer.
Nicolas Roulin, nicolas.roulin@umanitoba.ca
630
Nicholas P. Salter2014SATURDAY292. Poster Session: 12:00 PM–12:50 PM
Ballroom C
Staffing (e.g., recruitment, applicant reactions, selection system design, succession planning, workforce planning)
292-30 Implications of Choosing to Include or Omit Pictures
on LinkedIn
Previous research suggests decision makers prefer applicants with pictures
to those without. This study investigates how the applicant or an
outsider choosing to include or exclude a picture on LinkedIn affects
preferences. Results suggest decision makers prefer applicants with
pictures but only when inclusion was the applicant’s choice.
Nicholas Salter, nsalter@ramapo.edu
631
Daly Vaughn,2014SATURDAY292. Poster Session: 12:00 PM–12:50 PM
Ballroom C
Staffing (e.g., recruitment, applicant reactions, selection system design, succession planning, workforce planning)
292-35 Recruiting Candidates Virtually: Does it Pay?This study compared customer service representatives (CSRs)
sourced via web-enabled modalities with those sourced via traditional
modalities on 2 outcomes: performance and retention. Although CSRs sourced using web-enabled modalities were rated more highly on key
dimensions of performance, they were no less likely to turn over.
Edwin Vaughn, dalyvaughn@gmail.com
632
Alexander R. Schwall, Development Dimensions International (DDI),2014SATURDAY293. Symposium/Forum: 12:00 PM–12:50 PM Room 304B
New Developments in Biodata Research and Practice
Preventing Faking in Biodata Items Using Elaboration and Machine LearningBiodata remains an underappreciated selection technique, despite
strong empirical support. This symposium presents the latest
research on biodata, including machine learning to reduce faking,
techniques for item generation, and extending biodata scoring
techniques to other assessments. A discussion of the papers and
current and future directions will close the session.
Craig Reddock, craig.reddock@shl.com
633
Craig M. Reddock, CEB, Chris Coughlin, CEB, 2014SATURDAY293. Symposium/Forum: 12:00 PM–12:50 PM Room 304B
New Developments in Biodata Research and Practice
Biodata Item Generation: Using Cloning to Generate Multiple TestsBiodata remains an underappreciated selection technique, despite
strong empirical support. This symposium presents the latest
research on biodata, including machine learning to reduce faking,
techniques for item generation, and extending biodata scoring
techniques to other assessments. A discussion of the papers and
current and future directions will close the session.
Craig Reddock, craig.reddock@shl.com
634
2014SATURDAY295. Panel Discussion: 12:00 PM–1:20 PM
Room 311
Big Data: From Hype to Practical RealitiesThis panel pulls together internal and external consultants to discuss
practical realities of working with big data. The panel will explore
how panelists have planned and executed analytics programs, with
a focus on cutting through the hype and addressing challenges and
lessons learned, along with how I-Os can add value.
Pamela Levine, pam.levine@shl.com
635
2014SATURDAY311. Panel Discussion: 12:30 PM–1:50 PM
Room 323B
Little Data: Conducting Focused Research Within
Organizations
This session will present practitioners’ viewpoints on how focused
programs of research are used within organizations to better
understand specific interest areas. Topics will include how academic
research informs the design of programs, the challenges of
implementing experiments in a “real-world” setting, and how practitioners
turn results into action.
Megan Huth, mhuth@google.com
636
Sooyeol Kim,2014SATURDAY314. Poster Session: 1:00 PM–1:50 PM
Ballroom C
Occupational Health/Safety/Stress & Strain/Aging
314-17 Smartphone: It Can Do More Than You ThinkEmployees often use smartphones in the workplace for nonworkrelated
purposes. This study investigated individual smartphones
usage for 5 business days based on an application developed by
researchers and how individual smartphone usage influence workplace.
Multilevel analysis revealed that individual smartphone
usage is positively associated with well-being.
Sooyeol Kim, sooyeolkim@gmail.com
637
2014SATURDAY328. Panel Discussion: 2:00 PM–2:50 PM
Room 306B
Getting Started With R: Examples and Lessons LearnedR is a free and open-source statistical analysis tool and offers a
vast range of applications. Its versatility comes at the cost of having
a steep learning curve. In this session experienced R practitioners
will discuss best practice approaches to getting started with
R and resources available to learners.
Alexander Schwall, alexander.schwall@gmail.com
638
Ben Waber, Sociometric Solutions, Presenter

Kevin Impelman, Batrus Hollweg International, Presenter

Kristen M. Shockley, Baruch College and The Graduate Center-City
University, Coordinator
2014SATURDAY339. Special Events: 2:00 PM–2:50 PM
Theatre 310
Theme Track: Technology Meets ApplicationTechnological advances of the past few decades have dramatically
impacted the tools available to I-O psychologists for research and
practice. This session provides insight on breakthrough technological
ideas that are relevant to the field, including wearable sensing
technology used to evaluate communication patterns, “undercover”
assessments, and gamification technology. The process of successfully
implementing technology and managing client expectations
will also be discussed. The format of the session is 2 “TEDstyle
talks,” which involve dynamic speakers presenting information
in a digestible, engaging manner.
Kristen Shockley, kristen.shockley@baruch.cuny.edu
639
640
2013
((Tech Tag: NO|00 [00] // Total: 161))
641
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
642
Lonneke Dubbelt2013THURS-AM44-8 Poster 1:00. Ballroom of AmericasA Digital Work Simulation for Workplace DevianceUsing Technology in I/Oexamines the validity of a digital work simulation predicting workplace deviance. The criterion-related validity and the incremental validity of the digital work simulation were. Results supported the validity of the simulationLonneke Dubbelt. dubbelt@tue.nl
643
Juliya Golubovich2013THURS-AM15 Symposium. 10:30 Grand j, 1Hiring Tests: Trends in Mobile Device UsageMobileThis symposium presents research addressing challenges associated with mobile devices in talent assessment, including equivalence (i.e., SEM, IRT), impact of software (e.g., browsers) on equivalence, usage and demographic trends, and applicant perceptions.Neil Morelli neil.morelli@gmail.com
644
Kevin Impelman2013THURS-AM15 Symposium. 10:30 Grand j, 2Mobile Assessment: Who’s Doing It and How It Impacts Selection.MobileThis symposium presents research addressing challenges associated with mobile devices in talent assessment, including equivalence (i.e., SEM, IRT), impact of software (e.g., browsers) on equivalence, usage and demographic trends, and applicant perceptions.Neil Morelli neil.morelli@gmail.com
645
Amie D. Lawrence2013THURS-AM15 Symposium. 10:30 Grand j, 3Does Mobile Assessment Administration Impact Psychological Measurement?MobileThis symposium presents research addressing challenges associated with mobile devices in talent assessment, including equivalence (i.e., SEM, IRT), impact of software (e.g., browsers) on equivalence, usage and demographic trends, and applicant perceptions.Neil Morelli neil.morelli@gmail.com
646
A. James Illingworth2013THURS-AM15 Symposium. 10:30 Grand j, 4Equivalence of Assessments on Mobile Devices: Impact of Device SoftwareMobileThis symposium presents research addressing challenges associated with mobile devices in talent assessment, including equivalence (i.e., SEM, IRT), impact of software (e.g., browsers) on equivalence, usage and demographic trends, and applicant perceptions.Neil Morelli neil.morelli@gmail.com
647
Sara Lambert Gutierrez2013THURS-AM15 Symposium. 10:30 Grand j, 5Assess-ments on the Go: Applicant Reactions to Mobile TestingMobileThis symposium presents research addressing challenges associated with mobile devices in talent assessment, including equivalence (i.e., SEM, IRT), impact of software (e.g., browsers) on equivalence, usage and demographic trends, and applicant perceptions.Neil Morelli neil.morelli@gmail.com
648
Andrea S. Goldberg2013THURS-AMCommunity of Interest: 10:30 AM–11:50 AM 342The Virtual WorkforceVirtualTeamsAndrea S. Goldberg,
649
Marissa L. Shuffler2013THURS-AMSymposium/Forum: 11:00 AM–12:20 PM Grand ACollective Orientation’s Influence on Shaping Leadership in Distributed Virtual TeamsVirtualTeamsAs many organizations continue to cross geographic bound- aries and become more global, there is a pressing need to understand the complex influences of culture on team func- tioning. In this session, 3 empirical papers examine the impact of culture in teams from differing, but complementary, concep- tual and methodological perspectives.Jessica Wildman, jwildman@fit.edu
650
Leigh Winik2013THURS-AM16-23 Poster: 11:00 AM–11:50 AM Ballroom of the AmericasEvaluating Contingent Workers as a Recruitment Source for Full-Time PositionsSelctionThis study compared posthire outcomes for new full-time employees recruited from contingent worker pools versus other sources (internal hires, external referrals, and Internet advertisements). Converted contingent workers performed as well as external hires but worse than internal hires. No group differ- ences were observed in start-up time or manager satisfaction.Jason Dahling, dahling@tcnj.edu
651
A. James Illingworth2013THURS-PM89 Pannel. 5:00 335 BCBack to the Future of Technology-Enhanced I-O PracticeUsing Technology in I/ODisscussion of growth and problems relating the Tech growthNeil Morelli, neil.morelli@gmail.com
652
Shawn Burke2013THURS-PM32 Symposium, 12:00 346 AB, 1Shared Leadership Structure and Emergence in Virtually Distributed TeamsVirtual TeamsAlthough research on virtual teams is increasing, shared leadership within these contexts remains relatively unexplored. This symposium brings together current research on shared leadership in virtual teams, beginning to address a critical gap in our understanding of how performance in virtual teams can best be facilitated.Rebecca Grossman. rebeccagrossman@knights.ucf.edu
653
Andrew Cohen2013THURS-PM32 Symposium, 12:00 346 AB, 2Choosing Virtuality: Team Virtuality, Shared Leadership, and Team PerformanceVirtual TeamsAlthough research on virtual teams is increasing, shared leadership within these contexts remains relatively unexplored. This symposium brings together current research on shared leadership in virtual teams, beginning to address a critical gap in our understanding of how performance in virtual teams can best be facilitated.Rebecca Grossman. rebeccagrossman@knights.ucf.edu
654
Andra Serban2013THURS-PM32 Symposium, 12:00 346 AB, 3Testing Leadership and Team Performance in Face-to-Face and Virtual TeamsVirtual TeamsAlthough research on virtual teams is increasing, shared leadership within these contexts remains relatively unexplored. This symposium brings together current research on shared leadership in virtual teams, beginning to address a critical gap in our understanding of how performance in virtual teams can best be facilitated.Rebecca Grossman. rebeccagrossman@knights.ucf.edu
655
Rebecca Grossman2013THURS-PM32 Symposium, 12:00 346 AB, 4Examining Identity, Shared Leadership, and Cohesion in Virtual TeamsVirtual TeamsAlthough research on virtual teams is increasing, shared leadership within these contexts remains relatively unexplored. This symposium brings together current research on shared leadership in virtual teams, beginning to address a critical gap in our understanding of how performance in virtual teams can best be facilitated.Rebecca Grossman. rebeccagrossman@knights.ucf.edu
656
Mathew Brown2013THURS-PM61-1 Poster, 2:00 Ballroom of AmericasAge Attributions in Virtual Work: Soft Bigotry of Low Expectations?Technology and PreceptionThis study used vignettes to examine the effects of age on attributions of performance in virtual work. Contrary to expectations, punishment was supported less for older workers. Older workers were also reported as more trustworthy than younger workers. Paternalistic stereotypes are identified as a potential cause for these unexpected findings.Mathew Brown. browm2mi@cmich.edu
657
Lynn McFarland2013THURS-PM75 Master Tutorial. 3:30 346 ABThe Science and Practice of Social Media Use in OrganizationsSocial MediaBest practices in using social mediaLynn McFarland. lmcfarl@clemson.edu
658
Lisa Paik2013THURS-PM76-26 Poster, 3:30 Ballroom of the AmericasBiases in the Context of Hiring Through LinkedInSocial MediaAttractiveness and information biases in employment decisions via LinkedIn were studied. This between subjects experiment was conducted with a 3 (more attractive vs. less attractive vs. no picture) x 2 (more information vs. less information) ANOVA design. Results did not support hypotheses. Exploratory analyses on demographics showed interesting trends.Lisa Paik, lpaik2@gmail.com
659
Sean Robinson2013THURS-PM76-12 Poster. 3:30 Ballroom of the AmericasLinkedIn as a Tool for Turnover ResearchSocial MediaThis paper introduces the method of using LinkedIn as a tool to add actual turnover data to a large existing dataset. The methodology for coding turnover data using this tool is reviewed. Empirical evidence is then presented showing employee engagement and intent to stay are related to LinkedIn coded turnover.Sean Robinson sr204008@ohio.edu
660
Ricky C. Carroll2013THURS-PM91 Symposium. 5:00 340 AB, 1Social Media: Escape the Runaway Bandwagon?Social MediaThere is general expectation that organizations must maintain a social media presence and leverage social media to meet organizational goals. However, little empirical research has been done to determine the most effective uses and practices of social media for organizations. Presenters will discuss emerging social media research and organizational implicationsShawn Bergmans. bergmans@appstate.edu
661
Yalcin Acikgoz2013THURS-PM91 Symposium. 5:00 340 AB, 2User Attitudes Toward Social Recruiting PracticesSocial MediaThere is general expectation that organizations must maintain a social media presence and leverage social media to meet organizational goals. However, little empirical research has been done to determine the most effective uses and practices of social media for organizations. Presenters will discuss emerging social media research and organizational implicationsShawn Bergmans. bergmans@appstate.edu
662
Caitlin Krulikowski2013THURS-PM91 Symposium. 5:00 340 AB, 3Friending the U.S. Military: Military Presence on Social MediaSocial MediaThere is general expectation that organizations must maintain a social media presence and leverage social media to meet organizational goals. However, little empirical research has been done to determine the most effective uses and practices of social media for organizations. Presenters will discuss emerging social media research and organizational implicationsShawn Bergmans. bergmans@appstate.edu
663
Alexander Buijsrogge2013THURS-PM76-24 Poster, 3:30 Ballroom of the AmericasMarked for Failure: Visual Stigma in Video Resumés and InterviewInterviewingDiscrimination of controlled (tattoo) and uncontrolled (disfigurement) visual stigmata in video resumés and interviews was investigated. Study 1 (N = 115) indicated a negative bias towards tattooed applicants’ hiring chances from a video resumé database. Study 2 (N = 120) showed that interviewer Openness to Experience moderated interview scores of tattooed candidatesAlexander Buijsrogge, alexander.buijsrogge@ugent.be
664
Gerald Greenberg2013THURS-PM68 Symposium. 3:30 336 ABInnovations in I-O Psychology Science and Practice: Pushing the EnvelopeUsing Technology in I/OFive scientist–practitioners present innovative research that leads I-O psychology in new directions. These include crew performance in long-duration space exploration, job analysis to identify exempt work, the nature and correlates of leaders’ self-talk among top leaders, effective leadership in today’s complex/volatile environments, and work motivation along extending lifespans.Gerrald Greenberg, greenberg.1@osu.edu
665
Jessica A. Gallus2013THURS-PM59. Symposium/Forum: 1:30 PM–2:50 PM Grand J, 1Digital Mr. Khan: Just Like the Real Thing?Problem solvingIn order to make further advances in the behavioral and social sciences, there are a number of significant—and given current knowledge and techniques, seemingly intractable—hard prob- lems that need to be addressed. This symposium will review 3 of these problems and discuss approaches making these hard problems more tractable.Gerald Goodwin, jay.goodwin@us.army.mil
666
Michael S. Fetzer2013THURS-PM34. Panel Discussion: 12:00 PM–1:20 PM Grand HIGNITE Lightning Round: Simulations and Personnel SelectionUsing Technology in I/OThe science and practice of employee selection has advanced at a steady pace over the past 2 decades. However, recent advancements in both technology and assessment methods has resulted in an evolutionary leap in simulations. This IGNITE panel discussion provides a fast-paced, state-of-the- art overview of simulation technologies.Michael Fetzer, mike.fetzer@shl.com
667
Matthew J. Schuelke2013THURS-PM116-24 Poster, 9:00 Ballroom of the AmericasTrust and Cohesion: Related but Affectively DifferentUsing Technology in the StudyThis study utilized a pre–post design with technology-mediated communication constraints to examine changes in team trust and cohesion. Positive and negative affect were significant predictors of changes in trust but not of cohesion. Five factor model personality variables had no effect on reported changes in trust or cohesion.Matthew Schuelke, matthew.schuelke.ctr@wpafb.af.mil
668
Jemma B. King2013THURS-PM52. Symposium/Forum: 1:30 PM–2:50 PM 344 AB, 3Ability Emotional Intelligence Moderates Cortisol Stress Reactions to Cyber-OstracismEmotionScholarship on emotions continues to be a large area of orga- nizational research. This symposium highlights ways that researchers can “think outside the box” when investigating workplace emotions, including the use of event-level and con- tinuous ratings, the use of physiological indicators of affect, and sampling from underresearched occupations.Allison Gabriel, allison.gabriel@gmail.com
669
Rachel Marsh2013FRI-AM127-18 Poster. 10:30 Ballroom of AmericaCreation and Validation of a Technological Adaptation ScaleSurey MethodsThis Focuses on the creation and validation of a technological adaption scaleRachel Marsh, rachel.marsh@colostate.edu
670
Arsev Aydinoglu2013FRI-AM114 Syposium. 8:30 Grand J, 1Leadership in Virtual Research Collaborations: A NASA Case StudyVirtualTeamsVirtual teams are integral to organizational structures across the globe. There is currently a lack of literature examining the effects of multicultural, virtual teams on leadership. This symposium looks at different issues in leading teams that are both virtual and culturally diverse in nature, drawing on a mix of methodologies.William Kramer. kvemon2@gmail.com
671
Julia Eisenberg2013FRI-AM114 Syposium. 8:30 Grand J, 2The Moderating Role of Geographical Dispersion on Team CohesionVirtualTeamsVirtual teams are integral to organizational structures across the globe. There is currently a lack of literature examining the effects of multicultural, virtual teams on leadership. This symposium looks at different issues in leading teams that are both virtual and culturally diverse in nature, drawing on a mix of methodologies.William Kramer. kvemon2@gmail.com
672
William S. Kramer2013FRI-AM114 Syposium. 8:30 Grand J, 3Tolerance for Ambiguity’s Impact on Emergence of Leadership and OutcomesVirtualTeamsVirtual teams are integral to organizational structures across the globe. There is currently a lack of literature examining the effects of multicultural, virtual teams on leadership. This symposium looks at different issues in leading teams that are both virtual and culturally diverse in nature, drawing on a mix of methodologies.William Kramer. kvemon2@gmail.com
673
Travis Tubre2013FRI-AM116-30 Poster. 9:00 Ballroom of AmericasComparing Predictors of Emergent Leadership in Face-to-Face and Virtual TeamsVirtualTeamsThis study investigated whether Extraversion predicted leader emergence in face-to-face and virtual problem-solving teams. Extraversion was a significant predictor of leader emergence in the face-to-face condition but not in the virtual condition.Travis Tubre travis.tubre@uwrf.edu
674
Erica N. Drew2013FRI-AM115 Symposium, 9:00 337 AB, 1Test Taker Dispositions in Response to a Multimedia SJTOnline-testingOrganizations are using computer animation and high-definition avatars to select job candidates at increasing rates. Although the benefits of using such assessments are numerous, empirical research appears to be lagging. The presentations in this symposium will describe applicant reactions, attitudes, motivation, and test performance as they relate to multimedia SJTs.Rachel Barney rday76@hotmail.com
675
Ben Hawkes2013FRI-AM115 Symposium, 9:00 337 AB, 2Test-Takers’ Empathy for Animated Humans in SJTsOnline-testingOrganizations are using computer animation and high-definition avatars to select job candidates at increasing rates. Although the benefits of using such assessments are numerous, empirical research appears to be lagging. The presentations in this symposium will describe applicant reactions, attitudes, motivation, and test performance as they relate to multimedia SJTs.Rachel Barney rday76@hotmail.com
676
Joshua D. Hatfield2013FRI-AM115 Symposium, 9:00 337 AB, 3High Definition Animations: Enhancing Realistic Job Preview and Organization PerceptionsOnline-testingOrganizations are using computer animation and high-definition avatars to select job candidates at increasing rates. Although the benefits of using such assessments are numerous, empirical research appears to be lagging. The presentations in this symposium will describe applicant reactions, attitudes, motivation, and test performance as they relate to multimedia SJTs.Rachel Barney rday76@hotmail.com
677
Scott Tonidandel2013FRI-PM188-27 Poster. 3:30 Ballroom of AmericasA Free Comprehensive Web-Based User-Friendly Resource to Compute Relative Importancefree version of SPSSScott Tonidandel sctonidandel@davidson.edu
678
Amanda Weber2013FRI-AM138-28 Poster. 11:30 Ballroom of the AmericasThe Influence of Personality on Social Media UsageSocial MediaThe researchers examined the extent that personality types differentiated individuals when utilizing various social networking sites. Individuals differed in opinions and frequency of use among the differing sites, however most of the differences were observed through preference pairs rather than whole type.Amanda Weber. weam0603@stcloudstate.edu
679
Mathew Merbedone2013FRI-AM138-32 Poster. 11:30 Ballroom of the AmericasPersonality Perceptions Based on Social Networking SitesSocial MediaSocial networking sites are increasingly used as a source of information about job candidates. This study examined accuracy of personality perceptions based on these sites. Results indicated more information and higher perceiver Achievement, Organization, Openness to Experience, and Dispositional Intelligence were associated with greater accuracy.Patrick Converse. pconvers@fit.edu
680
Jamie Winter2013FRI-AM110 Symposium, 8:30 Grand E, 1Social Media and Talent Acquisition: Emerging Trends and ImplicationsSocial MediaThe use of social media for making talent acquisition decisions has surged in recent years. However, there is little research investigating the job relevance of the data. Presenters share practical guidance and key research findings regarding the truths, falsehoods, and risks associated with social media data deployed for selection purposesRosanna Miguel, rmiguel@jcu.edu
681
Rosanna Miguel2013FRI-AM110 Symposium, 8:30 Grand E, 2LinkedIn for Hiring Decisions: A Content Validity FrameworkSocial MediaThe use of social media for making talent acquisition decisions has surged in recent years. However, there is little research investigating the job relevance of the data. Presenters share practical guidance and key research findings regarding the truths, falsehoods, and risks associated with social media data deployed for selection purposesRosanna Miguel, rmiguel@jcu.edu
682
Donald H. Kluemper2013FRI-AM110 Symposium, 8:30 Grand E,3Exploring the Relationship Between Individual Characteristics and LinkedIn UseSocial MediaThe use of social media for making talent acquisition decisions has surged in recent years. However, there is little research investigating the job relevance of the data. Presenters share practical guidance and key research findings regarding the truths, falsehoods, and risks associated with social media data deployed for selection purposesRosanna Miguel, rmiguel@jcu.edu
683
Evan F. Sinar2013FRI-AM110 Symposium, 8:30 Grand E, 4What LinkedIn Links To: Connecting Virtual Profiles to Actual PerformanceSocial MediaThe use of social media for making talent acquisition decisions has surged in recent years. However, there is little research investigating the job relevance of the data. Presenters share practical guidance and key research findings regarding the truths, falsehoods, and risks associated with social media data deployed for selection purposesRosanna Miguel, rmiguel@jcu.edu
684
Kyle Morgan2013FRI-AM138-18 Poster. 11:30 Ballroom of the AmericasAttributions in Mobile Computer-Mediated CommunicationMobileThis study sought to determine what attributions individuals make about those who send emails using smartphones. The results demonstrate that individuals do make negative attributions when presented with brevity and spelling errors in emails, and a tagline (e.g., “Sent from my iPhone”) does not mitigate these effects.Kyle Morgan. kmorgan@ncsu.edu
685
Neil Morelli2013FRI-AM127-21 Poster. 10:30 Ballroom of the AmericasEquivalence of Assessments on Mobile Devices: A Replication and ExtensionMobileThis study replicated preliminary findings from research investigating the equivalency of noncognitive assessments delivered via mobile and nonmobile devices. Using applicant data from a novel job family and Internet-based noncognitive assessment, the results demonstrated the generalizability of earlier findings, providing support for the delivery of assessments on mobile devices.Neil Morelli neil.morelli@gmail.com
686
Tiffinany Lee2013FRI-AM127-2 Poster, 10:30 Ballroom of the AmericasRobots in the Workplace: Communication With Visual ProjectionRoboticsThis study evaluated a mobile robot’s ability to communicate intentions with humans via visual projections of intended movements. Results reveal that this is an effective modality for human–robot communicationTiffany Lee, ttl@mail.usf.edu
687
Michael Grossenbacher2013FRI-AM116-3 Poster, 9:00 Ballroom of the AmericasDistancing Ourselves From Geographic Dispersion: An Improved Measure of VirtualityVirtual TeamsThe goal of this study was to develop a measure of virtuality as proposed by Kirkman and Mathieu (2005). Confirmatory factor analysis results provide support for Kirkman and Mathieu’s 3- dimensional model. Of the virtuality dimensions, asychronicity was found to be most strongly related to team outcomes.Matthew Brown, brown2mi@cmich.edu
688
Tomika W. Greer2013FRI-AM106. Symposium/Forum: 8:30 AM–9:50 AM 346 AB, 4Making Telework Work: Strategies for Overcoming Challenges While TeleworkingTeleworkingFlexible work arrangements (FWAs) have increased in popu- larity in the literature and practice. However, the extent to which employees perceive these benefits as flexible and issues hindering FWA usage have not been fully examined. This symposium presents 4 studies examining these issues conducted in both lab and field settings.Rebecca Thompson, BeckersD13@aol.com
689
Christina K. Curnow2013FRI-PM206 Symposium. 5:00 342, 1Live or Virtual Military Training? Developing a Decision AlgorithmTrainingThis session discusses the role of I-O psychology in emergent technology use for training purposes. Presentations will discuss important considerations relevant for adopting emergent technologies for training. A case study involving the use of multiple emergent technologies will also be reviewed.Michael Lodato, mlodato@icfi.com
690
Robbie C. Brusso2013FRI-PM206 Symposium. 5:00 342, 2Assessments in Emergent Technology Training Environments: What We KnowTrainingThis session discusses the role of I-O psychology in emergent technology use for training purposes. Presentations will discuss important considerations relevant for adopting emergent technologies for training. A case study involving the use of multiple emergent technologies will also be reviewed.Michael Lodato, mlodato@icfi.com
691
Richard N. Landers2013FRI-PM206 Symposium. 5:00 342, 3Gamification: A New Approach to Serious Games in TrainingTrainingThis session discusses the role of I-O psychology in emergent technology use for training purposes. Presentations will discuss important considerations relevant for adopting emergent technologies for training. A case study involving the use of multiple emergent technologies will also be reviewed.Michael Lodato, mlodato@icfi.com
692
Jennifer Murphy2013FRI-PM206 Symposium. 5:00 342, 4Developing Technology-Based Training and Assessments to Support Soldier-Centered LearningTrainingThis session discusses the role of I-O psychology in emergent technology use for training purposes. Presentations will discuss important considerations relevant for adopting emergent technologies for training. A case study involving the use of multiple emergent technologies will also be reviewed.Michael Lodato, mlodato@icfi.com
693
Serena Hsia2013FRI-PM86-5 Poster. 4:30 Ballroom of AmericasCoaching Modality: Effects of Face-to-Face Versus Virtual Coaching on AllianceCoachingA longitudinal, experimental design compared the working alliance for virtual versus face-to-face coaching. The alliance as a function of time was hypothesized to be positive and significant for both conditions and moderated by modality. Results indicate a significant main effect of time but no moderation by modality.Serena Hsia. hsias@spu.edu
694
Deb Cohen2013FRI-PM148 Symposium. 12:00 344 AB,1Trends in Simulation-Based Assessments: Why Should You Consider One?Online-testingThis symposium focus on design- and measurement-related innovations in online, simulation-based assessment. These innovations relate to the construction of the scenario itself, including evoking targeted competencies through a variety of question types and how customized “branching” increases the realism of virtual role plays and other related assessments.Patrick O'Shea. goshea@humrro.org
695
Paul R. Bernthal2013FRI-PM148 Symposium. 12:00 344 AB, 2Designing Virtual Assessments to Elicit Competency Relevant BehaviorOnline-testingThis symposium focus on design- and measurement-related innovations in online, simulation-based assessment. These innovations relate to the construction of the scenario itself, including evoking targeted competencies through a variety of question types and how customized “branching” increases the realism of virtual role plays and other related assessments.Patrick O'Shea. goshea@humrro.org
696
Jennifer L. Geimer2013FRI-PM148 Symposium. 12:00 344 AB, 3Design and Scoring Innovations for Online SimulationsOnline-testingThis symposium focus on design- and measurement-related innovations in online, simulation-based assessment. These innovations relate to the construction of the scenario itself, including evoking targeted competencies through a variety of question types and how customized “branching” increases the realism of virtual role plays and other related assessments.Patrick O'Shea. goshea@humrro.org
697
Kevin Smith2013FRI-PM213 Pannel. 5:00 Grand FCybersecurity: A National Imperative and Challenge for I-O PsychologyCybersecurityThe purpose of this panel is to provide insight into major initiatives supporting the development of a national, enviable cybersecurity workforce.Kevin Smith. Kevin.smith@pdri.com
698
Craig Dawson2013FRI-PM197 Round Table Discussion. 3:30 Grand IMobile Internet Assessment: Opportunities, Challenges, and Best Practice ConsiderationsMobilediscussions around mobile Internet-based testing. Opportunities, challenges, research to date, and research needs will be discussed. The relationships among mobile testing, unproctored Internet testing (UIT), and traditional testing will be explored.Craig Dawson. craigrdawson@yahoo.com
699
Scott Ramsay2013FRI-PM159-28 Poster, 1:00 Ballrooms of the AmericasFeedback in Videogames: The Effects on Desired Learning OutcomesLearningparticipants played a computer-based videogame. Results suggest that feedback content/timing differentially influences desired learning outcomes. Implications for training research and practice are discussed.Philip Ramsay, PSRamsay@mail.usf.edu
700
Bianca M. Zongrone2013FRI-PM209. Symposium/Forum: 5:00 PM–5:50 PM Grand B, 2Personality and Virtual Teams a Collaborative Problem SolvingVirtual TeamsThis session will focus on the role that individual differences play in the emergence of team processes in problem solving teams. The presentations will highlight the importance of these input or composition variables on a number of team processes such team satisfaction and team conflict.Roni Reiter-Palmon, rreiter-palmon@unomada.edu
701
Ronald P. Vega2013FRI-PM202-26, Poster 4:30 PM–5:20 PM Ballroom of the AmericasThe Impact of Perceived Isolation on Job-Related OutcomesTeleworkingThis study investigated the effect of perceived workplace iso- lation on a variety of work outcomes, at the within-person level of analysis. Using a sample of teleworkers, findings sug- gest that perceived workplace isolation is associated with poorer task performance, less OCBs, more CWBs, and lower job-affective well-being.Ronald Vega, rvega@gmu.edu
702
Dominik Guess2013FRI-PM159-5 Poster, 1:00 Ballrooms of the AmericasExperts’ and Novices’ Success and Failure in a Business SimulationDecision MakingThis study investigates complex problem solving and dynamic decision making of novices and experts in a highly complex computer simulation. Experts outperformed novices and showed in their strategies more in-depth information collection and fewer changes in their advertising, market research, and personnel decisions.Dominik Guess, dguess@unf.edu
703
Yael Oelbaum2013FRI-PM159-10 Poster, 1:00 Ballrooms of the AmericasThe Effects of Manipulated Regulatory Focus on Goal DisengagementUsing Technology in the StudyThis study investigated the effects of manipulated regulatory focus on goal disengagement. To explore disengagement, participants engaged in a computerized business simulation. Regulatory focus was manipulated through the managerial position description given to participants. Results reveal that manipulated regulatory focus significantly influences disengagement behavior.Yael Oelbaum, yael.fligelman@gmail.com
704
Tami Licht2013SAT-AM222 Masters Tutorial. 8:30 335 AThe WOW! Factor: Design 101 for Technology-Delivered TestsUsing Technology in I/OInnovative item types are becoming more prevalent among electronically delivered assessments. Practitioners are wooed by the wide range of possibilities in terms of graphical enhancement of items. Adding too much pizzazz, or “wow,” however, can have unintended consequences. Experienced panelists provide an overview of UI design principles.Donald Lustenberger. dondc95@gmail.com
705
Amie Skattebo2013SAT-AM253-28 Poster. 10:30 Ballroom of AmericasOrganizational Support for Technology Use Over TimeUsing Technology in I/Othis study developed a construct of System Support Climate (SSC) and mapped dimensions to a stage model of system implementation. Preliminary evidence based on a survey of course management system users suggests different forms of organizational support are more or less helpful depending on the stage of technology implementation.Amie Skattebo. als383@psu.edu
706
Christopher Wiese2013SAT-AM231 Panel. 8:30 Grand BThe Digital Frontier: Facilitating Teamwork Through Bits and BytesTeamshow technology facilitates teamwork,and influence team effectivenes.Christopher Wiese. chriswwiese@gmail.com
707
Ryan Hendricks2013SAT-AM218-19 Poster. 8:00 Ballroom of AmericasPredictors of Performance Outcomes in the Telework EnvironmentTeleworkingThis study was conducted to analyze the relationships of perceived trust, autonomy, and communication of performance expectations with performance outcomes for a teleworking population. Furthermore, analyses were run to test if engagement mediated the relationships among these variables and performance. Results showed all independent variables predicted performance outcomes.David Geller. davidsgeller@gmail.com
708
Dana Sims2013SAT-AM239-10 Poster 9:00 Ballroom of AmericasUsing Telecommuting to Engage Government Employees: Does Supervisory Status Matter?TeleworkingThis study examines whether the effectiveness of granting or withholding permission to telecommute and telecommuting intensity on improving satisfaction, engagement, and retention of federal employees are equal for supervisors and non-supervisors. Research and practical implications are discussed.Dana Sims dana.e.sims@gmail.com
709
Levi Nieminen2013SAT-AM253-26 Poster. 10:30 Ballroom of the AmericasThe Impact of Work Unit Culture on Telework PerformanceTeleworkingThis study investigates the connection between cultural traits and the impact of telework on performance at the work unit level. Results indicate that there is a unique positive effect of cultural consistency on telework performance above and beyond leadership support for telework and telework attitudes.Levi Nieminen levi.nieminen@gmail.com
710
Nicholas Vasilopoulos2013SAT-AM235 Pannel. 8:30 Grand FCybersecurity and I-O: Practical Applications for a Critical WorkforceCybersecurityA panel of professionals who work closely with the cybersecurity workforce will provide insight into unique challenges of this field and practical solutions for selection and workforce development.Kristina Kayton. Kristina.Kayton@pdri.com
711
Sarah S. Fallaw2013SAT-AM234 Symposium. 8:30 Grand E, 1Testing Via Smart Mobile Devices: Examining Global HR PerspectivesMobileThis symposium is designed to (a) present research on the use of mobile-based testing (MBT) in the applied setting and (b) use these results to address practical decision making and psychometric integrity of MBT.Cynthia Hedricks. chedricks@skillsurvey.com
712
Ben Hawkes2013SAT-AM234 Symposium. 8:30 Grand E, 2Developing Evidence- Based Guidelines for Testing on Mobile DevicesMobileThis symposium is designed to (a) present research on the use of mobile-based testing (MBT) in the applied setting and (b) use these results to address practical decision making and psychometric integrity of MBT.Cynthia Hedricks. chedricks@skillsurvey.com
713
Debora D. Mitchell2013SAT-AM234 Symposium. 8:30 Grand E, 3Goin’ Mobile: A Mobile Provider’s Foray Into Mobile AssessmentsMobileThis symposium is designed to (a) present research on the use of mobile-based testing (MBT) in the applied setting and (b) use these results to address practical decision making and psychometric integrity of MBT.Cynthia Hedricks. chedricks@skillsurvey.com
714
Disha D. Rupayana2013SAT-AM234 Symposium. 8:30 Grand E, 4Smart Mobile Devices Vesus PC: Reference Feedback on Applicant CompetenceMobileThis symposium is designed to (a) present research on the use of mobile-based testing (MBT) in the applied setting and (b) use these results to address practical decision making and psychometric integrity of MBT.Cynthia Hedricks. chedricks@skillsurvey.com
715
Jessica M. Lillegaard2013SAT-AM245. Symposium/Forum: 10:30 AM–11:50 AM 336 AB, 1Is SlackerGirl@mail.com as Lazy as She Claims?SelctionThis symposium presents a snapshot of contemporary research on self-presentation. The study examined whether a job applicant’s email username can be used to predict job performance, if job applicants should attempt humor during an interview, if people respond more favorably to physically attractive mentors, or whether culture affects how much a per- son will self-disclose.Barbara Fritzsche, Barbara.Fritzsche@ucf.edu
716
Jolene M. Meyer2013SAT-AM245. Symposium/Forum: 10:30 AM–11:50 AM 336 AB, 2Job Seekers Pay Attention: Email Domain Matters!SelctionThis symposium presents a snapshot of contemporary research on self-presentation. The study examined whether a job applicant’s email username can be used to predict job performance, if job applicants should attempt humor during an interview, if people respond more favorably to physically attractive mentors, or whether culture affects how much a per- son will self-disclose.Barbara Fritzsche, Barbara.Fritzsche@ucf.edu
717
Carollaine Garcia2013SAT-AM245. Symposium/Forum: 10:30 AM–11:50 AM 336 AB, 3The Attractiveness Bias in an Online Peer Mentoring ProgramSelctionThis symposium presents a snapshot of contemporary research on self-presentation. The study examined whether a job applicant’s email username can be used to predict job performance, if job applicants should attempt humor during an interview, if people respond more favorably to physically attractive mentors, or whether culture affects how much a per- son will self-disclose.Barbara Fritzsche, Barbara.Fritzsche@ucf.edu
718
Justin Marcus2013SAT-AM245. Symposium/Forum: 10:30 AM–11:50 AM 336 AB, 5Who Discloses on Facebook? Personality and Self-Construal FactorsSelctionThis symposium presents a snapshot of contemporary research on self-presentation. The study examined whether a job applicant’s email username can be used to predict job performance, if job applicants should attempt humor during an interview, if people respond more favorably to physically attractive mentors, or whether culture affects how much a per- son will self-disclose.Barbara Fritzsche, Barbara.Fritzsche@ucf.edu
719
Chelsea D. Glynn2013SAT-AM261. Symposium/Forum: 10:30 AM–11:50 AM Grand H, 3Guilt, Shame, Segmentation Preferences, and Work/Personal Life Domain Crossing OnlineWork-Family conflictThis symposium presents theoretically grounded research that examines an area with surprisingly limited research to date, namely the role of emotions as predictors, moderators, and out- comes within the work–family interface. Authors of 5 papers examine the role of affect, guilt, shame, resentment, and rumi- nations as predictors and outcomes of work–family interactions.Satoris Culbertson, satoris@ksu.edu
720
Stephen F. Young2013SAT-AM218-29 Poster. 8:00 Ballroom of AmericasIncreasing Positive Emotions Following Negative Feedback: How Empathy Can HelpUsing Technology in the StudyThis video-based lab study investigated empathy as a tech- nique that managers can use when delivering negative feed- back. Specifically, participants exposed to empathic feedback experienced a greater increase in positive emotions and were more likely to rate a hypothetical manager as effective compared to a no-empathy control group.Stephen Young, stephenyoung86@gmail.com
721
Yongwei Yang2013SAT-PM280 Symposium. 12:00 Grand F, 1Assessments (Truly) Enhanced by Technology: Rationale, Validity, and ValueTestingTechnology has become an enhancement of assessments rather than a means of conveyance of assessment. This has evolving consequences. This symposium provides diverse perspectives by academics and practitioners on the state of the technology enhanced assessment field in terms of assessment models, enhanced assessment trends, psychometric models, and professional regulations.Theodore Hayes. theodore.hayes@opm.gov
722
Michael N. Karim2013SAT-PM280 Symposium. 12:00 Grand F, 2Effects of Remote Proctoring on Test Performance and Applicant ReactionsTestingTechnology has become an enhancement of assessments rather than a means of conveyance of assessment. This has evolving consequences. This symposium provides diverse perspectives by academics and practitioners on the state of the technology enhanced assessment field in terms of assessment models, enhanced assessment trends, psychometric models, and professional regulations.Theodore Hayes. theodore.hayes@opm.gov
723
Jeffrey M. Cucina2013SAT-PM280 Symposium. 12:00 Grand F, 3Video-Based Testing: An Applied Example and Technology- Enhanced Assessment: Considering PsychometricsTestingTechnology has become an enhancement of assessments rather than a means of conveyance of assessment. This has evolving consequences. This symposium provides diverse perspectives by academics and practitioners on the state of the technology enhanced assessment field in terms of assessment models, enhanced assessment trends, psychometric models, and professional regulations.Theodore Hayes. theodore.hayes@opm.gov
724
Ryan S. O’Leary2013SAT-PM280 Symposium. 12:00 Grand F, 4Technology-Based Development of Work SimulationsTestingTechnology has become an enhancement of assessments rather than a means of conveyance of assessment. This has evolving consequences. This symposium provides diverse perspectives by academics and practitioners on the state of the technology enhanced assessment field in terms of assessment models, enhanced assessment trends, psychometric models, and professional regulations.Theodore Hayes. theodore.hayes@opm.gov
725
Jared Z. Ferrell2013SAT-PM305 Syposium 2:00 337 AB, 1Open for Innovation: New Perspectives on Implementing Open-Ended Assessment ItemsUsing Technology in I/OOrganizations are increasingly adopting tests incorporating innovative items—items that leverage technology to engage candidates and improve measurement of traits and behaviors. Research on innovative items, however, is relatively scarce. Presenters share recent advances in open-ended response formats, subgroup differences, and computer experience and tutorials for innovative item types.Donald Lustenberger. dondc95@gmail.com
726
Sara Lambert Gutierrez2013SAT-PM305 Syposium 2:00 337 AB, 2Innovative Item Formats and Expected Adverse Impact: Extending the LiteratureUsing Technology in I/OOrganizations are increasingly adopting tests incorporating innovative items—items that leverage technology to engage candidates and improve measurement of traits and behaviors. Research on innovative items, however, is relatively scarce. Presenters share recent advances in open-ended response formats, subgroup differences, and computer experience and tutorials for innovative item types.Donald Lustenberger. dondc95@gmail.com
727
Donald E. Lustenberger2013SAT-PM305 Syposium 2:00 337 AB, 3Exploring the Effects of Tutorials for Innovative Item TypesUsing Technology in I/OOrganizations are increasingly adopting tests incorporating innovative items—items that leverage technology to engage candidates and improve measurement of traits and behaviors. Research on innovative items, however, is relatively scarce. Presenters share recent advances in open-ended response formats, subgroup differences, and computer experience and tutorials for innovative item types.Donald Lustenberger. dondc95@gmail.com
728
Brandon Joran2013SAT-PM274-13 Poster. 12:00 Ballroom of the AmericasApplicant Withdrawal for Online Testing: Investigating Personality DifferencesOnline-testingThis study investigated differences in mean level personality traits comparing applicants that withdraw from an online selection process to those that complete the process.Brandon Joran. brandon.jordan@kenexa.com
729
Nicholas Salter2013SAT-PM274-18 Poster, 12:00 Ballroom of AmericasDo Personal Pictures on LinkedIn Profiles Impact Staffing Decisions?Social MediaDespite research suggesting pictures can bias staffing decisions, the use of social networking websites suggests organizations are likely viewing pictures in these situations. This study found that people preferred applicants with pictures on a LinkedIn profile and considered them better because of it, regardless of the picture’s attractiveness.Nicholas Salter. nsalter@ramapo.edu
730
Julie Zide2013SAT-PM274-19 Poster, 12:00 Ballrom of the AmericasLinkedIn Profiles: How Do You Present Yourself?Social MediaLinkedIn group member profiles from 3 industries (HR, sales/marketing, and I-O psychology) were compared via an audit study (n = 288). Chi Square and ANOVA tests showed significant differences existed in how people presented themselves across the 3 groups. Implications for selection bias and practice are discussed.Comila Shahani-Denning, psyczs@HOFSTRA.EDU
731
Juliya Golubovich2013SAT-PM274-24 Poster, 12:00 Ballroom of AmericasDemographic Cues in Video-Based Situational Judgment Items: An ExtensionUsing Technology in I/ORecent research finds that demographic cues in a video-based SJT affect test takers’ performance and reactions. showing that varying, versus keeping constant, actors’ gender across scenarios leads to a different set of effects on performance and reactions.Juliya Golubovich, JGolubovich@gmail.com
732
Annemarie Hiemstra2013SAT-PM274-8 Poster, 12:00 Ballroom of the AmericasAcceptability of Video Resumés: The Role of Personality and GMAUsing Technology in I/OHighly educated applicants strongly preferred paper resumés over video resumés in terms of fairness and procedural justice. Furthermore, video resumé fairness perceptions depended on applicants’ personality and cognitive ability.Eva Derous, eva.derous@ugent.be
733
Greg Barnett2013SAT-PM300 Pannel, 1:30 Grand ERobots and Fortune Tellers: The Realities of Making Selection DecisionsRoboticsA follow-up to a recent SIOP debate (Robots vs. Fortune Tellers, 2011); this session revisits the juxtaposition of the ‘mechanical’ vs. ‘clinical’ approaches to discuss the practical implications around both views for making decisions. Is it really one or the other, or perhaps both, and when is each appropriate?Kevin Tamanini, kevin.tamanini@ddiworld.com
734
Natalie Wright2013SAT-PM274-29 Poster. 12:00 Ballroom of the AmericasUsing Invariance to Examine Cheating in Unproctored Ability TestsSelctionCheating in unproctored environments was examined for 3 organizations that utilized a timed ability test for personnel selection. The same test was administered to applicants in either proctored or unproctored conditions. Invariance was used to examine the psychometric properties of the test. Results were not consistent with widespread cheating.Natalie Wright, nawright@ncsu.edu
735
Marissa L. Shuffler2013SAT-PM282. Symposium/Forum: 12:00 PM–1:20 PM Grand H, 2Influences of Leadership Characteristics on Virtual Team Leadership Network StructuresVirtual Teamsexamining leaders embedded in social networks and examining the leadership phenomenon itself as a net- work. Guided by these approaches, contributors will present work utilizing SNA approaches to study leadership in teams.Dorothy Carter, dorothy.carter@gatech.edu
736
Ova Schulze2013SAT-PM288. Symposium/Forum: 1:30 PM–2:50 PM 335 A, 3Virtual Assessment: How Ericsson Is Securing World-Class LeadersTestingThis session examines (a) a process that measures intercul- tural competence among global leaders, (b) a Korean organi- zation that used assessment to help its leaders adapt their skills to a more global standard, (c) a global organization using assessment to help find the best leaders in the world, and (d) considerations for applying 360 cross-culturally.Joy Hazucha, joy.hazucha@pdinh.com
737
Sharon Glazer2013SAT-PM298. Panel Discussion: 1:30 PM–2:50 PM Grand CPrepared for the Global Workforce? Internationalizing I-O ProgramsUsing Technology in I/OI-O psychology is inherently an international field of study; nearly all businesses have some work processes linked internationally. I-O programs need to prepare its students to interact (physically or virtually) with a global workforce. An expert panel will discuss administrative, pedagogical, and international opportunities and constraints toward internationalizing I-O programs.Sharon Glazer, sglazer1@umd.edu
738
Steven R. Toaddy2013SAT-PM306-20. Poster: 2:00 PM–2:50 PM Ballroom of the AmericasSurvey Progress Bars Influencing Data Quality and Time on TaskUsing Technology in I/OThe research regarding the use of survey progress bars and their effects on resulting data is conflicted. This study provides evidence for the benefit of using progress bars in online sur- veys by demonstrating an increase in time spent on the sur- vey, as well as increased data quality.Steven Toaddy, srtoaddy@ncsu.edu
739
Traci Sitzmann2013SAT-PM278. Symposium/Forum: 12:00 PM–1:20 PM Grand D 3The Effects of Environmental Messages on Behavior During Online TrainingTrainingThis symposium presents 4 innovative studies examining factors influencing self-regulation over time. Dynamic effects of factors like different types of tasks, expectancy and value functions, inter- ruptions during learning process, and anger from an external source influencing the self-regulation processes will be discussed.Sinhui Chong, sinhui.chong@gmail.com
740
Amanda R. Feiler2013SAT-PM274-22 Poster. 12:00 Ballroom of the AmericasPutting Interview Anxiety in the Spotlight: Micro and Macro CuesInterviewingThis study investigated the anxious behaviors and broader char- acteristics exhibited by anxious interviewees. External raters viewed videotaped mock job interviews and rated interviewees on micro and macro cues. Results indicated that interviewees should focus less on their nervous tics and more on their impressions.Amanda Feiler, afeiler@uoguelph.ca
741
742
2012
((Tech Tag: NO|00 [00] // Total: 127))
743
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
744
Thompson, Lori Foster2012Thurs - AM5. Symposium/Forum: 10:30 AM–11:50 AM Betsy BCUsing Technology and I-O Psychology to Improve VolunteerismVolunteerismPart of a Symposium: How Organizational Psychology Improves the Lives of the VulnerableWalter Reichman, walterreichman@gmail.com
745
Napper, Cole N.2012Thurs - AM7. Posters: 1030-1120 AM
Douglas Pavilion BCD
Careers/Mentoring/Socializing/Onboarding/ Retirement
7-13 Fraternizing and “Friend Requests”: Networking’s Relationship to Perceived Career SuccessSocial NetworkingThis study examined the relationship between traditional and social networking behaviors and students’ career success efficacy, as well as the role of personality and social networking impression management skills. Results indicate traditional networking behaviors, LinkedIn usage, impression management, Extraversion, low Neuroticism, and Conscientiousness positively predict career success efficacy.Cole Napper, cole.napper@gmail.com
746
Stehura, Emily2012Thurs - AM8. Panel Discussion: 10:30 AM–11:50 AM Edward ABI-O Bilingualism: Do You Speak Technology?Adjusting to TechnologyTechnology is pervasive in I-O interventions. Consultants are challenged with broadening both their knowledge of and competency in communicating technology concepts. Those unable to do so will face an increased likelihood of project failure. Experienced panelists provide practical guidance for building skills and overcoming the challenges of delivering technology-laden projects.Emily Bailey, emily.bailey@ddiworld.com
747
Paskey, Ernest2012Thurs - AM14. Panel Discussion: 10:30 AM–11:50 AM Gregory ABManaging Talent Amidst Extreme Organizational ChangeAdjusting to TechnologySignificant organizational changes due to an economic downturn, constant and rapid changes in technology, and movement to results-oriented work environments have resulted in a different employee–employer contract. How does the constant state of change impact an organization’s talent management strategies? Panel participants will address these issues.Ernie Paskey, ernest.paskey@aonhewitt.com
748
Carter, Dorothy R.2012Thurs - AM16. Symposium/Forum: 10:30 AM–11:50 AM Madeline CDMTS Leadership From a Network PerspectiveTeamsSymposium Name:The Power of Collaboration: Investigations of Multiteam Systems:Multiteam systems (MTSs) are systems of teams that coordinate and collaborate to achieve goals too large to be accomplished by 1 team alone. The requirements of work within an MTS are highly complex. This symposium will present 4 research studies examining different levers of MTS effectiveness (e.g., training, leadership).Dorothy Carter, dorothy.carter@gatech.edu
749
Sleesman, Dustin J.2012Thurs - AM16. Symposium/Forum: 10:30 AM–11:50 AM Madeline CDLeader Fit in Multiteam Systems: An Information Processing PerspectiveTeamsSymposium Name:The Power of Collaboration: Investigations of Multiteam Systems:Multiteam systems (MTSs) are systems of teams that coordinate and collaborate to achieve goals too large to be accomplished by 1 team alone. The requirements of work within an MTS are highly complex. This symposium will present 4 research studies examining different levers of MTS effectiveness (e.g., training, leadership).
750
Malm, Tina2012Thurs - AM18. Symposium/Forum: 11:00 AM–12:20 PM Elizabeth ANext Generation Methods for Gathering Employee FeedbackUsing Technology in I/OSymposium Name: Innovative Methods of Gathering Employee and Applicant Data:Representatives from 4 organizations (Google, Frog Design, FBI, Sprint) will share new methods for gathering employee and applicant data (e.g., opinions, skills, behaviors, performance) and lessons learned from experimenting with various data collection platforms (e.g., phone apps) with the goal of inspiring others to move beyond traditional data collection methods.Tina Malm, tmalm@google.com
751
Mitchell, Debora D.2012Thurs - AM18. Symposium/Forum: 11:00 AM–12:20 PM Elizabeth AYour Applicants Are Mobile—Are You?Using Technology in I/OSymposium Name: Innovative Methods of Gathering Employee and Applicant Data:Representatives from 4 organizations (Google, Frog Design, FBI, Sprint) will share new methods for gathering employee and applicant data (e.g., opinions, skills, behaviors, performance) and lessons learned from experimenting with various data collection platforms (e.g., phone apps) with the goal of inspiring others to move beyond traditional data collection methods.
752
Dawgert Grubb, Amy2012Thurs - AM18. Symposium/Forum: 11:00 AM–12:20 PM Elizabeth ALeveraging Traditional Data in Nontraditional WaysUsing Technology in I/OSymposium Name: Innovative Methods of Gathering Employee and Applicant Data:Representatives from 4 organizations (Google, Frog Design, FBI, Sprint) will share new methods for gathering employee and applicant data (e.g., opinions, skills, behaviors, performance) and lessons learned from experimenting with various data collection platforms (e.g., phone apps) with the goal of inspiring others to move beyond traditional data collection methods.
753
Hummel, Eric2012Thurs - AM18. Symposium/Forum: 11:00 AM–12:20 PM Elizabeth AI Have the People Analytics. Now What?Using Technology in I/OSymposium Name: Innovative Methods of Gathering Employee and Applicant Data:
Representatives from 4 organizations (Google, Frog Design, FBI, Sprint) will share new methods for gathering employee and applicant data (e.g., opinions, skills, behaviors, performance) and lessons learned from experimenting with various data collection platforms (e.g., phone apps) with the goal of inspiring others to move beyond traditional data collection methods.
754
Benzer, Justin K.2012Thurs - AMIndividual Study23-4 Task Networks: A Unitary Theory for Conceptualizing Interdependence in TeamsTeamsInterconnected task components are conceptualized as providing a basic framework of interdependence that can link individuals and work units. This theoretical paper reframes interdependence and applies the theory to 2 nontraditional forms of teams, flash teams and virtual teams.Justin Benzer, justin.benzer@va.gov
755
Bodiya, Aaron2012Thurs - AMIndividual Study23-18 Virtual Reality: Predictors of Virtual Team Productivity and CreativityTeamsThis online survey of 165 virtual team members investigated predictors of virtual team productivity and creativity. Results indicated a positive relationship between perceptions of task structure with productivity as well as between task interdependence and creativity. Collaborative decision making partially mediated the relationship between task interdependence and virtual team creativity.Patricia Denise Lopez, dlopez@alliant.edu
756
Pavlova, Evgeniya2012Thurs - AMIndividual Study23-21 Trust Development in Computer-Mediated TeamsTeamsThe study examined the structure and development of trust in computer-mediated teams over a short amount of time. Results indicated that team members can quickly learn to overcome the challenges due to the technology-mediated environment they work in, resulting in the development of team trust.Evgeniya Pavlova, epavlova@mail.usf.edu
757
Prasad, Ambika2012Thurs - AMIndividual Study23-23 Beyond Miles: Configuration, Electronic Communication, and Performance in Virtual TeamsTeamsThis study was conducted to examine the influence of dispersion and technology on virtual team performance. The results show that (a) team configuration is a stronger determinant of performance than spatial and temporal dispersion; and (b) electronic communication influences performance and acts as a moderator in the dispersion-performance relationship.Ambika Prasad, ambikap@illinois.edu
758
Carter, Cassia K.2012Thurs - AM24. Symposium/Forum: 11:30 AM–12:50 PM Elizabeth CAutomatically Generating Big Five Personality Items: Feasibility, Reliability, and ValidityUsing Technology in I/OSymposium Name: Recent Innovations at the Item Level for Better Assessment: Most selection tests would look familiar to either Terman or Likert, but innovations at the assessment level really depend on innovations at the item level. Recent research on item-level innovations, including generating items, evaluating innovative item types, and scoring innovative items, is presented.Alan Mead, mead@iit.edu
759
Mead, Alan D.2012Thurs - AM24. Symposium/Forum: 11:30 AM–12:50 PM Elizabeth CReliability and Validity of Automated Scoring of Open-Ended ItemsUsing Technology in I/OSymposium Name: Recent Innovations at the Item Level for Better Assessment: Most selection tests would look familiar to either Terman or Likert, but innovations at the assessment level really depend on innovations at the item level. Recent research on item-level innovations, including generating items, evaluating innovative item types, and scoring innovative items, is presented.
760
Behrens, John T.2012Thurs - AM24. Symposium/Forum: 11:30 AM–12:50 PM Elizabeth CPattern-Based Activity for Assessment in Simulated EnvironmentsUsing Technology in I/OSymposium Name: Recent Innovations at the Item Level for Better Assessment: Most selection tests would look familiar to either Terman or Likert, but innovations at the assessment level really depend on innovations at the item level. Recent research on item-level innovations, including generating items, evaluating innovative item types, and scoring innovative items, is presented.
761
5. Frank L. Schmidt, University of Iowa, In-Sue Oh, Virginia Commonwealth University,
2012Thurs - PM28. Symposium/Forum: 12:00 PM–1:50 PM Betsy BCSecond-Order Meta-Analysis: Statistical Methods and Illustrative ApplicationsMethodological Advances in Meta-AnalysisSymposium Name: 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 Morris, scott.morris@iit.edu
762
Goldman, Barry2012Thurs - PM29. Special Events: 12:00 PM–12:50 PM Delmar ABNegotiating in the 21st Century Workplace: New Challenges, New Solutions?InternetTwenty-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.Eduardo Salas, esalas@ist.ucf.edu
763
O'Brien, Eryn A.2012Thurs - PM46. Symposium/Forum: 1:00 PM–2:50 PM Elizabeth CLeveraging Blended Learning Solutions to Drive Business SuccessUsing Technology in I/OThis 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.Joy Hazucha, joy.hazucha@pdininthhouse.com
764
Martinez-Moreno, Edurne2012Thurs - PMIndividual Study48-3 Investigating Conflict Escalation in FTF and Virtual Teamwork Over TimeTeamsThis 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 Martinez-Moreno, edurne.martinez@uv.es
765
Giumetti, Gary W.2012Thurs - PM59. Symposium/Forum: 1:30 PM–2:50 PM Madeline CDMeta-Analytic Path Analysis to Synthesize Web-Based Research on Applicant AttractionUsing Technology in I/OUse 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 Giumetti, ggiumetti@gmail.com
766
Skaggs, Brian N.2012Thurs - PM59. Symposium/Forum: 1:30 PM–2:50 PM Madeline CDInterviewer Type, Web-Based Interview Support, and Gender Impact Organizational AttractivenessUsing Technology in I/OUse 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.
767
Wills Beeco, Rebekkah2012Thurs - PM59. Symposium/Forum: 1:30 PM–2:50 PM Madeline CDEffectiveness of CEO Blogs as a Recruiting ToolUsing Technology in I/OUse 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.
768
Lyons, Brian D.2012Thurs - PM59. Symposium/Forum: 1:30 PM–2:50 PM Madeline CDDiffering Applicant Attraction Processes by Organizational Membership: A Multigroup InvestigationUsing Technology in I/OUse 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.
769
Askew, Kevin L.2012Thurs - PMIndividual Study72-1 Work Environment Factors and Cyberloafing: A Follow-Up to AskewCyberloafThis 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 Askew, kaskew2@mail.usf.edu
770
Smittick, Amber L.2012Thurs - PMIndividual Study72-25 Creating Conflict: Antecedents and Consequences of an Uncivil Workplace ClimateE-mailThis 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 Smittick, als04d@tamu.edu
771
Dulebohn, James H.2012Thurs - PM80. Symposium/Forum: 3:30 PM–5:20 PM Ford ABA Multilevel Application of Analytics to Human Resource ManagementUsing Technology in I/OThis 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 Charlier, steven-charlier@uiowa.edu
772
Marler, Janet2012Thurs - PM80. Symposium/Forum: 3:30 PM–5:20 PM Ford ABIndividual Level Effects on the e- HRM and Strategy RelationshipUsing Technology in I/OThis 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.
773
Aguinis, Herman2012Thurs - PM80. Symposium/Forum: 3:30 PM–5:20 PM Ford ABeLancing: A Review and Research AgendaUsing Technology in I/OThis 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.
774
Stone, Dianna L.2012Thurs - PM80. Symposium/Forum: 3:30 PM–5:20 PM Ford ABFactors Affecting the Effectiveness and Acceptance of e-Selection SystemsUsing Technology in I/OThis 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.
775
Pitts, Virginia2012Thurs - PMIndividual Study87-8 Communication in Virtual Teams: The Role of Emotional IntelligenceTeamsOur 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, vepitts@ship.edu
776
Brown, Allison2012Thurs - PMIndividual Study87-13 Personality Predicts Acceptance of Electronic Performance Monitoring at WorkElectronic monitoringDispositional 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, arbrown86@gmail.com
777
Bloemers, Wim2012Thurs - PMIndividual Study98-16 Unproctored Cognitive Ability Internet Testing: Does Cheating Pay Off?Internet-based testingThis 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.Karen Van Dam, karen.vandam@ou.nl
778
1. Ann Marie Ryan, Michigan State University, Chair Brent Lyons, Michigan State University, Co-Chair 1.Greg F. Schmidt, Bank of America, Mary Ann Bucklan, Employment Technologies Corp., 2012FRI - AM102. Symposium/Forum: 8:00 AM–9:50 AM Elizabeth CMoving to Unproctored Internet Testing: A Case StudyUnproctored Internet TestingMuch debate has occurred over the benefits and downsides of unproctored Internet testing (UIT) in selection contexts. Six empirical studies are presented that address whether these concerns (e.g., cheating, unreliability) and claims (e.g., cost savings) are warranted. Best practices are discussed.Ann Marie Ryan, ryanan@msu.edu
779
2. Matthew S. O’Connell, Select International, Inc., Kristin M. Delgado, Select International, Inc./Wright State University, Mei-Chuan Kung, Select International, Inc., 2012FRI - AM102. Symposium/Forum: 8:00 AM–9:50 AM Elizabeth CHow Proctoring Impacts Measurement Methods in High-Stakes TestingUnproctored Internet TestingMuch debate has occurred over the benefits and downsides of unproctored Internet testing (UIT) in selection contexts. Six empirical studies are presented that address whether these concerns (e.g., cheating, unreliability) and claims (e.g., cost savings) are warranted. Best practices are discussed.Ann Marie Ryan, ryanan@msu.edu
780
3. Jing Guo, University of Illinois, Fritz Drasgow, University of Illinois at Urbana-Champaign, Robert E. Gibby, Procter & Gamble, 2012FRI - AM102. Symposium/Forum: 8:00 AM–9:50 AM Elizabeth CEstimating the Base Rate of Cheating for Unproctored Internet TestsUnproctored Internet TestingMuch debate has occurred over the benefits and downsides of unproctored Internet testing (UIT) in selection contexts. Six empirical studies are presented that address whether these concerns (e.g., cheating, unreliability) and claims (e.g., cost savings) are warranted. Best practices are discussed.Ann Marie Ryan, ryanan@msu.edu
781
4. Tracy Kantrowitz, SHL, Darrin Grelle, SHL, Thomas M. Cavanagh, Colorado State University, Brett Fank, SHLPreVisor, 2012FRI - AM102. Symposium/Forum: 8:00 AM–9:50 AM Elizabeth CInfluence of Test Conditions and Examinee Behavior on UIT Reliability Unproctored Internet TestingMuch debate has occurred over the benefits and downsides of unproctored Internet testing (UIT) in selection contexts. Six empirical studies are presented that address whether these concerns (e.g., cheating, unreliability) and claims (e.g., cost savings) are warranted. Best practices are discussed.Ann Marie Ryan, ryanan@msu.edu
782
5. Brent Lyons, Michigan State University, Ann Marie Ryan, Michigan State University, Neal W. Schmitt, Michigan State University, 2012FRI - AM102. Symposium/Forum: 8:00 AM–9:50 AM Elizabeth CThe Utility of Unproctored Internet Testing and Proctored Verification TestingUnproctored Internet TestingMuch debate has occurred over the benefits and downsides of unproctored Internet testing (UIT) in selection contexts. Six empirical studies are presented that address whether these concerns (e.g., cheating, unreliability) and claims (e.g., cost savings) are warranted. Best practices are discussed.Ann Marie Ryan, ryanan@msu.edu
783
6. John A. Weiner, PSI, Corina Rice, CSX Transportation, 2012FRI - AM102. Symposium/Forum: 8:00 AM–9:50 AM Elizabeth CUtility of Alternative UIT Verification ModelsUnproctored Internet TestingMuch debate has occurred over the benefits and downsides of unproctored Internet testing (UIT) in selection contexts. Six empirical studies are presented that address whether these concerns (e.g., cheating, unreliability) and claims (e.g., cost savings) are warranted. Best practices are discussed.Ann Marie Ryan, ryanan@msu.edu
784
Hunter, Emily M.2012FRI - AM107. Panel Discussion: 8:30 AM–9:50 AM Edward ABWhere Do I Begin? Practical Advice on Experience Sampling MethodUsing Technology in I/OEver wondered how to begin planning an experience sampling method study? Tried ESM but looking for practical tips to improve? This expert panel brings together researchers with experience in conducting ESM studies to share “how to” advice including distributing surveys by mobile phones, retaining participants, and analyzing data.Emily Hunter, emily_m_hunter@baylor.edu
785
Frost, Christopher T.2012FRI - AMIndividual Study118-21 Using Automated Essay Scoring to Predict Personality From Work NarrativesUsing Technology in I/OThe purpose of this study was to examine the effectiveness of automated essay scoring in predicting personality traits based on work narratives. Words that differentiated between those high and low on a particular personality trait were identified. Self-report personality correlated with conceptually similar dimensions identified by the software program.Christopher Frost, frost1ct@cmich.edu
786
Nguyen, Hannah-Hanh D.2012FRI - AMIndividual Study119-2 Effectiveness of a Multimedia Perspective-Taking Training Program on Reducing DiscriminationTrainingEmployed participants (N = 368) were recruited to test the effect of a multimedia, perspective-taking training program on reducing discrimination against Middle-Eastern (ME) job applicants—fully ethnic identified (ME names and affiliations) or partially (ME names and neutral affiliations). Training was effective, moderated by raters’ Openness to Experience and motivation to learn.Hannah-Hanh Nguyen, hnguyen@csulb.edu
787
4. Meridith P. Selden, Wilkes University, Daniel Applegate, Wilkes University, 2012FRI - AM122. Symposium/Forum: 10:30 AM–11:50 AM Delmar ABA Preliminary Examination of the Positive Aspects Company-Wide TeleworkTeleworkThis symposium integrates research examining the work–family interface and positive psychological constructs. These 2 fields, albeit flourishing with new research and discussion, are not commonly used to complement each other. This symposium presents research joining these fields to in order to discuss novel findings in the work–family interface.Heather Odle-Dusseau, hodle@gettysburg.edu
788
Charlier, Steven D.2012FRI - AMIndividual Paper123-3 Toward a Theory of Technology EmbeddednesUsing Technology in I/OThe paper presents a theoretical model of how technology can impact job, organizational, and career embeddedness from several perspectives. The paper also outlines a new multilevel/multifactor construct to the turnover literature: technology embeddedness.Steven Charlier, steven-charlier@uiowa.edu
789
Ortiz, Kelly Adam2012FRI - AM133. Special Events: 10:30 AM–11:50 AM Ford ABMaster Collaboration Session: Entrepreneurial Personality and Executive Coaching Management Through TechnologyExecutive CoachingInnovating New Frontiers: An Internal–External Partnership to Innovate Best-in-Class Executive Coaching Management Through Technology: Focusing on the collaboration process required to create a not-yet-existing executive coach management system commissioned by PepsiCo.Kelly Adam Ortiz, adam@edc-llc.com
790
Hoch, Julia E.2012FRI - AM134. Symposium/Forum: 10:30 AM–11:50 AM Gregory ABGeographical Distribution as a Measure of Team VirtualityTeamsThe prevalence and sophistication of virtual communication technology has changed the nature of teamwork and raised critical questions regarding what underlies successful collaboration in virtual teams as well as how best to study the virtuality construct to answer these questions. This symposium reports results from laboratory, field, and meta-analytic investigations.Peter Seely, seely.peter@gmail.com
791
Chen, Tiffani R.2012FRI - AM134. Symposium/Forum: 10:30 AM–11:50 AM Gregory ABVirtuality, Team Processes, and Shared Leadership in Project TeamsTeamsThe prevalence and sophistication of virtual communication technology has changed the nature of teamwork and raised critical questions regarding what underlies successful collaboration in virtual teams as well as how best to study the virtuality construct to answer these questions. This symposium reports results from laboratory, field, and meta-analytic investigations.
792
Jimenez, Miliani2012FRI - AM134. Symposium/Forum: 10:30 AM–11:50 AM Gregory ABInformation Sharing and Shared Cognition in Virtual Multiteam SystemsTeamsThe prevalence and sophistication of virtual communication technology has changed the nature of teamwork and raised critical questions regarding what underlies successful collaboration in virtual teams as well as how best to study the virtuality construct to answer these questions. This symposium reports results from laboratory, field, and meta-analytic investigations.
793
Mesmer-Magnus, Jessica2012FRI - AM134. Symposium/Forum: 10:30 AM–11:50 AM Gregory ABHow Virtuality Alters the Determinants of Team Effectiveness: A Meta-AnalysisTeamsThe prevalence and sophistication of virtual communication technology has changed the nature of teamwork and raised critical questions regarding what underlies successful collaboration in virtual teams as well as how best to study the virtuality construct to answer these questions. This symposium reports results from laboratory, field, and meta-analytic investigations.
794
Derous, Eva2012FRI - AM138-1 Fairness Perceptions of Video Resumés Among Culturally Diverse ApplicantsVideo resumesLegal concerns have been raised about the increasing use of video resumés in selection. This study investigated ethnically diverse applicants’ fairness perceptions of video resumés vis-à-vis paper resumés. Contrary to discriminatory concerns, ethnic minorities perceive the fairness of video resumés equally or more positively when compared to paper resumés.Eva Derous, eva.derous@ugent.be
795
Derous, Eva2012FRI - AM138-2 Resumé, Resumé on the Video Wall: Who’s Most Hireable of All?Video resumesMultimedia-based assessment is implemented at a fast rate, but research is still behind. Two field experiments showed that the equivalence of video and paper resumés depended on applicant characteristics. The physically unattractive applicant was more disadvantaged whereas the older applicant was more advantaged when applying through video resumés instead of paper resumés.Eva Derous, eva.derous@ugent.be
796
Roulin, Nicolas2012FRI - AM138-3 Applicants’ and Recruiters’ Perceptions of Social-Networking Web Sites in SelectionNetworkingSurveys suggest that recruiters increasingly use social networking Web sites (SNWs) in selection, but scientific research is limited. We found that recruiters prefer professional to personal SNWs to gather information and that potential applicants and recruiters differ in the content they notice in SNWs and how it influences their hiring decision.Nicolas Roulin, nicolas.roulin@unine.ch
797
Dlugosz, Lauren R.2012FRI - AM139-28 The Effects of Change on Innovation Climate Level and StrengthUsing Technology in I/OThis study assessed the influence of different types of organizational changes on perceptions of innovation climate in mental health teams. Analyses revealed differential influences of staff turnover, technological innovation, and quality improvement on innovation climate level and strength.Mark Ehrhart, mehrhart@sunstroke.sdsu.edu
798
Reynolds, Douglas H.2012FRI - AM140. Symposium/Forum: 11:30 AM–1:20 PM Elizabeth CImplementing Assessment Technologies: A Model for Sustaining Organizational ImpactUsing Technology in I/OThe growth of technology-based assessment has outpaced the ability of practitioners and researchers to evaluate its implications for selection assessment. This symposium presents research addressing unanswered questions in technology-based assessment, including implementation issues, the use of mobile devices, the changing roles of assessment stakeholders, and the challenges of social media.Neil Morelli, nmorelli@aptmetrics.com
799
Morelli, Neil2012FRI - AM140. Symposium/Forum: 11:30 AM–1:20 PM Elizabeth CAre Internet- Based, Unproctored Assessments on Mobile and Nonmobile Devices Equivalent?Using Technology in I/OThe growth of technology-based assessment has outpaced the ability of practitioners and researchers to evaluate its implications for selection assessment. This symposium presents research addressing unanswered questions in technology-based assessment, including implementation issues, the use of mobile devices, the changing roles of assessment stakeholders, and the challenges of social media.
800
Doverspike, Dennis2012FRI - AM140. Symposium/Forum: 11:30 AM–1:20 PM Elizabeth CMobile Mania: Impact of Device Type on Remotely Delivered AssessmentsUsing Technology in I/OThe growth of technology-based assessment has outpaced the ability of practitioners and researchers to evaluate its implications for selection assessment. This symposium presents research addressing unanswered questions in technology-based assessment, including implementation issues, the use of mobile devices, the changing roles of assessment stakeholders, and the challenges of social media.
801
Bartram, Dave2012FRI - AM140. Symposium/Forum: 11:30 AM–1:20 PM Elizabeth CChanging the Locus of Control With Online TestingUsing Technology in I/OThe growth of technology-based assessment has outpaced the ability of practitioners and researchers to evaluate its implications for selection assessment. This symposium presents research addressing unanswered questions in technology-based assessment, including implementation issues, the use of mobile devices, the changing roles of assessment stakeholders, and the challenges of social media.
802
Zickar, Michael2012FRI - AM140. Symposium/Forum: 11:30 AM–1:20 PM Elizabeth CDigging for Digital Dirt: Challenges of Social MediaUsing Technology in I/OThe growth of technology-based assessment has outpaced the ability of practitioners and researchers to evaluate its implications for selection assessment. This symposium presents research addressing unanswered questions in technology-based assessment, including implementation issues, the use of mobile devices, the changing roles of assessment stakeholders, and the challenges of social media.
803
Scott-Young, Christina M.2012FRI - PM143. Symposium/Forum: 12:00 PM–1:20 PM Betsy BCVirtual Team Myth Busting: Comparative Workplace Performance, Functioning, and PracticesTeamsA global economic crisis and dynamic new technologies for interaction highlight the importance of virtual teamwork. Explored are (a) satisfaction and performance across teams from the Fortune 500; (b) personality, communication mediums, team processes, and performance; (c) team mental models and performance; and (d) the impact of social media.Tjai Nielsen, tnielsen@gwu.edu
804
Graebner, Raluca2012FRI - PM143. Symposium/Forum: 12:00 PM–1:20 PM Betsy BCTeam Personality Composition, Processes, and Outcomes In Virtual TeamsTeamsA global economic crisis and dynamic new technologies for interaction highlight the importance of virtual teamwork. Explored are (a) satisfaction and performance across teams from the Fortune 500; (b) personality, communication mediums, team processes, and performance; (c) team mental models and performance; and (d) the impact of social media.
805
Hamilton, Katherine2012FRI - PM143. Symposium/Forum: 12:00 PM–1:20 PM Betsy BCVirtual Team Effectiveness: Effects of Temporal Team Mental ModelsTeamsA global economic crisis and dynamic new technologies for interaction highlight the importance of virtual teamwork. Explored are (a) satisfaction and performance across teams from the Fortune 500; (b) personality, communication mediums, team processes, and performance; (c) team mental models and performance; and (d) the impact of social media.
806
Schmidt, Gordon B.2012FRI - PM143. Symposium/Forum: 12:00 PM–1:20 PM Betsy BCHow Social Media Affects Within and Between Virtual Team FunctionsTeamsA global economic crisis and dynamic new technologies for interaction highlight the importance of virtual teamwork. Explored are (a) satisfaction and performance across teams from the Fortune 500; (b) personality, communication mediums, team processes, and performance; (c) team mental models and performance; and (d) the impact of social media.
807
Tuzinksi, Kathleen A.2012FRI - PM153. Symposium/Forum: 12:00 PM–1:50 PM Ford ABReactions to Different Media Formats of SJTsUsing Technology in I/OAdvanced assessment technologies are quickly becoming the “assessment method of choice” for a wide range of occupations, but the research in this area is not as ubiquitous. Leading-edge research on validity, applicant reactions, user acceptability, and the expanding measurement space will be revealed.Michael Fetzer, mfetzer@previsor.com
808
Kinney, Ted B.2012FRI - PM153. Symposium/Forum: 12:00 PM–1:50 PM Ford ABAre High-Fidelity Multitasking Simulations More Than Just a Pretty Face?Using Technology in I/OAdvanced assessment technologies are quickly becoming the “assessment method of choice” for a wide range of occupations, but the research in this area is not as ubiquitous. Leading-edge research on validity, applicant reactions, user acceptability, and the expanding measurement space will be revealed.
809
Horgen, Kristen2012FRI - PM153. Symposium/Forum: 12:00 PM–1:50 PM Ford ABApplications of Simulation Technology for a Highly Skilled JobUsing Technology in I/OAdvanced assessment technologies are quickly becoming the “assessment method of choice” for a wide range of occupations, but the research in this area is not as ubiquitous. Leading-edge research on validity, applicant reactions, user acceptability, and the expanding measurement space will be revealed.
810
Sydell, Eric. J2012FRI - PM153. Symposium/Forum: 12:00 PM–1:50 PM Ford ABSimulations Plus Other Assessments: Whole Greater Than the Sum?Using Technology in I/OAdvanced assessment technologies are quickly becoming the “assessment method of choice” for a wide range of occupations, but the research in this area is not as ubiquitous. Leading-edge research on validity, applicant reactions, user acceptability, and the expanding measurement space will be revealed.
811
Bryant, Scott E.2012FRI - PM153. Symposium/Forum: 12:00 PM–1:50 PM Ford AB21st Century Assessment Centers: Technology’s Increasing Role and ImpactUsing Technology in I/OAdvanced assessment technologies are quickly becoming the “assessment method of choice” for a wide range of occupations, but the research in this area is not as ubiquitous. Leading-edge research on validity, applicant reactions, user acceptability, and the expanding measurement space will be revealed.
812
Hawkes, Ben2012FRI - PM153. Symposium/Forum: 12:00 PM–1:50 PM Ford ABMultimedia Situational Judgement Tests: Are Animation and Live Action Equivalent?Using Technology in I/OAdvanced assessment technologies are quickly becoming the “assessment method of choice” for a wide range of occupations, but the research in this area is not as ubiquitous. Leading-edge research on validity, applicant reactions, user acceptability, and the expanding measurement space will be revealed.
813
Sanderson, Kristin R.2012FRI - PM158-4 For Your Eyes Only? Reactions to Internet-Based Multimedia SJTsInternet-based testingThis study examines applicants’ concern for privacy in Internet-based testing. Results show that concern for privacy explains unique variance in 3 organizational outcomes (likelihood to accept a job offer, likelihood to recommend the organization, and overall company perceptions) beyond the effects of 5 other common applicant reaction predictors.Kristin Sanderson, kristinsanderson@hotmail.com
814
3. Noshir Contractor, Northwestern University, Leslie A. DeChurch, Georgia Institute of Technology, 2012FRI - PM159. Symposium/Forum: 12:30 PM–1:50 PM Elizabeth HLeveraging Digital Trace Technologies to Understand Network Dynamics in TeamsTeamsDespite theoretical and methodological advances, the measurement approaches to investigating team processes and emergent states have been limited to various forms of self-report measures and observer ratings. This symposium brings together several efforts investigating alternative approaches to assessing team-related phenomena that are significantly less obtrusive than traditional approaches.Gerald Goodwin, jay.goodwin@us.army.mil
815
Byrne, Zinta S.2012FRI - PM160-2 Perceptions of Internet Threats: Behavioral Intent to Click AgainCyberloafEmployees use the Internet at work for personal use, exposing organizations to threats such as malware and pharming. Individuals’ (older adults and women, in particular) perceptions of vulnerability and risk to specific Internet security threats influenced their decision to take an action that exposed them to unknown consequences.Zinta Byrne, zinta.byrne@colostate.edu
816
Sims, Dana E.2012FRI - PM160-23 Engaging and Retaining Government Employees: Is Telecommuting the Answer?TeleworkSome government agencies use telecommuting to retain an engaged workforce. Effectiveness of granting or withholding permission to telecommute and telecommuting intensity on improving satisfaction, engagement, and retention of federal employees are examined. Those unaware of telecommuting policy or that do not telecommute have unexpected impacts. Research and practical implications are discussed.Dana Sims, dana.e.sims@gmail.com
817
Wynne, Kevin T.2012FRI - PM160-28 The Effects of Organizational Identification and Trust on Facebook UsageSocial NetworkingThis study examined the relationships between organizational identification and organizational trust and workplace-relevant usage of the online social networking site Facebook. Results indicate that individuals’ levels of organizational identification and trust can predict the ways in which they use Facebook in relation to their organization, coworkers, and supervisors.Nathan Weidner, nww6v8@gmail.com
818
Lyons, Rebecca2012FRI - PM167. Symposium/Forum: 1:30 PM–2:50 PM Edward CDOptimizing Simulation Using Virtual Patients With Complex Neurologic ConditionUsing Technology in I/OThis session presents a comprehensive view of recent I-O research dedicated to addressing some of the most pressing challenges facing healthcare today: wide-scale organizational change, integration of new training and education models, implementation and adoption of new technology, and the need to rapidly develop a culture of safety.Sallie Weaver, sweave14@jhmi.edu
819
Hysong, Sylvia J.2012FRI - PM167. Symposium/Forum: 1:30 PM–2:50 PM Edward CDImpact of Workplace Support Systems for Electronic Alert NotificationsUsing Technology in I/OThis session presents a comprehensive view of recent I-O research dedicated to addressing some of the most pressing challenges facing healthcare today: wide-scale organizational change, integration of new training and education models, implementation and adoption of new technology, and the need to rapidly develop a culture of safety.
820
Boyce, Anthony S.2012FRI - PM170. Master Tutorial: 1:30 PM–2:50 PM Elizabeth CComputerized Adaptive Testing: A Primer on Benefits, Design, and ImplementationInternet-based testingComputerized adaptive testing (CAT) has received an increasing amount of attention by organizations and practitioners due to a number of important psychometric and practical benefits. This tutorial provides a background on key features of CAT, how they lead to specific benefits, and practical issues in design and implementation.Anthony Boyce, anthonyboyce@gmail.com
821
Glerum, David R.2012FRI - PM176-19 Reactions to Online Versus Traditional Training: Syllabi MatterInternet-based testingTrainee reactions at a large teacher professional development company were compared by syllabi and delivery format. Syllabi aspects were shown to differentially predict trainee reactions across traditional and online training courses. As such, practitioners should take care in developing training syllabi to achieve target trainee reactions.David Glerum, glerumd@knights.ucf.edu
822
Kabins, Adam H.2012FRI - PM176-24 Commitment and Regulation in Web-Based InstructionInternet-based testingThis theoretical paper attempts to explain the age effect found in training. Sitzmann et al. (2006) found that older employees outperformed younger ones in Web-based instructions. This paper proposes that this effect is actually due to organizational commitment and subsequent regulation, using Meyer et al.’s (2004) propositions as a foundation.Adam Kabins, ahk325@gmail.com
823
Caudill, Leann E.2012FRI - PM181-2 Effects of Word-of-Mouth Valence, Medium, and Source on Organizational AttractionUsing Technology in I/OThis study examined the effects of word-of-mouth valence, medium, and source on company attractiveness and job-pursuit intentions. Results showed that there was a significant interaction between valence and medium, such that the effect of valence was stronger when the message used a text instead of a video format.Dalia Diab, diabd@xavier.edu
824
Stoughton, Jack W.2012FRI - PM181-3 Reactions to Using Social Networking Web Sites in Preemployment ScreeningSocial NetworkingThis study examines how people react to employers’ use of social networking Web sites in preemployment screening implemented both consistently across applicants and inconsistently for some applicants but not others. The influence of personality on reactions to these screening practices was also investigated.Jack Stoughton, will.stoughton@gmail.com
825
Arboleda, Maria2012FRI - PMVariations in Unproctored Internet Testing: The Good, Bad, and IdealUnproctored Internet TestingOrganizations are turning with increasing frequency to unproctored Internet testing (UIT) as a model for their selection systems. Though there are substantial benefits to these models, there are also challenges that require consideration before deciding which model may be appropriate for an organization. The panel will address these concerns.Anthony Boyce, anthonyboyce@gmail.com
826
Emmons, Tammy L.2012FRI - PM210. Symposium/Forum: 5:00 PM–5:50 PM Emma ABDevelopment and Validation of Organization Wide Remote Work Potential ScaleTeleworkOrganizations are dismantling central offices and having employees work in high-intensity remote work roles (roles in which all, or nearly all, work is done from home). This symposium presents research that aids understanding of the implications of high-intensity remote work on selection, performance management, employee engagement, and onboarding.Darrin Grelle, dgrelle@previsor.com
827
Caputo, Pat M.2012FRI - PM210. Symposium/Forum: 5:00 PM–5:50 PM Emma ABOnboarding and Reboarding Remote WorkersTeleworkOrganizations are dismantling central offices and having employees work in high-intensity remote work roles (roles in which all, or nearly all, work is done from home). This symposium presents research that aids understanding of the implications of high-intensity remote work on selection, performance management, employee engagement, and onboarding.
828
Nelson, Miriam T.2012FRI - PM210. Symposium/Forum: 5:00 PM–5:50 PM Emma ABCase Studies in ManagingTeleworkOrganizations are dismantling central offices and having employees work in high-intensity remote work roles (roles in which all, or nearly all, work is done from home). This symposium presents research that aids understanding of the implications of high-intensity remote work on selection, performance management, employee engagement, and onboarding.
829
Scheu, Christine R.2012FRI - PM210. Symposium/Forum: 5:00 PM–5:50 PM Emma ABEmployee Transitions: Impact of Remote Work on Employees Over TimeTeleworkOrganizations are dismantling central offices and having employees work in high-intensity remote work roles (roles in which all, or nearly all, work is done from home). This symposium presents research that aids understanding of the implications of high-intensity remote work on selection, performance management, employee engagement, and onboarding.
830
Newman, Daniel A.2012SAT - AM223. Panel Discussion: 8:00 AM–9:50 AM Mohsen ABPerformance and Rewarding in Remote SettingsUsing Technology in I/OIn this panel, experts in longitudinal research will address issues and answer audience questions on 6 topics: (a) longitudinal theory building, (b) computational modeling, (c) event sampling/diary methods, (d) missing data in longitudinal designs, (e) advantages of longitudinal design, and (f) applying latent class procedures in longitudinal research.Daniel Newman, d5n@uiuc.edu
831
Butler, Shelly D.2012SAT - AM224. Symposium/Forum: 8:30 AM–9:50 AM Annie ABData Foundation—Developing Job Profiles for the MyCareer@VA PortalUsing Technology in I/OThe Department of Veterans Affairs (VA) recently initiated a multifaceted program that includes career exploration, self-assessment, and a suite of career development tools. This symposium includes a diverse set of researchers that address the research, development and evaluation activities involved in the execution of this program.Brian Griepentrog, bg@forsmarshgroup.com
832
Porr, Ben2012SAT - AM224. Symposium/Forum: 8:30 AM–9:50 AM Annie ABWeb-Based Career Mapping for Recruitment and RetentionUsing Technology in I/OThe Department of Veterans Affairs (VA) recently initiated a multifaceted program that includes career exploration, self-assessment, and a suite of career development tools. This symposium includes a diverse set of researchers that address the research, development and evaluation activities involved in the execution of this program.
833
Wiggins, Bryan2012SAT - AM224. Symposium/Forum: 8:30 AM–9:50 AM Annie ABMatching Employees to VA Occupations Using O*NET Interests and ContextUsing Technology in I/OThe Department of Veterans Affairs (VA) recently initiated a multifaceted program that includes career exploration, self-assessment, and a suite of career development tools. This symposium includes a diverse set of researchers that address the research, development and evaluation activities involved in the execution of this program.
834
1.Mark LoVerde, Valtera, Kingsley C. Ejiogu, ConocoPhillips, 2012SAT - AM228. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth AUse of Survey Comment Data to Predict Turnover Text AnalyticsToo often, when companies conduct employee surveys they ask open-ended questions but do little other than report this data to local managers. However, comments can be a powerful source of additional information with value to the organization. Presenters discuss ways to make the most of comments.Diane Daum, ddaum@valtera.com
835
2.Robert K. Beres, Valtera, Wayne C. Lee, Valtera, 2012SAT - AM228. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth ANew Insights From Comments using the Text Analytics FrameworkText AnalyticsToo often, when companies conduct employee surveys they ask open-ended questions but do little other than report this data to local managers. However, comments can be a powerful source of additional information with value to the organization. Presenters discuss ways to make the most of comments.Diane Daum, ddaum@valtera.com
836
3. Kris Holcomb, Gap Inc., Diane L. Daum, Valtera, 2012SAT - AM228. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth AUnleashing the Power of Text Analysis to Understand Employee Values Text AnalyticsToo often, when companies conduct employee surveys they ask open-ended questions but do little other than report this data to local managers. However, comments can be a powerful source of additional information with value to the organization. Presenters discuss ways to make the most of comments.Diane Daum, ddaum@valtera.com
837
4.Jeremy Welland, University of Michigan, 2012SAT - AM228. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth AGenerating Suggestions for Targeted Action Using Employee CommentsText AnalyticsToo often, when companies conduct employee surveys they ask open-ended questions but do little other than report this data to local managers. However, comments can be a powerful source of additional information with value to the organization. Presenters discuss ways to make the most of comments.Diane Daum, ddaum@valtera.com
838
Gissel, Amanda L.2012SAT - AM229. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth CWho is Inclined to Make Video Resumés?Video resumesVideo resumés are being implemented at a fast rate, offering an alternative to traditional selection methods. However, concerns have been raised about equivalence with paper resumés and potentially discriminatory effects. Four empirical papers from the United States and Europe investigate validity, equivalence, adverse impact, and perceptions of video resumés.Eva Derous, eva.derous@ugent.be
839
Hiemstra, Annemarie2012SAT - AM229. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth CPerceived and Actual Discriminatory Effects in Video Resumé ScreeningVideo resumesVideo resumés are being implemented at a fast rate, offering an alternative to traditional selection methods. However, concerns have been raised about equivalence with paper resumés and potentially discriminatory effects. Four empirical papers from the United States and Europe investigate validity, equivalence, adverse impact, and perceptions of video resumés.
840
Waung, Marie2012SAT - AM229. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth CVideo Resumé Self- Promotion Tactics and GenderVideo resumesVideo resumés are being implemented at a fast rate, offering an alternative to traditional selection methods. However, concerns have been raised about equivalence with paper resumés and potentially discriminatory effects. Four empirical papers from the United States and Europe investigate validity, equivalence, adverse impact, and perceptions of video resumés.
841
Derous, Eva2012SAT - AM229. Symposium/Forum: 8:30 AM–9:50 AM Elizabeth CDifferential Effects of Video Versus Paper Resumés on Personality RatingsVideo resumesVideo resumés are being implemented at a fast rate, offering an alternative to traditional selection methods. However, concerns have been raised about equivalence with paper resumés and potentially discriminatory effects. Four empirical papers from the United States and Europe investigate validity, equivalence, adverse impact, and perceptions of video resumés.
842
Goldberg, Andrea S.2012SAT - AM231. Community of Interest: 8:30 AM–9:50 AM Emma CThe Virtual WorkforceTeams?
843
Olson, Deborah A.2012SAT - AM234-29 Social Media’s Influence on Social Support, Efficacy, and Life SatisfactionSocial NetworkingThis study was designed to understand how social media influences social support, efficacy, and life satisfaction. Results showed that face-to-face and Facebook friends were perceived as providing all 3 types of social support (emotional, instrumental, information), and goal and interpersonal efficacy were significantly related to the perceptions of life satisfaction.Kenneth Shultz, kshultz@csusb.edu
844
Vega, Ronald P.2012SAT - AM234-30 A Within-Person Examination of the Effects of TeleworkTeleworkThis study provides a within-person investigation of the effects of teleworking on several relevant variables (e.g., task performance, creative performance, work–family conflict, job satisfaction). Employees completed surveys each day over the course of the week while engaging in teleworking and not. Individuals appear to respond favorably while teleworking.Ronald Vega, rvega@gmu.edu
845
Carlson, Kevin D.2012SAT - AM241-10 The Evolution of Workforce Analytics: Implications for Science and PracticeUsing Technology in I/OA new generation of workforce analytics is needed that leverages the capabilities of integrated HR information systems to better meet the needs of organizational decision makers. This manuscript discusses the unique opportunity this offers scholars to simultaneously inform practice and advance the science of human resources management.Kevin Carlson, kevinc@vt.edu
846
Drew, Erica N.2012SAT - AM241-15 Keeping Up With the Joneses: Applicants Reactions to Multimedia SJTsTrainingThis study investigated differences in applicant reactions to a multimedia SJT and a computerized text based SJT. Participants reported higher procedural justice reactions and more positive company perceptions after completing the multimedia SJT. Further, applicants reacted more favorably to personality and cognitive ability tests after taking the multimedia SJT.Erica Drew, endrew9@yahoo.com
847
Weidner, Nathan2012SAT - AM249. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth HIndividual Differences in Workplace Related Use of Social Networking SitesSocial NetworkingOnline social media sites are becoming part of individual communication, and impacts are being felt in the workplace. This symposium presents research that builds understanding of how people use social media in relation to their jobs and how social media can be used in ways beneficial to organizations.Gordon Schmidt, schmi306@msu.edu
848
Schmidt, Gordon B.2012SAT - AM249. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth HThe Relationship Between Social Media Coworker Friends and Work-Related AttitudesSocial NetworkingOnline social media sites are becoming part of individual communication, and impacts are being felt in the workplace. This symposium presents research that builds understanding of how people use social media in relation to their jobs and how social media can be used in ways beneficial to organizations.
849
Nguyen, Hannah-Hanh D.2012SAT - AM249. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth HUsing Computer-Mediated Communication as Stress-Coping and Organizational Retaliatory ToolsSocial NetworkingOnline social media sites are becoming part of individual communication, and impacts are being felt in the workplace. This symposium presents research that builds understanding of how people use social media in relation to their jobs and how social media can be used in ways beneficial to organizations.
850
Landers, Richard N.2012SAT - AM249. Symposium/Forum: 10:30 AM–11:50 AM Elizabeth HUsing Social Networking Sites With Gameification to Support Employee LearningSocial NetworkingOnline social media sites are becoming part of individual communication, and impacts are being felt in the workplace. This symposium presents research that builds understanding of how people use social media in relation to their jobs and how social media can be used in ways beneficial to organizations.
851
1.Paul M. Mastrangelo, CLC Genesee, Corporate Executive Board, William A Johnson, CLC Genesee, 2012SAT - AM252. Symposium/Forum: 10:30 AM–11:50 AM Ford ABOpen-Ended Survey Questions for Word Clouds: “What One Word Describes...”Text AnalyticsThis symposium brings together 4 presentations that describe how text data were collected and used in innovative ways that go beyond current text analysis practices. The presentations emphasize the importance of capturing employee opinion in more rigorous ways by ensuring that qualitative data are analyzed in congruence with quantitative data.Madhura Chakrabarti, madhura_chakrabarti@dell.com
852
2.Madhura Chakrabarti, Dell Inc., Jolene L. Skinner, Dell Inc.,2012SAT - AM252. Symposium/Forum: 10:30 AM–11:50 AM Ford ABTriangulating Comments From Three Sources: Innovative Use of Comment DataText AnalyticsThis symposium brings together 4 presentations that describe how text data were collected and used in innovative ways that go beyond current text analysis practices. The presentations emphasize the importance of capturing employee opinion in more rigorous ways by ensuring that qualitative data are analyzed in congruence with quantitative data.Madhura Chakrabarti, madhura_chakrabarti@dell.com
853
3.Neal H. Patel, Google, Tina Malm, Google, 2012SAT - AM252. Symposium/Forum: 10:30 AM–11:50 AM Ford ABEmployee Text Data: Google’s Journey, Two Years LaterText AnalyticsThis symposium brings together 4 presentations that describe how text data were collected and used in innovative ways that go beyond current text analysis practices. The presentations emphasize the importance of capturing employee opinion in more rigorous ways by ensuring that qualitative data are analyzed in congruence with quantitative data.Madhura Chakrabarti, madhura_chakrabarti@dell.com
854
4. Jeremy Kasle, JetBlue Airways, Stuart Shulman, Texifter, 2012SAT - AM252. Symposium/Forum: 10:30 AM–11:50 AM Ford ABLinking Employee Comments to Engagement InitiativesText AnalyticsThis symposium brings together 4 presentations that describe how text data were collected and used in innovative ways that go beyond current text analysis practices. The presentations emphasize the importance of capturing employee opinion in more rigorous ways by ensuring that qualitative data are analyzed in congruence with quantitative data.Madhura Chakrabarti, madhura_chakrabarti@dell.com
855
Alber, Martinique2012SAT - AM258. Posters: 11:30 AM–12:20 PM Douglas Pavilion BCD258-1 Live Versus Video AssessmentVideo AssessmentsThe following study compared live and video-based assessment ratings for the same interview in a “real-life” situation. Findings indicate that video-based assessment is essentially equivalent to live assessment with regard to reliability and subgroup differences.Martinique Alber, alberm@pbjcal.org
856
Carson, Jennifer L.2012SAT - AM258. Posters: 11:30 AM–12:20 PM Douglas Pavilion BCD258-6 Location, Location, Location? Chosen Testing Location and Differential Test PerformanceUnproctored Internet TestingResearch on unproctored Internet testing has seen little attention from I-O psychologists with the exception of comparisons to traditional formats. The role of respondents’ chosen testing location on test performance using item response theory techniques is considered. Results suggest possible problems for measureing cognitive ability but not for personality.Nathan Carter, nathan.carter@ucf.edu
857
Moclaire, Cory M.2012SAT - AM258. Posters: 11:30 AM–12:20 PM Douglas Pavilion BCD258-8 Balancing Security and Efficiency in Limited-Size Computer Adaptive Test LibrariesUsing Technology in I/OThis study assessed item bank security and measurement efficiency in 4 operational, limited-sized computer adaptive test item banks using simulated exams (n = 10,000). The effects of minimum eligible item pool size for selection on test length, maximum exposure frequency, and total item usage were explored.Brennan Cox, cox.brennan@gmail.com
858
Cucina, Jeffrey M.2012SAT - AM258. Posters: 11:30 AM–12:20 PM Douglas Pavilion BCD258-9 Criterion-Related Validity, Reliability, and Utility of a Video-Based TestVideo AssessmentsThis study investigated the criterion-related validity, reliability, and utility of an oral-response, video-based test (VBT) in which applicants view job-related scenarios, respond orally, and are later scored on 5 dimensions by trained raters. The study used applicant data and criterion scores from training and job performance.Jeffrey Cucina, jcucina@gmail.com
859
Hansen, Anne M.2012SAT - PM270. Symposium/Forum: 12:00 PM–1:20 PM Emma ABCutoff Score Methods for Computer Adaptive Cognitive and Personality AssessmentsUsing Technology in I/OThe Angoff method is the approach most commonly used for setting cut-off scores. This symposium describes the novel application of existing procedures and new methodologies for developing cut-off scores when the traditional Angoff approach is not sufficient. Assessments discussed include computer adaptive, physical ability, in-basket, situational judgment, and multiple-choice tests.Ryan O’Leary, ryan.oleary@pdri.com
860
Grichanik, Mark2012SAT - PM284-1 A Validation Study of Tablet Use in a Medical SettingUsing Technology in I/OTablet computers have the potential to help physicians carry out their work duties. Semistructured interviews were conducted with doctors using iPads, and quantitative content analysis was used to validate iPad usefulness in a medical setting. Current uses, limitations, and future uses are reported in the professional, educational, and patient domains.Mark Grichanik, mgrichanik@mail.usf.edu
861
Boyce, Anthony S.2012SAT - PM290. Panel Discussion: 1:30 PM–2:50 PM Elizabeth FLetting CAT Out of the Bag: Using CAT for SelectionComputer Adaptive TestingComputerized adaptive testing (CAT) is becoming more viable as a tool for organizational selection testing. In light of this, panelists with a broad range of CAT expertise and perspectives will discuss benefits, drawbacks, best practices, applicant reactions, legal defensibility, international use, and research needs associated with using CAT for selection.Anthony Boyce, anthonyboyce@gmail.com
862
Greenway, Elaine2012SAT - PM294. Symposium/Forum: 1:30 PM–2:50 PM Ford ABDeveloping Customized Job Content the Easy WayUsing Technology in I/OThis session demonstrates how I-Os can benefit from a do-it-yourself approach to utilizing technology. Going beyond the use of technology to support client organizations, this session focuses on several practical examples of how both academics and practitioners can use technology to enhance the performance of their daily work activities.Toni Locklear, tlocklear@aptmetrics.com
863
Coole, David2012SAT - PM294. Symposium/Forum: 1:30 PM–2:50 PM Ford ABHomegrown Technology for the ConsultantUsing Technology in I/OThis session demonstrates how I-Os can benefit from a do-it-yourself approach to utilizing technology. Going beyond the use of technology to support client organizations, this session focuses on several practical examples of how both academics and practitioners can use technology to enhance the performance of their daily work activities.
864
Stanton, Jeffery M.2012SAT - PM294. Symposium/Forum: 1:30 PM–2:50 PM Ford ABUsing Micro Labor to Help Develop HR Web ServicesUsing Technology in I/OThis session demonstrates how I-Os can benefit from a do-it-yourself approach to utilizing technology. Going beyond the use of technology to support client organizations, this session focuses on several practical examples of how both academics and practitioners can use technology to enhance the performance of their daily work activities.
865
Sacco, Joshua M.2012SAT - PM294. Symposium/Forum: 1:30 PM–2:50 PM Ford ABThe Impact of Technology on I-O Competencies in Applied SettingsUsing Technology in I/OThis session demonstrates how I-Os can benefit from a do-it-yourself approach to utilizing technology. Going beyond the use of technology to support client organizations, this session focuses on several practical examples of how both academics and practitioners can use technology to enhance the performance of their daily work activities.
866
DeKoekkoek, Paul D.2012SAT - PM306. Symposium/Forum: 3:30 PM–4:20 PM Edward CDNumber of Items and Validity of Adaptive Personality ScalesComputer Adaptive TestingAs the use of computer adaptive testing (CAT) becomes more commonplace in the business realm, organizations are working to stay on the leading edge of CAT technology. This session will present organizational research on innovation in CAT including methodologies for enhancing CAT testing programs and nontraditional CAT applications.Jolene Meyer, jolene.meyer@shl.com
867
Grelle, Darrin2012SAT - PM306. Symposium/Forum: 3:30 PM–4:20 PM Edward CDThe Impact of Individual Differences on Difficulty Parameter RatingsComputer Adaptive TestingAs the use of computer adaptive testing (CAT) becomes more commonplace in the business realm, organizations are working to stay on the leading edge of CAT technology. This session will present organizational research on innovation in CAT including methodologies for enhancing CAT testing programs and nontraditional CAT applications.
868
Thissen-Roe, Anne2012SAT - PM306. Symposium/Forum: 3:30 PM–4:20 PM Edward CDPlays Well With SJTs: Building a Mixed-Format Item PoolComputer Adaptive TestingAs the use of computer adaptive testing (CAT) becomes more commonplace in the business realm, organizations are working to stay on the leading edge of CAT technology. This session will present organizational research on innovation in CAT including methodologies for enhancing CAT testing programs and nontraditional CAT applications.
869
Shyamsunder, Aarti2012SAT - PM306. Symposium/Forum: 3:30 PM–4:20 PM Edward CDAssessing Leaders Using Computer-Adaptive TestingComputer Adaptive TestingAs the use of computer adaptive testing (CAT) becomes more commonplace in the business realm, organizations are working to stay on the leading edge of CAT technology. This session will present organizational research on innovation in CAT including methodologies for enhancing CAT testing programs and nontraditional CAT applications.
870
DeShon, Richard P.2012SAT - PM310. Symposium/Forum: 3:30 PM–4:20 PM Emma ABAn Evaluation of Existing Computational Models of Self-RegulationUsing Technology in I/OSeveral computational models of self-regulatory processes are presented and compared to empirical research. The presentations highlight the requirements of a theory of self-regulation and assess the prominent options. Models of the goal gradient effect, multiple goal pursuit, and learning are described. Discussion focuses on modeling self-regulatory and I-O phenomena broadly.Justin Weinhardt, jw225207@ohio.edu
871
Weinhardt, Justin M.2012SAT - PM310. Symposium/Forum: 3:30 PM–4:20 PM Emma ABLearning to Pursue Multiple Goals: A Computational ModelUsing Technology in I/O
872
873
2011
((Tech Tag: NO|00 [00] // Total: 076))
874
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
875
Theodore L. Hayes2011THURS - AM5. Symposium/Forum: 10:30 AM–11:50 AM Continental AUIT and PIT in Federal Selection ProgramsInternet-based testingInnovations in technology have spurred alternative mod- els for delivering and using assessments in the work- place. This session highlights a diverse range of real world assessment programs that incorporate unproctored Internet-based testing (UIT) and examines implementa- tion strategies and research that address a number of operational and psychometric issues and challenges.John Weiner, jweiner@psionline.com
876
John J. Pass2011THURS - AM5. Symposium/Forum: 10:30 AM–11:50 AM Continental ALaunch of a Strategy-Based UIT Program for CSXInternet-based testingInnovations in technology have spurred alternative mod- els for delivering and using assessments in the work- place. This session highlights a diverse range of real world assessment programs that incorporate unproctored Internet-based testing (UIT) and examines implementa- tion strategies and research that address a number of operational and psychometric issues and challenges.John Weiner, jweiner@psionline.com
877
Danita Harris2011THURS - AM5. Symposium/Forum: 10:30 AM–11:50 AM Continental ADesign and Deployment of a UIT Program for Organizational EffectivenessInternet-based testingInnovations in technology have spurred alternative mod- els for delivering and using assessments in the work- place. This session highlights a diverse range of real world assessment programs that incorporate unproctored Internet-based testing (UIT) and examines implementa- tion strategies and research that address a number of operational and psychometric issues and challenges.John Weiner, jweiner@psionline.com
878
Corina Rice2011THURS - AM5. Symposium/Forum: 10:30 AM–11:50 AM Continental AA Comparative Study of Alternate Strategies for Verification TestingInternet-based testingInnovations in technology have spurred alternative mod- els for delivering and using assessments in the work- place. This session highlights a diverse range of real world assessment programs that incorporate unproctored Internet-based testing (UIT) and examines implementa- tion strategies and research that address a number of operational and psychometric issues and challenges.John Weiner, jweiner@psionline.com
879
Victor Jockin2011THURS - AM5. Symposium/Forum: 10:30 AM–11:50 AM Continental APreemployment Test Score Distributions Obtained Under Proctored and Unproctored ConditionsInternet-based testingInnovations in technology have spurred alternative mod- els for delivering and using assessments in the work- place. This session highlights a diverse range of real world assessment programs that incorporate unproctored Internet-based testing (UIT) and examines implementa- tion strategies and research that address a number of operational and psychometric issues and challenges.John Weiner, jweiner@psionline.com
880
Scott M. Brooks2011THURS - AM7. Panel Discussion: 10:30 AM–11:50 AM Continental CCoaching the Dinosaur: I-O Influence in 100 Year-Old OrganizationsAdjusting to TechnologyInfluencing executive decisions and organizational change is hard enough without 100 years of baggage. This interactive and audience-participation discussion will explore lessons—applicable to any organization—learned within historically conservative companies feeling the pressures to keep pace with financial and technological realities of today’s marketplace.Scott Brooks, scottbrooks@orgvitality.com
881
Tracey E. Rizzuto2011THURS - AM9. Symposium/Forum: 10:30 AM–11:50 AMTechnology-Based Learning: A Stepping Stone to EmploymentInternet-based testingAge and Career Development in a Changing World of Work
As the workforce ages and becomes increasingly age diverse, common conceptualizations of aging and career development and progression are changing. This sym- posium addresses some implications of these changes and how they affect the career development and motiva- tion of employees of all ages.
Gabriela Burlacu, burlacug@pdx.edu
882
Andrea S. Goldberg2011THURS - AM13. Special Events: 10:30 AM–11:20 AM MarquetteCollaborative, Virtual, and Open: How the Social Media Revolution Is Changing the WorkplaceSocial NetworkingSocial networking tools have gained traction in many areas long considered the domain of I-O psychologists: organizational culture, selection, training, employee engagement, and leadership. This talk will explore this rapidly changing landscape, provide cases where I-O psychologists have utilized innovative social media solutions, and share a vision of the collaborative, virtual, and open organization of the future.N/A
883
Evan F. Sinar2011THURS - AM15. Panel Discussion: 10:30 AM–11:50 AM NorthWest 5Consulting on the Frontier of Technology- Delivered I-O PsychologyAdjusting to TechnologyTechnology is interwoven throughout most large-scale projects managed by I-O practitioners. Internal and external consultants who are unwilling or unable to actively engage with these technologies face an increased likelihood of project failure. Experienced panelists provide detailed, practical guidance for overcoming real-world challenges while leveraging technology to deliver I-O solutions.Evan Sinar, Evan.Sinar@ddiworld.com
884
Ourania R. Vasilatos2011THURS - AM25-5 Personality and Team Effectiveness in Virtual TeamsVirtual teamsTeam-level personality traits were examined in teams that varied in their degree of virtualness. Team personality was associated with commitment, satisfaction, and viability in face-to-face and hybrid teams as well as with self- and expert ratings of performance in virtual teams. Degree of virtualness and time moderated some of these relationships.Sarah Carroll, sarahallisoncarroll@gmail.com
885
Tiffani R. Chen2011THURS - AM25-6 Functional Diversity, Communication, and Virtual Team Effectiveness: A Multirater ExaminationVirtual teamsThis field study examines impact of functional diversity and communication processes on virtual team effectiveness from multiple perspectives. Results revealed a negative relationship between functional diversity and effectiveness for team members, a positive relationship between communication processes and effectiveness for team stakeholders, and an interaction between these 2 predictors.Tiffani Chen, tiffanirchen@gmail.com
886
Ismael Diaz2011THURS - AM25-10 Team Identification, Cohesion, and Satisfaction in Distributed TeamsVirtual teamsThis study examines the influence of team identification on satisfaction and cohesion for collocated and distributed teams. Using an experimental 2 x 2 factorial design related to differing levels of team identification, which then positively predicted higher social cohesion, more task cohesion, and higher overall satisfaction with the team.Ismael Diaz, idiaz001@neo.tamu.edu
887
Virginia E. Pitts2011THURS - AM25-20 Trust in Virtual Teams: Effects of Trust Propensity and Team BuildingVirtual teamsThe purpose of this study was to explore the development of cognitive and affective trust in virtual teams. The results showed that propensity to trust predicted early affective trust but not cognitive trust. Team building did not have a significant effect on the development of either cognitive or affective trust.Virginia Pitts, vepitts@ship.edu
888
Jeffrey S. Conway2011THURS - AM25-28 The Relationship Between the Big Five and Team PerformanceVirtual teamsThis study investigated the influence of the Big 5 personality traits in predicting team performance in virtual and face-to-face teams. Notable results include a strong relationship between team–level Agreeableness and performance and a large variance in VT performance accounted for by the Big 5.Jason Way, jdway@mail.usf.edu
889
Sara Lambert Gutierrez2011THURS-PM27. Symposium/Forum: 12:00 PM–1:20 PMIncremental Validity of Multimedia Situational Judgement TestsMultimedia SJTThe Latest Research on Simulations and Multimedia SJTs: Simulations and multimedia situational judgment tests (SJTs) are quickly becoming the “assessment method of choice” for a wide range of occupations, but the litera- ture in this area is not as ubiquitous. Leading-edge research on incremental validity, applicant reactions, user acceptability, and adverse impact will be revealed.Michael Fetzer, mfetzer@previsor.com
890
Kimberly A. Wrenn2011THURS-PM27. Symposium/Forum: 12:00 PM–1:20 PMApplicant Perceptions of Multimedia Situational Judgment TestsMultimedia SJTThe Latest Research on Simulations and Multimedia SJTs: Simulations and multimedia situational judgment tests (SJTs) are quickly becoming the “assessment method of choice” for a wide range of occupations, but the litera- ture in this area is not as ubiquitous. Leading-edge research on incremental validity, applicant reactions, user acceptability, and adverse impact will be revealed.Michael Fetzer, mfetzer@previsor.com
891
Ben Hawkes2011THURS-PM27. Symposium/Forum: 12:00 PM–1:20 PMAvatar-Based Assessment Simulations: User Acceptability and the Uncanny ValleyMultimedia SJTThe Latest Research on Simulations and Multimedia SJTs: Simulations and multimedia situational judgment tests (SJTs) are quickly becoming the “assessment method of choice” for a wide range of occupations, but the litera- ture in this area is not as ubiquitous. Leading-edge research on incremental validity, applicant reactions, user acceptability, and adverse impact will be revealed.Michael Fetzer, mfetzer@previsor.com
892
Tammy Emmons2011THURS-PM27. Symposium/Forum: 12:00 PM–1:20 PMEvaluating Adverse Impact Among Alternate Testing FormatsMultimedia SJTThe Latest Research on Simulations and Multimedia SJTs: Simulations and multimedia situational judgment tests (SJTs) are quickly becoming the “assessment method of choice” for a wide range of occupations, but the litera- ture in this area is not as ubiquitous. Leading-edge research on incremental validity, applicant reactions, user acceptability, and adverse impact will be revealed.Michael Fetzer, mfetzer@previsor.com
893
Richard N. Landers2011THURS-PM30. Symposium/Forum: 12:00 PM–1:50 PM Continental BMulti-User Virtual Environments and Virtual Worlds: Definitions, Demonstration, and HistoryVirtual teamsEmpirical Evidence for Emerging Technology: MUVEs/Virtual Worlds in HR: Virtual worlds (VWs) hold some promise for HR appli- cations such as recruitment, training, and teamwork. However, little research exists to provide guidance to those considering their implementation. This sympo- sium contains presentations detailing empirical evidence relating to the use of VWs in HR, highlighting some benefits, concerns, and areas for future study.Richard Landers, rnlanders@odu.edu
894
Samuel Kaminsky2011THURS-PM30. Symposium/Forum: 12:00 PM–1:50 PM Continental BEmployee Recruitment in Virtual Worlds: Effects on Information TransferVirtual teamsEmpirical Evidence for Emerging Technology: MUVEs/Virtual Worlds in HR: Virtual worlds (VWs) hold some promise for HR appli- cations such as recruitment, training, and teamwork. However, little research exists to provide guidance to those considering their implementation. This sympo- sium contains presentations detailing empirical evidence relating to the use of VWs in HR, highlighting some benefits, concerns, and areas for future study.Richard Landers, rnlanders@odu.edu
895
Rachel C. Johnson2011THURS-PM30. Symposium/Forum: 12:00 PM–1:50 PM Continental BDesigning Training With Discussion in Virtual Worlds: A Longitudinal InvestigationVirtual teamsEmpirical Evidence for Emerging Technology: MUVEs/Virtual Worlds in HR: Virtual worlds (VWs) hold some promise for HR appli- cations such as recruitment, training, and teamwork. However, little research exists to provide guidance to those considering their implementation. This sympo- sium contains presentations detailing empirical evidence relating to the use of VWs in HR, highlighting some benefits, concerns, and areas for future study.Richard Landers, rnlanders@odu.edu
896
Thomas J. Whelan2011THURS-PM30. Symposium/Forum: 12:00 PM–1:50 PM Continental BMultilevel Examination of Personality and Performance Ratings in Virtual TeamsVirtual teamsEmpirical Evidence for Emerging Technology: MUVEs/Virtual Worlds in HR: Virtual worlds (VWs) hold some promise for HR appli- cations such as recruitment, training, and teamwork. However, little research exists to provide guidance to those considering their implementation. This sympo- sium contains presentations detailing empirical evidence relating to the use of VWs in HR, highlighting some benefits, concerns, and areas for future study.Richard Landers, rnlanders@odu.edu
897
Ross Brown2011THURS-PM30. Symposium/Forum: 12:00 PM–1:50 PM Continental BUsing Virtual Worlds for Business Process ManagementVirtual teamsEmpirical Evidence for Emerging Technology: MUVEs/Virtual Worlds in HR: Virtual worlds (VWs) hold some promise for HR appli- cations such as recruitment, training, and teamwork. However, little research exists to provide guidance to those considering their implementation. This sympo- sium contains presentations detailing empirical evidence relating to the use of VWs in HR, highlighting some benefits, concerns, and areas for future study.Richard Landers, rnlanders@odu.edu
898
Robert Teclaw2011THURS-PM44-13 Organizational Survey: Comparison of Paper, Web, and IVR Response ModesSurvey MethodsThis study examined how respondents selecting from among 3 survey modes (Web-based, paper, and IVR) differed in demographic characteristics, how many questions they answered, and the answers they gave. The data are from the Veterans Health Administration annual census survey measuring workplace climate and employees’ job satisfaction.Katerine Osatuke, Katerine.Osatuke@va.gov
899
Christopher Lake2011THURS-PM44-26 Using Digital Identity Markers to Identify Fraudulent Web Survey ResponsesSurvey MethodsAn innovative technique uses digital identity markers (IP addresses and user agent strings) to detect Web survey respondents who have (a) misrepresented themselves and (b) submitted multiple responses. Analyses of actual Web survey data support the effectiveness of this technique and demonstrate the benefits of removing fraudulent responses.Christopher Lake, lakec@bgsu.edu
900
Adam W. Meade2011THURS-PM44-27 Identifying Careless Responses in Survey DataSurvey MethodsEleven indices used to screen survey data for careless responses were examined in order to estimate the prevalence of careless responses in undergraduate Internet survey data. Between 5%–15% of respondents appear to respond carelessly at times during long surveys. Recommended data screening indices are described.Adam Meade, awmeade@ncsu.edu
901
Oliver Kohnke2011THURS-PM44-29 Managing IT Implementations: Guiding Action Through Model-Based EvaluationAdjusting to TechnologyThis study suggests a model for the systematic evaluation of change management activities in company-wide IT implementations integrating research on technology acceptance, IT implementation, and change management. Using structural equation modeling, the model demonstrated good fit to the data and explains a substantial amount of variance in actual user behavior.Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
902
Michelle Spellerberg2011THURS-PM54. Roundtable Discussion/Conversation Hour: 1:30 PM–2:20 PM Lake HuronLeveraging Social Media for Recruitment: Best Practices From the ExpertsSocial NetworkingThe purpose of this roundtable/conversation hour is to discuss the use of social media for recruitment purposes, including potential risks and rewards. In addition, hosts will offer their expert opinions on how to build a social media strategy to best attract qualified applicants.Emily Twichell, etwichel@gmail.com
903
Daniel S. Stanhope2011THURS-PM63-30 Transformational Leadership in the Midst of Technological InnovationLeadershipThis study examined the impact of transformational leadership on followers’ attitudinal and behavioral reactions to a large-scale organizational change initiative in multiple schools. Transformational leadership related to various individual-level outcomes, but insufficient power limited our ability to detect group-level effects.Daniel Stanhope, danstan06@gmail.com
904
Teeter, Lisa2011THURS-PM64. Symposium/Forum: 2:00 PM–2:50 PM WaldorfAligning 21st Century Measurement With 21st Century SkillsUsing Technology in I/OThe use of innovative test item types within personnel selection is growing rapidly; however, there is little empirical research investigating the measurement properties of these technology-enhanced items. Presenters share best practices for development and key research findings regarding the psychometric properties of innovative test item types.Lisa Teeter, lisa.teeter@ddiworld.com
905
Sydell, Eric. J2011THURS-PM64. Symposium/Forum: 2:00 PM–2:50 PM WaldorfInnovative Item Types in Practice: Challenges, Benefits, and Candidate ReactionsUsing Technology in I/OThe use of innovative test item types within personnel selection is growing rapidly; however, there is little empirical research investigating the measurement properties of these technology-enhanced items. Presenters share best practices for development and key research findings regarding the psychometric properties of innovative test item types.
906
Lance Andrews2011THURS-PM66-15 Green Jobs: Environmental Benefits of the Virtual OfficeRemote workThe purpose of this study is to quantify the indirect monetary and environmental savings that result from the implementation of an at-home remote work program for over 500 employees. These employees all previously worked at the exact same location and are now working out of a home office doing the same job. The sample includes over 350 employees for a Fortune 500 financial services firm.Stephan Dilchert, stephan.dilchert@baruch.cuny.edu
907
Mesmer-Magnus, Jessica2011THURS-PM67. Symposium/Forum: 3:30 PM–4:50 PM Boulevard ABThe Impact of Virtuality on Team Effectiveness: A Meta-Analytic IntegrationVirtual teamsInterdisciplinary Insights Into Virtual Organizational Effectiveness:
Increasing globalization and rapid advances in technology have led to a reliance on virtual technology as a means for supporting workplace interaction. This sym- posium brings together 4 studies from a variety of set- tings examining the factors that underpin successful col- laboration in virtual environments.
Peter Seely, seely.peter@gmail.com
908
Contractor, Noshir2011THURS-PM67. Symposium/Forum: 3:30 PM–4:50 PM Boulevard ABThe Effects of Diversity and Repeat Collaboration on Team PerformanceVirtual teamsInterdisciplinary Insights Into Virtual Organizational Effectiveness:
Increasing globalization and rapid advances in technology have led to a reliance on virtual technology as a means for supporting workplace interaction. This sym- posium brings together 4 studies from a variety of set- tings examining the factors that underpin successful col- laboration in virtual environments.
909
Michael R. Kukenberger2011THURS-PM67. Symposium/Forum: 3:30 PM–4:50 PM Boulevard ABKnowledge Processes in Virtual Organizational Communities of PracticeVirtual teamsInterdisciplinary Insights Into Virtual Organizational Effectiveness:
Increasing globalization and rapid advances in technology have led to a reliance on virtual technology as a means for supporting workplace interaction. This sym- posium brings together 4 studies from a variety of set- tings examining the factors that underpin successful col- laboration in virtual environments.
Peter Seely, seely.peter@gmail.com
910
Naim Kapucu2011THURS-PM67. Symposium/Forum: 3:30 PM–4:50 PM Boulevard ABDesign, Development, and Sustainability in Functionally Collaborative Virtual OrganizationsVirtual teamsInterdisciplinary Insights Into Virtual Organizational Effectiveness:
Increasing globalization and rapid advances in technology have led to a reliance on virtual technology as a means for supporting workplace interaction. This sym- posium brings together 4 studies from a variety of set- tings examining the factors that underpin successful col- laboration in virtual environments.
Peter Seely, seely.peter@gmail.com
911
Tom Woodrick2011THURS-PM72. Symposium/Forum: 3:30 PM–4:50 PM International Ballroom SouthNew Communication Technologies: A Global Study of Usage and ImpactSocial NetworkingApplications of Social Media in the Workplace
The use of social media in organizations is increasing as employers are realizing its benefits. This forum will add to the scant knowledge in this area by uncovering the state of social media use in organizations as well as best prac- tices for using it to impact organizational effectiveness.
Emily Twichell, etwichel@gmail.com
912
Emily Twichell2011THURS-PM72. Symposium/Forum: 3:30 PM–4:50 PM International Ballroom SouthThe Role of Social Media in Enhancing Branding and RecruitmentSocial NetworkingApplications of Social Media in the Workplace
The use of social media in organizations is increasing as employers are realizing its benefits. This forum will add to the scant knowledge in this area by uncovering the state of social media use in organizations as well as best prac- tices for using it to impact organizational effectiveness.
Emily Twichell, etwichel@gmail.com
913
Catherine Beagan2011THURS-PM72. Symposium/Forum: 3:30 PM–4:50 PM International Ballroom SouthConnecting Across Organizational and Geographic Boundaries: Social Networking at RBCSocial NetworkingApplications of Social Media in the Workplace
The use of social media in organizations is increasing as employers are realizing its benefits. This forum will add to the scant knowledge in this area by uncovering the state of social media use in organizations as well as best prac- tices for using it to impact organizational effectiveness.
Emily Twichell, etwichel@gmail.com
914
Kristin R. Sanderson2011THURS-PM87-4 Catch Me if You Can! Cheating in Unproctored Internet TestingUnproctored Internet TestingThis study examined individual perceptions of the effectiveness and fairness of various methods used to detect and deter cheating in unproctored Internet testing. Mean ratings of effectiveness and fairness are presented for each method along with correlations between them.Kristin Sanderson, kristinsanderson@hotmail.com
915
Joseph A. Gier2011THURS-PM90. Panel Discussion: 5:00 PM–5:50 PM Boulevard ABPreparing for the Workplace—the Virtual WorkplaceVirtual teamsVarious advancements have led to an increase in people working virtually. The purpose of this panel discussion is to provide an overview of the virtual workplace, the requirements to effectively work virtually, and the role I-O psychologists serve in preparing students and new employees for the virtual workplace.Joseph Gier, jgier321@sbcglobal.net
916
Corinne D. Mason2011THURS-PM98. Panel Discussion: 5:00 PM–5:50 PM WaldorfGetting the Right Start: Advice for Early Career I-O PsychologistsAdjusting to TechnologyEarly career I-O psychologists face challenges that were not present a few years ago, including a difficult economy, effectively utilizing social networking Web sites, and changing attitudes around diversity legislation. The panel will prepare I-O psychologists to be more effective in their jobs and to reduce the stress of being new.Brian Roote, brianroote@gmail.com
917
Gary Giumetti2011FRI-AM115. Symposium/Forum: 8:00 AM–9:20 AM WaldorfLocation, Location, Location: Why Environments Matter for Remote Internet TestingRemote workBeyond Fairness: Technology and Applicant Reactions in the 21st Century
The majority of applicant reactions studies examine reac- tions through the lens of fairness. This symposium presents 4 studies that extend beyond fairness and focus on the dynamic nature of reactions, featuring investigations into the changing nature of reactions over time and context, and strategies for minimizing negative reactions in applicants.
Kyle Mack, kyle.mack@gmail.com
918
Kathleen A. Tuzinski2011FRI-AM123. Panel Discussion: 9:00 AM–9:50 AM MarquetteMultimedia Simulations: Types, Fidelity, and ChallengesMultimedia SJTIn the last 2 decades, movement towards automating the delivery and scoring of job-focused simulations has emerged. Multimedia simulations are varied, and an organizing framework is needed. Panelists will show simulation examples to highlight various ways multimedia is incorporated into today’s simulations. Innovations in development and validation will be shared.Kathleen Tuzinski, ktuzinski@gmail.com
919
James H. Killian2011FRI-AM124. Panel Discussion: 9:00 AM–9:50 AM Northwest 1I-O and IT: How to Effectively Navigate the NexusUsing Technology in I/OApplied practice drives the need for I-O psychologists to deliver solutions using sophisticated information technology (IT) systems. However, few I-O and IT practitioners are prepared for working jointly to ensure successful delivery. This panel provides recommendations for driving success in projects requiring technical and technological focus.James Killian, jameskillian@chally.com
920
Matthew Lineberry2011FRI-AM125-1 Toward Computer-Adaptive Training: Modeling Simulator Performance Using Item Response TheoryInternet-based testingThis study was conducted to determine whether the 2-parameter logistic model is appropriate for modeling prioritization performance in a scenario-based simulator. We assessed conformity to assumptions, parameter estimation, model-data fit, and measurement equivalence across both constrained and typical measurement conditions.Matthew Lineberry, matthew.lineberry@navy.mil
921
Milton V. Cahoon2011FRI-AM125-2 Individual Differences Predicting Success in Video Game-Based Blended LearningMultimedia SJTThis study investigates learning outcomes from adult learners using a video game-based blended language training system. Trainee characteristics that could impact success in game-based blended learning were also investigated. Results showed multiple trainee characteristics were significantly related to variability in learning outcomes.Milton Cahoon, mcahoon@swa-consulting.com
922
Michael A. Neeper2011FRI-AM125-8 Understanding Virtual Team Communication ProcessesVirtual teamsThis study was conducted in an attempt to increase the overall performance of virtual teams, as well as increasing computer-mediated communications between the team members. The LIWC is used to assess the types of training and the effect that training has on the content of team interaction.Michael Neeper, michael.neeper@mavs.uta.edu
923
Brandon Saedi2011FRI-AM125-10 Training Students to Increase Employment Opportunity Using Social Networking Web SitesSocial NetworkingThis study tested training effectiveness on job-seeking students’ social networking Web site (SNW) activities, so that SNWs can promote rather than hinder their employment prospects. Participants increased their intentions of changing the SNW profiles, mediated by their attitudes and subjective norms. Trainees’ higher motivation to learn led to greater intentions.Hannah-Hanh Nguyen, hnguyen@csulb.edu
924
Craig M. Reddock2011FRI-AM125-12 Personality and Synchronicity Interaction Predicts Training Performance in Online DiscussionInternet-based testing112 undergraduates completed a Big 5 and self-monitoring (SM) personality measure and then completed an Internet-based training program in which they were randomly assigned to 1 of 3 online discussion technologies. Openness to Experience and SM predict knowledge and retention test scores. Interaction with technology provides incremental validity.Craig Reddock, cmreddock@gmail.com
925
Sarah S. Fallaw2011FRI-AMSelection via Smart Phone/Mobile Devices: Is I-O Psychology Ready?Adjusting to TechnologyTechnology is shifting from the use of PCs/Internet to smart phones/mobile devices. Organizations want to use these devices to reach potential applicants quickly. This panel will include perspectives from academia, practice, and technology to explore the advantages and challenges of using smart phones/mobile devices for personnel selection.Sarah Fallaw, sfallaw@previsor.com
926
Michael J. Cullen2011FRI-AM151-2 Five-Factor Model of Personality and Counterproductive Cyber BehaviorsCyberloafPrevious research has established that personality traits predict counterproductive workplace behaviors (CWBs). However, very little research has investigated whether personality traits can predict an emerging subset of CWBs: cyber behaviors. This study illustrates that counterproductive cyber behaviors can be predicted by the 5-factor model of personality.Michael Cullen, michael.cullen@pdri.com
927
Rachael C. Johnson2011FRI-AM151-4 Predicting Dishonest Online Test-Taking Behavior in Unproctored Internet-Based TestingUnproctored Internet TestingThis study integrated survey development techniques from the literature on integrity testing in order to develop measures to predict cheating behaviors. An overt and a personality-based integrity test contextualized to online testing were developed, each of which explained incremental variance above traditional integrity tests in cheating behaviors on knowledge-based online tests.Rachel Johnson, rjohn104@odu.edu
928
Steven S. Russell2011FRI-AM151-11 Development of a Taxonomy of Cyber BehaviorsCyber behaviorsThe purpose of this study was to develop a comprehensive taxonomy of cyber behaviors. Knowledgeable SMEs generated, sorted, and retranslated lists of innocuous, risky, and malicious cyber behaviors, and principal components analysis was used to develop a set of 11 cyber behavior dimensions.Steven Russell, russell_steven@bah.com
929
John C. Scott2011FRI-PM158. Panel Discussion: 12:00 PM–12:50 PM Lake MichiganNew World of Technology in Assessment Centers: Challenges and OpportunitiesInternet-based testingThe panel will provide SIOP members with an overview of ways technology is currently incorporated into assessment centers, challenges and opportunities of integration, and guidance on use of technology while maintaining quality control and accuracy. The diverse panel includes practitioners, scientists, consultants, and academics in the field of assessment centers.Kirsten Gobeski, kirsten.gobeski@gmail.com
930
Steven T. Hunt2011FRI-PM169. Symposium/Forum: 1:00 PM–2:20 PM MarquetteImplementing PM Technology: Best, Necessary, and Problem PracticesUsing Technology in I/OPerformance Management Transformation: Systems, Process, and Practice Issues
Performance management systems are often seen as a central tool for facilitating strategic talent management practices and fostering positive, developmentally effec- tive management behavior. Presenters in this symposium will discuss challenges, opportunities, and successes that have been realized through major transformations of per- formance management systems and processes.
Richard Cober, rich.cober@marriott.com
931
Erin M. Richard2011FRI-PM170-22 Misperception of Emotion in E-mail: Effects of Gender and StatusE-mailThis study provides a test of propositions put forth in Byron’s (2008) model of emotional misperception in e-mail. Sender status and gender were manipulated and exhibited interactive effects on perceived emotion of the sender. Trait affect of the reader also predicted perceived emotion. Implications for Byron’s (2008) model are discussed.Elizabeth Steinhauser, esteinha@my.fit.edu
932
Eleanor M. Waite2011FRI-PM170-29 The Costs of Mistaking E-Mail for Easy MailE-mailE-mail is a predominant organizational communication medium but is particularly susceptible to conflict. Using an experimental design (N = 475), we tested existing theory and found that diminished feedback, lengthier e-mails, and excess attention elicited unfavorable responses. Facets of the viewer’s personality (Agreeableness, Conscientiousness), however, moderated many of these effects.Eleanor Waite, lenniewaite@gmail.com
933
Seymour Adler2011FRI-PM173. Panel Discussion: 1:30 PM–2:50 PM Continental ALeveraging Technology to Deliver Assessments: Addressing the ChallengesUsing Technology in I/OTechnology is strongly influencing the kinds of assessment tools used by organizations and how these tools are developed and administered while creating new opportunities and new challenges to effective assessment practice. Panelists will address questions on how to best address the serious challenges to sound assessment created by technology.Seymour Adler, Seymour_Adler@Aon.com
934
Tracy Kantrowitz2011FRI-PM182. Symposium/Forum: 2:00 PM–2:50 PM Continental BEstimates of Faking on Computer Adaptive and Static Personality AssessmentsInternet-based testingInnovations in Mitigating Faking on Personality Assessments
The impact of faking on personality inventories contin- ues to be debated, and researchers have responded to calls for innovations in techniques to mitigate faking. This symposium presents novel approaches, including warnings regarding moral suasion, comparison of key- ing techniques, and new test delivery modes.
Tracy Kantrowitz, tkantrowitz@previsor.com
935
Rebecca J. Thompson2011FRI-PM183. Symposium/Forum: 2:00 PM–2:50 PM International Ballroom SouthDoes “Why” Matter: Uncovering Reasons for Telework and Their EffectsRemote workTelework and Organizational Outcomes: The Impact on Various Stakeholders
This symposium presents 3 empirical studies that examine the impact of telework within the workgroup. Results sup- port that the teleworker him/herself, coworkers of tele- workers, and teleworking subordinates of offsite managers experience the impact of telework through various out- comes (e.g., job satisfaction, workload, turnover intent) and should be considered telework stakeholders.
Valerie Morganson, Vmorgans@odu.edu
936
Tomika W. Greer2011FRI-PM183. Symposium/Forum: 2:00 PM–2:50 PM International Ballroom SouthThe Untold Story: The Impact of Teleworking on NonteleworkersRemote workTelework and Organizational Outcomes: The Impact on Various Stakeholders
This symposium presents 3 empirical studies that examine the impact of telework within the workgroup. Results sup- port that the teleworker him/herself, coworkers of tele- workers, and teleworking subordinates of offsite managers experience the impact of telework through various out- comes (e.g., job satisfaction, workload, turnover intent) and should be considered telework stakeholders.
Valerie Morganson, Vmorgans@odu.edu
937
Valerie J. Morganson2011FRI-PM183. Symposium/Forum: 2:00 PM–2:50 PM International Ballroom SouthExploring the Interaction of Manager Work Arrangement and Telework AttitudesRemote workTelework and Organizational Outcomes: The Impact on Various Stakeholders
This symposium presents 3 empirical studies that examine the impact of telework within the workgroup. Results sup- port that the teleworker him/herself, coworkers of tele- workers, and teleworking subordinates of offsite managers experience the impact of telework through various out- comes (e.g., job satisfaction, workload, turnover intent) and should be considered telework stakeholders.
Valerie Morganson, Vmorgans@odu.edu
938
Oleksandr Chernyshenko2011FRI-PM189. Symposium/Forum: 3:30 PM–4:50 PM Boulevard CEmpirical Comparisons of Nonadaptive and Computerized Adaptive Forced-Choice TestsInternet-based testingInnovations in Forced-Choice Measurements: New Models and Applications
The revival of interest in noncognitive measures result- ed in hundreds of studies showing criterion validities, but their applied use is still limited due to response dis- tortion concerns. This symposium shows that forced- choice measures, constructed and scored using recent psychometric innovations, offer a promising alternative for selection applications.
Oleksandr Chernyshenko, chernyshenko@ntu.edu.sg
939
David R. Earnest2011FRI-PM190. Symposium/Forum: 3:30 PM–4:20 PM Continental AOnline Recruiting: Applicant Reactions to Individual and Team PositionsOnline recruitingOnline Recruiting: Taking It to the Next Level
Online recruitment is an increasingly popular way to seek potential employees; however, little research exists on current practices or organizational benefits. Online recruiting research presented in this symposium high- lights team member recruitment, Web design, military recruiting, and organizational and environmental bene- fits of online recruiting practices.
Julianne Pierce, pierce.julianne@gmail.com
940
Joshua Douglas Cotton2011FRI-PM190. Symposium/Forum: 3:30 PM–4:20 PM Continental AOnline Recruiting for Military Positions in the U.S. NavyOnline recruitingOnline Recruiting for Military Positions in the U.S. NavyJulianne Pierce, pierce.julianne@gmail.com
941
Chanda S. Murphy2011FRI-PM190. Symposium/Forum: 3:30 PM–4:20 PM Continental AOnline Recruitment, Navigational Web Design, and Organizational AttractivenessOnline recruitingOnline Recruitment, Navigational Web Design, and Organizational AttractivenessJulianne Pierce, pierce.julianne@gmail.com
942
Adriane M. Sanders2011FRI-PM190. Symposium/Forum: 3:30 PM–4:20 PM Continental AOnline Recruiting: Providing Organizational and Environmental BenefitsOnline recruitingOnline Recruiting: Providing Organizational and Environmental BenefitsJulianne Pierce, pierce.julianne@gmail.com
943
Richard D. Roberts2011FRI-PM197. Symposium/Forum: 3:30 PM–4:50 PM Lake MichiganVideo- Based SJTs to Assess Emotional Abilities: Relations With Social-Emotional OutcomesMultimedia SJTVideo-Based SJTs to Assess Emotional Abilities: Relations With Social-Emotional OutcomesThomas Rockstuhl, THOM0003@ntu.edu.sg
944
Jill C. Bradley2011FRI-PM210-2 Employer Willingness to Implement Assistive Technology for Workers With DisabilitiesAdjusting to TechnologyThis study explores barriers to implementing assistive technology (AT) for workers with disabilities. A survey of 89 employers revealed that employer attitudes (but not knowledge) of AT were related to their willingness to implement AT. In addition, employers were more willing to implement AT for current employees than job applicants.Jill Bradley-Geist, jbradley@csufresno.edu
945
Sylvia G. Roch2011FRI-PM215. Roundtable Discussion/Conversation Hour: 5:00 PM–5:50 PM Lake Huron210-2 Employer Willingness to Implement Assistive Technology for Workers With DisabilitiesAdjusting to TechnologyTechnology continues to have a growing impact on teaching and learning, typically with mixed reviews. Choosing, implementing, and refining technological initiatives are ongoing challenges for instructors. Constructive dialogue about successes and failures with current technologies will provide guidance for new instructors and insight for veteran instructors and training professionals.Robert Brill, brillr@moravian.edu
946
Amanda L. Gissel2011SAT-AM240-10 An Investigation of Prospective Applicants’ Intentions to Submit Video ResumésVideo resumesThis study used the theory of planned behavior to explain/predict video resumé submission intentions/behaviors. Results largely supported the hypothesized model, with attitudes and perceived social norms functioning as particularly important determinants of intentions to submit video resumés. In addition, narcissism predicted attitudes toward submitting video resumés and perceived behavioral control.Amanda Gissel, algissel@ncsu.edu
947
David Kraichy2011SAT-AM240-14 Applicant Reactions to Affective/Cognitive Recruiting MessagesOnline recruitingWe examined how applicants reacted to Web-based videos of organizational recruitment messages. Affective messages resulted in greater fit perceptions and job pursuit intentions than cognitive messages, particularly for applicants low in need for cognition (NFC). High NFC applicants had more positive outcomes for cognitive recruiting messages than low NFC.David Kraichy, d_kraichy@hotmail.com
948
Janneke K. Oostrom2011SAT-AM240-19 Pretest and Posttest Reactions to an In-Basket ExerciseInternet-based testingThis study compared applicant reactions regarding a paper-and-pencil and a computerized in-basket. Results showed that paper-and-pencil in-basket was equally or more positively perceived than computerized in-basket. Results from structural equation modeling showed that applicants’ general beliefs in tests affected pretest reactions, and applicants’ test performance influenced posttest reactions.Janneke Oostrom, oostrom@fsw.eur.nl
949
Joseph M. Wohkittel2011SAT-AM240-26 Applicant Motivation and Withdrawal Intentions During Online Selection TestingSelectionLittle previous work has been done on why potential job applicants may choose to withdraw from online employee selection assessments. This study uses the 3 components of the expectancy theory of motivation—valence, instrumentality, and expectancy—as predictors of an applicants’ intention to withdraw.Joseph Wohkittel, wohk0001@umn.edu
950
Marina Pearce2011SAT-AM252. Symposium/Forum: 10:30 AM–11:50 AM Lake OntarioDynamic Interplay of Cohesion, Conflict, and Performance in Virtual TeamsVirtual teamsTeams in Space—A New Frontier for Organizational Psychology
Although previous research has contributed greatly to our understanding of team effectiveness, we know rela- tively little about teams in extreme environments. To help NASA prepare for the upcoming Mars mission, this research takes a multipronged, dynamic approach to studying teams in settings designed to mirror key char- acteristics of extreme environments.
Tara Rench, renchtar@msu.edu
951
Mark Boons2011SAT-AM256-10 Engagement in Online Communities: All About Pride and RespecOnline communitiesThis study investigated the role of social identity in members’ levels of engagement in online communities. Structural equations analyses show how pride and respect, and not cognitive identification, mediate the effects of media attention and task feedback on 4 important forms of engagement in online communities.Mark Boons, mboons@rsm.nl
952
953
2010
((Tech Tag: NO|00 [00] // Total: 084))
954
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
955
Shawn Burke2010THURS-AM20. Panel Discussion: 10:30 AM–11:20 AM Salon ETheme Track Introduction & Opening Panel: Where the Rubber Meets the Road: Real-World Challenges to Virtually Connected WorkVirtual HRThe opening panel will set the stage for SIOP’s 2010 Thursday theme track by highlighting the real-world challenges, thereby motivating the problem and informing researchers. Panelists will discuss challenges to virtually connected work with a specific focus on those related to e-HR, telework, and social interaction within virtually connected work groups and teams.C. Burke, sburke@ist.ucf.edu
956
Theresa M. Welbourne2010THURS-AM30. Symposium/Forum: 11:30 AM–12:50 PM Salon E, 1Self-Service HR SystemsVirtual HRThe purpose of this symposium is to stimulate dialogue among researchers and practitioners focused on different HR subsystems about the implications of technology for our work as I-O scientist–practitioners. Each presenter will focus on a particular set of findings and practices, attempting to provoke as well as resolve questions.
957
David G. Allen2010THURS-AM30. Symposium/Forum: 11:30 AM–12:50 PM Salon E, 2If We Build It, Will They Come? Research/Practice e-RecruitingRecruitingThe purpose of this symposium is to stimulate dialogue among researchers and practitioners focused on different HR subsystems about the implications of technology for our work as I-O scientist–practitioners. Each presenter will focus on a particular set of findings and practices, attempting to provoke as well as resolve questions.
958
Jeff A. Weekley2010THURS-AM30. Symposium/Forum: 11:30 AM–12:50 PM Salon E, 3Trends and Future Developments in e-AssessmentTestingThe purpose of this symposium is to stimulate dialogue among researchers and practitioners focused on different HR subsystems about the implications of technology for our work as I-O scientist–practitioners. Each presenter will focus on a particular set of findings and practices, attempting to provoke as well as resolve questions.
959
Kenneth G. Brown2010THURS-AM30. Symposium/Forum: 11:30 AM–12:50 PM Salon E, 4It’s Out There, Why Isn’t Anyone Using It? Utilization/Application e-LearningLearningThe purpose of this symposium is to stimulate dialogue among researchers and practitioners focused on different HR subsystems about the implications of technology for our work as I-O scientist–practitioners. Each presenter will focus on a particular set of findings and practices, attempting to provoke as well as resolve questions.
960
Kraig L. Schell2010THURS-AM24. Symposium/Forum: 11:00 AM–12:50 PM Grand Ballroom D, 1Using Electronic Medical Records for Referrals: Beyond the InterfaceUsing Technology in I/OThis symposium presents 4 research projects where I-O psychologists have applied basic psychological theory and empirical knowledge to improve the way healthcare is delivered. The projects span a wide range of content and methods, highlighting I-O psychology’s flexibility and potential for impacting healthcare on many different levels.Sylvia Hysong, hysong@bcm.edu
961
Kathy MacKay2010THURS-AM4. Roundtable Discussion/Conversation Hour: 10:30 AM–11:20 AM 203Web 2.0 and Technology Innovation: Friends and FoesSocial MediaThe objective of the proposed roundtable is to explore the practical, ethical, and potential legal issues related to information found on social networking sites, the expansion of video-based interviewing, and the inclusion of mobile devices for assessment as they relate to the recruitment and selection of job candidates.Kathy MacKay, kdmackay@verizon.net
962
Ben-Roy Do2010THURS-AM27-3 Interactive Posters: 11:30 AM–12:20 PM 213-214Measurement Equivalence of Proctored and Unproctored Internet Testing on RaceTestingSix scales in proctored and unproctored Internet testing conditions were compared on Asian, Black, Hispanic, and White participants. Although Problem Solving scale showed significantly higher scores in the unproctored condition, all 6 scales showed no differential test functioning, with small effect sizes. Measurement equivalence was established within each race group.Ben-Roy Do, benroydo@gmail.com
963
Julia M. Fullick2010THURS-AM15-18 Posters: 10:30 AM–11:20 AM GalleriaThe Language of Success: Words, Personality, Web-Based Course PerformanceLearningWe investigated the impact of instructors’ comments in relation to student academic performance in a Web- based course. Students scoring low on Academic Conscientiousness (AC) scored higher grades on the exam in the positive instruction condition, whereas stu- dents who scored higher on AC seemed to be impeded by positive comments.Julia Fullick, Julia.Fullick@gmail.com
964
Stephen J. Zaccaro2010THURS-PM62. Symposium/Forum: 1:30 PM–2:50 PM Salon E, 1Staffing Distributed Teams: Extending the Boundaries of Current Selection ModelsTeamsThis symposium serves to highlight challenges and best practices from the academic and practitioner world regarding facilitating effectiveness when working as a member of a distributed or partially distributed team. Presenters will also consider how nontraditional tools and methods may be applied to facilitate virtual team effectiveness.
965
Stacey L. Connaughton2010THURS-PM62. Symposium/Forum: 1:30 PM–2:50 PM Salon E, 2(Re)Constituting Distributed Work: Foregrounding the Communicative Aspects of Leadership/TeamingTeamsThis symposium serves to highlight challenges and best practices from the academic and practitioner world regarding facilitating effectiveness when working as a member of a distributed or partially distributed team. Presenters will also consider how nontraditional tools and methods may be applied to facilitate virtual team effectiveness.
966
Anna T. Cianciolo2010THURS-PM62. Symposium/Forum: 1:30 PM–2:50 PM Salon E, 3“Human Factor” of Virtual Work: Trust/Information Technology in Distributed TeamsTeamsThis symposium serves to highlight challenges and best practices from the academic and practitioner world regarding facilitating effectiveness when working as a member of a distributed or partially distributed team. Presenters will also consider how nontraditional tools and methods may be applied to facilitate virtual team effectiveness.
967
David A. Harrison2010THURS-PM62. Symposium/Forum: 1:30 PM–2:50 PM Salon E, 4Leveraging Diversity/Technology for Team Performance: Variety, Disparity, Virtuality, Knowledge SharingTeamsThis symposium serves to highlight challenges and best practices from the academic and practitioner world regarding facilitating effectiveness when working as a member of a distributed or partially distributed team. Presenters will also consider how nontraditional tools and methods may be applied to facilitate virtual team effectiveness.
968
Debra L. Shapiro2010THURS-PM78. Symposium/Forum: 3:30 PM–4:50 PM 206-207, 5What, Really, Do We Know About Managing Global Virtual Teams?TeamsResearch on team processes and outcomes has a long and varied history. Yet several important questions remain unanswered. This symposium explores the importance of team processes and outcomes across multiple levels of analysis and in a variety of settings including cross-cultural, multinational, and virtual teams.
969
Timothy Golden2010THURS-PM92. Symposium/Forum: 3:30 PM–4:20 PM F Salon ETheme Track Symposium: Telework as an Evolving Form of Virtual Work: Where Have We Been and Where Are We Going?TeleworkThis symposium is intended to foster discussions over the current state of telework and its future direction by bringing together researchers and practitioners who deal with its implications in organizational life. The current state of telework knowledge and its future implications will be addressed.Timothy Golden, goldent@rpi.edu
970
John A. Weiner2010THURS-PM40. Roundtable Discussion/Conversation Hour: 12:30 PM–1:20 PM 203Online Recruiting and Selection: New Challenges and StrategiesRecruitingTechnology advances have fueled rapid change in assessment practices, bringing a variety of new challenges and issues to I-O practitioners and researchers. This session will provide an opportunity to discuss key considerations, emerging issues, and new strategies for the design and use of the latest online recruiting and selection procedures.John Weiner, jweiner@psionline.com
971
Bart Van de Ven2010THURS-PM86-26 Posters: 3:30 PM–4:20 PM GalleriaJob Characteristics and Employee Well- Being in the Technology SectorStuding the Technology FieldThe triple match principle was tested in a large sample of employees in the technology sector. As hypothesized, the likelihood of finding theoretically valid moderating effects was related to the degree of match between job demands, job resources, and job-related outcomes (emotional exhaus- tion, cognitive failures, and physical health complaints).Bart Van de Ven, bart.vandeven@ugent.be
972
Oliver Kohnke2010THURS-PM45-10 Posters: 12:30 PM–1:20 PM GalleriaA Cross-National Examination of the Technology Acceptance ModelStuding the Technology FieldThis study examined the technology acceptance model (TAM) in a cross-national context. Support was found for the equivalence of measures used to assess TAM variables across nations. As predicted, nation-level UA and M/F moderated the degree to which perceived ease of use and perceived usefulness related to behavioral intentions, respectively.Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
973
Steve Hall2010THURS-PM49. Symposium/Forum: 12:30 PM–1:50 PM Salon B, 13D Computer Animation: I-O Finally Catches Up With ITTestingThis symposium presents 4 assessment approaches that were identified through a survey of SIOP members to identify effective, leading-edge assessment techniques; ones that I-Os or line personnel would look at and say, “that’s cool.”
974
Angela K. Pratt2010THURS-PM49. Symposium/Forum: 12:30 PM–1:50 PM Salon B, 2Developing a Competency-Based Assessment That Adapts to CultureTestingThis symposium presents 4 assessment approaches that were identified through a survey of SIOP members to identify effective, leading-edge assessment techniques; ones that I-Os or line personnel would look at and say, “that’s cool.”
975
Matt Barney2010THURS-PM49. Symposium/Forum: 12:30 PM–1:50 PM Salon B, 3Three Cool Assessment Innovations Using Rasch Measurement and SoftwareTestingThis symposium presents 4 assessment approaches that were identified through a survey of SIOP members to identify effective, leading-edge assessment techniques; ones that I-Os or line personnel would look at and say, “that’s cool.”
976
Catherine C. Maraist2010THURS-PM65. Roundtable Discussion/Conversation Hour: 2:00 PM–2:50 PM 206-207Networking Opportunity on Uses of Social Networking Web Sites in HRSocial MediaUse of social networking Web sites (e.g., MySpace) in HR is on the rise, but little research has been conducted in this area, and few organizations have policies in place. The objective of this session is to identify and begin to address research and practical issues in using these sites.Catherine Maraist, cmaraist@valtera.com
977
Harrison J. Kell2010THURS-PM93-11 Posters: 4:30 PM–5:20 PM GalleriaDoubly Damned: Effects of Stereotypicality and Race on Blacks’ Social NetworksSocial MediaWe conducted 2 studies examining the impact of stereo- typicality and race on African Americans’ social net- works using the Facebook Web site. Results indicate that homophily dominates informal social networks and that highly stereotypical African Americans are less likely to be accepted into Whites’ informal networks than less stereotypical African AmericansTherese Macan, Therese.Macan@UMSL.edu
978
Michael K. McFadden2010THURS-PM45-8 Posters: 12:30 PM–1:20 PM GalleriaCross-Cultural Differences in Business Request E-MailsE-mailTwo studies examined cross-cultural differences in busi- ness request e-mails. An initial qualitative study described structure and content differences between Chinese and American archived business e-mails. Study 2 experimentally manipulated structure (high context vs. low context) in a sample of Chinese businesspersons, comparing affective reactions (perceived politeness, irri- tation) and behavioral intent across conditions.Michael McFadden, mcfaddem@fit.edu
979
Chris Fluckinger2010THURS-PM95-22 Posters: 6:00 PM–6:50 PM Grand Ballroom AInteractive Multimedia Simulations: Criterion-Related and Incremental ValiditySelectionInteractive multimedia simulations are conceptually distinct from other simulations commonly used as selection tools, such as assessment centers and situational judgment tests. Data from call center employees from 2 organizations indicate that customized interactive multi-media simulations demonstrate substantial criterion- related validity and significant incremental validity over traditional selection methods.Chris Fluckinger, cdfluck@hotmail.com
980
Lily Cushenbery2010FRI-AM135-4 Posters: 10:30 AM–11:20 AM GalleriaCreative Climate in Virtual EnvironmentsVirtual WorkThis study examined responses to feedback on a creative task, using online chat and confederates to create a virtual work environment. Results indicate that climate has little impact on those with high creative potential. In contrast, those low in creative potential outperform high creative potentials in a positive creative climate.Lily Cushenbery, liliyapesin@gmail.com
981
Lyra Stein2010FRI-AM135-27 Posters: 10:30 AM–11:20 AM GalleriaIndividual Differences in Electronic Performance MonitoringUsing Technology in I/OIndividuals were monitored while performing 2 tasks, a moderately complex and complex task to determine impairment and facilitation and the effect of Extraversion. In both tasks, individuals in the EPM and physical presence conditions showed impairmentLyra Stein, lyra@eden.rutgers.edu
982
Devasheesh Bhave2010FRI-AM146-18 Interactive Posters: 11:30 AM–12:20 PM 213-214Electronic Performance Monitoring and Performance: A Longitudinal StudyUsing Technology in I/OUsing a unique longitudinal dataset of performance assessments obtained through electronic performance monitoring, this study observed that the shorter time lags between 2 performance assessments were related to better performance. Assessments of present performance evalua- tions were also biased in the direction of previous performance assessments indicating an assimilation effect.Devasheesh Bhave, dbhave@jmsb.concordia.ca
983
Lily Cushenbery2010FRI-AM135-4 Posters: 10:30 AM–11:20 AM GalleriaCreative Climate in Virtual EnvironmentsFeedbackThis study examined responses to feedback on a creative task, using online chat and confederates to create a virtual work environment. Results indicate that climate has little impact on those with high creative potential. In contrast, those low in creative potential outperform high creative potentials in a positive creative climate.Lily Cushenbery, liliyapesin@gmail.com
984
Laurel A. McNall2010FRI-AM121-7 Posters: 9:00 AM–9:50 AM GalleriaPrivate Eyes Are Watching You: Reactions to Location-Sensing TechnologiesUsing Technology in I/OThis study explored reactions to technologies that enable organizations to track the location/movements of employees, even off site. Using a sample of n = 208 college stu- dents, we found that ability to control the locating device related positively to monitoring fairness and collective felt trust via privacy invasion, but purpose did not.Laurel McNall, lmcnall@brockport.edu
985
Kristin Charles2010FRI-AM127. Panel Discussion: 10:30 AM–11:50 AM 206-207Work Schedules and I-O Psychology: Industry, Organizational and Employee PerspectivesUsing Technology in I/OMany employees in the U.S. and throughout the world work nonstandard schedules, a topic often overlooked by I-O psychology. This panel brings together researchers and practitioners with experience addressing work schedule issues from a variety of different perspectives including different industries, global issues, unionized environments, and scheduling technology.Kristin Charles, kristin.charles@kronos.com
986
Renee E. DeRouin-Jessen2010FRI-AM100-4 Interactive Posters: 8:00 AM–8:50 AM 213-214Game On: The Impact of Game Features in Computer-Based TrainingTrainingIn an employment law training program, we manipulated 2 game features: multimedia-based fantasy and reward. A traditional PowerPoint-like version led to better declarative knowledge outcomes than the most game-like version; no differences were found for motivation or skill- based learning, suggesting that adding game features won’t necessarily improve training outcomes.Barbara Fritzsche, bfritzsc@mail.ucf.edu
987
Traci Sitzmann2010FRI-AM140. Symposium/Forum: 10:30 AM–11:50 AM Salon A, 1Meta-Analysis of the Instructional Effectiveness of Computer-Based Simulation GamesTrainingThis symposium addresses the development and imple mentation of both lab-based experimental and field- based practical game-based training programs. Drawing upon the rapid implementation of serious games as a training mechanism in both military and civilian environments, we present 5 papers that report best practices acquired from research and practice.
988
Robbie C. Brusso2010FRI-AM140. Symposium/Forum: 10:30 AM–11:50 AM Salon A, 2The Impact of Unrealistic Goal Setting on Subsequent Game-Based Training PerformanceTrainingThis symposium addresses the development and imple mentation of both lab-based experimental and field- based practical game-based training programs. Drawing upon the rapid implementation of serious games as a training mechanism in both military and civilian environments, we present 5 papers that report best practices acquired from research and practice.
989
Davin Pavlas2010FRI-AM140. Symposium/Forum: 10:30 AM–11:50 AM Salon A, 3Studying Learning Game Attributes via an Immune System GameTrainingThis symposium addresses the development and imple mentation of both lab-based experimental and field- based practical game-based training programs. Drawing upon the rapid implementation of serious games as a training mechanism in both military and civilian environments, we present 5 papers that report best practices acquired from research and practice.
990
Krista L. Langkamer2010FRI-AM140. Symposium/Forum: 10:30 AM–11:50 AM Salon A, 4Investigating Learning Game Attributes: A Field StudyTrainingThis symposium addresses the development and imple mentation of both lab-based experimental and field- based practical game-based training programs. Drawing upon the rapid implementation of serious games as a training mechanism in both military and civilian environments, we present 5 papers that report best practices acquired from research and practice.
991
Debbe Thompson2010FRI-AM140. Symposium/Forum: 10:30 AM–11:50 AM Salon A, 5Creating an Effective Serious Video Game Design TeamTrainingThis symposium addresses the development and imple mentation of both lab-based experimental and field- based practical game-based training programs. Drawing upon the rapid implementation of serious games as a training mechanism in both military and civilian environments, we present 5 papers that report best practices acquired from research and practice.
992
Tara S. Behrend2010FRI-AM100-3 Interactive Posters: 8:00 AM–8:50 AM 213-214Trainee–Trainer Similarity in E-learning: Effects With Computerized TrainersTrainingE-learners worked with computerized trainers that were either similar to them or different with regard to appear- ance and feedback-giving style. Appearance similarity led to higher engagement. In addition, learners preferred to work with, and learned more from, a trainer agent that was similar to them in feedback style.Tara Behrend, behrend@gwu.edu
993
Timothy C. Lisk2010FRI-AM175-23 Posters: 1:30 PM–2:20 PM GalleriaMandatory Items in an Internet SurveyUsing Technology in I/OThis study explored the effect of mandatory and option- al items on Internet survey completion rates. Participants were randomly assigned to either a survey with mandatory items or one with optional items. Contrary to recommended best practice, results support- ed the use of mandatory items in an Internet survey.Timothy Lisk, timothy.lisk@cgu.edu
994
Don J. Q. Chen2010FRI-PM175-5 Posters: 1:30 PM–2:20 PM GalleriaTaking a Virtual Break: Cyberloafing as On-the-Job Recovery MechanismVirtual WorkWe examined the relationship between cyberloafing, emotional burnout, and employees’ work–life attitudes. Results indicated that cyberloafing moderates the negative effects of emotional burnout such that burnout employees who cyberloaf are more committed to their organizations and are more satisfied with their job and life. Implications of our findings are discussed.Don Chen, g0800777@nus.edu.sg
995
Stephen T. Murphy2010FRI-PM185. Symposium/Forum: 2:00 PM–2:50 PM 212, 1Online Versus Paper: A Comparability StudyTestingOrganizations and researchers increasingly use computerized assessment to measure important individual difference variables to predict important outcomes, and concern remains that some forms of assessment might be affected by the computerization. This research presents 3 different methodological approaches to address this common problem in practical terms.
996
Konstantin Cigularov2010FRI-PM185. Symposium/Forum: 2:00 PM–2:50 PM 212, 2Medium of Administration and Proctoring Effects in Personality AssessmentTestingOrganizations and researchers increasingly use computerized assessment to measure important individual difference variables to predict important outcomes, and concern remains that some forms of assessment might be affected by the computerization. This research presents 3 different methodological approaches to address this common problem in practical terms.
997
Alan D. Mead2010FRI-PM185. Symposium/Forum: 2:00 PM–2:50 PM 212, 3Noncomparability of Speeded Computerized Tests: Differential Response Speededness?TestingOrganizations and researchers increasingly use computerized assessment to measure important individual difference variables to predict important outcomes, and concern remains that some forms of assessment might be affected by the computerization. This research presents 3 different methodological approaches to address this common problem in practical terms.
998
Gary Giumetti2010FRI-PM201. Symposium/Forum: 3:30 PM–4:50 PM Grand Ballroom A, 1Mediated Pathways Linking Internet Testing Features, Applicant Reactions, and OutcomesTestingDespite the widespread use of computer-based assess- ment systems, much remains to be understood about how users perceive these systems. In this session, we explore the reactions and perceptions of test takers and test administrators to computer-mediated (e.g., online, computer mediated) systems and discuss their implica- tions for practice.
999
Sara L. Gutierrez2010FRI-PM201. Symposium/Forum: 3:30 PM–4:50 PM Grand Ballroom A, 2Comparing Examinee Reactions to Multimedia and Text-Based Simulation ItemsTestingDespite the widespread use of computer-based assess- ment systems, much remains to be understood about how users perceive these systems. In this session, we explore the reactions and perceptions of test takers and test administrators to computer-mediated (e.g., online, computer mediated) systems and discuss their implica- tions for practice.
1000
Mark H. Strong2010FRI-PM201. Symposium/Forum: 3:30 PM–4:50 PM Grand Ballroom A, 3Perceptions of Online Testing: A View From Inside the OrganizationTestingDespite the widespread use of computer-based assess- ment systems, much remains to be understood about how users perceive these systems. In this session, we explore the reactions and perceptions of test takers and test administrators to computer-mediated (e.g., online, computer mediated) systems and discuss their implica- tions for practice.
1001
Apryl Rogers Brodersen2010FRI-PM201. Symposium/Forum: 3:30 PM–4:50 PM Grand Ballroom A, 4Applicant Perceptions of Online Assessment and the Companies Using ThemTestingDespite the widespread use of computer-based assess- ment systems, much remains to be understood about how users perceive these systems. In this session, we explore the reactions and perceptions of test takers and test administrators to computer-mediated (e.g., online, computer mediated) systems and discuss their implica- tions for practice.
1002
Aarti Shyamsunder2010FRI-PM201. Symposium/Forum: 3:30 PM–4:50 PM Grand Ballroom A, 5Using Multiple Perspectives to Enhance Utility of Online Hiring ToolsSelectionDespite the widespread use of computer-based assess- ment systems, much remains to be understood about how users perceive these systems. In this session, we explore the reactions and perceptions of test takers and test administrators to computer-mediated (e.g., online, computer mediated) systems and discuss their implica- tions for practice.
1003
Katherine K. Hanley2010FRI-PM166-9 Posters: 12:30 PM–1:20 PM GalleriaGeneration Y Hide Your Secrets? The E.Impression and Interview RatingsSocial MediaE-Impressions are formed based on online information (i.e., Facebook) and were examined here in a selection context. Candidates with negative e-impressions were evaluated less favorably before the interview and had less of a chance of being pursued for the job than those with positive or private e-impressions.Angela Farabee, AngelaFarabee@umsl.edu
1004
Charles A. Handler2010FRI-PM173. Panel Discussion: 1:30 PM–2:50 PM Crystal Ballroom A/FUpgrading Your Assessment PracticeTestingAdvances in technology can lead to innovative assessment practices. This panel will discuss the use of technology in assessments to create a more relevant and engaging experience for candidates and users across various industries as well as lessons learned from implementation of new technologies.Laura Mastrangelo Eigel, laura.m.eigel@fritolay.com
1005
Jeffrey M. Stanton2010FRI-PM152. Community of Interest: 12:00 PM–1:20 PM 205Technology in the WorkplaceUsing Technology in I/O
1006
Jack W. Stoughton2010FRI-PM213-24 Posters: 4:30 PM–5:20 PM GalleriaMeasurement Invariance in Training Evaluation: Old Question, New ContextTrainingThis study was conducted to determine the equivalence of parallel Web-based training evaluations and paper-and- pencil evaluations of a training intervention. Item response theory (IRT) analyses were employed to evaluate the possible differences between the 2 survey mediums.Jack Stoughton, jwstough@ncsu.edu
1007
Ruchi Patel2010FRI-PM175-12 Posters: 1:30 PM–2:20 PM GalleriaIndividual and Situational Characteristics Predicting Work Personal Web UsageCounter productive BehaviorCyberloafing and personal Web usage (PWU) are critical components of counterproductive work behaviors (CWB). However, researchers have not examined the individual and situational characteristics associated with these behaviors. We found that Conscientiousness pre- dicted PWU, but no other variables frequently associated with CWB were related to any of the PWU dimensions.Ruchi Patel, tulsi81@gmail.com
1008
Lori Foster Thompson2010FRI-PM166-21 Posters: 12:30 PM–1:20 PM GalleriaE-Screening: The Consequences of Using “Smileys” When E-Mailing Prospective EmployersE-mailThis study examines perceptions of applicants who use “smileys.” Using smileys evokes feminine stereotypes (e.g., warmth), which comes at a cost. When applying for male-gender-typed jobs, applicants using smileys are perceived to be lower in competence and agentic behav- iors (e.g., independence). This reduces starting pay rates for applicants using smileys.Lori Foster Thompson, lfthompson@ncsu.edu
1009
Mariangela Battista2010FRI-PM212. Special Events: 4:30 PM–5:20 PM Crystal Ballroom C/DDo You Tweet? Social Media and the Implications for I-O PsychologySocial MediaSocial media participation has exploded, particularly in business applications. Twitter has become a vital tool for HR and PR. Participation in Facebook and LinkedIn even positively impact financial results. How can I-Os participate in the rapidly changing social media environment? What are the implications to some of our traditional approaches?Mariangela Battista, battistam@optonline.net
1010
Kevin L. Askew2010FRI-PM175-1 Posters: 1:30 PM–2:20 PM GalleriaAn Empirical Comparison of Different Cyberloafing TypologiesCounter productive BehaviorThis study helps clarify the typology of cyberloafing. Items from the better validated cyberloafing scales were administer to a single group of participants, making it possible to (a) empirically examine the relations among the different typologies and (b) examine the factor structure of cyberloafing when the domain is better represented.Kevin Askew, wakeupmrfox@yahoo.com
1011
Margaret G. Barton2010FRI-PM204. Symposium/Forum: 3:30 PM–4:50 PM Grand Ballroom D, 1Practical Outcomes Associated With Use of Automated Questionnaires at OPMUsing Technology in I/OMany federal agencies use automated task and competency-based questionnaires (self-ratings of training and experience) to assess applicants. This session examines the extent to which improved practices in questionnaire development can result in better psychometric and practical outcomes, as well as situations in which these questionnaires can be most useful.
1012
Marie Waung2010FRI-PM166-22 Posters: 12:30 PM–1:20 PM GalleriaThe Effects of Video and Paper Resumés on Candidate EvaluationSelectionThe effect of resumé format on candidate evaluation and resumé outcomes was examined. Stimulus job candidates were rated less positively when evaluated from video compared to paper resumés. Social skills completely mediated the relationship between resumé format and outcomes. Conscientiousness predicted outcomes, although resumé format did not affect Conscientiousness.Marie Waung, mwaung@umd.umich.edu
1013
Sara J. Perry2010SAT-AM226. Symposium/Forum: 8:30 AM–9:50 AM 212, 1Emotional Stability and Conscientiousness as Moderators of the Virtuality-Performance RelationshipVirtual TeamsWe combine quantitative and qualitative research to examine microlevel issues in virtual team outcomes. Specifically, we discuss how differences in trust, personality composition, perspective taking, and clarity can affect performance and misunderstandings in virtual teams. We conclude with a review of past research and future needs in this important field.
1014
Amanda H. Woller2010SAT-AM226. Symposium/Forum: 8:30 AM–9:50 AM 212, 2Trust Formation Across Multiple Levels of VirtualityVirtual TeamsWe combine quantitative and qualitative research to examine microlevel issues in virtual team outcomes. Specifically, we discuss how differences in trust, personality composition, perspective taking, and clarity can affect performance and misunderstandings in virtual teams. We conclude with a review of past research and future needs in this important field.
1015
Carolyn Axtell2010SAT-AM226. Symposium/Forum: 8:30 AM–9:50 AM 212, 3Perspective Taking and Clarity Affecting Misunderstandings in Virtual TeamsVirtual TeamsWe combine quantitative and qualitative research to examine microlevel issues in virtual team outcomes. Specifically, we discuss how differences in trust, personality composition, perspective taking, and clarity can affect performance and misunderstandings in virtual teams. We conclude with a review of past research and future needs in this important field.
1016
Sumita Raghuram2010SAT-AM226. Symposium/Forum: 8:30 AM–9:50 AM 212, 4Virtual Teams: Paths Taken and to Be TakenVirtual TeamsWe combine quantitative and qualitative research to examine microlevel issues in virtual team outcomes. Specifically, we discuss how differences in trust, personality composition, perspective taking, and clarity can affect performance and misunderstandings in virtual teams. We conclude with a review of past research and future needs in this important field.
1017
Matthew S. Prewett2010SAT-AM262-14 Posters: 11:30 AM–12:20 PM GalleriaPredicting Team Processes: Feedback Sign and Computer MediationVirtual TeamsThis study manipulated task feedback sign and the work context (virtual vs. face-to-face) to observe subsequent effects on teamwork processes. Results indicated that positive feedback increases team efficacy but decreases subsequent adjustment behaviors. Virtual teams had lower cohesion and efficacy, particularly when receiving negative feedback.Matthew Prewett, mprewett@mail.usf.edu
1018
Matthew S. Prewett2010SAT-AM262-15 Posters: 11:30 AM–12:20 PM GalleriaThe Relationship Between Team Personality Composition and Teamwork ProcessesVirtual TeamsTeam Conscientiousness and Extroversion were related to team processes in virtual and face-to-face (FTF) teams. Results indicated that Conscientiousness related to discussion behaviors but not adjustment behaviors. Extroversion related positively to adjustment behaviors overall but affected team cohesion (positively) and discussion behaviors (negatively) only in FTF teams.Matthew Prewett, mprewett@mail.usf.edu
1019
Melissa Staniewicz Zullo2010SAT-AM262-18 Posters: 11:30 AM–12:20 PM GalleriaVirtual Team Communication Behaviors and Cognitive OutcomesVirtual TeamsBehaviors that assist virtual team members in communi- cating their knowledge effectively were assessed with respect to their impact on several team-level cognitive outcomes. Results showed that behaviors differentially predicted knowledge transfer and knowledge interoper- ability. Furthermore, results indicated that an optimal progression of communication behaviors may exist.Melissa Staniewicz Zullo, mzullo@utk.edu
1020
Heidi M. Gifford2010SAT-AM237-1 Posters: 9:00 AM–9:50 AM GalleriaYou Sent Me What? Perceptions of Online Sexual HarassmentOnlineThis study examines perceptions of online sexual harassment. Overall, online sexually harassing behaviors were perceived as less harassing than traditional face-to-face behaviors. Scenarios involving managers (compared to coworkers) were rated as more sexually harassing. In some situations, female victims were perceived as more likely to be sexually harassed.Lynn Bartels, LBartel@siue.edu
1021
Trevor B. King2010SAT-AM225. Symposium/Forum: 8:30 AM–9:50 AM 210-211, 4Professional Identification and Perceived Investment as Predictors of IT RetentionStuding the Technology FieldThis symposium presents 4 studies designed to enhance understanding of building and retaining the science and technology workforce. Climate, professional development, professional identification, and perceived investments are among the factors examined. Workforce implications of retention in higher education, especially the differential retention of women and minorities, are discussed.
1022
Youngah Park2010SAT-AM237-18 Posters: 9:00 AM–9:50 AM GalleriaWork and Nonwork Boundary Management Using Communication and Information TechnologyStuding the Technology FieldGiven the contemporary workers’ prevalent use of com- munication/information technologies (CIT) at work and home, this study investigated individual differences in creating boundaries of CIT uses for cross-role enactment. Psychological work–nonwork interference was also examined as an outcome variable. Theoretical and practical implications are provided for individual boundary management.Youngah Park, ypark@bgsu.edu
1023
Nele Libbrecht2010SAT-AM257. Symposium/Forum: 10:30 AM–11:20 AM Salon B, 1The Relation Between Emotional Intelligence and Academic PerformanceTestingThis symposium reviews various new approaches to the assessment of emotional intelligence first through predictor-criterion matching validity and then in relation- ship with measures of implicit aggression. It then intro- duces reliable video-based assessments of emotion perception skill followed by psychometrically sound multi- media assessments, which use situational judgment and empathic agent paradigms.
1024
Hye Joo Lee2010SAT-AM257. Symposium/Forum: 10:30 AM–11:20 AM Salon B, 2Emotional Management With Implicit Personality of AggressionTestingThis symposium reviews various new approaches to the assessment of emotional intelligence first through predictor-criterion matching validity and then in relation- ship with measures of implicit aggression. It then intro- duces reliable video-based assessments of emotion perception skill followed by psychometrically sound multi- media assessments, which use situational judgment and empathic agent paradigms.
1025
Scott Bedwell2010SAT-AM257. Symposium/Forum: 10:30 AM–11:20 AM Salon B, 3High-Fidelity Measurement of Emotion PerceptionTestingThis symposium reviews various new approaches to the assessment of emotional intelligence first through predictor-criterion matching validity and then in relation- ship with measures of implicit aggression. It then intro- duces reliable video-based assessments of emotion perception skill followed by psychometrically sound multi- media assessments, which use situational judgment and empathic agent paradigms.
1026
Richard D. Roberts2010SAT-AM257. Symposium/Forum: 10:30 AM–11:20 AM Salon B, 4Multimedia Assessment of Emotional AbilitiesTestingThis symposium reviews various new approaches to the assessment of emotional intelligence first through predictor-criterion matching validity and then in relation- ship with measures of implicit aggression. It then intro- duces reliable video-based assessments of emotion perception skill followed by psychometrically sound multi- media assessments, which use situational judgment and empathic agent paradigms.
1027
Meredith F. Burnett2010SAT-PM274. Symposium/Forum: 12:00 PM–12:50 PM Salon C, 1Trust and Information Sharing Within and Across Team BoundariesVirtual TeamsResearch suggests team success is heavily influenced by the extent to which team members effectively combine informational resources. This symposium brings together 3 papers examining knowledge sharing in teams and multiteam systems. Results shed light on the role of support, trust, and virtuality in information sharing within and across teams.
1028
Jessica Mesmer-Magnus2010SAT-PM274. Symposium/Forum: 12:00 PM–12:50 PM Salon C, 2The Role of Virtuality in Team Information SharingVirtual TeamsResearch suggests team success is heavily influenced by the extent to which team members effectively combine informational resources. This symposium brings together 3 papers examining knowledge sharing in teams and multiteam systems. Results shed light on the role of support, trust, and virtuality in information sharing within and across teams.
1029
Aarti Shyamsunder2010SAT-PM279-2 Posters: 12:30 PM–1:20 PM GalleriaTest-Taker Reactions to Item Formats Used in Online Selection AssessmentsTestingData from 3 organizations indicated that there are sig- nificant differences in test-taker reactions (e.g., transparency and face validity) to different item formats. Although Likert items were perceived favorably overall, reactions might be influenced by factors such as contextualizing items to the workplace and language fluency.Elizabeth McCune, mccunee@pdx.edu
1030
John A. Weiner2010SAT-PM302. Symposium/Forum: 2:00 PM–2:50 PM 206-207, 1From Simulations to Live Data: Does Verification Work?TestingThe confluence of technology advances and economic pressures has led many employers to adopt self-service unsupervised online testing programs. A key concern with such programs is cheating. A diverse panel of presenters will discuss verification testing models to address cheating, including research and considerations for practice in this uncharted area.
1031
Robert E. Gibby2010SAT-PM302. Symposium/Forum: 2:00 PM–2:50 PM 206-207, 2Verification of Unproctored Online Noncognitive and Adaptive Cognitive TestsTestingThe confluence of technology advances and economic pressures has led many employers to adopt self-service unsupervised online testing programs. A key concern with such programs is cheating. A diverse panel of presenters will discuss verification testing models to address cheating, including research and considerations for practice in this uncharted area.
1032
Michael S. Fetzer2010SAT-PM302. Symposium/Forum: 2:00 PM–2:50 PM 206-207, 3An Innovative Use of CAT for Unproctored Internet TestingTestingThe confluence of technology advances and economic pressures has led many employers to adopt self-service unsupervised online testing programs. A key concern with such programs is cheating. A diverse panel of presenters will discuss verification testing models to address cheating, including research and considerations for practice in this uncharted area.
1033
Deborah L. Whetzel2010SAT-PM279-31 Posters: 12:30 PM–1:20 PM GalleriaMeta-Analysis Clerical Performance Predictors: Pearlman, Hunter, and Schmidt UpdateAdapting to TechnologyAs a result of changes in technology and their effect on clerical occupations, this paper reviews the validity of predictors of clerical job performance since the publication of Pearlman, Schmidt, and Hunter’s (1980) com- prehensive meta-analysis. This paper describes a predictor taxonomy and determines the validity of predictor constructs using meta-analysis.Deborah Whetzel, dwhetzel@humrro.org
1034
Denise Potosky2010SAT-PM299. Symposium/Forum: 1:30 PM–2:50 PM Grand Ballroom CNew Directions and Developments in Interpersonal Skills AssessmentTestingThe importance of hiring, developing, and rewarding effective interpersonal skills is evident for both leader- ship/supervisory roles and entry-level positions. However, defining and measuring interpersonal skills in an organizationally useful way can be problematic. This symposium presents new perspectives about interpersonal skills constructs and new ideas for leveraging technological advancements in assessment.Denise Potosky, dxp16@psu.edu
1035
Sara L. Gutierrez2010SAT-PM301. Symposium/Forum: 2:00 PM–2:50 PM 201, 1Successful Implementation of Innovative Item Formats Within Preemployment Selection SettingsSelectionOrganizations and candidates increasingly expect technology-based tests and assessments to be not only accurate and efficient but also to be engaging, interactive, and high fidelity. Mechanisms and design principles for achieving these goals are underexplored. Presenters draw on successes and setbacks to share related guidance, insights, and innovative applications.
1036
Lisa Teeter2010SAT-PM301. Symposium/Forum: 2:00 PM–2:50 PM 201, 2Research and Design Principles for Developers of Technology-Based Test ItemsTestingOrganizations and candidates increasingly expect technology-based tests and assessments to be not only accurate and efficient but also to be engaging, interactive, and high fidelity. Mechanisms and design principles for achieving these goals are underexplored. Presenters draw on successes and setbacks to share related guidance, insights, and innovative applications.
1037
Eric J. Sydell2010SAT-PM301. Symposium/Forum: 2:00 PM–2:50 PM 201, 3Walking the Line Between High Fidelity and High ValidityTestingOrganizations and candidates increasingly expect technology-based tests and assessments to be not only accurate and efficient but also to be engaging, interactive, and high fidelity. Mechanisms and design principles for achieving these goals are underexplored. Presenters draw on successes and setbacks to share related guidance, insights, and innovative applications.
1038
Jolene M. Meyer2010SAT-PM272. Panel Discussion: 12:00 PM–1:20 PM Grand Ballroom ALessons Learned in Validating and Implementing Technology-Based Front-Line Manager AssessmentsTestingTechnological advances have permitted the development of highly appealing and realistic multimedia assessments for front-line manager (FLM) positions. Validating and deploying such assessments can be particularly complex. In this session, a panel of experts will provide practical guidelines and strategies for managing the validation and implementation of technology-based FLM assessments.Jolene Meyer, jmeyer@previsor.com
1039
Jordan E. Beckman2010SAT-PM236-1 Interactive Posters: 9:00 AM–9:50 AM 213-214Personality Test Faking in Applicants Based on Web Site Fit InformationSelectionThis study was conducted to examine whether Web site fit information and applicant status make it more likely for participants to fake a personality measure. Results showed significant differences for applicant versus honest and fit versus nonfit conditions; the applicant with fit condition had higher means but no significant differences.Jordan Beckman, beckman@mail.usf.edu
1040
1041
2009
((Tech Tag: NO|00 [00] // Total: 104))
1042
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleThemeNotesSubmitter
1043
Mitchell Gold2009THURS-AM13. Panel Discussion: 10:30 AM–12:00 PM MaurepasRewards and Challenges of Telework: Managing the Virtual Work SpaceTeleworkChallenges and approaches to maintaining a virtual workforce will be reviewed. Topics will include desired traits in virtual workers, technology, organizational change and teaming, and bottom-line value to organizations. Guidance will be provided on maximizing the effectiveness of virtual workforce approaches.Mitchell Gold, mitchell_gold@aon.com
1044
Terri Shapiro2009THURS-AM25-29 Posters: 11:30 AM–12:20 PM Napoleon ABCJustice-Based Service Recovery in E-Commerce: An Experiment With Online ConsumersUsing Technology at WorkThis study manipulated interactional and distributive justice, failure severity and problem resolution subsequent to an online service failure scenario. Results supported that interactional and distributive justice combined can increase customer satisfaction and loyalty, but fixing the problem may supersede remuneration.Terri Shapiro, terri.shapiro@hofstra.edu
1045
Judith Volmer2009THURS-AM14-28 Posters: 11:30 AM–12:20 PM Napoleon ABCGetting Emotional in Negotiations: The Effects of Discrete EmotionsUsing Technology in the studyThis study examined the influence of a negotiator’s discrete emotion (happiness, anger, sadness, surprise) on the other negotiator’s behavior. The behavior of 88 students was investigated in a computer-based scenario study. Results showed that negotiators use their adversary’s emotion as strategic information and adjust their own negotiation behavior accordingly.Judith Volmer, judith.volmer@sozpsy.phil.uni-erlangen.de
1046
Winfred Arthur2009THURS-AM43-2 Interactive Posters: 12:30 PM–1:20 PM Napoleon D1-D2The Magnitude of Response Distortion on Unproctored Internet-Based Personality TestsFakingThis study investigated the magnitude and extent of response distortion on the scores of 2 unproctored Internet-based personality measures. This was accomplished by implementing 2 within-subjects design studies. Our results indicate that the use of an unproctored Internet-based testing (UIT) administration does not uniquely threaten personality measures.Ryan Glaze, rmg@tamu.edu
1047
Thomas Whelan2009THURS-PM57-25 Posters: 1:30 PM–2:20 PM Napoleon ABCGroup Personality Composition, Satisfaction, and Performance in Virtual TeamsVirtual TeamsMulti-user virtual environments (MUVE) have been gain- ing popularity as a medium for collective work. Although organizational researchers continue to study virtual teams, no empirical work to date has examined outcomes in MUVE-mediated teams. This study considered the influence of individual differences on performance and satisfaction outcomes using a quasi-experimental design.Thomas Whelan, tjwhelan@ncsu.edu
1048
Robert Lewis2009THURS-PM44. Roundtable Discussion/Conversation Hour: 12:30 PM–1:20 PM Oak AlleyPerformance Management Systems: Problems and ProspectsUsing Technology in I/OElectronic performance management systems have become popular but apparently have not delivered the outcomes promised. The same can be said of perform- ance appraisal research. In this roundtable we will explore possible reasons for this state of affairs and encourage collaboration between academics and practitioners to close these gaps.Robert Lewis, blewis@APTMetrics.com
1049
Marion Wittchen2009THURS-PM57-26 Posters: 1:30 PM–2:20 PM Napoleon ABCPromises Can Compensate for Distance: Self-Commitment Effects in Computer- Supported TeamsVirtual TeamsThis study was conducted to examine the finding that team members’ mutual expression of self-commitment can compensate for negative effects of electronic team communication. Using a computer-supported task, we found that self-commitment by both team members was more effective in promoting trust and motivation, whereas unidirectional self-commitment affected motivation only.Marion Wittchen, mwittchen@uni-muenster.de
1050
Suzette Caleo2009THURS-PM57-27 Posters: 1:30 PM–2:20 PM Napoleon ABCThe Effects of Computer-Mediated Communication on Gender BiasStereotypingThis study explored the proposition that computer-mediated arrangements are a source of gender bias in the workplace. Participants evaluated 2 targets while envisioning that they would be working with 1 electronically and the other face-to-face. Results indicate that women are rated more stereotypically in electronic conditions than in face-to-face conditions.Suzette Caleo, suzette.caleo@nyu.edu
1051
John Weiner2009THURS-PM65. Symposium/Forum: 2:00 PM–2:50 PM Borgne, 1The Dynamic Landscape of Technology-Based Talent Assessment: Opportunities and ChallengesTestingThe promise of technology in revolutionizing HR assessment practice has long been touted. What changes has technology spurred in the design, delivery, and use of tests? Practitioners from 4 assessment firms will draw from real-world experience and research to examine new technology-enabled assessment models, applications, issues, and future trends.
1052
Douglas H. Reynolds2009THURS-PM65. Symposium/Forum: 2:00 PM–2:50 PM Borgne, 2Going Beyond the “Page-Turner”—Advanced Applications of Internet-Based TestingTestingThe promise of technology in revolutionizing HR assessment practice has long been touted. What changes has technology spurred in the design, delivery, and use of tests? Practitioners from 4 assessment firms will draw from real-world experience and research to examine new technology-enabled assessment models, applications, issues, and future trends.
1053
Eugene Burke2009THURS-PM65. Symposium/Forum: 2:00 PM–2:50 PM Borgne, 3Technology-Assisted Test Construction, Delivery, and ValidationTestingThe promise of technology in revolutionizing HR assessment practice has long been touted. What changes has technology spurred in the design, delivery, and use of tests? Practitioners from 4 assessment firms will draw from real-world experience and research to examine new technology-enabled assessment models, applications, issues, and future trends.
1054
David Foster2009THURS-PM65. Symposium/Forum: 2:00 PM–2:50 PM Borgne, 4The Next Generation of Technology-Based Assessment: Strong Internet UseTestingThe promise of technology in revolutionizing HR assessment practice has long been touted. What changes has technology spurred in the design, delivery, and use of tests? Practitioners from 4 assessment firms will draw from real-world experience and research to examine new technology-enabled assessment models, applications, issues, and future trends.
1055
Colleen Schwarz2009THURS-PM66. Symposium/Forum: 2:00 PM–2:50 PM Cornet, 1Individual Creativity With Information TechnologyCreativityThe theory of planned behavior provides a framework for this symposium of 3 different types of studies demonstrating linkages between an individual’s creative capacity and technology perceptions and use. Also explored are the influences of workplace perceptions about creative supports (i.e., means efficacy) on work performance creativity.
1056
Keith James2009THURS-PM66. Symposium/Forum: 2:00 PM–2:50 PM Cornet, 2Technological Creativity and Cognitions and Beliefs About Advanced TechnologyCreativityThe theory of planned behavior provides a framework for this symposium of 3 different types of studies demonstrating linkages between an individual’s creative capacity and technology perceptions and use. Also explored are the influences of workplace perceptions about creative supports (i.e., means efficacy) on work performance creativity.
1057
Aneika L. Simmons2009THURS-PM66. Symposium/Forum: 2:00 PM–2:50 PM Cornet, 3The Influence of Means Efficacy on Creative PerformanceCreativityThe theory of planned behavior provides a framework for this symposium of 3 different types of studies demonstrating linkages between an individual’s creative capacity and technology perceptions and use. Also explored are the influences of workplace perceptions about creative supports (i.e., means efficacy) on work performance creativity.
1058
Wendy Bedwell2009THURS-PM67. Symposium/Forum: 2:00 PM–2:50 PM Grand Chenier, 1Computer-Based Training: Best Practices for DesignTrainingUtilizing technology-based training can add a layer of complexity onto the existing difficulties of translating science into practice. The goal of this symposium is to present research bridging the gap between training science and practice. Each presentation focuses on integrating what is known about training effectiveness into technology-based training scenarios.
1059
Jennifer Fowlkes2009THURS-PM67. Symposium/Forum: 2:00 PM–2:50 PM Grand Chenier, 2Learning Architectures to Support Simulation-Based TrainingTrainingUtilizing technology-based training can add a layer of complexity onto the existing difficulties of translating science into practice. The goal of this symposium is to present research bridging the gap between training science and practice. Each presentation focuses on integrating what is known about training effectiveness into technology-based training scenarios.
1060
Marissa L. Shuffler2009THURS-PM67. Symposium/Forum: 2:00 PM–2:50 PM Grand Chenier, 3Game-Based Training for Continuous ImprovementTrainingUtilizing technology-based training can add a layer of complexity onto the existing difficulties of translating science into practice. The goal of this symposium is to present research bridging the gap between training science and practice. Each presentation focuses on integrating what is known about training effectiveness into technology-based training scenarios.
1061
Karsten Mueller2009THURS-PM42-7 Posters: 12:30 PM–1:20 PM Napoleon ABCCultural Influences on Measurement Equivalence of Computerized Organizational Attitude SurveysUsing Technology in the studyThis study examines the influence of cultural values on measurement equivalence of computerized organizational attitude surveys. The sample included 57,861 employees of a large multinational company. Almost all countries high in power distance and uncertainty avoidance show inequivalence in intercepts. All other countries low on these dimensions show measurement equivalence.Karsten Mueller, karsten.mueller@psychologie.uni-mannheim.de
1062
Lori Foster Thompson2009THURS-PM42-14 Posters: 12:30 PM–1:20 PM Napoleon ABCEffects of Cultural Cues on Perceptions Formed During Computer-Mediated CommunicationUsing Technology in the studyThis study examined how errors during cross-cultural e-mail communication affect recipients’ perceptions of an e-mail sender. Participants (N = 435) formed negative perceptions of e-mail senders committing errors; however, depending on the type of error, some of these negative perceptions were mitigated when participants realized the sender was from a foreign culture.Lori Foster Thompson, lfthompson@ncsu.edu
1063
Jing Guo2009THURS-PM103-22 Posters: 6:00 PM–6:50 PM Grand Ballroom AEvaluating the Resistance of Test Systems to Small Scale CheatingTestingThe resistance of conventional tests and computerized adaptive testing (CAT) systems to small-scale cheating conspiracies was evaluated with respect to the accuracy of ability estimation. Conventional tests with different numbers of parallel forms and CAT systems with different item selection methods were simulated and evaluated.Jing Guo, jingguo4@uiuc.edu
1064
Lorin M. Mueller2009THURS-PM59. Symposium/Forum: 1:30 PM–2:50 PM Nottaway, 2Setting Standards on a Climate Measure Using a Web-Based SurveyTestingThis symposium brings together a diverse set of presenters to discuss research and innovations in setting cut scores for personnel tests. The papers cover both empirical and judgmental approaches, and include work to modify established methods as well as the introduction of methods from outside of I-O psychology.Stephen Murphy, stephen.murphy@pearson.com
1065
Lance E. Anderson2009THURS-PM59. Symposium/Forum: 1:30 PM–2:50 PM Nottaway, 4Using Simulation to Inform Standard SettingTestingThis symposium brings together a diverse set of presenters to discuss research and innovations in setting cut scores for personnel tests. The papers cover both empirical and judgmental approaches, and include work to modify established methods as well as the introduction of methods from outside of I-O psychology.
1066
H. Kristl Davison2009THURS-PM38. Panel Discussion: 12:00 PM–1:20 PM WaterburyThe Accidental Resumé: Legal and Practical Issues of E-ScreeningSelectionVideo resumés, Web sites like MySpace, and e-mail addresses can provide richer information than traditional resumés or applications. However, “e-screening” may lead to legal and ethical issues, and the use of invalid information for hiring decisions. This panel brings together experts from consulting, industry, and academia to discuss implications of e-screening.Catherine Maraist, cmaraist@valtera.com
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Abby Mello2009THURS-PM57-17 Posters: 1:30 PM–2:20 PM Napoleon ABCInformation Sharing, Knowledge Transfer, and Cognition in Distributed TeamsTeamsKnowledge transfer was tested as a possible mediation between information sharing and cognitive similarity in distributed teams. Results showed that simple informa- tion sharing was insufficient to produce cognitive simi- larity between teammates. The complex communication processes involved in knowledge transfer were neces- sary for teammates’ task schemas to align.Abby Mello, amello@utk.edu
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Anne M. Hansen2009THURS-PM52. Symposium/Forum: 1:30 PM–2:20 PM Grand Ballroom A, 1Generational Stereotypes: Media Hype or Reality?GeneraltionalPopular media often publicizes differences between the 4 generations in the workplace. Building on recent work, this symposium investigates generational differences through 2 lenses. First, we provide 1 of the first empirical investigations of commonly reported generational stereo- types. Second, we examine whether reality mirrors stereo- types in work–life balance and employee engagement.Tasha Eurich, tasha.eurich@ch2m.com
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Sandy Lim2009THURS-PM78. Symposium/Forum: 3:30 PM–4:50 PM Grand Chenier, 2Reactions to Interpersonal and Cyber-Incivility: The Role of Perceived InjusticeAnti-social behaviorWe know that incivility is detrimental to workers and costly to organizations. Yet, complexities surrounding incivility experiences are relatively unexplored. The 4 papers presented in this symposium move beyond tradi- tional discussions of incivility’s negative effects to cap- turing specific types of incivility and the dynamic processes through which negative effects occur.Alyssa McGonagle, aksilver@alumni.holycross.edu
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Kyle Brink2009THURS-PM94. Symposium/Forum: 4:30 PM–5:50 PM Rhythms 1, 3Comparing Black–White Differences on Video Versus Audio Structured Situational InterviewsInterviewThis symposium clarifies the extent to which ethnic groups differ on structured interviews after correcting for range restriction at the applicant level, explores rater bias as an explanation for group differences, and discusses the viability of using video-based situational interviews as a solution for further reducing group differences.
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Melissa Staniewicz2009FRI-AM148-25 Posters: 11:30 AM–12:20 PM Napoleon ABCeLeadership and Social Internet Experience on Integrative Virtual Team TasksLeadershipThis study investigates the influences of a participative style of leadership and experience socializing through computer-mediated communications on an integrative task in teams where team members had more task knowledge than the leader. Results found significant interactions between participative leadership and online experience on virtual team outcomes.Melissa Staniewicz, mzullo@utk.edu
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Theodore Hayes2009FRI-AM138. Special Events: 10:30 AM–11:20 AM Napoleon D3New SIOP Web Initiative: Enhancing Member Communication via Blog-Based TechnologiesUsing Technology in I/OSIOP’s Electronic Communications Committee, Executive Committee, and association administration propose a new strategy for enhancing involvement and communication with and among SIOP members. This Web- based approach includes a feature-rich microsite, high-lighting blog-based technology and RSS feeds. Panelists will describe the microsite, demonstrate functionality, and encourage participation from all SIOP members.Theodore Hayes, tlh2006@gmail.com
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Laura Gallaher2009FRI-AM148-1 Posters: 11:30 AM–12:20 PM Napoleon ABCLMX and Leader Behaviors as Predictors of Teleworker Job PerformanceTeleworkSupervisors and customers assessed the performance of employees who participated in a pilot telework program. Multiple regression was used to determine the variance predicted by quality of leader–member exchange (LMX) and various leader behaviors. Findings indicated that LMX, altered expectations, and the requirement to pro- vide written reports predicted teleworker performance.Laura Gallaher, lauragallaher@hotmail.com
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Timothy Lisk2009FRI-AM148-15 Posters: 11:30 AM–12:20 PM Napoleon ABCTransformational Leadership Among Guild Members in Massively Multiplayer Online GamesGamingGuild members from a massively multiplayer online game (MMO) completed a survey regarding their guild and real-life transformational leadership, as measured by self-report responses to the Multifactor Leadership Questionnaire (MLQ). Implications for leadership training and development and further research questions are discussed.Timothy Lisk, timothy.lisk@cgu.edu
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Jared Freeman2009FRI-AM107. Symposium/Forum: 8:00 AM–9:50 AM Nottaway, 3Techniques and Technologies for Optimizing Instructional StrategyTrainingTraining within many complex domains can benefit from the ability to customize instructional content and feedback to the unique skill deficiencies of individual learners. This symposium presents new strategies for conducting adaptive training, emphasizing innovative solutions to conceptual, psychometric, and logistic challenges in developing their underlying assessment frameworks.
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Marcus Dickson2009FRI-AM118. Roundtable Discussion/Conversation Hour: 8:30 AM–9:50 AM Oak AlleyThe Zeitgeist of the FutureEducationSIOP 2008’s education theme track urged greater proactivity in educating our next generation about emerging workplace issues. We respond to that call, building from a semester seminar on nanotechnology, genomics, the death of privacy, and so on. Guided discussion groups will yield research, education, and practice ideas and collaborations.Marcus Dickson, marcus.dickson@wayne.edu
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Michael D. McNeese2009FRI-AM122. Symposium/Forum: 9:00 AM–9:50 AM Maurepas, 1NeoCITIES: A Game for Team Cognition and Collaborative Technology StudyTeamsComputer-based games/simulations are frequently utilized in team research. However, there is little guidance regarding the suitability of particular games for studying constructs of interest. This is problematic as selection can limit the type of research conducted or data collected. Presentations seek to inform game selection decisions.