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((Tech Tag: Y/N = Was There a Technology Tag Available Within That Year's Conference Program))
((##|## = How Many Items Are Tagged | How Many Items Once Symposiums, Etc. Are Split And Sorted))
((Total = Total Number of Technology Items Identified By Researchers That Year With Symposiums, Etc. Split And Sorted))
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2020 UPDATE (Siderits, I & White, J) [2019-2020 & Clean-Up of 2008-2013]
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2018 UPDATE (Siderits, I & White, J) [1998-2007 & 2014-2018]
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2012 ORIGIONAL TIMELINE (Huyghe, A) [2008-2013]
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YearDay-TimeRED-COLOR HIGHLIGHTED ROW REPRESENTS ITEMS THAT ARE UNSURE FOR THE FIRST RUN-THROUGH.SIOP TECH TAG
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2020
Austin, Texas (Moved Virtual) (June) [35th Annual Conference]
((No In-Person Conference | SARS-COV-2 Pandemic | Virtual Conference Options Available))
((Tech Tag: YES|33 [49] // Total: 156))
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AuthorYearDaySession TypeSymposium/Individual Study/Panel Discussion / Session TitleTitleNotesSubmitter
12
Johannes Basch, Ulm University,

Klaus G. Melchers, Ulm University,

Evelyn Schuwerk, Ulm University,

Helen Herzer, Ulm University,
2020THURS-AMSymposium
/
Forum
58. Symposium: 11:30AM–12:50PM JW Grand Salon 1
Asynchronous Video Interviews Today—Artificial Intelligence Analysis Tomorrow?
The Role of Preparation Time on Interview Performance in Video InterviewsThe rapid development of various digital interview tools has outpaced
I-O research within the field of prehire assessment. In this session, 5
presenters address asynchronous video interviewing and especially the
current trend arising from the opportunity to conduct automated analysis
using artificial intelligence technologies. Research-based and practical
insights are offered.
Nico Tschöpe,
nico.tschoepe@cut-e.com
13
Eden-Raye Lukacik, University of Calgary,

Nicolas Roulin, Saint Mary’s University,

Joshua S. Bourdage, University of Calgary,
2020THURS-AMSymposium
/
Forum
58. Symposium: 11:30AM–12:50PM JW Grand Salon 1
Asynchronous Video Interviews Today—Artificial Intelligence Analysis Tomorrow?
VIs Now: AVI Design and Hiring Managers Reactions
The rapid development of various digital interview tools has outpaced
I-O research within the field of prehire assessment. In this session, 5
presenters address asynchronous video interviewing and especially the
current trend arising from the opportunity to conduct automated analysis
using artificial intelligence technologies. Research-based and practical
insights are offered.
Nico Tschöpe,
nico.tschoepe@cut-e.com
14
Oke Steffen Brandt, Aon,

Mats P. Englund, Aon Assessment Solutions at Aon,

Richard Justenhoven, Aon Assessment GmbH,

Manuel F. Gonzalez, Baruch College & Graduate Center, CUNY,

Nico Tschöpe, AON’s Assessment Solution
2020THURS-AMSymposium
/
Forum
58. Symposium: 11:30AM–12:50PM JW Grand Salon 1
Asynchronous Video Interviews Today—Artificial Intelligence Analysis Tomorrow?
Automated Linguistic Analysis to Predict Personality in Asynchronous Video InterviewsThe rapid development of various digital interview tools has outpaced
I-O research within the field of prehire assessment. In this session, 5
presenters address asynchronous video interviewing and especially the
current trend arising from the opportunity to conduct automated analysis
using artificial intelligence technologies. Research-based and practical
insights are offered.
Nico Tschöpe,
nico.tschoepe@cut-e.com
15
Davide Cannata, Aon,

Simon M. Breil, University of Münster,

Maximilian Jansen, Aon Assessment Solutions,
2020THURS-AMSymposium
/
Forum
58. Symposium: 11:30AM–12:50PM JW Grand Salon 1
Asynchronous Video Interviews Today—Artificial Intelligence Analysis Tomorrow?
Visual Cues for Personality Judgments: Two Recent Studies and Future DirectionsThe rapid development of various digital interview tools has outpaced
I-O research within the field of prehire assessment. In this session, 5
presenters address asynchronous video interviewing and especially the
current trend arising from the opportunity to conduct automated analysis
using artificial intelligence technologies. Research-based and practical
insights are offered.
Nico Tschöpe,
nico.tschoepe@cut-e.com
16
Theresa Lena Ruwe, Lund University,

Marie Wendel, Aon,

Mats P. Englund, Aon Assessment Solutions at Aon,
2020THURS-AMSymposium
/
Forum
58. Symposium: 11:30AM–12:50PM JW Grand Salon 1
Asynchronous Video Interviews Today—Artificial Intelligence Analysis Tomorrow?
How Artificial Intelligence Influences People’s Decision Making in Video InterviewsThe rapid development of various digital interview tools has outpaced
I-O research within the field of prehire assessment. In this session, 5
presenters address asynchronous video interviewing and especially the
current trend arising from the opportunity to conduct automated analysis
using artificial intelligence technologies. Research-based and practical
insights are offered.
Nico Tschöpe,
nico.tschoepe@cut-e.com
17
Shotaro Hakoyama, Infor Talent Science2020THURS-AMPoster84. Poster: 11:30AM–12:20PM Board 17Will the Machines Save Us? Adapting Machine Learning for Personality AssessmentsA benchmark study was conducted to compare the model building
strategy based on multiple regression and xgboost algorithm in personality-
based selection scenario. Results show that multiple regression-
based strategy explained roughly 1% of the variance in out-of-sample
sales performance, whereas xgboost-based strategy produced 2.9%.
Shotaro Hakoyama,
sho.hakoyama@infor.com
18
Brandon Minton, Virginia Tech

Ivan Hernandez, Virginia Tech

Andrew Wapperom, Virginia Tech
2020THURS-AMPoster90. Poster: 11:30AM–12:20PM Board 23An Unobtrusive Method of Testing Health-Related Hypotheses Using Facial PhotographsThe authors introduce a novel way to predict the body mass index (BMI)
of an individual using a single photograph. Using images available on
organizational websites, a neural network is trained to predict the exact
BMI of an individual. This method provides a new tool for organizational
psychologists to study health related hypotheses and highlights the
vulnerability of employees in modern times.
Ivan Hernandez,
ivanhernandez@vt.edu
19
Jiayin Qu, University of Minnesota

Aaron M. Schmidt, University of Minnesota
2020THURS-AMPoster94. Poster: 11:30AM–12:20PM Board 27A Simulation Study: Cluster Analysis in High Dimensional Space in Psychology ResearchThe “Curse of Dimensionality,” coming with an increasing number of
objects and variables available to be collected, measured, and stored
in psychology research, has become crucial for researchers applying
machine learning. Although multiple mechanisms are proposed, this
simulation study supports that the phenomenon is due to an increasing
likelihood of including noise as dimensions increase.
Jiayin Qu,
quxxx179@umn.edu
20
Patrick J. Rosopa, Clemson University

Alexander Francis Moore, Clemson University

Zach P. Klinefelter, Clemson University

Phoebe Xoxakos, Clemson University

Gwendolyn Paige Watson, Clemson University
2020THURS-AMPoster96. Poster: 11:30AM–12:20PM Board 29Machines Learn to Improve Inputs–Outputs: Why Not I-O?Big data and analytics are pervasive in organizations. Industrial-organizational
psychologists are well-positioned to leverage machine learning
algorithms to inform decision making and practice in organizations. Authors
discuss how machine learning can potentially contribute to 3 focal
areas: (a) the replication crisis, (b) deductive vs. inductive research, and
(c) training needs assessment.
Patrick J. Rosopa,
prosopa@clemson.edu
21
Sarah Sleiman Haidar, DDI

Georgi P. Yankov, DDI

Sukesh Kumar, DDI

Jimmy Zheng, DDI
2020THURS-AMPoster97. Poster: 11:30AM–12:20PM Board 30Using Machine Learning to Classify Assessment Center Text DataThis exploratory study used natural language processing to classify assessment
center text data and evaluate individual differences. Findings
indicate that the algorithm was able to accurately classify 85 out of every
100 candidates for executive positions into deficient and proficient decision
makers. Additionally, this research helped explore the personality of
good versus bad decision makers.
Sarah Sleiman Haidar,
sarah.haidar@ddiworld.com
22
Michael A. Campion, Purdue University, Panelist

Ross Daniel Piper, Wonderlic, Panelist

David W. Dorsey, HumRRO, Panelist

Katherine Elder, Capital One, Panelist
2020THURS-PMPannel
Discussion
103. Panel Discussion: 12:00PM–1:20PM Lone Star Salon EFrom Black Box to Glass Box: How to Build Explainable,
Trustworthy, and Fair AI
Although new and sophisticated artificial intelligence (AI) solutions offer
some of the most impressive performance to-date, they often sufer from low
interpretability. This is acceptable in many fields, but it poses ethical and legal
challenges that are unacceptable for I-O applications. Learn how to open
the black box and build explainable models that engender trust and fairness.
Daniel A. Schmerling,
dschmerl@gmail.com
23
Philip S. DeOrtentiis, Michigan State University

Ann Marie Ryan, Michigan State University

Nathan Thomas Brucher, Michigan State University

Christopher D. Nye, Michigan State University

Rabindra Ratan, Michigan State University

Sarah Kuang, Michigan State University

Sarena Bhatia, Kincentric

Nicholas R. Martin, Aon

Alina Siemsen, Aon’s Assessment Solutions

Richard Justenhoven, Aon Assessment GmbH

Tara K. McClure, Aon

Manuel F. Gonzalez, Baruch College & Graduate Center, CUNY
2020THURS-PMPoster118. Poster: 12:30PM–1:20PM Board 15Leveling Up: The Effects of Branding on Gamified AssessmentsAuthors utilized a 2 x 2 experimental design to examine the effects of
branding during a gamified assessment. Specifically, they examined if
branding was related to differences in applicant’s views of organizational
attractiveness and organizational personality. Findings indicated a
significant relationship between branding during gamified assessments
and style (Ŷ = .64, p = .02).
Philip S. DeOrtentiis,
psd@msu.edu
24
Tina Feldkamp, Universität des Saarlandes

Markus Langer, Universität des Saarlandes

Cornelius J. König, Universität des Saarlandes

Leo Wies, Universität des Saarlandes
2020THURS-PMPoster120. Poster: 12:30PM–1:20PM Board 17A Question of Morality: Is There a Double Standard When It Comes
to Algorithms?
Authors examined if human versus algorithm-based recommendations
differentially affect fairness perception and moral judgment of an
outcome in a personnel preselection process that appears either fair or
possibly unfair. Results indicate that the type of recommender (human
vs. algorithm) is more important for moral judgment and perceived
fairness than the preselection outcome itself.
Markus Langer,
markus.langer@uni-saarland.de
25
Jess C. Rigos, Hofstra University

Kevin Nolan, Hofstra University
2020THURS-PMPoster130. Poster: 12:30PM–1:20PM Board 27Fairness and Respect: Reactions to Artificial Intelligence in Employee
Selection
Authors examined reactions to artificial intelligence in LinkedIn and
interview assessments across 2 contexts: AI developed using (a) expert
insights and (b) job incumbent data. Findings show significant differences
in perceptions of fairness (hr2 =.18) and interpersonal respect
(hr2 =.10) based on the combination of methods used to evaluate the
assessments when compared to human-expert judgment.
Jess C. Rigos,
Jess.rigos@gmail.com
26
David Futrell, Walmart, Panelist

Mark Girouard, Nilan Johnson Lewis PA, Panelist

Isaac Benjamin Thompson, Modern Hire, Panelist

Kelly Trindel, pymetrics, Panelist

Amy Powell Yost, Capital One, Panelist
2020THURS-PMPannel
Discussion
138. Panel Discussion: 1:00PM–1:50PM 402-403Losing Its Luster? Influence of AI Innovations (and Caveats)
on Selection Consulting
Innovative selection techniques leveraging AI and machine learning
continue to make positive and negative headlines. In this interactive
session, a diverse panel of consultants, a data scientist and an attorney
will take questions and discuss how these evolving novel techniques
influence selection consulting and how we can ensure responsible use
of AI tools based on strong science and legal rigor.
Rick Hense,
rick.hense@bofa.com
27
Anthony S. Boyce, Amazon, Panelist

Josh Adam Gelb, Nationwide Building Society, Panelist

Robert E. Gibby, IBM, Panelist

Richard N. Landers, University of Minnesota, Panelist

Elisabeth Sinclair, Zuhorn & Partner, Panelist
2020THURS-PMPannel
Discussion
142. Panel Discussion: 1:00PM–1:50PM JW Grand Salon 1Humanistic Machines: Artificial Intelligence and Fairness in
Employee Selection
This session brings together a diverse panel—representing research, practice,
and the legal arena—to discuss artificial intelligence (AI) and machine learning
(ML) in employee selection. Panelists will share insights on the current and future
state of AI/ML, focusing on issues of compliance with legal and professoi nal
guidelines, and ensuring ethical, humanistic, and valid AI/ML-based tools.
Manuel F. Gonzalez,
mgonzalez47@gmail.com
Tagged
28
Madison W. Beard, Cisco, Panelist

Lynn Melissa Boyle, Symantec, Panelist

Jennifer J. Brown, Humu, Panelist

Travis J. Drake, Citizens Bank, Panelist
2020THURS-PMPannel
Discussion
147. Panel Discussion: 1:00PM–1:50PM JW Grand Salon 6Making Work Human: People Analytics in the Human–Digital AgeThis panel explores how people analytics can be leveraged to gain novel
insights from a new wave of HR technologies centered on humanizing
the workplace. Such technologies are designed to enhance human
connection, reinforce culture and performance. Panelists will highlight
the impact of these technologies on a range of important talent initiatives
and outcomes through advanced analytics.
Gregory W. Stevens,
gwstevens@gmail.com
29
Brett Gatesman, PSI Services, LLC, Panelist

Joseph Meyer, AROS, Panelist

Cheryl Oxley, OutMatch, Panelist

Kevin John Rutherford, Verizon, Panelist
2020THURS-PMPannel
Discussion
152. Panel Discussion: 1:00PM–1:50PM Lone Star Salon FVideo Interviewing 2.0: Beyond Best Practices and Artificial
Intelligence Implications
This panel will discuss some of the major technical, legal, and best practice
considerations when investigating the use of video interviews for organizations.
The panel will highlight practical examples of video interviewing programs
at well-established organizations, the evolution of video interviewing
from lessons learned, and AI considerations considering recent legislation
Andrea Valentine,
andrea.valentine@merck.com
Tagged
30
Li Guan, Aon,

Stefan Gaertner, Aon,

Amy Garner, Aon Inc.,
2020THURS-PMSymposium
/
Forum
156. Symposium: 1:30PM–2:50PM Lone Star Salon E
Machine Learning for I-O 2.0
Alternative Job Choices Based on Employees’ Job ProfilesMachine learning (ML) techniques have been increasingly used by
industrial-organizational (I-O) psychologists to derive insights and solve
problems in the world of work. This symposium presents and integrates
across a diverse set of 4 papers using ML, deep learning (DL), and
natural language processing (NLP) to address pertinent I-O research
and practice issues.
Mengqiao (MQ) Liu,
mengqiao.liu7@gmail.com
31
Ivan Hernandez, Virginia Tech,

Andrea Sanders, DePaul University,

Soonyoung Kim, Virginia Tech,

Steven Towe, DePaul University
2020THURS-PMSymposium
/
Forum
156. Symposium: 1:30PM–2:50PM Lone Star Salon E
Machine Learning for I-O 2.0
Deep Selection: Inferring Employee Traits from Résumé Style Using Neural NetworksMachine learning (ML) techniques have been increasingly used by
industrial-organizational (I-O) psychologists to derive insights and solve
problems in the world of work. This symposium presents and integrates
across a diverse set of 4 papers using ML, deep learning (DL), and
natural language processing (NLP) to address pertinent I-O research
and practice issues.
Mengqiao (MQ) Liu,
mengqiao.liu7@gmail.com
32
Louis Hickman, Purdue University,

Nigel Bosch, University of Illinois at Urbana-Champaign,

Louis Tay, Purdue University,

Vincent Ng, Purdue University,

Rachel M. Saef, Northern Illinois University,

Sang Eun Woo, Purdue University
2020THURS-PMSymposium
/
Forum
156. Symposium: 1:30PM–2:50PM Lone Star Salon E
Machine Learning for I-O 2.0
Investigating Emotion Analytics for Predicting Personality in Video InterviewsMachine learning (ML) techniques have been increasingly used by
industrial-organizational (I-O) psychologists to derive insights and solve
problems in the world of work. This symposium presents and integrates
across a diverse set of 4 papers using ML, deep learning (DL), and
natural language processing (NLP) to address pertinent I-O research
and practice issues.
Mengqiao (MQ) Liu,
mengqiao.liu7@gmail.com
33
Elizabeth A. McCune, Microsoft,

Jason Lewris, Microsoft,

Victoria Westerhoff, Microsoft,
2020THURS-PMSymposium
/
Forum
156. Symposium: 1:30PM–2:50PM Lone Star Salon E
Machine Learning for I-O 2.0
Scalable Analysis of Employee Comments Leveraging NLP and an Analytics PlatformMachine learning (ML) techniques have been increasingly used by
industrial-organizational (I-O) psychologists to derive insights and solve
problems in the world of work. This symposium presents and integrates
across a diverse set of 4 papers using ML, deep learning (DL), and
natural language processing (NLP) to address pertinent I-O research
and practice issues.
Mengqiao (MQ) Liu,
mengqiao.liu7@gmail.com
34
Xinyu Hu, Northern Illinois University

Alecia M. Santuzzi, Northern Illinois University

Larissa K. Barber, San Diego State University
2020THURS-PMPoster166. Poster: 1:30PM–2:20PM Board 10Measurement Invariance of the Workplace Telepressure Measure Across OccupationsThis study tested measurement invariance of a workplace telepressure
measure across work contexts represented by specific occupational
characteristics (communication demands, email use, time pressure, and
job control) that typify occupations with different levels of technological
use. Findings showed that workplace telepressure measure was invariant
across all 4 occupational characteristics.
Xinyu Hu,
xhu2@niu.edu
35
Dean Jones, University of West Florida

Valerie J. Morganson, University of West Florida

Alyssa Pentz Seigler, University of West Florida
2020THURS-PMPoster168. Poster: 1:30PM–2:20PM Board 12Examining O*NET General Work Activities as Predictors of Customer Sexual HarassmentAuthors examined the relation between work activities and customer sexual
harassment (CSH) by linking data from the Occupational Information Network
(O*NET) with self-report experiences of CSH. Objective job conditions, as
measured by O*Net, accounted for substantial variance in subjective reports
of harassment (13%). Research and applied implications are discussed.
Dean Jones,
ddj12@students.uwf.edu
36
David J. Howard, University of South Florida, Presenter

Leslie Overmyer-Day, Booz Allen Hamilton, Presenter

Clay Cross, Chiron Technology, Presenter

David W. Dorsey, HumRRO, Presenter

Kayleigh Early, United States Navy, Presenter

Stephanie L. Shively, Booz Allen Hamilton, Presenter
2020THURS-PMAlternative
Session
194. Alternative Session Type with Presenters:
2:00PM–2:50PM Brazos
Hello From the Technical Side: A Multidisciplinary Exploration of I-O’s Role in CyberThis multidisciplinary session will include industrial and organizational (I-O)
psychologists from both applied and academic careers and cyber personnel
in technical positions. Cyber panelists will present issues in their field and
I-O psychologists will discuss solutions from I-O methodology and research.
Jaclyn Martin,
jaclyn.martin@pdri.com
37
Steven T. Hunt, SAP SuccessFactors, Panelist

James H. Killian, Qualtrics, Panelist

Justin C. O’Neal, Amazon, Panelist

Dale S. Rose, 3D Group, Panelist
2020THURS-PMPannel
Discussion
195. Panel Discussion: 2:00PM–2:50PM JW Grand Salon 1Assessing Relationship Quality: Technology to Understand
Interpersonal Interactions
Business success depends on interactions and interpersonal connections
among employees, leaders, customers, and other business
stakeholders. A panel of experts discusses how recent technological
innovations related to things such as organizational network analysis,
360 feedback, pulse surveys, and customer experience analytics are
informing a deeper understanding of workplace relationships.
Steven T. Hunt,
s.hunt@sap.com
Tagged
38
Stephen Campbell Newman, Roosevelt University, Author

John P. Muros, RHR International, Presenter

Ashley D. DuPuis, Dow Chemical, Presenter

Brian Costello, Red Hat, Presenter
2020THURS-PMAlternative
Session
197. Alternative Session Type with Presenters:
2:00PM–2:50PM JW Grand Salon 3
People Analytics Practice Incubator: Sharing Successes and
Crowdsourcing Challenges
Calling all practitioners in the field of People Analytics: Join in round
table discussions on relevant topics challenging the field today, sharing
wisdom from recent successes and developing solutions. This session
is intended to strengthen the internal community of People Analytics
professionals within SIOP, leveraging our shared I-O frame of reference
to create a network of mutual support.
Brigitte K. Armon,
brigitte.armon@coxinc.com
39
Robbie C. Brusso, Capital One, Presenter

William N. Haller, Energy Information Administration (EIA), Presenter

Brendan S. Hunt, FMP Consulting, Presenter

Hanna K. Pillion, U.S. Customs and Border Protection, Presenter

Stephen W. Tyler, Square, Presenter

Shrish P. Willett, FMP Consulting, Presenter
2020THURS-PMIgnite
Session
207. Ignite: 2:00PM–2:50PM Lone Star Salon HExcel Can Do That Too? Six Fantastic Functions for I-OsExcel remains a ubiquitous and accessible tool for many I-Os. This
IGNITE! session describes Excel functions that can be leveraged across
a wide range of I-O projects. Panelists will demonstrate advanced Excel
functionality that allows I-Os to efficiently clean and structure data, analyze
qualitative and quantitative information, and produce polished data
visualizations and dashboards.
Jessica L. Dzieweczynski,
jessicadzi@gmail.com
40
Nathan A. Hundley, Hogan Assessments, Presenter

Andrew B. Blake, Texas Tech University, Presenter

Xue Lei, George Mason University, Presenter
2020THURS-PMMaster
Tutorial
208. Master Tutorial: 3:30PM–4:20PM 201-202I Have Text Data. What Do I Do Next? A Master Tutorial on NLP BasicsThe 50-minute master tutorial is to present an in-depth guide on what
to do when you have just acquired text data and are stuck on the next
steps to create something meaningful from it. Attendees will walk away
from this master tutorial with a solid foundation in how to prepare their
organizations’ unstructured text data for analysis using Python
Nathan A. Hundley,
nah386@utulsa.edu
Tagged
41
Melissa Gutworth, Montclair State University

Matt C. Howard, University of South Alabama
2020THURS-PMPoster244. Poster: 3:30PM–4:20PM Board 17A Meta-Analysis of Virtual Reality Training Programs for Social Skill DevelopmentA meta-analysis is perfomed to determine the effectiveness of virtual reality
(VR) social skills training. VR programs, on average, perform better
than alternative programs, but almost all other findings contradict current
notions. Suggestions are provided regarding VR social skills training
effectiveness, attributes that produce better outcomes, and directions for
future research and practice.
Melissa Gutworth,
gutworthm@montclair.edu
42
Michael J. Keeney, Aptima, Inc.

Kent C. Halverson, Aptima, Inc.

Evan L Oster, Aptima, Inc.

John Kegley, Aptima, Inc.
2020THURS-PMPoster245. Poster: 3:30PM–4:20PM Board 18Optimizing and Validating Training Technology SelectionVirtual, augmented, and mixed (VAM) reality technologies can provide
better training experiences than using real-world assets, but because
these systems are often still in development, current methods to evaluate
and estimate training benefits cannot be applied. Authors adapt a
synthetic validity approach to accommodate stimuli elements versus job
selection elements to estimate the value of VAM.
Michael J. Keeney,
mkeeney@aptima.com
43
Robert McCormack, Aptima, Inc.

Kristy Kay, Aptima, Inc.

Anne M. Sinatra, U.S. Army Combat Capabilities Center

Tara Kilcullen, Aptima, Inc.
2020THURS-PMPoster246. Poster: 3:30PM–4:20PM Board 19Measuring Teamwork Skills in a Virtual Environment for Intelligent Team TrainingHigh-performing teams are those that complete their goals while working
well together. Even when individuals are experts, breakdowns in teamwork
can lead to poor outcomes. Training teamwork efficiently remains
a challenge. In this paper, the authors describe developing measures of
coordination and cohesion for teamwork training in a virtual environment
using an intelligent tutoring system.
Kristy Kay,
kristymkay@gmail.com
44
Sean Michael Noble, North Carolina State University

Jason Saville, North Carolina State University

Lori L. Foster, North Carolina State University
2020THURS-PMPoster247. Poster: 3:30PM–4:20PM Board 20Virtual Reality Preference Using a Unified Theory of Acceptance and Use of TechnologyUndergraduate participants (N = 300) read a description of VR and
YouTube training mediums, then indicated which they would choose to
learn a novel task (i.e., suturing). Almost two-thirds of participants (65%)
chose VR, whereas the remaining 35% chose YouTube. Results indicated
that performance expectancy, effort expectancy, and social influence
predicted behavioral intention.
Sean Michael Noble,
smnoble2@ncsu.edu
45
Richard N. Landers, University of Minnesota2020THURS-PMSymposium
/
Forum
270. Alternative Session Type with multiple papers:
4:30PM–5:50PM JW Grand Salon 5
Teaching Big Data Methods in I-O Graduate Curriculum 3.0
Big Datasets From Free Online Data Sources Using APIsTo keep up with advances in Big Data, organizational scientists must be
trained in Big Data analytics and related conceptual issues. Extending
2 successful sessions held at past SIOP conferences, this session
presents 3 learning modules exploring cutting-edge Big Data topics and
discusses their integration into courses taught in I-O graduate programs.
Samuel T. McAbee,
smcabee@bgsu.edu
46
Sang Eun Woo, Purdue University2020THURS-PMSymposium
/
Forum
270. Alternative Session Type with multiple papers:
4:30PM–5:50PM JW Grand Salon 5
Teaching Big Data Methods in I-O Graduate Curriculum 3.0
Inductive and Abductive Approaches to ScienceTo keep up with advances in Big Data, organizational scientists must be
trained in Big Data analytics and related conceptual issues. Extending
2 successful sessions held at past SIOP conferences, this session
presents 3 learning modules exploring cutting-edge Big Data topics and
discusses their integration into courses taught in I-O graduate programs.
Samuel T. McAbee,
smcabee@bgsu.edu
47
Mengqiao (MQ) Liu, Amazon2020THURS-PMSymposium
/
Forum
270. Alternative Session Type with multiple papers:
4:30PM–5:50PM JW Grand Salon 5
Teaching Big Data Methods in I-O Graduate Curriculum 3.0
Interpreting Machine Learning ModelsTo keep up with advances in Big Data, organizational scientists must be
trained in Big Data analytics and related conceptual issues. Extending
2 successful sessions held at past SIOP conferences, this session
presents 3 learning modules exploring cutting-edge Big Data topics and
discusses their integration into courses taught in I-O graduate programs.
Samuel T. McAbee,
smcabee@bgsu.edu
48
Bradley Pitcher, George Washington University, Presenter

Tara S. Behrend, George Washington University, Presenter

Matt C. Howard, University of South Alabama, Presenter

Lindsey M. Lee, K. Parks Consulting, Presenter

Sebastian Marin, University of Minnesota, Presenter

Lara Montefiori, Arctic Shores, Presenter
2020THURS-PMAlternative
Session
271. Alternative Session Type with Presenters:
4:30PM–5:50PM JW Grand Salon 6
Virtual Reality and Assessment: Future Directions for Research and Practice
This session will begin with 3 presentations of current research findings and
1 presentation on applications of virtual reality (VR) in organizations. Attendees
will then join an interactive discussion regarding the potential uses of VR
and a research agenda. To conclude, a leading scholar and practitioner will
provide insights on future research and applications of VR in organizations
Bradley Pitcher,
bradpitcher@gwu.edu
Tagged
49
Leslie A. DeChurch, Northwestern University, Panelist

Noshir Contractor, Northwestern University, Panelist

Charlene K. Stokes, Air Force Research Laboratories (AFRL), Panelist

Matthias Scheutz, Tufts University, Panelist

Nancy Cooke, Arizona State University, Panelist

Elliot Alfred Loh, National Defence Canada, Panelist

Kara L. Orvis, Aptima, Inc., Panelist
2020THURS-PMPannel
Discussion
274. Panel Discussion: 4:30PM–5:50PM Lone Star Salon BHuman-Agent Teams Will Revolutionize the Future of Work: Implications for I-OThis session will discuss the implications of intelligent, adaptive technologies
in the future workplace, focusing on how this introduction and
interaction with human coworkers will affect leadership, teamwork, selection,
and training with an eye toward designing these future interactions
to enhance organizational performance.
Alexa Marie Harris,
alexaharris2021@u.northwestern.edu
50
Melissa G. Keith, Bowling Green State University, Panelist

Justin A. DeSimone, University of Alabama, Panelist

Kim Nimon, University of Texas at Tyler, Panelist

Alex P. Lindsey, University of Memphis, Panelist

Jonathan Kyle Bailey, Texas A&M University, Panelist
2020THURS-PMPannel
Discussion
277. Panel Discussion: 4:30PM–5:50PM Lone Star Salon EHow Should I-O Psychologists Collect Data via MTurk?: A DiscussionThere has been conflicting advice in the literature on the best MTurk requester
practices for I-O psychologists, and much of the advice comes with little
consideration for MTurk workers’ perspectives. Panelists from a variety of
backgrounds, including MTurk workers themselves, will discuss ethical requester
practices and the logistics of conducting survey research on MTurk.
Kelly Dray,
kellydray@tamu.edu
51
Della Agbeke, Colorado State University

Kimberly Henry, Colorado State University

Gwenith G. Fisher, Colorado State University
2020THURS-PMPoster279. Poster: 4:30PM–5:20PM Board 1O*NET as a Secondary Occupational Data SourceAuthors examined the utility of O*NET as a secondary data source that
can be paired with large-scale studies to represent measures of occupational
exposures using 2 analytical methods: CFA and ESEM. Findings
indicate superior measurement of the ESEM model and overall validity
of O*NET data as an imputed data source when occupational information
is otherwise unavailable
Della Agbeke,
dagbeke@gmail.com
52
Lu Zuo, University of Alabama2020THURS-PMPoster309. Poster: 4:30PM–5:20PM Board 31Does Your Work Kill Your Sleep? Use Machine Learning in Predicting Sleep QualityAuthors explored the most important correlates of sleep quality using
supervised machine learning, affirming and extending existing sleep
research. Specifically, using lasso regression, it was found that positive
family-to-work spillover, sex, control, positive relations with others, acceptance
of others, and negative affect exhibit strong effects on sleep quality.
Lu Zuo,
lzuo3@crimson.ua.edu
53
Adam Cannon, Columbia University, Presenter2020FRI-AMSeminar324. Friday Seminar: 8:00AM–11:00AM 301-302Friday Seminar 1: Python Programming for I-O Psychology:
How to Start and How to Grow
PREREGISTRATION AND ADDITIONAL FEE REQUIRED. This
seminar will guide participants through the basics of programming in
Python and survey specific tools that are important for I-O psychologists
using relevant real-world examples. The seminar is designed to help the
less experienced practitioner or academic become comfortable using a
powerful general programming language to solve new problems
Kristin Weiss,
kristinc@amazon.com
54
Neal Outland, DePaul University2020FRI-AMSymposium
/
Forum
333. Alternative Session Type with multiple papers:
8:00AM–9:20AM JW Grand Salon 5
Toolkits for Physiological Measurement, Behavioral Coding,
and Computational Modeling
Hello World! Tools, Techniques, and Getting Started With Computational ModelingInnovative research methods are often intimidating to new users due to
technological barriers to entry. In this session, our presenters provide
“beginner’s guide” toolkits for using physiological measurement,
behavioral coding and computational modeling to study organizational
phenomena. Each toolkit will involve a recorded demonstration and
additional resources for getting started.
Hayley M. Trainer,
hayleytrainer15@gmail.com
55
Jeff A. Jones, Korn Ferry, Presenter

Steven Nydick, Korn Ferry, Presenter

Ben Wiseman, Korn Ferry Institute, Presenter
2020FRI-AMMaster
Tutorial
334. Master Tutorial: 8:00AM–9:20AM JW Grand Salon 6Text Analytics and NLP With RText is messy! Extracting information from text data is not as simple
as analyzing quantitative questionnaires. This tutorial session will walk
you through how to clean, describe, summarize, display, and predict
outcomes from text using the powerful statistical language R. Bring your
laptop for this interactive session (download session materials here:
https://bit.ly/2KKXlHQ).
Steven Nydick,
nydic001@umn.edu
56
Jacob C. Bradburn, Michigan State University,

Christopher D. Nye, Michigan State University,

Dan J. Putka, HumRRO,

Anthony S. Boyce, Amazon,

Nicholas R. Martin, Aon,

Fabian Elizondo, K. Parks Consulting, Inc.,
2020FRI-AMSymposium
/
Forum
335. Symposium: 8:00AM–9:20AM JW Grand Salon 7-8
The Rise of the Machines: How Machine Learning Is Changing Organizations and Research
Personality and P–E Fit: The Potential Contribution of Machine Learning to PredictionGiven the growing popularity of machine learning (ML), this symposium
presents 5 papers that discuss the use and interpretation of ML for various
aspects of organizational research and practice. The implications of
ML will be discussed in the context of predicting work outcomes, reading
text-based survey responses, clustering jobs, and reviewing the literature.
Christopher D. Nye,
nyechris@msu.edu
Tagged
57
Elena Auer, University of Minnesota,

Khue Tran, University of Minnesota Twin Cities,

Lily Dunk, University of Minnesota,

Richard N. Landers, University of Minnesota,
2020FRI-AMSymposium
/
Forum
335. Symposium: 8:00AM–9:20AM JW Grand Salon 7-8
The Rise of the Machines: How Machine Learning Is Changing Organizations and Research
Machine Learning in Employee Selection: A Simulation StudyGiven the growing popularity of machine learning (ML), this symposium
presents 5 papers that discuss the use and interpretation of ML for various
aspects of organizational research and practice. The implications of
ML will be discussed in the context of predicting work outcomes, reading
text-based survey responses, clustering jobs, and reviewing the literature.
Christopher D. Nye,
nyechris@msu.edu
58
Ross Walker, Michigan State University,

Robert L. Gray, Michigan State University,

William Shepherd, The Wendy’s Company,

Eric D. Bookmyer, MedVet,

Ann Marie Ryan, Michigan State University
2020FRI-AMSymposium
/
Forum
335. Symposium: 8:00AM–9:20AM JW Grand Salon 7-8
The Rise of the Machines: How Machine Learning Is Changing Organizations and Research
Feelings: Predicting Employee Engagement From Text DataGiven the growing popularity of machine learning (ML), this symposium
presents 5 papers that discuss the use and interpretation of ML for various
aspects of organizational research and practice. The implications of
ML will be discussed in the context of predicting work outcomes, reading
text-based survey responses, clustering jobs, and reviewing the literature.
Christopher D. Nye,
nyechris@msu.edu
59
Evan Mulfinger, Rice University,

Leo Alexander, III, Rice University,

Fred Oswald, Rice University,
2020FRI-AMSymposium
/
Forum
335. Symposium: 8:00AM–9:20AM JW Grand Salon 7-8
The Rise of the Machines: How Machine Learning Is Changing Organizations and Research
Using the O*NET Content Model to Predict Interest Requirements of JobsGiven the growing popularity of machine learning (ML), this symposium
presents 5 papers that discuss the use and interpretation of ML for various
aspects of organizational research and practice. The implications of
ML will be discussed in the context of predicting work outcomes, reading
text-based survey responses, clustering jobs, and reviewing the literature.
Christopher D. Nye,
nyechris@msu.edu
60
Feng Guo, Bowling Green State University,

Michael J. Zickar, Bowling Green State University,
2020FRI-AMSymposium
/
Forum
335. Symposium: 8:00AM–9:20AM JW Grand Salon 7-8
The Rise of the Machines: How Machine Learning Is Changing Organizations and Research
Exploring 100 Years’ of Research in Industrial and Organizational PsychologyGiven the growing popularity of machine learning (ML), this symposium
presents 5 papers that discuss the use and interpretation of ML for various
aspects of organizational research and practice. The implications of
ML will be discussed in the context of predicting work outcomes, reading
text-based survey responses, clustering jobs, and reviewing the literature.
Christopher D. Nye,
nyechris@msu.edu
61
Anthony S. Boyce, Amazon, Presenter

Tracey Tafero, Amazon, Presenter

Mengqiao (MQ) Liu, Amazon, Presenter
2020FRI-AMSeminar345. Friday Seminar: 8:00AM–11:00AM 303-304Friday Seminar 2: ML Powered Talent Assessments: Vision Practicalities and TechniquesPREREGISTRATION AND ADDITIONAL FEE REQUIRED. This seminar
introduces how machine learning may be used to enhance efficiency,
accuracy, and experience of talent assessments. Three questions are
covered: What could be done? What are key considerations? What
techniques are most relevant?
Jessica Blackburn,
blackburn.jessica@gmail.com
62
Alexander Francis Moore, Clemson University

Fred S. Switzer, III, Clemson University
2020FRI-AMPoster369. Poster: 8:30AM–9:20AM Board 24Say It to My Face: Online Disinhibition Predicts Cyber Incivility in TelecommutersOnline disinhibition reflects an individual tendency toward counternormative
behavior in online contexts. Its relevance to instigated cyber incivility
(ICI) was demonstrated in a survey of remote workers (n = 159), with
results supporting the theoretical argument that attitudes associated with
online disinhibition propagate uncivil behavior but only in online contexts
Alexander Francis Moore,
Afm2@g.clemson.edu
63
Anthony Naranjo, University of Central Florida,

Mindy K. Shoss, University of Central Florida
2020FRI-AMSymposium
/
Forum
387. Symposium: 10:00AM–10:50AM JW Grand Salon 4
Addressing Job Insecurity Across the Globe: The Role of Resources
Examining Predictors of Cognitive Job Insecurity: A Machine Learning ApproachJob insecurity continues to be an issue that many organizations struggle
to effectively address. This symposium highlights the role of various
types of resources that can help reduce job insecurity cognitions and
mitigate its negative effects. These resources include economic, social,
job, personal, and health resources, which can serve to help individuals
cope with perceived job threats.
Anthony Naranjo,
anaranj2@gmail.com
64
Allison N. Besl, Amazon, Panelist

Don M. Moretti, US Foods, Panelist

Kevin R. Reindl, San Diego Gas & Electric, Panelist

Andrew L. Solomonson, Delta Air Lines, Panelist

Kelsey M. Stephens, Macy’s Inc., Panelist
2020FRI-AMPannel
Discussion
390. Panel Discussion: 10:00AM–10:50AM JW Grand Salon 7-8More Than a Number: Managing Selection and Recruitment in the Digital AgeAlthough they can be tremendously advantageous for narrowing candidate
pools and applying standardized selection decisions, advanced
technology tools in selection and recruitment can often leave candidates
feeling as if they are unable to fully showcase their skills and talents.
Panelists will share insights and experiences with various applications of
technology used in selection and recruitment.
Monica D. Elcott,
melcott@psionline.com
65
Tracy Kantrowitz, PDRI, an SHL Company, Presenter

Fred Oswald, Rice University, Presenter

Eric D. Heggestad, University of North Carolina at Charlotte, Presenter

Lynn Collins, BTS USA, Presenter
2020FRI-AMSpecial
Event
393. Special Event: 10:00AM–10:50AM Lone Star Salon CSIOP Select: SIOP’s Leading Edge Consortium: Highlights and Lessons From the 2019 LECThe 2019 SIOP Leading Edge Consortium (LEC) focused on the
evolving state of assessment practice and science, and managing the
disruption associated with the implementation of new technologies in
organizations. Presenters summarize highlights from this event and
reflect on the LEC as a unique vehicle for professional growth and how it
can serve as a component of SIOP’s value to the profession.
Douglas H. Reynolds,
doug.reynolds@ddiworld.com
66
Edgar E. Kausel, Pontificia Universidad Católica de Chile,2020FRI-AMSymposium
/
Forum
394. Symposium: 10:00AM–10:50AM Lone Star Salon D
Trust and the Artificial Intelligence–Human Interface at Work
Punishing Naughty Machines? The Dynamic Nature of Algorithmic Advice UtilizationArtificial intelligence (AI) solutions are increasingly being utilized in
businesses to help humans face complex decisions. Nonetheless, people
prefer to rely on their own judgment. Authors present 3 papers that explore
factors that influence workers’ trust in AI at work. Findings contribute to
theory and have practical implications for AI design and implementation.
Riley Hess,
rileyhess96@gmail.com
Tagged
67
Samantha R. Dubrow, George Mason University,

Andrew M. Naber, Gartner
2020FRI-AMSymposium
/
Forum
394. Symposium: 10:00AM–10:50AM Lone Star Salon D
Trust and the Artificial Intelligence–Human Interface at Work
Evaluating the Adaptive Workspace for Analyst Knowledge and EngagementArtificial intelligence (AI) solutions are increasingly being utilized in
businesses to help humans face complex decisions. Nonetheless, people
prefer to rely on their own judgment. Authors present 3 papers that explore
factors that influence workers’ trust in AI at work. Findings contribute to
theory and have practical implications for AI design and implementation.
Riley Hess,
rileyhess96@gmail.com
68
Riley Hess, University of Georgia,

Nathan T. Carter, University of Georgia
2020FRI-AMSymposium
/
Forum
394. Symposium: 10:00AM–10:50AM Lone Star Salon D
Trust and the Artificial Intelligence–Human Interface at Work
Assessing Warmth and Competence in Artificial Intelligence AssistantsArtificial intelligence (AI) solutions are increasingly being utilized in
businesses to help humans face complex decisions. Nonetheless, people
prefer to rely on their own judgment. Authors present 3 papers that explore
factors that influence workers’ trust in AI at work. Findings contribute to
theory and have practical implications for AI design and implementation.
Riley Hess,
rileyhess96@gmail.com
69
Darrin Grelle, SHL US LLC, Panelist

Ted B. Kinney, PSI Services LLC, Panelist

Jacob Seybert, Imbellus, Panelist

Daly Vaughn, Modern Hire, Panelist

Ken Yusko, University of Maryland, College Park, Panelist
2020FRI-AMPannel
Discussion
396. Panel Discussion: 10:00AM–10:50AM Lone Star Salon FInnovative Cognitive Ability Assessment: Advancing Theory, Technology, and MeasurementFive hiring assessment experts will discuss novel ways in which to measure
cognitive ability using recently developed theories of cognitive ability
and groundbreaking technology. Additionally, the panel will discuss
how these new measures address the issue of adverse impact as well
as contemporary issues such as mobile versus computer administration
Donna Kingry,
donna.kingry@gmail.com
70
Nahren Cama, I/O Solutions, Inc.

Roya Ayman, Illinois Institute of Technology
2020FRI-AMPoster399. Poster: 10:30AM–11:20AM Board 1The Paradox of Communication Technology in the Work–Family InterfaceThis study assessed the impact of (a) accessibility and availability, and
(b) flexibility through communication technology, on the experience of
work-to-family conflict, family-to-work conflict, and work–family balance.
Data were collected from the employee and their spouse/partner. The
study extends previous research connecting communication technology
variables to work–family outcomes.
Nahren Cama,
ncama@iosolutions.com
71
Sabrina D. Volpone, University of Colorado Boulder, Host

Maurice Johnson, CUNA Mutual Group, Host

Katharine O. Murray, American Family Insurance, Coordinator
2020FRI-AMCommunity
Of
Interest
434. Community of Interest: 11:00AM–11:50AM 408-409Making the Qualitative, Quantitative With Text AnalyticsCOI facilitators invite practitioners, researchers, and students to join
for a conversation about working with qualitative data. Best practices,
including data collection methods (interviews, focus groups) and data
analysis approaches (text mining, content and sentiment analysis) will
be discussed. Participants are encouraged to bring their experiences
and questions to this interactive session.
Katharine O. Murray,
kmurray@amfam.com
72
Evan F. Sinar, BetterUp, Panelist

Stephen G. Sireci, University of Massachusetts Amherst, Panelist

Eric J. Sydell, Modern Hire, Panelist

Kelly Trindel, pymetrics, Panelist
2020FRI-AMPannel
Discussion
443. Panel Discussion: 11:00AM–12:20PM JW Grand Salon 7-8Modern Validity Arguments Meet Artificial Intelligence in AssessmentThe panel will address several questions that juxtapose modern perspectives
on validity with developments in AI-enabled assessment. The session
will conclude with potential ways forward that harness the power of AI without
sacrificing the state of the art in validity argumentation. The multidisciplinary
panel reflects thought leaders in AI-enabled assessment and validity
Dan J. Putka,
dputka@humrro.org
73
Sandra L. Fisher, Münster University of Applied Sciences,

Paola Girotto, Clarkson University,

Catherine E. Connelly, McMaster University,

Silvia Bonaccio, University of Ottawa
2020FRI-AMSymposium
/
Forum
445. Alternative Session Type with multiple papers:
11:00AM–12:20PM Lone Star Salon B
Contemporary Barriers to the Recruitment and Inclusion of
Persons With Disabilities
AI Recruitment and Selection Tools: Impact on Applicants With DisabilitiesAlthough strategies to support the labor market outcomes of persons with
disabilities have been developed, barriers persist at various stages of the employment
cycle. In this session, 5 empirical papers are presented on contemporary
barriers to the recruitment (prehire) and workplace inclusion (posthire)
of persons with disabilities, followed by group discussion on this topic.
Daniel Samosh,
dan.samosh@utoronto.ca
74
Alyssa K. McGonagle, University of North Carolina at Charlotte,

Enrica N. Ruggs, University of Memphis
2020FRI-AMSymposium
/
Forum
445. Alternative Session Type with multiple papers:
11:00AM–12:20PM Lone Star Salon B
Contemporary Barriers to the Recruitment and Inclusion of
Persons With Disabilities
Does Video Training Help Reduce Bias Against Job Applicants With Disabilities?Although strategies to support the labor market outcomes of persons with
disabilities have been developed, barriers persist at various stages of the employment
cycle. In this session, 5 empirical papers are presented on contemporary
barriers to the recruitment (prehire) and workplace inclusion (posthire)
of persons with disabilities, followed by group discussion on this topic.
Daniel Samosh,
dan.samosh@utoronto.ca
75
David Autor, MIT, Panelist

Eric M. Dunleavy, DCI Consulting Group, Inc, Panelist

Frida E. Polli, pymetrics, Panelist

Jenny Yang, Urban Institute, Panelist
2020FRI-AMPannel
Discussion
449. Panel Discussion: 11:00AM–12:20PM Lone Star Salon FAutomation (In)Equality and the Future of Work: Interdisciplinary PerspectivesEmerging technologies have sparked important questions and debate
about equal opportunity and employment. Too often, discussions
remain in disciplinary silos, precluding the cross-pollination of ideas and
resulting synergies. This panel of leaders in I-O psychology, economics,
policy, law, business, and technology will offer unique perspectives on
pressing questions about the future of work
Lori L. Foster,
llfoster@ncsu.edu
Tagged
76
Eoin O’Callaghan, Aon,

Marinus van Driel, Aon,

Nicholas R. Martin, Aon
2020FRI-PMSymposium
/
Forum
458. Symposium: 12:30PM–1:20PM JW Grand Salon 1
To Equivalency and Beyond: New Discoveries in the Mobile
Assessment Realm
The Latest International Trends in Mobile Assessment UsageAs technology evolves and provides opportunities for innovative HR
practices, research must keep pace. This symposium explores dynamics
between high-fidelity assessments and devices on which they are taken.
Topics include scoring and applicant reaction differences between leaders/
nonleaders, device optimized/nonoptimized assessments, mobile
cognitive, and latest trends in mobile assessment usage.
Jason N. Jaber,
jason.jaber@shl.com
77
Justin Rossini, DDI,

Breanna R. Wexler, DDI,
2020FRI-PMSymposium
/
Forum
458. Symposium: 12:30PM–1:20PM JW Grand Salon 1
To Equivalency and Beyond: New Discoveries in the Mobile
Assessment Realm
Level Versus Entry-Level Candidate Device Usage TrendsAs technology evolves and provides opportunities for innovative HR
practices, research must keep pace. This symposium explores dynamics
between high-fidelity assessments and devices on which they are taken.
Topics include scoring and applicant reaction differences between leaders/
nonleaders, device optimized/nonoptimized assessments, mobile
cognitive, and latest trends in mobile assessment usage.
Jason N. Jaber,
jason.jaber@shl.com
78
Paul M. Fursman, SHL,

Jason N. Jaber, SHL,
2020FRI-PMSymposium
/
Forum
458. Symposium: 12:30PM–1:20PM JW Grand Salon 1
To Equivalency and Beyond: New Discoveries in the Mobile
Assessment Realm
Exploring the Equivalence of a Mobile Optimized Cognitive Ability AssessmentAs technology evolves and provides opportunities for innovative HR
practices, research must keep pace. This symposium explores dynamics
between high-fidelity assessments and devices on which they are taken.
Topics include scoring and applicant reaction differences between leaders/
nonleaders, device optimized/nonoptimized assessments, mobile
cognitive, and latest trends in mobile assessment usage.
Jason N. Jaber,
jason.jaber@shl.com
79
Josh W. Allen, Walmart, Presenter

Adam S. Forman, Epstein Becker Green, Presenter

Nick C. Koenig, Modern Hire, Presenter

Adam T. Myer, Johnson & Johnson, Presenter

Fred Oswald, Rice University, Presenter
2020FRI-PMIgnite
Session
464. Ignite: 12:30PM–1:20PM JW Grand Salon 7-8Machine Learning and Selection: Accessible Foundations for I-OsIncreasingly often, I-O practitioners are being approached about machine
learning or asked to vet assessment vendors who use machine
learning in their solutions. This session offers accessible foundations
and best practice recommendations on a topic that can be intimidating.
Alison E. Carr,
alison.carr@modernhire.com
80
Traci Bricka, University of Texas at Arlington

Amber N. Schroeder, University of Texas at Arlington
2020FRI-PMPoster488. Poster: 12:30PM–1:20PM Board 16An Empirical Investigation of Rideshare Driver Motivation and Work OutcomesThe ridesharing environment consists of favorable work characteristics,
yet a number of negative work outcomes have been reported. Exploring
contextual moderators of these relations, results indicated that work
essentiality and resources helped explain why positive job attributes may
not be producing favorable work outcomes. Findings have important
implications for rideshare work design.
Traci Bricka,
traci.bricka@mavs.uta.edu
Tagged
81
Traci Bricka, University of Texas at Arlington

Amber N. Schroeder, University of Texas at Arlington

Sumbul Hameed, University of Texas at Arlington
2020FRI-PMPoster489. Poster: 12:30PM–1:20PM Board 17Influencing the Influencer: A Proposed Model of Social Media
Influencer Effectiveness
Social media influencing is a recent technology-based phenomenon, but less is
known about influencers as employees, particularly regarding the antecedents
of influencer effectiveness. Authors propose a theoretical model delineating
how personal, behavioral, and contextual factors may predict work effectiveness.
Practical implications and future research directions are discussed.
Traci Bricka,
traci.bricka@mavs.uta.edu
Tagged
82
Chulin Chen, University of Minnesota

Darius K-S Chan, The Chinese University of Hong Kong
2020FRI-PMPoster490. Poster: 12:30PM–1:20PM Board 18Classifying and Predicting Voluntary Turnover on Twitter With Machine LearningDespite many theories of voluntary turnover, its prediction and explanation
using traditional methods are often hindered by inadequate sample
size and criterion differentiation. This study shows robust predictive models
of different voluntary turnover types can be built based upon Twitter
data and machine learning. Predictors of different turnover types can
also be inferred from language features.
Chulin Chen,
clc051591@gmail.com
Tagged
83
Joseph DiGrazia, SHL

James C. Meaden, SHL
2020FRI-PMPoster491. Poster: 12:30PM–1:20PM Board 19Acoustic Analysis of the Performance of Online Content CreatorsAcoustic analysis is applied to the emerging work model of onli ne
content creators, specifically professional YouTubers. Results show
that a number of acoustic voice features are significant predic tors
of objective performance metrics. These findings have implications
for online content creators and for our broader understanding o f
effective communication skills in a work context.
James C. Meaden,
james.meaden@gmail.com
Tagged
84
Leah Ellison, Aon

Manuel F. Gonzalez, Baruch College & Graduate Center, CUNY

Maria Schuchinsky, Aon

Lena Justenhoven, Aon

Tina Pilipovic, Aon

Tara K. McClure, Aon

Levi Sassaman, University at Albany, SUNY
2020FRI-PMPoster492. Poster: 12:30PM–1:20PM Board 20Development and Validation of the Digital Readiness ModelA new digital readiness (DR) competency framework was developed
and evaluated. A meta-analysis with 7 criterion validation studies was
conducted, and scores on the DR competencies had significant positive
relationships with the composite DR performance scores. Consistent
with research on work-related DR (Lokuge et al., 2019), the study highlights
the importance of assessing individual DR.
Leah Ellison,
leah.ellison@aon.com
Tagged
85
Anna F. Godollei, University of Waterloo

James W. Beck, University of Waterloo
2020FRI-PMPoster493. Poster: 12:30PM–1:20PM Board 21Fear, Rejoice, or Ignore? Employee Perceptions of and Reactions
to Automation at Work
This study explores the effects of employee awareness of and appraisal
of automation likelihood as threatening or empowering on workplace relevant
attitudes, well-being, and performance. Furthermore, the effects of
automation-related appraisals on developmental attitudes and behaviors
are examined, providing insight into ways employees might prepare for
impending automation.
Anna F. Godollei,
afgodoll@uwaterloo.ca
Tagged
86
Abraham Haskins, Wright State University

Debra Steele-Johnson, Wright State University

Aaron Buchanan, Wright State University

Nicholas Kovacs, PRADCO

Gary N. Burns, Florida Institute of Technology
2020FRI-PMPoster494. Poster: 12:30PM–1:20PM Board 22Reliability Checks on an Automated System: Effects on Behavioral TrustAutomation is expected to affect nearly every job in some way within 2
decades. Evidence (N = 197) was found that automation trust is actively
adjusted by users through “reliability checks.” Researchers can intentionally
influence the use of reliability checks to alter behavioral trust to levels
appropriate to the reliability of the automated system to ensure maximum
Abraham Haskins,
haskins.19@wright.edu
Tagged
87
Matt C. Howard, University of South Alabama

Elise Van Zandt, University of South Alabama
2020FRI-PMPoster495. Poster: 12:30PM–1:20PM Board 23The Virtual Reality Problem: Unequal Effects of Virtual Reality SicknessVirtual reality programs can produce feelings called VR sickness. A
meta- analysis was performed on the relationship between VR sickness
and potential antecedents. VR sickness produces unequal effects across
individual differences, these effects appear resilient across applications,
and further research is needed to develop theory and identify explanatory
mechanisms.
Elise Van Zandt,
ecv1821@jagmail.southalabama.edu
Tagged
88
Alexandra Luong, University of Minnesota Duluth

Kwesi O Adjei, University of Minnesota Duluth

Alisa Schutz, University of Minnesota Duluth

James Clairmont, University of Minnesota Duluth

Lauren A. Brown, University of Minnesota Duluth

Michaela Wurdelman, University of Minnesota Duluth
2020FRI-PMPoster496. Poster: 12:30PM–1:20PM Board 24Do LinkedIn Portraits Affect Hiring Decisions? Examining Gender
and Facial Competence
Effect of candidate sex and facial competence on hiring decisions was
examined. 704 participants were randomly assigned to LinkedIn profiles
of either 2 female or 2 male candidates. Each participant viewed 2 portraits
(1 high and 1 low in competence). Results showed no main effects;
however, an interaction effect was significant
Alexandra Luong,
aluong@d.umn.edu
Tagged
89
Erin Makarius, University of Akron

Debmalya Mukherjee, University of Akron

Joseph Fox, University of Akron

Alexa Fox, University of Akron
2020FRI-PMPoster497. Poster: 12:30PM–1:20PM Board 25Bringing Artificial Intelligence Into the Firm: Developing Sociotechnical CapitalAs artificial intelligence (AI) continues to grow in use in organizations,
a stronger theoretical framework is needed to successfully integrate AI
systems with employees. Authors build upon literature on organizational
socialization to develop a framework and discuss models of AI integration.
Collaborations can lead to a competitive advantage through the
development of sociotechnical capital.
Erin Makarius,
makarius@uakron.edu
Tagged
90
Michael McFerran, Florida Institute of Technology

Gary N. Burns, Florida Institute of Technology
2020FRI-PMPoster498. Poster: 12:30PM–1:20PM Board 26Job Characteristics and Turker Motivation: Amazon Mechanical
Turk Crowdsource Study
Authors examined traditional theories relevance in gig work while also
exploring gig specific variables for MTurk workers. Findings indicate that
job characteristics were related to job attitudes, and this relationship
was mediated by worker’s motivation. Moderated mediation of worker
seriousness was not fully supported, indicating that work characteristics
can be important for all gig workers.
Michael McFerran,
mwmcferran@gmail.com
Tagged
91
Sean Michael Noble, North Carolina State University

Lori L. Foster, North Carolina State University
2020FRI-PMPoster499. Poster: 12:30PM–1:20PM Board 27Procedural Justice Perceptions of Automated Resume ScreeningParticipants (N = 332) reviewed a hiring procedure involving human or
automated resume screening and judged its fairness on 11 procedural
justice rules. Automated resume screening worsened perceptions of
5 justice rules, improved 1 rule, and did not significantly affect 5 rules.
Perceived threat of robots moderated several effects.
Sean Michael Noble,
smnoble2@ncsu.edu
Tagged
92
Rachel Pohlman, Central Michigan University

Nga Do, Central Michigan University

Robert Loy, Central Michigan University

Stephen M. Colarelli, Central Michigan University
2020FRI-PMPoster500. Poster: 12:30PM–1:20PM Board 28Assessing the Accuracy and Validity of Facebook Ratings in the
Selection Context
Limited research exists on the accuracy and validity of Facebook in selection
processes. To assess this, 3 trained raters evaluated 197 Facebook profiles.
Findings suggest that Facebook ratings of personality, cognitive ability, and
risk taking may reliably reflect trait scores but lack predictive validity. Further,
similarity and attractiveness may also interfere with rating quality.
Rachel Pohlman,
pohlm1rt@cmich.edu
Tagged
93
Jiayin Qu, University of Minnesota

Richard N. Landers, University of Minnesota

Sebastian Marin, University of Minnesota
2020FRI-PMPoster501. Poster: 12:30PM–1:20PM Board 29A Multilevel Analysis of Transformational Face-to-Face and Online TeachingThis study examined the effect of transformational teaching behaviors
on learning outcomes at varying hierarchical levels. Results showed
that transformational teaching was positively associated with learner
performance and reactions. Course delivery method moderated the relationship,
such that online instruction weakened the relationship between
transformational teaching and course evaluation
Jiayin Qu,
quxxx179@umn.edu
Tagged
94
David L. Tomczak, George Washington University

Sarah Zarsky, George Mason University

Peter Joseph Mancarella, George Washington University

Tara S. Behrend, George Washington University
2020FRI-PMPoster502. Poster: 12:30PM–1:20PM Board 30An Instrument for Measuring Electronic Performance Monitoring PracticesElectronic performance monitoring (EPM) is a popular organizational
practice, yet tools for measuring EPM implementation are outdated. Authors
developed a new tool that includes recent technological innovations.
Findings show that acceptance of EPM depends on the purpose, context,
and individual being monitored, in addition to the technology itself
David L. Tomczak,
davetomczak@gwu.edu
Tagged
95
Zachary Warman, Wonderlic, Inc.

Chris Bialko, Wonderlic, Inc.

Michael Grossenbacher, Wonderlic, Inc
2020FRI-PMPoster503. Poster: 12:30PM–1:20PM Board 31Revisiting Mobile Assessment: Demographics and Impact on the
Assessment Process
This study examined the impact of device choice (i.e., mobile or
non-mobile) on demographic characteristics, job level, and issues during
assessment administrations. Findings indicate significant relationships
between device choice and the gender, race, ethnicity, and job level
applicants applied to. Mobile applicants were also more likely to exit the
testing session or lose Internet connection
Zachary Warman,
zach.c.warman@gmail.com
Tagged
96
Scott A. Withrow, Infor

Jeffery Partyka, Infor
2020FRI-PMPoster504. Poster: 12:30PM–1:20PM Board 32Algorithmically Creating Progressive Matrices ItemsThe effectiveness of using GMA assessments in personnel selection
is widespread. Some of the most common item choices to reduce
translation cost are progressive matrices style questions. However, the
cost and time to create progressive matrices items can be prohibitive. A
method to algorithmically create progressive matrices style questions for
cost effective item bank generation is presented
Scott A. Withrow,
scott.withrow@infor.com
Tagged
97
William G. Harris, Association of Test Publishers, Panelist

Charles A. Handler, Rocket-Hire, LLC, Panelist

Douglas H. Reynolds, DDI, Panelist
2020FRI-PMPannel
Discussion
517. Panel Discussion: 1:30PM–2:20PM JW Grand Salon 7-8The Future of Talent Assessment: Evolution or Revolution?Advances in technology and global socioeconomic trends are converging
to shape talent assessment types, modes, and applications in a rapidly
changing workplace. A seasoned and diverse panel of assessment
industry experts will draw from first-hand experience in the evolution of
testing, emerging technologies and trends to share insights and discuss
implications for the future.
John A. Weiner,
jweiner@psionline.com
Tagged
98
Brett W. Guidry, PepsiCo,

James Scrivani, PepsiCo

Breanna Paynter, PepsiCo

Allan H. Church, PepsiCo,

Rhea Pillai, PepsiCo
2020FRI-PMSymposium
/
Forum
519. Symposium: 1:30PM–2:20PM Lone Star Salon B
Is Everything Still Clear: Continuing the Talent Management Transparency Conversation
It’s Not Written in Stone, But It’s in a Database: Unexplored Transparency ImpactOrganizations continue to wrestle with talent management transparency
that go beyond high potential status. With little guidance offered in the
literature, the field seems to be focusing on an “all or nothing” approach,
where the conversation revolves around disclosure or nondisclosure in a
broad way; however, transparency is much more complex and deserves
a more nuanced, detailed conversation.
Brett W. Guidry,
brett.w.guidry@gmail.com
99
Liberty J. Munson, Microsoft2020FRI-PMSymposium
/
Forum
520. Symposium: 1:30PM–2:20PM Lone Star Salon C
Innovations in Item Generation and Automated Test
Assembly Methods
Managing Change in Exam Development and Its Impact on Item BankingThis session will address innovations in item banking, item generation,
and test assembly techniques. Topics will include automatic item generation,
item cloning, and automated form assembly applications using
mixed integer linear programming (MILP) and classical test theory linear
on-the-fly techniques (CTT-LOFT). Content is suitable for an intermediate
audience level.
Chris Coughlin,
chris.coughlin@shl.com
100
Darrin Grelle, SHL US LLC,2020FRI-PMSymposium
/
Forum
520. Symposium: 1:30PM–2:20PM Lone Star Salon C
Innovations in Item Generation and Automated Test
Assembly Methods
Evaluating Item Cloning Techniques for Polytomous Cognitive Ability ItemsThis session will address innovations in item banking, item generation,
and test assembly techniques. Topics will include automatic item generation,
item cloning, and automated form assembly applications using
mixed integer linear programming (MILP) and classical test theory linear
on-the-fly techniques (CTT-LOFT). Content is suitable for an intermediate
audience level.
Chris Coughlin,
chris.coughlin@shl.com
101
Sean P. Baldwin, HumRRO,

Michael G. Hughes, HumRRO,
2020FRI-PMSymposium
/
Forum
520. Symposium: 1:30PM–2:20PM Lone Star Salon C
Innovations in Item Generation and Automated Test
Assembly Methods
In Search of Optimal Solutions: Novel Uses of MILP for Item Banking and Form AssemblyThis session will address innovations in item banking, item generation,
and test assembly techniques. Topics will include automatic item generation,
item cloning, and automated form assembly applications using
mixed integer linear programming (MILP) and classical test theory linear
on-the-fly techniques (CTT-LOFT). Content is suitable for an intermediate
audience level.
Chris Coughlin,
chris.coughlin@shl.com
102
Joseph D. Abraham, PSI Services LLC,

John A. Weiner, PSI Services LLC,

Monica D. Elcott, PSI Services LLC
2020FRI-PMSymposium
/
Forum
520. Symposium: 1:30PM–2:20PM Lone Star Salon C
Innovations in Item Generation and Automated Test
Assembly Methods
A Proven CTT Approach to Linear-onthe- Fly Form AssemblyThis session will address innovations in item banking, item generation,
and test assembly techniques. Topics will include automatic item generation,
item cloning, and automated form assembly applications using
mixed integer linear programming (MILP) and classical test theory linear
on-the-fly techniques (CTT-LOFT). Content is suitable for an intermediate
audience level.
Chris Coughlin,
chris.coughlin@shl.com
103
Ken Lahti, SHL, Panelist

Ben Hawkes, Shell International, Panelist

Scott Highhouse, Bowling Green State University, Panelist

Gilbert Yang, Humu, Panelist
2020FRI-PMPannel
Discussion
521. Panel Discussion: 1:30PM–2:20PM Lone Star Salon DFrom Humans OR Machines to Humans AND Machines:
Optimizing Decision Making Using AI
Rather than replacing human decision making at work, AI has the potential
to drastically enhance it if effective human–AI collaborations are
in place. For this to occur, I-Os need to address a variety of issues that
may hinder optimal collaborations. This session provides insight from
a panel of practitioners and researchers at the forefront of a new era of
collaborative human–AI decision systems.
Jon C. Willford,
jwillford@eei.org
104
Isaac Benjamin Thompson, Modern Hire, Co-Chair

Nick C. Koenig, Modern Hire, Co-Chaira
2020FRI-PMSpecial
Event
563. Special Event: 3:00PM–4:20PM BrazosSIOP Select: The Third SIOP Machine Learning Competition
The third SIOP machine learning competition is a chance to (a) learn by
doing, (b) bring new methods to the field, and (c) establish performance
benchmarks. Adopting a Kaggle-like style, it provides an opportunity for
the field to come together to tackle tough methodological problems, determine
the best solutions systematically, and then share back insights
and reproducible code.
Isaac Benjamin Thompson,
thompsonisaacb@gmail.com
105
Jeff A. Jones, Korn Ferry, Presenter

Steven Nydick, Korn Ferry, Presenter

Ben Wiseman, Korn Ferry Institute, Presenter
2020FRI-PMMaster
Tutorial
569. Master Tutorial: 3:00PM–4:20PM JW Grand Salon 6Big Data Systems With RBeginners to R are often intimidated by various ways to analyze data.
Three popular workflows include base R, data.table, and the tidyverse,
each with different syntax. This tutorial session will explain how each
system works and the corresponding benefits/drawbacks when analyzing
big data. Bring your laptop for this interactive session (download
session materials here: https://bit.ly/32ag86B).
Steven Nydick,
nydic001@umn.edu
106
Nathan A. Hundley, Hogan Assessments,

Kimberly S. Nei, Hogan Assessments,

Matthew R. Lemming, Hogan Assessments,

Juliette Lloyd, University of Tulsa,
2020FRI-PMSymposium
/
Forum
570. Symposium: 3:00PM–4:20PM JW Grand Salon 7-8
Demonstrating Natural Language Processing Applications
for Improving Job Analysis
BERT the Intern: An Application of NLP for Coding Focus Group Notes for PersonalityThe traditional methods used for validating selection solutions are often
time and resource intensive. Recently, researchers have been exploring
machine learning methods, such as natural language processing, for improving
the efficiency or accuracy of traditional methods. In this session,
authors will demonstrate actual applications for improving job analysis
using natural language processing.
Kimberly S. Nei,
knei@hoganassessments.com
Tagged
107
Daniel A. Schmerling, Wonderlic,

Ross Daniel Piper, Wonderlic,
2020FRI-PMSymposium
/
Forum
570. Symposium: 3:00PM–4:20PM JW Grand Salon 7-8
Demonstrating Natural Language Processing Applications
for Improving Job Analysis
Automating the Job Analysis With Natural Language ProcessingThe traditional methods used for validating selection solutions are often
time and resource intensive. Recently, researchers have been exploring
machine learning methods, such as natural language processing, for improving
the efficiency or accuracy of traditional methods. In this session,
authors will demonstrate actual applications for improving job analysis
using natural language processing.
Kimberly S. Nei,
knei@hoganassessments.com
108
Derek L. Mracek, Lambda School,

Nicole L. Petersen, Modern Hire,

Andrew J. Barsa, Modern Hire,

Nick C. Koenig, Modern Hire
2020FRI-PMSymposium
/
Forum
570. Symposium: 3:00PM–4:20PM JW Grand Salon 7-8
Demonstrating Natural Language Processing Applications
for Improving Job Analysis
DEEP*O*NET: Using NLP to Leverage Detailed Text Descriptions of the World of WorkThe traditional methods used for validating selection solutions are often
time and resource intensive. Recently, researchers have been exploring
machine learning methods, such as natural language processing, for improving
the efficiency or accuracy of traditional methods. In this session,
authors will demonstrate actual applications for improving job analysis
using natural language processing.
Kimberly S. Nei,
knei@hoganassessments.com
109
Elena Auer, University of Minnesota, Presenter

Andrew B. Collmus, Facebook, Presenter

Samuel E. Kaminsky, Google, Presenter
2020FRI-PMMaster
Tutorial
576. Master Tutorial: 3:00PM–4:20PM Lone Star Salon FEssential Data Science Toolkit for I-O: A Crash Course in Scientific ProgrammingIn this tutorial, authors demonstrate data science principles and tools
that are important for the contemporary I-O. They will discuss key
information and steps associated with getting started with R and Python,
code development and collaboration tools, tools for sharing outputs and
results (applications, reports, and dashboards), and other helpful tools
including SQL and command line.
Elena Auer,
auer0027@umn.edu
Tagged
110
Emily D. Campion, Old Dominion University,2020FRI-PMSymposium
/
Forum
577. Symposium: 3:00PM–4:20PM Lone Star Salon G
The Construct Validity of Computer-Assisted Text Analysis (CATA)
Framework for Approaches to CATACATA is a major trend in I-O research and practice due to new software
and abundant uses. A problem is the “black box,” or understanding the
meaning of what is measured. Presenters address construct validity
through a conceptual CATA framework, content and sentiment analyses,
illustrations in I-O (appraisal, interviewing, and work samples), and a
discussion by an eminent CATA scholar
Emily D. Campion,
ecampion@odu.edu
111
Sophie Romay, U.S. Air Force,2020FRI-PMSymposium
/
Forum
577. Symposium: 3:00PM–4:20PM Lone Star Salon G
The Construct Validity of Computer-Assisted Text Analysis (CATA)
Analysis: Comparing Computer and Human CategoriesCATA is a major trend in I-O research and practice due to new software
and abundant uses. A problem is the “black box,” or understanding the
meaning of what is measured. Presenters address construct validity
through a conceptual CATA framework, content and sentiment analyses,
illustrations in I-O (appraisal, interviewing, and work samples), and a
discussion by an eminent CATA scholar
Emily D. Campion,
ecampion@odu.edu
112
Bobbie A. Dirr, University of Houston2020FRI-PMSymposium
/
Forum
577. Symposium: 3:00PM–4:20PM Lone Star Salon G
The Construct Validity of Computer-Assisted Text Analysis (CATA)
Applying Sentiment Analysis to Job Satisfaction DataCATA is a major trend in I-O research and practice due to new software
and abundant uses. A problem is the “black box,” or understanding the
meaning of what is measured. Presenters address construct validity
through a conceptual CATA framework, content and sentiment analyses,
illustrations in I-O (appraisal, interviewing, and work samples), and a
discussion by an eminent CATA scholar
Emily D. Campion,
ecampion@odu.edu
113
Andrew Speer, Wayne State University2020FRI-PMSymposium
/
Forum
577. Symposium: 3:00PM–4:20PM Lone Star Salon G
The Construct Validity of Computer-Assisted Text Analysis (CATA)
Job Performance Dimensions From Narrative Comments: Validity and Boundary ConditionsCATA is a major trend in I-O research and practice due to new software
and abundant uses. A problem is the “black box,” or understanding the
meaning of what is measured. Presenters address construct validity
through a conceptual CATA framework, content and sentiment analyses,
illustrations in I-O (appraisal, interviewing, and work samples), and a
discussion by an eminent CATA scholar
Emily D. Campion,
ecampion@odu.edu
114
James F. Johnson, U.S. Air Force,

Andrew Deregla, U.S. Air Force,

Amanda Mouton, U.S. Air Force
2020FRI-PMSymposium
/
Forum
577. Symposium: 3:00PM–4:20PM Lone Star Salon G
The Construct Validity of Computer-Assisted Text Analysis (CATA)
Analysis: Scoring Structured Interview QuestionsCATA is a major trend in I-O research and practice due to new software
and abundant uses. A problem is the “black box,” or understanding the
meaning of what is measured. Presenters address construct validity
through a conceptual CATA framework, content and sentiment analyses,
illustrations in I-O (appraisal, interviewing, and work samples), and a
discussion by an eminent CATA scholar
Emily D. Campion,
ecampion@odu.edu
115
Scott Tonidandel, University of North Carolina at Charlotte,

Isaac Benjamin Thompson, Modern Hire,

Nick C. Koenig, Modern Hire
2020FRI-PMSymposium
/
Forum
577. Symposium: 3:00PM–4:20PM Lone Star Salon G
The Construct Validity of Computer-Assisted Text Analysis (CATA)
Automating Subject Matter Expertise Used to Evaluate Candidate Work SamplesCATA is a major trend in I-O research and practice due to new software
and abundant uses. A problem is the “black box,” or understanding the
meaning of what is measured. Presenters address construct validity
through a conceptual CATA framework, content and sentiment analyses,
illustrations in I-O (appraisal, interviewing, and work samples), and a
discussion by an eminent CATA scholar
Emily D. Campion,
ecampion@odu.edu
116
Ryan L. Derickson, University of Cincinnati, Presenter2020FRI-PMSeminar580. Friday Seminar: 3:00PM–6:00PM 303-304Friday Seminar 5: Interactive Data Visualization Apps With ShinyPREREGISTRATION AND ADDITIONAL FEE REQUIRED. This seminar focuses
on building interactive data visualization and data analysis apps using
the Shiny package in R. Participants will gain hands-on experience in developing,
styling, optimizing, and deploying Shiny apps of their own creation.
Jennifer Y. Kim,
j.kim@uniandes.edu.co
Tagged
117
Chou Yu Tsai, Binghamton University, SUNY

Jason Marshall, Binghamton University, SUNY

Anwesha Choudhury, Binghamton University, SUNY

Andra Serban, Virginia Commonwealth University

YoYo Tsung-Yu Hou, Cornell University

Malte F. Jung, Cornell University

Francis J. Yammarino, Binghamton University, SUNY
2020FRI-PMPoster611. Poster: 3:00PM–3:50PM Board 31Robotic Leadership: A Systematic and Multilevel FrameworkAuthors apply a systematic and levels-of-analysis framework to the studies
of robotic leadership in different research domains. Results showed
(a) the field of management has addressed robotic issues to a comparatively
lesser extent; (b) limited research has looked at robots as leaders;
and (c) more research attention should be paid to robotic leadership at
higher levels of analysis.
Chou Yu Tsai,
ctsai@binghamton.edu
118
Andrew M. Miller, Virginia Tech Transportation Institute2020FRI-PMPoster618. Poster: 4:00PM–4:50PM Board 5A Synthesis of Work Analysis Techniques to Introduce Automation in Mining OperationsThe authors examined the implications of implementing automation
through shuttle cars in underground coal mining operations using work
analysis techniques. Interviews and analyses highlight recommendations
for the development and deployment of automation. Effects of
introducing automation on the traditional vehicle operator role and other
impacted members within the work domain are examined.
Andrew M. Miller,
amiller6@vt.edu
119
Corina Rice, PSI Services LLC, Chair

Timothy Golden, Rensselaer Polytechnic Institute, Panelist

Lance Andrews, SHL, Panelist

Lisa Brubaker, Manulife, Panelist

Scott Minnix, Los Angeles County Internal Services Department, Panelist

Sara J. Perry, Baylor University, Panelist
2020FRI-PMPannel
Discussion
661. Panel Discussion: 4:30PM–5:50PM Lone Star Salon DOut of Sight, But Not Out of Mind: Managing Remote WorkersThis session entails a multidisciplinary panel discussion on managing remote
work. Panelists will draw on their professional experience and academic research
to recommend solutions for overcoming the challenges of managing
remote workers and share best practices that organizations and managers
can leverage to maximize the success of remote work arrangements
Corina Rice,
corinarice@gmail.com
120
Clark Amistad, Pearson Canada Assessment

Mary Ann Hanson, Pearson

Kama D. Dodge, Cubiks
2020FRI-PMPoster669. Poster: 5:00PM–5:50PM Board 4Hiring Safer Rideshare Drivers: The Influence of Mechanical Reasoning and PersonalityAuthors assessed the mechanical reasoning ability and personality of a
sample of 133 rideshare drivers and collected measures of unsafe driving
outcomes and customer ratings. Results showed higher mechanical
reasoning skills, but not personality, relates to driver outcomes. Gender
also influenced scores on both mechanical ability and outcomes. Implications
for theory and practice are discussed
Clark Amistad,
clark.amistad@pearson.com
121
Michael F. Brady, Infoscitex

Thomas R. Carretta, U.S. Air Force

Anthony Gibson, Wright State University

Zakia Shermadou, Infoscitex

Ryan Anthony Everidge, Infoscitex
2020FRI-PMPoster671. Poster: 5:00PM–5:50PM Board 6Predicting Performance for Jobs With High Automation: A Quantitative ReviewAutomation is changing job characteristics of occupations. A meta-analysis
of correlations between individual differences and performance when
working with automation is presented. Agreeableness and neuroticism
had stronger uncorrected correlations than expected. Among the noncognitive
variables, boredom proneness and video game experience had
the strongest correlations with performance
Michael F. Brady,
brady.53@wright.edu
122
Marvin Neumann, University of Groningen

Susan Niessen, University of Groningen

Jorge Tendeiro, University of Groningen

Rob Meijer, University of Groningen
2020FRI-PMPoster683. Poster: 5:00PM–5:50PM Board 18Encouraging the Use of Mechanical Data Combination: The Autonomy–Validity DilemmaDecision makers use decision rules more often when they have autonomy
over them. However, increased autonomy should not result in validity
loss. Authors investigated the effect of varying degrees of autonomy on
use intentions and validity. Some types of autonomy increased use intentions
of decision rules but did not result in higher validity than holistic
judgments. Intermediate level session.
Marvin Neumann,
m.neumann@rug.nl
123
Chen Tang, University of Illinois at Urbana-Champaign

Hyun Joo Shin, Purdue University

Aarya Barve, Purdue University

Q. Chelsea Song, Purdue University
2020FRI-PMPoster690. Poster: 5:00PM–5:50PM Board 25Using Ensemble Machine Learning to Improve Assessment in Personnel SelectionEnsemble learning, a machine learning (ML) approach, was used to
obtain personality estimates from text-based responses in personnel
selection. Results showed that the approach generally resulted in higher
validity than the single ML models and expert ratings. Theoretical explanation
for how ensemble learning improves reliability and validity, as well
as practical implications are discussed.
Chen Tang,
chent3@illinois.edu
124
Philip T. Walmsley, U.S. Office of Personnel Management

Jeffrey M. Cucina, U.S. Customs and Border Protection

Kimberly M. Perry, U.S. Customs and Border Protection

Kimberly J. Wilson, U.S. Customs and Border Protection
2020FRI-PMPoster695. Poster: 5:00PM–5:50PM Board 30Man Versus Machine: Does Machine Learning Improve the Validity of Empirical Keying?Authors compare the criterion-related validity of traditional scoring, empirical
keying, and machine-learning based scoring in 3 datasets, 2 containing
cognitive ability tests and 1 containing a biographical data predictor. No
scoring method was consistently superior in these data, and machine learning
approaches merit further investigation in quantitative validity studies.
Jeffrey M. Cucina,
jcucina@gmail.com
125
Johannes Basch, Ulm University,

Klaus G. Melchers, Ulm University,

Anja Kurz, Ulm University,

Maya Krieger, Ulm University,

Linda Miller, Ulm University
2020SAT-AMSymposium
/
Forum
709. Symposium: 8:00AM–9:20AM JW Grand Salon 7-8
Interview Technology and AI: Effects on Applicants, Evaluators, and Adverse Impact
Performance and Fairness Differences Between FTF and Videoconference InterviewsFive studies are presented to enhance understanding of interview
technology and artificial intelligence (AI). The studies examine how
technology-mediated interviews affect interview performance, and investigate
effects of AI for evaluating interviews, the relation of information
regarding AI and applicant reactions, and the impact of AI decision-support
systems on selection tasks. (Intermediate)
Markus Langer,
markus.langer@uni-saarland.de
126
Jerod Cody White, George Washington University,

Tara S. Behrend, George Washington University,
2020SAT-AMSymposium
/
Forum
709. Symposium: 8:00AM–9:20AM JW Grand Salon 7-8
Interview Technology and AI: Effects on Applicants, Evaluators, and Adverse Impact
Can You Hear Me Now? The Influence of Technology Disruptions in Virtual InterviewsFive studies are presented to enhance understanding of interview
technology and artificial intelligence (AI). The studies examine how
technology-mediated interviews affect interview performance, and investigate
effects of AI for evaluating interviews, the relation of information
regarding AI and applicant reactions, and the impact of AI decision-support
systems on selection tasks. (Intermediate)
Markus Langer,
markus.langer@uni-saarland.de
127
Joshua P. Liff, HireVue,

Nathan J. Mondragon, HireVue,

Adam Bradshaw, Hirevue,
2020SAT-AMSymposium
/
Forum
709. Symposium: 8:00AM–9:20AM JW Grand Salon 7-8
Interview Technology and AI: Effects on Applicants, Evaluators, and Adverse Impact
Automated Competency Based Structured Video Interviewing (SVI)Five studies are presented to enhance understanding of interview
technology and artificial intelligence (AI). The studies examine how
technology-mediated interviews affect interview performance, and investigate
effects of AI for evaluating interviews, the relation of information
regarding AI and applicant reactions, and the impact of AI decision-support
systems on selection tasks. (Intermediate)
Markus Langer,
markus.langer@uni-saarland.de
128
Manuel F. Gonzalez, Baruch College & Graduate Center, CUNY,

Weiwei Liu, Aon,

Lei Shirase, Aon,

David L. Tomczak, George Washington University,

Carmen Elisabeth Lobbe, Aon’s Assessment Solutions,

Richard Justenhoven, Aon Assessment GmbH,

Oke Steffen Brandt, Aon,

Nico Tschöpe, Aon’s Assessment Solution,
2020SAT-AMSymposium
/
Forum
709. Symposium: 8:00AM–9:20AM JW Grand Salon 7-8
Interview Technology and AI: Effects on Applicants, Evaluators, and Adverse Impact
AI as an Ally: Improving Reactions to Artificial IntelligenceFive studies are presented to enhance understanding of interview
technology and artificial intelligence (AI). The studies examine how
technology-mediated interviews affect interview performance, and investigate
effects of AI for evaluating interviews, the relation of information
regarding AI and applicant reactions, and the impact of AI decision-support
systems on selection tasks. (Intermediate)
Markus Langer,
markus.langer@uni-saarland.de
129
Markus Langer, Universität des Saarlandes,

Cornelius J. König, Universität des Saarlandes,

Vivien Busch, Universität des Saarlandes,
2020SAT-AMSymposium
/
Forum
709. Symposium: 8:00AM–9:20AM JW Grand Salon 7-8
Interview Technology and AI: Effects on Applicants, Evaluators, and Adverse Impact
The Effects of Automated Decision-Support Systems on Personnel Selection TasksFive studies are presented to enhance understanding of interview
technology and artificial intelligence (AI). The studies examine how
technology-mediated interviews affect interview performance, and investigate
effects of AI for evaluating interviews, the relation of information
regarding AI and applicant reactions, and the impact of AI decision-support
systems on selection tasks. (Intermediate)
Markus Langer,
markus.langer@uni-saarland.de
130
Molly Eleanor Minnen, Virginia Tech,

Tanya Mitropoulos, Virginia Tech,

Alexa K. Rosenblatt, Furman University,

Charles C. Calderwood, Virginia Tech,
2020SAT-AMSymposium
/
Forum
718. Symposium: 8:00AM–9:20AM 402-403
Well-Being of Being Well Connected: How Off-Job Technology Use Hinders Welfare
The Incessant Inbox: After-Hours Email, Rumination, and Next Morning Well-BeingThis symposium moves beyond merely examining the link between
off-job work-related technology use and employee welfare to explicate
theoretical mechanisms and explanations for why this relationship
occurs. Using multilevel modeling techniques, these papers identify within-
person processes by which off-job work influences the work-nonwork
interface, with implications for employees and firms alike.
Tanya Mitropoulos,
tmitrop@vt.edu
131
Marcus M. Butts, Southern Methodist University,

Wendy R. Boswell, Texas A&M University,

Allison S. Gabriel, University of Arizona,

Christopher C. Rosen, University of Arkansas,
2020SAT-AMSymposium
/
Forum
718. Symposium: 8:00AM–9:20AM 402-403
Well-Being of Being Well Connected: How Off-Job Technology Use Hinders Welfare
Tethered Together: Off-Job Electronic Communication Fallout in Dual-Earner CouplesThis symposium moves beyond merely examining the link between
off-job work-related technology use and employee welfare to explicate
theoretical mechanisms and explanations for why this relationship
occurs. Using multilevel modeling techniques, these papers identify within-
person processes by which off-job work influences the work-nonwork
interface, with implications for employees and firms alike.
Tanya Mitropoulos,
tmitrop@vt.edu
132
Herman Aguinis, George Washington University

Isabel Villamor, George Washington University

Ravi S. Ramani, Purdue University Northwest
2020SAT-AMPoster731. Poster: 8:30AM–9:20AM Board 13Best-Practice Recommendations for Using MTurk in I-O Psychology ResearchAuthors conducted a comprehensive and multidisciplinary review of
Amazon’s Mechanical Turk (MTurk). Major threats to the validity of research
using MTurk were identified and solutions provided for addressing each. Review
of 108 manuscripts resulted in 10 actionable best-practice recommendations
for improving the quality and transparency of future MTurk research.
Isabel Villamor,
ivillamor@gwmail.gwu.edu
133
Chieh-Chen Bowen, Cleveland State University

Brent Anthony Stevenor, Bowling Green State University

Sierra Davidson, Western Reserve Area Agency on Aging
2020SAT-AMPoster733. Poster: 8:30AM–9:20AM Board 15MTurk in Action: Problems With Repeated Participation, Dishonesty, and Response TimeAuthors revealed that repeated participation, dishonesty, and unrealistic
response time could result in problematic data from MTurk. They followed
recommendations from previous researchers to prevent problems
yet still ended up with a problematic dataset. They used the problematic
data to demonstrate its effects on preliminary analyses such as reliability
coefficients and standard deviations
Brent Anthony Stevenor,
basteve@bgsu.edu
134
Sin-Ning Cindy Liu, Texas A&M University

Anjelica Marie Mendoza, Texas A&M University

Mindy E. Bergman, Texas A&M University
2020SAT-AMPoster741. Poster: 8:30AM–9:20AM Board 23A Short Primer on Conducting Longitudinal Studies With Amazon’s
Mechanical Turk and R
This paper introduces a method for conducting longitudinal studies in
MTurk using the R package “MTurkR.” This paper explains how using the
MTurkR package alleviates some of the challenges related to conducting
longitudinal MTurk studies. A brief primer on conducting longitudinal studies
using MTurkR, including a link to supplemental slides, is described.
Sin-Ning Cindy Liu,
sinning.cindy.liu@tamu.edu
135
Alessa Natale, The Graduate Center CUNY & Baruch College

Kajal Rajan Patel, The Graduate Center and Baruch College, CUNY

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

Alexandra Tumminia, The Chemistry Group
2020SAT-AMPoster743. Poster: 8:30AM–9:20AM Board 25To Check or Not to Check?: Attention Checks and MTurker Attitudes and BehaviorWith the increased use of MTurkers as convenience samples, and
continued use of attention checks (ACQs), researchers must understand
how MTurkers react to ACQs. Authors investigated how different
quantities and types of ACQs impact MTurker reactions. Whether ACQs
were used or not did not influence the examined reactions. However,
characteristics of the ACQs (type and number) made a difference.
Alessa Natale,
anatale@gradcenter.cuny.edu
136
Colin Lee Omori, Louisiana Tech University

Kathryn Daigle, Independent Contractor

Christopher M. Castille, Nicholls State University
2020SAT-AMPoster746. Poster: 8:30AM–9:20AM Board 28What Do These People Do? Demographics and Occupational Features of MTurkComparing the workforce demographics of 3 MTurk samples to the U.S.
labor force, differences suggest that white-collar professions are overrepresented.
Other trends mirror prior research. Uniquely, in examining the
occupational features that sampled, substantial variation in key variables
(e.g., dealing with unpleasant or angry people, social skills) is found.
Colin Lee Omori,
clo019@latech.edu
137
James A. Grand, University of Maryland, Panelist

Goran Kuljanin, DePaul University, Panelist

Justin M. Weinhardt, University of Calgary, Panelist

Le Zhou, University of Minnesota, Panelist
2020SAT-AMPannel
Discussion
754. Panel Discussion: 10:00AM–11:20AM BrazosGetting Started With Computational Modeling: Understanding What, When, Why, and HowComputational modeling is a technique capable of generating dynamic
theory and conducting virtual experiments to understand organizational
dynamics. This session focuses on how to get started using computational
models in research. Topics include the purpose of computational
modeling, choosing a modeling technique, computer coding, useful
resources, and how to begin to model phenomena of interest.
Michael T. Braun,
mbraun4@depaul.edu
138
Tyler J. Slezak, Modern Hire,

Yizhen Egyn Zhu, North Carolina State University,

Marc Cubrich, Modern Hire
2020SAT-AMSymposium
/
Forum
757. Alternative Session Type with multiple papers:
10:00AM–11:20AM JW Grand Salon 3
Machine Teaching: The State of the Art and Science of Rating Unstructured Data
Programmatically Rating the Sentiment of an Open-Ended Candidate Experience ResponseBringing the latest AI innovations from the best in the field of AI to the field,
3 presentations will demonstrate how to scale the power of machine learning
through (a) programming of meaningful ratings, (b) selecting the most
informative data, and (c) going beyond a Likert scale. These innovations
are the future of the field and will be discussed by a panel of discussants.
Derek L. Mracek,
dmracek23@gmail.com
Tagged
139
Joshua S. Andrews, Modern Hire,

Michael Geden, North Carolina State University,

Jamie Strong, Modern Hire
2020SAT-AMSymposium
/
Forum
757. Alternative Session Type with multiple papers:
10:00AM–11:20AM JW Grand Salon 3
Machine Teaching: The State of the Art and Science of Rating Unstructured Data
Putting the Computer in the Loop: Applying Active Machine LearningBringing the latest AI innovations from the best in the field of AI to the field,
3 presentations will demonstrate how to scale the power of machine learning
through (a) programming of meaningful ratings, (b) selecting the most
informative data, and (c) going beyond a Likert scale. These innovations
are the future of the field and will be discussed by a panel of discussants.
Derek L. Mracek,
dmracek23@gmail.com
140
Isaac Benjamin Thompson, Modern Hire,

Farshad Koohifar, Modern Hire,

Nick C. Koenig, Modern Hire
2020SAT-AMSymposium
/
Forum
757. Alternative Session Type with multiple papers:
10:00AM–11:20AM JW Grand Salon 3
Machine Teaching: The State of the Art and Science of Rating Unstructured Data
Super Charging Deep Learning Through Pairwise Comparisons of Unstructured DataBringing the latest AI innovations from the best in the field of AI to the field,
3 presentations will demonstrate how to scale the power of machine learning
through (a) programming of meaningful ratings, (b) selecting the most
informative data, and (c) going beyond a Likert scale. These innovations
are the future of the field and will be discussed by a panel of discussants.
Derek L. Mracek,
dmracek23@gmail.com
141
Vivian P. Chou, Baruch College & Graduate Center, CUNY2020SAT-AMSymposium
/
Forum
763. Alternative Session Type with multiple papers:
10:00AM–11:20AM Lone Star Salon B
Novel or Underutilized Research Techniques: A Research Incubator
Tracking and Cognitive Pupillometry as Research ToolsAuthors present and demonstrate a variety of research methods and techniques
including the use of web scraping, eye tracking, virtual reality, and
lab-based escape room to highlight emerging, novel, and/or underutilized
designs. Participants will work in breakout groups to discuss how these
methods could be applied to their own research then share these ideas
Shanique G. Brown,
shanique.brown@wayne.edu
142
Sebastian Marin, University of Minnesota,

Sahar Aseeri, University of Minnesota Twin Cities,

Evan Suma Rosenberg, University of Minnesota Twin Cities,

Richard N. Landers, University of Minnesota
2020SAT-AMSymposium
/
Forum
763. Alternative Session Type with multiple papers:
10:00AM–11:20AM Lone Star Salon B
Novel or Underutilized Research Techniques: A Research Incubator
Virtual Reality as a Method for I-O PsychologyAuthors present and demonstrate a variety of research methods and techniques
including the use of web scraping, eye tracking, virtual reality, and
lab-based escape room to highlight emerging, novel, and/or underutilized
designs. Participants will work in breakout groups to discuss how these
methods could be applied to their own research then share these ideas
Shanique G. Brown,
shanique.brown@wayne.edu
143
Elizabeth M. Short, QCHI,

Nathan Weidner, University of Toledo
2020SAT-AMSymposium
/
Forum
763. Alternative Session Type with multiple papers:
10:00AM–11:20AM Lone Star Salon B
Novel or Underutilized Research Techniques: A Research Incubator
Web Scraping the World of WarcraftAuthors present and demonstrate a variety of research methods and techniques
including the use of web scraping, eye tracking, virtual reality, and
lab-based escape room to highlight emerging, novel, and/or underutilized
designs. Participants will work in breakout groups to discuss how these
methods could be applied to their own research then share these ideas
Shanique G. Brown,
shanique.brown@wayne.edu
144
Zachary L. Fragoso, Wayne State University,

Shanique G. Brown, Wayne State University,
2020SAT-AMSymposium
/
Forum
763. Alternative Session Type with multiple papers:
10:00AM–11:20AM Lone Star Salon B
Novel or Underutilized Research Techniques: A Research Incubator
Escaping the Norm: A Model Escape Room for Team ResearchAuthors present and demonstrate a variety of research methods and techniques
including the use of web scraping, eye tracking, virtual reality, and
lab-based escape room to highlight emerging, novel, and/or underutilized
designs. Participants will work in breakout groups to discuss how these
methods could be applied to their own research then share these ideas
Shanique G. Brown,
shanique.brown@wayne.edu
145
Paula Costa, Texas A&M University

Felix George, Jr., Texas A&M University

Winfred Arthur, Jr., Texas A&M University
2020SAT-AMPoster778. Poster: 10:30AM–11:20AM Board 9Team Composition and Virtuality: A Meta-AnalysisThe objective of this meta-analysis was to examine how team virtuality
moderates the relationships between deep- and surface-level composition
and team outcomes and mediators. Results indicated that the
effects of team composition in highly virtual teams and teams that are
low in virtuality did not differ from one another; instead, differences arose
when teams were moderately virtual.
Paula Costa,
plc339@tamu.edu
146
Chris Coughlin, SHL US LLC, Presenter

Shane Lowery, Marriott International, Presenter

Eoin O’Callaghan, Aon, Presenter

Lily Patel, AT&T, Presenter

Ave Shalom, Aon, Presenter

Tim Warszta, Westcoast University of Applied Sciences, Presenter
2020SAT-AMAlternative
Session
808. Alternative Session Type with Presenters:
11:30AM–12:20PM JW Grand Salon 1
An Interdisciplinary View on Mobile Assessments and the Candidate ExperienceThis session will present common challenges and real-world examples
of using mobile assessments to create a positive and impactful candidate
experience. Insights from a diverse panel representing different
disciplines and global perspectives, along with audience engagement,
will drive a conversation around trends, barriers, and best practices in
mobile employment testing.
Alexander Stemer,
stemeralexander@gmail.com
147
Meghana Srinivas, TrustIn2020SAT-AMSymposium
/
Forum
814. Alternative Session Type with multiple papers:
11:30AM–12:20PM JW Grand Salon 7-8
Show and Tell: Generating Solutions in Combating Workplace Sexual Harassment
Technology Solutions for Workplace Safety and Equitable Access to JusticeThanks to the #MeToo movement, and changes in legislation globally,
attention to issues around sexual harassment (SH) at work has grown.
Yet, the focus tends to be on the target reporting or “speaking up.” This
alternative session highlights the importance of other practical factors—
organizational climate for SH, role of observers and managers, and
technology -—in mitigating SH at work.
Aarti Shyamsunder,
aarti.shyamsunder@gmail.com
148
Yingyi Chang, George Mason University, Presenter

James G. Field, West Virginia University, Presenter

Frank A. Bosco, Virginia Commonwealth University, Presenter

Krista L. Uggerslev, Northern Alberta Institute of Technology, Presenter
2020SAT-AMMaster
Tutorial
815. Master Tutorial: 11:30AM–12:20PM Lone Star Salon AUsing MetaBUS to Locate, Synthesize, and Visualize I-O Research FindingsThe metaBUS platform provides open-access tools for locating, synthesizing,
and visualizing I-O research. Authors demonstrate an updated
interface for facilitating meta-analyses drawing on a collection of over
1,000,000 findings reported in 27 journals from 1980–2018. They will
engage attendees by demonstrating and providing access to an online
platform (http://shiny.metabus.org/).
Frank A. Bosco,
siop@frankbosco.com
149
Matthew L. Arsenault, Walmart, Presenter

Nathan A. Hundley, Hogan Assessments, Presenter

Ken Lahti, SHL, Presenter

Georgi P. Yankov, DDI, Presenter
2020SAT-AMDebate818. Debate: 11:30AM–12:20PM Lone Star Salon EAre Machine Learning Algorithms a Hiring Panacea or Pandora’s Box?Machine learning has demonstrated value from predicting important
workplace outcomes to solving complex data problems. However,
challenges persist from limitations in extracting actionable insights
to eliminating differences among protected classes. This debate will
present different perspectives and seek a framework to analyze both the
promises and limitations of ML in employment decision making.
Brandon Ferrell,
bferrell@hoganassessments.com
150
Keaton A. Fletcher, Georgia Institute of Technology,

Ruth Kanfer, Georgia Institute of Technology,

Cathy Liu, Georgia Institute of Technology
2020SAT-AMSymposium
/
Forum
821. Symposium: 11:30AM–12:20PM Lone Star Salon H
Exploring the Impact of Work Technology Use on Employee Performance and Well-Being
Technologies and I-O Psychology: A ReviewOrganizations depend on work-related information and communication
technologies (ICT) now more than ever. However, the implications of
constant work ICT use on employee performance and well-being are
complex and multifaceted. This symposium presents a series of studies
that aim to elucidate the conditions under which work ICT use are associated
with positive versus negative employee outcomes.
Stephanie A. Andel,
sandel@mail.usf.edu
Tagged
151
Michelle Van Laethem, University of Amsterdam,

Larissa K. Barber, San Diego State University
2020SAT-AMSymposium
/
Forum
821. Symposium: 11:30AM–12:20PM Lone Star Salon H
Exploring the Impact of Work Technology Use on Employee Performance and Well-Being
Daily Work-Related Smartphone Use and Perceived Job PerformanceOrganizations depend on work-related information and communication
technologies (ICT) now more than ever. However, the implications of
constant work ICT use on employee performance and well-being are
complex and multifaceted. This symposium presents a series of studies
that aim to elucidate the conditions under which work ICT use are associated
with positive versus negative employee outcomes.
Stephanie A. Andel,
sandel@mail.usf.edu
152
Stephanie A. Andel, Indiana University, Purdue University Indianapolis,

Morgan Rose Taylor, Portland State University
2020SAT-AMSymposium
/
Forum
821. Symposium: 11:30AM–12:20PM Lone Star Salon H
Exploring the Impact of Work Technology Use on Employee Performance and Well-Being
Cyberloafing as a Buffer Between Role Conflict and Job SatisfactionOrganizations depend on work-related information and communication
technologies (ICT) now more than ever. However, the implications of
constant work ICT use on employee performance and well-being are
complex and multifaceted. This symposium presents a series of studies
that aim to elucidate the conditions under which work ICT use are associated
with positive versus negative employee outcomes.
Stephanie A. Andel,
sandel@mail.usf.edu
153
David J. Howard, University of South Florida,

Logan M. Steele, University of South Florida,

Cheryl Gray, University of South Florida,

Kim S. Johnson, University of South Florida,

Paul E. Spector, University of South Florida
2020SAT-AMSymposium
/
Forum
821. Symposium: 11:30AM–12:20PM Lone Star Salon H
Exploring the Impact of Work Technology Use on Employee Performance and Well-Being
In the Eye of the Beholder: Individual Differences and Perceiving Email IncivilityOrganizations depend on work-related information and communication
technologies (ICT) now more than ever. However, the implications of
constant work ICT use on employee performance and well-being are
complex and multifaceted. This symposium presents a series of studies
that aim to elucidate the conditions under which work ICT use are associated
with positive versus negative employee outcomes.
Stephanie A. Andel,
sandel@mail.usf.edu
154
Kayla Nicole Lacey, University of South Florida,

Cheryl Gray, University of South Florida,

Paul E. Spector, University of South Florida
2020SAT-PMSymposium
/
Forum
853. Symposium: 12:30PM–1:20PM 201-202
What’s Stopping You? Organizational Constraints as a Major Work Stressor
Organizational Constraints for Remote WorkersOrganizational constraints—events or conditions within one’s workplace
that interfere with effective job performance—are a widely studied type
of work stressor. Example constraints include having inadequate supplies,
equipment, or training to perform one’s work tasks. This symposium
address the measurement, prevalence, causes, and consequences
of organizational constraints.
Nathan A. Bowling,
nathan.bowling@wright.edu
155
Leslie A. DeChurch, Northwestern University, Panelist

Lucy Gilson, University of Connecticut, Panelist

Steve W. J. Kozlowski, Michigan State University, Panelist

Eduardo Salas, Rice University, Panelist
2020SAT-PMPannel
Discussion
860. Panel Discussion: 12:30PM–1:20PM JW Grand Salon 3Past, Present, and Future of Virtual Teamwork in OrganizationsA mix of esteemed scientists will discuss key challenges in defining,
measuring, and effectively implementing virtual teamwork in modern
organizations. Audience members will be invited to ask the panel of
experts questions about recent developments and opportunities in virtual
teamwork for both research and practice.
Lisa Handke,
l.handke@tu-braunschweig.de
156
Evan Mulfinger, Rice University,

Leo Alexander, III, Rice University,

Fred Oswald, Rice University,
2020SAT-PMSymposium
/
Forum
865. Alternative Session Type with multiple papers:
12:30PM–1:20PM Lone Star Salon A
Interactive Tools: Web-Based Applications in Organizational Research and Practice
Introducing an R Shiny Tool to Unlock the Power of the O*NETRecent advances in open-source programming resources have made it
easier than ever to create interactive, web-based software that informs
organizational research and practice. Four novel R- and Python-based
applications are presented and discussed to highlight the possibilities for
researchers, practitioners, and educators to benefit from this powerful
technological advancement.
Leo Alexander, III,
lalexander3@hotmail.com
Tagged
157
Q. Chelsea Song, Purdue University,

Serena Wee, University of Western Australia
2020SAT-PMSymposium
/
Forum
865. Alternative Session Type with multiple papers:
12:30PM–1:20PM Lone Star Salon A
Interactive Tools: Web-Based Applications in Organizational Research and Practice
Objective Optimization R Shiny App for Organizational Research and PracticeRecent advances in open-source programming resources have made it
easier than ever to create interactive, web-based software that informs
organizational research and practice. Four novel R- and Python-based
applications are presented and discussed to highlight the possibilities for
researchers, practitioners, and educators to benefit from this powerful
technological advancement.
Leo Alexander, III,
lalexander3@hotmail.com
158
Leo Alexander, III, Rice University,

Evan Mulfinger, Rice University,

Fred Oswald, Rice University,

Wayne F. Cascio, University of Colorado Denver,

John W. Boudreau, University of Southern California/Center for Effective Organizations,

Alexis A. Fink, Facebook,

Alexander Alonso, Society for Human Resource Management (SHRM),
2020SAT-PMSymposium
/
Forum
865. Alternative Session Type with multiple papers:
12:30PM–1:20PM Lone Star Salon A
Interactive Tools: Web-Based Applications in Organizational Research and Practice
Investing in People Online: An R Shiny Textbook Companion SoftwareRecent advances in open-source programming resources have made it
easier than ever to create interactive, web-based software that informs
organizational research and practice. Four novel R- and Python-based
applications are presented and discussed to highlight the possibilities for
researchers, practitioners, and educators to benefit from this powerful
technological advancement.
Leo Alexander, III,
lalexander3@hotmail.com
159
Farshad Koohifar, Modern Hire,

Isaac Benjamin Thompson, Modern Hire,

Nick C. Koenig, Modern Hire,
2020SAT-PMSymposium
/
Forum
865. Alternative Session Type with multiple papers:
12:30PM–1:20PM Lone Star Salon A
Interactive Tools: Web-Based Applications in Organizational Research and Practice
Signal in the Noise: Machine Extraction of Features of Humans SpeechRecent advances in open-source programming resources have made it
easier than ever to create interactive, web-based software that informs
organizational research and practice. Four novel R- and Python-based
applications are presented and discussed to highlight the possibilities for
researchers, practitioners, and educators to benefit from this powerful
technological advancement.
Leo Alexander, III,
lalexander3@hotmail.com
160
Timothy C. Lisk, Facebook, Panelist

David J. Lux, Georgia-Pacific, Panelist

John S. Slifka, Jr., HireVue, Inc., Panelist

Andrew L. Solomonson, Delta Air Lines, Panelist
2020SAT-PMPannel
Discussion
868. Panel Discussion: 12:30PM–1:20PM Lone Star Salon DTrust in AIThis panel brings together diverse practitioner perspectives on the importance
of properly building trust in AI applications within organizations.
They will explore how the implementation of AI selection tools can impact
stakeholders at 3 distinct levels: the organization, the team, and the
individual. They will discuss best practices to promote the understanding
and trust of AI applications.
Melissa Marie Fakler,
melpromes@gmail.com
161
Weiwen Nie, Virginia Tech, Presenter

Ivan Hernandez, Virginia Tech, Presenter
2020SAT-PMMaster
Tutorial
869. Master Tutorial: 12:30PM–1:20PM Lone Star Salon ECreating a Glass Box: Interpretable Machine Learning ModelsThis session provides an approachable introduction to drawing theoretically
meaningful inferences from machine learning models. Attendees
learn how to use the Shapley value method to discover the effect of
various predictors on the prediction outcome. Attendees gain first-hand
experience with demystifying black box machine learning models by
applying the technique to an employee data set.
Weiwen Nie,
weiwennie1960@gmail.com
162
Scott K. Burtnick, U.S. Customs and Border Protection, Presenter

Kevin A. Byle, U.S. Customs and Border Protection, Presenter

Jeffrey M. Cucina, U.S. Customs and Border Protection, Presenter

Kimberly M. Perry, U.S. Customs and Border Protection, Presenter
2020SAT-PMMaster
Tutorial
905. Master Tutorial: 1:00PM–2:20PM 402-403How to Develop and Implement Unidimensional Computer Adaptive TestsThis session covers the development and implementation of computer
adaptive tests (CATs), including overviews of CATs and item response
theory, item pool development, item calibration, CAT-development
software, algorithm creation using simulations, scaling/equating, experimental
item collection, the development of programmer instructions, test
implementation tasks, user testing, and guidance
Jeffrey M. Cucina,
jcucina@gmail.com
163
Richard Johnson, University at Albany, SUNY, Host

Evan F. Sinar, BetterUp, Host

Jason G. Randall, University at Albany, SUNY, Coordinator
2020SAT-PMCommunity
Of
Interest
908. Community of Interest: 1:30PM–2:20PM 408-409Internet of Things in the Workplace: Ethical and Practical Unknowns“Internet of Things” refers to the increasingly pervasive and autonomous
connectivity of devices. Practical opportunities for big data collection
from and about employees abound, as do significant ethical challenges.
In this COI, attendees will discuss how IOT is changing the nature
of work, and how IOs can drive a much-needed discussion of how to
intelligently and ethically move forward.
Jason G. Randall,
jgrandall@albany.edu
Tagged
164
Alison C. Mallard, HRCatalyst, Inc., Panelist

Jeffrey J. McHenry, Rainier Leadership Solutions, Panelist

Cynthia K. Maupin, Binghamton University, SUNY, Panelist

Tracy Kantrowitz, PDRI, an SHL Company, Panelist
2020SAT-PMPannel
Discussion
922. Panel Discussion: 1:30PM–2:20PM Lone Star Salon EEffective Cybersecurity Leadership: The Key Role of Context and Importance of AgilityThis session explores how contextual characteristics of the cybersecurity
field influence the prediction of effective cyber leaders. Organizational
agility is used as an example and other factors are discussed that can
help leaders navigate this environment. Integrating context and ensuring
necessary leader characteristics to assess and develop successful cyber
leaders will be discussed.
Olivia H. Vande Griek,
oliviav913@gmail.com
165
Sarah Mulvey, The Predictive Index, Presenter

Gerri Paul, Deloitte, Presenter

Jade L. Peters-Votava, Nestle U.S.A., Presenter
2020SAT-PMIgnite
Session
923. Ignite: 1:30PM–2:20PM Lone Star Salon FDesigning the Perfect Report: Concise Storytelling From Big DataOne of the best ways to ensure a user remembers data results is
through a story. During this session, 4 presenters will share examples
of big-data reports that they designed for various end users. They will
talk through the process of wrangling appropriate data and designing
a report that implements simple data storytelling techniques to send a
clear and actionable message to the end user.
Lisa Black,
lblack@predictiveindex.com
166
Mark Girouard, Nilan Johnson Lewis PA, Panelist

Lisa Grant Harpe, DCI Consulting Group, Panelist

Christopher R. Honts, Cargill, Panelist

Rachel T. King, Modern Hire, Panelist
2020SAT-PMPannel
Discussion
963. Panel Discussion: 3:00PM–4:20PM JW Grand Salon 1From Black Boxes to Glass Boxes: Legal Defensibility of Machine Learning in SelectionIn an evolving legal landscape, interest in using machine learning in the
hiring process continues to grow, and innovations in these techniques
are beginning to address legal concerns. This expert panel will review
recent legal developments, ways companies are using machine learning
in the hiring process, the biggest risks to doing so, and perspectives on
what can be done to reduce those risks.
Nicole L. Petersen,
nlpetersen13@gmail.com
167
Charlie Law, Florida Southern College

Allen Shorey, Florida Southern College

Emily Ready, Florida Southern College
2020SAT-PMPoster985. Poster: 3:00PM–3:50PM Board 16Cyber Sexual Harassment: A New Conceptualization of an Old ProblemThe authors investigated incidents of sexual harassment in both online
and in-person environments. It was found that gender harassment was
the most common type of sexual harassment and that it occurred more
in person than online. It was also found that gender harassment was
negatively related to job satisfaction in both environments.
Charlie Law,
claw@flsouthern.edu
168
169
2019
National Harbor, Maryland (April) [34th Annual Conference]
((Flanagan Award-Winning Poster | "Twenty Years of Technology at SIOP: Are I-O Psychologists Lagging?"))

((Tech Tag: YES|32 [38] // Total: 161))
170
AuthorYearDaySession TypeSymposium/Individual Study/Panel Discussion / Session TitleTitleNotesSubmitter
171
Robbie C. Brusso, Capital One, Chair
Michael C. Campion, University of Texas Rio Grande Valley, Panelist
Michael A. Campion, Purdue University, Panelist
Robert E. Gibby, IBM, Panelist
Dan J. Putka, HumRRO, Panelist
2019THURS-AMPannel
Discussion
2. Panel Discussion: 10:30AM-11:50AM Chesapeake 1-3I’m Not Dead Yet: Applying ML/NLP Tech to Resuscitate and Streamline Job AnalysisThis session will address the potential value of machine learning and natural language processing (ML/NLP) for the science and practice of job analysis (JA). Panelists include prominent I-O psychologists in the areas of advanced analytics as well as JA. Discussion will highlight potential and actual applications of ML/NLP to JA, and the implications of such technology for JA.Robbie C. Brusso, rcbrusso@gmail.com
172
David W. Bracken, Keiser University, Chair
Fabrizio Gramuglio, Forever Identity, Panelist
Jonathan Low, Predictiv Consulting, Panelist
Richard A. Mendelson, Keiser University, Panelist
John S. Slifka, Jr., HireVue, Panelist
2019THURS-AMPannel
Discussion
5. Panel Discussion: 10:30AM-11:50AM Chesapeake 10-12AI and EI Meet IO: Trust or Regulate?This multidisciplinary session brings together experts from technology,
development, academics, consulting, and business to discuss the promise and perils of AI deployment. The panel will present an overview of
the debates occurring in these communities and the steps that are being
taken to create awareness and possible regulation. This exchange will
feed a proposal for SIOP guidelines.
David W. Bracken, dbracken@keiseruniversity.eduTagged
173
Cathleen Clerkin, Center for Creative Leadership, Co-Chair
Stephen F. Young, Center for Creative Leadership, Co-Chair
John Antonakis, University of Lausanne, Panelist
Laurent Balagué, Formetris, Panelist
Amol Deshpande, WireWheel, Panelist
Lisa Grant Harpe, DCI, Panelist
Jean Leslie, Center for Creative Leadership, Panelist
Rodney L. Lowman, Lowman & Richardson/Consulting Psychologists, PC,
Panelist
2019THURS-AMPannel
Discussion
14. Panel Discussion: 10:30AM-11:50AM Potomac 1-2Conducting Research in a Brave New World of Data Privacy
and Transparency
Events such as the Cambridge Analytica scandal and the General Data
Protection Regulation have made it clear that researchers and organizations need to reevaluate how and why data are collected, stored, and
analyzed. This panel invites a wide range of experts to discuss how to
leverage data ethically and legally, along with best practices for conducting research in the future.
Cathleen Clerkin, clerkinc@ccl.org
174
Scott Tonidandel, University of North Carolina-Charlotte
Matt Darby, University of North Carolina-Charlotte
Stephen F. Young, Center for Creative Leadership
William A. Gentry, High Point University
2019THURS-AMPoster26. Poster: 10:30AM-11:20AM Board 8Using Natural Language Processing to Understand Leader ChallengesAuthors applied natural language processing tools from computer
science to create a taxonomy of leader challenges from N > 8,000 text
responses from leaders in a development program. Taxonomy identified 9 main types of challenges faced by leaders. Also examined is the
relationship between challenges and how challenges relate to leader
characteristic (e.g. demographics and performance).
Scott Tonidandel, scott.tonidandel@uncc.edu
175
Thea Nieland, University of Osnabrück
Oliver Kohnke, SAP Deutschland SE & Co. KG
Tammo Straatmann, University of Osnabrück
Karsten Mueller, University of Osnabrück
2019THURS-AMPoster37. Poster: 10:30AM-11:20AM Board 19Cultural influences on Digital Transformation and User Adoption: A
Multilevel Study
This study examined a digital adoption model in a cross-cultural setting.
As predicted, the effect of subjective norms on intention to adopt digital
technology and the effect of the intention on actual use of digital technology were culturally moderated by PD and UA as well as CO I and AS
respectively. Support for direct effects of UA on the intention to adopt
digital technology also was found.
Oliver Kohnke, oliver.kohnke@t-online.de
176
Amy Shaw, University of Macau
Margaret E. Beier, Rice University
2019THURS-AMPoster45. Poster: 10:30AM-11:20AM Board 27Development and Validation of a Videogame-Based Task for CreativityThis paper reports on the development and preliminary validation for a
videogame-based creativity task. Minecraft (Education Edition) was used
as the platform where participants performed a simulated artifact design
task. Results based on a college student sample (N = 103) suggested
that Minecraft creativity had appropriate associations with external
variables and extant measures of creativity.
Amy Shaw, xiaotingamyshaw@gmail.com
177
John-Luke McCord, Western Carolina University
Jason L. Harman, Louisiana State University
Justin D. Purl, Human Resources Research Organization
2019THURS-AMPoster47. Poster: 10:30AM-11:20AM Board 29Game-Like Personality Testing: An Emerging Mode of Personality
Assessment
Authors created a text-based game intended to assess personality and
tested correlations of scores on the game with scores on a traditional
personality questionnaire. Several personality factors were consistently
correlated between the 2 measures. Authors argue that the alternate
mode of personality assessment has potential to be more engaging and
less prone to faking and careless responding.
Jason L. Harman, jharman@lsu.edu
178
Evan F. Sinar, BetterUp, Presenter
Mengqiao Liu, Amazon, Presenter
2019THURS-PMMaster
Tutorial
95. Master Tutorial: 12:00PM-1:20PM Maryland CAI-Driven Business Trendspotting for Fun and ProfitExplosive volumes and increasingly unstructured varieties of data
demand smarter solutions for trendspotting to identify business forces
shaping the future of work. Artificial intelligence is leveraged to share
a practical trend analysis framework and illustrate natural language
processing, machine learning, and visualization techniques for sophisticated, efficient, and influential trendspotting.
Mengqiao Liu, mengqiao.liu7@gmail.com
179
Jane Wu, IBM, Co-Chair
Mariana Saintive Sousa, IBM, Co-Chair
Lewis J. Baker, pymetrics, inc., Panelist
Robert E. Gibby, IBM, Panelist
Andrew L. Solomonson, Delta Air Lines, Panelist
Allie Wehling, HireVue, Panelist
2019THURS-PMPannel
Discussion
96. Panel Discussion: 12:00PM-1:20PM Maryland DInside Out AI: Pitfalls, Challenges, and Successes in Implementing AI in HRThis session will present a variety of perspectives from internal and external practitioners on the topic of implementing solutions that leverage
artificial intelligence within the domain of human resources. Panelists
will share their first-hand experiences with such solutions and provide
practical suggestions for consideration.
Jane Wu, jane.y.wu00@gmail.comTagged
180
Monica Adya, Marquette University
John L. Cotton, Marquette University
2019THURS-PMPoster104. Poster: 12:30PM-1:20PM Board 1The Impact of E-Mentoring on the Attitudes of Information Technology ProfessionalsAuthors surveyed IT professionals about being protégés, attitudes, and
how much they interacted with their mentor virtually. They found few
effects, other than lower mentor satisfaction with e-mentoring. However, few had completely virtual relationships. Study 2 oversampled to
provide more respondents from the virtual extreme. E-mentoring is as
effective as face-to-face mentoring.
John L. Cotton, john.cotton@marquette.edu
181
Anna L. Hulett, Booz Allen Hamilton, Chair
Laura Kay McAliley, Booz Allen Hamilton, Co-Chair
Sarah Scholl, Booz Allen Hamilton, Co-Chair
Brooks Bojanowski, TEKsystems, Panelist
Michael D. Coovert, University of South Florida, Panelist
Travis Hoadley, Department of Homeland Security, Panelist
Leslie Overmyer-Day, Booz Allen Hamilton, Panelist
Stephen J. Zaccaro, George Mason University, Panelist
2019THURS-PMPannel
Discussion
137. Panel Discussion: 1:30PM-2:50PM Chesapeake 4-6Human Capital Management in Cybersecurity: Keeping Pace
With Exponential Change
Organizations must prioritize cyber security human capital management
as the cyber workforce shortage continues to grow alongside cyberattacks, which continue to grow in number, complexity, and consequence.
Panelists representing academia and practice will give an overview of
the cyber workforce and its current state, best practices, and practical
recommendations regarding areas of improvement.
Anna L. Hulett, hulett_anna@bah.comTagged
182
James R. Longabaugh, IBM, Chair
Betsir G. Zemen, IBM, Co-Chair
Daly Vaughn, Shaker International, Presenter
Franziska Leutner, HireVue | University College London, Presenter
Jared Z. Ferrell, Shaker International, Presenter
Keith D. McCook, OutMatch, Presenter
Kevin Impelman, Hollweg Assessment Partners, Presenter
Jennifer E. Lowe, Hogan Assessment Systems, Presenter
Sonia Cristina Codreanu, MindX/University College London, Presenter
2019THURS-PMAlternative
Session
138. Alternative Session Type with Presenters:
1:30PM-2:50PM Chesapeake 7-9
Mobile Assessments: Big Considerations for Small Screens
(Demo & Discussion)
Recent research would suggest that the majority of job searches are
originating from mobile devices, often leading to the completion of an
application, assessment, or even interview through their smartphone or
tablet. Assessment vendors will discuss their recent practical research
and strategies for the use of mobile assessments, and opportunities,
challenges, and future directions.
James R. Longabaugh, jrlongabaugh@gmail.com
183
Evan F. Sinar, BetterUp, Co-Chair
Tiffany R. Poeppelman, LinkedIn, Co-Chair
2019THURS-PMAlternative
Session
143. Alternative Session Type with Presenters:
1:30PM-2:50PM Chesapeake J-L
Beyond AI and VR: Top Technology Trends Disrupting the
Future of Work
The blistering pace of technology adoption amplifies the urgency of
proactivity about how these forces will disrupt employees, leaders, and
the future of work itself. Join a highly participatory discussion on digital
megatrends emerging from an integrative review of multidisciplinary
technology reports, including blockchain, productivity bots, enterprise
security, and personalized experiences.
Evan F. Sinar, evansinar@gmail.com Tagged
184
Kristophor G. Canali, U.S. Army Research Institute for the Social and Behavioral
Sciences
2019THURS-PMSymposium
/
Forum
144.-1 Alternative Session Type with multiple papers:
1:30PM-2:20PM Maryland 1-3
Assessment Strategies for Selection of Cyber/Information
Technology Professionals
Knowledge-Based Measures for Selection to Cyber OccupationsCombining the Ignite format with a panel discussion, 4 industry leaders will describe their efforts to develop selection assessments and
processes for cyber/information technology positions and ensure validity
in content domains that are constantly changing. The audience will be
encouraged to ask questions and challenge the panelists’ approaches.
Alexander P. Wind, alexander.p.wind.civ@mail.mil
185
Cory S. Adis, PDRI, an SHL Company,
Michelle M. Wisecarver, PDRI, an SHL
Company,
Chelsey Raber, PDRI, an SHL Company,
Jaclyn Martin, PDRI/USF,
2019THURS-PMSymposium
/
Forum
144-2. Alternative Session Type with multiple papers:
1:30PM-2:20PM Maryland 1-3
Assessment Strategies for Selection of Cyber/Information
Technology Professionals
Assessing Cyber Potential Through Cognitive CapabilitiesCombining the Ignite format with a panel discussion, 4 industry leaders will describe their efforts to develop selection assessments and
processes for cyber/information technology positions and ensure validity
in content domains that are constantly changing. The audience will be
encouraged to ask questions and challenge the panelists’ approaches.
Alexander P. Wind, alexander.p.wind.civ@mail.mil
186
Liberty J. Munson, Microsoft, 2019THURS-PMSymposium
/
Forum
144-3 Alternative Session Type with multiple papers:
1:30PM-2:20PM Maryland 1-3
Assessment Strategies for Selection of Cyber/Information
Technology Professionals
How Microsoft Is Changing Field Roles to Become More TechnicalCombining the Ignite format with a panel discussion, 4 industry leaders will describe their efforts to develop selection assessments and
processes for cyber/information technology positions and ensure validity
in content domains that are constantly changing. The audience will be
encouraged to ask questions and challenge the panelists’ approaches.
Alexander P. Wind, alexander.p.wind.civ@mail.mil
187
Thomas Kiger, uman Resources Research Organization,
William D. Taylor,
Human Resources Research Organization
2019THURS-PMSymposium
/
Forum
144-4. Alternative Session Type with multiple papers:
1:30PM-2:20PM Maryland 1-3
Assessment Strategies for Selection of Cyber/Information
Technology Professionals
Examining the Incremental Value of Personality in U.S. Army Cyber OccupationsCombining the Ignite format with a panel discussion, 4 industry leaders will describe their efforts to develop selection assessments and
processes for cyber/information technology positions and ensure validity
in content domains that are constantly changing. The audience will be
encouraged to ask questions and challenge the panelists’ approaches.
Alexander P. Wind, alexander.p.wind.civ@mail.mil
188
Richard N. Landers, University of Minnesota, Presenter
Elena Auer, University of Minnesota, Presenter
Andrew B. Collmus, Flex, Presenter
Sebastian Marin, University of Minnesota, Presenter
Rachel C. Callan, Liberty Mutual, Presenter
2019THURS-PMMaster
Tutorial
145. Master Tutorial: 1:30PM-2:50PM Maryland 4-6Leveraging Data Science to Facilitate Insightful,
Reproducible, and Trustworthy I-O
This tutorial will demonstrate how data science can be used to benefit
I-O psychology by improving insights about employee behavior, increasing the reproducibility of analyses, and making I-O more trustworthy.
Data science techniques and tools, such as machine learning, version
control, and open-source technologies, will be discussed in the context
of benefiting I-O research and practice.
Elena Auer, auer0027@umn.eduTagged
189
Lisa Grant Harpe, DCI, Co-Chair
Emilee B. Tison, DCI Consulting Group, Inc., Co-Chair
Tanner Bateman, FTI Consulting, Panelist
David Morgan, Micron Technology, Inc., Panelist
Eric J. Sydell, Shaker International, Panelist
Kelly Trindel, pymetrics, Panelist
2019THURS-PMPannel
Discussion
152. Panel Discussion:
1:30PM-2:50PM National Harbor 10-11
Big Data and Predictive Analytics in Practice: Learning From
Those Leading the Charge
Organizations continue to seek new and innovative ways to tackle their
human resource needs. This panel will highlight ways that predictive
analytic techniques utilizing large and varied data sets have been used
across several, diverse organizations. Presenters will provide the audience with practical advice regarding techniques, best practices, lessons
learned, and EEO considerations.
Emilee B. Tison, etison@dciconsult.com
190
Krystyn J. Ramdial, University of Central Florida, Presenter2019THURS-PMAlternative
Session
156. Alternative Session Type with Presenters:
1:30PM-2:20PM Potomac C
One-Way Video Interviews: Bridging the Research–Practice GapCompanies are incorporating one-way video interviews into hiring processes as a time-saving and cost-effective tool to narrow the applicant pool. However, there are several gaps in the literature related to this
technology-enabled tool. This roundtable aims to bring together a diverse audience in discussion around these gaps and recommended next
steps for researchers and practitioners.
Krystyn J. Ramdial, krystyn@knights.ucf.eduTagged
191
Jared Z. Ferrell, Shaker International,
P. Carter Gibson, Shaker International,
Jacqueline E. Carpenter, Shaker International,
Christopher T. Frost, Shaker International,
2019THURS-PMSymposium
/
Forum
191-1. Symposium/Forum: 3:30PM-4:20PM Chesapeake 4-6
Bridging the Mobile Divide: Innovative Design to Support
Mobile Cognitive Testing
Measurement Equivalence and Validity of Mobile-Optimized
Call Center Assessments
In 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 innovative design principles to ensure minimal cognitive test score
differences between mobile and nonmobile test administration.
Sara Lambert Gutierrez, Sara.Gutierrez@shl.com
192
Tara K. McClure, Aon,
John Capman, Aon,
Alina Siemsen, cut-e Group,
Nicholas R. Martin, Aon,
Anthony S. Boyce, Aon
2019THURS-PMSymposium
/
Forum
191-2. Symposium/Forum: 3:30PM-4:20PM Chesapeake 4-6
Bridging the Mobile Divide: Innovative Design to Support
Mobile Cognitive Testing
Exploring Equivalence and Applicant Reactions to a Mobile Cognitive Assessment BatteryIn 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 innovative design principles to ensure minimal cognitive test score
differences between mobile and nonmobile test administration.
Sara Lambert Gutierrez, Sara.Gutierrez@shl.com
193
Brittney Amber, Indiana University-Purdue University Indianapolis,
Alex P. Lindsey, University of Memphis,
2019THURS-PMSymposium
/
Forum
194-4. Symposium/Forum: 3:30PM-4:50PM Chesapeake A-C
Novel Perspectives on Leveraging Diversity in Organizations
Utilizing Media to Enhance Diversity Training
Effectiveness
Employees who experience or witness discrimination can experience
a myriad of negative outcomes that are harmful for individuals, teams,
and organizations alike. Accordingly, this symposium offers an advanced
view on how organizations can leverage diversity to improve these
outcomes by identifying the ways in which diversity-related challenges
manifest and how these problems can be remedied.
Dominique Burrows, dominiquenicoleburrows@gmail.com
194
Nadine Bienefeld, ETH Zurich,
Gudela Grote, ETH Zürich
2019THURS-PMSymposium
/
Forum
198-3. Symposium/Forum: 3:30PM-4:50PM Maryland 1-3
Performing and Enduring in Extreme Work Environments
Welcome Dr. Watson: New Roles and Responsibilities in AI-Supported Healthcare TeamsExtreme work environments represent complex and challenging settings
in which humans are pushed to the limits, and optimal performance is
required rather than optional. This symposium highlights the challenges
and opportunities presented by extreme work environments when it
comes to investigating human performance.
Belinda Sisi Cham, belinda.cham@curtin.edu.au
195
Mengqiao Liu, Amazon,
Aaron M. Stehura, DDI,
2019THURS-PMSymposium
/
Forum
202-1. Symposium/Forum: 3:30PM-4:50PM Maryland C
Machine Learning for I-O: Techniques and Real-World Applications
Automated Scoring of Leadership Assessment Using Machine LearningGiven the rising popularity of “Big Data” in industrial/organizational (I-O)
psychology, machine learning techniques have been increasingly utilized
to dissect, analyze, and derive insights from data. This symposium presents a diverse set of 4 papers that focus on various machine learning
techniques and their applications in real-world settings.
Mengqiao Liu, mengqiao.liu7@gmail.com
196
Louis Hickman, Purdue University,
Koustuv Saha, Georgia Institute of Technology,
Munmun De Choudhury, Georgia Institute of Technology,
Louis Tay, Purdue University
2019THURS-PMSymposium
/
Forum
202-2. Symposium/Forum: 3:30PM-4:50PM Maryland C
Machine Learning for I-O: Techniques and Real-World Applications
Automated Tracking of Components of Job Satisfaction via
Text Mining of Twitter Data
Given the rising popularity of “Big Data” in industrial/organizational (I-O)
psychology, machine learning techniques have been increasingly utilized
to dissect, analyze, and derive insights from data. This symposium presents a diverse set of 4 papers that focus on various machine learning
techniques and their applications in real-world settings.
Mengqiao Liu, mengqiao.liu7@gmail.com
197
Li Guan, Aon,
Cameron J Davis, Aon Inc.,
Abe Scher, Aon,
Stefan Gaertner, Aon,
2019THURS-PMSymposium
/
Forum
202-3. Symposium/Forum: 3:30PM-4:50PM Maryland C
Machine Learning for I-O: Techniques and Real-World Applications
Lessons Learned: Building a Deep Learning Model to Automate the WorkflowGiven the rising popularity of “Big Data” in industrial/organizational (I-O)
psychology, machine learning techniques have been increasingly utilized
to dissect, analyze, and derive insights from data. This symposium presents a diverse set of 4 papers that focus on various machine learning
techniques and their applications in real-world settings.
Mengqiao Liu, mengqiao.liu7@gmail.com
198
Sriram Padmanabhan, Cymorg Inc.,
Aarti Shyamsunder, Psymantics Consulting
2019THURS-PMSymposium
/
Forum
202-4. Symposium/Forum: 3:30PM-4:50PM Maryland C
Machine Learning for I-O: Techniques and Real-World Applications
From the Desert to the Ocean: ML-Powered Measurement in a Dynamic SimulationGiven the rising popularity of “Big Data” in industrial/organizational (I-O)
psychology, machine learning techniques have been increasingly utilized
to dissect, analyze, and derive insights from data. This symposium presents a diverse set of 4 papers that focus on various machine learning
techniques and their applications in real-world settings.
Mengqiao Liu, mengqiao.liu7@gmail.com
199
Elena Auer, University of Minnesota, Presenter
Richard N. Landers, University of Minnesota, Presenter
2019THURS-PMMaster
Tutorial
203. Master Tutorial: 3:30PM-4:50PM Maryland DCreating Reproducible and Interactive Analyses With JupyterLab and BinderThis tutorial demonstrates 2 data science tools that enable I-O psychologists to create interactive, literate code documents, enabling others to
replicate analyses with 1 click on the web. The first, JupyterLab, creates
interactive documents that embed code to reproduce both original
results and visualizations. The other, Binder, makes the JupyterLab
environment even more accessible
Elena Auer, auer0027@umn.eduTagged
200
Thomas A. Stetz, Hawaii Pacific University2019THURS-PMPoster228. Poster: 3:30PM-4:20PM Board 17A Text Analysis of 70 Years of Personnel PsychologyIt has been over 70 years since Personnel Psychology was founded
and there has been no systematic review of research trends over the
life of the journal. Using text analysis of historical information this paper
aims to fill the gap shedding light on how the journal has evolved and
progressed. Educators and researchers can use this information guide
instruction and target publication efforts
Thomas A. Stetz, tastetz@yahoo.com
201
Tara K. McClure, Aon, Chair
Leah Ellison, Aon, Co-Chair
Mats P. Englund, cut-e Group (an Aon company), Presenter
Nicole Ennen, Google, Presenter
Richard N. Landers, University of Minnesota, Presenter
Bryon H. Miller, Ph.D., Ford Motor Company, Presenter
Yael Oelbaum, JetBlue, Presenter
Raphael Y. Prager, PepsiCo, Presenter
2019THURS-PMIgnite
Session
261. IGNITE! Panel: 5:00PM-5:50PM Chesapeake 4-6Candidate Experiences Matter: Navigating New Frontiers in Assessment Technologies Panelists present experiences and research to encourage discussion on
the topic of enhancing the candidate experience in emerging assessment
technologies. Consultants and academics will discuss challenges and successes encountered in trying to balance the goals of maintaining a positive
candidate experience and implementing new selection technologies.
Tara K. McClure, tara_mcclure01@hotmail.com
202
Kari R. Strobel, Deloitte, Co-Chair
William Tanner, Deloitte, Co-Chair
Joshua Batten, US Department of Transportation, Panelist
Gary Johnsen, Deloitte, Panelist
David L. Van Rooy, Wal-Mart Stores, Panelist
Beiwen Zhu, Panelist
2019THURS-PMPannel
Discussion
264. Panel Discussion: 5:00PM-5:50PM Chesapeake A-CActivating the Digital Organization: The Role of the HR Leader This session will prepare participants to adapt their concept of leadership to meet the demands of a digital age. Participants will learn what it
means to be an HR digital leader and how they can begin to incorporate
a digital mindset into their organizations.
Kari R. Strobel, kari2000@comcast.net
203
Breanna R. Wexler, DDI,
Justin Rossini, DDI,
2019THURS-PMSymposium
/
Forum
265-1 Symposium/Forum: 5:00PM-5:50PM Chesapeake D-F
Diversity Through Access: Building Diverse Applicant Pools
Using Mobile Assessments
Applicant Reactions and Mobile
Device Usage by Demographic Group Membership
One goal of using mobile enabled assessments is to reach a more
diverse applicant pool by expanding access to unproctored Internet
testing. This symposium explores the credibility of this assumption, while
at the same time examining how device type influences applicant reac- tions, test scores and overall impact for different groups of people based
on gender, age, and race/ethnicity.
Jason N. Jaber, jason.jaber@shl.com
204
Paul M. Fursman, SHL,
Jason N. Jaber, SHL,
2019THURS-PMSymposium
/
Forum
265-2 Symposium/Forum: 5:00PM-5:50PM Chesapeake D-F
Diversity Through Access: Building Diverse Applicant Pools
Using Mobile Assessments
Increasing Diversity Through
Mobile Assessments and the Effect on Adverse Impact
One goal of using mobile enabled assessments is to reach a more
diverse applicant pool by expanding access to unproctored Internet
testing. This symposium explores the credibility of this assumption, while
at the same time examining how device type influences applicant reac- tions, test scores and overall impact for different groups of people based
on gender, age, and race/ethnicity.
Jason N. Jaber, jason.jaber@shl.com
205
Marinus van Driel, Aon,
Nicholas R. Martin, Aon,
2019THURS-PMSymposium
/
Forum
265-3 Symposium/Forum: 5:00PM-5:50PM Chesapeake D-F
Diversity Through Access: Building Diverse Applicant Pools
Using Mobile Assessments
Global Trends: Diversity and
Mobile Assessment
One goal of using mobile enabled assessments is to reach a more
diverse applicant pool by expanding access to unproctored Internet
testing. This symposium explores the credibility of this assumption, while
at the same time examining how device type influences applicant reac- tions, test scores and overall impact for different groups of people based
on gender, age, and race/ethnicity.
Jason N. Jaber, jason.jaber@shl.com
206
Kimberly Acree Adams, Chair
Liberty J. Munson, Microsoft, Panelist
Alexander Alonso, Society for Human Resource Management (SHRM), Panelist
Lorin M. Mueller, Federation of State Boards of Physical Therapy, Panelist
Mark Alan Smith, SHRM, Panelist
2019THURS-PMPannel
Discussion
266. Panel Discussion: 5:00PM-5:50PM Chesapeake G-I Keeping It Real: How Technology Is Shaping the Future of
Assessment
Through the power of the cloud, advanced technologies will not only
change how people work but also how I-Os think about skills validation
and assessment. Experts will introduce ways these technologies can be
leveraged to more effectively identify job skills and competencies; ways
they can change how we design, develop, deliver, and sustain assessments; and how we can prepare for the road ahead.
Kimberly Acree Adams, kadams6006@gmail.com
207
S. Bartholomew Craig, North Carolina State University, Chair
David W. Bracken, Keiser University, Co-Chair
Milt Hakel, SIOP Foundation, Moderator
Richard A. Mendelson, Keiser University, Presenter
Ruchi Patel, Aon, Presenter
Justin Travis, North Carolina State University, Presenter
Andrea Veech, Keiser University, Presenter
2019THURS-PMDebate268. Debate: 5:00PM-5:50PM Maryland 1-3Traditional Versus Online I-O Graduate Programs: Can They
Coexist?
Online (remote) I-O graduate programs are growing in availability and
enrollment. There is no metric to objectively measure how they compare
to traditional programs, yet there is little question that graduates of online programs are held in lower esteem. This debate will feature faculty,
students, and graduates of each method of I-O program in presenting
the pros and cons of each type.
David W. Bracken, dbracken@keiseruniversity.edu
208
Andrew J. Barsa, Shaker International, Chair
P. Carter Gibson, Shaker International, Panelist
Sandra P. Dennis, SHL, Panelist
Kristin M. Delgado, PSI Services LLC, Panelist
David Futrell, Walmart, Panelist
2019THURS-PMPannel
Discussion
275. Panel Discussion: 5:00PM-5:50PM National Harbor 2-3Go Big or Go Mobile: When and How to Implement Mobile
Assessments
Over 50% of applicants choose a mobile device when taking an assessment. This revolution has occurred quickly and I-Os have been playing
catch up to design, validate, and understand the implications of this change
in applicant pools. Data points, facts, and figures, as well as lessons
learned, are shared that I-Os should know when thinking about mobile.
P. Carter Gibson, Carter.Gibson@shakercg.com
209
Jessica L. Dzieweczynski, FMP Consulting, Chair
Christine N. Gundermann, FMP Consulting, Co-Chair
Chris Bordeaux, U.S. Customs and Border Protection, Presenter
Patrick J. Curtin, National Science Foundation, Presenter
William N. Haller, FMP Consulting, Presenter
Hanna Pillion, DHS/CBP, Presenter
Brian W. Tate, General Dynamics Information Technology, Presenter
Stephen W. Tyler, FMP Consulting, Presenter
2019THURS-PMIgnite
Session
276. IGNITE! Panel: 5:00PM-5:50PM National Harbor 10-11Excel Can Do That? Maximizing I-O Projects Through Excel Although increasingly sophisticated data analytic tools abound, Excel
remains a ubiquitous and accessible tool for many. This IGNITE! panel
highlights innovative applications of Excel that have maximized the
impact of I-O projects. Panelists will present real-world tools that apply
advanced Excel functionality to a range of I-O topics such as workforce
planning, selection, and employee engagement.
Jessica L. Dzieweczynski, jessicadzi@gmail.comTagged
210
Ian Obus Siderits, George Washington University
Jerod Cody White, George Washington University
Sarah Zarsky, George Washington University
Daniel Ravid, George Washington University
Tara S. Behrend, George Washington University
2019THURS-PMPoster291. Poster: 6:00PM-6:50PM Board 10Twenty Years of Technology at SIOP: Are I-O Psychologists Lagging?Authors examine the timeliness of technology research at SIOP conferences
since 1998. Findings indicate that, on average, I-O psychologists study
technology milestones 6.62 years after they occur, and they have responded
more quickly in recent years. The study provides the SIOP community with
diagnostic information to inform future research and conferences.
Jerod Cody White,
jerodcw@gmail.com
211
Ho Kwan Cheung, University at Albany, SUNY, Coordinator
Richard N. Landers, University of Minnesota, Presenter
Daly Vaughn, Shaker International, Presenter
2019FRI-AMSeminar294. Friday Seminar: 8:00AM-11:00AM Chesapeake 7-9Friday Seminar 1: Fad to Fixture: Social Media in the Workplace
PREREGISTRATION AND ADDITIONAL FEE REQUIRED.
Social media (SM) are now used throughout organizations at all levels, by HR
professionals and line employees alike. This seminar will update you on
the latest research, litigation, and practice to inform appropriate SM uses
in work contexts.
Ho Kwan Cheung,
hcheung@albany.edu
Tagged
212
Jennifer L. Geimer, SHL,
James C. Meaden, SHL,
Kristin Sanderson Allen, SHL,
Paul D. DeKoekkoek, SHL,
2019FRI-AMSymposium
/
Forum
297-1 Symposium/Forum: 8:00AM-9:20AM Chesapeake D-F
Conceptual and Methodological Innovations in Criterion
Measurement
Innovations in Criterion Measurement: Text
Analytics With Performance Narratives
Criterion measurement continues to be heavily studied in organizational
research. This symposium highlights innovative approaches in criterion measurement, including text analysis of open-ended performance
feedback, meta-perceived self-ratings compared with supervisor ratings,
conceptualization of physical performance, and taxonomy development
of skilled and technical jobs.
Angela Lee, alee@humrro.org
213
Kama D. Dodge, Cubiks,
Matt Stewart, Pearson, TalentLens,
Keisha Phillips, Pearson, TalentLens,
2019FRI-AMSymposium
/
Forum
304-1 Symposium/Forum: 8:00AM-9:20AM Maryland C
MTurk: Abuses, Misuses, and Proper Uses
Representative of What?: Comparing Findings on
MTurk With Real World Samples
MTurk is becoming increasingly popular in I-O research but has been
criticized for lacking validity, data quality, and generalizability. Answering
Landers and Behrend’s (2015) call, a theory-driven focus is provided for
MTurk samples in order to evidence its utility for validation and experimentation in certain contexts, and dissuade researchers from non-theory-driven convenience sampling.
Marino Mugayar-Baldocchi, mugayarbaldocchim@gmail.com
214
Marino Mugayar-Baldocchi, Baruch College & the Graduate Center, CUNY,
Marcus J. Fila, Hope College,
Bradley E. Gray, The Graduate Center & Baruch College, CUNY,
Erin Eatough, BetterUp,
2019FRI-AMSymposium
/
Forum
304-2 Symposium/Forum: 8:00AM-9:20AM Maryland C
MTurk: Abuses, Misuses, and Proper Uses
“I Won’t Do This Again!” An Intersectional Perspective on Illegitimate Tasks on MTurkMTurk is becoming increasingly popular in I-O research but has been
criticized for lacking validity, data quality, and generalizability. Answering
Landers and Behrend’s (2015) call, a theory-driven focus is provided for
MTurk samples in order to evidence its utility for validation and experimentation in certain contexts, and dissuade researchers from non-theory-driven convenience sampling.
Marino Mugayar-Baldocchi, mugayarbaldocchim@gmail.com
215
Natalie Vanelli, Clemson University,
Cynthia L.S. Pury, Clemson University,
2019FRI-AMSymposium
/
Forum
304-3 Symposium/Forum: 8:00AM-9:20AM Maryland C
MTurk: Abuses, Misuses, and Proper Uses
Time Didn’t Fly: The Experience of Boredom on MTurkMTurk is becoming increasingly popular in I-O research but has been
criticized for lacking validity, data quality, and generalizability. Answering
Landers and Behrend’s (2015) call, a theory-driven focus is provided for
MTurk samples in order to evidence its utility for validation and experimentation in certain contexts, and dissuade researchers from non-theory-driven convenience sampling.
Marino Mugayar-Baldocchi, mugayarbaldocchim@gmail.com
216
Alice M. Brawley Newlin, Gettysburg College, 2019FRI-AMSymposium
/
Forum
304-4 Symposium/Forum: 8:00AM-9:20AM Maryland C
MTurk: Abuses, Misuses, and Proper Uses
Seriously?: Estimates of Gig
Work Dependence Vary With Question Wording
MTurk is becoming increasingly popular in I-O research but has been
criticized for lacking validity, data quality, and generalizability. Answering
Landers and Behrend’s (2015) call, a theory-driven focus is provided for
MTurk samples in order to evidence its utility for validation and experimentation in certain contexts, and dissuade researchers from non-theory-driven convenience sampling.
Marino Mugayar-Baldocchi, mugayarbaldocchim@gmail.com
217
Michelle Martin-Raugh, Educational Testing Service,
Patrick C. Kyllonen, Educational Testing Service,
Jiangang Hao, Educational Testing Service,
Adam Bacall, Educational Testing Service,
Dovid Becker, Educational Testing Service,
Christopher Kurzum, Educational Testing Service,
Zhitong Yang, Educational Testing Service,
Fred Yan, Educational Testing Service,
2019FRI-AMSymposium
/
Forum
308-3 Symposium/Forum:
8:00AM-9:20AM National Harbor 10-11
Measurement: New Methods for Classic Problems, Classic
Methods for New Problems
Measuring Negotiation Skills Using Virtual Performance-Based Dyadic TasksI-O psychologists have relied on many of the same methods for 100
years. In a world of self-driving cars are we falling behind? No! This
symposium uses novel methods (computer games, mobile sensors,
online platforms) to solve classic workplace problems. We also demonstrate that classic I-O methods (BARS) are helping address emerging
problems (cross-cultural interactions).
Rodney A. McCloy, rmccloy@humrro.org
218
Deniz S. Ones, University of Minnesota,
Adib Birkland, University of Minnesota,
Stephan Dilchert, Baruch College,
Brenda D. Ellis, University of Minnesota-Twin Cities,
Casey A. Giordano, University of Minnesota,
Jack W. Kostal, University of Minnesota,
Mustafa al’Absi, University of Minnesota-Duluth,
Eugene Buder, University of Memphis,
2019FRI-AMSymposium
/
Forum
308-5 Symposium/Forum:
8:00AM-9:20AM National Harbor 10-11
Measurement: New Methods for Classic Problems, Classic
Methods for New Problems
Using Mobile Sensors to Model and
Predict Typical Job Performance
I-O psychologists have relied on many of the same methods for 100
years. In a world of self-driving cars are we falling behind? No! This
symposium uses novel methods (computer games, mobile sensors,
online platforms) to solve classic workplace problems. We also demonstrate that classic I-O methods (BARS) are helping address emerging
problems (cross-cultural interactions).
Rodney A. McCloy, rmccloy@humrro.org
219
saac Benjamin Thompson, Shaker International, Co-Chair
Nick C. Koenig, Shaker International, Co-Chair
Mengqiao Liu, Amazon, Co-Chair
2019FRI-AMSpecial
Event
354. Special Event: 10:00AM-11:20AM Maryland BSIOP Select: The Second SIOP Machine Learning CompetitionThe second SIOP machine learning competition is a chance to (a)
learn by doing, (b) bring new methods to the field, and (c) establish
performance benchmarks. Adopting a Kaggle-like style, it provides an
opportunity for the field to come together to tackle tough methodological
problems, determine the best solutions systematically, and then share
back insights and reproducible code.
Isaac Benjamin Thompson, thompsonisaacb@gmail.com
220
Steve W. J. Kozlowski, Michigan State University,
Georgia T. Chao, Michigan State University
2019FRI-AMSymposium
/
Forum
355. Symposium/Forum:
10:00AM-11:20AM Maryland C
Advancing Organizational Research With Computational
Modeling
An Introduction to Computational ModelingComputational modeling (CM) offers organizational scientists the
opportunity to garner scientific knowledge for multiple research purposes. This symposium provides an introductory, concise overview of
computational models, common myths and realities of what CMs can do,
principles for CM theory development, and an example of how CM and
data can be used to advance organizational research.
Georgia T. Chao, chaog@msu.edu
221
Michael T. Braun, University of South Florida2019FRI-AMSymposium
/
Forum
355. Symposium/Forum:
10:00AM-11:20AM Maryland C
Advancing Organizational Research With Computational
Modeling
Unpacking the Black Box: Myths
and Realities of Computational Modeling
Computational modeling (CM) offers organizational scientists the
opportunity to garner scientific knowledge for multiple research purposes. This symposium provides an introductory, concise overview of
computational models, common myths and realities of what CMs can do,
principles for CM theory development, and an example of how CM and
data can be used to advance organizational research.
Georgia T. Chao, chaog@msu.edu
222
James A. Grand, University of Maryland,2019FRI-AMSymposium
/
Forum
355. Symposium/Forum:
10:00AM-11:20AM Maryland C
Advancing Organizational Research With Computational
Modeling
“Actors, not Factors:” Principles for
Building and Testing Computational Theories
Computational modeling (CM) offers organizational scientists the
opportunity to garner scientific knowledge for multiple research purposes. This symposium provides an introductory, concise overview of
computational models, common myths and realities of what CMs can do,
principles for CM theory development, and an example of how CM and
data can be used to advance organizational research.
Georgia T. Chao, chaog@msu.edu
223
Goran Kuljanin, DePaul University,
Neal Outland, DePaul University,
Elizabeth Guth, DePaul University,
Jake Weiss, DePaul University,
Ashlyn Lowe, DePaul University,
2019FRI-AMSymposium
/
Forum
355. Symposium/Forum:
10:00AM-11:20AM Maryland C
Advancing Organizational Research With Computational
Modeling
Iterative Science: Integrating Computational Modeling With
Empirical Data
Computational modeling (CM) offers organizational scientists the
opportunity to garner scientific knowledge for multiple research purposes. This symposium provides an introductory, concise overview of
computational models, common myths and realities of what CMs can do,
principles for CM theory development, and an example of how CM and
data can be used to advance organizational research.
Georgia T. Chao, chaog@msu.edu
224
Ryan L. Derickson, University of Cincinnati, Presenter
Jena Wierwille, VHA National Center for Organization Development, Presenter
2019FRI-AMMaster
Tutorial
364. Master Tutorial: 10:00AM-10:50AM Potomac DInteractive Data: Modern Visuals and Dashboards That Make
a Difference
This Master Tutorial will demonstrate how I-O practitioners can easily
bring data to life for their clients with custom interactive data dashboards. Presenters will provide best practices in data visualization for
populating these dashboards with engaging displays, and R code to
replicate/customize results. They will also show how to integrate these
products into existing data science workflows.
Ryan L. Derickson, rlderickson@gmail.comTagged
225
Jenna Ellen-Marie McChesney, North Carolina State University
Tara S. Behrend, The George Washington University
2019FRI-AMPoster380. Poster: 10:00AM-10:50AM Board 16Do Women Dream of Computer Science Careers?Using cluster analysis, authors examined how various facets of vocational interests interact to describe women interested in STEM and CS
careers. Some groups of women interested in STEM and CS careers to
have high interest in both social and realistic tasks.
Jenna Ellen-Marie McChesney, jemcches@ncsu.edu
226
Cassandra Chlevin, Kansas State University
Christopher J. Lake, Kansas State University
2019FRI-AMSymposium
/
Forum
403. Poster: 11:00AM-11:50AM Board 7Stress Coping at Work: Psychometric Analysis of the Cybernetic
Coping Scale
A within-subjects study (N = 97) measured coping methods across 3
workplace stressors—organizational constraints, interpersonal conflict,
and workload—to psychometrically assess the Cybernetic Coping Scale
(CCS). Multigroup confirmatory factor analyses indicated that a 14-item
condensed version of the CCS offers better measurement invariance
across contexts than the original 20-item version.
Cassandra Chlevin, cassiect@ksu.edu
227
Joseph DiGrazia, SHL
Liwen Liu, SHL
James C. Meaden, SHL
Sowmya Podila, SHL Inc.
2019FRI-AMPoster404. Poster: 11:00AM-11:50AM Board 8Black Box ≠ Magic Box: Testing Machine Learning Approaches to
Leader Performance
Three strategies are examined for modeling leader performance as a
function of personality: OLS regression, a random forest model, and an
artificial neural network in terms of predictive accuracy and interpretability. it is found that, despite their ability to model much more complex
relationships between predictors and the outcome, machine learning
approaches fail to outperform OLS regression.
Liwen Liu, Liwen.Liu@shl.com
228
Jaclyn Martin, PDRI/University of South Florida
Sean Potter, University of South Florida
Mark R. Rose, US Air Force
Michael D. Coovert, University of South Florida
2019FRI-AMPoster418. Poster: 11:00AM-11:50AM Board 22 Preparing for the Future of Work: Critical Aptitudes and Traits for
Cyber Employees
Organizations are increasingly reliant on technological systems, causing
a growing demand for cybersecurity professionals. Authors use job
analytic methods to identify 38 abilities and 24 traits important for the
selection of cybersecurity employees. Through hierarchical cluster
analysis, they reduce the dimensionality of these abilities and traits to
determine the most critical for selection.
Jaclyn Martin, jmartin85@mail.usf.edu
229
Brandon Minton, Virginia Tech
Ivan Hernandez, Virginia Tech
2019FRI-AMPoster421. Poster: 11:00AM-11:50AM Board 25Deep Learning Applications to I-O: Forecasting U.S. Work Attitudes
on Twitter
This project applies a new category of predictive models, recurrent neural networks, to predict yearly variation in expressions of work-related
sentiment on social media. Using a sample of over 300,000 work-related
messages from Twitter across a year in the United States, a model is
developed to predict future country-level work attitudes, improving upon
the performance of traditional models.
Brandon Minton, btminton18@vt.edu
230
Sarah E. Frick, University of South Florida,
Keaton A. Fletcher, Georgia Institute of Technology,
Wendy L. Bedwell, PACE Consulting Solutions, LLC,
Michael T. Braun, University of South Florida
2019FRI-AMSymposium
/
Forum
436-2 Symposium/Forum: 11:30AM-12:50PM
Chesapeake J-L
Understanding and Improving Within-Team Processes and
Perceptions
Virtual Leader Behavior: Manipulating
and Evaluating Leader Behaviors in Virtual Teams
Team processes and states drive team effectiveness. Despite their inherent intrateam, relational nature, most research utilizes static, team-level
designs. This symposium presents exemplars of insights gained through
examining within-team perceptions of collaboration effectiveness, satisfaction and potency, LMX relationships, roles, and strategic core.
Michael T. Braun, mtbraun@usf.edu
231
Steven Nydick, Korn Ferry, Presenter
Ben Wiseman, Korn Ferry Institute, Presenter
Jeff A. Jones, Korn Ferry, Presenter
2019FRI-AMMaster
Tutorial
441. Master Tutorial: 11:30AM-12:50PM Maryland CWeb Scraping With RA lot of data exists on the web! Accessing that data requires understanding HTTP requests, security tokens, data transfer file formats, and data
cleaning. This tutorial session will walk you through how to access and
process web-based data using the powerful statistical language R. Bring
your laptop for this interactive session (download session materials here:
https://bit.ly/2QfaYRw).
Jeff A. Jones, Jeff.Jones@kornferry.com
232
2019FRI-AMComminuty
Of
Interest
443. Community of Interest:
11:30AM-12:20PM National Harbor 1
Statistics Plus Data Visualizations: How Technology Brings
Power to the People
In this COI, researchers and practitioners are invited to a discussion
of the role of data visualization in I-O. The application and purpose
of data viz as a supplement to traditional statistical methods, ethical
considerations, and the training gap of data viz in I-O education will be
discussed. Participants are encouraged to bring their experiences and
areas of research to this discussion.
Katharine R. O’Brien, katharine.r.obrien@gmail.comTagged
233
Chieh-Chen Bowen, Cleveland State University
Sierra Davidson, Western Reserve Area Agency on Aging
Brent Anthony Stevenor, Cleveland State University
2019FRI-PMPoster462. Poster: 12:00PM-12:50PM Board 12Job Applicants’ Perceptions and Reactions of Hiring Companies’
Social Media Policies
This exploratory study provided insights of job applicants’ perceptions of
hiring companies’ social media policies and their intended acts with the
companies. Results suggested that the perceptions of the social media
policies are ultimately what drove their action. The predictors of social
media policy perceptions were the strictness of the policies, applicants’
agreeableness, and employability.
Chieh-Chen Bowen, c.c.bowen@csuohio.edu
234
Manuel F. Gonzalez, Baruch College & the Graduate Center, CUNY
John Capman, Aon
Nicholas R. Martin, Aon
Richard Justenhoven, Aon’s Assessment Solutions
Achim Preuss, Aon/cut-e
2019FRI-PMPoster468. Poster: 12:00PM-12:50PM Board 18Rage Against the Machine: Reactions to Artificial Intelligence in
Selection Systems
Organizations are using artificial intelligence (AI) to streamline their hiring processes, yet little is known about how applicants react to the use
of AI. Authors experimentally examined reactions to AI versus human
decision makers, finding that people react unfavorably to AI and the
organizations that use them. The implications of these findings, along
with possible solutions will be discussed.
Manuel F. Gonzalez, mgonzalez47@gmail.com
235
Patrick J. Rosopa, Clemson University
Alexander Francis Moore, Clemson University
Zach P. Klinefelter, Clemson University
2019FRI-PMPoster477. Poster: 12:00PM-12:50PM Board 27Employee Selection: Don’t Let the Machines Take OverUsing a simulation, authors examine the effects on the multiple correlation based on ordinary least squares (OLS) regression as well as regression trees, in a 3-stage multiple hurdle approach. Although the OLSbased R2 was attenuated considerably, the analog in regression trees
was overestimated due to the tendency for regression trees to overfit.
Patrick J. Rosopa, prosopa@clemson.edu
236
Philip T. Walmsley, U.S. Office of Personnel Management, Chair
Jeffrey M. Cucina, U.S. Customs and Border Protection, Panelist
Isaac Benjamin Thompson, Shaker International, Panelist
Eric J Felsberg, J.D., Jackson Lewis P.C., Panelist
Charles A. Handler, Rocket-Hire LLC, Panelist
Nathan J. Mondragon, HireVue, Panelist
Kristen L. Pryor, DCI Consulting, Panelist
2019FRI-PMPannel
Discussion
491. Panel Discussion: 1:00PM-2:20PM Maryland A Using Machine and Deep Learning in Hiring: Ethical, Legal,
and Practical Concerns
This panel will discuss legal, ethical, and practical implications of using
artificial intelligence/machine learning/deep learning (AI/ML/DL) for
personnel selection. Three main topics will be covered: (a) considerations of a computer screening individuals, (b) data sources, and (c)
considerations when going live (interpretability, updating algorithms, and
mitigating adverse impact).
Jeffrey M. Cucina, jcucina@gmail.com
237
Michael T. Braun, University of South Florida,
James A. Grand, University of Maryland,
Goran Kuljanin, DePaul University,
Steve W. J. Kozlowski, Michigan State University,
Georgia T. Chao, Michigan State University,
2019FRI-PMSymposium
/
Forum
493-3 Symposium/Forum: 1:00PM-2:20PM Maryland C
Modeling Emergent Phenomena: Implementations and Process Insights
A Computational
Understanding of Team Synergy: How Dream Teams Can Fail
Computational modeling offers organizational scientists an important tool
for exploring complex, dynamic, and emergent phenomena. The presentations in this symposium highlight the use of both diverse modeling
techniques for achieving these goals as well as how model development
can be inspired by existing data or the search for new theory/intuition
across a range of organizational topics.
Goran Kuljanin, g.kuljanin@depaul.edu
238
Neal Outland, DePaul University,
Elizabeth Guth, DePaul University,
Jake Weiss, DePaul University,
Ashlyn Lowe, DePaul University,
Goran Kuljanin, DePaul University,
2019FRI-PMSymposium
/
Forum
493-4 Symposium/Forum: 1:00PM-2:20PM Maryland C
Modeling Emergent Phenomena: Implementations and Process Insights
Converting Empirical Observations to a Computational Model:
The Case of Basketball
Computational modeling offers organizational scientists an important tool
for exploring complex, dynamic, and emergent phenomena. The presentations in this symposium highlight the use of both diverse modeling
techniques for achieving these goals as well as how model development
can be inspired by existing data or the search for new theory/intuition
across a range of organizational topics.
Goran Kuljanin, g.kuljanin@depaul.edu
239
Lisa Baranik, University at Albany, Host
Autumn D. Krauss, SAP SuccessFactors, Host
Jason G. Randall, University at Albany, SUNY, Coordinator
2019FRI-PMComminuty
Of
Interest
495. Community of Interest: 1:00PM-1:50PM
National Harbor 1
Technology “Addictions” at Work? Finding the Right BalanceTechnology is vital in the modern workforce, yet some have cautioned
that an overreliance on technology, often portrayed as an “addiction,”
might yield negative consequences. In this community of interest,
attendees will discuss whether technology “addictions” exist and how the
use of technology may both help and harm important outcomes in the
work and home domains (e.g., well-being, efficiency).
Jason G. Randall, jgrandall@albany.eduTagged
240
Lori L. Foster, North Carolina State University, Chair
Eric M. Dunleavy, DCI Consulting Group, Panelist
Eden B. King, Rice University, Panelist
Fred Oswald, Rice University, Panelist
Kelly Trindel, pymetrics, Panelist
2019FRI-PMPannel
Discussion
497. Panel Discussion: 1:00PM-2:20PM Potomac 1-2Emerging Technology and Predictive Analytics: Fairness
Concerns and Opportunities
Recent advances in big data and predictive analytics (e.g., machine
learning, AI) can improve workplace diversity and inclusion. They also
can enable “algorithmic bias” and other sophisticated ways to unfairly
(and perhaps unknowingly) discriminate. This panel of expert academics
and practitioners will discuss the promise and perils of advances in big
data analytics in the workplace context.
Lori L. Foster, llfoster@ncsu.edu
241
Meghan A. Thornton-Lugo, University of Texas at San Antonio, Coordinator
Robert S. Kittinger, Sandia National Labs, Presenter
Daniel B. Shore, Self-Employed/GMU, Presenter
2019FRI-PMSeminar534. Friday Seminar: 3:00PM-6:00PM Chesapeake 7-9Friday Seminar 5: Error Message: I-O Tools
Not Yet Applied to Improve Cybersecurity
Cybersecurity incident response (CSIR) takes place in a high-stakes
VUCA (volatile, uncertain, complex, ambiguous) environment that requires
individuals, teams, and multiteam systems to collaborate. CSIR collaboration barriers stem from lacking trust, poor collective decision
making, inability to adapt, and the highly dynamic problem space.
Meghan A. Thornton-Lugo, meghan.thornton@utsa.edu
242
Alexander R. Schwall, Rhabit Analytics, Inc., Chair
Richard T. Cober, MicroStrategy, Panelist
Elizabeth M. Lentz, PDRI, an SHL Company, Panelist
Rose A. Mueller-Hanson, Community Interface Services, Panelist
2019FRI-PMPannel
Discussion
541. Panel Discussion: 3:00PM-3:50PM Maryland 4-6Solving the Performance Management Conundrum Through
New Practices and Technology
The performance management process is disliked by employees, managers, and HR professionals, prompting new ideas about cutting-edge
practices. Although these new approaches show promise, they often
raise more questions than they answer. This interactive panel will showcase and discuss practical examples of how various innovations have
been implemented along with challenges and lessons learned
Alexander R. Schwall, alexander.schwall@gmail.com
243
Alex Casillas, ACT, Inc., Chair
Kelly D. Dages, Panelist
Kimberly S. Nei, Hogan Assessment Systems, Panelist
Jason D. Way, ACT, Inc., Panelist
John A. Weiner, PSI Services LLC, Panelist
2019FRI-PMPannel
Discussion
548. Panel Discussion: 3:00PM-3:50PM Potomac 1-2Challenges Faced by the Testing Industry: Current Trends
and Looking Into the Future
This session discusses challenges faced by the testing industry (technology,
globalization), how the industry is adapting, and future opportunities for
applied research. The panel includes applied researchers who discuss how
the testing industry is responding to current shifts assessment methods, future trends that will shape the industry, and implications for I-O professionals.
Alex Casillas, alexcasillas75@gmail.com
244
Hong Yu, Microsoft, Coordinator
James C. Meaden, SHL, Presenter
Cory Kind, SHL, Presenter
2019FRI-PMSeminar549. Friday Seminar: 3:00PM-6:00PM Potomac 3-4Friday Seminar 6: Applied NLP in Organizational ResearchThis seminar will provide a detailed introduction to best practices in NLP
and text analytics in organizational research, with an emphasis on application to common talent challenges. A practical framework for navigating
the key decision points involved in conducting text analytics will be
presented and an interactive tutorial will demonstrate how the framework
can be used in a real-world example.
Hong Yu, hong.yu927@gmail.com
245
Unber Ahmad, North Carolina State University
Sean William Chin, North Carolina State University
SeongHee Cho, North Carolina State University
Sooyeol Kim, University of Illinois at Urbana-Champaign
2019FRI-PMPoster553. Poster: 3:00PM-3:50PM Board 2Daily ICT Demands and Work–Family Conflict: Moderating Role of
Boundary Control
The daily effects of information communication technology (ICT)
demands on work–family conflict were examined. The multilevel path
analysis results showed that the path from daily ICT demands to work–
family conflict in the evening was mediated by negative affect. Importantly, this effect is greater for those with low boundary control (i.e., ability to
separate work and personal domains).
Unber Ahmad, usahmad@ncsu.edu
246
Xinyu Hu, Northern Illinois University
Alecia M. Santuzzi, Northern Illinois University
Larissa K. Barber, San Diego State University
2019FRI-PMPoster562. Poster: 3:00PM-3:50PM Board 11Disconnecting to Detach: Unpacking Negative Consequences of
Workplace Telepressure
This study examined how workplace telepressure predicts employee
physical and psychological health outcomes and the intervening roles of
psychological detachment and work–home boundary crossing. Findings
showed only boundary crossing provided a viable explanatory pathway
by which workplace telepressure was associated with physical fatigue
and sleep problems
Xinyu Hu, xhu2@niu.edu
247
Stefan Val Dumlao, Texas A&M University
Stephanie C. Payne, Texas A&M University
Felix George, Jr., Texas A&M University
2019FRI-PMPoster573. Poster: 3:00PM-3:50PM Board 22Employee Attitudes Toward Wearable Technologies in the WorkplaceEmployee attitudes toward wearable technologies in the workplace were
investigated in a vignette-based experimental study of 275 employees.
Wearable programs that appear to facilitate employee autonomy and
wellness resulted in more favorable outcomes; this effect was stronger
for employees with a high level of concern for privacy.
Stefan Val Dumlao, sdumlao@tamu.eduTagged
248
Patricia E. Grabarek, Workr Beeing/Infor
Patrick Carl Clark, Jr., Infor
Katina Sawyer, The George Washington University
Jill Mowry Strange, Infor
2019FRI-PMPoster574. Poster: 3:00PM-3:50PM Board 23Gender and Age Impact Perceptions of Video Interviewing and
Artificial Intelligence
Use of technology in the hiring process is quickly outpacing research.
Many organizations are using video interview processes and exploring
the use of artificial intelligence in talent management. However, little
is known about the impact of these tools on bias or perceived bias in
the hiring process. This study finds differences in perceptions of these
technologies by gender and age.
Patricia E. Grabarek, pegrabarek@gmail.comTagged
249
Abraham Haskins, Wright State University
Gary N. Burns, Florida Institute of Technology
2019FRI-PMPoster575. Poster: 3:00PM-3:50PM Board 24An Interaction Between Anthropomorphism and Personality on
Trust in Automated Systems
The effect of anthropomorphism both as an independent factor on
user trust and as a moderator in the personality–trust relationship was
examined. The level of anthropomorphism had no direct effect on user
behavior. However, users high in extraversion and trait trust were less
likely to display trusting behaviors when dealing with an anthropomorphized automated assistant.
Abraham Haskins, haskins.19@wright.eduTagged
250
Dustin Hightower, University of Texas at Arlington
Amber N. Schroeder, University of Texas at Arlington
Christina Cantu, University of North Texas
2019FRI-PMPoster576. Poster: 3:00PM-3:50PM Board 25Me or My Friends? Examining SNS Friend Activity’s Impact on
Applicant Perceptions
Cybervetting (i.e., online applicant screening) is becoming increasingly
prevalent, yet research has not considered the impact of SNS friend
activity on applicant evaluations. This study examined the specific mechanisms through which both profilee and friend SNS content impacts perceptions, thereby improving our understanding of underlying judgment in
cybervetting assessment.
Amber N. Schroeder, amber.schroeder@uta.eduTagged
251
Rupinder Kaur, Integral Talent Systems, Inc.
Vivian Li, San Francisco State University
Sony Wang, San Francisco State University
Diana R. Sanchez, San Francisco State University
2019FRI-PMPoster577. Poster: 3:00PM-3:50PM Board 26The Viability of Virtual Reality: Assessing Risk Taking and Emotional IntelligenceThis study presents preliminary examination of virtual reality environments (VRE) as an assessment for 2 psychological constructs, emotional intelligence (EI) and risk taking (RT), consistent with that of self-report.
Preliminary results suggest a relationship between EI and RT. Future
implications of VRE may avoid common pitfalls of self-report, such as
faking and social desirability.
Diana R. Sanchez, SanchezDianaR@sfsu.eduTagged
252
Xiaofei Li, University of Minnesota
Jee Young Seo, University of Minnesota
Le Zhou, University of Minnesota
Chenwei Liao, University of Illinois at Chicago
2019FRI-PMPoster578. Poster: 3:00PM-3:50PM Board 27Unpack Impact of Information and Communication Technologies:
Advancing a Dynamic View
The impact of information and communication technologies (ICTs) on
individual workers and teams has been studied in multiple disciplines.
To integrate and advance research, authors (a) provide an integrated
typology of various attributes associated with different ICTs, (b) review
theoretical mechanisms proposed or tested in previous research, and (c)
propose a dynamic view on the change processes.
Xiaofei Li, lixiaofei0724@gmail.comTagged
253
Alyssa D. Marshall, Colorado State University
Kurt Kraiger, University of Memphis
Cailey E. Christensen, Colorado State University
Melanie E. Kramer, Colorado State University
2019FRI-PMPoster579. Poster: 3:00PM-3:50PM Board 28The Development of a Social Media Assessment of PersonalityThis study investigates if it is possible to create a valid social media assessment using rigorous measure development processes. Althoughthe
developed Social Media Personality Assessment (SMPA) displayed
appropriate structure and reliability, there was no evidence of construct
validity. This study provides additional evidence that social media assessments are not valid for employee selection.
Alyssa D. Marshall, amarsha@rams.colostate.eduTagged
254
Lara Montefiori, Arctic Shores
Liam K. Close, Arctic Shores
Ioannis Nikolaou, Athens University of Economics & Business
Tim Warszta, Westcoast University of Applied Sciences
2019FRI-PMPoster580. Poster: 3:00PM-3:50PM Board 29Effect of Age and Game Experience on Candidates’ Reactions to
Game-Based Assessment
It has been proposed that older adults, and those with less video-game
experience, may perceive game-based assessment more negatively
and perform less well. Preliminary findings from 273 participants indicate
that, with exclusion of well-known age-related shifts in personality traits,
GBA performance and candidates’ perceptions of this method are not
affected by age or game experience.
Lara Montefiori, lara.montefiori@arcticshores.comTagged
255
Cheryl Or, UCL
Lara Montefiori, Arctic Shores
Liam K. Close, Arctic Shores
2019FRI-PMPoster581. Poster: 3:00PM-3:50PM Board 30Cultural Differences in Applicant Faking on Game-Based
Assessments: The Role of Flow
This study was conducted to examine the effectiveness of game-based
assessment (GBA) in reducing applicant faking and its theoretical underpinning with reference to flow. Findings indicated that GBA was effective
in reducing faking as a whole but not in reducing its associated cultural differences. The observed effectiveness was however not induced by the
level of flow experienced in the GBA.
Lara Montefiori, lara.montefiori@arcticshores.comTagged
256
Miguel A. Quinones, Southern Methodist University
Danielle Wilson, Southern Methodist University
2019FRI-PMPoster582. Poster: 3:00PM-3:50PM Board 31Who’s Afraid of AI? Factors Affecting Attitudes Toward Artificial
Intelligence
Technologies utilizing artificial intelligence (AI) such as digital assistants
(Alexa, Siri) and self-driving cars are poised to have major impacts
on the way we live and work. This study examines attitudes towards
these technologies and individual difference variables related to these
attitudes. Findings suggest that a number of psychological variables are
predictive of attitudes toward AI.
Miguel A. Quinones, quinones@cox.smu.eduTagged
257
Rashimah Rajah, Koblenz University of Applied Sciences2019FRI-PMPoster583. Poster: 3:00PM-3:50PM Board 32The Failed Pursuit of Happiness: The Role of Job Crafting in Job ConnectednessAuthors analyze the role of job crafting in job connectedness, where
employees connect to work matters via communication technologies,
in employee samples in Singapore and the US. Results showed that
although job crafting can lead to flourishing at work and better job performance (Singapore), it can also lead to higher burnout and decreasing
job performance (US). Implications are discussed.
Rashimah Rajah, rajah@hs-koblenz.deTagged
258
David L. Tomczak, The George Washington University, Co-Chair
Eleni V. Lobene, Aon, Co-Chair
Alison E. Carr, Shaker International, Presenter
Christopher T. Frost, Shaker International, Presenter
Jennifer L. Geimer, SHL, Presenter
Amie D. Lawrence, PSI Services LLC, Presenter
Alexander Stemer, Aon, Presenter
2019FRI-PMAlternative
Session
591. Alternative Session Type with Presenters:
4:00PM-4:50PM Maryland 1-3
Combining I-O and UX: Usability Testing in Simulation-Based
Assessments
Technological advancements have allowed I-O psychologists to deliver
internet-based, high-fidelity work simulations for training and personnel
selection. Important usability and candidate experience aspects must be
considered to ensure such methods are valid and useful. Assessment
experts will present simulation-based assessments and discuss processes and guidance for maximizing usability.
David L. Tomczak, davetomczak@gwu.edu
259
Monica D. Elcott, PSI Services LLC, Co-Chair
Penelope C. Palmer, PSI Services LLC, Co-Chair
Joseph D. Abraham, PSI Services LLC, Panelist
Daniele A. Bologna, Procter & Gamble, Panelist
Lycia A. Carter, US Customs and Border Protection, Panelist
Rory McCorkle, PSI Services LLC, Panelist
Liberty J. Munson, Microsoft, Panelist
2019FRI-PMPannel
Discussion
593. Panel Discussion: 4:00PM-4:50PM Maryland ARemote Proctoring: A Solution to Unproctored Testing
Challenges?
Technological advancements have put remote proctoring (RP) in a
unique position to influence the testing landscape. Applying lessons
learned in high-stakes certification testing, this panel will provide thought
leadership on how RP can be useful in personnel selection. The discussion will broach topics such as mitigating cheating, candidate perceptions, and challenges encountered with RP programs.
Monica D. Elcott, melcott@psionline.comTagged
260
Lilly Lin, Korn Ferry, Chair
Stephen M. Colarelli, Central Michigan University, Presenter
Alan L. Colquitt, Independent Consultant, Presenter
David P. Costanza, George Washington University, Presenter
Sergey Gorbatov, AbbVie, Presenter
Patrick K. Hyland, Sirota Survey Intelligence, Presenter
Robert G. Jones, Missouri State University, Presenter
Christian N. Thoroughgood, Villanova University, Presenter
Scott Tonidandel, University of North Carolina-Charlotte, Presenter
Amy Wax, California State University, Long Beach, Presenter
2019FRI-PMIgnite
Session
602. IGNITE! Panel: 4:00PM-5:20PM Potomac DIGNITE Session: I-O Hot Topics Debaten this fast-paced session, 5 pairs of seasoned academics and practitioners
will present different points of views on hot I-O topics (nepotism, generational
differences, mindfulness, performance management, and big data).
Lilly Lin, lilly.lin@kornferry.com
261
Casey A. Giordano, University of Minnesota
Brittany K. Mercado, Elon University
Stephan Dilchert, Baruch College
2019FRI-PMPoster611. Poster: 4:00PM-4:50PM Board 9Workplace Cyberloafing as a Respite From Understimulation and
Conflict
Cyberloafing is a growing concern for organizations. To date, most
cyberloafing research focuses on only 1 construct domain. However,
establishing the most important cyberloafing antecedents requires a
multivariate framework. This study establishes variable importance of 7
key cyberloafing predictors. The results are discussed with respect to
potential organizational interventions
Casey A. Giordano, Giord023@umn.edu
262
Brittany K. Mercado, Elon University
Stephan Dilchert, Baruch College
Deniz S. Ones, University of Minnesota
2019FRI-PMPoster620. Poster: 4:00PM-4:50PM Board 18Cyber Counterproductive Work Behaviors: A Scale Validation StudyAdvances in technology have contributed novel avenues for employees
to engage in counterproductive work behaviors (CWB); however, to date,
the scholarly literature has yet to integrate these new behaviors into
investigations of CWB. This study conceptualizes cyber counterproductive work behaviors and develops and validates a measure to assess
this new form of CWB.
Brittany K. Mercado, brittany.mercado1@gmail.com
263
Morgan Rose Taylor, Portland State University
Stephanie A. Andel, University of South Florida
Paul E. Spector, University of South Florida
2019FRI-PMPoster631. Poster: 4:00PM-4:50PM Board 29Job Characteristics as Moderators of the Cyberloafing–Job Performance RelationshipUsing a sample of 305 university support employees, authors examined
work scheduling autonomy (significant) and time pressure (nonsignificant) as moderators of the cyberloafing–job performance relationship.
Although there was an overall nonsignificant correlation between
cyberloafing and performance, cyberloafing was associated with lower
performance when autonomy was low but not high.
Morgan Rose Taylor, mail.taylor.morgan@gmail.com
264
Yalcin Acikgoz, Appalachian State University, Chair
Christopher J. Hartwell, Utah State University, Presenter
Neil MacGregor, Plum, Presenter
Julie M. McCarthy, University of Toronto, Presenter
Ioannis Nikolaou, Athens University of Economics & Business, Presenter
2019FRI-PMAlternative
Session
635. Alternative Session Type with Presenters:
5:00PM-5:50PM Chesapeake 1-3
The War for Talent: Managing Applicant Reactions in the Age
of Technology
The purpose of this blended session (panel/research incubator) is to
discuss the latest developments in applicant reactions research and
practice, with a focus on the impact of technology (e.g., big data, artificial
intelligence, social media). Panelists will first discuss current research
and practice, followed by breaking the audience into groups to discuss
future research ideas and designs.
Yalcin Acikgoz, acikgozy@appstate.edu
265
Sebastian Marin, University of Minnesota,
Richard N. Landers, University of Minnesota,
2019FRI-PMSymposium
/
Forum
641. Symposium/Forum: 5:00PM-5:50PM Chesapeake J-L Leveling on Game Thinking: Research Trends in Gamification and Game-Based Assessments Using Gamification’s Extrinsic Motivators to Foster Instrinsic MotivationGamification applications and game-based assessments continue to
grow faster than scientific research on game thinking within organizations can disseminate research findings. This symposium provides the
SIOP community with state of the art research findings that will reduce
the scientist–practitioner gap seen in research on game thinking.
Sebastian Marin, marin343@umn.eduTagged
266
Cintya Caribay Garcia Marquez, Illinois Institute of Technology,
Kristina N. Bauer, Illinois Institute of Technology
2019FRI-PMSymposium
/
Forum
641. Symposium/Forum: 5:00PM-5:50PM Chesapeake J-L Leveling on Game Thinking: Research Trends in Gamification and Game-Based AssessmentsExtending the Theory of Gamified Learning:
Goal Orientation as a Moderator
Gamification applications and game-based assessments continue to
grow faster than scientific research on game thinking within organizations can disseminate research findings. This symposium provides the
SIOP community with state of the art research findings that will reduce
the scientist–practitioner gap seen in research on game thinking.
Sebastian Marin, marin343@umn.eduTagged
267
Sarena Bhatia, Aon,2019FRI-PMSymposium
/
Forum
641. Symposium/Forum: 5:00PM-5:50PM Chesapeake J-L Leveling on Game Thinking: Research Trends in Gamification and Game-Based AssessmentsGetting Into the Game: Applicant Reactions to GameBased AssessmentsGamification applications and game-based assessments continue to
grow faster than scientific research on game thinking within organizations can disseminate research findings. This symposium provides the
SIOP community with state of the art research findings that will reduce
the scientist–practitioner gap seen in research on game thinking.
Sebastian Marin, marin343@umn.eduTagged
268
Justin D. Purl, Human Resources Research Organization,
Andrea Sinclair, HumRRO,
Rodney A. McCloy, HumRRO,
Amanda J. Koch, Human Resources Research Organization,
Balca Alaybek, George Mason University,
Reeshad S. Dalal, George Mason University,
Fred Oswald, Rice University, Chen Zuo, Rice University
2019FRI-PMSymposium
/
Forum
641. Symposium/Forum: 5:00PM-5:50PM Chesapeake J-L Leveling on Game Thinking: Research Trends in Gamification and Game-Based AssessmentsGame-Like Personality Assessment: Using Personality
Research to Design Games
Gamification applications and game-based assessments continue to
grow faster than scientific research on game thinking within organizations can disseminate research findings. This symposium provides the
SIOP community with state of the art research findings that will reduce
the scientist–practitioner gap seen in research on game thinking.
Sebastian Marin, marin343@umn.eduTagged
269
Markus Langer, Universität des Saarlandes,
Cornelius J. König, Universität des Saarlandes,
Diana R. Sanchez, San Francisco State University,
Sören Samadi, Universität des Saarlands,
2019SAT-AMSymposium
/
Forum
658. Symposium/Forum: 8:00AM-9:20AM Chesapeake A-C Job Interview Technology: Effects on Applicants, Evaluators, and Adverse ImpactApplicant Reactions to Algorithm-Based Interviews: The Organizational ContextThis symposium presents 4 studies to enhance understanding of job
interview technology. They examine applicant reactions to modern
interviews, effects of explanations on applicant reactions, evaluators’
decision-making processes in technology-mediated interviews, as well
as the use of machine learning for evaluating applicant performance and
its consequences for adverse impact.
Markus Langer, markus.langer@uni-saarland.de
270
Johannes Basch, Universität Ulm,
Klaus G. Melchers, Ulm University,
2019SAT-AMSymposium
/
Forum
658. Symposium/Forum: 8:00AM-9:20AM Chesapeake A-C Job Interview Technology: Effects on Applicants, Evaluators, and Adverse Impact Effects of
Explanations on Applicant Reactions to Asynchronous Video Interviews
This symposium presents 4 studies to enhance understanding of job
interview technology. They examine applicant reactions to modern
interviews, effects of explanations on applicant reactions, evaluators’
decision-making processes in technology-mediated interviews, as well
as the use of machine learning for evaluating applicant performance and
its consequences for adverse impact.
Markus Langer, markus.langer@uni-saarland.de
271
Jerod Cody White, George Washington University,
Elena Auer, University of Minnesota,
Tara S. Behrend, George Washington University,
2019SAT-AMSymposium
/
Forum
658. Symposium/Forum: 8:00AM-9:20AM Chesapeake A-C Job Interview Technology: Effects on Applicants, Evaluators, and Adverse ImpactThe Influence of
Applicant Accent and Resumé in Technology-Mediated Interviews
This symposium presents 4 studies to enhance understanding of job
interview technology. They examine applicant reactions to modern
interviews, effects of explanations on applicant reactions, evaluators’
decision-making processes in technology-mediated interviews, as well
as the use of machine learning for evaluating applicant performance and
its consequences for adverse impact.
Markus Langer, markus.langer@uni-saarland.de
272
Joshua P. Liff, HireVue,
Nathan J. Mondragon, HireVue,
2019SAT-AMSymposium
/
Forum
658. Symposium/Forum: 8:00AM-9:20AM Chesapeake A-C Job Interview Technology: Effects on Applicants, Evaluators, and Adverse ImpactReducing Human
Evaluator Decision-Making Bias With the Use of Machine Learning
This symposium presents 4 studies to enhance understanding of job
interview technology. They examine applicant reactions to modern
interviews, effects of explanations on applicant reactions, evaluators’
decision-making processes in technology-mediated interviews, as well
as the use of machine learning for evaluating applicant performance and
its consequences for adverse impact.
Markus Langer, markus.langer@uni-saarland.de
273
N. Sharon Hill, The George Washington University, Presenter
Mai P. Trinh, Arizona State University, Presenter
Corinne Coen, Case Western Reserve University, Presenter
Tom Briggs, US Department of Defense, Presenter
2019SAT-AMMaster
Tutorial
662. Master Tutorial: 8:00AM-9:20AM Maryland 1-3Advancing Industrial-Organizational Psychology Research
Using Agent-Based Modeling
This interactive session provides an introduction to applying agentbased modeling (ABM) to test and develop theory. ABM is a type of
computational simulation for modeling complex dynamic systems. An
instructional team of expert ABM researchers will share examples of
ABM models from past research and help participants develop specific
ideas to apply ABM in their own research.
N. Sharon Hill, ns.hill@comcast.net
274
Loren J. Naidoo, California State University, Northridge,
Alessa Natale, CUNY Graduate Center & Baruch College,
Soohyun Lee, The Graduate Center & Baruch College, CUNY,
2019SAT-AMSymposium
/
Forum
663. Symposium/Forum: 8:00AM-9:20AM Maryland 4-5
In the Mind’s Eye: Eye Tracking as a Tool for the Organizational Sciences
Using Eye Tracking to Study Motivational ProcessesEye tracking is a neuroscience method that can be used for a wide
range of organizational research questions (e.g., leadership, motivation,
emotions, selection). Currently, little guidance exists for those who want
to use eye tracking methods. This session will bring together researchers from different areas to discuss opportunities and lessons learned for
conducting research using eye tracking.
Charles A. Scherbaum, charles.scherbaum@baruch.cuny.edu
275
Vivian P. Chou, The Graduate Center and Baruch College, CUNY,
Charles A. Scherbaum, Baruch College, City University of New York
2019SAT-AMSymposium
/
Forum
663. Symposium/Forum: 8:00AM-9:20AM Maryland 4-5
In the Mind’s Eye: Eye Tracking as a Tool for the Organizational Sciences
Using Cognitive Pupillometry to Study Cognitive Processes and AbilitiesEye tracking is a neuroscience method that can be used for a wide
range of organizational research questions (e.g., leadership, motivation,
emotions, selection). Currently, little guidance exists for those who want
to use eye tracking methods. This session will bring together researchers from different areas to discuss opportunities and lessons learned for
conducting research using eye tracking.
Charles A. Scherbaum, charles.scherbaum@baruch.cuny.edu
276
Paul J. Hanges, University of Maryland,
Jordan Epistola, University of Maryland, College Park,
2019SAT-AMSymposium
/
Forum
663. Symposium/Forum: 8:00AM-9:20AM Maryland 4-5
In the Mind’s Eye: Eye Tracking as a Tool for the Organizational Sciences
Eye of the Beholder (and the Beheld): Eye Tracking and Leaders/FollowersEye tracking is a neuroscience method that can be used for a wide
range of organizational research questions (e.g., leadership, motivation,
emotions, selection). Currently, little guidance exists for those who want
to use eye tracking methods. This session will bring together researchers from different areas to discuss opportunities and lessons learned for
conducting research using eye tracking.
Charles A. Scherbaum, charles.scherbaum@baruch.cuny.edu
277
Juan Madera, University of Houston,
Michelle (Mikki) Hebl, Rice University
2019SAT-AMSymposium
/
Forum
663. Symposium/Forum: 8:00AM-9:20AM Maryland 4-5
In the Mind’s Eye: Eye Tracking as a Tool for the Organizational Sciences
Acknowledging Facial Stigmas in the Interview to Reduce DiscriminationEye tracking is a neuroscience method that can be used for a wide
range of organizational research questions (e.g., leadership, motivation,
emotions, selection). Currently, little guidance exists for those who want
to use eye tracking methods. This session will bring together researchers from different areas to discuss opportunities and lessons learned for
conducting research using eye tracking.
Charles A. Scherbaum, charles.scherbaum@baruch.cuny.edu
278
Sonya M. Stokes, Aon,
Eleni V. Lobene, Aon,
Tara K. McClure, Aon,
2019SAT-AMSymposium
/
Forum
664. Symposium/Forum: 8:00AM-9:20AM Maryland A
Looking Under the Hood: Making Use of Trace Data
Examining the Utility of Trace Data in a Customer Service SimulationThe use of technology-enhanced assessments has vastly increased the
amount and types of data that are collected and stored during the testing
process. This session highlights some ways that procedural or trace
data which is automatically collected during assessments might be used,
as well as shares best practices for doing so.
John Capman, john.capman@aon.com
279
Mei-Chuan Kung, PSI Services LLC,
Amie D. Lawrence, PSI Services LLC
2019SAT-AMSymposium
/
Forum
664. Symposium/Forum: 8:00AM-9:20AM Maryland A
Looking Under the Hood: Making Use of Trace Data
Can Trace Data Provide Predictive Value?The use of technology-enhanced assessments has vastly increased the
amount and types of data that are collected and stored during the testing
process. This session highlights some ways that procedural or trace
data which is automatically collected during assessments might be used,
as well as shares best practices for doing so.
John Capman, john.capman@aon.com
280
Elena Auer, University of Minnesota,
Sebastian Marin, University of Minnesota,
Richard N. Landers, University of Minnesota,
Andrew B. Collmus, Flex,
Michael B. Armstrong, Google,
Salih Mujcic, Revelian,
Jason A. Blaik, Revelian
2019SAT-AMSymposium
/
Forum
664. Symposium/Forum: 8:00AM-9:20AM Maryland A
Looking Under the Hood: Making Use of Trace Data
Predicting g With Trace Data: Evidence From a Game-Based AssessmentThe use of technology-enhanced assessments has vastly increased the
amount and types of data that are collected and stored during the testing
process. This session highlights some ways that procedural or trace
data which is automatically collected during assessments might be used,
as well as shares best practices for doing so.
John Capman, john.capman@aon.com
281
Jonathan P. Rowe, North Carolina State University,
Wookhee Min, North Carolina State University,
Pengcheng Wang, North Carolina State University,
Bradford Mott, North Carolina State University,
James Lester, Center for Educational Informatics, North Carolina State University
2019SAT-AMSymposium
/
Forum
664. Symposium/Forum: 8:00AM-9:20AM Maryland A
Looking Under the Hood: Making Use of Trace Data
Data-Driven User Modeling in Serious Games With Deep LearningThe use of technology-enhanced assessments has vastly increased the
amount and types of data that are collected and stored during the testing
process. This session highlights some ways that procedural or trace
data which is automatically collected during assessments might be used,
as well as shares best practices for doing so.
John Capman, john.capman@aon.com
282
Peter D. Harms, University of Alabama,
Bradley J. Brummel, University of Tulsa,
2019SAT-AMSymposium
/
Forum
665. Symposium/Forum: 8:00AM-9:20AM Maryland B
Alternatives to Traditional Personality Assessment and
Application
Big Data Needs to Think Bigger Than the Big FiveThis session will present new methods and approaches to assessing
personality that extend beyond more common, traditional self-report assessments. These include nontraditional assessment methods, such as big data techniques, coding verbal and nonverbal cues from interviews,
collecting other-ratings, and assessing meta-perceptions.
Jeff Foster, jfoster@passkeysint.com
283
Dustin Wood, University of Alabama,
Karen Landay, University of Alabama,
Graham H. Lowman, University of Alabama, Tuscaloosa,
Peter D. Harms, University of Alabama,
2019SAT-AMSymposium
/
Forum
665. Symposium/Forum: 8:00AM-9:20AM Maryland B
Alternatives to Traditional Personality Assessment and
Application
Why Do They Do It? Using Functional Fields to
Represent the Logic of Behavior
This session will present new methods and approaches to assessing
personality that extend beyond more common, traditional self-report assessments. These include nontraditional assessment methods, such as big data techniques, coding verbal and nonverbal cues from interviews,
collecting other-ratings, and assessing meta-perceptions.
Jeff Foster, jfoster@passkeysint.com
284
Louis Hickman, Purdue University,
Vincent Ng, Louis Tay, Purdue University,
2019SAT-AMSymposium
/
Forum
665. Symposium/Forum: 8:00AM-9:20AM Maryland B
Alternatives to Traditional Personality Assessment and
Application
Validation of Automated Assessment of Personality From Video InterviewsThis session will present new methods and approaches to assessing
personality that extend beyond more common, traditional self-report assessments. These include nontraditional assessment methods, such as big data techniques, coding verbal and nonverbal cues from interviews,
collecting other-ratings, and assessing meta-perceptions.
Jeff Foster, jfoster@passkeysint.com
285
Kalifa Oliver, Wells Fargo, Chair
Bernard Gorman, Hofstra University, Panelist
Alec H. Munc, Johnson and Johnson, Panelist
Aisha Pectyo, Wells Fargo, Panelist
Brittnie Shepherd, PepsiCo, Panelist
Mara Simensen, Bank of America, Panelist
Wright Wilson, PepsiCo, Panelist
2019SAT-AMPannel
Discussion
666. Panel Discussion: 8:00AM-9:20AM Maryland C#Talktome: Using Text Analytics and NLP to Enhance
Employee Listening Programs
This session will bring together a group of professionals in the field to
discuss how text analytics and related qualitative analysis techniques,
such as natural language processing and machine learning, can be
applied to employee listening. This session will focus on how these
qualitative analysis techniques are being applied today and how they
may impact the future of workplace measurement.
Kalifa Oliver, kalifaoliver@yahoo.com
286
Nazanin Tadjbakhsh, Alliant International University, Presenter
Arman Hamamah, Entertainment Partners, Presenter
Joshua Fuller, California Baptist University, Presenter
Nathan Iverson, California Baptist University, Presenter
Paul H. Richardson, Jr., PersonalCare Physicians, Presenter
Shiksha Shubham, St. Cloud State University, Presenter
Tanya Thampipop, Universal Music Group, Presenter
2019SAT-AMAlternative
Session
673. Alternative Session Type with Presenters: 8:00AM-9:20AM Potomac 5-6Strategic Foresight for I-O: What the World of Work Might
Look Like in 2030
What will the world of work look like in 2030? In this alternative session,
participants explore scenarios that illustrate SIOP’s Workplace Trends
related to technological advancements in the changing world of work.
I-O psychology practitioners have an opportunity to proactively consider
critical issues that will impact organizational and individual effectiveness
Nazanin Tadjbakhsh, ntadjbak@gmail.comTagged
287
Ben Wiseman, Korn Ferry Institute, Presenter
Steven Nydick, Korn Ferry, Presenter
Jeff A. Jones, Korn Ferry, Presenter
2019SAT-AMMaster
Tutorial
720. Master Tutorial: 10:00AM-11:20AM Maryland C Effective Data Wrangling and Visualization With RThe majority of an analyst’s time is spent on cleaning, formatting, and
manipulating raw data. This tutorial session will take you through the steps
needed to get messy data into R, clean it, and produce useful insights with
code that is easy to read and write. Bring your laptop for this interactive
session (download session materials here: https://bit.ly/2ObCoGI).
Jeff A. Jones, Jeff.Jones@kornferry.com
288
Johannes Basch, Ulm University,
Klaus G. Melchers, Ulm University
2019SAT-AMSymposium
/
Forum
721. Symposium/Forum: 10:00AM-11:20AM Maryland D
Applicant Behavior in Interviews: Structure, Cognitions,
Storytelling, and Technology
Are Technology-Mediated Interviews Equally Well Accepted as Face-to-Face Interviews?This symposium advances our knowledge about applicant behaviors
in employment interviews. It includes 5 studies examining interview
structure, applicants’ cognitive mechanisms, storytelling, and technology
(i.e., asynchronous video interviewing, and AI-based assessments) as antecedents of key applicant behaviors, such as their reactions, use of
impression management tactics, and performance.
Nicolas Roulin, nicolas.roulin@smu.ca
289
Markus Langer, Universität des Saarlandes,
Cornelius J. König, Universität des Saarlandes,
Victoria Hemsing, Universität des Saarlandes,
2019SAT-AMSymposium
/
Forum
721. Symposium/Forum: 10:00AM-11:20AM Maryland D
Applicant Behavior in Interviews: Structure, Cognitions,
Storytelling, and Technology
Applicant Behavior in Automatically Evaluated Job InterviewsThis symposium advances our knowledge about applicant behaviors
in employment interviews. It includes 5 studies examining interview
structure, applicants’ cognitive mechanisms, storytelling, and technology
(i.e., asynchronous video interviewing, and AI-based assessments) as antecedents of key applicant behaviors, such as their reactions, use of
impression management tactics, and performance.
Nicolas Roulin, nicolas.roulin@smu.ca
290
James W. Beck, University of Waterloo, Host
Kenneth M. Nowack, Envisia Learning, Host
Jason G. Randall, University at Albany, SUNY, Coordinator
2019SAT-AMComminuty
Of
Interest
722. Community of Interest:
10:00AM-10:50AM National Harbor 1
What’s New in Goal Setting/Goal Striving? Moving Beyond
SMART
Goal setting is one of the most influential motivational constructs, with a
great deal of research supporting the idea that specific, difficult goals improve performance. The goal of this community of interest is to expand
the focus of goal setting/goal striving by discussing recent advances
in research and practice including multiple-goal pursuit, disruptions,
technology aids, and other topics.
Jason G. Randall, jgrandall@albany.edu
291
John A. Weiner, PSI Services LLC, Chair
Robert E. Gibby, IBM, Panelist
Joshua P. Liff, HireVue, Panelist
Lara Montefiori, Arctic Shores, Panelist
2019SAT-AMPannel
Discussion
726. Panel Discussion: 10:00AM-10:50AM Potomac 3-4Assessment Innovation and Diversity in Talent AcquisitionTalent assessment is rapidly evolving with advances in technology,
computing algorithms, delivery modes, and methods to make them more
engaging and accessible. Application of these methods raises questions
about their impact on workforce diversity. This session will examine
technology-based methods (AI, serious games), research, and considerations for demographic diversity in talent selection.
John A. Weiner, jweiner@psionline.comTagged
292
David J. Howard, University of South Florida, Co-Chair
Lois E. Tetrick, George Mason University, Co-Chair
Chu-Hsiang Chang, Michigan State University, Panelist
David W. Dorsey, Human Resources Research Organization, Panelist
Jaclyn Martin, PDRI/USF, Panelist
Donald M. Truxillo, University of Limerick, Panelist
2019SAT-AMPannel
Discussion
728. Panel Discussion: 10:00AM-11:20AM Potomac CCybersecurity and I-O: Opportunities and Challenges for
Practitioners and Academics
This session will discuss how I-O psychology can impact the cybersecurity realm. Opportunities abound for I-O to contribute to solving the
current cybersecurity crisis for organizations, though challenges are
present as well. Topics include areas of need for I-O in the cyber realm,
navigating interdisciplinary waters, funding research, and publishing
cyber research in I-O journals.
David J. Howard, davidhoward@mail.usf.eduTagged
293
Kevin Nolan, Hofstra University,
Comila Shahani-Denning, Hofstra University,
Aditi Rabindra Sachdev, Hofstra University
2019SAT-AMSymposium
/
Forum
729. Symposium/Forum:
10:00AM-11:20AM Potomac D
Employee Selection: Insights From Behavioral Decision Making
LinkedIn: An Opportunity for
Discriminatory Hiring Decisions?
Employee selection is an exercise of human decision making: Hiring
managers must evaluate all available information about an applicant
and decide whether he/she is hired. In this symposium, 4 studies will
integrate behavioral decision making principles to shed light on the
psychological processes of hiring decisions and how these principles
can inform more valid and inclusive hiring practices.
Don C. Zhang, zhang1@lsu.edu
294
Danielle M. Gardner, Michigan State University
Christopher D. Nye, Michigan State University
2019SAT-AMPoster736. Poster: 10:00AM-10:50AM Board 7Understanding Machine Learning Assessments: Does the Reality
Match the Hype?
Although many are eager to apply machine learning (ML) to organizational
settings, such tools have yet to be fully validated. This study evaluated the
validity of one ML tool designed to score video interviews. Results showed
that ML scores did not relate to other theoretically relevant constructs as
expected, questioning the validity and utility of such tools for assessment
Danielle M. Gardner, gardn333@msu.edu
295
Melissa J. Stuhlman, Auburn University2019SAT-AMPoster756. Poster: 10:00AM-10:50AM Board 27Potential Linguistic Cues to Faking in Computer-Mediated Employment InterviewsThis theoretical paper reviews the extant literature on detecting deception in computer mediated communication (e.g. chat, email, instant messaging) and examines the generalizability of the established linguistic
cues to the selection interview context. Proposed hypotheses for future
research and potential future application are discussed.
Melissa J. Stuhlman, mjs0064@tigermail.auburn.edu
296
Charlene Zhang, University of Minnesota
Nathan R. Kuncel, University of Minnesota
2019SAT-AMPoster761. Poster: 10:00AM-10:50AM Board 32Moving Beyond the Brag Sheet: Predicting Student Outcomes With
Biodata Measures
This study meta-analytically summarizes existing research on how biodata measures predict various student outcomes and behaviors. Results
indicate that biodata measures generally predict student outcomes
substantially. Individual biodata scales developed to measure specific
dimensions of student achievement are most predictive of criteria in line
with the subject domain of the scales.
Charlene Zhang, zhan5449@umn.edu
297
Nate T. Dvorak, Gallup, Chair
Jen Brown, Google, Inc., Presenter
Laura C. Lomeli, sweetgreen, Presenter
Ellyn Charlotte Maese, Gallup, Presenter
Victoria J. Smoak, PepsiCo, Inc., Presenter
2019SAT-AMAlternative
Session
794. Alternative Session Type with Presenters:
11:30AM-12:20PM Chesapeake 1-3
AI Is Beginning to Impact Work Today, How Will It Impact
Work in the Future?
This intermediate session focused on AI applied to work will connect
researchers, practitioners, and audience members in a format designed
to share, promote discussions, and pose questions for both presenters
and audience members
Nate T. Dvorak, nathaniel.dvorak@gmail.comTagged
298
Kate LaPort, Amazon, Chair
Christopher T. Huynh, Amazon, Co-Chair
Zachary N.J. Horn, Facebook, Panelist
Ashley L. McIntyre, Amazon, Panelist
Stephanie L. Murphy, Dell Technologies, Panelist
Tunji Oki, Google, Panelist
2019SAT-AMPannel
Discussion
799. Panel Discussion: 11:30AM-12:20PM Chesapeake D-FSilicon Valley Is Swiping Right on I-OsAlthough I-Os’ skillsets are in increasing demand within tech-related organizations, there is no clear picture of the range of roles I-Os are filling.
This panel will introduce I-Os to the wide range of relevant opportunities
available within the rapidly growing field of technology. It will also explore
how these tech organizations’ unique challenges may influence future
research in the field.
Kate LaPort, kate.laport@gmail.com
299
Nicole L. Petersen, Shaker International, Chair
Benjamin Biermeier-Hanson, Radford University, Panelist
Rachel T. King, Shaker International, Panelist
Mengqiao Liu, Amazon, Panelist
Frederick R. Stilson, Lockheed Martin, Panelist
Scott A. Withrow, Infor, Panelist
2019SAT-AMPannel
Discussion
807. Panel Discussion: 11:30AM-12:20PM Maryland DEverything You Ever Wanted to Know About Data Science
(But Were Afraid to Ask)
As the field of data science continues to grow, it is imperative that I-O
psychologists understand this field. This panel brings together a group
of I-Os who are currently in data science roles or who use data science
tools in their work. The purpose of this panel is to demystify data science, show the value of data science tools, and to continue the dialogue
between I-O and data science.
Nicole L. Petersen, nlpetersen13@gmail.comTagged
300
Tilman Sheets, Louisiana Tech, Chair
Colin Lee Omori, Louisiana Tech University, Co-Chair
Lance Andrews, SHL, Panelist
Richard N. Landers, University of Minnesota, Panelist
Brian H. Kim, Occidental College, Panelist
Derek L. Mracek, Shaker International, Panelist
2019SAT-AMPannel
Discussion
809. Panel Discussion:
11:30AM-12:20PM National Harbor 2-3
Predicting Prediction: A Discussion of Technology in Assessment and SelectionThis panel will discuss advancements in areas such as gamification,
artificial intelligence, computer adaptive testing, and automated item
generation. The discussion will focus on how these areas are reshaping
assessment, what the field will look like in the immediate and distant future, and how these changes may impact the training of I-O practitioners.
Colin Lee Omori, clo019@latech.edu
301
Kristin Sanderson Allen, SHL, Chair
Josh W. Allen, Walmart, Presenter
Sara Lambert Gutierrez, SHL, Presenter
Richard Justenhoven, Aon’s Assessment Solutions, Presenter
Nick C. Koenig, Shaker International, Presenter
2019SAT-AMAlternative
Session
812. Alternative Session Type with Presenters:
11:30AM-12:20PM Potomac 3-4
Disrupting Talent Assessment: Emerging Technologies and
Innovative Designs
The purpose of this session is to highlight examples of new innovations
in assessment design including virtual reality, deep learning, natural
language processing, and mobile-first design. Presenters will discuss
new developments in the field of talent assessment and provide practical
advice for leveraging new technologies to develop, validate, and implement innovative assessments.
Kristin Sanderson Allen, kristin.allen@shl.com
302
Ronald P. Vega, Fors Marsh Group
Jingyuan Xie, Fors Marsh Group
Shane Halder, Fors Marsh Group
Erik Bumgardner, Fors Marsh Group
2019SAT-PMPoster833. Poster: 12:00PM-12:50PM Board 18 How Do Employees Feel About Telework?: An Interdisciplinary
Approach
Incorporating methods from psychology, sociology, and computer science,
over 9 million tweets about telework were collected, cleaned, and their
sentiment analyzed, covering a 4-year period from 2014 to 2017. This
research is the first attempt to understand how employees feel about
telework on a macroscale. Results suggest that employees feel positive
Ronald P. Vega, rvega@forsmarshgroup.com
303
Stephen Good, University of Tulsa
Joshua Royes, University of Tulsa
David M. Fisher, University of Tulsa
2019SAT-PMPoster843. Poster: 12:00PM-12:50PM Board 28Identifying and Preventing Insufficient Effort Responding in MTurk
Samples
This study had 4 aims: to determine rates of insufficient effort responding (IER) within MTurk samples; to examine temporal variability in IER
across the length of surveys; to test the effectiveness of normative
information via a warning statement in reducing IER; and to determine
the equivalency of overt and covert IER measures. Findings serve to
preserve data quality in survey research.
Stephen Good, M.A., scg073@utulsa.edu
304
Yizhen Egyn Zhu, North Carolina State University
Isaac Benjamin Thompson, Shaker International
2019SAT-PMPoster847. Poster: 12:00PM-12:50PM Board 32My Voice Sprinkled With Emotion: Using AI to Extract Personality
From Voice Recording
Can personality be determined from a short clip of someone’s voice?
Three approaches for predicting apparent personality from 15 seconds
of vocal recordings are compared and contrasted: (a) machine learning
extraction and combination of acoustic features, (b) a deep learning
model pretrained on a music sample for extracting features, and (c) a
locally trained deep learning model.
Yizhen Egyn Zhu, yzhu34@ncsu.edu
305
Bart Weathington, WECO Solutions, Moderator
Shawn Bergman, Appalachian State University, Presenter
Kristl Davison, Appalachian State University, Presenter
Tunji Oki, Google, Presenter
Kevin B. Tamanini, DDI, Presenter
Jamie L. Winter, APTMetrics, Presenter
2019SAT-PMDebate849. Debate: 12:30PM-1:20PM Chesapeake 4-6Identifying the Mullet Candidate: Should We Use Social Media in Employee Selection?The purpose of this debate is to discuss social media in terms of the
practical and legal implications of using information obtained from social
media for employment decisions. Questions will be posed that highlight
different points of view with the goal of identifying the benefits and
concerns of using social media in employee selection as well as identify
directions for future research.
Kristl Davison, davisonhk@appstate.edu
306
James R. Longabaugh, IBM, Chair
Lisa Wager, IBM, Co-Chair
Alison Hartmann, IBM, Panelist
Daniel A. Hallak, WiLD Leaders Inc., Panelist
Greg A. Barnett, The Predictive Index, Panelist
Jillian R. McLellan, APTMetrics, Panelist
Robert McKenna, Seattle Pacific University, Panelist
2019SAT-PMPannel
Discussion
855. Panel Discussion: 12:30PM-1:20PM Chesapeake J-LIdentifying Emerging Leaders and Their Potential and Readiness in the Digital AgeOrganizations regularly engage their customers through the prolific use of digital technology, yet, they have only recently begun to adopt such technology
for HR processes, including for identifying and developing emerging leaders.
This session brings together a diverse group of panelists to discuss common
challenges facing organizations and newer digital solutions to be leveraged.
James R. Longabaugh, jrlongabaugh@gmail.com
307
Nicole L. Petersen, Shaker International, Chair
Rachel T. King, Shaker International, Co-Chair
Mark Girouard, Nilan Johnson Lewis PA, Panelist
Lisa Grant Harpe, DCI, Panelist
Jennifer L. Harvel, Amazon, Panelist
Derek L. Mracek, Shaker International, Panelist
2019SAT-PMPannel
Discussion
858. Panel Discussion: 12:30PM-1:20PM Maryland AOpening the Black Box: Legal Defensibility of Machine Learning in AssessmentCautious interest in using machine learning techniques to assess talent
continues to grow. Innovations in these techniques are attempting to address existing legal concerns. This expert panel will review reasons
companies are pursuing machine learning strategies to select and
manage talent, the biggest risks to doing so, and perspectives on what
needs to be done to reduce those risks.
Nicole L. Petersen, nlpetersen13@gmail.com
308
Scott B. Morris, Illinois Institute of Technology,
Michael Bass, Northwestern University,
Matthew W. Lauritsen, Illinois Institute of Technology,
Richard E. Neapolitan, Northwestern University
2019SAT-PMSymposium
/
Forum
862. Symposium/Forum: 12:30PM-1:20PM National Harbor 1 Advances in Computer Adaptive Testing Item Selection in Multidimensional
Computer Adaptive Testing With Ordinal Responses
Advances in computer adaptive testing allow efficient assessment of
both cognitive and noncognitive traits. Presenters will discuss emerging research on adaptive testing methodology, including issues related to
multidimensional constructs, ideal-point models, forced choice response
format, and automatic item generation.
Scott B. Morris, scott.morris@iit.edu
309
Stephen Stark, University of South Florida,
Olexsander Chernyshenko, University of Western Australia,
2019SAT-PMSymposium
/
Forum
862. Symposium/Forum: 12:30PM-1:20PM National Harbor 1 Advances in Computer Adaptive Testing Improving Forced-Choice Measurement With CAT:
Modeling, Scoring, and Data Screening
Advances in computer adaptive testing allow efficient assessment of
both cognitive and noncognitive traits. Presenters will discuss emerging research on adaptive testing methodology, including issues related to
multidimensional constructs, ideal-point models, forced choice response
format, and automatic item generation.
Scott B. Morris, scott.morris@iit.edu
310
Tianjun Sun, University of Illinois, Urbana-Champaign,
Bo Zhang, University of Illinois, Urbana-Champaign,
Alexis Victoria Hanna, University of Illinois, Urbana-Champaign,
Justin Kern, University of Illinois, Urbana-Champaign,
Susu Zhang, Columbia University,
Rachel Amrhein, Washington University in St. Louis,
Angela Lee, HumRRO,
2019SAT-PMSymposium
/
Forum
862. Symposium/Forum: 12:30PM-1:20PM National Harbor 1 Advances in Computer Adaptive Testing Innovating Personality Assessment: New
Approaches to Computerized Adaptive Tests
Advances in computer adaptive testing allow efficient assessment of
both cognitive and noncognitive traits. Presenters will discuss emerging research on adaptive testing methodology, including issues related to
multidimensional constructs, ideal-point models, forced choice response
format, and automatic item generation.
Scott B. Morris, scott.morris@iit.edu
311
Alan D. Mead, Talent Algorithms Inc,
Sheng Zhang, Illinois Institute of Technology
2019SAT-PMSymposium
/
Forum
862. Symposium/Forum: 12:30PM-1:20PM National Harbor 1 Advances in Computer Adaptive Testing Strong CAT AIG: Two Feasibility StudiesAdvances in computer adaptive testing allow efficient assessment of
both cognitive and noncognitive traits. Presenters will discuss emerging research on adaptive testing methodology, including issues related to
multidimensional constructs, ideal-point models, forced choice response
format, and automatic item generation.
Scott B. Morris, scott.morris@iit.edu
312
Ross Walker, Michigan State University,
Robert L. Gray, Michigan State University,
Tara K. McClure, Aon,
Eleni V. Lobene, Aon,
Ann Marie Ryan, Michigan State University,
2019SAT-PMSymposium
/
Forum
869. Symposium/Forum: 12:30PM-1:20PM Potomac D
Use Your Words: Text Analysis in Selection and Assessment
Text and Applicant Performance in a Customer Service SimulationOrganizations collect vast amounts of potentially rich text data. Although
research using text has increased in recent years, much of this data
is still ignored. This symposium describes a range of applications in
selection relevant to both beginners and experts. They include traditional
analyses of preexisting text as well as more modern transformations
from unstructured data like video
Ross Walker, riwalker@msu.edu
313
Michael B. Armstrong, Google,
Richard N. Landers, University of Minnesota
2019SAT-PMSymposium
/
Forum
869. Symposium/Forum: 12:30PM-1:20PM Potomac D
Use Your Words: Text Analysis in Selection and Assessment
Essay Word Counts as Reflections of General Cognitive Ability and Broad AbilitiesOrganizations collect vast amounts of potentially rich text data. Although
research using text has increased in recent years, much of this data
is still ignored. This symposium describes a range of applications in
selection relevant to both beginners and experts. They include traditional
analyses of preexisting text as well as more modern transformations
from unstructured data like video
Ross Walker, riwalker@msu.edu
314
Richard Justenhoven, Aon’s Assessment Solutions,
Maximilian Jansen, cut-e GmbH,
2019SAT-PMSymposium
/
Forum
869. Symposium/Forum: 12:30PM-1:20PM Potomac D
Use Your Words: Text Analysis in Selection and Assessment
Taking SJTs to the Next Level: Leveraging Unstructured Video
Interview Data With AI
Organizations collect vast amounts of potentially rich text data. Although
research using text has increased in recent years, much of this data
is still ignored. This symposium describes a range of applications in
selection relevant to both beginners and experts. They include traditional
analyses of preexisting text as well as more modern transformations
from unstructured data like video
Ross Walker, riwalker@msu.edu
315
Isaac Benjamin Thompson, Shaker International,
Derek L. Mracek, Shaker International,
2019SAT-PMSymposium
/
Forum
869. Symposium/Forum: 12:30PM-1:20PM Potomac D
Use Your Words: Text Analysis in Selection and Assessment
A Deep Learning Framework to Automate the Scoring of Open-Ended TextOrganizations collect vast amounts of potentially rich text data. Although
research using text has increased in recent years, much of this data
is still ignored. This symposium describes a range of applications in
selection relevant to both beginners and experts. They include traditional
analyses of preexisting text as well as more modern transformations
from unstructured data like video
Ross Walker, riwalker@msu.edu
316
Christopher Van Fultz, U.S. Secret Service, Chair
Tomeca Turner, United States Secret Service, Panelist
Lance E. Anderson, Human Resources Research Organization, Panelist
Deanna Leilani Hudella, Pearson VUE, Panelist
Delisa D. Walker-Hall, US Secret Service, Panelist
Alok Bhupatkar, U.S. Secret Service, Panelist
2019SAT-PMPannel
Discussion
905. Panel Discussion: 1:30PM-2:20PM Chesapeake 10-12Computer-Based Test Security Protocols at the United States
Secret Service
Interactive discussion detailing the collaborative efforts of Federal law
enforcement test developers, information security professionals, and federal contractors to maintain online computer-based test security through
the entire test development, hosting, and administration process.
Christopher Van Fultz, christopher.v.fultz@gmail.com
317
Michael Stowers, PSI Services LLC,
Joseph D. Abraham, PSI Services LLC,
2019SAT-PMSymposium
/
Forum
908. Symposium/Forum: 1:30PM-2:20PM Chesapeake G-I The Pros and Cons of Very Short Scales for Personnel Selection and DevelopmentMaintaining Psychometric Rigor When Creating a Shortened Multimedia AssessmentThe demand for short and valid instruments continues to grow. This
sessions will examine methods for creating and evaluating short scales,
their potential benefits and drawbacks, and when and how they are most
useful. Finally, limitations with current research in the area and future
directions will be discussed.
Jeff Foster, jfoster@passkeysint.com
318
Claire Elizabeth Smith, Bowling Green State University,
Susannah Huang, Bowling Green State University,
Clare L. Barratt, Bowling Green State University,
2019SAT-PMSymposium
/
Forum
916. Symposium/Forum: 1:30PM-2:20PM National Harbor 1 Blending the Boundaries Between Work and Home: New Research on Boundary TheoryWhat, Why, and Whom of Work–Family Conflict in Home-Based TeleworkersResearch on the nature of boundaries between work life and home life
continues to grow. This symposium features research on circumstances
where boundaries are blended, blurred, or ambiguous, including flexible
work arrangements, telecommuting, and daily commutes, and considers
the psychosocial processes and outcomes that arise from such boundary conditions.
Daniel J. Ingels, danielingels@danielingels.com
319
Brett M. Wells, Talent Plus, Inc., Co-Chair
Kristina R. Barr, SHL, Co-Chair
Anthony S. Boyce, Aon, Panelist
Christopher J. L. Cunningham, The University of Tennessee at Chattanooga/Logi-Serve, Panelist
Dara Drescher, SHL, Panelist
Steven Jarrett, Select International, Panelist
David B. Schmidt, DDI, Panelist
2019SAT-PMPannel
Discussion
922. Panel Discussion: 1:30PM-2:20PM Potomac CMessy Validation V: Practitioner Perspectives on Validating
AI Selection Systems
Artificial intelligence (AI) has been referred to as the “new electricity”
and has made SIOP’s Top 10 Workplace Trends 2018 list. This session
brings together experienced I-O practitioners to explore a broad and
introductory-level discussion of the hype, potential benefits, precautions,
and considerations of validating and applying AI-powered selection
systems. Audience questions are welcomed.
Brett M. Wells, brwells@talentplus.com
320
Matt Barney, LeaderAmp, Inc, Chair
Alexis A. Fink, Facebook, Panelist
David B. Peterson, PhD, Google, Inc., Panelist
Tara S. Behrend, The George Washington University, Panelist
Ken Lahti, SHL, Panelist
2019SAT-PMPannel
Discussion
923. Panel Discussion: 1:30PM-2:20PM Potomac DTechnology and the Future of I-O PsychologyThere is great excitement globally about how technology continues to
transform the workplace. This session will explore the ideas of I-O psychologists who are at the forefront of thinking about the role of technology and the field, and will include their speculations about what artificial
intelligence, blockchain, Internet of things (IoT), and nanotechnology
mean for I-O science and practice.
Matt Barney, matt@leaderamp.comTagged
321
Andrea Valentine, Merck & Co., Moderator
Anthony S. Boyce, Aon, Presenter
Nathan J. Mondragon, HireVue, Presenter
Christina M. Banister, Liberty Mutual Insurance, Presenter
Daniel Karnovsky, Liberty Mutual Insurance, Presenter
2019SAT-PMDebate924. Debate: 3:00PM-4:20PM Chesapeake 1-3Video Interviewing and Artificial Intelligence: To AI or Not to AI?The combination of artificial intelligence (AI) with video interviewing
technology is gaining momentum as more organizations begin to adopt
it as part of their hiring practices. Although its use is growing, there are
questions on the science and fairness of the algorithms behind the AI.
This debate will explore the benefits and risks of implementing AI in the
scoring of video interviews
Andrea Valentine, andrea.valentine@merck.com
322
Piers Steel, University of Calgary, Presenter
Hadi Fariborzi, University of Calgary, Presenter
2019SAT-PMMaster
Tutorial
925. Master Tutorial: 3:00PM-4:20PM Chesapeake 4-6Cloud-Based Semiautomated Meta-Analytic Article CodingResearch fields double almost every 9 years, stressing traditional
methods of meta-analysis. Here,HubMeta, an Open Science platform
that accelerates article coding by an order of magnitude, is featured,
making massive meta-analytic projects tractable. With built-in analysis,
automated data extraction, and taxonomic software, this enables the
next generation of meta-analytic publications.
Piers Steel, piers.steel@haskayne.ucalgary.ca
323
Tri Pham, Southern Illinois University Edwardsville,
Lauren Philips, Southern Illinois University Edwardsville,
Joel T. Nadler, Southern Illinois University Edwardsville,
2019SAT-PMSymposium
/
Forum
927. Symposium/Forum: 3:00PM-3:50PM Chesapeake A-C
Advances in Measuring Gender Bias
Eye Tracking as a Predictor of Sexist Attitudes and Subsequent BehaviorsExisting self-report sexism scales measure explicit gender bias attitudes
with items written from a male perspective. Furthermore, gender biases n the workplace have evolved to more subtle forms of discrimination.
This symposium addresses these challenges by presenting research on
diverse and novel approaches to measuring gender bias, allowing for
better understanding of its impact on women.
Elsheba K. Abraham, elsheba.ab@gmail.com
324
Ryan Cook, Saint Mary’s University,
Nicolas Roulin, Saint Mary’s University,
Rachael Elizabeth Jones-Chick, Saint Mary’s University,
Kimberly O’Rourke, Saint Mary’s University,
2019SAT-PMSymposium
/
Forum
933. Symposium/Forum: 3:00PM-4:20PM Maryland A
Vetting With the Program: Examining Cybervetting Techniques for Applicant Screening
Applicant Attitudes Toward Employers’ Use of Social
Media Platforms in Selection
Organizations are increasingly using social media websites to assess
potential employees through a process called cybervetting. Thus, the
purpose of this symposium is to discuss 4 studies highlighting important
issues relevant to various stakeholders in the cybervetting process,
including job seekers, cybervetting evaluators, and organizations.
Amber N. Schroeder, amber.schroeder@uta.eduTagged
325
Julia Hylton Whitaker, University of Texas at Arlington,
Amber N. Schroeder, University of Texas at Arlington,
Traci Bricka, University of Texas at Arlington
2019SAT-PMSymposium
/
Forum
933. Symposium/Forum: 3:00PM-4:20PM Maryland A
Vetting With the Program: Examining Cybervetting Techniques for Applicant Screening
For Vetter or for Worse: Examining Applicant Responses to CybervettingOrganizations are increasingly using social media websites to assess
potential employees through a process called cybervetting. Thus, the
purpose of this symposium is to discuss 4 studies highlighting important
issues relevant to various stakeholders in the cybervetting process,
including job seekers, cybervetting evaluators, and organizations.
Amber N. Schroeder, amber.schroeder@uta.eduTagged
326
Ioannis Nikolaou, Athens University of Economics & Business,
Afroditi Gaitanarou, Athens University of Economics & Business,
2019SAT-PMSymposium
/
Forum
933. Symposium/Forum: 3:00PM-4:20PM Maryland A
Vetting With the Program: Examining Cybervetting Techniques for Applicant Screening
The Role of Applicants’ Negative Information on Social Media in Employee SelectionOrganizations are increasingly using social media websites to assess
potential employees through a process called cybervetting. Thus, the
purpose of this symposium is to discuss 4 studies highlighting important
issues relevant to various stakeholders in the cybervetting process,
including job seekers, cybervetting evaluators, and organizations.
Amber N. Schroeder, amber.schroeder@uta.eduTagged
327
Yalcin Acikgoz, Appalachian State University,
Brian G. Whitaker, Appalachian State University,
2019SAT-PMSymposium
/
Forum
933. Symposium/Forum: 3:00PM-4:20PM Maryland A
Vetting With the Program: Examining Cybervetting Techniques for Applicant Screening
Validity of Facebook as a Selection Instrument: Still No EvidenceOrganizations are increasingly using social media websites to assess
potential employees through a process called cybervetting. Thus, the
purpose of this symposium is to discuss 4 studies highlighting important
issues relevant to various stakeholders in the cybervetting process,
including job seekers, cybervetting evaluators, and organizations.
Amber N. Schroeder, amber.schroeder@uta.eduTagged
328
Jorge Ivan Hernandez, Virginia Tech, Presenter2019SAT-PMMaster
Tutorial
935. Master Tutorial: 3:00PM-4:20PM Maryland CImplementing Deep Learning Models in I-O ResearchThis tutorial provides an approachable introduction to Deep Learning
and its application to I-O research. Attendees learn about various
practical considerations and misconceptions when implementing Deep
Learning models. Additionally, attendees gain first-hand experience with
Deep Learning by applying a commonly used Deep Learning model to
predict outcomes using real data.
Jorge Ivan Hernandez, ivanhernandez@vt.edu
329
Seterra D. Burleson, Old Dominion University,
Whitney A. Tyler, Old Dominion University,
Debra A. Major, Old Dominion University,
2019SAT-PMSymposium
/
Forum
936. Symposium/Forum: 3:00PM-4:20PM Maryland D
Women in STEM: Insights and Best Practices
Women in STEM Workplaces and Computer-Mediated Communication: Obstacle or Advantage?This session explores work experiences of women in STEM. Using
mixed methods, 4 presentations examine cognitive consequences of
experiencing workplace incivility, gender differences in experienced
mistreatment for junior faculty STEM academics, linguistic differences in
junior faculty tenure letters for men and women, and the use of computer-mediated technology to alleviate STEM barriers
Mahima Saxena, msaxena1@iit.edu
330
Thomas S. Skiba, DDI, Presenter
Joshua Bush, Proctor & Gamble, Presenter
Anuradha Ramesh, Google, Presenter
Mina Sipe, DDI, Presenter
Claire N. White, TIAA, Presenter
2019SAT-PMAlternative
Session
940. Alternative Session Type with Presenters:
3:00PM-4:20PM Potomac 3-4
Solving Big Problems With Small Data: The Value of UserCentered Design for I-OI-O psychologists have long recognized the value of “big data” when making
decisions but overlook the value of “small data.” This alternative session will
introduce the value of user-centered design (UCD) principles (“Small Data”)
for improving HR solutions. The session will include an introduction to UCD, a
prototyping exercise for the attendees, and a debrief with expert practitioners.
Thomas S. Skiba, tomsskiba@gmail.com
331
John D. Trent, United States Air Force
Laura G. Barron, U.S. Air Force
2019SAT-PMPoster976. Poster: 3:00PM-3:50PM Board 33 Multitasking as a Predictor of Performance in an Unmanned Aircraft
Simulation
Authors evaluated multitasking (MT) as a predictor of simulated
unmanned aircraft vehicle (UAV) pilot performance (N = 368) based
on a MT assessment requiring concurrent memorization, math, visual
monitoring, and listening. Trainees were assessed on preflight mission
planning, information recall during Lost Link conditions, and success in
rescuing allies during a search and rescue mission.
John D. Trent, john.trent.1@us.af.mil
332
333
2018
Chicago, Illinois (April) [33ed Annual Conference]
((Tech Tag: YES|31 [43] // Total: 136))
334
AuthorYearDaySession TypeSymposium/Individual Study/Panel Discussion / Session TitleTitleNotesSubmitter
335
Amy Dawgert Grubb, Federal Bureau of Investigation, Moderator
Seymour Adler, Aon, Moderator
Michael N. Bazigos, Accenture, Presenter
Miriam Ort, PepsiCo UK & Ireland, Presenter
Tomas Chamorro-Premuzic, Hogan Assessment Systems, Presenter
2018THURS-AMDebate2. 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.comTagged
336
Sarena Bhatia, Aon, Host
Richard N. Landers, Old Dominion University, Host
Jason G. Randall, University at Albany, SUNY, Host
2018THURS-AMCommunity
Of
Interest
4. 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
Tagged
337
Rushika De Bruin, Northern Illinois University
Larissa K. Barber, Northern Illinois University
2018THURS-AMPosterPoster 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
338
Michael A. Yoerger, University of Nebraska Medical Center
Joseph E. Mroz, University of Nebraska at Omaha
Nicole B. Landowski, University of Nebraska at Omaha
John D. Crowe, University of Nebraska at Omaha
Joseph A. Allen, University of Nebraska at Omaha
2018THURS-AMPosterPoster 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
339
Samuel T. McAbee, Bowling Green State University, Host
Bobby D. Naemi, Educational Testing Service, Host
Katharine R. O’Brien, CUNA Mutual Group, Coordinator
2018THURS-AMCommunity
Of
Interest
48. 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
340
Amie D. Lawrence, Select International
Ted B. Kinney, Select International
Jessica R. Petor, Select International
Trevor D. McGlochlin, Select International
2018THURS-AMPosterPoster 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
341
Baylea N. Sorto, Oracle
Sydney Lyla Reichin, Middle Tennessee State University
Mark C. Frame, Middle Tennessee State University
Michael B. Hein, Middle Tennessee State University
Richard G. Moffett, III, Middle Tennessee State University
2018THURS-AMPosterPoster: 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
342
Keith D. McCook, OutMatch, Chair
Jared Z. Ferrell, SHAKER, Presenter
Kevin Impelman, IBM, Presenter
James R. Longabaugh, IBM, Presenter
Jennifer E. Lowe, Hogan Assessment Systems, Presenter
Andrew P. McGrory, OutMatch, Presenter
Rachel D. Plugge, Baylor Health Care System, Presenter
2018THURS-PMAlternative
Session
78. 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
343
Radostina Purvanova, Drake University,
Renata Kenda, Tilburg University,
2018THURS-PMSymposium
/
Forum
84. 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
344
Steven D. Charlier, Georgia Southern University,
Radostina Purvanova, Drake University,
Lindsey M. Greco, Oklahoma State University,
Cody J. Reeves, Brigham Young University,
2018THURS-PMSymposium
/
Forum
84. 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
345
Daniel P. Russell, RHR International,
Nicole Stephens, Electronic Arts,
2018THURS-PMSymposium
/
Forum
84. 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
346
Alyson B. Margulies, US Foods,
Rebecca Levine, PepsiCo,
2018THURS-PMSymposium
/
Forum
84. 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
347
Benjamin J. Taylor, Ziff, Host
Dan J. Putka, HumRRO, Presenter
2018THURS-PMMaster
Tutorial
91. Master Tutorial: 12:00PM–1:20PM Sheraton 4Deep-Learning Introduction and Applications Within I-O Psychology and HR AnalyticsA 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 Tagged
348
David E. Ostberg, Culture Amp, Chair
Chloe Hamman, Culture Amp, Presenter
Courtney Bigony, 15Five, Presenter
Shane Metcalf, 15Five, Presenter
2018THURS-PMAlternative
Session
95. Alternative Session Type with Presenters:
12:00PM–1:20PM Superior B
Using Data and Ideation to Bring Company Values to Life: A How-To GuideThree 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
349
Elena Auer, Old Dominion University
Richard N. Landers, Old Dominion University
Ross Gore, Old Dominion University/Virginia Modeling, Analysis & Simulation Center
2018THURS-PMPosterPoster 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
Tagged
350
John E. Buckner, V, AlixPartners2018THURS-PMPosterPoster 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
Tagged
351
Rachel C. Dreibelbis, University of South Florida/Aon
Sarena Bhatia, Aon
Eleni V. Lobene, Aon
Tara K. McClure, Aon
2018THURS-PMPosterPoster 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.eduTagged
352
Daniel A. Gandara, Illinois Institute of Technology
Rafal A. Wojtowicz, Illinois Institute of Technology
Kristina N. Bauer, Illinois Institute of Technology
2018THURS-PMPosterPoster 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.comTagged
353
Joelene Goh, University of Central Florida
Barbara Truman, Institute for Simulation and Training
Daniel Barber, Institute for Simulation and Training
2018THURS-PMPosterPoster 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
Tagged
354
Chad C. Parson, Aon
Eleni V. Lobene, Aon
Evan R. Theys, Aon
2018THURS-PMPosterPoster 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.comTagged
355
Jessica R. Petor, Select International
Ted B. Kinney, Select International
Amie D. Lawrence, Select International
Allison N. Besl, Select International
John F. Skinner, Sears Holdings Corporation
2018THURS-PMPosterPoster 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.comTagged
356
Justin D. Purl, Human Resources Research Organization
Amanda J. Koch, Human Resources Research Organization
Teresa L. Russell, Self-Employed
2018THURS-PMPosterPoster 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
357
Elizabeth M. Short, Missouri University of Science and Technology
Nathan Weidner, Missouri University of Science and Technology
2018THURS-PMPosterPoster 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.comTagged
358
Julia Hylton Whitaker, University of Texas at Arlington
Amber N. Schroeder, University of Texas at Arlington
2018THURS-PMPosterPoster 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.eduTagged
359
Xu Zhu, Hofstra University
Bernard Gorman, Hofstra University
2018THURS-PMPosterPoster 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
Tagged
360
Amy C. Pytlovany, SAP SuccessFactors, Chair
Larissa K. Barber, Northern Illinois University, Panelist
Charlotte Fritz, Portland State University, Panelist
Autumn D. Krauss, Sentis, a Propulo Group Company, Panelist
2018THURS-PMPanel
Discussion
132. 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
361
Jocelyn M. Hays, Hogan Assessment Systems, Chair
José H. David, Merck & Co., Panelist
Ryan A. Ross, Hogan Assessment Systems, Panelist
Jarrett H. Shalhoop, CEB, now Gartner, Panelist
Michael A. Zottoli, Bank of America, Panelist
2018THURS-PMPanel
Discussion
133. 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.comTagged
362
Kristie L. McAlpine, Michigan State University
Bradford S. Bell, Cornell University
Emmanuelle Lèon, ESCP Europe
2018THURS-PMPosterPoster 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
363
Ryan Miller, Valdosta State University
Cody Roslund, Valdosta State University
2018THURS-PMPosterPoster 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
364
Frederick R. Stilson, TalentQuest, Presenter
Gina M. Bufton, Georgia Institute of Technology, Presenter
2018THURS-PMMaster
Tutorial
175. 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
365
Romella J. El Kharzazi, Equal Employment Opportunity Commission, Panelist
Benjamin J. Taylor, Ziff, Panelist
Alex Zhavoronkov, Insilico Medicine, Panelist
Sara P. Weiner, Glint, Panelist
Mark Vickers, HR.com, Panelist
Brock Dubbels, McMaster University, Panelist
2018THURS-PMPanel
Discussion
177. 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
366
Sarah H. Parker, Virginia Tech, Chair
Maureen E. McCusker, Virginia Tech, Co-Chair
Samantha K.B. Perry, Aptima, Inc.
Rosemarie Fernandez, University of Florida
James A. Grand, University of Maryland
Scott M. Pappada, University of Toledo
2018THURS-PMAlternative
Session
184. 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
367
Richard Johnson, University at Albany, State University of New York,2018THURS-PMSymposium
/
Forum
188. 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
368
Kristin L. Cullen-Lester, University of Houston,
Cynthia K. Maupin, University of Georgia,
Dorothy R. Carter, University of Georgia
2018THURS-PMSymposium
/
Forum
188. 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
369
Neil Morelli, The Cole Group, Host
Brendan G. Neuman, Basil Assessment, Host
Katharine R. O’Brien, CUNA Mutual Group, Coordinator
2018THURS-PMCommunity
Of
Interest
189. 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
370
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-PMPanel
Discussion
190. 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.eduTagged
371
Nathan J. Mondragon, HireVue,
Joshua P. Liff, HireVue,
Stanley M. Gully, Pennsylvania State University,
Jean Phillips, Pennsylvania State University,
Kaytlynn R. Griswold, Pennsylvania State University
2018THURS-PMAlternative
Session
192. 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.comTagged
372
Jenna C. Shapiro, IBM,
Michael Gibbs, University of Chicago
2018THURS-PMAlternative
Session
192. 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
373
Michael B. Armstrong, Old Dominion University,
Tiffany R. Poeppelman, LinkedIn,
2018THURS-PMAlternative
Session
192. 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
374
Kevin A. Field, Ball Foundation/Career Vision
Victoria M. Harmon, Ball Foundation/Career Vision
2018THURS-PMPosterPoster 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
375
Paige E. Hartman, Auburn University
Anna J. Lorys, Auburn University
Sadie K. O’Neill, Consultant
Jesse S. Michel, Auburn University
2018THURS-PMPosterPoster 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
376
Kathleen E. Hall, Ohio University
Jeffrey B. Vancouver, Ohio University
2018THURS-PMPosterPoster 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
377
Noshir Contractor, Northwestern University, Chair
Jacqueline Ng, Northwestern University, Co-Chair
Prasad Balkundi, University of Buffalo, Presenter
Ronald Burt, Chicago Booth School of Business, Presenter
Paul Leonardi, University of California Santa Barbara, Presenter
Tracey E. Rizzuto, Louisiana State University, Presenter
2018THURS-PMAlternative
Session
262. 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
378
Amanda Klabzuba, IBM, Chair
Lauren H. Beechly, IBM, Panelist
James R Longabaugh, IBM, Panelist
Lauren E. McEntire, PepsiCo, Panelist
Jensen T. Mecca, Shaker International, Panelist
Darin S. Nei, Hogan Assessment Systems, Panelist
Jill Mowry Strange, Infor, Panelist
2018FRI-AMPanel
Discussion
294. 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
379
Ashley L. McIntyre, Amazon, Coordinator
Paul D. Bliese, University of South Carolina, Presenter
2018FRI-AMSeminar295. 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
380
Nate T. Dvorak, Gallup, Coordinator
Meghan R. Lowery, Eli Lilly and Company, Presenter
Christoffer Lynggaard K¯nigsfeldt, Innovisor, Presenter
2018FRI-AMSeminar298. 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
381
Reece Akhtar, RHR International,
David L. Winsborough, Hogan Assessments,
Uri Ort, Brazenx,
Abigail Johnson, MindGym,
Tomas Chamorro-Premuzic, Manpower Group
2018FRI-AMSymposium
/
Forum
300. 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.eduTagged
382
Alexis A. Fink, Intel Corporation,
Cindy K. Chung, Intel Corporation
2018FRI-AMSymposium
/
Forum
300. 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
383
Elena Auer, Old Dominion University,
Richard N. Landers, Old Dominion University,
2018FRI-AMSymposium
/
Forum
300. 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
384
Cameron Brown, Appalachian State University,
Shawn Bergman, Appalachian State University,
Timothy J. Huelsman, Appalachian State University
2018FRI-AMSymposium
/
Forum
300. 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
385
Nathan J. Mondragon, HireVue, Chair
Lindsey Zuloaga, HireVue, Inc., Presenter
2018FRI-AMMaster
Tutorial
302. 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
386
Lu Zheng, Auburn University
Jinyan Fan, Auburn University
2018FRI-AMPoster308-338. 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
387
Dan J. Putka, HumRRO, Co-Chair
Alexander R. Schwall, Rhabit Analytics, Inc., Co-Chair
Benjamin J. Taylor, Ziff, Co-Chair
... +16 Presneters ...
2018FRI-AMSpecial
Event
340. 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
388
Raphael Y. Prager, PepsiCo, Panelist
Allan H. Church, PepsiCo, Panelist
Allen M. Kamin, Google, Panelist
Rick H. Pollak, IBM, Panelist
Jessica L. Kane, Accenture, Panelist
Rob F. Silzer, HR Assess & Develop/Baruch-CUNY, Panelist
2018FRI-AMPanel
Discussion
342. 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
389
Cynthia A. Hedricks, SkillSurvey, Inc.,
Disha D. Rupayana, SkillSurvey, Inc.,
Leigh Puchalski, SkillSurvey, Inc.,
Chet Robie, Wilfrid Laurier University
2018FRI-AMSymposium
/
Forum
346. 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
390
Anthony S. Colaneri, DePaul University,
Jessica N. Cooperstein, DePaul University,
Ivan Hernandez, University of Illinois at Urbana,
2018FRI-AMSymposium
/
Forum
346. 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
391
Andrew Speer, Wayne State University2018FRI-AMSymposium
/
Forum
346. 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
392
Sayeedul Islam, Farmingdale State College,
Michael H. Chetta, Talent Metrics, LLC,
2018FRI-AMSymposium
/
Forum
346. 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
393
Archana Manapragada, Florida International University
Chockalingam Viswesvaran, Florida International University
2018FRI-AMPosterPoster 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
394
Danielle R. Wald, Baruch College & The Graduate Center, CUNY
Erin Eatough, Baruch College & The Graduate Center, CUNY
2018FRI-AMPosterPoster 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
395
James C. Meaden, CEB, now Gartner,
Andrea K. Kropp, CEB, now Gartner
2018FRI-AMSymposium
/
Forum
386. 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
396
Jinyan Fan, Auburn University,
Huahai Yang, Juji, Inc.,
Melissa J. Stuhlman, Auburn University,
Hairong Li, Auburn University,
Elissa M. Hack, Auburn University,
Lu Zheng, Auburn University,
Hang Song, Auburn University
2018FRI-AMSymposium
/
Forum
386. 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
397
Ken Lahti, Psychobabble,
Craig J. Russell, University of Oklahoma
2018FRI-AMSymposium
/
Forum
386. 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
398
Michael C. Campion, Campion Services, Inc.,
Emily D. Campion, University at Buffalo, SUNY
2018FRI-AMSymposium
/
Forum
386. 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
399
Xiao Deng, Peking University2018FRI-AMPosterPoster 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
400
Xiaohong Xu, Old Dominion University
Aliaksandr Pautsina, Bowling Green State University
Clare L. Barratt, Bowling Green State University
Moira van Staaden, Bowling Green State University
2018FRI-AMPosterPoster 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
401
Stephanie J. Sands, SOLVE, Chair
Nicholas Joseph Arreola, Creighton University, Panelist
Matthew McCarville, Price Waterhouse Coopers, Panelist
Shane M. McFeely, Gallup, Panelist
Amy S. McFeely, Category One Consulting, Panelist
Nate Watson, Contemporary Analysis, Panelist
2018FRI-AMPanel
Discussion
422. 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
402
Allen P Goebl, LeaderAmp, Presenter
Jeff A. Jones, Korn Ferry, Presenter
Sarah G Semmel, Twitter Inc., Presenter
2018FRI-AMMaster
Tutorial
434. 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
403
Ashlyn Lowe, DePaul University,
Neal Outland, DePaul University,
Elizabeth Guth, DePaul University,
Jake Weiss, DePaul University,
Goran Kuljanin, DePaul University,
2018FRI-AMSymposium
/
Forum
435. 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
404
Benjamin S. Listyg, University of South Florida,
Michael T. Braun, University of South Florida
2018FRI-AMSymposium
/
Forum
435. 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
405
Steve W. J. Kozlowski, Michigan State University,
Chu-Hsiang Chang, Michigan State University,
Christopher Dishop, Michigan State University,
Subir Biswas, Michigan State University,
Samantha K.B. Perry, Aptima, Inc
2018FRI-AMSymposium
/
Forum
435. 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
406
Tara Brown, Aptima, Inc.,
Kara L. Orvis, Aptima, Inc.,
Robert McCormack, Aptima, Inc.,
Arwen Hunter DeCostanza, U.S. Army Research Laboratory
2018FRI-AMSymposium
/
Forum
435. 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
407
Trevor D. McGlochlin, Select International
Amy Gammon, Select International
Mei-Chuan Kung, Select International
Ted B. Kinney, Select International
Allison N. Besl, Select Internationa
2018FRI-PMPosterPoster 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
408
William D. Spangler, Binghamton University
Kristin L. Sotak, SUNY Oswego
Jayoung Kim, Binghamton University, State University of New York
2018FRI-PMPosterPoster 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
409
Victoria J. Smoak, PepsiCo, Inc., Co-Chair
Hannah Murphy, Cisco, Co-Chair
Melinda J. Moye, John Deere, Presenter
Jill Mowry Strange, Infor, Presenter
2018FRI-PMAlternative
Session
470. 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.comTagged
410
Kimberly W. O’Connor, Esquire, Indiana University-Purdue University Fort Wayne, Presenter
Gordon B. Schmidt, Indiana University-Purdue University Fort Wayne, Presenter
Shawn Bergman, Appalachian State University, Presenter
Kristl Davison, University of Memphis, Presenter
2018FRI-PMMaster
Tutorial
471. 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
411
Muriel G. Clauson, University of Georgia,
Olivia H. Vande Griek, University of Georgia,
2018FRI-PMSymposium
/
Forum
472. 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.comTagged
412
Gina M. Bufton, Georgia Institute of Technology,
Howard M. Weiss, Georgia Institute of Technology
2018FRI-PMSymposium
/
Forum
472. 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
413
Mike Morrison, Michigan State University2018FRI-PMSymposium
/
Forum
472. 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
414
William L. McLane, University of Georgia,
Young-Jae Kim, University of Georgia,
Paul Weiler, University of Georgia,
William Keith Campbell, University of Georgia
2018FRI-PMSymposium
/
Forum
472. 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
415
Amanda L. Thayer, University of Akron, Chair
Ketaki Sodhi, University of Akron, Co-Chair
Alexandra D. Petruzzelli, University of Akron, Co-Chair
Prasad Balkundi, University at Buffalo, Panelist
Dorothy R. Carter, University of Georgia, Panelist
Noshir Contractor, Northwestern University, Panelist
Leslie A. DeChurch, Northwestern University, Panelist
Andrew J. Slaughter, US Army Research Institute, Panelist
2018FRI-PMPanel
Discussion
476. 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
416
Tara S. Behrend, George Washington University, Chair
David L. Tomczak, George Washington University, Co-Chair
John R. Aiello, Rutgers University, Panelist
Wayne F. Cascio, University of Colorado Denver, Panelist
Laurel A. McNall, SUNY Brockport, Panelist
Jeffrey M. Stanton, Syracuse University, Panelist
2018FRI-PMPanel
Discussion
511. 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
417
Li Guan, University of Georgia, Presenter
Mengqiao Liu, DDI, Presenter
2018FRI-PMMaster
Tutorial
514. 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
418
Connie R. Wanberg, University of Minnesota,
Edwin A. J. Van Hooft, University of Amsterdam,
Songqi Liu, Georgia State University,
Borbala Csillag, University of Minnesota,
2018FRI-PMSymposium
/
Forum
516. 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
419
Craig R. Dawson, PAR, Co-Chair
Ken Lahti, Psychobabble, Co-Chair
Nancy T. Tippins, The Nancy T. Tippins Group, Panelist
Sayeedul Islam, Farmingdale State College, Panelist
Taylor Peyton Roberts, Valencore Consulting, Panelist
Jose M. Cortina, Virginia Commonwealth University, Panelist
Deniz S. Ones, University of Minnesota, Panelist
Michael Michel Moon, ExcelHRate Research and Advisory Services, Panelist
2018FRI-PMSpecial
Event
520. 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
420
Neil Morelli, The Cole Group, Moderator
Charles A. Handler, Rocket-Hire LLC, Presenter
Tanya C. Delany, IBM, Presenter
Jana Fallon, Prudential Financial, Presenter
Richard N. Landers, Old Dominion University, Presenter
Benjamin J. Taylor, Ziff, Presenter
2018FRI-PMAlternative
Session
522. 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
421
Andrea M. Bizarro, JetBlue Airways, Coordinator
Dusty Folwarczny, The Ink Factory, Presenter
2018FRI-PMSeminar526. Friday Seminar: 3:00PM–6:00PM HuronFriday Seminar 5: Creating Dynamic Data Visualizations Through Visual Note TakingCreative 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
422
Susan W. Stang, PSI Services LLC, Chair
John A. Weiner, PSI, Panelist
Brian Knudson, NogginLabs, Inc., Panelist
Jason A. Blaik, Revelian, Panelist
Ryan Ohm, Realtor University, Panelist
2018FRI-PMPanel
Discussion
528. 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
Tagged
423
Meredith R. Coats, George Washington University
Stefanie Plemmons Shaughnessy, U.S. Army Research Institute
David P. Costanza, George Washington University
2018FRI-PMPosterPoster 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
424
Christopher T. Frost, Shaker Consulting Group,
Jacqueline E. Carpenter, Shaker Consulting Group,
Jared Z. Ferrell, Shaker Consulting Group,
2018FRI-PMSymposium
/
Forum
565. 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
425
Kyle Morgan, Aon,
Kate LaPort, Amazon,
Shane Lowery, Louisiana State University,
Jonathan M. Cottrell, PeopleAdmin,
Bertha Rangel, Washington State University Vancouver,
Nicholas R. Martin, Aon,
Anthony S. Boyce, Aon
2018FRI-PMSymposium
/
Forum
565. 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
426
Sara Lambert Gutierrez, CEB, now Gartner,
Darrin Grelle, CEB, now Gartner,
2018FRI-PMSymposium
/
Forum
565. 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
427
Rachel T. King, DDI,
Li Guan, University of Georgia,
Donald E. Lustenberger, DDI
2018FRI-PMSymposium
/
Forum
565. 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
428
Lise M. Saari, NYU & Baruch, Moderator
Andrew Biga, GoHealth Urgent Care, Presenter
Jeffrey M. Saltzman, OrgVitality, Presenter
Charles A. Scherbaum, Baruch College, City University of New York, Presenter
Sara P. Weiner, Glint, Presenter
2018FRI-PMDebate569. 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
429
John A. Weiner, PSI, Chair
Wayne J. Camara, ACT, Inc., Panelist
Liberty J. Munson, Microsoft, Panelist
Salih Mujcic, MA, Revelian, Panelist
2018FRI-PMPanel
Discussion
574. 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
Tagged
430
Sonia Cristina Codreanu, MindX/University College London
Franziska Leutner, MindX/University College London
Adriano Soares Koshiyama, MindX/University College London
2018FRI-PMPosterPoster 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
431
Stephanie C. Payne, Texas A&M University,
Anjelica Marie Mendoza, Texas A&M,
2018FRI-PMSymposium
/
Forum
611. 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.eduTagged
432
Sara A. Murphy, Wilfrid Laurier University,
Peter A. Fisher, Wilfrid Laurier University,
Lisa M. Keeping, Wilfrid Laurier University,
Douglas J. Brown, University of Waterloo,
2018FRI-PMSymposium
/
Forum
611. 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
433
Richard Johnson, University at Albany, SUNY,
Jason G. Randall, University at Albany, SUNY
2018FRI-PMSymposium
/
Forum
611. 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
434
Robert I. Driggers, Driggers Consulting Solutions, LLC, Chair
Laura N. Johnson, University of Minnesota, Co-Chair
Allen P Goebl, LeaderAmp, Panelist
Melissa S. Sharpe, Citizens Bank, Panelist
2018FRI-PMPanel
Discussion
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.eduTagged
435
Scott Bedwell, CEB, now Gartner, Chair
Allison B. Yost, CEB, now Gartner, Panelist
Cory Kind, CEB, now Gartner, Panelist
Allie Wehling, HireVue, Inc., Panelist
Lindsey Zuloaga, HireVue, Inc., Panelist
Brett M. Wells, Talent Plus, Inc., Panelist
Cary Wolbers, Talent Plus, Inc., Panelist
2018FRI-PMPanel
Discussion
627. 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
436
David W. Bracken, Keiser University, Chair
Richard A. Mendelson, Keiser University, Panelist
Fabrizio Gramuglio, Forever Identity, Panelist
Jonathan Low, Predictive Consulting, Panelist
Nathan J. Mondragon, HireVue, Panelist
2018SAT-AMPanel
Discussion
635. 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.eduTagged
437
Benjamin S. Listyg, University of South Florida,
Christina N. Barnett, University of South Florida,
Michelle S Kaplan, University of South Florida,
Michael T. Braun, University of South Florida
2018SAT-AMSymposium
/
Forum
636. 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
438
Hannah L. Samuelson, University of Maryland2018SAT-AMSymposium
/
Forum
636. 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
439
Goran Kuljanin, DePaul University,
Michael T. Braun, University of South Florida,
James A. Grand, University of Maryland,
Steve W. J. Kozlowski, Michigan State University,
Georgia T. Chao, Michigan State University
2018SAT-AMSymposium
/
Forum
636. 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
440
Neal Outland, DePaul University,
Elizabeth Guth, DePaul University,
Jake Weiss, De- Paul University,
Ashlyn Lowe, DePaul University,
Goran Kuljanin, DePaul University,
2018SAT-AMSymposium
/
Forum
636. 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
441
Bart Weathington, WECO Solutions, Chair
Kevin B. Tamanini, DDI, Co-Chair
Shawn Bergman, Appalachian State University, Panelist
Richard J. Chambers, II, General Mills, Panelist
Kristl Davison, University of Memphis, Panelist
Jamie L. Winter, APTMetrics, Panelist
2018SAT-AMPanel
Discussion
648. 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
442
Morgan B. Showler, Michigan State University, Chair
Christina Norris-Watts, Johnson & Johnson, Panelist
Richard N. Landers, Old Dominion University, Panelist
Nicholas R. Martin, Aon, Panelist
Marina Pearce, Ford Motor Company, Panelist
2018SAT-AMPanel
Discussion
697. 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
Tagged
443
Cavan J. Gray, Pearson VUE,
Kirk A. Becker, Pearson VUE,
2018SAT-AMSymposium
/
Forum
699. Symposium/Forum: 10:00AM–11:20A Michigan A 1
The Bleeding Edge of Measurement: Innovations With AI Psychometrics
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
Tagged
444
Ken Lahti, Psychobabble,
Craig J. Russell, University of Oklahoma,
2018SAT-AMSymposium
/
Forum
699. Symposium/Forum: 10:00AM–11:20A Michigan A 2
The Bleeding Edge of Measurement: Innovations With AI Psychometrics
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
445
Alan D. Mead, Talent Algorithms Inc,2018SAT-AMSymposium
/
Forum
699. Symposium/Forum: 10:00AM–11:20A Michigan A 3
The Bleeding Edge of Measurement: Innovations With AI Psychometrics
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
446
Matt Barney, LeaderAmp, Inc,
Barth Riley, LeaderAmp,
2018SAT-AMSymposium
/
Forum
699. 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
447
Allison N. Besl, Select International, Chair
Jared Z. Ferrell, SHAKER, Panelist
Tracy Kantrowitz, PDRI, Panelist
Ted B. Kinney, Select International, Panelist
Robert P. Michel, Edison Electric Institute, Panelist
2018SAT-AMPanel
Discussion
748. 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
448
Nicole L. Petersen, Shaker, Co-Chair
P. Carter Gibson, Shaker, Co-Chair
Lisa Grant Harpe, DCI, Panelist
Alexandra Kuric, Red Bull GmbH, Panelist
Sarah G. Semmel, Twitter Inc., Panelist
Chad H. Van Iddekinge, Florida State University, Panelist
Daly Vaughn, Shaker, Panelist
2018SAT-AMPanel
Discussion
758. 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.comTagged
449
Daniele A. Bologna, Procter & Gamble, Co-Chair
Michael C. Tocci, Procter & Gamble, Co-Chair
Andrew Biga, GoHealth Urgent Care, Panelist
Anthony S. Boyce, Aon, Panelist
Robert E. Gibby, IBM, Panelist
Christine Murphy, seniorwell.org, Panelist
Christine L. Pusilo, Amazon, Panelist
2018SAT-AMPanel
Discussion
802. 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
450
Darryl R. Roberts, Accenture, Chair
Andrew Biga, GoHealth Urgent Care, Panelist
Jessica L. Kane, Accenture, Panelist
Ekta Vyas, Stanford Children’s Health/San Jose State University, Panelist
2018SAT-PMPanel
Discussion
814. 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.comTagged
451
Hannah Booth, Appalachian State University
Mat Clodfelter, IQVIA
Nkemgika Obi-Melekwe, Appalachian State University
Nile LaTowsky, Appalachian State University
Harriet Jordan, Eliassen Group
William Hodes, Appalachian State University
Yalcin Acikgoz, Appalachian State University
Christopher J. Hartwell, Utah State University
Shawn Bergman, Appalachian State University
2018SAT-PMPosterPoster 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
452
Anna F. Godollei, University of Waterloo
Yannick Griep, Vrije Universiteit Brussel
2018SAT-PMPosterPoster 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
453
Jessica Harris, Appalachian State University
Jailee Hollars, Appalachian State University
Logan Ellis, Appalachian State University
Kristin Collins, Appalachian State University
Louis Savastano, Appalachian State University
Thorpe Daley, Appalachian State University
Yalcin Acikgoz, Appalachian State University
Shawn Bergman, Appalachian State University
2018SAT-PMPosterPoster 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
454
Tom Ron, Bowling Green State University
Michael J. Zickar, Bowling Green State University
2018SAT-PMPosterPoster 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
455
David L. Tomczak, George Washington University
Jon C. Willford, George Washington University
Jerod Cody White, George Washington University
Tara S. Behrend, George Washington University
2018SAT-PMPosterPoster 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
456
Rick Hense, Bank of America, Chair
Isaac Benjamin Thompson, Shaker, Panelist
Samuel E. Kaminsky, Google, Panelist
Kelly Trindel, Pymetrics, Panelist
Amy Powell Yost, Capital One, Panelist
Mark Girouard, Nilan Johnson Lewis PA, Panelist
2018SAT-PMPanel
Discussion
873. 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
457
Samantha Holland, DCI Consulting Group, Inc., Chair
Julia S. Walsh, DCI Consulting Group, Panelist
Alexander Alonso, Society for Human Resource Management (SHRM), Panelist
Emily S Medvin, American Institutes for Research, Panelist
Sara J. Perry, Baylor University, Panelist
Kristin Sanderson Allen, CEB, now Gartner, Panelist
2018SAT-PMPanel
Discussion
878. 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
458
Jean Leslie, Center for Creative Leadership
Margaret M. Luciano, Arizona State University
Emily Hoole, Center for Creative Leadership
Rebecca Anderson, Center for Creative Leadership
John E. Mathieu, University of Connecticut
2018SAT-PMPosterPoster 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
459
Sylvia Luu, University of Tulsa
Anupama Narayan, University of Tulsa
2018SAT-PMPosterPoster 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
460
Jacqueline Ng, Northwestern University
Leslie A. DeChurch, Northwestern University
Noshir Contractor, Northwestern University
2018SAT-PMPosterPoster 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
461
Michael A. Yoerger, University of Nebraska Medical Center
Joseph E. Mroz, University of Nebraska at Omaha
Nicole B. Landowski, University of Nebraska at Omaha
John D. Crowe, University of Nebraska at Omaha
Joseph A. Allen, University of Nebraska at Omaha
2018SAT-PMPosterPoster 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
462
Tara K. McClure, Aon, Chair
Charles A. Handler, Rocket-Hire LLC, Discussant
Richard Justenhoven, cut-e Group, Presenter
Amie D. Lawrence, Select International, Inc., Presenter
Eleni V. Lobene, Aon, Presenter
Lei Qin, Shaker Consulting Group, Presenter
2018SAT-PMAlternative
Session
921. 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.comTagged
463
Richard A. Guzzo, Mercer, Min Park, Mercer (US) Inc2018SAT-PMAlternative
Session
924. 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
464
Jeffrey M. Stanton, Syracuse University,2018SAT-PMAlternative
Session
924. 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
465
Eden B. King, Rice University2018SAT-PMAlternative
Session
924. 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
466
Alexis A. Fink, Intel Corporation, Host
Mariangela Battista, IGT, Host
Tara S. Behrend, George Washington University, Host
Elizabeth B. Kolmstetter, NASA, Host
Kurt Kraiger, Colorado State University, Host
William H. Macey, CultureFactors, Inc., Host
2018SAT-PMRoundtable
Discussion
927. 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
467
Steve Hall, Marriott International, Chair
Isaac Benjamin Thompson, Shaker
Allen P Goebl, LeaderAmp, Presenter
Q. Chelsea Song, University of Illinois at Urbana-Champaign, Presenter
Andrea K Kropp, CEB, now Gartner, Presenter
Adam W. Meade, North Carolina State University, Presenter
Daniel A. Newman, University of Illinois at Urbana-Champaign, Presenter
Serena Wee, Singapore Management University, Presenter
Jeff A. Jones, Korn Ferry, Presenter
2018SAT-PMAlternative
Session
933. 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
468
Nataliya Baytalskaya, Caliper
Johanna Johnson Lascano, Infor
2018SAT-PMPosterPoster 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
469
Justin Wiegand, University of Illinois at Urbana-Champaign, Presenter
Cory Kind, CEB, now Gartner, Presenter
2018SAT-PMMaster
Tutorial
977. 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
470
Gerald F. Goodwin, U.S. Army Research Institute, Chair
Cynthia K. Maupin, University of Georgia, Co-Chair
Jeffrey B. Vancouver, Ohio University, Presenter
James A. Grand, University of Maryland, Presenter
Yihao Liu, University of Illinois at Urbana-Champaign, Presenter
2018SAT-PMAlternative
Session
978. 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.comTagged
471
472
2017
Orlando, Florida (April) [32nd Annual Conference]
((Tech Tag: YES|38 [59] // Total: 159))
473
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleNotesSubmitter
474
William B. Vessey, NASA Johnson Space Center, Host
Suzanne T. Bell, DePaul University, Host
Jamie S. Donsbach, Group for Organizational Effectiveness, Coordinator
2017THURS-AMCommunity
Of
Interest
5. 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
475
Stephen O. Attar, 2017THURS-AMPoster8. 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
476
Samantha Holland, DCI Consulting Group, Inc., Kayo Sady, DCI Consulting Group, Inc., 2017THURS-AMSymposium
/
Forum
15. 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
477
Philip T. Walmsley, U.S. Customs and Border Protection, John P. Campbell, University of Minnesota,2017THURS-AMSymposium
/
Forum
15. 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
478
Kayo Sady, DCI Consulting Group, Inc., Vinaya Sakpal, DCI Consulting Group, Inc., 2017THURS-AMSymposium
/
Forum
15. 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
479
Michael J. Sarette, Society for Human Resource Management, Chair
Joseph A. Jones, Society for Human Resource Management, Co-Chair
Jeff Tien Han Pon, Society for Human Resource Management, Presenter
Howard Epstein, BTS, Presenter
Justin G. Black, Glint, Presenter
Genevieve Johnson, American Institutes for Research, Presenter
James Williams, General Motors, Presenter
Erika Reckert, BTS, Presenter
Lindsay A. Northon, Society for Human Resource Management, Author
Ashley A. Miller, Society for Human Resource Management, Author
Samantha DiNicola, George Mason University, Author
2017THURS-AMAlternative
Session
22. 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
480
Archana Manapragada2017THURS-AMPoster24. 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
481
Scott Tonidandel, Davidson College, Chair
Zheng Chen, University of South Florida-St. Petersburg, Presenter
Tori L. Crain, Colorado State University, Presenter
Varol Kayhan, University of South Florida-St. Petersburg, Presenter
Ashley A. Membere, George Mason University, Presenter
David A. Waldman, Arizona State University, Presenter
2017THURS-AMSymposium
/
Forum
25. 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.eduTagged
482
Matthew R. Millard, NuVasive, Inc, Chair
Christopher R. Honts, Cargill, Panelist
Kevin D. Meyer, CEB, Panelist
Carl R. Persing, Metrus Group, Panelist
Benjamin H. Slade, NASA, Panelist
Tracey Tafero, Select International, Panelist
Hal J. Whiting, Hewlett Packard Enterprise, Panelist
2017THURS-PMPanel
Discussion
34. 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
483
Jenna C. Shapiro, IBM, Co-Chair
Chris L. Lovato, IBM Smarter Workforce, Co-Chair
Steve W. J. Kozlowski, Michigan State University, Panelist
Jerilyn Hayward, ServiceMaster, Panelist
Nathan J. Mondragon, HireVue, Panelist
Jackie Ryan, IBM, Panelist
2017THURS-PMSymposium
/
Forum
36. 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.comTagged
484
Daniel A. Schmerling, Capital One, Chair
Anne Scaduto, Capital One, Panelist
Jennifer L. Harvel, Amazon, Panelist
Samuel E. Kaminsky, George Washington University, Panelist
James Pereira, JetBlue Airways, Panelist
Maureen Costello, Capital One, Panelist
2017THURS-PMSymposium
/
Forum
38. 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.comTagged
485
Sabrina M. Drollinger, 2017THURS-PMPoster45. 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
486
Zvonimir Galic,2017THURS-PMPoster45. 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
487
Noelle LaVoie2017THURS-PMPoster45. 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
488
Nicolas Roulin2017THURS-PMPoster45. 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
489
Trevor D. McGlochlin2017THURS-PMPoster45. 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
490
Andrew P. McGrory2017THURS-PMPoster45. 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
491
Caitlin E. Blackmore2017THURS-PMPoster45. 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
492
Winfred Arthur, Jr2017THURS-PMPoster45. 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
493
Lee Cyr2017THURS-PMPoster53. 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
494
Bodour H. Mahmoud,2017THURS-PMPoster53. 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
495
Graham H. Lowman, 2017THURS-PMPoster53. 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
496
Peter Legree,2017THURS-PMPoster53. 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
497
Lena-Alyeska M. Huebner, 2017THURS-PMPoster53. 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
498
Jeff A. Jones, Korn Ferry, Presenter
Allen P. Goebl, University of Minnesota, Presenter
Sarah G. Semmel, Twitter, Presenter
2017THURS-PMMaster
Tutorial
59. 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
499
Eric J. Sydell, Shaker, Presenter
Anthony S. Boyce, Aon Hewitt, Presenter
Ken Lahti, Psychobabble, Presenter
Richard N. Landers, Old Dominion University, Presenter
Jensen T. Mecca, Shaker Consulting Group, Presenter
Ryan A. Ross, Hogan Assessment Systems, Presenter
2017THURS-PMAlternative
Session
60. 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
500
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-PMSymposium
/
Forum
68. 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
501
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-PMSymposium
/
Forum
68. 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
502
Arwen Hunter DeCostanza, U.S. Army Research Laboratory, Kara L. Orvis, Aptima, Inc., Samantha K. Baard-Perry, Aptima, Inc., Tara Brown, Aptima, Inc., 2017THURS-PMSymposium
/
Forum
68. 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
503
Gerald F. Goodwin, U.S. Army Research Institute, 2017THURS-PMSymposium
/
Forum
68. 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
504
Pat M. Caputo, Facebook, Host
Michal Kosinski, Stanford University, Host
Dev K. Dalal, University at Albany, SUNY, Coordinator
2017THURS-PMCommunity
Of
Interest
70. 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.comTagged
505
Sarah G. Semmel, Twitter, Presenter
Jeff A. Jones, Korn Ferry, Presenter
Allen P Goebl, University of Minnesota, Presenter
2017THURS-PMMaster
Tutorial
72. 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
506
Jestine Philip2017THURS-PMPoster73. 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
507
Jennifer P. Green2017THURS-PMPoster87. 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
508
Nathan Weidner2017THURS-PMPoster87. 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
509
Xin Peng2017THURS-PMPoster87. 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
510
Wei Ming Jonathan Phan, 2017THURS-PMPoster87. 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
511
Kurt Kraiger, 2017THURS-PMPoster87. 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
512
Diana R. Sanchez, Colorado State University, Saar Van Lysebetten, Ghent University, 2017THURS-PMSymposium
/
Forum
96. 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.eduTagged
513
Michael B. Armstrong, Old Dominion University, Andrew B. Collmus, Old Dominion University, Richard N. Landers, Old Dominion University, 2017THURS-PMSymposium
/
Forum
96. 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
514
Ioannis Nikolaou, Athens University of Economics & Business, Konstantina Georgiou, Athens University of Economics & Business, 2017THURS-PMSymposium
/
Forum
96. 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
515
Cintya Caribay Garcia Marquez, Illinois Institute of Technology, Kristina N. Bauer, Illinois Institute of Technology, Richard N. Landers, Old Dominion University, 2017THURS-PMSymposium
/
Forum
96. 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
516
Alison E. Carr, Shaker Consulting Group, Andrew J. Barsa, Shaker Consulting Group, Jensen T. Mecca, Shaker Consulting Group, Christine L. Pusilo, Amazon.com, 2017THURS-PMSymposium
/
Forum
96. 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
517
Benjamin Hawkes, Shell International, 2017THURS-PMSymposium
/
Forum
96. 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
518
Brandon Ferrell, Hogan Assessment Systems, Jeff Foster, Hogan Assessment Systems, 2017THURS-PMSymposium
/
Forum
100. 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
519
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-PMSymposium
/
Forum
100. 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
520
James C. Sharf, Employment Risk Advisors, Inc., 2017THURS-PMSymposium
/
Forum
100. 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
521
Michael T. Braun, University of South Florida, 2017THURS-PMSymposium
/
Forum
100. 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
522
Brandon Ferrell, Hogan Assessment Systems, Jeff Foster, Hogan Assessment Systems, Blaine H Gaddis, Hogan Assessment Systems, 2017THURS-PMSymposium
/
Forum
100. 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
523
Justin Travis, 2017THURS-PMPoster102. 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
524
Dan J. Putka, HumRRO, 2017FRI-AMSymposium
/
Forum
103. 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
525
Ronald S. Landis, Illinois Institute of Technology, Scott Tonidandel, Davidson College,2017FRI-AMSymposium
/
Forum
103. 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
526
Evan F. Sinar, DDI, 2017FRI-AMSymposium
/
Forum
103. 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
527
Fred Oswald, Rice University, Anthony S. Boyce, Aon Hewitt, Jessica D. Wooldridge, Aon Hewitt, 2017FRI-AMSymposium
/
Forum
103. 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
528
Eleni V. Lobene, Aon Hewitt, Chair
Bharati B. Belwalkar, City of New Orleans, Co-Chair
Jennifer L. Geimer, CEB, Presenter
Donald E. Lustenberger, DDI, Presenter
Tara K. McClure, Aon Hewitt, Presenter
Lei Qin, Shaker Consulting Group, Presenter
Suzanne Tsacoumis, HumRRO, Presenter
2017FRI-AMAlternative
Session
118. 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
529
Brent Winslow, Design Interactive, Inc., 2017FRI-AMSymposium
/
Forum
122. 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.comTagged
530
Michal Kosinski, Stanford University, 2017FRI-AMSymposium
/
Forum
122. 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
531
Elena Svetieva, Center for Creative Leadership, 2017FRI-AMSymposium
/
Forum
122. 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
532
Ryan Boyd, University of Texas at Austin, 2017FRI-AMSymposium
/
Forum
122. 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
533
Elena Auer2017FRI-AMPoster123. 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.eduTagged
534
Zhanna Bagdasarov, 2017FRI-AMPoster123. 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
535
P. Scott Ramsay2017FRI-AMPoster123. 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.eduTagged
536
Courtney M. Bryant,2017FRI-AMPoster123. 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.comTagged
537
Andrew B. Collmus2017FRI-AMPoster123. 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.eduTagged
538
Belinda Williams2017FRI-AMPoster123. 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
539
James M. Schmidtke2017FRI-AMPoster123. 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.eduTagged
540
Ia V. Hailey, 2017FRI-AMPoster123. 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.eduTagged
541
Kyle C. Huff, 2017FRI-AMPoster123. 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.comTagged
542
Gargi Sawhney, Clemson University2017FRI-AMPoster123. 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.eduTagged
543
Katelyn J. Cavanaugh,2017FRI-AMPoster123. 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.eduTagged
544
Matt C. Howard, 2017FRI-AMPoster123. 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 Tagged
545
Michael P. Schiel,2017FRI-AMPoster123. 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.eduTagged
546
Christina N. Lacerenza,2017FRI-AMPoster123. 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.comTagged
547
DaHee Shon2017FRI-AMPoster123. 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
548
Britany N. Telford2017FRI-AMPoster123. 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 Tagged
549
Gina M. Bufton2017FRI-AMPoster123. 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.comTagged
550
Deborah L. Whetzel, Human Resources Research Organization (HumRRO), Chair
Karen Lochbaum, Pearson, Panelist
Michael A. Campion, Purdue University, Panelist
Yoko Futagi, Educational Testing Service, Panelist
Ryan S O’Leary, CEB, Panelist
2017FRI-AMPanel
Dscussion
126. 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
551
Thomas M. Cavanagh2017FRI-AMPoster130. 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
552
Jessica R. Petor2017FRI-AMPoster130. 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
553
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-AMSymposium
/
Forum
132. 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
554
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-AMSymposium
/
Forum
132. 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
555
C. Shawn Burke, University of Central Florida, Shannon L. Marlow, Rice University, Chelsea Iwig, Rice University, Eduardo Salas, Rice University, 2017FRI-AMSymposium
/
Forum
132. 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
556
Tim Warszta, Westcoast University of Applied Sciences, Alina Siemsen, Westcoast University of Applied Sciences, 2017FRI-AMSymposium
/
Forum
135. 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.comTagged
557
Lara Montefiori, UCL Arctic Shores, 2017FRI-AMSymposium
/
Forum
135. 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
558
Achim Preuss, cut-e Group, Howard Grosvenor, cut-e UK, 2017FRI-AMSymposium
/
Forum
135. 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
559
Lara Montefiori, UCL Arctic Shores, Katharina Lochner, cut-e Group, Achim Preuss, cut-e Group, Maria Panagiotidi, Staffordshire University, 2017FRI-AMSymposium
/
Forum
135. 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
560
Emilee B. Tison, DCI Consulting Group, Inc., Chair
Richard A. Guzzo, Mercer, Panelist
Charles N. MacLane, retired, Panelist
Nathan J. Mondragon, HireVue, Panelist
Richard F. Tonowski, U.S. Equal Employment Opportunity Commission, Panelist
2017FRI-AMPanel
Discussion
137. 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
561
Eric Scheller, 2017FRI-AMPoster144. 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
562
Remy Jennings,2017FRI-AMPoster144. 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
563
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-AMSymposium
/
Forum
153. 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
564
Zachary T. Kalinoski, SkillCheck, A Symphony Talent Company,2017FRI-AMSymposium
/
Forum
153. 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
565
Elizabeth M. Short, University of Missouri Science and Technology, Nathan Weidner, Missouri S&T, Mgrdich A. Sirabian, Wayne State University, 2017FRI-AMSymposium
/
Forum
153. 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
566
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-AMSymposium
/
Forum
153. 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
567
Jorge Ivan Hernandez, DePaul University, Presenter2017FRI-AMMaster
Tutorial
157. 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.eduTagged
568
Charles Chu, 2017FRI-PMPoster165. 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
569
Evan F. Sinar, DDI, Chair
David W. Ballard, APA, Panelist
Michael Michel Moon, ExcelHRate Research and Advisory Services, Panelist
Tiffany R. Poeppelman, LinkedIn, Panelist
Paul Thoresen, CMR, Panelist
2017FRI-PMPanel
Discussion
167. 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.comTagged
570
Robert E. McHenry, Independent, 2017FRI-PMSymposium
/
Forum
173. 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.comTagged
571
Keemia Vaghef, Florida Institute of Technology, Michael C. Tocci, Procter & Gamble, Patrick D. Converse, Florida Institute of Technology, 2017FRI-PMSymposium
/
Forum
173. 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
572
Kelsey M. Stephens, Performance Assessment Network, Erin Crask Wood, pan-Performance Assessment Network, 2017FRI-PMSymposium
/
Forum
173. 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
573
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-PMSymposium
/
Forum
173. 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
574
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-PMSymposium
/
Forum
173. 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
575
Ashley A. Miller, Society for Human Resource Management, Chair
James N. Kurtessis, SHRM, Panelist
Eric M. Dunleavy, DCI Consulting Group, Panelist
Ash K. Buonasera, Liberty Mutual, Panelist
Steve Hall, Marriott International, Panelist
2017FRI-PMPanel
Discussion
189. 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
576
Alexandra Jacobsen2017FRI-PMPoster190. 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
577
Kristin Scott2017FRI-PMPoster190. 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
578
Emily J. Grijalva, University of Buffalo, Coordinator
Richard N. Landers, Old Dominion University, Presenter
2017FRI-PMSeminar193. 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.comTagged
579
Sandra L. Fisher, Clarkson University, 2017FRI-PMSymposium
/
Forum
196. 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.eduTagged
580
Richard D. Johnson, University at Albany, State University of New York,2017FRI-PMSymposium
/
Forum
196. 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
581
Stanley M. Gully, Pennsylvania State University2017FRI-PMSymposium
/
Forum
196. 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
582
Joseph Keebler, Embry-Riddle Aeronautical University, 2017FRI-PMSymposium
/
Forum
196. 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
583
Sara Brothers, Whole Foods Market, Host
Danielle Gaston, PepsiCo, Host
Kristen Murray, Whole Foods Market, Host
Bennett A Price, PepsiCo, Inc., Host
Dave Snyder, Whole Foods Market, Host
2017FRI-PMRoundtable
Discussion
204. 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
584
Jessica L. Kane, Accenture, Host
Joshua M. Sacco, Facebook, Host
Deborah K. Ford, Accenture, Coordinator
2017FRI-PMCommunity
Of
Interest
207. 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.comTagged
585
Anne Scaduto, Capital One, Co-Chair
Jennifer L. Harvel, Amazon, Co-Chair
Sharyn Aufenanger, ASPR, Panelist
Donald Hale, Jr, NC State University, Panelist
Mark H. Ludwick, Charter Communication, Panelist
2017FRI-PMPanel
Discussion
213. 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
586
Stephanie R. Klein, University of Minnesota-Measurement Services, Chair
Jose J. Valadez, Louisiana Tech University, Panelist
Paul Thoresen, CMR, Panelist
John K. Kennedy, Jr., Half Moon Consulting, Panelist
Christopher T. Rotolo, PepsiCo, Panelist
Johanna Johnson Lascano, Clemson University, Panelist
Lauren A. Mouton, Louisiana Tech University, Panelist
2017FRI-PMSpecial
Event
223. 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.comTagged
587
Allison B. Yost, CEB, Presenter
Andrea K Kropp, CEB, Presenter
Cory Kind, CEB, Presenter
2017SAT-AMMaster
Tutorial
238. 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
588
Mark S. Urban, Right Management, Presenter
John F. Skinner, Sears Holdings Corporation, Presenter
Jennifer E. Lowe, Hogan Assessment Systems, Presenter
Amber L. Smittick, Hogan Assessment Systems, Presenter
Joel Quintela, Quintela Group LLC, Presenter
2017SAT-AMAlternative
Session
244. 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
589
Vanessa A. Burke, 2017SAT-AMPoster254. 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.eduTagged
590
Chantale Wilson, Air Force Research Laboratory, Chair
Christopher Antonik, Air Force Research Laboratory, Panelist
Jerred Holt, Air Force Research Laboratory, Panelist
Evan F. Sinar, DDI, Panelist
Paul Tsagaroulis, U.S. General Services Administration, Panelist
2017SAT-AMPanel
Discussion
249. 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.comTagged
591
Nastassia M. Savage, Clemson University, William S. Kramer, Clemson University, Brooke B. Allison, Kandice N. Goguen, Clemson University, Marissa L. Shuffler, Clemson University, 2017SAT-AMSymposium
/
Forum
257. 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
592
Julia E. Hoch, California State University Northridge, James H. Dulebohn, Michigan State University, 2017SAT-AMSymposium
/
Forum
257. 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
593
Shanique G. Brown, Wayne State University, Melissa Vazquez, DePaul University, Suzanne T. Bell, DePaul University, 2017SAT-AMSymposium
/
Forum
257. 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
594
Cristina B. Gibson, University of Western Australia, Patrick D. Dunlop, University of Western Australia, John Cordery, University of Western Australia, 2017SAT-AMSymposium
/
Forum
257. 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
595
Boris I. Yanovsky, Facebook, Presenter
Ryan L Derickson, Xavier University, Presenter
Katerine Osatuke, Miami University, Presenter
2017SAT-AMMaster
Tutorial
259. 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
596
E. Michelle Todd2017SAT-AMPoster261. 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
597
Samantha Holland, DCI Consulting Group, Inc., Presenter
Jennifer P. Green, George Mason University, Presenter
Hannah Markell, George Mason University, Presenter
Frank A. Bosco, Jr., Virginia Commonwealth University, Presenter
2017SAT-AMMaster
Tutorial
265. 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
598
Bart Weathington, WECO Solutions, Chair
Kevin B. Tamanini, DDI, Chair
Shawn Bergman, Appalachian State University, Panelist
Richard J. Chambers, II, PepsiCo, Panelist
Christopher J. Hartwell, Utah State University, Panelist
Jamie L. Winter, DDI, Panelist
2017SAT-AMPanel
Discussion
268. 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.eduTagged
599
Robert J. Synovec, IBM Talent Management Solutions, Co-Chair
Jenna C. Shapiro, IBM, Co-Chair
Lisa M. Germano, Glint, Panelist
Melinda J. Moye, John Deere, Panelist
Timothy J. Bauerle, National Institute for Occupational Safety and Health, Panelist
Scott A. Cassidy, M.A., University of Guelph, Panelist
David W. Reeves, II, Mercer | Sirota, Panelist
2017SAT-AMPanel
Discussion
273. 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
600
Nawal Es-Sabahi, PepsiCo, Damien Deluca, PepsiCo, 2017SAT-AMSymposium
/
Forum
278. 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
601
Neil Morelli, The Cole Group, 2017SAT-AMSymposium
/
Forum
278. 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
602
Christopher M. Rosett, Verizon Wireless, Katy Leinweber, Vanderbilt University,2017SAT-AMSymposium
/
Forum
278. 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
603
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-AMSymposium
/
Forum
279. 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
604
Kyle C. Huff, Georgia Gwinnett College, Robert Mason, Georgia Gwinnett College, 2017SAT-AMSymposium
/
Forum
279. 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
605
Jessica L. Blackburn, Psychometric Applications, LLC, Frederick R. Stilson, TalentQuest, Scott A. Withrow, FurstPerson, 2017SAT-AMSymposium
/
Forum
279. 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
606
Tracey Tafero, Select International, Chair
Paul E. Glatzhofer, Select International, Panelist
Benjamin P. Granger, Qualtrics, Panelist
Nick C. Koenig, Wal-Mart, Panelist
Elizabeth Korbel, Sears Holdings Corporation, Panelist
Tami J. Licht, DDI, Panelist
2017SAT-AMPanel
Discussion
291. 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.comTagged
607
David J. Whitney2017SAT-PMPoster293. 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
608
Jingxian Yao2017SAT-PMPoster293. 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
609
Alice M. Brawley, Michigan State University, Cynthia L.S. Pury, Clemson University, Fred S. Switzer, III, Clemson University, Shawn Saylors, Digital Consulting Services, 2017SAT-PMSymposium
/
Forum
301. 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
610
Emily A. Burnett, Clemson University, Cynthia L.S. Pury, Clemson University,2017SAT-PMSymposium
/
Forum
301. 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
611
Amanda L. Young, North Carolina State University, Joshua S. Andrews, North Carolina State University, 2017SAT-PMSymposium
/
Forum
301. 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
612
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-PMAlternative
Session
304. 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.comTagged
613
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-PMAlternative
Session
309. 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.comTagged
614
Casey A. Giordano2017SAT-PMPoster313. 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
615
Miriam T. Nelson, Aon Hewitt, Chair
Megan Chandler, Marriott International, Panelist
Matt Dreyer, Prudential Financial, Panelist
Amy Dawgert Grubb, Federal Bureau of Investigation, Panelist
Michal Kosinski, Stanford University, Panelist
2017SAT-PMPanel
Discussion
322. 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
616
Ioannis Nikolaou, Athens University of Economics and Business, Chair
Benjamin Hawkes, Shell International, Discussant
Konstantina Georgiou, Athens University of Economics and Business, Presenter
Richard N. Landers, Old Dominion University, Presenter
Markus Langer, Saarland University, Presenter
2017SAT-PMSpecial
Event
328. 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
617
Kelley J. Krokos, American Institutes for Research, Chair
Michael S. Fetzer, CultureFactors, Panelist
Joseph A. Jones, Society for Human Resource Management, Panelist
Tara Myers, American Nurses Credentialing Center, Panelist
Martin Lanik, Pinsight, Panelist
2017SAT-PMPanel
Discussion
329. 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.orgTagged
618
Lauren H. Beechly, IBM, Amanda Klabzuba, IBM, 2017SAT-PMSymposium
/
Forum
330. 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
619
David W. Reeves, II, Mercer | Sirota, Jason S. Guttadauria, Mercer | Sirota, 2017SAT-PMSymposium
/
Forum
330. 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
620
Aaron J. Kraus, Liberty Mutual Insurance,2017SAT-PMSymposium
/
Forum
330. 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
621
Andrea M. Bizarro, JetBlue Airways, 2017SAT-PMSymposium
/
Forum
330. 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
622
Wei Wang, University of Central Florida, Daniel A. Newman, University of Illinois at Urbana-Champaign, Robert L. Dipboye, University of Central Florida, 2017SAT-PMSymposium
/
Forum
335. 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
623
Benjamin S. Listyg, University of Georgia, Michael T. Braun, University of South Florida, 2017SAT-PMSymposium
/
Forum
335. 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
624
Nicholas J. Gatto, Roosevelt University, Kacie Terranova, Roosevelt University, Toshio Murase, Roosevelt University, 2017SAT-PMSymposium
/
Forum
335. 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
625
Tanner A. Kluth, University of Central Florida, Wei Wang, University of Central Florida, Tian Tian, University of Central Florida, 2017SAT-PMSymposium
/
Forum
335. 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
626
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-PMMaster
Tutorial
336. 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.comTagged
627
Christopher P. Cerasoli2017SAT-PMPoster338. 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
628
Benjamin R. Jones2017SAT-PMPoster338. 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
629
Scott A. Cassidy,2017SAT-PMPoster338. 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
630
Sylvia Luu,2017SAT-PMPoster338. 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
631
Megan Wertheimer, 2017SAT-PMPoster338. 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
632
Adam S. Beatty, Human Resources Research Organization, Presenter
Jeff A. Jones, Korn Ferry, Presenter
Alexander R. Schwall, DDI, Presenter
2017SAT-PMMaster
Tutorial
345. 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
633
634
2016
Anaheim, Callifornia (April) [31st Annual Conference]
((Tech Tag: YES|31 [40] // Total: 128))
635
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleNotesSubmitter
636
Jane Wu, IBM, Chair
Eric J. Sydell, SHAKER, Presenter
Karen O. Moriarty, Kenexa, an IBM Company, Presenter
Christie Brodbeck, SHAKER, Presenter
Cheryl J. Paullin, HumRRO, Presenter
Ben Hawkes, Mindsight, Presenter
2016THURS-AMAlternative
Session
9. Alternative 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
Tagged
637
M.K. Ward2016THURS-AMSymposium
/
Forum
21. Symposium/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
638
L. A. Witt, University of Houston, Co-Chair
Amber L. West, Whole Foods Market, Co-Chair
Allison B. Martir, University of Houston, Co-Chair
Andrew Biga, JetBlue Airways, Presenter
Sara Brothers, Whole Foods, Presenter
Megan L. Huth, Google, Presenter
Koren K. Ichihara, AbbVie, Presenter
Prema Ratnasingam, Dell Inc., Presenter
Deanna M. Haney, Nordstrom, Presenter
2016THURS-AMAlternative
Session
22. Alternative 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
639
Ye Eun Choi2016THURS-AMPoster 23. 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
640
Megan B. Morris2016THURS-AMPoster 23. 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
641
Kevin L. Askew2016THURS-PMPoster24. Poster 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
642
Qin Cai, 2016THURS-PMPoster24. Poster 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
643
Brittany K. Mercado2016THURS-PMPoster24. Poster 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
644
Eleni V. Lobene, Aon Hewitt, Co-Chair
Bharati B. Belwalkar, Louisiana Tech University, Co-Chair
Amie D. Lawrence, Select International, Inc., Presenter
Anthony S. Boyce, Aon Hewitt, Presenter
Brent D. Holland, FurstPerson, Presenter
Patrick Gavan O’Shea, Human Resources Research Organization (HumRRO), Presenter
Jared Z. Ferrell, SHAKER, Presenter
Michael S. Fetzer, CultureFactors, Presenter
Sandra Hartog, BTS, Presenter
2016THURS-PMAlternative
Session
28. Alternative 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.comTagged
645
Deborah L. Whetzel, Human Resources Research Organization (HumRRO), Chair
Nathan T. Carter, University of Georgia, Panelist
William L. Farmer, U.S. Food and Drug Administration, Panelist
Alan D. Mead, Talent Algorithms Inc, Panelist
Stephen Stark, University of South Florida, Panelist
2016THURS-PMPanel
Discussion
29. Panel 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
646
Richard N. Landers, Old Dominion University, Chair
Gwenith G. Fisher, Colorado State University, Presenter
Peter D. Harms, University of Alabama, Presenter
Richard N. Landers, Old Dominion University, Presenter
Alyssa K. McGonagle, Wayne State University, Presenter
Shan Ran, Wayne State University, Presenter
Nicolas Roulin, University of Manitoba, Presenter
Meghan A. Thornton, University of Texas at San Antonio, Presenter
Xiaoyuan (Susan) Zhu, University of Connecticut, Presenter
Scott Highhouse, Bowling Green State University, Discussant
2016THURS-PMAlternative
Session
32. Alternative 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
647
Michael D. Coovert2016THURS-PMPoster46. Poster 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
648
Julia E. Hoch2016THURS-PMPoster46. Poster 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
649
Tiffany T. Lee,2016THURS-PMPoster46. Poster 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
650
Kayo Sady, DCI Consulting, Chair
Daniel C. Kuang, Biddle Consulting Group, Panelist
Charles N. MacLane, retired, Panelist
David Morgan, Facebook, Inc., Panelist
Richard F. Tonowski, U.S. Equal Employment Opportunity Commission, Panelist
2016THURS-PMPanel
Discussion
52. 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
651
Jeff A. Jones, Korn Ferry, Presenter
Allen P. Goebl, University of Minnesota, Presenter
Sarah G. Semmel, University of Minnesota, Presenter
2016THURS-PMMaster
Tutorial
54. 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
652
Ken Lahti, Psychobabble, Chair
Amie D. Lawrence, Select International, Inc., Panelist
Katey E. Foster, APTMetrics, Inc., Panelist
Dennis Doverspike, The University of Akron, Panelist
Erin Crask Wood, pan-Performance Assessment Network, Panelist
Sara Lambert Gutierrez, CEB, Panelist
Jeff Labrador, IBM, Panelist
2016THURS-PMPanel
Discussion
63. 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
653
Christopher J. Hartwell2016THURS-PMPoster67. 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
654
Klaus G. Melchers,2016THURS-PMPoster67. 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
655
Altovise Rogers2016THURS-PMPoster67. 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
656
Julie S. Zide2016THURS-PMPoster67. 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
657
Allen P. Goebl,2016THURS-PMPoster69. 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
658
Shungwon Ro, IBM2016THURS-PMPoster69. 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
659
Chantale Wilson, Air Force Research Laboratory, Co-Chair
Winston R. Bennett, Jr., Training Research Laboratory, Co-Chair
Christopher Antonik, Air Force Research Laboratory, Panelist
Evan F. Sinar, Development Dimensions International (DDI), Panelist
Jerred Holt, Air Force Research Laboratory, Panelist
Megan B. Morris, Ball Aerospace, Panelist
2016THURS-PMPanel
Discussion
81. 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
660
A. James Illingworth2016THURS-PMPanel
Discussion
89. 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
661
Shelly D. Butler2016THURS-PMPanel
Discussion
90. 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
662
Laura G. Barron2016THURS-PMPoster91. 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
663
Matthew I. Brown, 2016THURS-PMPoster91. 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
664
Christopher J. L. Cunningham,2016THURS-PMPoster91. 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
665
Leonard Y. Pierce, FMP Consulting,
Alexis L. Gray, FMP Consulting,
Shelly D. Butler, SRA International
2016THURS-PMSymposium
/
Forum
104. Symposium/Forum: 5:00PM-5:50PM 206 A, Illustrations of Innovative Technology Applications to HR ProcessesMyCareer@VA: Using Technology for Targeted Career DevelopmentThis 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
Tagged
666
Nick C. Koenig, Wal-Mart,
Michael D. Reeves, SHAKER,
Marisa Seeds, SHAKER,
2016THURS-PMSymposium
/
Forum
104. Symposium/Forum: 5:00PM-5:50PM 206 A, Illustrations of Innovative Technology Applications to HR ProcessesPre-Hire PowerUp: Boosting Validity With Web Apps in Five MinutesThis 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
667
Chantale Wilson, Air Force Research Laboratory2016THURS-PMSymposium
/
Forum
104. Symposium/Forum: 5:00PM-5:50PM 206 A, Illustrations of Innovative Technology Applications to HR ProcessesEnhancing Learning and Performance Using Real-Time Feedback in Simulation TrainingThis 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
668
Daniel A. Schmerling, Capital One,
Elizabeth S. Pears, SHAKER
2016THURS-PMSymposium
/
Forum
104. Symposium/Forum: 5:00PM-5:50PM 206 A, Illustrations of Innovative Technology Applications to HR ProcessesAdopting Innovation: Enhancing Virtual Team Performance With Software Development SystemsThis 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
669
Katelyn J. Cavanaugh2016THURS-PMPoster113. 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.comTagged
670
Maura J. Mills, Hofstra University, Chair
Christopher Salute, Mercy College, Co-Chair
Nicolas Roulin, University of Manitoba, Panelist
Comila Shahani-Denning, Hofstra University, Panelist
Michael J. Zickar, Bowling Green State University, Panelist
Julie S. Zide, Goldman Sachs, Panelist
2016FRI-AMPanel
Discussion
119. 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
671
Steven Jarrett, Select International, Co-Chair
Alissa D. Parr, Select International, Co-Chair
Lily Cushenbery, Stony Brook University, Panelist
Rick R. Jacobs, Pennsylvania State University, Panelist
Rebecca Levine, PepsiCo, Panelist
Eric J. Sydell, SHAKER, Panelist
Yang Zhang, atrain GmbH, Panelist
2016FRI-AMPanel
Discussion
122. 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
672
Logan M. Steele, University of Oklahoma,
Lauren E. Cotter, Colorado State University,
Matthew T. Allen, U.S. Department of Defense,
Alan D. Mead, Talent Algorithms Inc,
Ryan S. O’Leary, CEB,
2016FRI-AMSymposium
/
Forum
128. Symposium/Forum: 8:30AM-9:50AM 201 D, Modeling Item Characteristics for Automatic Item GenerationRefining Automatic Item Generation: Predicting Item Difficulty With Item CharacteristicsOver 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
673
Mathijs Affourtit, CEB2016FRI-AMSymposium
/
Forum
128. Symposium/Forum: 8:30AM-9:50AM 201 D, Modeling Item Characteristics for Automatic Item GenerationSpatial Reasoning Item Generation: Predicting Item Difficulty and DifferentiationOver 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
674
Anne Thissen-Roe, Comira,
Stephen Gunter, Camber Corporation
2016FRI-AMSymposium
/
Forum
128. Symposium/Forum: 8:30AM-9:50AM 201 D, Modeling Item Characteristics for Automatic Item GenerationAutomatic Response Option Sampling for Situational Judgment ItemsOver 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
675
Phillip M. Mangos, Adaptive Immersion Technologies,
Noël A. Hulse, Adaptive Immersion Technologies
2016FRI-AMSymposium
/
Forum
128. Symposium/Forum: 8:30AM-9:50AM 201 D, Modeling Item Characteristics for Automatic Item GenerationReal-time Assessment Construction for Predicting Effectiveness in Human–Machine TeamsOver 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
676
Michael J. Zickar, Bowling Green State University, Host

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

Anthony S. Boyce, Aon Hewitt, Coordinator
2016FRI-AMCommunity
Of
Interest
138. Community of Interest: 9:00AM-9:50AM 203 ASocial Networks and Selection: Pearls and PerilsN/AN/ATagged
677
Nathan E. Wiita, RHR International, Chair
Maren Dollwet, DIRECTV, Panelist
Melissa M. Harrell, Google, Panelist
Julie Rodda, Starbucks, Panelist
Jill Mowry Strange, Infor, Panelist
2016FRI-AMPanel
Discussion
144. 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
678
George M. Alliger, Group for Organizational Effectiveness,
Michael J. Garrity, Aptima, Inc.,
Michael J. Keeney, Aptima, Inc.,
Jennifer Winner, Air Force Research Laboratory,
2016FRI-AMSymposium
/
Forum
145. Symposium/Forum: 9:00AM-9:50AM 303 A, Creating and Sustaining Unmanned Aerial Systems: Opportunities for I-O PsychologyTraining Needs for Civil Government and Commercial UAS ApplicationsThis 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
679
Thomas R. Carretta, Air Force Research Laboratory,
Mark R. Rose, Air Force Research Laboratory,
Laura G. Barron, Air Force Research Laboratory,
Michael Ingerick, HumRRO,
Michael J. Keeney, Aptima, Inc
2016FRI-AMSymposium
/
Forum
145. Symposium/Forum: 9:00AM-9:50AM 303 A, Creating and Sustaining Unmanned Aerial Systems: Opportunities for I-O PsychologyOptimizing UAS Pilot Person–Job Match Using Aptitude and Personality MeasuresThis 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
680
Leah Rowe, Air Force Research Laboratory2016FRI-AMSymposium
/
Forum
145. Symposium/Forum: 9:00AM-9:50AM 303 A, Creating and Sustaining Unmanned Aerial Systems: Opportunities for I-O PsychologySimulators for Applied Training Research on Remotely Piloted Aircraft TeamsThis 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
681
Cheryl Fernandez, University of Nebraska, Omaha, Co-Chair
Nate T. Dvorak, Gallup, Co-Chair
Ben Hawkes, Mindsight, Panelist
Amber L. Smittick, Hogan Assessment Systems, Panelist
Renae M. Slaughter, PepsiCo, Inc., Panelist
2016FRI-AMPanel
Discussion
146. 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.eduTagged
682
Christianne Varty2016FRI-AMPoster147. 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
683
A. James Illingworth, Geode People, Inc., Chair
Michael A. Campion, Purdue University, Panelist
Ben Hawkes, Mindsight, Panelist
Wayne C. Lee, SwipeJobs, Panelist
Neil Morelli, The Cole Group, Panelist
Ben Taylor, HireVue, Panelist
2016FRI-AMPanel
Discussion
155. 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
684
Emily S. Medvin, George Mason University,
Stephen J. Zaccaro, George Mason University,
Caren Goldberg, Bowie State University
2016FRI-AMSymposium
/
Forum
156. Symposium/Forum: 10:30AM-11:50PM 204 C, Understanding and Overcoming Resistance to TeleworkingRelational, Situational, and Individual Factors Influencing Managers’ Telework Allowance DecisionsAlthough 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
685
Julia Engelsted, George Mason University,
Seth A. Kaplan, George Mason University
2016FRI-AMSymposium
/
Forum
156. Symposium/Forum: 10:30AM-11:50PM 204 C, Understanding and Overcoming Resistance to TeleworkingOvercoming Managers’ Resistance to TeleworkAlthough 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
686
Timothy Golden, Rensselaer Polytechnic Institute2016FRI-AMSymposium
/
Forum
156. Symposium/Forum: 10:30AM-11:50PM 204 C, Understanding and Overcoming Resistance to TeleworkingExamining the Explanatory Role of Teleworker Organizational IdentificationAlthough 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
687
Fred Oswald, Rice University, Host

Richard A. Guzzo, Mercer, Host

Anthony S. Boyce, Aon Hewitt, Coordinator
2016FRI-PMCommunity
Of
Interest
170. Community of Interest: 12:00PM-12:50PM 203 ABig Data Science Needs: Theory, Training, and Beyond
688
Jerry Seibert, Metrus Group, Inc., Chair
Leslie A. Bethencourt, ESPN, Panelist
Molly L. Delaney, Hay Group, Panelist
Scott T. Gebhardt, Sirota Consulting, LLC, Panelist
Carolyn Hill-Fotouhi, Merck & Co., Inc., Panelist
Prema Ratnasingam, Dell Inc., Panelist
Jolene L. Skinner, Sitel, Panelist
2016FRI-PMPanel
Discussion
178. 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
689
Bryan J. Caldwell, Institute for Translational Sciences,
Peter Roma, Institutes for Behavior Resources/Johns Hopkins University,
Kim Binsted, University of Hawai’i
2016FRI-PMSymposium
/
Forum
182. Symposium/Forum: 12:00PM-1:20PM 207 B, Simulating Space Missions: Findings From High-Fidelity Research AnalogsTeam Cohesion, Performance, and Biopsychosocial Adaptation Research at HI-SEASHigh-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
690
C. Shawn Burke, University of Central Florida,
Marissa L. Shuffler, Clemson University,
Christopher Wiese, Purdue University,
Ryan Howell, University of Central Florida
2016FRI-PMSymposium
/
Forum
182. Symposium/Forum: 12:00PM-1:20PM 207 B, Simulating Space Missions: Findings From High-Fidelity Research AnalogsInvestigating Shared Leadership in Isolated, Confined Environments: An Analog PerspectiveHigh-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
691
Kathleen L. Mosier, San Francisco State University,
Ute Fischer, Georgia Institute of Technology,
2016FRI-PMSymposium
/
Forum
182. Symposium/Forum: 12:00PM-1:20PM 207 B, Simulating Space Missions: Findings From High-Fidelity Research AnalogsSupporting Communication and Space-Ground Collaboration During Long Duration Exploration MissionsHigh-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
692
Tripp Driskell, Florida Maxima Corporation,
C. Shawn Burke, University of Central Florida,
Megan E. Gregory, University of Central Florida/Institute for Sim,
James Driskell, Florida Maxima Corporation,
Eduardo Salas, Rice University
2016FRI-PMSymposium
/
Forum
182. Symposium/Forum: 12:00PM-1:20PM 207 B, Simulating Space Missions: Findings From High-Fidelity Research AnalogsUsing Analog Environments to Examine Team Roles in Exploration MissionsHigh-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
693
Suzanne T. Bell, DePaul University,
Shanique G. Brown, DePaul University,
Tyree D. Mitchell, DePaul University
2016FRI-PMSymposium
/
Forum
182. Symposium/Forum: 12:00PM-1:20PM 207 B, Simulating Space Missions: Findings From High-Fidelity Research AnalogsA Quantitative Review of Team Research in LDSEM-Analogue EnvironmentsHigh-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
694
Tilman Sheets, Louisiana Tech2016FRI-PMSymposium
/
Forum
192. Symposium/Forum: 1:30PM-2:50PM 201 A, Tweet, Post, and Link: Creating a Presence and Brand OnlineUsing Social Media to Increase Awareness of I-O PsychologyAs 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.comTagged
695
Evan F. Sinar, Development Dimensions International (DDI),2016FRI-PMSymposium
/
Forum
192. Symposium/Forum: 1:30PM-2:50PM 201 A, Tweet, Post, and Link: Creating a Presence and Brand OnlineFrom Connections to Curation: Unlocking LinkedIn’s Full Power and PotentialAs 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
696
Paul Thoresen, MPPAW2016FRI-PMSymposium
/
Forum
192. Symposium/Forum: 1:30PM-2:50PM 201 A, Tweet, Post, and Link: Creating a Presence and Brand OnlineTwitter 2.0 for I-O Psychology Branding & BeyondAs 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
697
Chad C. Parson, Aon Hewitt, Chair
Christopher T. Huynh, Aon Hewitt, Co-Chair
Melinda Scheuer, Sears Holdings Corporation, Panelist
John F. Skinner, Sears Holdings Corporation, Panelist
Paul Rubenstein, Aon Hewitt, Panelist
Megan Chandler, Marriott International, Panelist
Lori LePla, General Motors, Panelist
Mark Newman, HireVue, Panelist
2016FRI-PMPanel
Discussion
200. 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
698
Amy DuVernet, Training Industry, Inc2016FRI-PMSymposium
/
Forum
201. Symposium/Forum: 1:30PM-2:50PM 206 A, Modern Tools and Samples for the Ubiquitous Workplace SurveyNetwork and Online Panels: Comparing Convenience SamplesAlthough 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
699
Jack W. Stoughton, III, CEB,
Lori L. Foster, North Carolina State University,
S. Bart Craig, North Carolina State University,
Adam W. Meade, North Carolina State University,
Mark A. Wilson, North Carolina State University,
2016FRI-PMSymposium
/
Forum
201. Symposium/Forum: 1:30PM-2:50PM 206 A, Modern Tools and Samples for the Ubiquitous Workplace SurveyOrganizational Opinions Untethered: Mobile Technologies in Survey DeploymentAlthough 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
700
Wei Wang, University of Central Florida,
Ivan Hernandez, University of Illinois at Urbana-Champaign,
Daniel A. Newman, University of Illinois at Urbana-Champaign,
Jibo He, Wichita State University,
Jiang Bian, University of Florida ,
2016FRI-PMSymposium
/
Forum
202. Symposium/Forum: 1:30PM-2:50PM 207 B, Making Big Data Smart: Challenges in Measurement, Analysis, and ValidityTwitter Analysis: U.S. Weekly Trends in Work Stress and EmotionI-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
701
Tanner A. Kluth, University of Central Florida,
Wei Wang, University of Central Florida,
Eric J. Sydell, SHAKER,
Derek L. Mracek, SHAKER
2016FRI-PMSymposium
/
Forum
202. Symposium/Forum: 1:30PM-2:50PM 207 B, Making Big Data Smart: Challenges in Measurement, Analysis, and ValidityPredicting Job Performance From Text Responses: A Big Data ApproachI-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
702
Kristophor G. Canali,2016FRI-PMPoster209. 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
703
Fred Oswald, Rice University, Presenter
Dan J. Putka, HumRRO, Presenter
John W. Fleenor, Center for Creative Leadership, Coordinator
2016FRI-PMSeminar212. 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
704
Neil Morelli, The Cole Group, Chair
Seymour Adler, Aon Hewitt, Panelist
Winfred Arthur, Jr., Texas A&M University, Panelist
Denise Potosky, Pennsylvania State University, Panelist
Nancy T. Tippins, CEB, Panelist
2016FRI-PMPanel
Discussion
217. 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.comTagged
705
Christopher M. Castille2016FRI-PMPoster234. 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
706
Jason D. Way, 2016FRI-PMPoster"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
707
Nathan E. Wiita, RHR International, Chair
Subhadra Dutta, Twitter Inc., Panelist
Eric M. O’Rourke, Facebook, Panelist
Renee C. Payne, Google, Inc., Panelist
Rebecca White, LinkedIn, Panelist
2016FRI-PMPanel
Discussion
237. 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
708
Stephanie L. Murphy, Dell, Co-Chair
Rebecca Masson, Hay Group, Co-Chair
Juran Hulin, Merck, Panelist
Tom Rauzi, Dell, Inc., Panelist
Charles A. Scherbaum, Baruch College & the Graduate Center, CUNY, Panelist
Jolene L. Skinner, Sitel, Panelist
2016FRI-PMPanel
Discussion
238. 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
709
Tilman Sheets, Louisiana Tech, Chair
Milt Hakel, SIOP Foundation, Presenter
Zachary N.J. Horn, Stitch Fix, Presenter
Meisha-ann Martin, Flex, Presenter
Luke A. Simmering, Assess Systems, Presenter
2016FRI-PMAlternative
Session
242. 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
710
Matthew S. O’Connell, Select International, Inc.,
Luye Chang, Select International, Inc.,
Amie D. Lawrence, Select International, Inc.,
Ted B. Kinney, Select International, Inc.,
2016FRI-PMSymposium
/
Forum
250. Symposium/Forum: 5:00PM-5:50PM 303 A, Going Mobile: Empirical Evidence From Higher-Fidelity Mobile SimulationsPC-Mobile Equivalence of Four Interactive Simulations: A Within-Subject DesignOrganizations 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
711
Nikki M. Dudley, SHAKER,
Jacqueline E. Carpenter, SHAKER,
Jared Z. Ferrell, SHAKER,
Anna Boyer, Starbucks Coffee Company,
Michael D. Reeves, SHAKER,
2016FRI-PMSymposium
/
Forum
250. Symposium/Forum: 5:00PM-5:50PM 303 A, Going Mobile: Empirical Evidence From Higher-Fidelity Mobile SimulationsExamining Equivalence, Validity, and Reactions in Three Mobile-Optimized SimulationsOrganizations 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
712
Kevin Tomczak, Applied Psychological Techniques2016FRI-PMSymposium
/
Forum
250. Symposium/Forum: 5:00PM-5:50PM 303 A, Going Mobile: Empirical Evidence From Higher-Fidelity Mobile SimulationsVertical Analysis of Mobile- Optimized Simulations in Fortune 100 OrganizationOrganizations 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
713
Luye Chang, Select International, Inc.,
Amie D. Lawrence, Select International, Inc.,
Matthew S. O’Connell, Select International, Inc.,
Ted B. Kinney, Select International, Inc.,
2016SAT-AMSymposium
/
Forum
257. Symposium/Forum: 8:30AM-9:50AM 201 B, Mobile Equivalence: Expanding Research Across Assessment Methods, Levels, and DevicesMobile Versus PC Delivered Simulations: Screen Size MattersThe 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.comTagged
714
Kate LaPort, Aon Hewitt,
Christopher T. Huynh, Aon Hewitt,
Alexander Stemer, Central Michigan University,
Jeffrey A. Ryer, Aon Hewitt,
Don M. Moretti, Sears Holdings Corporation
2016SAT-AMSymposium
/
Forum
257. Symposium/Forum: 8:30AM-9:50AM 201 B, Mobile Equivalence: Expanding Research Across Assessment Methods, Levels, and DevicesMobile Assessment: Comparing Traditional Cognitive, Cognitive-Reasoning, and Noncognitive PerformanceThe 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
715
Justin Rossini, DDI, Inc2016SAT-AMSymposium
/
Forum
257. Symposium/Forum: 8:30AM-9:50AM 201 B, Mobile Equivalence: Expanding Research Across Assessment Methods, Levels, and DevicesMobile Device Testing: A Five-Year Look Across Job LevelThe 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
716
Paul M. Fursman, CEB2016SAT-AMSymposium
/
Forum
257. Symposium/Forum: 8:30AM-9:50AM 201 B, Mobile Equivalence: Expanding Research Across Assessment Methods, Levels, and DevicesWarning Message Impact on Assessments Scores Delivered on Mobile DevicesThe 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
717
Amie D. Lawrence, Select International, Inc.,
Luye Chang, Select International, Inc.,
Matthew S. O’Connell, Select International, Inc.,
Ted B. Kinney, Select International, Inc.,
2016SAT-AMSymposium
/
Forum
257. Symposium/Forum: 8:30AM-9:50AM 201 B, Mobile Equivalence: Expanding Research Across Assessment Methods, Levels, and DevicesMobile Simulations: Can You Control for Device?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
718
Malissa A. Clark, The University of Georgia, Co-Chair
Jessica M. Nicklin, University of Hartford, Co-Chair
Timothy Golden, Rensselaer Polytechnic Institute, Panelist
Levi R. Nieminen, Denison Consulting, Panelist
Jesse S. Michel, Auburn University, Panelist
2016SAT-AMPanel
Discussion
259. 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
719
Krista L. Uggerslev, Northern Alberta Institute of Technology, Presenter
Frank A. Bosco, Jr., Virginia Commonwealth University, Presenter
Piers Steel, University of Calgary, Presenter
James G. Field, Virginia Commonwealth University, Presenter
2016SAT-AMMaster
Tutorial
268. 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.caTagged
720
Andrew Martins, PepsiCo, Co-Chair
Laura Eigel, PepsiCo, Co-Chair
Richard J. Chambers, II, PepsiCo, Panelist
Garett N. Howardson, Hofstra University, Panelist
Michael R. Kemp, Development Dimensions International (DDI), Panelist
David Morgan, Facebook, Inc., Panelist
2016SAT-AMPanel
Discussion
273. 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
721
Larissa K. Barber,2016SAT-AMPoster274. 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
722
Eric Knudsen,2016SAT-AMPoster274. 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
723
Aline D. Masuda, 2016SAT-AMPoster274. 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
724
Maria A. Spilker2016SAT-AMPoster274. 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
725
Mark S. Urban, Right Management , Chair
Jennifer E. Lowe, Hogan Assessment Systems, Panelist
Melinda Scheuer, Sears Holdings Corporation, Panelist
John F. Skinner, Sears Holdings Corporation, Panelist
Steven T. Hunt, SAP SuccessFactors, Panelist
Pradnya Parasher, Sierra Alta Consulting, Panelist
2016SAT-AMPanel
Discussion
284. 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
726
Talya N. Bauer, Portland State University, Chair
David E. Caughlin, Portland State University, Co-Chair
Alexis A. Fink, Intel Corporation, Panelist
Jeffrey A. Jolton, PwC, Panelist
Eden B. King, George Mason University, Panelist
Niels Van Quaquebeke, Kühne Logistics University, Panelist
Brian Welle, Google, Panelist
2016SAT-AMSpecial
Event
289. 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
727
Frederick R. Stilson R. Stilson, FurstPerson, Presenter2016SAT-AMMaster
Tutorial
294. 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
728
Richard J. Chambers, II, PepsiCo, Co-Chair
Shawn Bergman, Appalachian State University, Co-Chair
Kristl Davison, University of Memphis, Panelist
Bart Weathington, University of Tennessee at Chattanooga, Panelist
Jamie L. Winter, Development Dimensions International (DDI), Panelist
Kevin B. Tamanini, Development Dimensions International (DDI), Panelist
2016SAT-PMPanel
Discussion
314. 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
729
Suzanne Tsacoumis, HumRRO, Chair
Alexis A. Fink, Intel Corporation, Panelist
Gary Musicante, U.S. Department of Veterans Affairs, Panelist
Elpida Ormanidou, WalMart Stores, Inc, Panelist
Michelle G. Dennis, Federal Bureau of Investigation, Panelist
2016SAT-PMPanel
Discussion
321. 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
730
David R. Earnest2016SAT-PMPoster322. 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
731
Juliya Golubovich,2016SAT-PMPoster322. 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
732
Diana R. Sanchez,2016SAT-PMPoster322. 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
733
Peter P. Yu,2016SAT-PMPoster322. 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
734
Ben Taylor, HireVue, Presenter2016SAT-PMMaster
Tutorial
331. 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.comTagged
735
Jeffrey M. Saltzman, OrgVitality, Chair
Walter Reichman, Org Vitaliity, Panelist
William C. Byham, Development Dimensions International (DDI), Panelist
David B. Peterson, Google, Panelist
Gordon J. Curphy, Self-employed, Panelist
2016SAT-PMPanel
Discussion
335. 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
736
Christopher M. Allred2016SAT-PMPoster345. 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
737
Michael B. Armstrong2016SAT-PMPoster345. 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.eduTagged
738
Robbie C. Brusso2016SAT-PMPoster345. 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.comTagged
739
Rahul Chauhan2016SAT-PMPoster345. 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.eduTagged
740
Janelle H. Cheung,2016SAT-PMPoster345. 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
741
Phillip L. Gilmore,2016SAT-PMPoster345. 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.comTagged
742
Michael Grossenbacher2016SAT-PMPoster345. 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.comTagged
743
Ryan G. Horn, 2016SAT-PMPoster345. 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.eduTagged
744
Matt C. Howard2016SAT-PMPoster345. 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.eduTagged
745
Matt C. Howard,2016SAT-PMPoster345. 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.eduTagged
746
Matt C. Howard,2016SAT-PMPoster345. 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.eduTagged
747
Kyle C. Huff,2016SAT-PMPoster345. 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.comTagged
748
Suzy Jagger2016SAT-PMPoster345. 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.eduTagged
749
Felicia O. Kaloydis2016SAT-PMPoster345. 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.comTagged
750
Markus Langer2016SAT-PMPoster345. 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.netTagged
751
Juseob Lee,2016SAT-PMPoster345. 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.eduTagged
752
Juseob Lee,2016SAT-PMPoster345. 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.eduTagged
753
Matthew J.2016SAT-PMPoster345. 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.eduTagged
754
Jessica R. Petor2016SAT-PMPoster345. 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.comTagged
755
Amber N. Schroeder2016SAT-PMPoster345. 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.eduTagged
756
Jack W. Stoughton, III,2016SAT-PMPoster345. 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
757
Vivian A. Woo, 2016SAT-PMPoster345. 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
758
Michael J. Cullen, University of Minnesota, Chair
Brittany J. Marcus-Blank, University of Minnesota, Presenter
Bethany H. Bynum, Human Resources Research Organization, Presenter
Courtney T. Van Overberghe, CEB, Presenter
Shonna D. Waters, Department of Defense, Presenter
2016SAT-PMAlternative
Session
348. 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
759
Dave Winsborough, Winsborough Ltd., Moderator
Ben Taylor, HireVue, Presenter
Emilee Tison, DCI Consulting Group, Inc., Presenter
Emily Pelosi, CenturyLink, Presenter
Isacc Thompson, Redhat, Presenter
2016SAT-PMDebate356. 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.comTagged
760
Mgrdich A. Sirabian, Wayne State University, Host
Nathan Weidner, Missouri S&T, Host
Matthew S. Prewett, Central Michigan University, Host
2016SAT-PMRoundtable
Discussion
358. 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.comTagged
761
Justine Massu, Université Paris Descartes,
Xavier Caroff, Université Paris Descartes,
Helene Souciet, Université Paris Descartes,
Todd Lubart, Université Paris Descartes
2016SAT-PMSymposium
/
Forum
365. Symposium/Forum: 3:30PM-4:20PM 303 D, Leading by Distance: Challenges and Considerations Round Virtual Team ManagementPredicting Managers’ Intention to Implement TeleworkThis 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
762
Scott A. Cassidy, University of Guelph,
Harjinder Gill, University of Guelph
2016SAT-PMSymposium
/
Forum
365. Symposium/Forum: 3:30PM-4:20PM 303 D, Leading by Distance: Challenges and Considerations Round Virtual Team ManagementTeamwork in the Age of Skype: Communication, Trust, and PerformanceThis 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
763
Charles P. Scott, Florida Institute of Technology,
Trevor N. Fry, Florida Institute of Technology,
2016SAT-PMSymposium
/
Forum
365. Symposium/Forum: 3:30PM-4:20PM 303 D, Leading by Distance: Challenges and Considerations Round Virtual Team ManagementFailure to Launch: Barriers to Shared Leadership in GVTsThis 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
764
765
2015
Philadelphia, Pennsylvania (April) [30th Annual Conference]
((Tech Tag: YES|23 [31] // Total: 117))
766
AuthorYearDaySymposium/Individual Study/Panel DiscussionTitleNotesSubmitter
767
Mark S. Urban, Right Management , Chair
Daniel B. Koletsky, Sears Holdings Corp., Panelist
Margherite Brucci, Sears Holdings Corporation, Panelist
Jennifer E. Lowe, Hogan Assessment Systems, Panelist
Matthew R. Tonken, BTS, Panelist
Scott Dettman, Right Management, Panelist
2015THURS-AMPanel
Discussion
5. Panel Discussion: 10:30 AM-11:50 AM 401-403Conducting 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
768
Neil Morelli, Logi-Serve LLC, Chair
Scott Boyd, Best Buy Co., Inc., Panelist
Dennis Doverspike, University of Akron, Panelist
Charles A. Handler, Rocket-Hire LLC, Panelist
A. James Illingworth, APTMetrics, Inc., Panelist
2015THURS-AMPanel
Discussion
12. 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.comTagged
769
Christopher M. Rosett, Verizon Wireless, Chair
Brian Welle, Google, Panelist
Richard A. Guzzo, Mercer, Panelist
Christopher Shryock, PepsiCo, Panelist
Binderya Enkhbold, Verizon Communications, Panelist
Adam T. Myer, Johnson & Johnson, Panelist
2015THURS-AMPanel
Discussion
18. 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
770
Jennifer M. Ragsdale2015THURS-AMPoster22. 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
771
Pat M. Caputo, Aon Hewitt, Host
Mary Mawritz, Drexel University, Host
Jessica M. Nicklin, University of Hartford, Coordinator
2015THURS-PMCommunity
Of
Interest
28. Community of Interest: 12:00 PM-1:20 PM 404Envisioning the Future of I-OTagged
772
Brent D. Holland, FurstPerson, Chair
John F. Binning, The DeGarmo Group, Inc., Panelist
Jared Z. Ferrell, SHAKER, Panelist
John P. Muros, AT&T, Panelist
Reid E. Klion, pan-Performance Assessment Network, Inc., Panelist
Richard F. Tonowski, U.S. Equal Employment Opportunity Commission, Panelist
2015THURS-PMPanel
Discussion
31. 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
773
Anna Brown2015THURS-PMPoster33. 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
774
Lynn R. Offermann2015THURS-PMPoster33. 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
775
Erin M. Richard, 2015THURS-PMPoster33. 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
776
Suzanne Tsacoumis, HumRRO, 2015THURS-PMSymposium
/
Forum
34. 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.orgTagged
777
Alexander Alonso, Society for Human Resource Management, James N. Kurtes-sis, Society for Human Resource Management, Debra Cohen, Society for Human Resource Management, 2015THURS-PMSymposium
/
Forum
34. 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
778
Dawn Ohse, RTI International, Jerry W. Hedge, RTI International, 2015THURS-PMSymposium
/
Forum
34. 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
779
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-PMSymposium
/
Forum
40. 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
780
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-PMSymposium
/
Forum
40. 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
781
Michael T. Braun, Virginia Polytechnic Institute and State University, 2015THURS-PMSymposium
/
Forum
40. 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
782
Steven N. Aude, ICF International, Chair
Robert C. Brusso, ICF International, Co-Chair
Joanne Barnieu, ICF International, Panelist
Joan H. Johnston, U.S. Army Research Laboratory (ARL-HRED STTC), Panelist
Richard N. Landers, Old Dominion University, Panelist
Rebecca Mulvaney, ICF International, Panelist
Wayne Zachary, Chi Systems, Panelist
2015THURS-PMPanel
Discussion
52. 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.comTagged
783
Seymour Adler, Aon Hewitt, Chair
Tomas Chamorro-Premuzic, University of London, Panelist
Jennifer J. Brown, Google, Panelist
Michal Kosinski, University of Cambridge, Panelist
Adam Yearsley, Red Bull, Panelist
Ben Taylor, HireVue, Panelist
2015THURS-PMPanel
Discussion
53. 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
784
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-PMSymposium
/
Forum
65. 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
785
Amanda D. Allen, Edison Electric Institute, Robert P. Michel, Edison Electric Institute,2015THURS-PMSymposium
/
Forum
65. 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
786
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-PMSymposium
/
Forum
65. 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
787
Jennifer L. Geimer, CEB, Kristin Sanderson, CEB, Eric C. Popp, CEB,2015THURS-PMSymposium
/
Forum
65. 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
788
Lauren Kane,2015THURS-PMSymposium
/
Forum
65. 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
789
Alice M. Brawley,2015THURS-PMPoster77. 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
790
Brian M. Hurd,2015THURS-PMPoster77. 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
791
Katina Sawyer, Villanova University, Nicolas A. Brown, Florida Atlantic University, Christian N. Thoroughgood, Northeastern University, Sophie F. Kagan, Loyola University of Maryland, 2015THURS-PMSymposium
/
Forum
80. 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
792
Luye Chang2015THURS-PMPoster93. 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
793
Sabrina M. Drollinger2015THURS-PMPoster93. 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
794
Cory M. Moclaire,2015THURS-PMPoster93. 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
795
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-PMSpecial
Event
98. 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
796
Sara P. Weiner, IBM, Moderator
Andrew Biga, JetBlue Airways, Presenter
Richard A. Guzzo, Mercer, Presenter
Ralf Kloeckner, Google, Presenter
Peter J. Rutigliano, Sirota Consulting, Presenter
Lise M. Saari, NYU/Baruch, Presenter
Charles A. Scherbaum, Baruch College and the Graduate Center, CUNY, Presenter
2015FRI-AMDebate119. 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
797
Maura J. Mills, Hofstra University, Chair
Christopher Salute, Mercy College, Co-Chair
Nicolas Roulin, University of Manitoba, Panelist
Comila Shahani-Denning, Hofstra University, Panelist
Michael J. Zickar, Bowling Green State University, Panelist
Julie S. Zide, Hofstra University, Panelist
2015FRI-AMPanel
Discussion
121. 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.eduTagged
798
Charles A. Handler, Rocket-Hire LLC, Chair
Tiffany R. Poeppelman, Consultant, Co-Chair
Shawn Bergman, Appalachian State University, Presenter
Ben Hawkes, IBM, Presenter
Van M. Latham, PathPoint Consulting, Presenter
Neil Morelli, Logi-Serve LLC, Presenter
Rich Roberts, Center for Innovative Assessments, Presenter
Tara S. Behrend, George Washington University, Presenter
2015FRI-AMAlternative
Session
132. 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.comTagged
799
Joanna Palmer, Baker College & Center for Graduate Studies, Host
Donna DiMatteo-Gibson, Lycurgus Group, Inc./Walden University, Host
2015FRI-AMRoundtable
Discussion
138. 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
800
John C. Scott, APTMetrics, Inc., Chair
John P. Hausknecht, Cornell University, Panelist
John D. Morrison, Independent Consultant, Panelist
Michael Lippstreu, APTMetrics, Inc., Panelist
Samantha A. Taylor, Novo Nordisk Inc., Panelist
2015FRI-AMPanel
Discussion
140. 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
801
Jared Z. Ferrell, SHAKER, Co-Chair
Brent D. Holland, FurstPerson, Co-Chair
Joseph D. Abraham, PSI Services, LLC, Panelist
Richard N. Landers, Old Dominion University, Panelist
Michael J. Najar, CITGO Petroleum, Panelist
Jason Read, Lockheed Martin, Panelist
2015FRI-AMPanel
Discussion
148. 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
802
Jeffrey S. Conway2015FRI-AMPoster150. 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
803
Wei Wang,2015FRI-AMPoster150. 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
804
Michael B. Armstrong2015FRI-AMPoster150. 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.eduTagged
805
Michael B. Armstrong2015FRI-AMPoster150. 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.eduTagged
806
Traci Sitzmann, University of Colorado Denver, Justin M. Weinhardt, University of Calgary, 2015FRI-AMSymposium
/
Forum
154. 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.
Carmen Young, cky1@rice.edu
807
Margaret E. Beier, Rice University, Scott Rixner, Rice University, Joe Warren, Rice University, Carmen K. Young, Rice University, 2015FRI-AMSymposium
/
Forum
154. 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.
Carmen Young, cky1@rice.edu
808
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-AMSymposium
/
Forum
154. 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.
Carmen Young, cky1@rice.edu
809
Michael N. Karim, George Washington University, Tara S. Behrend, George Washington University, 2015FRI-AMSymposium
/
Forum
154. 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.
Carmen Young, cky1@rice.edu
810
Wayne C. Lee, Swipe Jobs, Host
Damon Drown, Findly, Host
2015FRI-AMRoundtable
Discussion
155. 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
811
Matthew J. Such, SHL, a CEB Company, Host
Nancy T. Tippins, CEB, Host
Christine E. Corbet, Right Management, Coordinator
2015FRI-PMCommunity
Of
Interest
168. Community of Interest: 12:00 PM-1:20 PM
404
Using Big Data for Employment DecisionsN/AN/A
812
Taylor E. Sparks, HumRRO, Tracy Phillips, International Association of Chiefs of Police, Kim Kohlhepp, International Association of Chiefs of Police, 2015FRI-PMSymposium
/
Forum
176. 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.comTagged
813
Alison Hollamby, CEB-UK, Hannah Ablitt, CEB-UK, 2015FRI-PMSymposium
/
Forum
176. 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
814
Shelly D. Butler, SRA International, William Walton, Fors Marsh Group, LLC, Ben Porr, Federal Management Partners, Inc., 2015FRI-PMSymposium
/
Forum
176. 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
815
Lisa N. Littrell, Bank of America, Larisa Belau Niedle, Bank of America, Eric J. Sydell, SHAKER, Christie Brodbeck, SHAKER, 2015FRI-PMSymposium
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Forum
176. 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
816
Bridget C. McHugh2015FRI-PMPoster183. 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
817
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-PMSymposium
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Forum
186. 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 MeasuresTechnology skills are essential to nearly all jobs, yet I-O psychology has
had only a minor role in understanding how technology-related efficacy
judgments are formed and what their effects might be. This session’s papers
explore the concept of efficacy through a technology lens, spanning
multiple levels and research domains
Peter Yu, peter.yu@baruch.cuny.eduTagged
818
Peter P. Yu, Baruch College & Graduate Center, CUNY, Catherine D Good, Baruch College & Graduate Center, CUNY,2015FRI-PMSymposium
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Forum
186. 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 InterdependenceTechnology skills are essential to nearly all jobs, yet I-O psychology has
had only a minor role in understanding how technology-related efficacy
judgments are formed and what their effects might be. This session’s papers
explore the concept of efficacy through a technology lens, spanning
multiple levels and research domains
Peter Yu, peter.yu@baruch.cuny.eduTagged
819
Nikki Blacksmith2015FRI-PMPoster192. 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
820
Bridget C. McHugh,2015FRI-PMPoster192. 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
821
Tess Menzies2015FRI-PMPoster192. 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
822
Janneke K. Oostrom2015FRI-PMPoster192. 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
823
Paul M. Fursman, 2015FRI-PMPoster192. 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.comTagged
824
Emily J. Stehura, Development Dimensions International (DDI), Chair
Mia L. Jattuso, Development Dimensions International (DDI), Panelist
Craig R. Dawson, CEB, Panelist
James H. Killian, Findly, Panelist
Seth Zimmer, AT&T, Panelist
Corina Rice, CSX Transportation, Panelist
2015FRI-PMPanel
Discussion
207. 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.comTagged
825
Landon Mock, Office of Personnel Management, 2015FRI-PMSymposium
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Forum
202. 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.
Disha Rupayana, drupayana@skillsurvey.com
826
Disha D. Rupayana, SkillSurvey, Inc., Leigh Puchalski, SkillSurvey, Inc., Cynthia A. Hedricks, SkillSurvey, Inc., 2015FRI-PMSymposium
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Forum
202. 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.
Disha Rupayana, drupayana@skillsurvey.com
827
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-PMSymposium
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Forum
202. 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.
Disha Rupayana, drupayana@skillsurvey.com
828
Victoria Hendrickson, OrgVitality, Emily L. Hause, Saint Mary’s College of California, Scott M. Brooks, OrgVitality, 2015FRI-PMSymposium
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Forum
202. 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 Suggestions