Clemson @ Society for Industrial-Organizational Psychology Conference 2010 in Atlanta

A large group of Clemson students and faculty presented at the SIOP conference in Atlanta.  See information about their presentations below:

PresentersSession TitleAbstract
Jose Cortina, George Mason University
Richard DeShon, Michigan State Univ
Charles Lance, University of Georgia
Lawrence James, Georgia Institute of Technology
Eugene Stone-Romero, University of Texas at San Antonio
Patrick Rosopa, Clemson University
Larry Williams, Virginia Commonwealth Univ
Robert Vandenberg, Univ of Georgia
Seth Kaplan, George Mason University
Research Design and Statistical Issues in Tests of Mediation ModelsRecent developments and controversies surrounding research aimed at testing assumed mediation models are considered. Presentations focus on (a) experimental design (i.e., experimental, quasi-experimental, and nonexperimental) and data analytic strategies (e.g., multiple regression and structural equation modeling) for such tests, and (b)recommendations for future tests of assumed mediation models.
Michael Frese, University of Singapore NUS Business Schoo
Arnold Bakker, Erasmus University, Rotterdam
Thomas Britt, Clemson University
Sharon Parker, Institute of Work Psychology, University of Sheffield Mark Royal, Hay Group
Gary Short, Kimberly-Clark Corporation
Work Conditions That Maximize the Performance of Engaged EmployeesEmployee engagement is widely recognized as a factor contributing to improved performance. However, without enabling conditions, engagement may not sustain performance, and negative consequences for employees and organizations� bottom lines may follow. Panelists will discuss engagement and the necessary supportive conditions to translate discretionary effort into enhanced productivity.
Victoria Davis & Courtney Morewitz, Marriott International
Christie Cox, University of Akron
Naina Bishop, DDI International Inc.
Andrew Biga, Robert Gibby, & Angela Pratt, Procter and Gamble
Michal Gradshtein, IIT
Lindsay Sears, Clemson University
Chris Lovato, Kenexa
Dennis Hart, Hewitt Associates
Balancing Globalization With Localization: Successfully Implementing Global Talent Management ProgramsThis symposium will discuss how organizations have successfully integrated global talent management programs in the areas of selection, leadership development, and engagement surveys. Two international Fortune 500 companies and 3 external consulting firms will review the development, change management, implementation, and ongoing trends of global human resources programs.
Patrick Rosopa, Clemson University
Meline Schaffer, Clemson University
Amber Schroeder, Clemson University
More Than a Violated Assumption: A Theoretical Review of HeteroscedasticityHeteroscedasticity refers to a violated statistical assumption. We argue that, in some instances, it could be of substantive theoretical importance. We offer examples where heteroscedasticity may be implicit yet integral to some theories germane to I-O psychology. We conclude with a set of recommended procedures for researchers and practitioners.
Mark Zajack, Clemson University
Tournament Tenure: Applying March Madness Methodology to Organizational TenureNonnormally distributed criterion variables are found within both sports and organizational contexts. A recommended methodology for study of organizational variables (e.g., tenure) is illustrated via prediction of college basketball team performance in the NCAA tournament. A methodology based on Poisson regression compares favorably to the validity of OLS regression techniques.
Evan Sinar, & David Schmidt, Development Dimensions International
Gary Giumetti, Clemson University
James Sharf, Employment Risk Advisors, Inc.
Eric Dunleavy & David Morgan, DCI Consulting Group
John Morrison, Phillip Mangos, & Ryan Robinson, Kronos Inc.
Alexander Schwall, Pennsylvania State University
Marcelle Clavette, Radford University
Scott Morris, Elizabeth Howard, & Zeenatroohi Kwon, Illinois Institute of Technology
The 4/5ths Is Just a Fraction: Alternative Adverse Impact MethodologiesI-O psychologists commonly equate adverse impact (AI) with the 4/5ths rule. However, this metric is overly simplistic and oft-disregarded in legal environments, suggesting the criticality of investigating alternative approaches to detect and mitigate AI. Presenters describe innovative methods for calculating and interpreting AI in complex, large-N, and multisample contexts.
David Cadiz, Portland State University
Donald Truxillo, Portland State University
Robert Sinclair, Clemson University
Commitment as a Mediator Between Morale Age and Withdrawal IntentionsThe �graying� of the workforce has significantly affected the registered nurse (RN) workforce. In a longitudinal study, we examined the interplay among morale age (i.e., attitudes about aging), commitment, and withdrawal intentions in a sample of RNs. Commitment mediated the relationship between morale age and retirement and occupational turnover intentions.
Robert Sinclair, Clemson University
Melissa Waitsman, Clemson University
Marilyn Deese, Clemson University
Lindsay Sears, Clemson University
Cynthia Mohr, Portland State University
A Quasi-Experimental Study of Expressive Writing and Nurses' Job AttitudesWe conducted a quasi-experimental study comparing nurses who did (N = 101) and did not (N = 261) participate in a 12 week study of nurses� positive and negative work experiences. Participants reported changes in occupational commitment but not work engagement. We discuss the implications for future stress-management intervention design.
Christine Haugh, Clemson University
Kalifa Oliver, Clemson University
Thomas Britt, Clemson University
Anna McFadden, Wilkes University
Elizabeth Bennett, Washington & Jefferson College
Mike Crabtree, Washington and Jefferson College Christie Kelley, Clemson University
Predictors of Treatment Seeking Among Reserve Component Combat VeteransThis study examined attitudes towards treatment seeking for psychological problems among Reserve Component combat veterans. Stigma and barriers to care predicted overall attitude toward receiving treatment. Veterans receiving treatment had more positive attitudes towards seeking treatment and had fewer maladaptive beliefs about psychological problems than their non-treatment-seeking counterparts.
Brandy Brown, Clemson University
John Arnold, Polaris Assessment Systems
Lindsay Sears, Clemson University
Dennis Doverspike, University of Akron
Jennifer Gillespie, Bowling Green State University
Mary Taylor, Clemson University
Vicki Magley, University of Connecticut
Patrick McCarthy, Middle Tennessee State Univ
Engaging Students in Applied Work: Lessons From University-Based Consulting centersUniversity-based consulting centers provide a wide range of benefits to students, the departments affiliated with the center, and organizations that make use of their services. The purpose of this panel discussion is to provide diverse information about these centers. Topics to be discussed range from business concerns to lessons learned.
Stephen Cerrone, Sara Lee Corporation
Daniel Svyantek, Auburn University
Steven Ekeberg, Sherwin-Williams
Philip Roth, Clemson Univ
John Schmidt, United States Navy
Karla Stuebing, University of Houston
Pasteur's Quadrant: The Place of Collaborative Research in I-O PsychologyI-O psychology research combines applied and basic research. Collaborative research between scientists and practitioners provides unique insights not found without communication between these groups. The panel discusses how academic research is informed by work in the field and how organizations benefit from the knowledge generated in �ivory towers.�
Melissa Waitsman & Mary Taylor, Clemson University
Reading Between the Lines: Reactions to Gendered Managerial CommunicationsRole congruity theory facilitated predictions regarding how masculine and feminine communications delivered by male and female managers impacted competence ratings. As predicted, ratings of sex-congruent managerial traits were higher when managers communicated in a sex-role consistent manner. For women, feminine communications resulted in the highest ratings of managerial effectiveness.

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