INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGY

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EWSLETTER

RDS Speakers 1

SIOP Presentations 2

SIOP 2015 Annual Conference 3

Recent Publications 4

Research Updates 5

Fall Events 6

Other I/O Activities and Events 6-7

Research Discussion Series Schedule 7

I/O Program Fun 7 INSIDETHISISSUE:

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Congratulations to Mike Karim for be-ing a recipient of the SIOP graduate student scholarship. This prestigious award is awarded to only three stu-dents per year and will help to support Mike’s dissertation. His dissertation focuses on electronic monitoring on self-regulatory processes during learn-ing, specifically looking at how the pur-pose of monitoring effects goal state, feedback perceptions, and learning. On October 23rd, Dr. Marc Schappell, Ph.D. 1990,

spoke to the department about his exciting and var-ied career in the field after graduating from GW. His presentation, entitled “Culture Clash? Extrapo-lating a Professional Services Model to a Transac-tional Environment,” addressed a number of ent experiences in his career and about the differ-ent organizational models that lead to success across different sectors of industry.

As an alumnus of the I-O Psychology program at GW and former student of Professor James Mosel, Dr. Schappell has worked for the last 25 years in both strategic management and consulting roles across several industries. After working for over 20 years with the Egon Zehnder International, a global leader in executive search, Marc decided to redi-rect his career once more, returning to Washington, D.C., as a founding partner in Washington Fine Properties in 1999.

Dr. Schappell (with the green tie) also met with students and Dr. Wirtz for lunch after his talk.

Dr. Schappell spoke about the challenges of trying to instill a more collaborative culture into an industry (real estate) not known for collaboration. His success in making change is reflected in his firm’s success, as his firm is currently ranked #1 in the country by average sales price and sales volume per sales associate. Now in his role as Managing Partner, Dr. Schappell oversees strategic and corporate development, recruiting, and day-to-day operations. We really appreciated his sharing his insights with us!

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Behrend, T. S. (2015, April). IGNITE + Panel Session. In Handler, C. (Chair), Cutting edge technology—Disrupting the scientist-practitioner model. (Symposium)

Blacksmith, N., Kaminsky, S. E., Karim, M. N., & Behrend, T. S. (2015, April). Individual difference determinants of applicant

withdrawal from a cognitive ability assessment.

Blacksmith, N., Willford, J. C., & Behrend, T. S. (2015, April). Technology mediation lowers interview ratings and applicant

reac-tions: A meta-analysis.

Blacksmith, N. & Yang, R. F. (2015, April). Nonlinear relationships of narrow personality and narrow leadership criterion

con-structs.

Bleiberg, M., Thomas, K. R., Jimenez, M. & Plemmons, S., (2015, April). Negative leader behavior: What do our measures meas-ure?

Coats, M. R., Blacksmith, N., Costanza, D. P., & Gartner, M. (2015, April) Survival analysis in turnover research: Time will tell.

Costanza, D. (2015, April). IGNITE + Panel Session: Sharing IO with the community. (Symposium)

Costanza, D. P., Blacksmith, N., & Coats, M. R. (2015, April). A historiometric perspective of organizational culture. In D.P. Cos-tanza (Chair) & C. Ostroff (Co-Chair) Alternative solutions to measurement challenges of culture and climate.

(Symposium )

Costanza, D., Hammer, L., Kozlowski, S. & Offermann, L. (2015, April). Applying for and getting grants – Successful grantees. (Symposium)

Dullaghan, R., Biga, A., Legge, A., & Kaminsky, S. E. (2015, April). Building data models through big data analytics: The JetBlue Experience. In Sinnett, S.A. & Walzer, A.S. (Chairs), Big data or big deal: Conducting impactful research in organiza-tions. (Symposium)

Fisher, S. L., Howardson, G. N., Wasserman, M. E., & Orvis, K. A. (2015, April). What are learners really doing?: Investigating learner control behavior structure. In C.Y. Young & M.E. Beier (chairs), Integrating technology and training: New develop-ments and frontiers. (Symposium)

Howardson, G. N., Kaminsky, S. E., Horn, R., Willford, J., & Behrend, T. S. (2015, April). Construct validity of computer

self-Efficacy measures: A meta-analysis. In P. P. Yu, & T. S. Behrend (chairs), Putting the “e” in efficacy: Understanding tech-nology-related efficacy judgments. (Symposium)

Kaminsky, S. E. (2015, April). An ecologically valid measure of workplace computer self-efficacy. In P. P. Yu & T. S. Behrend

(Chairs), Putting the “e” in efficacy: Understanding technology-related efficacy judgments. (Symposium)

Karim, M. N., & Behrend, T. S. (2015, April). Feedback and the self-regulatory process in monitored learning environments. In C.

K. Young & M. E. Beier (Chairs), Integrating technology and training: New developments and frontiers. (Symposium)

Offermann, L.. R., & Coats, M. R., Rausch C. (2015, April). What do I owe my organization? MTurk at work.

Offermann, L.. R., Smith, L. N., & Thomas, K. R., (2015, April). Now and then: A longitudinal study of college women leaders. Poeppelman, T. & Blacksmith, N. (2015, April). SIOP visibility: Personal branding in support of our mission. In T. Poeppelman

(Chair)Visibiity is key: building your brand as an I-O. (Symposium)

Thomas, K. R., Jimenez, M., & Appelbaum, J., (2015, April). Subgroups, context, and change: The messiness of measuring

organ-izational culture.

Willford, J. W., Cox, M. J., Howard, R., Badger, J. M., & Behrend, T. S. (2015, April). A latent class analysis of electronic

monitor-ing practices.

Yu, P., & Behrend, T. S. (2015, April). Putting the “e” in efficacy: Understanding technology-related efficacy judg-ments. (Symposium)

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Students continued the tradition this year by celebrating the second annual I-O New Year’s brunch. It is a great way to meet up with everyone after the holidays and spend a little time outside of the usual research setting. The doctoral students enjoyed the time together before the busy semester began.

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The George Washington University’s I-O Psychology program would like to invite you to join us at our alumni event at SIOP! Plans are currently underway for the event and so stay tuned for the details on the event,

in-cluding the date, time, and location!

Go see a Phillies game! This local team has a game every night during SIOP. Wednesday and Thursday evening you can see the Phillies take on the Mar-lins or see them play against the Braves on Friday, Saturday, or Sunday. There are even student discounts available on Wednesday and Thursday.

Get your fill of local culture by visiting the Liber-ty Bell or the Philadelphia Museum of Art. The Philadelphia Museum of Art is one of the larg-est museums in the United States and features art from the U.S. and around the world.

(Remember the steps from the movie “Rocky”?) You can visit the Liberty Bell and learn about how it got its famous crack and the story of how it got to be where it is today.

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Ayubi, E., Bowers, B., Broida, A., Jenkins, N., McGhee, M. L., Miller, A., Mitchell, A., Walker, M., Grady, V., & Offermann, L. (In press). The challenge of change for multinational organizations: A case study. International Journal of Management and Business.

Blacksmith, N., & Poeppelman, T. (2014). Video-based technology: The next generation of recruitment and hiring. The Industrial-Organizational Psychologist, 52(2), 84-88.

Blacksmith, N., & Poeppelman, T. (2014). Three ways social media and technology have changed recruitment. The Industrial-Organizational Psychologist, 52(1), 114-121.

Costanza, D. P., & Finkelstein, L. M. (in press). Generationally-based differences in the workplace: Is there a there there? I/O Psychology:

Perspectives on Sciences and Practice.

Howardson, G. N., & Behrend, T. S. (in press). I think I can, but why? The relative importance of pre-training self-efficacy sources. Interna-tional Journal of Training and Development, 19(3).

Karim, M. N. (2014). The human side of big data: Using EPM research to learn about electronic data collection. Personnel Testing Council of Metro Washington (PTC-MW) Newsletter (Fall, 2014).

Poeppelman, T. & Blacksmith, N. (2014). Effectively leveraging multidisciplinary teams to enhance I-O interventions with technology. The

Industrial-Organizational Psychologist, 51(4), 105-112.

Poeppelman, T., & Blacksmith, N. (2014). Personal branding via social media: Increasing SIOP visibility one member at a time. The

Industri-al-Organizational Psychologist, 51(3), 112-119.

APA, APS, EPA,

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Behrend, T. S. (2015, March). The psychological implications of the big data movement. Invited Presidential Symposium, Eastern Psychologi-cal Association, Philadelphia, PA.

Frankosky, M., London, J. Thompson, I., Behrend, T. S., & Wiebe, E. N. (2015, April). Data analytics for modeling user behavior within MOOCs: A comparison of clustering techniques. Paper presented at the 99th Annual American Educational Research Association Convention, Chicago, IL.

Horn, R.G., Shen, R., Behrend, T.S. (May, 2015). An exploration of accent and medium effects in employment interviews. Poster presented

at the 27th Annual Convention for the Association for Psychological Science, New York, NY.

Severt, J. B., Estrada, A. X. (August, 2015). A multilevel theory of antecedents and outcomes of military cohesion. Presented at the

Ameri-can Psychological Association's Annual Convention, Toronto, ON.

Severt, J. B., Estrada, A. X., Horgen, K., & Lentz, E. (August, 2015). Development of a behaviorally-anchored rating scale (BARS) to assess

unit cohesion. Presented at the American Psychological Association's Annual Convention, Toronto, ON.

Lindsey Smith is reviewing the recent literature on teams and their use of virtuali-ty. Many conceptualizations of virtuality exist and are presented in psychology, management, and technology journals. The goal of her project is to connect the theoretical and empirical research from various fields to create a basic framework

Ryan Horn presented his second year project on February 27th at

our Research Discussion Series. Ryan’s project investigates how certain aspects of video technology might affect job interview per-formance in technology-mediated interviews.

For his study, participants were viewed in the context of a mock job inter-view conducted through a popular vide-oconferencing application and then subse-quently rated by the interviewer, who was trained specifically for the study.

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The WAVE Lab continues to stay busy with lots of exciting research! In addition to ongoing projects and newly developing ones, both graduate and undergraduate members of the lab will be presenting their research at up-coming conferences including SIOP and APS. Ongoing projects include research on technology-mediated inter-views, electronic monitoring and surveillance, and Mechanical Turk. Check out wave-lab.org for news and up-dates.

Recently Dr. Behrend co-authored a focal article for The Industrial-Organizational Psychologist that focused on misconceptions about convenience samples in I-O psychology, including

those from sources such as Mechanical Turk.

She also will be giving an invited talk at the upcoming EPA conference in March. Dr. Behrend's presentation, entitled "The Human Side of Big Data Analytics in the Workplace," will focus on the ethical issues inher-ent in common electronic monitoring practices in organizations and will feature research conducted by WAVE Lab members.

Dr. Costanza’s lab continues to move forward with studying organizational phenomena. The research team continues to study adaptive organizational cultures and it’s effect on organizational survival. The lab also con-tinues their work on a grant supported by the Army Research Institute (ARI) on the ways in which survival analysis and the incorporation of time into analyses can benefit organizational theory. The team is continuing to study high potential leaders and further investigate the identification process as well as the long term ef-fects of being identified as a high potential. With interest in generations still being high, Dr. Costanza and member’s of his lab are investigating generational research as well as the implications that different method-ologies have on the findings in generational research.

Dr. Offermann’s lab is currently collecting data for her grant from the Society for Human Resource Manage-ment (SHRM) to study women leaders. The team is currently investigating women who were identified as leaders over 20 years ago while they were in college and are following up with these women to learn more about their lives and careers, including their successes and career barriers. In addition to having collected survey data from 101 of these women, they are now conducting qualitative interviews to yield an in-depth look into the career paths of these women leaders from the very beginning of their careers up through the present. They will be presenting their first analyses of the survey data at SIOP in April. Dr. Offermann’s lab is also conducting another type of longitudinal study on implicit leadership theories. Team members are comparing individuals’ implicit theories of leadership from 20 years ago to the structure that exists today, discerning the implications of these findings and what it can tell us about views of leaders today in comparison to 20 years ago. They have already submitted results for conference presentation.

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The doctoral student’s attended the Personnel Testing Council of Metropolitan Washington’s Annual Fall Event at George Mason University. Dr. Scott Highhouse (center, photo right, with students Meredith Coats and Kaitlin Thomas), professor and Ohio Eminent Scholar at Bowling Green State University presented his work on common

misconceptions about assessment which included the ideas that knowing more about a candidate is better than knowing less, that we are improving the validity of the job interview, and that we are on the edge of validity breakthroughs in assessment. The presentation was followed by a talent

connection and networking event to connect with other I-O psychologists in the DC area.

In November, students from the I-O program participated in the First Annual Graduate Student Consulting Challenge, sponsored by the Personnel Testing Council Metropolitan Washington (PTCMW). During this competition, teams made up of students from a number of different graduate schools were asked to submit an RFP focused on address-ing a realist and practical issue faced by many organiza-tions.

Notably, GW’s own Nikki Blacksmith was instrumental in conceiving the idea of a consulting competition for graduate students and working with members of PTCMW to design and put on the competition.

One aim of the competition was to encourage networking amongst graduate students from a number of programs in the area. So rather than teams comprised of only members from a particular school, each team in the com-pletion was represented by a number of different pro-grams including GW, George Mason, UMBC, and Old Dominion University.

Students in GW’s program were well represented among the winning teams, including one GW I-O student in each of the top three teams. These students were also recog-nized with their teams during the Annual PTCMW Fall Event in November.

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January 30th- Dr. Jeff Cucina from US Customs and Border Protection discussed the future of I-O Re

search and the implications for the field’s emphasis on new theory

February 20th– GW’s Kaitlin Thomas presented her dissertation proposal work on sexism and resilience in

the workplace

February 27th– GW’s Ryan Horn presented his second year project on technology mediated interviews March 20th– Dr. Sallie Keller, Virginia Tech Bioinformatics Institute

March 27th– Dr. Mo Wang, National Science Foundation and University of Florida

April 10th- GWU’s Lindsey Smith will present her second year project on virtuality in the workplace

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At the end of the 2014 fall semester students and faculty took a break from their busy schedules to celebrate the holidays and the end of the year.

In addition to enjoying each others company, there were even some fun games! Students and faculty each had the name of a famous I-O psychologist taped to their back. To win, you had to guess which psychologist you had by asking others yes/no questions. It was fun and educational!

Members of the I-O Psychology program were fortunate to have the outgoing SIOP President, Dr. Jose Cortina, speak at RDS on December 21st. Dr. Cortina’s talk, titled “The revolution with a solution: Culling the madness from our methods,” touched on a number of important topics that are currently a focus in the field of I-O psychology.

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Dr. Cortina is a professor in the I-O psychology program at George Mason University where he focuses on topics in meta-analysis, structural equation modeling, significance testing, and predictors and out-comes of emotions in the workplace. As the current SIOP president, Dr. Cortina chose a platform to focus on for his presidency. Dr. Cortina presented this information to us advocating for the re-evaluation of the current research process. Currently, he believes that there is too great an emphasis on generating new theory for publication. This mindset leads to proliferation of constructs and a lack of research replication which can hinder progress in the field. The students really enjoyed having a conversation about how the choices journals make in terms of what to accept for publication drives our science.

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THE GEORGE WASHINGTON UNIVERSITY

T HE G EORGE W ASHINGTON U NIVERSITY

Department of Organizational Sciences & Communication 600 21st street

Washington DC, 20052

Consortium of Universities of the Washington Metropolitan Area

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PONSORS

2014-2015 Newsletter Editors Jon Willford

Meredith Coats www.gwu.edu//~orgsci

Every

donor is important to our program’s mission!

Gifts to the I-O Psychology Ph.D. Program allow us to provide support for faculty and student research and travel, graduate student fellowships, and academic enrichment activities including guest speakers, visiting faculty, and symposia.

Your gift to the I-O Psychology Ph.D. Program will be considered a part of Making History: The Campaign for

GW, a comprehensive, university wide philanthropic effort to raise funds in support of GW’s vision and

priori-ties. To learn more, please visit http://campaign.gwu.edu/. You can make your gift to the Department

in several way:

 Securely online at www.gwu.edu/ give2gw. Just choose “other” under designation and type in “I-O Psychology Ph.D. Program.”

 By phone by calling the GW Annual Fund at 1-800-789-2611, designating “I-O Psychology Ph.D. program”

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