Hogan at SIOP 2019
I-O experts from Hogan’s Research and Consulting divisions will showcase advances in personality research during an impressive 19 sessions, symposia, panel discussions, practice forums, and poster sessions at the 34th Annual SIOP Conference in Washington DC, April 4-6. Visit us at booth #303. #hoganatsiop
Thursday, April 4
12:00pm
Understanding Curvilinear Relationships in Selection Research and Practice
Chesapeake A-C
Understanding how individual characteristics influence various organizational outcomes, particularly in curvilinear fashion, is crucial for selection research and practice. Five studies are presented that utilize a variety of methods to demonstrate curvilinear relationships between individual characteristics and organizational outcomes. Findings are discussed in a scientist–practitioner framework.
Kimberly Nei, Michael Tapia, Matt Lemming, Karen Fuhrmeister
12:00pm
I Can See Clearly Now: Transparent Talent Management Practices
Chesapeake G-I
Organizations struggle with issues of transparency and talent management practices. Surveys show a mix of practices in terms of disclosure of talent management metrics. More evaluations of transparency are needed to help guide future transparency decisions. This symposium outlines the intermediate-level impact of several talent management practices where transparency was a conscious decision.
Jocelyn Hays
12:30pm
A Longitudinal Examination of How Learning Agility Impacts Future Career Success
Prince George’s Exhibit Hall D
The relationship between learning agility, and performance and learning over time was examined among 78 global leaders. Findings show a significant relationship between learning agility and performance (p < .01) and learning agility and learning (p < .01), but not the rate at which these factors changed over time. These results demonstrate partial support for the hypothesized relationships.
Erin Laxson
1:30pm
Mobile Assessments: Big Considerations for Small Screens (Demo & Discussion)
Chesapeake 7-9
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.
Jennifer Lowe
4:30pm
Darkness Around the Globe: Cross-Cultural Differences in Moving Against, Away, and Toward
Prince George’s Exhibit Hall D
Using a geography of personality model, authors use SEM and path analyses to find the degree to which a three-dimensional derailment model of moving away, against, and toward others is transportable across the globe. Using a sample of 26 countries (N = 65,426), authors establish the universality of a dark personality framework and show how characteristics vary across cultural norms and values.
Dan V. Simonet, Kimberly Nei, Brandon Ferrell
4:30pm
Using Personality to Predict Truck Driver Performance
Prince George’s Exhibit Hall D
Authors present two studies demonstrating the value of personality’s role in selecting truck drivers across the transportation industry. These studies focus on relationships between personality and (a) job analysis ratings for truck drivers and (b) overall job performance using meta-analysis. Results suggest that multiple personality scales are important and predictive for truck driver selection.
Matt Lemming, Burkhart Hahn
4:30pm
Using Bright and Dark Side Personality to Predict the Managerial Hierarchy
Prince George’s Exhibit Hall D
Personality similarities exist in the managerial hierarchy, as supervisors advance into manager roles who eventually lead the organization. Using job family meta-analyses with overall job performance, authors investigated bright and dark side personality differences across three managerial job levels. They provide practical implications and discuss areas for future research.
Matt Lemming, Burkhart Hahn
Friday, April 5
8:30am
The Effects of Leader-Follower Relationship and Humor Style on Job Satisfaction
Prince George’s Exhibit Hall D
Authors examined positive humor styles (affiliative and self-enhancing) and group (in-group and out-group membership) and their effects on job satisfaction. Results showed a significant difference between group membership on job satisfaction but no significant difference between humor styles. An interaction between humor styles and group membership was not supported but a main effect was found.
Cody Warren
12:00pm
Job Analytic Comparisons of Sales, Sales Managers, and Leaders Competencies
Prince George’s Exhibit Hall D
This study used data-driven best practices to identify the most critical competencies for three job families: sales, sales manager, and leader. Although subject matter experts rated some competencies as critical across the job families, key competencies were unique to each job family.
Cody Warren, Kimberly Nei, Karen Fuhrmeister
1:00pm
Avoiding Personalized Charismatics: The Incremental Value of Humility over the FFM
Prince George’s Exhibit Hall D
Personalized charismatic leadership (PCL) is known to be particularly toxic to organizations and employees. Humility and the Five-Factor Model (FFM) characteristics were explored as predictors of PCL. Not only did the FFM characteristics largely predict PCL, but humility offered incremental validity, demonstrating the value of including humility in selection criteria.
Dena Rhodes, Georgi Yankov
3:00pm
Challenges Faced by the Testing Industry: Current Trends and Looking into the Future
Potomac 1-2
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 in assessment methods, future trends that will shape the industry, and implications for I-O professionals.
Kimberly Nei
4:00pm
Honestly, I Have Made Mistakes. But I Have Learned from My Mistakes
Chesapeake D-F
This session will build I-Os identity as a body of professionals who are trying to do the right thing but occasionally fail. I-O practitioners will share mistakes they have made and what they have learned from these situations. Each real-life experience will be framed with the scientific background, the presenting problem, the outcome, and a description of the insight gleaned from the situation.
Robert Hogan
Saturday, April 6
11:30am
How to Coach as an I/O Psychologist (and Whether You Should)
Chesapeake 4-6
This session will present research and experience, grounded information, advice, and recommendations on coaching for I-O academic and applied practitioners who are considering coaching, whether as a new career path or in addition to a full-time job. Topics will include the current landscape of coaching, exercising the scientist–practitioner model, barriers to entry, money, and how to get started.
Karen Fuhrmeister
12:00pm
The Impact of Extreme Responding on Sliding Scales
Prince George’s Exhibit Hall D
Authors explore whether individuals who use sliding scales are likely to resort to extreme responding (ER) techniques. Some ER may reflect genuine individual differences; however, research suggests those who use ER are attempting to conserve resources and/or manage others’ impressions. They investigate how ER may influence personality, performance, and relationships between variables.
Dena Rhodes
12:30pm
Toothless Shark Tank for I-O Psychologist Entrepreneurs IV
Maryland D
I-O psychologists who want to commercialize their knowledge often need feedback from experienced folks who understand both the science and the business of I-O psychology. Using a format similar to the popular TV show, this session will improve upon the tradition from previous conferences by preselecting and coaching entrepreneurial I-Os to pitch their ideas to legendary I-O entrepreneurs.
Robert Hogan
1:00pm
Robust Importance and Personality Predictors of Ethical Behavior Across the Workforce
Prince George’s Exhibit Hall D
The organizational literature takes for granted the broad importance of ethical behavior in the workforce. Authors examined job analysis results for 563 organizations from across the globe to provide empirical evidence of the robust criticality of ethics. They then meta-analyzed local validation studies to identify general personality-based predictors of important ethical behaviors.
Chase Winterberg, Kimberly Nei
3:00pm
Building a Competency Taxonomy: A Personality-Based Cluster Analytic Approach
Prince George’s Exhibit Hall D
To understand the underlying structure of common workplace competencies, authors analyzed personality predictor–competency criterion validity coefficients using hierarchical clustering. A 2-level, 4-domain, and 8-subdomain competency framework was uncovered. Uses and implications of such a competency framework are interpreted and discussed.
Brandon Ferrell, Kimberly Nei, Steve Nichols
3:00pm
Using Personality to Predict Stress Tolerance in Sales Personnel
Prince George’s Exhibit Hall D
Stress tolerance differs from person to person and is an important component of sales performance. Using synthetic meta-analyses of job components, authors investigated personality relationships with stress-related competencies rated important for performance. They provide practical implications and discuss areas for future research on personality’s impact on how sales people handle job stress.
Michael Tapia, Matt Lemming, Kimberly Nei, Karen Fuhrmeister
3:00pm
Content Analysis of Adverse Impact Litigation in Selection and Promotion: 2010-2018
Prince George’s Exhibit Hall D
Employment disputes cause organizations to incur enormous legal costs. Notwithstanding psychometric quality, it is useful to know which practices are more likely to be the subject of legal challenge. A content analysis of adverse impact litigation in the U.S. was conducted to assess the rate at which various selection and promotion procedures lead to legal action and the outcomes of such cases.
Chase Winterberg, Michael Tapia, Kirby Hockensmith
