The 37th annual Society for Industrial and Organizational Psychology (SIOP) conference, scheduled for April 27 through April 30, 2022, is just around the corner. Held virtually in 2020 and 2021, SIOP is returning to an in-person format at the Washington State Convention Center and Sheraton Grand Seattle in Seattle, Washington. A virtual program will also be available for those who are unable to attend in person.
As always, Hogan is excited to attend the SIOP conference to share some of the latest insights and innovations in the science of personality. But this year’s conference will be a particularly special one for us for two reasons.
First, we’re thrilled to share that Robert Hogan, PhD, our founder and president, is the 2022 recipient of SIOP’s Dunnette Prize. Given in honor of Professor Marvin D. Dunnette, this prize celebrates an individual whose work has made significant contributions to our understanding of the role of individual differences in human behavior and performance. We hope to see you at his invited address during Friday’s conference sessions.
Second, we’ve been working hard on a new holistic leadership development experience, and we’re tailoring our research and development with feedback from you in mind. We’re planning to launch it officially over the summer, but we couldn’t wait to share it with you, so we’re offering sneak previews at SIOP. Stop by the exhibit hall to see us at booth 405!
Here’s a detailed schedule of when and where you can find us during this year’s meeting.
Thursday, April 28
Why Leadership Development is Broken — and How to Fix it
Jackie VanBroekhoven Sahm, MS, and Jocelyn Hays, MS
9:00 a.m. PT, Room 604
Organizations worldwide spend more than $366 billion annually on leadership development. Yet 75% of companies say their leadership programs are not very effective, and only 11% report having a strong “bench” to fill critical leadership roles. To make matters worse, more than two-thirds of workers report that the worst part of their lives is their immediate boss. Why are most leadership development efforts falling short, and what can be done about it?
This thought-provoking session will focus on 7 common shortfalls with practical advice for practitioners:
- Defining leadership incorrectly
- Focusing on the wrong outcomes
- Chasing constantly moving targets, fads, and buzzwords
- Taking the “peanut-butter approach” to development
- Overlooking the importance of context
- Neglecting the psychology of behavior change
- Confusing the roles of assessment, learning, and development
Hogan presenters Jackie VanBroekhoven Sahm, MS, and Jocelyn Hays, MS, will offer actionable advice to help you stretch your thinking about leadership, break down barriers in “traditional” leadership development programs, and create more impactful growth experiences for leaders.
We’re Here, We’re Working, But We’re Tired: Employee Wellbeing in the Workplace
Jessica W. McDuffie, MS, Jessie McClure, MA, and Michael Boudreaux, PhD
9:00 a.m. PT, Room 613-614
COVID-19 has forever changed the workplace and the way we work. Since the global pandemic began, there has been an increased focus on employee wellbeing to keep employees engaged and committed. This symposium will cover the broad topic of employee wellbeing in the workplace by exploring applied research on employee happiness, burnout, and specific organizational initiatives that drive well-being. Authors will explore the impact of managerial burnout on direct reports to demonstrate the ripple effects that burnout and disengagement can cause in organizations.
This symposium will be cochaired by Hogan’s Jessie McClure, MA, and Jessica W. McDuffie, MS, and will feature research they conducted with Michael Boudreaux, PhD, entitled “Keeping the Flame Alive After COVID: A Personality Perspective on Burnout.”
Work Smarter, Not Harder: Machine Learning Applications to Solve Research Problems
Weiwen Nie, PhD
2:30 p.m. PT, Room 618-619
Machine learning techniques are being used increasingly by industrial-organizational psychologists to solve business problems, which requires translating algorithms and formulas into actionable implementations. This symposium presents and integrates four papers that apply machine and deep learning to solve specific problems encountered in organizational research, creating pipelines and user-friendly applications for others to use as well. By adopting these tools, researchers without a computational background can leverage the latest advances in machine learning.
This symposium will feature research presented by Weiwen Nie, PhD, entitled “Efficiently Shortening Personality Scales Using with Deep Learning.”
Friday, April 29
The Context for Innovation: Examining Creativity in Practice
Kimberly Nei, PhD, Nadine Maliakkal, MA, Jessica W. McDuffie, MS, Chase Winterberg, JD, PhD, and Matthew Lemming, MA
8:00 a.m. PT, Ballroom 6C
Most accept that organizations must “innovate or die.” For IO practitioners, this means considering how to embed innovation in talent management. Who do we expect to innovate? How do we select for creativity and measure creative output? What is required to foster a culture of innovation? Do we require creativity from leaders? Do we expect differences in creative leadership across industries, levels, roles, or even gender — or are these differences embedded in biases? This symposium highlights research examining the context for creativity in organizational settings and practical implications.
Chaired by Hogan’s Director of Talent Analytics Kimberly Nei, PhD, the symposium will feature a presentation by Hogan’s Nadine Maliakkal, MA, Jessica W. McDuffie, MS, Chase Winterberg, JD, PhD, and Matthew Lemming, MA, entitled “Taking the Creative with the Suite: Examining Leader Rank, Gender, and Creative Reputations.”
Lessons for Leaders: Creating A Psychologically Safe Work Environment
Kaye-Marie Zani, MA
10:30 a.m. PT, Zoom 3
In today’s business world, it has become critical for organizations to increase employees’ ability to collaborate and create a shared outcome through psychological safety. Managers can impact employees’ sense of psychological safety through their behavior and communication about the consequences of speaking up. This session, chaired by Hogan’s Kaye-Marie Zani, MA, is designed to equip practitioners with greater knowledge and skills. This hybrid panel will integrate theoretical models of drivers and competencies needed to foster psychological safety with practical, applicable advice and case studies.
Modern Problems Require Modern Solutions: Applications of State-of-the-Art Natural Language Processing
Weiwen Nie, PhD
10:30 a.m. PT, Room 606
This alternative session is a showcase of how modern natural language processing, or NLP, techniques can be integrated into various organizational processes. A collection of papers demonstrates immediate use cases of these techniques. Authors will share diverging examples of how these NLP approaches can be leveraged to solve organizational issues, to partially automate tasks, or to support validation. IO psychologists currently implementing NLP show how it can support job analysis, diversity and inclusion, learning and development, as well as selection and measurement. The session closes with a panel-style discussion.
As part of this session, Weiwen Nie, PhD, will discuss his paper, “Using the BERT Model to Create a Job Families Classifier.”
Dunnette Prize Award Address
Robert Hogan, PhD
12:00 p.m. PT, Room 611
In his invited address, Dr. Hogan will explain how leadership is the most important problem in human affairs, but mainstream academic research has failed because it defines leadership in terms of the people in charge of organizations. Such people are emergent leaders (politicians) but not necessarily effective leaders. Effective leadership concerns building high-performing teams or organizations, not being a successful politician.
Bright Side Differences Across the Sales Hierarchy
Matthew Lemming, MA, Kimberly Nei, PhD, and Chase Borden, MS
1:00 p.m. PT, Exhibit Hall 4B
The authors present three meta-analyses showing where personality differentiates jobs in the sales hierarchy. These studies focus on relationships between bright-side personality scales and overall performance in customer service, sales representative, and sales manager jobs. Results suggest different personality scales are important and predictive at each job level.
Professional Vocations have Distinct Personality and Value Profiles
Chase Winterberg, JD, PhD
1:00 p.m. PT, Exhibit Hall 4B
This study, coauthored by Chase Winterberg, JD, PhD, distinguishes professional legal subfields based on their aggregate personality and value characteristics. Doing so extended Schneider’s (1987) homogeneity hypothesis to US white-collar professionals at the occupational level and provided a foundation for future research geared toward interventions that can support wellbeing and job performance problems in the legal profession. Findings supported the homogeneity hypothesis and distinguished private, profit-facing legal subfields from those that are public, service-oriented subfields.
New Frontiers in Personality Profiles: Extraction, Interpretation, and Validation
Ryne Sherman, PhD
2:30 p.m. PT, Room 618-619
Person types have had a mixed history in both academic and applied psychology, in part because some of the most popular typological frameworks are rooted in psychometrically weak measures and empirically questionable frameworks. In this symposium, four independent investigations using modern, psychometrically sound instruments with rigorous empirical analysis identify highly replicable sets of person types, or more accurately person profiles. The profiles identified in these studies have applications to individuals, teams, and organizations, particularly in coaching and leadership development.
As part of this symposium, Ryne Sherman, PhD, cochair, will present his research, “Replicable Person Profiles.”
Saturday, April 30
A Comparison of Native American and White Manager Values
Alise Dabdoub, PhD, and Brandon Ferrell, PhD
9:30 a.m. PT, Exhibit Hall 4B
Traditional Native American values significantly differ from that of the majority US culture (Garrett, 1999). Because of this, it is important to understand if these value differences show up in the workplace as well. This study examined differences between Native American and white manager values using the Hogan Motives, Values, Preferences Inventory. Results indicated that Native American managers were significantly lower in hedonism and higher in security. Hogan’s Alise Dabdoub, PhD, and Brandon Ferrell, PhD, are among the three presenters for this session.
Woke Capitalism or Genuine Concern? An Analysis of CEO Personality and Activism
Alise Dabdoub, PhD, and Matthew Lemming, MA
9:30 a.m. PT, Exhibit Hall 4B
CEO activism has increased in recent years. Some view CEO activism as being performative and coined the term “woke capitalism” to signal the disingenuous nature of it. This perspective begs the question, is CEO activism genuine or not? This study is an exploratory look at CEO personality and values that may be associated with speaking out about the Black Lives Matter movement or leading a company ranked on a diversity and inclusion index. Results indicate that low recognition and power were associated with speaking out about BLM, and altruism was associated with diversity index rankings. Alise Dabdoub, PhD, and Matthew Lemming, MA, are among the three presenters for this session.