Resume

• 2008

  Review conference presentation submissions based on quality of research and its contribution to the field of I-O psychology.\nReview small grants submissions based on contribution of the research study to the field and clarity of thought related to use of funds from the grant.

  Society for Industrial and Organizational Psychology (SIOP)

  Survey Design

  Research

  Talent Assessment

  Career Counseling

  Job Analysis

  Survey Development

  Career Development

  Organizational Development

  SPSS

  Training

  Talent Management

  Leadership

  Psychology

  Interviews

  Teaching

  Exit Surveys

  Statistics

  Leadership Development

  Employee Engagement

  Organizational Behavior

  Mobile vs. PC Web Surveys: Differences in Demographics and Engagement

  Woo

  V.

  Pui

  S-Y.

  Caputo

  A. (2016). Mobile vs. PC Web Surveys: Differences in Demographics and Engagement. Poster presented at the meet of the Society for Industrial and Organizational Psychology

  Anaheim

  CA.

  Mobile vs. PC Web Surveys: Differences in Demographics and Engagement

  A Comparison of a Subjective and Statistical Method for Establishing Score Comparability in an Organizational Culture Survey

  Dalia Diab

  Purpose \r\nThe purpose of this study was to compare the results of a subjective and a statistical method of detecting non-comparable items in 14 language-translated forms of a survey measuring organizational culture. \r\nDesign/Methodology/Approach \r\nData were obtained from a large multinational organization using a 60-item organizational culture survey. Each of 14 language-translated forms were administered to members of their respective language groups and compared to the original English (United States) form. Subjective reviews were conducted using fluent bilingual organizational members whom flagged items they did not believe were comparable. Statistical analyses using an item response theory (IRT) approach were used to detect problematic items from 14 samples with sizes ranging from 304 to 3

  014. Detection patterns from these two approaches were compared. \r\nFindings \r\nThe subjective approach identified far less items as problematic and did not agree with the statistical approach.\r\nImplications \r\nOur results suggest that the subjective approach as a pre-screening adaptation procedure has little added value over a careful translation/back-translation procedure. \r\nOriginality/Value \r\nThe use of language-adapted organizational surveys has become increasingly important to multinational organizations. In examining scores from such surveys the establishment of score comparability is essential. IRT analyses are often used to determine whether scores are comparable across language translations. It is also common for subjective reviews of item content to be utilized prior to statistical techniques to determine if the translated items are comparable to the original form. No research known to authors has compared modern statistical and subjective approaches to addressing these issues.

  A Comparison of a Subjective and Statistical Method for Establishing Score Comparability in an Organizational Culture Survey

  Clark

  M. A.

  All work and no play? A meta-analytic examination of the correlates and outcomes of workaholism

  Baltes

  Zhdanova

  Clark

  M. A.

  All work and no play? A meta-analytic examination of the correlates and outcomes of workaholism

  Diab

  Lay perceptions of selection decision aids in U.S. and non-U.S. samples.

  Shuang Yueh

  P.

  Mercer | Sirota

  Mercer

  University of Illinois at Springfield

  Safeway

  San Francisco Bay Area

  Lead project teams on employee listening strategies and people analytics.\nMentor junior consultants on talent strategy and management.\nPartner with talent leaders and professionals to improve organizational effectiveness.

  Senior Talent Strategy Consultant

  Mercer

  San Francisco Bay Area

  Partner with Talent leaders and professionals to improve the employee experience.\nStrategize

  manage

  and implement employee listening programs with a variety of methods

  such as surveys

  key stakeholder interviews

  and focus groups.\nUtilize advance people analytics to solve talent issues:\n•\tROI

  Linkage

  Key Driver

  Attrition models

  Diversity & Inclusion

  etc.\n•\tExpert knowledge of SPSS syntax & macros

  working knowledge of R and Tableau

  Talent Strategy Consultant

  Mercer | Sirota

  Pleasanton

  CA

  Key responsibilities: \nConducting job analyses\nDesigning and validating pre-hire/developmental assessments\nEvaluating the effectiveness of learning & development and HR initiatives\nManaged the full cycle of an enterprise-level employee engagement survey\nDesigned a development program for district managers nationwide

  Talent Assessment Analyst

  Safeway

  Developed and implemented lesson plans. \nPrincipal researcher while supervising students on research projects.\nConducted a program review for the Psychology Department.\nIdentified and monitored academically at-risk psychology students.

  Assistant Professor

  Springfield

  Illinois Area

  University of Illinois at Springfield

  Malay

• 2006

  Ph.D.

  Industrial-Organizational Psychology

• 2004

  M.A.

  Industrial-Organizational Psychology

  Wayne State University

• 2001

  B.S.

  Psychology

  University of Idaho

• 2000

  Bachelor's Degree

  Psychology

  University Sedaya College International