Showing papers in "Human Performance in 2000"
TL;DR: In this article, a "hyperdimensional" taxonomy of managerial competencies, derived from the earlier models and developed using unique methods, was subjected to content validation by expert review in 3 studies.
Abstract: In light of repeated prescriptions for theory-driven prediction of job performance (Guion & Gottier, 1965; Tett, Jackson, Rothstein, & Reddon, 1999), the complexity of the manager's role calls for a comprehensive performance taxonomy more detailed than those offered previously. Review of recent discussion of the fidelity-bandwidth tradeoff (e.g., Hogan & Roberts, 1996; Ones & Viswesvaran, 1996) and the need for greater articulation of job performance (Campbell, 1994; Murphy & Shiarella, 1997) raise important issues regarding construct specificity in considering managerial behavior. None of 12 earlier managerial performance taxonomies (e.g., Borman & Brush, 1993; Tornow & Pinto, 1976; Yukl & Lepsinger, 1992) offers adequate specificity for meeting key research challenges. A "hyperdimensional" taxonomy of managerial competencies, derived from the earlier models and developed using unique methods, was subjected to content validation by expert review in 3 studies. In the first 2, a total of 110 Academy of Man...
271 citations
TL;DR: A conceptual framework for examining employee reactions to performance monitoring is described in this article, which incorporates attitudinal and motivational effects of performance monitoring on monitored employees and discusses effects of monitoring on performance feedback and performance appraisal.
Abstract: A conceptual framework is described for examining employee reactions to performance monitoring. The framework incorporates attitudinal and motivational effects of performance monitoring on monitored employees and discusses effects of performance monitoring on performance feedback and performance appraisal. The framework is used to organize a review of research literature relevant to employee reactions to electronic and nonelectronic performance monitoring. The article includes specific propositions for additional research and general directions for future research in performance monitoring.
241 citations
TL;DR: This article evaluated the effects of faking on mean scores and correlations with self-reported counterproductive behavior of integrity-related personality items administered in single-stimulus and forced-choice formats, and found that respondents instructed to respond as if applying for a job scored higher than when given standard or "straight-take" instructions.
Abstract: We evaluated the effects of faking on mean scores and correlations with self-reported counterproductive behavior of integrity-related personality items administered in single-stimulus and forced-choice formats. In laboratory studies, we found that respondents instructed to respond as if applying for a job scored higher than when given standard or "straight-take" instructions. The size of the mean shift was nearly a full standard deviation for the single-stimulus integrity measure, but less than one third of a standard deviation for the same items presented in a forced-choice format. The correlation between the personality questionnaire administered in the single-stimulus condition and self-reported workplace delinquency was much lower in the job applicant condition than in the straight-take condition, whereas the same items administered in the forced-choice condition maintained their substantial correlations with workplace delinquency.
223 citations
TL;DR: In this article, the authors performed the Winter Survival exercise (which supposes a plane crash in the wilderness in winter) and found that the seeking of task-relevant information through the purchase of clues was the only direct predictor of group performance.
Abstract: Fifty-six 3-person groups performed the Winter Survival exercise (which supposes a plane crash in the wilderness in winter). Assigned goals (in terms of deviation of the groups' ranking of the relative importance of various survival objects from experts' ranking) and time pressure were manipulated. Group-set goal difficulty, group efficacy, perceived time pressure, information seeking (i.e., knowledge seeking regarding the task through the "purchase" of clues), and group performance were assessed. Perceived time pressure negatively affected group efficacy (p < .10). Both assigned goals and group efficacy influenced the level of group-set goals, which in turn affected group information seeking. The seeking of task-relevant information through the purchase of clues was the only direct predictor of group performance.
131 citations
TL;DR: The processes by which individuals establish, strive for, and revise personal performance goals were examined in a longitudinal study of track and field athletes as discussed by the authors, where participants were followed over the course of their competitive season and completed goal-progress questionnaires after each competition.
Abstract: The processes by which individuals establish, strive for, and revise personal performance goals were examined in a longitudinal study of track and field athletes. Participants were followed over the course of their competitive season and completed goal-progress questionnaires after each competition. Hypotheses regarding initial goal choice and goal revision were drawn from control theory and social cognitive theory, and comparisons of the two theories were conducted. Results supported social cognitive theory's assertion that self-regulation involves both discrepancy-production and discrepancy-reduction processes. The majority of athletes created positive goal-performance discrepancies by setting initial goals higher than previous best performance. In addition, goal revision during the season served to maintain, rather than eliminate, goal discrepancies. Goal revision was predicted by the size of the discrepancy between one's goal and current performance, moderated by performance attributions and phase of ...
105 citations
TL;DR: In this paper, the authors identify managerial performance development constructs through factor analysis, and understand their motivational determinants using personality correlates, and examine differences between rating sources, and identify five developmental constructs: interpersonal effectiveness, willingness to handle difficult situations, teamwork and personal adjustment, adaptive, and leadership and development.
Abstract: The goals of this study were (a) to identify managerial performance development constructs through factor analysis, (b) to understand their motivational determinants using personality correlates, and (c) to examine differences between rating sources. Factor analyses identified 5 developmental constructs: Interpersonal Effectiveness, Willingness to Handle Difficult Situations, Teamwork and Personal Adjustment, Adaptability, and Leadership and Development. Comparisons with Borman and Brush's (1993) managerial performance megadimensions showed that the developmental constructs overlapped with but also added to the day-to-day performance domain. Each of the five factors showed a distinct pattern of personality correlates. Personality correlates supported hypotheses based on socioanalytic theory regarding the motive to get along with others (e.g., Interpersonal Effectiveness correlated with empathy and agreeableness) versus the motive to get ahead (e.g., Willingness to Handle Difficult Situations correlated wi...
84 citations
TL;DR: In this paper, two competing interpretations of assessment center (AC) exercise effects on post-exercise dimension ratings were compared using a quasi-multitrait-multimethod framework.
Abstract: We contrasted 2 competing interpretations of assessment center (AC) exercise effects on postexercise dimension ratings in 3 independent samples using a quasi-multitrait-multimethod framework. The (traditional) method bias interpretation is that exercise effects represent sources of systematic but invalid variance that compromise the construct validity of AC ratings. The situational specificity interpretation is that exercise effects reflect true cross-situational specificity in AC performance and thus, sources of valid variance in AC performance. Significant correlations between latent exercise factors and external correlates of AC performance supported the situational specificity interpretation. Findings are discussed as they help reconcile the apparently contradictory findings that ACs have demonstrated criterion-related but not construct validity.
84 citations
TL;DR: In this paper, the effect of self-and group efficacy on the performance of three-person and seven-person groups on a mixed-motive investment task was investigated and the correlations between group efficacy for making money and the actual amount of money made by the groups were positive and significant.
Abstract: The effect of self- and group efficacy on the performance of three-person (N = 26) and seven-person (N = 28) groups on a mixed-motive investment task was investigated. The correlations between group efficacy for making money and the actual amount of money made by the groups were positive and significant. The relation between group efficacy and the group's performance was reciprocal. The results also indicated that members of three-person groups had significantly higher perceptions of group efficacy than members of seven-person groups even though they faced the identical mixed-motive investment task. The correlations between group efficacy and the group's performance were significantly higher than the correlations between aggregated values of self-efficacy for individual performance and the group's performance. Finally, multiple regression analyses showed that self-efficacy for individual performance had a negative effect on the group's performance.
62 citations
TL;DR: In this paper, the authors examined whether the commonly observed exercise effect associated with assessment center ratings could be explained in terms of the rating process and found that correlations among dimensions within exercises are stronger than correlations within dimensions across exercises (i.e., the exercise effect).
Abstract: Assessment center research routinely finds that correlations among dimensions within exercises are stronger than correlations within dimensions across exercises (i.e., the exercise effect). A study was designed to examine whether the commonly observed exercise effect associated with assessment center ratings could be explained in terms of the rating process. One hundred undergraduate students participated in a simulated assessment center that included 2 exercises and 4 dimensions. Fourteen trained undergraduates participated as assessors. Assessment center dimensions were rated using either a within-exercise rating process in which an assessor rated all dimensions within 1 exercise or a within-dimension rating process in which an assessor rated 1 dimension across all exercises. It was hypothesized that a within-exercise rating process would result in exercise factors and a within-dimension rating process would result in dimension factors. Confirmatory factor analyses of the 2 rating processes strongly sup...
44 citations
TL;DR: This paper examined factors that predict the extent to which 408 operating-level workers rated themselves higher, lower, or the same as their coworkers rated them, for both task and contextual performance.
Abstract: This study examines factors that predict the extent to which 408 operating-level workers rated themselves higher, lower, or the same as their coworkers rated them, for both task and contextual performance. On ratings of contextual performance, underestimators tended to be distinguished by significantly higher levels of both self-monitoring and social desirability. This trend operated similarly, though not significantly for task performance. Additionally, ratings of quantity of work obtained the highest degree of self-peer rating convergence as compared to ratings of quality of work and contextual performance. These results are discussed in terms of the practical implications for multirater systems.
31 citations
Abstract: This study investigated the construct validity of task inventory ratings from job incumbents and supervisors in 2 jobs on the 4 task dimensions of importance, criticality of error, difficulty to learn, and time spent. Job incumbents completed task ratings on either the typical relative scales or absolute scales developed for each dimension; supervisors completed relative ratings only. Relative ratings from incumbents and supervisors were each compared in multitrait-multimethod analyses with the absolute ratings. Ratings on all task dimensions demonstrated high convergent validity, and time spent and difficulty to learn ratings met criteria for discriminant validity in at least 1 job. Practical implications regarding redundancy among ratings on different task dimensions, the use of both incumbents and supervisors as job analysis respondents, and the use of absolute scales in task analysis are discussed.
TL;DR: The authors tested causal models of job knowledge, job proficiency, and supervisor ratings in a sample (N = 838) of U.S. Air Force enlisted personnel and found that effects of ability and experience were linear, not interactive.
Abstract: This study tested causal models of job knowledge, job proficiency, and supervisor ratings in a sample (N = 838) of U.S. Air Force enlisted personnel. Results indicated that (a) effects of ability and experience were linear, not interactive; (b) different conceptualizations of "experience" play somewhat different causal roles in the determination of job knowledge, job proficiency, and supervisory ratings; (c) general support for the mediational roles of job knowledge and job proficiency; and (d) supervisory ratings reflect both technical (task-based) and motivational (contextual) aspects of performance.
TL;DR: In this paper, the internal and external accuracy of distributional assessment (DA) was investigated and it was found that DA achieved moderate to high internal accuracy levels in reproducing the entire profiles, means, and standard deviations of true distributions.
Abstract: Rating accuracy is proposed to consist of 2 components: internal and external accuracy. Internal accuracy is identified as the appropriate basis for evaluating the impact of rating methodology on rating accuracy. Improved indexes of accuracy were used to study the internal accuracy of distributional assessment (DA). DA achieved moderate to high internal accuracy levels in reproducing the entire profiles, means, and standard deviations of true distributions. It also proved to be significantly more internally accurate than a conventional Likert-type rating scale in estimating distributional means. DA proved to be particularly accurate when ratings were elicited in the form of raw count estimates of frequencies obtained under short recall delay conditions. Correlational findings suggested that different cognitive processes and/or memory sources may underlie assessments obtained via distributional and conventional rating methods.
TL;DR: Aguinis et al. as mentioned in this paper examine the logic underlying the traditional test band methodology and show that it is consistent with conceptual models of the validation process as used by personnel psychologists.
Abstract: Recently, Aguinis, Cortina, and Goldberg (1998) questioned the logic underlying the traditional Cascio, Outtz, Zedeck, and Goldstein (1991) method of developing test bands. In this article, we examine their criticisms and argue that the traditional banding approach is not flawed. We discuss the logic underlying the traditional test band methodology and show that it is consistent with conceptual models of the validation process as used by personnel psychologists. We also examine the alternative banding procedure suggested by Aguinis et al. and identify several problems with this procedure.
TL;DR: This article found that work sample administrators' global ratings of work sample performance substantially reflect actual ratee behavior in the work sample, and not potentially biasing factors (e.g., race, gender, amount of recent experience), supporting the "folk wisdom" that these global performance judgments are, in fact, valid and unbiased measures of performance.
Abstract: Data obtained on over 1,500 first-term U.S. Air Force enlisted personnel indicated that work sample administrators' global ratings of work sample performance substantially reflect actual ratee behavior in the work sample, and not potentially biasing factors (e.g., race, gender, amount of recent experience), supporting the "folk wisdom" that these global performance judgments are, in fact, valid and unbiased measures of performance. Good news!
TL;DR: In this paper, Aguinis, Cortina, and Goldberg clarified 4 differences between the traditional and alternative procedures and suggested once again that the traditional approach be used when evidence regarding criterion-related validity is not available and that the alternative approach was used when this information was available.
Abstract: Hanges, Grojean, and Smith (this issue) reaffirmed the Cascio, Outtz, Zedeck, and Goldstein (1991) "traditional" test score banding procedure and argued that the "alternative" method proposed by Aguinis, Cortina, and Goldberg (1998) is problematic. We clarify 4 differences between the traditional and alternative procedures. We suggest once again that the traditional approach be used when evidence regarding criterion-related validity is not available and that the alternative approach be used when this information is available.