Showing papers in "Personnel Psychology in 1987"
TL;DR: A framework for understanding the etiology of organizational behavior is presented in this article, which is based on theory and research from interactional psychology, vocational psychology, I/O psychology, and organizational theory.
Abstract: A framework for understanding the etiology of organizational behavior is presented. The framework is based on theory and research from interactional psychology, vocational psychology, I/O psychology, and organizational theory. The framework proposes that organizations are functions of the kinds of people they contain and, further, that the people there are functions of an attraction-selection-attrition (ASA) cycle. The ASA cycle is proposed as an alternative model for understanding organizations and the causes of the structures, processes, and technology of organizations. First, the ASA framework is developed through a series of propositions. Then some implications of the model are outlined, including (1) the difficulty of bringing about change in organizations, (2) the utility of personality and interest measures for understanding organizational behavior, (3) the genesis of organizational climate and culture, (4) the importance of recruitment, and (5) the need for person-based theories of leadership and job attitudes. It is concluded that contemporary I/O psychology is overly dominated by situationist theories of the behavior of organizations and the people in them.
4,069 citations
TL;DR: This paper conducted a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to a large portion of the data and found that the available correlational results are reasonably valid in light of the issues examined.
Abstract: The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to a large portion of the data. The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less agreement on the exact number of dimensions. The corrected correlational results of the meta-analysis indicated that job characteristics related both to psychological and behavioral outcomes. Concerning psychological states, the results tended to support their mediating (e.g., intervening) role between job characteristics and personal outcomes. The pattern of correlations between the job characteristics and psychological states was less supportive of the model. Meta-analytic results demonstrated that most of the cross-study variance was due to statistical artifacts. True variance across studies was found for the job characteristics-performance relationship, however, and subsequent analyses suggested that growth-need strength moderates this relationship. Implications for potential revisions of the model and for practice are discussed.
1,588 citations
TL;DR: In this paper, the concept of updating climate has been proposed as a useful framework for understanding factors that facilitate technical competence and performance in the context of software development, which is a key concern for many organizations.
Abstract: Rapid technological innovation has made updating the knowledge and skills of technical professionals, such as engineers, a key concern for many organizations. The facilitation of performance and updating activities to prevent obsolescence is thought to require the development of a congruent organizational climate. To date, this issue has received some theoretical but little research attention. This study assessed the efficacy of the concept of updating climate. It was hypothesized that the technical updating climate construct would (1) be able to distinguish among organizations under different pressures for technological innovation, (2) evidence interobserver consensus within organizations, and (3) be associated with relevant organizational context features and affective, performance, and updating responses. Data gathered from 447 engineers and their 218 supervisors drawn from 10 diverse organizations provided support for the hypotheses. It was concluded that the concept of updating climate provides a useful framework for understanding factors that facilitate technical competence and performance.
327 citations
TL;DR: In this paper, the authors used a correlational design and a field setting to assess applicants' reactions to a five-stage recruitment program and found that recruitment activities were significantly related to applicants' reaction only at the initial interview stage.
Abstract: Organizational recruitment activities have been hypothesized to affect applicants' reactions to the organization, independent of effects exerted by the job attributes associated with the position (e.g., location, salary, title). This research utilized a correlational design and a field setting in assessing applicants' reactions to a five-stage recruitment program. Recruitment activities were significantly related to applicants' reactions only at the initial interview stage. Conversely, job attributes emerged as significant predictors of applicants' reactions at each of the four recruitment stages where they were assessed. No support was found for three hypothesized moderating variables–the perceived comparability of job offers, applicants' work experience, and their labor market opportunities. Suggestions for strengthening organizational recruitment programs and for directing further research are discussed.
270 citations
TL;DR: In this article, the concept of differential equity allows individuals to have different perceptions of equity depending on the pay referent used to reduce inequities, and the results suggest that various types of inequity relate differentially to each of the three outcome variables.
Abstract: The concept of differential equity allows individuals to have different perceptions of equity depending on the pay referent used. Different pay referents should result in different tactics to reduce inequities. To test this hypothesis, equity perceptions with respect to seven different referents were compared as to their relationship to pay satisfaction, intent to remain with a company, and frequency of extra-role behavior. Findings suggest that the various types of inequity relate differentially to each of the three outcome variables.
232 citations
TL;DR: In this article, the authors examined the effect of recruiter characteristics using a pre-post study design in a naturally occurring setting, and found that recruiter personality had an impact on perceived job attributes, regard for job and company, and likelihood of joining the company.
Abstract: Previous cross-sectional field and laboratory research has provided mixed results as to whether recruiter characteristics and behaviors influence applicant reactions to employment opportunities. The present research was conducted to examine the effect of recruiter characteristics using a pre-post study design in a naturally occurring setting. In addition, the effects of several potential moderators on recruiter influence were tested. Results indicated that recruiter characteristics had an impact on perceived job attributes, regard for job and company, and likelihood of joining the company. There was little evidence that the effect of recruiter characteristics was moderated by selected applicant, job, or interviewer variables.
226 citations
TL;DR: In this article, the authors affirm the evidence for predictive validity of assessment centers and conclude that assessment centers can work for a variety of purposes and in numerous contexts, but they also assert that they do not know why they work.
Abstract: The finding that assessment centers are successful in making valid predictions of managerial success is well established in the literature. Unfortunately, it is not clearly understood why assessment centers work. For example, construct validity of assessment center dimensions is rarely obtained. In this paper we affirm the evidence for predictive validity of assessment centers and conclude that assessment centers can work for a variety of purposes and in numerous contexts. But we also assert that we do not know why they work. The bulk of the paper goes on to raise possible explanations for the predictive validity observed in assessment centers and raises implications for practice and guidance of future research.
180 citations
TL;DR: In this article, the authors examined the influence of managerial position (level, function) and managerial attitudes toward training utility on self-reported training needs and found that level, function, and attitude were not related to reported basic managerial and interpersonal training needs.
Abstract: Self-assessment research has concentrated on validity and psychometric issues in selection and appraisal contexts. Little is known about factors that affect self-assessment of training needs. The present study examines the influence of managerial position (level, function) and managerial attitudes toward training utility on self-reported training needs. A training-needs survey consisting of items related to basic managerial, interpersonal, administrative, and quality control skills was completed by 506 lower and middle level managers across four functional areas. Correlational and regression analyses indicated that managerial level and function had some effect on reported administrative training needs, while function and attitudes towards training utility had some impact on self-reported training needs for quality control. Level, function, and attitude were not related to reported basic managerial and interpersonal training needs. The implications and limitations of the results are discussed, and future research directions are presented.
134 citations
TL;DR: In this paper, a survey of 218 industrial employees who had used a peer evaluation system for over a year found a higher degree of user acceptance than that reported in previous research, indicating that employees were significantly more favorable in their attitudes toward peer appraisals when the appraisal was used for developmental rather than evaluative purposes, and favorable user reactions were positively associated with the satisfaction that employees expressed with prior peer ratings and with the amount of leniency perceived in the peer rating process.
Abstract: A survey of 218 industrial employees who had used a peer evaluation system for over a year found a higher degree of user acceptance than that reported in previous research. Users were significantly more favorable in their attitudes toward peer appraisals when the appraisals were used for developmental rather than evaluative purposes. Favorable user reactions were positively associated with the satisfaction that employees expressed with prior peer ratings and with the amount of leniency perceived in the peer rating process. User reactions were negatively associated with perceived friendship bias and years of company experience. No relationship was found between peer or self-ratings of performance and reactions to the peer appraisal process.
118 citations
TL;DR: A survey of 163 individuals who conduct individual assessment to questions about their practices and of 153 individuals who do not conduct individual assessments to questions concerning their attitudes toward individual assessment was examined in this article.
Abstract: Individual assessment, defined as one psychologist making an assessment decision for a personnel-related purpose about one individual, was the focus of a survey of a segment of the Division of Industrial and Organizational Psychology of the American Psychological Association. A response rate of 31.6% was obtained. The responses of 163 individuals who conduct individual assessment to questions about their practices and of 153 individuals who do not conduct individual assessment to questions concerning their attitudes toward individual assessment were examined. Findings regarding what types of assessment are typically conducted, how methods are chosen, what methods are typically used, how findings are relayed to client organizations and assessees, and how practices are evaluated are reported. Implications for training and practice as well as areas for research are discussed.
98 citations
TL;DR: In the first study, trial group employees were changed from a 5/40 to a 4/40 work schedule for four months, then returned to a 5 /40 schedule.
Abstract: In the first (N= 140) of two quasi-experimental field studies, trial group employees were changed from a 5/40 to a 4/40 work schedule for four months then returned to a 5/40 schedule. In a second study (N= 102), trial group employees were changed from 5/40 to flextime. Reactions were evaluated using a model for understanding the impact of work schedules. The effects of schedule changes matched those anticipated by pre-intervention surveys of employees. Factors related to organizational effectiveness were enhanced where specific organizational needs were met. Interference with personal activities was reduced where employees had experienced specific difficulties. The most powerful effect, however, was on worker attitudes toward specific work schedules. In addition, a mild positive (perhaps Hawthorne) effect was evident for a wide range of general worker reactions.
TL;DR: In this article, the multiple constituency approach is proposed as a meaningful framework for analyzing the activities of the personnel department, and a basic hypothesis on the differences in constituency preferences was empirically tested in 150 organizational units of three large organizations.
Abstract: The multiple constituency approach is proposed as a meaningful framework for analyzing the activities of the personnel department. A basic hypothesis on the differences in constituency preferences was empirically tested in 150 organizational units of three large organizations. Four constituencies were found to desire significantly different activities from the department. Minor contextual effects on the pattern of differences were also observed across the three organizations. Future research agendas and implications for practice based on the multiple constituency approach are discussed.
TL;DR: In this article, the authors show that content validity requires more than the careful construction of stimulus materials (i.e., exercises); how these stimulus materials are presented to candidates and how responses to these stimuli are evaluated are also critical considerations in making judgments about content validity.
Abstract: Literature on the use of content validity to establish the job-relatedness of assessment centers is reviewed. Most approaches to content validity are shown to focus on job-analysis-based exercise construction and dimension selection as the bases for determining the content validity of an assessment center. The article attempts to show that content validity requires more than the careful construction of stimulus materials (i.e., exercises); how these stimulus materials are presented to candidates and how responses to these stimuli are evaluated are also critical considerations in making judgments about content validity. Variability in the way these issues are dealt with is documented.
TL;DR: The major change identified is a reduction in the sanctity with which a single correlation is viewed for either purpose as mentioned in this paper, where distinctions are (or can be) made between job-relatedness, inferred in part from validity coefficients based on job related criteria, and the valid measurement of a trait (attribute), inferred from research using construct-related criteria.
Abstract: Changes in views of personnel selection research include changing opinions about choosing predictors and criteria, methods of data collection, and methods of evaluating selection procedures. In particular, distinctions are (or can be) made between job-relatedness, inferred in part from validity coefficients based on job-related criteria, and the valid measurement of a trait (attribute), inferred in part from research using construct-related criteria. The major change identified is a reduction in the sanctity with which a single correlation is viewed for either purpose.
TL;DR: Using policy capturing and direct-ranking methodologies, managers made salary-raise decisions for 104 hypothetical employees as discussed by the authors, where the employees were experimentally varied on five manipulated characteristics: (1) performance level, (2) performance consistency, (3) tenure, (4) current salary, and (5) external job offer.
Abstract: Using policy-capturing and direct-ranking methodologies, managers made salary-raise decisions for 104 hypothetical employees These employees were experimentally varied on five manipulated characteristics: (1) performance level, (2) performance consistency, (3) tenure, (4) current salary, and (5) external job offer The main effects of these five characteristics accounted for an average of 77% of the variance in the managers' raise decisions On the other hand, the interactions accounted for virtually no variance Substantial individual differences were found among managers in the weights they attached to the five characteristics, even though all of the managers were from the same organization Substantial differences were also observed in the relative importance of the five characteristics as determined by policy capturing and direct ranking Future research and administrative practice implications are suggested, especially those regarding individual differences in attribute weights among managers
TL;DR: In this article, interview judgments, gender, and age data were collected for job applicants interviewing for seasonal retail sales clerk positions in two separate years and matched with interview judgments for 312 employees and 205 employees in Year One and Year Two.
Abstract: Interviewer judgments, gender, and age data were collected for job applicants interviewing for seasonal retail sales clerk positions in two separate years. Job performance data were matched with interviewer judgments for 312 employees in Year One and for 205 employees in Year Two. The correlation between interview judgments and job performance was .34 in Year One; after correction for criterion attenuation and restriction of range, the correlation was estimated at .42. The second year results yielded a correlation of .51, which, after corrections, was estimated at .61. Analyses of the data for differential prediction as a function of sex and age for both years revealed that females and older applicants received higher average interview evaluations, but regression lines did not differ significantly among the age and gender subgroups.
TL;DR: Literature on the impact of the quality circle process upon both individual and organizational outcomes was reviewed and, on average, demonstrated the intervention's effectiveness as discussed by the authors, and two moderating factors were identified and their influence reported.
Abstract: Literature on the impact of the quality circle process upon both individual and organizational outcomes was reviewed and, on average, demonstrated the intervention's effectiveness. In addition, two moderating factors were identified and their influence reported. Finally, the potential for a positive-findings bias was investigated, with no significant positive-findings bias found. It is suggested that this bias may be an artifact resulting from the inclusion of “popular-press” articles with research-oriented studies. The implications of this finding and the existence of other threats to quality circle efficacy are discussed.
TL;DR: In this paper, a review of the Brito v. Zia (1973) decision dealing with terminations based on subjective performance appraisals is presented, and professional interpretations of the decision are examined and criticized in light of professional practice and subsequent court decisions.
Abstract: Court cases since the classic Brito v. Zia (1973) decision dealing with terminations based on subjective performance appraisals are reviewed. Professional interpretations of Brito v. Zia are also examined and criticized in light of professional practice and subsequent court decisions. Major themes and issues are distilled from the review of cases, and implications and recommendations for personnel practices were discussed.
TL;DR: This article evaluated an interviewee skills training program in a field setting using a broad sample of interviewers, jobs, and candidates, and found that participants responded positively to the training program and demonstrated substantial learning.
Abstract: The purpose of this study was to provide an evaluation of an interviewee skills training program in a field setting using a broad sample of interviewers, jobs, and candidates. The training program (n= 158) derived its content from previous literature and used multiple instructional techniques. An experimental design was employed with a self-study (placebo control) group (n= 140), random assignment, and many levels of evaluation criteria. Measures exhibited acceptable reliability, and statistical power was high for all analyses. Results indicated that class members responded positively to the program and demonstrated substantial learning. Interviewer evaluations of behavior failed to distinguish between experimental groups, however, and no differences were observed in job offers. Furthermore, no differences were observed between study participants and nonparticipants (n= 174) in terms of interview behavior and job offers. This study illustrates the danger of relying solely on reaction or learning criteria in the evaluation of training programs. Several explanations are offered for the findings.
TL;DR: In this article, the authors examined the effect of quality circle initiation on the number of projects completed and the amount of time required to complete the project, and found that self-initiated QCs solved more work-related problems and solved their problems significantly faster than did self-organized QCs.
Abstract: The motivation to attend quality circle (QC) meetings and the task performance of 47 quality circles over a three-year period were examined as a function of quality circle initiation (self- vs. management-initiated) in a field study. Motivation to attend meetings was operationally defined as the number of members per QC (QC size) and the attendance rate at QC meetings. Task performance reflected the number of projects completed and the amount of time required to complete the project. The results of a MANOVA suggested that QC initiation had significant impacts on motivation to attend meetings in that self-initiated QCs had more QC members than had management-initiated QCs. Further, management-initiated QCs solved more work-related problems and solved their problems significantly faster than did self-initiated QCs. The effect of QC initiation on the number of projects completed failed to reach significance, however, when QC size was controlled as a covariate. Further, a high attendance rate at QC meetings was associated with a low quantity of projects completed in self-initiated QCs and a slow speed of problem solving in management-initiated QCs. Some implications related to the effectiveness of QCs are discussed.
TL;DR: This article explored the utility of adopting a supply-side approach to understand the nature of wage differentials between men and women using an expectancy theory framework, using a sample of 272 job applicants evaluated a set of job outcomes and rated the instrumentalities and expectancies for each of eight jobs that varied in terms of sex dominance, pay, and worth.
Abstract: The purpose of this study was to explore the utility of adopting a supply-side approach to understanding the nature of wage differentials between men and women. Using an expectancy theory framework, a sample of 272 job applicants evaluated a set of job outcomes and rated the instrumentalities and expectancies for each of eight jobs that varied in terms of sex dominance, pay, and worth. Preferences for each job also were obtained using a paired comparison procedure. The results suggested that much of the wage gap between men and women can be explained by (1) evaluations of multiple outcomes other than pay and (2) gender-related differences in expectancies, instrumentalities, and valences with respect to these outcomes. Both the theoretical and practical utility of approaching the issue of comparable worth from a supply as well as a demand side are discussed.
TL;DR: This paper examined several dimensions and characteristics of drug-testing programs that are associated with personnel managers' judgments of the programs' effectiveness and found that firms with drug testing policies differ from non-drug-testing organizations.
Abstract: This study examines several dimensions and characteristics of drug-testing programs that are associated with personnel managers' judgments of the programs' effectiveness. The data gathered from 190 human resource management (HRM) executives indicate that firms with drug-testing policies differ from non-drug-testing organizations. Drug-testing programs considered to be effective are supported by ancillary activities such as employee assistance programs, supervisory training, and employee drug-awareness communications. Organizations perceived to have effective drug-testing policies engage in drug testing for targeted groups of employees and focus on the rehabilitation of those individuals who test positive.
TL;DR: In this article, a performance feedback intervention applied in a small retail fast-food store was investigated, and the utility analysis results suggested substantial payoffs from performance feedback, though the store's owner-managers had earlier rejected the program.
Abstract: This study investigated the frequent (but previously untested) assertion that utility analysis can improve communication and decision making about human resource management programs by examining a performance feedback intervention applied in a small retail fast-food store. The study employed several new features, including (1) applying a utility model focusing on improvements in group production most salient to decision makers (as opposed to more common approaches that measure the standard deviation of individual performance), (2) explicitly comparing empirical utility results with subjectively derived utility values, and (3) comparing managerial decisions and decision processes with the prescriptions of the normative utility model. Utility analysis results suggested substantial payoffs from performance feedback, though the store's owner-managers had earlier rejected the program. A structured interview and questionnaire analysis of the owner-managers' decision processes suggested that their utility parameter estimates were inaccurate (especially with regard to the cost and the effect of the feedback program) and showed that they had considered several additional program outcomes that were negatively evaluated. The combination of the inaccuracy and additional negative factors, however, was still not sufficient to produce negative subjective utility estimates. Failure to adopt the program apparently occurred because decision makers underestimated the importance of the performance problem and, therefore, failed to formally analyze the performance feedback intervention.
TL;DR: In this paper, the authors investigated the utility estimate variability for the selection utility of using the Programmer Aptitude Test to select computer programmers in a medium-sized computer manufacturing organization and found that the distribution information provided by the Monte Carlo analysis more completely described the variability and riskiness associated with the expected utility value.
Abstract: To date, utility analysis research has derived point estimates of the expected utility value for human resource management programs or interventions. Utility estimates are usually quite large, but they fail to reflect the size and shape of the utility distribution. The present study investigated utility estimate variability for the selection utility of using the Programmer Aptitude Test to select computer programmers in a medium-sized computer manufacturing organization. Utility calculations incorporated financial/economic factors as well as employee flows over time. The distributions for each utility parameter were empirically estimated, and these distribution estimates were combined through a Monte Carlo analysis to yield a distribution of total utility values. Monte Carlo results were compared to three other risk assessment approaches: (1) sensitivity analysis, (2) break-even analysis, and (3) algebraic derivation of the distribution. Results suggest that the distribution information provided by the Monte Carlo analysis more completely described the variability and riskiness associated with the expected utility value. Future research suggested by these findings is discussed.
TL;DR: In this article, an experimental study was conducted to investigate the effects of knowledge of current pay levels and perceived job gender on subsequent job evaluations, finding evidence of a pro-female bias in the job evaluation ratings.
Abstract: An experimental study was conducted to investigate the effects of knowledge of current pay levels and perceived job gender on subsequent job evaluations. The sample consisted of 53 job evaluators in professional and scientific positions at the University of Iowa who had previously received 20 hours of training in job evaluation and participated in over 100 hours of job evaluations during the implementation of a comparable worth pay system. The hypothesis that jobs with high (manipulated) pay levels would receive higher evaluations than jobs with low (manipulated) pay levels was confirmed, although the effects were smaller than those reported in other studies. In addition, evidence of a pro-female bias was found (p < .08) in the job evaluation ratings. Implications of these findings for job evaluation research and practice are discussed.
TL;DR: In this paper, the authors investigate potential outcomes for unions involved in joint union-management QWL efforts and find that participants perceive a higher level of union influence in job areas where unions have not traditionally been involved (i.e., implementing technological changes, helping improve service to customers).
Abstract: The purpose of this study is to investigate potential outcomes for unions involved in joint union-management QWL efforts. Subjects (rank-and-file union members) from three different QWL efforts within one organization were identified and measured at two points in time to determine what impact a joint QWL effort would have on their perceptions of the union. Results indicate that after QWL involvement, participants perceive a higher level of union influence in job areas where unions have not traditionally been involved (i.e., implementing technological changes, helping improve service to customers). In traditional job areas (i.e., scheduling shift changes and vacations) an interaction between the perception of QWL success and union influence was noted. The findings also indicated a desire by the “silent majority” of union members to become involved in QWL efforts. Finally, the present research suggests that after QWL involvement, a majority of the rank-and-file members who perceived QWL as successful gave equal credit for the success to both union and management. The rank-and-file members who perceived QWL as unsuccessful tended to blame management for the lack of success. Implications of these findings and the need for more research in this area are discussed.
TL;DR: It is argued that specialists in this field frequently have overstated both the severity of the problem and the effectiveness of rehabilitative measures.
Abstract: This paper examines the development and reporting of knowledge about employee alcoholism programs. It argues that specialists in this field frequently have overstated both the severity of the problem and the effectiveness of rehabilitative measures. Their claims are compared with evidence from the limited body of systematic research on this topic.
TL;DR: In this paper, a four-period, lender-simulation exercise was conducted to determine whether people could attain outcomes on a complex task that would be in line with differential goal weights corresponding to different aspects of the task.
Abstract: This study involved taking goal-setting research in a new direction. Its purpose was to determine whether people could attain outcomes on a complex task that would be in line with differential goal weights corresponding to different aspects of the task. One hundred twenty-nine bank lending officers were run through a four-period, lender-simulation exercise. Teams of two to six persons competed with two to five other teams in terms of five weighted performance goals: portfolio yield, portfolio size, net income, net charge-offs, and credit file deficiencies. Weights for each performance goal were equal for each team in Periods 1 and 2. In Period 3 teams could set their own goal weights within a range. During this period goal weights were significantly related to performance for three of four relevant criteria. In all but Period 4 each group had to maintain a minimum return on assets (ROA) standard or suffer penalties. In Period 4, when the ROA standard became inoperative, ROA performance decreased significantly. These results confirm the effectiveness of goal setting (1) with complex tasks, (2) using the group as the unit of analysis, and (3) using multiple goals with differential weights.
TL;DR: This paper analyzed state appellate court decisions to identify judicial philosophies and to determine which states have accepted or rejected the various exceptions to the employment at-will doctrine, including violations of public policy, breaches of implied contracts in employee handbooks, and torts of emotional distress.
Abstract: State courts have produced three major exceptions to the employment at-will doctrine: (1) violation of public policy, (2) breach of an implied contract (including written policies, oral promises, and implied covenants of good faith and fair dealing), and (3) commitment of a tort of emotional distress, defamation, or third-party interference with a contractual relationship. We analyzed state appellate court decisions to identify judicial philosophies and to determine which states have accepted or rejected the various exceptions to employment at-will. Our results show that the states vary considerably. The most commonly accepted arguments against employment at-will are violations of public policy, breaches of implied contracts in employee handbooks, and torts of outrageous emotional distress. Overall, this research highlights the need for statewide consistency with regard to the at-will issue.
TL;DR: In this paper, two work maturity factors (Time Consciousness and Sociability) were found to predict a weighted composite criterion composed of ten job performance dimensions, and the ability of individual dimensions to predict job performance was examined.
Abstract: Current concepts of the construct of work maturity have focused on a cognitive developmental perspective. This study demonstrates the criterion-related validity of a behavior-based measure of work maturity. The work-maturity levels of 142 youth enrollees in a job training program sponsored by the Job Training Partnership Act (JTPA) were measured using a locally relevant, behavior-based instrument. Through factor and linear regression analyses, the construct of work maturity was defined and related to later job performance. Two work-maturity factors (Time Consciousness and Sociability) were found to predict a weighted composite criterion composed of ten job performance dimensions. In addition, the ability of individual dimensions to predict job performance was also examined. Future studies of work maturity that combine cognitive and behavioral measures are suggested.