Showing papers in "Personnel Psychology in 1990"
TL;DR: In this article, the authors examined the relation among employer supported child care, work/family conflict and absenteeism and found that supportive supervision and satisfaction with child care arrangements (regardless of location) were related to less work/ family conflict.
Abstract: This study examined the relations among employer supported child care, work/family conflict and absenteeism. No support was found for the hypothesis that use of a child care center at work would reduce the amount of work/family conflict and absenteeism of employed parents. Consistent with our hypotheses, the results indicated that supportive supervision and satisfaction with child care arrangements (regardless of location) were related to less work/family conflict. Further, it was found that less work/family conflict was related to lower levels of absenteeism. The results have implications for the role of employers in addressing child care concerns of employees.
509 citations
TL;DR: The Army Selection and Classification Project has produced a comprehensive examination of job performance in 19 entrylevel Army jobs (Military Occupational Specialties) sampled from the existing population of entry-level positions as discussed by the authors.
Abstract: The Army Selection and Classification Project has produced a comprehensive examination of job performance in 19 entry-level Army jobs (Military Occupational Specialties) sampled from the existing population of entry-level positions. Multiple methods of job analysis and criterion measurement were utilized in a subsample of nine jobs to generate over 200 performance indicators, which were then used to assess performance in a combined sample of 9,430 job incumbents. An iterative procedure involving a series of content analyses and principal components analyses was used to develop a basic array of up to 32 criterion scores for each job. This basic set of scores formed the starting point of an attempt to model the latent structure of performance in this population of jobs. After alternative models were proposed for the latent structure, the models were submitted to a goodness-of-fit test via LIS-REL VI. After accounting for two components of method variance, a five-factor solution was judged as the best fit. The implications of the results and the modeling procedure for future personnel research are discussed.
430 citations
TL;DR: In this article, a predictor battery of cognitive ability, perceptual-psychomotor ability, temperament/personality, interest, and job outcome preference measures was administered to enlisted soldiers in nine Army jobs.
Abstract: A predictor battery of cognitive ability, perceptual-psychomotor ability, temperament/personality, interest, and job outcome preference measures was administered to enlisted soldiers in nine Army jobs. These measures were summarized in terms of 24 composite scores. The relationships between the predictor composite scores and five components of job performance were analyzed. Scores from the cognitive and perceptual-psychomotor ability tests provided the best prediction of job-specific and general task proficiency, while the temperament/personality composites were the best predictors of giving extra effort, supporting peers, and exhibiting personal discipline. Composite scores derived from the interest inventory were correlated more highly with task proficiency than with demonstrating effort and peer support. In particular, vocational interests were among the best predictors of task proficiency in combat jobs. The results suggest that the Army can improve the prediction of job performance by adding non-cognitive predictors to its present battery of predictor tests.
404 citations
TL;DR: In this article, the authors examined interviewers' assessments of job applicants in terms of both general and firm-specific employability (i.e., fit), and found that assessment of general employability differ from assessment of firm specific employability.
Abstract: Although both strategic management theorists and practicing recruiters endorse selecting applicants on the basis of “fit,” precise delineation of fit in a selection context remains elusive. Moreover, the majority of previous work in this area has been based on anecdotes, case studies, or prescriptions rather than empirical evidence. The present investigation examines interviewers' assessments of job applicants in terms of both general and firm-specific employability (i.e., fit). Results suggest that (1) assessments of general employability differ from firm-specific assessments, (2) there is a firm-specific component to interviewers' evaluations of job applicants, and (3) interpersonal skills, goal orientation, and physical attractiveness contribute to assessments of fit (holding general employability constant), while objective qualifications (e.g., grade point average, extracurricular offices, years experience) do not. Suggestions for future research are offered.
335 citations
TL;DR: The Test Attitude Survey (TAS) instrument as discussed by the authors was developed to measure the attitudes and opinions of employment test takers toward the tests they just took, and nine factors were developed which reflect test testers' expressed effort and motivation on the test, the degree of concentration, perceived test ease, and the like.
Abstract: The first phase of this research effort describes an effort to directly measure the attitudes and opinions of employment test takers toward the tests they just took; the instrument is called the Test Attitude Survey (TAS). Nine factors were developed which reflect test takers' expressed effort and motivation on the test, the degree of concentration, perceived test ease, and the like. Several studies were conducted showing that TAS factors were significantly sensitive to differences in test types and administration permitting the inference that the TAS possessed construct validity. The second phase of this study tested several propositions and hypotheses. In one study, it is shown that the applicants report significantly higher effort and motivation on the employment tests compared to incumbents, even when ability is held constant. A second study showed that a small but significant relationship exists between TAS factor scores, test performances, and the person factors. Moreover, some of the racial differences on test performances can be accounted for via the TAS factor scores; it is observed that after holding these TAS factors constant, racial differences on the employment tests scores diminished. In a third study, very limited evidence was found for the incremental and moderating effects of these attitudes, but there were several limitations to the study associated with small sample sizes, unknown reliabilities in the criterion scales, and so forth. Discussion focussed on the potential practical applications of the TAS instrument and factor scores. It is suggested that further research could have some utility in this domain.
328 citations
TL;DR: In this article, the authors compared goal-setting and self-management training designs for their effectiveness in facilitating transfer of training to a novel task and found that goal-setters tended to generalize fewer skills to the novel task context, while self-managed trainees tended to use these skills more repeatedly.
Abstract: This study contrasted goal setting and self-management training designs for their effectiveness in facilitating transfer of training to a novel task. Behavioral measures of performance were used to assess transfer in terms of skill generalization, skill repetition and overall performance level. Skill generalization was more limited among the goal-setting trainees as compared to the self-management trainees. While goal-setting trainees generalized fewer skills to the novel task context, these skills tended to be used more repeatedly. In contrast, self-management trainees exhibited higher rates of skill generalization and higher overall performance levels on the transfer task, even after the effects of outcome goal level were controlled. Implications are discussed for future research on training transfer.
207 citations
TL;DR: In this article, the authors reviewed the test-retest reliability, internal consistency, scale discrimination, factorial validity, convergent validity across raters and methods, and methods bias of the Job Diagnostic Survey (JDS).
Abstract: Empirical research is reviewed to evaluate the test-retest reliability, internal consistency, scale discrimination, factorial validity, convergent validity across raters and methods, and methods bias of the Job Diagnostic Survey (JDS) of Hackman and Oldham (1975, 1980). The review shows that the JDS has important psychometric limitations, but is able–when used properly–to provide useful information about perceived job properties. Suggestions are made for improving the JDS and for developing additional instruments that assess a broader array of job dimensions and that assess them more objectively than current measures. Job characteristics researchers need a diverse portfolio of measures to accomplish different purposes.
194 citations
TL;DR: The Selection and Classification Project A (Project A) as mentioned in this paper was a 7-year effort conducted by the Army Research Institute and a consortium of three research firms to generate the instrumentation and validity information data base that are necessary for modeling and developing an organization-wide selection and classification system.
Abstract: This paper serves as an introduction and background for the remaining papers in this issue, which describe in somewhat more detail the major pieces in the Army's Selection and Classification Project (Project A). The principal objectives, the methods being used, and the basic research design of Project A are outlined. Project A was a 7-year effort conducted by the Army Research Institute and a consortium of three research firms. The overall objective was to generate the instrumentation and validity information data base that are necessary for modeling and developing an organization-wide selection and classification system. Both the scientific and practical implications of the project are noted.
153 citations
TL;DR: In this paper, the authors review the methodological and conceptual basis of dual allegiance and propose a framework for additional research on DA that offers a plan for dealing with a number of fundamental questions about the scientific standing of the concept.
Abstract: For the past 40 years during which dual allegiance (DA) has been studied, precious little has been discovered that expands on the insights of early writers about the topic. This paper reviews the methodological and conceptual basis of DA, both of which are found wanting. Legal and ethical issues concerned with applications of DA research are not addressed appropriately by current investigators. Ideas for ameliorating some of these problems are recommended. A framework for additional research on DA is proposed that offers a plan for dealing with a number of fundamental questions about the scientific standing of the concept.
129 citations
TL;DR: This article examined the underlying assumptions regarding the theory's prescriptions that subordinate maturity moderates the relationship of leader task and relationship behaviors with indicants of leader effectiveness and found that these assumptions do not support these assumptions.
Abstract: Hersey and Blanchard's situational leadership theory (1982) is widely known and used, but has limited, mixed empirical validation. This study examines the underlying assumptions regarding the theory's prescriptions that subordinate maturity moderates the relationship of leader task and relationship behaviors with indicants of leader effectiveness. Results of this analysis do not support these assumptions. An examination of the more complex predictions of the theory also show little support for it. Findings are discussed in terms of future research and theory development.
121 citations
TL;DR: In this article, a quasi-experimental design was used to investigate the influence of retranslated behavior checklists on the construct validity of dimension ratings for two assessment center exercises.
Abstract: Although research has established the criterion-related validity of assessment centers for selection purposes, the construct validity of dimension ratings has not been demonstrated. A quasi-experimental design was used to investigate the influence of retranslated behavior checklists on the construct validity of dimension ratings for two assessment center exercises. Assessor use of behavior checklists increased the average convergent (i.e., same dimension across exercise) validity from .24 to .43 while decreasing the average discriminant (i.e., different dimension within exercise) validity (.47 to .41). Behavior checklist sums were moderately correlated with corresponding dimension ratings and demonstrated a comparable level of construct validity. It is suggested that using behavior checklists may improve dimension construct validity by reducing the cognitive demands placed on raters.
TL;DR: The goal of Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry-level enlisted positions in the U.S. Army was covered as discussed by the authors.
Abstract: The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry-level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization-wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands-on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.
TL;DR: The authors explored mediators and moderators of the relationship of interviewers' preinterview impressions of applicants to their post-interview impression of the same applicants, as well as the effects on recruiting success.
Abstract: Many interviewers must handle the competing demands of assessment and recruitment when conducting interviews. Both interviewers and applicants in a college placement setting provided their perceptions of each other and the interview process. The present study explored possible mediators and moderators of the relationship of interviewers' preinterview impressions of applicants to their postinterview impressions of the same applicants, as well as the effects on recruiting success. Consistent with a process model of the interview (Dipboye, 1982), preinterview impressions were positively related to postinterview impressions. Several other predictions were not supported, however, and suggestions are made for modifications in the process model and directions for future research.
TL;DR: Barrett et al. as mentioned in this paper used weekly performance data from 509 sewing machine operators to determine the degree of performance consistency, potential moderators of consistency, and the stability of predictor-criteria relationships using multiple predictors and criteria.
Abstract: The concept of dynamic criteria has been the subject of a recent debate regarding both the definition and prevalence of the phenomenon (Austin, Humphreys, & Hulin, 1989; Barrett & Alexander, 1989; Barrett, Caldwell, & Alexander, 1985). The present paper questions the adequacy of the conceptual framework underlying the debate and provides data supporting a refined concept of dynamic criteria. The incidence and possible causes of change in relative performance were investigated using weekly performance data from 509 sewing machine operators. Analyses were conducted to determine the degree of performance consistency, potential moderators of consistency, and the stability of predictor-criteria relationships using multiple predictors and criteria. Results revealed a steady decline in performance stability coefficients as the interval between measures increased. This decay was evident regardless of employees' prior job experience, cognitive ability, or psychomotor ability. Analyses of predictive validity coefficients revealed temporal changes in validity for both objective and subjective criteria, but not in the expected direction. The validity of cognitive ability increased, the validity of psychomotor ability was stable, and that of prior job experience decreased over time. Implications for theory and research are discussed.
TL;DR: The construct validity of assessment center final dimension ratings was examined within a nomologicai network of cognitive and personality measures as mentioned in this paper, and it was found that several cognitive ability measures related more strongly to performance-s tyle dimension ratings than to interpersonal-style dimension ratings.
Abstract: The construct validity of assessment center final dimension ratings was examined within a nomologicai network of cognitive and personality measures. Four hundred forty-one employees of a large mid-western petroleum company were assessed on 11 dimensions in two broad categories and completed four tests. Results showed that several cognitive ability measures related more strongly to performance-s tyle dimension ratings than to interpersonal -style dimension ratings, providing evidence for convergent and discriminant validity. Correlation analysis and factor analysis support the two a priori interpersonal- and performance-style categories. The results suggest that final dimension ratings possess construct validity and that assessors can differentiate between two broad categories of assessment dimensions.
TL;DR: This article examined college students' attitudes toward various aspects of common testing programs and found that attitudes toward most aspects of testing were characterized by extreme variability and that nearly all aspects of drug testing programs are strongly accepted by some individuals and strongly rejected by others.
Abstract: Drug testing programs are becoming increasingly popular, but little is known about attitudes toward various aspects of common testing programs. This study examined college students’attitudes toward several aspects of drug testing programs. Results indicate that testing is seen, under some circumstances, as appropriate and necessary. However, attitudes toward most aspects of testing were characterized by extreme variability. Virtually all aspects of drug testing programs are strongly accepted by some individuals and strongly rejected by others. Furthermore, attitudes toward employee drug testing do not appear to vary as a function of employment experience, qualifications, or political inclinations, and are not strongly related to the individual's exposure to others’drug use. One of the few consistent correlates of approval of employee drug testing was the individual's drug use; self-report frequency of drug use was negatively correlated with the acceptability of employee drug testing.
TL;DR: This article examined the relationship between employee backgrounds and preferences for child care assistance and found that employees' child care needs are diverse, multi-faceted, and changing, and suggested that organizations consider developing several packages of child care-assistance policies that can be responsive to changes in the mix of employees' assistance needs and their work forces' demographics over time.
Abstract: This research examines employee background variables moderating problems with child care arrangements and variance in work-related attitudes and behaviors. Gender, household employment configuration, dependents' care profile, managerial status, and use of familial care arrangements help explain variance in child care problems, attitudes toward managing work and child care responsibilities, and the absence behavior of working parents in a public utility. The relationship between employee backgrounds and preferences for child care assistance is also examined. The study demonstrates that employees' child care needs are diverse, multi-faceted, and changing. It is suggested that organizations consider developing several packages of child care assistance policies that can be responsive to changes in the mix of employees' assistance needs and their work forces' demographics over time.
TL;DR: The in-basket test is a frequently used assessment tool for predicting job performance and, to a lesser extent, as a technique for research and development in various human resource applications as mentioned in this paper.
Abstract: The in-basket test is a frequently used assessment tool for predicting job performance and, to a lesser extent, as a technique for research and development in various human resource applications. While the in-basket test has obvious attractive features for application in the business setting, there is a great degree of uniqueness in each application and relatively little research focusing on critical issues involved in construction or evaluation. In this paper, the literature focusing on the psychometric properties of in-basket measures of performance are reviewed and evaluated. The compiled evidence provides only modest support of the usefulness of the in-basket test as a measurement tool.
TL;DR: This article examined how personnel managers and line managers make disciplinary decisions using a policy-capturing approach, and found that the factors made relevant by the economic, institutional/legal, and hierarchical contexts had the largest impact on the decisions made by the personnel managers.
Abstract: This study examined how personnel managers (n= 19) and line managers (n= 28) make disciplinary decisions. Using a policy-capturing approach, subjects were asked to respond to disciplinary incidents that varied in terms of three factors likely to affect managerial attributions about the cause of the disciplinary problem (managerial provocation, personal problems, or tenure). The incidents also varied in terms of factors made relevant by the economic, institutional/legal, and hierarchical contexts. Of the six variables manipulated, the factor relating to the institutional/legal context had the largest impact on the decisions made by the personnel managers, and the factor relating to the hierarchical context had the largest impact on the decisions made by the line managers. While provocation was relatively important for both line and personnel managers, personal problems, tenure, and the economic implications of the decision had more modest impacts on managerial decisions. The results also suggest that there is substantial variation across managers in terms of the decision rules employed when responding to disciplinary cases.
TL;DR: In this paper, a conceptual integration of job design and compensation draws on interdisciplinary job design, job evaluation, and labor economic theory, and it is argued that job design influences the number and level of skills required and the degree to which jobs are physically aversive or hazardous.
Abstract: A conceptual integration of job design and compensation draws on interdisciplinary job design, job evaluation, and labor economic theory. It is argued that job design influences the number and level of skills required and the degree to which jobs are physically aversive or hazardous. External labor markets also respond to skill and physical requirements. Job evaluation links job design and market forces by analyzing jobs’compensable factors that reflect these requirements, and then relating them to the market through wage surveys across firms. An empirical examination presents relationships between job design and pay or job evaluation measures. Strongly supportive results replicate in two separate samples (total n = 213 jobs) which differ in industries, job types, skill levels, job design measures, job evaluation measures, and labor markets. Motivational job design had higher job evaluation measures reflecting higher skill requirements, and mechanistic and perceptual/motor design had lower evaluation measures reflecting lower skill requirements. Biological design had lower evaluation measures reflecting physical requirements.
TL;DR: Pay allocation decisions of 123 industrial uniform industry managers were investigated by as mentioned in this paper, who found that the managers awarded higher pay raises to a subordinate when they were dependent on the subordinate's expertise, and that political connections led to a higher raise for the subordinate only when the subordinate made a dependency threat.
Abstract: Pay allocation decisions of 123 industrial uniform industry managers were investigated. Results showed that the managers awarded higher pay raises to a subordinate when they were dependent on the subordinate's expertise. Political connections led to a higher raise for the subordinate only when the subordinate made a dependency threat.
TL;DR: In this paper, the authors describe the characteristics of the new test battery and the procedures that were used to develop it, and the basic psychometric properties of each measure, as determined in a large concurrent validation sample, are also described.
Abstract: A major goal of the Army Selection and Classification Project was to develop an experimental predictor battery that would best supplement the Armed Forces Vocational Aptitude Battery for making selection and classification decisions for entry-level enlisted personnel. That is, what predictor measures would best serve the needs of all the jobs in an entire selection/classification system? This paper describes the characteristics of the new test battery and the procedures that were used to develop it. The major steps in the procedure were a structured literature search using a standard protocol, an extensive expert judgment study of expected true validities for a population of predictor variables against a population of performance components, fabrication of modularized software and a special response pedestal for computerized measurement of perceptual and psychomotor abilities, evaluations of experimental measures in three iterative pilot tests and one major field test, and a series of reviews by a panel of scientific advisers. The test battery that resulted from this 2 1/2-year development effort is described. The basic psychometric properties of each measure, as determined in a large concurrent validation sample, are also described.
TL;DR: In this article, the validity coefficients for a single assessment center implemented in multiple locations are presented, and it is suggested that the quality of the implementation of a selection procedure when there is local latitude in its implementation is an important factor in determining the procedure's effectiveness.
Abstract: Validity coefficients for a single assessment center implemented in multiple locations are presented. Correction for range restriction, criterion unreliability, and sampling error did not account for a large portion of the variability in these validity coefficients. The type of assessor used, the center's administrative arrangement, and prior assessor-assessee contact moderated these validities. It is suggested that the quality of the implementation of a selection procedure when there is local latitude in its implementation is an important factor in determining the procedure's effectiveness.
TL;DR: In this article, a criterion-related validation was conducted to assess the validity of four aptitude tests and five tests of content taken directly from job tasks in predicting job sample performance of apprentices in eight skilled trades.
Abstract: A criterion-related validation was conducted to assess the validity of four aptitude tests and five tests of content taken directly from job tasks in predicting job sample performance of apprentices in eight skilled trades. Observed validities were above .40 (corrected for range restriction, validities averaged .52). Though there were large subgroup mean differences on both predictor and criterion measures, there was no evidence of significant differential prediction.
TL;DR: In this paper, the correspondence between inferences made using two validation strategies (content and criterion-related) examined in a specific personnel selection application was examined in an interview guide used to select applicants with prior sales experience.
Abstract: The correspondence between inferences made using two validation strategies–content and criterion-related–were examined in a specific personnel selection application. Empirical validity values and Law-she's (1975) content validity ratios (CVR) were obtained for items from three structured interview guides used in the selection of insurance agents. Ratings of each item by over 300 field managers were used to calculate the CVR values. Statistically significant, yet modest correlations were found between empirical item validities and content validities for an interview guide used to select applicants with prior insurance sales experience. No significant differences were found among these correlations by comparing job experts of different levels of managerial experience and experience in selection. Data for the interview guide used to select experienced applicants also indicated that a content validity approach can be useful in developing a selection instrument with an empirically valid composite rating. The hypotheses were not confirmed for interview guides used to select applicants with no prior insurance sales experience. The practical importance of these results are discussed, as are plans for future research.
TL;DR: In this article, a multiple levels of analysis approach was used to assess whether job performance and skill importance ratings were based on individual differences, incumbent/supervisor dyadic agreement, group membership, or functional department.
Abstract: A multiple levels of analysis approach was used to assess whether job performance and skill importance ratings were based on individual differences, incumbent/supervisor dyadic agreement, group membership, or functional department. Data were collected as part of a managerial training needs analysis conducted at a large gold and silver mining organization. Participants included 140 incumbent managers and their immediate supervisors, who were embedded in 140 incumbent/supervisor dyads, 39 managerial work groups, and eight departments of the organization. Results from Within and Between Analysis (WABA) suggested that (a) incumbent ratings of both performance and skill importance were characterized by individual differences, (b) supervisory ratings of both performance and skill importance were primarily characterized by between-groups (supervisors) differences, (c) matched incumbent-supervisory performance ratings displayed individual differences, and (d) matched incumbent-supervisory importance ratings displayed dyadic agreement (i.e., between-dyads differences). Practical implications of these results for interpreting these and other types of personnel-related data are discussed.
TL;DR: The initial examination of validity generalization in the Army Selection and Classification Project used data from a concurrent validation sample of 4,039 job incumbents drawn from a representative sample of nine jobs as discussed by the authors.
Abstract: The initial examination of validity generalization in the Army Selection and Classification Project used data from a concurrent validation sample of 4,039 job incumbents drawn from a representative sample of nine jobs. The available data consisted of 24 predictor scores and five job performance factor scores on each individual. The major objectives were to determine (a) the degree of validity generalization across the major components of performance, with the job held constant, and (b) the degree of validity generalization across jobs within each major performance factor. After reducing the predictor set by eliminating variables that added no information, a modified confirmatory analysis was used to test the hypotheses that one equation would fit the data from all performance components and that one equation would fit the data from all jobs, given a particular performance component. The major findings were that different predictor equations were needed for each of the five criterion factors. For generalization across jobs, within each criterion factor, one equation fit the data for four of the five performance components. Different prediction equations were required for the component that reflects proficiency on the technical tasks specific to each job.
TL;DR: In this paper, the authors investigated the impact of personal and organizational factors and performance appraisal methods on 53 Age Discrimination in Employment Act (ADEA) federal court cases and found that the employer was most likely to be the successful party when the employee was younger, particularly between 40-49 years old.
Abstract: This study investigated the impact of personal and organizational factors and performance appraisal methods on 53 Age Discrimination in Employment Act (ADEA) federal court cases. Discriminant analysis suggested that the employer was most likely to be the successful party when the employee was younger, particularly between 40-49 years old. Appraisal system characteristics which in previous studies were found to be significantly related to case outcome, were not reported in these case decisions. Traditional legal case analysis was used to explore the relationship of performance appraisal methods and the personnel action giving rise to the complaint.
TL;DR: The data base for the Army Selection and Classification Project (Project A) contains two major samples referred to as the concurrent validation sample and the longitudinal validation sample as mentioned in this paper, the former was drawn from a cohort that joined the Army in 1983/84, and the latter from a cohorts that entered in 1986/87.
Abstract: The data base for the Army Selection and Classification Project (Project A) contains two major samples referred to as the concurrent validation sample and the longitudinal validation sample The former was drawn from a cohort that joined the Army in 1983/84, and the latter from a cohort that entered in 1986/87 This paper describes the data base resulting from the concurrent sample The sampling procedure, the distribution of sample sizes over jobs, the total array of variables, and the data collection procedures are described Also discussed are the extensive data editing procedures that were used to deal with missing data
TL;DR: In this paper, a series of exploratory workshops with Army personnel to define the utility issue, pilot test a wide variety of possible scaling methods, and evaluate the methods that seemed most appropriate.
Abstract: For purposes of selection and classification there are two general reasons for scaling the mean and variance of the utility of performance across jobs. First, if differential utility across jobs does exist, then the payoff from a selection and classification system will be enhanced to the extent that accurate utility values are incorporated in the assignment system. Second, a valid utility metric would permit a more meaningful comparison of the gains achieved by alternative selection and classification procedures. It is argued in this paper that the Army context, and perhaps others, precludes using the dollar metric and estimates of SDy in dollars. Consequently, Project A conducted a relatively long series of exploratory workshops with Army personnel to (a) define the utility issue, (b) pilot test a wide variety of possible scaling methods, and (c) evaluate the methods that seemed most appropriate. On the basis of exploratory analysis, a combined procedure incorporating both an interval estimation and a ratio estimation method was used to estimate the utility of five different performance levels for each of 276 jobs (MOS) in the enlisted personnel system. The psychometric properties of the resulting scale values are analyzed and discussed.