More than just the mean: moving to a dynamic view of performance-based compensation

Compensation decisions have important consequences for employees and organizations and affect factors such as retention, motivation, and recruitment. Past research has primarily focused on mean performance as a predictor of compensation, promoting the implicit assumption that alternative aspects of dynamic performance are not relevant. To address this gap in the literature, we examined the influence of dynamic performance characteristics on compensation decisions in the National Basketball Association (NBA). We predicted that, in addition to performance mean, performance trend and variability would also affect compensation decisions. Results revealed that performance mean and trend, but not variability, were significantly and positively related to changes in compensation levels of NBA players. Moreover, trend (but not mean or variability) predicted compensation when controlling for future performance, suggesting that organizations overweighted trend in their compensation decisions. Theoretical and practical implications are discussed.     

Outcomes of Peak,Typical, and Variability in Performance of College Football Teams

Purpose

The purpose of this study was to investigate the typical, peak, and variability in performance of both the offensive and defensive units of college football teams over the course of a season in predicting three objective team-level outcomes (win percentage, fan home game attendance, and bowl game payout).

Design/Methodology/Approach

Data were obtained from an archival sports database for 193 Bowl Subdivision college football teams for three separate seasons.

Findings

When all three types of performance were considered simultaneously, only typical performance significantly predicted win percentage and bowl game payout outcomes, and it explained between 19 % (for bowl game payout) and 49 % (for record) of the variance. All interactions between typical performance and performance variability were non-significant.

Implications

These null results point to a boundary condition in the relationship between performance variability and outcomes: whether the outcome is subject to evaluator attributional processes (e.g., raises, performance evaluations) or is more objective in nature. Although null, the present results question a sometimes implicit assumption that performance inconsistency is detrimental to organizational functioning.

Originality/Value

This is one of the first studies to examine outcomes of peak performance, typical performance, and performance variability at the team level. Additionally, most studies examining the outcomes of such performance use subjective outcomes such as performance ratings, whereas this study provides one of the first examinations using objective outcomes such as bowl game payout.     

Personality and Cognitive Ability as Predictors of Typical and Maximum Managerial Performance

Despite long-established distinctions between typical and maximum performance variables on both the predictor and criterion side, little previous research has directly addressed the extent to which these distinctions translate into differential predictor-criterion relationships. Using a sample of candidates for managerial positions, we examined relations of predictors conceptually linked to typical (i.e., broad, narrow, and compound personality traits) and maximum (i.e., broad and narrow cognitive abilities) performance with corresponding criterion measures (N = 84–873). Supervisory ratings of managerial performance served as the typical performance criterion, whereas maximum performance was assessed via an assessment center. Confirmatory factor analyses supported the distinction between typical and maximum performance. Results also confirmed our hypothesis that cognitive abilities are more strongly correlated with maximum performance than with typical performance and largely supported the expectation of the opposite pattern with personality traits as predictors.     

Consistency,self-consciousness,and the predictive validity of typical and maximal personality measures

Most personality measures which ask for subjects' typical performance have often not been effective as predictors of criterion behaviors. Based upon the maximal performance model of ability tests, predictors were constructed which required subjects to report both how dominant they typically are in a particular situation and how dominant they are capable of acting. The efficacy of these typical and maximal self-reports in predicting typical and maximal expressions of dominance in the laboratory was compared. Self-reports of maximal dominance tended to outpredict self-reports of typical dominance for both typical and maximal laboratory expressions of dominance. In addition, maximal self-reports were of equal predictive validity for both those subjects reporting themselves as consistent in expressing dominance and those reporting themselves as inconsistent (situationally variable). Finally, the extent to which subjects were self-reflective (private self-consciousness) and concerned about their appearance to others (public self-consciousness) mediated the validity of both their typical and maximal self-reports, although the predictive superiority of maximal self-reports was maintained.     

Consistently Inconsistent Working Memory Performance Among Children with ADHD: Evidence of Response Accuracy Variability (RAV)

Heterogeneity in cognitive performance, once regarded as noise, is now considered a causal mechanism or core deficit of ADHD and its related symptoms in most etiological models of the disorder. Previous research on cognitive performance variability has documented increased heterogeneity in response latencies using reaction time data. In contrast, variability in response accuracy remains understudied. The present study is the first to examine Response Accuracy Variability (RAV) among children with ADHD. Children with ADHD (N?=?54) and typically developing children (N?=?50) completed phonological working memory tasks with four set size conditions. RAV was calculated for each set size using the adjusted coefficient of variation (ζ). Results from a mixed model ANOVA indicated that children with ADHD evinced significantly greater variation in working memory performance relative to typically developing children when engaged in tasks within their cognitive capacity (i.e., set sizes 3 and 4), whereas all children exhibit similar, high levels of variability on tasks that exceeded their cognitive capacity (i.e., set sizes 5 and 6). Findings are aligned with the extant literature in documenting consistently inconsistent cognitive performance among children ADHD.

     

Social Facilitation and Inhibition During Maximum Versus Typical Performance Situations

The distinction between maximum performance (“what people can do”) and typical performance (“what people will do”) has received considerable theoretical yet relatively little empirical attention. Findings from social facilitation and inhibition suggest that the relationship between performers' typical and maximum performance may not always be as straightforward as had originally been assumed. Ninety-four psychology students underwent a manipulation of their self-efficacy before doing an explaining task both under typical and maximum performance conditions. Results revealed a social inhibition effect in the maximum performance condition for participants of the low self-efficacy conditions. Implications and directions for future research are discussed.     

The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance

Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive ability, and job-related skill were positively related to role breadth, accounting for 23% of the variance in role breadth. In addition, role breadth was positively related to job performance and was found to mediate the relationship between job autonomy, cognitive ability, job-related skill, and job performance. These results add to our understanding of the factors that predict role breadth, as well as having implications for how job aspects and individual characteristics are translated into performance outcomes and the treatment of variability in incumbent reports of job tasks.     

Personality,Interest, and Motivational Determinants of Maximal and Typical Performances on a Verbal Knowledge Task

The motivation constructs of Need for Cognition, Liking in Thinking, and Typical Intellectual Engagement, NEO Five-Factor Inventory factors, and RIASEC interests along with age were used to predict verbal tasks completed under timed (maximal performance) or untimed (typical performance) conditions. The results from a sample of 341 participants (245 female and 116 male), ranging in age from 18 to 71 years (M = 29.33, SD = 12.08), indicated that the men and women diverge in the relationships between their noncognitive domains and the verbal tasks. That is, women's verbal abilities are influenced by their age, and personality, interests, and motivations, whereas only personality and age contributed to verbal abilities in men. The results also displayed that the context in which a cognitive task is performed induced either maximal or typical efforts with different relationships with the predictor variables. The implications of the findings in relation to workplace training and development are discussed.     

The Moderating Influence of Personality and Culture on Social Loafing in Typical versus Maximum Performance Situations

The current paper combines research from personality, cultural, social, and work‐ and organizational psychology. More precisely, it addresses the motivating effects of situations that either foster or inhibit social loafing under typical vs maximum performance conditions. It further tests how these effects are moderated by the three individual difference variables of conscientiousness, agreeableness, and openness to experience, and the two cultural dimension variables of collectivism and power distance. Results reveal positive main effects for inherently motivating situations, maximum performance conditions, conscientiousness, agreeableness and collectivism, as well as a significant interaction between the degree to which the situation invites social loafing and the typical vs maximum performance condition. These findings thus confirm a possible overlap between the theories of social loafing and of typical vs maximum performance. Finally, power distance showed a number of surprising interactions that may, in part, account for cultural differences found in the social loafing literature. Implications for theory building, empirical research and practice are discussed.     

Short-term and long-term relationships between reflection and performance in teams: evidence from a four-wave longitudinal study

Previous theory and research suggest that team reflection is beneficial for team performance. We argue that results remain inconclusive because prior studies have not accounted for the dynamic nature of this relationship. This paper addresses this research gap by examining time-specific relationships among variables and the intra-team variability of changes across time. In a four-wave longitudinal field study with 97 teams (N = 453 team members) performing a business simulation task, short-term (i.e., autoregressive, cross-lagged effects) and long-term (i.e., latent trajectories) relationships between team reflection and performance were explored. We found evidence that reflection had negative autoregressive effects and that there were direct positive short-term relationships between reflection and performance. Reflection trajectories were seen to decline across time and performance trajectories to increase across time. In addition, teams with either low initial reflection or low initial performance showed higher increases in reflection across time, whilst higher increase in reflection was negatively related to change in performance. Findings are discussed with respect to how they extend the previous literature and what directions they suggest for future research.     

Neuroticism as the intensity,reactivity, and variability in day-to-day affect

Neuroticism has been linked to typical levels of affect, affect reactivity to negative events, and variability in affect over time. However, the intercorrelations among these characteristics make it unclear whether neuroticism reflects unique variance in each of these aspects of emotional life. Data from two daily-diary samples revealed that neuroticism was associated with average levels and variability of positive and negative affect and reactivity of negative affect to stressors, but was only uniquely related to mean levels of positive and negative affect. Findings highlight the substantial overlap in affect indices, suggesting that mean levels of affect, at the very least, are at the core of neuroticism, and reveal the need for further research using more nuanced approaches.     

Personality,confirmation bias,and forensic interviewing performance

Confirmation bias is a universal characteristic of human cognition, with consequences for information processing and reasoning in everyday situations as well as in professional work such as forensic interviewing. Cognitive measures such as general intelligence are also related to personality traits, but there is a lack of research on personality and confirmation bias specifically. This study focuses, firstly, on the relationship between Big Five personality traits and confirmation bias as measured by the Wason selection task, and secondly, how these dispositions are related to observed performance in real forensic interviews of child victims. In a sample of police interviewers, Openness (i.e., the facets Ideas and Fantasy) and Neuroticism (i.e., the facets Anxiety and Vulnerability) were independently associated with confirmation bias (N = 72). Scores on the selection task, the Openness facet values, and the Extraversion facets Assertiveness and Activity were consistently related to interview performance (N = 46). Implications of these findings are discussed for the empirical and conceptual relations of cognitive ability to personality and for the selection and training of police interviewers and their professional development.     

The Effect of Time-Compressed Speech on Comprehensive,Interpretive, and Short-Term Listening

Although contemporary theorists view listening as a multidimensional process, the preponderance of published empirical research on human comprehension of speeded speech is based on an outdated, unitary construct. In the present study, the impact of varying levels of time compression on three different types of listening is investigated. The results indicate that comprehensive listening performance deteriorates significantly as speech compression levels are increased while interpretive and short-term listening performance remains stable until a high degree of time compression (60%) is reached. Explanations for these findings are advanced based upon established differences between short and long-term memory processes.     

Progress Takes Work: Effects of the Locomotion Dimension on Job Involvement,Effort Investment,and Task Performance in Organizations1

This research examined the relation between individual differences in the tendency toward locomotion, which is defined as a proclivity toward psychological movement; and job involvement, effort commitment, and performance in organizational contexts. Four separate studies found support for the notion that locomotion is related positively to effort investment in work activities. Locomotion also was related positively to job involvement and successful performance, as assessed by a self‐report measure and by manager ratings. Finally, the positive relation between locomotion and effort was mediated partially by job involvement, and the positive relation between locomotion and performance was mediated by effort investment. These findings are discussed in reference to the varied implications of the locomotion dimension for human functioning in organizations.     

Word-List-Learning Performance in Younger and Older Adults: Intra-Individual Performance Variability and False Memory

ABSTRACT

We investigated the word-list-learning performance of younger and older adults over 4 consecutive days at different times of day to study age-related differences in consistency of performance over time and the influence of circadian variation on performance. Eighteen younger (M age, 23.4 years) and 18 older (M age, 73.3 years) men and women participated. The start time of testing alternated between morning and early evening across the 4 days of testing. On each test day, participants learned a different list of 15 unrelated words over four learning trials. As expected, younger adults performed better than older adults on immediate recall, delayed recall, and recognition. Contrary to our expectations, time of day did not significantly influence recall or recognition performance in either the older or younger adults. Older adults did show a greater incidence of false memory (i.e., previously learned list intrusions in free recall and false alarms in recognition) than younger adults. Older adults also exhibited greater intra-individual performance variability on the measures of false memory across test days. This variability was not related to circadian variation. False memory and variability of performance have both been linked to frontal systems dysfunction. The findings presented here are consistent with the notion that changes in cognition with aging in part reflect age-related decline in frontal lobe function.     

Self‐Efficacy and Athletic Squat Performance: Positive or Negative Influences at the Within‐ and Between‐Levels of Analysis

Social cognitive theory (Bandura, 1986, 2001) and perceptual control theory (Powers, 1978, 1991) have described the self‐efficacy/performance relationship in stark contrast. Additionally, recent work exploring these discrepancies has yielded future research suggestions yet to be undertaken (Bandura & Locke, 2003; Vancouver, Thompson, Tischner, & Putka, 2002; Yeo & Neal, 2006). Thus, this study explored the relationship between self‐efficacy and performance between‐ and within‐individuals over time. Division I collegiate American football players (N = 115) completed self‐efficacy questionnaires and one‐repetition maximum squat tests at 3 time points during off‐season strength training. Results revealed that self‐efficacy was positively related to squat performance at both the within‐ and between‐person levels when controlling for athletes' raw past performance.     

Prior Performance and Goal Progress as Moderators of the Relationship Between Self-Efficacy and Performance

Over the last several years, the conventional view of self-efficacy as a positive influence on performance has been called into question. Researchers have identified a negative relationship between self-efficacy and performance when examined via within-person analyses, even in the presence of large positive between-person relationships. The current study proposes that the within-person relationship between self-efficacy and subsequent performance is moderated by one's degree of prior success or failure. Using a multitrial task, support was found for the proposed model. Following poor or substandard performances, self-efficacy was positively related to subsequent performance. However, following more successful prior performances, self-efficacy was negatively related to subsequent performance. Implications of these findings for theory and research on work motivation are discussed.     

Stress and eating: Definitions,findings, explanations,and implications

As high stress has become ubiquitous in modern society, so too has the prevalence of overweight and obesity, leading many to question whether these changes are related. Does stress affect eating? In this article, we summarize research investigating associations between stress and eating and describe the mechanisms that may explain such associations. Our review indicates that regardless of how stress and eating are operationalized, manipulated, or analyzed, and regardless of sample characteristics, associations of stress with eating behavior are observed quite consistently, with some variability due to individual differences. There is also evidence that the link between stress and eating involves both biological and behavioral processes. We discuss the possible longer term implications of stress–eating associations for weight gain, weight stigma, and subsequent health, and we identify specific methodological and conceptual advances needed to improve further research and application.