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.     

Learning-related skills and academic achievement in academically at-risk first graders

Using an academically at-risk, ethnically diverse sample of 744 first-grade children, this study tested a multi-method (i.e., child performance measures, teacher ratings, and peer ratings) measurement model of learning-related skills (i.e., effortful control [EC], behavioral self-regulation [BSR], and social competence [SC]), and their shared and unique contributions to children's reading and math achievement, above the effect of demographic variables. The hypothesized correlated factor measurement model demonstrated relatively good fit, with BSR and SC correlated highly with one another and moderately with EC. When entered in separate regression equations, EC and BSR each predicted children's reading and math achievement; SC only predicted reading achievement. When considered simultaneously, neither EC, BSR, nor SC contributed independently to reading achievement; however, EC had a direct effect on math achievement and an indirect effect on reading achievement via both BSR and SC. Implications for research and early intervention efforts are discussed.     

A FIELD STUDY OF THE EFFECTS OF RATING PURPOSE ON THE QUALITY OF MULTISOURCE RATINGS

Using a field sample of peers and subordinates, the current study employed generalizability theory to estimate sources of systematic variability associated with both developmental and administrative ratings (variance due to items, raters, etc.) and then used these values to estimate the dependability (i.e., reliability) of the performance ratings under various conditions. Results indicated that the combined rater and rater-by-ratee interaction effect and the residual effect were substantially larger than the person effect (i.e., object of measurement) for both rater sources across both purpose conditions. For subordinates, the person effect accounted for a significantly greater percentage of total variance in developmental ratings than in administrative ratings; however, no differences were observed for peer ratings as a function of rating purpose. These results suggest that subordinate ratings are of significantly better quality when made for developmental than for administrative purposes, but the same is not true for peer ratings.     

Dimension and exercise variance in assessment center scores: a large-scale evaluation of multitrait-multimethod studies.

This study addresses 3 questions regarding assessment center construct validity: (a) Are assessment center ratings best thought of as reflecting dimension constructs (dimension model), exercises (exercise model), or a combination? (b) To what extent do dimensions or exercises account for variance? (c) Which design characteristics increase dimension variance? To this end, a large set of multitrait-multimethod studies (N = 34) were analyzed, showing that assessment center ratings were best represented (i.e., in terms of fit and admissible solutions) by a model with correlated dimensions and exercises specified as correlated uniquenesses. In this model, dimension variance equals exercise variance. Significantly more dimension variance was found when fewer dimensions were used and when assessors were psychologists. Use of behavioral checklists, a lower dimension-exercise ratio, and similar exercises also increased dimension variance.     

Examining creative performance over time using hierarchical linear modeling: An illustration using film directors

Longitudinal performance of 73 film directors are examined using hierarchical linear modeling (HLM). The HLM analyses model intraindividual performance trajectories (i.e., performance change over time) and interindividual differences in the trajectory parameters (i.e., initial status and rate of change in performance). Results reveal that as a group, directors' performance over careers, measured by critics' ratings, can be described using a quadratic trajectory with an increase in ratings following the initial film, followed by an eventual decline in ratings in later films. However, at the intraindividual level, directors differ in their initial status as well as rate of linear change, and some directors follow an accelerating or decelerating performance pattern. These interindividual differences in initial status, direction of change, and rate of change are related to the mean number of films per year directed by the individual. Implications and future research challenges for modeling longitudinal creative performance with HLM are discussed.     

Physical effort biases the perceived pleasantness of neutral faces: A virtual reality study

The role of affective responses to effort in the regulation of physical activity behavior is widely accepted. Yet, to investigate these affective responses during physical activity, most studies used direct self-reported measures that are prone to biases (e.g., social desirability, ability to introspect). To reduce these biases, we used an indirect measure (i.e., an affect misattribution procedure) that assessed the implicit affective valence elicited by physical effort in 42 healthy young adults. Specifically, participants rated the pleasantness of neutral human faces presented in a virtual environment while cycling at different intensities. We used this rating as an indicator of implicit affective valence. Results showed that higher perceived effort was associated with lower pleasantness ratings of neutral faces, with this effect only emerging at moderate-to-high levels of perceived effort. Further analyses showed that higher actual effort was also associated with lower pleasantness ratings of neutral faces. Overall, these findings suggest that higher levels of perceived effort are associated with decreased affective valence during physical activity. Finally, this study presents a new indirect measure of affective valence during physical activity.     

EXPLORING RELATIONS BETWEEN TYPICAL AND MAXIMUM PERFORMANCE RATINGS AND THE FIVE FACTOR MODEL OF PERSONALITY

The study tests the distinction between typical and maximum criteria with ratings of transformational leadership performance, and examines whether the criterion-related validities of the five factor model differ for the two types of criteria. Using an East Asian military sample ( n = 1,259) where multiple ratings of typical and maximum performance were obtained from different sources, we used structural equation modeling to test the typical/maximum performance distinction. Results found that typical and maximum performance are different latent constructs and that this distinction is present even after considering rating method factors (i.e., rater source, time). The importance of this distinction is shown by the fact that validities for the personality constructs were not equally predictive of both criteria: Openness was most predictive of maximum performance, Neuroticism was most predictive of typical performance, and Extroversion was predictive of both. By distinguishing typical from maximum performance constructs, relationships between personality and transformational leadership were found to be stronger than previous research suggested.     

Predicting Voluntary Turnover from Job Applicant Biodata and Other Applicant Information

Research suggests that biodata (i.e., personal history information) is one of the best predictors of voluntary employee turnover. Given this fact, it is surprising that research on biodata has declined in recent years, and that biodata is not commonly used by employers for selecting employees. This article presents the results of a study that focused on the ability of biodata items and other information available on job applicants to predict voluntary turnover. With one exception, the hypotheses offered were confirmed. Specifically, applicant status (i.e., previously had applied for a job), submission of optional personal history information, employment status (i.e., job applicant was employed), and recruitment source (i.e., employee referral) all predicted voluntary turnover. The ability of applicant status, submission of a personal statement, and recruitment source to predict employee performance also was examined. Applicant status and recruitment source were found to predict subsequent performance ratings.     

Development and Initial Validation of an Implicit Measure of Religiousness‐Spirituality

An implicit measure of religiousness‐spirituality (RS) was constructed and used in two studies. In Study 1, undergraduates completed a Religiousness‐Spirituality Implicit Association Test (RS‐IAT) and several self‐report measures of RS and related constructs (e.g., religious fundamentalism, authoritarianism). Informants rated the participants’ RS. The RS‐IAT was internally consistent. Implicit RS correlated positively with self‐reported RS, spiritual transcendence, spiritual experiences, religious fundamentalism, and intrinsic religiousness. Informant ratings correlated positively with participants’ self‐reported religiousness but not implicit RS. In Study 2, implicit RS accounted for unique variability in self‐reported attitudes toward gay men and lesbian women when controlling for self‐reported religiousness and right‐wing authoritarianism. These findings demonstrate that an implicit measure of trait RS explains some variability in attitudes that self‐report measures do not. An implicit measure of RS could advance the scientific study of religion beyond what is known from self‐report measures.     

AN EXAMINATION OF THE EFFECTS OF USING BEHAVIOR CHECKLISTS ON THE CONSTRUCT VALIDITY OF ASSESSMENT CENTER DIMENSIONS

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.     

A secret attraction or defensive loathing? Homophobia,defense, and implicit cognition

Psychodynamic conceptions of homophobia suggest that homophobics may have a latent attraction to gay sex. Although at least one study has partially supported this idea, the implicit cognitive reactivity to gay images has not been examined. We conducted the current study to investigate such cognitive forms of reactivity with the intent to better understand defensive homophobia. Participants completed two implicit sexual interest tasks in addition to questionnaires of self-deception and homophobia. We found that self-deception moderated the relationship between homophobia and performance within the implicit tasks. Contrary to the idea that defensive homophobics (i.e., homophobics high in self-deception) harbor an implicit attraction for gay sex, we found that such individuals displayed evidence of a phobic-like aversion. We also identified a non-defensive form of homophobia (i.e., homophobics low in self-deception) that was relatively inconsequential for performance within the implicit cognitive tasks related to gay sex. The results suggest that defensive homophobics have an implicit aversion rather than an implicit attraction to gay sexual stimuli.     

The Impact of Contextual Self‐Ratings and Observer Ratings of Personality on the Personality–Performance Relationship1

This study examined 2 possible ways of increasing the predictive validity of personality measures: using observer (i.e., supervisor and coworker) ratings and work‐specific self‐ratings of Big Five personality factors. Results indicated that among general self‐ratings of Big Five personality dimensions, Conscientiousness was the best predictor of in‐role performance, and Agreeableness and Emotional Stability were the best predictors of organizational citizenship behavior (OCB). Observer ratings of personality accounted for incremental variance in job performance (in‐role performance and OCB) beyond that accounted for by general self‐ratings. However, contrary to our expectations, work‐specific (i.e., contextual) self‐ratings of personality generally did not account for incremental variance in job performance beyond that accounted for by general self‐ratings.     

Teams make it work: how team work engagement mediates between social resources and performance in teams

In this study we analyze the mediating role of team work engagement between team social resources (i.e., supportive team climate, coordination, teamwork), and team performance (i.e., in-role and extra-role performance) as predicted by the Job Demands-Resources Model. Aggregated data of 533 employees nested within 62 teams and 13 organizations were used, whereas team performance was assessed by supervisor ratings. Structural equation modeling revealed that, as expected, team work engagement plays a mediating role between social resources perceived at the team level and team performance as assessed by the supervisor.     

Effect of theory-based feature correlations on typicality judgments

In the present study, we examine what types of feature correlations are salient in our conceptual representations. It was hypothesized that of all possible feature pairs, those that are explicitly recognized as correlated (i.e., explicit pairs) and affect typicality judgments are the ones that are more likely theory based than are those that are not explicitly recognized (i.e., implicit pairs). Real-world categories and their properties, taken from Malt and Smith (1984), were examined. We found that explicit pairs had a greater number of asymmetric dependency relations (i.e., one feature depends on the other feature, but not vice versa) and stronger dependency relations than did implicit pairs, which were statistically correlated in the environment but were not recognized as such. In addition, people more often provided specific relation labels for explicit pairs than for implicit pairs; these labels were most often causal relations. Finally, typicality judgments were more affected when explicit correlations were broken than when implicit correlations were broken. It is concluded that in natural categories, feature correlations that are explicitly represented and affect typicality judgments are the ones about which people have theories.     

The impact of job complexity and performance measurement on the temporal consistency, stability, and test-retest reliability of employee job performance ratings

Although research has shown that individual job performance changes over time, the extent of such changes is unknown. In this article, the authors define and distinguish between the concepts of temporal consistency, stability, and test-retest reliability when considering individual job performance ratings over time. Furthermore, the authors examine measurement type (i.e., subjective and objective measures) and job complexity in relation to temporal consistency, stability, and test-retest reliability. On the basis of meta-analytic results, the authors found that the test-retest reliability of these ratings ranged from .83 for subjective measures in low-complexity jobs to .50 for objective measures in high-complexity jobs. The stability of these ratings over a 1-year time lag ranged from .85 to .67. The analyses also reveal that correlations between performance measures decreased as the time interval between performance measurements increased, but the estimates approached values greater than zero.     

追随力认知图式:概念解析与整合模型

追随力认知图式是一种历经社会化,以抽象表征形式储存于个体记忆中的关于追随力的认知结构,亦称为追随原型。领导者的追随原型通常在领导—追随互动中被激活,并与部属实际追随力进行匹配。匹配失败的追随原型将被重新归类或定义,匹配成功的追随原型将通过领导者的态度和行为影响追随者的职业幸福感、角色内绩效和角色外行为。人格、市场行情、组织结构和文化能预测追随原型。未来可加强多水平效应、匹配效应和生物基础的探讨。     

The roles of meaningfulness and prior knowledge in younger and older adults' memory performance

Meaningfulness and prior knowledge can have differing effects on both metamemory and memory performance. Personally relevant information may be deemed more meaningful, which often can serve as a mediating factor in memory performance. Additionally, information that is congruent with prior knowledge has been shown to be judged as easier to remember and often is better remembered. Both of these effects are most pronounced in older adults. The current study aimed to examine the impact of meaningfulness and prior knowledge on age‐related differences in metamemory (i.e., judgments of learning) and memory performance (i.e., recall and recognition) by manipulating subjective a priori familiarity and personal relevance using age‐relevant study materials (i.e., a student loan application and a Medicare application). Recall metamemory and recall performance results indicate that older adults, but not younger adults, were able to utilize meaningfulness and prior knowledge to boost memory performance.     

Contour grouping inside and outside of facial contexts

We examine how contours group in isolation compared with when they are embedded in face-like contexts. As previously shown, contours that seem to group by phenomenological observation also show powerful effects on task performance: with contours that group, selective attention to one while ignoring another is poor (as indexed by Garner Interference (GI), but not Stroop Interference), whereas divided attention across contours is good. With contours that do not group, however, the reverse happens. Here we test pairs of curved lines (parentheses) displayed either in isolation or within contexts including cartoon faces, where these curves may serve as mouths or eyebrows. The results with isolated contours replicate previous findings of poor selective attention, but within face-like contexts the same contours showed nearly perfect selective attention (i.e., zero GI). Thus, contour grouping was weaker inside than outside of faces, a finding that contrasts with the widely-held belief that faces are processed configurally, not by local features.     

Implicit transfer of spatial structure in visuomotor sequence learning

Implicit learning and transfer in sequence learning are essential in daily life. Here, we investigated the implicit transfer of visuomotor sequences following a spatial transformation. In the two experiments, participants used trial and error to learn a sequence consisting of several button presses, known as the m × n task (Hikosaka et al., 1995). After this learning session, participants learned another sequence in which the button configuration was spatially transformed in one of the following ways: mirrored, rotated, and random arrangement. Our results showed that even when participants were unaware of the transformation rules, accuracy of transfer session in the mirrored and rotated groups was higher than that in the random group (i.e., implicit transfer occurred). Both those who noticed the transformation rules and those who did not (i.e., explicit and implicit transfer instances, respectively) showed faster performance in the mirrored sequences than in the rotated sequences. Taken together, the present results suggest that people can use their implicit visuomotor knowledge to spatially transform sequences and that implicit transfers are modulated by a transformation cost, similar to that in explicit transfer.     

On work environments and social roles

Whether instructions to be creative will act as goals or constraints was examined by comparing creative, practical, and analytical performance ratings under special instructions to be creative, practical, analytical, or under no special instructions at all, for 110 students with 2 different thinking styles. Consistent with goal-setting theory, specific-related instructions resulted in higher performance for each of the 3 performance ratings over no special instructions. In line with a person-situation fit model, people who prefer to play with their own ideas (i.e., those with a legislative thinking style) showed higher creative performance, whereas people who prefer to analyze and evaluate ideas (i.e., those with a judicial thinking style) showed lower creative performance when not given any special instructions.