THE EFFECTS OF GROUP INTERDEPENDENCE ON SUPERVISOR PERFORMANCE EVALUATIONS

A laboratory experiment was designed to test the effect of group member interdependence on supervisory performance ratings. Subjects played the role of supervisors in charge of evaluating members of a three-person work group which was constructed to include two good performers and one poor performer. Supervisors were either told that group members would work closely together (high interdependence) or independently (low interdependence). As hypothesized, supervisors rated the poor performer higher and the good performers lower when the group was portrayed as highly interdependent than when the group members were relatively independent.     

学生评价教师绩效的结构验证性因素分析

文章采用开放式调查、关键事件访谈、理论分析等方法建构了教师绩效的结构,并通过验证性因索分析验证了学生评价教师绩效的结构包含6个一阶因子,即职业道德、职务奉献、助人合作、教学效能、教学价值与师生互动,这6个因子组成了2个二阶因子,前3个因子属于关系绩效,后3个因子属于任务绩效。     

THE SUBSTANTIVE NATURE OF PERFORMANCE VARIABILITY: PREDICTING INTERINDIVIDUAL DIFFERENCES IN INTRAINDIVIDUAL PERFORMANCE

The nature of intraindividual performance variability over time, along with individual difference predictors of such variability, was examined using latent growth curve methodology. Quarterly sales performance for a sample of securities analysts ( n = 303) was measured at 8 times. Average intraindividual performance approximated a basic "learning" curve, although there were considerable individual differences in each of the latent performance growth parameters. Individual difference predictors from a biodata inventory were moderately related to these latent growth parameters. Theoretical and practical implications of performance variability for personnel selection are also discussed.     

PREDICTING LONG-TERM FIREFIGHTER PERFORMANCE FROM COGNITIVE AND PHYSICAL ABILITY MEASURES

Firefighters from 1 academy training class were observed for 23 years, beginning with their selection test consisting of a g-saturated written exam (GCA) and firefighting simulations loaded on a strength/endurance (SE) factor. Operational validity coefficients for both GCA and SE were high for training success and remained consistently high for job performance ratings throughout the study. The operational validity for combined GCA and SE predictors was .86 for a composite job rating measure covering 21 years of service. A structural model produced similar results for more broadly defined GCA and SE latent variables. Both analyses suggested approximately equal weighting for GCA and SE for a fire service selection test. Results indicate considerable latitude in choosing cognitive and physical predictors for firefighter screening if the predictors are highly loaded on GCA and SE.     

PREDICTING TEST PERFORMANCE: A CONTENT VALID APPROACH TO SCREENING APPLICANTS

This study examined the validity of a rationally developed biographical questionnaire for predicting content valid test performance for electrician applicants ( N = 221). Job analysis task statements were utilized as biographical items, and applicants were required to rate their previous work experience regarding each task. The utility of the questionnaire in screening applicant populations was shown to be both statistically and practically significant. EEOC implications are discussed.     

PREDICTING JOB PERFORMANCE OF LOW INCOME WORKERS: THE WORK OPINION QUESTIONNAIRE

This study outlines the development of the Work Opinion Questionnaire (WOQ), a measure of job-related attitudes. The 35-item attitude measure was validated on 670 C.E.T.A. workers in a large midwestem city. The WOQ was effective in predicting job performance in entry level positions. Potential applications and limitations of the WOQ are discussed.     

COMBINING BIODATA TEST AND INTERVIEW INFORMATION: PREDICTING DECISIONS AND PERFORMANCE CRITERIA

An important question in real world selection situations is: How do interviewers integrate employment test scores and interview information in making selection decisions? The present study expands on previous research by examining how valid biodata test scores and interview information interact in the prediction of actual interviewer selection decisions and actual job performance criteria for hired candidates. The sample for the study was 577 actual candidates for the position of life insurance sales agent evaluated by insurance agency managers from a single company. The results indicated the presence of interaction effects in predicting both the interviewers' decision and 12-month survival. The interview information predicted the decision and survival best for candidates with low passing scores on the biodata test and poorest for candidates with high passing scores. The results clarify the conditions under which interview information is most predictive of job performance criteria.     

INTERACTION AND INTERSECTION: THE CONSTELLATION OF EMOTIONAL STABILITY AND EXTRAVERSION IN PREDICTING PERFORMANCE

This study investigated the constellation of 2 Big 5 traits—Emotional Stability and Extraversion—in predicting job performance. Two forms of the constellation, one indirect (a statistical interaction) and the other direct (a measure of the intersection between the traits from the Big 5 circumplex), were used to predict job performance. Data were collected from employees and their supervisors at a regional health and fitness center. Results indicated that both measures predicted performance, even when controlling for the "main effects" of Emotional Stability and Extraversion, as well as 2 other relevant Big 5 traits (Agreeableness and Conscientiousness). These results suggest that the combination of Emotional Stability and Extraversion—reflecting a "happy" or "buoyant" personality—may be more important to performance than either trait in isolation.