PERSONALITY AND JOB PERFORMANCE: EVIDENCE OF INCREMENTAL VALIDITY

It is suggested that personality variables are significant predictors of job performance when carefully matched with the appropriate occupation and organization. The present study investigates the relationship between specific personality variables and job performance in a sample ( N = 43) of accountants. The results indicate that even with the effects of cognitive ability taken into account, three personality scales (orientation towards work; degree of ascendancy; and degree and quality of interpersonal orientation) are significantly related to important aspects of job performance. It is suggested that the overall validity of selection strategies might be improved with the addition of measures of relevant personality dimensions when appropriately matched to an occupation and organization.     

评价中心的构想效度和结构模型

采用多质多法和验证性因素分析的方法,对以无领导小组讨论、文件筐和人格测验构成的一个评价中心的构想效度和结构模型进行了研究。通过对136名被试在四个测评维度上的施测,其结果表明,在评价中心中会聚效度低于区分效度,影响评价中心测评结果的主要因素是测评方法而不是测评维度,从而得到了一个以测评方法为潜变量的评价中心结构模型。从该结构模型来看,评价中心之所以起作用是由于其多个测评方法(情景)的结果。表明测评情景对于构建评价中心有着至关重要的作用。     

ITEM GENERATION PROCEDURES AND BACKGROUND DATA SCALES: IMPLICATIONS FOR CONSTRUCT AND CRITERION-RELATED VALIDITY

Background data measures are one of the best predictors of job performance. Nonetheless, questions have been raised about their content and construct validity. The present effort describes a set of procedures for developing construct and content valid background data items. Data gathered in seven field studies and six laboratory studies are presented bearing on the reliability and validity of the measures constructed using these item generation procedures. Findings in these studies indicate that construct-based item generation procedures yield reliable scales evidencing both content and construct validity. Furthermore, these scales are capable of predicting performance in a variety of settings. Theoretical and practical implications of these findings for the development and validation of background data measures are discussed.     

GENERALIZING PHYSICAL ABILITY TEST VALIDITY: A CASE STUDY USING TEST TRANSPORTABILITY, VALIDITY GENERALIZATION, AND CONSTRUCT-RELATED VALIDATION EVIDENCE

This paper describes a field study using Position Analysis Questionnaire (PAQ; McCormick, Jeanneret, & Mecham, 1972) data to support inferences of physical ability test (PAT) validity at a large utility company. The project developed a test transportability procedure using worker-oriented job analysis, and was based on synthesizing the findings of an earlier consortium project (American Gas Association, 1990), recent validity generalization evidence, and findings from a variety of physical ability construct-related research projects published or presented since the completion of the original consortium study. Selected PAQ divisional dimension scores for 95 jobs were analyzed via cluster analysis to develop five physical demand job families. Statistically derived job families were modified very slightly based on reviews by subject matter experts who found PAQ-derived job family structures quite reasonable (agreement of 95% between statistical and rational procedures). PAQ strength attributes were used to estimate the physical demands underlying job families. The statistical and analytic procedures developed and reported here could be applied in other organizational settings, and allow broader applicability of the PAT than would a task-based transportability model.     

PSYCHOMOTOR EXPRESSION AND PERSONALITY STUDY

The main purpose was to examine whether ratings of the 'natural speed of behaviour' are related to factors of 'personal tempo' found by common types of tempo tests. Psychomotor performance of varying levels of complexity was studied. In addition to standard tempo tasks, tests of maximum tempo were used. There were significant positive correlations between the ratings of the 'natural speed' and the tests of personal tempo, especially in ideomotor and drawing tasks, in subjects aged 13 to 14 years. In younger age groups the correlations were low. An attempt is made to interpret the results in terms of 'working habits'.     

A CROSS-CULTURAL STUDY OF PERSONALITY: EGYPTIAN AND ENGLISH CHILDREN*

679 Egyptian boys and 696 girls completed the Junior Eysenck Personality Questionnaire, translated into Arabic. Factor comparisons were moderately high for extraversion and social desirability but weak for neuroticism and psychoticism. Suitable item substitution produced a scoring key resulting in adequate reliabilities with the exception of a somewhat low reliability for the boys on extraversion and low reliabilities on psychoticism for both sexes. Sex differences on means of the dimensions were as usual, boys scoring higher than girls on extraversion and psychoticism, but lower on neuroticism and social desirability. Moreover, on comparing Egyptian with English means, using scales of items in common only, the English boys and girls scored higher than their Egyptian counterparts on extraversion but significantly lower on social desirability. British boys scored higher on psychoticism than did Egyptian boys but British girls scored lower than Egyptian girls.     

BEYOND PERSONALITY TRAITS: A STUDY OF PERSONALITY STATES AND SITUATIONAL CONTINGENCIES IN CUSTOMER SERVICE JOBS

Although the interactionist approach has been applied to understanding situational influences on the expression of personality at work, examination of within‐person variation in personality trait expression in the workplace is lacking. Using experience sampling methodology, this study examined the moment‐to‐moment influences of situational characteristics on personality states (i.e., situational contingencies) during social interactions on 56 customer service employees over 10 days at work. At the within‐individual level, state Conscientiousness was associated with the immediacy of the task, and state Extraversion and Agreeableness were associated with the friendliness of the other party in the interaction. At the between‐individual level, self‐monitoring did not moderate the associations between situational characteristics and personality states but predicted the mean level of state Conscientiousness at work over and above trait Conscientiousness. Contrary to expectations, the relationship between state Extraversion and friendliness was weaker in customized service jobs than in noncustomized ones.     

RELIABILITY AND FACTORIAL VALIDITY OF THE JUNIOR EYSENCK PERSONALITY QUESTIONNAIRE IN ZIMBABWE

Six-hundred and thirteen girls and 601 boys in Zimbabwe completed the Junior Eysenck Personality Questionnaire (JEPQ). The reliability of the Neuroticism (N) and Social Desirability (L) factors was acceptable but the Psychoticism (P) and Extraversion (E) factors possessed modest reliability. While the factorial validity of the P, N and L scales was acceptable, the factorial validity of the E scale was poor. L scores were significantly correlated with N and P scores among girls and boys. Whereas Zimbabwean girls reported higher P scores than did Canadian girls, Zimbabwean boys reported lower P scores than did Canadian boys. Zimbabwean girls and boys reported lower E and N and higher P scores than their Canadian counterparts. This study provides broad support for Eysenck's basic personality model, but it does not support the use of this version of the JEPQ, and especially the E scale, among Zimbabwean children.     

LUMP-SUM BONUS SATISFACTION: TESTING THE CONSTRUCT VALIDITY OF A NEW PAY SATISFACTION DIMENSION

There are both practical and theoretical reasons to measure lump-sum bonus satisfaction. The practical need for such a measure stems from its increased use as a component in modern compensation practices. Based on the means of administering and allocating lump-sum bonuses, a theoretical case can be built suggesting that lump-sum bonus satisfaction constitutes a separate component of pay satisfaction fitting into the Pay Satisfaction Questionaire's (PSQ) theoretical framework. We develop 4 questions that complement the PSQ, and use a series of techniques to test the convergent and discriminant validity of the measure. Empirical evidence shows that bonus-related items are more related to the lump-sum bonus satisfaction measure than other PSQ dimensions. We also demonstrate that the dimension of lump-sum bonus satisfaction has a substantive relationship with attitudinal variables beyond that provided by pay level variables and the PSQ. The development of this measure should foster greater accuracy when assessing pay satisfaction levels and the effects of lump-sum bonus pay policies.     

“华人工作相关人格量表”的编制、意义与效度

该文介绍了“华人工作相关人格量表”及其意义、结构、效度的一系列研究。ＣＰＷ选取与人工作相关人格特点有关的题目,在传统人格维度的基础上,增加了服务了取向（ＣＳＯ）和管理才能（ＯＭＲ）这两个针对工作民表境的人格维度。信度分析表明了１５个量表都具可接受内部一致性信度,１５个ＣＰＷ量表分数与一个形容词检测表的相关分析结果支持了ＣＰＷ的内容效度,ＣＰＷ的相关矩阵和因素结构初步确证了ＣＰＷ的结构效度,进一步的     

关于场依存性－独立性与催眠感受性及性格的比较研究

对场依存性独立性认知方式与催眠感受性及Ｙ—Ｇ性格测验所评定的人格特征的相互关系进行了研究,结果表明：场依存性－独立性与催眠感受性之间不存在相关关系,提示两者为彼此独立的人格特征;在人格特质方面．场依存性者比场独立性者具有更强的社会外向性、社交活动主导性和乐天性;而场独立性者则具有较强的神经质倾向;在人格类型上,场依存性者和场独立性者均普遍表现为Ａ、Ａ’和Ｄ型,而Ｃ型则更可能是场独立性者所具有的特征;从人格类型的研究角度证明,内、外向性格与场依存性－独立性基本上分属两个不同的人格维度;场依存性－独立性与个体心理健康水平无关。     

DYNAMIC CRITERIA REVISITED: A LONGITUDINAL STUDY OF PERFORMANCE STABILITY AND PREDICTIVE VALIDITY

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.     

基于父母知觉的儿童人格结构及其发展的研究

该研究在家庭访谈的基础上编制了３,６,９,１２岁年龄组的人格问卷,并对北京和福州的７７７名３至１２岁儿童人格特点进行了调查。结果表明,这四份问卷均具有较好的信度和效度,对四份问卷在四个年龄组儿童的测查结果分析进行因素分析（主成分分析,ＰＣＡ）后发现,３至１２岁年龄组儿童的主要人格维度为：“智力”,“认真性”,“宜人性”,“外倾性”,“情绪”和“认真性”,“情绪稳定性”在我国儿童人格维度中不是一个比