Replication and Extension of Models of Supervisory Job Performance Ratings

This study tested causal models of job knowledge, job proficiency, and supervisor ratings in a sample (N = 838) of U.S. Air Force enlisted personnel. Results indicated that (a) effects of ability and experience were linear, not interactive; (b) different conceptualizations of "experience" play somewhat different causal roles in the determination of job knowledge, job proficiency, and supervisory ratings; (c) general support for the mediational roles of job knowledge and job proficiency; and (d) supervisory ratings reflect both technical (task-based) and motivational (contextual) aspects of performance.