Maximal and typical measures of job performance: An analysis of performance variability over time

Abstract

One strategy for better understanding job performance is to distinguish between maximum and typical performance, with maximum performance usually measured using a work sample (e.g., [Sackett, P.R., Zedeck, S., & Fogli, L. (1988). Relations between measures of typical and maximum job performance. Journal of Applied Psychology, 73, 482–486.]) or performance ratings (e.g., [Klehe, U.C., & Latham, G. (2006). What would you do—really or ideally? Constructs underlying the behavior description interview and the situational interview in predicting typical versus maximal performance. Human Performance, 19,357–382.]). In this article we propose a framework for distinguishing between maximal and typical performance in the everyday work setting, develop a measure of maximal performance that utilizes on-the-job performance, and examine the effects of individual differences on the maximal–typical performance relationship. Analyses revealed that high high-ability employees and inexperienced employees were characterized by a lower maximal–typical correlation and more motivationally-relevant variability in performance than their counterparts. There is some evidence of differential validity for maximal versus typical performance. Implications for job performance theory and human resource practice are discussed.