Job Performance Ratings Research Articles

The Incremental Validity of Honesty–Humility Over Cognitive Ability and the Big Five Personality Traits

The present study examines the incremental validity of Honesty–Humility (H-H), a measure of the tendency to be fair and genuine in dealing with others, for supervisory ratings of job performance (including both task and contextual performance) over cognitive ability and the Big Five personality traits. Specifically, we explore the incremental validity of H-H in predicting contextual performance. Results based on 217 South Korean military officer candidates are consistent with previous conclusions that Conscientiousness is the strongest predictor of contextual performance and that cognitive ability is the strongest predictor of task performance. More important, our results reveal that H-H offers moderate incremental validity for contextual performance but no incremental validity for task performance over the effects of cognitive ability and the Big Five personality traits.

Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation.

Stereotypical Beliefs on Old Korean Workers

In South Korea, it is a widespread occurrence that old workers are the first victims of employment restructuring and age limit regulations during recruitment. As age discrimination in the workplace is related to stereotypical beliefs concerning old workers, this study examines the contents and extent of stereotypical beliefs regarding senior Korean workers, and reveals influential variables affecting these beliefs. For tools of measurement, a 20 item scale was constructed based on literature reviews and interviews with experts working in the field of elderly employment. Survey results of supervisors and employees representing each of 294 Korean middle and small scale enterprises showed stereotypical beliefs were categorized into three sub sections, and were high in the order of competence, sociability and reliability. Firstly, competence was influenced by the evaluation of job performance by old employees, the hierarchical characteristics of companies, discriminatory work conditions and cases of old workers holding positions of authority in relation to the respondent. Secondly, sociability was also influenced by the hierarchical characteristics of companies, discriminatory work conditions and the experience of working with old employees, as well as the type of business, wage decision system and job position of the respondent. Finally, reliability was affected by the evaluation of old employee job performance, the speed of adaptation to the introduction of new technologies, job position, and discriminatory work conditions. Based on these results, this study recommends improving job skills and cooperation in the workplace among different generations.

Putting Raters in Context: A Multilevel Analysis of Supervisory Performance Ratings

Research on sources of variance in job performance ratings has indicated significant portions of variability associated with rater effects. However, despite theory and empirical evidence that rating contexts are also likely to be influential, research to date has yet to partition variance due to context in supervisory ratings of performance. Using field performance rating data from a large law- enforcement organization, we use a multilevel modeling approach to partition the variance in ratings due to ratees, raters, as well as rating contexts. Our results suggest that much of what may often be attributed to idiosyncratic rater variance, may actually reflect systematic rating variability across contexts. In order to further examine the factors that account for both rater and contextual rating variability, we also included a diverse set of predictor variables which included both performance-related and non-performance factors. Results suggest that, supervisor rating tendencies as well as contextual rating n...

How Leaders' Prosocial Behaviors Lead to Higher Performance Ratings and Lower Salaries

A core assumption of the prosocial behavior literature is that prosocial workplace behaviors impose high personal costs on prosocial actors, despite some evidence that such behaviors enhance prosocial actors' job performance. We make sense of this apparent contradiction by arguing that prosocial behaviors are acts of self-interest because they enhance employees' influence over peers as well as job performance ratings but are acts of altruism because they undermine prosocial actors' salaries. Across a large sample of high-level organizational leaders, we found that leaders who performed prosocial behaviors as perceived by their peers received higher work performance ratings from their bosses, and this relationship was mediated by the ability to influence peers. However, we also found that highly prosocial leaders tend to earn lower salaries than their less prosocial counterparts. We discuss how our findings extend and enrich the prosocial behavior literature by showing that prosocial behaviors can be conceptualized simultaneously as acts of self-interest as well as altruism.

경찰관의 교육훈련과 직무만족 및 직무성과의 관계

This study on the training of police officers job satisfaction and job performance is to identify the relationship. This study of 2012 Police Training Institute courses in related expenses 5 population in the process of initiation of a national police officer selection, and note that the sampling method used to extract a total of 300 samples, but the number of cases that were used in the final analysis, 268 people. Data processing by the SPSSWIN 18.0 factor analysis, reliability analysis, multiple regression, path analysis. Conclusions are as follows. First, the police officer`s training affects job satisfaction. In other words, work-related, of course the more positive the evaluation of job training job satisfaction is high, education, the stronger the motivation and job satisfaction also higher education can be. Second, the education and training of police officers affects job performance. In other words, work-related, educational motivation, job training curriculum for the more positive job performance rating is also high. Third, the police officer`s job satisfaction affects job performance. In other words, education can be a higher job performance and job satisfaction also high. Fourth, the training of police officers on the job satisfaction and job performance directly or indirectly affected. That is, the internal job satisfaction and job performance, job training parameters are the important variables.

The predictive validity of selection for entry into postgraduate training in general practice: evidence from three longitudinal studies.

The selection methodology for UK general practice is designed to accommodate several thousand applicants per year and targets six core attributes identified in a multi-method job-analysis study To evaluate the predictive validity of selection methods for entry into postgraduate training, comprising a clinical problem-solving test, a situational judgement test, and a selection centre. A three-part longitudinal predictive validity study of selection into training for UK general practice. In sample 1, participants were junior doctors applying for training in general practice (n = 6824). In sample 2, participants were GP registrars 1 year into training (n = 196). In sample 3, participants were GP registrars sitting the licensing examination after 3 years, at the end of training (n = 2292). The outcome measures include: assessor ratings of performance in a selection centre comprising job simulation exercises (sample 1); supervisor ratings of trainee job performance 1 year into training (sample 2); and licensing examination results, including an applied knowledge examination and a 12-station clinical skills objective structured clinical examination (OSCE; sample 3). Performance ratings at selection predicted subsequent supervisor ratings of job performance 1 year later. Selection results also significantly predicted performance on both the clinical skills OSCE and applied knowledge examination for licensing at the end of training. In combination, these longitudinal findings provide good evidence of the predictive validity of the selection methods, and are the first reported for entry into postgraduate training. Results show that the best predictor of work performance and training outcomes is a combination of a clinical problem-solving test, a situational judgement test, and a selection centre. Implications for selection methods for all postgraduate specialties are considered.

When Ingratiation Backfires: The Role of Political Skill in the Ingratiation–Internship Performance Relationship

Seeking to understand intern behavior and skill that influence internship experiences, we examine the effects of intern ingratiating behavior, political skill, and supervisor liking on internship job performance ratings. Specifically, we hypothesize that intern ingratiation leads to higher internship performance ratings from supervisors when coupled with high levels of political skill and to lower ratings from supervisors when coupled with low levels of political skill. We further hypothesize that these relationships are mediated by supervisor liking of the interns. We gathered three rounds of survey data from college students undertaking retail internships and their supervisors. The results demonstrate overall support for the proposed mediated moderation model, but also indicate patterns likely unique to the internship context. Implications for theory and research, strengths and limitations, directions for future research, and practical implications are provided.

Pre-employment screening of police officers: Limitations of the mmpi-2 K-Scale as a useful predictor of performance

The present study sought to clarify the utility of the MMPI-2’s K Scale as a measure of future professional performance by comparing supervisor job performance ratings of law enforcement officers who had been hired with high K Scale scores with those of law enforcement officers who had been hired without elevated K Scale scores on the psychological assessment portion of screening using the MMPI-2. Supervisors were asked to rate each officer’s level of defensiveness, the trait targeted by items on the K-Scale. Results of this study found that officers scoring in the high K group received similar supervisor ratings regarding their overall performance. Results were consistent with past research that indicates a lack of statistically significant support for the utility of the K Scale as a sole criterion for disqualification of an applicant who manifests highly defensive tendencies. This study supports previous research and substantiates the need to look beyond the K-score when screening police personnel.

Employees' Political Skill and Job Performance: An Inverted U‐Shaped Relation?

During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U‐shape. Findings from two field studies (N1 = 178, N2 = 115 employee‐supervisor‐colleague triads) that incorporated different sample characteristics (early career employees, established employees), job performance dimensions (overall, task, contextual, and adaptive performance), and rating sources (supervisors and colleagues) supported this idea. Across different analyses, employees with intermediate levels of political skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working relationships with their raters generally received higher job performance ratings, the decreases in the job performance ratings of employees high in political skill were less pronounced when they had close relationships.

여성 응모자의 얼굴 매력성과 의복의 여성성/남성성이 직무수행능력 판단과 고용의사결정에 미치는 영향

Abstract The purpose of this study was to investigate the effects of female applicant's facial attractiveness and feminine- masculine clothing image on job performance evaluation and hiring decision. The research design of study consisted of 3(facial attractiveness high, middle, low)×2(feminine and masculine clothing image) factorial design. The subject consisted of 243 persons whose occupation were mid-sized companies' administrator in Gwangju and Seoul City. The data were analyzed by factor analysis, Duncan test, ANOVA, t-test. The results of this study were as follows. First, three factors emerged to account for the job performance evaluation. These factors were given the titles of task performance, cooperation and self-management factors. Second, applicant's facial attractiveness exerted significant positive effect on self-management and significant negative effect on cooperation. Third, applicant's facial attractive-ness exerted significant effect on hiring decision. Finally, the interaction effect of female applicant's facial attractive-ness and feminine-masculine clothing image on job performance evaluation and hiring decision were not significant. Keywords: facial attractiveness(얼굴 매력성), feminine-masculine clothing image(의복의 여성성, 남성성), job performance evaluation(직무수행능력판단), hiring decision(고용의사결정)

The effects of female applicant's facial attractiveness and feminine- masculine clothing image on job performance evaluation and hiring decision

The effects of female applicant's facial attractiveness and feminine- masculine clothing image on job performance evaluation and hiring decision

Scoring Biodata: Is it rational to be quasi‐rational?

Five quasi‐rational biodata scales were developed by empirically keying biodata items to predict scores on a measure of the Big Five dimensions of personality. The criterion‐related validities of the quasi‐rational scales were compared to empirical and rational biodata keying methods using supervisory ratings of job performance as the criterion. Empirical keying outperformed the quasi‐rational and rational methods (which had similar validities).

Interactive effects of organizational socialization and person job fit on job performance.

Building on Social Capital/Relational view, this study has examined the impact of organizational socialization (Both in gestalt and reduced form) on supervisory rated job performance of employees. ...

Overall Well-Being as a Predictor of Health Care, Productivity, and Retention Outcomes in a Large Employer

Employers struggle with the high cost of health care, lost productivity, and turnover in their workforce. The present study aims to understand the association between overall well-being and these employer outcomes. In a sample of 11,700 employees who took the Well-being Assessment, the authors used multivariate linear and logistic regression to investigate overall well-being as a predictor of health care outcomes (total health care expenditure, emergency room visits, hospitalizations), productivity outcomes (unscheduled absence, short-term disability leave, presenteeism, job performance ratings), and retention outcomes (intention to stay, voluntary turnover, involuntary turnover). Testing this hypothesis both cross-sectionally and longitudinally, the authors investigated the association between baseline well-being and these outcomes in the following year, and the relationship between change in overall well-being and change in these outcomes over 1 year. The results demonstrated that baseline overall well-being was a significant predictor of all outcomes in the following year when holding baseline employee characteristics constant. Change in overall well-being over 1 year also was significantly associated with the change in employer outcomes, with the exception that the relationship to change in manager-rated job performance was marginally significant. The relationships between overall well-being and outcomes suggest that implementing a well-being improvement solution could have a significant bottom and top line impact on business performance.

Conscientiousness, Its Facets, and the Prediction of Job Performance Ratings: Evidence against the narrow measures

This study empirically tested the predictions of the three basic perspectives on the bandwidth debate about the relationship between personality and job performance, regarding the validity of conscientiousness and its facets. The sample consisted of 226 police officers. Conscientiousness and three facets (order, industriousness, and self‐control) were correlated with three performance criteria (overall job performance, task performance, and orderliness). A Schmid–Leiman transformation made it possible to residualize the variance of the facets and to isolate their unique contribution to the prediction of performance measures. The results showed that conscientiousness predicted the three criteria (true validities of.25,.28 and.37, respectively) and that the facets neither predicted job performance nor showed incremental validity over conscientiousness. Finally, the implications of the findings for theory and practice are commented on, and future research is suggested.

Small and Medium Sized Construction Firms Job Satisfaction and Performance Evaluation in Nigeria

Small and medium sized construction firms, job satisfaction and job performance of employees are key issues when studying the human behaviors and attitudes. The nigerian construction industry is faced with challenges of employee performance which is affecting the organization’s productivity, quality of work, duration of projects and finally on firm’s profits. This paper aims to perform job analysis of personnel in the Nigerian construction industry, identify the level of job satisfaction of employees in small and medium sized firms, and examine the level of job performance of personnel, to investigate the relationship between job satisfaction and job performance of employee. Data was collected from employees in Nigerian small and medium sized construction firms through questionnaire to access the perception towards the level of satisfaction and performance. The questionnaire is a modified version of the job satisfaction index questionnaire (JSI) and performance rating index questionnaire (PRI). The mean score analysis identified ranking for the factors significant to job satisfaction and performance, which found that satisfaction with co-workers ranked highest with a mean score of 3.62 while satisfaction with pay ranked the lowest with a mean score of 2.56. The Job performance ranking found that personnel appearance ranked highest with a mean score of 3.70 while satisfaction with propensity to leave the company ranked the lowest with a mean score of 2.46. The paper also found that there is positive relationship between overall job satisfaction and job performance in small and medium sized firms. Several variables on Job management showed significant differences

Social Media for Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment

Recent reports suggest that an increasing number of organizations are using social networking websites (SNWs) such as Facebook.com to screen job applicants. Unfortunately, empirical research concerning the potential implications of using SNW information for staffing purposes is extremely limited. We address this practice by examining how recruiter ratings of Facebook profiles fare with respect to two important criteria on which staffing procedures are evaluated: criterion-related validity and subgroup differences. We captured Facebook profiles of 416 college students who were applying for full-time jobs, and recruiters from various organizations reviewed the profiles and provided evaluations. We then followed-up with applicants in their new jobs. Recruiter ratings of applicants’ SNWs were unrelated to supervisor ratings of job performance (rs = -.13 to -.04), turnover intentions (rs = -.05 to .00), and actual turnover (rs = -.01 to .01). In addition, SNW ratings did not contribute to the prediction of these criteria beyond more traditional predictors, including cognitive ability, self-efficacy, and personality. Furthermore, there was evidence of subgroup difference in Facebook ratings that tended to favor female and White applicants. The overall results suggest that organizations should be very cautious about using SNWs such as Facebook to evaluate job applicants.

Long-Term Results after Treatment of Very Low-, Low-, and High-Risk Thyroid Cancers in a Combined Setting of Thyroidectomy and Radio Ablation Therapy in Euthyroidism

Introduction. Differentiated thyroid cancer treatment usually consists of thyroidectomy and radio ablation in hypothyroidism 4-6 weeks after surgery. Replacing hypothyroidism by recombinant human thyroid stimulating hormone can facilitate radio ablation in euthyroidism within one week after surgery. The outcome of this approach was investigated. Methods. This is a prospective randomized trial to compare thyroidectomy and radio ablation within a few days after preconditioning with recombinant human thyroid stimulating hormone versus thyroidectomy and radio ablation separated by four weeks of L-T4 withdrawal. Tumors were graded into very low-, low- , or high-risk tumors. Recurrence-free survival was confirmed at follow-up controls by neck ultrasound and serum thyroglobulin. Suspected tumor recurrence was treated by additional radio ablation or surgery. Quality-of-life questionnaires with additional evaluation of job performance and sick-leave time were used in all patients. Results. Radio ablation in euthyroidism in quick succession after thyroidectomy did not lead to higher tumor recurrence rates of differentiated thyroid cancers in any risk category and was significantly advantageous with respect to quality-of-life (P < 0.001), sick-leave time (P < 0.001), and job performance (P = 0.002). Conclusion. Recombinant human thyroid stimulating hormone can be used safely and with good efficacy to allow radio ablation under sustained euthyroidism within one week after thyroidectomy.

A demonstration project involving peers as providers of evidence-based, supported employment services.

The present demonstration project involved development of a training program designed to teach recovering consumers employed as peer advocates how to provide evidence-based supported employment services to consumers with severe mental illness. A training curriculum was developed to teach the core competencies of the Individual Placement and Support (IPS) model of supported employment. Three peers participated in training and provided work outcome data from their caseloads. Assessments were conducted of peers' competence in implementing IPS and effectiveness in promoting job placements. Peer competency was assessed by the following: (a) a formal IPS fidelity review performed by two external reviewers to evaluate service implementation, and (b) the Kansas Employment Specialist Job Performance Evaluation, an objective measure of employment specialist attitudes and skills. Program efficacy was assessed by examining the number of job placements and corresponding tenure. The fidelity review revealed that peers met IPS standards of implementation on 7 of 14 items assessing service delivery. The Kansas scale results revealed attitudes to be a relative strength and job performance competency ratings fell in the average to above average range across skill areas assessed (e.g., vocational assessment, job development). Thirty-three percent of consumers from the peers' caseloads got competitive jobs; mean tenure was 26.1 weeks. This demonstration project provides a starting point for future efforts aimed at expanding the role of peers as providers of evidence-based mental health services and provides a measured degree of optimism that this is a realistic, attainable goal.