Prediction Of Work Performance Research Articles

Where I am and who I am with: Contextual dynamics of personality in the prediction of work performance

AbstractContextually dynamic expressions of personality traits were examined in this study to understand their effects on work performance criteria. A concept of contextualized trait resources was developed to explain the dynamic deployment of traits across specific social contexts to deal with the demands that people face (e.g., work demands). A sample of 111 managers provided multiple contextualized ratings of the Big Five reflecting key social domains, and operationalized as role‐identities and metaperceptions, and also participated in a 1‐day assessment center (AC). Analyses showed that metaperceptions of the Big Five from the perspective of a work supervisor, and to a lesser extent metaperceptions averaged across contexts, predicted performance criteria at the AC after controlling for the effects of general ratings of the same traits. It was concluded that both the social domain, and specific interpersonal context of trait expressions are potentially informative in understanding the effects of contextually dynamic representations of personality. Implications for recruitment and selection are discussed.

Investigating the moderating effect of rewarding climate on Mastery Approach Orientation in the prediction of work performance

The study of Mastery Approach Orientation as an achievement goal is central to the understanding of basic motivational processes though controversy surrounds its impact. This research extends the literature regarding this goal orientation by investigating the interaction between Mastery Approach Orientation and Rewarding Climate in the prediction of self and supervisors' ratings of work performance across two studies. Results indicated that Mastery Approach Orientation positively and consistently predicted self and supervisors' ratings of work performance at high Rewarding Climates. At low Rewarding Climates, the relationship between Mastery Approach Orientation and performance was more variable across the studies and reasons for this are explored.

An integrative approach to personality: Behavioural Approach System, mastery approach orientation and environmental cues in the prediction of work performance

This research presents theoretical and empirical evidence to show the usefulness of a moderated mediation model to test individual differences in Behavioural Approach System in the prediction of workplace performance. We consider mastery approach orientation as the mediator in the relationship between Behavioural Approach System (BAS) and work performance. Additionally, we examined the moderated effect of a rewarding climate on the indirect effect of BAS in the prediction of work performance. Results from 123 supervisors’ ratings of employees’ work performance supported the model whereby the indirect effect of BAS on work performance via mastery orientation was strongest when the psychological climate of the organization was also rewarding. This model further advances our understanding of how individual differences in conjunction with contextual factors may influence work-related behaviour.

Prediction of work performance by clinical symptoms and cognitive skills in schizophrenic outpatients.

Suslow, Thomas Ph.D.1; Schonauer, Klaus M.D., Ph.D.1; Ohrmann, Patricia M.D.1; Eikelmann, Bernd M.D.2; Reker, Thomas M.D.2 Author Information

Cognitive Ability and Job Experience as Predictors of Work Performance

The relative importance of cognitive ability and job experience in the prediction of work performance was assessed in a sample of 176 manufacturing workers. The issue of whether the validity of cognitive ability changes as job experience increases was also explored. Job incumbents completed the Bennett Mechanical Comprehension Test (The Psychological Corporation, 1980) and the Numerical Ability subscale of the Employee Aptitude Survey (F. Ruch & W. W. Ruch, 1983). Work performance was rated by supervisors on 3 dimensions. Results indicated that both ability and experience were important predictors of work performance. Furthermore, the validity of the Employee Aptitude Survey increased as job experience increased. This finding is consistent with the divergence hypothesis outlined by F. L. Schmidt, J. E. Hunter, A. N. Outerbridge, and S. Goff (1988). Validities for the Bennett test did not increase with levels of experience, supporting a noninteractive hypothesis. It is concluded that certain ability measures may actually measure job knowledge.

Extension of the use of measures of cognitive style to moderately-severely retarded trainees in a field setting.

This study investigated the feasibility of using measures of cognitive tempo with 66 institutionalized moderately-severely retarded adolescents and adults in the field settings of three Activity Centres--one rural and two urban. The Matching Familiar Figures Test and the Porteus Maze Tests could, with characteristic modifications, be administered to this type of population, the typical response being slow and error-prone. Either one or both could contribute usefully to the prediction of work performance in the groups concerned, but would have little to offer over and above conventional individual tests of general intelligence.

Book Reviews Section

book reviews in this article:Quinn, Robert P., Staines, Graham L. and Mccullough, Margaret R. Job Satisfaction: Is There a Trend?Porter, Lyman W., Lawler, Edward E., II1 and Hackman, J. Richard. Behavior in Organizations.Gellerman, Saul W. Behavioral Science in Management.Steele, Fritz. Consulting for Organizational Change.Buros, Oscar K. (Editor) Tests in Print II: A n Index to Tests, Test Reviews, and the Literature on Specijic Tests.Hunt, James G. and Larson, Lars L. (Eds.) Contingency Approaches fo Leadership.Roy, S. K. Corporate Image in India.Roy, S. K. and Menon, A. Sreekumar. (Eds.) Motivation and Organizational Effectiveness.Bennett, John and Felton, Edward L., Jr. Managerial Decision Making: Case Problems in Formulation and Implementation.Goldstein, Irwin I. Training: Program Development and Evaluation.Vaughan, James A. and Deep, Samuel D. Program of Exercises for Management and Organizational Behavior.Norman, N. J. Getting Results Through MBO. MCLEAN, ALAN. (Editor) Occupational Stress.Palmér, Rikard. Prediction of Work Performance and Work Adjustment in Mentally Retarded Adults.Skibbins, Gerald J. Organizational Evolution: A Program for Managing Radical Change.Haynes, W. Warren, Massie, Joseph L. and Wallace, Marc J., Jr. Management: Analysis, Concepts, and Cases.Schleh, Edward C. The Management Tactician: Executive Tactics for Getting Results.Levitan, Sar A. and Taggart, Robert. (Editors) Emergency Employment Act: The PEP Generation.Sibson, Robert E. Compensation.Mackechnie, Geoffrey. Labour Relations Policies Within the Firm.Books and Materials Received

Prediction of Work Performance with an Emphasis on First Steps: Job and Skill Analysis

Prediction of Work Performance with an Emphasis on First Steps: Job and Skill Analysis