Use of the MMPI-2 to predict the employment continuation and performance ratings of recently hired police officers

1998 ◽  
Vol 13 (1) ◽  
pp. 40-44 ◽  
Author(s):  
William U. Weiss ◽  
Gerald Serafino ◽  
Ann Serafino ◽  
Walt Willson ◽  
Steve Knoll
Keyword(s):  
Police Officers ◽  
Performance Ratings ◽  
And Performance

A Field Study of Job Knowledge Job Satisfaction, Intention to Turnover, and Ratings of Simulated Performance

1989 ◽  
Vol 64 (1) ◽  
pp. 179-188 ◽  
Author(s):  
Edward A. Ward
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
The Other ◽  
Performance Ratings ◽  
Work Sample ◽  
Job Knowledge ◽  
Simulated Performance ◽  
Advance Notice ◽  
Two Measures ◽  
And Performance

Employees' job knowledge affects both work-sample performance and performance ratings made by supervisors. In the present study of 78 military police officers, the influence of two measures of job knowledge, one for which the employees could ready themselves and the other which was given without advance notice, were examined for their relation with job satisfaction, intention to turnover, and simulated performance ratings. Both measures of job knowledge were significantly related to simulated performance ratings but not job satisfaction or intention to turnover.

The Future of Performance Ratings: Collected Thoughts From Six Emerging Scholars

2016 ◽  
Vol 9 (2) ◽  
pp. 334-337
Author(s):  
Andrew M. Bleckman ◽  
Sarah N. Guarino ◽  
Wesley Russell ◽  
Eileen C. Toomey ◽  
Paul M. Werth ◽  
...  
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Performance Ratings ◽  
Final Examination ◽  
Next Generation ◽  
General Survey ◽  
The Future ◽  
And Performance ◽  
Appraisal Processes

During the fall 2015 semester, I (i.e., the last author of this response) taught a doctoral seminar on performance appraisal. Although this course was a general survey of research and theory regarding work performance and performance appraisal processes and methods, we also talked extensively about the value of performance ratings to organizations, raters, and ratees. It was indeed serendipitous that this focal article came out when it did. As part of the final examination requirements (and, admittedly, as a pedagogical experiment), I asked the six PhD students in this course (i.e., the first six authors of this response) to read and respond to the Adler et al. (2016) debate regarding the relative merits of performance ratings. To highlight the perspectives of this next generation of industrial and organizational psychologists, I have collected here various representative comments offered by each of these emerging scholars on this issue.

Our Legacy Needs To Be Better

2018 ◽  
Vol 7 (4) ◽  
pp. 187-191
Author(s):  
Miranda Dottie Olzman
Keyword(s):  
Social Media ◽  
Police Officers ◽  
The United States ◽  
Black Death ◽  
White People ◽  
White Guilt ◽  
And Performance ◽  
Short Essay ◽  
Opening Session ◽  
Black Boy

In this short essay, I analyze a poem and performance that I wrote as a part of the Opening Session for the 2017 National Communication Association annual convention. In the poem, which is a response to and inspired by Ed Mabrey's “The Libretto of the Opera: Death of a Black Boy,” I take us through a day on social media and the news cycle after a Black boy has been murdered by police officers. The poem illuminates dangerous social media responses centered in whiteness post-Black death in the United States. In the essay, I explicate my process for writing this performance—centering the need for reflexivity instead of white guilt so that white people can do clearly antiracist work. I end by focusing on academia's potential for leaving a stronger and more positive legacy.

New Wrinkles in The Theory of Age: Demography, Norms, and Performance Ratings

1988 ◽  
Vol 31 (2) ◽  
pp. 309-337 ◽  
Author(s):  
Barbara S. Lawrence
Keyword(s):  
Performance Ratings ◽  
And Performance

Academic Job Involvement and Performance: Another Look

1985 ◽  
Vol 57 (3) ◽  
pp. 1007-1012 ◽  
Author(s):  
Samuel Rabinowitz
Keyword(s):  
Business Students ◽  
Job Involvement ◽  
Performance Ratings ◽  
Final Grade ◽  
Upper Level ◽  
And Performance ◽  
The Relationship

The relationship between academic job involvement and performance was explored in a sample of 80 upper-level business students. Data relating to academic job involvement (a modification of a job-involvement measure), final grade, GPA, performance ratings for self and peers, number of absences, and effort were collected. Significant correlations were .24 between academic job involvement and final grade, -.26 number of absences, and .34 effort. These results are discussed in light of prior research and implications for further exploration are identified.

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