Comparing prediction of job performance ratings from trait ratings for aircraft mechanics and administrative airmen

1968 ◽  
Author(s):  
Llewellyn N. Wiley ◽  
Leland P. Cagwin
Keyword(s):  
Job Performance ◽  
Performance Ratings ◽  
Trait Ratings

Candidate Age as a Factor in Promotability Ratings

1992 ◽  
Vol 21 (2) ◽  
pp. 197-210 ◽  
Author(s):  
Taylor Cox ◽  
Stella M. Nkomo
Keyword(s):  
Job Performance ◽  
Field Study ◽  
Inverse Relationship ◽  
Age Groups ◽  
Performance Ratings ◽  
Job Tenure ◽  
Moderator Variable

This paper presents research addressed to understanding how candidate age affects promotability. A field study of 125 lower-level managers indicated that age had an inverse relationship with promotability for both young and older managers and also appeared to serve as a moderator variable for the job tenure and education factors. Job tenure and education were relevant criteria only for the younger managers. By contrast, job performance ratings were significant for both age groups. Alternative explanations for the results and the implications of the findings are discussed.

The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings

2016 ◽  
Vol 70 (1) ◽  
pp. 119-145 ◽  
Author(s):  
Andrew Li ◽  
Jessica Bagger ◽  
Russell Cropanzano
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Role Theory ◽  
Performance Ratings ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship

We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.

No New Terrain: Reliability and Construct Validity of Job Performance Ratings

2008 ◽  
Vol 1 (2) ◽  
pp. 174-179 ◽  
Author(s):  
Deniz S. Ones ◽  
Chockalingam Viswesvaran ◽  
Frank L. Schmidt
Keyword(s):  
Construct Validity ◽  
Job Performance ◽  
Performance Ratings

I've Found It, but What Does It Mean? On the Importance of Theory in Identifying Dominant General Factors

2016 ◽  
Vol 9 (1) ◽  
pp. 212-216 ◽  
Author(s):  
Zhenyu Yuan
Keyword(s):  
Job Performance ◽  
Statistical Properties ◽  
Performance Ratings ◽  
General Factor ◽  
Important Criterion ◽  
Theoretical Justification ◽  
Definition Of

In their focal article, Ree, Carretta, and Teachout (2015) based their definition of a dominant general factor (DGF) on two criteria: (a) A DGF should be the largest source of reliable variance; (b) it is influencing every variable measuring the construct. Although detailed attention has been paid to the statistical properties of a DGF, I believe another criterion of equal if not greater importance is the theoretical justification to expect a DGF in the measurement of a construct. In the following commentary, I will highlight the importance of theory as another important criterion when determining the meaningfulness and usefulness of DGFs, discuss the risks of creating a DGF without any theoretical guidance, and elaborate on the complexities surrounding job performance as a detailed example to illustrate why theory is important before extracting a DGF from performance ratings.

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