EFFECTS OF GENDER ON SELF- AND SUPERVISORY RATINGS.

1986 ◽  
Vol 29 (1) ◽  
pp. 115-129 ◽  
Author(s):  
L. M. Shore ◽  
G. C. Thornton
Keyword(s):  
Supervisory Ratings

scholarly journals Trajectory classes of job performance

2015 ◽  
Vol 20 (4) ◽  
pp. 424-442 ◽  
Author(s):  
Mariella Miraglia ◽  
Guido Alessandri ◽  
Laura Borgogni
Keyword(s):  
Individual Differences ◽  
Job Performance ◽  
Self Efficacy ◽  
High Performance ◽  
Organizational Transformation ◽  
Growth Mixture Modeling ◽  
Content Type ◽  
Stable Class ◽  
Supervisory Ratings ◽  
Over Time

Purpose – Previous literature has recognized the variability of job performance, calling attention to the inter-individual differences in performance change. Building on Murphy’s (1989) theoretical model of performance, the purpose of this paper is to verify the existence of two distinct classes of performance, reflecting stable and increasing trends, and to investigate which personal conditions prompt the inclusion of individuals in one class rather than the other. Design/methodology/approach – Overall job performance was obtained from supervisory ratings for four consecutive years for 410 professionals of a large Italian company going through significant reorganization. Objective data were merged with employees’ organizational tenure and self-efficacy. Growth Mixture Modeling was used. Findings – Two main groups were identified: the first one started at higher levels of performance and showed a stable trajectory over time (stable class); the second group started at lower levels and reported an increasing trajectory (increasing class). Employees’ with stronger efficacy beliefs and lower tenure were more likely to belong to the stable class. Originality/value – Through a powerful longitudinal database, the nature, the structure and the inter-individual differences in job performance over time are clarified. The study extends Murphy’s (1989) model, showing how transition stages in job performance may occur also as a result of organizational transformation. Moreover, it demonstrates the essential role of self-efficacy in maintaining high performance levels over time.

A Test of a Proposed Method for Estimating Validity of a Multivariate Composite Predictor: Extending the Job Component Validity Model

2009 ◽  
Vol 105 (3) ◽  
pp. 900-916 ◽  
Author(s):  
Calvin C. Hoffman ◽  
David Morris ◽  
Gypsi Luck
Keyword(s):  
Job Analysis ◽  
Test Battery ◽  
Validity Study ◽  
Multiple Correlation ◽  
Position Analysis ◽  
Supervisory Ratings ◽  
Validity Of Tests ◽  
Correlation Procedure ◽  
Job Component Validity

In this study, a proposed extension to the job component validity model from the Position Analysis Questionnaire was tested. Job component validity, a form of synthetic validation, allows researchers to select useful predictors and to estimate the criterion-related validity of tests based on conducting a job analysis which includes the Position Analysis Questionnaire. Morris and colleagues described a method for estimating the multiple correlation of a test battery assembled via job component validity estimates. In the current study, job component validity estimates, derived from the multiple correlation procedure proposed by Morris, et al., were compared to unit-weighted validity estimates obtained in a criterion-related validity study of six job progressions. The multivariate job component validity estimates were comparable to unit-weighted validity coefficients obtained using supervisory ratings as criteria. Multivariate job component validity estimates were conservative compared to corrected unit-weighted validity coefficients.

Work Performance: A Comparison of Severely Disabled and Non-disabled Employees

1975 ◽  
Vol 6 (4) ◽  
pp. 210-216
Author(s):  
Don L. Goodyear ◽  
E. W. (Bud) Stude
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Work Performance ◽  
Personal Characteristics ◽  
Disabled Persons ◽  
Employee Job Satisfaction ◽  
Significant Difference ◽  
Disabled Employees ◽  
The Disabled ◽  
Supervisory Ratings

The purpose of this study was to compare the job performance of severely disabled ann non-disabled employees as measured by personal characteristics, supervisory ratings, and employee job satisfaction. Subjects include twenty-one disabled and twenty-two non-disabled persons employed at an Internal Revenue Service Center. Results indicated no significant difference in personal characteristics and job performance for the disabled and non-disabled; however, in relation to job satisfaction, the disabled showed a significantly higher extrinsic and overall job satisfaction rating than the non-disabled. The implications are that when disabled employees are given the opportunity and needed job related support, they are able to function in the work environment as adequately as non-disabled employees.

The Joint Relationship of Conscientiousness and Ability with Performance: Test of the Interaction Hypothesis

1999 ◽  
Vol 25 (5) ◽  
pp. 707-721 ◽  
Author(s):  
Michael K. Mount ◽  
Murray R. Barrick ◽  
J. Perkins Strauss
Keyword(s):  
Job Performance ◽  
Performance Test ◽  
Employee Selection ◽  
Hierarchical Regression ◽  
Limited Evidence ◽  
Interaction Hypothesis ◽  
Supervisory Ratings ◽  
Relationship Of ◽  
The Relationship ◽  
Practical Implications

This study investigated whether conscientiousness and ability interact in the prediction of job performance. Although few studies have directly addressed this issue, there is limited evidence that ability moderates the relationship between conscientiousness and job performance. Specifically, it has been reported that the relationship of conscientiousness to performance is positive for high ability and near zero or negative for low ability. Results in the present study provided no support for the interaction of GMA and conscientiousness. Moderated hierarchical regression analyses for three independent samples of participants (146 managers in sample 1, 103 sales representatives in sample 2, and 121 managers in sample 3), showed that the interaction did not account for unique variance in the prediction of supervisory ratings of job performance beyond that accounted for by GMA and conscientiousness. These findings indicate that ability does not moderate the relationship of conscientiousness to job performance. Practical implications for employee selection practices, and theoretical implications for models of job performance, are discussed.

Rating Scale Content: I. Scale Information and Supervisory Ratings

1958 ◽  
Vol 11 (3) ◽  
pp. 333-346 ◽  
Author(s):  
RICHARD S. BARRETT ◽  
ERWIN K. TAYLOR ◽  
JAMES W. PARKER ◽  
LEON MARTENS
Keyword(s):  
Rating Scale ◽  
Supervisory Ratings

scholarly journals Antecedents and outcomes of Hungarian nurses’ career adaptability

2018 ◽  
Vol 39 (8) ◽  
pp. 1096-1114 ◽  
Author(s):  
Sofija Pajic ◽  
Ádám Keszler ◽  
Gábor Kismihók ◽  
Stefan T. Mol ◽  
Deanne N. Den Hartog
Keyword(s):  
Career Planning ◽  
Skill Development ◽  
Small Sample ◽  
Career Adaptability ◽  
Full Time ◽  
Role Performance ◽  
Cross Sectional ◽  
Content Type ◽  
Supervisory Ratings ◽  
Nursing Professionals

Purpose With the ageing global population the demand for nursing jobs and the requirements for complex care provision are increasing. In consequence, nursing professionals need to be ready to adapt, obtain variety of skills and engage in career self-management. The purpose of this paper is to investigate individual, micro-level, resources and behaviors that can facilitate matching processes between nursing professionals and their jobs. Design/methodology/approach A survey-based study was conducted among 314 part-time and full-time nursing professionals in Hungary. Findings Consistent with the career construction theory, this study offers evidence on career adaptability as a self-regulatory resource that might stimulate nurses’ adaptation outcomes. Specifically, it demonstrates positive relationships between adaptive readiness (proactive personality and conscientiousness), career adaptability, adapting behaviors (career planning and proactive skill development) and adaptation outcomes (employability and in-role performance). Research limitations/implications The cross-sectional design limits causal inference. Relatively small sample of full-time professionals for whom supervisory-ratings were obtained yields the need of further replication. Practical implications Stimulating development of nurses’ career adaptability, career planning, and proactive skill development can contribute to sustainable career management. It can facilitate the alignment of nurses to performance requirements of their current jobs, preventing individual person-job mismatch. Originality/value Zooming into the context of nursing professionals in Hungary, the study elucidates the understudied link between adaptivity and adapting responses and answers the call for more research that employs other-ratings of adaptation outcomes. It demonstrates the value of career adaptability resources for nurses’ employability and in-role performance.

Using Cognitive Ability and Personality to Select Information Technology Professionals

2011 ◽  
pp. 1-17 ◽  
Author(s):  
L. A. Witt ◽  
L. A. Burke
Keyword(s):  
Information Technology ◽  
Service Industry ◽  
Information Technology Professionals ◽  
Mental Ability ◽  
Management Skills ◽  
High Performing ◽  
General Mental Ability ◽  
Selection Processes ◽  
Technical Proficiency ◽  
Supervisory Ratings

In order to achieve competitive advantage, 21st century organizations will make substantial investments in information technology (IT). Effective human resource practices in the IT field will therefore be critical. We investigated the applicability of general mental ability and personality test scores in predicting high-performing IT professionals. Data collected from 94 information technology employees in a service industry firm were compared with supervisory ratings along four orthogonal criteria; technical proficiency, relationship management skills, adherence to documentation standards and requirements, and self-initiated professional development. Results were partially supportive of the hypotheses and provide impetus for further work investigating applications of these tests to predict programmer performance in staffing and selection processes.

Effects of Gender on Self- and Supervisory Ratings

1986 ◽  
Vol 29 (1) ◽  
pp. 115-129
Author(s):  
Lynn McFarlane Shore ◽  
George C. Thornton
Keyword(s):  
Supervisory Ratings

THE SOUNDNESS OF SUPERVISORY RATINGS AS PREDICTORS OF MANAGERIAL SUCCESS

1980 ◽  
Vol 33 (2) ◽  
pp. 377-388 ◽  
Author(s):  
STEVEN D. NORTON ◽  
JOE L. BALLOUN ◽  
BRANISLAV KONSTANTINOVICH
Keyword(s):  
Managerial Success ◽  
Supervisory Ratings
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