objective data subjective data contextual data productivity measures, absenteeism, tardiness,...
TRANSCRIPT
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Objective data
Subjective data
Contextual data
Productivity measures,
absenteeism, tardiness, turnover,
absenteeism
OCBs (assisting others, loyalty, extra
work/effort, volunteering),
emotional labor, counterproductive
behaviors (late arrivals, sabotage,
gossiping)
Performance ratings (e.g.,
supervisor, co-workers, self, subordinates,
clients
Criterion Domain
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Objective Appraisal Data
1) Production Data (e.g., sales volume, units produced)
• When observation occurs (timing), and how data is collected
• Fairness and relevancy issue
• Potential limited variability
• Limitations regarding supervisory personnel2) Personnel Data
• Absenteeism (excused versus unexcused)
• Tardiness
• Accidents (fault issue)
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Years on job
1 2 3 4 5 6 7 8
Best predictor of performance
• Verbal Ability
• Aptitude Test scores
Best predictor of performance
• Specific work methods
• Co-worker relations
Dynamic Criteria (cont.)
Use of Objective Data
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Criteria Dimensionality
Decision-making Communication
Static --- Individual performance varies by performance criteria
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Criteria Dimensionality (cont.)
Individual --- Employees excel at different aspects of job performance
Employee # 1 Employee # 2
Production Client support & satisfaction
Role prescriptions
, organization
al impact
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Criteria Challenges
Criterion unreliability ---
Intrinsic (individual variations in performance)
Extrinsic (equipment functioning, weather, supply chain, geographic region, information access)
Recommended to always combine data across time and situations
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Dynamic Criteria
Productivity (Sales) by Year
2001 2002 2003 2004 2005 2006 2007
• Individual variation in performance is often great across time
• More consistency is achieved by using an incentive system and when output is measured over a significant number of occurrences (and over a wide variety of measures)
Use of Objective Data
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Criteria Challenges (cont.)
Observation ---
Variation due to methods used, who observes
Performance Dimensions ---
Uni-dimensional vs. multidimensional criteria
(Over-reliance on supervisor ratings of performance; 879/1506)
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Objective data Subjective data
r = .39
Relevance --- Generally considered the most important issue
Criteria Issues
* Adequacy of production data for managerial personnel
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Criteria Issues (cont.)
Dimensionality --- Does the criteria differentiate between employees?
Low variability (e.g., production line speed, process limitations)
Contamination ---
a) Error
b) Biases (e.g., rating scales, group membership, knowledge of predictor scores, self-fulfilling prophecy)
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To Combine or Not to Combine Criteria?
Global criteria
3.0 GPA
Separate, multiple criteria
A
A
C
C
Is there a single, underlying dimension that “allows” combining separate criteria?
Purposes of the data (e.g., a) for personnel decisions or b) feedback, understanding psychological and behavioral processes