Conceptualizes dynamic criteria as changes in group average performance over time, changes in validity over time, and changes in rank-ordering of scores on the criterion over time. Analyzes and submits to tests each concept of dynamic criteria. Concludes that dynamic criteria have been overemphasized and are rare phenomena. (BH)

Measured job performance increases resulting from improved selection validity for most white-collar jobs in the federal government. Results indicated that selection of a one-year cohort produces increases in output worth up to $600 million for each year that the new employees remain employed by the government. (Author/BL)

Evaluated a behavior modeling training program for sales representatives (N=58) in relation to effects on their sales performance. Results showed participants increased their sales by an average of seven percent during the ensuing six-month period, while the control group showed a 3 percent decrease. (JAC)

Defines goal of criterion development in Army's Project A as construction of multiple measures of major components of job performance such that total performance domain for representative sample of population of Army entry-level enlisted positions was covered. Describes major steps in job analyses, content sampling, instrument construction, and…

Examined effects of task and supervisory experience on causal attributions and recommendations for corrective action following poor performance. Results indicated task and supervisory experience did affect attributions, to specific causal factors; however, the effects were not consistently in the predicted direction. (Author/BL)

Describes the Army's Project A effort to scale the relative utility of different levels of performance across entry-level jobs, or Military Occupational Specialties. Explains how combined procedure incorporating interval estimation and ratio estimation method was used to estimate utility of 5 different performance levels for each of 276 jobs.…

Investigated relationship between personality variables and job performance in 43 accountants. Results indicated that, even with effects of cognitive ability taken into account, 3 personality scales (orientation toward work, degree of ascendancy, and degree and quality of interpersonal orientation) were significantly related to important aspects…

Examined whether employee involvement (N=65) in the development of behaviorally anchored rating scales (BARS) used in the feedback interview affected ratees' perceptions of the interview. Results showed that participation in BARS construction led to favorable perceptions regarding the performance appraisal interview process as well as positive…

Used data from 4,039 job incumbents from 9 military jobs to determine degree of validity generalization across major components of performance and degree of validity generalization across jobs within each major performance factor. Major findings were that different predictor equations were needed for each of 5 criterion factors. (Author/NB)

Examined supervisor perceptions and subordinate reactions to formal performance-appraisal reviews. There were three dimensions of formal performance appraisals: two developmental (being supportive; emphasizing performance improvement) and one administrative (discussing pay and advancement). Support in appraisal review was associated with higher…

Presents two strategies for estimating the value of performance by considering the changes in the numbers and performance levels of system units which lead to increased aggregate performance. U.S. Army commanders (N=100) completed questionnaires. Results showed the new strategies provide more appropriate and acceptable values of performance…

Reviewed characteristics of peer evaluations and notes their striking industrial validity. A review of the conditions under which peer evaluations yield strong validity coefficients as well as certain factor analytic and experimental studies indicated that social comparison theory might be useful for elucidating the nature of peer evaluation…

Investigated the consistency and loci of leniency, halo, and range restriction effects in performance ratings in a longitudinal study. Policy supervisors (N=90) rated 350 subordinates on five occasions. Concluded that reliable variance in mean ratings is partly attributable to ratees, but mainly introduced by raters. (JAC)

Drug use item responses from the military's Educational and Biographical Information Survey were examined for 10,188 military personnel to determine the criterion-related validity of pre-employment drug use information. Employment suitability rates were found to vary with drug use patterns such that the earlier one began using drugs, the greater…

The situational specificity hypothesis predicts that, if the setting does not vary, validity will not vary. Using data from a large-sample validity study numerous small-sample studies were generated for which the setting was held constant. Results indicate variability across studies in observed validity coefficients, significance levels, and…