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Full-Text Articles in Social and Behavioral Sciences
Evaluating Indicators Of Job Performance: Distributions And Types Of Analyses, Richard J. Chambers Ii
Evaluating Indicators Of Job Performance: Distributions And Types Of Analyses, Richard J. Chambers Ii
Doctoral Dissertations
Distributions of job performance indicators have historically been assumed to be normally distributed (Aguinis & O'Boyle, 2014; Schmidt & Hunter, 1983; Tiffin, 1947). Generally, any evidence to the contrary has been attributed to errors in the measurement of job performance (Murphy, 2008). A few researchers have been skeptical of this assumption (Micceri, 1989; Murphy, 1999; Saal, Downey, & Lahey, 1980); yet, only recently has research demonstrated that in certain specific situations job performance is exponentially distributed (Aguinis, O'Boyle, Gonzalez-Mulé, & Joo, 2016; O'Boyle & Aguinis, 2012). To date there have been few recommendations in the Industrial-Organizational Psychology literature about how …
Heterogeneous Versus Homogeneous Measures: A Meta-Analysis Of Predictive Efficacy, Suzanne Lee Dean
Heterogeneous Versus Homogeneous Measures: A Meta-Analysis Of Predictive Efficacy, Suzanne Lee Dean
Browse all Theses and Dissertations
A meta-analysis was conducted to compare the predictive validity and adverse impact of homogeneous and heterogeneous predictors on objective and subjective criteria for different sales roles. Because job performance is a dynamic and complex construct, I hypothesized that equally complex, heterogeneous predictors would have stronger correlations with objective and subjective criteria than homogeneous predictors. Forty-seven independent validation studies (N = 3,378) qualified for inclusion in this study. In general, heterogeneous predictors did not demonstrate significantly stronger correlations with the performance criteria than homogeneous predictors. Notably, heterogeneous predictors did not demonstrate adverse impact on protected classes. One noteworthy finding was that …