Chapter2012

The Use of Objective Measures as Criteria in I/O Psychology

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Human Resource Development and Performance Evaluation Job Satisfaction and Organizational Behavior Psychometric Methodologies and Testing

Abstract

Abstract In this chapter, we consider objective performance indices and their relative advantages and liabilities. Problems with criterion contamination and deficiency are inherent in the use of any one or a subset of these outcomes. In addition, the inclusion of both objective performance as well as rating measures seems appropriate in most instances. Hence we describe a strategy for integrating objective measures into a multidimensional construct-oriented model of job performance, using the Project A research program as an example.

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1971Managerial Behavior, Performance, and Effectiveness.1982Some Unanswered Questions in Turnover and Withdrawal Research 1997Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions.2005Staffing Organizations 2009The impact of job performance on employee turnover intentions and the voluntary turnover process 2005Reducing voluntary, avoidable turnover through selection.2005A META‐ANALYSIS OF WORK SAMPLE TEST VALIDITY: UPDATING AND INTEGRATING SOME CLASSIC LITERATURE 2013Exploring the Limits in Personnel Selection and Classification

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