This article describes the development and validation of a biographical data (biodata) measure and situational judgment inventory (SJI) as useful predictors of broadly defined college student performance outcomes. These measures provided incremental validity when considered in combination with standardized college-entrance tests (i.e., SAT/ACT) and a measure of Big Five personality constructs. Racial subgroup mean differences were much smaller on the biodata and SJI measures than on the standardized tests and college grade point average. Female students tended to outperform male students on most predictors and outcomes with the exception of the SAT/ACT. The biodata and SJI measures show promise for student development contexts and for selecting students on a wide range of outcomes with reduced adverse impact.

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Past research has shown a close connection between organizational culture and effectiveness, but nearly all of this research has examined the direct effects of culture on performance outcomes. In contrast, this article examines the idea that the effects of cultural consistency on organizational performance may differ depending on the levels of other culture traits. Data from 88,879 individuals in 137 public companies using the Denison Organizational Culture Survey were paired with three objective measures of Downloaded from 242 Human Relations 65 (2) organizational performance and used to examine the interaction effects of consistency with mission, adaptability, and involvement. Consistency shows a significant positive interaction with all three traits in predicting market-to-book ratios and sales growth. Firms that are both consistent and adaptable, for example, are high performers. In contrast, the results show a significant negative interaction when predicting return on assets. The implications of these results are discussed with respect to future culture and effectiveness research.

Recent research suggesting that people who maximize are less happy than those who satisfice has received considerable fanfare. The current study investigates whether this conclusion reflects the construct itself or rather how it is measured. We developed an alternative measure of maximizing tendency that is theory-based, has good psychometric properties, and predicts behavioral outcomes. In contrast to the existing maximization measure, our new measure did not correlate with life (dis)satisfaction, nor with most maladaptive personality and decision-making traits. We conclude that the interpretation of maximizers as unhappy may be due to poor measurement of the construct. We present a more reliable and valid measure for future researchers to use.

Summary Prior research supports a link between organizational culture and performance but generally falls short of establishing causality or determining the direction of a culture–performance (C‐P) relationship. Using data collected from 95 franchise automobile dealerships over 6 years, we studied longitudinal culture–performance relationships to determine whether culture or performance has causal priority, or alternatively, whether a reciprocal relationship exists. Results from cross‐lagged panel analyses indicate that culture “comes first,” consistently predicting subsequent ratings of customer satisfaction and vehicle sales. Furthermore, the positive effect of culture on vehicle sales is fully mediated by customer satisfaction ratings. Copyright © 2015 John Wiley & Sons, Ltd.

The current study investigated the impact of requiring respondents to elaborate on their answers to a biodata measure on mean scores, the validity of the biodata item composites, subgroup mean differences, and correlations with social desirability. Results of this study indicate that elaborated responses result in scores that are much lower than nonelaborated responses to the same items by an independent sample. Despite the lower mean score on elaborated items, it does not appear that elaboration affects the size of the correlation between social desirability and responses to biodata items or that it affects criterion-related validity or subgroup mean differences in a practically significant way.

The Occupational Information Network (O*NET) is a modern computerized occupational database with the potential to be an important resource for numerous work-related applications. However, developing any O*NET-based application requires working through conceptual, methodological, and practical issues. This article discusses a set of major issues in the context of using the O*NET for person-occupation matching purposes, providing examples of how these issues were addressed in a systematic ability-based matching application developed for career guidance. Specifically, we (a) describe the O*NET and its potential for career guidance, (b) explain person-occupation fit and its positive consequences for individuals and organizations, (c) compare person-occupation fit with person-job fit, (d) discuss matching individuals to occupations empirically using abilities, (e) highlight issues faced in using the O*NJST in this process and give examples of how these issues were addressed in our matching application, and ( f ) evaluate the functioning of this example matching method.

Purpose – The purpose of this paper is to discuss the importance of norms and inference, while providing national overall and subgroup norms for the updated Job Descriptive Index and Job in General measures of job satisfaction. Design/methodology/approach – A stratified random sample was drawn from an online panel to represent the US working population on key variables. Validity evidence is provided. Determination of subgroup norms was based on practical significance. Findings – The revised measures fit the theorized model and patterns of results are consistent with the literature. Practical subgroup differences were found for some stratification variables. Subgroup norms are made available; the first US overall norms are provided. Research limitations/implications – An updated job satisfaction measurement system is made available, complete with nationally representative overall and subgroup norms. A major limitation and direction for future research is the lack of norms for other nations. Practical implications – The revised measurement system is available for use in practice. National overall norms improve decision-makers’ ability to infer respondents’ relative standing and make comparisons across facets and employees. The JDI is useful for dimensional diagnostics and development efforts; the JIG is useful for evaluating overall job satisfaction levels. Social implications – By facilitating valid inferences of job satisfaction scores, the revised measurement system serves to enhance the quality of life at work. Originality/value – The authors provide the only publicly available job satisfaction measurement system that has US national overall norms.