Personnel Selection and Employee Performance

Cortina, José M.; Luchman, Joseph N.

doi:10.1002/9781118133880.hop212007

Cited by 24 publications

(27 citation statements)

References 355 publications

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“…In fact, "cognitive ability is widely considered to be the single best predictor of learning and performance, especially on difficult and complex tasks" (Bell & Kozlowski, 2002, p. 497). However, as workplaces become more uncertain (Burke, Pierce, & Salas, 2006;Pulakos, Arad, Donovan, & Plamondon, 2000), traditional means of defining and evaluating employee performance may no longer be valid (Cortina & Luchman, 2013). This has led scholars to explore the extent to which GMA is still relevant for predicting performance as the criterion domain has continued to expand.…”

Section: General Mental Ability and Goal Type As Antecedents Of Recurmentioning

confidence: 99%

General mental ability and goal type as antecedents of recurrent adaptive task performance.

Howe¹

2019

Journal of Applied Psychology

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Even though considerable work has demonstrated a robust positive relationship between general mental ability (GMA) and task performance, recent work indicates that the expected relationship may not hold in the context of adaptive performance. By integrating the concept of choking, or performing worse than expected, with goal theory, the present work advances a theoretical framework aimed at furthering our understanding of how and when GMA is most likely to meaningfully impact performance. Drawing on this perspective, we propose that the relationship between GMA and adaptive performance is uniquely dependent on the type of goal individuals are striving to achieve. Additionally, we note that the nature of this relationship may evolve as people gain experience dealing with unexpected changes. Results of a discontinuous growth model fit to data obtained from a stock market exercise generally indicate that compared to performance goals, do-your-best and learning goals strengthen the relationship between GMA and adaptive performance. Further, we find that performance goals seem to effectively neutralize the GMA-adaptive performance relationship by benefiting those lower on GMA while simultaneously hindering those with higher levels. In contrast, the relationship is largely positive when either a do-your-best or a learning goal is being pursued, particularly after individuals are exposed to a second change.

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Section: General Mental Ability and Goal Type As Antecedents Of Recurmentioning

confidence: 99%

General mental ability and goal type as antecedents of recurrent adaptive task performance.

Howe¹

2019

Journal of Applied Psychology

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“…Figure represents the standard, static, linear causal model of job performance (Campbell & Pritchard, ; Cortina & Luchman, ). It is from this model that we build several dynamic, computational variants.…”

Section: Developing a Dynamic Computational Model Of Job Performancementioning

confidence: 99%

“…In this paper, we developed a computational model of the field's general model of job performance (e.g., Campbell & Pritchard, ; Cortina & Luchman, ) to examine possible sources of skewness in performance distributions. That is, we translate the general model (see Figure ), which is static and linear in terms of causality, into one that can represent cumulating effects, change over time, and feedback processes.…”

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confidence: 99%

Using a Computational Model to Understand Possible Sources of Skews in Distributions of Job Performance

Vancouver

Weinhardt

et al. 2016

Personnel Psychology

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The typical assumption that performance is distributed normally has come under question in recent years (e.g., O'Boyle & Aguinis, 2012). This paper uses a dynamic, computational model of performance-asresults to examine possible sources of such distributions. That is, building off the classic model of job performance (Campbell & Pritchard, 1976), components of a dynamic model are examined in 4 separate experiments using Monte Carlo simulations. The experiments indicate that positively skewed distributions can arise from pure luck, multiplicative combinations of factors where 1 of those factors has a zero origin, Matthew effects associated with learning, and feedback effects of performance on resource allocation policies by external agents. The results are discussed in terms of explanations for positively skewed performance distributions and the use and expansion of the computational model for examining dynamic performance more generally. I can only recognize the occurrence of the normal curve-the Laplacian curve of errors-as a very abnormal phenomenon. It is roughly approximated to in certain distributions; for this reason, and on account for its beautiful simplicity, we may, perhaps, use it as a first approximation, particularly in theoretical investigations. Pearson (1901, p. 111)

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“…Biografski pristup upravljanju ljudskim resursima pokazao se kao jedan od boljih prediktora ponašanja budućih zaposlenih (Schmitt, & Golubovich, 2013). Ipak, ovaj metod odabira kadrova većina organizacija ne primenjuje, čak ni na formalan način, a poslednjih godina ova tema izaziva sve manje pažnje istraživača (Cortina, & Luchman, 2013).…”

Section: Zaključakunclassified

Biographical approach to human resource management

Ratkovic-Njegovan¹

2015

Skola biznisa

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Sažetak: U radu se razmatra značaj biografskog pristupa upravljanju ljudskim resursima, koji je posebno značajan u prvoj, anticipativnoj fazi organizacione socijalizacije, u kojoj se obavlja razgovor za posao. Biografski princip se zasniva na širem i složenijem pristupu kandidatu, kojim mu se omogućava da predstavi svoju radnu karijeru, lične osobine, stručna znanja i veštine, socijalne kompetencije, interese i stremljenja. Biografski pristup omogućava pojedincu koji je aplicirao na odreĎeno radno mesto, da na svojstven način promišlja, identifikuje i predstavi svoju radnu i životnu putanju. Organizacija pak putem biografskog metoda dobija informacije validne za predikciju budućeg ponašanja kandidata i njegovih performansi.Ključne reči: biografski metod, menadžment ljudskih resursa, selekcija, anticipativna faza organizacione socijalizacije, samoidentifikacija.Abstract: The paper discusses the importance of biographical approach to managing human resources, which is especially important in the first, anticipatory stage of organizational socialization, in which interview for the job is performed. Biographical principle is based on a broader and more complex approach to the candidate, which enables him to present his working career, personal qualities, professional knowledge and skills, social skills, interests and aspirations. Biographical approach allows an individual who has applied for a certain job to reflect, identify and present their work and life path in their own way.. The organization, in turn, through the biographical method receives valid information to predict the future behavior of candidates and their performance.

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Personnel Selection and Employee Performance

Cited by 24 publications

References 355 publications

General mental ability and goal type as antecedents of recurrent adaptive task performance.

General mental ability and goal type as antecedents of recurrent adaptive task performance.

Using a Computational Model to Understand Possible Sources of Skews in Distributions of Job Performance

Biographical approach to human resource management

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