objective data subjective data contextual data productivity measures, absenteeism, tardiness,...
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Objective data
Subjective data
Contextual data
Productivity measures,
absenteeism, tardiness, turnover,
absenteeism
OCBs (assisting others, loyalty, extra
work/effort, volunteering),
emotional labor, counterproductive
behaviors (late arrivals, sabotage,
gossiping)
Performance ratings (e.g.,
supervisor, co-workers, self, subordinates,
clients
Criterion Domain
Objective Appraisal Data
1) Production Data (e.g., sales volume, units produced)
• When observation occurs (timing), and how data is collected
• Fairness and relevancy issue
• Potential limited variability
• Limitations regarding supervisory personnel2) Personnel Data
• Absenteeism (excused versus unexcused)
• Tardiness
• Accidents (fault issue)
Years on job
1 2 3 4 5 6 7 8
Best predictor of performance
• Verbal Ability
• Aptitude Test scores
Best predictor of performance
• Specific work methods
• Co-worker relations
Dynamic Criteria (cont.)
Use of Objective Data
Criteria Dimensionality
Decision-making Communication
Static --- Individual performance varies by performance criteria
Criteria Dimensionality (cont.)
Individual --- Employees excel at different aspects of job performance
Employee # 1 Employee # 2
Production Client support & satisfaction
Role prescriptions
, organization
al impact
Criteria Challenges
Criterion unreliability ---
Intrinsic (individual variations in performance)
Extrinsic (equipment functioning, weather, supply chain, geographic region, information access)
Recommended to always combine data across time and situations
Dynamic Criteria
Productivity (Sales) by Year
2001 2002 2003 2004 2005 2006 2007
• Individual variation in performance is often great across time
• More consistency is achieved by using an incentive system and when output is measured over a significant number of occurrences (and over a wide variety of measures)
Use of Objective Data
Criteria Challenges (cont.)
Observation ---
Variation due to methods used, who observes
Performance Dimensions ---
Uni-dimensional vs. multidimensional criteria
(Over-reliance on supervisor ratings of performance; 879/1506)
Objective data Subjective data
r = .39
Relevance --- Generally considered the most important issue
Criteria Issues
* Adequacy of production data for managerial personnel
Criteria Issues (cont.)
Dimensionality --- Does the criteria differentiate between employees?
Low variability (e.g., production line speed, process limitations)
Contamination ---
a) Error
b) Biases (e.g., rating scales, group membership, knowledge of predictor scores, self-fulfilling prophecy)
To Combine or Not to Combine Criteria?
Global criteria
3.0 GPA
Separate, multiple criteria
A
A
C
C
Is there a single, underlying dimension that “allows” combining separate criteria?
Purposes of the data (e.g., a) for personnel decisions or b) feedback, understanding psychological and behavioral processes
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