کد مقاله | کد نشریه | سال انتشار | مقاله انگلیسی | نسخه تمام متن |
---|---|---|---|---|
879878 | 911462 | 2008 | 13 صفحه PDF | دانلود رایگان |
![عکس صفحه اول مقاله: Maximal and typical measures of job performance: An analysis of performance variability over time Maximal and typical measures of job performance: An analysis of performance variability over time](/preview/png/879878.png)
One strategy for better understanding job performance is to distinguish between maximum and typical performance, with maximum performance usually measured using a work sample (e.g., [Sackett, P.R., Zedeck, S., & Fogli, L. (1988). Relations between measures of typical and maximum job performance. Journal of Applied Psychology, 73, 482–486.]) or performance ratings (e.g., [Klehe, U.C., & Latham, G. (2006). What would you do—really or ideally? Constructs underlying the behavior description interview and the situational interview in predicting typical versus maximal performance. Human Performance, 19,357–382.]). In this article we propose a framework for distinguishing between maximal and typical performance in the everyday work setting, develop a measure of maximal performance that utilizes on-the-job performance, and examine the effects of individual differences on the maximal–typical performance relationship. Analyses revealed that high high-ability employees and inexperienced employees were characterized by a lower maximal–typical correlation and more motivationally-relevant variability in performance than their counterparts. There is some evidence of differential validity for maximal versus typical performance. Implications for job performance theory and human resource practice are discussed.
Journal: Human Resource Management Review - Volume 18, Issue 3, September 2008, Pages 133–145