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n Management Dynamics : Journal of the Southern African Institute for Management Scientists - The development and evaluation of a generic individual non-managerial performance measure

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Abstract

Attempts to develop actuarial selection decision-rules to select employees for specific positions, as well as attempts to validate clinical or subjectively developed mechanical selection procedures, are frequently thwarted because of the inability to obtain adequate predictor and criterion data for a sufficiently large sample. The root of the problem lies in the assumption that the constitutive definition of the criterion construct is unique for each specific job. If this were the case, separate validation studies would have to be conducted for each job, utilising a job-specific performance measure as the criterion. The problem, however, is that quite often the number of employees that hold the specific position is too small to technically develop and justify a selection decision-rule in a validation study. The situation could be salvaged if the constitutive definition of the criterion construct were not unique to each and every job. If a family of jobs shared a common constitutive definition of performance, it would then become possible to derive an actuarial decision-rule for all the jobs that are part of the family, and to psychometrically evaluate the resultant decision-rule in terms of fairness and utility if a valid and reliable measure of the generic performance construct could be developed. In this study, a generic non-managerial performance construct is constitutively defined based on previous studies in the area of generic performance measurement. The development and validation of a multi-rater, generic, non-managerial performance measure is thus the purpose of the study.

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/content/mandyn/23/1/EJC152585
2014-03-01
2016-12-09
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