An interview approach to work sample criterion measurement

Article Abstract:

A variety of measurement techniques have been used to assess job proficiency, including hands-on work sample tests, and ratings. The current research effort examined the viability of an interview approach to work sample criterion measurement. Hands-on and interview work sample measures were developed and adminstered to 1,491 enlisted personnel in eight Air Force specialties. Job-level analyses yielded moderate (.46) to high (.84) correlations but produced significant mean differences (six of eight specialties) between the two techniques. In addition, the patterns of relationships between each work sample test and a series of related performance, aptitude, and experience measures were found to be quite similar, and the magnitudes of these correlations were similar to those in studies reported previously. In contrast, task-level analyses yielded considerable variability in correlational values (rs ranged from .19 to .97) and mean differences (39 of 64 mean comparisons were significantly different). Results are discussed in terms of the usefulness of interview testing as a work sample measurement methodology for different personnel functions. (Reprinted by permission of the publisher.)

Methods, Success

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Construct validity of multiple job performance measures using confirmatory factor analysis

Article Abstract:

The construct validity of job performance ratings obtained from self, supervisors, and peers was assessed relative to performance data obtained from an objective test of task proficiency. Data were gathered from a sample of 256 first-term jet engine mechanics in the U.S. Air Force. Widaman's (1985) approach to assessment of convergent and discriminant validity of multitrait-multimethod data using confirmatory factor analysis to contrast alternative models was used. As expected, all analyses revealed support for a model with correlated performance traits and uncorrelated methods. Significant convergence among the three rating sources was found. In addition, convergence was found between task ratings and scores from the objective proficiency test. Significant discriminant validity was found in all of the analyses. Results revealed that self, supervisors, and peers can be equally valid as sources of of performance information, although performance of some tasks may be more validly evaluated by one source than another. Needs for further research on the effects of task characteristics on the validity of ratings are discussed. (Reprinted by permission of the publisher.)

Models, Usage, Evaluation, Human resource management, Factor analysis, Discriminant analysis, Psychology, Aviation mechanics (Persons), Aircraft mechanics (Persons)

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Construct models of task performance

Article Abstract:

A covariance structure model was tested that related 3 classes of predictors (ability, experience, and supervisor support) to several classes of criteria of task performance (rated performance by self, supervisor, and peers, a work sample test, and training success). The model was tested for 3 categories of tasks (installation of engine parts, inspection of components, and forms completion), using data for 201 first-term U.S. Air Force jet engine mechanics. Ability explained significant variance in training success for 3 categories, in rated performance for 2 categories, and in work sample performance for 1 category. Experience explained substantial variance in rated performance for 3 categories, and in work sample performance for 2 categories. Supervisor support did not explain significant variance in any category. The task model have potential usefulness as the beginning of generalizable task taxonomy. (Reprinted by permission of the publisher.)

Employee training, Performance standards, Job performance standards

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