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JOB PERFORMANCE AND ASSESSMENT (MUCHINSKY (JUDGEMENTAL DATA (= EVALUATIONS…
JOB PERFORMANCE AND ASSESSMENT
ASPECTS OF PERFORMANCE
:
BEHAVIORAL = what individual does
OUTCOME = result of individual's behavior
TYPES OF PERFORMANCE
CONTEXTUAL = activities not part of the due task but contributing to rganization, social and psychological environment
TASK = activities which are supposed to be performed in the job
MOTOWILDO
ASSUMPTIONS ON J
P
EPISODIC=certain behavioral episodes impo for your JP
EVALUATIVE=some behaviors are more or less desirable for performance
BEHAVIORAL=JP should focus on behavior not results
MULTIDIMENSIONAL=behavioral episodes determining JP cannot all be aggregated
EARLY THEORIES
HUNTER: ABILITY --> JOB KNOWLEDGE + SKILLS --> JP
CAMPBELL: JP DETERMINED BY DECLARATIVE AND PROCEDURAL KNOWLEDGE AND MOTIVATION
MCFREE AND COSTA: BASIC TENDENCIES SHAPE CHARACTERISTIC ADAPTATION, WHICH SHAPE OBJECTIVE BIOGRAPHY
COMBINED MODEL
TASK PERFORMANCE
MORE USE OF COGNITIVE ABILITIES (CA)
PERSONALITY LITTLE ROLE
KNOWLEDGE: of the technical core and procedures, shaped by cognitive abilities
SKILLS: apply technical knowledge, influenced by ca
TASK WORK HABITS: habits facilitating or not task behavior, influenced by BOTH personality and ca
CONTEXTUAL PERFORMANCE
PERSONALITY PLAYING BIGGER ROLE
CA LITTLE ROLE
KNOWLEDGE: for effective action in certain situations, affected by BOTH ca and personality
SKILL: carrying out the actions you think are effective
CONTEXTUAL WORK HABITS: habits facilitating or not contextual performance
J
OB PERFORMANCE (JP)
= degree to which individual helps organization reach goals
SONNENTAG
PERSPECTIVES TO JP
INDIVIDUAL
which individual performs the best?
focus on ca, personality, education, interests, training, experience, aptitude-treatment interaction
HIGH CA --> BETTER TASK P
PERSONALITY AFFECTING CONTEXTUAL KNOWLEDGE, SKILLS HABITS AND TASK HABITS --> JP (small effect)
MOTIVATIONAL TRAITS RELATED TO PERSONALITY (e.g. anxiety, need for achievement)
MOTVATIONAL SKILLS = SELF-REGULATORY STRATEGIES (e.g. emotional control, motivation control)
SELF-EFFICACY --> JP. SE related to motivational traits and skills
SITUATIONAL
in which situation do individuals perform the best?
JOB CHARACTERISTIC MODEL: JOB CHARACTERISTICS --> PSYCHOLOGICAL STATE --> JP AND SATISFACTION. small positive relationship
SOCIOTECHNICAL SYSTEMS THEORY: SOCIAL AND TECHNICAL SUBSYSTEMS TO PUT TOGETHER FOR JP.
ROLE THEORY: ROLE AMBIGUITY AND ROLE CONFLICT = STRESSORS. weak empirical support
SITUATIONAL CONSTRAINTS --> JP IMPAIRED. Mixed findings.
PERFORMANCE ENHANCING FACTORS PLAYING BIGGER ROLE THAN STRESSORS
PERFORMANCE REGULATION
What happens when performing?
ACTION THEORY: PROCESS AND STRUCTURAL POINT OF VIEW. Roe saying JP depending also on energetic regulation, emotional regulation, vitality regulation, self-image regulation.
BEHAVIOR MODIFICATION PERSPECTIVE: HOW INTERVENTIONS FROM OUTSIDE AFFECT PERFORMANCE
FLETCHER
PERFORMANCE APPRAISAL (PA)
=processes in which performance is assessed
VARIABLES AFFECTING APPRAISAL
APPRAISER
ATTITUDE
GOALS
INFLATING
CONFIDENCE
ATTRIBUTIONAL STYLE
RELATIONSHIP WITH SUBORDINATE
PERSONALITY
APPRAISEE
MOTIVATION
NEED FOR ACHIEVEMENT
GOAL ORIENTATION
SELF-AWARENESS
SELF-ESTEEM
SELF-EFFICACY
LOC
ATTRIBUTIONAL STYLE
FEEDBACK ATTITUDES
RELATIONSHIP APPRAISER-APPRAISEE
MUCHINSKY
OBJECTIVE PRODUCTION DATA
HOW MUCH
CRITERION CONTAMINATION = performance depending on factors outside person's control
PERSONNEL DATA
ABSENTEEISM AND ACCIDENTS
CRITERION RELEVANCE = how much does personnel data actually tell about JP?
ERRORS IN JUDGEMENTAL DATA
HALO ERRORS
LENIENCY ERROR = hard grader vs easy grader
CENTRAL TENDENCY ERROR = no extreme ratings
JUDGEMENTAL DATA
= EVALUATIONS FROM A RATER
GRAPHIC RATING SCALES = how much of this factor does employee have?
EMPLOYEE COMPARISON METHOD
RANK ORDER METHOD
PAIRED COMPARISON=comparison of employee with each of the other employees to be rated
FORCED DISTRIBUTION METHOD = use normal distribution to rate
BEHAVIORAL CHECKLISTS AND SCALES
CRITICAL INCIDENTS = list of behaviors leading to good or bad JP
BEHAVIORALLY ANCHORED RATING SCALES = critical incidents related to the rating you should get
BHEAVIORAL OBSERVATION SCALE = rating of frequency of critical incidents --> can see what is the most important behavior for good JP
RATER TRAINING --> IT WORKS
RATER MOTIVATION --> TO INCREASE WITH CERTAIN TYPE OF ENVIRONMENT