The Relationship Between Typical and Maximum Performance: A Meta-Analytic Examination

Human Performance

Volumn 25, Issue 5, 2012, Pages 355-376

  Beus, Jeremy M ^a   Whitman, Daniel S ^b  

^a UNIVERSITY OF CENTRAL FLORIDA   (United States)

^b LOUISIANA STATE UNIVERSITY   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 84869432076     PISSN: 08959285     EISSN: None     Source Type: Journal    
DOI: 10.1080/08959285.2012.721831     Document Type: Article

References (73)

1. *Alexander, H. S., Buck, J. A. and McCarthy, R. J. Spring 1975. "Usefulness of the assessment center process for selection to upward mobility programs". In Human Resource Management Spring, 10-13.
2. Arthur, W. Jr., Bennett, W. Jr., Edens, P. S. and Bell, S. T. 2003. Effectiveness of training in organizations: A meta-analysis of design and evaluation features. Journal of Applied Psychology, 88: 234-245.
3. *Arthur, W. Jr. and Tubre, T. C. April 1999. "The assessment center construct-related validity paradox: A case of construct misspecification?". In M. A. Quiňones (Chair), Assessment centers, 21st century: New issues and new answers to old problems. Symposium presented at the 14th Annual Conference of the Society for Industrial and Organizational Psychology April, Atlanta, GA
4. Austin, J. T., Humphreys, L. G. and Hulin, C. L. 1989. Another view of dynamic criteria: A critical reanalysis of Barrett, Caldwell, and Alexander. Personnel Psychology, 42: 583-596.
5. Austin, J. T. and Villanova, P. 1992. The criterion problem: 1917-1992. Journal of Applied Psychology, 77: 836-874.
6. Barnes, C. M. and Morgeson, F. P. 2007. Typical performance, maximal performance, and performance variability: Expanding our understanding of how organizations value performance. Human Performance, 20: 259-274.
7. Barrett, G. V. and Alexander, R. A. 1989. Rejoinder to Austin, Humphreys, and Hulin: Critical reanalysis of Barrett, Caldwell, and Alexander. Personnel Psychology, 42: 597-612.
8. Barrett, G. V., Caldwell, M. S. and Alexander, R. A. 1985. The concept of dynamic criteria: A critical reanalysis. Personnel Psychology, 38: 41-56.
9. Barrick, M. R. and Mount, M. K. 1991. The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44: 1-26.
10. *Blumentritt, T., Novy, D. M., Gaa, J. P. and Liberman, D. 1996. Effects of maximum performance instructions on the sentence completion test of ego development. Journal of Personality Assessment, 67: 79-89.
11. Bobko, P. 1983. An analysis of correlations corrected for attenuation and range restriction. Journal of Applied Psychology, 68: 584-589.
12. Borman, W. C. and Motowidlo, S. J. 1993. "Expanding the criterion domain to include elements of contextual performance". In Personnel selection in organizations, Edited by: Schmitt, N. and Borman, W. C. 71-98. San Francisco: Jossey-Bass.
13. Boudreau, J. W. 1991. "Utility analysis for decisions in human resource management". In Handbook of industrial and organizational psychology, 2nd, Edited by: Dunnette, M. D. and Hough, L. M. Vol. 2, 621-745. Palo Alto, CA: Consulting Psychologists Press.
14. Campbell, J. P. 1990. "Modeling the performance prediction problem in industrial and organizational psychology". In Handbook of industrial and organizational psychology, 2nd, Edited by: Dunnette, M. D. and Hough, L. M. Vol. 1, 687-732. Palo Alto, CA: Consulting Psychologists Press.
15. Campbell, J. P., Gasser, M. B. and Oswald, F. L. 1996. "The substantive nature of job performance variability". In Individual differences and behavior in organizations, Edited by: Murphy, K. R. 258-299. San Francisco: Jossey-Bass.
16. Cohen, J. 1992. A power primer. Psychological Bulletin, 112: 155-159.
17. Dalal, R. S. 2005. A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of Applied Psychology, 90: 1241-1255.
18. Deadrick, D. L. and Gardner, D. G. 2008. Maximal and typical measures of job performance: An analysis of performance variability over time. Human Resource Management Review, 18: 133-145.
19. Deadrick, D. L. and Madigan, R. M. 1990. Dynamic criteria revisited: A longitudinal study of performance stability and predictive validity. Personnel Psychology, 43: 717-744.
20. Deci, E. L. and Ryan, R. M. 2002. "Self-determination research: Reflections and future directions". In Handbook of self-determination research, Edited by: Deci, E. L. and Ryan, R. M. 431-441. Rochester, NY: University of Rochester Press.
21. DuBois, C. L. Z., Sackett, P. R., Zedeck, S. and Fogli, L. 1993. Further exploration of typical and maximum performance criteria: Definitional issues, prediction, and white-black differences. Journal of Applied Psychology, 78: 205-211.
22. FosterLee, R. 2007. Personality, interest, and motivational determinants of maximal and typical performances on a verbal knowledge task. Human Performance, 20: 287-292.
23. Gaugler, B. B., Rosenthal, D. B., Thornton, G. C. and Bentson, C. 1987. Meta-analysis of assessment center validity. Journal of Applied Psychology, 72: 493-511.
24. Guion, R. M. 1998. Assessment, measurement, and prediction for personnel decisions, Mahwah, NJ: Erlbaum.
25. *Gulan, N. 2000. Moderating effect of assessee personality characteristics on the validity of assessment center ratings, Detroit, MI: Unpublished doctoral dissertation, Wayne State University.
26. Hofmann, D. A., Jacobs, R. and Baratta, J. E. 1993. Dynamic criteria and the measurement of change. Journal of Applied Psychology, 78: 194-204.
27. Hofmann, D. A., Jacobs, R. and Gerras, S. J. 1992. Mapping individual performance over time. Journal of Applied Psychology, 77: 185-195.
28. Hulin, C. L., Henry, R. A. and Noon, S. L. 1990. Adding a dimension: Time as a factor in the generalizability of predictive relationships. Psychological Bulletin, 107: 328-340.
29. Hunter, J. E. 1980. Test validation for 12,000 jobs: An application of synthetic validity and validity generalization to the General Aptitude Test Battery (GATB), Washington, DC: U.S. Department of Labor.
30. Hunter, J. E. and Schmidt, F. L. 2004. Methods of meta-analysis: Correcting error and bias in research findings, 2nd, Thousand Oaks, CA: Sage.
31. Hunter, J. E., Schmidt, F. L. and Judiesch, M. K. 1990. Individual differences in output variability as a function of job complexity. Journal of Applied Psychology, 75: 28-42.
32. Janz, T. 1989. "The patterned behavior description interview: The best prophet of the future is the past". In The employment interview: Theory, research, and practice, Edited by: der, R.W. E and Ferris, G. R. 158-168. Thousand Oaks, CA: Sage.
33. Judge, T. A., Higgins, C. A., Thoresen, C. J. and Barrick, M. R. 1999. The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52: 621-652.
34. Kirk, A. K. and Brown, D. F. 2003. Latent constructs of proximal and distal motivation predicting performance under maximum test conditions. Journal of Applied Psychology, 88: 40-49.
35. *Klehe, U. and Anderson, N. 2007. Working hard and working smart: Motivation and ability during typical and maximum performance. Journal of Applied Psychology, 92: 978-992.
36. *Klehe, U., Anderson, N. and Hoefnagels, E. A. 2007. Social facilitation and inhibition during maximum versus typical performance situations. Human Performance, 20: 223-239.
37. *Klehe, U. and Latham, G. 2006. What would you do-really or ideally? Constructs underlying the behavior description interview and the situational interview in predicting typical versus maximum performance. Human Performance, 19: 357-382.
38. *Klehe, U. and Latham, G. 2008. Predicting typical and maximum performance with measures of motivation and abilities. Psychologica Belgica, 48: 67-91.
39. Landy, F. L. and Farr, J. L. 1983. The measurement of work performance: Methods, theory, and applications, New York: Academic Press.
40. *Lim, B. and Ployhart, R. E. 2004. Transformational leadership: Relations to the five-factor model and team performance in typical and maximum contexts. Journal of Applied Psychology, 89: 610-621.
41. Locke, E. A. 1986. Generalizing from laboratory to field settings, Lexington, MA: Lexington Books.
42. Locke, E. A., Mento, A. J. and Katcher, B. L. 1978. The interaction of ability and motivation in performance: An exploration of the meaning of moderators. Personnel Psychology, 31: 269-280.
43. *Marcus, B., Goffin, R. D., Johnston, N. G. and Rothstein, M. G. 2007. Personality and cognitive ability as predictors of typical and maximum managerial performance. Human Performance, 20: 275-285.
44. *McCloy, R. A., Campbell, J. P. and Cudeck, R. 1994. A confirmatory test of a model of performance determinants. Journal of Applied Psychology, 79: 493-505.
45. Mendoza, J. L. 1993. Fisher transformations for correlations corrected for selection and missing data. Psychometrika, 58: 601-615.
46. Meriac, J. P., Hoffman, B. J., Woehr, D. J. and Fleisher, M. S. 2008. Further evidence for the validity of assessment center dimensions: A meta-analysis of the incremental criterion-related validity of dimension ratings. Journal of Applied Psychology, 93: 1042-1052.
47. *Meyer, H. H. 1970. The validity of the in-basket test as a measure of managerial performance. Personnel Psychology, 23: 297-307.
48. Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K. and Schmitt, N. 2007. Reconsidering the use of personality tests in personnel selection contexts. Personnel Psychology, 60: 683-729.
49. Motowidlo, S. J. 2003. "Job performance". In Handbook of psychology: Industrial and organizational psychology, Edited by: Borman, W. C., Ilgen, D. R. and Klimoski, R. J. Vol. 12, 39-53. New York: Wiley.
50. Motowidlo, S. J., Borman, W. C. and Schmit, M. J. 1997. A theory of individual differences in task and contextual performance. Human Performance, 10: 71-83.
51. Murphy, K. R. 1989. "Dimensions of job performance". In Testing: Applied and theoretical perspectives, Edited by: Dillon, R. and Pellingrino, J. 218-247. New York: Praeger.
52. Murphy, K. R. and Cleveland, J. N. 1995. Understanding performance appraisal: Social organizational, and goal-based perspectives, Thousand Oaks, CA: Sage.
53. Oh, I., Wang, G. and Mount, M. K. 2011. Validity of observer ratings of the Five-Factor Model of personality: A meta-analysis. Journal of Applied Psychology, 96: 762-773.
54. *Pittman, S. 1998. An examination of construct validity within an assessment center, Fairfax, VA: Unpublished doctoral dissertation, George Mason University.
55. *Ployhart, R. E., Lim, B. and Chan, K. 2001. Exploring relations between typical and maximum performance ratings and the five factor model of personality. Personnel Psychology, 54: 809-843.
56. Raju, N. S. and Brand, P. A. 2003. Determining the significance of correlations corrected for unreliability and range restriction. Applied Psychological Measurement, 27: 52-71.
57. Roth, P. L., Bobko, P. and McFarland, L. A. 2005. A meta-analysis of work sample test validity: Updating and integrating some classic literature. Personnel Psychology, 58: 1009-1037.
58. Rothe, H. F. 1978. Output rates among industrial employees. Journal of Applied Psychology, 63: 40-46.
59. Rotundo, M. and Sackett, P. R. 2002. The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology, 87: 66-80.
60. *Russell, C. J. and Domm, D. R. 1995. Two field tests of an explanation of assessment centre validity. Journal of Occupational and Organizational Psychology, 68: 25-47.
61. Sackett, P. R. 2002. The structure of counterproductive work behaviors: Dimensionality and relationships with facets of job performance. International Journal of Selection and Assessment, 10: 5-11.
62. Sackett, P. R. 2007. Revisiting the origins of the typical-maximum performance distinction. Human Performance, 20: 179-185.
63. Sackett, P. R. and Larson, J. R. Jr. 1990. "Research strategies and tactics in industrial and organizational psychology". In Handbook of industrial and organizational psychology, 2nd, Edited by: Dunnette, M. D. and Hough, L. M. Vol. 1, 419-489. Palo Alto, CA: Consulting Psychologists Press.
64. *Sackett, P. R., Zedeck, S. and Fogli, L. 1988. Relations between measures of typical and maximum performance. Journal of Applied Psychology, 73: 482-486.
65. Schmidt, F. L. and Hunter, J. E. 2004. General mental ability in the world of work: Occupational attainment and job performance. Journal of Personality and Social Psychology, 86: 162-173.
66. Schmidt, F. L. and Raju, N. S. 2007. Updating meta-analytic research findings: Bayesian approaches versus the medical model. Journal of Applied Psychology, 92: 297-308.
67. Steel, P. D. and Kammeyer-Mueller, J. D. 2002. Comparing meta-analytic moderator estimation techniques under realistic conditions. Journal of Applied Psychology, 87: 96-111.
68. *Thomson, H. A. 1970. Comparison of predictor and criterion judgments of managerial performance using the multitrait-multimethod approach. Journal of Applied Psychology, 54: 496-502.
69. *Thumin, F. J. 1993. Predictor validity as related to criterion relevance, restriction of range, and ethnicity. Journal of Psychology, 127: 553-563.
70. Viswesvaran, C., Schmidt, F. L. and Ones, D. S. 2005. Is there a general factor in ratings of job performance? A meta-analytic framework for disentangling substantive and error influences. Journal of Applied Psychology, 90: 108-131.
71. Wanous, J. P., Sullivan, S. E. and Malinak, J. 1989. The role of judgment calls in meta-analysis. Journal of Applied Psychology, 74: 259-264.
72. Witt, L. A. and Spitzmuller, C. 2007. Person-situation predictors of maximum and typical performance. Human Performance, 20: 305-315.
73. *Worbois, G. M. 1975. Validation of externally developed assessment procedures for identification of supervisory potential. Personnel Psychology, 28: 77-91.