Development of a Causal Model of Processes Determining Job Performance

Current Directions in Psychological Science

Volumn 1, Issue 3, 1992, Pages 89-92

  Schmidt, Frank L ^a   Hunter, John E ^b  

^a UNIVERSITY OF IOWA   (United States)

^b MICHIGAN STATE UNIVERSITY   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 84970746415     PISSN: 09637214     EISSN: 14678721     Source Type: Journal    
DOI: 10.1111/1467-8721.ep10768758     Document Type: Article

References (17)

1. J. L. Hunter and H.R. Hirsh, Applications or meta-analysis, in International Review of Industrial and Organizational P.C.L Cooper and LT. Robertson, Eds. (Wiley, London, 1987).
2. J.E. Hunter and R.F. Hunter, Validity and utility of alternate predictors of job performance, Psycholagical Bulletin, 96, 72–98 (1984)
3. F.L. Schmidt and J.E. Hunter, Employment testing: Old theories and new research findings, American Psychologist, 56, 1128–1137 (1981.
4. J.E. Hunter, A causal analysis or Cognitive ability, Job knowledge, job performance, and supervisor ratings, in Performance Measurement and theory, F. Landy, S. Zedeck, and J. Cleveland, Eds. (Derlbaum, Hillsdale, NJ, 1983)
5. J.E. Hunter, Cognitive abiklity, Cognitive aptitudes, Job knowledge, and job performance, Journal or Vocational Behavior (Special issue), 29, 140–162 (1986).
6. Hunter and Hirsh, note I.E.L. Schmidt, D.S. Ones, and J.F. Hunter, Personnel selection. Annual Review of Psychology, 41, 627–670(1992).
7. M.A. McDaniel, F.L. Schmidt, and J.L. Hunter, Job experience correlates of job performance, Journal or Applied Psychology, 73. 327–330 (1988)
8. F.L. Schmidt, J.L. Hunter, A.V. Outerbridge, and S. Goff. The Joint Relation of experience and ability with Job performance. A test of three hypotheses. Journal of Applied Psychology, 46–57 (1988).
9. F.L. Schmidt, J.E. Hunter, and A.N. Outerbridge, The impact of job experience and ability on job knowledge, work sample performance, and superviserv ratings of job performance, Journal of Applied Psychology, 71, 422–439 (1986)
10. W.C. Borrnan, M.A. Hanson, S.H. Oppter, and E.D. Pulakos, The role ot early supervisory ex penence in supervisor performance, Journal of Ap plied Psychology (in press)
11. R.J. Vance, W.U. Coovert, R.C. MacCallum, and J. W. Hedge Construct models of task performance, Journal o' Applied Phychology, 74, 447–455 (1989).
12. M.R. Barrick and M.K. Mount, The big five personality dimensions and job performance: A meta-analysis, Personnel Psychology, 44, 1–26 (1991)
13. L.M. Hough, N.K. Eaton, M.D. Dunnette. J.D. Kamp, and R.A. McCloy, Criterion-related validities of personality constructs and the effects of response distortion on those validities, Journal of Applied Psychology Monograph, 75, 581–595 (1990)
14. I.R. Goldberg, J.R. Cremer, R. M. Guion, L.B. Sechrest, and H. Wing, Questionnaines Used in the Prediction of trustworthiness in Pre employment Selection Decisions. An APA Task Force Re port (American Psychological Association, Washington, DC, 1991): Schmidt, Ones, and Hunter, note 3.
15. D.S. Ones, C. Viswesvaran, and F.L. Schmidt. Integrity test validities Meta-analyic test of moderator hypothesis, manuscript submitted for publication, Goldberg, note 8
16. W.C. Horman, L.A. White, E.D. Pulakos, and S.M. Oppler, Models evaluating the effects of ratet; ability, knowledge. proficiency, temperament, awards, and problem behavior on supervisor ratings, Journal of Applied Psychology, 76, 863–872(1991).
17. J.E. Hunter, F.L. Schmidt, and M.K. Judiesch. Individual differences in output variability as a function ot job Complexity, Journal of Applied Psy chology. 74. 28–42 (1990).