Andrew J. Vinchur

A Meta-Analytic Review of Predictors of Job Performance for Salespeople

This meta-analysis evaluated predictors of both objective and subjective sales performance. Biodata measures and sales ability inventories were good predictors of the ratings criterion, with corrected rs of .52 and .45, respectively. Potency (a subdimension of the Big 5 personality dimension Extraversion) predicted supervisor ratings of performance (r = .28) and objective measures of sales (r = .26). Achievement (a component of the Conscientiousness dimension) predicted ratings (r = .25) and objective sales (r = .41). General cognitive ability showed a correlation of.40 with ratings but only .04 with objective sales. Similarly, age predicted ratings (r = .26) but not objective sales (r = -.06). On the basis of a small number of studies, interest appears to be a promising predictor of sales success.

An alternative procedure for analyzing job analysis results for content-oriented test development

Content-oriented test development requires information derived from a comprehensive job analysis. The job data typically consist of task and skill statements identified by subject matter experts. These statements characterize a target job and are then used to develop the test plan and item budget. The predominant practice for combining data from the task and job skill domains to facilitate preparation of a test plan and item budget is an impressionistic approach. This study reports variations and extensions of an alternative quantitative procedure for linking task and job skill data (Hughes & Prien, 1989) using results obtained in field studies. The results indicate that the procedure reported by Hughes and Prien (1989) yields consistent results. Also, modifications to the procedure result in more detailed solutions.

The Prediction of Predictability Revisited: Differential Predictability Applied to Managerial Selection:

Ghisellis (1956) differential predictability procedure was applied to individual managerial assessment. Candidates for managerial positions (N = 452) were administered a battery of tests as part of the individual assessment selection procedure. This sample was divided into two equal-size groups; a Derivation Group and a Cross-Validation Group. The criterion was the candidates organizational level; the predictor was a measure of cognitive ability provided by scores on the Adaptability Test. Need for Financial Reward, a subscale of the Self-Description Inventory, was identified as a moderator in the Derivation Group, however, sub grouping chi-square analyses and moderated multiple regression failed to corroborate this finding. Dependent on the selection ratio, use of the moderator was shown to have some limited utility in the Cross-Validation Group, however, its accuracy did not exceed that obtained through use of regression analysis.