Walter C. Borman

Personality Predictors of Citizenship Performance

This article briefly introduces the criterion construct, citizenship performance, describes how this construct is different from task performance and presents a recently derived 3-dimension model of the domain. Evidence is then reviewed for links between personality constructs and citizenship performance. An update of the Organ and Ryan (1995) meta-analysis of personality-organizational citizenship behavior relationships suggests slightly higher correlations than those found in the meta-analysis and also indicates that personality, at least the conscientiousness and dependability constructs, correlates more highly with citizenship performance than with task performance. These results are discussed in the broader context of building models of job performance and studying linkages between individual differences and relatively specific criterion constructs.

Investigating the Underlying Structure of the Citizenship Performance Domain

Abstract The purpose of this research was to delineate the conceptual organization of the contextual or citizenship performance domain. Similarity data were generated through the inductive content sorting of citizenship performance behavior (CPBs) categories and analyzed via exploratory factor analysis, multidimensional scaling (MDS), and a subsequent cluster analysis associated with the MDS. The current research resulted in a hierarchical integrated model providing a structural framework for this domain. When this framework is applied to a number of previously developed theoretical or empirically derived models, it appears to capture the constructs associated with the models, identifies similar constructs between the models and clarifies the relationships between our model and these previously developed models. Overall, the proposed integrated model has the potential to provide a much-needed framework to represent the underlying structure of the citizenship performance domain. However, models at different levels of specificity are likely to be useful for different applications.

An occupational information system for the 21st century : the development of O*NET

The Origins of O*NET The O*NET Content Model Research Method Development and Field Testing of the Content Model Basic and Cross-Functional Skills Knowledges Occupational Preparation - Education, Training, Experience and Licensure/Certification Generalized Work Activities Work Context Organizational Context Abilities Occupational Interests and Values Work Styles Occupation-Specific Descriptors - Approaches, Procedures and Findings Occupational Descriptor Covariates - Potential Sources of Variance in O*NET Ratings Cross-Domain Analyses Occupation Classification - Using Basic and Cross-Functional Skills and Generalized Work Activities to Create Job Families Database Design and Development - Designing an Electronic Infrastructure Summary of Results and Implications for O*NET Applications and Future Directions O*NETs Theoretical Contributions to Job Analysis Research.

Predicting Adaptive Performance: Further Tests of a Model of Adaptability

This research further investigates an 8-dimension taxonomy of adaptive performance developed by Pulakos, Arad, Donovan, and Plamondon (2000) and the usefulness of past experience, interest, and self-efficacy predictors developed to measure these same 8 dimensions for predicting adaptive job performance. Participants in the concurrent, criterion-related validation study included 739 military personnel. They completed the 3 adaptability measures as well as more traditional cognitive and noncognitive predictors. Supervisors of the study participants rated their adaptive job performance. Results showed support for the 8-dimension model of adaptability. In addition, cognitive ability, personality, and the new adaptability predictors were shown to predict adaptive performance, with some past experience items adding incremental validity beyond the more traditional cognitive ability and personality measures. Results are discussed.

An examination of the comparative reliability, validity, and accuracy of performance ratings made using computerized adaptive rating scales

This laboratory research compared the reliability, validity, and accuracy of a computerized adaptive rating scale (CARS) format and 2 relatively common and representative rating formats. The CARS is a paired-comparison rating task that uses adaptive testing principles to present pairs of scaled behavioral statements to the rater to iteratively estimate a ratees effectiveness on 3 dimensions of contextual performance. Videotaped vignettes of 6 office workers were prepared, depicting prescripted levels of contextual performance, and 112 subjects rated these vignettes using the CARS format and one or the other competing format. Results showed 23%-37% lower standard errors of measurement for the CARS format. In addition, validity was significantly higher for the CARS format (d = .18), and Cronbachs accuracy coefficients showed significantly higher accuracy, with a median effect size of .08. The discussion focuses on possible reasons for the results.

Three Approaches to the Investigation of Subgroup Bias in Performance Measurement: Review, Results, and Conclusions

Three methods of assessing subgroup bias in performance measurement commonly found in the literature are identified. After a review of these approaches, findings are reported from analyses of data collected in the United States Armys Project A (J. P. Campbell, 1987). Correlations between nonrating performance measures and supervisor ratings were generally not mederated by race, but correlations between nonrating indicators of negative performance and ratings assigned by peers were. In addition, significant interactions between rater and ratee race on performance ratings were not eliminated when variance in the nonrating measures was removed from the ratings provided by Black and White raters. Conclusions about the magnitude and nature of bias in supervisor and peer ratings are discussed

Selecting Pilots With Crew Resource Management Skills

For years, pilot selection has focused primarily on the identification of individuals with superior flying skills and abilities. More recently, the aviation community has become increasingly aware that successful completion of a flight or mission requires not only flying skills but the ability to work well in a crew situation. This project involved development and validation of a crew resource management (CRM) skills test for Air Force transport pilots. A significant relation was found between the CRM skills test and behavior-based ratings of aircraft commander CRM performance, and the implications of these findings for CRM-based selection and training are discussed.

Current Directions and Issues in Personnel Selection and Classification

This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the observation that the world of work is undergoing important changes that are likely to result in different occupational and organizational structures. In this context, we review recent research on criteria, especially models of job performance, followed by sections on predictors, including ability, personality, vocational interests, biodata, and situational judgment tests. The paper also discusses person-organization fit models, as alternatives or complements to the traditional person-job fit paradigm.

The development of an integrated performance category system for supervisory jobs in the U.S. Navy

When a single job is the target, established job analysis approaches provide relatively straightforward methods for identifying performance requirements. However, when multiple jobs are involved, the identification of a single set of relevant performance dimensions can be more daunting. In the application here, there was also a compelling requirement to develop a dimension set that conformed with U.S. Navy fleet personnel perceptions of the performance domain. Accordingly, the behavioral performance constructs that experienced Navy officers believed differentiate effective from ineffective supervisory performance were gathered using a personal construct theory protocol. We then used a methodology suggested by Borman and Brush (1993) to integrate and summarize these personal work constructs, to provide—through a series of qualitative and quantitative strategies—a dimension set targeted toward supervisors in all Navy communities. The resulting dimensions revealed certain themes that might not have emerged if traditional job analysis strategies had been used. The dimension set and the resulting behaviorally anchored rating scales appear widely relevant to Navy supervisor jobs, and the performance appraisal system that employs the scales is nearing implementation. In addition, performance feedback and development tools were developed to complement the performance appraisal system.

Progress Toward Understanding the Structure and Determinants of Job Performance: A Focus on Task and Citizenship Performance

Job performance criterion models have become more popular and more often investigated. The current research adds to this literature by testing performance models focusing on ability and personality predictors of task and citizenship job performance. Air traffic controllers (N = 928) completed cognitive ability and personality predictor measures, were administered a performance test assessing two possible mediators, and were evaluated using supervisor and peer ratings of two task performance, one citizenship performance, and an overall performance dimension. Path analyses largely confirmed that ability predicts primarily task performance and personality predicts primarily citizenship performance. The mediation related to task knowledge and skill on the task performance side was confirmed, and the overall fit of the performance models was quite good. Discussion focuses on how the present research furthers progress toward mapping relations among individual differences and individual performance constructs, beyond using overall performance as the endogenous performance variable.