Models of Supervisory Job Performance Ratings
Proposed and evaluated in this research were causal models that included measures of cognitive ability, job knowledge, task proficiency, 2 temperament constructs (achievement and dependability), awards, problem behavior, and supervisory ratings. The models were tested on a sample of 4,362 US Army enlisted personnel in 9 different jobs. Results of LISREL analyses showed partial confirmation of J. E. Hunter's (1983) earlier model, which included cognitive ability, job knowledge, task proficiency, and ratings. In an expanded model of supervisory ratings, including the other variables mentioned, technical proficiency and ratee problem behavior had substantial direct effects on supervisory ratings. Ratee ability, job knowledge, and dependability played strong indirect roles in this rating model. The expanded model accounted for more than twice the variance in ratings in the present research than did Hunter's variables alone.
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Citation / Publisher Attribution
Journal of Applied Psychology, v. 76, issue 6, p. 863-872
Scholar Commons Citation
Borman, Walter; White, Leonard A.; Pulakos, Elaine D.; and Oppler, Scott H., "Models of Supervisory Job Performance Ratings" (1991). Psychology Faculty Publications. 1119.