In this study we proposed that understanding of interrelations among criterion measures can be improved by differentiating between measures of typical and maximum job performance. We offered denning characteristics of typical and maximum performance measures and requirements for a fair examination of relations between the two. Typical and maximum performance measures of the speed and accuracy with which supermarket cashiers process items were obtained from two large samples (JVs = 635 and 735) of cashiers from 12 supermarket chains. Relatively low correlations between typical and maximum performance measures were found. We discuss the implications of these findings for the use of maximum performance measures as criteria in the validation of selection systems and for the understanding of the impact of ability and motivation on job performance.

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Issues involved in the attempts to balance roles in employing organizations and family organizations are discussed. The literature on the causal links between work and family relationships, the variables used in such studies, and the models used to describe the findings are presented. Because attempts to balance the roles in the two environments can lead to conflict and stress, organizations have responded with programs such as maternity and parental leave, child and dependent care, alternative work schedules and work stations, and employee assistance and relocation programs. These programs are reviewed with particular emphasis on their benefits and costs.

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