fiSSTRACT (Maximum 200 vmrds):Current models of job performance recognize its multidimensional nature but do not provide a comprehensive picture of the interpersonal requirements of jobs. As a first step toward developing a more cogent and comprehensive understanding of interpersonal performance, a taxonomy of the interpersonal requirements of jobs was developed and validated. An extensive literature review of interpersonal performance behaviors was conducted to develop a proposed taxonomy of interpersonal performance. Two studies were then completed to validate the proposed taxonomy. In the first study empirical evidence for the taxonomy was gathered using a content analysis of critical incidents taken fi-om a job analysis. In the second study, confirmatory factor analysis was used to recreate the model based on ratings of the importance of and time spent on each interpersonal performance behavior identified in the model. Raters represented a variety of Army jobs and ranks. Confirmatory fector analyses supported the proposed taxonomy. Results also indicated that the criticality of several dimensions of interpersonal performance increased with increasing enlisted ranks. The importance of the results toward the identification of predictors of interpersonal performance is discussed. SUBJECT TERMS FOREWORDThe U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) conducts research on manpower, personnel performance, leader development and training in support of Army goals. New and increasing demands are being placed on the Army including a need for adaptive responses within changing cultural settings. As the Army transitions to meet the demands of the new millennium. Soldiers will need to effectively make use of all resources available to them to meet Army missions. ARI has a number of research efforts in progress to help the Army with these new requirements. One effort, labeled PerforM21, focuses on developing a Soldier performance assessment system for the 21'' century. One element of performance that has been identified as critical for current and future performance requirements is interpersonal performance.The objective of the present research is to provide better definition to the interpersonal performance criterion space, comprehensively identifying performance requirements that involve interacting with others and using the social environment to achieve goals within a work setting. The model of interpersonal performance developed in this research can be used to define training requirements in the area of interpersonal skills and to identify selection tools that can predict success in jobs requiring interpersonal performance.Stephen EsQoldberg Acting Technical Director ACKNOWLEDGEMENTSWe would like to thank several people who were helpful in providing recommendations during the development of this project as well as providing comments on the analyses: Jose Cortina, Steve Zaccaro, and Martin Ford. We would also like to thank Kathryn Baughman, Lisa Boyce, Emma Gregory, and Jessica Rice for th...

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fiSSTRACT (Maximum 200 vmrds):Current models of job performance recognize its multidimensional nature but do not provide a comprehensive picture of the interpersonal requirements of jobs. As a first step toward developing a more cogent and comprehensive understanding of interpersonal performance, a taxonomy of the interpersonal requirements of jobs was developed and validated. An extensive literature review of interpersonal performance behaviors was conducted to develop a proposed taxonomy of interpersonal performance. Two studies were then completed to validate the proposed taxonomy. In the first study empirical evidence for the taxonomy was gathered using a content analysis of critical incidents taken fi-om a job analysis. In the second study, confirmatory factor analysis was used to recreate the model based on ratings of the importance of and time spent on each interpersonal performance behavior identified in the model. Raters represented a variety of Army jobs and ranks. Confirmatory fector analyses supported the proposed taxonomy. Results also indicated that the criticality of several dimensions of interpersonal performance increased with increasing enlisted ranks. The importance of the results toward the identification of predictors of interpersonal performance is discussed. SUBJECT TERMS FOREWORDThe U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) conducts research on manpower, personnel performance, leader development and training in support of Army goals. New and increasing demands are being placed on the Army including a need for adaptive responses within changing cultural settings. As the Army transitions to meet the demands of the new millennium. Soldiers will need to effectively make use of all resources available to them to meet Army missions. ARI has a number of research efforts in progress to help the Army with these new requirements. One effort, labeled PerforM21, focuses on developing a Soldier performance assessment system for the 21'' century. One element of performance that has been identified as critical for current and future performance requirements is interpersonal performance.The objective of the present research is to provide better definition to the interpersonal performance criterion space, comprehensively identifying performance requirements that involve interacting with others and using the social environment to achieve goals within a work setting. The model of interpersonal performance developed in this research can be used to define training requirements in the area of interpersonal skills and to identify selection tools that can predict success in jobs requiring interpersonal performance.Stephen EsQoldberg Acting Technical Director ACKNOWLEDGEMENTSWe would like to thank several people who were helpful in providing recommendations during the development of this project as well as providing comments on the analyses: Jose Cortina, Steve Zaccaro, and Martin Ford. We would also like to thank Kathryn Baughman, Lisa Boyce, Emma Gregory, and Jessica Rice for th...

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