Further exploration of typical and maximum performance criteria: Definitional issues, prediction, and White-Black differences.

Abstract

This article addresses differences between typical and maximum performance criteria and has a threefold purpose. First, it examines the growing recognition that it is important to distinguish between typical and maximum performance criteria. Second, clarification of definitional and measurement issues are addressed. Third, results of an empirical study are offered to contribute to the new knowledge base regarding typical and maximum performance criteria. The study investigates differences in validities of cognitive ability predictor measures against supermarket cashier typical and maximum performance criteria reflecting speed and accuracy. White-Black mean score differences on typical and maximum performance criteria are also examined.

Predicting Typical and Maximum Performance with Measures of Motivation and Abilities

“…A special issue of Human Performance (Klehe, Anderson, & Viswesvaran, 2007) addressed the topic of typical versus maximum performance from diverse and novel perspectives (e.g., Barnes & Morgeson, 2007;Mangos, Steele-Johnson, LaHuis, & White, 2007;Mesmer-Magnus & Viswesvaran, 2007;Smith-Jentsch, 2007;Witt & Spitzmüller, 2007). Different studies have examined the distinction between typical and maximum performance on sensory motor, verbal, interpersonal, and administrative tasks in field and laboratory settings (e.g., DuBois et al, 1993;ForsterLee, 2007;Klehe & Anderson, 2007b;Marcus et al, 2007;Ployhart et al, 2001;Sackett et al, 1988). Most of these studies support Sackett et al's (1988) hypotheses (yet see Klehe, Anderson, & Hoefnagels, 2007 for less supportive results).…”

“…Motivation, is defined as a performer's choice, effort, and persistence (Campbell, 1990). The argument underlying typical versus maximum performance on the criterion side is that in job situations requiring maximum performance, motivation is constrained to be high (DuBois et al, 1993;Sackett, 2007;Sackett et al, 1988). This is because people know that they are being monitored for a brief period of time, and hence they accept instructions to exert ample effort.…”

“…Yet, very few empirical studies have been conducted that take into account these two domains. Instead, past studies on the prediction of typical versus maximum job performance have usually focused on selection tests of only maximum (e.g., DuBois, Sackett, Zedeck, & Fogli, 1993) or only typical performance (e.g., ForsterLee, 2007;Lim & Ployhart, 2004;Ployhart, Lim, & Chan, 2001). Exceptions to this statement have either been studies conducted in a laboratory setting (Klehe & Anderson, 2007b) or studies that have used criteria of typical versus maximum performance that lacked comparability (Marcus, Goffin, Johnston, & Rothstein, 2007;Sackett, 2007).…”

Selling Oneself: Construct and Criterion-Related Validity of Impression Management in Structured Interviews

“…Their task now was to decide on how to prioritize, coordinate, and schedule these tasks. Although participants' motivation was not constrained by any of the demand effects possibly elicited during maximum performance situations (DuBois, Sackett, Zedeck, & Fogli, 1993;Klehe & Anderson, 2007;Sackett, 2007;Sackett et al, 1988), participants' behavior was recorded via a hidden camera and the videos were coded post hoc by the fourth group of trained observers. Due to technical difficulties and participants moving beyond the hidden camera's focus (they were free to move around in the room), the sample size for the assessment of participants' performance in the typical performance simulation is 85.…”

Fit for Duty? Evaluating the Physical Fitness Requirements of Battlefield Airmen

“…Although it is tempting to set the standards at a level that would virtually ensure mission success (i.e., to set them at a very high level rather than at the level of minimally acceptable performance), this is not appropriate, for several reasons. Although Battlefield Airmen may face extreme and unpredictable job demands, which require maximum performance-that is, peak performance levels-setting test standards at this level may be impractical and may be quite different from more typical performance (Dubois et al, 1993). The test standards should reflect the minimum level required for effective and safe performance.…”