Generalized work activities.

Jeanneret, P. Richard; Borman, Walter C.; Kubisiak, U. C.; Hanson, Mary Ann

doi:10.1037/10313-007

Cited by 46 publications

(46 citation statements)

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“…It is only when such inquiry becomes commonplace that we will truly achieve the ideals outlined by Lee Cronbach more than 50 years ago. Jeanneret, Borman, Kubisiak, and Hanson (1999) and Strong, Jeanneret, McPhail, Blakley, and D'Egidio (1999), and are written in their pre-reverse scored form.…”

Section: Discussionmentioning

confidence: 99%

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

2009

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SummaryDebates about the utility of conscientiousness as a predictor of job performance have focused primarily on mean effect size estimates, despite theoretical and empirical reasons to expect variability across situations. The present study meta-analytically demonstrates that occupation-level situational strength is one important source of this variability. Consistent with theory, predicted uncorrected conscientiousness-performance correlations ranged from r ¼ .09 to .23 (overall performance) and r ¼ .06 to .18 (task performance), with stronger correlations observed in weak occupations. These results highlight the need for continued inquiry into the nature of situational strength, its impact on other predictor-outcome relationships, and the implications of these issues vis-à-vis theory and practice.

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Section: Discussionmentioning

confidence: 99%

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

2009

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“…The administrative behavior measure was the same as reported in Jeanneret et al (1999), except for the addition of 'managing' and the exclusion of 'staffing organizational units.' We included the managing item from the relationship-oriented behavior measure because it concerned providing instructions and monitoring the behavior of subordinates.…”

Section: Methodsmentioning

confidence: 99%

What you do depends on where you are: understanding how domestic and expatriate work requirements depend upon the cultural context

2006

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To empirically address the importance of the cultural context for successful assignments, we conducted two studies using a large sample of public-sector US professionals working in comparable jobs in 156 different countries. The results provided direct evidence that social and perceptual skill, reasoning ability, and adjustment- and achievement-orientation personality requirements are higher in expatriate assignments, which has implications for pre-departure selection. Also, the results partly supported the hypothesis that expatriates are required to adjust their behavior to be consistent with the local cultural values, which has implications for post-arrival behavioral training. Journal of International Business Studies (2007) 38, 64–83. doi:10.1057/palgrave.jibs.8400247

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“…The first premise was confirmed by McCormick and his students (McCormick, Jeanneret, & Mecham, 1972) with the development of the Position Analysis Questionnaire (PAQ) and the identification of a consistent pattern of behavioral job dimensions (components) based on factor analyses of PAQ data for a wide range of jobs varying in both content and complexity (McCormick & Jeanneret, 1988). Subsequently, the PAQ job components became the foundation for the Generalized Work Activities of the Occupational Information Network (O*NET; Jeanneret, Borman, Kubisiak, & Hansen, 1999; Jeanneret & Strong, 2003).…”

Section: Description Of Synthetic Validationmentioning

confidence: 99%

Validation Is Like Motor Oil: Synthetic Is Better

Johnson¹,

Steel

Scherbaum

et al. 2010

Ind. organ. psychol.

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Although synthetic validation has long been suggested as a practical and defensible approach to establishing validity evidence, synthetic validation techniques are infrequently used and not well understood by the practitioners and researchers they could most benefit. Therefore, we describe the assumptions, origins, and methods for establishing validity evidence of the two primary types of synthetic validation techniques: (a) job component validity and (b) job requirements matrix. We then present the case for synthetic validation as the best approach for many situations and address the potential limitations of synthetic validation. We conclude by proposing the development of a comprehensive database to build prediction equations for use in synthetic validation of jobs across the U.S. economy and reviewing potential obstacles to the creation of such a database. We maintain that synthetic validation is a practically useful methodology that has great potential to advance the science and practice of industrial and organizational psychology.

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Generalized work activities.

Cited by 46 publications

References 0 publications

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

What you do depends on where you are: understanding how domestic and expatriate work requirements depend upon the cultural context

Validation Is Like Motor Oil: Synthetic Is Better

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