Individual differences in output variability as a function of job complexity.

Hunter, John E.; Schmidt, Frank L.; Judiesch, Michael K.

doi:10.1037/0021-9010.75.1.28

Cited by 292 publications

(221 citation statements)

References 51 publications

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“…Therefore, for this study, we assumed perfect reliability in self-reports. However, consistent with the findings of Hunter, Schmidt, and Judiesch (1990), we estimated the reliability of objective measures of job performance on the basis of the time period over which the objective measures were aggregated. (This procedure resulted in near perfect reliabilities for most objective measures of performance.…”

Section: Meta-analysis Proceduresmentioning

confidence: 80%

Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis.

Judge¹,

Bono²

2001

Journal of Applied Psychology

2,700

1,844

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This article presents meta-analytic results of the relationship of 4 traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism) with job satisfaction and job performance. With respect to job satisfaction, the estimated true score correlations were .26 for self-esteem, .45 for generalized self-efficacy, .32 for internal locus of control, and .24 for emotional stability. With respect to job performance, the correlations were .26 for self-esteem, .23 for generalized self-efficacy, .22 for internal locus of control, and .19 for emotional stability. In total, the results based on 274 correlations suggest that these traits are among the best dispositional predictors of job satisfaction and job performance. T. A. Judge, E. A. Locke. and C. C. Durham's (1997) theory of core self-evaluations is used as a framework for discussing similarities between the 4 traits and their relationships to satisfaction and performance.

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Section: Meta-analysis Proceduresmentioning

confidence: 80%

Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis.

Judge¹,

Bono²

2001

Journal of Applied Psychology

2,700

1,844

View full text Add to dashboard Cite

show abstract

“…Other data show, in fact, that variance in performance levels among workers rises with job complexity. Hunter et al (1990) found that the ratios of SD in performance to mean performance were 19%, 32%, and 48%, respectively, in low-, medium-, and high-complexity civilian jobs. This means that the same differences in g lead to bigger differences in performance in more complex jobs, because g variance counts more heavily in those jobs.…”

Section: The Major Distinction Among Jobs Is Their Cognitive Compleximentioning

confidence: 99%

“…Job incumbents, in turn, are more homogeneous than applicants: the SD of job incumbents on ability tests is .6 to .7 of that for applicants (Hunter, Schmidt, & Judiesch, 1990)-but they still range widely in ability. Translating these data into the IQ metric, the average SD among incumbents in an occupation is between about 7.5 and 8.7 IQ points (compared with 15 for the general population).…”

Section: Criterion-referenced Datamentioning

confidence: 99%

Why g matters: The complexity of everyday life

1997

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Personnel selection research provides much evidence that intelligence (g) is an important predictor of performance in training and on the job, especially in higher level work. This article provides evidence that g has pervasive utility in work settings because it is essentially the ability to deal with cognitive complexity, in particular, with complex information processing. The more complex a work task, the greater the advantages that higher g confers in performing it well. Everyday tasks, like job duties, also differ in their level of complexity. The importance of intelligence therefore differs systematically across different arenas of social life as well as economic endeavor. Data from the National Adult Literacy Survey are used to show how higher levels of cognitive ability systematically improve individuals' odds of dealing successfully with the ordinary demands of modem life (such as banking, using maps and transportation schedules, reading and understanding forms, interpreting news articles). These and other data are summarized to illustrate how the advantages of higher g, even when they are small, cumulate to affect the overall life chances of individuals at different ranges of the IQ bell curve. The article concludes by suggesting ways to reduce the risks for low-IQ individuals of being left behind by an increasingly complex postindustrial economy.

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“…Job complexity was coded using the three-level framework outlined by Hunter, Schmidt, and Judiesch (1990) where unskilled and semi-skilled jobs such as toll-booth collector, receptionist, and mail-sorter are coded as low complexity, jobs such as skilled trades, first-line supervisors, and lower-level administrators are coded as medium complexity, and higherlevel positions such as managers, physicians, and engineers are coded as high complexity. Their framework is based on Hunter's (1980) original system for coding the information processing requirements of positions and combines various levels of data and/or things from the Dictionary of Occupational Titles (U.S. Department of Labor, 1977).…”

Section: Coding Of Study Variablesmentioning

confidence: 99%

The Impact of Job Complexity and Study Design on Situational and Behavior Description Interview Validity

Huffcutt

Conway

Roth

et al. 2004

Int J Selection Assessment

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The primary purpose of this investigation was to test two key characteristics hypothesized to influence the validity of situational (SI) and behavior description (BDI) structured interviews. A meta‐analysis of 54 studies with a total sample size of 5536 suggested that job complexity influences the validity of SIs, with decreased validity for high‐complexity jobs, but does not influence the validity of BDIs. And, results indicated a main effect for study design across both SIs and BDIs, with predictive studies having 0.10 lower validity on average than concurrent studies. Directions for future research are discussed.

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Individual differences in output variability as a function of job complexity.

Cited by 292 publications

References 51 publications

Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis.

Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis.

Why g matters: The complexity of everyday life

The Impact of Job Complexity and Study Design on Situational and Behavior Description Interview Validity

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