Performance in five Army jobs by men at different aptitude (AFQT) levels: I. Purpose and design of study.

Vineberg, Robert; Taylor, Elaine N.; Caylor, John S.

doi:10.1037/e464042004-001

Cited by 3 publications

(8 citation statements)

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“…The four military studies reported by Vineberg and Taylor (1972) provided usable correlations between job experience and the other four variables in this study. First, in each of these studies, the index of experience was months on the job in question, the desired index.…”

Section: Methodsmentioning

confidence: 92%

“…These studies therefore constituted the military data base. Graphs presented by Vineberg and Taylor (1972) showing the relation between job experience and both job knowledge and job sample performance showed that for all four jobs these relations were approximately linear up to 60 months (5 years) of experience. Beyond this, the graphs become horizontal.…”

Section: Methodsmentioning

confidence: 93%

“…The observed data used in the present study are shown in Table 2. Correlations among variables are from Vineberg and Taylor (1972), as are reliabilities for the job knowledge tests. The general ability test used in the Vineberg and Taylor studies was the Armed Forces Qualification Test (AFQT).…”

Section: Methodsmentioning

confidence: 99%

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Impact of job experience and ability on job knowledge, work sample performance, and supervisory ratings of job performance.

Schmidt

Hunter²,

Outerbridge³

1986

Journal of Applied Psychology

663

576

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Based on data from four independent studies with a total sample size of 1,474, path analysis was used to examine the causal impact of job experience on job knowledge, performance capability as measured by job sample tests, and supervisory ratings of job performance. Findings support the conclusion that when (a) mean job experience is in the neighboorhood of 2 to 3 years, (b) there is substantial variance in job experience, and (c) the jobs are of an intermediate complexity level, job experience has a substantial direct impact on job knowledge and a smaller direct impact on performance capabilities as assessed by job sample measures. Job experience also has a substantial indirect effect on work sample performance through its effect on job knowledge, which, in turn, was found to be the strongest determinant of work sample performance. The pattern and magnitude of causal effects of general mental ability was found to be similar to those of job experience. The effect of job knowledge on supervisory ratings was found to be several times stronger than the effect of job sample performance, confirming the findings of Hunter (1983). When job experience was held constant, the direct impact of ability on the acquisition of job knowledge increased substantially, and this, in turn, increased the indirect effect of ability on job sample performance. Implications of these findings are discussed.

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Section: Methodsmentioning

confidence: 92%

Section: Methodsmentioning

confidence: 93%

See 1 more Smart Citation

Impact of job experience and ability on job knowledge, work sample performance, and supervisory ratings of job performance.

Schmidt

Hunter²,

Outerbridge³

1986

Journal of Applied Psychology

663

576

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show abstract

“…The data used in this study were taken from the four military validation studies reported by Vineberg and Taylor (1972). Through the assistance of Robert Vineberg, the authors obtained the complete data tape for these studies.…”

Section: Methodsmentioning

confidence: 99%

Joint relation of experience and ability with job performance: Test of three hypotheses.

Schmidt¹,

Hunter²,

Outerbridge³

et al. 1988

Journal of Applied Psychology

184

164

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Data from four different jobs (N = 1,474) were used to evaluate three hypotheses of the joint relation of job experience and general mental ability to job performance as measured by (a) work sample measures, (b) job knowledge measures, and (c) supervisory ratings of job performance. The divergence hypothesis predicts an increasing difference and the convergence hypothesis predicts a decreasing difference in the job performance of high- and low-mental-ability employees as employees gain increasing experience on the job. The noninteractive hypothesis, by contrast, predicts that the performance difference will be constant over time. For all three measures of job performance, results supported the noninteractive hypothesis. Also, consistent with the noninteractive hypothesis, correlational analyses showed essentially constant validities for general mental ability (measured earlier) out to 5 years of experience on the job. In addition to their theoretical implications, these findings have an important practical implication: They indicate that the concerns that employment test validities may decrease over time, complicating estimates of selection utility, are probably unwarranted.

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“…In a programmatic effort to understand the relationship of aptitudes to job performance, a number of studies (Fox, Taylor, & Caylor, 1969;Vineberg, Sticht, Taylor, & Caylor, 1971;Vineberg & Taylor, 1972;Vineberg, Taylor, & Caylor, 1970;and Vineberg, Taylor, & Sticht, 1970) examined the relationship between aptitude groupings based on the AFQT (three levels -high, medium, and low aptitude) and three criteria of job performance (supervisor ratings, job sample tests, and job knowledge tests). Table 18 presents correlations for two aptiwude levels, CAT IV and non-CAT IV aptitude groups, from Vineberg and Taylor (1972).…”

Section: Job Performance Measures As Criteriamentioning

confidence: 99%

Armed Services Vocational Battery (ASVAB): Integrative Review of Validity Studies

Welsh¹,

Kucinkas²,

Curran³

1990

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Performance in five Army jobs by men at different aptitude (AFQT) levels: I. Purpose and design of study.

Cited by 3 publications

References 0 publications

Impact of job experience and ability on job knowledge, work sample performance, and supervisory ratings of job performance.

Impact of job experience and ability on job knowledge, work sample performance, and supervisory ratings of job performance.

Joint relation of experience and ability with job performance: Test of three hypotheses.

Armed Services Vocational Battery (ASVAB): Integrative Review of Validity Studies

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