The Relationship Between Work Experience and Job Performance: A Conceptual and Meta‐analytic Review

Abstract

A gap in the conceptual development of the work experience construct was addressed by creating a framework specifying two dimensions along which work experience measures can vary. The dimensions of measurement mode (amount, time, and type) and level of specificity (task, job, organizational) formed nine separate categories of measures of work experience. The usefulness of the conceptual framework was tested by conducting a meta‐analytic review of the existing literature on work experience using the dimensions in the framework as potential moderators of the experience‐performance relationship. Results of the meta‐analysis (N= 25,911; K= 44) revealed an estimated population correlation of 27 between experience and performance after correcting for sampling error and criterion unreliability. In addition, the results showed that amount (Mp̂= .43) and task‐level (Mp̂= .41) measures of work experience had the highest correlations with measures of job performance. In addition, work experience had the highest correlations with hard (e.g. work samples) as opposed to soft (e.g. ratings) measures of job performance (Mp̂= .39 vs. Mp̂= .24). Implications and directions for future research are discussed.

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.

“…As the figures show, there is considerable overlap in the correlations, especially for job performance. To test for statistically significant differences between the four traits, we conducted pairwise comparisons using the z test provided by Quinones, Ford, and Teachout (1995). Of the 12 possible correlations that could be significantly different, only three were.…”

Predictors of individual-level innovation at work: A meta-analysis.

“…Tables 3 -5 present the results of the moderator analyses. In addition to examining for overlapping credibility and confidence intervals, a pairwise comparisons using Z-tests was calculated to determine whether the effects were statistically different from each other (as suggested by Quinones, Ford, & Teachout, 1995). As a caveat, results of moderating variables should be considered with caution as in many cases only a small number of studies were included (see Table 1).…”

Os Efeitos Negativos Da Experiência E Do Controle No Desempenho Do Vendedor

“…A experiência se desenvolve com o passar do tempo, a partir do crescimento individual do vendedor e da experiência adquirida por ele na sua função ou na organização em que trabalha (Onyemah & Anderson, 2009;Quiñones et al, 1995). Na medida em que os vendedores adquirem experiência, passam a desenvolver maior maturidade profissional, que é importante para as vendas e as tarefas (Stan, Evans, Arnold, & McAmis, 2012 (Stan et al, 2012) e adaptação à necessidade do cliente (Cron & Slocum, 1986;Rapp, Ahearne, Mathieum, & Schillewaert, 2006).…”

“…Estudos futuros podem examinar a experiência com vendas no geral, pois o conhecimento e aprendizado acumulados ao longo da vida são um fator fundamental para o desempenho do vendedor (Quiñones et al, 1995 …”

“…A experiência do vendedor é compreendida como eventos que são experimentados ao longo do tempo e que se relacionam com a realização de algum trabalho específico (Quiñones, Ford, & Teachout, 1995). A locomoção refere-se à proatividade do vendedor, a uma forte orientação (Sok, Sok, & Luca, 2015) e à motivação intrínseca para ação (Pierro, Kruglanski, & Higgins, 2006), demonstrando um desejo de eliminar rapidamente qualquer barreira que o impeça de executar algo e um maior engajamento no trabalho (Kruglanski et al, 2000).…”