The impact of job complexity and performance measurement on the temporal consistency, stability, and test-retest reliability of employee job performance ratings.
ABSTRACT Although research has shown that individual job performance changes over time, the extent of such changes is unknown. In this article, the authors define and distinguish between the concepts of temporal consistency, stability, and test-retest reliability when considering individual job performance ratings over time. Furthermore, the authors examine measurement type (i.e., subjective and objective measures) and job complexity in relation to temporal consistency, stability, and test-retest reliability. On the basis of meta-analytic results, the authors found that the test-retest reliability of these ratings ranged from .83 for subjective measures in low-complexity jobs to .50 for objective measures in high-complexity jobs. The stability of these ratings over a 1-year time lag ranged from .85 to .67. The analyses also reveal that correlations between performance measures decreased as the time interval between performance measurements increased, but the estimates approached values greater than zero.
[Show abstract] [Hide abstract]
ABSTRACT: Coaching has become during the past years an emergent guidance profession. Cognitive-behavioural coaching (CBC) emphasises the importance of enhancing the emotion–regulation abilities of clients and replacing their non-productive behaviours. Qualified professionals are needed in order to effectively facilitate the desired changes in their clients. We aimed to investigate the effectiveness of the personal development component within a training programme in CBC. Pre- to post-training comparisons showed a reduction in the participants’ level of depressed mood, as well as an improvement in their work performance. The active components were the emotion– regulation skills acquired and the quality of their homework tasks. Implications are discussed underlying the use of an evidence-based approach for training professionals in the field of CBC.British Journal of Guidance and Counselling 01/2015; DOI:10.1080/03069885.2014.1002384 · 0.75 Impact Factor
Journal of Business and Psychology 12/2014; 29(4):503-518. DOI:10.1007/s10869-014-9352-y · 1.25 Impact Factor
[Show abstract] [Hide abstract]
ABSTRACT: Although both researchers and practitioners know that an employee’s performance varies over time within a job, this within-person performance variability is not well understood and in fact is often treated as error. In the current paper, we first identify the importance of a within-person approach to job performance and then review several extant theories of within-person performance variability that, despite vastly different foci, converge on the contention that job performance is dynamic rather than static. We compare and contrast the theories along several common metrics and thereby facilitate a discussion of commonalities, differences, and theory elaboration. In so doing, we identify important future research questions on within-person performance variability and methodological challenges in addressing these research questions. Finally, we highlight how the conventional practical implications articulated on the basis of a static, between-person perspective on job performance may need to be modified to account for the dynamic, within-person nature of performance.Journal of Management 07/2014; 40(5). DOI:10.1177/0149206314532691 · 6.86 Impact Factor