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ABSTRACT: The after-action review (AAR; also known as the after-event review or debriefing) is an approach to training based on a review of trainees' performance on recently completed tasks or performance events. Used by the military for decades, nonmilitary organizations' use of AARs has increased dramatically in recent years. Despite the prevalence of AARs, empirical research investigating their effectiveness has been limited. This study sought to investigate the comparative effectiveness of objective AARs (reviews based on an objective recording and playback of trainees' recent performance) and subjective AARs (reviews based on a subjective, memory-based recall of trainees' recent performance). One hundred eighty-eight individuals, participating in 47 4-person teams, were assigned to 1 of 3 AAR conditions and practiced and tested on a cognitively complex performance task. Although there were no significant differences between objective and subjective AAR teams across the 5 training outcomes, AAR teams had higher levels of team performance, team efficacy, openness of communication, and cohesion than did non-AAR teams but no differences in their levels of team declarative knowledge. Our results suggest that AARs are effective at enhancing training outcomes. Furthermore, AARs may not be dependent on objective reviews and therefore may be a viable training intervention when objective reviews are not feasible or possible. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
Journal of Applied Psychology 01/2013; · 4.31 Impact Factor
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ABSTRACT: As a constructive replication and extension of Arthur, Edwards, Bell, Villado, and Bennett (2005), the objective of the current study was to further investigate the efficacy of team relatedness and team workflow ratings (along with their composite) as metrics of interdependence.
Although an analysis of task and job interdependence has important implications and uses in domains such as job design, selection, and training, the job analysis literature has been slow to develop an effective method to identify team-based tasks and jobs.
To achieve the study's objectives, 140 F-16 fighter pilots (35 four-person teams) rated 34 task and activity statements in terms of their team relatedness and team workflow.
The results indicated that team relatedness and team workflow effectively differentiated between tasks with varying levels of interdependency (as identified by instructor pilots who served as subject matter experts) within the same job. In addition, teams that accurately perceived the level of interdependency performed better on a four-ship F-16 flight-training program than those that did not.
Team relatedness and team workflow ratings can effectively differentiate between tasks with varying levels of interdependency.
Like traditional individual task or job analysis, this information can serve as the basis for specified human resource functions and interventions, and as diagnostic indicators as well.
Human Factors The Journal of the Human Factors and Ergonomics Society 04/2012; 54(2):277-95. · 1.19 Impact Factor
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ABSTRACT: Our purpose in this study was to meta-analytically address several theoretical and empirical issues regarding the relationships between safety climate and injuries. First, we distinguished between extant safety climate-->injury and injury-->safety climate relationships for both organizational and psychological safety climates. Second, we examined several potential moderators of these relationships. Meta-analyses revealed that injuries were more predictive of organizational safety climate than safety climate was predictive of injuries. Additionally, the injury-->safety climate relationship was stronger for organizational climate than for psychological climate. Moderator analyses revealed that the degree of content contamination in safety climate measures inflated effects, whereas measurement deficiency attenuated effects. Additionally, moderator analyses showed that as the time period over which injuries were assessed lengthened, the safety climate-->injury relationship was attenuated. Supplemental meta-analyses of specific safety climate dimensions also revealed that perceived management commitment to safety is the most robust predictor of occupational injuries. Contrary to expectations, the operationalization of injuries did not meaningfully moderate safety climate-injury relationships. Implications and recommendations for future research and practice are discussed.
Journal of Applied Psychology 07/2010; 95(4):713-27. · 4.31 Impact Factor
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ABSTRACT: This study examined the relationship between job satisfaction and task and contextual performance. Specifically, it assessed this relationship for overall as well as facets of job satisfaction. Four hundred and forty-four employees in a manufacturing plant completed measures of job satisfaction and their supervisors completed measures of task and contextual job performance. Results indicate that the relationships between overall job satisfaction and task and contextual performance were the same. However, when the facets of job satisfaction were considered, different relationships emerged. There was a stronger relationship between satisfaction with supervision and contextual performance compared to task performance. In contrast, there was a stronger relationship between satisfaction with work and task performance compared to contextual performance. Results indicated the importance of considering different facets with the job satisfaction and job performance relationship, as well as the importance of matching predictors and criteria in terms of their levels of specificity. Cette étude examine la relation entre la satisfaction au travail, la tâche et la performance en contexte. Plus spécifiquement, cette relation a étéévaluée en envisageant la relation au travail de façon globale ou selon différentes facettes. La satisfaction au travail a été mesurée auprès de 444 salariés d'une usine de fabrication, la tâche et la performance en contexte ont étéévaluées par leurs supérieurs. Les résultats indiquent que les relations entre la satisfaction au travail envisagée de façon globale, la tâche et la performance en contexte sont les mêmes. Cependant, quand on distingue les facettes de la satisfaction au travail, des relations différentes émergent. Il y a une relation plus importante entre la satisfaction envers la supervision et la performance en contexte qu'entre la satisfaction envers la supervision et la performance. En revanche, il y a une relation plus forte entre la satisfaction du travail et la performance qu'entre la satisfaction du travail et la performance en contexte. Les résultats indiquent l'importance de trouver des indicateurs et des critères qui rendent compte de ces spécificités. [ABSTRACT FROM AUTHOR] Copyright of Applied Psychology: An International Review is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Applied Psychology: An International Review. 07/2008; 57(3):441-465.
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ABSTRACT: The authors highlight the importance and discuss the criticality of distinguishing between constructs and methods when comparing predictors. They note that comparisons of constructs and methods in comparative evaluations of predictors result in outcomes that are theoretically to conceptually uninterpretable and thus potentially misleading. The theoretical and practical implications of the distinction between predictor constructs and predictor methods are discussed, with three important streams of personnel psychology research being used to frame this discussion. Researchers, editors, reviewers, educators, and consumers of research are urged to carefully consider the extent to which the construct-method distinction is made and maintained in their own research and that of others, especially when predictors are being compared. It is hoped that this discussion will reorient researchers and practitioners toward a more construct-oriented approach that is aligned with a scientific emphasis in personnel selection research and practice.
Journal of Applied Psychology 04/2008; 93(2):435-42. · 4.31 Impact Factor
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ABSTRACT: This study examined the relationship between job satisfaction and task and contextual performance. Specifically, it assessed this relationship for overall as well as facets of job satisfaction. Four hundred and forty-four employees in a manufacturing plant completed measures of job satisfaction and their supervisors completed measures of task and contextual job performance. Results indicate that the relationships between overall job satisfaction and task and contextual performance were the same. However, when the facets of job satisfaction were considered, different relationships emerged. There was a stronger relationship between satisfaction with supervision and contextual performance compared to task performance. In contrast, there was a stronger relationship between satisfaction with work and task performance compared to contextual performance. Results indicated the importance of considering different facets with the job satisfaction and job performance relationship, as well as the importance of matching predictors and criteria in terms of their levels of specificity.
APPLIED PSYCHOLOGY: AN INTERNATIONAL REVIEW. 01/2008; 57:441-465.
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ABSTRACT: The authors investigated subgroup differences on a multiple-choice and constructed-response test of scholastic achievement in a sample of 197 African American and 258 White test takers. Although both groups had lower mean scores on the constructed-response test, the results showed a 39% reduction in subgroup differences compared with the multiple-choice test. The results demonstrate that the lower subgroup differences were explained by more favorable test perceptions for African Americans on the constructed-response test. In addition, the two test formats displayed comparable levels of criterion-related validity. The results suggest that the constructed-response test format may be a viable alternative to the traditional multiple-choice test format in efforts to simultaneously use valid predictors of performance and minimize subgroup differences in high-stakes testing.
Journal of Applied Psychology 06/2007; 92(3):794-801. · 4.31 Impact Factor
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ABSTRACT: Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .24 (k = 8, N = 2,476) as a predictor of turnover, compared with a stronger effect of .31 (k = 109, N = 108,328) for the more commonly studied relation between P-O fit and work attitudes. In contrast to the relations between P-O fit and work attitudes, the lower 95% credibility values for the job performance and turnover relations included zero. In addition, P-O fit's relations with job performance and turnover were partially mediated by work attitudes. Potential concerns pertaining to the use of P-O fit in employment decision making are discussed in light of these results.
Journal of Applied Psychology 08/2006; 91(4):786-801. · 4.31 Impact Factor
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ABSTRACT: This study examined the relationship between the similarity and accuracy of team mental models and compared the extent to which each predicted team performance. The relationship between team ability composition and team mental models was also investigated. Eighty-three dyadic teams worked on a complex skill task in a 2-week training protocol. Results indicated that although similarity and accuracy of team mental models were significantly related, accuracy was a stronger predictor of team performance. In addition, team ability was more strongly related to the accuracy than to the similarity of team mental models and accuracy partially mediated the relationship between team ability and team performance, but similarity did not.
Journal of Applied Psychology 06/2006; 91(3):727-36. · 4.31 Impact Factor
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ABSTRACT: This paper presents initial information on the development and validation of three team task analysis scales. These scales were designed to quantitatively assess the extent to which a group of tasks or a job is team based. During a 2-week period, 52 male students working in 4-person teams were trained to perform a complex highly interdependent computer-simulated combat mission consisting of both individual- and team-based tasks. Our results indicated that the scales demonstrated high levels of interrater agreement. In addition, the scales differentiated between tasks that were predetermined to be individual versus team based. Finally, the results indicated that job-level ratings of team workflow were more strongly related to team performance than were aggregated task-level ratings of team-relatedness or team workflow. These results suggest that the scales presented here are an effective means of quantifying the extent to which tasks or jobs are team based. A research and practical implication of our findings is that the team task analysis scales could serve as criterion measures in the evaluation of team training interventions or predictors of team performance.
Human Factors The Journal of the Human Factors and Ergonomics Society 02/2005; 47(3):654-69. · 1.19 Impact Factor
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ABSTRACT: This study constructively extends Arthur et al. (2001) by assessing the convergence of self-report and archival motor vehicle crash involvement and moving violations data in a 2-year longitudinal follow-up. The relationships among these criteria, conscientiousness, and driving speed were also assessed using both predictive and postdictive criterion-related validation designs. Data were collected from a 2-year follow-up sample of 334 participants. Results suggested a lack of convergence between self-report and archival data at both Time 1 and Time 2. In addition, the predictor/criterion relationships varied across research design and data source. An actual application of our findings is that the interpretation of relationships between specified predictors and crash involvement and moving violations must be made within the context of the criterion-related validation design and criterion data source. Specifically, predictive designs may produce results different from those of postdictive designs (which are more commonly used). Furthermore, self-report data appear to include a broader range of incidents (more crashes and tickets), and thus researchers should consider using self-report data when they are interested in including lower threshold crashes and tickets that may not be reported on state records (e.g., because of the completion of a defensive driving course).
Human Factors The Journal of the Human Factors and Ergonomics Society 02/2005; 47(2):303-13. · 1.19 Impact Factor
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ABSTRACT: The authors used meta-analytic procedures to examine the relationship between specified training design and evaluation features and the effectiveness of training in organizations. Results of the meta-analysis revealed training effectiveness sample-weighted mean ds of 0.60 (k = 15, N = 936) for reaction criteria, 0.63 (k = 234, N = 15,014) for learning criteria, 0.62 (k = 122, N = 15,627) for behavioral criteria, and 0.62 (k = 26, N = 1,748) for results criteria. These results suggest a medium to large effect size for organizational training. In addition, the training method used, the skill or task characteristic trained, and the choice of evaluation criteria were related to the effectiveness of training programs. Limitations of the study along with suggestions for future research are discussed.
Journal of Applied Psychology 05/2003; 88(2):234-45. · 4.31 Impact Factor
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Human Factors. 01/2001; 43:1-11.
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ABSTRACT: A validation study was conducted to determine if the selection of petroleum-product transport drivers could be improved. Based on anticipated problems with a postdictive field study, a laboratory simulation was conducted as a supplemental validation approach. For the lab study, an intensive job analysis was used to devise a computer-based simulation of the task. 60 Ss completed the simulation and a test battery that included measures of selective attention, field independence, and general cognitive ability. In the postdictive field study, 71 transport drivers completed measures of selective attention and field independence. Accident data was collected from company records. The only significant relationship was between driving accidents and selective attention. The results support the use of well-constructed simulations as an alternative validation strategy. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Journal of Applied Psychology 11/1990; 75(6):621-628. · 4.31 Impact Factor
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ABSTRACT: Intelligence researchers traditionally focus their attention on the individual level and overlook the role of intelligence at the interindividual level. This research investigated the interplay of the effects of intelligence at the individual and interindividual levels by manipulating the intelligence-based composition of dyadic training teams. Using a sample of 176 young adult males and a complex computer-based criterion task, homogeneous and heterogeneous dyadic training teams were created based on intelligence scores, and both team and individual performance were assessed throughout 10 h of training. Results indicated a strong additive influence of intelligence on team performance and a slightly positive nonadditive effect in uniformly high (HH)-ability teams. Trainees' individual skill acquisition was strongly correlated with the performance of their teams. However, nonadditive partner effects were observed such that high-ability trainees acquired significantly more skill when paired with high-ability partners instead of low- ability partners, but low-ability trainees benefited very little from being paired with high-ability partners.
Intelligence.
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ABSTRACT: Locus of control, as measured by the Montag Driving Internality and Driving Externality scales (Montag & Comrey, 1987) and auditory selective attention, as measured by the Auditory Selective Attention Test, were used in an attempt to predict driving accidents in a study that used both a predictive (longitudinal) and postdictive design. In 1988, 214 subjects were administered the tests and completed a self report driving record. In 1990, 142 of the subjects responded to a follow-up of the self report driving record. The only significant correlation for the Montag Driving Internality and Driving Externality scales was for 1990 not-at-fault accidents. For the Auditory Selective Attention Test, there were a number of significant relationships with accidents, the highest being .24 for the criterion of combined total accidents. The results concerning selective attention supported the findings of a meta-analysis by Arthur, Barrett, and Alexander (1991a).
Journal of Safety Research.
