Mark A Wilson

North Carolina State University | NCSU · Department of Psychology

Purpose The purpose of this study was to take an inductive approach in examining the extent to which organizational contexts represent significant sources of variance in supervisor performance ratings, and to explore various factors that may explain contextual rating variability. Design/Methodology/Approach Using archival field performance rating d...

Work analysis is fundamental to designing effective human resource systems. The current investigation extends previous research by identifying the differential effects of common design decisions, purposes, and organizational contexts on the data generated by work analyses. The effects of 19 distinct factors that span choices of descriptor, collecti...

Foreign language proficiency is a critical skill in which many U.S. military personnel receive extensive training. However, very little research has examined the factors associated with the successful transfer of this training. This study therefore investigates the impact of individual and contextual variables on two different types of foreign lang...

Research on sources of variance in job performance ratings has indicated significant portions of variability associated with rater effects. However, despite theory and empirical evidence that rating contexts are also likely to be influential, research to date has yet to partition variance due to context in supervisory ratings of performance. Using...

Average levels of interrater and intrarater reliability for job analysis data were investigated using meta-analysis. Forty-six studies and 299 estimates of reliability were cumulated. Data were categorized by specificity (generalized work activity or task data), source (incumbents, analysts, or technical experts), and descriptive scale (frequency,...

We fundamentally disagree with Sanchez and Levine (this issue) on several issues. Terminologically, we are troubled by their failure to differentiate between the descriptive process of rating verifiable work characteristics (i.e., job analysis) versus the subjective process of inferring worker ability and ‘other’ (AO) requirements (i.e., job specif...

This study presents partial results from an ongoing research effort which is investigating the linkages between taxonomies of work and human abilities. Results are presented from a cross-system comparison of the dimensions underlying ability-requirement matrices derived from three structured job analysis questionnaires and three sets of cognitive,...

In this study incumbents from three different jobs were asked to rate lists of their job tasks on various constructs (e.g., time, importance) and then estimate the percentage of their job tasks (task coverage) included in the task list. Incumbents made these ratings under one of two conditions. In two instances, two months after making an initial t...

General nomothetic job descriptors (NJDs) are useful in describing, comparing, and grouping a broad spectrum of jobs. Moreover, NJDs are potentially linkable to measurable human attributes through the "job component" approach, under which attribute-requirement weights are derived for a universal set of job components (NJDs or NJD factors). Subseque...

Two methods were used to estimate the amount of 11 abilities required to perform the job of mental retardation technician. One of the methods was a subset of the ability rating scales developed by Fleishman (e.g., Fleishman & Quaintance, 1984). The second method was an expert system computer program based on the content of the ability rating scales...

A study examining longitudinal data obtained from theDisclosure database for 390 large American firms yielded complex and unclear patterns of correlations between firm performance and executive pay. An examination of the data indicates that the relationship between firm performance and executive compensation may be nonlinear. Among performance meas...

Candidate physical attractiveness, sex, and age, along with rater age and sex, are assessed in terms of their ability to affect recommendations for promotions. Forty personnel professionals evaluated eight candidates for a regional manager position using simulated assessment center data in a 2x2x2 repeated measures design. Results indicated a small...

Recent studies have called for the abandonment of the relative-time-spent scale in task inventories. This recommendation is based on findings that the job profile created with the scale data is highly correlated with the profile created from a much simpler “Do you perform this task?” checklist. We examined this issue using 3 inventories and 42 jobs...

Little is known about the test–retest reliability of task inventories. Because they typically take hours to complete and require rating hundreds of job tasks, repeating an entire inventory after a short interval is unlikely to produce motivated raters; conversely, increasing the time interval between administrations may result in actual changes in...

Little is known about the test–retest reliability of task inventories. Because they typically take hours to complete and require rating hundreds of job tasks, repeating an entire inventory after a short interval is unlikely to produce motivated raters; conversely, increasing the time interval between administrations may result in actual changes in...

Examined the consensus judgment process in a middle management assessment center where 719 candidates were assessed by 19 assessors. Additional data from an upper management center were also examined. Three questions were addressed: (a) How often and for which dimensions is there a need for a consensus discussion? (b) Are some assessors more influe...

Past research has suggested that person-fit indices computed using item response theory (IRT) offer promise with respect to providing a means for identifying individuals who produce aberrant responses on psychological tests. We examined the Z3 and F2 person-fit indices using the Responsibility scale from the California Psychological Inventory (CPI)...