Models of Supervisory Job Performance Ratings

Walter C. Borman, Leonard A. White, Elaine D. Pulakos, Scott H. Oppler

Research output: Contribution to journalArticlepeer-review

135 Scopus citations

Abstract

Proposed and evaluated in this research were causal models that included measures of cognitive ability, job knowledge, task proficiency, two temperament constructs (achievement and dependability), awards, problem behavior, and supervisory ratings. The models were tested on a sample of 4,362 U.S. Army enlisted personnel in nine different jobs. Results of LISREL analyses showed partial confirmation of Hunter's (1983) earlier model, which included cognitive ability, job knowledge, task proficiency, and ratings. In an expanded model of supervisory ratings, including the other variables mentioned, technical proficiency and ratee problem behavior had substantial direct effects on supervisory ratings. Ratee ability, job knowledge, and dependability played strong indirect roles in this rating model. The expanded model accounted for more than twice the variance in ratings in the present research than did Hunter's variables alone.

Original languageEnglish (US)
Pages (from-to)863-872
Number of pages10
JournalJournal of Applied Psychology
Volume76
Issue number6
DOIs
StatePublished - Dec 1991
Externally publishedYes

Fingerprint

Dive into the research topics of 'Models of Supervisory Job Performance Ratings'. Together they form a unique fingerprint.

Cite this