Is there a general factor in ratings of job performance? A meta-analytic framework for disentangling substantive and error influences

Chockalingam Viswesvaran; Frank L Schmidt; Deniz S Ones

doi:10.1037/0021-9010.90.1.108

Is there a general factor in ratings of job performance? A meta-analytic framework for disentangling substantive and error influences

J Appl Psychol. 2005 Jan;90(1):108-31. doi: 10.1037/0021-9010.90.1.108.

Authors

Chockalingam Viswesvaran¹, Frank L Schmidt, Deniz S Ones

Affiliation

¹ Department of Psychology, Florida International University, Miami, FL 33199, USA. vish@fiu.edu

PMID: 15641893
DOI: 10.1037/0021-9010.90.1.108

Abstract

A database integrating 90 years of empirical studies reporting intercorrelations among rated job performance dimensions was used to test the hypothesis of a general factor in job performance. After controlling for halo error and 3 other sources of measurement error, there remained a general factor in job performance ratings at the construct level accounting for 60% of total variance. Construct-level correlations among rated dimensions of job performance were substantially inflated by halo for both supervisory (33%) and peer (63%) intrarater correlations. These findings have important implications for the measurement of job performance and for theories of job performance.

Publication types

Meta-Analysis
Research Support, Non-U.S. Gov't

MeSH terms

Databases, Factual
Employee Performance Appraisal / methods*
Humans
Task Performance and Analysis