The relationships between traditional selection assessments and workplace performance criteria specificity: A comparative meta-analysis
- Publisher: Taylor & Francis
Individual workplace performance is a crucial construct in Work Psychology. However, understanding of its conceptualization remains limited, particularly regarding predictor-criterion linkages. This study examined to what extent operational validities differ when criteria are measured as overall job performance compared to distinct specific dimensions as predicted by ability and personality measures respectively. Building on Bartram’s work on the criterion-domain (2005), systematic review methodology was used to select studies for meta-analytic examination. We found validities for both traditional predictor types to be substantially enhanced when performance was assessed specifically rather than generically. Findings indicate assessment decisions can be facilitated through a thorough mapping and subsequent use of predictor measures using specific performance criteria. We discuss further theoretical and practical implications, referring particularly to the development and operationalization of even more finely grained performance conceptualizations.