Chapter4

Criterion Measures

Outcome variables that capture performance or effectiveness of an employee or group of employees.

Conceptual Criterion

An abstract idea of the essence of a job; not directly measurable.

Actual Criterion

The measures actually used to capture the conceptual criterion; often flawed.

Criterion Problem

The difficulty of completely and accurately capturing performance with actual criterion measures.

Criterion Relevance

The degree to which the actual criterion overlaps with the conceptual criterion.

Characteristics of Good Criteria

Good criterion measures should have high reliability, detect differences among employees, be accepted by employees and supervisors, and not be too costly or disruptive.

Objective Measures

Quantitative metrics such as number of units produced, sales, or absenteeism.

Subjective Measures

Qualitative assessments such as supervisor ratings or coworker evaluations.

Legal Issues in Job Performance Measurement

Job performance measures used for personnel decisions must avoid bias and protect sensitive data.

Global Implications of Performance Management

National culture can significantly affect performance management systems across multinational corporations.

Current Research Issues in Job Performance

Performance changes over time and can be analyzed at the individual, team, and organization levels.

Big Data in I-O Psychology

The use of high-volume datasets for measuring job performance and its implications for privacy and data quality.