A Quantitative Review and Analysis of the Constructs Underlying Assessment Center Ratings: What are we Measuring?

The overarching goal of this study was to clarify what constructs are being measured by assessment centers (ACs). ACs have been used and studied for years, yet have measurement problems that generally center on the use of information at the dimension-level. However, a necessary step in examining this issue has been neglected: a proper delineation of what constructs ACs actually measure. In an attempt to address this issue, this study‟s primary purpose was to explore the factor structure of AC dimensions. Several a priori models from both the AC and job performance literature were examined as frameworks for explicating the constructs representing dimensions. Data from two sources were used to address this question: Intercorrelations from primary studies were synthesized using meta-analysis (k = 57) and used as input for a series of confirmatory factor analysis models. In addition, the extent to which subject matter experts perceived these broader categories to operate as a summary framework was evaluated by asking experienced AC raters to categorize primary dimensions into the categories of each model. The results showed that Arthur et al.‟s (2003) framework provided a good fit to the data, offering additional evidence in support of this model. When compared against several alternative frameworks, Arthur et al.‟s (2003) model also provided a better fit to the data than the alternatives. Hence, these seven categories provide a viable framework for explaining what constructs underlie AC dimension ratings. In addition, subject matter experts had the highest level of agreement when classifying primary dimensions into this framework. In addition, several hierarchical models were tested based on the a priori models examined in the study. Of these models, a hierarchical three-factor model fit the well, indicating that a set of higher-order summary categories may also explain variance in the seven factors of Arthur et al.‟s (2003) framework. Overall, this study provides some clarity on what constructs underlie AC dimension ratings. These findings are expected to make contributions for AC research and practice. Implications for these results, as well as limitations of the study and future directions for research are discussed

The utility of cancer-related cultural constructs to understand colorectal cancer screening among African Americans

Background. Data suggest that colorectal cancer could be cut by approximately 60% if all people aged 50 years or older received regular screening. Studies have identified socio-cultural attitudes that might inform cancer education and screening promotion campaigns. This article applies item response theory (IRT) to a set of survey items selected to assess sociocultural attitudes in order to determine how current measures may affect what we know about how these attitudes affect colorectal cancer screening (CRCS).Design and Methods. A survey of colorectal cancer screening, screening attitudes and cultural beliefs was administered to 1021 African Americans – 683 women and 338 men, ages 50 to 75. Eligibility crite ria for participation included being born in the United States, self-identified African American male or female, age 50 to 75 years. The IRT analysis was performed on 655 individuals with complete data for the 43 observed variables. Results. Twenty-nine items comprise the Multi-construct African American Cultural Survey (MAACS) that addresses seven cultural con- structs: mistrust/distrust, privacy, ethnic identity, collectivism, empowerment, and male gender roles. The items provide adequate information about the attitudes of the population across most levels of the constructs assessed. Among the sociocultural variables considered, empowerment (OR=1.078; 95% CI: 1.008, 1.151) had the strongest association with CRCS adherence and privacy showed promise. Conclusions. The MAACS provides a fixed length questionnaire to assess African American CRCS attitudes, two new constructs that might assist in CRCS promotion, and a suggested focus for identification of additional constructs of interest

The Utility of Cancer-Related Cultural Constructs to Understand Colorectal Cancer Screening Among African Americans

Data suggest that colorectal cancer could be cut by approximately 60% if all people aged 50 years or older received regular screening. Studies have identified socio-cultural attitudes that might inform cancer education and screening promotion campaigns. This article applies item response theory (IRT) to a set of survey items selected to assess sociocultural attitudes in order to determine how current measures may affect what we know about how these attitudes affect colorectal cancer screening (CRCS). Design and Methods. A survey of colorectal cancer screening, screening attitudes and cultural beliefs was administered to 1021 African Americans - 683 women and 338 men, ages 50 to 75. Eligibility criteria for participation included being born in the United States, selfidentified African American male or female, age 50 to 75 years. The IRT analysis was performed on 655 individuals with complete data for the 43 observed variables. Results. Twenty-nine items comprise the Multi-construct African American Cultural Survey (MAACS) that addresses seven cultural constructs: mistrust/distrust, privacy, ethnic identity, collectivism, empowerment, and male gender roles. The items provide adequate information about the attitudes of the population across most levels of the constructs assessed. Among the sociocultural variables considered, empowerment (OR=1.078; 95% CI: 1.008, 1.151) had the strongest association with CRCS adherence and privacy showed promise. Conclusions. The MAACS provides a fixed length questionnaire to assess African American CRCS attitudes, two new constructs that might assist in CRCS promotion, and a suggested focus for identification of additional constructs of interest

It’s Okay to Do Rating Format Research Again

Despite Landy and Farr’s (1980) highly influential call for a moratorium on rating format research over 30 years ago, recent research continues to show that rating format design can influence rating quality. This symposium brings together a group of scholars who will share their research and expertise on this topic

Work Ethic and Counterproductive Behavior: Relationships Depend on Leadership Styles

Recognizing the significant influence leaders have in shaping employee work experiences and behaviors, this session highlights research identifying leadership as a significant predictor of counterproductive work behaviors. Specifically, this symposium empirically examines the most recent efforts in understanding the role of leaders in both reducing and even driving CWBs within organization

Examining the Work Ethic of Correctional Officers Using a Short Form of the Multidimensional Work Ethic Profile

The work ethic construct has seen increased research attention in recent years and has been applied to a host of different settings. In this study, the work ethic of correctional officers (COs) was examined. Compared with other occupational samples, COs generally endorsed higher levels of work ethic across several of the dimensions. Also, we found that the measurement properties of the Multidimensional Work Ethic Scale–Short Form (MWEP-SF) were comparable to those presented in previous studies. Implications for future research and the relevance of work ethic in a corrections context are discussed. In addition, study limitations and future directions are addressed

Work Ethic and Work Outcomes in an Expanded Criterion Domain

Purpose: The purpose of this study was to investigate relationships between dimensions of work ethic and dimensions of organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). Design/Methodology/Approach: Data were collected from employed individuals in MBA and undergraduate management courses and their work supervisors (N = 233). Participants represented diverse occupations with respect to job levels and industries. Participants completed the work ethic inventory, and participants’ managers completed ratings of OCB and CWB. Findings: The work ethic dimension of centrality of work was positively related to both dimensions of OCB (i.e., OCB-I and OCB-O), and the work ethic dimension of morality/ethics was negatively related to one of the dimensions of CWB (i.e., CWB-I). Implications: Modern perspectives on job performance recognize the multidimensional nature of the domain (i.e., the expanded criterion domain). In addition, noncognitive predictors such as work ethic have value as individual differences that are associated with performance outcomes. The assessment of such constructs can help inform selection and placement activities where a focus on OCB and CWB is important to managers. Originality/Value: This study provides additional evidence on the relationship between work ethic and performance outcomes. Previous research has provided limited information on the relationship between dimensions of work ethic and dimensions of OCB, and no information existed on the relationship between work ethic dimensions and CWB

Seeing the Forest but Missing the Trees: The Role of Judgments in Performance Management

Various solutions have been proposed to “fix” performance management (PM) over the last several decades. Pulakos, Mueller Hanson, Arad, and Moye (2015) have presented a holistic approach to improving PM in organizations. Although this approach addresses several key elements related to the social context of PM, namely the buy-in of organizational stakeholders, timely and regular feedback, and future-directed feedback, we believe that several robust findings from the PM research literature could further improve this process. Are Pulakos et al. looking at the forest but missing the trees? In the following commentary, we offer several reasons that performance judgments and perhaps even informal ratings are still operating and occurring in the proposed holistic system. Therefore, advancements in other areas of PM research may offer additional ways to fix PM