Models of Supervisory Job Performance Ratings

Proposed and evaluated in this research were causal models that included measures of cognitive ability, job knowledge, task proficiency, 2 temperament constructs (achievement and dependability), awards, problem behavior, and supervisory ratings. The models were tested on a sample of 4,362 US Army enlisted personnel in 9 different jobs. Results of LISREL analyses showed partial confirmation of J. E. Hunter\u27s (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\u27s variables alone

Ovarian Cycle Effects on Immediate Reward Selection Bias in Humans: A Role for Estradiol

A variety of evidence suggests that, among humans, the individual tendency to choose immediate rewards (“Now”) over larger, delayed rewards (“Later”), or Now bias, varies with frontal dopamine (DA) levels. As cyclic elevations in estradiol (E+) modulate other frontal DA-dependent behaviors, we tested ovarian cycle effects on Now bias, and whether any such effects are E+ mediated. To do so, we quantified Now/Later choice behavior in naturally cycling adult females (n = 87; ages 18–40 years) during both the menstrual phase (MP; cycle day 1–2; low E+), and the follicular phase (FP; cycle day 11–12; high E+). Now bias decreased an average of 3.6% from MP to FP (p = 0.006). Measures of salivary E+ levels at each visit were available in a subsample of participants (n = 34). Participants with a verified E+ rise from MP to FP showed significantly greater decreases in Now bias at mid-cycle (n = 23) than those without a rise (n = 11; p = 0.03); Now bias decreased an average of 10.2% in the E+ rise group but increased an average of 7.9% in the no E+ rise group. The change in Now bias from MP to FP inversely correlated with the change in E+ (ρ = −0.39; p = 0.023), an effect driven by individuals with putatively lower frontal DA based on genotype at the Val(158)Met polymorphism in the COMT gene. This is the first demonstration that intertemporal choice varies across the ovarian cycle, with Now bias declining at mid-cycle, when fertility peaks. Moreover, our data suggest that the interacting effects of estradiol and frontal DA mediate this cycle effect on decision making

Examination of Race and Sex Effects on Performance Ratings

The effects of rater source, rater and ratee race, rater and ratee sex, and job type were investigated on ratings collected for 8,642 first-term Army enlisted personnel. Ratings were made on 10 behaviorally based dimensions developed for evaluating all first-term soldiers. Results of between-Ss analyses similar to those conducted in past research revealed significant main effects and interactions for sex, race, rater source, and job type, but the variance accounted for by these effects was minimal. Repeated measures analyses were also performed, with each ratee evaluated by one Black and one White rater for the race effects analyses and one female and one male rater for the sex effects analyses. These analyses, which unconfounded rater bias and actual performance differences, yielded results similar to those obtained with the between-Ss design. Implications of the findings are discussed

Three Approaches to the Investigation of Subgroup Bias in Performance Measurement: Review, Results, and Conclusions

Three methods of assessing subgroup bias in performance measurement commonly found in the literature are identified. After a review of these approaches, findings are reported from analyses of data collected in the US Army\u27s Project A (J. P. Campbell, 1987). Correlations between nonrating performance measures and supervisor ratings were generally not moderated by race, but correlations between nonrating indicators of negative performance and ratings assigned by peers were. In addition, significant interactions between rater and ratee race on performance ratings were not eliminated when variance in the nonrating measures was removed from the ratings provided by Black and White raters. Conclusions about the magnitude and nature of bias in supervisor and peer ratings are discussed

The Role of Early Supervisory Experience in Supervisor Performance

Explores the role of early supervisory experience and cognitive ability in 1st-line supervisor performance. Similar to the F. L. Schmidt et al (see record 1986-31441-001) study of nonsupervisors, this research tested structural models hypothesizing relationships among supervisory experience, cognitive ability, supervisory knowledge and proficiency, and performance ratings, using a sample of 570 2nd-tour soldiers. The Schmidt et al model with an additional ability → experience path provided the best fit. The significant ability → experience path was interpreted as indicating that demonstrated ability contributes to soldiers being given the opportunity to obtain supervisory experience. Experience had a greater impact on supervisor proficiency than on supervisor knowledge. Ability had a greater impact on supervisor knowledge than on proficiency. Discussion focuses on the personal characteristics that might be involved in being assigned supervisory responsibilities