Page 70 - Psychological Management of Individual Performance
P. 70

references                                                         49
                        Pulakos, E. D., Arad, S., Donovan, S., & Plamandon, K. E. (2000). Adaptability in the workplace:
                           Development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85,
                           612–624.
                        Ree, M. J., & Earles, J. A. (1992). Intelligence is the best predictor of job performance. Current
                           Directions in Psychological Science, 1, 86–88.
                        Reilly, R. R., & Chao, G. T. (1982). Validity and fairness of some alternative employee selection
                           procedures. Personnel Psychology, 35, 1–62.
                        Rolfhus, E. L., & Ackerman, P. L. (1999). Assessing individual differences in knowledge: Knowl-
                           edge, intelligence, and related traits. Journal of Educational Psychology, 91, 511–526.
                        Salgado, J. F. (1997). The five factor model of personality and job performance in the European
                           community. Journal of Applied Psychology, 82, 30–43.
                        Salgado, J. F. (1998). Big five personality dimensions and job performance in army and civil
                           occupations: A European perspective. Human Performance, 11, 271–288.
                        Schmidt, F. L., Gast-Rosenberg, I., & Hunter, J. E. (1980). Validity generalization results for
                           computer programmers. Journal of Applied Psychology, 65, 643–661.
                        Schmidt, F. L., Hunter, J. E., & Caplan, J. R. (1981). Validity generalization results for two job
                           groups in the petroleum industry. Journal of Applied Psychology, 66, 261–273.
                        Schmidt, F. L., Hunter, J. E., & Outerbridge, A. N. (1986). Impact of job experience and ability on
                           job knowledge, work sample performance, and supervisory ratings of job performance. Journal
                           of Applied Psychology, 71, 432–439.
                        Schmidt, F. L., Hunter, J. E., Outerbridge, A. N., & Goff, S. (1988). Joint relation of experience
                           and ability with job performance: Test of three hypotheses. Journal of Applied Psychology, 73,
                           46–57.
                        Schmitt, N., Gooding, R. Z., Noe, R. A., & Kirsch, M. (1984). Metaanalyses of validity studies
                           published between 1964 and 1982 and the investigation of study characteristics. Personnel
                           Psychology, 37, 407–422.
                        Schmitt, N., Rogers, W., Chan, D., Sheppard, L., & Jennings, D. (1997). Adverse impact and
                           predictive efficiency of various predictor combinations. Journal of Applied Psychology, 82,
                           719–730.
                        Schneider, R. J., Ackerman, P. L., & Kanfer, R. (1996). To “act wisely in human relations:”
                           Exploring the dimensions of social competence. Personality and Individual Differences, 21,
                           469–481.
                        Schneider, B., & Schmitt, N. (1986). Staffing organizations (2nd edn.). Glenview, IL: Scott,
                           Foresman.
                        Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success.
                           Journal of Applied Psychology, 84, 416–427.
                        Snow, R. E. (1989). Aptitude-treatment interaction as a framework for research on individual
                           differences in learning. In P. L. Ackerman, R. J. Sternberg, & R. Glaser (Eds.), Learning and
                           individual differences. Advances in theory and research (pp. 13–59). New York: W. H. Freeman.
                        Spearman, C. (1904). ‘General intelligence’, objectively determined and measured. American
                           Journal of Psychology, 15, 201–293.
                        Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job
                           performance: A meta-analytic review. Personnel Psychology, 44, 703–742.
                        Tett, R. P., Jackson, D. N., Rothstein, M., & Reddon, J. R. (1999). Meta-analysis of bidirectional
                           relations in personality-job performance research. Human Performance, 12, 1–29.
                        Thayer, P. W. (1977). Somethings old, somethings new. Personnel Psychology, 30, 513–524.
                        Thomson, G. H. (1916). A hierarchy without a general factor. British Journal of Psychology, 8,
                           271–281.
                        Thorndike, E. L. (1940). “Constancy” of the IQ. Psychological Bulletin, 37, 167–186.
                        Vinchur, A. J., Schippmann, J. S., Switzer, F. S., & Roth, P. L. (1998). A meta-analytic review of
                           predictors of job performance for salespeople. Journal of Applied Psychology, 83, 586–597.
                        Vineberg, R., & Joyner, J. N. (1982). Prediction of job performance: Review of military studies.
                           Alexandria, VA: Human Resources Research Organization.
                        Viteles, M. S. (1930). Psychology in industry. Psychological Bulletin, 27, 567–635.
                        Wagner, R. K. (1997). Intelligence, training, and employment. American Psychologist, 52,
                           1059–1069.
   65   66   67   68   69   70   71   72   73   74   75