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AW: [OB-LIST] Self report measure for task performance while alleviating spurious relationships

  • 1.  AW: [OB-LIST] Self report measure for task performance while alleviating spurious relationships

    Posted 04-05-2012 10:23

    Dear Dennis,

     

    you may take a look into

    Welbourne, T. M., Johnson, D. E., & Erez, A. (1998). The role-based performance scale: Validity analysis of a theory-based measure. Academy of Management Journal, 41(5), 540-555.

     

    I do not remember, however, whether their measures are self-reports (but this could be adapted).

     

    Wrt common source bias, you could

    - use different scale formats of the IVs and DVs (to make method effects less likely)

    - include potential common sources

    - include instrumental variables (see the literature on endogeneity)

     

    BTW: I would be interested in see empirical results that show common source bias in IV – self-rated task performance

    relationships. Perhaps, anyone on the list can point to some research.

     

    Best,

    Holger

     

    ___________________________________________________
    Dr. Holger Steinmetz
    University of Giessen
    Faculty of Economics and Business Administration
    Department of Human Resource Management, Small Business Enterprises,
    and Entrepreneurship
    Licher Str. 66
    35394 Giessen
    Phone: +49 641 99 22103
    Fax: +49 641 99 22109

    Holger.Steinmetz@psychol.uni-giessen.de
    http://wiwi.uni-giessen.de/home/personal
    ___________________________________________________
     

     

     

     

    Von: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] Im Auftrag von D.B.Veltrop
    Gesendet: Mittwoch, 4. April 2012 13:57
    An: OB@AOMLISTS.PACE.EDU
    Betreff: [OB-LIST] Self report measure for task performance while alleviating spurious relationships

     

    Dear colleagues,

     

    I'm currently working on a research project in which I study the determinants of task performance of individual employees. I do have access to a large organization in which I'm allowed to conduct my research. I'm not allowed, however, to use supervisor or peer ratings, nor am I allowed to use formal job assessments. 

     

    I'm more or less constrained to using self report measures for measuring task performance and its determinants. I'm wondering if there are ways to alleviate the potential of a spurious relationship due to common source/method that you are familiar with, taking into account the constraints I'm currently facing.

     

    I will collate the responses and send them back to the list. Thank you very much.

     

    Kind regards, 

    Dennis Veltrop

     

    Department of HRM&OB

    Department of Accountancy

    University of Groningen 

    The Netherlands



  • 2.  AW: [OB-LIST] Self report measure for task performance while alleviating spurious relationships

    Posted 04-05-2012 11:17
    Although not de facto evidence of CMV, in our paper we found stronger correlations between NA and PA with self-rated than supervisor/objective ratings of performance which, at least, points in that direction (I posted the table below).

    Clearly, there are other, non-CMV explanations of this effect too.

    Kaplan, S., Bradley, J. C., Luchman, J. N., & Haynes, D. (2009). On the role of positive and negative affectivity in job performance: A meta-analytic investigation. Journal of Applied Psychology, 94(1), 162–176. doi:10.1037/a0013115





    Joseph Nicholas Luchman, M.A.
    ----
    Senior Research Associate | Fors Marsh Group
    Desk: 571 858 3770
    Email: jluchman@forsmarshgroup.com
    forsmarshgroup.com
    ----
    Doctoral Candidate
    Industrial Organizational Psychology
    George Mason University
    http://sites.google.com/site/jluchman/

    "The more any quantitative social indicator is used for social decision-making, the more subject it will be to corruption pressures and the more apt it will be to distort and corrupt the social processes it is intended to monitor."
    - Donald T. Campbell



    2012/4/5 Holger Steinmetz <Holger.Steinmetz@web.de>

    Dear Dennis,

     

    you may take a look into

    Welbourne, T. M., Johnson, D. E., & Erez, A. (1998). The role-based performance scale: Validity analysis of a theory-based measure. Academy of Management Journal, 41(5), 540-555.

     

    I do not remember, however, whether their measures are self-reports (but this could be adapted).

     

    Wrt common source bias, you could

    - use different scale formats of the IVs and DVs (to make method effects less likely)

    - include potential common sources

    - include instrumental variables (see the literature on endogeneity)

     

    BTW: I would be interested in see empirical results that show common source bias in IV – self-rated task performance

    relationships. Perhaps, anyone on the list can point to some research.

     

    Best,

    Holger

     

    ___________________________________________________
    Dr. Holger Steinmetz
    University of Giessen
    Faculty of Economics and Business Administration
    Department of Human Resource Management, Small Business Enterprises,
    and Entrepreneurship
    Licher Str. 66
    35394 Giessen
    Phone: +49 641 99 22103
    Fax: +49 641 99 22109

    Holger.Steinmetz@psychol.uni-giessen.de
    http://wiwi.uni-giessen.de/home/personal
    ___________________________________________________
     

     

     

     

    Von: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] Im Auftrag von D.B.Veltrop
    Gesendet: Mittwoch, 4. April 2012 13:57
    An: OB@AOMLISTS.PACE.EDU
    Betreff: [OB-LIST] Self report measure for task performance while alleviating spurious relationships

     

    Dear colleagues,

     

    I'm currently working on a research project in which I study the determinants of task performance of individual employees. I do have access to a large organization in which I'm allowed to conduct my research. I'm not allowed, however, to use supervisor or peer ratings, nor am I allowed to use formal job assessments. 

     

    I'm more or less constrained to using self report measures for measuring task performance and its determinants. I'm wondering if there are ways to alleviate the potential of a spurious relationship due to common source/method that you are familiar with, taking into account the constraints I'm currently facing.

     

    I will collate the responses and send them back to the list. Thank you very much.

     

    Kind regards, 

    Dennis Veltrop

     

    Department of HRM&OB

    Department of Accountancy

    University of Groningen 

    The Netherlands