Is There a General Factor in Ratings of Job Performance? (Viswesvaran et al., 2005)

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Reference Title: Is There a General Factor in Ratings of Job Performance? (Viswesvaran, Schmidt, & Ones, 2005)
Author: Viswesvaran, C., Schmidt, F.L. & Ones, D.S.
Publication Type: Journal Article
Publication Date: 2005
Course Level: Advanced (with Sophisticated Statistical Models)
Credits: 3
Price: $30.00
About This Course: This article offers a creative, quantititave response to a longstanding question in personnel selection. The authors are well-known, respected, and prolific.
  1. Overview of this CE Home-Study Program
  2. Information About the Course
    1. Educational Objectives
    2. Target Audience
    3. Schedule
    4. Cost and Refund/Cancellation Policy
    5. Author Credentials
    6. Number of CE Credits Offered
    7. Location and Format
    8. Detailed Description of Program Material
  3. Conflict of Interest Statement

1. Overview of this CE program (top)

This home study course entails the independent study of the journal article "Is There a General Factor in Ratings of Job Performance? A Meta-Analytic Framework for Disentangling Substantive and Error Influences" (Viswesvaran, Schmidt and Ones, 2005), followed by the completion of a multiple-choice test on-line. Participants who receive a passing grade of 75% or higher on the test will receive 3 CE credits. Failing participants may retake the test as often as they wish at no additional charge, and receive CE credit when they do pass.

A copy of the journal article for this course is available at this website, where you may purchase a copy of the journal article for about $12.

More detailed information on the content of this article is given in section 2h below.

APR Testing Services is approved by the American Psychological Association to sponsor continuing education for psychologists. APR Testing Services maintains responsibility for this program and its content.

2.a Educational Objectives (top)

Upon completion of this home study program, the participant will have read and understood the entire article, and will be able to demonstrate, through responses to a written test, knowledge of the evidence for a potential general factor in job performance measures, including specifically:

  1. Describe the major hypothesis tested by this research.
  2. Describe the research methodology employed by this meta-analysis, including the types of studies included and excluded, and the reasons for the inclusion/exclusion rules.
  3. Describe the mathematical model employed in this meta-analysis, including the variables that make up the model and any potentially relevant variables that are omitted.
  4. Describe the reported, quantitative relationships between halo error and other rater errors and rater reliability.
  5. Describe the reported, quantitative relationships between job performance dimensions and the general factor of job performance.
  6. Describe the reported, quantitative relationships between job performance (both individual dimensions and the general factor) and rater errors.
  7. Describe the reported, quantitative relationship between peer and supervisory ratings of job performance.

2.b Target Audience (top)

This CE program is intended for psychologists who hold a doctoral degree. The course may be taken by other interested professionals (e.g.,senior human resource executives and consultants; upper-level managers).

2.c Schedule (top)

Access to program registration and post-test is available 24 hours a day, seven days a week.

2.d Cost and Refund/Cancellation Policy (top)

The fee for this home-study program is $30, which is $10 per CE credit. The fee is fully refundable for 60 days or until the post-test is taken, whichever comes first.

A copy of the journal article for this course is available at this website, where you may purchase a copy of the journal article for about $12.

2.e Author Credentials (top)

The authors of the journal article you will read for this home-study course are Dr. Chockalingam Viswesvaran, Dr. Frank Schmidt, and Dr. Denise Ones. Dr. Viswesvaran is an Associate Professor of psychology at Florida International University. Dr. Viswesvaran serves on the editorial boards of Personnel Psychology, Journal of Applied Psychology, Educational and Psychological Measurement, and is the Associate Editor of the International Journal of Selection and Assessment. Dr. Denise Ones is the Heller Vic Professor of Industrial and Organizational Psychology at the University of Minnesota. Drs. Viswesvaran and Ones are authors of a textbook titled "Handbook of Industrial, Work and Organizational Psychology." Dr. Frank Schmidt is the Ralph L. Sheets Professor of Management and Organizations at the University of Iowa. He received the Distinguished Career Achievement Award for Contributions to Research Methods from the Research Methods Division of the Academy of Management in 2002.

2.f Number of CE Credits Offered (top)

Participants who complete this course by taking and passing the multiple-choice test will receive 3 CE credits.

2.g Location and Format (top)

This activity requires independent home-based study of a journal article (Viswesvaran, Schmidt, & Ones, 2005). Following completion of the reading material, participants complete an Internet-based multiple-choice post-test on the article content.

2.h Detailed Description of Program Material (top)

Publication citation:

Viswesvaran, C., Schmidt, F.L. and Ones, D.S. (2005) Is There a General Factor in Ratings of Job Performance? A Meta-Analytic Framework for Disentangling Substantive and Error Influences. Journal of Applied Psychology, 90, 108-131.

Article abstract:

A database integrating 90 years of empirical studies reporting intercorrelations among rated job performance dimensions was used to test the hypothesis of a general factor in job performance. After controlling for halo error and 3 other sources of measurement error, there remained a general factor in job performance ratings at the construct level accounting for 60% of total variance. Construct-level correlations among rated dimensions of job performance were substantially inflated by halo for both supervisory (33%) and peer (63%) interrater correlations. These findings have important implications for the measurement of job performance and for theories of job performance.

3. Conflict of Interest Statement (top)

APR Testing Services (APR) has no known conflict of interest with respect to this CE program. APR has not received any commercial support for this CE program.