Development of a Causal Model of Processes Determining Job Performance-Reference-Cited by-同舟云学术

Development of a Causal Model of Processes Determining Job Performance

Published:1992-06 Issue:3 Volume:1 Page:89-92
ISSN:0963-7214
Container-title:Current Directions in Psychological Science
language:en
Short-container-title:Curr Dir Psychol Sci

Author:

Schmidt Frank L.¹,Hunter John E.²

Affiliation:

1. Sheets Professor of Human Resources in the Business College at the University of Iowa, is an industrial psychologist who has published numerous articles on personnel selection, validity generalization of employment tests, and meta-analysis.

2. Professor of Psychology at Michigan State University, has also published extensively on these topics and is co-author (with Frank Schmidt) of Methods of Meta-Analysis: Correcting Error and Bias in Research Findings (Sage, 1990).

Publisher

SAGE Publications

Subject

General Psychology

Link

http://journals.sagepub.com/doi/pdf/10.1111/1467-8721.ep10768758

Reference10 articles.

1. F.L. Schmidt and J.E. Hunter, Employment testing: Old theories and new research findings, American Psychologist, 36, 1128-1137 (1981).

2. J.E. Hunter, A causal analysis of cognitive ability, job knowledge, job performance, and supervisor ratings, in Performance Measurement and Theory, F. Landy, S. Zedeck, and J. Cleveland, Eds. (Erlbaum, Hillsdale, NJ, 1983); J.E. Hunter, Cognitive ability, cognitive aptitudes, job knowledge, and job performance, Journal of Vocational Behavior [Special issue], 29, 340-362 (1986).

3. Personnel Selection

4. M.A. McDaniel, F.L. Schmidt, and J.E. Hunter, Job experience correlates of job performance, Journal of Applied Psychology, 73, 327-330 (1988); F.L. Schmidt, J.E. Hunter, A.N. Outerbridge, and S. Goff, The joint relation of experience and ability with job performance; A test of three hypotheses, Journal of Applied Psychology, 73, 46-57 (1988).

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