Studies in Personnel and Industrial Psychology

By Edwin A. Fleishman | Go to book overview

Briefly the reasoning is as follows. Criterion ratings are substitutes for direct observations of effectiveness expressed in dollar units. The adequacy of ratings is, consequently, a function of the accuracy with which they estimate the measures for which they are substitutes. An obvious approach to the problem would be to state explicitly the objectives in the directions to the raters and to have the ratings themselves made in terms of the monetary value of individual differences in the area being measured. The disadvantage of this approach is that it assigns two judgments to the rater: first, he must evaluate the performance of the employee on the behavior under consideration; and secondly, the rater must make a second judgment in assigning a monetary value on that behavior.

What appears to be a more promising technique is that of determining in the tracing out process the continuum on which critical behaviors in a given area occur and to have raters evaluate in terms of these behaviors. If the dollar value of these several steps had also been determined in the tracing out process, these values could then be centrally applied during statistical processing to the ratings. The latter would then put greater stress on recording of observations and less on value judgments on the part of the raters.

In the absence of research data on the effect of such a modification in rating format and procedure on reliability, intercorrelations, and ease of administration, no claim of advantage can be made. It would be desirable, where production records are to be obtained for validation purposes, to collect ratings by both the proposed and some conventional procedure in order that their comparative merits may be determined by showing the accuracy with which they predict the production records.


II. A System Simulator for Measuring Job Proficiency*

Guy G. Bresnard and Leslie J. Briggs

A PERFORMANCE test was developed to evaluate the proficiency of maintenance personnel1 for the E-4 Fire Control System. This test consists of a

____________________
*
From Comparison of Performance upon the E-4 Fire Control System Simulator and upon Operational Equipment (Lackland Air Force Base, Tex.: Air Force Personnel and Training Research Center, April, 1956), Development Report AFPTRC- TN-56-47.
1
L. J. Briggs, G. G. Bresnard, and E. S. Walker, An E-4 Fire Control System Performance Test: I. Functional Description (Lowry Air Force Base, Colo.: Arma

-85-

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