As research into the dynamic characteristics of job performance across time has continued to accu... more As research into the dynamic characteristics of job performance across time has continued to accumulate, associated implications for performance appraisal have become evident. At present, several studies have demonstrated that systematic trends in job performance across time influence how performance is ultimately judged.
European Journal of Work and Organizational Psychology, 2016
Many studies have examined creative and innovative performance (CIP)-task performance, CIP-organi... more Many studies have examined creative and innovative performance (CIP)-task performance, CIP-organizational citizenship behaviour (OCB), and CIP-counterproductive work behaviour (CWB) relationships in order to differentiate CIP from these established job performance dimensions. However, the overlap between CIP and these performance dimensions is still not clear due to mixed findings evident in the literature. To address this issue, we conducted a comprehensive meta-analytic review of empirical research into CIP-task performance, CIP-OCB, and CIP-CWB relationships derived from 39 studies and 40 independent samples. Overall, CIP was positively related to task performance (ρ = .55) and OCB (ρ = .56) and negatively related to CWB (ρ = −.23). We did not observe evidence suggesting that CIP measurement, rating source, OCB target, or CWB type moderated these relationships. Implications of our findings and directions for future research are discussed.
Research into the dynamicity of job performance criteria has found evidence suggesting the presen... more Research into the dynamicity of job performance criteria has found evidence suggesting the presence of rank-order changes to job performance scores across time as well as intraindividual trajectories in job performance scores across time. These findings have influenced a large body of research into (a) the dynamicity of validities of individual differences predictors of job performance and (b) the relationship between individual differences predictors of job performance and intraindividual trajectories of job performance. In the present dissertation, I addressed these issues within the context of the Five Factor Model of personality. The Five Factor Model is arranged hierarchically, with five broad higher-order factors subsuming a number of more narrowly tailored personality facets. Research has debated the relative merits of broad versus narrow traits for predicting job performance, but the entire body of research has addressed the issue from a static perspective --by examining the relative magnitude of validities of global factors versus their facets. While research along these lines has been enlightening, theoretical perspectives suggest that the validities of global factors versus their facets v may differ in their stability across time. Thus, research is needed to not only compare the relative magnitude of validities of global factors versus their facets at a single point in time, but also to compare the relative stability of validities of global factors versus their facets across time. Also necessary to advance cumulative knowledge concerning intraindividual performance trajectories is research into broad vs. narrow traits for predicting such trajectories. In the present dissertation, I addressed these issues using a four-year longitudinal design. The results indicated that the validities of global conscientiousness were stable across time, while the validities of conscientiousness facets were more likely to fluctuate. However, the validities of emotional stability and extraversion facets were no more likely to fluctuate across time than those of the factors.
ABSTRACT Research regarding the influence of dynamic performance characteristics on performance r... more ABSTRACT Research regarding the influence of dynamic performance characteristics on performance ratings suggests that raters are remarkably susceptible to observed trends in performance over time, such that systematic trends or patterns in performance can have an undue influence on how performance is evaluated. However, research in this domain has not fully explained how dynamic performance characteristics influence performance judgments. Drawing on attribution theory, we introduce a model whereby the impact of dynamic performance characteristics on subsequent performance judgments occurs through attributions for performance. Then, in three experimental studies, we show that dynamic performance characteristics influence attributions for performance, which in turn affect performance ratings.
International Journal of Selection and Assessment, 2014
ABSTRACT Knowledge transfer has emerged as an important criterion in organizations for achieving ... more ABSTRACT Knowledge transfer has emerged as an important criterion in organizations for achieving a sustainable competitive advantage. While research has examined contextual determinants of knowledge transfer, very little research has considered the role of individual differences. In the present study, we addressed this issue by testing the relationship between the five-factor model of personality and supervisory ratings of knowledge transfer in a sample of employees from the United Arab Emirates (N = 294). Our findings indicated that the extraversion (r = .22), conscientiousness (r = .18), and openness (r = .14) were significant predictors of knowledge transfer. Implications for knowledge management practices are discussed.
Cross Cultural Management: An International Journal, 2014
Purpose -Despite the abundance of research on work social support and work-family conflict, the g... more Purpose -Despite the abundance of research on work social support and work-family conflict, the generalizability of these relationships to immigrant and non-immigrant Hispanics is still unknown. Based on role and cultural theories, the purpose of this paper is to provide an empirical examination of these relationships within this growing yet understudied population. Design/methodology/approach -Survey data were collected from a diverse sample of employed immigrant and non-immigrant Hispanics from a broad set of occupational groups within Miami, Florida (USA). Structural equation modeling (SEM) was used to test hypotheses. Multi-group analyses were conducted to test for differences in model fit and parameter estimates between the immigrant and non-immigrant subgroups.
Journal of Occupational and Organizational Psychology, 2014
ABSTRACT We examined rater personality traits consistent with the Five-Factor Model as sources of... more ABSTRACT We examined rater personality traits consistent with the Five-Factor Model as sources of systematic non-performance variance in job performance ratings using meta-analysis (k = 28). Several personality factors, including agreeableness, extraversion, and emotional stability, were related to performance ratings (ρ = .25, .12, and .12, respectively), and features of the rating context (e.g., study setting, appraisal purpose, accountability) moderated these relationships. Cumulatively, the Big Five accounted for between 6% and 22% of the variance in performance ratings. Implications for performance appraisal research and practice are discussed.Practitioner pointsPerformance ratings serve a number of important functions in organizations, and their construct validity is a central issue.We identified rater personality traits, consistent with the Five-Factor Model, as sources of non-performance variance in performance ratings.To the extent that job performance ratings are contaminated by rater personality traits, requiring raters to justify their ratings may result in criterion scores that reflect greater levels of criterion relevance.
Although rater accountability is recognized as a potentially important characteristic of performa... more Although rater accountability is recognized as a potentially important characteristic of performance rating contexts, due to discrepant findings in the literature, its effect on performance ratings is unclear. This issue was addressed in the present study using meta-analytic methods to synthesize findings across 35 samples. Consistent with expectations, the effect of rater accountability on performance ratings varied as a function of accountability source, such that ratings were substantively influenced by accountability only when raters were held accountable by the ratee versus a superior. This effect was consistent whether accountability was introduced through identification or justification manipulations. Further, we did not detect any evidence suggesting that findings varied as a function of rating direction or study setting. Implications for performance appraisal research and practice are discussed.
We carried out a meta-analysis of perceived overqualification (POQ). Synthesizing twenty-five yea... more We carried out a meta-analysis of perceived overqualification (POQ). Synthesizing twenty-five years of research (k = 61), we helped to clarify disparate and conflicting findings in the literature.
As research into the dynamic characteristics of job performance across time has continued to accu... more As research into the dynamic characteristics of job performance across time has continued to accumulate, associated implications for performance appraisal have become evident. At present, several studies have demonstrated that systematic trends in job performance across time influence how performance is ultimately judged.
European Journal of Work and Organizational Psychology, 2016
Many studies have examined creative and innovative performance (CIP)-task performance, CIP-organi... more Many studies have examined creative and innovative performance (CIP)-task performance, CIP-organizational citizenship behaviour (OCB), and CIP-counterproductive work behaviour (CWB) relationships in order to differentiate CIP from these established job performance dimensions. However, the overlap between CIP and these performance dimensions is still not clear due to mixed findings evident in the literature. To address this issue, we conducted a comprehensive meta-analytic review of empirical research into CIP-task performance, CIP-OCB, and CIP-CWB relationships derived from 39 studies and 40 independent samples. Overall, CIP was positively related to task performance (ρ = .55) and OCB (ρ = .56) and negatively related to CWB (ρ = −.23). We did not observe evidence suggesting that CIP measurement, rating source, OCB target, or CWB type moderated these relationships. Implications of our findings and directions for future research are discussed.
Research into the dynamicity of job performance criteria has found evidence suggesting the presen... more Research into the dynamicity of job performance criteria has found evidence suggesting the presence of rank-order changes to job performance scores across time as well as intraindividual trajectories in job performance scores across time. These findings have influenced a large body of research into (a) the dynamicity of validities of individual differences predictors of job performance and (b) the relationship between individual differences predictors of job performance and intraindividual trajectories of job performance. In the present dissertation, I addressed these issues within the context of the Five Factor Model of personality. The Five Factor Model is arranged hierarchically, with five broad higher-order factors subsuming a number of more narrowly tailored personality facets. Research has debated the relative merits of broad versus narrow traits for predicting job performance, but the entire body of research has addressed the issue from a static perspective --by examining the relative magnitude of validities of global factors versus their facets. While research along these lines has been enlightening, theoretical perspectives suggest that the validities of global factors versus their facets v may differ in their stability across time. Thus, research is needed to not only compare the relative magnitude of validities of global factors versus their facets at a single point in time, but also to compare the relative stability of validities of global factors versus their facets across time. Also necessary to advance cumulative knowledge concerning intraindividual performance trajectories is research into broad vs. narrow traits for predicting such trajectories. In the present dissertation, I addressed these issues using a four-year longitudinal design. The results indicated that the validities of global conscientiousness were stable across time, while the validities of conscientiousness facets were more likely to fluctuate. However, the validities of emotional stability and extraversion facets were no more likely to fluctuate across time than those of the factors.
ABSTRACT Research regarding the influence of dynamic performance characteristics on performance r... more ABSTRACT Research regarding the influence of dynamic performance characteristics on performance ratings suggests that raters are remarkably susceptible to observed trends in performance over time, such that systematic trends or patterns in performance can have an undue influence on how performance is evaluated. However, research in this domain has not fully explained how dynamic performance characteristics influence performance judgments. Drawing on attribution theory, we introduce a model whereby the impact of dynamic performance characteristics on subsequent performance judgments occurs through attributions for performance. Then, in three experimental studies, we show that dynamic performance characteristics influence attributions for performance, which in turn affect performance ratings.
International Journal of Selection and Assessment, 2014
ABSTRACT Knowledge transfer has emerged as an important criterion in organizations for achieving ... more ABSTRACT Knowledge transfer has emerged as an important criterion in organizations for achieving a sustainable competitive advantage. While research has examined contextual determinants of knowledge transfer, very little research has considered the role of individual differences. In the present study, we addressed this issue by testing the relationship between the five-factor model of personality and supervisory ratings of knowledge transfer in a sample of employees from the United Arab Emirates (N = 294). Our findings indicated that the extraversion (r = .22), conscientiousness (r = .18), and openness (r = .14) were significant predictors of knowledge transfer. Implications for knowledge management practices are discussed.
Cross Cultural Management: An International Journal, 2014
Purpose -Despite the abundance of research on work social support and work-family conflict, the g... more Purpose -Despite the abundance of research on work social support and work-family conflict, the generalizability of these relationships to immigrant and non-immigrant Hispanics is still unknown. Based on role and cultural theories, the purpose of this paper is to provide an empirical examination of these relationships within this growing yet understudied population. Design/methodology/approach -Survey data were collected from a diverse sample of employed immigrant and non-immigrant Hispanics from a broad set of occupational groups within Miami, Florida (USA). Structural equation modeling (SEM) was used to test hypotheses. Multi-group analyses were conducted to test for differences in model fit and parameter estimates between the immigrant and non-immigrant subgroups.
Journal of Occupational and Organizational Psychology, 2014
ABSTRACT We examined rater personality traits consistent with the Five-Factor Model as sources of... more ABSTRACT We examined rater personality traits consistent with the Five-Factor Model as sources of systematic non-performance variance in job performance ratings using meta-analysis (k = 28). Several personality factors, including agreeableness, extraversion, and emotional stability, were related to performance ratings (ρ = .25, .12, and .12, respectively), and features of the rating context (e.g., study setting, appraisal purpose, accountability) moderated these relationships. Cumulatively, the Big Five accounted for between 6% and 22% of the variance in performance ratings. Implications for performance appraisal research and practice are discussed.Practitioner pointsPerformance ratings serve a number of important functions in organizations, and their construct validity is a central issue.We identified rater personality traits, consistent with the Five-Factor Model, as sources of non-performance variance in performance ratings.To the extent that job performance ratings are contaminated by rater personality traits, requiring raters to justify their ratings may result in criterion scores that reflect greater levels of criterion relevance.
Although rater accountability is recognized as a potentially important characteristic of performa... more Although rater accountability is recognized as a potentially important characteristic of performance rating contexts, due to discrepant findings in the literature, its effect on performance ratings is unclear. This issue was addressed in the present study using meta-analytic methods to synthesize findings across 35 samples. Consistent with expectations, the effect of rater accountability on performance ratings varied as a function of accountability source, such that ratings were substantively influenced by accountability only when raters were held accountable by the ratee versus a superior. This effect was consistent whether accountability was introduced through identification or justification manipulations. Further, we did not detect any evidence suggesting that findings varied as a function of rating direction or study setting. Implications for performance appraisal research and practice are discussed.
We carried out a meta-analysis of perceived overqualification (POQ). Synthesizing twenty-five yea... more We carried out a meta-analysis of perceived overqualification (POQ). Synthesizing twenty-five years of research (k = 61), we helped to clarify disparate and conflicting findings in the literature.
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Papers by Michael Harari