Expectations and attitudes as moderators between ability and job performance



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Previous research on test validation in industry has shown that there appears to be a ceiling on the magnitude of the correlation between predictor scores and criterion scores. Recently, research has been conducted to detect moderator variables which can be used to differentiate between subjects whose performance is more or less predictable from their test scores. The present study examines three possible moderator effects due to: (1) employees expectations of the time of hire; (2) employee attitudes after being on the job, and (3) the interaction between expectations and later attitudes. Subjects for the study were new hires of a major oil company. The company's standard selection test battery was administered before employment. In addition, each employee completed an expectations questionnaire when they reported to work, and later completed an attitude questionnaire. Supervisory ratings of job performance were obtained at the same time the attitude questionnaire was administered. The results of the study indicate that employee attitudes act as a moderator of the relationship between ability and job performance. There was little support for the hypotheses that either expectations or the interaction between expectations and attitudes acted as moderators. The implications of the results are discussed.



Employees, Recruiting