{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/16701"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/16701","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"Multivariate dynamic criteria: a process model of job performance","abstract":"As predictive validity is so generally established using bivariate correlations or multiple regressions job performance must usually be reduced to a single variable. This is in spite of considerable evidence that job performance is a multidimensional construct composed of several facets. Additionally, the predictive validity of ability tests declines with increasing time from testing, suggesting that job performance may best be viewed as a developmental construct. When both of these premises are true, it is possible that different developmental trends in job performance facets are obscured by considering only univariate performance. The purpose of this paper is to explore how to predict the development of different dimensions of job performance over time. We refer to this situation as validation for multivariate dynamic criteria. Viewing predictive validity in this way necessitates a process model for the domain of job performance. This paper develops a theoretical process model that draws together concepts from socialization and the literature on skill acquisition (Ackerman, 1987; Murphy, 1989) and presents a multivariate multilevel model for multiple performance facets measured at 4 times. The model was fitted to data from a 12-week long police training academy using the SAS and R systems. Cognitive ability and Big 5 personality traits are used to predict slopes and intercepts for the performance criteria. Changes in the criteria are mapped onto changes in identity and motivation mech- anisms. The pattern of findings is generally consistent with corresponsive development and socialization effects.","abstract_html":"As predictive validity is so generally established using bivariate correlations or multiple regressions job performance must usually be reduced to a single variable. This is in spite of considerable evidence that job performance is a multidimensional construct composed of several facets. Additionally, the predictive validity of ability tests declines with increasing time from testing, suggesting that job performance may best be viewed as a developmental construct. When both of these premises are true, it is possible that different developmental trends in job performance facets are obscured by considering only univariate performance. The purpose of this paper is to explore how to predict the development of different dimensions of job performance over time. We refer to this situation as validation for multivariate dynamic criteria. Viewing predictive validity in this way necessitates a process model for the domain of job performance. This paper develops a theoretical process model that draws together concepts from socialization and the literature on skill acquisition (Ackerman, 1987; Murphy, 1989) and presents a multivariate multilevel model for multiple performance facets measured at 4 times. The model was fitted to data from a 12-week long police training academy using the SAS and R systems. Cognitive ability and Big 5 personality traits are used to predict slopes and intercepts for the performance criteria. Changes in the criteria are mapped onto changes in identity and motivation mech- anisms. The pattern of findings is generally consistent with corresponsive development and socialization effects.","abstract_has_math":false,"creators":["Spain, Seth M."],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Drasgow, Fritz","Roberts, Brent W.","Hulin, Charles L.","Newman, Daniel A.","Von Thaden, Terry L."],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2010,"date_issued":"2010-08-20T17:55:25Z","date_published":"2010-08-20T17:55:25Z","updated_at":"2026-07-22T22:25:09Z","subjects":["dynamic criteria","multidimensional performance","personality development"],"languages":["en"],"rights":["Copyright 2010 Seth M. Spain"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/2142/16701","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Drasgow, Fritz","Roberts, Brent W.","Hulin, Charles L.","Newman, Daniel A.","Von Thaden, Terry L."]},{"key":"dc:creator","label":"Author","values":["Spain, Seth M."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2010-08-20T17:55:25Z","2010-08"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["dynamic criteria","multidimensional performance","personality development"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["Copyright 2010 Seth M. Spain"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/16701"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["As predictive validity is so generally established using bivariate correlations or multiple regressions job performance must usually be reduced to a single variable. This is in spite of considerable evidence that job performance is a multidimensional construct composed of several facets. Additionally, the predictive validity of ability tests declines with increasing time from testing, suggesting that job performance may best be viewed as a developmental construct. When both of these premises are true, it is possible that different developmental trends in job performance facets are obscured by considering only univariate performance. The purpose of this paper is to explore how to predict the development of different dimensions of job performance over time. We refer to this situation as validation for multivariate dynamic criteria. Viewing predictive validity in this way necessitates a process model for the domain of job performance. This paper develops a theoretical process model that draws together concepts from socialization and the literature on skill acquisition (Ackerman, 1987; Murphy, 1989) and presents a multivariate multilevel model for multiple performance facets measured at 4 times. The model was fitted to data from a 12-week long police training academy using the SAS and R systems. Cognitive ability and Big 5 personality traits are used to predict slopes and intercepts for the performance criteria. Changes in the criteria are mapped onto changes in identity and motivation mech- anisms. The pattern of findings is generally consistent with corresponsive development and socialization effects.","Item withdrawn by Mark Zulauf (zulauf@illinois.edu) on 2010-07-08T18:16:09Z Item was in collections: University of Illinois Theses & Dissertations (ID: 1) No. of bitstreams: 2 SpainSeth.tex: 217185 bytes, checksum: 76a38a4b889d9d57be3f2c7d23e4499f (MD5) Spain_Seth.pdf: 663984 bytes, checksum: 64575be31b7bb4ce16182a6f56f5d2c8 (MD5)","Made available in DSpace on 2010-08-20T17:55:25Z (GMT). No. of bitstreams: 4 Spain_Seth.pdf: 663984 bytes, checksum: 64575be31b7bb4ce16182a6f56f5d2c8 (MD5) Spain_Seth.tex: 217234 bytes, checksum: 512a0ae0b891912cf8d6b36f1f2729f8 (MD5) 1_Spain_Seth.pdf: 664019 bytes, checksum: 87c01697c512d936243ab471a1e9bca0 (MD5) license.txt: 4058 bytes, checksum: 65f0d1a2435f6bdd07b4c000a995e3d6 (MD5)"]},{"key":"dc:title","label":"Title","values":["Multivariate dynamic criteria: a process model of job performance"]}]}],"canonical_facts":{"dc:contributor":["Drasgow, Fritz","Roberts, Brent W.","Hulin, Charles L.","Newman, Daniel A.","Von Thaden, Terry L."],"dc:creator":["Spain, Seth M."],"dc:date":["2010-08-20T17:55:25Z","2010-08"],"dc:description":["As predictive validity is so generally established using bivariate correlations or multiple regressions job performance must usually be reduced to a single variable. This is in spite of considerable evidence that job performance is a multidimensional construct composed of several facets. Additionally, the predictive validity of ability tests declines with increasing time from testing, suggesting that job performance may best be viewed as a developmental construct. When both of these premises are true, it is possible that different developmental trends in job performance facets are obscured by considering only univariate performance. The purpose of this paper is to explore how to predict the development of different dimensions of job performance over time. We refer to this situation as validation for multivariate dynamic criteria. Viewing predictive validity in this way necessitates a process model for the domain of job performance. This paper develops a theoretical process model that draws together concepts from socialization and the literature on skill acquisition (Ackerman, 1987; Murphy, 1989) and presents a multivariate multilevel model for multiple performance facets measured at 4 times. The model was fitted to data from a 12-week long police training academy using the SAS and R systems. Cognitive ability and Big 5 personality traits are used to predict slopes and intercepts for the performance criteria. Changes in the criteria are mapped onto changes in identity and motivation mech- anisms. The pattern of findings is generally consistent with corresponsive development and socialization effects.","Item withdrawn by Mark Zulauf (zulauf@illinois.edu) on 2010-07-08T18:16:09Z Item was in collections: University of Illinois Theses & Dissertations (ID: 1) No. of bitstreams: 2 SpainSeth.tex: 217185 bytes, checksum: 76a38a4b889d9d57be3f2c7d23e4499f (MD5) Spain_Seth.pdf: 663984 bytes, checksum: 64575be31b7bb4ce16182a6f56f5d2c8 (MD5)","Made available in DSpace on 2010-08-20T17:55:25Z (GMT). No. of bitstreams: 4 Spain_Seth.pdf: 663984 bytes, checksum: 64575be31b7bb4ce16182a6f56f5d2c8 (MD5) Spain_Seth.tex: 217234 bytes, checksum: 512a0ae0b891912cf8d6b36f1f2729f8 (MD5) 1_Spain_Seth.pdf: 664019 bytes, checksum: 87c01697c512d936243ab471a1e9bca0 (MD5) license.txt: 4058 bytes, checksum: 65f0d1a2435f6bdd07b4c000a995e3d6 (MD5)"],"dc:identifier":["http://hdl.handle.net/2142/16701"],"dc:language":["en"],"dc:rights":["Copyright 2010 Seth M. Spain"],"dc:subject":["dynamic criteria","multidimensional performance","personality development"],"dc:title":["Multivariate dynamic criteria: a process model of job performance"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Ph.D."],"thesis:institution_name":["University of Illinois at Urbana-Champaign"]},"updated_at":"2026-07-22T22:25:09Z"}