Chapter 5 Behavioral Measurement General Considerations

TYPES OF CRITERIA

·         Performance Criteria – work of the individuals

2 dimensions

-          Quantity  - based on the number of units produced

-          Quality – usually is more difficult to measure or judge. Very frequently quality is related to some type of human error.

Human Error – persuasive fact of life.

Variables that contribute to error:.

Situational variables – large extent specific to the specific situation.

Individual variables – might be associated with high error rates in each of various types of jobs.

JOB ATTENDANCE CRITERIA

·         3  kinds of criteria

-          Job tenure

-          Absenteeism (Purcell  propose to change it into attendance )

-          Tardiness

ACCIDENT AND INJURY CRITERIA

-          Concerned with matters of safety

PHYSIOLOGICAL CRITERIA

-           Used in studying the effects of environmental variables, physical work, periods, methods of work and so forth.

STATUS CRITERIA

-          Based on relevant recorded information about individuals.

SUBJECTIVE CRITERIA

-          Based on subjective judgments of raters (ex. Measures of attitudes)

SELECTION OF CRITERIA

·         RELEVANCE CRITERIA – refers to the extent to which criterion measures of different individuals are meaningful in terms of the objectives for which such measures are derived.

-          The more closely any actual criterion approximates theoretical ultimate standard, the more relevant it is.

·         FREEDOM FROM CRITERION – the behavior of individual is a function of both individual and situational variables..

-          Any influence of differences in situational variables can contaminate criterion measures of individuals.

-          Possible contamination might include the extent of training or experience different individuals have had.

·         RELIABILITY OF THE CRITERION – can be viewed as applying to the measurement of virtually any type of variable, such as criteria, tests, and ratings. Unfortunately there is no simple, pat definition of such reliability , but in a very general sense we can think of it as the stability or consistency of measures of whatever variables we are using.

PROBLEMS IN OBTAINING CRITERION DATA

-          They don’t know who can hold their personal data

-          Only the authorized personnel can hold the confidential data of one personnel.

POSSIBLE TREATMENT OF MULTIDIMENSIONAL JOB CRITERIA

-          It is used when your data is highly intercorrelated.

-           ARGUMENTS FOR MULTIPLE CRITERIA (used independently, combine the criteria if it is possible to each other).

-          ARGUMENTS FOR COMPOSITE OR OVERALL CRITERIA (it is not always the bases to do your own task or the criteria’s. you have your own criteria to do your responsibility.)