Paul M Muchinsky
Biographic Data
| ID | 224733 |
|---|---|
| NAME | Paul M Muchinsky |
| GIVEN NAMES | Paul M |
| FAMILY NAME | Muchinsky |
| SIGNATURE | MUCHINSKY P M |
| AFFILIATIONS | Iowa State University |
| VERIFIED | No |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 55 |
| AUTHOR COUNT | 14 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1973 |
| LATEST PUBLICATION YEAR | 2014 |
| H-INDEX | 2 |
Opposite Ends of the Same Stick? Multi-Method Test of the Dimensionality of Individualism and Collectivism
The construct of individualism-collectivism (IND-COL) has become the definitive standard in cross-cultural psychology, management, and related fields. It is also among the most controversial, in particular, with regard to the ambiguity of its dimensionality: Some view IND and COL as the opposites of a single continuum, whereas others argue that the two are independent constructs. We explored the issue through seven different tests using original …
The overgeneralized validity of validity generalization
This Incubator contends that the concept of validity generalization has been overgeneralized in its capacity to predict work performance for three reasons: sampling bias in the occupations selected for analysis, the prediction of acceptable performance to the exclusion of superior performance, and the conflation of statistical prediction and psychological meaning. Copyright © 2013 John Wiley & Sons, Ltd
Emotions in the workplace
This paper addresses itself to a long-neglected topic in organizational behavior: emotions in the workplace. Possible reasons for this neglect are presented, as well as emerging reasons for its consideration. It is proposed that the workplace is a rich arena for the manifestation of human emotions, both positive and negative. An examination of emotions in the workplace has both a theoretical and practical appeal, and may serve to help bridge the …
Utility estimates of job performance as related to the Data, People, and Things parameters of work
The purpose of this study was to investigate the applicability of the Schmidt–Hunter global estimation method of assessing utility across a broad range of jobs. Ninety-five industrial/organizational psychologists estimated the utility of performance in 24 carefully selected jobs. The utility estimates were compared to the Data, People, and Things worker function parameters from the Dictionary of Occupational Titles. The majority of jobs (62.5 per…
A new section of theJournal of Organizational Behavior
A new section of the Journal of Organizational Behavior
Utility Analysis of Five Weighting Methods for Making Consumer Loan Decisions
The economic utility of five weighting methods (unit, weighted application blank, chi-square, Bayes, and regression) for evaluating consumer loan applications was determined. A sample of 443 consumer loans which had been classified as either good or bad accounts was analyzed via 11 predictor variables. The predictor variables were weighted by each of the five weighting methods. Cross-validated correlations revealed that consumer credit risk is hi…
An Examination of the Robustness of the General Utility Function
Two important parameters of the general utility function-SD,, the standard deviation of job performance, and 4/p, predictor performance-were examined in terms of their sensitivity to departures from underlying mathematical assumptions. Integral calculus was used to assess the effects of statistical violations of the assumptions underlying these parameters. The standard deviation of job performance was found to be robust, while the selection ratio…
What is person-environment congruence? Supplementary versus complementary models of fit
Job satisfaction and job performance
The assumption that job satisfaction and job performance are related has much intuitive appeal, despite the fact that reviewers of this literature have concluded there is no strong pervasive relation between these two variables. The present meta-analytic study demonstrates that (a) the best estimate of the true population correlation between satisfaction and performance is relatively low (.17); (b) much of the variability in results obtained in p…
Three decades of personnel selection research
Three hundred and ninety‐four personnel selection studies published in the journal Personnel Psychology over a 30‐year period (1950–1979) were analysed according to selected aspects of the research design. The purpose of the study was to describe and evaluate changes in the conduct of personnel selection research which have occurred during the past three decades. The parameters selected for analysis included (1) type of job performance criteria u…
Performance Feedback Information and Organizational Communication
This study investigates the degree to which performance feedback information can be conceptually housed within an existing theoretical framework of organizational communication. If one's job can be conceptualized as a work information environment, then logically there should be some communality between organizational communication and performance feedback information. In this study 213 faculty members at Iowa State University completed a question…
The Use of Reference Reports in Personnel Selection
Of all the techniques used in personnel selection, reference reports are the most under‐researched. This paper reviews the current research on reference reports from four perspectives: (1) their frequency of use in business and industry; (2) their desired and empirical content; (3) their evaluation as selection instruments via traditional psychometric criteria (i.e. reliability and validity); and (4) legal considerations and constraints associate…
Predicting College Grades of Engineering Graduates From Selected Personality and Aptitude Variables
Job satisfaction and job performance
The assumption that job satisfaction and job performance are related has much intuitive appeal, despite the fact that reviewers of this literature have concluded there is no strong pervasive relation between these two variables. The present meta-analytic study demonstrates that (a) the best estimate of the true population correlation between satisfaction and performance is relatively low (.17); (b) much of the variability in results obtained in p…
Opposite Ends of the Same Stick? Multi-Method Test of the Dimensionality of Individualism and Collectivism
The construct of individualism-collectivism (IND-COL) has become the definitive standard in cross-cultural psychology, management, and related fields. It is also among the most controversial, in particular, with regard to the ambiguity of its dimensionality: Some view IND and COL as the opposites of a single continuum, whereas others argue that the two are independent constructs. We explored the issue through seven different tests using original …
Performance Feedback Information and Organizational Communication
This study investigates the degree to which performance feedback information can be conceptually housed within an existing theoretical framework of organizational communication. If one's job can be conceptualized as a work information environment, then logically there should be some communality between organizational communication and performance feedback information. In this study 213 faculty members at Iowa State University completed a question…
Predicting College Grades of Engineering Graduates From Selected Personality and Aptitude Variables
The Use of Reference Reports in Personnel Selection
Of all the techniques used in personnel selection, reference reports are the most under‐researched. This paper reviews the current research on reference reports from four perspectives: (1) their frequency of use in business and industry; (2) their desired and empirical content; (3) their evaluation as selection instruments via traditional psychometric criteria (i.e. reliability and validity); and (4) legal considerations and constraints associate…
Performance Feedback Information and Organizational Communication
This study investigates the degree to which performance feedback information can be conceptually housed within an existing theoretical framework of organizational communication. If one's job can be conceptualized as a work information environment, then logically there should be some communality between organizational communication and performance feedback information. In this study 213 faculty members at Iowa State University completed a question…
Three decades of personnel selection research
Three hundred and ninety‐four personnel selection studies published in the journal Personnel Psychology over a 30‐year period (1950–1979) were analysed according to selected aspects of the research design. The purpose of the study was to describe and evaluate changes in the conduct of personnel selection research which have occurred during the past three decades. The parameters selected for analysis included (1) type of job performance criteria u…
Job satisfaction and job performance
The assumption that job satisfaction and job performance are related has much intuitive appeal, despite the fact that reviewers of this literature have concluded there is no strong pervasive relation between these two variables. The present meta-analytic study demonstrates that (a) the best estimate of the true population correlation between satisfaction and performance is relatively low (.17); (b) much of the variability in results obtained in p…
What is person-environment congruence? Supplementary versus complementary models of fit
An Examination of the Robustness of the General Utility Function
Two important parameters of the general utility function-SD,, the standard deviation of job performance, and 4/p, predictor performance-were examined in terms of their sensitivity to departures from underlying mathematical assumptions. Integral calculus was used to assess the effects of statistical violations of the assumptions underlying these parameters. The standard deviation of job performance was found to be robust, while the selection ratio…
Utility Analysis of Five Weighting Methods for Making Consumer Loan Decisions
The economic utility of five weighting methods (unit, weighted application blank, chi-square, Bayes, and regression) for evaluating consumer loan applications was determined. A sample of 443 consumer loans which had been classified as either good or bad accounts was analyzed via 11 predictor variables. The predictor variables were weighted by each of the five weighting methods. Cross-validated correlations revealed that consumer credit risk is hi…
A new section of theJournal of Organizational Behavior
A new section of the Journal of Organizational Behavior
Utility estimates of job performance as related to the Data, People, and Things parameters of work
The purpose of this study was to investigate the applicability of the Schmidt–Hunter global estimation method of assessing utility across a broad range of jobs. Ninety-five industrial/organizational psychologists estimated the utility of performance in 24 carefully selected jobs. The utility estimates were compared to the Data, People, and Things worker function parameters from the Dictionary of Occupational Titles. The majority of jobs (62.5 per…
Emotions in the workplace
This paper addresses itself to a long-neglected topic in organizational behavior: emotions in the workplace. Possible reasons for this neglect are presented, as well as emerging reasons for its consideration. It is proposed that the workplace is a rich arena for the manifestation of human emotions, both positive and negative. An examination of emotions in the workplace has both a theoretical and practical appeal, and may serve to help bridge the …
The overgeneralized validity of validity generalization
This Incubator contends that the concept of validity generalization has been overgeneralized in its capacity to predict work performance for three reasons: sampling bias in the occupations selected for analysis, the prediction of acceptable performance to the exclusion of superior performance, and the conflation of statistical prediction and psychological meaning. Copyright © 2013 John Wiley & Sons, Ltd
Opposite Ends of the Same Stick? Multi-Method Test of the Dimensionality of Individualism and Collectivism
The construct of individualism-collectivism (IND-COL) has become the definitive standard in cross-cultural psychology, management, and related fields. It is also among the most controversial, in particular, with regard to the ambiguity of its dimensionality: Some view IND and COL as the opposites of a single continuum, whereas others argue that the two are independent constructs. We explored the issue through seven different tests using original …
Psychology (10 works) · Computer Science (8 works) · Social Psychology (7 works) · Mathematics (6 works) · Statistics (6 works) · Political science (5 works) · Artificial Intelligence (4 works) · Economics (4 works) · Social Psychology (4 works) · Applied Psychology (3 works)