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Adaptive performance:a criterion problem

机译：自适应性能：一个标准问题

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Purpose-The purpose of this paper is to present an empirical examination of the convergentrnvalidity of the two foremost measurement methods used to assess adaptive performance: subjectivernratings and objective task scores. Predictors of adaptive performance have been extensively examined,rnbut limited research attention has been directed at adaptability itself as a validated construct withinrnthe job performance domain. Due to this neglect, it is unclear if researchers can generalize findingsrnacross criterion measurement methods.rnDesign/methodology/approach-Teams of five (275 individuals) performed a computer-basedrntask that involved a series of disruptions requiring an adaptive response. In addition to post-disruptionrntask scores, subjective self- and peer-ratings of adaptive performance were collected.rnFindings-Results did not indicate strong support for the convergent validity of subjective andrnobjective measures. Although the measures were significantly related (r = 0.47, p < 0.001) and sharedrna relatively similar correlation pattern in the multitrait-multimethod matrix, 78 percent of the variancernbetween measures was unexplained.rnResearch limitations/implications-Given the goal of understanding "job" performance, resultsrnshould be confirmed for actual jobs where adaptive performance is imperative (e.g. emergencyrnresponse, multicultural teams).rnPractical implications-These findings should serve as a warning that the construct validity ofrnadaptive performance has yet to be fully established, and previous research results should berninterpreted cautiously as generalizations about adaptive performance may be limited by the particularrnmeasures used to assess the construct.rnOriginality/value-This study was unique in its examination of both subjective and objectivernmeasures of adaptive performance. The findings of the present study highlight the need for soundrntheory to support the adaptive performance construct.
机译：目的-本文的目的是对用于评估适应性表现的两种最重要的测量方法（主观评分和客观任务评分）的收敛性进行实证检验。自适应绩效的预测因素已得到广泛研究，但对于适应性本身作为工作绩效领域内的一种经过验证的构架，却缺乏足够的研究关注。由于这种疏忽，目前尚不清楚研究人员是否可以将发现归纳为跨标准的测量方法。设计/方法/方法五人小组（275人）执行了基于计算机的任务，涉及一系列需要适应性响应的破坏。除了干扰后的任务评分外，还收集了适应性表现的主观自我和同伴评估。研究结果并未表明对主观和客观测量的收敛有效性有强烈的支持。尽管这些量度在多特征-多方法矩阵中具有显着的相关性（r = 0.47，p <0.001），并且共有相对相似的相关模式，但尚无法解释这些量度之间78％的方差。rn研究局限/含意-给出了理解“工作”的目标绩效，结果应针对必须执行适应性绩效的实际工作进行确认（例如紧急情况响应，多元文化团队）。由于对适应性表现的概括可能会受到用于评估构造的特定措施的限制，因此要谨慎。原创性/价值-本研究在研究适应性表现的主观和客观度量方面都是独特的。本研究的结果强调了需要声音理论来支持自适应性能构造。

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