The Modeling and Assessment of Work Performance

By John P. Campbell, Brenton M. Wiernik. 2015

513 citations recorded by the source corpus.

Subfields: Artificial Intelligence, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/06e99fba7815b3143777eff3253f7d820dce5840

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Artificial Intelligence

1. David R. Glerum
2. Robert E. Ployhart
3. Henry R. Young
4. Dana L Joseph
5. Herman Aguinis
6. Mallory A. McCord
7. Chad H. Van Iddekinge

In Organizational Behavior and Human Resource Management

1. Michael B. Harari
2. J. Mackey
3. Chad H. Van Iddekinge
4. David R. Glerum
5. Angela C. Reaves
6. Robert E. Ployhart
7. Henry R. Young
8. C. Viswesvaran

In Social Psychology

1. Dana L Joseph
2. David R. Glerum
3. Angela C. Reaves
4. Michael B. Harari
5. Robert E. Ployhart
6. Henry R. Young
7. C. Viswesvaran
8. J. Mackey

Citations in the corpus

• A Meta-Analysis of Transactional Leadership and Follower Performance: Double-Edged Effects of LMX and Empowerment (2021, background): “…there may be more commonality among these performance dimensions than previously thought (as we mention in the Limitations and Future Directions section, however, this commonality could be due to rater bias given our database was composed mostly of subjective measures; Campbell & Wiernik, 2015).”
• Resources for What? Understanding Performance in the Resource-Based View and Strategic Human Capital Resource Literatures (2021, background): “Finally, there are different types of performance behaviors (Campbell & Wiernik, 2015).”
• Creative and innovative performance: a meta-analysis of relationships with task, citizenship, and counterproductive job performance dimensions (2016, background): “…behaviours and outcomes (e.g., introducing new ideas into the work environment in a systematic way; generating original solutions for problems; Janssen, 2000) versus creative and innovative processes that result in those behaviours and outcomes (Campbell & Wiernik, 2015; Zhang & Bartol, 2010b).”
• A Meta-Analysis of the Interactive, Additive, and Relative Effects of Cognitive Ability and Motivation on Performance (2018, background): “Keywords: ability; motivation; performance; interactions; relative importance; meta-analysis Individual performance is one of the most central and frequently studied constructs in management and related fields (Campbell & Wiernik, 2015; Cascio & Aguinis, 2008; Dalal, Bhave, & Fiset, 2014).”