Evaluation of a Causal Model of Job Performance: The Relation of Job Experience and General Mental Ability to Job Performance.

摘要

The Schmidt-Hunter-Outerbridge causal model of job performance (Schmidt, Hunter & Outerbridge, 1986) postulates that both job experience and mental ability cause individual differences in job performance indirectly through their direct effects on job knowledge and performance capability. The theory holds that individual differences in mental ability remain constant with increasing job experience, relative individual differences in job experience decrease with increasing levels of job experience, resulting in decreasing validity for job experience. Two hypotheses derived from this theory were investigated. The first hypothesis states that as the mean level of experience in a sample increases, the correlation between job experience and job performance decreases. Strong support was obtained for this hypothesis.