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[Spain, Seth M.][University of Nebraska] 
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19 August 2010 
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Psychology Press 
Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House, 37-41 Mortimer Street, London W1T 3JH, UK
Multivariate Behavioral Research
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Job Performance as Multivariate Dynamic Criteria Experience Samplingand Multiway Component Analysis
Seth M. Spain
a
; Andrew G. Miner
b
; Pieter M. Kroonenberg
c
; Fritz Drasgow
aa
 University of Illinois, Urbana-Champaign
b
 Target Corporation,
c
 Leiden University,Online publication date: 19 August 2010
To cite this Article
 Spain, Seth M. , Miner, Andrew G. , Kroonenberg, Pieter M. and Drasgow, Fritz(2010) 'Job Performanceas Multivariate Dynamic Criteria: Experience Sampling and Multiway Component Analysis', Multivariate BehavioralResearch, 45: 4, 599 — 626
To link to this Article DOI
10.1080/00273171.2010.498286
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Full terms and conditions of use: http://www.informaworld.com/terms-and-conditions-of-access.pdfThis article may be used for research, teaching and private study purposes. Any substantial orsystematic reproduction, re-distribution, re-selling, loan or sub-licensing, systematic supply ordistribution in any form to anyone is expressly forbidden.The publisher does not give any warranty express or implied or make any representation that the contentswill be complete or accurate or up to date. The accuracy of any instructions, formulae and drug dosesshould be independently verified with primary sources. The publisher shall not be liable for any loss,actions, claims, proceedings, demand or costs or damages whatsoever or howsoever caused arising directlyor indirectly in connection with or arising out of the use of this material.
 
 Multivariate Behavioral Research
, 45:599–626, 2010Copyright © Taylor & Francis Group, LLCISSN: 0027-3171 print/1532-7906 onlineDOI: 10.1080/00273171.2010.498286
Job Performance as MultivariateDynamic Criteria: Experience Samplingand Multiway Component Analysis
Seth M. Spain
University of Illinois, Urbana-Champaign
Andrew G. Miner
Target Corporation
Pieter M. Kroonenberg
 Leiden University
Fritz Drasgow
University of Illinois, Urbana-Champaign
Questions about the dynamic processes that drive behavior at work have beenthe focus of increasing attention in recent years. Models describing behaviorat work and research on momentary behavior indicate that substantial variationexists within individuals. This article examines the rationale behind this bodyof work and explores a method of analyzing momentary work behavior usingexperience sampling methods. The article also examines a previously unusedset of methods for analyzing data produced by experience sampling. These methods areknown collectively as multiway component analysis. Two archetypal techniques of multimode factor analysis, the Parallel factor analysis and the Tucker3 models, areused to analyze data from Miner, Glomb, and Hulin’s (2010) experience samplingstudy of work behavior. The efficacy of these techniques for analyzing experiencesampling data is discussed as are the substantive multimode component modelsobtained.
Correspondence concerning this article should be addressed to Seth M. Spain, Department of Management,Universityof Nebraskaat Lincoln, P.O. Box 880497,Lincoln, NE 68588-0497.E-mail:smspain@gmail.com
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 D o w nl o ad ed  B y : [ S p ai n ,  S e th  M .][ U ni v e r si t y  of  N eb r a sk a]  A t : 21 :30 19  A u g u s t 2010
 
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 SPAIN, MINER, KROONENBERG, DRASGOW
Historically, measures of job performance have been of great interest for orga-nizational scientists attempting to establish the validity of selection systems(Austin & Villanova, 1992). For instance, if a city uses a cognitive abilitymeasure to select its police officers, applied psychologists want to validatethose cognitive ability scores against a criterion such as the new officers’ arrestrecords where arrest records serve as a measure of job performance. Validityfor predicting a criterion is commonly evaluated via the correlation betweenthe predictor measure and criterion. For the police example, this would be thecorrelation between the cognitive ability scores and the arrest record.Of central interest to applied psychologists is how to define job performance,both conceptually and operationally (e.g., Austin & Villanova, 1992; Borman,1991). Most validation research treats job performance as a monolithic andstatic construct. There is considerable empirical evidence that job performanceis multidimensional (e.g., Campbell, 1991, 1994; Campbell, McHenry, & Wise,1990; cf. Borman & Motowidlo, 1997). Furthermore, it is possible that job per-formance is not stable over time (Hulin, Henry, & Noon, 1990; Keil & Cortina,2001). In fact, job performance data can usually be classified by three modes:the individuals assessed, the variables measured, and the times of measurement(e.g., Cattell, 1952; cf. Smith, 1976). Ghiselli (1956) postulated three systematicsources of variance in job performance data, that is, all three modes showmultidimensionality. Dalal and Hulin (2008) have called for job performancestudies that include changes over time, referring to this approach as
 multivariatedynamic
. Even this perspective ignores qualitative differences in performanceand thus potential dimensionality in the individualsmode. This article deals withmultidimensionality of job performance in all its modes and takes an individualdifferences perspective to multivariate dynamic aspects of job performance.In order to validly measure the frequency and the patterning of mental pro-cesses in everyday-life situations procedures are needed that capture variationsin self-reports of those processes. To this end,
 experience sampling methodology
has been developed in which a participant at random or specific times hasto report on his or her mental state or those activities in which he or she isinvolved at that moment. To capture those reporting instances participants aresupplied with beepers or more recently with palmtop computers. With the helpof these devices, several brief surveys each day are administered to partici-pants (Csikszentmihalyi & Larson, 1987; Larson & Csikszentmihalyi, 1983).As experience sampling allows information to be gathered from individualsabout several variables over time, the procedure provides data to study Ghiselli’s(1956) three sources of job performance variance. Several methods for analyzingsuch experience sampling data have been used in the literature, in particularspectral analysis and multilevel modeling. This article demonstrates techniquesthat have not been frequently used in the organizational literature and explorestheir usefulness for understanding experience sampling data.
 D o w nl o ad ed  B y : [ S p ai n ,  S e th  M .][ U ni v e r si t y  of  N eb r a sk a]  A t : 21 :30 19  A u g u s t 2010

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